Angie Morgan's Blog, page 35

Don’t Have a Bored Meeting

I was packing for a business trip recently when my son, Judge, asked, “Where are you going this time?” “Phoenix,” I said. “I have to go to a Board Meeting.”

“What’s a bored meeting?” He asked. “Is that where you have nothing going on and you sit around with your friends wondering what to do?”

I couldn’t help but smile and chuckle to myself. Even though my meeting wasn’t going to be boring, I’ve certainly attended those types before. You probably have, too. It’s the type of meeting where there was no agenda, no structure, no purpose, or goal. Nothing of substance was discussed therefore nothing was accomplished.

As a leader, don’t ever do this to your colleagues. It’s a waste of your time and theirs.

To avoid the Bored Meeting, do the following:

Create an agenda. Spend at least 30 minutes prior to the meeting to create an agenda – this gives you focus.
Set goals. Have goals for the meeting – things you’d like to complete by the time you’re finished.
Start on time. Start the meeting on time – don’t wait for stragglers. They’re late. When you wait for latecomers, it disrespects those who had the discipline to arrive on time.
End on time. Let people know when the meeting will end. Conclude the meeting when you say you will.
Recap and give direction. Have everyone restate what they committed to and when they agreed to do it by. This helps ensure action items are clear and have a deadline.

Your ability to lead is on display whenever you pull your colleagues together. Meetings can be your time to shine. Don’t miss out on opportunities to influence your colleagues because you failed to prepare. The effort you put into the meeting will more than payoff in the end.

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As a leader, take time to express your gratitude this Thanksgiving

Thanksgiving is a time of joy, appreciation, love and gratitude. The holiday has evolved to include all sorts of great accessories, too, such as pumpkin pie, turkey, casseroles, football and naps. These foods and experiences help us celebrate, but sometimes they can overshadow the spirit and intent of this important day.

As a leader, enjoy the holiday’s bounty, but also take time to express your gratitude for the people in your life.

Share with your parents 1-2 memories of how they helped you become the person you are today.
Talk with your siblings about their strengths and how you’ve appreciated growing up with them.
Call your friends and remind them how important they are to your life.
Do something unexpected for your neighbor – write a card and place it on their doorstep, shovel the snow off their driveway, bake them cookies.
Write a Facebook post about a favorite teacher or coach and how they inspired you (and if they’re on Facebook, don’t forget to highlight their name so they see your message – this will light up their day).
Tell your children why they are so special and how important they are to you.
Take five seconds and walk inside the gas station after pumping gas to wish the attendant a Happy Thanksgiving and share your appreciation that they’re open on a holiday.

Also, don’t let the little things get in your way of experiencing thanks:

Turkey that’s too dry
The cousin who has snarky comments
Your uncooperative two-year old
A rainy day
Demanding workload that’s infringing on your Thursday
A long-standing family disagreement

Let’s all be present on Thursday, bring our best emotions and set the right example for others to follow … and then work to be present for the days and weeks that follow.

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Small Town Birthday Celebration

I had the privilege of celebrating the Corps’ birthday on November 10th with my dad at a small town pizza joint (no ball gown required).

There were nearly 30 Marines gathered in this town of less than 5000. Three of them were WWII Veterans. Several from Korea, Vietnam, the Gulf War, and current conflicts. Every single one of them wore their logo’d gear and there were plenty of impressive tattoos. Everyone also had the strength to stand for the Marines’ Hymn, even a gentleman who was in a wheelchair (and had to be supported by his son).

Being the highest ranking in attendance (a Captain), I was asked to read General Lejeune’s Birthday message. We then watched the Commandant’s message, ate breakfast, and concluded with a cake cutting ceremony. The owner of the restaurant offered the venue and food for free; the event organizer passed his hat around the group and shared all donations would be made to Toys for Tots.

The gentleman in the attached picture (left) said he hopped on a ship on Dec 1, 1941 and didn’t come home until Dec 27th, 1945. He spent four Christmas’s overseas – he fought all throughout the Pacific. He shared that he was on a ship, preparing to invade Japan, when the announcement was made Japan surrendered. He had tears in his eyes recalling that moment – he added he can still hear the cries of joy, excitement, relief that lasted longer than 10 minutes after the Marines realized the war had ended and they had prevailed.

