How We Lead » Change

How Do You Replace A Key Manager?

Ken — Mon, 06 Sep 2010 12:48:14 +0000

The first thing you need to decide when you lose a key manager is whether you need to hire a “winner” or a “potential winner” to replace this person. Winners are individuals who have demonstrated that they can do the exact job you need done. They are hard to find and they cost money, but they are relatively easy to supervise. All they need to know is what the goals are.

If the last manager was a winner and you worked well with that person, you might need to search extensively to get the same type of individual. If you can’t afford or don’t think you can find—or take the time to find—a winner, your next alternative is to hire a potential winner. Potential winners are individuals who have promise, but have not demonstrated the ability do the specific job you need done. They are less expensive to hire but they require time and training to develop the skills for the job at hand. Do you have that kind of time? Can you afford to train someone to take the last person’s place?

As you interview an individual, how do you tell whether you have a winner? Let me suggest a process you might use. When you interview job applicants, attempt to find out as much about them and their background as you can. As they explain their past, probe with appropriate questions along the way to learn how they have arrived at their current position in life. After you get a sense of the person’s personal and professional background, share with him or her the key responsibility areas in the position you have open. Be as detailed as you can regarding your concerns and expectations. This process will give you an initial sense of the quality of person you are dealing with.

After this phase of interviewing, you will be able to narrow down the field to the best potential candidates for the job.

During the second interview, give the person a pad and pencil and have him or her prepare a strategy to follow if he or she were to get the job—that is, what would be done first, followed by what would be done within the next three, six and nine months. Give the applicant an hour to complete this task. Tell him or her that you will want to read the prepared statement as well as listen to an oral presentation. This will give you not only a sense of the person’s ability to think and plan, but it will also indicate his or her level of initiative, organization, and creativity as well as ability to communicate and present ideas verbally and in writing.

After you have heard the presentation, talk about it. Ask what kind of supervision he or she would need from you in each of the key responsibility areas of the position: Close supervision (known in Situational Leadership^® II as a Directing leadership style); both direction and support along with participation in decision making (a Coaching leadership style); support, encouragement and listening (a Supporting leadership style); or could you leave the person alone with minimal supervision (a Delegating leadership style)?

Suggest that the amount of direction the person will need will depend on his or her level of competence in the areas of responsibility, and that the amount of support and involvement you will provide will depend on his or her level of confidence in performing each task or goal. For example, for you to effectively use a Delegating leadership style, the person would need to be highly competent and confident at the task at hand. Whereas, if the person is an “enthusiastic beginner” (SLII^® language), more direction will be needed. Suggest that the person look at each of the responsibilities separately and be ready to talk with you in terms of what kind of supervision might be necessary.

While your new candidate is working on analyzing his or her own development level and the appropriate leadership style needed to be effectively supervised in each responsibility area, you would do the same in relation to what you have learned about the person. After you each have analyzed appropriate supervisory approaches on various tasks or goals, you would come together and talk about the kind of supervision that person would probably need.

What is fascinating about this exercise is that you are essentially contracting for a leadership style with the person before he or she has been hired. This way, you can find out whether this person is a winner who can be generally supervised or a potential winner who will require a greater degree of direct supervision and control.

Hiring a replacement for a key position is not a simple task—it’s something that must be done with great care. The ideas I’ve presented here have helped me many times to make the best hiring decision—I hope they help you, too!

If I Had My Life to Live Over

Ken — Mon, 21 Jun 2010 16:38:36 +0000

I recently saw a wonderful piece about “If I Had My Life to Live Over.” I thought it was worth sharing with you. It’s from the late Nadine Stair of Louisville, Kentucky, who wrote it when she was 85 years old:

If I had my life to live over again,
I’d dare to make more mistakes next time.
I’d relax.
I’d limber up.

I’d be sillier than I’ve been this time.
I would take fewer things seriously.
I would take more chances,

I would take more trips.

I would climb more mountains and swim more rivers
I would eat more ice cream and less beans.
I would, perhaps, have more actual troubles but fewer imaginary ones.

You see, I’m one of those people who lived sensibly and sanely

Hour after hour,
Day after day.

Oh, I’ve had my moments.
If I had to do it over again,
I’d have more of them.
In fact, I’d try to have nothing else—just moments,
One after another, instead of living so many years ahead of each day.

