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Leadership Island

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

There is an infamous poem, often disjointly quoted as “No man is an island,” and “Therefore, never send to know for whom the bell tolls; It tolls for thee.”

There are many who have uttered these quotes without realizing they were the beginning and end of the same poem. But when you do make the connection, the lesson is profound: it is about the ties of humanity and the responsibilities of leadership.

No man is an island.

In these five words, John Donne powerfully makes the point that life and purpose are bigger than us. It is also a humbling reminder that when we try to be complete in ourselves, we are isolated and insufficient. We struggle to survive on limited fare.

It has been said that no great work was done by one person. Even geniuses like Thomas Edison and Albert Einstein needed the minds, hearts, and hands of others to complete their missions.

What does this have to do with leadership?

In a word…EVERYTHING.

Great leaders are…

Connectors

They realize they do not have everything they need to succeed in and of themselves. Therefore, they connect with the strengths and wisdom of others. The best leaders learn something from everyone they meet. They ask questions. They express genuine interest in people at all levels of the organization and outside the organization as well.

Catalysts

Leadership is very much about bringing two sides together and creating the spark that ignites effective action. A catalyst on an island remains unchanged. But a connected catalyst has powerful influence.

Caretakers

In the workplace, there are bosses, and there are leaders. These are very different people.

  • Bosses use their people to do the work. Leaders care about the people who do the work.
  • Bosses set their people up for failure. Leaders set their people up for success.
  • Bosses fire people and saddle others with the burden of their workload. Leaders develop people, maintain priorities, and balance the workload.

Bosses live on the proverbial island (the office with the door shut). Leaders thrive on the mainland where the people are.

For whom does the bell toll?

It tolls for you, the leader.

You are part of a powerful team where every person matters.

When one of your people fails; when a team member doesn’t do his or her part; when someone is not trained and equipped for success…everyone is affected.

The bell tolls for you to step up and own your leadership role.

Answer the call.

Give the encouraging word, have the difficult conversation, make the right decision, and equip your team for success.

“Never send to know for whom the bell tolls; It tolls for thee.”

Dave FergusonDave 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

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Eight Ways to Motivate Your Team
Image Credit: Shutterstock

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?

PE 101

The registration for our next class is now open. I’m excited to once again be sharing the stage with Titus Bartolotta and others.

The program is four half-day group workshop-style sessions that, combined, make up a really amazing experience.

Where:
9820 NorthCross Center Ct.
Huntersville, NC 28078

When:
April – 12th & 26th
May – 10th & 31st

Time:
8am – 1pm

If you are interested, reach out to me directly (email Dave@LivingtoLead.com), and let’s get you registered. I’m giving away a FREE coaching session to a few early birds.

Dave FergusonDave 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

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A Three-Part Plan for Finding Motivation
Image Credit: Shutterstock

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.

PE 101

The registration for our next class is now open. I’m excited to once again be sharing the stage with Titus Bartolotta and others.

The program is four half-day group workshop-style sessions that, combined, make up a really amazing experience.

Where:
9820 NorthCross Center Ct.
Huntersville, NC 28078

When:
April – 12th & 26th
May – 10th & 31st

Time:
8am – 1pm

If you are interested, reach out to me directly (email Dave@LivingtoLead.com), and let’s get you registered. I’m giving away a FREE coaching session to a few early birds.

Dave FergusonDave 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.

Why It is Important to Experience the Full Cycle of Success

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Why It is Important to Experience the Full Cycle of Success
Image Credit: Shutterstock

 

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 FergusonDave 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

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Five Ways Leaders Can Show Appreciation
Image Credit: Shutterstock

 

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:

  1. 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?

  1. Tell them thank you, and be specific.

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

  1. 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.

  1. 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.

  1. 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.

Boss or Leader | Lead and Learn

Dave FergusonDave 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.

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