12 Traits That Inspire Deep Loyalty

Your Team Will Go Through Brick Walls

Have you ever had a leader that inspires deep loyalty in you?

It’s that rare individual who not only inspires, but has an unwavering belief in you.  You don’t want to let this person down.  You go the extra mile because you want to prove you can do it.

 

“A leader must inspire or his team will expire.” -Orrin Woodward

 

 

You have certainly experienced the opposite.  The person who wears the title of leader, but you are unwilling to do more than the minimum.

What is it about a leader that makes you want to go through brick walls?  What can you do to become that person and inspire your team?

A leader who inspires performance is one who:

1. Believes

A leader who believes in you fuels the success engine.  When you put your belief in someone, he will generally rise to the challenge. Your belief acts as an inoculation against doubt.

“A leader who believes in you fuels the success engine.” -Skip Prichard

 

2. Cheerleads

A leader who is an encouraging force inspires. Cheer someone along and that person will want to win.

Leadership Tip: Double your encouragement and it’s likely to still not be enough.

 

3. Praises

Publicly or privately, when you praise someone, watch what happens. I’m talking genuine praise at just the right level and delivered at just the right time. Too much and it loses its power, but it’s next to impossible to hit a “too much” level.

“A ruler should be slow to punish and swift to reward.” -Ovid

 

4. Communicates

When you practice open, honest and direct communication, you increase trust. A lack of communication is the cause of more problems in an organization than you can imagine.

“Good communication is as stimulating as black coffee, and just as hard to sleep after.” – Anne Morrow Lindbergh

 

5. Teaches

When you teach concepts and share examples, it makes a difference in your organization and in your people. The best leaders are teachers. Not always obviously or in your face, but everyone is learning because the leader is teaching.

Leadership Tip: the best leaders are teachers.

 

6. Models

When you model the way, it inspires everyone around you. You simply cannot say one thing and do another. Do what you say you will do. Don’t ask your followers to do one thing while you are doing another.

“Consistently doing what you say you will do is the foundation of integrity.” -Skip Prichard

 

7. Promotes

When you promote and advocate on someone’s behalf, it creates loyalty. That person knows you have her back and that you are advocating on her behalf. Publicly sharing successes and attributing someone’s good work makes a difference.

How to Transform Your Culture To Stay Ahead

How to Transform Your Culture

In all of the organizations I have had the privilege to lead, I am always thinking and focusing on culture. Culture, to me, is important both at home and at work. It is the engine that either limits potential or sustains success.

 

“Transforming culture is the real leadership work.” –John Mattone

 

Cultural Transformations BookcoverToday it seems every forward-thinking company is focused on cultural reinvention. John Mattone and Nick Vaidya’s new book, Cultural Transformations: Lessons of Leadership and Corporate Reinvention was one that I read with great interest. Not only do the authors outline the imperative to continually transform corporate culture to stay ahead of the competition, but they also interview numerous corporate leaders to provide examples to lead the way.

John Mattone has been featured here before. He’s a leadership guru, a top-ranked CEO coach, and runs a top-ranked leadership blog. Whenever he contacts me, I know that I will learn something. I recently had the opportunity to talk with him about his latest work.

 

“The culture you create and reinforce will determine your success.” –John Mattone

 

Culture Change is Constant

When you talk about cultural transformation, what are you referring to?  Under what circumstances might a company look to transform its culture?

Always. The need to transform culture and ensure that you always have the culture in place to drive sustained operating success is a never-ending pursuit and business priority. A healthy, vibrant and mature culture will drive success and keep any organization “ahead of the curve.” So many factors are creating “disruption” in all sectors—digitization, globalization, and the need to operate at two-speeds (fast in emerging economies, slower in mature economies). Traditional differentiators like size, scope, legacy and market position are no longer differentiators. To stay ahead of the curve, CEO’s and senior teams must always be re-thinking, re-shaping, and reinventing their own purpose as well as the purpose of the enterprise. It is no longer about the company you want to create; it is now much more about the company that you must create.

Copyright John Mattone and Nick Vaidya; Used by Permission Copyright John Mattone and Nick Vaidya; Used by Permission

 

 

“The need to transform culture is a never-ending pursuit and business priority.” –John Mattone

 

 

Defining the Right Culture for You

How do you define what is the right culture for your organization?

You have to be passionate and diligent about measuring everything. This is the 6th step of my Cultural Transformation Model. Measuring operating metrics is part of it. Measuring the effectiveness of your talent systems, your engagement levels, and getting views from your customers and suppliers, and actually measuring what’s working and not working in your culture are all critical. Ultimately, it’s about leveraging your strengths and gifts—the positive legacy aspects of your business (and culture) and addressing the “gaps” and having a laser-focus discipline is what’s required. Sometimes, the C-level team determines based on this “world of feedback” that the company must become more innovative. This will then lead to strategies on how to recruit and select talent who possess the capability to be agile, nimble and innovative. Prescription before diagnosis is malpractice in medicine. However, I would say the same principle applies in the world of corporate reinvention and renewal.

