Why nonprofits should focus on leadership development

It is common knowledge that both public and private companies traditionally invest in sustained leadership development as one key way to stay competitive in a global economy.



When it comes to the nonprofit sector, it is a different story.



American nonprofit organizations provide health and human services, education, and arts and culture to communities nationwide. Nonprofits face extraordinary challenges as they deal with funding cuts and an increasing need for its services from its communities. In order to successfully navigate those challenges, nonprofits need to look for ways to continually improve.



While many public and private companies have the funds to invest in leadership development, in contrast, many nonprofits view those types of investments as a luxury rather than a necessity. As a result, leadership development is not a focus for many nonprofit organizations.



However, the need to build and sustain effective leaders is crucial to the nonprofit industry. According to the report entitled, The Sustainability Formula: How Nonprofit Organizations Can Thrive in the Emerging Economy, the authors state effective leadership, more than budget, is the strongest predictor of nonprofit sustainability.



In short, financial stability can only truly occur when nonprofits have efficient leaders that focus on the mission, vision, outcomes, and cost-effectiveness, according to the report.



No matter the industry or sector, effective leadership is at the heart of every innovation and progress a company makes. Neglecting development of the company’s people will only hurt the company in the long run, especially as the evolving global landscape requires leaders to develop additional competencies. Nonprofit leaders, in particular, deal with urgent causes and need to continue to find ways for their organization to be more effective and sustainable.



One way to identify those behaviors, or competencies, that need work is through a validated 360 Feedback. This tool allows leaders to solicit anonymous feedback from their direct reports, colleagues, external stakeholders and more, all for the goal of developmental improvement.



Creating a tailored development program can help individuals improve their abilities and close the gap in their competencies.



In addition, leadership coaching can help leaders realize their full potential. An experienced coach can serve as a sounding board for the individual, and become a key resource in helping to identify management and leadership behaviors that need fine-tuning.



Nonprofits should make it a practice to identify a possible pool of high potential successors. In order to determine this, the individuals need to be equipped with development and workshops, along with actual experience working with budget and trustees.



There is no doubt times are tough right now, but here at TBC we want to make sure we’re doing our part in helping out the Colorado community. This is why we have started an initiative to provide leadership coaching, including a 360 Feedback, for one leader per Colorado nonprofit organization.



There are no strings attached – this is a completely free program we are offering Colorado nonprofits. We hope this initiative can make a difference during a tough economy and can contribute to long-term professional growth for local nonprofits.



If you are a Colorado nonprofit, please contact us to inquire about the leadership coaching and assessment package.

One size does not fit all

We live in a world of customization. From finding the best features and apps for our cell phones to selecting the toppings on our ice cream, we continually find ways to customize items to fit our individual needs.



It’s no different for the practice of leadership development, and according to recent research more companies are investing in management training.



The four areas where respondents suggested spending will have the most impact are: leadership and executive development, management accountability, interpersonal and organizational business skills, and aligning leaders with the business strategy, according to a rece.t poll by SMU Cox Executive Education.



With a renewed focus and investment in leadership development, companies want to make sure its employees receive measurable value from its 360 feedback process. If the organization is going to invest time and money implementing a 360, it needs to be confident that the survey measures what it is intended to.



As a result, customization is playing a bigger part in 360 Feedback.



Customization is important because every company has its own unique culture. Capturing the essence of an organization's leadership framework is a critical step in creating a superior solution, which ultimately leads to employee buy-in and engagement.



The customization process includes looking at the organization’s unique culture, competencies, and values. With multiple sets of competencies, participants’ receive feedback targeted to their job responsibilities, which makes results more meaningful. It is critical to focus on the right competencies and customize the process to what is important and valued at the company.



Good measurement is crucial to change initiatives, and this is why customized surveys need to maintain reliability. Customized assessments must meet these basic criteria:



·They must yield operational relevance. The dimensions must make sense to all participants, and executives concerned. They must also demonstrate practical validity, meaning that scores on the instruments must relate to performance.



Otherwise, if the instruments have face validity only - acceptable because they look right - but have not been shown to relate to measured performance, then you have a problem justifying investments in your programs. If you do not have good assessments of performance, you should use instruments whose validity can be demonstrated on comparable jobs.



·They must be sufficiently reliable over time to assess any change resulting from your programs. If the measures are less reliable than necessary, any change can be mistakenly interpreted. Change may appear to take place when in fact, it does not; or conversely, good change programs may be evaluated negatively because real differences are unreliably measured.



Customized surveys that preserve overall reliability helps participants receive feedback that directly applies to their jobs as well as the organization. It shows the participants the importance of the process because of its connection to the organization and to their individual success.



Here at TBC we offer expert survey customization while maintaining reliability of the competencies. If you would like more information on our process, click here.

360 feedback and development

Lately, we have noticed debates on various blogs and forums centered on the question, “Should 360 Feedback be used for development purposes or for performance appraisals?”



While the topic is not new in nature, it still is an interesting debate and we would like to put our two cents in the mix.



The nature of 360 feedback is to collect perceptions about a person’s behavior and the impact of that behavior from the person’s boss, direct reports, and colleagues. It measures leadership effectiveness such as decision-making skills, collaborative planning, conflict management, performance standards, and many others. The feedback is used for action planning, and to set goals.



The 360 Feedback process is performed through anonymous feedback. Anonymity lends itself to more honest and open feedback from raters, and accurate feedback is key to a successful 360 process.



However, there is a growing trend to link appraisals to 360 data. As opposed to development programs, performance appraisals measure basic job requirements and are used for salary increases, promotions, bonuses, and even disciplinary action.



If this approach is required, we strongly suggest caution, full disclosure, and transparency for all involved before and after the project agreement. The process does lend itself to some negative unintended consequences, such as skewed data with the ‘halo’ or ‘horns’ effect, dips in participant morale, system gaming, etc.



A basic rule of thumb - if a company is not experienced with the 360 degree process, it should not use 360s for appraisal purposes.



When feedback is gathered and linked to development planning, goal setting, and organizational support, it can help improve individual performance. Contrasting self-evaluation results with feedback, enables individuals to integrate feedback into his or her self-image. Getting a clear picture can help identify weaknesses that can be improved, as well as strengths that can be leveraged.



Companies that turn to 360s must emphasize clear and frequent communication about the importance of development and implications for each member of the organization. The more people understand why 360 feedback is introduced to the organization and how the information is used, the more likely they are to support the effort.



In conclusion, utilizing 360 Feedback for development purposes creates an atmosphere of trust. People can truly believe the data will not be held against them but will be used to help them.

Why some managers are ineffective

Everyone knows an ineffective manager can make workers of all levels miserable, which can result in low employee morale, stress, and turnover. And according to research from the Human Capital Institute, managerial effectiveness continues to decline.



