PD Strategies Blog

It is a mistake to hire a candidate based solely on experience. This is not saying that knowledge of the job and the requisite skills and knowledge are not important. They certainly are. Of course, you want the right person for the right job. However, looking primarily for experience will produce disappointing results. I work largely with privately held and family held businesses. But in that arena I have worked with many industries ranging from real estate, construction, retail, service and hospitality, nonprofit, and manufacturing. I have made the same observation in all of these industries. Those running the business believe that their industry is different from others, so unique that the primary requirement is experience. Because of that mindset I have seen many bad candidates hired and many qualified candidates screened out. The hiring manager is using the assumption that as long as the candidate has previous experience in the...

I believe that motivation is the primary force behind goal achievement. Motivation comes from within and that means that you cannot motivate another person. You can, however, help create a spark to ignite their inner fire. That inner fire will drive motivation. What about you? Do you have something burning inside you? Frankly, if you do not have the WHY the HOW will not matter. Motivation and goal achievement are interrelated. Knowing what motivates you is a key to achievement and knowing how to find motivation in others is a key to leadership. Dwight Eisenhower said that leadership is getting others to do what you want because THEY want to do it. Reach down and find that motivation and bring it to the surface. What is your passion? If you are not sure why not start by doing a dream inventory. List every dream you have. How many did you list?...

Can you really get employees from different generations work together? Yes you can bridge the workplace generation gap.  As I work with client organizations I constantly hear voices of frustration. It could involve a catering manager who says “The kids today don’t want to work. I can’t get any good help.” It might be a manager of a team of professionals complaining about the unwillingness of the younger members to work endless hours. Or it can be frustration from an employee who feels he or she can’t compete with the new workers and the new technology. Really, this is nothing new. In fact it goes back to ancient Greece when Aristotle said, “The young people would always rather do noble deeds than useful ones: Their lives are regulated more by moral feeling than by reasoning.” Baby Boomers were born between 1946 and 1964. They were associated with many of the social...

The most common question a new manager is asked by direct reports is, “What is your leadership style?” And of course the answer is always, “I am participative.” Or, “I have an open door.” Rarely does anyone define what they mean by that. For that reason and others the failure rate of managers is higher than for individual performers. Today I had the opportunity to be part of a group invited to listen to Ken Blanchard discussing building trust, creating positive work cultures, customer loyalty, leadership and organizational change. Ken reinforces some of the values and beliefs that been proven to create positive corporate cultures. You have it wrong if you consider yourself a leader because you have been placed in charge. On the other hand a person with no direct reports can be a very effective leader. The reason that is so is that you need to learn how to...

Creating high performing teams is a critical component to building a successful organization and maintaining a competitive edge in a rapidly changing market place. High performing teams begins with the leadership of the organization. Leadership’s role is to create the environment that allows teams to be successful by creating and providing a clear vision that empowers employees to succeed. When leaders of an organization provide a clear vision, their employees are more excited and passionate about accomplishing the organizational goals because they can see that they are an integral part of making the vision a reality. And, by encouraging employees to think outside of the box, to do things differently, to be creative and innovative, leaders empower their employees to accomplish the organization’s goals. To illustrate the importance of teams let’s consider a flock of geese. A flock of geese has a common goal – fly south for the winter. They...

We make multiple decisions every day. Some are seemingly small decisions while others seem to be of huge importance. No matter the level of importance, all decisions lead to an outcome or a series of actions. We make the best decisions when rely on our strengths rather than try to shore up our weaknesses. Unfortunately, most of us have little sense of our talents and strengths, much less the ability to build our lives around them. Instead, guided by our parents and others from the time we were growing up, we end up living lives that have been influenced by them. This results in working on our weaknesses while neglecting our strengths and our dreams. Have you ever given any thought to the fact that 88% of the decisions you make on a daily basis rely on your natural talents and tendencies and that these are part of your subconscious. Your...

If you want to get to the next point in your life you can’t continue doing the things that got you to where you are today. If we believe that statement then why do we keep doing the same things and expecting a different result? According to Einstein that is the definition of insanity. We have to face it … we live in a changing world. EVERYTHING changes and it’s time to acknowledge the cold, hard truth … much as we’d like to, we cannot control everything that happens to us in life. We can, however, change the way we react to what happens. One of the key reasons change might come hard has a lot to do with one of the tools your brain uses regularly. This tool helps you get through your days with the speed and accuracy you need without getting bogged down with minutia. This tool is...

