GARDENING LEADERSHIP THEORY

The philosophy behind this theory of leadership, which I created, can be summed up in the following way:?

A GREAT LEADER IS A GARDENER. HE OR SHE CREATES A SAFE ENVIRONMENT?FOR THEIR PEOPLE, AND PROTECTS AND NURTURES THAT ENVIRONMENT?SO THEY CAN GROW AND FLOURISH.

I created this theory after earning my Doctorate in Organizational Leadership from Pepperdine University in Malibu, California and developed it during the past 20 years as a leadership coach.

1.?????BOSSES

·??????Leaders create a vision.

·??????Managers execute that vision.?

·??????A manager is someone who Identifies and solves problems.

·??????There are two kinds of bosses:?the kind you want to kill, and the kind you'd kill?for.?

·??????Being a boss means knowing how to deal with and empower your most important asset – your people

2.?????HIRING

·??????Hire great people.?In addition to the hard skills someone needs in order to do the job, you're looking for the essential character qualities that cannot be taught: intelligence, good critical thinking skills, a willingness to learn, being personable - and someone you can get along with.?

3.?????THE JOB DESCRIPTION?

·??????The most important qualities go at the top. You will not get everything you want.

·??????Get?most?of it, and then train your people in the rest.?

4.?????WRITTEN GOALS?

·??????When you hire someone . . .

list their responsibilities and quantifiable goals in writing

when you expect them to be delivered

then meet to discuss all of it

·??????Confusion breeds insecurity and negatively impacts productivity.?

·??????You – and they – need to know exactly what results you’re aiming for.?

5.?????THE WHOLE TEAM HIRES

·??????Don't play "boss" by forcing your choice on others. Your employees will have to live with this new person. If they didn't have any say in bringing them on board, you'll be injecting a virus into your environment. Viruses get rejected by the host.?

6.?????TRAIN YOUR PEOPLE?

·??????One of the dysfunctional characteristics of business is that companies don't train people - they just throw them into work without mentoring, without even showing them where the land mines are buried.?

·??????People want to do well.?

·??????Guide them in understanding how to navigate the culture of your organization.?

·??????The most important thing a new employee can learn is "how things work around here."?

7.?????EVERYONE'S DIFFERENT?

·??????Treat all your employees as individuals.?

·??????What motivates one person may not necessarily motivate another.?

8.?????ACKNOWLEDGMENT?

·??????Authentically thank your employees on an ongoing basis.?

·??????They need to know that their efforts are being recognized and appreciated.?

·??????Studies have shown that one of the most important things employees need?

is to feel that their contributions are recognized.

9.?????DON’T JUST SAY IT. SHOW IT?

·??????Reward them in tangible ways, too:?

·??????Lunches, birthday and work anniversary celebrations, raises, bonuses, days off,?trips to conferences and conventions, etc.??

·??????Everyone needs to get out of the office occasionally, no matter how good a work environment you've created.?

10.??LIGHTEN UP

·??????Don't take yourself - or the job - too seriously.?

·??????Unless you work in an E.R., no one is going to die.?

·??????Have some perspective - and a sense humor - about your work environment.?

·??????Send everyone home (including yourself) at the end of the day to have a life.?

The problems will still be there in the morning.?

11.??BE THE CALM CENTER?

·??????Your job is to handle problems, to be the calm center of the storm?

when they arise - which is constantly.?

12.??BE A GIANT EAR?

·??????A leader/manager needs to be a combination?

amateur therapist/priest/mommy/daddy.?

·??????The members of your team may come to you to fix a problem and “make it all better.”

·??????Maybe there is nothing you’ll have to do. Just listen.?

·??????People need to vent. They can often find the solutions themselves.

13.??DON’T BE AN A**HOLE

·??????Don't play "boss" and lord your position over your team.?

·??????No need to be abusive - show some restraint.?

14.??ALWAYS CHECK YOUR TEAM'S BODY LANGUAGE?

·??????It never lies.?

·??????There are 12-Step Programs for alcoholism, drug dependency, gambling addiction, etc. but none for workaholism.?

·??????Companies encourage overwork - don't?you?do that.

·??????People tend to work too hard and too much,?

and their bodies rebel and then they get sick.?

·??????Part of your job is to monitor your team's well-being.?

Encourage them to maintain balance in their lives.?

They'll often be harder on themselves than you could ever be.?

Be kind to them - and train them how to be kind to themselves.?

15.??DON’T MICROMANAGE

·??????Leave your people alone to do their jobs.?

·??????You hired great people; encourage their ideas.?

·??????They're "on the ground," the infantry, so to speak,?

while you're somewhat removed from the day-to-day.?

They see things you don't (and vice versa).?

·??????Be humble: they'll have ideas for improving process and workflow?

that would never have occurred to you.?

Embrace their ideas.?

Tweak those ideas as needed,?

but make it okay for them to suggest the outrageous.?

16.??CLOSE THE LOOP

·??????Make it a standard practice that when you give an assignment?

to a member of your team,?

you receive regular feedback from them as to their progress?

(and if they may be running into any roadblocks),?

and when the task has been completed.?

·??????This will mean less follow-up work for you,?

and your team will get used to communicating with you on an ongoing basis.?

·??????This presupposes that if they?do?run into roadblocks?

during the process of completing an assignment,?

you do not offer judgment, but only suggestions, advice and/or encouragement.

17.??PROCESS VS. RESULTS

·??????Your mantra: “how efficiently can we use our time”??

Work with your team to set goals they can accomplish.

Team handles process; Boss focuses on quantifiable?results.?