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The 3 Most-Ignored Ways to Change Employee Behavior

Posted by on Oct 17, 2013 in Culture, Leadership, Personal Development | 0 comments

The 3 Most-Ignored Ways to Change Employee Behavior

As I continue to think about the work I’d like to do in 2014, core attributes and practices of effective leadership continue to surface. As we look at how and why companies are successfully moving forward (hopefully with Velocity) another key component is – “motivating behavioral change” within your organization to adjust and take advantage of ever-changing conditions within your marketplace.

The “4 Conditions”

Within the Velocity Leadership framework, we talk about the 4 conditions – Behaviors, Relationships, Environment and Expectations. They are inter-related when it comes to maximizing the potential of your organization, but must also be looked at in an individual fashion to give you some clear starting points on affecting positive change.

Behaviors of your people are in large part dependent upon the depth of relationship you’ve been able to establish with them. Behaviors can only be altered to the level that the individual wants to change. We have to develop relationships to ensure that the level of change we need is the level of change the individual actually desires for themselves.

It’s a Leadership thing …

To do this, you have to “want” to develop this type of relationship. This is a leadership thing for sure. People cannot and will not consistently want something more than you do. I know I preach this all of the time, but they need to see in you what you want to see in them.

Here are 3 easy ways to deepen your relationships with your employees in a professional and meaningful manner.

1)      Be interested in your employees – their thoughts, their ideas, their desires.  This means asking questions, listening, remembering. If you aren’t really interested – ACT interested! Before you know it, you’ll really be interested.

2)      Ask their opinions or thoughts – if you have something that either affects them or that you think interests them – ask them how they feel about it or what ideas they might have. Note: this is tricky. You need to let people know that rarely are anyone’s ideas implemented exclusively. What we need is to have diverse ideas in the mix – an ingredient of the cake so to speak – not the entire cake.

3)      Be consistent with feedback – both positive and negative. Make sure people see your reasoning as being consistent with your core beliefs, business objectives, etc. Nothing is more frustrating for an employee than having the ground rules change based upon circumstance. This is why it is so important to be clear and committed to your business strategy, target market, principles and core values.

Know that if you aren’t willing to work on your relationships with your people then you are going to have a very tough time altering behavior within them – behavior that might be the difference between success and failure. It’s worth it – invest in developing better relationships with your people.

Challenge Adversity, Maximize your Energy!

Posted by on Oct 13, 2013 in Culture, Leadership, Personal Development, Powerful Minute | 0 comments

Challenge Adversity, Maximize your Energy!

Many times the “thought” of adversity is worse than the adversity itself.

 

 

 

 

 

Learn more by tapping the audio player.

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Identifying Change and Leading Change – What’s the real difference?

Posted by on Oct 9, 2013 in Culture, Leadership, Personal Development | 0 comments

Identifying Change and Leading Change – What’s the real difference?

The first thing you have to do is work on you – then you can work on them.

I’ve been thinking a lot about the kinds of clients and types of work that I’d like to focus on in 2014. This exercise led me to think that it might be easier to first define what I wanted to avoid. This led me to the first reason of why someone shouldn’t work with me, which is, if you want to fix everyone else – we probably shouldn’t work together. The reality is – your situation won’t change, your people won’t change and your business won’t change … unless you do.

So you want to take your team or your company to the next level.

Things might be going great or not so great, but you know that to go to the next level your team has to grow – change – whatever you want to call it. But the reality is you can’t expect your team to be different and you stay the same. So the first thing you have to do is work on you – then you can work on them.

It seems that almost every time I get called in to work with a company – the owner or CEO or manager always want to fix someone or something else. Now, having been in their situation before, I understand this. But the reality is that “identifying” change needed and “leading” change are two completely different things. Leading change means you have to look in the mirror first.

I have yet to work with an organization that made great strides forward with their leadership refusing to make the changes that they expected their people to make.  As an example, one of the 3 C’s, a core competency of Velocity Leadership, is consistency. Leaders who instill management devices, whether that be meetings, procedures or any other protocols and then don’t follow-through are not only inhibiting positive growth in their organization but actually doing just the opposite.

