Randy Clark's Blog, page 42

Are Your Business Decisions Based on Facts? Are You Certain?

So, are your business decisions based on facts? Are you certain? To make sound business decisions, you need facts. We all know how fake news has infiltrated our lives. It’s easy to accept information that confirms our biases, I’ve done it, and I’d guess most folks have because it’s easy to accept information at face value.

Misinformation not only affects our daily lives, it impacts our businesses. Incomplete, outdated, and misrepresented information flood the interwebs. How many business decisions have been made using incorrect data?

Are Your Business Decisions Based on Facts?

Poor business decisions based on assumptions, half-truths, and incomplete research not only affect businesses, but customers, vendors, employees, and their families. Now more than ever, it’s essential to get the facts before jumping to conclusions.

Surveys are Opinions, not Facts 

While surveys can be a valuable and informative tool in the decision-making process, they can also be misleading. For example, 7 Proofs that paid ads are a good tactic in content marketing, the title states it will share proof, but in fact, it shares opinions based on a survey, not evidence. The seven “proofs” include:

55% of marketers use banners adsThere are one million advertisers on Instagram76% of B2C marketers use promoted posts on social networks50% of marketers named video the best ROI54% of B2B marketers think search engine marketing is the most effective paid method of content marketingB2B marketers are using more LinkedIn adsSpending on native ads will reach 7.9 billion by 2018

While these points are interesting, none of them offer proof that paid ads are a good tactic for content marketers. I’m not saying paid ads can’t be effective. I’m saying this post doesn’t offer any proof on which to base a decision other than a lot of marketers are buying ads, and they think it works. Does that translate to a demonstrable ROI for a specific business or industry? No, it doesn’t.

Know the Entire Story 

It’s not only opinions but also anecdotal references and misunderstood statements, which are presented as fact. For example, take this quote, “1.8 Million Words that’s the value of one minute of video, according to Dr. James McQuivey of Forrester Research. Do you have the time and energy to write 1.8 million words? That’s the equivalent of 3,600 typical web pages. If you write an average of one web page an hour, it will take you 150 days of writing to achieve the impact of one minute of video.” — 18 Big Video Marketing Statistics and what they mean for your Business.

The statement makes quite the point. But how were the facts derived? Dr. James Mcquivey was having fun when he stated this in 2008. Yes, he wanted to make a point about the usefulness of video, but his quote wasn’t factual. Here’s how he calculated it.

If a picture is worth a thousand wordsVideo shoots 30 frames per second.Therefore, every second of video is worth 30,000 words.Multiply 30,000 by 60 seconds, and it equals 8 million

Is it fun, even funny? Yes, it is. Does it paint a picture and make a point? Yes, it does. Should a business take this as fact? Absolutely not.

Here’s my Point 

If you’re responsible for making organizational decisions that affect your clients, teammates, and interested parties, do your research and get your facts before deciding. It’s easy to jump to conclusions, accept information that confirms your bias, and assume you know the answer without digging in. And when you fall into this trap, it might adversely affect everyone who counts on you. Are your business decisions based on facts? Get the facts first.

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

So, does your Business have a management training plan? Because, if not, many organizations, large and small, use my book, The New Manager’s Workbook a crash course in effective management, as the basis for their leadership development program. Check it out.

If you enjoyed this post, you might appreciate, Is Your Business Reaching Past the Low Hanging Fruit?

Photo by Dan Dimmock on Unsplash

 

 

The post Are Your Business Decisions Based on Facts? Are You Certain? appeared first on Randy Clark Leadership Training.

Who Do People Want to Work with?

So, who do people want to work with? What makes one leader attractive and another the bane of the workplace? Why do people flock to some leaders and workplaces and fly from others? Why do some leaders retain skilled team members and others chase employees through revolving doors. The answer is focus. If you’re in a leadership role, who are you focused on—yourself or your team?

Who Would you Rather Work For?

Service leadership – Leaders primarily focused selfishly will find it difficult to develop a loyal team. In today’s fast-moving, quick-changing society it’s difficult enough to retain valuable employees without adding self-centered management to the equation. True leaders serve others.

Security – Notwithstanding that the only real security in this world is what an individual does and brings, it’s important that a leader provide everything in their power to add stability to the workplace.

Recognition – There may be nothing more critical to effective leadership than recognizing results, activities, and character. Why Recognition is Nice but Specific Recognition is a Game Changer.

Mentoring – The best leaders share knowledge and experience with their team.

Transparency – Attractive leaders share the truth—even when it hurts.

Room – Micro-management is one of the surest ways to becoming an unattractive manager. People need room to do their job—give it to them.

