Tag Leading vs Managing

How to Develop Your Leadership Skills

Steve Keating 2 Comments

I talk to a lot of people who say they want to become leaders. Most of them don’t actually even know what that means. What many of them really want is a leadership position. They want the so called “perks” of leadership which of course frequently includes higher pay. They believe leadership is about them.

Authentic Leadership is about helping other people, often ordinary people, achieve extraordinary results. It’s about sometimes sacrificing what you want for the benefit of others. It’s about putting your own ego on the back burner so that the people you lead receive the recognition they need and deserve. Authentic Leadership is about truly, genuinely, and sincerely caring deeply for others.

Authentic Leaders don’t grow more followers. They don’t worry about building bigger departments. They don’t worry about more impressive titles or corner offices. They care about helping their people be successful, in their careers and in their lives.

Most of the people who say they want to become leaders fail to realize that they already have the opportunity to lead. They can and should be leading themselves every single day. In fact, it’s nearly impossible to lead other people if we can’t lead ourselves. Most everything that would one day make them an Authentic Leader they can “practice” with themselves.

If you are sincere in your desire to become an Authentic Leader, and not a leader in title only, then here’s some things you’ll need to know.

Developing oneself into a leader is a continuous and intentional process. A process that involves personal growth, skill development, and a commitment to leading others effectively. Here are some of the initial steps you’ll want to take on your journey to Authentic Leadership.

• Self-awareness: Understand your strengths, weaknesses, values, and beliefs. Reflect on your experiences and identify areas for improvement. Self-awareness is the foundation for leadership development so you better be brutally honest with yourself here. If you’re not then your ability to lead others will likely be dead on arrival.

• Set clear goals: Define your long-term and short-term goals. This will give you a sense of direction and purpose. Break down larger goals into smaller, achievable tasks to make progress more manageable. Goals are the stuff success is made of and that’s as true in leadership as in any other part of life.

• Continuous learning: Commit to lifelong learning. Stay informed about industry trends, leadership theories, and new technologies. Attend workshops, seminars, and conferences to expand your knowledge. The day you know all you need to know about leadership is the last day you’ll truly be leading.

• Build strong communication skills: Effective leaders are good communicators. Work on your verbal and written communication skills. Learn to express your ideas clearly and listen actively to others. Communication is absolutely beyond crucial for building trust and collaboration. I just can’t say enough about the need for excellent communication skills when it comes to leadership.

• Develop emotional intelligence: Understand and manage your emotions while being empathetic towards others. Emotional intelligence helps in building positive relationships, resolving conflicts, and motivating team members. A high EQ will help you developing an understanding of the people you lead. It’s that understanding that will help you build your heart into the caring heart of an Authentic Leader.

• Take on leadership roles: Seek opportunities to lead others, even in small ways. This could involve volunteering for projects, leading team meetings, or taking on mentorship roles. Practical experience is invaluable for leadership development.

• Build a strong network: Connect with professionals in your industry and beyond. Networking provides opportunities for mentorship, collaboration, and exposure to different perspectives. Build relationships with people who can support your leadership journey.

• Adaptability: Develop the ability to adapt to change. In today’s dynamic work environment, leaders need to be flexible and open to new ideas. Embrace challenges as opportunities for growth.

• Decision-making skills: Hone your decision-making abilities. Leaders often face tough choices, and the ability to make informed decisions is crucial. Consider the potential outcomes. Consult with others when necessary. Take responsibility for your decisions.

• Lead by example: Demonstrate the qualities you expect from others. Be ethical, reliable, and accountable. Leaders must lead by example to inspire trust and loyalty from their team. And remember, loyalty is a two-way street. If you want people to be loyal, YOU must be loyal first.

• Seek feedback: Solicit feedback from peers, mentors, and team members. Constructive feedback provides valuable insights into your strengths and areas for improvement. Authentic Leaders are not afraid to seek that feedback even when they think it’s not going to be what they want to hear. They use that feedback as a tool for continuous improvement.

