Follow Up Or Fail

Posted by on August 12, 2016

I cannot tell you how many people I have worked with over the years that are great at getting something started but totally ineffective in finishing the task with excellence.  They get very excited in the creative planning stages of something but when it gets down to execution they lose interest and allow performance to deteriorate.

Keith Ferrazzi in his great book Never Eat Alone says that good follow up alone elevates you above 95% of your peers in every area of your life.  In his opinion it is the absolute key to success in any field.

In the area of networking he makes sure that he makes contact with any new person he meets within twelve to twenty-four hours after they have initially met.  He says why go to all the trouble of meeting new people if you’re not going to work on making them a part of your life?

This same discipline applies to phone conversations and meetings where commitments have been make for some future action.  It is extremely important to get all assignments down in writing and distribution made for all involved giving what is expected, who is responsible and when the project should be completed.

Many times great decisions have been made only to see the idea or project fail not because of poor initial planning but simply not paying attention to all the details involved in implementation.  Creativity alone can produce a lot of excitement but follow up alone is what produces sustainable excellence.

Work Life Integration Not Balance

Posted by on August 10, 2016

All of us feel like we have too many things to do and not enough time to do them.  We have priorities in many different areas: our career, family, relationships, entertainment, faith and own personal life.  We also fulfill many roles as employees, fathers, husbands, wives, mothers, and friends just to name a few.

Somehow we have developed this concept that true happiness and success comes when all of these areas and roles are in perfect balance.  It is as if they all are to have equal percentages of our time, energy and passion.

Realistically we all know that is an impossible goal to accomplish. Our career alone demands a ever growing disproportionate amount of our time and if you have a newborn child in your house all bets are off including time to sleep.

To me an integrated life means that all of these areas as well as our different roles will constantly be changing in the amount of resources they demand.  The critical factor is not to let anything that is important in your life be totally neglected to the point that you are now failing in that area because all of the other things have drained you to the point you have nothing left to give.

When you reach that point and we all do from time to time we must reprioritize our lives so that everything important gets its slot on our calendars.  This will mean that something else will have to get less or be eliminated all together.

Believe it or not sometimes we need to not go to the new latest and greatest parenting conference and just stay at home and play with our children.  Life can be crazy and its demands will change with each new day.

When you have the character and courage to assume the responsibility of leading your total life you will make sure that nothing major falls through the cracks.  Enjoy your day!!

8 Unrealistic Expectations That Will Ruin You

Posted by on August 8, 2016

One of the most significant responsibilities of leadership is the setting and managing of expectations.  If they are unrealistic, no matter how hard your team works you will still fail.  If they are realistic, then everyone feels this is doable and gives their best effort.  This post by Travis Bradberry is great:

“Your expectations, more than anything else in life, determine your reality. When it comes to achieving your goals, if you don’t believe you’ll succeed, you won’t.  The tricky thing about your expectations is that they impact other people too. As far back as the 1960s, Harvard research demonstrated the power of our beliefs in swaying other people’s behavior. ”

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When You Must Resign

Posted by on August 5, 2016

If you are an A player as defined by Jim Collins in Good to Great you are a character driven leader.  This means that you are willing to set aside any personal agenda for the good of the team and the organization.

It also means that as a leader you are by nature a change agent.  You want to deal with the brutal facts facing your team and find new solutions to old problems.

In some situations the people that you report to are not as open to change.  This is where your character must lead you to deal with this situation in the right way.

The right way is to approach you boss directly and openly share what you are recommending to do and why.  The absolute wrong way is to talk about your superiors to someone else in any negative way that would be disloyal.

If after a long period of respectful dialogue you are not sensing any openness to change within the culture of the organization then your decision is clear.  What you must not do is to try to change your boss, that is not in your job description.

A players realize one fundamental truth about organizational culture.  You will over time help be a part of a team effort that will change it for good or if you stay too long in the wrong culture it will change you.  That is an unacceptable price to pay and that is why it’s time to leave.

The Value Of Character

Posted by on July 27, 2016

Simply put everything you eventually accomplish in life will be based upon you personal leadership DNA.  What you do is based upon who you are.

Someone has well said:  ability may get you to the top but it takes character to keep you there.  If you do not believe that then just ask the former chairman of the DNC.

I had to learn the importance of this lesson very early in my career.  I changed jobs four times in five years right out of college because I did not realize that the major problem was not the company I was working for or the supervisor that I had, the problem was me.

