Hart Lee – Blanchard LeaderChat

3 Things a Competitive Video Game Taught Me about Virtual Teams

Hart Lee — Fri, 30 Sep 2016 12:05:28 +0000

As strange as it may seem, a virtual workplace team can learn a lot from online competitive video games. For both, team members have set roles, clear and shared goals, and a designated action plan to achieve those goals. And also for both, communication is absolutely paramount.

One such game that is wildly popular is Overwatch, a game that is highly role based and teamwork dependent. A group of six players face off against another group of six, escorting a payload to its destination on some maps or capturing a designated space in others.

Overwatch reportedly has 15 million players worldwide. Its popularity is partly due to the fact that in upper-tier play, massive amounts of teamwork, skill, and strategic thinking are required to be successful. This is a game that’s easy to learn but hard to master—where working together as a cohesive team takes precedence over your individual numbers.

I play Overwatch regularly—not just in casual mode but also in competitive mode. In competitive mode, every match will affect not only your ranking but also the rankings of the other players on your team. This can, of course, be frustrating if you lose games and your rank is decreased simply because you are paired up with other players who do not work well in a team.

One night I was playing with a mix of friends and random individuals. Normally, we would call out if we saw an enemy player attempting to flank or if we wanted to focus fire on one enemy player, but the communication wasn’t happening during that particular game for some reason. Perhaps it was because we were tired from having played a few games already and it was later in the night. We ended up losing that game and one of my friends became upset. He singled out one of the random players, questioning why he had not communicated with the rest of the team. The called team member became flustered and didn’t know how to respond. I tried to compliment his performance in-game, despite the lack of communication, but my friend persisted. Then another friend said she needed to call it a night and signed off, so we all did the same.

Reflecting on this incident, I realized some of the lessons learned could be applied to virtual teams:

Communicate. Be sure to communicate frequently with other members of the team. The more information the team has, the better decisions your team members will make. Take the initiative—make it part of the team culture to share your progress on tasks. Effective communication is key for any team to function at a high level.
Ask the right questions. When things don’t go your way, it’s natural to want to ask why it happened—but this typically puts others on the defensive. Instead, ask “What could we have done better?” Ask for ideas, use the word we to reinforce your commitment to being a team, and be descriptive, not judgmental.
Be positive. Focusing on the negative brings the rest of the team down. Don’t be that person. Be the person other team members want to communicate with and be around. Focus on the small wins, the learning opportunities, and the things that went well. Sharing your dedication to learning and growth will encourage others to do the same.

If you’d like to learn more about Overwatch, this video provides more details.

Cat Leaders vs. Dog Leaders

Hart Lee — Fri, 02 Sep 2016 12:05:58 +0000

I woke up this morning to a face full of licking and paws on my chest. Now, Chico isn’t a small dog—he’s a bull terrier who was described as “one big muscle” by a guy on his way to work today. So his stepping on my stomach didn’t just pull me out of my dreams, it pulled the breath out of me as well. He doesn’t mean to hurt me, of course—he’s just excited to go for his walk.

I grew up with a cat, and she was quite the opposite. She roamed the house when she wanted to and would occasionally come to me if I had something of interest (i.e., food), but otherwise would generally leave me alone.

Leaders’ behaviors can be very similar to the behaviors of cats and dogs. Some constantly hover around and pull you out of your work for status updates, meetings, and side projects, while others leave you completely to your own devices and are nowhere to be found when you need them. And it can be quite frustrating to deal with either.

Do you work with someone like this? Here are ways to cope:

Dog Leaders: These leaders don’t necessarily understand how disruptive their behaviors can be. They simply want to ensure that progress is being made and work is getting done, but they also want to make sure they’re giving you what you need. Perhaps they are new to their role or are unsure of their own leadership capabilities. Be sure to provide plenty of positive feedback for the good that they do while also letting them know a few things that could be done even better. To keep them informed, use a simple virtual communication/collaboration/project management tool where you can post updates on your work. You can direct them to this tool for any updates, leaving yourself to work distraction-free.

Cat Leaders: These leaders require much more work on your part. When they give you your task, you must think several steps ahead, anticipate any questions you may have later on, and then ask the questions while they are with you. Be sure to ask the best way to contact them if you do have any urgent questions since they may have a preferred method of communication. Also, take the initiative and schedule regular meetings with them that last 15-30 minutes for the purpose of providing quick status updates. If any questions come up, you can ask them during these meetings.

By understanding these two types of leaders, you can work with them more effectively and get more done with less fur-ustration.

Cat Owner Life VS Dog Owner Life

https://www.youtube.com/watch?v=GaU4a86aYb4

The Power of a Leader’s Apology

Hart Lee — Fri, 05 Aug 2016 12:05:51 +0000

Yesterday, I was re-watching the movie Star Trek Into Darkness, and I arrived at one section toward the end where the crew of a crippled USS Enterprise was facing imminent destruction. Despite all of Captain Kirk’s pleading, the enemy continued to charge up their weapons. Faced with defeat, Captain Kirk turned to his crew and uttered the words “I’m sorry.”

This powerful moment in the film sheds light on the fact that leaders don’t apologize much, making this scene even more striking. And yet, there are times where leaders make mistakes—and in those moments, it can be difficult to apologize. Whether it is ego, whether it is because they had been confident of the process and outcome, or whether it is simply forgetfulness, apologies are not commonplace. Still, there are many dissatisfied employees in workplaces today who may feel they are deserving of an apology.

