Tag: Leader

Five Steps to Take After Vacation

Five Steps to Take After Vacation

It is Tuesday after Labor Day, and millions of workers are returning to work. Emails have piled up. Meetings have been scheduled. Reports need to be finished. 2017 Budgets have to be reviewed and approved.

It is less than thirty days to the fourth quarter and the year’s end.

Stress starts the minute you arrive at work. The vacation glow is gone.

However here are five things you can do to be more productive after a vacation.

  1. Print out and display one or two photographs of you and your loved ones on vacation. The photograph will remind you of what is important in life.
  2. Share your best vacation memory with coworkers. No one wants to view all your vacation photos but sharing a story helps build rapport with the team, especially if it was a positive or funny experience.
  3. Start a new habit. Because you have gotten out of the work routine for a few days, it is a good time to start a new habit. Maybe it is taking a walk on break, or eating lunch with a different coworker every day, or reading leadership articles on a daily basis.
  4. Ask for and listen to the challenges and victories that arose while you were gone. Did one of your direct reports handle a project while you were gone? Did one of your coworkers get budget approval for hiring a new employee? It is a great time to express gratitude to your team.
  5. Focus on your long-term goals. When you return to work after vacation, it is easy to focus on “getting things done,” like deleting emails. It gives you a temporary sense of progress but won’t move you closer to your long-term goals. Take a half hour and review your long terms goals for 2016 and 2017 and make a list of ten accomplishes you will have by the end of the week and then focus on them.
  6. Bonus: Check in with your boss. I am surprised how many people return to their workplace and don’t check in with their manager right away. They can give you an idea what the hot issues are and what to focus your time on.

Take a deep breath – you have this.

Lessons from the Big Swim

Lessons from the Big Swim

The rain fell from the silver-grey sky onto the group of us. Standing on the windswept beach, we listened to the words we did not want to hear. The Big Swim was canceled due to the weather conditions. My brother and forty-five other swimmers had spent the better half of the year training to swim the 17 kilometers (10 miles) across the North Cumberland Strait from New Brunswick to Prince Edward Island only to be disappointed.

The lead organizer had talked about the difference between our expectations and reality and defined it as the feeling of disappointment.  On that Sunday Morning, there were many disappointed people on the beach, some cried, some sighed, some bent their head in quiet prayer. A few optimistic souls shouted, “next year,” a rallying cry to know the effort, discipline and sacrifice had meant something.

As a support kayaker and a witness to the hard-work it takes to prepare for such a quest, I too was disappointed, for me, for my brother and for all those you had worked hard to be left standing in the rain on the beach; our goal was just out of reach across 17 kilometers of turmoil and lighting.

On my way home, I could not help but think that there were lessons to be learned from the Big Swim about how to achieve our own dreams. Below are the six lessons I learned and how they can help us achieve our goals faster.

  1. Preparation: The North Cumberland Straight, 17 kilometers wide at its narrowest, is known for its strong tidal currents and roaring winds. It is not a place to take for granted. Preparation is critical to the success of any who plan to swim across it. Training started with rising early every day and swimming. First in the pool, then in a lake, and then in the ocean until the swimmer was physically and mentally prepared to make the attempt.
  2. Support: The bigger your goal, the more support you will need. The support will come in a variety of sizes, from the little to the large. Before the event, my brother’s wife gave him support to train by watching their two young kids every Saturday morning. The organizers provided constant communication to make sure the swimmers had everything they needed to be successful. The day of the event, hundreds of supporters from kayak carriers, check-in volunteers, boat captains, and family members made sure the swimmers had everything they needed to be successful.
  3. Community: Community is essential to success. My brother met and trained with a group of like-minded swimmers from his home town. He learned from their experience; shared his expertise and leaned on them as the training took its toll. In the early Sunday morning dawn, together they lessened the disappointment of not swimming with laughter and hugs, sharing the loss to diminish its impact.
  4. Limitations: We all have limitations. We can choose to let them define us, or we can push against them. In the group of swimmers who were attempting the Big Swim, the ages ranged from 11 to 73 years. None of them let their limitations define them. The eleven-year-old could have let those who said it was too dangerous for her to stop her from doing what she wanted. She did not; she was in wave three – the elite swimmers; ready to go.
  5. Drive: The swimmers who had completed the swim before said that there is a time in the middle of the straight when exhaustion has crept into your muscles, and the sky and ocean have blended into one, you think about quitting but you continue till your feet hit the sand. No matter the goal, we have all reached that place where we want to stop. Those that are successful keep going pushing forward by an inner drive toward their goal.
  6. Celebration: Soon after the announcement of the cancellation of the Big Swim, a quiet applause rose from the crowd on the beach and slowly turned into a standing ovation for the swimmers. The applause was recognizing the effort they had made to reach this point on the beach, the hard-work, the dedication, and scarifies they made. We too need to recognize our progress and celebrate our wins.

