Leadership

How to Attract and Retain the Right People

If you’re one of the many executives struggling with finding and keeping the right people to propel your business forward, you’ll find these insights helpful.

If you’re frustrated by trying to motivate people, work instead to develop a company where people are self-motivated – where they do things because they want to. When we’re inspired, we enjoy our work, we’re productive, and we’re proud of our efforts. We remain focused and committed to the task at hand. In short, we put forth out best effort.

An organization will attract and retain a team of people dedicated to the success of the organization and its goals when it has a Purpose, a Mission, and a set of Values that it lives by, effectively communicates them throughout the organization, and measures its actions and decisions against them. Let’s define what Purpose, Mission and Values are and talk about the implications of having them clearly defined and embodied in the organization.

Purpose:
Purpose is the “WHY” of the equation. Purpose defines why we do what we do. It defines why we go to work each day. Without purpose, people just go through the motions and as most of us know, there’s a great difference between activity and achievement. Having a purpose creates a yardstick, so to speak, to measure our decisions against. It helps us become passionate, helps us to select among the many options presented to us, helps us make better hiring decisions, and keeps us on track. It’s possible to succeed without a clear purpose, but having one speeds and magnifies the results.

When a company has a clearly defined purpose it begins to act as a magnet, attracting the kind of people who will further the purpose; people who are like-minded. Not only will having a purpose retain the right people, but it will also act to attract them. This is the power behind the success of many not-for-profit organizations. Although they often are unable to pay their staff great sums of money, they continue to attract and retain people who are dedicated and who work hard to achieve the purpose of the organization. While your organization’s purpose may not be as altruistic as a not-for-profit’s purpose, it definitely plays an important, almost critical, role.

How you develop a meaningful purpose? Involve people throughout the organization in order to develop and distill the essence of why your organization exists. Don’t simply rely on the executive team to develop and then dictate the purpose to the group. And certainly don’t rely on an outside company to create your purpose for you! It has been my experience that a well-defined statement of purpose is a single sentence, crafted to capture the essence of “why” the organization exists using as few words as possible and resonating when read or spoken. This brings clarity and energy to it, and makes it much easier to keep in mind when making decisions and policies.

Mission:
Mission is the “WHAT” of the equation. Mission defines what the company does to achieve its Purpose. The better defined a company’s mission is, the easier it is to choose among the many opportunities that will present themselves. A mission – the means to achieve the Purpose – can be fairly narrow or be somewhat broad. However, one that is too narrow can unduly restrict an organization from considering opportunities that would otherwise be an excellent fit, and one that is too broad offers no guidance at all and may cause an organization to spread itself too thin, do a poor job at everything, and essentially dilute its effectiveness.

How do you determine an appropriate mission? Again, remember to involve people throughout the organization to develop and distill the essence of what your organization is about. Don’t simply rely on the executive level to develop and then dictate the mission to the group. Work to strike that balance between clarity and confinement – not too broad, yet not overly restrictive.

Values:
Values are the “HOW” of the equation. Values define how the Mission will be carried out in an effort to achieve the Purpose. They define the “rules of the game”. Some of these values will come to mind quite easily, things like honesty, courtesy, kindness, and ethics. But some other important values will only surface when brainstorming takes place – when different perspectives and voices are heard. Values like authenticity and vulnerability may be placed on the table for consideration. (Which, by the way, are two essential qualities of an exceptional leader.) It doesn’t matter which values are decided upon as being important to the company. What is important however, is that whatever they are, everyone in the company lives by and supports them. It’s important that the policies and decisions of the company are in alignment with them. If the company has an acknowledged list of values it purports to live by and then chooses to ignore them, the list becomes a sore point and acts as a negative reflection of what kind of organization you really lead.

When a company has clearly defined its Purpose, Mission, and Values, then all decisions, policies, and actions will have a measuring stick to keep them on course and you will have an organization which attracts and keeps the best! You’ll create an organizational culture which naturally acts as a magnet to attract and retain like-minded people. And you’ll also have the framework to interview about the things that matter most to you and your organization. No longer will people be hired based solely on technical abilities or simply to fill seats.

Exceptional leadership inspires the best effort in others!

How Great Leaders Bring Out the Best in People

Great leaders bring out the best in people. In fact, that’s what makes them a great leader. They bring out the best in their team, they bring out the best in their organization, they bring out the best in their vendors, and they bring out the best in their customers. The art of leadership is learning how to bring out people’s best.

