E-Tip 262 - 10 Tips to Help You Maximize Your Leadership Skills

Having been in the professional training industry for many years, I am often asked what type of leadership tips could augment our leadership classes. With that in mind, I have put together a number of tips to help you or someone you know become a better leader.

10 Tips To Help You Maximize Your Leadership Skills:

1. Build Better Relationships - Great leaders know the value of relationships. Know who people are, what is important to them and what motivates them. Knowing this will help you understand their goals and how you can support them. When you help people, they will care about you and your goals in return.

2. Get To Know People On A Personal Level - If you take the time to get to know someone you like, they will no doubt come to like you, too. Furthermore, it is always nice to ask people about their family and interests. You will also find that if people like you, they will be more open to helping you and taking the extra time to get things done.

3. Develop A Mentoring Program - Great leaders know that mentoring someone will not only help develop that person's career, but also help them refine their skills.

4. Be Upbeat And Stay Positive - In the business world, it is easy to criticize what everyone does and be negative . . . especially in this economy. As a leader, you need to find ways to stay positive and find ways to do things better, faster and more effectively. It is important to remember that people are not perfect, and while you do need to call someone on their poor performance, great leaders know the value of acknowledging when people are doing things right. Doing so builds a positive work environment that helps make people feel appreciated.

5. Know Your Strengths - We are all better at some things than others are. That being said, you will find that it is better to spend time working on your strengths rather than your weaknesses. By working on your strengths, you will find you can rise to the expert level sooner than you would by working on your weaknesses. Bottom line: Know what you are good at and keep at it.

6. Surround Yourself With People Who Complement You - As I mentioned above, we all have strengths and weaknesses. Great leaders know what their weaknesses are and find people who support their shortcomings. Not because they need to cover their weaknesses, but because they know the benefit of having a strong team -- and when the team wins everyone wins.

7. Look At Your Career, Not So Much At The Company - Great leaders know that they are the ones who will create their own career path; therefore, they will work on making it happen. And once they become an expert in their selected career, they will find that they can go almost anywhere they want.

8. Respect Your People - If you do not like to be around people, let alone lead people, then do not take a leadership position. Conversely, if you do want to be in a leadership position, start building relationships with people by respecting what they do. Additionally, it is important that a great leader never miss an opportunity to learn more about the people behind them. Great leaders never skip an employee's birthday gathering or a holiday party because they are too busy -- they know that work will always be there.

9. Balance Your Work And Personal Life - Great leaders are often times driven people, but they know the key to success is to balance work and family. Life is too short for you to live at your job. One day, when work is winding down, you will think to yourself I wished I had changed things. Unfortunately, it will be too late to do so. Great leaders set career boundaries and know when to spend more time with family and friends. Doing this will make you a stronger leader.

10. Evolve Into Someone You Want To Become - Great leaders know that they are individuals and that as an individual, they are not required to be like everyone else. They also know they can take the path less traveled, as the risk is sometimes greater than the reward. If you want to be a great leader, become a person of great interest who has great skills.

Executive Summary: Great leaders know the power of information when it comes time to leading people, information they gather from listening to people they respect. They also know what to say, how to say it and when to say it so that during tough times things get done.

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E-Tip 261 - Great Leaders Have These Traits...

Many owners and executives often ask us what makes a great leader, and what types of skills or traits they should look for in an up-and-coming person. From what we can tell, the fastest way a talented person can learn to become a great leader is to have a mentor, attend seminars and take leadership courses. Sure, certain people have a natural ability to lead others, but great leadership skills are not developed overnight.

Based On Personal Experience And Research, We Have Determined That Great Leaders Have These Traits:

§ A great leader writes down their goals and reads them daily.

§ A great leader is able to inspire workers to work

both smarter and harder. Instead of firing someone,

great leaders know how to get their staff to do their

best.

§ A great leader is open toward learning; they seek wisdom and knowledge from everyday experiences.

§ A great leader does not fear doing what is right, and uses the right words at the right time.

§ A great leader respects people's differences and their opinions.

§ A great leader is willing to take the first step into an unknown challenge and knows how to help others do the same.

§ A great leader knows how to self-motivate.

§ A great leader makes people feel they are important and shows genuine appreciation toward other people.

§ A great leader will tackle tough assignments without complaining about how difficult the environment or situation is for them.

§ A great leader knows the value of preparation.

§ A great leader knows how to teach their knowledge to others; they are great mentors.

§ A great leader is not self-centered; they care about sharing the success with others.

§ A great leader is proactive in getting things done and is willing to take chances.

The Key To Being A Leader

Some of the most important characteristics of a leader are their ability to:

• Provide others with vision
• Motivate others to do a better job
• Inspire people
• Help others to become an innovator
• Help others to become successful
• Share in success
• Recognize people on their accomplishments

Executive Summary: Successful leaders choose to lead and their skill or ability will determine the size of their business, company and even their position in the work place.

