Work Your Way into Better Habits for 2014

Work habits

 

 

 

 

It’s a new year – which means you’re probably contemplating resolutions for personal improvement and ways you can break bad habits. Because most positions often require an attention to detail, better habits can improve productivity and make it easier to focus on the task at hand. By taking small steps, you can break bad habits and replace them with productive behaviors.

Before you can change bad habits into good habits, you must identify the things that have prevented you from making progress in the past. At work, many professionals find a myriad of excuses to avoid making progress on personal development goals. Many people are held back by fear—that you might not succeed, that your goals will prevent you from getting your work done, or that you don’t have the resources to accomplish a personal improvement goal. Other roadblocks are related to the perceived hassle or stress of creating a new habit. Once you identify the things that hold you back from making progress, you can find ways around them.

Personal improvement can often feel like an uphill battle. One of the most important things to do when creating a positive habit at work is to start small. When you take on a large goal all at once, you create a high risk of failure. Instead, start with a large goal and break it down into smaller components. According to a recent Forbes article, a specific, organized plan with carefully delineated steps can make it easier to stick to your goals.

If you want to adopt more efficient filing habits, for example, start by identifying the things you want to change about your current system. Pick one item and focus on changing it for a full week. You might create a different naming convention and practice it for a week. The next week, you could work on renaming directories, and the next week, you might move files into more logical folders. The same process works for any habit; by focusing on small changes, the overall personal improvement process feels less daunting and overwhelming.

Chances are, in your quest for personal improvement, you will come across challenges. A big project at work can make it easy to lose focus on a goal. A stressful week might lead you to fall back into old habits, and a demanding boss can make it difficult to accomplish your small milestones. To reduce the impact on your personal development plan, make a list of potential challenges. For each item, create a plan that will enable you to accomplish your work without stalling your progress. In doing so, you can reinforce the positive habit.

Whether you are trying to revamp your professional image or finding ways to do your job more efficiently, better habits can increase your chances of success. By building positive, productive habits, you can make light work of the personal improvement process.

Why Providing Critical Feedback Can Be A Gift

Feedback

 

 

Rarely are managers, in any field, well prepared to deal with employees who need corrective input. In fact, we’ve heard all too often how the whole idea of being critical strikes a note of “being mean,” “acting arrogant,” or “hurting someone’s feelings.”

And yes, being critical can be all of those things when misunderstood or delivered without support, care, and kindness.

But when you understand that life well lived is a journey of growth and expansion, then there have to be teachers along the way to provide helpful input. When left to only our own devices, our own perspectives, our own experiences, we can only replicate what we already know. And that’s what causes people to be stuck in a rut, unable to take their work life forward in a manner that is continually challenging and transformative.

So, if you are a manager, a supervisor, in any way someone who has the responsibility and opportunity to help other employees improve, please see your role as a gift.

Magic Words

When you can touch another person’s potential—beyond what they currently understand about themselves— you have the opportunity to provide the gift of a larger vision of who they are, of how they can conduct their work life, even perhaps a larger sense of their true identity.

While that may be beyond the scope of your work as a manager, it is not outside the scope of touching someone’s life and career.

Sometimes people have to have their hearts broken open in order to receive new value about who they are, what they are truly capable of, and how they are viewed by others. And while this can be painful, even very painful on occasion, it is an essential element for professional and personal growth.

That’s why your words of critical feedback and reality messages about the need to improve can be Magic Words, providing the inspiration for your recipient to look beyond what they already know and embrace and actualize what you are suggesting is needed for their improvement.

Steer In Another Direction

You may have someone on your team or in your company who needs a frank and honest wake-up call, explaining how they are not a good fit for the company. When you lay out the specifics with care and respect, hopefully the individual can understand that they would be better off if they moved on rather than feel frustrated and continue to receive less than sterling performance ratings.

Sometimes you can steer the individual in a new direction within the company, but be prepared for this to be met with hurt feelings, skepticism, or flat out refusal. In either case, remember that your honest attempt to help has still been a wake-up call about reality. And that, in the long run, will be a gift whether or not the recipient can accept it as such.

Support, Support, Support

Even if you have to use fairly extreme criticism, putting someone on probation or on a PIP (performance improvement program), as long as you do so from a position of support for that individual’s well being, you are still providing the gift of reality.

Too often, people who end up in trouble on the job do so because they are caught up in unrealistic ideas about their talent and ability, their role in the company, or on the other hand fears of putting forth their true expertise. Either way, when you can present them with reality, providing examples of their behavioral problems and limitations, you provide a mirror of reality.

