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Champion Leadership Blog

Champion Leadership Tip #11 – Leading With Humility a Sign of Strength, Not Weakness

One of the things that holds leaders back from being most effective and getting the best out of the people on their teams is a belief that they have to always be strong, always have all the answers.

Leaders who are unable to admit mistakes and unable to apologize for indiscretions will be limited in the results their teams achieve.

Many inexperienced and some experienced leaders succumb to the myth that they need to know it all and be all to everyone, yet this is the quickest way to failure.

The best leaders are humble. They apply humility in ther leadership approach by asking for help in situations where they know their people on the front lines or whom are closer to the situation may have better answers.

Leaders also apply this humility by hiring strong personalities that have strengths in areas where they are weak and they are not threatened by the presence of that strong personality.

It takes strength to lead with humility and to know when to apply it in a genuine way that connects with those that follow. Humility is one of the quickest ways to build trust and show your team members you are human, and that’s a good thing

But, leaders also have to know when to use it and can’t over do it, otherwise the leader will be seen to lack confidence and courage. For leaders that want to learn how to effectively apply and lead with humility, the foundational Champion Leadership Communication Skills Program, “Influencing Skills” is a good place to start.

For more information on “Influencing Skills” visit this link.

Champion Leadership Tip #10 – Set Organizational Behavior Standards, Hire & Manage Performance By Them

One of the questions I receive most from the owners and CEOs of small businesses and non-profits is about hiring the right people. Even in this economy with so many qualified people out of work, employers are still challenged in bringing people in to their organizations.

I believe one of the causes of this hiring challenge is that few organization leaders are clear on their hiring standards. Most take the antiquated approach of hiring for experience and education and put little focus on the prospective team member’s fit with the organization’s culture.

The reason for this is that most organization’s culture’s are developed organically without direction and forethought at the top of the organization.

When I offer the owners and CEOs of small businesses and non-profit organizations the concept of expected behavior and values standards that can consciously craft the culture, I am amazed they see this as a revelation.

I always suggest my five traits of a C.H.A.M.P. as a model to follow. It is usually well received since most don’t have a standard of their own. At the same time I also let them know that there is no magic to my five traits of a C.H.A.M.P. and suggest they adapt and/or create their own to begin as quickly as possible to integrate some behavior and attitude standards into their organization’s culture, to more consciously create their organization’s culture.

This tip offers a great strategy with which to launch the new year to begin creating a new culture of performance and accountability. In my free white paper report “The Secret 6 Step Formula for Creating a High Performing Business Team That Gets Champion Level Results.” I discuss this and five other components for creating a Championship Culture in any organization.

You can download that free report here.

A New Resource to Become a Better Leader

Imagine having a resource you could tap into daily when you need inspiration and insights to lead yourself and your team at a higher level?

Well, I’m excited to announce that on February 1st, my colleague Jim Smith, The Executive Happiness Coach, and I will be releasing our second edition of “The Leadership Series.”

“The Leadership Series” is 7 audio sessions of between 45-60 minutes each during which Jim and I discuss the most vital strategies leaders must know and apply to lead effective teams. Each lesson also comes with worksheets and assessments to reinforcement your leadership learnings.

All those that purchase “The Leadership Series” prior to the February 1st release date in our Pre-Order Special, will receive a special segment, a discusion between Jim and myself on the topic:

“Leading the ‘Millenials’ – GenY In The Workplace & What To Do With Them!” (this segment will only be available to those that pre-order this 2nd Edition of ‘The Leadership Series.’)

To learn more and to pre-order at a special price and to obtain the bonus segment, go to “The Leadership Series.”

Champion Leadership Tip #9 – Stop Trying to Motivate Your People


Everyone is motivated! I’ll write that again in case you missed it. Everyone is motivated!

What? You say, that’s impossible, you haven’t met my son-in-law. Yes, Virginia, even your son-in-law is motivated. His motivation may be to lay on the couch with the remote control while your daughter supports their household, but he is motivated.

Everyone is motivated.

But, are they motivated towards the right things? A procrastinator is motivated to put things off. A high-performing sales person is motivated to put money in his commission check. A homeless person is motivated to panhandle for his next meal.

If everyone is motivated then what do they need leaders for, you might ask?

The leaders job is to inspire their people to apply their motivation towards the right things. Inspiration gets people to apply their motivation towards goals and objectives that fulfill a particular purpose.

“Motivation” gets people to act in a certain fashion, but “Inspiration” directs that action in the areas that get the best results for the right reasons, fulfilling a particular cause or purpose.

The early moments of 2010, as in any new year, are the ideal time for leaders to leverage the optimism, enthusiasm and motivation for making this a great year that many people start out with, with an inspiring focus on achieving purposeful results.

Human beings want to know that their able to make a difference in the world. They want to know that they are on this earth for a purpose and leaders can inspire individuals to buy-into and fulfill a purpose in their role with the organization.

How are you inspiring your people? What is the ultimate purpose that you can focus your people’s attention on that will have the greatest impact on themselves, the organization, your organization’s customers and clients, and the community in which it serves.

As a leader start today to identify the specific ways your organization makes a difference and then connect that purpose to the role each person on your team fulfills.

That’s inspiration! Doing so will take their motivation in the right direction and get your year off to a fast start with a motivated team.

Have fun!

Leaders Are Either Inspiring or Sabotaging Confidence & Expected Success!

I have to chime in here about the decision made by the leadership of the National Football League’s Indianapolis Colts this past Sunday in their game against the New York Jets.

The Colts, with a 14-0 record and a chance for an undefeated season on the line had the home field advantage through the entire playoffs up to the Super Bowl already clinched for the upcoming post season. They were playing a team, the Jets, needing a win to keep their playoff chances alive and knock some of their competitors out of playoff contention.

With a 5-point lead and 17-minutes remaining on the game clock the Colts leadership decided to take their best players out of the game to save them from potential injury to be healthy for the upcoming post season coming up in three weeks. The Colts second string players were dominated by the Jets first stringers and the team lost for the first time in 24 regular season games, ruining their chance for a perfect regular season.

Their star quarterback, Peyton Manning, remained on the sidelines with his football helmet on and the chin strap snapped as if he were going in to the game at any moment, but the call never came.

I believe this was a poor decision on behalf of the Colts leadership. Athletes are paid to win. They show up and take the field expecting to win. Teams win by putting their best players on the field until victory is virtually certain.

In facilitating a management team’s meeting yesterday at which we crafted a “team agreement” as to how they were going to interact with each other and show up to work, one of the team members suggested that first and foremost on their list of agreed upon behaviors was “expect success.”

If leaders and teams are to be successful they must show up expecting to be successful. Expecting success changes the outlook of everyone on the team. Leaders have to expect success and their job is to ensure the best players (employees) are on the team to allow the team to be successful.

As soon as the personnel change was made by the Colts in the third quarter of the game on Sunday, the entire team and fans in the stadium stopped expecting success, and as such, they didn’t get it.

If you’re a leader, expect success; communicate and act “as if” you expect success and your team members will show up the same way.

It’s the only way to play the game

Happy New Year!

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