Posts

Don’t Orphan Your Board Members

They don’t get it.

Why do they still ask the same questions?

I really have these issues handled.

Many a President/CEO I’ve heard utter these laments. And each time I hear them, I begin x-raying the situation. Most often I find that a set of Board members have been unwittingly orphaned by the exec. By orphaned I mean excluded from a leader’s strategic plan or vision.

Build a Board Relationship…Individually

Job #1 is to develop a relationship with EACH Board member. Every Board member is different, no matter what they purport.
Remember, every person in business wants to be affirmed, board members are no different. They enjoy speaking their mind and explaining their values and what’s important to them.

Let them.

Acceptance First…Convincing Second

The more you understand their values the easier it is to persuade them to embrace your ideas and recommendations.
I believe that people buy people first and solutions/product/services second. That means that you need to be accepted as a confident and respected ally BEFORE you present your ideas for your organization.

Enjoy the breakfast meetings with each Board member, you’ll learn a lot about who they are and what’s mission critical to them.

You just have to ask…and listen.

I’m Ready! No, You’re Not.

Your View: I am ready for a seat at the executive table.

Your Boss’ View: Nope…not yet.

Your Reaction: What’s wrong with me?

There’s Nothing Wrong

I certainly understand the feeling that there must be something wrong or you’d be getting the call to go up the majors. That call will come. You just need to be patient and in the meantime, work on your skills so you are ready.

When your manager recommends a development program based on your 360 evaluation, it means he believes in you and wants you to succeed. He wants you at the table…and is ready to give you the tools you need to get there. You’re in a process of transformation. What that means is you have been given a profound opportunity to transform certain behaviors that have precluded you from the executive table and/or voice you want to have heard.

You Have Work to Do

It’s akin to the AAA league in baseball, known as “the minors.” Players at that level are given the opportunity to work on their skills, develop good habits, work with other exceptional players/coaches and learn. If they apply themselves daily to the goal of getting to the major league, they will be ready when the call comes and take advantage of it. A guy name Derek Jeter started that way. Ever heard of him?

Get Ready and Be Patient

Like with Jeter, your development process and transformation won’t happen overnight. Typically, it happens over a year or more. Be patient. Jeter spent three years in the minors! Being anxious or worse, feeling entitled to a seat the executive table, will only set you back. Being genuine and relationally tenacious with your executive recommendations will win the day and solidify your transformed image.

Stay with it. People need time to change their mind; you need time to change their thinking.

Divorce…Business Style

Too often leaders get blindsided with direct reports who leave abruptly. Yet, upon the exit interview, HR realizes the issues that catalyzed the departure had been brewing for months. It’s a divorce, business style.

For the leader, departures like these are quite painful and force the leader to do a post mortem in haste. What often gets decided was that the exec just couldn’t take the pace or didn’t have what it really takes. In other words, it was their fault and nothing needs to change.

Often this couldn’t be further from the truth.

Pace Your Delegating

Too often leaders who rely on their lieutenants over-use them. They are initially impressed with the preemptive abilities of their direct and assume they can handle double the work from their great performance. While the direct has earned a high degree of confidence, that doesn’t mean he/she can handle an increased workload.

Leaders need to stop right there.

They need to carefully assess their direct’s skills and regularly meet with them to mutually determine this increase in work/responsibilities to insure it’s correctly introduced, welcomed and achievable. This is mission-critical so that the direct embraces the lift in their work without one day coming to work and realizing it’s just become a factory.

It’s Not a Factory

How you avoid the factory-like climate is by regularly meeting with your direct and listening to them. I mean really listening to them. Listen without any predetermined opinion, listen for what’s important to them, listen for their challenges, listen for their dreams.

Until you know their feelings you can’t shape their work into the rewarding career they and you truly want.

The “So Now What?” Moment is Here

Last week, I gave you the stark news that the holidays are over and we arrived at “the morning after.” As a result, and maybe you’ve felt it too, the “So Now What?” moment is here.   Read more

The Morning After…

I trust you all had a good, relaxing time with family and friends throughout the holidays.

