Sorry, Quality Workers Are Not For Sale

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For employees to remain loyal to an organization, they must have a sense of fulfillment that goes beyond a paycheck. Happiness at work is found through social acceptance, loyal relationships with co-workers, recognition/praise and advancement opportunities.

Helping your employees find joy and meaning in what they’re doing definitely benefits your profit margin. To do this, you need to support them, appreciate them, listen to them, and empower them to use their innate strengths. – Ariana Ayu

Money is merely part of the contract when employees sign on to work. The underlying agreement is that an employer will help the individual to develop the skills necessary to enhance their career in exchange for their commitment and work. This form of commitment is in essence the building of mutual trust between an employer and employee.

Now don’t get me wrong – money is important, but it is not the essential driver necessary to keep employees loyal. Loyalty is earned and is the direct result of authentic communication and trust, only proven through consistency in action.

Loyalty Drivers

Keeping your promises. If you promise them the lead on a special project, then give it to them. If you promise them a raise, give them a raise. But the moment you fail to keep your promises, you lose the trust of your employees along with their productivity.

Relationships Rule. There must be a positive bond between immediate supervisors/managers and employees on a day to day basis for employees to stay loyal. I mention this in my article Here’s Why Good Employees Quit.

Gallup’s study showed that only 29% of workers in the US & Canada are engaged; while 54% are disengaged and 18% are actively disengaged. What does this mean? It means only about 30% of employees are giving their full potential at work and the rest often go to work just for the paycheck if they show up at all.

Money provides motivation to do the job but it does not motivate employees to do the job right.

Money will not motivate employees to go above and beyond job requirements or share the kind of innovative thinking an organization needs to sustain. When people love what they do, getting a good paycheck for that is a perk. It’s in excess of the joy they already get from doing the job.

To gain the intellectual capital you need from employees, you must think beyond money.

To keep workers loyal they need:

To see firsthand how their work helps others

They need to feel part of a team

To feel valued (recognition and reward)

To be challenged

People will make sacrifices to be happy. When it comes to being happy at work, many workers will sacrifice higher wages if their work environment gives them the kind of satisfaction money simply cannot buy.

*This post is also featured on LinkedIn Pulse

November Book Pick – Give Away!

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The Power of Habit: Why We Do What We Do in Life and Business
This month I picked Charles Duhigg’s The Power of Habit. I picked up a copy of this book while traveling on business and I haven’t been able to put it down yet! I love it so much, I wanted to give you a chance to win a copy of your own to read on your Kindle Device.
Subscribe to my blog and email me here for your chance to win a copy of this book [Kindle Edition]! 
Even if you don’t have a Kindle, you can still recieve the book via email as a gift from me and download the Kindle App for free to read.
In this NY Times Best Seller Duhigg provides a framework for understanding how habits work and a guide to experimenting with how they might change.

THE FRAMEWORK:

Identify the routine

Experiment with rewards

Isolate the cue

Have a plan

To understand your own habits, you need to identify the components of your loops. Once you have diagnosed the habit loop of a particular behavior, you can look for ways to supplant old vices with new routines.- Charles Duhigg

This book will change the way we think about what we do and why we do those things.

Don’t forget to subscribe to my blog and email me here for your chance to win a copy of this book [Kindle Edition]! 

**If you have a book you would like to recommend for next month, send me a message for consideration. 

Why People Shouldn’t Be Managed

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i robotI recently heard the term “People Manager” used and it made me think: What exactly does a “People Manager” do? I had to wonder, can one intellectual being effectively manage another? You see, my quarrel with this term is that I’m certain we are all comprised of our own thoughts and our own unique characteristics; neither of which, to my understanding can be managed by another human being. It’s almost like trying to manage the way each individual breathes – demanding all to breathe in sync with others. It’s impossible!

If you’ve ever had an issue with a process at work you’ve probably been told to “take it up with management”. That’s likely because the position of a manager is one in charge of managing processes, not people. When one is positioned to manage, it is with the idea they are to manage the issues at hand, to bring about change to processes that interfere with productivity not the people who execute those processes.

