Mike Figliuolo – Page 19 – thoughtLEADERS, LLC: Leadership Training for the Real World

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Entries by Mike Figliuolo

How has your business shifted since the last time you wrote your strategic plan?

October 12, 2017 /0 Comments/in Leadership, Poll, Strategy /by Mike Figliuolo

Our reader poll today asks: How has your business shifted since the last time you wrote your strategic plan? – Not at all: We’re right on plan: 6% – A little: The plan is mostly intact: 32% – A bunch: Parts have held but others haven’t: 32% – A ton: The strategic plan is out the window: 16% – What’s a strategic plan?: 13% No plan survives first contact. Almost half of you have had major shifts to your strategic plan. That’s not unheard of. Markets move quickly and plans are constructed in states of ambiguity. What’s most important is your ability to anticipate and react to those shifts. Invest time in conducting a strategic plan update to account for these changes. For the scary 13% who don’t have a strategic plan, insist on creating one. Don’t fall into a “budget +10% is our plan” trap. You can’t reach your destination if you don’t know where you’re going. A leader’s job is to define that path. Do you agree with these poll results? Let us know in the comments below! – Mike Figliuolo at thoughtLEADERS, LLC Did you enjoy this post? If so, I highly encourage you to take about 30 seconds to become a regular subscriber to this blog. It’s free, fun, practical, and only a few emails a week (I promise!). SIGN UP HERE to get the thoughtLEADERS blog conveniently delivered right to your inbox!

How to Lead Your Own Revolution

October 11, 2017 /0 Comments/in Entrepreneur, Innovation, Leadership, Strategy /by Mike Figliuolo

There’s a lot of unrest out there in the world. Social issues dominate the headlines and people are taking action. Some movements feel like small revolutions. The question is, as a leader, what revolution are you leading? Revolution. It’s cleansing. It’s unsettling. It’s awesome. The wonderful thing is you can start your own. Revolution is that point in time when a critical mass of people get fed up with some kind of pervasive crap and collectively decide to do something about it. That “something” is usually scary, somewhat extreme, painful, brave, and life-altering. The American Revolution. Occupy Wall Street. Civil Rights. Wakeup Startup. Revolutions large and small. They all center around a pile of crap, some fed-up people, a cause, and a spark. When run correctly, a revolution can bring about fundamental societal change. When run poorly, a revolution can bring about fundamental societal change. It cuts both ways folks. The good news is you can start your own revolution pretty easily providing you can galvanize people around a few critical things. Identify a Pile of Crap To start a successful revolution, you first have to find a big pile of crap. It has to be something that’s not working in the system. From income inequality to tyrrany and unequal treatment to stupidity, there are plenty of piles of crap to choose from. Pick the one that upsets you the most. The more unfair or inefficient the crap is, the better. Be able to name it (“I’m really mad about how much time and effort we waste talking about building startups in Columbus but never really making big things happen.” or “I don’t appreciate that Group A has one set of rules while Group B has to abide by another.”). You have to explain what’s wrong in the first place […]

3 Simple Tools to Create the Needed Commitment to Change

October 9, 2017 /1 Comment/in Books, Communications, Guest Blogger, Leadership, Project Management /by Mike Figliuolo

Any major change initiative requires effort to bring people along and get them committed. The keys to doing so are stakeholder involvement, communication, and involvement. Today’s post is by R. Kendall Lyman and Tony C. Daloisio, authors of Change the Way You Change (CLICK HERE to get your copy). A few years ago, we were asked by a large pharmaceutical manufacturing company to help transition ten of its fifteen plants to a just-in-time inventory system. The technical aspect of change was led by another consulting firm. But as the “go live” date approached, senior leaders realized that front-line operators weren’t as committed to the new system as those who had been involved in the analysis. We weren’t surprised by this finding for two reasons. First, not everyone can participate in the scoping, diagnosis, planning, and design phases of such a large project. Diagnosis and design teams are often formed with representatives to ensure perspective from across the organization. But those not asked to participate can feel left out, confused, or even unaware of the change. Second, because of the complexity of the technical change to processes and systems, very little resource had been allocated towards the human side of the change. There was a video in the lunchroom streaming information about the project in two different languages. But it felt more like a sales pitch than an interactive dissemination of information that operators needed. When we were hired, they were only six weeks from “go live.” Not enough time to get real commitment from so many employees. Ultimately it took another six months to get the commitment necessary before any significant change could happen. The ability to accelerate organizational change is arguably the most important role of a leader, yet one of the least understood. While the leaders at the […]