Here are some typical bad habits of ineffective managers:



· Lacks basic communication and emotional skills

· Impatient, arrogant, entitled

· Inconsistent

· Micromanages



So why are some managers ineffective?



It could be because these managers define themselves only as a manager, and not also as a leader. They may view leadership and management as two different entities, when in reality leadership and management need to go hand-in-hand.



Leadership and management are not necessary the same thing, but they are linked together. Managers try to plan, organize, and coordinate, and leaders aim to inspire and motivate. While those are distinct sets of actions, both are necessary for success.



Sure, a foreman in an industrial-era factory probably didn’t have to give much thought to what he was producing or to the people who were producing it, as long as the job got done as ordered. However, in today’s business environment, value comes from the knowledge of people. People look to managers not just to assign them tasks, but to define a purpose. Decision-making, being assertive with ideas, communicating more clearly, and clarifying goals and objectives are all competencies that have increased in today's management role. Managers must organize workers, not just to maximize efficiency, but to nurture skills, develop talent, and inspire results.



Being an ineffective manager is changeable. When a manager adds leadership competencies, he or she can better understand how to utilize their people to inspire peak performance. The manager needs to make every effort to coach their team but understand how to do so without micromanaging. After all, if a manager selects the right people for a team, the functioning team can solve many of its own problems.



A key way to develop leadership skills is to use management and leadership development assessments that can provide feedback to the manager. 360 Feedback results can clearly highlight the particular areas for the manager that need additional training.



Someone who is both a manager and a leader will provide the company a competitive advantage in today’s ever-changing business environment.



What are your thoughts? Do you believe management and leadership skills are linked together? Why or why not?



Source: Wall Street Journal

Feed your mind

There is a cliche that we learn something new every day. Do you believe that is true? Some say it is not possible. Others argue that it is achievable and sometimes “we let our minds shut down” to learning opportunities.

An article by Forbes Magazine described continued learning as, “Like the weather. Everyone talks about it, but nobody does much about it”.

Your very reading of this blog is proof you have the dedication to learn and develop as a leader. As you know, learning should never stop for anyone. Whether you have been a leader for decades or aspire to join the leadership ranks, there’s always something new you can learn to sharpen your leadership skills.

If you strive to learn something new every day, here are some tips to keep in mind.

· Keep current on industry trends by reading business journals and industry blogs (like ours!) on a daily basis. Be sure to check out the websites for Fast Company, Harvard Business Review, and Inc. – each of those sites provide a wealth of information and leadership development articles. Explore materials about your own industry, such as books, magazines, and seminars.

· Identify people who are known to have good ideas. Listen to them and pay attention to how they form ideas. Seek out the visionaries (sometimes considered eccentrics), and listen to what they have to say with an open mind.

· Look at your organization’s environment. Are imagination and creativity encouraged? To encourage a creative environment, listen to employees’ ideas and allow differing ideas, discussion, and reasonable conflict.

· Keep a daily log/diary of what you have learned each day. At the end of the month, review the diary – you may surprise at how much you have learned.

Okay, I realize it takes time to learn and we are all crunched for time. The solution? Find time for learning.

Remember no matter you are and what you are doing, there is room for improvement. Leaders need to carry a permanent learner’s permit and look for opportunities to learn from even the most mundane things in life. Try to give every moment your full attention, and maybe it won't be a cliche and you will learn something new every day.

Predictions and Trends for 360s in 2011

As we start off the New Year, many companies are preparing to launch its strategic plans and goals. And as expected, there are several articles and blogs predicting the various industry trends for 2011. What better time to put the TBC President and VP in the hot seat, right? I asked them to shine-up their crystal ball and talk about the state of 360 Feedback in 2011.



So without further ado, here are a few predictions about upcoming trends for 360s from Derek Murphy and Tom Kuhne.



Translations

Emerging markets are growing at a rapid-pace, and the U.S. companies with presence in these markets are investing more in leadership development tools. With a greater focus on leadership development in emerging markets, more companies are requesting translation capabilities from its 360 feedback provider.



While translating 360 surveys is not a new concept, Tom said the requests for translations will continue to grow in 2011.



“Talent and development is typically built around the company headquarters’ model,” Tom said. “Translations offer companies the ability to use the standard platform that is implemented at the headquarters and launch it at the multicultural offices.”



Push Toward Validation

In 2011, companies will request 360 Feedback that are validated, which is somewhat of a trend reversal of the past couple years. Derek said for several years many companies that used TBC’s TruScore survey hosting platform were hosting homegrown instruments.



“We’ve had more and more interesting requests for validated content,” Derek said.



So why is that? Well, that leads us to the next trend.



Emphasis on Development Plans

Tom gave me a home improvement example to explain why companies are seeking validated instruments.



Okay, so say your bathroom is due for a remodel. While this will entail major structural changes, you decided you could handle the project yourself. After all, you are an avid viewer of all HGTV home improvement shows, and if some of those people can remodel their own homes, surely you can do it, right?



You have all the tools, a plan of action, and a design of how the new bathroom will look. Fast forward to spending tons of money and time (not to mention, blood, sweat and tears) - you finally finish the job. Although, after a while you notice the tiles aren’t straight, and why doesn’t the toilet work all the time?



Maybe if you had hired a home improvement expert you would have saved time and had a functional bathroom.



The same rings true with 360 surveys. HR professionals are realizing that 360 feedback is not just a fluff HR exercise – when performed properly, managers do tend to improve and act on results. A tool that isn’t validated can result in poor ROI and just an overall bad impression of 360 feedback.



Validated surveys are important because at its core, validation uses analytic techniques that are reliable and accurate in measuring the intended goal of the survey. Based on the survey’s results, individuals and organizations can make reliable strategic decisions about where to focus their development efforts.



Companies in 2011 will place more emphasis on partnering with 360 providers that offer validated surveys, and that can also bring to the table goal setting, development plans, and other training options.



Technology Improvements

Another trend will be significant technology enhancements for web-based 360 Feedback. The technology upgrades do not mean the platforms are complicated and hard to use. Companies want a comprehensive online solution to be user-friendly and simple, as Tom said, “do more with less technology.”



Look for 360 feedback providers to offer flash tutorials, an increase in automation options, and additional online resources.



Reinvest in Talent Development

Derek said an encouraging trend in 2011 is more companies are choosing to reinvest in talent development, and there will be an overall uptick in volume for 360s.



A recent Wall Street Journal article reported there is a growing fear across organizations regarding the shortage of qualified talent as business picks up in the recovering economy. To address this fear, organizations are reinvesting in talent development programs, and investing more in these critical areas to better position themselves as they shift to growth mode.



“Instead of hiring managers from the outside, many companies will focus on building someone up into a leader from within,” Derek said.



Now it’s your turn - what trends are you seeing in your industry?