One of the joys of consulting is developing professional friendships you know will last a lifetime. For my first blog of 2015, I want to thank and acknowledge John Mina, Managing Partner, Willis Group Holdings, for providing the title. John has been a great sounding board and leader I’ve enjoyed collaborating with for several years now.

How to Start 2015

Well…as John put it, with the holidays and 2014 behind us, its now the morning after! Where do you pick it up from? What do you do first, second, etc??

To lead, first ground yourself in the goals you’ve established for yourself. What goals are real and what goals are nice-to-haves? Focus on how YOU want to be perceived this year based on your successes (and how you overcame failures) last year.

What two behavioral characteristics are important to you now? How do you want to credential yourself this year in the eyes of your team, your clients and your family?

Set the Tone for Your Directs

Think about adding in the ability to welcome peer and team feedback of you, along with acknowledging each direct’s positive characteristics. The next step is to review and verify each direct’s developmental goals. Listen carefully to each direct’s desires with the intention of learning something unique from them. The more you know, the more trusted and supportive you become.

Feel free to share with them some of your developmental goals. That level of humility says volumes about you and your desire to lead. You’ve got things to prove, too!

Try out these ideas and let me know.

Top Leadership and Sales Training Posts – 2014

Steve G 04/15/09What a year! We’ve seen so much change in the world and at home. During the next few weeks, news outlets will flood the airwaves and print with reviews of the best (and worst) of 2014 so, I thought I’d follow suit. Read more

2015 Client Planning: Be More Open Than Right

One week to go before the holiday distractions arrive (parties, vacations, last-minute shopping)…how’s it going?

On the shoulders of my last post about questions to ask clients before 2015, I’ve realized throughout my end-of-year client interactions how essential it is to remain open and curious versus right. And I know I’m right about that! Read more

The Four Essential Questions to Ask Clients…NOW!

Well, it’s December. Where did the time go? Here in New York City, we went from a two day Fall to what seems like will be a long time Winter! And we will soon enter the days of company and family holiday parties and other distractions. What might get lost is that NOW is the time for you to establish your position with clients for 2015. We’ve got eight days to accomplish this. Come December 16, it will be “Happy Holidays” and “See you next year!”

In other words…too late!

Hear Them Out First

Yes, you need to be prepared to give a thorough synopsis of your business with your clients. You will have the opportunity to tell them how you believe your team did this year and regale them with all that you’ve accomplished on their behalf. But wait! First, you need to hear how THEY think you did and what issues they are anticipating for 2015. To do that, I recommend the following four questions that you ask (and do it soon!).

Four Client Questions to Ask Now!

Asking these four questions before entering 2015 will illustrate your concern for your client’s world next year and your desire to further your partnership with them:

  1. How did 2014 close out for you and your team/organization?
  2. What is mission-critical for you next year?
  3. What challenges will you have to neutralize?
  4. How do you see our relationship growing/expanding?

Genuinely Listen

Ask these questions with optimism, alacrity and curiosity. Be genuine in your listening, which means that you must really be attentive and responsive to what they are saying. Repeat their issues back to them so they know you comprehend what they’ve said. Ask them if you have captured the issues correctly. Don’t be afraid to ask for more explanation or clarification. I have found that simply saying, “Really?’ can lead to an even deeper look by a client at what their future plans entail…which is great for you to know, right?

Remember, no matter what your client expresses, you’ve credentialed yourself by asking these empathetic questions that further establishes your partnership. The “color” you’ll receive is important to think about throughout the holidays to design/plan your response to their core issues.

And did I mention…do it now!! Let me know how it goes.

Warning All Leaders…Don’t Tolerate Bullies

A lot of light has been shone recently on the affect bullying has on our country’s youth. A warning to business leaders…it happens in business, too, perhaps at your company.

While overt cases are easy to spot, many teams have silent bullies, the people who subtly coerce and make demands of others, thinking this behavior is acceptable. And because no one has said anything about it, the behavior IS acceptable. It’s up to you to say that it isn’t. Read more

Using Video for Training

Let’s go to the video tape!  Those of you in New York will recall this famous, often-used line by long time sportscaster Warner Wolf. I realize most of my clients would prefer to be chased by a wolf than be videotaped.
However, I must say that after 25 years of videotaping and coaching executives there is no medium like it!

Read more