Rick Conlow's Blog, page 25

How to Lead by Example and Accelerate Your Career

When I first became a supervisor I was told to lead by example. Yet, nobody really told me how to do it in detail. It was almost like you had to be quiet and secretive about what it meant. I have invested over twenty years to learn what to do. It’s now not a secret.

Leading by example is often described as a basic management skill. Unfortunately it isn’t so easy or done very often. Too many managers don’t understand that they have do what they say they will do. If you don’t you lose the trust and respect of employees. Team performance and morale will also suffer. You have to talk the walk and walk the talk. It is called leading by example. It involves integrity. This leadership video will define this clearly. (As a bonus, you will have an assessment to use to check your capabilities.)

 Recent research shows that only 37% of employee’s trust executives. Employee disengagement is 87% worldwide. Leaders are falling short of leadership excellence. YOU don’t have to make this mistake. As a manager you can accelerate your career by learning how to lead by example. When you model the way, your team will follow. They will improve their performance and their results. That’s good news for them and you!

5 Keys Characteristics to Lead by Example

This leadership video clip will give you five key areas  for you to lead by example:

Caring-you want your team to succeed
Commitment-you follow-through on promises and agreements
Communication-you proactively engage your team
Consistency-you focus and stay the course, you can be counted on to do the right things
Character-you are honest, genuine and act with integrity

Each of these areas have 4 key behaviors to define them. (Below there is a link to an complimentary assessment for Leading by Example.)

With examples and enthusiasm learn the details of how to lead by example. Remember this quote: If you want your team to be better you have to be a better leader.

By the way, do YOU want to assess your leading by examples skills? Take this complimentary Leading by Example assessment. 

Or, do you want a proven game-plan for career success? If so, check out Rick’s Superstar Leadership book.

Call for consulting, training and coaching services – 888-313-0514

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Leading with Integrity: 4 Defining Questions

Integrity is a foreign word to many leaders. Be ethical, tell the truth, and do what you say you will do. This the essence of integrity. Yet, only 37% of employees view Ceo’s as credible. Considering all of the celebrity type leaders across industries and vocations that have bit the dust, this is not surprising but it is also a sad fact.

Extra Extra Read All About It!

Honesty, integrity, and ethics are in great demand! More and more companies have created ethical statements as guidelines for behavior in the business. Doing business the right way is becoming more crucial than being the best. After all, if you are dishonest, it affects the trust you have in your relationships with employees and customers alike. It also erodes the foundation of your inner conscience. It’s been stated, “To thine own self be true.” If you aren’t, how can you be with others or really achieve success as a leader?

The 4 Integrity Questions

Use these four questions as a check to keep you on the straight and narrow.

What is needed?
What will work?
What is moral and legal?
What is right?

In his book Principled Centered Leadership, Stephen Covey defines integrity as: “Honestly matching words and feelings with thoughts and actions, with no desire other than for the good of others, without malice or desire to deceive, take advantage, manipulate, or control, constantly reviewing your intent as you strive for congruence.” How do you know if you are acting with integrity? Here are some indicators:

You keep your word.
You follow-up on your commitments.
Your behavior and values match.
In spite of your mood, you treat people respectfully.
You don’t need to drop names, situations, or events in conversations to impress people.
You strive to do the right thing not the expedient thing.
When under temptation to bend the rules, you stay honorable to the company’s values and what’s right.
You treat all people with respect and dignity.
Poor taste in humor is not part of your vocabulary.

Whether you are a manager or not, your integrity defines who you are in relationships. Are you out for yourself only or do you care about the success of others, too? People more readily follow those who have an interest in their needs and that they can trust.

By the way, do you want to elevate lead by example more effectively? Check out this complimentary LEAD BY EXAMPLE ASSESSMENT.

Or, do you want a proven game-plan for career success? If so, check out Rick’s Superstar Leadership book.

+Consulting Services

+Books & Training Resources

+Call consulting, training and coaching services – 888-313-0514

 

 

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Coaching an Employee to Persevere

Persistence seems to be a nitty-gritty, nose-to-the-grindstone mentality, right? Right. A persistent person is someone who keeps on keeping on under every possible trial. They face adversity, so they push harder. They encounter walls, so they jump higher. They experience setbacks, so they strive faster. People who persevere are willing to push through the impossible until it becomes possible.

