Personal Development – Glenn Sommerville

Continuous Improvement lies at the core of LEAN philosophy, serving as the driving force behind its principles and practices. I worked at TMMC (Toyota Motor Manufacturing Canada) for 10 years, and no one takes Lean as seriously as they do at Toyota! Although we never referred to or called it lean. It was TPS or Toyota Production System. While there, I had the unbelievable privilege to attend Lean (TPS) management training in Japan in preparation for opening the first Lexus manufacturing facility outside of Japan.

This experience was unlike anything else I have ever had. I was taught by Lean Sensis, with a specific focus on 1/10th of a second kaizens. Yes, you read that correctly: 1/10th of a second improvements and kaizens to production lines!

All of us in the program would spend all day looking for ways to improve specific parts of the process only to have these Sensis’ tare up everything we proposed over and over again until we finally got it just right. While this may not be the most encouraging form of teaching, we did learn a lot!

Today, Lean is so much a part of my leadership toolbox that I often find it disconcerting to see other leaders not taking advantage of these practices. While Lean may have originated as a manufacturing concept, it can be applied in any function or industry.

Understanding Continuous Improvement in LEAN

Continuous Improvement, often referred to as Kaizen in the context of LEAN, is a concept rooted in the idea that small, incremental changes can lead to significant enhancements over time. It’s not just a methodology; it’s a mindset that permeates every aspect of an organization. At its essence, continuous improvement involves:

1) Incremental Progress:

One key tenet of continuous improvement is the emphasis on incremental progress. Instead of waiting for major overhauls, LEAN encourages organizations to focus on making small, consistent improvements in processes, systems, and workflows. This approach not only minimizes the disruption that can come with large-scale changes but also allows for a more agile and adaptive organization.

Incremental progress is akin to the proverb, “A journey of a thousand miles begins with a single step.” Small changes are more manageable, less risky, and easier to implement, fostering a sense of achievement and momentum within the organization. It’s about cultivating a mindset where everyone is encouraged to identify areas for improvement and take actionable steps toward positive change.

2) Employee Involvement:

At the heart of continuous improvement is the active involvement of every team member, regardless of their role within the organization. LEAN philosophy recognizes that those closest to work often have the most valuable insights into its improvement. Therefore, fostering a culture where employees feel empowered to contribute their ideas and perspectives is crucial.

To achieve this, organizations need to create an environment that encourages open communication and collaboration. This involves recognizing and rewarding employees for their contributions to continuous improvement, whether through formal initiatives, team huddles, or regular team meetings dedicated to discussing improvement opportunities. When employees are engaged in the improvement process, it not only leads to better solutions but also cultivates a sense of ownership and commitment to the organization’s success.

3) Data-Driven Decision Making:

Another cornerstone of continuous improvement in LEAN is using data and feedback to inform improvement initiatives. This ensures that changes are based on evidence rather than assumptions. Data-driven decision-making involves collecting and analyzing relevant data to identify trends, problems, inefficiencies, and areas for enhancement.

Implementing key performance indicators (KPIs) and other metrics allows organizations to measure the impact of changes objectively. This data-centric approach enables teams to identify what is working well and needs improvement, leading to more informed and effective decision-making. It also provides a basis for setting realistic goals and measuring progress over time, contributing to the sustainability of continuous improvement efforts.

Ways To Implement LEAN

1) Waste Reduction:

In the LEAN philosophy, waste reduction is a cornerstone, targeting the elimination of waste in all its forms – be it time, resources, or effort. Continuous improvement plays a pivotal role in achieving this objective by systematically identifying and eliminating non-value-added activities. The process involves a meticulous analysis of workflows to identify activities that do not contribute to the end product or customer satisfaction. TIM WOODS is a great way to eliminate the seven areas of waste. For more info on how this works, please visit our TIM WOODS article.

