Daily LEADERSHIP Tip / 3 Mandela Lessons

Day 96

Here are three lessons I encourage you to consider from Nelsen Mandela:

1.  Forgive Early and Often.  Nelson Mandela never would have  positively impacted the lives of millions of people without first forgiving others who were not worthy of forgiveness.  Billions of people worldwide this month celebrate the birthday of another person who did the same.

2.  Tenacity Instead of Persistence.  Nelson Mandela made a lot of mistakes, even after his release from prison.  However he demonstrated tenacity, which is applying what you learn as you keep trying.  Tenacity is wiser than simple persistence, which is just to keep trying..  As a naturally persistent person, I have validated this truth too often in my past.

3.  Humble Inspiration.  Truly GREAT Leaders inspire others humbly through their pursuit of truth, willingness to speak out against evil, and their vision for solutions that replace lies.  

I am thankful for Nelson Mandela.

P.S.  Tomorrow is your chance to hear Rex Frank of Sea Level Operations explain, The Top 5 Operational Mistakes (of a managed service provider).  It is fantastic.  The live session is at 11:00 a.m. PST on December 11th.  Register here.  Even if you cannot attend we will be emailing links to the video and audio versions of the webinar to all registered attendees.

IT IS TUESDAY.  How did you do on your 3Strands last week?

Most of us only have 9 more work days this month where we can interact with Clients and vendors.  Therefore clearing defining and achieving your 3Strands this week and next week is VERY important.

Let me know if you need help.

Be a Systematic Leader - because inconsistency hurts

Thank you.

Christmas Leadership Lesson #1 of 3

By the way, please register for the Rex Frank webinar next Wednesday at 11am PST - The Top 5 MSP Operational Mistakes.  It is a free gift of wisdom for you this holiday season.

Today let me give you the first of three Christmas LEADERSHIP Lessons:

As many of you know, a little over a year ago we adopted a sibling group of four kids.  This means we have 8 children, ranging in age from 4-30 years old, plus 1 year old and 8 year old granddaughters.  Yes, we are insane...

Last week I was working with the oldest of the recently adopted children, 10 year old Aaliyah.  She is a wonderful person.  She wanted to make some money for an iPod Touch.  I showed her how to clean the window blinds in our home, which have been dusty since the dawn of time.

I left.  She gave it a try.  Do you want to guess the quality of her work?

Not good, although she "tried her best."

Before I spoke with Aaliyah, I paused to ask myself how my parents taught me to do chores.  I DID A LOT OF CHORES...

I realized they worked with me.  Initially side-by-side doing the same work and checking/commenting on my work.  Then working in the same area doing gardening, but maybe not the same work I was doing.  

"Light bulb..."

The following day I started the process again.  I returned to the same windows.  Aaliyah did one set of blinds and I worked on another set of blinds that was twice as wide right next to her.  We started at the bottom and slat-by-slat we cleaned our way up.

The quality of her work matched mine.

She felt proud of her work.  She had a great attitude.  

Being a GREAT Parent is a lot like being a GREAT Leader.  There is trial and error.  There are great moments and failures.  There is recovery...  I do teach a 12-step program for leaders addicted to poor management habits.  LOL!

Christmas LEADERSHIP Lesson #1:  Stop assuming your people know how to do work that matches your quality.  Stop giving them minimal instruction.  Try this instead:

Work 1:1, side-by-side for a period of time until they demonstrate the high quality work you desire and THEN let them work on their own...  check quality a few times a day, then twice a day, once a day, every other day, once a week, or whatever is appropriate...

1:1 meetings are powerful when you demonstrate how your employees can be their best.

P.S.  My parents were wonderful, but their love was not perfect.  (One meaning of the word "perfect" is complete, and it is actually more accurate for the point I am making.)

Just because our parents were not complete in their love and training of us as children does not mean we have to be a "Bad Boss."  

We can move beyond instincts and knee-jerk reactions to learn new habits and the systems of GREAT Leaders.

And as a side benefit these new habits help our parenting and relationships skills also

Email me if you need help.  

Be a Systematic Leader because inconsistency hurts.