Earlier this year the Washington Post published an article on Zappos’ move to get rid of the traditional management idea and focus on what they describe as a holacracy approach, a concept birthed by management consultant Brian Robertson. In the article the author, Jena McGregor describes the approach as one with

……no managers in the classically defined sense. Instead, there are people known as “lead links” who have the ability to assign employees to roles or remove them from them, but who are not in a position to actually tell people what to do.

The idea takes into consideration that people don’t want to be “managed”. They want to be valued and accepted as part of a team.

Taking the holacracy concept into consideration, getting rid of traditional management will enable businesses to get the most out of workers by forming an inclusive environment. The top-down enforcement of rules and procedures don’t get people to produce great work, it cripples creativity and interferes with innovation.

If you want your team or your organization to succeed, put people into positions of leadership having the understanding they are to prove their ability to influence workers to execute the company vision and mission.

So I ask you, would it be inconceivable if we were to re-think the term “People Management” and instead, focus on managing processes and promoting more leaders?

I’d love to hear your thoughts.

This post was also published on LinkedIn Pulse Leadership and Management Channel.

You can find it here.

Before You Reply to That Nasty Email, Read This!

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Emails with subject lines of: “URGENT REQUEST” – “3 Request!!” – “Escalated Request” or even better, the one’s where they copy your manager or supervisor when you haven’t responded….those are just lovely, right?

Yes, you know exactly what I’m talking about. Those nasty emails exchanged between colleagues at work. The pressure builds up, people are not responding, deadlines are approaching and it’s……overwhelming. Before you hit send, wait! Take a deep breath; take your hands off the keyboard and slowly back away.

Here’s how to deal with keyboard bullies and nasty emails:

1. Write your response in a WORD document. Print it out and leave the building. Go outside your office and read it out loud to yourself (try to find a secluded place like a car or a stairwell). Now I suppose you may have questions about my strategy so allow me to elaborate.

Why are you writing in WORD? Because I don’t want you to accidentally hit “send” when you are trying to print (that’s happened to me before!!)

Why are you going outside? Because you need to immediately separate yourself from your computer so the urge to hit “send” isn’t so easy to act on.

Why are you reading it out loud? Because when you read your reply out loud it forces you get your feelings out of being bottled up inside and once you’ve released the emotion verbally, you can now clearly begin to re-visit what you wrote and make a conscious decision about the reaction to your email. Think about if the email was read by someone other than the intended receiver, how that would impact your personal brand and reputation.

2. Stick to the facts! You may have valid reasons to support your points but you don’t want that to get lost in delivery. I can’t tell you how many times I’ve read emails back and forth full of assumptions and sarcasm. Emails that include comments such as “Usually it’s done this way” or “I thought you knew that considering your department handles ________.” Resist the urge to remind people how to do their job. It’s petty. When you give people more ammunition, they will use it. Don’t give them that opportunity.

3. Make it short and sweet. I know you’re probably thinking that many responses call for extended emails, but can I share a secret with you? People hate long emails! Especially the ones with bullet points and long paragraphs explaining your defenses. Stop it. They just want the problem solved and the time it takes you to write up a lengthy response in your defense could be time spent fixing the issue at hand.

4. Be the hero! When your supervisor or manager is copied in a nasty email from a colleague or customer, always respond positively and always have an attitude of reconciliation. Here’s a great suggestion, how about picking up the phone and calling that colleague? Or even better, if your co-worker is in range, it may be a great idea to get up and walk over to him/her and have a chat. It’s amazing how easily you can diffuse a nasty email situation when you face the person sending it with a smile. You’ll find most people are much less intimidating or nasty in person or over the phone. Now if you are able to resolve the issue verbally then I recommend you always send a follow up email reiterating your conversation. You never want to leave a nasty email hanging in the wind without a response. Showing you had a talk with someone instead of shooting a nasty email back says a lot about your leadership skills and proves your opponent wrong about your knowledge/capabilities to perform your job.

