Leadership – Page 5 – Grandpa Bob Encouraging Leadership

The Silent Threat of Delayed Management

Management is an active responsibility. It requires timely decisions and actions.

When managers delay addressing issues, providing support, or offering guidance, it has detrimental effects on both employees and their organization. This form of extreme procrastination, delayed management, erodes trust, hinders efficiency, and can cause long-term damage.

Delayed management occurs when managers, consciously or subconsciously, avoid performing their duties. They may fear confrontation, they may be overwhelmed, or they might just be lazy. Unlike regular procrastination, delayed management specifically involves neglecting critical managerial responsibilities.

When managers delay, employees feel neglected and undervalued. This can lead to decreased motivation and trust. Employees might interpret the manager’s inaction as a lack of belief in their abilities or interest in their well-being. Delayed management stalls projects and misses opportunities.

Picture a small water leak in your walls that goes unnoticed for weeks. The water continues to seep, causing mold to spread and wood to rot. By the time you notice the damage, extensive repairs are necessary. Delayed management causes similar deterioration within an organization, where small issues fester and become major problems.

Managers may fear making the wrong decisions or confronting difficult situations, leading to a cycle of inaction. High workloads and stress can cause managers to feel overwhelmed, making it easier to delay tasks. Some managers assume that someone else will handle the problem, leading to inaction.

Each of these are reasons, not excuses, for delaying management. For employees, none of these reasons matter. The employees’ success relies on their managers doing their job…providing direction, feedback, and expending management energy on behalf of their employees. There is no excuse for delaying management.

Managers should adopt proactive techniques such as regular check-ins with team members and timely feedback. Setting aside dedicated time each day for management tasks can help prevent delays. Effective delegation can distribute workload and empower team members, reducing the burden on managers. Implementing systems to hold managers accountable for their actions ensures they remain committed to their responsibilities. Regular performance reviews and feedback loops can help identify and address delayed management behavior early on.

Delayed management is a silent threat that undermines employee trust, hinders organizational efficiency, and causes long-term damage. Managers can foster a positive work environment and drive organizational success…but only if they do their job without delay.

p/c – I saw this sign recently and loved its simple and direct message

Who We Follow (What We Can Learn from Sheep)

Living next to a farm with about forty sheep has given me a front-row seat to their daily lives. Over the past year, I’ve seen them at all hours and noticed some interesting patterns that remind me of a lot of human behavior.

Sticking Together

Sheep love being in groups. They usually form smaller sub-groups of 5-7 sheep within the larger herd. Reminds me of people having their close-knit circles within bigger communities, generally preferring company over solitude.

Group Dynamics and Hierarchy

Within these small groups, there’s occasional head-butting and shoving, but mostly they’re focused on grazing, lounging around, or scratching against trees. Similar to humans at work or in social settings, where there’s a bit of jockeying for position, but everyone hopefully gets on with their day.

Follow the Leader

One of the funniest things I’ve seen is how a couple of sheep will suddenly start trotting off for no apparent reason. The rest of their group will follow, clearly not knowing why they’re running. The “leaders” that start the trotting vary from day to day. How often have you seen this type of “herd mentality,” where people follow trends or actions without really knowing why.

Fear of Missing Out (FOMO)

If a sub-group that has decided to run catches the attention of another sub-group, the two sub-groups might quickly merge. The sheep don’t know why they’re running, or where they’re going…but they don’t want to miss out. FOMO is a big deal for sheep…much like humans.

The Scramble for Resources

When the farmer’s family arrives with grain, the entire herd rushes to the troughs, leading to a chaotic scramble. Despite having abundant grass resources in the pasture, each sheep’s behavior reflects their drive to secure for themselves what they perceive as limited (before any of the other sheep can do the same). Humans, too, often scramble for limited resources or opportunities, even when there are other alternatives.

Jostling for Position

Despite having lots of shade and pasture available, sheep still push each other around to control certain spots. This behavior shows their competitive nature and a focus on what others have, reflecting human tendencies to compete for the best spots or the latest trends, even when they’re not necessary.

Sheeple?

Watching sheep has given me some surprising insights into human behavior. Their actions highlight our social nature, competitive streak, and tendency to follow others for fear of missing out. Next time you find yourself in a crowd or following the latest trend, ask yourself: are you leading, following, or just trying to keep up with the flock?

