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Archive for the ‘Success’ Category

Build, Encourage, And Recognize Your People!

Wednesday, May 11th, 2016

David-Novak-O-Great-OneWhen John David Mann and I talk about “Building Your People” (Key #2 from The Go-Giver Leader) we mean that in a couple of ways: one is to teach, mentor, and coach them to becoming more effective, both in their defined role within the organization as well as in their own ability to lead others.

Second is to make them feel good about themselves: protected, loved, and valued member of the business family. And, a person whose abilities we believe in.

The first part makes intuitive sense to many who look at leadership in the traditional way. The second part, not always so much.

There’s a tendency for one to feel, “Well, that’s all very nice — warm and fuzzy and all — but maybe we should wait until we’re making some serious money before we go that route.” Not to mention, after they’ve already proven themselves to be worthy of our caring.

Of course, there’s a very powerful and counterproductive false premise at work within that last thought process: namely, that building your people is a luxury that can wait until “after they’ve already…” And, that your company will thrive if you wait.

Building your people, before they’ve proven themselves, while they’re doing so, and on an continual basis is vitally important to the success of your organization. We see it time and again in the hugely successful companies. We see the opposite in the less successful companies. And — something I hear from employees constantly — we see this in once great companies that are now struggling.

Did they forget that it’s their people who made them great? Apparently, yes.

I had the opportunity to read a copy of the just-released business parable by David Novak, Former Chairman and CEO of Yum! Brands (Pizza Hut, KFC, Taco Bell).

The book is entitled, O GREAT ONE!: A Little Story About The Awesome Power of Recognition.

David’s list of business and leadership awards — including one of the “100 Best Performing CEOs in the World” by Harvard Business Review is long and well-deserved.

I mention this because a huge part of his leadership success was the ability to build his people in both of the above-mentioned ways. He did this through recognition; one of the most powerful forms of building a human being.

As the protagonist in this book, Jeff, pointed out:

“First we’ve got to fire up our people, who will then help to get our customers excited about doing business with us, and from there the money will follow. Too many business leaders focus on making money first without considering the fact that it’s people who will make it happen.”

A couple of pages later, when responding to one of the skeptical members of his leadership team, he explained:

“What I don’t think you realize, Anna, is that this isn’t fluffy stuff. It’s very much about results, about recognizing and rewarding the kind of real results that make a difference to this company’s bottom line. And it’s about driving future results by sending a clear message about what behaviors lead to results.”

Anna still didn’t quite get it at that point, but eventually she would.

What today’s top leaders hope is that more and more leaders come to fully understand it. Company slogan’s such as, “Our people are our greatest asset”, “we care about our people” and others are just that; slogans. And, meaningless ones at that…until a culture of this type is created, consistently communicated, and endlessly cultivated.

And that will only happen when today’s leaders understand that there is nothing soft about it whatsoever.

Super Leadership…and A Super Bowl

Friday, April 22nd, 2016

Demarcus WareGo-Giver Leaders tend to be less interested in taking the stage than they are in giving the stage. They are less concerned about themselves than they are about their team and the individuals who comprise that team.

Rather than, “look how great I am!” they authentically communicate how fantastic those on their team are!

And, they communicate this, not just to those outside of their organization (though they certainly do that), but to the team-members themselves. Not only in what they say, and not just in what they do, but also in who they are.

I love this quote by current Denver Broncos All-Pro outside linebacker (and future Hall of Famer) DeMarcus Ware, as shared on Twitter by future Hall of Famer and past All-Pro wide receiver (now coffee entrepreneur), Rod Smith:

You don’t inspire your teammates by showing them how amazing you are,
but by showing them how amazing they are!

And, that, to me, says it all!

Of course, lest we think that this attitude is in any way self-sacrificial, we should note that these types of leaders in the corporate environment tend to have happy and productive teams, and very profitable businesses.

And, I heard somewhere that DeMarcus’ team did pretty well this year, as well! 😉

 

Strong Cultures Welcome Dissent

Tuesday, March 22nd, 2016

In Adam Grant’s fantastic (like, “beyond-words fantastic”) new book, Originals: How Non-Conformists Move The World, Chapter 7 includes the story of Ray Dalio, billionaire founder of the venerable investment firm, Bridgewater Associates.

Ray DalioI was excited to see that. In one of my books I quoted Mr. Dalio, as much a philosopher as a successful business person, as saying, “I believe that the biggest problem that humanity faces is an ego sensitivity to finding out whether one is right or wrong, and identifying what one’s strengths and weakness are.”

Love that saying because ego, a main driver of our emotions, can cause significant damage when it controls its human host.

