Randy Clark's Blog, page 57

What You Can Learn from the Signs of Route 66

So, what can you learn from the signs of route 66? As I write this, a co-worker and her daughter are cruising somewhere on Route 66. They began exploring the highway several years ago, gradually heading west and eventually want to make it to the end at Santa Monica. This year they hope to make it to the Grand Canyon, but travelling Route 66 isn’t a trip where you plan every activity of the day. Because, that’s not what it’s about.

The Signs Say it All

In the weeks leading up to Becky’s trip, I became aware of how many images of Route 66 I’d see on a weekly basis, and I would share these with her. For a highway that was officially decommissioned in July of 1985, there’s a lot of conversation about it, and images abound. Why is that? Is it the romance of days gone by, the mystery of the road, the enchantment of being a free spirit? Yes, yes, and yes and it’s also because there are some great signs that epitomize all of the above.

A Million Signs and Counting

There are signs scattered all long the 2,451 miles of Route 66. These treasures date back to the late 1920’s through today. The Route 66 sign itself comes in hundreds of versions. Each state had their own take on the sign. Most were black and white, but some were red, white, and blue. A few were made using reflective material, others weren’t, and some were lit. The Route 66 logo was painted directly on the road. From Chicago to California signs are part of the mystique of Route 66. There are café, burger joint, and motel signs as well as signs of cowboys on broncos, and bathing capped beauties diving through the air. There are Drink Coca-Cola, Phillip’s 66, and the Sinclair Dinosaur signs up and down the highway. While antique cars and trucks sit out front or adorn buildings and point the way to museums and sites of interest.

What Can You Learn from the Signs of Route 66? 

First ask yourself, what makes these signs attractive? It’s partially the mystique of days gone by and the romance of the road, but it’s more than that. These signs are a creative expression. The signs of Route 66 aren’t mere signs—they’re pieces of art. The next time you think about creative pursuits for your organization, whether it’s content, graphics, collateral material, social media, or even a sign —  stop and consider this, are you creating something fleeting or a lasting work of art? Your creation may represent your organization for many years; shouldn’t it be given time, consideration, and a little creative freedom?

Photo by  Ann Kathrin Bopp  on  Unsplash

The post What You Can Learn from the Signs of Route 66 appeared first on Randy Clark Leadership Training.

5 Things Every Leader Should Master

I’ve been in management for more than 30 years, and the first thing I want to say about the five leadership activities I’m about to share is  – I’m still working on them. All of them. All five. So, this will not make you an overnight leadership ninja. What I hope it does is put you on a continuous improvement track. Here are 5 things every leader should master.

Learn to Listen

Listening has never been easy, especially for me and my ADHD, but today it’s more complicated than ever. There is so much to distract us – smart phones, tablets, and open work areas not only add a degree of difficulty to attentive listening but also add to the acceptance of inattentiveness. Think about this. When’s the last time you asked someone to put down their device and listen?

To become a good listener, you must quit listening to yourself. Quit thinking about what you want to say while someone is talking. Stop interrupting people. Look folks in the eye when they speak. Take notes. Ask questions.

Practice – The next event you attend, whether it’s a meeting or a networking group, other than introducing yourself, do not speak unless spoken to and then limit your response to the reply. Don’t ramble on.

Quit Treating Everyone the Same       

You know everyone is different, don’t you? Sure you do, and yet if you’re like most of us, you continue to treat people all the same. You treat them as if they were you. They’re not. “What may be the biggest mistake that human beings make is when we assume others think as we do. We know this isn’t true, but instinctually, we interact with people as if they were just like us. Everyone isn’t you.” — Everyone Isn’t You — So Quit Treating Them as if They Were

And it isn’t only how we process information that sets us apart.

Different things motivate people.

How they communicate can be poles apart.

Folks learn differently. You may be a verbal processor, but the person next to you processes information internally, while others do best when they see it, or hear it, or do it.

We don’t all share the same talents, so if you naturally know how colors work together don’t expect everyone to share your skill.

Practice – The next time you’re training, communicating, or sharing information with someone ask their communication preference. How do they want the information delivered?

Become a Good Communicator

How does one become a good communicator? First, by being a great listener, and then by learning how others communicate. That’s the difficult part. After that, a great leader learns to continuously check understanding. You should never ask anyone, “Do you understand?” What do you expect them to say? Most people will say yes, even if they don’t know. So, instead of leading them, check their understanding. Have people repeat your communication back to you.

