How to Demonstrate Caring in the Workplace

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I care a lot about caring. So much so I wrote about it: Caring Is Everything: Getting To The Heart Of Humanity, Leadership, and Life. When people feel cared for, appreciated and valued, the workplace becomes a happier and more productive place. Here are five ways to help your team feel cared for:

  1. Look in the mirror. Honestly ask, “Do I care about the people on my team and what matters to them? Do I care about their success? Am I truly serving them or am I expecting them to serve me?” You can’t fake caring. People will see right through you. People will grant you a lot of grace if they know you care, but won’t give you much if they know you don’t. If you truly don’t care, do yourself and your organization a favor and get out of management.
  2. Listen. Listen. Listen. Take an honest inventory of the amount of time you spend listening to your people versus the amount of time you spend talking. Ideally, it’s good to spend at least twice as much time listening as talking. Listen to what matters to them. Get their input on how to make the workplace better. Get feedback on your leadership. It may start with complaints, then move to problem solving, but what matters is to keep the conversations going.
  3. Get to know – and respond to – people’s appreciation language. Gary Chapman and Paul White’s book, “The Languages of Appreciation in the Workplace,” explains that everyone has a unique way of feeling appreciated. Some need words of affirmation while others respond best to tangible gifts. Some need quality time and may not need praise and recognition. Others intrinsically enjoy working and seeing tasks completed. Some need to be left alone while others need hugs and handshakes. Care enough to get to know their unique nature and preferences and how to best respond to people uniquely. Don’t assume that your style is what everyone needs.
  4. Practice flexibility. Caring leadership is not the same as pleasing leadership. Leading doesn’t mean trying to make people happy. Caring means a commitment to serve, to help people get the resources they need to get their job done, not necessarily what they want. One thing the pandemic taught us is the importance of flexibility. While some positions require being in the office, others can be done remotely. To care about people, you need to be flexible in negotiating a win-win relationship.
  5. Be honest. Tell people what you know; tell them what you don’t know; and tell them why sometimes you need to withhold some information for the greater good. Set high standards. No one takes pride in doing something easy. While support statements need to accompany expectations, let people know when they aren’t meeting your expectations. Have a process for ongoing honest and mutual developmental feedback. Don’t be a “seagull manager,” where you fly around and crap on people.

CREATING A SATISFYING CAREER: How To Reclaim Your Mojo Through the Strength of Authenticity

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When my daughters were planning their careers, I referred them to a quote from American philosopher and civil rights leader, Howard Thurman: “Don’t ask what the world needs. Ask instead, what makes you come alive. Because what the world needs is for you to come alive.”
There lies within every person a place where, when connected to it, we feel deeply and intensely alive. When we are in this place, there is a quiet voice inside that says, “This is the real me.” Where we lose all track of time. Where we don’t tire or need anyone to motivate us. In that place we are calm, creative, compassionate, committed, and capable. We’re accountable because we know that what we are doing matters and makes a difference. This is the place you find your mojo.
When we discover this place of authenticity in our work, it is called a vocation. When our life’s calling lies outside of our paid work, we call it an avocation. Both have validity and energy.
As leaders committed to creating authentic workplaces where people are engaged, loyal, committed, and accountable, we can help people discover their “real me.” Start by asking:
  • What makes you come alive?
  • What matters to you?
  • What is your own personal why, and how is this organization supporting you to realize that why?
  • How can we together create a place where you love to work?
  • What do we need from each other to take care of each other?
One of the primary barriers to finding our authentic voice is the reactive structuring of our lives. Allowing our to-do lists and the demands in our inbox to drive our activities ensures that the expectations of others will crowd out authentic discovery and expression. Combine this with the noise of a distracted world and you’ll eventually realize, in the light of time’s perspective, the vital task we’ve pushed aside – the task of leading a life aligned with our heart.
As we emerge from a summer of rest and fresh perspectives, there is an opportunity to reset the compass of our lives, develop a new structure for staying on track with our authenticity, and recreating a workplace aligned with our true nature.
Here are a few actions to consider:
  • Set aside time to ask the questions (outlined above) of yourself. You must be intentional and deliberate about discovering your authenticity. You can’t leave it to chance.
  • Shift from the list/reactive method to a boundaried focused approach to your work. While you may have parts of your day checking off your to-do list and responding to the expectations of others, block out time each day for uninterrupted focus on what truly is important to you and to those you love and serve.
  • Assess your mental fitness plan. Many of us have a physical fitness plan, but few have a strategy and accountability plan for strengthening our mental fitness.
  • Create a community of support and inspiration. Whether in the form of guides, coaches, confidants, or accountability partners, we all need to know we aren’t alone. Authenticity is a lonely journey, and it can’t be done alone.

Leadership When People Don’t Want To Be Led

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As leaders, we impact people’s lives and it’s fulfilling when things go well. But things don’t always go well. So what do you do when someone isn’t engaged, is struggling or not showing up as you need them to?

There’s no easy answer, but here’s a few thoughts about responding to a difficult team member:

  1. Assess the context. Is the resistance/lack of accountability a change or is it their default behavior? A change can indicate a mental health challenge or something going on in their personal life.
  2. Be honest and provide an opportunity to address head-on what’s going on.
  3. Grant grace. Understand there’s usually more to the story and may be outside of your control. Just because you are in a position of leadership doesn’t mean you’re going to get people to act they way you’d like them to.
  4. Be clear. Let them know what you expect. Negotiate and define mutually agreed upon expectations. Remember: you can bring compassion to the situation without compromising your standards.
  5. Talk about consequences if resistance remains and expectations aren’t met. Consequences can involve motivators that might inspire change. They might eventually turn to termination, but you don’t have to start there.
  6. Realize that challenges are usually there to help us grow. As Eleanor Roosevelt, a woman who had a deep understanding of getting through hard times, said, “The encouraging thing is that every time you meet a situation, though you may think at the time it is an impossibility and you go through the tortures of the damned, once you have met it and lived through it you find that forever after you are freer than you ever were before.”