And, it so often does. No, it’s not just about hurt feelings and bad business decisions. Out of control egos have resulted in catastrophies such as wars, evil dictators, and masses of people unnecessarily struggling for survival; events taking place even today.

On the other hand, when controlled and properly directed the results can be, well, a company like his.

Dr. Grant describes Bridgwater as “a highly cohesive, close-knit community, to the point that its staff frequently call it a family, and it’s common for employees to stay for decades.”

They also promote dissent. Respectful dissent, of course. But, dissent. Groupthink is discouraged in every way. If someone is off course with their actions, people are expected to communicate that to the person directly…including calling out Ray Dalio himself!

The author shared an email that Mr. Dalio received that at practically any other company would most likely have resulted in a firing. He welcomed it. The sender of the email was correct. And the founder, the company, and its investors benefitted.

Of course, there is much more to the art of positive dissent than just this (and, a lot more to Mr. Dalio’s leadership philosophy, outlined in over 200 principles he personally wrote — a highly-recommended read!). Dr. Grant’s thorough research and entertaining way of presenting the information leaves the reader with an understanding that when done correctly, dissent leads to constant innovation and growth based on superb original ideas.

What made this even more enlightening, though, was the comparison the author made with another company; one that had been amongst the most respected and highly-profitable (and innovative) companies in the world…before groupthink and discouraging dissent became it’s cultural nature. (Prepare to shake your head in disgust when reading that part.)

So, is Ray Dalio’s methodology, including putting his ego aside and — not just allowing, but — insisting on honest feedback just feel-goody fluff? Or, does it have an outcome on their bottom line? In other words, does it translate into business success?

Well, in what is a very volatile industry, the company’s two major funds have performed amazingly well, and consistently for over 30 years.

As Dr. Grant writes, “They’ve been recognized for making more money for clients than any hedge fund in the history of the industry. In 2010, {their} returns exceeded the combined profits of Google, eBay, Yahoo, and Amazon.

Yes, I’d say it’s a positive thing. And, very original.

———-

To order Dr. Adam Grant’s book, Originals: How Non-Conformists Move The World, click here.

John David Mann’s and my new book, The Go-Giver Leader will be released on March 29th. Click here to read an excerpt or sample chapter, or click here to pre-order. If you enjoyed The Go-Giver I think you’re really going to like this one. For bulk orders for your company or organization click here.

Kingmakers Instead of Kings

Tuesday, February 9th, 2016

King Chess Piece“Great leaders and top-producing salespeople develop tremendous influence because they focus their actions on looking out for the other person’s interests and serving their needs.

They prefer to give the credit away rather than take it for themselves.

Rather than aspire to be kings, they seek to be kingmakers.

They are constantly on the lookout for ways they can add value to other people’s lives—and in the process they become enormously successful leaders, influencers, and salespeople (not to mention friends, parents, and community members).

Think about the men and women you know who most embody the above. Feel free to share with us any personal stories and examples that come to mind.

John Lee Dumas on Accomplishing Your #1 Goal

Wednesday, January 20th, 2016

Success stories — how an individual moves from Point A to Point B — are always a joy for me to hear, and an even bigger joy to share.

John Lee Dumas’ story is particularly inspiring because he’s also a friend, and he just…does things right!

If you regularly listen to podcasts or are involved with them yourself, you know the name, John Lee Dumas. He’s the creator and host of EOFire (Entrepreneurs On Fire) which generates over 1.2 million unique listens per month (yes, that’s per “month!”) inspiring entrepreneurs to take control of their lives and take their entrepreneurial leap.

John-Lee-DumasHe’s truly right at the top of his field. And, his keynote address at last year’s huge Podcast Movement 2015 touched lives in a magnificent way.

Along his journey, John has interviewed over 1200 successful entrepreneurs. He says he found one commonality in each and every one of them: “their ability to set and accomplish goals.” On the other hand, he says, “struggling entrepreneurs fail to do this very thing.”

John is a big believer in SMART Goals: (S)pecific, (M)easurable, (A)ttainable, (R)elevant, (T)ime-bound. Yes, those have been around for a long time. And, for good reason: when applied correctly, they work!

And, of course, while goals themselves are so very important, there is more involved in order for success to take place. Want to know how to accomplish your big goal?

Enjoy this conversation with John Lee Dumas:

The Freedom Journal - John Lee Dumas

 

 

TheFreedomJournal.com

 

Wow! Easy to see why John is a force to be reckoned with and has attained such a huge level of success in his field.

Be sure and check out John’s, The Freedom Journal. As John mentioned, his goal — via this journal — is to help you accomplish your #1 goal within the next 100 days!

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