Leadership – Glenn Sommerville

Teams encounter unexpected challenges, projects veer off course, and crises arise when least expected. Many leaders find themselves caught in a perpetual cycle of “firefighting,” where they spend their days extinguishing problems within their teams, only to find themselves exhausted and unproductive by day’s end. This constant state of reaction leaves little room for proactive, strategic leadership—working on the business rather than just for it. Calling ourselves “firefighters” actually discredits real firefighters, as they have extensive training and the tools they need to do their job, while many leaders do not.

The “firefighting” mentality stems from a reactive mindset—a tendency to focus solely on addressing immediate issues rather than thinking strategically about long-term goals and objectives. While putting out fires is an essential skill for any leader, it should not dominate their entire approach to leadership. Leaders must learn to balance reactive problem-solving with proactive, strategic thinking.

Through many of my mentorship conversations with young leaders, I see they are in a chronic state of chaos. They spend most of their days running from one crisis to the next. Whether we meet once a week or every few months, their answer is always the same, “I’m just too busy, and I never have enough time to get my projects done.” This leaves me with one question: if chaos is the standard…. why do you not have standardized work for crisis management?

Sound crazy?

Consider professions in perpetual crises, like paramedics, firefighters, or military personnel. Anyone working in these industries is given extensive training and the proper tools and support to do their job. In addition, they have even been trained to make do without the right tools or when separated from their team. They improvise.

Why do we not adopt similar principles as leaders?

Call It What It Is!

I have said this many times, but I will repeat it: If you are in a crisis, call it a crisis! Identifying what state we are active in removes ambiguity about what we are experiencing and allows us to access the tools and skills we need to lead through these challenges.

Think of a natural disaster or a political movement when a city or province announces a state of emergency. By making this statement, those in trouble will have more access to the necessary resources to deal with the crisis immediately. We should be doing the same as leaders. So call a crisis a Crisis!

Now that we have established that we are in a crisis, what next?

My Top Tip In Crisis Management

My top tip is to schedule time to deal with the crisis. I used to call it the “Daily Critical Meeting.” Like a morning huddle, those necessary to deal with the crisis will gather at the start and end of the day. Twice a day is usually frequent enough for most issues, but if the situation changes rapidly, consider having three or even four standard times per day for critical meetings. This time is scheduled into everyone’s calendars and stays constant until the crisis has been dealt with. Doing so dramatically reduces the need to cancel other meetings at the last minute, reduces the risk of missing other tasks or responsibilities, and generally messes up everyone’s schedule for the day. These meetings are meant to be short and used to delegate tasks and give updates on the situation.

Only relevant team members should be included in these meetings. This means that if the whole team is scheduled for the crisis meeting, but the crisis only affects the marketing team, then only marketing team members should be present. This gives all other team members free time to work on different projects and streamline meetings as efficiently as possible. Be sure to let your whole team know who is required at the meeting and who isn’t. Respect their time and abilities, and don’t forget to let everyone know what is happening, with ample time to prepare. Otherwise, you will create an additional crisis over your preexisting crisis.

Use the morning meeting to delegate tasks and the afternoon meeting to regroup, assess your progress and make a tactical plan for the morning.

When You Are In The Trenches

You may be thinking, “But Glenn, this all sounds great, but there’s no way I can implement this stuff. It’s too hard!”

I understand. Change can be challenging, and often, when we are in crisis, the last thing we need is to add gasoline to a brush fire. However, the best thing leaders can do during a crisis is to create routines. This provides some much-needed stability. Maybe your team is busy troubleshooting, and no planned work is getting done, but you can rely on those two meetings daily as a foundation to cling to—a calm in the storm, sort of speak. It is a time when everyone knows they will have a chance to be heard and supported.

Ultimately, it comes down to the severity and scope of your crisis. When crises happen, allow them to be discussed and dealt with only during crisis meetings, not anywhere else. The reverse is also the same: don’t bring your crisis to your other meetings.

Depending on the crisis, this may be altered slightly based on time-sensitive information or action requirements. However, for the most part, the time between these crisis meetings should consist of your pre-planned work day.