• Stay resilient: Leadership comes with challenges and setbacks. Cultivate resilience to bounce back from failures and learn from them. A resilient leader remains focused on long-term goals despite short-term obstacles. As “they” say, “if leadership was easy, everybody would be doing it.”

Authentic Leadership development is a lifelong journey, and there is always room for improvement. Be proactive, embrace challenges, and continually seek ways to enhance your leadership skills. When you do, you’ll discover the rich rewards of making a long-term impact on the lives of the people you serve as a leader.

That’s worth way more than the “perks” mere leader wannabes will ever get.

How to Keep Your Team Engaged

Steve Keating Leave a comment

I’ve asked many a business owner or CEO who their most “expensive” employee is. They typically say it is themselves or whoever the highest paid employee is. But that is often not true. An organization’s most expensive employee is their least engaged employee. Their least engaged employee may not be just disengaged, they may be actively disengaged. That means they are acting in a way that’s likely to cause other employees to disengage too.

Those actively disengaged employees are by far your most expensive employees. They not only offer little in the way of productivity, they hinder the productivity and performance of others as well.

No business can afford disengaged employees. Yet many do little or nothing to ensure their people remain engaged throughout their employment. They will sometimes conduct an exit interview to determine why someone decided to quit. The information they obtain however, for a variety of reasons, is unlikely to drive any kind of meaningful change in the company.

While they know turnover is a problem it’s apparently not a big enough problem to address it.

Until it’s too big to solve successfully.

Keeping employees engaged is crucial for maintaining a positive work environment. It’s vital for fostering productivity and reducing turnover. Here are several strategies you can implement today to keep your employees committed and engaged.

• Effective Communication:

• Regularly communicate with your team. Share updates on company goals, achievements, and challenges.

• Encourage open and transparent communication. Create a culture where employees feel comfortable sharing their ideas and concerns.

• Set Clear Expectations:

• Clearly define roles, responsibilities, and expectations. When employees know what is expected of them, they are more likely to stay engaged and motivated.

• Provide Opportunities for Growth:

• Offer professional development opportunities, such as training programs, workshops, and conferences. This not only enhances their skills but also shows that you invest in their future.

• Recognition and Rewards:

• Acknowledge and reward employees for their hard work and achievements. Recognition can be both formal (awards, promotions) and informal (public praise, thank-you notes).

• Flexible Work Arrangements:

• Allow flexibility in work hours or remote work when possible. This can improve work-life balance and contribute to employee satisfaction.

• Employee Involvement in Decision-Making:

• Involve employees in decision-making processes, especially when decisions impact their work. This gives them a sense of ownership and importance within the organization.

• Team Building Activities:

• Organize team-building activities or social events. This helps build a positive team culture and strengthens relationships among team members.

• Provide a Positive Work Environment:

• Create a comfortable and pleasant workspace. Consider factors such as lighting, office layout, and amenities to contribute to a positive work environment.

• Encourage Innovation and Creativity:

• Foster a culture that encourages employees to share their ideas and be creative. This can lead to innovative solutions and a sense of fulfillment.

• Regular Feedback:

• Provide constructive feedback regularly. This helps employees understand their strengths and areas for improvement, promoting personal and professional growth.

• Employee Wellness Programs:

• Support employee well-being by offering wellness programs. This can include health initiatives, fitness programs, or mental health support.

• Promote Work-Life Balance:

• Encourage a healthy work-life balance. Avoid overloading employees with excessive work, and respect their time outside of the office.

• Fair Compensation and Benefits:

• Ensure that salaries and benefits are competitive within the industry. Feeling fairly compensated contributes to employee satisfaction and engagement.

• Leadership Development:

• Invest in leadership development programs. Effective leadership fosters a positive work environment and sets the tone for employee engagement.

• Regular Check-ins:

• Conduct regular one-on-one meetings with employees to discuss their progress, address concerns, and provide support.

