Tag Succeeding

How to Give a Sincere Compliment

Steve Keating 3 Comments

Have you ever received a compliment from someone and immediately wondered what they were up to? You may be thinking they want something in return. Maybe they are about to ask for a favor. You’re not at all certain the compliment is truly sincere.

Lots of people think they’re giving sincere compliments but a truly sincere compliment has two parts. The compliment itself and the “evidence” that proves it’s sincere. It’s easy to say “nice job” and walk away thinking you’ve just given a compliment. But explaining with some level of detail why you believe the person did a nice job requires some effort.

For instance, if they have just interacted with an upset and challenging customer and the customer ended up being pleased with the outcome it can be very tempting to say “nice work” and let it go at that. But consider adding something like, “nice work, that was very impressive the way you calmly interacted with a very upset person. It could have gone very differently but your caring demeanor really saved the day…and likely the customer. Again, very nice work.”

It’s a little more effort but it makes a very big difference. Specificity is the key. If you can’t be specific you’re leaving the door to doubt open in the mind of the person you’re complimenting.

Here are a few additional ideas to consider to make sure your compliments are received the way you intended.

• Be Genuine: Your sincerity should come from a place of authenticity. Avoid giving compliments just for the sake of it; mean what you say.

• Timing Matters: Choose an appropriate time to give a compliment. It could be in response to a specific action, achievement, or simply as a positive acknowledgment.

• Use Positive Language: Frame your compliment in positive language to convey your admiration. Avoid any negative comparisons or qualifiers. Instead of: “You’re not as bad as others at this, try your skills in this area really stand out.”

• Body Language: Non-verbal cues like eye contact and a genuine smile can enhance the sincerity of your compliment. Make sure your tone of voice aligns with your words.

• Avoid Backhanded Compliments: These are compliments that also contain an insult or criticism. They can be easily misinterpreted and may negate the positive intention. An example of a backhanded compliment might be “You’re surprisingly good at this.”

• Personalize the Compliment: Tailor your compliment to the individual and their unique qualities. This shows that you see and appreciate their individuality. Instead of: “You’re good at your job,” try “I’ve noticed your attention to detail in your work. It really sets you apart.”

• Be Mindful of Cultural Sensitivities: Understand the cultural context and be mindful of cultural differences when giving compliments, as what might be considered appropriate in one culture may not be in another.

The key to a sincere compliment is honesty and thoughtfulness. If you’ve ever given someone a compliment and they looked at you a little cross-eyed you may now know why. By acknowledging specific positive qualities or actions, you not only boost the recipient’s confidence but also strengthen your connection with them. It takes a little effort to turn a simple compliment into an undoubtably sincere compliment, but it’s way more than worth it.

How Good Companies Lose Their Way

Steve Keating Leave a comment

History is rife with examples of good companies, even great ones, that were excellent right up until they were bad. At least it seems that way. The truth is, they were good right up until the point they slowly began turning away from the principles and practices that made them good. Companies rarely turn from good to bad overnight. It’s a decision here and a tough break there that add up over time. It seems common that when the slide begins it picks up speed until the momentum towards bad becomes hard to stop.

But great companies with great leadership can and do stop that negative momentum. They turn it around and use it to become what they once were or even better.

Good companies can decline for a wide variety of reasons, and the path to failure is often a complex interplay of internal and external factors. Though responsibility most often falls to top leadership it is rarely one person’s fault. Here are some common reasons why otherwise successful or “good” companies lose their way.

• Poor Leadership: Leadership is crucial for the success of any company. Ineffective or unethical leadership can lead to poor decision-making, mismanagement, and a toxic work culture that erodes a company’s foundation. Make no mistake about this fact…company culture begins and ends at the top of an organization. It cannot be delegated to teams or committees. Everything, absolutely everything a top leader says and does has an effect on the culture of an organization. People are always watching and listening. When the words and the actions of leadership are not in sync the people notice. And culture suffers mightily.