An ear – People want a boss they can talk to, someone who will listen, and who will occasionally use their suggestions and ideas.

Commitment – Team members want to know their leaders are committed to the company’s culture, vision, and employees.

Passion – Passionate leaders bring out the passion in others. A passion-filled work environment is a great place to work.

Do People Want to Work with You?    

If people don’t want to work with you, if your workplace has become a revolving door, if you find yourself continuously recruiting—then you need to analyze why. Turnover is expensive. It’s expensive to place ads and recruit. It’s expensive to train. And losing business due to the lack of trained workers is expensive. When a valuable employee leaves, do they feel guilty about leaving or like a weight has been lifted? If it’s a weight off their shoulders—you may be the burden. Are you a burden or a blessing?

How Can I Help You?

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

So, does your business have a  management training plan? Because, if not, many organizations, large and small, use my book, The New Manager’s Workbook a crash course in effective management, as the basis for their leadership development program. Check it out.

If you enjoyed this post you might appreciate, What Makes A Leader Attractive?

Photo by krakenimages on Unsplash

The post Who Do People Want to Work with? appeared first on Randy Clark Leadership Training.

How Effective Leaders Communicate

I learned how effective leaders communicate the hard way. Years ago, as VP of operations of a B2C company, I was given little choice but to take over the management of a service and installation department. The head of the department had suffered a debilitating stroke. I knew less than nothing about the installation and service of this product. I didn’t understand the job or the lingo—how would I even talk to the team? Not knowing, was a blessing in disguise. Coming to the team in ignorance, needing their help, I learned the first lesson of how true leaders effectively talk to their direct reports—Leaders show respect. I was forced to give every team member my full attention; I needed them to teach me and I respected them for it, and they knew it. In turn, I was respected for treating them with respect.

How Effective Leaders CommunicateLeaders don’t just talk they listen  

If I hadn’t listened attentively, I wouldn’t have learned enough about the operation to be effective. I was at the mercy of those more knowledgeable. I needed them if I wanted to learn. So, I had to give them my undivided attention or I would fail.

Leaders talk with their team not at them.    

This led to another epiphany, I helped direct the team for more than one year, and in that time I conducted weekly safety meetings, status meetings, and staff meetings. Before every meeting, I asked for help from team members. I counted on them to keep me from saying something—stupid.

Leaders ask for advice 

The meetings led to another understanding of how true leaders talk to their team members. After every meeting I conducted I asked a trusted teammate for advice. I wanted to know what I could do better, how I could improve.

Leaders make it personal   

In that year, I became close to many on the team and have continued friendships to this day. It became personal. I was completely honest about my lack of knowledge, and they took me under their wing. Eventually, we shared much more than work; we shared our lives and became friends.

Leaders talk the truth 

Sometimes it was hard for me to admit what I didn’t know. Especially when the team had tried to show or explain, and I didn’t get it. It was humbling. If I wanted to learn, I had to be brutally honest about my lack of understanding. Ouch.

There Were Other LessonsTalk about specifics, stay focusedPrepare before you talkUnderstand and control body language when others talkTalk with confident lowered inflectionRemain open-minded when others shareLeaders Ask

Before conducting a seminar on teamwork at a retail outlet, the General Manager told me it was difficult to get people to work outside of their department. The GM went on to share that employees are informed they’re paid to work wherever they’re needed—not only their department. I asked the GM if the employees had ever been asked how helping other departments could be advantageous to them. During the presentation I asked the following:

How could interdepartmental help positively affect the customer experience?Could a poor customer experience affect the bottom line?How could lost revenue impact an individual employee?

The staff responded that helping from one department to another could make a huge difference for the customer. Although this retailer has three distinct departments that’s not how the customer views it. If a customer needs help they don’t care what department an employee is assigned to. If an employee is available the customer expects their attention.

The team went on to share several reasons they should help each other including how service could affect bonuses. But, I stray from my point. When told to do it their natural inclination was to fight it, but when asked for their advice they shared compelling reasons to do just that. The difference was in the asking.

Why Should You Ask?

Tell don’t ask is an old school management technique that never was the most effective method for many situations. Following orders, while necessary in some disciplines, stifles creativity, limits dialogue, and eliminates brainstorming. If you want your team to embrace initiatives, the first step is to engage and involve them. When the retail staff was asked to share their ideas they not only gave the management team a few thoughts to consider, but also made improving interdepartmental teamwork their idea. In this scenario, asking not telling is making a bigger impact. Only two days later, department managers and employees had put interdepartmental action plans in place to help each other.