It’s surprising how much we have in common with our woolly friends—even if we’d rather not admit it.

Writing the Check – the best piece of advice I’ve ever received

I’ve received (and read) lots of advice in my lifetime. I’ve even had an opportunity to give advice to others.

The most valuable piece of advice I’ve received was from my dear friend, Jay Scott, around 1991 or 1992 (paraphrasing):

“Mr. Dailey (we refer to each other formally, of course), everything in life comes down to writing a check. You want a new car? Write a check. You want to learn a new skill? Write a check. You want to add something nice to your house? Write a check. You’re either going to write the check or not. All the rest is just detail.”

When he said it, I didn’t think much of it. It sounded like a flippant observation that oversimplified life’s choices.

As I’ve lived my life and encountered tons of situations, opportunities, and decisions, I’ve come to realize the genius in his observation.

The check may be money…the literal meaning of the word “check.” Sometimes the check is the decision to invest something of your own personal value into an idea, an object, or a cause. The check becomes a commitment of your finite time and energy…and maybe your money.

The idea that all the rest is just detail reinforces the notion that while we may elaborate on our decisions with lengthy justifications or stories, at the core, it’s about that decisive moment of commitment.

I’ve found that most of the time I have my decision made about something within a minute of considering my alternatives (whatever they may be). Whether I act immediately on that decision (write the check) or wait some undetermined time period (sometimes years) is another matter.

I’ve applied this fundamental knowledge about humans and their check-writing decisions many times. If my boss says that he supports an idea or strategy, I try to get him to “write the check” about that support as quickly as possible. It’s easy to support an idea in the abstract or tell your employee that you support him or her. It’s something entirely different to then act on that support by “writing the check.”

If the boss (or anyone for that matter) talks about how they believe in something or they support something, if they’re not willing to write the check for it, you know they’re just telling a story. Only when they commit their check (money, time, reputation, etc.) to something are they truly supporting it. Another phrase, “having skin in the game” applies here. No skin in the game, no commitment.

It all comes down to writing the check.

p/c – Tommy Lisbin – Unsplash Why? This climber has written the check(s) and is fully committed to this task. And, the goal is in sight.

Making the Clay: A parable about how projects come to life.

p/c WAI – John Cargile

In the dim glow of his studio, the sculptor stood before a vast expanse of pristine clay, lost in thought. His mind danced with visions of what he would create—a masterpiece that would captivate hearts and minds, a testament to his skill and vision. Yet, before his hands could shape the clay, there were crucial steps to take, like preparing the raw material before the artistry could begin.

As he contemplated the sculpture taking form in his mind’s eye, he pondered the perspectives he would bring to his creation. Each angle, each curve held significance, and he knew that his vision would resonate differently with each observer. He envisioned the awe in their eyes, the whispers of admiration as they saw his work.

But this sculpture would be unlike any he had attempted before—it would be monumental, stretching skyward in grandeur. The clay alone would not suffice; he would need the finest materials that could withstand the test of time. Yet, the cost of these materials weighed heavily on his mind. It was a venture that would require more than just his own resources.

Thus, he embarked on a journey to seek investors—patrons who believed in his vision and were willing to invest in its realization. With their support, he would procure the materials necessary to bring his creation to life. But it was not just financial backing he sought; he needed a team of skilled artisans who would join him on this sculpting journey.

Finding the right team was no small feat. Each member would bring their own expertise and perspective, enriching the project with their unique talents. Yet, it was not just a matter of talent—they would need to share his passion and commitment, willing to sacrifice their own pursuits to see the vision through.

And so, he set out to assemble his team, each member drawn by the promise of being part of something extraordinary. Yet, he knew that their dedication could not go unrewarded. He would provide for them, ensuring they had the means to sustain themselves as they poured their hearts and souls into the project.

With each detail meticulously planned, he secured a space large enough to accommodate the monumental sculpture, a blank canvas upon which his vision would take shape. And in his heart, he held onto the hope that there would be a patron waiting in the wings, eager to claim his creation as their own. A customer.

As he surveyed the clay before him, he saw not just a mound of earth, but the embodiment of possibility—the first step in a journey that would culminate in something truly extraordinary.

