In my last post-titled: “Follow Your Dream”, I shared information on how to identify, articulate and attain your dream. I spoke of the importance of a direct communication link with our “Inner Voice.” In this post I will speak about who should dream. Before I go any further, allow me to define my use of the word dream. When I speak of “Follow Your Dream”, in this context, I am speaking of living harmoniously spiritually, intellectually and physically in order to achieve our goals and attain our dreams (ultimate life’s purpose).
Most managers and supervisors are promoted from within and are not provided the basics of producing results through others. When I was a telephone technician, I installed and repaired phones. I was held to a level of accountability and was able to meet these expectations with MY
THE COMPOSITON OF AUTHENTIC CONVERSATIONS Most leaders think we know how to communicate. We’ve been sharing our words for years, but it is not the words that create the ability to communicate. It is the willingness to listen and to allow others to say things we might not want to hear. How many times have you prohibited your team members to say what was on their minds, because you reacted in a negative fashion? Maybe you didn’t scream or curse at them, but you showed your disappointment, rolled your eyes, or dismissed them. Since most people don’t like to deal
When leaders are developing leaders, they must not and cannot feel threatened by other potential leaders. Good leaders are happy to surround themselves with others who are gifted leaders. Surrounding yourself with good and potential leaders is not a threat to your place or position. Surrounding yourself with gifted leaders can only solidify you in your position or propel you to better things. I once heard Rick Pitino say that he would never hire anyone to be on his staff if he did not think they have the potential to someday be a head coach. And in doing
I attended my first baseball game in Arizona last Friday night and sat next to a Six Sigma expert. We shared stories about solving problems in the workplace. I suggested a simpler solution that involved the management team because that’s where change starts… and stops. He recommended a mathematically complex solution focused at the process level, but was willing to admit that management’s words and actions could quickly sabotage the gains achieved with his solution. He had experienced this first hand in his work, but did not think about changing management’s role as part of
BLACK BELT LEADERSHIP
Black Belt Leader As Martial Artist: Part Two
“Use the Force, Luke.” – Yoda, The Empire Strikes Back
Difficult people – ya gotta love em! Or not. Whether you do or don’t, it’s a fact of life that they are all around us – in our families, places of employment, communities, social events, and everywhere else. For whatever reasons, we all have personal issues that cause us to behave in ways others may find offensive, challenging or just plain problematic. It is our responsibility to pay close attention not to the other person’s behavior but to our own, making sure we are not the one sporting the “Hi, my name is Ob Noxious” nametag.
Angry customers often raise their voices, make demands and may even insult you. Dealing with angry customers is not very different from dealing with difficult people ’cause after all, difficult customers are usually difficult people in other situations. Here are ten tips to ensure that angry customers don’t cause lost business or damaged reputations: 1. Respond Promptly and by Phone Don’t try to work things out by email, which can be misinterpreted and can leave the customer feeling powerless from a faceless transaction. Pick up the phone or set a time to listen to concerns in person. 2.