leadership dot #2176: prominent

In my work with supervisors, I hear many laments about how hard it is to find people to fill jobs these days. They make it seem like it would be nearly impossible to find people to work the shifts at Milt and Edie’s drycleaners – a service business that is open 24/7/365. Not only do they need people to do the actual laundry, but they also offer alterations and tailoring during all those hours.

Yet Milt and Edie’s has found a way to keep people for extensive periods of time. They feature a large sign on their building that shares the name, the number of years worked and nationality of those who work there, and they tout the cumulative number of years’ experience they provide. Inside are flags of the countries of their employees. Next to the Alteration Center is a pegboard that features pictures of all the employees who are working that day.

Many organizations acknowledge longevity at a once-a-year ceremony or newsletter, but it was front and center at Milt and Edie’s. Think of how you can make your recognition efforts more personal and prominent. The future of your organization depends on your ability to have people operating it.

leadership dot #2170: excavating

At the La Brea Tar Pits Museum, there is a working paleontology laboratory that manages the sorting, classification and archiving of the bone and plant remains that are found in the tar pits. Rather than be hidden in the bowels of the building as some behind-the-scenes functions are, this lab is glass enclosed and the work is in full view of the visitors.

People can see the scientists painstakingly sorting through deposits with a small artist’s paintbrush, looking for the bone remnants that may be found within them. The facility has over 1 million specimens from 650 species logged and categorized with the specific date and quadrant in which they were found.

I watched the sorting process for about a minute and already was bored. I can’t even imagine a job where you peer through a microscope dusting off a handful of sediment looking for a bone chip with a paintbrush. Then I learned that those performing the tasks are volunteers! The lab only has three paid staff with the remaining work done by those who willingly donate their time to do it.

The La Brea Tar Pits are a great example of matching interests with needs. They have developed a way to recruit and train those with an interest in their work, and to do it at a consistent enough level to run the operation.

There is a job for everyone. How can your organization excavate the talent pool to pair the work with those most interested in performing it – even if they are doing it for free?

leadership dot #2168: stars

Like all good tourists, when I was in Hollywood I strolled Hollywood Boulevard and looked at the Walk of Fame. I thought about the thrill that must have been for those whose name is permanently engraved on the sidewalk and how for many it would represent a highlight of their career.

We reveled in seeing the stars – as if it were the star themselves. Tom Cruise, Marilyn Monroe, Alex Trebek, Bob Hope, Harrison Ford, Walt Disney, Matt Damon, Amy Grant, Michael Jackson – blocks and blocks of the biggest names in entertainment and we were standing where we know they once were.

But we also traversed over dozens of stars whose names we did not recognize at all – Viola Dana, Clyde Cook, Gabby Hays, Faye Emerson, Madge Bellamy, Barbara Whiting, Meriam C Cooper, Eerlin Husky, Yma Sumac – all famous enough to be immortalized on the Walk of Fame, but not enduring enough to become household names (at least in our circle).

Your organization likely does not have a literal walk of fame but think about the people who would be on it. What are you doing to keep their legacy alive? How do you tell the story of your founders or legends in your industry so that the subsequent generations would at least recognize their name? It’s nice to do recognition in the moment, but even better if you allow the star to keep shining over the long term.

leadership dot #2125: arbitrary

It has always been common practice to take a big goal and break it down into smaller steps and technology has made it so easy to do. We measure everything these days -- the number of steps you take in a day, the number of times you shop at a particular store, the number of reps during your workout – and more tracking provides greater opportunity for creating arbitrary milestones to celebrate.

In the era of computer gaming, recognition becomes even more important to do as gamers are used to achieving acknowledgment upon reaching intermediate “levels” – and soon the expectation will carry over into the workplace. As a supervisor, you can increase motivation by creating – then celebrating – interim steps on a long journey.
An example of this occurs in the St. Louis schools where the “100^thDay of School” has become a big deal. There are special projects (eg: bringing in 100 items of something, writing 100 words, 100 Days t-shirts, 100 prizes, etc.). It has become so special that when two kids had to miss school that day for an out-of-town engagement, they shared their own 100 Days photo (below) on social media.

