BlogRead the latest Posts

 

Author Archives: Joe Denner

One Thing Every Great Leader Believes

Have you ever asked your child after a day of school, “So what did you learn today?” I think that’s a great question.  
Photo Courtesy of Adobe Stock
  I think it’s an especially great question for you and me to be asking ourselves. Why? Because being a lifelong learner is a crucial mindset for strong, successful leaders. Every great leader believes that. In my training course, 7 Days to Becoming a Great Manager, I make the following statement,   “If there’s one thing I’ve learned as a successful executive and now as a successful business owner, it’s this. You can never stop learning. You can never stop growing and investing in your future. The minute you do, the descent begins.”   There’s really no such thing as sitting still. In the global, fast-paced environment we’re operating in, you’re either progressing forward, or sliding backward. The pace of this movement may vary, but there’s always movement. Great leaders believe this. Don’t be fooled into believing otherwise.   There are many ways to intentionally invest in learning and in the coming weeks I’ll be giving my top picks for enjoyable and productive learning. You should focus on the one or two methods that are most enjoyable and productive for you. Here’s my favorite option:
  Reading great books. I would encourage you to make sure you read a variety of books. The best leaders I know read far beyond the business/leadership genre. Reading stimulates creative thinking and helps to keep us in a mode of being open to new ideas and possibilities. And with the rise of audiobooks, this is more accessible than ever, even to busy travelers.  

Best of the Best

Here are ten of my favorite (i.e. most impactful) books of all time, not in any particular order. These have all shaped me as a person and have impacted how I lead.   1. Leadership and Self Deception (The Arbinger Institute) – I’m very close to making this a requirement for every one of my coaching clients. It’s a powerful book about how we look at ourselves and others and, if you allow it, will have a radical impact on your relationships at work and home.   2. The Advantage (Patrick Lencioni) – This is the best of Patrick Lencioni. In this book he takes all of the wisdom he and his team have gained through the years and puts it in practitioner’s terms. Clear and straightforward, this book hits the mark.   3. The Power of Full Engagement (Jim Loehr and Tony Schwartz) – This is one of the best books I’ve read this year. It’s had a tremendous impact on my health and productivity and will do the same for you. These authors bring their research based approach right to the heart and mind of leaders.   4. Undaunted Courage (Stephen Ambrose) – I read this book many years ago, but have never forgotten it. It’s a riveting account of the harrowing journey of Lewis and Clark and the Corps of Discovery, but has some tremendous leadership lessons tucked inside.   5. Crucial Conversations (Patterson, Grenny, McMillan, Switzler) – Every adult should read this book. It’s not only one of the best business books I’ve read, but has immediate and obvious application to every relationship in which you and I are involved. It’s about how to skillfully navigate difficult conversations.  
Photo Courtesy of Danielle Trista Photography
  6. Getting Things Done (David Allen) – David Allen uncovers and passes along some crucial insights into how we think about work and other tasks. In addition, he communicates a wonderful and closed-loop process for getting the things done that matter most to us.   7. Integrity (Henry Cloud) – Integrity is more than simple honesty, it’s the key to success. A person with integrity has the ability to pull everything together, to make it all happen no matter how challenging the circumstances. This is essential reading for every aspiring leader.   8. The Bible (God) – The best-selling book in the history of mankind. It has impacted me more than any other book on the planet. I read it almost daily to ground myself in the truth.   9. Good to Great (Jim Collins) – This book has become a classic that’s referenced in leadership circles across the globe. Collins’ research and writing once again hit a home run in helping business owners and leaders everywhere understand what creates and sustains greatness.   10. The Power of Habit (Charles Duhigg) – This is probably the most intriguing book I’ve read recently. It gives powerful insight into how habits work, both personally and organizationally. It also shows us how we can change them, when needed, to get more positive results.    
Being a lifelong learner is a crucial mindset for strong, successful leaders.