(I knew this gentleman when I was young – he worked in a local store and I’d see him out running frequently. I never knew he was a Marine, but looking back I should have guessed – whenever I ran local 5Ks as a teenager, he’d trash talk me out on the course.)

With all this being said, I’ve got to admit I didn’t wake up this morning wanting to go have SOS and Folgers coffee at the pizza joint. Sure, I wanted to celebrate the Corps’ birthday with my dad, a fellow Marine. But I also had work to do and knew that this jaunt over to the neighboring town was going to cut into my day.

Now, after this exchange, I want to make this event a reoccurring occasion. I’m amazed and in awe of the Marines who’ve went before me – and the Marines who’ve come since. And I’m moved by the fact that a humble ceremony like this has impressed upon me that I’m a Marine and wherever I go, I’m not alone. I’m only a few questions away from hearing a powerful story that not only reflects our Corps’ values, but recounts America’s history.

Have a wonderful birthday.

Semper Fidelis, Marines

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But … what!!??!! Who’s leading me?!!

Have you ever been told, “Here! Get this done.” But felt like you have little guidance or direction, and have no idea how your manager expects you to get this done.

I definitely have! When I worked in pharmaceutical sales, I had an ambitious quota … and a really tricky territory that wasn’t particularly rep-friendly. My business didn’t care; they had a revenue goal they were driving towards. And my manager, while a great woman, didn’t want to hear about my problems– she wanted me to achieve a result!

So if you’ve ever found yourself challenged to lead an initiative, but are uncertain on how to see it through, here’s some guidance to help you bring a little clarity to your situation:

First, reflect on your organization’s mission – what is it that you’re supposed to be doing and how does the task align with your purpose? Sometimes this is obvious – Sell more pharmaceuticals – but not everything you’re asked to do is bright lined in your job description.
Next, consider precedence or best practices – how has the task been handled before? What are others doing … and what have others done … to achieve success?
Then, seek mentorship. Rather than go back to your boss right away for additional guidance, ask someone who has done your job before to gain insight into context.
Finally, have confidence in yourself. If you’ve been asked to do something, that means your manager has confidence in you and thinks you’re capable of achieving success. Depending on the size of the task, consider how much risk you’re willing to take by demonstrating initiative.

And if there’s ever a task where the risk to you (such as safety) or others (like it could be costly) is too high for your comfort, go back to your manager and share with them what you think you’re planning on doing and get their feedback. This last step might help you avoid a mistake you’ll regret later.

The bottom line is: Don’t be stymied when you’re not getting the guidance you need. There will always be uncertainty when we’re challenged to do something new. The hallmark of a true leader is to rely on yourself to gain clarity by gathering knowledge and reflecting on the initiative you can take. And sometimes the answer for success is simply by ignoring what you can’t do and by focusing on what you can!

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The True Cost of Tardiness

Leaders have a healthy respect for everyone’s most precious resource – their time.

How often do you run late for meetings or appointments, or outright cancel on others thinking it’s okay and they will understand? If you think it is no big deal to make others wait for you, consider the following:

If you schedule a meeting for your team of six and then start 10 minutes late, you have lost an hour of team productivity.
If you decide to delay your portion of a project making it necessary for a colleague to work late on a Friday, you have lost creditability with your team.
If you cancel a doctor’s appointment at the last minute, you have taken money out of his or her pocket.

Rarely do we intentionally squander other people’s time or money. However, that is exactly what we do unintentionally when we are tardy. Tardiness communicates to others that you are inconsiderate and you assume your time is more valuable than theirs. Leaders have a healthy respect for everyone’s most precious resource – their time. So the next time you start to think it is no big deal to be a few minutes late, think about what that decision will cost. Other’s time is not yours to waste.

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How to Work with a Difficult Colleague

Same argument, different day?

You are in a meeting and you just know that your colleague is going to bring up a point that you absolutely do not agree with. In fact, they seem to do this all of the time. This individual just knows what to say and how to say it to make you go 0 to 60 in .5 seconds. It is almost as if they enjoy watching you become frustrated, annoyed and put off.

When you are around this individual, you always feel that you are moments away from an unprofessional exchange or outburst. You have tried relentlessly to make peace with them, but your efforts have not been successful.

What do you do?

