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Champion Leadership Blog

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

HAPPY NEW YEAR!

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!


Champion Leadership Tip #8 – Shun Credit for Successes, Take Responsibility for Failures

In a few weeks the Olympic torch will be lit signifying the opening of the 2010 Olympic Winter Games in Vancouver, British Columbia, Canada. When the first team sport crowns its medal winners, the coach of the teams will not be on the medal stand having a medal draped around his or her neck.

Although uncertain of the genesis for this policy, it is consistent with this week’s Champion Leadership Tip. Leaders should shun credit and recognition for the success of their teams while taking responsibility for failures.

The best coaches in sports always operate this way. They recognize that regardless of the coaching, inspiration and preparation provided to their players it is the players who have to effectively put it all together to successfully perform.

On the flip side, if a team fails or loses, the argument could be made that it was the team’s coaches that did not do everything in their leadership role to provide the resources necessary to succeed. The best leaders recognize this and take the responsibility for it. In this area great leaders know the “buck stops with them” and would want it no other way.

Great leaders, who ironically also become highly recognized leaders,understand that the recognition and thus future opportunities will come from this type of leadership approach.

As you move forward in your leadership development adopt the Olympian’s approach; save the medals and recognition opportunities for your team members who’s efforts allowed your team to succeed and take responsibility for the setbacks to take the pressure off your team members publicly or at least within your organization. This is foundation of heartfelt leadership that will make you an even more successful and attractive leader.

This Champion Leadership tip is a subset of the three key strategies Champion Leaders must develop and consistently apply to be successful, to learn what they are you can download the free white paper report at this link

This will be the last Champion Leadership Tip for 2009 as we take a break over holidays. Best wishes for a great holiday season and we’ll be back with our first tip on Monday, January 4th.


The $5 Million Mail Clerk – How Do Your Employees Make a Difference?

A new client shared a story with me a couple of weeks ago that was very powerful in terms of employee engagement and workplace morale. I’m a big proponent of organizational leaders doing things that let their people feel like they make a difference.

Here is one great example:

One of the largest law firms in our region, Finkelstein & Partners, had a personal injury case in which their client was severely handicapped in a car accident, the injuries turned him into a paraplegic.

As the firm was preparing its case to go to court a FedEx package arrived at the office late on a Friday afternoon. Rather than wait until Monday to deliver the package, a mail clerk understanding the significance of a FedEx package, but with no idea about its contents, took the package directly to the attorney for whom it was addressed knowing it may impact a client’s interests.high morale leads to high employee intiative

Inside was an offer from the defense attorney offering a $5 million pre-trial settlement. The offer came with one caveat, a deadline of 5 p.m. Monday afternoon.

This mail clerk’s actions provided the attorney and his client the entire weekend to evaluate the offer’s merits, instead of just a stressful few hours contemplation the offer could have received if the mail clerk had less initiative.

The offer was accepted before the deadline and a client who desperately needed significant financial resources to address his new lifestyle and health challenges was able to find resolution without a having to deal with a costly, stressful and uncertain court trial.

A mail clerk made a $5 million difference in the life of a client. This is just one example of how regular, front line employees make a difference every day in the lives of customers and help companies of all sizes fulfill their visions, mission and purpose.

How are your employees making a difference, and how are you letting them know they do?

What is your $5 million dollar mail clerk story?

Next week I’ll write about recognizing and rewarding this type of initiative on behalf of your team members.


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