Developing Leaders

By Paul Bertrand

May 26, 2015

Recently I have been fortunate to be able to help young leaders in their new roles of being accountable for others.   I want to take this opportunity to recognize my clients who are investing in their leaders, especially offering some form of training or instructional basics to those who have never managed people.

Most of us have, at one point or another, read or heard the importance of strong leadership in business or organizations.  A common and imperative competency for many management roles, but yet I find it concerning that with new supervisors or managers this skill is often developed through his or her own experiences of seeing the skill, good or bad, by someone else.  Just imagine learning on how to ride a bike by simply looking at others on the bike path peddling along, and then one day someone tells you: “Get on the bike and make your way.” Great way to get a few bruises and falls.

It is sad to say that too often the individual with a new task of managing people is placed in a similar dilemma.  They behave the same manner that has been shown through their previous boss and hope for the best.  Depending on the leaders we worked with, it could have included a prevailing harsh atmosphere, with low appreciation.  In some cases, a leadership style simply unacceptable. An outdated command and control approach inherited from the industrial age. 

This may help us understand why in so many organizations leadership is understood to be a core value, but yet when employees are surveyed, so often this point is rated at a much lower level than expected.

Leadership development programs have proven to be among the most effective measures, providing lasting and measurable results. In a positive organization, every person promoted to a leading role would receive support through a coaching program.

New leaders need to know basic understanding built on respect and appreciative social interactions.  The key success factors of leadership explained and understood are essential for giving them the necessary confidence and certainty right from the beginning.

The key goal is to allow a new leader to understand people's motivators, hopes and difficulties and to create the right circumstances and support mechanisms to allow people to live up to their full potential. 

 

Is this not a correlation in improving profitability and productivity?

 Paul Bertrand is founder of Canadian People Management Inc. which is based out of Pickering, Ontario. His company specializes in new leader development tailored to strengthen his client’s cultures, leadership and teams.

www.cpeoplemi.com

 

Maple Leaf Anniversary

Maple Leaf Anniversary

By Paul Bertrand

February 12, 2015

 

Our Canadian flag celebrates its 50^th birthday on February 15^th.

If there is any example of how people can be set in their ways and divided through the early stages of change, this story could be one of the best.

We may not know which individual deserves the credit in the creation, just like changes being implemented in your organization, odds are some will be wondering who did it 50 years from now.  Some say Dr. George Stanley, inspired by the commandant’s flag at Kingston’s Royal Military College and others say an MP from Brockville named John Ross Matheson.Nevertheless, we owe it to the committee and government at the time to persevere and introduce a unique country identity.

The story to be learnt is that although many were against it, just like many changes, getting through the storm is part of becoming a norm.   At the time the Globe and Mail wrote of the new flag in an editorial in December 1964: "Flags that have been torn in battle with a foreign enemy can still fly with pride. This will surely be the first flag in history that was shredded by its sons."
The Opposition leader had nothing good to say about it. Diefenbaker fought bitterly against Lester Pearson's plans to adopt a new flag, even losing a party member in the process. Leon Balcer from Trois-Rivières became an Independent over the flag. 
Even the Liberal MP Pierre Trudeau at the time, suggested much of Quebec was apathetic about the flag. "Quebec does not give a tinker's damn about the new flag," he said. "It's a matter of complete indifference."

Today our flag is something that represents a country that is viewed as one of the wealthiest in the world and it ranks high in international measurements of government transparency, civil liberties, quality of life, economic freedom, and education.  Our flag, the once uncertainty of many, is something to be proud of. 
May the storm you are experiencing today, be the success of tomorrow.

 

Contact Canadian People Management to learn more on how you can be leading your industry, your organization, your team, to greater results. 

Paul Bertrand is the Founder of Canadian People Management Inc. which is based out of Pickering, Ontario. His company specializes in organizational effectiveness development through solutions tailored to strengthen his client’s cultures, leadership and teams.     www.cpeoplemi.com

 

 

 

Self-centered or People-rounded Leaders

Self-centered or People-rounded Leadership

By Paul Bertrand

February 2, 2015

 In a world that we are often faced with options, as leaders we are constantly making decisions.  Leaders decide and are accountable in ensuring the best changes and or actions are taken.  This type of authority in taking responsibility can be done in a manner that reflects a leader that is self-centered or people-rounded.

