January 21, 2022
Several decades ago, the now-deceased quality guru, W. Edwards Deming came up with a list of 14 key points for leaders that would accomplish what he called “profound knowledge.” Point number 8 on his list was “Drive out fear.”
I believe this was one of the most powerful concepts on his famous list. The reason is that the absence of fear is a prerequisite for higher trust, and trust is the most important ingredient to higher organizational productivity. In this article, I will share seven tips to help drive out fear.
Fear is one of the most basic of human instincts. It is fear that allowed humanoids to survive during primitive times, and it is still the basis of survival today. Without fear, you would not be able to take proper precautions.
We must also understand that Deming wrote his famous 14 points in a very different environment from what we are experiencing currently. With the challenges of a worldwide pandemic, the omnipresence of fear is lurking in every home and organization every day. Yet, my contention is that the best leaders are still trying to model the seven behaviors listed below, albeit suitably modified to fit current conditions.
Too much constraining fear in the organizational context can produce a gridlock of activities among the people that prevent the establishment of trust. That can happen in the best of times or the worst of times. Let’s look at some tips that leaders can use to reduce the fear in the workplace, and thus help to increase trust.
Be more transparent
When leaders keep people in the dark about what things are happening that can affect them, it is only natural they will become afraid. When leaders contemplate draconian actions in sealed conference rooms, the word spreads.
Sometimes future actions must not be shared for legal reasons, but in many cases, leaders attempt to shelter people from possible actions because they do not want to cause panic.
That attitude is false logic. More panic ensues from speculation than would be present if leaders provided full disclosure.
Reinforce Candor
Praise rather than punish people for sharing their observations about inconsistencies. In most organizations, people do not believe it is safe to tell leaders the truth about their observations. Their livelihood might be at stake.
When leaders invite open dialog on sensitive issues and reinforce people who verbalize their fears, it tends to extinguish the rumor mill and build a foundation of higher trust. Fear is lower in such an environment because people have psychological safety.
Be Kind
Treating people with dignity and respect is nothing more than following the Golden Rule. If leaders consistently treated people the way they would like to be treated if the roles were reversed, there would be much less fear in the workplace. When people feel intimidated or bullied, they naturally cower in fear of what might happen to them.
Develop more Emotional Intelligence
Emotional Intelligence is your ability to understand emotions and your skill at being able to use that knowledge to manage yourself and your relationships with others. This skill allows leaders to act in ways that foster open dialog and lower fear.
A very good book to help people gain higher EQ is Emotional Intelligence 2.0 by Bradberry and Greaves. I use the book in all my leadership courses.
Level with people
Be honest with people and let them know of any improvement opportunities in a supportive way. When people know that you are sincerely trying to help them improve, they will be less fearful.
Each person has some insecurity regardless of his or her history. Helping people grow is a great way to lower fear.
Care about others
Fear has a hard time growing in an environment where people truly care about each other. The expressions of empathy and sympathy when people are struggling mean they will feel supported in their darkest hours. They foster courage and faith that most problems are only temporary setbacks, and that life itself is an amazing journey.
Trust other people
When trust is present, fear has a hard time surviving. When leaders show that they have faith in the ability of people to do the right things, then they do not project a kind of “gotcha” environment that is evident in many organizations. The result is that people are not on edge wondering when the next outburst will occur.
The absence of unnecessary fear is a huge benefit for any organization. Some fear is good for the self-preservation of individuals and organizations, but keeping it at the lowest possible level is liberating and will bring out the best in people.
Bob Whipple is CEO of Leadergrow, Inc. an organization dedicated to growing leaders. Website www.leadergrow.com BLOG www.thetrustambassador.com He is author of the following books: The Trust Factor: Advanced Leadership for Professionals, Understanding E-Body Language: Building Trust Online, and Leading with Trust is Like Sailing Downwind
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Posted by trustambassador
November 11, 2020
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. These are not good for diagnosing problems or specifying corrective action, but they can tell you where you stand quickly. Here is one of my favorite measures.