 

Goals are just dreams without wings.

 

Even in disappointment, there are lessons to be learned. Thomas Eidson once said, “I have not failed 10,000 times, I’ve successfully found 10,000 ways that will not work.” No matter what we dream of accomplishing, we can not do it without a lot of hard-work, dedication, and sacrifice. As you plan your next business adventure, think about these six lessons and how you can apply them to achieving your dreams. As a leadership guide, I help people plan their dreams and provide the necessary skills and tools for them to be successful. If you are ready to start your journey, let’s get together and begin the work required for you to reach your dreams.

Are You Ready to be Coached?

Are You Ready to be Coached?

“Are you ready to be coached?”

“Yes. Of course, I am. I mean, I think I am. Is it that hard?”

Being coached is hard. You need to open yourself to change your behavior to improve your performance. Coaching is the ability to listen to another’s perspective and use that information to make internal adjustments to your behavior to better your performance. Marshall Goldsmith, the #1 Executive Coach in the World, has an exercise he taught me called the Daily Questions. In short, it is a list of behavioral changes that you agree to work to improve every day. When he gives out this assignment, he notes that only fifty percent of individuals last more than two weeks using this system. It is not difficult. The system is not time-consuming. It takes no more than ten minutes to complete. All you do is rate yourself on a scale of one to ten on this simple question for each behavior, “Did you do your best to change your behavior?”

So why do people fail in completing this simple task?

For some, it is a lack of discipline. Although the individual knows that changing these behaviors will allow them to reach their goal, they cannot find the discipline to do this on a regular basis. In fact, Marshall falls into this category. He had to hire an accountable coach who is responsible for calling him each evening to make sure he has completed this simple task. This may seem like an extreme measure but think about how important your goals are to you and what success looks like.

For others, it is hard to recognize our habitual failures. We don’t want to look in the mirror and admit that we were not able to resist that last chocolate chip cookie or do a better job delegating at work, or the ability to listen well. I fell into this category when I first tried doing the exercise, I was afraid of admitting that I was not doing my best to reach my goal and I was responsible for not being successful.

So how do we continue to improve if we can’t handle this simple exercise? The best way is to create a level of accountability that will help you move toward your goal. This can be done by asking someone to invest in your improvement, this could be a mentor, coworker, friend, or even spouse. Unfortunately, we need to remember that they are not as invested in obtaining our goal as we are.

Another way is to find a group of like-minded people who are also on the same journey as you. Your Tribe. For instance, if you are trying to lose weight, go to a gym and find like-minded people and work out together to reach your goals. Or join a mastermind group or peer advisory group that is working toward similar goals and that will hold you accountable. I am always amazed at the number and diversity of mastermind groups available to people.  (Learn more about mastermind here).

Lastly, you can invest in an accountability/personal coach to work with you to help you reach your goal. The benefits of working with a coach are that they are trained to help individuals improve their performance. They know how to ask insightful questions, open you up to what is holding you back and provide you the support you need to be successful. (Learn more about coaching here)

So, I leave you this question — Are you willing to be coached to reach your goals?

