Daily Leadership Tips: Recent Episodes
Bob Thibodeau
Going along with my prior discussion "Increase by Association" and the point I made about being a teacher as well as a student, I want to give you an idea that has worked for me in the past ( others as well).
Take a protégé, intern or just one of the office staff with you when you have errands to run or some mundane appointment, like a doctor appointment, getting your drivers license renewed, etc.
If you give them unfettered access for that sixty to ninety minutes or more, you may learn a thing or two yourself! How?
By answering their questions...
Getting insight into how they view the organization...
Seeing how things are running from a perspective other than your own or those who work directly under you in the office environment...
If you rotate these "ride alongs"(not taking the same person all of the time), you will build loyalty and possibly gain some insight in how to manage your business even better!
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For more information, please visit my website at www.bobthibodeau.com
Increase By Association - What Is That?
If you are just starting your business, you definitely do not need to stop learning! If anything, you should be working hard to learn even more than you know now! Even things that make you feel uncomfortable in your business.
You need to be part of group collaborative meetings with others in your business. But do not just try to meet with your peers at the same level as you are at. If you want to grow, you need to hang around with those who are at level you want to be at.
If you hang out with those at the same level as you are, that is where you will stay. If you hang around with those one or two levels above where you are at, you will begin to pick up tips that will elevate your game and your business.
I call it, “Increase by Association.”
By doing this, you may not only be taking from their knowledge. At some point in time, one of them may discuss an issue they are having, and they are not sure of what to do. It may be something that you address on a regular basis. You would be in a position to give them a perspective that most in the group do not have or have forgotten about.
Successful leaders take the time to mentor their colleagues and make the investment to sponsor those who have proven they are able and eager to advance. They will welcome you into the group, if you show you are sincere in being there as a contributor and not just a taker.
Continue to teach your subordinates while continuing to learn from your mentors!
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Surround yourself with people who are smarter than you
You don’t know it all. So don’t pretend that you do. Surround yourself with people who know more about everything that needs to happen, than you do! There is nothing wrong with knowing the processes and maybe even the actual details of doing the job. But there comes a time when what you know is outdated.
Someone once asked Henry Ford some technical aspects of the automobile. He responded he did not know the answer. When quizzed on why he did not know the answer to a question about the production of the automobile, he response was, “I don’t have to know the answers. I have a row of buttons on my phone. If I need to know something, I push one of those buttons and the person on the other end, who is the expert in that area, will tell me the information I need to know about.”
Even if you are a solopreneur, you have people you rely on for services you need in your business. Office supplies, copier support, FedEx or UPS, etc. So you are not alone in these areas. Correct?
Be like Henry Ford. Surround yourself with people who know more than you in the various areas of your business.
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For more information, please visit my website at www.bobthibodeau.com
Players, Managers and Leaders pt 4
We have been talking about the different roles in a business or corporate environment that are filled by various people. Specifically, the roles of the team players – those who are tasked with doing the work to accomplish the mission.
Last time, we talked about the manager. This is the middle of the management team. The manager is responsible for accomplishing the unit mission but also in managing the team players. Taking care of their needs. Motivating them to push through until mission completion.
I discussed some of the pitfalls of management. Mainly, getting too close to those you supervise. This can backfire in so many ways. Imagine if you had to fire your best friend. Because that person took advantage of their relationship with you and failed to do something you assigned them to do. How hard would that be?
That is why you do not allow yourself to get too close to those you supervise.
Today, I want to talk about the next level on the leadership scale and that is the role of the “Leader.” In some cases, it may the same person as the manager, especially in a small business.
The “Leader” is not only responsible for the overall accomplishment of mission objectives, but also the planning of long term business goals and events.
The manager may “think” about long term missions, but the leader actually does the planning. The leader will offer guidance to the manager about how to keep short and medium goals on target. But the actual day to day management of the team in that area is left to the manager.
The leader is making contacts and contracts. The leader is the one who sets the VISION of future for the organization.
Remember, the work is up to the players. The manager is the motivator. The Leader is the planner.
A brief synopsis of my military career as an example...
The reason I share that, is to demonstrate the different roles and how they need to focus.
That is the difference between “players, managers and leaders.”
I hope this has opened your eyes to how all of these roles are vital to the accomplishment of the unit mission. Each person in the organization has a vital role to play. Nobody is insignificant. However, it is important to remember, the higher up the food chain you go, the less you think about the current time period and the more you look into the future.
If you have any questions, please reach out and let me know.
Please subscribe to this podcast so you can be notified of when a new episode is published.
Until we talk again, this is Bob Thibodeau reminding you to “Charge On!”
Players, Managers and Leaders pt 3
We have been talking about the roles different people play on the same team. Those roles may be delegated roles. That means titles assigned by virtue of authority. For example, “coach” or “manager,” or “captain” of the team.
Then there are the roles that are earned through respect and demonstrated leadership ability, even though the official “title” is not delegated from above. Players on the team have those peers that are looked up to. That are emulated and admired for their ability, their knowledge and their wisdom. That is what we talked about last time.
Today, I want to move into the official titles. We will talk about managers today. Although I am using a baseball or sports analogy, this can be used in businesses as well. You can see this being played out in offices, shops, stores, repair shops, etc. on a daily basis.
A manager is in charge of two areas: people and mission.
On the personnel side, they are responsible for taking care of the people working for them.
There is the also the job of “accomplishing the mission of the organization.” That is the objective the upper echelon leaders will be evaluating.
If a manager is liked by subordinates and peers, but continually fails to accomplish the organizational mission, they will eventually be replaced. The mission is everything.
While motivating and training the subordinates in completing all of the assigned tasks on time and in a proper manner, the manager must also be cognizant of what is going to happen in the near future.
One thing managers need to be aware of is not getting too personal with the subordinates.
The manager must, at all times, be cognizant of the the role they play in the leadership structure. Managers that get into trouble in this area are usually the ones who try to best friends with everyone.
Do not do that.
The hardest part of being promoted from within is breaking off the friendly relationships with those who “you left behind.” It is harder than you think.
If you are promoted from within, begin the process of extracting yourself from those close, too friendly, relationships.
You need to be the manager, not their friend.
You need to be the manager, not their confidant.
You need to be the manager, not the enemy of your superiors.
Remember, manage the people and accomplish the mission. That is the role of the manager.
Next time, I will talk about the role of the “Leader.” This is different than that of the manager (though the can sometimes by the same person – just different thought patterns.).
