success

WHAT SUCCESSFUL SAFETY PROFESSIONALS KNOW ABOUT LEADERSHIP

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Fotosearch_k8652164After many of my safety leadership talks or training’s,  I hold informal Q and A sessions with other safety professionals. During this time, the vast majority of questions I receive are around self-leadership. Leadership has become a favorite topic and is discussed in most any professional setting. In fact, I believe the term “leadership” is a grossly overused and misrepresented word, especially safety leadership (a topic of an upcoming blog).  However, the “principle” of leadership is very underused in many people.

The safety profession is no different. In fact, the last 7 years of my life has been dedicated to pointing out the low level of leadership in the safety profession. I have and continue to be, committed to sharing my thoughts and knowledge to increase the safety professional’s leadership with employees, supervisors, and executives. I firmly believe the safety professional has more daily interactive opportunities to lead people than any other levels of the organization.

Think about it. Executives are relegated to an office, managers and supervisors have assigned areas of responsibility and seldom venture outside of their designated area. They may understand the departmental dynamics, but not necessarily how it affects the rest of the worksite or organization. The Safety Professional, on the other hand, typically has responsibility for the entire facility, region or area. Much of the safety person’s workday is interacting with people on the floor or field and with those who have direct control and authority over the production and operational personnel. So when I think about all the opportunities where a safety professional’s leadership is essential, I think about every conversation, interaction, and/or situation where the opportunity for leadership is inserted.

In this blog, I will identify and briefly discuss 6 insights on what successful safety professionals know about leadership. I’ve developed and learned these through my personal experience and by observing and mimicking successful people.

Anyone who reads this blog will have the necessary insight to improve their leadership. For the safety professional, improving our individual leadership will enhance our ability to influence others in the direction we believe will eliminate injuries and protect employees.

I encourage you to think about how you currently lead and use the information to improve your effectiveness.

Here are the 6 insights successful Safety Professionals know about leadership.

  1. They focus on leading themselves first – The ability to drive ourselves is crucial to our ability to influence others. However, leading ourselves is one of the most challenging things to master. Why? We don’t see the blind spots. Blind spots are areas where we fail to look at the situation or ourselves realistically. We see ourselves through our intentions, people see us through our actions. Leading yourself is perhaps the least discussed aspect of leadership yet. When we fail to do what is right, trouble ensues!
  2. They understand how leadership works -Leadership is a complicated subject. However, effective leaders understand that leadership starts with influence. The safety profession is built on influence. I don’t know of any safety professional who has direct authority over others. I know some who think they do. However, safety professionals have no authority and must learn to “influence without authority.” As safety professionals, the way we efficiently influence and ultimately lead is to ensure we are adding value to everything we do and say. We need to make others successful. We accomplish that by helping them eliminate self-imposed limitations and encourage them to achieve their potential.
  3. They learned how to resolve conflicts – Every safety professional encounters conflict. Anytime you try to change behavior, conflict arises. People do not like being told what to do, how to do it and when to do it. However, the safety professional’s ability to effectively resolve conflict will determine their level of influence with the individual or group. To resolve conflict;
    • Meet with the person privately
    • Ask for their side of the story
    • Try to come to a flexible agreement
    • Set a deadline for action
    • Validate the value of that person and make a commitment to help them succeed.
  4. They learned to efficiently work under poor leadership – Poor leadership is common in the workplace. I probably didn’t have to tell you that, but understanding what you are working with is essential. One of the most discouraging situations is to work under and with poor leaders. I have personally worked with poor leaders from the CEO of several companies to the line supervisors who have direct influence with the people on the floor and in the field. There are several reasons they may be poor leaders; they may be difficult to work with, they may not like you, they are a bully, they may lack vision, they are indecisive and inconsistent, or they have character issues
    • Here is how to work with poor leaders;
      • First, consider if you are the problem
      • Determine if you have specific evidence to support your opinion
      • Assess your influence and credibility
      • Think through every possible outcome
      • Make a decision to act
      • Ask to speak in private
      • Outline your complaint, and seek a collaborative solution
      • Determine whether you should stay or move on
      • If you decide to stay, give your best and support your leader
  5. They learned how to navigate leadership transitions – Life is one big transition after another. Transitioning leadership can be exciting and challenging. One of the most common challenges is to transition the new leader into the safety process. I can’t tell you how many times I have established a safety process and culture, then a new plant manager or CEO comes in and they have a difference of opinions. It makes the future unsettling. However, a new leader can bring excitement and high expectations, which can lead to a more engaged leadership team in the safety process. Here is how one navigates leadership transitions;
    • Consider the possibilities
    • Weight the risk and rewards
    • Receive the affirmation from your direct reports
    • Take action and move forward
  6. They learned how to develop leaders within – One of my most successful approaches to building a robust, sustainable safety culture has been to create an environment where I personally coach and mentor leaders at various organizational levels. This has led to an influential mutual respect that resonates within the organization. John Maxwell has said, “everything rises and falls on leadership.” I have found that saying to be entirely accurate. Nothing can be accomplished without leadership. My desire to impact the safety of others is my ability to increase the leadership influence of those who have direct authority on the safety outcome. I have found this to be one of the most rewarding activities in my career. How do I identify potential leaders?
    • I look for those who make things happen
    • I try to identify those who have influence on others
    • I watch for those who build relationships, not friendships
    • I see who people are congregating around
    • I see who see and adds value to others
    • I look for those who seize opportunities
    • I look for those who finish tasks

