Keep Your Communications Honest and “Real”

Communication is the most important tool in your leadership tool box. It determines how people perceive you and how they respond to you. Your success as a leader will be determined by the degree to which you follow the third commandment of leadership:

Communicate with Care and Conviction

One way of doing that is to keep your communication honest and “real.” Avoid the communication extremes of over-dramatization and sugarcoating. Your team members are adults who can handle facts without embellishment. And remember that most people are turned off by what they perceive as unrealistic claims, goals, and promises. Things that seem too good to be true usually are – and your employees know it. When it comes to your communications, be positive and upbeat. Tell it like you see it … just don’t oversell it.

Lead Well … Lead Right,

The 10 Commandments of Leadership

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10 Important “Rules” for Leadership Success

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Daily Quote: The Ingredient for Success

“The most important single ingredient in the formula of success is knowing how to get along with people.” ~Theodore Roosevelt

Today’s Quote is in the book:

Work Right

Work Right

 

 

 

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How to Recognize Good Performance

Regardless of whether you’re a seasoned manager, a novice just starting in a leadership position, or someone in the middle of the experience continuum, you need to be effective … you need to be successful. You owe that to your team members and you owe that to your organization. Most importantly, you owe it to YOURSELF.
One of the important “Commandments” in the best seller The 10 Commandments of Leadership is to “Do Right by those who Do Right.” Providing recognition and positive reinforcement of a team members actions, is perhaps the single most predictable way that these positive outcomes are not only sustained by that individual but also become “role model” behaviors for their co-workers.  And, it is up to each leader to “ Do Right by those who Do Right.”  And, make sure the recognition you provide is…

TIMELY – Don’t wait. Acknowledge the performance or contribution as soon as possible after it takes place. Praise tends to lose its effectiveness with the passing of time.

SPECIFIC – Tell team members exactly what they did that was right and good. A mere “nice job” doesn’t really say all that much. Being specific lets employees know exactly what behaviors to repeat in the future.

INDIVIDUAL – Focus on individuals rather than groups. Fact is, not all team members contribute equally – and they know it.

PERSONAL – Adjust the style and method of your recognition to each receiver. Some people like public praise … others prefer private chats; some respond well to tangible tokens … others would rather have some extra time off.

PROPORTIONAL – Match the amount and intensity of your recognition to the value of the achievement. Going overboard for small contributions may lead people to question your motives.

Lead well … LEAD RIGHT

Today’s Leadership Solution is from:
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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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Quit the Whining and Get Back To Work

Quit the Whining and Get Back To Work

Ok, that might be a little harsh but I do get tired of complaining, finger pointing and “passing the buck” behaviors. 

In the bestselling handbook “Work Right” there is a powerful suggestion that everyone in every organization needs to master “THE 3 R’s” which include Respect, Responsibility and Results. And, here are some attitudes and behaviors for employees and leaders of all levels to remember:

Respect
Extend an Ear – Listen to Others.

Dignify Differences – Respect Diverse Cultures, Ethnicities, Backgrounds, and ideas.

Concentrate on Courtesy – Be Considerate.

Perform with Pride – Respect Yourself.

Make “The Mission” Matter – Respect the Organization’s Purpose and Your Part in It.

Share the Spotlight – Acknowledge Others’ Contributions.

Get Going “Green” – Respect and Protect Resources.

Slip into Someone Else’s Shoes – Practice Empathy.

Responsibility
Shoulder Your Share – Do Your Part as a Team Player.

Earn Your Expectations – Be a Role Model.

Squelch Any Skepticism – Choose to Be Positive.

Stand for Safety – Contribute to a Physically and Emotionally Safe Workplace.

Manage Your Mistakes – Own, Admit to, Fix and Learn from Your Errors.

Quest for Quality – Cut Complacency, Not Corners.

Savor Successes – Be a Cheerleader for Positive Contributions.

Embrace and Embody Ethics – Do What’s Right.

Results
Coddle Your Customers – Make Excellent Service Your Top Priority.

Go with Great Goals – Plan Your Work, Work Your Plan, and Aim High.

Sweat the Small Stuff – Focus on Small, Incremental Improvements, Pay Attention to Details.

Share Your Skills – Pass Along What You Know and Do Well to Help Others Succeed.

Cherish Constructive Criticism – Use Feedback to improve Your Performance and Results.

Conquer Conflicts – Don’t Let Problems Fester.

Focus on Fixes – Offer Solutions Instead of Lamenting Over Problems.

Leave a Lasting Legacy – Make a Positive Difference.

