Mike Henderson

One of Life's Most Uncomfortable Questions

Every week I have the opportunity to play basketball with guys much younger than me.  Because I have played sports since I was a kid there has always been some competiveness inside of me.

As I get older I often tell Carol that I when I can no longer keep up on the court I will hang up my basketball shoes.  Now that will be a tough day. Right now my goal is to be able to play until I'm sixty. Keep in mind most of the guys I play with are in their late twenties or thirties.

Fortunately for me I was blessed with some speed all my life.  Actually it was speed not skill that often kept me on a team.  

But the reality is as I age I will slow down.  And when the day comes that I can no longer keep up I will stop playing. 

Now think how uncomfortable that is.  How often does someone in the workplace approach their boss and admit that they are not keeping up?  How hard is it to approach someone and tell them they are no longer keeping up?  I still recall the days in steel erection where some guys just could not keep up and we had to let them go.

One day you and I will leave our jobs.  One day I will have to quit playing basketball.  One day you and I will have to stop driving our cars.

Those will be tough days.  But they are coming.  And yes, it will continue to be one of life's most difficult questions.

Am I still able to keep up? 

Is Firing One of the Keys to Success?

This week Facebook goes public with their IPO.  As a result there has been no shortage of articles about Mark Zuckerberg.

No one has a perfect track record when it comes to hiring.  So what must you be good at when people do not fit in or no longer fit in?

Mark Zuckerburg, the twenty-something founder and CEO of Facebook has built quite the empire over the last several years.

Some attribute part of his success to his ability to let the wrong people go at the right time.  Some were good hires initially, but over time their talents could not keep up so Zuckerberg let them go.  

Apparently he has a talent for knowing exactly who to let go and when to let them go. The key may be in the timing.  Not being able to fire well may keep you from experiencing success.

Be Fired Up at Work

Over forty years ago we lived in a modest three bedroom house with two bathroooms.  My guess is the total square footage was about 1,000.  There were five kids, two girls, and three boys.  Our bedroom measured a meager 8 X 10 feet.  Smaller than some closets today.  Small, but enough room to sleep and get dressed.

But I remember my dad getting up early and going to work every day.  Plus he showed up early and loved to work.  The three key words here are every, early, and energetic. 

Dad ran a crane in the steel erection business.  However, during lunch break dad did not stop to eat.  He ate while operating the crane.  When the rest of the crew took lunch dad worked on the crane.  He always had rags handy to wipe the crane down in order to keep it clean.  He also serviced the crane on his own time.

Now here is the fascinating point.  All this time someone was watching.  In 1969 a guy by the name of Bill Butts came along and offered my dad a job.  Let me be honest.  In some ways it was a great deal, in other ways it was a terrible offer.  But dad took the deal and turned it into a great deal.

Without going into all the details, let me just say that life changed for our family. 

My dad did not become an overnight success.  No, he simply got recognized after two decades of being fired up at work. 

And someone was watching.  Someone is watching you.

So be fired up at work.

How to Get Fired!

Now most people do not wake up and say inside their head, "I think I will do something to get fired today."

Being a fan of Disney I ran across their employee handbook from 1943.  It was done in a cartoon format, which did not surprise me.  However, the handbook did have a list of several things that would get a person fired.  This list has nothing to do with office politics or the economy.  This is about the person, the employee only.

Here are five things from the list.  Now while I agree with all five things, I have been around enough people to realize that not all will agree with this list.  But let me add, I have worked in construction and in the church.  All five apply to the church, while at least four would apply in construction or pretty much anywhere.

1. Falsification of records, or dishonesty.  I have been in conversation with pastors of megachurches and have been told "You would be surprised at the number of people who apply for jobs who greatly exxagerate on their resumes."  Personally I find that astonishing.  Evidently it far too widespread in Christian circles.  Sad.

2. Gross inefficiency.  My guess is that if you can only type ten words a minute, you should not be typing.

3. Malicious abuse of Company equipment or property.  This happened too much when I worked in construction.  I mean, what's the fastest way to get something from the 10th floor down to the ground?  Throw it over the side of the building.  Faster and easier, but often more expensive.  More than once guys were caught throwing the wrong things over the side.

4. Insubordination.  Essentially this is an attitude issue.  I have met several who did not believe this is grounds for firing.  Personally I agree with Disney on this one.  You can get a bad attitude for free; why pay for one? 

5. Immoral conduct, or indecency.  Obviously while working in construction morality was not a requirement.  And probably at Disney it had to do with immorality on the job.  But if someone in church world winds up in the wrong bed that would necessitate a dismissal.