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E-Tip 260 - 4 Tips to Drive Innovation at Your Business

Most experienced managers know how important it is to have people provide them with creative ideas because they understand that they cannot experience any type of growth if they try to go at it alone. And without a team approach to creativity, the spark of innovation is quickly extinguished. In fact, many people want to be in a position where their input is not only accepted but also implemented.

How To Drive Innovation At Your Business.

If you cannot innovate, your business you will end up leaving the door open for your customers to look elsewhere for a solution to their problems. To help you differentiate yourself in the marketplace through innovation, we have developed 4 tips that are sure to help drive results at your business:

Tip #1. Acknowledge The Importance Of Other People -Good leaders know the importance of sharing credit when a group comes up with creative ideas. Good leaders also know that their staff will continue to contribute new ideas when their ideas are acknowledged -- even if their idea is not always implemented.

Tip #2. Be Proactive In Asking Your Staff For Their Ideas, Thoughts And Opinions - Face it, you are leading a group of people and must make sure the process and procedures are followed; however, there is nothing wrong with being proactive by asking people for their thoughts on how to get something done faster and better. Do not underestimate your people. They most certainly know more than you think.

Tip #3. Do Not Voice Your Ideas First - We all know there are many people in the business world who like to "play it safe" by not stepping out of bounds with new ideas or suggestions. Be sure to draw out potential ideas by asking them to give you their ideas first, before you give them your own.

Tip #4. Recognize Someone's Innovative Ideas - One particularly strong aspect of human nature is an unconscious demand for approval. This is built into our DNA and is something we all want and need. To maximize someone's potential, do something that recognizes their contribution, such as a small gesture like a $5 gift card for a local coffee stop. Remember, it is more about recognizing their contribution than the reward itself.

Here Are Some Additional Recommendations Based On What Great Leaders Do:

• Tell people you appreciate their input; more people leave their company for lack of recognition rather than lack of money.
• Work on catching people doing something innovative.
• Take responsibility for the "happiness" of your department.
• Ask people for their opinions.
• Tap the creative and innovative perspective of all your employees -- no matter how long they have been at the business.
• Take every opportunity to ask a question and then listen intently to someone's answer.
• Allow creativity by having an open discussion about all types of possible solutions/innovations.
• There are no wrong answers, just better answers when innovating a business.
• Set up a specific time and topic that asks people for their ideas and suggestions on innovating the business and ask them to bring 10 new ideas to the meeting. Provide them with a document beforehand that reads along the lines of "What are 10 ideas on innovating or marketing X, Y and Z."

Executive Summary: Great leaders promote and drive innovation by having a strong and creative team behind them. Yes, technology and money will often drive innovation, but more often it is the realignment of a business' current assets (people and technology) that makes all the difference.

Your Next Step: If you want to find out more about how Dale Carnegie® Training can make your business more effective, or need more information on this subject, please send us an e-mail at the address below.

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E-Tip 259 - Successful Family Succession Planning

Approximately 80% of all businesses in the U.S. are family owned. Unfortunately, most of them never survive beyond the initial generation because the founders and those who hope to succeed them cannot agree on five key areas:

1. The needs and interest of the business.
2. Changes in expectations and commitments.
3. Lack of communication.
4. Lack of adequate succession planning.
5. Failure to separate family needs from business management needs.

In a typical business, the needs of the individuals are a distant second to the company's goal; however, in a family owned business, the needs of certain individuals sometimes overshadows the needs of the business . . . which often times leads to family problems.

The Typical CEO Stays In His/Her Job An Average Of Five To Seven Years . .

Often times CEOs stay on for five to seven years, but in family-owned businesses, the owner stays in their position a lot longer while their children and/or family members sit back until he or she decides to move aside . . . a process that causes tension in the family.

Family-Business Owners Need To Take A Serious Look At Their Own Needs, Their Family Needs And Their Business Needs.

To help family owned businesses succeed, we strongly suggest discussing succession planning sooner rather than later. Statistically speaking, by the time a company is in its third or fourth generation, family members and individual needs tend to be disjointed which often leads to the company being sold off or dissolved altogether.

Three Areas Where Family Members Often Disagree Or Run Into Problems.

1. Someone wanting to take more income out of a business vs. reinvesting it into new technology or equipment.

2. Hiring a family member for employment vs. looking at the needs of their company.

3. Certain family members want to take the business in a new direction vs. keeping the business as "status quo."

Most family businesses can continue without interruptions if members can bring into line the following:

• Provide career opportunities for family members.
• Understand that ownership must be purchased at a fair price.
• Agree to develop clear guidelines for everyone's involvement.
• Develop clear guidelines on management systems and procedures.

