Starting your day with a bang

Step - Starting your day with a bang

Start your day with purpose and reap the benefits

According to a fun exercise i often start my training programmes with the following equals 3 key concepts behind being the best you can be, if you work off 1=A, 2=B, 3= C etc..:

–11-14-15-23-12-5-4-7-5

–8-1-18-4-23-15-18-11

–1-20-20-9-20-21-4-5

When you have worked out the words, you can then tally the total numbers together and you come to a rather eye opening conclusion of importance, if take 100% is taken to be the most important. I hope you have already worked it out now that I’m revealing it but if 100% is connected to Attitude there is nothing more key to controlling you have that right one than starting your day with a success mentality or starting it with a bang as i like to say.

Start your day with a success mentality.

There are many books written about this importance of starting your day well with the most impressive in providing practical ways to do it being, for me: Hal Elrod’s “Miracle Morning”. In it he argues the 6 “Life S.A.V.E.R.S” with S being Silence, A Affirmations, V Visualization, E Exercise, R Reading and finally S Scribe being a process each individual should go through to start their day on maximum effectiveness.

Act out the 6 “Life Savers”

The job of a manager is often stressful, it has many ups and downs and it is never easy. What is always important is to take control and commit to doing your very best each and every day. It is important when things have gone badly, be it your fault or not, that you know that tomorrow is another day and offers the possibility for new and different outcomes. Therefore if you start you day jumping out of bed, you start it focusing on creating positive change.

Start your day jumping out of bed

The simple act of proving you have the discipline of getting up earlier than you need to in pursuit of being ready to face challenges of day says to yourself that you can control your day, you can change the outcomes of the previous day. Also the act affirming what you can and will achieve at the very start of your day, reminds you of your purpose, your guiding logotherapy. Reading wise words of others and jotting down your thoughts makes your mind ready to be better than you ever been.

Start your day connecting with your inner purpose.

So from here on take control of your whole day by starting it with a bang, providing to yourself you commit to being the best you. Letting your mind start with freshness and a connection to being exceptional leader you can and will be.

Start your day with a bang.

Champion of positive change

Step 2- Champion of positive change

Great managers lead others in how they think

Great managers need not only to lead people in what they do, they also need to lead their team in how they think. It can be argued how positively, and how motivated your team’s mindset is will be one of the biggest influencing factors over whether or not the team reaches the objectives you are leading them to achieve. One of these key influencing mindsets is that of believing that positive change is possible, or even more dramatically put, inevitable if your team is pushing in the same direction.

You should create the mindset that positive change is inevitable

The mindset of positive change forms such an important link binding your team. If you have your team believing the following: things can change, change depends on us in the team and it is the interest of all to create positive change then the teamwork that comes from that is inspiring.  It can be the emotional trigger your team activates when things are tough or they feel stressed the trigger that makes them believe that around the corner will be change for the better.

Mindset of positive team binds your team.

Creating a team mindset of positive change, like all mentalities, is of course something that takes work and requires continuous “maintenance”.  First and foremost your team must sense that you are in for them and that goal alignment between what you are pushing to achieve and what they can get out it, in rewards, development or satisfaction. Then continuously you must push the belief that nothing is fixed, mistakes can be rectified and learned from, stress areas can be removed or be learnt how to deal with and most of all how people think and feel about what they do can be controlled to point towards positive thinking. With this investment and pointing towards change being possible, a mindset of positive change can be created.

Nothing is fixed. Everything can be changed for the better

So from here on be the team player that believes most that change is possible. Then when you have fine-tuned that adapt that into being the leader that inspires others to believe that truly positive awe-inspiring change will happen if each member on your team activates their positive change chip. When a team believes that all change can eventually be guided to be positive, the possibility for huge progress is mind-blowing. So for here on:

Be the champion of positive change

Step 1: believe in yourself

Believe in your own magic: Self Development

Anything is possible. Nothing is out of your reach.

The first and one of the most important steps towards magical self-development is accepting that your own potential has no fixed pre-set boundaries. Whatever you need to achieve is within your reach, at least it is if you peg this to being the best you. Each and everyone of us has magic inside of us, each of us has the potential to be better. So believe in it, as when you do; you can and will achieve more.

Nothing that came before need stand in the way of what you can achieve tomorrow.