I’ve been one of those persons who never goes anywhere without a thermometer,

A hot water bottle, a raincoat, and a parachute.

If I had to live my life over,
I would start barefoot earlier in the spring
And stay that way later in the fall.
I would go to more dances,
I would ride more merry-go-rounds,
I would pick more daisies.

Isn’t that fabulous? What a wonderful, wonderful way to live. Try it. If you had your life to live over, what would you do differently?

The Golden Rule

Ken — Mon, 19 Apr 2010 16:08:59 +0000

I just heard a very interesting theory about the Golden Rule, which is in almost every faith–you know, “Do unto others as you would have them do unto you.” It’s about loving your neighbor as much as you love yourself. This theory was that you can’t really love your neighbor if you don’t love yourself. If you don’t feel positive about yourself, then it’s pretty hard for you to reach out and be positive to other people.

Mahatma Gandhi said, “Be the change you want to see in the world.” There was a story about a woman who journeyed for miles with her son to have an audience with Gandhi. She said, “Would you help my son? He eats too much sugar.” And Gandhi told her to come back in a week. She couldn’t quite understand that, but they trekked all the way home and came back the next week. They then sat with Gandhi and he told her son to stop eating so much sugar. She said, “Why couldn’t you have told him that a week ago?” And Gandhi said, “Because I was eating too much sugar myself at that time.” Ha!

The other thing that’s really interesting is that if you feel good about yourself, it makes other people around you feel good. And if they feel good, they send those vibes back to you and they kind of multiply. Norman Vincent Peale said, “Every day you have a choice. You can feel good about yourself or you can feel lousy. Why would you want to choose the latter?” If you feel good about yourself, then you’re able to reach out and help others. Helping others is about happiness. The more we reach out and help other people, the happier we get. In fact, most of the time helping other people makes you feel better than if you were doing something for yourself.

So take care of yourself. If you do that, then you can take care of other people. It all starts at home. Confucius said, “It’s self, family, neighborhood, state.” If you want to create a great nation, a great state, you’ve got to start with yourself. So when you’re discouraged, remember that the change we want to see in the world has to begin with ourselves. Be good to yourself.

Live Life in the Present

Ken — Mon, 29 Mar 2010 18:50:51 +0000

Have you ever noticed how you can look forward to something for so long, and then all of a sudden it’s upon you, and then it’s gone? I think that should teach us that life is to be lived one day at a time, and in the present. My friend Spencer Johnson had a great message years ago in his book The Precious Present. He said that we need to learn from the past, but not live there. Plan the future, but don’t live there. Because we are at our happiest when we’re living life in the present – one day at a time. So if you look forward to something for a long time, and then it’s gone, now you’re back to your regular life – what are you going to do about that? It’s interesting and powerful to recognize that life should be lived in the present. Time flies. We’re here for such a short period of time. So enjoy every single day. And reach out and tell someone you love them and you care about them, because when all is said and done, as I’ve said many times, the only thing that counts is who you love and who loves you.

Your Roles In Life

Ken — Mon, 30 Nov 2009 17:13:31 +0000

Charles Handy is an Irish writer and good friend who looks at himself as a “social philosopher.” He has written wonderful things on leadership and organizations. My wife Margie and I had dinner with him and his wife Elizabeth recently. They do something very interesting—they help people decide who they are and where they are going in life, and they put it into photographs. One of the processes was interesting and I would love you all to think about it: What three roles do you have in life? One could be as a father or mother, one could be a salesperson, or a golfer, or whatever—I don’t know. And if you were going to design a picture, where would you place those roles in the room? What would be in the front of the picture, what would be in the middle, and what would be in the back? How you arrange these roles in the picture is really how you are rank-ordering them in your life. Then stop and really take a look at your present life and what you are spending your time on. Some people might put their role as a parent up front, and yet they are really not spending the time they should on that. One man had his role as an executive way in the back of his photo, and he had being a writer and a poet in the front. After he looked at it, he ended up quitting his job and concentrating on what he said he really loved to do—write poetry and also be with his family. So it’s interesting. What three roles do you have and where would you want to put them in a picture? I’m going to think about mine and I would love for you to think about your own.

