Coaching Blog Archives • Living to Lead

Giving and Gaining Respect

April 20, 2021 By Dave Ferguson Leave a Comment

Very often, the word “respect” is associated with leaders, as in, “That person is a respected leader in the community.”

But there are two particularly important things to note with regard to this concept.

One is that leaders are responsible for earning that respect. It is not inherent to the position, as many would believe. It is earned by daily actions that earn the trust of your team, actions that demonstrate that the words you say are the words you live. If there is a difference, your team will notice. In our Leader’s Ladder workshops, we share how having a title is only the first rung of leadership. Respect and legacy are much higher levels of leadership. These levels are cultivated over time and rooted in trust.

The other aspect of respect that gets lost in today’s commoditized workplace is the importance of respecting your team for their strengths and contribution to organizational success.

Here are some examples of what NOT to do.

1. You meet with only certain members of your team. Everyone else knows they are outsiders of the core team you meet with all the time.

While those outsiders could bring great value to the conversations, they are never included. Instead, you come out of the meetings and start randomly throwing out tasks with no forewarning and no connection to the bigger picture.

The message this sends to your team is that they are simply doers of tasks, not contributors to a cause.

2. You have team members who go above and beyond what is expected. But instead of sincerely acknowledging their efforts, you take them for granted and pile on even more. Then, when they are overwhelmed by the load, you ask, “Why isn’t all this done yet?”

The message this sends to your team is that they are being used to build a business, not valued for their passion and contribution.

3. You feel you must manage every aspect of the work, so instead of collaborating with your team to determine who can lead a project, you dictate every step of what must be done, when, and how.

The message this sends to your team is that they cannot possibly think for themselves and that you are the boss.

Is it any wonder that one of the most common issues leaders have is a disengaged team?

Take note of your words and actions this month.

In your interactions with your team, are you showing respect?
Are you building trust by ensuring that your actions and words are congruent?
Are you developing leaders or treating your team members like commodities?
Are you sharing projects or delegating tasks?
Are you giving your people opportunities to grow, solve problems, and contribute to the bigger picture?

These are serious and important considerations, the kind that make the difference between being a boss or being a leader. True leaders give and gain respect.

Watch the video below for a good discussion on the differences between a boss and a leader.

Dav e Ferguson is “The Leaders’ Coach”, an internationally recognized executive leadership coach, speaker, facilitator, and author. Are you interested in talking to Dave about coaching or having Dave speak to inspire and motivate your team? “ASK COACH DAVE” at 704-907-0171 or at Dave@AskCoachDave.com.

Two Steps to Start Creating a Leaderstyle that Fits Your Lifestyle

March 19, 2021 By Dave Ferguson Leave a Comment

Is there something you have always wanted to do?

From the time I was young, I wanted to live near a beach and go there on a regular basis. But life threw some curve balls my way at a young age, and later, I joined the military and went to college.

Afterward, I dived into a busy corporate career and spent many years in the coaching and speaking industry. I kept putting in my time so that maybe, someday in the distant future, I could reach my goal. I really didn’t want to wait until retirement to live at the beach, but that was my trajectory.

Then, one day, I had a wake-up call that made me realize I could not continue to delay my dream. In fact, I realized if I didn’t make some lifestyle changes, I may never see that dream at all.

As the workplace and technology began to change, so did my mindset. I began to see there were ways to make my dream a reality sooner than later. There were ways I could make a living without losing my health.

That is when I decided to create my own “leaderstyle” that would result in the lifestyle I wanted.

If we are connected on social media, you see my posts from the beach all the time.

Would you like to learn how to do this for yourself?

Here are two steps you can take to get started.

Define Your Desired Lifestyle

Your goal may not be to spend time near the ocean. It may be to spend time in the mountains, with your family, pursuing an interest, or championing a cause. Maybe, like many, you simply want to create a life that has more balance in all the important areas. Or perhaps you want to reach certain career levels in a business without sacrificing the people and values most important to you.

I can tell you with certainty that if you don’t define your desired lifestyle, someone else will define it for you. It’s your choice. You can live by design or by default.

It sounds like a simple assignment: define your desired lifestyle. Yet, you would be amazed at how many people never take the time to do it. They just continue doing what they do, day after day, week after week, year after year. And before they know it, decades have passed.

Do yourself a favor and define your desired lifestyle now. Write it down. Don’t question whether or not it is possible (you will talk yourself out of it). Write it down, no questions asked. It is yours.

Create Your Leaderstyle to Support It

This may be the more challenging assignment.

Maybe you know your desired lifestyle. You know exactly what you want to do but are frustrated because it seems unattainable.

Rest assured. It may be more attainable than you think.

