POWER, PURPOSE & PEOPLE: Does your organization have the right mix?

by blogadmin 2. April 2018 01:00

POWER - PURPOSE - PEOPLE. These three words seem to have little in common, but in fact, they are the essential fuel for your business or organization. Success comes not just because we hope it will happen, but rather because we understand the impact of these three words.

POWER is critical because if you are using the wrong type of power, it will fail. For example, some leaders try to use positional power. "I am the boss" is their refrain and they expect subordinates to do what they want because of their title. This type of power is doomed to fail as others will only follow you if you lead from who you are and caring about them.

PEOPLE are critical because without a dedicated team, we have assets, but we are not a business. We have no capacity to produce or serve if it were not for the people who make up our organizations. Leaders who invest in people are the true winners.

PURPOSE is critical because without a sense of mission or purpose we have no direction; nothing on which to base decisions or attract customers and clients. Clarifying our purpose allows us to attract the right employees, customers, and clients. Leaders know that without vision and purpose, organizations will wither and fail.

Challenge:  Make POWER, PEOPLE, and PURPOSE your focus and watch the difference that will emerge in your organization. 

 

How Do 4-Star Generals Create Amazing Teams?

by blogadmin 15. March 2018 02:26

Our U.S. military is known for generating extrordinary leaders through values, team work, and communication. What methods can we glean from these principles ot make our own teams stronger? How can we create high-performing leaders that work together?

Retired General Ann E. Dunwoody is the first woman in the U.S. military to have achieved the rank of 4-star general, which she received in 2008 as a member of the U.S. Army. In her last assignment, she led the largest global logistics command in the Army: over 69,000 military and civilian personnel in over 140 countries with a budget of 60 billion dollars. Today, she leads and serves on the boards of several communications, logistics, and mentoring firms. Kevin Kruse of Forbes recently sat down with Gen. Dunwoody where she gave her best advice for leaders and how to hold people accountable. 

WHAT LEADERSHIP ADVICE WOULD YOU GIVE TO A MANAGER?

No matter what level you are, make every person on your team count. Everybody has something to contribute. And if you can bring the best out in each of your team members then you're going to have a great team, but that also requires you to reward good behavior. So, when you have those people who are exceeding the standards and doing a great job for your team, that you acknowledge that, that you pat them on the back, you shake their hand, you give them the t-shirt, you give them the bonus, whatever.

And, likewise, the harder part of that equation is when you have people that aren't meeting the standard, who are dragging the team down, you have to deal with them as well. Either corrective mentoring, counseling, or try to get them on board, or something to make sure they don't drag the team down.

And, I believe this, people want to be a part of a high performing organization. They want to make a difference, but they want to be appreciated. And so, when you recognize those people are going to get on that side of the team, they want to be part of those who are getting the handshake, no one wants to be told they are not doing well. So, in my experience, that's how you build high performing organizations from the smallest team to the highest level.

So, reward the good performance, take care of the ones not carrying their load, and you will create amazing teams. For more quality advice, read her latest book, A Higher Standard: Leadership Strategies from America's First Female 4-Star General.

How Leadership Can Boost Profits

by blogadmin 2. March 2018 05:51

Did you begin the year with lots of energy and enthusiasm? This year will be a different year and we are sure that the issues we struggled with last year will disappear. How will this happen? Most leaders are not sure, but they  hope that somehow this year will be different and better. That their team will magically become engaged and find ways to exceed their efforts from last year.

It does not take long for these hopeful thoughts to disappear as the reality of new struggles and challenges appear. How do you change this paradigm of wishing for something different and better? Begin by being a strong leader that is transformational and infuse your work with purpose.

Too many leaders think this sounds like fluff. Something that sounds good on paper, but has little to do with creating growth. In one of his earlier books, Marcus Buckingham describes the results of a 25-year study about what would statistically predict the health, vitality, and profitability of a company. Approximately 50% of the criteria used in this process stems directly from the relationship that leaders have with subordinates. It proves the correlation between being an effective leader and profitability.

Application:  Begin by prioritzing time with your team. Spend time listening and communicating with your heart. Stay positive and talk about what is driving you and the company forward. As people hear this theme repeated, they will begin to respond with renewed energy and commitment.

Challenge:  Change your workplace from ordinary to extraordinary starting today! 

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