Tag Archives: leadership

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Your Inner Leader

Your “Inner Leader” by Robert Landau

Are you a leader in your life?

A leader envisions a task, and then goes about accomplishing that task in the best way they can.  Motivational leadership happens when others watch a leader facilitating a task and admire the way they go about it and the results they’ve gotten.

Each one of us has an “Inner Leader”.  It comes to the fore when we stand out of its way.  It has everything to do with confidence and positivity.  If you let your “Inner Leader” lead you in life, you will reach the finish line even before you realize that you’ve gotten there.  Leadership is a part of your heartbeat, it’s a part of your breath and it’s who and what you are.

Here are seven easy-to-follow steps to life leadership:

  1. Believe there is a leader within you.
  2. Map out how you will get from A to Z for any task that requires leadership
  3. Believe you can get there
  4. Feel what it’s like already accomplishing the task even though it hasn’t happened yet
  5. Repeat step 4 as often as possible until the results are achieved
  6. Stand out of the way and let it happen
  7. Don’t worry about WHEN your goal will be achieved, just KNOW it will happen when it is supposed to.

Leading is something you came here to do.  It’s your path, it’s your life, it’s your destiny.  All you have to do is stand out of the way!

Dianne Durkin offers personal coaching services and leadership programs to guide individuals to tune into their “Inner Leader”.  Contact Loyalty Factor today to schedule your coaching or training sessions.  603.334.3401

 

Source: RobertLandauMotivation.com, August 31, 2013

Info Exchange – Dreamforce Conference Jeff Immelt

Welcome to the Loyalty Factor Information Exchange, a bi-weekly service providing summaries of major publications and books on various management and customer relationship topics. 

 Loyalty Factor has been instrumental in helping companies:

  • Increase Customer Satisfaction by 20 – 33%
  • Increase Revenues by 50% in 18 months
  • Increase Manufacturing Production by 200% in 18 months
  • Simplifying mergers and acquisitions

 

Our information exchange this week highlights the presentation by Jeff Immelt, Chairman and CEO of GE at the recent Dreamforce Conference.  

Dreamforce Conference: GE CEO, Jeff Immelt

Jeff Immelt, CEO of General Electric, spoke at the recent Dreamforce conference and had a number of thoughts on leadership, as well as what is important in building a company for the future.

 

Below are his leadership tips:

 

1. Be purposeful about what you are there to do. Clearly understand what is the added value and purpose that you add to the world.

 

2. Always work on what is important. So many times we get caught up in daily activities and forget the important parts of our jobs.

 

3. Adaptability is key in this global economy. Things can change on a moment’s notice and we need to be ready for these changes.

 

4. Form teams, work as a team, and treat everyone within the organization well.

 

5. Always be prepared for the unexpected.

 

Building a Company of the Future

According to Jeff, infrastructure creates jobs and we need to educate our children for the jobs of the future. In addition he spoke about tone. Jeff was very clear about one point: When delivering a speech or trying to make a point, tone is most important. You can polarize an audience just based upon the tone.
Questions he suggests you ask:

  • Did that speech motivate me?

For example, when delivering a speech on creating new jobs, “Did that speech motivate you to create new jobs in your particular factory?” It is all about the tone and how you present your particular ideas.

 

Dianne Durkin, our Founder and President, was privileged to also speak at the 80,000 attendee Dreamforce Conference. Her presentation comments will be the highlight of our next Info Exchange. 

 

For a strategy on how to give your organization a competitive advantage, contact Loyalty Factor at 603.334.3401. Loyalty Factor has helped numerous organizations grow beyond expectations by embracing the above disciplines.

Magnetic Leadership: Its Time to Get R.E.A.L.

In today’s fast moving global economy, change is inevitable.

In fact, leaders need to be continually seeking improvements in processes and procedures to maximize efficiency and effectiveness.

 

 

In the coming weeks, I’ll be focusing on the power of magnetic leadership and how you can energize your organization today by taking steps to arm your employees with the knowledge and stamina to regularly carry out the organization’s goals, and how to create an environment that nurtures and supports results.

 

I like to use the R.E.A.L. acronym as a guide.

