What’s Trust Got to Do With It?
May 25, 2010 | Leave a Comment
“I don’t care who you are or what your title is, if I don’t trust you, I can’t work with you!”, Louis said vehemently.
We were in a leadership development workshop, discussing the integral role that trust plays within an organization, particularly between a manager and his or her team members. Louis serves as a Lead Operator on an oil rig in the Gulf of Mexico. His rationale behind this statement isn’t hard to understand. In his role, he puts life and limb on the line every day, and if he can’t be absolutely sure that his co-workers are being safe and not cutting corners, he doesn’t want to work with them.
You may not be in a life and death situation in your workplace, but I can assure you, trust is just as important. Trust is an integral part of being a leader, whether you’re a leader by title or by influence. Frankly, it is an important part of any relationship.
Stephen Covey, author of “7 Habits of Highly Effective People” compares trust in a relationship to an emotional bank account. We can make deposits or withdrawals to the account. When we follow through and do what we say we’re going to do, we’re making deposits. If we make enough deposits, trust is earned and our account earns interest and grows. When we let someone down or fail to honor a commitment, we make a withdrawal. If we make too many withdrawals, our “account” will be “overdrawn” and trust is shaken.
Trust can’t be compartmentalized. Cheryl Biehl says, “One of the realities of life is that if you can’t trust a person at all points, you can’t truly trust him at any point”. To earn trust, our actions must be consistent. If I’m only trustworthy in some things but not all, it’s like cooking a huge pot of gumbo, then adding strychnine to the pot and saying that only part of the gumbo is poisoned. Now, give me a shot or two of Tabasco in my gumbo, but I’ll pass on the poison! Consistency is the key.
Are you earning your team members’ trust by acting consistently?
It goes both ways, too. “He who trusts in others will be trusted in return.” One thing that is apparently tough for many leaders to do is to place their trust in others. When I was just starting out in my career, I worked with a manager who assigned me an important project and let me run with it. Nothing could have been more motivating or inspiring than having her place her confidence in me. I truly wanted to do a great job so that I could show her she had made the right judgment call.
When you let a team member know that you believe in them, they will want to produce positive results – they’ll run through a brick wall for you – anything not to let you down.
Think about someone who made a significant difference in your life. Maybe it was a boss, coach, teacher, or even a parent or grandparent. Think about how it felt when they expressed their confidence in your abilities.
Are you showing your team members that you believe in them?
What’s trust got to do with it? In leadership and in relationships, it’s got everything to do with it.
Fired Up! Or Burnt Out?
May 7, 2010 | Leave a Comment
We’re all being asked to do more with less these days, but some people are feeling the pressures more than others. Are your employees still Fired Up! about their jobs, or are they Burnt Out?
I’ve heard from friends and colleagues lately that they are seeing more disengaged employees than ever before. Dubbed “The Walking Dead” by many management experts, these are the employees who are just going through the motions. They do the absolute minimum that they have to do just to get by. I’m willing to bet that you pictured a co-worker or team member when you read that last sentence. Yep, we all know at least one person who is burnt out, checked out, and pooped out. And yet, he or she is still taking up space on the job. (Hopefully it’s not you!)
The sad part about all of this is that disengaged workers were usually once engaged, enthusiastic, productive workers. So why do they become so discouraged? Disengagement typically begins with a change in the work – whether it’s a new boss, assignments, a change in work location, or being overwhelmed with extra duties, etc. There are a variety of reasons why people check out.
More commonly people get disengaged because they get little or no support from their leaders. My friend and colleague was telling me recently that she is nearing the point of burn out because although she’s been pulling extra weight for quite some time and doing a great job, she gets no acknowledgement, appreciation or recognition from her boss.
As leaders, we all need to be concerned about disengaged employees. Why? Because disengaged employees eat into your organization’s bottom-line, while breaking the spirits of co-workers. Disengaged workers are much more likely to:
- Be less productive
- Have an accident
- Cause errors
- Have an absenteeism and/or tardiness problem
- Provide poor customer service
Okay, before I get you totally depressed, let’s talk about what you can do as a leader to prevent disengagement, and maybe even re-engage those on their way to the check-out counter.
- Show some love! – Let your team members know how much you appreciate their efforts. A little bit of recognition goes a long way.