Vince Lombardi, Business Coaches, and 360 Feedback

I recently posted this quote on the TBC Facebook page,“Contrary to the opinion of many people, leaders are not born. Leaders are made, and they are made by effort and hard work,” ~ Vince Lombardi.

If you are a football fan you know of Vince Lombardi - arguably the greatest football coach of all time. He established the Green Bay Packers as the most feared team during the 1960s, and helped turnaround the Washington Redskins program late in that decade. Lombardi believed in doing simple things with consistent excellence and his practices were concise and intense. Lombardi’s players were wholeheartedly devoted to him, and his emphasis on hard work and dedication endeared him to millions.

One of the most important functions of a coach is to help athletes improve their skills in a wide range of tasks. A sports coach isn’t afraid to tell it like it is – but they will also listen and provide guidance as they see fit. In a way, the qualities of successful sports coaches are somewhat similar to business coaches for 360 Feedback. (Minus the yelling and screaming at players).

360 feedback involves collecting perceptions about a person’s behavior from those around them.The opinions are voiced anonymously, which encourages a high level of honesty. At times, the feedback can bring surprising results for the recipient and cause emotional responses.This is when a coach comes into play.

Just like a sports team needs a coach with a winning game plan to help lead them to victory, business coaching is an important part of any 360 Feedbackprogram. 360 feedback without one-on-one coaching or group facilitation is not as successful, especially for first time recipients. The truth is that sometimes people are blind to obstacles or challenges that are standing in their way. A coach can help recipients guide through the 360 process to help identify strengths and weaknesses, and turn potential negatives into positives.

When you collaborate with a certified coach it is in a completely confidential manner, unencumbered by any organizational politics and/or interpersonal dynamics. Certified coaches provide proper guidance on feedback interpretation, goal alignment, and individual planning.

Coaches help the recipient understand the context of the 360 Feedback results. However, it is up to the recipient to change their own behaviors and become a new, improved manager. As Vince Lombardi would say, “Having the capacity to lead is not enough. The leader must be willing to use it.”

Sources: VinceLombardi.com, Wikipedia

Leadership development high school

By Caroline Fox

High school is a turbulent time for many teens, but it is a vital time for development of self-esteem, self-identity, and that ever-omnipresent college application resume. Leadership exercises can help improve a student’s overall leadership skills, which can contribute to a higher self-confidence and more willingness to try new things—which can in turn be put on that college resume. Here are a few ways to help high school students reach their leadership potential:

Home Skills
KidLead provides ways to hone high schoolers’ leadership skills at home. Take this example. It involves the nightly meal at the dinner table, and allowing the youth to make important decisions:

Mealtime Leadership:
Planning:
· You decide what we’re going to eat.
· Do we have the right ingredients? If not, how will you go about making sure we do?
· When will we be eating? You’ll need to check everyone’s schedule.
· Where will we eat?
· Who’s in charge of cooking?
· Who’s setting the table?
· Who’s in charge of clean-up?
· Who is going to be involved in the process: “the team”
· Who will do what, how, and by when?
Debrief:
· How did the team do in working together?
· Were the right people doing the right things?
· What did the leader do that was helpful?
· What could the leader do next time to be more effective?

This process can be applied to many other scenarios, such as cleaning or taking a car trip. More ideas can be found here: http://www.kidlead.com/374840.ihtml

Service Learning
Many states require service learning as a requirement to graduate from high school. Service learning is reported to improve overall classroom learning, can create feelings of camaraderie among students, and can help students uncover skills and interests previously unexplored. By encouraging students to participate in service learning, both the student and the organization benefit.

Unsure of where to start? Here are some national organizations that can direct you:

· Volunteer Match: Volunteer Match uses its search generator to pair you with an organization that inspires you. Organizations both large and small list opportunities on this service, which includes everything from volunteer interns to builders.

· American Red Cross: The Red Cross depends on volunteers for 96% of its workforce. The national Red Cross volunteer site can provide links and phone numbers for local branches, and can direct students’ efforts.

· Kiva: For students with a little extra change to spare, Kiva.org provides a unique micro lending experience. Kiva allows lenders to apply a small (we’re talking $10) amount of money towards a struggling small business in a developing country, providing valuable startup funds. The small business either succeeds and pays back the loan, or does not succeed and is not penalized for the loss.

· Habitat for Humanity: Working with others to build houses is prime time for leadership building. Add some wood, a few nails, and a family in need of a home, and you’ve got a win-win situation for everyone.

Class Officer Positions, sports teams, clubs, and other outside organizations
Teenagers in leadership positions might be seen as a recipe for disaster, but in reality they can be huge assets to any organization. While some organizations, like sports teams, Student Government Associations, or school-related clubs are for students only, community organizations are composed of people of all ages. Students can bring fresh ideas to all kinds of organizations, especially because of their fearlessness and untainted desire and drive. At the very least, the student can get an organization on Facebook and improve its internal/external communications. More than likely, though, the student will exhibit innovative and exciting ideas—leading to respect from the group of adults and an overall higher self-esteem.

Chick-fil-A’s recipe for servant leadership

It is safe to say that Chick-fil-A is one of the most popular fast food restaurants in the country. The brand has such a following that customers will “campout” overnight before a grand opening of a new restaurant. Camping out at a Chick-fil-A? That takes dedication and an extreme love for chicken!

If camping out at Chick-fil-A sounds like an idea up your alley, you will probably meet lots of people from all walks of life – including the President and COO of Chick-fil-A, Dan Cathy.



Cathy is well known for spending the night in Chick-fil-A parking lots for these campouts all across the country. Reflecting on the campout experiences Cathy stated, “I’m having the most fun I’ve ever had at Chick-fil-A.”

Since 2001, Cathy has served as President and COO of the 1,480-plus unit chain. He represents the next generation of leadership for the company founded by his father, S. Truett Cathy. When he took over as President, Cathy defined his role in the company as, “I work in customer service.” He instills the concept of servant leadership into his everyday behavior.



Robert K. Greenleaf first coined the term “servant leadership” in the essay The Servant as a Leader.

“The servant leader is a servant first,” Greenleaf stated. “It begins with the natural feeling that one wants to serve first. Then conscious choice brings one to aspire to lead.”

Servant leaders are attentive to the growth and development of those they work with, including partners, employees, and customers, according to Inc.com

Rather than leading from the Chick-fil-A corporate office, Cathy chooses to spend the majority of his time traveling to the chain’s restaurants and interacting with the workers. He said working in the field provides a deeper understanding of the wants and needs of the customers.

Cathy believes the values of Chick-fil-A that make it so successful include corporate culture, entrepreneurship, and customer service.

Exemplary service, Cathy says, begins with hiring the right people. The company is choosy as it typically awards franchises to just 5% of applicants, and the selection process can take a year.