Here are some thoughts on how to manage your relationship with this seemingly difficult individual:

Hold yourself accountable. Is it them, or could it be you? If you find yourself in constant conflict with individuals, then it’s time to explore how you can control your emotions to improve your interpersonal relationships.
Know what you can control. You can’t make difficult individuals less difficult. You can’t compel people to change. You can, however, change your response to them. When you feel that you are being baited into an argument, develop the discipline to not take the bait.
Don’t cry over something that won’t cry over you. This difficult individual probably isn’t thinking about you in their spare moments. However, are you carrying around emotional baggage from an exchange that you had a week ago? If so, it’s time to let it go. Your emotions are valuable – they should be spent on relationships where they will be reciprocated.
Ensure discretion. It might feel good in the moment to vent about your difficult colleague, but think of the long-term ramifications. Your desire to emote might impact your desire to be viewed as a leader in your environment. Discretion is the better form of valor.

By being accountable and developing the discipline to put your relationship in perspective, you’ll discover time to dedicate to being an influential and inspirational leader.

Could your team benefit from a one day offsite where everyone learns to respect, appreciate and leverage the differences and diversity on your team? If you haven’t spent a day on self and group awareness, now is the time. Contact us to learn more.

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Are Your Strengths Holding You Back?

You have heard it before: “Play to your strengths.” This often means you should pursue activities that align with your natural talents. This is a good strategy, as we find a great deal of enjoyment and fulfillment when we feel we are succeeding in activities that we are good at.

But what about our weaknesses? Should those be ignored altogether?

Consider this:

Maybe our perceived weaknesses are unexplored strengths.

That is, the things we think we aren’t any good at could be areas where we have great potential to excel.

For example:

What if you have an aversion to direct sales, but only because the idea makes you uncomfortable. This isn’t to say that you’re bad at it; you just haven’t challenged yourself in this area.
Perhaps you tell yourself that you’re not athletic and could never complete a 5K race. This might not even be your idea – maybe someone told you this years ago and you just bought into the idea.
What if you tell yourself you’re just not management material, therefore you don’t go the extra mile and prepare yourself for a promotion. How do you know what you are unless you try?

As leaders looking to expand our levels of influence and inspiration, we have to stretch ourselves continuously so we can learn and grow.

Looking for help developing your leadership skills? Try our 7 day Building a Leadership Habit E-course to increase your ability to influence outcomes and inspire others. 

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The Workplace Funk

The workplace funk – do you know what it is? No, it’s not the moldy sandwich in the shared refrigerator that is stinking up the break room. Nor is it a fancy jingle – set to the tune of “Uptown Funk” – to describe a spirited workplace experience.

It’s actually that tired and burnt out feeling that even the most talented professionals can experience.

You know, it starts on a Monday morning, where you’re dragging your heels on your way to work. And then by Wednesday, it feels like responding to emails takes about as much energy as running a marathon.

I know this feeling – and I’ve spoken to many professionals who know it, too. The workplace funk isn’t leadership behavior because it inspires no one. It needs to be addressed before it damages the reputation you’ve been building carefully as a professional.

The best news I have for you is that there’s a cure for it. Several, actually! But they all center on you and your ability to manage yourself (and your life) so you can work your way out of it.

Here are a few tips on how to get out of your funk and back into a better reality:

Small things

Clean your desk. I know, I know – no one needs another mother. But a cluttered workspace creates a cluttered mind. Sometimes all you need to be productive and positive is a clean, neat, and inspiring place to work.
Fill your mind with inspiration. I’ve got to admit, that when I listen to too much news, I walk away depressed about the state of the world, which impacts my energy level. I certainly read up on current events, but I don’t dwell on them. I’ve taken to listening to inspiring music and fun podcasts on my way to work, which significantly alter my state of mind. (I’ve been listening a lot to Brian Koppelman’s “The Moment” – where he talks to hardworking artists about the moment they realized they had achieved success – for an entrepreneur, this is brain candy.)
Keep a journal. This sounds cheesy, but I just started keeping a gratitude journal. Each day I write down three things I’m grateful for and I find that this simple reflection exercise makes me smile. Research shows that if you focus on things that make you happy, you can positively impact the level of happiness you experience.
Rewrite your script. We tend to view our routine as obligations; when we do, we start to resent the things we have to do. I have to go to work. I have to drop off the kids at practice. Rewrite your script – start sentences with “I have the opportunity to … .” Reframing your dialogue can shift your attitude in an instant.
Take a day off. Sometimes all it takes is one day, focused on you, to get you back into the swing of things. We work so hard – and we mistakenly believe that we’re computers and can bring the same level of intensity to whatever we’re doing whenever we’re doing it. We just can’t. Take a break – you probably need one!

