Month: July 2025

leadership dot #4672: throughline

July 11, 2025July 9, 2025by leadership dots by dr. beth triplettLeave a comment

If you’re the guest conductor for the local wind symphony, it would be easy to select a program of music in a particular genre or by a single composer, or maybe to choose favorites with no theme at all.

The program for July 11 seemed to follow the potpourri approach — until the conductor explained each selection. All the songs related to an event that occurred “on this day in history:”

The Court of Henry VII — he was excommunicated for remarrying after his divorce on July 11, 1533
Semper Fidelis — the Marine Corps was established as a distinct military branch on July 11, 1798
Journey of a Comet — the first discovery of a comet by Jean-Louis Pons on July 11, 1801 (he became the greatest visual comet discoverer of all time)
The World Was Wide Enough — Burr wounded Hamilton on July 11, 1804
Balloonographic March — 3 explorers departed Norway trying to reach the North Pole on July 11, 1897
Take Me Out to the Ballgame — Babe Ruth began his career on July 11, 1914
Africa: Ceremony Song and Ritual — Areas of the Congo were declared independent from Belgium on July 11, 1960
Freedom Road — Martin Luther King was posthumously awarded the Medal of Freedom on July 11, 1977

The conductor accepted the task of crafting a coherent message out of seemingly diverse elements. It’s the leader’s job to do the same thing. Followers look to the “conductor” to show the throughline and to make the connections between the multitude of priorities, tasks, inputs, and goals — especially when the commonality isn’t obvious.

If you are holding the baton, you bear the responsibility to unify the components to produce beautiful music. (That goes for metaphorical batons as well.)

Kudos to Conductor David Resnick.

leadership dot #4671: declare

July 10, 2025July 9, 2025by leadership dots by dr. beth triplettLeave a comment

A leader needs to learn when to begin a discussion by asking for input and when to start with their intention.

Soliciting others’ opinions and counsel is certainly a valuable element of leadership, but it isn’t always appropriate to do. Not only does it consume everyone’s time, but it can also be a waste of that precious resource when the leader has essentially already decided on a course of action.

In those cases, it is far better to declare that up front, then ask if there is any information or reason that the path should be altered. I liken it to a wedding, when the officiant says: “If anyone has reason to object to this matrimony, speak now or forever hold your peace.” The leader has stated their intention, and the discussion should focus on relevant objections, rather than ideation.

It may seem like a good idea to start by hearing what others have to say, but there are times when a statement is better than a question to direct the opening. You’re the leader to lead.

leadership dot #4670: well timed

July 9, 2025July 8, 2025by leadership dots by dr. beth triplettLeave a comment

Materials for my puppy’s “onboarding” could serve as a model for supervisors and human resource managers!

The social media algorithm learned that I have a new puppy, and suddenly my feed is full of training programs, food options, and cute golden retriever videos. One of the most helpful resources came from the American Kennel Club. Although my Zoe is not AKC registered, I was still able to sign up for a free “Pupdate newsletter” by sharing her age and breed. Now, every week, I receive a tailored email that has been spot-on accurate about the challenges I’m facing and offers tips to address them in training. It’s just enough to be helpful and manageable — providing me with actionable information when I need it.

Think about adapting this format for human onboarding. Instead of inundating new employees with an overwhelming manual or packed schedule, provide weekly, bite-sized information that is targeted to the experiences expected at that time. You can acknowledge likely frustrations and provide resources to resolve them.

The Pupdate email starts with “Sit. Stay. Read this.” By utilizing a similar cadence for your new employee orientation, your team members may actually do that as well.

leadership dot #4669: scoot

July 8, 2025July 7, 2025by leadership dots by dr. beth triplettLeave a comment

The Basilica of Saint Mary in Minneapolis is undergoing a “paint investigation,” where conservators are testing painted-over areas to reveal the original work. “Although previous restorations were sensitive to the original decorating scheme, each iteration deviated further from historic precedent,” they wrote.

This gradual variation occurs with more than paint. It reminded me of Danny Meyer’s salt shaker analogy (dot #92), where the salt shaker is set at a precise location at each of his restaurant tables, but eventually “scoots” to another place after time. He recommends utilizing “constant, gentle pressure” to keep the item as close to the original placement as possible.

I’ve used this analogy countless times when talking about supervision. You need to identify the expectations and then address it when behavior “scoots” from that desired state. Each transgression is an iteration that moves further from the center, and you don’t want to wait and have many layers of deviations.

A slight variation in paint color, a few minutes late to work, and a little bit of slacking all seem harmless until the pattern accumulates. Conduct your own “investigation” and identify the ideal, then be vigilant in monitoring the small movements away from that point.

leadership dot #4668: punch card

July 7, 2025July 4, 2025by leadership dots by dr. beth triplettLeave a comment

In a post on X, Leah Pierson shared that her friends made a pact to say “no” to more things. They created a punch card, and when someone set boundaries for 10 things, the other friends would buy them an ice cream. “In a pilot study, we found participants both said no to more things and got more free ice cream, she wrote.” I love this idea!

