Passion and Persistence In Leadership
By Michael | April 30, 2009
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Leadership Journey
June 3rd
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“Above all, be true to yourself, and if you cannot put your heart in it, take yourself out of it”.
— Author Unknown
Dear Leaders,
As I mentioned last week there are 5 P’s I observed regarding Courageous Leaders. Last week we spoke about PEOPLE and how Courageous Leaders care about People. This week I want to speak about a combination of two behaviors, PASSION and PERSISTENCE.
The Courageous Leaders I’ve observed have been very willing to do whatever it takes to live their passion. They consider themselves business owners even if they are an employee of a company. They feel empowered and creative and deliver great results.
I interviewed three leading sales people this week and they were all passionate about their responsibilities.
- They are fanatical about their careers, what they would like to create, and what it is they are trying to achieve.
- They let nothing get in their way of achieving their goals and dreams.
- They embrace and benefit by taking personal risks.
Too often I hear of individuals that are unhappy in their careers, jobs, assignments and life.
How can they be happy in their business when they don’t enjoy or find value in coming to work each day? It could mean they would not make as much money if they pursued their dream job, but you need to consider the short and long term benefits.
It may also mean they have to retool their skills and in the short term lessen the time they devote to their personal life. The most Courageous Leaders are not afraid to take the necessary steps to achieve and live what they are passionate about.
It is very tough to be passionate and persistent if you are not in the career or position that suits you. It is also unlikely that you are using your Magic Dust™ if you are not passionate day to day.
The passionate and persistent leaders invest in themselves. They do this by learning about new positions or careers, sending themselves to training, reading books, attending seminars and conferences (sometimes at their own expense), and by joining organizations that enhance their credibility/skill-set and builds their network.
These are two more critical behaviors displayed by great and courageous leaders. If you would like to discuss anything that’s impacting your ability to be persistent and passionate, please call me.
Sincerely,
Michael W. Kublin
“A great leader’s courage to fulfill his vision comes from passion, not position”. - John Maxwell
“Achieving success in life no matter how one may define what successful is will always be dependent on being persistent. No matter what the success goals are, be it in business, sports or even family life, being persistent will always play an important role”. – Daegan Smith
Key components
for successful leaders:
Passion
Persistence
People
Process (this includes Planning)
Profit
LEARNING LEADING SUCCEEDING!
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888.565.9555
Topics: Leadership Tips | No Comments »
Great Leaders, Great Behaviors
By Michael | April 23, 2009
“The quality of leadership, more than any other single factor, determines the success or failure of an organization”.
- Fred Fiedler & Martin Chemers Improving Leadership Effectiveness
I’ve been training leadership excellence for the past 14 years and am now sharing a complimentary workshop called “Discovering The Courageous Leader In You”.
While conducting this program I’ve noticed a trend. There are 5 P’s or actions which the most successful leaders and managers use to their advantage. They are Passion, Persistence, People, Process (this includes Planning) and Profit. (I am sure there are others however this is what I’ve observed).
Today I want to highlight the PEOPLE behavior. We’ve asked many leaders to remember a past boss or leader that has impacted their lives in a positive manner.
I’ve been told:
1) Great leaders are great listeners. They listen so closely that others feel that they’ve been heard.
2) Great leaders genuinely care about their staff’s careers not just performing a task. They show this by having one-on-ones that focus on their staff or even their peers and by providing mentoring and coaching.
3) Great leaders understand different types of people and how to treat each one as unique and special. They understand and respect if some individuals need space to think and plan.
4) Great leaders stretch their people to excellence (none of them are easy with the work!!!)
5) Great leaders are in the boat with you and have compassion for the things you’re experiencing. You can feel their involvement and they make themselves visible during difficult times.
6) Great leaders truly feel PEOPLE really come first because of their actions, not just by what they say but rather by what they do.
I’d like to highlight a leader who was recently featured on Good Morning America. His family owned a bank for many years in Miami, Florida. Their bank had been approached numerous times by larger banks for mergers but they continually resisted these efforts.
The bank had special relationships with its staff and customers with most of the staff having great tenure. The staff was empowered to make decisions, implement processes, and deal direct with the customers. Their leader provided the resources and support they needed to treat customers in a special high quality manner.
The CEO said “we are special because of the way we work and treat our customers. It’s not me, it’s the staff that deserves the credit”.
Early 2009 the bank was again approached requesting they sell a large majority of their shares; this time they felt it was an offer they couldn’t refuse.
The CEO made a list of ALL the current and past employees. He then split $60 million dollars among the entire staff, past and present.
This leader truly recognized how and why the bank was so successful and he applied the behaviors and actions he found invaluable. (For those that are curious the bank owner’s name is Leonard Abess Jr and the bank is City National Bank of Florida).
These are just a few of the behaviors that great leaders exhibit with regards to their people.
