Times are tough, to be sure, but how tough are you being on yourself and thus those around you. Each and every thing you do and say rubs off on others or impacts others in some way, so what you do in your leadership is contagious! If you are being too tough on yourself in times that bring out the best and worst in us all, then maybe it's time to revisit that.
Give Yourself a Break - stress will slow down your productivity and it is human nature to freeze in the face of ambiguity. If that's where you are, it's normal. Not helpful, but normal.
Get Serious - the whole world is not going to end, the earth will not cease to spin or anything other extreme that you may be saying to yourself. You can what -if and worry yourself to death or you can get seriously focused on what you can do versus what you might have to do.
Get Out of Your Own Way - Contagious Leaders manage themselves well. In fact, you really have no business managing or leading others if you cannot first lead yourself. Are you doing that? Or are you letting everything other than what you should be doing, get in your way of doing what needs to be done for your office, your business or your life. Stop getting in your own way and get out there and get after it. (that's a lot of gets, heh! You get the idea.)
Stay Contagious and know that tough times allow us to appreicate when the living is easy...
Monica
Saturday, February 07, 2009
Wednesday, January 07, 2009
Is Entry Level too small a role?
With the number of layoffs and job transitions in our world right now, we are facing an issue that has long since been in existence, but seemingly ignored: The stigma associated with entry level positions.
Part of the challenge Contagious Leaders face is finding the right folks to fill entry level positions. Now, however, the challenge is shifting with finding people who are not overqualified for an entry level position. But also, and perhaps more importantly, it is finding those who will bring a great attitude and work ethic to a position that might be seen by the applicant as "beneath his or her abilities".
What happened to starting somewhere, doing that job to the absolute best of your ability, and working your way up in the organization. This used to be an expected practice. But now, it seems so many want to start out as management, when they really aren't sure how to do management, much less leadership. There is no shame in beginning at the beginning.
Entry level is not too small, it is the beginning. And it will likely give you a bird's eye view of the rest of the organization in ways that you might not be able to explore from the executive suite. If you are a contagious leader, hiring an entry level position, keep this in mind. You are hiring the future leaders of your organization. If you are going into an entry level position, contagiously lead yourself and your own attitude. This is a role that could be a launching pad, a springboard, and certainly ripe with learning opportunities and possibilities.
Stay Contagious!
Part of the challenge Contagious Leaders face is finding the right folks to fill entry level positions. Now, however, the challenge is shifting with finding people who are not overqualified for an entry level position. But also, and perhaps more importantly, it is finding those who will bring a great attitude and work ethic to a position that might be seen by the applicant as "beneath his or her abilities".
What happened to starting somewhere, doing that job to the absolute best of your ability, and working your way up in the organization. This used to be an expected practice. But now, it seems so many want to start out as management, when they really aren't sure how to do management, much less leadership. There is no shame in beginning at the beginning.
Entry level is not too small, it is the beginning. And it will likely give you a bird's eye view of the rest of the organization in ways that you might not be able to explore from the executive suite. If you are a contagious leader, hiring an entry level position, keep this in mind. You are hiring the future leaders of your organization. If you are going into an entry level position, contagiously lead yourself and your own attitude. This is a role that could be a launching pad, a springboard, and certainly ripe with learning opportunities and possibilities.
Stay Contagious!
Sunday, January 04, 2009
Doing too much?
Last Christmas I received a calendar from a dear friend of mine entitled: Women Who Do Too Much. I finished it up this year on Dec. 31 and what I found is that not only, yep, I do too much, but that I was also trying to do too much all by myself. Oddly enough, that is not a very good leadership principle, particularly for someone who teaches leadership of both yourself and others. Here is what I found in a year of reading up on Women Who Do Too Much. (and hey, this applies to men, too!)
