My reflections this week stem from conversations concerning employee satisfaction and keeping the bar high! Inclusive in this are persons who want to be leaders of impact. Not just a little bit of impact to stem tides of discontent, but the kind of impact that changes people and therefore the culture of an environment (i.e. school, office, and factory floor). (The only time I want to be little is when I am in my bathing suit or skinny jeans). Otherwise, I want to be BIG; BIG in the game of life!! It’s part of helping others to “be not small” in their leadership… how they do life and who they are, right?

So much has centered on maintaining high percentage of engagement by lower level employees – assessing levels of trust, respect, recognition, and commitment to what’s right, not necessarily easy. I submit for your own reflection, some simple leadership reminders illustrated in a book, “It’s Your Ship”, by Captain D. Michael Abrashoff, recommended to me by a client/friend (thanks Darren):

See the company through the eyes of the employees:

• solicit suggestions
• Reduce tedious chores that provide little value
• Communicate, communicate, and communicate – the plan…frequently and clearly.
• Create discipline by focusing on purpose: make them believe that what they do and who they are…are important!
• Listen aggressively: what are the needs?

o Knowledge – training
o Respect – kind words
o Affirmation – recognition

• Empower, encourage, employ ideas, and reward exceptional performance, effort, and loyalty.

Nothing earth shattering here…nothing new to learn…it’s basic. So what’s the rule of the game? It’s where everybody has a clear awareness of how his or her work makes an impact. Remember, we are all leaders; we just have different areas of influence and different talents in how we can impact change. Therefore, the first job of a leader is to crystallize where the business is going (vision) and how (strategy) it is going to get there. (remember, YOU are the “business” too!) Then the second part, the part with the biggest barriers, is the execution of the intentions; will you have the will and the discipline?

Will you embrace the BIG concept of leadership and create a trickle down culture that empowers sustainable conviction? Will you ‘own’ the combination of knowing the why and how (intellect – head) with the passion of the purpose (emotional – heart)? Accountability is the top of the leadership pyramid and supports the BIG objective: Be the Impact for the Greater Good!! Not to be redundant…but it is part of that faithful leadership thing; doing what’s right based on core convictions that align with the accountability lens of community (micro-community or stakeholders).

Might sound hokey…but good ideas come in simple truths. We’re the ones who try and make it more complicated than it has to be. Much like faith…you don’t know if you have enough to stand on but your feet are already in motion. Risking takes a lot of courage.

- Trudy