Humor in Leadership....How to Lead and Have More Fun At The Same Time!!!

There is an appropriate time and place for humor in the workplace.  Any given situation needs to be completely understood before using humor.  Inappropriate use of humor may offend others and decrease the effectiveness of the message. Knowing when and where to use humor will help create a successful leader that inspires and encourages others.

According to Steve Tobak (2012), 7 reasons why humor is one of the most unused leadership traits.
1.) Humor is disarming-It lightens the mood.
2.) It relieves tension during crises- When there's tension in the room, it helps you and your employees to relax, think more clearly, and make better decisions.
3.) It softens the blow of bad news- That said, success is a poor teacher; we learn more from failure.
4.) Humor is great for team building- For some reason, when a team laughs and has fun together it facilitates a sense of community and helps to create a cohesive corporate culture.
5.) It gets people to root for you-People like folks with a sense of humor.
6.) It places emphasis on key points- People remember stories.
7.)Humor is motivating-People learn & accomplish a great deal & have fun doing it.

When Michael Kerr (2006) talks about humor he gets the "You can’t be serious” question.   "And they’re absolutely right. You can’t be serious, at least not if you’re interested in improving staff morale or motivating employees to new heights. And if you want to spark creativity, strengthen teamwork, facilitate open communication, minimize stress levels, reduce employee turnover and absenteeism rates, improve trust between management and employees, offer dynamic customer service and improve productivity, then you can’t be serious. You can’t be serious, because humor can help any organization achieve all those goals." 
 

Therefore I think if humor is utilized more often, employee would happier and the companies were do better.  If people enjoy going to work they are more likely to stay and help the company grow. I have worked for companies who did not want employees to be friends or have fun at work.  At the end of the day it makes going to work SUCK.  People are more inclined to read and listen to a leader if humor is used.  It lightens the mood and motivates people.
 

 

Tips for how to be a leader and use humor

Be sincere

Know when it is and is not appropriate.

Use humor to lift others up-not put them down

Make having fun a priority

Give others permission to have fun

 

Just remember that humor, when used appropriate is a skill WE all have and need to use!

 

Kerr, M. (2006). Managing to have fun. Retrieved from http://www.mikekerr.com/humour-resources/free-articles/humour-in-the-workplace-articles/managing-to-have-fun/
Tobak, S. (2012). Why leaders need a sense of humor. Retrieved from http://www.cbsnews.com/8301-505125_162-57360678/why-leaders-need-a-sense-of-humor/

Listen, Learn....then Lead

TED TALKS: Stanley McChrystal: "Listen, learn...then lead"

 

This TED TALK was done by Stanley McChrystal.  Stanley McChrystal is a  a four-star general, he is the former commander of U.S. and international forces in Afghanistan and the former leader of Joint Special Operations Command (JSOC), which oversees the military’s most sensitive forces.  He has lead several missions.

He was raised to believe that "soldiers" were strong, wise, brave, and faithful,.  They didn't lie, cheat, steal, or abandon their comrades.  To him this is what REAL Leaders posses.

When one of his practice missions failed, his leader praised him for doing well even though they failed the mission. Stanley McChrystal learned that true leaders can let you fail but not let you be a failure. Acknowledging a job well done, but also educating on failures can be beneficial for all involved.  
So one might wonder how to listen, learn, then lead.  WELL Stanley McChrystal addresses it very well in this video.

• Instead of giving orders, building concession and building a sense of shared purpose.
• Listen, Learn.....Then Lead.
• Due to the differences in generation there will be different experiences, skill sets, different vocabulary.
•  In order to utilize the differences there needs to be shared purpose.

Some people will wonder how does a leader stay creditable and legitimate when they haven't done what the people they are leading are doing?
Here is some of how Stanley McChrystal answers that.

• New challenge in leadership- willing to listen, more transparent.
• Watch and take care of each other when in leadership positions due to demands and cumulative pressures.

This is a very insightful video on leadership.  He made a point on listening and learning from below that was very interesting.  To me this meant that leadership can come from everywhere in a organization, while management comes from the hierarchy the people below bring valuable information.   Both are required, both are valuable, but very different at the same time.  Leaders hold the "force" together!  "A leader isn't good because their right, their good because they are willing to learn and trust" (TED TALKS, 2011).
A leader needs to know that the people they count on will help them out, but the people who count on the leader need them on their feet.

