1. Locate the path – Talk to our people one on one to discover their interests and passions. Get them focused on areas they are enthusiastic about. Position them to spend the majority of their time (maybe 70%) in their areas of their strengths. 

2. Make the path grander – Help to create a larger dream from their vision. We often see potential through the limiting eyes of our experience. As Martin Luther King Jr. said, “I have a dream.” Do we inspire those around to have a dream? Great things happen when we take the risks to act on our dreams!

3. Expose them to people who can help them take the pins out of the shirt – Locate mentors that can help them with their dream. Be their “primary care provider” by referring them on to those who can help!

4. Identify their wrinkles and develop a plan to iron them out – Focus 10% of their time on specific training and developmental programs to minimize weaknesses. Write down and track changes to be made and times to accomplish these changes. 

5. Put them out on the rack before they are “fully pressed” – if we wait until we are “fully ready” for the challenge to get involved we will be too slow to the market. We need to put our skills into practice, even if they are rough, to get better. Provide challenging assignments to stretch their skills but cushion the challenge with our assistance. 

Our communications are “pressed” and flexible

The biggest problem in relationships cited is the inability to communicate. Why do we feel the need to use long words, buzz words, and be “politically correct?” To be effective our communications must be “pressed” (straightforward) and flexible (allow for differences of opinion). 

• Eliminate “imperatives” – When we tell people with words like “have to, must, can’t, and had better” we brake down communications. State our opinion in a way that allows others the option to differ with us. For example, “I believe the direction we should go in is….”

• Transparent communications- Leadership communication is transparent. No hidden agendas. Our role is to serve and help others in an open, honest manner.

Accountability and contribution

Leadership is about performance and inclusion. How can leaders encourage this environment? Consider the following:

• “Model” your own shirt – Leaders “model” the attitude, work ethic and speed of the organization. It’s not what you say, it’s what you do that matters. 

• Give approaches, not answers – The role of leadership is not to solve the problems but to ask questions that help others to develop their own solutions. Give approaches, ideas, and questions, not the answers. 

• Give praise loudly– 58% of associates have never been praised by the person they work for! Praise loudly and frequently and watch contributions soar!

Conclusion

Being in the “shirt” business (or people development business) is a tough business. Start by taking out those “pins” (removing the obstacles) and communicating clearly. Provide a larger vision in an environment of flexibility and accountability. Winning teams are built around leaders who serve them!

If you would like to have Mike speak to your group consider the following programs:
"How to Create and Inspire a Winning Team"
"Leading from the Trench"

If you want to get Mike's insights on this topic in one on one sessions click here.

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Mike Foti is Chief Executive Officer of Cleveland Glass Block (a Northcoast 99 recipient for best employers in Northeast Ohio and a Community Pillar Award winner for community service) and President of Leadership Builders. Mike is a national speaker, writer, and consultant who helps individuals and companies get results through people. To ask Mike how he might help you, or to receive his free tips and leadership articles, call 216-531-6085 or visit his web site at www.leadershipbuilders.com.