Continuous improvement encourages teams to question the status quo, seeking ways to optimize processes and minimize unnecessary steps. This not only leads to more efficient resource utilization but also contributes to operational efficiency. Identifying and eliminating waste can take various forms, such as reducing excess inventory, minimizing waiting time, or optimizing transportation routes.

A key aspect of waste reduction through continuous improvement is the engagement of all team members. Employees are encouraged to be vigilant observers of their workflows, actively participating in the identification and elimination of waste. This collaborative approach fosters a sense of ownership and responsibility, creating a culture where continuous improvement becomes ingrained in the organizational DNA.

By systematically addressing waste, organizations not only enhance their operational efficiency but also create a leaner, more agile structure that is better positioned to respond to changing market conditions.

2) Enhanced Productivity:

Continuous improvement, as facilitated by the LEAN philosophy, is a catalyst for enhanced productivity within organizations. This is achieved by consistently refining processes, streamlining workflows, and identifying and mitigating bottlenecks that impede efficient operations.

As teams embrace the mindset of continuous improvement, they engage in a perpetual cycle of evaluation and enhancement. The best practice to adopt is PDCA, Plan, Do, Check, Adjust. This ongoing process allows for the identification of inefficiencies and the implementation of changes to improve productivity. It’s about not settling for the status quo but rather seeking opportunities to optimize the use of resources and time.

Refining processes through continuous improvement eliminates redundant steps, adopts more efficient tools and technologies, and establishes standardized procedures. Collectively, these improvements contribute to a more streamlined workflow, reducing the time and effort required to complete tasks.

Quicker delivery of products or services to customers is a direct outcome of enhanced productivity. The overall production cycle shortens as teams become more adept at their tasks and processes become more efficient. This not only meets customer expectations but also positions the organization as more competitive in the market.

Moreover, enhanced productivity has cascading effects on employee morale. When teams witness the positive impact of their continuous improvement efforts on overall efficiency, it fosters a sense of accomplishment and pride. This positive feedback loop further motivates teams to actively engage in the pursuit of continuous improvement, creating a culture that values and prioritizes productivity.

3) Customer Satisfaction:

Customer expectations are dynamic and influenced by factors such as market trends, technological advancements, and competitors’ offerings. A commitment to continuous improvement requires organizations to stay attuned to these shifts, continually reassessing and recalibrating their processes to align with evolving customer expectations.

By actively seeking and incorporating customer feedback, organizations can gain valuable insights into areas that require enhancement. Continuous improvement methodologies, such as Kaizen in LEAN, emphasize the importance of involving customers in the improvement process. This engagement not only helps in identifying pain points but also allows organizations to tailor their offerings to better meet customer needs.

Proactive Problem Solving:

Continuous improvement encourages a proactive approach to problem-solving. Rather than reacting to customer complaints or issues after they arise, organizations adopting LEAN principles focus on anticipating potential problems and addressing them pre-emptively. This proactive stance not only mitigates negative experiences but also demonstrates a commitment to delivering consistent quality.

Teams engaged in continuous improvement regularly analyze customer feedback, identify recurring issues, and implement corrective actions. This proactive problem-solving approach contributes to a smoother customer experience, reducing the likelihood of disruptions or dissatisfaction.

Building Customer Loyalty:

Satisfied customers are more likely to become loyal brand advocates. Continuous improvement, by consistently delivering enhanced value, contributes significantly to building customer loyalty. When customers perceive that an organization is actively working to improve its offerings based on their feedback, it fosters a sense of partnership and mutual growth.