I have written before about the President’s 100 Daysand the arbitrary badges provided by Fitbit, but you can make anything seem special by so declaring it, even if it has no legitimate significance. Think about the big tasks you are facing: a tax season, a new equipment installation or a road trip with the family. How can you provide demarcation for moments along the way: free lunch when the 124^threturn is filed, everyone does jumping jacks when the equipment is out of the box or you pull over for ice cream at the first exit after the 87^thmile.

You possess the power to create something out of the ordinary at any point in a journey. Use that ability to motivate yourself and others to keep going.

Thanks, Brian!

leadership dot #2029: escaping

Escape Rooms were the hot ticket over the holidays. Whether solving a bank heist, finding the pirate booty or helping the wizard reclaim his kingdom, the teens and tweens couldn’t get enough of them. My nieces and nephews drove an hour to participate in one at 9:40pm – the only time they could get a reservation.

For those unfamiliar with the premise, a small group enters a room and locates clues to solve a mystery. It is an exercise in problem-solving and logic intertwined with technology: put the wooden piece in the holder in a specific way so the invisible magnets touch and open another hatch or press the buttons in sequence to receive a new clue, etc.

Think about the Escape Room as a model for motivation. The rooms are all about the experience itself. There are no prizes or rewards (other than holding up a sign for the photo at the end). People take the task as seriously as if they were hired to do it, even though in reality they are the ones who paid for the privilege. There is a problem to be solved and groups work together to find the best solution.

How can you structure your work experience so people feel like they are in an Escape Room instead of wanting to escape your workplace? The intangible element of engagement is a far more powerful motivator than tangible rewards.

leadership dot #2013: untold

My best Black Friday deal was the movie Hidden Figures for $4 – and I was delighted to watch it again this weekend. If you don’t know the story, it is a movie about success despite obstacles, specifically for three women who manually computed trajectories for the initial NASA space missions. Set in 1953, it chronicles Katherine Johnson and two other women whose mathematical genius went unappreciated because of their gender and ethnicity.

In 2010, Margot Lee Shetterly began researching the female “computers” who worked at the Langley Space Station in Hampton, Virginia where she grew up. (At the time, computers were people, not machines.) It was an untold story that no one had pursued, but her curiosity and investigation led to the publishing of a book and then the Academy Award-nominated film. In addition to the artistic acclaim, it has resulted in recognition of Johnson and her contributions to the space program.

NASA, who initially would not allow Johnson to compute figures except from heavily redacted reports, recently dedicated the Katherine G. Johnson Computational Research Facility in her honor. She also received the Presidential Medal of Freedom from President Obama in 2015.

I wonder if Johnson, now age 99, would have lived her whole life without acknowledgment for her role in putting men in space had Shetterly not pursued a casual conversation with her father about his days at Langley…

…and I wonder what “Katherine Johnson” is lurking in your organization’s archives. Who was involved in the early days, maybe working behind the scenes, that has not received the recognition or accord that they are due? Do you have an untold story that needs to be shared?

Katherine’s story not only shines a light on her past, but it hopefully provides a beacon to inspire others to persist in light of challenges. Do some digging and see what figures are hidden in your organization’s history.


Photo source: Black Enterprise

leadership dot #1997: tunnel

I never set out to get a doctorate; I just took one class because I was interested in the legal aspects of higher education. But one class led to another and then to another and then, in 1997, I earned my degree.

The classes, my defense and graduation are all a blur, but what I remember vividly about this process was the day I finished my final draft and took it to the on-campus mail room (yes, we had to send hard copies!) to send out to my committee. There, outside the drop-off window, was my whole staff and a gathering of other employees who made a cheer tunnel for me to walk through en route to the delivery.

That simple act of recognition cost them nothing, but it still gives me goosebumps to think about it all these many years later.

When you want to show someone that you really care, it does not need to be a lavish gift or even a tangible item. Sentiment from the heart is much more valuable than objects.


