Leadership Skill Center Blog

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.

Order now and receive these FREE bonuses:

* Time Management and
* The 3 Most Powerful Ways to Get Yourself to Achieve ANYTHING Despite Pressure, Deadlines and Procrastination

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

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

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See http://betterbusinessinfo.org

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?
- - -

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 AVAILABLE

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.

I’ve often heard it said that “You can’t manage what you don’t measure”. Yet there are some things in life that we measure that may be best ignored - like age or height or earnings.

And there are other things that we don’t measure that perhaps we should - like smiles or kindnesses or friendships.

“Life is not measured by the number of breaths we take, but by the moments that take our breath away.”

George Carlin

Are you measuring the things that really matter at work - as well as outside your work?

What a busy and exciting year 2007 is shaping up to be. It’s only just begun and already we have some great events and special bonuses lined up to help you to develop all the skills you need to mentor, manage and lead.I’m sure you will be pleased to hear that the Leading Well Teleseminars are back for 2007, and once again, as a subscriber to Leading Well, you will be invited to attend free of charge. And we have some fantastic presenters all set and ready to share their insight and wisdom with you over the coming months.

Look for registration details of our next free teleseminar in your email inbox very soon… If you know anyone else who would like to receive invitations to our free live teleseminars please encourage them to register for Leading Well.

Kind regards, Kerrie

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BUILDING ON STRONG FOUNDATIONS

Two years ago now, my husband and I decided to demolish our old house and build a new one, complete with new improved global headquarters for KMG Consulting. We had no idea what we were letting ourselves in for, or how long it would all take. If you have ever done any building, I can hear you laughing now. And no, it’s not quite finished yet - but it’s very close, and we’ve learnt a lot in the process!

Anyway the reason why I mention this is because I can see a number of parallels between building a house and building your leadership. Both must be built on strong foundations and built to a clear, detailed plan.

Over the past two years we have pored over our house plans, checking details, picturing how we will use the rooms and visualizing what each will look and feel like. As a leader, every detail of what you are trying to achieve needs to be just as clear to you - and your team - as our house is to us.

It goes without saying that we wouldn’t expect to build much of a house if we didn’t share every detail of our plans with the people working to build our house for us. And similarly you can’t expect to realize your organizational vision if you don’t share it clearly and in detail with everyone on your team.

Your vision - the full picture of what you are trying to achieve - is critical for your success, but it isn’t sufficient. You also need to build on strong foundations.
If your vision represents what your organization is trying to build, your foundation is your purpose - why it is worth doing.

Share both the “what” and the “why” with your team. Then tap their expertise during an action planning process to determine the “how”. Check in with them regularly to ensure they have all the training, tools and resources they need and then let them get on with the job.

Focussing on the “what” and “why” will place your leadership on strong foundations as you realize your vision, just as surely as our new house is rising from the demolition site.

More on how to do this in the Quick Tips below:

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QUOTE OF NOTE

“The superior leader gets things done with very little motion. He imparts instruction not through many words, but through a few deeds. He keeps informed about everything, but hardly interferes at all. He is a catalyst, and though things would not get done as well if he weren’t there, when they succeed he takes no credit. And because he takes no credit, credit never leaves him.”

Lao-Tzu (c604 - c531 BC)

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QUICK TIPS FOR BUILDING A STRONG FOUNDATION

* Ensure that your team not only know what your purpose is, but that they understand it. As their leader you may need to translate your mission or purpose statements into more meaningful language for your team so they are quite clear on the “why” that is your foundation.

* Where possible involve your team in the process of developing and modifying statements of purpose to apply at their level in the organization. This values their contribution and builds their ownership of the outcomes.

* Ensure the objectives and actions that flow from the “what” and “why” are realistic and achievable so your team experiences success as they move along each step of the way in your desired direction.

The Leading Well Bottom Line:

You don’t have to do it all on your own. Watch for details of our exciting new Leadership Coaching Club, coming soon. Visit http://leadershipcoachingclub.com/ to join the Priority Notification list.

