Followership – 4 Tips to be a Great Team Player
These four tips will help you show really good followership, which is the core of great leadership, as well as show that you've got great teamwork skills.

Followership – 4 Tips to be a Great Team Player

In our last post, we talked about how managers can understand Millennials, as well as build strong working relationships with them. Working relationships and respect are a two-way street. This week we’ll talk about how to be a great follower and team player. This is important for everyone, no matter what generation. Whether you’re Millennial, Boomer or Gen X, these tips are going to help you be a great team player. Even if you own your own business, you are still responsive to customers, clients, and possibly even investors. These four tips will help you show really good followership, which is the core of great leadership, as well as show that you’ve got great teamwork skills.

Followership Tip #1 – Know Your Organization’s Mission

We all get really head-down sometimes working on our tasks. Sometimes we divert in a direction that’s not really productive because we’ve lost focus on our mission. We focus so much on details, we forget we’re serving a larger purpose. That’s why we’re part of a team, to achieve something that we couldn’t do on our own. Recognize what your organization’s mission is. Focus your efforts on enhancing that mission. Don’t be afraid to speak up if an idea doesn’t align with the mission. Work with the people around you to ensure all your ideas and efforts serve your organization’s mission.

Followership Tip #2 – Know What Your Boss is Held Accountable For

Do you know how your organization measures your team for success? You may all be working towards a stated mission, but your team leader might be accountable for things outside of what your awareness. Your boss’s boss may be measuring the success of your team and your leader on other factors. What is your boss held accountable for? It may not just be what’s going on your team. Understand the metrics used to measure your team. Keep track of the metrics that senior leadership uses to measure success for the whole organization. You will learn how your leadership makes decisions as well as how to present your ideas so they will be well received.

Followership Tip #2 – Show Initiative

There’s always a lot of tasks to do in any organization. We all appreciate the people who step up and do them. Those people show strong leadership potential and we select them to be team leaders in the future. Find uncompleted tasks and do them. Don’t worry if it’s not in your job description. Or put together a small team inside your team to get it done. This comes back to what your boss is held accountable for. If there are things that are falling by the wayside, show some initiative and get them done. Show senior leadership you’ll be a great leader by exhibiting good followership.

Followership Tip #4 – Present Fully Formed Ideas

Last week we talked about how leaders should be coaching and mentoring young Millennials to fully form ideas before presenting them. Ask for mentoring and coaching, but also try to meet your boss halfway. Be as thorough as you can when you put together ideas to pitch to your boss. Recognize what the impacts will be, not just to you, but to your team as a whole. Also, consider impacts to other stakeholders outside of your team. Define those impacts in terms of money, time or any other important metrics, as well as solicit the perspectives of others. Talk with the other teams and find out how your proposal will impact them. Will they support your proposal? Bring all the relevant information and perspectives together and present it in a clear and easily understandable format. This will help you make a very strong case for your idea to your boss.

Followership is the core of leadership. In the Air Force, we worked very hard to create great followers that understood the principles of good leadership and became great leaders later on. and I hope that works for you too. Next time you want to propose something to your boss use these tips to make a strong case. Show initiative and put together a really well thought out plan. By meeting your boss halfway, you’ll have more conversations about great ideas, instead of just getting quick yes or no answers.

One piece of general advice is not to think of leading and managing millennials as a problem. Instead, look at opportunities that come from the way millennials look at the world.

Managing Millennials – 4 Tips for Leading Millennials

We’ve heard a lot about the “millennial problem” lately and there is no shortage of opinions on it. My first experience working with millennials was in the Air Force in the mid-2000s. That was a bit different situation than dealing with it in a civilian environment. Despite the differences, we found some successful leadership principles that can help with managing millennials in the civilian world too. One piece of general advice is not to think of leading and managing millennials as a problem. Instead, look for opportunities that come from the way millennials view the world. How can that mindset benefit your team? If you lead millennials or are millennial and you have a different experience, I’d love to hear from you. I’d love to learn from your experience if you have different advice and share it with other leaders.

Managing Millennials Tip #1 – Recognize What Millennials Want

Millennials really want 3 things when it comes to their career and life in general. They want to be heard, to participate in the decision-making process and for their work to have meaning. This isn’t unique to millennials. Pretty much everyone in every generation wants these things in their work experience.

