Mike Figliuolo's Blog, page 60
July 1, 2021
When delivering bad news, how do you handle it?
Our reader poll today asks: When delivering bad news, how do you handle it?
I’m very direct and matter of fact: 48%
I soft-pedal it and try to cushion it: 29%
I try to find a cheery upside to balance it out: 20%
I avoid it and don’t deliver it or ask someone else to: 3%
Delivering Bad News is Hard.
Read the rest of this post at thoughtLEADERS, LLC: Leadership Training for the Real World.
This is only the beginning of the thought... Please click the article headline above or go to http://www.thoughtleadersllc.com/blog for more.
I’m very direct and matter of fact: 48%
I soft-pedal it and try to cushion it: 29%
I try to find a cheery upside to balance it out: 20%
I avoid it and don’t deliver it or ask someone else to: 3%
Delivering Bad News is Hard.
Read the rest of this post at thoughtLEADERS, LLC: Leadership Training for the Real World.
This is only the beginning of the thought... Please click the article headline above or go to http://www.thoughtleadersllc.com/blog for more.
June 30, 2021
5 Criteria for Distributing Your Team’s Work
Keep these five things in mind when you’re splitting up the work for your team.
A key task as the leader of a high performing team is how you distribute work across the members of your team. It needs to be done fairly. Note, I didn’t say equally. Work allocation needs to be done fairly because you want perceptions of equality. You want people to work on things they’re good at but also that they’re excited by.
Read the rest of this post at thoughtLEADERS, LLC: Leadership Training for the Real World.
This is only the beginning of the thought... Please click the article headline above or go to http://www.thoughtleadersllc.com/blog for more.
A key task as the leader of a high performing team is how you distribute work across the members of your team. It needs to be done fairly. Note, I didn’t say equally. Work allocation needs to be done fairly because you want perceptions of equality. You want people to work on things they’re good at but also that they’re excited by.
Read the rest of this post at thoughtLEADERS, LLC: Leadership Training for the Real World.
This is only the beginning of the thought... Please click the article headline above or go to http://www.thoughtleadersllc.com/blog for more.
June 28, 2021
CEOs: Key Signs You’re the Bottleneck of Your Business
Sometimes leaders can be their own worst enemies. Learn five signs that you’re the bottleneck of your business.
Today’s post is by Thomas Michael Hogg, author of Profitable Growth Strategy (CLICK HERE to get your copy).
One of our clients had 5000 SKUs and we showed him analysis-wise that only 600 products made 80% of sales. We recommended the CEO to discontinue at least 500 very costly and unprofitable products.
Read the rest of this post at thoughtLEADERS, LLC: Leadership Training for the Real World.
This is only the beginning of the thought... Please click the article headline above or go to http://www.thoughtleadersllc.com/blog for more.
Today’s post is by Thomas Michael Hogg, author of Profitable Growth Strategy (CLICK HERE to get your copy).
One of our clients had 5000 SKUs and we showed him analysis-wise that only 600 products made 80% of sales. We recommended the CEO to discontinue at least 500 very costly and unprofitable products.
Read the rest of this post at thoughtLEADERS, LLC: Leadership Training for the Real World.
This is only the beginning of the thought... Please click the article headline above or go to http://www.thoughtleadersllc.com/blog for more.
June 24, 2021
How do you handle situations where you warn someone of something, they don’t listen, and then it happens?
Our reader poll today asks: How do you handle situations where you warn someone of something, they don’t listen, and then it happens?
I proudly declare “I told you so!”: 6%
I gently highlight: “We knew this could be an outcome or risk”: 45%
I don’t say anything then but make stronger warnings in the future: 12%
I try to figure out why they didn’t listen to me in the first place: 21%
I just move on and don’t say anything — not listening was a choice: 16%
A gentle “I told you so.” A slight majority of respondents prefer to tell people “I told you so” when something goes wrong that they warned of previously.
Read the rest of this post at thoughtLEADERS, LLC: Leadership Training for the Real World.
This is only the beginning of the thought... Please click the article headline above or go to http://www.thoughtleadersllc.com/blog for more.
I proudly declare “I told you so!”: 6%
I gently highlight: “We knew this could be an outcome or risk”: 45%
I don’t say anything then but make stronger warnings in the future: 12%
I try to figure out why they didn’t listen to me in the first place: 21%
I just move on and don’t say anything — not listening was a choice: 16%
A gentle “I told you so.” A slight majority of respondents prefer to tell people “I told you so” when something goes wrong that they warned of previously.
Read the rest of this post at thoughtLEADERS, LLC: Leadership Training for the Real World.
This is only the beginning of the thought... Please click the article headline above or go to http://www.thoughtleadersllc.com/blog for more.
June 23, 2021
How to Build Team Chemistry
Building chemistry between the members of your team is all about personalities, shared beliefs, and trust.
It’s great to have a clear vision, a mission, a nice set of prioritized initiatives, and all the right people. But what starts differentiating a team from a high-performing team is chemistry and trust. These intangibles are some of the most critical elements of building a high-performing team, but they’re also some of the most elusive ones to build and capture.
Read the rest of this post at thoughtLEADERS, LLC: Leadership Training for the Real World.
This is only the beginning of the thought... Please click the article headline above or go to http://www.thoughtleadersllc.com/blog for more.
June 21, 2021
How to Avoid Work-From-Home Burnout
Follow these tips to help your teams thrive as they continue to work from home.
Today’s post is by Lonnie Mayne, author of Red Shoes Living (CLICK HERE to get your copy).
