Leader's Ladder Archives • Living to Lead

Why It is Important to Experience the Full Cycle of Success

February 6, 2019 By Dave Ferguson Leave a Comment

Burnout and boredom.

No matter what your career or leadership level, you will sooner or later (or more likely sooner and later) encounter these two facets of work.

There was an attorney who went into law mainly because his parents urged him to do so. “There is good money in the legal profession,” they said, out of genuine concern that their son would have income security.

A good son, with great respect for his parents, he dutifully went to law school, hated every minute of it, but did extremely well. He graduated and went on to an equally successful career.

Then one day, in his mid-forties and experiencing severe burnout, he realized the hot dog vendor he visited frequently outside his office was happier in his job than he was.

To the shock of many, he quit his job and purchased a hot dog stand.

Not only did he find joy in his new career; he went on to expand the business. In time, he was making more income than he did as a successful attorney. He found work he enjoyed in an unexpected place. And the legal training took its rightful place in his career – it served him as the businessman he had always yearned to be.

In my work as an executive coach, it is not uncommon to work with someone (or a team) who has this type of “burnout in success” syndrome.

Burnout and boredom are the “check engine” lights for leaders at all levels. They indicate that something you are doing in some area is not working optimally, and that something needs to be addressed.

Burnout is an indicator of overload.

It signals a need for you to rest in order to recharge physically, and in other areas as well. Failure to do so is like driving a vehicle without oil, and we all know the consequences that can come of that.

Boredom is an indicator that you need a new challenge.

Its effects are similar to burnout, in that your energy will be low. But the action you need to take is quite different. In the case of boredom, adding something new and challenging to your work will serve to recharge your battery.

As I work with leaders facing these issues, it becomes clear that there is often a combination of both factors going on, and so it requires a time of retreat and then a pursuit of new challenges. This is why I especially enjoy doing leadership retreats. They give individuals and teams the chance to recharge and also reignite their passion for their work.

It is amazing how a little rest, time in nature, and a change of scenery helps clear the mind for better strategic thinking, goal setting, and problem solving.

For this attorney, changing careers was exactly what he needed to do. The passion to lead his own business was so deeply entrenched in his being that nothing else could take its place.

For others, it may not be a matter of changing careers but changing something in their careers that is needed.

Delegating some duties in order to take on ones that are a better fit or taking a different position in the same company are solutions for some.

For many, getting to the “why” of what they do is key. If they are “people-focused” but trapped by success in a corner office, they may do well to purposely leave the office several times a day in order to engage with their team or customers.

Boredom and burnout can hit at unexpected times.

Many leaders find that, after reaching a major milestone in their business, career, or income – at a time they would expect to have high energy – they experience a combination of fatigue and apathy. These are burnout and boredom in disguise.

Therefore, it is important to experience the full cycle of success – develop, launch, and celebrate; then rest, reflect, and seek a new challenge. That feeling of fatigue and apathy is a normal pattern that follows success. It is your indicator to finish the cycle of rest and reflection followed by taking on a new challenge.

Not only is this important for leaders as individuals; it is important for teams. Your team works hard to reach milestones; help them finish the cycle of success before diving full throttle into the next phase of development. The last half of the cycle does not have to be lengthy, but it is necessary. It could be the period of wrap-up after a major project, where your team has time to document the process and reflect on ways to improve it for the future. It could be an administrative day for a business owner or it could even be a day out of the office for a time to think and plan.

This cycle of action plus reflection is healthy for businesses and individuals.

Are you taking time to experience the full cycle of success? Are you allowing your team to do the same?

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.

Five Ways Leaders Can Show Appreciation

November 21, 2018 By Dave Ferguson Leave a Comment

Those of us who grew up in the sixties and seventies may remember Rosie the Robot on the Jetson’s cartoon series. Or Star Trek, with its magical ability to transport people through space and time, and make food appear out of thin air. Back then, the idea of instant access, talking face-to-face via a TV-like screen, and having a robot do your work seemed like an out-of-this-world impossibility.

Today, most of these are daily occurrences.

We talk with people all over the world at the drop of a hat. Our refrigerator orders food that appears “out of thin air,” delivered by drones. And our appliances do our work, much like Rosie, but without the attitude.

We have come a long way in a few decades.

Or have we?

This automation comes as a two-sided sword. While it may bring convenience and time savings, it also pulls us more and more into a virtual world, where, if we’re not careful, we can lose touch with the reality of people and relationships.

This phenomena is evident in the business world as well.

