Have you ever thought the world was there only to make you fail? Do you think that If you didn’t have bad luck you wouldn’t have any luck at all? This is an example of stinking thinkin’!
In reality, you make your own luck, your own failures and successes with your choices. Yes, we can blame others but we are responsible for how we handle the external impacts of outside services, products or people.
If you are one of the positive ones who think everything happens for a reason! ?
Excellent, good for you! You are correct! Well, sort of…
In a previous article, we discussed the idea of problem solving broken into a mindset structure, in this article we will look at ways to make a team building strategy that can become a competitive advantage, if done consistently and transparently using those mindsets.
If you are a team leader or senior leader, this same process applies. You must realize that the process takes time, a lot of effort and most importantly connecting with your team members. It cannot be done remotely nor can it be done in a vacuum, i.e., without input from the team members. There must be integrity, trust, and transparency in the whole process.
Are you hearing about Social Selling for the first time, lately? I would not be surprised if that were the case since many senior leaders have avoided any interaction involving social media. The day has come when you can no longer hide. The old selling systems are dying. Based on a 2012 article in the Harvard Business Review, “90% of C-level executives said they ‘never’ respond to cold calls or e-mail blasts.” Based on the 20th century sales models this is not what you want to hear at all. In that same article by Barbara Giamanco and Kent Gegoire talk about Social Media Selling, which today we call it social selling.
Today, we know that social selling can step into the cold calling breach to help sales teams make sales. However, a large percentage of your sales professionals still are not adopting social selling. Many have heard of the concept and some probably spend some time expanding their social networking profiles as a result, but few have implemented a social selling strategy. Senior leaders need to step up to the table and lead the charge into the 21st century selling environment.
While watching our granddaughters as we were shopping over the weekend, it dawned on me that I can learn many positive concepts about leadership from them. Kids teach leadership? Now keep in mind, the oldest is 18 months and the youngest is 4 months and yes, they easily get grandpa’s attention, but this goes deeper.
We are blessed in having 5 grandchildren, 3 boys and 2 girls. Geographically, the girls are nearby so we get to see them more often hence they are the focus of this particular post. As a side note, as I look back, the boys exhibited identical attitudes and characteristics.
Have you ever noticed how a toddler can command attention when they enter the room? They can come into the room with either a shy attitude or as my girls, they come in, knowing they have something to share.
According to a recent government report the business world is currently in a leadership crisis. Up and coming managers, those who will be our business leaders of the future don’t see positive examples of “inspirational leadership” in their work places. Employees long to see a genuine shared vision, real confidence and trust in teams and respect for colleagues, customers and employees. Less than 40% of managers actually see these traits on display in the workplace.
They are looking for fresh and exciting opportunities so they can grow, expand and become the best leaders they possible can be however management is does not fully understand how to implement coaching. The state of corporate coaching today is really nothing but a re-labeling of 50-year-old management techniques. I did a review recently of the state of corporate coaching that is being encouraged each day in many organizations and I was astounded.
One, of many, defined corporate coaching as “providing guidance, feedback and direction to ensure successful performance”. This is a typical old school management process because everything is defined for the employee or new manager. The focus is on short-term results and very structured framework so that it can be micro managed for success. There is no mention of empowering, growing or allowing employees to make mistakes.