Even though it’s not easy to apologize, saying “sorry” can make you more transparent and allow a deeper level of trust to occur between you and your direct reports. It can also show that you are relatable and human, as well as demonstrate your integrity and willingness to change. Of course, this doesn’t mean you should apologize every day—but sometimes when a mistake is made an apology should follow.

Have you done something that led to a less-than-favorable outcome? Perhaps you passed a person up for a raise, reprimanded someone a bit too harshly, or gave a direct report so much work they became overwhelmed and stressed. Remember that even if your intentions weren’t to harm, if the other person perceives your behavior as hurtful they will feel hurt. In these moments an apology is important. It acknowledges your own wrongdoing and communicates to the other person your commitment to growth and improvement.

When you do apologize:

State the context. Outline the situation by starting with phrases like “Remember when…” or “That other day when…” and describe the behaviors that took place. Especially if the event happened a while ago, it may be good to refresh the person’s memory.
Acknowledge the other person by stating the impact of your behavior on them. Say, “When I did that, you looked…” or “I noticed you didn’t go to lunch like you usually do after what happened.” Remember to be objective and focus on the behaviors you directly observed, leaving out any inferences.
Avoid explanations and focus on the future. No one wants to hear an apology that is followed by the word but. Don’t offer reasons for what you did—instead, provide reassurances that you are working to grow and improve so that such an event doesn’t happen again.

Apologizing is not easy, but when you learn how to do it properly, it becomes less difficult over time. And when you do say “sorry,” you—and the person you say it to—will be glad you did.

How to Bypass Frustration and Lead with Patience

Hart Lee — Fri, 08 Jul 2016 12:05:43 +0000

As a leader, you’ve probably encountered situations that can be frustrating. Perhaps your direct report did something wrong or you had too much on your plate. How did you deal with that situation?

I was recently asked at a gathering of friends how I remained so positive. Did I have a secret daily ritual of beating up a punching bag? Did I release my stress by screaming at a stuffed animal? I said no, but I sometimes rely on my hobbies of movies and video games every once in a while when I want to let off some steam.

One friend gave a scenario where she was attending a training class. Someone at her table was behaving maliciously, criticizing others’ comments at the table and behaving as if the training was a waste of time. My friend angrily said she wanted to confront and attack this individual. But instead of reacting, the trainer leading the class encouraged this individual’s participation and even complimented this person’s correct answers. My friend was astonished at how patient the trainer was. And she said she saw that same patience in me.

I imagined what was running through the trainer’s mind in that situation. I mentioned that if I were in the trainer’s shoes, I’d be focused on creating a positive learning experience for the whole class. And that’s how I’d stay positive and patient. I said it’s all about perspective: Not focusing on the individual and the frustration that person is causing, but instead on the bigger picture; the task at hand; the goal.

In Covey’s 7 Habits, he mentions a paradigm shift he experienced on the subway when several children were being extremely disruptive. Out of irritation, he approached the father and asked him to control his children more. But then the father said that they were coming from the hospital where their mother had passed away and that they perhaps didn’t know how to cope with the loss. Covey instantly felt compassion and empathy instead of irritation.

In the same way, if you encounter a frustrating situation and find yourself becoming angry, it’s crucial to shift your perspective and focus. Difficult as it might be, think outside the box and try to imagine some of the hardships that are causing this person to behave this way.

Watch the following excellent video, “How to Remain Calm With People,” for more on this topic. https://www.youtube.com/watch?v=du035tg-SwY

The Dynamic Leader: Do You Still Know Yourself?

Hart Lee — Fri, 10 Jun 2016 12:05:13 +0000

The first step in becoming a great leader is to understand who you are.

Unfortunately, most leaders don’t realize that this first step, knowing yourself, should never end.

Why? Because as you grow and develop as a human being and as a leader, aspects of you will inevitably change—as is the nature of growth and development.

As a result, the knowledge of who you are can become outdated quickly.

It may be surprising to find out that even the building blocks of your physical being change quite frequently. Find out more here:

https://www.youtube.com/watch?v=JQVmkDUkZT4

When was the last time you took some time for self-discovery?

As a leader, remember to make time periodically to rediscover yourself and figure out how you’ve changed and grown.

It’s a great way to measure your development progress, to better understand who you are, and to determine how you can best serve your direct reports.

Look for the Strength within the Weakness

Hart Lee — Fri, 13 May 2016 12:05:58 +0000

Have you ever been let down by someone you lead or manage? If this happens more than once, you may start thinking of it as a flaw within the individual—which may lead to you eventually having a hard time seeing any of that person’s positive traits.

This interesting video points out how every weakness has a flipside—a strength. And vice versa.

When you understand not only the strengths but also the weaknesses of your direct reports, you can better tailor their work to help them achieve their goals. For example, someone who is extremely creative and bright may lack organization. When providing this person with a project, give them a short outline to help them stay on track or set up regular check-ins to ensure they are making progress.

Next time you feel let down as a leader, learn to find the strength within the weakness. Practicing this skill will demonstrate your appreciation for each person’s value and make you a better leader.

Emotional Technology: Innovations That Could Change Leaders

Hart Lee — Fri, 18 Mar 2016 14:00:58 +0000

There’s currently some fantastic technology out there, from wearables and self-lacing shoes (yes, like the ones in Back to the Future) to VR and spectacular advances in science that will someday make it to consumer products. But what about beyond the current advances? And what about tech that can help us become better leaders?
Currently, there doesn’t seem to be any fancy tech piece that can suddenly make you a better leader. And with more and more Millennials entering the workforce who are tech dependent, it’s becoming harder and harder for them to perform when they are promoted.
And yet, the technology is on its way. One such prediction is the rise of “Emotional Technology”, as outlined in the following:

Particularly with the the first (mood reader) and third (Socrates) pieces of tech, leaders will better be able to understand themselves and regulate their responses. This will drastically improve their leadership skills by providing on-the-spot feedback, insight, and recommendations.
What do you think? Would you find technology like this useful as a leader?