My 3 Email Rules:

Greeting. Always begin with “Hello, Good Morning, Afternoon, Evening, and Dear….etc”. This is important because if the email is reviewed by someone else in a senior position, you want them to see your courteous response and respect given to the email sniper. This is your chance to display your professionalism.

Apology. This is very difficult to do when you are upset. The apology is not admitting you did anything wrong. It means you value the relationship with your colleague more than you value your ego. Example: “Unfortunately the shipment didn’t arrive” or “Regretfully, the customer declined the offer”. You don’t have to say “I’m sorry”, you can express your disappointment about the outcome and quickly move on.

Resolve. In response to nasty emails, there must always be a resolve offered by the receiver. Whether it be you working together with another person or team to get it done, or you actively staying on top of the issue yourself; there must be a resolve. If it requires you follow up in an hour then do so, even if you don’t have a solution, always stick to your word and send an update showing you are handling the issue that will eventually lead to a resolve. The sender likely just wants to know you are on top of repairing the problem. The longer you take to respond, the more escalated the problem becomes.

Here’s what you need to know about email politics

Your email response should never be about you and your feelings. Why? Because the goal is to take the attention off of you and put it back on the problem that needs to be solved. Your goal should always be to try and work together to solve the problem, even if the accusations within the email are totally incorrect. Stick to the facts, not feelings.

Nasty emails are personal. The sender is either trying to cut you down because they are intimidated by you or your good work and want to find a way to sabotage your reputation or they are having a bad experience with your department, division, or internal customer service (yes, there is such a thing) and it’s interfering with their productivity which may create a problem with their job security and that means war. But whatever their reasoning is, you need to focus on being the problem solver, not blame game referee.

In the end, it’s much easier said than done but I urge you to think about the reaction down the line, and not just about getting your point across today.

Emails have been the demise of so many companies and careers and I don’t want you to add yourself to that list.

This post was also featured on LinkedIn Pulse. Find it here.

How to Love Your Job and Your Salary

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Negotiating your compensation package does not have to be an arm wrestling match, but it does require you to think strategically and fully understand how to communicate your value. While you may be great at what you do, if you cannot find a way to communicate that to a future employer they will not be able to determine your value.

One of my favorite quotes:

We work not only to produce; but, to give value to time. -Eugene Delacroix

To be truly satisfied with a new position you have to get what you need coming into the job. Compensation isn’t just about money;it’s about the trade-off – how much you can get for what you are giving.

I have had many clients, colleagues and friends tell me stories about how they don’t get paid enough money in comparison to all the work they do. My response is simple: “Well, that is what you agreed to!” Or as my kids always say, “You get what you get and you don’t get upset”.

If you are stuck in a situation where you don’t see growth potential in terms of compensation, it’s time to make a life choice. Either you are willing to tough it out because you love the work or you need to find a company that will pay you what you’ve considered to be sufficient enough to support your lifestyle. Compensation is a personal choice. It’s the bare minimum terms and conditions you are willing to accept before you take on a new position.

So what should you consider when negotiating a compensation package?

I cannot tell you what is best for you; only you can decide that. Things that may be a priority in your life may not be a priority for someone else. However, here are many things to consider while negotiating your compensation package.

Remember, compensation is not just about money and I believe most everything is negotiable (maybe that’s because I try to negotiate everything), especially when starting a new job so here are my picks:

Minimum desired salary (of course!).What you absolutely must have to meet your financial obligations, retirement, and leisurely spending. This should consider the work you are expected to do and your anticipated duties (you know, the stuff they will add on without paying you for it!).

Retirement benefits. Find out what the retirement package looks like and how much your employer contributions are. Ask about when you will be eligible to participate in the plan. These areas can often be negotiated and can also supplement your desired salary.

Health benefits.Your health is essential to your happiness at work. Find out details and terms of the health provider and when your benefits will start after your hire date. Again, this can be negotiated.

Vacation time/Sick leave. You need to know how much time will you receive and when can you begin to accrue or use it. To negotiate, try asking if they can bump you up a week or two in paid vacation time if you can’t get your desired monetary salary. You may be a person who likes to travel a lot, so think about adding that into your package.

