Tag Archives: Problem Solving

“Me” Is Not Better Than Team

When you start to brainstorm on your idea, do you tend to seclude yourself from the outside that you start to lose motivation and gain exhaustion? You’ve reached the limit and are stuck where to go? That’s what happened to me recently.

I’ve stumbled upon a great idea and began working out on the layout of the plan, and the business model. What I immediately did afterwards was to start making a small illustration of what the product would look like. After putting in several hours onto this idea, I came to a complete stop. The reason being was because my mind felt blank with nothing else to add or what I could do to change it up a bit, I felt exhausted.

Having lunch with a few close friends of mine, I mentioned to them about this idea I had that could work out and describe to them what the whole concept was about. They loved it. To my surprise, they started to brainstorm as well.

They removed some features which I was okay with, and added other small things that could make it better. What was even better was they took the opportunity to take their time and come up with the design for the layouts and logo, which I’m fortunate to have great graphic designers as friends.

What I’m learning here is that, it’s good to share your ideas with everyone. Two or more minds is obviously better than one mind. When you have people that believe in your idea, you’re creating strong motivation amongst everyone who’s in on the conversation and the chances of executing it is even greater.

However, one of them asked if I was afraid someone might steal/copy my idea. Of course I responded to him with the simple no. He seemed a little bit shocked.

There may be innovators out there who are very sensitive with their ideas, but one of the most important things to not worry about is whether or not they will steal your idea. The reason being is because you’ve already captured it in your mind, and the purpose along side with the end results of where you want it to go will be different than that person who decided to copy what you were doing. In fact I would encourage them to copy it because I yet still have no clue how good the idea would work out in the market.

As I come to conclude this post, the point of this story is that we should invite more people to share their opinions, feedbacks and any other comments they have about our ideas. When you feel exhausted or frustrated, I think that’s the best time to open up opportunities and let others in on your idea. Not only will it re-create great motivation, but getting the work done is greater than you going at it alone.

Consequeces of Holding Someone for Too Long

Have you been in a situation without thinking of what the consequences are when we hold on a team member that loses interest with the entire team and isn’t showing any enthusiasm any longer? Recently I had a conversation with my mother that runs a business about working different ways this situation could’ve been handled.

The discussion was mainly about how one of her team staff was just lacking in her work ethic. She was slow, non-energetic, and throughout the day the manager would be very stressful due to her speed of work. She would on occasion try to motivate her, talk her into giving more passion for her work so they could speed things up and leave customers satisfied, but over-time, it just wasn’t working out.

She mentioned she didn’t want to let her go because she’s been a part of the business for too long, with all the experiences she’s gained and if she were to let her go, finding someone else would seem too expensive for her.

I started to notice something going on here, it wasn’t that she didn’t want to let her go because she was a very experienced member, but rather she’s become dependent on her.

When we start to become dependent on someone for too long, it creates this barrier keeping you from stepping up to take the lead. That person of who we become desperately dependent among will not only notice it, but will take it to advantage and this is where I think starts to get ugly.

Why you may ask? Because a shift in power starts to happen and now the one who is being dependent on starts to play it as a game, sort of like a “you’re nothing without me” type. This will drag the organization down slowly and other team staff will become aware and I’m sure most would start to take off in different direction.

This as leaders makes us weak without hesitation, and we must not be carried into this playing field. What I suggested is that this team member should’ve been let go quickly. The ‘hire slow, fire quickly’ mentality.

When we hang on to a person that doesn’t bring value to the organization any more, they are robbing us- our time, our team, our customers, and our money.

I understand also that there is fear about what happens when we aren’t prepared to let someone go in that moment?

What happened during this situation was that the manager couldn’t handle it anymore and told her how she saw it. She blamed her for being too slow, wasn’t doing quality work and was wasting their time. That staff got upset and at the end of the day she decided to quit.

Soon after they all came to a meeting, they weren’t sure of who they were going to hire next. It was a clueless situation, there was no one in mind for the following Monday to hire. They quickly began post hiring ads everywhere and you could sense the stressful situation they got themselves in. On the opposite side however, they were the ones walking away laughing because they knew she was needed.

So what can we learn from this?

When there’s a person that doesn’t bring value to the organization any more, we have to let them go promptly, but before we let them go; we should prepare ourselves to have a plan of those who can replace them following the termination. This will reduce a lot of hassle and once you’ve found a replacement, it’s best to not go all out on a member in front of everyone, but instead at the end of the day have a one on one discussion with them about their work performance and let them know they no longer will be bringing their contribution to the team. It’s much more organized and saves a lot of time.

What strategies do you tend to use before letting someone go in your organization? Have you ever had to wait onto someone for too long and just decided to stick with it? Was your outcome good or bad? And what experiences have you gained?

Guiding Leaders: Giving the Helping Hand in Situations

As leaders, how do you give guidance to other leaders that may be stuck in a certain situation they can’t move forward? You witness them trying to come up with ways of how the problem can be handled, but as a result, he gives in and reacts to the same degree one of the members gave him.

During the weekend our church had a big event going on. Many families from out of state were going to attend and friends invited relatives to come as well. The worship band leader was assigned to decide what will be on the list to play for the public. We all came to agreement of the list, however, one particular member did not agree with what he had decided.

The playlist they had was completely different for what he had in mind. He argued that the ones for this event should be different because it was a special occasion. The music leader cooperated with him but his response did not move him to make any changes.

