Stop the Drama --- Yes to Coach, Challenger, Creator

A 5 year old was selected "leader for the day" in class. When asked by his dad what he did he said "I held the door open for everybody".

"Profound"

This 8 minute TEDX talk follows this same thinking. We don't need leaders to be Heroes waiting around to play the game, solve all the problems and put out the fires for the team.  

We need leaders to be Coaches and Challengers holding the door open by helping our people get better so they can succeed and be the Heroes, and thus the team can succeed. Bringing solutions to the table not problems for you to solve.

You need to be serving them, not pleasing them.

A New Definition for Hero: Mo Fathelbab at TEDx Rock Creek Park

 

For more articles, audios and videos on small business issues, check out more articles on our website.  

  

Rick Wallace

"Helping people exceed their expectations"

Quit Pleasing People

"You will get all you want in life, if you help enough other people get what they want."

-Zig Ziglar

      

Serving vs. Pleasing Audio - from my coach Steve Chandler    

This series of 5 (12 minute) short audios from Steve Chandler covers the most important concept when it comes to leadership, sales, employees just about everything in your business:

Start each day as you write down your "to do" list and think about how to serve people, not how to please them.

For more articles, audios and videos on small business issues, check out more articles on our website.  

  

Rick Wallace

"Helping people exceed their expectations"

The Big Disconnect

"If your actions inspire others to dream more, learn more, do more and become more, you are a leader." 

 -John Quincy Adams, 6th President of the United States      

  

Great insights from Diana Southall's (designer of The People Plan) blog on what employees value vs. what we as managers think they value. (No better way to deliver what they value than the Weekly Coaching conversation.)

In a study by the Labor Relations Institute of NY, managers selected what they thought employees valued most, and then asked employees what they valued:

Manager / Employee rank - Job Reward      

• 1/5- Good wages
• 2/4- Job security
• 3/8- Promotion and growth
• 4/9- Good working conditions
• 5/6- Interesting work
• 6/7- Personal loyalty to workers
• 7/10- Tactful discipline
• 8/1- Appreciation for work done
• 9/3- Sympathetic help with personal problems
• 10/2- Feeling "in" on things

You can see that the TOP 3 for employees were listed as the BOTTOM 3 in the eyes of managers. Hmm.. I wonder how much time and effort these managers put into these "bottom" rewards if they consider such each a low priority?

For the rest of the article from Diana, click here. 

For more articles, audios and videos on small business issues, check out more articles on our website.  

  

Rick Wallace

"Helping people exceed their expectations"