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FLASHPOINTS

As leaders, sometimes our role is to entertain others, and to keep them enthused and aligned with our cause. We may need to keep the fun flowing, the pace fast, and the organization moving forward to attract high performers. It’s not about us being the center of attention, though. Taking time to show interest in our allies more than trying to impress them pays enormous dividends. We must get to know our team members—their hopes, dreams, and fears—and really understand what it is that inspired them to get involved with us. This not only gives us new insights into our team, but there’s no better way to remind them why they joined in the first place. How can you show you’re truly interested in those working around you?

Unnecessary fear of a bad decision is a major stumbling block to good decisions. Jim Camp.

Who begins too much accomplishes little ~ German Proverb

For most of us, we look forward to Fridays as the end of a work week, with fewer meetings, deadlines and commitments. While others are slowing down and cutting out early, Fridays can be the most productive day of the week for high achievers. It’s our choice to take advantage of a bonus day full of opportunities, and resist temptation to “party” early. Granted, sometimes it’s great to leave early for a weekend away—but not every Friday! So, how do we overcome that temptation? (1) Remind ourselves of the limited time we have to achieve the vision of reaching our fullest potential, (2) write down one thing to inch us toward achieving it, and (3) GO DO IT! What can you do to make Friday your Opportunity Day?

Giving up on our goals is not a decision to be taken lightly. Too often, when we’re frustrated, we stop believing we can make it across the finish line, and we shift attention to the next bright, shiny object. To avoid that knee-jerk, emotional response, we must seek the wisdom of our mentors and coaches to bring calm, clarity and awakening. Mentors can relate to our feelings and frustrations, and they help us work toward a sound decision that is ultimately in our best interest. Don’t give up; rather, look up … to them. Build the discipline to look up to them in both easy and hard times. Avoid isolation, as the lone-wolf journey is a treacherous one. What plans are you making to connect with your mentor or coach?

A well-known game developer in the U.S. recently raised over a million dollars in less than 24 hours for his next release. By making the initial purchase, his customers backed his business; but as the emotional bond grew, they did more than that: they backed his vision. Think about the enormous amount of trust and belief his fans have in him, to invest money without actually having a product, without knowing much about it, and before it’s even in development! What’s the lesson? When we exceed expectations and make emotional connections with people, they move from being a customer, to becoming a fan. That’s when we know our character is developed to a high level: people really trust us. How are you moving from developing customers to creating fans?

At the most basic level, a vision statement is meant to put words to what we’re out to achieve with our business or project. On a much deeper level, however, it should be used to communicate our vision to those who can help make it happen: investors, team members, clients, and even our friends. Think of it as a mantra: JUST DO IT (Nike). Simple, yet powerful and memorable. It comes down to this: if we can reflexively speak our vision to others without even thinking, applause is due. But if our stakeholders can do the same, we deserve a standing ovation! Ask two of your team members to recite your vision statement. Now ask a client. Now what are you going to do as a result?

Quoting someone and then disagreeing with them is not something done often, but there are times when it’s needed. Part of being a great leader is leading by example: forging through obstacles by determined actions, thoughts, and willpower. And when we admit our fears, and continue succeeding in spite of them, that exemplifies great leadership. Because then we’re teaching others to do the same and sending the message that no matter what our fears are, we won’t let them control us. Instead, we will use them for the greater good. So while it’s good to share our inspiration, true inspiration comes from sharing our fears and our courage to succeed through them. What fears on your journey are you going to share that will inspire others?

The major value in life is not what you get. The major value in life is what you become. Jim Rohn.

I always view problems as opportunities in work clothes. Henry Kaiser.

It’s a delicate balance between being of service to those we lead, and them being of service to our goals and expectations. The question becomes: Who really keeps our team going? We’re often a pillar, and seen by most as THE key component to our highly functioning team. But without the team members, we don’t have anyone to lead…and a one-legged stool will quickly tip over. So, while it may seem that we’re the one holding it all together, remember that without the respect and participation of our team, we won’t go far. And when they pick us, not because of money or security, but because they BELIEVE in us, life can be oh, so sweet. How can you ensure your team will pick you over and over again?

Sorting and reading through our email takes a considerable part of each day. Often, the more active the inbox, the more clients and business opportunities. What happens when “great” emails slow down and our inbox becomes filled with ezines and newsletters? Don’t confuse our communications with legitimate clients and business opportunities with an inbox full of junk! There’s only one way to get back on top and be inundated with work that matters: be proactive. Hitting the refresh button will never enhance, nor create, relationships as effectively as a targeted “dialing for dollars” or “pressing the flesh” campaign. Get out there, increase your sphere of influence with those you know, and expand your horizons by meeting new people. Does your inbox reflect your business, life, and aspirations?

In the traditional workplace, staff members receive feedback from managers in the form of periodic performance reviews. Good managers also ask their employees to give them feedback as well. But is this two-way feedback enough for high achievers? No! Because our goal is to build cohesive, elite teams around us, the 360-degree review (where each person’s peers, managers, and staff give feedback) is needed. And it starts with us. Just be clear that the purpose is for growth and improvement, not ridicule. The key to successful 360-degree reviews is our commitment to courageously accept the feedback that’s offered, and make improvements where needed. What if we implemented the 360-degree review in our personal lives, too? What will it take for you to implement your 360-degree review process?

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