All day long, your business and your employees are managing work getting done. The more efficiently your organization executes commitments, the more money you make.
Powerful and effective execution starts with powerful management. Powerfully effective management starts with powerful speaking and listening. You will not have powerful actions without powerful speaking and management.

Speaking without power is a management style that is relying on the hope of circumstances to turn out and deliver the results, very likely accompanied by worry, fear, stress, and frustrations.

Powerful speaking as a management style wields requests for commitments in time, challenging the best execution possible. In short, more attention to work on the front end, pays big back end dividends.

Powerful Speaking and Profitable Business is a post from: Gregory Neil Associates

You hire someone who, at that time, seems to be the best person for the position. Everyone is happy – for a while. Then, at some point there is a problem. Do you stop to ask the question – is it the new person, or is it the management style, or is it something about the business operations or culture that is driving that employee’s behavior?

It may or may not be, but if you don’t ask, you will never discover what could possibly be a blind spot. Then the common scenario runs its course. He/she stays for a few months or years, and then we start over with a new person.

When you’re at the top of your organization, it’s likely difficult to see the impact of your own personality and leadership – be brave, ask for feedback,

Classic Business Blind Spot! is a post from: Gregory Neil Associates

It takes some intelligence to offer a better, more effective way to get something done. It requires emotional intelligence so that your packaging and delivery lands for the receiver in a way that they can hear it, and put it into action right now. But what do you do if the receiver won’t listen, no matter how you deliver or package it?

More than half your struggle might have nothing to do with you, but with the fact that your listener isn’t open to support and coaching to begin with. It takes a certain degree of self confidence and self esteem to be able to listen to coaching from someone without being offended, threatened, or angry. Without the “Right Attitude,” the Coachee is limited in their learning ability, and it’s likely that you’re going to feel like you’re working way too hard to get something across.

Coaching, Emotional Intelligence, and Right Attitude is a post from: Gregory Neil Associates

Too often, leader’s reference the effectiveness of their speaking based on how they themselves feel or think without being responsible for how others are hearing them. “Me centered” focus of attention could be considered a kind of A.D.D. behavior.

Successful Leadership requires a behavior adjustment placing your attention almost entirely on others, specifically – your ability to listen to others. Whether you’re in front of many or in a one on one meeting, effective Leadership steers from what is happening over there with the listener(s).

If that’s where you want the action to be – commitments, execution on actions, etc., then it naturally follows that’s where we need our attention to measure the impact of our speaking. If you’re leadership isn’t getting the results you want, try a different style or message.

Leadership and A.D.D. (Attention Deficit Disorder) is a post from: Gregory Neil Associates

There is a whole range of responses you can get when asking another for a commitment. I am not speaking about what they say, I am speaking about the mood in which the commitment is delivered, but you have to listen for that.

Moods and Attitudes can vary from very low on the scale as in annoyance or obligation, or lower, all the way up to challenge, adventure, and empowerment.

To have powerful commitments that you can count on, you need to listen for what’s driving that promise behind the words you want to hear. The most powerful commitments are when there is no gap between the speaker, the speaker’s promise, and their actions. Their experience is one of “I am that I will…”, and you know they will do everything in their power to fulfill that.

What’s driving that Commitment or Promise? is a post from: Gregory Neil Associates

There are a variety of relationships we can have to our word. Some people think it’s a complete pain to give their word, and you can hear and see that in their behavior. And some people feel empowered and supported by it.

Responses range from obligation, annoyance, or worse, to seeing it as a welcome challenge. The key is listening and coaching people where they are so they can take the next step.

Your Relationship To Your Word is a post from: Gregory Neil Associates

When we say “Management”, what exactly are we talking about?
What is Management, if not intervention in some event about to go south?
In that moment, when circumstances argue that the job is not going to get done, how you intervene defines you and your style of management, of which there are many.

The most effective intervention I know is to be very clear on the outcome needed, not the process, not what they need to do, just the outcome. Make the most challenging, but doable, request to the responsible person, and listen for their commitment. It’s all about the quality of their commitment!

“Management,” “Business as Usual” and “Defining Moments” is a post from: Gregory Neil Associates

If you’re feeling stuck with certain employee’s behaviors, it’s probably because you don’t see that you have any other options. There are always options…always.

The hardest part of leadership is being responsible for the impact of your own behaviors. It’s tough for the following reasons:

• Most employees are afraid to “confront” an owner with their true thoughts, so you don’t get the feedback.
• Without that feedback, it’s tough to see your own blind spots and bad habits.
• Even if you could see them, exchanging them takes a concerted, supported effort.

To be the kind of leader that people look up to takes a big person, courage, and heart.

Your Leadership is Always Inspiring Something is a post from: Gregory Neil Associates

Autonomy
Give individuals the freedom to be self directed.
The desire for freedom is one our most powerful motivations.

Mastery
Offer training and development, the opportunity to improve skills.
Professional self improvement improves productivity and personal satisfaction.

Purpose
Have a vision or purpose that’s bigger than the business making money.
Business that are all about the money don’t inspire your teams or your customers.

How do you do this…
I admit, it’s simple, but not easy – if it was easy everyone would do it. It takes patience, and the smarts to know that a step-by-step planned process to achieve a significant goal is far more powerful than a single event of one day’s or one week’s work.

Exactly what it will look like in your company depends on your particular circumstances. But it’s likely your efforts will be more successful if you get help from an outside source.

3 Things That Will Super Charge Your Business is a post from: Gregory Neil Associates

1. Yelling louder, pushing harder, relentlessly riding people.
Doesn’t work because soon as you leave the room or stop yelling, they stop.

2. Create competition – many will respond if pitted against their peers.
But If you’re not careful, it kills cooperation, team-man ship, and creativity.

3. Set the stage by elevating “performance challenges,” agree and align on the goals, offer unstoppable support – then get out of the way.

Which style makes you the most money? When your business culture embraces achievement, everyone win.

Three Methods of Leadership is a post from: Gregory Neil Associates