Daily LEADERSHIP Tip / Stack Ranking

Day 95

Dave Brewer of the AWESOME BC Networks recently said the money he spent on our services is the best investment he has made in two years

He also forwarded me an article on stack ranking:

Adobe's Stock up 68% Since it Dumped Stack Ranking, Will Microsoft's Follow?

I am very glad he sent it to me because you need to know two things:

1.  What is stack ranking?  Stack ranking is a version of Jack Welch's "vitality model" of growth for GE, when he ran the company.  It has been described as a "20-70-10" system. 

The "top 20" percent of the workforce is most productive, and 70% (the "vital 70") work adequately. The other 10% ("bottom 10") are non-producers and should be fired.

Welch has credited much of his strong performance as GE's CEO to his vitality model.  The company experienced a 28-fold increase in earnings (and a 5-fold increase in revenue) between 1981 and 2001.

2.  I have never recommended stack ranking.  Why?  The goal of our LEADERSHIP Essentials systems is to get everyone fully engaged, rather than create a cannibalistic company culture (i.e. Microsoft under Ballmer) with stack ranking.

Yes, we need to set clear, measurable goals and pursue them individually, and as a team.  But Welch's approach used more fear than encouragement, valued individualism over teamwork, and he forced the firing of 10% of employees every year just because they were ranked in the bottom 10%.

I believe statistics show that his approach at most companies leads to excessive politics, lack of teamwork, and manipulative company cultures.

Our approach is quite different.  Email me if you want to learn more.

And do not forget... IT IS FRIDAY!  A basic part of an Accountability Culture is following-up on your weekly 3 Strands to confirm you made progress on your most important 2013 goals this week.  How are you doing this week?

Do not forget to hold your people accountable too.

Let me know if you need help.

Be a Systematic Leader - because inconsistency hurts

Thank you.

Daily LEADERSHIP Tip / Top 5 Operational Mistakes

Day 94

Recently Rex Frank of Sea Level Operations did a talk for my Clients titled, The Top 5 Operational Mistakes (of a managed service provider).  It is fantastic.

Your chance to hear Rex give this talk is 9 days from now at 11:00 a.m. PST on December 11th.  Register here.  Even if you cannot attend we will be emailing links to the video and audio versions of the webinar to all registered attendees.

You will want your managers to experience Rex's insights too.  His advice is very consistent with our LEADERSHIP Essentials principles.

IT IS MONDAY.  How did you do on your 3Strands last week?

If you want to be realistic, most of us only have 15 more work days this month where we can interact with Clients and vendors.  Therefore clearing defining and achieving your 3Strands this week and the next weeks is VERY important.

Let me know if you need help.

Be a Systematic Leader - because inconsistency hurts

Thank you.

Daily LEADERSHIP Tip / D + V + P = Change

Day 91

This past Wednesday I spent some time with Glenn Bergsma of Evolve Leadership, an old friend and partner of Tim Brewer.  He specializes in change management.  

He suggested the following equation brings about successful change.  I find this to be very consistent with leaders who hire us to improve their company culture and/or leadership systems to hire, manage, develop, and retain great people.  How about you?

D + V + P = Change

Drive:  You are dissatisfied with your current circumstances.  You have had enough and want to change.

Vision:  You need a vision for what it looks like when you move beyond your bad habits today and the loss those behaviors are causing.

Process:  You have a proven process to bring about AND SUSTAIN the change you want to make.

These three decisions bring about lasting change when implemented with discipline and Systematic Power.

It is worth it to pause and consider this...  Have you had enough pain and want to change?  Are you working with someone to help you develop a vision for the change you want to accomplish, and does that person/team have a proven process to help you successfully change your leadership habits and/or company culture?

That's worth some Sanctuary time over a cup of java without interruptions to ponder.

D + V + P = Change (often, much needed change)

Our most popular program for change is All-In LEADERSHIP.  As you approach 2014, consider what you need to change and start the process now to maximize your results next year.

And do not forget... IT IS FRIDAY!  A basic part of an Accountability Culture is following-up on your weekly 3 Strands to confirm you made progress on your most important 2013 goals this week.  If you are using a daily W.I.N. (What's Important Now), then how did you do yesterday?  What's your plan today?

Do not forget to hold your people accountable too.