Joe Denner

   

One More Perspective

There are many great ways to learn. But, there’s one more thing that’s indispensable when it comes to learning for leaders. We must never stop learning from our mistakes and failures.   While we should never seek to fail, failure is inevitable for anyone who is stepping out and taking risks. That’s what leaders do. And they learn from their mistakes. Failure, while not the objective, often provides one of the richest and most valuable laboratories for learning.   Take a quick look at my post titled, “Three Ways to Turn Failure Into Feedback.”   Question: What is your favorite book and why? [question]great-leader-believes[/question]  
Seize the day!

What’s Wrong With Your To-Do List?

Have you already looked at your to-do list for today?    
Photo Courtesy of Adobe Stock
  Not everyone is a list person, but almost everyone has a to-do list of some kind, somewhere, even if it’s in their head.   Some people use their calendar. Others use a trusty notepad or notebook. Others still, like me, look to technology to find the most effective and efficient method of managing the avalanche of stuff we need to deal with and ultimately take action upon.   Some of us are trying to squeeze the maximum productivity out of every moment of every day. If we’re not careful we can become slaves to this mentality and wear ourselves out to the point at which we actually become a liability.   Here’s a different angle. Do you have a stop doing list? There are likely things that you’re doing, that have become routine for you, but that are actually working against you.   What’s one thing you need to stop doing? If you were to stop doing it, what would be the impact on your day, your week, or even your life? Let me elaborate…
 

A Great Stop Doing List

Here are three quick things that I almost certainly know belong on your stop doing list in some form or another.   1. Stop giving power to limiting beliefs. What are the things that you believe, mostly about yourself, your dreams, and your aspirations, that are holding you back? You need to realize that you are the one giving those things power over you. It’s time to reframe them or obliterate them.   For example, one of my biggest limiting beliefs is that I don’t have enough time. I bet that’s on your list too. But, the plain fact is that it’s not true. What is true is that I don’t have time to do everything, but I do have time to do what’s most important. The problem comes when I refuse to decide what’s most important. As the old saying goes, if everything is important, then nothing is.   See my blog post, “The Five Best Things to Do When You Don’t Have Enough Time.”   One of my other big limiting belief is that I can’t say no. It feels absurd to even write that, but that’s how I feel when I perceive a need or receive a request that I know I have the ability to fulfill. The feeling is especially strong when I don’t see anyone else stepping up to fill the gap. I am definitely getting better at saying no, or at the very least not volunteering for things, but I have a long way to go to.   Michael Hyatt has a great podcast on “How to Say No Without Feeling Guilty.”   2. Stop doing the things you should be delegating. We each have a unique set of tasks that are really within our sweet spot and are the things that we can best do for the organization. But, we often get sidetracked with a torrent of other tasks that we gravitate to for a variety of reasons.   Either way, we need to work hard at identifying the short list of things we do best and which the organization most needs from us and stay focused on those things. Everything else should be delegated. Everything.   I know that’s easier said than done, but I believe effective delegation is one of the top five essential skills for organizational leaders. I have a great podcast that talks about this in a lot more detail. It’s called, “Five Essential Skills to Being a Great Leader.” Listen now.  
Photo Courtesy of Adobe Stock
  3. Stop doing the things that are keeping you from what’s most important. Not only are limiting beliefs keeping us from what’s most important, but many other things get in the way. The #1 thing I encounter personally, and with many of my clients, is that of becoming a slave to our email and other forms of messaging. That has to change or we’ll never become as effective as we could be.   Another thing we need to stop is doing what is easy instead of what is important. This affects almost everyone at one time or another. Some of us struggle with it constantly. I’ve learned that I tend to value completion over progress. So, I will naturally tend to do things that I can get done quickly and easily so I can check them off my list. Most of that stuff isn’t high priority and, as such, is a distraction I need to ignore.   I’ve implemented a new practice that helps me with this. I begin the day by identifying what absolutely must be done today. I put that on a special list and then discipline myself to only look at that list until all of the items are complete. Then I am free to look at the rest of my to-dos. I’m not perfect with this, but making a lot of progress and really enjoying the benefits.  
Stop doing what you should be delegating.