Employees at all levels face problems that may make them want to quit. Sales professionals will hear no after no. Customer service reps get on-going complaints. IT technicians face glitch after glitch. So, how are they going to handle the heat? As their coach, it’s your job to:

Be available, engaged and listen to their concerns.
Identify what sort of tenacity they currently have.
Determine how to build upon what’s already there.

Observe them in action

To accomplish the first task, all you need to do is observe them. Watch them in action. And depending on how self aware they are some people get uncomfortable with this. Their reaction might be clue #1 that they’re on the defensive side of the fence, which isn’t often correlated with high levels of perseverance or performance. Notice how they react to problems, for example:

How frustrated does the person get when rejected by a customer?
How long does it take for the person to get over an unexpected problem?
When a customer complains or is irate, how does the person react?
How does the employee handle others who confront them?
What does the employee do to mentally stay encouraged or positive?

Reframe their thinking to persevere

After assessing their level of personal persistence, it’s time to build upon it. Although this step is often a lot harder than the first, it is possible to help someone become more persistent. It comes down to one basic belief: it’s all about them. They have to reframe their thinking. The more a person takes setbacks or problems personally, the less persistent she probably is. Ask them questions about how they see it. Ask them questions about what steps they can take to deal with difficult situations. The employee needs to make it about what they need to do differently – instead of making it about who they are. If they attend to their actions and behaviors, they will feel empowered that something can change and will persevere. If they focus on their personality and personhood, they will feel defeated.

It’s your job to help them shift where they are centering their attention and effort. H. Jackson Brown has one of my favorite quotes on perseverance, “In the confrontation between the stream and the rock, the stream always wins- not through strength but by perseverance.” Remind your employees it’s not about one problem or issue, it’s about the journey of becoming the type of person he dreams of becoming or can become.

 

Want to accelerate your career? Enroll in this complimentary Excellence in Management training for managers.

Rick and his business partner Doug published career changing leadership practices in their book, Superstar Leadership. They designed the Superstar Leadership Model as a way to remember and apply the principles.

Rick Conlow International is a consulting and training company that coaches leaders to achieve record-breaking performances in sales growth, customer experience improvement, employee engagement and leadership effectiveness. In this business, Rick also serves managers worldwide online through training and coaching services designed to accelerate their careers and teams’ success.

Contact us: rick@rickconlow.com or 888-313-0514.

 

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Into Each Heart is Born a Spirit Filled with Dreams

What do you dream about? Nightmares and scares? Or, hopes and aspirations? Nothing?

Do you remember as a child, when you used to toss pennies into a fountain or wishing well? Closing your eyes, holding the penny tight, wishing for something specific, and then throwing the penny into the water? Then, you would excitedly skip along as you kept your secret. After all, it wouldn’t come true if you told anyone, right?

Dreams are Lost

But sadly, the truth is that for most people, wishes vanish quickly, they often fade faster than the water ripples calm after a penny is dropped. Only 6% of people live their childhood dreams. Instead as adults, we rarely believe in wishes any more than we believe in Santa Claus or the Tooth fairy. Dreams are lost and forgotten for too many.

Unfortunately, not enough people dream anymore. People seem too busy and sophisticated. An antagonist might say many things like:

keep your head out of the clouds
you’re a silly dreamer
don’t waste your time thinking about what can’t be
wishes don’t come true, so why make them?
daydreaming is a waste of time

Negative noise in our minds may chastise us the same way. We have to fight this and persevere. Your heart has the dreams, you just have to listen.

Dreams are wishes you decide to believe in. Real dreams do not fade. They become goals you decide to have. Deep in our soul, you believe they are possible. Dreams are the pictures and beliefs you create in your mind about what you want to be, what you want to do, or what you want to have. The more you believe it, the clearer you see it. Your dreams involve your ideas and thoughts for a better life.

Life Goes On, Dream Again

If you aren’t living a dream life don’t despair. Great American poet Robert Frost said, “In three words I can sum up everything I’ve learned about life: it goes on.”  Don’t give up, adapt, it’s the nature of things as a human being.

I do encourage you to dream again and again. John Keating declared in the movie, The Dead Poets Society, “But only in their dreams can men be truly free. ‘Twas always thus, and always thus will be.”

James Allen also defined in As a Man Thinketh, “Dream lofty dreams, as you dream, so shall you become. Your vision is the promise of what you shall one day be; your ideal is the prophecy of what you shall at last unveil.”