Let me know if you need help.

Be a Systematic Leader - because inconsistency hurts

Thank you.

Daily LEADERSHIP Tip / Time Entry - NO EXCUSES!

Day 90

I did a workshop with some Clients this past Saturday after IT Nation.  Rex Frank of Sea Level Ops and John Kilian of Antfarm gave the morning presentations (thank you!).

Rex said something every MSP / I.T. solution provider must embrace:  Technical employees MUST enter their billable time as they do the work.  NO EXCUSES.

The response I hear when I say this to you is, "That's not realistic."

Rex, who has decades as a service manager (and little ol' me) disagree.  If you cannot get your people to enter time as they do the work, or at the very least, by the end of each day, then I believe one of three things is happening:

1.  Your standard for employee behavior is too low.

2.  You standards for employee behavior is good, but you are not enforcing it.

3.  You are not hiring the right caliber of people.

All three of these issues point to one core problem:  You.  It is not the employees fault if you fail in the three areas above.  Do not complain about THEM.  Get help.

Start today to learn how to be more systematic with your employees so the metrics / standards of your organization are the "bad cop" and you just train them, encourage them, and hold your people accountable to the metrics.

SPECIAL OFFERS:  Our IT Nation Show Specials are extended through this Friday.  Email me if you want information.  Or learn how to do this on your own.  Just develop better systems for how you hire, manage, develop, and retain top performers.

Procrastinating on your leadership systems is costing you too much money, time, and energy.  Please do something about it for your sake, and the benefit of your employees and Clients.

IT IS MONDAY!  Accountability time...

Did you complete your 3Strands for last week.  Have you defined your 3Strands for this week!  We have less than 5 weeks until the Christmas slowdown and next week gets interrupted by Thanksgiving.

Go for it.  You never get to live these days again.

Let me know if you need help.

Be a Systematic Leader - because inconsistency hurts

Thank you.

What Irritates You Most?

A standard interview question I ask is, "What irritates you most when working with Clients?"

This can give you great insights into a job candidate, but also it is a great question to ask your employees on a regular basis.  And don't let them blow the question off.  Drill down to candor...

McLane Intelligent Solutions is an extremely well-led organization in Temple, Texas with a strong company culture.  They are members of our LEADERSHIP Essentials Academy and I interview their top candidates as part of their hiring process after they complete our Talent Assessment Service.  

Recently I was speaking with a person interviewing for a help desk position with McLane.  He had served in the military for 11 years and done three tours of duty.  I asked, "What irritates you most when working with Clients?"

He paused, and then replied, "I just take it in stride.  They are paying and so you just...  I don't take it personally.  It is what it is.  I help irritated people all the time."

Think about it:  He did not say it, but there is a strong possibility that after all he has experienced during 11 years in the military and 3 tours, someone upset because their computer is not working is nothing by comparison.  This guy has perspective, a rare trait in many people today.

Are you hiring superstars, or just good people?  This is a decision you have to make, and then a discipline you have to follow consistently.  My conclusion at the end of our complete interview is that this gentleman is a superstar for McLane.

I suggest you consider asking this question often.

And do not forget... TODAY IS FRIDAY!  A basic part of an Accountability Culture is consistently completing your weekly 3Strands so you are making regular progress on your most important 2013 goals each week.  

Do not forget to hold your people accountable too.

Daily LEADERSHIP Tip / What The BEST Do

Visit us at the ConnectWise IT Nation this Wednesday-Friday.  Email me if you want to take advantage of our show specials.

QUESTION:  How do the BEST companies provide a GREAT Client experience more consistently than other organizations?

ANSWER:

1. They hire great people.  How?
2. Define a strong company culture with accountability.  How?
3. A group of people within the company, if not everyone, defines their company culture cornerstones:  mission (why they are in business), vision (where they are going as a team), and values (how they do business).  And the most important cornerstone:  Accountability to live them out.  Is that all?

No, there is more.  I can teach you, but not in a newsletter.

The key takeaway for you here is every GREAT company starts with hiring superstars.  You cannot deliver a consistently "perfect" Client experience with mediocre and/or unengaged employees.  John DiJulius said something similar in his newsletter last week, but I wanted to start you down the path as to HOW they do it.

