Lean Quote: Patience is to Be Calm No Matter What Happens

On Fridays I will post a Lean related Quote. Throughout our lifetimes many people touch our lives and leave us with words of wisdom. These can both be a source of new learning and also a point to pause and reflect upon lessons we have learned. Within Lean active learning is an important aspect on this journey because without learning we can not improve.

"Patience is not the ability to wait. Patience is to be calm no matter what happens, constantly take action to turn it to positive growth opportunities, and have faith to believe that it will all work out in the end while you are waiting."   — Roy T. Bennett, The Light in the Heart

In the pursuit of peace and joy in life, one of the most important traits we need to develop to go further is patience. The dictionary defines patience as a state of endurance under difficult circumstances. It is also the ability to wait in the face of delay without becoming negative.

We definitely aren’t born with it. We can definitely work on developing more patience, instead of thinking of it as genetic we should think of it as a skill. People who are patient are not free of frustration rather they are able to tolerate frustration without becoming negative or exhibit signs of frustration and long suffering. Being patient also doesn’t mean just restraint or tolerance it is a much deeper emotion, patience is a form of compassion.

Never confuse patience with apathy. Being patient doesn’t include disconnecting from our emotions and feelings. It means accepting how we feel about a given situation and doing whatever needs to be done. Being patient means accepting both how you feel about a given situation and what you can realistically do about it. To be patient doesn’t mean to surrender and just give up hope, being patient does not mean being passive.

Patience means preparing ourselves to face people and situations in the world, which we would have otherwise reacted very poorly. Patience also means that you stick through the tough times, we may all start with a lot of motivation initially but it fades over a period of time, we need patience to see our projects, work and plans to the very end. Patience is also a sign of wisdom; it grows over the years slowly but steadily.

Just like any skill we build patience by practicing more and more, we need to be aware if are being impatient and rectify ourselves. Especially when times get tough, being patient is crucial in staying calm every situation. But start small always; if we train ourselves to work around the little pains and irritations we can handle the big ones.

Seven Ways to Unlock Your Inner Leadership Skills

Who is a leader, and why do we need leadership qualities?

A leader is a person who has a goal and a team that one leads to that goal. Perseverance, adaptability, and integrity are said to be the most critical leadership qualities. The leader is respected, inspired, supported, and developed by his or her followers. 

And even if you don’t aspire to be president, those skills will be useful in life: convincing colleagues or employees at work, getting kids to listen or getting what you want from customers. It has been suggested that leadership abilities are shaped by parents in childhood, but the first ones can be developed at any age as well. Below, we review the ways to summon your inner potential of being a true leader.

Always See a Full Picture
Share your point of view with the team, elaborate on your purpose and mission. Your job as a leader is to create a unique path to follow. Explain the importance of the goal and share your ambitions. 

Tell your colleagues why your strategy will help improve the company’s state of affairs, explain what benefits the employees will end up with: material goods, professional experience, etc. Set up plans and ask for feedback.

Set Your Goals Right
The whole life of a leader is an activity. The leader is always busy with something, and his or her employment is subordinated to a specific goal. We are not talking about the general and global aim, it is rather about a narrow goal that depends on the issue being solved.

In other words, if a leader does something, everyone knows why he or she does so. A correctly set goal is closely related to the fulfillment of one's promises. Your promises must become your goals. 

Know Your Strengths &; Have Your Plan of Actions
You have to know exactly where you’re going to. So, clearly define the target you’re aiming for. And then, start working on a plan to achieve it. Break your path into small steps and set intermediate goals. In that way, it will be easier to get what you want.

Everyone is born with certain talents and developed abilities (those that a person has learned during a lifetime.) Frequently, we do not understand our genetic data just because something that does not require effort goes unnoticed. However, knowing one’s strengths enhances self-esteem, generates pleasure, success, and self-realization. Think about what you do best. Maybe you speak English well, juggle numbers efficiently, or have a good memory. Use and develop your strengths to become meaningful in a team.

Always set your priorities properly. Sometimes the goal of making money and the process of leading some dubious project may conflict with your global aim of being happy and living with a clear conscience. With the priorities set, you always know what you need to refuse and why. In the future, it will help to avoid painful internal conflicts.

Take Responsibility &; Follow Your Principles
Of course, responsibility for one's life comes first. But don't forget about the responsibility for your words, deeds, and promises. Even if you didn't do anything on purpose or if something happened against your will, it would be a result of your behavior. Remember the Little Prince: "You become responsible, forever, for what you have tamed."

