Call Us Today: 845-463-3838

Champion Leadership Blog

The Road to High-Trust Workplace in Small Business

In the last article, you read that the ultimate goal of any small
business owner should be to create a high-respect culture.

This is where each employee respects his or her co-workers as
professionals.

The path to a high-respect workplace is through trust.

You may have read my statement in the last article that…

Trust is the currency of respect.

And, that there can be no respect without trust. But you can have
trust without respect.

So to get there you have to first commit to trust.

How important is trust?

Well, in Stephen M.R. Covey’s book The Speed of Trust
his research shows very directly how important trust is.

My favorite quote from The Speed of Trust is;

“As trust goes down, speed goes down, and costs go up.”

And,

“As trust goes up, speed goes up, and costs go down.”

The same is true for respect but you can’t get to respect
without establishing trust first.

What is trust?

I define it as, “the absolute belief that you have my best
interests in mind.”

Or it could also be the team, the organization, the company,
the project, etc.’s best interest in mind.

There are 5 different contexts that need to be aligned between
individuals for high levels of trust to be in place that leads to respect.

The 5 include, each person believing the other:

Always has their, or the organization’s, best interest in mind;
Always communicates and acts with the best of intentions;
Can do what they say they’re going to do (capability)
Will do what they say they’re going to do (willingness)
Will be non-judgmental and helpful when they go to them in
a state of vulnerability.

If those five components are aligned you have a high-trust
relationship.

Consistent communication with the seven critical communication
skills that overcome the seven communication sins will allow the
mutual respect to manifest.

That starts you on the trust road to respect.

How far down that road is your company?

Or…

Is it stuck on the side of the road waiting for roadside assistance?

If you’d like roadside assistance to build that high-respect
workplace I have a FREE resource for you.

Go here to learn about how my FREE, no obligation Workplace
Communication Assessment Call would benefit you and your
company.

Go here to learn about how my FREE, no obligation Workplace
Communication Assessment Call would benefit you and your
company.

More to come next week, stay tuned.

‘til then, Communicate With Power!

 

 

 


The One Thing Employees Most Want in a Small Business Workplace – RESPECT

R-E-S-P-E-C-T!

Since 2002 I’ve facilitated multi-dozens of strategic planning
sessions for small businesses and not-for-profit agencies.

I can’t think of one of them where RESPECT was not on the
final list of core values.

At the end of the day RESPECT is what all people want in
their interpersonal interactions and communications.

RESPECT should be on the list of inalienable human rights,
if it’s not already.

Thomas Jefferson did not include it directly in America’s
Declaration of Independence.

I would argue that it is sort of implied in the “life, liberty,
and the pursuit of happiness” clause.

The problem, though, goes back to Article 1 in this series
(go here to read it if you missed it, or want a refresher).

You may remember that’s where you learned about the two
types of core values companies have in their workplace:

  • Professed
  • Perceived

Remember, “professed” core values are the ones that come
out of those strategic planning sessions I’ve facilitated.

They are the ones on the posters plastered on the walls.

“Perceived” values are the core values everyone actually
experiences people in the work environment through actual
behaviors in the halls.

Typically, there is a HUGE discrepancy between the professed
core values and the perceived.

You see, the main problem with respect as a core value is
that it is so very hard to define.

It’s like the definition of obscenity that the US Supreme Court
Justice Potter Stewart in 1964 explained, “I know it when I see it.”

Everyone in the work environment has a different definition for
what respect means.

More importantly, everyone has different rules for how they expect
respect to be delivered to them.

That’s the power of this model, and how the three fundamental
values of Clarity, Responsiveness, and Respect work so well
together to create a championship work environment.

But first, let’s revisit our two fundamental questions here:

  • How is your work environment lacking in respect?
  • What part of your company’s operations would benefit the
    most from greater respect?

What answers come to mind?

Respect, more than the other two values, impacts not just every
aspect of your company operationally.

It impacts every single person on your staff.

Imagine if everyone in your company truly felt respected?

The way you create that type of work environment is by
committing to clarity and responsiveness, first.

You see (and you can see it for real in the infographic here)
once you…

  • commit to clarity, and
  • raise the standard of communication so that it leads to
    greater clarity building credibility and trust.

Once you commit to responsiveness after clarity, credibility, and
trust, will rise at an accelerated rate.

