Use Recognition For Results

Probably one of the most powerful yet inexpensive tools in a Leader’s arsenal is recognition. Its application ranges from reinforcing the positive performance of your “Super Stars”, enhancing and developing your “Middle Stars” and encouraging improved performance by your “Falling Stars.”

Here are a few “Basics” of Recognition to remember and apply:

  • -Gimmicks, gadgets, and giveaways can make your recognition efforts fun and memorable. But nothing can replace a good, old-fashioned, sincere, look-‘em-in-the-eye-and-say   “thank you.”

 

  • -Looking for a really low-cost way to recognize others? Try listening to them! Listening is one of the most underutilized recognition activities in the world. (And one of the most  underdeveloped skills!) But it can have a big impact. Whether a person is a peer, a direct report, a boss, or a customer, listening to them sends the message that you care … and that they are important!

 

  • -Work with people to develop their talents and enhance their skills. When you put time, energy, and resources into others’ development, you not only recognize their potential, but you also “set them up” for future success.

 

Lead Well … Lead Right,

This Leadership Solution comes from the book:

180 Ways To Walk The Recognition Talk

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180 “High Impact” Recognition Tips and Techniques

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How To Live Your Life Like It Matters

How To Live Your Life Like It Matters

1. Let your team members and senior managers know that you appreciate their support and dedication.  Do it often. People want to know that they matter. Learn how they prefer appreciation to be expressed. Different people have different drivers and motivators. Make the expression of gratitude a daily habit.

2. Today, bring fire to all your interactions. Passion is the fire that burns to greatness. In emails, conversations and interactions, remind people how lucky you (and they) are to be important parts of your organization. Get your fellow team members sparked about the many opportunities available to impact people with your products or services. Help others see the bigger picture and encourage them to become emotionally involved with everything you do!  Infect others with your passion. When people get excited, great things happen!

3. Become a note taker extraordinaire! When having conversations or attending meetings, make a habit of taking notes.  It shows that you are involved with what is going on and ensures that you will remember what needs to be done. There is only so much space in our “Random Access Memory.”  You won’t be able to remember everything, but you can write things down for future reference. Remembering all the things that matter helps you live a life that matters.

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 180 Ways To Live Your Life Like It Matters Personal and Professional Development Kit contains:

~ Copy of the book 180 Ways To Live Your Life Like It Matters

~ Individual & Group Discussion Questions and Learning Exercises

~ The 180 Ways to Live Your Life Like It Matters Motivational Movie

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Leadership Solution – How To Energize Everyone in Your Organization

How To Energize Everyone in Your Organization

Here are some powerful tips and techniques from 180 Ways To Walk The Motivation Talk:

#  9    “Send flowers to the living!” Make sure you take the time to recognize the contributions of the people who are there day in and day out, plugging along doing a great job. Don’t fall into the trap of taking them for granted … missing opportunities to let them know how important they are to you and your organization.

# 51   Invite your boss into the recognition process. Next time someone on your team does something really special, tell your manager. Ask him or her to write a note to that person. Not only does this make the           employee feel good, but it also keeps the boss informed of the good work being done by people in his or her area.

#119  Weed out the naysayers. You know them – the people who have nothing good to say about anything or anybody … the ones who can suck the energy right out of a room. Keep them away from your important projects, your important employees, and your important customers. If possible, “encourage” them to take their sour attitudes elsewhere.

Today’s Leadership Solution comes from:

180 Ways To Walk The Motivation Talk

Proven and Practical How-To’s to Energize EVERYONE in Your Organization
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Dealing With Workplace “Tough Stuff”

Dealing With Workplace “Tough Stuff”

As a leader nothing is more frustrating than dealing with workplace “people problems.” You can turn your back and hope they will go away, but they rarely do. So, here are some important reminders for us all:

  • Not only are the poor performers not doing their jobs, they’re probably preventing the top performers from doing their jobs as well.

 

  • When you do confront workplace problems, be sure to control your emotions. Certainly that’s easier said than done – especially when you’re caught off guard. So, expect the unexpected.  Assume – going into the discussion – that something may happen to trigger your emotions, and have a plan for exactly what you’ll do to avoid “losing it.”

 

  • The best way to begin a problem-solving process is by preparing behavioral statements that identify both DESIRED and ACTUAL performance. Behavioral statements are descriptions of things people say and do. These statements lay out the facts and establish a clear and specific performance gap

 

Today’s Leadership Solution comes from:

Workplace Problem Solving Trio


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Actions Speak Louder Than Words

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How to Lead From a Distance

How to Lead From a Distance

One of the most important and fundamental characteristics of a successful team is trust. And, research on teams indicates that familiarity is a major contributor to building co-worker trust. Here are a few familiarity trust builders for your consideration that are especially important when face-to-face time is limited:

  • Talking with them regularly by telephone.
  • Scheduling face-to-face meetings periodically, whenever possible.
  • Using every available minute when you’re visiting on-site offices to see and talk with team members. These face-to-face connections are important in bridging the distance when people are not physically working together.
  • Using all available technology (e-mail, fax, voice mail, telephone, web conferences, videoconferencing, instant messaging) to stay connected and “visible” within your team.
  • Making a point to remember birthdays and acknowledge special accomplishments of your team members and associates.