Want to Lead More Effectively? Have Fun

Hart Lee — Sat, 13 Feb 2016 00:15:57 +0000

Do you have fun at work? Do you try to promote a laughter-filled workplace?
These are questions I ask myself on a daily basis. And honestly, who doesn’t to work in a positive, fun, happy work environment? The results are clear: Less stress, more engagement, higher commitment. Plus, when you create a culture of fun, you’re promoting well-being for not just yourself but for everyone around you as well.
Though, it’s true that not everyone wants to stretch outside their comfort zone to accomplish this. I mean, this is the workplace we’re talking about after all. But as a leader, by doing this, you tend to display a more genuine side of yourself, a more authentic persona that direct reports appreciate. When was the last time you pulled an office prank, or sent a funny email? When was the last time you told a funny story, or did something silly to make someone laugh? Of course, every work culture is different, so you may have to find your own version of fun that works. But remember, you are part of the workplace. And as a result, you help shape and create the workplace experience.
Perhaps you can simply start by responding to spam email. You never know what funny story you’ll get out of it:

Top 5 Things People Don't Know About Virtual Workers

Hart Lee — Fri, 20 Nov 2015 20:40:52 +0000

Top 3 Reasons Why Being a Great Leader Isn’t Easy

Hart Lee — Sat, 19 Sep 2015 02:13:20 +0000

A few months back, I asked a group of leaders for a show of hands on who had experienced either oversupervision or undersupervision. Almost every hand went up. But then I asked how many had themselves oversupervised or undersupervised their direct reports. Only one or two hands shyly peeked out from the crowd.

So what’s going on? Well, leaders can sometimes be unaware of what they should and should not be doing. And this lack of awareness separates good leaders from great leaders. Great leaders know that leading is a never-ending journey that can be filled with treacherous obstacles.

So what do you need to know to become a great leader?

1. People are unpredictable

Your direct report may not necessarily react the same way each and every time to you. And you yourself may also change from day to day. So always using the same style of leadership may not always yield the best results. Instead, great leaders tailor their approach to each task, situation, and individual to effectively meet the direct report’s needs. So find out how your direct report is doing and what’s going on in his/her life, and then use that knowledge to better inform how you lead him/her.

2. It takes skill

It’s easy to fall into a routine. That’s why we have habits. But as people are unpredictable, you must also be flexible in your style of leadership to be able to match in each unique situation. The best way to do this is to have a learning-oriented mindset, by being on the lookout for new approaches, practicing other styles of leadership to be more flexible, and keeping up-to-date on what’s going on with your direct reports, your organization, and beyond. A great leader will always say, “I have so much left to learn in being a leader!”

3. It takes time

Don’t be discouraged if you aren’t able to immediately improve your effectiveness as a leader. Remember, it’s a life-long journey. As with anything, leadership takes time and patience to perfect. And this means you should constantly be trying to improve and grow as an individual. There’s no finish line, but instead a continuous evolution of who you are as a leader, being able to serve your direct reports more and more effectively with each passing day.

Image Credit: 1 | 2 | 3

British vs. American Culture!

Hart Lee — Fri, 14 Aug 2015 23:36:05 +0000

Top 5 Office Pet Peeves (Leadership Quote)

Hart Lee — Fri, 26 Jun 2015 15:26:53 +0000

The 3 Habits of Highly Effective Millennials

Hart Lee — Fri, 01 May 2015 19:52:27 +0000

We’re doing something a little different this week.
Instead of a written post, Gus Jaramillo and I collaborated on a video post as part of the Leadership Quote vlog series. Subscribe for future videos!

Infectious Thought Germs Will Anger You

Hart Lee — Fri, 13 Mar 2015 03:33:33 +0000

Looking past the viral-oriented nature of this video, the main concept presented is critical for leadership. Thoughts, when attached to emotions other than sadness, generally have higher “infection” rates.

Thus, it is important to generate more emotion (hopefully positive and not anger-inducing) around messages that you want your direct reports to remember or share. It seems idea is lost at times in the data-driven world of today, where it’s more important to get across the numbers and metrics than it is to tell a story.
So communicate with feeling and generate positive emotions in your direct reports. Make the topic relevant to them. They will be more receptive to your messages and will remember them better. Let’s infect the world with the good germs to promote healthy thoughts.

Just don’t anger them… or you may end up on the wrong side of a thought germ!

Exercise: It May Help Your Memory

Hart Lee — Fri, 23 Jan 2015 02:52:21 +0000

We’ve barely started the new year and already resolutions are being thrown to the wayside. From eating healthier to saving more money, there’s one resolution is quite popular: exercising more.
I’m currently struggling against the hump that we all face after heading to the gym a few times. My motivation is at an all-time low. If you’re like me, you may be more willing to exercise after hearing that exercise can potentially improve your memory:
Credit: BrainCraft
What have you forgotten lately, both at home and at work? Perhaps an anniversary or something more physical like your keys? Or at something you had to do that wasn’t on your calendar?
Well, exercise may be the answer. So motivate yourself to push through the hump, because once you get into the groove, you’ll be improving not just your body but your mind as well.

Image Credit: 1

Streaming: The Future of Virtual Learning?