Five things.  Not really all that complicated.  Just show up every day with a great attitude and do your job.  Treat people and property with respect.  Model integrity. 

People are Complex

This past week while playing basketball I took the opportunity to ask one of the guys to describe what a great day at work looks like.

His answer was quick.  His best days are those when his boss does not call him, and simply allows him to do his job.

Now here is where it can get complicated for a manager.  Some people feel ignored if the boss doesn't call or show up on the job.  According to research done at Western Electric's Hawthorne plant near Chicago, people worked harder if the supervisor paid special attention to them.  That experiment was done some time ago and its results are being questioned today as management becomes more of a science.

Others, like my friend, feel like they are being micromanaged.

I totally understand.  While working for my dad, there were times when he would not stop by the jobsite for weeks.  I liked those times.  To me it communicated trust and confidence in my ability to get the job done. 

This is what can make managing people difficult at times.  One wants personal attention, while the other doesn't.

According to Marcus Buckingham some flourish at work when given specific instructions, while others do much better with vague instructions.  As he says so well, "They (the manager) discover what is unique about each person and capitalize on it."

Add to this the fact that people like to be recognized differently and learn differently.  As you read this you may be opposite your nearest coworker, and your manager must be able to distinquish the differences if you are going to love your job and be productive.

And you thought people were easy to manage, but they're not.

Because people are complex.

# 1 Leadership Mistake

Is it really possible to identify the #1 mistake?  I don't know, but just this week several things have popped up on my digital devices this week.  They addressed the subject of firing people.

Not a pleasant topic to be sure, but the three authors and leaders in their respective fields had lots to say.

Kelly Eggers, writing in the Wall Street Journal had an aritcle entitled Ten Things That Can Get You Fired.  While most of it seems like common sense, in truth people who should be fired often are not.

That's the message from megachurch pastor Ed Young.  In fact, he says that a high-powered business leader told him that the biggest mistake he ever made as a leader was waiting too long to fire someone.

Think about it.  Why do leaders keep people who are bucking the system, possess a poor attitude, demonstrate disloyalty, continually cause stress, are lazy, or simply not working out?

There are at least 4 reasons leaders keep people who should be let go:

1.  We lack courage to terminate someone.

2.  Others will be upset if we fire someone they like.

3.  In the church, we should exercise more grace (Note: Sounds good, but only if you believe the church is doing insignificant work and it doesn't matter if you waste money on a disruptive employee).

4.  We all want to be liked, and when you fire someone the friendship is over (If you want to read a good book in which this is addressed, let me suggest the book Onward by Howard Schultz (founder and current CEO of Starbucks.  He had to eliminate a former CEO and it cost him a friendship).

Seth Godin, a notable author and highly sought after leader and speaker says, "Successful organizations (and I include churches and political parties on the list) fire the 1% of their constituents that cause 95% of the pain." 

Bottom line, when we are slow to let people go, it hurts the organization, hinders you from reaching new customers, and affects you (if you are the leader) emotionally.

So what's the solution?

1.  If people are causing a significant amount of stress fire them.  Why pay someone to create havoc in your life.  You can get that done for free.

2.  Look at the monetary cost.  If keeping someone is hurting the organization financially its time to let him go.

3.  Act quickly.  Because, it's too easy not to.

4.  Be honest and clear why the termination is happening.

5.  Realize that they probably aren't happy anyway.  You are doing them a favor.  At the time it may not feel like it, but it will soon.  Take a palm tree.  I love Virginia, but you can't grow palm trees in Virginia.  The environment simply won't allow it.  The palm tree will be much happier in a different environment, like Florida.  I don't want to live in Florida, but palm trees do.  Some will function much better in a different place of employment.

6.  Do not let your emotions decide.  Firing is tough, no matter what.

7.  Move on and get back to doing business the right way with the right people.

Firing will never be easy.  I'm glad it's not something I'm in the middle of.  Should it ever come up, maybe I will revisit what I just wrote.  But at the end of the day, if you are in a leadership position do not make what may be the # 1 Leadership Mistake: Waiting too long to fire someone!

 

 

The Approach to Problem Solving is Always the Same

Recently I heard Herman Cain talk about solving the problems in America.  He has been a businessman, a politician, and been on the board of directors of the Federal Reserve Bank of Kansas City.

He once took over the leadership of 400 Burger King stores in the Philadelphia area where he turned it around from the least profitable region to the most profitable.