Be Audible Ready

Ken — Mon, 09 Nov 2009 17:13:33 +0000

My wife Margie and I needed to fly to New York in early September, and we had made a plan that we weren’t going to fly on September 11. But you know, life is not always in your own hands. I learned that from Don Shula really clearly when he talked about the importance of being audible-ready. That means you have to have a plan, but when plans go awry, you have to be able to “call an audible.” You have to go with the flow.

So on September 10 when we were on our way to our first stop in Dallas, there were all kinds of problems with the Dallas airport, and we had to land in Oklahoma City because we had to get more gas. We eventually got to Dallas at about nine o’clock that night. Of course, our connecting flight to New York had already taken off. So we stayed at the airport hotel right there. The next morning, September 11, we flew safely to New York City. I think one of the things that makes you relax and be more easy in life is if you have an audible-ready attitude. Shula said that when you call an audible in football, it doesn’t mean you don’t have a plan. When things change, you just have to call a different play. You can’t get all uptight and ticked off because you didn’t get to go with your original plan. Some people at the airport were really bent out of shape because their plans were changed. They got themselves all out of whack about something they couldn’t control. So sometimes things change and you have to just go with the flow.

Keep Up

Ken — Mon, 02 Nov 2009 17:33:58 +0000

One thought we have to keep at the top of mind is we are going to make it through this challenging time, and we’re going to do it together. We are. And we can’t get discouraged. We’re figuring this out together. Positive thinkers are winners. Why? Because they get positive results. And we’re going to get those. It’s going to be a story. It’s going to be a celebration. So don’t get down—keep up. We’re doing it all the time. You have a great, positive day, and remember we can do everything together. Remember that quote, “None of us is as smart as all of us.”

Staying Peaceful

Ken — Mon, 19 Oct 2009 16:34:27 +0000

I have a great saying for you today that my friend Pat Zigarmi gave me last year when I was recovering from my hip surgery. This is a good one for all of us:

“Peace: It does not mean to be in a place where there is no noise, trouble, or hard work. It means to be in the midst of those things and still be calm in your heart.”

How is that? That’s really pretty powerful. Because with all the stress and the movement with the economy and everybody working hard and all, you have to find a way to stay peaceful in the midst of turmoil. That happens by quieting yourself periodically as you work through the day and know that you’re doing good things—you’re making a difference in people’s lives. Calm yourself down, take a few deep breaths, and recognize that peace does not mean to be in a place where there is no noise, trouble, or hard work. It means to be in the midst of those things and still be calm in your heart. Have a great day.

Trust

Ken — Mon, 12 Oct 2009 16:24:37 +0000

Something that’s so important in changing organizations for the better is the whole concept of trust. As I’ve said before, trust and respect go together. There are some real trust issues that people are dealing with out there. Sometimes people are not sure that the leader necessarily respects them and seeks their opinions. The leader could even be making an effort to do that, but people may be suspicious because of past leaders. It’s so important. It doesn’t do you any good to be concerned or have an issue about something and not let the person working with you, or someone else, know about it, so something can be done about it. As the CEO of WD-40 Company, Garry Ridge, says, everything is a learning opportunity if it’s an issue we can learn from. So I hope you really listen to your people, respect them, and ask their opinions. Treat everyone you work with as teammates in this tough economic time, so you can trust each other and work together toward what you’re trying to accomplish. I love the old saying that there’s no “I” in TEAM, because it’s so true.

There Is No Hall of Fame For Critics

Ken — Mon, 21 Sep 2009 17:09:51 +0000

A great comment I heard recently from our consultant, Tommy Moore, was: “There is no hall of fame for critics,” Ha! I just love that. A lot of times, people are really good at taking shots at what other people are doing. That’s not really very helpful. Redirection is so much different than criticism: Here’s something that has happened, here’s how it has impacted things, here’s what would really help next time, and I’m still excited about working with you. That’s really kind of a nice thing. But we also have to remember, if you do ever get criticism, that feedback is the breakfast of champions, as Rick Tate always used to say. The best response to any kind of criticism, if you get it, is: “Tell me more. Is there anyone else I should talk to? Oh, this is so helpful.” That will really blow people’s minds because you won’t be defensive or anything. You won’t get your ego in the way. Don’t criticize yourself or other people. Give ‘em a hug. That’s what they could really use.