Minding Your Emotions

Part of being a great leader/manager is setting the right example for others. Part of setting a great example means not only being aware of your emotions, but also being in control of them (and the related behaviors). Emotions are part of being human, but emotional reactions must be kept in check at the office. It’s one thing to show excitement or disappointment, but emotional outbursts are an absolute no-no. The last thing a leader/manager needs is for his people to think that highly emotional behavior is acceptable at the office. When emotions run high, others may catch the fever and things can escalate.

High emotions are not only a bad example for your employees, they can also affect your business decisions. A decision that may be emotionally satisfying at the moment may prove to be disastrous (and irreversible) in the long run. Furthermore, making emotionally charged decisions will create an atmosphere of uncertainty, where irrational decisions are a high possibility. No one likes to walk on eggshells, especially when the reason is the boss who has the potential to “flip out” at any time.

Although leader/managers are fully human, and therefore emotional creatures, you have a responsibility to keeps your emotions in check, make rational decisions, set a good example, and promote a healthy work atmosphere. No small feat, but it’s all part of the job. If you think all of that is difficult, imagine trying to manage a group of emotionally irresponsible or unstable people. Instead, mind your emotions and give them something good to imitate.

Self-fulfilling prophecies

Just as good parents expect the very best from their children, so does a good manager when it comes to his employees. My last post talked about using stories as a way to teach and inspire. I’d like to share with you (a short version of) a story from my own past.

Nick was a troubled young man I coached during a time when a judge had ordered him to work at an office where I was employed. He came from a troubled background that led him to problems with drugs. Those around him expected him to fail and he followed that path. He was lucky to stand in front of a judge who wanted to give him a chance to make different choices. Eventually an opportunity presented itself where he was introduced to people who not only expected different and better things from him, but actually believed that he was capable of succeeding. In an environment where his past was not seen as his destiny, Nick was treated as if he was no different than anyone else there. Conveying positive expectations and beliefs in both verbal and non-verbal ways produced tremendous results. In the end Nick found his way onto a different life path. His journey wasn’t easy and the work never-ending, but he continued to make better choices long after he left our office. I eventually lost track of him, but hope that he continued to do the right thing.

I chose to share this story because it illustrates what tremendous difference expectations can make – be it those of others or the self. The story underlines the importance of expectations in self-fulfilling prophecies, as well as self-efficacy and the need for positive things in life. It shows how others’ expectations seemed to have shaped this young man’s life – as if choosing a life’s path for him.

So where do expectations fit into your daily life at the office? Do you have a difficult employee who’s bound to be nothing but trouble? Or one who’s never going to be anything more than a slacker? Pay close attention to your approach. What message are you sending? Your messages go beyond what you say – your body language can negate all of your words. How are you contributing to their behavior? Do you expect this person to be anything more than what you’ve seen so far?

I won’t tell you that expectations alone will fix all problems, but they make a tremendous difference in getting what you need from others. Consider that the next time you’re assessing one of your employees.

What's in a vision?

When facing change one of the most important elements is having a clear vision. The lack of one can have disastrous effects. Think about your goals. How do you see the end results? Your vision must be clear and well defined, and it should only take you a few minutes to communicate it to others. Make it short, sweet and to the point – and yes, interesting. At the end of the presentation (of your ideas) it should be obvious that your audience understands and that their own interest has been provoked.

But before a vision can inspire and be shared by others, it has to inspire you – the leader. Your vision must be in harmony with your own values, and you must be willing to set an example with your own actions. This goes back to the idea of walking the walk rather than telling people to do as you say, not as you do. It’s your task to convey the image of an exciting future to others, appealing to shared values and aspirations, thusly enlisting them to share the vision. If others see your passion and enthusiasm, they’re going to get curious. This curiosity provides you with the opportunity to share your vision with others, hopefully inspiring them and enlisting their help in achieving that vision.

Keeping Great Employees

There have been countless changes brought on by the recent economic turmoil. Many companies have resorted to drastic changes in their attempts to survive. Not all were able to survive. Cutbacks and layoffs sent ripples of fear and uncertainty around the globe. And those who still have jobs are grateful to have them.

Being grateful to have a job is not the same as being happy with the job and the company. Once the current economic situation improves (and it will) and people feel more comfortable making any kind of moves (and they will), it’s very likely that some of those unhappy souls will dare to make some serious changes – yes, quit. Are you prepared to lose some of your talent? Can you afford it?

So how will you keep your employees? How will you ensure that they’re happy – especially in an environment riddled with cuts and raise freezes? It’s quite simple.

Let us assume that you already know that while people work for a paycheck, they need more. Feeling valued and appreciated makes a tremendous difference. But is that enough? Times are tough and work is stressful. Now more than ever employees need to be able to connect with others at work. Give them a way to share their joys, fears, and concerns – a safe place to vent and express themselves – and you’ll be helping to build a community, stronger teams, and more loyal employees. Having a sense of belonging inspires people to stick around in good times and in bad.

So what are some ways to strengthen your teams and inspire your employees to stay? It doesn’t have to be complicated. Organizing lunches to bring people together over food and corporate sports teams are oldies but goodies. But why not take it up a notch? Support networks and work-related/professional clubs are a great way for people who have something in common to connect. Hobby and interest groups can be engaging and a great deal of fun. Online networking and blogging have become such a large part of today’s culture. Why not make them part of the company’s culture. They can offer so many ways for people to connect. They can be as formal or informal as you want them to be, but it’s a good idea to offer more than one way for people to connect.

Put on your thinking cap and come up with some of your own ideas. Remember to lead by example and inspire others to participate. Most importantly, have some fun doing it.