Living to Lead

by Dave Ferguson

  • Home
  • About Dave
    • TESTIMONIALS
  • Coaching
  • Speaking
  • Books
    • DAVE’S RECOMMENDED READING LIST
  • Retreats
  • Blog
  • Media
  • Contact
You are here: Home / Archives for business leadership

Crossing the Finish Line

December 19, 2018 By Dave Ferguson Leave a Comment

This time of year, in the busy-ness of the holidays, we are also casting a vision for next year and wrapping up this current year. As a leader, I encourage you to watch this short video and consider HOW you are creating the vision…and where you are crossing the finish line with respect to your team.

It’s a short, but powerful message.


PERFORMANCE ESSENTIALS 101 – LIVE GROUP COACHING EVENT

To learn more, click on the image below or click here.

Performance Essentials 101


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.


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

November 21, 2018 By Dave Ferguson Leave a Comment

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.

Five Things Leaders Should Know about Coaching

August 29, 2018 By Dave Ferguson Leave a Comment

Five Things Leaders Should Know about Coaching
Image Credit: Shutterstock

 

There is a lot of talk these days about companies attempting to establish a coaching culture in their organizations.

Many are training their leaders in coaching to integrate the coaching into their organizations. Some coaching and leadership companies have actually developed “train the coach” or “coach the coach” programs to facilitate some of this.

Being an executive leadership coach, I am all for leaders being taught how to coach their teams. However, I have seen some of the programs, and they go against some of my deep beliefs around coaching.

Let me share with you just a few myths on coaching, and then you can decide the route that is best for you and your team.

  • A coach must be an expert in a certain industry.

Nothing could be further from the truth. If you hire an industry expert to coach you, all you will get is the best practices for your industry. That sounds a lot like consulting to me.

I have and do coach in many industries, and none of my coaching is about the company widget. It is about you as the leader, other people, your organization, your vision, what you are thinking, and where you would like to go.

  • A coach has to be in control.

When you use a guidance system while driving, is it in control of the car or are you? The same goes with coaching. A good coach guides the process; they don’t control it. The coaching client should drive the agenda, while being open to questions about thoughts, challenges, and more.

  • A coach can fix your problems.

Believe that one, and I have some property in the Everglades to sell to you.

Let me be very clear, coaching is not about “fixing” people.

Treating people as though they are broken or wrong is judgment at its worst. I will agree, we all need some fine tuning, but one person’s “broken” could be another person’s “fix.” Sure, people who get stuck and are being held back by limiting beliefs can benefit from coaching; but you don’t want to reserve all your coaching budget for what you see as your most challenging people.

Get coaches for your middle and top talent. A good coach will stretch their talent and capabilities.

  • A coach has to be perfect.

Well, let me just say, if that was true, I wouldn’t be a coach; and you certainly wouldn’t be reading this article.

What exactly is perfect anyway? I’ve never seen it or met it. Have you?

A coach should be trained, experienced, and recommended.

  • A coach has to be liked all the time.

Now, that one is funny. Don’t get me wrong. I love my clients, and most of the time, they love me (I think); but it is not my job to make my clients happy. I am a coach, not a clown.

When you challenge peoples’ thoughts, actions, inactions, communication, etc., there are going to be days you are not liked much.

I remember coaching a professional athlete who owned several businesses. He fired and hired me back (usually the next day) more times than I can count. All in all, we worked together for about five years.

If and when you make the decision to add coaching to your leadership platform, be prepared to change the way you look at people, situations, challenges, opportunities, and more.

You will start to see your role as a leader differently.

You will go from constantly feeling like you need to have all the answers, to engaging people with questions that help them discover the answers they seek.

This is what true coaching is all about. Whether you are seeking to train your leaders to coach or to be coached, I would welcome a discussion about the coaching possibilities for your organization and how the approach would benefit you and your team.

If I can be of help in this regard, contact me.


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 Excuses People Use for Not Leading

July 4, 2018 By Dave Ferguson Leave a Comment

Five Excuses People Use for Not Leading
Image Credit: Shutterstock

 

One of the questions I am often asked is, “Can everyone be a leader?”

My answer is always a resounding, “YES!”

That doesn’t mean everyone will be in a leadership position in an organization with a team of people to lead. What I mean is that everyone can learn more about leadership and learn how to lead themselves – and possibly others – well.

As we dive deeper into these conversations, I usually start to hear excuses as to why they believe they can’t be a leader.

Here are a few of the excuses I hear most often.

1. I am not in a leadership position.

You don’t have to be assigned a position to be a leader. Leadership begins with leading yourself well.

This is essentially a three-part process:

  • You begin with knowing your values and aligning them with what you do daily. This first step is foundational to everything else you do.
  • Then you develop a vision for yourself, and start the journey of leading yourself towards it.
  • Along the journey, you invite people who share your values and have a similar vision.

2. I am an introvert.

So am I. Yes, you heard me. I have many tendencies of an introvert. Sure, I know how to function as an extrovert, but that is completely out of my comfort zone.