This allows you to get other non-crisis work done while managing a crisis. In my experience, 90% of crises do not need your immediate action or reaction. They need rapid action, but typically, they can wait an hour or so until the planned crisis meeting time. It’s usually our internal adrenaline rush or subconscious need to feel important that drives the “drop what you’re doing mentality” more so than the actual urgency of the task. So, take a moment to stop and think critically. Can this wait until the next crisis meeting? Nine times out of ten, the answer is yes! So save yourself the headache and stop getting pulled off your work when you don’t have to.

Put On Your Oxygen Mask Before Assisting Others

Another key to dealing with the crisis is to allow time for you to do what you need to maintain at the top of your game. You can’t have it all, but what are your top three non-negotiables?

My top non-negotiables have always been:

Time to talk to/see my family
Respect for my team and my leadership
Look after myself and my team

The first non-negotiable may seem strange. However, throughout my career, I travelled extensively and was away for extended periods or had to deal with extended, very busy periods. For example, when I was at Amazon, “Peak,” or the Christmas season, was a CRAZY busy time of year. It was definitely 24/7 and often felt like one perpetual crisis. In these situations, it’s too easy to get caught up in things and miss the opportunity to connect with your family. Particularly when different time zones come into play! I wish I could say I developed this proactively, but no, I had to learn it the hard way! That’s why non-negotiable #1 exists for me. No matter what, no matter where I am, I will take time every day to touch base with my wife and kids. Even if I only have 15 minutes for a phone call, I will make that call just to hear their voices and catch up with their day.

Non-negotiable #2 is important to me because, earlier in my career, I experienced some situations where, during a crisis, more senior-level leaders reacted to the situation by being abusive and overly demanding of me and my team members. I’m sure they thought they were doing the right thing and that it would “motivate” us to resolve the issue faster. As you might expect, however, it was a distraction and caused many other issues that did not help the situation. From then on, I ensured that I ran interference for my team from the above levels and did not allow anyone, regardless of their position, to treat my team poorly, even at the risk of my career. It may be hard to believe, but some intense interventions were required!

Lastly, you’ve got to look after yourself. Despite what you may think, you are not immortal. Sure, you may think you can get away with eating poorly, not exercising, and, most commonly, not getting enough sleep. However, these things catch up with you eventually. Unfortunately, when they do, it’s too late. Look after yourself; in so doing, you may even be looking after your team. It seems I’ve learned these non-negotiables the hard way. One particularly difficult new model launch at Toyota, I was working around the clock to demonstrate my support and commitment to the company and my team. Leading by example was my intention. With two shifts operating, I thought it was important that both shifts saw my dedication and presence, so I worked very long days, spanning both shifts. One evening around 10:00 PM, as we stood observing a problematic process, one of my team members said to me, “How long are you gonna keep this up? We can’t keep up with you. You’re killing the team!” It was a well-deserved and, frankly, overdue slap in the face.

Although I had the best intentions, I didn’t realize that other team members were putting in crazy hours, too, just because I was. They didn’t want to be perceived poorly in my eyes, which they wouldn’t have, but that was their thinking. I was devasted that I had burdened my team, which was working as hard as possible to resolve the issues. Not only was I killing myself and reducing my effectiveness by becoming worn out and exhausted, but I was doing the same to those who were working diligently on resolving the issues! Staying rested, energized, and clear-headed wins!

Recap

As a leader, unexpected challenges and crises are par for the course. Many leaders find themselves trapped in a cycle of “firefighting,” where they spend their days reacting to immediate issues, leaving little time for proactive, strategic leadership.

However, this reactive approach can be detrimental. Leaders must shift from firefighting to crisis management excellence, adopting structured protocols and prioritizing self-care. By acknowledging crises, scheduling dedicated crisis meetings, and maintaining non-negotiables for personal well-being, leaders can effectively navigate chaos and lead their teams to success.

Leadership

Mastering Transformational Leadership: A Guide to Success

April 25, 2024 Glenn Sommerville

Once viewed as a fixed set of qualities, leadership has undergone a remarkable transformation over the years. The traditional characteristic of a leader as a commanding figure, issuing orders from the top down, has given way to a more nuanced and adaptive approach. Today, leadership is recognized as a dynamic process of influence and inspiration, evolving alongside the complexities of modern organizations and the rapidly changing global landscape.