Fotosearch_k2035485 (1).jpgThe ability to effectively lead people through your influence is directly proportional to your success. Let’s face it. Your success is directly proportional to the safety of those employees at your site, facility or within your company. Remember this, “a good leader is one that yearns to learn.”

 

“a good leader is one that yearns to learn.”

As you learn more about leadership and develop as a leader, you will find new ways to improve. Consider using these 6 insights to learn and grow in your quest to become a successful safety professional.

 

2018 – A Year of Sharing in Other’s Success

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Man, am I glad that is over! 2017 will be remembered as a year of disappointment, discouragement, and dissatisfaction. Or maybe not?

During 2017:

  • I lost my job
  • I lost my focus
  • I watched my daughter and son-in-law endure fertility struggles

Yep, 2017 was tough.

However, all these worked together for the greater good.

During 2017;

  • I got a new job
  • I regained my focus
  • I became a mentor to several people
  • I had opportunities to coach others in their pursuit of personal success
  • I grew personally (both spiritually and professionally)
  • I had a record year for keynote speaking
  • My daughter is pregnant with my second grandchild

Ok, ok…maybe it wasn’t all that bad of a year.

However, it was a year of reflection of what needed to be changed and improved upon in my life. One of the most revealing thoughts that came to me and continues to drive a lot of my ideas is the need to focus more time and effort on helping others become successful.

Zig Ziglar said; “You can have everything in life you want, if you will just help others get what they want.” 

I love that quote. In fact, I use the context to say;

“You can achieve all your goals in a given year and lifetime, if you just help others achieve theirs.”

You see, one thing I realized in 2017, is that many people focus on their wants, needs, and desires. They make decisions based on what’s best for them, without thinking of how it affects others. Look, we all wired that way. In fact, we humans have a self-serving, self-gratifying and self-preservation nature about us.

With this in mind, I wanted to think of ways I could assist and serve others to achieve success. I came up with five items that I believe will accomplish this. As I began to reflect upon these things, I realized that many of us could benefit from them.

In saying that. I thought it would be worth a departure from my typical New Year goal post and focus on how we can be a better partner, employee, employer and an all-around better person.

Here you go.

relateRelate – Regardless of position, we must find ways to relate to people. To accomplish this, one must first decide to pay attention to others by listening to their wants, needs, and challenges. Adapt your approach to fit their needs. Interacting to relate with others takes time, care and attention. You may need to get out of your comfort zone and put someone else’s interests ahead of your own.

Fotosearch_k19489028Accommodate – This really involves your ability to communicate clearly and efficiently with others. Once you have a clear understanding of the person’s needs, wants and desires, make necessary accommodations to see them succeed. I think many of us feel we know the best way to achieve what we or someone else wants to achieve and we tend to move in that direction. However, when we are focused on helping others succeed, then we must support their desires and take action to see them succeed.

alliviateAlleviate – When committed to helping others succeed, you must actively help alleviate any challenge or obstacle the person may encounter. Use your experience, knowledge, and expertise to coach the person through each challenge or obstacle.

facilitateFacilitate – I think we must learn how to facilitate a person’s success. I’m aware that you cannot control other’s actions. You can help people fix an attitude of “can’t” but you cannot help one of “will not.” However, I do feel there are things we can do to help others succeed. First of all, make sure you clearly communicate expectations, responsibilities, and priorities. Make sure they understand the sense of urgency for crucial expectations; not necessarily time, but in priorities. Look for opportunities to help them progress toward their desired result. Lastly, communicate their commitment and performance to others.