Resources:

Triggers – Marshall Goldsmith

In this book, Marshall Goldsmith shares his experience coaching executives and how they create behavior that lasts to become the person they want to be and how we can do the same. Click here for more information

Tribe – Seth Godin

In this book, Seth Godin introduces us to the importance of like-minded people and how by working together we can achieve better results than we can by working alone. click here for more information

How to Get Better at Things You Care About – Eduardo Briceno

Great Video on being our better selves. Learn the difference between the performance zone and the learning zone and by switching between the two we can start improving the things we most care about. click here for more information

 

Breaking Free

Breaking Free

This morning, like most mornings, I practiced Yoga. Throughout the last ten years or so, I have used Yoga to compliment my other workouts, such as cycling, running, swimming and weightlifting. It provides me with thirty minutes of uninterrupted focus on my body while at the same time preparing my mind for the day.

The same happens when we push against our zone of comfort. Our Zone of Comfort can be defined as an emotional state where you are most comfortable. You perform your best. You are most relaxed. You are most confident. You have your strongest relationships. Your knowledge matches the knowledge of the assigned responsibilities. There is also a dark side to the zone of comfort, it can be the place where we hide our talents from the world because of fear. Fear of rejection. Fear of Failure. Fear of newness.

For most of my life, I was afraid of public speaking. In fact, most people are afraid of public speaking. This tidbit, however, didn’t help me with my fear. It took years and a lot of practice for me to be comfortable talking in front of an audience. And let’s make this clear, by comfortable, I mean that I understand that I will have strong emotions around public speaking but I know that I can channel these emotions into positive behaviors that benefit my audience.

Yet by stretching my zone of comfort around public speaking, I was able to become more confident in my other interpersonal relationships. I was better able to talk to people in positions of power; I was better able to communicate to my staff about our goals; I was better able to network with people whom I just met.

Stretching your zone of comfort, no matter what activity who choose whether it is learning a new skill, going to a foreign country, presenting your ideas to the executive team, or introducing yourself to a group, is an important step towards success.

Some basic guidelines to stretching your zone of comfort.

  • Start small. If you are going to learn a new language, you need to get the basics understood before you start worrying about complex sentence structure.
  • Consistent and Continuous practice. Like muscles, for you to keep stretching your zone of comfort you need to continually push at regular intervals for you to keep it in place.
  • Ask for support. Whether it is a teacher or a coach, ask an expert to help you gain knowledge and skills. Their expert guidance will help you achieve our goal faster.
  • Don’t be afraid to fail. Failing is a normal process of learning. It tells us what not to do and reinforces us on what to do. I can’t’ tell you how many times, I fell out of Yoga poses as I learned them.
  • Persistence. Keep at it. You will get better. When I look back on the public speaker I was in college to the public speaker I am now, the change is amazing.

Every day is another day to pursue your dreams, to chase away your fear and to be a better you. Take advantage of it.

The Myth of the Alpha Dog

The Myth of the Alpha Dog

My wife and I have adopted two puppies this year, and as I was researching how to potty train our younger dog, I came across the headline, “The Myth of the Alpha Dog.” The article discussed how our belief that dog packs structures are based on an alpha dog or dominant dog is false. And that dogs have a more cooperative approach to pack structure.

This same myth is pervasive throughout our discussions on leadership. In the west, we have mythologized the single person as the saver of the world. The man on the white horse who comes in to save the day. When we talk about great discoveries, we talk about them as if a single person made the discovery. Admiral Peary had over 50 people with him as he tried to reach the North Pole in 1909 but the names of the other people have all been forgotten. We talk about great inventions; we talk as if a single person invented the light bulb. However, Thomas Edison had a team of “young muckers” working with him at Menlo Park. In the world of leadership, we talk of Steve Jobs and Bill Gates, both who are famous for the companies they started. However both had strong partners working with them; Steve Jobs had Steve Wozniak, Bill Gates had Paul Allen. This isn’t to say that Bill Gates and Steve Jobs are not brilliant men, it is just to say that rarely do we do anything in isolation.

My research and experience have led me to the conclusion that the leadership team is more important than the single leader of an organization. In his book, Good to Great, Jim Collins talks about the importance of having the right people on the bus. This is even more important the closer you get to the top of any organization.

 

Never doubt that a small group of thoughtful, committed citizens can change the world; indeed, it’s the only thing that ever has.

Margaret Mead

 

Why are leadership teams more valuable than a single leader?