Self-centered leaders are most often focused on what is sought, and have no care of how and who will be impacted by their decisions.  Where as a people-rounded leader will ensure that the problem analysis always involves the individuals, especially the key stakeholders.  Important to note is how your subordinates can perceive you as one of the two. 

Although the details are important for any problem at hand, the leader who does not take into account the basic principles of working with individuals becomes self-centered.  People around you are individuals who may be your customers, peers, prospects, direct and impact reports or your own leaders.

We all know that some of us are more detailed oriented and can be easily swayed in thoughts and actions that are not people focused.  But what I’m referring to is a necessity to not only meet the immediate needs and desires of the challenges, but ongoing and long-term success as a leader in leading strategies, goals, and empowering people.  As a good leader you must realize that it is not you who make it happen, but your success is determined in having every individual around you and impacted by you, to deliver to the right task and decisions you authorize.

I’ve seen all kinds of leaders in my work and life experiences, and I assure you that good wins.  I have been empowered by leaders that have shown a genuine care in me as an individual, valued my input and expertise in whatever was relevant. I respected their decisions and actions because of it.  For example, a CEO who would leave a personal weekly voicemail message to all thousands of employees, although a group message, felt personal because of the genuine sincerity.  When people are asked about their best boss or manager, the list is too often built with the ones who respected you and took some steps to know you as a person.  In these positive relationships that built commitment, all who were working under such leaders were more driven and eager to deliver. 

I’ve also seen work environments so badly poisoned by self-centered leaders, that a third party, organized unions of people, need to be in place just to get the basic details done.  A fool, who somehow believes just because of their role or title, deserves a “god like” treatment.  An environment built where self-centered ills are brewed within both sides, only causing negative advancement, let alone sustainability. 

Nevertheless, any culture can be positively changed through people-rounded leaders, the spirit of achievement.  Anyone can become the heir to success when leading with the three “airs” - Cares, shares and is fair.

Contact Canadian People Management to learn more on how you can be leading your industry, your organization, your team, to greater results. 

Paul Bertrand is the Founder of Canadian People Management Inc. which is based out of Pickering, Ontario. His company specializes in organizational effectiveness development through solutions tailored to strengthen his client’s cultures, leadership and teams.

www.cpeoplemi.com

First Impression Or Bad Perception

By Paul Bertrand

January 7, 2015

 

 

So many companies recruit and select individuals with the goal of adding new employees who hold basic traits, ethics or values that are important to the successful hire.  I’m referring to honesty, open communication and trustworthy.  

Yet, why is it that so many recruiting and selection processes leave applicants doubting if the company is honest, leaving them with withheld communication, and leaving potential applicants not taking the steps to apply.  Would you agree that if you want individuals with specific basic competencies to join your company, the environment you are portraying, especially the selection process, needs to match those values. 

Too many recruiters today never start with an inviting, honest and respectful relationship.  They portray themselves in the driver’s seat and demonstrate a dominant role in the selection process. Things as simple as choosing to not thank people in applying, a basic task, especially with merge functions, leaves a bad perception.  An attitude that they don’t really care other than who meets the requirements or at least the ones that the recruiter believes meets the requirements.   Let’s face it, in today’s competitive and difficult search for top performers, you need to ensure that you are inviting top candidates and not leaving them with any doubt of your company values.  

The old saying that you only get one chance for that first impression is no different on getting interest to your job postings.  When someone gets the first impression from looking at a posting and is left with missing info like compensation details, no idea on who the company is, especially when a 3^rd party recruiter is involved, lack of details on the position responsibilities and all too often the statement that only qualified candidates will be communicated, leaves some to pursue their search for a better employer.

Too often the efforts are limited in ensuring that postings will attract and communicate to the audience you are looking for.  Maybe the entry admin position is not the best individual to be left with this key public relations and communication task of developing and anchoring an interest. 

Companies will ensure that their values and core principles are communicated for all to see.  Websites, Press Releases, Shareholder Updates and Newsletters, but yet their recruiting efforts leave potential and applying candidates with such a bad depiction of the company.  They too often believe this process only connects with one of the two, non-worthy or successful candidates.  Not understanding that many did not bother applying based on what they first where introduced to. 