Read past issues of Leading Well:

* You will find past issues of Leading Well and other useful information in the Leadership Skill Center Blog.
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FREE TELESEMINARS

We will notify you when the date for our next teleseminar is finalized but you can keep an eye on what’s available (including details of how to access recordings of past teleseminars) here.

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Services directory:

FREE MARKETING PLAN WORKBOOK - Have a look at this: One of the best resources on the web for marketing your services is Action Plan Marketing. Check out the website and download your free Marketing Plan Workbook and the first chapter of the InfoGuru Marketing Manual.

ADD AUDIO TO YOUR WEBSITE FREE - At the moment Sonic Memo Lite is free. The catch? You have to agree to join a mailing list (but you can always unsubscribe) and you will be offered a one-time opportunity to upgrade to the Pro version (but you don’t have to accept the offer). My suggestion is, if you do your own website, grab it while you can. You may even decide to buy the full version, which is what I use. Unlike other web audio systems that you have to pay for every month, this is great value at full price as it’s a pay once and use for ever deal anyway.

“Nothing in the world is cheaper than a good idea without any action behind it.”

Sam Walton

Good ideas with action build fortunes.

“Men, like nails, lose their usefulness when they lose their direction and begin to bend.”

Walter Savage Landor (1775-1864)

Setting direction is one of your five key areas of leadership focus.

Good leaders (both men and women) not only set direction, but hold fast when challenged, through times of doubt as well as through success.

To nail leadership, hold to your chosen direction and demonstrate confidence in your decisions through your actions as well as your plans.

HOW YOU CAN BUILD A MORE MOTIVATED TEAM

Imagine this scenario: You have just bungled your latest project…

You have so much work you need to do. You are becoming a workaholic, you have tensions at home, these new kids at work are getting smarter by the day and your next presentation deadline is looming large. Any normal person can make a mistake, but you know you should have known better.

You are sitting at your computer wondering if this major disaster will cost you your job, when your boss just happens to walk by. You are scared stiff, fearing the worst. But what does he do? He gives you an encouraging smile and says “I understand. Don’t worry. I know you will do better next time. You will get another chance”.

VOILA! Your whole world opens up for you. You feel the tension oozing out. You get the drive, the enthusiasm to give the project all your attention again and vow never to repeat your mistakes.
This is what good leaders do. They understand us and give us support when we need it. They understand the human psychology of motivation.

Imagine another scenario…

You boss comes up to you while you are with your colleagues and friends and gives you a tongue lashing in front of everyone, detailing everything you did wrong and trying to shame you into performing better the next time.

How angry, upset and embarrassed does that make you feel? Maybe you even feel like leaving your job then and there, just to show that you have some self-respect?

This is what bad leaders can do to us. They belittle and embarrass us, and criticize us in public. When people are treated this way it is de-motivating. Rather than being inspired to work harder and better, they are more likely to start looking for a new job.

To get good results as a leader, you need a motivated team.

As a leader, it is your responsibility to motivate your team. If your subordinates are not giving 100% then you need to look at how well you are motivating your people each time you interact with them. Are you lifting them up to new heights, building their enthusiasm and boosting their resolve to do better next time? Or are you dragging them down by diminishing their self-confidence and self-esteem?

We get more of the behavior we recognize and reward. If the only feedback you are giving your team is about the things they have done wrong, you may be unintentionally de-motivating your people. Look for learning opportunities, rather than problems to be corrected.

Your own outlook and attitude as a leader must be confident and positive, if you radiate a positive energy and create an exciting environment by your enthusiasm, you will not only get your own work done, but your team will be more motivated to help you get all the results you need.

There are many ways you can motivate people to do what you want them to do. One of the simplest is to just pass on all the praise you get for their work.

Everyone likes to be recognized and appreciated. This motivates us all to do better. When you motivate everyone on your team you will find it easier to get great results as a leader.