Top leaders must also pay close attention to the “sub cultures” within the different departments of their organization. The overall culture within the larger organization may be good but these “sub cultures” can sink an organization too. Culture eats strategy, tactics, and planning for breakfast. If a top leader messes up the culture they have messed up the company. Nothing matters more!

• Market Changes: External factors, such as changes in the competitive landscape, shifts in consumer preferences, or disruptive technologies, can rapidly undermine a company’s position in the market. Failing to adapt to these changes can lead to failure. A common mistake of companies that go from good to bad is an assumption that because they are good they will always be good. It’s an assumption that because they are market leaders they will always be market leaders. You know what they say about assuming and assumptions are a huge factor in companies that lose their way.

• Financial Mismanagement: Poor financial decisions, including excessive debt, overexpansion, or misallocation of resources, can drain a company’s financial health and lead to insolvency. Once again assumptions play a critical role in financial decisions.

• Lack of Strategic Vision: A clear and well-defined strategic vision is essential for long-term success. Without a direction for the future, a company may make ad-hoc decisions that are not aligned with its overall goals. Even big decisions become easy decisions when they are made within the context of an organization’s strategic vision.

• Short-Term Focus: Companies that prioritize short-term profits at the expense of long-term sustainability may make decisions that harm their future prospects. This can include cost-cutting measures that compromise an organization’s talent pool, product quality or investments in research and development. But…profits matter and balancing the need for profits today versus long-term profit down the road is one of top leadership’s biggest challenges. I do not envy them that responsibility.

• Competitive Pressure: Aggressive competition can put pressure on a company’s market share and profit margins. Failing to respond effectively to competition can lead to market share erosion and financial instability. I think this is especially challenging for companies that are market leaders. It’s tempting to say “who cares what the other guys are doing, we’re the market leaders.” While tempting, the fact is that it does matter. It all matters and failing to respond to market conditions has sunk more than one company. If you don’t believe that then think about this one company that we’ll allow to remain nameless…their chief marketing officer once said to me, and I quote, “people will always need film for their cameras.”

• Economic Downturns: Economic recessions and downturns can impact a company’s revenue, access to credit, and consumer spending. Companies without a strong financial cushion or contingency plans may struggle to survive during such times. Economic downturns can be torturous for senior leaders because it may mean letting some of their people go. If you ever find yourself in the role of someone who has been “rightsized” or “downsized” then know that as brutal as it is for you it’s likely been a brutal experience for your senior leaders as well. Put simply, it just sucks, for everybody.

There are a host of other factors that can also come into play. Keeping a business going has always been been a dicey proposition. Lately it’s been a little more dicey than usual. In many cases, it’s not a single factor but a combination of these issues that leads to a company’s decline. Successful companies must remain agile, forward-thinking, and responsive to internal and external changes to mitigate the risk of becoming a “formerly” good company.

How to Stop Being a Micromanager

Steve Keating 1 Comment

Almost everyone, except perhaps micromanagers, know that micromanaging is counterproductive. Even some micromanagers realize the damage they do but they just can’t control their urges to turn their people into unthinking robots. This post is written especially for them.

If you’re a leader, you should know that micromanagement hurts your effectiveness and team morale. You are literally holding your people back from their potential. In the process you are limiting the future growth of your organization. In that environment your best people will leave and find someplace where they can use their skills and knowledge. That is unsustainable in today’s business world.

If you’re a micromanager you need to stop, now. If you’re not sure if you’re a micromanager then ask around. Your reputation will precede you. Because no one likes a micromanager, truth be told even micromanagers don’t like micromanagers.

If you want to stop being a micromanager and become a more effective leader, here are some ideas you should begin to put in place today.

• Self-awareness: Recognize the problem. Acknowledge that you tend to micromanage, and understand the negative impact it can have on your team. Self-awareness is the first step towards change.

• Trust your team: Understand that your team members are capable and competent. Trust their skills, judgment, and abilities. Remember that you hired them for a reason, and they can handle their responsibilities.