Contemporary Leaders Know How They Impact Others

October 6, 2017 /0 Comments/in Books, Career, Guest Blogger, Leadership /by Mike Figliuolo

Awareness of what you’re good at and what’s holding you back can help you grow as a leader and play to strengths you already have. Focus on your best characteristics to unlock your true potential. Today’s post is by Diana Jones, author of Leadership Material: how personal experience shapes executive presence (CLICK HERE to get your copy). 360-degree feedback was introduced as a corrective to traditional one-way communication, which took the form of directives from leaders to staff. 360-degree feedback was a chance for bosses, peers, and staff to anonymously share how they saw the leader along a number of parameters. The idea that staff could give feedback to their manager without fear of retribution was a revelation. Leaders ceased to be islands unto themselves and were given fresh recognition that the views of those around them mattered. While 360-degree feedback was a great concept; in practice it turned out to rarely be helpful. The eight killers where feedback loses its power are: It’s rarely personalized It’s rarely context related It overlooks what the leader has developed There are too many items Bosses use it to avoid talking directly to their staff Fearful staff rely on it to alert leaders to development areas Result are filed and therefore not truly confidential The results translator frequently has little or no relationship with the recipient Managers’ reliance on formal systems to implement feedback missed the point. There is no one-size-fits-all solution to developing leaders. Contexts vary, and leaders’ development goals are highly personalized. The choice of person delivering feedback dramatically affects the leader’s willingness to accept feedback and act on it. Discover how you impact others

How easily do you get overwhelmed by spikes in your workload?

October 5, 2017 /0 Comments/in Balanced Lifestyle, Leadership, Poll /by Mike Figliuolo

Our reader poll today asks: How easily do you get overwhelmed by spikes in your workload? – Not at all. I can handle anything that comes at me: 48% – Somewhat. A big spike can overwhelm me: 49% – Very. It doesn’t take much to make me feel overwhelmed: 3% Bring it on (mostly)! Workload spikes happen all the time. Whether it’s a crisis, new project, sick colleague, or just a busy day, getting overwhelmed can happen in the blink of an eye. Your ability to manage the spike comes down to perspective, prioritization, and focus. Perspective matters because it helps you mitigate stress. Stress hampers performance and you need to be at your peak during a workload spike. Figure out techniques for maintaining perspective in crises. Remember what’s important. Be ruthless in your prioritization and execute one task at a time. Multitasking creates friction and you lose efficiency. Focus on a task, get it done, and move on to the next. You’ll find spikes are easier to handle when you follow these simple principles. Do you agree with these poll results? Let us know in the comments below! – Mike Figliuolo at thoughtLEADERS, LLC Did you enjoy this post? If so, I highly encourage you to take about 30 seconds to become a regular subscriber to this blog. It’s free, fun, practical, and only a few emails a week (I promise!). SIGN UP HERE to get the thoughtLEADERS blog conveniently delivered right to your inbox!

Treat Your People Like Individuals to Get Better Engagement

October 4, 2017 /0 Comments/in Books, Communications, Leadership /by Mike Figliuolo

The following is an excerpt from One Piece of Paper: The Simple Approach to Powerful, Personal Leadership (CLICK HERE to get your copy). This post focuses on the importance of knowing and treating the members of your team as individuals. The better you understand your people, the better you will relate to them. First you must treat them like individuals. No one wants to be a nameless cog in a big machine. All too often we inadvertently make people feel that way. You disagree, you say? Have you ever heard or said things like the following? “She’s my analyst.” “Talk to my project manager.” “My VP thinks we should do this.” Where are the faces that go with those statements? How different would the culture of our organizations be if “she,” “project manager,” and “VP” were replaced with “Terri,” “Jack,” or “Kim?” People lose their identities when we refer to them by title alone. They begin to feel interchangeable, one-dimensional, and replaceable. If you do not agree with this assessment, go home and refer to your spouse as “husband” or “wife” or your significant other as “fiancée,” “boyfriend,” or “girlfriend.” That would not go over too well, would it? Referring to someone by position or title alone dehumanizes them. Harkening back to the “manage things, lead people” mantra, I would like to call your attention to the word “people” – not “positions.” Leading people requires you to treat and understand them as the unique beings they are. The personal foundation of the relationship between leader and led creates the common ground of trust and respect necessary for a good leadership environment. Leadership without personal understanding is superficial, impersonal, and ineffective.