Demonstrate Integrity
Lou Holtz, the famous football coach had a remarkably simple philosophy of doing business. It consisted of three simple little rules: 1) Do Right, 2) Do the best you can, and 3) Treat other people like you would like to be treated.
The basic Do Right Rule means acting with integrity. If doing what is right is such a basic and easy thing, why am I even bothering to write about it?
It’s simple; most leaders have a hard time figuring out what the right thing is. That is a stunning indictment to make, but I really believe it is true on occasion. Reason: in the melee of everyday challenges, it is so easy to make a judgment that seems right under the circumstances, but when extrapolated to its logical conclusion it is really not ethical, or moral, or it is just plain dumb.
Rationalization
For a leader, it is easy to rationalize the particular situation and convince yourself that something marginal is really OK to do “all things considered.” There must be a safeguard for this common problem. There is, and I will reveal it later in this article.
The Problem Escalation
I believe that most of the huge organizational scandals of the past started out as subtle value judgments by leaders in their organizations. There was a decision point where they could have taken path A or path B. While path B was “squeaky clean” in terms of the ethics involved, path A was also perfectly logical and acceptable based on the rules in place at the time and was also somewhat more profitable than Path B.
The problem is that if path A was acceptable today, then A+ would be fine the next day, and A++ the next. Other people would get involved, and the practice would get more embedded into the culture.
Eventually, after a few years, it was clear that rules were being bent all over the place in order for the organization to look good to investors. There was no convenient way to roll back the ethical clock, nor was there any impetus. They seemed to be “getting away with it.”
Ultimately the practice, whether it was Enron’s disappearing assets or Bernie Madoff’s Ponzi Scheme, became too big to hide and things blew up.
My contention is that these people were not intending to do bad things originally, they just got caught up in what Alan Greenspan called irrational exuberance and had no way to quit the abuse. Of course, by that time they really were evil people doing evil things, but I believe it did not start out with those intentions.
At the start I believe these leaders were truly blind to the origin of corruption that brought down their empires and bankrupt thousands of individuals in the process.
The Antidote
How can leaders protect themselves from getting caught up in a web of deception if they were originally blind to the problem? It’s simple; they needed to create a culture of transparency and trust whereby being whistle blower was considered good because it protected the organization from going down the wrong path.
Imagine if the culture in an organization was such that when someone (anyone) in the company was concerned about the ethics of current practice and he or she brought that concern to light, there would have been a reward rather than punishment.
To accomplish this, leaders need to reinforce candor, in every phase of operations. It has to be a recognized policy that seeing something amiss brings with it an obligation to speak up, but that is OK because speaking up will bring rewards.
When leaders at all levels reward the whistle blower, it sets up a culture of high trust because it drives out fear. One of my favorite quotes is, “The absence of fear is the incubator of trust.”
The concept or rewarding candor creates opportunities for leaders to see things that would otherwise be hidden and take corrective action before the tsunami gets started.
It also allows leaders to be fallible human beings and make mistakes without having them become a reason for them to spend the rest of their life in jail.
So here is a good test of your leadership ability. How transparent is your organization? Do you truly reward employees when they bring up things that do not seem right to them, or are they put down and punished?
Bob Whipple is CEO of Leadergrow Inc., a company dedicated to growing leaders. He speaks and conducts seminars on building trust in organizations.
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Posted by trustambassador
September 9, 2020
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. These are not good for diagnosing problems or specifying corrective action, but they can tell you where you stand quickly. Here is one of my favorite measures.
Lack of Fear
Good leaders create an environment where there is less fear. That does not mean there is never any fear within the organization.
Sometimes scary stuff is needed in order for the organization to survive. But in those times of uncertainty, great leaders redouble their communication activities to keep people aware of what is going on.
In draconian times, it is the lack of solid reliable information that causes the most fear. When leaders are as transparent as possible, it leads to open communication. This means lower fear, and higher trust, even when things are not pleasant.
Nature hates a vacuum. If you have a bare spot in your lawn, nature will quickly fill it in with something, usually weeds.
