Successful Supervisor Part 53 – Getting Management Buy-in

November 18, 2017

In this article I will discuss one of the most vexing problems facing professionals of all kinds, including supervisors. Supervisors are often faced with the dilemma of getting full buy-in for an initiative that they know will advance the organization.

A typical complaint might sound like this, “I know bringing in this training would pay huge dividends for my operation, but I cannot get their attention long enough to make my case. If I turn up the volume, then I am accused of getting emotional, which lowers my chance of getting what is obviously needed.”

Let’s explore the root causes of this problem and suggest some potential antidotes. Note: this problem is so pervasive that fully resolving it may not be possible.

Why isn’t Top Management Listening to Your Ideas?

There are likely numerous answers to your question. Let me suggest a few of the more common causes of managers failing to get behind initiatives that are proposed at lower levels.

1. Isolation and Preoccupation

Many top managers work in a kind of bubble where they interface with the managers who report directly to them but have a lot less contact with people lower in the organization.

Their days, and nights, are full of thought patterns relative to how they can keep the ship moving in the right direction, so they appear to be very preoccupied with details and hard to reach for different ideas.

When they are at work, every minute in every meeting is often spoken for. A new initiative might feel threatening to them as if it might cause some distraction from their primary agenda. Trying to get a new idea or initiative on the agenda, no matter how brilliantly conceived, will require some creative thinking.

One tip that can help is to always focus in on the benefits that will accrue from your idea before describing the steps that need to be accomplished. If your idea will reduce an organizational problem, be sure to stress this first to get the attention of the top brass.

2. Working Through Layers

Often the supervisor or person with a great idea has to work through a layer or two of other managers in order to get air time on the agenda at the top. These other layers have been put in place primarily to allow the senior leaders time to work on their agenda.

It is common for a manager to come back from the top level meeting and explain that even though she had gotten your idea on the agenda, it never surfaced at the meeting because there were more urgent topics to resolve.

The tip here is to find a way to get your idea exposed to the top leader yourself. If you count on your boss or her boss to take your case to the top, you have less chance of success.

Your agenda will get watered down significantly as it moves through the layers. Rather than allow another person to pitch your idea, explore creative ways to get before the decision makers yourself.

This technique can be tricky because your boss has to justify her role as well. You might suggest a route to the top with an approach like this: “I really want to present the idea to Mr. Big myself this time. Would you be willing to tee up the conversation and arrange a lunch meeting for the three of us?”

3. Chain of Command Issues

The well intended professional may not have enough recognition at the top of the organization to gain share of mind. The supervisor may have a wonderful idea, but the top leader will never know it because he assumes her direct boss is the one who should pass judgment on the idea.

The tip here is to get a chance to surface your idea at a meeting where both your direct boss and the top leader are there together. Ask for the support of your boss ahead of time, so when you surface the idea she can provide immediate support in front of the top layer.

That approach has three benefits: 1) the top layer hears your idea in the way you describe it, 2) the senior person knows you have done your homework, and 3) you have an opportunity to make your boss look good in front of the senior leaders.

4. Insufficient Credibility

The top leaders may not be adequately aware of your prowess in terms of seeing and executing innovative opportunities for the organization. If this is the case, you need to start small and generate several small successes.

It also helps to volunteer for leadership roles in furthering the causes already being pushed from the top. Be strategic because credibility is earned over time, but the equity can be destroyed by a single misstep.

5. Not Invented Here

NIH thinking permeates the mind of people at all levels. If you are three levels below me in the organization and you come up with a magic solution to all my problems, what force makes me want to displace the solutions that are coming out of my head to give your solution a try?

The top leaders may fear that the changes you advocate will lead to loss of control or some side effect that will cause extra effort or cost to unscramble. To fight this problem, you need to present the idea as simple, logical, and bullet proof (low risk).

It also will add to your credibility if you have thought through some potential problems and have solutions to offer if these might arise. When you present a balanced and thoroughly investigated idea, it lowers the risk.

Some Other Tips

I will suggest some ideas here, but recognize that individual differences will make them successful or not depending on the circumstances. Maybe the best advice is to build a reputation for excellence and innovation in the areas you control. A track record of excellence is your best calling card.

1. Don’t Appear to be Overly Anxious or Disgruntled

If you lose your cool out of frustration, then not only will you not get approval for your project, but you will damage all future proposals. Always remain respectful and helpful. Keep stressing the benefits and remind superiors that we are all on the same team.

In some circumstances, you can even ask for a “favor” to allow your idea to be executed. This approach shows that you really care about the organization and have the initiative to bring up solid solutions. One good technique to accomplish this is to suggest a “pilot program” that can demonstrate the benefits with a lower risk.

2. Always be a Team Player

Seek out allies and friends at all levels. Make sure you are doing more than your share of the work and be generous with your praise for others. If people genuinely like you they will go to bat for you in many ways.