Hart Lee — Fri, 12 Dec 2014 06:33:30 +0000

There is a revolution happening in the world of video games. It is called Twitch. It’s a website where gamers can directly stream footage of their game daily and provide voice commentary. Most also share their webcams in the corner of the screen and respond to chat either directly in the chat window or via voice. They generate revenue through subscribers who pay monthly ($5 on average) for special benefits (like being entered into giveaways) and donations. And it’s gaining so much popularity that Amazon purchased it for almost a billion dollars and was considered the fourth largest source of internet traffic in the US in early 2014.

So why is this important? Well, within the realm of learning, MOOCs have gained much popularity for providing content on the go at little to no cost. But the content is not flexible and other than forums, there’s no fast way to interact with the content provider, especially if you need clarification or have a quick question. It lacks the feel of communicating directly with a live human being. And virtual training/learning is great, but could be expensive and the scheduling might be inconvenient or infrequent.

In a sense, MOOCs are like YouTube, where people upload content and others view it. So what is out there for learning that is like Twitch? Currently, virtual training/learning and live video blogging comes the closest. But imagine if there were entertaining individuals streaming, for instance, a fun learning videogame or sharing some interesting but educational videos for just a half hour every night and providing witty commentary. And also answering questions out loud on the video as you ask them in the chat window. And providing free giveaways for both subscribers and regular viewers.

There are technology platforms already in place to enable this type of streaming to occur. And there are many people who would benefit from this type of content. And for the streamers, there is revenue to be generated through subscribers. I believe that this will be the next big learning platform to take off once more people start taking advantage of this technology, particularly when more of the YouTube generation starts to enter the workforce.
What are your thoughts? Would this be something that would interest you?
Image Credit: 1 | 2 | 3

Motivation: What's Yours?

Hart Lee — Fri, 14 Nov 2014 03:12:52 +0000

I was asked a question today: “What motivates you?”
I immediately thought about context: Motivations for work-related tasks? For my own personal goals? And then I thought about life in general. What motivates me to get up every day?

This is such a powerful question. The answer says so much about who you are as a person. Whether you are internally or externally motivated, and your reasoning for why you are motivated in that way can shed light on your values and morals. Even how you frame the answer conveys what you find most important in your life.
And yet, despite the wealth of information this simple question could provide, many leaders don’t ask this of themselves and of their direct reports. Leaders can uncover why they’ve become leaders and what strengths and weaknesses they possess. They can also discover how engaged their workforce is and how to better inspire their employees.
So go ask yourself and those around you, “What motivates you?”

Image Credit: 1 | 2

Are You Blind to Change?

Hart Lee — Fri, 17 Oct 2014 08:59:08 +0000

The video below by Derren Brown demonstrates a phenomenon called “change blindness,” where a change that should be obvious goes unnoticed.

You can find a similar experiment here, which was done at Harvard. How resilient to change blindness are you? Let’s try an experiment of our own. Something is changing between the flashes in a very obvious way in the picture below. Can you spot it?

How about in this picture?

Was it difficult for you to spot the change in each picture? Don’t worry, it takes a while for most people. The longer the flash or delay between the slightly different images, the harder it is to see the change.
This can be the same with people. For instance, you may not notice a change in the demeanor of your direct report until much later, after which might you ask, “has he/she always been like that?” And by then, it may be difficult to understand exactly when the change happened and why. Even small changes in the organization can go unnoticed, until someone checks in on how things are going.
To combat this blindness, ensure that you are checking in frequently enough with your direct report. But, of course, there’s the risk of looking like a micromanager. When you meet, explain that you are simply there to support his/her success and allow the conversation to flow from your direct report (“Is there anything you need from me?” or “Is there anything I can do to support your work?” are great ways to quickly check in). If he/she is a novice on the task, provide more direction. If not, provide encouragement and autonomy while focusing on the positives.
When it comes to keeping an eye on the organization as a whole, metrics can provide insight on what changes are occurring. But instead of pulling every available metric, focus on the top 3-5 metrics that relate back to your business strategy and goals for the organization.
Since big changes may be happening without your knowledge, dedicate time to discovering these changes and their causes. This can provide valuable insight into what is happening now and what you can do to promote the growth and betterment of your organization.
Images Credit: User jbitel on Imgur

Leading Through Goal-Setting and Daily Mini Performance Reviews

Hart Lee — Fri, 19 Sep 2014 08:00:00 +0000

I was shocked to find that some leaders don’t take goal-setting and performance reviews seriously. Instead, it’s considered a formality or something done because it is “required”. Once a year, managers and employees meet to discuss goals that were forgotten a week after they were set and never revisited throughout the year. Two signatures later, they return to what they were doing.
Proper goal-setting is so important because it sets realistic expectations for performance and prevents employees from ever being confused about what they need to accomplish next. Every day, employees should refer back to the goals and use them to plan out the day. And managers should have regular conversations with employees on what goals are working, what goals are not working, and what goals need to change.

Essentially, this is a performance review spread throughout the year. Then, when it comes time for the actual performance review, there are no surprises. This places focus not on the “final exam”, but on the daily tasks that employees do to make progress toward each of the goals.
So meet with your direct reports regularly and have conversations focused around goals with the perspective that you are there to do whatever you can to help them meet those goals. You are the coach; they are the athletes. And by setting those goals and making daily progress, nothing can stand in the way.
“Success isn’t owned — it’s leased. And rent is due every day.” – @JJWatt

Image Credit: 1 | 2 | 3

The Amazing Girl Who Was Not Allowed To Say “Can’t”

Hart Lee — Fri, 15 Aug 2014 17:44:37 +0000

Please watch the following video:

Video Credit: BBDS Talent

Jennifer believed she could do anything as long as she put her mind to it. And the same is true for anyone else.

