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You Can’t Send A Duck to Eagle School

Here is an excerpt from You Can’t Send a Duck to Eagle School by Mac Anderson:

When hiring someone, start with the premise that attitudes are contagious. Then ask yourself one question … is theirs worth catching?
I’ve been in business for over 30 years and I’ve come to realize the difference in success and failure is not how you look, not how you dress, not how much you’re educated,  but…  HOW YOU THINK! In my business life, I’ve watched many very intelligent people fail miserably because they have a negative attitude; and, I’ve also observed just as many people with average intelligence soar to success because of positive attitudes.

Southwest Airlines’ VP of People is often asked the question: How do you get your people to be so nice? Her answer is always the same… “WE HIRE NICE PEOPLE.” It sounds almost too simple to feel important, but “hiring nice people” has been the cornerstone of their amazing success in a highly competitive industry. They understand their competitors may be able to match their price and copy their business model, however, they feel that the spirit and the attitude of their employees will be extremely difficult to replicate.

And “Hiring Right” is a key responsibility for every leader at every level!

You Can’t Send a Duck to Eagle School will inspire you to inspire others. It is loaded with stories, quotes, and “nuggets of wisdom” for any leader or aspiring leader. Today, WalkTheTalk.Com is offering You Can’t Send a Duck to Eagle School for a special price of $12!

Lead well … LEAD RIGHT,

You Can’t Send a Duck to Eagle School

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This entry was posted on Wednesday, February 22nd, 2012 at 2:36 pm and is filed under Leadership and Personal Development Center, The Leadership Solution. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.

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Leadership Solution- Wolves

It’s a society where teamwork, loyalty and communication are the norm rather than the exception. Sound like utopia? Actually, it’s already present in nature – in a wolf pack. The wolf pack knows who it is. Those in the pack exist for each other.
Today, I’d like to share a chapter from Wisdom of Wolves. Who knew that the key to success might just be patterning your attitude after that of a wolf?
Best Wishes in leading your “Wolf Pack” to higher levels of personal and professional success.

Lead well … LEAD RIGHT,

P.S.  Please make sure to share this email with your friends, family and co-workers. They’ll thank you for it!

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Excerpted From Wisdom of Wolves

by Twyman Towery

The attitude of the wolf can be summed up simply: it is a constant visualization of success. The collective wisdom of wolves has been progressively programmed into their genetic makeup throughout the centuries. Wolves have mastered the technique of focusing their energies toward the activities that will lead to the accomplishment of their goals.

Wolves do not aimlessly run around their intended victims, yipping and yapping. They have a strategic plan to execute it through constant communication. When the moment of truth arrives, each understands his role and understands exactly what the pack expects of him.

The wolf does not depend on luck. The cohesion, teamwork and training of the pack determine whether the pack lives or dies.

There is a silly maxim in some organizations that everyone, to be a valuable member, must aspire to be the leader. This is personified by the misguided CEO who says he only hires people who say they want to take his job. Evidently, this is supposed to ensure that the person has ambition, courage, spunk, honesty, drive – whatever. In reality, it is simply a contrived situation, with the interviewee jumping through the boss’s hoops. It sends warnings of competition and one –upmanship throughout the organization rather than signals of cooperation, teamwork and loyalty.

Everyone does not strive to be the leader in the wolf pack. Some are consummate hunters or caregivers or jokesters, but each seems to gravitate to the role he does best. This is not to say there are not challenges to authority, position and status – there are. But each wolf’s role begins emerging from playtime as a pup and refines itself through the rest of its years. The wolf’s attitude is always based upon the question, “What is best for the pack?” This is in marked contrast to us humans, who will often sabotage our organizations, families or businesses, if we do not get what we want.

Wolves are seldom truly threatened by other animals. By constantly engaging their senses and skills, they are practically unassailable. They are masters of planning for the moment of opportunity to present itself and when it does, they are ready to act.

Because of training, preparation, planning, communication and a preference for action, the wolf’s expectation is always to be victorious. While in actuality this is true only 10 percent of the time or less, the wolf’s attitude is always that success will come – and it does.


Wisdom of Wolves

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This entry was posted on Monday, February 20th, 2012 at 3:40 pm and is filed under Leadership and Personal Development Center, The Leadership Solution. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.

