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Inspiring Positive Change

Sun, 13 Jun 2021 08:50:32 GMT

Inspiring Employee Performance

More than ever, you need your business running strong and getting the most from every product, project and resource. You have to be hitting on all cylinders. For that to happen, you need people who give consistent and extraordinary effort. For that to happen, they need a reason to continually improve and stay engaged alongside you. If you can inspire people to do that, you will see change for the better in your business and life.

The challenge during these times of incredible change is no secret. How do you inspire and keep people under these conditions? There are many things you cannot control. That’s always been true but never more evident than today. Everyone’s motivations are different in a world of government subsidies.

C.S. Lewis said this: “Mere change is not growth. Growth is the synthesis of change and continuity (sustained committed effort), and where there is no continuity there is no growth.”

If you have people coming in and out and not staying long enough to be trained properly to impact your business positively, you have a culture problem. You cannot begin to solve your strategic execution and revenue problems until you have solved the problem of why you can’t convince good people to stay and give great effort.

4 Proven Strategies to Improve Your Business Culture

Wed, 21 Apr 2021 14:54:53 GMT

4 Proven Strategies for Improving Your Business Culture

Create Catchphrases

This is the self-talk of the organization and it’s important. Catchphrases seem corny but they are a summary of big picture issues and priorities boiled down into bite-sized memorable words that hold big meaning. .It requires a kind of genius to do it well. Read The Culture Code by Daniel Coyle for ideas.

Measure What You Say Matters

You want to create awareness and alignment of behavior and effort in certain areas of your business that lead to success, consistent with your priorities. Make sure your priorities are measured. If you are measuring only the financial, your team will sniff you out as a manipulator rather than a leader. I’m sure you’ve heard of organizations claiming to be a family until one bad month prompts reactive screaming rather than productive coaching and training.

Use Emblems, Logos, Trophies, Physical Markers, Pictures, Artifacts

Create physical reminders on the walls of your “house” for people to see as a reminder of priorities successfully implemented.

Translate Big Ideas Into Behaviors

Abstract mission statements and priorities should be concretized into behaviors that produce results so no one is confused or uncertain. What particular task or tasks define the identity of the organization? These are the soft skills of: Effort moving toward excellence. Forgiveness, asking and giving. Persistence after failure. Living out The Golden Rule with co-workers and customers.

3 Strategies for Changing Your Company Culture

Wed, 21 Apr 2021 14:32:41 GMT

Three Strategies for Changing Your Company Culture

Here are a few ideas to help you accomplish this:

Name and Rank Your Priorities Consistent with Your Identity and Purpose.

Now is not the time to compromise. Use this time in the crucible wisely. Keep priorities to no more than 3 to 5. At the top of the list, consider how you will treat each other within the organization. The most successful groups realize their greatest project and challenge is to build strength within through trusting relationships. If they get this right, everything else will follow. Crisis does not have to lead to catastrophe but can be a time of renewed unity of purpose within the heat of the crucible.

Proclaim your Priorities Over and Over... and Then Over Again.

Inc. Magazine asked 600 executives to estimate the percentage of their workforce who could name the company’s top three priorities. The executives predicted 64% would name them correctly. However, only 2% could do so when asked. Do not assume people see things like you see them. Ask employees what they know about your mission and priorities. Restate and retrain these priorities. Repeat these priorities at every opportunity. Paint them on the walls. Include them on email signatures and taglines. Repeat them in speeches. Drop them in conversations. Then retest and ask them again. What are we about? Where are we headed? Why are we headed there?

Figure Out Your Needs for Proficiency and Creativity.

Skills of proficiency are crucial so you are consistently producing quality. Behaviors must be clearly defined and modeled by leadership. Provide feedback often through coaching, not blaming or coercion. Build vivid, memorable rules of thumb that are easily understood. Honor and recognize when the fundamental skills are achieved. Skills of creativity are crucial so you can build something that has never existed before. See it as a journey or expedition that requires the correct supplies and protection. It’s critical that the personalities on this team compliment each other. Define, reinforce and protect the creative autonomy of the team. Make it a safe place to fail and tolerate feedback (plan, do, check, action). Celebrate every win bigly.

Connecting

Wed, 21 Apr 2021 13:59:53 GMT

There is a Better Way to do Business

I’m excited to share this with you! Statistically, this can be proven 100% of the time to be true……..Most people are average.

My oldest son Caleb was getting bullied on the school bus. So, I bring out my inner papa bear… to show him how to put that bully in his place… where to kick, punch, bite, poke, grab… whatever it took. You gotta get mean. You gotta get dirty…!

Caleb is just staring at me wide-eyed and I thought he was just mesmerized by my inspirational speech… so I stopped, created a dramatic pause...

And Caleb said, “No, I’m going to make him my friend.” Just like that!

It turns out, the best way to defeat an enemy is to make him your friend! That is exactly what Caleb did. Caleb acted out of the convictions of his character and personality. So, that conviction should make a difference in how we treat one another and connect with people, right?

John Maxwell says in his book, Everyone Communicates, Few Connect, "The ability to connect with others begins with understanding the value of people."

I’m not talking about a trophy for everyone kind of a thing. So, what are we talking about? How could you apply this principle in business?

Think, you need the willing participation and sometimes the extraordinary effort of your employees for your business or department to succeed, right? What if you engaged employees in a way that takes their job description (the one you gave them when you hired them) and you say, "Let's make a plan to meet these responsibilities in a way that plays to your strengths and personality."? (Like I should have done with Caleb to help him solve the bully problem). Are you letting them off easy? Are you letting them do whatever they want to do?

You may say, but Chris... you don't know my people. They don't even pay attention unless I yell, scream and ramp up the drama!

Look, this approach is not for the faint of heart. It's not about holding hands and singing Kumbaya. You will have to fire people sometimes.

Listen, most people are average… and remember, the average person has been uniquely and intentionally created by God for the very purpose of doing important and meaningful work… and doing it well. That’s what I believe.

My business is a reflection of me... my personality and character. For those of you who think like me, there is a better way to do business and I pray you pursue it. Peace