Month: September 2022

leadership dot #3707: label

September 10, 2022September 9, 2022by leadership dots by dr. beth triplettLeave a comment

In the Atlanta airport, there are a series of sculptures that line one set of escalators. These works of art are all composed of crayons — lots and lots of crayons — that must have taken enormous time and talent to construct. It’s like a mini art gallery as you ascend to the terminal level from the train.

What struck me as much as the art itself was that the only identifying signage that accompanies these treasures is a label stuck onto the railing at the top. “Herb Williams” it reads, without any further acknowledgment or description of the media he used in his work. It comes across as an afterthought and is a travesty.

If you take one step to enhance the environment, please go another step further to credit the artists that make your ambiance possible, especially in a public space where others may wish to pursue the work. It’s hard enough to be an artist; don’t make it harder by failing to give appropriate recognition for the work that is displayed.

leadership dot #3706: steady

September 9, 2022September 8, 2022by leadership dots by dr. beth triplettLeave a comment

Queen Elizabeth has died. Of course, I did not know her, but I feel like I did. She has literally been the Monarch for my entire life.

While the Queen did not have a direct impact on me, her reign provided a steady presence in an otherwise tumultuous world. Our presidents come and go, Britain is in the European Union and then out, and wars have started and ended during her tenure. But the Queen was always there, clutching her mysterious purse and waving the Queen’s wave. It was comforting in a subliminal way.

It’s hard to imagine how Charles will alter the course of history as King or what the implications of the Queen’s passing are for anyone, especially with a brand new Prime Minister. But we now add the British royalty to the list of changing aspects in our world.

If there is a constant in your life, take a moment to acknowledge it. Whether that be a long-time employee, an elderly relative or neighbor, a legacy shop owner, or a multi-decade friend, don’t take their presence for granted. They may have always been there, but won’t always be there as yesterday has shown.

Condolences to all who knew the Queen privately but must now mourn her publicly. Rest in peace.

leadership dot #3708: in service

September 8, 2022September 7, 2022by leadership dots by dr. beth triplettLeave a comment

I have been traveling a lot this summer and while I have been away I have been very conscious of all the people in jobs that made my trips possible. Of course, there were many in high-level positions that were integral but mostly I paid attention to the hundreds in service jobs who were necessary for me to have the experiences I did. I think about the people who cleaned the restaurant, changed out my hotel towels, emptied the trash cans, cooked my food, did the dishes afterward, ran the amusement park rides, set up the meeting room, maintained the train, swept the floor in the station, took the tickets, etc. etc.

I specifically was struck by the person cleaning the restrooms at the airport at 11 pm — would you want that job? Would you even want to be responsible for finding someone to hire to take that job? Probably not.

Too often, we overlook the people in positions that provide the infrastructure that makes our work, travel, business, and leisure possible. We complain about poor service but good service becomes invisible as if the business was cleaned on its own or the food only required a chef and not the dozens around them to shop, prep, and clean up.

Raise your awareness of the people who do the work that helps your work and make a conscious effort to acknowledge them. There are many functions that aren’t glamorous but are necessary and a word of appreciation can go a long way.

leadership dot #432a: to share or not to share

September 7, 2022by leadership dots by dr. beth triplettLeave a comment

It is hard to know the appropriate balance between transparency and prudence. If there is a project “in the works”, there are times when it is best not to disclose anything, lest a premature announcement could negatively impact the outcome. Other times it is best to widely share that something is under consideration so that people may contribute input and actually aid in the project’s completion.

Of course, the spectrum of sharing depends upon the information and the intimacy with whom that knowledge is shared, but it is still not clear cut.

Do you share with your boss that someone is being difficult to work with or wait until the situation persists? Do you put your strategic plan online for all to see or keep it as a confidential document? Do you confide with others that you are approaching a donor for a gift? Or how about letting your boss know that you are applying for another job? Or telling business acquaintances that you are looking to relocate your firm?

