Tag: Motivators

Finding the right leadership style as a CEO can significantly impact your company’s success, workplace culture, and overall vision execution. But with so many leadership models out there, how do you find one that truly fits? Here’s a step-by-step guide to uncovering and honing your authentic leadership style.

1. 1. Know Yourself: Self-Assessment Is Key

Before developing your leadership style, take a deep dive into understanding your personality, strengths, and weaknesses. Consider tools like Myers-Briggs or DISC assessments to give you a foundational understanding of how you naturally operate. Once you know how you think and react in various situations, you can better align your leadership to those traits.

How-to tip:

• • • Reflect on moments when you’ve felt most empowered or successful as a leader. What traits or behaviors contributed to that feeling?
    • Gather feedback from peers, colleagues, or a trusted mentor. They can provide insights into your leadership tendencies.

1. 2. Understand the Needs of Your Organization

Leadership isn’t one-size-fits-all. The needs of a startup CEO differ greatly from those of a multinational corporation. Assess your organization’s culture, its goals, and the team dynamics. A CEO of a fast-paced tech company may need to adopt a more transformational leadership style, while a CEO of a stable, traditional company may benefit from a more transactional or servant leadership approach.

How-to tip:

• • • Talk to your management team and employees about their needs and expectations from leadership.
    • Adapt your style to the demands of your company’s growth stage. For example, during a crisis, a more authoritative or decisive approach may be required.

1. 3. Experiment and Adapt

Leadership is an evolving skill. What worked in the past might not serve the future. Flexibility is key. Try different approaches—maybe blend styles like transformational leadership, where you inspire and motivate, with a bit of democratic leadership, which encourages feedback from your team.

How-to tip:

• • • Keep a leadership journal where you record different strategies you’ve employed and how your team responds.
    • Regularly review the effectiveness of your leadership methods and make adjustments as necessary.

1. 4. Seek Continuous Learning

Leadership development doesn’t stop once you become a CEO. Stay ahead by continually refining your skills. Attend seminars, read leadership books, or engage with a coach. Being open to feedback and learning helps you evolve with your organization’s changing needs.

How-to tip:

• • • Make reading a habit—start with books like “Leaders Eat Last” by Simon Sinek or “The Lean Startup” by Eric Ries.
    • Attend leadership workshops or join CEO forums where you can share insights with peers.

1. 5. Embrace Authenticity

Authentic leadership is a critical component in building trust. A leader who stays true to their values and communicates openly will create a more engaged and motivated team. Your leadership style should feel natural to you—don’t try to fit into a mold simply because it’s trendy or highly regarded in the business world.

How-to tip:

• • • Be transparent with your team about your leadership journey. Show them you’re committed to growth and learning.
    • Align your values with your company’s mission to create consistency in your leadership approach.

Ultimately, the best leadership style is one that fits both who you are and what your company needs. By reflecting on your strengths, adapting to your environment, and committing to continuous learning, you’ll discover the leadership approach that will lead your company to new heights.

 We would love to hear your comments or questions. Contact us today!

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 Professionals.

Building an effective business strategy begins with a clear vision of the future. Instead of focusing solely on present challenges, it’s critical to imagine the future your organization wants to create and then work backward. This approach, emphasized by strategy expert Mark Johnson, can drive transformative outcomes.

How to Create a Future-Focused Strategy:

1. 1. Define Your Vision: Identify where you want your organization to be in 5-10 years. What impact do you want to make? By clarifying this long-term vision, you’ll set a clear direction that guides all strategic decisions.
   2. Work Backward to Bridge the Gap: Once your future is imagined, assess what gaps exist between today and that vision. Ask yourself, “What capabilities, resources, and structures are missing?” For example, if your vision involves significant innovation, consider what R&D investments are needed now.
   3. Adapt to Shifting Landscapes: Building a strategy that considers future shifts in technology, market trends, and consumer behavior ensures that your business remains agile. Incorporating strategic foresight tools can help your team anticipate future challenges and opportunities.
   4. Engage Your Team: A strategy is only as strong as the people who implement it. Ensure your leadership team understands and shares the vision, empowering them to contribute insights and build momentum. Effective communication and alignment are key.
   5. Measure and Adjust: The strategy should be flexible. Set milestones to measure progress and make adjustments as the business environment evolves. Consistently check whether your steps are bringing you closer to the envisioned future, and course correct as needed.

