Confessions of an Accidental Leader

Hang Up Those New Years Resolutions, Make S.M.A.R.T. GOALS INSTEAD

Grow Yourself and Your Business Using S.M.A.R.T. Goals and a Coach!Goals are Your Solution

Everyone began as a baby.  Everyone had teenage years where they were “RIGHT” about “EVERYTHING”, and they knew everything. Every great sportsman began learning their skills one small step at a time. To grow your leadership, management, yourself as an owner or overall person, begin by setting basic strategic goals. Get your foundation down, then set up greater goals, make a plan, and lastly find a way to hold yourself accountable. To get started,

BEGIN HERE:

By chunking down S.M.A.R.T. Goals.  This is an acronym with a powerful plan! Begin with S for Specific:

  • A. Specific – Who, What, Where, Which, When, Why

You don’t want to go for a general idea, such as lose weight. Instead be clear and make it precise, explicit! Instead of “read more”, you put “read one book in my industry a month,” beginning now. Instead of “learn to use video”, it could be something such as: “learn to shoot a 3 min. video and know how to upload it onto YouTube”. See the difference?

  • B. Measurable –

Figure out the amount of items and time. Measure progress according to the established criteria you determine in this step. Ask yourself:

i. How much? ii. How many? iii. How will I know when it is complete or accomplished?

  • C. Attainable –

Is it within my scope of skills, talent, knowledge, and financial ability. We’ve all had dreams. However, if you dream of being a famous musical performer but you’re tone deaf, that’s just not attainable. Ask yourself: Is this within my abilities and skill sets? Is it something I can really learn? Yes, stretch yourself, get out of your comfort zone, but not so far out it’s inconceivable and unattainable!

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One Vital Skill to Leadership Competency – Mastering the Art of Small and Talk Making Others Comfortable with You

Do This and You’ll Never Be Blindsided by Your Best Employee Leaving- or Before There’s a Major Conflict in Your Midst!

Leadership influence is asking questions and attentively listeningI’ll never forget the evening my husband and I were standing around the pool at a work party, when the CEO of the non-profit where my husband worked walked by. We greeted him, exclaiming how nice the evening was. As he walked past us he responded, “I’m sorry, I don’t do small talk.” I was stunned! We had held him in such high esteem. Both being in our early 20’s we had considered him our mentor, so I’ll never forget how that comment made us feel, as he went over and stood talking to a millionaire in our midst. This is one of the incidence that put the fire in me to coach, train, and develop leaders and their staff with the people skills  that will cause them to valued and care about one another, while fulfilling their calling and mission through their business.

“There’s hardly a higher compliment you can pay an individual that to help that person be useful and find satisfaction and significance.” by John C. Maxwell

So how do you do this, learn to genuinely care about people? You begin by asking questions, while attentively listening. As a leader, this is an imperative skill to master! Believe me, when people feel their leader is interested in them and their growth, they’ll be more engaged, more dedicated and produce more. So overall it’s just good business to attentively listen, and care about the needs of your employees!  

“Napoleon Bonaparte knew every officer of his army by name. -He asked about their home and discussed maneuvers and battles he knew that this officer had been involved in.  It’s no wonder their devotion to him!

Begin first by asking questions to learn the key elements of people’s lives. Where they grew up, how they fit into the family constellation, what kind of hobbies they have etc. You can then effectively follow-up with sincere interest and concern for them. This can be done one-on-one, during a round table discussion, at a team-building exercise, standing around at an event or when beginning a business meeting. I used to play a game seeing how long it would take, and how many questions I would h”Napoleon Bonaparte knew every officer of his army by name. -He asked about their home and discussed maneuvers and battles he knew that this officer had been involved in.  It’s no wonder their devotion to him!ave to ask before I would find some kind of commonality or connection with the person. Asking questions is a magical tool.

“What’s worse than training your workers and losing them? Not training them and keeping them.” Zig Ziglar

listen attentively,care about employeesQuestions are the answer when engaging in small talk. In fact, you don’t have to say a thing, just listen and ask another question, while giving them the physical cues that you are listening attentively. Such as stopping everything you were doing to pay attention; turn toward them and look straight into their eyes; even checking for their eye color. And by all means, don’t take calls, or allow interruptions from text messaging etc. As much as possible, for a few minutes, look at their eyes, and nod periodically throughout the conversation saying:

                     * hmmm . . .                      * Interesting. . .                                 * I understand. . .                      * Really?                      * Is that right?