Most business leaders still say that the biggest problem in the workplace is communication.   But communication starts with the leader. If you wish to improve your leadership skills you will need to take responsibility for the communication within your organization. By setting the example you can dramatically affect the communication process. There are three things that you must evaluate in order to improve your communications skills. They are: 1. What you say 2. How you say it both verbally and non-verbally 3. Your position and who you are What you say accounts for less than 10% of the communication process. You should be aware that the words you use can mean different things to different people. For example, “As soon as possible” could mean right now, or as soon as you have time. The words will be interpreted based on the frame of reference of the person listening. How you say...

How many people really work at your company? Is it only about one third? Did you know that is exactly what the Gallup organization learned? If that is true in your organization this is why you should be concerned. Employee engagement is directly responsible for your company’s sales and profits. Disengaged employees will result in lost customers. The best measure of success is a growing flow of loyal customers. I recently did a similar engagement survey called D.I.AL.O.G. 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 owners appear to be frustrated. They were struggling to get more business but having a hard time providing good service to existing customers. Here is why. For starters, the owners disagreed on the operation of the business. Because of this, some key employees chose...

Achievers are always accountable for results. Conversely, leadership fails when the leader does not hold all team members accountable. Creating a culture of accountability requires collaboration, communication of goals, and understanding the nature of motivation. Having conversations about accountability with your staff requires several things. You need to communicate the goals and the desired outcomes. You must practice open book management and be totally transparent regarding challenges and obstacles. Your team should not fear making mistakes but should learn from them. Honest and direct conversations need to occur if you expect the right outcome. When a team member is part of those conversations collaboration will occur. How does this help a manager who is responsible for team performance? Consider what happens if you have an employee who needs to speak up and offer opinions but fears doing so? The results can be devastating when we fail to have these accountability discussions....

Organizations with a high level of staff engagement communicate well with their employees. Have you noticed that organization with internal problems can trace the cause to poor communication? Many of the terminations in an organization, both voluntary and involuntary have their root cause in the improper communication. Sometimes it is not what you say but how you say it. How can you change this? The first step is to create positive results by being positive in your communication. Here are six suggestions on positive effective communication. •          You can accept others ideas and respect them although you do not have to agree. Acknowledge amazing requests and outrageous statements with responses such as: "That's an interesting idea." "That's a novel request." "What an intriguing question." Then listen to what the other person is saying and use those questions as an opportunity for the other person to be heard. You can move to...

Today, the most successful inventions, products, or innovations are a collaborative effort. Gone are the days when one person or one company has all of the answers. We live in a competitive society and collaboration is critical to innovation and separating our organization from others. Since there are no individual performers in a collaborative effort the ability to communicate is one of the most important components of collaboration. You probably know someone in your organization that can create a negative impact simply by saying good morning. This is because our communication is not simply words. It is not what we say but how we say it. Our communication includes our writing, tone and volume of voice, eye contact, and body language. Confrontation will kill collaboration but many confrontations are the result of poor communication. Although we meant it one way it was taken another way. Here is an example to illustrate...

In management which is more important—Doing things right or doing the right things? The answer may surprise you because it depends on the situation. Both of these behaviors are required to lead a team or manage a business. In Doing Things Right you establish detailed steps and timetables for achieving needed results, establish structure, monitor results, and execute specific plans. On the other hand, Doing the Right Things includes establishing direction, aligning people, and motivating and inspiring people. In short, management (Doing Things Right) is important but will not succeed without leadership (Doing the Right Things). In the case of an entrepreneurial leader this would be described as the difference between working IN your business and working ON your business. Let’s take an example. There are numerous great cooks and chefs that feel that because they understand how to create a great meal that, therefore, they would be a natural to...

