Success Stories!

Screen Shot 2018-03-28 at 10.28.54 AMSo, there you are, meeting day. You stand center stage with every eye on you as you clear your throat and prepare to present one hundred twenty-five slides with graphs, org charts, formulaic data and relative material to advance brand and image to the elite of the company. You have toiled for weeks gathering just the right graphics and insight into the mechanics of your presentation. You have quotes, P & L elaborations and are very aware of the mission statement and promises of profitability to the shareholders.
Off you go.
Halfway through slide three you note the wandering of eyes onto tablets and cell phones, slide fifteen watches are being checked, fifty-seven the front row if not nodding off are definitely fading, when you hit visual one hundred eleven even the CEO is dead asleep and the meeting is lost. But wait, you think, slides one twenty-three through one twenty-five remain for the big finish.
“Are there any questions? You ask.
The silence is deafening, finally, a hand goes up.
“Yes?”
“Is there lunch?”
Which awakens the CEO, “Lunch?” he exclaims, “Great meeting, Jenkins!”
Your name is Thomas.
As you commiserate over your cold sub sandwich down at the other end of the table the accounting intern is holding court.
“…because of that reality with my family, I became more aware that profitability begins with a relationship based on solid communication.”
There is a spattering of applause followed by comments.
“Great story Serena, there’s an application to our data team in that.”
Heads nod and eventually that CEO looks at you, “You get that, Perkins?”
You nod, “yes sir.”
“You might want to add something like that in your next presentation,” says the leader, followed by a pat on the back for Serena.
“Good point, sir”, you say with a half-hearted smile.
“Thanks for sharing that Serena, you definitely have a way with words”, with that he departs for his corner office.
Everyone exits with praises for the “intern” leaving you to clean up the room and begin the pity party.
“He knows her name?”
Success stories are more than “once upon a time” meets “happily ever after”. They are based where real people meet real situations resulting in real life. When we learn to incorporate where we’ve been into where everyone is, we begin foundational success.
For your next meeting, consider the three pronged approach to storytelling for communication.
Initiate– Open with intriguing life impacting content tied to the mission.
Elaborate– Paint outside the lines with the content that allows participants to create a conclusion.
Culminate– Narrow your content to focus on the cause and effect and bring the ending to support to the beginning.
Allow your audience to participate in your journey with stories and be amazed at what develops. It begins with the magic of a story that only you can tell.
# # #

 

Leon McWhorter is an award winning writer, producer, and director with over 30 years experience training executives, talent and support teams in the magic of storytelling for success. His background with all major media outlets (CBS, NBC, ABC and The Walt Disney Company) will benefit you and your team with keynote or training in the art of the story.
Learn more about Leon’s programs:
Contact Mike Adams at 858-638-8260, madams@wolfmotivation.com or visit us at www.wolfmotivation.com.
Advertisements

Leaders as Coaches

By Jeff Wolf

Time to read: 2 minutes

Coaching plays a crucial role in keeping people engaged and committed. It brings out the best in them and helps remove obstacles to their success. Coaching is not about telling people what to do or how to do it; rather, you help people discover their own paths by encouraging and questioning. Help eliminate their roadblocks by asking questions like: With which past projects did you struggle? What steps will you take to achieve your goals? What excuses are you making? What’s holding you back? What have you tried since the last time we talked? Open-ended questions make people think through obstacles. And coaching shows that you care and are willing to share yourself with them.

Use coaching to enhance the capabilities and performance of leaders, high potential employees, and top producers. When leaders coach, people become more confident and motivated, which leads to higher performance and productivity. Leaders build relationships of trust when they support people to be all that they can be.

Organizations with a strong coaching culture develop higher engagement and performance. A coach asks: What are my people’s strengths? What are their goals, their ambitions, their technical and managerial limits? At what do they excel? What are their weaknesses, their potential, their limitations, their directions? A coach works one-on-one with key employees to stop bad habits and start positive ones. Participants can discuss what’s working, and not working, in confidence, and the coach holds them accountable and supplies support.

