PD Strategies Blog

There is a distinction between management and leadership. Management is a matter of job title that is given by your organization or by yourself if you are the owner of the company. On the other hand, leadership is recognition by those whom you lead. Expressed in different terms a manager has the authority and a leader has the power. Of course, you can be both and have both. The leader’s power is earned through empathy for the team, clear direction, trust, and other factors. Most people believe that no one is a born leader. There is a belief by most that leadership is developed and there is no one set of leadership traits. In fact, there are examples of two very effective leaders with highly contradictory traits. The leadership in the US Armed forces inspires and demands that each person does his or her very best. A military leader does not...

Achievers are always accountable for results. And leadership fails when the leader does not hold all team members accountable. I am sure you have heard that many times before. You might have even heard it from a boss you had imploring you to “hold them accountable.” Some people see this as a problem. They fear that holding people accountable will hurt relationships. In reality, it requires more skilled relation building over mutually agreed to goals. Creating a culture of accountability requires collaboration, communication of goals, and understanding the nature of motivation. Having conversations about accountability should be combined with empowering your team to take ownership of their work. You need to communicate the goals and the desired outcomes, but they need to be a part of it. Be totally transparent regarding challenges and obstacles. Your team should not fear making mistakes but should learn from them. Honest and direct conversations need...

You need management and leadership. While management organizes and controls, leadership charts the way, innovates, and inspires the organization to new heights. As a leader your role is to navigate your organization or your team through the uncertainties. Sometimes the good and necessary management skills such as planning, directing and controlling create roadblocks because they are missing the inspirational leadership. The reason that a group of employees is not achieving desired outcomes is usually traced back to the leadership. That’s right. If all the students fail the exam, then the fault lies with the teaching. Like students you and your staff may not be on the same page. You may be a great manager, but you may fail as a leader. We can influence the process through which people recognize our leadership by creating an environment where people will join “the team” because they see the purpose. They understand the vision...

How many times have you heard the statement, “That is the way we have always done it.” We tend to look at the past when we create the future. If you don’t believe that then think about how you create your annual budget. Do you use the same items and just mess around with the numbers? What happens if this is disrupted. Yes, there are disrupters out there in every industry—people and companies doing something revolutionary to create a need. You may not see it coming. Have you ever thought, “if I disrupt my industry what would it look like?” You can’t wait for someone else to disrupt—you should be the disrupter. That takes more than predicting the future—that takes MAKING the future! These are some of the things you should you should be doing proactively: 1.         Make sure you know what business you are in. Whether you are in...

Are you running as fast as you can but finding that no one is following you? Worse than that, are they running the other way? C , that you empower your engaged employees , that they will in turn create loyal customers leading to growth and success. Focused Leader - You may be the owner, the manager, or CEO but that does not mean you are seen as the leader. You appoint yourself CEO but your team will follow you if you are the leader.   As leader you will create vision, model behavior and inspire results. With your inspiration people recognize your leadership. You will be creating an environment where people will join your team. They see the purpose of what they are supposed to do and understand the vision as well as the values of the organization for which they work. Today’s fast-moving business environment demands that the effective leader...

If your team is not following you then, perhaps, you are not leading them. When I consult with business owners in Westchester County New York often I hear comments about getting the staff to do the right things. Sometimes an owner is willing to place all the blame on the staff being lazy, unmotivated, or the like. Fortunately, most will ask how they can improve their ability to get the team behind them. You can change things by learning how to become a focused leader. A focused leader empowers engaged employees who in turn create loyal customers leading to growth and success. A Focused Leader - You may have the title of manager but that does not mean you are seen as the leader. As managers we can influence the process through which people recognize our leadership by creating an environment where people will join “the team” because they see the...

The reason that a group of employees is not achieving desired outcomes is usually traced back to the leadership. That’s right. If all of the students fail the exam might the fault be with the teaching? Like students you and your staff may not be on the same page. While that is personally frustrating how much money is that costing you? You can change that. Here’s how. Become a focused leader who empowers engaged employees who in turn create loyal customers leading to growth and success. Let’s start with the focused leader. You may have the title of manager but that does not mean you are seen as the leader. As managers we can influence the process through which people recognize our leadership by creating an environment where people will join “the team” because they see the purpose of what they are supposed to do and understand the vision, the “big...

A sustainable organization is a healthy organization. A healthy organization is in alignment. Organizations that are in alignment are sustainable, innovative, customer responsive, and proactive. How healthy is your organization? Are your employees working in their own individual silos or is everyone in sync with the goals of the organization? Organizations working in silos are often faced with many challenges. And these silos often cause a rippling effect throughout the entire organization. That rippling effect has a negative impact on the entire business including loyal customer base and business results. Ask if these elements of your business are in alignment. Strategy – What’s your game plan for the next 18-24 months? How has your organization defined success: where do you want to go, what do you want to accomplish, and how are you going to make that happen? How will you measure it? A key to accomplishing your strategy is that...

Show me an organization that functions very well and I can show you a positive engaged leader. Last month I worked with a Westchester County NY organization that was having difficulty with its people. I asked some employees what they thought was the problem. They replied, “We need positive leadership. We need leadership with people skills.” What does your organization need? Does it need more sales or more profits? Does it need updated marketing that get results? Does your organizational structure need to change to get business to the next level? Regardless of how you answer these questions one fact is abundantly clear. It is your people who achieve the results. That is true for any size organization and it is also true if you are a sole practitioner.   Let’s start with you and your personal leadership. Ask yourself these questions: •           Am I the best I can be? •...

I remember working with a CEO, who when asked the question how many people work here would reply, “Oh about half.” Although that may be a funny wise crack comment, on a serious note the Gallup organization reports that it is only one third. Should you be concerned? The best way to illustrate the cost employee disengagement is with this story. I recently did a similar survey for an organization. This organization provides onsite catering and event services. Their requirements for success are a providing good service, great food, consistency, and a great guest experience. The owner and his son were physically worn out. They were struggling to get more business but having a hard time providing good service to existing customers. Here is why. For starters, father and son disagreed on the operation of the business. Because of this, some key employees chose to align with one family member over...

Do you ever wonder why you are taking a course of action, asking your staff to follow then turning and finding no one there?  The reason for this could be that you and your staff are not on the same page?  While that is personally frustrating how much money is that costing you? You can change that.  Here’s how.  Become a focused leader who empowers engaged employees who in turn create loyal customers leading to growth and success .  Let’s start with the focused leader.   You may be the owner, the manager, or CEO but that does not mean you are seen as the leader.  You appoint yourself CEO but your team will follow you if you are the leader.   As managers we can influence the process through which people recognize our leadership by creating an environment where people will join “the team” because they see the purpose of what...