Leadership Barometer 24 Your In vs Out Ratio

November 11, 2019

There are lots of ways to characterize the skills of a leader. Identifying your “in versus out ratio” is a really simple one that is pretty accurate.

If your organization feels like a revolving door for the best talent, then you should consider it a sign that you need to improve your leadership.

High end leaders seem to attract the best resources to work for them. They get a reputation based on treating people the right way, and developing them to be their best.

When people are fully engaged in the work, they have more fun and tend to tell others about their good fortune.

When there is a culture of high trust, people feel highly valued and tend to stick around.

Poor leaders tend to annoy people working for them. They may be erratic, pig headed, ruthless, dull, tyrants or countless other adjectives that make people want to get away from them, if they can.

The word spreads about these leaders as well, so the poor reputation becomes a telltale warning sign for would-be employees.

If you wish to know the caliber of your own leadership, simply make note of how easily you attract and retain the best talent. If people line up to join your team there must be a reason. Word has gotten out that working for you is rewarding and even enjoyable.

That is not to say there is no turnover in the organizations of great leaders. The best leaders care about the development of their people and seek to provide growth opportunities that sometimes mean leaving the fold.

My observation was that the best leaders tended to be generous with sharing resources, while poor leaders liked to hoard their talent and milk them all they could. That trend did not stop the best talent from getting fed up and seeking a way out.

Looking at the workers under a poor leader, you typically see a revolving door where people enter all excited and get out within a year or two after experiencing the frustrations that go with the daily behaviors that trash trust and enthusiasm.

To gauge the quality of your leadership, simply keep track of this ratio and compare it with others in your organization. If your ratio is healthy, that means you are probably doing things right.

Some churn in order to develop people is a good idea, but if people are anxious to get out of your organization, then you need to improve your leadership.

Bob Whipple is CEO of Leadergrow Inc., a company dedicated to growing leaders. He speaks and conducts seminars on building trust in organizations.


Body Language 53 The Tongue

November 9, 2019

The tongue is actually used a lot in body language. We often do not realize it, but that part of the body is highly visible and capable of sending all kinds of messages because it is easily manipulated.

Sticking out the tongue is an obvious signal. That is the most common gesture, and it normally is an insulting or mocking gesture.

Be a little careful here because sticking out the tongue can have several different meanings in itself and have various meanings in different cultures.

Neah Na Na Neah Neah

This is the classic tongue gesture intended to mock another person. Often you will see the tongue in a round configuration jutting out as far as the person can manage. A person will usually not have the tongue flat when making this kind of gesture, although sometimes you may see that done.

Awful taste

If someone bites into something spoiled or bitter that tastes horrible, then the tongue might come out flat like, “This tastes awful.” The gesture usually is accompanied by a puckering of the entire face and tightly closed eyes.

Tongue curl

You may see a person stick out her tongue and then curl the tip of it upward. There are numerous interpretations of this gesture all the way from obscene suggestions to beckoning, or pleading.

Tongue in cheek

When a person thrusts his tongue into his cheek so it bulges out, the common interpretation is that what has just been said or done is a spoof. The same gesture can indicate puzzlement, like the person is trying to interpret what just happened.

The common expression for someone fabricating a story is that he was speaking “tongue in cheek.”

Clicking tongue

This gesture is rare, but you will encounter it at times. It is usually a way to draw attention to something significant that just happened. The audible clicking sound with no specific words is an indication to pay attention to something important.

The same gesture is also used by children as a way to get attention or just to annoy other people.

Licking lips

When the tongue is used to lick the lips, it is a signal of desire for something. It usually has to do with food, but it can also take on a social connotation of desire.

Concentration

Children will stick their tongue out of the side of their mouth and cover their upper lip when they are concentrating on an art project, puzzle or other challenging activity.

Lust

When the tongue is extended downward from the side of the mouth it is often a sign of extreme attraction or lust.