Photo source: http://www.eac.nsw.edu

leadership dot #1975: sweetener

One of the most delightful gifts I have received came via email last week when a friend sent me a Sugarwish. I had not heard of this before, but the giver pre-pays for a treat box for you, Sugarwish sends you an email, then the recipient has the envious/difficult task of picking out their treats from a selection of about 50 different types. Once you make the selection, it arrives via mail in a fancy package with a message card – and is so much fun!

Trying to pick out the candies was like a virtual trip to an old-fashioned candy store – many old brands like Mary Janes and Runts as well as some I had not heard of like grapefruit gummies. It was such a wonderful way to say “I Miss You!” across the miles.

We often think of others and intend to send them a greeting, but frequently it doesn’t get acted upon or ends up as a quick email or Facebook message. If you truly want to make an impression, think about virtual gifts like Sugarwish, Starbucks virtual e-gift cards or other ways to enhance your greeting or thank you. Sending along a treat that the recipient is sure to enjoy – and likely would never purchase for themselves – is a sure way to create a memorable sweet spot in your communication.

leadership dot #1887: redemption

I am not a Cubs fan, so it is ironic to me that I am writing about the Cubs two days in a row, but an incident warrants it. Yesterday I learned that the Cubs organization gave an authentic World Series Championship ring to someone not directly in the organization: Steve Bartman!



In case you don't know anything about the Cubs, fan Steve Bartman grabbed a foul ball in the 2003 National League Championship -- a ball some thought could have been caught for an out. As a result, he has been the butt of jokes and cause of scorn for more than a decade, and blamed by many as being personally responsible for the Cubs' demise that year.

But yesterday, Cubs owner Tom Ricketts, and president of baseball operations,Theo Epstein, brought Bartman to Wrigley Field and presented him with a personalized championship ring just like the players'. Part of their statement said: "We hope this provides closure on an unfortunate chapter of the story...while no gesture can fully lift the public burden he has endured for more than a decade, we felt it was important Steve knows he has been and continues to be fully embraced by this organization..." Talk about high class!

Do you have a "Steve Bartman" in your organization -- someone who has been ostracized or whose legacy casts a shadow on the current operations? Is there a person who was blamed for doing what he or she thought was right at the time, but has paid a heavy price in the folklore when things did not turn out as originally planned? Maybe they didn't catch a foul ball, but purchased a building or equipment, created a logo or implemented a practice that has long been ridiculed.

Take a page out of the Cubs' playbook and extend an olive branch to welcome your "Steve" back into the game. It is much easier to move forward when the ghosts of the past aren't in play. And much classier too!

Click here to see the full story on WGN.

Thanks Mike!

leadership dot #1766: happy dance

Today is Opening Day in Major League Baseball -- a reason for many fans to do the happy dance as they celebrate the return of their beloved pastime. 

But the fans aren't the only ones who are dancing. A tradition has evolved in Boston whereby the outfielders do dances of their own after a victory.  The dancing has received much more attention than the outfielders originally anticipated, but now has become an established part of the game experience. "Win, Dance, Repeat" has been the basis of commercials, competitions, videos and even dance moves suggested by fans. 

More importantly, the dancing celebration serves as a great team building exercise for the players and an on-boarding ritual in spring training for the newest members of the roster. 

You couldn't mandate that MLB players add dancing skills to their responsibilities; that just evolved organically. But it happened in part because the culture was ripe for fun and then the organization fostered it through social media.

How can you take a lesson from Boston's playbook to encourage bonding and camaraderie with your "players"? Is there a small ritual that you can help cultivate into a tradition? Can you give permission for silliness to occur -- or model it yourself? There's more to playing ball than what happens during the game.

leadership dot #1580: life of the party

Who was the first woman to be featured on the cover of Business Week magazine? 

It was 1954, and the first female to be showcased in a cover story was Brownie Wise. Now can you name the company?

The answer is Tupperware, the famous polyethylene containers with the "burp" as a seal. Developed by Earl Tupper, the product and its highly successful home sales distribution network was made a household name by Brownie. But because of a falling out with the founder, her name was banished for 50 years from even the company's history, and she did not receive the legacy she deserved.

In many ways, Brownie Wise was ahead of her time, not only because she recruited and empowered a large female work force and provided opportunities for women to have significant incomes at a time when few did, but because she saw the gains that could be realized when a company took care of its people. "If we build the people, they'll build the business" was her mantra.

