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

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Available for: $10.95

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Daily Quote: You’re Worth it

“Realize that your health is your wealth.
Want it to grow? Make yourself a priority.
You’re worth it!”

~Vicki Hitzges

Found in the book:

Attitude is Everything

10 Rules for Staying Positive

Attitude Is Everything

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Daily Quote: You're Worth it

“Realize that your health is your wealth.
Want it to grow? Make yourself a priority.
You’re worth it!”

~Vicki Hitzges

Found in the book:

Attitude is Everything

10 Rules for Staying Positive

Attitude Is Everything

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Leadership Solution: Leading With Values

Chances are your organization has a set of values, operating principles or organizational expectations. They typically include items such as integrity, customer service, quality, respect, high performance, leadership, innovation etc. etc. And, these characteristics are typically followed by additional words that further describe them.

Values “ground” an organization – providing direction for people that find themselves in ambiguous situations. They are guides for decision-making. When employees encounter situations in which they must choose one course of action from a number of different alternatives, they can turn to their organization’s values for help. Approached from the context of values, decisions often become less complicated and stress-inducing.

When it comes to organizational values, your job as a leader is critically important. You have a two-fold responsibility. First, you need to make sure that everyone understands what the values are and what they mean. Then, you need to guide people in practicing those values in their day-to-day work lives. It is the right thing to do for yourself, your team members and your organization.

What are your organizations core values? Comment below and let us know!

Lead well … LEAD RIGHT,

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Leadership Solution: Leading With Values

Chances are your organization has a set of values, operating principles or organizational expectations. They typically include items such as integrity, customer service, quality, respect, high performance, leadership, innovation etc. etc. And, these characteristics are typically followed by additional words that further describe them.

Values “ground” an organization – providing direction for people that find themselves in ambiguous situations. They are guides for decision-making. When employees encounter situations in which they must choose one course of action from a number of different alternatives, they can turn to their organization’s values for help. Approached from the context of values, decisions often become less complicated and stress-inducing.

When it comes to organizational values, your job as a leader is critically important. You have a two-fold responsibility. First, you need to make sure that everyone understands what the values are and what they mean. Then, you need to guide people in practicing those values in their day-to-day work lives. It is the right thing to do for yourself, your team members and your organization.

What are your organizations core values? Comment below and let us know!

Lead well … LEAD RIGHT,

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Leadership Solution: Leadership Reminders

Our good friend Mac Anderson just released a powerful new book titled 212⁰ Leadership: The 10 Rules for Highly Effective Leadership. In chapter 8, Mac talks about the importance of leaders “taking full responsibility” and having a “personal accountability attitude” which includes these reminders:

  • YOU have more control over your destiny
  • YOU become an active contributor rather than a passive observer
  • OTHERS look to you for leadership
  • YOU gain the reputation as a problem solver
  • YOU enhance your career opportunities
  • YOU enjoy the satisfaction that comes from getting things done … the power of positive doing
  • YOU experience less anger, frustration and helplessness – all leading to better physical health
  • YOU realize a positive spillover effect into your personal life at home

Lead well … LEAD RIGHT,

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Change Is Good … You Go First

As a leader, deciding to make changes is the easy part. Getting your people on board is much more difficult. Why is that? Quite simply, change is an emotional process. We are all creatures of habit who usually resist it and welcome routine. Uncharted waters are scary!

In the long run, however, sameness is the fast track to mediocrity. And, mediocre companies won’t survive.

Tuli Kupferberg said it best: “When patterns are broken, new worlds emerge.” And, that is your challenge: to convince your team that the new world you are trying to create is better than the one you’re in. Is it easy? Of course not. It takes planning, commitment, patience and courage.

The truth, of course, is that change can be a wonderful gift. In fact, it is the key that unlocks the doors to growth and excitement in any organization. And, most importantly, without it, your competition will pass you by. A big part of success, as a leader, will be your ability to inspire your team to get out of their comfort zones; to assure them that even though they are on a new path, it’s the right path, for the right reasons.

That’s what this book is all about: ideas to inspire, to motivate, and to encourage your team to move forward and to embrace change.
I’d like to share one of the chapters titled:Inspire Personal Accountability. Enjoy!

Lead well … LEAD RIGHT,

Excerpted from Change Is Good … You Go First

Inspire Personal Accountability

Something magical happens when we accept personal responsibility for our behavior and our results. But, it’s not easy, because it’s human nature to “pass the buck”. I know there have been times in my life when my business was struggling where I found myself blaming others, blaming the economy, blaming this, blaming that! But as I’ve gotten older (and a little wiser) when things go wrong in my business, or my life, I can always find the culprit … in the mirror. In every instance, it always comes back to choices I’ve made in my life that put me exactly where I am today. I have to say, that this one “tweak” in my attitude may sound like a little thing, but it has made a big difference in my life.

