The Four Leadership Lessons of Halloween

 

 

 

 

 

 

 

Tom woke up Halloween morning and mentally previewed the day ahead. He didn’t have to think much to know it was going to be a long one. A full day of leadership training followed immediately by the costume party his wife was dragging him to. The only good thing about the day that he could think of was that he wouldn’t have time in between the training and the party to put on a costume. Since he wasn’t a big fan of Halloween or of costume parties, that would be just fine with him.

He smiled as he thought about how he’d slipped this one by his wife.  He said if someone asked, he’d say he was dressed as a businessman on casual Friday. . .
The training went fine — it was like lots of other training he had been to. Anita, the trainer, was earnest and really seemed to care. As a senior manager, he had heard much of the material before, but there was one thing that stuck in his mind. 

At one point the trainer said that leaders could choose to learn from any situation if they chose to. She encouraged everyone to take a few minutes each morning to reflect on the previous day’s activities to look for those lessons.
He told his team (they were all participating in the training) that he wanted them all to try that exercise and come to their staff meeting the following day with their lessons from today. That declaration made the trainer smile. At least someone is really enjoying this day, she thought.

As the training ended, he was more rushed than he even planned; a couple things came up and the Cleveland office needed some help on a decision, and he spent a few minutes with the trainer, then he was off to the party to meet his wife and endure that event.

The Day After

The next morning he woke up and remembered what he had committed himself and his team to. He poured himself a strong-as-the-day-is-long cup of black coffee and sat down to reflect on the leadership lessons from the previous day. He didn’t exactly know how to do this “looking for lessons” thing, but he thought it had merit, and he wanted to lead his team by example by giving it more than the college try; he wanted to have something that showed he had really thought about. Besides, he had invited Anita the trainer to come sit in on the meeting. 

After a couple of sips of coffee staring at the blank computer screen, he had a flash. Everyone else is going to share lessons from the training, which would be perfectly appropriate but would be pretty “easy.”  This wasn’t the kind of reflection Anita had meant — she meant to look at your everyday experiences and look at them through the lens of leadership.

He had it! He’d think about what he learned about leadership at the party that was more fun than he expected. 

Here is what he wrote:

Leadership Lessons from Halloween 

Identity Matters. One of the reasons people like Halloween is that they get to take on a different identity. While that might be fun, as a leader our identity must be consistent and well known. Masks might be fun on that day, but as a leader, I can’t wear a mask. To be most effective I must be real, transparent and authentic.

Engagement matters. While costume parties aren’t my favorite, they are for many people. Why? Because everyone is engaged! Everyone participates! People didn’t even give me too hard of a time for my weak non-costume, because they were spending all their time talking about how much effort they went to in creating theirs. When people are engaged in an activity, the effort isn’t their focus. They will do whatever it takes. How can I raise the level of engagement on my team?

Creativity matters. There sure was creativity on display at that event. Even the attorney at my wife’s office that she says is always straight-laced and proper had a great (and pretty wild) costume. He was telling me about how he came up with the idea and how jazzed he was by the process. When I give people an outlet and purpose for their creativity, they will be creative. As a leader that is an important part of my job.

Fun matters. One of the reasons Halloween is the most popular adult holiday is that it gives people permission to just have fun. There isn’t any other “reason” for the holiday — it is just about fun. As a leader I must remember people need to have fun sometimes to be most productive all of the time.

Before he went to get a second cup of coffee and start his normal daily routine, he read back over his four insights. While driving to work, he realized that the 10 minutes he spent reflecting made his previous day more productive. He was excited to share these lessons with his team, and see what lessons he would capture tomorrow morning.

Happy Halloween!

Peter Mclees, Leadership Coach, Trainer and Performance Consultant
SMART DEVELOPMENT

 

Take the Next Step...
Interested in learning how to develop your organization's leadership capability, culture, and employee engagement? We begin with a collaborative discovery process identifying your unique needs and business issues. To request an interview with Peter Mclees please 

contact: Email: petercmclees@gmail.com  or  Mobile: 323-854-1713

Smart Development has an exceptional track record helping service providers, ports, sales teams, restaurants, stores, distribution centers, food production facilities, wealth management services, facilities services, real estate services, nonprofits, government agencies and other businesses create a strong culture, leadership bench strength, coaching skills and the teamwork necessary for growth.

Having worked with several companies throughout their growth cycle, we have valuable insights and strategies that would help any late stage startup, small or medium sized company achieve sustained growth and prosperity.

 

What Geese Can Teach Us About Teamwork

 

It's Fall in Vancouver, WA. One of the many delights of the season is hearing the beautiful call of the Canadian geese which alerts you to look up in the Autumnal sky. The first image of the skein (or flock) of geese reminds me of a floating black ribbon or the tail of a kite. 