Practical Tips for Fostering a Culture of Continuous Improvement

Leadership Support and Commitment:
- Begin with strong leadership support, emphasizing the importance of continuous improvement.
- Leaders should actively participate in improvement initiatives and communicate their value throughout the organization.
- Organize kaizen events and attend kick-offs, daily updates, and final-day report-outs to encourage, remove barriers, provide resources, and celebrate success.
Establish Clear Goals:
- Define clear and achievable improvement goals aligned with organizational objectives.
- Break down larger goals into smaller, manageable tasks to facilitate incremental progress.
Encourage Open Communication:
- Create a culture where employees feel psychologically safe and comfortable sharing their ideas and concerns and learning from mistakes.
- Implement regular feedback mechanisms and channels for obtaining employee suggestions and improvement ideas, ensuring everyone’s voice is heard.
Provide Training and Resources:
- Equip employees with the necessary skills and knowledge to identify improvement opportunities.
- Invest in training programs that foster a mindset of continuous learning and development.
Celebrate Successes:
- Recognize and celebrate both small and large successes resulting from continuous improvement efforts.
- This not only boosts morale but also reinforces the importance of the ongoing continuous improvement process.
Utilize Lean Tools and Techniques:
- Implement LEAN tools such as Value Stream Mapping, 5 Whys, and Gemba Walks to identify areas for improvement.
- Regularly assess processes using these tools to pinpoint inefficiencies and opportunities for enhancement.
Foster a Learning Environment:
- Encourage a learning culture where mistakes are viewed as opportunities to learn and improve.
- Share stories of successful improvements to inspire others and reinforce the positive impact of continuous improvement.

Continuous Improvement is not just a buzzword in LEAN philosophy; it is the heartbeat that keeps organizations alive and thriving. By embracing the concept of ongoing refinement, businesses can stay agile, reduce waste, and ultimately deliver greater value to their employees and customers. Cultivating a culture of continuous improvement requires commitment, leadership, and a genuine belief in the transformative power of small, incremental changes. As organizations navigate the complexities of the modern business landscape, they must recognize that the path to excellence is a journey marked by continuous improvement.

If you would like to take a course with me to learn more about Lean, sign up for my next Lean 4 Leaders Bootcamp!

Leading People Series, Personal Development

A Leaders Guide to Emotional Intelligence In Conflict Resolution

February 14, 2024February 14, 2024 Glenn Sommerville

Understanding Emotional Intelligence for Leadership:

Emotional Intelligence (EQ) refers to the ability to recognize, understand, and manage one’s own emotions and those of others. It encompasses a range of skills, including self-awareness, self-regulation, empathy, and social kills. In the context of leadership, EQ plays a pivotal role in shaping effective communication, decision-making, and overall team dynamics. For leaders, this skill set is invaluable, as it directly influences work environments, approaches to projects and how the workplace culture is either encouraged or discouraged. Leaders with a high level of emotional intelligence can accurately perceive emotions, regulate their responses, and empathize with others, fostering a positive and productive work environment.

Growing Importance in the Business World:

In recent years, there has been a growing recognition of the significance of emotional intelligence in the business world. As organizations strive to foster collaborative and inclusive workplaces, leaders with high emotional intelligence are increasingly valued. Beyond technical expertise, employers seek leaders who can navigate complex interpersonal relationships, inspire teams, and adapt to changing environments.

Therefore it should be unsurprising that emotional intelligence is closely tied to the success of high performance leaders. Leaders with a high level of EQ demonstrate resilience in the face of challenges, excel in communication, and cultivate positive relationships within their teams. These leaders are adept at managing their emotions, making informed decisions, and understanding the needs and motivations of those they lead.

Okay, So What?

This is all the soft stuff. Why should leaders care about having emotional intelligence? Maybe it’s difficult to spot when emotional intelligence is both present and working happily in the background because as a soft skill, it’s easy to ignore when everything is going right. However, when there is a lack of emotional intelligence within organizations and leaders it becomes very pronounced. Poor emotional intelligence can have detrimental effects on both individuals and organizations. Here are several reasons why inadequate emotional intelligence can be harmful:

Ineffective Communication:
Leaders with poor emotional intelligence may struggle to express themselves clearly and empathetically. Communication breakdowns can lead to misunderstandings, conflicts, and a lack of alignment within the organization. Clear and emotionally intelligent communication is essential for conveying expectations, goals, and fostering a positive work environment.
Poor Decision-Making:
Leaders with low emotional intelligence may make impulsive, irrational, or overly reactive decisions, which can have negative consequences for the organization. The ability to consider and manage one’s emotions is vital for making well-informed and strategic choices that align with organizational goals.
Lack of Employee Engagement and Morale:
Leaders who lack emotional intelligence may struggle to connect with their team members on a personal level. This can result in low employee morale and engagement. When employees feel undervalued or misunderstood, they are less likely to be motivated, committed, or contribute positively to the organization.
Difficulty in Building and Maintaining Relationships:
Emotional intelligence is foundational for building strong interpersonal relationships. Leaders who struggle in this area may find it challenging to connect with colleagues, superiors, or subordinates. This can hinder collaboration, teamwork, and the overall sense of cohesion within the organization.
Increased Workplace Conflicts:
Poor emotional intelligence often leads to a lack of awareness about others’ perspectives and feelings. This can contribute to misunderstandings and conflicts within the workplace. Leaders who are unable to navigate and constructively resolve conflicts may create a tense and unproductive work environment.
Higher Turnover Rates:
Employees are more likely to leave an organization with leaders who exhibit poor emotional intelligence. A lack of empathy, understanding, and support from leadership can result in dissatisfaction among team members, leading to increased turnover rates. High turnover not only disrupts continuity but also incurs costs associated with recruitment and training.
Resistance to Change:
Leaders need to guide their teams through periods of change and uncertainty. Poor emotional intelligence can make it difficult for leaders to manage and alleviate concerns, leading to increased resistance to change. Successful organizational change requires leaders who can empathize with their teams and lead (guide) them through transitions effectively.
Negative Organizational Culture:
Emotional intelligence significantly influences organizational culture. Leaders who lack emotional intelligence may inadvertently contribute to a toxic or unhealthy work culture. This can hinder collaboration, innovation, and overall employee well-being, creating an environment that is not conducive to long-term success.

Elon Musk, the visionary CEO of Tesla and SpaceX, has been criticized for exhibiting poor emotional intelligence. Musk’s impulsive and unfiltered communication style on social media has led to controversies and, at times, negatively impacted the perception of his companies. His public disputes with regulators and dismissive remarks have highlighted a lack of empathy and self-regulation, which can create a challenging work environment.

On the other hand, Disney stands out as an example of a company that incorporates emotional intelligence into its leadership approach. Disney’s commitment to diversity and inclusion, particularly in its support of the LGBTQ community, demonstrates a high level of empathy and social awareness. The company actively promotes a culture of acceptance and belonging, recognizing the importance of emotional intelligence in fostering a positive and inclusive workplace, even at the cost of political and potential economic pushback.

Leaders who prioritize emotional intelligence are more likely to inspire trust and loyalty among their teams. They can navigate conflicts with empathy, address challenges with a collaborative mindset, and create a culture that encourages innovation and resilience. In the dynamic and interconnected business world, leaders with high emotional intelligence are better equipped to adapt to change, build strong relationships, and ultimately drive success.

You Never Know What Others Are Going Through: Case Study

Empathy, a core component of emotional intelligence, is particularly crucial in leadership roles. Leaders who can put themselves in the shoes of their team members can better understand their perspectives, concerns, and motivations. This empathetic approach builds trust and strengthens interpersonal connections, laying the foundation for effective communication and collaboration.

One compelling example of the importance of empathy unfolds in the context of a leader encountering an employee who seems consistently upset, snappy, and difficult to work with.

Imagine a scenario where an employee, typically known for their initiative and dedication, displays sudden changes in behaviour – constantly on their phone, irritable, and distant. Instead of jumping to conclusions or taking disciplinary action, a compassionate leader with emotional intelligence decides to confront the issue with empathy. Approaching the employee with genuine concern, the leader inquires about their well-being, acknowledging that these traits seem out of character.

The revelation is striking: the employee is the sole caregiver for an elderly parent currently hospitalized. Overwhelmed by grief and responsibility, the employee is grappling with the emotional toll of their situation. To compound matters, they have exhausted their company-provided personal days off from caring for this parent and are uncertain about how to cope with the ongoing challenges.