Joe Denner

   

Last Chance + A Great Bonus

Our new video training series, “7 Days to Becoming a GREAT Manager” is available for a 45% discount, but not for much longer. At midnight tonight, the price reverts back to our normal retail price.   Additionally, for anyone who purchases the course today, I will be offering two live coaching calls where we’ll discuss how to apply the material and create some quick wins. Don’t miss out on this great opportunity. Act now.  

Take Action Today

I’ve given you some personal examples. Now it’s your turn. Stop right now. Take five minutes and make a short list of the most important things for you to stop doing. Don’t try to figure it all out right now. Just make the list. Then pick one item and work on how to make it happen (or stop happening in this case).   Question: What is one thing you need to stop doing? [question]to-do-list-stop[/question]  
Seize the day!

Giving Thanks for the Fallen Warriors

Were you able to attend a Memorial Day parade or flag folding ceremony on Monday? I’m sorry to say that due to other priorities this was the first time in a few years that I have not.  
Photo Courtesy of Adobe Stock
  Memorial Day is one of those holidays that I took for granted for way too many years. But as I have aged (somewhat like a fine wine) it has grown in its importance to me. It’s become more personal because my grandfather gave his life in the service of our country many years ago, when my mom was only twelve.   I never had the privilege of meeting this great man, but I’ve heard a lot about him from my mom and other family members. I’ve admired his picture and, as young boy, I had the opportunity to visit the Davis-Monthan Air Force base in Tucson, AZ where a monument in his memory was built.   All five of my sons and I are a part of the Civil Air Patrol, which is the official auxiliary of the United States Air Force. Because of our participation in this organization, many of them have been involved in flag folding ceremonies as well as presenting the colors over the years. No matter how many times I attend one of these events on Memorial Day, it’s always a very moving experience.   My grandfather’s story is an example of true servant leadership. He trained pilots for the Air Force and one day a routine training flight went awry. As the plane landed something went wrong and the plane’s engine caught fire. As the crew scrambled to evacuate the plane my grandfather’s seatbelt jammed. One of his fellow crew members attempted to assist him. My grandfather ordered him to exit the plane. The crew member obeyed the command and thankfully his life was spared. Unfortunately for my grandfather, the plane exploded with him still inside. All of the other crew members made it to safety.     I know you appreciate the service and sacrifice of those who have served in our military. Many have given their lives to secure and maintain the freedoms the people of this nation, including you and me, have enjoyed for more than two centuries.   Let me encourage you to make sure you take the time to stop and thank the men and women you encounter along life’s journey who have donned the uniform and sworn to protect this great nation. And, next year, let’s both commit to setting aside the time to watch the parade and listen to the speeches offered by veterans whose simple desire is to honor their friends and comrades who paid the ultimate price that we might be free.   Question: Who would you like to honor in regards to Memorial Day this year? [question]fallen-warriors[/question]  
Seize the day!

Five Keys To Hiring The Right People

When was the last time you had to fire someone? How’d it feel?  
Photo Courtesy of Adobe Stock
  I can be pretty emotionally detached when I need to. But, terminating employees has never been easy for me. Those who find it easy might want to do some soul searching (or go see a counselor).   I still remember the time I fired a guy who absolutely deserved it. He actually threatened his manager by saying, “I oughta kill you!” The decision to release him from the company took all of about two seconds. It was a no-brainer.   But when it came to sitting down and actually terminating him, my stomach was in knots. I didn’t feel an ounce of remorse, nor did I waiver in my decision when he pleaded for mercy. But I still felt sick. I’m sure you know the feeling.   I’ve learned over the years that there is one good way to minimize these types of experiences as well as the enormous financial cost that comes along with it. Hire the right people and keep them.   Now that’s a lot easier said than done, obviously. No one is batting a thousand here. Statistically, most are well under fifty percent in terms of success. But there are definite steps you can take that will raise your success rate significantly.   Let me give you five things you need to do to considerably improve your track record in hiring the right people. In this game there are no guarantees, but following these guidelines has enabled me to establish a success rate of well over 70% in the last 10 years.
 