More on how to do this in the Quick Tips below:

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QUOTE OF NOTE

“A little knowledge that acts is worth infinitely more than knowledge that is idle”

Kahlil Gibran (1883-1931)

Don’t just think about becoming a better leader. Take action. Join us for the Leadership Coaching Club today.

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FREE TELESEMINAR

Do you want to:
* motivate, influence and inspire others to produce better results
* get your message across every time
* make a good impression whenever you meet someone new
* get that job you want
* overcome resistance to change
* maximize sales while you minimize complaints?

Join me next week as I interview Australia’s expert in the Art of Influence, Paddy Spruce, for a free live teleseminar next week. You’ll discover:

* How to make a positive first impression so you connect with people and open up the way to a positive outcome right from the start.
* What the five different Styles of Influence are and when you would use each one.
* The four Stages of any Negotiation and how to apply them, even in a corridor conversation.
* The top mistakes 99% of people make and how you can avoid them.

Register now

There are a limited number of phone lines available for the teleseminar so don’t delay your registration.

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QUICK TIPS FOR MOTIVATING YOUR TEAM

* People are motivated by the needs they have and the values they hold. If someone’s values are not aligned with the values your organization actually demonstrates, they will never be motivated to support you. If you are struggling to motivate people on your team have a close look at whether your organization demonstrates the same values you talk about.

* People are motivated when they see the opportunity to fulfill their own goals. Look for those times when a team member’s personal goals can be enhanced or expanded to align better with your goals for the whole team or organization.

* The things that motivate you will not always be the same things that motivate your staff. The better you get to know the people on your team, the easier it will be to ensure you are motivating them in a way that is best for them.

The Leading Well Bottom Line:

You don’t have to do it all on your own. Join us in September for the next Leadership Coaching Club and leverage off all the wisdom, insight and experience of other participants plus your mentor Kerrie Mullins-Gunst.

Share Your Tips With Us:

* What are you doing to motivate your team to better results? Please let us know by adding your comments to this posting

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AND DON’T FORGET THE COMPETITION just for Leading Well Subscribers:

Enter now and you could win FREE registration in the Leadership Coaching Club Ten Week Intensive. All you have to do is sign up for Leading Well then email us and tell us in 100 words or less:
1. What is the best thing about our Leadership Coaching Club Ten Week Intensive?
2. Why YOU deserve to win?
*** Please don’t enter unless you will be able to participate in the ten week program, starting September 13. See the full Teleseminar Schedule for details.

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Services directory:

FREE MARKETING PLAN WORKBOOK - Have a look at this: One of the best resources on the web for marketing your services is Action Plan Marketing. Check out the website and download your free Marketing Plan Workbook and the first chapter of the InfoGuru Marketing Manual.

ADD AUDIO TO YOUR WEBSITE FREE - At the moment Sonic Memo Lite is free. The catch? You have to agree to join a mailing list (but you can always unsubscribe) and you will be offered a one-time opportunity to upgrade to the Pro version (but you don’t have to accept the offer). My suggestion is, if you do your own website, grab it while you can. You may even decide to buy the full version, which is what I use. Unlike other web audio systems that you have to pay for every month, this is great value at full price as it’s a pay once and use for ever deal anyway. If you want it for free get it here.

Sometimes leading and managing people can seem quite overwhelming with all the different things you need to do and problems you need to solve. At times even experienced leaders and manager can feel driven to distraction by all the details, decisions and dilemmas. Yet you needn’t be.There are proven ways to rise above the confusion and complexity and some leaders succeed, even making it all look easy.

In my many years of coaching, mentoring and working with some of the best and most dynamic leaders and managers - plus some who struggled daily - I have made a deliberate and detailed study of what works and why.

I was curious about what it was that made leadership easy and effortless for some, while others - frequently even with similar qualifications or experience - struggled constantly to overcome all the challenges.

I’ve distilled all my research and survey results, all the observations I’ve made of the many leaders I’ve worked with over the years and all the feedback from participants in the seminars and programs I’ve been running across the country and around the world since 1993, and found there are five key areas that all the best leaders constantly focus on.