I find that if you are passionate enough about what you want to accomplish, you can muster the skills and talent to lead people to share in the pursuit of those goals.

The bigger the vision, the more uncomfortable we must become in order to bring it to realization. Vision is outside our comfort zone. Otherwise, it would be our current reality. Push to expand your comfort zone…yes, even if you are an introvert.

3. I am not good with people.

I once had someone in a leadership position tell me, “I used to like people, but people have ruined that for me.”

Dealing with people can be challenging. I get it. I’m sure many a person has said that about me.

Don’t let the challenge stop you from making a difference in peoples’ lives.

Most people will accept the role of a follower rather easily. Use that as an advantage – not for your own personal gain – but to lead them to become leaders themselves. Be a leader who turns followers into leaders.

4. I am not influential.

Influence is developed over time, so you can start anytime. I have never met a person who hasn’t influenced someone or been influenced by someone. Good or bad, everyone has some level of influence.

Who have you influenced? Who has influenced you?

Influence is really just getting people to do something they haven’t done or tried before. Used correctly, influence can help people grow.

5. I don’t know how to lead.

This excuse is one of the easiest to remedy. There are resources everywhere to help you. There are thousands of books on leadership. In fact, I have written one called Boss or Leader. I have a list of recommended leadership books that I have found to be impactful. Check them out here.

Read, learn, find a mentor, follow seasoned leaders, practice, and repeat.

Knowing how to lead is a matter of learning and habit. You can learn, and you can practice good leadership habits.

There are many ways to influence others, and the world needs people who can influence others in a good manner. There are opportunities all around us to lead others, and opportunities within us to lead ourselves.

If you have used one of the excuses from this list, consider that your starting point to become a better leader. Face the excuse and put it in its place.

You can do this.

And in fact, if you are going to reach your full potential in life and business, you must overcome these excuses in order to lead yourself and others well.

 


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.

The 3 D’s of Responsible Leadership

March 7, 2018 By Dave Ferguson Leave a Comment

The 3 D’s of Responsible Leadership

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

311…it was posted everywhere on every floor. 311 on the elevator. 311 in the hallway. And 311 on the door of one very determined executive vice president.

“What is this all about?” many inquired.

Those on the top floor knew…all 311 in that division.

This particular company was in bankruptcy. Meetings were held daily as to what parts would be sold and when. Negotiations were ongoing with other companies to purchase different divisions. Some would be dissolved.

But one very adamant executive vice president fought for his people.

He promised them that none of the 311 would lose their jobs, and then he made good on the promise. The division was sold to another company – it had to be, as the “mother ship” was going down. But in his negotiations with the other company, who very much wanted him, he required that as part of his employment agreement, they would agree to hire all 311 of his people.

This is the epitome of a leader who recognized that leadership of his people meant declaring a vision, determining to safeguard his people, and delivering on his promise.

And he did.

As a leader, do your people know you take their interests seriously? Do they know that you would fight for their jobs just as much as you would fight for your own? Are they secure in the vision you have for them and the company?

Leadership is serious business.

Every day, your employees give you their most precious gift – their time. In exchange, though they may not say it, they expect at least some degree of security. It is their right to expect that you create and adhere to a vision that is geared toward the long-term success of the company.

How can you be a responsible leader? There are three very specific tenets.

1. Declare a vision.

Take out a piece of paper, and write down the number of employees entrusted to your care. Post it on your door. Post it in other prominent places. Then declare to your people that will protect every one of their interests as much as your own. That is a big, daring vision.

The Result: You will gain their attention.

2. Determine to safeguard your people.

Vision is key, but vision alone is not enough. It must be followed by determination and a plan. In fact, the bigger the vision, the more fierce determination and solid planning must be applied. Just as you declared the vision to your people, you must also share the plan with them. This gives them security and obtains the needed buy-in from them that you need to carry it out. Big vision is a team effort.

The Result: You will gain their respect.

3. Deliver on your promise.

Vision, determination, and planning require one other component in order to become reality: action. Action is delivering on your promise…and your promise is vision. Deliver the vision.

The Result: You will gain their loyalty.

These principles apply to your employees and team; and they also apply to your customers and clients. Do your customers and clients know the vision you have for them and do they sense your commitment or are they treated like a number? Do they know you will passionately deliver that vision and keep your promises to them?

This is the second article in the Leadership Ladder series. Click here for more.

Boss or Leader - Get Your FREE Chapter or Buy the Book!


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.

  • 1
  • 2
  • Next Page »
Dave's Recommended Reading List
Dave Ferguson
Tweets by AskCoachDave

Quick Links

About Dave
Coaching
Speaking
Book
Retreats
Blog
Media
Contact

Dave’s Recent Posts

The Tripod of Success

Five Landmarks of Leadership

Leadership Island

Six Elements of Growth

Schedule a Consultation

To schedule a consultation with Dave, click here.


Email: Dave@LivingToLead.com

Copyright © 2020 Dave Ferguson · Living To Lead · Contact · Privacy Policy · Terms of Use · Disclaimer