Posts Tagged Leadership

People who get results

Two Business WomenYou run a business or a project and your HR or advisory people want to give you people you know will fail, something in your ‘gut’ says so… So what is that gut feeling and just how do you find people that will get results in the role you have to fill? Try these pointers;

Selecting people that get results

An Attitude of gratitude – They have it, they might not say it but you can see and feel it, if you include them on a project you know they are seriously pleased to be there and take part, if not you might want to ditch them fast.

Ability to visualise – They see the bigger picture, they see the smaller picture too, in fact they see the whole movie right through to standing ovation… Not only do they star in the picture they direct is as well

They work smart, not hard – Do it, delegate it or drop it. If someone else can do it smarter than they can let them do it

They take responsibility – They will own up to an issue if they caused it, ethics are high on their value list

Great at time management – Emails get dealt with after the first hour, meetings, only if they are of value and the agenda is clear and achievable 

Clear head, clear planning – To do list written at the end of the day for instance cal ears a results focused peoples heads, they sleep better and when they get to the office, they can then tackle what needs to be done.

Brilliant at customer service – They can elegantly handle ‘nay sayers’ and are kept grounded in reality by those who scam, spam and complain. With internal customers, they service them well, they manage by wandering around, ask questions, delve into the real issues facing the troops, in short they are on the ball finding all the little things that make the big things matter

They can focus – They can see what needs to be done and can do it or get someone to do it. They can focus on major goals

They can lead – They can plan, delegate and make people feel fantastic that they can serve the leader, because they feel like a leader themselves

They have a system for passion – Most people say they are passionate about something these guys have a system to get and keep the passion going

They know their strengths – We are all good at some things, these guys know specifically what that is and how to use it to their advantage, the rest they delegate to people with the right skills

They have the skills and abilities for the job – They know their subject inside and out, they know the latest trends for that subject. They are then able to use that knowledge too

Respect, it’s their middle name – It doesn’t take much effort most of the time to have respect for everyone they come in contact with. It goes a long way to having people onside and keeps them happy

These pointers could create some interesting questions for interview and or review… Go looking for the type of person you want and see what shows up in their Linked in profile or facebook posts.

Regards

Steve Gray Free Business Tips

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New recruit blues

Recruit circleThe good people on the twentieth floor in the HR Dept decided to place a new recruit in your department. Sweet! you need an extra hand, you know the person has been through the induction program on the fifth floor and is “ready to make a solid impression”.

After a short while you find things ending up in the wrong place, time is lost searching for those ‘things’ and training the ‘newbie’ in the job specific details they need to get going, is taking its toll on the work you need to get done.

You knew it might happen, the new person has to find their feet,and in time you get the impression they will be a solid contributor to your team. So what to do to make their start positive, get to a productive point fast and not lose the ‘things’ that everyone needs?

Firstly, know as much about the person as possible in advance… Hopefully you don’t find out about the new person at 5pm Friday with them starting at 9am Monday! If you have been part of the hiring process you might know them very well, if not chat with HR about what’s in their resume, how they handled the interview etc, then check out social media for more details on likes and dislikes.

Secondly, be nice… If  you are a grumpy pain the the butt type of person and are not willing to change long term, see what you can do in the short term. Make the person feel at home, be polite, show them around, introduce them to the other team members. Show them their workspace and where the important things are… toilets, lunch room etc.

Thirdly, give them a buddy… A person who can relate to the ‘newbie’ pass on all sorts of vital information, how things work and has a good grasp of “who’s who in the zoo” this person can do most of the training part with you as a go to sidekick.

Finally, meet chat and listen… The new person can settle in fast, so find time to sit with them and have a chat about how things are going, any specific challenges they might face and ways they might overcome them.

Oh sure there are about a hundred other things you can do to add to this list, like checking their productivity at relevant stages every so oftem against Key Performance Criteria, and even asking them for suggestions on ways to improve things (remember to listen…) and the list goes on.

Make the person feel part of the team fast, then you can sense the notion of having set someone on the right path with the right support.

Regards

Steve Gray Free Business Tips

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Ready for answers to your business success?

Image courtesy of Stuart Miles freedigitalphotos.net

Image courtesy of Stuart Miles freedigitalphotos.net

Your business does what it does, you have built it up to be all it can be.

You realise there are only a few things you need to make happen to get positive results.

More sales, more customers and effective systems to deliver the results, right? But other ‘things’ seem to get in the way of this simple approach and you are left wondering what happened.

The simple answer is, there is more to your three pronged approach than meets the eye.