Each of these situations — and millions more — calls for a delicate judgment call. Some days you have to be like Goldilocks and determine when the timing is “too soon”, “too early” or “just right”. It is one of the most challenging things for new employees and supervisors to align, but “too soon” almost always wins over having someone important being surprised.

leadership dot #425a: babysitting

September 6, 2022August 25, 2022by leadership dots by dr. beth triplettLeave a comment

I had a conversation with a friend who has recently been promoted to chair of an academic department. “My job is now 10% teaching and 90% babysitting,” he said. “And I have no managerial training.”

Most of us in management positions could say the same thing — at least about the lack of training. It would be ideal to think ahead to the job skills required for the job you eventually want and do more to prepare before they are needed. It doesn’t always work that way so we start out feeling like babysitters instead of managers. What can you learn from those who tend to toddlers?

Think about the good babysitters you had when growing up. You may have cried when your parents left, but they ignored that and you got over it. They gave you some options about what to eat or what to do. They played games with you for a while, but eventually, they let you watch movies or do things on your own. They may have told your parents about some of your behaviors, but they let you get away with a few things too. They made you do some chores and didn’t do everything for you. They made you some popcorn when you were good. There are lessons from babysitting that don’t involve chasing screaming kids around the room all evening!

If you find yourself supervising people for the first time, you may feel like a babysitter, but try to move toward being a coach. Provide clear expectations and some training upfront. Keep your staff informed as much as you can; knowledge and feeling as if their voice is heard is more motivating than money. Be fair. Empower them to make choices, changes, mistakes, and grow. Listen. Share the context for decisions. Say “good job”. Let them play at different positions. Provide some different strategies after you lose.

We all grow out of the need for a babysitter. Work toward helping your staff outgrow their need for a monitor by becoming a coach. Even the pros need one of those.

Originally published in modified form on July 31, 2013

leadership dot #451a: career dreams

September 5, 2022by leadership dots by dr. beth triplettLeave a comment

This week marks the first day of school for many students, and while college students may be dreading the return to studying and exams, the most eager students out there are those who are just beginning Kindergarten.

There was a supplement in our newspaper featuring profiles of the “future graduating class of 2026”, and each child responded to the prompt: “When I grow up, I wanna be a…” (Given the informality of the question, it is no surprise that there were no English teachers in the group!)

Some students today have ambitious goals with answers ranging from a paleontologist, an app maker and the President, a dancer, and a doctor, to a dentist. Others have more modest career goals: a deer hunter, a lifeguard, a dish washer at the restaurant, and a cement truck driver. They also have fantasy professions in mind: tooth fairy and Minnie Mouse, a mermaid, and a Ninja.

If you would have asked me when I was five, I think I would have answered “a teacher.” Think about your answer to the question, “When I grow up, I want to be a…” No matter where you are in life, it’s never too late to take a step in that direction. On this Labor Day, I hope you are able to labor in a job you love.

Originally published in modified form on August 26, 2013

leadership dot #578a: beginning

September 4, 2022August 19, 2022by leadership dots by dr. beth triplettLeave a comment

Martha Stewart started her career with a simple catering business out of her basement. As she told Oprah, “And then I realized the business had better be documented somehow, because if I ever was to have grandchildren, they would not know what Grandma had been doing in that kitchen. So I documented it in a book called Entertaining, and that totally turned the tide for me, because then I became a real expert.”

Think about things that you do that could benefit from documentation. Maybe it’s not a book (yet), but do you need the recipe for “Mom’s famous dish” that you have over the holidays? Can your sister show you how to tie those magnificent bows? Maybe you need directions to that great little restaurant or the name of that fabulous wine you shared?

At work, we could all benefit from having an “If-I’m-Hit-By-a-Bus” procedures manual, but we can also document things for special projects, strategy sessions, orientation processes, and more.

