We Expose the Silent Killer of Performance & Growth
that Haunts Virtually Every Business
…and reveal exactly how to eliminate it!
Leadership & Performance Articles
Business owners, and those with positional power or authority, are busy people. They rarely have the time they need to think through strategies in detail, and evaluate the results that these strategies drive. This is certainly true regarding their strategy (or lack of strategy) to effectively develop the leaders they need throughout their organization – to run and grow their business.
Number three applies to business owners and those with positional power or authority. With mistake #3, these people mistakenly believe they get to ‘make the rules’ regarding leadership.
We’re now to number 2 of what we’ve found as the 4 major mistakes that business owners, or senior leadership teams of larger companies, make on a regular basis that limits the performance of the organization.
In this short series of posts, I’ll cover the 4 major mistakes that business owners, or senior leadership teams of larger companies, make on a regular basis that limits the performance of the organization.
The first major mistake: Confusing ‘running the business’ with ‘leading your people’.
Said by no business leader, ever. (Well, okay. There was that one guy, but he was the exception.) Yet, it’s often one of the most powerful statements there is in business.
I’ll often ask an audience, “What’s the one thing you would change to improve the performance of your organization?” As you can imagine I get all types of answers, everything from team structure and compensation to policies and procedures. Rarely, do I hear the most powerful answer: “Me. I’d change me to improve the performance of my company.”
One of the biggest differences between successful and unsuccessful people is how they think. Specifically, how they think about, and value, personal growth. But even successful people often times struggle with creating effective, high-value personal growth plans. What I’ve discovered in all my years working in personal growth, both personally and with my clients, is that using the correct strategy is key to getting the most from your investment of time and money.
As the story goes, a professor and a farmer were traveling together by train. After several days, they tired of talking and reading, so the professor suggested they play a game of riddles. ...
All of us, at least at some point in our lives, have a desire to be someone…to make a positive difference in the world…to make our life count…and add-value to others. It's a question of intention. But, intention alone is not enough. The question is, ‘How am I going to do it?’
Just over 5 years ago, I got a personal invitation from John Maxwell to join him as a founding partner in the launch of his international coaching organization. I jumped at the opportunity, (which honestly was a little out of character for me since it wasn’t part of the direction of my company at the time). I knew – okay, I was pretty sure – that it would be a great investment that would allow me to go much deeper and much further in my ability to develop highly effective leaders throughout my clients’ organizations. The investment of money and time, much of it evenings and weekends, has been tremendously rewarding and transformed how I develop leaders and leadership teams.
What I didn’t realize at the time, was...
For fun, let’s start (warm-up, if you will) with dispelling a couple myths about strengths-based talent management that have been around for quite a while.
Myth #1: A strength used to excess can become a weakness.
Truth #1: Strengths are strengths. They become bad (ineffective) only when used with negative intent, to gain power or control, or cover-up for a true weakness.