Browse Category: Leadership Quotes

Some of my favorite quotes about leading and managing

Successful leaders are persistent

“I’ve missed more than 9000 shots in my career.  

I’ve lost almost 300 games.

26 times I’ve been trusted to take the game winning shot and missed.  

I’ve failed over and over and over again in my life.  And that is why I succeed.”

Michael Jordan

Leading in Silence

“Sometimes you have to be silent to be heard.”

Stanislaw J Lec (1909-1966)

In our busy everyday life a moment of silence can a precious thing. It can also be a gift of value.

Silence allows us to listen and hear beyond the words that are said. Effective leaders are never too busy to listen – even for the things that aren’t said.

Doing the Important Stuff

As the year seems to be slipping away I thought it was time to look at the fourth area of leadership focus: Getting Things Done. I hope you enjoy this article on ‘Doing the Important Stuff’.

And remember, the Leadership Coaching Club is coming soon. If you are at all interested in joining after it is open to the public, make sure you register at http://leadershipcoachingclub.com now, so you will be eligible for the very special offers when it is first launched. It will be worth your while!

Kind regards, Kerrie

PS. It’s my birthday later this month so if you read right to the end of this issue of Leading Well, YOU will get a present! 🙂

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Doing the Important Stuff

In “First Things First”, the follow-up to Steven Covey’s best-selling self-improvement and motivation book “The 7 Habits of Highly Effective People”, he illustrates a highly effective system of time management that can benefit any leader or manager. Covey’s Quadrant method of time management has been adopted throughout the business world: in team building, project management, business meetings, leadership training and seminars to ensure you focus on doing the important stuff.

What Covey has named his Quadrants system is based on the theory that most of us are driven by a consuming sense of urgency. He instructs us to divide all our priorities into the following four quadrants:

Quadrant 1: Important and Urgent – Items in this category are integral to your success and require your immediate attention. They include: situations such as crises, emergencies, appointments, projects that have deadlines, and other pressing problems.

Quadrant 2: Important but Not Urgent – Items in this category are integral to your success but don’t require your immediate attention right now. They include: leadership activities like planning and preparing, preventing future problems, coaching and mentoring staff, building and developing relationships with others, considering new possibilities and opportunities, and balancing activities such as spending time with loved ones, or having fun and creative pursuits.

Quadrant 3: Not Important but Urgent – Items in this category are not integral to your life, but they do demand your immediate attention. They include things that appear pressing on the surface (such as answering an insistent ringing phone or email), but probably don’t have any drastic consequences or repercussions for your success, or that may be able to be done by others or in a different way (someone could take a phone message for example).

Quadrant 4: Not Important and Not Urgent – Items in this category are not integral to your success and don’t need to happen at any particular time (or sometimes at all, for that matter), yet doing them can consume your time and energy. They include: routines, distractions and diversions, time-wasters, and other things you can generally do well without, although sometimes they include things we just like doing that aren’t necessary or important.

What Covey says next about these Quadrants may surprise you.

He warns that the common tendency is for people to get wrapped up in Quadrant 1 & 3 tasks because of their sense of urgency. This typically happens at the expense of the much more important Quadrant 2, which contains many life-enriching and important tasks.

The focus on tasks in Quadrants 1 and 3 is bolstered by the influence of other people’s demands and forces outside yourself, including the impetus of time. Accomplishing urgent tasks in Quadrants 1 & 3 gives us a comforting sense of progress. At least we have achieved something (even if it wasn’t particularly important).

Tasks in Quadrant 4 are what we do to anesthetize ourselves to the stressful effects of an imbalanced concentration of our energy on urgent matters. We often hide in Quadrant 4 tasks, and use them to procrastinate about doing something else, like the more important (and sometimes more difficult) Quadrant 2 tasks.

The paradox is that by spending more time deliberately doing Quadrant 2 tasks, we can avoid many of the crises that fall into the important and urgent tasks of Quadrant 1 and delegate many of the Quadrant 3 and 4 tasks that still need to be done. This frees our time up to focus even more on the leadership tasks in Quadrant 2.

