Singing out of a different Hymnal, Yet another Way to Lose Your Job – Part 9
The maxim “singing out of the same hymnal” reflects a foundational reality for a choir whose goal is to perform at their very best – every member needs to focused on the same music and be willing to perform their part so that the whole choir is successfulSo when a member of the choir decides to sing from a different hymnal, the music not only sounds bad but the whole choir (and audience) suffers.
In other kinds of organizations, people who sing from a different hymnal – have their own agenda and do their own thing – are as disruptive as any out of step choir member can be. And because of this disruption, at least in healthy organizations, people who sing from a different hymnal eventually lose their jobs. The reason is, in the long run, no leader can tolerate having employees not align with the organization.
So what is the “hymnal” of a healthy organization? It’s their mission, values, vision, strategy, goals and priorities. In addition a good organizational hymnal also defines the roles and responsibilities for each person in the choir. So when a person is singing from the right hymnal they’re agreeing with and working towards these ends and within these parameters. When they’re singing from a different hymnal it means they’re working from and towards a different vision, strategy, values and goals then the rest of the organization, all of which can be extremely painful.
So the real question is why in the world would any person want to work in an organization but not sing from the organization’s hymnal? It can be just as frustrating to the individual as it is to the rest of the choir.
So if you’re currently singing from the wrong hymnal in your organization, you have a choice to make – either pick up the right one and start singing or find a new choir. But please, make a choice. If you don’t, sooner later someone will make it for you.
How Being a Victim Can Cause You to Lose Your Job – Part 8
Have you ever watched someone’s job and life unravel because their work seems to overtake them? The root cause is usually one of two kinds of unhealthiness – organizational or personal.To avoid becoming a victim when working in an unhealthy organization a person needs to decide whether to stay and try to rise above the unhealthiness or go and get away from it. If a person stays, they’ll need to be in a place where they can protect themselves, assuring they don’t become a victim. Typically this isn’t a good long-term strategy because organizational health is contagious and at some point a person will catch the same disease affecting the organization. So the best option is to move on.
But when the cause of an unraveling career and life is the person’s own unhealthiness then they’re at risk of losing their job. You see, unhealthy people typically do not take responsibility for the consequences of their decisions and actions. They begin to blame others, including their employer, for their messy life. When this happens a person becomes a victim, and since people don’t like to work with victims, they slowly lose their influence in the organization and ultimately lose their jobs.
And the reason people don’t like to work with victims is because they’re either a downer to be around or they begin to act like a martyr. Martyrs find self-worth by believing their sacrificing more for the organization than anyone else. They believe their sacrifice gives them a special dispensation to do and say what they want to people they perceived to be less committed (which is pretty much everyone else). Sometimes victims and martyrs will rally together against all the perceived injustices done to them which only alienate them further from the rest of the organization.
So don’t let yourself become a victim, take responsibility for your life and career, and you’ll never leave an organization because of someone else’s decision.
“I’ve arrived” and Why Believing that Could Cause You to Lose Your – Job Part 7
when doing a benchmarking visit of another camp I asked one of their senior people “do you ever visit other camps?” I was hoping to return the favor and offer him the opportunity to come to SpringHill so we could share with him what we’re doing. His answer was shockingly honest – “why would I want to do that?” You see this leader believed that he and his camp had already arrived. And when you’ve arrived why would you be interested in learning anything more?In this series of posts about the seven attitudes and behaviors that can cause you to lose your job the fifth attitude “believing you’ve already arrived” can be the slowest way out. Slow because this attitude in and of itself typically isn’t enough to cause someone to lose their job especially if they are performing to expected levels.
But the problem is, over the long run, a person who believes they’ve already arrived will stop learning and growing. And learning and growing is essential because the world continues to change. As a result a person who quits learning, and loses what I call professional curiosity, will soon fall behind and will ultimately not be able to perform as expected.
The worst part of this attitude is that it can spread in an organization. And once it spreads, an organization can become complacent and be at risk of becoming irrelevant. As a matter of fact, unless this attitude changes, it’s only a matter of time before the leader and the organization finds itself in dire straits.
So, if you want to keep your job and continue to making a difference in the world, never allow yourself to believe you’ve arrived. Continue to be professionally curious, it will serve you and your team well today and into the future.
Treating People Badly – What Could Cause Me to Lose My Job? Part 6
As I wrote in my last post, not actively listening to others will eventually lead to a person failing in their job. One of the major reasons is that a person who doesn’t listen or attempt to understand others will ultimately end up mistreating people.Why is this true? Because not actively listening to others means we won’t truly know and understand a person’s motives, thinking or perspective. Without listening it’s impossible to understand who they are and where they’ve come from as people. When this happens it’s easy to slip into thinking of people as “cogs”, “parts” or “resources” and not as individuals.