Lead well … LEAD RIGHT

Today’s Leadership Solution is from:
Work Right

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Straight-Talk Strategies for Personal and Professional Success

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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:
Solving Performance Problems Book Image

A Common Sense Guide for Leaders at ALL Levels

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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:
Solving Performance Problems Book Image

A Common Sense Guide for Leaders at ALL Levels

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What's the #1 challenge facing organizations today?

What’s the #1 challenge facing organizations today?
Ensuring employees remain engaged and productive

So how do you get people engaged and maximize their commitment, efforts and loyalty?
The solution is complex but here are a few productive tips and techniques for your immediate consideration:

  • Don’t shoot messenger. Avoid coming down on team members who inform you of problems or setbacks. When it comes to leadership, ignorance is NOT bliss. You can’t deal with and fix what you don’t know is broken. Making employees feel bad for keeping you informed is NOT the way to enhance their engagement.
  • Help them develop. Create opportunities for team members to learn, grow, and expand their skills and experience. Demonstrate that you and the organization are looking out for your employees, and they’ll be more likely to reciprocate.
  • Share what you know. Send clear messages about upcoming changes. Include when, how and who is affected and in what way. When messages involving change are cascaded through your organization, they need to be delivered with clarity and detail.
  • Debrief. Hold “lessons learned” exchanges at key milestones of projects, initiatives, or change interventions. Ask questions like: What would we do the same? … What would we change? … Why? Help employees understand that mistakes will likely happen. It’s learning from them and not repeating them that counts most.
  • Teach business literacy. One powerful way to help team members grow and be more engaged is to teach them the “business of the business.” The more people understand how a successful organization is run (planning, budgeting, inventory, profit/loss, etc.), the better they’ll be able to contribute.

Lead well … LEAD RIGHT

Today’s Leadership Solution is from:
180 Ways To Build Employee Engagement Book ImageHow to Maximize Your Team’s Commitment, Effort, and Loyalty

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What’s the #1 challenge facing organizations today?

What’s the #1 challenge facing organizations today?
Ensuring employees remain engaged and productive

So how do you get people engaged and maximize their commitment, efforts and loyalty?
The solution is complex but here are a few productive tips and techniques for your immediate consideration:

  • Don’t shoot messenger. Avoid coming down on team members who inform you of problems or setbacks. When it comes to leadership, ignorance is NOT bliss. You can’t deal with and fix what you don’t know is broken. Making employees feel bad for keeping you informed is NOT the way to enhance their engagement.
  • Help them develop. Create opportunities for team members to learn, grow, and expand their skills and experience. Demonstrate that you and the organization are looking out for your employees, and they’ll be more likely to reciprocate.
  • Share what you know. Send clear messages about upcoming changes. Include when, how and who is affected and in what way. When messages involving change are cascaded through your organization, they need to be delivered with clarity and detail.
  • Debrief. Hold “lessons learned” exchanges at key milestones of projects, initiatives, or change interventions. Ask questions like: What would we do the same? … What would we change? … Why? Help employees understand that mistakes will likely happen. It’s learning from them and not repeating them that counts most.
  • Teach business literacy. One powerful way to help team members grow and be more engaged is to teach them the “business of the business.” The more people understand how a successful organization is run (planning, budgeting, inventory, profit/loss, etc.), the better they’ll be able to contribute.

Lead well … LEAD RIGHT

Today’s Leadership Solution is from:
180 Ways To Build Employee Engagement Book ImageHow to Maximize Your Team’s Commitment, Effort, and Loyalty

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The Power of 10%

The Power of 10%
How Small Changes Make a BIG Difference

A lot of us, to include me, are often challenged by the “Big Changes” happening in the world around us. This can often lead to a variety of “out of control” feelings ranging from disappointment to utter frustration.

During these moments, we often forget how much control we actually have by making numerous small changes that can make a big difference in our personal and professional success.  And, that’s where the “Power of 10%” reminder is so helpful in helping us achieve the changes we desire and deserve.

Just for consideration, what would happen if …

  • You improved your golf score by 10%?
  • You exercised 10% more?
  • You invested 10% of your income?
  • You spent 10% more time on your personal development?
  • You did 10% more to go after your goals?

Then …

  • You could go from being an “o.k.” golfer to a “great” golfer.
  • Your health and quality of life could improve.
  • You would have a significant next egg for retirement.
  • You could enhance your job performance and your career.
  • You would find that, over time, you could achieve the unimaginable.

As the ripple produced by a rock thrown into the still lake expands into ever-increasing concentric circles, so do the effects of our power of 10% actions.

Today’s Leadership Solution is from:

The Power of 10% Personal Development Kit

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 The Power of 10% Personal Development Kit contains:

  • The Power of 10% book
  • Personal & Professional Development Resources
  • The Power of 10% Inspirational Movie

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