Lonely at the top

Here's another well-known, but very true saying: It's lonely at the top.

While this is a very familiar expression to most of us, it still seems to come as a surprise to many new managers when they move into a supervisory role. What the phrase means to me is that when an unpopular decision has to be made or when the outcome of a project or an activity isn't as good as hoped, the accountability lies with the boss...and no one else.

Like I've mentioned in the past, bosses can pass on responsibility to their team members, but they cannot pass on accountability. It stays with the boss (to read more on accountability v. responsibility click here).

So how do bosses often handle it when they start feeling all alone or singled out or blamed when things don't go right?

1. They tough it out and try to stand tall and straight...all alone. This is lonely, for sure, and a quick way to get burned out. This is not healthy.
2. Bosses sometimes try to share their problems with those in their chain of command, the people they supervise. This is not healthy, either, and can often give the picture of a leader who cannot handle the stress (whether accurate or not).
3. They sometimes try to blame others. While blame is not useful at any time, errant and desperate leaders can try to deflect the heat from themselves onto others. Not only is this unfair, but it is a sign of very immature leadership. This is a quick way for those leaders to get escorted off of the "credibility bus".
4. Smart bosses find a confidant or mentor to share their frustrations with. This person could be a colleague or someone who has no connection the the boss's work at all. A confidant/mentor can help the boss have a safe place to vent and then provide support as the boss figures out how to move forward positively.

What other ways do you know of that bosses use to keep from feeling all alone?

The future...head for it

WARNING: Trite expressions used throughout this post.

There's a temptation, when things aren't working out the way we want, to look at the past and remember it in a positive light...you know, through rose-colored glasses.

It's nice to have memories like that at times. I can remember a job I had or the people I knew and think of good times. I can remember great times my family and I experienced together. It's not so nice when they get in the way of moving forward.

If you take your positive past experiences, wrap your arms around them, wallow around in the mud with them, and spend more than a passing amount of time with them, then they're not helpful.

As we know, as we've heard, as we've said, time waits for no one. We can't be wasting what time we have on this earth dreaming about the past. We can look to the past on occasion because it's pleasant and because it can help guide our paths forward. We can appreciate the past for how it has shaped us, but then we have to put it back in it's appropriate spot in our lives.

The future is now. We need to live our lives now and not hold onto the past. It just doesn't do us any good. "Carpe' diem", sieze the day: for a just cause, for the ones around us, for ourselves. This is the way we need to live.

Sometimes it takes a 2x4

I'm sure you've experienced it. Maybe you're a straight-forward person -- not too hard, not too easy. You let your team know of an update in procedures for your office. This change is critical and must be implemented every time without fail. You give them plenty of warning, walked through the procedures step-by-step, and ensured they all know what to do. They agree.

Then, because you're such a competent boss, you check back in a few days to make sure the new procedures are being followed. Pretty much, all your staff are towing the line. There's one person who is not following the guidance, though.

You let the errant team member know that this procedure is critical and he'd better get on board with everyone else. There is agreement and you go off to work on something else. Then it happens again, maybe a couple more times.

You don't get it. Everyone else is following the rules. You've been very clear. What's it going to take to get your "rebel" on board?

In a group, there are some people who only need to see a look of displeasure on your face and they self-correct. I love people like that. Then there's the rest of the group who pretty much do as their instructed and allow themselves to be corrected, as necessary. Sometimes you just have one or two people who just won't follow the rules for whatever reason. They need different oversight.

Sometimes you just need to smack them in the forehead with a 2x4 (not literally, of course). As much as you hate to do it, it's time to get serious. Maybe you raise your voice; perhaps you warn of ramifications; you follow up the conversation with documentation. For whatever reason, some people just don't respond unless they get a smack between the eyes.

The thing is that, in order to be fair to those who doing their jobs, you have to ensure all your team are held to the same standard. That means that you sometimes have to interact with people differently, even when it comes to discipline. What you can't afford to do is ignore the problem...it won't go away on it's own and might even get worse. Plus, the rest of your team will know the other person isn't pulling his own weight.

Do you know any people like I'm referring to? Do you have people on your team who only respond to the 2x4? What do you do to help realign them?

Guidance without Substance

I heard a story once that a junior manager came to his boss and said, "Business is bad, as you know. Morale is suffering and I've tried everything to motivate my team, but nothing seems to help."

The boss came back with, "the measure of a leader is not being able to motivate their employees when things are going well, but to motivate their people when times are tough." The junior manager, considering himself a strong leader and wanting to impress the boss, said "you're right. I'll work on that." The conversation ended and the junior manager went on his way.

As I think back on this story, it seems like the guidance provided was accurate, but there was no substance. It sounds like the boss really didn't have a good response for the manager so just came up with a "surface" answer. How about providing some pointers on how to motivate folks during tough times? How about training the junior manager (and perhaps other managers in the same boat) on what to do and say as well as how to say it?

Bottom line: Bosses need to provide guidance that is not only sound, but is applicable. If training is needed to go with it, then the training should be provided. That's what bosses are for.

"It's nice to be nice to the nice"

When I was younger, I was a huge fan of M*A*S*H. When I was in college, we would sometimes watch the show 4 times a day. I remember some of the scenes and a few more of the quotes. If I remember correctly, one of them is from MAJ Frank Burns to his girlfriend, Hot Lips Houlihan, when she is complimenting him on being nice. He replies "it's nice to be nice to the nice" and then the laugh track yuks it up while he makes a silly face.

Well, duh. It is nice to be nice to the nice. Maybe that's what's so inane about his comment. However, what do we do about people who aren't so nice? Do we just give up on them or do we try to make a connection?