I’ve been told you can learn a new skill if you’ll be willing to get out of your comfort zone and practice for 15 minutes each day. Try starting conversations with the clerk at a counter, while standing in line, when you’re in a group waiting. Work on making others feel comfortable with you. No, I’m not suggesting you become a Chatty Cathy, or attempt being the “High I” behavioral style if you aren’t one naturally, just practice being hospitable on a daily basis!

A GREAT LEADER says, How can I make those around me more successful?

The most successful executives have mastered the art of small talk! It is essential to their effectiveness and influence!

As an Executive or Business Owner, Are Your Employees Driving You Crazy, or is it That Someone is Out of Position?

business meeting - woman ceoLove ‘em or hate ‘em you can’t live without ‘em.  If you want to build your business to levels that will pay while you’re retired, you will have to maximize your time and hire employees to delegate work to.  However, if you don’t take the time to thoroughly follow a process to hire the “right” person for the appropriate job, everything will decline from there.

When you have an employee positioned incorrectly in a job, believe me you’ll know.  The tell-tale signs are:

  • Do they avoid doing the very thing they were hired for?

  • Is their performance less than adequate?

  • Are they unhappy?

  • Do they make those around them miserable and FRUSTRATED?

  • Do you constantly have to explain the fundamentals of their responsibilities?

  • Are you ready to pull out your hair?

Then you may have an employee who is misplaced and out of position in the workforce.  You’ll do yourself and them a favor if you’ll either find the right fit for them, a different role, or let them go!  (Personally I’ll go the extra mile to help make it work for them to stay!)  However, I hear it all the time, “Being let go was the best thing that ever happened to me.  I would have never left on my own, and I wouldn’t have found this work that I love, without being let go from the position I was in.

If this post sounds familiar with you, but you’re still not sure, give me a call. As a Business Coach and Executive Coach,  I can spot an out of position person in no time!  And, we can use the  “DISC Profile” to be absolutely sure.  With the profile, I can coach any employee to discover for themselves where the best fit for them will be.  You’ll be glad as a leader/manager you did!  It’s the first main responsibility of managing people.  Making sure their behavioral style fits the requirements of the role they’re in!

Does this sound like your story?  If so, please share it with us below!   We’d love to know. . .

Leadership for a Manager is all About Managing People Well!

Manage People Well and You’ll Succeed

Here’s where the rubber meets the road in successful businesses where people feel valued for their contributions! Managing people is all about developing other people to bring out their unique:

  • Talentsshowing the results

  • Gifting’s

  • Personality, Birth Order & Generational Bent

  • Knowledge, and Education

  • Skills Sets

to meet the needs of their position at work.  Great managers develop and release their employees by assisting them through training, coaching, directing, supporting, encouraging, and delegating.  Lee Iacocca managed to lift Chrysler Motors back from varying challenging issues including labor disputes and bankruptcy.  Through it all he managed to maintain his value of “succeeding at the people level”.  What this meant was that he insisted, and I quote:  “In the end, all business operations can be reduced to three words,

“PEOPLE – PRODUCT & PROFITS.

PEOPLE come first.”

If fact one of my very favorite quotes states that to be a superb leader, or manager:

“You need to develop the skill of:

MAKING OTHER PEOPLE FEEL IMPORTANT.”

Dr. John C. Maxwell

Handshake in front of business people

In fact,

“No man will make a great leader who wants to

do it ALL himself,

or to get the credit for doing it!”

Andrew Carnegie

Again, management isn’t about you.  It’s about what you can do with and through others to build and develop them, while simultaneously meeting the mission, vision, and strategic plan of the company.  J. Paul Getty, the wealthy oil mogul, when asked: ‘What was the most important quality of a successful executive?’ replied:

“It doesn’t make much difference how much other knowledge or experience an executive possesses.  If he is unable to achieve results through people, he is worthless as an executive.”   

                                                                                                             Rosevelt

Are you hearing a similar theme?  As a leader, it’s about extracting from your people, their very best on behalf of the company, in ways that honor, value, and build them. You truly have the opportunity to make a difference in someone else’s life.  Because of you they can gain a new skill, learn a new competency, or even be directed toward their dream position and ultimately live a fulfilling life.  You have the opportunity to be the difference in each and every employee who calls you their boss.  So, it’s important that you get the right perspective on your position, and learn what great leaders/managers say and do to create great employees.  A great leader says, as they work with their employees, “How can I make those around me more successful?”  In fact, one of the very best questions you can ask yourself, to evaluate why you are a leader, is to discern what your motive is in carrying the title leader/manager/supervisor while you support, coach, direct, and lead the people under you:

“Am I building people?

