Problems are opportunities
As leaders, most of the questions that come to us are problems to solve of one kind or another. For me, one of the most powerful ways to approach them is to consider how to reframe the issue.
Ask questions. I find the best conversations with my kids are when I just ask them questions. I like “the 5 whys” – asking why successively after 4 answers – to dig into the REAL problem to be solved. It’s rarely what was initially presented as the issue.
Focus on the critical few to maximize your impact
You’re probably already familiar with the 80/20 principle – the idea that 20% of actions – the critical few – lead to 80% of effects. Good leaders understand that time and resources are limited. You have to choose which actions fall into the 20% that will maximize impact in the most meaningful way for customers, your organization and your people.
As part of my 20%, I’ve prioritized getting out of our facilities to visit with leaders of key customers on their turf. It’s about generating the trust and fluid communication that sustains strong relationships – and which help to uncover new opportunities for partnership.
Go positive and go first
This one is borrowed from Peter Kaufman, an author and CEO who talks about a multidisciplinary approach to thinking. In any interaction, you have a choice – act positively, negatively or do nothing. But research has found that 98% of the time you’re going to receive what you put out there – so generate a cycle of goodwill by going positive and going first. Give attention and engage, and you’re likely to receive it in return.
Setting an example of trust, interest and cooperation and can be a multiplier among your teams. And that leads to the next idea…
No jerks
We’ve all worked with people who are eminently skilled and competent but their colleagues don’t want to work with them. A pattern of failing to recognize others, focusing on their own agenda to others’ detriment, gratuitous rudeness to a colleague – we don’t have time to tolerate that kind of behavior.
We’re more agile and more powerful as an organization of healthy, productive teams, and more satisfied as individuals in an environment of respect. So where there are jerks, we take action.
Feedback is a gift
One thing to note after “no jerks” is that a culture of respect is not the same thing as a “culture of nice” with never a corrective word. In Gore, we want an environment where we challenge each other and give feedback that helps each other to grow. It’s all in how it’s offered.
I deliberately ask for feedback and I encourage others to do the same. “Feedback as a gift” may be a pat phrase, but I truly believe feedback IS an opportunity to open your eyes to a perspective you hadn’t benefited from. Improving is a continuous cycle, and it’s fed by feedback.
Incentives matter
Naturally, you get what you reward, so be sure incentives – soft or tangible – line up with your organization’s mission. This can be as simple as recognizing great work or lining up compensation to reward collective success.
Define success and how you measure it
This one probably doesn’t need a lot of explanation: With clear goals in mind for what success looks like, you can take concrete steps to achieve them. It aligns a team to ensure everyone works collaboratively, with shared outcomes in mind.
And once you meet that clearly defined achievement, you can celebrate! Whether ordering a team lunch to celebrate a production goal or sharing stories about a teammate on her service anniversary, doing it as a group reinforces our shared interest in each other’s success.
Never stop learning and help others learn
There’s always something new to learn, and everything you learn can improve how you lead – whether it provides a new point of connection with colleagues, gives you a new frame for solving a problem, or deepens your understanding of a teammate’s input.
Ensure your people can invest time in professional development. You’ll have a team even more prepared to tackle the challenges you may face, and more satisfied employees. The communications firm Edelman found that a strong 82% of candidates expected a potential employer to offer training to support future-facing skills, so a lack of it can be a deal breaker.
Health and family come first; work is second
Identify your priorities in life. I’ve found that while I love my work, to truly thrive, my health and my family must come first.
When I prioritize my health and my family, I am the best version of myself. I’m equipped to do my job well. How you orient your life around your priorities causes a ripple effect, and you want to set yourself up for success. When I said this to our leadership team as a casual comment, I heard it was one of the most meaningful things remembered.
Hard work matters
I’ll end with one that is simple and fundamental: Hard work still matters. I believe in the benefits of persistence and effort – not only to move you with purpose toward a goal, but also to build confidence in what you can accomplish when unexpected challenges arise.
Bret Snyder, CEO, W. L. Gore and Associates