From a very young age, millennials have been encouraged to pursue their dreams. They were also much more included in decision-making with their families. This is far different from my experience growing up as a Generation Xer. Older generations were raised differently as well. We “paid our dues” in the workplace before we got a seat at the big table. Millennials view this differently and this can create that generational tension. We shouldn’t assign any blame here, just recognize the different mindset. Recognizing that millennials want the same thing as every generation does, but have a different mindset on how to get there, goes a long way towards building a strong team relationship with millennials.

Managing Millennials Tip #2 – Be Flexible Where You Can

Millennials love flexibility especially when it comes to schedule and being able to use the latest technology. Look for opportunities to be flexible on how your team does work. It’s important to maintain the standards of excellence that your organization demands. For example, who cares when your team is in the office if they can do the work remotely? What events or activities do they really need to be present for? Where you can, let your millennial team members experiment with new tech, new methods, and alternate schedules. Enforce deadlines and standards on work products even as you give them new freedom.

Managing Millennials Tip #3 – Give Millennials Objectives, Not Tasks

Give your millennials problems to solve and let them figure out how to do it. As above, set clear standards that their results have to meet. Identify any legal or regulatory frameworks they must stay within and let them work inside that framework. If you’re new to letting your team have this much freedom, schedule in a few vector checks. These checks let your team update you before they proceed and are a great opportunity to give them further guidance.

Managing Millennials Tip #4 – Be a Coach and Mentor

Here at Evil Genius Leadership we believe one of our most important jobs as a leader is to develop the leaders coming up behind us. It’s especially important with millennials who are looking to have a coaching and mentor relationship with you. Sometimes a team member will have an idea for an improvement. Often it’s not quite fully formed or doesn’t take into account the whole situation. Rather than just saying no, sit down and discuss how they can make their proposal stronger. We all had mentors who took the time to invest in us. We should do the same for our team members.

You may recognize that these tips are all basic good leadership principles. We were talking about these ideas 20 to 30 years ago before millennials ever entered the workforce. As I said earlier, if you’re leading millennials, or are a millennial, and you have a different experience, leave us a comment and let’s continue the discussion. I’d love to hear what you think and refine these tips to make them valuable to even more people. Rather than looking at this as a “millennial problem” let’s just recognize that every generation comes with its own worldview. If we follow good leadership principles we can get past the tension from differing worldviews.

People who are really driven often struggle to get rest and relaxation. These tips will help you too if you have a hard time leaving work behind.

Rest and Relaxation – 4 Vacation Tips for Leaders

People who are really driven often struggle to get rest and relaxation. This week I’m on spring break from my MBA program and really looking forward to it. I’ve planned a few fun activities for myself and friends. I also have a few things I’d like to accomplish for my business with the downtime. Like a lot of people with big goals, I sometimes forget that a break is about resting and recharging. Sometimes I have a hard time getting my mind off of work.  I’m using these four tips this week to help me relax instead of falling back into work habits. I want to come back to school next week refreshed instead of more stressed out. These tips will help you too if you have a hard time leaving work behind when you go on vacation.

Rest and Relaxation Tip #1 – Prep your Team

The first tip happens before you even leave for your vacation. Make sure you know who is handling each of your responsibilities before you go and make sure they know! Look them in the eye and get a positive handoff. Give them any background they need to have.  Make sure they know where to find any information they might need to make a decision. Spell out how much authority they have to make decisions while you’re gone and what should wait until you get back. (for more on this see our Delegation video) Also, make sure they know how to reach you in an emergency. It’s probably a good idea to discuss what you think a real emergency is. You don’t want them calling you over every little thing that pops up.

Rest and Relaxation Tip #2 – Commit to Fun Activities

Commit yourself to fun activities during your time off. This is really important if you’re like me and find your mind wandering back to work. Before your vacation starts, pick a few things that you really want to do and commit to doing them. Put them on the calendar, or pay in advance for them if that helps you follow through. If I don’t make that commitment to myself, I’ll just let each day come and go. I’ll kind of putter around and do regular things and at the end of my vacation, I’ll wonder where the time went. For this week I’m doing some day trips and have some other fun meetups with friends planned. I’m more committed when I involve other people. If you have a hard time committing, Ask a  friend or family member to join you.

