Leaders Can Be Wrong and Still Be Right

Leaders Can Be Wrong and Still Be Right

People spend much of their time trying to be right and working to avoid being wrong at all costs. While this may be ok in some instances, leadership is not one of them. As early as our childhood, we learn that getting in trouble or doing things wrong is not acceptable. In business and leadership, we should switch our thought process and even embrace and grow from being wrong and accepting the blame when it applies to our situation.

If your team sees you as someone who is constantly right, then you may appear to be a know-it-all. Most likely, this is not pleasant for those around you and doesn’t help you with your leadership role either. Accepting the fact that you are just plain wrong at times will help you improve and allow others around you to see you as both more human and approachable. Try the following:

Embrace Mistakes

If you never make a mistake, then you are not taking enough risks. How will you grow as a leader if you never mess up? You can be wrong and still do well overall. If you want to grow personally, then you must be willing to fail and do it gracefully.

When you make a mistake and let your team see you handle it well, you build trust and buy-in amongst your staff. It is much harder to be transparent and people will respect that effort as you own up to a mistake or flaw of some kind. Embracing mistakes will enable you to be seen as real, approachable, and respected.

Focus on improvement

Your goal should be to constantly improve. If you can’t accept that you have areas where you need to grow, then improvement will be tough. As a leader, your team will follow suit as you seek to change, develop, and try new things. Working as an entire group, you can accomplish much more than on your own.

Cultivate strong team members

Work to grow your team’s strength. These individuals will, in turn, help you as a leader to become stronger with the goal to constantly improve. Be sure that everyone knows to avoid the blame game and set everyone up to grow and learn from each other instead.  Accept being wrong and your team will too. Everyone acknowledging a flaw, mistake, or issue will enable people to feel “human” and it will foster growth rather than squelch it.

Leaders can be wrong and still be right. Seriously? Yes, by accepting that you are wrong from time to time, you will actually be doing things just right. Your team will appreciate your transparency and you will be on the path of continued growth.

Your comments are greatly appreciated. Please let us know how we are doing!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

8 steps to take toward a succession plan

8 steps to take toward a succession planClose knit organizations or multi-generational family businesses tend to have some similar problems along with benefits. One of the issues that rises to the top, yet is often ignored, is a succession plan.

When businesses have a family like management team, then rivalries and personal agendas can often come into play. Also, the situations can be strained because no one wants to hurt feelings or offend.

Open communication must happen in order to have a good succession plan. There are legal and tax issues to be considered. If you put a plan in place, then succession can go smoothly.

Think ahead and follow these 8 steps if you have a family-owned business:

1. Set Clear Goals

Don’t miss out on the opportunity to sit as a team and set clear, specific long (and short) term goals.

When it comes to the future, you should leave no stone unturned. Iron out the details and get the goals and vision in writing.

2. Come Up with Managerial Competencies

Establish agreed upon managerial competencies that showcase what’s important to your operation.

3. Evaluate the Team

Create a system to evaluate your managerial team. Consider the skills of each team member and figure out which managerial competencies are their strengths.

4. Review the Assessment

Be sure to review the findings of the assessment to learn more about each person’s strengths. Then work to tailor an individual development plan for each team member’s career.

5. Legal and Tax Advice

When it comes to family business, there are transfers of ownership and tax implications that must be considered. Seek out counsel and get proper legal advice.

6. Performance Management

Teach your managers how to hold their team accountable for their performance. They should be trained to seek specific outcomes which will help when it comes to a succession plan.

7. Talk with Successors

Talk with your top team members about their career goals and the path they are on. Find ways to provide more training and help them develop even further.

8. Hold on Tight

Do whatever it takes to hold onto your best people. Offer incentives and a great benefits package in order to keep your top talent.

When it comes to proper succession, timing is extremely important. Be wise when it comes to starting a transition. Move your managers up at a slow pace and give them the proper training that they need. With a close-knit group of people, be sure to communicate the promotion and ensure that everyone is clear on the role change.

In order to have a sustainable company, you need to have a strategic plan and a thorough execution of the set goals.

Your comments are greatly appreciated. Please let us know how we are doing!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

How to Get More of What You Want

How to Get More of What You Want by Gary BrunsonHow to Get More of What You Want was born from Gary Brunson’s three decades as a business consultant to entrepreneurs. He realized that while his clients came to him with all kinds of situations, a common denominator for many was that getting what they wanted seemed to elude them. With the processes described in this book, Gary has been able to help them get back on track and achieve the satisfaction of actually getting more of what they want. By reading this book, you’ll gain the benefit of the questions he uses to guide clients to re-evaluate and reset their thought processes as well as their habitual patterns of relating to others. Then you can make your own action plan to get more of what is most important to you.

Gary’s book “How to get more of what you want” is available on Amazon. Click here

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

Strategic Coaching graduate! Gary Brunson, of My Clear Focus has completed all the requirements. Gary was already a great coach and now he has NetworkSage insights to add to his repertoire!