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Leadership Solution: 180 Motivation Tips & Techniques

He has a bad attitude! They just don’t care!
She is capable of so much more! Somebody needs to light a fire under him!
Sound familiar? These are symptoms. And they indicate an all too common underutilization of one of the most important elements affecting business today. It’s not something you can touch or hold. But it is something you can feel … and even measure. Some people call it “chemistry” – to others; it’s a “can do” attitude. Most everyone considers it a requirement for success. It’s called MOTIVATION.
So, how do we motivate people? The fact is the only person that can truly motivate a person is the person! Does that mean there is nothing leaders can do to get people more energized? No, it doesn’t! Although we can’t totally control an individual’s motivation, as leaders we can certainly can affect it – we can create conditions that encourage employees to be the best they can be and produce significant and sustained results for our organizations.
In 180 Ways to Walk the Motivation Talk, noted authors John Baldoni and Eric Harvey offer a book-full of practical and time-tested strategies for harnessing employees’ internal desire to succeed – and for minimizing circumstances and leadership behaviors which are demotivating in nature. I’ve included several of them in the excerpt below. Give them a try. I have … and I know they work!

Lead well … LEAD RIGHT

Excerpted From 180 Ways to Walk the Motivation Talk

  • Give options, not ultimatums. Whenever possible, allow people to make choices about how they do their work. Don’t insist that everything be done your way. Remember: ultimatums (“Do it this way or else”) don’t motivate, they intimidate!
  • Reward what you want – the way they want. It’s absolutely imperative that people experience positive consequences for meeting or exceeding your performance expectations. Ask each person on your team to identify the type of recognition and rewards that are meaningful to him or her. Then do your best to provide the appropriate strokes to the appropriate folks.
  • Criticize constructively. Focus on the behavior or performance, NOT the person. And offer specific, solution-oriented suggestions. When you give people specifics, you give them ideas they can use to improve. As they make adjustments, and ultimately improvements, they will feel better about themselves and their work – and be much more motivated to do great work.
  • Hold regular “state of the business” meetings to keep everyone informed on what’s happening within the organization (future plans, new products or services, planned purchases, etc.). Make sure people do NOT feel “kept in the dark.”
  • Focus on listening. Listening is a sign of respect … a demonstration that people and their ideas are important. When team members know you’re willing to listen, they will share their ideas as well as their frustrations. Listening helps you to build a foundation of trust that is essential to motivation.

180 Ways to Walk the Motivation Talk
 Special Offer: Now Only: $8.00 Offer Ends February 21, 2012

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This entry was posted on Friday, February 17th, 2012 at 4:08 pm and is filed under Leadership and Personal Development Center, The Leadership Solution. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.

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Be a Cheerleader for Positive Contributions

Leadership Tip:

Be a Cheerleader for Positive Contributions

One of the many things that top-notch workers seem to have in common is a true appreciation for achievement – theirs and others. They get that when one member of the team is successful, everybody wins. They understand that recognizing accomplishments is one of the best ways to motivate themselves, and their coworkers, to keep pursuing them. They know that – in tough times like these – success is something to be enjoyed, celebrated, and encouraged. They are cheerleaders for positive contributions. And, with the exception of those who don’t make the squad, most everyone likes cheerleaders.

Self-reflection time, again …
Think of the last time you accomplished something good at work. How did you react? Did you pat yourself on the back, enjoy the moment, and share your happiness with others (without overly bragging)? If you did, GREAT! You deserved those good feelings. If you didn’t, I’ve got just four words for you: WHY THE HECK NOT? Now, think about the last time a coworker did something fantastic. Did you pat that person on the back, encourage him or her to enjoy the moment, and share in their happiness? Depending on your answer, my responses are the same as those above: GREAT … or WHY THE HECK NOT?
Looking to be known as an indispensable team member who works right? Be happy when you and your teammates succeed … and show it! When it comes to this topic, we’d all be wise to take a lesson from that classic childhood verse:
If you’re happy and you know it, CLAP YOUR HANDS!
This Leadership Tip is from the book:
WORK RIGHT

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Straight-Talk Strategies for Personal and Professional Success

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This entry was posted on Wednesday, February 15th, 2012 at 4:31 pm and is filed under Leadership and Personal Development Center, The Leadership Solution. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.

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How To Select Superstars and Avoid Bozos, Bimbos, and Buffoons

The solution is Three-Dimensional Interviewing of outside and inside candidates for every position you are looking to fill.

Unlike traditional interviewing which focuses almost exclusively on the person’s skills and past experience, the Three-Dimensional Interview explores the trio of primary components necessary for job success:  capability, commitment, and chemistry.
The “Three C’s”
Getting a complete picture of a candidate’s potential entails developing a three-dimensional profile of the individual in terms of:
• Capability – the knowledge and skills to do the job
• Commitment – the attitude and motivation to do the job effectively
• Chemistry – sufficient alignment of the candidate’s values and working styles with those of the organization (i.e., its culture)
Lead well … LEAD RIGHT,

Three-Dimensional Interviewing

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The problem with selecting the wrong people is that you end up having to live with them, “fix” them or fire them. All three are lousy options. ~Eric Harvey

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This entry was posted on Monday, February 13th, 2012 at 3:52 pm and is filed under Leadership and Personal Development Center, The Leadership Solution. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.

