In my new book, “The Go-To Person’s Guide to Success”, I discuss in detail the importance of a leader not being the only “go-to person” in their organization. I stress that one of a leader’s primary responsibilities is to develop other “go-to people” so the company and the team can continue to grow.
Often, when I write about these people-strategy issues, the common question I hear is, “How and where do I start?”
As I discuss in detail in the book, the starting point is with questions – specifically six of them – that you can use with your direct reports or any other level of management within your organization. Assess each one of your direct reports, individually, against each of these 6 questions: Continue reading →
In almost all of my client coaching relationships, the subject of the importance of a healthy sense of urgency comes up.
Creating a healthy sense of urgency doesn’t happen without a great deal of effort and commitment on the part of its leader to get the process started, and to have the courage to stick with it. Make no mistake, a sense of urgency culture starts with the leader.
To get started creating this sense of urgency culture within your company, consider the following: Continue reading →
One thing that’s common to most business owners is that they have a team. It’s one of the most important aspects of a successful business. How do you develop a team that’s prepared to align your business for success? Chris shares his tips on setting the proper expectations, a useful tool in the training, development and education of your team.
It’s amazing how everyone agrees that the quality of your team will determine the quality of your business. Yet many still approach the hiring and selection of employees as a burden or something you “have to do.” Well, you have to do it! And you had better be doing it right if you want to avoid mistakes, lost money and productivity, and cause your customers to go elsewhere. Listen in as Chris goes over these 3 critical points – but only if you want to create a great team that delivers great results.
The phrase, “We have met the enemy and he is us,” found it’s origin during the War of 1812 in which Commodore Perry reported, “We have met the enemy and they are ours,” to William Henry Harrison after the Battle of Lake Erie.
Cartoonist Walt Kelly, modified Commodore Perry’s quote to, “We have met the enemy and he is us,” in a cartoon he created in 1970 celebrating the first Earth Day in 1970. The message being that man – from his treatment of the earth – is the planet’s enemy.
In business, many spend a great deal of time focusing on, and even obsessing over, what their competition – their perceived “enemy” – may be doing to steal customers and market share. They fear that the competition will enter their space, and provide service and products equal to or better than what they are providing. This fear consumes them and their every waking moment. Yet, there is very little, if anything, one can do to influence or control what the competition will or will not do. Continue reading →
It’s a known fact, that consistency builds trust, and trust is one of the key attributes that a leader must have. Leaders need to constantly demonstrate to their teams that they can be trusted. When people trust someone, they tend to listen to that person and are willing to follow them. Acting in a consistent manner on several fronts is one if the best ways a leader can earn this trust. Listen to Chris today as he reviews these critical leadership action steps.
The success of any company is directly related to the quality of their team. As such, it stands to reason that you should be investing time and money in the training of your team to deliver the product and service – and experience – that you desire and, more importantly, that your customer desires.
Now, when I talk about training I’m also including that the team member is “proficient” in the task for which they were given the training. Far too many of you consider just showing a person how to perform a task is all the training they need. Without measuring their proficiency, you’re just wasting time and money. And, in my opinion, proficiency includes that they know not only the “what, when and how” but why they do it, who they do it for and where it all fits into the total picture of your business. Continue reading →
“Yeah Right!?” That’s what I sometimes hear from certain business leaders when I talk about creating a “no excuse” culture within their organization. I’m then “reminded” that excuses are part of the game and you just have to accept them. From my perspective, accepting that “excuse making” comes with the territory is, well…an excuse not to take action!
Effective leaders know that building and sustaining a “no excuse” culture can be done – not overnight – but as a result of the combination of several distinct (but related) tactics. These tactics include: Continue reading →