Mike, “What you need around here is a gang!” 
Ann, “Are you nuts? We already have enough violence in the streets.” 
Mike, “I’m not talking about a violent street gang. I’m talking about a gang of people who are excitedly working together for a positive common purpose. A team. People who really care about one another and working for the collective benefit of the whole organization.” 
Ann, “That sounds like some democratic B.S. to me!” 
Mike, “If I could show you a formula to create this kind of gang would you be interested?”
Ann, “Would I be interested? I would be interested in anything that would keep me from beating my head against this wall anymore!” 

         I presented a formula to Ann that starts with philosophy and then develops how you create your own          gang. 

The Philosophy of Gangs

Point 1 – You need a gang – Almost all people have an inherent need for belonging. Whether “your gang” is a church group, fraternity, company, Internet group, association, or a host of other possibilities you thrive and grow through connections with others. You have the desire to feel part of something. If your people feel independent and disconnected from the whole you’ll end up with anarchy- everyone running around with no mutual destination. 

Point 2 – You need to believe – Believe in what? 

• Competence– You must believe your people are competent (or could be competent with training to improve their skills). When you show confidence, respect, and set higher expectations (with an eye toward reality) your people will strive to meet your expectations. Confidence in others’ competence is a starting point for a better results.

• Basic goodness of people; delivering on your values – Do you believe people are “out to get you” and “take a piece of your action” or do you believe people are basically good and will respond positively in an environment of sound values, vision- where they can be excited and engaged in work? If you don’t truly believe in the basic goodness of others you are limited by your arm span or are forced to create an organizational system with many controls. Ask yourself,

1. “Do I want to managed?”

2. “Do good people want to be managed or do they want to be trusted?” 

3. “Do I open myself up to trusting people first or do I demand others earn my trust?”

4. Am I true to my values when no one is looking or when it is financially inconvenient to live to a high standard?

• Abundance mentality - In a “finite” world you have to fight to get your fair share? To create an engaged gang you must believe in inclusivity - the whole is greater than the sum of the parts - if you share with others you will also be better off. You must believe in collective benefit. 

Point 3 – See your gang as a mosaic, not a pyramid – Your gang is not a pyramid with you at the top (even if the formal chart says you are). Your gang needs to be made up of a mosaic of different people, ideas, and communities. Gang members need an equal balance of rights and responsibilities. They have the right to express themselves without fear of retribution. They understand consistent with these rights is a responsibility to respect and seek to understand others and be accountable for results. All gang members are here to serve one another for the mutual benefit of your community. 

Creating our Gang

Developing a gang is a 3- step process filled with benefits, challenges, and responsibilities.

Step 1 – Developing unified and diverse members that stay together. Turnover is an increasingly challenging problem. Our hiring environment today is a “sellers market.” How do we find and retain members? Consider:

• Unified Values –Your key values need to match with your gang. If your values don’t match it may be impossible to positively influence one another. The question may be how can you determine if there is a values match? Do the following exercise:

1.  Write down the 10 most important things in your life. 

2. Narrow and prioritize your list to the 3 top values. 

3. Identify people you connect well with and compare how you perceive their values match with yours. You should see a great degree of correlation here. 

4. Seek gang members whose list matches yours. 

• Appreciate diversity and uniqueness – This is a key area where “progressive gangs” vary from “traditional gangs.” You are not looking for blind faith and conformity. You are looking for uniquely talented people who have the gumption to innovate, change, and push new ideas and concepts in the street. These people are likely to be independent thinkers with differing perspectives. The challenge will be to catch yourself from disagreeing first and asking questions later to “seeking first to understand and then to be understood.” 

• Rituals, symbols, experiences and celebrations – When you share experiences you will bond with your gang. Some ideas to consider:

1.  Volunteer as a team for a non-profit – You can learn more about fellow gang members by moving dirt while contributing labor for Habitat for Humanity than can often be learned in a formal performance appraisal. 

2. Celebrate with unique trophies- give awards to your team that fit your environment. Cleveland Glass Block gives out “Golden Trowel” and “Block-Buster” awards.” 

3. Respectful “hazing” is OK- The Cleveland Browns used to send rookies out on a quest for a free turkey every Thanksgiving. The veterans had a good laugh and the rookies learned to laugh at themselves. A positive lesson to build the team. 

Step 2 – Motivating Members – Your gang members need to feel they are excited, engaged, growing and contributing. The key question is how? 

• Our vision and purpose is energizing – Show me the money is not enough! How can the vision of your organization help the community? How can the purpose help your members? When you create a greater good and purpose you magnetize people into action. 

• Talents are matched to mission – Your gang members have unique talents and gifts. Have you asked them where they see their strengths, interests and talents both inside and outside the organization? Consider asking the following:

1. How would you rate your position from 1 to 10?

2. What duties could/ would you like to add or delete to move towards a 10? 

3. Do you need any training to move forward? How can you help them?

4. Align members’ interests and strengths to the mission.

•  Recognize growth is a bumpy road – Inherent in growth is experimentation, discomfort, and mistakes. Challenge your gang to try new things and experiences. When setbacks occur ask them to reflect on the lessons. 

• Role of “CEO” – Recognize your role as “Chief Encouragement Officer.” Find opportunities to tell others you are proud of their efforts and contribution. Also remember as leadership writer Max Depree says, “Leadership begins with please and ends with thank you.” 

Step 3 – “Tough Love” is Required – With the benefits of gang membership (personal fulfillment, purpose, sense of belonging and contribution) comes responsibilities. Your gang needs to deliver on the mission “in the streets!” This will require difficult conversations and changes. How do you lead through these conversations and changes? 

• Assertive communications are imperative! – You need to be respectful, yet direct when things go awry. Consider purchasing “Asserting Yourself Appropriately” by Sam Lombardo for a quick implementation model for increasing assertiveness. 

• You are accountable for results and your best – Ultimately your team needs to deliver on results. Set expectations in the “slightly uncomfortable zone” and set up periodic checkpoints to evaluate progress. Insist that gang members deliver on their personal best. 

• Share battles won and lost – Our gang needs to hear the good, the bad, and the ugly. Share information and solicit input where appropriate when reflecting on “lost battles.” 

• Lifetime membership is not a requirement- Full engagement is! Membership in your gang needs to be a personal choice. Your people need to be free to leave if the gang’s mission and/or their talents are no longer a match. Members who do not have the opportunity to contribute fully and grow will be encouraged and assisted finding a more appropriate gang.

Conclusion

Ann, “Wow Mike, that sounds like a lot of work!” 
Mike, “I never told you it was going to be easy. Creating a gang is a process. It first starts with you. Do you believe in the philosophy? Are you willing to continuously work to be the model gang member yourself? Will you commit yourself to taking action along this frequently bumpy road? 
Ann, “How will I know when I’ve successfully created the gang? Can I get help?”
Mike, “I’m not sure if we ever completely arrive, but we do get closer to having a model gang. You will feel getting closer when you have a more energetic, motivated, productive, and fun work environment with people waiting to join the gang. If you need help give me a call. I love to help!

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.