If you are looking to add top performers from job postings, recruiting activities and selections processes, make sure they reflect your key core principles or values, especially those that are important to your culture.  Also, don’t be scared to put yourself in other people shoes and determine if your processes are more deterring or attracting.   Sometimes the easy and simple way, is not the best way.

Paul Bertrand is founder of Canadian People Management Inc. which is based out of Pickering, Ontario. His company specializes in organizational effectiveness development through solutions tailored to strengthen his client’s cultures, leadership and teams.

www.cpeoplemi.com

The True Leader

As Christians of the world celebrate the birth of the saviour, this timely blog is dedicated to Jesus Christ.  Reflecting on what he shared with us on how we can lead in his ways.

 Jesus was announced to be a leader centuries prior to his birth when God spoke through the prophet Isaiah. Isaiah 9:6 “For to us a child is born, to us a son is given; and the government will be upon his shoulder, and his name will be called “Wonderful Counselor, Mighty God, Everlasting Father, Prince of Peace.””  Wonderful is translated from the Hebrew word pele meaning miracle.

In a short blog I would never be able to describe in detail on how so many characteristics and values of effective and successful leaders can be referenced to the True Leader.  We can however simply look at the first name, or quality from the announcement, how we can portrait Jesus Christ through behaving as wonderful counsellors.

The counsellor role is an important aspect of leaders.  Good counsellors are always compassionate and positive.  This is the fundamental ingredient of what can make us exceptional leaders.  To be supportive and inspirational is often words used from people describing their best leader they have ever had.  Although we may know this is a necessity in our role to impact, mentor and lead others, we may become less optimistic or cheerful at times.  Even our True Leader, although a flesh life filled with encouraging actions and words, he also had the moment in the temple where the situation might have got the best of him when he made a whip of cords and drove the traders out the temple. John 2:13-17

Is the stress, conflicts or challenges get the best of us at times?  In a world that is fast pace, competitive, action driven and goal oriented it is too often taking from us a true effort to remember to be portraying the optimistic person in charge.

This is where the quote from Warren Bennis who through his many books, highlighted so often that the ingredient of successful leaders include personal ethics.   “Managers are people who do things right, while leaders are people who do the right thing.” 

Just when He fed the many, faced with thousands of people being in a desolate place away from food and his disciples telling him of the worry of darkness soon upon them, the apostle Mark tells us that he had compassion for all.  Mark 6:34

May we as leaders learn the goodness from the teachings and examples of our True Leader.  Let us take the spirit of the season built from true Love and Compassion, and make it part of what we strive to become - stronger leaders. 

Merry Christmas.     

Paul Bertrand is founder of Canadian People Management Inc. which is based out of Pickering, Ontario. His company specializes in organizational effectiveness development through solutions tailored to strengthen his client’s cultures, leadership and teams.

www.cpeoplemi.com

Parable of a Blacksmith and His Son

This week instead of writing I’m mostly sharing. Often I am asked about the different generations in the workplace which I help leaders understand the characteristics of the four types we most often face in our workplaces. I’m sharing a story, writer unknown but did find out it is posted on GodVine website.  I believe it speaks of these different generations, or is it different grounding, youth learning and development.  This week I dedicate this Blog to the employers who are patient, mentors, and coaches to the young generation of workers who are, for their first time, having to work. 

 

A young man went to seek an important position at a large printing company. He passed the initial interview and was going to meet the director for the final interview. The director saw his resume, it was excellent. And asked, '
- Have you received a scholarship for school?' The boy replied, " No '.
-' It was your father who paid for your studies? '
-' Yes.'- He replied.
-' Where does your father work? '
-' My father is a Blacksmith'
The Director asked the young to show him his hands.
The young man showed a pair of hands soft and perfect.
-' Have you ever helped your parents at their job? '
-' Never, my parents always wanted me to study and read more books. Besides, he can do the job better than me.
The director said:
-' I have got a request: When you go home today, go and wash the hands of your father and then come see me tomorrow morning.'

The young felt his chance to get the job was high.
When he returned to his house he asked his father if he would allow him to wash their hands.
His father felt strange, happy, but with mixed feelings and showed their hands to his son. The young washed his hands, little by little. It was the first time that he noticed his father's hands were wrinkled and they had so many scars. Some bruises were so painful that his skin shuddered when he touched them.

