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10 Excuses Made by Ineffective Bosses

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Do you have excuses — or more likely “reasons” — for not being a better leader?

See if you recognize any of these:

1. “i’m under tremendous pressure”

Of course you are. Every boss is stuck in between the “rock,” employees, and customers, vendors, investors, etc, the “hard place.”If demands seem overwhelming and pull you too far away from your team, get your employees more involved in your projects and responsibilities.They’ll be glad to help, especially if they gain skills and exposure in the process.

2. “I don’t get paid enough to deal with this”

You’re right. Great leaders are chronically under-compensated and under-appreciated, and that will probably never change.But great employers see the satisfaction they gain from praising, developing, mentoring, and helping employees reach their goals as a part of their total package.If you don’t see it that way, rethink whether you want to lead people; otherwise you’ll always be unsatisfied.

3. “my employees work better when i leave them alone”

​If that’s true, it means you’re the problem.Great employees don’t need (or want) to be told what to do, but they do need to hear they do a great job — it will help them learn about new directions or strategies. Everyone likes some amount of attention.Just make sure the attention you give makes a positive impact.

4. “this process was created by someone who doesn’t have to implement it”

​Often true. For example, many human resources specialists have never worked in a shop-floor leadership role, but that doesn’t mean certain initiatives are not worthwhile.You may not like creating development plans, but don’t just go through the motions. Work hard to make sure your plans actually develop your employees. And if you don’t like a policy or guideline, don’t ignore it; work to make it better.It’s every boss’s responsibility to make sure company policies protect and promote employee interests to the greatest extent possible.

5. “I can’t deal with all the politics”

Company politics can be a factor even for a business owner.If the culture is bad, fix it. If politics keep people from doing their jobs or performing as well as they could, fix those issues.Your job is taking care of any problems that make it hard for your employees to do their best.So do your job.

6. “If she gets too much credit, i’ll look bad”

Don’t be afraid your employees might outshine you. Your goal is to have employees outshine you.Great leaders surround themselves with outstanding talent. That’s how they become great leaders.  The better your team, and the individuals that make up your team, the better you look.

7. “I shouldn’t need to praise people for doing their jobs”

​Yes, you should. Praising employees is the courteous thing to do and, from a performance point of view, praise reinforces positive behaviors and makes it much more likely those behaviors will occur in the future.By all means, expect your employees to do their jobs, but praise them when they do — because that’s your job.

8. “well, that’s how i was trained”

Do you train employees by tossing them into the fire simply because that’s how you were once treated? Whenever you feel something was “good enough for me,” realize that it isn’t good enough for your employees.Determine the best way to train and develop employees and then make it happen. Any bad experiences you had should shape a more positive approach, not serve as a blueprint.

9. “i need to spend some time with employees… so hey, i’ll go talk to mike”

​You need to get to know employees on a personal level, but do you typically gravitate toward the employees with whom you share common interests?Every employee deserves your attention and respect. Take an interest. Ask questions. Find a common interest — even if that common interest is simply trying to help them reach their own career and personal goals.When you make a sincere effort, they’ll make it easy for you. People naturally appreciate people who are interested in them.

10. “why waste my time? i know he doesn’t like me”

Few things are more awkward than working with, or even just talking to, employees who you feel don’t like you.Reach out and clear the air. Say, “Mike, I don’t feel our working relationship is as positive as it could be …I really want to make it better.”Then let Mike vent. Sure, you may not like hearing what he says, but once you do, you’ll know how to make the situation better.

Act Like a Child!

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Be like children, and remember there are four ways to be more like a child no matter how old you get…

1. Curiosity Be curious; embrace childish curiosity. What will kids do if they want to know something bad enough? You’re right. They will bug you. Kids can ask a million questions. You think they’re through, then they’ve got another million. They will keep plaguing you. They can drive you right to the brink. Kids use their curiosity to learn. Have you ever noticed that while adults are stepping on ants, children are studying them? A child’s curiosity is what helps them to reach, learn and grow.

2. Excitement Learn to get excited like a child. There is nothing that has more magic than childish excitement. So excited that you hate to go to bed at night… that you can’t wait to get up in the morning… that you’re about to explode. How can anyone resist that kind of childish magic? Now, once in a while I meet someone who says, “Well, I’m a little too mature for all that childish excitement.” Isn’t that pitiful? You’ve got to weep for these kinds of people. All I’ve got to say is, “If you’re too old to get excited, you’re old.” Don’t get that old.

