Ten Success Rules

On occasion, I’ll pull out Herbert N. Casson’s Ten Success Rules and give myself a reality check. I thought I’d share them with you:

Put success before amusement.

Learn something every day.

Cut free from routine.

Concentrate on net profits.

Make your services known.

Never worry about trifles.

Shape your decisions quickly.

Acquire skill and technique.

Deserve loyalty and co-operation.

Value character above all.

One can always argue that there should be more (or fewer) success rules, but let’s work with these.

My leadership tip this week is to ask you to measure yourself against these ten rules and make any necessary adjustments in your leadership to comply fully.

Use the grading scale below. If your total score is below 50 points, you’ve got some work to do.

Strength of Mine – 5 points

I’m Above Average – 4 points

I’m Competent – 3 points

I’m Below Average – 2 points

I Need Some Work – 1 point

The one success rule that may give you a little trouble is ‘Make Your Services Known’.

For me, making your services known is about mentoring, coaching, advising, sharing experiences, being available, listening, supporting, encouraging, giving recognition, showing appreciation, directing and the list can go on.

As a leader, the only way to make these services known is by actively doing them … and doing them well.

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National Mentorship Month

untitledYou may have heard that President Obama proclaimed January 2014 to be National Mentoring Month, if not, you can read his official proclamation here.

If you have heard me speak or have been following my leadership tips of the week, you have likely heard me talk about the importance and value of having a mentor and of being a mentor.

As leaders, we are charged with developing more leaders. Mentoring is one way we can help in the professional development of others.

In a recent construction industry survey we conducted with just under 100 different companies, we discovered that only 28% had a formal mentoring program. We need to do better.

My leadership tip for you this week is to carefully create a mentoring program for your organization. You may think this is too big of an assignment, so I don’t want you to feel pressured to complete it this month. However, recognize the importance and value of putting a program together.

A mentoring program can be established a number of different ways. We have clients who have a formal mentoring program and we have clients who have an informal program. As with many programs, the overall effectiveness comes down to design and execution.

The subject of mentor program design is too broad to cover here, but we do want to help you, so we will host a complimentary webinar on Thursday January 30th at 1:00 pm Eastern:

‘How to Create a Mentoring Program That’s Right For You’
You can learn more about our webinar and register here.

If we had a little more notice from Mr. Obama, we would have put this together for you sooner. I hope you can make it.

American cultural anthropologist, Margaret Mead once said; “Children must be taught how to think, not what to think.”

With the proper game plan and focus on mentoring, you can help our current and future leaders become better thinkers and how to make bigger contributors to our collective success.

Register to receive Randy Goruk’s Leadership Tip of the Week directly here

For more leadership development tips, join Randy at https://www.facebook.com/LeadersEdge360

Developing Leaders

Although there many ways to help leaders develop in their role – leadership seminars, leadership workshops, mentoring, coaching from the boss, leadership professional coaching, self development plans – utilizing a leadership 360 degree feedback survey is the best place to start.

A leadership 360 degree feedback survey is a tool in which leaders rate themselves and receive confidential anonymous feedback from from a group of raters – their boss, their direct reports, their peers including customers as an option.

The purpose of a 360 degree feedback survey in leadership development is simply for managers and leaders within organizations to get a better understanding of their strengths and weaknesses while providing a base for the creation of an individual development plan.

The results of a survey quickly identify “blind spots” and “disconnects” for the leader. As an example; if communication is a key competency the company wants their leaders to possess and the leader rates themselves as “excellent” and their direct reports rates the leader as “poor” we have a classic (and common) blind spot – the leader didn’t see it coming – and a disconnect – the leader and their direct reports are not on the same page … oops !

It’s important you have good detailed questions in your survey, otherwise the competency – communication skills – is too broad and you won’t know what aspect of communication skills to focus the leaders development on. As an example, the communication skills survey questions need to include questions about listening skills, presentation abilities, meeting effectiveness, written skills, verbal skills, communication timeliness, and other important elements that make up the competency.

This is only one example of the power of a leadership 360 degree survey … because now you have a well defined area to focus on developing the leader – Communication Skills.

Of course there are a number of leadership competencies you’ll want to measure leadership on – send an email request to info@leadershipcoaching360.com to receive a sample leadership 360 degree feedback report outlining 7 core leadership competencies with 95 measurement questions.

You can also use a 360 degree feedback tool to measure all employees in your company – but it does start with leadership and their development.

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Last Lecture – Leadership Lesson 10

I found the Randy Pausch Last Lecture video and book very uplifting and inspiring – full of life and leadership lessons. If you haven’t seen the video, you can see it here … and you can get the book here.

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Do Unto Others

On page 158, Mr. Pausch writes – “Go out and do for others what somebody did for you”. This is a leadership lesson if I ever saw one.

Think about your career, some where along the way somebody did something for you that helped you in some way. Maybe they helped you do your job better – they provided you training – gave you career advice – helped you advance in your career – mentored you – invited you to a meeting you had no no reason to be at except to observe and learn – or any one of a hundred different  career enhancers.

This leadership lesson is all about being a catalyst in someone  elses career and looking out for them, the same way somebody did for you. Because it’s not about you … it’s about caring enough for those that serve you that you do your job and make sure they reach their career goals and aspirations.

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