Here are five things a leader must do if he or she wants to be truly effective:

1. Treat People Like People
If you really want to bring out the best in people, you need to treat them like…well…people, rather than things. When we interact with people without compassion, empathy, or understanding, we’re relating to them as things.

The consequence of treating people like things is that you’ll get compliance, but not commitment. In contrast, when leaders regard people as people, they recognize that everyone – regardless of position or title – has hopes and dreams, needs and desires, goals and aspirations, fears and stress, and strengths and weaknesses.

A leader who regards people as people adopts an attitude of being of service to them. He or she helps them to be their best, to correct mistakes for the future, and is empathetic towards them and the feelings they have.

Leaders who treat people like people bring out the best in them.

2. Treat Adults Like Adults
If you want to bring out the best in people, you also need to treat adults like adults. Unfortunately, leaders often fall into the habit or pattern of treating adults like children. What constitutes treating adults like children?

When a leader micromanages people, he or she is treating them like children. When a leader doesn’t trust his or her team to follow through and act responsibly, he or she is treating them as children. When we micromanage people, it demonstrates a lack of respect and trust. It sends the message that we don’t trust them to do what needs to be done and don’t trust their judgment.

Why would a leader treat an adult like a child? The most prevalent reason stems from the flawed perspective that if people aren’t told what to do, they will do the least amount of work possible, doing just enough to keep from losing their job.

In order to treat people like adults, we need to eliminate the false perception that people will do as little as possible if left to their own initiative. Most people truly want to do the best job possible and take pride in the work they do.

An effective leader ensures that people have the right tools, the appropriate skills, and the proper judgment to do their job effectively. Then, the leader can confidently delegate tasks and hold people accountable for getting their work done accurately and in a timely manner.

Leaders who treat adults like adults bring out the best in them.

3. Earn Trust and Respect
The importance of earning the trust of the people you lead is well accepted yet still remains an issue. Trust is earned through having integrity and is absolutely essential for keeping people engaged. A leader who lacks the trust of others has a difficult time influencing and inspiring them. It’s not simply a matter of being honest, nor is it a matter of not being dishonest. Our integrity is reflected in what we do and who we are. People assess us by our words and actions over time (although a single negative event can change that opinion instantly). We don’t earn trust by how we act during major events, but rather how we act in everyday situations. Our words and actions will carry more weight and have greater impact if we’ve earned the trust (and respect) of others in advance.

The level of trust and respect given a leader by his or her team determines—to a great degree—the lengths people are willing to go for them. A leader who has earned a high degree of trust and respect creates a loyal team. A leader who has earned trust and respect gains the ability to greatly influence the actions and performance of his or her team. And a leader who has earned trust and respect will be more easily and more quickly forgiven for mistakes they make. And we all make mistakes…

Respect, like integrity, is one of those things that no one argues against. Yet not every leader earns the respect of his or her team. If a leader wants to be influential and bring out the best in people, he or she needs to have the respect of those they lead. There is a big difference between compliance and commitment.

We earn respect by showing respect and we demonstrate respect by how we interact with others. We show respect to people when we give them our full attention. It demonstrates that we care about their ideas and concerns and that we feel what they have to say is valuable. People can also feel they’re not respected when they’re spoken to in a manner that either minimizes them or makes them feel they and their ideas are being dismissed.

Leaders who earn the trust and respect of people bring out the best in them.

4. Show Appreciation and Recognition
In order to bring out the best in people, people need to feel valued. And in order for people to feel valued, a leader must show appreciation for their efforts and recognize them for their accomplishments. Being taken for granted is disheartening and demotivating, but it frequently happens in the business world, nevertheless.

Some leaders adopt the attitude that people are paid to do a job and therefore the payment of a salary is sufficient appreciation and recognition for their work. While it’s true that people have an obligation to do good work in exchange for fair pay, people are still people. They have emotions, pride, fears, self-esteem, and a desire to please.

Recognition is typically offered as a reward and acknowledgement for an accomplishment. Public recognition boosts a person’s stature within an organization and enhances their self-esteem.

Appreciation, on the other hand, is generally shown in response to the effort someone makes, rather than an accomplishment. Sincere appreciation is generally spontaneous and heartfelt – given from one person to another. When we show appreciation for someone’s efforts, it communicates that we respect and value them.

Leaders who show sincere appreciation for people bring out the best in them.