Starting with the future you want to create allows for greater innovation and purposeful growth, rather than just reacting to short-term pressures (Apple Podcasts).

By anchoring your strategy in a long-term vision, businesses can navigate complexity and uncertainty with greater confidence, ensuring they not only survive but thrive.

 We would love to hear your comments or questions. Contact us today!

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 Professionals.

Why are some people motivated, focused, and successful, while others seem to get distracted, and have little to no motivation to get things done? Is it due to their upbringing? Maybe something about their personality?

Believe it or not, science has discovered as to why some are motivated while others aren’t.

Here’s what studies have shown:

Motivation Is All In Your Head

Everyone talks about having the right mindset to get things done in life. To be truly successful, it starts with self-talk and what’s in your head. Well, it turns out that part of that is true. Motivation is all in your head.

Studies have shown that motivation comes from the nucleus accumbens which is a small section in the brain that sends chemical messages to your body. This is the area of your brain that keeps you focused.

Dopamine Is the Key Ingredient to Motivation

Dopamine is one of the 4 happiness hormones, listed among serotonin, endorphins, and oxytocin. When this chemical is released into the body, it passes information from neuron to neuron.

As it moves around in your brain, it comes in contact with other receptors. The way dopamine plays a role in motivation has to do with the mesolimbic pathway it takes in the brain to communicate. This pathway lies in the middle of your brain and leads to the cerebral cortex. When dopamine goes through this pathway, it provides your brain with the ultimate reward.

Dopamine Encourages Us to Act So We Can Reach The Reward

The main job of this chemical is to get you to move on with your thoughts. While it is present when we are happy, it also helps us through pain, loss, or stressful situations. Its job is to get us to do something while avoiding bad things.

Motivated People Have More Of This Chemical

Scientists at Vanderbilt conducted a study between those who were highly motivated and those who were considered lazy. They found that the more motivated group had higher levels of dopamine in their system.

Ways to Increase Dopamine

Since you know that this chemical is responsible for more motivation, there are things you can do to increase this in your body. Here are a few things you should implement in your life:

• • • Focus on one task at a time to keep from depleting your brain’s energy
    • Be an endgame thinker
    • Eat foods high in L-tyrosine which include vegetables, avocados, bananas, green tea, and apples to name a few
    • Tell others what you’ve accomplished
    • Lend a helping hand to others
    • Take note of the things you have accomplished

These are a few things you should add to your daily routine so that you increase the dopamine in your system. The greater this chemical, the more motivated you will be to get things done.

 We would love to hear your comments or questions. Contact us today!

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 Professionals.

In today’s competitive environment, CEOs are constantly seeking innovative strategies to drive productivity. Here are seven proven approaches that top executives are implementing to enhance performance and maximize efficiency.

1. 1. Aligning Everyone on a Common Vision

One of the most impactful ways CEOs boost productivity is by ensuring that employees are aligned with the company’s goals. When everyone works toward shared objectives, collaboration becomes seamless. Frequent communication of company goals and the sharing of relevant data empower employees to make informed decisions and operate efficiently (OpenView).

How-to tip: Schedule regular all-hands meetings and make KPIs visible across departments to reinforce goal alignment.

1. 2. Fostering Team Collaboration

Encouraging teamwork is a key driver of productivity. By creating an environment that promotes collaboration, CEOs can enable teams to share ideas, problem-solve together, and execute projects more effectively (Vistage).

How-to tip: Use collaboration tools like Slack or Asana to facilitate easy communication across teams and incorporate brainstorming sessions to foster creativity.

1. 3. Focusing on Effectiveness Over Efficiency

Many CEOs emphasize the importance of effectiveness rather than just efficiency. This means focusing on activities that deliver the most value to the organization, rather than just completing tasks quickly. By prioritizing effectiveness, CEOs ensure their teams are working on high-impact initiatives (Vistage).

How-to tip: Regularly review and refine processes to eliminate tasks that don’t contribute to business goals.

1. 4. Empowering Employees to Make Decisions

Rather than micromanaging, successful CEOs delegate decision-making to employees who are closest to the issue at hand. This empowerment not only lightens the CEO’s workload but also boosts employee engagement and ownership, resulting in higher productivity(OpenView) (CEO Today Magazine).