Want help in dreaming and achieving new goals? Check out GoalPower, an interactive roadmap with action exercises to guide you.

Check out our other learning resources and coaching support as well go here: Store

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Hire Up, To Go Up!

Great leaders hire great people. After working with over 200 companies and over 300,000 managers, I noticed the best leaders always have the best people for two main reasons.

They hire up to go up

So they learn to network and interview well. They end up always having a good pool of waiting candidates. And, they are involved in the selection process and are able to hire better, and  more top talent. Here are 3 critical tips to consider during your selection process:

Use the rule of 3-three interviews in different setting from at least three interviewers.
Ask more behavioral questions-For example: Describe a time you used project planning and how you did it? (look for details)
Check three references-people lie in interviews, and on applications/resumes.

They do a great job of coaching

I had to add this. As a result of great coaching, their team turnover is less 50% less than other managers. This is the essence of employee engagement.

Quite frankly, leadership success isn’t that hard. Just do what other managers don’t do. Invest more (time, effort and money) in your team. They will invest more for you.

People-employees-can achieve incredible things with the right leader. Make it YOU. If you want your team to be better you have to be a better leader.

Want to accelerate your career? Enroll in this complimentary Excellence in Management training for managers.

Rick and his business partner Doug published these approaches in their book, Superstar Leadership. They created the Superstar Leadership Model as a way to remember and apply the principles.

Rick Conlow International is a consulting and training company that coaches leaders to achieve record-breaking performances in sales growth, customer experience improvement, employee engagement and leadership effectiveness. In this business, Rick also serves managers worldwide online through training and coaching services designed to accelerate their careers and teams’ success.

Contact us: rick@rickconlow.com or 888-313-0514.

 

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5 Reasons Why You Can’t Succeed as a Leader

5 poisonous pills keep managers from becoming effective leaders. These are the ingredients to leadership failure. This leadership training video will give you brief case studies on leadership failure. Rick will also give you hope about what you CAN do to counteract these poisonous pills and truly succeed. Here are the cases:

#1- The Ron Johnson Method

#2- The Enron Phenomena

#3- The Richard Nixon Approach

#4- The Bernie Madoff Syndrome

#5- The Target Proposition

These obstacles are more personal in nature than skills or knowledge based.

Are you ready? YOU have to open your mind to be able to hear and act on the issue and the failure antidote. Research shows that over 50% of managers already fail each and every day. That’s a problem for employees, companies, and the managers. It doesn’t have to be YOUR situation. With a willingness to change, and learn key leadership skills, you can succeed.

Learn how to overcome the most potent career problems. While it isn’t easy you can execute better approaches with the appropriate antidote. It is a matter of changing values and behavior.

Become a better leader and use this introductory management training as a beginning point to accelerate your success. Use the complimentary tools below to help you fast track your success. Then, commit to on-going training. And, get yourself a coach.

IF YOU LIKE THIS VIDEO PLEASE GIVE IT A “THUMBS UP” AND LEAVE A COMMENT. THANKS!

By the way, do you want to elevate your performance as a manager NOW? If so, check out this complimentary eBook: How to Inspire People.

Or, do you want a proven game-plan for career success? If so, check out Rick’s Superstar Leadership book.  

Rick Conlow International is a business consulting and training company that coaches leaders to achieve record-breaking performances in sales growth, customer experience improvement, employee engagement and leadership effectiveness. RCI also has online resources to coach and train any and all managers to higher levels of success.

+Books, Learning Packages & Training Resources.

+Call consulting, training and coaching services – 888-313-0514

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10 Misleading Myths about Being a Boss

Lack of skill and knowledge aren’t the only obstacles that keep a manager from becoming an effective leader. Prevailing myths become formidable barriers as well. A myth is a tradition, story or worldview about how things are done.  In my experience with bosses and supervisors, ten misleading myths exist.

10 Management Myths

1. “I can’t be friends or socialize with subordinates because I will lose my authority. Besides that, I’ll be asked to do favors or be accused of favoritism.”

The myth behind this belief is that the supervisor must remain aloof, objective and isolated. Frequently, this is based on the supervisor’s fear that the relationship will be used against him or her at some point, especially if there are tough decisions to make or performance problems to resolve. As long as your performance expectations are clear – both your expectations for your employees and their expectations for you – nothing will impede upon your relationship. Indeed, it is likely that if you are an effective supervisor, you will naturally build strong relationships with subordinates. Open communication has power in the workplace because it’s often so minimal.