What does all this have to do with change? Plenty! As a manager, one of the most important things you can do in times of change is to get your people to understand how taking personal responsibility and recognizing problems as opportunities will not only help the company, but will help them as individuals.

In other words, sell the idea of … what’s in it for them?

Authors B.J. Gallagher and Steve Ventura wrote a great little book about achieving success through personal accountability titled: Who Are “They” Anyway? I like their list showing how each individual in the company can benefit by adopting a “personal accountability attitude”:

  • You have more control over your destiny
  • You become an active contributor rather than a passive observer
  • Others look to you for leadership
  • You gain the reputation as a problem solver
  • You enhance your career opportunities
  • You enjoy the satisfaction that comes from getting things done … the power of positive doing
  • You experience less anger, frustration and helplessness – all leading to better physical health
  • You realize a positive spillover effect into your personal life at home

According to Gallagher and Ventura, the most important words of personal responsibility are as follows:

The 10 most important words:
I won’t wait for others to take the first step.

The 9 most important words:
If it is to be, it’s up to me.

The 8 most important words:
If not me, who? If not now, when?

The 7 most important words:
Let me take a shot at it.

The 6 most important words:
I will not pass the buck.

The 5 most important words:
You can count on me.

The 4 most important words:
It IS my job!

The 2 most important words:
I will.

The most important word:
Me.

Change Is Good … You Go First
21 Ways to Inspire Change

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Until Midnight, April 3, 2012

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Effective Communication = Effective Leadership

Know what activity you engage in the most as a leader? It’s communicating! Combine all the time you spend making and returning phone calls, sending and responding to e-mails and text messages, writing notes, memos, and reports, meeting with co-workers, customers, and vendors, making presentations, and the like, and you’ll probably find that 70-90% of your total working hours involve some form of communication – all for the ultimate purpose of building “USA”: Understanding, Support, and Acceptance.

Truth be told, you don’t just engage in communication – you rely on it. It’s what you use to inform, instruct, direct, develop, motivate, convince, correct, collaborate, and achieve: it’s how you affect performance, build trust, and shape an environment of business partnership. And since the majority of what you do involves communication, the majority of your success (and your reputation) will be built around how well you do it.

The art of communication is the language of leadership. ~ James Humes

Lead well … LEAD RIGHT

Today’s Leadership Solution is from:
Nuts’ n Bolts LEADERSHIP

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“How To” Strategies and Practical Tips For Leaders at ALL Levels

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How to Attract and Retain “Winners”

How to Attract and Retain “Winners”

Retaining, attracting and hiring the best, brightest and most productive people is not an easy task for leaders and their organizations. Even in situations where there is a vast supply of candidates both internally and externally, there are also a high percentage of individuals that do not have the capability, commitment or chemistry to match your culture or your organizational objectives.  Therefore, it is essential that leader take the time to both attract the best candidates and even more importantly, retain your “best and brightest.” Here are a few tips from the bestseller 180 Ways to build a Magnetic Culture for your consideration:

  • Don’t let performance appraisals get in the way of performance feedback! Regardless of the effectiveness and frequency of your formal performance appraisal process, “people management” is an ongoing process of feedback, recognition, and coaching – with LOTS of opportunities occurring on a daily or weekly basis.

 

  • Invest in education. Devoting time and resources to developing people (and yourself) will provide significant and sustained bottom-line results. When you deal with many competing priorities, it’s often easy to adopt a “we’ll do it tomorrow” perspective. But as we all know, sometimes tomorrow never comes!

 

  • Make new-hire orientation a recruitment strategy. Yes, you’ve already attracted and selected these folks. But remember that they have friends and professional associates. How they’re treated at every stage of employment – particularly, their initial experience with you – can influence their willingness to “market” your organization to others.

 

  • Draw a line in the dirt and stop hiring (and promoting) individuals who don’t clearly demonstrate their beliefs and behaviors regarding values such as integrity, respect, responsibility, etc. Don’t fall into the “Belief trap” that you can train for these characteristics at some later date. It rarely happens!

 

Lead well … LEAD RIGHT

Today’s Leadership Solution is from:
180 Ways to build a MAGNETIC CULTURE Book Image

Practical “How To’s” For Retaining, Attracting, and Hiring The Best, Brightest, and Most Productive People

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Don't Reward Non-Performance

When people continually mess up certain jobs, many leaders give up and reassign those tasks to someone they can trust. Pretty soon, one or two trustworthy (and overloaded) people are doing all the work – while everyone else is coasting. Don’t let that happen on your team!

Insist that all of your people meet all expectations for all facets of their jobs. Coach, advise, and teach – but hold people accountable and responsible for doing their jobs. Keep the workload fair and evenly assigned.

Lead well … LEAD RIGHT

Today’s Leadership Solution is from:
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A Common Sense Guide for Leaders at ALL Levels

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