Today’s Leadership Solution comes from:

How To Lead From A Distance

Building Bridges in the Virtual Workplace

Also available in digital format:

How to Lead From a Distance E-Book

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What Exactly is Bias?

What Exactly is Bias?

Here’s a reminder from Ouch! That Stereotype Hurts by Leslie Aguilar on the important subject of bias:

I’m sometimes asked if paying close attention to one’s words and nonverbal communication is simply being “Politically Correct.” My answer: “No, it’s about a different ‘P.C.’ It’s about being Professionally Competent’…being ‘Personally Conscious.’” And, it’s about respect. Bias-free, inclusive communication is both professional and humane – both competent and caring – and helps the message reach a diverse range of listeners.

Bias means a predisposition to see things or people in a certain way. You can be biased toward some people and predisposed to see them in a positive light. Likewise, you can be predisposed to see others in a negative light, based on their appearance, group kinships, or differences from you.

Bias is an internal belief. It is mental prejudgment, positive or negative, made about an individual. But it’s when you act it out in speech and behavior that others receive the full impact.

Today’s Leadership Solution is from

Ouch! That Stereotype Hurts

Communicating Respectfully in a Diverse World

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Solving Performance Problems

Solving Performance Problems
Let’s face it, most of us are not comfortable addressing employee performance and behavior issues.  That’s easily understood. “People problems” are stressful, and many of us don’t have the training and experience we need to deal with them. Few of us wake up thinking, “Oh good…I get to go in and tell someone they have a problem today.” Instead, we worry about it. We dread it. And sometimes we look for every excuse to avoid it altogether – justifying our inaction with faulty, yet all too common rationalizations such as:

  • The problem really isn’t that bad!
  • Eventually it will go away on its own!
  • I’m too busy – I don’t have time to deal with it!
  • Someone else is better equipped to handle this!

However, here’s a 7-Step Problem-Solving Model that will help you with this difficult task:

 

The R.E.S.O.L.V.E. Model

  • Research the Problem
  • Engage the Person in a Conversation
  • Share the Facts…Seek an Explanation
  • Obtain Agreement on the Problem
  • Lock in the Solution
  • Verbalize Your Appreciation and Confidence
  • Evaluate the Results

Energize Everyone Trio

 
Today’s Leadership Solution comes from: Solving People Problems at Work http://gallery.mailchimp.com/8f89bce0be7e1813d8ad34042/images/learn_more_red_ls.jpg

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How to Encourage Good Performance

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The Leadership Solution by WalkTheTalk.com
How to Encourage Good Performance

It’s human nature for employees to want to be encouraged and to know how managers perceive their performance. The most effective encouragement is positive feedback – it’s also the best way to reinforce positive performance. Here are some guidelines for giving positive feedback:

  • Be sincere.  Giving positive feedback can backfire if it’s not perceived as genuine. Most people are experts, or at least think they are, at reading the sincerity of their manager. Faking positive feedback is risky. Be sincere…or wait until you can be.
  • Be quick.  The sooner you give feedback after the behavior you’re trying to reinforce, the better your results will be. If you only give positive feedback at performance review time or on other formal occasions, you miss a major leverage point for improving productivity.
  • Give feedback often.  There’s a significant difference in the perceptions of managers and their followers as to how often positive feedback is given. Don’t be fooled into thinking you recognize positive behavior too often. Do it twice as often as you think you should, and you’ll have a good chance of meeting your employees’ needs.

The Manager’s Communication Handbook

 
Today’s tips come from: The Manager’s Communication Handbook

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We ALL Have to Walk The Talk

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The Leadership Solution by WalkTheTalk.com
We ALL Have to Walk The Talk

Here’s a perspective from Walking The Talk Together that is a good reminder for us all:

Don’t know about you, but the more we read the newspaper or watch the evening news, the more we find that a lot of people are just plain shirking responsibility.  From public officials who abuse their power, to “deadbeat” parents who financially and emotionally abandon their kids, a growing number of “grown-ups” seem to be looking for a free ride on the road of non-responsibility. When that happens, we all see and feel the results firsthand…and they’re not positive at all.

Fortunately, most of the folks we work with do a pretty decent job of accepting and meeting the responsibilities that come with growing older and with the choices made along the way. But let’s face it, we are human – we all occasionally pass the buck, dodge the duty, and transfer some of our share of the load to others. And that’s pretty much what we end up doing at work if we allow ourselves to assume that following organizational values and goals is exclusively the job of “the people in charge” – or any other group for that matter.

Sure, leaders are supposed to take the lead and set the example…top management has a big responsibility for practicing what the organization preaches. But that responsibility extends to managers, supervisors, team leaders, and individual contributors as well. Just as civil laws are intended for more than only lawmakers, religious principles apply to more than just religious leaders, and family rules are meant for more than just parents, so it is with workplace values and principles. They’re relevant for more than just executives; they’re everyone’s responsibility – yours and ours.


Walking The Talk Togethers

 
Today’s Leadership Solution comes from: Walking The Talk Together

Sharing the Responsibility for Bringing Values to Life

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