3. Faith Faith is childish. How else would you describe it? Some people say, “Let’s be adult about it.” Oh, no. No. Adults too often have a tendency to be overly skeptical. Some adults even have a tendency to be cynical. Adults say, “Yeah. I’ve heard that old positive line before. It will be a long day in June before I fall for that positive line. You’ve got to prove to me it’s any good.” See, that’s adult, but kids aren’t that way. Kids think you can get anything. They are really funny. You tell them, “We’re going to have three swimming pools.” And they say, “Yeah. Three. One each. Stay out of my swimming pool.” See, they start dividing them up right away, but adults are not like that. Adults say, “Three swimming pools? You’re out of your mind. Most people don’t even have one swimming pool. You’ll be lucky to get a tub in the backyard.” You notice the difference? No wonder the master teacher said, “Unless you can become like little children, your chances, they’re skinny.”

4. Trust Trust is a childish virtue, but it has great merit. Have you heard the expression “Sleep like a baby”? That’s it. Childish trust. After you’ve gotten an A+ for the day, leave it in somebody else’s hands. Curiosity, excitement, faith and trust. That is a powerful combination to bring (back) into our lives. During his lifetime, Jim Rohn heard from thousands of people who credited their success to his simple principles and life strategies that expanded their imagination of what is possible.

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How To Ask Questions

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I’ve always been inquisitive, which has won me friends, who’ve been flattered by my interest, and annoyed others, who found it invasive. I’ve been working to figure out how to ask better questions, questions for which I’ll get interesting, surprising answers. Answers which teach me something, advance a story, reveal someone’s interests, or simply help me get to know someone better.I try to learn every day how to ask better questions and here are few things I have learnt.

inquire, don’t interrogate

​The same question can sound like an attack or an invitation – it’s all about tone. And I am shocked by how much of a difference a smile makes when asking a question you know someone doesn’t want to answer.

don’t underestimate the power of surprise

Ask a question that’s out of left field. People are often so surprised, they’ll answer frankly and honestly, before they have a chance to think to go with the prepared babble that’s oh-so predictable and dull.

*really* listen

If I get through a list of questions I’ve prepared, it’s a sure sign that I’m not paying enough attention. What’s infinitely better is reacting specifically to what’s being said.

don’t “ask” with a statement – just get to the point already

​Everyone has been at those Q&A sessions where someone inevitably stands up and “asks” a long, rambling question designed to demonstrate his own knowledge rather than seek to gain knowledge from the expert. It’s a waste of everyone’s time. An incisive question can itself imply the knowledge – if you’ve done your homework, it’ll be obvious, you don’t need to spell it out.

ask both the questions people are eager to answer, and those they’re absolutely not

I love to hear people talk about the stuff they’re most excited about – their eyes light up, they gesticulate and lean in. On the other end of the spectrum, don’t be dissuaded from asking about stuff people don’t want to discuss. Even if you know they won’t answer it, it’s worth trying. If I don’t get an answer, I’ll just keep trying by asking smaller pieces of the same question.

break up big questions into little bites

If you ask big, sweeping questions, you may get long, rambling answers, break it into something more manageable, A bunch of specific questions might be useful to help people build with concrete answers before they get to a big question.

Too Much Talk, Not Enough Observation!

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We spend most of our days just getting things done but how about sitting back calmly for a short 30 minutes and observe your staff or clients. I was once told a story by a very successful man who told one of his managers that he did not pay her to work but paid her to observe work and adjust it accordingly. There is a wise message to be taken from that.

Since my earliest days of personal development study, my mantra has always “learn something new every day.” More easily defined, I pay attention to everything and everyone.There are very few brand-new ideas. When I get one, if it’s an offshoot of someone else, the first thing I do is acknowledge my source. Makes me feel better, and makes my source a resource, not a copyright infringement.My power of observation has also paid MAJOR DIVIDENDS in sales. Using it on the sales call has often led to the right question, the right dialogue, uncovering my prospects buying motives, and big sales. I walk in ultra-prepared, and don’t have to worry about what I’m going to be asked or what I’m going to say. Rather, I can focus on what’s going on around me. I’m observing my prospect, his office, his desk, his way of dressing, his language, and everything about him that my relaxed state allows me to look at and learn.I find most people to be somewhere between wrapped up in their own world and oblivious. Okay, so HOW do you observe, HOW do you pay attention, and HOW do you learn?HERE’S THE SECRET: It’s not just observing or paying attention. You must “combine” your abilities as you see things to get the maximum understanding:• Combine observing and thinking.• Combine observing and understanding.• Combine observing and asking questions.• Combine observing and coming to some conclusion, idea, or AHA!• Combine observing and comparing to what you already know to be true.• Combine observing with being open, positive, and eager to learn.I refer to it as self-collaboration.It’s what you see – compared or combined with what you already know. Paying attention and observing costs zero, but it’s worth a fortune. It can be your fortune, too. Paying attention and observing has given me the biggest opportunity for new knowledge and new information.It can be YOUR biggest opportunity, too, if you decide to harness the asset you already possess.

