Cultivating tomorrow's leaders should be a priority for execs

The key to cultivating the next leaders of your organization is to work every day to help the candidates get what they need in order to make their next steps.  By “cultivation,” I mean gardening – not training, grooming or developing.  Cultivation takes time, sunshine, water and manure. You should require candidates to make the same investment of themselves.  Any potential leader who isn’t willing to do that should be removed from your list.

To read the rest of this article from Austin Business Journal, see: Cultivating tomorrow’s leaders should be a priority for execs http://austin.bizjournals.com/austin/stories/2006/08/07/smallb4.html

Sometimes the next steps are easy – mastering and demonstrating specific skills.  The methods for learning may also be easy – training and practice.

More often, though, it’s not that easy.  The biggest challenge is mastering more difficult people skills – for example, making necessary adjustments of personal attitudes, learning how to lead different types of individuals.  You will have to weed out individuals who have poor attitudes – negative, defensive, arrogant, righteous, narcissistic, abusive bullies.

Many small business leaders concentrate on what they’ve been told they need to do in the workplace: develop vision and goals, bring in new clients, oversee daily details and monitor monthly earnings. Their meetings focus on tasks and tactics, on the urgent and daily business.

Since they don’t take time to cultivate their leadership team, they end up complaining that their candidates aren’t stepping up.  But cultivating the personal capabilities and people skills of the individuals they depend on is their most important task.

Managers of leadership candidates can play crucial roles without overburdening their schedules.

The key is offering yourself and your time – continuously, honestly and frankly.  Give up your excuses for not doing this personal, on-going mentoring, such as “too busy, don’t like emotion and personal interactions, I’m a big picture person, the worthy people will learn by themselves.”

If you keep putting off cultivating, you’ll continue being overwhelmed.  And you’ll wonder why your best people don’t develop – or why they quit.

Leaders who overreact can poison workplace, infect staff

Leaders set the tone for the whole workplace.  Like a deadly infection, your emotions and reactions are catching.  Generals who panic will create panicky troops.  It’s the same at work. No, you can’t be yourself if you overreact to sudden changes, crises, bad news or big mistakes.  Your team will also overreact and blow it if you act:

• Agitated, panicky.
• Discouraged, negative, hopeless, helpless.
• Stubborn, stuck.
• Defensive, harassed, victimized, paranoid, abused, explosive, bullying.
• Thrilled by a desperate adrenaline rush.

To read the rest of this article from Business First of Columbus, see: Leaders who overreact can poison workplace, infect staff http://columbus.bizjournals.com/columbus/stories/2006/10/16/smallb5.html

Over reactors always have excuses for why they must react the way they do.  But remember the fire drill that every public figure, including athletes and celebrities, must learn in order to be followed – keep your head, have fortitude, persevere.

Don’t get sucked into any situation as if it’s life-or-death, no matter how important you’re afraid it is.  Step back, put it in a long-term context that restores your spirit, and start thinking and strategizing.

Sometimes a walk around the block is enough; sometimes you have to talk it out in order to see the big picture; sometimes you simply have to give up fear and control, and just go for it.

The ultimate goal of all the methods is that you rally yourself so you can rally the troops, no matter how bad the situation appears.

An effective attitude begins with, “We can handle this. Here’s my plan.”  Or you first go to the appropriate leaders, develop the best plan you can and then spread it to the troops.

You need a plan, but you don’t need a perfect, 10-year plan.  Don’t become immobilized by over planning.

By the way, “all-staff” meetings carry an underlying message of overreaction – unless there’s been a public disaster and everyone needs to see the leader calmly, energetically and resolutely explaining the plan for dealing with the situation.

Otherwise, have the manager of each team champion the plan with determination.

Practice courage and strength by taking on challenges and risks.  Be capable of rallying yourself from setbacks and handling seemingly overwhelming crises, or let someone else lead in the face of adversity.

There is an upside; leaders can also set the tone for the good.  Like inherited immunity, calm, vigor and stamina are also catching.  When you’re spirited and resolute, you’re testing everyone else.  People who continue overreacting have to be weeded out before they infect your workplace.

Will Fearless Kids Become Bullies?

In her article in the New York Times, “Fearless Preschoolers Lack Empathy,” Pamela Paul reports on a study that claims that fearless kids lack empathy and warns that fearless kids are at risk for growing up to be aggressive, bullies and to exhibit “severe antisocial behaviors.”  They claim that these 3 and 4 year-olds “Are curious, easygoing and friendly…may be charming, but they’re also highly manipulative and deceptive and skilled at getting their way – even at age 3 or 4.” Wow.  There’s another way-over-the-top study designed to scare parents into beating their children into submission.

I love kids with great engines; kids who are physical, active and fearless, and learn how to manipulate their parents to get what they want.