If you take a bucket of water out of a pond, nature will fill in the “hole” immediately.
When you open a can of coffee, you hear the rush of air coming in to replace the vacuum.
So it is with people, if there is a void of information, people will find something to fill in the void – usually weeds.
That is why rumors attenuate in a culture of high trust. There is no fuel to keep the fires of gossip going. Leaders keep people informed of what is going on all the time. This helps people vent their fears and focus on the tasks at hand, even if they are involved with unpleasant things.
Great leaders also create a culture of psychological safety such that people know they will not be punished when they share their true feelings. In addition, great leaders foster emotional safety because they show empathy for what others are going through.
By creating a culture of excellent communication and low fear, outstanding leaders foster an environment where trust will grow, even if there are hard times.
Bob Whipple is CEO of Leadergrow Inc., a company dedicated to growing leaders. He speaks and conducts seminars on building trust in organizations.
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Posted by trustambassador
August 20, 2020
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. These are not good for diagnosing problems or specifying corrective action, but they can tell you where you stand quickly. Here is one of my favorite measures.
Level of Trust
Good leaders create a legacy of trust within their organization. I have written elsewhere on the numerous hallmarks of an organization with trust as opposed to one that has no trust.
Is there a quick and dirty kind of litmus test for trust? Think about how you would know if an organization has high trust.
You can do extensive surveys on the climate or call in an expensive consultant to study every nook and cranny of the organization, but that is not necessary.
All you need to do is walk into a meeting that is going on and observe what you see for about 5 minutes. You can get a very accurate view of the level of trust in what Malcolm Gladwell calls a “thin slice” of a few minutes watching a group.
Look at how the people sit. Are they leaning back with arms crossed and rigid necks, or are they basically leaning either in or toward the other people next to them?
Observe the look on the faces of people in the meeting. Can you see pain and agony, like they do not want to be there but are forced to endure the agony till the boss adjourns?
Listen to how people address each other. Is there a biting sarcasm that seeks to gain personal advantage by making other people in the room look small, or do the people show genuine respect and even affection for each other?
See how individuals interact with the leader. Is it obvious that everyone is trying to help the leader or are they trying to trip him up or catch him in a mistake? Do the participants show a genuine respect for the leader?
Is there a willingness to speak up if there is something not sitting right – for anyone, or is there a cold atmosphere of fear where people know they will get clobbered if they contradict the leader? In other words, is there psychological safety in this group?
If there is work to be done are there eager volunteers or does everyone sit quiet like non bidders at an auction?
Is the spirit of the meeting one of doom and gloom or is the group feeling like masters of their own fate, even when times are rough?
Do the people focus on the vision of what they are trying to accomplish, or do they focus on each other in a negative way. The former is an indication of a high trust group while the latter is how low trust groups interact.
These are just a few signs you can observe in only a few minutes that will tell you the level of trust within the group. That trust level is an accurate reflection of the caliber of the leader.
I used to tell people that I could tell the climate of an organization within 30 seconds of watching a meeting. You can actually see it in the way people interact with each other.
Bob Whipple is CEO of Leadergrow Inc., a company dedicated to growing leaders. He speaks and conducts seminars on building trust in organizations.
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Posted by trustambassador
March 22, 2020
We are all familiar with the word “toxic” and recognize that toxic substances are known to cause human beings serious injury or death. We are also aware that some individuals have mastered the skill of being toxic to other people.
When a toxic person is the leader of an organization, the performance of that unit will typically be less than half what it would be under a leader who builds trust. There is documented evidence (see Trust Across America statistics) that high trust groups outperform low trust groups by a factor of two to five times.
Thankfully, the majority of leaders are not toxic. One estimate given by LTG Walter F. Ulmer in an article entitled “Toxic Leadership” (Army, June 2012) is that 30-50% of leaders are essentially transformational, while only 8-10% are essentially toxic. The unfortunate reality is that one toxic leader in an organization does such incredible damage, he or she can bring down an entire culture without even realizing it.
Why would a leader speak and behave in a toxic way if he or she recognizes the harm being done to the organization?