5. Develop Compelling Strategic Initiatives
When leaders develop a strategic initiative that incorporates a compelling reason, it tends to bring out the best in people. People do their best when they’re inspired by and aligned with the work they’re doing. When people are working on an initiative that matters to them, they’re engaged and enthused.

When an initiative matters to people, they invest their discretionary effort in developing creative solutions and overcoming the inevitable obstacles that present themselves.

People will give (and be) their best for something they believe in. Accomplishing a meaningful initiative is personally and professionally fulfilling. Effective leaders provide a reason to accomplish something. They understand that an initiative without a “why” is simply a goal – and no one gives their all for a simple goal. A good strategy addresses an issue or problem and provides a direction for the company. It also provides a compelling reason for the initiative (a cause, a philosophy, a passion), creating a desire to achieve it.

Leaders who help people stretch and use their creative abilities bring out the best in them.

5 Strategies for Becoming an Inspiring Leader

For years, leaders have asked me how to motivate people. Regardless of whether you’re talking about large teams or small teams, sales teams or project teams, the answer is the same. You can’t motivate people.

Motivation comes from within and people are either self-motivated or they’re not. It’s one of the main reasons that only a handful of people respond to sales promotions or contests. Only the people who are driven by money will respond, while the rest won’t.

The most effective means of spurring people on to better performance and greater results is by inspiring them. In contrast to motivation, which comes from within, inspiration comes from others. The dictionary defines inspire as “To exert a stimulating or beneficial effect upon, or to arouse with a particular emotion.”

We – as leaders – inspire people by who we are, by what we do, or by what we did.

Why strive to be more inspiring? Here are some notable benefits of being an inspirational leader:

It elicits an emotional response
It creates the desire to accomplish or achieve something
It sparks the imagination as to what is possible
It creates belief
It creates enthusiasm
It creates hope
It creates admiration
It creates respect
It causes people to want to emulate us

When people are inspired, they aspire to reach new heights/goals and resolve to overcome obstacles, challenges and fears. They begin to dream bigger and regain hope that they can achieve those dreams. And when people are inspired by you, they make an effort to emulate you, they strive to be respected by you, and they become willing to align themselves with your passion, vision, or cause.

As you can see, the impact of being inspiring is significant. Of course, the big question is how to become inspiring. What transforms a leader into an inspirational leader? Here are five strategies for becoming a more inspiring leader:

Never miss the opportunity to share what you’re passionate about. People are attracted to and respond to leaders who are passionate about something. When a leader is passionate, people will follow then and be inspired by them.
Use stories to make your point and paint a picture. People relate to stories and analogies, and when told effectively, will evoke an emotional response. Stories can be very inspiring.
Share past challenges that you’ve overcome. It doesn’t have to be a major life altering challenge; it can be any kind of physical, mental or emotional challenge you overcame which made a difference in your life. People are inspired by those who overcame adversity.
Set an example of high integrity. Do what you say you’re going to do. Show up on time. Return phone calls and emails. Finish projects on time or ahead of time. And don’t be afraid to let people know when you’ve gone out of your way to do what you said you would do. People are inspired by leaders who earn their trust and respect through their actions.
Let others know what matters to you. Become clear on the values that matter most to you. Reflect throughout the day as to whether your actions are in alignment with those values you say matter. Leaders who live their values inspire people. (Conversely, saying one thing but doing another is not very inspiring.)

If you want to move your team into high gear, forget about trying to motivate them and instead, focus on becoming an inspiring leader.

How to Develop Executive Presence

Executive presence is one of those things that’s hard to define, but essential to a leader’s ability to earn respect, influence others, and drive results. A person can have executive presence regardless of title or position. It’s not an elitist attitude or one of superiority, but rather one that projects an aura of credibility, confidence, and authority.

Having Executive Presence is the ability to project mature self-confidence, to project a sense of being able to take control of difficult situations, and to project the ability to make tough decisions. There’s no one thing that creates executive presence, but rather a combination of a number of factors. These factors fall into three categories – Appearance, Communication, and Demeanor.

Appearance
A leader can project competence and confidence with their appearance, which is composed of their dress and their body language.

People form opinions about others based on how they dress. They notice things like sloppy vs. neat, clean vs. dirty, formal vs. casual, poor fitting vs. well-fitting, and sense of style vs. lack of style. If you want to improve your executive presence and instill confidence, choose clothing that fits well, is clean, and displays some sense of style. Choose clothing appropriate to the office environment. A tech executive would generally dress differently than an investment banking executive.