The primary gift of critical feedback, when delivered with respect, including specific examples the recipient can relate to, and ideas for concrete improvement is the advancement of the recipient’s grounding in reality. Yes, there’s that “reality” word again. Because the delivery of critical feedback needs to always provide support for the individual being more fully grounded in reality. That is the most solid basis for their choices going forward.

How To Make The Most From A Performance Review

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All too often Performance Reviews are experienced as an unavoidable and rather meaningless exercise. The manager is unskilled at speaking the truth, whether praise or criticism. The recipient is unskilled at asking for more. Both people may be very well intentioned but the time spent seems perfunctory rather than empowering.

So, here’s a list of questions you can pick and choose from to advance the usefulness of your own Performance Reviews when you are the recipient. And you can think through your answers ahead of time when you are the manager and have to provide reviews for your team members.

They are in no particular order and some of them will not apply to your particular circumstance.

* What is your criteria for the evaluation you’ve made of my performance?

* What preparations have you gone through to rate me and give me feedback?

* Please describe in detail what I can do in the short term to improve.

* What will it take for me to be considered for a promotion, or a raise, or a bonus?

* Can I get a coach, or a mentor? And if so, what is the process?

* Are you open to feedback on what more I’d like from you going forward?

* I’d like to mentor someone, would that be appropriate?

* What are the top 3 priorities for the most important long term improvements I can make to enhance my career?

* In what ways am I a good fit for this company’s culture? Where do I not fit in quite so well?

* Please describe how you see my performance: with my team, in meetings, handling my successes and my limitations.

* Please describe how you see my talents and abilities.

* How can I best advance my career in the company, and beyond the company?

* What does this company most need from me at this time?

* How is my performance score calibrated?

* What impact have I had on my team, the organization, and the company?

* Where do you see me on the promotion ladder?

* What are my weaknesses and what can I do to grow stronger in those areas?

* How do I best represent the organization to the rest of the company?

* What do I need to do to expand my scope of responsibility?

* How do you feel about my taking the initiative to open up this discussion with you?

As you can see, some of these questions won’t apply in every instance. And in many cases you’ll want to change the language to fit the terms used in your company.

But, the key here is to take charge of your career and by getting the most from your performance reviews you let your manager know how serious you are about it. –Judith Sherven, PhD

 

Don’t Lose Your Year-End Bonus! Maximize It By Becoming An Intrapreneur

MoneyHere is some little-known information, and an innovation tool, that will help you get rewarded for your actions.

An intrapreneur is an internal entrepreneur. As an intrapreneur, you must begin to think and act like an owner or senior executive, even though you were originally hired to perform within a more narrow job description, which you’re probably already doing well enough. The purpose of this article is to help you immediately do one thing outside of your current assignment that will add surprising value to the company, thus qualifying you for a maximum year end bonus, or pay raise, or maybe even a promotion (if you can make this a habit). Sound good? Let’s go.

Intrapreneurs are innovators. They bring positive change in areas critical to the success of the organization. As an intrapreneur, you create value by innovating in one of four ways. You can:

  • Increase Revenues
  • Decrease costs
  • Streamline processes
  • Solve problems

Innovation opportunities abound in every organization, and you can engage in one of them right now through a simple, four-step process.

Step 1. Identify an innovation option that would add value. Look around. Ask your peers, subordinates, and superiors. Go online and explore these topics. It should take you about ten minutes to identify something that could be improved. We have taken thousands of people through this process in training sessions, and we have never seen a group come up short on innovation ideas.

Step 2. Create a professional-looking innovation proposal. You can do this using a free online tool that will make you look like a financial genius. This tool will automatically calculate key financial measures such as Implementation Cost, Break Even Point, Return on Investment, Internal Rate of Return, Net Present Value, and Sales Equivalency. If the numbers don’t look good, don’t submit the proposal. If there is value in your idea, you will have provided all of the financial information necessary for management to accept it.

Step 3. Get your proposal approved. I suggest that, rather than taking your idea to your direct supervisor, you should aim higher in the ORG chart. Minimally, you should take it to you boss’s boss, but the higher the better. That’s because there tends to be greater appreciation for business improvements with upper management. Also, when senior leaders recognize you for your intrapreneurial contributions, it’s easier for your boss to support your increased compensation. An alternate strategy would be to work together with your boss on your idea so you can share the credit and build a more collaborative relationship that will serve you both well in the future.