The Shift from Command to Collaboration:
In the past, leadership was often synonymous with authority and control. Leaders were expected to possess all the answers and make decisions unilaterally. However, as organizations became more complex and interconnected, this autocratic leadership style proved ineffective and unsustainable. As a response to this challenge, the shift towards collaboration and empowerment emerged.

Transformational leaders recognize the value of leveraging their teams’ collective intelligence and diverse perspectives. They foster an environment of trust, openness, and collaboration, where ideas are freely exchanged, and individuals are empowered to take ownership of their work. By decentralizing decision-making and embracing participatory leadership practices, organizations can tap into the full potential of their workforce and drive innovation.

Embracing Diversity and Inclusion:
Another significant aspect of leadership transformation is recognizing the importance of diversity and inclusion. In today’s multicultural and interconnected world, leaders must be adept at navigating diverse perspectives, experiences, and backgrounds. Embracing diversity fosters creativity and innovation and enhances organizational resilience and adaptability.

Leadership transformation involves creating an inclusive culture where all voices are heard and valued. It requires leaders to challenge their biases and assumptions, actively seek out diverse viewpoints, and create opportunities for underrepresented groups to thrive. By championing diversity and inclusion, leaders can cultivate a more vibrant and resilient organizational culture that attracts top talent and drives sustainable growth.

Adaptive Leadership in a VUCA World:
The volatile, uncertain, complex, and ambiguous (VUCA) nature of today’s business environment demands a new kind of leadership – one that is agile, adaptive, and resilient. Adaptive leaders excel in navigating uncertainty and ambiguity, embracing change as an opportunity for growth rather than a threat to be avoided.

Adaptive leadership requires leaders to be comfortable with ambiguity, able to make informed decisions in the absence of complete information, and willing to experiment and learn from failure. It involves fostering a culture of continuous learning and adaptation, where individuals are encouraged to embrace change, take calculated risks, and iterate on their approaches.

Tips on Becoming a Transformational Leader

Becoming a transformational leader requires dedication to personal growth, a keen comprehension of organizational dynamics, and the capacity to inspire and empower others. Like any other skill, transformational leadership is learned, not naturally gifted. At HPL, we continue to have leaders ask for insight and advice on how to grow their toolboxes and ways to work on these leadership skills. At the end of the day, it all comes down to practice.

Some key tips or areas of focus to start with if you want to practice your transformational leadership style can be easily summarized with the acronym VISION LEAD:

Vision Development: As a transformational leader, at any level within an organization, it’s crucial to have a clear and inspiring vision for the future. Take the time to develop a vision statement that outlines your goals, values, and aspirations for your team or organization. Communicate this vision effectively to rally your team behind a common purpose and direction.
Integrity and Trust: Build trust by acting with integrity and honesty in all your interactions. Be transparent about your intentions, communicate openly, and follow through on your commitments. When team members trust you, they are more likely to be engaged, motivated, and willing to follow your lead.
Support and Empowerment: Empower your team members by providing them with the support, resources, and autonomy they need to excel. Delegate authority, encourage initiative and provide opportunities for growth and development. Empowering your team unleashes their potential and fosters a culture of ownership and accountability.
Innovation Encouragement: Foster a culture of innovation by encouraging experimentation, risk-taking, and creative thinking. Create an environment where ideas are valued, and failure is seen as a learning opportunity. Encourage your team to think outside the box, challenge the status quo, and explore new possibilities.
Inspiration and Motivation: Inspire and motivate your team by leading by example and demonstrating passion, enthusiasm, and commitment. Recognize and celebrate their achievements, and provide encouragement and support during challenging times. By inspiring your team, you ignite their passion and drive for excellence.
Nurturing Development: Invest in your team members’ development by providing mentorship, feedback, and opportunities for growth. Help them identify their strengths and areas for improvement and provide the support and guidance they need to reach their full potential. By nurturing their development, you build a stronger, more capable team.
Collaboration Promotion: Promote collaboration and teamwork by breaking down silos and fostering open communication and cooperation across departments and functions. Encourage knowledge sharing, ideas, and best practices, and create opportunities for cross-functional collaboration. By promoting collaboration, you harness your team’s collective intelligence and creativity.
Embrace Diversity and Inclusion: Recognize the value of diversity and inclusion in driving innovation, creativity, and organizational performance. Create an inclusive environment where all voices are heard and respected and actively seek out diverse perspectives and experiences. By embracing diversity and inclusion, you create a more vibrant and resilient organization.
Adaptability and Agility: Be agile and adaptable in response to changing circumstances and evolving priorities. Stay open to new ideas and perspectives, and be willing to adjust your approach as needed. By being adaptable and agile, you navigate uncertainty with confidence and resilience, leading your team through change effectively.
Dynamic Leadership: Embody dynamic leadership qualities by being proactive, visionary, and action-oriented. Lead with energy, enthusiasm, and optimism and inspire your team to achieve greatness. A dynamic leader drives positive change and creates a culture of excellence and innovation.