Preparing a Company for Transition?

The ExitMap® Assessment questionnaire consists of 22 questions and produces a high-quality 12-page summary report which will be emailed to you. The report ranks the overall preparedness of a company for transition and provides a breakdown of the four major categories of readiness; Finance, Planning, Profit/Revenue, and Operations.

ExitMap Assessment Widget

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

Strategic Coaching graduate! Gary Brunson, of My Clear Focus has completed all the requirements. Gary was already a great coach and now he has NetworkSage insights to add to his repertoire!

Gary’s book “How to get more of what you want” is available on Amazon. Click here

Do Your Coworkers May Run From You?

Do Your Coworkers May Run From You?

Reasons Your Coworkers May Run From You

Workplace relationships can be complicated. However, you can avoid certain behaviors that will ensure your coworkers won’t run in the opposite direction when they see you approaching.

Be sure not to act like this type of employee: 

You don’t listen to others 

If you don’t listen to others, people will not want to engage with you. Facetime with your coworkers will decrease if you only talk about yourself. When you attend meetings or pass someone in the hall, put your phone down and make eye contact with others which welcomes conversation.

You look for a fight 

If you are argumentative, you will be seen as looking for a fight. People will avoid you like the plague because no one has time for this type of behavior. Don’t throw out criticism and insults by constantly critiquing those around you. You’ll be seen as obnoxious and unprofessional.

You forget to give others credit 

You take the credit when it should have been given to others. Be sure to recognize the accomplishments of others and even offer praise. Stealing the credit of your coworkers will be a surefire way they to anger them and build distrust. 

You are too self-absorbed 

You tend to get so engrossed in your workday that you appear self-absorbed and not willing to engage with others. Your coworkers will feel the brush off and just avoid you in the future. No one likes to work with someone that only thinks about themselves and their agenda. 

You give too much information 

No one wants to hear your life story and latest drama. When you give too much information, people become uncomfortable and lose interest in spending time with you. Further, they will not likely want to work on group projects with you for fear of your latest info overload.

Your goal is 5:00 PM 

You seem more interested in 5:00 PM than the tasks at hand. Coworkers won’t feel that you are keeping the company & employees in your best interest and will want to avoid you. No one wants to work with a loafer or one that is constantly watching the clock.

Don’t be this type of employee. You’ll find that your coworkers won’t engage with you. They will avoid you and perhaps even run in the opposite direction in order to escape the pain of dealing with you.

Do you run from any of your coworkers? Pass this article along to them.

We would love to hear your comments & suggestions. Please contact us today!

Have you taken The ExitMap® Assessment questionnaire? Click to try it at no cost! 

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

Why Employing a ‘Culture Add’ Benefits Your Business

Why Employing a ‘Culture Add’ Benefits Your Business

Reasons Why Employing a ‘Culture Add’ Benefits Your Business

Employers spend part of their hiring resources on personality assessments in hopes of finding the right fit for their company’s culture. While this is important to do, it should not be the only thing you look at with your potential candidate.

When an employee doesn’t stay long in a position, often an employer wonders whether they were the right fit for the culture of the company. Hiring is expensive and time-consuming, which is a drain on any business.

Here are a few things that you can do to help with the recruitment process:

Common Values

A “culture add” is where you can look at the values and behaviors that are non-negotiable for your business. Diversity should be celebrated and embraced. People from a wider range of backgrounds will mean a lot for your success.

Look for the type of attitude that you want in a new employee.

* Will they work well with others?

* Do they have the drive to do whatever it takes to complete the job and meet the deadlines?

These are the values to watch for during an interview.

Personality Traits

Look for the personality traits & soft skills that are most suitable for your business. Profiles & assessments will give you great insights on a candidate. You’ll be able to see if they are a team player, good at solving problems, and if they can work well on their own. Recruiters embrace assessments in order to find the select few that would be a good fit for the company.

The Interview

Use the interview along with the assessments to make a wise hiring decision. If possible, consider bringing your candidate in for a trial day. You’ll gain new information about the person as you watch them interact with others in the office.

Shaping Your Employees

Candidates are not always an open book from the beginning. Assessments will help you identify their strengths & weaknesses. There needs to be room for professional development and growth.  Shape your employees into your company’s culture. Be sure to cover the company’s vision, mission, and core values. Lead by example!

These tips exemplify ways that candidates can be found, and will work out well. The interview, doing assessments, and learning their values will help in the selection process.

We would love to hear your comments & suggestions. Please contact us today!

Did you see our latest post?

Click here to read: How Do I Begin Planning My Exit?

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

The First Step to Understanding the Complexities of Preparing a Company for Transition

The ExitMap® Assessment questionnaire consists of 22 questions and produces a high-quality 12-page summary report which will be emailed to you. The report ranks the overall preparedness of a company for transition and provides a breakdown of the four major categories of readiness; Finance, Planning, Profit/Revenue, and Operations.

ExitMap Assessment Widget

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.