Despite the wealth of information available to us these days, many of today’s best and brightest business leaders still make poor decisions. This is unfortunate, because sound decision making is at the heart of every company’s success.
One of the greatest misunderstandings in leadership and coaching is the term “micromanaging.” Most leaders never want to be thought of as a micro manager. In fact, it could be considered an insult or weakness of any manager. When micromanaging is used as a coaching or leadership style it will most likely deliver bad results, stifle creativity, limit employees’ self-worth and without a doubt limit productivity. On the other hand when a coach or leader must deal with a bad performer it is imperative to help the employee either become a better performer or help them find a job that is a better fit. Leaders should strive to be a coach who when necessary, uses micromanaging activities to improve specific areas, but uses coaching skills when getting the team ready to win.
In a recent survey of over 100 CEOs and their key executives, the first question asked was, “Is hiring top talent critical to the success of your organization?” Not surprisingly, everyone replied, “Yes.” Not simply important, but critical. The follow-up question was, “If it is critical, then how much time each month is spent focusing on hiring, excluding when you are actively looking to fill a position?” Not surprisingly, only three people responded positively.
In today’s society there is more stress on people to succeed and do more with less. Everyone is hustling for that golden ring opportunity, upon which their future lives will be easier and brighter, if they can only grab it. Unfortunately, in the quest to be successful, other things have suffered, such as satisfaction in the victories of daily life, appreciation for simple things. Employees are pushed to be more productive, produce more in less time; but, still with quality. Stay seated longer at your desk, stand longer on the assembly lines, shorter breaks or lunches, work overtime; this causes stress, often leading to an increase in sick days, with a decrease in work-life balance or happiness.
Your beliefs are a powerful driving force that can work for you or against you. Some beliefs empower you, while others limit you. By becoming aware of your beliefs, you can keep the ones that serve you, weed out the ones that don’t, and choose the ones that will support who you want to be.
Any sale—from the smallest consumer item to the largest enterprise-wide solution imaginable—is about much more than simply providing a product or service. A sale is really about delivering a promise to the customer. Unfortunately, many companies have no idea what their sales promise is. Sure, they may have a company vision or a mission statement, but those things usually don’t address the specific processes the company uses to deliver value to its customers.
People who invest their money wisely spend more time focusing on the investments with the greatest chance of turning out to be winners. Do you do the same when managing the performance of your employees? If you are like most managers, sadly the answer is that you get caught up spending too much time with low performers who have a fair chance of being acceptable, but not stars. What would happen if you dedicated more time to your employees who are acceptable performers yet exhibit clear signs of being high performers? The answer is that many of these acceptable performers will move into the ranks of high performers.
Does it feel like you’re always busy typing up letters and emails? Does it sometimes feel like you’re sending out the same emails? If you answered yes, what do you do? Do you retype the entire email over and over again, or do you go back in your Sent folder and look for that email you sent out a few weeks ago so you can copy and paste the content? Why not simplify the process with a template?
As a child, riding a seesaw was fun, wasn’t it? Well, except when you didn’t have equal weight on both sides—then it was just out of balance and someone got stuck in mid-air. That bears the question—is your leadership out of balance? Most likely it is because statistically, more than 85% of the population tilts toward being strong at either Results or Relationships and weak at the other.