Great people are the start.  An accountability culture where employees motivate themselves is the goal. It takes some work, but anyone can do it..

IT IS MONDAY.  How did you do on your 3Strands last week?  Have you defined your NEXT BOLD MOVES (3Strands) for this week?

Let me know if you need help.  Remember Jeff, our Certle product manager, and me will be at IT Nation if you want to meet.  Stop by our booth or email me in advance to schedule time to talk.

Be a Systematic Leader - because inconsistency hurts.

Daily LEADERSHIP Tip / 87% Of Your Employees Are NOT Engaged

Day 87

Gallup just released a 100+ page study of employee engagement and the results are UGLY.

87% of employees are not engaged in their work. Just pause for 5 seconds.

Stop thinking about moving to your next email to answer one question: What happens to your profits when 87% of your employees become more productive?

This occurs when you become as systematic with people as you are with technology, accounting, and other aspects of your business. As you move into 2014 there is nothing more important than becoming a better leader and strengthening your company culture because this impacts your success more than anything else.

Email me to discuss your challenges - employees, company culture...  every problem starts with (1) leadership and (2) employees. I can meet with you at I.T. Nation on November 13-15 if you like...

And do not forget... TODAY IS FRIDAY! A basic part of an Accountability Culture is consistently completing your weekly 3Strands so you are making regular progresson your most important 2013 goals each week.

Do not forget to hold your people accountable too. Let me know if you need help.

Be a Systematic Leader - because inconsistency hurts.

Thank you.

Daily LEADERSHIP Tip / How To Be A Change Agent

Tim Riesterer of Corporate Visions recently wrote about marketers being in the business of "change generation."

As leaders, isn't that one of our key responsibilities - to bring about positive change?

Riesterer quotes from the book, The Heart of Change, to point out something we must consider:

The sequence in nearly all successful change efforts are see, feel and then change.

This is very consistent with the 3Strands LEADERSHIP I am now teaching as an outgrowth of my 11 years work to develop systematic leaders.  Here are the 3Strands:

1. Systematic:  GREAT Leaders are consistent and systematic in hiring, managing, developing, and retaining employees.  This is what people see you do that builds a strong company culture.
2. Meaningful Work:  GREAT Leaders help each employee feel they are doing meaningful work based on their individual life experiences. This is what people feel in great organizations.
3. Personal Recognition:  GREAT Leaders recognize people fairly, regularly, and in ways the employees prefer individually. This strand combined with the others enables positive change.

Leadership can be relatively simple when we focus and do not allow ourselves to get too busy.  (Easy to say.  Challenging to do.)

Let me know if you need help.  I will be at I.T. Nation if you want to meet.  We have a booth.  Email me if you want to meet.

Be a Systematic Leader because inconsistency hurts.

Daily LEADERSHIP Tip / Death Rate

Day 86

"I checked just this morning and the death rate is still 100%," said Bill Hybels recently.

His point, which I encourage you to embrace:  Pursue a legacy that will last rather than just build your business.  This may require you to stop, take Sanctuary time, and confirm you are spending your time doing what will be meaningful to you on your deathbed.

Ask yourself these three questions:

Are your employees fully engaged? If not, then how can you become a better leader?

Your employees' lack of engagement is not their fault.  You hired them.  You manage them, hold them accountable, develop and retain them.  FIRST eliminate your BAD BOSS habits, then employees will deliver astounding results.

Are you managing "to the people" or "to the numbers?"  Managing "to the people" yields higher results and is more sustainable than managing "to the numbers."

Why?  Because in a tight spot fully engaged employees outperform people pursuing financial metrics alone.  Hint:  "Tight spots" happen almost daily.

Is time your problem - you just do not have time to improve your leadership habits?

Do not let 10-25 years pass using this excuse.  Become a better leader and you will also learn how to better apply your strengths in less time.

IT IS MONDAY.  How did you do on your 3Strands last week?  Have you defined your NEXT BOLD MOVES (3Strands) for this week?

P.S.  It is ironic that the day I write this is Day 86 of these Accountability newsletters, when "86'd" is slang for killing an idea.