How-to tip: Clearly define roles and responsibilities so that employees feel confident in making decisions without constant oversight.

1. 5. Leveraging Technology

CEOs are increasingly turning to technology to streamline operations and automate routine tasks. From AI-driven tools to project management platforms, technology allows organizations to operate more efficiently and empowers employees to focus on strategic work (Vistage).

How-to tip: Invest in software solutions that automate repetitive tasks and use data analytics to track progress and identify areas for improvement.

1. 6. Maintaining Regular Check-ins

CEOs who prioritize productivity often implement weekly or monthly check-ins to ensure teams stay on track with their goals. These check-ins provide opportunities to address bottlenecks and adjust priorities, helping teams remain focused on what matters most (Vistage).

How-to tip: Establish a structured framework for progress reviews, incorporating both short-term goals and long-term objectives.

1. 7. Creating a Healthy Work Environment

A productive workforce needs a supportive environment. CEOs who prioritize mental and physical well-being—by promoting work-life balance and reducing workplace stress—tend to see higher levels of productivity. Offering flexibility, such as remote work options or wellness programs, can improve overall employee morale (CEO Today Magazine).

How-to tip: Encourage short breaks during work hours and promote mental health resources or fitness programs to keep employees energized.

By adopting these strategies, CEOs can enhance productivity, improve employee satisfaction, and ultimately drive sustainable business success.

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 Professionals.

Do you feel like no matter what you have accomplished, you’re not getting ahead in your career? Have you stopped to consider whether or not you have an executive presence? It is more important than you realize and could be why you are not advancing.

Here’s what you need to do to develop the executive presence that keeps you from your high-level position.

1. 1. Be Seen

There’s no hiding in the back of the room if you want to be a leader. Speak up during meetings when you have something of value to share. Show up to meetings early. Shake hands with people and introduce yourself.

1. 2. Think Before You Speak and Answer Strategically

Before you share your ideas, really think them through. Then, give others a strategic answer. Talk about the big picture without getting bogged down in the smaller details. If you are a strategic thinker, people will recognize that and want to hear you out.

1. 3. Dress Like a Professional

Even if your office has a casual Friday or out-of-work event, you should still dress the part. Never be too casual in your workplace, no matter what day it is. If you want to be an executive, you should dress like one.

1. 4. Listen To Your Voice

As weird as it may be to listen to your voice, you should hear what others are hearing. Record a video and listen to how you sound. You might be shocked by what you hear. Use those recordings to train yourself to speak in a way that is clear and distinct.

1. 5. Get Honest Feedback From People You Trust

Find a few people who can be honest with you about your presence. These need to be people that you trust, and that will share with you openly a few things you can change. Ask them to give you 2-3 specific things they suggest to increase your executive presence.

After you hear what those advisors say, you should make the changes. Listen to them without becoming defensive. Go back to those individuals after a few months and check in on how you are progressing.

If you are ready to move to the next level, you must develop the right presence. Start separating the way you do things from those that are lower level. Pay attention to what executives are doing and then follow suit.

 We would love to hear your comments or questions. Contact us today!

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 Professionals.

Leadership transitions are a critical time for any organization. When new leaders take the helm without adequate preparation, the consequences can be severe, ranging from stalled growth to a demoralized workforce. Underprepared leaders often struggle with decision-making, effective communication, and aligning their teams with the company’s strategic goals. To ensure sustained growth, it’s essential to understand the key challenges new leaders face and how to turn these challenges into opportunities.

1.  Navigating the Transition from Peer to Leader

One of the most daunting challenges for new leaders is the shift from being a peer to a leader. This transition can be particularly tricky when leaders are promoted from within the team. Relationships with former peers need to be redefined, and this often involves setting new boundaries and expectations.

Opportunity: This challenge presents an opportunity to establish credibility and trust from the outset. New leaders should communicate openly about the transition, acknowledging the change in dynamics. To ease the transition, it’s helpful to focus on team goals and objectives, making it clear that success is a shared endeavor. Building a culture of mutual respect and accountability can turn potential friction into a foundation for a strong team.

