Because if your daily problems and challenges are offered in the right context, they become the best tool you have to building leadership under you. Becoming masterful at anything requires practice.

The practice of solving problems in a team environment builds leadership skills. Key employees and senior managers need the practice of shouldering the weight of these challenges until they have the competence and confidence to handle anything that comes at them.

Why Daily Problems and Challenges Are NOT a Bad Thing is a post from: Gregory Neil Associates

When making decisions regarding your business, never, ever give your power over to fear. It paralyzes, constricts, obstructs, stresses, and damages your business.

It starts with the misunderstanding that regarding some particular situation, you have no other option other than to stick to what you have. Whether that’s an employee who has been with you since the beginning, but no longer performing, or your marketing methods that worked great for years, but produce nothing now.

Remember this: You always have options to take action – Go for it!!!

The following is excerpted in honor of FDR’s Inaugural Address, March 4, 1933.

“This great Nation will endure as it has endured, will revive and will prosper. So, first of all, let me assert my firm belief that the only thing we have to fear is fear itself-nameless, unreasoning, unjustified terror which paralyzes needed efforts to convert retreat into advance. In every dark hour of our national life a leadership of frankness and vigor has met with that understanding and support of the people themselves which is essential to victory. I am convinced that you will again give that support to leadership in these critical days.”

To read the full address, click here.

The Only Thing to Fear is Fear Itself is a post from: Gregory Neil Associates

With even just a little Acknowledgment, you can accomplish so much like:
Praise – as in bringing attention to a job well done.
Educate – using a job well done to set a standard for everyone.
Empower – putting attention on someone for something specifically well done.

And the best thing is, if makes you feel good, it makes others feel great,
it makes productivity go up, and…it costs you nothing.

So come on, don’t be a k’vetch. Go find someone to acknowledge right now.

The 2nd Most Powerful Management Tool You Have is a post from: Gregory Neil Associates

Building leadership under you…
Are you effectively leveraging this for the highest productivity in your business?

• It gives your employees what they want most — the ability to solve problems for you, the doing of which on a daily weekly basis accomplishes several things.
• It gives them the experience needed to think like an owner, (this is critically important).
• It gives them the challenges they seek for personal job satisfaction.
• And it takes things off your plate, making your day-to-day less busy and stressful.

Many owners feel they don’t have time to invest in this, but the truth is, you really can’t afford not to.

The Most Powerful Management Tool You Have is a post from: Gregory Neil Associates

It takes courage, almost always involves some risk, and there’s almost always something you have to give up. Like being comfortable, or waiting for someone else to get it done. Or the notion that you don’t have what it takes, or you’re not the right person.

Here is a good rule of thumb: If you can see something missing, if in your view there is something amiss, if you have the ability to see that there is a problem somewhere, then you have the opportunity to do something about it. Go for it. That rare commodity we call leadership actually lives in all of us.

Some quotes from a great woman…

“Never doubt that a small group of thoughtful, committed, citizens can change the world. Indeed, it is the only thing that ever has.”

“Never depend upon institutions or government to solve any problem. All social movements are founded by, guided by, motivated and seen through by the passion of individuals.”

“We are continually faced with great opportunities which are brilliantly disguised as unsolvable problems.”

— Margaret Mead

You Make a Difference is a post from: Gregory Neil Associates

No business owner would plan to sabotage business by inspiring fear with employees. Not intentionally, at least. But often, due to the financial stress of months where business is slow, owners and managers pass on information that de-motivates employees at a time when you most need their best effort. Although it may seem normal to complain about typical business problems, it can have an adverse effect on employees who may take it personally.

Fear is not a good motivator. Scared employees work less effectively. Fear has a very short shelf life, and can lead to resentment and resistance. Fear impedes real thinking, innovation, challenge, and risk taking. Replaced with avoiding responsibility, CYA, and doing the minimal amount.

Instead, talk about what’s working and what you would like to see more of. Acknowledge each person for their best efforts and you will get more of that.

Fear Based Management is a post from: Gregory Neil Associates

Most people are probably thinking about the landmark achievements they will accomplish this year, and while that’s a good and necessary thing, it’s not what I see making the biggest difference in successful companies.

It’s all the little things. How the owners and senior managers relate and interact with other employees a hundred times a day, and how those employees in turn interact with customers.

Small acts of kindness demonstrating respect, acknowledgement, appreciation, and a genuine concern only happen consistently when its backed up by owners and senior managers who walk their talk. Only then do more functional behaviors become embedded in the culture.

While the landmark goals and achievements are important, remember it’s the attitudes and behaviors of whatever is there in your business culture that’s driving execution.

While You’re Planning Your Year… is a post from: Gregory Neil Associates

Unless your business is perfectly run with no mistakes, there is some human error. Are you fully capitalizing on those mistakes? Are they new mistakes – or the same ones over and over again?

Unless you set up daily and weekly learning opportunities, your business will race along with a focus on getting the next job done, and become static. To remain aggressively profitable, you must use every opportunity for training and development.

Learning needs to be institutionalized into your daily and weekly meetings. Mistakes shift from a negative to a positive as they become viewed as an opportunity to become stronger faster.

Learning vs. Static Organizations is a post from: Gregory Neil Associates

It’s important to distinguish someone’s technical job skill abilities separate from their ability to work with others in a team environment. Often, I see companies that have hired someone who is very good at what they do, but throws everything and everyone around them into chaos. Is it really worth it?

Only you can decide for your own business. But, keep in mind that what’s been found in both corporate and military team making, the most successful teams do not always start out with the personnel possessing the necessary skills. They do have the passion and the drive to do what needs to be done, so hiring is critical for the right skills and behaviors. But, of the two choices, which is more important?

People can learn new skills – if they want to, and as fast as they want to. But learning new behaviors is a bit more challenging.

Identify those people who already practice the behaviors you are looking for. Then allowing employees to be themselves and make decisions about how to get the job done based on common sense and their natural inclinations, produces a far more productive environment.

Stacking the Deck in your Favor is a post from: Gregory Neil Associates

(In case you don’t know, Zappos is an extremely successful online retailer that recently merged with Amazon)

1. Deliver WOW Through Service
2. Embrace and Drive Change
3. Create Fun and A Little Weirdness
4. Be Adventurous, Creative, and Open-Minded
5. Pursue Growth and Learning
6. Build Open and Honest Relationships With Communication
7. Build a Positive Team and Family Spirit
8. Do More With Less
9. Be Passionate and Determined
10. Be Humble

You’re probably wondering – can you actually make money with values like that? How could you have a serious, productive, and profitable work environment when you’re focused on being weird and having fun?

To hear what Zappos CTO, Arun Rajan has to say about this, click here.

Today’s Study: Zappos Core Values is a post from: Gregory Neil Associates