Making a straw

You can curl your tongue lengthwise forming a kind of tube. The concept here is wanting to drink in what is being discussed. It is also a facial expression used by children to make a funny face.

Biting the tongue

When a person bites his tongue, it usually is a negative sign. It may be a signal to shut up, or it may be a sign that what is going on is highly distasteful. The implication is that the person is inflicting self-pain in order to block the pain that is coming from what he has seen or heard.

Another interpretation of biting the tongue is to prevent a person from talking. You may hear the expression “bite your tongue,” which means “do not speak.”

Since we can manipulate our tongue in many ways that are perfectly visible to other people, it plays a huge role in body language. Be alert to the signals being sent to you by others with their tongue. See if you can spot some different meanings I have not covered in this article. It’s kind of fun.

This is a part in a series of articles on “Body Language” by Bob Whipple “The Trust Ambassador.”


Leadership Barometer 23 Creates Winners

November 5, 2019

Here is a good barometer to test the quality of your leadership.

Leaders Create Winners

On this dimension it is easy to see the difference between a good leader and a poor one. Just look at the faces of people in the organization as they go about their daily tasks. Do they look like winners or losers? This is the easiest and quickest way to measure the caliber of a leader.

Great leaders find a way to create a whole society of winners in their organization. Oh sure, not 100% of the people are going to feel great 100% of the time.

That would be impossible, but the overarching mood is one of turned on people who are really in control of their fate as much as society will allow them to be.

They feel good, and people who feel good work well. Also winners tend to have high trust in their leaders and their peers. That is a significant advantage in any culture.

They are what Ken Blanchard refers to as “gung ho.” Coming to work is exciting and rewarding because they are making a better world for themselves.

That is the true definition of success as coined by Earl Nightingale. He said, “Success is the progressive realization of a worthy ideal.” People under a great leader are successful according to this definition because they are realizing their worthy ideal on a daily basis.

The contrast here is pretty stark, because people who work for poor leaders feel trapped.

They need a job in order to eat and support their family, but they are far more turned on by organizing a Cub Scout picnic than by making cars or airplanes at work.

They live for the things they get outside work and tolerate the abuse on a daily basis to fund the next mortgage payment and buy the meat.

If you want to measure how good a leader is, just talk to the people and find out where on this spectrum most people live.

If it is toward the empowered side and people feel like winners, their leader is a good one. If they feel like victims and work simply to get by, chances are their leader is not a very good one.

We do have to be careful in these comparisons to take into account the time a leader has been around.

You cannot expect a sick culture to be turned around in a couple weeks. But my contention is that it does not take years for a really good leader to turn around a tough situation.

In my experience a great leader can make a huge impact in even the most challenging organization within a year, often within 6 months.

Bob Whipple is CEO of Leadergrow Inc., a company dedicated to growing leaders. He speaks and conducts seminars on building trust in organizations. He can be reached at bwhipple@leadergrow.com or 585-392-7763.


Body Language 52 Winking

November 1, 2019

A wink is a very interesting gesture, because it can be easy to misinterpret, leading to all kinds of embarrassing situations.

Inside Joke

The most common meaning of a wink is to signal an inside joke between two people.
The wink is to let the other person know that what was just said was in jest.

A wink is also used as a signal between two people that what a third party just said is not credible. In this case, the wink is intended to be seen only by the other person and not by the third party.

If the third party sees the wink, then there is usually damage to trust going on.

Flirting

The wink can be a form of come-on gesture where one person wants to signal that he or she is physically attracted to the other person. The gesture can occur between people of both genders or between people of the same gender.

You have to consider the context of what is happening to decode a wink properly, and even then, there is a risk that you will interpret it wrong.

The mouth

Notice how the shape of the mouth contributes to the interpretation of a wink. In the picture above, the woman has her mouth wide open, indicating a kind of joke.

If her mouth was closed and was pulled to one side, she would be signaling doubt, suspicion, or being unimpressed.

Lying

When exaggerating or lying, a person will often wink to let the other person know he or she is telling a little white lie. The interpretation is “I am saying this, but I don’t really mean it.”

