The Gift Of Adversity – Executive Leadership Trainer Shows You How

Business Leaders: Are you worried about the economic impact on your business?

Management Trainers: Is this your best opportunity to create value for your company?

“To whom much is given, much will be expected”

I always loved that verse in the bible.  But as you will see, I have a MUCH different take on it.

Most of us tend to think it implies those who have all the benefits of a wealthy income and lifestyle have an obligation to give back.  This is not a bad idea.  Trusting in someone to reach down to those who are disadvantaged is a great idea.

But what if you’ve not been given all the advantages?  What if you’ve only been given dis-advantages… what can be expected of you?

I have been given much adversity – how much will be expected of me?

Likewise, you may be experiencing some adversity in your business or work.  How much is going to be expected of you?

Here’s the point: What are you learning?  Some may learn “that which does not kill us, makes us stronger’.  That’s a great lesson, especially given some of the hubris of our last economic boom in America.

It’s also true that we learn a lot of value… real value… when challenged by adversity.  This might be expected of you to help your company during this economic downturn.

But what happens when you’re given more than just a little adversity?  Or perhaps more adversity than your peers?  What then will be expected of you?  How much more could be asked of someone in those circumstances?  Yet still, it rings out… “To whom much is given… much will be expected”

For me, a part of that answer is in teaching others to recognize the value of adversity.  To do more than just learn from challenge and change, but to go the extra mile and actively seek it out.  Welcome adversity and change.  A question I ask myself is: ‘How much a better person would I be if a little adversity is beneficial?”  And then “how much better would I be if there were more adversity?” and finally I ask myself “How much better would I be to others if I learned from THEIR mistakes and adversity, not just my own?”

Ultimately, “How much better would I be to the world if I taught this perspective to others… to learn from others mistakes and challenges as well as my own?”

What would the world be like in 10 years? 20 years? 50 years?

I have a lot to teach from my adversity.  What do you have to teach from yours?

Alan Hill

612) 819-1803

http://srkinc.com

http://quantumcommonwealth.com

Minnesota Leaders – Now you can easily teach teams to solve problems

MN Executive Coach reveals how to solve system problems

Did you know your business is a series of systems … all linked together?

This troubleshooting process allows you to perform each step in isolation.  Oftentimes problems in systems are intermittent, which may trick you into believing that you’ve solved the problem only to have it reappear later.

Requirements:

This process requires you have a system diagram of all component parts or at least a complete understanding of the parts of the overall system and how they integrate together.

You will also need an escalation list of people, teams, departments that are responsible for systems connected to yours.

Process

C – Confirm

I – Isolate

R – Resolve or attempt to resolve

V – Verify resolution has solved the problem

E – Escalate to another if resolution process fails

Confirm – This step asks you to ensure you can recreate the problem consistently. Once you can recreate the problem consistently you can more readily isolate (the next step).

Isolate – This step requires the system diagram.  Systems are usually designed in a linear or ‘chain link’ fashion, which means each component is linked to (or dependent upon) 1 or 2 other components before it.  This uses the old ‘garbage in-garbage out’ idea – if you’re having trouble with the output of a particular component, look at the components that are connected before that component and also component in question.

One easy way to perform this step is to temporarily replace the component or modify the procedure and then re-confirm the problem (the previous step) disappeared.

In human systems you can ask the person to ‘imagine… for the sake of argument…’ an alternative idea, feeling, response or thought.  This allows the person to ‘try on’ or ‘swap out’ one thought, feeling or response for another.

Resolve – Once you are sure you’ve found the root cause, replace the faulty component or procedure.  In business systems, this might mean you improve, change or delete the procedure.  In human systems ask the person to try a 30 day experiment – where they agree to act as if this new thought, feeling or response is a normal response.  The agreement is after 30 days if they don’t like the feedback they get from the new behavior then they can go back to the ‘old’ way of doing things.

Verify – This step is important and overlooked.  It’s more than just rebooting the system or declaring the ‘problem is solved’.  It includes monitoring for a period of time to ensure the system is stable.  If the system is not stable, you may either go back to the Confirm step or Escalate (the next step).