Cathy has stated that he wants to make sure new operators share Chick-fil-A’s corporate values. While Christian principals are a visible factor in the company’s culture – Cathy said Christianity is not a requirement to become a Chick-fil-A operator. However, they have to exhibit humility, passion for service, compassion, and genuineness.

According to Cathy, the main idea of servant leadership is that the leaders serve the staff. Managers treat their employees how they want those employees, in turn, to treat customers.

“If we have to keep telling people what to do, it means we’re not modeling the behavior ourselves,” said Cathy in an interview with Fast Company. “If we are living it every day, we don’t need to talk about it.”

A key characteristic of a servant leader is the desire to serve. Tell us, what are you thoughts about Dan Cathy and servant leadership? Would you ever campout overnight for chicken?

Sources: Fast Company, Inc.com, Chick-fil-A.com, Greenleaf.org

Sneaky ways to boost office morale and develop internal leadership

By Caroline Fox

Believe it or not, sometimes an organization’s members are hesitant or averse to leadership evaluation and training. Or sometimes, a company can’t afford to conduct internal assessment or training at that time—especially in this economy. We’ve come up with some “sneaky” ways to evaluate employees leadership skills, create a community culture in your organization, and increase your team’s overall skills at working together. Check out our list for these undercover leadership tips:



Put the coffee in the middle of the room
Putting the coffee in a central location will allow employees to interact more, and will build camaraderie and trust. When you have a team that trusts each other, innovation and creativity are more likely to develop because of open communication and lack of fear of “what others might think.” Who knew an action as simple as moving the morning Joe could foster innovation?

Outdoor ropes course (not totally sneaky)
Ok, ok, so this one isn’t totally underhanded. It might remind you of college orientation, but ropes courses are a fantastic way to get a group of people to cooperate, innovate, and work together for a common cause. Leaders will emerge in teambuilding situations like these, and potential for development can be identified outside of the office. And who doesn’t like to get thrown through a tire 6 feet off of the ground?

Recycling
Recycling is great for the environment, and getting everyone in the office involved will create a sense of common-good. You don’t have to start with an entire recycling setup; just have a box for paper, a trashcan for cans, and one for bottles. Encourage the office to help save the environment, and aim to recycle a certain number of pounds per month. You’ll be building a connected office culture while saving the environment—a win on both sides.

Have a trivia team for a local bar trivia night
Do you have an employee who is a pop-culture whiz? What about a U.S. history buff? Encourage your employees with special knowledge to combine forces to represent your company on trivia night at a local pub. Your organization will get exposure, a reputation for being “fun” and not stuffily corporate, and team members will bond over food, drinks, and fun. As for the rest of the company that isn’t involved? They can feel like part of the club by attending to cheer on their peers, or by checking out a weekly scoreboard to show how well (hopefully) your team is doing!

Build an office playlist (playlist.com)
"Music should always be a means of bridging gaps and uniting people. The beauty of music is that it can -- and should -- gather a wide variety of concepts in a way that's universal."—Gloria Estefan

"I think music in itself is healing. It's an explosive expression of humanity. It's something we are all touched by. No matter what culture we're from, everyone loves music." - Billy Joel

Music is a universal language. It has a way of uniting the most opposite types of people under one belief, cause, or feeling. Sharing a company playlist is a great way to introduce your employees to new music, explore their music tastes, and collaborate to make a common shared creation. Will a playlist change anyone’s life? Most likely not. But having each employee contribute a song or two creates a shared internal product special to your employees. Start out by using a free service like http://www.playlist.com, and then; depending on the success of the program, a CD might be in order!

Sponsor a Child
Sponsoring a child is a great way to have a community come together to support a social cause. A company can easily afford the monthly sponsorship amount that provides food, clothing, education, and life-saving medical supplies to children all over the world. A good place to begin your search is WorldVision http://www.worldvision.org/ Sponsors receive updates and notes from the children they support, which can then be shared with the company through email or on the organization’s bulletin board. This simple process not only basically saves the life of a child, but can have a lasting effect on company members and their sense of connection to others in the workplace. Just as an example, I remember our sponsor child from when I was in the 6th grade… and I am still proud of the work my class did to support him.

Can we guarantee that any of these actions will create the impact of a management coaching initiative? No. But we can say that these ideas are a great way to start building teamwork in your organization, and can lead to a smoother, more collaborative, and more satisfying workday for your employees.

Non-Traditional things to do after a 360 to promote change

By Caroline Fox

You’ve just completed a 360 Feedback and you have a coach who is ready to help you change your weaknesses into strengths. You’re ready to change, and ready to move up in your organization. Your coach has great ideas that get you excited, but you want to do a little something extra to get in the mindset of change. We’ve come up with a few “unconventional” ways to prepare for acting on your 360 survey results and to get ready to be a new, improved manager. Will these magically help you turn into someone new? No. Will they make you feel refreshed, renewed, and ready to go? They might. Remember folks, mental and physical states go hand in hand, and it is hard to have one without the other. Give one (or all) of these multi-sensory changes a try to get the most out of your coaching experience:

Hair Cut—there is a reason that your mom took you to get a haircut every year before school started. Haircuts create an immediate physical change and reveal the “you” that has been hiding behind overgrown bangs, hair long enough to be classified as an afro, dead ends, and neck hair with enough length on it to be called a rat-tail. A haircut can be just a freshening trim, or it can be more drastic; when I finally grew into myself in college and met the lifelong friends I consider part of my family, I chopped off my long locks (and donated them!). I felt like a new person—my short, sassy hair gave me a new feeling of confidence (it helped having everyone tell me how great I looked) which in turn led me to try new things, meet new people, and go after a job I never thought I’d get. Guess what? I got the job.

Move Furniture around—Moving furniture around makes me feel amazing. Simply moving furniture can create a feeling of renewal, cleanliness, and organization that a room with “strategically organized piles” of stuff can never fulfill. Plus, nothing gets adrenaline pumping like moving a heavy desk, bed, couch, or cabinet. Not only will you have a new and fresh look in your house, but you will also have to clean those “hidden areas” behind your couch and under your desk. Think of cleaning these hidden places as you would cleaning out your mind; you’re pulling out the trash and cobwebs of things that you think you know, and rearranging them into something better. That’s what you’re doing with leadership coaching—rearranging your behaviors to make something better, cleaner, and more efficient.

Pick up a new hobby—Trying new things has been proven to help prevent early brain deterioration and keep the mind sharp, but it can also create a feeling of newness in your life. Keeping in the same routine day after day can have an adverse effect on attempts to change your behaviors; change in your daily habits will make it easier to adjust to your coaching strategy. So take up basketball, knitting, biking, making balloon animals, fire juggling—anything that appeals to you!

Try a new food—Trying a new food might seem harmless, but to some people new food is a terrifying thought. Really! I once had a friend who wouldn’t let her food touch and would never try anything new. Needless to say, her menu was quite limited.

