How to Lead Your Least Favorite Employee

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There are all sorts of reasons why someone may be considered a “bad boss” by her direct reports. Think about it–if you surveyed everyone on your team, would those that don’t like your leadership all have the same reason for disliking you? Probably not. It’s rare that everybody has the same opinion of someone else for the same reason. Now, the more common reality is that you may hold more or less responsibility for each person’s reason. For example, you may strongly dislike one of your immediate subordinates, which leads you to treat that person differently than their peers that you admire. This ultimately changes your working relationship and gives that employee more valid reasons to categorize you as a “bad boss.”

I don’t suggest any manager or leader excuse any reason for being considered a “bad boss”. Even more importantly, I will always argue that whether you like or dislike an employee should have ZERO influence on how you lead and manage that team member. Your personal opinion of […]

By |April 14th, 2014|0 Comments|

7 Types of Bad Bosses: How to Avoid Being One

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Have you worked for a boss you really didn’t like? What kinds of behaviors or characteristics did this person possess? Were you excited about your job? Did you routinely go the extra mile and find ways to add value in your job? Probably not. Poor bosses sap the spirit right out of their employees and cost their companies billions of dollars. Over 50% of managers fail today according to management derailment studies. They fail primarily because of a lack of people skills. These areas were reviewed in the post: 7 Habits of Bad Bosses.

Here are seven categories of bad bosses. You will recognize some of these examples:

The Dictator: The president of a food company habitually yelled and swore at people to get them to do things. He intimidated people into doing what he wanted. It was “his way or the highway,” as the saying goes. Not surprisingly, he had huge employee turnover issues, and he was fired within two […]

By |April 4th, 2014|0 Comments|

The Manager’s Report Card: Good Boss Bad Boss – Which One Are You?

report cardMost managers today have to do more with less and are under the gun to achieve bigger objectives. All leaders from the first-line supervisor to the division executive want to exceed their goals, preferably in grand fashion. Who wouldn’t?

The problem is that few managers are exceeding their goals. Many managers are stressed, anxious, doubtful and living in fear for their jobs. Too many are fed up with office politics and corporate ambiquity. While the economy is improving, growth rates in most companies are sluggish. The pressure is on to improve everywhere. Manager’s leadership practices are at the core of the issue, as shown in this Manager’s Report Card. With some adjustments there is hope that any given manager can turn things around.

The Manager’s Report Card

According to management derailment studies 50% of managers fail. Some say it’s worse than that. This is beyond the normal bell curve. These are massive failures, and those who don’t out-right fail are lacking key approaches that will motivate […]

By |April 1st, 2014|0 Comments|

How to Become a Sales Superstar: 5 Steps to Greatness

In this sales motivation and training video, Rick shares the “5 Steps to Sales Greatness.”  While all salespeople are unique, the best share common sales skills and approaches. Rick will explore five essential and powerful sales techniques with you. Learn them well and you can become a sales superstar.

All salespeople want to win and do well. A few want it more than others. Yet, many shoot themselves in the foot by how they conduct their careers. Sales has been called the lowest paid easy work and the highest paid hard work. If you want to be better, if not one of the best, you have to model what the best do.

For example, all superstar salespeople have the sales motivation to succeed. They keep learning and studying their craft.  They also want to bring great value to their customers and do business with the utmost integrity and caring. In addition, they are students of game in terms of what their customers need or want.

The difference between winning and losing is always very slight. In track […]

By |March 22nd, 2014|0 Comments|
  • Transform Employee Engagement
    Permalink Employee engagement is at an all time low, find out how to improve it todayGallery

    5 Forgotten Leadership Skills: How to Transform Employee Engagement

5 Forgotten Leadership Skills: How to Transform Employee Engagement

Leadership worldwide is in crisis mode. In all areas of life, leadership distrust has hit rock bottom. Seldom does a day go by without another story in the media about a leader–in government, religion or business–that bites the dust because of an ethical or behavioral failure.

In the business arena leadership failures abound.  Aon Hewitt’s report, 2013 Trends in Global Employee Engagement, shows that 80% of employees in companies aren’t actively engaged. Gallup’s report, The State of the Global Workplace; shows similar results with 87% as unengaged.  In other words, employees aren’t that committed to doing their best for their leader or company. Unengaged employees are less productive and lose companies billions of dollars in lost sales, poor customer service and inferior quality.

The solution seems elusive because not much has improved in recent years, but it is relatively simple. Here are five laws of human interaction that can help leaders change their approach, and at the same time literally transform the attitudes and actions of their teams or constituents.

#1 It’s about your team; it’s not about you

This is […]

By |March 21st, 2014|0 Comments|

How to Delegate Effectively: 5 Key Steps for Success

Over 50% of managers fail today according to leadership derailment studies. This means over 7.5M managers in the US and over 150M worldwide are wrecking havoc with employees each and every today. Far too many managers have weak leadership coaching skills. You will learn five steps to delegating effectively in this leadership training video:

  1. Clearly outline the task
  2. Start with small tasks and work up to build confidence in the employee
  3. Set up agreed upon times for coaching, questions and review
  4. Provide appropriate resources and support
  5. At the end of the task review results through coaching

A huge reason leaders-managers-coaches and supervisors fail has to do with poor “people” skills. One key area is too many managers don’t know how to delegate effectively. They either try to do it all themselves. By the way, they can’t. There isn’t enough time in the day to do this. Or, they delegate inappropriately and get mad at employees when the job isn’t done right. Who is at fault here? The manager or the employee? Certainly, the manager failed. Follow the above steps and […]

By |March 15th, 2014|0 Comments|

Leadership Coaching? 7 Habits of Bad Bosses

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Think of the worst supervisor or boss you ever had. Chances are someone comes immediately to mind. Why do you consider this person “the worst?” How did he or she act? How did this bad boss’s approach affect your attitude and work effort? Did this person influence you to do your best?

Now, think of a situation where you had the best boss ever. (For most people, it’s harder to identify a boss who shines, isn’t it?) What was this person like, and what did he or she do differently? How did this person affect you and your work effort?

Did you do a better job for the good boss or the bad boss? Most people say the good boss. Regrettably, it’s far more likely that the majority of your work life has been spent reporting to bad bosses. Bad bosses continue to dominate the landscape of business today. Despite the research on effective leadership, bad bosses are an epidemic killing off employee productivity, creativity and […]

By |March 6th, 2014|0 Comments|

7 Communication Tips for Getting Along with Other People

Career success is simple: “Just do the right thing at the right time in the right way.” Getting along with other people is a key part of this equation. This doesn’t always mean you have to approve or agree with what others do or say. Rather, it means working effectively with others towards common goals.

People have an innate desire to get along with others. Once, at a conference with about 500 people in attendance, the speaker asked for any member of his audience to stand up that couldn’t get along with other people. No one stood up. The speaker issued the command again and still no one stood up. After a little silence, finally, a man stood up at the back of the group. The speaker said, “Sir, you mean to tell me you can’t get along with other people.” The guy replied, “Sure I can. But, I felt sorry for you standing all by yourself.”

Though everyone may want to get along with others this doesn’t always mean they do successfully. In any given […]

By |March 4th, 2014|0 Comments|