How can you build a sense of shared purpose among people of many ages and skill sets?
***By listening and learning -- and addressing the possibility of failure*** (TEDTALKS, 2011)

TEDTALKS. (2011). Stanley McChrsytal:Listen, learn,..then lead. Retrieved from http://www.ted.com/talks/stanley_mcchrystal.html

Femaleness

Gender Perspectives in Leadership
"Femaleness is commonly associated with ideas that are not aligned with leadership, ideas such as compliance, dependence, emotionality, weakness, being accepting, passivity, nurturance, and being "people oriented" (Grossman & Valiga, 2009, p.100). 

The gender divide is changing and women are making significant strides towards providing leadership in society today.

• "In 1999, women simply were not present in senior management positions to the extent that we would expect when 85% of U.S. health care workers are female" Grossman & Valiga, 2009, p.101)
• Consider that while women compose 73% of medical and health services managers, only 4% of health care CEOs were women (Forbes, 2012). 

According to Grossman and Valiga (2009), some of the reasons why there has been a limited number of women exercising leadership is....

• Society does not except and value leadership in women
• Women are not typically socialized as leaders
• There are few women leader role models
• Women are not supported & encouraged in exerting leadership
• Women are fearful of competition

I have met some amazing female leaders and I know that WE will help change these statistics and become amazing, successful, compassionate leaders.  I know I plan on doing all I can to be a female leader in health care! After all we have to be role models for the next generation of leaders.  We have an obligation to all women to increase the number of women in leadership, management, and CEO positions. 

I challenge you to help change this gender divide!


Forbes. (2012). Women in Healthcare Report: 4% of CEOs, 73% of Managers. retrieved from http://www.forbes.com/sites/davechase/2012/07/26/women-in-healthcare-report-4-of-ceos-73-of-managers/

Grossman, S. & Valiga, T. (2009). The new leadership challenge: creating the future of nursing. F.A. Davis Company. Philadelphia, PA.

What is a SANE?

Sexual Assault is...... any forced, unwanted, and non-consensual sexual contact or activity.  

Who gets sexually assaulted?

*Most reported cases occur to women between the ages of 14-25 regardless of race, class, religion, occupation, or appearance.

*All people are potential victims

 

Now that we know what sexual assault is and who it commonly happens to, I can tell you what a SANE is and what they do. 

Sexual Assault Nurse Examiners (SANE) are registered nurses who have completed specialized education and clinical preparation in the medical forensic care of the patient who has experienced sexual assault or abuse (International Association of Forensic Nurses, 2006).

According to the International Association of Forensic Nurses (2006) a SANE cares for patients who have been victims of sexual assault and abuse. This patient population requires expertise in physical assessment and advanced clinical skills. The SANE normally works with a collaborative, multidisciplinary group of professionals to develop a plan of care for the patient at discharge.

 The care a SANE can offer the patient is the medical forensic examination. This consists of the medical forensic history, a detailed physical and emotional assessment, written and photographic documentation of injuries, collection and management of forensic samples, STI and HIV prophylaxis, and providing emotional and social support and resources. This process can takes hours.  It is not something that can be rushed.  PATIENCE, empathy, compassion, and a non-judgmental attitude is required to provide optimal care. The SANE must follow the proper chain of custody to ensure the samples are admissible in court.  They can also be called in to testify about a case they provided care in.

 

This quarter I had the opportunity of working with the leader of a SANE program in the metro area.  At first I  had NO clue exactly what the SANE role was and how they provided care.  Sure, we discussed it in some of our nursing classes, but not in great detail.  During this clinical I attended meetings, educational sessions, and observed a forensic exam.  I can now say I know what a SANE does and the value they bring to the patient, legal system, and health care team.

 

DID YOU KNOW THAT SPERM CAN BE FOUND IN THE CERVIX 17 DAYS AFTER SEX?

 

International Association of Forensic Nursing. (2006). Sexual assault nurse examiners. Retrieved from http://www.iafn.org/displaycommon.cfm?an=1&subarticlenbr=546