Rest and Relaxation Tip #3 – Cut the Cord

Cut the cord from your workplace and leave your laptop and phone behind. And if you can’t do that, make some time during the day that’s electronics free. Checking email and messages will keep you focused on work and won’t let your body and mind recharge. If you use your phone in your personal life, log out of your work email accounts to avoid distraction. There are apps you can try that will block certain apps when you choose. You can have your phone to take great pictures and post on social media while avoiding those work emails.

Rest and Relaxation Tip #4 – It’s Okay to Learn a Little

Your time off doesn’t have to be frivolous. It’s okay to do a little personal development on your vacation, but don’t let it take away from enjoying time with family and friends. Read that new leadership book you’ve been wanting to while you’re sitting on the beach or by the pool. Don’t focus too much on it. Put it down when it’s time to go do those fun activities you’ve committed yourself to.

I know it sounds a little crazy to put so much thought into how to relax. There are a lot of us who will gravitate back to business if there isn’t anyone to remind us to let go. If you’re like me, these 4 tips will help you stay present and engaged with your family and friends as you all enjoy some well-deserved rest and relaxation!

Great teams just don't happen magically, though. Building a team takes hard work and commitment, but there are some things you can do to make it easier.

Building a Team – 4 Tips to Build Your Dream Team

The great thing about being a leader is all the great people on our teams. Great teams just don’t happen magically, though. Building a team takes hard work and commitment, but there are some things you can do to make it easier. In the military, we very rarely had the same people on a team from beginning to end. People were always moving in and out or getting reassigned. We were always in a mode of developing talent on our team and building our leadership capacity on those teams. Hopefully, you have a little bit more stability on your team. The tips in this post tips should help you build your team, whether you’re starting a new team for a brand new project, bringing new members to an existing team, or looking to do a little bit of development and training with your current team members.

Building a Team Tip #1 – Assess Your Needs

First and foremost, assess the needs of your team. Your needs could be skills, experience or knowledge. This is helpful if you’ve already got an existing team and you need to bring in a new member. We don’t always get to choose the members of our team, but if you do, look at the skills you need on your team. Find someone who’s got that skill set or at least some of those skills. If you can’t find someone with exactly the skill set you need, don’t worry about it. Find someone who has most of what you need.  Develop the rest of the skills in them or in another team member.

Building a Team Tip #2 – Find People Who Complement You

When looking for people for your team, find people who complement you and the other members of your team. Look for people who complement you in areas you’re not as strong, as well as areas where you complement them. This relates not just to technical skills, knowledge, and experience as mentioned above, but also personality, attitudes, and behaviors. If you’re not really a people person, you might want someone on your team who is a little warmer and personable to help make people feel more welcome.  Build your team with people who complement each other so that you’re all working as a team and providing all the support that everybody needs

Building a Team Tip #3 – Think About Culture

Think about the culture you want on your team and to bring in people who match that culture. If you’re a startup there will probably be a lot of late nights. Your team might be jumping on a plane at the last-minute, so bring in people who are going to be comfortable with that unpredictability. If you’re in a bigger organization that prides itself on excellence, being thorough and discipline, much like the military, those are going the kind of people you want to bring in. Culture doesn’t have to match perfectly. You should look for people who complement the existing culture as well. People who might be a devil’s advocate or have a different perspective than the rest of the team can drive innovation on your team.

Building a Team Tip #4 – Have a Plan

Make a plan to develop each team member. Consider their leadership skills as well as their technical skills. It’s important to have a plan to ensure everyone on your team gets leadership opportunities to grow and move up into a leadership position when the time is right. Without a plan sometimes we can unwittingly play favorites or overlook people. Work with each member of your team to develop an individual plan for their development and career advancement. Include soft skills like leadership skills, presentation skills, and communication skills that don’t lend themselves easily to technical analysis.