According to Ranstad research, technology is having an impact in the workplace, with “over half feeling technology makes them feel less connected” and “more than 90% believing that a face-to-face meeting is the best way to interact with someone.”

To leaders, this can present a challenge, unless you realize that, at the core, the needs of people really have not changed. The mechanisms have changed, but the underlying needs are the same. Perhaps the generational gap is not quite as wide as we might think. This is why, when asked how to lead millennials, I say, “You lead them like you lead everyone else.”

The 11 Essential Needs of Employees apply just as much today as they have for centuries.

Despite increased autonomy, humans still have need for feeling valued. Feeling valued comes from having self-respect and being recognized for your contribution to society.

This is why people hang plaques and certificates on the wall, and why they will carry a tattered handwritten thank you note for years…or even decades. Sincere appreciation and recognition are not only “nice to have’s”…they are essential needs.

Leaders, let that register in your mind for a moment.

Your people NEED you to appreciate them and recognize their efforts.

When was the last time you registered more than a cursory “thank you” for a job well done? Do you want to create a team that is loyal to your cause and works well together? You can do this by simply meeting those 11 essential needs of employees, one of which is sincere appreciation for a job well done.

Here are some ways you can provide recognition:

Write a handwritten thank you note.

Be specific in recognizing the individual’s value to your team. What did they do, and what impact did it have? What is different about them that makes them a special part of the team, and what unique gifts and perspectives do they bring to the workplace?

Tell them thank you, and be specific.

This not only underscores what you appreciate, it also reinforces great behavior.

Tell someone else.

Sometimes, the best compliments are indirect ones. “Mr. Smith talked about you in our Executive Team meeting this morning. He said your work on the ABC project was extraordinarily organized, creating efficiencies that saved considerably on the overall project cost.”

This approach has dual effect – it makes the employee feel valued; and it raises the estimation of their value to other leaders as well.

Find a way to reward deeds well done in the workplace.

Employee of the month programs, special amenities, team lunches to honor those who have done well on a project…these things go a long way toward meeting an employee’s need for feeling valued. With these, be sure to look for and reward each person on an individual basis so as not to cause division. These are especially effective for group efforts, as it sends the message that working together well creates rewards for the entire team.

Give each person an opportunity to shine.

As we’ve talked about before, “set your people up for success.” And then, recognize them for their efforts. Your accomplishments as a leader are gratifying; but seeing your team members accomplish great things under your leadership is legacy. And it doesn’t get any better than that.

It is really not so hard after all, is it? Help your people succeed, and then thank them for it.

Take a look around at your team today. Who NEEDS a thank you? Who NEEDS a little recognition for a job well done?

Looking for a leadership development program you can use with your team? Check out the Boss or Leader: Lead and Learn Kit. It is affordable, effective, and provides high impact. Be a leader who makes a difference! Click here for details.

Eight Ways Leaders Can Set Their Teams Up For Success

November 7, 2018 By Dave Ferguson Leave a Comment

She was an awkwardly shy teenager. An introvert by nature, she retreated even deeper into silence when her parents went through a particularly nasty divorce. It was her only safe place. Those who knew her began to worry about her.

But one truly influential leader took action.

He asked her to be on a team and put her in a position that showcased her strengths. In doing so, he set her up to win.

As she worked to develop those strengths even further, the team began to recognize her value. As they worked together to win championships, the experience of being valued by others on the team and the achievements helped her to heal.

She went on to have a successful corporate career and now owns a thriving business.

What made the difference?

A leader who set her up…to win.

As a leader, are you setting your people up to win, or are you just setting them up?

We all know leaders who, perhaps inadvertently, set their people up for failure. They…

Don’t take the time to see the potential of each person and position them accordingly
Put them in positions that don’t match their strengths
Promote them into leadership positions without leadership training
Fail to equip them for the work required
Don’t communicate clear vision and expectations
Set goals that are too aggressive
Focus on how the team can serve them and not on how they can serve the team
Don’t do and say things to help the team see the value of each individual

Full Circle Leadership

When it comes down to it, beyond career advancement and high levels of income, what most leaders really and truly want is to make a difference.

One of the most significant ways to make a difference is to actively seek ways to set your people up for success.

To do this, you simply reverse the failure formula above.

1. Take time to see the potential of each person, and position them accordingly. See them as they can be, not as they currently are. Often, leaders look outside the organization, when the potential best employee is already in the organization. We have become accustomed to treating employees as expendables rather than focusing on long-term career development. There is a need to reconsider this approach.