That’s right - just five! With some of the most outstanding leaders managing thousands of people, hundreds of projects and a myriad of details, there are still just five key areas they focus their attention on to achieve exceptional results.

These five key areas of leadership focus offer you the power to simplify and prioritize your efforts as a leader. When you focus your actions and attention on just these five key areas you will discover how easy, effective and effortless leadership can be.

These five key areas of leadership focus are the foundation on which I have built our exciting new Leadership Coaching Club 10 Week Intensive because, when you focus on them, they really do become your fast-track to easy, effective and effortless leadership success. You can begin to focus on these areas today. So what are they?

Your Five Key Areas of Leadership Focusâ„¢ are:

1. Gathering support
2. Setting direction
3. Getting your message across
4. Getting things done, and
5. Getting results.

When you focus your actions and attention on just these five areas, you will be amazed at how much easier and more effective leading and managing people can be. And I know you probably already devote some time to each of these areas.

But the key to their power lies in HOW you focus on them and exactly what actions you take step by step as you lead and manage your people. That’s what we concentrate on in the Leadership Coaching Club 10 Week Intensive. So I really do hope you will join us in September to discover how easy, effective and effortless leadership can be.

But whether you join us for the Leadership Coaching Club 10 Week Intensive or not, please focus your actions and attention on these five key areas and I know you will reap the rewards.

If you would like to print out a small poster to remind you of what your Five Key Areas of Leadership Focus should be, I have left one for you to download free here.

Please feel free to pass on a copy to everyone you know who would benefit.

More on your Five Key Areas of Leadership Focus in the Quick Tips below:

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QUOTE OF NOTE

“I am not interested in the past. I am interested in the future, for that is where I expect to spend the rest of my life”

Charles Franklin Kettering (1876-1958)

When you invest in your own future you can avoid the failures and disappointments of the past. If you are a leader or manager the best investment you can make will be to join us in September for the Leadership Coaching Club 10 Week Intensive.

What results can you expect to see if you do join us in September?

When you work with us you can expect to see rapid, positive and sustainable changes in your capacity to mentor, manage and lead, even difficult team members.

You will quickly become aware of just how powerful the tools we teach you are. You will more easily influence and motivate not only those who report to you, but also those to whom you report. Your enhanced leadership skills will result in your team’s improved performance and productivity.

Your confidence grows as you see consistent results when you apply what you learn.
You not only become more effective at what you do, but your productivity grows when you focus on the fundamentals that make all the difference to your success as a leader.

Your new insight into how to handle the problems and challenges that come the way of every leader begins to pay dividends. You learn how to encourage your team members to embrace change, contribute willingly and participate more actively. Conflict is reduced and real results come with a lot less struggle and effort.

It’s not that all the problems and challenges which are a part of leading and managing people magically disappear. They don’t. But you now know the best way to tackle them. Instead of feeling drained and exhausted at the end of your day’s work you are energized and satisfied knowing how much you have accomplished. Your enthusiasm is refreshed and everyone around you is revitalized and stimulated by your energy and motivation.

Leading people CAN be easy when you know how! Join a dynamic network of like-minded leaders, build your skills and learn how to maximize your results as a leader and manager easily and effectively through the Five Key Areas of Leadership Focusâ„¢.

You can move from ‘just managing’ to effortless and effective leadership and management in only 10 weeks with the Leadership Coaching Club’s new 10 Week Intensive.

But you have to know how and you have to be decisive.

HERE’S YOUR AMAZING INVITATION TO CELEBRATE THE LAUNCH WITH US

Look I’m so keen to have you join us in September that I will make this amazing special offer - just for the next 24 hours.

If you register in the next 24 hours you can bring a friend or colleague for free! AND you will still only pay the super-special introductory rate!

