I am learning to focus on the positive!

I recently watch a tremendous video titled "The Secret". If you are interested, visit the website by clicking the banner below. After watching this I realized that I need to focus my attention on more positive things. I especially need to point out the positive in others.

Keep coming back and hold me accountable to this!

If the banner does not work click The Secret

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Un-Cooperative Leaders!!!!

I am fortunate to present during leadership training seminars and when it is time for me to call on the group to share and idea, answer, or comment I am amazed but how many that just sit there looking at everyone else or not looking at anyone.

Re-read my first sentence. I am training "leaders" and when I think of a leader I think of someone willing to step out when called upon to help. If I am training 50 people I believe 50 hands should shoot up the moment they are called to action.

I am working with an Air Force Colonel on a base where handicap parking is abused by non-handicapped drivers. His is trying to crack down on this issue but here is what a "real" leader does:

Instead of parking in the #1 spot on the base (earned after years of service mind you), he leaves it open for handicapped drivers unable to find a spot designated for them. Where does he park?

How to handle a difficult employee! Part 3 of 3

Restoring the relationship!
Typically, leaders are after changed behavior without realizing the best method to obtain this is by associating the poor decision with the relationship. When you have a strong bond with someone, if either party does something to offend the other, they are naturally disappointed. I might even venture to say they are saddened by the persons choice of "poor" character.
Next we want to get to the root of any disciplinary issues (poor character), or as I like to say, poor choices.
It is just like in the old days when mom asked "what did you do?" and we normally replied, "Susan said, or "David hit me", neither of these responses answered the question. So what did mom say next, "no, what did you do?" until we finally say with our own mouths, "I pinched Mary" or "I said ____ to Mark."
We are at a true mile-stone when the offender can sincerely say, "I lied to you" or "I was wrong in my choice."
Now here is real progress. See what I post next!

I Do My Best Work For A Leader Who...

Take our fun poll, I do my best work for a leader who.... Here is the link featured on LinkedIn. Have fun folks.

I DO MY BEST WORK

How to handle a difficult employee! Part 2 of 3

Work place correction is to restore a broken or damaged relationship. This is assuming, as mentioned in part 1, that you have a relationship.

Most work place correction steps are not successful because there is nothing to restore. Managers are not communicating with their people. They only expect them to punch in and out and to sweat their brains out in between. This is such a shame and all too common.

I have some questions for every leader out there! Have you ever invited your employee to sit with you, face to face, and ask toask them how they are doing? Do they enjoy their work? How am I doing as their leader? What about family, hobbies, and interest outside of work? This is all to build a stronger relationship. It has to go beyond the office meeting. Day to day leaders need to be in direct contact with their people. Encourage them with verbal support and see how their day is going. A friend once told me that he would ask, "if you were to describe your day in terms of weather, would it be bright sun and warm, cloudy and gray, or freezing snow and ice with no visibility? Much deeper than "how are you?"

Once this has been accomplished we can now get to the business of restoring the relationship after the employee has damaged it in some specific way.

Part 3 of 3 next!

How to handle a difficult employee! Part 1 or 3

I hope you are not reading this for a quick fix. Quick fixes do not endure!

I am about to share a very powerful and successful method but first, you will need to rewind the clock.

Do you know your employees favorite hobby? What about their family background? Do you know where they live? These are small parts of a larger picture. I am talking about your "relationship" with your employee. Do you even have one?

I am amazed how many supervisors know little or nothing about the team that surrounds them. This team is responsible for creating much of the supervisor's success.

The goal of work place corrections is not what most people think.

It is not

• to change the behavior of the person
• to penalize wrong actions
• to fire the person

Even though all of these are potential issues the real purpose of corrections is to "restore" a damaged relationship.

Come back for part two.

Relationship Destroyers?

What is the surest way to destroy a relationship?

Start with little or no communications!

When husbands and wives have an argument the first thing out the window is typically communications. I have had many arguments with my wife. Nearly every one of them was my fault. Even when I realize I am the cause my initial reaction is to stop talking. A matter of fact, there have been times when I felt compelled to walk away and even leave the house.

I had always been told that "time heals all things." Well, what a lie!

The most crucial need is to look at each other and talk. Let the other know what is on your heart and follow the lead of the discussion.

Though you may not come to a reconciliation you have just started the process to repairing your damaged relationship.

This principle works for parents and kids, teachers and students, and yes, managers and employees.