Social responsibility. Does the company give back to any charitable organizations? Are they involved in the local community? Does this matter to you? If yes, add it in! Consider the image of the company you will work for. If their reputation is negative, that’s leverage to consider when negotiating. Their brand affects your brand and vice versa.

Flexibility. Is the company respectful of your family time requirements? Do they respect family commitments outside of work? Basically, can you leave work at 5pm (or whatever time works for you) to go pick up your kids, rush to class, etc., without feeling like you are going to be fired? Do they care more about the hours you work or about the work being done and the quality of work delivered? Can you work from home or are you required to finish your work only during working hours at the office? This flexibility could be just what you need to secure happiness in your new workplace.

Expense/Reimbursement requirements.Ask about the corporate expense policy and reimbursement for business related travel expenses. Find out the reimbursement schedule and requirements.

You may want a corner office or dry cleaning services instead of a big retirement package or vacation time. The key is to find what is important to you and consider that when negotiating your compensation package.

What should you do during your interview to help with the offer?

Be confident.There’s no reason to ever feel like the company you are interviewing with is doing you any favors. It’s a two-way street! They need you just as much as you need them; otherwise, they wouldn’t be advertising the position and you wouldn’t be interviewing for it.

Keep your confidence level up when interviewing. Reiterate to the interviewer how valuable you are and continue to describe the quality work you are capable of delivering. The goal is to make it clear that you are worth the investment. Discuss big projects you’ve closed which caused significant profits for your previous employer(s). You want the employer to look at you and say “I’ve got to have this person work for me!

Ask about growth opportunities.Find out what, if any potential career development programs are in place. Asking this tells the employer you’re not a fly by night kind of worker. You want to continue to build a career with them. This matters in terms of return on investment (ROI).

The most important part of negotiating salary is being reasonable.

You can’t expect an employer to pay you what you want after you are hired. It’s a done deal! Once you sign that dotted line, negotiating time is over. What you get is pretty much what you will get paid unless you happen to get a raise/promotion after your first year. And even IF that raise/promotion is significant, you may be simply catching up to what you actually needed when you started rather than reaping the benefits of the increase.

Bottom line. Don’t expect an employer to pay you an outrageous sum of money if you have never made anywhere near that amount in your previous work history. Remember, your employer knows the industry and knows what the going rate is, even though they may consider your experience and work history as well. It’s important to remain respectful, confident, yet stern in your negotiations.

At the end of the day, if you are not happy with your compensation then you are not helping the employer and you are certainly not helping yourself.

Final thought: If you don’t know how to communicate your value it cannot be measured in compensation.

*This post is also featured on LinkedIn Pulse. You can find it here

Going to Work? Please Wipe Your Feet at the Door!

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Too many times we bring our life-baggage to work. Our frustrations tend to infuse their way into our daily work-load slowly draining our positive energy, engagement and productivity. We are human and I truly believe we should make no apology for it; but we can however, choose to create an atmosphere of positivity and energetic behavior to get the most out of our workday. Here’s how:

Take back control!

Before you go into work take at least one-minute to decompress before you walk through that door. Even if you are running late, stop and take a moment for youbecause that small moment can either make or break your entire day. It’s worth it and you’re worth it. Think of it as your gift to you. It’s your moment of peace, your chance to collect your thoughts and move towards the future. You deserve it! You need it and you should own it.

Imagine rushing all morning, frustrated because nothing is going your way and then rushing into work just to hear someone sarcastically say “Glad you could join us.” or overhearing colleagues make a snide comment about your tardiness. Taking that minute not only prepares you to face the day; it allows you to take back control over the day and all events forthcoming. In that minute you will have made a choice – a choice to either prepare for the challenges ahead or allow them to consume your thoughts, mold your behavior and control your emotions in a negative way.

Start fresh.

Each day is a new opportunity to become a greater you. Think of every day as a new beginning and an opportunity to leave yesterday’s mistakes behind. Don’t allow the negative events from yesterday or even moments before work to consume your thoughts, preventing you from moving forward. Studies show people having positive mind-sets at work make them more creative, productive and engaged. Here’s your chance to have a “do-over” so take it!