Is it because leaders are just not aware of the link between their behaviors and performance of the group?
Is it because they are totally unaware of the fact that their actions are toxic to others?
Is it because they are lazy and just prefer to bark out orders rather than work to encourage people?
While there are instances where any of these modes might be in play, I think other mechanisms are responsible for most of the lamentable behaviors of toxic leaders.
Toxic leaders do understand that employees are generally unhappy working under them. What they fail to see is the incredible leverage they are leaving off the table. They just do not believe there is a better way to manage, otherwise they would do that.
If you are in an organization, there is a possibility you are in daily contact with one or more toxic leaders. There are three possibilities here: 1) you have a leader working for you who is toxic, 2) you are a toxic leader yourself, but do not know it or want to admit it, or 3) you are working for a toxic leader or have one higher in the chain of command. I will give some tips you can use for each of these cases.
Toxic Leader Working for you
This person needs to become more aware that he or she is operating at cross purposes to the goals of the organization. Do this through education and coaching. Once awareness is there, then you can begin to shape the behavior through leadership development and reinforcement. It may be that this person is just not a good fit for a leadership role. If the behaviors are not improved, then this leader should be removed.
You are a toxic leader
It is probably not obvious to you how much damage is being done by your treatment of other people. They are afraid to tell you what is actually going on, so you are getting grudging compliance and leaving their maximum discretionary effort unavailable to the organization. Trust will not grow in an environment of fear.
The antidote here is to genuinely assess your own level of toxicity and change it if you are not happy with the answer. This can be accomplished through getting a leadership coach or getting some excellent training. Try to read at least one good leadership book every month.
You are working for a toxic leader
In my experience, this is the most common situation. It is difficult and dangerous to retrofit your boss to be less toxic. My favorite saying for this situation is, “Never wrestle a pig. You get all muddy and the pig loves it.”
So what can you do that will have a positive impact on the situation without risking loss of employment? Here are some ideas that may help, depending on how severe the problem is and how open minded your boss is:
1. Create a leadership growth activity in your area and invite the boss to participate. Use a “lunch and learn” format where various leaders review some great books on leadership. I would start with some of the Warren Bennis books or perhaps Jim Collins’ Good to Great.
2. Suggest that part of the performance gap is a lack of trust in higher management and get some dialog on how this could be improved. By getting the boss to verbalize a dissatisfaction with the status quo, you can gently shape the issue back to the leader’s behaviors. The idea is to build a recognition of the causal relationship between culture and performance.
3. Show some of the statistical data that is available that links higher trust to greater productivity. The Trust Across America Website is a great source of this information.
4. Bring in a speaker who specializes in improving culture for a quarterly meeting. Try to get the speaker to interface with the problem leader personally offline. If the leader can see some glimmer of hope that a different way of operating would provide the improvements he or she is seeking, then some progress can be made.
5. Suggest some leadership development training for all levels in the organization. Here it is not necessary to identify the specific leader as “the problem,” rather, discuss how improved leadership behaviors at all levels would greatly benefit the organization.
6. Reinforce any small directional baby steps in the right direction the leader inadvertently shows. Reinforcement from below can be highly effective if it is sincere. You can actually shape the behavior of your boss by frequent reminders of the things he or she is doing right.
It is a rare leader who will admit, “Our performance is far off the mark, and since I am in charge, it must be that my behaviors are preventing people from giving the organization their maximum discretionary effort.”
Those senior leaders who would seriously consider this statement are the ones who can find ways to change through training and coaching. They are the ones who have the better future.
Most toxic leaders will remain with their habits that sap the vital energy from people and take their organizations in exactly the opposite direction from where they want to go.
Another key reason why toxic leaders fail to see the opportunity staring them in the face is a misconception about Leadership Development. The typical comment is, “We are not into the touchy-feely stuff here. We do not dance around the maypole and sing Kum-ba-yah while toasting marshmallows by the campfire.”
