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Good Growth, Bad Growth

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Good Growth, Bad Growth
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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

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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.

Crossing the Finish Line

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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.

Leaders in Pursuit of Purpose

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Leaders in Pursuit of Purpose
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You have accomplished a great deal as a leader. Maybe you started a business and hit your initial income goals. Or perhaps you have climbed the ladder of success in your field to a very high level.

Others look at your life and think you “have it made.”

But you know the dirty little secret.

Something is missing. You don’t know what…but something is missing.

While you put on your success face during the day, your nights are filled with restlessness.

While you go through the motions of your work and daily life, there is a sense of apathy, boredom, or dread.

The work you used to love now feels uninspiring.

You may realize your career success has impacted other areas of your life, and not in a good way. Perhaps your health, relationships, or sense of personal fulfillment have suffered.

You read books like Purpose Driven Life, and while the messages are good and sound, you still have that gnawing sense that something is missing.

That “something missing” is, indeed purpose.

Purpose is the driving factor of human beings. We are either living our purpose or searching for it, and it seems elusive. In a sense, purpose is our highest potential – it is the ultimate reason we exist. Even those who are living their purpose will plateau at times and experience a sense of rudderless-ness.

Here are signs you are struggling with purpose.

  • Boredom
  • Apathy
  • Dread
  • Lack of fulfillment, even though you have everything you need and more
  • Resentment toward those who are living their purpose
  • Fear that you may never find your purpose
  • Issues in other areas of life beyond work: relationships, spiritual, health, or personal finances, for example
  • Restlessness and feelings that something is missing
  • Frustration or anger

What to do when you are at these points.

  • Understand this is a normal part of being human

Humans are designed for purpose. Each of us comes equipped with innate strengths, and we have a unique blend of skills and life experiences as well. We seek to use these tools to fulfill our purpose. But we are human. We don’t have it all figured out yet. And that is okay. The act of seeking, striving, plateauing, and then resuming our pursuit is…life. The key is to expect the ups and downs of fulfilling purpose, and work with it.

  • Rest

It is hard to bring your fullest potential in your work when you are exhausted. As a leader, managing your energy is critical. You must be at your best in order to lead your team to be their best. Stephen Covey’s Habit #7 – Sharpening the Saw – is a critical habit for long-term success. In this day and age, more is expected of leaders than ever before. Competition is fierce. Margins are tight. Challenges are many. Sharpening the saw is not only a good suggestion; it is an essential life practice.

  • Look for a new challenge

Some leaders are blindsided when they reach a level of success – something major to which they have aspired – and then find they are not satisfied with that success. This is because there is still more potential.

The cure?

Rest, then pursue a new and higher challenge. You may not “feel” like pursuing a new challenge, but once you begin, you will once again resume your path to purpose.

  • Face your fears

Fulfilling your purpose and reaching your highest potential can be fear-inducing. What if you miss the mark? What if you pursue the wrong purpose? What if your ladder of success is pinned to the wrong wall? These are fears of failure.

What if you do succeed? This is the fear of success, and it has the same effect as the fear of failure – stagnation.

Give yourself permission to experiment, fail, and even succeed. Everything you learn along the path of life and work is of value to you in your pursuit of purpose. Don’t wait until you know your purpose – start from where you are, and purpose will reveal itself with more clarity as you go.

  • Focus on legacy

We often confuse accomplishments with purpose. Purpose is bigger than accomplishments. It is the core of who you are as a person, and what you leave behind for those who follow.

In this sense, you lay a path to purpose day by day, but you may never fully realize that purpose in your lifetime.

Think of the many authors, architects, artists, and leaders from history. Many died penniless, perhaps with a sense of purposelessness. But their legacy lived on, well beyond their lives. They had done what they were gifted to do, and that was their purpose. They may not have realized it, but their lives served great purpose.

Leaders would do well to seek to serve with the gifts they have been given, and let purpose unfold in its own time.

In the classical Christmas movie, It’s a Wonderful Life, George Bailey thought he had purpose. He was going to travel and see the world. He was going to have an adventurous life.

But the reality of his life took a different turn. He worked in his father’s struggling business, stayed in his hometown, married, had children, and lived in an old drafty house. His life seemed purposeless to him.

But when given the chance to see how life for others would have been if he had never been born, he realized his life had even greater purpose than he imagined.

As you go about your day-to-day life and business, focus not on purpose, but on service. How can you, as a leader, serve others? This creates legacy.

 

“The Bridge Builder,” a poem by Will Allen Dromgoole says it well.

When a man was asked…

You’ve crossed the chasm, deep and wide,
Why build this bridge at evening tide?

 

He said….

There followed after me to-day

A youth whose feet must pass this way.

He, too, must cross in the twilight dim;

Good friend, I am building this bridge for him!

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 Ways Leaders Can Show Appreciation

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Five Ways Leaders Can Show Appreciation
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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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