By combining these strategies and tailoring them to the specific needs of your organization, you can create an environment that promotes employee engagement, satisfaction and loyalty. Regularly reassess and adjust your approach based on feedback and changing circumstances within the company.

Do not assume that because an employee, even a great employee, was engaged last week that they are still engaged today.

How to Truly Earn a Leadership Position

Steve Keating Leave a comment

Have you ever wondered how some people “found” their way into a leadership position? Some people “earn” the position simply by being around for a long time. Some are pals with someone higher up in the company. Some are suck ups who will say or do anything to gain a little power. 

But some truly earn the right to lead. Truly earning a leadership position requires a combination of skills, qualities, and actions that demonstrate your ability to effectively lead and inspire others. If your goal is to lead others in such a way as to make a positive difference in their lives then here are a few development areas to consider. 

  • Self-Development:
    • Continuous Learning: Invest in your personal and professional development. Seek new skills, knowledge, and certifications relevant to your field. This shows your commitment to growth and improvement.
    • Self-Awareness: Understand your strengths, weaknesses, values, and leadership style. Being self-aware allows you to leverage your strengths and work on areas that need improvement.
  • Demonstrate Leadership Qualities:
    • Communication: Develop strong communication skills, both verbal and written. A good leader can convey ideas clearly, listen actively, and foster open dialogue.
    • Decision-Making: Show your ability to make informed and timely decisions. Be sure to consider both short-term and long-term impacts.
    • Problem-Solving: Demonstrate your aptitude for analyzing complex situations, identifying root causes, and proposing effective solutions.
    • Emotional Intelligence: Display empathy, understanding, and the ability to manage emotions. Both your own and those of others.
    • Resilience: Leaders often face challenges and setbacks. Demonstrating resilience and a positive attitude in the face of adversity is crucial.
  • Show Initiative and Responsibility:
    • Proactive Attitude: Take the initiative to go above and beyond your current role. Identify opportunities for improvement and take action.
    • Accountability: Hold yourself accountable for your actions and decisions. Admit mistakes and learn from them rather than placing blame on others.
  • Build Relationships:
    • Networking: Cultivate a strong professional network both within and outside your organization. Networking can expose you to new opportunities and provide valuable insights.
    • Mentorship and Collaboration: Seek guidance from experienced leaders and collaborate effectively with colleagues. Being a team player and supporting others can make you a respected figure within your organization.
  • Lead by Example:
    • Work Ethic: Exhibit a strong work ethic and dedication to your role. Be punctual, reliable, and willing to put in extra effort when needed.
    • Integrity: Uphold high ethical standards in your interactions and decisions. Consistently act with honesty and transparency.
  • Take on Leadership Roles:
    • Volunteer for Projects: Seek out opportunities to lead projects or teams. Even if they are outside your immediate responsibilities. This demonstrates your willingness to take on additional responsibilities.
    • Demonstrate Results: Deliver measurable results in your current role and any leadership roles you take on. Tangible achievements showcase your ability to drive success.
  • Seek Feedback and Improve:
    • Feedback: Actively solicit feedback from colleagues, supervisors, and mentors. Use this feedback to identify areas for improvement and adjust your approach.
    • Adaptability: Be open to change and willing to adapt your leadership style based on feedback and evolving circumstances.
  • Express Interest and Ambition:
    • Express Your Intentions: Let your supervisors or higher-ups know about your interest in taking on leadership roles. This demonstrates your ambition and commitment to the organization’s success.
  • Continuous Improvement:
    • Reflect and Learn: Regularly reflect on your leadership journey, identifying areas where you’ve grown and areas that still need development. Be committed to continuous improvement.

Truly earning a leadership position is a gradual process. It requires consistent effort, dedication, and a willingness to learn from your experiences. It’s about demonstrating your ability to lead effectively, inspire others, and contribute positively to your organization’s goals. It’s a process that never ends because even after you’ve been promoted to a leadership position you must continually earn the right to stay there.

