Morning Minute 12/10/24:
“Criticism: How Should YOU React?”
Here is a quote from Zig Ziglar. “Don’t be distracted by criticism. Remember, the only taste of success that some people have is when they take a bite out of you!”
A leader knows that the farther up the ladder of success they climb, the more detractors they will have, trying to tarnish their rising star. The better you learn to handle criticism, the better your chances of continuing success.
What exactly is criticism? Here are two definitions:
• “The act of expressing disapproval of somebody…and opinions about their faults or bad quality; a statement showing this disapproval.” (Oxford Learners)
• “The expression of disapproval of someone…based on perceived faults and mistakes. A statement expressing their disapproval.” (Collins Dictionary)
Thus, criticism can be an act or an expression of disapproval, followed by a written or verbal statement. Either way, criticism can cut like a knife, destroy your momentum, tarnish your reputation, and create massive distrust between you and others.
What are the possible motivations of your critics? Here are the 5 most common:
1. They are threatened by your competence, your success, and/or your reputation.
2. They feel insecure and are overcompensating to feel better @ themselves.
3. They want to tarnish your image or reputation, thinking that will promote theirs.
4. They want to bully you into getting their own way; they refuse to change.
5. They feel that they should have been promoted instead of you.
In any case, their criticism is sharp and stinging. You have 2 choices. Ignore it, or meet it head on. How you react will say a lot about you. And, a lot about them.
1st: Anticipate criticism, addressing it before it occurs. Meet one-on-one with your managers or staff, sharing the following. “I have accepted the responsibility for the performance of this team/unit/operation. Neither of us have all the answers. However, by working together, you and I will achieve the success that we seek. Plus, both you and I will share in our mutual success. Does that work for you?”
2nd: Being criticized in a team meeting. “Thank you for your observation. Now, answer these 4 questions. Exactly what is the problem that needs solving? What are ALL the reasons causing this problem? What are ALL the possible solutions? Which solution do YOU RECOMMEND, and why?” This will put the responsibility on them to share their solution, rather than just criticizing and complaining.
3rd: You were criticized behind your back. You can choose to ignore it, allowing the critic to look small and insignificant. Or, you can invite the critic in to your office, inquire @ their criticism, and listen closely. Then ask them for their suggestions. Either way, you display your maturity and your wisdom by being an effective leader.
“Criticism: How Should YOU React?”
That is today’s Morning Minute!
Morning Minute 12/13/24:
“How Did WE Do that?”
Recently, someone asked me about the process we employed to turn failing business units with unaccountable people, into profitable organizations with empowered leaders. I will answer that in just a moment.
Two of the many influential leaders I have followed are Dave Anderson and Jim Collins. Dave shared, “The speed of the leader is the speed of the pack.” He used the metaphor of a dog sled where only the lead dog could see the path forward, while the rest of the animals followed the lead dog. He also shared, “A fish rots from the head down, not from the tail up!” His message being that a team can never be better than its leader.
In Jim Collins book, “Good to Great,” he introduces us to a BHAG. That is a “Bold, Hairy, Audacious, Goal!” He shared how great results come from leaders who make BHAGs. He shared that it is better to make goals that seem unreachable and just miss them, than to make easy, safe goals, and achieve them.
Being charged with the mission to turn around poor performing teams, I understood that I must, “Be the change I wanted to create.” This meant helping the team to build a program with results they would be proud of. That started with me, the leader. The mission of the leader is to share the “vision” of what winning looks like. And, to help his/her leaders to set BHAGs to work toward and achieve. Understand, that just like losing is contagious, so is winning. And, all good team members really want to win.
In our sales/profit review sessions, our team leaders, with my assistance, analyzed their performances from the previous period. With specific questions that required specific answers, these leaders began to understand their role in their team’s results. Then, each leader was required to make some BHAGs. With these in place, I sent them back to their teams to get their team members involved in how to achieve those goals.
They were given 1 week to come back to me with the action plans they set with their team members. I required that these plans address the 4 Ps: People, Processes, Products, & Promotion. Because each step along the way was a goal, those goals had to be S.M.A.R.T. That is Specific, Measurable, Accountable, Realistic, & Timely. As each leader discussed their plans for success with me, we streamlined and wrote down their action plans to achieve their goals.
After all these goals and action plans were completed, I invited the owner and his lieutenants in for a meeting where each team leader would present their forecast and action plans. They answered any questions from these officials. At the end, I shared the totals for the group. As this process is very empowering, these team leaders now both owned “their” goals, and “their” action plans.
For the next periods, sometimes we achieved these BHAGs, and sometimes we missed them slightly. Either way, the results were great because our leaders learned how to lead, our team members learned how to work together, and the organizations turned losing into winning. This is the process we used to turn around failing organizations.
“How Did WE Do that?”
That is today’s Morning Minute.