Coaching increases productivity, builds teamwork, motivates employees to elevate performance levels and helps them overcome obstacles to success. A great leader spends time working with individuals to see the blocks in their performances. A successful leader and effective coach are one in the same. People do not and will not change until they see the need to. A good coach listens to people to find ways to break down the barriers that keep them from reaching their full potential. They work with their people to outline a plan of action that clearly states the goals for improvement and accountability. Coaching helps people learn, grow, and change. It provides a powerful structure through which people can focus on specific outcomes, become more effective, and stay on track.

THREE SKILLS OF EFFECTIVE COACHING

Coaching requires you to master three skills: questioning that leads to understanding, structuring jobs correctly, providing positive reinforcement. Let me explain:

Effective questioning opens the door to understanding what‘s on people‘s minds. When you‘re coaching somebody, ask open-ended questions that cannot be answered with a yes or no. You want the person you’re coaching to think about the answer. However, managers need to ask the right questions….questions that help employees realize their strengths, their failings, their needs and how they can best contribute to their organizations, and by extension to their abilities. Great coaches know the answers even when employees don’t.

Armed with that knowledge, great coaches structure jobs and work environments that allow each individual to flourish. They provide resources and training. They continually monitor progress and provide feedback, knowing when to encourage but also when to be brutally honest.

Praise and recognition for a job well done is often the positive reinforcement that works wonders. Outstanding leaders go out of their way to boost the self-esteem of their employees. If people believe in themselves it’s amazing what they can accomplish, so give them well-deserved praise.

In closing: Coaching opens lines of communication to create a comfortable environment where performance issues can be discussed freely and without defensiveness. Leaders who are effective coaches have more successful teams, higher morale and, in most cases, better bottom-line results. The benefits of coaching include: improved trust and morale, improved performance, skill development, innovation, productivity, confidence, motivation, better customer service, higher retention of key people, less stress, and applied potential.

LOOKING FOR A FRESH PERSPECTIVE?

Jeff Wolf is the author of the international best-seller Seven Disciplines of a Leader.

A dynamic speaker and highly requested executive coach he was named one of the country’s top 100 thought leaders for his accomplishments in leadership development and managerial effectiveness.

Contact Jeff today for your coaching needs or to speak at your next meeting or conference.

If you want your leaders to be great coaches, his program, Be a Great Coach, is now available at your location.

Jeff may be reached at 858-638-8260 – jeff@wolfmotivation.comwww.wolfmotivation.com

Identifying High-Potential New Leaders

Screen Shot 2017-11-14 at 12.18.08 PM

By Jeff Wolf

How do you identify high-potential new leaders? Leaders must be proficient in both hard and soft skills. For years, organizations looked at only hard skills or technical knowledge, such as expertise in strategy or finance. They viewed these hard skills as the most important characteristics of high-potential leaders. However, the soft skills (people or interpersonal skills) are key for the next generation of leaders.

Look for these soft skills:

  • effective communication
  • coaching ability
  • listening skills
  • teambuilding capability
  • facility for building relationships with their staffs and teams and with cross-functional areas to achieve goals and get work done
  • a sense of inquisitiveness
  • a willingness to improve
  • trustworthiness
  • a tendency to ask a lot of questions
  • an understanding of how their actions have an effect not only on themselves, but also on others

Leadership is difficult and demanding because leaders must help drive results, inspire, guide people and teams, and make tough decisions. Clearly, not everyone has the desire to lead, so the first question appears to be:

  • Does the person want to be a leader?
  • What are his goals and aspirations?
  • Does she see the big picture versus having a silo mentality?
  • Does he have the ability to strategically navigate complicated issues?
  • What types of real-life experiences does she have?
  • Is he honest and ethical?

Leaders need to be positive and have a great attitude because they can either impart or sap energy. A leader’s upbeat attitude becomes contagious, lifting the morale of those around her. You can always teach skills, but you cannot always teach people how to be positive; they either have a great attitude or they don’t.

