PART 2 - bENCOURAGEd to: be a Happy Camper



Tuesday's Tip to bENCOURAGEd...

I have learned that many times a “Happy Camper” experience comes from who you take on your trip.

Last week I shared a story about a camping trip that produced stressful and unproductive happenings - creating an environment for unhappy campers. These happenings were the result of putting people in losing positions. But the opposite can occur when people are put in winning positions. In my book FLIGHT I refer to this as INVOLVE THOSE NEEDED. To keep it simple I call this “STOW to Go”. Being a “Happy Camper” is heavily influenced by the word:


STOW


S- Strengths: When putting together teams, I have learned to consider the dynamic of the company culture along with the strengths of each person on that team. Some of my team members worked better with certain people rather than others. I remember one time one of my peers was putting together a team to help open a new site in another country. He came to me to help him build a team that would work well together in that environment. Although many individuals had strengths in ability and attitude, only a few also had the flexibility to work in certain conditions. It was not that the other people were not quality leaders; it was that they simply did not qualify for that specific destination.


T - Time: An important factor is time when we INVOLVE THOSE NEEDED. I have learned that priorities tell us a lot about how people value their time. Whether people are paid, and especially when they are not paid, time valued per individual is critical to helping one develop a team.

Understanding how someone values time, takes more time than an interview will allow. But, when we need to hire someone who we have never worked with, there are certain questions that can help us consider whether this person is the right person. Open-ended questions require more than a simple “yes” or “no” answer. These questions help to paint a picture of a particular time when someone has or has not valued time. For example, questions like:


  • “Describe a time when you helped your boss or a coworker with his/her time?” This question will paint a picture of a person’s history, as well as reveal how this person defines helping someone with his/her time.

  • “Explain a time when you worked, led, or helped with a project? Specifically, what was your role, how did you manage your time, and how did your time affect those also involved?” This question can help the interviewer better understand the process of how this person manages their time, as well as how their time impacts another person’s time.

  • “What does ‘on time’ mean to you?” This question enables the person to explain how they value time. It will also give the interviewer the opportunity to state company parameters on this very important expectation.

Opportunities and Weaknesses: When it comes to opportunities and weaknesses I have heard many people say that these two areas are much more challenging to discern, however, in the right environment they are not. After my career in business I began homeschooling our children. As the years went by God put a dream in some of my friends’ hearts to start a tutorial school for middle school through high school students. Because of my strengths in organization, they asked me to help them launch it. I shared with them about my strengths and my time. I was also very candid with them regarding my opportunities, areas that I was confident that I could develop in, and my weaknesses, those areas which I knew that I should not waste their time or mine trying to improve. Later, when we began interviewing teachers our interviewing panel used personal examples of our own opportunities and weaknesses. During the interviews teachers frequently told us their areas of opportunities and weaknesses. Creating an environment where people feel safe to share about themselves, not only encourages integrity, but allows opportunities and weaknesses to be dealt with effectively.


It is important to note that even when we consider people, they may not always be completely honest with us or we may make a mistake; but, we still must keep moving forward. In my book FLIGHT I share real life examples of what to do in situations like these. Examples like how I selected and developed a team who traveled with me opening up restaurants - each one was promoted to leadership positions.


These S.T.O.W principles work, because when we develop the means of INVOLVE THOSE NEEDED all of our God-given dreams take FLIGHT.


When we INVOLVE THOSE NEEDED we can bENCOURAGEd to be Inspired, be Productive, be Fulfilled - bENCOURAGEd to pick up my book FLIGHT and begin to develop means by connecting wings to God-given dreams.


Inspirational and practical tips through

FLIGHT

a SIX step process on how to get your God-given dreams off of the ground!


Click book to learn more!