  1. They provide a greater level of experience.
  2. They provide balance against a singular strength or limitation
  3. They offer diversity of thought.
  4. They provide the ability to delegate work
  5. They provide increased touch points to an organization

This does not mean that a leader can abdicate her responsibility for the team. It means that she has more resources to make the best decisions, create the best strategic vision and build the best team.

When I work to improve leadership teams, I ask myself the following questions:

  • Are the right individuals on the leadership team?
  • What behavioral changes will make them a better leadership team?
  • What is their level of motivation to improve the working dynamics?
  • How do they discuss different points of views?
  • Are they focused on the same vision of the organization?

Always start with an assessment of the team’s strengths and limitations. This gives a good understanding of what is working well together and what is not. I usually use an assessment tool, followed up with individual interviews. This provides an excellent groundwork to start working with the team to improve their team dynamic. Working with the leader and the team, we create a path to developing the leadership team dynamic. The goal is to understand the strengths and limitations of each member and that of the team. If you can create positive connections and a desire to move the organization forward, the team dynamic will improve.

The goal here is not to remove the leader or to dismiss the leader. The goal here is to provide a team of individuals working together to assist the leader in their challenges of running a large organization.  To create a cooperative approach to the team structure.

 

Together we are stronger than we are alone.

Walter Payton

 

 

What Light Do You Cast?

What Light Do You Cast?

He and I had worked together for a few years when he stopped by my office. He needed an unbiased ear to help with a staff issue. His team had taken on the habit of always criticizing each other. At first, he thought it was a good sign because he believed that they had started to bond. But the more he listened, the less he liked what he heard. They were disrespectful to each other.

He didn’t know what to do.

 

The people that you have around you are your biggest influence.

RJ Mitte

 

I asked him how their performances were. He described a litany of issues that each of his team members was having. Listening to him, I would not have believed there was a good one in the bunch.

“How valuable are the players on your team to the organization’s goals?”

“Valuable,” he replied, “we have accomplished so much.”

“When was the last time you told them?” He stopped, pausing, “It had been awhile.”

“When you talk about their performance do you focus on how well they are doing or what they can be doing better?”

“I want them to be better so we can keep doing amazing things.”

“I get that,” I explained, “but let me ask you this, why do you think they criticize each other?”

It took him a moment, but he realized that they were following his lead.

Our job as leaders is to influence those individuals around us. And we do this by our behaviors. Studies have shown that people adopt similar patterns of behaviors from those they respect and those that are in positions of power. I separated respect and power because they are different qualities. Respect is something that is earned within an organization. Power is something that is given due to a higher level of authority. Great leaders get their power through respect. Bad leaders get their respect through power.

In either case, we are apt to imitate the behaviors of those around us. We can see this easily in our families. Think about your parents, what behaviors of theirs, do you do? For example, my father is an avid hiker, each week leading hikes through the mountains of South and North Carolina’s. I too am an avid hiker and enjoy hiking in the woods whenever I get a chance.

At work, this influence may not be as easily recognized but does happen. I collaborated with a group of individuals who were all fantastic about being open about their strengths and their limitations. At first, I was guarded and spoke more of my strengths, but as time passed, I noticed that I too was talking about my limitations. This built trust up in the group and allowed us to work together to get the best possible outcomes.

Our behaviors influence those around us.

The good news is that we also positively affect people. Have you ever worked for a manager who was good at going on break, leaving on time and taking vacations? I bet, in time, you started to get these habits as well.

 

There is no influence like the influence of habit.

Gilbert Parker

 

The aim is to know that your behaviors affect those around you and to make the best effort to influence their behaviors positively. When you have a behavior that is negatively impacting the team, focus on it and work to improve it. If you can share your work to change your behavior with the team, even better. This action will stop them from imitating you and may also provide you feedback so you can continue to improve.

The Leadership Team

The Leadership Team

Donald Trump has been elected 45th President of the United States of America. The moment Hilary Clinton conceded, his transition team started working in overdrive to figure out who would serve on his Leadership Team.

In his Book Good to Great, Jim Collins talks about how important it is to have the right people on the bus as you lead an organization to greatness. Mr. Collins stresses, and I whole heartily agree, it is not about having one genius and a thousand soldiers. It is about having a team of equals working together to achieve greatness. In his cabinet, Abraham Lincoln had a team of rivals because he wanted to get best people for his team.