How-to Tip: Hold one-on-one meetings with team members to discuss their expectations and concerns. This approach not only helps in understanding the team better but also in establishing a personal connection.

2.  Balancing Short-Term Wins with Long-Term Strategy

New leaders often feel pressured to deliver immediate results to prove their worth. While short-term wins are important, an overemphasis on quick fixes can derail long-term strategic goals.

Opportunity: The challenge here is to strike a balance between quick wins and a broader organizational vision. Leaders should identify areas where early successes are possible without compromising future growth. Aligning these wins with the company’s long-term strategy ensures that short-term actions contribute to overall objectives.

How-to Tip: Develop a 90-day plan that includes quick wins aligned with long-term goals. Regularly review and adjust this plan to maintain momentum while staying focused on the big picture.

3.  Building and Maintaining Effective Communication

Effective communication is critical for new leaders, yet it is often an area where underprepared leaders falter. Miscommunication can lead to confusion, decreased morale, and a lack of direction, all of which can hinder company growth.

Opportunity: New leaders can turn this challenge into an opportunity by establishing clear communication channels early on. Regular updates, team meetings, and an open-door policy can foster a culture of transparency and trust. Additionally, being open to feedback and willing to adapt communication styles based on team needs can greatly enhance effectiveness.

How-to Tip: Implement a regular communication cadence, such as weekly updates or team huddles, to keep everyone aligned. Encourage feedback to continuously improve the flow of information.

Conclusion – The impact of underprepared leaders on company growth cannot be understated. However, by recognizing and addressing the key challenges new leaders face—transitioning from peer to leader, balancing short-term wins with long-term strategy, and building effective communication—they can transform potential pitfalls into opportunities for success. Leadership development programs, mentorship, and continuous learning are crucial investments that companies should make to ensure their leaders are well-equipped to drive sustained growth

 We would love to hear your comments or questions. Contact us today!

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 Professionals.

Mikael Wedemeyer and Nathan Mussig run their very successful web development and design firm in Queensland, Australia. One thing that the duo learned early on is that bigger isn’t necessarily better. Business success, they realized, has as much to do with saying no to the wrong opportunities as it does with saying yes to the right ones.

“For us now, it’s about being smart and profitable and being able to choose to work with good people rather than feeling pressure to take all the work that we need just to feed the beast,” Mikael said. “We just want to do great work and in a sane way. And be able to run the company rather than it run us.”

And that is where TAB comes in. Mikael and Nathan are each Members of separate TAB Boards and participate together in their monthly TAB business coaching sessions. TAB has helped them become the business owners they always wanted to be.

“Thanks to TAB, we approach our business differently now than back when we were running around with our heads chopped off,” Nathan said.

Read more about Mikael and Nathan, their business, and their TAB board experience in this Member Case Study from The Alternative Board (TAB).

https://285855.fs1.hubspotusercontent-na1.net/hubfs/285855/Niche%20Studio%20-%20TAB%20Member%20Case%20Study%20.pdf

#tabboards #businesscoaching #peeradvisoryboards

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 Professionals.

In today’s competitive job market, finding the right candidate goes beyond reviewing resumes and conducting standard interviews. Behavioral interviewing, coupled with tools like the DISC assessment, can significantly enhance the hiring process by providing deeper insights into candidates’ personalities and behaviors. This approach not only helps in identifying the most suitable candidates but also ensures a better cultural fit within the organization.

Understanding the DISC Assessment:

The DISC assessment categorizes individuals into four main personality types: Dominance (D), Influence (I), Steadiness (S), and Conscientiousness (C). Each type represents distinct behavioral tendencies and preferences:

• • • Dominance (D): People who are direct, assertive, and results-oriented
    • Influence (I): Individuals who are sociable, persuasive, and optimistic
    • Steadiness (S): Those who are reliable, patient, and team-oriented
    • Conscientiousness (C): Detail-oriented, analytical, and systematic thinkers

By understanding these personality dimensions, employers can tailor their interview questions to elicit responses that reveal how candidates might behave in specific job-related situations.

