yellow white and gray background

Leadership: Alignment

We couldn’t agree more with this view of leadership:

Organizations need people for their energy, effort, and talent. Individuals need organizations for the many rewards they offer. But the needs of the individual and the organization don’t always line up very well. When the fit between people and organizations is poor, one or both suffer. Individuals may feel underpaid, unappreciated, or disrespected. Organizations sputter because individuals give less than their best or work against organizational purposes. Douglas McGregor argued some fifty years ago that the central task of leadership is to ensure alignment between people and organizations so that individuals find satisfying, meaningful work, and organizations get the talent and energy they need to succeed.

Bolman, Lee G.; Deal, Terrence E.. How Great Leaders Think

While there are structural and strategic forms of leadership, organizations need people to execute their tasks with precision. Our team has seen it time and again when an organization isn’t tight and right on their care for employees. Higher turnover. Low morale. Infighting. Lack of motivation.

Harmony is what we long for in our corporate structures. Harmony of purpose, values, meaning, and care of the people.

One way to accomplish this is by doing exercises to reflect on what’s working and what needs improvement. Get your team involved and empower them to be honest. It’s humbling (humiliating sometimes) but very meaningful. Remember that it’s helping us get to the results we’re hoping for!

aerial view and grayscale photography of high rise buildings

Leadership Learnings: Mission, Resistance, Slow Change


A healthy leader (healthy: self-aware, humble, competent, caring) is constantly thinking about the organizations mission. Mission first above all else. Mission helps shape decisions, values, practices, and culture.

What’s the goal? Purpose? What are we trying to accomplish? All mission driven questions.


Sticking to your core mission will, without a doubt, cause resistance within you (as the leader) and the organization. Organisms like stability. They learn to stabilize over a period of time for balance and steadiness. Biologists call this homeostasis. So when the leader is focused on a mission and it requires making changes, the system will naturally resist. It’s normal. Expect it. Prepare for it.

Slow Changes from the Margins

Tod Bolsinger (author of Canoeing the Mountains) talks about a process of observing, interpreting, and interventions as a means to come up with new innovations that meet the new needs. They’re initially experiments in the margins that won’t rock the boat too quickly. But it will rock it.

Peter Senge says:

“The key to their survival was the ability to run ‘experiments in the margin,’ to continually explore new business and organizational opportunities that create potential new sources of growth.”

Peter Senge

There are so many changes caused by tech, climate change, customer needs. A leader will be more prepared as they’re learning perennial leadership wisdom to face the changing tides.

NOTE: One of my new favorite definitions on leadership….

“enabling a [team, company) to grow so they can face their greatest challenges and thrive

Bolsinger, Tod E. . Canoeing the Mountains

Bolsinger offers us wisdom for when the resistance comes and we’re trying to strategize:

  • Start with conviction
  • stay calm
  • stay connected
  • stay the course.

SquarePatch’s mission is driven by purpose, meaning, and joy in the marketplace through our services of leadership, employee, and organizational care. It’s a holistic approach of engaging and equipping leaders and employees to face challenges and thrive!

Promoting Systemic Health

Currently working through #CanoeningtheMountains, by #todbolsinger

A healthy system is working through its shared values translated in behaviors. Leaders set a tone in the system!

It’s been so good!!!

“Like healthy people, systems promote their health through “responsible and enlightened behavior.” The people who are most in position to enhance the health of a system are precisely those who have been empowered to be responsible, namely the leaders. . . . They set a tone, invite collaboration, make decisions, map a direction, establish boundaries, encourage self-expression, restrain what threatens the integrity of the whole, and keep the system’s direction aligned with purposes.”

Tod Bolsinger, Canoening the Mountains

How To Set Goals: 3 Practices for Leaders

SUMMARY:  (5 min read) Our team has created three strategic objectives for 2021 to support your workplace. The following article is about a leadership practice for how to set goals based on our observations.


I am going to say something hard…so get ready. 

Buckle up. 

If we want to talk about productivity on our teams and about excelling and even exceeding what we have done in the past…then we have to talk, first and foremost, about…you. 

It is tempting and can even be addicting to talk about our teams or people as the loci for the challenges and setbacks we have. But, as Ron Heifetz and Marty Linsky put it, “when you belong to the organization or community that you are trying to lead, you are part of the problem.” Leadership on the Line, (p. 90). 