Herein lies the true test of leadership. Instead of reprimanding the employee for their recent performance or adding to their stress, the leader chooses a different path. They listen attentively, offering a compassionate ear for the employee to share their struggles. The leader recognizes the significance of the employee’s role as a caregiver and understands the toll it has taken on their well-being.

Empathy transforms the situation. The leader, rather than imposing further stress, collaborates with the employee to explore solutions. Together, they identify ways to temporarily alleviate the workload, allowing the employee the space they need to cope with their grief. The leader goes a step further, helping the employee navigate options for extended time off or additional personal days, ensuring they can balance their professional commitments with the pressing demands of their personal life.

This story underscores the profound impact that empathy can have on leadership. By taking the time to understand the underlying issues affecting team members, leaders can foster a workplace culture that prioritizes well-being and supports individuals facing challenges. In this instance, empathy not only strengthened the leader-employee relationship but also contributed to the employee’s ability to navigate a difficult personal situation, ultimately fostering a more compassionate and resilient workplace.

Importance of Emotional Intelligence in Conflict Resolution:

Emotional intelligence (EQ) serves as a linchpin in the intricate process of conflict resolution. This set of skills, encompassing self-awareness, self-regulation, empathy, and interpersonal skills, is instrumental in navigating the complexities of human emotions and dynamics. Let’s delve into why emotional intelligence is essential for effective conflict resolution and explore another case study.

Consider a workplace scenario where two team members, Adam and Jordan, conflict with differing approaches to a project. Adam, with high emotional intelligence, recognizes the signs of tension and decides to address the issue proactively.

Self-Awareness:
Adam reflects on personal biases and realizes that frustration with the project’s direction may be clouding their judgment. This self-awareness prompts Adam to approach the conflict with an open mind.
Self-Regulation:
Instead of reacting impulsively to Jordan’s critique during a team meeting, Adam takes a moment to breathe and compose themselves. This self-regulation prevents an immediate escalation of the conflict.
Empathy:
Adam understands that Jordan’s concerns may stem from a desire for project success rather than personal animosity. In a private conversation, Adam expresses empathy, acknowledging Jordan’s perspective and validating their feelings.
Interpersonal Skills:
Adam employs strong interpersonal skills during the conversation, actively listening to Jordan’s concerns and expressing their thoughts without aggression. This fosters a constructive dialogue that leads to a compromise, integrating both perspectives for a more well-rounded project approach.

In this example, Adam’s emotional intelligence plays a pivotal role in resolving the conflict. By leveraging self-awareness, self-regulation, empathy, and interpersonal skills, Adam transforms a potential source of tension into an opportunity for collaboration, illustrating how emotional intelligence is indispensable in navigating and resolving conflicts effectively.

In the ever-evolving landscape of leadership, emotional intelligence stands out as a critical factor for success. Leaders who prioritize emotional intelligence in their approach to conflict resolution can create a more harmonious and productive work environment. By embracing empathy, refining interpersonal skills, and aligning leadership styles with emotional intelligence, leaders can navigate conflicts with finesse, fostering a culture of collaboration, understanding, and ultimately, success.

Leadership, Personal Development

Building Leadership Confidence: Three Strategies for Success

September 9, 2023September 9, 2023 Glenn Sommerville

Leadership self-confidence is a vital attribute that empowers leaders to effectively guide and inspire their teams. However, it’s not uncommon for leaders to struggle with moments of self-doubt and insecurity. Everyone, at some point in their leadership career, experiences some self-doubt. If we don’t, we’re not being challenged, or our egos might be inflated!

The pressure to exude confidence can overwhelm today’s fast-paced and competitive business landscape. Building self-confidence as a leader is essential for your personal well-being and effectively leading and inspiring your team. Team members can smell a lack of confidence a mile away!

