“The Heart of a Leader”

Here is a powerful message from highly acclaimed leadership expert Ken Blanchard from in his best-selling book “The Heart of a Leader”:

In my travels, I’ve seen a lot of unmotivated people at work, but I’ve never seen an unmotivated person after work. When five o’clock rolls around, people race from the office to play golf or tennis, coach Little League, and pursue other pastimes. People are motivated to do things that provide them with feedback on results. Feedback is important to people. We all want to know how well we’re doing. That’s why it is essential for an effective performance review system to provide ongoing feedback.

Too often managers save up negative information and unload it all at once after a minor incident or during the annual performance review session. Others “whitewash” performance reviews and act like everything is OK when it really isn’t. When people are attacked or not dealt with truthfully, they lose respect for their organization and pride in their work.

I firmly believe that providing feedback is the most cost effective strategy for improving performance and instilling satisfaction. It can be done quickly, it costs nothing, and it can turn people around fast.

Lead Well … Lead Right,

 

The Heart of a Leader

Insights on the Art of Influence
Book Image

Learn More

Tags: , , , , ,

Continuous improvement

Continuous improvement is a wonderful objective, but it must be backed up with actions and behaviors. Here are three success tips from the “How To” Handbook 180 Ways to Ensure Your Success … And the Success of Your Organization:

1. Prioritize your work. Start with what’s important and urgent; then do what’s important, but not urgent; next do what’s not important, but urgent (meaning it has a deadline to act). What are left should be time-wasters that don’t require action at all.

2. Go beyond your defined job. If you are able to do more than is assigned or expected, take the plunge and get it done. This is a great way to expand your horizons and increase your value as a team member and employee.

 

3. Measure performance and analyze results. Look for patterns of success, and determine the contributing factors that can be replicated elsewhere. Be sure to include those involved with the areas being measured – and use this as an opportunity to celebrate their successes.

Lead Well … Lead Right,

Today’s Leadership Solution is from:

180 Ways to Ensure Your Success …
And the Success of Your Organization

Book Image

Available for: $10.95

Learn More

Tags: , , , , , ,

Demonstrate Leadership Courage

Effective leaders need the courage to do what needs to be done … to do what they know is the right thing. Courage is about having the guts, nerve, and heart to do things that foster and support progress. Here are a few strategies that every leader should focus on:

Accept Responsibility

Courageous leaders avoid the temptations to fix blame and focus on the past. They opt, instead, to focus their attention on the future … on ways to solve situations as they are. If you have the courage to take blame words out of your vocabulary and accept responsibility to move forward, there’s a good chance that your team will follow your lead. When that happens, everyone wins.

Create Positive Change

The changes you lead people through today may not have a dramatic effect on the history of humankind, but they can have positive impacts on the professional lives of your team members. It takes courage to move others out of their comfort zones and into uncharted waters. There can be resistance at every point in the process. Therefore, you have to stay at least one step ahead – always focused on the results to be achieved. Embrace change because when you stop changing, you stop improving.

Hire and Promote the Best

When you have an open position, look upon that challenge as a great opportunity. Surrounding yourself with extraordinary talent is not just an important part of your job – it’s also critical to your success! You have the ability to make a tremendous difference in the make-up and performance of your team. Have the courage to “hire tough so that you can manage easy” … and reap the other rewards that come with it.

Today’s Leadership Solution is from:

Leadership Courage

Leadership Strategies for Individual and Organization Success

Book Image

              Learn More

Tags: , , , , , ,

Powerful Leadership Lesson from Chris Novak

Here’s a powerful “Leadership Lesson” from Chris Novak, author of an exciting new book titled Inspired to Succeed.
“Absence is not a reward for excellence. As a leadership coach, I cannot count the times that I have counseled professionals to spend time with their best team members. Too often, leaders develop the mistaken notion that their strongest players are the ones they don’t need to spend time with; they don’t need to attend their functions or workplace.
Nothing could be farther from the leadership truth. When leaders spend time with their high-performing or high-potential team members, it signals their support and motivates their continued growth.
Time is one of the most precious commodities we can offer, so when we spend time with another person we acknowledge their value and reward their effort. We do not need an agenda or an action plan or a punch-list for time spent with our top performers; our presence is simply enough.
They will take that motivation and run with it.”