What is your first step? Decide.

Yes, it is that simple.

Decide to make a change.

Decide to be unapologetically you.

Decide that you will go after that dream before it dies – or before you do.

I am often asked, “How do you do this? How do you make a living and still manage to enjoy the things you do?”

This is where it starts.

Are you ready to create a new “leaderstyle” that leads you to your desired lifestyle?

The Tripod of Success

June 18, 2019 By Dave Ferguson Leave a Comment

Featured article by Dave Ferguson in CEOWORLD magazine. Reprinted by permission.

Several years ago, a movie called “The Pursuit of Happyness” debuted. It was based on the real-life story of Chris Gardner, a highly successful businessman who was once homeless.

It compellingly shows how one man and his young son went from sleeping on the floor in a public restroom to living a life of greater comfort, security, and success.

How does someone go from such dire straits to high levels of success?

It boils down to the tripod of success.

Attitude
Motivation
Willingness to learn and do the work

Chris had the tripod.

Was life hard? Harder than most can imagine.

Were the odds against him? Indeed, they were.

Was his dream nearly impossible, given his situation? Most people would say, “Yes.”

But Chris was incessantly driven to get back up every time life knocked him down.

Driven from within by a “never-give-up” attitude; and motivated from without by the desire to give his son a better life, Chris walked up to a highly successful businessman and point-blank asked him how he got there.

The man was taken aback. No one had the nerve to ask him that question before. But it got his attention, and in a good way.

One thing led to another, and Chris worked his way into becoming a highly successful businessman, too. There were nights he and his son slept in homeless shelters or on a public restroom floor, but he showed up for work each day, nonetheless.

His is one powerful story of how attitude, motivation, and a willingness to learn and work can change a life trajectory; and, what’s more, a family’s legacy.

People often say they want a better life for themselves and their families.

They are tired of just getting by in their career or business. Unlike Chris, they may live in nice houses and drive expensive cars; but underneath it all, they know they are just a few paychecks from homeless. Or maybe they are doing well, but dependent on one company or one client for the support of their family.

Think about that.

Does the thought concern you?

It should.

It is wise to diversify – not just your stock portfolio, but your income streams. This doesn’t mean you have to work 80 hours a week, either.

What would it mean to you to have the security of an additional income stream?

What would several income streams provide in terms of freedom and opportunity?

Conversations reveal that most people are concerned about the limits on their income from a job that may or may not exist for them tomorrow – and the limits on their freedom if it does.

There’s a better way.

Those same conversations also reveal key indicators for whether or not they will succeed. This is where the attitude surfaces, and attitude is a key indicator.

“Teach me how, and I will do this!”

“I will do whatever it takes because this is important to me and my family.”

“I need more income, but…”

“I want more freedom, but…”

These are clear indicators.

Surprisingly, many argue against the advice they have requested, saying it won’t work for them or they are too busy (or any number of other excuses). It would be like Chris Gardner asking the stockbroker how he got to where he was and then…walking away.

In two words, that is MISSED OPPORTUNITY.

There is a tripod of success, and it is this.

Armed with these three powerful tools, Chris Gardner created a brand-new life.

And, by the way, so can you!

Dave Ferguson is “The Leaders’ Coach”, an internationally recognized executive leadership coach, speaker, facilitator, and author. Are you interested in talking to Dave about coaching or having Dave speak to inspire and motivate your team? “ASK COACH DAVE” at 704-907-0171 or at Dave@AskCoachDave.com.

Eight Ways to Motivate Your Team

March 20, 2019 By Dave Ferguson Leave a Comment

Featured article by Dave Ferguson in CEOWORLD magazine. Reprinted by permission.

Consider these two types of calls to customer service.

Call Number One

A very unenthusiastic voice answers with a sigh. You explain your situation and ask for help in resolving an issue. As you ask questions, you sense that they are going through a checklist and responding with “canned” answers.

Ultimately, you are met with a response such as, “We can’t help you with that. You will need to call [another company or another department or another time].”

Or they may say, “This works for us. It should be working for you as well.”

Only you know it is not working. They offer no further alternatives, and then utter these infamous words: “Is there anything else I can help you with today?”

Now, in your mind, you know they did not help you with your first request; and you know they do not really want to help you with anything else. So, you hang up the phone, exasperated.

You are now an unhappy customer.

Call Number Two

“Hello, this is ABC Company, Joe speaking, how may I help you today?”

Joe’s professionalism and enthusiasm are immediately apparent. His energy sets a positive tone for the conversation.

You explain your situation. Joe listens intently. He confirms his understanding of your request and begins to find a resolution. If it is within his ability, Joe will take care of it immediately. He may offer a workaround if it is a custom situation.