As leaders, it is our role to help others succeed. That is what leaders do. Our contribution to others has to be measured by something more meaningful than our positions. It must be measured by our ability to help others succeed. This is an accurate measurement of our position and the leadership we provide.

I encourage you to dedicate 2018 to helping others succeed. In return, watch yourself grow, and your leadership develop.

ACHIEVING CHANGE IN AN UNCHANGEABLE ENVIRONMENT

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I recently began a new job with a large organization. The organization is somewhat unique to me because it consists of two legacy organizations each made up of multiple companies. Each organization operated independently until recently when ownership decided to merge the two legacy organizations into a single corporation with shared visions and goals.

“Change is achievable in any environment, as long as all layers are iniated in the change process.” – Denis Baker

I was hired to help create a transformational change where safety and health are Fotosearch_k27534040integrated into the entire operational culture. I believe this is the only practical method for achieving safety and health goals and ultimately an incident-free culture. Safety and health should never be “first” or a “priority,” but rather a core value integrated into the culture of the organization. You see, priorities change, values do not and first is not always. I often use a pie analogy to visualize this. The pie is divided into equal pieces, with safety and health having an equal slice of the total pie. No more, no less, but equal.

Whether your profession is safety or finance, the successful process of change is the same. Here are 10 principles to follow when initiating change. Execute these, and your efforts will be made fruitful.

1. Have compassion and understanding. Regardless of circumstances, change is scary, and you represent a terrifying unknown. Every location I visit, after we complete the professional introductions and small talk, I am met immediate resistance. And most will try and distance themselves. When I begin touring, asking questions and making suggestions, encounter looks of concern or frustration and often hear, “but that is not the way we do it,” or we’ve always done it this way.” To help soften my perceived impact, I often encourage their suggestions or solutions. This creates a great team-centered environment that allows them to consider any of my initiatives. Probably, the most important thing I’ve come to realize, is their reactions aren’t personal; they are just responding to an uninvited change.

2. Reach out and connect with those affected by the change. Success in anything cannot be achieved without effective relationships. Before a relationship can begin, one must first connect with the person or group. Do this by identifying common ground. Look for small wins that build respect and credibility.  In the beginning, change can be frustrating for both sides. It will be tempting to simply brush off questions or concerns, because you may feel it is easier to just do it. And it is. However, I BEG YOU to RESIST that urge! No doubt we want quick results, but you’re better off starting slow and finding common ground. Find opportunities for one-on-one interactions. For change to be successful, connecting with those affected requires consistent, realistic, heartfelt conversation.

3. Influence the influencers. Influence those who have influence, without neglecting the others. Pay attention to group dynamics and identify the influencers. Identify who they are, and get to know them immediately. Learn what they value and be transparent in addressing their needs, concerns or wants. Just remember, you can’t do or control what you don’t control.

4. Expect resistance and don’t ignore it. Resistance is always present for any change, especially culture change. Don’t think it will go away on its own, it won’t. In fact, if left unattended, it will multiply and infiltrate the entire organization. Once this occurs, your job just got tougher. Meet with the discontent. Put your pride aside and listen. Address each issue as it comes up, but don’t make any promises or commitments you can achieve. If that happens, you just lost all the trust and respect you’ve been working to achieve. Gain buy-in by understanding the reasons getting buy-in for your vision and goals for change. Realize that most of the resistors are the influencers.

5. Communicate your values. In the safety profession, it’tempting to withdraw when you encounter conflict, but you have to do the opposite. You’ve got to overcommunicate. Look for ways to demonstrate your values as you explain your vision. You want to reassure people that your principles are positive and show where your values align with theirs. The key is to be steady, positive and consistent.