Escalate – Systems operate within systems – which means they have isolated inputs and outputs.  Therefore the entire system may be getting an input that needs to be fixed.  Computer systems may be getting incorrect data from a database.  Human systems may be getting bad information.  If the source of the fault is outside of the system, then escalate using the escalation list.

This process is a simple method for continuous business improvement.  You easily implement this by teaching it to your team with instructions to place blame on the process, not the people.  Teach them to use this method everytime there is an irate customer, a product delay or other business problem.

Here’s a secret, you don’t have to wait until something is broken to use this process and improve things.

Check us out at http://quantumcommonwealth.com for more great ways we can help you grow your business.

Attention MN Inventors: Fastest Market Research Ever! FREE!

Entrepreneurs – do you have the Executive Coaching to know if your idea will sell?

How can market research uncover what your customers really want?

How can you do this BEFORE investing any money in a patent or business plan?

The best answer I ever received came from Margaret Thorpe from the Univ of St. Thomas Small Business Development Center. Took her longer to explain it to me than to do the research and find out the answer.

1. Identify the industry you are targeting as your customer.
2. Find out the big trade assocation(s) in that industry.
3. Research their annual convention keynote speech (web or trade magazine).
4. In that speech there is always 2 slides…
A. What are our top challenges this coming year
B. What are our top solutions for these challenges
5. If your product or service fits in with B. you have a winning product or service. if not, try another industry.

As a business development specialist in Minnesota, I’ve used this to help lots of entrepreneurs know if they have a winning idea before they invest any money. I advise them to do this quick study first before they even apply for patent protection because it’s so quick to do.

If you want to discuss further, please don’t hesitate to contact me. My website has my contact information.

Leaders can be made. What roadblocks are you creating as a leader?

How do leaders make ‘it’ happen?

Hard way: do it yourself (not a leader)

Easy way: Through others.

What to do? Show them what you are doing and why. Leaders have sincerely told me that ‘you can’t teach people to ‘get it’”. It is often defined as the capability of ownership or initiative. Often called the essence of leadership. Once we explore what ‘it’ is, invariably we find out there’s a process for helping people ‘get it’ and it’s quite simple. Tell them what they don’t ‘get’.

I call the leaders attention to the process of simply telling others what they see and inviting everyone else to see it makes the entire process easier.

Does this work for everyone all the time? Of course not. Underneath this all requires a willingness on the part of the leader and the followers. If someone is unwilling to ‘get it’ or if a leader is unwilling to share what they ‘get’ then there’s not much chance of success, if any.

How exactly do people get it? The process of asking ‘why?” ‘Why would they say that?” “Why would they do that?” “What did he mean by that?” “Why is that important to them?” This defines context, creating purpose and meaning to the actions. The benefit of this is the ability to create leaders out of employees, regardless of their role in the organization.

Sometimes leaders ask how something so simple could be so effective. I invite them to notice that this is the exact internal process they use to spot challenges and opportunities. This makes ‘leadership’ much less of a mystery and art. It becomes a skill that can be transferred and taught.

If you are willing to experiment, try inviting your team to ask ‘why’ for 30 days. Before you do this, assess their current level of initiative on a scale of 1 to 5. Look for evidence of increased initiative during the 30 day period and then re-assess. You will notice that this simple technique is an effective way to make leaders in your organization.

Alan Hill is a business and executive leadership coach in Minneapolis, Minnesota with ActionCOACH, the world’s number one coaching company. If you would like to learn more about him or to contact him for a private consultation, check out his website at http://actioncoach.com/alanhill

Effective leaders create strong followers – MN Business Coach Shows You How

Are you a leader?  Are you a strong leader? Do you exhibit strong leadership?

That’s good.  My question is, ‘What’s better than a strong leader?”  If the opposite of strong leadership is weak leadership, my question is what do strong leaders create? 

 

Strong leaders often create weak followers.