Let me know if you need help.  I will be at IT Nation if you want to meet.  Stop by our booth or email me in advance to schedule time to talk.

  

Be a Systematic Leader - because inconsistency hurts

 

Thank you.

Daily LEADERSHIP Tip / Final 20 Mile Challenge

Day 85

Yesterday I recorded my 20th and final webinar of the 20 Mile Challenge series.  It was a summary of the prior 19 sessions.  

It has been tremendously insightful to consider how to implement the wisdom of Jim Collins that he explained in his awesome book, GREAT by Choice.  

There are a lot of great insights for all types of businesses, but particularly managed service providers.

     1.  Watch the video (This video is only available free through Sunday;  then only available to our LEADERSHIP Essentials Academy members.)

20 Mile Challenge -- How We Will Sustain & Grow Our GREAT

     2.  Listen to the audio by subscribing to the podcast:

             -  Open iTunes.

             -  Go to File | Subscribe to Podcast.

             -  Enter this link:  http://www.MANAGEtoWIN.com/20MC-podcast-rss.xml

     3.  Scan my key points in the PowerPoint deck.

One key point from Mr. Collins:  People are the key to your success.

No one can achieve a 20 Mile Challenge long-term without an Accountability Culture where motivate themselves to do their best.  Email me if you would like to better motivate your employees and grow more rapidly.

  

Be a Systematic Leader - because inconsistency hurts

 

Thank you.

Daily LEADERSHIP Tip / Monday Madness

Day 84

Yes, it is Monday and your week can start busy.  However, just take 10 minutes for Sanctuary:

1.  No email, texts, instant messages, and other interruptive technology.

2.  Review your 3Strands of last week.  How did you do?

3.  Define your 3Strands for this week, fully aligned with your 2013 goals.

Just 10 minutes today, and do a 57 second check of your 3Strands for this week daily and you will accomplish more of your key objectives weekly than ever before.

Three simple steps, three strands of a cord that is not easily broken, to help you climb over the next precipice of the mountain you are climbing.

Let me know if you need help.

 

Be a Systematic Leader - because inconsistency hurts

 

Thank you.

Please Vote For Us!

We have entered a contest to raise funds to develop software to help you be a better leader and end human trafficking.

As a friend and/or colleague, would you please vote for us?

Would you also please forward this email to others to ask them to vote for us?

Post on Facebook, Tweet, LinkedIn, your communities...  we appreciate any help we can get.  We have to get at least 250 votes to participate in the contest.

Here is how we answered their Questionnaire.  For some reason, they do not display these answers on our profile where you vote.

1.  Tell us about your business.  What inspired you to start your business?  How is your business successful?  What makes it unique?

In 2002 Dave realized that he had leadership tendencies, but not skills.  He has now spent 11 years developing a LEADERSHIP Essentials system that can transform anyone into an effective leader.  Our work is unique for three reasons:   (1) We teach Systematic Leadership to people who have never been trained how to be effective managers;  (2)  We serve two primary markets:  I.T. entrepreneurs and nonprofits;  and (3) our company is 50% owned by a nonprofit dedicated to help end human trafficking.

2.  How is your business involved with the community you serve?

We donate consulting services, coaching, and MANAGEtoWIN software to small nonprofits (less than 50 employees with unlimited volunteers) that are involved in helping people out of human trafficking.  We also coach, consult, and serve other nonprofits as time permits.  Dave Russell also mentors some high school young men on leadership and at times provides complimentary coaching services to entrepreneurs who are unable to pay.

3.   What would a $250,000 grant mean to your business and how will you utilize the funds to ensure long-term growth and stability?

We have identified 10 new or enhanced areas of functionality for our HR software and services that will create new monthly recurring revenue for our business and better serve our nonprofit Clients.  One of these areas may be patentable.  The funds will be applied to developing this functionality, plus hiring two sales and two support people.  Our goal is to close 300 new small business clients, which increases our monthly recurring revenue to exceed operating expenses including additional staff.