Under her leadership as head of the Tupperware Home Parties division, the company grew to over 10,000 dealers and $25 million in retail sales (in 1954!). She was a precursor to Oprah: giving away trips around the world and cars, granting wishes for her top dealers, writing a book and providing inspiration through regular newsletters and training films. Brownie was also known for her handwritten notes to people and for the lavish jubilee celebrations she held each year to inspire top dealers. 

Brownie was one of the early dealers herself, and then rose through the ranks and eventually became head of the sales division. She perfected the home party network, which gained such acclaim that Brownie's celebrity and her sales prowess overshadowed Earl Tupper and he fired her. 

A new book about Brownie Wise, Life of the Party, may revive interest in her story and give her the recognition she is due, but regardless, we can all learn from Brownie's dedication to her dealers. I just listened to a webinar by Simon Sinek who is preaching the same advice Brownie shared. "We are responsible for the people who are responsible for the results," he said. 

Take a lesson from Brownie Wise's playbook and shower love, personal concern and recognition on those who do the work. The results will follow.

-- beth triplett
leadershipdots.blogspot.com
@leadershipdots
leadershipdots@gmail.com

Life of the Party by Bob Kealing, 2016

leadership dot #1575: elite

As the airport gate attendant called people to board a flight, he ran through the litany of people who could board first: Executive Platinum, One World Emerald, One World Sapphire, One World Ruby, Advantage Platinum, Advantage Gold, Priority Access, Priority Gold and Active Duty Military.

When the nine groups with premium boarding finished, about 25% of the plane was seated. Airlines shower perks on this group, often at the expense of the other 75% who fill their planes. And once you are on board, American is now introducing "premium economy" seats, adding one more way to make the non-premium flyer feel like one step above cargo.

I know that the elite classifications are designed to engender loyalty among the most frequent travelers, and in many cases it works. But the programs highlight the challenge of how to make a large group feel important without making the remaining group feel unimportant. 

In addition to thinking about the ways you can provide recognition to your best clients, frame that against how it makes your majority feel. Those not in the upper echelon may not have earned all the perks of the elite, but it will serve you well to provide an occasional acknowledgement to the ordinary folks whose influence and impact do matter.

-- beth triplett
leadershipdots.blogspot.com
@leadershipdots
leadershipdots@gmail.com 

leadership dot #1569: winner's circle

I only spent a few moments with the horses I saw in Kentucky, but could tell how easily it would be to fall in love with one of those gorgeous animals. 

On our tour, we learned of several owners who had created "horse cemeteries" with tombstones and markers for their beloved equines. The more famous horses even have life-size statues and memorial parks at their grave sites. 

But the tribute that touched my heart the most was that of Karen Taylor, owner of the undefeated Triple Crown Winner Seattle Slew. Every year, Ms. Taylor sent flowers to Seattle Slew's gravesite on each day of a triple crown race -- the same flowers the winner would receive -- roses on Derby Day, white carnations for the Belmont and black eyed susans on the day the Preakness was run. 

Of course, the flowers were to comfort her more than the horse, but isn't that the case with all memorials? The point is that she made her recognition specific, both in date and type of flowers.

Think about Karen Taylor the next time you need to pay tribute to someone. Intensely personalized symbols will put you in the winner's circle every time.

-- beth triplett
leadershipdots.blogspot.com
@leadershipdots
leadershipdots@gmail.com

leadership dot #1554: pit crew

There are several different classifications of people that work within the same organization, and often it seems that one group has higher status than another. While this may be true in terms of qualifications or salary, it is good to remember that everyone plays a critical role to achieve organizational success.

I liken this differential to the race car drivers and their pit crew.

The driver may get all the accolades and attention, but without the pit crew the race could not go on. Seconds matter in the pit; the technicians there have precision and skill that the driver does not. The driver needs the pit crew and the crew relies on the driver. 