The problem here is that several leadership training methods in the past have used outdoor experiential training to teach the impact of good teamwork and togetherness. Senior leaders often feel too serious and dignified for that kind of frivolity, so they sit in their offices and honestly believe any remedial training needs to be directed toward the junior leaders.
To reduce the impact of a toxic leader, follow the steps outlined above, and you may be able to make a large shift in performance over time while preserving your job. You can even use this article as food for thought and pass it around the office to generate dialog on how to chart a better future for the organization.
Bob Whipple, MBA, CPLP, is a consultant, trainer, speaker, and author in the areas of leadership and trust. He is the author of: The Trust Factor: Advanced Leadership for Professionals, Understanding E-Body Language: Building Trust Online, and Leading with Trust is Like Sailing Downwind. Bob has many years as a senior executive with a Fortune 500 Company and with non-profit organizations.
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Posted by trustambassador
March 16, 2020
Does your organization establish goals that seem impossible to reach? If so, you are not alone.
Many organizations go through a negotiation process with individuals and teams to establish annual performance goals. Often, the person or team is asked for their opinion on the best that can be achieved in the following year.
Then, just for good measure, senior managers tack on an additional 15 to 25% and set that as the target goal.
When employees learn to anticipate this markup process, they instinctively sandbag their initial offer to account for the anticipated bump by senior management. It becomes a game of cat and mouse to establish reasonable stretch goals, and in the end, the organization and its employees suffer.
I believe a better process starts with an understanding of what the entire organization needs and then breaks down individual and team performance goals that will ensure the organization meets its commitments.
Quite often, goals set by senior managers seem unrealistic or unobtainable, which has a significant negative impact on trust. When this happens, employees take on a fatalistic viewpoint that the team has no chance to perform up to expectations. Team members hope they can achieve the goal, but deep down they don’t believe it is possible.
This sequence creates a Pygmalion effect where the negative outcome is nearly guaranteed.
The truth is, you cannot “hope” your way to success. You must believe and expect success for it to become reality.
When stretching for seemingly impossible goals, the most important ingredient is not technology, market size, manufacturing capacity, quality processes, sales force expertise, HR policies, or any other tangible enablers. The most important ingredient is belief.
This fundamental principle has been identified by philosophers and social psychologists numerous times throughout history. It seems that, through the ages, our civilization keeps discovering the same ideas. Here are a few famous quotations from historical figures you may recognize. Notice how they all say the same thing in different words.
Zig Zigler – “When you believe it, you will see it.”
Earl Nightingale – “We become what we think about.”
Brian Tracy – “If you think you can do it and hang on to that vision, you will accomplish it.”
Henry Ford – “If you think you can, or if you think you can’t… You are right.”
Lou Holtz – “If you get people to believe in themselves, they will set bigger goals.”
Maxwell Maltz – “What you believe will happen actually becomes physical reality.”
Norman Vincent Peale – “The power of positive thinking: No success occurs without it.”
Andrew Carnegie – “You will not be able to do it until you believe you can do it.”
Tony Robbins – “Beliefs have the power to create and the power to destroy.”
Napoleon Hill – “What the mind can conceive and believe, it can achieve.”
This list is just a small sample of available quotations on the same topic. The phenomenon of creating success by visualizing it already being accomplished is well known.
Unfortunately, most teams in the working world have forgotten this time-honored wisdom. They wring their hands and lament that achieving the goal set out by management is simply impossible. Well of course it is impossible if they believe that.
Quite often, teams believe they can’t accomplish the goal because they cannot visualize how it could possibly be done. It is important to not get discouraged at the start because the “how” is not evident. Forget about how you will accomplish a goal; simply set out to believe that it will happen.
There are many tools available that can help you accomplish the goal. Resolve to find the right ones for your situation. If you do that, you will achieve the goal in ways you could not possibly imagine at the outset. Unfortunately, it is easy to experience the pangs of fear, especially in an environment of low trust.
The antidote is to teach individuals and teams to re-train their brains so that they drive out any thought of failure. Set the goal high, and then use all the power of mind over matter to make that goal a reality.