Martha’s Entertaining started her empire. What talents do you have that could (should?) be documented and shared with others? There’s nothing like a new year to resolve to start writing.

Source: Oprah interview of Martha Stewart, September 2000 “O” Magazine, p. 302

Originally published in modified form on December 31, 2013

leadership dot #500a: toss a coin

September 3, 2022by leadership dots by dr. beth triplettLeave a comment

During Homecoming weekend on campus, both alums and reminiscing abounded. One alum was showing her husband the college library. “This is where I sat at a table with five index cards,” she said. “Each one had a major written on it. I tossed a coin and wherever it landed is what I was going to major in.”

I asked her what the outcome was. “Sociology,” she said. “And it has worked out well for me.”

Sometimes we expend a lot of emotional energy and time agonizing over decisions. At the end of the day, if we’re choosing between a set of good alternatives tossing a coin may be just as effective as a way to end the angst.

Originally published in modified form on October 14, 2013

leadership dot #557a: second best

September 2, 2022August 19, 2022by leadership dots by dr. beth triplettLeave a comment

In college admissions, a significant number of prospective students inquire about a school but never bother to complete an application. The admission counselors are responsible for calling all these inquiries to assess their interest level and either encourage an application or inactivate the file.

What counselors have come to understand, and students would be better off if they learned, is that the second-best answer is “no”. Sure, counselors would love to have calls that connect with delighted students who are going to finish their application that very evening. But hearing an honest answer from a student who is no longer interested is the next best thing. It allows the counselor to cross them off the list, move on and stop spending time and money cultivating someone who has no interest in attending.

What happens instead is that a) the student doesn’t answer the phone/email/text and it causes the school to keep trying to reach them or b) the student gives a vague answer and feigns interest, even though there really is none. Again, it just prolongs the outreach.

The same thing happens in other lines of work. Prospective clients are afraid to tell a business that they have no interest in their service/product. People lead on sales agents and waste time instead of ending the conversation when a decision has been mentally made.

Do those on the receiving end a favor, and if your answer is going to be no, give that answer as soon as you know it. No is far better than a “maybe”. In fact, “no” is only second to “yes” of what the seller wants to hear. Really.

Originally published in modified form on December 10, 2013

leadership dot #551a: part 3

September 1, 2022August 19, 2022by leadership dots by dr. beth triplettLeave a comment

A few final thoughts on the notebook system:

> I take a lot of notes, but only use about two notebooks/year. It is a sad day when the front and back meet each other as then it is time to start a new notebook. I always go back through the current one and transfer to the new one items for staff/committees that are still pending and that I don’t want to lose. My staff hates it when it’s “new notebook time” as things that have been dormant are suddenly back on the discussion list!) I also review the front section to see if there are any “to do” boxes still unchecked that need to be brought forward. And then I carry around both notebooks for a week or so rather than re-copying the notes I need from the “old” book to discuss at current meetings.

> I use the first page of the notebook to write down things I need to remember — so I have them in one place for handy reference: Names of new employees in other departments. Budget numbers. Copier code for the special copier. This saves me time from hunting for the information…and, like everything else, I always have it with me in the office.

> It is common knowledge amongst my staff that “the notebook never lies.” It becomes a reference and decision arbitrator when there is confusion about “what did we decide” or “who was going to follow up with that”. Usually, a quick glance in the notebook will resolve any of those kinds of questions!

> Having notes for several months in one place helps greatly with perspective. I can look at budget projections and see if our trend line has been increasing or decreasing. I can tell when items have remained on the agenda and been undone for months. I am reminded that employees with issues also have good things that we have been discussing.

As I said in Part 1, this is how I use the system and it works very well for me. I know others who have modified it to put tabs for different sections/agendas instead of using it back to front. Others use color to distinguish sections.

However you make the system yours, I hope you try some version of it. Collaboration and communication are so important to every organization, and I know of no better way to keep track of the information that fosters both.

Originally published in modified form on December 4, 2013