If it needs to be escalated, he will let you know, and then promise to follow up the next day with the escalation team and keep you posted on progress. He does exactly as he promised.

Joe does not give up until you are happy with a resolution to your issue. He has essentially partnered with you to resolve the issue.

Not only are you a happy customer; you now have a great deal of trust in the company, based on your encounter with Joe.

This is the power of the front line.

Companies spend a great deal of money on marketing and advertising. But how much has your company invested in its front line?

Why does this matter?

It is because your most valuable customer is the one who returns and recommends you to others. Why would you invest so much to get them and so little to keep them?

In a previous article, we talked about how important it is for leaders to motivate themselves.

In this article, we will talk about how you, as a leader, can motivate your team.

Make sure they are placed well.

It could very well be that the representative on call number one had the potential to be a good employee if they were placed in the right position.

For example, you may have an introverted employee who works well in a quiet setting, with minimal supervision. They may be a programmer, for example, or a very detail-oriented accountant. If you place that person in a customer service position, it will be challenging for them to stay motivated long-term. People drain their energy.

On the other hand, if you have an employee who is a helpful “people” person and you place them in this position, it will give them energy.

If you place your people well, you add energy to each individual and to the team. And they will convey that energy to the customer.

Own the responsibility.

While it is true that motivation must come from within, you as the leader must own the outside forces that feed that inner motivation for each of your employees. Place them in the right position. Provide an environment that fits them well. Consider ways to show that you care for them as individuals and not just as part of a corporate machine. Ensure they are well-equipped and trained for the job.

If your team is not motivated in their work, ask yourself if you are doing your part to spark their inner motivation.

Thank your team specifically.

When a team member does something well, be sure to thank them specifically for what they have done. Nothing is more motivating than to sincerely be appreciated for something specific.

Invite their input.

Company suggestion boxes have become the source of sarcasm and jokes. “Put it in the company suggestion box. No one looks there anyway.”

Sadly, there is truth in that.

Leaders often say, “Give us suggestions, send us your ideas, let us know your thoughts.”

But few of those are heeded. And it is not because they are not good ideas, suggestions, and thoughts.

A wise leader will ask for input and take action when it makes sense for the organization to do so. And then report back to the employee that you have done so.

Do you want to motivate your team? Listen to their input and take action.

View them as experts.

Leaders can get into the mindset of thinking only they and their peers know what the company needs to thrive. But a wise leader will take the time to get feedback from the front-line experts, and especially those who deal directly with the customers and systems of the business. While company leaders may be experts in areas like vision and strategy, these team members have expertise as well…in operations, accounting, systems, and customer-facing skills.

If you are only meeting with your peers, you are missing a wealth of expertise. Expanding your circle of expertise not only adds value to the organization, it generates enthusiasm across your team to know they are recognized in this manner.

When individuals are given the chance to contribute their expertise, they are self-motivated to do their best work.

Attitude modeling

There are times when lack of motivation feeds from the top down. For example, if there is a high level of customer dissatisfaction, there will likely be a front-line issue. If you look beyond the front line, you may find that a leader with an attitude issue is having a trickle-down effect.

Leaders are people, just like anyone else. Everyone has good and bad days. But as a leader, your people look to you to set the example. Keeping a positive attitude in the face of adversity not only motivates you; it motivates your entire team.

Take time for them.

Your team will give you their best effort if they feel a connection with you, the organization, and the vision. This means communication is key. Share the bigger picture vision and goals with employees at all levels of your organization. Working together to accomplish a goal is highly motivational.

Empower them to make decisions.

In previous decades of business, the hierarchal model was the accepted norm. Today’s business is much more collaborative. As such, it makes sense for you to give your employees boundaries of authority that are appropriate for their area. If they can help solve a customer’s issue, and they know they have some leeway to do it, they are more apt to be motivated and enthusiastic.

Is your team motivated to serve well? Are you?

Dave Ferguson is “The Leaders’ Coach”, an internationally recognized executive leadership coach, speaker, facilitator, and author. Are you interested in talking to Dave about coaching or having Dave speak to inspire and motivate your team? “ASK COACH DAVE” at 704-907-0171 or at Dave@AskCoachDave.com.

A Three-Part Plan for Finding Motivation

March 6, 2019 By Dave Ferguson Leave a Comment

Featured article by Dave Ferguson in CEOWORLD magazine. Reprinted by permission.

Leaders are often faced with the challenge of keeping their team motivated.

But…who motivates the leader?

Leaders are people, just like everyone else. And like others, there are times when they lose momentum, get weary, feel rudderless, or suffer from apathy. During these times, motivation becomes a challenge, even for those who are naturally goal-driven.