That sounds so simple, but it is very difficult to gain the skills required to believe rather than doubt.
Experts like the ones above, have taught us that if we reiterate an affirmative statement that we not only intend to meet the goal but to exceed the goal, then repeat that phrase in earnest at least twice a day for 30 consecutive days, we will actually bring forth a vital energy that was unavailable prior to the new mindset.
It is not the rote repeating of an affirmation that makes the difference. The method gives us a chance to catch the difference between the positive attitude and any negative thoughts or feelings that arise. We then have a moment of truth where we have the opportunity to examine what is holding us back.
As we address these self-limiting beliefs, we can come into mental and emotional alignment and resonance with the affirmation. We become energetically congruent with the vision, and that brings forth powers that are truly amazing.
Having this resonance and congruity changes everything. Of course, a positive mental attitude is not the only factor that will allow us to meet difficult goals.
We have to have a good plan, we have to execute well, we have to have high trust and great teamwork, we have to work incredibly hard, we must employ lean and six sigma principles, we need the right technology and resources, and, yes, we sometimes need some luck.
The truth is that by having the right frame of mind at the outset, we enable the other necessary elements to materialize in the physical world. When we expect and believe we will achieve the goal, sometimes the elements required to accomplish it materialize as if by magic. It is not magic; it is simply how the universe works.
I am not reporting anything new here, but I believe it needs to be reiterated, especially when goals for the next increment of time are being set. This is the time to create a new mindset that will allow you and your team to consistently reach or exceed seemingly impossible goals.
Bob Whipple is CEO of Leadergrow Inc.
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Posted by trustambassador
February 14, 2020
A person who is experiencing fear may show it in several different ways with his or her body language.
In this article I will highlight the most common ways people express fear without speaking. First, we need to understand that there are an infinite number of different sources and magnitudes of fear.
You might be afraid that the rumor you heard about a layoff this month could be true. Depending on your seniority and several other factors, you could be afraid of losing your job.
On the other extreme, I may be convinced there is a thief with a gun in my apartment about to enter the room where I am trying to sleep.
The type and intensity of the body language signals will depend not only on the reason I am afraid but also my current ability to tolerate uncertainty and not show it. This spectrum of signals makes the interpretation of one’s body language signals a chancy endeavor.
As with all body language, when trying to interpret what you see, you need to take into account several factors:
1. Is there a cluster of signals that all point in the same direction? If so, that will greatly enhance a correct diagnosis
2. Is this person from a culture different from the one I am most familiar with? Although fear is a primal feeling, how it is expressed in body language can be unique to a specific culture. The likelihood of misinterpretation goes up dramatically if you are observing a person from a different culture than your own.
3. Is the observed body language as a result of a specific stimulus or is it a habitual pattern for this person?
4. If there is a specific stimulus, is the reaction immediately following the stimulus, or is there a delayed reaction?
5. Is the person picking up and mimicking another person who is making an overt signal of fear? If so, the gesture may not be genuine; it could be an imitation.
6. Is the person making an attempt to hide the emotion, or is the reaction obvious to everyone?
7. Is the person consciously attempting to look a certain way or is the reaction an unconscious and authentic gesture, at least at first?
These are the main factors that will influence the specific gesture in reaction to fear. Here are some of the common facial and body reactions to fear that we have all seen at some point.
Contorted Facial Muscles
The narrowing of the eyebrows and wrinkling of the forehead is a pretty good give away that the person is experiencing fear. You need to be careful though, because the same facial contortions are common with anger. Look for more corroborating signals.
Hands to the mouth
Usually both hands will go to the mouth when a person is experiencing high fear. It may take the form of symbolically biting the nails, or it may be to actually cover the mouth and eyes. The person is trying to disappear from sight.
Arms outstretched
Another gesture of fear is a kind of blocking motion made by outstretching the arms in front of the person with palms facing the thing being blocked. Here, the idea is to put up a figurative wall between yourself and the offending person, animal, or thing. In this gesture, the head may be lowered and shoulders raised as we cower in fear. The posture is to make yourself a smaller target.
