The Secret to a Successful 2022 is Between Your Ears

Think it, act it, and eventually, through patience and hard work, it will become you. The secret to a successful 2022 is between your ears. Just thinking about it isn’t good enough. You have to apply yourself. That’s the difference between successful and not-so-successful people. Successful people continually work at it. Successful people get up off the couch and get after it. Successful people have a game plan and hit the ground running.

Worth Remembering …”Success is never accidental.”

What would you rather be doing with your life than what you are doing right now? If you wanted to take your passion and turn it into a profitable business, what kind of business would that be? What does your ideal career look like? If you aspire to be promoted and take on a leadership role in your organization, would role would that be? Life – your life – is a planned event. Wishing and hope won’t make it so.

Worth Remembering … “A goal without a plan is just wishful thinking.”

Good habits = good results. We are adults and we can develop new habits. What new habits will you need to develop to start your own small business? Will you need to be a better planner and manage your time more efficiently? What new habits will you need to develop to get promoted and take on that leadership role in your organization? Will you need to learn how to communicate and interact more effectively, build collaborative teams, resolve conflict or motivate others to perform at their personal best?

Worth Remembering … “You are the boss of you.”

Once you’ve made up your mind and decided on what you want to do and how to go about getting it, through patience and hard work, everything will eventually fall into place. Your success is never a given. The secret is to focus all of your energy on building the new you. It’s time you got after it. The secret to a successful 2022 is between your ears.

On a Personal Note: Thank you for being part of my 2021. I’m here to help. I want 2022 to be your best year yet. Please don’t hesitate to reach out to me with any questions looking for answers about the challenges you’re facing starting your small business, managing and leading others, or getting that promotion. You can contact me directly at: brian@briansmithpld.com

Copyright (c) 2022. Brian Smith – Power Link Dynamics. Not to be reproduced without permission. To find out more about Brian and what he can do for you or your organization, visit: https://briansmithpld.com.

Are You an Asset or a Liability?

Are you an asset or a liability? Are you a good team player who contributes to the team’s success or a social loafer who likes to blend into the background where your lack of effort isn’t easily spotted? Teams and teamwork make for a great sound bite – but in your world – the real world – do they produce the kinds of results your company wants? Or do they create more problems than they are worth? For the most part, management can’t expect to throw people together – call them a team – and have them perform as a team without letting you know what they expect from a good team player.

Worth Remembering … “Individual commitment to a group effort – that is what makes a team work, a company work, a society work, a civilization work.” – Vince Lombardi

What would you put on that list if you had to put together a list of what you thought makes a good team player? Would you put:

  • Honesty: I would expect a good team player to be honest and upfront and tell the truth no mattter what. If people can’t trust what you say – they can’t trust you at all.
  • Integrity: I would expect a good team player to have strong moral principles and live by them.
  • Openminded: I would expect a good team player to be open-minded, willing to consider new ideas and not be stuck in the old way of doing things because you’ve always done it that way.
  • Flexible: I would expect a good team player to positively respond to circumstances and changing conditions.
  • Patient: I would expect a good team player to accept delays or problems without becoming annoyed or anxious.
  • Empathetic: I would expect a good team player to understand and share the feelings of other team players.

Worth Remembering … “We are not a team because we work together. We are a team because we respect, trust, and care for each other.” – Unknown

Action speakers louder than words. What are you prepared to do to show everyone on your team – that you are a good team player? Are you an asset or a liability?

Copyright (c) 2021. Brian Smith – Power Link Dynamics. Not to be reproduced without permission. To find out more about Brian and what he can do for you or your organization visit: https://briansmithpld.com

The Four Dimensions of Exceptional Leaders

There are four dimensions to human life – the mind, the body, the external world and the inner realm. Within these four pillars of life, we either rise to our full potential or remain ordinary. If you take that same concept and apply it to leadership, within these four pillars of leadership – connect, communicate, educate, and delegate, we either rise to our full potential as leaders or remain ordinary.

