Five Leadership Lessons form George Washington

The very first Commander in Chief of the United States of America set the standard for leadership in the new country not only for his tactical prowess but especially for his character and trustworthiness. George Washington’s administrative and organizational skills in conjunction with his merit, passion for country before himself, and the mutual trust he shared with those he led, makes him one of the greatest leaders in U.S. history.

Every third Monday in February America celebrates President’s Day, commemorating all presidents, but first established in 1885 in recognition of George Washington whose birthday is February 22.

To celebrate this President’s Day, here are 5 lessons on leadership we can take away from the exemplary standard of President George Washington:

1. He treated others with the utmost respect:

Washington treated the lowliest private with the dignity and respect he afforded a visiting dignitary from Philadelphia. How we treat service personnel, subordinates at work, people on the telephone, the guy at the garage, our family members, all impacts the effectiveness of our role as a leader.

2. He held his men accountable:

Along with respect came expectation. I believe in you… therefore I expect you to come through. Same thing at home. We demonstrate to our children that we believe in them, and that we respect them – but if there is no consistent response in terms of guidance and discipline, we will eventually lose our edge as leaders.

3. He placed the welfare of his men ahead of his own:

It’s not just that Washington was willing to take a bullet – there’s no glory in vain bravado. No, what Washington demonstrated is why he was willing, and it wasn’t for his own glory, it was for the cause and for the welfare of those who looked up to him and trusted him.

4. He was personally invested in the cause:

The great general put his money where his mouth was. He personally invested in the cause, not only blood, sweat and tears but cold hard cash too. Those who look to us for leadership are always conscious of the priorities that guide us.

5. He did not waver from his guiding principles:

He was against tyranny, so he was not a tyrant. He valued freedom, so he extended it to others. He believed in the principles expressed in the Declaration of Independence, and he lived as if they were worth his own life to secure.

Being a great leader takes hard work and consistency based on strong principles and values.

As we celebrate our freedom, it is important to remember the great leaders who worked hard and suffered much to create this great nation. We can take lessons in perseverance, the development of competence and of living a life based on core values from a man like George Washington.

Lean Quote: Three Roles Every Leader Must Fulfill

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.

"The first responsibility of a leader is to define reality. The last is to say thank you. In between, the leader is a servant."   —  Max DePree

This quote, from Max DePree is among my favorite servant leadership quotes. This frames 3 roles every leader must fulfill: the roles of Realist, Praiser and Servant.

Realist

Every leader should be a realist. Yes, to lead effectively, optimism is needed at times and you need to have Big, Hairy, Audacious Goals (BHAGs). You will also need to display vision. However, if a leader is not realistic, the followers may lose faith in them, their goals will become unobtainable and ultimately, that leader could set the organization up for failure. Instead, by being a realist, one can still display great vision, foresee opportunity and even set those BHAGs.

Praiser

A leader must thank their constituents. Anyone that supports a leader and their mission needs affirmation of that fact. This is especially true during difficult times and turnaround situations where fiscal means of recognition and awards are less common. While people may not do the work simply because they want to be praised, individuals working hard enough, long enough, without such praise, will soon work elsewhere.

Servant

I do love this quote, but if I were to make any modification to it, it would be to simply say, “Throughout, the leader is a servant” rather than in between. This may be splitting hairs. However, this would emphasize that a leader is, at all times, a servant to their stakeholders. I believe this was Max’s intention as well. A leader serves the constituents by being a realist, praising their efforts and by helping them and their community achieve more. A real leader is one who wants to serve others and realizes that the best way for them to be of service is through their leadership.

The next time someone asks you what roles a leader must play, keep this mind.

The Prevention Power of Failures Modes and Effects Analysis (FMEA)

Failure modes and effects analysis (FMEA) is a step-by-step approach for identifying all possible failures in a design, a manufacturing process or assembly process, or a final product or service. “Failure modes” means the ways, or modes, in which something might fail. Failures are any errors or defects, especially ones that affect the customer and can be potential or actual. “Effects analysis” refers to studying the consequences, or effects, of those failures.