Also, foster good relationships with the administrative helpers of people higher in the organization. These people have more power than is sometimes realized by people lower in the organization. For one thing, they control the time agenda of the people in power, so if they like you it means you can get more access.

In addition, the administrative assistant is privy to discussions that go on when you are not around. If the person likes you, he or she will tip you off if you are coming on too strong or in some other way hurting your own agenda.

3. If You Get Approval, Make Sure to Express Appreciation and Report Results

Work is really a series of initiatives, so you do yourself a favor by praising the big boss if you are granted the opportunity to show how your idea will help. Do this in writing (not texting or email). Make sure to report back the fine results of the implemented idea with expressions of further gratitude.

Basically, you want to develop a groove or pattern of successful implementation of ideas. This pattern will make future proposals have a higher chance of success and will often lead to eventual promotions for you.

Gaining and maintaining a reputation that causes senior leaders to be eager to hear your ideas is a daunting task, but it is possible to accomplish through the application of excellent political skills.

Selling your ideas is an ultimate test of your professional capability. Study the ideas above and add more to your repertoire through your own experiences.

This is a part in a series of articles on “Successful Supervision.” The entire series can be viewed on http://www.leadergrow.com/articles/supervision or on this blog.

Bob Whipple, MBA, CPLP, is a consultant, trainer, speaker, and author in the areas of leadership and trust. He is the author of four books: 1.The Trust Factor: Advanced Leadership for Professionals (2003), 2. Understanding E-Body Language: Building Trust Online (2006), 3. Leading with Trust is Like Sailing Downwind (2009), and 4. Trust in Transition: Navigating Organizational Change (2014). In addition, he has authored over 500 articles and videos on various topics in leadership and trust. Bob has many years as a senior executive with a Fortune 500 Company and with non-profit organizations. For more information, or to bring Bob in to speak at your next event, contact him at http://www.Leadergrow.com, bwhipple@leadergrow.com or 585.392.7763


Successful Supervisor 51 – Employee Value Proposition

November 4, 2017

There is a relatively new term being batted around in HR circles. The term is “Employee Value Proposition.” I want to discuss the concept here and suggest that some of the ideas would be helpful to any supervisor.

I understand that supervisors need to adhere to policies and procedures set from a higher level, but the extent that you can lobby for more rules consistent with maximizing EVP, the better your organization will run.

The concept of Employee Value Proposition is very simple. It is the appeal employees feel for working in your organization. The concept takes in all of the policies and procedures that impact personnel at all levels.

If your HR policies are such that employees are thrilled to be working in your organization, then you are in good shape. If the rules make some people wish they were elsewhere, then there is work to be done.

The value proposition is more than rules, however. How employees are treated by all levels of supervision and all other employees is a large part of EVP. A high EVP is a reflection of a great culture where employees not only value the rules but appreciate how they feel about the work.

The vision is to be so appealing to employees that your organization becomes like a magnet for the very best resources. It is easy to recruit the best people and also to retain them with significantly less turnover. The objective is to have people become convinced that they would be fools to ever think of leaving. They know that there is no grass greener than where they are right now.

Few organizations are able to achieve that level of appeal, but I know of several groups that are close to it, and they have several hundred people apply for any posted job. Their turnover is a tiny fraction of the average turnover in our region and those few people who leave do so because of a spouse leaving the area or some other mechanical force that literally pries them away from the organization.

Attracting the best employees gives an immediate benefit because we all know that hiring a dud of an employee is like an albatross on the entire operation. Having low turnover gives numerous financial benefits that really add up. The cost of recruiting and training go way down for organizations with high EVP. The savings go directly to the bottom line.

Talentsmoothie.com suggests two main reasons for a low Employee Value Proposition. They are as follows:

1. Not differentiating your own organization from the competition. If several groups have the same conditions for employees, then there is no sustainable competitive advantage, but it is not enough to be better than the other groups.

You need to make the difference obvious to current and prospective employees. It is vital to have a solid list of the reasons why your organization is a better place to work than the similar type of organization down the street.

To do this well, you need to not only know your policies and climate well, you also need to know what other competing companies are doing. This means doing a lot of solid research and then documenting your advantages.

2. The second factor that is all too common is that the branding is appealing, but it does not fully reflect daily practices throughout the organization.

The hypocrisy of saying one thing but doing something different will destroy EVP in a heartbeat. It is vital that all supervisors and managers know what is being advertized and are actually doing that on a daily basis.

Pay attention to the Employee Value Proposition for your organization and for your area within it. The benefits of maintaining a high EVP are huge, but they must be earned and be real to provide the advantages.

This is a part in a series of articles on “Successful Supervision.” The entire series can be viewed on http://www.leadergrow.com/articles/supervision or on this blog.