• Delegate effectively: Delegate tasks and responsibilities clearly, specifying the desired outcomes and expectations. Be clear about what needs to be done, but allow your team members to determine how to accomplish it. Provide them with the autonomy to make decisions within the framework you’ve set.

• Set clear goals: Establish clear and measurable goals and key performance indicators (KPIs) for your team. When everyone understands the objectives, it’s easier for team members to work independently and make decisions aligned with those goals.

• Communicate openly: Encourage open communication with your team. Let them know they can come to you with questions, concerns, or updates. Regularly check in to offer guidance and support without being overbearing.

• Provide resources and support: Ensure your team has the necessary resources, tools, and training to excel in their roles. Show that you’re there to support them when they need assistance.

• Empower decision-making: Encourage your team to make decisions within their areas of responsibility. This helps them feel more invested in their work and fosters a sense of ownership.

• Avoid micromanaging tasks: Resist the urge to constantly monitor or interfere with how tasks are being performed. Give your team space to execute their responsibilities independently.

• Focus on results, not methods: Instead of getting caught up in how tasks are done, concentrate on the outcomes and whether they align with the established goals and quality standards.

• Provide constructive feedback: Offer feedback that is constructive and supportive. Recognize achievements and offer guidance when improvements are needed. This feedback should be ongoing, not just during annual reviews.

• Step back gradually: Reducing micromanagement is a process. Start by loosening your grip on smaller, less critical tasks. Gradually entrust your team with more significant responsibilities over time.

• Develop your team’s skills: Invest in the growth and development of your team members. Help them acquire the skills and knowledge they need to excel in their roles. That will also boost your confidence in their abilities.

• Learn to let go: It can be difficult to relinquish control, but it’s essential for becoming a more effective leader. Trust your team to handle their responsibilities and avoid the temptation to step in unless it’s genuinely necessary.

• Seek feedback: Ask your team for feedback on your management style and be open to making changes based on their input. This demonstrates your commitment to improvement and your respect for their perspective.

• Be patient with yourself: Breaking the habit of micromanagement takes time. You may occasionally slip into old patterns, but don’t be too hard on yourself. Recognize those moments and commit to doing better next time.

Micromanagement, like most habits can be a hard habit to break. But it’s essential for the growth and development of your team and your own effectiveness as a leader. As you gradually let go and empower your team, you’ll likely see improvements in morale, productivity, and overall team performance.

You’ll feel more like a leader and you will in fact be truly leading.

Overcoming Human Nature

Steve Keating 2 Comments

This is a post that might create a bit of controversy because I’m not a huge believer in the idea of a “fixed” unchangeable human nature. I think too often people use “human nature” as an excuse. They use it to let themselves off the hook. Kind of like when they use the old “the devil made me do it” excuse. They devil may have encouraged you but he can’t make you do anything.

Human nature may mean you’re likely to do something but it doesn’t mean you have to do it. I believe while it’s challenging we can overcome traits, habits and behaviors that may seem to be “human nature.” Overcoming human nature can be a complex and challenging task. That’s because “human nature” is a broad term that encompasses a wide range of behaviors that are inherent to all of us as humans. However, if you’re seeking personal growth and positive change of your human nature, here are some steps and strategies to consider.

• Self-awareness: Start by understanding your own human nature. Recognize your strengths and weaknesses, your biases, and your automatic responses. Self-awareness is the first step toward change.

• Define your goals: Clearly define what aspects of your human nature you want to overcome or change. It could be things like procrastination, impulsivity, negative thinking, or a lack of self-discipline.

• Education: Learn about the psychology and biology behind human nature. Understanding why we have certain tendencies can help you find strategies to overcome them.

• Set achievable goals: Break down your goals into smaller, manageable steps. This makes change more attainable and less overwhelming.

• Develop self-discipline: Cultivate the ability to control your impulses and stick to your goals. This can be achieved through practice and habit formation.

• Seek support: Surround yourself with people who support your goals and can hold you accountable. A mentor can be huge here, they can provide guidance and encouragement.

• Embrace change: Be open to change and willing to adapt your beliefs and behaviors. Sometimes, our resistance to change is a significant barrier to personal growth.

