leadership dots

leadership dot #4906: ready to go

March 25, 2026March 20, 2026by leadership dots by dr. beth triplettLeave a comment

I saw a post on Facebook where someone made complete birthday cake kits to donate to their food bank. The kits were packaged in a foil baking pan and included cake mix, frosting, candles, and a Happy Birthday banner. What stood out to me was that they also included a can of Sprite and instructions on how to substitute eggs and oil (that the recipient may not have) for the soda, which surprisingly works just as well.

The person making the kits went the extra mile to ensure it was ready to use when submitted. The recipient didn’t need to acquire any additional items or take any extra steps (other than baking the cake itself).

It was a good example of providing a complete product, a lesson that many in the workplace could learn from. Sometimes, work is submitted that needs editing or additional information, putting the burden on the supervisor to revise or track down data. Work that’s ready to go is something to celebrate.

Screenshot from the Family Nutritionist post

leadership dot #4905: unexpectedness

March 24, 2026March 19, 2026by leadership dots by dr. beth triplettLeave a comment

My dog ADORES the snow. Imagine her delight when she went outside one morning and found 6 inches of it, allowing her to bury balls, dig them out, jump between snowbanks, and do zoomies with the snow flying. It was heavenly!

And then, just as suddenly, a few days later, she returned to the back yard, and the snow was almost gone. Another surprise.

I think this unexpectedness happens in organizations, too. Dictates come from above that surprise people, and the decision may be reversed with equal randomness. Employees don’t have the benefit of an “organizational weather app” and become skeptical and disgruntled when practices change as frequently as the weather, but with little warning.

In the workplace, people don’t like surprises. Having it “snow” and then “melt” rattles the stable foundation that an organizational culture requires. My dog may not mind being flummoxed every time she walks outside, but don’t make it a mystery every time an employee walks into work.

leadership dot #4904: cross purposes

March 23, 2026March 19, 2026by leadership dots by dr. beth triplettLeave a comment

Those who know me know that I am a regular blood donor, having given over 17 gallons and counting. When I donate, the Red Cross encourages me to schedule my next appointment at the donation site or immediately afterward, which I always do.

It is then frustrating when I receive emails promoting the latest giveaway, in this case, an exclusive Life is Good t-shirt, available only from March 30 to April 12. It’s not like a store where incentives can drive people to make repeat visits. Donors can only give every 8 weeks, so I am ineligible to donate during that time.

It seems that the Red Cross promotions are working at cross purposes. They want people to schedule in advance, but then they cause them to miss out on promotions by offering them only for a two-week period, while their donors are bound to an eight-week cycle. Maybe next time, people should wait to see what is offered before signing up?

Incentives are a tricky thing. They can drive behavior, but also drive people to act in ways that are counter to the desired results. Before offering inducements, consider what other implications would happen if they worked.

leadership dot #4903: loss

March 22, 2026March 20, 2026by leadership dots by dr. beth triplettLeave a comment

March Madness has begun, and I always think about the high hopes that teams bring into the tournament. All the players have visions of holding that championship trophy high above their heads, basking in the glory of victory.

They never consider that all but one team in the tournament will end the season with a loss. Even three Number One teams will finish with an L in their final game.

Pinning all your dreams on an unpromised finish sets you up for disappointment. Enjoy the journey as much as the allure of a trophy at the end.

leadership dot #4902: for whom?

March 21, 2026March 20, 2026by leadership dots by dr. beth triplettLeave a comment

I like KFC’s chicken sandwich and am a fan of the Colonel’s food, but my fondness does not extend to sporting their merchandise. Apparently, someone thinks there is a market for a drumstick-shaped purse, a KFC wallet, or a chicken bucket backpack.

To make things even stranger, these accessories were on display at the local Hallmark store, a place I do not think of when shopping for purses.

I expect that I will see the items on the clearance rack sooner than I will see someone using them around town. Before creating a product or service, ask yourself exactly who the market is for it. It’s not chickening out to decide not to do it.

leadership dot #4901: firefighter

March 20, 2026March 18, 2026by leadership dots by dr. beth triplettLeave a comment

When an organization is in crisis, the focus becomes all short-term. It’s “where can we cut?”, what change can we make today?”, and “how can I get through tomorrow?”. Leaders can become so involved in firefighting that they forego innovation.

And then it becomes a vicious circle. When leaders fail to articulate a vision of what the other side of change looks like, there is no near-term movement to achieve it. The crisis consumes all of the organizational energy, often deepening the troubles.