Bob Whipple, MBA, CPLP, is a consultant, trainer, speaker, and author in the areas of leadership and trust. He is the author of four books: 1.The Trust Factor: Advanced Leadership for Professionals (2003), 2. Understanding E-Body Language: Building Trust Online (2006), 3. Leading with Trust is Like Sailing Downwind (2009), and 4. Trust in Transition: Navigating Organizational Change (2014). In addition, he has authored over 500 articles and videos on various topics in leadership and trust. Bob has many years as a senior executive with a Fortune 500 Company and with non-profit organizations. For more information, or to bring Bob in to speak at your next event, contact him at http://www.Leadergrow.com, bwhipple@leadergrow.com or 585.392.7763


Successful Supervisor 50 – Moving Toward a Teal Environment

October 28, 2017

In 2015, my dear friend and fellow author, Bob Vanourek introduced me to a book entitled “Reinventing Organizations,” by Frederick LaLoux.

It was a great read, and since that time I have brought some of the thinking process into my own consulting work, since it is entirely compatible with my views on enlightened leadership.

I wanted to introduce the concepts in this series for supervisors because moving in the direction of what Frederick called a “Teal Organization” is a thinking process that can take one very far down the road toward a more fully engaged workforce.

Defining a Teal Environment

When Frederick described the characteristics of organizations, he outlined a sort of progression where organizations can move from being hierarchical and rigid to being much more self directed and fluid.

He gave several typical organizations names of colors so they would be more memorable. Here are some of the colors in his progression.

1. Red Organizations

Red organizations are like power structures where the group with the most authority lords over all of the other groups. They are characterized by fear and submission.

The leader is all powerful and runs the organization with a firm hand. The model is one of impulse. It is a game of survival of the fittest, and many organizations today are run on a red model.

2. Amber Organizations

These groups are strong and very hierarchical. For example, a military organization might take on the characteristics of an amber organization. It is the traditional organizational pyramid that is so familiar.

The idea is to have stable, well controlled processes that are replicable and predictable. There are many rituals that must be adhered to, and individualism is discouraged. To thrive in an amber organization, you need to stay in your box and do your job as prescribed.

3. Orange Organizations

Here we see a wider view of what must be done, and processes are well defined. Innovation is encouraged. Advancement is based on merit and tenacity.

The key element to describe an orange culture is achievement. This type of organization fueled the industrial revolution and the explosive growth after World War II.

4. Green Organizations

As we progress toward more teamwork and a family feeling toward work, we see some signs of empowerment showing up. The world of the green organization is more pluralistic.

Here people are encouraged to think for themselves as long as they stay consistent with the organization’s values. The focus of green organizations is on maximizing shareholder value.

4. Teal Organizations

LaLoux goes on to envision a type of organization where the focus has shifted to where the ego elements are less pronounced and people become free to do what they believe is right.

The focus is on a kind of wholeness that takes a broader view of why the organization exists in the first place. The emphasis shifts from pleasing shareholders (owners) to serving all stakeholders, including the environment and society.

Individuals engage in the work because they truly believe in the cause, not to just earn a paycheck.

Moving in the direction of Teal

I recently did some training work for an organization that is on the path toward a Teal Culture. My observation is that you never completely arrive at the perfect system, you are always seeking to grow and morph into a better paradigm.

The road is not without hazards and twists and turns to navigate, but having a vision of a more thoughtful approach to doing work and having all people actively involved in the journey is a pleasant way to get things done.

My observation is that people are much more satisfied when working in this environment. It is not a picnic for everyone, however. Some people would rather be told what to do and even how to do it.

To manage a Teal environment means giving up the rigid authority of the Amber or Orange style of management in favor of a more engaging culture where a broader slice of the population participates in the decisions and hence has a larger stake in the success of the organization.

This higher level of ownership means greater productivity and satisfaction in the end.

If this idea sounds intriguing, you might want to pick up a copy of “Reinventing Organizations” by Frederick LaLoux. You will find it entertaining, and it will probably have you thinking of moving to a more Teal-like culture for your place of work.

This is a part in a series of articles on “Successful Supervision.” The entire series can be viewed on http://www.leadergrow.com/articles/supervision or on this blog.

Bob Whipple, MBA, CPLP, is a consultant, trainer, speaker, and author in the areas of leadership and trust. He is the author of four books: 1.The Trust Factor: Advanced Leadership for Professionals (2003), 2. Understanding E-Body Language: Building Trust Online (2006), 3. Leading with Trust is Like Sailing Downwind (2009), and 4. Trust in Transition: Navigating Organizational Change (2014). In addition, he has authored over 500 articles and videos on various topics in leadership and trust. Bob has many years as a senior executive with a Fortune 500 Company and with non-profit organizations. For more information, or to bring Bob in to speak at your next event, contact him at http://www.Leadergrow.com, bwhipple@leadergrow.com or 585.392.7763


Successful Supervisor 46 Mastering Work Life Balance

October 1, 2017

One of the most vexing problems faced by supervisors is the issue of work-life balance. Dedication to job and career is a critical element for any supervisor, and since the number of issues that need attention is seemingly infinite, there is a tendency to work too hard and too many hours.