Before you decide to use the BIS method (because I said so!) or the old “my way or the highway” approach, consider whether involving the team by asking for their input is a more effective way to accomplish the desired end result. If laws and compliance regulations, policies and procedures, and proven systems aren’t being ignored or circumvented, asking may bring a greater buy-in than telling. So, let me ask you, do you ask often enough? Would asking more often be effective for you, what do you think?

I hope it doesn’t take a catastrophic event, as it did for me, to learn how effective leaders communicate. Leaders, listen, learn, and prepare before they talk; they keep an open mind while they talk, and seek advice after they talk. Are you a leader? How do you talk to your team?

How Can I Help You?

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

So, does your business have a  management training plan? Because, if not, many organizations, large and small, use my book, The New Manager’s Workbook a crash course in effective management, as the basis for their leadership development program. Check it out.

Photo by Antenna on Unsplash

The post How Effective Leaders Communicate appeared first on Randy Clark Leadership Training.

How to Create an eBook in 5 Easy Steps

I’ve been asked more than once how to create an eBook. If you’ve published a series of blogs on one topic you already have an eBook just waiting to be published. Here’s an example, The Fleet Managers Guide to Fleet Graphics. This eBook was compiled from 19 previously published blog posts.

How to Create an eBook Choosing a Topic

If you want to reach an audience, you must give them something they’re looking for. Solve a problem, answer a question, or share fun facts. However, content doesn’t have to be limited to your product or service. Why do banks sponsor golf outings and not only banking seminars? They do so to meet and engage a target audience that’s not reached by banking seminars.

For example, if a small bank wanted to reach a younger audience they’d find that 77% of millennials are on Facebook, Social Media Today — New Research Shows Facebook Still Holds Sway With Millennials and Gen Z the information that millennials search for on Facebook includes:

News 75%Food 62%Travel 59%

If we add to that, the knowledge that millennials want to partner with organizations that show corporate responsibility and serve the community then we have four topics where content could be created to reach younger people: News, Food, Travel, and Community service.

Let’s say the bank chose travel as a topic to share with younger prospects and patrons. When the bank has reached anywhere from one-half dozen to twenty published posts, there’s an eBook waiting that can be shared on Facebook to reach millennials.

Pick your posts 

Not every post on any given topic will fit an eBook. For example, when I put together The Fleet Managers Guide to Fleet Graphics there were more than thirty posts to choose from, I picked nineteen that fit the topic and worked well together.

Re-write it to your audience

Most of the posts used in the Fleet Guide weren’t originally written specifically for fleet managers. Therefore, I re-wrote the posts to talk directly to fleet manager’s, changing the point of view, and developing a voice that speaks to the target audience.

Don’t toss those images

Each chapter in the Fleet Guide shares an image. Most of the photos were taken directly from the original blog posts. The images add excitement, in this case to a comparatively dull topic.

Format it like a book

I recommend reviewing a few business books you enjoy and make notes about how they’re formatted. Was there a foreword, introduction, or acknowledgements? Here are a few of the formatting options that will help change your blog posts into a book.

Title pageIntroduction or forewordTable of contentsPage numbersAcknowledgementsHow to use the book, which may contain contact informationChapter pagesImagesConclusion or last word, which could include a call to actionAbout the authorBack coverIt’s the book you didn’t know you had

Taking advantage of the copy you’ve already created can be a great way to feed your audience the content they’re looking for. How to create an eBook begins by repurposing blog posts into an eBook. It may be easier than you think. For example, the Fleet guide took me and my editor less than a week to publish and post on the TKO Graphix website.

How Can I Help You? 

So, if this post struck a nerve check out, How to Stay Ahead of Your Business Blog Forever. The book is full of action plans to create a blogging/writing system that works for you.

And please don’t hesitate to contact me if you’d like to discuss this post.

If you enjoyed this post you might also like, How to Create Content When You Don’t Have Time.

Photo by Austin Distel on Unsplash

 

 

 

 

The post How to Create an eBook in 5 Easy Steps   appeared first on Randy Clark Leadership Training.

10 Steps to Successfully Networking at a Virtual Event

So, how is networking at a virtual event different? The answer is that in many ways it’s not. Your purpose for attending an event whether to connect with a vendor, seek new customers or as part of a job search, hasn’t changed. Yes, some of how you achieve success at a virtual is the same while some of what you do at a virtual event is new and different.

10 Steps to Successfully Networking at a Virtual Event1. Come Prepared 

This is no different than being prepared for an in-person event. Research the event. Review the attendee list, know what you want. and be able to talk intelligently about it.

2. Test Your Equipment

Regardless of the app used for the virtual meeting, you should try it before the event. If nothing else, sign up for a Zoom or Goggle Meeting account and try it on for size. Take it for a test drive. Chat with a friend.