4.   What challenges can you identify for your business, and how do you plan to overcome them?

Our biggest hurdle is funding development of expanded functionality and a mobile version of our software.  This changes our services from a nice-to-have to a must-have and enables us to succeed for three reasons:   (1) MANAGEtoWIN will become the standard HR platform for IT entrepreneurs;  (2)  LEADERSHIP Essentials will become more automated and scalable for any business or nonprofit organization;  and (3) we will provide small anti-trafficking nonprofits a donation generation engine.

5.   Describe the talent and skill of your employees, and how they contribute to a successful business.

We share a passion to rid the world of Bad Bosses and human trafficking.  Our Director of Client Services has over 30 years business and nonprofit experience;  our Director of Consulting Services has over 10 years of HR, franchise, and business experience;  our lead Product Manager demonstrates the best attributes of Generation Y in his passion for perfection;  and Dave Russell applies his 40 years of business experience to build a strong company culture while serving others.

Thank you.

Daily LEADERSHIP Tip / J.D. Rockefeller

Day 83

John D. Rockefeller once said, "Good leadership consists of showing average people how to do the work of superior people."

Although there is some truth in Mr. Rockefeller's statement, I suggest we know more about leadership and employee relationships now.  Therefore I suggest our focus should not be on "showing" people how to do "superior work," as much as:

GREAT Leaders 

develop and sustain a strong company culture 

where people motivate themselves 

to do their best at all times.

Let me briefly break this down for your consideration:

1.  "GREAT Leaders" - this is a commitment to be great, not just good.  It takes time, training, discipline, and accountability.

2.  "Develop and sustain a strong company culture" - you have a company culture.  The question is how much additional profit are you losing each month because you keep postponing the work to become a better leader and improve your company culture?

3.  "Where people motivate themselves" - studies confirm you cannot motivate people.  Instead you have to provide an Accountability Culture where people motivate themselves.

4.  "To do their best at all times" - Why are you accepting less than your employees' best month after month and year after year?  Those years are gone.  Invest in your culture now because every aspect of your success depends on people.

We teach you how to have an Accountability Culture in our All-In LEADERSHIPprogram and provide you 6 months free use of our software tools to reinforce your culture.  You can order it here.  Email me if you want to learn more.

IT IS MONDAY!  How did you do on your 3Strands last week?  Have you defined your 3Strands for this week?

Let me know if you need help.

 

Be a Systematic Leader - because inconsistency hurts

 

Thank you.

Daily LEADERSHIP Tip / Relying On Luck?

Day 82

Jim Collins evaluates the impact of luck as part of his book, GREAT by Choice.  On Tuesday of this week I did a 25 minute webinar on how to not rely on luck for your success.  

This is the 19th of the 20 webinar series - the 20 Mile Challenge - that we will conclude on October 29 in a review session.  I am teaching how to apply his principles as a managed service provider.  (Mr. Collins does not endorse this project.)

I suggest you consider some of Mr. Collins' conclusions, and my own.  The information is below.

     1.  Watch the video (This video is only available free through Sunday;  then only available to our LEADERSHIP Essentials Academy members.)

.

     2.  Listen to the audio by subscribing to the podcast:

             -  Open iTunes.

             -  Go to File | Subscribe to Podcast.

             -  Enter this link:  http://www.MANAGEtoWIN.com/20MC-podcast-rss.xml

     3.  Scan my key points in the PowerPoint deck.

No one can achieve a 20 Mile Challenge long-term without an Accountability Culturethat provides employees an environment where they motivate themselves to do their best.  Email me if you want to learn more.

IT IS FRIDAY!  How are you doing on your 3Strands this week?

Let me know if you need help.

 

Be a Systematic Leader - because inconsistency hurts

 

Thank you.

Daily LEADERSHIP Tip / Client Performance Metrics

Day 81

Systematic Leaders track metrics to confirm their objectives are being reached.  The question is, which metrics are the most important?

Answer:  The metrics that relate to Client satisfaction and performance to meet or exceed Client expectations.

Not impressed?  Then ponder this one:  When do employees qualify as "Clients?"

Suggestion:  If you are not fully engaging your employees then your company's performance against external Clients metrics will be inconsistent or profits less than ideal.

IT IS MONDAY, another blessed day for your Accountability Culture.

1.  Have you spent some Sanctuary time to review your 3Strands of last week and plan your next BOLD MOVES (a new set of 3Strands) for this week?