What Is An FMEA?

• A tool used to evaluate potential failure modes and their causes.
• Prioritizes Potential Failures according to their Risk and drives actions to eliminate or reduce their likelihood of occurrence.
• Provides a discipline/methodology for documenting this analysis for future use and continuous process improvement.

This analytical technique is used by manufacturing / engineering teams as a means to assure that, to the extent possible, potential failure modes and their associated causes or mechanisms have been considered and addressed. Due to its systematic approach it has a number of benefits for process and product development and improvement.

Why do FMEA? 

• Identifies potential “manufacturing or assembly” process failure modes.
• Identifies potential “product related” process failure modes.
• Assesses the potential customer effects of the failures.
• Identifies operator safety concerns.
• Identifies process variables on which to focus controls for occurrence reduction / elimination or detection of the failure conditions.
• Develops a ranked list of potential failure modes ranked according to their affect on the customer, (both external & internal), thus establishing a priority system for corrective actions.
• Feeds information on design changes required and manufacturing feasibility back to the design community.

Ultimately, this methodology is effective at identifying and correcting process failures early on so that you can avoid the nasty consequences of poor performance.

When to Perform FMEA

There are several times at which it makes sense to perform a Failure Mode and Effects Analysis:

• When you are designing a new product, process or service
• When you are planning on performing an existing process in a different way
• When you have a quality improvement goal for a specific process
• When you need to understand and improve the failures of a process

In addition, it is advisable to perform an FMEA occasionally throughout the lifetime of a process. Quality and reliability must be consistently examined and improved for optimal results.  An FMEA also documents current knowledge and actions about the risks of failures, for use in continuous improvement.

How to Perform FMEA

Failure mode and effects analysis might be implemented differently, depending on the organization. As such, the number of steps involved may also differ by organization. As a general process, FMEA steps include the following: 

1. Create a team of employees who have collective knowledge or experience with the system, design or process and customer needs. This includes employees with experience in customer service, design, maintenance, manufacturing, quality, reliability, testing and sales.
2. Identify the scope of the system, design, process, product or service. Define the purpose of the system process, service and design.
3. Break down a system, design or process into its different components.
4. Go through system, design or process elements to determine each possible issue or single point of failure.
5. Analyze the potential causes of those failures as well as the effects the failures would have.
6. Rank each potential failure effect based on decided criteria such as severity, likelihood of occurrence and probability of being detected. Organizations can use a risk priority number to score a system, design or process for risk potential.
7. Determine how to detect, minimize, mitigate and solve the most critical failures. This helps keep failure effect risks low by creating a list of potential failures and corrective actions to take.
8. Revise risk levels as needed.

The purpose of the FMEA is to take actions to eliminate or reduce failures, starting with the highest-priority ones. The failures are prioritized according to how serious their consequences are, how frequently the occur, and how easily they can be detected. FMEA RPN is a numerical assessment of the risk priority level of a failure mode/failure cause in an FMEA analysis. is calculated by multiplying Severity (S), Occurrence (O) Or Probability (P), and Detection (D) indexes. Severity, Occurrence, and Detection indexes are derived from the failure mode and effects analysis:

Risk Priority Number = Severity x Occurrence x Detection

Severity: The severity of the failure mode is rated on a scale from 1 to 10. A high severity rating indicates severe risk.

Occurrence (or Probability): The potential of failure occurrence is rated on a scale from 1 to 10. A high occurrence rating reflects high failure occurrence potential.

Detection: The capability of failure detection is rated on a scale from 1 to 10. A high detection rating reflects low detection capability.

It is important to note that neither RPN nor criticality are foolproof methods for determining highest risk and priority for action. Severity, occurrence, and detection are not equally weighted: their scales are not linear; and the mathematics hides some surprises. Use RPN and criticality as guides, but also rely on your judgment.