Fix it.

This is the hardest step for many of my clients. Let’s face it, when you’ve experienced conflict in your personal or professional life, making the choice to turn things around for the better is not your first instinct. But solving a problem at work will help you to lessen those stressors. Try going into work with an attitude of change. Be the solution, not the problem. It’s easy to point the finger and deflect attention away from you when you are having conflict either in your personal life or within the workplace. Instead turn that natural reaction off and turn the problem-solver attitude on. When you play a role in making something better, you feel better and those around you will pick up on your positive attitude, creating a healthy work environment.

So the next time you face your workplace entry, take a moment to yourself. Leave your baggage behind and enter prepared, renewed and more powerful than before.

You can either run the day or let the day run you!

**This post was originally shared on LinkedIn. See it here

7 Reasons Why People Will Always Choose Apple

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Normally I don’t write on Technology, but today as Apple did it’s product launch, once again the nation became fascinated about what Apple had to offer. Here are my thoughts, also featured in LinkedIn Pulse Technology Channel Find it here and on Inc42.com Click here

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1. People trust Apple. When people trust your brand, they will continue to support it. Apple has extremely loyal customers. Even when people venture off to try other things, they eventually come right back to Apple, their first love. Sure, you may try an Andriod or Samsung device for a while as place fillers due to Apple’s immediate limitations but once Apple delivers, you’ll go back.
 
2. They show true leadership. What we experience when we buy an Apple product is the result of committed employees who believe in the Apple brand; employees who have pledged to achieve Apple’s mission. Apple users have had the benefit of experiencing a product created by committed employees who have worked hard to make the Apple product better. They have invested their time in trust to deliver a work of art; one we refer to as the iPhone. Apple has a following like no other. Even when others jump in the game to compete, Apple tends to consistently take the lead. I attribute this largely to its support system inclusive of its employees and customers.
 
3. It just keeps getting better. Every new product they offer creates a stir that no other electronic brand has been able to compete with. They not only meet the demand, they exceed expectations. Launching features such as the “Apple Pay” where you can make payments by holding your thumb down on your phone. They launched a new product – the Apple Watch – which is freakin’ beautiful by the way, (I must have the red one with the gold face). Even though you have to have the iPhone to use the Apple Watch, a sacrifice I am absolutely willing to make, it was never a real consideration for me, but now it is because Apple did it and I know it will be great. You see, Apple doesn’t just think about what people need now. They think about what people will need later and other industries help Apple to meet that need.
 
4. It’s pricing. Apple pricing is all about aspiration. Higher priced items are not attainable for everyone and that is what makes people desire Apple. Having an Apple brand product is a luxury. A luxury not many people can afford, but one that many people will sacrifice to get a piece of. There is incomparable value in an Apple product and people will always pay for what they consider to be of great value.
 
5. The Apple Experience. When using an Apple product, you experience a variety of things at your fingertips that you didn’t even think you needed but Apple thought of it first! They appeal to your subconscious, things in the back of your mind labeled under the maybe section now move to the forefront as must haves. If you want to be a part of the elite status of iPhone users, you have the option to get different styles, sizes and higher luxury add-ons with the product. Apple is magnificent in meeting the need you didn’t even know you had.
 
6. It’s simple. Anyone and everyone can understand how to use an Apple iPhone. The models are not so confusing that representatives have a hard time explaining the features to customers. The simplicity of the Apple phone is phenomenal.
 
7. Their product launch is KILLER! The transformative business moments they include in their performance. People rush to find out “what’s apple doing now” they want to be a part of something great. People just can’t take the suspense; they become consumed with “having to know”. The buzz alone makes you want to experience why everyone is so impressed. It’s genius!
Now granted, Apple is not perfect, but they are very close to meeting the majority of customer demands. They need to convince consumers they have improved their security, especially with new features such as the Apple Pay. But I have no doubt they will meet that demand too.
 
Apple may not always be first in line, but when they get there every one notices. Apple doesn’t just do it, they do it right. Resilience has always been in the bones of Apple and that’s why people want Apple to win.
 