2.  Did you consider the performance of your direct reports against their 3Strands?

3.  You might want to consider a review of your metrics, as I encourage above.

Let me know if you need help with some LEADERSHIP Essentials. We have a special offer than ends this Friday you may want to consider.

 

Be a Systematic Leader - because inconsistency hurts

 

Thank you.

Daily LEADERSHIP Tip / Tech Social Separates Us

Day 80

Sherry Turkle's third book is, Alone Together.  Based on 30 years of research it discusses her conclusions about the relationship of technology and people.  Here are three important insights I have gained thus far:

     1.  Technology enables us to have more relationships, but they often are shallow.

     2.  Cyber connections can become a check-off list instead of truly experiencing life with real friends.

     3.  The most concerning:  Our brain rewires itself to prefer online or texting relationships over in-person ones because we can control them.  Therefore it is possible to get stuck in shallow, unmeaningful, uncommitted relationships indefinitely.

This is not to conclude all technology is bad or interacting with people online or via text is terrible.

Leaders maintain a balance.  Just be warned about forgoing in-person relationships because you are spending too much time online...

And do not forget... IT IS FRIDAY!  A basic part of your Accountability Culture is following-up on your weekly 3 Strands to confirm you made progresson your most important 2013 goals this week.  Then you define your BOLD MOVES for next week in a new set of 3Strands.

By the way, if your 3Strands are not getting done, then that is a problem.  You have created a to-do list "hammock" that keeps you stuck where you are rather than grabbed onto a secure rope to scale the cliffs you are climbing.

Do not forget to hold your people accountable to their 3Strands too.

Let me know if you need help.

 

Be a Systematic Leader - because inconsistency hurts

 

Thank you.

Daily LEADERSHIP Tip / Simple Blessings

Day 79

You do not need something that totally rocks your world each morning to live life to the fullest.  (Yes, I know, that is quite a shock...)

Two simple Accountability Ideas for you this week:  

1.  Schedule at least 30 minutes TODAY for Sanctuary to:

     -  Review your 3Strands from last week and plan this week's BOLD MOVES.

     -  Review your 2013 Goals.  How are you doing?

     -  Do the same reviews for your direct reports and decide how best to support them.

2.  Enter a recurring 5 minute event in Outlook for mid-morning every day this week to sincerely, specifically compliment / thank at least one person in your company.  It may be the lowest paid person.  Just keep it sincere, specific, and brief.

Enter a similar reminder to go off about 7:00 p.m. each evening to sincerely, specifically compliment / thank one person with whom you live.

Too often we take people for granted.  Saying thanks will feel good to you, as well as those you compliment.  Try to pause and fully enjoy your simple blessings...

Have an AWESOME WEEK!  We only get to live this week one time...

Reminder:  You might want to attend my webinar tomorrow at 1pm PST:

How Can You Motivate Your Employees if you need some ideas or a refresher. 

Let me know if you need help.

 

Be a Systematic Leader - because inconsistency hurts

 

Thank you.

Daily LEADERSHIP Tip / Life Is Good

Day 78

IT IS FRIDAY!  A basic part of an Accountability Culture is:

1.  Sanctuary time to confirm you achieved yourweekly 3Strands,

2.  Reflection on what went well this past week.  Can you build on those strengths?

3.  Consideration of the week's challenges. How can you limit or eliminate them moving forward?

4.  Define your 3Strands for the upcoming week.

Do not forget to hold your people accountable to their 3Strands and/or daily W.I.N. too.

But what about Life is Good?  Should your slogan be like one of theirs:

Life is good.  Do what you like.  Like what you do.

The power of simplicity increases focus, and in this case it reinforces one of the core attributes of a 3Strands Leader:  Meaningful work.  

Do what you like.  Like what you do.

Wouldn't you love to have all your employees feel this way?  Just think of how productive they would be.

I'm a fan of Life is Good.  Great T-shirts and stuff.  Fun messages.  Great gifts.  Check them out sometime.  More importantly, what can you learn from them that inspires you to be your best?

Have an awesome day!  Let me know if you need help.

 

Be a Systematic Leader - because inconsistency hurts

 

Thank you.