An effective FMEA identifies corrective actions required to prevent failures from reaching the customer and to assure the highest possible yield, quality and reliability. Taking action transforms the FMEA from a paper chase into a valuable tool. By taking action in preventative means you are adding value to the customer which can be a competitive advantage.

Lean Tips Edition #199 (#3196 - #3210)

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 #3196 – Think Positive

You can’t always control life-changing events, but you can control how you respond to them. Rather than dwelling on negative thoughts, accept that change is part of life, and try to see it as an opportunity for personal growth. What can you learn? How will this situation better prepare you for the future? Concentrate on what you ultimately want to achieve, rather than worrying about the obstacles in your way. Try to keep things in perspective, and avoid catastrophizing or feeling helpless or overwhelmed. The more you can face a stressful situation with optimism and positivity, the more resilient you will become – and the better equipped you will be to face the next challenge. 

Lean Tip #3197 - Embrace Change

Flexibility is an essential part of resilience. By learning how to be more adaptable, you'll be better equipped to respond when faced with a life crisis. Resilient people often utilize these events as an opportunity to branch out in new directions. While some people may be crushed by abrupt changes, highly resilient individuals are able to adapt and thrive.

Lean Tip #3198 - Develop Problem-Solving Skills

Research suggests that people who are able to come up with solutions to a problem tend to cope more productively with stress compared to those who cannot find solutions to problems.8 Whenever you encounter a new challenge, make a quick list of some of the potential ways you could solve the problem.

Experiment with different strategies and focus on developing a logical way to work through common problems. By practicing your problem-solving skills on a regular basis, you will be better prepared to cope when a serious challenge emerges.

Lean Tip #3199 - Take Action

Simply waiting for a problem to go away on its own only prolongs the crisis. Instead, start working on resolving the issue immediately. While there may not be any fast or simple solution, you can take steps toward making your situation better and less stressful.

Focus on the progress that you have made thus far and planning your next steps, rather than becoming discouraged by the amount of work that still needs to be accomplished.

Lean Tip #3200 - Keep Working on Your Skills

Resilience may take time to build, so don't get discouraged if you still struggle to cope with problematic events. Everyone can learn to be resilient and it doesn't involve any specific set of behaviors or actions. Resilience can vary dramatically from one person to the next.

Focus on practicing these skills, as well as the common characteristics of resilient people, but also remember to build on your existing strengths.

Lean Tip #3201 - Focus on Goals, Not Tasks

Motivational speaker Les Brown gave one of the best quotes on the importance of goals: “Shoot for the moon. Even if you miss, you’ll land among the stars.”

This is the mindset that executives should impart upon their employees. Effective executives train employees to make the connection between goals and the tasks.

Rather than focusing only on day-to-day tasks, employees must also consider the big picture. How can their tasks be suited to the bigger organization goal? Or their own developmental goals?

Even if employees don’t meet the exact goal, their aim has been high and their achievement is sure to follow.

Lean Tip #3202 – Invest in Employee Development for Real Returns

Employee development of any kind is not free: Either it costs the business money directly, or it costs time invested that could otherwise be spent doing the employee’s core responsibilities. But leaders need to remember that employee development is an investment, and that organizations should expect to see a significant return on that investment over time.

For example, if a manager invests heavily in a mentoring program for team members, they may not see the return straight away. But over time, those employees will develop skills that add value to the organization.

When selecting employee development activities, managers need to be cognizant of the fact that months may be needed for the benefits of those activities to show.

Lean Tip #3203 - Sell Your Vision

It’s your role to set and communicate a strategic direction for the business. Discuss your vision and ask for your people’s help in shaping it.

This gives employees a shared sense of mission and encourages potential leaders to see a future for themselves in the business.

Keep in mind the “what’s in it for me” element. No matter how happy they are in their job, it’s difficult for employees to reach the business owner’s level of engagement.