Practice – The next time you share information with someone say something like this, “I want to make certain we’re on the same page, can you repeat what I just said, please?”

Learn to Delegate

If you must do it all yourself to get it done correctly, then you and your businesses growth are limited to your ability to complete tasks. And here’s the thing. I don’t care how competent you are – you can only do so much.  “There’s more to delegating than just asking someone to do something. If you want to delegate effectively, you have to include mutual consultation and agreement between yourself and the members of your team. Solicit team members’ reactions and ideas, thereby bringing trust, support, and open communication to the process.” — 7 Tips to Help You Delegate More Effectively

Practice – Delegate a task that you usually complete to someone else on your team. Make sure they know what you expect, how to do it, and set a time to follow up.

Hold People Accountable 

When I was younger, I went through a management phase where I thought I was being a “nice” boss by not pointing out teammate’s mistakes. I wasn’t being a nice boss I was letting people fail. The truth is the majority of people in management positions don’t always hold people accountable for fear of conflict. If you want to help your team, you must change your thinking. Sharing with someone what they need to do isn’t confrontation; it’s help. So, help people.

Practice – The next time you need to hold someone accountable, correct them, or change what they’re doing, start with this. “Can we talk? I think I can help you.” Then outline the activities you expect.

5 Things Every Leader Should Master and More

Great leaders do more than these 5 things every leader should master. They share visions, they continuously train, and they lead by example. However, if you learn to listen, become a good communicator, hold people accountable by helping them, treat people as individuals, and learn to delegate you’ll be on your way to becoming a great leader.

How Can I help You?

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

Does your business have a  management training plan? Many organizations, large and small, use my book, The New Manager’s Workbook a crash course in effective management, as the basis for their leadership development program. Check it out.

Photo by Zan Ilic on Unsplash

The post 5 Things Every Leader Should Master appeared first on Randy Clark Leadership Training.

How Much Food Do You Waste?

Not long ago, my wife and I attended a reception for the Hoosier Auto Show sponsored by the Circle City Corvairs. Corvair owners, (it’s a car from the sixties) drove from Pennsylvania, Illinois, Michigan, and Ohio to show their cars. It was a catered event. The previous year they ran out of food. This year, there was plenty of food. The reality was, there was too much food. There were four unopened containers of pasta and bread. I sent a tweet asking who could use the food, and a friend suggested the Wheeler Mission. So, my wife and I left the reception to deliver the food. As we delivered the food I asked myself how much food do I waste?

The awards banquet was the following night. Jonathan Byrds had been hired to cater the dinner. The food was excellent, and the employee setting up the service was great. But there was a lot of food left over, unopened containers of fried chicken, mashed potatoes, and vegetables. I asked the service person what happened to the food. He told me it was all carefully packed, put in a cooler at Jonathan Byrd’s, and donated to Second Helpings. This is as good of an example of corporate responsibility, community involvement, and caring from a business as you will find. It made my night. It’s a fine example for us all.

Americans Waste About One Pound of Food Every Day

According to the USDA (United States Department of Agriculture) “In the United States, food waste is estimated at between 30-40 percent of the food supply.  “… of 31 percent food loss at the retail and consumer levels, corresponded to approximately 133 billion pounds and $161 billion worth of food in 2010. This amount of waste has far-reaching impacts on food security, resource conservation, and climate change.” — How much food we waste and why it matters

Waste not want not

The Jonathan Byrd service person shared a story with me. His grandmother had lived in Europe before World War One when much of Europe was in a depression. After World War One she waited in breadlines with her family. As an adult, she moved to America and experienced the great depression. She had learned the hard way. She didn’t let much go to waste. They had some land on Long Island where they planted a large garden, raised livestock, and dogs. What the family didn’t consume was feed to the hogs, the dogs, or both. Like he said, not much was wasted, and the conservation lessons were not wasted on him. My new friend wondered aloud how much we could all learn from his grandmother today. I don’t have to wonder. We could all learn much from his grandmother.

