Basic Leadership: How You Win Matters!

Winning & Leadership

I love to win.  Its part of who I am. I know I’m not too different from you. At least, I don’t think I’m too different. Everyone likes to win. Professionally, personally, relationally, financially. “Winning” is a driving motivation for most of us.  Now, before you go all altruistic on me, this post is not about evaluating our motivations. Whether we are currently acting selfishly or selflessly, winning is a strong motivator to us living out our passions. Whether or not they are “good or bad”. (I would recommend evaluating your motivations) Over the next three weeks I will be writing about three basic leadership steps.

  1. Knowing Your Organizations Behavioral Values ~ How You Win Matters
  2. Knowing Your Personal Values ~ At Your Core, Who Are You?
  3. Vision, Vision, Vision! ~ What Story Are You Telling?

Knowing Your Organizations Behavioral Values

Clarity matters a great deal to me. So much so that I think some of my friends think I’m a little ridiculous on how much emphasis I place on clarity. This is especially true when it comes to organizational clarity. Currently, there are  a lot of conversation around the importance of vision and mission statements over the last decade or so.  In no way am I disagreeing with the importance of strong and compelling vision. I’ll actually be talking about this in a few weeks from now.  However, I want to start with an equally important conversation, and in my opinion, a leadership principle that is sorely overlooked by many organizations.  I believe one of the most effective ways of bringing clarity to your organization is by being crystal clear on your organizations behavioral values.

Behavioral Values Are Not:

  • Generic in nature
    • (I get it, of course you want an honest, hard-working and authentic work culture – BUT how will you achieve that? What are the behaviors that you will be able to measure to evaluate success? Those generic value statements, while true, are somewhat useless in the day-to-day tasks of “doing the work.”
  • A reflection of what culture says are “good/moral” values.
    • Be unique, be different, be yourself…if you don’t want to be a reflection of the median crowd, don;t be. Stop being general. Be specific, write it down and “own” who you want to be. It will be incredibly motivating to your team and you will retain like-minded individuals and become a much more compelling organization.
  • A copy of another organizations values statement.

Behavioral Values Are & Will:

  • Are Specific
  • Will set your organization apart from others
  • Will give instant clarity to your staff
  • Will empower your teams to make appropriate decisions
  • Will finally articulate some of those “unwritten rules” your organization has.

In the simplest form, behavioral values are the behaviors you want your organization and team to exhibit as they go about achieving their outcomes and goals.  You see, I believe that most conflict comes from unmet expectations. AND, in my experience, most people can achieve their outcomes with proper support and guidance. HOWEVER, achieving your outcomes and goals does not ensure “success” as defined by your organization. Success, for most organizations even if it’s unsaid, is defined by you achieving a goal and achieving it in a certain way.  Another way to say it is like this.

Reaching Goal ≠ Success

Reaching Goal + “In an approved way” = Success

By defining and declaring your organizations behavioral values, a leader releases clarity and brings empowerment to the who organization. Because, let’s be honest with each other.  No one is truly 100% outcomes motivated. How we win is important to most of us. in fact, it’s incredibly personal. No wonder then that there are times in an organization when conflict arises and people are at a complete loss as to why. they are at a loss, because the “how” was never properly defined and by defining and declaring your organizations behavioral values, you will be well on your way to creating an organization that truly makes a difference. Not just by your business outcomes, but by also releasing the potential of your team members.  Here is a simple example of how to apply this in your setting.

Application Steps

(Free resource below)

1. Where Are You Now:

In a faith-based organization used this PDF to highlight some of the “un-written” values they had in their organization. The leadership took time, as individuals, to mark down where they though the organization was at this current time in regards to these values.  Only instruction was, they could not choose the middle, you had to choose one side or the other.

This was tracked and documented. It was interesting to immediately see,  even in the evaluation and assessment of values, there was a broad spectrum of perception of reality.

2. Where Do you Want To Be:

The next step was to have each person mark their preferred future on each continuum. From there, the team discussed and then decided on what the organizations behavioral values would be going fwd.

Final Thoughts

Leadership is always a challenge. However, by adding clarity to your organization, not only will your organization achieve and accomplish more, they will be happier doing it.  Here are two quick resources.

