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How to Remove Fear and Uncertainty in the Workplace

How to Remove Fear and Uncertainty in the Workplace – by Arnie Wohlgemut

I was recently ask how do I as a leader go about removing the fear and uncertainty that cripple progress.

The short answer: A leader is responsible to create the environment and circumstances to get the desired results.

Fear should never be the desired result, and uncertainties don’t need to be created. They are naturally found in workplaces and businesses.

In many cases, fear and uncertainty are found together. With that in mind, I will share some advice on how to remove the fear and uncertainties through your actions.

Fear is a feeling.

A leader cannot remove fear from within a person. That is something only they can address with the help of coaching or counselling. Leaders can address the environment and circumstances that may create feelings of fear.

For some individuals, fear is a paralyzer. When a leader is inconsistent, it can paralyze an entire team. Here are a few areas where a leader should be consistent:

1. Be the same ‘person’ everyday. One organization I worked with had this situation. I discovered that every morning members of the supervisory team would first stop at the receptionist and ask – “what mood is he in today?” This uncertainty had them walking on eggshells and afraid to take action or ask for help. This type of stress is never good, nor does it feel good to be around.

“Like a contagion, stress spreads. We literally catch the stress of others.”
Kristi Hedges

I understand that we all face issues daily and these can impact each of us differently. However, being mean and short with your team one day, and superficially nice the next, puts people on edge.

2. Walk the talk. If you value the skill, experiences, or creativity that an individual brings to your team, don’t micromanage. If you value your family time, you should respect the family time of your individual team members also. If you value personal growth, support development of competence and confidence of individual team members.

“Our values support our beliefs and our experiences shape our choices. When we know and understand our values, we can make conscious choices.”
Edmée Schalkx

Uncertainty is a state of being.

A leader can address workplace uncertainties by creating a safe environment where an individual can flourish. It involves clear communication and ongoing conversations. Here are only a few ideas where your consistency will be of value to your team:

“The best kind of company culture is one where negative feedback is seen as something positive. In order to achieve this, the business needs to cultivate a supportive environment where people are encouraged and helped to learn.”
Bernard Marr

1. Clear communication about expectations. Expectations should be empowering and inspiring! They should encourage performance improvements and growth and not be a maximum performance standard to be met. In addition, do not have fluid expectations. Continuously changing expectations can create an environment of uncertainty.

2. Ongoing conversation about vision and direction. This should not be a one-sided conversation nor is it a one-time conversation. Lack of clarity on where the business is going among your key team members can create uncertainty, especially when it is not understood. Talk about it – often. A nicely framed, carefully crafted mission and vision statement hanging in the office is seldom understood.

“Transparency and authenticity are best demonstrated when our head, heart and feet are all going in the same direction for your staff or your clients to see”
Arnie Wohlgemut

3. Do not accept mediocrity. It may be uncomfortable to offer critical feedback but when it’s delivered constructively, it’s invaluable. Being clear about why particular tasks need to be done, and the impact if not completed, is a vital conversation. Your consistent approach and response to mediocrity will go a long way to remove uncertainties.

One of the principles on which I build my career on, is being a consistent leader.

Remember, most people don’t leave jobs. They leave bosses. I encourage you to become a consistent leader.

“Everyday Leaders” ~ by Dr. Ernest Jones

“I’m on a quest to profile the extraordinary work being done by Everyday Leaders. Arnie Wohlgemut is an Everyday Leader.” ~ Dr. Ernest Jones

I asked Arnie Wohlgemut about his approach to leading. What do you think about #3?

“When these 4 principles become habits, they enable new managers and supervisors to breakthrough to higher levels of performance, by transforming their leadership style to being leaders who are

1. DECISIVE — understand the importance of momentum in the work environment

2. INSPIRED — achieve success beyond your team’s self-limiting beliefs

3. CONSISTENT — remove the fear and uncertainty that cripple progress

4. EMPOWERING — facilitate increased staff engagement”

Workplace Courage

Workplace Courage – by Arnie Wohlgemut

There has been a raised awareness over the past several years about bullying. On occasion the subject about bullying in the workplace appears. The topic is often identified as a manager or supervisor doing the bullying. That is not always the case. I have worked with teams where the bullying also occurs between team members.