Most professions have a "driver" and a "pit crew" even if people don't like those labels. Academics has faculty, but without the administrative support and recruitment there would be no one to teach. Movies have actors and actresses, but without the camera crew, lighting technicians and script writers there would be no film. Doctors may administer procedures, but without the nurse, facilities maintenance, and ambulance driver there would be no patient in place. 

One role in the organization is no less essential to the overall -- or it should be eliminated. Everyone may not get the glory, but they all contribute to the goal.

-- beth triplett
leadershipdots.blogspot.com
@leadershipdots
leadershipdots@gmail.com

#1504 little loves

When I am supervising staff or working with others, one of the things I listen for most is their personal preferences for things (approximately) under $5. And then I write them down so I remember them. Later, this information becomes a treasure trove for "the perfect something" to enhance a note of recognition or to express appreciation for a job well done.

My list has quite the variance. I know that a certain person likes Three Musketeers, while another loves salt water taffy, and yet another can't get enough of Sour Patch Kids. Some on my list would most appreciate a peppermint latte, while others would like a Pez dispenser, a Flair marker, a stress ball, cupcake sprinkles, a holiday tie, alligator office clips, Inkjoy pens or an orange Dreamsicle. I know who likes diet Coke and who prefers diet Pepsi, who likes unicorns and who has a thing for owls. I even know that someone likes pink Starburst (only) and that someone else likes just the dark chocolate Frango mints.

If it's a low cost item, I take note when someone comments that they would like something. In the past, that has been a certain color earrings they couldn't find, something from the Smart Women collection, a first-of-the-season caramel apple or a scarf in spirit colors. There is often a lag between the comment and the perfect moment to present it, but that can make an even greater impact.

While it's important to learn about your colleague's family and big things in their life, there is great untapped potential that comes from learning about the little things too. Recognition has so much more power when the token is specific and meaningful to the recipient. Listen and pay attention to the little loves, and you will get much more bang from your buck or two.

-- beth triplett
leadershipdots.blogspot.com
@leadershipdots
leadershipdots@blogspot.com

#1446 walk in my shoes

It always gives me pause when someone says "first annual..." because you never know if the tradition will really continue. But this is one event that I hope not only lives on at the Van Independent School District in Texas, but that is copied at school districts across the country.

Last week, high school seniors got dressed in their graduation regalia and paraded through the halls of the elementary and middle schools in the district. The "Senior Walk" served two purposes: to inspire the younger students toward completing their education and to provide recognition to those who were graduating. What a simple gesture with so much power.

Many of the seniors previously attended classes in those same buildings, so it was also a way to allow some reflection on how far they had come, and I'll bet it was a subliminal motivation for them to continue to persevere in their growth.

No cost, little time, great rewards. What can you do in a similar vein to provide simultaneous recognition and inspiration when someone in your organization achieves a milestone? 

-- beth triplett
leadershipdots.blogspot.com
@leadershipdots
leadershipdots@gmail.com




More pictures here

Thanks Tracy for sharing!

#1424 homage

In a stroke of brilliance and I am sure in a flurry of activity, Corvette ran full page ads in several major newspapers on Friday, April 22.  As you recall, the legendary singer Prince died on April 21. So, in less than 24 hours, after an unexpected death, the car maker whose "little red Corvette" was immortalized in Prince's song by that name, played homage to him in print. They conceptualized, designed and did media buys overnight. It was a stroke of genius.

If something tragic happened to someone important to your organization, are you prepared to take steps to acknowledge it? Does someone have the initiative and authority to take action? Have you thought ahead as to what action you might take?

Corvette set the bar high for an appropriate and timely response. The lyrics may say "baby, that was much too fast," but as recognition goes, "baby, that was spot on perfect timing."

-- beth triplett

leadershipdots.blogspot.com

@leadershipdots

leadershipdots@gmail.com

#1420 high five

Want to do something that promotes cooperation, shows appreciation, makes others feel recognized -- and is free? Then today is your day!

The third Thursday in April -- today -- is National High Five Day, a holiday you may not have on your calendar, but one that has been celebrated since 2002. The High Five is one element of physical touch, and studies have found touch promotes cooperation and collaboration among those who receive it.  