Step 4. Help implement your innovation. Improvement ideas are worthless without execution; therefore, you should act with a sense of urgency to turn your innovation proposal into real change that starts to add value. In cases where the implementation is assigned to someone else, or the time required to make the change is longer than you would like, you should still benefit from your efforts come bonus time.

Bottom line: Leaders need intrapreneurs that can improve the bottom line. You can do this right now to help ensure your year-end bonus, and you should also consider becoming a life-long intrapreneur in order to boost your career in the long run. -Forbes Magazine

Five Ways To Be Amazing At Work

StarIn every company, there are a few employees who stand out. They’re the ones who always finish first, get recognized for their accomplishments and eventually make their way up the ranks. Invariably, they know how to play the political game. But there are other qualities that world-class performers have in common. Here’s how you can be one of them.

1. Be obsessed with productivity. The best employees tend to work in jobs and businesses they love. As a result, thoughts of how to be more successful and productive rarely leave their mind. In fact, the great ones have to force themselves into non-work activities just to give their mind a chance to rest and recover.

2. Solve problems. Problem solving is the cornerstone of commerce. Average employees tend to spend more time jockeying for position to gain favor from their superiors than they do solving problems. Great ones are not interested in management kudos; they are interested in results. World-class managers and employees solve problems quickly and move on to solving bigger, more complex problems, whether individually or as part of a team.

3. Take risks. The most common commodity in corporate America is the sales manager who craves the approval and friendship of his sales team. The second most common commodity is the sales manager who rules her team with an iron fist, refusing to consider feedback or input from the field.

World-class leaders are neither dictators nor micromanagers. Instead, they have two primary objectives: increase revenues and bring out the best in the people they lead. That might mean being unpopular and pushing people beyond their comfort zones, or being there for a team member who has hit rock bottom. These leaders can adapt to any situation. The great ones never play it safe when it comes to leading their teams through change, knowing their job is to serve as a guide and coach.

4. Have a strong work ethic. Amateurs work just hard enough to escape being fired. They expect to be compensated for every little thing they do – if they can be over-compensated, even better.

The pros have exactly the opposite mindset. They understand that the marketplace will richly reward a world-class work ethic with an endless stream of opportunities. This work ethic is the reason so many immigrants come to the free world and become millionaires. They’re so grateful for the opportunity to work hard that no one can convince them to slow down.

5. Find a coach. Corporate America and entrepreneurs are starting to catch on to something that athletes have always known: if you want to maximize your potential in anything, hire a coach. Coaching is to performance what leadership is to an organization. Since human beings are primarily emotional creatures, competent coaches are experts in stoking the fires that burn within. The more coachable and open-minded your employees, the better they’ll perform.

Trouble is, ego can get in the way. The best employees are the most open to world-class coaching. They don’t care about ego satisfaction when it comes to improving their results; all they’re looking for is an edge, no matter how slight. When two companies or opponents go head-to-head, many times the only thing that favors the winner is a slight edge in thinking, strategy and technique.

From: http://www.mentaltoughnesssecrets.com/

11 Attributes of Leadership

Napoleon HillI have had the great privilege and good fortune to work with and for leaders  who inspire with their words and most importantly, their actions. But  unfortunately, far too many people in leadership roles are ill-equipped to lead  with effectiveness.

What follows is excerpted from Think and Grow Rich, written by  Napoleon Hill and published in 1938. Read the book if you haven’t already. It’s  essential and inspirational, and should be read by all who partake in  business.

11 Major Attributes of Leadership

  1. Willingness to Assume Full Responsibility. The successful  leader must be willing to assume responsibility for the mistakes and the  shortcomings of her followers. If she tries to shift the responsibility, she  will not remain the leader. If one of her followers makes a mistake, and shows  herself incompetent, the leader must consider that it is she who failed.
  2. Definiteness of Decision. The person who wavers in her  decisions shows that she is not sure of herself. She cannot lead others  successfully.
  3. 11 Attributes of Leadership image leadership Lincoln 267x300Definiteness  of Plans. The successful leader must plan her work, and work her plan.  A leader who moves by guesswork, without practical, definite plans, is  comparable to a ship without a rudder. Sooner or later she will land on the  rocks.
  4. Unwavering Courage based upon knowledge of self, and of  one’s occupation. No follower wishes to be led by a leader who lacks  self-confidence and courage.
  5. A Keen Sense of Justice. Without a sense of fairness and  justice, no leader can command and retain the respect of her followers. Leadership-Ghadi-235x300
  6. Cooperation. The successful leader must understand and  apply the principle of cooperative effort and be able to induce her followers to  do the same. Leadership calls for POWER, and power calls for COOPERATION.
  7. Self Control. The person who cannot control herself can  never control others. Self-control sets a mighty example for one’s  followers.
  8. The Habit of Doing More Than Paid For. One of the penalties  of leadership is the necessity of willingness upon the part of the leader to do  more than she requires of her followers.
  9. A Pleasing Personality. No slovenly, careless, or  unpleasant person can become a successful leader. Leadership calls for  respect.
  10. Sympathy and Understanding. The successful leader must be  in sympathy with her followers. Moreover, she must understand them and their  problems.
  11. Mastery of Detail. Successful leadership calls for mastery  of details of the leader’s position.