Want more of LeadToday? I’ve changed things up on my Twitter feed for subscribers. I recently began publishing two or three videos each week focusing on an element of Authentic Leadership. I’ll post these videos each Tuesday and Thursday morning. Sometimes a bonus video pops up at other times during the week. They will be about 10 minutes long so we can get into the topic in a more meaningful way. The investment for subscribers in still only $4.99 a month. That’s for at least 80 MINUTES of quality video content on leadership a month.

If you’re interested in taking a look, head on over to my Twitter profile page. If you’re not a follower yet just hit the follow button. It will change to a subscribe button and once you hit that you’re on your way. You can cancel at any time you’ve decided you have nothing left to learn about leading the people who you count on for your success.

Here’s the link to my Twitter… https://twitter.com/leadtoday

The Difference Between Managing and Leading 

Steve Keating 1 Comment

I haven’t written on this topic in a while but a couple of recent conversations have provoked me into taking another stab at it. One of the conversations was particularly troublesome. A talent acquisition manager for a medical device company told me one of their main criteria when hiring was “ease of management.” I asked for clarification on exactly what that meant and they told me “someone who is easy to manage. 

I smiled and said good luck with that; you’ll never find a human being who is easy to manage. 

And that’s a fact. Human beings will always resist being managed. Sometimes the resistance is subconscious and sometimes it’s conscious. Sometimes it’s downright rebellious. Most of the issues managers would call personnel issues stem from the fact that they are trying to manage their people like a piece of equipment instead of leading them like a human being.

Managing and leading are two distinct concepts. They are different mindsets. The skills associated with managing are not the same skills associated with leading. Although managing and leading are often used interchangeably nothing is further from the truth. In general, managing involves overseeing and controlling the day-to-day operations of an organization or a team. We manage stuff, not people. Leading involves inspiring and guiding people to achieve a common goal. We do not lead stuff, we lead people. 

Here are a few of the most significant differences between managing and leading.

Focus. Managing typically involves a focus on maintaining and improving the status quo. Leading is focused on inspiring and creating change.

Execution. Managing involves implementing plans and policies that have already been established. Leading involves developing new strategies and ideas to move the organization forward.

Control. Managing is often about controlling resources and processes to achieve specific outcomes. Leading is more about empowering people and encouraging them to take ownership of their work.

Communication. Managing tends to involve more direct, specific communication about tasks and deadlines. Leading involves more open, collaborative communication that fosters innovation and creativity.

Vision. Leading is often associated with creating and communicating a vision for the future. Managing is focused on executing plans that are already in place.

Managing and leading are both important for the success of an organization. But they require different skill sets and approaches. A good manager is able to efficiently control resources and processes to achieve specific outcomes. A true leader is able to inspire and motivate people to work towards a common goal.

One person can possess both skill sets. Authentic leaders often have both great management skills and terrific leadership skills. They understand the difference and they never manage when they should be leading. And they never hire people they think will be easy to manage. They know that when they lead effectively, everyone is easy to lead.

Want more of LeadToday? I’ve changed things up on my Twitter feed for subscribers. I recently began publishing two or three videos each week focusing on an element of Authentic Leadership. I’ll post these videos each Tuesday and Thursday morning. Sometimes a bonus video pops up at other times during the week. They will be about 10 minutes long so we can get into the topic in a more meaningful way. The investment for subscribers in still only $4.99 a month. That’s for at least 80 MINUTES of quality video content on leadership a month.

If you’re interested in taking a look, head on over to my Twitter profile page. If you’re not a follower yet just hit the follow button. It will change to a subscribe button and once you hit that you’re on your way. You can cancel at any time you’ve decided you have nothing left to learn about leading the people who you count on for your success.

Here’s the link to my Twitter… https://twitter.com/leadtoday

How to Lead and How Not to Lead – Another of a periodic series

Steve Keating 5 Comments

The most effective leaders, the ones who achieve the highest level of leadership, the Pinnacle level, are more than Authentic Leaders. They are Authentic Servant Leaders. They have turned their organizational chart upside down.  They put their people above themselves in the organization. 