This article will share some ideas that may be helpful at creating a better balance.

Keep Things in Perspective

It is easy to lose perspective and let work issues become an overwhelming commitment of your time. Actually, I believe it is a form of addiction that sneaks up on you when you aren’t looking.

It is all very well intended at first, but if left unchecked, it can take you down a dangerous road that can rob you of a vital part of your life. Here are some tips that may be helpful to remember.

1. Pay attention to what is going on

We can get sucked into a life of continuous overwork without even realizing it.

Recently I found myself way overloaded and quit a job when my employer proposed to double my already oppressive workload without any additional form of compensation.

The shock of it made me realize that I had long ago crossed the line of the work I am prepared to do for the benefits received. If I had not been shocked into that realization, I might still be working there.

The lesson is simple, but difficult to do. Take stock every year of the amount of time you are devoting to work and ask if it is reasonable. If not, take steps to correct the problem.

2. Don’t let them nibble you to death

If you are working 55 hours a week, it is easy to get you to extend to 57 hours. If you are working 80 hours a week, then 82 hours seems not so much of an added burden.

The way to prevent this kind of “scope creep” is to put a Stop Loss on your situation.

A Stop Loss is a term used in the stock market where you put in an automatic sell order in if the stock reaches a specific level. This rule helps you avoid a catastrophic loss when your attention may be diverted.

The equivalent of a Stop Loss with time spent at work might sound like this, “I realize there will be peak times at work where I need to put in more time in a particular week, but if it ever reaches XX hours a week, I am going to refuse the work.”

3. Go offline

Easy access to the internet has made it difficult to get away from work. Set some boundaries for when you are not accessible (even by phone) and stick to them.

If you consciously manage time for your personal life, then you will find it much easier to have one. If you ignore the issue, then you will likely slip toward overload a little bit each year until work squeezes out the vitality of life.

It is not uncommon these days to see a family huddled around the dinner table where everyone is looking down at their PDAs. It is equally common to have some members of the family texting each other rather than speaking out loud.

Try to avoid using devices during family time and actually speak to each other verbally. Kids may have a hard time with this one, but you may be able to hold a rule.

4. Don’t work when you are resting

We all need good interrupted sleep each day to be able to perform at our best. Shut off your phone ringer when you are sleeping and just let it go.

Supervisors do understand the need to rest, but sometimes they feel the world will quit turning if they are not personally involved in every action. If you allow abuse of your rest time then people will have no compunction about calling you at all hours.

The other half of this equation is that you need to delegate and have faith in others in your group to carry on without you when you are unavailable.

If you insist on being involved in every decision, not only are you failing to develop and trust your people, but you are losing a lot of sleep.

Make Sure You have a Variety of Interests

It is easy to become so fixated on work that other parts of our life are squeezed out. The antidote to this problem is to maintain a variety of interests and intentionally carve out time to feed each of them.

Sometimes it feels like if you could just focus exclusively on work, then you could get it all done. Unfortunately, this is a trap. The work is infinite, if you let it be. Here are some tips to keep you well rounded.

1. Give family issues a high priority

At the end of your life, you will not be counting the number of 90 hour work weeks you put in, or even what you accomplished with all your dedication.

You will be thinking about the times you spent with family and friends, because those are the real meaning in our lives. Make sure you have at least one trip a year away from the hubbub of everyday life at work.

Make sure you participate in the activities of your kids and spouse. Sometimes you need to manage the time carefully, but it is important to participate.

2. Find ways to give back to your community

There are an infinite number of opportunities for you to help out other people. Find the equation that suits you and that you feel good about. I call this element your “give back ratio.”

You need to calculate how much time you are putting in exchanging your talent for money and how much time you are giving back to others.

There is no right or wrong answer to the calculation, but you have to ask yourself seriously if you are satisfied with your personal numbers. If the give back ratio is way too low, then you need to find ways to change it.

The same concept holds regarding money. You need to figure out whether you are giving back enough. It is a personal calculation that you don’t need to share with anyone else, but make sure you are in full agreement with your conscience.

3. Have a hobby that you really love

To fully get away from work, it is not enough to just turn off the phone. You need to find an activity that you enjoy so much that you become refreshed when you do it.

For me, mowing my lawn was always a great escape. (That may sound odd to some, but it is true.) Yard work for me has always been a way to get exercise while doing something that has an immediate payback.