 

“We” multiplies the power of “I”.”
― Aniekee Tochukwu Ezekiel

 

Below is a crucial list of items to consider when building your leadership team;

Diversity of thought: One person, no matter his/her experience, cannot have as great of perspective as a group of individuals. Having a diversity of thought allows old ideas to be challenged and for new ideas to be advanced. In one instance, I was working with a group of leaders to discuss the potential of a major reorganization of the broadcasting division of a major electronic retailer. We stood in a conference room, talking, arguing, challenging and finally agreeing on the best organizational structure for the department. It was not easy work, but by having a group of individuals, we got to see and hear from a greater perspective than if one person made the decision.

Balance of Strengths: All of us have strengths that we offer to the world, we also have limitations that hold us back. By creating a balance of strengths in a team, we can offset the limitations and build on our individual’s strengths. Working with a small manufacturing company, I noticed that the leadership team was a diverse group of people who had various strengths and limitations. One member was good at communicating and getting messages across; one was an idea generator; one was process driven; one as good at working with people. Separately they could not have succeeded, but together they did some amazing things.  When you are looking to build a team, consider the following strengths: Social + Emotional Intelligence, Communication, Systemic Thinking, Operational and Process Excellence, Technical Expertise, Problem Solving and idea generator. What other strengths should be on your team?

Trust: Trust among team members is crucial to the success of the team. Will the individuals on the team trust each other? Trust is multifaceted. There is trust that each can and will do their job to the best of their ability. Trust that when a team member has limitations they will ask for assistance. Trust that each is working for the betterment of the team and objective. Trust that although we may disagree, we will continue together to find the best solution. Trust that we can share our concerns and not hear them on the nightly news. Trust happens not by expecting it but by building it. By showing you are trustworthy and in return trusting others.

Work Ethic: Have you ever worked on a project and one individual did a lot less work than all of the others? This lack of work ethic or more precisely this unequal work ethic can negatively impact the team. Work ethic is not just about the amount of time; it is about the amount of effort an individual is willing to dedicate to reaching success for the team. This may mean working long hours. It also may be sacrificing other corporate activities to support the team. When you become a member of a President’s Administration, there is a lot of challenging work to accomplished; you cannot expect to work only forty hours each week.

Common Vision: This may challenge the notion of diversity of thought but when you are working together, a shared vision of a better future is necessary so the team is working toward a single objective. For instance, I served on a non-profit board, and we had the goal of improving our infrastructure. In all of our meetings, we were able to keep this as a focus. However, we had spirit discussion on how best to do this. The shared vision grounds the team on what they are working towards and what they will accomplish.

Level of Expertise: This may be challenging because it is easy to use this as the first measurement for the team. They must have a certain degree of competence in a particular area. And if this is use, you may eliminate diversity of thought, the balance of strengths and trust. However, I do agree that some level of expertise needs to be considered when building a team. In general, you would not want a middle school footballer on a college level team. However, at times, we hold individuals back because they don’t have a level of expertise but we could use their strengths in communication or emotional intelligence to balance out the team. In this case, knowing this person limitation as a subject matter expert helps you balance out the team with other subject matter experts.

 

“The strength of the team is each individual member. The strength of each member is the team.”
― Phil Jackson

 

Building a leadership team is critical to the success of an organization. My research and experiences have shown me that a leadership team has more impact on an organization than a single leader. When leaders surround themselves with other excellent leaders, the team can achieve great things. There is a trend in the NFL to hire ex-head coaches as assistant coaches, not only can the head coach tap into their skill level and knowledge of the ex-head coach but can also tap into their experience and shorten their learning curve.

Is your leadership team set? Or do you need help building your leadership team?

Does your team know when it is winning?

Does your team know when it is winning?

It is always satisfying at the end of the game to see my Green Bay Packers with the winning score. Every player knows, no matter how well they did individually, it does not matter unless the game ends in the win column. This same expectation is found in the performing arts as well. When the audience rises in ovation at the end of the show, the cast and crew know they have succeeded in delighting the audience with their work.

In business, the connection is not always clear cut. Sure profits are always good. Increase Sales are also always good. High customer service ratings are also always good. Best Product or Service Best Quality Awards are also always good.