Their impact on the organization far outlasts their time in the organization. Authentic Leaders make an impact but too often their impact leaves the organization with them. It is by serving the people you lead that you leave a legacy behind. 

But…that’s a whole lotta work. To be an Authentic Servant Leader you have to really want it. You have to sacrifice. You have to invest yourself in the success of other people. You have to give a healthy portion of your ego food to those you lead. You have to care for the people you lead. 

It’s far easier to manage the people who work for you. It’s not actually leading but so what, you’ve got a leadership position and a nice title and that’s what matters most. But people want consistency from their boss so it’s best to either always manage or always lead. Going back and forth will confuse your people. 

So here’s how to make certain they don’t sometimes see you as a leader. 

Never never never ask people to identify what they need to succeed. Avoid asking them how you can help them. As an experienced manager you know darn well that if you ask people what they need to succeed they will want more time, equipment and heaven help you, more money. Your experience tells you that if you give these people an inch, they will take a mile. 

Don’t get to know them as people. It’s best to think of them as an employee number. I wouldn’t call them by their number because it can be a lot of work to remember all those numbers. But never lose site of the fact that they are only a number. Thinking of them as people could get very confusing for you. They are only an asset, much like your computers and printers. Do not let your people even think you might care for them. 

Follow that advice and I promise you this, you may hold a leadership position but you will never be mistaken for an actual leader. 

Of course, you could always choose to make their lives better and your life more fulfilling by working to earn the right to Authentically Lead them. 

To Authentically Lead you must first understand the difference between managing and leading. We manage things. Things like budgets, buildings, equipment, inventories and the like. We lead people. Leading people requires that you care for them. You may care about the things you manage but you must care for people. Your people,  like you, can feel the difference between a boss who cares about them, like they care about the copier, and a leader who cares for them, like a human being. 

You can’t just tell your people that you care for them, you need to show it. 

You can do that by engaging with them frequently. By asking them how they are doing. Not necessarily at work,  but also how they are doing at life. Ask what you can do to help them, either at work or at life. Then do what Authentic Servant Leaders do…listen. Listen so intently that the person you’re speaking with gets the impression that in that moment, they are the only person in the world. 

Then do something else that Authentic Servant Leaders do…act on what you heard. Do everything you can possible do to meet the needs of your people. You asked and now they are waiting to see if your questions were for show or if your questions were to help them grow. 

If you can’t do what you were asked to do then do what Pinnacle level leaders do…go back and explain why and tell your people what you can do. A shrug of the shoulders and a sorry about that will not get it done. 

Once you’ve asked the questions that demonstrate you care, you have put yourself at the crossroads of your leadership journey. You will either move up the path towards Authentic Servant Leadership or down the path of a wannabe leader. 

The rewards for attempting to manage another human being are a position, a title and likely more money. The rewards for Authentically Leading others with a servant’s heart are limitless. You’ll make a positive impact on the lives of others. You will touch the lives of people you may never know. You will shape the future of your organization, for generations to come. You will be building more leaders who will build more leaders as well. Your leadership will far outlast you. Your life and leadership will have made a difference in the world.

The choice between leading people and trying to manage them is one that you must make for yourself. Pinnacle Level Leaders decide to leave a part of themselves behind when they are gone. They choose to give of themselves. In doing so they receive more in return than lesser leaders could ever imagine. 

So what will it be for you?

On a another note… Everyone can use a “nudge” towards success. I’m trying something new on Twitter. It’s called “Super Followers.” For $5 a month, that’s 17 cents a day, people can follow a part of my Twitter stream that is for subscribers only. It features short videos of me discussing leadership topics, sales tips and ideas for better overall relationships. I’m assuming there will be far fewer Super Followers than the million or so people who regularly follow me on Twitter. That will give me the opportunity to answer questions more throughly than I can on regular Twitter. Most of the answers will come in the evening cause we all have day jobs, right? Think of it as ”mentoring on demand!”