Stop Worrying about People Leaving and Start Greening Your Own Grass

October 2, 2017 /3 Comments/in Books, Career, Guest Blogger, Leadership, Training /by Mike Figliuolo

Instead of worrying about your people leaving and having problems with your Millennial population, invest in their development in a personalized and meaningful way. Today’s post is by Lee Caraher, CEO and Author of The Boomerang Principle (CLICK HERE to get your copy). Today, the managers’ lamentations of “Millennials aren’t loyal!” and “why should I put any time into training these people when they’re going to leave soon and I’ll have to start all over again?” are loud and frequent. Job hopping, disloyal Millennials seem to be at the center of all complaints in talent discussions no matter what region or industry. The conversation is misplaced. In general, Millennials have learned by watching their parents and the news that no company will automatically “take care” of any one employee over the long haul. Moving from place to place and position to position is a well-informed career strategy for this generation. The day we hire someone, we know they are going to leave; what we really don’t want is someone to leave before we want them to. Stop worrying about good people leaving “early” and start worrying about mediocre performers staying. Focus on ensuring that the “lowest” performers have the training, mentorship, and feedback loop they need to improve and thrive. The byproduct of this approach will be that the higher-performers will stay longer in this type of green-your-own-grass environment. Green Your Own Pasture Mentoring The number one request by Millennials in the workplace is help finding a mentor – over 73% rank “getting a mentor” as “extremely important.” This isn’t that surprising when we factor in the close relationship so many Millennials have with their parents through and after college. They are used to, and seek, beneficial relationships with older people from whom they can get input. By matching up […]

What’s your current view of your boss?

September 28, 2017 /0 Comments/in Leadership, Poll /by Mike Figliuolo

Our reader poll today asks: What’s your current view of your boss? – They’re amazing! Best boss ever!: 18% – They’re good. We work well together: 44% – They’re OK. Nothing special: 19% – They’re poor. I need a new boss: 13% – Worst boss ever! Get me out of here: 6% Lots of good bosses. Most of you seem pretty pleased with the person you work for (62%). That said, there are plenty of mediocre or poor bosses out there. Ask yourself some tough questions given these results. Where would your people put you on this scale as their boss? Have you provided your boss with feedback as to what they can do better? If they’re not aware of what’s not working well, they can’t change it. For those of you who are in that bottom 19%, what are you doing about your situation? Are you looking for a new role? Building your skills to create more opportunities for yourself? If your situation isn’t changing, consider changing your situation. Do you agree with these poll results? Let us know in the comments below! – Mike Figliuolo at thoughtLEADERS, LLC Did you enjoy this post? If so, I highly encourage you to take about 30 seconds to become a regular subscriber to this blog. It’s free, fun, practical, and only a few emails a week (I promise!). SIGN UP HERE to get the thoughtLEADERS blog conveniently delivered right to your inbox!

How to Stop Your Boss from Sabotaging Your Career

September 27, 2017 /0 Comments/in Business Toolkit, Career, Communications /by Mike Figliuolo

Have you ever been in line for a promotion or a transfer to a cool new role only to find out your boss was squashing your efforts to make that leap? Here are some tips on how to deal with them sabotaging your career. Many of us have been there – you hear about a cool new role somewhere else in the company. You think “I’m a perfect fit for that!” You speak with the hiring manager and get even more excited about the role. Since you’re a good person, you decide to tell your boss you’re interested in the new role instead of pursuing it behind their back. They agree – you’d be a perfect fit for the job and it would be a great stepping stone for your career. You ask your boss for their support in the form of serving as a reference for you. They say they’re happy to speak on your behalf and tell everyone how awesome you are in an effort to help you get the role. You go for your interview and do a fantastic job. You think “this thing is a lock! I’ve totally got this.” Then it happens. The hiring manager reaches out to you after the interview and tells you they’ve decided to go with another candidate. You’re pretty surprised by the news because you know the other candidates and you’re a much better fit for the role. What happened? Upon further investigation and conversation with the hiring manager, they tell you candidly that your boss’ recommendation wasn’t very strong. You’re shocked by the news. Let me tell you what happened, why it makes sense, and what you can do to prevent it from happening in the first place. Your boss doesn’t care about your career There are plenty of […]

