There are two philosophies of how to coach people’s behavior. One is to save up the counsel and dump it all on them at one time. (I use the word “dump” kindly). The other way, which I talk about in this audio clip, is to coach them at the moment of infraction. Hope you can learn from this.
Well, the election cycle has begun. And with it, comes my constant frustration (you might recall my blogs from 2 years ago) at how our politicians make their arguments, or, more accurately, how they DON’T make their arguments.
But since I’m staying away from politics in this blog, I’m left with a thought on how any of us make an argument for something we believe in.
As sales people, company leaders, and business executives, we must constantly be in argument-making mode. Not “argument” in the sense of aggressiveness, caustic language or a verbal battle. But “argument” in the sense of how we make our point, and bring others around to our way of thinking. Read more
Can year after year growth wear teams out?
Just got off the phone with a client who has experienced unbelievable growth in the last 5 years – I mean 25%/year – in a $15,000,000 firm.
He just gave everyone the numbers for 2015 and then called me saying, “My people seemed stressed.”
Rightfully so. Twenty five percent (25%) growth on revenues of $1,500,000 is a whole lot different than 25% on $15,000,000. And if the growth percentage stays at 25% every year, you will have issues.
My Simple, Biblical Answer
My answer was simple: “On the 7th day, God rested.” Or, as my Jewish friends would say, “Observe the Shmita.” Read more
It is said that great leaders are effective when they can remove all impediments to success. In your personal affairs, there are three conflicts that might be roadblocks to your ultimate success.
A client of mine, after a two day event, asked me to summarize all 16 hours into one page. I’ll do better than that. Here it is in two words.
Do you think your tribe is hoping to by led by you? I do. Here’s a quick audio explaining how to do it. I want your feedback, too.
On June 27, we’ll be hosting a program called Caskey and Friends. It’s really a time for us to share some of the strategies that are working for our clients in helping them grow their business.
Yes, I know if you’re not in Indianapolis there is no way to get access to this, although we will be recording the sessions. But if you are close to Indy, tickets are free and I encourage you to click on the link below which takes you to the sign-up page.
We selected four speakers, Chip McLean, Brooke Green, Bryan Neale and myself to tell a little of our story that might help others to use lessons in growing their business.
Just to be clear, this is not actually a training session where we’ll be doing role-playing or discussion. There will be some audience interaction, but this is mostly a time for you to sit back and take in personal growth.
It’ll give you a chance to hear from four people who do this work full-time. If you’re interested in coming or in merely seeing what some of the topics are click here and it will take you to the sign-up page.
Every businessperson has a story about a time they paid a price for not addressing the root causes of a problem. Some of these stories involve a decision to put up with a non-achieving salesperson for years knowing they’re never going to make it, rather than pulling the trigger and letting him or her go. Others involve leaders who remain rigid in their business-as-usual approach despite rapidly thinning margins caused by the commoditization of their product or service.
In light of the looming “fiscal cliff,” such anecdotes support the widespread belief that pushing through a quick, temporary fix, rather than reaching a long-term solution is not answer. Unfortunately for us, it takes only a quick look at recent history to see that Congress and the White House have been indecisive and playing for time—kicking the can down the road—instead of addressing the root causes of the financial crisis.
While I don’t claim to know which road steers our country away from the fiscal cliff (nor do I own the parachute that guides us safely down should we tumble over), I can say with absolute certainty that this saga is a dramatic example of very poor leadership.
As leadership coaches and advisers, we often watch as organizations opt to kick the can down the road to buy more time or wait for it to become someone else’s problem, rather than making a timely decision that might hurt a little in the short-term, but will pay dividends down the road.
If you are, then this video might shed some light on some tactics/best practices on that path. It’s done by Dr. Robert Hogan, CEO and Founder of Hogan Assessments. While not always politically correct (I actually love that about him), Dr. Hogan shares his years of experience in assessing and developing leaders.
He talks about how to identify high-potential leadership talent as well as how to nurture it. He also addresses Basic Employability, that we find most companies miss when selecting talent.