#leadershipdevelopment – RED Day Communications, LLC

Time to Slow Down

Posted on October 5, 2024October 5, 2024 by Susan Hileman

Have you ever let an important date escape being placed on your calendar, committed to do something for another person and the follow-thru didn’t hit the mark? Once it happens, inevitably you’ll realize it’s time to slow down. (Can you tell this is the voice of experience?) What it means is that you likely either have too many items on your plate–or you don’t care.

I can’t name a single person or organization I’ve worked with down thru the years who simply didn’t care. Generally, it’s that we don’t know how to delegate–or weren’t taught. We don’t know how to let go…or even if we should. Or we feel we need to micro-manage or it won’t get done properly. In my experience, it comes down to TRUST. I met with a person just last week who shared they did all 6 of the primary business operation roles: Sales, Accounting/Controller, HR Manager, Insurance, Quality, Safety/OSHA, Proofing orders before going to the internal customer (ie, their own employees), maintaining relationships with great Customer Service, and they are an Executive Board member too. And yet… this person shared they were considering the CEO role stating, “…but I will only consider giving up sales.” Hmmm. Really? Why can’t you delegate?

If you can’t trust your employees and want to do everything yourself, it’s likely a sign of micromanagement, which can lead to burnout, decreased team morale, and hindering your business growth. Instead, focus on building trust by clearly communicating your expectations (being willing to touch base on this repeatedly), providing proper training (not just a single time), and addressing specific concerns you have with individual employees, rather than taking on all the work yourself. By not delegating tasks, you’re risking burnout and preventing your employees from developing new skills and taking on more responsibility needed for both the company and the employee to reach their potential. If this is you, recognize…it’s time to slow down. Look at the Root Cause–YOU.

Really look at why you lack trust in your employees. Are there specific performance issues, a lack of communication, or unclear expectations about their job? If so, address them. Talk with people openly, but respectfully about your concerns, focusing on specific behaviors and not general accusations. Clearly define the roles & responsibilities and set expectations–which you come to agreement on with SMART Goals. Then provide training, support, and regular feedback–both positive and constructive if changes are needed. Especially if there is a personality conflict, be honest and together develop a solution. This will ensure you have the employee’s buy-in.

Then develop and implement a system which provides a visual showing for the team how each task, and each employee, is coming along. This is how you find the time to slow down and focus. Your employees WANT your trust and respect. They want to do a good job but also need the proper resources (ie, time, people, money, tools) to do that job. Start by looking at what you can unload from your plate.

Believe In the Plan

Posted on March 15, 2023March 15, 2023 by SRHileman

What is the plan? What evidence do you have or can you share that says, “I’m working MY PLAN.”

Who’s challenging you to grow? Who have you met with recently who makes you want to be more and do more to grow into your potential?

How do you know you’re impacting others in your life?
…And what if I challenged you to get better?

So that when others look at you, they SEE you’ve changed–and HOW you’ve grown.

They HEAR how you’re different. More curious. More sure of yourself and your abilities.

They KNOW you’ve changed because there is evidence of your growth.

Your HARD WORK has paid off.

You are STRONGER. More sure of your place in the world.

You have the ability to make things better. You’ve learned how to plan, navigate and WIN.

Will you make MISTAKES? Yes. Will there be SETBACKS? Most assuredly. Will you get DISCOURAGED at times? Maybe.

But if you BELIEVE IN YOUR DREAMS–if you know you CAN impact the lives of those who work for you and those who work around you–then you will begin to understand.

People NEED what YOU have to offer.

Other people can see your EXCITEMENT to help. To pour VALUE into their life and help them grow into their POTENTIAL.

Dream Big. Become the leader you were made to be. Be INTENTIONAL about your plans for growth. Lean into your potential.

You Can Do It. I believe in YOU.

Employee Well-being

Posted on February 20, 2023February 20, 2023 by SRHileman

It’s February…do you feel the Love? Many say, “No. Only stress.” COVID taught us how incredibly more capable workers are than previously believed to quickly adapt to changing workplace circumstances. However, this frequently leads to discussions around stress and employee burnout which, in many cases, contributed to the Great Resignation. The truth is, workers have significantly more stress in their day-to-day lives that often impacts our workplace. And while business owners acknowledge that impact, and acknowledge that times have changed since personal issues were out of the workplace, not all employers have embraced implementing employee wellbeing programs as being their responsibility.

Admittedly, managers are not therapists. But with everything from increased mental health issues to increased workloads to compensate for the loss of productivity, managers need to increasingly be aware of their employees well-being and become a source of support. Why? Because employees who feel more stressed, are much less likely to perform well at work. And employees who feel more supported at work are significantly more productive. So it becomes the manager’s role to create environments which will help people lead their best lives and reach their potential. How do you do this?