When you make decisions or do things that confront with your moral principles, there will be a sharp sense of dissatisfaction. This unconscious feeling prevents the building of trust within a team. And if you act in harmony with your values, people intuitively sense your integrity. Accordingly, they respect you and recognize you as a leader.

Think of others and find beneficial solutions
Here is the thing: the leader is not looking for compromises, but instead works on solutions where both parties equally win and satisfied. It allows you to establish closer ties and strong cooperation. An agreement, in essence, is a loss for both sides: each should give up on something.

Would you ask for advice from someone who doesn’t believe in the success of his or her cause? We bet you wouldn’t. Think about how you can use your zeal. Let people know that you value their contributions and sincerely celebrate their progress. Remember to praise. In a word, share your enthusiasm.

True leaders reinforce words with action. It sets the height you want to reach. Would you like to be a role model for the rest of us? Work on the qualities you want to see in other people. Try to consider their potential. Many leaders admit to having reached dramatic heights just because once another leader saw their abilities and embraced them.

Learn and Practice
Do not miss the opportunity to learn something new, especially if someone offers it for free. Always practice acquired skills.

In this world, there are no perfect people who haven’t ever made a mistake in their life. A leader does not lose heart and learns from one’s own bitter experience. We advise you not to hide your failings from your colleagues and loved ones. Be honest about your weaknesses. Maybe someone is good at what you are not. And your job as a manager is to assign the right duties and tasks to the right people.

Be a True &; Creative Leader
Remember, even if you have already demonstrated excellent leadership qualities, it is crucial to continue to evolve and grow. 

Some people detect their leadership skills from an early age. They achieve undeniable success, pass the test of status, money, and opportunities. Then, somewhere around the middle of life, they come to their existential crisis trying to leave a mark in this life. It is a crisis of liability and inner freedom. 

Well, a true leader never stops at this point. That is what sets one apart from everyone else. 

About the Author: Marie Barnes is marketing communication manager at Adsy and a writer for Bestforacar. She is an enthusiastic blogger interested in writing about technology, social media, work, travel, lifestyle, and current affairs. She shares her insights through blogging. Follow her on Medium.

6 Ways to Influence Without Authority

Congratulations—you’ve been asked to lead a change initiative! But there’s a catch—its success hinges on the cooperation of several people across your organization over whom you have no formal authority.

In this age of heightened business complexity, moreover, change itself has grown increasingly complicated. A majority of change initiatives now involve multiple functions within and even between companies, and many such efforts encompass an entire company.

Luckily, there are steps you can take to improve your leadership skills and become more adept at influencing those around you, even when you don’t have a job title that commands respect.

1) Stop wishing for control: If you think being someone’s manager will make things easier, think again. Take someone to lunch who manages people and ask them what it’s like to be able to tell people what to do. When they stop laughing, they’ll probably tell you it’s even harder in management.

2) Move beyond compliance: Sure, managers can get compliance, but effective managers bark orders as a last resort. Think back to the best manager you’ve had…it’s doubtful they were in your face much. Rather, they probably created an environment where you wanted to take action. That should be your goal.

3) Care: If all you know about the other party is what they can do for you, you’re missing the foundation of influence. We’re all human – and most of us give attention to those who show interest. Find out something they enjoy unrelated to work and ask about it. Demonstrate that you care – and mean it.

4) Offer to help: Almost every good team I know relies on influence over authority. Start by spending one extra hour a week helping out others with a deadline. Do it for awhile – and demonstrate that you’re a team player. People will help if you’ve helped them.

5) Set expectations: Just because you aren’t the manager doesn’t mean that you can’t make agreements. Approach people before it’s a crisis. Tell them what you need and what it will take. Be realistic on commitments (nobody likes a bait-and-switch). Ask how you can make it easier. Try to make it beneficial for them too.

6) Thank people in public: When someone takes time to help, thank them. Maybe mention it at the next staff meeting – or thank them in an email and copy their manager/team. Virtually nobody takes the time to do this genuinely, so people notice.

The goal of leadership without authority is to get others to willingly cooperate and engage, rather than following directives because you're the boss. This new style of leadership is a blending of personal and interpersonal skills that form the basis of a leader's ability to impact, influence, and inspire others.

By understanding your unique position, it’s possible to identify the key ways in which you can influence the organization, affect real change, and bring about your desired outcomes.