OUCH. And, this is deeply good news—because if you are part of the problem then you are also part of the answer. 

As leaders we would love to keep people accountable until all problems melt away and there is ease at work. But all too often we are reluctant to see ourselves on the playing field and acknowledge that we are not only members of the team but also contributors to the problem. If you want accountable teams the bucks starts, and stops, with you. 

We must first get accountable with ourselves, secondly, model it, and finally encourage/enact it. 

Getting Accountable with Ourselves 

In Dr. Cloud’s work he makes a pretty radical and profound statement about leaders, “You are ridiculously in charge.” Boundaries for Leaders, (p. 15).

 So, think about what your greatest concern or challenge is in your department…and then ask this hard but important question:        

How am I contributing to this? 

If you are willing to ask this question of yourself, and then of members of your team, you will begin where all leaders need to, with yourself. 

Try saying something like this: 

“I noticed that our communication could be stronger, can you tell me ways that I communicate that team members may think is weak and what you would do differently to make it stronger? 

Then, just listen. 

Don’t argue or make excuses. 

Take notes. 

And then, as quickly as possible, put that feedback into practice. 

Model it

Once you have taken the step to practice “Getting Accountable,” you have developed a real strength in your leadership. Model it well. 

One simple but effective way to do this well is to narrate it. This is a powerful tool for helping people hear the new story you are telling, or new culture you are creating, with your team and your business. Don’t assume they are just picking it up. Narrate it. It could like this: 

Let’s break this down.  Notice these 7 elements to Narrating Accountable Change:

  1. State your intentions
  2. Action Taken
  3. Ownership
  4. Clarify
  5. Intention
  6. Their Responsibility 
  7. Gratitude 

(Find a helpful worksheet here)

Encourage/Enact it 

Are people refusing to communicate? What are you/have you done to fix the miscommunication? You must address it promptly and hold them to the change. How do you communicate effectively with your people? Are you modeling good behavior? If so, then you can ask the team to rise to this occasion. Are you stopping poor behavior? If a team member continues to communicate ineffectively you must take action for their sake and for the sake of the team. 

Cloud points out that, as the leader, you create the memory from which your team operates. 

Looking at this example around communication, think about it this way:

 If you communicate well, you tell them:

  1. What is allowed, and 
  2. What is not allowed,  if you refuse to allow poor communication from yourself or between others. 
  3. This creates Memory. They have experienced you communicating effectively and experienced you supporting anyone whose communication is not strong to strengthen it so, they can relax and do the work, we call this productivity.

It then becomes simple/memory for your team to see your actions and follow your lead. It also becomes simple/memory for you to illustrate that you live out the same expectations you have for them—so you expect nothing more and you will not tolerate anything less. 

We look forward to having more coaching conversations with leaders this year that lead to accountability and productivity. 

SquarePatch Objectives 2021

This year, our chaplaincy team has three strategic objectives birthed from what we observe in the workplace during the pandemic:

  1. Coaching conversations with leaders that lead to practices that directly impact their leadership and performance.
  2. Create practices that help workers and the workplace have more purpose, meaning, and joy.
  3. Deepen the quality of our care with employees that directly impacts their personhood and performance.

These objectives came out of a time of observing and listening to the losses and longings employees and leaders have shared with us.  They will function as a means to see transformation in lives as well as the workplace.  We want to impact both the person and their performance at work, believing that the personal and professional are somehow tied together.

Under each objective, we’ve outlined some actionable items and themes we’d like to focus on with leaders…again based on what we observe and hear from the worker and and the workplace system.  

We believe the workplace deserves purpose, meaning, and joy by nurturing a humanizing environment through care, coaching, and counseling.

3 Key Practices For Improving Communication and Trust

What 50 years of Business Leadership Taught Mike…

First, let’s take a moment to acknowledge the strength, wisdom, and commitment you’ve got to lead your co-workers, especially in a company that leads your industry! Second, let’s acknowledge the frequent changes that you have to face and adapt to, while maintaining the course towards your company’s vision and goals. It’s not easy and can be exhausting. Stay the course!

In this month’s article, you’ll learn from a business leader on how to strengthen lines of communication between executives and managers, and what accountability and mico-management “sounds like”.