2. Put them in positions that match their strengths, but challenge them to expand the boundaries of their comfort zones. This powerful “strengths plus growth” strategy builds not only businesses, but, more importantly, individuals.

3. Promote them into leadership positions, but provide training, coaching, and personal mentorship so they can climb the leadership ladder to its highest and most meaningful point: legacy.

4. Equip them for the work required by providing the team, tools, and training they need. If they have ideas for improvements, give them the power and the tools to make those improvements.

5. Communicate clear vision and expectations. The best teams are those who know the game plan and their role in getting there. Assessments show a distinct correlation between lack of clarity, and low productivity and job dissatisfaction. In short, if you aren’t clear on goals and roles, your productivity, profit, and attrition rate will be impacted.

6. Set goals that are challenging but attainable. Don’t set impossible goals for your team and then disappear, leaving them to make it happen. Bosses everywhere do this, leaving a wake of frustrated employees destined for failure. It is better to reach a challenging goal than to miss an impossible one.

7. Focus on how you can serve the team, not on how they can serve you. Set the example of servant leadership as the way you do business.

8. Do and say things to help the team see the value of each individual. Help each team member find their place of achievement and value on the team. If you are looking to minimize conflict, this is one of the best ways to do it.

When your people succeed, you as the leader succeed.

But when you build your people, you succeed beyond the norms of career and financial rewards. You succeed to a level of significance. This is legacy-level leadership.

Here’s the bottom line.

Building your people builds your legacy.

Tearing down your people tears down your legacy.

Failing to build your people is failing to build your legacy.

——

It is your choice, and you make it daily. Will you set your people up failure or for success?

Three Ways to Create Your Own Business Health Plan

October 24, 2018 By Dave Ferguson Leave a Comment

Three Ways to Create Your Own Corporate Health Plan — Image Credit: Shutterstock

You decide to get in shape. To you, this means increased strength and better health.

As one who has taken that journey in recent years, I can tell you that between that decision and that result is an intense cycle of challenge and growth. You challenge muscles you have not used in years. You push them to their limits. And they grow.

As they grow, you become stronger, more stable, and healthier.

And, despite millions of dollars spent on magic formulas, there really are no shortcuts.

No challenge…no growth…no strength.

In today’s business world, there are companies, leaders, and teams who need to get in shape. Maybe their earnings are anemic; their expenses are out of control; their leadership is weak; or their teams are apathetic.

How do you create your own business health plan?

You do it the same way you gain health physically. You apply challenge.

Here are the three areas of growth.

1. Grow Yourself

What you learned decades ago in business school was just the start of your education. What have you done this year, this month, and this week to grow personally and professionally?

Have you read a book, attended a workshop, gotten counsel, or taken a class? Have you taken the time to learn from your people?

Good leaders constantly look for opportunities to be coached, challenged, and inspired. You have to – because others depend on you to be the best you can be. You will never be perfect; but you can always be growing and learning.

Strong companies are dependent on strong leadership. There are myriads of examples out there where an otherwise strong company was taken down by a weak leader. You owe it to yourself, your team, and your company to grow and strengthen yourself as a leader.

2. Grow Your People

Just as much as you need to grow as a leader, each person on your team needs opportunities for growth, challenge, and inspiration as well. The act of being challenged, then coached and guided through that challenge to a new plateau, builds a person’s self-esteem just like exercise builds muscle.

Leaders can be good at issuing challenges; but they may not be as good at coaching and guiding. This leads to employees – perhaps even some of yours – who may be thinking or saying some of these statements.

“I used to love my work; now I get a knot in my stomach every Sunday night as I get ready to go back to work on Monday.”

“I am not sure I am up to the challenge of this new position.”

“I have lost my creative inspiration for my work.”

“I have no idea what is expected of me. I feel like I am just putting in time until I can retire…and retirement is years away.”

“I have given my heart and soul to several companies; and, in the end, I am just as unemployed as the next victim of downsizing. Why bother?”

Today’s employees have been through more than their fair share of employment issues. In many cases, their self-esteem has taken a proverbial beating in the last few years of corporate downsizing and increasing adoption of artificial intelligence.

It has affected their vocational health.

What they are really saying is, “Challenge me. Coach me. Inspire me. Give me an opportunity to grow.”

As a leader, you are responsible for advancing the vision of your organization. In order to do that, you need a strong team. You are given the opportunity to not only build a strong team, but to build strong people. Meeting this opportunity and challenge not only strengthens you as a leader; it strengthens each team member. It is a win-win situation.

There are no more loyal employees than those who are given the chance to grow personally and professionally in their work – and who are guided in doing so by a leader who truly cares about each individual.