Wikipedia defines it as such: Workplace bullying is a persistent pattern of mistreatment from others in the workplace, that causes either physical or emotional harm. It can include such tactics as verbal, nonverbal, psychological, physical abuse and humiliation.

Prabir Jha, Founder and CEO of Prabir Jha People Advisory says workplace bullying happens when we believe someone is more powerful than they really are, and no one dares to speak up. I believe there are solutions to bullying between peers, and here are a few to consider. No matter the situation, you will need courage and conviction.

Know the difference between influence and power. Miss placed influence or power is usually the starting point!

“Sadly, it’s a common occurrence in business today to witness power and influence being wielded as a weapon. It hurts and destroys. Positive influencers use their power well and wisely.”
Kathy Caprino

2. Speak up. Silence is not a viable option – long term. Those intent on wheeling power through manipulation don’t give up that easy. Stick to the facts and the specific things that you see them doing and hear them saying that are contrary to your role, duties and conviction.

“If you live a life of convictions, you will always exercise the right to speak up.”
Prabir Jha

3. Hold your ground. And your cool. I learned this lesson a long time ago. Being a bystander is not helpful, neither is loosing your composure. When I finally had enough of being pushed around, my back-up style showed up.

“Most people are bystanders–not because they don’t want to stand up, but because they’re afraid to speak up, afraid of repercussions, don’t observe the world around them enough, or simply because they don’t know what to do or say in the moment. To be an upstander among bystanders takes courage and conviction.”
Jennifer Merritt

This your opportunity, draw on your courage and act on your conviction. Bullying hurts everyone.

Who Defines the Workplace Culture?

Who Defines the Workplace Culture? – by Arnie Wohlgemut

Many articles have been written about workplace cultures and, just as many have been written defining the various types of cultures.

In my experience, work environments are influenced far more by prevailing norms and behaviours than pleasant value statements. A statement hung on the wall of your office, or in the lobby have no power. It is the behaviour and values of the leader that is demonstrated through action, that set the tone of the work environment. That, in my experience, is the key! They need to have embraced their values, and courageously live by them in their daily responses and actions.
For example, to say you value family but don’t value your own family time, or that of your team members, can create an authenticity disconnect.

However, there are many other influential team members in a typical workplace that can also affect culture. To effectively change or build a healthy work environment, these team members need to be included in the overall efforts.

Here are some examples of positive behaviours that can influence workplace cultures and attitudes. These should become the norm, not the exception:

• Build healthy work Relationships. These need to be genuine and without an ulterior motive. If you are in a position of authority, your only motive should be to inspire and empower the team for success. Your primary task is to remove barriers, not create them. Manipulation, fear and coercion have no place in the work environment.

“The best managers absorb fear… I’m not talking about soothing people by blowing smoke or giving false assurances… They need to hear and to believe that you have a plan and that, working together, they can help execute it.”
GE CEO Jeff Immelt

• Focus on your people. Without people, we have no influence and can achieve little. A seemingly minor infraction, like checking email while a colleague is speaking, can do serious damage. Make it a habit to set aside distractions and engage whole heartedly in the person in front of you.

• Directly addressing issues. Those that have influence because of seniority, education or natural charisma, they can affect the culture quicker than authority alone ever will. As soon as incongruent behaviour is detected, address it directly. If something doesn’t feel right at the office, the best approach is to face the issue head on, says BPN CEO Lori Gaffney.

• Listen, watch and be willing to learn. Often we find ourselves listening long enough to formulate a response. This is particularly true when we are experiencing conflict. Avoiding conflict altogether means avoiding a chance to sort out differences, advises Bridgewater Associates’ Ray Dalio. We almost always have a chance to redefine how we relate to coworkers, for the better, if we would simply listen, watch and learn from each other.