By following the VISION LEAD framework and embodying these principles, you can become a transformational leader who inspires positive change and drives organizational success.

Where To Start Your Transformational Leadership Journey:

Embarking on the journey of transformational leadership is both an exhilarating and daunting endeavour. It requires a deep commitment to personal growth, a keen understanding of interpersonal dynamics, and the courage to inspire change. As you take your first steps towards becoming a transformational leader, laying a strong foundation for your journey is essential. This begins with self-reflection and a dedication to continuous improvement, followed by cultivating authentic relationships built on trust and mutual respect. Furthermore, articulating a compelling vision that energizes and motivates your team is paramount. In this introductory phase, you set the stage for a transformative leadership experience that will drive organizational success and empower individuals to reach their full potential.

Self-Reflection and Personal Growth: Start by reflecting on your own leadership style, strengths, and areas for improvement. Engage in self-assessment exercises, seek feedback from peers and mentors, and identify areas where you can grow as a leader. Invest in your personal development through reading books, attending workshops, or enrolling in leadership development programs. You lay the foundation for becoming a transformational leader by focusing on your own growth and development.
Build Relationships and Foster Trust: Transformational leadership is built on trust, relationships, and effective communication. Invest time in building authentic relationships with your team members, peers, and stakeholders. Listen actively, show empathy, and demonstrate integrity in your interactions. Create a supportive and inclusive work environment where individuals feel valued, respected, and empowered to contribute their best. Building strong relationships and fostering trust creates a solid foundation for transformational leadership.
Articulate a Compelling Vision: Transformational leaders inspire change by articulating a clear and compelling vision for the future. Take the time to define your vision for your team or organization – where do you want to go, and why does it matter? Communicate this vision effectively to your team, vividly showing the desired future state and rallying them behind a common purpose. Engage your team in co-creating the vision, soliciting their input and buy-in. By articulating a compelling vision, you provide direction and inspiration for your team to embark on the journey of transformational leadership.

Quick Read:

The evolution of leadership from a fixed set of qualities to a dynamic process of influence and inspiration has transformed traditional leadership paradigms. Leaders are now expected to move from the top-down, commanding style towards a collaborative and inclusive approach, recognizing the value of diverse perspectives and experiences. In today’s volatile and uncertain business environment, adaptive leadership has become essential, requiring leaders to navigate ambiguity and embrace change as opportunities for growth. Becoming a transformational leader involves dedication to personal growth, understanding organizational dynamics, and inspiring and empowering others. Key tips for developing transformational leadership skills can be summarized by the acronym VISION LEAD: Vision Development, Integrity and Trust, Support and Empowerment, Innovation Encouragement, Inspiration and Motivation, Nurturing Development, Collaboration Promotion, Embrace Diversity and Inclusion, Adaptability and Agility, and Dynamic Leadership. By embodying these principles, leaders can drive positive change and foster a culture of excellence and innovation within their organizations.

Leading Problem Solving in Non-Manufacturing Series, Lean and Continuous Improvement, Personal Development

Continuous Improvement: The Heart of LEAN Philosophy

February 28, 2024March 12, 2024 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.

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Leadership Agility in Action: Lessons From Amazon to Navigate the Holiday Hustle

December 18, 2023December 19, 2023 Glenn Sommerville

The holiday season is a time of joy, celebration, and family gatherings. However, for leaders in leadership roles at Amazon, the busiest time of the work year can make balancing professional responsibilities with personal commitments a daunting task. I was the director of Amazon Canada operations for six years, meaning the holidays brought many complications.

