Tag Archives: success

It’s not about increasing our bottom performers – but empowering our top performers….

I’ve been inching through Jim Collins’ book From Good to Great over the last few months. There’s some really good stuff in it about how to get a successful company over the hump to be truly special. 

In the last chapter I read, Collins pointed out three observations that most great companies make regarding their personnel:

1. Don’t hire simply to hire. Instead, wait for the right people to hire the best.

2. When change in personnel is needed, do it – don’t wait.

3. Put the best employees on the biggest challenges

I find Collins’ book to be nothing revolutionary but instead a remarkable and motivating reminder of how to be successful. These points are no exception to that. As I grow into a stronger leader and manager, I’m reminded to focus on my bright spots to make them brighter and to empower my employees’ passion, skills, and desire to impact our business on a more profound level. Thanks Jim Collins.

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How Do You Define Success?

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Once upon a time, I had a conversation with a friend. We talked about his work. I remember asking him “Do you meet your numerical goals?” and they responded with “I am not sure – I don’t know what my goal is.”

The manager inside me shrieked in terror upon hearing that.

Friends, employees, leaders, managers – how often do we get frustrated when people aren’t doing what we hope for them to do? However, instead of feeling frustrated, perhaps we should turn the focus on ourselves.

Have we defined what success looks like for the people around us?

It can be a number. It can be a qualitative goal.

If we define and validate what success looks like to those around us, life will be much easier… and we will become more successful.

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Stop! Look! Listen!

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I recently switched departments at work. This is a common thing in our company and facilitates personal and professional development for leaders, as well as simply changing up the leadership voice for each department.

Receiving a new assignment as a leader comes with a responsibility to NOT act. As leaders, we are wired to act, act, act, and create change around us constantly. We want to develop and evolve our tasks at hand. However, we need to also remember to stop, look, and listen to those around us. If I were to come into this new challenge and change stuff up immediately – even if it made perfect sense – I would absolutely isolate my employees and miss out on their valuable input and insights.

As leaders, we need to slow down sometimes.

We need to earn the respect our employees, followers, and peers.

By stopping, looking, and listening, we will achieve success.

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The Dangers of a Growth Mindset

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Carol Dweck is a psychologist who championed the idea where people have either a fixed mindset or a growth mindset. A fixed mindset pertains to a person who believes their talents and abilities are fixed and cannot grow or advance beyond a certain point. A growth mindset pertains to a person that believes their abilities and talents can grow with hard work, persistence, and through rising to a challenge. People with a growth mindset often are leaders and show-runners with incredible amounts of tenacity and fervor.

In other words a growth mindset is good – really good for someone who wants to become a very influential leader. However, I have recently pondered: is there a drawback to having a growth mindset? Is it possible to have such a starving growth mindset that one is almost greedy for more progress and growth – to a fault? Is it possible to ever be satisfied in a growth mindset?

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Want a Promotion? Here’s How to Get It…

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I’ve met many people who complain about not “being given” their promotion.

Grrrr.

I learned at an early age that we should never expect to be “given” something in life. Instead we earn our fates.

If you are a person trying to move up in a company, on the depth chart for a sport team…whatever… I have the solution and some very valuable advice:

Act the part that you want.

If you are a sales person and you want to become a supervisor – do what a supervisor does. Demonstrate that you already are a supervisor now, today, in this moment. All that’s left will be officially giving you the pay increase and new title. Some practical application ideas:

1.Dress for success. If a supervisor or manager at your job dresses a little nicer than everyone else – start dressing that way. You will be surprised how people will treat you with more respect.

2.Lead from the front. Be an influencer! Demonstrate that you’re a leader (not that you’re “going to be a leader”… be a leader!) Become the go-to-guy or girl. An indicator of this is how often your coworkers seek you out for expertise and assistance.

3.Don’t be afraid to brag a little. If you’ve got it, make sure key people know it. Confidence is extremely important as a leader. However, when you brag, do it in a humbly. Boast about your accomplishments but reference the team,  the business, the organization. Show that the most important thing to you is influencing others and driving the business.

4. The most important advice I could ever give: Don’t let “meets expectations” be good enough for you. If you want to run the show, you need to raise the bar for what success looks like. Demonstrate that you operate at a higher level and standard than others. If you do this, it will be borderline impossible for a superior to not promote you.

Any thoughts? Does this ring familiar to anyone else out there?

Now stop reading and go kick some butt!

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