- Treat employees as individuals – A one-size-fits-all approach to leadership just won’t cut it. Honor individuality and results, not the process or how they arrived at the results.
- Create a greenhouse for your employees to grow – It is vital that team members have opportunities to continue to learn and develop their skills.
- Make employees partners – Clue them in to the big picture. Let them know the rationale behind what they are doing so that they can take pride and ownership in their work.
- Pay attention to top performers – They are always the first to leave if they become discouraged. Acknowledge their efforts. Sometimes just having you notice that they did their job with pride is enough to reignite them.
- Deal with poor performers quickly – Stop the spread of the “disease” before it gets to your top performers. When a leader ignores the poor performance of one worker, the morale of others is affected.
- Respect employees –What you do as a leader is like a boomerang. It will always come back to you. If you treat people with respect, you’ll likely be treated the same way, and vice versa.
You as a leader have tremendous impact on those around you. Just letting team members see that you’re concerned about them may be enough to reignite their enthusiasm and get them Fired Up!
Fired Up! Or Burnt Out?
May 6, 2010 | Leave a Comment
We’re all being asked to do more with less these days, but some people are feeling the pressures more than others. Are your employees still Fired Up! about their jobs, or are they Burnt Out?
I’ve heard from friends and colleagues lately that they are seeing more disengaged employees than ever before. Dubbed “The Walking Dead” by many management experts, these are the employees who are just going through the motions. They do the absolute minimum that they have to do just to get by. I’m willing to bet that you pictured a co-worker or team member when you read that last sentence. Yep, we all know at least one person who is burnt out, checked out, and pooped out. And yet, he or she is still taking up space on the job. (Hopefully it’s not you!)
The sad part about all of this is that disengaged workers were usually once engaged, enthusiastic, productive workers. So why do they become so discouraged? Disengagement typically begins with a change in the work – whether it’s a new boss, assignments, a change in work location, or being overwhelmed with extra duties, etc. There are a variety of reasons why people check out.
More commonly people get disengaged because they get little or no support from their leaders. My friend and colleague was telling me recently that she is nearing the point of burn out because although she’s been pulling extra weight for quite some time and doing a great job, she gets no acknowledgement, appreciation or recognition from her boss.
As leaders, we all need to be concerned about disengaged employees. Why? Because disengaged employees eat into your organization’s bottom-line, while breaking the spirits of co-workers. Disengaged workers are much more likely to:
- Be less productive
- Have an accident
- Cause errors
- Have an absenteeism and/or tardiness problem
- Provide poor customer service
Okay, before I get you totally depressed, let’s talk about what you can do as a leader to prevent disengagement, and maybe even re-engage those on their way to the check-out counter.
- Show some love! – Let your team members know how much you appreciate their efforts. A little bit of recognition goes a long way.
- Treat employees as individuals – A one-size-fits-all approach to leadership just won’t cut it. Honor individuality and results, not the process or how they arrived at the results.
- Create a greenhouse for your employees to grow – It is vital that team members have opportunities to continue to learn and develop their skills.
- Make employees partners – Clue them in to the big picture. Let them know the rationale behind what they are doing so that they can take pride and ownership in their work.
- Pay attention to top performers – They are always the first to leave if they become discouraged. Acknowledge their efforts. Sometimes just having you notice that they did their job with pride is enough to reignite them.
- Deal with poor performers quickly – Stop the spread of the “disease” before it gets to your top performers. When a leader ignores the poor performance of one worker, the morale of others is affected.
- Respect employees –What you do as a leader is like a boomerang. It will always come back to you. If you treat people with respect, you’ll likely be treated the same way, and vice versa.
You as a leader have tremendous impact on those around you. Just letting team members see that you’re concerned about them may be enough to reignite their enthusiasm and get them Fired Up!
Spice Your Business
September 30, 2009 | Leave a Comment
If you would like to:
- become more focused, efficient & effective in growing your business
- improve your profitability
- take your business in new directions
- build a culture of leadership throughout your company
- start a new business the right way
let me assist you!
I have been helping entrepreneurs develop & grow their own companies for over 25 years! It is my passion.
In 2007, the U.S. Small Business Administration recognized my commitment to assisting small businesses by naming me their Women in Business Champion of the Year for the State of Louisiana.
Together, we can identify & evaluate your options – based on your specific strengths & available resources — & craft a personalized development plan that produces the most efficient results possible.
* * *
I can offer your trade association numerous small business seminars or presentations including: 
- Ignite Your Sales with the Business Development Strategy that’s Right for You!
- Creating the Right Spice Blend: Product/Service Offerings that Can Double Your Profits!
- 15 Hot Marketing Strategies that Won’t Overheat Your Budget
- What Were They Thinking? Understanding How and Why Clients Buy
- Taking Ownership: Instilling a Culture of Leadership From the Ground Up
Strategize for Success Conference
September 28, 2009 | Leave a Comment
I am so excited to be a part of the Succeeding Women’s Strategize for Success Conference to be held Friday, March 20th at the W Hotel. Read more and register at www.StrategizeforSuccess.com!
Spice Your Business
September 28, 2009 | Leave a Comment
If you would like to:
- become more focused, efficient & effective in growing your business
- improve your profitability
- take your business in new directions
- build a culture of leadership throughout your company
- start a new business the right way
let me assist you!
I have been helping entrepreneurs develop & grow their own companies for over 25 years! It is my passion.
In 2007, the U.S. Small Business Administration recognized my commitment to assisting small businesses by naming me their Women in Business Champion of the Year for the State of Louisiana.
Together, we can identify & evaluate your options – based on your specific strengths & available resources — & craft a personalized development plan that produces the most efficient results possible.
* * *
I can offer your trade association numerous small business seminars or presentations including:
- Ignite Your Sales with the Business Development Strategy that’s Right for You!
- Creating the Right Spice Blend: Product/Service Offerings that Can Double Your Profits!
- 15 Hot Marketing Strategies that Won’t Overheat Your Budget
- What Were They Thinking? Understanding How and Why Clients Buy
- Taking Ownership: Instilling a Culture of Leadership From the Ground Up
When You Tune Out, You Lose Out
August 3, 2009 | Leave a Comment
When I ask participants in my leadership development programs to list the qualities and characteristics of an outstanding leader, they always list “good listener” in the top ten.
As a team member, leader, manager, (or “wanna be”), one of the most important skills you can develop is your ability to listen effectively. Often we’re so busy barking out directions, delegating, and giving instructions, we don’t think about taking the time to listen to what another person is trying to tell us.
By becoming a better listener, you will increase your own productivity, as well as that of your team. You will improve your ability to influence, persuade, and negotiate. What’s more, you’ll avoid conflict and misunderstandings and be able to resolve problems with customers, co-workers, and bosses – all necessary for workplace success.
Clearly, listening is a skill that we can all benefit from improving. You probably spend more time using your listening skills than any other kind of skill. Like other skills, listening takes practice.Who knows? Improving your listening skills may even enhance your personal relationships! All I know is that when you tune out, you lose out!
5 Simple Sales Strategies During a Recession (5-Part Series) By Tiffanie Z. Lyon, MBA
June 9, 2009 | Leave a Comment
PART 1
1. Develop and Nurture Existing Customers
We all know it’s easier to develop and deepen existing customer relationships than to go out and find new ones, especially during a recession. Now’s the time to look more closely at your existing client base and analyze them. Who spends the most? Who buys most frequently? With whom do you have the best chemistry or relationship and why?
Once you’ve re-connected with your customer base analytically, then reach out to them and discover additional needs they may have. You could be in a prime position to cross-sell or up-sell additional services that they may not have even realized you offer. Conduct a mid-year analysis or review with them.
It’s also a good idea to ask your best customers for a referral. But remember to show that you appreciate their business and also narrow the request down for them. It’s easier to think of people and companies when the universe is narrowed down versus asking, “who do you know who may be interested in my services?” For example, “Tom, you’ve been a long-time customer of ours and we sure appreciate your business. Who do you recommend I speak to in this office complex/on this street/in your Rotary Club who may be interested in our services? A referral from you would bring the kind of people we love to work with.”