But you will need to be decisive. I mean it when I say this special offer is only for the next 24 hours. I really shouldn’t be making it at all because it is already at a heavily discounted introductory rate, but I feel like celebrating the launch of the Leadership Coaching Club. So think of this amazing offer as being a celebratory launch party and you are invited! Good leaders are decisive. Are you?

If I receive your registration in 25 hours you will still get the super-special introductory rate, but you will not be able to split the low rate in half by sharing with someone else. Don’t delay or you will miss out! This really is an amazing invitation.

Be decisive. Register for the Leadership Coaching Club 10 Week Intensive within the next 24 hours and you can bring a friend for free.
Register now.

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QUICK TIPS for focussing on your Five Key Areas of Leadership Focus:

* One of the keys to effective focus is to make sure our actions align with our intentions. Each time you are about to undertake a task, ask yourself which of the five key areas it is critical to. If it isn’t critical for one of the five key areas it may be something you should set aside or delegate to one of your team.

* You will find it difficult to focus effectively on these five key areas unless you have the core knowledge and skills that you require. Invest your time and effort in acquiring and honing your skills and understanding. Ensure you have identified and developed just the central ideas that deliver real value in each of these five areas for maximum results.

* When you are learning new skills it is important to practice in a safe environment. Don’t set yourself up for failure by trying out a new skill in a critical situation. Work things through with a mentor, coach or a trusted colleague before you apply a new skill in a critical situation.

The Leading Well Bottom Line:

You don’t have to do it all on your own. Join us in September for the next Leadership Coaching Club and leverage off all the wisdom, insight and experience of other participants plus your mentor Kerrie Mullins-Gunst.
Share your own tips with us:

* What are you doing to focus on these five key areas? Please let us know by adding your comments on the Leadership Skill Center Blog below.

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FREE TELESEMINARS

We will notify you when the date for our next teleseminar is finalized but you can keep an eye on what’s available (including details of how to access recordings of past teleseminars) click here.
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Services directory:

FREE MARKETING PLAN WORKBOOK - Have a look at this: One of the best resources on the web for marketing your services is Action Plan Marketing. Check out the website and download your free Marketing Plan Workbook and the first chapter of the InfoGuru Marketing Manual.

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“Human beings are compounded of cognition and emotion and do not function well when treated as though they were merely cogs in motion …

The task of the administrator must be accomplished less by coercion and discipline, and more and more by persuasion …

Management of the future must look more to leadership and less to authority as the primary means of coordination.”

Luther H Guilick, 1937

I’ve been doing rather a lot of travelling in the past ten days or so and when I see this quote, from way back in 1937, I’m reminded of that great travel anthem… “Are we there yet?”

For some more ideas on the different roles of leader and manager have a look at this article I wrote on Leadership Role Playing.

Somehow I think we’re still on the journey.

One of the hardest tests of your leadership can be how successful you are in managing change. Recently there has been some discussion at the Leadership Forum about how to create the sense of urgency that helps to embed change in your organizational culture.

I think some of the most practical suggestions for how to do this come from John Kotter. In his book Leading Change, he says that establishing a sense of urgency is the first step in his eight stage change process, and it’s a critical step.

To push up the urgency level, he says that the first task is to remove all sources of complacency, or to minimize their impact. He gives examples such as:

* eliminating signs or symbols of corporate success, excess or largesse (eg. sell the executive jet, move to more humble premises, cut back on lavish events for staff and clients and start counting the paper clips)
* set higher standards both formally in the planning process and informally in day-to-day activities
* review and tighten internal measurement systems
* vastly increase the amount of external performance feedback people receive (eg. ask for real feedback from customers and listen to their complaints)
* reward and encourage honest talk in meetings and genuine problem solving (this usually requires an external facilitator or consultant as it can be very confronting)
* cut out ‘happy’ talk from the top and replace it with ‘this situation is serious’ talk.

To really create a sense of urgency demands bold actions, many of which are risky and even unpleasant. Kotter would say if you are serious you should be doing all these things, and more, to ensure your message that things are serious just can’t be ignored. Many of these actions need to come from high up in the organization.