 

Look at every strong leader through history.   From Alexander to Lee Iacocca, once the strong leader was out of the picture, who was equipped to take their place?  Who was capable?  Alexander lost the unity of his empire within a generation, which was about the same before Chrysler was bought by private investment firm.  Strong leadership – a trait too highly praised in America – promotes weak followers. 

 

Leaders, especially strong leaders, need followers.  More importantly, I have noticed that followers need leaders, the stronger the better.  I submit to you that as followers become weaker, they find fault with their current leader and begin to seek a different, even stronger leader.  Just like eyeglass prescriptions become stronger and stronger as our eyes grow weaker.  It’s not the fault of the glasses our eyesight has become weaker.  When the strong leader is gone, even temporarily, direction, vision and purpose cease to exist.  This is no way to create a business or organization that lives on beyond the leader.

 

Strong leaders are not bad, it’s just there’s something better.  Sustainable leadership.  Take a different approach and make the goal of an enterprise to create strong followers, not strong leaders.  Currently to find leaders one must ‘hunt’ them (headhunters, remember that term?).  You look for the mythical ‘right stuff’ and once you find it, entice them with golden handcuffs, not great metaphors or models for your business viability long term.   

 

Sustainable leaders create momentum by providing encouragement.

 

Imagine instead farming a field of strong followers, each growing up ready, willing able and equipped to lead/follow, able to do both simultaneously – at once, together.  Imagine leaders who do not need followers and followers who don’t need leaders.  This is not about empowerment, it’s about why empowerment didn’t work.  Weak followers do not WANT to be empowered.  First we must create the desire to be self-sustaining.

 

My purpose is to create sustainable leadership for a business, community, organization or country.  How?

 

By equipping followers to lead.  Not just giving them tools to make effective decisions but equipping them with the desire and inspiration to be strong, not looking externally for support.  Many leaders today lend their ‘strong leadership’ to an organization because that’s exactly what they were hired to do.  That promotes followers who are continually looking to someone else for their direction.  

 

Takeaway for you: Call it a lab exercise or experiment:  As a leader, REGARDLESS of your position in the organization, for 30 days, create momentum in your organization by simply providing one thing, encouragement and praise.  Use the words ‘That’s right!” or “you’re absolutely right” at least 10 times each day to different people.  Employees, managers, your boss, your customers, heck, even your competition.  Speak encouragement to their ideas, vision, desires, hopes and dreams.  What I want you to notice is how much momentum this creates for all the stuff that needs to get done and all the improvement that needs to happen.  You can doubt this will work, but you’ll never know it won’t work if you never take me up on this challenge. 

 

What I want is for you to respond with the changes that are made in your organization once you’ve tried this experiment. 

 

I invite you to notice how much stronger your organization’s followers will become.   

 

Alan Hill is a business and executive coach in Minneapolis, Minnesota with ActionCOACH, the world’s number one business coaching company.  If you would like to learn more about him or to contact him for a private consultation, check out his website at http://actioncoach.com/alanhill  

 

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MN Business Owners: Create leaders in your organization

How do you create leaders? 

 

Technicians are built on skills (Engineering, science, architecture, computer programming), Leadership is built on character (Integrity, Honesty, Virtue, Service) and the importance of relationships.

 

Are you born with character?  Can character be taught?  Can character be created?

Can character be measured?  Can leaders transfer character to technicians and employees?  Can leaders transfer character to other leaders?

 

Yes. By using the right systems to do it.

 

In our society, educational systems transfer skills (School, University, On-The-Job training) while families and religious institutions are for creating character, which they do through stories – about family experiences or religious stories. 

 

Leaders are always assessing people’s character.  They understand that relationships are built on character and business is built on relationships – therefore, it’s critical to be able to assess character in a potential new hire, vendor or customer.

 

Imagine using the systems for transferring skills to create and transfer character.  Go beyond simply discussing ethics in a classroom and create a “character creating” course, designed to transfer character like honesty, integrity and service. 

 

What would the course look like?  The same as for a skills based curriculum.  Lecture on concept and applications, do a lab exercise and then test.

