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Showing posts from 2017

Making Small Changes To Reach Big Goals

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“Making small changes to reach big goals is the answer,” says entrepreneur and bestselling author Michael Alden in his book, 5% MORE: Making Small Changes To Achieve Extraordinary Results. “If you just put 5% more effort into any aspect of your life, you will not only achieve your goals, you will surpass them,” he explains. The book will be available in late August.
“Far too often, people become paralyzed when they want to improve their lives, because the effort to reach their goals seems overwhelming,” adds Alden. “Or the opposite occurs. They decide to dive into something one hundred percent, but then quickly lose steam.”
Therefore, Alden demonstrates that long-lasting success is based on small increases in effort. “Five percent is almost unnoticeable in terms of effort—but it accrues quickly, with each step boosting the baseline,” he declares.
Although much of Alden’s advice is based on personal experience, observation, and common sense, he is careful to discuss the studies and re…

How To Be A Truly Accountable Leader

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"Truly accountable leadership is the only way to build an organization that can survive and thrive in our increasingly complicated world," says Vince Molinaro, author of his revised and updated bestseller, The Leadership Contract.

More specifically, Molinaro believes that a new set of leadership expectations is redefining how each of us will need to lead in the future. He explains that as a leader you will need to take accountability to:
Align and engageTake an enterprise-wide perspectiveBuild relationshipsMaster uncertaintyDevelop other leadersModel the values And, to be a truly accountable leader, Molinaro says that you must serve the five core obligations of leadership: YourselfYour customersYour organizationYour employeesYour communities One of my favorite parts of the book are the Gut Checks for Leaders at the end of each chapter. The Gut Checks list critical questions to ask yourself, such as: Do you lead every day with a sense of clarity regarding your obligations?What …

Always Follow Through

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Set a good example for your employees and follow through on everything you say you are going to do.

If you promise to get an employee an answer, get it for him or her. If you say you'll send a team member a report, do so. As the Nike campaign/slogan so aptly says, "Just Do It."

Too many leaders don't follow through. Perhaps they get busy. Perhaps they forget. However, following through is critical to keeping your team effective and efficient. And it's necessary for gaining respect from your employees.

Following through also means doing so in a timely fashion. If you take too long to follow through, it's as bad as not following through at all.

Soliciting Feedback As A Leader

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Getting feedback is an important way to improve performance at work. But sometimes, it can be hard to seek out, and even harder to hear. 
“Feedback is all around you. Your job is to find it, both through asking directly and observing it,” says David L. Van Rooy, author of the book, Trajectory: 7 Career Strategies to Take You From Where You Are to Where You Want to Be.
As today's guest post, Van Rooy offers these six tips for how to get the feedback you need to improve performance at work.
Guest Post By David L. Van Rooy
1.      Don’t forget to ask:  One of the biggest mistakes people make is assuming things are going perfectly (until they make a catastrophic mistake). By not asking, you’re missing out on opportunities for deep feedback: the difficult, critical feedback that gives you constructive ways to improve.
2.      Make sure you listen:  Remember, getting feedback is about improving your performance, not turning it into a “you versus them” mentality. Your reaction is critica…

Thank-A-Thon And Other Ideas For Nonprofit Fundraising

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If you serve on a nonprofit Board, are the executive director for a nonprofit, or are responsible for raising funds for your nonprofit, The Nonprofit Fundraising Solution, book by Laurence A. Pagnoni is a must-read for you.

Pagnoni bridges the gap between theory and practical methods and shows you (often via real-life case studies) how to:
increase your access to wealthy donorsraise your community profilestretch giftsoperate major campaignsavoid revenue plateauscreate a fundraising culture within your organizationtake specific actions if your Board's core strength isn't fundraisingconduct challenge gift campaignsintegrate social media into your existing fundraising methodscreate a planned giving program When it comes to transforming prospects into donors, Pagnoni suggests you follow these basic five steps: Get to know your prospectGet your prospect involvedAsk for a small gift of financial supportAsk them to open their network of contactsAsk for a major gift And, during those c…

The Book For Nonprofit Leaders

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If you lead a nonprofit organization, the one hour it will take you to read Peter F. Drucker's book called "The Five Most Important Questions You Will Ever Ask About Your Organization" will be well worth it.