In general, people like to feel complacent and comfortable and will always resist your attempts to make changing more urgent. As the situation becomes more urgent, conflict will arise and people will become anxious and uncomfortable. You need to be prepared for this when you try to implement changes.

Many organizations find that it is difficult for the old leadership team (which has presumably had a role in creating the current situation) to shake people out of their complacency and create a new sense of urgency.

This is one of the key reasons why you might need to bring in an external consultant to help with a change program. And remember, we’ve helped dozens of leaders implement effective change programs. If you need to make sure the changes you are introducing to your organization are successfully embedded in your culture, call us on 03-985 3924 or email me kmg@kmgconsulting.com.au for details. You can download a brochure about one of our change management programs here.

More on how to successfully implement change in your organization in the Quick Tips below:

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QUOTE OF NOTE

“If you want things to stay as they are, things will have to change.”
Giuseppe Tomasi di Lampedusa (Italian Writer, 1896-1957)

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JOIN ME AT OFFICE 2006

You are personally invited to join me for the following seminars at the Office 2006 Exhibition at the Melbourne Exhibition Center:
* The MAGIC of Leadership - How to lead so people will want to follow you on Sunday 21st May
* Everyone Needs a Mentor on Monday 22nd May
* Seven Things You Can Start Doing Right Now to be a Better Leader on Tuesday 23rd May

When you register yourself as a visitor to Office 2006 you will receive a free ticket to these seminars, which would normally cost at least $35 each to attend. Take advantage of the free registration on the website now and save. I hope to see you there.

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QUICK TIPS FOR SUCCESSFUL CHANGE

* To overcome complacency, make sure you are not giving out any mixed messages about how serious the situation you are addressing is. Actions, signs and symbols, processes and procedures all communicate as much as words do, and sometimes even more.
* Watch out for individuals who grasp the urgency of your situation quickly and understand what has to be done. Enlist them as allies in spreading the word to others who may still be resisting your changes.
* If your changes are critical, don’t try to do it all on your own. Bring in experts to guide you and help you avoid the mistakes that could cost you dearly if you make them.

The Leading Well Bottom Line: Don’t assume your change program will just stick automatically. You need to be deliberate and determined in what you are trying to achieve.

SHARE YOUR THOUGHTS AND EXPERIENCES WITH US

* How do YOU make changes stick?

* What are you doing to overcome complacency, create a sense of urgency and make change stick in your organization?

Please share your ideas with us by adding a comment. Just click the comments link at the end of this article.

“True freedom is not the absence of structure - letting employees go off and do whatever they want - but rather a clear structure that enables people to work within established boundaries in an autonomous and creative way.”

Erich Fromm (1900-1980)

Operating in the absence of all structure is not only difficult, but stressful for most people.

When people are critical of someone’s leadership or management style you will find the themes that recur relate to inconsistent expectations and structure - things like:

• “You never know where you stand with her.”
• “He tells me to take more responsibility but always compains that he would have done it differently.”
• “I’m supposed to get approval before I act, but when I try to I’m told to just get on with it!”

It is often our role as a leader to provide structure for those on our team, by establishing clear and consistent expectations and boundaries.

Then it’s our role to get out of the way and let them do what they are meant to do!

“Do it. Try it. Fix it!”

Sam Walton

It’s easy to spend so much time trying to be perfect that we never really get anything done.

I believe the best leaders pursue excellence rather than perfection. The distinction might be subtle, but it’s also very powerful.

“A new idea is delicate. It can be killed by a sneer or a yawn; it can be stabbed to death by a quip and worried to death by a frown on the right man’s brow.”

Charles Brower, 1959

Smart leaders nurture and encourage new ideas, whatever their source. Are you listening to unlikely sources as well as your usual advisors?

“Everyone who does the best they can do is a hero.”

Josh Billings (Henry Wheeler Shaw) (1815-1885)

Are you recognising all the heros on your team?