I never gave much thought to the gesture, but apparently others have. There is a TEDx Talk by Doron Maman that includes the correct way to do a high five (watch the elbows of the other person, not their hand or eyes.)  

There are several variations of the high five, including the Baby Five (using one finger), the Air Five (no actual contact) or the Fist Bump. (read about others)  They even sell special devices that allow you to blast confetti from your hand when you high five someone -- whether that be at a wedding, sporting event or party.

You may not want to walk into your boss' office today and give her a High Five, but there are likely people around you who would appreciate the acknowledgement of their actions. It is hard to be demure when mutually giving someone a high sign, so you can infuse your environment with a festive spirit by participating in National High Five Day today. Just keep an eye on those elbows!

-- beth triplett
leadershipdots.blogspot.com
@leadershipdots
leadershipdots@gmail.com

High Five to Natalie Keller Pariano for the research

#1412 a sign

Over the weekend I heard a speaker who recounted his experience at a 5K race. He noticed that after the leaders ran by the majority of the fans left, so he and his wife decided to stay to cheer on the rest of the participants. As a result, he learned heartwarming stories about the challenges the final runners faced. They overcame obstacles, beat illness and in general were more inspiring than those who sprinted across the finish line first. He benefited from cheering on others, and undoubtedly the runners gained a bit more energy having even just two people there motivating them to endure.

Running seems to be a timely topic, as this week I received this email from a friend: 

Yesterday during the GO! St. Louis Half marathon, I thought about you and had an idea for leadership dots:

When running a foot race – 5K, 10K, half marathon, marathon – some of the BEST parts of the race for the runners (besides finish line!) are the creative signs made by spectators.  The signs help a runner get his/her mind off of the remaining (sometimes what seems like) endless miles, makes one smile/laugh, and are just all in all FUN! Also, the signs make those NOT participating suddenly an important part of the race and the fun/energy/excitement surrounding it.

There are some common ones: “Run Amy Run!” with another sign that says “Run Random Stranger Run!” Those spectators who are there for a particular person and cheering on that person, but seeing thousands of others so having a sign for them! “If it was easy, I’d be running with you”

There are some that only make sense to runners: “Toenails are not IN this season”  (Toenails often fall off when you run a lot – particular marathon distance, etc.)

There are some that might only make sense to a younger runner: “I’d swipe right for you”.  

There are some that are timely and the funniest yesterday: “If Trump can run, so can you!”

I think both the speech and the email highlight the importance of having someone there to support you. At a race or in life, we undervalue the role of the cheerleaders and fans. It would be a totally different experience running in isolation, just as it would be less fulfilling to go through any meaningful experience without someone to high five at the end. Whether it be graduation, finishing a major project, overcoming an obstacle or achieving any other goal, it is clearly nicer when there is someone to recognize your achievement in the moment.

Make it a goal to step back from the running and doing to be the sign-maker and applause-giver for someone else. You may find that the extra mile you go to cheer on others will fuel your own inspiration in ways you did not expect.

-- beth triplett with Jen McCluskey

leadershipdots.blogspot.com

@leadershipdots

leadershipdots@gmail.com

Speech by Erik Hatch, NACA Northern Plains, April 8, 2016

#1406 continuity

One more observation from the NCAA tournament: how wonderful it was to see the current Villanova coach (Jay Wright) embracing a former 'Nova coach (Rollie Massimino) after the big game. Too often the leadership of one era moves on and ignores those who went before them, but this doesn't seem to be the case with the Wildcats.

Jim Collins advocates for this type of leadership continuity in Good to Great, and I agree with his premise. Whether it be through formal succession planning or merely through conversation and contact, having a continuous thread of leadership presence serves many organizations well. 

What have you done lately to reach out to those who have come before you, whether directly in your position or as leaders in your field? How have you applied lessons others have learned in the past to issues you are facing today? And, most importantly, how have you crafted ways to give recognition and appreciation to those who helped clear the path for you?

Embracing Rollie Massimino did not diminish Jay Wright's accomplishments; it just added to them. Consider how honoring someone's legacy can help you be a better leader today.

-- beth triplett

leadershipdots.blogspot.com

@leadershipdots

leadershipdots@gmail.com