Leadership Risks Worth Taking

Safe, predictable, tried and true – while these words might put your mind at ease, stepping out of your comfort zone and trying something a little risky can pay off in a big way.

In business, there are times when you need to make a bold move and times when playing it safe is the right course. The key is learning which risks are worth the gamble.

Trust Your Employees. Some leaders fear giving employees too much freedom. Instead, they micromanage every task to prevent employees from ever making mistakes. For perfectionist managers, letting go of control is scary. If you struggle with delegating, step back, and evaluate how that affects your team.

According to the American Management Association, micromanaging discourages employees and kills creativity. Show some faith, and give your team a longer leash. If they fail, that’s okay. Resist the urge to reclaim control. Instead, let them grow in their roles. Taking chances on your team will lighten your load and empower your employees.

Give Credit. No manager is an island. Some leaders, however, seem to forget this notion whenever the boss or a top client is within earshot. They worry acknowledging others’ contributions will damage their reputation. But in reality, people value humble, team-oriented leaders over those who claim to do it all on their own.

While it’s great to compliment employees one-on-one, private remarks can’t replace public recognition. When team members play a significant role in making a project succeed, make sure you openly acknowledge their efforts.

Say “No.” Savvy leaders understand that sometimes “no” is the best answer – even when the pressure’s on to give the green light. Whether that means turning down a project or passing up a promotion, the ability to say “no” at the right times is just as important as knowing when to say “yes.”

Accepting every request that comes your way doesn’t do anyone a service – least of all you. Knowing your limits and understanding what’s right for you will prevent distractions from bogging you down. Take a risk, and say “no” when the time’s right – others will appreciate your honesty and your ability to take a stand.

Try Something New. “That’s the way we’ve always done things.” Who hasn’t heard this mantra repeated in the boardrooms and cubicles of their organization? Just because the ‘same old, same old’ is what people are comfortable with, doesn’t mean it’s the most effective way to get things done.

In a new book called, Buy-In: Saving Your Good Idea from Getting Shot Down, the authors discuss how naysayers can keep great ideas from ever launching. Imagine what the world would be like if leaders and inventors like Alexander Graham Bell or Henry Ford hadn’t pushed to see their visions become realities. We might still be relying on telegraphs and riding in horse-drawn carriages, respectively.

Successful managers know when to take chances and when to play it safe. Taking risks to courageously lead the pack is exactly the sort of thing top leaders are renowned for. So, step out of your comfort zone, and challenge the status quo.

Background Checks for New Employees

By adding background checks to the screening process for new employees, employers can verify applicant information, reduce the risk of theft and workplace violence and improve the general quality of the candidate pool.

Prior to performing any background screening, the employer should have a written policy in place which describes the details of the screening process. Some of the information that may be included is a description of who will be screened (i.e., applicants only, all employees, managers only), when screening will occur (i.e., pre-employment only, annually), what paperwork is necessary, what type of background check will be performed, who will have access to the information, who will decide how the information will be used, and who will be responsible for adhering to the Fair Credit Reporting Act (FCRA) and state law compliance.

Employers should consult legal counsel regarding how they use potentially adverse information as part of their hiring criteria. For example, many states prohibit the use of an applicant’s arrest record (as opposed to convictions) when making a hiring decision. Also, decisions based on criminal convictions may be subject to the nature/gravity of the offense, the time that has elapsed since conviction or sentence completion and the nature of the job assignment.

In general, employers will find it more cost efficient and accurate to hire a third-party background screening company. Many of these background screening companies are members of the National Association of Professional Background Screeners and will provide information to the employer about the legal requirements of the screening process.

The FCRA defines screening companies as “consumer reporting agencies” and the background reports are defined as “consumer reports.”

Under the FCRA, employers must:

1. Have a written disclosure to the individual that a consumer report will be obtained. This disclosure must occur before the background check is obtained and it must be a separate document from the employment application.

2. Obtain written authorization from the individual prior to requesting the consumer report.

3. If the employer plans on taking any adverse action based on the consumer report, the employer must provide two notices to the individual – one notice before taking adverse action and another when the adverse action occurs.

4. Before taking the adverse action, the employer must provide applicant/employee with a copy of the consumer report and a summary of the applicant’s/employee’s rights under the Act (these rights can be found at www.ftc.gov)

5. After providing this information the employer must wait for a period of time (usually 5 days) before taking the adverse action. This waiting period allows the individual to identify any inaccuracies in the consumer report.

6. Upon taking the adverse action, the employer must provide the individual with a Notice of Adverse Action taken, the contact information of the consumer reporting agency, and a notice of the consumer’s right to dispute the accuracy of the report with the reporting agency.

Employers should also make sure background checks have been performed on their temporary workers and independent contractors. If the employer is using a staffing agency, the employer must inform the staffing agency the employer has a background screening policy. All applicants that the staffing company refers should be screened and all FCRA and state laws followed, including getting written authorization from the applicant.

Bruce E. Loren & Associates specializes in drafting policies to enable your company to conduct background checks in compliance with applicable laws, and in advising businesses in the appropriate use of information obtained from background searches. Bruce E. Loren & Associates is an AV-rated business and construction litigation law firm, also specializing in all employment-related issues for our clients. If you have any questions about this article or any employment-related issue, please contact Bruce Loren or Cara Barrick.

Quick Tips: Busting Through a Mental Block

Whether you’re trying to create a presentation, write an article, or compose an email, nothing is worse than having a mental block you just can’t seem to bust through. It invokes the same feelings of frustration and panic you experience as when you know you need to get to sleep but can’t. But, don’t let those feelings get the better of you. Try these five quick tips to overcome your block and finish the task at hand.

Turn Off the Distractions

Despite what you may have been told, multi-tasking is a myth. In fact, multi-tasking actually delays your progress and delivers poorer results, according to research from Stanford University. So shut down the email, unplug the phone, and close any unnecessary computer programs so you can focus on the task at hand.

Consider the Why

Sometimes it’s easy to lose sight of why you’re doing something. Think beyond just the need to check something off your to-do list and visualize what you want to happen as a result of your effort. If you can’t fully comprehend the end result, then you probably don’t have all the information you need to start this project in the first place.

Let Go of Perfectionism

Give yourself permission to not get it perfect the first time. The pressure to immediately produce something that is free of flaws is unrealistic, and will only serve to further squelch your creativity and ability to think. You can always go back later and make corrections once you have written your general thoughts down.

Just Start

Getting something – anything – down on your paper or screen can often serve as the final push that completely breaks through your mental block. For some reason, going from a completely blank page to a page with a few thoughts scribbled on it can make a huge difference. Just keep putting your ideas down on paper until you have your break-through moment.

Walk Away

If nothing else is helping, try to just shut it down and walk away for a while. Have a quick coffee break, try focusing on another project for a while, or take your lunch break. Sometimes even walking away from your desk and talking through the project with a teammate can be just what you need to get your spark back.

The good news is, just like sleep eventually comes when you’re tired, your mental block will dissolve and you’ll be able to complete your task. Just make sure you don’t give up too quickly when you first hit your block – there is a great feeling of accomplishment on the other side if you just push through!