Hill writes the following in an afterword to this list. Remember, this was  written 75 years ago: “The relation of employer and employee, or of  leader and follower, in the future, will be one of mutual cooperation, based  upon an equitable division of the profits of business. In the future, the  relationship of employer and employee will be more like a partnership then it  has been in the past.”

Wishful thinking, perhaps? Collectively, it would appear that we still have a  lot of work to do. -Matt Laddin

5 Things Super Successful People Do Before 8 AM

Thatcher-locRise and shine! Morning time just became your new best friend. Love it or hate it, utilizing the morning hours before work may be the key to a successful and healthy lifestyle. That’s right, early rising is a common trait found in many CEOs, government officials, and other influential people. Margaret Thatcher was up every day at 5 a.m.; Frank Lloyd Wright at 4 am and Robert Iger, the CEO of Disney wakes at 4:30am just to name a few. I know what you’re thinking – you do your best work at night. Not so fast. According to Inc. Magazine, morning people have been found to be more proactive and more productive. In addition, the health benefits for those with a life before work go on and on. Let’s explore 5 of the things successful people do before 8 am.

Working out

2. Map Out Your Day. Maximize your potential by mapping out your schedule for the day, as well as your goals and to dos. The morning is a good time for this as it is often one of the only quiet times a person gets throughout the day. The early hours foster easier reflection that helps when prioritizing your activities. They also allow for uninterrupted problem solving when trying to fit everything into your timetable. While scheduling, don’t forget about your mental health. Plan a 10 minute break after that stressful meeting for a quick walk around the block or a moment of meditation at your desk. Trying to eat healthy? Schedule a small window in the evening to pack a few nutritious snacks to bring to work the next day.

healthy_breakfast_meals

3. Eat a Healthy Breakfast. We all know that rush out the door with a cup of coffee and an empty stomach feeling. You sit down at your desk, and you’re already wondering how early that taco truck sets up camp outside your office. No good. Take that extra time in the morning to fuel your body for the tasks ahead of it. It will help keep your mind on what’s at hand and not your growling stomach. Not only is breakfast good for your physical health, it is also a good time to connect socially. Even five minutes of talking with your kids or spouse while eating a quick bowl of oatmeal can boost your spirits before heading out the door.

visualization

4. Visualization. These days we talk about our physical health ad nauseam, but sometimes our mental health gets overlooked. The morning is the perfect time to spend some quiet time inside your mind meditating or visualizing. Take a moment to visualize your day ahead of you, focusing on the successes you will have. Even just a minute of visualization and positive thinking can help improve your mood and outlook on your work load for the day.

guy on ladder

5. Make Your Day Top Heavy. We all have that one item on our to do list that we dread. It looms over you all day (or week) until you finally suck it up and do it after much procrastination. Here’s an easy tip to save yourself the stress – do that least desirable task on your list first. Instead of anticipating the unpleasantness of it from first coffee through your lunch break, get it out of the way. The morning is the time when you are (generally) more well rested and your energy level is up. Therefore, you are more well equipped to handle more difficult projects. And look at it this way, your day will get progressively easier, not the other way around. By the time your work day is ending, you’re winding down with easier to dos and heading into your free time more relaxed. Success! – Forbes Magazine

Essential Qualities of Highly Promotable Employees

promotions, careers

One of the most common questions asked by an employee of his or her company is, “What can I do to get promoted?”

The thinking behind the question is obvious: The employee assumes there be some key initiative, some specific action, some high visibility project, or some critical role the employee should take on, and if they do, promotion is almost guaranteed.

And maybe, just maybe, that is occasionally true.