Big things

Take a break. And maybe you need more than a day. Burnout is real and it happens to the best of us. As you look into the near future, maybe you need to take some time off to rejuvenate so you can come back stronger.
Pay attention. And maybe it’s more than a break you need. Pay attention to your thoughts and ideas – maybe a bigger change is needed. There are always career mentors you can connect with to have important dialogues.

There is so much we can do to shift our attitude so we see possibility (versus overload). And sometimes the smallest things can produce the greatest impact. So, start today – and with conscious effort, you can be leading yourself out of the workplace funk and towards a better future.

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The Big, Annoying “But”

Have you ever received a backhanded compliment? “You’re a really great presenter, but with more experience you’ll be better.”

Or, have you ever received feedback that was well intentioned, but just rubbed you the wrong way? “The project you put together is excellent, but before it gets submitted it just has to get a grammar review.”

Those “buts” are just annoying. Why are they there, anyway? I get it … conjunction, junction, what’s your function, hooking up words and phrases and clauses … .

But if you recall the song, there are other words that connect ideas – and I can think of one, in particular, that could transform the sentiment of these sentences. That word is “and.” Go on, try it right now with those sentences.

It’s okay to use “but” to connect your thoughts. However, when you’re giving people feedback, it just doesn’t invite. I know that when I hear a positive statement, followed by the word “but,” it negates everything positive that I’ve just heard.

Here are some additional ideas to ensure your feedback is delivered in a way that inspires, versus alienates:

When you give people feedback, be purposeful. Think about how you want them to feel, and what you want them to do differently, before you deliver it. Considering the receiver’s perspective will help you deliver your message more effectively.
Sometimes, there’s no need for a “but” or “and.” Maybe positive feedback should stand alone. The same goes for negative feedback. If you want to tell someone in the moment that they did a great job, and you want them to feel pride, give the praise … and stop there. If you have development ideas for them, save it for later.
Consider who the feedback is for. Is it for you to ensure that you’re holding people accountable, or is it for them to grow and develop? Ideally it’s for both, but sometimes feedback is delivered in a manner that satisfies the sender’s ego … but doesn’t inspire the receiver to develop.

Sometimes the smallest tweaks in our communication can have a transformative impact between us and others.

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6 Simple Tips to Successfully Influence Your Team (without micromanaging)

I had to fight some pretty powerful instincts a few weeks ago.

While working with a colleague (the highly accomplished Sean Lynch) on a project, we realized that we needed to follow up with our client to clarify a few details. Sean mentioned that he was going to send out an email to get the answers. When we hung up the phone, I had a few more ideas on what needed to go into that email. I sat at my keyboard, started typing up my notes to Sean in hopes that he received my email before he sent his out and then I thought … Wait!! Am I micromanaging? Are these notes really that important? Or, is it me trying to control the process? Is it me trying to make Sean be like me? I then weighed some facts: Sean’s amazing. He’s a Yale graduate. The Air Force trusted him to fly jets. Delta Airlines made him responsible for thousands – if not hundreds of thousands – of passengers. He’s been on our team for several years. What am I doing?

I then re-read the email*. Yes! Classic Angie Morgan. Trying to control the process. Ugh. I knew I had to let it go.

It then made me reflect a bit more on how these controlling tendencies have helped – and hurt – me in my life. (If you’d like the complete list, I’ll share my husband’s email address with you.) And it reminded me that when working with a team, there are a few important rules to abide by:

Trust that everyone is trying to do their best
Acknowledge that there are always better ways of doing things
Know that not everyone is like you … and that’s not only okay, it’s great
When coaching, coach to result – not to process (because you don’t always have the best process)
People value autonomy – no one enjoys being micromanaged
Check in with yourself frequently to see if you’re the annoying colleague who wants to micromanage everyone … and, then, stop micromanaging everyone

Self-evaluation is critical to helping you grow and develop as a leader. I’m glad I got a chance to reflect a bit on my tendencies – I highly encourage you to do the same! You can start by asking your trusted colleagues, “What do I do that annoys others?” And if they don’t have a good answer, go to a family member or close friend – they will be sure to enlighten you.

*Sean’s email was perfect – better written than anything I could have done.

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