He is best known for his career at Godfather's Pizza where he was the chairman and CEO.  Once again he turned it into a profitable company.

So at least we know from his career that he has solved a lot of problems.  With that said, let's look at his five keys to solving problems.  Cain's view is you approach problem solving the same every time.

1.  Make sure you are working on the right problem. It could be a systems problem, a communication problem, or a people problem.

2.  Make sure you set the right priorities.  In other words, this is where you put your money.

3.  Surround yourself with the right people.  The wrong people may very well miss what the problem actually is.  The right people will have the necessary insight, understanding, and wisdom.

4.  If you do the first three you will come up with the right plan.

5.  Execute. 

Now what's your problem?  You know what to do!

Decision Making

Back when I was a teenager my dad taught me two things in particular about making decisions.  While there are usually more than two things to consider, I simply want to point out two.  These two alone could save you some headaches.

Dad came home from work one day driving an El Camino.  That was the automobile industry's first hybrid.  It was a car and pickup in one.  So why was dad driving that and not his truck?

He had been offered a job.  Here are the two things dad did.

1.  He got the facts.  Essentially he was offered a job in a steel erection company that...

*was bankrupt

*had old, worn out equipment

*had about five men

*no work

*would be 50% his if he took the job

*would give him complete control in lining up work, hiring, and purchasing of equipment

But rather than accept the job right away, dad came home to...

2.  Sleep on it. 

The next day he took the job.  It was the right decision.  Obviously dad did a lot of right things effectively during the following months.  

But when making major decisions I will always remember to get the facts and sleep on it.

Common Sense for Employees

Because I have five kids with four in the work force work place habits tend to come up a lot.  Carol seems to think some of my ideas are no longer common sense.  So let's run through a quick list.

1.  Underpromise and overdeliver.  I recall hiring a guy from Texas once who had worked for a world-wide company and claimed to be somewhat of an expert.  First day on the job I gave him the job of working six feet off the ground in the future mechanical room of a high school.  In one connection where the steem beam and column connected he put in three different size bolts.  And there were only three bolts holes in the entire connection!  Plus he was scared just six feet off the ground.  He overpromised and underdelivered and was gone the next day. 

2.  When the boss calls jump.  Let me start by saying I may be off here a little.  I grew up working for my dad, believed in hustling, and loved to work.  To do anything less may send a signal that you are lazy.  Once again my dad is the most non-lazy guy I have ever known.  So my background may influence what I think is common sense. 

But think about this even as a parent.  Every parent would love to have their children jump right on the task at hand. 

As a spouse, or better yet, as a husband, if you jump when your wife calls, you will be putting money in the bank. 

On the faith side, I am sure God prefers that we jump when He speaks.

So is all this common sense or not?

 

Could You Work for Tony Hsieh?

One of the great business stories of the past decade is the story of Zappos.  Tony Hsieh is the CEO and if there is one word that sums up his personal passion it would be happiness.  In fact, his book is entitled Delivering Happiness.

The book is a great read and details the story of his life from a little kid all the way to CEO of Zappos and the ultimate acquisition by Amazon for over $1 billion.  That was in October of 2009.  Every shareholder was awarded Amazon stock shares which have doubled since then.  So you could say the deal turned out to be worth about $2 1/2 billion.

At any rate what fascinated me are the values and principles in play at Zappos.  For instance, after they hire you they will actually offer you $2000 to leave. Quit.  Why?  Because they want people who have the same values and passions.

Delivering Happiness is now a global company.  One of the things obvious about Hsieh is that he enforces his values.  For instance, if you were to arrive in town for a job interview and you were rude to the cab driver, you would not be working for Delivering Happiness and Tony Hsieh. Of course, as pastor of New Hope I find myself asking that question.  Can you be on staff at New Hope, be rude and keep your job?  I don't see that happening.  Would I take some heat for dismissing a rude person?  Probably.  Amazing when you stop and think about it. 

It's refreshing to see people step up and live out their values.  How many would lose their jobs tomorrow because of rudeness?  A  lot.  Just look around.  Spouses are rude to each other.  Employees are rude to fellow employees.  Customer service people are occasionally rude to customers and vice versa. 

Have you ever let someone go because they were rude to others?  Was there any fallout?  Did others think that terminating someone for rudeness was out of line?  That's what makes someone like Hsieh stand out.

Yes, you can sometimes get by with rude behavoir where you are, but should you get by?  If it were someone else you wouldn't think so.  So let's keep it personal.  Could you work for Tony Hsieh?