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Dr. Merlot’s Perspective: Leading from a place of Position vs Personal Power

I knew it was not going to take long for Loyd to get me back for my, ehhem, outburst the last time we spoke. How was I to know that he had the client on speaker, while golfing? Thankfully, the client did not seem offended as he ended the call with a little trash talk in expressing I am a better golfer than Loyd, which probably sent Loyd into golf orbit. I suspect Loyd has been practicing his game, since I was on my way to join him for a round while I was in Orlando.

Even though, Jack our client seemed fine at the end of our last conversation, I still couldn’t shake the feeling my Dr. Merlot “straight talk” had potentially offended him. Normally, I don’t care much because truth is truth and people need to hear it, but since I talked so freely not knowing Jack was on the phone in addressing Loyd’s question last month about “Is enhancement of personal lifestyle reasonable motivation for growth?” I was certain I had stepped in it somehow. This made me reflect more on a topic we are seeing more and more when clients are focused on building teamwork. What has become increasingly clear, especially with the multiple generations in a workspace, is the impact of tone and communication and how it relates to strong leadership.

Before Loyd could get his firs t-shot off, I thought this might be a good topic to dive into, while also offering myself up as the sacrificial token in a means of saying I was sorry. For the next eighteen holes, Loyd and I discussed how management style impacts people, attitude, recruitment and retention and overall culture of the business. Loyd also asked me to express my thoughts on leaders who try to rule from a place of positional power. Needless to say, this conversation took up the majority of our golf round, and could have continued into the dinner we had later that evening.

Loyd and I first focused our discussion on managers who “rule” from a place of positional power. What I shared with Loyd is it’s a touchy subject. It requires leaders to identify their style, and in most cases, make adjustments because positional power, or influence, is commonly a factual or implied superior role. We see it directly with owners, department managers, bosses, older siblings, or parents. It is, in simple terms, a “power” position where the leader uses their title or standing to influence those around them, and it often leads to malicious compliance.

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Dr. Merlot’s Perspective: Growth of Lifestyle Motivation for Business Growth

After an interesting golf game with Loyd, I was left contemplating why business owners often look at reasons other than their existing or potentially enhanced lifestyle when it comes to evaluating business growth. In the case of our conversation with Jack last month, Loyd and I had the opportunity to share with him why growth matters, even if the business is doing well. It is an easy area of confusion. If your business is in a good spot, you are making money, your people are happy and your bank account can sustain a future for you in retirement, why care about growth? A very simple answer is - life changes in a moment. What may look like is going well today, may in fact change in an instant. Therefore, if you are not constantly looking forward and trying to achieve more market share/growth, the lifestyle that you may wish to lead long after you have left the business, may not be a reality.

So, then we must take a look at motivation and understand as business owners, what is our real motivation to not only be in business, but to take on risk and continue to strategically grow and enhance the business to sustain the future? For some, it is likely to give back, develop people, contribute to the community, build something – which ultimately is to build a legacy.

Irony. Loyd happen to give my office a call as I was sitting here pondering this thought. I picked up the phone and answered, “Hey there, scratch golfer, to what do I owe the honor of your call?” With a slight chuckle, Loyd did what he does best. Without a hello, he simply asked me, “Is enhancement of personal lifestyle reasonable motivation for growth?”

I am not going to lie. I about fell off my chair because it was like he was in my head, and here I was thinking, I was the shrink in the relationship! I was not going to let Loyd one-up me, so I responded with,

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Dr. Merlot’s Perspective: Motivations and Strategies for Business Growth

Loyd and I found ourselves both with a Friday free from client travel, so we decided to meet for a round of golf. I always love an opportunity to talk some smack to Loyd about his golf game.

We were rounding the turn to move to the 10th hole and ran into a friend of ours, Jack. We took a minute to catch up, giving updates on family and business. As Loyd and I were about to pull away, Jack asked if he could ask us a quick question about his business. Jack was scratching his head, so I could tell he was really struggling with something. In short, Jack had been in Board meetings the previous day, where most of the conversation focused on strategic planning and growth. Jack’s business had a strong customer base, reputation in the community and product/services. To him, he felt everything was great and his mentality was focused on sustaining success, but his Board members were more focused on growth. As such, Jack felt at odds with his Board and was struggling with the direction of the strategic plan. Other than a date confirmed for the next Board Meeting, there was no resolution or next steps identified at the end of the day. Knowing our backgrounds, Jack asked:

“If everything is going well, why is business growth so important, other than to fill someone’s ego or make more money? I need a compelling reason to take on the risk."

I opened my mouth to speak, but Loyd beat me to the punch.