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180 Ways to Effectively Deal With Change,

In the powerful  “How To” Handbook 180 Ways to Effectively Deal With Change,  author Laurie Calzada has put together a great compliment of tips and techniques for dealing with that big fat “change monster.” Here are a few of those “ways” for your consideration:
#1. FOCUS ON PAST RESULTS. Write down several benefits of change that you have experienced in the last year. Review your list periodically as a reminder of how change has been beneficial for you and the organization.
#71. STOP THE WHINING! Nobody likes to hear a complainer. When change has become inevitable, complaining becomes wasted energy. Tell people to take that energy and channel it toward improving the situation.
#152. BE UPBEAT AND POSITIVE. You are your best cheerleader. “It isn’t if you win or lose, but it is how you play the game.” If your team is losing the game, you still have to cheer them on. If you stop cheering, your team just may stop trying.
Lead well … LEAD RIGHT,

Today’s Leadership Solution is from the book:

180 Ways to Effectively Deal With Change

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This entry was posted on Friday, February 10th, 2012 at 5:18 pm and is filed under Leadership and Personal Development Center, The Leadership Solution. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.

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How To Resolve Conflicts in a “C.A.L.M.” Fashion


How To Resolve Conflicts in a “C.A.L.M.” Fashion

C - CLARIFY THE ISSUE

  •  Think – minimize emotions by dissecting the problem
  •  Answer questions that will clarify the conflict: What am I upset about?
  • What exactly am I feeling? How might I have contributed to the problem? Where might the other person have been “coming from”? Has this happened before or is it a first-time occurrence?
  •  Ignore NON-issues (overreactions on your part)

A -ADDRESS THE PROBLEM

  •  Meet with the other person
  •  Use a non-accusatory opening
  •  Describe what happened, its impact, and how you feel

L -LISTEN TO THE OTHER SIDE

  •  Be open to the other person’s concerns
  •  Employ effective listening techniques
  •  Be sure to listen if you are “the other person”

M -MANAGE YOUR WAY TO RESOLUTION

  •  Gain agreement that a problem exists
  •  Identify each other’s concerns and needs
  •  Explore possible win-win solutions
  •  Agree on a course of action
  •  Determine how missteps will be handled
  •  Close on a positive note
From the book: What to Do When Conflict Happens
What To Do When Conflict Happens

This entry was posted on Wednesday, February 8th, 2012 at 3:19 pm and is filed under Leadership and Personal Development Center, Other Leadership/Personal Development Content. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.

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The Essence of Leadership

Dear Friends …
In the bestseller The Essence of Leadership, Mac Anderson lists 9 leadership attitudes and behaviors that are critical components of effective leadership.

These are:
  • Walk the talk,
  • Keep it simple and keep it real,
  • Celebrate successes,
  • Know that courage matters,
  • Keep hope alive,
  • Take responsibility,
  • Develop a “service attitude,”
  • Aim for the heart, and …
  • Make a difference whenever and wherever you can.
This list is a good reminder for all of us who desire to become more effective and respected leaders.
The Essence of Leadership will inspire you to inspire others. It is loaded with stories, quotes, and “nuggets of wisdom” for any leader or aspiring leader.  Today, WalkTheTalk.com is offering The Essence of Leadership for only $12.00.  The regular price for this book is normally $15.95.
Lead well … LEAD RIGHT

PS: Please be sure to share this offer with your friends and co-workers. They’ll thank you for it!

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The Essence of Leadership

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This entry was posted on Wednesday, February 8th, 2012 at 3:06 pm and is filed under Leadership and Personal Development Center, The Leadership Solution. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.

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Organizational Ethics

Organizational ethics and integrity is a result of effective leadership and a critical mass of “Walking The Talk” behaviors at all levels. Here are a few of my favorites  Ethics4Everyone: The Handbook for Integrity-Based Business Practices:

Honor Your Promises and Commitments. And that starts by keeping track of them. Set up a “What I Said I’d Do” section in your day planner or personal organizer, or in a small notebook. Record every commitment you make. Check the list daily as a reminder.

Do Your Business “In The Open.”Unless it involves strategic, company-confidential information, do your business in a way that it is not hidden from those around you. Use this to set an ethics example for coworkers. If you’re comfortable “going public” with your actions and decisions, the chances are good that you’re operating in an ethical manner.

Eliminate Offensive Words and Comments From Your Vocabulary. Simply put: Watch your mouth! Derogatory terms and off-color jokes have no place at work. They’re degrading and unethical, and they can have legal repercussions. The words you use, and the jokes you tell, say a lot more about you than the people you’re referring to.

Maintain Confidentiality. If you agree to confidentiality, honor your agreement. If you can’t or won’t agree to keep the confidence, make that clear before you accept the information.

