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.

Taking DISC Behavioural Assessments To Another Level

Understanding behavior and how it impacts performance will make you a better manager, leader, teacher or coach. Leading others is not about you – it’s about the people you are leading. Understanding their behaviour and how they like to be managed will make you a better leader. Understanding their behaviour and how they like to communicate and receive information will make you a better leader. Understanding their behaviour and how they like to socialize and interact with others will make you a better leader. A successful manager, leader, teacher or coach is prepared to adapt their leadership style to to be more in tune with how others prefer to be led.

Worth Remembering – “The task of an executive is not to change human beings. The task is to multiply performance capacity of the whole by putting to use whatever strength, whatever health, whatever aspirations there is in individuals.” – Peter F. Drucker

According to Dr. Daniel Goleman, author of “Working With Emotional Intelligence,” your technical ability alone no longer guarantees success. Dr. Goleman believes that emotional intelligence, our ability to interact more effectively with others, now plays a more pivotal role in determining one’s overall success. The Haygroup – a leading authority on emotional intelligence, (EQ) suggests that sixty-seven percent of the competencies needed to manage and lead others effectively are emotionally based. Empathy, open-mindedness and patience, often referred to as soft skills, are considered must-have leadership traits.

Worth Remembering – “We are being judged by a new yardstick; not just by how smart we are, or by our training and expertise, but also by how well we handle ourselves and each other.” – Dr. Daniel Goleman

There are a number of popular assessment tools available – Myers Briggs and Colours to name two. I use a DISC behavioural assessment tool developed by Dr. William Marston because they are easy to administer, and you don’t need a degree in behavioural sciences to understand it. Behavioural assessments are not new. Personality research dates back to Hippocrates in 400 B.C. Hippocrates believed that we each have our own natural, perfect, unchangeable personality style, and while each has the same factors comprising our personalities, four distinct behavioural styles emerge. Each personality style, Dominate, Interpersonal, Steadiness and Conscientious, react to the same situation differently. If you want to be more successful working with others, then work with them in a way they like. Chances are they will be more receptive to what you are saying and what you are trying to teach them. You don’t have to change who you are – just change how you manage and lead others. Taking DISC behavioural assessments to another level will make you a better manager, leader, teacher or coach.

Copyright (c) 2021. Brian Smith – Power Link Dynamics. Not to be reproduced without permission. Brian is available for delivering a key note speech, training session or consulting. To find out more about Brian and what he can do for you and your organization, visit: https://briansmithpld.com or contact him directly at: brian@briansmithpld.com