Coach Your Workplace to Success

September 25, 2017 /0 Comments/in Books, Guest Blogger, Leadership /by Mike Figliuolo

There are many benefits of coaching within the workplace, including increased worker self-awareness and engagement and a greater propensity to solve problems. Today’s post is by Naphtali Hoff, PsyD, author of Becoming the New Boss (CLICK HERE to get your copy). One of the biggest challenges for leaders is to create and maintain the proper conditions for worker engagement and productivity. We know that if we are to maintain high levels of workplace output and morale we need to ensure that our employees feel valued and challenged. We also recognize that if we want to be able to respond to, if not stay in front of, marketplace change, we need to develop workers who are comfortable thinking independently and contributing to the collective brain trust. Too many leaders and managers, however, fail to achieve this because they do not understand how to motivate today’s workers or how to empower them to think and act independently and more positively. In generations past, people would be told what they needed to do from their earliest years. Parents would instruct children on how to behave at home and teachers would demand student compliance in school. Failure to obey would result in corporal punishment or other heavy handed responses. In the workplace, employees would be given orders and were required to dutifully implement them if they wanted to hold their positions for any meaningful duration. But times have changed. As younger workers make their way into the workplace, they expect to play by a different set of rules. They want to be given the freedom to experiment, a voice with which to weigh in at staff meetings and the ability to pursue what they view as meaningful, engaging work. Anything less they view as limiting, which spells dissatisfaction and, for the most part, underperformance […]

How often are you held back by self-limiting beliefs?

September 21, 2017 /0 Comments/in Career, Leadership, Poll, Training /by Mike Figliuolo

Our reader poll today asks: How often are you held back by self-limiting beliefs? – Never — I believe I can do anything: 10% – Sometimes — A few of my beliefs hold me back: 61% – Often — Self-limiting beliefs get in my way frequently: 23% – Always — I’m the biggest barrier to my own success: 5% Set yourself free. Self-limiting beliefs rob you of opportunities and keep your organization from being as great as it could. When you run into these situations, consider the source of the belief, the likelihood of bad things happening if you take the action you’re afraid of, and the upside of overcoming that fear. Ask yourself if the source of your fear is realistic or rational. Once you get to the root of that fear, it’s much easier to overcome. After you confront the fear and take action, you can build momentum when you see your fears haven’t played out like you thought. It’s this constant positive reinforcement that will help you overcome your self-imposed limits. Do you agree with these poll results? Let us know in the comments below! – Mike Figliuolo at thoughtLEADERS, LLC Did you enjoy this post? If so, I highly encourage you to take about 30 seconds to become a regular subscriber to this blog. It’s free, fun, practical, and only a few emails a week (I promise!). SIGN UP HERE to get the thoughtLEADERS blog conveniently delivered right to your inbox!

Hey Entrepreneurs – No One Cares about Your Technology

September 20, 2017 /0 Comments/in Entrepreneur, Innovation, Leadership, Sales, Strategy /by Mike Figliuolo

Building the technology that is the foundation of your business is the easy part of being an entrepreneur. If you want to build a great business, you need to focus on execution and operations. Without them, you’ve go nothing. I recently spoke at a local entrepreneur event WakeUp StartUp and I was asked what matters most for entrepreneurs. My answer surprised a few people. Most folks think it’s all about having the coolest new technology. They’re wrong. Tech is easy. Execution is what matters. There. I said it. Why is it that so many entrepreneurs believe the tech is the be-all, end-all? Where did the notion come from that if you have nothing more than a killer application, website, algorithm, or any other combo of 01001010101110110 that you can build a multibillion dollar company? (I probably just dropped an f-bomb with that combo of digits). Wrong. It’s about executing, people (note the comma in this sentence is *very* important). Sure, you need good tech. It must solve a problem. But once it’s built, you have to execute. That’s a whole different skill set than writing code and drawing wiring diagrams. Think about how many awesome technologies went the way of the dodo because the company simply failed to execute. Lots of them. So how can you get better at execution? Here are a few thoughts: