Make People feel like Super-heroes: MondayMOVE Idea


superhero move

The Monday MOVE Idea

Each Monday until the launch of my upcoming book MOVE, I’ll be sharing an important idea from the book. This week: Make People Feel Like Super Heroes

“Patty, When I worked for you, I thought I was Superman.”

I got that message recently from a former employee. It was wonderful to get that message. But additionally, those 10 words sum up for me, in a pretty profound way, what I believe being a good leader of a high performing team is about.

He continued… “I have occasionally reflected on why that was. Not sure I know all the answers, but the things I do know are that the environment was real, the energy was high and the crap was low.”

If you set out with the goal to create an environment where your people can feel amazing, you’ll be on a really good track.

A great measure for your own leadership is: How many of my people feel like super-heroes?

The simple approach is this:

Share power. Hire top people, give them big work, support them, step back and let them be amazing. Don’t just delegate work. Delegate power. Let people make decisions and solve problems. Let them do great work they can be proud of, and help them get recognized for it. If you hire top performers, show them trust and respect, and make sure they get the credit, they will move mountains for you. Get out of their way!

People like to be amazing. Let them.

Read MOVE

I’m really excited to share important ideas about genuine employee engagement and all the tools I put in my upcoming book MOVE to help you get your team (at any level in the organization) to execute your strategy more decisively.

MOVE will be available in February, but you can download a free preview now or pre-order your copy now.
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What do you think?

Join the conversation about this on my facebook page.

Who else would like to see this?

If you found this article useful, please help me share it with others and encourage them to subscribe to this Blog for free.


About Patty
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Patty Azzarello is an executive, best-selling author, speaker and CEO/Business Advisor. She became the youngest general manager at HP at the age of 33, ran a billion dollar software business at 35 and became a CEO for the first time at 38 (all without turning into a self-centered, miserable jerk)

You can find Patty at www.AzzarelloGroup.com, follow her on twitter or facebook

Are you a good manager?



This month’s webinar was on the topic of Are You a Good Manager?

If you missed it, you can download the recording.

are you a good manager

Are YOU a good manager?

This is a special and really important webinar. There is nothing you can do to improve the bottom line of your business more than to make sure that all your managers are good managers. (some research on this)

But what makes a good manager?

I spend a lot of time on this topic. Through my workshops with clients I help educate and motivate their leaders to think and work more strategically, improve their management skills and to develop a strong personal leadership strategy.

Also in my work I get to hear about a lot of really bad managers. People are suffering out there!

Where do you land?

The webinar:

I put together this webinar to give a practical overview of what makes a good manager.

It outlines the basics of great management and provides many ideas for action to help people become better managers. The webinar also includes definitions of the more intangible traits of great managers.

This is a very useful webinar to download if you want to:

  • Assess yourself or your team: How good are you at being a manager?
  • Get a clear outline of the intangible factors that make someone a great manager
  • Improve yourself, or train someone on your team to be a better manager
  • Create a development framework for managers in your company
  • Prepare for a job interview for a management position — at any level

This webinar: Are you a good manager? is one that I wish I had access to years ago, when I was learning how to be an effective manager and leader of people.

I had to learn this stuff through many years of trial and error! I’m happy now, to be able to share what really works with you.

Members of Azzarello group can download this webinar for free.

If you are not a member, you can learn about membership or Join Now.

Join Now

What the webinar covered:

1: People: Get the intangibles right

Being a good manager, first and foremost, is about people and team. It’s about building the right team, fit for a clear purpose, and enabling and motivating the individuals and the team to function well.

I had an employee who worked in my organization years ago send me a note that said, “When I worked for you I felt like superman”.

Wow. You can’t say it better that than. So that has become my measure.

A good manager will make their people feel like super-heroes.

There are specific things you can do that build trust, empowerment and motivation. We talked about ways to delegate and to make sure that people feel that their work is important and recognized.

2. Strategy and Execution

So many executives tell me that they need their managers to take more proactive ownership of problems and opportunities.

They need their managers to think and work more strategically. They need them to personally step up to solve problems and lead improvements without being asked or directed.

Good managers also step up and lead the stuff no one else is seeing.

Great managers know that they need to think beyond what they are working on and take a bigger view of the problems that are presented to them. The webinar covered specific questions and techniques to do this.

3. Improvement

Of course, predictable execution is important, but a big part of being an effective manager is to make sure that the team also develops. We talked about how to make sure you lead your team to get better at what they do over time.

If you only deliver, but don’t increase the capability of your team, you are not doing your whole job as a manager.

