Archives For Tim Parsons

I work hard.  I bet you do too.  The work weeks are long and the hours that we put in at our jobs seem to grow over time.  The idea of one person doing the work of two or even three has permeated our culture in the wake of diminishing budgets and lower sales.  As leaders, we have lots of motivation to put in a ton of hours each week – a better bottom line, fulfilling the mission, and simply getting the job done, to name a few…

Because of this, many people struggle to have a real life, doing the things they love, outside of work.  The weeknights go by too quickly and the weekends are full of necessary tasks like paying bills, grocery shopping, etc.  It’s all understandable, but in my opinion, it’s not acceptable.

Now that I’ve been blogging for over a year, I often have people ask me how I have the time to do it.  Last year, I wrote over 100 posts and grew my platform exponentially.  It was an exciting year that happened with many other things going on in my life that could have easily kept me from…

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I remember the days when MySpace first came out.  Since I was out of the target market age for this new invention, I had never heard of it before a 21 year old college student showed it to me.  I, like many others in my demographic, did not buy in right away.  I remember thinking it was neat, but that it really held no value for me.

But, I signed up for an account anyway.  And that’s pretty much where it stopped.  I had a username, a password, and a short bio about myself.  I didn’t take it any further.  I rarely logged in and I certainly never used it to connect with others or to build a social presence online.

Then, there was Facebook.  I got a little more on-board with Facebook than I did MySpace.  I’m pretty sure that’s why MySpace went under – my lack of buy in.  But at the end of the day, I never really viewed Facebook as a way to be a better leader.

Today, I have a Facebook profile and page, a Twitter account (I currently manage 6 accounts actually), a Pinterest

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magnifying-glass-detective-magnifying-glass-flippedMicro-management is a bad word in business today.  Leaders and managers alike are disowning the word like it’s a bad disease.  It’s a common word that disgruntled employees will use when leaving a company.  And, in reality, it is a bad thing….mostly.

But, I want to submit to you that there are some times that a leader should utilize this technique to leading those around him/her.  I would never go as far as to say that it’s ok for a person to micro-manage the team.  In fact, apart from the times listed below, I would say that it is never ok for a leader or manager to micro-manage and it actually leads to a lower-quality product and a dis-enchanted team.

I have found 3 distinct times when it’s important to micro-manage someone. They are:

  • When a person is new to the organization.  A person new to the organization doesn’t understand organizational culture.  He/she doesn’t know the best way to get things done.  The new person will need someone to come along side them and help them understand the norms and processes of the organization.  Also, a person that is new to the organization is…

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I’m considered a very “safe” person.  I tend to be very risk averse and only take a chance on something when I’ve analyzed and calculated it to the extent that it is no longer a risk.  It’s a magical place to be – full of worry, anxiousness, and procrastination.  You should really consider vacationing there sometime.

As a leader, we are always one decision away from total failure.  Or at least that’s the way I feel most of the time.  This mindset causes me to enjoy the status quo more than I should and rebel against those that try anything new or risky.  But, if any leader is to be successful, he/she must be willing to take some risks.

Risks lead to innovation.

Risks lead to higher plateaus of success.

Risks lead to longevity as a leader.

Now, don’t get me wrong.  I’m not advocating reckless risk-taking.  But, I am saying that leaders must be willing to take risks…and that can be difficult for many of us.  Because risks often go against our own conscious and comfort zone and can open us up to critique and failure.  Here are 5 risks that I believe every leader should…

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o-CREATIVITY-facebookOver my career, I’ve had the fortune to be a part of many meetings.  Ok, maybe fortune’s not the right word…  I should have said that I’ve been forced to be a part of many meetings.  Throughout the years, comments have been made about how quiet I am.  People say they wish I would speak up more and share what I’m thinking/feeling more.  I would guess, if you’re an introvert, you’ve heard many of these same comments.

Because of this perception, the organizers and leaders of the meetings can begin to exclude you from future meetings. And, as AWESOME as that may seem, it’s really not the right move.  Excluding introverts from meetings doesn’t increase the value of the time together and it certainly doesn’t lead to a better end product.

The easiest kind of meeting to exclude introverts from is a creative meeting.  I remember being asked to sit on a committee that was to select a new marketing firm for the organization that I worked for.  It was a big task.  An important task.  A highly creative task.  I was honored to have been asked to sit on this committee.  We…

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