My goal with SuperFollowers is to build a better connection, one where I can help more and have a greater impact. I’m hoping it gives me a chance to mentor to a wider audience. It’s still new, we’ll see how it works. It’s a $5 dollar investment that may be the extra “push” you need to get to where you want to be. I’d be honored to be able to help get you there. 

You can find more information by clicking the Super Follow button on my Twitter profile page IN THE TWITTER APP. http://twitter.com/leadtoday Give it a try if you’re so inclined, and if you are, be sure to let me know how I’m doing and how I can be of even more help.

Are You a Leadership Fool?

Steve Keating 1 Comment

Some people like being fooled so much that when they can’t find somebody to fool them they will fool themselves. One group that fits into that category is people who somehow find themselves in leadership positions but are most definitely NOT leaders. 

They have no aptitude for leading. They have no leadership training. They have no interest in helping the people they are supposed to be leading. Their only interest is in claiming whatever title and perks come with the leadership position. 

They fool themselves into thinking they are actually leading when in fact they don’t even know what Authentic Leadership is. The worst part of fooling themselves is that it prevents them from growing into an actual leader.

If they were interested in actually leading they would learn the difference between managing and leading. They would learn that “things” can be managed but people cannot. They would discover that people need leadership. 

That would hopefully cause them to learn the characteristics of Authentic Leadership. They may even attempt to internalize those characteristics. Those characteristics include, in no particular order…

Self-awareness. Authentic Leaders reflect on their decisions and corresponding actions. They consider their own strengths and weaknesses with the goal of continuously improving their leadership skills. They accept responsibility for their decisions. While they frequently pass on compliments to their team you will never see them pass the buck.

Empathy. Authentic Leaders know that leadership comes from the heart. The relationships they develop with their teams can go very deep. They develop those relationships using empathy, listening skills and courage. 

Integrity. Strength of character is vital for an Authentic Leader. They say what they mean. People trust them because they honor their commitments. They work daily to earn the respect of their people. They understand that if their people can’t trust them then their people can’t follow them. 

Judgment. Authentic Leaders have great judgment. That doesn’t mean they are correct 100% of the time but they get the big decisions right. While making judgments about people they refrain from being judgmental. Authentic Leaders know the difference between the two. 

Listening Skills. Authentic Leaders know that can’t learn anything when they are talking. So they frequently listen more than they talk. They listen not only with open ears but with an open mind and an open heart. They are willing to consider ideas different from their own. They are willing to change their mind and their course when it makes sense. 

Consistency. Authentic Leaders are not fickle. They make principled decisions based on their Core Values. Their people know what to expect. They know that while they may not agree with every decision the decisions are made for the benefit of the team and organization, not only the leader. 

Vision. People want to know where they are being led. Authentic Leaders lead with purpose, vision and passion. They add value to the lives of the people they lead. Not only in their professional lives, but personal lives as well. They set high standards for themselves and the people they lead. They bring their vision to life in such a way that their people can see themselves in it. And they like what they see!

The greatest leadership “myth” of all is that a position or title makes someone a leader. Never never ever fool yourself into believing that myth. Leadership is serious stuff. It takes dedicated effort to develop yourself into an Authentic Leader. 

The rewards for helping people reach their full potential makes that effort very worthwhile. In fact, I’d challenge you to find one Authentic Leader who would say otherwise. And if they do they might just be fooling with ya. 

YES, There is a Difference Between Managing and Leading

Steve Keating 1 Comment

I haven’t written about this topic for a while. Lately I’ve been frustrated by the number of people I’ve come into contact with who think they are the same. So here I go again!

Managing is about stuff, like budgets, buildings, inventories and spreadsheets. We manage stuff. Leading is about people and only people. No one leads a business, they manage the business. They lead the people who work at the business. 

And NO, I’m not playing games with words. There is a huge difference in the mindset of people who foolishly think they can manage another human being and a person who knows they can’t. Most people know that they personally resist being managed. They want to be led. Many of those same people however, don’t realize that the people they are trying to manage feel just like them. 

