Entries by Ryan Shaw

Crises Need Leaders, Not Superheroes

November 30, 2020 /0 Comments/in , , , /by

Navigating crisis is not for the faint of heart, but what it takes to see your team through crisis is true, authentic leadership. Today’s post is by Joseph Michelli, author of Stronger Through Adversity (CLICK HERE to get your copy). Crises are humbling. They unmask imposters and reveal dormant strengths. During COVID-19, many leaders navigated unrelenting and unchartered territory from their bedrooms, not their boardrooms. Some found themselves uttering previously unspoken words like “I don’t know,” “unprecedented,” “new normal,” or “pivot.” I was fortunate to have a front-row seat on leadership behavior during the pandemic while serving on crisis task forces for my clients (C-suite leadership teams at globally recognized brands). Aided by videoconferencing technology, I observed vastly different leadership responses to the pandemic. As I worked with diverse teams, I asked senior leaders to share insights on strategies, successes, mistakes, and lessons learned during the pandemic. In the months that followed, I spoke with more than 140 remarkable leaders (clients and their colleagues) who navigated chaos, lockdowns, re-openings, and more. These leaders stewarded for-profit, nonprofit, and public safety organizations. They included CEOs and Presidents of companies like Target, Verizon, Kohl’s, Microsoft, Mercedes-Benz, Marriott, Farmers Insurance, Dairy Queen, Zappos, United Way, and the Salvation Army.

How willing is your organization to walk away from low-margin business?

November 26, 2020 /0 Comments/in , , , , /by

Our reader poll today asks: How willing is your organization to walk away from low-margin business? Very — we do it all the time: 29.06% Somewhat — it has to be really low margin before we consider walking: 41.89% Rarely — we only walk away in extreme situations: 21.13% Never — if they’re buying, we’re selling! 7.92% Is the work worth it? There’s no shortage of “opportunities” to do work at low margins. Unfortunately all too many of you take on work that’s likely not worth it. Even if something is marginal in terms of value, you’re likely losing money on it. The hidden costs of administration, contracting, selling and servicing are rarely factored into the value you’re delivering and how much you’re getting paid for it. Add to that the opportunity cost of not being able to pursue higher-margin work, and you’re definitely in a negative situation. Sure, there are times to take on low-margin work, like a pilot or trying to land a new customer, but those should be strategic exceptions. If you’re finding a lot of low-margin work on your plate, take the time to do the analysis of the true cost of delivering that work and add to that the opportunity cost of lost higher-margin work. That might help you make a compelling case for walking away from that low-margin project (or at least help you to price it more appropriately). 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 […]

Saying Thank You to Your Employees

November 23, 2020 /0 Comments/in , , , /by

Dr. Cindy McGovern offers five meaningful ways employers can say “thank you” to their staffs during the holidays and throughout the year. Today’s post is by Dr. Cindy McGovern, author of Every Job is a Sales Job (CLICK HERE to get your copy). A holiday party for employees is a nice touch as the year winds down, and nobody ever turned down a big bonus as a reward for doing a good job month after month. But the best way a business leader can say “thank you” to valuable employees might not have anything to do with parties, money, or gifts. The most meaningful way to show a hard-working, loyal staff that you truly value and appreciate them is to listen to them and respond when they have ideas, complaints, and personal struggles. Here are five ways to show your gratitude to employees this season and all year round. Solicit their ideas When former PepsiCo CEO Roger Enrico sent a video to the corporation’s thousands of employees saying they should “take ownership of the company,” janitor Richard Montanez took it seriously. He pitched Enrico an idea for a new product that he created by dusting the company’s popular Cheetos with chili powder instead of cheese powder. The result: Flamin’ Hot Cheetos are among the company’s top sellers, and Montanez, who never went to college, is a marketing executive worth millions. Montanez didn’t set out to create a goldmine snack. In fact, he was just trying to salvage a pile of Cheetos rejects that had come through a malfunctioning machine without any cheese dust so his family could eat them. But Enrico gave Montanez the same attention and respect he gave to the corporation’s product development team. Now, Montanez is one of the company’s most-enthusiastic ambassadors.

How willing are you to ask for help when you need it?