Behind an object or blanket
Children will often express fear by hiding behind something, like a couch cushion or a blanket, then the gesture is to peek out ever-so-slightly from behind the safety of the screen. Adults often hide behind other items or excuses. If one is afraid of the outcome of an effort, the fear may be manifest in procrastination.
Open mouth
The mouth is usually open when a person is experiencing high fear. The idea is to give a symbolic primal scream, even if the sound is inaudible. People in fear do not look tight lipped, instead they normally will be showing their teeth.
In a business environment, be alert to less obvious, but symbolically equivalent signs of fear in a person. Reach out to determine the nature of the fear and attempt to engage the person in some dialog about it.
The verbalization of fear and the brainstorming of ways to mitigate the angst are both ways to calm the person down. Helping another person who is in mild fear regain his equilibrium is an excellent way to build rapport and trust.
Adults develop patterns to help them deal with fear in ways that may not show in overt body language. They use compensating actions, and if you can recognize these signs, you can address the underlying cause to help the person, even though no specific physical signals are evident.
This is a part in a series of articles on “Body Language” by Bob Whipple “The Trust Ambassador.”
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Posted by trustambassador
January 17, 2020
The gesture of putting one’s fist in the air is a very common one, but it can cause misunderstandings if you do not couple it with corroborating signals.
Part of the confusion is that the different meanings are at opposite ends of the emotional spectrum. For example, the fist-in-the-air gesture at a football game would normally be a way to cheer on your team to victory, while if there were protesters outside the stadium, that same gesture could signify rebellion, hatred, or anger.
In order to ascribe the correct meaning to the fist-in-the-air gesture, you must factor in the context in which it is given and most importantly the facial expressions that accompany it.
When this gesture is seen in public, it is normally part of a group activity where many people are giving the same signal. It is possible to observe the gesture on the part of just one person, but that is rare.
In this brief article, I will describe several applications where the fist in the air might be observed along with the most likely message being sent.
A cheer of support
A fist in the air can be a supportive gesture among team members similar to a high five. It means we are all together, and we are united in a common cause. We support each other and cheer each other on with the gesture.
For example, you might see a sales team at their convention use this gesture when it is announced that the team met the aggressive sales goal for the year. Everyone would enjoy the year-end bonus as a result of reaching the challenging goal.
Appreciation
You can witness the fist in the air gesture among adoring fans at a rock concert. You will see many people in the audience highly animated jumping up and down with their fists in the air as they sing along to the lyrics.
Defiance
You can also see the fist in the air at political or social rallies. The connotation here is still that we are united in a purpose, but in this case it is often a negative form of protest.
In the Workplace
Workers can display their anger over a new policy being introduced by having many people in a meeting start showing their fists in the air.
At times like this, the leader who is conducting the meeting needs to see the anger building up and make a preventive statement before the gesture is taken up by most of the workers and it becomes like a mob scene.
For example, the leader might see one person starting to put his fist in the air and say something like:
“I know this is not going to be a popular move, but I wanted to share the information with you candidly as early as possible, because you have a right to be informed of the action. You also have the right to understand the reason this action was unavoidable. I will explain some ways we can get through this difficult time together.”
Warning
A fist in the air done by an individual may be a warning to keep physical or emotional distance. The idea here is to tell the other person to back off or face a possible sock in the jaw. The gesture may be accompanied by a shaking of the fist as the wicked witch did in “The Wizard of Oz.” As she shook her fist she cackled, “I’ll get you my pretty, and your little dog too.”
In a work setting, you can avoid this kind of acrimony by having acceptable behaviors identified in advance. If the whole team has agreed to treat each other respectfully, then the threats or warnings will be fewer.
Hate
When the gesture is coupled by a stiff arm, it is more serious and an indication of extreme prejudice against a person, group, or ideal. Another dead give away for this attitude is the facial expression. If the person looks angry, then chances are he is expressing some form of hatred.
The news showed an example of that at a White Supremacists Hate Rally at University of Virginia in 2017. Many of the marchers had their fist in the air as they chanted “Jews will not replace us.”