6. Learn from other leaders. How do others achieve change? Read, ask and network, looking for ways and ideas that might work in your situation. I often tell people to go with their gut. Meaning, if your intuition is saying yes or no, then follow that “gut feeling” and move forward. As we say in the safety profession, “steal shamelessly.” Great leaders learn to steal the best ideas. Remember, their approach or tactics are vetted and proven.

7. Go forward boldly. Don’t be afraid to make mistakes. (Just be sure to fix them faster than you make them!) Stop and assess yourself, your process and your progress often, and course-correct as needed. Mistakes are inevitable. Keep it moving.

8. Prioritize and act. Identify the one or two areas where you will receive the greatest benefit and make that your priority effort. However, always evaluate your progress, the level of reception, the level of effectiveness and be ready to make changes as needed.Remember you are the change agent, you must be willing to change.

9. Create wins for the organization. Never underestimate the power of early victories. They give people confidence to keep pushing forward, even though turning the ship is hard. Achieving an early win builds momentum. People trust leaders with a proven track record. They will accept changes from people who have led them to victory before. Remember, it is easier to steer a moving train than stop it.

10. Identify and equip other leaders. If you want to sustain change and start building momentum, you must start developing and equipping the leaders. This is something many organizations fail at. We take the best worker and make them the leader. Great principle, but horrible execution. We tend to neglect the coaching and training needed to make that person successful. Look for those who rise to the top and pour into them your coaching and mentoring efforts to see them become the best leaders possible.

When I am looking for a job, I tend to identify companies where change is needed. In Fotosearch_k21722018fact, I have been a crucial part of at least six organizations where a cultural change was required. I approach each opportunity by implementing these 10 principles. Execute these 10 principles and watch change take place.

YOU GOT THE JOB! 7 Questions in 3 Categories to Ask Before You Accept Your Next Job Offer

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I recently found myself in the job market. Even though it was somewhat of a shock, I embraced the idea of looking for a new job with excitement and lots of energy. I didn’t know what to expect or what the outcome may be, but I did know if giving the opportunity to meet face to face, I could influence the individual or group that my experience, knowledge, beliefs, and relationship approach to the profession would result in a positive outcome.

Well, there were more roadblocks than I anticipated along my journey (those will be coming in future blogs). However, I did land several offers, all within a week of each other.

Yes, I made it through the most difficult part of the job search. Well maybe not, deciding on what job to accept and if we were willing to move was pretty difficult in its self.

Throughout this process, I think one of the most difficult things to do was ask the right questions. Questions that provided relevant information to make the right choice. I believe I was so excited that I had an offer, much less multiple offers, that my thought was just to pick the one with the highest salary. Flawed thinking. I didn’t have a job, and I needed a job, so why did it matter. Money is the most essential thing in the position, right? Again, flawed thinking. You need to assess and evaluate all offers based on the role, the company, culture, future, benefits, and salary.

As I began looking at my options and trying to decide on what offer was right for me and my family, I realized I made a few critical interview and follow up mistakes. I didn’t get all the information I needed to make a decision based on sound facts and ultimately intuition.

After the decision was made, I read an article in HR Digest that listed practical questions to ask before you accept a job offer. Reading it, made sense and made me realize I fell short in my preparations for choosing the right offer. Now, I am not saying I picked the wrong position. In fact, I love my job, and it offers excellent challenges with exceptional growth opportunities. However, I believe I could have had a much better understanding of the role and those jobs competing with it.

From that article, I narrow down several questions I feel are relevant to the job search process and any impending offer.

When I began to evaluate each offer and looking back, I realized I should have focused on three main areas. I then identified seven questions in each area I feel are important in the interview process and job offer evaluation.

THE ROLE

Interviewing is a two-way street. The employer is offering you the job, and you are providing the talent.

When you ask questions, it shows interest in the company, gives you more information, and makes the conversation flow between you and the interviewer.

  1. How did this position come to be open?
  2. What does success look like in this role?
  3. What would my immediate priorities be?
  4. What are the most significant challenges people face when they start out in this position?
  5. Who will I report to directly?
  6. What are the expectations of this position over the first twelve months?
  7. How would you measure my success, if I were chosen for this role?

These questions would serve multiple purposes. It would give you a brief idea about how well suited you are for the role or the management style. It also lets the company know you’re motivated, passionate and ambitious in life. Moreover, they will open doors to discuss training, what projects you’ll be working on, and whom you would be working with.