Lean Quote: Let Go Of Yesterday

On Fridays I will post a Lean related Quote. Throughout our lifetimes many people touch our lives and leave us with words of wisdom. These can both be a source of new learning and also a point to pause and reflect upon lessons we have learned. Within Lean active learning is an important aspect on this journey because without learning we can not improve.

Let go of yesterday. Let today be a new beginning and be the best that you can, and you’ll get to where God wants you to be."   — Joel Osteen

It’s the first of May.  In some parts of the world, May Day is a traditional spring holiday and a day that signals rebirth and new beginnings.

So, if you’ve had a bad week, shake it off and enjoy a new start.

The idea of a fresh start is for some, the ultimate freedom. It can mean different things to different people but it could mean doing something that you’ve always wanted to do but never had the courage to do it. It could mean changing your thinking which will help to change your behavior, remember: ‘Think positive, be positive’.

You can be empowered. You can have the fresh start that you have always wanted. You can do anything that you want to do. It’s time to make a change.

5 Traits of an Effective Leader

Being a good leader means setting a confident, positive example for team members to follow, on top of effectively communicating with employees. Strong leadership is beneficial to both your company and employee base, increasing overall happiness and morale while elevating your bottom line. Business News Daily reports that, “...employees who work under great leaders tend to be happier, more productive, and more connected to their organization.”

But what makes an effective leader? For starters, you can inspire your employees to be their best selves by using various Lean-based leadership tools. By avoiding micromanagement, ensuring that employees are well-trained, and promoting a healthy work-life balance, you’re actively demonstrating your strong leadership skills.

Yet that’s only the beginning, and leadership tools are something you’ve likely picked up along the way: In fact, the bulk of effective leaders have particular, inherent characteristics that are an asset to businesses in every industry. Studies show that high-quality leaders are 13 times more likely to outperform their industry counterparts, and are integral to a company’s operations, profitability, employee morale, and more.

The following five examples are just a few of the attributes that allow strong leaders to stand out from the crowd, and excel in their chosen field. Using these traits, effective leaders are also better able to smoothly lead their teams through major business and policy changes.

1. Confidence

Effective leaders are sure of themselves and their decisions, at least on the surface. It can take time to develop confidence, but the good news is that it can be faked, and/or developed over time. For starters, rather than dwelling on your mistakes, acknowledge where you went wrong and ask yourself how you can do better in the future. Negative thoughts and self-talk have no place in the mind of a confident leader.

Improving your confidence may also serve as a useful decision-making tool. As a leader, you’re often tasked with making tough decisions, sometimes on the fly. Having confidence in yourself and your abilities can help fuel your decisiveness and ability to effectively lead your team to greatness.

2. Imagination

The thought process of effective leaders tends to move so fast that it may seem like a superpower. Great leaders are able to quickly process the myriad data tossed their way and offer tangible solutions and ideas, even under the pressure of a looming deadline.

And while intelligence is influenced by a variety of factors, including nutrition and availability of learning resources, imagination stems from both the way we think, and what we know. As you hone your leadership skills, make sure to do plenty of research about your company, its competitors, and the industry itself. Having a large data set in your mental arsenal allows you to more effectively connect the dots when you’re faced with a workplace challenge.

3. Innovation

For many entrepreneurs in leadership positions, an active imagination helps spark innovation. In modern times, for example, the iPhone stands out as one of our greatest (and most innovative) inventions in modern times. It’s common knowledge that the iPhone is the brainchild of Steve Jobs, but how did he come up with the concept of a device that would ultimately change the world?

In fact, Jobs developed the initial iPhone based on the concept of simplicity, and how it connects to design, elegance, and sophistication. His innovative invention is a prime example of effective leadership in action — the iPhone spawned a revolution, and as of January 2020, Jobs’ legacy, and his Apple company, is worth $1.3 trillion.

4. Humanity

For everyday workers, leaders such as Jobs may appear larger than life, enjoying a sort of celebrity status throughout the office or collaborative community. But it's a leader's ability to remain human, humble, and approachable that allows him or her to truly make waves. Employees are more likely to trust a leader who supports and facilitates them, rather than sitting in the corner office with the door closed.

And when employees trust and believe in their leaders, company morale is likely to grow. Employees are more prone to excellence when they work for a company and leaders who they believe in. What’s more, humanity among company leaders can help build a strong and company culture, which benefits all involved, from yourself to your customers.

5. Adaptability

No matter the strength of your company culture, however, change is inevitable. It’s the capacity with which you handle that change that determines the true strength of your leadership. During policy transitions or company reorganization, it’s a leader’s job to facilitate that change.

