20 Ways to Rouse the Flamingos
People stop trying when it’s hard to get things done. Indecision and bureaucracy inspire slumber.
Successful leaders make it easy to get things done.
20 ways to rouse the flamingos:
- Don’t use a team when an individual is all that’s needed.
- Choose a path and make it work. Don’t keep making the same decision over and over.
- Focus on people more than projects. Ask, “What are you learning about yourself?”
- Instill self-confidence. Self-doubt slows everyone. Tearing down is easy. Bold action requires confidence.
- Greet new ideas with enthusiasm. “Tell me more,” is better than, “That won’t work.”
- Adopt a learner’s attitude.
- Launch quick, safe, small, and cheap.
- Identify what matters now. A clear picture of the future informs what matters now.
- Clarify the destination. Let others determine the path.
- Connect behaviors with purpose.
- Forget the big picture. Just get something done. Checking things off the list motivates.
- Hold high expectations. Low expectations suggest you believe they’re incompetent. People rise up when you believe in them. “I’m counting on you,” instills confidence.
- Affirm more than correct. There’s too much put down going around. Give at least three affirmations for every correction.
- Release rather than control.
- Expect and reward results.
- Honor effort.
- Set deadlines. “We’ll evaluate this next month.” Time limits energize as long as they don’t overwhelm.
- Over-listen; under-talk. Don’t interrupt.
- Solve the big stuff. Forget perfection. Constantly asking, “what about this,” deflates.
- Limit options. Stop exploring every opportunity.
Elevate serving:
We’re too busy to serve. Crammed schedules prevent people from helping each other. Elevate serving.
Grab a junior member of the team and show up to serve someone for an hour. Send an email that says, “Mary and I are showing up to serve you for an hour next Tuesday at 4:00 p.m.”
How might you put feet to some of these ideas?
How can leaders rouse pink flamingos?
Good points Dan. I think, if leader’s focus is on the end goal, vision or mission, things simplify slowly.
Thanks Sarabpreet,
Can’t underestimate the pulling, clarifying power of beginning with the end in mind.
Well number 5 sounds “special” doesn’t it?
How many people here reading this blog feel they live number 5?
Ok enthusiastically google Leaders Eat Last on Vimeo watch and let everyone here know what you found. What you learned that before watching you had no knowledge or understanding of.
Talk is cheap, actions take personal time and sacrifice. One is a Leader when they DO this, give their time and sacrifice and then followers feel the Leader has their back. No other way trust emerges.
Simon says we all know why in AA the first step works. When one admits there is a problem then we got something to work with. Till then, no chance.
He goes on to say what really makes AA work is the 12th Step. That is Giving it away. It is in the giving we receive. We get it as we give, simultaneously. Selfish dopes never get that.
It’s the principle, stupid!!!! Hey Dan just a manner of speaking not a personal insult!!!! Lol
So if the 12th Step works on Principle with drunks it also works with Leaders working with followers. Not Rocket Scientology.
So for me Rouse by telling the truth, my story and sticking to it whether anyone else likes it YET or not. If my story is true others will come around.
Another GREAT thought provoking post Dan! Two days knocking it out of the park!!!
SP back to my story now!!
Thanks Scott,
I practice #5 regularly. Saying yes to ideas includes having people take responsibility to move their agenda forward and be prepared to evaluate their success.
I really like #16. It’s simple and to the point but many people overlook effort when it’s not superseded by success and it can push people into a mentality that screams ‘why bother trying when no one cares anyway?’
Thanks kiramelanson,
YUP…that may be one of the most neglected leadership skills that is easily corrected.
What a great idea, grabbing a junior member of the team and showing up to “serve” another team member. That really creates so many positive feelings. What a “win” for everyone involved. Thank you for sharing!
Thanks Rick,
Thats my favorite suggestion in this post. Heck, why not? Just go do it.
The only issue is being sure that the person being served doesn’t feel they have fallen short and you are stepping in to save them or compensate for their weakness.
My number one is #4. People don’t move when they’re afraid, They move when they are confident and and have confidence in the person who is leading. Confidence in a leader is built on trust. Trust grows from experience with that leader.
If I had a 5a, it might be “Try it”.
Love the title of this blog – and I have no idea how you do this everyday, but please don’t stop 🙂
Thanks J.,
I was going to write a post about how we undermine the confidence of others but that seemed too negative.
Thanks for pointing #4 out… just think about it. Who will get more done? Fearful insecure, unconfident people or self-confident people. duh!
Two powerful words, “try it” glad you added them.
I would add another: “Involve junior colleagues of major decisions or changes that may affect them so that they may have input on their future.”
I went through a major change in my company recently. I was told I have two weeks to get ready for a new boss, move from my office to a cube so a different coworker could have the office, and I had the get all of the computer and IT stuff ready for my new boss, while I was trying to finish two projects I’ve been working on for six months.
I would have greatly appreciated some level of involvement in meetings or discussions before a decision had been made.
KaChing! Great add. Thanks John.
Glad you got that 3:1 ratio of compliment:critique in there on #13 Dan!
I see #9 as the key:-clarify the vision/destination and don’t require following the yellow brick road to get there. (Course that did go a little South for Dorothy and crew.) Once nearing the destination, the vision will need to be refocused and realigned to the next level…Oz then to Kansas, perhaps.
To build engagement, there has to be options/choices, multiple paths to pick from and that leads to increased accountability.
It is what is learned along the journey that is important, not the end point and not necessarily the path chosen.
Interesting that you picked flamingos Dan, have heard things about them…certainly better than lemmings. 😉
Thanks Doc,
So many nuggets…
“It is what is learned along the journey that is important…” That’s a bold statement. Pow!
Re: Flamingos
I haven’t heard anything about flamingos. Just found the picture and it grabbed my attention so I went with it.
Cheers
Great tips Dan. Stop exploring every opportunity is the one that stood out to me. I had a boss who used to do that. Sure we had our fingers in every pie, but nothing was done in an excellent way.
Thanks Diana,
Saying “NO” is one of the hardest things to do!
#8 & #11 seem a bit in conflict but maybe I need examples of how each might work to clarify how they don’t.
Thanks James,
They are in conflict. It takes some experience to know when it’s time to focus on the big picture and when it’s time to just forget the big picture and get something done.
Keep the big picture on the shelf. Keep the “get it down today item” on the plate in front of you.
Glad you noticed the tension between the two.
A great list. I would add “Providing top cover”
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