This book may fundamentally change the way you work and lead your organization.

Perhaps one of most challenging questions Drucker asks the reader is:

"Do we produce results that are sufficiently outstanding for us to justify putting our resources in this area?"

Because, Drucker argues that need alone does not justify continuing. Nor does tradition, if your results are not sufficiently outstanding.

If you volunteer for a nonprofit or are seeking employment at a nonprofit, this book is also an insightful and inspiring read.


How To Lead Your Boss

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The Courage Solution, a book by Mindy Mackenzie, is all about the simple truth that the only thing you can reliably change or control is yourself. So, that is why Mackenzie wrote her book -- to teach you how to take actions that ultimately will improve your impact on the job and increase your happiness and fulfillment in your career.

Mackenzie's quick-read strategies focus on these four key areas:
Part 1: You First offers techniques to take ownership and accountability for creating a career and life you love.Part 2: Lead Your Boss describes proven techniques to transform your relationship with your boss.Part 3: Lead Your Peers provides methods for accelerating positive peer relationships to improve business results.Part 4: Lead Your Team gives approaches for generating and creating the most effective teams and having more fun while doing it.

Mindy Mackenzie
A preview of Mackenzie's advice on Leading Your Boss includes: Intensely study your boss to get to know the human being beh…

Ideal Company Culture Guidelines

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"The clearer your company culture, the less likely it will be hijacked by the weaker personalities in your team," explains Mary Christensen, author of the book, Be A Network Marketing Leader. "A few guidelines will ensure a level playing field for all team members as they pursue their individual goals."

Christensen's recommended eight guidelines are:
We respect each other.We support each other.We appreciate everyone's contribution.We're always professional.We operate in a spirit of fun and friendship.We keep it positive.We're a gossip-free zone.We deal with our disagreements in private.

How To Run Meetings That Work

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Here are some great tips from authors Michael Mankins and Eric Garton about how to run meetings that work:
Be sure a meeting is appropriate. Meetings are great for gathering input and coming to a group decision. They aren't so good for drafting a strategy document, for example. Ensure a meeting is the best way to get the job done.Set a clear -- and selective -- agenda. A clear agenda communicates priorities. It also tells people what they can safely postpone or ignore.Insist on advance preparationPractice good meeting hygiene. Start on time. Clarify the purpose of every meeting. Spell out people's roles in decisions. Create a decision log that captures every decision made in a meeting. End early, particularly if the meeting is going nowhere. Mankins and Garton are the authors of the book, Time, Talent, Energy.

Today's Leadership Thought

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Today's Leadership Thought:

"The ones among you who will be really happy are those who have sought and found how to serve." - Albert Schweitzer


Seven Tough Questions Leaders Ask Their Teams

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High-functioning and effective teams can disagree and still produce excellent products and results. Team members can also disagree and still care about each other. And, they can challenge each other to think differently.

Best-selling leadership book authors Scott J. Allen and Mitchell Kusy recommend that leaders ask seven tough questions of their teams to help maximize their results. Here are those questions to ask each team member:
What are some obstacles affecting this team?What are opportunities we could take advantage of that we have been largely ignoring?Where can you take greater ownership on this team?Where have you let this team down?Compared to other teams with which you are familiar, how are we doing?When was the last time you complimented the team or one of its members?How open are you to giving direct feedback to team members?

Five Leadership Quotes

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Some of my favorite quotes for leaders are:
A good leader takes a little more than his share of the blame, a little less than his share of the credit -- Arnold H. GlasgowI praise loudly, I blame softly -- Catherine II of RussiaHonest disagreement is often a good sign of progress -- Mohandas GandhiA long dispute means that both parties are wrong -- VoltaireThe least questioned assumptions are often the most questionable -- Paul Broca These and many more compelling quotes can be found in Susan H. Shearouse's book, Conflict 101.