Getting close to the special event, the same person who didn’t agree to the playlist had gathered himself a new music group without asking the worship leader about it first. The outcome was upsetting. Everyone felt it wasn’t fair and it was rude and disrespectful. He told me he didn’t know what to do because the way he pictured playing music for this event was different than what the worship leader has assigned.

Quickly the worship leader became aware of it, and resulted in being upset and with the mood of not going any longer to the event.

I took notice and I had to act quickly, but the question is-how can I motivate another leader and come with ways for him to handle these situations without authorizing him?

I didn’t want to demonstrate that he is a leader that is weak, rather I wanted him to be aware of areas he needed improvement. As leaders, there’s always continuous need for improvements. I contacted him and discussed to him how can he work things out with that member that disagreed with him. We gathered ideas and he agreed.

I later came communicated with our member that disagreed with the worship leader. I made him aware that I knew about what was going on. Our discussion included that we had to be fair for everyone, nobody is an individual and we are all apart of a team. Next I told him if he wanted to be a leader, he has to learn how to follow first. His reaction quickly came to agreement, as I finally told him to call and discuss with the worship leader, how the separate music group can work with the existing worship group.

On that day it worked out well, there was no problems, except for some technical difficulties at the start, but overall everyone came to the same mindset.

As leaders, how has your experience been like guiding other leaders to lead? Has the outcome been positive or negative? What can you learn as you move forward to becoming a better leader?

Addressing the Issue

I taught myself music growing up. My father would look through his set of Cd’s he had, and play them throughout the day. Some said how is it that I taught myself music so well? Only response to them was that the amount of music I used to listen to. I’d grab drum sticks and started hitting whatever I could see and turn it into a rhythm. My mother would always get upset with me because of the damage caused onto the furniture, and therefore I was given a practice pad soon moving to my very own drum set. As I got older, I began to have more confidence to step up and participate with the worship ministry at church. At the time we had two drum musicians, they would take turns, one plays Sundays, the other during the week. I don’t recall what happened, but some issue erupted between them. One started coming in less and less while the other began to be demotivated. We had another newcomer who just joined the team, but with his incredible drumming talent, he was often nervous. This at the time was the beginning for me.

It began right when we started prayer for offerings, I’m not sure what our drummer wanted to do. I think he wanted to use the restroom real quick, but that’s a long walk so he wouldn’t be back on time (I apologize also because I forgot this man’s name. I think it was Mario). My father comes up to me and says “Get up there, you can do this, you’re ready.” Now I’m sure many of you think these are motivating words and I would start getting in the mood, but I really was nervous. It was about the only time I can recall I felt completely nervous and indecisive if I should go up on stage and play in front of a huge crowd. The crowd knew who I was, but standing in front of them with all eyes on you is about nerve-racking as it gets.

Some of those around me started encouraging me, and finally I chosen to go. When I sat down, it was a great feeling, but I still felt nervous because I didn’t know what songs they had lined up. As they started singing, I quickly caught up with the rhythm; a 6/8 drum beat for my readers that are drummers. I began to gain more confidence, and as I finally got through worshiping, I observed around and noticed I had a broad view of the crowd.

This is just a little background of how I started my life playing music, but I’d like to share with you that musicians see everything. They may be distracted by getting so emotional into the music, but we see everything. What do I mean by everything? Everything as in seeing people’s attitude, the drama going on, kids causing trouble and the changes that have been made.

My number one thing; besides looking at our music group if they had failed a note, is I always had my eye on are people loving the way I’m playing? When we look into the crowd we see everyone’s body language and facial expressions. By reading these I had a good amount of knowledge if they were enjoying this or not. Sometimes I would watch the newcomers stand still not engaged at all, and that’s where I would try my best even more. It felt kind of like a ‘let me impress you’ feeling. When I saw them enthused and engaged into the music, I felt really good having the thought they’re enjoying what I’m doing. On some occasions it would be difficult for me to change a person’s attitude if they came in depressed or upset. Normally if they showed up with those signs, I always did my best because it’s what people come to church for right? To look for guidance and seek a positive spirit from others and God.

Being up front seeing when the girl I had a crush on was an advantage also. When I saw her walk in, she’d look at me and smile. I’m sure the whole crowd saw me blush at the moment because I was just madly in love with her at the time. There’s the disadvantage also because you’re looking at the entrance door hoping that some person doesn’t come in and once you know it, they come right in when least expected.

Apart from seeing everyone’s facial expressions, I saw how not solving people’s issues with one another distracted them from being involved at church. Especially with the girls within the youth. I saw one group sitting next to each other on one side, while the rest bunched up on the other side, I knew there was something going on. This is how gossiping started and bullying would go on without their parents knowing. Some women at our church also faced problems, they’d greet everyone except for that one person to avoid confrontation with. Only question I ask myself is why didn’t our musicians say anything? Do they keep it in to not make the issue much worse or do they not know how to address the problem?

Everyone didn’t say much either when big changes started happening at church as well. We knew a few people have made decisions not to be involved in our organization anymore, it affected two members in our music group. They enjoyed being around them but not being able to see or speak with them created motives to leave as well.

In a leadership prospective, it’s most likely you will come to a time where you can’t see what you’re team is doing, how do you make your team address the problem to you? One of the ways we handled these situations was having a sit down meet in the office to discuss matters. Another way was after the service was over, they’d make a personal phone call to the leader stating what happened.

What methods have you used in which your team can feel confident and kept confidential about it? Is there one person that has ‘your eyes’, and mentions every detail to you? These are some of the aspects to think about.