Your employees may respond to change in varying ways, up to and including the so-called seven stages of change, which begin with shock and frustration, eventually culminating in integration. As a leader, you must be prepared to help guide your employees through every stage, and demonstrate how well you can adapt and thrive through any change.

Final Thoughts

Effective leadership is both a cornerstone of Lean principles and a necessity in today’s constantly evolving business landscape. Whether you’re already in a leadership position or aspire to be, ensuring that you possess a number of positive leadership traits can help ensure your continued success. 

About the Author – Luke Smith is a writer and researcher turned blogger. Since finishing college he is trying his hand at being a freelance writer. He enjoys writing on a variety of topics but business and digital marketing topics are his favorite. When he isn't writing you can find him traveling, hiking, or gaming.

Lean Quote: Leadership Confidence Is A Huge Factor In Engaging Employees

On Fridays I will post a Lean related Quote. Throughout our lifetimes many people touch our lives and leave us with words of wisdom. These can both be a source of new learning and also a point to pause and reflect upon lessons we have learned. Within Lean active learning is an important aspect on this journey because without learning we can not improve.

"When the leader lacks confidence, the followers lack commitment."   — John C. Maxwell, Developing the Leader Within You

Employees that are confident in their leadership will provide employers with a more engaged workforce. In fact, 70% of employees who lack confidence in the abilities of senior leadership are not fully engaged. Having confidence in leadership can be a huge factor in retaining and engaging new employees.

It is confidence that separates average leaders from great leaders. When leaders exhibit confidence, they typically:

• Are happy: They feel positive about their ability to lead people and deal with daily challenges. The have a “can do” attitude about whatever comes their way. Their team members appreciate working with an upbeat leader who holds a positive vision. 
• Have better relationships: They enter into positive, productive relationships. They feel good about themselves, treat others well and in turn, are treated well by others.
• Are motivated and ambitious: They set goals and are motivated to accomplish them. They believe that the work they do is important and makes a difference in the company or even the world.
• Laugh more: They can see the humor, even in challenging situations, and have the ability to put things into perspective. They also laugh sooner and more often.
• Are open to risks: Or at least calculated risks. They confidently forge into the unknown and learn from their mistakes. They are not safely mired on the sidelines, but in the thick of the play.
• Recognize success: Not only do they look for opportunities to genuinely recognize the success of others, they are also able to openly receive compliments, never discounting the sender by saying, “I was just doing my job.”
• Accept feedback: They welcome feedback from others and put their ideas into action. Because of their receptivity, people keep coming to them with feedback and ideas for improvement, helping the leader continue to grow and develop.
• Think for themselves: They have a deep sense of their core values – what is right and wrong, and although open to feedback from others, confidently form their own opinion or pick their own course of action. They are easy to follow, because their words and actions are in alignment and consistent.

When people in a company or area of a company feel there is an openness or an availability between staff, and staff and management, where all people feel comfortable enough to express themselves without reparations or assault, confidence is fostered. People, regardless of their position, need to feel an acceptance from others. Everyone needs to feel safe and supported as they work.

Positive interaction between people who are committed to the same cause can strengthen the worth of the company as well as the worth of the individual. People who are able to talk, work, and have fun together build bonds with each other. People who bond, support each other. People who feel that others support them will demonstrate confidence.

Lean Tips Edition #153 (#2505 - 2520)

For my Facebook fans you already know about this great feature. But for those of you that are not connected to A Lean Journey on Facebook or Twitter I post daily a feature I call Lean Tips.  It is meant to be advice, things I learned from experience, and some knowledge tidbits about Lean to help you along your journey.  Another great reason to like A Lean Journey on Facebook.

Click this link for A Lean Journey's Facebook Page Notes Feed.

Here is the next addition of tips from the Facebook page:

Lean Tip #2506 – Leaders Must Take Responsibility
As the saying goes, it’s lonely at the top. Blame roles uphill. Great leaders know when to accept that mistakes have been made and take it upon themselves to fix them. It doesn’t matter if one of your team members messed up or you did. If you are the leader, you need to take responsibility.

Lean Tip #2507 – Leaders Listen to the Team
As leaders, sometimes we are so consumed with providing directive, giving orders, and, well, talking that we forget to stop and listen. If the recruitment and training engine is functioning well, you should have a whole team of experts to turn to for advice. One sign of good leadership is knowing that you don’t know everything. Listen and get feedback from your team regularly.