Contagious Leaders delegate well and often:
If you are doing too much - just flat out staying busy, instead of being truly productive and purposeful - you may find that you are missing opportunities. (that is, provided you stand still long enough to be able to notice what you are missing) When you, as a Contagious Leader, delegate tasks and projects, and take the time to explain:
Contagious Leaders delegate well and often:
If you are doing too much - just flat out staying busy, instead of being truly productive and purposeful - you may find that you are missing opportunities. (that is, provided you stand still long enough to be able to notice what you are missing) When you, as a Contagious Leader, delegate tasks and projects, and take the time to explain:
- the importance of the project
- the details in a way that the person to whom you are delegating understands
- the timeline of completion or milestones
then you are truly helping someone else grow, while taking something off of YOUR list, but ALSO getting more done by sharing the work and employing the efforts, talents, and skills of others.
Contagious Leaders who try to do it all, all the same time, and all by themselves, they limit their own success by the mere number of hours in the day and your own physical efforts. There is a lot we can do in a little time, truly, but the constant running, buzzing, and stressed out craze of being busy will diminsh your productivity, make you work slower, and in effect, force you to get less done.
As I reflected on this year of doing alot (as I would likely really say it was a LOT or rather not enough, instead of too much), it occurs to me that although I did a lot, there are some questions that are begging to be asked:
- Did I do the right things?
- Did I do them at the right time?
- Was I just busy all the time or was I acheiving those things that mattered most?
- Am I happy with where I am at the end of the year of "doing so much"?
As a Contagious Leader, step back and reflect on your own answers to these questions. And before you jump into the 4 billion emails tomorrow, the pile of voicemails, and the stuff you tossed in a box before you left for the holidays... consider this: what is your strategy for 2009. This may be a more important question to ask, instead of 'what's next on my "to-do" list'?
Stay Contagious!
M
Saturday, November 29, 2008
Leading Difficult... er, Depressed People
The holidays are a challenge for some and in our current economy, there may be more challenges than you usually see. As a Contagious Leader, you may not see the difference between a stress induced reaction, or a bad holiday attitude, or fear based thinking that turns into a morale problem, unless you know what to look for. Try these leadership tips to help you get through the holidays and lead those who need you most during this time...
1. Remain compassionate - not everyone's holiday looks like a Kay Jewelers commercial. There are money concerns, family stresses and issues you may not even know about that surface between Thanksgiving and the December holiday season. Depression usually reveals itself in ways that mirror a "bad attitude", but don't be fooled. Compassion and patience can carry you a long way to maintaining productivity, fortifying your ability to earn respect, and simply, showing others that you do really care. You do, don't you?
2. Address the fear - if you're company is among the many who are talking about layoffs and cost reductions, be clear with those you work with on what is coming in the next few weeks. If the team you lead is walking around in fear of their jobs, their performance will not likely be stellar, but more often it will slow down, if not stop all together. Fear creates a freezing type of behavior. In the face of ambiguity, people also freeze. Tell what you know to the point of over informing and if you have been given a gag order to tell anything, help those you lead to work through the consequences you know are coming. In other words, if you are going to lay someone off and you know it, find a way to help them get clear on what action they should take to land on their feet. There is a way you can help without revealing that which you have been asked to keep secret.
3. Watch your own tolerance and attitude - compassion is one thing, dealing with your own stress is another. This is a time in our office when we wrap up all the open projects we have been too busy to finish. While others are decorating trees, planning holiday dinners, and wrapping presents, I am usually delegating tasks, reviewing websites, writing books, and more. That means that my own stress, of my own doing, may rub off on others and I have to be careful not to let this spill over into the relationships with those that I have the privilge of leading. Your fuse may be shorter this time of year and watch out. A mere drive to the office supply store the closer we get to Christmas, could create an unusual amount of stress. Pay attention to how that is affecting your mood and don't let that stress be contagious.
You are a Contagious Leader and it is always about those you have the privilege of leading. This time of year, that can become an even more important fact. Stay Contagious!
1. Remain compassionate - not everyone's holiday looks like a Kay Jewelers commercial. There are money concerns, family stresses and issues you may not even know about that surface between Thanksgiving and the December holiday season. Depression usually reveals itself in ways that mirror a "bad attitude", but don't be fooled. Compassion and patience can carry you a long way to maintaining productivity, fortifying your ability to earn respect, and simply, showing others that you do really care. You do, don't you?
