Thursday, September 22, 2016

Learning to Land

This week's post was written by David Krahling.

Many years ago, I learned to fly and earned my private pilot license. I was fascinated by the art of flying and drawn to the beauty of the endless blue sky. It took some practice for me to become comfortable controlling airspeed and elevators for take-off and climb, along with blending aileron and rudder to execute a coordinated turn. However, like most student pilots, I mastered the basics of climbing, descending, and turning fairly quickly. Interestingly, we tend to use the expression “learn to fly” when describing this accomplishment. Yet, learning to fly is relatively simple; mastering a safe landing is the real challenge. Unlike flying, landing is an entirely different maneuver and there is a much lower tolerance for error. Successful landings require a high degree of skill and a great deal of practice. Nailing a perfect landing is challenging enough in calm weather conditions, but throw in a crosswind and the difficulty increases significantly. For an ideal landing, the pilot must reach stall speed at the exact moment the wheels touch down with wings level and flight path perfectly aligned to the center of the runway. Pilots refer to a perfect landing as, “greasing the runway.”

Similar to the skill, focus, and practice required of a pilot, athletes must also refine their skills to be safe and successful. The Rio Olympics offered a wonderful opportunity to view some of the world’s greatest athletes compete in various sports. There are many leadership lessons to be found in the stories of the dedicated athletes whose strength, balance, and courage allow them to push the limits of the human body. In gymnastics, for example, there is extraordinary focus on the landing at the very end of the routine. Commentators and spectators alike discuss, in great detail, whether or not the gymnast “stuck the landing.” As I watched gymnasts demonstrate impressively complex maneuvers on the vault, pommel horse, beam, rings and bars, I could sense their disappointment when a landing was disturbed by a slight hop. The path to a perfect ten is determined by the difficulty of the routine and point deductions. Although a slight hop in the landing may seem insignificant, sticking the landing is crucial.

If you hold a leadership role, at Interstates or elsewhere, successfully completing a project may be just as critical as a pilot greasing the runway or a gymnast sticking a landing. This is because how we complete a project can have a significant impact on those we serve. The ending is typically the most important part of a project for Interstates. At the end of a project, we strive to create a memorable experience and positive, lasting impression for each of our clients. This is why we invest a great deal in our check out commissioning and start up processes; we too need to stick our landings. Other leadership activities have a similar need for successful endings. A strong finish is crucial when leading initiatives and executing strategic programs. As leaders, it is often easier to start something new or get distracted in performing the routine, while losing sight of the need to finish something well. Great leaders understand the value of having enough energy to close out initiatives and programs with a strong finish. Therefore, our challenge as leaders is to determine how to get our teams to a successful ending. Some aspects of leadership don’t always feature a clear ending, such as coaching our teams and developing our company culture. These features are an ongoing process where leaders must work to set us on a path in the direction of a strong finish so that eventually we can stick our landing.

Continue leading the Interstates way!

David Krahling

Thursday, September 8, 2016

Develops, Coaches, and Motivates

This week's post was written by Scott Peterson.

During most Excellence in Leadership 1 classes, we ask two very telling questions:

1.       Who was the best supervisor/leader you have ever had, and why?
2.       Who was the worst supervisor/leader you have ever had, and why?

The answer to the first question revolves around development, coaching and motivation. Most of the time, the leader that tops the "best" list focused on helping the person grow, elevating their performance, and helping them achieve more than the employee thought was possible. They played the role of a mentor, coach, cheerleader, etc. Their goals were balanced between getting things done and positioning other people to learn and grow. 

The answer to the second question is also interesting. Leaders on the "worst" list are focused on themselves and getting things done.  They treat their people as tools. 

I have had many people from the Interstates family invest their time in me to help me grow. For example:
  • Jim Franken - coached and pushed me about leadership and being forward-thinking.
  • Darrel Ramhorst - gave me hard feedback, pushed me to have high standards, and encouraged me when I needed it.
  • John DeZeeuw - helped me understand the business of construction, engineering and automation. He also inspired me to have a balanced perspective (balancing the needs of the employees, the needs of the clients, and the needs of the business).
  •  Larry Den Herder - focuses on providing feedback and direction on how to make a difference for our clients.
  • Jack Woelber - provides great feedback and support. He also helps reinforce the desire to build a great culture, live our core values, and provide opportunities for people.
  • Dave Crumrine - helps me to think broadly and deeply about our clients and our business.  His ideas, feedback and passion around pursuing a better way have raised the expectations of myself and our team.
  • Doug Post - encourages me to be a better systems thinker and to constantly read and look for solutions for our teams and for our clients.
  • Kristi Segar and Lori Van Beek - provide great feedback, insight and perspective to help me grow as a leader.

As you think about how to develop, coach and motivate your team, there are two approaches that are effective. If you want to have amazing results, the key is to implement them together. These approaches are:

Planned Development
As a leader, know your team. Know what they want to develop and support that. You should also have open and candid conversations with them about what they need to develop and why. As you get to know them you'll find out what they need (e.g. skill development, experience, self-awareness, confidence, etc.).

Teachable Moments
These moments pop up every day, but many of them go unnoticed. A great leader has the ability to see them and leverage them. They may not see 100% of them; it is more like baseball - hitting 300 is great. They connect the teachable moment with the development that employee needs at that time. When it happens - it is powerful and can really motivate the employee, and the leader. 

Interstates excels at development, both on the technical side and on the leadership side. Your responsibility, your opportunity, your privilege is investing some of yourself into your team, your peers and other leaders to help them reach their potential. When it happens, it's a win/win situation. When you invest in people, you ARE leading The Interstates Way!

Continue leading The Interstates Way!

Scott Peterson