3. Dress Appropriately

Even if you think no one will see your PJ bottoms, don’t do it. What if, heaven forbid, you get up to get something? And besides, clothes affect how we feel about ourselves, for example, put on the gardening clothes and you’re ready for yard work, wear professional garb and you feel professional.

4. Limit Distractions

I recently talked about how important this is during a virtual meeting, when a friend asked me to tell that to her one and four-year-old daughters. So, yes, it can be difficult, but do your best to pick a time and place where distractions are limited and let others know you’re on DND (do not disturb)!

5. Frame Your Image

Focus the screen on your head and shoulders, not the top of your head or your entire torso, as seen from 10 feet away. Think, professional headshot when setting up your image.

Avoid busy backgrounds. I like to show my bookcase behind me in friendly meetings, but I wouldn’t in a professional setting. It’s much too distracting. I’m sure I’m not the only one who tries to see what others are reading.

And lighting is critical. Be sure the lighting is in front of you, not behind. I turn off the overhead light in my home office and then point a desk lamp, which sits in front of me, in my direction.

6. Make Eye Contact

So, how do you make virtual eye contact? It’s simple. Concentrate on looking at the lens. Do not look at your image, others in the meeting, or across the room. Keep your eyes on the prize – the camera.

7. No Task Switching

Do not stop and look at your phone, turn and look at your calendar, or take time away to check … whatever. Stay focused. There is nothing more important than the event you’re attending. A lack of focus is not a good message to send.

Multitasking is a myth. The brain doesn’t work that way. “As much as you might feel like you have the ability to read your email, talk on the phone, and engage in a Facebook Messenger chat all at once, it’s literally impossible. What you’re doing is playing multiple games of “red light/green light” in your brain — constantly starting and stopping each task repeatedly. This is known in psychology as “serial tasking,” not multitasking.” — Why Multitasking Is a Myth That’s Breaking Your Brain and Wasting Your Time.

This may be the most impactful suggestion I’ll make in this subhead. While you’re attending an event  turn off notifications. Check them on your schedule, not the pings schedule. If you’d like more ideas try this,  How Multitasking is Killing Your Productivity and What to do about it

Set boundaries, which is easy for me to say. Unlike my daughter, who teaches classes several hours a day, creates curriculum, advises students one-on-one, while homeschooling her two middle schoolers, and dealing with a husband that is also working from home, I only have my wife and me. However, we inform each other when we are not to be disturbed. So, let those around you know when you are not to be interrupted. Shut your door, put a do not disturb sign on it. Mark your work times on a calendar, whiteboard, or a sheet of paper on the fridge.

8. Speak Clearly with Confidence

Speak in a strong and clear voice. Don’t shout but speak to be heard and speak with confidence. You sound confident when you use lowered inflection. What is lowered inflection? Think of a sheet of music where the notes start high and descend. When you speak with lowered inflection, you sound confident. The opposite, rising inflection (upspeak) sounds unsure, questioning, and shows a lack of confidence.

9. Be Aware of Your Body Language

For example, crossing your arms can be a sign of defensiveness, touching your mouth as you speak might be taken as you’re holding something back. Look into the lens, keep your shoulders straight, posture up no slouching, and smile. Yes, smile.

10. Follow Up

Ask anyone you connect with what the best method of follow up is, and then follow up.

Networking at a Virtual Event

Networking at a virtual event isn’t all that different from networking in person. Your reason for attending an event, whether live or virtual is the same. The basics such as smile, listen, and look for ways to help, haven’t changed. The difference is being prepared and making sure you didn’t leave the mute button on.

How Can I Help You?

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

So, does your business have a  management training plan? Because, if not, many organizations, large and small, use my book, The New Manager’s Workbook a crash course in effective management, as the basis for their leadership development program. Check it out.

Photo by Compare Fibre on Unsplash

The post 10 Steps to Successfully Networking at a Virtual Event appeared first on Randy Clark Leadership Training.

The Rockettes, Your Business, and Recruiting for Character

A couple of years ago I spent nine days in April camped out at the Crown Plaza in Times Square. My wife was working. I was a kept man. With city pass (a seven day NYC subway, train, and bus pass) in hand I was free to explore. Most of my ventures were within walking distance of my room, for example, Radio City Music Hall where I met a Rockette and discussed recruiting for character with a staff member — more about that later.