“We can all judge how well we’re doing as communicators by asking ourselves: ‘Am I listening? Or am I waiting to speak?’”
Procter & Gamble Chairman David Taylor

• Mind your message. Even leaders need to vent. However, when and where are important considerations. Venting to those who we influence is a habit we all should avoid. Find a person that won’t infect the work environment and the time that work for you. Your coach or mentor would be a great place to vent.

“It starts at the top. If your boss talks bad about clients or staff, it will just trickle down into the entire office culture. It’s not easy to keep a positive workplace. It takes being purposeful about how you talk to and about others.”
Trey Ditto

Leadership, defined as a person or persons with influence, are the ones who impact workplace cultures. They can either have an affirming, empathetic and empowering influence or they can be a toxic and commitment draining influence. It is yours to choose!

Define Your Success

Define Your Success! – by Arnie Wohlgemut

I was recently asked if I am living a life of success at the “edge of my ability”.

Honestly, that is a tough question. I believe there are two answers to that to that question:

How do I define success in my life?

In some religions, success is measured by obedience to the rules or expectations. In the business world, success is based on financial gains and business growth. For the annual job evaluation, it is presumably based on performance. In social circles it’s defined by the magnitude of our possession such as, the biggest house or the nicest car.

Here are some things I notice: How we measure success and accept society’s assessment of our success can affect us personally.

One life coach suggested success is measured by resiliency over failure. She goes on to explain, everyone experiences failure and tragedy. You get fired, lose people you love and likely have periods of economic stress. But the ability to mourn, and then move on forces you to learn how to adapt and identify where your strengths lie.

Why do we measure our success with what we see in others versus how we live up to our life values?

In my case, I lost two jobs, my marriage, my first business failed, and lost my dad, The most influential male figure in my life, all by the age of 45. My ability to be resilient is a conscious effort on my part along with the support of those in my inner circle!

I believe that my resilience could define my success.

2. Can I really define the edge of my ability?

Our confidence has a direct effect on our team. It acts like a lid. When we demonstrate our lack of confidence, we diminish the confidence of our team. Do you know the signs? Craig Groeschel says, our language gives us away. “We speak the language of the lid. There are not enough hours in the day. I just can’t get it all done. There is not enough of me to go around. I’m not any good at this. I don’t know enough. They are all smarter than me. They are not going to like me.”

How many of us have bought into and made agreement with such limiting self talk?

“I used to say, ‘I sure hope things will change’. Then I learned that the only way things are going to change for me is when I change.”
Jim Rohn

The challenge and the opportunity is there. It is time for us to change our self talk; it’s time to change what you are saying to yourself. Whenever you find yourself wanting to push back – “that’s not true where I live” or “that’s not true in my case”, take note! This could be an opportunity for growth in confidence!

I have long believed that I can do more than the limits my mind has placed on my abilities. Your brain does not understand what you are capable of doing!

How can I define the edge of my ability if I am fully resourced and capable to achieve more than my brain understands!

So I ask you, are you living a life of success because of your resistance? Are you confidently pushing out the edges of your abilities?

How Prepared Are You?

How Prepared Are You? by Arnie Wohlgemut

It has been said that if we are unprepared, we are often unwilling to do the unspectacular preparation that is needed to be successful.

I have experienced that in my own life. Is that your experience too?

I would like to share with you three observations regarding preparation:

1. The calendar can only guarantee that the opportunities will arrive. It cannot guarantee you successfully taking advantage of that opportunity.

“Opportunity does not waste time with those who are unprepared.”
Idowu Koyenikan

2. Personal growth is the only way to be prepared for tomorrow’s opportunity. As John Maxwell teaches, we must first learn, then unlearn what has become entrenched and relearn what is needed for growth and preparation.

“Unfortunately, there seems to be far more opportunity out there than ability…. We should remember that good fortune often happens when opportunity meets with preparation.”
Thomas A. Edison

3. Preparation is the greatest separator of those who are successful and those that are not. If you are not willing to do what successful people did to become successful, you are not willing to be successful!