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Players, Managers and Leaders pt 2
Yesterday, I introduced the topic of different roles people play on a team. They can be classified as “players, managers and leaders.”
Today, I discuss the role of a player.
The player is responsible for performing whatever needs to be accomplished THAT DAY. They do not, typically, have a role in managing the team. They may use an “informal” chain of command and be able to exert some “peer influence” on others. That is how they begin the process of transitioning into management and leadership.
But that informal type of influence is usually not given, it is earned. It is based on the respect they have gained over the course of time.
My tip for you today, do the absolute BEST that you can do in your job. Do it day in and day out. Never slack off. The time you decide NOT to perform to your best, is when it will be observed by those around you.
Have you ever seen a major league ball player take a full cut at a pitch, only to have it dribble out in front of the plate? Everyone in the ball park and on TV know it is an easy out. But that player runs as fast and as hard as he can to 1stbase.
Most of the time, he is already out “by a mile.” But, the one time a fielder bobbles the ball or makes a bad throw, because he hustled EVERY TIME in that situation, he finds out he is safe or possibly even in a position to make it to second base! He is a hero for hustling! Even when he knew that, statistically, it was not going to work out.
Be like that ball player. Hustle in all that you do. The one time you do it and somebody important is watching (maybe the owner of the company just happens to be walking by), you now have made a name for yourself.
Tomorrow, I will take on the role of the manager and how that relates to team success.
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Players, Managers and Leaders Part One
Using a baseball team analogy, I share how the different roles all have a hand in the ultimate success (or failure) of the team.
I also share how some players are leaders. How some leaders are players and how all three levels may be found in the same person!
This is especially true if you are solo entrepreneur who has to manage all three tasks!
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Common Characteristics of a Good Coach pt 4
This week I have been sharing with you some common characteristics of good coaches. These are tips you should use to evaluate your coach (in whatever area you are being coached in) or to evaluate yourself and become better if you are already a coach.
Quality #9: Always be positive and upbeat.
Quality #10: NEVER GIVE ADVICE! I covered this a little bit in “Quality #2,” but it bears repeating in its own Quality Category! Never tell a client what to do. You job is to help the “discover” what to do.
Quality #11: Do not be Judgmental.
Quality #12: Share Other ResourcesIn the next episode, I will give a recap of the entire training in one episode on the "Friday Wrap Up."
For a more detailed explanation, please read the entire post on my website at:
http://rthibodeau.com/?p=1064
Yesterday, I covered the first four out of twelve common characteristics. They were: A Desire to Help Other People: Become Invested in Your Client's Success; Push Them to Become Better and Do Not Become Emotionally Involved in Your Client's Problems!
Today, I will continue with the next four of these common characteristics.
Quality #5: Help your clients to discover who they truly are.
Quality #6: You MUST have good people skills!
Quality #7: Be a role model for your clients.
Quality #8: You need to have compassion.In the next episode, I will cover the remaining four "Common Characteristics of a Good Coach."
For a more detailed explanation of today's topic, read the entire post on my website at:
http://rthibodeau.com/?p=1062
Common Characteristics of a Good Coach pt 2
Yesterday, I gave you the overview of this topic. Today, we dive right in!
I will go over the first four of twelve "Common Characteristics" or "Qualities" of Good Coaches. If you are thinking of hiring a coach, you can use this list to analyze, compare and contrast between different coaches. It will help you to pick the best coach for YOU.
If you are currently a coach, take this list and analyze your own business. Find your weak areas and make improvements. This will make you a better coach and will help you to provide better services.
Quality #1: A desire to help other people.You have to enjoy helping others!
Quality #2: Become invested in your client’s success.They have hired you for a reason!
Quality #3: Push them to become better.You are not being hired to “be their friend.”
Quality #4: Do not become emotionally involved in your client’s problems!For a more detailed explanation of this topic for today, please read the entire post on my website at: http://rthibodeau.com/?p=1059
What Are Some Common Characteristics of a Good Life Coach?
First - “Follow the money.”
You hear that all of the time. It could be reference to some alleged crime that the police are investigating. Or, it could be career advice you are receiving from someone. In this case, the advice you are being given is to have you focus on how much money you can make.
But is money the most important thing in choosing a career?
Money should be “a consideration.” But NOT the most important thing!
For example, let’s look at two very good friends who both decide they want to be “Life Coaches.” This is very popular, up and coming career choice for people to make today. There is a lot of upside potential in this field. But is it “right for you?”
Both friends attend the same training and launch their business at the same time.
But person #1 has so many clients and potential clients, there is a waiting list of people wanting to work with this coach.
Person #2 can barely find anyone that wants to help at all.
Why is that?
Well, it is probably the personality of the first person when it comes to relating with other people. The motivation behind the business to begin with. The ability to listen. The ability to communicate effectively. The ability to show exhibit compassion and understanding.
Although both people “care,” person #1 is demonstrating it while person #2 is going through the motions. And yes, the clients can tell.
So, what are some of the common characteristics that many Life Coaches exhibit?
That is what I will be discussing over the next couple of episodes!
For more information on today's topic, check out the entire post on my website at this link:
http://rthibodeau.com/?p=1057
Team Building! That term can bring a mix of reactions when you mention it.
But the importance of team building to your organizations success cannot be over emphasized. I discuss a couple of important reasons for Team Building in this short video.
You can watch the video of this episode here:
https://youtu.be/XxNVHKpJGYo
This week, I have been giving you some tips to become better at giving presentations or, it can be called, “public speaking.” This is an art form that is learned. Very few people are “born” public speakers. Even those who are naturally comfortable in a public setting can learn a thing or two to become better.
Monday, I emphasized on “Knowing your topic.”
On Tuesday, I discussed the need to “Know Your Audience.”
On Wednesday, I talked about a very effective technique that I have used (and taught others to use) in order to control our nerves – avoid making eye contact!
For Thursday, we talked about the need to PRACTICE!
For more information on this topic, read the entire post on my website here:
http://rthibodeau.com/2019/04/5-tips-to-better-presentations-pt-5-friday-wrap-up/
PRACTICE!
Even if it is only you and a mirror. Or you and a computer. Record yourself on audio (if you are making only an audio presentation). Record yourself on video if you are doing a video presentation or an in person presentation.
Rehearse the entire presentation. Rehearse using the Power Point slide deck. Rehearse turning the recorder on. Rehearse every single detail as if it were live.
For more information on this topic, read the entire post on my website here:
http://rthibodeau.com/2019/04/5-tips-to-better-presentations-pt-4-practice/
If you are nervous while speaking (especially in person), DO NOT MAKE EYE CONTACT!