• Build healthy habits: Replace negative habits with positive ones. For example, if you’re trying to overcome a tendency to be pessimistic, practice gratitude and positive thinking.

• Emotional intelligence: Improve your ability to understand and manage your emotions. This can help you make better decisions and relate to others more effectively.

• Empathy and perspective-taking: Cultivate empathy to better understand others and their perspectives. This can help you overcome biases and improve your relationships.

• Learn from failures: Don’t be discouraged by setbacks. Instead, view them as opportunities for growth and learning. Analyze what went wrong and adjust your approach.

• Patience and persistence: Change takes time, and overcoming certain aspects of human nature can be a lifelong journey. Be patient with yourself and stay committed to your goals.

Remember that overcoming aspects of human nature is a highly individualized process. What works for one person may not work for another, so it’s important to find the strategies and approaches that resonate with you and align with your goals. It’s also important to be realistic about what you can change and what you may need to accept as a part of your inherent nature.

And absolutely keep in mind that it’s your human nature you’re working on. Do not think for a moment that you can change another’s person’s human nature. Changing our own human nature is challenging enough. Don’t frustrate yourself trying to change someone else’s. Either accept them for who and what they are or don’t. But don’t waste valuable energy trying to change them.

You might be able to inspire them to change, you might be an encourager for them but if they don’t want to change you’re not going to be able to make them.

How to Gain Experience

Steve Keating 2 Comments

The fastest way to gain experience is to live. By my estimation it will take approximately 3 years to gain approximately 3 years of experience. You can make the process shorter by using someone else’s experience, not your own. But really, nothing beats your personal experience when it comes to making decisions and taking action.

Years ago I wanted to develop a sales course focused on cold calling. I read a lot about it and that got me a fair understanding of the process involved. But as a speaker, relating someone else’s experience can’t hold a candle to sharing your own personal experiences. So I took a part time sales job in an industry where the sales people had to be fierce cold callers. I got beat up, I got beat down, but I learned. I learned first hand what worked and what didn’t. The experiences I was able to talk about while teaching that class were my own and it gave me a ton of credibility.

Experience will do the same for you.

The fact is, gaining experience is crucial for personal and professional growth. You can learn new skills, gain knowledge, and boost your confidence in different areas of life. To gain experience, there really are no shortcuts. However, there is a process to follow so that gaining 3 years of experience doesn’t take longer than 3 years and may take less.

So here it is:

• Determine what areas you want to gain experience in. Whether it’s related to your career, hobbies, personal development, or other interests, having clear goals is essential.

• Start by researching the field or subject you want to gain experience in. Read books, articles, watch videos, and take online courses to build a foundational understanding.

• Connect with people who are experienced in your chosen field. Attend conferences, workshops, and seminars to meet professionals and experts. Networking can provide opportunities for mentorship and collaboration.

• Volunteering is an excellent way to gain experience while giving back to your community or a cause you care about. Nonprofit organizations, charities, and local community groups often need volunteers for various roles.

• Look for internships or apprenticeship programs related to your field of interest. These opportunities provide hands-on experience and may lead to full-time positions.

• Consider part-time jobs or entry-level positions in your chosen field. These positions may not pay as well initially, but they can provide valuable on-the-job experience. That experience could one day prove priceless.

• If applicable, offer your services as a freelancer or consultant in your area of expertise. Freelancing allows you to gain experience, build a portfolio, and potentially earn income.

• Start personal projects or side ventures related to your interests or career goals. These projects allow you to apply your knowledge and skills in a practical way.

• Be open to feedback from mentors, colleagues, or supervisors. Constructive criticism can help you improve and grow in your chosen field.

• Stay updated with the latest trends, technologies, and developments in your field. Continuous learning ensures that your experience remains relevant.

• Keep a record of your experiences, achievements, and skills gained. This can be useful when updating your resume or portfolio.

• Periodically reflect on your experiences and assess how they align with your goals. Adjust your approach if needed to ensure you’re gaining the right kind of experience.