Learning About Leadership vs Leadership Development

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What’s the difference between learning about leadership and leadership development?
Being in the leadership development field for many years has taught me that there’s a difference between learning about leadership and leadership development.
It’s like the difference between reading a recipe and cooking the meal. Learning about something is very different than rolling up your sleeves and immersing yourself in the experience. In this case, the difference is the growth experience gained from leadership development versus simply the knowledge that there is such a thing.
Learning About Leadership
  • Listening to a podcast or audio book on an aspect of leadership that interests you.
  • Watching an inspiring TED Talk or YouTube video.
  • Reading a thought-provoking book on leadership.
  • Hearing a good speaker on leadership.
  • Attending a seminar that comes up on your social media feed.
Leadership Development
  • Making a conscious decision to grow as a person and leader.
  • Taking time to get honest feedback on your leadership.
  • Clarifying the gaps between your current reality and your desired future.
  • Defining your goals as a leader.
  • Determining the biggest source of growth in your life.
  • Mapping a plan for your development to help close the gap(s) you identify. This plan could include coaching, a leadership course, and some support and accountability to keep you on track.
We’ve never had more access to information on leadership, but what have you done lately to invest in your own leadership development?
This past month I facilitated our eighth Authentic Leadership Academy, a transformational leadership development experience.
The Academy is built around three fundamental principles:
  1. Inner harmony precedes outer harmony. Everything flows from inner well-being.
  2. There’s a difference between secondary and primary success. Secondary success has to do with position, popularity, public image, and profit. Primary success is about the person you become on the journey. It’s important not to confuse the two.
  3. Connecting with your true nature and expressing it consciously in your life and work requires the greatest amount of change and makes the greatest amount of impact.
The recent Academy was a manifestation of these principles. We created a community of incredible difference makers who were deeply connected to their humanity. Being with these leaders for three days reinforced my belief that being a good leader is, first and foremost, about being a good person.
What was particularly inspiring was observing the growth of participants who came with their teams, knowing that they can take the learnings back to their organizations.

5 signs that you are not showing up as your authentic self.

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My purpose is to help people connect with their true nature and express it consciously in their life and work. It is my belief that we are naturally creative, compassionate, calm, committed, and capable. If you don’t experience these qualities, there’s nothing wrong with you; you are simply disconnected from your true nature.

Indicators that you’re not showing up as your authentic self:

  1. Overaccommodation. (Pleasing, permissive or indulgent.) While generosity is an obvious strength, when you’re nice all the time, you can bury a lot of feelings. Resentments, depression, irritation, impatience, irritability, insecurity, and psychosomatic illnesses can result from suppressed emotions.
  2. Disengagement. (Blaming, complaining, resisting, shutting down, passive resistance, gossiping, quit and stay.) This occurs when lacking the courage to bring yourself whole-heartedly to your work or relationships.
  3. Transaction tyranny. (Allowing the urgent demands of others to crowd out what matters most.) A close relative to overaccommodation, transaction tyranny means saying yes to everyone and everything, losing yourself in the demands of your inbox, and forgetting to attend to your most important contribution. No one wants written on their headstone, “They got all their emails returned.”
  4. Dishonesty. (Unwilling to face the truth about their life.) Unhappy with their life and hating their job, they unload their misery on people around them. Dishonesty isn’t just about stealing, lying, or fraud. It’s also about being dishonest with yourself.
  5. “Bad” Tired. (Inauthentic exhaustion.) There are two kinds of tired: “good” tired, and “bad” tired. Good tired comes from working hard and getting fulfillment from your contribution. “Bad” tired means you are depleted from taking care of the needs of others at the expense of your true self. You never fully recover from “bad” tired until you live in closer alignment with your true nature – a place that fills you rather than depletes you.

For those interested in discovering your authentic leadership, we still have a few seats available at our academy. I hope you will join us. Check us out at: https://lnkd.in/gMi2euzp

Are you “performing” or “expressing”?

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After being on the road the past two weeks, I’m reminded that I have some incredible clients and when I’m working with them, I inevitably learn as much as I teach.

One of my insights this past few days was the difference between “performing” and “expressing.”

One audience I was very familiar with. I had been in front of this organization many times, and the group of leaders who knew me well were introducing me to a new division of the company. They built me up to those who hadn’t heard me before and told everyone to expect “amazing things” from my presentation.

With my ego bolstered, I stood up on stage, proudly determined I was going to exceed expectations and went into a “performance” mode for my presentation. I did well, delivered a good message, and inspired the audience.

But I’m not sure I had the same kind of impact there that I did the next day with an entirely difference audience. In that presentation I acknowledged (within myself) my nervousness and fear of failure, that otherwise would have been covered up with false pride, went into my heart, and “expressed” my message – with what I felt was a deeper connection, impact, and authentic power.

I find it interesting that we call feedback in the workplace a “performance” review. What if we called it an “expression” review? What if we focused more on expression and less on performance? What if we concentrated as much on our “to be” list as we do on our “to do” list? While performance has a place, what if we realized that our most powerful impact comes from our presence, not our performance?