180 Business Coaching and Consulting, Blog

How To Get Your Business Moving

office-pen-calculator-computation-163032If you are struggling to build your business, remember this: Customers do not come to you, you have to go to them. You can have the best logo, the best product or service, the best business plan, etc., but if you do not go out and engage with prospective customers, you will become stuck at low growth. In the movie Field of Dreams, the main character played by Kevin Costner was told “Build it, and they will come.” For your business, that slogan will not work. A better slogan would be “Build it, go find customers, and they will come.” If you are having trouble growing your revenue stream, just know that you are not alone. Many small business owners struggle in this area.

There are solutions, however, and they have to do with making yourself available to more people.If you are struggling to build your business, remember this: Customers do not come to you, you have to go to them. You can have the best logo, the best product or service, the best business plan, etc., but if you do not go out and engage with prospective customers, you will become stuck at low growth. In the movie Field of Dreams, the main character played by Kevin Costner was told “Build it, and they will come.” For your business, that slogan will not work. A better slogan would be “Build it, go find customers, and they will come.” If you are having trouble growing your revenue stream, just know that you are not alone. Many small business owners struggle in this area.

There are solutions, however, and they have to do with making yourself available to more people.
A solution to growth is the three C’s to business movement. They are:

1. Conversations

2. Commitments

3. Creating Value

You simply must have more conversations with more people, for many more hours and days than you currently are doing. The more opportunities you create to get yourself in front of people to speak about your business, the more likely you will be to get new customers. This seems like a no-brainer, but many business owners assume people will find them on their own. You can develop your conversation pipeline by offering to speak to groups and associations, getting referrals from people you know, joining networking groups, and much much more.Once you have built your conversation pipeline, begin to ask for commitments to buy or try your product or service. The most basic rule of sales is and always will be, Ask For The Order!Now that you have some customers, create value that keeps bringing them back for more. Find a way to provide a unique value proposition that no one else is offering. When you do that, your customers will begin to refer other customers to you. So, if you are stuck and not growing, try creating more conversations with prospects, ask for more commitments to buy, and fashion a fantastic value to all of your new customers. Watch your business grow as a result of these activities.

180 Business Coaching and Consulting, Blog

The 7 Traits Common to Great Leaders

leadership
If you desire to be a great leader, learn from the best leaders by reading and studying how they lead.Why try to create a new model of leadership, when you can model yourself from the best? Thousands of leadership books have been written and studied, and some common traits emerge. Develop these traits within yourself, and you will become the leader you desire to become.

Below are 7 traits that are common to great leaders, in no particular order of importance.

1. Servant’s heart – Successful leaders serve others well. They operate not from a top-down pyramid point of view, but from a bottom-up perspective. They are intentional about serving the needs of their team and place much less emphasis on their own needs and desires.

2. Action-oriented – Great leaders despise complacency, hesitation, paralysis by analysis, and passivity. They demand action in themselves, and expect it in others. They plan their work and work their plan, every day of every week.

3. Inspirational – You cannot lead effectively without the ability to inspire others to achieve great things and get fantastic results. Inspirational leaders inspire through vision-casting, story-telling, and providing loads of encouragement.

4. Strategic – Great leaders develop and implement effective strategies to accomplish the company vision and goals. They are much more strategic than tactical. The strategy drives them, and they are relentless in their focus on strategy.

5. Results-driven –  Positive results matter to effective leaders. Achieving positive results in profits, people, and performance drive the successful leader.

6. Effective communicators –  If you cannot communicate effectively, you cannot lead. Great leaders speak early and often about vision, goals, performance, and problem-solving. More than anything, however, they are great listeners. They keep their ear to the ground, so to speak, to always know what is going on in the organization.

7. Team builders – Great leaders spend huge amounts of their time building effective teams that can carry the company vision to fruition. Great results come from great people.

Leaders build great teams by coaching, mentoring, teaching, training, and recruiting.If you desire to be a great leader, examine your leadership abilities and compare them with this list to see how you stack up. Recognize that these traits can be learned and incorporated into your daily leadership life.