• Gaining experience takes time, and you may encounter setbacks along the way. Stay patient, persistent, and committed to your goals.

• Don’t be discouraged by failures or setbacks. Mistakes are part of the learning process. Use them as opportunities for growth and improvement.

• Once you have more experience, you can share what you know by teaching, writing, or mentoring. This can further deepen your understanding and expertise.

• Gaining experience is an ongoing process. You, no matter how hard you try, you cannot create experience, you must undergo it. It’s important to stay motivated, adaptable, and open to new opportunities as you work toward your goals. As you gain experience, you will become more successful in your chosen field.

And here is one of the most interesting things about experience. One day you’ll look around and determine that you may be the most experienced person in the room. That may lead you to believe that at last you have enough experience. But if the experience you’ve acquired over the years is the right experience, that belief won’t last long. You’ll quickly realize that there is no such thing as “enough” experience.

So keep living, life is teaching everyday and if you’re paying attention you’ll never stop gaining valuable experience.

How to Face Financial Uncertainty

Steve Keating Leave a comment

Facing financial uncertainty can be challenging and downright scary. But with careful planning and a proactive approach, you can navigate these situations more effectively. Here’s a step-by-step guide on how to face financial uncertainty:

• Assess Your Current Financial Situation: Start by taking a close look at your current financial situation. This includes your income, expenses, debts, assets, and savings. Understanding your financial picture is the first step in addressing uncertainty. Be realistic and honest with yourself here. No fudging allowed!

• Create a Budget: Establish a detailed budget that outlines your monthly income and expenses. Be realistic about your spending habits. Prioritize essential expenses like housing, utilities, groceries, and insurance. A budget can help you identify areas where you can cut back if needed. Be very clear on the difference between things you merely want and the things you actually need.

• Build an Emergency Fund: An emergency fund is a critical tool for handling financial uncertainty. Aim to save at least three to six months’ worth of living expenses in a separate savings account. This fund can provide a financial cushion during unexpected events, such as job loss or medical emergencies. This may seem impossible but it is not. It is hard, it can be very hard but remember, hard and impossible are two different things.

• Reduce Non-Essential Spending: Review your budget for non-essential expenses like dining out, entertainment, or subscriptions. Consider cutting back on these discretionary items. Redirect the money saved toward your emergency fund or paying off high-interest debts. Contrary to what some people think, Starbucks is not essential. If you’re not honest with yourself about what is essential and what isn’t you’re going to struggle with financial uncertainty forever.

• Pay Down High-Interest Debts: High-interest debts, such as credit card balances, can be a financial burden. Focus on paying off these debts as quickly as possible to reduce interest payments and improve your financial stability.

• Diversify Income Sources: Relying solely on one source of income can leave you vulnerable to financial uncertainty. Explore ways to diversify your income, such as taking on a side gig, freelancing, or investing in income-generating assets. The extra money is nice but the reduced stress that comes from financial stability is priceless.

• Review and Update Insurance Coverage: Ensure that you have appropriate insurance. Coverage for your needs, including health, auto, home, and disability insurance. Adequate coverage can protect you from unexpected expenses. The key word here is adequate, do not “over insure,” that’s just wasteful.

• Build Marketable Skills: Continuously invest in your skills and education to enhance your employability or business prospects. The more valuable you are in the job market, the better your chances of finding stable employment or income opportunities. True job security does not come from your employer, it comes from YOUR ability to add value wherever you happen to be working.

• Explore Government Assistance Programs: During times of financial uncertainty, government assistance programs may be available to provide temporary support. Research and apply for programs that you qualify for, such as unemployment benefits or food assistance. There is NO SHAME in using the assistance programs that YOUR tax dollars have supported. It’s all part of using every tool available to support yourself and loved ones.

• Seek Professional Financial Advice: If you’re facing significant financial uncertainty, consider consulting a financial advisor or counselor. They can help you create a personalized plan to navigate your specific situation and provide valuable guidance.

• Stay Calm and Avoid Impulsive Decisions: Fear and anxiety can lead to impulsive financial decisions. Try to stay calm and rational when making financial choices. Consult with trusted friends or family members to get different perspectives on your situation.

• Monitor and Adjust Your Plan: Financial uncertainty is dynamic, and your circumstances may change. Sometimes the can change quickly. Regularly monitor your financial situation, update your budget, and adjust your plan as needed to stay on track toward your financial goals.

Remember that facing financial uncertainty is a common experience. With time, effort, and prudent financial management, you can improve your financial stability and resilience. Stay patient and committed to your financial goals, and seek support when needed. YOU GOT THIS!!!

How to Boost the Morale of Your Team

Steve Keating 7 Comments

High morale is often the little recognized secret to success. Organizations and leaders that work to ensure the morale and engagement level of their people remain high, outperform those who don’t. Boosting the morale of your team is essential for maintaining productivity, job satisfaction, and overall team cohesion. High morale can lead to increased motivation, creativity, and a more positive work environment. High morale means lower turnover and far fewer personal issues, even in turbulent times. Here are some strategies to intentionally boost your team’s morale on a regular basis.

• Effective Communication:

• Keep an open line of communication with your team members. Regularly check in with them to see how they are doing both personally and professionally.

• Provide clear and transparent information about company goals, expectations, and changes. It is virtually impossible to over communicate.

• Recognize and Appreciate:

• Acknowledge and appreciate the hard work and contributions of your team members. Publicly praise their achievements, either in team meetings or through company-wide channels.

• Consider implementing a rewards and recognition program to formally acknowledge outstanding performance. People tend to do what’s required of them for pay, they do more than required for the recognition.

• Provide Opportunities for Growth:

• Offer opportunities for skill development and career advancement within the organization.

• Help team members set and achieve professional goals. Provide resources and support for their growth. If your people are not aware of their career path within your organization then they have no career path within your organization.

• Empower and Delegate:

• Trust your team members with responsibility and delegate tasks that align with their skills and interests.

• Empower them to make decisions within their areas of expertise, fostering a sense of ownership and autonomy. There is very little that can boost morale more than being trusted by the people above you in the organization.

• Work-Life Balance:

• Encourage a healthy work-life balance. Avoid overloading your team with excessive work or unrealistic deadlines.

• Promote flexible working arrangements when possible, such as remote work or flexible hours.

• Team Building:

• Organize team-building activities and events to strengthen team bonds.

• Create a sense of camaraderie and shared purpose through team projects and collaborative efforts. Remember, the deepest relationships are typically built “off the clock” so provide opportunities for those relationships to grow.

• Provide Constructive Feedback:

• Offer regular, constructive feedback to help team members improve their skills and performance.

• Focus on specific behaviors and outcomes, and provide guidance on how to make positive changes. Your people NEED to know how they are doing, without direct input from their leaders their imaginations take over and that’s usually not helpful for morale.

• Lead by Example:

• Demonstrate a positive attitude, strong work ethic, and professionalism.

• Be a role model for the behaviors and values you want to see in your team.

• Address Issues Promptly:

• Address conflicts and issues within the team promptly and professionally.

• Show that you are committed to resolving problems and maintaining a positive work environment.

• Celebrate Achievements:

• Celebrate team and individual achievements, whether they are big or small. This can include milestones, project completions, or personal accomplishments.

• Use celebrations as an opportunity to build team spirit and show your appreciation.

• Provide Support During Challenges:

• During difficult times, such as tight deadlines or challenging projects, offer your support and help your team manage stress.

• Show empathy and understanding for their concerns and provide resources if needed.

Leadership is not a part-time job. Authentic Leaders know that like creating a solid culture, boosting morale is an ongoing process. It requires consistent effort, adaptability, and a genuine commitment to the well-being and success of your team members. By implementing these strategies, you can create a positive work environment that fosters high morale and team satisfaction.

That will make your life as a leader much more rewarding and much less stressful. But as always, the amount of effort you put into the morale building process is completely up to you. I hope for your people’s sake, you choose to put in a whole lot of effort.