Who motivates the leader?

Ultimately, the leader motivates the leader. But when there is nothing left within, he or she must also know where to find outside help.

What can you do to get your motivation back?

This three-part plan, mostly crafted in advance, will get you back on track quickly.

1. Examine Your Wheel of Life

When you are off your game, it means some area of life is out of order. This is why, in coaching, the wheel of life is addressed on a regular basis.

The areas of the wheel are as follows:

Physical
Mental
Social
Spiritual
Relationships
Finances
Work

If you lack motivation, visit each area, and ask yourself if something in that area is de-motivating you.

For example, you may have just completed a major initiative. Work has had strong focus for weeks, with all hands on deck and high alert. But it paid off with a highly successful launch.

Yet, suddenly, on the heels of great success, you find yourself de-motivated. When you look at your list of upcoming initiatives, you feel a sense of dread. You can’t convey your enthusiasm to your team for the next goals because, frankly, you don’t have any enthusiasm.

This is a warning signal for you to check your wheel of life.

When you do, in this scenario, you will see how spending so much time on work has impacted other areas. This often happens without conscious awareness until you stop and examine each area.

Physical recalibration is one of the first areas to address. Good health is central to everything you do in life. It is a game changer. To regain motivation, first be sure you are rested, well-hydrated, nourished, and refreshed by physical activity.

Beyond that, look to the other areas that need to be adjusted. Perhaps as part of that work cycle, you tapped into a great deal of mental energy. You will need to refill the bucket.

Relationships are often impacted by a heavy work cycle, so be sure to spend some time with those who mean the most to you.

While many bosses will push themselves and their teams from one intense sprint to the next, with no break in between, wise leaders will pause between initiatives to refresh the wheel of life and allow their team to do the same. Even a short pause can make a difference.

2. Determine Your Personal Motivators

There are essentially four types of personalities, with varying combinations. Each type is motivated and recharged in different ways. For some, doing something active outdoors will quickly re-charge their batteries; while for others, being indoors and reading a book is highly energizing. Some are energized by socialization; others are drained by it. Motivators are different for each person, but every person needs them.

Identify yours ahead of time. Write them down. As a leader, it is not a matter of “if” you will need them; it is a matter of “when.”

Energy is everything to a leader. When you lack energy, do something on your list.

3. Identify Your Motivational Team

As a leader, you may not be a direct report; but you do need to create a system of support and accountability. You can do this by proactively identifying your motivational team.

A good motivational team will include four key types of members: mentors, partners, supporters, and mentees.

Mentors will guide you and hold you accountable during those times when you do not feel engaged.
Partners will provide the collaboration you need to ignite new ideas; and new ideas bring renewed motivation.
Supporters are essential to motivation. Those who support you will keep things moving, even when you need to step away and re-charge. Support comes from two facets: systems and people.
Mentees are often overlooked as part of a motivational team, but their role is critical. They give you purpose and a path to legacy. And there is no greater motivation than purpose.

It is important to identify your motivational team ahead of time so that when you hit a wall, you have a place to turn. Each of the four team roles is critical. If you short-circuit even one of them, you are short-circuiting your ability to experience full impact.

Are you a leader experiencing a lag? Be assured, this is normal. But staying there is not. Follow the plan above, tap into the resources you have identified, and your motivation will return.

Dave Ferguson is “The Leaders’ Coach”, an internationally recognized executive leadership coach, speaker, facilitator, and author. Are you interested in talking to Dave about coaching or having Dave speak to inspire and motivate your team? “ASK COACH DAVE” at 704-907-0171 or at Dave@AskCoachDave.com.

But there are two particularly important things to note with regard to this concept.

Here are some examples of what NOT to do.

Take note of your words and actions this month.

Is there something you have always wanted to do?

Define Your Desired Lifestyle

Create Your Leaderstyle to Support It

It boils down to the tripod of success.

Chris had the tripod.

People often say they want a better life for themselves and their families.

Think about that.

Does the thought concern you?

It should.

There’s a better way.

In two words, that is MISSED OPPORTUNITY.

There is a tripod of success, and it is this.

Call Number One

Call Number Two

This is the power of the front line.

Why does this matter?

In this article, we will talk about how you, as a leader, can motivate your team.

Make sure they are placed well.

Own the responsibility.

Thank your team specifically.

Invite their input.

View them as experts.

Attitude modeling

Take time for them.

Empower them to make decisions.

What can you do to get your motivation back?

1. Examine Your Wheel of Life

This is a warning signal for you to check your wheel of life.

2. Determine Your Personal Motivators

3. Identify Your Motivational Team

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