SALARY & BENEFITS

  1. Is the pay negotiable?
  2. What is included as a part of your benefits package?
  3. What kind of opportunities exists for personal growth?
  4. What is the bonus structure? Will I be eligible this year? Is the percentage negotiable?
  5. What metrics or goals will I be evaluated against?
  6. How much paid vacation time will I get per year?
  7. Can I carry over the paid vacation time if I don’t utilize it?

These are specific questions you can ask when considering a job offer. It will make it much easier for you to negotiate on your contract before you join the team.

THE COMPANY CULTURE

  1. Where do you see the company in the next five years?
  2. Can you tell me about your new products or plans for growth?
  3. Would you mind giving me a tour of where this job would take place so I can get a feel of where I’d be working and who I would be working with?
  4. How is work-life balance in the company?
  5. What is the company culture here like?
  6. Would I be able to represent the company at industry events and conferences?
  7. Can I answer any final questions for you?

These are some very good questions to ask before you accept a job offer. It means you’re already thinking about the role you have been offered. You can also find out whether a company is right for you.

It will also help you make a better decision when you’re deciding between multiple offers so you can compare responses.

All You Are Is Full Of Hot Air! Moving From Words To Actions

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c700x420Last Saturday morning I stepped out on my apartment balcony and saw several hot air balloons passing overhead. In fact, one was lifting off from the field across from the complex. As if I were a little kid, I excitedly called my wife over to show her the activity. She reluctantly came, and I began telling her how I was going to buy a hot air balloon, and I would take her up on a beautiful evening flight with a bottle of cabernet, and we would gaze into each other’s eyes into the evening sunset.

She looked at me and said, “All you are is a bunch of hot air.”

Hey wait a minute, I was romantic. Maybe that is why I was “full of hot air.” I am not well known for my romantic side.

Has anyone ever told you, you were full of hot air? If so, you are not alone. I think this post will help you understand why our words should not be hot air but rather backed up by the foundation of our actions.

It came to me that day while watching hot air balloons drifting overhead, that our words have a great impact on those we speak too. In fact, I realized that our words indicate our intended actions, but the follow-through is more important than any word in our vocabulary.

My intention is not to be a know it all, however, I think I know it all. If you don’t know it, then how will you solve it? Another, a fault I have is answering before I thought it out or committing before I realize what I committed to.  Had anyone ever say that to you? I hear it often because I talk too much. Regardless of the situation, I have the answer, and you will listen to it. My intention is not to be a know it all, however, I know it all. If you don’t know it, then how will you solve it? Another, a fault I have is answering before I thought it out or committing before I realize what I committed to.

I hear “you’re full of hot air, or that’s a lot of empty hot air coming from your mouth,” often. Probably because I talk way too much and have to get in everyone’s business to resolve everyone’s problems. Another, a fault I have is answering before I thought it out or committing before I realize what I committed to.Had anyone ever say that to you? I hear it often because I talk too much. Regardless of the situation, I have the answer, and you will listen to it. My intention is not to be a know it all, however, I know it all. If you don’t know it, then how will you solve it? Another, a fault I have is answering before I thought it out or committing before I realize what I committed to.

I know what you’re thinking, stop rambling and tell us what you are going to tell us.  Ok, Ok, got it. Here you go:

  1. Our actions build trust – Without trust, there is no influence, and without influence, there is no leadership. Deliver on what you say, and you begin to create trust.
  2. Our actions show personal responsibility – When, what we speak, is backed up by what we do, people begin to recognize the responsibility we have for achieving the desired outcome.
  3. Our actions create our reputation – You are known by your behaviors and the work you do. Make sure the things you say are truthful and backup by your actions.
  4. Actions show commitment – When we act, we validate our words, thoughts, and ideas.  We move from the verbal to the physical. Actions move our verbal commitment to the tangible result.

Our words are essential. They lay the foundation of our beliefs and our desires. However, they are merely words, actions prove our intentions and reflect our beliefs and desires.

Choose your words carefully, they must be backed up with actions.

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YOUR ATTITUDE HAS INFLUENCE ON THE BEHAVIORS OF OTHERS

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Attitudes are contagious, is yours worth catching?

