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You are here: Home / Archives for Leading

Five Landmarks of Leadership

May 29, 2019 By Dave Ferguson Leave a Comment

Five Landmarks of Leadership
Image Credit: Shutterstock

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

Throughout history, landmarks have been used to mark important places and events. They represent boundaries, victories, memories, histories, and discoveries.

Landmarks help you know where you are and remind you of where you (or others) have been. They serve as guideposts for future generations.

Ancient wisdom admonishes us to “remove not the ancient landmarks.”

Why is this?

Because if we remove them, we remove those boundaries, victories, memories, histories, and discoveries that will protect us, guide us, and give us wisdom.

If you have been to a historic location, for example, you would never know that anything significant happened there if it were not marked. But because it is, you pause, reflect, and learn. This does not mean that all landmarks represent good memories or favorable histories. It means there is something to be remembered – a valuable lesson to be learned – from their presence.

Do you have these important landmarks in your leadership?

  1. Boundaries

An effective leader must have boundaries. What is your defined role? What are your values? What are your responsibilities? What are your goals?

Answering these questions helps you set the landmark of your boundaries.

Boundaries are important because they provide a perimeter of focus. They help you know where you “belong” and where you do not belong. They help you know when to say, “Yes” to an opportunity and when to say, “No.” They guard your character. They contain your energy, so you are operating at your best, with tight focus and high performance.

  1. Victories

Landmarks mark victories, and victories are born of challenge. Thus, landmarks are symbolic of overcoming a challenge.

Think back to the challenges you have faced in life and leadership. If you are like most, you will come to two conclusions: (1) They were some of the toughest times, and (2) They taught you some of your most important life and leadership lessons.

Mark those victories. Remember what you faced and how you overcame the obstacles. Remember who helped you during those times. Use this landmark to prepare you for future challenges. Develop your strategy and support team now before the next challenge comes. Looking back to the landmark of victory equips and encourages you for the next challenge you will face.

  1. Memories

What if you woke up tomorrow with no memory? That would be a tragic loss, to the level of losing your very identity.

Similarly, it is a tragic loss when you forget the important events, people, and experiences in your life that helped to make you who you are.

Take time to remember those who have made an impact on your life. If they are still alive, thank them. If not, share with someone a lesson you learned from that person. In doing so, you help carry their legacy forward.

Memories can be good or bad, but they all work together to make us who we are. They serve as guideposts for what to do and what not to do in life.

Take some time to write down the lessons you have learned from others and the experiences that have made you who you are. You are a unique collection of memories. Never forget. Always be thankful.

  1. Histories

History is essentially the story of civilization. Woven across centuries, it ties the past to the present and provides guidance for the future. History is the foundation of the future.

As a leader, it is good to reflect on the landmark of history.

What went right? What went wrong? And how can we make it better in the future?

The adage that “those who do not learn from history are condemned to repeat it” is true. You don’t have to make the mistakes of the past; but there is merit in learning from them. Before you move forward, check the historical landmark for perspective.

  1. Discoveries

Many of the world’s greatest leaders were “discoverers.” They had a natural propensity for learning and exploring, for finding new and better ways to solve a problem or meet a need.

Do you as a leader have landmarks of discovery?

What solutions have you developed? What problems have you solved? What new possibilities have you unearthed? Do you value activity over discovery?

Discovery is the creative and curious side of leadership, the landmark of significant growth and innovation. As a leader, and especially as a business leader, you cannot afford to lose this landmark.

Be a strong leader. Take time to visit these five landmarks regularly. Character, success, wisdom, identity, and innovation await you there.


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.

 

Leadership Island

May 21, 2019 By Dave Ferguson Leave a Comment

Leadership Island
Image Credit: Shutterstock

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.

 

Six Elements of Growth

April 24, 2019 By Dave Ferguson Leave a Comment

Six Elements of Growth
Image Credit: Shutterstock

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

Whether you’re growing plants, people, business – or all three – you know that growth takes certain elements.

In recent months, I have learned how important the growth hormone is for humans, for example. It is active at relatively high levels for most people until about the age of 25.

New U Life

Then, quietly, it slows…with gradual but little noticeable effect until one day, you realize you’re not as limber as you used to be or your muscles are not as strong as they once were, even though you are working harder than ever on strength training. Maybe you forget a few words here and there, or you just don’t have the stamina to do all that you want to do.

The point is this: when the elements that promote growth are diminished, we start to decline.