Now take a moment to think about how we treat things such as cogs, parts, and resources. Don’t we use, leverage, manage, drain, control, and abuse them if it advances our agenda? Such behavior and attitudes may be ethically acceptable for inanimate objects but they are clearly wrong when it comes to people. Treating people as things is simply mistreatment of people.
And mistreat of people is obviously unacceptable for those who want to make an enduring and positive impact on both the lives of others and the world.
So to avoid slipping into this pattern of seeing and treating people as things we need to lead through relationships because relationships requires listening and listening leads to understanding. And when we understand others we’ll treat them for who they truly are – people created by and in the image of God.
Not Listening to Others –What could Cause Me to lose my Job? Part 5
“Seek first to understand, then to be understood” is the fifth of Stephen Covey’s 7 Habits of Highly Effective People. The opposite of this habit is simply not listening to others. And not listening to others is the third of seven behaviors that often causes a person to lose their job at organizations like SpringHill.Not listening to others, like the other 6 behaviors that lead to people losing their jobs, is rooted in arrogance or its sister self-righteousness. Because when a person believes they know more than anyone else they conclude there’s nothing to learn from others.
Now not listening to others usually takes on one of two different forms.
The first is when a person does all the talking (because if you know everything there is to know then you assume everyone else will want to hear what you have to say). Doing all the talking and assuming that others want to know what you think is the epitome of self-centeredness and the opposite of being other-focused.
The second form of not listening is simply not asking questions or taking the initiative to seek out what others know or have to say. Real listening, listening that actively seeks to understand another person requires asking good and meaningful questions. Asking questions also keeps us humble and from slipping out of reality and into self-delusion.
Think about it, have you ever had a conversation or a relationship with someone where they did all the talking or never asked your thoughts or sought to get to know you? For me the message is the other person doesn’t believe I have anything of value to contribute. Or even worst, I begin to wonder if I have any value personally in their eyes. Either way, not listening to others slowly but surely erodes a relationship, and wearing out a relationship will always lead to wearing out one’s welcome in an organization.
The Playing Politics Cancer – What Could Cause Me to Lose My Job? Part 4
Arrogance, or its sister self-righteousness, almost always leads to the misuse of power and authority (see my last post). Then typically what I call “playing politics” quickly follows behind any misuse of power and authority. And, at SpringHill, playing politics is one of the seven attitudes and behaviors that will ultimately cause someone to lose their job.What qualifies as playing politics?
- Creating division by building alliances against others within the organization
- Endorsing one thing to one team followed by endorsing something different to another
- Telling people what they want to hear instead of what needs to be said
- Treating those with more power and authority better than those who have less
- Working to advance personal agendas while appearing to advance the organization’s
- Building and maintaining relationships primarily for the purpose of what can be gained from the relationship
The list could go on but you get the idea.
What all these behaviors have in common is the lack of transparency, duplicity and questionable motives that can so easily become a part of a person’s pattern of work. You see, when people misuse power and authority there becomes an overriding need to hold onto and obtain more of it. When this happens people become vulnerable to the temptation to play politics as a way to accomplish this goal.
In my experience, playing politics can become so ingrained into a person’s work style they may not even know they’re doing it. When this happens playing politics can become a cancer that infiltrates, not just a person’s career, but an entire organization’s work culture. This cancer causes breakdowns in communication, trust, efficiency (people spend more time dealing with politics than doing real work), and leads to ineffectiveness. I’m convinced that it’s impossible for an organization to become world-class if the cancer of playing politics takes hold.
This is why, we at SpringHill, have so little tolerance for those who play politics. It simply gets in the way of us accomplishing our mission and vision.
Misuse of Power and Authority – What Could Cause Me to Lose My Job? Part 3
Forgive my blogging holiday but I took a needed break from writing. But now it’s time to return to the series “What Could Cause Me to Lose My Job?” In my last post we examined the root cause of the seven attitudes and behaviors that lead to so many job failures – arrogance and its sister self-righteousness (arrogance disguised as humility). Over the next several posts we’ll look at each of these seven attitudes and behaviors in more detail.The first behavior that grows from arrogance and self-righteousness is the misuse of power and authority. It begins with the attitude that “I deserve something more than I’m receiving as part of my job agreement”. This attitude leads to taking advantage of our positions for personal and financial benefits, perks or simply better working conditions than what’s offered to others.
Most of the time people with these attitudes express it in subtle ways, whether there’s a certain parking spot, nicer hotel rooms than the rest of the team, longer lunches, or in the way they treat and expect to be treated by those “under them”. But the message is clear – “I deserve this, it’s owed to me”.
Yet these subtle behaviors normally don’t get a person fired (unless it’s something blatant like major theft from the organization). What does cause a person to lose their job is the erode their influence and credibility consequences of their misuse of power and authority. People begin to doubt their motives, mistrust what they say and simply grow tired of working with and for them.