Building a Team Bonus Tip – Know When to Let Go

Don’t be afraid to let your team members move on when they get a great opportunity take a leadership role somewhere else. A lot of leaders want to keep their team together because they’ve got things working well, but we need to let our team members move on to greater opportunities so they can do great things in the world. There comes a time when every person needs to move on and do something else. As leaders, we should embrace that and help our team members prepare for that day.

Try these tips for building a team whether it’s a pre-existing team or you’re getting to pick your dream team to start a brand new project. Assess your needs and put that team together so that the members complement each other in terms of skills and personality traits. Stay conscious of your team culture and develop your team members you can all move on and grow together to greater opportunities.

Most of us dread going to meetings. Today I’ve got 4 tips for you that will help you lead effective meetings that stand out above everyone else’s.

Effective Meetings – 4 Tips for Great Meetings

Most of us dread going to meetings because we feel like they’re going to be a waste of our time. Today I’ve got 4 tips for you that will help you lead effective meetings that stand out above everyone else’s.

When I was a young Lieutenant in the Air Force I was talking to one of the other Lieutenants. He said, “I try to keep all of my meetings to an hour or less. I feel like any meeting that runs over an hour isn’t productive”. Looking at my experiences at the time, I found that I agreed with that philosophy. This became one of the main guidelines I used for meetings throughout my career. It’s not always possible to keep a meeting to an hour or less. Here are 4 tips to have an effective meeting, no matter how long it is.

Effective Meetings Tip #1 – Have a Clear Purpose

The most important tip for effective meetings is to have a clear purpose. Make sure everyone coming to the meeting knows that purpose. Meetings sometimes drag on because attendees bring up topics that aren’t related to the purpose. People often see an opportunity to handle an issue while others are together in the room. As the meeting leader, it’s our job to keep the meeting on purpose and avoid extraneous conversations.

We need to make sure we’re calling a meeting for the right reasons. Meetings are for making decisions or bringing together work that individuals can’t complete on their own. All too often we end up doing work at the meeting that should have been prepared ahead of time. This can prevent us achieving the purpose of the meeting and often is a waste of time for the attendees. Sometimes it’s necessary to get a group together to complete the work that will support a decision. In this case, we must be clear that the team will present this work to support a decision in another meeting.

Effective Meetings Tip #2 – Have an Agenda

Creating an agenda for a meeting is more work up front, but it pays off during the meeting. Add each decision required to the agenda. Also, include any presentations or information that support those decisions. It’s important to set not just a time limit for the meeting overall, but also a time limit for each item on the agenda. There are times that should extend a topic because it is critical to making a decision. As the leader of the meeting, it’s our job to make sure that we stick to the agenda and keep things moving in line with the meeting purpose.

Effective Meetings Tip #3 – Manage the Guest List

To successfully achieve the purpose of our meeting, we need to make sure that we have invited all of the people who have a stake in the outcome of the meeting. The meeting organizer should invite the decision maker, presenters, and people impacted by the decision. It’s also important to keep people out of the meeting who don’t have a contribution to make. In large organizations, people will often show up to a meeting because they heard it was happening. These individuals sometimes cloud the information being presented by the meeting and often derail the agenda because they aren’t up to speed on the topic. The meeting organizer’s job must bring all the right people to the meeting and keep the wrong people out.

Effective Meetings Tip #4 – Don’t Speculate!

Speculating about facts or information can impact the decision-making process and often result in bad decisions that are costly or time-intensive to fix.  When leading a meeting we must avoid speculating about facts and discourage others from speculating. If information critical to making the decision has not presented, we need to go get it. We may be able to do this in real-time. If not, adjourn the meeting and reconvene later when the facts are available. Speculation often turns into circular arguments and people trying to prove each other wrong. Taking the time to get and verify the information we need will result in better decision-making.

These 4 tips have been mostly focused on someone who is a meeting organizer. If you find yourself in a meeting that is going off the rails, try to use some of these tips to help the leader get things back on track. Following these tips will help your next meeting be productive and efficient. Your teammates will thank you for being considerate of their time and making it a valuable experience.

Employee motivation is a challenge for every leader. So how do we get our team members to do things that need to be done without being told?

Employee Motivation

One of the reasons we wanted to become leaders was so that we could take on challenges we couldn’t achieve by ourselves. Employee motivation is a challenge for every leader. So how do we get our team members to do things that need to be done without being told?

