Jun 29, 2017

Results: Next Generation Methodologies

I’d like you to remember a time when a boss told you what to do. They gave you a command, a directive. This person told you what they wanted, when they wanted it by, and how to do it in detail. And, this person told you that if you didn’t accomplish the order by the time they wanted it and in the way they wanted it, that there were severe consequences to be paid. If you did do it as told, then you would keep your job. Dwell on that event for just a moment and then let it go.

Now, imagine a time when you worked with someone that you shared a vision of something greater with. This could be in business, at home, in a volunteer organization. This person you worked with has asked you to do something to further the vision. You were given a time frame that it needed to be done within and given the outcome or result desired and you were allowed the autonomy to decide HOW you would get the outcome or results. You were also told that the successful accomplishment of this project would result in getting this much closer to reaching the vision. Dwell there for a moment and hold on to it.

Think about the difference between the two experiences. Notice the thoughts and the feelings that were elicited. Which one brought you the most pleasant experience? Which one caused you to feel negatively?

In the 80’s and 90’s, “Management” was a big deal. You heard names like Drucker, Peters, and Senge. You still see their materials around. Those individuals were very process-focused and their ideas and processes revolutionized manufacturing. Because of the great results, many tried applying the process-focused approach to people.

Then, you started to see and hear of people like Covey, Robbins, and Branson. They saw people as more than part of a process. They began the movement toward seeing people as capable, resourceful, and creative. They are people-focused.

With the change that has taken place in the world’s technology and workforce, the Covey’s, the Robbins, and the Branson’s style has proven to be the more effective. Here’s why, jobs in the past were algorithmic; a straight-line process of do this, then this, then this, and the job is complete. With more technology comes more jobs that are Heuristic; meaning there is no precise end-to-end process, but require creativity and the ability to navigate through a maze of ideas, discussion, and events to get to the desired outcome.

Has the business world caught up to the change needed for heuristic-type work? The fact that we still use the terms “management”, “manager”, and “director” tell us the business world is still lagging behind when it comes to people. Yes, we use the term “leader” and “leadership” today and we put “managers” through “leadership training”. But, can a Manager become a Leader?

Leadership is more about Mind-Set than it is about Skill-Set.

Fully consider, if I ask you if you want to be “managed” or “led”, how would you answer? Like you, most people want to be self-directed. If a person responsible for leading others to reach a goal doesn’t have the right Mind-Set first, then all of the leadership skills training will matter very little. They still will not see people as able to act (correctly) without their direction.

People also have the need to contribute to something bigger than themselves. If not allowed to do this within their company, most people have found an outlet in the power of Social Media. It has been used to let people’s voices be heard that would normally have been silenced. It has been used to elect a President in the U.S. (twice) and topple governments in the Middle East. It has also been the cause of companies’ stock to fall through Tweets, videos, and comments. Where do you prefer your people’s ideas and comments get viewed, within a safe corporate environment, or out there for the entire world to see?

People want stability and, right alongside it, they want variety. They want to feel connected to others, either at home or at work, or both. They want to feel that they mean something, that they are significant. And, they want to grow, or, at least they want the opportunity to grow set before them.

Take a look at the picture at the beginning of this post and observe some of the differences between Management and Leadership and how they can impact a business, maybe your business.

Letting go of control and fully accepting the responsibility to lead with the power of the vision, leading with the “Why?”, is a major step for most executives. Why should the employees give their all to the company? Why should they give more value than the compensation they receive? Why should they freely give of their Intellectual Property and their heart? Hopefully, you have an answers to those questions that are extraordinary!

Companies whose leadership understands and implements a people-focused leadership culture will outperform those that are stuck in the Industrial Age management philosophy. Note this article from Inc.: https://www-inc-com.cdn.ampproject.org/c/s/www.inc.com/amp/154561.html

Lastly, I want to ask this question: If you had the choice of the following three types of employees working for you, which one would you choose?

The contributors – the people that show up for work, do what they’re supposed to do, and collect a paycheck

The valuables – These are the people that do the extra things, the things that make you glad they work for you

The Invaluables – these are the people that go out of their way to “build a better mouse trap”, to find problems that no one has seen, or they haven’t looked for an answer. These are the people that see the company has a 90% customer satisfaction rating and think that’s terrible and come to you with a solution to make it better. These are the people that see that you have a 30% closing ratio in your Sales Department and come to you with a way to make it 50%. These are the people that you don’t ever want to leave!

The way you develop and cultivate this type of employee is by “going first”, setting the example in responsibility and accountability, trust, being inspirational instead of motivational, letting them know that they’re significant and that their contributions are important and that you will provide variety and stability for them. By being this type of leader, you and your company will be wildly successful!

So, what is the next step in achieving results? I guarantee you, the answer will blow your mind and grow your bottom-line exponentially! Request my Special Report The Ultimate Business Trifecta and find out today: http://trans-think.com/UltimateBusinessTrifecta

Please feel free to comment and share this post. And, if you would like to learn more, contact me TODAY!

+++++++++++++++About Dr. Edward Lewellen++++++++++++++++

Dr. Edward Lewellen is an expert in creating methodologies for people to learn to use their mind; their beliefs, thoughts, and behaviors, and put them back in control of their lives and become top-producers. He is a Master Executive Coach, leadership and sales expert, and keynote speaker for some of the largest global organizations.

Author of The 90-Second Mind Manager