Long Term Leadership Success, Part 1

May 7, 2007

At the 2007 PHCC Leadership Conference, Foundation sponsored speaker Bruce Wilkinson demonstrated how following a One Voice Leadership Philosophy can assist leaders at all levels in achieving both association and contractor success. Increased competition, regulatory compliance concerns, employee/member retention and finding qualified people to work are just a few of the many challenges that association executives and contractor leaders can help solve when they adopt a philosophy of One Voice Advocacy. Below are a number of quotes that Bruce uses when speaking to help reinforce his message.

  • Focus on controlling that which is controllable – then practice acceptance about the things you cannot change. THEN LET IT GO!!!!!
  • Image is the result of combining your Brand and Identity.
  • There is no letter “I” in the word TEAM. But there should be a TEAM in YOU.
  • You market your organization’s image. You sell the customer service that you promised.
  • Get follow up and feedback in order to retain customers, obtain referrals (known or unknown), change what did not work and to keep what is working.

 

  • Successful leaders always have a lot on their PLATE: Partnership, Legacy (past and Future), Attitude, Team and Excellence.
  • It’s hard to be an effective leader if all everyone likes you all of the time – so you might as well aim for being respected instead.
  • Supervisors are not workers – they are the front line of management and they must motivate and manage others to get work done.
  • R E A R Leadership Principles: Utilize the REAR Principles to maintain a workplace culture of pride, integrity, trust, teamwork and respect. RECRUIT qualified individuals with character, ENERGIZE their minds, attitudes and imagination, ATTRACT them to respected leadership positions, and RETAIN them through support, respect and appreciation.
  • REMEMBER: You never know when you’ll be the rock that causes the ripple in someone’s lake.

 

  • PARENTING: The job of a parent is to make tough decisions in order to grow successfully functioning people, who can use this knowledge to become responsible adults and citizens in the real world.
  • REMEMBER! In lieu of training and education, human beings usually do what is instinctive. This may be natural instinct or that which may have come from a previously learned experience.
  • Employers should design their disciplinary procedures based on the knowledge that their most valuable employee may violate them.
  • Individual accountability is a part of a responsible workplace.
  • The foundation of understanding is the willingness to listen.

 

  • The magic of management begins when we listen.
  • Orientation, education and training without follow-up, recognition and enforcement is usually ineffective.
  • It is not misconduct when the supervisor knows it is.  It is only misconduct when the employee knew it was before he/she did it.
  • There is a difference between employee notification and employee education.
  • Do not coerce or threaten employees to obey policies, procedures and rules.  Always give them EDUCATED OPTIONS, CHOICES AND CONSEQUENCES – then let them CHOOSE.

 

  • There is a “reason” for every rule.  Take the time to explain these reasons so that employees understand why we need them to follow the rule.
  • In today’s workplace, flexibility is out and consistency is in.
  • When you get to court, the judge and/or jury expects management to be the bright ones.
  • If you try to be an expert on something that you’re not – the plaintiff’s attorney will make you testify on how you got so smart!
  • NOTE:  Keep in mind that managers and supervisors are only allowed by case law to document and not diagnose employee behavior.

 

  • You can forgive unacceptable behavior and misconduct but excusing behavior does not hold the defending person accountable or responsible.  It also does not deter the same conduct by others who will be watching what you do.
  •  If you are charged in a criminal case, you have a right to a jury of your peers.  However, if you are testifying for the organization you will usually see a jury of the plaintiff’s peers.

 

 

(c) 2007 Bruce S. Wilkinson. Reprinted with permission. Learn more at www.WilkinsonSpeaker.com or by calling 504-368-2994.

 

This information is brought to you by the
PHCC Educational Foundation.


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