Or, am I building my dream

and using people to do it.”

Fred Smith of Federal Express

 

This question goes to the heart of why you are in this role, and what your true management motivation should be.  In fact, when you correctly understand what your “Job Description” is, you will begin to understand that everyone you work with is hungry.  Yes, that’s right, they’re hungry to be understood, to feel worthwhile, important, and ultimately in their own way, to be recognized as valuable . . . valuable to you and to the organization you both work for.  Now, if you still feel like you’re going to throw up when you reading a speech like this, and I understand, that was me not too many years ago, you’ve got a ways to go.  However, if this now resonates with you, motivating you to work toward finding out how you can genuinely meet the unspoken needs of those who are a part of your tribe, those who call you their boss, you are on your way to great leadership!  It all begins with the right attitude and perspective of things!

Leaders, Managers, and Owners Did You Know That 3/4ths of the Workforce Will be the Millennial Generation by 2025. Are you Ready?

Join the Conversion and Learn About This Amazing Generation!

Millennial GenerationThey can bang out a text message faster than thumbs are meant to move, are the multitask masters that keep more computer screens open on their desk, can following more trains of thought, all while you’re standing there trying to have a conversation with them.  They get more done in one day, than some of us hope to do in three, have a sense of social consciousness that puts most of us to shame, and are trying to live down the stereo types cast about them since they were still in diapers.  Who are they? They’re the next leaders of our country, the Millennials, also known as Generation Y.  (sign-up for the Teleseminar)They are the ones who are inheriting the mess of our fossil fuel crisis, disastrous environmental issues, declining value of the dollar, and poor management and leadership of our country.  These are the ones inheriting the debacled reign of the Baby Boomers.  They’ve been judged as, and rightly so 5 to 10 years ago, as being trophy children, wanting praise for just showing up for work, and being too dependent on their friends who they talk to three and four times a day, Mom and Dad.  These stereo types may have been true even just a few years ago, and some may still be maturing, but come on folks, let’s face it, they’re now hitting their 30’s and quite frankly, many of them are currently the same age that our founding fathers were when they formed our country and drafted the Declaration of Independence. 

                                            (sign-up for the Teleseminar)

Even they need to be given a chance and the benefit of the doubt that they can grow up, mature, and live down these once true statements.  Hey, it wasn’t that long ago we Baby Boomers were wearing halter tops, bell bottoms, tie died shirts with everyone’s hair being undistinguishably the same length, hanging out at Woodstock, engaged in all manner of rock and roll, and all it entailed?  And like all generations, not all participated.  Would we want othersw to continue describing us as if we were stuck in our 20’s when we were 30 something?  That said, we do have our challenges with this generation.  You see, by 2025 these Millennials, otherwise known as Generation Y, WILL BE 3/4ths OF OUR WORKFORCE!  Therefore, my question is, ARE WE READY?  DO WE KNOW WHAT WE NEED TO DO TO PREPARE your company, or culture to be ready for this insurgence of zeal, optimism, and techno savvy genius!  Are you onboarding them the best way for them to receive?  As leaders, managers, and executive coaches, it’s time to NOW! If you’re in Tucson, Az. You can join me next week, on Wed. March 5th at 3:00pm for a lively conversation about GETTING READY, BECAUSE THEY’RE ALREADY HERE!  Are you a Millennial?  Come set us straight, or give us your take on this situation. We’re all learning. Have some insights now, please share them below! And join us March 5th (sign-up for the Teleseminar)

20 Things to Do to Keep From Being an Accidental Leader, Part I

Strategically Create the Life and Work Worthy of your Talents, Giftings, Education and Experience

  1. Take A Behavioral Style Profile to learn your strengths and weaknesses.  Contact me for more information.

  2. Take a Strengths Finder to compliment the Personality Profile

  3. Interview your parents, assuming you have a good relationship with them, and ask them what they saw in you as a child, i.e., the strengths they perceived in you that would translate into a career, or other direction for your life

  4. Ask 5 friends what they see you’re good at and one thing they see you might work on for greater success

  5. Deal with any and all childhood issues that could be showing up as blind-spots, limitations or weaknesses.  This is KEY to your progress.  Ask me for more information if this intrigues you, as I have a workshop that could get you started, and would gladly tell you about my experience with it

  6. Learn to use the 24 hr. Rule, to get over a crisis, disappointment, or a “win”, and keep yourself moving forward. (I’ve written on this in past posts, and will write on it again this week.)