One of the top three causes of employee stress is said to be “management style”. So first consider your own management style and check your own biases. If your goal is to diffuse emotional distress (which can create job dissatisfaction and/or escalate into unnecessary conflict) make sure you’re delivering feedback in a positive manner–kindly and compassionately–and that it provides valuable, actionable input. Create a more collaborative work culture in which employees not only get feedback but also have opportunities to give feedback and to offer their input and ideas. Look for ways to have team members show support to each other. And make sure employees understand how they are connected to the company’s bigger goal/s. Also, more and more employers are targeting offerings for employees to learn empathy, resilience and mindfulness training. These are just a few of the options available to improve your workplace, employee mental health, job satisfaction and retention. There is compelling research, and it is time for employers to take seriously the need to develop a holistic strategy addressing this critical aspect of our workplace.

NO TIME LIKE THE PRESENT

Posted on January 30, 2023January 30, 2023 by SRHileman

A new year is upon us. In fact, tomorrow is the last day of January…already! And I think “gosh, time goes by so fast!” And yet, it doesn’t really. Time itself doesn’t move faster or slower, and on average, we all have about 2,080 working hours every year to accomplish the goals we set forth. So, it seems like a fitting time to ask—have you decided where you’re going this year?

One of the chapters in John Maxwell’s book The 21 Irrefutable Laws of Leadership is called the Law of Navigation. Maxwell states, “The truth is that nearly anyone can steer the ship, but it takes a leader to chart the course.” Before good leaders take their people on a journey, they go through a process to give the trip the best chance of success. They look both inward and outward, drawing on their own—and their team members—for insight that’s both good and bad. Good experiences can provide momentum for replication. But think of a time you or your team made a significant mistake or didn’t achieve an important end-goal. Finances took a downturn. Resources were not accurately considered. Or team members didn’t get on board with the plan, leaving productivity gains low and waste high. While disappointing to be sure, if you reflect carefully and objectively, those kinds of failures often provide lessons that are remembered far more distinctly, and stay with us long after the project (or year) is past. And good leaders know that a plan is also a great communication tool. It’s so much easier to get other people on board when they too can see the vision.

So have you decided where your business will be at this time next year? If not, give it some thought. Over the last 17 years, I’ve worked with many CEOs who have a great plan—in their head! (Sound like anyone you know?) So, my very best advice is, “It doesn’t have to be elaborate. Just go the extra step and actually put those thoughts onto paper.” Until you’ve tried it, you have no idea how much easier it is to evaluate a written plan and see where there might be gaps, obstacles, challenges, or difficulties that lie ahead! And THAT’s what you’re planning for! Not just where are we going to be in 11 months, but let’s look at our risks and our options. If we DO encounter these issues, how are we going to handle them? Thinking them through ahead of time can make all the difference between a successful year and a potential disaster!

Know that planning does “take” time—but it’s NOT a “waste” of time. If you haven’t put a plan together yet, and especially if one of your goals is to improve company culture, get your employees input! Your employees are the MOST critical aspect of the plan, and their work can make or break the company. Don’t assume they know what direction leadership is going! Good leaders recognize the time to be—or learn to be—an effective navigator is NOW. After all, there’s no time like the present!

…Also, I just might know where you can hire a great coach!

Year-End Review…AND Preparing for 2023!

Posted on December 9, 2022December 9, 2022 by SRHileman

As we near the end of 2022, I want to say “Thank You” to the organizations who entrusted RED Day with their training and consulting needs. I believe companies can move the bar when leadership and management are willing to be vulnerable and open to trusting that—perhaps—there may be a better way, a better tool, or a best practice that can be applied to their current communications or processes.

RED Day was established and began providing services in 2011, yet 2022 was the first year fully 100% invested of my time. This year I made some vast improvements in conducting discovery meetings to vette out underlying problems. I discovered that taking time to discuss the issues from multiple perspectives, including input from CEO, COO, CFO, Operations Manager and Lead Supervisor, as well as folks in the trenches who are meeting with customers first-hand or directly involved with the supply-chain—allows for a big picture view that many within the organization do not see (or have not taken the time to immerse themselves in). This type of evaluation gives deeper insight and offers multiple solutions on a much more concrete level. That doesn’t mean you’re doing it wrong now. It just means I have been fortunate enough to provide some surprising insights to the C-level team without betraying the confidences of the frontline workers. THIS is how trust is established.

My wish for 2023? I want to help inspire you to position your organization for success through leadership development, focus on improving culture, and empowering your team members—the executive leadership, the operational managers and the workforce teams. This will help build resiliency for your company into the new year. And we very well MAY NEED resiliency.

As if COVID was not enough pressure, 2023 seems likely to take us on another bumpy economic ride. BUT—You’ve been here before! And you’re still here—so you did something right!! So my advice as we collectively head into 2023?

Use this time to strengthen your team. Use this time to show your employees that YOU WILL BE AROUND FOR THE LONG TERM! Use this time to commit to better operations, processes, and communications than those currently in place. Show your team you can TRUST them. Get their input and empower them to look at new ways to reallocate funds so that cash flow stays fluid. THIS IS YOUR NUMBER #1 FOCUS for the beginning of this year.

