Archive for the ‘Executive Coaching’ Category
Monday, April 2nd, 2012
Motivation develops internally from a desire to achieve goals that are important to both the individual and the company. It is the force that prompts action. If you are having trouble motivating your team to achieve your goals, you are probably failing to understand theirs.
While pay, benefits and working conditions are important, research shows that they have no long-term effects on motivation. The things that do have an effect are recognition, sense of achievement, growth, participation, challenge and identification with the company’s goals and vision.
In spite of these facts, executive leaders and managers still use fear and incentives as motivational tools. Fear can be highly motivating, but does not produce positive results for any length of time. Incentives, on the other hand, are positive motivators—rewards in exchange for specific behaviors, but also have diminishing returns as employees expect fair compensation based on their contributions. Eventually, a disconnect forms between what the employee desires and what the employer is willing to pay.
Here are 9 ideas proven to provide for long-term motivation:
- Outline a clear vision. Identify your company and department goals and objectives. Make sure everyone understands how to help achieve those goals.
- Give regular compliments. Make an effort to compliment each of your direct reports on (at least) a weekly basis.
- Prioritize employee development. Make employee development and retention a primary objective of each manager and executive leader, and reward their success accordingly.
- Ask for input. Ask employees for advice in areas where they have expertise.
- Include employees in goal setting. Involve everyone at all levels in goal setting and strategic planning, particularly if they are responsible for the results.
- Treat everyone with dignity and respect. Pretty self-explanatory.
- Stand behind your employees and back their decisions. Also, let employees learn from their mistakes.
- Listen. Take time to listen carefully to other people’s interests, opinions, concerns and goals.
- Encourage employees to expand their comfort zone. Help them look for new ways to meet their personal goals and expand their skills.
What motivates you? What does that tell you about how you can effectively motivate your employees?
Howard Shore is an executive leadership coach who works with companies that need leadership development and business management coaching. Based in Miami, Florida, Howard’s firm, Activate Group, Inc. provides strategic planning and management coaching to businesses across the country. To learn more about executive leadership coaching through AGI, please visit www.activategroupinc.com, contact Howard at (305) 722-7216 or email him.
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Tags:achieving goals, business management coaching, clear vision, Coaching in South Florida, company’s goals, company’s vision, desire to achieve goals, Executive Coach, executive leadership coach, Howard Shore, leadership development, Motivation, teams achieving goals, What motivates you
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Friday, January 6th, 2012
Acquiring talent is a process just like any other in your company. The entire recruitment process is a sometimes long and arduous one, and therefore it is a magnet for shortcuts and rushing. Don’t give into the temptation to save a few hours of time and end up with bad candidates that cost your company thousands in the long run.
Every recruitment effort should utilize the following three tools as the first three steps in the process:
1. Job Profile. Completely define the position as the very first step in the recruitment process. Use the job profile to identify and communicate the job description, key performance indicators, accountabilities, detailed reporting structure, internal and external customers, required competencies, critical success factors, and key process ownership.
2. Advertisement. Posting a position is supposed to attract the candidate’s attention over all the others, qualify appropriate candidates, and screen out bad ones. It is important to know where the most success is happening for the type of position and level of person you want to recruit.
3. Assessments. By law, if you are using assessments in your process you need to screen all candidates, not some. NOTE: A person becomes a candidate the minute you receive their resume. Don’t misuse this valuable tool! One assessment does not fit all. For example, I find that Objective Management Group’s assessments are the best for sales, while behavioral-based assessment is good for other positions.
Have you tried recruiting without using these three tools? What was the outcome?
Howard Shore is a business growth expert who works with companies that want to maximize their growth potential by improving strategy, enhancing their knowledge, and improving motivation. To learn more about him or his firm please visit his website at www.activategroupinc.com or contact Howard Shore at (305) 722-7216 or email him.
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Tags:Acquiring talent is a process, Activate Group Inc, Assessments, behavioral-based assessment, Business Coach, business growth expert, coaching, communicate the job description, critical success factors, Executive Coach, first step in the recruitment process, Howard Shore, Job Profile, key process ownership, most success is happening, Objective Management Group’s assessments, Posting a position is supposed to attract the candidate’s attention, screen all candidates
Posted in Articles, Business Coaching, Executive Coaching, Howard Shore, Top Grading/Employee Selection, Written By: | 1 Comment »
Thursday, December 29th, 2011
In every economy, we have to adjust our strategies to what’s going on around us. The new year will probably bring a few surprises, but I see three trends from 2011 that will likely carry over to 2012. These could be good or bad depending on how you look at them and what industry you are in.