The reality is if you want to be an effective leader of any kind you have to not only talk the talk, but walk the walk. I realize this is not a new understanding. But I also see it repeatedly being ignored by owners and managers who feel that it doesn’t apply to them for some reason. Inevitably, these are the same people who expect others to change but not themselves.

We are all a work in progress …

This is just one example. Please know there are many, many other ways that leaders focus on others rather than themselves. I hold no malice towards these folks. We are all a work in progress – including myself. But I’ve led enough organizations of my own and consulted with others running their own organizations to know that if you can’t do this – your chances for achieving the type of success that is possible, and the type that I want to be a part of, is very slim.

Ultimately, if you want to work with me or not isn’t the point. The point is that to take your organization to the next level you must do what Ghandi said,

“We must be the change we wish to see …”

Look in the mirror, lead the change you wish to see in your organization, and enjoy the journey.

 

(As a footnote: I originally entitled this blog post – “Why you shouldn’t work with me.” But under counsel from my trusted adviser on all things social – I changed it. If you have an opinion as to which title you like best and why – I’d appreciate  hearing from you.)

Powerful Minute – 4 Simple Steps to Improved Communication

Posted by on Oct 6, 2013 in Culture, Leadership, Personal Development, Powerful Minute | 0 comments

Powerful Minute – 4 Simple Steps to Improved Communication

Communication continues to rank among the top of essential skills. Bottom-line is the better you communicate, the more effective you are. In this Powerful Minute you’ll get 4 quick and easy tips to massively improve your ability to communicate in a meaningful and impactful way.

 

 

 

 

Click the player to listen!

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The singular key to accomplishing your goals!

Posted by on Sep 29, 2013 in Culture, Leadership, Personal Development, Powerful Minute | 0 comments

The singular key to accomplishing your goals!

Clarity of your destination is critical to accomplishing it … but once you have that the singular most important step is to be focused where you are. Learn more with the Powerful Minute – “Get where you want to go.”

 

 

 

 

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Powerful Minute – Turn uncertainty into opportunity!

Posted by on Sep 22, 2013 in Leadership, Personal Development, Powerful Minute | 0 comments

Powerful Minute – Turn uncertainty into opportunity!

As a leader, we must help our people feel worthy of their role and position so they can maximize the opportunity in front of them.

See if this Powerful Minute rings true with you!

 

 

 

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Have a great week!

Kelly

Powerful Minute – How to maximize a personal investment …

Posted by on Sep 16, 2013 in Culture, Leadership, Personal Development, Powerful Minute | 0 comments

Powerful Minute – How to maximize a personal investment …

Here’s the investment we can all afford and can’t afford to miss!

It’s so simple … and yet so powerful.

 

 

 

Click the link below to hear it!

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Have an attentive week!

Kelly

Powerful Minute – The key to handling complex situations!

Posted by on Sep 9, 2013 in Culture, Leadership, Personal Development, Powerful Minute, Uncategorized | 0 comments

Powerful Minute – The key to handling complex situations!

Handling difficult and complex issues is a key attribute of all great leaders.

Learn the “secret” by clicking the player below!

 

 

 

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Have an awesome week!!!

Kelly

 

 

What will you remember in life?

Posted by on Sep 2, 2013 in Culture, Leadership, Personal Development, Powerful Minute | 0 comments

What will you remember in life?

What makes all the effort and work worthwhile?

Enjoy this week’s Powerful Minute!

 

 

 

 

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Have a great week!

Kelly

Powerful Minute – The BIG Thing!

Posted by on Aug 25, 2013 in Culture, Powerful Minute | 0 comments

Powerful Minute – The BIG Thing!

Inspirational, Motivational, Instructional

… sometimes all three!

 

Imagine that point in time when you had a great accomplishment – The Big Thing!

 

Tap the player below:

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Have a great week!

Kelly