In October and November in the Pacific Northwest the sky is alive with ribbons of geese gracefully swooping and looping sometimes bearing left and sometimes right. These maneuvers seem to give the stray birds time to catch up to the throng. 

When you watch the flock closely you realize that the geese are all leaders and followers each taking a turn. Alternately leading and following creates a perfect rhythm which enables them to get to their faraway winter destination. 

I believe there are several lessons in teamwork that we can learn from the goose. Geese are intriguing creatures and while considered pests in certain situations, they also have an incredibly strong sense of family and group loyalty. Probably one of the most phenomenal geese facts is that their desire to return to their birth place every year is so strong that they will often fly up to 3,000 miles to get there. 

Lesson #1: Empowering Others to Lead

When the lead goose in the front gets tired, it rotates back into the formation and allows another goose to take the leadership position. 
  
The lesson here is to empower others to also lead. It pays to take turns doing the hard tasks and sharing leadership. 
As with geese, people are interdependent on each other’s skills, capabilities, and unique arrangement of gifts, talents, or resources.

Lesson #2: Staying Committed to Core Values and Purpose

The geese migration routes never vary. They use the same route year after year. Even when the flock members change, the young learn the route from their parents. In the spring they will go back to the spot where they were born. 
  
The lesson to learn here is to stay true to our core values and purpose. 
  
Strategies, tactics may change in order remain agile, but great struggles always stick to their core purpose and values, and preserve them with vigor

Lesson #3: Offering Support in Challenging Times

When a goose gets sick or wounded, two geese drop out of formation and follow it down to help and protect it. 

They stay with it until it dies or is able to fly again. Then, they launch out with another formation or catch up with the flock. 

The lesson here is to stand by each other in difficult times. It’s easy to always be part of winning teams, but when things get difficult and people are facing challenges, that’s when your teammates need you the most. 

Lesson #4 Encouraging and Recognizing Other’s Contribution

The geese honk to recognize each other and encourage those up front to keep up their speed. The lesson here is to make sure we praise people and give them the recognition they deserve. 
  
Lack of recognition is one of the main reasons employees are unsatisfied at work and quit. 
  
We need to make sure our honking is encouraging. 

In groups where there is encouragement, the production is greater. The power of encouragement (to stand by one's heart or core values and encourage the heart and core of others) is the quality of honking we seek. 

Lesson #5 Sharing a Common Goal

As each goose flaps its wings it creates “uplift”, an aerodynamics orientation that reduces air friction, for the birds that follow. By flying in a V-formation, the whole flock achieves a 70% greater flying range than if each bird flew alone. 

The lesson we can learn here is that people who share a common direction and goal can get where they are going quicker and with less effort because they benefit from the momentum of the group moving around them. 
  
Make sure your team is aligned towards a common goal. 

Lesson #6 Having Humility to Seek Help

When a goose falls out of formation, it suddenly feels the friction of flying alone. 
  
It then quickly adjusts its mistake and moves back into formation to take advantage of the lifting power of the bird immediately in front of it. 

The lesson we can learn here is to be humble to admit the challenges we face and to seek help as soon as we get stuck. 
  
This humility will enable you, your team, to move faster and achieve more. 

A Story About Geese 

A flock of wild geese had settled to rest on a pond. 
  
One of the flock had been captured by a gardener, who had clipped its wings before releasing it. 

When the geese started to resume their flight, this one tried frantically, but vainly, to lift itself into the air. The others, observing his struggles, flew about in obvious efforts to encourage him; but it was no use. 

Thereupon, the entire flock settled back on the pond and waited, even though the urge to go on was strong within them. For several days they waited until the damaged feathers had grown sufficiently to permit the goose to fly. 

Meanwhile, the unethical gardener, having been converted by the ethical geese, gladly watched them as they finally rose together and all resumed their long flight.                                                                            --Albert Schweitzer 

[Epilogue: And so, as the geese soared off into the sunset, the gardener waved goodbye, vowing never to underestimate the power of teamwork—or the tenacity of geese. Legend has it that from that day forward, whenever the gardener tried to plant anything, there was always a mysterious feather nearby, just to remind him to always stick with the flock—or else prepare to be thoroughly out-honked. 😉]

Remember, Together-Everybody-Achieves-More

Peter Mclees, Leadership Coach, Trainer and Performance Consultant
SMART DEVELOPMENT

          Take the Next Step...

Interested in learning how to develop your organization's leadership capability, culture, and employee engagement? We begin with a collaborative discovery process identifying your unique needs and business issues. To request an interview with Peter Mclees please 

contact: Email: petercmclees@gmail.com  or  Mobile: 323-854-1713

Smart Development has an exceptional track record helping service providers, ports, sales teams, restaurants, stores, distribution centers, food production facilities, wealth management services, facilities services and maintenance, real estate services, nonprofits, government agencies and other businesses create a strong culture, leadership bench strength, coaching skills and the teamwork necessary for growth.