1. This is an example of some of the values the case study above used as a discussion primer: Download Example Values Here

https___www_darrenherbold_com_wp-content_uploads_2014_03_values-continuum-1_pdf

2. Here is a template you can use to begin a conversation on your organizations motivating values: Download Template Herehttps___www_darrenherbold_com_wp-content_uploads_2014_03_Values-Continuum-2_pdf

Make sense, or am I out to lunch? Does your organization have clear, documented values when it comes to the “how” you are supposed to work? Let me know and don’t forget to sign up to the newsletter below.

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Your Manager Should Read This

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If you’ve ever worked on a healthy, high performing team, you know that the feeling of camaraderie,  accomplishment is incredible.  There’s nothing like it. Have you ever noticed that there is a high correlation between effective supervisors and high performing teams? Google found the same thing..they actually proved it and listed 8 behaviors.  Check these out.Continue Reading

If You’re the Smartest Person in the Room…Beware!

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I enjoy reading about human behaviour, especially how it informs leadership and creativity. One of the more intriguing books I’m reading is “Yes! 50 Scientifically Proven ways to be Persuasive.”  It offered a good reminder on the importance of team work.

“We  have found the secret of life”

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How “Culture” Kills Creativity

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I’m thinking about creativity lately. Specifically how hard it is to think of new paradigms from within our existing paradigm. There are a lot of reasons for this, Continue Reading

Three Leadership Learnings from Peru ~ Compassion Canada

I’m a big leadership nut. I love reading about it, hearing about it, studying Scripture on it and learning from everyone and anyone about it. Today our Compassion Canada exposure team had the privilege to tour the head office of Compassion in Peru. What Compassion is doing in Peru is phenomenal to say the least…

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Global Staff Health Assessment’s – How To Do Them?


Creating a healthy staff culture is something that over the past couple years has been written extensively about. Leadership, Teamwork, all play a role. Even just saying or thinking those words bring John Maxwell to mind.

The Question. – How do you effectively assess the health of your staff team?

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An Interview With Malcolm Gladwell

Malcolm Gladwell is by far one of my favorite authors. He recently released his new book, What the Dog Saw.

Besides being a very insightful researcher and author, he is also one of the few authors to have all four of his books on the Best Seller list. Incredible considering his first book came out over 9 years ago.

As a speaker he is just as insightful. C-Span recently did an hour long interview with him. So, if you have some time and like Gladwell, you will enjoy the interview.

I pout and talk back to God…

When I was a child and living at home, I remember getting grounded, spanked, chastised, given the “you disappoint me line” when I “talked backed” to my parents.  I course then proceeded to pout and rationalize that they just didn’t know what was best for me. Besides telling a lie, talking back was a definite “no, no” in the Herbold household.  Now that I have kids of my own, and I love them to pieces, but there are very few things that can upset me as quickly as them talking back to me. And afterwards they of course pout just like I did when they don’t get their way. I realize I have a serious lack of patience, and God is using them to work on me, but seriously, sometimes I feel like putting my head, or someones, through a wall. (I said I feel like that, not that I actually do that to anyone. 🙂 )

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Be Water Walker: What we can learn from Peter

Read time: 15 min’s

You’ve probably seen Criss Angel walking on water illusion. What however can we learn from someone who actually did walk on water?  This is a recap of me struggling to hear God’s voice, hearing it, and being profoundly challenged and spoken to. I trust that there is something He would have for you as well.

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Can You Define Yourself?

daddy rockerI’ve been musing on a quote by Tony Blair. Recently I heard him speak on leadership and the importance of a leader knowing what his or her “irreducible core” is.

Irreducible Core defined: (as per Tony Blair)

  • The thing about leadership is that you have make a decision inside of yourself that there will be things you will stand on and be faced with the fact other people might not like it.
  • Part of leadership is having an inner core, an irreducible core, the thing that cannot be chipped away at.
  • You cannot yield on what is at your core.

So, I started wondering what my irreducible core is. Intuitively I think I know what it is, but I want to be able to define it in one sentence.  In sales terms an “elevator speech” of who I am. To me when I hear about an irreducible core I not only think of what I won’t compromise on, but also what motivates me, challenges me, holds me accountable and simply excites me like nothing else. Simply, who I am.  When I describe my irreducible core I want it to release an electrifying charge of passion and potential from deep within me. Intuitively I know what it is, but I want to be able to define it.

My plan of attack: Get some initial feedback from friends and colleagues, and then spend some time creating a one sentence definition of who I am, my irreducible core.

Have you ever created a one line bio about yourself?  If so, I’d love to hear it.

Not only do I think it’s fun to have a vivid definition of oneself, but I actually think it is quite useful.

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