Posted: October 17, 2023 | Categories: Leadership, Management, Self-Improvement, Team Building

Many years ago I was working for a company that put a big emphasis on mentoring.  As a senior account rep, I was approached by my supervisor (Bill) to mentor a team member who had just been hired.  With my natural love of coaching, I eagerly agreed to take on the mentor assignment.  The first thing I did was ask Bill, “What are the most important areas of professional development you would like me to focus on?”  Bill replied with a predictable menu that included prospecting, tracking, learning specific terms, and sales language.  Then Bill concluded with, “And I want you to work with him on the weekly forecast sheet we turn in every Monday.”  I looked at Bill and saw a twinkle in his eye.  I thought, “You son of a gun”.  You see, I was not consistent at turning in my weekly forecast sheet.  I knew that was going to change immediately if I wanted to lead by example – and I did.  Bill knew it too.  How sneaky!  He tricked me!  No, he didn’t.  Bill was just being a resourceful leader.  His delegation was well thought out.  He designed it so that both me and person I was mentoring would grow.

Instead of nagging me about doing my report every week, Bill put me in a situation where I would naturally want to do it.  I did become consistent with my reports and I didn’t feel manipulated.  Bill created a “win-win”.
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Posted: May 18, 2023 | Categories: Leadership, Management, Team Building

Turnover is costly. Is that an understatement? How many times have we seen a treasured team member give their surprise two-week notice? In each case it is unlikely that the person leaving decided to do so that day.

Now let me ask you a question: Do you change the oil in your car regularly? Why? Your car is probably working fine.  Why bother? It is called preventive maintenance. We value our car and want to keep it properly maintained for a long life.

How about our team members? What do we do to stay in step with them so they don’t give us a farewell? Here is a recommendation from Richard Finnegan, a consultant specializing in engagement and retention. In his book, “The Stay Interview”, he recommends we conduct one-on-one “stay interviews” at regular intervals with our staff members. Here are the five questions he recommends:

1. When you come to work each day, what things do you look forward to?
2. What are you learning here?
3. Why do you stay here?
4. When was the last time you thought about leaving our team?  What prompted it?
5. What can I do to make your experience at work better for you?

If we can do these interviews we can greatly reduce the frequency of those “surprise” resignations. Let’s practice good, regular, preventive maintenance with our team!

Posted: April 4, 2023 | Categories: Management, Self-Improvement

Have you ever been asked, “Do you have any hobbies?”  If your answer is, “I really don’t have any”, you may be missing something.  The happiest people I know have hobbies.  Those who are in constant stress tend not to have hobbies.  They don’t have the time…right?  Let me tell you about my friend, Dan.  He is 84, and living a life most people only dream of:

Dan began his career in pharmaceutical sales.  He was a champion performer and retired after 30 years on top of his game.  His next move was immediate:  He went to a career in executive coaching and team development.  He became a cohort of mine, and did brilliant work.  He retired after 15 years of coaching.  He was ready for his next career as an entertainer.

Dan is a natural performer and he started his own business of doing comedy and nostalgia shows for nursing homes.  He soon became quite successful, and was booking over 100 shows per year.

Dan is an example of the value of hobbies and avocations.  I can easily think of ten more people with similar stories.  There is one thing we can learn from every one of them:  Always have a hobby or avocation.  Doing so helps ensure balance, reduce stress, and may lead to our exciting next venture in life.

Posted: February 20, 2023 | Categories: Management, Self-Improvement, Team Building

One of the most remarkable traits of a strong leader shows up when we talk to them one-on-one.  We walk away feeling good about ourselves.  Good leaders are people builders.  By contrast, have you ever had a conversation with a “people shrinker’?  By that I mean, after the interaction, you feel a little smaller than you did before.  That’s no good.  We build our businesses by building our people.

I would like to illustrate by sharing the most indelible example of people-building I have ever experienced.  The year was 1976.  I was single, 27 years old, and managed a business in a modest sized suburb of Chicago.  I was headed into the bank to make a deposit, and as I entered the doorway, I passed by a young girl selling candy.  My first thought was, “Oh boy, here comes another person shoving something in my face and trying to sell something.”  She didn’t say anything.  She just smiled a beautiful, genuine, smile.  I got ahold of my attitude, and politely asked her what she was selling.  She was selling candy bars as a fundraiser for her sister’s school.  I told her I didn’t want a candy bar, but I would buy one for her.  I gave her the dollar.  We had a short conversation, and moved on.

Several months later I was looking forward to a first date with someone I had been interested in for a long time.  When I went to pick up my date at her house, her sister came down the stairs and said, “That’s him”!  You guessed it, that was the girl that I bought the candy bar for, and she was selling them for her sister, the person I was taking out for the first time.  Things went well.  The bottom line:  That first date and I have been married for 45 years.  Imagine if I didn’t get control of my attitude that day and was abrupt with her sister.  This may be a personal example, but we all know our own examples of people who act kindly.  I end with this question:  Are you a people builder or a people shrinker?  Every human interaction is a moment of truth.  Make it a good one!

Posted: February 14, 2023 | Categories: Leadership, Management, Team Building

If I could narrow down the three buzz words that haunt owners and managers today regarding team performance, it would be engagement, productivity, and retention.  Let’s talk about productivity:  If you ask me what is most important when motivating your team, I believe I have the answer.  Warning:  The answer will bore you.  It is BUILDING TRUST.  The highest performing teams I encounter know the importance of high team trust, and they are aware of how to build it.  They also know that doing so is done by a habit, not a gimmick.  So how do you get a team to be more motivated and productive?  I’ll bet you have known the answer since childhood.  We show genuine interest in our people and find out what is important to them.  Allow me to give you my favorite example from my childhood:  Her name was Mrs. Maxey.

Growing up, my parents socialized often with a loyal group of friends.  They had parties, played cards, and even went on cruises together.  Of all of their friends, I had a favorite.  It was Mrs. Maxey.  She was friendly, positive, had a radiant smile, and always took the time to talk to me before chatting with the grownups.  She was interested in me and wanted to know all about me.  She also would remember information from previous conversations.  She made me feel important.

As time passed and Mrs. Maxey grew older, she needed help with chores like pulling weeds, mowing the lawn, and shoveling snow.  I loved helping her and would have eagerly done the work for free.  I appreciated so much how she made me feel important.  She had my trust.

How about you?  How do you build trust with people?  Do you remember their birthday?  Do you know when birthday is?  How regularly do you talk to them?  If we make a sincere, conscious effort to show an interest in others, we will be amazed at the responses.  Yes, it even applies to the younger generation!