Six Questions Superbosses Ask

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From Sydney Finkelstein's book, Superbosses: How Exceptional Leaders Master the Flow of Talent, comes these great questions you should routinely ask yourself as a leader:
Have you answered the "why do we exist" question for your team? Could all of your team members share this answer with you right now?Do you have people on your team who have followed non-traditional paths to their jobs, or do you find yourself attracted to cookie-cutter backgrounds?Are people on your team energized to come to work in the morning? How would you even know?Are you inspiring people to believe that they can achieve great things?Are you removing the bureaucratic barriers and hierarchy that get in the way of meaningful interaction and getting the job done?How often do you actively teach people how to do something, as opposed to just telling  people what to do?

Creating A People-First Culture In Your Workplace

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If you want to create a heart culture and a people-first culture at your workplace, read the book, Advisory Leadership, by Greg Friedman.


Although the book is authored by an award-winning financial advisor and primarily written for professionals in the financial services industry, this book is a must read for any leader who wants to create a nurturing heart culture that hinges on the human-centric values the next generation of employees hold in high regard.


And, what exactly is heart culture? Friedman says, "At its core, heart culture symbolizes how a company values more than just an employee's output. It's not about the work, but rather, the people who do the work."

He further explains that leaders can no longer afford to ignore the shift toward a people-first culture and its direct influence on a healthy, effective work environment.

Friedman teaches that there are seven steps, based on human virtues we all strive to achieve, that are key to unlocking the power of a…

The Do's And Don'ts Of Effective Listening

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Here are some great tips from Michelle Tillis Lederman's book, The 11 Laws of Likability.  They are all about:
what to do and what not to do to be a leader who's an effective listener:Do:
Maintain eye contactLimit your talkingFocus on the speakerAsk questionsManage your emotionsListen with your eyes and earsListen for ideas and opportunitiesRemain open to the conversationConfirm understanding, paraphraseGive nonverbal messages that you are listening (nod, smile)Ignore distractionsDon't:
InterruptShow signs of impatienceJudge or argue mentallyMultitask during a conversationProject your ideasThink about what to say nextHave expectations or preconceived ideasBecome defensive or assume you are being attackedUse condescending, aggressive, or closed body languageListen with biases or closed to new ideasJump to conclusions or finish someone's sentences

Being Humble

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From John Blakey's book, The Trusted Executive, here are these four tips from Jim Collins for how to be a humble leader:
Demonstrate a compelling modesty, shunning public adulation and never be boastful.Act with quiet, calm determination and motivate others through inspired standards, not inspiring charisma.Channel ambition into the company, not the self, and set up successors for even more greatness in the next generation.Look in the mirror, not out of the window, when apportioning responsibility for poor performance.

The Five Parts Of Creating A Cycle Of Success

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The Cycle of Winning has five parts: Decide, Overdo, Adjust, Finish, Keep Improving. These are the five actions that winners take to get on track and to help stay on tract. Theses actions create Serial Winners, explains Larry Weidel in his book, Serial Winner.

"Serial Winners leverage a cycle of winning action to make progress," says Weidel. "They do something every day that puts them on a course for the things they want in life."

"As you read [the book], you'll realize that you're already doing some of these things. But one or more of them will jump out at you -- the things you're missing," adds Weidel.

In the book, Weidel presents a step-by-step process that you can apply to your life, career and in your business.

Larry Weidel
For example, Weidel teaches:
Don't Hesitate, Decide -- Serial Winners make up their minds to being and then they keep moving. They know the clock is ticking and they need to continually make decisions and take actio…

50 Chapters About Leadership

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The Little Book of Leadership Development, by Scott J. Allen and Mitchell Kusy, is a very compelling read, packed with practical tips and techniques for both leading and helping others to learn how to lead effectively.


What you'll find is basically 50 one- to two-page chapters, each highlighting a leadership tip.  Some tips seem easy and no-brainers. Others are more difficult to implement.  But, even the "easy" ones are surprisingly absent from many organizations, so they are well worth a reminder of what to do and how to do it correctly.

