3 Mistakes Every Leader Needs to Face

You may have heard it said that as leaders, we really don't learn that much from success.  Rather there is much more learning to be found from mistakes and failures.....if evaluated the right way, after.

Here is an interesting article from Fast Company that identifies 3 Mistakes Every Leader Needs to Face.  They include:

  1.  Keeping your struggles to yourself

  2.  Focusing exclusively on the present

  3.  Not correcting obvious mistakes immediately

You can read more here.   Do any of these sound familiar?  Hopefully you will gain some insight here.

      Steve Brody  

3 Leadership lessons from Market Basket

If you were fired from your CEO position, would your employees walk off the job in support of you?  Would your customers refuse to patronize the firm that fired you?

Well, that is exactly what happened earlier this year at Regional supermarket chain Market Basket in New England.  There are 3 leadership lessons that can apply to any firm.  They include:

  1.  A little caring goes a long way

  2.  Business doesn't have to pursue profits at the expense of people.

  3.  Work has a higher calling & purpose beyond just a paycheck.

You can  read more  here.

        Hope you enjoy it.....     Steve

The Real Reason David beats Goliath

In one of Malcolm Gladwell's recent books he explores some key lessons from the well known story of David vs Goliath.  It's about underdogs, misfits, and the art of battling giants.

There are actually some insightful lessons that apply to the business world and entrepreneurs.  It portrays the advantage of nimble upstarts, or smaller firms who recognize the importance of agility and speed vs large, well capitalized, and slower competitors.

An advantage, he describes of entrepreneurs is the concept of being disagreeable.  Meaning that they don't require social approval of peers to expand an idea or product/service.

Here is an interesting article from Inc Magazine of an interview with Gladwell.  He explains some of these important concepts.

     Click here to read more

Could they help your business?   I believe it provides value.

7 Timeless Lessons from Bill Gates' Favorite Business Book

Bill Gates recently revealed that his favorite business book was "Business Adventures," a 1969 collection of New Yorker articles by John Brooks that illustrate the formation of the modern American corporation.

Some things are just timeless.  Here are those lessons:

1. Innovators need to keep innovating

2.  Don't release a product before its ready

3.  Corporate culture matters

4.  Don't let egos trump research

5.  Don't put yourself in a situation you can't get out of

6.  If you fail, accept it, learn from it, and move on

7.  Managers must communicate clearly with their employees

  Read more of the article   click here    Hope you enjoy it.  

7 Management Strategies From Some Of History's Greatest Generals

I recently noticed this article and it presented some very timeless and insightful thoughts about Leadership and Management strategies.   Generals in history that figured out what it takes to boost morale & maximize productivity of the troops....or your employees.  These lessons are applicable.

The Seven include:

  - Unite people around a cause

  - Keep them busy

  - Keep them satisfied

  - Lead from the front

  - Appeal to their emotions

  - Balance punishment & reward

  -  Build a group myth

Read the full story  here   See if these just might work for your organization.

Happy leading.  

9 Tips to stay Inspired

Inspiration is an important character in any business and with your leadership team.  It's the fuel that keeps people going and wanting to do more.  Pretty critical to your success.  So what do you do to keep this character high?  

Here's a recent article I noticed on this subject.  Some good ideas here....see if it might work for you.  

 9 Tips to stay Inspired.   It isn't easy to stay inspired all the time. 

Staying inspired in business isn't always easy, especially if your business is just "ticking over", feels like it’s going under or maybe you've been successful for some time now but no longer feel challenged. 

So how do you stay inspired? Here are some tips to get you fired up again. They are ones that I use myself on a regular basis if I feel my batteries need recharging or my motivation slipping a little and believe me - they really do work:

1. Networking. But with particular groups of people – those that are already more successful than you are. Meeting up with successful individuals will give you that extra little push to forge forward with your own business ideas.

2. Vision. I'm not talking about your business here, but your own personal vision. Knowing that your business will allow you to retire early and spend more quality time with your family in the long run, travel or take up that hobby you love full time is a perfect way to get fired up again.

3. Coaching. This can be a great way of not just inspiring yourself, but others too. In going over the basics and seeing the enthusiasm of your class, it reminds you of the reasons why you went in to business in the first place. Enthusiasm can be incredibly infectious, I've found. This method of inspiring yourself can also prove to be another income stream too, of course.

4. Compartmentalise. Break down projects into milestones and celebrate little achievements along the way rather than hanging on for an ultimate goal (i.e. reaching a certain amount of sales, etc). That way you'll be continually reminded of how well you're doing and it will give you the inspiration you need to continue.

5. Spread the word. Richard Branson's way of motivating himself may seem a little weird –it's to spill the beans, as it were (i.e. to tell others about his latest idea). The more he talks about it, he reckons, the more it becomes a reality to him. This method also has the added bonus of attracting potential investors.

6. Get feedback. With so many social media channels around today (Facebook, Twitter, etc) it's easy to get direct and honest feedback from customers. Appreciative customers can always inspire you to improve the business to make them even more delighted. Social media is also a great marketing tool for your brand.

7. Friendship. Befriend a competitor if you can (or at least someone in the same industry) and have a weekly chat about what you've both achieved that week, how the industry itself is faring and what you can both do together to improve it. It's a form of accountability where you're both inspiring each other.

8. New opportunities. This is best way to avoid complacency and inspire yourself at the same time.

9. Reminders. Keep a file of all those inspiring entrepreneurial quotes you come across and read it every now and again to remind you of why you went in to business for yourself in the first place.

The above all worth putting into practice and are certainly ideas I've used from time to time. What about you? How do you remain inspired on a day to day basis?

Raj Dhonota is a serial entrepreneur and investor in start-up businesses. Raj first came to the public eye as a candidate on the first series of The Apprentice in 2009 but has essentially been self-employed and involved in starting and growing businesses for over 15 years.

The Power of Collaboration

Remember the statement:  None of us are as smart as all of us!!   Or maybe also, not as effective.
Here is an interesting article for your consideration on the Power of Collaboration.
How well do you stack up as an organization?


Collaboration: An Essential Element of a Winning Formula

As senior leaders, we can expect great things from our organizations when we focus on and emphasize collaboration.

         May 30 2014 by James M. Kerr   in  Chief Executive.net


Leading companies like Pixar, Google and Zappos are known for their employee engagement and collaborative work settings. The management team at Pixar, for example, placed such an emphasis on collaboration that it even designed its headquarters to foster cross-departmental interaction in hopes of inspiring staff-member collaboration.

Collaboration: An Essential Element of a Winning Formula

As senior leaders, we can expect great things from our organizations when we focus on and emphasize collaboration.

May 30 2014 by James M. Kerr

- See more at: http://chiefexecutive.net/collaboration-an-essential-element-of-a-winning-formula#sthash.J4NEhH2R.dp

Here are five fundamentals for becoming more collaborative:

  1.  Decide to Collaborate:    The leadership team must spearhead the shift to collaboration. If you do not make collaboration a priority, it will likely not happen to the degree necessary to garner expected results. So, establishing focus on a collaborative work environment right at the top is a necessary first step.

2.    Promote the Culture:     Google publicizes its collaborative nature on its website. Here’s one of the thoughts presented in a section describing its culture: “We strive to maintain the open culture often associated with startups, in which everyone is a hands-on contributor and feels comfortable sharing ideas and opinions.” I suggest we all follow Google’s lead and promote the collaborative culture we want to create.

3.    Inspire Early Adopters:     The thought of increasing collaboration in the work environment will appeal early on to a specific set of staff members. It’s our job to inspire that subset of employees to quickly embrace the proposed changes and enthusiastically volunteer to assist us in forging a more collaborative setting. We can do this by getting them involved in the initial collaboration projects and programs.

4.    Leverage Gen Y:    The next generation of workers wants to collaborate with others— supported by the social media they have become famous for, Gen Y employees have been collaborating with each other for years. We need to foster that habit to keep it going in the workplace by leveraging their interest and including them in the process.

 5.   Tie Collaboration to Measurement and Reward Programs:     Tying measurement and reward to collaborative behavior is a terrific way to entice collaboration within an organization. People will modify behavior if incented to do so. Therefore, it is in our best interest to forge a strong linkage between these programs and the collaborative outcomes that we seek.

When it comes to designing a winning enterprise, it is not always easy to solve for “x.” However, by making a conscious effort to establish a collaborative work setting, we enable our organizations to better leverage the unique strengths and capabilities of its entire workforce—positioning the enterprise to achieve great things by fully capitalizing on its talent. - See more at: http://chiefexecutive.net/collaboration-an-essential-element-of-a-winning-formula/2#sthash.OCMZx1tH.dpuf

When it comes to designing a winning enterprise, it is not always easy to solve for “x.” However, by making a conscious effort to establish a collaborative work setting, we enable our organizations to better leverage the unique strengths and capabilities of its entire workforce—positioning the enterprise to achieve great things by fully capitalizing on its talent.


   See more at: http://chiefexecutive.net/collaboration-an-essential-element-of-a-winning-formula#sthash.J4NEhH2R.dpuf

Here are five fundamentals for becoming more collaborative:

1. Decide to Collaborate: The leadership team must spearhead the shift to collaboration. If you do not make collaboration a priority, it will likely not happen to the degree necessary to garner expected results. So, establishing focus on a collaborative work environment right at the top is a necessary first step.
2. Promote the Culture: Google publicizes its collaborative nature on its website. Here’s one of the thoughts presented in a section describing its culture: “We strive to maintain the open culture often associated with startups, in which everyone is a hands-on contributor and feels comfortable sharing ideas and opinions.” I suggest we all follow Google’s lead and promote the collaborative culture we want to create.
3. Inspire Early Adopters: The thought of increasing collaboration in the work environment will appeal early on to a specific set of staff members. It’s our job to inspire that subset of employees to quickly embrace the proposed changes and enthusiastically volunteer to assist us in forging a more collaborative setting. We can do this by getting them involved in the initial collaboration projects and programs.
4. Leverage Gen Y: The next generation of workers wants to collaborate with others— supported by the social media they have become famous for, Gen Y employees have been collaborating with each other for years. We need to foster that habit to keep it going in the workplace by leveraging their interest and including them in the process.
5. Tie Collaboration to Measurement and Reward Programs: Tying measurement and reward to collaborative behavior is a terrific way to entice collaboration within an organization. People will modify behavior if incented to do so. Therefore, it is in our best interest to forge a strong linkage between these programs and the collaborative outcomes that we seek.

- See more at: http://chiefexecutive.net/collaboration-an-essential-element-of-a-winning-formula/2#sthash.OCMZx1tH.dpuf

Here are five fundamentals for becoming more collaborative:

1. Decide to Collaborate: The leadership team must spearhead the shift to collaboration. If you do not make collaboration a priority, it will likely not happen to the degree necessary to garner expected results. So, establishing focus on a collaborative work environment right at the top is a necessary first step.
2. Promote the Culture: Google publicizes its collaborative nature on its website. Here’s one of the thoughts presented in a section describing its culture: “We strive to maintain the open culture often associated with startups, in which everyone is a hands-on contributor and feels comfortable sharing ideas and opinions.” I suggest we all follow Google’s lead and promote the collaborative culture we want to create.
3. Inspire Early Adopters: The thought of increasing collaboration in the work environment will appeal early on to a specific set of staff members. It’s our job to inspire that subset of employees to quickly embrace the proposed changes and enthusiastically volunteer to assist us in forging a more collaborative setting. We can do this by getting them involved in the initial collaboration projects and programs.
4. Leverage Gen Y: The next generation of workers wants to collaborate with others— supported by the social media they have become famous for, Gen Y employees have been collaborating with each other for years. We need to foster that habit to keep it going in the workplace by leveraging their interest and including them in the process.
5. Tie Collaboration to Measurement and Reward Programs: Tying measurement and reward to collaborative behavior is a terrific way to entice collaboration within an organization. People will modify behavior if incented to do so. Therefore, it is in our best interest to forge a strong linkage between these programs and the collaborative outcomes that we seek.

When it comes to designing a winning enterprise, it is not always easy to solve for “x.” However, by making a conscious effort to establish a collaborative work setting, we enable our organizations to better leverage the unique strengths and capabilities of its entire workforce—positioning the enterprise to achieve great things by fully capitalizing on its talent.

- See more at: http://chiefexecutive.net/collaboration-an-essential-element-of-a-winning-formula/2#sthash.OCMZx1tH.dpuf

Here are five fundamentals for becoming more collaborative:

1. Decide to Collaborate: The leadership team must spearhead the shift to collaboration. If you do not make collaboration a priority, it will likely not happen to the degree necessary to garner expected results. So, establishing focus on a collaborative work environment right at the top is a necessary first step.
2. Promote the Culture: Google publicizes its collaborative nature on its website. Here’s one of the thoughts presented in a section describing its culture: “We strive to maintain the open culture often associated with startups, in which everyone is a hands-on contributor and feels comfortable sharing ideas and opinions.” I suggest we all follow Google’s lead and promote the collaborative culture we want to create.
3. Inspire Early Adopters: The thought of increasing collaboration in the work environment will appeal early on to a specific set of staff members. It’s our job to inspire that subset of employees to quickly embrace the proposed changes and enthusiastically volunteer to assist us in forging a more collaborative setting. We can do this by getting them involved in the initial collaboration projects and programs.
4. Leverage Gen Y: The next generation of workers wants to collaborate with others— supported by the social media they have become famous for, Gen Y employees have been collaborating with each other for years. We need to foster that habit to keep it going in the workplace by leveraging their interest and including them in the process.
5. Tie Collaboration to Measurement and Reward Programs: Tying measurement and reward to collaborative behavior is a terrific way to entice collaboration within an organization. People will modify behavior if incented to do so. Therefore, it is in our best interest to forge a strong linkage between these programs and the collaborative outcomes that we seek.

When it comes to designing a winning enterprise, it is not always easy to solve for “x.” However, by making a conscious effort to establish a collaborative work setting, we enable our organizations to better leverage the unique strengths and capabilities of its entire workforce—positioning the enterprise to achieve great things by fully capitalizing on its talent.

- See more at: http://chiefexecutive.net/collaboration-an-essential-element-of-a-winning-formula/2#sthash.OCMZx1tH.dpuf

Here are five fundamentals for becoming more collaborative:

1. Decide to Collaborate: The leadership team must spearhead the shift to collaboration. If you do not make collaboration a priority, it will likely not happen to the degree necessary to garner expected results. So, establishing focus on a collaborative work environment right at the top is a necessary first step.
2. Promote the Culture: Google publicizes its collaborative nature on its website. Here’s one of the thoughts presented in a section describing its culture: “We strive to maintain the open culture often associated with startups, in which everyone is a hands-on contributor and feels comfortable sharing ideas and opinions.” I suggest we all follow Google’s lead and promote the collaborative culture we want to create.
3. Inspire Early Adopters: The thought of increasing collaboration in the work environment will appeal early on to a specific set of staff members. It’s our job to inspire that subset of employees to quickly embrace the proposed changes and enthusiastically volunteer to assist us in forging a more collaborative setting. We can do this by getting them involved in the initial collaboration projects and programs.
4. Leverage Gen Y: The next generation of workers wants to collaborate with others— supported by the social media they have become famous for, Gen Y employees have been collaborating with each other for years. We need to foster that habit to keep it going in the workplace by leveraging their interest and including them in the process.
5. Tie Collaboration to Measurement and Reward Programs: Tying measurement and reward to collaborative behavior is a terrific way to entice collaboration within an organization. People will modify behavior if incented to do so. Therefore, it is in our best interest to forge a strong linkage between these programs and the collaborative outcomes that we seek.

When it comes to designing a winning enterprise, it is not always easy to solve for “x.” However, by making a conscious effort to establish a collaborative work setting, we enable our organizations to better leverage the unique strengths and capabilities of its entire workforce—positioning the enterprise to achieve great things by fully capitalizing on its talent.

- See more at: http://chiefexecutive.net/collaboration-an-essential-element-of-a-winning-formula/2#sthash.OCMZx1tH.dpuf

Life Lessons from a Dog

The below was sent from a colleague....it is moving around the internet.  Read and enjoy. 

Life  Lessons from a Dog

Being a veterinarian, I had been called to examine a ten-year-old Irish Wolfhound named Belker. The dog's owners, Ron, his wife Lisa, and their little boy Shane, were all very attached to Belker, and they were hoping for a miracle.

I examined Belker and found he was dying of cancer.

I told the family we couldn't do anything for Belker, and offered to perform the euthanasia procedure for the old dog in their home.

As we made arrangements, Ron and Lisa told me they thought it would be good for six-year-old Shane to observe the procedure as they felt that Shane might learn something from the experience.

The next day, I felt the familiar catch in my throat as Belker's family surrounded him.

Shane seemed so calm, petting the old dog for the last time, that I wondered if he understood what was going on. Within a few minutes, Belker slipped peacefully away.

The little boy seemed to accept Belker's transition without any difficulty or confusion.

We sat together for a while after Belker's death, wondering aloud about the sad fact that animal lives are shorter than human lives. Shane, who had been listening quietly, piped up, "I know why."

Startled, we all turned to him.

What came out of his mouth next stunned me. I'd never heard a more comforting explanation. It has changed the way I try and live.

He said, "People are born so that they can learn how to live a good life -- like loving everybody all the time and being nice, right?"

The six-year-old continued, "Well, dogs already know how to do that, so they don't have to stay as long."

Remember, if a dog was the teacher you would learn things like:

• When loved ones come home, always run to greet them;
• Never pass up the opportunity to go for a joyride;
• Allow the experience of fresh air and the wind in your face to be pure Ecstasy;
• Take naps;
• Stretch before rising;
• Run, romp, and play daily;
• Thrive on attention and let people touch you;
• Avoid biting when a simple growl will do;
• On warm days, stop to lie on your back on the grass;
• On hot days, drink lots of water and lie under a shady tree;
• When you're happy, dance around and wag your entire body;
• Delight in the simple joy of a long walk;
• Be loyal;
• Never pretend to be something you're not;
• If what you want lies buried, dig until you find it;
• When someone is having a bad day, be silent, sit close by, and nuzzle them gently.

There comes a time in life when you walk away from all the drama and people who create it. You surround yourself with people who make you laugh, forget the bad, and focus on the good, so, love the people who treat you right. 

The Law of Large Numbers

As Business leaders it has been ingrained in us that Bigger is Better...right!!  Growth is generally desired and good for the CEO, the leaders, the employees, etc.   But is it in fact better?  

The Law of Large Numbers relates to the increased difficulty of continuing to grow and innovate.....the larger the organization becomes.  So why is this?

As blogger, Seth Godin writes in a recent post....it's all about  Entropy, bureaucracy and the fight for great.   See the posting below. 

Entropy, bureaucracy and the fight for great

Here are some laws rarely broken:

As an organization succeeds, it gets bigger.

As it gets bigger, the average amount of passion and initiative of the organization goes down (more people gets you closer to averge, which is another word for mediocre).
More people requires more formal communication, simple instructions to ensure consistent execution. It gets more and more difficult to say, "use your best judgment" and be able to count on the outcome.

Larger still means more bureaucracy, more people who manage and push for comformity, as opposed to do something new.

Success brings with it the fear of blowing it. With more to lose, there's more pressure not to lose it.

Mix all these things together and you discover that going forward, each decision pushes the organization toward do-ability, reliability, risk-proofing and safety.

And, worst of all, like a game of telephone, there will be transcription errors, mistakes in interpreting instructions and general random noise. And most of the time, these mutations don't make things wonderful, they lead to breakage.

Even really good people, really well-intentioned people, then, end up in organizations that plod toward mediocre, interrupted by random errors and dropped balls.

This can be fixed. It can be addressed, but only by a never-ending fight for greatness.
Greatness can't be a policy, and it's hard to delegate to bureaucrats. But yes, greatness is something that people can work for, create an insurgency around and once in a while, actually achieve. It's a commitment, not an event.

It's not easy, which is why it's rare, but it's worth it.

Posted by Seth Godin on March 09, 2014

How Good are you at asking Interview Questions?

Great interviewing?  Is this an area where you or your people can make some improvement?   I hear this often from my clients. 

Here is an insightful and simple approach to great interviews. 

   Click here for the article from Inc. Magazine.   With some practice....sounds like it will solve this challenge very effectively. 

Hope this helps. 

      Steve Brody 

Could you get rid of Managers in your firm?

Zappos says goodbye to bosses!! 

On line shoe seller Zappos has been much in the news in recent years, due to the success of its focus on culture and counter intuitive management practices such as offering newly hired employees thousands of dollars to leave so it can be sure it has hired someone who REALLY wants to work there. 

Zappos has just announced another new management practice as it copes with its growth:  NO MORE BOSSES.  Spend a few minutes with this short article form the Washington Post that explains why  Zappos has said goodbye to bosses

 
Is this something you would ever consider doing?  Sure might be a way to provide freedom and motivation for your trusted employees. 

Hope you enjoy it.        Steve Brody