Summary: Succession planning can be done on an informal or formal basis, but must be done nonetheless. That said, we suggest meeting three to four times a year to ensure everyone is on board with the current business practices, understanding issues and opportunities. If not, your business will run the risk of operating in areas that are unclear; costing the business tens of thousands of dollars a year. Second, these meetings provide a forum for talking about areas of interest, problem issues and roles, both short term and long term for all those involved.

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E-Tip 258 - No News Isn't Good News

As the economy continues to fluctuate for many industries, we are still seeing a record number of employee layoffs, pay cuts/freezes, benefit cuts and 401(k) match suspensions. Because of this, many executives are finding it challenging to deal with their employees.

Silence Is Not Always Golden

During times of economic uncertainty, a management team's silence can reduce the number of employees who are proactive. In fact, a study by Harvard Business Review revealed that even a small layoff demoralizes employees so much that many leave at the first opportunity that presents itself. To avoid this, it is imperative for management to communicate with employees in order to keep them engaged at their work over the long haul and through the bumps in the economy.

Your People Need Information And Reassurance

One of the things we have come to learn is that employees want accurate and honest information about their future. If not, the rumor mill will be working overtime and spin things in ways that will boggle your mind. To help you address this issue, we have developed a number of tips to help you communicate better with your employees:

1. Make Benefits More Accessible - The most common complaint heard from employees is that they do not know how to find information on their benefits or how to use them. Some do not even know they have certain benefits, like flexible spending accounts or a 401(k) program. To solve this, we suggest having a "Benefits Resource Center" where employees can login and access tools, information, options, etc. on all of their benefits.

2. Listen To Your Staff - Listening to your staff will help you respond to the most important employee concerns, and will provide valuable insight on how they are feeling about the direction of the company. Listening to your staff can also help you quantify what programs or initiatives they feel are best for the company. So how do you do this? There are many ways to listen to your staff, from surveys at an employee meeting to talking with certain employees one-on-one. No matter what approach you take, give people the opportunity to express their thoughts so that you understand what they are thinking and feeling.

3. Keep Your Executive Team And Leaders Visible - The reality is this: The more visible your executive team is, the more your employees feel connected with the company. Make it a policy to have your team keep their door open during the day and encourage them to invite the employees they manage in to express their thoughts. Your team cannot be withdrawn in times of employee layoffs, cutbacks, and changing business strategies. While over-communicating is never wise, it is critical to inform your staff of your business strategy for success. History has shown that it is best to share general information sooner than later.

4. Celebrate As A Team - When you achieve any type of milestone, make it a point to celebrate. This is especially important during difficult times or challenging initiatives. By recognizing milestones and the people that make them possible, you will instill a sense of progress, optimism and hope.

Summary: Employee engagement is critical to the success of any business. Not only does someone's buy-in help you get the work done, but it also becomes your extra edge during tough times. When you need added help to meet deadlines or work with reduced resources, engaged employees are more likely to pitch-in and make things happen. Business leaders in companies of all sizes can make and save money by keeping their employees engaged; however, the only way for this to happen is to make their engagement a priority for your business.

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One-Day Seminar: Conquer Workplace STRESS

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E-Tip 257 - Get Your Employees More Engaged!

In today's global and competitive economy, it is critical for a business' workforce to have high productivity. Unfortunately, recent Gallup* and Conference Board** research indicates the following:

· 54% of employees are not at all engaged at work*

· Only 29% are truly motivated and engaged*

· 53% of American workers are unhappy in their jobs**

According to these points, over half of the American workforce is disengaged and unhappy at work. It is safe to say this is a formula for poor productivity and run-of-the-mill corporate earnings.

Click here for a list of 25 tips to engage your employees.

How Does A Business Like Yours Get Their Employees More Engaged?

A number of business experts recommend empowering your employees in the following ways:

· Make sure they are part of the solution

· Make sure they are part of the continuous improvement process

· Make sure they have a forum for their opinions to be heard

To ensure this happens at your business, we recommend three key strategies:

• Clarify job descriptions and responsibilities
• Provide your employees with the proper training to facilitate their job requirements
• Make everyone accountable for their job function and give financial rewards/incentives when certain levels of measurement are reached

Create And Maintain A Business Environment That Is Consistently Fair

Dale Carnegie^® Training has helped tens of thousands of organizations over the years. And if anything has been consistent, it is this: Not one organization was perfect. People still feel overloaded and stressed by meeting deadlines and mismatches in compensation, not to mention policy changes that typically take place without much internal discussion. By being open and truthful with your staff, you can weather these challenges.

Summary: As you can see, many companies need to hone their employee leadership development skills to provide the most opportunity for their current workforce. Primary benefits for businesses that succeed in this area include lower recruitment spending, increased employee morale and people being open to covering additional job functions without any added dollars to their paycheck.