Be Truthful. Lying is often a gut-level defensive reaction to perceived danger. When you feel the desire to hide the truth, take the time to jot down what you will get out of the trusting relationship versus the short-term gain you might get out of evading the truth.

Check BEFORE You Act! Check decisions and planned activities for “rightness” before implementing them. Use the questions below (or similar ones supplied by your organization) as your litmus test. Answering “no” to one or more of the following would suggest the need to either develop an alternative strategy or to seek counsel and advice from appropriate sources:

  • 1. Is it legal?
  • 2. Does it comply with our rules and guidelines?
  • 3. Is it in sync with our organizational values?
  • 4. Will I be comfortable and guilt-free if I do it?
  • 5. Does it match our stated commitments and guarantees?
  • 6. Would I do it to my family or friends?
  • 7. Would I be perfectly ok with someone doing it to me?
  • 8. Would the most ethical person I know do it?
Lead well … LEAD RIGHT,

This entry was posted on Monday, February 6th, 2012 at 3:17 pm and is filed under Leadership and Personal Development Center, The Leadership Solution. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.

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Leadership Solution: Peer Today, Boss Tomorrow

Let’s face it, we have all gone thru some tough economic times and business uncertainties these past few years. This has caused us to get leaner, meaner and work even smarter!  However, one of the “good news” outcomes that’s happened is a growing “promote from within” perspective occurring in a vast array of organizations. What that does is create opportunities for people inside their organizations and also ensures a higher predictability of success for those being promoted to higher levels of responsibility.
Moving from Peer to Boss has many challenges but there are some definite characteristics that will ensure a new leader will be the kind of leader that others – including former peers – will want to follow. Please take a few moments to read the excerpt below from Peer Today, Boss Tomorrow: Navigating Your Changing Role, a powerful Walk The Talk “How To” Handbook.

Lead well … LEAD RIGHT

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Excerpted From Peer Today, Boss Tomorrow

10 Ways to Be the Kind of Leader That Others
– Including Former Peers –
Will Want to Follow:
1. TREAT EVERYONE WITH DIGNITY, RESPECT, AND COURTESY. Value the inherent worth of each person you have contact with. Appreciate the fact that others’ dreams, goals, and feelings of self worth are as important to them as yours are to you. Adopt the mindset that being “a superior” does not mean that you are superior … and behave accordingly!

2. LEAD BY EXAMPLE. Model the work performance, attendance, and conduct that you expect from others. Show people, through your daily behaviors, what it means to have integrity, a strong work ethic, and an unyielding commitment to your organization’s mission and values. WALK THE TALK!

3. BE FIRM, FAIR, AND CONSISTENT. Avoid playing favorites. Hold everyone – including yourself – equally accountable for following ALL rules and regulations, exhibiting appropriate behavior, meeting ALL job responsibilities, and achieving desired results.

4. “OWN UP” TO YOUR SHORTCOMINGS. Avoid cover ups. If you make a mistake, admit it … and then fix it! If you don’t know something, admit it … and then find out about it! And, if you’re holding an employee accountable for a wrong doing that you, yourself, committed in the past – and he or she calls you on it – respond with: “That’s true. I did do that. And I was wrong, back then … just like you’re wrong, now.”

5. FOCUS ON THEIR SUCCESS. Provide everyone on your team with the information, direction, resources, feedback, and support they need to be successful. Create/seize opportunities for team members to learn, grow and develop. Be a teacher … be a coach.

6. GET THEM INVOLVED. Whenever practical and appropriate, involve direct reports in decision making, plan development, and problem solving. Solicit their suggestions, ideas, and options. Delegate tasks and responsibilities – along with the commensurate authority.

7. LISTEN. Hone your listening skills. Focus on understanding the messages your team members (and others) send to you. Demonstrate, by your listening behaviors, that you care what others think, feel, and have to say.

8. SHOW YOUR APPRECIATION. Acknowledge and thank employees for their efforts and contributions. Let team members know that good work is truly important – and that good workers are valued and appreciated. Celebrate achievement!

9. RESPECT THEIR TIME. Remember that your team members have important (often difficult) jobs to do and priorities to manage. Don’t expect them to drop whatever they’re doing every time you want something or whenever you feel the need for a meeting. Be a help, rather than a hindrance, when it comes to employee time management.

10. DO WHAT NEEDS TO BE DONE. When you see or hear of something that requires attention, jump in and deal with it. Don’t procrastinate or offer excuses for not dealing with issues – especially those that are difficult or distasteful. No one wants to follow a leader who shies away from the tough stuff and fails to take care of business.

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This entry was posted on Wednesday, February 1st, 2012 at 2:37 pm and is filed under Leadership and Personal Development Center, The Leadership Solution. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.

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