 

For example: a class on “Service”. Teach the importance of service to others.  Explain the concept of creating more value than you are asking in return.  Explain how it applies to sales or customer service.  Do a lab exercise in the workplace where the student applies the concepts to their job.  Track and test the results.  Do customers buy more?  Does the customer satisfaction survey show higher customer retention? 

 

The first step is to determine what character you want in your business.  Make a list of all the values that are critical to the success of your business.  Then determine how it will be measured (increased sales, greater customer loyalty).  Now it’s just a simple matter of creating the class materials.

 

If you would like a jumpstart, contact me for a FREE list of character values at (612) 819-1803 or email alanhill@actioncoach.com.

 

Alan Hill is a business and executive coach in Minneapolis, Minnesota with ActionCOACH, the world’s number one business coaching company.  If you would like to learn more about him or to contact him for a private consultation, check out his website at http://actioncoach.com/alanhill  

Minneapolis Business Leaders, Become a Transformational Leader

Labor Dimensions

Leadership Dimensions

Multi-Dimensional Thinking

Develop instant leadership skills by asking great questions

Use the Transformation Matrix and become a transformational leader

 

Transforming from a manager or technician to a leader requires changing from having great answers to having great questions.  Questions designed to make your team think and inspire them to reach beyond the obvious answers.

 

I remember working with a CEO of a national construction firm.  During an initial meeting with a consulting group discussing ways to transform the company, the consultants made the mistake of stating ‘cheaper faster or better, you get control of your choice of two, we control the other one’.  The CEO ended the meeting rather abruptly by emphatically stating that in order to compete in his marketplace, his customer was demanding cheaper, faster, better AND more – and in order for him to be competitive he needed consultants ready to help him achieve improvements in all areas.

 

The simple solution for this CEO was to challenge his team to change how they perform their work to achieve gains in all areas – Cost (cheaper), Productivity (faster), Quality (better) and Capability (more).  These dimensions are the focus of technicians, engineers and skilled labor.  By creating trade-offs in these dimensions they create a balance of speed, performance, quality and capability.  What labor can’t do is achieve gains in all dimensions.

 

Leaders focus their attention in other dimensions.  Referred to as the ‘5 W’s of a leader; Who, What, When, Where, Why and how are the key dimensions great leaders relate to when considering any challenge or opportunity (see chart).  A transformational leader is able to combine these dimensions together to get powerful results.

 

Let’s say your team shows you a competitor’s new product that is significantly cheaper than yours.  Your team advises you that in order to match this, you’ll need to either decrease the quality or features or both and are asking for your decision.  What do you do?

 

Look at the combined chart.  Now you can ask transformation-based questions that cause your team’s thinking to expand.  Can you change ‘who” your customers are?  Can you change ‘where’ you get the raw materials in order to decrease your costs?  “What” additions can you incorporate into the product to increase the value?  “What” other uses are available for your product?  Can you change ‘how’ you manufacture the product by using different materials (plastic instead of steel)?  Can you change ‘where’ you manufacture the product – producing it on the customers premises – eliminating shipping and packaging costs? 

 

Using this matrix will allow you to lead your team to greater achievement in your marketplace.  Teaching this matrix to your employees and systematizing it’s use throughout your company will create a sustainable competitive advantage through continued innovation, which will turn your company into a transformational company.

 

Alan Hill is a business and executive coach in Minneapolis, Minnesota with ActionCOACH, the world’s number one business coaching company.  If you would like to learn more about him or to contact him for a private consultation, check out his website at http://actioncoach.com/alanhill  

Attention MN Business Owners…. Does Your Product or Service “Make or Break” Your Customers?

Creating compelling value.  Are you a transformational company?

 

Are you offering compelling value or just another ‘me too’ service?  Can you pick a client in an industry you serve and make them the dominant industry player because of your product or service? 

 

I know of a company http://www.internetbusinessseo.com that you might think of as a Search Engine Optimization company.  In reality, they decide who becomes the player in their industry because they determine who is ‘found’ on the Internet.  One of their customers is a roofing company.  If you look for roofing in a particular geography, you’ll find this client at the top of the search engines.