Every night Children go to bed hungry

“In Indiana, 887,070 people are struggling with hunger – and of them 273,380 are children.” – Feeding America

“Each year, millions of Americans are impacted by hunger and food insecurity. Experiencing food insecurity at a young age can lead to lasting health concerns. Especially if families facing hunger are forced to choose between spending money on food or on medical care. When communities have access to healthy, well-balanced diets, everyone benefits.” — 11 facts about hunger

“What would you do if you saw a hungry child? Buy the child a meal, seek out the parents and offer your help, look for an organization to direct the family to? So, here’s my point – you’d do something, wouldn’t you because how could you not? Therefore, the question becomes do you have to see the child or is just knowing that hungry children exist enough for you to take action? I ask because this question hit me like a ton of bricks when I asked myself. I know there are hungry children, but am I doing enough to help? Not only are there hungry children, and adults, but there are hungry kids in your community wherever you live. Take Indianapolis as an example.

Do the Math

“The average cost of a weeks’ worth of food for a family of four is more than $200.” — Loaves and Fishes. A member of the working poor making minimum wage grosses $290 per week at 40 hours. After taxes that’s about $230 net. So, even with two working adults, that’s only $460 take-home per week. After buying food $250-260 remains. The average two-bedroom apartment in Indianapolis rents for $932–Rent Jungle, which averages $215 per week. We’re down to $35-45 remaining per week. What about clothing, school lunches, health care, day care, personal hygiene products, utilities, laundry, transportation …” — If You Saw a Hungry Child What Would You Do?

“One in five families, with children, surveyed in Indianapolis, struggle to afford enough food to feed their young. And many, If not most, are hardworking Hoosiers trying their best. Just take one look at the previous paragraph. The numbers don’t add up. Something has to give and too often what gives is food. Oh sure, people can live missing a meal here and there. As obsessed as this nation is with weight we might rationalize missing a meal as a good thing. But consider this. If it were your kids what would you give up? Would it be your children’s dinner?” — Help Us Stamp Out Hunger

Stop Wasting Start Helping

Are you ready to be part of the solution? Here are two ways to help in the greater Indianapolis Area. Every piece of food we save could feed the hungry. It could reduce toxic landfill, and more. Even the smallest effort makes an impact.

Second Helpings – Take Action

Wheeler Mission Ways to Give

If you’re not in Indy here’s a food bank locator good for your area. How can you help save food?

Food Bank Locator

If you enjoyed this post you may like, Prejudice is Alive and Well, Unfortunately

Photo by NeONBRAND on Unsplash

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The Best Advice I Ever Received

I’ve been fortunate to have been mentored by many wise leaders and friends. However, one piece of advice I received more than 30 years ago stands out because it changed my life. But before I share the advice, let me give you my back story.

Drop out

I was married at 19 years old, dropped out of college, had a child, and went to work. I sold sweepers, cars, and shoes. Then at 28 years of age, I dropped out. I had a mid-life crisis in my twenties. I got divorced and played music full time for the next four years. It wasn’t my proudest moment. I loved performing, but I wasn’t as responsible as I should’ve been.

Near the end of my rocker period I worked with a band who had committed to preforming full time. So, we rehearsed covers we liked and wrote a dozen or so originals. Our first gig was at an outdoor benefit concert with several thousand spectators. We moved up a spot because a regional band with a top 40 hit song wanted to go on first. We rocked. It went well.

After the gig, the drummer and bass player told me they weren’t prepared to go full time. They needed to keep their jobs and play weekends. However, the drummer said he had a job for me. He was the assistant manager of a call center. I took the job.

Fate Happens

About a week later, the lead singer of a top local band broke his jaw in an accident. The band asked me to fill in at a gig and then asked me to join the band. They were hitting the road as an opening act. After a day or two of thought, I turned them down. I had responsibilities to attend to. So, I kept my job. (It wasn’t much later that the band’s equipment truck was stolen, which turned out to be an inside job, and the band broke up.)

About six months into the job, I was promoted to a junior assistant and at one year to assistant manager. My primary responsibilities included quality control and training. I was pretty good at the training. One day the Vice President called me to his office. Of course, my first thought was, “What have I done now!?”

A Life Changer

The VP had me take a seat and to put my mind at ease, he laughed his big booming laugh and told me I wasn’t in trouble. He just wanted to chat. He asked me a few questions about the job and then asked me what I wanted? Where did I see myself in a year from now? I answered that I didn’t know, and he came back with, “If you don’t know, who should I ask?” He laughed.