My wife and I recently spent a few days in New York City, enjoying the sights and sounds of Manhattan from our Madison Avenue hotel, and eating and spending time touring Central Park. One night I was sitting on the window sill, with the window open, 15 stories up (probably not what a safety professional should be doing), and couldn’t help but notice the amount of honking that goes on.  I initially became aware of it during our ride into the city from the airport. However, while I was sitting on the ledge, I realized something. When one person honks, it encourages others to do the same.  It became contagious.  One honk led to another and then another, and before long, it was a musical nightmare of various horns reverberating from building to building. All day, all night, people honked at all hours of the day or night. Recognizing this issue, generated a few rhetorical questions:

  1. Do people honk just because it is New York City and that’s what they do?
  2. What would happen if automakers remove the horn from vehicles?  Would the people of New York City be able to function?
  3. Is using a horn in NYC effective?  Didn’t seem so. Our driver was never affected by the horn.  He just did what he was going to do.  However, he did use his often.

Whether good or bad, your attitude will influence others.

A person’s behavior doesn’t dictate their attitude, but their attitude can dictate their behavior.

Attitude is contagious. Our attitude will determine our success or failure and the success or failure of others.  Attitude is more important than anything else, it is more important than money than any of your circumstances than your failures or your successes. It is more important than your appearance, your talent, or your skill. Your attitude will make or break you, and it will determine your ability to succeed in anything you do.

Winston Churchill said, ”Attitude is a little thing that makes a big difference”

Change-Negative-Attitude-to-PositiveThere is a direct correlation between attitude and behaviors. A person’s behavior is affected by their attitude.  Specifically, a person may do what is required when they must. However, remove the “must” situation, and they do what they want? Our attitude has an effect on others. Just as when one person honks in NYC, we all honk, our attitude will be contagious to many.

In our quest to positively influence a person’s attitude and ultimately their behavior, we must understand what impact our attitude has to our personal leadership. Once we understand this, we can have a positive influence on the attitudes of others.

Remember these as you consider your influence through your attitude:

  • Our attitude is ALWAYS in play – Simply, our attitude has an effect on everything and everyone.
  • Attitudes can lift a person or tear them down – Chuck Swindoll said, “Life is 10% of what happens to us and 90% of how we react.”
  • Attitudes are contagious (good or bad)
  • Bad attitudes catch on and spread faster – Honking in NYC…
  • Identifying bad attitudes can be difficult – This is true, especially in ourselves.  We always justify our bad attitudes.
  • Rotten attitudes will ruin everything – Absolutely right! How many times have you gone into a meeting or had a conversation with another person when your attitude was horrible? It never ends well.

667fe4c3-4012-4050-a33b-b92682d6db17_lg-1Casey Stengel,  a successful manager of the New York Yankees, had a conversation with a rookie manager named, Billy Martin.gal-taurus-billy-martin-jpg He told Billy this, “There will be 15 players who will run through a wall of fire for you, 5 who will hate you, and 5 who are undecided. When you make out the rooming list, always room your losers together. Never room a good guy with a loser. Those losers who stay together will blame the manager for everything, but it won’t spread if you keep them isolated.”

Who will you influence with your attitude today?

6 Ways To Add Value To Your Team

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Business team shwoing thumbs upI don’t think there is ever an instance where one person is the team, or where one person is responsible for the success or failure of the team. Whether at work or within the family, I believe it always involves a team effort.

As I continue my leadership journey, identifying areas of improvement within myself and when coaching leaders, I am convinced success is always a team effort. Sure, there is always someone who leads the way, but I believe they are supported by the team who is like-minded and supportive of their ideas and efforts.

Experiencing what it really means to add value to a group, I have identified 6 ways to increase the value as a team member.

Here they are:

  1.  SUPPORT THE VISION – Support the vision and direction of the team leader or team itself.  You must be honest with your thoughts and ideas, but in the end be a verbal proponent of the team and the direction the team wants to head.
  2. RESPECT OTHERS – You must comply with the ideas and or concerns of others. Never just dismiss what others have to say or the direction they believe in.  But rather, listen to what they have to say and consider the overall impact it has on the team goal.
  3. BE PREPARED TO GO ABOVE AND BEYOND – Teams need members that are willing to go above and beyond.   You might have to do more, take more and work more.  Be prepared to give it your all to the success of the team.  Be a better planner.  Be a better goal and objective setter and by all means be prepared to hold yourself accountable!
  4. BE THE EXPERT – Great team members are informed by team members.  The best performing team is the most knowledgeable team.  What is our objective?  What do we want to accomplish? What is my role?  Remember, information is knowledge.  The more knowledgeable the Team is, the more likely they are to be successful.
  5. CELEBRATE SUCCESS – Most do not do this well. How often have you achieved a goal and there was no fanfare? No celebration?  It almost seemed success was expected.  Maybe so, however, I believe celebrating your successes (regardless of how small) is the key to future encouragement.  Honestly, don’t be afraid to tell others how much you appreciate their effort and help to accomplish the team’s goals and objectives.
  6. BE A GO TO PERSON –  People appreciate those they can go and talk to.  Individuals who can simply listen and those who convey confidence and support and who are viewed as discrete and trustworthy?  A person that you can bounce off ideas and concerns and know they will simply be heard.

Consider these when working with a team. Only small visions can be achieved without a team. However, one can achieve endless visions with active teams!

Creative Business Team Stacking Hands In Huddle

Real Integrity

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I was talking with a group of people the other day when one of them began talking about how much integrity they had and how they strive to do the right thing always. That statement caught me by surprise because I know this person and have had many discussions concerning their lack of integrity. It made me realize two things.

  1. If you have to tell someone you have integrity, you probably don’t.
  2. Authentic integrity is built within a person’s character through their actions.

Genuine integrity is the foundation of a person’s credibility. Credibility creates confidence, and that confidence allows influence.

“Integrity is what we do, what we say, and what we say we do” – Don Gater.

Someone once said,

“You are already of consequence in the world if you are known as a man of strict integrity”.

That’s how essential integrity is in your personal life. In fact, if you have nothing else, authentic integrity will catapult you past everyone else.

Dwight Eisenhower said, “The supreme quality for leadership is unquestionably integrity. Without it, no real success is possible.”

I agree with Eisenhower. I cannot emphasize enough about the importance of having genuine integrity if you want real leadership in your life.

Integrity gives you so much credibility, trust, confidence, influence and much more.

Be a person of integrity and be a person who people want to follow.

10 Actions To Increase Your Influence With Others

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Want to be influential? Do these 10 things.

  1. ENCOURAGE – Start every conversation with something positive about the person or group you are addressing within the first 30 seconds. People are motivated by encouraging words.
  2. UNDERSTAND YOURSELF – When I think about what needs to happen or take place, I reflect on how my actions, my conversations, and my vision will affect others. I’ve realized that my performance is a direct reflection of my leadership.
  3. KNOW WHAT OTHERS GO THROUGH- Understand the trials and troubles others go through by being a part of their day. Good leaders become someone who listens to their people, not to reply, but to understand. Get in tune and know the people you lead and you will increase your influence.
  4. REALIZE EVERYONE IS DIFFERENT – They understand Good Leaders Ask Great Questions (read this book from John Maxwell). The right questions will uncover a person’s interests and what motivates them. I think it is important to connect by finding common ground and nurturing relationships.
  5. HELP OTHERS – I have learned when we are first to offer assistance and aid, we begin connecting in such a way that our relationship allows us to influence. Zig Ziglar said, “You can have everything in life you want if you will just help enough other people get what they want.”
  6. ADD VALUE – Add value by finding out what is important to those you lead. The value will look different in every situation. A good leader will ask great questions to identify what value looks like.
  7. SHARE STORIES AND EXAMPLES – As a speaker, I’ve learned the importance of sharing good relevant stories. As a leader and professional, I’ve recognized the importance and effectiveness of sharing good stories with those I influence. People want to see the human side of leaders. I believe stories create a sense of belonging and connect us through life’s similarities.
  8. NO STRINGS ATTACHED – Christopher Reeve said: “Success is finding satisfaction in giving a little more than you take.” When we give without any strings attached, we will benefit professionally and personally and professionally.
  9. REMEMBER NAMES -Learn the names of those you meet and associate with. Few sounds are as sweet to a person as hearing their spoken name, few sounds are as irritating when you refer to someone by the wrong name. Remembering names, shows you value them.
  10. ACKNOWLEDGE STRENGTHS – I think one of the best ways to gain influence is to recognize a person’s strengths. Areas of their personality or employment that seems to tie them well to the organization. In fact, they will want to “Exceed Expectations,” not just meet them.