Trying new food gives you a new sensory experience. Take in the smell, the flavor, the colors, and the aftertaste. Involve all of your senses. By trying new things, you are opening yourself up and becoming vulnerable, which is important when trying to create personal change. Exposing all of your senses to a new and different kind of food will get you accustomed to change, which is essential to trying new thing like new ways of relating to/talking to people, or new ways of looking at situations.

Get a new phone – This might sound kind of silly (and no, I am not being paid off by a wireless carrier). Stick with me here. A phone is most people’s primary mode (or at least one of their primary modes) of communication. If you are focusing on changing a behavior that has to do with your communication skills, a visual reminder can be very helpful. Your phone, most likely attached to your hip 24/7, acts as a visual cue. Take your old phone and throw it out; that is your old style of communicating. Get your new phone and vow to use it as a tool to communicate properly—the way your coach has advised. This visual representation of an internal process can help you move more quickly towards your goal—plus, you get a new phone!

Do you have any other suggestions as to how to turbo-charge your change? How did you react and change your behaviors after a 360 Feedback? Leave us a comment!

Emotional Intelligence and Leadership: A Fascinating Connection

By Caroline Fox

Here at TBC we like to keep abreast of industry news, so we read from a lot of different sources: blogs, websites, white papers, scholarly articles, research, etc. We know that not everyone likes to read scholarly research, so decided to make it easy for you by summarizing some important industry articles and putting them into less intimidating language.

One researcher we really enjoy following is Dr. Frank Shipper Ph.D., Professor of Management in the Franklin P. Perdue School of Business at Salisbury University in Salisbury, MD. He has conducted many studies on using 360 Feedback to develop leadership and workplace skills, and has been awarded many accolades for his research.

One particularly interesting article is titled, “A cross-cultural exploratory study of the link between emotional intelligence and managerial effectiveness” (2003). In this article, Shipper explores the association between emotional intelligence, which is the ability to manage emotions and create motivation, and the effectiveness of employees in a managerial setting across three different cultures: The US, the UK, and Malaysia.

A quick background:

Emotional intelligence has garnered a large following over the past century, starting with Darwin’s work on emotional survival in the 1900s. As early as the year 1920, researcher E.L. Thorndike described “social intelligence” to describe the skill of managing and understanding other people. The first person attributed with using the term, “emotional intelligence” was Wayne Payne in his doctoral thesis, although there is proof that the term occurred in papers as early as 1966. EI became mainstream after the publication of Daniel Goleman’s best selling book, Emotional Intelligence: Why It Can Matter More Than IQ. Since its publication, many theories on EI have developed and, inevitably, controversy has ensued. Wikipedia does a great job of summarizing information on EI and providing further links to different theories, ideas, and opinions on the worth validity EI.

According to Shipper, emotional intelligence (EI) is a “self-other argument” that can be gathered and tentatively measured by using 360 surveys. It is very complicated to measure EI, and there are many differing opinions on the best instrument for its collection and measurement. Shipper, however, decided that the most effective way to measure self-awareness, which is directly correlated with EI, was to use 360 surveys.

Through completing 360 Feedback surveys of 3,785 managers from the U.S., the U.K., and Malaysia, Shipper proved his hypothesis that there is a relationship between self-awareness and managerial effectiveness, but determined that the link is more complicated than previously thought. He noted that the culture in which the survey was written and the content of the survey can affect the visible strength of this relationship. Shipper also noted that interpretation of 360 instruments should be done carefully in countries where the instrument was not developed, and that cross testing of 360 instruments must take place for accurate results.

Shipper’s article supports the idea that good managers are able to understand their emotions and interact with others in a way that encourages and inspires them. Developing EI skills are an essential step on the path to leadership development, and can make or break leadership in the workplace.

Leadership tips for a recovering Tiger

By Caroline Fox


Over the past several months, the world watched as the story of Tiger Woods' downfall unfolded. Woods, once championed as a role model for children and for athletes in general, tumbled off of his leadership pedestal after events surrounding his Thanksgiving car crash. This suspicious crash drew back the curtain on his multiple extra-marital affairs, and was the tipping point in the revaluations that caused his reputation's demise.

So what does any sort of leader-- moral, business, role model, etc. – do in a situation like this? Is there a way to recover? While there is no guarantee that you will gain back the respect of your subordinates, peers, employers, or others after such a grand discretion, we do have some tips to begin to heal the damage:

Admit you were wrong...
Woods admitted his wrong, we'll give him that-- it takes guts to face the nation and admit your digressions. What he did not do, which is very important, was address the matter in a timely fashion. This gave his supporters false hope, and gave the naysayers more ammunition against him.

...and mean it:
A lot of the criticism around Tiger Woods' apology was that it was scripted and unemotional. While I am of the belief that apologizing for a major lapse of judgment on national TV requires a great deal of self control and practice, I do see how some people wanted more emotion from the former idol that betrayed their trust. Perhaps showing a little bit more emotion would have appeased their need for justice in a “he hurt us, so he should be hurting too” kind of manner.

Lay low for a while
Most likely, people are a little bit irritated with you if you are in a position where you need to apologize for a bad choice (or a string of bad choices). Even if the situation is on a much smaller scale, your coworkers, subordinates, managers, or family may be unhappy and feel betrayed. They don't want to see you enjoying life, bragging about that awesome vacation to the Virgin Islands, or flaunting your success in the weekend fishing tournament. Instead, stay under the radar-- it will help ensure you aren't prime gossip material and aid in showing you recognize you were wrong (refer to advice #2).

Take corrective measures
To show that he was working towards correcting his addiction to sex, Woods attended rehabilitation. To prove that you are working towards healing your own personal diversion from the moral compass, take the initiative to follow a similar path. Does your office offer classes or online courses addressing your issue? Take them and actually digest their content. Can you take advantage of corporate-sponsored seminars in the area of your digression? Go to them. While sexual harassment training or anger management training may not be fun, it is useful. It can direct you to the next step of correcting your problem, or can even teach you how to address the issue as-is. You might also meet people who have had the same issues. These resources are available for a reason!

Don't mess up again – at all!
I think it is important to point out that once you are caught making a mistake, people will be on the lookout for you to make another. They might even want to catch you. If you are caught with one toe out of line, it gives others a reason to doubt your character and resolve to make amends. This means you must be constantly aware of your actions and any implications they may have. Don't become involved with any potentially dishonest behavior, and make sure you follow all company protocol. So what if no one else does it? You are making up for your bad behavior-- so become the next expert in following company policy.

While these tips are not an “easy out” in the event of a digression, they provide steps that can begin the healing process between you, your peers, your coworkers, etc. Please make sure that you remember one last piece of information: No one is perfect. Everyone makes mistakes. While the magnitude of these mistakes varies, no one has the right to proclaim total innocence from bad decisions. What makes a true leader is how they recover from such mistakes-- and how they prove their sincerity to those around them.