During the past year, many changes have been made in the workplace. Since most companies are now working from home with new schedules and meeting formats, employees have been through a lot. With stress at an all-time high, companies are seeing drastic amounts of work-from-home burnout.
Read the rest of this post at thoughtLEADERS, LLC: Leadership Training for the Real World.
This is only the beginning of the thought... Please click the article headline above or go to http://www.thoughtleadersllc.com/blog for more.
Today’s post is by Lonnie Mayne, author of Red Shoes Living (CLICK HERE to get your copy).
During the past year, many changes have been made in the workplace. Since most companies are now working from home with new schedules and meeting formats, employees have been through a lot. With stress at an all-time high, companies are seeing drastic amounts of work-from-home burnout.
Read the rest of this post at thoughtLEADERS, LLC: Leadership Training for the Real World.
This is only the beginning of the thought... Please click the article headline above or go to http://www.thoughtleadersllc.com/blog for more.
June 17, 2021
How well do you maintain long-term professional relationships with those in your network?
Our reader poll today asks: How well do you maintain long-term professional relationships with those in your network?
Extremely well: I put a lot of effort into staying connected with people: 7%
Very well: I work hard to stay connected with a focused group of people: 16%
Well: I stay connected to the most important people in my network: 27%
Not well: I could improve how connected I stay with people: 28%
Not at all well: I only stay connected to a small handful of people: 15%
Poorly: I put minimal effort into maintaining my network: 8%
Connecting takes effort.
Read the rest of this post at thoughtLEADERS, LLC: Leadership Training for the Real World.
This is only the beginning of the thought... Please click the article headline above or go to http://www.thoughtleadersllc.com/blog for more.
Extremely well: I put a lot of effort into staying connected with people: 7%
Very well: I work hard to stay connected with a focused group of people: 16%
Well: I stay connected to the most important people in my network: 27%
Not well: I could improve how connected I stay with people: 28%
Not at all well: I only stay connected to a small handful of people: 15%
Poorly: I put minimal effort into maintaining my network: 8%
Connecting takes effort.
Read the rest of this post at thoughtLEADERS, LLC: Leadership Training for the Real World.
This is only the beginning of the thought... Please click the article headline above or go to http://www.thoughtleadersllc.com/blog for more.
June 16, 2021
Recruiting the Right People
Recruiting the right people involves creating appropriate role descriptions and knowing where to look.
One of the most exciting aspects of building a high-performing team is recruiting people to be members of that team. There’s nothing better than finding that really talented person who wants to come work with you. So as you think about doing this recruiting and finding the right people, you need to understand how to create role descriptions based on the team’s skill needs.
Read the rest of this post at thoughtLEADERS, LLC: Leadership Training for the Real World.
This is only the beginning of the thought... Please click the article headline above or go to http://www.thoughtleadersllc.com/blog for more.
One of the most exciting aspects of building a high-performing team is recruiting people to be members of that team. There’s nothing better than finding that really talented person who wants to come work with you. So as you think about doing this recruiting and finding the right people, you need to understand how to create role descriptions based on the team’s skill needs.
Read the rest of this post at thoughtLEADERS, LLC: Leadership Training for the Real World.
This is only the beginning of the thought... Please click the article headline above or go to http://www.thoughtleadersllc.com/blog for more.
June 14, 2021
Surge or Die
Leaders need to be prepared for sudden changes that affect their organizations.
Today’s post is by Dr. Michael Waters, author of The Power of Surge (CLICK HERE to get your copy).
If you are a leader and you don’t have surge gear, then guess what? You might not be a leader for long. If you lack the wherewithal to move your business from its normal mode of operation to one that is turbocharged, then you’ve no way of responding effectively to either sudden problems that could send you into a tailspin or unexpected opportunities that could send you rocketing.
Read the rest of this post at thoughtLEADERS, LLC: Leadership Training for the Real World.
This is only the beginning of the thought... Please click the article headline above or go to http://www.thoughtleadersllc.com/blog for more.
Today’s post is by Dr. Michael Waters, author of The Power of Surge (CLICK HERE to get your copy).
If you are a leader and you don’t have surge gear, then guess what? You might not be a leader for long. If you lack the wherewithal to move your business from its normal mode of operation to one that is turbocharged, then you’ve no way of responding effectively to either sudden problems that could send you into a tailspin or unexpected opportunities that could send you rocketing.
Read the rest of this post at thoughtLEADERS, LLC: Leadership Training for the Real World.
This is only the beginning of the thought... Please click the article headline above or go to http://www.thoughtleadersllc.com/blog for more.
June 10, 2021
How do you handle someone trying to change small terms of a deal after it has been struck?
Our reader poll today asks: How do you handle someone trying to change small terms of a deal after it has been struck?
I accept the change and move on as long as it’s not a huge issue: 37%
I object strongly and hold them to the original terms: 19%
I accept their change as long as they accept new changes of mine: 40%
I call off the whole deal: 4%
Push back or let it slide?
Read the rest of this post at thoughtLEADERS, LLC: Leadership Training for the Real World.
This is only the beginning of the thought... Please click the article headline above or go to http://www.thoughtleadersllc.com/blog for more.
I accept the change and move on as long as it’s not a huge issue: 37%
I object strongly and hold them to the original terms: 19%
I accept their change as long as they accept new changes of mine: 40%
I call off the whole deal: 4%
Push back or let it slide?
Read the rest of this post at thoughtLEADERS, LLC: Leadership Training for the Real World.
This is only the beginning of the thought... Please click the article headline above or go to http://www.thoughtleadersllc.com/blog for more.