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Dr. Merlot’s Perspective: Generational Differences Impacting Teamwork - Advice to Millennial's and Baby Boomers

When Loyd and I met last, we discussed Millennials and Boomers on a quick puddle jumper as best we could over the loud engines.

As a refresher, over the last couple of months, Loyd and I have focused our discussions on overcoming generational differences in the workplace. In December, we discussed influences responsible for shaping generational perspectives. January’s discussion was geared towards advice to Boomers about Millennials, and February focused on advice to Millennials about Boomers.

Today we are meeting at the rental car terminal on our way to meet with a client on this very topic. Our client is experiencing tension in the workplace between what the client is referring to as “old school” and “new school” ways of thinking. Over the last couple of months, our client has fielded multiple meetings on the topic. Frustrated and noticing a dip in productivity and team morale, he called us in to quickly “nip this thing in the bud.”

Once we found ourselves to the rental car and got our wits about us, Loyd asked: “So as we are driving towards what could be an emotional mess, how are you thinking of approaching the perspectives of “old” and “new” school thinker/team members?

Well Loyd, I started; you and I have had rich dialogue on how both Millennials and Boomers could expand their thinking about the other. What I would add to those discussions would be something to the tune of….

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Dr. Merlot’s Perspective: Generational Differences Impacting Teamwork - Advice to Millennial's about Baby Boomers

For the last couple of month’s Loyd and I have been discussing generational differences and how to overcome issues they often create in the workplace. Loyd initially posed the question to me in December, but since this was such a big topic, we decided to break up the conversation into a 4-part series; tackling one topic at a time.

In December, Loyd and I discussed outside influences responsible for shaping generational perspectives on areas such as work-ethic, communication and technology. And in January, Loyd geared the discussion towards what advice would I give to Boomers and Millennials. So, as I sit here in the airport waiting for Loyd to meet me for our connecting flight; I am pondering what could be Loyd's next question.

Loyd walks up, we say our hello’s, board the plane and as soon as we get to 10,000 feet, Loyd gets right to it. “Say Doc, not a lot of time on this puddle jumper, so let’s move on with this discussion on generational issues. Last month we focused on advice to Boomers about Millennials, so what insight do you have for Millennials working with Boomers?

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Dr. Merlot’s Perspective: Generational Differences Impacting Teamwork - Boomer Perspectives about Millennial’s

The last time Loyd and I were together, Loyd posed a question in regards to Overcoming Generational Issues Impacting Teamwork - “How do privately held businesses overcome the generational issues that have a direct impact on teamwork and business performance?” Loyd can never just ask a simple question. ”

Knowing that we could not answer this in one sit-down and one glass of wine, we decided to tackle the topic in a four-part series focused on:

  • Boomer perspective about Millennial’s
  • Millennial perspective about Boomers
  • Advice to Both
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Dr. Merlot’s Perspective: Overcoming Generational Differences Impacting Teamwork

We have looked at sibling partnerships under stress, my perspective on the impact gender has on leadership and teamwork, and my thoughts on gender bias in the workplace. In this installment, I have mixed it up just a little, thanks to my buddy Loyd, who felt it would be a good idea to bring the “generation” conversation to the table. His question to me was, “How do privately held businesses overcome the generational issues that have a direct impact on teamwork and business performance?”

Knowing that I could not answer this in one sit-down and one glass of wine, this four-part series will focus on:

  • Boomer perspective about Millennial’s
  • Millennial perspective about Boomers
  • Advice to Both
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Dr. Merlot’s Perspective: Overcoming Sibling Partnerships Under Stress

Picking up where we left off from my last post….

In typical Loyd fashion, just before hanging up from our phone conversation focused on Gender’s Impact on Leadership and Teamwork, he left me with a zinger - “What if siblings in business are not willing to recognize each other’s contributions to build a strong partnership?” After working through the previous gender topics I was grateful to have a few days to think about his heavy question.

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Dr. Merlot’s Perspective: Gender's Impact on Leadership and Teamwork

Looking at how male vs. female psyche works, there is no doubt they are different. In fact, a popular analogy to describe these differences is “Men are like Waffles and Woman are like Spaghetti.” Coined by bestselling authors – Bill and Pam Farrel, their analogy provides imagery of how men create boundaries around issues and areas of life, where woman approach decision making and life like a plate of spaghetti – no defined boundaries and one issue can blend into another.

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Dr. Merlot’s Perspective on Gender Bias in the Workplace

Natural May Not Be Obvious

Known for offering up the truth of the matter, let’s get right to the point and address a trend that I am seeing more often than I would like. Gender bias in the workplace. Yup. I said it. It’s out there, and if you are reading this, then you have experienced it, have seen it, or perhaps are a participant in it. Regardless of where you stand, let’s take a look into how your business may intentionally or unintentionally be impacted.

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