Then he said something I’ll never forget, “Do you know how good of a trainer you are?” I’d never thought about it, and to be honest, my self-esteem wasn’t at its highest. He went on to share leadership qualities he saw in me that no one else had ever recognized. He told me he saw more potential in me than I saw in myself. And he was right.

His mentoring didn’t end that day; it was only the beginning. He taught me a lot about being a leader, father, and friend. I became the manager, and then district manager, and eventually a VP. Would I have achieved the success that I did if I’d never had someone tell me the potential they saw in me? I’m not sure, but I wouldn’t bet on it.

Throughout my leadership career I’ve taken people under my wing. I’ve borrowed my mentors’ words and told people I saw more in them than they realized themselves. Little did they know I was only paying it forward.

Tell someone that you see more in them than they realize. It can change their life. I know.

 How Can I help You?

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

Does your business have a  management training plan? Many organizations, large and small, use my book, The New Manager’s Workbook a crash course in effective management, as the basis for their leadership development program. Check it out.

Photo by Jon Tyson on Unsplash

 

The post The Best Advice I Ever Received appeared first on Randy Clark Leadership Training.

Give Your New Employees a Welcoming Sign

Do you remember what it’s like the first day on a new job? I don’t care how confident anyone is, the first day is in the least uncomfortable, and at times even for the fearless among us, and it can be downright scary. The newbie doesn’t know who is who, where they’re supposed to go, or even where the restrooms are. Wouldn’t it be best to give them a welcoming sign?

Studies show that the majority of new hires make a decision to stay or leave in the first six months of employment. That journey begins on the first day an employee walks through the door. Shouldn’t their journey down the path to tenure begin on their very first day?

Give Them a Welcoming Sign

You can hire a pro for this job, but you don’t have to. Head over to the dollar store, buy some poster board and a marker, write “Welcome John Doe”, decorate it with some ribbon and glitter, and then tape or tack it near the entrance to your office.

Program your Digital Signage

You know that TV in the lobby that’s always playing the same two-minute tour of your operation, or worse yet it hasn’t been turned on in three months? Yea, that one. That’s digital signage. Have your programmer post a welcome on the screen for the new person. Wouldn’t it be great if the first thing any new employee saw was their name on a screen in your lobby? First impressions count.

Don’t Stop at Signs

Giving your new employee a sign is more than signage. Take the time to make them feel comfortable in their new surroundings. Here are a few suggestions to achieve this:

Take Them on a Tour

It doesn’t have to be a two-hour tour. I conduct a 15-minute tour of the Plainfield, IN facilities for  TKO Graphix. In that time I introduce them to teammates in 10 departments and explain how they complement each other. I also show them where the break rooms and bathrooms are.

Give Them Something to Remember You by

An inexpensive branded promotional product might mean more than you think to a first-day employee. Once again, it shows that your organization cares. Giving a new person branded company apparel, desk items, computer accessories, writing instruments, or drinkware says welcome, we’re glad you’ve joined our team!

Which Way Will the First Day Go?

Have you ever had a first day on a job that was less than welcoming? Did you feel lost, ignored, and overwhelmed? Were you thrown into the deep end and left to sink or swim? I’ve had that experience, and I didn’t stay with the company long. Did you? Are you throwing new employees into the deep end?

Have you had a happy first day on the job? Was it welcoming? If so, what made it an agreeable experience? Was it a particular co-worker who took you under his or her wing? Was it onboarding information shared by the Human Resources team? Could it have been as simple as a hand-written sign at the door welcoming you to the team? Whatever it was, repeat it. Give your new team members the same warm welcome you received, and more.

If you enjoyed this post you may like, Why You Should Set Expectations from Day One

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun.

If you have any questions, Contact Me. 

Photo by Aaron Burden on Unsplash

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Why it’s Okay to be Silly at Work

A friend sent me a copy of a letter she’d written for an organization where she mentors high school students. She’d been asked to write about a mentor that had impacted her. She chose me. My favorite thing she said was, “Randy taught me that silliness shouldn’t just be accepted—it should be encouraged!” Here’s why it’s okay to be silly at work.

The Best Workplace Recipe Calls for ½ Cup of Fun

I’ve always thought that humor was a key ingredient for workplace enjoyment. Smart managers learn this and use it. People who enjoy their work are more productive, have lower absenteeism rates, and are less likely to look for another job. Having fun at work is good business. But don’t just take my word for it. Study upon study shows that fun in the workplace isn’t counterproductive, it’s productive.

