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Champion Leadership Blog

Sometimes “Winning” Isn’t Enough – That’s Why Your Small Business Needs a “Championship Vision”

Happy New Year!

The National Football League season concluded this past Sunday in the United States, and immediately teams fired their coaches after losing seasons.

Seventy percent of the 17 teams with winning records qualified for the championship playoff tournament. Of those five other teams with winning records that didn’t qualify for the post-season, one, the Detroit Lions, fired their coach.

Firing coaches with winning records isn’t unusual.

I wouldn’t be surprised if one of the playoff teams’ coaches that doesn’t get to the championship Super Bowl game loses his job.

After the 2017 Major League Baseball season three managers (Joe Girardi of the NY Yankees, Dusty Baker of the Washington Nationals, and John Farrell of the Boston Red Sox) who led their teams into the playoffs were fired when they failed to reach the ultimate goal, the World Series.

What does this mean for you?HVR_1999NYPChampions

Two things:

Every team has a “championship game vision” and if they don’t achieve that goal or are on track according to its projected timetable, look out!

For the ones with winning seasons that don’t get to that championship game, “winning” just isn’t good enough.

There are four reasons why they may fall short, which are the same four reasons your company may not be achieving its goals:

  • Strategy,
  • Personnel,
  • Leadership and Teamwork, and
  • Execution

Second, January is the start of the new 2018 business season (if you are on a fiscal calendar year), this is a great time to decide on your “championship game vision?”

Typically, this work should be done in December or sometime in the 4th quarter, which for participants in my Small Business Championship Game Plan program is “training camp,” but January is not too late.

Is your work environment championship ready for this season?

Let’s take this time to assess Your Championship Company – go to this link to take a free short assessment and get the results immediately sent to you.

’til next time, “Communicate with Power!”

skip-weisman-professional speaker-small business championship coach


Whose Job Is It? The Small Business Workplace Accountability (and Communication) Challenge –

I clean my office twice a year, whether it needs it or not.

It’s a good thing, too, because last week I came across an embroidered wall hanging that may have some value for you.

I found it at the bottom of my office closet. As I was ironing it for the photo, I was racking my brain to remember where I got it.

Then, as I got to the bottom with the iron I saw “Made in Ireland” and I was transported back to my 2008 vacation on the Emerald Isle.

Do yourself a favor.

Take the 60-seconds you’ll need to read it.

As you read it notice if you ever feel this way about how people communicate at your company and the expectations of those on your team.












Have you ever had people use this type of language?

If so, how is it a problem for you?

What is it costing you and your company?

What do you think? Leave a comment below to continue the discussion.

‘til next time, remember, Communicate With Power!

skip-weisman-professional speaker-small business championship coach



One Strategy to Overcome Co-Worker Personality Conflicts in a Small Business Workplace

Do you notice that many, if not most, conflicts in the workplace tend to be between people whose personalities don’t seem to be a match.

This often isn’t, or at least shouldn’t be, the case.

It only becomes a clash of personalities because there was some initial performance or behavior that was not addressed promptly, directly, and respectfully enough.

When these performance and behavior issues are left unaddressed co-workers often take matters into their own hands. Typically, they do it in a dis-empowering manner.

You’ve probably seen it.

A co-worker tries to address the problem by pointing fingers, blaming the other person, and worst of all, questioning the other person’s “intent.”

No wonder this person ends up with a bad attitude and difficult personality. I would too, if people were questioning my intent.

Often, people’s intent is good, but their ability or their approach isn’t at the level it needs to be.

One of the best ways to resolve “personality” differences that stem from co-workers just getting in each other’s way while doing their respective jobs is to separate the individual’s personality and intent, from the actual performance of the job or task.

Focus on whether the individual performed the job and achieved the desired results expected of them.

Take personality and intent out of it.

Assume positive intent. Assume they wanted to do a good job and just missed the mark.

It’s much easier to have a conversation around someone’s performance than someone’s personality.

Never question someone’s intent because then you are making assumptions and trying to be a mind-reader and come across as only looking to serve your own purposes.

What do you think? Leave a comment below to continue the discussion.

‘til next time, remember, Communicate With Power!

skip-weisman-professional speaker-small business championship coach



Small Business Leaders Must Understand that “Teamwork” Is An Individual Sport

Yes, you read that right!

Think about it.

The only thing that makes teamwork work is when every individual on the team commits to being a “team” player.

When have you experienced a breakdown in “teamwork?”

What was the cause?

Most of my clients tell me that it’s typically when one or more individuals “drop the ball” on their role in the teamwork.

Every day in athletic events there are great examples of teammates working closely together to make a play.

Yet, each act that allows that play to be successful is an individual act.

A simple example from baseball would be if a batter hits a ground ball to the shortstop. He picks up the ball and throws it to first base and the first baseman drops the ball.

The expected teamwork worked perfectly. Each player moved into their respective (if softball) position as required, BUT, the first baseman failed to execute his role.

In football, the quarterback drops back to pass. He is well protected by the offensive lineman. He throws a perfect pass to the receiver standing alone in the end zone with no defenders in the area for 20-yards.

He, too, drops the ball.

In both of those examples, the flow of teamwork worked perfectly. It was an individual who failed to execute their respective role that caused “teamwork” to fail.

That’s why I say, “teamwork” is an individual sport.

A few years ago I was working on a project to help a senior leadership team at a regional credit union raise their level of “teamwork.”

I asked for definitions of teamwork and one of the participants suggested this:

“Teamwork is a series of individual interdependent successful efforts.”

I loved it! And, with her permission have adopted it.

This is a vitally important concept in workplaces today.

There is too much emphasis on creating teamwork and not enough emphasis on providing individual team members the incentive and the reasons for them to participate in teamwork.

And, when “teamwork” fails, teamwork gets blamed, and no one is responsible or held accountable.

Have you ever experienced that?

So, what do you think? Leave a comment below and continue the conversation.

Feel free to argue with me, too. I’d love to explore this concept deeper.

‘til next time, remember, Communicate With Power!

skip-weisman-professional speaker-small business championship coach



Great Leaders Hire Great Leaders and Are Not Threatened By Them

Championship leaders want the best people on their teams. Now that may sound obvious, but that doesn’t always happen because sometimes, their egos get the best of them.

Some leaders self-esteem won’t allow them to hire the best people because they feel threatened.

That’s why I’ve been impressed by the head coach of my favorite hockey team the NY Rangers.

The Rangers head coach, Alain Vigneault just decided to bring on a coach with more experience and more wins as a major league coach.

He knows if the season gets off to a slow start this assistant coach will be inline to replace him.

But, he also knows he has the best chance for overall success with this coach on his staff, to which he is delegating about 40% responsibility (he’ll be coaching the team’s defensemen).

Anyway, great leaders, championship leaders, do not feel threatened by other successful people being on their teams. They embrace having people smarter than them on their teams. They bring a mindset of abundance to the situation with an openness to learning, even from a subordinate.

What is your experience in this regard? Have you known leaders to do similar things, or do you know leaders that have limited an organization’s success by not embracing this concept?

This leadership approach speaks to a deeper concept I’m developing called, The 3 Primary Workplace Communication Mistakes. I’m almost finished creating a video training series about them.

If you want to get notified when the free video training is available go to this link FREE, 3-Part Workplace Communication Training.

‘til next time, remember, Communicate With Power!

skip-weisman-professional speaker-small business championship coach



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