Lately, there has been a lot of very important discussion about leadership character. What is it? How important is it? Can it be developed?
Leadership character is competence balanced with authentic decency. You can be competent from a skill point of view, but if you are unable to build a team or collaborate with others — you aren’t effective. You can be very nice and loved by all people, but if you are unable to create clarity, hold people accountable, or help others improve — again, you aren’t effective.
The content of your character is your choice — and yes, leadership character can be developed. People of poor character know what is expected, and could behave reasonably, but choose not to. Day by day, what you choose, what you think and what you do is who you become [Heraclitus, ancient Greek philosopher].
Demonstrating leadership character means that you choose to:
Behave in alignment with your intention — your beliefs, values and goals.
Use discipline to manage your thoughts and feelings in order to stay aligned with your intention.
Make time and effort to develop the skills to communicate competently — and different skills are required for this virtual workplace.
Monitor your behaviour to ensure you demonstrate humility and compassion for others.
Take responsibility for clarifying performance expectations.
Leaders with character also demonstrate the courage to hold others accountable — to do what is required (i.e., levy consequences) when people choose to not meet clear, reasonable expectations. It is one side of the coin to clarify expectations; the more difficult task is holding yourself and others responsible to keep promises, follow procedures, and do their work.
Three character/accountability questions for you – and perhaps to ask your team as well:
1: Do you believe that in your organization people are held accountable to do the job for which they are paid?
2: What is the consequence if they don’t do the job?
3: What is the barrier to holding people accountable?
Listen to the Centre for Character Leadership team talk about how character is leveraged in their work.
https://www.youtube.com/watch?v=oOPv0bSNmNo&feature=youtu.be
You may also find Chrystia Freeland’s comments (in her fireside chat with the Ivey Ian O. Ihnatowycz Institute) on the guiding principles of leader character, to be informative as well as topical.
Join us for Building Character Culture Conversations
Our monthly Building Character Culture Conversations are continuing and the next one is scheduled for October 22nd at 1:00 p.m. The topic is How do we hold people accountable for good character?
If you would like to join us, kindly send an email to info@centreforcharacterleadership.com and the Zoom information will be sent to you. These Conversations are about learning from each other and supporting each other.
Sincerely,
Kathleen Redmond MA, MCC
kr@centreforcharacterleadership.com
905.478.7962
Interactive Online Learning Program: Leading with Authenticity, Character, and Integrity
Facilitated by Kathleen Redmond, MA, MCC
Our Interactive Online Learning Program continues with Course #2: The COACH Approach on October 27th.
Visit our Coaching page to learn more. Each course is limited to 9 participants — sign up now to join us for a truly collaborative online experience!
To learn more email us at : info@centreforcharacterleadership.com
What can we learn and how do we move forward?
It is mid-June-ish and we have gone from a near stand-still to a period of rapid transition. People have been working in a variety of different ways, or not working, for the last 13 weeks. And there is lots of emotion! What can we learn and how do we move forward and reach the next step?
If you are a team leader, a team-mate, or just a friend, there are two simple questions you can ask to bring about insight:
1. What has this been like for you?
2. What can we do better?
The questions are purposefully open and generic. We never know what people will say and the challenge is to hear the message. Use open-ended questions that start with “what, when, how, where” to receive the full picture. Then listen openly and non-judgmentally, remembering that everyone is experiencing this transformative time in a different way.
By seeking to both understand what others are going through while also trying to understand your own (or your organization’s) part in it, we might just end up in a better place.
What I’ve learned
Over the past 13 weeks, I have been offering complimentary webinars to support leaders and develop strategies for teams. As is so often the case, there were many ‘gifts’ for me in the process. I met new leaders and re-met many people I haven’t seen for a long time. Thank you. The conversations became increasingly candid and courageous, particularly in the last weeks when the topic of racism in the workplace came to the foreground. I have been asked to continue to provide this platform for authentic conversations, so let’s do it!
Register for upcoming complimentary webinars
After being coached by insightful participants, two more “themed” conversations are scheduled and have now been given a name: Building Character Culture Conversations. These one-hour complimentary webinars are open to past and current clients, and University of Guelph 6740 MA (Leadership) alumni.
Dates: June 24th and July 8th. Noon ET.