2. “I have to be liked by my subordinates because the work atmosphere depends on me.”

It is not necessary to be “one of the boys;” essentially, this myth is the reverse of the maintaining-distance theory. Friendships form when common interests and mutual respect exist. There will always be others who you wouldn’t choose to be with if there was an option. But, in the workplace, you will have common goals and a vested interest in getting along. The key to this is developing explicit clarity in your expectations and your relations.

3. “You can’t be honest with everyone. The management of this organization believes that we shouldn’t provide information unless the person has a need to know. So, my job is to get people to do things, without always explaining the purpose to them.”

This is a mushroom-style supervision approach: keep them in the dark, feed them B.S., and can them when you’re ready. Ironically, what usually happens is that the grapevine satisfies people’s need for information, whether the information is true or not. While discretion is occasionally required, informed subordinates who trust their supervisor as a reliable source, tend to perform more effectively. In fact, many supervisors withhold information as a way to exert power. And if the employees catch on, they tend to get even, which completely disrupts the exchange of necessary information.

4. “Feelings and emotion have no place at work. The last thing we should ever do is get emotional. Logic and rationality will solve every problem.”

Feelings are real – they cannot be turned on and off like a faucet. The difficulty is that most people are uncomfortable dealing with strong feelings, which can lead to tension between people. If a person’s feelings are not accurately acknowledged, the feelings will stay with the person and manifest as a hidden agenda. This unfinished business will consume attention and energy, and the focus that’s needed to get the job done will be unavailable. If one individual has the power to pressure the other into attending to the task despite personal feelings, the person will perform until the other individual is out of sight. Then, they will likely vent the emotional buildup to friends, family members or third parties. Wasted time, energy, resources and emotional reactions are the consequences of unresolved issues. So, appropriately and professionally address tension and feelings. Schedule formalized feedback sessions, so that a space is created where these matters can be addressed regularly.

5. “At all times, I must appear competent, professional, and in control.”

When you transition into a supervisory role, it’s unrealistic to expect yourself to immediately morph into a perfect, omnipotent person with complete clairvoyance. Supervisors frequently pretend to present a flawless management image. And when they get caught, the credibility they were seeking disappears. It’s better to be recognized as an honest person who is dedicated to maturing through experience, rather than to be perceived as one who lacks integrity.

6. “You have to be tough to be effective. Although I occasionally push to get my way with my colleagues, there is no way I have what it takes to do that all the time. I’m not that much of a confrontational S.O.B.”

In reality, you don’t have to be a tough S.O.B. Current research indicates that the “rugged individualistic,” “the meanest S.O.B. in the valley,” is actually an endangered species. This sort of supervisor may see short-term results or earn a reputation, but this supervisor will not be able to sustain long-term success. Occasionally, you will have to deal with unpleasant situations, which will test your mettle. But, what’s required is emotional muscle to be authentic. Responding in ways that align with your personal and professional values will help you avoid being labeled as the “Dr. Jekyll and Mr. Hyde” of the office. Help your team succeed and they will help you reach your goals. Don’t let this or any other of the myths get in your way.

7. “I don’t want to be manipulative, and if I attempt to change the conditions to encourage someone to perform, I will be manipulating.”

This myth stems from the negative connotation of the word manipulate. A supervisor’s job is to appropriately and creatively manage conditions to encourage performance. The adverse effects of this responsibility emerge when a supervisor denies the value and integrity of the subordinates by trying to pull the wool over their eyes. If your intentions are to effectively create conditions that inspire your subordinates in unique ways that extract their potential – you are not manipulating, you are motivating.

8. “I’ll never make it as a performance manager.”

Millions have made it, so why are you so sure you won’t? When you move into a supervisory role, nothing should stop you from being effective if you treat every challenge as another learning experience. You will make mistakes. You will feel the loss of your previous life that had reduced responsibilities. But, what you are experiencing is a normal reaction to the unknown. Seek opportunities to learn; discomfort will be present. Just like any other acquired skill (e.g. riding a bicycle), you may be unsteady at first, but your skill will come with practice.  Keep this in mind, the greatest impact on an employee is the direct supervisor.

9. “I am what I am, I can’t change.”