Will you be that leader?

3. Grow Your Business

How can you build a healthy business? The same way you build a healthy physical body – you grow intentionally.

Ask yourself:

What challenges can my company help others overcome?
What guidance or solution can we offer our clients and customers?
How can we inspire others to improve their lives or businesses as well?

Take some time to assess the functional health of yourself, your team, and your business.

Vision – What does good health look like?
Assessment – Where are you now? What are your numbers? What is working? What is not?
Challenge – What challenges do you face?
Fitness Plan – How can you overcome those challenges?
- What new habits do you need to incorporate?
- What old habits do you need to release?
- How will you hold yourself, your team, and your company accountable?

Do you want a healthy business and life?

Start with vision, assess where you are, face the challenges, and create a plan for growth!

Four “A’s” to Full Power

October 10, 2018 By Dave Ferguson Leave a Comment

The word “potential” has its roots in the Latin word “potentia,” meaning “power.”

I like to think of a person’s potential as the power within them. Potential is the power that drives us to do and be more, to go higher, and advance forward. Full potential is essentially “full power.”

The boiling point of water is 212 degrees. It’s the difference between water and steam…and steam will drive a locomotive. That is the power of full potential – it is reaching that one degree of difference.

(If unable to view the video above, please click here.)

As a leader, are you operating at full power?

Is your team operating at full power?

If not, why not?

Human nature being what it is, I don’t know of anyone, including myself, who expresses full potential every day of their life. This is where habits come into play – habits help to harness the power and keep you on track. But there are times when you or your team (or both) get off track and lose power.

How does this happen?

External Factors – These are things that happen to us. This can be the result of other peoples’ actions and outside circumstances. Maybe you were about to hit a high water mark in your business, and a major vendor canceled their order. Or you were a strong contender for a promotion, and the decision makers chose the other candidate. Perhaps you had a comfortable nest egg built when the economy tanked. Or something happened in a relationship that is affecting other areas of your life. These are external factors that can affect your potential.

Internal Factors – Internal factors are those things that happen from the inside out. They are rooted in spiritual, physical, or mental patterns. Perhaps you have a revenue goal in your business. You come close every year, but fall just short of the goal…every single year. Or you know there is something you can and should do, but you don’t do it. You fear failure…or perhaps you fear success. You may lack the confidence to step up to the next level in leadership, or have team members who do.

Potential can be affected by your physical condition as well. I am often asked why I take time to ride a bike or work out at the gym. It is because physical strength powers every other area of my life – and it does the same for you.

How can you get to higher levels of power across your team?

1. Assessment

With any coaching client, this is the starting point: “Where are you now?”

On a scale of 1-10, in each area of life (spiritual, physical, mental, vocational, financial, relational) they rate their current status.

Many find there are several areas that are weak. They also may notice how one area (for example, physical health, affects other areas). The gap between where they are and 10 on the scale is “potential.” It is room to gain power.

As a leader, this is a healthy exercise to do at least once a year. It is also a good idea to have your team members do this as well. While you may deal with them on a vocational level, those other areas have the potential to affect that one area…and they therefore have an effect on your entire team.

2. Achievements

Simply put, this step is about asking, “Where do you want to go?”

The percentage of people who always write down their goals is estimated to be around 13-20%. Yet, the act of writing down goals and visualizing them gives you 1.2 to 1.4 times the chances of actually reaching them, according to studies.

So you identify the areas in need of power, and then you define what full power looks like. Once you have done that, you simply need to define the next step.

As a leader, think of your team. Where is there a lack of power? Then visualize where you want to go – the goals you want to achieve.

3. Action

Now ask yourself and discuss with your team what it would take to get there.

Do they need tools?
Are their individual strengths applied in the right areas?
Are they in a position that lets them use their best abilities?
How are the team relationships?

Each of these has potential impact on power. And as you address each one, the power of your organization will increase.

4. Accountability

I have learned the power of coaching in my own life. There are times when I struggle with one of these facets – maybe I know areas of my life lack the power they had, but I need help identifying those areas. There have been times where I really wasn’t sure what I wanted to do next. Clarity can be hard to ascertain from an inside perspective. And, admittedly, there have been times when I knew what was causing a power drain, and I knew where I needed to go…but I just couldn’t bring myself to take action.

This is where accountability comes into play – it is the linchpin for gaining full power. Accountability to yourself, a system, or a coach – whatever works for you – but you need to be accountable in order to reach your full potential.

Are you and your team operating at 212 degrees – full power?