Sincerely,
Michael W. Kublin
“There is no contest between the company that buys the grudging compliance of its work force and the company that enjoys the enterprising participation of its employees”. - Ricardo Sempler
for successful leaders:
Persistence
People
Process (this includes Planning)
Profit
LEARNING LEADING SUCCEEDING!
www.peopletekcoaching.com
888.565.9555
Topics: Featured Leader, Leadership Tips | No Comments »
Coping With Burnout and Stress
By Michael | April 16, 2009
LEADERSHIP JOURNEY(TM) (12 session program beginning May 6th; conducted virtually via conference line).
“You are most vulnerable to burnout when the stresses you experience impact negatively on the things that you find most fulfilling in your job. Not only do you experience the unpleasantness of stress, you lose the job satisfaction that counter-balances this”. - MindTools on Stress Management
We’ve been asked to provide some ideas with dealing with “burnout” and stress in the workplace. These are not unique conditions but as leaders you may be seeing them in greater volume.
The first step is to recognize both burnout and stress and identify the cause(s).
Some include:
- role ambiguity/conflict
- unusual demands
- stressful situations
- overload/under stimulation
- unpredictability of future events
- job security
- inability to never relax or “let go”
People need to feel good about themselves. Our need to achieve is a natural drive and in general we lose self confidence when we don’t meet our own expectations impacting how we live our life.
HELPFUL COPING RESOURCES:
Problem solving:
Positively attack and solve problems, create solutions and make necessary changes.
Communication:
Express both negative and positive feelings to form relationships and effectively cope with stress.
Closeness:
Get close to other people, share feelings, and work with others within a group.
Flexibility:
Allow yourself to be spontaneous and be open to changing your behavior to reduce
stress.
Review your goals. New goals may need to be developed to help facilitate positivechanges within your life. To make and maintain the positive movement follow the CHANGE MODEL developed by David Olson,Ph.D.
C – Commit yourself to a specific goal
H – Habits…break old and start new
A – Action … take one step at a time
N – Never Give Up … recognize that lapses may occur
G – Goal oriented … focus on the positive
E – Evaluate and reward yourself.
How skilled are you at recognizing and reducing the stress levels of your staff?
How skilled are you at recognizing and reducing your stress levels?
Sincerely,
Michael W. Kublin
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TIPS ON STAYING HEALTHY (excerpts from SunSentinel, FIT, April 8, 2009)
Lean on others. Accept that work will get done even if you don’t do it all.
Learn to say no.
Reduce your load. Ask for assistance or delegate.
Take a daily technology break.
Turn all electronics off for at least a few minutes.
Set a schedule. Start with daily and try planning for the week.
Reward yourself. Remember why you work and what you like about it.
Nurture your spirit. Do something just for you.
Don’t isolate yourself; share what you’re feeling.
Take care of yourself. Eat healthy, sleep, exercise, make time for fun!
Consider professional help. Talk to a doctor, minister, therapist, or coach.
“Burnout is defined as a psychological syndrome of emotional exhaustion, depersonalization and reduced personal accomplishment in response to chronic interpersonal stressors on the job”. (Maslach 1993: Maslach, et.al., 2000).
LEARNING LEADING SUCCEEDING!
www.peopletekcoaching.com
888.565.9555
Topics: Leadership Tips | No Comments »
Career Insurance
By Michael | April 14, 2009
You’ve got car insurance, life insurance, and (hopefully) health insurance; isn’t it time for you to invest in some Career Insurance?
Makes sense. Doesn’t it? So just what would career insurance look like?
Career insurance is the ability to know what your strengths are and to confidently apply them in areas that will leverage you inside your current organization and elsewhere. You will demonstrate added value and become indispensible.
Often you are the last person able to articulate your uniqueness and to propose ways to optimize your contribution. You are just too close to yourself to recognize your unique capabilities and how to apply them.
This is where a professional career coach can help. Coaches are well trained to identify the capacities of others and champion them to success.
PeopleTek, long known as a company effective at honing leadership skills for highly motivated individuals at every level of the organization, has challenged its best coaches to design a Career Insurance program for you.
• Learn what your motivated abilities are
• Discover simple strategies to apply your strengths at work
• Increase your level of confidence
• Boost your capacity to enjoy what you do
• Find new ways to make meaningful contribution
PeopleTek is offering a complimentary session with a highly qualified and credentialed coach to the first 10 people ready to explore how Career Insurance may become the best investment they’ve made in a long time.
Are you ready to discover your best at work?
Contact Meade Dickerson to reserve your spot now by email at mdickerson@peopletekcoaching.com or calling 1-888-565-9555 x 717 to get set up with one of our certified career coaches today!
You’ll be happy that you did!
Sincerely,
Meade Dickerson
************************
Meade Dickerson, MCC, CPCC
Vice President and Senior Executive Coach
PeopleTek, Inc.