Meet Mike Druce

Last Fall, I had the privilege of spending a weekend with extended family and connect with Mike Druce. Over the past 50 years, Mike had various leadership and executive positions in some major industries:

  • Former VP of a national logistics company that currently serves Home Depot, Lowes, and Costco.
  • Consultant for a global logistics company for mineral mines
  • Consultant to municipal power for the State of Arizona, and Fukushima Power Plant, Japan.
  • Currently a consultant for a small business developing advanced machinery.

Waiting for dinner to be served, I realized that Mike was a “goldmine” of business knowledge! So I sat with him and asked him about leadership in the workplace:

Q. What is the most important piece of advice you could give from your experience to a leader or executive?

A“The biggest obstacles to a successful organization/company is mismanagement of the people and miscommunication.”

Out of all the things he could’ve said that are big obstacles (money, competitive industry, economic downturn, regulations, a pandemic!), he saw “mismanagement” and “miscommunication” as the biggest factors in seeing the success and failure of companies he worked for/with.

There’s a saying, “the problem is also the solution.” In leadership life, it’s very easy to see people as the problem in a company, but Mike sees the people we lead and work with as the key solution to problems in our company. Rarely is a product or service the answer.

Mike briefly shared about leaders that shut down morale, dignity, or team feedback and caused long-term harm, even if short-term results appeared successful. Employee training & performance naturally rise when competent leaders are in place.

This led me to the next question. I was looking for a simple but reliable practice that any leader could do….

Q. What is the top need for Executives/Directors on a weekly basis?

A. Mike said the #1 thing that made a difference for his success was: “One-One meetings (30 min-1hr) with 2 levels of leaders – managers and supervisors they oversee.”

  1. Why 2 levels? Because the leader can get the best picture of how things are going in that department/team. This was preventative practice against miscommunication because some managers may not willingly share important info to their directors/executives. It created a way to improve the organization with better results.
  2. Motivation for weekly meetings may not be easy for some leaders. However, it’s a powerful tool that affects employee morale. And, according to research, morale directly influences a company’s goals and results.

Q. What happens in those one-one meetings?

  1. He communicates company updates to the manager, which helps keep the big picture in mind.
  2. He discusses what’s working well for the team/dept, strengths he observes about the manager’s recent work, and opportunities for improvement.
  3. For the remainder of the meeting, the manager is invited to discuss anything personal or work related. The manager can share any feedback, complaints, concerns, and even personal life updates. If the employee had nothing to discuss, the meeting was over.

One time Mike had one of those weekly meetings. When he was done giving updates and discussing business, it was the team leader’s turn to share anything important. The team leader said no, but he did want to announce that his baby was born recently! It was a time of strengthening connections. Those weekly meetings with managers and supervisors strengthened the relationships and common bonds he had in the company.

One important thing leaders can remember to do is to ask for feedback from people they oversee. Naturally, giving constructive feedback to a leader or executive can be intimidating, so it’s up to a leader to keep communication lines open.

A company-wide expectation that yielded huge results:

Mike also pointed out a key company expectation from all employees that made a huge difference in focus, organization, and productivity: All new employees on day 1 were taught, encouraged, and reminded that they have freedom to ask questions about why a task/procedure was done a particular way. If a supervisor/manager in the next 2 levels above the employee couldn’t answer it, then the director/executive must fully re-evaluate the task or process.

It was PAINFUL, but it was worth it.

This standard practice prevented a lot of wasted time, energy, and money.

Another piece of advice Mike mentioned was, “the job of a manager / executive is obstacle removal and accountability of the work- not micromanagement.”

But what do those words really mean? What do they sound like in a workplace? This graphic describes what it may sound like…

You’ll notice that if more people speak the language of accountability and obstacle removal, not micro-management, there would be an increase in trust in one another. A company with strong ties of trust can do great things.


Mismanagement and miscommunication are obstacles to company success. Here are 3 important ways to reduce them:

1) Have weekly one-one meetings with managers and supervisors, preferably two levels of leadership.

  • In leadership meetings, point out what is working well, what you admire about the leader’s work lately, and opportunities for improvement. 
  • Make time to hear what concerns or obstacles the manager/supervisor needs to discuss (Use the “Asking for Feedback” questions as needed).

2) Set a company expectation: Asking why a task is important or necessary is welcome. It may be painful for leadership, but it will yield great results.

3) What does your workday sound like? Micromanagement undermines trust in your leaders and teams; Accountability and obstacle removal are important practices that build trust.

Share this:

Like this:

%d bloggers like this: