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People are complicated.
Leading them isn& #39;t.
A simple plan for leading well:
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Leading them isn& #39;t.
A simple plan for leading well:
When my father-in-law died, I cleaned out his garage.
In it was an early 1900s toolbox.
The box contained 6 tools.
My toolbox has hundreds.
The lesson:
In today& #39;s world, we overcomplicate everything.
Including leadership.
There are only a few tools you need to lead well:
In it was an early 1900s toolbox.
The box contained 6 tools.
My toolbox has hundreds.
The lesson:
In today& #39;s world, we overcomplicate everything.
Including leadership.
There are only a few tools you need to lead well:
Clear Expectations
People want to do a good job.
Sure, some don& #39;t. There are bad apples.
Most people, though, derive satisfaction from a job well done.
A leader& #39;s role:
Tell them what a good job looks like.
People want to do a good job.
Sure, some don& #39;t. There are bad apples.
Most people, though, derive satisfaction from a job well done.
A leader& #39;s role:
Tell them what a good job looks like.
Most performance problems aren& #39;t performance problems.
They& #39;re expectation problems.
And stating expectations once isn& #39;t enough.
They must be repeated, clarified, and adjusted over time.
Can those you lead clearly explain what you expect from them?
If not, start there.
They& #39;re expectation problems.
And stating expectations once isn& #39;t enough.
They must be repeated, clarified, and adjusted over time.
Can those you lead clearly explain what you expect from them?
If not, start there.
Genuine Care
I spent years training leaders in Fortune 500 companies.
I asked 2 questions to 100s of people:
- Who is the best leader you& #39;ve ever worked for?
- What made them the best?
The most common answer:
"They cared about me."
I spent years training leaders in Fortune 500 companies.
I asked 2 questions to 100s of people:
- Who is the best leader you& #39;ve ever worked for?
- What made them the best?
The most common answer:
"They cared about me."
We give so much of our lives to work.
We want it to be a place we are:
- Known
- Appreciated
- Seen as a whole person
Care can be faked.
Genuineness can& #39;t.
Leaders who genuinely care, win.
Win commitment.
Win effort.
Win long-term followers.
We want it to be a place we are:
- Known
- Appreciated
- Seen as a whole person
Care can be faked.
Genuineness can& #39;t.
Leaders who genuinely care, win.
Win commitment.
Win effort.
Win long-term followers.
Helpful Feedback
Feedback is important.
It& #39;s required for growth.
But not all feedback is helpful.
No one likes being nit-picked by over-critical leaders.
At best, it& #39;s distracting noise.
At worst, it& #39;s hostile and defeating.
Feedback is important.
It& #39;s required for growth.
But not all feedback is helpful.
No one likes being nit-picked by over-critical leaders.
At best, it& #39;s distracting noise.
At worst, it& #39;s hostile and defeating.
Leaders must be laser-focused on the person receiving feedback.
Goal: see them get better.
Not: make you feel better.
I ask 2 questions to pre-screen feedback:
- Who will this help?
- How will this help?
If I can answer easily, I give it.
If not, I wait until I can.
Goal: see them get better.
Not: make you feel better.
I ask 2 questions to pre-screen feedback:
- Who will this help?
- How will this help?
If I can answer easily, I give it.
If not, I wait until I can.
Authenticity
I worked for a billionaire CEO.
We had a huge corporate campus.
I once saw him crawl into the bushes and emerge holding a piece of trash.
As the leader, you can talk culture...
Or you can stop and pick up trash.
Which is louder?
I worked for a billionaire CEO.
We had a huge corporate campus.
I once saw him crawl into the bushes and emerge holding a piece of trash.
As the leader, you can talk culture...
Or you can stop and pick up trash.
Which is louder?
Culture is a mirror.
It reflects what the leader values.
Not what they say they value ⏤
What they show they value.
Great leaders don& #39;t just talk culture,
They embody it.
Authentically.
It reflects what the leader values.
Not what they say they value ⏤
What they show they value.
Great leaders don& #39;t just talk culture,
They embody it.
Authentically.
A Smile
A CEO shared with me his most important job each day:
To smile.
He also told me a hard truth:
When you& #39;re the leader, no one cares about the day you& #39;re having.
They only care about whether or not you smile when you pass them in the hall.
A CEO shared with me his most important job each day:
To smile.
He also told me a hard truth:
When you& #39;re the leader, no one cares about the day you& #39;re having.
They only care about whether or not you smile when you pass them in the hall.
As simple as it sounds,
He understood that a smile isn& #39;t a smile.
It& #39;s a non-verbal cue signaling people that:
- Everything is okay
- Their job is secure
- You& #39;re glad to have them
- They can trust you
A smile sets a positive tone.
And it& #39;s a tone people respond to.
He understood that a smile isn& #39;t a smile.
It& #39;s a non-verbal cue signaling people that:
- Everything is okay
- Their job is secure
- You& #39;re glad to have them
- They can trust you
A smile sets a positive tone.
And it& #39;s a tone people respond to.
In nature, given the right conditions, things thrive naturally.
A simple plan to lead well ⏤
Create an environment where people naturally thrive:
- Set clear expectations
- Genuinely care
- Give helpful feedback
- Embody the culture
- Smile
Simple. Not easy, but simple.
A simple plan to lead well ⏤
Create an environment where people naturally thrive:
- Set clear expectations
- Genuinely care
- Give helpful feedback
- Embody the culture
- Smile
Simple. Not easy, but simple.
Thanks for investing your time in my thread.
If it helped you, I& #39;d be grateful if you& #39;d:
•Retweet the first tweet so others find it too
•Follow me @wdmorrisjr ⏤ it encourages me to keep writing!
If it helped you, I& #39;d be grateful if you& #39;d:
•Retweet the first tweet so others find it too
•Follow me @wdmorrisjr ⏤ it encourages me to keep writing!
