The Simplicity of Leadership –quit complicating the uncomplicated

by D. Kevin Berchelmann | Jan 17, 2018 | Brazen Leader, Miscellaneous Business Topics, Uncategorized

Leadership is inherently simple.

By that, I mean that leadership is not complex. Can it be difficult? Certainly. But we need to remember to keep things as simple as humanly possible.

We read books, articles, white papers, etc.… All in search of a silver bullet, a magic wand, or something that will allow us to leapfrog common sense and simple leadership techniques. We study “The Five Principles of Employee Engagement;” we listen intently to the webinar, “How to Increase Employee Commitment;” we read books on “Motivating Millennials.”

And we don’t get any better. In fact, many could make a good argument that as we study these “new and innovative” techniques our ability to actually lead people gets worse. In other words, the more we “know,” the less we do.

My advice then is simple: just stop it! (love me some Bob Newhart…)

Leadership is really simple. Truly non-rocket surgery sorts of stuff. We rarely get into trouble for failing to “engage” employees, or for failing to “motivate millennials.” Nope, we usually get in a bind because we forgot to set clear expectations, refused to diffuse known conflict, or maybe we just didn’t listen to the feedback we received from interested employees. This is not higher level math. Leadership hasn’t changed much in a couple of thousand years.

The business of leadership is inherently simple. A couple of years ago, I was at Champions Golf Club in Houston Texas as a guest of a good friend of mine (Roy). The owner of the club, Jackie Burke, used to be a PGA Pro, winning the Masters and PGA tournaments. Roy and I were having drinks in the locker room when Jackie came and sat down with us. As we were discussing the strange economic times, Jackie described an event from 50-some years ago. In Jackie’s words…:

I attended a Northeast liberal arts college, before business majors were mainstream. In one class, we had a visiting lecturer from a large nearby business. He explained that he was not a professor, but would do his best nonetheless. He divided our class of 20 into four groups of five; he then went to one chalkboard and wrote in large print the number 50. Walking across the room to the other chalkboard he wrote, in similar size, 51. He instructed us to work in our groups, and explain the significance of these two numbers.

You could feel the intense mental gyrations occurring in each group. These young upstarts, destined to be captains of industry, were churning away. Guessing, postulating, brainstorming… They were so intent at solving the riddle that the visitor had to loudly proclaim that their deliberations were over so they could discuss the results before the class time ran out.

He then asked each group to provide their answers and offer an explanation; and they were aplenty. “Perhaps it’s the age of the successful CEO,” said one group. “It’s the margins necessary for any business to succeed,” said another. Still another opined that perhaps it was the leverage to equity ratio required for long-term success in business. The room was literally abuzz with suggestions, opinions, and outright guesses.

Finally, the visiting gentlemen explain the correct answer: “if you make this,” pointing to the number 50, “don’t spend this,” he said, pointing to the number 51.

To quote Sean Connery, “there endeth the first lesson.”

Now, I always hate to simply offer opinions on matters in these articles. I like to provide some practical tips, so here goes… If you want to know “How to Simplify Leadership,” there are some simple ways:

1. I know, I know… It sounds so simple. Actually, it is. Set expectations — clear expectations — for those you lead. Then, give feedback, letting them know how well they are progressing toward reaching those expectations (or not). Get good at — and insist on — receiving feedback from those you lead. You can’t survive without it. Finally, listen. Learn to really listen. I don’t mean hear; I don’t mean notice; and I don’t mean simply acknowledge. I mean listen.
2. Set a positive example. Sounds so simple, but we screw this up more than anything else. You must model the behavior that you want your followers to emulate. Remember that leading by example is not a choice, you do it every time you show up. And part of that example must be remaining positive. There is no place for bitching, moaning, whining and complaining in leadership.
3. You’ve gotta have it. Be honest, be consistent. Do what you say you’ll do.

That’s it. Sure, there are plenty of other tips, techniques and methods to fine tune your leadership approach and success. None, however, will trump the simplicity of the three listed above.

In the 1300s there was a theologian and philosopher named William of Occam. Now Billy (I like to call him Billy) was a pretty smart dude. He came up with something (later named after him) called Occam’s Razor, which simply stated means that the simplest solution is usually the best. In other words, folks, if you hear hoofbeats in the distance it could be zebras… It’s more likely, however, to simply be horses.

Words for leaders to live by.

Be Brazen.

Sexual Harassment: Whack the first one, word will spread

by D. Kevin Berchelmann | Dec 5, 2017 | Brazen Leader, Miscellaneous Business Topics, Uncategorized

This is not rocket science. You really want harassment to stop? Take a note…

Consequences. That’s how.