1. Technology will continue to impact business operations.
How will technology put you out of business or damage your market position? Low-skill, repetitive jobs that have low customer interaction will probably go away, replaced by efficient technology. But it isn’t always inevidable. Ask yourself if your customers were given the option to pay less and but sacrifice personal interaction, would they take it? Would enough of them still choose you to justify continuing your path? The shift to scanning and e-mailing and virtual meetings with video conferencing are just the beginning.
2. Unemployment will remain high.
High unemployment will most likely continue to take a toll on our economy. Yes, there are local pockets where the rate is lower, but the general U.S. population will have trouble absorbing its displaced workers because of increasing population, improvements in technology, and continued globalization. People will continue to watch how they spend their money. People will be forced to move where they can find jobs and a lower cost of living. This could end up being positive for companies look to hire, as there may be more qualified talent in the market to choose from.
3. Employees will get virtual.
The new business paradigm is less staff and less space—less overhead. Professional services firms have been moving in this direction for some time now, moving many employees to home or virtual offices instead of renting large office spaces. They have a place to get mail, a space to meet with clients, but their main workspaces are their homes. As the cost of space continues to rise in major cities, it can make more sense to allow your employees to be virtual. It can help you be much more competitive in the marketplace by lowering costs, and often employees are more productive because they do not waste a lot of time in traffic, and they can find better work/life balance.
4. Entrepreneurship is the new career path.
With technology and a virtual marketplace accessible by nearly anyone, many people are finding it easier and not too costly to go into business for themselves and generate a $1 million+ business from home with just a computer. They get a virtual assistant, virtual bookkeeper, several virtual employees, create a great website, hire a company that acts as their call center, and within a very short period with a good strategy they can become a formidable competitor with little investment.
How will these trends impact us as business leaders and how will you capitalize on them?
Howard Shore is a business growth expert who works with companies that want to maximize their growth potential by improving strategy, enhancing their knowledge, and improving motivation. To learn more about him or his firm please visit his website at www.activategroupinc.com or contact Howard Shore at (305) 722-7216 or email him.
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Tags:Activate Group Inc, create a great website, Employees will get virtual, Entrepreneurship is the new career path, Howard Shore, impact business operations, new career path, several virtual employees, Trends that Will Carry Over to 2012, Unemployment will remain high, virtual assistant
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Wednesday, December 21st, 2011
In his book, Five Dysfunctions of a Team, Pat Lencioni identified team behaviors that reduce positive results in an organization. In my opinion, this book is a must-read for all managers and C-level leaders.
As the company leader, you are the core of your team. Your primary responsibility is to motivate and use the team to create customer loyalty; deliver products and services; execute the company strategy and anything else required to achieve goals. Some teams are big, and some employees may have to play on more than one team. This is where problems could arise.
Lencioni identified the most common problems that arise in teams and how to overcome them. I’m summarizing here, but seriously recommend reading the whole book. It’s a great read and worth every penny.
Absence of Trust
Absence of trust is the hardest dysfunction to overcome and it can be a killer. In some teams, too much time, energy and good ideas are wasted trying to protect reputation. Employees are reluctant to ask for help and to offer assistance to others, causing lower morale and unwanted turnover. As a leader, you can prevent this dysfunction by encouraging open dialogue in meetings. Then, work with your managers to identify situations where employees demonstrate lack of trust and bring it out in the open through discussions that focus on the strength of each team member, and address behaviors that lead to mistrust.
Fear of Conflict
If you’ve overcome the absence of trust dysfunction, your team is now mentally prepared to engage in passionate discussion without the fear of judgment. They know that while their idea may not be accepted, at least it will be heard. What is important here is to focus on discussion and resolving issues quickly without resorting to personal attacks. That being said, healthy conflict saves time and results in better decisions. Practice restraint and allow conflicts to resolve naturally. But as the company leader you must set the expectation that personal attacks will not be tolerated. Wipe out this dysfunction by looking for passive-aggressive behavior behind the scenes or back-channel attacks and calling it out.
Lack of Commitment
Is commitment lacking in your organization? It may have resulted from a lack of healthy debate in meetings, which led to false consensus and no buy-in. Productive conflict taps into everyone’s perspectives, which allows everyone to confidently buy in and commit to decisions. Build commitment in your company by demonstrating decisiveness, and communicating awareness and acceptance of the fact that some decisions may turn out wrong. Then, cascade messaging to key people in your organization to support follow-through on decisions and ensure that everyone is aligned.
Avoidance of Accountability
Accountability is a team effort. Team members need to hold each other accountable when behaviors and actions do not support team goals. Peer pressure is the most effective means of producing performance. Foster accountability by creating clear standards with defined indicators that enable each team member to know that they are doing their part. The more detailed the action plans and the more specific the performance metrics are, the easier it will be to hold people accountable. However, there should be an external fail-safe measure in place so that the team cannot run too far off course.