Keep your cash flow strong. Cash is king. Reduce spending, sell off old inventory, yet look for ways to keep your workforce intact. Ask THEM how to make it work. What corners can be cut. Who is willing to take layoffs, cutbacks, work part-time. How to conserve cash, etc. You might be VERY surprised at the ideas generated. I always refer to the approach taken by Bob Chapman, President of Barry-Wehmiller, a $3+B global manufacturing and technology supplier, privately held since 1885, and committed to taking “a profound care for the people” who work for their organization. Definitely worth investigating #TrulyHumanLeadership from a man who has purchased 80+ companies and gone from assets in the millions to the billions with very few layoffs along the way. They are, in my opinion, the epitome of successful business who is committed in word and deed to living out an employee-centric focus.
Talk to your banker. Especially for small organizations, having the trusted relationship with your bank is critical. Be upfront about where you are, your concerns, and what your forecasting & projections are. They may—or may not—be able to help. However the time to find out where they stand IS NOW.

Look for ways to Diversify. Diversify. Diversify. Diversify. I can’t say it enough. Go through your Client list—and your Customer list. Where are the gaps? Where can you improve—and how? Evaluate your industry. Where are you saturated and where can you take your core competencies and expand perhaps into a parallel industry. Review the products and services you offer and see if there is opportunity to expand. Diversification allows you to be flexible and fluid.

…AND if 2023 doesn’t give us the surprise we’re anticipating? Look at #1, 2 and 3 above anyway. They are great basic, common sense business practices for all organizations.

In the meantime, as we finish out this year, take time to give thanks for all the ways in which we are blessed. For all of the great lessons which 2022 provided. Hug those close to you in a meaningful way and show your appreciation for all they have done this year. A little Thank You often comes across in a big way. See you in the New Year!…

OH—and let me know if you want to meet! I’d love to connect and learn more about your organization!

What’s Happened to the Normal Workplace?

Posted on October 4, 2022October 19, 2022 by SRHileman

Pieces of the Puzzle…Employee Well-being and Servant Leadership

I’ve had several conversations recently about work-related topics which focus around employee attitudes. It’s now late Summer 2022. Although to a lesser extent, in many ways we continue to deal with the pandemic we’ve all been exposed to for more than two years. To say the impact of Covid-19 has changed our workplace is an understatement.

From burnout HR Managers, to record numbers of resignations, to hybrid working arrangements, the after-affects have been plentiful. One indication? “Employee Well-being” has now become one of the most requested trainings in my consulting practice. While leaders are navigating where to find qualified skilled workers, employees are continuing to silently evaluate how they’re doing and what’s important and figuring that into their workplace equation balance. Many people are no longer willing to give up their health, their lives, and relationships in order to assist an organization in meeting its goals or make it profitable for little in exchange. It’s not about stopping work. It’s about working for an organization who sees you, hears you and who cares about you. Servant leadership in business means checking your ego at the door and supporting your employees for the greater good of the organization.

Face it, some people are still struggling. They’re still grieving the loss of a friend, co-worker or loved one to Covid. Others are still grieving the loss of simple interaction with others and the loss of their old work habits and work colleagues. There are leaders expecting employees to return to work and “life as normal” when life hasn’t been normal for a very long time, and we are uncertain about what may be coming next. While it takes time and energy to put yourself in someone else’s shoes and recognize that we do not all face the same world each day, treating each other with empathy and compassion is a critical first step in being a servant leader.

From the employee’s perspective, being able to serve the organization to the best of your ability while taking care of those in your life outside of the workplace–kids, spouses, parents, partners, etc (not to mention yourself!)–remains one of the most difficult practices within the workplace. This means organizations must show flexibility. And they must encourage and support trust. What does this look like? Organizations providing resources that employees need (time, people, money, authority) to feel empowered to do their jobs. And leaders who inspire and provide a common vision for the company, explained simply and with clarity.

We create teams and good teamwork through our workplace culture which includes both how we treat each other and what policies and practices affect our workplace. When was the last time your workplace or department reviewed the policies currently in place? When was the last time those policies were compared to actual practices and/or wants and desires of your workforce? (It does no good to have a policy that no one wants or adheres to.) In fact, business practices give a much clearer picture about workplace culture than do policies. As Peter Drucker once said, “Culture eats strategy for breakfast.” I would agree. Every time. CULTURE among the workplace can make or break the organization.

So be cognizant of how you interact with those who work above you, beside you and below you. Actually talk to people about how they are doing. If you see someone struggling (or even if they’re not) reach out and connect. Yes, it may feel awkward and you may have to step outside of your comfort zone, but it may also be the best step you’ll take for yourself, your colleague and your organization!

I’m always saying, “We’re all more alike than we are different.” It’s true. We all have the same desire to be seen and to be heard. We have the same desire to have hope when we feel hopeless and to feel cared for when we feel alone. We have the same desire to be respected and valued for the gifts and talents we bring to the table. So strengthening your workplace culture means everyone has to do their part. And servant leadership means everyone does their part for the greater good.

Then we all win.