Crunch-time Management for Leaders: Permission to Delay

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Leaders are always fairly busy. That’s okay – if we really truly finished our entire to-do list by the end of the day, we probably aren’t stretching enough.

In previous posts, we’ve explored some time/task management ideas for busy leaders in normally busy times, and in overly busy times.

In a personal post that I sometimes recycle, I shared my priorities when things get hectic; you may have even noticed I didn’t blog last week. (That’s only the 3rd time in the last 3 years, I think, that I’ve skipped a week.)

It’s true that I’m currently wrapping up a couple big projects, planning a new major project, and have some team-building and leadership training work coming up over the next couple of weeks in Florida. It’s also true that in the last couple of months, there has been much extra work on changing my business to a corporation, adding staff, and moving to (and fixing up) a new house.

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I saw a Disney cast member holler at a child once…

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photo…and it was perfectly appropriate.

Disney cast members are highly trained in many ways.  You likely know of their magical customer service and commitment to staying in character, and making sure the parks run smoothly, but the order in which those commitments play out is not at all random.

Disney gives all staff (cast) a clear priority order of their Basics, or Keys:

1-Safety

2-Courtesy

3-Show

4-Efficiency

If everything is going well – no safety issues, everyone is cooperating, and no challenges to staying “in character,” then cast members are free to do whatever is most efficient to get things moving quickly for guests, whether it’s a line, or food, or a character interaction…

But they will let efficiency slide

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Q: When can you criticize freely?

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A: When the relationship is strong enough, AND, according to coach John Robinson: “Never criticize until the person is convinced of your unconditional confidence in their abilities.” When I think of the people in my life that I willingly take criticism and feedback from, without taking it personally (though my wife and friends may point … Read more

Being easy to work with! When your leader is an “Influence” type!!! :)

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So, you’ve read your leader as an “I!” And, you want them to read this post!  Of course you do!!! But – things go better when we work to adapt ourselves, rather than trying to force others to change!  In fact, our adaptation can inspire others to change. (Have you read Leadership and Self-Deception yet?) [Are you getting tired of all the … Read more

Being easy to work with – when your leader is “Conscientious.”

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So, you’ve read your leader as a “C.” And, you want them to read this post.  Of course you do. But – things go better when we work to adapt ourselves, rather than trying to force others to change.  In fact, our adaptation can inspire others to change. (Have you read Leadership and Self-Deception yet?) Consider this as a goal: Be easy … Read more

Effective Leaders are Specific – a BRIEF case study reminder

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From yesterday, an email exchange that took a bit too long: Them: Dear Group Traveler, Thank you for booking your Group with Southwest Airlines. The attached Travel Agreement contains your itinerary, instructions on how to complete your Group reservation, and Group policies…. Me: If in the next week, I wanted to add 6 seats at … Read more

Being easy to work with – when your leader is a “Steadiness”

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So, you’ve read your leader as an “S.” And, you want them to read this post.  Of course you do. But – things go better when we work to adapt ourselves, rather than trying to force others to change.  In fact, our adaptation can inspire others to change. (Have you read Leadership and Self-Deception yet?) Consider this as a goal: Be easy … Read more

DiSC in Action – Being Easy to Work With (when your leader is a “Dominant”)

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So, you’ve read your leader as a “D.” And, you want them to read last week’s post.  Of course you do. But – things go better when we work to adapt ourselves, rather than trying to force others to change.  In fact, our adaptation can inspire others to change. (Have you read Leadership and Self-Deception … Read more

DiSC in Action – Leading as a “D”

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Someone is possibly a “D” (Dominant) if they are seen as more fast-paced than calm, and more challenging than warm. A “D” leader values results, challenge, and action; and might be described as commanding, resolute, or pioneering. The “D” leader might get a lot of positive feedback on their results-oriented approach, especially if they experience … Read more