Here’s how it works…

  • Energy – Your team has a certain amount of energy to give to the job they do, things happen to boost or sap that energy, harrassment, poor pay, poor training, poor leadership can sap energy… Get the point, and get good at these things
  • Flow – When things are going great your people seem to get a lot done readily, it all seems to come together like a well thought out plan but more automatically and with greater ease, people will be happier, relaxed and able to get on with things
  • Systems – The policies, procedures, checklists, coaching and mentoring. If these are done well, people know they are working for an organisation that wants positive results. They feel supported and can get on with what they do best
  • Positive values – Things like respect, cooperation, service and quality all come into it. Check your organisations mission and vision, are there values clearly spelt out as part of that? There should be, to ensure all your team are focused on the right approach to each other and the customers.
  • Useful communication – Lot’s of communication takes place, but is it useful? Arguing with customers… not useful (well, rarely anyway). The same with the staff, how well do your team communicate with each other? Excellent leadership often starts with positive and useful communication – Talk, listen and make great notes to implement solid results. Coach and mentor your leadership team to coach and mentor their team members in fantastic ways to make the organisation work effectively

Now you are about to ask “What happens if I don’t have those things or they are out of alignment?” Simple, things slide… Sales, Customer numbers, energy is sapped and the results of all this can cause your business to fold in on itself.

What to do to solve the challenge? Call me to tailor a suitable approach for your organisation 🙂 Ok if that’s not possible take each pointer in this list and work on the details of it with all your people.

  • Learn to train your people to pursue all these points to build organisational excellence
  • Brainstorm with your team to find out how they can assist with these points
  • Listen to the feedback your team provides, then figure out how to implement the positive changes they point out along the way
  • Communicate the positive changes as you introduce them
  • Live with the notion of organsiational change, it happens, so make it happen in a useful way to get positive results NOT the opposite

It’s now up to  you to put this information into action, it may not be easy, it may take a while to achieve, it all starts with you.

 

Regards

Steve Gray

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A Sense of Belonging

Which would you rather have, a team that turns up because they have to or because they want to? The latter right… Why? Because they don’t have to be there, their mindset is different, they might shy away from a challenge if they think their mortgage is on the line, but they will put in for the greater good of the team simply for one reason, a strong sense of belonging. 

Image courtesy of Stuart miles from freedigitalphotos.net

Image courtesy of Stuart Miles from freedigitalphotos.net

Not just any sense of belonging, no no, as I eluded to in the opening paragraph, there are more reasons to want to do something, than if you have to do something.

Sounds easy, if I was talking about a club or group people belong to, people would soon get that stronger connection. However I am talking about a business, an organisation that people mainly get paid to work for, an organisation where the numbers often seem to be king, no profit no go…

So how do you as the business owner/manager cause this sense of belonging to go beyond the basics of need and get to a top class “one in, all in” situation where you know the people want to be there?

Connect, find ways to cause people to be part of a greater cause, ways to be aligned with the heart and soul of the business. Ways to communicate that they will benefit, just as deeply as you do by doing more, being more they will in return get more.

Perhaps the more they ‘get’ will be satisfaction, a warm sense of “I am part of something worthwhile”, the concept that the money is there but there is more to the equation.

Sounds far fetched perhaps, but in reality there are organisations where people willingly put in, willingly go the extra mile and hang in there to do it all again. Why? A sense of belonging, belonging in such a way they realise that the sum of the parts is greater than the value of the individual parts. As a team they can do more, as a connected and active team with a shared sense of belonging they can evolve to do MUCH more.

How then do we connect these ‘disparate parts’ to become cohesive, to join as one and be a truly mighty force?  Language… It’s what sets humans apart from other animals, it’s what ensures we can, discuss, plan, explore, find answers and ensure a higher sense of belonging can take place.

If you have ever noticed that people who use casual language, slang and the like to get through their daily routines, you will have probably noted their position in life is not one which often inspires. These people often seem to lead lives of deep desperation, working on minimum wages and struggling at every turn. While others with more developed language find ways to forge forward, to explore better options in life, to find depth and more profitable outcomes, and I don’t just mean financially.

Language

  • It helps us express the values we want our teams to align to
  • It gives us the chance to influence people to do great things
  • It assists us to lead
  • It provides opportunities to learn more, explore and pursue our dreams

How are you using language to better your teams, lead, influence and explore better ways to live and be a positive part of this world? Hopefully you will start with the positive values your organisation stands for and ensure your people are with you every step of your value motivated life. Without language we have little to commend us.

Regards

Steve Gray

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When business gets fuzzy

Perhaps you know what I mean just from reading the title, ‘When Business Gets Fuzzy’. Those moments when it’s all a blur, you can’t seem to get much done, but you are busy enough.

Image courtesy of stockimages from freedigitalphotos.net

Image courtesy of stockimages from freedigitalphotos.net

Your to do list looks like a scrawl of badly drawn doodles, your planning efforts with others become more like a blah, blah, blah session and nothing much seems to happen. You do alright chatting with your team, they like the time out and get some of their own doodling done.

