The 9 keys to creating great leadership and team dynamics, increasing profitability and limiting employee headaches in just 20 minutes per week
Well done for taking the next step! You’re one step closer to becoming an inspirational people leader. I am about to share with you, some keys to leadership success so that you can reach your goal fast of having an engaged and dynamic team that can grow your business!
For almost 20 years, I have worked with all sized businesses and across most continents, creating great team dynamics and educating managers how to plan for, source, hire, induct, engage, motivate, retain, performance manage, reward and train your team. Connecting workers to their role, you and the business, is what I am most passionate about! I love showing managers and business owners how to make
We all have people in our lives that we inspire right now. That means we all ‘can’ inspire but perhaps don’t know ‘how’ to inspire and become a successful leader. The mentoring program I’ve put together shows you how, step-by-step. So what is currently holding you back?
The managers and business owners I work with have anything from one person in their team to having a responsibility across countries, with thousands of employees. Did you know though, that every manager I speak with has the same headaches when it comes to their team? Here are some examples of comments from people managers:
I could give you more but I think you have probably recognised your own feelings in there somewhere. These are the kind of comments I hear every week! No matter which country I am in or what industry I speak to. It doesn’t even make a difference if I speak with a manager in a multi-national organisation or a small business owner; employee and management issues are similar.
The leadership mentoring program is designed for busy people managers. Whether you are a small business owner, Franchisee or manager of a team within a larger business, you have accountabilities and a big part of those, are delivered by your team.
My question for you is, do you have the people right now working for you that can (and want to) reach your goals? If you answered no, then whatever you are doing right now, is not working and it’s time for change.
Your leadership success begins before the program commences and I am about to share with you, the 9 keys you need to know, to be on your way to becoming a successful and inspiring leader:
Key #1 – You are a Leader not a Friend
Really, you don’t even have to like them much as a person. They are there to do a job and you have hired them (hopefully) because they have the skills and experience you need, they want to do the job you are offering, they want to work with you, they find the work and company inspiring and interesting and they want to work with the other people in their team. Note there is not a lot about ‘you’ in that paragraph – and that is the way it should be. To hire someone ‘like you’ or that ‘you could be friends with’ is like hiring yourself for the job – do you want that job? No. You need someone different to you to do that job.
So then the next question is “what is your job”. Your job is to lead and guide them. Managers manage people. Leaders inspire people to innovate and manage themselves.
I see a lot of companies or managers trying to connect with their team through lunches and Friday drinks sessions. They want to hire someone who wants to be the Friday night drinking buddy. My advice; be ok with the person that doesn’t want that and try to be more inventive in the way you reward people. People are individuals. Reward them as individuals.
Get to know each of your team. Most leaders have between 6 and 20 in their direct team, so it isn’t hard if you want to do it.
Understand what drives them (and reward them based on that), inspire and challenge them, facilitate their success (as they let you know they need) and keep them connected to their goals, check in that they are happy regularly and then let them get on with achieving!
Key #2 – Know you are a great Leader
Like most managers, you have probably read hundreds of articles on the topic, you have led in sports, you may have children, you have associations and projects that you have led.
You know how to lead. I doubt that you would have found me or this page if you were not already a leader in some area of your life. You just need to start believing it and knowing it, yourself.
Confidence is key. Leaders know that they don’t know all the answers, but they do know where to find them.
So where can you start to build the perception of your great leadership? Through simply NOT having all the answers and expecting others to answer for you. And I don’t mean being vague or shifty. By not answering every question, you give the power to others and have them step up to meet your expectations.
Here is an example: Think of the one to ones you have with your team, if you are still having them. What normally happens in a one to one is you sit down and you have a catchup with the person about what they are doing, you give them the answers to the questions they ask and also talk about what they did on the weekend. More often than not when you get busy, you will do a quick swing by their workstation and say “was there anything in particular you needed to talk about in our one to one, I am just really busy” They will say no as they either didn’t really have anything to add or didn’t want to impose on you being so ‘busy’. A manager will pre-plan for it, sit through it and then follow up afterwards. One to ones are a lot of work.