Lead well … LEAD RIGHT,

 

Inspired to Succeed

12 Powerful Lessons to Develop Leadership Excellence

Book Image

Pre-Release
Special Offer 
Regular Price: $12.95

Now Only: $10.95

Offer Expires August 31, 2012Learn More

“This is a must-read for every leader at every level.”
~Eric Harvey
President & CEO
WalkTheTalk.com

Tags: , , , ,

Daily Quote: The First Key

“The first key to greatness is to be in reality what we appear to be.”

~Socrates

Today’s Quote is in

The Managers Communication Handbook

The Manager's Communication Handbook

Tags: , , , , ,

Daily Quote: Love and Understanding

“Why is it that people always need love and understanding the most at a time when
they probably deserve it the least?”

~ Lou Holtz

Today;s Quote is in the book:

180 Ways to Spread

Contagious Enthusiasm

180 Ways to Spread Contagious Enthusiasm




Tags: , , , , , , , ,

Some “Just In Time” Tips

Getting everyone on board, focused and working towards the achievement of common goals can be challenging for leaders of all levels. Ultimately, however, it boils down to turning our good intentions into predictable day to day practices. Here are a few “Just In Time” tips for you and your leaders to consider:
  • Teach Business Literacy. One powerful way to build employee commitment is to teach them the business of the business. The more people understand how your organization operates, the better they’ll be able to contribute to your overall mission and the bottom line … and feel like they truly are a part of your success.
  • Address Performance Problems Early.One of the surest ways to damage commitment is allowing some people in your group to get away with sub-par work. When that happens, others have to pick up the slack. You owe it to the rest of the team to address an employee’s deficiencies as soon as you become aware of them. Waiting only increases the intensity of everyone else’s bad feelings.
  • “Spread the Wealth.” Rotate drudge work so that everyone shares part of that routine, less exciting load. Likewise, spread around the high-profile assignments so that each team member has an occasional opportunity to strut his or her stuff.
  • Grow the Job to Grow the Person.Once someone has mastered a job, look for ways to increase their responsibilities and the depth of their tasks. And by all means, involve them in that process. If the job is not expanded – or if there is no challenge to stretch and grow – employees are more likely to become complacent and less committed.
  • Obliterate Their Obstacles. Ask each member of your work group to identify the three most significant obstacles that negatively affect their performance (e.g., faulty equipment, a shortage of needed supplies and information, unclear instructions, prohibitive or obsolete procedures, etc.). Create a master list and start working to eliminate as many of them as you can. Remember that it’s much easier for employees to get and stay committed when they don’t have to “Fight the system” in order to do a good job!

Lead well … LEAD RIGHT

Just In Time Collection

Special Offer: Was: $34.95 Now Only: $29.95

Book Image

Contains All 6 “Just In Time” Books:

  • Building Commitment At Work
  • Getting Good At Getting Along
  • Solving People Problems At Work
  • Getting Good At Communicating
  • Making The Most of Mentoring
  • Getting Good At Getting Organized

Offer Ends February 7, 2012

Learn More


Like Special Offer: Building Employee Commitment on FacebookGoogle Plus One Button
Share on: Facebook Twitter LinkedIn

Tags: , , , , ,

Some "Just In Time" Tips

Getting everyone on board, focused and working towards the achievement of common goals can be challenging for leaders of all levels. Ultimately, however, it boils down to turning our good intentions into predictable day to day practices. Here are a few “Just In Time” tips for you and your leaders to consider:
  • Teach Business Literacy. One powerful way to build employee commitment is to teach them the business of the business. The more people understand how your organization operates, the better they’ll be able to contribute to your overall mission and the bottom line … and feel like they truly are a part of your success.
  • Address Performance Problems Early.One of the surest ways to damage commitment is allowing some people in your group to get away with sub-par work. When that happens, others have to pick up the slack. You owe it to the rest of the team to address an employee’s deficiencies as soon as you become aware of them. Waiting only increases the intensity of everyone else’s bad feelings.
  • “Spread the Wealth.” Rotate drudge work so that everyone shares part of that routine, less exciting load. Likewise, spread around the high-profile assignments so that each team member has an occasional opportunity to strut his or her stuff.
  • Grow the Job to Grow the Person.Once someone has mastered a job, look for ways to increase their responsibilities and the depth of their tasks. And by all means, involve them in that process. If the job is not expanded – or if there is no challenge to stretch and grow – employees are more likely to become complacent and less committed.
  • Obliterate Their Obstacles. Ask each member of your work group to identify the three most significant obstacles that negatively affect their performance (e.g., faulty equipment, a shortage of needed supplies and information, unclear instructions, prohibitive or obsolete procedures, etc.). Create a master list and start working to eliminate as many of them as you can. Remember that it’s much easier for employees to get and stay committed when they don’t have to “Fight the system” in order to do a good job!