If something is a myth, it usually means that there’s a misunderstanding buried beneath the belief. Dig deep to discover what it is, so that the truth becomes transparent. If you don’t change you won’t be able to lead as well.

10. “There is nothing you can do about a bad boss.”

Over 50% of managers fail according to research. Many more are less than perfect.  And, the #1 reason people leave a job is because of a bad boss. While bad bosses are difficult I have found that you can manage upward. You may not change their behavior but you can improve the situation. Start by doing a good job. Next, always have a plan that you review with your boss. Finally, no surprises. Keep your communication current and honest. For more ideas see this post,  6 Proven Ways for Dealing with a Bad Boss.

A genuine manager that is willing to change can shatter these and other myths. With a commitment to coaching, on-going learning, training, and the team’s success any manager can become an effective leader. Without it, these myths can overwhelm you. Remember this, “if you want your team to better, you have to be a better leader.”

By the way, do you want to elevate your performance planning with employees? If so, check out this complimentary guide: BlueBook Goalsetting Guide.

Need to deal with that difficult person or situation? See this book: Handling Difficult People and Situations.

Or, do you want a proven game-plan for your management career success? If so, check out Rick’s Superstar Leadership book.

 

 

+Consulting Services

+Books & Training Resources

+Call for consulting, training and coaching services – 888-313-0514

 

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7 Ways to Lead Positively without the Title

Real leaders don’t depend on the “leader” label to launch their leadership legacy. They lead in the moment anyway.

Here’s what I mean by that – a leader by definition is one who is in the top role by title or influence relating to a group, team, organization, business or country. Because of this, many everyday employees don’t consider it the right time to begin their own leadership efforts. They are waiting for the promotion, the position, the award or the outside recognition – to confirm that they are worthy of the status and authority to be designated the leader. The problem with this is that it seriously postpones their ability to actualize their potential.

You are a Leader by Action not Title

Why wait for others to declare you a leader when you can decide to be one right now? What benefits does waiting bring you?

A real leader doesn’t depend on a title – a real leader leads through everyday actions, ordinary events and unusual circumstances. Real leadership is about positive influence. People who influence positively do so because it’s right and makes a difference not because of their title or even the desire to have one. If you’re waiting for someone else to call you a leader, you’ll be severely disappointed when that day finally comes and you realize nothing really changes besides the expectations others have for you. Taking it upon yourself to influence others positively in ways you can, right now, gives you time to practice, gain experience and build your confidence for more difficult challenges later.

To be completely honest, I think there’s a very valid reason most employees would rather follow than attempt to lead through positive influence- they’re afraid of failure. When you start holding yourself to higher standards, you have further to fall when you fail. This can be an intimidating fear to conquer; however, I encourage you to challenge yourself. Failing and making mistakes are risks that are worth your while, especially when they are done in efforts to achieve more, inspire more and become more. The best leaders aren’t the ones that avoid mistakes, they are the ones that make the most of the mistakes they make.

7 Ways to Lead by Activating Your Influencing Skills

So, here are 7 simple suggestions on ways you can lead even when you’re not a “leader”:

Encourage your coworkers. Notice their strengths, praise their accomplishments, and be aware of their contributions.
Notice opportunities for change and improvement – and put together action plans on how to address these opportunities.
Do your current job well, look for ways to improve and keep learning to get better.
Be a team player. Positive working relationships are crucial to effective leaders. Build bridges not barriers with others.
Strive to manage what you typically expect your manager to manage. This doesn’t mean that you should stop utilizing your manager and his or her resources and expertise – it does mean that you should stop and ask yourself if you can do the things you typically ask him or her to do for you.
Make the most of leadership resources in the meantime. It’s never too early to start reading leadership blogs, soliciting feedback, or learning leadership lessons. Even if you can’t relate to everything, it will help to increase your knowledge and awareness for the future.
Invest in your network. Find mentors, meet with others you respect and admire, ask questions, and do your best to invest in establishing and solidifying your network of already-established leaders.

Don’t wait for someone else to deem you a leader. Start by influencing others positively, and leadership will be thrust upon you. You can define this by what you are and how you act and where you want to go – right now.

By the way, do you want to elevate your performance planning with employees? If so, check out this complimentary guide: BlueBook Goalsetting Guide

Or, do you want a proven game-plan for career success? If so, check out Rick’s Superstar Leadership book.