Having worked with several companies throughout their growth cycle, we have valuable insights and strategies that would help any late stage startup, small or medium sized company achieve sustained growth and prosperity.

Having worked with several companies throughout their growth cycle, we have valuable insights and strategies that would help any late stage startup, small or medium sized company achieve sustained growth and prosperity.

 

Transform Your Team, Elevate Your Business: The Untapped Power of Team-Wide Training

 

 

 

 

 

A small business loses a major client due to a simple yet costly communication mistake made by a new employee. The loss isn’t just monetary; it also damages the company’s reputation, causing a ripple effect that leads to low employee morale and even more mistakes. This isn’t a hypothetical scenario; it’s a reality for many small businesses. According to the Society for Human Resource Management (SHRM), businesses lose $223 billion due to turnover related to poor company culture.

But what if there was a way to prevent such catastrophes before they even start? That’s where the power of team-wide training comes into play. Contrary to popular belief, training shouldn’t be a band-aid solution applied after the damage is done. Instead, it should be a proactive strategy woven into the very fabric of your business operations. By investing in comprehensive training for your entire team, you’re not just putting out fires; you’re preventing them from igniting in the first place.

The Traditional View of Training

When you hear the word “training,” what comes to mind? For many leaders and managers, training is the go-to solution when performance gaps emerge, mistakes multiply, or new technologies roll out. It’s the fire extinguisher kept behind a glass case, only to be broken in times of emergency. In this traditional view, training serves as a reactive measure, a way to correct course when things go awry.

While this approach has its merits, it’s akin to treating the symptoms rather than addressing the root cause. You might patch up one issue, but what about the underlying factors that led to the problem in the first place? Reactive training often focuses on isolated incidents or specific skill gaps, neglecting the broader context of workplace dynamics and culture. It’s a bit like fixing a leaky faucet in a house that’s falling apart; the real issues run much deeper.

This limited perspective on training misses out on its potential as a tool for proactive improvement. By only using training to solve existing problems, businesses overlook its power to prevent those problems from occurring in the first place. At SMART Development we believe effective training overhauls your culture at its core, teaching employees how to have authentic, productive conversations that foster a positive culture and resolve your organization’s most pressing problems for good.

The Shift to Proactive Training

Imagine a world where training isn’t just a reaction to problems but a preventive measure that equips your team with the skills and knowledge they need before issues arise. This is the essence of proactive, team-wide training. Instead of waiting for a crisis to unfold, proactive training prepares your team to navigate challenges effectively, reducing the likelihood of those “fires” ever igniting.

The benefits of this approach are manifold. First, it fosters a culture of continuous learning and improvement. When training is an ongoing process, it becomes a part of your organizational DNA, rather than a sporadic event triggered by crises. This aligns well with the SMART Development principle of long-lasting behavior change, which emphasizes the importance of sustainable, impactful training.

Second, proactive training enhances team cohesion. When everyone receives the same high-quality training, it levels the playing field and encourages a more collaborative work environment. This is particularly crucial for small businesses, where teamwork can make or break success.

Third, it’s cost-effective in the long run. While the upfront investment in comprehensive training might seem steep, the long-term gains in productivity, employee retention, and customer satisfaction more than makeup for it. You’re not just saving money; you’re also investing in the future stability and success of your business.

By adopting a proactive approach to team-wide training, you’re not just putting out fires; you’re fireproofing your entire organization. You’re teaching your employees “how to have conversations that get results,” thereby resolving your organization’s most pressing problems before they even become problems.

The Benefits of Team-Wide Training

Skill Uniformity

One of the most immediate benefits of team-wide training is skill uniformity. When everyone on the team undergoes the same training, it ensures that all members are on the same page using a common language. This uniformity minimizes misunderstandings and streamlines communication, making it easier to collaborate and achieve common goals.

Employee Engagement

Another advantage is the boost in employee engagement. Training isn’t just about imparting skills; it’s also an investment in your employees’ professional development. When employees see that the company is investing in their growth, it increases job satisfaction and morale. This heightened engagement not only improves individual performance but also contributes to a positive work environment.

Risk Mitigation

Comprehensive training can help your organization avoid a myriad of risks, from legal issues related to compliance to interpersonal conflicts that can disrupt workflow. By educating your team on best practices, guidelines, and effective communication skills, you’re building a first line of defense against potential pitfalls.

By adopting a team-wide approach to training, you’re not just solving immediate problems; you’re building a resilient, skilled, and engaged workforce that is equipped to tackle future challenges head-on.