Are you facing a challenge that seems too difficult to overcome? Try thinking outside the box, or ask for a second opinion. But be persistent and remember that sometimes a few falls are necessary before you can fly.

So remove “can’t” from your vocabulary and motivate yourself to stick to it. You may surprise yourself with how much you can achieve!

Flow to Success!

Hart Lee — Fri, 11 Jul 2014 08:29:59 +0000

Have you ever become so engrossed in a fun task that you lost track of time? Then you’ve experienced the concept of flow. Developed by Mihaly Csikszentmihalyi, it describes the state of mind when you reach the perfect combination of task challenge and personal skill:

Click the image below for a simple demonstration of flow (use the mouse to move and remember to return when you’re finished):

The creator of this simple game used Csikszentmihalyi’s concept of flow to develop the game elements. Since you can decide when to move further, you are always in control of both the level of challenge and skill, meaning you can always keep yourself in a state of flow.

Now think about your direct reports and their tasks. Are they in a state of flow? If not, is it due to the task being too difficult, or the direct reports not having high enough skills? Or perhaps the challenge isn’t increasing proportionately with their skills? And think about your own tasks. Are you in a state of flow? Why or why not? What can you do to improve your workplace and encourage more flow?

It’s clear that employees can become more engaged and productive, while constantly developing and growing, by applying this simple model to the workplace. So the next time you’re at work, try adjusting the level of challenge to match the level of skill. You might be surprised to find how much fun you can have while in flow!

Image Credit: 1

Imagination as a Tool for Leadership

Hart Lee — Fri, 30 May 2014 12:57:31 +0000

With this knowledge of the power of thought, you can become a better leader and, as well, motivate your employees to become better workers. Imagine successfully navigating through a difficult conversation. Imagine making your employees feel cared for. Imagine implementing positive change. The more you imagine, the more successful you can be when it comes time to act.

The same holds true for your employees. Let them know that visualizing success can have a huge impact on actual success. Share this video with them. Encourage them to use imagination as a tool for practicing on a new task when hands-on time is limited.

About the author: Hart is an HR Data Analyst at The Ken Blanchard Companies, finishing his Ph.D. in I/O Psychology. He can be reached at hart.lee@kenblanchard.com.

Can You Get the Delicious Cake?

Hart Lee — Fri, 02 May 2014 09:25:34 +0000

Several years ago, someone posed the following challenge on a popular internet image board:

The goal was “get the delicious cake” and you had to draw your solution. No other rules were given.

One response showed the figure crawling through the spikes, while others used elements from pop culture to get the cake. For instance, Harry Potter magic spells, Star Wars lightsabers, and Super Mario warp pipes were all presented as solutions to this challenge. The following are a few of the more original and creative ways people attained the cake:

Use the door!

When you want to get rid of something in an image, the eraser tool is handy

Thinking outside of the box

The lesson I took from this was that people can get very creative when presented with a problem and given the freedom to devise a solution.

As a leader, you may have goals you need to accomplish, but it is left up to you to determine how to accomplish those goals. With a little time and ingenuity, you can come up with many different and often surprising ways to achieve those goals, particularly when you have the help of others.

So how would you get to the delicious cake? Type your solution in the comments, or you can use your favorite image editor or an online one and post a visual of your solution.

The Smile Test and the Positive Leader

Hart Lee — Fri, 28 Mar 2014 09:32:18 +0000

Did you feel happier? Now try this experiment again with a group of friends in the same room. Look at one another as you smile. Does anything change?

From what I’ve experienced, being around a group enhances the effects of the smile test. Why? Because happiness is contagious. And by smiling, you encourage better moods in the people around you, which can even circle back around and improve your own mood further.

So share your smile and laughter with those around you as much as you can every day. You’ll be regarded as a more positive leader, someone who uplifts and inspires anyone and everyone. You may even find, as Brent did in his experiment, that your day becomes a lot brighter!

Smiling Girl

What are Your Secrets to Being a Revolutionary Leader?

Hart Lee — Fri, 28 Feb 2014 02:35:38 +0000

How quickly things change in 10 years

Think about this: the first iPhone came out in 2007.

Technology changes so rapidly that it is incredibly difficult to keep up with the rate of change. But looking at leadership, have there been as many revolutionary changes in the last seven years as there have been in technology?

Mobile World Congress was this week in Barcelona. For those who don’t know, it’s a huge annual conference where some of the top smartphone manufacturers introduce their latest products. Though Apple was absent, Samsung announced their latest flagship phone, the Galaxy S5. Some advances from the previous version include improved battery life, updated camera, faster processor, a heart-rate monitor, and a new fingerprint scanner (a la iPhone 5s), but despite all of these, its reception has been generally lukewarm because the changes weren’t quite revolutionary.

The response to the S5

Consumers of technology these days demand constant innovation from products. Why shouldn’t your direct reports, the consumers of your leadership, demand the same? Would you be able to keep up?

Let’s get the ball rolling on change. Are you currently doing something differently from other leaders to improve your leadership skills and/or meet the needs of your direct reports? Perhaps that thing you do is actually the game-changer that will revolutionize leadership as we know it. Share it in the comments.