With determination burning bright in his eyes, the sculptor began to mold the clay, each touch infused with passion and purpose. He knew that before the sculpture could stand tall, it must first be brought to life in the fertile soil of his imagination.

Sound familiar?

If you launch a new idea, a new project, a new company, or a new rocket…you’re the sculptor. You alone see your vision. To see this new vision come to life, you will need to gather others, inspire them, challenge them, and ultimately organize your new team toward the goal of making your vision a reality.

It won’t be easy. Great things never are. You’ll risk failure at every turn. You’ll have to overcome challenges you never knew existed.

But you’ll never achieve meaningful success in your project (whatever it is) without taking the risk, making the clay, gathering your team, and ultimately bringing your vision to life.

I have one favor to ask: If you like this content and think someone else will like it as well, please forward this post to them.

The Power of Multiplying Yourself: Why Training and Supporting Your Team Leads to Success

The belief that doing everything yourself is faster can limit growth. Training and empowering your team leads to expanded capabilities, time for strategic initiatives, and a strong organizational culture.

p/c: Andrea Gian – Unsplash

“It’ll be faster for me to just handle this task now and get it done.”

“It’ll take me more time to train someone how to do this than it will take me to do it myself.”

“I’ll just take care of this task myself and get it out of the way.”

Sound familiar?

It’s easy to fall into this trap of thinking that doing everything yourself is the most efficient way to get things done. This mindset not only limits your own growth and potential but also minimizes your team’s and your organization’s potential.

Investing your time in training and supporting your direct reports is not just beneficial—it’s essential for long-term success.

Here’s why:

Trust and Empowerment: When you take the time to train your team members, you show them that you trust their abilities. This trust fosters a sense of empowerment, motivating them to take on new challenges and responsibilities with confidence.

Expanded Capabilities: By preparing your team for their next levels of challenge, you expand their capabilities and push their limits outward. Consider this: Instead of just solving today’s problems, imagine if your team could handle tomorrow’s challenges without you needing to intervene. As they tackle new tasks and acquire new skills, they become stronger and more versatile contributors to the organization.

Time Management: While it may seem faster to handle tasks yourself in the short term, investing in training your team ultimately frees up your time for higher-level responsibilities. Imagine if you could focus on strategic initiatives, process improvement, and growth opportunities for the organization, rather than being bogged down in day-to-day tasks.

Cultural Impact: Creating a culture of learning and growth within your team not only boosts morale but also strengthens the entire organization. When your team members feel challenged and supported in their professional development, they’re more engaged and motivated to contribute their best work.

Preparation for Growth: By nurturing the skills and talents of your team members, you’re preparing the organization to adapt and grow. A team that is continuously learning and evolving is better equipped to handle the new challenges that are just around the corner (whether you see them coming, or not).

Neglecting your team’s development can have serious consequences. Employees who feel stagnant and unchallenged are more likely to become disengaged. Disengaged employees will leave, or worse, they’ll choose to stay and become seat warmers—adding nothing valuable to the organization.

People want to learn. They want to be challenged. They are most engaged when they’re pushing the boundaries of their capability, taking on new skills, and becoming more valuable to their organization.

The adage of “it’s faster to do it myself” is short-sighted and will limit your career growth.

Take the time to train and support your team. You will multiply your effectiveness and create a powerful culture of empowerment and continuous improvement within your organization.

The Delicate Balance of Telling and Teaching

Your role as the teacher and mentor is to prepare your mentee to work independently and effectively…

“I can’t believe she can’t tie her own shoes. She’s old enough to know by now.”

My friend was talking about his 5-year-old daughter at the time.

I asked if he’d ever taken the time to teach her how to tie her shoes. He stared at me and said that wasn’t his job and that she should have figured it out by now.

Why tell this story (which really happened!)?

To illustrate how important it is to teach and mentor others…whether they’re our kids, grandkids, employees, family, or friends.

It should be obvious that if you don’t teach, your student misses out on the chance to truly learn and grow. By choosing not to teach, you’re short-changing your mentee of the lessons you’ve learned through hard-earned experience.

In moments of urgency or simplicity, direct instructions are most appropriate, providing a clear roadmap for immediate action (telling).

But true teaching is the art of imparting understanding – the “why” behind actions. It requires a commitment of time and energy, and showcases the significance of tasks, the interconnections between steps, and the importance of specific approaches…usually through storytelling.

What kinds of stories? Stories that provide a personal connection, illustrate key points, and allow your learners to connect emotionally to what you’re teaching. Stories also help students drop their defensiveness toward receiving new information.

Another great teaching method is to ask questions. Questions encourage critical thinking. Ask the student why they think something is important, or how they view a situation. What would they do in the situation? What’s happening that may not be obvious? If their answers are incomplete or miss the nuances of a situation, you can provide additional perspectives and help them understand what to look for.

How can we tell stories and ask questions about something when it’s urgent? We already learned that in urgent situations, telling is often the most appropriate way of getting the right action quickly. To create truly teachable moments resulting from an urgent event, it’s critical that you take the time after the urgency has passed to discuss lessons learned, and maybe even how to avoid the urgency next time.

Your role as the teacher and mentor is to prepare your mentee to work independently and effectively. Not only how to tie their shoes, but why it’s important to tie them in the first place.

I have one favor to ask: If you find this information useful, please forward and recommend it to someone else. Thanks!

Delegation isn’t Abdication

Delegation isn’t a “set it and forget it” task. As the leader, you aren’t abdicating the task and walking away…

How’s your delegation game? If you’re like most managers, I bet there’s room for improvement. As leaders, our ability to delegate effectively is a cornerstone of organizational success.

When done correctly, delegation is a powerful tool for growth, multiplying a leader’s effectiveness and unlocking the full potential of individuals and their organization.

Delegation isn’t a mere task transfer—a way to dump all the unpleasant tasks off your plate and onto someone else’s. True delegation involves entrusting the responsibility and authority needed for the team member to take emotional ownership of the assignment. This is the only way they’ll be able to make the decisions necessary for success.

Delegation isn’t a “set it and forget it” task. As the leader, you aren’t abdicating the task and walking away. It’s critical that you remove your ego from the equation, recognizing that your team member’s approach may differ from yours. Your job is to provide the necessary space and grace for team members to be successful. Moreover, you should offer support, insights, and resources to aid in their success without dictating every step.

Delegation is the linchpin for developing a pipeline of future leaders. Breaking employees free from routine tasks pushes them outside their comfort zones. They learn more about their organization and themselves. Their picture of the organization becomes clearer, and their connection to the organization strengthens.

Success breeds confidence. Not only is the leader’s effectiveness multiplied when their team members succeed, team members gain confidence to handle future challenges. When setbacks occur, leaders should provide guidance, help redirect efforts, and work collaboratively to identify lessons learned.

Managers who refrain from delegation or hoard the “secret sauce” of their roles create a bottleneck in leadership development. They will find themselves locked into their roles, unable to develop or contribute to other parts of the organization. Their failure to prepare team members for advancement creates a stagnant environment that hinders overall organizational agility. Without a culture of delegation, an organization will struggle to identify and nurture emerging talent.

One other thing about delegation: when you delegate an important task, it’s your job to champion your team member’s efforts within the organization. If you’re congratulated for their success, make sure your team members get recognized for doing the work. If things go poorly, own the failure and work with your team members to improve their chance of success the next time.

Delegation is not just a skill. It’s a long-term strategic commitment to nurturing and building tomorrow’s leaders.

How can you enhance your delegation practices today?

I have one favor to ask: If you find this information useful, please forward and recommend it to someone else. Thanks!

The Gentle Shepherd

This poem is dedicated to the Gentle Shepherds God brings to each of us as we make our way along His path…

Our pastor recently announced that he’ll be leaving our parish after serving here for 10 years. Needless to say, he has had a profoundly positive impact on all of us, and he will be dearly missed.

During his homily last Sunday, announcing that he’ll be returning home to Spain in a few short months, I kept hearing the words, Gentle Shepherd, in my mind.

I realized these words were describing the amazing and loving man who was speaking to his flock about trusting God and the path He has for each of us.

Inspired by Father Sergio’s loving service to our parish and his homily last Sunday, this poem is dedicated to the Gentle Shepherds God brings to each of us as we make our way along His path:

The Gentle Shepherd

Graced with the compassionate love of God,

Through valleys of darkness, and deserts of despair,

He humbly guides his flock.

He is the Gentle Shepherd.

With fidelity to God and His Church,

Our shepherd shares with us the Word of God,

Unwrapping its sacred mysteries for all to hear.

He is the Gentle Shepherd.

Strengthened by our loving God,

He brings great tidings of joy and mercy,

Of God’s forgiveness and redemption.

He is the Gentle Shepherd.

He trusts and serves the Lord,

His purposes and His desires,

By loving and protecting each of his flock.

He is the Gentle Shepherd.

May the Lord’s blessings always shine down upon our Gentle Shepherd.

-Bob Dailey, 2022

Serve others first…

Tim Ferriss asks a question of most of his podcast guests:

“If you had a billboard that millions of people would see every day, what would you put on that billboard?”

Tim’s guests have given answers ranging from the comedic to the serious. Some have talked about a cause that is their passion, or an inspirational passage they’d like people to see.

Each time I hear the question, I come up with the same three words:

Serve others first.

Serving others first means:

taking others’ needs and desires into account before our own
looking out for their best interest first
our decisions are more thoroughly considered because we’ll be taking time to think about how our decisions impact others
trying to make someone else’s job easier and more rewarding
showing someone gratitude for the work they’re doing
minding our manners (as my mom used to say when I was a kid)
listening to, and respecting others (even if we disagree with them)
looking for ways to improve a situation rather than making things worse
being the first to forgive.

It’s easy to focus on our own interests and challenges first. It’s easy to think everything happening in the world is directed toward us, personally. This “me first” mindset is hard-wired into our DNA…our DNA is selfish about 99.99% of the time.

The tougher path?

It’s the one that leads to serving others first. It goes against our wiring, which takes significant effort.

None of us will be perfect on this path. We’ll stumble, and we may even wander a bit. But, we can be a blessing for others along our journey, and that’s what we should be seeking.

The good news is that following this path gets easier with practice.

Photo by Adrià Crehuet Cano on Unsplash

What you delegate matters…

There isn’t a human being on this planet who can carry an entire organization themselves…

Whether you run a Fortune 500 company or a one-person shop, your ability to delegate will be the difference between success and failure. Delegation may be to an employee or a trusted vendor.

Delegation allows you to multiply yourself. It also provides an opportunity for your direct reports to grow within your company.

Right about now, you should be nodding and saying, “Obviously, Bob, tell me something I don’t know!”

So, you understand the importance of delegating. Awesome!

Consider these questions about what you’re delegating, based on the way some managers and company owners I’ve worked with over the past 35 years view the topic:

When you delegate, are you focusing on your schedule, or on your direct reports’ growth?

Do you view delegation as the art of offloading tasks you don’t want to do, or tasks that are better suited to the expertise of one or more of your direct reports?

Do your direct reports own a specific role or job that’s critical to your organization, or are they merely one of your assistants, waiting for a list of today’s tasks to come from you?

If you draw a flowchart of how your organization functions, how many of the process lines route through your head where some type of decision or approval takes place before the process can move to its next step?

How many employees do you have waiting to talk to you? Do you feel empowered by how long the line out your door is each day?

When faced with a crisis, or a short-term deadline, do you pull back all that you’ve delegated so you can do everything yourself to make sure it’s right?

When you delegate the responsibility for a task to an employee, do you trust them enough to also delegate the authority they need to own that task? If not, why not?

I worked with a manager many years ago who told me how great it was that he had a line of people waiting to see him every time he came back to his office. He said it was the first time he had felt important in his life. Wrong answer, Mr. Important Guy!

I worked with another who told me that, “These people (referring to pretty much everyone in his department) don’t work well under pressure. Whenever we have a tight deadline on a deliverable, I usually stay late and get it done myself. That way I know it’s right.” Wrong answer, Mr. Martyr!

There isn’t a human being on this planet who can carry an entire organization themselves…even though many try. Sometimes, they even fool themselves (and others) into thinking they do it successfully.

The power of any organization comes from its ability to properly delegate, multiply its talent, and foster employee growth. By the way, sometimes the cost of that growth is allowing your employees to make mistakes, or to successfully complete a task in a different way than you would have.

Get delegation right, and everyone wins. Get it wrong, and your employees will stop learning. Their motivation will wane and your organization will ultimately fail.

It’s only a matter of time.

Photo by Suzanne D. Williams on Unsplash