And, it’s that high level of credibility and trust that will build the
respect throughout your work environment.

Trust is the currency of respect.

There can be no respect without trust. But you can have trust
without respect.

And, as you learned in Article #4 (if you missed Article #4 or want
a refresher, go here) “without clarity there can be no trust.”

So, again, imagine if everyone in your work environment
committed to raising the standard to first give the respect
everyone desires?

What could that do to your work environment?

So, today’s tip for leading your championship work
environment is…

Commit to Respect.

You have the roadmap to respect in these articles.

And, as you’ve learned in those other articles,
it is easier said than done.

If you’d like to learn more about how to build that workplace
with a foundation of high-respect through overcoming
The 7 Deadliest Workplace Communication SINs
I have a FREE resource for you.

Go here to learn about how my FREE, no obligation Workplace
Communication Assessment Call would benefit you and your
company.

More to come next week, stay tuned.

‘til then, Communicate With Power!

 

 

 


Responsiveness Can Differentiate You in the Marketplace & Help Your Small Business Beat the Competition Pt. 3

So did you commit to greater responsiveness as a core
value for your work environment?

In my last article I began to make the case for it.

(If you missed it you can read it here)

Responsiveness, is going to become the currency of the century.

Technology is making it so.

What is the expectation for responsiveness today?

How has it changed in the last 20-years?

That’s not going to change any time soon and my fear is it
is definitely going to get worse before it gets better (and that
may never happen).

As the youngest generation begins moving into the workplace,
look out!

As organizational leaders we need to adapt and overcome,
as they teach in the military.

And, as organizational leaders we need to train and coach our
teams to raise the standard for responsiveness now.

BUT, you don’t have to stress over it because there is an
easy remedy most people ignore or forget about.

The key to winning the responsiveness game is simple…

Manage expectations on the front end.

Instead of leaving that responsiveness expectation to chance
get ahead of it.

Give people clarity around what they can expect from you and/or
your people for responsiveness in any situation.

If you are proactive and assertive in proclaiming your response
time, most people will accept your terms.

If you are not, one of two things will happen, you will either:

  1. Surely disappoint them, or
  2. Be at the mercy of their response time demands
    and expectations.

Something to think about?

One of my core values for my business is responsiveness.

The way I stay out of disappointing others or playing their
game for responsiveness is to…

Proactive manage their expectations.

You can do the same.

Clarity with a commitment to communicating to manage other’s
expectations will allow you to take control of your responsiveness.

But first, let’s assess your work environment for responsiveness:
(Grade your organization on a scale of 1-10 in each of the five categories below,
10=can’t get any better)

  • Responsiveness to customers?
  • Responsiveness to coworkers?
  • Responsiveness to cross-department inquiries and requests?
  • Responsiveness to direct reports?
  • Responsiveness to superiors?

Imagine if you were to raise the standard for responsiveness how
would it make a difference?

When committed to and engaged in consistently, and you and your
people master the art of expectation management, it will lead in
to what we all really want…

RESPECT

See the diagram that explains this entire model from my new book here.

Stay tuned for more in two days!

‘til then, Communicate With Power!

 

 

 


Responsiveness Can Differentiate You in the Marketplace & Help Your Small Business Beat the Competition Pt. 2

This article is on a topic that most small business
owners take for granted.

Taking this concept for granted will slowly kill your business.

Step up this approach to doing business and you will beat
your competition, becoming the “go to” company in your
community for what you do.

Take it for granted and you risk defeat.

What is it?

Responsiveness!

In this 21st Century smartphone incessant, instant gratification
world, responsiveness is the currency of business.

Thinking about responsiveness from the perspective of instant
gratification is probably stressing you out already, BUT that
is the wrong way to look at it.

You can be the most responsive company/person in your
industry and community…

You see, The 7 Deadliest Workplace Communication SINs are
getting in the way.

(If you’re not familiar with The 7 Deadliest Workplace
Communication SINs go here to download the guide now.)

The communication sins most impacting your company’s
lack of responsiveness, whether for internal customers or
external customers, include:

  • A Lack of Specificity
  • A Lack of Desirable Behaviors
  • A Lack of Directness & Candor
  • A Lack of Focused Attention
  • A Lack of Immediacy, Urgency, & Promptness

The other two communication sins are peripherally involved, and
the five above are your biggest direct culprits.