Quadrant 2 is where our true and lasting happiness and our most productive effectiveness resides.

The sorts of tasks that fall into Quadrant 2 are often the ones that we are most likely to procrastinate about or just feel we don’t have time for. But they can be the most important in the longer-term to get your creative juices flowing and achieve significant success.

In addition to the possibilities listed above, Quadrant 2 tasks also include: reading and expanding your mind, developing new skills and abilities, getting physical exercise, engaging in recreation and leisurely activities, devising and implementing systems, preventative activities, and envisioning and shaping your future.

Giving more attention to Quadrant 2 activities will make us more readily able to tackle Quadrant 1 and 3 tasks with ease and efficiency.

Where are you spending your time? Stop for a moment and think about whether you have got the balance right (a Quadrant 2 task) or whether you are letting urgency rule your life.

See QUOTES on ‘Doing the Important Stuff’ below.

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If you ever procrastinate when you should be focussed on ‘Doing the Important Stuff’ you need to read ‘101 Tips for Avoiding Procrastination’. In this 60 page guide you’ll learn all the tricks, methods, and strategies for beating your procrastination habit.

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* Time Management and
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PLUS: – to celebrate my birthday enter this Secret Code: BIRTHDAY-SPECIAL
in Step 2 when you order to save $9 off the cost of this product. Normally ‘101 Tips for Avoiding Procrastination’ is only $17 but for the next few days you can use this Secret Code to pay only $8! (plus GST if you are based in Australia)

That’s more than 50% off the full purchase price and a fantastic bargain! For less than you might pay for lunch you could be well on your way to kicking the procrastination habit and reaping the success you deserve.

More details at:
http://HowLeadersGetThingsDone.com/avoid-procrastination.html

But ignore the price on that page because you are getting a special price. When you get to Step 2 of the order process just enter your Secret Code: BIRTHDAY-SPECIAL and the price will be automatically reduced especially for you.

This Secret Code is only valid up until my birthday on November 25th, after which the regular price will apply. So don’t procrastinate! Order now and start reaping the rewards today.

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TWO QUOTES OF NOTE:

“I’ve been on a calendar, but never on time.”

Marilyn Monroe

“This time, like all times, is a very good one, if we know what to do with it.”

Ralph Waldo Emerson

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BOOKS WORTH READING –

First Things First
by Steven Covey

The 7 Habits of Highly Effective People
by Stephen R. Covey

What your employees expect of you

LEADING WELL – Helping your leadership grow from Kerrie Mullins-Gunst

* * * * *

In this issue: What your employees expect of you…

And, it’s coming soon! The Leadership Coaching Club will soon be open to the public and you can be the first to know. Register your interest at http://leadershipcoachingclub.com now and receive a free short course on How You Can Become an Ideal Leader. Watch for further details soon!

Kind regards, Kerrie

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WHAT YOUR EMPLOYEES EXPECT OF YOU

In their book “Values Shift” authors John Izzo and Pam Withers describe a whole new set of expectations people now have of their workplaces.

As unemployment in Australia hits a 33 year low and even exceptional employers struggle to fill vacancies and retain the best people, you can’t afford to ignore these expectations. As a leader and manager you need to be constantly aware of how you measure against these expectations and how you can meet and even exceed them in day to day practice.

Izzo and Withers identified six emerging expectations you need to focus on.

1. Better work-life balance and synergy.

This is one of the strongest and most consistent expectations, rejecting the all-consuming nature of work as it was for many of the baby boomer generation. This extends earlier concepts of balancing the spread of time between ‘at work’ and ‘out of work’ life, to include a better variety and balance of roles and activities within work hours, as well as ample time out of work for a full and varied lifestyle.

2. A sense of community and connection at work.

With trends such as greater mobility and dual income families, we see less traditional neighborhood connection or sense of community for many people. This has created an expectation that the workplace will help overcome isolation and offer its own sense of community and connection.

3. Opportunities for personal (as well as professional) development.

This becomes particularly important in flat workplaces where there is little opportunity for employees to work their way up a set career ladder. People still yearn to be challenged and stimulated and to grow and develop and expect that you will facilitate that through the workplace.

