Thursday, December 29, 2016
The new year is right around the corner. What are your leadership goals for 2017? Get some inspiration from ten CEOs on how they plan to improve their leadership style. Check it out HERE.
Friday, December 16, 2016
I recently attended the Exceptional Assistant Network (EAN) graduation ceremony where UVA’s Assistant Vice President of Human Resources, Bryan Garey spoke. He talked about Zig Zigler and the power of owning your choice. So I started thinking…
“You have a choice.” Powerful words to live by. No matter what, you always have a choice. You can choose to be happy, and you can also choose to be unhappy. The situation doesn’t control you. You create the situation based on how you choose to deal with it.
Doesn’t that make you feel empowered? To live a life knowing you are in control. We all know those times when life throws you a few curve balls. It can be difficult to see through to the other side, but you will get there one way or another, so why not choose to be happy - or kind, or thankful?
Often, I hear people talk about all the things they don’t have and how different their lives would be if they only had those things. Well guess what? You are in control of your life. The grass is always greener - until you realize that you have the best soil on the street, right in your own yard. You already have the tools to live that amazing life you talk about.
First things first, be thankful for the wonderful things you do have – a warm place to lay your head at night, a refrigerator with food in it, a job that pays you money so you can support yourself and your family. All of these things are good. When the first negative thing happens - you get a flat tire, a bill you weren’t expecting, you get sick - the next moments define your future. In fifteen years, will you remember these inconveniences? If you choose to be unhappy and miserable, will it make the situation better? Most likely, it will not. What if you choose to be thankful, or grateful, that maybe that flat tire kept you from getting into a bad accident, or that extra bill will help you get out of debt faster, or when you got sick that your body needed time to rest (and catch up on your favorite TV show!) and heal so you can be 100% in the present?
Of course everyone’s life might be “better” with a million dollars, but if you only concentrate on the things you don’t have by saying how much better your life would be with them, then you will miss out on all of the things you do have. You might not realize the power and life-changing energy you contain within yourself, and it’s so simple. It’s also free. It’s the power of choice; the positive power of good, and we all have it.
So how will you choose to feel today? Tomorrow? Next week? It feels good to feel good!
Friday, December 9, 2016
It’s hard to believe that 2016 is coming to a close. There seems to be a general disbelief that it is December and soon we will be taking time off for the holidays and to ring in 2017. Perhaps we have a distorted sense of time because our work has not slowed down – if anything, it is speeding up. Maybe it’s because we don’t feel ready for the year end. For me personally, I struggle to fully grasp the date on the calendar simply because this year has been one of continuous change; it’s hard to put a bow on that which you never fully got your arms around in the first place.
Now, I like change. I can see the opportunity in it and enjoy a challenge, so I do not wish to convey that 2016 has been a bad year. Quite the contrary, it has been a wonderful year full of growth for our team and has offered opportunities to celebrate each other’s accomplishments and transitions. Here are just a few of the highlights from the past twelve months.
New faces! Over the past year we welcomed Samantha Campbell, Rachel Parsley, and Jess Hench to our team. It has been wonderful watching them integrate with the team and add their voices to our work.
New opportunities. 2016 started off a little rocky as Tamara Fleming, the CLE’s previous Director, announced her departure from UVA. Tamara was instrumental in the formation of the CLE and a wonderful colleague and friend. Holly Heilberg was also a key member of the CLE who celebrated her retirement this summer. We were saddened to see both of them go, but are tremendously happy for them as they take advantage of new opportunities.
Shaping our future. More recently, members of our team transitioned to the Ufirst project team, working to develop the future of Human Resources at UVA. We are grateful that Leslie Andrus, Heather Humphrey, Diane Lahue, and Carolyn Cullen are still a part of the University and are working to make it a better place.
Professional development. Over the course of this year we have made an intentional effort to develop ourselves and our programs. We’ve engaged with our colleagues from other parts of the University in joint trainings, added new programs, and continued to improve existing ones.
A new look. This year we launched our new website and created new marketing materials. We continue to add new features and find new ways to reach our audience, like this blog, the Leadership Lab.