Eye contact with those you do not know will only amplify the nervousness. So what should you do?
The main technique I have used to counter this nervousness but yet appear to make eye contact is to focus on a spot on the wall behind the people. As I glance over the crowd, I just look beyond them. If a large room, I’ll look towards an aisle way, etc. It appears to everyone there I am direct eye contact, but I haven’t looked one person in the eye!
For more information on this topic, read the entire post on my website at:
http://rthibodeau.com/2019/04/5-tips-to-better-presentations-pt-3-overcoming-nervousness/
Get to know your audience before the presentation.
Whenever possible, try to establish a rapport with them before the presentation begins. Actually talk with them! If in person, show up early. During the breaks, meet people and talk with them. Ask questions about what they do, why they are there and what they are hoping to receive from the event.
For more detail on this topic, please read the entire post on my website at:
http://rthibodeau.com/2019/04/5-tips-to-better-presentations-online-or-public-speaking-pt-2-know-your-audience/
You cannot speak or teach others something you are not knowledgeable about yourself. If you attempt to do so, it will not take somebody who is more of an expert than you to call your bluff.
For example, if I say I am an expert on everything dealing with Disney World, and I never mention Mickey Mouse at all – that would raise suspicion that I may not know as much as I’m trying to convince you of.
So, “Know your topic” before you even attempt to speak.
For more detail on this topic, please read the entire post on my website at:
http://rthibodeau.com/2019/03/5-tips-to-better-presentations-online-or-public-speaking-pt-1/
Friday Wrap-Up
As leaders, our number on job description is to be able to make accurate, timely and effective decision. That can range from small, routine decisions and an all important strategic decision. A great leader will be able to make these decision, communicate them to the team effectively and supervise the implementation of the decisions made.
Great leaders can balance their emotions against the reasons for the decisions. Great leaders will make the decisions despite the anxiety, stress and sometimes unfavorable reactions from peers, subordinates and others. If the decision needs to be made, they need to make it.
This week, I shared with you several different types of decisions that can, quite literally, “Make or Break You” as a leader!
On Monday,I discussed “How to Hire”people. As a leader, it is your job to be able to evaluate potential new hires, review the information they have provided you. Remember, they are biased in the information they providing.
http://rthibodeau.com/2019/03/decisions-that-can-make-or-break-you-as-a-leader-pt-1/
On Tuesday,I covered the flip side of that. We talked about “How to FIRE”people. I shared how this extremely difficult for some leaders because begin to see our team members as part of our “family.” We realize this action is going to impact others beside the employee we are letting go. But as leaders, must do what is good for the organization.
http://rthibodeau.com/2019/03/decisions-that-can-make-or-break-you-as-a-leader-pt-2/
On Wednesday,I talked about the importance of those small, routine decisions. I shared a couple of examples that demonstrated even small decisions can have a major impact on the business.
http://rthibodeau.com/2019/03/decisions-that-can-make-or-break-you-as-a-leader-pt-3/
On Thursday,I shared with you how the leader should be spending most of their time on researching and fact finding for those strategic, long term decisions. These are decisions that will be possibly implemented years down the road.
http://rthibodeau.com/2019/03/decisions-that-can-make-or-break-you-as-a-leader-pt-4/
Hiring, firing and decision making for the business or organization is what the leader does. It falls you the leader to make the right choice – every time. Failure to make the correct choice can have a devastating effect on the organization as a whole. This is the reason a leader should always do the due diligence and research in order to gather as much information as possible before making a decision. Whether that is “who to hire” or “who to let go” or what the long term ramifications are of plan about to implemented, it is the ultimate responsibility of the leader (you) to make the right decision. Truly, these are some of the “Decisions that will make (or break) you, as a leader!”
You can read the entire post for today on my website at:
http://rthibodeau.com/2019/03/decisions-that-can-make-or-break-you-as-a-leader-pt-5-friday-wrap-up/
Making Strategic Decisions
Yesterday, I covered the small, routine decisions that a leader makes. I shared how each decision may seem insignificant when taken by itself, but have major implications when viewed from the big perspective.
Today, I cover making the "Strategic Decisions." This is actually where the leader should be focused. In order to do this, as we covered yesterday, the leader should be able to delegate the routine decisions to others. This will allow the leader to focus on the strategic decision making.
The leader should be able to gather and evaluate ALL of the information that is available. Then, formulate at least 3 (but preferably 4) different plans for moving forward, using the information and research to guide them.
But the leader's job is not finished there. In addition to the 3-4 plans, the leader should also plan 3 different positive outcomes from implementing the plan and 3 different negative outcomes as well.
By doing your strategic planning in this manner, a leader will be able to confidently know how this decision will impact the organization in the long term. That is where the leader is supposed to be focused.
These types of strategic decisions will either "Make (or break) you as a leader!"
For a more detailed discussion of this topic, read the entire post on my website at:
http://rthibodeau.com/2019/03/decisions-that-can-make-or-break-you-as-a-leader-pt-4/
Routine Decision Making
On your "Daily Leadership Tip" for today, I am continuing our discussion of "Decisions That Will Make (or Break) You As A Leader."
Today, I will discuss the little, "routine" decisions a leader will make (or delegate to be made, thinking they do not matter).
As the leader, you are ultimately responsible for EVERYTHING in your area of supervision. Even the minutia. In today's video, I show you how even small, what seems to be, inconsequential decisions, can have a major impact on your bottom line.
Yes, you can delegate the authority to others to handle the decisions, but they should do so according to your guidelines concerning the task at hand.
So, the day-to-day, routine tasks, can either “Make you or break you”as a leader!
For more information on this topic, see the entire post on my website at: http://rthibodeau.com/2019/03/decisions-that-can-make-or-break-you-as-a-leader-pt-3/
The ability to FIRE the correct people.
On your "Daily Leadership Tip" for today, we continue our discussion of
"Decisions That Will Make (or Break) You As A Leader!"
Yesterday, we talked about decisions in "hiring someone." Today, I will share with you some thoughts on how to "fire someone."
Yes, this is a very important decision that, as leaders, we need to make from time time. This type of decision is even harder to make than the hiring decision.
The reasons are many, but basically are:
1. We consider our team members as part of our family.
2. We want to be liked by everyone.
3. We know this is going to negatively impact the person and their family.
So, how do develop the mindset to actually fire someone?