4. Credibility and Team Brand

Managers also need to be effective spokespeople for the business and their team. A manager can not opt out of communicating. They need to find productive ways to share the value of what their team delivers.

A good manager is always sharing relevant information and building broad support for their team.

A Manager’s Checklist

This webinar provides an excellent checklist for any manager to rate how effective they are being, and to find out where they can improve.

It is a great tool for a development plan, OR to prep for an interview.

This webinar is loaded with valuable resources.

It includes the outline of what it really takes to be an effective manager, as well as specific “manager actions” in 10 key areas, about how to do it.

And it includes worksheets and templates on delegating, prioritizing, negotiating, communicating and performance management.

Members: Download the webinar for free.
Non Members: You can purchase this individual webinar or podcast (links below).

More, useful webinars for managers!

As a member, just around this topic of improving your management approach, you can also get additional webinars for free on:

So you might as well join and get them all for free!

Let me be your mentor

Members of Azzarello Group basically get me as their mentor.

Every month you get new insights and tools in the form of these webinars, as well as the chance to call into a monthly members-only coaching hour where you can get direct personal coaching from me.

People tell me that membership gives them a totally new way of thinking about their career, getting promotions, solving difficult problems with bosses, peers, employees, and other annoying people, communicating better, being more influential, becoming a stronger leader, and enjoying their work more. I love to hear this, and I love to help!

If you join now, you’ll not only get this webinar, but all the other webinars in the Member Library.

AND you’ll get the opportunity to participate in monthly Coaching Hour conference calls with me.
Check out what we talk about.

AND as a member you’ll get to download your copy of the Career Year of action Guide (a $30 value) for free.

Membership is a great resource (and a steal at $179 for a whole year) to help you advance your career.
And if you join before February 6, your membership will only cost $149!

Join Now

Other Options:

Purchase just this webinar ($19.99)
Purchase just this podcast ($9.99)


ABOUT PATTY:

patty blog image
Patty Azzarello is an executive, best-selling author, speaker and CEO/Business Advisor.
She became the youngest general manager at HP at the age of 33, ran a billion dollar software business at 35 and became a CEO for the first time at 38 (all without turning into a self-centered, miserable jerk)

You can find Patty at www.AzzarelloGroup.com, follow her on twitter or facebook, or read her book RISE…3 Practical Steps for Advancing Your Career, Standing Out as a Leader, AND Liking Your Life.

Rise_CVR_3D_300

Free eBook Download

Commitments, Deadlines & Employee Motivation



This month’s webinar was on the topic of Motivation, Commitments and Deadlines.

If you missed it, you can download the recording.

motivation deadlines

This is a very useful webinar to download if you want to:

  • Get your team executing better, and more consistently
  • Become more comfortable discussing and sticking to deadlines
  • Learn how to enforce consequences without de-motivating people
  • Choose the right measures that make success and failure very clear
  • Have the right (non-emotional) conversations when expections are not met

Why organizations don’t deliver on time

The simple truth is that many organizations don’t deliver on time because there are no consequences for not delivering on time.

Many managers find the conversation to confront the missed expectation uncomfortable so they tend to avoid it.

Or they think that calling people out on failing to deliver will be demotivating.

Deadlines are motivating

Deadlines are motivating when they are set properly and clearly, because it gives everyone an understood goal to shoot for.

Also, deadlines are motivating because they reinforce the fact that the work is important.

If your team fails to meet a deadline and you don’t address it, THAT is demotivaing because:

1. It makes people feel like their work doesn’t matter
2. It sends the message that “meeting deadlines isn’t important around here”.
3. People who ARE meeting deadlines start to belive there is no reason to work so hard

Communicating before, during and after

It’s very important as a leader to be really clear about deadlines and measures, and communicate about them before, during, and after the date has arrived.

We talked about how having the right kind of very clear measures actually makes the conversation about missing them much more comfortable and straightforward.

If you define the measures the right way, and committ to the ongoing conversation, you never have to have an uncomfortable, personal confrontation. You are instead discussing clearly agreed data, and simply having a practical discussion about what happened.

Good and bad habits

Organizations that take the time to develop the right, good habits, do better at execution.

Leaders can’t expect their team to value execution if they don’t manage the smaller habits in a way that shows “we are serious around here”.

Things like tolerating people being late to meetings, or not closing the loop on communications sends a message that “We do not care about excellence here”.

We talked about the common small corporate crimes which re-inforce bad habits, and ultimately put important programs at risk.

As a leader you have the chance to create the enviornment. Through your behaviors and habits, you can set the expectations for a high level of quality in the work, and for the execution and follow-up. And it’s really important that you do this on purpose.