The Idea to Build Radio City took Character   

“When the stock market crashed in 1929, John D. Rockefeller, Jr. held a $91 million, 24-year lease on a piece of midtown Manhattan property properly known as “the speakeasy belt.” Plans to gentrify the neighborhood by building a new Metropolitan Opera House on the site were dashed by the failing economy and the business outlook was dim. Nevertheless, Rockefeller made a bold decision that would leave a lasting impact on the city’s architectural and cultural landscape. He decided to build an entire complex of buildings on the property. Buildings so superior that they would attract commercial tenants even in a depressed city flooded with vacant rental space. The project would express the highest ideals of architecture and design and stand as a symbol of optimism and hope.” — RadioCity.com About

The Rockettes have Talent and Character

“The Rockettes are a celebrated world-class precision dance company that exemplifies extraordinary talent, athleticism, teamwork, and self-confidence. Captivating New York City and beyond through the Radio City Christmas Spectacular, the Rockettes prove that if you dream big together, you achieve together. When this sisterhood comes together as a team, magic happens.” — Rockettes.com

Meeting a Rockette

I toured the Hall with a group of friends. As part of the tour, we were introduced to one of the dancers. She’d made it to her second season; regardless of tenure each Rockette auditions for a position every year. We asked her questions about her path to the dance troupe. She grew up in Pennsylvania, began dancing at the age of three, and participated in summer camps help by the Rockettes since she was a pre-teen. After High School, she completed her BFA in … you guessed it dance. Her story showed a lot of determination and character.

Chatting with Staff about Recruiting for Character 

After our time with the Rockette I asked a staff member how important cultural fit and character were to the recruiting process. He stopped for a moment and looked at me. He answered that character was the key, there were thousands of qualified dancers, but the ability to get along with others, work with choreographers and directors, and be part of a team was more important, in his estimation, than talent. Yes, talent was essential, but they’d learned years ago that talent without character was toxic.

What’s this have to Do with Your Business?

Everything. If you take a hard look at your personnel, I’d wager you can identify talented employees that through lack of character are a constant source of problems. But they’ve been allowed to behave poorly because they’re good at their job. Are they? If they create problems, those problems can hurt your business, and someday the cost could be expensive. The answer is to hire, train, and recognize character and replace those who poison your company. You’ll be a stronger organization in the long run and a hell of a lot happier.

How Can I Help You?

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

So, does your business have a  management training plan? Because, if not, many organizations, large and small, use my book, The New Manager’s Workbook a crash course in effective management, as the basis for their leadership development program. Check it out.

Photo by Lo Sarno on Unsplash

The post The Rockettes, Your Business, and Recruiting for Character appeared first on Randy Clark Leadership Training.

Telling Your Inner Voice No

Telling your inner voice no can be difficult. For example, several years ago, before our father passed away. My sister took dad to outpatient surgery for removal of a small skin cancer from his forearm. My sister asked me, “What will we do if they amputate Dad’s arm?” I did my best to reassure her there was an extremely low, almost impossible, chance of dad losing his arm. I thanked her for taking dad, and then I told her she was doing something I’m guilty of. She was building a bridge before she got to the river. In other words, she was worried about something that hasn’t happened and isn’t likely to happen. Her inner voice was influencing her. She said, “I’m my father’s daughter.”

My sister is indeed her father’s daughter as I am his son. All of us have an inner voice that warns of possible danger and attempts to protect us from anything that might harm us.

Our inner voice may not speak to us in words but through feelings and moods. It may feel like intuition. Sometimes it tells us we’re not good enough; at times, it will jump to conclusions about potential danger, and at other times warn us away from people and activities.

Where Does our Inner Voice Come From? 

Where does our internal voice come from? There’s no universally agreed-upon theory. I believe our inner voice is a survival adaptation to warn us of potential dangers and harm. However, in today’s world, this adaptation may do more harm than good.

“Too often, we jump to conclusions, only to cause ourselves and others unnecessary worry, hurt, and anger. If someone says one thing, don’t assume they mean something else. If they say nothing at all, don’t assume their silence has some hidden, negative connotation” — “4 Ways to Quiet the Negative Voice Inside You.”

Our inner voice often leads us astray through faulty logic and poor decision making, which can become, “What will we do if they amputate dad’s arm?”

“The critical inner voice is defined as a well-integrated pattern of negative thoughts toward one’s self and others that is at the root of an individual’s maladaptive behavior.” — Psychology Today

What Can You do About it? 

What can you do? A few years ago, I read Dr. Jill Bolte Taylor’s amazing story, “My Stroke of Insight,” about her journey back from a devastating stroke. At one point, she shares how she learned to say thank you, but no thank you to her inner voice. Since reading about her strategy, I’ve learned to say no to my inner demons. Although I’m not always successful at shutting it off, I’ve made progress. It’s something anyone can do. Thank you, but no, thank you. Thank you for trying to protect me, but no, thank you—I got this.

