7 Methods for Conducting Masterful Meetings


“A Meeting is indispensable when you don’t want to get anything done.” says author Thomas Kayser. Every day, millions of meetings are held worldwide. Research suggests that half of them are wasted time and most bore people to tears. Statistics show the 79% of professionals do other work in their meetings and 39% admit to dozing off for a few minutes. Obviously, there is room for improvement. Managers spend 25-80% of their time in meetings. Plan your meetings like the great conductor Arturo Toscanini who gave thrilling performances of legendary precision and drive.

One of my customers asked me to do a customer experience meeting with his third shift team starting at 10:30 pm. He was having trouble with their productivity. I agreed. I showed up early to prepare final details for the meeting, and I walked through the shop to talk to team members one on one. I rearranged the meeting room so it was conducive to positive […]

By |October 17th, 2014|0 Comments|

How to Beat the Competition When Sales Slump


Bill is a VP of Sales and he’s losing business fast. His company has new competition that is giving customers aggressive price reductions that is robbing his team of key accounts. After analyzing the situation and implementing a plan, he cut some of their losses, but business is still well below last year. His job is now in jeopardy.

June is an EVP of Operations and same store sales are weak. She executed two strategies: aggressive advertising plans on key products, and renewing their customer service efforts. After a few months, results were still negative. The rumor mill hinted at needing a change in leadership.

These kinds of scenarios happen every day in business. The unfortunate reality is, according to change masters, 70% of efforts by managers to improve in challenging situations – fail. Why? Primarily because they focus on the mechanics of the change: price, product, processes. They forget or neglect the creative potential of people.

A well established business to business services company wanted to improve sales to existing […]

By |October 10th, 2014|0 Comments|


The inability to delegate is one of the biggest problems I see with managers at all levels.”says Eli Broad, the only person to found two Fortune 500 companies in two different industries. Research says that only one in three managers delegate well. In addition, only one in three of those are considered good at it by employees. I have seen far too many managers working long hours and are stressed out simply because they don’t want to or don’t know how to delegate. If this describes you, or you want to get better at it, read on. (Check out the leadership video on delegating as well)

The Demons

The first demon managers face with delegating is they fear the outcomes. They don’t trust the employee to do it right orthe way they want it done. Or they are worried that an employee might do it better than they will. Worse yet, the employee might fail and it will be a […]

By |October 3rd, 2014|0 Comments|

10 Success Secrets of Great Managers

WCW,people want to be great

People want to be great, and if they aren’t, their leaders are the obstacle. This may sound harsh, but it’s only because I know that people are the greatest resources of a company, and can achieve amazing results. The role of leaders is to reveal the true potential of their teams, and to bring out the best in each person in order to achieve company objectives. I have come across too many managers that have low expectations of their people and blame their failures on everyone and everything but themselves. The possibilities for astounding performances are endless. For example:

  • Erik Weihenmayer, a blind man, climbed Mount Everest.
  • Mackenzie Brown, a young girl, pitched a perfect game in boy’s baseball, striking out 18 players.
  • Cliff Miedl survived 30,000 volts and became an Olympic athlete.
  • Cliff Young, a 61-year-old farmer, won the world’s toughest ultra-marathon.

If only managers learned to tap this kind of potential in their employees.

At the presentations, meetings and seminars I conduct, the number one […]

By |September 22nd, 2014|0 Comments|



Firing someone is among a manager’s least favorite things to do. For anyone with a heart, it’s the dreaded duty that comes with the title. But, for any leader that’s committed to creating an extraordinary team, it’s an inevitable reality.

When you’re put in this position, where you must let someone go, how do you do this well? There’s no secret solution that fits everyone across the board – but there are some ways to navigate this terrifying territory. Donald Trump’s approach on the Apprentice is not the model to follow. I have put together my most straight-forward suggestions, the five C’s.


1. Caution. Nobody should be fired without some forewarning, unless the person is breaking the law or known and accepted protocols. Make sure you are coaching your employees effectively which will minimize those that need firing. (See my post, 8 Steps to High Performance Coaching.) Give employees at least one notice that outlines your concerns and shares […]

By |September 19th, 2014|0 Comments|

How to Motivate People-Guaranteed!

If you’re trying to improve your employees’ motivation by throwing money at the issue, you could be making a costly mistake. What really motivates employees? It’s the #1 question I hear from managers. Frederick Herzberg answered that question with his research. He found six top drivers for personal motivation. Notice money isn’t on the list.

  • Recognition
  • The work itself
  • Responsibility
  • Advancement
  • Growth
  • Learning

A total quality survey found five job satisfiers that increases performance: interesting and challenging work, appreciation for work done, feeling of being “in” on things, job security and good pay. Renwick and Lawler’s research found money was number 12 in a list of 18 items that contributed to work effectiveness. Their research showed that employees want to feel good about themselves, accomplish something worthwhile, do their best, and learn new skills.

In above studies, which were conducted among managers and employees, the managers often thought money was the best motivation for employees. This misperception points out a problem in management practices today: It’s not that employees aren’t willing to excel or go the extra mile; it’s […]

By |September 9th, 2014|0 Comments|

The 5 Laws of GoalPower: Achieve the Success You Dream About

To be all you can be you must dream of being more. Once you do GoalPower begins to work for you. This personal development training video will teach the 5 Laws of GoalPower and how to activate them in your life.

This goalsetting video will teach The 5 Laws of GoalPower. What do you want out of life:

  • Success?
  • Happiness?
  • Peace of Mind?
  • Career Advancement?
  • A Great Family?
  • Financial Independence?
  • Friends?
  • Travel?
  • Health?

What the mind can conceive and believe it can achieve. Think big, Believe Big. Act big. Through GoalPower you have the opportunity to create the success you have only dreamed about.

For an article copy of this training video, go here for a complimentary download. http://wcwpartners.com/5-laws-of-goalpower-download/#

Or, do you want a step by step program to accelerate your success in your career and life. If so, check out our GoalPower book: http://wcwpublishing.com/wcw-programs/e-books-leadership-improvement-downloadables/goalpower-how-to-increase-your-personal-performance-and-career-success/#

If you are a manager, know that Doug and Rick, co-founders at WCW Partners, have coached or trained over 250,000 managers worldwide, representing over 3 million employees.

Do you want to learn more about employee motivation and engagement? If so, I suggest you check […]

By |September 4th, 2014|0 Comments|

Why Change Management Must Change

All companies go through change processes regularly today. In our explosive world it has to be done. Yet the change master, Kotter, says, 70% of change initiatives fail. Here are three quick examples:

  • We talked to one company that had over one hundred new initiatives in place. They were proud about it, but were upset with their field leadership for executing them poorly.
  • We sat in on a regional meeting with an executive who excitedly shared more than six flipcharts worth of change activities. As the she moved from one flipchart to the next, we could see all the managers slinking in their chairs with a look of dread.
  • We witnessed a horror story in a company as the “burning platform” was presented as a way to save a sinking ship, and all of the employees were filled with terror about losing their jobs.

Admittedly, changes often bring some level of progress but usually not up to the expectations expressed in initial rollout. Most change processes are poor which leads to poor execution of the […]

By |September 3rd, 2014|0 Comments|