Monthly Archives: November 2013

The 10% Solution

Do you know the difference between an average player and a Hall of Fame player’s statistics is about 10%?

What could you change to become a Hall of Fame executive?

Here are the top areas that even a small improvement in makes a significant difference in your success.

First, a strategic mind-set.

When you lead an organization, there are tons of demands on your time and attention. And yet you must withdraw your attention from daily demands regularly enough to create mental space for thinking about the bigger, more important issues critical to your organization’s success. Schedule the time, block your calendar, shut off all the interruptions – even an hour a week to start will help.

Second, improve your management skills.

Do you really hire effectively? If not, learn how. Attrition is expensive and if you are losing people within the first two years or have high turnover, it is usually bad hiring that is the cause. Next, how do you manage performance? Are your goals and expectations clear? Do your actions and systems support what you say? Do you provide regular feedback? Far too many managers and executives hate conflict and dislike managing people. But it is critical to your success.

Third, keep learning.

Reading, professional meetings, and networking all provide ways to keep current with trends which will influence you. They provide new ideas and, often, challenge your thinking. Insights from totally different arenas can provide just the stimulation you need to solve a vexing problem or create a new service.

You too can be a ‘Hall of Fame’ leader!  Will you do the work to become one?

Values at Work – Why Bother?

I recently facilitated an exploration of potential values for an organization rebuilding after extensive changes. The staff collaborated not only on defining the most important values but on how they would be demonstrated at work. This effort had a team-building impact. The group had specific ideas, interesting insights, and expanded each other’s concepts. They found it hard work, but revealing and fun. Most importantly, it helped define the norms for behavior, for success, for work as they move forward under difficult circumstances.

Why might this matter to you?

Because the values you actually have in an organization are critical to its success.  Too often they are undermined by actual practices, spoken about but not lived, and create failure.

What values do you espouse? Are they right for your organization NOW? Do you use these values to guide action? To manage? To measure performance?

The winter season is often a time of thinking and reflection along with budgeting and performance reviews. Might it be time for you to review your organization’s values so that they enhance your future?