“Now that you have identified that your critical inner voice is advising you, what is it trying to get you to do? When you pinpoint the actions that it is advocating, you can take control of your critical inner voice. You can consciously decide to take action against its directives, thereby acting in your own interest.” — Psych Alive: “Critical Inner Voice.”

Dad’s Arm Wasn’t Amputated

My father recovered nicely and lived cancer-free for several more years. A one-inch circle of skin was removed from his forearm and covered with a skin graft from his shoulder. The doctor didn’t have to amputate his forearm. I’m not making light of this or my sister’s concerns because I do the same. Every day I must stop and consider where my inner voice is taking me, and then take a deep breath and say, thanks but no thanks. I got this.

If you enjoyed this, I recommend, A Book Review: Make Peace with Your Mind

Photo by Ben Sweet on Unsplash

 

The post Telling Your Inner Voice No appeared first on Randy Clark Leadership Training.

Should You Fit Your Game Plan to Your Team or Your Team to your Plan?

So, do you fit your game plan to your team or try to fit your team to your game plan? Good question, isn’t it. 

I’m no sports expert. Little league baseball and high school football were my only exposure to organized sports. I played pick-up basketball and ran 5 Ks into my early 60’s (I’m thinking about doing both again if my legs will hold out), but that’s about it. Like I said – I’m no expert. However, I’ve watched college and professional coaches attempt to fit a team to a game plan rather than fit the game plan to the personnel. What I learned was this approach seldom works.

The Game Plan 

I recall a former NFL head coach. He had a plan, and regardless of the talents of his team, he attempted to put square pegs into round holes. I’m confident his plan had merit if he had the players to fit the plan, but quite often, he didn’t have the right personnel for his plan. It didn’t work. Like I said, he’s a former head coach.

I was excitedly watching one of my favorite men’s college basketball teams last week. They were ahead by double figures with less than 10 minutes to go. The coach decided to change what had got them the lead. They ended up losing by three points. They might have lost the game regardless of the coaching move, but it didn’t help.

Backup quarterback Nick Foles became the 2018 Super Bowl MVP, leading the Eagles to the championship. Much of the credit should go to the coaching staff because they changed the offense to fit Foles talents. 

Does Your Team Fit Your Plan? 

In business, I’ve seen too many managers attempt to fit their employees to a plan when they should have been looking for ways to use their teammates’ talents.

For example, I was recruited and took a job at a Volkswagen dealership in 1975. The manager that hired me watched me manage a retail outlet. Our mall store was loose and fun and one of the most profitable stores in this national chain. He wanted to bring that same fun approach to his dealership. It wasn’t long before my unorthodox methods made me the top salesperson and led to management. It worked because the leadership team understood my talents and allowed me to use them.

I was hired away by another VW dealership. Unfortunately, they only saw my numbers; they didn’t know what they were getting. After two weeks, they fired me. They expected me to fit their plan regardless of my talents and my success using those talents.

It’s Not All About the Money

Much of my work career has been in sales. In business, it’s assumed that salespeople are motivated by money. Many are. I’m not one of them. I’m more motivated by recognition and being part of a winning team than by money. Once when I was a sales manager, an outside consultant was brought in to profile our sales team. She informed the owner that I was a bad fit. Sales wasn’t the place for me and certainly not as the sales manager.

She based much of her conclusion on the fact that I wasn’t money motivated. The owner of the business didn’t listen to her. I later became district sales manager and eventually VP of Operations. During my time in management, the company grew more than 300 %. The growth certainly wasn’t due to my efforts alone, but I was part of the equation. I think the owner made the right choice.

Which Coach Are You? 

Many coaches take the time to learn their team’s individual skills, personalities, and character traits and then use this information to develop training plans to fit players. Some coaches take it further and use teammates individual talents to help the team. The question is, which coach are you? Do you try to fit your players to a plan or fit a plan to your team’s talents?

How Can I Help You?

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

So, does your business have a  management training plan? Because, if not, many organizations, large and small, use my book, The New Manager’s Workbook a crash course in effective management, as the basis for their leadership development program. Check it out.

Photo by Nguyen Thu Hoai on Unsplash

 

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The Day Princeville Got Egged

The story I’m about to share is true. Although, you’d be hard-pressed to verify it. You see, the local media in Princeville, Indiana, kept what happened that day secret. The story took place in 1972 when the primary news outlet for the small town was the local newspaper. The Princeville Ledger didn’t report the incidents on Easter Sunday, 1972. Thirty miles away, the three network television stations out of Evansville never heard the story, partially due to Princeville’s population of 6,000 keeping it to themselves. The townsfolk were embarrassed. They had egg on their faces.