Here is how I run one to ones: I sit down with my team members at the beginning of their employ / year / whatever and let them know my expectations, that I am busy but they are important to me and I am committed to seeing their success. In doing so, I am giving them an hour of my time, solely for them every 2 weeks where I am at their beck and call and they can use their time as they need, to progress themselves, their career and their goals. Then I give them the agenda I would like THEM TO DRIVE each fortnight.
When it comes to the one to ones, I make it a point to be silent (but encouraging!) and listen. I don’t ask them the questions, I expect that they have prepared for them and come prepared with anything they need. In the one to ones I make sure I deliver over and above and give them what they need but also challenge them with solutions or new projects to get done what they need.
There have been a few awkward starts from individuals who miss the importance of their preparation for the one to ones but guaranteed they have never done it a second time when they see that mine and their time has been wasted.
New style one to one – No preparation time and very limited follow up if you have delegated fully.
Knowing you are a great Leader means knowing your time is valuable. What you put out to your team, is how they will view you.
Key #3 – Consistency is the real key to Engagement
We have all started something and given up when the pay-off wasn’t immediate. The trouble is, dealing with people is not like dealing with a new hobby. People lose trust quickly.
Have a think for a second about a manager that you worked with that you didn’t trust. Chances are it was because they promised something and didn’t deliver. More than likely it was repeatedly. Don’t be that manager.
It doesn’t have to be a big ‘I am going to now be a Leader instead of a Manager’ type announcement. You just need to start doing the small things that you are able to maintain and once you start, don’t stop.
Key #4 – If you are a great Leader, you will rarely have to performance manage or terminate staff
Here’s the thing….people feel uncomfortable in a culture that is not ‘them’ and they will self-select out of it. It almost sounds too good to be true but it’s not. You know because you have worked with that person. You have worked with someone who was lazy, negative and destructive. This person can be difficult to performance manage or terminate because they ‘know their rights’ or skim under the radar because they follow their job description to a T. Trouble is, they have been bringing your culture down for a long time, because you have let them! Those people stay, because poor leaders avoid dealing with the issue in front of them.
The easiest way to change / move someone out of your team? Be a Leader. Get your team involved in a culture setting exercise, be consistent, communicate your expectations, follow through, inspire the team and change the culture.
It will be like throwing a dark mouldy corner into sunlight.
People don’t like to feel ‘uncomfortable’. They will move to where they are allowed to be the person they want to be and a great Leader will help them, graciously. After all, everyone deserves to be happy and in a place where they enjoy coming to work.
Key #5 – Culture is top-down
Essentially, what you think about engagement programs, the value of your team or even just being a manager, your team will know. Even if you think you are doing a good job of hiding it!
Think about the times you have had a boss who you know was just ‘doing things because they thought they should’ or worse ‘had to’. Did you trust them? Did they inspire you to be better? Probably not. More likely, you took on their way of thinking, that it was all a bit of a farce or the new training was really going to be a waste of time.
Now think about a manager that you worked for that got you excited about something – likely it was because they were excited about it.
You are the leader and people look to you for direction. Not just on tasks but also for how they should feel about something.
In its simplest form, you need to care about it! Care about the people in your team, their success, their development. I know that sometimes they can be needy and you just want to get on with other stuff, but the easiest way to make a difference to the culture in your business or team, is to make the culture important to you!
Key #6 – Addressing HR problems are only ever bandaid solutions if you don’t fix the foundations
As a Consultant, I get all sorts of requests. Typically new clients will contact me for a ‘task’ that they need doing; to build their job descriptions, help them with their recruitment or to review their compliance. These are all really important things however on their own, they will not support the growth of your business.
Let’s take the job description as an example. You have had your business for a while but the team have never had formal job descriptions so you think its time to communicate expectations. No problem, job descriptions are essential communication tools and can be used for so many things within the business.