While Santa works steadily to meet his commitments all year round, at Amazon, we experienced a massive influx in orders between Black Friday and Christmas Eve. All of these gifts had to get to their homes before the big day! Who would get them there? I can tell you it was through blood, sweat and tears that the entire Amazon team did! There are many incredible stories of the dedication and length to which Amazon associates would go to deliver packages on time. Stories like these highlight the amount of dedication and team mindset that was encouraged by Amazon associates. It’s a fantastic example of a company’s mission being fully understood and carried out by its employees.

While these stories are inspirational, they are by no means the norm. Something very important in the Amazon culture is that you must meet your delivery commitments at all costs. At the end of the day, the customer must always come first (second only to associate safety!). In my leadership position, It was my job to be as proactive as possible to get through Peak as smoothly as possible. This was a huge feat, but there were many other obligations and commitments to be met! You name it: Christmas parties, family gatherings, dance recitals, choir concerts, hockey games! It seems someone looked at December and tried to fill every single second full of holiday commitments that, if missed, make you look like a bad parent/spouse and a Scrooge!

All this being said, I am still in my holiday recovery period, even though I have been away from Amazon for 4 holiday seasons. While this time was unbelievably stressful, it taught me many valuable lessons in leadership and balancing work and personal life. Today, I hear many people complaining about the season and how stressed out, burnt out, and overworked they are. I hope to pass on some of my learning to you, and these tips will help make your holiday season easier and brighter!

Plan and Prioritize:

Effective planning and prioritization serve as the cornerstone for navigating the chaos of the holiday season. Beyond merely acknowledging the busyness of the period, it involves creating a meticulously detailed schedule that encompasses work commitments and personal events. This proactive approach allows leaders to gain a comprehensive overview of their responsibilities, making allocating time and resources more easily.

In the realm of prioritization, leaders must discern between tasks based on urgency and importance. Critical work responsibilities should take precedence, ensuring that essential obligations are met without compromising quality. Simultaneously, recognizing the significance of personal engagements, leaders can strike a balance that accommodates both professional and personal spheres. This delicate equilibrium requires a keen understanding of the broader context, allowing for a nuanced approach to task management.

By adopting a strategic mindset in planning and prioritization, leaders set the stage for a more organized and efficient holiday season, minimizing stress and maximizing productivity.

Leadership during the holiday rush entails recognizing the power of effective delegation. It goes beyond distributing tasks to alleviate personal burdens; it involves entrusting team members with specific responsibilities that contribute to their professional growth. Delegation becomes an opportunity for team members to take ownership and make decisions, fostering a sense of empowerment and accountability.

Delegate Effectively:

Leaders must have confidence in their team’s capabilities to delegate effectively and provide clear guidelines. Doing so creates an environment where individuals feel valued and trusted, motivating them to perform at their best. Delegation, when approached as a developmental tool, not only lightens the leader’s load but also cultivates a team adept at handling challenges collaboratively.

In essence, effective delegation elevates the entire team, transforming tasks into opportunities for skill development and collective success.

Communicate Clearly:

Clear and transparent communication forms the bedrock of successful leadership, especially amid the hectic holiday season. Leaders must articulate their team’s expectations, deadlines, and priorities, ensuring a shared understanding of collective goals. This open communication fosters a sense of unity and clarity, preventing misunderstandings that can arise during busy times. Moreover, proactive communication extends beyond the professional realm. Leaders should transparently inform their partners and families about work commitments and manage expectations to avoid disappointments and surprises. This approach allows leaders to balance professional responsibilities and personal relationships, fostering understanding and support from those closest to them.

By prioritizing clear communication, leaders create a cohesive and informed team, enhancing efficiency and reducing unnecessary stress.

Embrace Flexibility:

The holiday season, notorious for its unpredictability, demands leaders to embrace flexibility and adaptability. Unforeseen challenges may arise, requiring leaders to adjust schedules, reassign tasks, and accommodate unexpected circumstances. A flexible approach demonstrates resilience, showcasing a leader’s ability to navigate turbulent times while maintaining a positive work culture.