At the end of the day everyone wants a piece of Apple pie.
 
What do you think about the new Apple launch? Write a comment to share your thoughts.

5 Things Your Future Employer Won’t Tell You During An Interview

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I bet you can remember nailing your interview. After you left, you felt great. Birds were singing, violins were playing and you…..smiling. Soon after, you received that phone call: “you’re hired!” I bet you were jumping around with joy, calling all your friends and family running around screaming Yes! Yes! Yes! (well, maybe that part is just me). Anyway, you remember the excitement you felt when you started; you were ready to conquer the world. You get to work on your first day and…..….SURPRISE! You see what you’ll actually be doing. You look around, hoping its April Fool’s Day, but soon realize it’s not. Then it hits you – the job is not all what you thought it would be.

It’s inevitable, there are things your future employer will not tell you voluntarily during an interview and unless you ask, you won’t find out until you start. By then, it could be too late.

Over the years my clients have given me numerous reasons why they’ve felt frustrated in their current roles and I’ve consistently discovered the common denominator is a breakdown in communication between the employer and the employee; the giving and receiving of job expectations and career goals, many of which can be traced back to the interview. I’ve put together my top fiveinterview secrets” and tips on combatting these issues before you accept an offer.

Employers won’t tell you:

  1. How they will measure success for this position. First they want to see if you have the personality, skill or knowledge it takes to do the job and then they’ll make a decision. The problem with this is their expectations may be unrealistic, but you will never know unless you ask.
  2. That you’ll eventually end up doing more than your job description. Look, we know this always happens, but they don’t want you to run for the hills so it’s conveniently left out of the interview.
  3. Why the last employee left. This is a crucial area of concern. Knowing why the last employee left tells you more about the position you may be stepping into. Maybe the last employee felt overwhelmed. There could have been a conflict with management. Maybe they retired (which could suggest the position is a long-term role). Maybe they were fired for underperforming. The list goes on, but unless you ask they won’t tell you.
  4. Company weaknesses. No one wants to talk about the bad when they are trying to get good workers to come on board. Would you?
  5. The long-term goal for your position. They may not have even thought about it. They could be simply trying to fill the position because work is piling up and their employees are getting tired of carrying the load.

To some extent, it’s understandable why an employer wouldn’t share everything with you during the interview. I doubt you would share everything either. Some things you will only find out along the way and maybe that’s better. Maybe, if you had known all these things you wouldn’t have had the opportunities you’ve had to make a difference.

So what can you do on your next interview to make sure you get the information you need to make an informed decision? Ask the hiring manager these questions to find out if the workplace is a good fit for you:

  • How will you measure success for this position? This gets them talking. You want to engage the hiring manager in a conversation, not a boring ask and answered interview they probably won’t remember.
  • How would you describe communication strategies used between leadership and staff? This will tell you if they are open to hearing from their employees and if the environment is welcoming to new ideas and change.
  • What are the long-term goals for this position? Asking this will tell you if they are just looking to get a warm body in the seat or if they want you to build a career with them.
  • What would you say is most challenging within this department or company? This probing question lets the interviewer know you are serious about your career and are a problem solver.
  • Are there growth opportunities for this position? Asking this infers you desire a long-term tenure and not just a dead end job.
  • What do you enjoy most about working here? Get the interviewer to talk about the company and how they view it. Just as you strive to express your value you must require the same from them.

A good employer will appreciate these questions, they may even stumble a bit…that’s a good thing and it wakes them up! Going through the motions and sticking to a script can become a boring routine for an interviewer. Don’t become consumed with giving the “right” answers during an interview. Remember, it’s a two-way street. They need you and you need them. Asking questions encourages authentic conversation. It makes the experience memorable which puts you a step ahead of other candidates. It also gives you what you need to make a conscious decision before you accept.

If you accept, I suggest you walk into your new workplace with an expectancy of greatness and if by chance you find nothing great happening, create it. Choose to be better than the last employee. Embrace challenges, fix problems and create solutions.