It is so easy to feel guilt or obligation that leads us to agree to do things that we don’t want to do or maybe shouldn’t even do. Tasks that fall outside our responsibilities. Donation requests that use social pressure to get us to contribute. Outings that don’t excite us. Taking on extra commitments when our plates are already full. We say “yes” to go along, be a good sport, not make waves, or because we’re too timid to speak up. Creating a punch card with peer accountability, tangible tracking, and a delicious reward is a great way to cause us to pause and consider an intentional response.

Maybe you can make a punch card with your friends or colleagues — or even reward yourself for establishing parameters to meet your needs. I see more ice cream in your future!

leadership dot #4667: a smile

July 6, 2025July 4, 2025by leadership dots by dr. beth triplettLeave a comment

A giant banner with a QR code was on the stage before comedian Demetri Martin’s live show. It encouraged people to “scan to get joke.” I, like many in the audience, complied.

In a clever marketing move, the scan took you to a form to share your email address and then a joke was sent to you. Instead of trying to cajole people into giving that information, the reward of a joke was enough for people to do so willingly. It was very “on brand,” free and fun.

The next time you’re looking for people to sign up for your messages, think of how you can get them to do so willingly, instead of begrudgingly. You can set yourself apart by offering something more creative than a discount coupon so your list members may want to stay with you, instead of opting out as soon as the transaction is complete. Everyone needs a smile!

Here’s his reply: Joke: ‘Road Work Ahead’ is a sign you can put anywhere and it will be true. Note: Whenever I see that sign, I think about the whole world and how much road work is happening on it at that moment. And that makes me think about where I am in the world. And then I zoom out and think about where the world is in space and how small it is in the grand scheme of things. And then usually someone honks their horn. And I look at the road and start going again.

leadership dot #4666: memorialized

July 5, 2025July 4, 2025by leadership dots by dr. beth triplettLeave a comment

I was in Plymouth, Massachusetts — so of course, I had to see the infamous Plymouth Rock that I heard about in grade school. All the locals warned me that the site was “underwhelming” (and it was), but it seemed like a bit of history that I should see while I was so close.

It was disappointing to learn that the rock has been moved inland from its original (authentic?) location, but then I was reminded that it isn’t really “the rock” that is the important part. “It is the fact that they landed — and remained — that matters, not where they landed. Yet it is no bad thing for a nation to be founded on a rock,” reads the plaque at the site.

Plymouth Rock serves as a symbol of the building of a new nation. In some ways, it’s inconsequential whether it is a true story, the original rock, or the initial location of the boulder. People come to see and celebrate what the rock represents.

Think of the values and moments that you wish to memorialize in your organization. Creating a symbol can be the rock that solidifies that message into the future.

leadership dot #4665: bill of rights

July 4, 2025July 3, 2025by leadership dots by dr. beth triplettLeave a comment

Macy’s flagship store in New York City proudly displays its Bill of Rights. In part, it reads:

“You are welcome here. At Macy’s, Inc., we believe that everyone who walks through our doors should be treated with dignity, respect, and kindness. We are committed to making you feel welcome…no matter your race, color, religion, sexual orientation, gender identity, age, disability, citizenship, ancestry, appearance, or any other personal or physical characteristic that make you who you are.”

On this Independence Day, I find myself lamenting the fact that the current government is not as welcoming and inclusive as a department store retailer, and instead is enacting cruel and selfish policies that will impact generations.

Counteract the insecurities and hate by using your voice and vote to reclaim the kind of country that follows the mantra on the Statue of Liberty:

“Give me your tired, your poor,
Your huddled masses yearning to breathe free,
The wretched refuse of your teeming shore.
Send these, the homeless, tempest-tost to me,
I lift my lamp beside the golden door!”

leadership dot #4664: prelude

July 3, 2025July 2, 2025by leadership dots by dr. beth triplettLeave a comment

Even though tomorrow is the official holiday, today feels different. Some offices are closing early. Many employees took the day off. Schedules are modified in cities where the festivities begin this evening.

When thinking about workflow and morale, we sometimes forget to take the prelude and debrief into account. Today isn’t going to be the most productive, nor is Monday following the holiday weekend. The same is true for all vacations and all the time-off observances throughout the year.

Instead of having unmet expectations for what can be accomplished on those days, prepare for the lulls by noting the “day before” and “day after” on your calendar whenever you are away — whether for a conference, PTO, or holiday. Maybe you’ll surprise yourself and crank out a bunch of work in preparation, or return so energized that you’ll be a dynamo then, but better to have a grace period for your brainpower to be in lower gear.

leadership dot #4663: changing

July 2, 2025July 1, 2025by leadership dots by dr. beth triplettLeave a comment

An ad promoted a travel guide by saying: “London is always changing — you need this.”

The thing is, everything in the environment is always changing — it’s the documentation and accompanying actions that don’t always change with it.

When was the last time your organization reviewed and updated its policy manual?
Have you looked at your insurance coverage since you first signed up for the policy?
How about preventative maintenance on your HVAC systems or appliances?
Does your onboarding program reflect the latest organizational chart and products?
What about your will and end-of-life instructions — are those current?
Is your organization compliant with the latest regulations and laws?
Have you outlined how the use of AI fits into your strategy?

It’s a wonderful feeling to cross any of these items off your list — initially. “Yeah, we created a training manual,” or “Hurrah, we did a home inventory,” but the real value comes in the updates and revisions. If you haven’t looked at it lately, you may leave your users wandering without a functional guide.