Image Credit: 1 | 2 | 3

Oversupervision vs. Undersupervision: Finding the Perfect Balance

Hart Lee — Fri, 31 Jan 2014 11:13:39 +0000

Having direct reports can be hard. There’s so much work as it is and having to manage several employees on top of that can be overwhelming. And especially when there are urgent tasks to complete, it can be difficult to prioritize time with your direct report.
Some managers tend to pull back in situations like this, leaving the direct report to fend for him- or herself. Interestingly enough, other managers tighten the reins, keeping a closer eye on the direct reports and micromanaging, leading to more time lost. Contradictory, I know, but this does happen.

Employee Oversupervision by Manager

So how do you give your direct reports what they need, while also preventing them from feeling like you’re breathing down their necks? The answer is the same as what can save a marriage on the brink of disaster or stop a heated discussion from erupting into a fight: communicate. I mean, honestly, who knows how much supervision they need better than the direct reports themselves?

Communicating to Determine the Optimal Amount of Supervision

So have a conversation (that’s dialogue, not monologue) with your direct reports to see what they are up to and ask if there is anything you can do to help. A quick check-in can provide valuable insight into the challenges and successes in your employees’ lives, and even if you’re not able to help them on the spot, be sure to provide a follow-up meeting to sort out any issues and give your support.
Here are the steps to take to strike the perfect balance between oversupervision and undersupervision:

Talk with your direct report. He/she knows best how much supervision you should provide. Ask about any areas of a task where he or she would like more supervision and if there are any areas where he/she would be comfortable with less supervision.
Show that you care. Remember that your goal is to learn how to better tailor your supervision to your direct report needs. And by meeting these needs, he/she will be more satisfied, committed, and better prepared to work well. Describe to your direct report how much you want these things for him/her.
Follow through. Don’t you hate when you trust someone to do certain actions (especially for something that impacts you), and he/she lets you down? Your direct report is trusting you to follow through with what you agreed. Be sure to prioritize this, as trust is easy to lose and difficult to gain.

Image Credit: 1 | 2

Lifehack – Achieve Your Goals by Making Them Easy

Hart Lee — Fri, 03 Jan 2014 04:44:38 +0000

Happy 2014! With a new year comes new resolutions. Are yours the same resolutions you’ve made last year? Don’t worry, you’re not alone. Despite what psychologists tell you, behaviors are difficult to change, especially when you’ve become used to doing them. There’s a reason why self-help books sell every year and apps are released to motivate individuals to change.

Change is difficult

So why will this year be different? Because I will share a secret that will help you to actually achieve your resolutions: Make your resolutions easy.
Now this does not mean that you reduce your weight loss goal to -5lbs or that you discard your quest to read 50 books this year and instead read 2 lines of a blog post. What I mean is, do all of the prework first so that the goal becomes easy to attain. This is especially useful for when you have difficulty starting.

It’s easy if you try

For instance, I had an issue with running. I would sit there figuring out what to wear and then spend another 10 minutes scrolling through my playlists and choosing the songs for my run. Then I would look through my fridge for a pre-run snack and spot the delicious leftover burger from the restaurant the night before. The next logical thing to do was to gobble down that burger on the couch!
Instead, I prepare all of this in advance. I prepare my clothing, my playlist, and my snack before I go to bed. The next morning, all of my running gear is ready to go. The preparation comes easy since I know that I won’t have to run right after I’m done.
The author of the post below, Gus Jaramillo, actually changes into his workout clothes when he is off of work. That way, he is ready for the gym before he even gets into his car. The only logical destination becomes the gym.

Start today

So think about your goals and ask yourself, “What can I do to make them just a little more easy to start?”
Image Credit: 1 | 2 | 3

Leadership: How to Adapt and Survive

Hart Lee — Fri, 06 Dec 2013 11:43:19 +0000

Remember the T-1000 in Terminator 2? The bad guy who was made of liquid metal and could take on the appearance of any other person he met? What made him such a formidable enemy was that he could adapt to any situation. Don’t have a weapon? He’ll just turn his entire hand into a sword. Avoiding detection? Melt and become the floor. Crying baby? Morph into the mother and gently mimic her voice to soothe the baby.
Ok, maybe that last part didn’t actually happen, but who knows what could have transpired if the T-1000’s agenda didn’t involve constant destruction. Really, he could have accomplished almost anything. And that’s the point… he was flexible (both literally and figuratively). And great leaders are that as well (in the figurative sense, of course, unless we’re talking about yoga instructors).

But most people do not seem built for this flexibility. By the time we’re ready to lead, we have shaped a certain identity that is already filled with characteristics, beliefs, and behaviors that are not easily changed, thus giving psychologists a reason to study personality. But you are more adaptable than you think.
Imagine you are in the crowd at a sporting event with your favorite team squaring off against its greatest rival. All your like-minded friends are there with you, cheering on your team and jeering the enemy. What are your behaviors? Now imagine you are with a potential client on an important business meeting at a coffee shop. Now you’re with your family at your favorite vacation destination. Now a romantic date with your significant other. Did your behaviors change? But you are still just yourself with your singular identity. How is it possible that you can exhibit, in some cases, such jarringly different personalities?