Easter 1972 was April 2nd. For 27 years, Princeville had held an Easter egg festival on Easter. The largest employer in the county, Daisy Field Eggs, supported the event. They were the lead sponsor. Daisy Field Eggs not only donated funds to promote the festival, but it also gave eggs. Thousands of them.

Princeville proclaimed the festival to be the largest egg hunt in North America. The Saturday before Easter, Daisy Field Eggs delivered the eggs to the festival committee headquarters at the local high school. The team of volunteers would boil and color the eggs, hundreds at a time, as other volunteers carried cartons of colored eggs to their pickup trucks, VW’s, and Jeeps so they could “hide” the eggs all around Princeville.

You could say they hid them in plain sight. Eggs were looped with strings and tied to the maple trees that lined downtown. They placed eggs on benches, windowsills, and business entryways. Wherever there was a place for an egg, an egg was placed. 1972 was the first year that Bob “Little Bucky” Kingery was in charge. His father, Bob “Big Buck” Kingery, had spearheaded the event for the last 12 years. Big Buck needed a break, and Little Bucky was ready. It was an honor to keep it in the family.

Dad and son had starred on the Princeville Panthers basketball squad. Little Bucky led his team to their first sectional title in more than ten years and only lost on a last-minute bucket in the regional finals. Big Buck walked on at the University of Evansville and won a scholarship. Little Bucky didn’t go to college. He married his high school sweetheart Roseanne. Little Bucky’s marriage proposal was, “You’re what!?” They had three kids, two girls, one boy.

Little Bucky wouldn’t have to manage much because most of the volunteers had been doing this for years. They knew what they were doing. Daisy Field Eggs would deliver the eggs in the morning. Five large pots were borrowed from the school cafeteria, filled with water, and food coloring. There were red, green, blue, yellow, and orange pots. The eggs were hard-boiled and colored at the same time.

By noon, the volunteers who would hide the eggs began arriving. No egg was supposed to be hidden before 5 pm. However, many of the volunteers broke policy so they could secure prime egg hiding locations. It was up to the volunteers to bring supplies to hang or display the eggs. Many created little pouches made of string to hang the eggs from tree branches, bushes, and light poles. Others had rolls of duct tape they’d fold over to use as double-sided tape, and a few used Velcro. How the eggs were secured was up to the individual volunteers. On the morning of Saturday, April 1st, everything was in place. The volunteers were at their stations; Daisy Field Eggs carted in the Eggs. Everything was going as planned … until it wasn’t.

The downfall began when the winds came, followed by rain and then thunder. Suddenly, without warning, the lights went out. There was still plenty of daylight coming through the cafeteria windows to see what they were doing, but there was a bigger problem. The stoves were electric. The team had filled the pots with water. Burners had been turned on, but only for a few minutes. The water was warm. It wasn’t hot enough to boil eggs.

Little Bucky called Big Buck, who called his friend Charlie who worked at Rural Power and had been the point guard on Big Bucks team. Big Buck called Little Bucky back with the bad news. Two trees had fallen on the main power line that fed the high school. The power would be out for at least 12 hours — probably longer.

Little Bucky paced back and forth. He scratched his chin and paced some more. He looked at the ceiling, waiting for a sign. Suddenly, he stopped and grabbed a dozen eggs and gently lowered them into the red dye pot. He waited and watched the eggs for five minutes, then scooped them onto the countertop. They were red! He gathered the volunteers.

“I’m not letting anything get in the way of Princeville’s Easter egg festival — are you with me!?” The group of volunteers mostly looked at their feet and unenthusiastically mumbled, “Okay, I guess, or if you say so.”
“So, here’s the plan. See these red eggs? They aren’t hard-boiled. I put them in the pot for five minutes, and they came out bright red! We can do this. Let’s go for the win! Help me put the eggs in the pots.”

The team got to work, and although there were a few mishaps, overall, it worked. Little Bucky cautioned everyone to be careful when removing the eggs from the pots. They couldn’t be tossed around like hard-boiled eggs.
The next step was to explain the situation to the egg hiders. The school had a fancy Xerox copier so, Bucky wrote out a list of do’s and don’ts for handling unboiled eggs, which he copied and gave to each hider. He was sure it would work.

On Easter Sunday, everything was going smoothly. The event didn’t begin until after church. Most vendors began setting up at 10 or 11 am. There were crafts, foods, beverages, and booths for local auxiliaries of the Legion, VFW, Eagles, and Moose. The school had a booth sharing images from the chess club, marching band, debate team, drama club, cheerleaders, basketball team, and more.