Even in the best of times, it’s hard to think about tomorrow amid today’s meetings and priorities. Strong leaders need to be intentional about carving out separate chunks of time to think about the future and to take preventive measures before flames erupt. Schedule your calendar as a visionary, not a firefighter.

leadership dot #4900: composition

March 19, 2026March 17, 2026by leadership dots by dr. beth triplettLeave a comment

It’s a tricky and important job to assemble a board, committee, or task force. You try to balance demographics and pay attention to constituent representation. You need expertise, but don’t want everyone so entrenched in the status quo that they are unable to innovate. You want thinkers, but may also need “doers”. You may strive to have certain skills present, but you may also want to give new voices a seat. And you need to keep the group to a manageable number, or they’ll spend as much time finding a time to meet as they spend doing the work.

One tool to help with this task is an attribute list. I wrote about this (dot #684a) as it relates to interviewing and hiring, but it works just as well to define committee composition. Rather than picking people based on history, position, or interest, take a few moments to write out the key characteristics you are seeking in your group. You may even create a matrix, as each member will likely meet several needs (e.g., skills, demographics, etc.).

Not that a committee compiled by popularity, legacy, or random selection would necessarily be bad, but one chosen with intentionality is likely to be much stronger. Give your ad hoc “hiring” as much attention as you do permanent spots by clarifying in advance the role you are trying to fill.

leadership dot #4899: ruined

March 18, 2026March 16, 2026by leadership dots by dr. beth triplettLeave a comment

The local Chipotle has a business card holder with cards for the general manager and field leader. I always thought it was a nice gesture to feature them openly so guests could contact them.

Unfortunately, I needed to do so. I sat on a bench that had been slathered in furniture polish, with residual polish remaining. I had to leave the restaurant, go home, wash my jeans, coat, and purse, along with the seat of my car, where it transferred from my pants. It also got on the back of my brand-new sweater, and after three tries at the dry cleaner, the stain remains.

I contacted the people listed on the handy business cards — and heard nothing. Not as much as a reply, let alone an apology or compensation for my troubles and dry cleaning bill. It makes me angrier that they pretend to want feedback, but in reality, ignore it.

If you have any type of comment mechanism, take it seriously or don’t offer it at all. Raising expectations that you care makes the fall harder when it becomes apparent that you don’t.

leadership dot #4898: not lofty

March 17, 2026March 13, 2026by leadership dots by dr. beth triplett1 Comment

The people of Minneapolis have done creative, amazing things to show their peaceful opposition to the ICE invasion of their town: luminaries on the lake spelling ICE OUT to be seen as planes fly over, projected messages on water towers, protest signs sent sledding down hills, coordinated warning networks, organized helping brigades, and, of course, their mass demonstrations and marches. I hope the city wins the Nobel Peace Prize.

But being a helper doesn’t have to be lofty. An acupuncturist’s office distributed “Community Resource Packets” in different languages. These kits were packaged in a sandwich bag and included: a sample ICE Warrant vs. a Court Judicial Warrant, highlighting what to look for; an outline of your Constitutional Rights if an immigration agent is knocking; a Don’t Tread on Us sticker; and a 3-D printed heart-shaped whistle. Nothing fancy, but useful and practical tools for these extraordinary times.

On an episode of The West Wing, Danny Concannon tells C.J., “Don’t get hypnotized by complexity; make it count.” He was urging her to take advantage of the remaining months of Bartlet’s presidency to pass legislation, but I think it applies to any problem that seems overwhelming. Make your kits in a plastic bag and just get them out there.

Thanks, Amy!

leadership dot #4897: accumulate

March 16, 2026March 13, 2026by leadership dots by dr. beth triplettLeave a comment

When people disrespect you or violate your boundaries, and you don’t say anything, it’s like they are throwing a tennis ball at you — and you aren’t tossing them back. If you remain silent, the person doing the throwing will continue to do so.

Many times, the comments that hurt were not intended to do so, and the violator would be willing to change their behavior or language if they knew how their words were received by you, but you stew internally instead of speaking. As a result, a pile of these slights accumulates, making you madder and madder.

The next time someone lobs a verbal dig at you, overtly or not, think of it as a tennis ball flying your way. You can only leave so many of them lying on the court before you start to trip over them and be impacted by their presence. Have the courage to lob one back with a respectful challenge to the miscue. It gives the person a chance to apologize in the present and correct in the future, and it gives you the self-respect you deserve. Nothing is gained by just taking it in silence.