  7. Begin aGratefulness Journal” and write every day of at least 5 things you are most grateful/thankful for.

  8. Take a class on “Time Management”, creating systems for every area of your life and work

  9. Create your own personal “Mission Statement” and choose 5 to 8 values by which to base, and use as a plumb-line,  all the major decisions you make life

  10. Once a year go on a week or month long “Negativity Fast” where you allow family and friends to fine you if you say anything negative about yourself, others, or circumstances.  You’ll be amazed at how cleansing this is!  Take it up a notch and add not listening to any negativity as well!

  11. Determine from now on to make decisions based on living out your values and Mission Statement.

  12. Find a mentor.  Look for 2 people you admire in different aspects of their life, and then ask them if they would consider mentoring you.

  13. Create some form of self imposed accountability for yourself.

  14. Learn to be a better communicator, especially in the area of listening.  Most leaders get into trouble more by not listening than by talking.

Stay tune for the rest of the list of 20things, and how to get some help accomplishing these in the next post!

Are You an “Accidental Leader” Could You Possibly be Out of Position? Pt I

Did someone wave a wand and say: “POOF”, thou art a manager –NOW  LEAD!

Are you, or someone you know, in the wrong role/position in your company?  Did someone wave a wand and say: “POOF”, thou art a manager –NOW  LEAD!  But you have NO CLUE WHAT THAT MEANS or what you’re to do differently?  There could be all kinds of reasons you’re out of position:

  • Your personality doesn’t align with the requirements of the role – i.e.  say the position needs someone who is commanding, one who is able to change easily and move quickly.  However, you’re a process person and like large amounts of details to then check, double check, and even triple check before you make a move. If so, then you’ll be frustrated in this role, along with making everyone around you frustrated.

  • Talents – say you’re very gifted with high amounts of creativity, but you don’t have an outlet to use it . . .

  • Your education didn’t support this role, and you’ve been struggling to try to make it work, but no matter how hard you try, you feel like you’re always behind.

  • The experiences you’ve had didn’t prepare you for this role, and your interests don’t align either

This doesn’t mean you’re bad or wrong, it just means that this role/position is not a natural fit for you.  You can still stretch yourself and take on the role.  However, be aware that it will take considerably more effort, energy, and possible skill sets you don’t now have to fulfill.  Not to mention you may not enjoy it.  Another way you’ll know you’re not in the best role for you when required to be THE leader, is if:

  • Setting the big-picture vision isn’t natural for you, and instead is difficult!

  • Directing people – such as:  Providing them with the instructions as to what to do, which may be impossible for you to do – due to your personality style.  For some personality styles, and I know it’s hard for some of us to fathom, this would mean confrontation to them.

  • Correcting and leading people is difficult and/or frustrating for you, so you’ll avoid it like the plague!

If these sentences resonate with you, then you’ve got another clue that you are an “Accidental Leader”.  If so, then one solution for you is to acquire a Business Coach to assist you to discern why you may be discontent, ineffective, and possibly even miserable in the position you’re currently in.  If you do, then you’ll receive the assistance to be successful!

On a positive note, I’ve had the most amazing opportunity to pursue what I’ve loved, and what fits me, for the past 35 years.  Because of my supportive husband, I was given the gift of creating and designing a career that I thrive in, am passionate about, and which gives me the ability to continually grow with and into.  My life mission emerged from one class here and an experience there.  As a result, along with my personality, certifications, and education over the years, it has slowly emerged, until one day I realized I was The epitome of an “Accidental Leader”.  I didn’t begin with the end in mind, as Covey recommends.  I didn’t set out to be a “Business Coach”, that didn’t exist when I went to college.  And I didn’t set out to pursue being a leader or trainer, however I was strategic about each small thing I pursued, until it cumulatively transpired into this awesome role called a Business Coach, Executive Coach and Corporate Trainer.  Like a puzzle that emerges from the similar colors, shapes, and connectivity of its’ pieces, I now help others to be strategically excellent, by making sure their life and work aren’t built upon accidents, but on the best of what they bring to this world, aligning themselves with the people they’re suppose to connect with and serve.