Integrating Behavioral Interviewing:

Behavioral interviewing focuses on past behaviors as indicators of future performance. Here’s how you can integrate it with the DISC assessment:

1. 1. Develop Job-Specific Questions:
      • For Dominance (D): “Can you describe a time when you had to take charge of a project and lead a team?”
      • For Influence (I): “Tell me about a situation where you had to influence a team or client to adopt your ideas.”
      • For Steadiness (S): “Describe a scenario where you had to handle a stressful situation within a team environment.”
      • For Conscientiousness (C): “How do you typically approach projects that require careful attention to detail and accuracy?”
   2. Listen for Behavioral Indicators:
      • Look for specific examples of how candidates have handled challenges or achieved goals in the past.
      • Assess their communication style and how it aligns with the DISC profiles.
   3. Evaluate Cultural Fit:
      • Consider how candidates’ DISC profiles align with the company’s values and team dynamics.
      • Assess their potential to thrive in the organizational culture based on their behavioral responses.

Tips for Effective Implementation:

• • • Training Interviewers: Ensure interviewers understand the DISC framework and how to use it effectively in interviews.
    • Consistency: Use standardized questions and evaluation criteria to ensure fairness and comparability across candidates.
    • Combined with Other Assessments: Supplement DISC with technical assessments or cognitive tests to get a holistic view of candidates.

Conclusion

Behavioral interviewing with the DISC assessment is a powerful tool for hiring managers seeking to match the right person with the right job. By focusing on behaviors and personality traits, employers can make more informed hiring decisions that lead to better performance and higher employee satisfaction.

Incorporate these strategies into your hiring process to streamline candidate evaluation and build a stronger, more cohesive team.

In essence, leveraging behavioral interviewing and the DISC assessment isn’t just about filling positions—it’s about creating a workforce that excels together, driving success for your organization. This structured approach combines the theoretical understanding of DISC with practical tips for implementing behavioral interviewing, offering a comprehensive guide to enhancing your hiring process.t

Sources and Attributes:

• • • The DISC assessment categorization and behavioral traits are based on the research and framework developed by psychologist William Marston. (Source: DISC Profile Overview)
    • The integration of behavioral interviewing techniques is supported by research from HR and recruitment experts in organizational behavior and psychology. (Source: SHRM Behavioral Interviewing Guide)

 We would love to hear your comments or questions. Contact us today!

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 Professionals.

Many businesses experience significant seasonality at certain times of the year. Even companies that seem immune to seasonality, like manufacturers, often experience predictable slow times due to factors like product cycles, holidays, weather changes, and other regular events.

There are three levels of seasonality: moderate seasonality (characterized by a 10-20% change in sales), significant seasonality (characterized by a 21-30% change in sales), and rigid seasonality (characterized by a 31-40%, or even higher, fluctuation in sales).

The level of seasonality your business experiences will help dictate the actions you should take to ensure the best outcomes throughout the year.

To learn more about how much your business may be affected by seasonality and what you can do to enhance the ups and negate the downs, read “Seasonal Peaks and Valleys: Adjusting Strategic Goals for Optimal Success” at The Alternative Board (TAB).

https://www.thealternativeboard.com/blog/seasonal-peaks-and-valleys-adjusting-strategic-goals-for-optimal-success

#tabboards #businesscoaching #businessseasonality

 We would love to hear your comments or questions. Contact us today!

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 Professionals.

Creating a positive work environment is essential for fostering employee satisfaction, productivity, and overall organizational success. Leaders play a crucial role in shaping this environment by setting the tone and modeling the behaviors they wish to see.

First, leaders should prioritize open communication. By encouraging transparency and actively listening to employees, they create a culture of trust and mutual respect. This openness allows team members to voice concerns and share ideas, leading to more innovative solutions.

Secondly, recognizing and rewarding employees’ efforts is vital. Leaders who consistently acknowledge their team’s hard work and celebrate achievements boost morale and motivate others to perform at their best. Recognition doesn’t have to be grand; even small gestures of appreciation can have a significant impact.

Moreover, fostering a culture of inclusion and diversity ensures that all employees feel valued and respected. Leaders should actively promote and support diversity initiatives, creating an environment where everyone can thrive.

Finally, providing opportunities for professional growth and development is key. Leaders who invest in their employees’ learning and career advancement not only enhance their skills but also demonstrate a commitment to their long-term success.

By focusing on these areas, leaders can cultivate a positive work environment that drives both individual and organizational growth.

 We would love to hear your comments or questions. Contact us today!

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 Professionals.