[Ohio-talk] Boundaries for Leaders

Fri Nov 8 18:03:39 UTC 2013

Those are some really good thoughts, even for the person who is just leading 
his own life well. Thanks for this.

-----Original Message----- 
From: Suzanne Turner
Sent: Friday, November 08, 2013 11:42 AM
To: ohio-talk at nfbnet.org ; Delcenia at prodigy.net ; musicwonder71 at gmail.com ; 
richardkirks at yahoo.com ; wo.turner5 at sbcglobal.net ; CHRISTAL TURNER 
(TURNEC03 at odjfs.state.oh.us) ; Ojmccaf1963 at yahoo.com ; 
Ty.hartfield at gmail.com
Subject: [Ohio-talk] Boundaries for Leaders

Good Afternoon,

I thought I would send this out sence we are about to embark upon a new 
year.  For those who are leaders or aspiring to be: this information is one 
to consider!  This is not only for the work place, but in organizations, 
like the NFB!  Please pass this on.

Thanks Cheryl!

Suzanne

This Week's Tip:

Boundaries for Leaders at the Workplace What do boundaries look like at the 
workplace? They are made up of two essential things: what you create and 
what you allow. A "boundary" is a property line. It defines where your 
property begins and ends. If you think about your home, on your property, 
you can define what is going to happen there, and what is not.

As a leader in the workplace, you are in charge of the vision, the people 
you invite in, what the goals and purposes are going to be, what behavior is 
going to be allowed and what isn't. Leaders build and allow the culture. You 
set the agenda, and you make the rules. And what you find there, you own. It 
is your creation or your allowances that have made it be. Simply stated, the 
leaders' boundaries define and shape what is going to be and what isn't. In 
the end, as a leader, you are always going to get a combination of two 
things: what you create and what you allow.

I (Dr. Cloud) was leading an offsite for a health care company recently 
about a range of leadership issues, and the director of HR asked a key 
question. "So, how can you know if the problem is about the leader, or the 
follower?"

He went on to talk about "problem employees," who don't perform or who are 
difficult. "There is such a thing as a 'follower' who isn't getting it, 
right?" he said.

"Sure," I said. "But on whose watch? In whose culture? Who built the team 
that allows that? Who is over that employee that is a 'problem'?

And who is over the employee that allows employees like that to be that way? 
And if that employee is confused about the strategy or direction, who is it 
that sets that strategy and direction for their team or the organization? In 
the language of Apple, 'who is the DRI , the directly responsible 
individual?'" Who owns it?

It is a central principle of boundaries: ownership. Ultimately, leaders own 
it. They are the ones who define and create the boundaries that drive the 
behavior that forms the identity of teams and culture and sets the standards 
of performance. Leaders define the direction and are responsible for making 
it happen. And they are responsible for the accountability systems that 
ensure that it does happen. It always comes back to leadership and the 
boundaries they allow to exist on their property. Leaders define the 
boundaries, and successful leaders define them well in several key areas:

- The vision, the focus, the attention, and the activities that create 
forward movement are defined by leaders.

- The emotional climate of the organization and its culture is created and 
sustained by leaders.

- The unity and connectedness of the organization and the teams are built or 
fragmented by leaders.

- The thinking and beliefs of the organization are sown and grown by 
leaders.

- The amount and kinds of control and empowerment that people have are given 
and required by leaders.

- The performance and development of their teams and direct reports are 
stewarded by leaders.

- The leadership of oneself, which entails establishing one's own boundaries 
and stewardship of the organization, is required by leaders.

Good leaders, through a handful of essential boundaries, make sure certain 
things happen, prevent other things from happening, and keep it all moving 
forward. Leaders are a positive force for good and a negative force against 
bad. You know what they are for and what they are against.

Spotlight of the Week

Featured Resource: Boundaries for Leaders

Why do some people get results and others don't? In Boundaries for Leaders, 
Dr. Henry Cloud gives leaders the tools and techniques they need to achieve 
the performance they desire. Drawing on the latest findings from 
neuroscience, Dr. Cloud shows why it's critical for leaders to set the 
conditions that make people's brains perform at their highest levels. 
Discover seven leadership boundaries that set the tone and culture for a 
results-driven organization.

Suzanne Turner, BSW, MPA
Employment Coordinator and Benefit Specialist

Cleveland Sight Center
216-791-8118 (main)
216-658-7350 (direct)
216-791-1101 (fax)
sturner at ClevelandSightCenter.org <mailto:sturner at ClevelandSightCenter.org>

1909 East 101st Street
P.O. Box 1988
Cleveland, Ohio  44106-0188

We want to thank all our supporters for making Spellbound a great success 
this year!
Videos and pictures from the event can be found at 
http://www.clevelandsightcenter.org/gala

Our Mission: To empower people with vision loss to realize their full 
potential, and to shape the community's vision of that potential.

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