A Big Perspective

I was walking through the store with my wife the other night.  I heard a child’s voice say, “Mom, look at that big man!”.  I looked around and didn’t see anyone but heard my wife laugh, “He was talking about you.”  Looking down the aisle I saw a 4 year old boy holding hands with parents that were  5’6’’ at best.  At 6’5” I looked like a giant to this boy who spends most of days with parents who are much closer to his height.  I was looking for someone bigger than me.

Most people know the story of David and Goliath taken from I Samuel 17 in the Bible.  The king and his men were overwhelmed with the giant Goliath and saw the battle as a death wish.  David walks onto the scene to check on his brothers and volunteers to go against Goliath.  His faith and confidence in seeing God work gave him a completely different perspective.  He was offered a multitude of weapons and protections, but he set them aside.  Instead of being restricted by the unfamiliar and complicated he chose the simple slingshot.  The end result was a dead giant, a grateful army, a future king, and a reference to “giant killer” throughout the history of competitive sports.

It’s all about perspective.  When we are in the midst of a challenge, many things loom large and daunting.  Taking a step back or receiving coaching from someone outside the challenge can help us frame things into a much less threatening situation and see the opportunities on the horizon.

Perspective changes things. Old is always 15 years older than you; big is always bigger than you; and a challenge is something you haven’t done before.  Armed with confidence, faith, and different point of reference and that challenge looks a little more achievable. 

Moving Your Barn

In 1988 a small town in Nebraska celebrated its centennial with an old fashioned barn....moving.  A pair of farmers in Bruno, Nebraska had a dilemma.  They had a barn that needed to be moved because it was routinely under water.  They didn't want to have to pay to have it moved, but it clearly needed to move.

Creativity kicked in and they hatched a plan to move it the 150 feet needed to be safe again.  They estimated the weight to be 17,000 pounds. Using a lot of steel pipe, they assembled a series of handles and supports inside and outside the barn.  They recruited 344 volunteers in town from the centennial celebration to surround the barn and grab a handle.  With 4,000 onlookers and a coach giving clear and encouraging instructions, the team picked the structure up with ease and relocated it to its new location.

The farmers had a vision, they communicated in a way to inspire a town to participate, they empowered the group and removed the obstacles, and they took action.  The end result was the accomplishment of task that probably sounded a little crazy to start with until they communicated the plan.

We all have barns to move...Do you have a vision of where it needs to go?  Have you shared the vision with people who can help?  Have you communicated the plan in such a way that people want to be a part of the success?  Have you removed the obstacles?  Have you called for action?

If your barn isn't ready to move it might be time to revisit the farmer's steps.

Championing Diversity

I had an interesting conversation this week with an new acquaintance. He was concerned watching the community change. It wasn't what was changing, it was who was in the community. The new people he observed dress differently. They talk differently. They have different beliefs - at least that was his assumption based on the fact they looked different. 

As we talked, it became clear that it was fear and anger that drove his concern. It was rooted in a belief that his identity was being threatened - that his clothing choices, his religious beliefs, his behaviors, and his language no longer were held in the regard they once were. He felt that the culture he was a part of was far superior and should be embraced.  His identity was based in things that can change. Anger and fear set in as he saw an equal value given to things that were different.  

How should leaders respond to people who are struggling with change brought on by diversity?

• Acknowledge the feelings that are being shared.  Listen without making judgment and encourage the dialogue.
• Be committed to the education process of individuals that are struggling. Help provide opportunities for them to learn about the other cultures with informal interactions and formal opportunities.
• Develop your own 2-3 reasons/support for welcoming other cultures and what you have learned.  Be comfortable sharing them in a confident but non-threatening manner.
• Model positive interactions with your team and those you associate with when it comes to diversity.

Change is never easy - especially when it feels like we are losing something.  But engaging diversity adds to our life - diversity provides an opportunity to learn and grow and helps us see new perspectives and gain understanding.  You can be the leader to help others on their journey.

Managing Monkeys

If you have ever been to the island of St. Kitts, you probably remember the monkeys.  Island lore says the monkeys came with the French settlers in the early 1600’s as pets.  When the French left the island several years later, they left the monkeys to go wild.  The monkeys now outnumber the people on the island and have adapted to be pests to local farmers. 

Some of the locals have taken advantage of the mild mannered disposition of the monkeys.  As you walk into the central square from the ship port you will see a few of the locals walking around with 2-3 Green Vervet Monkeys on their shoulders.  They are cute – complete with matching outfits in St. Kitts colors, a diaper, and willing to jump right on a stranger. The monkey wranglers quickly try to put them on your shoulders and offer to take your picture with them…and want a few dollars in exchange for the opportunity.  It is a novelty, fun for a few minutes diversion, and inexpensive souvenir shot – but you don’t want to keep them too long.  They can start to pick at you, climb where you don’t want them, and might end up costing you more than you want to pay with a pushy monkey wrangler.

