The Employers' Association

The Employers’ Association (TEA) is a not-for-profit employers’ association, formed in 1939, with offices in Grand Rapids serving the West Michigan employer community. We help more than 600 member companies maximize employee productivity and minimize employer liability through human resources and management advice, training, survey data, and consulting services.

TEA is in the business of helping people. This blog is intended to address human issues, concerns and the things that impact people - be they self-perpetuated or externally imposed. Feel free to respond to the thoughts presented here, for without each other, we are nothing!

Thursday, June 26, 2014


While much guidance is available to strengthen our ability to lead from a position of authority and control, the individuals whom they lead often become a “silent majority,”  being given little attention, recognition or opportunity to contribute to the “greater good” because they are not allowed (or encouraged) to influence “from the bottom up.”  It is relatively easy to tell someone what to do (and expect it to be done) when one assigns the work AND controls the consequences should the work be done poorly.  It is a different challenge to ASK another (out of the goodness of his or her heart) to do something when the person requesting the work has not authority over the person doing the assigned task.

We all work with (and sometimes around or through) others.  We all have thoughts and ideas that could improve a situation or streamline a process – could enhance a relationship or include others within a solution – but not everyone is in a position to impose their will upon others through a management directive.  In order to effectively influence others – to make a difference in how we contribute to solutions and interact with people WITHOUT the benefit of being in charge:
  • Recognize that it is your responsibility to SELL an idea, NOT someone else’s responsibility to BUY the concept.  Good salespeople identify and relate to the needs of the buyer rather than focusing on their own needs.  While making a sale will obviously benefit the seller, the buyer must recognize why he or she will benefit from making a “buying decision” before a sale will be finalized.  To close the sale – be it of a product, a process or an idea - remain positive and upbeat, focusing on what you can do to “make things right” rather than on what others would have to do to make the conclusion possible.  Until you truly “sell” change, you will be but an implementer of other’s directives rather than an initiator or innovator of ideas. 
  • Consider how change will affect “the whole” rather than focusing on how it might achieve your personal objectives.  Most people are hesitant to abandon the status quo.  If you want something done differently than it is currently being done you must convince others that the results of change are better than the comforts of staying the same.  It is difficult to impose change.  We can move mountains, however, if every individual involved is able to take responsibility for a part or portion of the transition.  If you wish to influence another’s actions, you must clearly demonstrate how the resultant change will positively affect that individual, the organization, their environment, and their future RATHER THAN how it will elevate you or improve your position.
  • Present a realistic cost-benefit analysis of your idea.  Whether it is a major corporate decision or
    a family vacation, be prepared to have a realistic discussion on the cost of change (and of not changing) and the benefits of change (or of remaining the same).  Acknowledge that implementing your idea means someone else’s was overlooked (someone will be opposed to your suggestion because their idea was not used) so it is critical that an objective analysis be clearly communicated to all involved.  Whenever anything has changed in history, the benefits of change have outweighed the costs BUT nothing happens unless (or until) that value proposition has been made.  Nothing is impossible – it is your responsibility to convince all involved that an idea is fiscally viable if it is to become a practical reality.
  • Rather than focusing on what went wrong or did not happened, focus on what DID occur AND what has yet to be accomplished.  Far too many individuals focus on what may have gone wrong (and how to correct it) – losing sight of what went right (and how to build upon it) – as they struggle to bring ideas to fruition.  They think about what was done rather than what has yet to be done.  When we tie ourselves to the possibility of failure (focusing on things that actually went wrong or simply trying to avoid pitfalls rather than implementing change), we cannot possibly realize success.  When we focus on “what did not happen” it is difficult to implement what could still be done differently to alter results.  When we are comfortable with what we do and with whom we associate, we will rarely seek to expand our circle of friends or alter our sphere of influence.   When we accept “what is” we cannot realize “what could be” unless (and until) we acknowledge the possibility of something different – something better – that has yet to be discovered.
We invest tremendously in the acquisition of knowledge in an effort to make a difference – to matter – but until we learn to sell our ideas so that others WANT to “buy” them, we might as well pour our thoughts down an open drain.  We must leverage the power of opinion without assuming the position of power in order to influence effectively.  We must look forward as we move towards new objectives – identifying obstacles that might stand in our way (rather than focusing on the troubled path we have already traveled). We must convince others to travel with us (rather than expecting them to follow without hesitation) if we expect to influence change.  Making yourself matter begins (and ends) with making others feel they matter more!