Last year when I was teaching a Connection Culture workshop in Amsterdam, Carmina Glazenborg from Bentley Systems in Amstelveen, The Netherlands, shared with the group her experience working as an intern at Disney World in Orlando, Florida. Listen to Ms. Glazenborg’s story by clicking on the video above. (more…)

To Avoid Micromanagement, Minimize Unnecessary Rules and Excessive Controls

Micromanaged employees like puppets on a string

Unnecessary rules and excessive controls devalue people by making them feel that they are not trusted or respected. A leader who micromanages his people will not engage or energize them.

Micromanaged employees are more likely to feel disconnected because it is a universal human need to have a reasonable degree of autonomy or freedom to do our work. When people have autonomy, they have a greater sense of control and experience personal growth as they develop new skills and expertise.

Is There a Place for Love in Leadership?

The Container Store's "We Love Our Employees" Day 2014

“A company is stronger if bound by love than by fear.” – Herb Kelleher, cofounder of Southwest Airlines

When Kip Tindell, CEO of The Container Store, first heard Herb Kelleher’s words more than 40 years ago he was, in his own words, “completely taken by it.” In Tindell’s excellent book, Uncontainable, he describes how he and his leadership team went on to shape The Container Store’s outstanding “employee first” culture in ways that reflect love. He credits the company’s culture for its success.

Cut the Strings: Provide Autonomy in Execution

autonomy

#47 Provide Autonomy in Execution

Monitor progress and be available to help your direct reports but refrain from “micro managing” unless they ask for specific help. This meets the human need for autonomy that allows people to experience personal growth.

This is the forty-seventh post in our series entitled “100 Ways to Connect.” The series highlights language, attitudes and behaviors that help you connect with others. Although the language, attitudes and behaviors focus on application in the workplace, you will see that they also apply to your relationships at home and in the community.

Leadership Advice: Ask, Don’t Order

Question Mark

#40 Ask, Don’t Order

When you want someone to do something, ask him/her, don’t order him/her to do it. Asking creates partnership while ordering reinforces hierarchy. Partnerships connect people to the process whereas emphasizing hierarchy by ordering them is disconnecting. By taking this approach, people are far more likely to trust you when you do need to issue orders in emergency situations.

This is the fortieth post in our series entitled “100 Ways to Connect.” The series highlights language, attitudes and behaviors that help you connect with others. Although the language, attitudes and behaviors focus on application in the workplace, you will see that they also apply to your relationships at home and in the community.