L2L Book Review “Under New Management” by David Burkus

An Open Invitation To Join The Integrative Leader's Book Club

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David Burkus argues in his book Under New Management: How Leading Organizations Are Upending Business as Usual that the management practices that have evolved from the factory work economy just do not apply to today’s knowledge work economy.

Burkus walks the reader through compelling case studies of companies who have abandoned traditional management and leadership practices in favor of new ways to organize and lead.

His premise is this:

Burkus’s insights are convincing companies to leave behind decades-old management practices and to implement new ways to enhance productivity and morale. Fire all the managers, outlaw email, and make pay transparent.

L2L Book Review

Title: Under New Management: How Leading Organizations Are Upending Business as Usual

by David Burkus

Purpose:

NewManagement_3D

The purpose of David Burkus’s new book Under New Management is to find answers to these questions and more:

  • Do open-floor plans really work – or do they make employees miserable?
  • Are there companies which really put their employees’ welfare first, and their clients second?
  • Are annual performance reviews really necessary?

Premise:

Fire all the managers, outlaw email, and make pay transparent. These are all chapters in David Burkus’ new book “Under New Management”. David argues in this book that the management practices that have evolved from the factory work economy just do not apply to today’s knowledge work economy.

He walks the reader through compelling case studies of companies who have abandoned traditional management and leadership practices in favor of new ways to organize and lead.

A Reader’s Guide:

I found myself starting each chapter thinking that there would be no way that what I was about to read would work. But, by the end of most chapters, not only did I feel it was possible but optimal.

In my opinion, any book on leadership and management that gets me to pause and reflect is of great value. This book provides page after page of things to pause and contemplate.

New Book Club

The Integrative Leader’s Book Club

I was so energized after reading it, that I decided to feature it as this month’s selection in The Integrative Leader’s Book Club.

What is really exciting is, I was able to connect with David and he graciously agreed to join us for a live Q&A session.

Linked 2 Leadership is one of the best forums for leadership exploration. By nature, its readers are actively working to hone their craft. Therefore, I would like to personally invite you to join The Integrative Leader’s Book Club. Each month we pick a thought provoking book to read and discuss.

This club was created to help us lift our heads up from working in our business and allow us to spend a little time working on it. Leadership is a practice and the books read and the wisdom shared will help us all become better at our craft.

Sign-up Here.

I would also invite you to register for the online Q&A session with David on Monday, May 23at 11am Pacific.

Click Here to Register.

At the end of each month, I will post right here on Linked 2 Leadership a review of the book and some of the key learnings that our club gained and shared. Hopefully together, we can all become better leaders and develop future leaders that are well prepared to guide the organizations of the future.

I hope to see you in the club.

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Learn, Grow & Develop Other Leaders
———————–
Elliot Begoun

Elliot Begoun is the Principal Consultant of The Intertwine Group, LLC.
He works with companies to Deliver Tools that Enable Growth
Email | LinkedIn | Twitter | Facebook | Google+GROW | Website

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Leaders: You Do Not Need to Be Nice to Be Kind

Kindness is not softness, it is not weakness, and it doesn’t always have to be nice.

In fact, sometimes kindness requires you to be tough and direct. I have seen the misinterpretation of this word negatively impact many organizations.

Leadership Mistakes

Leaders, in an attempt to be kind, move under-performing employees from position to position in the hopes that they will finally succeed or at least survive. Others allow deadlines to pass without repercussion or avoid having that fierce conversation that is needed in order to drive improvement and productivity.

Many of these leaders have adopted this style of kindness out of a reaction from working with or for a tyrannical ruler. They have witnessed how ineffective fear is in motivating people and driving an organization forward.

However, in an effort to be the antithesis of what they witnessed, they too have become ineffective.

Some are just new to their leadership role and worry about being liked. They lack the self-confidence needed and therefore, spend much of their time trying to please who that work for them.

But, neither of these is true kindness.

Leadership Wisdom

People need to understand where they stand, how they need to improve and what is at risk if they don’t.

Kindness requires empathy, honesty and trust. It means that at times you must be a mirror, reflecting back to a person the impact of their habits and behaviors.