November 19, 2020 /1 Comment/in , , , /by

Our reader poll today asks: How willing are you to ask for help when you need it? Extremely: I ask for help all the time without hesitation: 15.21% Very: I’ll ask for help when the need gets pressing: 35.71% Somewhat: I have a hard time with it unless the situation is extreme: 35.87% Not very: It’s pretty rare that I ask no matter how much I need it: 10.74% Not at all: I always go it alone even though I know I should ask: 2.47% Ask for help when needed. You’re not alone. While 50% of you seem to freely ask for help as needed, the other half of you struggle with doing so. Ask yourself why. Is it a pride thing? Or is it that you don’t want to inconvenience others? Maybe you believe it’s a display of weakness? Whatever the reason, get to the root of it and ask if that perception is true as well as if it’s outweighed by the benefits of asking for help. If you’re overwhelmed, stressed out, and not getting your work done or delivering on commitments, perhaps it’s time to swallow your pride or get over your hang-ups. You’d be surprised by how many people are more than willing to help a friend or colleague. Think about how you handle such requests. Give people the benefit of the doubt and create the opportunity for them to be helpful. You’ll likely be pleasantly surprised with the result. 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 […]

Veterans: Please Don’t Leave Your Military Values Behind

November 11, 2020 /2 Comments/in , , , , /by

The military focuses on a unique set of standards and values. Transitioning military personnel advice are advised to focus on values for a successful military-to-civilian transition and career, and personal success in the civilian sector. Today’s post is by Lida Citroën, author of Success after Service (CLICK HERE to get your copy). In the 10 years I’ve been working with transitioning military service members and veterans, I’ve learned a great deal about the differing cultures between the civilian sector (where I come from) and The United States Armed Forces. The differences make for wonderful conversation and opportunities to learn and grow. Most civilians grow up in households, communities, regions and areas where, as young adults, we’re encouraged to think independently, to serve ourselves (first) and others (also), while also getting educated, culturally socialized, and politically savvy. Contrast the civilian environment – where most of the 98% of Americans who’ve not served in the uniform of our country grow up – with the military culture (1-2% of the U.S. population). I’ve been fortunate to have coached, mentored, helped, and collaborated with thousands of veterans, and they tell me that the military culture features standards, processes, clear expectations, and rules. Lots of rules.

How Learning Dance Makes You a Better Leader

November 9, 2020 /0 Comments/in , , , , /by

How dance makes you a better leader with interviews with CEOs and leaders of industry. Today’s post is by Megan Taylor Morrison, author of Dance Adventures(CLICK HERE to get your copy). Boardrooms and bachata? Lindy hop and LinkedIn? Merengue and meetings? Business and dance seem like uncomfortable bedfellows, but dancing can inform leadership, making your interactions with clients, employees or business partners more effective and fulfilling. I’ve experienced this crossover firsthand. I’m a business and leadership coach and former professional dancer who has used the wisdom I’ve gained from overcoming challenges on stage -from breaking a heel while dancing in front of hundreds of people to having to perform outdoors in the pouring rain – to support my professional growth. I’ve also brought these ideas to my private and corporate clients. Whether I’m introducing the idea that leaders also need to know how to follow during a corporate retreat, or watching a type-A CEO’s journey learning to release control in her first tango classes, I’ve seen methodologies from dance have a significant impact on people’s leadership. In my book, Dance Adventures, authors from around the world share incredible stories about how dancing abroad catalyzed their personal and professional growth. Here are a few of the lessons that authors and leaders from around the globe took away.

How well do you practice self-care during stressful times?

November 5, 2020 /0 Comments/in , , , /by

Our reader poll today asks: How well do you practice self-care during stressful times? Extremely: It’s a top focus, especially during stress. 8.01% Very: I give it a lot of attention during stress. 23.15% Somewhat: I could definitely do a better job of it. 45.42% Not very: I only practice it occasionally during stress. 17.42% Not at all: I never practice self-care during stress. 6% The most important kind of care. If you don’t care for yourself, it’s extremely hard to effectively care for others. Almost 70% of you report you need to do a better job of it. What’s stopping you? Get some rest. Eat well. Exercise. Put these things on your calendar. In stressful and change-filled times, everyone gets a little crazy — it’s up to you to step outside of that race, catch your breath, and make sure you’re okay. Pick a regular practice and build it into your routine for a month. In doing so, you’ll be well on your way toward building a habit of self-care. The longer you do it, the harder that good habit is to break. 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!

