Tag Succeeding

Why Details Matter

Steve Keating 3 Comments

When I was a whole bunch younger I jumped out of a perfectly functioning airplane. It wasn’t exactly by choice, I went to a military school and it was just part of the deal. When they said jump you jumped. But I did learn this little known fact: you do not need a parachute to jump out of an airplane. You can just pop the door open and jump. In fact, it’s actually quicker to get to the ground without a parachute.

There is however one little detail to keep in mind. If you have any intention of jumping out of an airplane a second time, a parachute is highly recommended. If you miss that little detail the outcome of your first jump will be less than ideal. But again, the jump itself is absolutely doable without a chute.

Details matter. They matter in every area of our lives. Details are often the difference between a successful outcome and an unsuccessful one. Here are a few of the reasons that little details can be such a big deal.

• Accuracy: Paying attention to details ensures accuracy in information, communication, and execution. It helps avoid errors and misunderstandings, leading to better outcomes in almost all situations.

• Clarity: Details provide clarity and context to any situation. They help in understanding the intricacies and nuances of a topic, making it easier for others to comprehend your message or actions.

• Problem-solving: In problem-solving, attention to details is crucial. It allows you to identify the root causes of issues and address them effectively. Ignoring details may result in superficial solutions that fail to solve the underlying problems.

• Decision-making: In decision-making processes, details help in evaluating options and predicting potential outcomes. Making informed decisions requires a thorough understanding of the details surrounding a situation.

• Professionalism: Attention to detail is often associated with professionalism. Whether it’s in the workplace, academia, or personal life, being meticulous in your work demonstrates a commitment to quality and excellence.

• Prevention of Mistakes: Small details can sometimes have a significant impact. By paying attention to details, you can catch potential mistakes before they escalate into bigger issues.

• Efficiency: Having a grasp of details allows for more efficient and effective work. It minimizes the need for rework or corrections, saving time and resources.

• Communication: Clear and detailed communication is essential for conveying ideas accurately. Details help in avoiding misinterpretations and ensure that the message is conveyed as intended.

• Building Trust: Consistently paying attention to details builds trust with others. Whether it’s in personal relationships or professional collaborations, people tend to trust individuals who demonstrate a commitment to precision.

Details always make a difference. Sometimes the difference is small, sometimes it’s huge. Paying attention to the little things gives people confidence that you’ll pay attention to bigger things too. Skipping over details has a negative impact on your credibility. Both in your personal life and your career. When the details fall through the cracks it’s very likely your overall success in life will fall through the cracks too.

Pay attention to the little things and big things will likely come your way.

How to Keep Your Team Engaged

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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 Develop More Discipline in Your Life

Steve Keating 2 Comments

I had a conversation with a friend a while back and he said that once you have discipline in your life everything is easy. I only wish that were true. That reality is that doing hard things is hard. Discipline allows you to do them anyway. It doesn’t make them easy.

My definition of discipline is wanting something more in the future than the something that you want today. For example, having the discipline required to lose weight means you want to weigh less in the future more than you want that handful of chocolate covered raisins today. Said another way, discipline means you’re willing to give up something today so you can have something better tomorrow.

You can have more discipline in your life when you realize that discipline is a developable skill. Developing that skill is a gradual process that involves making consistent changes to your mindset, habits, and routines. Here’s how to get started.

Set Clear Goals. Discipline rises and on goals. Until you know what you want in the future you’ll have no reason to work towards it today. So begin by defining your short-term and long-term goals. You’ll need to be as specific as possible here. You should have goals in multiple areas of your life. That balance will allow you to keep moving forward when setbacks and obstacles try to knock you off track. It’s knowing what you want to achieve that provides a sense of direction and purpose. Purpose makes up the core of your discipline.

Prioritize Tasks. Instead of doing the easiest things first create a prioritized task list based on their importance and deadlines. Focus on high-priority items first. As you develop discipline it will be less likely that you look down your list and pick a lower priority task to do first. You’ll need to do everything possible to stick to your prioritized task list for at least 30 days. It’s at that point that your newfound discipline can take over.

Create a Routine. Establish a daily routine that includes dedicated time for work, rest, and personal activities. Consistency in your schedule helps develop discipline. Do NOT over schedule your calendar. “Stuff” as they say, happens. There is nothing wrong with having a gap in your calendar here and there to handle that stuff. If you completely fill your calendar everyday then when the inevitable “stuff” happens your routine is shot to hell and likely, your discipline is shot with it.