But there’s a much better approach. The key to advancing – whether professionally or personally – is not based solely on what you should do (although what you do is certainly important.) The key to advancing is based on what you should be.

Attitude informs action. Attitude informs behavior.

Attitude is the driving force behind every achievement, every accomplishment, every success, attitude, where performance and therefore advancement is concerned, is everything.

Here are some of the attitudes and perspectives that inform the actions of incredibly successful people – in all walks of life:

Are humble, not arrogant.

Arrogant people think they know everything; humble people are always learning. Humble people ask questions. Humble people ask for help.

Humble people automatically share credit because they instinctively realize that every effort, no matter how seemingly individual, is actually a team effort.

Humble people are willing to take on any job, no matter how menial, because they realize no job is beneath them, and in the process they prove that no job is above them.

Ultimately, success is not limited by how high you can stretch… but by how low you are willing to bend.

Are servants, not self-serving.

No one accomplishes anything worthwhile on his own. No one.

Great teammates make everyone around them better. Take an unselfish basketball player: He makes his teammates better by delivering pinpoint passes in space, by boxing out, by setting solid screens, by rotating on defense… all the things that don’t show up in the statistics but definitely improve the stats of his teammates.

Great leaders focus on providing the tools and training and culture to help their employees do their jobs better – and achieve their own goals.

Even great businesses serve their customers first; they know that by serving their customers they ultimately serve the interests of their business.

The employee only in it for himself will someday be by himself. The employee in it for others may not get all the limelight, but trust me, the right people definitely notice.

Are optimistic, not pessimistic.

Optimists add energy to a situation, or meeting, or business; pessimists suck energy away. Optimists try more things and take more (intelligent) risks simply because they focus on what can go right. Pessimists never get started because they’re too busy thinking of what might go wrong.

Optimists don’t feel they need to wait – to be promoted, or accepted, or selected, or “discovered” – they feel they can, if they work hard, accomplish almost anything.

Optimism is infectious.

Think execution, not just planning.

Planning is definitely important, but countless shelves are filled with strategies that were never implemented.

The best employees develop an idea, create a strategy, set up a basic operational plan… and then execute, adapt, execute, revise, execute, refine, and make incredible things happen based on what works in practice, not in theory.

Success starts with strategy — but ultimately ends with execution.

Employees who advance are certainly good at planning, but they’re awesome at execution.

Think forever, not today.

Real leadership isn’t situation or short-lived. Real leaders are able to consistently inspire, motivate, and make people feel better about themselves than they may even think they have a right to feel. Real leaders are the kind of people you follow not because you have to… but because you want to.

You’ll follow a real leader anywhere. And you’ll follow a real leader forever, because she has a knack for making you feel you aren’t actually following – wherever you’re going you feel like you’re going there together.

Creating that level of respect, that level of trust, and that type of bond takes time. Great employees consider not just the short-term but also the long-term – and then act accordingly.

And, in time, are placed in positions where they can truly influence the long-term success of their team, their unit, and their company.

Are volunteers, not draftees.

Sure, you have a manager, or a board, or some higher authority. They may often ask you to do things.

Still: The best employees are natural volunteers. They volunteer for extra tasks. They volunteer for responsibility before responsibility is delegated. They volunteer to train or mentor new employees. They offer to help people who need help – and even those who don’t.

Why is that important? Volunteering demonstrates leadership aptitude. Leaders are proactive, and proactive people don’t wait to be told what to do. They’re already doing it.

Successful employees earn their promotions by first working harder, just like successful businesses earn higher revenue by first delivering greater value, and like successful entrepreneurs earn bigger payoffs by first working hard, well before any potential return is in sight.

Draftees expect to be asked. Draftees expect to be compensated more before they will even consider doing more.

Volunteers just do it – and, in time, their careers flourish.

Are self-aware, not selfish.

Self-aware people understand themselves, and that awareness helps them understand the people around them. Self-aware people are more empathetic. They are more accepting of the weaknesses and failures of others because they know how it feels to fail.

They can lead with empathy, compassion, and kindness because they know how it feels to be treated with disregard, disdain, and scorn. They do everything they can to help others reach their goals, because they know how it feels to fall short.

Self-aware people solve for the team, the organization, and the customer – not just for themselves.

Every organization needs self-aware people in key roles. (What is a key role? Every role.)

Are adaptable, not rigid.

Things constantly change in high-growth companies. Inflexible people tend to grow uncomfortable with too much change and consciously – even unconsciously – try to slow things down.