It does not even need to be a physical release for you to benefit. Some people like to paint, or write, or sing. The idea is to have a few personal passions that you can indulge in to provide a balance from the constant grind of the job.

4. Make work into play

The old adage says, “If you love what you do, you’ll never work a day in your life.” I can mostly subscribe to that logic, although even if you love your work it can become a bit too much at times.

The basic idea is to find work that is intrinsically fun for you as well as challenging.

I know a CEO who calls this aspect her, “pants on fire – can’t wait to get to work” attitude. She works very long hours but has a ball doing it on most days. In fact, she has made “fun” one of the core values of her company. There is nothing wrong with that, because her company is incredibly successful.

Remember to Keep Yourself in Control

The bottom line of this article is that you need to be responsible for the balance in your own life. Don’t complain and grumble about the constant pressures of work crowding out the value from your life. Do something about it!

The world (and your boss) will gladly accept all of the “nose to the grindstone” work you are willing to put in. Just make sure you don’t grind your nose totally off!

Use the tips above to balance your life, and you will have many more fond memories when you are older. As a side benefit, you will likely live longer.

Recognize also that there are phases in life, and seek to manage your life for a good balance in each phase. You will likely ratchet up the percentage of time volunteering after you retire, for example, and that may present another challenge to get the right balance for your life.

In each phase of your life you need to test frequently if your various activities are in a healthy equilibrium.

This is a part in a series of articles on “Successful Supervision.” The entire series can be viewed on http://www.leadergrow.com/articles/supervision or on this blog.

Bob Whipple, MBA, CPLP, is a consultant, trainer, speaker, and author in the areas of leadership and trust. He is the author of four books: 1.The Trust Factor: Advanced Leadership for Professionals (2003), 2. Understanding E-Body Language: Building Trust Online (2006), 3. Leading with Trust is Like Sailing Downwind (2009), and 4. Trust in Transition: Navigating Organizational Change (2014). In addition, he has authored over 500 articles and videos on various topics in leadership and trust. Bob has many years as a senior executive with a Fortune 500 Company and with non-profit organizations. For more information, or to bring Bob in to speak at your next event, contact him at http://www.Leadergrow.com, bwhipple@leadergrow.com or 585.392.7763


Successful Supervisor 40 – Engaging People

August 20, 2017

In this article I want to share some of my personal experience on the topic of how to obtain the full engagement of people.

Getting the maximum discretionary effort of each individual on the team ought to be a top priority for any supervisor, yet in an attempt to “maintain control,” many supervisors make critical errors that undermine their intentions. Control is extremely important, and yet there are right ways and wrong ways to obtain it.

First, there is a term that I often hear which puts a negative slant on the concept of coaching people to do better. That term is when the supervisor “writes up” an employee.

Let’s say I am an employee, and you are my supervisor. You have noticed that my breaks are too long, so you tell me that you are going to “write me up” for not following the break rules. Let’s break down some of the implications around that statement from my perspective.

1. First, you have historically failed to provide the kind of culture in which I decide, on my own volition, to take a standard break because it is in my best interest to do so. I should be writing you up for poor leadership.

2. Second, you reveal yourself to be a “Theory X” type of leader, who believes that to get people to perform their best, they need to be beaten.

3. Third you insult me by putting my “sin” on a piece of paper that you can use in the future to punish me in dark and mysterious ways.

4. Fourth, you are treating me like one of Pavlov’s dogs by expecting me to toe the line now that you have demonstrated your authority over me.

5. Fifth, you have encouraged me to figure out some ways I can get even with you in the future without being detected.

6. Sixth, you have put me on the list of enemies of the state, so I have lower engagement in the work I perform at your behest.

7. Seventh, you have lowered teamwork within the crew because some people with the same time pattern as me were not “written up.”

8. Finally, you have helped me picture you as the enemy from now on. You are not interested in me as a person but only as a cog in your machine, so I will restrict using my precious discretionary effort to some extent in the future.

Granted, some of these consequences are a tad exaggerated, but there is some truth to every one of them.

The flip side of the coin is that you would be doing a bigger disservice to me and the entire crew by ignoring my tardiness and letting me get away with it. So, what alternative methods might there be to prevent the need for you to write me up?

1. Start by treating me differently from the outset. Show by your prior behaviors that you are a different kind of leader who establishes trust with your employees. There are numerous ways to do this, but establishing a “safe” environment where I do not need to worry about speaking my truth is a key method.

2. Get to know me as a person, and show an interest in my family situation.

3. Value me for my brain as well as for my hands. Let me know what is important to accomplish in our crew and why that is.

4. Train me very well from the start, so I understand what behaviors are important to model, and provide me with a buddy who will help mentor me when you are not around.

5. Develop within me a sense of pride that I am doing good work for a reason: that while providing for my family, I am also part of a larger system that serves humanity.