The answer is simple. Think of yourself as having varying quantities of various qualities. And, depending on the situation, you adjust the dials on some of those qualities to construct different personalities. But what’s empowering is that you are manually changing your behaviors. You are in control of who you display, because you can choose to see, for instance, the romantic date as actually the sporting event. This may not go over so well with your significant other, but then again, it may go over wonderfully. You really don’t know unless you try! And all it takes is a quick change in perspective.
So essentially, you have hundreds of different personalities living inside of you and you decide who comes out. Go out and try a personality you don’t normally use in a situation. Why? For the sake of becoming adaptable! Because learning and practicing adaptability can take you from a good leader to a great leader! And being more adaptable can benefit both you and those around you. Unless, of course, you’re the T-1000.
Image Credit: 1 | 2 | 3

Gamification and the Future of Work

Hart Lee — Fri, 08 Nov 2013 09:13:20 +0000

Videogames Control

I love videogames. I mean, there’s an addictive quality to them, whether it is character progression, unlocking new content and achievements, or continuing the narrative. And it’s currently a huge trend. The recently released game Grand Theft Auto V broke several Guinness World Records, including “fastest entertainment property to gross $1 billion.” To put that in scope, “entertainment property” even includes feature-length films and music.
So what is gamification? It is taking the concepts of game design and applying them to other things. For instance, I wear a device on my wrist called the Fitbit Flex. It is essentially just a pedometer in a wristband, but the web/mobile app is where the magic happens. It displays my goals for steps and calories and my progress for each in a clean and engaging interface. The wristband even shows a series of lights to indicate how close to my goal I am. Gamifying health and fitness… who would have thought?

Word Cloud “Gamification”

It’s even popped up in the workplace. I recently spearheaded the construction of a new intranet site for my department using WordPress, and by taking advantage of its customizability and vast number of plugins, we developed an onboarding system that uses a mix of content to take new hires on a 12-month journey, with badges rewarded at each step. I believe that learning should be fun, exciting, and engaging, and gamifying the process is one way of achieving that.
But there is something I haven’t seen discussed within the realm of gamification. There are games, such as World of Warcraft, where players willingly perform mundane tasks. They click on the same things over and over again until a cool item appears or an objective is completed. And they love to do it. They are absolutely engrossed in these activities and will happily lose sleep to continue to perform these seemingly boring tasks. Now imagine taking those clicks and placing real work beneath them so that instead of those clicks only translating into currency and experience points that are limited to the game, the clicks also produce work for the organization. Work that the employees absolutely love doing.
I want this to be the future of gamification, where work is gamified to such an extent that it stops being work and becomes an actual game. Perhaps then, there would be no need for employee engagement initiatives or training to boost productivity, because employees would be naturally driven to continue playing, and become skilled at, the game.

I Don’t Have Birthdays, I Level Up

When I was younger, I dreamed of playing games for a living. Perhaps when gamification reaches its full potential, this dream will come true.
From now on, if someone says I’m gaming too much, I’ll just say, “it’s informal training for future work!”

Sources: Guinness World Records | Gamification.org
Images: 1 | 2 | 3

My Vegas Story: Seize the Day, and Night!

Hart Lee — Fri, 11 Oct 2013 09:02:24 +0000

At close to 10PM, the pilot announced that he would be making the final descent to Vegas, the city I had been to only once before for a brief amount of time. I peered down through the plane window and saw the beautifully lit strip, magnificent and thriving. And that kicked off an unforgettable 3 days and 2 nights at the HR Tech Conference earlier this week.

Welcome to Las Vegas

Go see the Cirque shows. Walk around inside the Bellagio. Most importantly, don’t stay in your hotel room! These recommendations from my coworkers bounced around inside my head as I went to my first session of the conference. Being new to HR and to workforce analytics, the information presented and conversations I had with people really highlighted just how much I didn’t know. And sure, this was quite unnerving because everyone around me seemed like they had it all figured out. But in another corner of my brain, I was absolutely thrilled. Here was an opportunity to absorb as much information as I could about a topic I hadn’t really been exposed to before, but was so critical to my work. So I made up my mind to learn as much as I could about the bright minds that made up the HR world.
And then there were the networking events. Wow. Reserving an entire lounge overlooking the strip for a night is definitely not cheap. Especially when there is an open bar. But somehow there were not just one, but two separate networking events that took place both nights I was there. Of course, I took advantage of these events and chatted with very interesting people while getting some good recommendations and advice.
But there was one thing I didn’t get to do. I didn’t step foot on the dance floor. And I generally love to dance. Perhaps it was the thought that I had previously that everyone around me had it figured out. Perhaps it was the lack of liquid courage in my body. Perhaps it was the reservation that I had built up after two girls had “propositioned” me on the strip and I had quickly, but politely, mentioned my girlfriend before taking my leave against their persistence. Whatever it was, as I approached the dance floor, something made me stop.
And when I left, I was filled with regret. The next day was only a half day for the conference and I was to fly out immediately afterwards, so this was my last chance to experience Vegas. I simply couldn’t bring myself to go back to my hotel room. Sure, it was past one in the morning and I was ready for bed, but come on, I was in Vegas! And then I remembered the recommendations. It was too late for a Cirque show, but the Bellagio! And with that, I started walking.

A view of the strip in Las Vegas

It took me almost 40 minutes to get there from the Mandalay Bay because I took my time and enjoyed the buildings. I mean, where else can you see large replicas of the Eiffel Tower, the Statue of Liberty, the Golden Gate Bridge, and the New York City skyline in the same area? And when I got to the Bellagio, I was amazed at the hand-crafted colored glass pieces that hung from the ceiling. I even got to see the talking tree! Well, it didn’t talk while I stood in front of it, but it did move its eyes and blinked as it smiled. It was surreal.
By the time I got back, it was almost 3 in the morning. I was tired but happy. As I laid down in my bed, my mind drifted back home to San Diego. And I thought, what if I put myself in the shoes of a tourist every day? If I went everywhere with the same sense of wonder and curiosity? If I lived everyday like it was my last chance to experience where I was and what I was doing?
Mark Mayfield, one of the speakers at the conference, declared that everyone knows about perspectives A and B. But to take a unconventional and undiscovered third perspective can exercise one’s creativity and bring more humor and entertainment into one’s life. I wholeheartedly agree.
So have fun, take chances, and don’t ever let regret materialize. And if something ever stops you from walking onto the dance floor, I have just the thing. It’s a statement that I read in a magazine on the return flight: “The No. 1 antidote to fear is experience!”