Many want a quick fix or think there is a “silver bullet” to be self-confident suddenly. Unfortunately, leadership isn’t like that! Fortunately, there are concrete steps you can take to boost your leadership self-confidence and start building it today. This article will explore three practical strategies to help you develop and maintain the self-assurance necessary for effective leadership.

1. Self-Awareness and Reflection

Understanding oneself is the foundation of building leadership self-confidence. Self-awareness is the ability to recognize your strengths, weaknesses, and areas for growth. It involves honest introspection and an acknowledgment of your accomplishments and the challenges you’ve overcome. Here’s how self-awareness and reflection can contribute to your confidence as a leader:

a. Acknowledging Achievements: Reflect on your past achievements, both big and small. Often, we underestimate the significance of our accomplishments. Think about what specific actions or attributes led to the accomplishments so that you may repeat or double down on them going forward. Recognizing your successes can remind you of your capabilities and instill a sense of pride and self-worth.

b. Seeking Feedback: Don’t hesitate to seek feedback from peers, mentors, or team members. Constructive feedback can provide valuable insights into how others perceive your leadership style. This external perspective can help you identify areas for improvement and validate your strengths. A simple but very effective way to obtain useful feedback is to ask them to answer these three questions:

What should I start doing?
What should I stop doing?
What should I continue doing?

c. Focusing on Growth: Embrace the idea that leadership is a journey of continuous improvement. While celebrating your accomplishments, also acknowledge that there’s always room for growth. This balanced approach to self-awareness allows you to appreciate your existing skills while remaining open to development.

Frequent reflection is the key to developing higher levels of self-awareness. It doesn’t have to be difficult or time-consuming. One way I reflect is each day I set an “intention.” A few words that describe an intentional and specific learning, personal focus, or growth action I will take. Then I “reflect” on the previous day by writing a few words to describe my most impactful reflection. It can be something positive or constructive. It might be based on interactions with people, things I learned, frustrations I experienced, or challenges I faced. These help me understand what I want to do more that works for me or what I need to do differently.

2. Continuous Learning

Leadership is not static; it evolves with time and changing circumstances. I often use the professional athlete analogy for leadership. Becoming a professional athlete takes some basic skills and abilities that are developed and honed to high performance levels over time and with lots of early training. Once they achieve professional levels, athletes train even harder, develop new skills, stay current, and continually improve themselves and their techniques to continue succeeding and performing at those levels. It is the same for leadership as with professional sports! Leaders must continue to learn and develop new skills to be prepared and capable of handling their challenges, most of which they have yet to experience.

Investing in personal and professional development is a powerful way to enhance your leadership self-confidence. Here’s how continuous learning contributes to your confidence:

a. Expanding Knowledge: Attend workshops, seminars, and training sessions that are relevant to leadership and related skills. Often in training and development sessions, there is more material than you can retain long term. You may hear or read some concepts that you’ve heard before; however, a periodic refresher reminds us of concepts and techniques we may not have had an opportunity until now to utilize fully. Acquiring new knowledge and expertise both motivates and equips you with the tools to confidently navigate complex challenges. Networking opportunities at these types of sessions also can be a source of a confidence booster as you quickly learn that you are not alone with your challenges, have much to offer and coach others on, and can equally learn from others’ experiences.

b. Skill Development: Learning new skills, such as effective communication, conflict resolution, or strategic planning, can significantly boost your self-assurance. As you apply these skills in real-world scenarios, you’ll gain confidence in handling various leadership situations. Look and seek out opportunities within your current team or organization that will provide you with new opportunities to develop new skills. Assignments, projects, or just supporting and helping out others are great ways to develop new skills.

c. Staying Informed: In a rapidly changing world, staying informed about industry trends, technological advancements, and market dynamics is crucial. Being well-informed bolsters your confidence and enables you to make informed decisions as a leader. A great way of staying informed is to get out of your company a few times a year to benchmark other businesses. These businesses don’t necessarily have to be in the same market as you. Look for consortiums, organized benchmarking events, or utilize your professional network to request visits to other organizations. Leverage your professional network to schedule periodic coffee or lunch meetings with other leaders to see what they are working on and their challenges or seek their advice or opinion. Benchmarking and networking are awesome ways to stay informed about what is happening outside your immediate company’s four walls.

