Since well before the start of the Industrial Age, companies have existed by a command and control leadership culture model and hunkered themselves down behind corporate walls of silence. It worked well, in many peoples minds, until we entered the Internet Age. Since then there have been a number of movements that have affected that structure and they are actually starting to change those antiquated processes and rules. Now, some will say this is a disruptive change that is not a good movement however this author believes it is the next evolution of the global business world. We are going to look at five of those movements so you can see how well you have adapted your company or not!
As we progress through this period we must realize that many companies have a major disconnect between their brand, business, marketing and contemporary culture. These companies must learn how to use the re-connection as a lever to increase their brand, business and marketing. Our companies are no longer islands unto themselves, able to drive demand of customers and command employees without respect and a global passion for doing the right thing at the right time with the right people. Continue reading “5 Culture Movements That Are Permeating Your Company”
Many people assume that if someone is successful it is because they have good leadership skills. Some people assume that if a business is successful it is because it has good leaders. Leadership isn’t something that is particularly easy to pass on to other people. Sometimes a company is successful because a past leader was very skilled as a leader and the current leader simply has kept things running the same as before.
Great leadership is a rare skill. For most people, it doesn’t come naturally. It is amazing how many organizations are successful even though they have only marginally competent people leading them. Many times this is because the structure of the organization helps make up for a leader’s shortcomings. Sometimes it is because a particularly talented staff that makes up for the leaders deficiencies.
Any leadership development training should take into account some of the basic facts, which ought to be made available to the individual concerned for developing his leadership skill and techniques.
Simon Sinek makes some major statements in his 2011 book, “Start with Why: How Great Leaders Inspire Everyone to Take Action”, but he emphasizes the fundamental need of every human, who is striving to succeed, to know the “WHY” of what they are doing. He discusses the idea of inspiring others to do well and provide great service. This is true of everyone; leaders, employees, or contractors within your company.
It should be no surprise that this is also the basis of PE-ER, the tool that helps you unlock the “real” potential of relationship capital. The currency of the 21st century. It tracks how well you keep your commitments or promises.
No, this is not a magic pill nor is it a silver bullet that will make everyone a super commitment maker. It is a tool that will help you see how well you and others do and provide a process that can help build the disciplines necessary to encourage success.
Will some people game the system? Of course, I am sure we will have some, but the goal is to create an environment that is built on authenticity, integrity, transparency, and trust. My belief is that those who do game it will be exposed readily.
Why should you as a professional or a company track and monitor your commitments on a regular basis? Failing to keep your commitments is often perceived as an indication that you don’t care about your dream client, your employees, your stakeholders, their time, or their desired results. This can lead to static or even declining sales, reduced profits and high turnover of employees.
In times of change, “What’s in it for ME?” (WIIFM) is the “BIG” question everyone wants an answer to as soon as possible. Basically, we are all self-centered so this should be no surprise.
As a leader, it is your responsibility to see that the communications are clear, concise and authentic. Where possible, we need to understand another component in change and that is “What’s in it for “US” as a group?” The answers to question WIIFM can actually be included with a WIIFUS response.
In my experience, the biggest mistake most leaders make when trying to change something in the life or structure of the enterprise is to lead by announcement, by propaganda, or—worse yet—by executive dictate.
What may make perfect sense in your mind may not be understood so clearly by the rest of the organization. To you, the idea is completely logical. Trouble is, to win the support of others you must appeal to the intellectual and emotional bandwidth of people.
Could the solution to resistance to change be a simple act of unlearning? Let’s look into this and see just how complex this statement really is for humans.
Lao Tzu said, “To attain knowledge, add things every day. To attain wisdom, remove things every day.”
Peter Drucker said it another way, “We spend a lot of time teaching leaders what to do. We don’t spend enough time teaching leaders what to stop. Half the leaders I have met don’t need to learn what to do. They need to learn what to stop.”
