"Groupthink. Yep.Yep. A group dominated by a thought leader performs no better than a leader working alone. In other words, team cohesion is good, but group think isn't. A surprising number of individuals will change their views if the pull of the group is strong enough - even if they know from the get-go that the group is wrong.

Some tactics for avoiding groupthink:

• Make sure dissenting opinions get heard.
• Appoint an official devil's advocate.
• Challenge people to poke holes in the ideas that gain momentum.
• Remember, it's better to make changes while you still can than to roll out an idea that isn't thought through."

How many times have you used the word "should" lately?

"What should we do?"

"They should act differently."

"The world should be this way, or that way."

Try replacing "should" with "could", or "want", and new possibilities open up.

What could we do if...?

We want them to act differently...how can we help make that happen?

We want a world where...how can we get there?

By eliminating the "shoulds", you can invite others to join you. Not only is it liberating, but it also invites collective wisdom and helps you build your team. Isn't it time to stop "shoulding" all over yourself and start working with your team to build a new future?

We've pulled together some low cost ideas for thanking those that are important to your organization. Whether it is donors, staff, Board members, partners organizations and/or volunteers, even if you don't do one of these things, thank, thank, thank them somehow!

• Create a blog post that talk about the importance of all of these constituencies and call out by name those few who have given "above and beyond" or link to a longer list from your blog.
• Send personalized e-cards and schedule them to arrive the day major events or holidays.
• Create a video and post it on your Facebook Fan Page, YouTube, and everywhere else that makes sense. Make it fun..create a poem or a sing a silly song. Step out of character a bit.
• Give a small packet of seeds or bulbs or some small potted plants.  Giving things that grow and live puts everyone in a good mood.
• Set aside several moments at Board meetings to publicly recognize the big givers (time, talent, treasure). Praising GenY staff in front of the board is particularly effective.
• Buy some low-cost holiday decorations and leave them at each staff person's desk with a sticky note of thanks. Or, distribute to your key volunteers and board members.
• Give creative gifts like play-doh, a Slinky, or interesting post-it notes.

What special things do you do to say "Thank You"? Log in and comment to add them to the list!

Want a great way to retain staff and build team? Make sure you're being a mentor!

According to the Center for Leadership Development's "MENTORING, The Next Generation of Nonprofit Leaders: A Practical Guide for Managers," there are 12 "Best Practices" for mentoring, whether it takes place in larger or small organizations. They include:

1. Improving or Supplementing Employee Orientation
2. Appreciating and Developing Character
3. Developing Specific Skills or Competencies
4. Discussing Issues, Ideas, Challenges, and Current Events
5. Offering Developmental or “Stretch” Assignments
6. Expanding the Mentee’s Network
7. Identifying Other Learning Opportunities and Recommending Resources
8. Managing Risk-Taking and Identifying Dangers or “Minefields”
9. Exploring Career Options and the Long-Term Future
10. Seeking Reciprocity and Defining Mutuality
11. Identifying More than One Mentor as a Resource to the Mentee
12. Developing a Learning and Mentoring Action Plan and Formalizing a Written Agreement Outlining Goals, Terms, and Boundaries

Read the full 48-page report here.

I just came across this great post from Robert Whipple, CEO of Leadergrow Incorporated on the 4 Common Denominators of High Performing Teams. Here's a quick summary:

1. Common goals - to keep people aligned on the same page
2. Trust - in order to create a real environment where people are not playing games with each other
3. Good Leadership - which is an essential element in all team activities
4. A Good Charter - which is a commonly overlooked element but is absolutely essential to prevent stress due to "social loafing."

According to Whipple, "If your team has these four elements, chances are you are enjoying the benefits of working on a high performance team."

Read the full post here.

Tip contributed by Carolyn Griffin, a Third Sector Connector volunteer.

“A sense of humor is part of the art of leadership, of getting along with people, of getting things done." ~ Dwight D. Eisenhower

The mission-based work of many community-based nonprofits and NGOs is focused on creating amazing outcomes, so it's usually pretty serious business and sometimes downright stressful. That means that humor is often a tool that's gotten buried at the bottom of many leaders' toolkits, yet when used effectively, humor can release tension, create rapport, and build stronger team relationships.

Here are just a few tips for fostering a healthy laughter-filled environment:

SHOW RESPECT: Always approach humor with respect for the other person. Use special care with folks who don't laugh a lot already.

POINT THE FINGER AT YOURSELF: Self-effacing humor is almost-always well received. Have you made a mistake? Highlight it with a joke! Did something embarrass your recently? Share it with your team.

KEEP IT BRIEF: If you're building your repertoire of jokes or comebacks, look for the one-liners. Short and sweet hits the mark better than epic sagas.

NO RIDICULE: Avoid jokes that put down groups or classes of people. Even if folks don't fit in that group personally, many people find any inkling of discrimination offensive. That's right, not even lawyers are safe.

JOIN UP: Can you hear others laughing? Go check it out and find out what's so funny. You can even approach it with humor by saying something like, "Hey, sounds like people may be having some fun in here. What's this all about?"

CUT IT OUT: Did you see a funny cartoon recently? Cut it out and put it in your office or bring it to someone else who you think would find it funny. Once others see it, it may trigger something humorous for them to share in return.