Feedback, constructive criticism and accountability are all forms of kindness. People need to understand where they stand, how they need to improve and what is at risk if they don’t.

Leadership Looking Glass

It means that at times you must be a mirror, reflecting back to a person the impact of their habits and behaviors.

It may be counterintuitive, but letting someone go from their job could be a great act of kindness. For that individual, it very well may be that you are releasing them from the pain of being in the wrong job, giving them the freedom to finally pursue one that better fits their skills.

It could also be that difficult but teachable moment, where someone with a sense of entitlement finally realizes in fact they are not. Although no longer employed by you, they are now much better prepared for their next employment opportunity.

Maybe most importantly, it is an act of kindness to the rest of the organization.

It can be so demoralizing to be hard-working, a driven performer and not see those who aren’t be held accountable for their lack of performance.

Leadership Courage

When we care about others, we don’t want to be the cause of any pain or suffering.

No one relishes having difficult conversations or enjoys taking tough action. When we care about others, we don’t want to be the cause of any pain or suffering. But, avoiding those conversations and failing to take the needed action can be far more damaging in the long run.

Not only damaging to that individual, but also, to the efficacy of your own leadership and to the organization as a whole. Kindness requires that you push past your own discomfort and insecurity to take the needed action that best serves the interest of the company you help to lead.

You do not need to be nice to be kind. But, you must make people feel heard, cared for, valued and respected.

It is also essential that you always act with integrity and honesty and, that you have the conversations and take the action needed to best serve the organization you represent.

If you do all that, you are in fact a kind leader.

Remember: You do not need to be nice to be kind.

Thanks for reading.

Please join our GROW Community. We will share helpful articles, tips, tools and videos. We will never share your email address.

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Never miss an issue of Linked 2 Leadership, subscribe today here!
Learn, Grow & Develop Other Leaders
———————–
Elliot Begoun

Elliot Begoun is the Principal Consultant of The Intertwine Group, LLC.
He works with companies to Deliver Tools that Enable Growth
Email | LinkedIn | Twitter | Facebook | Google+GROW | Website

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Leaders: Be a Mirror Unto Yourself

How to Create More Mental Space to Drive Success

Mindfulness

As leaders, we are encouraged to meet people. You know, network, get close to key influencers and difference makers. 

This makes sense. And I do believe a vast personal and professional network is important.”

However, I would suggest that in order to grow, the most important person you need to get familiar with is yourself. Self-knowledge can be transformational.

On Personal Mindfulness

My favorite place to hang out is in my head. I find it an interesting place to be. It can be funny, crazy and, every once in a while, heavy. I spend this time both formally and informally. I consider myself a student of my own mind and the thoughts that it produces.

Mindful MirrorI feel this is a great use of my time. I know there is a real benefit. I am more in tune to the way I will react in a given situation. I’ve recognized the things I meet head on and those from which I retreat.

I’ve learned that a thought is merely a passing cloud and not a real construct from which I must act. Most importantly, I have created space in my head.

I have learned how to catch myself in a thought, before acting on it. The side benefit of doing so is that I take myself far less seriously. I find the workings of my mind and the habits it churns out very funny. Being able to laugh at those captured thoughts has loosened the grip they could have on me.

On Powerful Routines

I have a daily meditation practice. I would encourage everyone to add this to their routine. To sit and watch your mind is far more entertaining than any reality TV show. When you realize that a thought, regardless of how visceral or powerful it may feel, is no more than a wave, rising and falling away, it can be truly liberating.

We you recognize that it is your choice whether or not to feed that thought with the energy needed for it to manifest, it is really powerful.

I find casual “mind time” in a myriad of ways. For example, while driving, walking or just sitting out back. It is my place of refuge, my sanctuary.

I go there when I need to step off of life’s merry-go-round.”

As an introvert, I sometimes retreat into the inner sanctum of my mind in large social settings when the cacophony of conversation becomes too much. Oddly, doing so has also helped me to recognize this behavior. I have become more mindful of this tendency and, therefore, less likely to just check out.

Your Mind’s Own Reflection

I believe that spending time, looking at your mind’s own reflection makes you a better giver of time to others. It helps you listen more fully. You are more aware of your habit driven reactions or those propelled by ego and insecurity.

You become more present, which is a wonderful gift to offer another.”

We are just so frequently not there, in that moment. It is something the receiver will undoubtedly notice.

I have been working on this for years. In terms of catching my thoughts before acting on them, my batting average is far lower than I care to admit. But, I understand that it is a practice because habit energy is hard to break. Creating space and slowing things down is difficult, yet, over time, I see it happening more and more frequently.

I emerge from the time spent inwardly able to more fully meet this moment outwardly. I am more present for those I interact with and a better giver of my time. By being a mirror unto myself, I’ve become more effective in my interactions with others and frankly, I like myself a bit more.

So how are you doing at being mindful with yourself? How could the right kind of “playing around in your mind” help you become a better person who can lead others better? What steps can you take now to settle into a mindful routine that helps you learn, grow, and become a better leader? I would love to hear your thoughts!

Please join our GROW Community. We will share helpful articles, tips, tools and videos. We will never share your email address.

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Never miss an issue of Linked 2 Leadership, subscribe today here!
Learn, Grow & Develop Other Leaders
———————–
Elliot Begoun

Elliot Begoun is the Principal Consultant of The Intertwine Group, LLC.
He works with companies to Deliver Tools that Enable Growth
Email | LinkedIn | Twitter | Facebook | Google+GROW | Website

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Leading in the Wrong Direction

Wrong Way

Leadership is a gift given. It comes from the belief of others, in you.

It should be viewed as an honor and a privilege.

With it comes a responsibility to use that influence to move people, organizations and society forward. But sadly, we have far too many leaders who are leading in the wrong direction. One need only to listen to the rhetoric emanating from the political campaigns to understand what the misuse of leadership influence sounds like.

I want to be clear that is not a political commentary, rather it is a leadership commentary.

On Responsible Leadership

There are fundamental requirements to responsible leadership. Leaders should help people reach beyond their fears. They need to inspire and bring diverse people together.

Leaders should enable others to see the potential that they were blind too. They should work to open eyes, minds and hearts. Had not JFK helped us to see and believe in the potential, would we have put a man on the moon?

Leading Through Fear

Turn on the news, read the paper and it will quickly become obvious that our leaders are not honoring their responsibility.

They are leading people into their fears.

Rather than helping them overcome them, they are encouraging them to build walls around those fears. They are serving to solidifying them, making them more real and concrete. These same leaders aren’t expanding our vision; they are narrowing it.

They aren’t facilitating our ability to envision our true potential. Instead, they are aiding our retreat. They aren’t bringing us together; they are dividing us. We aren’t celebrating diversity; we are running from it and I for one, am disgusted. We should be revoking their leadership cards!

Going the Wrong Direction

Our politicians are an almost satirical example of leadership in the wrong direction. We should, however, use them as a reminder. We ought to be looking at ourselves in the mirror and asking, “Am I leading in the right direction?”

Hopefully, your business challenges aren’t as frightening or as daunting as those that we face geopolitically. But, we do face fears, and it can be difficult to keep that future potential in sight. The same leadership risks exist, albeit on a slightly different scale.

A Brave Future

We should be looking to see if we are actually encouraging our organization to circle the wagons or, if in fact we are pushing through that which scares us. We must be painting a picture and connecting the dots so that everyone, including ourselves, sees and believes in that future state.

We want to be sure to bring people together, encouraging diversity of thought, of beliefs and personality. We need to be expanding horizons, making people feel better about what they do and how they fit into the greater organization. We should inspire others to reach their full potential. If we do all of these things, we will be leading in the right direction.

Leading Responsibly

I am a realist. I recognize that the vitriolic and myopic nature of politicians is unlikely to change in the near future. Yet, I am also an optimist. I believe that if each one of us takes the personal responsibility to lead in the right direction, then just maybe in aggregate, we can inspire change.

To me, this is such an important conversation.

Social media gives us an unbelievable platform from which to have one. Please, use the comment section below to share your thoughts on leading in the right direction and what we can do to inspire change.

