Management Principles – Page 6 – Doug Dickerson on Leadership

Five Ways to Protect Office Morale

Posted March 8, 2014
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4 Comments on Five Ways to Protect Office Morale

Never hold discussions with the monkey when the organ grinder is in the room – Winston Churchill

The early American Indians, as the story goes, had a unique practice of training young braves. On the night of a boy’s thirteenth birthday, after learning hunting, scouting, and fishing skills, was put to one final test. He was placed in a dense forest to spend the entire night alone. He was blindfolded and taken several miles away. When he took off the blindfold, he was in the middle of a thick woods and he was terrified.

Every time a twig snapped, he visualized a wild animal ready to pounce. After what seemed like an eternity, dawn broke and the first rays of sunlight entered the interior of the forest. Looking around, the boy saw flowers, trees, and the outline of a path. Then, to his utter astonishment, he beheld the figure of a man standing just a few feet away, armed with a bow and arrow. It was his father. He had been there all along.

Good leaders know a thing or two about protecting that which is important. The success of your business or organization is linked to the morale of its employees or volunteers. While everyone’s happiness is not the responsibility of the leader, it is in the best interest of the leader to see to it that strong morale in the work environment is maintained for maximum benefit.

Why does this matter to the leader and why should it be on his or her radar? Workplace morale seems to always be a challenge. The Daily News last year (http://nydn.us/1insfoc) cited a Gallup report showing that 70% of Americans polled either hate their job or are “disengaged” from their work, and even perks don’t work if they’re unhappy with management. Until you make the building and maintain of strong morale a priority it will continue to be a negative issue you contend with. Here are five ways you can work to protect it.

1.) Put others first.

This is a basic leadership principle but one that yields high returns when applied. System-wide, when people within your organization learn to put others first it sends the message that you are committed not only to your own success but to the success of those you work with. The all-in is a signal of your buy-in which makes coming to work much more pleasant. When you don’t have to question where others loyalties it’s like a breath of fresh air. You build and protect morale by putting others first.

2.) Have your people’s backs.

Nothing will promote strong morale among your people quicker than when they know you have their backs. You give your team the ability to excel and create when they know you support them and when they know you have their backs not just in the good times but in the down times. Loyalty cuts both ways and when you demonstrate it both in words and actions you are protecting your morale not just for today but for tomorrow. Having their backs is about trust and it is a much needed stabilizer when team members don’t have to second guess you.

3.) Keep your word.

Protecting morale is saying you will have their backs and then having it. Having the backs of your people is not giving them carte’ blanch for things that are not in keeping with your values and goals. But it is about you as the leader giving team members permission to use their creative powers to grow and produce. You keep your word by giving your support and equipping them with the necessary tools for their development. You keep your word by being their chief defender when they come under unfair attacks. Keep your word and you will protect morale. It’s an issue of respect.

4.) Be consistent

Nothing will undermine the morale in your office or organization quicker than the inconsistencies of the leadership. Sadly, petty turf wars, jealousies, and office politics can sabotage office morale when self-interests and the actions of a few create a climate that affects the whole. As the leader, this is on-going battle you must be on guard against. A strong leader will be consistent in their dealings with everyone.

5.) Effective communication

There is a difference between regular communication and effective communication. A smart leader will not take it for granted that just because they put forth information that it is enough. George Bernard Shaw said, “The single biggest problem in communication is the illusion that it has taken place.” Effective leaders communicate, and protect morale, not by edict but by relationship. The burden is on you, not your people, for how well you communicate. Don’t leave it to chance. Protect morale by strong communication skills.

What do you say?

I invite your feedback!

1. What have been the biggest contributors to poor office morale that you have experienced?

2. Which one of these five tips would be most helpful in your office?

3. What would you add to the list?

4. What additional encouragement would you give to fellow leaders?

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Three Boundary-Busters Every Leader Must Face

You’re the same today as you will be in five years except for two things: the people you meet and the books you read. – Charlie “Tremendous” Jones

About 350 years ago, as the story is told, a shipload of travelers landed on the northeast coast of America. The first year they established a town site. The next year they elected a town government. The third year the town government planned to build a road five miles westward into the wilderness.

In the fourth year the people tried to impeach their town government because they thought it was a waste of public funds to build a road five miles into a wilderness. Who needed to go there anyway?

Here we had people who had the vision to see three thousand miles across an ocean and overcome great hardships to get there but in a few short years were not able to see even five miles out of town. They had lost their pioneering vision. They were unable to move beyond their current boundaries.

If not careful, we too can get stagnant where we are and not move forward with fresh thinking and ideas. Expanding your borders as a leader and as an organization is about growth. Will your current way of thinking cause you to move forward in a positive way? Are you placing limits on the possibilities that could be yours? Here are three boundary busters that I think held the people back 350 plus years ago that could be holding you back today.

Having a big vision without the big picture.

Initially the people knew what they were signing up for and went along. But the vision that took them 3,000 miles at the start would not take them five additional miles at the end. Buy-in at the beginning of your vision is imperative but if there is no big picture to motivate your people to its completion it’s tragic.

An unfulfilled vision will frustrate you as a leader and disillusion your people. If you want to expand your boundaries beyond where you are today then your people must see the big picture. Open it up to them. Let them see the steps in the process and why they are needed. Do your people know your ten year plan? How about a five year plan? Do you know it? When your vision is clear then the big picture will make sense but not until then. If you want your followers to know it then it’s up to you as the leader to share it.

Limitless possibilities constrained by limited accomplishment.

The first few years these new travelers did what was necessary. They established a town site and government. By all accounts they were making progress. But a shift happened. Their thinking changed. What do you suppose happened? My guess is that the urgency of the vision that brought them there has now settled and they have become comfortable.

Complacency is a threat to any organization and leader. When you allow yourself and those you lead to “auto-pilot” their work, goals, or expectations then you have become settled. You may not be losing ground but you are certainly not gaining any. The townspeople could not see the big picture because they were comfortable. Never mind that they could have expanded their borders and improved their way of life. So long as you are comfortable where you are you will never expand your borders.

Small thinking in the face of great possibility.

Surely there was more to the 3,000 mile journey than a cozy little township. Was not surviving the hardships of sea now worth greater exploration? Expanding your borders is not about settling. Do you not have new trails to blaze? Do you not have new discoveries to make? Sadly, in the face of such great opportunity were those who were ready to obstruct progress.

The lesson learned here is this: Not everyone who starts with you will finish with you. Not everyone will pay the price to go to the next level. The greater the sacrifice the fewer your numbers will be. Many will want to bask in your accomplishments but not all will help you get there. But leaders understand this and will not hold it against them. It is the point of separation. If you want to expand your boundaries as a leader you must be willing to pay the price. Sometimes you will travel alone. But your possibilities are there for the taking if you are willing to lead the way.

What do you say?

I invite your feedback!

1. What boundary-busters are you challenged with?

2. How can you more effectively share your vision and big-picture with those you lead?

3. In what ways can you encourage those you lead to take the journey with you?

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Leadership Minute: See Past the Majority

When I think of vision, I have in mind the ability to see above and beyond the majority. – Charles R. Swindoll

This is one of the toughest leadership principles to grasp. Vision is relatively easy compared to getting past the majority opinion. Leaders come under an enormous amount of pressure to lead in such a way as to please the majority. All leaders had better understand this truth; leadership can be lonely at times. When your vision takes you to a place where the majority does not reside you’d better be prepared to stand alone. Your vision is not a popularity contest. Stand by your principles. Be true to yourself. And then let the chips fall where they may. But at the end of the day don’t forfeit your dreams for the appeasement of the crowd.

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