Here are some of my favorite parts of the book that highlight the keen observations by the authors:
As a leader, if you are active, involved, and perceived by members of your team as an individual who care about their development and growth, you will increase your chances of success and theirs.Your team needs to know your expectations, goals, vision, and, most important, how each individual adds value.Rewards and recognition are particul…

High Performing Teams Have These 10 Characteristics

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According to Ron Ricci and Carl Wiese, authors of the book, The Collaboration Imperative, high-performing teams have the following characteristics:
People have solid and deep trust in each other and in the team's purpose--they feel free to express feelings and ideas.Everybody is working toward the same goals.Team members are clear on how to work together and how to accomplish tasks.Everyone understands both team and individual performance goals and knows what is expected.Team members actively diffuse tension and friction in a relaxed and informal atmosphere.The team engages in extensive discussion, and everyone gets a chance to contribute--even the introverts.Disagreement is viewed as a good thing and conflicts are managed.  Criticism is constructive and is oriented toward problem solving and removing obstacles.The team makes decisions when there is natural agreement--in the cases where agreement is elusive, a decision is made by the team lead or executive sponsor, after which lit…

How To Identify A Leader During A Job Interview

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The next time you are interviewing a candidate and you want to access their leadership skills, consider asking the candidate these questions:
What personal qualities define you as a leader?  Describe a situation when these qualities helped you lead others.Give an example of when you demonstrated good leadership.What is the toughest group from which you've had to get cooperation?Have you ever had difficulty getting others to accept your ideas?  What was your approach?  Did it work?Describe a situation in which you had to change your leadership style to achieve the goal?One leadership skill is the ability to accommodate different views in the workplace, regardless of what they are.  What have you done to foster a wide number of views in your work environment? Thanks to Sharon Armstrong, author of The Essential HR Handbook, for these helpful questions!

What Coaches As Leaders Do To Drive Success

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Former University of Kansas head basketball coach Roy Williams once told U.S. News and World Reportmagazine that there are three things that coaches as leaders must do to drive success:
"Have everyone on the team focus on the same goal."  And, the leader must effectively communicate that goal to the team."Emphasize those goals every day.""Understand that although everyone has a common goal, individuals also have goals, needs and dreams that must be cared for." According to Williams, in a commentary he wrote for the magazine, the third point is the most challenging to address and where leadership may be the most critical. And, I totally agree.

Therefore, if you lead a team at work or within an organization, one of the best ways to work with each of your team players is to tailor your motivation techniques for each individual, and then be prepared to tweak those techniques if necessary as each person grows.

Williams was the head coach at the University of K…

Leadership Quotes That Inspire

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These quotes truly inspire me:

“The three common characteristics of best companies -- they care, they have fun, they have high performance expectations.” -- Brad Hams
“The one thing that's common to all successful people: They make a habit of doing things that unsuccessful people don't like to do.” -- Michael Phelps
“It is amazing what you can accomplish if you do not care who gets the credit." -- Harry S. Truman
“The leader of the past was a person who knew how to tell. The leader of the future will be a person who knows how to ask.” -- Peter Drucker
“Leadership: The art of getting someone else to do something you want done because he wants to do it.” -- Dwight D. Eisenhower
“Good leadership isn't about advancing yourself.  It's about advancing your team.” -- John C. Maxwell
"People buy into the leader, then the vision.” -- John C. Maxwell
“Great leaders have courage, tenacity and patience.” -- Bill McBean
"People never learn anything by being told, they have to…

Five Leadership And Business Books To Read This Fall

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Stumped for what business books to add to your fall reading list?  Here are five must-read books for leaders well worth adding to your list:
Lead With A Story -- A Guide To Crafting Business Narratives That Captivate, Convince, and Inspire.  Author Paul Smith explains why storytelling has emerged as a vital skill for every leader and manager. In the book, you'll find over 100 ready-made stories you can use as templates to tell your stories. Stories are so powerful because they are simple, timeless, demographic-proof, contagious, easy to remember and inspiring. Most important, they put the listener in a mental learning mode.What's The Future Of Business? (WTF?) -- Changing The Way Businesses Create Experiences. This book, by Brain Solis, details the incredible transformation happening in business today, driven by new social and mobile technologies. And, he explains how experience design helps your business and how you can harness its power for business growth.  This book is a w…

Four Steps To Giving Constructive Feedback

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Eric Harvey and Al Lucia wrote a booklet called, 144 Ways To Walk The Talk. They provide the following great advice about giving feedback:

1. Make it timely -- give your feedback as soon as possible to the performance.

2. Make it individualized -- tailor your feedback to the feedback receiver.

3. Make it productive -- focus your feedback on the performance and not the performer.

4. Make is specific -- pinpoint for the receiver observable actions and behaviors.

The Seven Elements Of A Good Workplace Culture

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You'll learn a lot about marketing from the book, Does it Work?, by Shane Atchison and Jason Burby. Most important, you'll discover their 10 principles for getting digital marketing right.