Of course, there has been so much more worth celebrating over the past 12 months, and we will take time to do so at our Team’s annual retreat. We’re also eagerly looking to the future and anticipating what 2017 will bring. I sincerely hope you will join us and be a part of the CLE’s year to come.
Friday, December 2, 2016
The University is currently undergoing a multi-year project called Ufirst to optimize Human Resource solutions. This project involves all of the University of Virginia— the Academic Division, the College at Wise, and the Health System, including the Medical Center, University Physicians Group (UPG), and the School of Medicine. While Ufirst began in 2015, several members of the Center for Leadership Excellence have recently transitioned to roles with the Ufirst Project Team.
In October, Heather Humphrey joined the Ufirst Communications and Change Management team. Heather has been involved with the Ufirst Project since the beginning, and so it was only fitting that she continue her work in a full-time role. Leslie Andrus transitioned to the project just this week and will be working on the Talent Management Team. Also on the Talent Management Team is Carolyn Cullen, who will be working in a part-time capacity while continuing to run the Cornerstone Program with the CLE. And lastly, Diane Lahue will be transitioning at the start of the new year to the Technology Team and working on the new Learning Management System (LMS).
Needless to say, the transition of Heather, Leslie, Carolyn, and Diane has a significant impact on the CLE. The rest of the team is working hard to continue providing the UVA community with leadership development opportunities and to find innovative ways to do so. Fortunately for everyone, those working on the Ufirst project have not left the University, and we will be joining them sooner rather than later in the future-state of HR.
Of course, their transition does not only impact the work of the CLE, it also impacts the culture, mood, and feel of the team. We are excited for our colleagues as they begin their work with Ufirst. Their absence is felt in our office, but it is nice to know they are working to shape the future of HR at UVA.
Friday, November 18, 2016
Have you ever thought about how an action you take might impact your team and make a difference?
I had a conversation recently with someone who commented that her entire team could benefit from a training class offered by the Center for Leadership Excellence (CLE). Although not a manager, she mentioned wanting to address specific issues that were affecting her team. In her words, she wanted to “make things better.”
Well that’s all I needed to hear! I was eager to tell her about the CLE’s Organization Leadership Services and how we might help. She was quite surprised to learn all that we do (and you might be too!)
Did you know that we can design customized workshops to address your team’s specific goals and challenges? Whether it’s tweaking a current class to fit your department’s needs or creating a special session just for your team, we can do it! The best part? We come to you! We also do organization development to address strategic planning, team building, change management, and team effectiveness. We even offer coaching services to help you create goals or work through challenges. Our consultants also use a variety of assessments such as DiSC, Team Dimensions, and Peer & Partner for performance management and Benchmarks 360®. And finally, we do customized retreats! Imagine a fun-filled day of learning away from the office!
So what’s the important lesson here?
There is such a thing as The Power of One. The person who spoke with me after class shared our conversation with her manager, and I actually did a customized session for their team. Had she not stayed after class to talk to me and taken the information back to her manager . . . well, you get the picture!
So you see, one person can make a difference, and you CAN too. I’m waiting for your call!
Friday, November 11, 2016
I listened to an incredible violinist a few weeks ago. He played so beautifully it seemed like he was put on this earth for no other reason. I was mesmerized. It was at an outdoor festival during a rain storm and I was cold, wet, and hungry, but nothing was going to move me from the spot where I stood. I felt like the postman – neither snow nor rain nor heat nor gloom of night was going to stop me from absorbing the brilliance of this musician.
I started wondering, can you lead through music? Of course you can. Think of the role music plays at UVA football games. Before the kickoff, the Star Spangled Banner unites everyone in the stadium despite their team alliance. As the game proceeds, the marching band revs up the crowd with their peppy pop repertoire. And then there’s the Good Old Song, set to the music of Auld Lang Syne. It’s reserved for when UVA scores, and it spurs Hoos on to embrace, sing, sway, and celebrate. Music literally leads the crowd to act as a team.