What the webinar covered:

This webinar covered how to develop the key habits and communications in your team to keep everyone focused on on-time delivery and execution.

We talked about:

  • How to increase motivation for meeting deadlines
  • The important role that failure plays and how to deal with it
  • The right habits and the wrong habits to fuel quality execution
  • What you should be doing in staff meetings other than reviewing status
  • How to get better at the boring and required stuff to keep things on track
  • And more…

Worksheets

The worksheets included in this webinar are:

  • Define mid-term measures template
  • Timeline for communicating
  • Improving habits – team brainstorming
  • Checklist: How to use staff meeting time (not on status!)

Get the webinar now

Member Free Download

If you are a member of Azzarello Group, you can download the webinar for free.

Or Purchase

If you are not a member, you can: purchase this webinar,

or you can become a member and get the webinar for free..

If you are tempted to purchase this webinar, that’s great.

But you might want to consider getting a membership to Azzarello Group — it’s a much better deal.

With a membership, you can get access to everything in the member library for a whole year for just $179.

BECOME A MEMBER NOW

As a member, just around this topic alone, you can also get additional webinars for free on:

So you might as well join and get them all for free!

Additional benefits for members

Additional Q&A

Take a look through the Member Library and see all the other great webinars and resources you get too.

Plus, as a member, you get live coaching from me in monthly Coaching Hour conference calls where you can ask your own questions.

Become a Member

BECOME A MEMBER NOW
Membership a great resource (and a steal at $179 for a whole year) to help you advance your career.

Other Options:

Purchase just this webinar ($19.99)
Purchase just this podcast ($9.99)


ABOUT PATTY:

patty blog image
Patty Azzarello is an executive, best-selling author, speaker and CEO/Business Advisor.
She became the youngest general manager at HP at the age of 33, ran a billion dollar software business at 35 and became a CEO for the first time at 38 (all without turning into a self-centered, miserable jerk)

You can find Patty at www.AzzarelloGroup.com, follow her on twitter or facebook, or read her book RISE…3 Practical Steps for Advancing Your Career, Standing Out as a Leader, AND Liking Your Life.

Rise_CVR_3D_300

Free eBook Download

Increasing Your Team’s Performance


This month’s webinar was on Increasing Team Performance.

This is a useful webinar to download if you want to:

  • Develop specific techniques to manage high and low performers.
  • Get some help on performance management issues.
  • Get better outcomes when delegating.
  • Be more confident having performance conversations.

If you missed it, you can download the podcast!

Free Download

If you are a member of Azzarello Group, you can download the webinar for free.

Purchase

If you are not a member,
you can: purchase the webinar, or

Learn about membership.

Get Better at Performance Management

Many leaders are uncomfortable with the process and conversations around performance management. Developing skills in this area is critical for every leader.

There are different techniques that work well for high, average, and low performers. We talked about how to deal with each in a purposeful way, and how to get the best outcome for the person and the business.

Delegating and Building Trust

Effective delegating, performance management, and trust go hand in hand.

Micromanaging doesn’t work, but how hands off can you really be? Sometimes it’s hard to feel confident when you delegate something important, and you are worried it won’t come out right.

It always best to start with trust. It makes people feel ownership. Trust builds motivation. and it fosters better outcomes.

We reviewed a specific technique that works really well work with each individual to create a framework to track progress, build confidence (for them and you) and get the best result.

We also talked about how to tune the approach for high, average, and low performers.

Teaching

Often you need to delegate things you know how to do to people who don’t know how to do them yet.

We talked about the best way to teach people new skills so they feel real ownership of both the learning process, and the achievement of the outcomes. (And so they don’t feel like you are second guessing them all the time). This is a very effective way to build capability in your team over time.

Here’s what the webinar specifically covers:

Managing, Motivating and Delegating for Top Performance

We talked about:

  • How to really motivate top performers
  • The link between motivating, delegating and trust
  • How to encourage average performers without micromanaging
  • The best way to delegate when you need to teach the person what to do
  • Dealing with poor performers
  • Best ways to document performance measures, outcomes, and gaps
  • How to conduct performance conversations in general
  • and more….

Worksheets included

There are very useful worksheets for this webinar which include:

  • Stewardship: How to teach when delegating
  • Defining intermediate outcomes & measures
  • Performance conversation template for manager and employee

Get the webinar now

If you are tempted to purchase this webinar, that’s great.

But you might want to consider getting a membership to Azzarello Group — it’s a much better deal.

With a membership, for just $179 for a whole year, you can get access to everything in the member library.