180 Business Coaching and Consulting

Overcoming TMS – Turnover Madness Syndrome

TurnoverExcessive turnover is like a deadly disease to organizations. It is costly, disruptive, and devastating to employee morale. If your company has a serious turnover problem, you may not recognize it because the problem has been going on for so long that it appears normal. Or, you may not know the reasons behind the turnover and ways to correct it. According to recent data from the U.S. Bureau of Labor Statistics, turnover can cost a company 33 percent of an employee’s total compensation. Beyond the negative financial impact, organizations are hampered by low morale and organizational instability when they see people fleeing out the front door on a regular basis.
Some turnover is good. Some turnover is inevitable. Some turnover is necessary. However, turnover caused by poor leadership, bad management, bad systems and structures, or negative work environments is damaging to the organization both short and long term. According to Pat Lencioni in his great book titled “The Three Signs of a Miserable Job”, most job misery that leads to turnover is caused by three things: anonymity, irrelevance, and immeasurement. Employees feel invisible to a company when management does not take a genuine interest in them. Employees feel irrelevant when what they do does not matter to anyone. Employees also feel like they don’t matter because managers do not give the employee a clear means of assessing his or her progress or success on the job.

Keywords: Business consulting, employee management, job misery, job satisfaction, Austin business coaching, Turnover in companies, employee relations

 

180 Business Coaching and Consulting, Blog

Coaching  – The Missing Management Tool

You cannot lead unless you can coach.

– Christian Simpson

The truth is most leaders and managers do not coach their teams. Many do not know what business coaching is because the concept of coaching has been ruined, particularly from the world of sports. Sports coaches take their players at the beginning of the season and start from scratch with training, assuming that their players do not know anything. It is called the empty vessel approach to coaching. John Wooden, the famous UCLA basketball coach, would start every season by introducing his entire team to the basketball. His training was that basic. While effective, his coaching is representative of most sports coaches – it is a one way model to teach specific skills and steps. In business, your new employees do not come to you as empty vessels.  They possess a range of values, abilities, and skills. Once your employees are trained on systems, procedures, and policies, true business coaching is what will add value to them.

Another reason coaching is not understood or used in business settings very often is that people confuse coaching with teaching, mentoring or counseling. In coaching, the coach draws answers from the employee. In teaching, the trainer simply provides information. In coaching, the coach shares his experience only when necessary. In mentoring, you share your experiences, opinions, and solutions with the employee. In coaching, the coach is proactive and works on future growth and results. In counseling, the therapist usually works on past issues to resolve present conflicts.

An effective coaching program will create an alliance between the manager/coach and the employee where both are active equal participants in reaching positive results for the employee. A successful coaching program will include these basics:

  •  Effective questioning
  • Active listening
  • Learning followed by action
  • Self-discovery by  the employee
  • Greater awareness of  greater possibilities for the employee
  • Better clarity for the employee
  • Improved responsibility, decision-making, and choices by the employee

At the heart of coaching is the critical and effective use of questioning and asking questions. Every great designer, inventor, change-agent, or innovator used questioning to solve problems, create new products or services, or move forward in their career and their life. Coaches ask questions because it draws out the best in the employee. Coaching and questioning go hand in hand. Implement coaching in your company as a part of the training and development of your people. Coaching can be another effective way to create bonds between the manager and the employee, demonstrate a desire to help your employee succeed, and reduce turnover by keeping your employees learning and growing.

 

 

 

 

180 Business Coaching and Consulting

Hire for Character, Train For Skills

Whether someone is the “right person” has more to do with character traits and innate capabilities than with specific knowledge, background, or skills.- Jim Collins

One of the biggest mistakes managers make is hiring based on a resume. Yet this has been a common and required practice in every organization for many years. An over-reliance on a resume filled with facts and figures about their experience and skills heads the manager down the wrong road – what can this person do based on what they have done. Missing is any mention of who they are – what values, character and beliefs they hold. Hiring for the who is always a priority over hiring the what, yet corporate America does the opposite ad nauseum. Let’s get real clarity on this point.

Exclusive use of a resume to make a hiring decision is flawed for many reasons including:

o You are not getting the truth – most resumes are filled with lies and distortion

o You learn what they have done, but not what they are made of

o Resumes cannot be validated much of the time

o Resumes look to the past, not to the future

o Resumes cannot measure potential

Once you have determined that your candidate has the character, values and determination you need for your team, then and only then use the resume to fill in your investigation into skill levels and built-in abilities.