Music at church, weddings, and funerals lead us to rejoice, celebrate, and mourn. Songs can even inspire people to stand together in the face of adversity. A powerful example is the unofficial anthem of the Civil Rights movement, “We Shall Overcome.”
I believe music has the power to uplift you, motivate you, inspire you, and lead you.
Music can change the world because it can change people. – Bono
Nicky Sanders of the Steep Canyon Rangers
Friday, November 4, 2016
Q: What song would you sing at karaoke night?
A: I can’t carry a tune, but I can sing the 50 states in alphabetical order!
Q: What does leadership mean to you?
A: Vision combined with action and strategy combined with tactics.
Q: Your favorite place to eat in Charlottesville?
A: Tough question! Duner’s is certainly at the top of the list.
Q: What is your proudest/greatest achievement outside of the professional realm?
A: Raising my stepdaughter when she was a teenager.
Q: What are three things you love about UVA?
A: 1) When the ice cream truck comes to the UHR parking lot! 2) My smart teammates 3) Knowing that our work is making a difference for our fellow colleagues at UVA.
Q: Do you collect anything?
A: Demitasse. I have most of my great grandmother’s collection and a few of my own.
Q: Why did you choose your profession?
A: I’d never been so energized and fulfilled as I was the first time I facilitated training. I wanted that all the time!
Q: What are you usually doing on the weekend or during time off?
A: So many great things to do here! Errands often take a back seat to Bold Rock or one of the 151 breweries.
Q: What is the best advice anyone ever gave you?
A: Trust your instincts, always.
Q: What about you would surprise us?
A: I would like to become a wedding officiant some day.
Friday, October 28, 2016
What does growing trees have to do with growing leaders?
I really like this photo of myself taken earlier this year when I was planting 600 saplings at my brother’s house. When I first saw this picture I thought, “This is also what I do at UVA!” Some might find that connection puzzling since I’m not on the landscaping crews who keep our Grounds beautiful. At the same time, it works because the mission of the Center for Leadership Excellence is to “grow” each and every one of us to be the leaders that we have the potential to be.
Seeing myself as a nurserywoman planting seeds or saplings is compatible with a style or theory of leadership that is known as “servant leadership” as defined by Robert K. Greenleaf. From my perspective, this style provides a quintessential guide for how to grow leaders. Here is a very brief description of servant leadership:
- The servant leader is servant first… It begins with the natural feeling that one wants to serve first. Then conscious choice brings one to aspire to lead.
- A servant leader focuses primarily on the growth and well-being of people and the communities to which they belong.
- The servant leader shares power, puts the needs of others first, and helps people develop and perform as highly as possible.
Here’s a more granular analogy of implementing this style!
I want to have trees on my land
UVA employee is conscious that he/she wants to develop professionally or personally and is willing to engage
Healthy saplings and the space where they can grow
A team (the CLE) plans for professional growth and a promising staff ready to grow
People are needed to plant the saplings and must have good soil, water, sun, and care
People needed (the CLE) to offer great classes, workshops and services that appeal to many needs/circumstances of employees and teams
Trees grow and provide shade, fruit, oxygen, beauty, and so much more
Employees take classes, workshop, use services, and are able to share power, develop their (and others’) talents and skills, and so much more
Everyone benefits (with maintenance needed)
Everyone benefits (with maintenance needed)
I love that my role as a servant leader at the CLE allows me to facilitate the process of growing other leaders.
Do you want to grow? How will that happen? Can we help?
Recently some of our CLE team participated in the UHR Wellness and Benefits fair at Newcomb Hall where we encouraged attendees to enter a raffle by taking a selfie portraying themselves as a leader! The prize was a free online assessment that we use in many of our classes to help understand personality and working styles.
The winner of the DiSC assessment is RUTH DILLON (pictured below on left). She IS a leader!
Click Here to see more from our Leadership Photo Booth!
Friday, October 21, 2016
If you missed last week's post, check out Part I.
Team Challenge or Pressure Test?