People who tell you a lie without the intention of it being detected will not accompany it with a wink.

Responding to a wink

What is interesting to me about winking is how the other person should react after receiving a wink. I suppose you could wink back, and in some circumstances that may be appropriate.

In other situations, you would just absorb the wink and not make any overt response yourself. You might smile and give a little positive nod to indicate, “message received.”

You could also show a puzzled look, like you were asking, “what was that all about?”

Frequency

Some people tend to wink a lot as a way to endear themselves to others. The connotation is that “you and I are close enough to share these private thoughts without speaking.”

I believe that a wink from someone who rarely uses that gesture sends a much more powerful message. Once you realize that a particular person tends to wink a lot, you take that into consideration when interpreting the signal.

Facial asymmetry

Notice how the eyebrow above the non-winking eye is always pulled higher on the face. It is physically difficult to have both eyebrows low when doing a wink.

The wink is a common gesture in body language that can have many different meanings. Never assume that the wink is a signal of physical attraction when you are in conversation with another person. It may be attraction, but it may not be.

If the wink is coming from someone whom you do not know and is coming from across the room, then be alert that you may have encountered a predator.

This is a part in a series of articles on “Body Language” by Bob Whipple “The Trust Ambassador.”


Body Language 51 Slouching

October 26, 2019

Slouching is the opposite of sitting or standing erect. It is most often seen as a sign of tiredness or apathy, but there are many other things that can cause a person to slouch.

Be alert for other possible signals before assigning a meaning to a slouch.

Physically, there are a number of different types of slouches. When sitting, the slouch usually occurs when a person puts most of the weight on the lower spine rather than the buttocks. It comes across as half sitting and half lying down.

The slouch can also occur when sitting by leaning forward and holding the arms out to the side. A depressed person will sometimes assume this position.

When standing, the telltale sign of a slouch is forward-drooping shoulders rather than having the shoulders held high and pulled slightly backward. The slouching position forces the arms to dangle precariously from the shoulders in front of the body rather than at the sides.

This position is usually accompanied by sticking out the belly and pulling in the buttocks. The spine takes on a more pronounced curvature a little like the letter “S.”

There are several different meanings of a slouch, regardless of how it is done physically. Let’s take a closer look at conditions that typically cause people to slouch.

Overtired

This gesture is a signal that the other person is so tired that he or she can hardly stay awake. The person is saying, “I just need to get some rest.”

Apathy

Alternatively, the slouch can signal a negative reaction to another person or thing that is going on. The person is signaling that he or she just does not care. The slouch signals lack of alertness or interest.

Heavy Weight

A slouch can be caused by grief or extreme sorrow. If a person is in a personal crisis, you may see the slouch gesture as an indication of needing some help.

Yawn

Slouching can also be a signal of boredom. Most people tend to slouch a bit when watching TV. It is a way to relax the body and just take things in without having to respond in any way.

Captive

Students will frequently slouch as a way to signal the teacher that they are bored with the topic and wish they could be doing something else.

Detached

You can frequently observe people slouching in the pews during a church service. In some churches the exact opposite is true; people are hopping up and down to upbeat music or sitting erect and fully engaged in the service with their hands in the air.

Physical condition

Some people have physical issues that cause them to slouch much of the time. There can be a number of medical causes for this condition that render the person nearly incapable of sitting or standing up straight.

For people with habitual slouches, there are some body braces that can help keep them erect. I have never worn one of those contraptions, and they don’t look very comfortable to me.

When you see a person who is slouching, first ascertain if the person is doing it most of the time or if it is triggered by something that is currently going on. That knowledge will help you interpret the most likely meaning of the slouch.

This is a part in a series of articles on “Body Language.” The entire series can be viewed on https://www.leadergrow.com/articles/categories/35-body-language or on this blog.


Leadership Barometer 21 Build a Safe Environment

October 18, 2019

 Here is one of my favorite measures for the quality of a leader.