The same way we made the decision to hire them. Do not look at job performance, etc. (unless, of course, that IS the reason). Look at the character of the person. Usually, there is a "toxic" relationship with others in the group.
The methods of letting them go vary, and I may get into that later. But making the decision to do so, is definitely one that will either "make or break you" as a leader!
For a more detailed discussion of this topic, read the entire post on my website at:
http://rthibodeau.com/2019/03/decisions-that-can-make-or-break-you-as-a-leader-pt-2/
This week, I have been discussing “24 Positive Leadership Qualities” and also “12 Negative Leadership Qualities.” If you focus on improving the 24 positive qualities and reducing or eliminating the 12 negative qualities, you will become a successful leader a lot faster than just learning by chance!
Monday: I introduced the topic and we discussed the first 8 Positive Qualities of Successful Leaders.
Tuesday: I continued the discussion by explaining the next 8 Positive Qualities of Successful Leaders (#9-#16).
Wednesday: I concluded the discussion by sharing the final 8 Positive Qualities of Successful Leaders (#17-#24).
Thursday: I discussed the 12 Negative Qualities of Successful Leaders. I emphasized the importance of focusing on the improvement of the Positive Qualities while trying to decrease or eliminate the Negative Qualities in your leadership style.
I hope this week has helped you in identifying what qualities you have been demonstrating in your leadership style.
I have a FREE, “Blueprint for Successful Leaders Checklist”for you. No optin or email required! Just click this link and download it. This ebook / checklist covers ALL that we covered this week and is in a convenient format for your reference.
For a more detailed explanation of each episode this week, read the entire posts on my website at: http://rthibodeau.com/2019/03/blueprint-for-successful-leaders-pt-5-friday-wrap-up/
This week, I will be discussing some of the "Decisions that will make you or break you, as a leader!"
Today, I will discuss your, "Ability to hire the correct people."
This is a lot harder than it seems! Often, you will make this decision simply off of the information THEY give you. As a leader, it is your job to try and dig around a bit during the interview. Process their mannerisms, their confidence - basically, evaluate their character in addition to the skills and background.
Because if you do not do your part in this area, it WILL negatively effect your business in the near future!
For a more detailed explanation of this topic, please read the entire post on my website at: http://rthibodeau.com/2019/03/decisions-that-can-make-or-break-you-as-a-leader-pt-1/
12 Negative Leadership Qualities NOT Desired in Leaders
It’s one thing to focus on the positives (as we should). But as leaders, we should also be aware of certain things that will corrode our relationship and lose our hard earned respect from among those we lead. This list has been compiled to give you some areas to be aware of. Areas that you should work to minimize in your leadership style.
By avoiding, or at least minimizing, these things, you will move ahead quickly in earning the respect of your team.
- Harsh: Some leaders, especially new leaders, want to achieve goals and see results. They are driven. They feel this is what they are supposed to do. So they begin to push (and push hard). They want the deadlines met no matter the cost. After all, they are there to get results! Yes, it is very important to achieve the desired results and meet the deadlines, but if your team members avoid you like the plague, you may want to rethink how you are coming across.
- Short Tempered: Many leaders can easily mistake anger for projecting power and seeing the employee’s tremble in fear as a sign of respect. It may do wonders for your ego, but create a toxic work place for your team.
- Stern: A leader who is always being serious, never smiling, never interacting with others except in business mindset, will demoralize a team quickly. It’s important to remember you are dealing with people – individuals, each and every one of them.
- Controlling: Leaders who think they “know everything” actually may not know as much as they think. If you, as a leader, continually try to one up someone else’s opinion, soon, they will not share their opinions with you.
- Ruthless: Being ruthless (throwing a fit when things do not go your way) is not a sign of a great leader. It is a sign of a spoiled brat in a management position! If you are cutting down others in order for you to justify “looking bad” or you are undercutting others to try and further you career – YOU are not a leader! This is a major taboo in leadership!
- Vindictive: Leaders who never, ever want to be questioned – and then feel threatened when they are, may become vindictive in their retaliation. It is their attempt to “keep control,” usually by belittling or driving someone into quitting and leaving the group. They feel they are justified in this “for the good of the group.” In actuality, they are driving a deeper wedge into the team. The team members will feel they cannot ever ask a question for fear of losing their job. These types of leaders will ultimately fail – miserably.
- Manipulative: Bad leaders have become expert at scheming and pursuing their own agenda (be it promotions or just extra money or sometimes, just for their own amusement). It is a game to them. Unfortunately, these leaders do not understand the hurt feelings and resentment that is built up in the team.
- Tolerant of Mediocrity: These leaders care more about how people “think of them” than they do in achieving team goals and increasing performance. They do not want the team to dislike them. So they are always being “buddy-buddy” and accepting less then ultimate performance.
- Relishing the “suck-ups:” Some leaders get carried away with those that caress their ego more than getting the job done. They will continue in subpar performance and then “kiss up” to the boss to try and make the boss look good, in order to have that performance accepted.
- Being “Suck-Ups” themselves: We’ve seen them. People who are always sucking up to their boss. Bad leaders can (and will) do the same thing. They are trying to protect their jobs and trying to look good to their superiors just like the “suck-ups” do to them.
- Micromanaging: The micromanager is always looking over the shoulder of those they lead. They second guess every decision. Highly controlling, they demand every piece of information be passed before them f
We have been talking this week about the “Qualities of Successful Leadership.” So far, I have given you 16 of 24 positive leadership qualities taken from surveys of employees and team members. These are qualities that these people have said they appreciate in those that lead them. Today, I will go over the final 8 positive leadership qualities on the list of 24.
I hope that you are getting a lot out of this series. As a leader, you need to constantly be working on improving your own leadership abilities. You will never really, “arrive” at a level where you will never need to improve. Don’t believe me, ask your wife!
17: The ability to make decisions. Decision making is a critical skill for effective management and leadership.
18: Understanding your teams perspective. A very important skill you can develop is to look at the situation from different perspectives. Look at things from the customer perspective, you team's perspective, your competitors perspective and your peers perspective (in addition to your perspective).
19: Be Consistent in Your Expectations: This goes both ways. One, your expectations of them. That what they did yesterday, the day before and last month is still what is expected from them today, tomorrow and into the future (unless situations change – in which case, you need to make sure the new expectations are explained in advance). Two, their expectations of you! They expect you to treat everyone with respect and equally (i.e. No Favorites)!
20: Empower Others to Succeed: Great leaders are great at empowering others. I like to say it like this: “A leaders job is to empower others to achieve every mission as if it was the team’s ideas that made it successful.”
