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In the business world change is constant. The change that has the biggest effect on the employees is the change that involves management. Whether it is someone new to leadership or someone that has been in leadership for a long time, change is always a challenge within an organization. When a new leader comes into or is moved within an organization, they bring new rules, quirks, and viewpoints. Even though each leader has their own personality and leadership style, there are a few approaches that seem to be similar amongst many leaders. There are two approaches I have experienced in my career from many different leaders that seem to have a significant impact on the morale of the employees.

Micromanage the change

The first approach is that of the micromanager. The micromanagers have the tendency to jump into a new system and make it into their own without learning the existing system first. The National Federation of Independent Business explains a micromanager as, “ The micromanager is the manager who must personally make every decision, take a lead role in the performance of every significant task and, in extreme cases, dictate every small step the workers take.” They are change drivers. They take the approach that every system needs to be fixed, so they will fix it. These types of leaders have a hard time seeing the positive aspects of the existing system. From what I have seen, these leaders have a tendency to rub people wrong in the beginning. With time the subordinates get used to their new leader and their leadership style. Those who are under this type of leader, either learn to work with them or go on to different positions.

Learn the system then change

A second approach is that of the leader that learns the system and then makes changes. These leaders are focused first on the people within the system and then on changing the system. They spend sufficient time learning the existing system, so they have the trust of the people within the system. Once they gain trust, they can effectively change the system with the support of the people within the system. These leaders seem to be more liked by those they lead than the leaders who change everything right off the bat. These leaders gain the support of their subordinates and then help in changing the system.

Although both leadership styles are needed for specific systems, the second approach generally is a more people friendly approach. People tend to react more openly to change driven by management that is also open to ideas.

Have you ever worked for a micromanager?  Have you worked for someone that learned the system and people and then made changes?  What did you think of each approach?  How did you respond to each?  Please share your thoughts in the comments section below!

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Guest Post By Paul Smith
About the author: Paul Smith is an author of the given article. He likes music and comedies. He knows perfectly what he wants to achieve in his life. He is fond of writing and you can evaluate his works at essay writing service uk.

Your life is dull and boring, the days are similar and nothing special happens. You have a hateful work, your colleagues don’t seem to be friendly and you don’t know what you want to achieve. You dream about the better future, however don’t do anything to come closer to it. The leader always executes the possible ideas and it is the main difference between him and the dreamer. Stop living in your dreams – develop your leadership and make your desires real.

What are the main leadership qualities? Here I want to present you a short list of the required qualities to develop if you want to change your life for better.

Good communication. Well-developed communicative skills are very important in business, especially when you are a director. If you have some great idea concerning some future project or whatever else and cannot state your thought clearly, you will never come to a united cooperation and will never arrive at a consensus. That is why it is important to work for the improvement of your communication.

Confidence. An irreplaceable moment in any business, no matter whether it is large or small, is some failure. The most important thing is not to lose control over your emotions in these moments. You are a leader, and it is you who states the working atmosphere. Your task is to maintain the high working spirit and to orient your team at a larger goal.

Great activity. Remember that you should be an example to the others. If you want to be a leader, you should correspond to it. By active position you will not only earn the respect, but instill the same hyperactive energy in your staff.

Positive attitude. I think you will agree with me that the whole office will most likely stay an extra hour working when they are in a good mood. The inspiration for positive atmosphere can be different; however, it is important to keep balance between joyfulness and productivity.

Creativeness. To be a successful leader you should be able to think in a non-standard way. Some situations demand creative approach to their solutions, otherwise, you will fail to cope with it. Business is the thing, when you need to be original and unique.

Here are the common qualities that should be necessary developed if you want to be a real leader. Read classic literature, visit art exhibitions, try to create something, follow certain regime, set the goals and you will definitely improve your leadership position.

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How do you label yourself?  Are you too fat or too skinny?  Are you the workaholic or the one that skates by with little effort?  When you label yourself, it has a powerful effect on how you see yourself and the decisions you make.

How do you label yourself?

In the article, How Do You Label Yourself on drphil.com, Dr. Phil said, “Believe it or not, labels are incredibly powerful influences in your life. You may not be consciously aware of even a fraction of the names assigned to you, whether they come from the outside world or from within.”

In leadership, many people will label you.  Some will label you as “the great leader.”  And others will label you as a bad leader.  There are also many other labels people will give you; too confident, smart, arrogant, etc.

Dr. Phil continued by saying, “Regardless of whether your hubby calls you a ‘hot mom,’ or your boss says you’re an ‘alpha geek,’ [...] you must acknowledge the existence of labels, challenge the ‘fit,’ and confront the impact they have on your concept of self.”

How do labels effect you?

When you label yourself, it can have a strong effect on how you act.  Good labels can buoy you up, and bad labels can tear you down.  In the blog post How Do You Label Yourself? by Mike Scott at The Diet Guy, Mike said, “My point is that people accept labels very easily and then tend to live to the expectation of that label.”

Mike went on to say, “Some of the old labels I used to call myself such as failure, useless, fat, chunky, chubby and big Mike did very little for my self-esteem and by constantly putting myself down to others, excusing my weight by calling myself big boned and generally focussing on just how useless I was at weight management, I didn’t get anywhere fast!”

Whether you label yourself or hear others label you as smart, dumb, introvert, extrovert, etc. the labels can have a profound effect on you.  Lollipop Goldstein of Stirrup Queens wrote in her article titled Can You Label Yourself Original? that, “Once we start getting that conscious and thinking that hard about originality [or the labels you have been given], we [you] start moving into either conformity or rebelling against conformity.”

Labels can cause you to conform your actions to the labels or you can ignore them altogether.  You can also use positive and negative labels as motivation for improvement or continued hard work.

How can labels change you?

In fashion, product marketing, and/or branding, companies/labels change frequently.  To give an example, Old Navy has changed their clothing lines many times.  They marketed only to the teenage crowd in the beginning; whereas, now they focus on anyone who wants to be hip.  Just as labels change in product marketing, you can change how you label yourself and/or the labels others give you.

Labels CAN effect you for good if you let them.  They can be used for motivation to change or push you to excellence.  Mike Scott was very overweight, and he took on many of his labels.  He owned them.  There came a point when he no longer wanted the labels.  The labels motivated him to lose weight and change who he was.

In my post, Whether You Like It Or Not, You Earned It, I explained that you earned your labels by a choice you made.  That doesn’t make it permanent though.  If you are labeled in a way you don’t like, reverse the label by making choices that don’t reflect it.  Almost all choices can be reversed.

How do you label yourself?  What effect do the labels have on your self image?  Please share your thoughts in the comments section below!

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Your employees are your biggest asset and they always will be because without them nothing happens. They greet your customers, ship your products, complete projects, and do all the other work that gets done. Because they are so valuable, you need their buy-in when making organizational change happen. 

Three Questions To Ask For Buy-in

If your employees aren’t on board, they will eventually leave. So how do you get their buy-in? I have three suggestions to get them involved.

1. Ask for the employees’ point of view. Find out what your employees think about the current situation. Ask whether or not they are satisfied with status quo. Let them explain how they work within the current framework and get their feedback. As you learn their thoughts, you will gain valuable insight into how they think.

The more you get their feedback, the more they will realize that you value their thoughts and opinions. They will gain trust in your actions and words once they realize you value them. Getting their feedback will also help you be better prepared to introduce changes in a way that won’t rub them wrong.  Getting their feedback will also help gain their buy-in when the decisions are made in the future.  

2. Explain the background and details of your reasoning. I have seen a number of leaders that made a change and then ordered their employees to move forward on the change without any explanation. Those leaders struggled to get the buy-in from their employees. I have also seen leaders that explained all the background on  why a change was happening, what factors led to the change, how the change would effect them, and when the change would take effect.

When changes happen people always want to know the “Why?” behind the change. They want to know why what they have done in the past is no longer acceptable. By explaining the background and details, the leader will get more buy-in.  As you explain your reasoning to them, they will begin to see the full picture and the change will mean more to them.

3. Identify the importance of their role in implementation. The final suggestion is to help your employees understand that they have a vital role in the implementation. If they buy-in quickly and assist in the implementation, they will individually benefit and the group as a whole will benefit because the change will go quicker. Help your employees know that without their help, the implementation will be a failure.

Over that last few years, I have learned these lessons the hard way both as a leader and as a follower.  There have been times where I was slow to make a change that was for my own good.  There have also been times where I didn’t the input from those I lead.  It was very difficult to make the change and I faced a high level of resistance.

Have you used these steps to get buy-in from others?  What other techniques have you used to get buy-in? Please share your thoughts in the comment section below!

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Most leaders desire success.  Success comes from a process.  That process is the sum of your habits.  Therefore, set habits for success.  Habits for success will change your way of living.  You can introduce habits for success into every aspect of life.  Michael Hyatt said in his post 7 Ways Successful Creatives Think Differently than Unsuccessful Ones, “Develop a winning mindset and cultivate the habits of successful thinking. This is what separates the best creatives from all others.”

Over the past several years, many habits for success were built into my life by circumstance.  Recently, however, I intentionally created habits for success.  I started getting up at 5:15 AM everyday to study in the morning.  I started reading books other than textbooks regularly to activate my mind.  In addition, I started going to bed by 10:30 PM every night.  Each of these habits for success has improved my mental clarity and increased my knowledge.

Five Steps to Create Habits for Success

By implementing the following five steps, you can create your own habits for success.

1. Understand your level of control.  Everyone has control over their choices.  If you want to read a book, you can sit down and read it.  If you want to work out, then go work out.  People say, “I can’t be successful because my parents weren’t successful…”   “Its not my fault, I was just along for the ride…”  ”He is successful because he was lucky…”  I cringe when I hear these statements because they mean that people have relinquished control to someone or something else.  It’s not your parents fault that you made your own choices.  You control your choices.

2. Identify your plan.  Identify your desired outcome from the very beginning.  Determine your definition of success.  Then identify the habits for success you need to implement.  From there, determine what you will give up in your life to make it happen.  Decide on a specific time daily you will implement your habits for success.   

3. Implement your plan.  Plans are great, but they mean nothing if not put into action.  Enact your plan exactly as outlined for a predetermined test period.  Do your habits for success.  There is no such thing as a perfect plan.  However, many plans are abandoned because of impatience.  Follow through for the predetermined test period before making any major adjustments.

4. Review/revise your progress.  At the end of the test period, review what is and is not working.  Look at why it is and is not working.  Many times the “what” is a symptom of the “why”, so look deeply for the why.  Once you hypothesize why the plan is and is not working, make changes that will test the hypothesis.

5. Continue doing what works.  With the revised plan, implement your habits for success.  Follow the plan for a test period and see wait for the results.  After the test period, go back to step 4.  Repeat the process as often as necessary, but continue to keep doing what works and improving what doesn’t.

These steps will help you implement your habits for success.  I have used them to implement a workout routine.  I changed my sleeping pattern using the steps.  I also added an extensive study routine to my life by following the habits for success implementation plan.

How you used this plan/approach in your life?  What were the results?  How did it positively or negatively effect you?  Please share your thoughts in the comments section below!

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In leadership, you have limited resources.  You have a limited supply of time, capital, and human resources.   Because you have limited resources, it is very important to effectively use your resources.  You should not pursue what you consider a less effective use of time, capital, or human resources.  It is important to identify what is and is not worth your limited resources.

Five Questions To Determine How To Use Limited Resources

Processes develop and change over time.  As a leader, look closely at your organization to identify how to most effectively use your limited resources.  The following five questions will help you identify what needs resources and what does not.

1. What is your core business?  You company probably has a core business.  Identify your core business.  Do you serve people or create widgets?  Then identify which processes support the core business and which ones do not.  If the process does not support the core business, determine if it is worth having.  With limited resources, identify the key processes that support the core business.  

2. Can this process be outsourced?  Which processes are need to be done in-house and which ones can be outsourced?  With today’s modern technology, it is easier than ever to outsource.  You can outsource warehousing, call centers, personal assistants, and many other processes.  If a current process can be outsourced, think carefully before keeping it in-house.  If the process can be outsourced, why not outsource it?

3. Is the process essential to the business?  Identify which processes need your limited resources for your business.  If a process cannot be outsourced, is it important to your business?  If the answer is “No,” then stop doing it.  If the answer is “Yes,” review the process in depth to see if any aspect can be eliminated or outsourced.

4. Does this use of limited resources create a competitive advantage?  If the process or activity does not create a competitive advantage, it is probably not worth doing.  If, however, the use of limited resources creates a competitive advantage stick to it and refine it.  Once you identify if the process creates a competitive advantage, you can either get rid of it or keep it.

5. Does this effectively use my resources?  What is most effective with the least resources?  It is easy to think that if you do a little of something and it works, then a lot will be even better.  This is not always the case.  If you over-produce anything, it can be bad.  Once you hit the margin of diminishing returns, you will do more with less results.

Leadership Done Right And Limited Resources

Recently, I reviewed the above questions against this website, Leadership Done Right.  My time, like the time of everyone else, is a limited resource.  I want to use it effectively to create great content for Leadership Done Right.

Over the last few months, I’ve written a new post for Leadership Done Right five days a  week.  I surveyed the readers on how many days people visit the site and how many new posts they like to see.  All the survey participants said that three times a week is most effective for them.  I am listening to those results and will begin posting three times a week instead of five.  This will free up time to create additional material to enhance your Leadership Done Right experience.

How have you do you determine how to use your limited resources?  Why is it important to you to use your limited resources effectively?  Please share your thoughts in the comments section below!

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In leadership, constructive feedback is extremely valuable.  Constructive feedback helps you know your strengths and weaknesses.  It also identifies areas for personal improvement so you can be more effective in your leadership.  Requesting constructive feedback from others also helps you to be more humble.

Request Constructive Feedback

I had a friend named Judy that rubbed people the wrong way.  She did it regularly and didn’t even realize it.  She thought, however, that she was great with people.  She spoke condescendingly to others.  Judy never asked for feedback from others on her behavior.  She was completely oblivious to how others perceived her.

After a time, Judy’s behavior frustrated others and she found out the hard way.  Jill, one of the employees that Judy worked with, quit her job to go back to school.  As Jill was leaving, she had an exit interview with HR.  She was asked what she liked and disliked about the department.  Jill had nothing but negative things to say about Judy.

After the interview, HR explained to Judy everything they heard from Jill.  This rocked Judy’s world.  She felt horrible.  Hearing the results even brought her to tears.  Afterwards, she felt angry and then humbled enough to change her behavior.

Lessons on Constructive Feedback

Judy received constructive feedback the hard way.  She hadn’t requested it and wasn’t ready for it.  Had Judy requested constructive feedback on her own, she wouldn’t have found out the hard way through HR.  What lessons can we learn?

1. Prepare yourself for constructive feedback.  Constructive feedback isn’t always easy to hear.  Sometimes it even hurts.  When requesting constructive feedback, be prepared to listen with an open mind.  Something in your behavior led the person to feel the way they feel.

2. Schedule the constructive feedback. When you request constructive feedback, set up an appointment with the person in advance.  This gives the person time to observe you and think about how your interactions with others.  They will then be able to give you constructive feedback that you can use to change your behavior.

3. Create the right setting for constructive feedback.  There are good and bad settings to ask for constructive feedback.  When you set up the appointment, schedule a place where you can be alone with the other person.  Make sure you won’t be interrupted or disturbed.  This will enable you and the other person to be more open in your conversation.

4. Set a time limit.  A time limit forces you and the other person to stay on topic.  It also helps you get a manageable amount of feedback you can take away and work on.  Without a time limit, the other person could  ramble about your positives or negatives making it difficult to know where to start your improvement.

5. Take notes.  By taking notes as you receive constructive feedback, you are able to stay more focused and objective.  In addition, after the meeting you can review your notes and identify what you can do to effectively use the feedback.

With constructive feedback in mind, I prepared a brief 10 question survey to see what you think of Leadership Done Right.  I want to improve the quality and frequency of posts to meet your needs.  I’d really appreciate it if you would take the time to fill out the survey.  I value your feedback and will make changes based on the results.  When you take the survey you are completely anonymous unless you choose not to be.

How do you ask for feedback?  What do you recommend as the best ways to request feedback?  Please share your thoughts in the comments section below!

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At some point or another, every leader has probably had the challenge of getting people to work hard.  This can be very challenging because each person has their own agenda.  As leaders, the goal is to get everyone to work hard as a team.  The following four steps can be used to get everyone to work hard and be on the same page before a project begins.

Keep Calm And Work Hard

Build Trust  It is very difficult to get anyone to do anything for you if they don’t trust you.  Before you can get anyone to work hard, you must build trust with them.  One of the quickest ways to build trust is to help them know that you sincerely care about them and their success.  You must show and have a genuine desire to help them succeed.  If you don’t have this desire on your own, know that if they succeed, it will make you look good as the leader.  Work hard to overcome your pride and selfish desires to develop trust with those you lead.  If you don’t overcome pride, it will lead to problems accomplishing the established goals.

Clarify the Big Picture Once you have built trust, the next step is to help them understand the big picture.  Let the people know what the big picture is and how they fit in.  By seeing the big picture, they will feel more important in their individual roles.  In addition to helping people work hard for you, creating a big picture understanding also helps you as a leader to clarify the your role in the project.  It establishes accountability amongst all team members.

Establish the Vision The big picture is “what” needs to be done overall, whereas, the vision is “why” it will be done in line with future goals.  Once the big picture has been clarified, help those you lead understand how their responsibilities are important to the vision and future of the company.  Your explanation will help them catch the vision.

Identify Project Success Benefits Once everyone understands their role, identify the long-term benefits of the project.  Whether it is a pay raise, bonus, promotion opportunity, greater job security, job satisfaction, or some other benefit, the team members will have a clear picture of what’s in it for them.  They will want to work hard when they see benefits at the end of the successful project.

Getting people to work hard can be a major challenge when not everyone is on the same page.  These steps will help you to get everyone to work hard and be on the same page.  These steps will help minimize the challenges and overcome obstacles, so that everyone will work hard and get the job done.

How have these steps helped you to get people to work hard?  Which step has been most effective for you?  Please share your thoughts in the comments section below!

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As a leader, learning to be fearless is invaluable.  The fearless leader is not afraid of what others think.  He doesn’t get paralyzed by fear.  The fearless leader thinks outside the box.  He fears nothing and changes when necessary for improvement.  The fearless leader doesn’t use or think about words like “challenge” or “problem,” but instead talks of “opportunities” and “blessings.”

The Fearless Culture

Several years ago, I was a missionary for my church.  During that time, I spent 12 hours a day teaching people about Jesus Christ.  I spent time walking up and down the streets and going door-to-door to find people to teach.  People regularly ignored me and/or reject me because of the message I shared.  Sometimes people even yelled  and were very rude.

In that environment, I was very fear or discouraged at first because of the rejection.  I didn’t like being rejected.  The leaders that I worked under, however, created a fearless culture.  Each week he taught us the importance of being fearless.  His goal was to change our mindset so we only thought about being fearless.

After learning from the leader weekly, I reached a point where I had become completely fearless.  I was no longer afraid to talk to people anywhere.  My mindset changed because I realized I could talk to everyone everywhere and the worst thing anyone could do was say they weren’t interested.

The Fearless Mindset

If you’ve spent much time around someone that is fearless, you’ve probably found they have a unique mindset.  They are not afraid of the future.  They are not afraid of failure.  They are not afraid of the outcomes of their actions.  A fearless person looks at life and choices differently than most people.

That fearless mindset allows them to make choices with a big picture view.  The outlook on the here and now is different because each experience is a learning opportunity.  Failure is not horrible, instead it is a great teacher.

Become Fearless

It is very challenging to learn to be fearless quickly.  The following steps will help you ease into the fearless mindset.

1. Identify your biggest fears.  What scares you?  What keeps you up at night?  Are you afraid to talk to your boss?  Stand up in front of people?  Or, tell people what to do?  Once you identify your fear, you can work to overcome it.

2. Why are you afraid?  Once you have identified your fear, identify why it is a fear.  Are you afraid of the potential outcomes of an action?  Are you risk averse?  Is there a lot riding on the decision or action?  Be sure to get to the root of why you are afraid.

3. Identify the worst outcome.  After you pinpoint your fears, identify the worst possible outcome if your fear became a reality.  Would it be a life altering experience?  Would you or your family suffer as a result?  On a scale of 1 (little to no effect) to 10 (your life fell apart) determine how significant of an effect the outcome would have on you.  In most cases, the result isn’t be as bad as you first thought.

4. Practice getting out of your comfort zone.  Make a concerted effort to get out of your comfort zone.  Intentionally doing something silly in a public place.  In Tim Ferriss’s book The 4-Hour Workweek, he encouraged people to lay on the ground for 30 seconds in public place.  Wave to people you don’t know.  Smile and wink at someone you’ve never met.  Or, do something you wouldn’t normally do.  As you do things outside your comfort zone, you progress towards eliminating your fears and becoming fearless.

5. Address your fears head on.  Put yourself in situations where you can address your fears.  For example, I used to be terrified of public speaking.  To address my fear, I joined a public speaking group where I had to speak in public.  I overcame my fear once I realized people were understanding and patient.  Also, address the fear by learning about it.  If the fear is an event, prepare and train yourself for that event.

Fears can be paralyzing.  As you take the steps outlined above, however, you will be on your way to becoming fearless.  When you become a fearless leader you will enjoy great benefits as a result.  What is a fearless leader like to you?  What steps have you taken to become more fearless?  How has the fearless approach changed your life?  Please share your thoughts in the comments section below!

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In leadership, the principle of faith is understated and underemphasized.   Faith allows you to accomplish great things.  You can make miracles happen in your leadership with just a small amount of faith.  Dan Black, at Dan Black on Leadership, said regarding faith that, “The start of any good vision is rooted with faith.”

There are many leaders that start out with a dream.  They imagine or picture something in their minds that they want.  Some of them even have a strong desire to obtain it.  Is that desire or want enough?  No, they need the power of faith to realize their dream.  That desire alone is not enough to accomplish anything.  Without faith, many leaders fail to realize their dreams.  They start working towards their dreams, but they fail to follow through  enough to achieve their dream.  They let it stay dormant within themselves and don’t do anything about it.  There are, however, leaders that become great by making their dreams a reality.

There is no obstacle to too great , no challenge too difficult, if we have faith. ~ Gordon B. Hinckley

The Power of Faith Realized

So what is the difference between the leader that has a desire and does nothing about it and the leader that makes their dreams a reality?  The difference is faith.  The dictionary defines faith as, “Faith is to hope for things which are not seen, but are true.  Faith is a principle of action and of power.  All true faith must be based upon correct knowledge or it cannot produce the desired results.”  The leaders that are successful obtain their success because they have a great amount of faith.  They have faith in themselves.  They also have faith in their coworkers, employees, and leaders.  Most importantly, many great leaders have faith in God.

Faith is the driving force that makes the great leaders great.  They not only believe in their dreams, but they work hard to obtain them.  Their hard work is based on the fact that they know that if they work hard enough, they will obtain their dreams.  Ultimately, the great leaders have no doubt that they will reach their desired result.  They have a clear vision of the outcome, and in their mind it is not a matter of if, but when it will happen.

Examples of Faith

Some examples of great leaders with faith are Bill Gates, Steve Jobs, and Michael Dell.  These leaders had a huge amount of faith to live out their dream.  Each of them had a dream that started out as something very small.  They each saw their dream as a reality just waiting to be realized.  They did not sit around and wait for their dream to happen on its own because they understood the principle of faith.  They actively worked to make their dream a reality.

Michael Dell, for example, saw himself making personal computers for consumers in such a way that he would change the world.  He pursued his dream as a college student in his dorm.  After a short time making the computers in his dorm room, he realized he needed to do more.  He dropped out of school to dedicate his whole life to computers.  From there he continued to work hard until his dream became the reality of what Dell computers are today.

Bill Gates and Steve Jobs also had similar situations where they used their faith to put belief into action.  There are also many other historical figures that used their faith to put their belief into action.  Faith is very powerful.

What have you seen happen through the power of faith?  How has faith played a role in your life?  Please share your thoughts in the comments section below!