Steps in the Right Direction

1. Clearly define what you want. Too many companies feel a need, throw together an ad and start interviewing. That’s a sure way to fail. This deserves time to reflect and involve others. Sit down with the key stakeholders and determine exactly what you need. What you come up with will often be markedly different than what you originally thought.   One other important element here is to create and document a Performance-Based Job Description. This takes the standard job description and adds three key elements:  
  • The key business metrics that will define the person’s success
  • The behavioral traits and attitudes that will allow this person to fit the team’s chemistry
  • A snapshot of what a successful first 90 days looks like
  All of this work enables you to craft the kind of interview questions that will help you find what you’re looking for. Remember, if you aim at nothing, you’ll get it every time.   2. Have a well-defined, documented process. A lot of managers are shooting from the hip. They jump into the process haphazardly, doing it one way this time and another way the next. This leads to inconsistent results. If you aren’t following a proven process it’s very easy to overlook an important step.   Map out your process and walk through it with everyone who’s going to be involved. Make sure each person understands their role and the overall picture so they see how and where they fit in. Allow people to ask questions and check for understanding until you’re confident everyone is on the same page.  
Photo Courtesy of Adobe Stock
  3. Ensure there is alignment with your core values. Don’t rely too much on the person’s resume or experience. I learned many years ago from one of my mentors that it’s much better to hire for attitude and train for skills. You want to find people that hold to and embrace the values that are most important to your organization. This is essential in building the kind of culture you want.   While the person may need a basic set of skills to be able to do the job, the best person for the job is not necessarily the most experienced person on the market. I’d much rather find a person with less experience, but just the right values and attitude. This cements the chemistry of the team.   We all know what it’s like to have a person who is a high performer, but is a cancer to the culture. It’s far too painful and costly.   4. Spend a liberal amount of time with the candidate. I’ve talked with too many managers who hire office, management or even executive level staff after only spending an hour with the person. That’s not nearly enough time to identify whether or not this person meets your requirements, especially if you’ve done a good job with #1 above.   I recommend that every hiring manager spend at least 3 hours with a candidate for non-labor positions. A person can only act for so long. Eventually the facade will come down. But you have to be willing to spend enough time with them for that to happen.   I also advise that the last hour or so be done in an informal setting, such as lunch or dinner. I especially recommend you take your spouse or significant other with you and have the candidate do the same. This will often allow you to see another side of the person than you’ve not seen up to that point.   5. Involve the right people. Don’t fly solo on this. Be humble and wise enough to involve other key stakeholders, such as those who will be peers or direct reports of the new hire. Especially involve those who firmly embrace your core values and those who bring a very different perspective to the table.   Listen closely to these people and don’t write off their concerns, even if you’re enamored with the candidate. If you trusted them enough to involve them, pay attention to their feedback.  
Clearly identifying what you want is the first critical step towards success.

Joe Denner

   

Don’t Miss These Bonus Items

Read my blog post titled, “Three Reasons to End the Interview Immediately” and listen to my podcast titled, “The Seven Biggest Mistakes Companies Make When Hiring.” Both contain key pieces of information that’ll help you raise the level of your hiring game.   Once you have the right folks on board it’s important you do two things. Keep them and shape them into a great team. In regards to keeping them, see my blog post called, “Four Ways to Keep Your Best People from Jumping Ship.”   Now it’s time to build a winning team. I detail three critical aspects of this in my video series, “Three Keys to Building A Great Team“. It’s free for a limited time. Click here to watch it now.   Question: What’s your biggest challenge in finding good people? [question]hire-right-peopl[/question]  

Seize the day!