Lean Tip #3204 - Provide Opportunities for Leadership Development

Make leadership development a part of your business strategy. A leadership plan should cover all levels and indicate when an employee should be ready to move to a higher position.

Formal training can help, but isn’t a substitute for experience and on-the-job learning. Challenging assignments or job rotation develop new abilities, deepen the understanding of the organization and improve confidence.

Lean Tip #3205 - Create Coaching Opportunities.

Great leaders should be good coaches, as well. A large part of coaching is tied to being able to provide effective feedback that is timely, specific, relevant, frequent, and actionable. Providing this type of feedback without micro-managing is a fine line leaders must learn how to walk.

Building positive relationships with team members helps open up opportunities for coaching. People learn better and are more willing to accept criticism from those they trust.

Leaders should look for opportunities to coach staff as part of their day-to-day work. Good coaches listen, ask open-ended questions, offer support, and encourage employees to push for alternative solutions.

Lean Tip #2306 – Connect With Your Team Members.

Leading a group of people requires a mutual sense of trust and understanding between the leader and their team members. To achieve this, leaders should learn to connect.

To build a connection with each of your team members, focus on getting to know their personality, interests, strengths, weaknesses, hobbies and preferences. This can give you insight into their goals and motivations.

Being able to recognize the strengths of individuals within their team, and allowing them to be responsible and accountable, not only increases employees’ confidence in themselves and their leader, but also increases their performance.

Lean Tip #3207 – Encourage Personal and Professional Growth.

Acting as your team’s cheerleader is an important part of being an effective leader. You should be invested in their success and growth.

With options as varied as on-demand, virtual [and] in-person options, there’s ample opportunity to continue learning new skills or further developing existing ones. Empower your employees to take the time to learn and infuse that in the work they do.

To motivate and inspire employees, leadership strategy is about empowering others to do their best and take on new challenges. Employees like challenges and feeling the satisfaction of overcoming them.

When leaders believe in their employees and give them the opportunity to learn and grow, they might be surprised how much they can accomplish. Don’t be afraid to delegate tasks and encourage freedom and creativity.

Lean Tip #3208 – Teach Employees Instead of Giving Orders.

An effective leader knows how to show others what is required, rather than simply telling them. Leaders should coach their team members toward a more collaborative, committed work environment – without coaxing them.

If you are controlling people to do certain things in certain ways, you’re not going to get the level of engagement that you’re looking for. Coaching is about helping the people you lead recognize the choices they have in front of them. People will then take a great deal of ownership over the direction of the project.

As opposed to simply barking orders at team members, good leaders should encourage growth by teaching. People wouldn’t grow if leaders never taught them anything. Leaders need to be teaching so they can grow new leaders to take their place.

Lean Tip #3209 – Be Open to New Ideas.

Good leaders have the emotional intelligence to understand and accept that change is inevitable. Instead of trying to maintain a status quo just for the sake of consistency, embrace change and innovation. Be open to new ideas and alternative ways of thinking. Everyone brings a unique perspective to the table, and that is something to take advantage of, not discourage.

When you’re open to hearing the thoughts of the talent around you is when you truly embrace every possibility and potential. See things through till the end. Understand that there will be errors along the way, but if something doesn’t work, try to figure out why and how before scrapping it.

When solving a problem, encourage team members to provide their insights. When employees feel like they can openly bring new ideas to the table, true innovation, engagement and success can prevail. 

Lean Tip #3210 – Engage in Honest, Open Communication. 

One of the most important elements of effective leadership is creating an open line of communication with your team members. Your own honesty and transparency should serve as an example for your team members.

When you are responsible for a team of people, it is important to be straightforward. Your company and its employees are a reflection of yourself, and if you make honest and ethical behavior as a key value, your team will follow.

Displaying active communication skills and transparency can build trust among your team and improve overall morale.

Lean Quote: Good Leaders Develop 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.