There are some people around who take unfriendly people on as a challenge. They say to themselves, "I bet that person really is OK, way down deep" and they don't give up. Some of the ways I think they do it are:

• Give the other person the benefit of the doubt. Maybe he or she is having a tough time. Who of us really knows what troubles so many of the people around us may be going through in their private lives?
• Be approachable. Be willing to let the other person reach out, just in case they might.
• Look for good in the other person and then let them know what you have seen.
• Be persistent. These people just don't give up on others. They just keep chipping away until they make some headway in a relationship.

I don't believe the bullets I just pointed out will work with everyone. These are just a few of the actions I believe are taken to try to build a connection with folks who don't seem the nicest ones around.

Can you think of any other actions you've seen?

The Power of Apologies, Part III (Family/Friends)

This is Part III of a 3-part series I've written on the Power of Apologies. Click here to read Part I and Part II.

Today's post is about the Power of Apologies in regard to relationships with family and friends. I find this part the most difficult of the three because of the parties involved. As people say, we treat the ones we love the worst.

Of course, there are the "amiable" people in relationships who go straight to "I'm sorry" as soon as there's any conflict because they just can't stand it. I don't think they're part of this discourse today.

I'm thinking more of the person who either chooses to get mad because someone is upset with them ("you have no right to be upset with me so I'm going to be mad at you") or kind of feels apathy toward the situation ("You're upset with me for what I did? That's OK. You'll get over it.").

So, when we mess up personally, why is it that we often withhold the apology from those we care for the most? Maybe it's easier to apologize at work or with customers because we know there can be serious ramifications if we don't. Maybe we're tired of being nice to other people all day and don't think we should have to do it with our loved ones, too. Of course, there's the "familiarity breeds contempt" argument where, the better we know people, the more likely we are to see their faults; so why should we have to put up with anything from them?

I was speaking to my wife about the subject this morning and she said she would just love to hear, "you're right and I'm sorry." My best attempt at that is to often say, "you know it's your fault" to which my wife has finally learned to respond, "I know, because it can't be yours." I think it's funny (sort of) and is a way for me to say I'm sorry without admitting it. Needless to say that she just puts up with my "witty banter" and shakes her head. What she'd rather hear is"that was my fault and I'm sorry."

We certainly appreciate it when someone admits responsibility and apologizes (especially if they do so before we have to point it out). I'm sure we know how to use the power of apology at work and with customers so, perhaps, we just need to get in the habit of using that same power with the ones we care for the most. The key here is to be respectful of the people closest to us and exhibit awareness regarding our actions and words when we disagree or we mess up.

I'll keep working at it. What about you?

The Power of Apologies, Part II (Customers)

This is Part II of a 3-part series I'm writing on the Power of Apologies. Click here to read Part I and Part III.

Today, this post is about the power of apologies when it comes making our customers happy. Business calls it "service recovery" and it really is important because happy customers = repeat customers and referrals.

Sooner or later, regardless of how hard we try, we will not meet customer expectations. Maybe we will just fall short of their expectations or maybe we will mess up royally. The first thing out of our mouths should be "I'm sorry." Yesterday, when writing about the power of apologies at work, I said there were people who never say "I'm sorry" unless it's in response to personally messing something up. It's an interesting point and very debatable. HOWEVER, with customers, whether something is our personal fault or not, we must accept responsibility and say we are sorry.

Experts say that happy customers who've had no problems with our organizations are not our most devoted patrons, however. It's not that these people won't purchase from or use our services again. They just haven't experienced the power of the apology.

The power of the apology: there is power in the words "I'm sorry", but the real power comes from the actions we take to recover from our mistakes or even the perceptions of our lapse in service.

The following is my vision of me as a customer who's now a raving fan because of the right service recovery:

I travel all the time so I spend a lot of nights in hotels. This last week, my day had been very long with frustrating travel and meetings that didn't go the way I wanted. I went to the hotel where I've stayed many times because it has a decent rate. Other people in my company stay at a different place and I've been tempted to move, but this one is fine.

I go to my room, set my bags down, and get ready to try and relax. I walk into the bathroom and find that it's not clean. Then I look around and see that the room was not prepared for a new guest...not at all. This is very upsetting to me and tops off a pretty bad day.

I call down to the front desk and let the manager on duty know my situation. I ask for another room. The manager says he'll be right up. The manager arrives and he immediately says "I'm sorry, this is not the way we like to treat our guests. Let me help you move to another room." We get on the elevator and he takes me to my new room. To my surprise, it's not an identical room, but an upgrade. That makes me very happy. Then he tells me, "Again, Mr. Hall, we are very sorry for the inconvenience. Please let me know if this room will meet your needs." I tell him it's great. He then says, "here at XXX, we value you very much. In fact, here's a voucher for a free breakfast. I also want you to know that we will investigate why your original room was dirty and do our best to see that it doesn't occur again for you or for any customer. Please call on me if I can be of any further assistance."

A week later, I received a personal note from the general manager apologizing for my inconvenience, thanking me for my business, and letting me know the issue had been taken care of and steps put into place to ensure my experience was not repeated for me or any other customers. Finally, there was a voucher for a free night's stay at the hotel.

Now, the hotel had just turned me into a raving fan. Why?

• Both managers apologized for the problems.
• The night manager not only fixed the problem, but he gave me a better solution.
• The general manager let me know that the problem had been addressed for the future.
• The GM also provided me something extra for the inconvenience I had experienced.

I was WOWED.

To me, this is ideal service recovery. I was fine with the hotel before my bad experience. However, I am a total fan of the hotel now. I would never consider staying anywhere else because of the great response when things didn't go right for me.

Do you have any other examples of the power of apologies?