Creating the Championship Character You Need From Employees at Your Company

Years ago the great sales trainer and motivational speaker Zig Ziglar was credited with the quote,…

“Circumstances don’t create character. They reveal character.”

Character in the work place, whether it be the character of the business owner, the boss, or the employee is vital to a company’s success.

But, I don’t believe that it’s that black and white.

I see it similar to the concept of nature vs. nurture.  It takes both to raise an effective adult from a child.

Circumstances, or as I like to call them “conditions” influence greatly an individual’s character.

And, when conditions change, an individual’s character will adjust. Individuals can learn what’s appropriate under various conditions and circumstances and what isn’t and they will create their own character norms from what they learn.

I’ve seen it in my clients.

You’ve seen it in your employees.

A simple test for you is to look at your present team of employees.

How many of them did you hire with great promise and expectations that they were going to be strong contributors to your company?

Which, they probably did for some period of time.

Then, at some point, you may have noticed their attitude and performance slip.

Was this just their character waiting dormant for the right time to come forth?

I don’t think so.

It was the conditions in the work environment that influenced the change in character.

To get the old character back requires an assessment of the cause.

That assessment can only come from a direct, candid, humble, and maybe even vulnerable conversation with these employees.

This conversation is a three-step process:

Step 1:
Let the individual know you are open to their opinion and you want to hear it and you are asking because you want to create a more positive and productive work environment.

In that part of the conversation also let them know that no matter what they tell you promise there will be no negative repercussions.

Step 2:
The second part of the conversation is to ask a simple question, “what, specifically, is preventing you from doing an even better job?”

Step 3:
Is to do something with what you hear. Too many business leaders may ask similar type of questions and get answers, but the question and potential solutions go into a black hole.

Those who shared their deepest concerns feel cheated and wonder why there was no follow through on their suggestions.

Allowing these suggestions and ideas to fall into a black hole is worse than not asking at all.

Don’t fall into that pattern.

I’m wondering if you have?

This conversation is one of five steps in creating Your IDEAL Championship Work Environment.

I’m writing a new guide and report on the process that outlines step by step how you can implement it into any company in any industry of any size.

Use this process and you will change the character of the people working at your company.

If you’d like a copy of this new guide, which should be out in a couple of weeks, just write comment below with a simple, “YES,” and i’ll add you to this list to let you know when it’s available.

‘til next time,

Skip 🙂

P.S. – Remember last week I re-launched the Your Championship Company Facebook Group.  25 new members, like-minded business owners like you have already joined so, go here to learn more and request to join.


Are you with me?

If you’d like to explore how to make performance management actually work at your company, let’s jump on a call and assess you present approach, then you can begin leading to create Your Championship Company. 

Go here now to find a time that works for you.

More to come, stay tuned.

‘til then, Communicate With Power!




Leave a Reply

Your email address will not be published.