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Empowerment (responsibility/accountable)= is where earned freedom exists.   Empowering team members allows them to have “skin in the game” and be emotionally connected to results/outcomes as well as issues/setbacks.  It deepens the level of commitment.  By empowering team member, a leader is demonstrating that he/she respects their staff.  It also is a chance for them to showcase their talents and possibly surprise you (and themselves) with hidden or latent skills and talents that have otherwise been dormant.

 

For a leader to empower his team, he must trust them.   This takes time and will be at the essence of this basecore.   It is also possible that trust can be damaged or destroyed of a team member is entrusted (through empowerment), with a key objective or project before he is ready…whether it be maturity or skill set.

 

Make no mistake, however, assigning and empowering a team member is views and witnessed by all.  It is much an indictment of the leader as it is the team member, in how they communicate, train and support.  It’s like the first time you take a dog off the leash and let them roam freely in the dog park.

 

Opportunity to shine or fail.  Equity and freedom.  Treat people will respect and offer theman opportunity to grow from their mistalkes and mature.

 

A responsible purpose holds themselves more accountable than a score card or metric.   Accountability can be off-putting bc of it;s negative connotation.

 

Dog Park Moment:  Take a dog off of the leash for the first time and he excels.  “What do you think would happen if he let him of of the leash?”

 

Also could be elevate, expect more, challenge, aspire.

 

Community Connection: Communication, collaboration = It could be argued that this is the most important BASECORE, for as much as clear and articulate communication is needed for success; poor or lack of communication can be devastating to the self-esteem, confidence and perceived worth of a team member; both to themselves as well as the opinion of their co-team mates.

 

Understanding the various levels and means of communication is a MUST.  It is NOT a one-size fits all proposition.   People learn in several ways and these must be considered when sharing information (positive or negative).  Use the youtube video.

 

For dogs, they can be communicated by a look, a body posture, a hand gesture or a verbal command.  Yet each dog is different and each has learned to interpret different.  STOP, STAY, HALT, WAIT may all be different words for the same request.

 

Poor communication can be devastating and can erode cohesion instantly calling into question the leaders ability to lead.

 

Relationships.   

 

Bark Park Moment:  Frustrated owner trying to get dog to stay. “Halt, stay, stop moving, stay there, be still.”

 

DOG SHIT: One of the many pitfalls of Communication is being inconsistent.  If you tell your dog STAY one day to get them to be still, then tomorrow you yell HALT and expect the same result…the dog will be confused and the owner will become frustrated.

 

Obstacles or Ownership = Leadership is a responsibility.  Team members are entrusting you with their careers, their livelihood and their future.  In that vain, you need to seek out obstacles that will stunt growth and performance.  A leader should be able to see obstacles before they appear.  It is the leader’s obligation to have the team member feel safe.  You need to know that even though you see the iceberg, 90% is underwater and unseen.  But you still need to make preparations with that as an understanding.

 

Sometime these obstacles exist on your own team.  Sensing tension, conflict and drama while they are in a genesis start, before they become dominant and uncontrollable forces.

 

A dog that approaches your dog with shackles up, teeth shown is an immediate threat.   Seeing a possessive dog with a toy, is not one that should be approached.  As such, the owner needs to intervene and ward off the potential threat before it elevates.

 

Bark Park Moment:  A very possessive dog who is is also frisky and has a toy, is going around displaying bad body language and fights with another dog.

 

Recognition:  Dog treats, head pats, belly rubs and talking in that awkward “dog voice”, will all yield major tail wags.  Likewise, team members need to know when they are behaving and operating at levels that are optimal and appreciated.

 

Reward systems that promote the behavior you want to yield the visions/goals are highly effective.  Not only do they build positivity, trust and connection from team member to leader, but either team members are watching and taking note of what was done to receive these accolades.  In turn, if they seek the same adulation, they will adjust their behavior to fall in line.

 

DOG PILE: Be careful of inconsistent and disproportionate rewarding.  Giving one team member a high five while giving another team member a $50 gift card for the same behavior will cause confusion and elicit feelings of favoritism and inequity.  A good leader should have a consistent set/system of rewards and recognition cadences, practices and 

 

Bark Park Moment: Old man brings treats and loveson his dog.

 

RESPONSIBILITY - empowerment, accountability,

 

Energy: Great culture bring juice and excitments.  They ignite passion and breathe life into the mission/vision/standards. But it’s got to be organic.  Fake, manufactured or out of character energy just doesn’t land well and can actually be a bit sad and pathetic.

 

Identify the energy sources in your culture.  WHo are the igniters and instigaters.   Which dogs are the ones who can instantly start a pack running and barking and wrestling.  How do they do it?  

 

Energy can come from any source and sometimes can come from an unexpected sources which can be even more celebrated by it was a surprise.

 

When you have a cohesive team pointed in the right direction, with passion and energy behind them anything can be accomplished and they are unstoppable ,

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