Finally, it’s important to remember that both power and authority are not inherently evil. They are gifts from God-given to us as leaders to advance His plans and His Kingdom. So we should embrace power and authority but only doing so through exercising extreme caution of their ability to corrupt, in a posture of humility and for the purpose of making a positive difference in the lives of others and in the world.
That Odor – What Could Cause Me to Lose My Job? Part 2
In my previous post I shared the seven behaviors that cause job failure for people in organizations such as SpringHill. But before we dive into these seven behaviors we need to understand their root cause – arrogance and its disguise – self-righteousness.Arrogance, by definition, is thinking of oneself more highly than merited, it’s an exaggerated view of one’s self and their contributions to an organization. Arrogance often leads to aggressive, self-centered and ultimately destructive behavior. As a result we know an arrogant person when we meet one. There is just an air about them. And, though we may respect what such a person accomplishes, we rarely like their odor.
Self-righteousness, on the other hand, is arrogance disguised as humility. And because humility is just a ruse, it never truly bottles up the arrogance inside. Yet self-righteous people can be remarkable at managing their behavior and speech to appear humble, leaving us unsure about odor we smell. But in the end managed behavior always has cracks, cracks that leak the person’s arrogance. And arrogance has an odor all its own, making it easy to distinguish from true humility and righteousness’ fragrance.
And what is this odor? It’s the seven behaviors arrogant and self-righteous people to often display and which ultimately leads to their job failure. And it’s these seven behaviors we’ll look at over the next few posts.
What Could Cause Me to Lose my Job?
Have you ever wondered “what could cause me to lose my job?”I believe most thoughtful people, if they like their work and want to keep their job, have asked themselves this question. Of course there are the obvious answers such as stealing, not doing your job up to standards, or changes in the organization. These answers are usually written up in employee handbooks and reviewed in orientation programs.
But it’s the subtle or unspoken answers to this question, answers about attitudes, relationships, and organizational interactions that haunt conscientious people. It’s because these answers are usually what determines a person’s success in an organization.
Now to assure that SpringHill isn’t falling into this fuzzy communication trap, I’ve started to include in my portion of our new employee orientation, a section I call “the things that will cause you to lose your job at SpringHill”.
So I share with them the seven attitudes and behaviors I’ve identified over my more than 15 years at SpringHill that have caused people to fall short as SpringHill staff –
- Misuse of power and authority
- Playing politics
- Not listening to others
- Mistreating people
- Believing they’ve already arrived
- Becoming an organizational martyr
- Having their own agenda
At the core of each of these attitudes and behavior is arrogance, or the Christian version of arrogance – self-righteousness. When people are arrogant, when they’re self-righteous, it always leads to one or more of all these seven attitudes and behaviors.
So I’ve told new staff that any of these behaviors and attitudes can lead to them losing their job at SpringHill. But the warning isn’t really about being self –righteous, instead it’s about bringing an appropriate humility to their work so that these seven behaviors and attitudes never take hold in their lives and in their work.
Over the next several posts I’ll dive deeper into arrogance and self-righteousness as well as each of these seven behaviors because I believe they’re relevant not just for people who work for SpringHill but for anyone who wants to be successful wherever they work.
How do you measure love, justice, grace, or mercy? Measurements Part 2
There’s no doubt many of the most important things, maybe the most important things in life cannot be measured. For example how do you measure love, justice, grace, freedom or mercy?And more importantly, at least for us competitive types, is the fact that if we can’t measure the most important things then we can’t set clear, measurable goals for them. So, for example, I can’t set a goal of increasing my love for my wife Denise by 20% (though I’m sure I need to love her more).
Which leads to the shortcoming of the leadership maxim I examined in my last post “what gets measured is what gets done” – you can’t directly measure the most important things in life.
At SpringHill this is the dilemma we face when we want to know if we’re effectively fulfilling our mission of “creating life-impacting experiences that enable young people to know and grow in their relationships with Jesus Christ.” How do you measure a person’s growth in their relationship with the God of the Universe? And even more perplexing how do you set a goal for such transformation?
We’ve accepted that we can’t measure such things directly or with certainty, but at the same time we’ve learned we can measure particular indicators of whether such things are becoming reality. These indicators center on a person’s admitted change in perspective, commitments they’ve made, and the anticipated life change they expect to experience. And when we combine these important indicators with our own professional assessment we begin to understand with some confidence our mission effectiveness. For us, at SpringHill, these indicators provide focus and attention to the most important things without being the final word on such things.
So maybe this old leadership maxim needs to change from “what gets measured is what gets done” to “what gets measured in some way is what gets our needed attention” and it’s this attention that leads to effectiveness.