Inattention to Results
Sometimes ego and self-preservation get in the way of company goals, and that results in inattention to results. If teammates are not being held accountable for their contributions to the collective results, they will likely look to their own personal interests. You can avoid this trap by having good measures in place that align an individual’s incentives with that of their team. Set the tone to focus on results and make sure your conversations with individuals are consistent with focusing on organizational results and not encouraging selfish behaviors.
You can significantly increase your team results by improving their performance by nipping these dysfunctions in the bud.
What other dysfunctions would you add to Lencioni’s list?
Howard Shore is a business growth expert who works with companies that want to maximize their growth potential by improving strategy, enhancing their knowledge, and improving motivation. To learn more about him or his firm please visit his website at www.activategroupinc.com or contact Howard Shore at (305) 722-7216 or email him.
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Tags:5 Dysfunctions of a Team, Absence of trust, Accountability is a team effort, achieve goals, Activate Group Inc, Avoidance of Accountability, Business Coach, business growth expert, coaching, company goals, company leader, create customer loyalty, Executive Coach, Fear of conflict, Five Dysfunctions of A Team, healthy debate in meetings, Howard Shore, inattention to results, individual’s incentives, Is commitment lacking in your organization?, lack of commitment, Pat Lencioni
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Monday, December 19th, 2011
In my line of work, I’ve consulted with many CEOs—newbies and seasoned veterans alike. Nobody’s perfect. We all have skills and leadership issues that need to be honed and improved (even me!). But there are three areas that I see new CEOs struggling with the most.
CEO Mistake 1: Poor Strategy.
Strategy is not vision. A new CEO may have a vision for what they want the company to become, but that is not a solid, thoroughly researched business strategy. Until the vision is deconstructed, shared with the leadership team, and used to write a smart strategy complete with goals, tactics, timelines and metrics, it’s just a pie-in-sky ideation that has little potential to lead the company to success.
CEO Mistake 2: Bad Communication of Goals.
A CEO’s job is to lead the entire organization to the successful completion of the business strategy. If employees don’t understand the company goals, and more importantly, how they contribute to those goals, then there will be no consensus or focus to their work. That is certainly not the recipe for success. If you don’t communicate those goals to them, who will?
CEO Mistake 3: Overconfidence in Own Judgment.
It’s easy for a new CEO to get a little drunk on the rush of power and responsibility when they are placed at the head of a large company. Many feel they have worked so hard to get where they are, that they deserve the unwavering and unquestioning support and admiration of everyone in the company. Don’t go there. CEOs who are over-confident tend to miss the really brilliant ideas and insights that can come from every level in the company. The worst thing a new CEO can do is close their eyes to the challenges, opportunities and ideas coming from within the company—no matter where or who they came from.
What CEO mistakes have you seen?
Howard Shore is a business growth expert who works with companies that want to maximize their growth potential by improving strategy, enhancing their knowledge, and improving motivation. To learn more about him or his firm please visit his website at www.activategroupinc.com or contact Howard Shore at (305) 722-7216 or email him.
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Tags:Activate Group Inc, Bad Communication of Goals, Business Coach, CEOs struggling, CEOs who are over-confident, coaching, Common Mistakes of New CEOs, Executive Coach, Howard Shore, leadership issues, new CEOs struggling, Nobody’s perfect, Overconfidence in Own Judgment, Poor Strategy, rush of power, Strategy is not vision, successful completion of the business strategy, understand the company goals, vision for a company, What CEO mistakes have you seen
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Monday, September 12th, 2011
Think for a moment about your last unhappy customer. Maybe it was a client who didn’t see the results they wanted or a customer who had a bad experience. (more…)
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Tags:bad experience, Business Coach, business consultant, business consultation client, Clearly communicate the client’s responsibilities, Client Expectations, Define the most common obstacles for success, Executive Coach, Executive Coaching, expectations haven’t been met, Howard Shore, not sell products, obstacles for success, sales consultant, sales process, sales team, set realistic expectations, Set very conservative expectations, Setting and managing the expectations of your clients, solve their problems, unhappy customer, You are in business to solve problems
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Friday, September 9th, 2011
The economy is a topic on a lot of people’s minds these days, and if the average citizen is concerned, of course you as a business owner and leader would be concerned too. You may be downright nervous, but if you have a solid business model and have not compromised in the areas of creativity and innovation, then there is light at the end of the tunnel.