6. Praise me when I do things well or at least according to the behavioral norms. Celebrate with me and the crew that we are capable of performing at a very high level and challenge me with good stretch goals.

7. If I do something wrong, speak to me in ways that maintain my self esteem while simultaneously letting me know that I need to improve in this particular area. Ask me how you can help me link my behaviors to the goals and needs of the organization.

8. Continually model the values that you preach, and explain to me why you are making the calls that you do. Illustrate that you are true to the values at all times, and stress that I need to act in ways that are consistent with the values too.

9. Help me understand how valuable I am to the organization for the work I do and also for the attitude I demonstrate, which has a real impact on the entire crew.

10. Foster a level of esprit de corps within the crew that transcends teamwork and leads to a true sense of belonging and affection.

11. Be open with me and accessible to me. Never punish me for sharing my thoughts and ideas, even if they were not what you wanted to hear.

12. Be transparent and admit when you have made a mistake.

13. Represent my viewpoint and that of my coworkers well to higher levels of management.

If you do all those things, I feel confident that there will be little need to beat on me to abide by the rules, but just in case I do not respond in a way most people do, and seem to get off track often, follow these ideas to bring me back to reality:

1. Hold me accountable in a balanced way: not just when I mess up. Let me know when I am doing well and when there is a need for some correction.

2. Enforce the rules with an even hand, and do not play favorites, but do not always treat each person exactly the same way. Recognize that my needs may be somewhat different from my coworkers.

3. If I have the same pattern of poor behavior more than once, remind me that I am an adult and am capable of learning the right way to do things. If I am habitually late or in other ways miss the mark, it is OK to put down the expected behavior on a note to remind me of the correct thing to do rather than to write me up for being bad.

Try to find out what is going on in my life that is causing me to act out at work. Show that you care about me as a person.

4. Discuss with me that the employment situation is a matching phenomenon. Not all organizations are right for a particular individual and not all individuals are right for a particular organization.

5. If I continue to struggle, look for ways to help me find a better situation where I can be more successful. Get involved in helping me make a transition to a future pattern of employment either inside the current organization or elsewhere.

Being a great supervisor means juggling the needs of each individual on the team and keeping discipline without resorting to Theory X type command and control logic.

Great leadership is an art, and if you are an excellent artist, you can paint the vision of the future on the canvass of today’s paradigm in a way that empowers and engages all members of the team because they trust you.

Following these ideas can not only lead to less documentation; it can also mean that your team operates as a world class group with high trust levels.

This is a part in a series of articles on “Successful Supervision.” The entire series can be viewed on http://www.leadergrow.com/articles/supervision or on this blog.

Bob Whipple, MBA, CPLP, is a consultant, trainer, speaker, and author in the areas of leadership and trust. He is the author of four books: 1.The Trust Factor: Advanced Leadership for Professionals (2003), 2. Understanding E-Body Language: Building Trust Online (2006), 3. Leading with Trust is Like Sailing Downwind (2009), and 4. Trust in Transition: Navigating Organizational Change (2014). In addition, he has authored over 500 articles and videos on various topics in leadership and trust. Bob has many years as a senior executive with a Fortune 500 Company and with non-profit organizations. For more information, or to bring Bob in to speak at your next event, contact him at http://www.Leadergrow.com, bwhipple@leadergrow.com or 585.392.7763


Successful Supervisor 38 Maintaining the Ethical Edge

August 6, 2017

I spend a great deal of my time working to help organizations understand the benefits of running an ethical culture. Believe it or not, there are many highly placed leaders who believe that making ethical decisions means lowering the organization’s performance numbers.

The truth has been revealed in numerous books and articles that organizations that make the ethical choices, even though they may be difficult or costly in the short term, outperform unethical organizations by a factor of at least 1.5, often 2, or even more.

Producing an annotated bibliography is not the purpose of this article; if you want to read up on the topic, look up “Business Ethics” on Wikipedia. There are over 200 references listed.

As a “CliffsNotes” approach for this blog, I will refer you to the work of Raj Sisodia from his book “Firms of Endearment,” which is one data point among dozens that all point to the same conclusion: organizations that do the right thing, even though it is difficult at times, end up thriving.

I serve on the Board of Directors of the Rochester Business Ethics Foundation (RABEF), where we seek to celebrate local organizations that are running their businesses with high ethics and are benefitting from that practice. Rather than gripe about corner-cutting operations that sacrifice the long term health for short term gains, RABEF seeks to champion those organizations that are doing business the right way and gaining huge sustainable benefits, including higher trust for all stakeholders.

You may ask what has this to do with being a supervisor? Well, it has a lot to do with it. I will grant that the ethical tone of an organization starts at levels far above the supervisor, but dealing with ethical dilemmas occurs at all levels, and supervisors are not exempt from the pressures that sometimes lead to ill-advised decisions.