Leaders of high performing teams say what needs happen then rely on the team to get it done. "Never tell people how to do things. Tell them what to do and they will surprise you with their ingenuity." -- Gen. George S. Patton   "Leadership is the art of getting someone else to do something you want done because he wants to do it."                -- President Dwight D. Eisenhower On this Independence Day it might be appropriate to recall leadership quotes from some of our past military leaders. It is not surprising that many great civilian leaders that we have known have received their leadership lessons in the US military. The leadership in the US Armed forces inspires and demands that each person does his or her very best. Now that doesn’t mean that everyone has to have a management style like Patton. Those were his traits. People with totally...

Experience is not the most important factor to consider when hiring for most positions. In fact experience is a trailing indicator when it comes to predicting future success much like profits are a trailing indicator for corporate success. If you stop placing so much emphasis on experience in your hiring decisions you will start seeing less staff turnover and a more profitable company. Consider the fact that most failures and job terminations occur because of attitudes and behaviors. Since that is the case wouldn’t it be more important to look at values, attitudes, and behaviors in assessing a job candidate? If you look only at experience you might have too narrow a focus. I have noticed that those running businesses believe that their industry is different from others, so unique that the primary requirement is experience. Because of that mindset I have seen many bad candidates hired and many qualified candidates...

Good leaders need to hold the members of their team accountable for performance. The best way to accomplish this is by motivating them to be accountable. Dwight Eisenhower said, “Leadership is getting people to do what you want them to do because they want to do it.”    Many times we fear having a discussion about results and performance because we feel we will not change behavior and we might create alienation. However, you will have continued failure if you do nothing and refuse to hold people accountable for results. How does a manager hold members of the staff responsible for performance? What about an employee who needs help but fears asking for help? The results can be devastating when we fail to have accountability discussions. The book, “Crucial Confrontations”, by Kerry Patterson, Joseph Grenny, Ron McMillan, and Al Switzer really talks about this topic. How do we handle missed commitments, failed...

You want the truth? “You can’t handle the truth!” This well-known line was uttered by Jack Nicholson in the move, A Few Good Men. Do you think there might be some truth in that statement? That appears to be the case in many organizations. It is just not comfortable to ask too many questions. It is easier for companies with retention problems, for example, to focus on compensation issues. But, according to Gallup around 30% of employees are engaged at work. That means that 70% are not engaged in their jobs at your company. Recently Gallup released a new survey on employee engagement. When I read the commentary I could see that engagement is not static information but depends on company, employees, and time. We can’t use a cookie cutter approach. We can’t make universal supposition of what engages people. Instead, we need to understand the diversity of our workforce which...

A high performing team is always created by an effective leader. Conversely, if an organization is full of performance issues you need only to look at leadership to diagnose the cause of the problem.   An organization is only as good as its people and as leader your first duty is to select the best people. After you have hired the best people your challenge as a leader is to keep them engaged and producing results. Engaged employees will lead to loyal customers and loyal customers will lead to a sustainable business. In our business climate it is not enough to be good, you must exceed customers’ expectations. This takes a coordinated effort of individuals that work together toward a common goal. You may have heard it said that there is no “I” in team. This is true and it means that individuals who are qualified and intelligent but do not work...

People can get frozen in place and can’t move forward. Sometimes they need the equivalent of a can of WD-40 to get unstuck. Has this happened to you? If you ever wondered why you feel this paralysis think back over what you did today. What did you do in the first few hours after you got up? Was it similar to what you did when you got up yesterday, and the day before and so forth? There is truth to the expression that “we are creatures of habit”.   Our habits have a lot to do with why we get stuck. Habits can be good but they can also be harmful. A bad habit can cause us to continue to do things that are non-productive. For example, you might have a habit of taking the easier option, doing something that doesn’t push you out of your comfort zone. That could be spending...

An effective leader does not simply hand out jobs for others to do. The effective leader first puts the structure and processes in place to assure the successful execution by others. In other words, an effective leader knows how to delegate with confidence. Consider an example. Let’s say you want to open a restaurant because you are a great cook and really love to cook. If that is your primary reason I would suggest that you get a job as a chef at a restaurant. If you want to open a restaurant you need to manage and understand all elements of that business, but primarily, be able to manage and hold your employees accountable. I have a client who had built a very successful home services business. He did the sales and his wife did the bookkeeping. He hired service staff to work with him. He has a successful business but...