  • When a business stops doing what made it grow or loses focus on its core branding, it starts to decline.
  • When relationships are not continually nourished, they decline.
  • When you stop learning new things and keeping your mind engaged, your brain’s ability to function optimally will be impacted.
  • When you stop investing in your team, their engagement will lessen.

Six Elements Required for Growth

Whether you are seeking to grow your influence, your business, or to help those around you grow, you will need these elements.

Grounding

Growth begins with grounding. You plant a seed in the ground. You set something in a place where it can get the nourishment and support it needs to grow. The same holds true for people and businesses. They must be grounded in a place where they get the nourishment and support needed to grow.

For individuals, this involves being grounded on core values – things like faith, health, and relationships nourish body and soul. They give you strength and endurance.

For companies, this is all about values, vision, and mission. It is the foundation from which you grow as a company, and the foundation on which you rely for support as you grow. A company without core values, vision, and mission will wither when the tough times come; but one that is rooted and grounded firmly will be able to stand the test of time.

Regulators

Hormones are essentially human regulators. These ingenious little elements influence everything we do, how we move, and even how we think and feel. Regulators on an engine control its speed and intensity, keeping it well-paced somewhere between stalled and explosive.

As a leader, you must have and provide regulators in order to be at your most effective level. As an executive coach, I have seen first hand what can happen to a person whose regulators are not in good working order. Their priorities get out of sync. They start to neglect the things that are most integral to their survival – health, relationships, and faith, for example. They power up, full throttle, but without regulatory balance, they end up in my office or on the phone with me talking about their losses and what they can do to regain control of their unregulated life or business.

Businesses need regulators, too, in order to grow. Most call these policies and procedures. Leaders may tend to underplay their importance, but they do so at their peril. These regulators allow the business to grow and remain viable.

Financials are a big area where regulators are a critical factor. It is especially important for individuals and companies to recognize that unregulated spending has its consequences. So does the lack of spending on things like maintenance, operations, and compliance.

Creating and managing revenue is key. The importance of this is underscored in a Federal Reserve Report noting that “44 percent of all respondents could not cover an unexpected $400 emergency expense.”  (By the way, if you are one of these people, talk to me. I can help you.)

This is not just a personal problem. Businesses can be operating on dangerous margins as well. Closely regulate your income and expenses and keep your debt to equity ratio in check.

Oxygen

Three Minutes. That’s how long the average person can live without oxygen. Without this critical life element, your heart stops beating, and your brain cells begin to die. Within six minutes, your brain will cease to function.

Quite the thought, isn’t it?

Without this one single element, you’re three minutes from a point of no return.

Let me ask you this as it relates to life and growth in other areas besides physical.

How long can you as an individual survive in other areas without fresh air?

How long can a business survive without fresh, new ideas?

It may not be three minutes, but without freshness and newness of ideas, innovation, and experiences, you will reach a point of no return. To grow yourself or your business, take time to recharge and refresh. Go on a vacation. Do a team retreat. Take a walk outside. Brainstorm with those who think outside your normal box.

Water

Humans are composed of up to 60% water. Your heart, lungs, brain, and liver have even higher percentages. It would follow, then, that water is important to life. Dehydration can result in dizziness, fainting, and loss of functionality.

In life and business, energy is expended. Yet, energy is needed to function in life and business. This means there must be regular cycle of energy expenditure and replacement. Without times of renewal, your life or business can suffer loss of functionality.

The speed of business being what it is today, many leaders expect their employees to be on call, essentially, 24/7. While it may seem to be a way to increase productivity and responsiveness, very often the effect is the opposite. It depletes the energy of the team.

The cure? Take a break. Celebrate wins before moving on to the next big thing. Determine boundaries and set the example for following them. Take time every so often for a “digital detox” and encourage your team members to do the same. Do something different, or do something you must do…differently.

These types of activities help refill the tank of energy that is critical to your team’s performance.

Tending

Tending is an interesting word. It is essentially the work of paying attention to needs.

People and results thrive with proper attention.

This means if you delegate something, trust your team to do their job, but continue to give it and them the attention needed to grow. Delegate, don’t abdicate. If you have a responsibility, give it attention. If you have a bank account, give it attention. If you own a home, well, you know what happens if you don’t give it attention.