It doesn’t matter: what grades you got at school, whether you went to university or whether you messed up at work yesterday, all that matters is how you can improve right now and what difference that will make to your future. So say it again:

I can and will achieve more.

Don’t let “can’t” stand in your way. Don’t let your self-doubt hold you back and most of all never think that anyone else is just “better” than you. Yes some people may get higher marks, may have a skill you don’t but that doesn’t mean in anyway that they are pre-set to achieve more than you. If you push yourself forward, try harder and make the most of the skills you have and most of all don’t let anything hold you back, anything is possible.

No one is pre-set to be better than you.

So as you start this journey of self development, this commitment to being the very best you. Remind yourself that you are unique, that you have magic inside of you and that believing in yourself is the step 1 to kick-starting your development journey.

You have magic inside of you, believe it!

Need over want

Steps in management theory

It is so easy in management to fall into the pit fall of seeking to be the friend or colleague over being the manager.

Many new-be managers are so focused on being “liked” (or avoiding being disliked) that they forget that the job of a manager is ultimately to lead a team of people towards a goal. Indeed many managers seeking to be “liked” are doing so not in the interest of the team or overall objectives but rather to cover up their own insecurities they have about their ability to lead. Leaders who seek “being liked” imbearably become side-tracked onto making decisions not in the interest of the team (group) of people but rather into feeding their own need to feel accepted by outspoken individuals on that team.

Most significantly of all is the managers who most seek to be liked are rarely the ones who actually end up in a longer term sense being the “most liked”. The reason for this is that to feel happy with our relationships we need to feel the people in our lifes live up to the roles and responsibilities of the relationship that we have with them. Our boss, like our parents, fulfill a different relationship to that of our friends. We want our friends to be understanding of our emotional frailties and to comfort us when we feel low but most of us dont actually want this in a boss. Rather a boss for most must fulfil a mentoring role as we want them to help inspire and support us so we are capable of getting beyond our own weaknesses that hold us back. We also want a boss to think of the team and not just of the individual.

Leaders, like in a parent-child relationship, should aim to bring out the best in their staff and doing this requires telling staff the things they don’t want to hear as well as the things they do. It requires making decisions that at first may not be liked but in a longer term is something that makes a difference in achieveing the group’s goals. An interesting point is the people we often respect the most are the ones who have been in some sort of leadership or influence role over us at some point in our life: parents, teachers, mentors etc… They are the ones who brought out the best in us even when we were resistent to making sacrfices needed to achieve our best.

To achieve inspirational leadership where you get a team of people to interract and focus on goals you must provide everything needed to keep the team focused on the combined goal which in their work at least is bigger than their own want. I have found over many years of leading large teams that reminding myself of the phrase: “seek to give what they need and not what they want” has helped me again and again to lead fairly and to keep focused on my role as leader of that group of people. I remind my teams again and again that i will do my utmost to give them what they “need”: to achieve a target, to feel motivated but I won’t seek to just give in to want as if i do, I won’t bring out the best in individuals and won’t look after the whole team and we’ll all end up sidetracked from our combined goals.

Judging what is “want” and what is a “need” is complicated but step one in learning (see my latter post on the learning pyramid) is to at least force oneself to think: is this something this staff member needs or something they want? With time you’ll fine tune making the decision but generally i have learned to mentally ask myself the following questions when i try to judge what is “want” and what is “need”:

  • What does it contribute to a specific goal?
  • If not given, what effect would it have on a goal?
  • Is it feasible to give what is being asked for?
  • How does granting them it (or not) effect others on the team?

And finally but perhaps most importantly, if it doesnt quite fit into the above I still do ask myself does the individual deserve to be given this thing? If so, and feasible to grant, I will usually do my utmost to give it but when i do i will say i’m doing it because they have been great, motivated and gone above and beyond, I will never miss that chance to point out the why they are getting it even though it isnt a team or goal need. As by doing so not only do i motivate as the person sees it as a reward but i also gain emotional bank (see later post) to ask for that same commitment again that earned the exception in the first place.

So from now on when you have a request from staff or a difficult team decision to make and you don’t know what decision you should take, ask yourself is this “need” or “want”? If it is “need” do your utmost to provide and if it is “want” still ask yourself do they deserve it and if so lets make it “need” by using it to keep them motivated.

Check out my next post on great leadership on the importance of always taking a percentage of the blame.