21: Adapt to change: Much of what happens to us, in business and in life, is truly not under our control. So, besides death and taxes, the next guarantee in life is CHANGE! So your ability to adapt to a changing environment will be put to the test in building your team’s ability to change as well. This change must not be dramatic. It must not be done “willy-nilly.” It must be anticipated. It must be planned for. You must do your research and get your team to buy into the change.
22: Be organized: One of the great attributes of an effective leader is organization. The ability to always know what is happening. To follow up on prior discussions or projects. Not allowing anything to “fall through the cracks” and be lost. If you do not have a solid organizational system in place – develop one!
23: Lead by Example: This is one of the top leadership traits from the military. A leader will never command his/her soldiers to do something they would not be willing to do themselves. Sometimes, their team may think, “I bet he/she would not do this.” – but they simply forget that the leader had “to do this” at some point in their career!
24: Show patience with those you lead: A great leader will be able to lead without making every single decision a “life or death” issue. If you have planned for, anticipated and trained for various scenarios, you are way ahead in the game. When something does happen, you already have an idea of what to do. You just issue the directives to the team. They have already rehearsed these scenarios as well. They know what you are doing and why.
These “24 Positive Leadership Qualities” will help you to focus on what matters in developing as a leader. These are the traits and qualities many employees and team members have identified as being important to them. I have added my commentary after each to give you an understanding of what each quality means.
Your "Daily Leadership Tips" for today - Yesterday, I covered the first 8 positive leadership qualities. I’m not going to go back and cover them all over again today. I will just refer you to go back and read or listen to them for yourself.
Today, I will take on the next 8 of our of the 24 positive leadership qualities.
- Knowledgeable
- Credibility
- Persuasive
- Charisma
- Team Builder
- Clarity of Purpose
- Problem Solver
- Positive Attitude
As you continue to work on and to develop and improve in these areas, they will become part of your personality. You will be able to function in these areas at a high level automatically. That is when you will be considered a successful leader, and you will not even have to strive for it!
For a more thorough discussion of these topics, please read the entire post on my website at http://rthibodeau.com/2019/03/blueprint-for-successful-leaders-pt-2/
On your "Daily Leadership Tips" for today, we are going to be talking about having a "Blueprint for Successful Leaders." In order to determine what "successful leadership is" - you need to know what qualities successful leaders possess. After reviewing several surveys, I've compiled a list that will help you to rate yourself and identify what qualities you already possess or are in need of improving.
Today, I will be going over the first 8 qualities:
1. Vision
2. Role model
3. Integrity
4. Enthusiasm
5. Passion
6. Show appreciation
7. Trust
8. Be a good listener
For more information on this topic, see the post on my website
http://rthibodeau.com/2019/03/blueprint-for-successful-leaders-pt-1/
Developing Quality Leadership In Your Daily Routine
Effective leadership skills aren’t something you use once in a while. They are daily habits. Adopting these habits into your daily routine can help you improve your leadership skills.
Continue to learn something new, everyday. This could be reading a book (even one chapter a day). Or it might be listening to a podcast!
Have a routine. It doesn’t have to be set in stone and inflexible. But your routine should be as consistent as possible.
Smile and be approachable. A good leader has a positive and happy attitude.
Have casual conversations with everyone you work with. Not just those you lead, but your peers as well.
Ask questions. Listen intently to the answers.
Act on constructive feedback about your leadership style. Do not be offended if you hear concerns from others (your supervisors, peers or even your team members).
Focus on what really matters. Set goals and work on accomplishing them every day.
**Recognize when you are being indecisive and then make a decision.
Spend time with people -** outside your own demographic group as well as with other departments or companies.
By incorporating these daily leadership qualities into your daily routine, you will grow as a leader.
For a more detailed discussion of these topics, please read the entire post on my website at:
http://rthibodeau.com/2019/03/developing-effective-leadership-skills-pt-4/
What is Leadership?
What makes someone a good leader? That is a question that has plagued many a person!
A leader has nothing to do with your position at work. That is management. A definition of “Leadership” is a “process of persuasion.” You lead by earning the trust of those whom you lead by demonstrating and showing interest in them as individuals while keeping the focus on the accomplishment of the organizational goals (i.e. “the mission”).
You may have heard the expression, “Leaders are made, not born.” That is true. However, it is possible for someone who is a poor leader to train and become a better leader – if not a “good leader.” The military is a prime example of that method of training!
This week, we will cover the different styles of leadership. There are the “main three” (which I went over in detail a few weeks back). Then there are some “different categories” that help define things a bit further.
I will also go over some of the “Leadership Qualities” that define what an “Effective Leader” will display. These are the things you can work on to improve your leadership abilities.
For more detailed information, please read the entire post on my website at:
http://rthibodeau.com/2019/03/developing-effective-leadership-skills-pt-1/
Styles of Leadership
A great leader is one who has established a personal relationship with those whom the leader is working with.
In leadership “parlance” it is called, “Authoritative Leadership.” That simply means leading the organization towards a common goal while managing and energizing team members while doing so. Another term for this is “Empowerment.”
An “Authoritarian leader,” on the other hand, is one in which a single person takes control and makes all of the decisions (with little or no input from those in the group). All choices are made based on their own ideas.
The third type of leadership style is called a “Laissez-Faire” leadership style. This is where the group makes the decisions with little or no input from the “leader.” This IS a good style to use when the leader absolutely trusts the team and has little to no oversight or involvement with their activities. This method of leadership should ONLY be used with highly experienced team members that need very little supervision.
For a more detailed explanation of these leadership styles, read the entire post on my website at:
http://rthibodeau.com/2019/03/developing-effective-leadership-skills-pt-2/
Qualities of Effective Leaders
Leadership isn’t easy. There are good times. There are stressful times. There will be times when it seems everyone is against you. But, great leaders will always be able to lead their team to a successful end, no matter what the situation is.
Honesty. Honesty in your personal life a necessity. It is even more necessary in leadership.
Clear Communication. Followers need to clearly understand your goals, values and your expectations.
Confidence. An effective leader must have the confidence to lead through difficult situations.
Inspiring. Effective leaders are inspired by their business and pass that inspiration on to their team members.
Positive attitude. An effective leader stays positive, even in the face of adversity. Staying positive set’s the tone for the team attitude, which directly affects those you are leading.
Decisive. Effective leaders make decisions that impact the people they lead and the company.
Conscientious. A good leader is organized, compassionate and thoughtful.