What Makes People Like Their Job?

“In a 2013 survey of more than 40,000 employees at 30 companies around the world, TINYpulse, a survey and research company, found that the number one reason why people liked their jobs was because they enjoyed the people that they worked with. Employees also liked freedom, autonomy, and flexibility in their jobs — and managers who supported these open environments. Play, pizza lunches, and taking some time for fun at work facilitate these humanistic environments. They encourage employees to stay with the company and they contribute to productivity. This is exactly why managers should make it their business to actively promote fun as well as work.” — Tech Republic, How having fun at work can make employees more productive. 

“A commissioned survey showed that employees who rated their managers’ sense of humor as above average were less likely to look for another job. But those who said their boss’s humor was average or below average didn’t think they would last long on the job.” – Google News

“Each year, the Great Place to Work Institute asks tens of thousands of employees to rate their experience of workplace factors, including, “This is a fun place to work.” On Fortune’s “100 Best Companies to Work For” list, produced by the Great Place to Work Institute, employees in companies that are denoted as “great” responded overwhelmingly — an average of 81 percent — which they are working in a “fun” environment.”  — Monster.com Why fun at work matters.

It’s Not Only Up to the Boss  

Okay, so the boss should help the team have fun at work, but what if you’re not the boss? A title doesn’t make someone a leader, nor does the lack of a title stop someone from taking the lead. Anyone can lead the fun.

How to have Fun at Work
Be a Little Silly

Before you do this get your bosses approval. Do not pass go or collect $200 until you get the okay. My work office area is two rooms upstairs at TKO Graphix, I share one of the rooms with our VP of marketing, and the adjacent room is shared by four graphic designers and a Human Resources Assistant. After only a few weeks on the job, the HR Assistant, began each morning with a quote of the day, which one of the designers set to silly music, which another designer recorded, and then posted it on Snapchat. Everyone upstairs looked forward to the morning inspiration — the silliness started all of our days with a smile. (Ask me about the HR Assistant’s afternoon dance party). The HR assistant has moved on to another job to further his career, but we stay in touch. We miss him; he made work fun. He was silly at work.

Make it a Day

Once again, you’ll need your supervisors’ approval for some of these ideas, for example, a casual dress day. A TKO Graphix employee went to management and asked if we could designate Friday’s as support your team day, by wearing team T-shirts. It began as a football season experiment and now we do it year round.

Our upstairs crew had a conversation about things people add to peanut butter sandwiches. I like olives; another said pickles. Last Friday I brought in homemade chili. The group brought bread, peanut butter, and… stuff.  One of the designers and I tried all the stuff which included olives, Captain Crunch, jalapenos, and pickles; we had a lot of fun. My stomach wasn’t so happy.

Celebrate successes and milestones such as accomplishments, promotions, awards, tenure, and accreditations.

Recognize individuals and teams, not only for results, but also for activities and character.

Compete; initiate a friendly competition between teammates, the prize can be as simple as who buys the morning coffee.

Why it’s Okay to be Silly at Work

I understand not everyone has the silly gene in their DNA, but I’ve met very few people who didn’t enjoy a little silliness around them. Everyone needs to occasionally smile and laugh. Regardless of how serious your work is, the work will improve when the team has fun.

I know that there are jobs that need to be taken seriously but that doesn’t mean every minute of the work day has to be glum.

The HR Assistant, I mentioned earlier used less than two minutes in the morning to put a smile on all of his teammates faces, and did the same in the afternoon with his dance party (you had to be there). Five minutes of being silly is a small investment for a day full of smiles, don’t you think? Have some fun today. Be a little silly. I’d love to hear about the silly things you do at work, leave me a comment.

How Can I Help You? 

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun.

If you have any questions, Contact Me. 

Does your business have a  management training plan? Many organizations, large and small, use my book, The New Manager’s Workbook a crash course im effective management, as the basis for their leadership development program.

Photo by Austin Pacheco on Unsplash

This post first appeared in We Are Recruiters.  

 

 

 

 

 

 

 

The post Why it’s Okay to be Silly at Work appeared first on Randy Clark Leadership Training.

Are You Waiting for Others to Change? How’s that Working for You?