I also love kids who hold back, test the water one toe at a time and learn to manipulate their parents to get what they want.

What 3-4 year-old kids can survive without trying everything in order to get what they want?

Look at each one of your 3-4 year-olds as an individual.  Each is unique.  Each comes from a different place.  I’ve seen fraternal twins coming from these two opposite sides.  So what?  All it means is that we encourage each child to move in a different direction to augment the tendencies and approaches they seem born with.  It’s no big deal.  It’s simply the direction we’ll encourage them over and over, maybe with increasing firmness as they grow older.

The worst thing parents can do is overreact.  To correct your child at age 3-4 as if they’re already firmly on the path to having “severe antisocial behaviors” is a good way to increase their self-doubt and destroy their confidence and self-esteem.  Intense correction plants a thought virus that there’s something wrong with them; that they carry a bad seed that will destroy them or inevitably make them bad people.

They don’t have to choose between fearlessness and empathy.  You don’t have to react as if they have an all-or-none choice.  Or as if, if you don’t stamp out their natural tendencies immediately or at least by the time they’re 5, they’ll grow up to be little sociopaths.  What nonsense.

Stay calm and carry on.  Teach them to make the most of both fearlessness and empathy.  Oh, yes; there’s also a downside to too much empathy.

With expert coaching and consulting we can overcome the voices of our fears and self-bullying.  We can calmly look at individual situations and plan tactics that are appropriate to us and our children.

Rules to curb online bullying raise concerns

In his article for MSNBC, “Rules to curb online bullying raise concerns,” Alex Johnson discusses the need for laws to prevent cyberbullying and also details situations in which schools can overreact in the enforcement of those rules.  The case of teenager Avery Doninger is particularly glaring. The underlying thrust of the article is the need to create exactly the right laws that will give the right result in every situation.  Situations like the cyberbullying suicide case last year make good laws critical.

The real problem is not necessarily the law; it’s the hidden assumption that cyberbullying laws can ever be made “just right” for all situations – never too lax, never too harsh.  That assumption overlooks history and human nature.  The letter of the law can never cover all situations with “just right” justice.  We always depend on human wisdom in the law’s application to specific situations.  That’s just the way it is – for better or for worse.

Our society is in the stage of figuring out where we want to draw the lines about a new method, cyberbullying, that bullies and perpetrators use to harass, abuse and attack adults and children.  That’s our normal trial and error process.  There’s no easy answer for protecting kids online. Actually, we make laws in hopes that they’ll yield justice in, say, 95% of the cases that come up.  No matter what laws we make in any area of life, there will be specific situations in which a literal or dumb interpretation leads to an under or over-reaction.  That’s where we hope the individuals involved use good sense and good judgment.

In the case of Avery Doninger, the real question is: Is the law bad or did the school principal get defensive and over-react by not giving a second chance to a good and contrite student who learned an important lesson or is there more we don’t know about Avery?

We’re stuck with the fact that laws, by themselves, will never cover every situation, no matter where we draw the lines; whether it’s about cyberbullies, verbal bullies or physical bullies. I look carefully at the application of any law in a specific situation before rushing in to change the law.  Often the problem is in the application, not in the law itself.  That’s why we have Appeals Courts.

Separate from the general laws are the specific situations involving my kids and your kids (and adults).  My job is to monitor my children:

• Do they look like they’re having a hard time and may be being attacked by a cyberbully?  Are they having difficulty dealing with it?  How can I help them deal with it by themselves or do I need to intervene?
• Are they witnessing cyberbullying and are they struggling to know whether or how to intervene?
• Are they creating a hard time for someone else (are they cyberbullies)?  How do I stop them and help them develop the character to make amends and do better next time?
• Should they even be using MySpace or FaceBook or any social networking sites?  What else would be a better use of their time and energy?

I’m going to get my answers to those questions by observing them, talking to them and, maybe, using good software like PC Pandora to monitor what they’re doing (http://blog.pcpandora.com/2009/01/29/do-new-cyberbullying-laws-go-to-far/).

Cyberbullies and cyberbullying will be with us no matter what laws we make.  We hope the laws will help us deal effectively with most of them.

As I show in my books and CDs of case studies, “How to Stop Bullies in their Tracks” and “Parenting Bully-Proof Kids,” bullies are not all the same, but their patterns of behavior, their tactics, are the same.  That’s why we can find methods to stop most of them.  If we don’t stop bullies, they’ll think we’re easy prey.  Like sharks, they’ll just go after us more.

When children and teens learn how to stop bullies in their tracks, they develop strength of character, determination, resilience and skill.  They’ll need these qualities to succeed against the real world bullies they’ll face as adults. Coaching designed for the specific situations faced by individual parents and teenagers is critical.