3. Celebrate Small Wins

Leaders are often focused on motivating their teams and celebrating collective successes. However, it’s equally important to celebrate your personal achievements as a leader, no matter how minor they may seem. Celebrating small wins forces you to occasionally step off that hamster wheel and realize what you have accomplished and where you have succeeded. Otherwise, it’s too easy just to keep running to the next challenge or getting whacked by one without appreciating what we have achieved. I am one who has always been so focused on the goal that I too often miss the smaller achievements on the journey to the ultimate goal. When we do this, we may have a tendency to see the obstacles and challenges being faced, set-backs experienced, and future risks without recognizing just how far we have come, what we have learned and where we have developed, the problems we have solved, new skills picked up, and not appreciating that we are ready for what lays ahead and face them with renewed confidence.

Here’s why celebrating small wins is essential for leadership self-confidence:

a. Reinforcing Competence: Acknowledging your individual successes reinforces the belief that you are competent and effective as a leader. It serves as a reminder of your ability to make a positive impact and what you do well.

b. Setting Personal Goals: Establish personal leadership goals and milestones. When you achieve these goals, celebrate them. This practice boosts your self-confidence and provides a sense of purpose and direction in your leadership journey. It’s amazing the difference setting goals can make. Not only are you more likely to achieve more, it gives you concrete achievements to celebrate!

c. Creating a Positive Feedback Loop: Celebrating small wins creates a positive feedback loop. The more you recognize your achievements, the more motivated and confident you become. This positivity can radiate to your team, creating a more inspiring leadership presence.

Conclusion

Leadership self-confidence is not about being flawless or never making mistakes. It’s about knowing your strengths, recognizing areas for growth, and continuously developing your skills. You can steadily enhance your leadership self-confidence by practicing self-awareness and reflection, investing in continuous learning, and celebrating small wins.

In addition to the three strategies mentioned above, there are several other techniques and practices that should also be considered in support of leadership self-confidence. Leadership often comes with its share of challenges and setbacks. Developing resilience in the face of adversity can help you bounce back stronger and more confident. View obstacles as opportunities for growth and learning. Surround yourself with mentors and coaches who can provide guidance, perspective, and support. Having a trusted advisor can help you navigate difficult situations and provide valuable insights to boost your confidence. Taking care of your physical and mental well-being is crucial for maintaining confidence. Engage in mindfulness practices, exercise regularly, get enough sleep, and make time for activities that bring you joy and relaxation.

Remember that building self-confidence is a journey that takes time and effort. Embrace the growth process, and don’t be discouraged by occasional setbacks. As you consistently apply these strategies, you’ll become a more self-assured and effective leader who can inspire and lead confidently. So, start today on the path to becoming the confident leader you aspire to be. Your team and your organization will benefit from your newfound self-assured leadership style.

Contact me:

For additional information on High Performance Leaders Inc., click here. Or follow on LinkedIn.

You can email me with any questions at glennsommerville@hotmail.com, find me on Facebook at https://www.facebook.com/glennsommervilleL2R/.

If you are enjoying my posts and find the information useful, please “Follow” me by entering your email in the follow box on the right-hand menu of my website www.glennsommerville.com

Leadership, Personal Development

HPL’s Fall 2023 Leadership Development Lineup! Registration Open!

August 18, 2023 Glenn Sommerville

As the leaves begin to change and the air fills with the crisp scent of autumn, it’s the perfect time to embark on a transformative journey to enhance your leadership skills. We are thrilled to announce that registration for High Performance Leaders’ (HPL) highly anticipated fall programs is now open!

Leadership, Personal Development

The Ripple Effect: How Someone Made My Day!