Best practices are important. Methodology is important. Guidelines, procedures, policies… all can help a business run smoothly.

But anyone can follow guidelines and procedures. Great employees are willing, even eager, to change. Great employees respond to new circumstances and new challenges with excitement, not hesitation. Employees willing to adapt and adjust tend to advance more quickly because that is what every company – especially a high-growth company – desperately needs.

Otherwise growth will be a thing of the past, not the future.

Are teachers, not truant officers.

The best people like to teach. They don’t hoard knowledge; they spread it. They share what they know.

A truant officer’s job is to make sure people show up. A teacher’s job is to make sure people learn.

Besides, truant officers tend to give “advice”: Do this. Don’t do that. Go here. Don’t go there.

A teacher gives knowledge. A teacher helps other people gain experience, gain wisdom, gain insight, a teacher willingly and happily gives other people tools they can use.

In the process a teacher build teams. And a teacher advances, because a true team builder is a rare, precious gem.

-Darmesh Shah, Founder and CEO of HubSpot

What do you think? Any essential qualities that I missed that should be on the list?

3 Life-Changing Habits of High Performers

High performers

When it comes to being successful, high achievers have a number of habits in common. But that doesn’t mean you can’t be right up there with them.

Here are three qualities all successful people share and how you can make them your own:

1. Say ‘no’ to distraction. Every. Single. Time. Successful people make better use of their time because they are disciplined goal-setters. I’m referring to those high performers who experience no down-time. Sure, there are vacations and time spent with the family, but that comes after success has been achieved.

Successful people have that same list of tasks to accomplish as anyone else, but the difference is they make time to get them all done with no excuses. They may not enjoy it, but that is irrelevant. What matters is that it gets done. They are disciplined in planning their work and sticking to their plan.

Even when you’ve achieved that level of success, the work doesn’t stop. I am always on the lookout for a great, profitable investment. I might be out with my family, but my brain is always aware of business opportunities around me. I don’t just shut it off when I’m not at work.

2. Read something new everyday. Successful people read constantly, find mentors who can teach them and value new information that can help push them forward. Whatever field you are in, you have to learn before you earn. Learn your product, customers and competition. And then: keep learning.

3. Flaunt your failures like a champ. Fail as many times as you can. Everyone fails. It’s part of life. Too many people take failure as a sign it’s time for them to give up. Those people don’t get very far. What sets successful people apart is the ability to get up and give it another go with a better plan for how to be successful the next time around.

If you want to embrace the habits of successful people, you’ve got to make the change within yourself first.

BY 

6 Secrets to Hiring and Retaining Great Employees

1 GiraffesDrupal Connect’s founder John Florez drives the fast growth of his company by stacking his team with top tier talent. Here’s what he looks for when hiring for his Drupal development company and how he keeps them excited about coming in each day.

peacock
Hire Awesome Personalities

Hire people who are not only awesome talents, but awesome to be around as well! You’re building a team; each member has to be able to work well within a collaborative environment. Hiring someone who is talented but a “lone wolf” is a risky and potentially costly endeavor.

2 Monkey
Positive People Are Contagious

Hire cool people who have a positive outlook on life. The employee you want to take on is someone you can share a beer with at the end of the day. Positive attitudes spread, and ultimately come to define your company as a whole.

3 Dog and Frisbee
Keep People Excited About Work

Be a leader who is welcoming and positive, and sees the best in each of their employees. This attitude will trickle down and make for a more positive work experience overall. People want to wake up each morning excited about coming to work. It’s important for a leader to create an environment and culture that people are proud and excited about.

4 Chipmunk
Don’t Nickel-and-Dime Your Employees

Be mindful of the bottom line – but not at the expense of nickel-and-diming! These are tough times for a lot of people out there. But let’s face it: no one wants to work for a cheap boss.

5 Penguins
Coach Your Leaders

Coach your leaders, but don’t manage them. If you find yourself managing your top people, you’re doing something wrong. You’re not inspiring, and you’re therefore not bringing out the best in your lead employees. If you properly coach your leaders by bringing out their best qualities, they will in turn coach those reporting to them.

6 Hippo
Avoid Stagnation

Make constant growth a priority, and encourage your team to contribute to this evolution. Your company is a living, breathing organism that needs to be fed and nurtured, and employees need to be able to contribute to this growth process. For example, six months ago, a team member suggested we create a support and maintenance program to offer to our clients. Today, this program is a thriving and growing part of our company, accounting for 20% of our overall business!