Connect “To have or establish a rapport. Connect (verb) to join together – to join with or become joined with something else.” – Merriam-Webster Dictionary

Exceptional leaders do connect with others on an emotional level. They understand that their success as a leader begins and ends with their ability to bring people of diverse backgrounds and skill levels together to achieve a common goal.

Communicate “To convey knowledge of or information about; to cause to pass from one to another.” – Merriam-Webster Dictionary.

Exceptional leaders do communicate in a way that others will understand. They understand that If you can’t communicate – you can’t manage or lead others. Exceptional leaders understand that there isn’t a more valuable skill than having the ability to communicate effectively, up, down and across the organization.

Educate “To train by formal instruction and supervised practice especially in a skill, trade, or profession.” – Merriam-Webster Dictionary

Exceptional leaders do teach others what they need to know. They understand that we aren’t born knowing what we need to know to complete a task, to reach a goal. Exceptional leaders know that it’s their job to teach others what they need to know.

Delegate “To entrust to another; to appoint as one’s representative.” – Merriam-Webster Dictionary

Exceptional leaders resist the urge to micro-manage. They understand that If they fail to delegate, they are robbing people of their opportunity to grow. Exceptional leaders know that they need to give up control to get control.

Do you want to rise to your full potential and become an exceptional leader or remain ordinary? You decide

Copyright (c) 2021. Brian Smith – Power Link Dynamics. Not to be reproduced without permission. To find out more about Brian and what he can do for you and your organization visit, https://briansmithpld.com

If People Are Quitting – It’s Your Fault

Culture is top-down – never bottom-up. Read that sentence again and then look in the mirror. Ask yourself – would you work for yourself? How much fun are you to be around? If people are quitting – it’s your fault. It’s rarely about the money. Money is important, but it’s much more than that. What are you doing to convince them to stay? More importantly – have you created an environment that encourages them to stay? The great resignation is just an excuse for poor management and inept leadership.

“Bury your ego. Don’t be the star. Be the star-maker.” – Bud Hadfield. If you want people to stay, you need to start acting like you want them to stay. Here are five things you should do to convince them not to leave.

Be empathetic. Try to see things from their point of view. Get all the facts and find out what’s really going on before making a decision. You don’t have to have all the answers, but you do need to know where to go to find them.

Let them do it their way. Resist the urge to micro-manage. You’re going to get credit for the end product. There are several ways to accomplish the same task. It doesn’t have to be just your way. The more you allow them to be part of the process – the more likely they will want to be part of the solution instead of the problem.

Build relationships. People like to work with people they like. Not everyone wants to lead – but everyone picks who they want to follow. Get to know everyone on your team – more than just the work that they do. What do they like to do outside of work? Do they have hobbies? Are they into gardening, sports or do they like to read?

Develop your people and promote from within. Do you hire stupid people – or do they just get stupid after working for you? If you aren’t teaching people what they need to know, then you aren’t doing your job. Your number one job is to ensure they have the tools and know-how to complete the task – to reach the goal. Not everyone wants to be promoted. But you need to let your high achievers who aspire to take on more responsibility and move up in the organization know that there is a path for them.

If the team succeeds – everyone succeeds. “It is not the individual but the team that is the instrument of sustained and enduring success in management.” – Anthony Jay. Everyone on the team needs to work independently, but they must coordinate their efforts with other team members to accomplish the overall objective. Everyone on the team needs to understand that others are counting on them to do their part.

Have you done enough so they’ll want to stay? If people are quitting – it’s your fault.

Copyright (c) 2021. Brian Smith – Power Link Dynamics. Not to be reproduced without permission. To find out more about Brian and what he can do for you and your organization, visit https://briansmithpld.com – Planning a lunch-n-learn, organizing an event or looking for a keynote speaker? Give Brian a call. He will customize a program that is right for you and your organization.