Implementing Team-Wide Training

Steps to Assess Training Needs

Before diving into any training program, it’s crucial to assess your team’s needs. Start by conducting a skills gap analysis to identify areas where your team could improve. Surveys, performance reviews, and direct feedback from team members can provide valuable insights. Once you’ve gathered this data, prioritize the training topics that align with your business goals and the areas that need the most attention.

How to Choose the Right Training Programs

Choosing the right training program is like selecting the right tool for a job; it must be tailored to your specific needs. Consider factors such as the skills you want to develop, the size of your team, and your budget. Programs like those offered by SMART Development can be customized to tackle your organization’s unique challenges, making them an excellent option for businesses seeking impactful, long-lasting change.

Tips for Making Training Engaging and Effective

The best training programs are those that not only educate but also engage. Use a variety of training methods, such as hands-on exercises, group discussions, and real-world scenarios, to keep team members interested. The SMART Development approach to training is participatory and hands-on, aligning well with this principle. Additionally, consider incorporating follow-up sessions and assessments to ensure that the training sticks and leads to actionable improvements.

By taking a thoughtful approach to implementing team-wide training, you’re setting the stage for a more cohesive, skilled, and resilient team. It’s not just about filling gaps; it’s about elevating your entire team to new heights of excellence.

Overcoming Common Objections

“Training Is Too Expensive”

One of the most frequent objections is the perceived high cost of training. While it’s true that training programs require an investment, the long-term benefits often outweigh the initial costs. Think of it as preventive maintenance for your team; by investing upfront, you’re avoiding the much higher costs associated with employee turnover, legal issues, and inefficiency. Fierce training programs, for instance, aim to overhaul your culture at its core, which can lead to long-lasting financial benefits.

“We Don’t Have Time for Training”

Another common objection is the lack of time. Managers often feel that they can’t afford to pull their team out of work for training sessions. However, consider the time lost due to misunderstandings, inefficiencies, or conflicts that could have been avoided with proper training. Effective training programs can be flexible and tailored to fit your schedule, ensuring minimal disruption to your operations.

“Our Team Is Too Small for Formal Training”

Some leaders of small businesses might think that their team is too small to warrant a formal training program. However, small teams are often the ones that can benefit the most from training. With fewer people, the impact of each team member’s skills and behavior is magnified. Even simple training sessions can lead to significant improvements in team dynamics and performance.

“We’ve Tried Training Before, and It Didn’t Work”

Finally, there’s the objection based on past failures. If you’ve tried training programs before and didn’t see the results you hoped for, it’s easy to become skeptical. However, not all training programs are created equal. It’s crucial to choose a program that is not only high-quality but also aligned with your specific needs and challenges. SMART Development emphasizes this by offering customized training initiatives that focus on creating “sustainable, long-lasting behavior change.”

By addressing these objections head-on and offering practical solutions, you’re removing the barriers that might be holding your organization back from reaping the benefits of team-wide training.

Transform Your Team, Transform Your Business: The Lasting Impact of Team-Wide Training

In today’s competitive landscape, training shouldn’t be an afterthought or a band-aid solution to existing problems. As we’ve discussed, the traditional, reactive approach to training is limited in scope and effectiveness. Shifting to a proactive, team-wide training strategy not only prevents workplace “fires” before they ignite but also fosters a culture of continuous improvement and engagement.

From ensuring skill uniformity to boosting employee morale and mitigating risks, the benefits of team-wide training are manifold. Real-life case studies further validate its transformative power, demonstrating its capability to drive sustainable growth and resilience. And while objections like cost and time constraints are common, they can be readily addressed with thoughtful planning and the right training programs.

The SMART Development approach to training, which focuses on creating “sustainable, long-lasting behavior change,” offers a blueprint for what effective, customized training can look like. Their programs tackle the real issues teams face, making them an excellent resource for any organization looking to invest in meaningful, impactful training.

So, what are you waiting for? The success of your business hinges on the skills and cohesion of your team. Make the smart choice: invest in team-wide training today and build a stronger, more resilient organization for tomorrow.

All the success!

Peter Mclees, Leadership Coach, Trainer and Performance Consultant
SMART DEVELOPMENT

 

Take the Next Step...
Interested in learning how to develop your organization's leadership capability, culture, and employee engagement? We begin with a collaborative discovery process identifying your unique needs and business issues. To request an interview with Peter Mclees please 

contact: Email: petercmclees@gmail.com  or  Mobile: 323-854-1713

Smart Development has an exceptional track record helping service providers, ports, sales teams, restaurants, stores, distribution centers, food production facilities, wealth management services, facilities services, real estate services, nonprofits, government agencies and other businesses create a strong culture, leadership bench strength, coaching skills and the teamwork necessary for growth.

Having worked with several companies throughout their growth cycle, we have valuable insights and strategies that would help any late stage startup, small or medium sized company achieve sustained growth and prosperity.