Observe firsthand how potential leaders work with others and how other people view them. When they stand up to speak in front of a group, do they exude confidence, present articulate, clear messages, and carry themselves well? They should also have good judgment skills in three discrete areas:

  1. People. Can they make sound judgments about people, such as anticipating the need for key personnel changes and aligning people to make the right call?
  2. Strategy. Are they flexible and adaptable? Can they make changes when a current strategy isn’t working?
  3. Grace Under Pressure. When they’re in crisis situations, do they remain calm, focus on their goals, think clearly, and develop new alternative strategies? When they make a mistake, do they admit it, let others know about it, and move forward, or do they try to hide it? By admitting mistakes, they serve as role models, communicating that it’s okay to fail and make a mistake.

Lastly, employ a series of tests and assessments to further measure their hard and soft skills.

LOOKING FOR A FRESH PERSPECTIVE TO IDENTIFY AND GROW YOUR LEADERS?

Jeff Wolf is the author of the international best-seller Seven Disciplines of a Leader.
A dynamic speaker and highly requested executive coach, he was named one of the country’s top 100 thought leaders for his accomplishments in leadership development and managerial effectiveness. He may be reached at 858-638-8260 or jeff@wolfmotivation.com

Attract the Best People

By Jeff Wolf

shutterstock_369899390Top employers are facing a perfect storm in the fight for talent. Unemployment is at its lowest rate since 2009 and job openings have increased by 73 percent. At the same time, Baby Boomers are rapidly retiring and new college graduates are significantly lacking the skills businesses are seeking. And if that isn’t enough, at least one third of the existing workforce is ready to quit. (Bureau of Labor Statistics)

Make your life easier, and make your company more successful. Smart leaders don’t recruit the best people, they attract them. Why? Because it makes their lives easier and their companies more successful. How do they do it? They have a clear purpose for existing (PFE), and they live it and tell the world about it… And the best people come to them.

The success of attraction is based on two principles. The first is a basic tenet of life: Like attracts like. In any animal or human culture, subgroups are composed of individuals with similar characteristics. A leader who defines his/her company’s PFE is saying, in essence, “We are zebras. If you, too, are a zebra, come join us.”

The second principle is that the best and the brightest people seek more than just a paycheck from a job; they seek fulfillment of their own PFE. They seek companies whose PFE supports their own. In certain industries, labor shortages will likely occur again later this year. The repercussions will be felt in lost opportunity costs as companies can’t find qualified talent to serve their customers or to fill open positions. Total costs to replace a skilled manager can exceed 150 percent of the person’s salary. With over 50 percent of salaried people planning on moving as jobs become available, this cost will be substantial for many companies. Thus, the opportunity to attract the best people, as well as keeping the right people, becomes more relevant.

Take Three Key Steps

To attract the best candidates, follow three key steps.

  • Clarify your PFE. What is your PFE? Why was the organization formed? What unique function does it serve? Make sure your PFE is deeply imbedded in the culture, codified in writing, clearly articulated, and widely distributed. An example of a PFE that is clear and impactful is that of Merck & Co., a global pharmaceutical company. Its PFE is as follows: “Our business is preserving and improving human life. All our actions must be measured by our success in achieving this goal.”
  • Tell the world your PFE. When you have a clear PFE, articulate it. Place it conspicuously in all your marketing materials, internal documents, websites, and communications with buyers, suppliers, customers, placement offices, and partners. Make sure that when people hear the name of your company, they know what your PFE is. Your PFE will have an impact on the people who interact with you. Those who have a personal PFE that is similar to yours and who can fulfill their PFE by helping you fulfill your PFE will be attracted to you.
  • Fulfill your PFE. Ralph Waldo Emerson said, “What you do speaks so loudly that I cannot hear what you are saying.” To attract the best people, you must live up to your PFE. Exhibiting actions incongruent with the PFE will damage your credibility and decrease the attraction. For organizations that live the PFE they create, every action makes the attraction that much stronger for potential candidates.

