leadership Archives - Motivational Speeches and books by Snowden McFall

2 Ways to Increase Your Influence

You Can Have Greater Influence on Others

Brendon Burchard, in his excellent new book, High Performance Habits, shares some excellent tips on how to increase your influence.

Teach people how to think. When you are working with others, whether in a team, on a committee, or your employees, ask compelling questions which make others think. Some might include:
“What do you think about…?”
“What would happen if we tried…?”
“How should we approach?”
“What ideas do you have about..?”
Get others thinking and contributing. Listen to their feedback and don’t shut them down. You influence them by thanking them and considering what they have said. Do this more and more often at every meeting. Let them know you expect new ideas and creative thinking from them.

2. Challenge others to grow. Let them know you hold them to a higher standard. Whether it’s your employees, family members or friends, ask them what their next steps are, how they can get better at what they’re doing, how they can treat others better, how they can improve. Let them know you believe in them and that their excellence inspires them.

You have an impact on others. You have the opportunity to influence others more than you know By encouraging their thinking, their growth and their ideas, you influence and empower others.

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Leaders and Sacrifice

“Leadership is about inspiration-of oneself and of others. Great leadership is about human experiences, not processes. Leadership…is a human activity that comes from the heart and considers the hearts of others.”-
Lance Secretan

In his new book Leaders Eat Last, Simon Sinek says leaders must sacrifice for their people. They must be willing to put the needs of others before their own needs. It’s a choice: to look after the person on either side of us.

What Leaders Must Sacrifice:

• Micromanaging
Hire good people, trust your people, and check progress when appropriate. Having authority over their work is a key indicator for employee happiness. Give it to them and praise them when they’ve done well. Demonstrate your confidence in them.

• Self-Interest and Ego

Get in the trenches and work with your people at all levels. I read a story about a CEO who had succcessfully grown the business, and while it was doing well, sales had plateaued. He was advised to go down on the factory floor every week and spend time with his people, getting to know them. In six months, his profits took off because his people knew that he cared. They delivered better, faster service and higher quality. People respond when you know you care about them.

• Saving Face at the Expense of Your People
If you don’t back your people up when they are in crisis or conflict with vendors, clients, etc., then you send a very clear message of fear and mistrust. When you say you will support your people in difficult times and then fail to, your employees feel betrayed and abandoned. They will resent you and become cynical and fearful. None of that leads to high performance.

• Looking Good to Stockholders
At Next Jump in NY, CEO Charlie Kim spends significant money developing people- on training programs and mentoring- much to the chagrin of his investors. However, the results proved themselves and delighted stockholders. Many firms in this industry have double digit turnover rates, which can cost millions to replace. (Industry averages 150% of a person’s salary to replace them.) Because of the investment Charlie makes in his people, turnover is low single digit, and the quality of innovation, problem-solving capability, loyalty and engagement at the company have soared.

Keep expanding your capability as a leader! You will inspire others.

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How Leaders Fail

“Leadership is lifting a person’s vision to higher sights, the raising of a person’s performance to a higher standard, the building of a personality beyond its normal limitations.” Peter F. Drucker

The Biggest Mistakes Leaders Make

• Breaking agreements and not keeping promises
Other people assume a promise from a leader will be kept. And when you fail to follow-through on any level, it breaks trust. It creates dis-ease and mistrust on all levels and calls into question your credibility. Don’t make commitments you can’t keep. Renegotiate them, delegate them, but do not break promises.

• Emotional outbursts. I had a boss who screamed at everyone, for no reason. I’ve seen other leaders do this, and all it does is alienate others around you. DO NOT VENT on your staff. They deserve better. Go to therapy, work out, get the anger out before you come to work.

• Lack of empathy: Not understanding how your people feel after a work crisis, not giving them comp time when they have worked overtime for many days, not being compassionate when your people have a family emergency. You must demonstrate compassion. Your staff are first and foremost people; treat them with respect and caring.

• Not Giving Appreciation or Praise
70% of American workers are actively disengaged. 88% of American workers NEVER receive thanks for the work they have done! There’s a correlation. Praise people specifically in writing for a job well done. Say thank you publicly to others for their work. Express your thanks often.

• Not Being Transparent
More than ever, leaders need to tell the truth and address fear and rumors. Even if you can’t tell the whole story, acknowledge that yes, change is happening, and you are doing everything in your power to resolve issues quickly. Update your people often. Acknowledge their worries and be honest in responses. Maintain an optimistic approach and keep them updated every step of the way.

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