Now you have to…

Now you have to GROW, which means – Growing to my maximum potential which emphasizes growth not position. A lot of people think success is a position or a title — That is not success at all. – BC.

Remember Results Come From Action!

“These days a lot of leaders suffer from the ‘capability syndrome’. They think they are capable of delivering results but they refuse to take the plunge when time is ripe. Capability does not equal results. You can be a person possessing all leadership skills and qualities and yet be the worst leader if you do not produce any high optimum results.Remember results come from action.” 

Tips on Leading Teams Through Change

Tips on Leading Teams Through Change – Sitting back and complaining about the change into teams wont help anybody. Managers sit back and complain about changing into a team’s environment more often when they haven’t directly created the teams they’re assigned to lead — a kind of juvenile response, I think. When a need for teams exists and a manager is asked to lead the effort, well, that’s all part of the job of being a manager. You may feel much of the same stress and confusion that your team members feel during the transition period into teams, but that’s no excuse for adding to the distress with your own bad behavior. When you complain about management above you or grumble over confusion with your own role and when you do little to get the resources your team needs and let everyone know that moving to teams is not a good idea, you demotivate team-member performance and destroy your credibility as a leader.

Four Steps To Broaden Your Mind Through Life…

1. Beware the Comfort Zone.
2. Constantly push yourself to explore new experiences and expand your own boundaries.
3. Don’t mistake comfort for pleasure; never mistake stability and safety for fulfillment.
4. You must do something new and bold every day, no matter how small.
5. Condition your nervous system for continual growth, not gradual decline.

So Build and Lead Teams and be known as someone who can motivate, direct, guide and govern a project to profit. It is very easy to grow comfortable and lose your impact on the world. Live to your potential and keep the leaders edge!

Leaders Edge Tip (cont.) Credibility Busters #3 Staying out of sight.

You don’t need to be perfect to function as an effective team manager. But you do need to avoid certain kinds of behavior that can damage your credibility — and disillusion your followers. Making apologies for your bad behavior won’t make it go away, so here’s my check-off list of credibility busters: (3 of 7)

3. Staying out of sight. When managers of teams seldom are visible to team members, their leadership tends to have little positive effect. “Out of sight” definitely becomes “Out of mind” for most team members. They don’t see you, so they don’t know you; and as a result, you don’t command much respect. You can give all the reasons you want for why you’re wrapped up in other important matters, but excuses neither make up for your lack of visibility nor provide motivational leadership for the team.

(FOR THE FIRST TWO PLEASE GO TO THIS PAGE, LIKE, AND READ ON!)

Leaders Edge Short Tip (cont.) Credibility Busters #2

You don’t need to be perfect to function as an effective team manager. But you do need to avoid certain kinds of behavior that can damage your credibility — and disillusion your followers. Making apologies for your bad behavior won’t make it go away, so here’s my check-off list of credibility busters: (2 of 7)

2. Shooting the messenger.
Managers often say to team members, “Tell me if you’re having any problems — I want to know right away.”

And when a team member reports bad news, some managers explode in anger. That’s called shooting the messenger. If your people don’t feel safe bringing issues to you when they first arise, you may hear about them much later, when the molehills have turned into mountains.

If you know anyone who likes or needs to keep there Leaders Edge, please pass this forward!

The Leaders Edge Tip – Credibility Busters! #1 (1of7)

You don’t need to be perfect to function as an effective team manager. But you do need to avoid certain kinds of behavior that can damage your credibility — and disillusion your followers. Making apologies for your bad behavior won’t make it go away, so here’s my check-off list of : (1 of 7) 1. Starting, stopping, changing – Team members need to see you stay the course and stick with the plan from beginning to end. Sure, good reasons exist for making mid-plan corrections. But if you change directions again and again because you haven’t thought things through in advance — with the team, you leave the team confused and doubtful that any progress is going to be made under your leadership.
Please pass this on to someone who wants to keep sharp their “The Leaders Edge”!

Leaders Edge Tips – 5 Rules of Responsible Communication

I hope this benefits you as much as it did a recent client of mine. He needed some team rules to direct (instead of correct) some staff issues he was having. He invested in a hour Skype call, but here is the concepts spoken about. I hope your investment comes in application and gives your team The Leaders Edge. Agree to observe the following 5 rules in our communication. 1. Stay Positive – We emphasize solutions and what we want. We choose our words to elevate and empower each other. We examine problems and hold ourselves and each other accountable not to blame, but for the purpose of finding solutions. 2. Be Civil – We are courteous, and respectful with each other. We speak the truth without viciousness or attack. 3. Use Candor – We are straightforward, direct, and open. 4. Speak Accurately and Honestly – We speak with precision, exactness and adherence to facts. We are balanced in our use of facts, limit ourselves to reasonable interpretation of facts in all claims, observe contextual correctness, and are informative and substantive. 5. Listen Accountably – We listen more than we speak. We listen as though we will be tested on understanding their words. Keep The Leaders Edge!

The Leaders Edge Tip – Team Mentoring!

Putting an emphasis on mentoring. A big part of coaching involves mentoring — challenging your people to do better and supporting their development. Such efforts can range from discussions about their career interests and mapping career paths to posing tough questions that help staff figure out solutions on their own. Mentoring emphasizes working with team members so that they can handle responsibility in a self-sufficient way.

Leaders Edge Tip – Leadership Overview

Leadership is the ability to establish standards and manage a creative climate where people are self-motivated toward the mastery of long term constructive goals, in a participatory environment of mutual respect, compatible with personal values.

Leaders Edge Tip – Communication And The Response You Get

Your communication may not be as ‘clean’ as you think it is. If, for instance, you were giving praise to a member of staff but were offhand in your manner, they might think you were being false and respond accordingly. The great value of this presupposition is that whatever is going on we are obliged to take responsibility for our communications, which means we can no longer blame others for not listening or for responding in the ‘wrong’ way. That’s one of the reasons why sensory acuity is so important. You need to be aware of the response to know if your communication has been successful, or whether you need to adapt your approach.