"The growth and development of people is the highest calling of leadership."   —  Harvey Firestone

A good leader knows the benefits of personal growth and development, both for themselves and for those who are around them, their employees, their families and friends. A good leader knows how establishing and declaring values, both personally and professionally provide a foundation for their character. A good leader uses power to support and strengthen those around them and therefore shows his/her character.

Do the people you're leading, coaching, teaching, etc., feel like they're growing? Most people know that if they're not growing, they're not getting closer to success. Then, it's only a matter of time before they leave your organization for someone who gets them closer to their goals. Every day, those people have a chance to either get a little bit better at what they do, or not. Development can, and should, be constant.

Effective leaders develop the leadership potential in others and improve performance through consistent feedback and coaching. When leaders coach potential, they move from solving problems by telling others what to do to developing other leaders and building team members’ capacity.

Employee development is the process of ensuring that your talent becomes more effective and is capable of tackling major or critical challenges. Like leadership development and leadership coaching, developing others is an imperative for all people managers.

Four Essentials for Developing Employees

Investing in the development of employees is the most important and rewarding thing a manager can do. For some reason, though, it’s often the last thing on a manager’s “to do” list.

People development without proper planning in place normally results in internal and external conflict, which leads to confusion, low productivity, less motivation, and therefore loss in various ways. When the right plan for development is designed based on the employees’ needs, desires, and potential the expected positive outcome will be achieved.

As a leader, there are a few vital things you can do to develop your team, and increase employee satisfaction and retention. Here are four essentials when developing others:

Prioritize performance management: Employees are more likely to feel more positive about their individual development if their leader reviews and discusses their performance with regular feedback, and gives them stretch assignments. With the right leadership coaching program, that happens automatically.

As a leader, it’s easy to over-concentrate on critical organizational tasks. You can focus so much on business details that you forget to focus on your team and direct reports’ performance. Leaders who resist developing their employees assume that employees’ current performance represents their best effort. That is definitely not the case. Leaders who make time to review performance, discuss development plans regularly, and challenge team members to accomplish stretch goals, see and develop greater potential.

Involve team members: Involving your team members in their own development and decisions that impact your business goals makes them feel better about their growth opportunities. Team members appreciate development when they can contribute and participate. When opportunities for advancement are linked to their passion, they become more motivated and in turn, more loyal.

Recognize and reward hard work: Most employees appreciate being recognized for their hard work or effort. When leaders do their best in recognition, their employees feel good about their progress and feel like valued members of the team. Development without receiving credit is like a completed task that’s never acknowledged or reviewed. It takes a lot of effort, and with no follow up it can feel like no one cares.

Ensure the job fits the person: Some people will be much better at some jobs than others, and getting a job that suits a person’s ability helps that individual, and ultimately the organization wins. The best leaders help their team members find their niche. They see team members for their strengths and help them succeed in that context.

When people are given the tools to do their jobs well and training to advance in their careers, they feel supported and happy. Not only are they likely to stay longer, but they will also perform better and contribute to overall company growth. And your reputation for stellar employee development might just encourage the best and brightest candidates to join your team.

The Communication Soft Skills You Need At Work & How To Use Them

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The ability to communicate effectively is an essential skill in the workplace. Employees need to be able to express their thoughts and ideas clearly, and listen and understand their colleagues. Having strong communication soft skills can help you work more efficiently, build relationships with others, and get ahead in your career. Discover some of the most important communication soft skills you need at work and how to use them.

Different types of communication can be used effectively to develop important relationships, work collaboratively with colleagues, and cultivate an environment of openness and trust. According to statistics, almost 86% of employees blame workplace failures on a lack of effective communication. Teams that communicate effectively, on the other hand, can increase their productivity by up to 25%. These statistics should make you reconsider the importance of developing communication soft skills for success. Let’s take a closer look at the essential communication soft skills needed for success in the workplace.

Why Communication Soft Skills Are Important in the Workplace?