I once witnessed a large group of union workers with their fists in the air to express frustration and lack of trust with the management group. This public display of extreme disapproval was a major setback for the organization. It took months of effort to rebuild the respect of these workers.
The lesson here is to intervene with corrective measures before the frustration boils up to the point where people are shaking their fists in the air. Once people start using this gesture, it is a long and expensive road back to stability.
There are numerous examples of organizations that have pushed workers too far experience the push back of rebellion. The antidote is to build and maintain a culture of trust so that people feel heard and appreciated all along. That way the resentment never builds up to the boiling point.
Resolve or unyielding
When coupled with a clenched jaw and slight scowl, the fist in the air signifies an unyielding posture to what is going on. I am reminded me of the lyrics to a song, “I Won’t Back Down,” by the late Tom Petty:
I’ll stand my ground
Won’t be turned around
And I’ll keep this world from draggin’ me down
Gonna stand my ground
And I won’t back down.
You can see that there is a wide spectrum of possible meanings to a fist in the air gesture. You must be alert to the circumstances and the facial expressions to pick out an accurate meaning.
If you sense frustration building up, take special care to mitigate the damage before people start shaking their fists or you will be in for a long recovery. If you have managed to build trust by reducing the fear in your organization, you are less likely to need to take remedial actions.
This is a part in a series of articles on “Body Language” by Bob Whipple “The Trust Ambassador.”
1 Comment | Candor creates trust, Communications, Enabling Actions, HR, leadership, Mergers, News, Organization, Transparency, Trust, Trust and breach of trust, Trust and fear, Trust and respect | Tagged: acrimony, anger, appreciation, back down, cheer, corroborating, defiance, distance, fans, fear, football, frustration, goal, hate, hatred, misunderstandings, mob, protest, public, rebellion, Resolve, Respect, rock concert, sales, support, The Wizard of Oz, Tom Petty, Trust, union, warning, white supremacist, workplace | Permalink
Posted by trustambassador
October 29, 2019
There are hundreds of assessments for leaders. The content and quality of these assessments vary greatly. 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.
Strong leaders are enablers
On this dimension there is a stark contrast between great leaders and poor ones. In organizations with great leaders, people view their leaders as enablers. They provide a clear and believable vision of the future that is truly compelling to the workers.
They provide the resources and support required to reach that vision. They engage and empower people to put their best efforts into the journey toward success.
They celebrate the small wins along the way. If there is a problem, the leaders work to reduce or eliminate it.
Strong leaders also enable trust by creating a SAFE environment where people are not afraid to express their true thoughts.
Weak leaders are the opposite
When leaders are weak, you see the exact opposite. Leaders are viewed by the employees as barriers. They get in the way of progress by invoking bureaucratic hurdles that make extra work.
They use a command and control philosophy that stifles empowerment. There is a foggy vision or the vision is not that exciting to employees. Like if they struggle to make it happen, the result will not be so great.
Weak leaders destroy trust by creating fear within their organization.
A real example
I felt that kind of leadership in my final years with a company I once worked for. The vision was very clear; they had to shrink their way to success. That meant huge stress and more workers who would be let go year after year.
What an awful vision! I left and never looked back. In organizations with that kind of vision, people feel they are operating with both hands tied behind their backs. Fear lurks around every corner.
This condition leads to poor performance, and so the leaders pour on more and more pressure to compensate. It is a viscous circle that reminds me of the water funnel in a toilet. In fact, it is very much like that.
If you want to measure the caliber of a leader, just start asking the people in the organization if that leader is an enabler or a barrier to progress. Their answer will tell you quickly how talented that leader is.
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.
Leave a Comment » | Candor creates trust, Communications, Enabling Actions, HR, leadership, Teamwork, Transparency, Trust, Trust and motivation | Tagged: barriers, bureaucratic, celebrate, enable vision, fear, foggy, journey, performance, pressure, problems, safety, shrink, talent, toilet, Trust | Permalink
Posted by trustambassador
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.
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Posted by trustambassador