What does this mean for the client? Bottom line, more closed business.  

 

Internet Business SEO is a transformational company because their customers become industry leaders.  Who would you rather hire… a website developer who can give you a pretty website or someone who can deliver prospects to your business via the Internet?  Look over your suppliers and vendors.  Who among them have come to you with a compelling service to make your company the leading player in your industry? If you’re like most companies, the answer is ‘no one’. 

 

Can you pick a company and make them the dominant industry player by using your product or service?  If not, what changes or additions would you make to become the ‘king maker’?  When you’re the one that can ‘make or break’ your customers, you’re definitely not competing on price.  Even better, you get to choose who you want to work with, people who deserve to work with you.  Train your sales team to deliver this compelling message each time they meet with a prospect.  Sales becomes much, much easier.

 

Once you determine how you add compelling value to your customer – work on how your services make and create entire industries.  This allows you to achieve incredible and sustainable growth in your company regardless of the market trends because you’re irresistible.

 

Alan Hill is a business and executive coach in Minneapolis, Minnesota with ActionCOACH, the world’s number one business coaching company.  If you would like to learn more about him or to contact him for a private consultation, check out his website at http://actioncoach.com/alanhill  

 

MN CEO’s: Tired of IT Project Expenses?

Minnesota CEO’s –  change the employement game for your employees to bring more value

 

Problem: Frustrated, unappreciated technical talent that doesn’t understand their value.

Solution: Treat them like the talent they are, like top producing movie stars.

 

I believe that the troublemakers are the ones that bring opportunity.  Someone who’s frustrated in their work is frustrated because they believe it can and should be better – they just may not be able to express the desired change in a way that others are able to understand and act upon.  For example, I heard the story of a manager at Sun who many years ago complained to the owner that he was frustrated and leaving.  The owner asked exactly what he felt needed to change and received quite an earful.  The owner told him something to the effect of ‘looks like you have a big job to do implementing these changes, you’d better get busy’.  The owner knew how to change the frustration into action.

 

The story about the coming to a particularly ugly head of the bitter dispute between network admin Terry Childs and his managers (see http://www.cio.com/article/444526/Tech_Workers_Smoldering_Discontent), is about a frustrated employee and a supposed ‘incompetent boss’.  I believe the question is how to change the rules of employment so as to prevent frustration.  This is a similar situation in many ways to the labor movement in the US that created unions.  Employees felt they were being taken advantage of and so they unionized in order to create a better work environment for themselves.  Today technology workers are experiencing similar frustrations yet they reject the notion of unionizing, they perceive themselves as different from the ‘union mentality’.

 

Where then, is a workable solution to this quandary?  In the entertainment industry there are talent scouts – they ‘lock up’ the best talent by securing an exclusive representation agreement.  Interestingly enough, the way top talent is ‘sold’ is by reputation and by potential draw power, i.e. this star has a phenomenal box office draw and the movie will make you more than what you pay them.  Imagine bringing this model to the ‘frustrated tech industry’.  

 

If I were a recruiter I could package up a superstar team of the best database analyst, best web developer and the best Project Manager etc., pick a target company and ‘sell’ them.  The pitch is this team is able to get the job completed in ½ the time because they already have the experience and code components ready to go.  Now I’m selling the best solution economically, not just a body or a team.  Repeat this process for an entire IT shop – now IT workers are finally focused on delivering real hard dollar business benefits instead of chattering on and on about buying more IT hardware for no clear or understandable purpose.  They are finally able to show they are worth more than they are being paid. 

 

However, just like in the entertainment industry, if an entertainer doesn’t want to do the project then they don’t take the gig.   It’s up to the talent scouts to find the best replacement.  No more frustration for the IT worker, they pick the companies they want to work for. 

Smart IT talent would understand that the code they create is theirs to license out to their employer.  As they grow their experience they also grow their application base.  They can then offer reusable components and start selling those to other companies.  This would have to be negotiated, hence the value of the talent scout to the formerly frustrated IT worker. 