Build a SAFE Environment

In most organizations, there is a continual environment of fear. What we need to realize is that there are different kinds of fear. There is the fear due to market conditions or competition that may make a company go bankrupt.

We have learned over the past decade that just because a company is great now is no guarantee it will even exist in a year or two. There is really no such thing as lifelong job security anymore.

Longevity not guaranteed

As an example, look at Circuit City. In the early years of the 2000’s, it was on top of the heap, and even qualified as one of the “Great” companies in Jim Collins’ book Good to Great. By 2008, the company was history.

So, it is not surprising that few people feel the kind of job security that most individuals felt in the 80’s and 90’s. It is just a fact of life, and that kind of fear needs to be used to create the impetus to do better on a daily basis.

More common fear

The more crippling kind of fear is a nagging feeling that if I tell the truth about something to my boss, I am going to suffer some kind of punishment. It may not be an immediate demotion or dismissal, but eventually I will be negatively impacted in ways I may not even recognize.

So, I clam up and do not share thoughts that could be helpful to my organization.

Create the right culture

Great leaders create an environment where this kind of fear is nearly nonexistent. My favorite quote about this, that I note on my corporate website, is “The absence of fear is the incubator of trust.” In a culture where there is no fear, trust grows spontaneously, much like the mold on last week’s bread, only in this case, the mold is a blessing.

Reinforce candor

So, what is the mechanism by which great leaders create this lack of fear? They do it by “reinforcing candor.” They let people know they will not be punished for speaking their truth.

Reward rather than punish

On the contrary, these leaders show by words and deeds that people who speak up are actually rewarded for sharing something scary or just not right. That safety gives these leaders the opportunity to correct small problems before they have huge negative consequences for the organization.

That is brilliant leadership!

If you are a leader, focus on one thing when someone tells you something you did not want to hear.  Focus your actions on making the person glad he or she brought it up. That behavior is the most constructive thing you can do to build a culture of trust within your organization.

Bob Whipple is CEO of Leadergrow Inc., a company dedicated to growing leaders. He speaks and conducts seminars on building trust in organizations. He can be reached at bwhipple@leadergrow.com or 585-392-7763.


Leadership Barometer 20 Lower Credibility Gap

October 16, 2019

There are hundreds of assessments for leaders. The content and quality of these assessments vary greatly. You can spend a lot of time and money taking surveys to tell you the quality of your leadership.

There are a few leading indicators that can be used to give a pretty good picture of the overall quality of your leadership. Here is one of my favorite measures.

Lowers Credibility Gap

In any organization there exist credibility gaps between layers. These gaps lower the trust within the organization and make good communication more difficult. Great leaders have a knack for lowering these gaps by filling in believable information in both directions: up and down.

When there is tension between one layer and another, great leaders work to find out the root cause of the disconnect.

It could be a nasty rumor, it could be based on a prior breach of trust, it might be an impending reorganization or merger, it could be due to an outside force like a new government restriction. Whatever the root cause will determine the key to elimination of the gap.

Use your nose

Excellent leaders have a nose for these problems and head them off while the gap is a small crack and before it becomes like the Grand Canyon. They help people breach the divide by getting the two levels to communicate and really negotiate a better position.

Weak leaders are more like victims who wait till the battle is raging and the chasm is too broad to cross without a major investment in a bridge.

Silo thinking vs. Team mates

The insight that usually helps is to remind the differing camps that they are really on the same team.  Silo thinking leads to animosity between groups.  Great leaders remind people that they share common goals at a higher level. There is no need for warfare.

A leader who has this skill is easy to spot because there are few paralyzing situations that have to be resolved. If you are one of those leaders, it will be evident. If you are not, it will also be evident. Seek to knit the organization together at every opportunity.

Bob Whipple is CEO of Leadergrow Inc., a company dedicated to growing leaders. He speaks and conducts seminars on building trust in organizations. He can be reached at bwhipple@leadergrow.com or 585-392-7763.