So what type of leader are you? Do you tend to rely on a fear-based approach, or do you lead your followers through fear and on to a better picture of tomorrow? What can do you to know the current obstacles and find better ways to lead in the right direction? I would love to hear your thoughts!

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Never miss an issue of Linked 2 Leadership, subscribe today here!
Learn, Grow & Develop Other Leaders
———————–
Elliot Begoun

Elliot Begoun is the Principal Consultant of The Intertwine Group, LLC.
He works with companies to Deliver Tools that Enable Growth
Email | LinkedIn | Twitter | Facebook | Google+GROW | Website

Image Sources: targetprocess.com

 

Who is Coaching Your Team?

Who is Coaching Your Team?

This is a question that every leader of a midsize company should be asking. How are you optimizing performance and ensuring focus? This is even more crucial for your customer facing teams, such as sales, customer service and marketing.

To use a sports analogy, you are the owner and or general manager, but who is on the field and in the clubhouse leading the team?

Getting Out of the Weeds

A common reality for most midsize companies is that leaders are by necessity also functional managers. Like any member of the team, they get swept away frequently and find themselves in the weeds.

The challenge becomes keeping the foot on the accelerator while being pulled in numerous directions. Gaps begin to grow and performance suffers.

Teams need coaches and here are 7 reasons why:

  1. Prioritization: We live in an information age. We are constantly being bombarded by data. For peak performance, we need to filter that information and prioritize. It is critical to segregate the needle moving activities from that which is just busy work. When your head is down and you are just pushing forward it is hard to make that delineation. Another pair of eyes is invaluable.
  2. Focus: Many people are like squirrels in search of their next nut. Zigging and zagging not really getting anywhere. Having someone to keep them on the right path is vital. It is just so tempting to go chase something, the hard work is to remain steady and resolute. Having someone along side them to keep them focused is essential.
  3. Motivation: Work is hard, tiring and at times frustrating. A coach breaks things down into milestones allowing progress to be seen and felt. They push and support and help to maintain the needed drive. They bar the door so complacency cannot enter.
  4. Accountability: Personal accountability is key. Everyone struggles at times to do what they intend to do or say they will. It is helpful to have a mechanism in place to ensure that people are held to their commitments and are responsible for their deliverables.
  5. Improvement: Habit energy is incredibly strong. Unchecked, bad habits form and solidify making them much harder to break. Having someone who can be a mirror, reflecting back those habits in their early stages and helping the individual determine steps that can be taken to break them down is key to driving optimum performance.
  6. Validation: At the end of the day, we all want the same thing. To be heard, cared for, valued and respected. Busy leaders who are also functional managers can fail to find the time to put forth the effort to validate their team members. That lack of affirmation or inspiration can be demoralizing and deflating.
  1. Retention: Good players want to play for a well coached team. When individuals know they have the support and are appropriately pushed and challenged, they feel more fulfilled. Further, well coached people perform better and performance is typically rewarded, which also lends to higher retention rates.

Creating High Performance Teams

These 7 reasons are interrelated. They are all indicative of a high performing team. I have laid out the case as to the value of making sure that at the very least your client facing teams are being coached. What I have not answered is how.

Here are 3 suggestions:

  1. Delegate some of your functional duties to create time and space so you can actively coach your key client facing teams.
  2. Identify someone else in your organization that could fill the role of the coach.
  3. Hire a coach. If you can absorb a fulltime coach into your current organization that would be optimal. However, for many that is not possible. So lean on the services of an external coach who can work virtually with the team members and report back to you. If you find someone with a good process and who fits well with the organization, the ROI can be huge.

Please share your thoughts and questions in the comment section below. I will do my best to respond to each one. I would also be happy to discuss in more detail this concept, please feel free to reach out to schedule a time to talk.

Thanks for reading.

**********
Never miss an issue of Linked 2 Leadership, subscribe today here!
Learn, Grow & Develop Other Leaders
———————–
Elliot Begoun

Elliot Begoun is the Principal Consultant of The Intertwine Group, LLC.
He works with companies to Deliver Tools that Enable Growth
Email | LinkedIn | Twitter | Facebook | Google+GROW | Website

Image Sources: queenbeeconsulting.com