Responding to Challenges

When faced with challenges that seem overwhelming, Lolly Daskai, President of Lead From Within, reminds us that "what happens within us is at least as important as what happens to us." She offers five helpful strategies we can use when the challenges we encounter threaten  to become too much to handle.

1. Focus on the route, rather than the destination.

2. Focus on what you have, not what you lack.

3. Focus on what you can do, and not what you can't.

4. Focus on containing the challenge and not drowning in drama.

5. Focus on trusting yourself and not wavering within.

Feedback - Or What Your Own Eyes Cannot See

INSPIRE Behavior Change

Karin Hurt in her Let's Grow Leaders blog recently shared a simple but effective process for inspiring behavior change. She recommends what she calls the INSPIRE method.

I - Initiate: Start the discussion in a respectful tone.

N - Notice: Be clear about what you observed.

S - Support: Give supporting evidence regarding your concern.

P - Provide: Offer suggestions to help the staff member improve.

I - Inquire: Ask questions to check for understanding.

R - Review: Have the staff member review what they have committed to doing.

E - Enforce: Follow through with reward or reprimand as appropriate.

Leadership Quote of the Week

Tell me and I forget. 

Teach me and I remember. 

Involve me and I learn. 

Benjamin Franklin

The Myth of Multitasking

Many of us as leaders believe we're effective at "multitasking." The reality, however, is that our brains are just not physically wired to multitask. In reality what happens when we attempt to multitask is that our brain quickly shifts from task to task. This switching from task to task can lead to brain fatigue. It also reduces accuracy and productivity.

According to the Center for Brain Health attempting to multitask also causes the build up of the stress hormone cortisol. Over time the increase in cortisol can lead to:

- Decline in memory
- Increased brain cell death
- Decreased neuron activity
- Weakened immune system
- Poor cognitive functioning
- Greater brain atrophy

Tools of the Trade...The Notebook

Everywhere I go on the campground I always carry a small pocket size spiral notebook and a pen. I've found these notebooks to be one of the most important tools I have as a leader. As I interact with guests and staff, observe programs and use the campground's equipment and facilities I find myself constantly noticing things. Great things I see or hear staff doing. Areas where I see staff members could improve. New and improved program ideas. Facility issues that need attention.

Everything I notice goes into the notebook before I forget it. At least once a day I review my notes and take action. I find a moment to tell a staff member they did a good job. I talk with our leadership team about an issue I saw. I tell our maintenance folks about a facility problem.

During training I let staff know I take notes to help keep track of both the great things happening and areas we need to work on. They come to expect and eventually ignore my note taking (and of other leadership team members who find it helpful.) Over the course of the season I go through several notebooks that become beaten and battered. These invaluable tools record the story of the season, both the good and the bad.

Everyday Leadership

Performance Improvement Plans

Despite our best efforts in recruiting, training and supervising, all of us who serve in leadership roles will eventually have to deal with an employee that is performing poorly. One of the most effective ways of dealing with poor performance is to use a performance improvement plan. Often based on a 90 day time frame, these plans help the employee understand what changes need to be made and provide support in their effort to improve. Should improvement not occur, the plan provides a sound basis for termination or other disciplinary action.

Beth Armknecht Miller, CEO or Executive Velocity, suggests a six step approach to developing a performance improvement plan.

1. Don't ignore the facts. Be clear about what behavior is unacceptable.

2. Don't Act on Rumors. Get the facts before acting.

3. Develop an Objective Performance Plan. Set clear, measurable performance oriented objectives.

4. Set Clear Consequences. Make sure the staff member is clear on what happens if performance doesn't improve.

5. Follow Up Regularly. Check progress, offer help and provide correction regularly.

6. Coach with Consistency.  Be consistent in your standards and in confronting the staff member when they don't meet those standards.

Leadership Quote of the Week

One of the tests of leadership is the ability to recognize a problem before it becomes an emergency.    Arnold Glasow

Developing Leadership Confidence

Dan McCarthy. director of Executive Development Programs at the University of New Hampshire suggests there are 12 ways to develop leadership confidence. They include:

1. Learn about leadership.
2. Network with other leaders.
3. Develop realistic self-awareness.
4. Help others be more successful.
5. Celebrate wins.
6. Look confident.
7. Learn and practice positive psychology.
8. Develop your emotional intelligence (EQ).
9. Project confidence.
10. Ask others for help.
11. Stop asking “mother may I” and make a decision.
12. Develop a sense of humor.