InfluenceWe all have influence, big and small. We all have things we are gifted or talented. Things we leverage by adding value to others. Whether it is our attitude, problem-solving skills or simply just our ability to laugh, we should be sharing our knowledge, experience, and influence. Employees respond to influence. We should work hard to increase our influence by adding real value every day. Do this, and you will improve your leadership. You’ve heard it before, “Leadership is influence, nothing more, nothing less.” People respond to influence. We must work to increase our influence by adding value every day. Do this, and you will increase your leadership. You’ve heard it before, “Leadership is influence, nothing more, nothing less.”

We must work to increase our influence by adding value every day. Do this, and you will increase your leadership. To lead others, you must influence! Do these 10 actions regularly, and watch your influence grow!

To Improve Performance, Change Your Attitude

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Life has its ups and downs, its turbulence and its smooth flying. We sometimes stall, but hopefully, we change our attitude and recover to make a smooth landing.

I love flying. I am not a pilot, but I have been interested in flying for most of my life. I love watching pilots perform their pre-check routines. I study every move they make and try to identify every instrument on the panel; altimeter, airspeed indicator, vertical speed indicator, magnetic compass, attitude indicator, heading indicator, turn indicator, etc. If you ever see a nerdy guy sitting up front watching the pilot(s) perform their pre-flight checks, it’s probably me.

I’ve had the privilege of flying in private planes and charters. One of the coolest things is most of these planes have open cabins. You can watch out the front window and every move the pilot performs. I notice that pilots are always watching their instruments. While we gaze out the window trying to identify landmarks or enjoy the scenery, the pilot is intently focused on his instrument panel. One particular instrument, the attitude indicator, seems to be one they refer to and watch most often. In fact, it is placed in a prominent position within the panel, typically right in front of the pilot. While there are other instruments of importance, I believe the attitude indicator is placed in the most prominent part of the panel, because of its significance to the safe operation of the aircraft.

attitude indicatorThe Attitude Indicator depicts the position of the airplane in relation to the real horizon. It shows whether the wings are level and if the plane is climbing or descending, or flying straight and level. A pair of wings represents the attitude of the aircraft in relation to the sky (blue) or ground (brown). Basically, if the wings are in the blue, the plane is climbing, if they are in the brown, the plane is descending. The attitude of an airplane indicates its performance. To modify the performance of an airplane, you must change the attitude.

Through my recent studies on personal attitude, I realize there is an analogy between the performance of an aircraft to the performance of a person. Just as an airplane’s attitude determines its performance, the attitude of a person will determine their performance.

What happens when a person attitude dictates unfavorable results? How can that attitude be changed? I believe the key to having a good attitude is the willingness to change. To change, one must choose to change.

If you want to achieve and maintain a good attitude, do the following:

  1. Evaluate your present attitude – Identify your problem feelings, behavior and thinking. Clarify the truth, secure your commitment and act on your decision immediately and often.
  2. Realize faith is stronger than fear – To succeed, one must have faith from the beginning knowing he/she will succeed.
  3. Want to change – When all else fails, desire alone can get you on the right track and keep you there.
  4. Live one day at a time – Success and failure follow us. Forget yesterday and focus on today. For what we do today, has an impact on tomorrow.
  5. Change your thoughts – What we focus on and remember, determines our actions. Our attitude is developed through our thoughts and feelings. Change your thoughts and feelings, and you will change your attitude.
  6. Develop the right thoughts – Our attitude is nothing more than our thoughts. It is as easy to form a thoughtful habit of success as it is a failure. Work to develop the habit of success through positive thinking.
  7. Choose to have the right attitude – The choice of a good attitude is just the beginning. Attitudes have a tendency to revert back to their original pattern. You must deliberately choose to have the right attitude.

The only way a person’s attitude can change is through their personal desire to change. As leaders, we can influence those we lead to change, but ultimately they make their own decisions. Just as an airplane’s performance changes with a change in attitude, so will the performance of an individual. But remember, attitudes can be bad or good. Make the wrong attitude adjustment in an aircraft and the results can be catastrophic. The same could be said for people. Make a bad attitude change, and the suffrage can be devastating.

Airplane Attitude.jpg