Good communication skills are essential for success in any workplace. They can help you build strong relationships, increase productivity, and achieve success. Here are some of the ways that communication soft skills can benefit an organization:

·       Improved Teamwork. Good communication is key to successful teamwork. When team members can communicate effectively, they can work together more efficiently and collaborate on projects more successfully;

·       Reduced Conflicts. Poor communication is often the cause of workplace conflict. By using effective communication techniques, you can help reduce misunderstandings and prevent conflicts from escalating;

·       Establishment of a Positive Work Environment. Effective communication can help create a positive working environment. It encourages collaboration between employees and allows everyone to feel heard and respected.

Types of Communication Soft Skills

There are four main types of communication soft skills that are essential for success in the workplace.

1. Active Listening

Active listening is a skill that involves paying attention to what someone else is saying and taking in the information without judgment or interruption. By actively listening, you will gain a better understanding of what the other person is saying, which can help in problem-solving and developing solutions.

2. Effective Speaking (Verbal Communication)

Being able to communicate clearly and succinctly is an important skill for any workplace. Effective speaking involves using language that is easy to understand and conveying your message in a way that is meaningful to the person you are talking to.

3. Written Communication

Written communication allows for more detailed and organized forms of expression than verbal communication. It is important to be able to communicate information clearly and concisely through emails, memos, reports, and other written documents. Many employees lack confidence in writing them and seek assistance from writing services.

4. Non-Verbal Communication

Non-verbal communication is a form of communication that does not involve the use of words. It includes facial expressions, body language, and other forms of nonverbal cues. These can be used to convey emotions and feelings that may otherwise be difficult to express in words.

How to Use Communication Soft Skills Effectively

Being able to use communication soft skills effectively can help you in the workplace by improving your relationships, increasing productivity, and helping you achieve success.

Improving Relationships

Strong communication is essential for developing positive relationships with colleagues. You should be able to listen and understand what someone else says, and respectfully express your thoughts.

Increasing Productivity

Good communication can also help to increase productivity by eliminating misunderstandings and helping to ensure that everyone understands the tasks at hand. By communicating clearly, employees will be able to work together more efficiently.

Achieving Success

Effective communication can also help you achieve success in the workplace by allowing you to better understand the needs of your colleagues and customers. By being able to communicate effectively, you will be able to develop stronger relationships and foster an environment of trust and respect.

The Top Seven Tips for Developing Communication Soft Skills

While communication soft skills are important in the workplace, they can be difficult to develop. Here are some tips for improving your communication soft skills:

1. Listen Carefully

Active listening is an important skill in the workplace, so make sure to pay attention when someone else is speaking. Focus on the words being said, and do not interrupt or offer solutions until you have fully understood what they have said.

2. Ask Questions

Asking questions is a great way to gain more information and show that you are interested in what someone else has to say. Make sure that your questions are open-ended, so that the other person can provide more details.

3. Practice

Communication soft skills require practice to be effective. Try to practice your communication skills in different situations, such as speaking in a group setting or having a conversation with someone you do not know well.

4. Be Aware of Nonverbal Cues

Being aware of nonverbal cues is important for effective communication. Pay attention to your body language, facial expressions, and gestures to make sure that you are conveying the message that you intend.

5. Read

Reading books, articles, and blogs on communication can help you better understand the nuances of communication.

6. Take an Online Course

There are many online courses available that can help you improve your communication skills. These courses will provide tips on how to communicate more effectively in different situations and with different types of people.

7. Find A Writing Assistant

Find a writing assistant who can give you feedback on your written communications. To find one, visit writing services reviews websites such as Best Writers Online. This specialist will help you identify areas that need improvement and provide helpful advice for improving your written communication skills.

Conclusion

Soft communication skills are critical for professional success. With the right approach and practice, you will be able to achieve your goals, build strong relationships, and open up opportunities for advancement and success in your career.

About the Author: Nancy P. Howard has been working as a writing expert at Trust My Paper writing company for a year. She is also a webmaster at best essay writing service. She loves travelling, photography and is always welcome to meet new people.