On Monday, March 16, 2020 the Tacoma-Pierce County Chamber of Commerce (COC) and the Economic Development Board (EDB) for Tacoma-Pierce County co-hosted their first COVID-19 Business Response Webinar. These will be hosted every Monday, Wednesday and Friday for the foreseeable future to update community and business members of new information and resources available to local businesses. Questions can be sent to alisonb@tacomachamber.org with “COVID-19” in the subject line. ​

How often do you hear someone make an observation that something is broken in the world around us? It’s easy to share your opinions about fragmented systems with your friends under the guise of, “Just wanting to see a better future.” What separates the naysayers and bystanders from the doers is rather simple, it includes rolling up your sleeves, getting into the mess that you see and becoming a part of the solution. 

​I recently came across a beautiful quote,

People ask whether it is skill or luck that leads to success. The truth is that it’s a little bit of both. You have to have the skill to put yourself in a position to recognize and seize upon your opportunities. Gerrett Stier brought his podcasting gear to the 3 Kings Environmental Sumner, Washington office to discuss business with Jon Isaacson. 

Gerrett is the owner of GMS Distribution which makes power distribution tools for property restoration. His main product is a panel that allows contractors to draw additional power immediately from a dryer or range plug so that they can more equipment in the service of a water damage response. ​

Gerrett is an electrician by trade and in 2007 he started working with property restoration contractors. Because he is a service minded person, he sought to make a product for his clients that would save them money and time when sourcing the traditional spider box in situations where they needed additional power. The initial units were hand made from electrical parts.

In 2009, as the market crashed and Gerrett’s hours were cut in half, he took his product on the road and went door to door to determine if there was a broader demand for this distribution unit that he had been making for local restoration contractors. When you have a good product, a good attitude and refuse to allow tough times to take you out, you can put yourself in a position to create some luck. As Gerrett says, “Being smart enough to be lucky.” ​

As he was building GMS Distribution, he shares some really cool stories of how local vendors collaborated with Gerrett to help him get the process moving forward. Gerrett has a strong commitment to taking care of his customers and was able to attract partners who held similar values. Transitioning from a skilled professional working in a business to an entrepreneur who is building and working on your own business requires intentionality to persevere through the many obstacles.

Gerrett Stier started The GMS Podcast in late 2019 and for Episode 5 “Skill & Luck”, he and Jon discuss how GMS Distribution was formed, what 3 Kings does and what The DYOJO is about.  ​

What is The DYOJO? Gerrett asks when did Jon get started writing, speaking and coaching for property restoration professionals? Jon discusses his start in property restoration, being introduced to a mold remediation team and learning the skills of the business. He shares how he had the good fortune of learning from good mentors early on which set him up for a trajectory of career development within the industry. Jon discusses the motivation and concepts for business coaching and leadership development through The DYOJO. ​

Why don’t business leaders, entrepreneurs and employees ask for help?

No one wants to appear weak

“I don’t need help.”

People in a position of leadership have to take a hard look at whether the culture they are building is conducive to facilitating team members feeling comfortable asking for help. Does the leadership team at the corporate office lead by example in asking for help? Do local managers ask their teams for help? When was the last time someone on the team asked for help?

If our organization's culture has the bravado where if you can’t hack it then don’t let the door hit you on the backside, we will not hear anyone asking for help. This environment is expressed in much more subtle ways as well, wherein the organization does not exemplify how to ask for help or create avenues for team members to reach out without repercussions (real or perceived).

Five questions that can help us build a culture that is conducive to collaboration:

1. Are we perceived as being positive? Do we lead by example and raise the bar on positive interactions with our teams?
2. Are we perceived as being approachable? This is easy to measure, how many people from your team have approached you with things large or small?
3. Are we taking the first steps? When was the last time that you as a person in a position of leadership asked someone if they needed help?
4. Are we being intentional with our culture in this regard? How often do we watch our teams interact with each other and their leadership teams? Do we discuss and train for helpfulness?
5. Are we leading by example? When was the last time that the leadership team opened the floor or asked for help from employees or other departments?

No one wants to be overrun

“I need help, but…”

Perhaps people are asking for help but they are not getting a positive response. We have to be mindful as well as intentional to create a culture where asking for help does not lead to exclusion or imperialism. Being mindful and intentional with how we address a request for help starts something as simple as paying attention, management expert Tom Peters reminds us to ask the question, “Do I make eye contact 100 percent of the time?” Being positive and approachable, as mentioned above, could start with the act of putting our phones down, making eye contact and giving 100 percent of our attention to whomever we are interacting with.

Imperialism is the expansion of power through brute force or diplomacy. In the work place there are hostile takeovers of another’s position, the scenario where someone is asked for help or told that they need help and then they are steamrolled by the one providing assistance. “I was just trying to help,” the imperialist will say, and they may believe they have the best intentions but their process does not lead to independence for the workmate that they are “helping”.

Exclusion is much more subtle as is imperialism by diplomacy. On paper or to the outside world, exclusion may appear like assistance but it nets the same result as a takeover it is just done with a bit more savvy. When the person asking for help is subtly pushed out of their role or responsibility then the process of exclusion has begun. Many well-intentioned leaders are guilty of taking over the kitchen rather than teaching their employees how to bake bread.

Assistance should lead to independence rather than dependence or takeover. Many organizations create internal competitiveness which may build towards growth goals but if not managed with the correct environment could suffer greatly in lack of internal collaboration. Working together to make the whole team stronger allows us to compete and collaborate.

We should remember to listen before we speak and listen longer than we think we should. Listening unlocks doors and removes bricks in those walls that have created barriers to interaction. If employees perceive leadership and the culture as one that is not open to being helpful then they will not engage in seeking assistance.
 
No one ever taught us how to ask for help

“I don’t know who or how to ask for help.”

We cannot take it for granted that everyone knows how to ask for help or to whom they would go for help. This could be a significant gap both in the onboarding process as well as the ongoing development of the team – who can help you when you need it. There may be people asking for help they just may not be clear about communicating what their needs are. If people approach the boss but they are always busy or appear too busy, opportunities may be missed.

If people have reached out but they were shot down, ignored or even scorned, opportunities are definitely being missed. Raising our emotional intelligence (EQ) allows us to understand that perception is a tricky thing and it often overrules reality so it is important that those in a position of leadership are intentional about interacting with their teams in positive ways to open up channels of communication. In a training outline from McKinsey & Company on how to take charge without taking over, they recommend that new leaders or teams in a process of change should, “Keep all messages explicitly positive and defer all penalties until it is clear that positive behavior will not emerge without them.”

If you are trying to create a culture of collaboration - start with listening. Start listening with purpose with a little help from Lola. ​

If you are in need of some help and mentorship - own your mistakes and consult with a trusted source.