 Ever noticed how easily we attach ourselves to a certain point of view, believing it to be “right?” It’s human nature. Yet, differing points of view can create the potential for conflict in life and at work.
In the workplace, the voracity with which an individual expresses a point of view often determines the severity of the conflict. Conflicts at work can offer an opportunity to take communication to the next level, but they can also be disruptive, non-productive, and even undermine the success of individuals and the companies for whom they work. Therefore, resolving conflicts as they arise should always be a high priority.
Regardless of the type of conflict, there are only four possible resolutions:
1) You get your way.
2) Your opponent gets their way.
3) You both agree on a compromise position.
4) You both agree to disagree.
Any of these resolutions can be effective as long as the outcome is acceptable to both parties. In healthy conflict resolution, one party may find greater benefit in accepting another opinion as valid as in holding fast to their own point of view. At other times, a mutual decision to maintain differing opinions, agreeing to disagree, can be an effective and respectful way to resolve a conflict. Compromise often results in the best outcome for all, but also requires the highest level of communication and, often, negotiation skills. The ability to negotiate successfully is crucial for survival in today’s changing business environment.
I offer the following tips for effective negotiation:
1) Understand that everything is negotiable. Be willing to question or challenge a position with which you do not agree.
2) Be assertive, but not aggressive. Be willing to clearly and confidently share your ideas and ask for what you want, in a way that feels respectful of all parties. Assertiveness is welcome in the workplace, but aggressiveness is not.
3) Actively listen and respectfully respond. Listen and really do your best to hear the ideas and opinions of others. Ask questions to clarify before stating your own position.
4) Be prepared to communicate your position Anticipate the questions that will be asked of you and be ready to present facts, figures, and insights with as much detail as possible. Remember to be assertive, but not aggressive.
5) Focus on the how your idea or point of view can benefit the whole. People will be more likely to shift their own thinking when they see the benefits for themselves or the greater whole. When negotiating, it is imperative to clearly communicate the benefits of your idea to those in positions to influence decision-making.
6) Be patient, don’t rush the process. Allow time for your opponent to suggest a course of action. Use questions to guide the process, such as: “What do you think?”;”Where should we go from here?”;“How might we resolve this in a cooperative way?”
7) Remember it’s okay not to accept the first offer. Keep lines of communication open and continue to listen for opportunities to compromise.
8) Give and take. When you give up something, ask for something in return. Negotiating means coming to a place where each party feels they have gained something.
9) Be willing to walk away. If the issue is not resolved, sometimes the best course of action is for both parties to take a break from discussions. Be sure to set a date and time to resume the negotiation.
10) Leave emotions at the door. Professionalism is imperative when entering into any business communication or negotiation. If you are not able to remain calm and conduct yourself with the highest degree of professionalism, walk away from the negotiation until you can.
I challenge you to make it your mission to resolve professional conflicts in a timely and effective way. Doing so will positively affect your confidence as well as your professional credibility. If you are facing a specific kind of workplace problem that feels overwhelming, it may be time to consult a professional. If workplace conflict is impacting your ability to be successful, I invite you to contact me for a consultation to discuss how coaching may help.
Your success is my business,
~Sherry Jordan
I was honored to be asked to write a guest blog for Christopher Gould, President of Gould Designs Inc. My topic is a big one: Ethics in Business.
Ethical principles play a key role in business success. Doing the right thing is more important than doing the most profitable thing. This is true not just for owners or top executives, but for every member of staff. Your clients have a choice and most often they will choose the organization, company or service provider that is guided by solid ethical principles.
Click to Read More…
Check back soon to read my upcoming blog on the topic of Conflict Resolution.
Until next time,
~Sherry
 As every small business owner can attest, wearing all the hats can be exhausting! Most entrepreneurs have a natural ability to multi-task, because this skill is essential to our success. Yet, there always seems to be more to do than we can effectively accomplish on our own.
Finding and forming strategic partnerships is the single best way to extend your reach and accomplish more as a small business owner.
A strategic partnership or strategic alliance is a long term relationship with another business owner who shares your target client and target market and with whom you can partner for mutual benefit; the alliance has sustainable benefit that makes sense for both parties. This is a relationship that will immediately expand the network of potential clients for both business owners. It is a relationship that should reduce your marketing costs, as well as reduce the time you each spend networking and promoting yourself or your business. Finally, the strategic alliance you form should ignite the next stage of business growth. But where does one find a good strategic partner?
Start with knowing who makes a good partner.
Effective strategic partnerships are not based upon personal chemistry or common interests and values, though these are important factors to consider. There is, however, one critically important factor that is absolutely essential in an effective strategic partnership: both parties must serve the same client. What product does your business provide, and to whom? Who else provides a service or product or service to that same client? For example, if your target client is a small business in the construction industry, think about other businesses who serve the same client. These are your potential strategic partners.
Look in all the likely places.
Most often, you will meet your potential strategic partners through referrals from people (clients or vendors, perhaps) who have worked with them and can vouch for their work ethic, credibility, service delivery and reliability. Another way to connect with potential strategic partners is to show up in the places they are likely to be, such as networking events, trade organization events, or online referral sites. As a rule, the more you trust the referral source the shorter your period of “vetting” will be.
Synergy breeds success.
Selecting strategic partners is a process of matching more than just a target client. It is imperative that you also have a match in values, beliefs, personality and commitment with those of another.
You may already know business owners with whom you share a connection or likely referral network. In other words, you share some of the same kinds of clients, which provides an obvious and mutual benefit for working together. But even more important than those obvious connections is the question of synergy. Sharing the same client is one thing, but do you share the same ethical values and commitment to best practices? Do you share the same standard of conduct? Do you share common goals? How do you match in personality?
Credibility trumps credentials every time.
For a strategic partnership to be truly effective long term, each partner should have a solid understanding of the other’s goals and objectives… and be able to wholeheartedly support them. The best and most effective strategic partnerships merge the personal credibility of each partner with the goals of each company and the resources to make things happen.
Don’t settle for less than you are willing to offer.
As entrepreneurs, most of us are intensely passionate about our businesses. We hold a vision of where we want to go, and we don’t want to compromise our values to get there. Therefore, we must approach the process of selecting a strategic partner with cautious optimism. Not everyone will be a fit; in fact, the majority of people whom you meet will not become a strategic partner, even if you share the same client. The best strategic partnerships take time to develop. Choose wisely. Think of it as a business mate for life.
Start – Familiarize – Commit – Plan – Measure
As in any successful personal or professional partnership, the need for mutual commitment toward continued improvement never ends. Once you find the right partner, the real work has just begun. Here are a few steps to keep in mind as you enter into a strategic partnership relationship.
- Take time to get to know each other well before you decide to recommend the other.
- Work together for a while before you decide to endorse the work of the other.
- Formalize your commitment to each other. Be clear on your expectations of the other and be sure they are clear on yours. Share your goals for working together.
- Be in regular communication. Offer feedback. Share ideas.
- Plan together. Once you are certain of your desire to have a long term relationship and you are comfortable that you can endorse the work of the other, then begin to plan together. Annual planning is a minimum.
- Measure results and make adjustments.
Don’t go it alone.
You are the expert in your field and there is not anyone better to make the key decisions involving your company. Likewise, when finding and forming strategic partnerships, it pays to employ the expert guidance of someone who specializes in the formation of such alliances. This is where an experienced business or executive coach comes in. They will save you time, money and reduce the stress of mistakes you may make by missing key components in deciding on who to partner with and how.
Your success is my business,
~Sherry
Research indicates that companies with a solid pipeline of emerging leaders are far better equipped to weather any storm and to succeed in spite of any challenge. There is no doubt that leadership affects the performance of every organization – for better or worse – in good times and in bad.
But how, exactly, do we define leadership in order to identify the natural leaders within an organization? Here is a working definition:
Leaders are the visionaries among us who captivate attention and get results by inspiring and empowering others to act. They instill hope and motivate change, transforming circumstances through the power of positive attitude and purposeful action. They are natural influencers, attracting the right people to join forces and get the job done. They play team, recognizing the contribution of others, as well as their own, but never grandstanding. They share both the wealth and the rewards of their efforts with the people who helped make it happen.
Identifying and nurturing the leaders within your organization can positively transform your business. The tricky thing is leaders aren’t always easy to spot by looking at a resume, or by the title on their name plate.
Here are a few tips on finding the leader or leaders in your business or organization:
Leader is not a title. Not all CEOs and company Presidents are leaders. Leaders, like cream, often rise up from the bottom of the organization by demonstrating solid relationship qualities such as good listening, planning, and problem solving. These people tend to be at the front of the pack, regardless of position, and are always making a little extra effort to help chart the course for the whole group. Hint: the employee who spends their own time thinking about the big picture direction for the business is a potential leader.
Leaders influence without dominating. Leaders are people whom others naturally trust. They listen carefully and intently to what others are saying. Rather than being demanding or extremely authoritative, leaders influence change by clearly demonstrating the value so that others feel comfortable following. Hint: the person to whom others are taking their problems and seeking out for support is probably a natural leader.
Leadership is not a “rating” but a “perception”. Leadership is not about how you are “ranked” in title or length of service, but rather in how others perceive and respond to you. Hint: the employee who easily gathers a crowd in the hallway to delegate tasks for the office party may have real leadership potential.
Leadership cannot be bought or measured in monetary terms. The strongest leaders don’t always make the most money, because leadership and rank don’t always go hand in hand. Hint: if the janitor stops by to share an idea with you, listen. It might just be the leadership idea that takes your business to the next level.
Leaders are effective. Natural leaders look at their impact on others and on the organization as a whole as the best measure of success. Therefore, they place great importance on efficiency and effectiveness, regardless of their position. Hint: the employee who finishes every project ahead of schedule may be a leader.
Leaders communicate: Communication, motivation, discipline, managing conflict, marketing and recruitment are all important facets of leadership. Leadership means having the tough conversations and revealing what’s real…at all times. Hint: The person who approaches a difficult issue or conflict with an open mind and open ear, and without defensiveness, is demonstrating leadership.
Leadership is perception, and perception begins with you. Who in your own life demonstrated the leadership qualities that influenced you most? How are you personally demonstrating leadership in your business? Are you the kind of leader others will naturally follow? If so, look around, because there are bound to be some up and coming leaders following your lead.
Enjoy the process of identifying the natural leaders in your business, guiding and nurturing them, and then celebrating the rewards of your collective efforts.
Until next time ~
Your success is my business,
Sherry
 There‘s no use mincing words: 2011 will be remembered as one of the most economically challenging years in history.
While it is impossible to ignore the economic factors affecting so many businesses, it is fundamentally important for us, as small business owners, to also examine what went right this year. At the end of the day, it is still our individual choices and actions that largely determine the level of success we experience in business and life.
As the current year nears its end, I want to share a simple formula I use which can assist you in stepping into the picture you want to create in the New Year.
Looking Back ~ some key questions to ask yourself:
- As you look back on 2011, how would you rate your overall success?
- From where did the majority of your business originate? Who were your best performers (products or people), and what are the characteristics that make them “best”?
- Where did you have the most success in your business? Why?
- What did people “buy”? What motivated them?
- What were the most objections raised by your customers or clients? Have you, or how will you, overcome them?
- What goals did you set which were not achieved? Why not?
- Which opportunities did you embrace? Which did you allow to slip away?
- What will you repeat in 2012? What will you let go of?
Looking Ahead ~ setting the course for the New Year:
What if simply identifying exactly what you want from your business in 2012 would assure your success? Would you take a few hours to map out your plan?
While it is not a perfect science, the success you realize does in fact start with making plans and setting intentions. So, make it a priority to set aside a few hours – alone or with your business coach – to do the planning that will set you up for success.
Here are this business coach’s suggestions for your plan focus:
- Create a vision for your 2012 success: What do you want? Be very clear with your intentions. Outline specific measurable goals outlining the volume of business – and the type of business activity – you intend to create. Be specific about the level of income you intend to generate, the number of clients you intend to acquire, the products and services you will offer, the people you will surround yourself with, the markets you plan to penetrate, and any organizational changes you intend to make. Include every detail, in writing. Create a document detailing all of these things, which you will carry with you throughout the year review on (at least) a monthly basis.
- Decide how you will measure your success: Make a list of your targets and measurements. These can be any indication that can be used to determine if you have met your goals. Many of my clients include revenue, numbers of clients, percentages of active accounts, ratios of expense to income, staff size, rankings, and your volume of products or services. Use whatever best describes your goals in a measurable way.
- Identify your key strategies: What are the 5-7 things that will close the gap between where you are today and where you want to be? What do you need to do more or less of? Who do you need to involve in your business? Where do you need to make changes?
- Get specific: What actions will you take in each of your key strategies to execute your plan? When will you take them? Who will be responsible?
- Outline your action plan: Once you have determined what you will do to execute your plan, schedule your actions. Put them on your calendar or in a project plan that you can use as a road map for your success.
- Be prepared for self-sabotage. Even the best laid plans can be sabotaged. Here are a few things to consider before sabotage sets in…
- What are the roadblocks to the success of my plan? How will I avoid them or deal with them?
- What objections are there to buying the product or service? How will I overcome them?
- What are my “limiting beliefs”? Where do I lack confidence or have a belief that could keep me from reaching my plan goals?
- Identify your best resources…mobilize your army. Identify the people and partnerships that can help you to reach your goals and realize your vision for 2012.
- Who is your trusted network?
- Who can you count on to help you market your business and services?
- Where will your referrals come from?
- Who are your affiliates or partnerships? Who shares your client? Can you serve them jointly?
Now, take a deep breath and acknowledge the possibilities ahead of you! Be clear that you cannot drive results by looking in the rear view mirror. Close the door on the year that is passed, in order to focus your attention on all that lies ahead.
Remember, success in life and business is a journey, not a destination.
It’s good to be traveling together.
Until next time,
Sherry B Jordan
 a trusted advisor can help your business thrive In my recent post titled Top 10 Reasons to Hire an Executive Coach, “Trusted Advisor” made the top of the list. This may sound like an old fashioned term, particularly at a time when business organizations are referred to as teams and the classic top-down structure has in many cases been replaced with the round table.
Yet every business professional needs advice from time to time, and finding the right person with whom to confide is not always easy.
Entrepreneur executives are, by definition, high level leaders who are responsible for business organization, development, leadership and management. They tend to try and wear all the (leadership and operational) hats and thus require a special kind of support and coaching. It is the opinion of this coach that entrepreneur executives need more support than ever before, because of their unique perspective and their tendency to make decisions in isolation.
The entrepreneurial business is most often built around the vision, personality and leadership style of the owner, and grows through their individual willingness to bear the responsibility for its success. Successful entrepreneurs are risk takers who tend to survive the odds of business failure because of their ability to inspire others through passionate vision, consistent action and shear tenacity.
The same independent spirit that drives these business leaders to create, inspire and succeed, causes them to rely upon their own thought processes to solve the inevitable challenges of owning and running a business. This one limitation can cost them valuable market shares, exposure to key market segments, loss of profit, breakdowns in communication, employee turnover and more.
Do you recognize yourself in this description? Are you an executive in need of support, guidance and an experienced ear?
The unbiased perspective of a professional executive coach can help build upon and promote the entrepreneurial strengths, while also offering support to eliminate executive blind spots and weaknesses. Finding the right person – a trusted advisor - can improve your profitability, enhance your organizational structure, and increase your bottom line results.
Consider these questions as you select your own trusted advisor:
- Does the advisor bring the experience you need? The ideal executive business coach brings experience in business, in coaching and in high-level organizational development. Experience is relationship counseling is also helpful. This person must understand the business concepts which inform your work, and in some cases it may be necessary to choose an advisor with a specialty in your industry.
- Does the advisor bring a history of positive results? Ask for at least 3 professional referrals, to assure your advisor has the ability to guide you to the results you want. Discuss their experience and the bottom line results they received from this coach. How effective were the coach’s style, structure, and expectations?
- Is the advisor willing to work with your schedule? The wisest executives will make time for coaching, but only if it fits into their already full schedule. Ask questions to determine that the coach will structure meetings that work for you, whether in your office, their office, or by phone. Makes sure this person will be available if you have a business crisis. Once a schedule has been agreed upon, it is imperative that you can count on it.
- Will this advisor be able to offer the level of support you need? Ask questions to clearly determine how the coach works with executives to address sensitive issues in every area of the business.
- Is this someone who is willing to hold you accountable to your goals and plans? What is the structure of accountability – the checks and balances – this coach offers to clients? What happens when goals are unmet or agreements not kept?
- Is this someone you can learn to like and trust? The foundation of the executive coaching relationship is trust and confidentiality. Ask questions to determine if this coach has a strong commitment to total confidentiality. (If at any point a coach or consultant discloses confidential information, within or outside of the business organization, sever the relationship immediately).
- Do the advisor’s fees and services fit into your budget? While executive coaches may charge anywhere from $75 – $1,000 per hour for their services, price is not always commensurate with value. You should be able to contract an excellent and experienced executive coach for between $100 and $200 per hour. Hourly rates should be consistent with the market in which the advisor is operating.
A successful collaboration between an executive or business owner and a coach can form the foundation for unprecedented growth and business success.
Are you ready to take your business to the next level? Contact Me for a FREE 30 minute consultation – by phone or in person – to discuss how executive coaching can help.
Your success is my business,
Sherry B. Jordan
 Successful careers do not just happen. They wax and wane, move forward and experience setbacks, grow and adjust. We learn from our mistakes and build on losses. We accept that change is constant and give advice that we cannot “cry over split milk”. We examine and analyze what has gone wrong. We mourn what we will never have again. Sometimes we just survive. We get so caught up in the past and the challenges of the present that we often forget that our future always lies ahead and all our possibilities are in front of us!
Success is not just a stroke of luck, something that falls from the sky or seeks you out. It is the result of hard work – diligence and persistence – something you fight for and carefully build. It is the product of your ambition and your attitude, the belief that you can and will have what is right for you. There was never a promise that success would be easy.
Some of my most talented and educated clients find it difficult to muster self-confidence today, at a time when many people have experienced professional and financial set-backs resulting in damaged self-esteem and even a sense of hopelessness. Feelings of disappointment, sadness and frustration (at set-backs) can create the opportunity for growth through focusing on areas that can be improved. At these times in particular, it is also critically important to maintain perspective and to remember that each person is shaped by their experiences and every one of those experiences is useful in building a strong foundation for a better future.
A personal or professional set-back can make it more difficult to focus on possibility. Here are some ways to help to shift your focus:
List Your Goals: Put your life and career goals down on paper. This list should reflect your ideal personal and professional scenario, as you envision it now. Be careful not to limit your goals based upon past experiences. Reach for the stars!
Think and Act in Positive Terms: Positive talk leads to positive actions. Pay special attention to what you say to yourself and others about your work, your company and your situation. Remove words from your vocabulary that do not reflect a positive vision and support a positive outcome.
Think About Your Life and Work Mission: This is a great time to ask the question, “Why am I here?” What do you want from life and what do you think life expects of you? Are you on the right track or is this a good time to shift to a more satisfying direction?
Accept the Challenge: See your circumstances, past and present, as a learning opportunity that leads you to create the personal and professional life you want.
Keep a Schedule: Take action every day toward your goals. Have a plan to do something every day. Put it on your calendar. Make a schedule. Review that list you have had in your head of “if I only had time I would…..” and do some of those things.
Invest in Yourself: YOU are your most valuable resource! Invest in this irreplaceable asset through training and education, coaching and other personal and professional development opportunities. When you invest in yourself, you invest in your business.
Finally, remember that everything in life is temporary. The only thing we can truly count on is change. In life and in business, we are all constantly adjusting to the “new normal”. We live in a dynamic universe filled with opportunity and intrigue. Your commitment to living a full, rich life is what will also lead to the realization of a rich and satisfying career. Seize the day!
Your partner in success,
Sherry B. Jordan
 During a gathering of high school friends, conversation came inevitably around to, “Can you believe that guy built a huge accounting empire?” and “How did such a wallflower ever become the President of a corporation?” It occurred to me that what we were really expressing was our surprise that some of our classmates had found a way to do what psychologists once thought impossible: alter personality traits.
Personality researchers have since discovered that we can change certain traits or qualities that were once thought to be scripted at a very young age. Perhaps the most dynamic success trait which can be developed is called optimism.
While pessimists seem skeptical of everything and expect unfavorable results, optimists seem to suffer less, recover more quickly, and maintain hope even in the face of adversity. Studies have shown, time and time again, that optimistic people are healthier, have stronger relationships, rate better in employer surveys, and feel more hopeful about life in general. Optimistic people also tend to be more popular and well-liked, and more fun. Isn’t this what we should all aspire to?
The pessimists in the crowd may be wondering, how exactly does the metamorphosis from pessimism to optimism occur? Believe me, it doesn’t happen by accident! There is only one road to optimism, and it’s called practice.
Shifting thought patterns isn’t easy; old habits die hard. If the sun was to shine a little more brightly in your life, and your circumstances were to shift as you shift your attitude, what would it be worth to you?
If you’re up for a challenge, here an easy-to-follow Roadmap to Optimism:
- Surround yourself with other optimists: One of the fastest ways to change your attitude is to borrow one. Find people who have a positive attitude and emulate it.
- Don’t just think, act: Be aware that optimism is more than “positive thinking.” It’s a combination of Thought and Action.
- Be persistent: When at first you don’t succeed, try, try again! Optimists do not give up. They learn from mistakes and keep going. They find another way and try it.
- Pay attention and keep a record: When good things happen to you, acknowledge them. A great way to do that is to keep a note on your calendar. You will be surprised how many ‘good’ things happen in a week.
- Bad news in small doses: I recommend you choose one news source that gives you the full extent of the coverage that is important to your work, family and community… and leave the rest. Constant review of the same news equates to negative reinforcement! This includes blogs and rumor sessions around the water cooler.
- Visualize your perfect outcome: Be clear on what you want and think through what you will need to do to accomplish it; by doing so, you create a map to a more hopeful state of mind. Picture the scene or outcome in every detail. See yourself in action, successful performing your task(s).
- Reinforce your vision in writing: Describe your perfect outcome in writing along with the steps it will take to get there. The act of writing commits the steps to memory. You may find you move subconsciously in the direction of your thoughts. It is the same premise as a written strategic plan. Put it down, review it regularly and watch it unfold!
- Argue with yourself: Ask yourself, “Why not?” And if you are someone who normally thinks everything is a long shot, argue, “Why?” Learn to question why you think the way you do. Many times, our thoughts are mere patterned responses that do not serve us.
- Expose yourself to humor: It has been said you can only have one thought or emotion at a time. When we purposefully choose humor and optimism, there is simply less room for pessimistic thoughts.
Remember, thoughts are things… so why not choose the good ones? You may be surprised at the results…
To your success,
Sherry B Jordan
 People are motivated to work for a variety of reasons – most of them have nothing to do with money despite what you might think or even what they might tell you. As a matter of fact, in a recent poll conducted by the Gallup group, not one of the 12 Core Elements of Employee Satisfaction mentioned money. Fifty percent of those same core elements are related to topics that are the basis for motivating others to do their best work – encouragement, caring, feelings of importance, empowerment, opportunity, recognition. Another twenty percent comes from the knowledge that what you do matters – my opinion counts, discussions with my manager, knowing what is expected. In order for any employee to be motivated they must perceive value. That value is tied to having their needs met and a sense of satisfaction.
Researchers and educators have differing opinions on the origins or employee motivation. Some say it comes from a persons spirit or desire and that it is a natural trait, others say it is organizational practices or manager style and technique. The truth is somewhere in-between. Without personal desire, a spark of motivation can be lit but, it will not last if it is not “guided” by clear expectations and “tended” by management and organizational actions.
As leaders, owners and managers, one of your most challenging and rewarding responsibilities is motivating others to work at or beyond their capacity. While you may think you need only motivate those in certain roles or with certain responsibilities such as customer service representatives or salespersons, all people who work no matter what their level or role, seek motivation to perform at their full potential. Only you can give them the feedback that they seek. Only you can empower them to work independently. Only you can reinforce those actions and activities with recognition.
What might help is a bit more education on who needs to be motivated, when to motivate and how. Let me share a few a few truths about motivating people.
Truth #1: Some people have more desire to succeed and sense of purpose. In some it is just inherent. It is easier to hire it than it is to create it. Look for these traits when you recruit.
Truth #2: When clear expectations are in place a greater sense of responsibility exists. People who have a sense of responsibility have less need to be motivated.
Truth #3: Motivation is fueled by encouragement. People need to know that you believe in and are pleased with them. They want to know that long before a job is done. In fact, the chances of them doing well are significantly greater if you confirm your confidence in them from the very start. This takes on the significance of a promise and promises are powerful motivators.
Truth #4: There is a direct correlation between rewards and motivation. AND you get what you reward. It is a fact that managers routinely reward employee behaviors they are trying to discourage and fail to reward the behaviors they actually want. One example of this might be that a manager who wants to build teamwork actually rewards only individual accomplishments. Another is ignoring sloppy work if you talk about the importance of quality. The bottom line, you get what you recognize and reward.
Truth #5: Team spirit and loyalty are strong motivators. People who work together often build bonds as strong as or stronger than those they have with family. In fact, most work teams spend more time together than they do with their family members. With that much invested, it only makes sense that loyalty to the group will develop. As manager, owner or leader, you are the “head” of this work family. You have to be respected, looked up to, trusted, and respected before you can guide the team.
Truth #6: Caution: Motivation can be dastardly. On some rare occasions, employees are motivated by dastardly purposes such as anger, revenge or cruelty. As a manager it is your responsibility to not only recognize but to manage this situation immediately. These personalities and their behaviors are toxic to any team or organization. If allowed, they will poison your good work and workers.
Truth #7: You can motivate without money. Often management believes that the only way to reward is through a raise, dollar incentive or bonus. This misconception is contrary to the feedback researchers have gotten from employee polls. Most employees rate a recognition and personal attention higher than monetary reward. Below are 10 ways to motivate your employees without money.
- Recognition – formal or informal – in front of others.
- One-on-One Coaching – coaching is employee development. ROI pays for the program.
- Training – training is a great way to motivate and develop at the same time.
- Career Mapping - chart a course to let your employees know what is potentially ahead for them.
- Job Title – be creative. Match the title to the reward and work.
- Improve Work Environment – give them a better place to work.
- Leadership Roles – give them a role that recognizes their ability even if temporary.
- Time Off – often time is preferred to more money.
- Contests – develop contests that will allow you to recognize and reward.
- Recognition from Higher Level – ask your manager or a company executive to recognize the employee.
Coach’s Challenge: Rate your employee motivation and satisfaction. Let them know you will be doing this regularly. [This can be done in an anonymous survey. If you are a small business there are plenty of free online sources.]Then take a look at how you have been motivating them. If they are completely satisfied your plan is working. If they are not, or even just to show them their satisfaction is important, try something new.
If you are not sure how to motivate your team or concerned about morale contact your business coach for some new ideas.
~Sherry B. Jordan
You may be in business for yourself, but you don’t have to be in business by yourself. Coaching means you don’t have to go it alone.
Here are the Top 10 Reasons to hire an Executive Coach:
- Trusted Advisor: A coach is someone with whom you can share executive challenges in confidence, someone who will offer an insightful outside perspective, and someone who will assist you in finding solutions.
- Planning: Most entrepreneurs understand the value of having a strategic business or marketing plan, but many do not have one in place. A coach can assist you in identifying your overall objectives and creating a plan to achieve them within reasonable time frames.
- Accountability: Your strategic plan is only one aspect of professional growth and success. Accountability is the intersection of intention, action, and results. Entrepreneurs often work in isolation and therefore require outside accountability. Executive coaches often act as accountability partners and offer individual and group accountability options for their clients.
- Leadership Vision, Influence & Creation: Entrepreneurs are visionaries by definition and influencers by nature. They know what they want and build momentum by sharing their vision with others. Coaching connects you with other experienced professionals who will share and amplify your vision.
- Marketing, Networking, & Building Strategic Partnerships: In which professional relationships should you be investing your time? Where are you likely to meet your ideal strategic partners? Executive coaching will assist you in networking, connecting, and nurturing the business relationships that mean the most to your success as a business owner.
- Sales & Business Development: Selling is an integral part of the development of any business, but many entrepreneurs have yet to fully indentify their target audience and articulate exactly how they meet the needs of that audience in a distinct way. Coaching helps you get specific and create measurable results.
- Time Management: “So much to do, and too little time!” This is the cry of many entrepreneurs, particularly those who find themselves in an active growth phase of business. Coaches specialize in the prioritization of tasks, the achievement of goals, and the management of schedules… so busy entrepreneurs can invest their time in the wisest and most profitable activities.
- Organizational Development: To grow or not to grow? This is a common question as entrepreneurs determine when and if to add employees or inventory, or expand to new locations and markets. A coach can help you access the risks and consequences and develop a plan to realize the decision, and also manage issues such as culture development, employee profiles, and change.
- Relationships: The quality of your business success is directly correlated to the quality of your relationships and the way you show up in business and life. This may be the single most important aspect of business ownership, and is certainly the cornerstone of good coaching.
- Conflict Resolution & Negotiation: Along with any successful business comes the potential for employee issues, client issues, contract disputes, and of learning what to say (and when) to create the most positive outcome for all.
Your effectiveness as an entrepreneur executive is inextricably tied to your vision, leadership, goals and results. As a coach specializing in the unique needs of the entrepreneur executive, I provide support to increase your success… from the inside out. I’ll help you to become a clearer decision-maker, stronger leader, and more effective business person.
Your success is my business.
Let’s talk,
~Sherry B. Jordan
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Ever noticed how easily we attach ourselves to a certain point of view, believing it to be “right?” It’s human nature. Yet, differing points of view can create the potential for conflict in life and at work.