5 Key Methods for Motivating Your Workforce

November 2, 2020 /0 Comments/in , , /by

There are variety of responsibilities that fall under a leaders purview but none perhaps more important than motivating the employees they work with. Today’s post is by Mark Williams. One of a leader’s most important responsibilities is to motivate and inspire employees — both to aspire to fulfill their true potential and to stretch themselves in the service of organizational goals. While a leader makes critical decisions every day that impact the bottom line, creating a culture where employees feel motivated and engaged is an equally weighty responsibility that is sometimes overlooked. Motivating others is a tall task made shorter by focusing on five key methods — recognition, respect, motivation, professional development and empowerment. Recognition I like to say that rewards and recognition are like religion — if you only practice your beliefs once or twice a year, they won’t influence your behavior. If you have regular and consistent ways of recognizing employees for a job well done, you will be much more effective at encouraging the behavior you need to achieve your organizational goals. Not all rewards have to be monetary, either. There are plenty of very motivational ways to incent workers without tying recognition to compensation. I’ve done everything from spa days and birthday lunches to giving an employee a five-pound bag of gummy bears because I knew that’s what speaks most loudly of my appreciation for her work toward reducing expenses at our organization.

How well does your organization stand behind its product or service?

October 29, 2020 /0 Comments/in , , , /by

Our reader poll today asks: How well does your organization stand behind its product or service? Extremely well: We ensure 100% customer satisfaction. 47% Very well: We stand behind our work the vast majority of the time. 35% Well: We generally stand by our work but occasionally miss. 11% Not well: We regularly miss customer expectations and standards. 6% Not at all: We don’t back up anything we do. 2% Backing your product matters. 82% of you make pretty strong commitments to backing your product or service. For the 18% of you not in that group, recognize it may not affect that customer sale or relationship today, but it’s costing you dearly tomorrow. It’s far too easy these days to build a bad reputation for your business, given online reviews and the speed of information sharing. Many times, the commitment you need to make isn’t big relative to the cost of lost opportunities. The next time a customer or client has an issue with your product or service, try resolving it on the first interaction. Go above and beyond what they might expect. You will see the immediate benefit of a happy customer and, more importantly, you’ll see future sales come through due to your enhanced reputation and referrals to your business. Don’t all into the trap of winning an argument today that will cost you dearly tomorrow. 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 much of a difference do you see between the roles of being a manager and being a director?

October 22, 2020 /2 Comments/in , , , , /by

Our reader poll today asks: How much of a difference do you see between the roles of being a manager and being a director? There’s a world of difference. They’re completely separate types of roles. 48.84% There’s some difference between them, but not a lot. 36.45% Pretty much no difference — a director is a glorified manager. 14.71% The role is what you make it. If you’re not seeing a big difference between managers and directors, someone is falling short of making that director role everything it could be. Moving to director is where you make the shift to getting things done through others. The other big shift is moving from having the right answers to asking the right questions. Directors need to see beyond the horizon and ask about the things no one (including themselves) is thinking about yet. Pushing the thinking beyond today’s pressing needs is how new opportunities and threats are identified. 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!

Is Your Organization Building Innovation Into Its DNA?

October 14, 2020 /0 Comments/in , , , /by

Want to continue to be at the forefront of your industry, trying to get to the forefront, building innovation into the company structure is a must-have. Today’s post is by thoughtLEADERS principal Maureen Metcalf. Change is accelerating on all fronts across all industries. Each organization will be faced with different types of change and at different rates. The commonality is that everyone is facing opportunities and strains because of the current business ecosystem. Companies are regularly facing a broad range of risks, such as cybersecurity attacks, where the question has changed from “Will we be hacked?” to “When will we be hacked?” On the positive side, robotic processes automation, machine learning/artificial intelligence and a wide range of applications are making the tight labor market more productive. With rapid change as the backdrop for the foreseeable future, it has now become imperative for leaders to build innovation into their personal leadership “operating system” as well as into the DNA of their organizations. Innovation is imperative for long-term survival and success. While many people associate innovation with special people who come up with creative ideas, it is more accurately nurtured by building a company that embraces innovation as part of its core DNA. The real question is what does that look like, and how do you make it happen?

Tips for Hiring Customer Service Staff in Anxious Times

October 12, 2020 /0 Comments/in , , , , /by

4 Make-Or-Break Customer Service Skills and How to Find Them Today’s post is by Ken Crowell The pandemic and economic and political turmoil has Americans stressed out, making customer service skills more important than ever for businesses to be able to thrive and grow. Even before the latest economic disruption, poor customer service was blamed for costing American businesses billions each year. Meanwhile, ample evidence indicates that companies with friendly and attentive employees keep customers and attract new ones. Customer service personnel are the first point of contact customers have with your company and can make or break your business. A service orientation also helps employees work together and independently to fulfill company goals, and helps create a culture of teamwork and collaboration. We’ve compiled a list of what we consider to be the top skills to look for when hiring, as well as some questions that can help identify the candidates who possess these qualities. Look for candidates who demonstrate:

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