Dig deeper within the organizations of your customers. Be certain you know all the players and have a connection “up the ladder.” For example, you may have a great relationship with a key person at the client company, but you really have never met any one else, such as the divisional manager or president. It’s important to have the endorsement of top management in case things change or your primary contact loses their job. A strategic approach is needed since you may be going over the head of your contact. This can be done, if it’s approached the correct way. Ask your contact if they can help you arrange a meeting with them, as well as a couple other key people. You should know who this people are if you know your customers well. Position the meeting as a way you are providing value-added service to your best customers, while stressing the importance of getting to know your customers even better. Offer a mini-training session, a product demonstration or something else considered value-added for them. Also, say that you want their input and feedback on how you can improve your products and services. This should warrant a meeting with several key players and keep your foot sturdy in this customer relationship.
Send your customer referrals when possible and do business with them, when possible. This shows your dedication and loyalty to helping your customers grow their businesses. They WILL remember these small efforts.
Send your customers cards often. In this electronic age, we seldom get snail mail letters and cards. Send a note letting your customers know how much you appreciate their business.
These are just a few things you can do to develop and deepen customer relationships. Keeping current customers happy is important at all times, but especially during a recession. What do YOU do to develop and deepen customer relationships??? Please share!
It’s All about Connections by Myra Corrello, PhD
May 27, 2009 | 1 Comment
Do you ever find yourself trying to cram 3 weeks of work into 3 days?
Welcome to my world.
When I hop on the plane Friday morning, I’ll probably pass out from exhaustion. Until then, I can only say “thank you” to everyone in my life who has made these days doable.
I really don’t know how anyone can function without the support and collaboration from a professional network.
One business partner reminded me of a critical discount program that I hadn’t bothered to join that, today, is saving me substantial money on one project.
Another partner introduced me to a virtual assistant who seems to have no limits to her knowledge, her talents, and her ability to help you solve your problem – no matter how challenging. She’s now assisting me in bringing projects to fruition that have sat on the back-burner for years.
That VA introduced me to a graphic designer who has stayed up with me till the wee hours of the morning for the last 3 nights finishing more major projects.
Another colleague dropped by Monday with her new illustrator and before I knew it, they were rolling up their sleeves critiquing and revising every piece of my work in process – with remarkable results.
Last week, a professional speaker colleague shared a new publishing source that is, as we speak, helping me create my first magazine – to be delivered, amazingly, this Saturday. Three days turnaround. Unbelievable.
A conference exhibitor expert introduced me to her favorite print broker. Today, she’ll deliver 3 completed print projects that would have taken me months to coordinate and oversee on my own.
Whew! It makes me dizzy to think about the amount of work we all manage at any given time. Where would we be without those around us who seem to have the right answer, the right word, the right resource – when we need it?
Instead of being overwhelmed, I’m overwhelmingly grateful.
Who are your most valued professional resources? What areas of your work could benefit from someone to share a tip, lend a hand, give you a new perspective or connect you to another?
When you feel you’re drowning in a sea of work, don’t forget to ask for help. Be open to whatever comes your way and be gracious in accepting those gifts. You never know when you might be able to save someone else’s day.
The Power of Pushing Yourself
May 25, 2009 | Leave a Comment
Are you challenging yourself to go beyond your comfort zone? Often, we progress to a place where we feel that we are competent and confident, and then kick back and relax.
Now is no time for complacency! In tough economic times, your organization needs individuals who are proactive, adaptable, and who offer creative solutions to help the organization build and maintain a competitive edge. That likely means that you will have to push yourself beyond your comfort zone.
We recently enjoyed a ski vacation in New Mexico. A Louisiana bayou girl doesn’t get much practice skiing, but I managed to improve my technique – on the “green”, beginner slopes. However, I knew I needed to challenge myself to loftier goals.
In tackling the “blue” slopes, I experienced fear, reluctance, and a longing for the comfortable green slopes. I knew the beginner slopes would become boring, and besides, it’s embarrassing to have your kids swooshing past you! With persistence, I became more adept and confident. Soon, I was feeling a sense of exhilaration and pride as I, too, did my own version of swooshing down the mountain.
As a leader, you cannot afford to become complacent. Volunteer for new assignments. Seek out professional development opportunities. Think about stepping out of your comfort zone and really pushing yourself to achieve greater success and provide greater value to your organization.
Here’s to your success!
Jennifer