Gandhi said, “Be the change you want to see in the world.” For a long time, I thought I understood what he meant, but I was only partially enlightened. It wasn’t until I faced obstacles that stopped me in my tracks that I began to understand what he meant. Are you waiting for others to change?

How’s That Plan Working for You?

Last week a co-worker complained that another department wasn’t giving him all the information he needed. It had been going on for weeks. I asked him what he’d tried to remedy the problem and he said, “I told them twice, and my rule is after that it’s on them. I’m not going to do it for them.” The bottom line is that this strategy has meant he hasn’t had the information he needs for several weeks. The person he’s hurting the most is himself. He’s waiting for others to change to fit his needs.

The Sunday Paper

Last Sunday I was having breakfast with my father. It’s a Sunday morning ritual when he feels up to it. We rotate restaurants. This week he chose Denny’s. He likes their biscuits and gravy and coffee. I asked if he’d read an article on the sports page of the Sunday paper. He hadn’t because the paper was thrown on his porch not put in the newspaper holder below his mailbox. My dad is 89-years-old, and he’s afraid to bend over on his porch for fear of falling.

I suggested we get him one of those grabber sticks, and his first reaction was that it wasn’t a bad idea. But then he said no,”They’re not doing their job they need to put it in the box! And if they don’t I’ll cancel the paper!” I didn’t argue with him, but my dad looks forward to the morning paper. He plays the word games, reads the sports section, and looks at the grocery ads (He’s a retired Grocery Manager). If he follows through with his threat, he’ll miss all of this. It won’t be the newspaper organization that losses it will be my father.

I’m not Throwing any Stones

There have been times I’ve looked at circumstances out of my control and thought, that’s not my responsibility. And there have been times, more than once, that I’ve given up trying and began blaming others for my failure to hit my goals.

“When we point fingers and pass the blame — little will change. Only by taking responsibility can change be affected. Don’t concentrate on what you cannot control; concentrate on what you can control. If you wait for others to change to meet your expectations … you may be waiting a long time. It’s easy to say it’s not your responsibility, or it’s someone else’s fault, but if that’s your plan, you have no plan. How’s the idea of expecting others to change to fit your needs working so far?” Be the Change – Stop griping, Start Helping 

Make a New Plan

The bottom line is that whenever we allow circumstances to prevent us from achieving our best we give ourselves an excuse. And here’s the difficult thing. Our excuse may be real, it might be out of our control, but does that mean we accept it as a reason to give up? Or do we look for a way to improve the situation, because if you’ve tried waiting for others to change to fit your needs, how’s that plan worked for you so far?

How Can I help You?

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

Does your business have a  management training plan? Many organizations, large and small, use my book, The New Manager’s Workbook a crash course in effective management, as the basis for their leadership development program. I’m also available to conduct training.

Photo by Ben White on Unsplash

Photo Credit: Gellinger ID: bb493bc0982c4f445e Provider: Pixabay

This post first appeared in We Are Recruiters. 

The post Are You Waiting for Others to Change? How’s that Working for You? appeared first on Randy Clark Leadership Training.

Leadership Hendricks County is Leadership in Action

For the last couple of years, I’ve had the pleasure of presenting to Leadership Hendricks County. It’s a privilege working with this group. It’s filled with people wanting to be better people, leaders who want to improve their leadership skills, and folks who commit to taking action in the community. LHC is leadership in action

Who Is Leadership Hendricks County?

“A new class of 20 to 25 participants is selected each year from a list of applicants. In January, they participate in an Opening Retreat, at which they learn more about themselves, leadership styles, and the challenges facing the county. In addition, they are self-assigned to a Team Capstone project that addresses a current need.” — About Leadership Hendricks County.

People Taking Action

I appreciate how LHC takes action. They don’t just talk about what the area needs they make it happen. Since 1992 Leadership Hendricks County has been a mover and shaker in the county by adding action to their words. From 2000 to 2018 the county experienced a 60% population growth, which when compared to Indiana 10.1% and the USA 16.3%, is significant. Across the board, Hendricks County has grown. For example, the median household income is $75,647, unemployment is less than 3%, and the poverty rate is 5.1%. Leadership Hendricks County has been a major contributor to this growth. I cannot overemphasize that the key to LHCs success has been their commitment to action. You can’t talk stuff done. I asked LHCs Executive Director, Kerry Tuttle, for a few examples of the impact LHC has made.