Sense of Humor. A leader with a good sense of humor goes a long way in helping to create a positive environment.
Creative. When decisions need to be made quickly, an effective leader thinks outside the box for a solution.
Open. Effective leaders encourage their team members to share ideas and allow each one be valued.
For a more detailed explanation of these qualities, please read the entire post on my website at:
http://rthibodeau.com/2019/03/developing-effective-leadership-skill-pt-3/
Weekly Wrap Up
This week, we have been covering “Developing Effective Leadership Skills.” A successful leader will be able to persuade those team members to always be accomplishing the mission.
On Monday, I defined “Leadership” as a “process of persuasion.”
On Tuesday: I discussed the three major types of Leadership Styles and explained the differences between them.
On Wednesday, we discussed the qualities effective leaders are always working to improve.
On Thursday, I discussed developing quality leadership in your daily routine.
The Next Step
As you can see, being a leader is more than just managing others. It’s a lot deeper and requires more skill than micromanaging. It is also more than just “barking orders” and expecting everyone to perform.
For a more detailed discussion of these topics, please read the entire post on my website at:
http://rthibodeau.com/2019/03/developing-effective-leadership-skills-pt-5-friday-wrap-up/
LEADERSHIP and COACHING – Are They the Same Thing?
This week, I have been sharing with you some ideas the difference and the similarities on “Leadership and Coaching.”
On Monday,the Top Three reasons employees give as to why they will stay working for an organization in the long term.
On Tuesday, I shared the concept of “Leadership is difficult to develop and easy to lose.”
On Wednesday, I shared how leaders are always the COACH of their team!
Then, on THURSDAY,I talked about how, if you are like me (being human and all), you will probably make a mistake from time to time!
All of these tips this week were designed to develop your leadership skills and your role as a COACH for your team. As a leader, your number one responsibility is to COACH your team to successful team accomplishment of the organizational mission (goals).
For more information on this topic, please read the entire post on my website at:
http://rthibodeau.com/2019/03/leadership-and-coaching-is-it-the-same-thing-pt-5/
Show Confidence in Your DecisionsBeing a successful leader will sometimes involve taking “measured risks” in order to grow your business. Sometimes, this will end up being the wrong decision. Sometimes it will be the correct decision. Whatever you do, make sure you follow these simple steps:
- When the wrong decision is made, do not assign blame. Accept the complete responsibility for what went wrong.
- When things go right – give the credit to the team.
Grow the confidence and skills of your team by encouraging them to also take calculated risks in the performance of their duties. Note, I said “calculated.” By doing so, they will learn the decision making processes. They will learn you trust them to make the right decision.
For more information on this topic, read the entire post on my website at:
http://rthibodeau.com/2019/03/leadership-and-coaching-is-it-the-same-thing-pt-4/
BE A COACH FOR YOUR TEAM
One of the main responsibilities for leaders is to become the head coach of their team. It doesn’t matter if your lead a team of 3 or 300. You need to be the coach!
The leader of the organization sets the climate for trust and cooperation. The leader of the organization is able to paint the picture of the future in order to inspire the team to achieve the goals.
As a coach, you inspire your team to take the appropriate actions that will achieve the goal. Help them where they need help; guide them where they need guidance but let THEM do the work.
- Do not BE A JUDGE! Do not judge them. GUIDE THEM.
- Give credit where they deserve it. Tell them “THANK YOU” when they do something to help!
- Provide coaching and mentoring to build confidence and competence – it’s not a one size fits all approach.
- Reinforce positive behavior when your team members achieve their objectives.
When you do these things, you will be a successful COACH for your team!
For a more in depth discussion of this topic, read the entire post on my website at:
http://rthibodeau.com/2019/03/leadership-and-coaching-is-it-the-same-thing-pt-3/
Leadership is difficult to develop and easy to lose.
Effective leaders never quit “trying” to develop their leadership skills and techniques. The day you quit and think “you’ve arrived” is the day your team begins to dwindle.
It may not be perceptive at first, but is happening.
Leaders must always STRIVE for improvement. This does two things.
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It shows your team you are always trying to do better. This will translate into THEM always trying to do better.
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It shows them you care. Fake interest is spotted quickly. But genuine interest in THEM will build genuine trust for you.
To build trust, you have to prove to your team that you are worthy of their trust. This can take on different forms, but will basically boil down to a few methods.
- You need to prove to them that you are “going to bat for them.”
- As the leader, you should always keep the organization goals and objectives paramount in making decisions and leading your team. But if necessary, you will step in and correct something that is harming your team, even if it means confronting your superiors.
- Another way to build trust is to participate in daily activities (the "grunt work") that involves your team.
- Make an effort to learn about your team members. Some personal things about their life (family, hobbies, etc.).
- Be consistent in your actions.
- When possible, include your team members on important decisions.
- When a team member does something significant, recognize them for their actions!
When you take these steps, you will begin to develop yourself as a successful leader. You may not notice results immediately, but they will become ingrained in your psyche and become a habit and then a lifestyle!
For more information on this topic, please read the complete post on my website at:
http://rthibodeau.com/2019/03/leadership-and-coaching-is-it-the-same-thing-pt-2/
To be an effective leader, you must interact with other people!
To be a leader, you must have people. You cannot be a leader without interacting with other people. They do not necessarily need to work for you. They can be people you interact with on a frequent basis. People that help you in your business.
This could be your local print shop. The newspaper you take ads out with. It could be who you order your materials through. The list could go on and on. But the commonality with all of them – is YOU.
If you have employees, the same rules apply.
Do you know what the Top Three reasons employees give as to why they will stay working for an organization in the long term? Let me help you out (Hint: It’s NOT the money)!
- 48% of those surveyed want to be CHALLENGED in their job! If they are bored with their job, they will look elsewhere!
- 41% want to have a definite "work-life" balance! What does that mean? They do not want to be bothered by you when they are off work (i.e. DO NOT call them, text them or email them). Technology today has made it "way to easy" for employers to "just ask a quick question."
- 34% want to know how they fit into the organizations strategic growth plan. They want to know they matter. They want to know they are not just considered "paper pushers" (or whatever).
So, if you want to increase your team morale and cut down on the turnover you are experiencing in your organization, work on improving those three areas. Statistics prove, your team members will appreciate it!
For more information on this topic, read the entire post on my website at:
http://rthibodeau.com/2019/03/leadership-and-coaching-are-they-the-same-thing-pt-1/
This week, I have been sharing some insights into what leaders SHOULD NOT DO. The list could go on and on, but I believe I have given you enough examples to make sure you know what you should not do!