Unlike a single game or performance, work is an ongoing process that never has a satisfactory conclusion. There is always more you can do the next day to change the score. However, like a game, there are times when you are losing (not meeting expectations), or there are times when you are winning (exceeding expectations). Near the end of each financial period, we tally, looking at the data whether we are successful or not. At the year’s end, we look even harder at the numbers squeezing every piece of information to achieve our objectives.

However, these defined objectives are hard to understand because they can seem arbitrary to the people on the front line. For instance, at one large corporation, I worked for our goal was to increase EBITDA by a certain percentage point each year. We use the traditional business formula to make this happen, cutting expenses and increasing sales. When we meet our goals the front office was happy; when we did not achieve our goals, they were unhappy. The staff on the front line felt the difference in numerous ways but had a hard time understanding how their work impacted the outcome.

However, there are successful companies that are transparent on how success is measured. In one company I know, they were bold and proud about what success was. In the manufacturing plant’s main hallway a sign was posted defining success.

We win when:

  1. There are zero safety or security issues or violations.
  2. Our values remain intact
  3. We produce ### of widgets at a rate of 96% Quality Perfection Rate
  4. Keep waste to 1% of the run – the aim is zero. (It is our Planet, after all)
  5. We hug our families today

At the end of each shift, the General Manager would record how well they did on each with the exception of #2. The #2 tally was given to an employee chosen at random who privately handed his score into the General Manager. Because it was more subjective, it was always interesting to see how the score varied day to day. No matter, the general manager always addressed the score and talked to the shifts about it. Good or bad.

The employees at this manufacturing plant knew when they had succeeded; they also knew they would have an avenue to discuss challenges that kept them from being successful at the end of the day.

Unfortunately, this is not the case for most employees. The information necessary for an employee to understand if the team has been successful is too far removed, i.e. the percentage change in EBITDA or too vague, good customer service values, to have any impact. Every manager needs to communicate clearly, consistently and continuously how the individual is successful, how the department is successful, and how the business is successful.

In one case, one of my colleagues had a new role and started working on what success looked and felt like for one of the positions within his team. He did this first my understanding the position through interviewing and shadowing the employees. After a period, he narrowed the definition of what success looked and felt like to his team. He presented this to his team and then listened to their feedback and made adjustments he thought made sense.

He started tracking success for each shift and each employee. The employees knew when there were and when they were not meeting this new definition of success. In time all his employees were exceeding his expectations, so he raised the requirements slightly to challenge the employees. Moreover, again his employees rose to the challenge. Some struggled at first but he paired them with more successful employees, and they too raised to this new level of excellence. However, what he was must proud of was during this whole period, was that his employee engagement scores continued to rise. He contributed this to working with the employees to set the expectations and to the communication of the results on a consistent basis to his team. They knew they were winners.

Does your team know if they are winning?

How to Help Entrepreneurs

How to Help Entrepreneurs

Last year, I did something that I didn’t expect I would ever do. I started my own company.

On both sides of my family, I come from a long line of intelligent, hardworking individuals who spent years working with the same organizations. My dad worked for over thirty years for the same company. My mom did social work for the county government for over two decades. My grandfathers had similar track records. There was only one exception in my life.

It wasn’t that I didn’t have the urge to start my own company. I did, at least conceptually. Yet, I am risk averse, my comfort zone for most of my life has been small. Starting a business is a grand risk that takes self-confidence, courage and a little bit of crazy. Not to mention a lot of resources.

The one exception was my older brother who after getting his MBA and Doctorate decided that working for himself was the best avenue for him. He started a business providing learning solutions to corporations and organizations. Occasionally, we would talk about his business, and although he was proud of his work, at times he was frustrated by the challenges of running a business. A common theme in talking to entrepreneurs.

After being downsized through a corporate reorganization and a move to new city, I decided to take the plunge. Luckily, I had the resources and a loving wife that allow me to make this incredible journey into business ownership. Over the past year, I have pushed my zone of comfort, learned new skills and connected with amazing individuals within my new community.

When I talk to friends, family and old business acquaintances, I am asked how can they assist an entrepreneur like myself.

Here are my answers:

  1. Introduce them to your connections: In the 1950’s they tried an experiment to see how people were connected, their research showed that ever person on the planet was connected by six other people. In today’s world, with Facebook, Twitter, the Internet, and Snapchat, we are now connected by three to four people. Building strong business relationships is critical to the success of start-ups. One of your connections may be the one that allows them to make it big.

  2. Buy them a coffee or an adult beverage and listen: Entrepreneurship can be a lonely journey. We are focused on the challenges of starting a business, getting financial support, marketing our products or services, finding partners, and building a team. At times, we need others to remind us that the world is still turning. Although somehow, we will figure out a way to talk about our business. (smile)

  3. Invest in them: The simple form of investment is to purchase their product or services. This simple gesture may provide the necessary motivation to keep the business going. Of course, in my case, I realize that not everyone believes that they need leadership development, although, I know that leaders who use business coaches are more successful. (just saying). However, some of my best clients come from referrals from people I know. Lastly, invest in them directly by donating to their go fund me page or other social funding sites. It is amazing how much funding an individual can raise through their connections.

  4. Give them an audience: Most of my entrepreneur friends have built a good connection by standing up and front of people and telling them their story. I worked for an organization that gave entrepreneurs a chance to stand up in front of millions of people and tell their story. It worked. People are more willing to buy a product or purchase a service when they hear the story of the business owner. Everyone belongs to organizations that need speakers ask your entrepreneur friend to tell their story.

  5. Follow them: Social media is a boon for small business owners because they can connect with their customers, clients, etc. directly, at very little to no cost. Maybe your favorite entrepreneur owns a small shop down the street, perhaps across the country. One of my favorite restaurants is in Bath Maine (a three-day car ride), but I am still connected with them through social media. By following entrepreneurs and small business on social media, you can increase their circle of influence, especially by liking and sharing their posts.

Small Businesses powers are the economy. They are the individuals who are investing in our community. They are the leaders who are serving on boards of local non-profits. They are the people who are hiring employees. None of this will happen unless we invest our resources in making entrepreneurs successful.

 

John Thalheimer is a leadership expert from Nashville Tennessee. He continues his entrepreneur journey where he runs True Star Leadership and works on guiding individuals to better leadership. He has a master’s degree in organizational leadership and dual certification in leadership coaching. When asked, John will admit he doesn’t drink coffee but has yet to turn down a chance to talk anyone about his adventure.

Invite John to coffee john@johnthalheimer.com
Leadership: The Ostrich Myth

Leadership: The Ostrich Myth

Did you know that it is a myth that Ostriches hide their head in the sand when they face danger?

However, in the world of leadership, I find various behaviors that mimic the myth of Ostrich with their head in the sand. As leaders, we need to make the best possible decisions to lead our organization forward. At times, we continue not to accept a contrary position, either because we are isolated within our corporate headquarters, or don’t believe the information we are being presented is correct.

I worked with a vice President who spent a lot of time isolated in his office; developing ideas, concepts, and ways to move his organization forward. He was one of the smartest individuals I knew. He could analyze a problem and develop amazing solutions. Unfortunately, his solutions would routinely fail when implemented by his team. At first, my thought was that it was an implementation issue but the more I talked to him and his staff, I realize that his isolation was limiting the information he received. His results were good in theory but didn’t work within the real world of his organization.

After working together, he implemented a new process where his team would present real world solutions to the organization’s challenges and the team as a group would discuss what the best option was. Not only did the solutions work better, but the vice president was also more in touch with his team and the challenges they faced. It also allowed the team to be more involved in the decision-making process, giving them ownership over the solution.

As humans, we are limited in our decision-making ability by the shared experiences we have in our lifetime. One of the reasons, our social and emotional intelligence continues to grow is that we continue to experience life and learn how to deal with the many challenges it offers. If we hide in our figurative office, we will not be receiving the experience we need to make the best decisions for ourselves. We need to step outside of our comfort zone and have new experiences that challenge us and create new perspectives.

The Ostrich with his head in the sand was an optical illusion. From a far distance because of the difference in size of the ostrich’s head and their body, when they are foraging for food, it may have looked as if the head is in the sand.

This is why it is important to change our perspective.