To register, please send an email to info@centreforcharacterleadership.com
Leading with Authentic Character, Integrity and Courage online learning sessions started last year and have continued. The courses are limited to 9 people and are very interactive.The upcoming session is The COACH Approach in a transitioning world starting June 15th. The focus will be on the leader as coach – with skills to transition to your new reality and redefine your team’s working arrangement, as well as skills needed to coach remotely.
Spaces are still open for June 15th – contact me to register.
Have a good day and thank you for reading this blog,
Kathleen Redmond MA, MCC
kr@centreforcharacterleadership.com
905.478.7962
Interactive Online Learning Program:
Leading with Authenticity, Character, and Integrity
Facilitated by Kathleen Redmond, MA, MCC
Course #2: Practice the COACH Approach starts June 15th.
Each course is limited to 9 participants — sign up now to join us for a truly collaborative online experience!
or visit our website to learn more.
This is a time of great change and challenge for all of us. It is also a time to be kind and be supportive. We are all experiencing this watershed moment together, so let’s find ways we can help and support each other, even from a distance.
Terry and I are traveling right now and are so grateful to friends and family for keeping in touch and asking what we might need when we arrive home. These offers of support, together with updates from our government, have made a challenging time much easier to handle.
The current global situation (and our new normal) is an opportunity for all of us to think about challenges differently. To quote Michelle Obama: “You should never view your challenges as a disadvantage. Instead it is important for you to understand that your experience facing and overcoming adversity is actually one of your biggest advantages.”
I would love to hear about your ideas for alternative ways to work, learn and collaborate together. We are indeed all connected and in this together.
I am thinking about all of my colleagues, clients, friends, and family at this time…and hoping that you are all safe and well.
Sincerely,
Kathleen Redmond MA, MCC
905.478.7962
Interactive Online Learning Program:
Leading with Authenticity, Character, and Integrity
Facilitated by Kathleen Redmond, MA, MCC
Course #1: Know Your Character is now rescheduled and will start on April 14th.
Each course is limited to 12 participants — sign up now to join us for a truly collaborative online experience!
or visit our website to learn more.
Every year, when I hear Céline Dion sing “So this is Christmas, what have you done? Another year over, a new one just begun”, I do reflect on what contribution I’ve made. Most of us want to leave a positive legacy; in my case, I want to contribute to more understanding, fairness and kindness in the workplace. Thirty some years ago when I started my career, no one was talking about kindness. Now, we are very aware of the broad impact each of us can have — that if we don’t treat each other well, so much is in peril, including the success of organizations and future generations of workers.
Kindness is about being generous with your time and with compliments, being respectful, being compassionate, and generally having concern for others. And research shows that the ‘givers’ of kindness have lower stress levels and a greater feeling of happiness. At work, there are many ways you can be kind:
1: Tell others what you appreciate about them, that you are grateful for what they do.
2: Be inclusive when planning lunches and celebrations — reach out to others who are outside of your ‘normal’ circle.
3: When someone makes a mistake, make them feel better by telling them about mistakes you have made.
4: Take the spotlight off yourself and think of ways to shine it on others.
5: Reach out and make time to connect with someone who is ‘quiet’ or may be having personal challenges.
6: Be patient when others aren’t as ‘quick’ to catch on to things as you would be.
Smile!
A year ago, our blog focused on taking an intentional approach to the holiday season by honouring diversity and finding ways to celebrate our similarities and differences.
On a more personal level, you may want to consider expressing kindness by giving holiday cards to the homeless through an organization such as The Christmas Card Collective, or writing to a Canadian soldier posted overseas through the Department of National Defence.
At the Centre for Character Leadership, we’re passionate about character cultures. Please contact me if you would like assistance in instilling kindness in your company culture.
Sincerely,
Kathleen Redmond, MA, MCC
Interactive Online Learning
Becoming Your Authentic Self at Work
Six-week online session begins Jan. 13th
Facilitated by Kathleen Redmond
“I am into my fifth week of the “Becoming Your Authentic Self at Work” six-week course. I have learned a lot about my own character, developing a heightened self-awareness and learning to cope with stressful situations in the workplace as well as at home. Our entire staff is taking this training!”
(Manager, Human Resources, Safety & Compliance)
“Such an amazing course! The live webinars helped to create such an intimate and safe learning environment and the content of the course really helped me to re-frame my thoughts and interactions with others while giving me tools and strategies for both every day and difficult conversations.”