MAKE IT "A MUST": Add "must have a sense of humor" to your job postings. Seek out people who are fun-loving and who laugh during interviews. Put laughter and fun on your list of values. Add "What funny things happened to you this week?" to your staff meeting agendas.

DITCH THE SARCASM: You may think it's drippingly obvious that you're being sarcastic, but more often than not, it misses the mark. This is particularly true in written communications where there are no physical cues to accompany the language.

LAUGH (Yes, you!): Often the leader sets the somber tone, so if you're not laughing, it's likely that others aren't either. Watch a funny video when eating lunch at your desk. Subscribe to a daily email joke list. Add a funny quote to an email. Start a staff meeting with a joke.

Fun, joy and laughter play an important role within organizations. Don't be afraid to lighten up. Even if you aren't naturally funny yourself, you can still find ways to laugh and share it with others.

What other tips can you add about bringing humor into the workplace?

Additional Resources:

Secrets of Connecting Leadership and Learning with Humor by Peter M. Jonas (an absolute "must-read")

Humor in Leadership by Stuart Tan (some great tips for finding ways to be funny)

Humor in Leadership from students at University of Illinois at Urbana-Champaign (some fun workplace ideas for anyone to use)

Strategic Humor in Leadership: Practical Suggestions for Appropriate Use by C.B. Crawford (an interesting scholarly paper about humor as a strategy)

Want a quick and easy way to build a high-performing team? Envision it.

All too often, I see organizations recruiting for key leadership positions without doing anything to excite top candidates. It's more than just a missed opportunity. This routine approach can lead to poor hiring and leadership turnover that can permanently damage an organization.

Here's one example of the minimalist "we-all-know-what-this-job-is" approach from a recent job posting for an Executive Director:

Summary

The individual in this position is responsible for revenue growth, public relations, media relations, board and committee member recruitment and staffing the Board of Directors for the Chapter. Essential skills in relationship building and asking and gaining support will be key to success.

Additional Qualifications:

Cultural Competency: Ability to interact effectively with people of different cultures. Demonstrates awareness of own cultural views and attitudes as well as of difference cultures.

Partnerships: Is able to facilitate partnerships, communicate both internally and externally and conduct service delivery cross-culturally.

How to Apply: Please submit your resume, cover letter and salary requirements to...

That's all there was. No more. Yawn. Ho-hum. Whatever!

Here's an excerpt from another organization that took the "we're-going-to-roster-all-the-yucky-stuff" tack:

• Strategic Planning: Ensure that ORG continues to achieve the goals, initiatives, and program outcomes outlined in our strategic plan by designing and monitoring effective program measures.
• Fund Development: Direct the involvement of Board members in donor identification, cultivation, stewardship and all aspects of the solicitation process.
• Human Resources: Ensure that the personnel policies of ORG are adhered to in all hiring and employment practices and are in compliance with employment laws. Propose changes in policy to Board of Directors to keep pace with organizational changes
• Program Oversight: Maintain hands-on familiarity and involvement with ORG’s programs and objectives and keep current regarding changes/developments in the fields of ORG’s work.
• Financial Management: Supervise finance staff and coordinate management of financial and administrative procedures to maintain fiscally sound programs and ensure accurate reporting of financial activity

Additional Qualifications: Minimum 7 years’ management experience, with strong understanding of the nonprofit sector (fundraising, nonprofit fiscal management, and budget preparation)

 There were 32 additional bullets just like those listed above. I kid you not. Sound like a fun job to you?

Here's the scoop. Position announcements are an opportunity to lure top talent. We all know that there's a job description out there somewhere, but that's not how you get the right match. You get the best candidates by describing a job that they want to have. Here's an excerpt from a recent posting that I crafted for a client:

The ideal candidate will be a passionate advocate with a reputation for innovating, leading through challenging situations and fueling change. The candidate will be “at home” in a start-up grassroots environment, yet comfortable navigating within a larger national structure and hierarchy as well. Key personal attributes include: tenaciousness, diplomacy, results-orientation, the ability to move self confidently through uncharted waters, and a total commitment to the non-profit mission of ORG. S/he will have a thorough knowledge of all of the key elements of growing and leading a successful organization with a focus on bottom-line financial management...

 The successful candidate will have superb interpersonal and communication skills, and will serve as chief spokesperson of the organization. The candidate will be an inspiring public leader, while also possessing the ability to coach and lead a staff in an environment that fosters creativity, teamwork, a commitment to excellence, and mutual respect. The successful candidate must have a reputation for honesty, fairness, and high ethical standards in all aspects of professional work...

The successful candidate will be a person of high energy, integrity, humor, creativity, enthusiasm, and optimism. The candidate will have a thorough understanding of the need for ORG programs, and the vision and intellect to address that need effectively...

These are just a few paragraphs from the entire two-page position announcement that read like this, and let me tell you, my client got some outstanding candidates, had an amazing group of finalists, and made a superb hire who is thriving in the position.

If you're a Board member, recruiting your organization's top leader is one of your most important roles. And, if you're an ED/CEO, here's a way to hire and surround yourself with your "dream team." Regardless of your role, you owe it to your organization, your supporters, and your community to make sure you're doing everything you can to attract top candidates, not drive them away.