SCARF

The Open Door Policy

Most organizations have a formal open door policy. Many leaders regularly emphasize that their door is always open. The danger is when leaders rely too heavily on the open door policy.

The open door policy puts the onus on the employee to initiate communication. It says I'm here if you need me, but you must come to me. If you have a problem or need assistance come in and let me know.

Unfortunately, employees are too often reluctant to go through those open doors. They may feel asking for help makes them look weak or incompetent. They may be intimidated by the leader. They may not be able to take time away from their work.

Leaders need to remember the open doorways leads both in and out. Effective leaders don't wait for employees to come to them. They regularly get out of their offices to interact with their staff. They make a point of checking in. They practice what management guru Tom Peters calls management by wandering around.

Don't ditch your open door policy but don't rely on it to stay in touch with your staff and what's happening in your organization. Go out the door and stay in touch.

The Simple Trick to See If Someone Is a Good Leader

The Art of the Huddle

When a basketball coach needs to get his team on track he calls a time out and the team huddles. In football the huddle is where the quarterback calls the play, getting his entire team on the same page.

Doing a regular huddle can be an effective tool for leaders in campgrounds to get their team on the same page. A quick, daily gathering of key players can help with communication and coordination. The investment of just a few minutes can make a huge difference.

1. Have a clear purpose. Make everyone knows the purpose and desired outcome for the huddles.

2. Structure your content. Have a clear plan that you use for every huddle and stick to it.

3. Prepare some questions to stimulate discussion. "What are we hearing from the guests?" "Is there an area we're not currently meeting expectations?"  "Are we seeing any recurring issues with the staff?"

4. Check for understanding. Make sure your message is heard and understood.

5. Recap and reinforce. Who is going to do what.

Giving Feedback: Three Steps

The Center for Creative Leadership has developed an effective three step process called Situation - Behavior - Impact for giving feedback.

Situation - Describe the situation with specific details. What happened, when, etc.

Behavior - Describe observable behavior. Don't make assumptions about the motives behind it.

Impact - Describe the impact the behavior had on the organization and your reaction. 

Productivity Superpower