BECOME A MEMBER NOW

If you are a member, just on this topic alone, you can also get related webinars for free on:

  • Leading a High Performance Team
  • Delegating to Build Value
  • Leading People in Business
  • Upgrading Your Team
  • Motivating without Money

.
So you might as well join and get them all for free!

Additional benefits for members

Take a look through the Member Library and see all the other great webinars and resources you get too.

Plus you get live coaching from me in monthly Coaching Hour conference calls where you can ask your own questions.

Membership a great resource (and a steal at $179) to help you advance your career.

Become a Member

BECOME A MEMBER NOW

Other Options:

Download the webinar with worksheets and templates
Download just the podcast

Can’t or Won’t


Dealing with low performers.

When someone isn’t doing what you need them to do, a question a leader will often ask themselves is…

“Is the problem with the person? Or is the problem with me?

Should I be doing something different when I am delegating, communicating, or supporting the person?”

This simple decision tree has helped me quickly get out of this quandary.

Is the reason the person is not performing because they “can’t” – they, are not capable or trained, or because they “won’t” - meaning they don’t want to.

“Won’t”

“Won’t” happens when someone does not agree with a decision or strategy so they drag their feet. Or they have reason to undermine progress and show passive aggressive behaviors. Or they simply just doesn’t care enough to want to do the work, so their performance lags the rest of the team.

How to decide which it is

So what should you do if you are not sure if it’s a can’t or a won’t — but you are very sure that it’s a “Not” ?

Find out.

If you have clearly defined the performance expectation, you need to have a conversation with the low performer.

Your performance has not met the expectations we agreed upon. What do you think the problem is?

Sometimes this one question is all you need to ask. If they don’t want to do the work for some reason, it will come out.

But if their answer is not clear you can simply ask, Do you have an issue with what is being asked of you? Do you believe this task is necessary and important?
Is your intention to deliver on this at or above expectations?

Intentions are important

If they don’t support the plan, you’ll know

If they let you know that they disagree or don’t support what you are trying to do, (and you are certain about the course you are on), then you follow the “OUT” path.

If they do support the plan, find out how motivated they are to improve

If they convince you that they are on board and then truly want to do the work, then ask them what they are struggling with. Ask them what they need to do a better job. If someone is genuinely motivated, they take personal ownership for their development and will ask for help. Then you give an honest try of training, support, and performance management.

If they don’t take personal responsibility for the performance gap, and they resist help, or blame you or others, or complain that the building is the wrong color, these are all additional versions of “won’t”.

Benefits of removing “wont’s” from your team

    If you have a  Won’t on your team – someone who may be capable, but is fighting you at every turn, annoying others, being negative, checking in and out, working against what you are trying to do, or damning it with superficial support — the payoff for dealing with it is big.

    My experience has been, 100% of the time, that getting a won’t out has a remarkably positive impact:

    • You will be more productive, as you will no longer waste time dealing with the variety of annoying, draining, damaging, needing to be corrected or re-worked, “not good enough”, or otherwise apologized-for issues that this person causes
    • The motivation and productivity of whole team goes up, even if they have to cover the work
    • Everyone feels the positive impact that results from the negative energy being removed
    • Your top performers stay motivated to keep performing
    • You build trust with your team, by showing that good performance counts for something
    • If you position this as a critical skill replacement, you will often get your replacement headcount, even if the rules say no

    Poor performance is contagious

    I am seeing more and more research that says that the overall team performance is defined by the lowest performer, not the highest performer. Your “wont’s” are keeping your whole team from moving forward.

    Everyone is watching

    It’s also important to note that the problem between you and a poor performer is not just between the two of you. Your whole team sees it and they are watching and waiting to see what you will do about it.

    The longer you don’t act, the more you degrade your credibility and trust with the rest of your team, and maybe even your peers and boss.

    This is the least fun part of management, but I bring it up from time to time because removing low performers has such a big impact on the success of your business, not to mention on your own career and your sanity.

    Was this useful?

    If you found this article useful, please help me share it with others and encourage them to subscribe to this Blog for free.

    About Patty
    Patty Azzarello is an executive, best-selling author, speaker and CEO/Business Advisor. She became the youngest general manager at HP at the age of 33, ran a billion dollar software business at 35 and became a CEO for the first time at 38 (all without turning into a self-centered, miserable jerk)

    You can find Patty at www.AzzarelloGroup.com, follow her on twitter or facebook, or read her book RISE…3 Practical Steps for Advancing Your Career, Standing Out as a Leader, AND Liking Your Life.

    Rise_CVR_3D_300

    Free eBook Download