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The Tripod of Success

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The Tripod of Success
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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.”

OR

“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 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.

 

 

Four Steps to Breaking that One Bad Habit

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Four Steps to Breaking that One Bad Habit

It started with a simple question: “How does your day start?”

“Well,” he responded, “The alarm goes off at 5:30 a.m.”

“Great!”

“But,” he continued with head bowed slightly, “I hit the snooze at least ten times…every single day.”

Prior to this, we had been talking about how as a company, he and his team were committed to growth and results. And as an individual, he was committed to success. He was a good and honest leader, admired by many.

And yet, despite the commitment, team buy-in, and support, he was not doing those things to which he had committed. He could not understand why he was not seeing results.

And that is when I asked the question, “How does your day start?”

I called him out on it. “You’re feeding the enemy,” I said. “He’s smiling because he knows that your morning habit is keeping you from making progress. He has you right where he wants you…snoozing through life.”

The realization of the morning habit he had developed and how it was affecting not just his morning, but the rest of his day as well, was a light bulb moment. He realized that this one habit was also violating one of his core values – that of being true to his word.

It was a tough realization, but I am thrilled to report that shortly thereafter, I began getting emails from him, letting me know that he had gotten up at 5:30 a.m. and was working out. He even texted me pictures from his office one morning to show he was working early and getting a great deal done before anyone else came in.

Practicing this new habit to replace the old one was a small step that carried major impact.

He began to feel better physically from working out, which had a direct and positive effect on his productivity and outlook. And the more he accomplished toward his goals, the more energized he became.

Changing just one habit generated the cycle of energy needed to start reaching goals and getting results.

How do you break one bad habit that is holding you back?

  1. Identify the Problem

Think about your goals, both personal and professional. What goals did you set for the year? Are you on track? For many, the answer is a regretful no.

Then take the next and even more important step – ask yourself why.

WHY haven’t you reached your goals?

Your first answer will likely be an excuse.

  • “My team is not committed.”
  • “I don’t have time.”
  • “Circumstances prevented me from reaching my goals.”

Here’s the key: don’t accept your first answer.

Dig deeper. Ask why repeatedly until you get to the bottom line.

The bottom line may be that you don’t communicate well with your team, took on too much to start with, didn’t have a plan to execute the goal, or simply that you have procrastinated.

The closer you get to the bottom line, the closer you get to personal responsibility.

  1. Identify the Bad Habit

Now consider the bottom line you have determined. In the example above, it was procrastination. What habit or habits were feeding that bottom line? Sometimes is as simple as hitting the snooze alarm.

That was the underlying habit.

Now you’re getting somewhere. You have gone from blaming circumstances you can’t control to habits you can control. And that is a powerful step.

  1. Create a Plan

The first part of your plan is to ask what you will stop. In this case, it was simply to stop hitting the snooze alarm.

But stopping a bad habit is not enough.

You must replace it with a good habit. And for that, you need a plan.

Instead of hitting the snooze alarm, this coaching client determined he would replace that time with a morning workout. That one step had overarching benefits that extended well beyond his physical well-being.

But he knew he needed one more step.

  1. Establish an Accountability Partner

If you have ever gone on a “diet,” you know that willpower has its limitations. It’s been proven that those who have a trainer stay in the game and get better results.

Do we have the ability to change habits and reach goals on our own? Of course, we do. But we are also human. The truth is we love potato chips, and we don’t like to exercise. Sitting on the couch and eating chips is “comfortable.”

This is why you need an accountability partner – you need someone to supportively kick you off the couch.

When I started getting texts, emails, and pictures from this client showing his new habits, I knew he was on a strong path to success. He was being accountable for his actions.

I challenge you this week to ask yourself what one bad habit is affecting your productivity, your energy, and your values. Take an honest assessment…then take action! You will be amazed at the results.

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.

Time Management vs. Energy Management

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Time Management vs. Energy Management

In the old-school “time management” models, it was all about efficiency, about doing as much as possible in the time allotted.

The problem was, it didn’t work. Just as sure as one thing was crossed off the list, two more tasks took its place. It created a “more-more-more, faster-faster-faster” mentality that now has people working seven days a week, day and night.

Sure, they may be getting a lot done, but at what cost?

I can tell you, the cost is high. They are paying for this “efficiency” in loss of true effectiveness and results, life balance, health, and relationships. The effect on companies is not the higher productivity and profit one would expect, but a high burnout and disengagement rate.

This week, I am privileged to be conducting a leadership retreat.

Our goals are related to planning, goal setting, and problem-solving. But first and foremost, there is a need for re-energizing the leadership team.