(Senior Specialist, Human Resources)
Visit our website to register.
Most of us can relate to that uncomfortable feeling when someone begins espousing strong views that differ from our own. In social situations, there are a range of topics that might make us uncomfortable including politics, religion, the school system, etc. And people often just walk away from these ‘heated’ topics to avoid a conversation, rather than listening and learning.
In the workplace, when working through difficult organizational issues, we can’t walk away. We need to find ways to listen and work together for the benefit of all. If we feel discomfort, it may be because someone is speaking in a manner that conveys that they feel they are ‘right’, which might cause us to ‘get our back up’ and feel they are ‘wrong’.
all have different points of view – let’s accept that and use our differences to develop a richer perspective and better outcomes. need to take our discomfort and work through it. also have to give up being ‘right’ and, rather, strive to be collaborative. And this takes good character. Perspective is not about right or wrong, but let’s not forget the importance of accurate facts which are significant, and should be central to the conversation.
How can we take a more positive approach to discussing difficult topics? To have an interesting discussion, and expand our perspectives?
Here are some words we can use when we differ:
- The facts that can be useful to this conversation are…
- I think I see it differently than you do. Can I share with you my perspective, which is a bit different?
- My perspective (or experience) is different from yours, for example…
- Another way to look at this is…
We also need to listen to each other. Not superficially, but really listen and be open to the possibility of ending up with a richer perspective and better outcomes. To promote discussion, try these words:
- Help me understand your point of view a bit better…
- What I hear you saying is…. is that correct?
- That’s an interesting perspective, can you tell me more about that?
- What experiences have you had that brought you to that conclusion?
If your organization could benefit from some team coaching on working through differences, give me a call.
Sincerely,
Kathleen Redmond
905 478 7962
Interactive Online Learning Program:
Becoming Your Authentic Self at Work
Facilitated by Kathleen Redmond, MA, MCC
The course is currently underway. A new course will be offered in January 2020.
Visit our website Home page to learn more.
As older workers get closer to retirement, many are motivated to leave a mark — to know that they have made a difference. And they want to be challenged and continue to find some deeper satisfaction. Are organizations creating cultures where the experience of older workers is valued and honoured? Organizations may have succession plans in place, but do they help those retiring leave a career legacy?
We’ve all heard it said that the retirement age of 65 is too young and is outdated. But leaders are continually telling me that some of their best, and most knowledgeable talent will be walking out the door over the next 5+ years. Statistics Canada reports more than 40 per cent of Canadians aged 65 to 69 are currently employed in some capacity. This statistic means that there are a significant number of Canadians from this age group who are likely to retire in the next few years. In fact, it has been reported that almost 5,000 baby boomers are retiring every week in Canada.
It is time to harness the passion of older workers and ensure that their experience and knowledge doesn’t just walk out the door. Here are some things for you and your organization to consider — ways the wisdom and knowledge of experience can be harnessed now and your older workers can be honoured for all they have done: It’
1: Charting the future: Draw on experienced professionals to get involved with change initiatives, think tanks, and planning sessions. Don’t focus on the past, but let the retiring generation help the next generation chart the future.
2: Mentoring / coaching younger workers: Set up mentoring programs so that your older workers can transfer their knowledge and share (formally or informally) their wisdom, experience, and skills.
3: Designing/leading training programs: Utilize the skills and experience of your older workers to help with the design of training programs or to act as trainers in your ‘corporate university’.
4: Sharing networks: Older workers typically have extensive networks that they have built over their careers. There may be opportunities to tap into their networks for recruiting, outreach, or special projects.
If your organization could use some assistance in setting up initiatives for older workers, give me a call.
Kathleen Redmond MA, MCC
(905) 478-7962
Interactive Online Learning Program:
Becoming Your Authentic Self at Work
Facilitated by Kathleen Redmond, MA, MCC
Sign up Now for Online sessions beginning October 29th!
Course limited to 12 participants
Introductory Price: $295.00 CDN plus HST for 6 sessions.
Visit our website to learn more.
Many leaders admit that it’s really tough not to jump in and solve problems, give direction, or rescue when coaching. Sometimes leaders care so much about the people on their team that they want to protect them (i.e., keep them from making so-called ‘bad’ decisions). Other times, leaders get stuck in their own perspective and forget that it’s okay for someone to do something differently than they would. As a coach, it is important to let your coachee (client or direct report) solve problems on their own, own their decisions, and learn from any mis-steps.
The importance of letting others take responsibility for their own decisions and outcomes is a hot topic in the Coaching and Developing Others course that I teach in the University of Guelph’s MA (Leadership) Program. While discussing this topic with my online coaching class, one of my students, Linda, shared a personal story about how she has learned over the years to take a coaching approach with her adult children. When her daughter (Sarah), a leader in a manufacturing company, asked her for advice recently, she noted that:
“I was acutely aware NOT to “parent” Sarah, even though, as her mom, I wanted to protect her from any possible negative consequences. Sarah is my third offspring; my other two have started careers, ended careers, reinvented themselves, loved employers, hated employers and through all that, I learned to coach and NOT own ‘their’ business. I listen, love them, soothe them and stay tough. I let them OWN their decisions and the outcomes.”
When coaching, the key is utilizing an ‘Ask’ versus ‘Tell’ approach. Draw on open-ended questions to support the coaching conversation and allow your coachee to think things through on their own. Here are some examples:
1: What’s the real challenge for you here?
2: What outcome do you want to see?
3: What steps have you taken so far to achieve that?
4: What would happen if you stand still?
5: What has been successful in the past?
6: What didn’t work in the past?
7: What would you like to do differently next time?
8: What are the options as you see them?
9: What obstacles might occur?
10: What action would you like to take first?
11: What role do you want me to play in holding you accountable?
12: How will you hold yourself accountable?
13: How will you measure success?
3rd book in La Maison du Parc series, Coaching in a Character Culture, continues the story of Claire and her team at the restaurant, and provides additional questions, tools, and processes that are foundational to The COACH Approach©.
Contact me if you are having challenges utilizing an ‘ask’ versus ‘tell’ approach with your team members or would like to fine-tune your approach.
Sincerely,
Kathleen Redmond, MA, MCC
I have been working with my Business Coach in the last few months to help gain clarity around what I want to achieve in 2019. Having a plan with clear objectives, monthly actions, an accountability strategy (monthly update meetings with my coach), and milestones, helps me to feel focused and to stay on track.
If you are a team leader, one of your responsibilities is to ensure that your team members are set up for success. Many teams fail to execute on business strategy due to a lack of goal clarity, lack of individual accountability for results, and inability of team members to work well and collaborate together.
Are your team members clear about the what, why, and how of their performance goals? Do you know who is poised for success in 2019 and who isn’t?
When you meet with each team member this month for your regular coaching session, it may be a good time to find out if they are clear about their goals (and the purpose), and if they need support to ensure success.
The five pillars of our Character Culture framework can act as a good reminder for the important elements required to build and sustain the trust needed to bring out the best in each person on your team:
Create Clarity: Walk through each person’s individual project responsibilities and goals – find out if they are clear about the purpose and the results expected for the short and long-term. If not, create the clarity needed by building a clear plan together.
Commit to Accountability: In a workplace focused on collaborative goals, we all need to share responsibility in the issue of accountability. Ensure each person on your team acknowledges and commits to accountability for their individual commitments, goals, and behaviours.
Coach for Performance: Make consistent time to coach and support people on your team so that they are set up for success — listen and find out what they need to help them carry out their role and deliver on promises.
Cultivate Collegiality: A collegial workplace supports people in working to their potential, so it is important to establish and maintain a climate that promotes inclusion. When meeting with each team member, look for signs that they feel a sense of belonging to the team. If not, ask open-ended questions to help them open up to you so you can problem solve any issues together.
Collaborate for Results: Business results are not achieved by one person – provide the structure and conditions to promote everyone working collaboratively to improve the organization and achieve goals. Ask each person who they are working with across the team / the organization to support them with their individual goals.
Finally, make sure you also talk to your coach and clarify what success will look like for you this year!
At the Centre for Character Leadership we are passionate about building cultures where business results are achieved within a trusting and collaborative environment.
My first book in the La Maison du Parc series, Building a Character Culture, provides foundational guidelines for how to build trust and results in the workplace — and also tells a story with real life / business scenarios to illustrate how to do it.
Visit our website to learn more or to order one of my books.
Contact me if you would like some coaching around how to support your team members in achieving their performance goals or coaching for your own success.
Sincerely,
Kathleen Redmond, MA, MCC