Dramatically Improve Your Leadership Effectiveness — Part Two

I’ve been asked what key changes executives need to make in order to have a quantum leap in their effectiveness. What’s interesting about the question is that the answer has little to do with most of the things executives work on to be more effective – tactical things like better managing time, improving specific leadership skills, adopting a new leadership style, etc. All those are good and important, but the really powerful changes have to do with two fundamental and strategic mindset changes.

Last week I covered the first one: Letting go of things that are not important to your current position. Here’s the second fundamental mindset change:

Fundamental Change #2: Change your dominant thought pattern. How you frame your everyday mindset will determine your behaviors and actions. For example, being a pessimist produces vastly different priorities, actions, and results than begin an optimist. Thinking in terms of cutting costs produces vastly different results than thinking in terms of profitable growth. You choose your mental frame and that influences your actions, your employees’ actions, and business results.

Here’s the key: As a rule, you need to be thinking big

It’s very important that you change your self-talk. You have to be optimistic, growth-oriented, focused much less on problems and far more on opportunities. Opportunities to grow the business, opportunities to delight customers, opportunities to get your employees and the organization excited and energized. Yes, problem-solving is important, but it is tactical and best left to your competent operations people – it is not the best way to spend YOUR time. You need to be operating at the level of a leader. Be optimistic, growth-oriented, and positive; focus on where you want to take your company and the strategy to make it happen; in short, lead your organization.

In summary, there are two fundamental changes you need to make in yourself to dramatically improve your leadership: First, let go of the things that are not your job. Second, change your self-talk to be positive and growth-oriented. If you do those, you will be a leader in behavior and action, not just in your title., and you will position yourself and your business for profitable growth.

What will you do, specifically, to make these changes?

Copyright 2018 Bob Legge
___________________________
I am a trusted advisor to leaders of Fortune 500 companies, mid-size companies, nonprofits, education, and government. My work helps leaders drive strategy, lead successful change, develop high performance cultures, improve individual and organizational performance, and produce faster, sustainable growth and value.

If you want to seize new opportunities, dramatically improve your leadership effectiveness, and free-up more time for yourself and your family, give me a call.
My website is http://www.boblegge.com
Contact me at: bob.legge@leggecompany.com

 

 

Are Your People Becoming Obsolete?

One of the dangers to both employees and companies these days, particularly in small to medium-size companies, is that there tends to be insufficient emphasis on continuous learning. The manager or production supervisor or engineer or even IT person are hard at work year after year solving problems and making improvements inside their company. Yet, unless there is a concerted effort to keep up with advancements outside of the company, they are putting themselves, and the company, in jeopardy.

When the company suddenly needs to change because of market disruption, technological innovation, or the like, those people who have been so valuable in the past can become obstacles to needed change. By then it’s usually too late to catch-up as people with the needed new skills are brought in to take the company to the next level.
I’ve seen this happen far too many times.

While it’s true that individuals need to make sure they are keeping their skills up to date, companies also need to be responsible to ensure that external trends are monitored and knowledge and skills are continually updated.

Ask yourselves these kinds of questions:

  • What trends do we see in our markets, our technologies, and the overall economy that could be indicators of change?
  • What one big change would make our business obsolete?
  • Are our people regularly bringing in new ideas from the outside?

Essential Steps for a High Return on People

Most organizations devote a lot more time and money on weak performers than they do on top performers. They think that by investing in the lowest performing people, they will improve overall company performance.

You wouldn’t do that with a portfolio of products or stocks, so why do it with your organization?

To improve your return on people, do the following:

1. Identify your best performers and make sure that they get the support and opportunities they crave. Help them contribute in even better ways that affect greater and more extensive parts of the business.

2. Identify those people with the potential to be excellent performers and provide them with the coaching, mentoring and focused development that will enable them to develop and become superb.

3. Stop investing so much time and money in weak performers. Instead, give them very clear performance expectations and deadlines. If they need specific training to be competent, give it to them, but measure whether the training actually resulted in better performance.

Also, if a manager is one of the weak performers, look to see if his/her direct reports have had any development opportunities – chances are they haven’t. Stop letting the weak manager hold people back.

Put your investment where you will get the highest return — in the best and those with the potential to be successful. Have clear performance expectations for everyone and the right processes to address poor performers when needed.

Copyright 2018 Bob Legge
___________________________
I am a trusted advisor to leaders of Fortune 500 companies, mid-size companies, nonprofits, education, and government. My work helps leaders drive strategy, lead successful change, develop high performance cultures, improve individual and organizational performance, and produce faster, sustainable growth and value.

If you want to seize new opportunities, dramatically improve your leadership effectiveness, and free-up more time for yourself and your family, give me a call.
My website is http://www.boblegge.com
Contact me at: bob.legge (at) leggecompany.com