Like you and your team, this team is giving it all they have to outpace the competition and create profit. The work never stops. But the fact is, the leaders need to stop – just for a short time – to recalibrate. Without this time for re-energizing and recalibration, a team can lose its effectiveness.

How can you re-energize and recalibrate your team?

In their book The Power of Full Engagement, Jim Loehr and Tony Schwartz make the case for the fact that “performance, health, and happiness are grounded in the skillful management of energy.”

Success is no longer based on a futile attempt at managing time, but a more effective approach of managing energy.

There is a compound effect that occurs when you have a block of time matched with high energy. The results are measurably significant. Studies have also shown that working longer does not necessarily create massively greater results. In fact, the law of diminishing returns kicks in at some point, creating lower productivity. And yet we as employers demand more and more of a smaller workforce…and more and more of ourselves and our leadership teams as well.

How can you as the leader of a company create a high-energy team that gets results without burnout?

Why should you even care about energizing your employees? Here are a few critical reasons.

  • To rebuild employee trust. All the downsizing, lay-offs, rightsizing, and re-engineering in recent years has created environments where employees have lost trust.
  • Employees today must be more self-motivated and self-directed.
  • As our work environments have become more high-tech, the need for leaders to be more high-touch has developed.
  • Work environments today must be supportive and foster the desired behaviors and outcomes.
  • All employees want to feel valued and appreciated for their knowledge, skills, and work.
  • Leaders have limited time with their employees, so it must be positive and meaningful.

How do you truly energize your employees? Here are four ways. 

  • What and how you communicate with your employees is just as important as what you pay and give them.

Well-informed employees are good and productive employees, simply because they feel involved. The positive effects of communicating vital company information to employees are huge. Employees who are “in the loop” are energized and feel like a vital part of the organization.

  • Involving your employees in decisions that affect them will result in overall better decisions.

The collection of employee suggestions is one of the best ways to involve employees and to energize them in the process. Their suggestions can not only help the company but also themselves, by improving working conditions and giving them a measure of control over their jobs. If a company carefully reviews employee suggestions and quickly implements the ones with merit, management is sending a message to employees that they are valued. In contrast, an unattended suggestion box sends a clear message to employees that they are not being heard – and this will de-energize your team.

  • Training employees is essential for their long-term relationship with your company.

The best companies recognize that teaching employees pays long-term dividends. When employees are given opportunities to learn and better themselves, it can electrify an otherwise stagnant workforce. Just the ability to break out of their day-to-day routines can be very energizing in itself.

  • Creating new and interesting challenges can keep employees out of a rut.

These new challenges can reenergize them and restore enthusiasm. If you want your employees to feel excited about coming to work, you have to create interesting new challenges. And by the same token, be sure to recognize their efforts in meeting these challenges. Take time to celebrate the wins with your team before diving into the next challenges. This creates a cycle of renewable energy.

From Millennials to Baby Boomers, people today are looking for much more than a paycheck when they go to work. They are looking for purpose and fulfillment. Many employers still don’t get this, and it shows in their production and turnover numbers.

My suggestion is to give your employees a chance to make an impact, not just a job. Energize your team, and the results will come as a welcome side-effect.

For more ideas on how to energize your employees, get the Emotional Intelligence Matrix.

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.

Three Ways to Effectively Deal with PEOPLE Issues

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Three Ways to Effectively Deal with PEOPLE Issues

I had an interesting conversation with a business leader once. He essentially discounted the need for coaching because (he said) he was in the business of manufacturing a certain product and not in the PEOPLE business.

With all due respect, he was missing the entire point of his business.

We are all in the same business – the PEOPLE business.

Ultimately, it is not about your product and process. It is about the PEOPLE you work with, and the PEOPLE you serve.

We have all had days when our course was changed – for better or for worse – by an encounter with just one person. Stop at the coffee shop on your way to the office and receive stellar service with a smile, and your day is off to a great start. (Granted, some of that can be attributed to a good cup of coffee as well.)

But stop at that shop and get in line behind a cranky customer being served by an unpleasant clerk who hates their job, and your day will suddenly take a turn to the dark side. The caliber of your day is very much determined by PEOPLE.

As a leader, think about how your PEOPLE set the tone for your business.

And consider for a moment that you are also one of those PEOPLE.

• What happens when clients visit your office or call on the phone?
• Are your customer service representatives trained, encouraged, motivated, and empowered to provide the best experience possible with every customer encounter?
• How well do your teams work together? Is there collaboration…or rivalry?
• Are your product development teams focused on the desires of the PEOPLE you serve?
• How would your team rate your leadership? Do you “have their back” as much as you expect them to have yours?

It is clear.

We are in the PEOPLE business.

If there is a problem, it is very often a PEOPLE problem.

Now here’s the good news: The solution is also PEOPLE.