This week we’re answering a question from Pete. He says, “One thing I’m dealing with right now is trying to motivate people who don’t show initiative.”  To help Pete out with this issue, I’m going to give 4 tips for employee motivation.

Employee Motivation Tip #1 – Understand the Psychology

First, it’s important to remember the psychology of motivation. We need to understand the concepts of intrinsic and extrinsic motivation. Everyone is both extrinsically and intrinsically motivated to some degree. Extrinsic motivation is motivation by external rewards, whether that’s money, a bonus, time off or whatever the individual desires. Intrinsic motivation is the rewards that comes internally from feeling the satisfaction of doing a job well done. As a leader, you need to understand how each of your team members is motivated and in what proportion. This will require getting to know each team member! Once you know what makes them tick, you can use that knowledge to your advantage when applying the other three tips.

Employee Motivation Tip #2 – Appeal to Intrinsic Motivation

Taking advantage of intrinsic motivation is tricky. You now know more about your team, their hopes and dreams, likes and dislikes. You can use that information to get excite them. Everyone has something they want to see done better in their workplace. Encourage your team members to talk about improvements they would like to see. When you overhear them talking to each other, challenge them to follow through on their ideas.

Employee Motivation Tip #3 – Use Your Resources

To use extrinsic motivation, Use the resources you have. You may not have money for bonuses, but almost every organization has a recognition program. If you don’t, create one. Make initiative a heavily weighted criteria when giving out awards if you can. Get creative. Time off, work from home, flexible schedules, whatever you can think of. Remember, that to incentivize any behavior, the incentive structure has to match what you say you value. If you want to incentivize initiative, recognition and rewards have to reflect that. You can’t give out awards for BLANK and not recognize the people who took initiative to try to make positive change.

Employee Motivation Tip #4 – Build a Culture

Finally, and probably most importantly, we need to be sure that we are setting up a culture on our team that fosters and rewards initiative. This requires some honest introspection on our part as the leader. When our team members show initiative, how do we react? Our reactions, both conscious and subconscious, verbal and non-verbal have a lot to do with how our team will behave in the future. Patience and open-mindedness are key here. If their work is acceptable but not the way you prefer it was done, you have to find ways to build on their work without shutting it down.

If we want our team members to show initiative we have to show them that their efforts won’t be wasted. We need to get to know them as people and what makes them tick. As leaders we have to encourage them to follow-up on their ideas and we also need to use our resources to recognize and reward them appropriately. Most important we need to show that we are open to the things that they show initiative on. Even if it’s not the most important thing on our list or the outcome isn’t perfect.  We must appreciate our team members’ effort if we want them to show initiative. Keep doing that and your team members will keep taking on new challenges without you having to ask them to!

In this workshop, you will learn how to approach self, career, relationships and resources in a holistic way to enhance ALL of the aspects of your life. We will teach you how to leave behind the old attitudes and limiting self-talk that keep you from having what you really want in life.

Level Up Las Vegas! Workshop

Do you feel like there is something bigger for you?

Are you looking to live a full, vibrant life and you know that there is something holding you back?

Are stuck in a box with a certain aspect of your life and need to break out?

You have what it takes!  Sometimes all you need is someone to help show you how to do it.

In this workshop, you will learn how to approach self, career, relationships and resources in a holistic way to enhance ALL of the aspects of your life.  We will teach you how to leave behind the old attitudes and limiting self-talk that keep you from having what you really want in life.

JOIN US November 12th for a day of powerful PERSONAL DISCOVERY that will set you on the path to life you’ve always dreamed of!!

This event is an incredible value to spend an entire day with three experienced coaches for just $299. Sign up by October 31st and receive a $50 early bird discount on your admission.

Purchase tickets on EventBrite at:

https://www.eventbrite.com/e/level-up-las-vegas-tickets-28567710792.

Attendance is limited to 30 participants so sign up now!

Our three coaches for this event, Jason, Lisa and Robyn have made their own journeys by breaking through career, personal and financial obstacles and are dedicated to helping others live extraordinary lives.

If you have any questions, or are wondering if this workshop is right for you, feel free to schedule a 15 minute session with one of our coaches using the links below.