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E-Tip 256 - 9 Employee Engagement Tips for Your Business

Last week, we outlined the first 4 Employee Engagement Tips. This week we wrap things up with tips 5 - 9 to help you maximize your employee engagement events or programs.

5. Invest In Your People With On-site And Off-site Training - Training comes in different flavors. You have a myriad of choices, from hiring an inside trainer to hiring companies like Dale Carnegie. We suggest a core training program in communication, problem solving and conflict resolution skills. Better communication increases positive outcomes.

6. Ask Your Staff How They Are Really Doing - To help build the bridge to employee engagement, it is important to have open dialogs with your employees by using statement starters like this: "It is one of my goals to improve my skills as a manager/business owner/GM. Tell me, what could I be doing differently?" After having some dialog, ask them, "What could I be doing to make your job easier?" No matter what they say, keep in mind that you asked them for their opinion. That said, be prepared for an honest answer.

7. Laugh Often, Be Positive And Stay Away From Negative Discussions - I know that running a profitable business is filled with lots of stress, but we also need to know that laughing is a nice way to take the edge off the stress. One way of doing this is to take your team off-site for a team-building exercise or recreational event. Additionally, stay away from participating in negative discussions, as they are caustic to the organization.

8. Reward Your Employees In Ways That Motivate Them - Getting to know your employees will help you find new ways to motivate them and boost worker productivity. We often suggest finding the good in everyone and rewarding each and every employee on your staff.

9. Follow Through On Your Re-Engagement Activities - If you plan to develop a company-wide re-engagement program and do not follow-through, it can backfire and cause even more stress for your employees. Why? Many employees are frustrated with training programs or employee programs not backed by management. Are you committed to following through with your employees? Are your managers committed to keeping your employees engaged, involved in and excited about their day-to-day work?

Summary: Your employees are your company's greatest asset and their united ideas, feedback and enthusiasm will keep your business growing and profitable. While a small percentage of people will give their all and do their best no matter what type of working conditions they are in, the majority of people in today's workforce need the guidance of a skilled manager who welcomes their ideas and asks for their opinion. By opening a dialog, you will give these people a greater sense of job security and will have a direct impact on the profits of your business.

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E-Tip 255 - 9 Employee Engagement Tips for Your Business

Since the economy has become weaker, businesses are laying off more and more employees. Because of the rising rate of unemployment, many people who work for you are no doubt becoming more concerned about their job security. As a manager or business owner, you are no doubt concerned about your employees' happiness, but what many people fail to realize is the cost dis-engaged employees can have on their business or department's profit and loss.

Tough Economic Times Can And Will Disrupt Productivity And A Team's Performance.

Do you really know what your employees are thinking? How would you respond if I asked you these four questions:

1. Are your employees giving your company their all?
2. Do they think what they are doing is important?
3. Do you make your employees feel appreciated?
4. Do your people show up for work each day with passion and purpose?

For business leaders in companies of all sizes, you can make and save money by keeping your employees engaged; however, the only way for this to happen is to make their "engagement" a priority for your business. Doing so will create "wins" for everyone as an employee will stay focused on their job and management keeps worker productivity high. With that in mind, here are 4 of the 9 (5 - 9 will be talked about next week) management tips for creating and sustaining employee engagement:

1. Talk Directly With Those Employees Who Are Negative - Every company has people who are negative by nature. When approaching such employees, try to understand where they are coming from and why they feel the way they do. Look past their outlook and see them as a resource of knowledge who can contribute to the business.
2. Make Sure Employees Have The Tools To Do Their Jobs - Remember that first day at the office? Or when you first started your business? You probably wondered if you were equipped to do your job in the most efficient manner possible. You can lesson similar employee concerns by asking each staff member, or the team as a whole, "Do you have everything you need to be as efficient as possible?" Remember, just as your clients' needs change, so do your employees' needs.
3. Clearly Communicate Your Expectations - Sure, most business leaders have their core values, vision and definition of success. But what your employees really need is a clear understanding of your expectations -- both on a day-by-day and project-by-project basis. The clearer you are with them, the more efficient and productive they will be.
4. Get To Know Who Your Employees Really Are - You do not have to be buddies with everyone in your office, but we do suggest asking them about their business/personal goals and taking an interest in their well being . . . because showing some compassion will go a long way in building trust.

Summary: Your employees are your company's greatest asset and their united ideas, feedback and enthusiasm will keep your business growing and profitable. While a small percentage of people will give their all and do their best no matter what type of working conditions they are in, the majority of people in today's workforce need the guidance of a skilled manager who welcomes their ideas and asks for their opinions. By opening a dialog, you will give these people a greater sense of job security and will have a direct impact on the profits of your business.

If you want to find out more about how Dale Carnegie^® Training can make your business more effective, or need more information on this subject, please send us an e-mail at the address below.

P.S. Stay tuned for next week's e-tip 5 - 9!

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