Leadership in Action

One of the first Team Capstone projects completed by a group of LHC class members was an evaluation of the county’s 1993 Comprehensive Road Plan. The LHC group prioritized the construction of the proposed north-south corridor that became Ronald Reagan Parkway. Subsequent LHC classes advocated for the corridor as well and presented their findings to county and local officials. Several LHC alumni were involved as part of the elected officials Corridor Task Force in 2000. In 2005, an LHC class project involved a public awareness campaign that helped garner widespread support for the completion of the project.


The Hendricks County Arts Council was established as a result of a 2004 LHC capstone project.
In 2005, a group of LHC members explored the possibility of establishing at least one “junior college” (that was the term used back then!) program in the county, leading to the creation of Hendricks College Network.
The Hendricks County Food Pantry Coalition was created through a 2006 project.
The Hendricks County Parks Board was created after a study conducted by a group from LHC class of 1995.
Last year, a capstone group researched the need for a countywide mental health emergency task force. They presented their findings to the Hendricks County Mental Health Coalition, and in April 2019 the coalition sponsored a mental health crisis response team training provided by the National Organization for Victim Assistance. Those who completed the training (including me) are eligible to serve in the Hendricks County Medical Reserve Corps as crisis response team members.

There’s More

Kerry ended with this, “These are just a few examples of initiatives that have been championed by Leadership Hendricks County. As you can tell, I could go on and on…”

Here’s the thing, she could go on and on because Kerry and her team don’t just talk about what can be done to improve the county, they act! Kerry mentioned the Ronald Reagan Parkway in her first bullet point. That team Capstone Project alone helped to bring hundreds of employers and thousands of new jobs to the area.

 My Presentation

The last two years my presentation has been on conflict resolution. Both years I’ve I introduced myself and then shared my goal that every member of the leadership group choose one takeaway from the presentation to commit to acting upon.

I shared ideas about conflict resolution such as the Pinch Theory, Are You Using the Pinch Theory of Conflict Resolution?.

We discussed when corrective action was called for and appropriate.

I shared how to do a sandwich method critique, How to Critique Without Creating Animosity: The Sandwich Method.

We discussed what to do when working with someone is killing you. Next, I asked if it’s possible to make everybody happy, and then I shared actions that could be used to improve both situations.

One Takeaway

At the end of my 2018 presentation, I asked each of the 25 or so in attendance for their takeaway. They were enthusiastic and ready to act on their commitments. This year I talked too long and ran out of time to ask for their takeaways. However, after chatting with a few folks afterward I felt confident that they would take action. Besides that’s what this group does, they don’t just talk about what needs doing – they do it.

A Goal Without a Plan is a Wish

So, here’s what I’d like you, the reader, to consider. If I asked if your organization added action to your words could you say yes we do, or are you still talking about what needs done?

How Can I help You?

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

Does your business have a  management training plan? Many organizations, large and small, use my book, The New Manager’s Workbook a crash course in effective management, as the basis for their leadership development program. Check it out.

 

 

The post Leadership Hendricks County is Leadership in Action appeared first on Randy Clark Leadership Training.

Help for the The Office Manager Who Missed Deadlines

I’m privileged to work with organizations and businesses on leadership development. What I do most often is give a presentation, facilitate a meeting, or train a class based on one of my books. And although all are rewarding, they’re not my favorite. The leadership coaching that I enjoy above all else is when I’m given the opportunity to sit one-on-one with a manager, listen to their challenges, ask about their needs, brainstorm actions, and offer my advice. Today I’m gong to talk about one method to avoid missed deadlines.

My Approach

I approach these sessions with an open mind because I don’t want to prejudge or preclude. I begin by asking the following:

Where could you use leadership help and advice?

What are your biggest challenges in management?

What are your biggest frustrations as a manager?

How can I help you?

I’ll be sharing these sessions with you as I complete them. Hopefully, I’ll share a few ideas that can help others.

The Office Manager Missing Deadlines  

When I asked the office manager the questions listed above, she shared with me that organization, time management, and prioritizing tasks were her biggest obstacles. Although she took copious notes, she had missed more than one deadline, not because she was overloaded, but due to forgetting the date. I began by asking to look at her to-do list. Her method of organization was to take notes on a legal pad and then browse through them throughout the week. They weren’t arranged by date or priority. I advised her to create a weekly and daily to-do list.