Tending applies to everything you own, everything you do, and every area of your life. If, at this point, you are thinking this is an overwhelming responsibility, then it might be time to simplify some things and to evaluate your priorities. If you have more than you can give attention to, it’s time to start saying, “No” to some commitments that no longer fit your vision, goals, and values.

Harvesting

Growth is intended for harvesting. In fact, harvesting allows for new growth, in addition to supplying the needs of others.

Growing must have purpose.

Do you have a business? How will your growth impact you and your employees, customers, vendors, and community?

Do you want to improve your health? What is the purpose? How will your good health impact your life and the lives of others?

Do you want to grow your bank account? Focus on your “why.”

Growth alone is not enough. Growth with a harvest is a necessary and welcome cycle of life and business.

 

And now for the tough questions…

  • Do you have these growth factors in your life?
  • Do you have them in your business?
  • Do you have them in your relationships?

In each area of life, in order for you to grow, you must have these six elements. Check in regularly to ensure you and your team are well-equipped for growth!


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.

Good Growth, Bad Growth

April 9, 2019 By Dave Ferguson Leave a Comment

Good Growth, Bad Growth
Image Credit: Shutterstock

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

Growth is a necessary part of life. It has been said that if you are not growing, you are dying.

We grow food. We invest money so it will grow. And we want our children to grow into driven, responsible, and successful adults.

Growth is a good thing.

Unless it is not.

Weeds also grow. Debt and deficits grow. And there are all kinds of bad health habits that result in growth as well.

Like anything in life, growth can be good or bad.

Now the good news is, to a large degree, you can usually determine the direction of growth by the actions you take.

There is wisdom in the adage, “Train up a child in the way he should go.” In this context, it is like training a small tree. When it starts out, it is weak, and even a light wind could knock it over. To prevent this, you plant it at a good depth, and you tie it to a stake to give it strength and support.

Often as adults, we forget that we should still be growing and training ourselves in the way we should go.

What stakes do you have in place to support your growth?

Here are some stakes that will help you continue to grow in the right direction.

Stake #1: Values

Values anchor you. When you must make a decision or are faced with a situation, solid values will keep you from becoming uprooted. Furthermore, they will give you a basis for how you design each day. Ask yourself at the end of each day, “Have I lived according to my values?” And as you plan for the next day, week, or month, “How will I live according to my values?”

For example, if good health is a value, what are you doing to promote that value…TODAY? Not next month or next year, but TODAY. If a profitable business is a value, what call or visit are you going to make today? If family is a value, look at your calendar. Is your family on the calendar today?

Stake #2: Habits

If an unsupported tree is battered daily from a strong northwest wind, the tree will be permanently bent. It will grow, but in the wrong direction.

This is why the stake of constant habits is important. This stake provides daily reinforcement against the winds of life. Good habits create a good life. Bad habits can destroy it. Make your habits good ones and apply them daily.

“Sow a thought, reap an action; sow an action, reap a habit; sow a habit, reap a character; sow a character, reap a destiny.”  –

Stephen Covey, The 7 Habits of Highly Effective People

Stake #3: Goals

Instead of New Year resolutions, perhaps the question to ask is, “How can I grow this year?”

Consider each area of life: physical, mental, spiritual, vocational, relational, and financial. How can you grow in each area?

Setting these goals and aspirations gives life and work great purpose.

  • How will you grow?
  • How will your relationships grow?
  • How will your business grow?
  • How will your team grow?
  • How will your financial assets grow?

These are targeted questions great leaders ask themselves and others frequently.

The key with goals is to make them specific and measurable. “Someday” is not specific enough. “I should” is a pretty good guarantee that you never will. But if you say, “I will lose ten pounds this month, and here is how I am going to do it and why it is important to me,” your chances of reaching that goal are quite high.

Stake #4: Accountability

Leaders who grow value accountability. They know that being highly accountable to themselves and others increases the likelihood of them forming good habits, reaching goals, and living according to their values.

  • Do you have a solid framework of accountability in your life?
  • Do you have established boundaries that help you know when to say, “Yes,” and when to say, “No?”
  • Do you have a planning system and a way to stay accountable to it?
  • Do you have a trusted coach or mentor who will guide, encourage, and commit to helping you stay on track?
  • Do you have a board of advisors to whom you are accountable in business, even if you are the leader?

The choice is yours. You will grow. The question is, “Will you choose to drive these four stakes deep enough to help you grow in the right direction?”


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

March 20, 2019 By Dave Ferguson Leave a Comment

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.

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