Lead well … LEAD RIGHT

Just In Time Collection

Special Offer: Was: $34.95 Now Only: $29.95

Book Image

Contains All 6 “Just In Time” Books:

  • Building Commitment At Work
  • Getting Good At Getting Along
  • Solving People Problems At Work
  • Getting Good At Communicating
  • Making The Most of Mentoring
  • Getting Good At Getting Organized

Offer Ends February 7, 2012

Learn More


Like Special Offer: Building Employee Commitment on FacebookGoogle Plus One Button
Share on: Facebook Twitter LinkedIn

Tags: , , , , ,

Inspired to Lead

Every once in a while, as I’m reading, I come across a piece that is so powerful and thought provoking, I feel the need to share it – as is. No description … no explanation … no reinforcing of the message … no lesson from me. Just put it out there and let it speak for itself. Today is one of those times.

The “piece” I have to share with you is the “Closing Thoughts” from Christopher Novak’s masterpiece book Inspired To Lead.
I encourage you to read it, remember it, and share it with your fellow leaders.

Lead well … LEAD RIGHT

Like Inspired To Lead on FacebookGoogle Plus One Button
Share on: Facebook Twitter LinkedIn


Closing Thoughts From Inspired To Lead

Leadership is not a top-down impulse but rather a bottom-up impact. The greatest leaders in history have not been dictators but rather directors – leadership maestros who used their gifts of vision, values and purpose to orchestrate actions that served a cause greater than themselves.

Giving orders is not leadership. Giving hope is. Leaders who serve the interests of those they lead earn far more than the obedience of their followers, they earn their respect.
Are you an inspired leader? It is good to reflect on how well we are living up to our own leadership challenges. How well are you serving your team and your organization? When was the last time you asked the people you lead how well you are meeting their professional needs? When was the last time that you took a few minutes to sit with each of your team members and asked them what you can do better to help them be more effective or more satisfied in their work? Have you ever asked your colleagues how you can inspire them to excel? Go ahead, ask the questions and do not fear the answers.
Inspired leadership is not about weak and strong; it’s about right and wrong. It’s about doing things the right way, for the right reasons and using your position of power, trust and influence to serve. Serve as a facilitator to get things done. Serve as a mentor to grow your team members. Ultimately, the most inspired leaders serve as an example to others that the pinnacle of leadership is reached when you care more about others standing atop the summit than you do about your own view.

Inspired To Lead

Book Image

12 Powerful Lessons on Making a Difference

Learn More

Tags: , , , , ,

Who’s Responsible For “Walking The Talk”?

It is no secret that we live in a complex world of constant change, increasing demands, and more competition than ever before. Today isn’t like yesterday was, and you can bet that tomorrow won’t be like today is. Things are spinning pretty fast, and most of us could use something solid to hold on to. So, how do organizations create some level of stability in unstable times? We’ve found that the successful ones do it by holding true to the basic beliefs that values have never outlived their usefulness or importance. And that’s where each of us has a vital role and critical responsibility.

Take a moment to reflect on your organization’s values and principles. Who do you suppose those good intentions are directed to? My experience tells us it’s everyone. And now, “the $64,000 question”: Who do you suppose is responsible for living by those values – who must be accountable for walking the organizational talk? You guessed it! Again, it’s everyone! No one can be excused. Each of us has got to do our part in bringing our workplace beliefs, principles and business goals to life. And, ensuring that happens is a key responsibility of organizational leaders at every level.

Lead well … LEAD RIGHT

Like Who’s Responsible For “Walking The Talk”? on FacebookGoogle Plus One Button
Share on: Facebook Twitter LinkedIn

This Leadership Solution comes from the book:

Walking The Talk Together

Book Image

Ensuring That Everyone Is Responsible for Organizational Success

Learn More

Tags: , , , , ,