Eliminate Distractions. Identify and minimize distractions in your environment. “Distractions” may well include co-workers who lack discipline. You may need to politely decline their hallway conversations or gossip sessions. They might be using you as an excuse to procrastinate and few things can impact your personal discipline like allowing someone else’s procrastination to become your problem.

Time Management. You can’t really manage time, you get 1440 minutes a day to use as effectively as you can. So learn to manage the “events” of your day that use up that time. Set deadlines for tasks and allocate specific time blocks for different activities/events. Do not confuse “busy work” for true productivity. If an event did not contribute toward getting you closer to one of your goals or objectives then you might have been busy but it’s unlikely you were productive.

Build Habits. The most successful people know that not all habits are bad. In fact, many could be considered positive habits. Identify the positive habits in your life. To be a positive habit they need to align with your goals. Consistently practicing these habits helps automate positive behaviors and build unshakable discipline.

There are certainly other areas of focus that can help you further develop discipline in your life but these are a good place to start. Building discipline is a gradual process, and it’s important to be patient with yourself. Rome wasn’t built in a day and your durable discipline won’t be either. Consistency and perseverance are key components of developing lasting discipline in life.

Stay the course because your future self will be mighty glad you did.

How to Stop Procrastinating…NOW

Steve Keating Leave a comment

One of the least productive things we can do is to do something tomorrow that we should have done today. Some people call that procrastinating. I call it a waste. Not only did we likely waste time yesterday when we should have been doing what we finally did today, but we’re very possibly not doing what we should have been doing today because of it.

Procrastinating is one of life’s great stress creators. When we put off tasks that we should be doing it gnaws at us. It frequently steals our joy. It buries our confidence under stress and worry. The most successful people seldom procrastinate, no matter how challenging the task at hand. They just do it!

Overcoming procrastination is a common challenge. Eliminating procrastination from your life will often involve a combination of psychological and practical strategies. If you’re interested in greatly improving your productivity by pushing procrastination out of your life then here are a few ideas you may want to consider…immediately.

Understand the Reasons

• Identify why you are procrastinating. Is it due to fear of failure, lack of motivation, or feeling overwhelmed? Understanding the root cause can help you address the issue more effectively.

Set Clear Goals

• Break down your tasks into smaller, more manageable goals. Clear and specific objectives make it easier to focus and take action. The more specific the better because if you allow yourself any “wriggle room” you’re almost certain to use it.

Prioritize Tasks

• Determine the urgency and importance of each task. Focus on high-priority items first to ensure you’re making progress on essential activities. If you’re currently using a “to-do” list burn it now. Destroy it before it destroys any more of your productivity. Turn it into a Prioritized Daily Task List. When you develop the discipline to do the most important tasks first, then procrastination will no longer be a part of your life.

Break Large Tasks into Smaller Steps

• Large projects can be overwhelming. Break them into smaller, more manageable steps, and focus on completing one step at a time.

Create a Schedule

• Develop a daily or weekly schedule to allocate specific time slots for your tasks. Set realistic deadlines and stick to them as closely as possible. Make a decision that YOU will be the person who controls your calendar, not other people, not circumstances or uncontrollable events. YOU and you alone.

Use Time Management Techniques

• Techniques like the Pomodoro Technique (working in short, focused bursts with breaks in between) can help maintain your focus and increase productivity.

Remove Distractions

• Identify and eliminate distractions from your workspace. Turn off notifications, close unnecessary tabs, and create an environment conducive to concentration. It is possible you may need to do the unthinkable and leave your phone in a different room. Or use the nuclear option and actually turn it off.

Visualize Success

• Imagine the positive outcomes and the sense of accomplishment you’ll experience upon completing a task. Visualization can motivate you to get started. Remember, it’s impossible to finish what you’ve haven’t started but once you start, nothing is impossible.

Reward Yourself

• Establish a system of rewards for completing tasks. This can create positive reinforcement and make the process more enjoyable.

Accountability Partners

• Share your goals with someone who can help hold you accountable. Whether it’s a friend, family member, or colleague, having someone check in on your progress can be motivating.

Address Perfectionism

• Understand that perfection is not always attainable, and waiting for the perfect conditions can lead to procrastination. Embrace a mindset of progress over perfection.

Develop a Routine

• Establishing a routine can help train your brain to expect certain activities at specific times, making it easier to overcome procrastination. You’ll need to use your routine for 30 days to make it a habit but once you do you’ll discover just how useful some habits can be.

Overcoming procrastination is an ongoing process. It’s normal to face setbacks. Be patient with yourself and celebrate small victories along the way. Sometimes progress will be big, sometimes it will be small, but the most successful people will tell you that all progress is progress. And if you’re making progress everyday then you’re way ahead of most people.

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.