If you are a supervisor, I guarantee that you have to make many ethical decisions every day. You may not recognize them as such, but you are routinely confronted with the opportunity to make choices that support or undermine the ethical standards that are espoused by your organization.

The first, and most important, consideration is how you can tell if you are facing an ethical dilemma. Nobody is going to sneak up behind you, tap you on the shoulder, and whisper into your ear, “Pay attention Bub, this is an ethical choice you are making here.”

The answer is disarmingly simple: you are facing an ethical dilemma if it is unclear to you what the “right” decision is. There are positive and negative consequences for every course of action you might take. Think of it this way: if the “right” thing to do is evident, then you have no problem making an ethical decision.

Once you are aware that you have an ethical decision on your hands, you have arrived at the moment of truth. You can rationalize the situation and make the “easy” or “most popular” decision regardless of the ethical considerations and be done with it.

That action leads to a kind of dry rot within the group where you may actually be putting the larger organization on a slippery slope in terms of lost trust. Small unethical decisions often lead to larger ones, and at different levels, so the reasons why get obscured in the thinking process, and standards get lowered across the board.

Here are some suggested approaches that can protect you from making unethical decisions.

1. Clarify your values and make sure people know what they are

Values written on a chart on the wall are useless unless you follow them, even when it is difficult to do. By compromising on a core value when it makes you swallow hard to follow it, you show that the entire list is a sham, so not only do the values lack power, they actually reveal an hypocrisy that tells people we follow our values only when it is convenient to do so.

2. Consider the context and all stakeholders

Before wrestling with what the “right” approach is, you need to get the facts. Difficult ethical choices are contextual. For example, we would all agree that taking someone else’s property is an ethical violation, but if you find an interesting book someone left in a recycle bin, it would not be a violation to take it. Consider all of the stakeholders when gathering the facts around an issue.

3. Don’t deal with the decision in a vacuum

If you go through the logical calculation alone, you can often talk yourself into the expedient or less than ethical way out. That process ultimately leads to the need to explain your actions to others who can take pot shots at your judgment.

Once you recognize the “right” thing to do is hard to identify, get some help from others who might be able to add different perspectives to the discussion. This approach has the additional advantage of gaining buy-in of the decisions from others.

4. Look at the issue through different lenses

In ethics classes, we teach a whole array of methods to analyze ethical dilemmas. I will briefly outline just four of the more popular methods here, and you can look up about a dozen other ways in any ethics text.

o Utilitarian – Do the greatest good for the greatest number – Consider the whole population and do that which provides the highest value for most of the people.

o Limited Egoism – Attempt to help others and do not violate their rights – This method comes from your attitude in making a decision. You attempt to assist other people and do so with a sense of fairness.

o Kantian – All correct behavior must be reversible or reciprocal, i.e. follow the Golden Rule. If I take an action that impacts another person, would I be willing to have that action taken on me if the roles were reversed?

o Consistency – is a form of moral reasoning that employs counter examples. Explore some analysis of what would happen if conditions were different. For example, you might ask “would I make this decision if I was starving”?

Your decision could go one way when looking at the problem from a Kantian perspective but a different way if you focus on Utilitarianism. Having more than one perspective adds work and potentially confusion, but it does help with the depth of your analysis.

5. Make a concrete decision based on the logic you are using

Often supervisors will equivocate and postpone making a decision because of the difficulty. This is a trap. Kicking the can down the road to next month or delegating the decision upward because you cannot make a call are ways of procrastinating, but they lack commitment.

Make your decision once you have thought the problem through and consulted with others who might have alternate views.

6. Communicate your decision widely

Don’t just tell people what your decision was, but lead them through the logic you went through to make the call. It is usually good to go all the way back to one of your values, and then describe how your decision was based on adherence to that value.

You can share that other decisions were possible, but you feel, based on your analysis, that the one you made is the best long term course of action.

Leaders are faced with ethical dilemmas on a routine basis. It is how you react and deal with these decisions that will govern how well you do personally and how much trust your organization generates with all stakeholders. That increased trust is the basis for the productivity and profitability advantage of running an ethical organization.

This is a part in a series of articles on “Successful Supervision.” The entire series can be viewed on http://www.leadergrow.com/articles/supervision or on this blog.

Bob Whipple, MBA, CPLP, is a consultant, trainer, speaker, and author in the areas of leadership and trust. He is the author of four books: 1.The Trust Factor: Advanced Leadership for Professionals (2003), 2. Understanding E-Body Language: Building Trust Online (2006), 3. Leading with Trust is Like Sailing Downwind (2009), and 4. Trust in Transition: Navigating Organizational Change (2014). In addition, he has authored over 500 articles and videos on various topics in leadership and trust. Bob has many years as a senior executive with a Fortune 500 Company and with non-profit organizations. For more information, or to bring Bob in to speak at your next event, contact him at http://www.Leadergrow.com, bwhipple@leadergrow.com or 585.392.7763


Successful Supervisor 36 – Improving Virtual Communication

July 23, 2017

For the past couple decades, I have been fascinated by the topic of virtual communications. This topic was the subject matter for my second book, Understanding E-body Language: Building Trust Online.