How to Show Appreciation In A Way That Makes A Lasting Impact

We had a great time last Saturday as three of my sons graduated from Liberty University in Lynchburg, VA. It was a fun trip, though it included a two hour visit to a local urgent care facility for a couple of stitches. I won’t bore you with the details, but if you know my son Jon, “enough said.”  
Image Courtesy of Adobe Stock
  As you can imagine there was a lot of congratulating and applauding that took place throughout the trip, but especially at the commencement. All of the celebratory shouting, hugging, and hand shaking got me thinking about a topic. It’s probably one of the most important topics we can consider if we want to be leaders who have significant influence with those we lead.   Significant influence is a powerful lever for creating high levels of engagement with our team members (or family members) and that is what leads to outstanding performance and results.   I remember early on in my leadership journey hearing repeatedly about what truly motivates people. What surprised me was that money was usually not in the top 5 (of research studies). Another thing that surprised me was when one of my mentors told me that appreciation and recognition were almost always #1 and #2. I found that hard to believe as a young leader. But the last 15 years have confirmed the validity of that again and again.   You may have noticed that I listed appreciation and recognition separately. They are distinct. The basic difference is that appreciation is typically given privately or one-on-one. Recognition is public.   I learned many years ago how important it is to know which one people prefer. I actually had a team member who really disliked being publicly recognized. I might even go so far as to say that he hated it. He disliked it so much that if I were to have recognized him publicly I’m confident it would’ve had a negative impact on our relationship.   The other pitfall I have fallen prey to, and have witnessed countless other times, is appreciation expressed poorly. Because of how the feedback was delivered, in some cases, it even wound up having a negative impact.   Give me 30 more seconds and I’ll give you two quick ways you can give appreciation or recognition that will create maximum impact.
 

Hitting the Target

Most of the time when we think about showing a person appreciation we think of saying things like, “Thank you” or “Great job!” The problem is that while the sentiment is nice, this is one of those times that “it’s the thought that counts” might actually not apply.   1. Be specific about what they did that you appreciated. Hearing “Great job!” feels nice for a few seconds. But often people are left wondering what you meant. Let’s face it. The people you want to appreciate do a lot of things. Which one did they do a great job with? What was it about what they did that you really liked?   The more specific you are with your appreciation the more likely you are to get the behavior repeated. If you aren’t specific you might actually end up leaving the person frustrated because they don’t know what you appreciated. And they aren’t likely to ask.   Saying, “Thank you” is nice, but doesn’t take much effort. Taking the time to clearly think through and then articulate what you appreciated adds tremendously to the weight of your gratitude. It’s a simple, but powerful difference.   Here are two examples:
  • “Bob, I really want to thank you for the amazing detail you provided in that report for me on the fabrication department’s productivity.”
  • “Susan, I really appreciated how you handled that frustrated customer this morning. You were patient and walked them through the situation with great care.”
  2. Clearly identify the positive impact or value of what they did and for whom. It is just as important to tell them how their action or behavior had a positive impact or added value. Don’t assume they are aware of all the benefits that were derived from what they did. In many cases they won’t be. Take the time to be thorough.   Additionally, be clear about who benefited from their actions. There will be many cases where they lack full visibility to the depth or breadth of the impact.   Even if they are aware of all these things, hearing about them from another person is meaningful and rewarding. Just as with the previous point, the fact that you took the time to think this through and share it with them speaks volumes about your true level of appreciation.   Here are two examples connected to the previous point:
  • “The details were extremely helpful because they uncovered some important flaws in our process that could easily have been hidden by numbers reported in summary. If it wasn’t for that report I would have made an incorrect decision on how to proceed. I thank you. Our stockholders thank you. Well done!”
  • “Your ability to handle that customer was witnessed by a number of your co-workers. You perfectly modeled our values and that really helps to reinforce the kind of culture we want here. And, it also allowed me to stay focused on a task that really needed my attention. Thank you!”
 
Showing appreciation is one of the most effective ways to boost your leadership impact.

Joe Denner

   

Maximum Impact

This is decidedly one of the best ways to increase the effectiveness of your leadership. American poet Maya Angelou is famously quoted as saying, “I’ve learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.”   Authentic, timely and specific appreciation is a great way to make people feel valued and important. That creates long-term value for you, your team, and all other stakeholders.   Question: What do you need to say to someone on your team or in your family to show appreciation? [question]how-to-show-appreciation[/question]  
Seize the day!

Exact matches only
Search in title
Search in content
Search in posts
Search in pages
Filter by Categories
Blog
Hiring
Leadership
Personal Development
Podcast
Productivity

Enter Your Email Below to Get Started!

We hate spam as much as you do!
Read our Privacy Policy