By 2:00, it looked like the previous day’s storms had passed. It was gray, but that was normal in this part of Indiana.
People packed downtown Princeville. If any of the 6,000 residents had stayed home, you wouldn’t know it. Folks were eating corn dogs, chicken wings, and elephant ears. Children were running around, searching for eggs as their parents carefully placed them in plastic bags. Little Bucky and his team had posted and passed out flyers about the uncooked eggs. The high school Principal, Mr. Warner, was given a bullhorn, and he explained the situation. It was going well. It was going to work…until it didn’t.

The winds picked up, slowly at first, then the clouds darkened, and it began to sprinkle. Thunder clapped in the distance. People looked to the skies and started moving towards cover, but it was too late. A sudden gust of wind barreled down Main street picking up speed, and eggs, as it coursed down the street.

Eggs flew everywhere, up, down, and sideways, and they hit everything. Flying eggshell shrapnel struck children. Little Billy Higgins got a piece of shell in his right eye. Women screamed as eggs plastered their clothes, shoes, and hair. Men tried to protect their wives and children but to no avail.

While attempting to calm the crowd and bring order to the chaos, Sheriff Martin was hit in his privates by a grade A large yellow egg. It took him to his knees. Eggs cracked the front window at Mary’s thrift shop.
Eggs covered everything. Johnny Long had left the top down on his 1970 mustang convertible. Egg yolks, whites, and shells covered Princeville like a Jackson Pollock painting. It was a disaster.

No one had secured the School booth tent. The wind tore it loose, picked it up, and rolled it down Main St — a moving target for flying eggs. Egg-covered photos of teams and cheerleaders followed it.

Monday evening, April 3rd Mayor Armstrong held a town meeting. Addressing the gathering, he explained what the town was going to do to clean up the disaster. He let them know that he had personally contacted Ron Hedges, the insurance agent for most of the townspeople. Ron was setting up a disaster claims unit. And then the mayor made my telling of this tale possible. He asked the townspeople to keep the egg-saster a secret. Nobody on the outside needed to know.

Three months after the failed festival, insurance companies were still dealing with the damage. Estimates for property damage, automobile repair, and personal injury totaled more than $50,000 in claims. But the news of the egg-saster went no further.

The next year the festival went off like clockwork. Little Bucky and his team got the job done. But even today, on egg festival Saturday, everyone keeps checking the lights.

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How to Identify Future Leaders

I’ve been asked more than once how to determine who the future leaders of an organization are. How to identify future leaders. Who displays the drive and desire to lead a business into the future? Who has the fortitude to weather the storm?

How to Identify Future LeadersDon’t base leadership candidacy on the following Don’t base it on tenure alone—Tenure without leadership skills and the desire to lead isn’t enough. Next man or women up isn’t a good determination of leadership ability.Don’t force someone into it – If you have to convince someone to take a leadership role you have the wrong person. They gotta want it.Experience and skills aren’t enough – Similar to tenure, experience can be a great asset for a leader, but not if they have no desire to lead. I’ve witnessed experienced employees who preferred working independently, put in management positions—not a good leadership strategy.Be objective, not subjective – Don’t base management candidate choices on personal preferences, neither likes nor dislikes. Base it on objective criteria and observable behavior.What should you look for?

Look for an employee that is a leader before they have the title of manager. As the late Jerry Heir once told me, “Don’t put someone in a management position and expect them to change.” That doesn’t mean that future leaders don’t need training—they do. What Mr. Heir was talking about was a person’s character and outlook. Future leaders are…

Helpful- Future leaders look for ways to help beyond their responsibilities.Positive – Future leaders look for the upside in people and circumstances.Character – Future leads show moral conviction and adhere to a set of business ethics.Honest – Future leaders tell the truth even when it’s not pleasant.Disciplined – Future leaders have the drive and work ethic to get the job done. They don’t give you an excuse they produce.Learners – Future leaders want to improve—they want to learn and grow.Don’t settle for less

Throwing someone into a position they’re not suited for or don’t want, is a recipe for disaster. Misplaced loyalty to a teammate based on tenure or experience alone isn’t enough. Don’t get me wrong, tenure and expertise coupled with a desire to help others may be the best formula for success. Take a close look at your operation, who shows the six traits listed above? Could they be one of your future leaders?

How Can I Help You?

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

So, does your business have a  management training plan? Because, if not, many organizations, large and small, use my book, The New Manager’s Workbook a crash course in effective management, as the basis for their leadership development program. Check it out.

Photo by LinkedIn Sales Solutions on Unsplash

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