Leadership quotes from our LinkedIn group members

By Caroline Fox

Last month, we staged a contest on our LinkedIn page. We asked for your favorite leadership quotes, and you responded with lots of great comments! Here are a few of our favorites:

"You do not lead by hitting people over the head. That's assault, not leadership."
--Dwight Eisenhower

Contributed by Debra DeVilbiss, PCC
http://www.forwardmomentum.com/

---------------

Note: this is a variation on a classic.
"God grant me the serenity to accept the people I cannot change, the courage to change the ones I can, and the wisdom to know it's me."
-- John Miller

Variation contributed by Larry Serviolo
larry.serviolo@ifm.com

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"Finish each day and be done with it. You have done what you could. Some blunders and absurdities no doubt crept in; forget them as soon as you can. Tomorrow is a new day; begin it well and serenely and with too high a spirit to be cumbered with your old nonsense."
-- Ralph Waldo Emerson

Contributed by Angela Blackledge
http://twitter.com/ahblackledge

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"What you do speaks so loudly I cannot hear a word you say."
-- Ralph Waldo Emerson

Contributed by Steve Overcashier
steve.overcashier@copart.com

Leading with Character

By Caroline Fox

I’m going to start this posting with a personal story. I live in a very small farming/tourist town. We are an hour away from the closest mall, and were just recently blessed with a Target (sadly, a regular store, not a super center). My little town is also very special in that it is fully integrated with an organization known as Character Counts!, an organization that stresses character education and development in schools, at home, and in the workplace. Its curriculum is based on the 6 Pillars of Character, which include caring, respect, responsibility, trustworthiness, fairness, and citizenship. By partnering with the local school system and local businesses and with much direction from the area coordinator, Character Counts! has worked its way into most aspects of life. Posters adorn the hallways and every classroom of each public school, businesses send “coaches” into schools to teach children about character development’s “pillars of character,” and the local park has a beautiful hexagonal pavilion adorned with each pillar’s trait.

What a beautiful combination. Character education, so absent from many school systems since the separation of church and state ruling in McCollum v. Board of Education Dist. 71, seamlessly integrated into the everyday life of both children and adults. A character coach myself, I’ve seen the effects that character education has on children—and it works. "There have been significant studies that are showing these young people cheat less, lie less, and behave better in school,” says Josephson Institute founder Michael Josephson.

But what about in the business place? Ethical dilemmas are an inherent part of many workplaces. Some companies navigate these waters successfully, while others—i.e. the “Enrons” of the world—stumble. Day to day activities may present some ethical dilemmas greater than others, but the overarching question is the same: To be ethical, or not to be ethical?

Its hard for children and young adults to grasp the importance of ethics when they are bombarded by TV shows, music, movies, and news stories about those who lie, cheat, steal, or otherwise break the law to get ahead. Deliciously addicting shows and movies like Mad Men, Entourage, Oceans 11, 12, & 13 (or however many they have filmed by now), Gossip Girl, and ABC’s newest tween-directed drama titled “Dirty Little Liars” are hardly models of good behavior. The consumers of these shows grow up to be top executives, CEOs, and entrepreneurs. Without the proper guidance, they can be easily led astray without any real perspective on consequences of their actions.

By educating your workplace on the importance of ethics and continual personal development, you benefit not only your employees, but also the entire organization. Creating leaders in ethics will allow your business to sail through troubled waters that may snag the sails of other organizations. Promoting fairness, respect, responsibility for ones actions, caring for others in times of need, honesty, and trustworthiness are just as important as promoting innovation and creativity in the workplace. So take a stand and be a leader in promoting character in your organization. Create signups for staff volunteer work: it promotes teamwork and helps people in need! Fly an American or state flag at your office: you’d be surprised at how uniting a single sheet of fabric can be. Leave some books about character development on coffee tables, in common rooms, and in the lobby; bored employees will eat them up. And finally, lead by example. It is only through being an exemplary leader will you rally your employees behind you. And once you have implemented character in your own workplace, volunteer in schools to coach children on their own character behaviors. To them, you’ll be the coolest adult in the world—and a leader they will remember when tough choices need to be made.

Sources:
http://www.asaecenter.org/PublicationsResources/articledetail.cfm?ItemNumber=13303

http://josephsoninstitute.org/business/

Validation: The Key to Effective 360 Surveys

So you’ve decided to conduct a 360 survey within your business.  But how do you choose which service to utilize?  There are many different companies claiming to offer 360 feedback surveys and leadership coaching, but not all of them provide an important facet of 360 Feedback: validation.



But what exactly is survey validation, and why is it so important? 



The American Educational Research Association, the American Psychological Association, and the National Council on Measurement in Education’s book titled Standards for Educational and Psychological Testing defines validity as “The degree to which evidence and theory support the interpretations of test scores entailed by the proposed used of tests.  Validity is therefore the most fundamental consideration in developing and evaluating tests” (1999).



But lets take this to the layman’s level.



Validation is defined by Dictionary.Com as “To establish the soundness of; corroborate.”  Their technology-specific definition says that validation is, “The stage in the software life-cycle at the end of the development process where software is evaluated to ensure that it complies with the requirements.”



At its core, survey validation is using analytical techniques to make sure the instrument is reliable and accurate in measuring the intended goal of the survey. 



A validated survey instrument means that, based on that survey’s results, individuals and organizations can make reliable strategic decisions about where to focus their development efforts.  The organizations can have confidence that the survey is accurately measuring the things that it is supposed to measure, and that the results can indicate the direction the individual or organization should take.



How can you tell if the tool you are using is validated?  It’s simple: ask.  Look for a vendor that touts its validation (shameless plug to our own surveys).  If you can’t find anything about validation on the tool’s website, call and ask a customer service representative. Just make sure the data that you will be collecting actually means something, and isn’t off-the-mark. 



If you use a validated tool, you’ll know that you are using a system that will be worth the money, time, and effort it takes to complete a 360 survey. Coaches will then be able to use this relevant information to create change in your company culture and produce better leaders, better management, and higher productivity.



So after exploring the importance of validation, do you see how vital it is for an effective evaluation and coaching program?  We do.  That’s why we’ve invested hours into making sure our surveys pass the test.  We believe in the essential role of validation in surveys—and  we hope you do, too.

An Age Old Issue: The Aging Leader

The Washington Post’s leadership website recently posed a question:

When he died [earlier this summer], Robert Byrd, who was a frail 92, had represented West Virginia in the Senate for more than 50 years. Is it generally a good idea for top leaders in any sector to serve that long, or that late in life? Given the common instinct to hang on, should limits be imposed?