All I did was move from company to company and take all of my unresolved character problems with me expecting different results.  I learned the hard way that if you are consistently failing where you are there is no real reason to believe that you will be successful somewhere else.

However, if you learn how to be successful where you are regardless of your circumstances and become an A Player then there is every reason to believe that you can be successful anywhere.

7 Steps To Maximize Your Success As A Leader

Posted by on July 25, 2016

I read probably 30 of these type posts a week trying to develop as a leader personally and find best practices for the people I coach.  Usually, there are a few goods points and some that are not as helpful.  This Forbes post by Christine Comaford is really good and well worth the read:

“While there’s a lot of useful things that can be done to help, I find that the most exponential success usually comes when I am coaching people who are already doing great and want to be even better. Here are seven steps to maximize your success as a leader:

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How Delegation Has Changed

Posted by on July 22, 2016

One of the best ways to leverage your leadership influence is to delegate as much work as possible to competent team members.  At the start of every day you should ask yourself is there anything that needs to be done that I can give to someone else with the appropriate investment of my time?

In the Industrial age model of leadership the leaders made all of the decisions about priorities and strategies and the team was responsible only for execution.  This resulted in very little delegation and significantly reduced productivity.

In this type of environment the leader would walk into the meeting and tell the group this is the new program for the fall and hear are your individual assignments, are there any questions?

In the Information age of leadership the leaders still make the decisions about priorities but delegate the development of the strategies and execution to the team.  This is a major improvement and gets everyone into the game.

This meeting would involve the leader saying to the team, this is a program that we are considering for the fall, what do you think?

In the new Idea age the leader is willing to delegate the setting of priorities, strategies and execution with reserving the right to make the final decision on all recommendations from team.  A meeting would include the leader saying to the team what are your recommendations for programs for the fall and why?

The need for and the type of delegation is changing dramatically in the last twenty years.  In the past the leader was suppose to know all the answers to all the questions.  Today they need to know how to ask the right questions and the team is responsible for the answers.

What Great Listeners Actually Do

Posted by on July 20, 2016

This area is one of my greatest challenges because I am constantly checking out to think about what I want to say instead of really listening.  The only way I can solve this chronic problem is to implement practical action items that force me to stay engaged.  This HBR post was very practical:

“Chances are you think you’re a good listener.  People’s appraisal of their listening ability is much like their assessment of their driving skills, in that the great bulk of adults think they’re above average.  In our experience, most people think good listening comes down to doing three things:

  • Not talking when others are speaking
  • Letting others know you’re listening through facial expressions and verbal sounds (“Mmm-hmm”)
  • Being able to repeat what others have said, practically word-for-word

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How To Access Your Peak Performance

Posted by on July 15, 2016

The whole idea of time management is a little bit of a misnomer.  You really can’t manage time as much as you can give leadership to how you use it.  The ability to identify what must be done from what should not be done at all is critical.  This Forbes post offers some practical help:

“There is a feeling some people call “being overwhelmed.” It makes them unsure about where to start because there are a trillion things requiring their attention. Others call it “being off-balance.” Something feels just not right.

And then there are those who keep repeating what nobody can hear anymore because everyone is feeling the same thing: “I am so stressed. I don’t even know where to start.”

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Toxic Teamwork Making Destructive Comments

Posted by on July 11, 2016

One of the hallmarks of leadership in the 21st century is participative team building and problem solving.  We have moved from the old top down decision making model to one that allows and encourages everyone’s involvement in the process.

If you are a good leader then you will make sure that everyone has an opportunity to give their opinion and respectfully discuss and even debate the issues so that the best possible solution can be reached.  For some people this type of give and take environment comes easy and for others it is very hard to open up and participate.

As a team leader one thing I watch very carefully is when someone starts to take on another team member personally rather than dealing with their ideas.  This can be very subtle in the beginning but eventually something is said that really stings.

There is a big difference between I do not agree with what you are saying and here is the reason compared to you are wrong and just don’t get it.  Certain people with strong personalities will go after another person when they feel threatened because they know they can intimidate them to back off.

During the meeting when I see this happening I will usually make a point to come back to the person who was attacked and draw them out again.  After the meeting, I will go to the person making the destructive comments and make sure they understand that type of behavior will not be tolerated.

After clearly communicating with someone privately and they continue to demonstrate this type of behavior then they will lose their seat at the table and everyone will know why.