This was the first time that the young man recognized what it meant for this pair of hands to work every day to be able to pay for his study. The bruises on the hands were the price that he paid for their education, his school activities and his future.
After cleaning his father's hands the young man stood in silence and began to tidy and clean up the workshop. That night, father and son talked for a long time.

The next morning, the young man went to the office of the director.
The Director noticed the tears in the eyes of the young when He asked him: -' Can you tell me what you did and what you learned yesterday at your house?'
The boy replied: -' I washed my father's hands and when I finished I stayed and cleaned his workshop '
-' Now I know what it is to appreciate and recognize that without my parents , I would not be who I am today . By helping my father I now realize how difficult and hard it is to do something on my own. I have come to appreciate the importance and the value in helping the family.

The director said, "This is what I look for in my people. I want to hire someone who can appreciate the help of others, a person who knows the hardship of others to do things, and a person who does not put money as his only goal in life". 'You are hired '.

A child that has been coddled, protected and usually given him what he wants, develops a mentality of " I have the right ' and will always put himself first, ignoring the efforts of their parents. If we are this type of protective parent are we really showing love or are we destroying our children?
You can give your child a big house, good food, computer classes, watch on a big screen TV. But when you're washing the floor or painting a wall, please let him experience that too.
After eating have them wash the dishes with their brothers and sisters. It is not because you have no money to hire someone to do this it's because you want to love them the right way. No matter how rich you are, you want them to understand. One day your hair will have gray hair, like the father of this young man.
The most important thing is that your child learns to appreciate the effort and to experience the difficulties and learn the ability to work with others to get things done. "

Author Unknown

If you would like to learn more about organizational effectiveness and how the solutions at Canadian People Management can improve your results visit us at www.cpeoplemi.com

 

Culture Types

     What type of culture are you working in or trying to create?

 

 To help you with the answer, we must first understand our organization and environment.

An organization is a social unit of people that is structured and managed to meet a need or to pursue collective goals. Adding the environment which consists of the surroundings of a living organism, including natural forces and other living things, which provide conditions for development and growth as well as of danger and damage.

Whatever you are experiencing, inventing, creating, or wishing, it involves people.  I would hope you agree that it is quite evident that people are the key factor in any culture and I believe that work culture is created by the leaders, or without guidance, naturally by its team of workers.

I’ve identified some common types of cultures that are common in workplaces, which some I have had the pleasure to work in, or must I say dreaded.  I believe that you cannot put a square peg in a round hole, or at least without some damage, says my 13 year old son. 

Customer Focus Culture – This is the workplace that promotes and emphasizes that the customer is always right, within reason.  This environment is one that has every worker asking “How does it impact our customers?” with most problem solving activity. I enjoy this culture because the purpose is clear for everyone - ensure the customer experience is a good one. Want to destroy this culture, have a narrow minded leader who only worries about how much they can squeeze from the customer. Great for their bonus and bottom-line, short term that is. 

Team Culture – Workers are the important factor in this one.  This can be easily identified by the lunch rooms, fitness rooms or social events.  Ensuring that everyone is happy and comfortable is the key focus. This culture typically respects and acknowledges the strengths of each individual. Who said Monday morning was not a good time?

Learning Culture – Development and growth of the workforce is of high importance.  These cultures thrive on skills and capabilities that are built on intense training.  My military experience did make me feel part of an elite group and quite the sense of  accomplishment.

Creativity Culture – This can be very successful culture that drives innovation, or it can be so risk taking that the outcome is not accepted by the norms of the world, leading to failure.  A balance of creativity is a necessity is it not?  Don't think Netflix had that in mind.

Fear Culture – This is a workplace where if you cannot meet the goals, get out.  Observed in many “sales driven” companies.  Accompanied with this type is often an authoritative element.  Strict - no deviation.  Just do what is asked.  Performance may be the benefit, but at what turnover cost?

Process Culture – If you choose to change the script, it just might cause you a job.  Can you say micro-manage?  This is a culture that is the opposite of change and creativity.  Stability and keeping a focus on standards is a necessity at times and some workplaces do need it.  Our education system, government and Tim Hortons comes to mind.  

This is not a complete list since many cultures have the multiple ingredients of the above.  As leaders we should create, communicate and preserve our cultures, and ensure we are surrounded with people who are well suited to it and enjoying it.

If you would like to learn more about organizational effectiveness and how the solutions at Canadian People Management can improve your results visit us at www.cpeoplemi.com