Large companies are confident in making executive transitions in these shaky economic times because they haven’t lost sight of their original ideas. These companies are confident in the business model that was the inspiration for starting a business in the first place, and regardless of what’s happening in the news, they stick with the plan. According to a Bloomberg.com article by Thomas Black, U.S. companies are hiring new chief executive officers this year at the quickest pace since 2005. Mr. Black also mentions a study by the search firm Crist/Kolder Associates that shows turnover is running at a 13% rate this year (according to a study of 669 large companies). Leadership transitions are not usually done while the economy is in such a slump. Does this show confidence in the future of economic growth or in their business model and strategy?
What these changes do show is that you can’t believe everything you read, hear, or see. Stop blaming the economy for your lack of growth. Unrealized growth is not the result of a bad economy, more than likely it’s the result of a bad or outdated business model. It doesn’t matter how good or bad the economy is, all companies want and need growth. Most new companies start as an innovative new idea for a product or service-and your company is no different. Your company’s original creativity is what put you in business, so I find it ironic that lack of innovation and creativity may be the very thing preventing it from growing. Innovation keeps you relevant. If your company’s strategic planning is not focused on innovation, it cannot grow in a sustainable way-in this economy or any other. Companies like Apple and Google have grown into veritable empires by creating a corporate culture of creativity and innovation and translating their internal wellspring of ideas into successful growth strategies.
Stop focusing on the woeful tales of the economy and start focusing on your business model. If you have a solid business model and continue with the creativity and innovation that launched your business in the first place, you should be able to weather any economic storm.
Howard Shore is a business growth expert who works with companies that want to maximize their growth potential by improving strategy, enhancing their knowledge, and improving motivation. To learn more about him or his firm please visit his website at www.activategroupinc.com or contact Howard Shore at (305) 722-7216 or shoreh@activategroupinc.com.
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Tags:business model and strategy, Executive Coach, Executive Coaching, executive transitions, focused on innovation, Howard Shore, Is It the Economy or Your Business Model, lack of growth, Leadership transitions, solid business model, start focusing on your business model, starting a business, successful growth strategies, Thomas Black
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Wednesday, September 7th, 2011
One of Winston Churchill’s famous quotes is “Never, never, never quit.” I think this is a great quote or thought-starter for a motivational meeting with your sales team. What other techniques or quotes inspire your drive or creativity?
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Tags:business growth expert, Creative thinking is the lifeblood of your business, Executive Coach, Executive Coaching, Howard Shore, inspire your drive, what inspires your drive or creativity, Winston Churchill
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Thursday, September 1st, 2011
The difference between success and failure in business can really be broken down into five key factors. Some business owners are lucky to have the right product at the right time, however, most find that if they do not do these five things they will either fail, or worse yet, discover that they would have earned a better living by getting a job. According to the Small Business Association, 1/3 of all businesses will close their doors after 2 years, and 60% will do so after 5 years. If you have passed the 5 year mark and you are not concerned about those statistics, you might find it interesting to note that according to the National Federation of Independent Business, only 39% of all businesses are profitable, 30% break even, and the rest lose money over their LIFETIME. Don’t be discouraged! The good news (yes, there’s good news!) is that turning a profit and staying in business is much simpler than these statistics would indicate. If you want your business to succeed, then make sure you have these top five keys to success in place:
- Have, Communicate and Drive Your Vision/Purpose
- Strategy
- Financial Planning and Review at Least Monthly
- Establish and Communicate All Company Goals
- Commit to Goals
Are these part of your business habits?
Howard Shore is a business growth expert who works with companies that want to maximize their growth potential by improving strategy, enhancing their knowledge, and improving motivation. To learn more about him or his firm please visit his website at www.activategroupinc.com or contact Howard Shore at (305) 722-7216 or shoreh@activategroupinc.com.
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Tags:5 keys to success, better living, business habits, Commit to Goals, Drive Your Vision, Executive Coach, getting a job, Howard Shore, Keys to Success, National Federation of Independent Business
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Tuesday, August 30th, 2011
By Howard Shore
One of the most important topics that I discuss with C-level leadership is strategic planning for business growth. It doesn’t matter how good or how bad the economy is, all companies want and need growth. (more…)
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Tags:Activate Group Inc, Apple, Blue Ocean Strategy, Brainstorm, budget dollars, business cycle, business growth expert, business plan, Business Planning, C-level leadership, coaching, cutting costs, Executive Coaching, failed strategy, Failing to plan, Google, Howard Shore, Innovation creates growth, innovative new idea, lack of growth, Renee Mauborgne, smart phone marketplace, Stop peddling products, strategic planning for business growth, Think about solving problems, thinking like problem-solvers, W. Chan Kim, What is your biggest challenge to planning for innovation?
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