Thinking about this definitely creates a tough inner dialogue.  For some leaders, their lifetime of experience makes them worth their weight in gold.  They also deserve respect for the time they have dedicated to the organization and the insight they provide. Previously weathering an organization’s ups and downs offers reassurance to younger, less experienced workers who may doubt job security or who are unsure of the future.  Older and more experienced team members can also offer counseling in times of stress, direction when there is none, or reassurance that no matter what happens in the office, life will go on. 

On the other hand, keeping a “lame duck” leader doesn’t benefit anyone.  Especially old or frail leaders may be easily manipulated, or they may be unable to handle the tasks assigned to them, leading to resentment and inner-office turmoil.  They may be unable to actually lead their subordinates, who may feel lost or forgotten by their superiors.  Without a leader, the organization will become less and less productive and innovative.
George Washington addressed this situation when he declined a third term in office, favoring new blood instead of a constant single leader.  Granted, most organizations are not under the sort of peril the young United States was during this time, but ushering in a new set of eyes, ideas, and talents can benefit an organization.  What would George say about the late Sen. Robert Byrd? Would he disapprove of such a long term, or would the circumstances call for a different evaluation where length could be beneficial?

The pros and cons of an “aging leader” leave us with one slightly uncomfortable option:  Leaders must be evaluated on an individual basis.  In this evaluation, they must be compared to the same standard as all other employees. This allows those still-functioning leaders to continue their work, while ensures that those who may be slipping in their duties are made aware of their weaknesses.

It takes a strong and dedicated leader to know when they should retire their post to the next generation.  It shouldn’t be difficult to pass the baton—everyone grows older, and age is something that we can’t escape.  Yet many leaders still hang on to their positions for too long, hurting their subordinates and coworkers. 
So why don’t we all endeavor to become aware of our own strengths and weaknesses, and pledge to identify when we too have become “aged leaders?”  It’s going to happen; we just need to be able to identify it.  This ensures the best for our organization and for us, the guarantee of leaving on a high note, and best yet, possibly an earlier retirement.

Do Your Managers Act Like Beta Fish?

Image via Wikipedia

Over the past week, our office has been fortunate to have a visitor. This visitor is none other than a lovely beta fish owned by the son of our VP/CIO Tom Kuhne. Named ZoZoBo, this little addition to TBC’s family inspired me to write a new blog post about the lessons we can learn from beta fish, also known as
“Siamese fighting fish.”

Originally dark colored fish living in the rice paddies of Siam (now Thailand), selective breeding has developed the vibrant and colorful fish sold in American pet stores today. These fish are perfect for beginners, as they are extremely hearty and entertaining when they flare their fins. But who knew they offered lessons on office leadership? Follow along to explore the negatives and the positives when it comes to being an office “beta.”

The Bad

Betas don’t play well with others
Beta fish don’t work well with other fish. They have to have their own tanks and can’t be put with other fish. Beta fish, when included in aquariums with other fish, are aggressively dominant. If they are forced into an interaction with another fish, they’ll kill it—or at least beat it up until the other fish is severely distressed. They will become the “Alpha Fish” at all costs, and create a culture of fear within any tank housing any other fish besides the beta.

Think about your work environment. Does one of your superiors or co-workers act like the “beta fish” at the office? Does he or she assert dominance in every situation? A quick way to figure this out simply is to ask, “How many other employees has this person made cry? Are the majority of people in our office scared of this person?” Finally, ask “Does this person work well in teams, or are they overly aggressive when it comes to ideas and decisions?” These are good ways to figure out if you are dealing with an office “beta fish.”

They Freak out when threatened
One of the attractive things about buying a beta fish is their tendency to “puff up” when threatened. I’ll admit, I’ve enjoyed putting my finger up to the side of the tank to watch ZoZoBo puff out his gills, beautiful fins, and tail to display his impressive size and beautiful colors. The reason behind this is because he feels threatened by my finger/a mirror/anything that looks like it could be another fish. He is extremely territorial, and is willing to fight at the drop of a hat if he feels threatened.

How do your managers react when they feel threatened by people, ideas, or situations? Do they automatically “puff up” and become aggressive and defensive? Or do they take a moment to assess the situation and use others’ input to come up with a sensible solution? Good managers won’t react like a beta—they will logically determine the best answer using the resources they have around them—including other people.

The Good

They are curious and observe the people around them
Betas are curious creatures. They like to observe the things around them, and have been documented by beta researchers (sounds like an interesting job…) to “watch” their human caretakers. They can even be trained to respond to basic hand motions, i.e. Human holding their hand over the tank= I get food so I need to come to the surface. While simple, these observations can be seen as extraordinary for fish, which on average have a 10-15 second memory (or so my biology teacher told me).

Thinking about your management team, do they observe their employees? What about your organization’s culture? Could they tell you the name of the intern in the corner under the staircase? What about the current state of your secretary’s ailing mother? Or how your coworker likes his coffee in the morning? A little bit of observation goes a long way. Connecting to people by knowing specifics about their life, likes, and dislikes will allow you to create more meaningful bonds as well as evaluate their strengths, weaknesses, and productivity.

They can Survive Pretty Much Anything
I had a beta fish in college. This thing lived through everything—and I mean EVERYTHING. Its bowl was located next to a window that got frigid in the winter and very warm in the summer. I dropped it into the sink when I was changing its water. My boyfriend at the time dropped it a second time while I was changing its water. One time I accidentally filled its bowl with hot water instead of room temperature water. This fish also regularly made a 7-hour road trip up the East Coast whenever I needed to go home—usually he looked a little pale afterwards, but he always bounced back. One time I left it at school over a break, and it survived. Basically, this thing was SUPERFISH.

How well do your employees bounce back after a crisis? Can they handle unusual situations, or do you as a superior have to step in to ensure chaos does not ensue? You want employees who can weather the storms of the economy, office life, and the industry. Sure, they might need a little recovery time after a crisis, but they should be able to regain their color and come back with knowledge that will make them more vibrant employees than ever.

The fish that inspired this post

We’ve enjoyed our time with little ZoZoBo, and are still entertained by his antics. There is something relaxing about watching a fish—albeit an aggressive one—swim around. Maybe your office should invest in a beta; not only is it a great way to zen out your office community, but it’s a daily reminder of how and how not to act in the workplace.

Watch Movies This Weekend to be a Better Leader!

We all remember school days with substitute teachers.  In my high school, it meant that we had a relaxed class period (unless your teacher left a mound of worksheets) watching movies relevant to the class.  If it was history class, we were usually left watching some sort of colonial American movie; if it was biology, we watched documentaries on estuaries or tearjerkers on genetic diseases, i.e. Lorenzo’s Oil.  But where were the movies about developing leadership skills necessary for the workplace? 