305-673-2627 office
888-565-9555 Ext.717
www.peopletekcoaching.com
Click below to find out more information about our executive coaching:
PeopleTek Career Coaching
Peter Drucker said:
“To know one’s strengths, to know how to improve them, and to know what one cannot do are the keys to continuous learning”
LEARNING LEADING SUCCEEDING!
www.peopletekcoaching.com
888.565.9555
Topics: Training | No Comments »
More On Courageous Leadership
By Michael | April 9, 2009
PeopleTek MAY 2009 OFFERINGS:
LEADERSHIP JOURNEY™ (12 session program beginning May 6th; conducted virtually via conference line).
“Men make history, and not the other way around. In periods where there is no leadership, society stands still. Progress occurs when courageous, skillful leaders seize the opportunity to change things for the better”. - Harry Truman
I was at a customer site recently and was observing an individual working on a computer problem. Their leader was watching closely over their shoulder and asking many questions as they were getting pressured by their leaders for an update.
In my opinion most technicians (and most workers in general!) don’t like to be watched over while they are analyzing, thinking, and resolving issues. Also, I could tell that the behavior of the leader was adding stress and pressure and overall was annoying the technician.
I wondered what was the “value add” for the manager watching so closely. How many of us watch over various transactions at work when we really don’t have to? We justify it by saying we need to be involved, the individual lacks the skill and or knowledge, or they simply need our support. All of these are cover-ups for our fear of failing, for making mistakes, or for doing something wrong.
Another fear we may have is the fear of commitment to our own personal development. Let’s say we are afraid of admitting we are not very good at something. Even worse is not admitting when we are good at something for fear of how far we could succeed if we used that strength.
Either way we are operating by hiding from others what in actuality is already known. Our staff and co-workers pick it up right away. If we are open to admitting our strengths and weaknesses so will others. By openly addressing areas of improvement and ultimately giving others permission to do the same, the fear turns into courage!
These are but two examples of where our fears can prevent us from having the courage to lead.
Please share what you have to say about what prevents us from being Courageous Leaders.
Sincerely,
Michael W. Kublin
****************************************************
Please rate each question on a scale of 1 – 5, with 5 meaning you are in total agreement and 1 meaning you totally disagree.
If any of your ratings are lower than a 4 this tip is for you!
1. I am concerned about long term planning over day to day problems and annoyances.
2. I allow the organization to invest into new technology, processes, training, and tools rather than save the budget for next year.
3. I have clearly defined roles and goals.
4. I hold myself and others accountable to high performance standards.
5. I permit the team to work on projects and with customers without looking over their shoulders.
6. I deal with difficult conversations with customers, staff and peers rather than
avoid the situation.
7. I admit mistakes freely and allow mistakes to be learning events.
“Moral courage and character go hand in hand… a man of real character is consistently courageous, being imbued with a basic integrity and a firm sense of principle”. - Martha Boaz
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888.565.9555
Topics: Leadership Tips, Upcoming Classes | No Comments »
Admired Leadership Traits
By Michael | April 2, 2009
PeopleTek April 2009 OFFERINGS:
LEADERSHIP JOURNEY™ (12 session program beginning APRIL 22nd; conducted virtually via conference line). 6 month payment plan available.
“The final test of a leader is that he leaves behind him in other men the conviction and the will to carry on.” - Walter Lippman
Dear Leaders,
What skills and behaviors do you think the ideal leader exhibits? Knowledge? Strategic thinking? Strong communication skills? Technically savvy? Sense of self awareness?
All of these traits certainly lend themselves to being a successful leader but this is a very small subset of possibilities. Gregory Deming, author, trainer, and sales specialist, conducted a poll asking individuals to supply information about the best leader they ever worked for.
He found that “visionary” was the word most commonly mentioned when discussing the best leader, with the ideal traits being technical competency, leadership competency, character, composure, and care for people. The following key words supplemented these ideal traits:
inspirational, empowering and mentoring, honest, humble, trustworthy, caring, supporting,compassionate, passionate, listens and follows up.
That’s a lot to process much less possess!
One surprise was composure – it seems that being calm under pressure is an appreciated leadership trait especially during times of change.
Jonathan Farrington, business coach and author, conducted a survey from a differing perspective. He chose to obtain information on areas of weakness and found the five weakest areas of the less successful leaders were that:
1. they failed to be sensitive to people’s feelings
2. failed to recognize other people’s stress
3. failed to develop and guide their staff
4. failed to encourage feedback on their own performance
5. and failed to consult those affected before making decisions.
So as leaders what can we learn from this? The first step is to do a personal assessment of the positive and negative traits – which do we have in common? Which would we like to have in common? And lastly, which do we have in common that are not serving us well?
Start with no more than 5 traits that you wish to address, add them to your development plan and share them with your team. This takes courage, but by engaging your team you are showing your willingness to grow (and change), and respect them enough to request they provide you with feedback on your progress.
Take the step and be a courageous leader!
Sincerely,
Michael W. Kublin and Jan Mayer-Rodriguez
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Topics: Leadership Tips | No Comments »