4. The opportunity to contribute to a more noble cause.

Employees expect corporate objectives to be broadened beyond making money to incorporate triple bottom line and a commitment to the betterment of society. They are looking for meaning and purpose in what they do and expect to find it in their work.

5. A more democratic partnership role.

Information is now ubiquitous and there has been a shift in the balance of power. The ‘decline in deference’ means that employees expect to be able to question authority, share opinions and say what they think – and they expect to be listened to and involved in decisions, as would any partner.

6. A relationship based on trust.

Past breaches of trust have generated suspicion and distrust. Organizations need to consistently demonstrate they are trustworthy and leaders will be held accountable for any breach of trust. Employees expect to trust, respect and even like the companies and leaders they work for – or they’ll move on.

While you may not have total control over any one of these areas in your organization, as a leader and manager you do have significant influence within your own team over aspects of every one of them.

By deliberately doing what you can within your sphere of influence to meet these six expectations you will not only be better placed to retain and attract good employees and team members, you will begin to enjoy your own role as a team leader more too.

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The Leadership Coaching Club will soon be opened to the public. To make sure you are the first to know when it is launched, register now at http://leadershipcoachingclub.com and you will receive advance notice, special offers and a free short course on How to Become an Ideal Leader. Don’t miss out. If you lead or manage people you need to register today.

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QUOTE OF NOTE

“He who has a why can endure any how.”

Friedrich Nietzsche

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The Step by Step Business Plan Guide

If you’ve been spinning your wheels trying to succeed in getting funding for your business and even just getting your business plan on paper, this ebook is going to change the way you have been doing things.
See http://betterbusinessinfo.org

Great expectations

A long time ago in another life, when I was studying to be a teacher, one of the first things we learnt was that our students would reflect back to us what we expected of them.

If we expected little of them, they would achieve little. If we expected dedication and hard work our students would be dedicated and work hard for us. And most importantly, if we held great expectations for them they would ultimately achieve greatness and fulfill their potential.

Eventually I came to believe this was one of the most important lessons I ever learnt as a teacher. And experience has shown it is a lesson that carries over well into the world of management and leadership.

When we have great expectations for our staff, we can be confident our team will achieve greatness in return.

If you’re not getting everything you want from your people, check whether you might be getting what you expect. If you are getting the worst, is it because you have developed a habit of expecting the worst?
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If you need help in changing the results you are getting from your people contact us to talk about how we can help you change things for the better.

More on how to expect great things in the Quick Tips below:

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MAKE IT HAPPEN NOW – RECORDING NOW AVAILABLEMake it Happen Now

This was a great audioseminar and many of you have been asking to be notified when the recording would be available. Well it’s finally here! See details of how you can listen in and learn How to Make it Happen Now at:

http://leadershipskillcenter.com/ts/bt/index.html

You won’t want to miss Brad’s discussion on how you can actually achieve more by doing less! Once you “get” this idea your whole approach to leading and managing people can become easier and more effective overnight! -And that was just one of many powerful ideas Brad shared with us. That link again
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QUOTE OF NOTE

“Keep away from people who try to belittle your ambitions. Small people always do that, but the really great make you feel that you, too, can become great.”

Mark Twain (1835-1910)

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QUICK TIPS FOR EXPECTING GREATNESS

* If you lack confidence in one or more of your staff, reflect on why that might be the case. Consider whether training, coaching or mentoring might help them build their skills, approach or confidence in their role or tasks.
* Sometimes what needs to change is the whole organizational culture. If that is your situation, talk to us about change management or team building strategies that you can implement.

The Leading Well Bottom Line:

Your attitude and expectations as a leader set the platform for the results your people will achieve. You hold the power to amplify their results, but you don’t have to do it all on your own. Find a mentor or coach that you can explore possibilities with in confidence. We would be happy to talk to you about how to approach turning your situation around.

Kind regards, Kerrie

PS. That Link again for Brad’s audioseminar on How to Make it Happen Now! – Have a look at it.