 

For example, a company may want to expand internationally.  They turn to their IT department managers and hear a bunch of IT speak on language conversions, database redundancy and security, etc.  The CEO turns to the talent scout who says ‘yes, I have a team that’s developed international applications and they have most of the application you need already designed and coded.  It will take them less than 3 months to deploy (one business quarter)”.  “Oh, yes, this team already works for you on contract but I own the rights to them and their code’.  Would you like me to have them move forward with this new project?”

 

Same thing for support teams.  Clearly identify how they are providing more value than they are charging in the form of their paycheck.  These people are now sold as an insurance policy against downtime.  Keep metrics on their downtime and return to service metrics – now when the discussion comes to ‘lets make support cheaper’ you have a value metric.  Team A has this downtime metric, Team B has another downtime metric. Cheaper equals this much more additional downtime risk.  Is your business ready to assume that additional risk?   It also gives a competition metric for the support team. How well do they stack up against global support?  What areas do they need to improve upon?  How much have they improved system uptime?  Is that trend increasing or decreasing? What about new systems, are they deployed faster and more stable? 

 

Compare this to the revenue this system brings in.  Now business owners and managers have a way to appropriately size support.  High revenue systems get high value support and less downtime risk.  Low revenue systems get low cost support and take on more downtime risk.

 

As these support teams create innovative support solutions, automated support tools and a knowledge base, these are owned by the team, not the company.  This would require a talent scout to negotiate on their behalf so that the value is retained by the team. 

 

Business owners would finally be able to quantify the value of their IT team and they’d be able to finally have an IT group focused on creating real business value.

 

Really smart companies would lock up the rights on their own talent before they ‘unionized’ by signing exclusive representation agreements with talent scouts.  Imagine your Human Resources team out there ‘locking up’ the rights to the top IT talent.  Not just hiring them but getting exclusive representation rights (yes, a contract). 

 

Bottom line, IT workers are not able to sell their value.  It’s why they need someone to negotiate on their behalf. 

 

Alan Hill is a business and executive coach in Minneapolis, Minnesota with ActionCOACH, the world’s number one business coaching company.  If you would like to learn more about him or to contact him for a private consultation, check out his website at http://actioncoach.com/alanhill

Are You Ready to Have a Values Based Business?

 

As an executive coach I have a fun exercise that I walk business owners through.

First we define their personal, business customer and employee values.  This helps them build a sense of community.

 

Then I twist it on them and ask them where is the business system that supports that value.  After the blank look I press further and ask, “Well, it says here you’re a fun company, where is your system for fun… your ‘fun’ system”?  “I see your accounting system, your payroll system, your customer tracking system, but I don’t see a fun system.  How then do you ensure your business is living the values you represent?”  As an aside, this gets really fun when customers have list ‘hard work’ as a corporate value.  “Really? Well where is your system that makes sure work is as hard as possible?”

 

I worked through this exercise with a local chiropractor.  He actually listed fun as a company value.  After we discussed it, I asked him to imagine having a ‘virtual bucket’ of fun things to do.  I told him he was responsible for defining what ‘fun’ is and documenting that for his company.  His employees are responsible for filling up this bucket with items: prizes, coupons from local merchants, free meals at restaurants, etc.  And since we’re working on creating a business that works without him, his employees are primarily responsible for rewarding fellow team members and customers whenever they see something fun happen. 

 

At that point I told him he’d then be able to keep metrics on exactly who is creating fun in the workplace.  Tracking that against his revenue increases will allow him to measure the difference of having values based systems means to his business.

 

The point is, when you are ready to have a values based business you have to design and create value systems that ensure those values are being performed.  It’s not about having a values statement that you hang on the wall and hope customers and employees ‘get it’.  Business owners that succeed are willing to create the values they want and systemize it so those values continue without the owner being present.

 

If you’d like a complimentary values worksheet, contact me.  It could begin to make the difference between having a values statement and a values based organization.

 

Alan Hill is a business and executive coach in Minneapolis, Minnesota with ActionCOACH, the world’s number one business coaching company.  If you would like to learn more about him or to contact him for a private consultation, check out his website at http://actioncoach.com/alanhill.