A Consultant can come in and spend a week or two in interviews with people and with
you, and you can end up with some very expensive pieces of paper. Which is usually why some people will say that job descriptions are not important.
Any HR ‘task’ is a band-aid if it is not part of the overall strategy – connected to the business, its goals, the individuals goals and also used for their management, appraisal and for communication.
The mentoring program is a Leadership program however we do have regular ‘Management Bandaid’ eclasses, because I know you need them. To lead effectively, you will consistently coach, performance manage and hire. In the Management Band-aid eclasses (they have that in the Subject line so you know), I provide the how-to along with any tools or templates you need.
Key #7 – A Leader without a goal is like a ship without a destination
So you have just bought a beautiful new boat and you decide to go for a week’s holiday in it. You hire crew that somebody tells you, you need and you all meet at 8am the following morning, jump on board and set off, thinking that you will spend the week lying on the desk with cocktail in hand.
When you put it like that, it can seem pretty obvious that the trip is going to be a disaster. Unfortunately this really is how some people start and run their business. You probably even know someone like that – with staff stumbling around having no idea on where they are going or what they are supposed to be doing. And a Director who is angry all the time because all they really wanted was a successful business and after all, didn’t they hire these people who told them they knew what they were doing?
Most business owners have or have heard of the importance of, having a business plan. Very few, have a people plan.
A business plan sets the strategy for the year and more ahead for your goals around product, pricing, margins, turnover, marketing etc.
A people plan, completed after your business plan, sets out who you are going to need in your business to meet the goals that you have set for yourself. If you have a goal to double your turnover in the next 12 months and you are already working full time, it’s not going to happen if you don’t plan to hire the people that are going to achieve that goal for you.
Hire people strategically – with skills sets that you know you are going to need and hire them when you know you are going to need them. Planning allows this knowledge and will make your recruitment so much simpler and cheaper.
Each year, take time to plan. Review your business plan and create a people plan. If you have a consultant working with you already, do this with them. If not, work offsite, switch off your phone and start creating. In my mentoring program, we plan annually and review and tweak quarterly.
Key #8 – Systems create time
Want to get more done in less time? There are three ways to do it:
1. Create a system
2. Automate tasks
3. Delegate tasks
I have been told that you can’t create systems about people, but I can and take you through that step by step in my mentoring program.
Other systems are big projects that take a lot of time and work upfront to create and then only a little to maintain. The best people systems start with just a little and then need to be consistently maintained.
Yes, it is possible to do a big change project about people. I and other consultants do that all the time and you will get faster results that way, but you don’t have to if you don’t have time. Break your people systems into small chunks that you can add to your business. Things like – appraisals, reward and recognition programs, hiring processes, one to one processes etc. Almost anything that you do can be made into a system, all you need is a process document and a few checklists and templates to go with it.
Key #9 – You need a mentor
We all need someone to inspire us. If we have goals, we need someone who has knowledge of how to get there and more importantly, experience of achieving it themselves so when you have the roller coaster moments, they are there for you, to let you know what they did in that situation and help you to get out of the narrow thinking, allowing you to find another path.
Mentors are essential. They are the calm reason and sometimes the only place you have to vent. They understand, they have been there too. As a leader, you need this.
Find a mentor that has the knowledge and experience that you need to achieve what you want to achieve. Find several – one for each area that you need specific direction in.
I think John C. Maxwell said it best – “One of the greatest values of mentors is
Here’s the easy way to do it…
So there it is… 9 of my keys to transforming your business before you even have your first one-to-one. If you are still with me and all of the above seems a little too overwhelming to do on your own, then I would love to help you.
I have coached hundreds of managers and business owners just like you, to help them discover and overcome the obstacles to their business and team growth.
I have put together this program to show you step-by-step with only a commitment of 20 minutes each week, how you can create dramatic change to transform not only your business but more importantly, how you feel about it.
Yours in growth
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