2. Address the fear - if you're company is among the many who are talking about layoffs and cost reductions, be clear with those you work with on what is coming in the next few weeks. If the team you lead is walking around in fear of their jobs, their performance will not likely be stellar, but more often it will slow down, if not stop all together. Fear creates a freezing type of behavior. In the face of ambiguity, people also freeze. Tell what you know to the point of over informing and if you have been given a gag order to tell anything, help those you lead to work through the consequences you know are coming. In other words, if you are going to lay someone off and you know it, find a way to help them get clear on what action they should take to land on their feet. There is a way you can help without revealing that which you have been asked to keep secret.
3. Watch your own tolerance and attitude - compassion is one thing, dealing with your own stress is another. This is a time in our office when we wrap up all the open projects we have been too busy to finish. While others are decorating trees, planning holiday dinners, and wrapping presents, I am usually delegating tasks, reviewing websites, writing books, and more. That means that my own stress, of my own doing, may rub off on others and I have to be careful not to let this spill over into the relationships with those that I have the privilge of leading. Your fuse may be shorter this time of year and watch out. A mere drive to the office supply store the closer we get to Christmas, could create an unusual amount of stress. Pay attention to how that is affecting your mood and don't let that stress be contagious.
You are a Contagious Leader and it is always about those you have the privilege of leading. This time of year, that can become an even more important fact. Stay Contagious!
Saturday, October 25, 2008
Contagious Leaders: Pride - Is it a good thing?
Contagious Leaders Beware: Exessive Pride will keep you from Success
When we talk about Contagious Leadership, the emphasis is on realizing all that you do rubs off on other people. If you rode your broom into work today, it rubs off on others. If you are happy go lucky in your leadership style, that, too will rub off on other people. And, as I read recently, an excessive amount of pride will also rub off and frankly keep you from achieving the type of success you may be looking for. The fourth lesson in Contagious Leadership, my first book, written in 2001, is "Leaders Ask for Help from those they lead". With excessive pride, you will not be able to ask for help, much less admit that you might need some. See the below quotation from Mark Cole and give it some thought. In fact, let me know what you think. I'd love to hear from you on your Contagious Leadership journey.
Stay Contagious!
Monica
"Pride, the excessive and false sense of self importance, is the number one block to prosperity and the basic breeder of poverty. Every time you allow your pride ot be spurred on by fear of rejection it will keep you from asking questions and for help. It's your refusal to ask that will keep you from receiving. Only when you overcome your fear and pride will you begin to ask rightly and only then will you receive your just due." M. Cole, A Little More off the Top.
When we talk about Contagious Leadership, the emphasis is on realizing all that you do rubs off on other people. If you rode your broom into work today, it rubs off on others. If you are happy go lucky in your leadership style, that, too will rub off on other people. And, as I read recently, an excessive amount of pride will also rub off and frankly keep you from achieving the type of success you may be looking for. The fourth lesson in Contagious Leadership, my first book, written in 2001, is "Leaders Ask for Help from those they lead". With excessive pride, you will not be able to ask for help, much less admit that you might need some. See the below quotation from Mark Cole and give it some thought. In fact, let me know what you think. I'd love to hear from you on your Contagious Leadership journey.
Stay Contagious!
Monica
"Pride, the excessive and false sense of self importance, is the number one block to prosperity and the basic breeder of poverty. Every time you allow your pride ot be spurred on by fear of rejection it will keep you from asking questions and for help. It's your refusal to ask that will keep you from receiving. Only when you overcome your fear and pride will you begin to ask rightly and only then will you receive your just due." M. Cole, A Little More off the Top.
Sunday, September 28, 2008
Now is the time for Relationship Economics
When hundreds of companies are cutting back on two of the most important budgetary items: training and marketing, you contagious leaders out there may have to take some of this into your own hands and create your very own form of Relationship Economics.
A very good friend of mine, Mr. David Nour, is the author of a fantastic and relevant, as well as helpful book entitled Relationship Economics: The Art and Science of Relationships.