Monkeys can have a similar effect on managers and leaders.  You’ve experienced it. 

• A member on your team approaches you with a problem and not sure how to handle it.  You find it easier to take care of it yourself than coach them through it and now you have their monkey. 
• A new project or task is assigned to your department.  It should be passed on to one of your staff, but it is something you like to do.  You keep it and now you have another monkey to manage.
• A staff member approaches you about a task.  You tell him you will think about it and get back to him.  Another monkey jumps on your back.

Limit the monkeys by taking three steps:

1. Keep the monkeys where they belong.  Ask open ended questions with your team when talking about issues.  Ask them what they can do.  Ask them to evaluate the options.  Ask them when they would like to give you and update on the progress.  By doing so, the monkey stays with someone else instead of landing on your shoulders.
2. Commit to developing people.  Chances are that you grew in your skills and knowledge by taking on new and challenging projects that stretched you at the time.  Your team needs the same opportunity.  Pass that favorite task or project onto one of your team so it can become one their favorites.  Provide details, be available for questions, but let them manage the monkey – even when it is favorite one that might not seem like a monkey.
3. Recognize and control the monkeys.  Just as the uncontrolled monkeys on St. Kitts can cause problems, so can the unchecked monkey with your team.  The monkeys were just pets until no one was watching.  Keep the monkey population low by assigning monkeys to a person with a deadline and provide the needed opportunities to check in on their progress.

The monkeys you accept will cost you at some point.  Be intentional about which monkeys stay and which ones stay where they belong.

Empowered Service

I was sitting in McDonalds in the San Juan airport a few days ago.  They had the largest seating area at a food venue but you had to buy something in order to stay there.  It was mid-morning when I ordered and I asked for the hash browns.  I was politely told that they didn’t have those at this location – so I ordered a healthier fruit parfait, and returned to my seat and luggage.  Several minutes later, the lady who took my order walked out with a big smile on her face and handed me two large hot McDonald’s hash browns.  “I found these for you and was hoping you would still be here – have a great day in San Juan!”

Kumba is a taxi driver on Tortola.  He was giving us a tour of the island – 7 in our group and 6 in another group settled into what looked like a safari truck.  We were running a bit behind in the schedule promised for the tour due to extended pauses looking at scenery.  Our kids were anticipating the 30 minute stop at the beach.  Because we were running behind, Kumba announced the beach was simply going to be a pit stop so the other group could get back in time for their commitment.  I shared with him that our kids were looking forward to the beach stop and asked if there was a way to extend it.  Kumba asked if would be ok to leave us a little longer – he would drive the other group back to the port and then come back to get us.  Even though it added an hour to the trip for him driving, there was no extra charge.  It worked out – the other group made it back for their commitment, we got to stay at the beach a little longer, and Kumba got a good tip.

Taxi drivers and McDonalds generally aren’t the first things that come to mind when you think of magic moment Service.  Someone along the way had empowered both of these individuals to do what was needed to make the customer a fan.  They more than likely impressed upon them the domino effect a good experience has throughout the day and on recommendations.  And chances are they modeled it for them.

What are you modeling with your team?  Are they empowered to brighten the day of their customers?

Creative Leadership

I just returned from a South Caribbean cruise that provided a few opportunities for reminders on leadership.  I’ll share a few in the next posts.  One of the favorites?  A quartet of kids in St. Kitts making their own brand of music.  Their instruments?  A ukulele, a flute made from PVC pipe, a cheese grater, and a triangle.

Chances are their songs won’t make ITUNES top download list in the near future – but they were having fun doing what they enjoyed, they made a lot of people smile, and they showed some ingenuity using what was available to them. They even made a few dollars from the looks of the traffic stopping to listen.  They weren’t sulking about not having the instruments they wanted and didn’t have.  They weren’t arguing about who got to play what instrument – at least not in public.  Nothing but smiles.

Leadership is about looking at the resources you have available and coming up with a plan on how to use them best. What is your cheese grater that needs to reallocated?  What is your piece of PVC that would be better with holes in it?

Leadership is about creating the future with something greater than the sum of the parts –  individually each of the instruments have limited options (haven’t heard a CD dedicated to a cheese grater).  Together, much is possible and much more than credited alone. 

Leadership is about keeping people motivated and making a great impression with the work they do.  Help your team celebrate the roles they have and blend together.

Take a look around you.  Inventory your resources. Create the future.  Celebrate the successes.  Learn from some kids in the South Caribbean looking to have some fun.

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