On MasterChef, the contestants often have to participate in a Team Challenge in which they are divided into two teams, Red and Blue, to compete against each other. A Captain is chosen for each team, and the Captains then choose their teammates. The teams need to prepare a meal in a challenging setting, often for high-status guests. The Captains cook alongside their teammates, and there is often a lot of yelling and swearing and even crying as they all work hard to meet the challenge. Ultimately, one team is selected as the winner of the challenge.
But after the challenge is when an interesting twist occurs. The Red and Blue teams worked hard to overcome obstacles and perform together as a team. Yet once the winning team is chosen, the members of the losing team then have to turn against each other and compete in a Pressure Test. This is a short and difficult challenge in which they have to make a dish that requires technical skill, like a soufflé or a perfect éclair. As a result of the Pressure Test, one contestant is asked to remove his or her apron and leave the kitchen, eliminated from the competition.
Once again, these challenges make me think about human dynamics we see in workplaces. Think about your department or office. Is your workplace more of a Team Challenge or a Pressure Test? A well-functioning team should have a clearly designated Captain, in your case probably a manager or director. The Captain helps determine the strengths of each team member, focusing each person’s workload on what they do best, and helping teammates to overcome challenges as they arise. The Captain also works alongside the team, helping to accomplish the work and accepting responsibility for the outcomes. If you are a manager, do you lead like a Team Captain, supporting your team and taking the heat of the kitchen along with them? Or are you more like Chef Ramsay, yelling from the sidelines and keeping yourself at a distance, using praise sparingly?
The pressure test is a strange phenomenon that only really happens on a competition show. In our workplaces, we are not (hopefully!) in situations in which one person will be marked as the loser and eliminated from the team. But sometimes, workplaces can feel like a pressure test. It can feel like everyone is focused on their own goals and working on separate projects, each trying to be the best and outshine their colleagues. Hopefully in a university setting, our offices won’t feel like pressure tests, but there may be certain high-pressure times when they do feel that way.
As the leader, how can you re-focus your team so that the workplace feels less like a pressure test and more like a team challenge?
Friday, October 14, 2016
My fiancé, Patrick, enjoys watching cooking competition shows like Chopped, Hell’s Kitchen, and MasterChef. I never used to have much interest in competition shows, but I’ve found that I really enjoy MasterChef. I like getting to “know” the contestants, hearing the witty remarks of Chef Ramsay, and seeing all the dishes the chefs create. But while Patrick is focused on which contestant created the best dish from the mystery box ingredients, I find myself looking past the dishes and cooking techniques to the human dynamics at work in the kitchen.
Chef Ramsay as a Leader:
Gordon Ramsay is known for being a brilliant chef, but also a very tough cookie. He takes cooking very seriously, and he doesn’t hold back his opinions at all. He yells at the home-cook contestants, swears often, and expresses his disappointment openly. But when he’s happy with a contestant’s performance, he expresses that freely as well. He praises the chefs, laughs with them, and willingly admits when he is impressed by a chef’s dish. So what kind of leader is Chef Ramsay?
Most leadership theories describe the use of task and relationship behaviors, with different leadership styles reflecting more of one or the other. Chef Ramsay is definitely your task-oriented leader, focusing first and foremost on getting the job done, and seeing that it is done well. A chef is no good if a diner has an empty plate or a dish they can’t eat; so the task must be accomplished. But while it may seem that Chef Ramsay is task-oriented to the extreme, we can also see that he does focus on relationships too. He encourages contestants when they are discouraged, pushes them when they are ready to give up, brings them down a peg when their egos get inflated, and pushes them to build on their strengths and improve with each step of the competition. I didn’t bother to watch the show before because I thought Chef Ramsay just yelled at everyone all the time, but now I understand that he really does care about people and want to help them reach their potential. In fact, he is actually a great example of a transformational leader.
But…would you want Chef Ramsay as your manager? Does his leadership style have a place in a university setting rather than a fancy restaurant’s high-pressure kitchen? Do you like to be pushed to perform at your best, knowing that the manager is pushing you because he believes you have the potential? Or do you prefer a softer approach, someone who is more upbeat and cheerful and encourages in a gentler way? What is more effective?
Check out next week’s post: Part II!