Here are just some of the highlights in what you will learn with this new tool and how it will help you to grow your Contagious Leadership:
"In interviewing over 1,000 managers, directors and executives of Fortune 500 organizations, mid-market companies and early-stage ventures, without exception, they all concurred that beyond educational foundation and professional pedigree, your personal and professional success depends on the diversity and quality of your relationships. Yet most of us don’t spend enough time building and nurturing the key relationships we need to achieve success. That’s where Relationship Economics® comes into play.
Relationship Economics isn't about networking. It's about learning how to invest in people for an extraordinary return. It's about exchanging Relationship Currency®, accumulating Reputation Capital®, and building Professional Net Worth®. It's about learning the art and science of transforming your most valuable relationships into execution, performance, and results."
Order your very own copy at Amazon.com today. this book was just released on September 18, 2008!
Stay Contagious!
Wednesday, July 30, 2008
Contagious Leadership is important when the money runs out
What does a Contagious Leader do when the money runs out in the business? Last night on the news, we heard of one company that owns the chain Bennigan's and Steak and Ale (or at least a number of them in the nation) closing almost all of the existing locations of these popular restaurants. For a moment I was a bit sad, as I can still remember when Steak and Ale opened in the city I grew up in, Waco,Tx. It was a big deal and where you went when you wanted to go someplace "fancy".
Then I thought of how I would have responded to employees who asked "Are our jobs secure?" How would a Contagious Leader respond? Truth is, I've been there both as a middle manager and an executive, being asked that very question. Sometimes in a corporation of that size, you as a middle manager know what is going on and at other times you are just as much in the dark as the employees. The key is to be as honest as you can and even if you have to day "You know, I am not sure if your job is secure. I think it is, but something tells me it might not be. So if you need to make plans or need my help, let's talk. If not, let's see if we can get through this together."
Contagious Leaders work with employees and treat them as people. People deserve the truth and they deserve the utmost of your respect, as well as you deserve it from them. Thus when the money runs out, tell 'em how it is and tell 'em what you can. That does mean you simply say "All is well and things are good." particularly when you know they are not. Shooting straight will serve you much better.
Stay Contagious,
Monica
Then I thought of how I would have responded to employees who asked "Are our jobs secure?" How would a Contagious Leader respond? Truth is, I've been there both as a middle manager and an executive, being asked that very question. Sometimes in a corporation of that size, you as a middle manager know what is going on and at other times you are just as much in the dark as the employees. The key is to be as honest as you can and even if you have to day "You know, I am not sure if your job is secure. I think it is, but something tells me it might not be. So if you need to make plans or need my help, let's talk. If not, let's see if we can get through this together."
Contagious Leaders work with employees and treat them as people. People deserve the truth and they deserve the utmost of your respect, as well as you deserve it from them. Thus when the money runs out, tell 'em how it is and tell 'em what you can. That does mean you simply say "All is well and things are good." particularly when you know they are not. Shooting straight will serve you much better.
Stay Contagious,
Monica
Friday, July 25, 2008
Contagious Leaders... can be women too!
Check it out, there's a new book in the works and it's all about women as leaders and the effect it has on others.
Not only are these women leaders... these are contagious women.
Not only are these women leaders, they are what we call Commanders in the CORE Profile.
(check out www.monicawofford.com coaching programs, then click CORE)
Not only are these women leaders, they are the ones wearing the heels.
Get the idea....? Well... there's more..
Tell me what you think about the title of my 4th book:
Contagious Commander in Heels
In addition, tell me what you think about the subtitles...
Our Love Affair with Achievement and How it Rubs Off on Others and Can Hurt our Image, but Doesn't Have to.
How to Keep Your Achievement Affair from Rubbing Off on Others and Ruining Your Relationships
Looking forward to your feedback. ALL comments will be read!
Stay Contagious!
Monica
Not only are these women leaders... these are contagious women.
Not only are these women leaders, they are what we call Commanders in the CORE Profile.
(check out www.monicawofford.com coaching programs, then click CORE)
Not only are these women leaders, they are the ones wearing the heels.
Get the idea....? Well... there's more..
Tell me what you think about the title of my 4th book:
Contagious Commander in Heels
In addition, tell me what you think about the subtitles...