By following these three steps, you approach hiring in a new way. Creating awareness about your PFE and then interviewing people attracted to the company will become the norm. Once you start taking these three steps, if you have to work hard to recruit someone, you are likely trying to get the wrong person. Make your life easier, and make your company more successful. Don’t recruit the best people….attract them.

LOOKING FOR A FRESH PERSPECTIVE?

Jeff Wolf is the author of the international best-seller Seven Disciplines of a Leader and founder and president of Wolf Management Consultants, LLC.

A dynamic speaker and highly requested executive coach, he was named one of the country’s top 100 thought leaders for his accomplishments in leadership development and managerial effectiveness.

He may be reached at 858-638-8260 or jeff@wolfmotivation.com

Take A Summer Vacation This Year

13590241_10154231969315505_9091130377899891540_n

by Jeff Wolf

How many times have you heard your boss tell you that? In fact, how many times have you told your employees that?

Come on, fess up. Either case is as rare as a drenching rain in the Sahara. Let’s face it. Too many bosses discourage employees from taking more than a day off or a weekend here and there. And even then they don’t discourage a barrage of phone calls from work and many will expect employees to check their email several times a day. A two-week getaway to the Far East? Not a chance.

Every year, the media reports on surveys showing that large chunks of U.S. workers don’t plan on taking all their vacation time. Why does this happen, when it’s part of a worker’s compensation package? Large percentages of workers wouldn’t pass on a company-sponsored life insurance plan, or forgo a paycheck for all of December, so why are so many people willingly (or perhaps not so willingly) giving their paid time off back to their employers?

Forbes Magazine contributor Kristi Hedges nails the explanation: “The idea of a skimpy vacation as a worthy sacrifice or badge of honor is culturally embedded. The U.S. is the only rich country to not have legally mandated paid vacation and holidays.” She goes on, “science tells us that this is a very bad idea. Increasingly, studies are showing that breaks of any kind are not only good for you; they can actually increase productivity and well-being.”

Long Vacations Benefit Both Company and Employee

To create a lasting change in their organization, and maybe even greater society at large, leaders must fully embrace the practical benefits of vacations. Good leaders will be more inclined to not only grant, but also encourage employees to take not just a couple of long weekends here and there-and maybe a week off in the summer-but longer vacation time. Employees come back from a full week (or two or three) of time off when they were able to truly disconnect from work energized and recharged, with better ideas, a fresh perspective, lower stress-levels, and genuine excitement to tackle work challenges that can become overwhelming without time to recharge. Truly effective leaders recognize the value of paid time off, and understand it’s key to a productive and engaged workforce.

Here are specific steps leaders can take to make sure this happens:

  • Issue specific company policies that encourage all employees of the organization to take all vacation days due them, and in any increments they prefer.
  • Be clear the time off must not interfere with mission critical work, but also be clear that one person’s week off shouldn’t incapacitate a well-run department, and that while every department has busier times on the calendar, it is normal and expected that departments will experience slower times periodically throughout the year.
  • Require that all managers and supervisors conduct short meetings with their employees explaining the vacation policy.
  • Ask employees for feedback regarding perceived problems with the vacation policy. Since many employees may feel constrained to speak up, use a suggestion box where they can offer suggestions or voice complaints.
  • Assure that all complaints and suggestions are answered by a third-party, such as Human Resources.
  • Follow-up yearly to make sure the new vacation policy is working.

As we head in to the height of the summer, when friends and family frequently plan reunions, couples get married, families with children have the freedom to travel, as leaders it’s our job to help facilitate these getaways. Your employees will thank you for it, and ultimately, your bottom line will thank you for it too.

Jeff Wolf is the author of Seven Disciplines of a Leader and founder and president of Wolf Management Consultants, LLC, a premier global consulting firm that specializes in helping people, teams and organizations achieve maximum effectiveness.

Contact us today to discuss how we may partner with you to develop your current and future leaders or to have Jeff Wolf speak at your next meeting, conference or convention: Michael Adams madams@wolfmotivation.com 858-638-8260 or www.wolfmotivation.com