June 22, 2023 Glenn Sommerville

Someone made my day yesterday. Maybe my week… month even!

I’ve written about this before, but as I was out for my morning jog today, I reflected on the deeper impact this simple gesture represented, and so I find myself energized and motivated to write about it again in hopes that it inspires others to make someone’s day.

From my point of view, out of the blue yesterday, I received a message from a colleague that I worked with over 5 years ago. I have had no direct contact or communication with this person in that time frame. So it was a shock and pleasant surprise to hear from them. They told me that my leadership style had positively impacted them, and specifically, they appreciated my personal notes that I would handwrite and send to people on occasion to show my appreciation or to recognize them for achievements or contributions they had made to the team. They went on to say that this was a gesture they adopted in their leadership.

Wow! What a great message to receive! Upon receiving this message, I was blown away, of course, and felt great for the appreciation. Upon deeper reflection, though, it meant so much more. Here are my main reflections:

What an impact! To think that a simple gesture of sending a note to someone left such an impact! Wow! Impactful enough that 5 years or so later, they took the time and initiative to return the gesture to me. I understand the impact. Their note was 87 words! But what a great 87 words it was!

Impact is a double-edged sword! Realizing the positive impact we can have as leaders was one thing, but then I realized that impact can be a double-edged sword. If a simple note can leave a lasting impression, what about when we negatively impact someone with our leadership? Ouch! I thought about some of the negative leadership experiences that have impacted me. Oh, I remember them! I remember them very well, and they still cause me to shake my head at best, and in others, have scarred me for life!

Then I remembered situations where my leadership would not have positively impacted someone. I’m not talking about times when a team member is not happy with your feedback or when you’ve had to turn up the heat. Those are a necessary part of leadership. I remembered incidences when I demonstrated poor leadership. Oh, oh, it must take 10 positive impacts to begin to repair 1 negative impact.

So the reflection here is to wield your leadership sword responsibly! Know that it can inspire and be a guide for others, but it can also cut deeply to the bone!

It’s intentionality, not effort! 87 words impacted me greatly! Making a positive and long-lasting impact doesn’t take much time or effort. It does take intentionality, though. This person thought about me, looked me up, and sent a note. Sure, that took effort, no doubt, but the intentionality of doing that meant more to me than anything else.

With the double-edged sword, it also takes intentionality sometimes to control our emotions or reactions so as not to create a negative impact with our leadership!

It’s the gesture that counts! I’ve used the example of sending handwritten notes, but there are many simple ways leaders can positively impact others. Similar to the reflection above, the act or the intention of the gesture makes the impact, not necessarily the specific action itself. So be you! Change it up. Try different methods.

We’re not perfect, but we can keep working on it! I have made my share of leadership mistakes that I’m not proud of. Left people with a negative impact. For that, I’m sorry. However, I tried very hard to learn from those mistakes and missteps. I hope I apologized when I messed up, and I always learned from those mistakes and strove to get better. I’m still a work in progress, though! It doesn’t matter what level of leadership we have reached or how long we have been a leader; we MUST continue to learn to be the best leaders we can be. There are ALWAYS things we can improve.

How are you going to propagate the ripple?

The Ripple Effect: The note I received thanked me for something I did. But it was just the ripple effect. I didn’t invent handwritten notes. I wasn’t the first leader to send them. I received handwritten notes from my previous leaders that impacted me and inspired me to do the same. I have then inspired others to propagate the ripple by picking up this leadership gesture. That’s what it’s all about, the Ripple Effect! How are you going to propagate the ripple?

Contact me:

For additional information on High Performance Leaders Inc., click here. Or follow on LinkedIn.

You can email me with any questions at glennsommerville@hotmail.com, find me on Facebook at https://www.facebook.com/glennsommervilleL2R/.

If you are enjoying my posts and find the information useful, please “Follow” me by entering your email in the follow box on the right-hand menu of my website www.glennsommerville.com

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Category: Personal Development

Continuous Improvement: The Heart of LEAN Philosophy