Turn Your Next Chat Into A Sale!

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7 Keys to a Flawless Conversation

How to start, continue and end a conversation

The ability to hold a natural conversation is one of the keys to success. Knowing when to initiate a discussion, keeping it interesting by asking effective questions, sharing your own stories and ending dialogue with kindness is an art.

So, are you a smooth talker? Learn how to create connections in conversations by following these seven steps:
 

  1. Exude confidence. When you’re comfortable in your own skin, you make others comfortable. If you take the attitude that you bring something to the table, you will see that attitude reflected in others. Remember: Enthusiasm is infectious.
     
  2. Show up with something to say. Always be on the lookout for material. Although it may sound contrived, I read The Wall Street Journal looking for interesting, timely information that I can share at my next get-together: a party, association meeting or business affair. Think about keeping a file that you can review before your next event.

     

  3. Begin with a question. Besides showing interest in someone, one simplequestion can start an entire conversation. Asking something a bit unusual sets you apart from the crowd. Rather than, “What do you do?” ask, “How do you enjoy spending your weekends?”
     
  4. Find common ground. The surest way to build rapport is to find something you have in common and build on that interest. Don’t shy away from topics that have nothing to do with business. They often create the perfect connection.

     

  5. Focus on others. Putting your energy and interest in another person marks you as a great conversationalist. The art of conversation is “not tennis, in which you return the other fellow’s serve, but golf, in which you go on hitting your own ball.” Keep that back and forth volley going with conversation.
     
  6. Be inclusive. Excluding others in the group is a conversation killer. Make eye contact with everyone in the group, not just the person who asked you a direct question.

     

7. Close a conversation with class. When a conversation naturally lulls, take advantage and say, “It’s been a pleasure talking with you. I hope our paths cross again soon.” Before leaving, be sure to thank the hosts.  And be nice to the PA or receptionist – they are sometimes asked for their opinion and if they like you then you may have a better chance.


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Back to Basics – Take a Breath and Try It!

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Companies increasingly face the challenge of finding enough experienced recruits for departing managers and new executive positions.

It’s a challenge that also presents an opportunity for young managers looking for a big step up in their careers.Some participants are under 30. We often give them extremely challenging assignments that take them well outside their comfort zones. They may have to manage staff, most of whom are older than they are.

Here are the most valuable lessons I have learned about being a manager:

establish trust

​Your first task is to establish bonds and trust with your team. Get out of your office and “walk the floor” to get to know all the core members of your team. Spend time with each member of management and ask them to identify the main problems they are struggling to solve and the main opportunities they see.

break down barriers

I’ve always been a big believer in the power of diversity. As you walk the floor, identify people with the ability to get the job done, regardless of their background or education. Usually the best ideas come from the factory floor. Solicit advice from a broad array of backgrounds. If you do this, your plan will apply to a wider number of people – and you are more likely to succeed.

be confident, yet humble

It’s easy to feel overwhelmed, but your superiors trust you, so trust in yourself. Don’t let self-doubt cloud your thinking. At the same time, never be cocky. Show employees your willingness to learn what you don’t know: Ask lots of questions. Learn all you can about what they do and why. Solicit and listen to feedback – particularly negative feedback. Turn to mentors (previous bosses, colleagues, professors, relatives) when you are stuck on a problem. A “mentor” might be someone you barely know or someone you haven’t talked to in years; you may be pleasantly surprised by the number of people willing to help if you simply ask.

Be demanding of yourself: Others are more willing to follow your direction if you show your willingness to work hard, to dive into a problem, to be open to new ideas. Show you care. Show that your own success is tied to the success of the entire team. Successful management is about creating a model for others. You will not accomplish anything if you do not inspire and motivate your team. Demand more of yourself than of your workers.

listen and communicate

Young managers often think they should talk a lot; in fact, they need to listen. Communication is a two-way street. Particularly in your first few weeks and months, take plenty of time to listen. Then develop a comprehensive plan. The plan should be difficult – but not impossible. The plan should establish one or two key priorities, with specific, quantifiable targets. Communicate these priorities and targets relentlessly and in multiple formats (face to face, in formal presentations, in casual meetings, in company videos).

deliver!