Here is a quick way to determine if you and the PEOPLE in your organization are part of the problem or part of the solution.

Take a look at the PEOPLE in your organization, including yourself. Which attitudes do you see? Any pilot will tell you that attitude determines altitude. With the right attitude at every level in your organization, your company can soar.

Attitudes don’t just happen. They are practiced.

How do you overcome the problems in your organization?

1. Determine the issues beneath the problems.

Very often, PEOPLE issues are tied to unmet needs. In a previous article, we talked about the “11 Essential Needs of Employees.” I urge you to read it if haven’t already. It is a powerful lesson. By meeting these needs, you can create a team of solution-focused PEOPLE in your organization.

2. Work with your team to actively practice the solutions – to be Positive, Encouraging, Onboard, Pleasant, a Leader, and Engaged.

Show me a leader who practices these attitudes and instills them in his or her team, and I will show you an outstanding organization. There is an added benefit. Leaders and teams who express the solutions mindset generate a loyal customer base who reflect those attitudes as well. It becomes a win-win situation.

3. Focus on the PEOPLE.

In business, focus is key. Process and products are catalysts. But the real focus – the one that truly determines your success – is PEOPLE. Are you focusing on the PEOPLE you serve and the team who serves with 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.

The Strong Leader’s Character Creed

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Five Ways To Never Compromise Your Character

dave-ferguson-forbes-article Featured article by Dave Ferguson in Forbes Coaches Council. Reprinted by permission.

Character in leadership is of utmost importance. It has the power to build your business, relationships and reputation. It sets the tone for your team and your business, and is the bedrock of trust.

Just as character can lift you up, a lack thereof can swiftly take you down. Sadly, it only takes one mistake in character to ruin a business, a relationship or a reputation.

Becoming a leader of strong character comes down to living true to your core beliefs and values. These values help you determine what’s right and wrong, and are key to making wise decisions. Since our success is a composition of good decisions, having the character to lead based on core beliefs and values cannot be overemphasized.

The Strong Leader’s Character Creed

Living by these 10 character traits will provide a solid foundation for you as a leader:

1. Be honest.

2. Demonstrate integrity.

3. Keep promises.

4. Be loyal.

5. Be conscientious.

6. Pursue excellence.

7. Be kind and caring.

8. Esteem all people.

9. Be fair.

10. Be a good citizen.

Every day, we face choices that test our character. Some decisions are subject to immediate review by those with whom we live and work. In most cases, we will take the easy way out by making a choice that is acceptable to the majority. Then we go on with our life. These account for about 10% of the decisions we make.

What about the other 90% — the ones we make behind closed doors? These decisions speak volumes about our character as a leader.

True character is not something for which you can take a class. It is who you are when people are looking, but more especially when they are not. Being congruent means you are the same person regardless of the circumstances or who is watching. I have met many bosses who have no understanding of this concept.

I used to think some people were strong in character and some were not, and that was just the way things were. But after dealing with issues of character in my work with leaders for several years, I have a new understanding. Character can be influenced by our surroundings, our experiences and those with whom we associate. And while good character cannot be taught, it is something you can practice and improve upon over time.

Becoming A Person Of Strong Character

These are some steps to follow:

1. Surround Yourself With People Of Strong Character

Bad company corrupts good character. Think about the five people in your life with whom you spend the most time. Are they people of strong character? Do they demonstrate the type of leadership you wish to emulate? If not, expand your circle to include people of this caliber. And if you can’t find those types of people, you can always read about them. There is power in the books you read.

2. Seek Truth And Favor Reason Over Emotional Impulses

It is easy to be biased or prejudiced by emotions. That is part of human nature. But don’t allow yourself to get overwhelmed by fear or sadness. Learn to master your feelings, and avoid letting anything other than common sense and sound logic dictate the decisions you make.

3. Be Content But Not Complacent

It is important to appreciate your own values and be happy with what you do have. It is good to focus on and be grateful for the positives in your life. However, that does not mean you can become stagnant. Laziness never achieves anything. Stay focused on the next high point and do the work to get there.

4. Exercise Your Empathy

Sometimes you have to engage in tough conversations. It is easy to try and sidestep them or put them off, but don’t. Instead, face these conversations with empathy and action. Don’t sympathize. That is an emotional but passive reaction. Instead, you need to extend yourself, engage as needed, and do something to resolve the issue.

5. Excel Wherever You Are

Confusion is a character killer. Set the standard. You can’t expect others to perform at a higher level than you are willing to provide. This does not mean you have to be an expert in everything. It just means you do your best, no matter the task.

These are the practices that will build strong character and give you the experience you need to be a great leader. Are you practicing the habits that will strengthen your character as a leader?

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.

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