+Consulting Services

+Books & Training Resources

+Call consulting, training and coaching services – 888-313-0514

 

The post 7 Ways to Lead Positively without the Title appeared first on Rick Conlow.

The #1 Problem Confronting Managers-Accountability!

Want to fast forward your results as a manager? Watch this leadership training video. Rick will share the #1 problem confronting managers today-accountability.

All companies talk about accountability in employees. What does that mean really? It is defined as a focus on achieving results, not activity. Employees today need to be more accountable. Productivity is declining in the US. Employee engagement is incredibly low. Customer service results are stagnant. Self-directed high performing employees look for problems to solve and do it.

The key to high performance…Accountability

The key is the manager. Managers have to be accountable first. If managers do the right things, employees will do the right things. In this management video clip Rick will share the STAR model for holding people accountable, and dealing with poor employee performance. If managers apply these strategies they get significantly better results from their teams. They become proactive exceptional leaders. If they don’t, the become mediocre managers.

People want to be great. If they aren’t managers won’t let them be. For some reason they put obstacles in their way:

lack of resources
poor policies
no training
limited communication
negative feedback
poor pay or benefits
outdated systems

People are the greatest resource of a company. If you treat them that way they perform as champions. So, if you want your team to be better you have to be a better leader. Accountability begins with the manager. IF YOU LIKE THIS VIDEO, GIVE IT A THUMBS UP & CHECK OUT OUR RESOURCES OR WEBSITES. THANK YOU!

By the way, do you want to elevate your performance planning with employees? If so, check out this complimentary guide: BlueBook Goalsetting Guide

Or, do you want a proven game-plan for career success? If so, check out Rick’s Superstar Leadership book.

+Consulting Services

+Books & Training Resources

+Call consulting, training and coaching services – 888-313-0514

The post The #1 Problem Confronting Managers-Accountability! appeared first on Rick Conlow.

3 Keys to Managing Managers Successfully

If you think managing is tough… managing managers takes the challenge of leadership to another level of complexity and potential for problems. But, there is one major thing managers of managers have working to their advantage: empathy. You have been there and done that. If one hasn’t been a manager, it’s easy to assume a lot of things about that role and how one will operate once occupying it. But if you’re already a manager, there are less assumptions and misunderstandings, and hopefully more common ground. So, start here. Build on this. Use it. Now, let’s move onto three key strategies that will help you manage your managers.

OPENLY COMMUNICATE

I’m sure you’re not surprised communication made the list. The keys word here are collaborative and open leadership. Honest conversations with your managers regarding their fears, challenges, mistakes, team dynamics and concerns – matter. Most managers feel as though they need to carry this on their own. They make assumptions that nobody else is struggling with the same things – and we all know that when someone can empathize with us, we can become more at ease with the ebbs and flows we’re facing.

Whatever you do – do your best to establish an environment where your managers don’t worry about what they share. Leading others involves the results, and but even more importantly the working relationships. The quality of the relationship often dictates the extent of the goal achievement.

MACROMANAGE

Do not micromanage. I repeat: DO NOT MICROMANAGE. Just because you have a mass of managers reporting to you does not mean you should manage them like a hoard of minions. You are not their master – you are their manager. Remember, people are your greatest resource. Empower them. Trust them. Encourage them. Reward them. Coach them. Praise them. Because good managers are busy getting their team members recognized, they often get overlooked, so make sure you are getting your manager’s time in the limelight. Managing managers is a strategically high contact sport.

CLARIFY PRIORITIES

Your managers are busy building teams, encouraging employees and fighting fires – at the very least, you must provide concise direction for them. Establishing a vision, setting priorities and aligning objectives is your job. Why is this? Because what you do at this stage will get shuffled down the ladder to your managers’ reports. So, if you’re floundering without focus, you can bet your business that the bottom-line will not benefit from your muddled managing style. Managing managers requires diligent focus.

Without question, CLARITY – TRUST – and VISION will do wonders with your managers. Use the empathetic backdrop to your advantage, but don’t bank on it to bear the weight of the burdens that your managers are bound to bring you. Just because you’ve been a manager and are a manager doesn’t mean you’re a mind reader – remember that.

Do you want to accelerate your career? Go here: 4 Career Coaching Options

Do you want a proven game-plan for management career success? If so, check out Doug and Rick’s best selling book,  Superstar Leadership book. 

 

 

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