What also really caught my attention was the book's discussion about the elements of good culture. Culture created from as high up in the organization as possible. A culture particularly well suited for digital.

Those seven elements are:
Stay Flexible -  create a continuous learning environment with flexibility and a certain disdain for roles.Hire Learners - individuals who are curious and willing to learn on their own.Empower People to Share - cultivate an environment where people feel comfortable bringing up bold ideas and are encouraged to speak up.Encourage Thinking Outside Roles - to help you capture every perspective from all your team members.Make Sure Problems Come with Solutions - don't just point out what's wrong. Find solutions.Make it OK to Fail - failure promotes lea…

How To Be An Accountable Leader

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"Truly accountable leadership is the only way to build an organization that can survive and thrive in our increasingly complicated world," says Vince Molinaro, author of his revised and updated bestseller, The Leadership Contract.

More specifically, Molinaro believes that a new set of leadership expectations is redefining how each of us will need to lead in the future. He explains that as a leader you will need to take accountability to:
Align and engageTake an enterprise-wide perspectiveBuild relationshipsMaster uncertaintyDevelop other leadersModel the values And, to be a truly accountable leader, Molinaro says that you must serve the five core obligations of leadership: YourselfYour customersYour organizationYour employeesYour communities One of my favorite parts of the book are the Gut Checks for Leaders at the end of each chapter. The Gut Checks list critical questions to ask yourself, such as: Do you lead every day with a sense of clarity regarding your obligations?What …

Exit Interview Questions

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As a leader, it's critical that you understand the real reasons employees leave your company. To do that, you need to ask specific questions that may not be ones you currently include in your exit interviews.

Fortunately, Richard Finnegan, shares in his book, Rethinking Retention in Good Times and Badfour key questions you should include in your exit interviews:
Why did you decide to leave us?Of all the things you've told me, what is the top thing that caused you to resign?It's great that you've found such a good opportunity, but why did you look?What one thing could we have done that would have caused you to stay? Your goal is to learn the most important leave reason rather than learn which three or five things contributed to your employee's decision to leave. The four questions above will help you learn the most important reason.

10 Tips For How To Be A Healthy Leader

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If you're like many leaders, you're "too busy" to exercise on a regular basis. And, you don't give yourself time to renew and refresh. Truth is, there are ways to fit exercise and healthful habits into your busy day that will pay off in dividends.

From Experience Life magazine, here are 10 tips for how to fit even just moments into your day (at work, on the road and at home) to help you become more healthful:
Make a plan to exercise. Include exercise times, even if they are just in 10-minute increments, on your calendar.Find time to exercise and build on that time. Start off by walking for five minutes at lunch and add to that every few days until you've worked up to 30 minutes every few lunch hours.Limit screen time. Set a timer for how long you'll watch TV or surf the Net. Then, use the time you aren't in front of a screen to exercise.When you are watching TV, do squats, pushups, lunges, yoga poses and crunches.Think positive. Psychologists suggest …

What Dogs Teach Us About Leadership

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Because 44 percent of U.S. households with at least one dog according to ASPCA, many of us don't have to go far to learn about leadership. That's because, according to co-authors Krissi and Dan Barr, dogs can teach humans a lot about leadership.

And, in their new book, The Fido Factor: How to Get a Leg Up at Work, they outline the four qualities every leader needs to succeed and earn respect, and in their book, they use real-life dog (and human) stories to illustrate these core principles and practices.

These essential four qualities are:

FaithfulInspirationalDeterminedObservantThe Fido Factor is an enjoyable, actionable, insightful read, particularly appealing to dog lovers, but equally instructional for even non-pet owners.

Today, Krissi shares these additional insights leadership from her book:

Krissi Barr
Question: How can leaders demonstrate and instill loyalty in a fast-changing, ferociously competitive business world and the age of free agents?
Barr: Your dog isn’t going t…