On Monday,I shared “**DO NOT SPEAK BEFORE THINKING ABOUT THE INTENDED RESULT.”
On Tuesday,**I talked about “DO NOT DRAW LINES IN THE SAND.”
On Wednesday,we talked about the importance of “NOT HAVING DIFFERENT STANDARDS FOR DIFFERENT PEOPLE.”On Thursday, I shared the importance of NOT HESITATING TO MAKE A DECISION and DO NOT CHANGE YOUR DECISIONS once they are made!”Finally, I want to leave you with a POSITIVE thing to do: When you are wrong, admit it. It is not a sign of weakness. It is an indicator of honesty and humility.
For a more detailed look at this weeks topics, please read the post on my website at:
http://rthibodeau.com/2019/03/what-not-to-do-as-a-leader-friday-wrap-up/
DO NOT HESITATE TO MAKE A DECISION; DO NOT CHANGE YOUR DECISIONS (unless absolutely necessary)!
An effective leader is one that is not afraid to make a decision in a very stressful, critical time. An effective leader is one that will make the right decision most of the time. An effective leader is one that will gather as much information as they can before he/she makes the decision. An effective leader is one that trusts his/her team to provide accurate information for the leader to make the correct decision.
You have heard the expression, “They have book knowledge but no experience” before, correct?
For more information on this topic, please read the complete post on my website at:
http://rthibodeau.com/2019/02/what-not-to-do-as-a-leader-part-4/
DO NOT HAVE DIFFERENT STANDARDS OF CONDUCT FOR DIFFERENT PEOPLE
We have been discussing things NOT TO DO as a leader. Probably the number one thing that will get you more disrespect than anything else is this: Having different standards for different people.
Do Not Play Favorites! Do not allow some people to get away with certain things and try to discipline others for the same infractions!
If you want to be successful, establish the standards. Make yourself live up to or even exceed the standards you expect from others.
For a more thorough discussion of this topic, read the full post on my website:
http://rthibodeau.com/2019/02/what-not-to-do-as-a-leader-part-3/
DO NOT DRAW A LINE IN THE SAND
Do not ever draw a line in the sand that you are not 100% committed to backing up with action!
If you are going to say something like, “The next time this happens, “XYZ” will take place…” and you do not follow through – you will lose ALL respect and credibility with those you lead. They will begin to disregard almost everything you say from that moment on.
In fact, you should, very rarely, EVER say anything like that! You never know what tomorrow will bring forth! So when you draw that line in the sand, you had better back up everything you say the very first time someone crosses that line. The – very – first – time!
Because everyone is watching to see what you will do…
For more information on this topic, read the post on my website at:
http://rthibodeau.com/2019/02/what-not-to-do-as-a-leader-part-2/
As leaders, in management, business or just “life,” you need to generate confidence and respect among those you lead. Even in a small unit or office, those you lead need to know you will be consistent in whatever it is you are doing. They need to know you will be fair. They need to know the standards and they need to know the standards will be enforced.
That being said, there are certain things a manager or leaders should NEVER DO. Over the next few days, we will discuss just four of these things. If you can avoid what is going to be revealed here, you will be well on your way to maintaining the respect of your team members and helping to ensure your success.
DO NOT SPEAK BEFORE THINKING ABOUT THE INTENDED RESULT.
Think about what it is you want to say, whether you are addressing the group as a whole or counseling someone one-on-one. When you speak before you are 100% sure of the exact message you want to communicate will do one thing only, make you regret what you said in haste.
For more information on this very important topic, check out the post on my website:
http://rthibodeau.com/2019/02/what-not-to-do-as-a-leader-part-1/
How To Receive Praise from Others
There will come a time when YOU are going to be praised for your work as well. How you handle receiving that praise will either elevate you further in the eyes of your subordinates, peers and your superiors, or remove any admiration that may have been earned if you react improperly.
When you receive recognition from others:
- Open your ears and your heart.
- Listen generously and say "Thank you."
- Let it in.
- Don't allow yourself to get "big headed."
For more information, I go into detail on this topic in the post on my website at: http://rthibodeau.com/2019/02/earning-respect-as-a-leader-how-to-receive-praise-from-others/
10 Ways to A Happier Life
Here is a quick list to help you create a more positive attitude and a happier life:
- Listen to good music.
- Don't waste time watching TV passively (or at all).
- Be aware of negativity.
- Make time to be alone.
- Take time to figure out "who you are."
- Exercise every day (even a little).
- Have projects and goals you are always working towards.
- Do things you enjoy.
- Ignore things that do not make you happy.
- SMILE!!!
Every day, find new ways to become happier. Even if you have to force it to happen. Make yourself be positive. You will be reprogramming your subconscious mind in the process. Soon, it will second nature for you!
For more information on this topic, please visit the post on my website where I go into more detail:
http://rthibodeau.com/2019/02/changing-cant-to-can-the-power-of-positive-thinking-pt-4/
This week, I have given you several reasons why it is important to develop a positive mindset. Each day, I have given you several steps you can take to help shift your mindset into a “positive” direction!
On Monday, we talked about “Success and the Power of Positive Thinking.”
On Tuesday, we discussed the “Positive Thought Processes” and several tips to help you develop those processes.
On Wednesday, we reviewed “5 Ways to Go Deeper Into the Subconscious Mind.”
On Thursday, I shared with you my “10 Tips to a Happier Life.”
In the end, you are the only one who is in control of your thoughts. Only you can make the choice to be successful. Only you can make the decision to have positive thoughts. Only you can determine what your successful life will look like.
For more information on this topic, please read the post on my website at
http://rthibodeau.com/2019/02/changing-cant-to-can-the-power-of-positive-thinking-friday-wrap-up/
The subconscious mind is much more powerful than your conscious mind. This is why it is very important to control what you allow into your subconscious mind. The subconscious mind mainly learns through repetition.
There are several ways you can go increase the power of your subconscious mind.
- Repeat your new beliefs or thought patterns every day.
- Pray or Meditate.
- Let your creative side do what it does best - CREATE!
- Trust your instincts.
- Reprogram your subconscious mind using hypnosis.
It is my goal that you that you might need to access your subconscious mind and take steps to eliminate the negative thoughts that are holding you back and to replace them with positive thoughts that will propel you forward.
