Labels are for Packages, Not Employees

I’m an ENFP. That makes me a “champion” according to the MBTI.

Now you know everything about me, right? What if I told you I used to be an ENTJ — a “fieldmarshal”? Think differently of me?

Well, what makes managers think that taking days out of their schedule to, in effect, pin a label on themselves and their employees is a good use of time? What’s the benefit of labeling employees, no matter the diagnostic?

I often think of what Henry Ford said: Whether you say you can or you can’t, you’re right. Labeling makes it so. Labeling is dangerous.

Sunday Musings on Leadership

I’ve been thinking lately about leaders and leadership in general. I’m sure there are many things I could add to this list. The spectacular disaster in the gulf has pushed this issue to the top of my mind. I think there are a few characteristics that define leaders. Characteristics without which, leaders just aren’t leaders. If you don’t have these things, you don’t get to have (or keep) the job. I think this is true in politics, in business, in life generally.

1. Leaders pursue outcomes. They set clear and consistent expectations (for employees, for clients, for investors, for the community). They disclose the rules of the game.
2. Leaders manage risks. It’s the responsibility of leaders to know about decisions that pose significant risks (to employees, to clients, to investors, to the community). They don’t get to say, I didn’t know. Leaders must make it clear to their teams that they want and need to know about these things. And saying I didn’t know = saying I suck at my job, you should fire me.
3. Leaders take responsibility. Leaders make decisions and take action. If something goes wrong, they own it and they fix it. They prioritize leading ahead of their personal needs.

I Want to Learn This Song on Classical Guitar and Other HR Lessons

If you have a chance, spend a couple of minutes listening to the song in the video. I’m learning it now — note by note. I have a goal of being able to play it by my birthday in mid July.

The funny thing is, I’ve never played classical guitar. As of this moment, I don’t even own one, although I understand from the guitar store that my Spanish guitar is going to be shipped this week. (I’m practicing on a standard acoustic.) Why this song? Why July?

I have a few goals on my bucket list. I still want to go to Everest base camp. I want to see Machu Pichu. And I want to play Spanish guitar. You see, the first two are easy. I could buy a ticket tomorrow and go do it. Learning the Spanish guitar takes thousands of hours — years really. And it’s the one I want to put on my list most.

I don’t mind the practice. I don’t mind stumbling. I don’t mind just learning a few notes at a time. No one will tell me it’s great. Or even good. I’m doing it for myself. As a challenge. As a way to open up a little creativity.

My take on managing people goes to the same place. “Do what you love and success will follow” is something I say every day. We have people who work with us who have goals. They have dreams. Imagine what it would be like to tap into just a smidgeon of that drive — that energy.

If you’re putting together another employee engagement training course, ask yourself: What are our people good at?

Everyone has a hidden talent. A passion. What are you doing to find it?