Are You Ready to Hire Your First Office Manager pt. II

Save Yourself a Lot of Headaches, by Putting the Correct Foundations in Place!

The next best practice for managing managers is:

  1. Know them.  Find out what keeps them with you and your company, and in this position, as well as what would cause them to want to leave.

  2. Regularly take time with them.  The best way is to have a weekly meeting to keep your pulse on what’s going on with them, and to discover who’s doing what.

  3. Take the time to find out what motivates them, looking for ways to communicate special thanks and encouragement.  Give them a short survey and include a list of items they can choose from. i.e.

  • Time off

  • Gift card to ________________

  • A spa treatment

  • What’s their favorite candy or drink

  • Do they like public praise, or would they prefer a sincere note of thanks.

  • Tickets to a ball game

Then when you notice exceptional behavior, remember to reward them with one of the items they chose.  Positive reinforcement goes a long way.  Also, you’re modeling how to treat their employees.  This is influencing up!  Just go into any Starbucks and watch the level of confidence their employees display.

I will pay more for the ability to deal with people than any other ability under the sun.”  asserted John D. Rockefeller

The next important leadership item is the performance review.  I admire the Starbucks standards and systems.  With two grown children who have been shift managers with an accumulated 14yrs of experience with Starbucks, I have had a rare opportunity to study them from the inside.  They are a model organization regarding encouraging their employees and managers to “feel” like company partners.  I interviewed our city’s District Managers a few years ago, and they described a practice I have implemented with every company I consulted with since.  They not only have exception training with high standards, and detailed manuals for everything, but they do what is called “Skip Level Performance Reviews.”  For instance, they will skip the store manager and interview the shift managers (who are directly under the Store Managers) in order to ascertain just how well the Store Managers are fulfilling their responsibilities, and how they are being treated by the Store Manager.  This kind of accountability keeps the Store Managers on their toes.  Then the Store Manager will skip the shifts and speak with the employees about the Shift Manager.  This also gives one the opportunity to learn if the employees are thriving or struggling under this manager.  If you wait for them to come to you, it’s probably already out of hand, and will need time and intervention, which costs money.  If you do discover there is a problem, corroborate the truth of it by interviewing the other employees to discern if this is an isolated case between the manager and employee, or if it is necessary to either correct the manager, or possibly provide more training. Either way, take care of it, or it will grow exponentially and sabotage the culture of the office, and you will loose credibility and influence.   The Starbucks system of performance reviews works ingeniously, measuring how well they are fulfilling the expectations of being a manager!  As well, if the managers are responsible for certain levels of sales, the numbers never lie.  As well, how they’re creating raving fans can be measured by providing customer surveys.  Feedback, feedback, feedback provides concrete evidence! With the right systems in place, you’ll be able to keep the pulse of a place, knowing when you need to provide extra training and possibly need take a more hands on approach for a time.  Whether you have one or many employees, with the Starbucks systems in place, a company can run efficiently with scheduled, regular performance reviews.

BOOKS TO HELP YOU:

“Developing the Leader Within You” Dr. John C. Maxwell

“Developing the Leaders Around You” Dr. John C. Maxwell

“Love “Em or Lose “Em” by Beverly Kaye and Sharon Jordan-Evans

“The Boss’s Survival Guide” by Bob Rosner, Allan Halcrow, Alan Levins

Stop Being Frustrated with What You’ve Not Achieved!

Five Ways to Get back into, or Stay in SDM, Success Driven Mode

Having lived with chronic physical issues, I live in the world of being frustrated with how little I’ve accomplished each day.  Even today, here I am sitting at the computer with my adorable co-dependent kitty draped over my shoulder wishing I had gotten more done.   We live in the desert where we have the most wonderful monsoon weather, which simultaneously creates a monsoon in my back.  (A monsoon is very stormy, violent weather)  Yesterday, I began the day filled with visions of all I wanted to achieve, yet as the day progressed, so did my challenges.  Now, you may not have a physical challenge, maybe you still have children at home, while attempting to work, or parents you’re taking care of, been there done that too!  Or, you may have some other issue hindering your output.  This said, I am truly a blessed business woman, and I’m sure you are as well, if you look hard enough to find those things to be thankful for.   So, how do I keep directionally moving forward toward my dream, when my body goes south?  Here are five ways to quit being frustrated, and coach and manage yourself to keep moving forward to be the leader you were meant to be! This is how to make a demand on yourself to stay in SDM –  Success Driven Mode:

YOUR COACHING MOMENT with Sue, The “Accidental Leader“:

  1. Set your goals for the day the night before. Then be sure you’ve gone back and chosen the 20% that will give you the 80% ROI for your time and effort. PUT THESE ITEMS ON YOUR LIST TO DO FIRST.
  2. Be sure to start your day off spiritually.  I spend time with the Lord in prayer and meditation on His Word.  The more I need to get done, the more I know I need this focus and centering in my life, and in my business.
  3. Stick to your goals for the day – relentlessly!  Only substitute if it is the kind of emergency only you can do, that can’t be done by someone else, some other time.   Delegate otherwise, or delete altogether!
  4. Be grateful at the end of the day for the small things you’ve accomplished.  Write them down.  I guarantee this will chase the grumpies away.  And while you’re at it, don’t compare yourself to the high performers, instead look at someone worse off than yourself, then take the time to be thankful that you have the strength, skills, and especially physical ability to do your dream job in this country.
  5. Lastly, DON’T QUIT!  Just don’t quit.  Some day all this effort will amalgamate into something stellar, but you can’t quit.  Remember, quitters never win and winners never quit.

Managing to Succeed as a Boss and Leader!

What Great Managers Do With their Employees, To Add Value to Their Company

Here’s where the rubber meets the road in successful businesses where people feel valued for their contributions! Managing people is all about developing other people to bring out their unique:

  • talents
  • gifts
  • personality
  • knowledge, and education
  • skills

to meet the needs of their position at work.  Great managers develop and release their employees by assisting them through training, coaching, directing, supporting, encouraging, and delegating.  Lee Iaccoca managed to lift Chrysler Motors back from varying challenging issues including labor disputes and bankruptcy.  Through it all he managed to maintain his value of “succeeding at the people level”.  What this meant was that he insisted, and I quote:  “In the end, all business operations can be reduced to three words,

“PEOPLE – PRODUCT & PROFITS.
PEOPLE come first.”

If fact one of my very favorite quotes states that to be a superb leader, or manager:

“You need to develop the skill of:
MAKING OTHER PEOPLE FEEL IMPORTANT.”
Dr. John C. Maxwell

In fact,

“No man will make a great leader who wants to
do it ALL himself,
or to get the credit for doing it!”
Andrew Carnegie

Again, management isn’t about youIt’s about what you can do with and through others to build and develop them, while simultaneously meeting the mission, vision, and strategic plan of the company. J. Paul Getty, the wealthy oil mogul, when asked what was the most important quality of a successful executive replied:

“It doesn’t make much difference how much other knowledge
or experience an executive possesses.  If he is unable to achieve results
through people, he is worthless as an executive!”

Are you hearing a similar theme?  As a leader, it’s about extracting from your people, their very best on behalf of the company, in ways that honor, value, and build them. You get to make a difference in someone else’s life.  Because of you, they can gain a new skill, learn a new competency, or even be directed toward their dream position and ultimately live a fulfilling work life.  You have the opportunity to “be” the difference in each and every employee who calls you their boss. So, it’s important that you get the right perspective on your position, and learn what great leaders/managers say and do to create great employees.  A great leader says, as they work with their employees, “How can I make those around me more successful?” In fact, one of the very best questions you can ask yourself to evaluate why you are a leader, to discern what your motive is in carrying the title leader/manager/supervisor while you support, coach, direct, and lead the people under you is:

“Am I building people?
Or, am I building my dream
and using people to do it.”
Fred Smith of Federal Express

This question goes to the heart of why you are in this role, what your motivation is.  In fact, when you correctly understand what your “Job Description” is, you will begin to understand that everyone you work with is hungry. Yes, that’s right.  They’re hungry to be understood, to feel worthwhile, important, and ultimately in their own way, to be recognized as valuable . . . valuable to you and to the organization you both work for.  And you know you’ve reached this level of leadership when instead of feeling like you’re going to throw-up when you’re reading or hearing something like this, that speaks to the soft side of business, – like I myself use to feel;  instead, hearing this now resonates with you, motivating you to work toward finding out how you can genuinely meet the unspoken needs of those who are a part of your tribe, who call you boss.

Confessions of an Accidental Leader
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