Meet the Level Up Las Vegas! Coaches:

Jason LeDuc is the Founder of Evil Genius Leadership Consultants and served proudly for two decades in the United States Air Force. He retired at the rank of Lieutenant Colonel in 2015. As an instructor at the Air War College Distance Learning Program he prepared 7000+ students to accept strategic leadership positions.

Jason LeDuc – Leadership Coach, Evil Genius Leadership Consultants

Jason LeDuc is the Founder of Evil Genius Leadership Consultants and served proudly for two decades in the United States Air Force. He retired at the rank of Lieutenant Colonel in 2015. As an instructor at the Air War College Distance Learning Program he prepared 7000+ students to accept strategic leadership positions.

Schedule an appointment with Jason at: https://app.acuityscheduling.com/schedule.php?owner=12838254

 

 

 

 

 

Lisa Chastain has spent over fifteen years advising and coaching people from all walks of life. Her current life passion is teaching others to create abundance in their life by taking control of their financial lives. Lisa has helped hundreds of people find purpose, passion and take control of their own destinies. She is the co-creator of Level Up and will be a co-facilitator as well. You can learn more about Lisa at www.linkedin.com/in/lisachastain.

Lisa Chastain – Lisa Chastain Coaching

Lisa Chastain has spent over fifteen years advising and coaching people from all walks of life.  Her current life passion is teaching others to create abundance in their life by taking control of their financial lives.  Lisa has helped hundreds of people find purpose, passion and take control of their own destinies.  She is the co-creator of Level Up and will be a co-facilitator as well.  You can learn more about Lisa at www.linkedin.com/in/lisachastain.

 

 

 

 

 

 

 

Robyn Eckersley coaches clients around the country to build legacies of compassion and philanthropic impact. She loves working with motivated Changemakers who are ready to take on the challenge of making this world a better place! You can learn more about Robyn at www.robyn.coach. Robyn Eckersley – Robyn Eckersley Coaching

Robyn Eckersley coaches clients around the country to build legacies of compassion and philanthropic impact. She works with motivated Changemakers to take on the challenge of making this world a better place! Learn more about Robyn at www.robyn.coach.

Schedule an appointment with Robyn at: https://app.acuityscheduling.com/schedule.php?owner=12337521&appointmentType=2016960

This week we're going to shift the focus to a way that we can act courageously to complement the mindset we've started to develop. Avoiding groupthink is a problem that every team faces and it takes courageous leaders and followers to point out when it occurs and correct it.

Avoiding Groupthink – Video Guide

I hope everyone had a peaceful Memorial Day weekend and got to spend time with family and friends as we all remember the sacrifices that great men and women made in service of our nation. We’re wrapping up our month discussing topics about being courageous leaders. So far we’ve mostly talked about how to get in a healthy frame of mind to help us act courageously so that we can solve problems and make decisions courageously. This week we’re going to shift the focus to a way that we can act courageously to complement the mindset we’ve started to develop. Avoiding groupthink is a problem that every team faces and it takes courageous leaders and followers to point out when it occurs and correct it.

Groupthink occurs when members of the team are afraid to speak up or hold back information that is critical to the discussion because there may be social consequences for speaking out against the group. It can be very challenging for many people to contradict a position that the group has arrived at, especially if we are new in the group or we think that what we have to say will be unpopular with the other team members. As leaders, our job is to watch out for groupthink on out teams and cut through it to make sure that we’re getting all of the relevant information to make decisions.

In this week’s video, Jason discusses why avoiding groupthink is important for every team and describes some methods that we can use to recognize and avoid groupthink.

Avoiding Groupthink as Team Members

  • Speak up!
  • Include all relevant information
  • Be respectful of others
  • Employ Intellectual Honesty
  • Encourage others to speak up

Avoiding Groupthink as Leaders

  • Be prepared and research the topic
  • Understand different stakeholder interests
  • Insist that assertions are supported with evidence
  • Ask probing questions
  • Actively solicit information and perspective from quiet individuals
  • Consider the decision carefully before implementing

It’s also true that in many cases a group can reach a decision with a consensus without getting caught up in groupthink. Just because our team might come to an answer quickly and unanimously doesn’t mean that we have encountered a groupthink situation. As leaders, what we really want to ensure is that the group arrived at the result through a rational decision-making process and employed intellectual honesty in coming to a resolution.