For more information on this topic, please visit the post on my website where I go into more detail: http://rthibodeau.com/2019/02/changing-cant-to-can-the-power-of-positive-thinking-pt-3/
Negativity is part of life. There will be different days when we have bad thoughts. There will be days when it seems like we just can’t “get it right.” It is how we react to those days that matter the most. If you continually entertain and the retain negative thoughts, that is when those thought processes become habits.
Here are some important tips to help you develop a positive attitude:
- Stop Complaining.
- Be grateful for 3-5 things every day.
- Keep a daily list of things you have accomplished.
- Hang around positive people.
- Help others.
- Pray or meditate everyday.
- Stop being envious of others.
- Be kind and force yourself to smile at others.
- Choose to be happy.
- Have faith in yourself.
- Read inspirational quotes.
- Use visualization techniques.
For more information on this topic, visit the post on my website where I go into more detail:
http://rthibodeau.com/2019/02/changing-cant-to-can-the-power-of-positive-thinking-pt-2/
You have seen or heard interviews from successful people where they are describing what they did to become successful. The key is to look at how they did it. Almost everyone of them have a positive “can-do” attitude. They just believe they will be successful. They use the power of positive thinking to help them succeed in life.
Here are seven ways to use positive thinking to move you towards success:
- Positive thinking will help you solve problems.
- Positive thinking will improve your mood.
- Positive thinking will help to give you confidence.
- Positive attitude attracts positive people into your life.
- Positive thinkers set goals and follow through.
- Positive thinking improves your decision making ability.
- Positive outlook helps to build resilience.
For more information on this topic, please visit the post on my website where I go into more detail: http://rthibodeau.com/2019/02/changing-cant-to-can-power-of-positive-thinking-pt-1/
This week, we have been talking about being yourself as you develop your leadership style and how to use praise effectively.
On Monday, we focused on “being yourself.” If you try to imitate the leadership style of someone else, you will end up trying to mimic their mannerisms and vocabulary as well. This will be picked up on immediately by your subordinates and will not reflect well on you in their eyes.
On Tuesday, we discussed valid praise versus “fake praise.” You should always give praise when due but not so often that it becomes meaningless.
On Wednesday, I gave you five tips on how to use praise effectively:
1. Be Specific
2. Be Personal
3. Be Timely
4. Be Generous
5. Use Gifts
On Thursday, I gave you four tips for “how to receive praise” from others.
1. Open your ears and your heart.
2. Listen generously and then say “Thank You!”
3. Let the praise into your heart and use it to grow even more.
4. Don’t get “big headed” about your success.
I hope these tips helped you this week! If you incorporate these tips into your daily regime, it will help you immensely in your leadership success.
For more information on this topic, please visit my website at www.bobthibodeau.com
Earning Respect by Praising Others
This cannot be “fake praise” just for the sake of praising someone. You need to give praise when and where it is deserved.
Praise is a powerful tool in your arsenal of “leadership weapons.” When used properly, it will move you forward. If used incorrectly, it will move you backwards
For more information on this topic, please read the post on my website where I go into more detail: http://rthibodeau.com/2019/02/earning-respect-as-a-leader-using-praise-effectively/
Yesterday, we talked about using praise effectively. Today, I would just like to share a couple of tips on how to be effective in using praise.
- Be Specific
- Be Personal
- Be Timely
- Be Generous
- Give Gifts
For more detail on today's topic, please read the post on my website where I am able to go into greater detail: http://rthibodeau.com/2019/02/earning-respect-as-a-leader-tips-on-how-to-use-praise-effectively/
Be yourself at all times! What does this mean? Don’t try to be somebody you aren’t! Do not try to imitate someone else because you think they are successful.
The more you will allow your personality to shine through, the faster you will develop your won “leadership style.” Keep it real. Keep it you
If you try to pretend to be someone else, those you are leading will recognize what you are trying to do. This will result in your group to believe you do not really know “how to lead” because you are not being yourself.
For more information on this topic, check out the post on my website where I go into more detail: http://rthibodeau.com/2019/02/earning-respect-as-a-leader-be-yourself/
This week, we discussed how to implement a “Leadership Training Program” for your organization.
On Monday, I shared one of the main questions I always start with when working with a company or organization in helping them to develop a leadership training program.
On Tuesday, we discussed how to perform an initial evaluation or rating score for each leader.
On Wednesday, we discussed the importance of keeping things positive when trying to implement changes through your leadership training program.
On Thursday, we discussed the importance of having a system in place to maintain accountability and open discussion with your leaders you are mentoring.
For more information on this topic, please visit my website at www.bobthibodeau.com
These questions are asked simply to get the owner/manager to begin thinking honestly and intently on developing the leadership skills, qualities and abilities of his/her current leadership position. They are not designed to bring embarrassment or criticism.
What is the current leader’s (or if you are the only leader, answer this for yourself) knowledge and proficiency level in these identified skills from question one?
The best way I have found is to use a numerical scale to evaluate the leaders performance in each skill level. I normally would use a 5 point scale (1-5). Where one (1) equates to “does not perform well” in a category and five (5) is equivalent to “Excellent.” Using this scale, three (3) would be “average.”
For more information on this topic, please visit my website at www.bobthibodeau.com
Develop a Leadership Development Plan for each of the leaders you rated yesterday.
You will need to identify a process for improving the individual’s ability to perform satisfactorily enough to rise to the next level on the scale for each area. You are not looking at massive improvement, but gradual improvement. Radical change rarely is lasting change. Allow the individual to grow. Continuous improvement with guidance, reinforcement and support will bring about lasting change.
As you develop this improvement process, make sure the process in focused on positivity.
There are certain preliminary questions I usually ask when contacted for assistance in helping to develop or improve a “Leadership Training Program.” These questions (whether for a business, non-profit or ministry) are thought provoking questions that are directed to the owner or manager.
I want to have the owner/manager outline the specific qualities needed for each leadership position within the organization. I do not want these answered around the personality, strengths or weaknesses of the person currently holding the position. But “if” the manager could hire the perfect person, what would those qualities be?
This first question will shape the overall goal of the training program. By identifying what the goal of each position is (for the “perfect” leader in that area), we can then design a framework to help any person to excel in that position of leadership. This is a way achieve mastery and proficiency in that position. It also will allow the owner/manager an effective evaluation of the person who is operating in that leadership role.
Use the concept of “positivity” in introducing ways to bring about improvement in your leaders. You always want to emphasize the positive using the open and close and sandwich the “suggestion for improvement” in the middle.
You can also develop a "matrix" of sorts for each leadership position in your department or organization. This will make future hiring and interviews much easier in comparing candidates for the position.