Your ability to exceed expectations is the most important element of all. Even if you perfect all of the above elements, you will still fail if you don’t deliver results. In the end, this is what management is all about: accomplishing your specific mission. Discipline yourself to focus on performance and avoid distractions.

Do You Have What It Takes To Make It?

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Last year business in Ireland was up 5%. Was your business up 5%? The following are basic tips on how to get your business moving and improving.

1. Send some handwritten cards to clients.Thank them, inspire them, give them some free business ideas or tips. Your clients will remember how much they like you and may hire you for something new.2. Write an actual business plan.Be honest; you never did one, and that’s okay. Just do it now3. Take an online class, or attend a small business seminar in your city.

4. Round up some testimonials or post testimonials from your favourite clients.  Send out a nice email asking for reviews.5. Revamp your website.

6. Check in on past clientsThey may want to hire you for a new project, and they’ll definitely be grateful you care enough to check in on them and answer any questions they may have.7. Create a marketing plan.

8. Plan out your next post; try a style of post you’ve never written before.

9. Identify three areas of life/business where you can start saving money.Find a less expensive phone plan? Look for better car insurance rates? Or, perhaps … get ready for this one … live without takeaway lunch for a month and make it at home.10. Buy yourself or a client an inexpensive small business gift. Great for encouragement and inspiration.11. Get new business cards.12. Get yourself a good book on business, social media, etc.

13. Make a financial plan to save for that next item (camera, laptop, software) you need for your business.It still surprises me what we’re capable of financially if we stop eating out, give up a little entertainment, and find other places to save14. Host a give-away for your business and promote it.Maybe it’s a free consultation, or a small product or service you offer.15. Do something creative (that’s not directly related to your business) to get your creative juices flowing.Paint, write a short story, cook an awesome meal, etc.

How much of your time and money did the staff waste yesterday?

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The easiest thing any manager can do is blame their employees for wasting time at work through poor time management that results in quality slips and missed deadlines. This translates into poor customer service, strained internal relationships and ultimately, loss of business.
Where Does the Time Go?

  • 64% (in 2012) to 70% (in 2013) of survey respondents admitted wasting time at work on a daily basis. Time wasted ranged from 30 minutes to several hours each day.
  • Top time-wasting activities were: 43% talking with co-workers, 34% online activities and 4% each on texting and personal calls.
  • The most significant reasons given by workers for why they waste time were: 35% were not challenged enough, 32% felt that there was no incentive to work harder, 30% got no satisfaction from what they do, and 23% were just downright bored.

Sometimes Why Employees Waste Time Is Obvious

  • Inefficient co-workers: 17%
  • Other co-workers: 17%
  • Office politics: 13%
  • Busy work: 13%
  • Other: 11%
  • And finally, My Boss: 8%

Blaming your employees may be the easiest way to explain the time wasting. But, you need to ask yourself, what are you doing (or not doing) that is allowing or encouraging them to waste time? The answers and solutions may exist right under your nose. Here are 5 possibilities.
Minimizing Time Wasting Starts with Leadership
If the leader is not effective, the team will not perform well on a consistent basis. If the leader doesn’t set expectations for the team to achieve, then the team will set their own and do what they want – including wasting as much time as they can.
Most people will only do what they are asked to do.
In the Beginning: Heading Off Time Wasting at Work
The solution to the wasting time challenge actually starts at the time of. Leaders must have a clear and specific vision, along with a definitive description of the jobs needed and the type of people to fill those jobs to have a productive team.
Team Members Need Clear Expectations
Once employees are hired, make sure that each of your team members knows specifically what they are supposed to do and how and when they are supposed to do it. Most importantly, each team member must understand why they do what they do. They need to know how what they do fits into the vision you are creating.
Set, Communicate, and Measure Performance Expectations
The leader needs to recognize how to set and communicate realistic performance expectations for what needs to be done. Once set and communicated, the leader must follow through and hold the team accountable for meeting those expectations. Expectations allow you to measure results. If you can’t measure the results, then you cannot manage the process to achieve the desired results. In the absence of expectations or any effort to hold people accountable for meeting them, the team will set their own expectations and meet only the ones that they set for themselves. If employees know that their performance is being measured objectively, consistently and in a constructive way, they are less likely to wander off and waste time.
It’s Never about Time Management
Like I mentioned at the very beginning, the solution to combat employees wasting time at work starts with you, the leader, and both the expectations and accountabilities you establish. Let’s be clear, the solution has nothing to do with time management because you can’t manage time – it just keeps moving on. What you can manage is you, and how you use the available time you have at work

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