We also communicate a great deal through our body language. Good posture projects strength and confidence. Poor posture projects weakness and a lack of confidence. A crisp pace suggests good energy, while a slow pace can appear as low energy. A firm handshake vs. a weak handshake, an appropriate level of eye contact vs. very little eye contact, leaning in vs. leaning back, sitting straight vs. slouching in a chair. Each of these actions either projects strength and confidence or projects weakness and a lack of confidence. If you want to instill confidence, you must appear confident.

Communication
Communication is effective when your message is clear and the person/people you are communicating with receive and understand that message.

You need to choose your words carefully, provide all the necessary information, and do so in a way that can’t be misinterpreted. Be clear about the points you want to make and then think through and/or write out how you want to make those points. Once you’ve written your message, re-read it a couple of times to see if your choice of words and phrasing can be improved. Additionally, read it from the point of view of the person who’ll be reading or hearing your message to see if it can be misinterpreted. If so, then add clarification to ensure your point is made clearly and effectively.

The manner in which you deliver your message also affects its impact. Use your voice expressively, adjusting pitch, pace and volume to convey the nature of your message. A higher pitch, faster pace and louder volume communicates enthusiasm and excitement. A deeper pitch, slower pace and lower volume communicates importance, seriousness and urgency. Adjust your manner of speaking to fit the message and the audience.

Demeanor
A person’s demeanor conveys their emotional state. It reflects the level of a person’s confidence, passion, decisiveness, and composure. Demeanor is projected by our speech, our facial expressions and by how animated we are.

As discussed above, use your pace and tone of speech to project confidence, passion, decisiveness and/or composure.

People read our facial expressions to determine our emotional state. Especially in times of stress or conflict, our facial expression tells a story. Expression can convey things like frustration, concern, apathy, nervousness, fear, confidence, displeasure, anger and/or happiness. However, sometimes in difficult situations it’s not wise to display our feelings. Sometimes, it’s better to project a “poker face” than to allow our current emotions to come through. In other words, to instill confidence and earn respect, it’s sometimes more effective to keep a strong emotion from showing on your face.

The final means of conveying confidence, passion, decisiveness and composure relates to how animated we are. Animated gesturing with your hands and moving your body communicate excitement, passion and enthusiasm. In contrast, expressing yourself in a reserved manner by keeping hands and body fairly motionless conveys confidence, composure and authority. Make sure your demeanor reflects your message.

In summary, in order to develop greater executive presence, craft your appearance, elevate the effectiveness of your communication, and be mindful of your demeanor. If you’d like help improving your executive presence, please call. It helps to have someone point out our blind spots.

Recognition is useful, but not as much as…

It’s widely accepted that an important part of any employee engagement strategy is having a recognition program. People want to feel valued and acknowledged for their work, so organizations implement recognition programs to accomplish that by offering awards, plaques, mugs, pins, gifts, certificates, and/or bonuses. All of those things are nice and the concept sounds good – except for one thing.

Recognition is only marginally effective at improving employee engagement if not also accompanied by the practice of showing appreciation. Recognition and appreciation are both important, but each has a different dynamic and should be used for different purposes.

Recognition programs are great for publicly acknowledging and drawing attention to accomplishments. Public recognition boosts a person’s stature within the organization and enhances self-esteem, both of which improve engagement.

But the impact of recognition programs is limited. It’s limited for two important reasons. The first reason is that although receiving a reward as recognition for accomplishment is welcomed, studies have shown that once rewards become expected, they no longer motivate and often produce declining results. The second reason for recognition having only minimal impact on engagement, is that it’s generally given to acknowledge an achievement. And the reality is that much of what we achieve on a day-to-day basis is routine and not especially noteworthy.

Appreciation on the other hand, is generally shown in response to the effort someone makes, rather than an accomplishment. Sincere appreciation is generally spontaneous and heartfelt – given from one person to another. When we let people know we appreciate their efforts, it communicates that we’re grateful for their efforts, and that we respect and value them. The impact of showing appreciation is immediate and long-lasting. When a person’s efforts and sacrifices are appreciated, self-esteem rises and consequently engagement and loyalty rise as well.

Recognition and appreciation each have a place in making a difference with people, but appreciation’s impact is stronger than recognition’s and has a more positive impact as well. Additionally, the opportunities for showing appreciation are more numerous and more frequent than those which deserve recognition.

In order to bring out the best in people, get into the practice of showing sincere appreciation.