For many supervisors, the need to communicate clearly in virtual situations is becoming more important. Unfortunately, very few supervisors have been trained on how to communicate well virtually. This article will provide some tips to help fill the void.

In most cases supervisors are local managers, and these people are not charged with managing teams in different parts of the world. For those supervisors who do deal with subordinates in remote locations, I recommend the work of my friend Nancy Settle Murphy and her wonderful searchable blog Guided Insights. She has a wealth of information on how to be an effective manager of remote teams.

This article is for supervisors who work with people locally, but do a lot of communicating with subordinates via some form of computer. I will use email as the example, because that is a common form of virtual communication, but the principles will apply to texting or any other non-verbal communication method.

1. Use the right mode of communication

For many applications, a digital note may be the expedient way to communicate, but it may well not be the best way. Consider whether having a face-to-face discussion or a phone call might be the more efficient route in the long run.

Having your cell phone or iPad in your hand is not a reason to use the wrong mode of communication for important topics.

2. E-mail is not a conversation

We often think of email as a type of conversation where one person makes a point and the other person responds. Thinking of e-mail communication like it is a conversation is very dangerous because the two modes are completely different.

When we converse with someone face to face, we modify the pace, tone, cadence, and even the content based on the visible reaction we are seeing in the other person. If we detect misunderstanding based on a quizzical facial expression, we know to back off and try a different approach.

In electronic communication, there is no ability to modify the message as you are giving it, and you get no feedback as the person is absorbing your points.

Therefore, if you start to diverge in terms of understanding, there is no way to correct the problem in real time. The disconnection simply grows as the reader plows on to the next point.

3. Get the right tone at the start

In any message, even a tweet, you need to set the tone at the very start so the other person understands your frame of reference. If not, the message can be read in a way that is totally opposite to your intention. With longer email messages, this is a critical element.

4. Keep the content brief

Twitter helps us in that regard, but the side effect is that sometimes the true intent can be lost in the extreme brevity. With social networking and email, less is often more, because people do not take the time to wade through mountains of text to get the meat.

5. Avoid Absolutes

If I write that you are “always late for meetings,” it is not likely an accurate statement. “You never call me,” is usually proven to be incorrect.

Even if an absolute word is technically correct, it has an accusatory tone that sets up a negative vibe in the mind of the reader who will try to prove the writer is incorrect.

6. Don’t play one upmanship

Escalating emails in an organizational context are familiar long strings of increasing rancor and expanding distribution. I call these diatribes “e-grenade battles.”

The antidote here is to refrain from taking the bait. Simply do not reply in kind to a message that gets under your skin. Instead, pick up the phone or walk down the hall to clear up any misunderstanding.

7. Read before sending

Depending on the gravity of the message, you should reread it at least twice before sending. With social networking this is also true.

Make sure you attempt to put yourself in the place of the reader. Think how the information might be misinterpreted, and make sure you spell things correctly, at least most of the time.

8. Recognize you cannot take them back

Most digital messages are permanent data. They do not atrophy with time like verbal communication does. You can apologize all you want, but the other person can demonstrate that you said this or that.

Make sure you write what you mean to communicate. Emails never go away.

9. Understand you lose control of the distribution

Once you push the send button, it is all over. You cannot get the message back or delete it. It is out there for the intended recipient and potentially any other person in the world to view.

That includes your harshest critics or worst enemies! We all learned that lesson in the last election. Email can become an Achilles Heel, because it can always be recovered somehow.

There are numerous other ways to improve digital communication, but if you keep these nine concepts firmly in your mind, you will have a much more fruitful interface with other people online in the long run.

This is a part in a series of articles on “Successful Supervision.” The entire series can be viewed on http://www.leadergrow.com/articles/supervision or on this blog.

Bob Whipple, MBA, CPLP, is a consultant, trainer, speaker, and author in the areas of leadership and trust. He is the author of four books: 1.The Trust Factor: Advanced Leadership for Professionals (2003), 2. Understanding E-Body Language: Building Trust Online (2006), 3. Leading with Trust is Like Sailing Downwind (2009), and 4. Trust in Transition: Navigating Organizational Change (2014). In addition, he has authored over 500 articles and videos on various topics in leadership and trust. Bob has many years as a senior executive with a Fortune 500 Company and with non-profit organizations. For more information, or to bring Bob in to speak at your next event, contact him at http://www.Leadergrow.com, bwhipple@leadergrow.com or 585.392.7763