Flexibility doesn’t imply a lack of structure but rather an openness to reassess and recalibrate plans. Leaders who can pivot gracefully in response to challenges inspire confidence and foster a culture of adaptability within their teams. This approach ensures that, despite the uncertainties of the season, the team remains agile and responsive to evolving demands.

Encourage Well-being:

A healthy and motivated team is a linchpin for success during the holiday season. Leaders play a pivotal role in encouraging their teams to prioritize well-being. This involves promoting breaks, sufficient rest, and self-care practices contribute to overall mental and physical health.

Leading by example, leaders showcase the importance of maintaining a healthy work-life balance. By fostering an environment that values well-being, leaders contribute to a positive workplace culture where team members feel supported and appreciated. A team that prioritizes well-being is more resilient in the face of challenges and is likely to perform at its best, even under high-pressure situations.

Foster a Positive Work Environment:

Despite the stress of the holiday season, fostering a positive work environment becomes a strategic imperative for leaders. Acknowledging hard work, expressing gratitude, and celebrating big and small achievements contribute to a positive workplace culture. Initiatives like the “Associate Shout-out” at Amazon create a platform for team members to recognize and appreciate each other, fostering a sense of camaraderie and mutual respect.

In addition to recognition, organizing team-building activities or small festive events can significantly boost morale. These initiatives provide moments of respite and contribute to a sense of shared purpose and enjoyment during a demanding season.

By actively fostering positivity, leaders contribute to a workplace where team members feel valued and motivated, enhancing overall team performance.

Set Realistic Expectations:

Setting realistic expectations is an essential leadership skill, particularly during the holiday season. Leaders must understand the limitations of time and resources and communicate what can be realistically achieved. Managing expectations within the team and with external stakeholders helps alleviate unnecessary stress and creates a more focused and productive work environment.

Realistic expectations also involve acknowledging the potential challenges and limitations of the season. By doing so, leaders can strategize effectively, making informed decisions about task prioritization and resource allocation. Transparent communication about these expectations ensures that everyone is on the same page, reducing the likelihood of misunderstandings and fostering a culture of accountability.

Utilize Technology Wisely:

In the fast-paced world of e-commerce, leveraging technology is not just advantageous; it’s imperative. Leaders should utilize technology to streamline processes, improve efficiency, and facilitate communication. Embracing innovative solutions that automate repetitive tasks frees up time for leaders and their teams to focus on strategic priorities and enjoy the holiday season.

Technological tools can range from project management software that enhances collaboration to automation tools that streamline routine tasks. By staying abreast of technological advancements, leaders ensure that their teams are equipped with the tools necessary to navigate the complexities of the holiday season effectively.

Establish Boundaries:

As leaders navigate the demands of the holiday season, it’s crucial to establish clear boundaries between work and personal life. Setting specific times for work-related tasks and consciously disconnecting during personal moments contribute to a healthier work-life balance.

Establishing boundaries is beneficial for personal well-being and essential for sustained leadership success. It prevents burnout, maintains a leader’s focus, and allows for dedicated time with family and friends. Leaders who can delineate between work and personal life effectively set an example for their teams, fostering a culture that values professional excellence and personal fulfillment.

Reflect and Learn:

Post-holiday season, leaders should take the opportunity to reflect on the experience. Evaluating what worked well and identifying areas for improvement contribute to continuous growth and refinement in leadership approaches. Gathering feedback from the team provides valuable insights into their experiences and perceptions, enabling leaders to make informed adjustments for future busy periods.

Reflection involves a thoughtful analysis of challenges faced, successes achieved, and lessons learned. This process of introspection contributes to a leader’s ongoing development, enhancing their ability to navigate complexities and lead their teams effectively. Learning from both positive and challenging experiences ensures that leaders are better equipped to face similar situations in the future.

Leading a team during the holiday season presents unique challenges, but with effective planning, clear communication, and a focus on well-being, it is possible to navigate this busy time successfully. By embracing a leadership style that combines strategic thinking with empathy, leaders can create a positive work environment that fosters professional success and personal fulfillment during the festive season. As we move forward, let these leadership tips guide you in ensuring a harmonious and joyful holiday season for yourself and your team.

Tag: Leadership