Photo Credit: By Shane T. McCoy (U.S. Marshals Office of Public Affairs) [Public domain], via Wikimedia Commons

As we continue with our May theme of Courageous Leadership, this week Jason talks about the idea of intellectual honesty and how it is different from simply telling the truth. Intellectual honesty has a basis in problem solving but can be applied to make well-informed decisions in a variety of leadership situations. Striving to be intellectually honest helps us ensure that we have considered all factors when making a leadership decision. Developing our team members to be intellectually honest gives them the ability to provide depth to their work that will lead to solid decision making. In the video, Jason talks about how to differentiate between our interests and our positions and how that distinction relates to intellectual honesty.

Intellectual Honesty – Video Guide

As we continue with our May theme of Courageous Leadership, this week Jason talks about the idea of intellectual honesty and how it is different from simply telling the truth. Intellectual honesty has a basis in problem solving but can be applied to make well-informed decisions in a variety of leadership situations. Striving to be intellectually honest helps us ensure that we have considered all factors when making a leadership decision. Developing our team members to be intellectually honest gives them the ability to provide depth to their work that will lead to solid decision-making. In the video, Jason talks about how to differentiate between our interests and our positions and how that distinction relates to intellectual honesty.

Components of Intellectual Honesty

  • Not letting beliefs interfere with seeing the truth
  • Including all relevant facts in our decision
  • Presenting facts to others without bias or misleading
  • Giving credit to others for their work

Source: Wikipedia https://en.wikipedia.org/wiki/Intellectual_honesty

Being aware of these concepts as well as our own biases helps us to make decisions based on all of the relevant facts and not just on the ones that support our position while leaving out facts that go against our argument. Even if we are not the decision maker, we can apply the principles of intellectual honesty when we present information to others who are making a leadership decision.

Jason goes on to talk about some practical tips you can use from Good to Great by Jim Collins in order to help you and your team adopt the principles of intellectual honesty in your day-to-day activities. Applying intellectually honest principles to our information gathering and decision-making processes helps us to make better decisions that stand up to external scrutiny and stand the test of time.

Photo Credit: By European People’s Party [CC BY 2.0 (http://creativecommons.org/licenses/by/2.0)], via Wikimedia Commons

Building consensus is one of the most important skill a leader can have in their leadership toolbox. Leaders frequently need to advocate for their ideas and persuade others that their approach is the best solution for everyone involved. Building consensus provides a way to get others to buy-in to our ideas and to participate in the process of turning them into fully developed solutions that address the problem or situation.

Building Consensus – Video Guide

Building consensus is one of the most important skills a leader can have in their leadership toolbox. Leaders frequently need to advocate for their ideas and persuade others that their approach is the best solution for everyone involved. Building consensus provides a way to get others to buy-in to our ideas and to participate in the process of turning them into fully developed solutions that address the problem or situation. One of the most important ideas to understand about consensus is that it is more than just bringing about the majority of the group to our side. In a true consensus, all members of the group agree with and accept the idea or concept, not just most of the group. While it can be difficult to bring a whole group of people around to our way of thinking, there are some tools that we can use to help in building consensus among that group to gain support for our ideas.

Tools for Building Consensus

  • Find areas of agreement early
  • Separate interests from positions
  • Engage in Active Listening
  • Ask thorough, thoughtful, open-ended questions
  • Give others the opportunity to speak about impacts

Building consensus is definitely challenging, especially when multiple parties interests and positions come into play, but there are some advantages that come along with putting this effort in up front. Primarily, once consensus has been achieved among the group, it is likely that the members of the group will be invested in the solution arrived at and will advocate for it to others and strive to implement it fully. This can help in educating the rest of the work force or other organizations as to why any changes are important as well as gain their support because their interests were represented in the decision-making process. Building a consensus is almost always difficult, and not always possible, but definitely worth the effort when it can be achieved.

Photo Credit: By John Trumbull [Public domain], via Wikimedia Commons

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