“I believe luck is preparation meeting opportunity. If you hadn’t been prepared when the opportunity came along, you wouldn’t have been lucky.”
Oprah Winfrey

As I write this, I am reminded of the times where my preparation assisted me in taking advantage of the opportunity. I hope you continue to grow as you prepare for the next opportunity.

How Businesses Succeed – By Silvia Pencak

Some time ago I published an article revealing top 7 reasons why businesses fail and some of our readers were asking me to reveal the other side of the equation – what helps businesses succeed.

As an entrepreneur who is eager to build a thriving business myself, I am passionately reading about this topic, learning from the best out there, trying new approaches and moving away from what doesn’t work. Following are 7 key strategies I found incredibly helpful in building a successful business.

Do it YOUR way

I can’t strengthen this enough. Please note that as much as you like Jeff Bezos, Richard Branson or Barbara Corcoran, you are not them. One thing they have in common is that they did it THEIR way. They tapped into their skills, abilities, creativity and made things happen. You need to know your strengths and use them if you want to succeed.

The only way to success is in knowing your strengths and putting them into action.

2. Ideas are great, execution is everything

Entrepreneurs are usually known as idea people. But truth to be told, ideas don’t take you anywhere. It’s execution that moves things forward, delivers results and pays the bills. You don’t need a million dollar idea to succeed. You need to solve your customers problems, grow your customer base and profits to succeed in business.

3. Build networks

Whether you love it or hate it, relationships are everything. When people don’t know about you, they can’t buy from you. You need to be obstinate about building meaningful relationships and expanding your network to grow your client base and team. Whether you are an introvert or extrovert, it doesn’t change anything – your approach might vary, but the necessity to build your network will be the same. You don’t need to know everyone in your town to have a thriving business. But you surely need to know the right people who can support you, help you, advise you, introduce you, and more.

Relationships are everything.

4. Speed up your decision making

I know, I know… Some people need to research the data and then evaluate it before making a decision while others jump on every idea. Even though timelines will be unique to each of us, faster decisions mean less delays and faster implementation.

5. Improve your business acumen

Leaders and entrepreneur aren’t born. They are grown. You must focus on learning and improving. Know your business inside and out, improve your management skills, sales skills, financial skills, leadership skills, communication skills, problem solving skills and more. The better you understand your business, how to handle (or even better, prevent) the disasters, how to build momentum and other business critical skills, the more successful your business will become. Stop being the bottleneck on your business. Choose to be a person of growth.

6. Build teams

This goes back to my first point. Wise leaders understand their strengths and they choose to focus their best time and energy in this zone and delegate the rest. To grow your business to the next level, it’s crucial that you surround yourself with people who have strengths in the areas of your weaknesses. Find people who are brilliant, smart, better than you. Invest in your people and help them succeed. Investing in your team is money well spent. Effective teams will always outperform any individual – no matter how smart, skilled or committed you are!

7. Create consistency

Consistency builds trust. Trust is essential for your customers to do business with you. How can you bring more consistency into your business? That’s a million dollar question! Look at your policies, procedures, systems, marketing, sales, materials, social media, website… is the experience consistent? Do your people know what to do, and how to do it? What processes can you introduce to improve your current results?

What other strategies or tactics do you use to grow and improve your business?

To your success,

Say What You Mean! Hear What You Say!

SAY WHAT YOU MEAN! HEAR WHAT YOU SAY! – BY ARNIE WOHLGEMUT

All generations have developed a habit of political correctness and meaningless criticism or praise. How many times have we said to our children “nice job” and as soon as they are out of the room we correct their work or task. How helpful was that?

Recently, I had lunch with a high school teacher friend and he shared the realization that his generalized praise for a students work may not be what they need. Hearing from a teacher, coach or mentor, “ job well done”, has a tendency to have us rest on our perceived success.