The answer is that most of the time, leadership skills aren’t covered in typcal high school classrooms.  So here is my pitch to teachers: next time you show a movie in class, show one of the films featured below and talk about the importance of leadership.  It is often overlooked, and it is such a vital skill in the workforce.  And my advice for everyone else?  Watch these movies.  You get an excuse to lie on the couch all day for the sake of personal development—what could be better than that?

General:
Lord of the Rings—Sacrificing oneself for the good of the group; accepting leadership responsibility.
Apollo 13—How skill and dedication can save even the most doomed operations
Braveheart—The power of rallying those around to you battle injustice.
Band of Brothers (a miniseries, but it’s a favorite)—Depending on each other to accomplish extraordinary things.
Stand and Deliver—Explores the importance of believing in others/ how persistence can help overcome difficult backgrounds.
West Wing— Ok, so this was a TV series, but it is too good to leave out. It’s also great example of how to manage people with egos in high-stress situations.
Dead Poets Society—This classic is about inspiring young people to be “powerful individuals,” by teaching them to think for themselves and be self-reliant.
Lean on Me—This film about a failing New Jersey high school provides the simple message: “Don’t blame your backgrounds. Don't blame the Establishment. Blame YOURSELVES. Don't lean on excuses, drugs, crime, or anger. LEAN ON ME...and learn.”

For Kids…or the Kid in You
Toy Story—Sharing leadership with another; teamwork mentality.
The Lion King—Overcoming perceived failure and uncertainty to become a leader.
Happy Feet—Embracing one’s unique strengths and trusting your gut to create change.


Sports Movies
Remember the Titans—Overcoming adversity and stereotypes through teamwork to become an inspirational coach that initiates cultural change.
Invictus—Using unconventional methods to unite teams (in this case, a country) in turmoil.
Hoosiers—A tale of redemption, overcoming obstacles, and fighting inner demons to become an inspiration for your team.
Rudy—How hard work fighting adversity can help you become an inspirational leader.
Miracle—The importance of coaching each individual on a team to fulfill their unique potential.


Examples of Bad Leadership:
The Godfather—A good example showing that leaders shouldn’t use violence or fear tactics to accomplish their goals—it will backfire.
Star Wars (IV-VI)—Darth Vader’s harassment and torture (and execution) of his subordinates would definitely count as bad leadership.
Office Space—How a boss SHOULDN’T act in the workplace.  Basically, a boss should do the opposite of anything Gary Cole does.
Nine to Five—Another movie where people should aim to do the opposite of anything Dabney Coleman’s sexist and arrogant character (the boss) does.




Special thanks goes out to the members of The Booth Company’s Boulder headquarters for their input, suggestions, and friendly debate about what makes a great leadership movie.

Lady Gaga's Leadership Lessons

If you haven’t heard of Lady Gaga by now, you have officially been living under a rock.  She has successfully taken on the traditional world of Top-40 pop and come out on top—in a big way.  So why are so many people drawn to this woman whose wardrobe is—to say the least—extremely unique?  And how on Earth could this relate to developing leadership skills?

 She’s a creative thinker and a role model for innovative thinking:
No one can say that Lady Gaga doesn’t think outside the box.  From a dress made out of Muppets to a full-body red-lace getup, she creates an atmosphere that encourages thinking in a different way.  After seeing her walk down the red carpet, suddenly walking around holding a Christmas star seems totally logical.  How do you develop creative thinking in your workplace?  By encouraging an environment that values creative and original thinking, you promote innovation in the workplace, which leads to bigger and better ideas in every aspect of your product or service.

She takes risks:

• She takes risks in areas not crucial to her work. Creating the “Haus of Gaga” enabled Lady Gaga to go out on a limb to promote fashion, design, stage props, and costumes for her shows.  She could have taken the traditional route, contracting out for concerts and performances, but because of her love of fashion and creativity, Gaga invested her time, money, and energy in creating her empire.  So what do you love?  Is there something that you have always wanted to try, but were too afraid to fail?  Now is the time.

•  She uses her team to find ways to improve business: In creating the “Haus of Gaga,” she created a strong team of designers, artists, and set managers to aid her in achieving her overall vision.  She utilizes individual talents on her way to creating her performances.  How do you utilize the resources and talents available to you in your workplace?  Is your secretary a great blogger?  Give her the keyboard and the keys to your social media world.  Does your sales manager take great photographs? Have him in charge of snapping company photos for promotional materials or the end-of-the-year slide show.  Utilizing the talents available to you will create a more efficient work place, as well as create a sense of pride in completion of small “special tasks.”  An added bonus: allowing employees to utilize the creative side of their brains can stimulate creative thinking, which is key in the innovation process.

She’s a skilled communicator:
Lady Gaga has her unique role as a visual and performing artist perfected.  Every appearance or production is connected by her calculated actions and words, be it at a red carpet affair or on a talk show.  I can remember the first time that I watched an interview with GaGa on Ellen, and I remember thinking how it seemed like every word that came out of her mouth was so effective.  Just that one interview gave me a solid awareness of her work as a musician. Her magic comes down to the fact that GaGa plans her verbal and visual communication with fans and industry professionals, and always stays on message.  So how do we apply this to our everyday work life?

• Lets start with a presentation.  Make sure you understand what is going on in your industry at the time.  It sounds like a no-brainer, but sometimes life gets in the way of research.  Ensure you establish goals for your presentation.  How do you want to come across?  What information do you need your audience to know at the end?
• Repeat things.  Most songs have a chorus that reiterates the main points of the song.  We can do the same things in presentations to make sure our point gets across.  The important thing is to make sure you are not too repetitive—rephrase major points without beating your audience over the head with them.
• To ensure clarity in your presentation, ask your audience to reiterate the main points.  This will show you what messages got across, as well as refresh the presentation’s main points in the minds of your listeners.

She’s just plain interesting:
Ok, so we’re not recommending that you wear full-body spandex to work.  That will most likely get you fired, and then there would be no reason for you to read our blog. What we are recommending is that you make yourself interesting.  By interesting, we mostly mean human.  Your co-workers and subordinates will appreciate your leadership much more when they can relate to you on a personal level.  So clip up a picture of your three chow-chows.  Start a conversation with your newest hire about your mutual love of white water rafting.  Wear a tie with dancing lobsters to show your love of seafood (there is a great one here http://www.vineyardvines.com/product__90153_____14629_13054). Better yet, wear a bowtie—it makes a fashion statement while still being work appropriate (unlike most of Gaga’s ensembles). Gone are the days when the hard-edged boss ruled the office with an iron fist while sipping brandy during lunch with clients.  HR professionals and leadership professionals alike now know that offices with strong communication channels and a supportive team of coworkers striving for personal and workplace development is better not only for the individual employees, but for the business as a whole.  By connecting to your coworkers on a “non-work” level, you will create personal bonds that encourage all of you to work harder towards a common goal.