Your business seems to continue on okay with work coming in and going out, but the details seem to be fuzzy at times. You get the sense you are turning up but not much is motivating you to be there, It’s like the light is on but no one in home. Perahps it’s not a big deal for now, but if this continues you could be setting your business up for a difficult time.

Let’s explore some ways to get the clarity and motivation back so the ‘fuzzies’ don’t wipe you out and flatten the business..

Make a list – The list shoud be about what you love about the business, why you got started, what you hoped to achieve. Go searching for what motivated you in teh first place, you might just find a solid answer amongst the list.

Get inspired – Other people in your busness or your industry will have good reasons for doing what they do, if they are inspired start asking them questions to search for answers that might just suit  you too.

Check the foundations – Just as a building needs solid foundations so to does your business. Have a look at the mission and vision, if you have one, and the values that underpin these. Are any of the values inspiring? If not why not… Ask your team about them and how they work with these or not. Now do what you can to shore up teh foundations and get things right again, the key to your ‘fuzzies’ could well be here.

To do list – Make it big bold and ‘bodacious’ make it so you want to work on it. In the age of techno gadgetry your to do list is probably buried alive in a bunch of ‘apps’ and while it can link to calendars, cook your eggs just right and hail a taxi for you (well almost)… Becuase it’s hidden, it becomes ‘out of sight out of mind’. Generally others can’t see it and that might be useful for some things on the list for others that’s a nuisance. Try a written list on brightly coloured paper for a change.

Set gnarly goals – You know goals can work in some situations, as  a milestone, as a point to aim for as a device to rally the troups with. Select goals your teams can achieve and ones that they can have ownership of, but what about you… what goals are you setting for yourself? Whatever the goals are, gather people around you that can assist you to make them happen. These people can become unreasonable friends or associates who can hold you to a higher performance level than you might be used to, it’s a sure fire way to beat the ‘fuzzies’!

Passion systems are go! – If you were once passionate about your business you might now have some pointers to get you back on track, kow that passion only really works if you have a system to make it work. All of the above points could do that.

Now you have read the six points, what comes to mind for you… A counselling session, a few new ideas, some ‘ah ha!’ moments or soemthing else? Let’s hope that whatever it is it makes sense to you and can provide a solid way forward so you can take the fuzzies on and make some clear decisions about what you want to have happen next.

Regards

Steve Gray

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Learning The Hard Way

Planning

Image courtesy of Kromkrathog FreeDigitalPhotos.net

If you learned well from a mistake you made, you will find a better way to do that task for the ‘next time’ when the same sort of challenge arises.

If you have been given information on a task by a person in charge, chances are you will learn but it might take a bit longer. You will probably follow the commands given, go and try out what was mentioned and learn some more by actually doing it.

If you read instructions or do a course on how to do a task you will probably pick up a few things, but it not the same way as the other two methods.

There is something about the way that doing a task involves the senses and get’s your brain immersed in the process. This is why a good trainer will suggest ‘you try it this time’ and get you involved. A good boss or supervisor will recognise you may only be ‘half’ listening when they give you a task to do, knowing you will pick up the finer details when you do it and if you have any questions about it you will come back and ask.

A good leader knows their team can benefit from all three methods, and will work to provide their team with an open approach to learning so they can get results to happen faster, because at least one of the ways or at perhaps a slight combination of them will fit to that person’s learning style.

Understanding a little of how people learn is vital to understanding how to get better results in your business. How will you use this information to make a positive difference with your team? Let’s hope you learn to know the difference and can implement the learning well with your people, perhaps you will share this with them and have a team based discussion about the differences, similarities and how you can use these to advantage. After all you want your people and the outcomes they create for your organisation to be excellent don’t you?

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Did You ‘Value’ Your Business?

In the past set of nine articles I have outlined some ways to look at the values your business operates with. Now it’s up to you to take each and develop some guidelines around each for how you want your team to operate. May I suggest you hand the list to your top people, give them a head start, tell them to develop some ideas and options and email them to you (compile the details in a  group meeting). Then develop an organisation wide set of values, possible scenarios and situations around them.

Compile the guidelines into your master operating procedural documents, begin to live it, refer to it and explore all it has to offer.

Any future steps the organisation takes should be done in light of these core values, then over time these can be ‘tweaked’ to suit.

Now you are fired up to tackle this as a project (even you small business operator…) then here is a link you can email to your team to work with.

Adaptable

Quality

Passion

Accountability

Integrity

Collaboration

Tolerance

Respect

Leadership

And another article on values to tie it all together

 

Now look at how you bring the various aspects of this together to create great results for your business by taking positive action.

Oh and while you are at it, get your team to explore any other values they think would be useful for your business, drop me a line to let me know via the comments for this post and I will take a look and consider adding them in.

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