Consequences, not “understanding,” especially for starter transgressions. Go ugly early. Consequences earlier mean fewer instances later. Human behavior 101.

For non-leaders, that means immediate discipline for any credible claim. Discipline, not coaching, training, “performance improvement plan,” or any other tired euphemism for doing nothing.

For #leadership, and I include powerful referent leaders here as well, that means zero tolerance. And zero means “zero.” First credible event, whack ’em. No exceptions.

We’ve had a murky problem finally brought into specific relief. Want to train employees? Fine, train away if it makes you feel better. May be some CYA for the organization, but don’t kid yourself; training only works when the problem is lack of knowledge.

We may, in fact, need some training around effective investigations, discerning credible claims, and how not to shoot anyone prematurely. But few adults really need training on how not to sexually harass, and none need training on how not to sexually assault. If they are doing either today, it’s likely not due to a lack of training.

There are just three reasons why employees don’t do what they should:

1. They don’t know how,
2. They don’t want to, or
3. We won’t let them.

The first is the easiest to fix, and seldom the root cause. The latter two are leadership issues, and imminently fixable, given appropriate motivation.

Let’s not hold up short-term gains while we try to change all of society. Stopping sexual harassment in the workplace simply takes a commitment and intestinal wherewithal.

Let’s simply act.

Starting with immediate consequences.

My best friend and partner in crime, Kevin Ross, has a t-shirt that he used to wear around his daughters’ suitors; “Shoot the first one, word will spread.” As a father to two daughters, I can attest to the testament.

We can make that apply to sexual harassment as well. Without the t-shirt.

Be Brazen.

Leading by Example—Nobody asked you

by D. Kevin Berchelmann | Aug 11, 2015 | Brazen Leader, Miscellaneous Business Topics, Uncategorized

In discussing leadership styles and philosophies… with clients, potential clients, friends, over-the-fence neighbors, owners and executives, one of the most frequent refrains is “Well, I try to lead by example.”

Well hoorah for you. I think that’s just great. News flash, Dick Tracy, you don’t have a choice.

That’s right, no choice whatsoever. You see, when you show up—for work, for a drink with fellow employees, at a ball-game where employees are present, or even bump into one of those employees while being photographed for “People of Wal-Mart,”—you are an example.

The very fact you show up means you’re on stage, setting an example for others to emulate.

The only choice you have in all of that, is whether to be a good example or a crappy example.

• Be on time, for everything: Positive Example
• Use profanity in a meeting: Crappy Example
• Ask about their family and weekend: Positive Example
• Breeze through hallways without a word: Crappy Example

See, these things aren’t rocket surgery. This simply is not complex stuff; people glean behavior cues, way of being, how to act and what to say, from leadership examples.

I was at the Master’s golf championship in Augusta, Georgia a few years ago. Now many of you know this, but the people who run Augusta National (the Club) are fanatic about their rules. Positively loony about 100% enforcement, all the time, no matter what. So, we were in line to get in, early one morning, for a practice round. One of the rules is “no hard-seated chairs.” You can carry in a wide variety of seats, camping chairs, lawn chairs, etc., provided they have soft seats. The reason, of course, is that they don’t want you later standing on those seats, blocking the pristine Augusta views from others.

Well, you knew it would happen… just in front of us was a group of 3 guys. They saw the signs, discussed it quietly amongst themselves, then decided they’d give it a shot — that they wouldn’t get caught.

Wrong — cold-busted.

The gate marshal came up to the guy carrying the chair, and stated flatly, “that can’t come inside the grounds.” To which this 40-something adult male responded, “Well, why can HE do it, then???” …all the while pointing to another gentleman’s chair about 15 feet in front. That’s right — his complete rationale for doing what he knew to be wrong was, “someone else is doing it, and you haven’t said anything to him.”

Don’t kid yourself; this is not near as much an anomaly as we would like to believe. The behavior we allow, we promote. No different than if we were modeling the behavior ourselves. Think about that when you feel like it’s just too much trouble to correct some seemingly isolated (but negative) behavior in your staff.

Exemplify positive leadership–always. Or find a different profession. We need leaders who understand their influence on others.

Like it or not, you—and your position of executive leadership—are under a microscope 24×7.

You are always the example; those in your charge will certainly emulate your actions, behavior, maybe even your way of thinking. The question becomes, of course, are you a good example or… “not so much?”

You might be thinking, particularly if you hold a senior-most role, that the people working for you are already “set in their ways;” they don’t really change for anyone, anyway…; or even, “Hell, they’re old! They don’t need me for an example!”

Don’t believe that crap for one second. They look to you for the right–and wrong–way to do things. Be the right example. All the time. If not, get prepared — it’ll spread like wildfire, and you are personally responsible.