Lean Tip #2508 – Leader Acknowledge – and Even Celebrate – Failure
If your leadership model says, “Failure is not an option,” you may be setting yourself up for not only more failure, but a culture of disappointment and fear. Failure is a vital process of invention, innovation, and risk-taking. If you want a truly extraordinary team, celebrate failure and even encourage it in a controlled, experimental environment.

Lean Tip #2509 – Leaders are Truthful
Honesty really is the best policy. Lying -- and even withholding information -- affects everything and everyone: relationships, decision-making, communication, and more. Team members start to second-guess themselves and the organization, and stop listening. Though honesty is difficult at times, your honesty as a leader is vital to maintaining organizational health.

Lean Tip #2510 – Leaders Establish a Baseline of Excellence.
If you don’t want mediocrity from your team, don’t be mediocre. Whatsoever you do will be watched and emulated, so start with demanding excellence from yourself. Your team will notice, and do their best to keep up.

Leading by example is the fastest way to train a team. When you hold yourself to a high standard, your team will look to gain your approval by doing the same. They will rise to our expectations of excellence, integrity, and respect when you give them the same. And when your team is composed of excellence, you are sure to see success.

Lean Tip #2511 – Leaders, Follow Your Own Rules.
This should go without saying, but do as I say, not as I do is a horrible leadership motto. Don’t bend the rules because you’re the leader. Your dishonesty and hypocrisy will immediately cancel out any authority you’re trying to convey. If you’re not willing to follow the rules, why should anyone else? Establish rules, and stick to them.

Lean Tip #2512 – Leaders Value People
Appreciating the contribution of other people in an organization helps strengthen the relationship between the leader and the followers. The leader should exhibit good communication and listening skills such that no employees will feel inferior to other persons within the organization. Also, the leader should be honest, fair, and open to discussions that touch on the welfare of the employee. Valuing the contribution of employees in the organization enhances the leader’s ability to interact with people in a meaningful way.

Lean Tip #2513 – Leaders are Courageous
When times are tough people respect and follow leaders who step up to the challenges. Take the lead in taking calculated risks that demonstrate commitment to the purpose and strategies of your business.

Lean Tip #2514 – Leaders are Persistent
Setbacks happen to every business, every team and every leader. Role model how to deal with setbacks by reviewing progress and trying a different tack. In doing this you will demonstrate to your team that obstacles don’t mean giving up.

Lean Tip #2515 – Leaders Focus On Solutions
Don’t dwell on problems but move into defining the solutions. Don’t be the first to offer up solutions, but ask thoughtful questions of your team to draw out their insights and ideas. When you are a leader, offering your solutions first will often inhibit other ideas.

Lean Tip #2516 – Lead by Example and Demonstrate that You Can be Trusted.
Nothing speaks more loudly when leaders’ behaviors models their actions.  This not only influences your employees’ actions but can also drive employee results. It is also important that you are consistent. Don't just talk the talk, walk the walk. Do what you say you are going to do, not just sometimes but all the time. This builds trust, not just for today but for years to come.

Lean Tip #2517 – Create Open Lines of Communication
You know better than anyone that the only constant is change. As your company scales, building open lines of communication helps you stay tapped into your employees’ day-to-day realities and shifting needs. Maintaining a high-level view helps you spot the places where they need support, visibility, or a new approach. And when you’re responsive to those fluctuations, your employees will trust that you’re there to empower them.

Lean Tip #2518 – Focus on More Than Profits. 
Leaders should talk less about the bottom-line and more about positive long term impacts for employees. Topics such as job creation, skill development, and career pathways demonstrate a commitment to employee growth. Many believe that CEOs should be personally involved in discussing societal issues. Use every opportunity to have meaningful conversations and place broader employee and societal issues on your agenda.

Lean Tip #2519 – Give Trust to Get Trust
Most people will move mountains to repay this simple but powerful gesture of respect. Regularly give away your authority. If you run a regular operations meeting, rotate the responsibility to develop the agenda and lead the meeting. As often as possible, delegate decision-making to individuals or teams. Any action to show trust by allowing others to decide and act will strengthen their trust in you.

Lean Tip #2520 – Elevate the Voice of Employees.
Trust is a two-way street. You must extend trust in order to gain trust. Results of the survey indicate that employees are often the most trusted advocates to speak on issues related to the business, finance, operations, and staff matters. Extend trust by finding every opportunity to add or expand channels of communication to give those important advocates a voice. Make employee storytelling easy by introducing a digital tool with simple publishing and search capabilities.