If you’re in a leadership position you need to understand that most of the issues you would describe as personnel issues, especially attitude issues, stem from YOU trying to manage people rather than lead them. It will be that way until you actually begin to lead. 

A substantial majority of people holding leadership positions in the United States have never had a minute of formal leadership training. If you’re wondering how that can be here are a couple of statistics for you from research conducted earlier this year. It is consistent with other research done in previous years. 

77% of businesses in the US say that leadership is lacking in their organizations. 83% say that leadership development at all levels within their organization is a priority. Yet only 5% of them have implemented formal leadership development at any level. 

That’s why so many people who hold leadership positions think they are leading when they actually are not. They simply don’t know what they don’t know. 

Managing people may seem easier then leading them. When you manage people you most likely tell them what to do. You tell them if, in your opinion, they did what they were told. If they did what they were told that’s pretty much the end of it. If they didn’t do what they were told there will be hell to pay. Sound familiar?

While managing people may seem easier then leading it is actually creating problems at the same time it is damaging culture. Sometimes severely damaging culture. 

Leading people is complicated. It is challenging. There is no end to it. But…it is 1000 times more rewarding than trying to manage them. You may not always succeed in leading people. You will never, never, never succeed at managing people. 

Leading people is complicated because, well because they are people. They are emotional beings. If you’re going to lead people you must be willing, and prepared, to deal with their emotions. The moment I hear someone in a leadership position say “I refuse to deal with the drama” people try to bring to me, I know I’m talking to a manager rather than a leader. 

Leadership at it’s core is helping people deal with what’s happening in their lives. It is about helping ordinary, often “messy” people achieve extraordinary results. In spite of whatever messes and limitations they may have in their lives. You cannot, you absolutely cannot, lead another human being without caring for them. If you don’t care about what’s happening in their lives you won’t be able to care for them in their careers.

Telling people to keep their “home life” separate from their work like is another sign you’re trying to manage rather than lead. As an emotional human being YOU have never once been able to completely separate your home life from your work life. Yet you expect the people you’re supposed to be leading to do it every day. And then you wonder why your people have an attitude issue. 

I once worked for a guy, thankfully I didn’t report directly to him, who said it was his job to keep people guessing. If they knew what he expected of them then they wouldn’t be “on their toes.” He was kinda right about that because it’s tough to be on your toes when you’re always looking over your shoulder. 

If your people do not know exactly what you expect from them that’s a sure sign you’re not leading. Authentic Leaders communicate with the people they lead. Very very frequently. If you haven’t talked to each one of your direct reports this week then you’re trying to manage them, you’re not leading them.

Please do not even attempt to tell me you don’t have time to even have a five minute conversation each week with every person you’re supposed to be leading. If that’s the case you either have way too many direct reports or you do not understand the difference between trying to manage people and the privilege of leading them. 

Manage things, lead people. When you do that, you, your people, and your business will truly have the opportunity to experience explosive growth.

On a another subject…I’m trying something new on Twitter. It’s called “Super Followers.” For $5 a month, that’s 17 cents a day, people can follow a part of my Twitter stream that is for subscribers only. It features short videos of me discussing leadership topics, sales tips and ideas for better overall relationships. I’m assuming there will be far fewer Super Followers than the million or so people who regularly follow me on Twitter. That will give me the opportunity to answer questions more throughly than I can on regular Twitter. Most of the answers will come in the evening cause we all have day jobs, right? Think of it as ”mentoring on demand!”

My goal with SuperFollowers is to build a better connection, one where I can perhaps help more and have a greater impact. I’m hoping it gives me a chance to mentor to a wider audience. It’s still new, we’ll see how it works. It’s a $5 dollar investment that may be the extra “push” you need to get to where you want to be. I’d be honored to be able to help get you there. 

You can find more information by clicking the Super Follow button on my Twitter profile page IN THE TWITTER APP. http://twitter.com/leadtoday Give it a try if you’re so inclined, and if you are, be sure to let me know how I’m doing and how I can be of even more help.