Our Love Affair with Achievement and How it Rubs Off on Others and Can Hurt our Image, but Doesn't Have to.
How to Keep Your Achievement Affair from Rubbing Off on Others and Ruining Your Relationships
Looking forward to your feedback. ALL comments will be read!
Stay Contagious!
Monica
Thursday, June 19, 2008
Leadership Begins With You!
When we talk about leadership, we usually are talking about leading others, however, the truth of the matter is that if we are unable to lead ourselves, we have no business leading other people.
Leading yourself, for Contagious Leaders, means the following:
1. Believe for yourself what you are saying to others
2. Apply to yourself those skill sets and mind sets that you are asking others to follow or use
3. Moderate your own self talk
4. Watch the ratio of those things you take professionally versus those you take personally
5. Be as fascinated by your own mistakes as the mistakes of others sometimes frustrate you
And now for the moment of truth, being a Contagious Leader isn't about just giving advice, giving direction, or sharing wisdom for the purpose of helping others be better... it is about taking your own advice, giving yourself good direction and regularly gaining more wisdom.
Sometimes we have to focus as much or more on ourselves in order to be there for those that we lead, when they need us...
Stay Contagious!
Monica
Leading yourself, for Contagious Leaders, means the following:
1. Believe for yourself what you are saying to others
2. Apply to yourself those skill sets and mind sets that you are asking others to follow or use
3. Moderate your own self talk
4. Watch the ratio of those things you take professionally versus those you take personally
5. Be as fascinated by your own mistakes as the mistakes of others sometimes frustrate you
And now for the moment of truth, being a Contagious Leader isn't about just giving advice, giving direction, or sharing wisdom for the purpose of helping others be better... it is about taking your own advice, giving yourself good direction and regularly gaining more wisdom.
Sometimes we have to focus as much or more on ourselves in order to be there for those that we lead, when they need us...
Stay Contagious!
Monica
Monday, May 26, 2008
Insights into Incentives
Modified from a fantastic book that has more to do with leadership than you might think... "Make it Stick" by Chip and Dan Heath, this insight into how incentives might be designed and responded to is powerful!
'Imagine that a company offers its employees a $1,000 bonus if they met certain performance targets. There are three different ways of presenting the bonus to the employees:
1. Think of what $1,000 means: a down payment on a new car or that new home improvement you've been wanting to make.
2. Think of the increased security of having that $1,000 in your bank account for a rainy day.
3. Think of what the $1,000 means: the company recognizes how important you are to its overall performance. It doesn't spend good money for nothing.
When people are asked which positioning would appeal to them personally, most of them say No. 3. ... Here's the twist though: when people are asked which is the best positioning for other people, they rank No. 1 mos followed by No. 2. That is, we are motivated by self-esteem, but others are motivated by down payments. This SINGLE insight explains almost everything about the way incentives are structured in most large organizations.'
Thanks Chip and Dan Heath for explaining how Contagious Leaders might want to re-think their incentive plans. Are you postioning the benefits of your company with a focus on how they (employees) might receive them or how you might like to receive them?
Stay Contagious!
'Imagine that a company offers its employees a $1,000 bonus if they met certain performance targets. There are three different ways of presenting the bonus to the employees:
1. Think of what $1,000 means: a down payment on a new car or that new home improvement you've been wanting to make.
2. Think of the increased security of having that $1,000 in your bank account for a rainy day.
3. Think of what the $1,000 means: the company recognizes how important you are to its overall performance. It doesn't spend good money for nothing.
When people are asked which positioning would appeal to them personally, most of them say No. 3. ... Here's the twist though: when people are asked which is the best positioning for other people, they rank No. 1 mos followed by No. 2. That is, we are motivated by self-esteem, but others are motivated by down payments. This SINGLE insight explains almost everything about the way incentives are structured in most large organizations.'
Thanks Chip and Dan Heath for explaining how Contagious Leaders might want to re-think their incentive plans. Are you postioning the benefits of your company with a focus on how they (employees) might receive them or how you might like to receive them?
Stay Contagious!
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