A Primitive File

I shared a time from years ago when I managed a retail outlet. Corporate staff would send out action plans almost daily. These included price changes, marketing materials, special promotions, and more. I was also responsible for things such as payroll, keeping track of hours and completing forms to send to the corporate accounting department.

I stacked these in a pile on my desk, and then each day I pulled out the ones I thought I needed to complete that day. Unfortunately, I missed deadlines. Once I even marked down a product, set up marketing materials, and began a sale – one week ahead of time.

Simple Answers Are Often the Best

My answer was simple, and it worked. I stapled eight large manila envelopes above my desk and marked them with the days of the week plus one that was marked future. Every Monday I pulled the future stack and placed that week’s actions in the envelopes for the day they were scheduled. I never missed a deadline again.

A Daily To-do List

My advice to the office manager was to create a daily to-do list. It didn’t matter if it was on a legal pad, file boxes with the day of the week on the front, Outlook, or one of several apps available to use as a to-do list. The important point wasn’t how she created a daily list but that she had one and used it.

She opted for a combination of her legal pad and outlook. She writes out a weekly to-do list on her legal pad and then adds them to her Outlook calendar by day. So far, she hasn’t missed a deadline.

If you like this you might also enjoy this post, Reducing Constant Interruptions at the Office

Photo by Cathryn Lavery on Unsplash

The post Help for the The Office Manager Who Missed Deadlines appeared first on Randy Clark Leadership Training.

The Rules of the Middle Urinal

The men’s bathroom nearest to my office has three of everything – three sinks, three soap dispensers, three stalls, and three urinals. Two urinals on each end, one in the middle. The urinal on the far left is lower for short people and children. The other two are 18 inches from the ground. Between the urinals hang 18 x 40-inch gray metal partitions. The dividers are there to give users the appearance of privacy, but as I said, they’re only 40 inches tall. The one overriding rule of the middle urinal is, by all that is sacred and holy … don’t use it. Ever. Never. If you’re designing a men’s bathroom with three urinals, I recommend saving money by installing a decal of a urinal in the middle. Here are the rules of the middle urinal.

The Rules of the Middle Urinal or Why You Should Never Use the Middle Urinal

When a man stands at a urinal relieving himself, it should be a private moment. One kept between the urinal and the urinator. It’s not a casual environment, or shouldn’t be, that fosters community and conversation. Not long ago a co-worker chose the middle stall when I was occupying the right-hand stall. The left end stall was open when he made this breach of etiquette, and then to make matters work he rested his right arm on top of the gray partition and asked for my input on a project he was working on. No. I mean NOOOOOO!

The First Rule of Urinals: If all of the urinals are open never choose the middle urinal.
Number Two: If one of the ends is occupied go to the other end urinal not the middle.
Rule Three: If both end urinals are in use go to a stall.
Rule Four: If both end urinals are in use and all of the stalls are filled, wait. Come back in five minutes. You can wait five minutes, can’t you?

More Inappropriate Urinal Behavior

For more years than I want to remember my younger brother has tried to embarrass me in the men’s room. For example, the Indianapolis 500 doesn’t use urinals they have troths. They’re oval shaped and more than 20 feet long. I’ve seen 30 to 40 men using them at one time. Anyway, one year my brother, while standing next to me, finishes before I do, zips up his shorts and loudly exclaims, “Nice Package!” except he didn’t say package. Another time, at a comedy club, he took the urinal next to me, you know the middle one, and said with anger in his voice, “Quit looking at me!” Boy did I get some looks.

Let’s Make Urinals a Quiet Zone Again!

It seems when I was younger no man would break the quiet of a urinal. It just wasn’t done. But something has changed, and I hope it’s not permanent. However, if it has evolved to the point of no return, I have a plan. I’m going to install a urinal in my garage. No end urinals, no middle, just one private, “used only by me” urinal. As long as I don’t talk to myself, everything will be fine.

Postscript

I wrote this at Clifty Falls, State Park in Madison, IN. If you’re familiar with the Inn at Clifty Falls I was seated at a table in the common room next to the restaurant. When I finished the first draft, I headed to the restroom around the corner. It had two stalls, three sinks, and three urinals. I wasn’t alone. There as a man in the middle urinal. I used a stall.

Photo by HelpStay.com Team on Unsplash

This post first appeared in We Are Recruiters. 

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