I have been a fan of the TV program NCIS since it was originally released. I have loved it for a number of reasons but most of all because of the focus on Gibb’s rules as a core of operations for the team. There are 50+ of these rules that have cropped up in many of the episodes over the 11 seasons.
One of the aspects of Gibb’s rules, that I like, is they are dynamic and change as attitudes and underlying values change which is important for growth. While you need to retain some rigidity, the flexibility allows you to balance responses and reactions
These rules have their foundation from Gibb’s values and time leading black ops missions while he was a Marine. They were adapted to his work with the NCIS investigative team so they have a tendency to be reactive or military based.
While I agree we can apply many of the characteristics of military engagement to business, I find they are limited because the motivations are different. In reality, nothing we do in business is truly life threatening or based on imminent physical danger. Yes, there are those who have this perception but it is rarely fatal to an individual.
So what can you do to develop your unique leadership style into one that will be highly trusted and respected? Today we continue last week’s post, here are the last three of the seven characteristics you can integrate when selecting the best leadership style, with tips for putting them into action.
The best leaders are human and socially conscious. Recognizing the contribution of others and giving the team room to innovate is the best way to lead into a more resilient future. In this 21st century we are facing radical changes in business structure, communication methods and high dependency on partners for growth.
If your leadership style is silo focused and inward driven, then it will not fit well in today’s environment. People are looking for leaders they can trust, believe and willing to commit to a common purpose of vision. If your focus in on short term financial goals with no room for employees, then I would say your focus is wrong.
Consider “Why should my team be led by me?” Notice what you already bring them, and what they need more of from you to bring out their best.
Has this ever happened to you? After you walk through the doors of a business or you call them and you are immediately surrounded or talking to a – perfectly groomed person with a smile planted across his face in greeting. Within two minutes they have talked non-stop and promised you everything, including the moon, if you purchase their product or service. You lift an eyebrow, and think to yourself… “Yeah, right!” If you are in sales, this is how you are viewed by your customer at times, your buyer is thinking “Yeah, right!” also.
There is no Trust Circle for them. The distrust between customer and salesman is a longstanding mixed emotion for most people on both sides. After all, they know you are wanting to make a buck off their purchase. Sure, they don’t mind you making a few dollars… everybody has to make a living… but heck, it would be nice if you were at least a little concerned about what their needs are too!
In reality… customers aren’t likely to buy from you unless they “Know” you, “Like” you, “Trust” you and “Believe” you will deliver on your commitments. There are a few easy steps that you can take to give them the confidence they need to take the plunge.
Generally, a sales motivation blog will contain a number of steps that you can do to sell your products and/or services to more people, more often but every one of those steps are rooted in soft skills. In this blog we are going to review a common list in that light.
While it is very true that every day of your life you are selling yourself, in fact, nothing happens until you’re successful at doing that. To do this excellently, you must have the appropriate soft skills under your control and be living the process.
Many times we forget or ignore the fact that we’re all in sales, whether we like it or not. It doesn’t matter whether you’re a lawyer or an accountant, a manager or a politician, an engineer or a doctor. This message is really a letter to myself as well as a blog article. It is vital to understand that soft skills in action can provide the base for all sales processes.
As John Maxwell says, “Leadership is about influence”. We spend a great deal of our time trying to persuade people to buy our product or service, accept our proposals or merely accept what we say.
At the core of this process, you need to get better at persuading or influencing other people – you need to get better at self-motivation and selling yourself. To do that improve your soft skills.
Here are 10 sales reminders that utilize soft skills. We list a sampling of soft skills for each sales reminder to help with your growth and self-motivation:
I have spent the last few weeks talking about soft skills, now we will see how some of those can be used by the entrepreneur. In today’s business world the small – medium privately held business faces a number of growth roadblocks that can impede their growth and success in their market place. While I have seen lists upwards of 25 potential growth roadblockes, they can really be digested to these ten. An organization may be dealing with one or more of these at one stage or another of their growth over the last 24 – 36 months.