Copyright John Mattone and Nick Vaidya; Used by Permission Copyright John Mattone and Nick Vaidya; Used by Permission

 

“A healthy, vibrant and mature culture will drive success.” –John Mattone

 

The Role of the Leader

Leadership and Millennials: How to Overcome Perceptions

Generational Leadership

Were you were born between 1980 and 2000 and are or aspire to be in a senior management position?

Do you have a boss who is younger than you from this generation?

I’m always fascinated by the research that shows how various generations act and react. Sure, the research often results in generalizations. Some of us may resist or see the exceptions. Still, there’s no denying that there is truth in the research that may help you become a better leader. Perceptions about each generation shape how we manage and lead.

Chip Espinoza is a noted expert on generational dynamics and especially the Millennial generation. How to manage them is often a subject, but increasingly it will shift to how this generation will lead and manage others.

 

“Invest in yourself before you expect others to invest in you.” -Chip Espinoza

 

Chip’s latest book, Millennials Who Manage: How to Overcome Workplace Perceptions and Become a Great Leader, co-authored by Joel Schwarzbart, is one of the first to cover the subject. I found it a fascinating read, backed by extensive research, that helps everyone better understand workplace generational dynamics.

I recently spoke with Chip about his research and his work with Millennials.

 

 

“Engaging authentically with people is the first task of genuine leadership.” -Margie Worrell

 

Characteristics of Millennials

What are some of the characteristics of Millennials?

Ambiguity is their kryptonite. If you want to freak a Millennial out, be ambiguous. Millennials believe everything is negotiable, and they expect authority figures to be friendly, helpful, and their advocate.

Career development is their love language, and they expect to have a voice in the organizations they work for—from day one. They also tend to confuse quantity with quality. For example, in college, if there is a 10-12 page paper assigned, if they write 12 pages, they often will think it warrants an A.

It is important to understand that intrinsic values drive behavior. Millennials have some very admirable values when it comes to work, but their behaviors are often misunderstood or misinterpreted.

Here are some intrinsic values of Millennials and how managers characterize them:

Intrinsic Value: Work-life fusion | Managerial Perception: Autonomous

Millennials express a desire to do what they want when they want, have the schedule they want, and not worry about someone micromanaging them. They don’t feel they should have to conform to office processes as long as they complete their work.

Intrinsic Value: Reward | Managerial Perception: Entitled

Millennials express that they deserve to be recognized and rewarded. They want to move up the ladder quickly but not always on management’s terms. They want a guarantee for their performance, not just the opportunity to perform.

Intrinsic Value: Self-expression | Managerial Perception: Imaginative

Millennials are recognized for having a great imagination and can offer a fresh perspective and unique insight into a myriad of situations. Their imagination can distract them from participating in an ordered or mechanistic process or from focusing on solutions that are viable under organizational constraints like timelines and budgets.

Intrinsic Value: Attention | Managerial Perception: Self-absorbed

Millennials are perceived as primarily concerned with how they are treated rather than how they treat others. Tasks are seen as a means to their ends. Millennials are often preoccupied with their own personal need for trust, encouragement, and praise.

Intrinsic Value: Achievement | Managerial Perception: Defensive

Millennials often experience anger, guardedness, offense, and resentment, and they shift responsibility in response to critique and evaluation. They want to be told when they are doing well, but they are not used to being told when they are doing poorly.

Intrinsic Value: Informality | Managerial Perception: Abrasive

Perhaps due to technology, Millennial communication style can be experienced as curt. They are perceived as inattentive to social courtesies like knowing when to say thank you and please. Whether intentional or not, their behavior is interpreted as disrespectful or usurping authority.

Intrinsic Value: Simplicity | Managerial Perception: Myopic

Millennials struggle with cause-and-effect relationships. The struggle is perceived as a narrow-sightedness guided by internal interests, without an understanding of how others and the organization are impacted.

Intrinsic Value: Multitasking | Managerial Perception: Unfocused

Millennials, as a cohort, are recognized for their intellectual ability but are often perceived to struggle with a lack of attention to detail. They have a hard time staying focused on tasks for which they have no interest.

Intrinsic Value: Meaning | Managerial Perception: Indifferent

Millennials find little energy in doing things they don’t consider to be meaningful. As a result, they are perceived as careless, apathetic, or lacking commitment.

 

“To attract followers a leader has to be many things to many people. The trick is to pull that off while remaining true to yourself.” -Rob Goffee and Gareth Jones

 

Unfair Stereotypes

Improve Your Management Skills in One Minute

Management Minutes

 

Looking for meaning in your work?