Reflecting on my own experience, I believe these 2 insights can be valuable in providing feedback and advice. Both involve you being intentional – intentionally listening and intentionally providing meaningful feedback:

Hear what is being said. When feedback or advice is given that is both general and kind, ask for more details. I had a past colleague attending my presentation say to me: “good to see you.” That simple statement was neither an endorsement or a criticism of my work. It is dangerous to read more into that type of comment. A good practice would be to ask a follow up question when you wish to have clarity or specifics. A response to “good to see you” might be: “thank you for coming, it’s always a pleasure seeing you. Could you possibly give me one item that specifically resonated with you in today’s presentation?” This will inevitably lead to sincerity and great learning discussions.
Hear what you are saying. Avoid the general “nice job” advice whenever possible. Being specific on what was done well is a better strategy. Including specific items that can be done better is needed for growth. This is not a new idea, you can find it in many Management and Leadership books. As a leader, these are golden opportunities for mentoring and coaching.

Leadership is not just about leading from your experiences but also from the sincerity of your hear!

4 Ways to Accelerate Your Learning Curve

4 Ways to Accelerate Your Learning Curve – by Arnie Wohlgemut

The difference between generations is not as big as you might expect. I have talked about my sister in previous blogs, I trust you will indulge me once more.

At the time of writing this, she is looking for a new job. I am constantly impressed with her drive to find work that provides career growth plus one where she can contribute to the development of the staff reporting to her. If a position appears to be a “been there, did that” opportunity, she continues her search.

“A great career gives you an ever-increasing opportunity to learn more. Even if you are not looking to change your role.” ~ Yuval Atsmon

Full disclosure, she’s a “baby boomer”. She exemplifies a character trait often attributed to Millennials: she is on fire for her job.

What has made her success is that she does not tolerate low-performance, has a keen desire to know what a win is for the company and is not afraid to get to know her staff – personally.

How do we become like her?

The best option is to learn to be a self starter. Here are a few ideas that, when put into practice, can help your learning curve accelerate:

Never stop learning. It’s a healthy barometer for determining whether it’s worth staying in any job. Without learning opportunities, your fire for the job goes out quickly.
Be open about your interests in learning, and your willingness to develop your skills and abilities. Hopefully you have a manager or supervisor that is willing to help you succeed. My sister never hesitates to tell recruiters and potential employers about her interest and personal growth passion.
Ask for a comparable item. Whether it be a report or a sample of a success item, Find out what your benchmark is and what your work will be compared to. It is also a fast way to learn about the task at hand.
Actively seek feedback on your work. Specifically where improvements can be made. Recognize that not all improvements are within your control. Those that are, take the opportunity to learn and improve your work.

“ Knowledge has to be improved, challenged, and increased constantly, or it vanishes.” ~ Peter Drucker

I hope you are like my sister. If not, I challenge you to develop the habit of being a life long learner.

Are Leaders Born or Made?

Are Leaders Born or Made? – by Arnie Wohlgemut

From time to time I see discussion on this topic – are leaders born as leaders or are they made?

We all have areas and skills that come naturally to us and other skills we need to develop. Many of the leadership skills I have talked about over the years may not come easy or naturally to you.

A person who is athletic enjoys and participates in a sport of some kind. In order to get great, they still need to practice and learn new skills.

In the same way, some leaders appear to have been born with that ability, however if they don’t develop the skills needed to be successful, they may find themselves in a situation where they need a new skill.

We learn at an early age how to motivate someone. We may have experienced motivation from our parents in the form of a “carrot”. A reward for eating all of your supper, or a particular behaviour.

What is not so natural is the ability to inspire someone to live or perform at a higher level. Inspiration requires you to actually care about the person and have passion for what you are doing.

When you ask someone about the manager who most consistently inspired them, they almost always point to the one who believed in them enough, to push them out of their comfort zone.

I believe my Higher Ground Leadership Coach, Lance Secretan has it right, the soft skills are the really hard ones.

“I wonder why we call the easy stuff—like technical skills, professional mastery and STEM subjects—the ‘hard skills’ and the really difficult stuff—like inspiring other people and leadership—the ‘soft skills’. This seems upside down to me—the ‘soft skills’ are the really hard ones.” ~ Lance Secretan

Don’t give up, actively seek to learn where your abilities lie. The 5 Dynamics assessment can quickly help you see what is effortless and what requires deliberate effort. Build on that and expand your skills.

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