Want to Save Time? Use Keyboard Shortcuts

Hart Lee — Fri, 06 Sep 2013 13:16:00 +0000

Do you use the computer? Of course you do, how else would you be reading this? Now, think about how much time you spend on the computer, both at work and at home. What if I told you that a simple tip could cut that time in half while boosting your fun?
Imagine the causal user, sitting in front of the computer with the mouse in one hand and a coffee in the other. Then imagine the same individual, but instead of the hand gripping the coffee, it is resting on the keyboard. Now this person is poised and ready to become a power user. And that’s the key. The key is the keyboard!

Fast Keyboarding

Power users take full advantage of keyboard shortcuts. This makes them more efficient at getting through their tasks on the computer. They can use the time saved to dedicate to their direct reports or for catching up with clients. They also benefit from not being bogged down with computer processes and losing focus from the task. The computer then becomes faster, easier, and more enjoyable to use. Less in the way and more right away!
Let’s do an experiment. Using your web browser, go to the following website in a new tab using only your mouse and copying/pasting the web address (not using bookmarks or favorite links):

www.kenblanchard.com

Done? Ok. Now, let’s go to the same website, but using the keyboard. Here are the instructions (read them first before performing them):

Highlight the web address above with your mouse
Hold down the CTRL (PC) or Command (Mac) button on your keyboard
Hit the following letters: c, t, v
Let go of the CTRL (PC) or Command (Mac) button
Hit the ENTER button on your keyboard

Which was faster? Hopefully the keyboard shortcuts were (hence the term shortcuts)! There are a tremendous amount of things we do on the computer on a daily basis that can be done with keyboard shortcuts, and shaving off a few seconds here or a minute there can really add up to huge time savings!
To start, I would recommend memorizing ALT+TAB, which allows you to switch to your last open application window. Here is a video of this shortcut in action. Now, you can keep your focus on the center of the screen and not have to hunt down the application icon at the bottom!
I find it most effective to learn one shortcut a week and to use it as much as possible during that week. And hand positioning is important as well. Here are some common ways I’ve seen right-handed people hit shortcuts with their left hand:

Of course, you don’t have to start with ALT+TAB! Look up shortcuts for any actions or functions that you do often that you’d like to perform quickly, like sending the email you’re writing in Outlook (ALT+S) or bolding a word (CTRL+B). Once they become ingrained, you may find yourself zipping along, having more spare time, and loving computing so much more.
If you have any trouble finding a particular shortcut or need any additional help, post in the comments below. Happy shortcutting!

When Silence is Not Golden: A Story of Unexpected Leadership

Hart Lee — Fri, 02 Aug 2013 05:55:27 +0000

I admit it. I fear the unexpected. And I still remember the time when the unexpected hit me flat in the face.
I was working for the Geek Squad at Best Buy at the time, and my supervisor asked if I’d like to be an instructor for the local Geek Squad Summer Academy event. This is a two-day program held annually in different locations of the world where agents from across the country gather and teach children in the area about various aspects of technology, from building computers to producing music. I said, “sure,” and was sent off a week later to Oceanside, CA.
After orientation, I was assigned to teach the image manipulation class with another agent who looked like he went to the gym far too often. We went over the course and divided the lessons between the two of us before heading home to prepare for the next day of actual instruction.
On the first day of class, we stood in front of about 25 children, ranging from four- to thirteen-year-olds, and three other agents in the room who were acting as helpers. We all went around the room introducing ourselves and my co-instructor confidently started to talk about the first lesson. And that’s when things went terribly wrong.
As he pulled up the program on the computer for the first activity, he started fumbling his words and his voice lowered to a mutter as he moved from the instructor’s computer to the instructor materials. Then, he went silent. He looked like he had no idea what he was doing. I could see the children starting to fidget in their seats. They began to whisper, which grew to talking, and then yelling. The three helpers were desperately and unsuccessfully trying to calm them down.
Instantly, I was on my feet. An intense dread came over me as I realized I had no idea what I was going to say or do. I remained motionless with everyone’s eyes on me, including my co-instructor, for what felt uncomfortably longer than the 10 milliseconds that I stood there. And then, my brain suddenly started making connections and words flowed from my mouth. I had vaguely recalled that my co-instructor’s portion involved taking pictures, so I told everyone to grab their cameras. And with that, I ended up presenting the entire two days, making up lessons for portions that weren’t mine. The kids went home happy and skilled at image manipulation, and I went home relieved it was over and pleasantly surprised at myself.
That incident taught me a few things:

Don’t doubt yourself. Doubt can be quite the speech-killer, so believe that you can overcome and succeed. The brain can make surprising connections under high pressure situations. Or, in my fellow instructor’s case, make no connections… and then, you just might put yourself and/or someone else in an awkward situation.
Take everything as a learning experience. This mindset can help you get more from your best moments, as well as really understanding your worst ones.
Just go with it. Never think that something is ruined if it doesn’t pan out the way you thought. Be creative. Sometimes, things can turn out better than how you’ve planned.

You never know when a moment of unexpected leadership will strike next, but these tips can help you turn things around and make the outcomes a bit more… expected.