Need to find new ways to adapt?

Are you managing a team and need some tips?

Ken Blanchard and Spencer Johnson are two of my very favorite authors. Years ago, they teamed up to write the #1 bestseller The One Minute Manager. It has sold millions and millions of copies. They have just released The New One Minute Manager. Like the first version, it is a powerful, easily read story with easily digestible lessons for managers. Recently, I spoke with Ken about the new book.

 

“The best minute I spend is the one I invest in people.” -Blanchard/Johnson

 

Making the Complex Simple

One Minute ManagerWhy do you think The New One Minute Manager became such a worldwide bestseller?

The original book was such a ridiculous success—it spent over two years on the New York Times bestseller list—that I knew I couldn’t take full credit for it. I think it was the right book at the right time. Before The One Minute Manager, business books tended to be rather long and dry. My coauthor, Spencer Johnson, was a children’s book writer; I’d been a college professor but had never been a fan of overly complicated writing. Our goal was to take a complex subject—management—and present some simple solutions that worked. People all over the world responded to the way we did that.

 

Leadership Tip: Catch people doing something right.

 

From Top-Down to Side-by-Side

Why a “NEW” version?

A couple of years ago our publisher came to us wanting to release an e-book of the original edition. When Spencer and I started to read the original edition, we realized how much the world had changed since 1982, the year it was published. For example, in the old book, the One Minute Manager was still using an intercom!

Here in the 21st century, not only has technology progressed, so have a lot of things. People are different today. They want to find meaning in their work and be appreciated for their efforts. This has changed the way effective leaders interact with the people who report to them. In the 1980s, command-and-control, top-down leadership was still a way of life. Today’s leadership is more of a side-by-side, partnership relationship.

 

Leadership Tip: Praise people as soon as possible.

 

One Minute Re-Direct

One Minute Re-Directs are new. How do they work? Where did the idea originate?

7 Corporate Strategy Myths That Are Limiting Your Potential

7 Corporate Strategy Myths

Dr. Chuck Bamford’s new book, The Strategy Mindset, is a practical guide for creating a corporate strategy. Having read more books on strategy than I can remember, I particularly like this one. As I read the book, there were times I found myself arguing with the author. At other times, I was nodding. Still at other times, I found myself with immediately actionable ideas to improve the process at my own organization. And that’s why I enjoyed the read so much.

I think the most controversial part of his book is likely the myths section, where he takes apart existing myths of corporate strategy.

 

“Strategy is about making decisions that will impact the company in the future.” -Chuck Bamford

 

1. People Are Not A Competitive Advantage

Let’s talk about the myths.

First, you say that people are not a competitive advantage. You argue that almost all employees are interchangeable. Good employees are just “table stakes.” Is it not possible to have employees who, on average, are better than the competition?

It flies in the face of so many beliefs that it is just hard to accept. Employees are VERY important as the way that business delivers to customers. However, the moment that you actually believe that your employees are smarter than your competitors’ is the moment that your competitors will start beating you in the market. You have the same (or relatively the same) collection of amazing employees, capable employees, and poor employees as your competitors. All the HR processes in the world today have not changed that dynamic in companies. The employees that you have working in your company are a combination of luck (the biggest factor), HR practices, networking, and did I mention luck!

Bamford CoverI’m not trying to be divisive here, but most of your customers do not generally care (or if they care at all, it is slight) who takes care of their business needs as long as the needs are taken care of. This does not apply to every employee in a company, just most. At every company I have ever worked with or for, there is a contingent of “franchise” employees. Those are employees who, if they left the company, would impact the success of that company quite substantially. We all know who these folks are, and if executives are smart, they take care of these employees to ensure that they stay with the organization. These “franchise” employees are not just the customer-facing employees; they reside throughout an organization.

 

“Employees are not your competitive advantage.” -Chuck Bamford

 

2. SWOT is NOT Strategy

Second, you are not a fan of the SWOT. What’s wrong with the way most organizations use it?

SWOT is the single biggest impediment to doing real strategy that exists, and it exists because certain big consulting firms continue to use it with their clients, and it makes clients “feel good” without really having to do strategy.

SWOT was an attempt to bring some structure to the topic, and as a conceptual approach, it is still fairly robust. Unfortunately, many authors, academics, and practitioners decided that SWOT was an analysis tool and a means for a company to develop its strategy. SWOT is NOT strategy, and it is not an analysis tool.

Anyone can create a SWOT. It is grounded in your own biases and view of the world. In the end, a SWOT is simply the opinion of the person or group filling it out.

 

“SWOT is the single biggest impediment to doing real strategy.” -Chuck Bamford