“Big jobs usually go to the men who prove their ability to outgrow small ones.” –Ralph Waldo Emerson

The truth is we never know what we’re walking into until we get there. Good leaders aren’t known for accepting circumstances for what they are, they are known for thinking outside the box, changing what doesn’t work and offering solutions over blame.

Post originally shared on LinkedIn Pulse (Find it here)

Leadership: Can you Really Handle the Truth?

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handle the truthAs leaders we often tell our staff and colleagues to “be open” “tell me how you are really feeling”, but what if they actually did? What if you didn’t like or agree with what they had to say about you? Would you be able to handle it? It’s easy to look at others and form opinions about their work style, how they communicate with others and the quality of their work product, but what about us? Are we so grandiose that our colleagues and subordinates should adulate our mere presence?
We all have our way of doing things and maybe many of those ways are the “right” way, but sometimes we do crazy things as humans – we make mistakes. We may overlook and underestimate the uniqueness of people and their contributions to the workplace. When you are good at what you do, it’s easy to get comfortable.  There may be instances where you shut people out of decision-making or refuse to listen to fresh ideas and new perspectives. In business, change is crucial to organizational sustainability and without it, a company will not survive.
Leadership is an ongoing learning process. Successful leaders understand the best way to lead is to have people in your circle and on your leadership team who are not afraid to have open candid conversations with you. I call these people “the realist”. They bring you back down to earth when you get ahead of yourself and balance you when you need it. Good leaders are humble. They believe in the overall good and are not focused on how good they look.  If you don’t have people on your team willing to disagree with you without being afraid, then you need to make some adjustments. Leading to a bunch of yessers is a foolish mistake.
Jack Welch on Leaders at the top: “You’ve got to look in the mirror every morning and be totally self-effacing,” he says. “Give yourself a critical review.” – New York’s World Business Forum – 2012
Ask yourself these questions to get back on the right track.
1. Do you always have an answer/response when someone criticizes your decisions? The “I’m right, you’re wrong” attitude?
2. Are you willing to take suggestions or recommendations from subordinates? Are you an ego-maniac?
3. When clients are not pleased with a service or work product, do you think they are being unreasonable or picky?
4. Do you find yourself debating and defending your position when in meetings, often attempting to convince others to agree with your viewpoint?
Good leaders understand and accept their imperfections. They embrace the fact that every decision made will not be the right one, but most importantly they appreciate the learning experience. There is almost always something we can improve on in our behavior and communication. If you don’t believe you need to improve on any area, you are sadly mistaken and I implore you to take action now.

What Does Success Mean to You?

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“There is no passion to be found playing small – in settling for a life that is less than the one you are capable of living.” -Nelson Mandela

 

I’ve heard people define success in many ways. Some look at it as possession of luxurious cars, homes, clothes, etc. Some view success as hierarchy, social status among peers, positions of power or authority. It could be something simple as waking up early, being able to pay a bill, having a great first date, marriage, landing a job, having a child or finishing a degree. There are many ways people view success, some great, some small but there is one thing I’ve found that is consistent about success – it is defined by the achievers. Whatever it is that makes you feel that you have reached a goal, small or big……that’s your success.

Success is not defined by someone else, it is defined by each of us. Just as beauty or taste is determined, success is a matter of opinion, not a matter of fact.

The point is, you shouldn’t allow anyone to discourage you because you haven’t achieved what they believe you should be achieving. Their definition of success doesn’t have to be your definition of success. Often we allow society to tell us how to live our lives. How to make ourselves happy and secure. The truth is, we are all unique in our own right and our happiness , goals and feelings of success are defined by us, not anyone else.

So I’m asking you, what does success mean to you? What passions drive you to achieve your goals and what will it take for you to achieve them?

Try to create little successful moments each day and every day you will have succeeded in getting one step closer to the “big time”- whatever that may be.

Success is found in you. What you believe you are capable of doing and how much you are willing to sacrifice to get it done. Success is found in the process. Knowing how much you’ve fought to get to the point of reaching the finish line.

You can do it big or you can do it small. Whatever your pick – Just Do It.