If you’d like to learn more about how The 7 Deadliest Workplace
Communication SINs are impacting the lack of clarity in your
organization, and how you can reduce the friction in your work
environment, I have a resource for you.

Go here to learn about how my FREE, no obligation Workplace
Communication Assessment would benefit you and your company.

That’s all for now, next time you’ll learn how continually building
the values of Clarity and Responsiveness into your work
environment will lead to the most important value of all!

 

Stay tuned!

‘til then, Communicate With Power!

 

 

 


The Importance of Responsiveness in Small Business Work Environments – Pt. 1

This article is part one of a two part series on how raising the
standard on the expectation for “responsiveness” can separate
you from your competition, because…

One concept my small business consulting clients and audience
members in my keynotes complain about is…

a lack of responsiveness in today’s business world..

Now, thanks for technology the expectation for responsiveness
is at all time high.

That’s not going to change any time soon and my fear is it
is definitely going to get worse before it gets better (and that
may never happen).

As the youngest generation begins moving into the workplace,
look out!

We need to adapt and overcome, as they teach in the military.

That’s why it’s vital to raise your standard for communication in
your work environment now.

One of the things causing friction that is preventing better
responsiveness is what you learned in my last article…

…a lack of clarity.

So, the power of this model, is explained by this infographic
from my recently published book.

 

 

 

 

 

 

 

 

 

 

Greater clarity that comes from conversations with specificity that occur
with focused attention and are direct and candid about desirable behaviors
(those are 4 communication skills that breakthrough the communication sins
directly impacting
clarity), drives responsiveness.

There are other factors impacting responsiveness in your work environment,
but when you commit to clarity it will solve 80% your responsiveness issues.

I’ll ask the same two fundamental questions here:

  • How is your work environment lacking in responsiveness?
  • What part of your company’s operations would benefit the
    most from greater responsiveness?

What comes to mind?

Responsiveness, just like clarity, permeate every aspect of your
company operations.

Imagine if everyone in your company committed to raising the

standard for responsiveness, such as…

  • Responsiveness to customers?
  • Responsiveness to coworkers?
  • Responsiveness to cross-department inquiries and requests?
  • Responsiveness to direct reports?
  • Responsiveness to superiors?

So, today’s tip for leading your championship work environment is…

Commit to Responsiveness.

This is easier said than done.

Again, there are some of The 7 Deadliest Workplace Communication
SINs
getting in the way.

(If you’re not familiar with The 7 Deadliest Workplace
Communication SINs go here to download the guide now.)

The communication sins most impacting your company’s
lack of responsiveness:

  • A Lack of Specificity
  • A Lack of Directness & Candor
  • A Lack of Desirable Behaviors
  • A Lack of Focused Attention

The other three communication sins are also peripherally involved,
but those four are your biggest culprits.

If you’d like to learn more about how The 7 Deadliest Workplace
Communication SINs
are impacting the lack of clarity in your

Organization, and how you can reduce the friction in your work
environment I have a resource for you.

Go here to learn about how my FREE, no obligation Workplace
Communication Assessment
would benefit you and your company.

That’s all for now, next time you’ll learn more about the power
of Responsiveness that will add a perspective for you.

Stay tuned!

‘til then, Communicate With Power!

 

 

 


Page 2 of 98123...Last

Claim Your Free REPORT:

"The Employee Motivation Equation"

A Simple 3-Part Formula that Inspires Employees to Contribute Better Than Ever:

Our Clients Include:

Inspired Audience Member Shares His Experience

“You really inspired me! Your keynote address gave me the guts to begin shouting from the mountaintop…

‘Hire me, I am good at what I do!’ ”

Mark Curtis
TV Anchor & Author

The City of Hartford MHIS Division

Satisfied Clients Speak

"The work Skip did with our Information Technologies Division transformed how we communicate and work together, including bringing us a new identity and name, as the city’s Metro Hartford Innovation Services Department.

Skip’s ability to customize his approach and bring flexibility to our specific needs, situation and unique work environment, gave us just what we needed, when we needed it. He’s been a pleasure to work with and brought our organization high-value and a measurable return on our investment."

Sabina E. Sitaru, PMP MISM
Chief Innovation Officer
The City of Hartford & Hartford City Schools