 

R

is for recruiting the right people at the right time
in the right place and retaining them.

E

stands for engagement, empowerment and enrichment

A

means appreciating employees

L

stands for leadership and building loyalty.

 

There are many myths about leadership that often prevent people from developing their leadership skills.  They think if they were not born a leader with some magic leadership dust in their DNA, they cannot become one in the future.

 

While some people may be more natural leaders than others, some of the best leaders I have worked with are men and women who went beyond cultivating their own leadership skills and instead created a culture of leadership in their organizations. The reality is that leadership does not belong to just one person.  Leadership inspires others and becomes a contagious force throughout an organization.

 

I’m excited to share how a leader can be a magnet for attracting and retaining top talent while maximizing their skills and efforts to build profitability and productivity.

 

Let’s Get R.E.A.L.

 

 

Dianne Durkin is president and founder of Loyalty Factor, a specialized consulting and training company that enhances employee, customer and brand loyalty for some of the nation’s most prominent corporations and many smaller businesses. Dianne’s proven expertise lies in helping companies quickly get to the core issues and outlining their impact on the organization’s profits, productivity and people.  www.loyaltyfactor.com

Info Exchange – Learning Charisma

Welcome to the Loyalty Factor Information Exchange, a bi-weekly service providing summaries of major publications and books on various management and customer relationship topics. 

 Loyalty Factor has been instrumental in helping companies:

  • Increase Customer Satisfaction by 20 – 33%
  • Increase Revenues by 50% in 18 months
  • Increase Manufacturing Production by 200% in 18 months
  • Simplifying mergers and acquisitions

Our information exchange this week highlights the June 2012 Harvard Business Review article, “Learning Charisma by John Antonakis, Marika Fenley, and Sue Liechti.

Learning Charimsa

 

Charisma is rooted in values and feelings. According to Aristotle charisma is born in what he called “pathos.” What is meant by this is to persuade others, you must use powerful and reasoned rhetoric, establish personal and moral credibility, and then rouse followers’ emotions and passions.

 

Several large-scale studies have shown that charisma can be an invaluable asset in any work context. The most effective leaders lay charismatic leadership on top of transactional and instrumental leadership to achieve their goals.

 

Below are a few charismatic leadership tactics that have helped leaders improve their leadership ratings by about 60%:

 

1. Connect, Compare and Contrast

Charismatic speakers help listeners understand, relate to, and remember a message. A powerful way to do this is by using metaphors, similes, and analogies.

 

2. Engage and Distill

Rhetorical questions as used by charismatic leaders to encourage engagement.

 

3. Three-part lists

Three-part lists are another old trick of effective persuasion because they distill any message into key takeaways. Why three? Because most people can remember three things; three is sufficient to provide proof of a pattern, and three gives an impression of completeness.

 

4. Setting high goals

Goals demonstrate passion and inspire it in your followers.

 

5. Convey confidence that the goals can be achieved

Passion cannot emerge unless the leader truly believes the vision and strategic goal can be reached.

 

The goal isn’t to employ all the tactics in every conversation but to use a balanced combination. If you think you can’t improve because you’re not naturally charismatic, you’re wrong. Charismatic leadership tactics can make you more charismatic in the eyes of your followers, and that will invariably make you a more effective leader.

 

To learn more about the steps you can take to become a more effective leader, call Loyalty Factor at 603-334-3401.

 

 

Leadership Action Plan for Improvements

Based upon what we have been talking about lately with Authentic Leadership, The Five Practices of Exemplary Leadership, Leadership Styles, Formulating & Executing a Vision and Building Trust, let’s take some time to reflect and make a plan.

 
Self reflection and continuous improvement is extremely important to becoming an effective leader. Great leaders are always continuing to grow and learn new things.

 

Writing down your goals makes you feel more accountable and empowered to achieve change.

 

Create YOUR Action Plan today!

 

My strengths and areas for development:

 

                  Strengths                                             Areas for Development

___________________________               _______________________________

___________________________               _______________________________

___________________________               _______________________________

___________________________               _______________________________

 

Based upon what I learned recently, what I am going to do differently starting immediately:

 

_____________________________________________________________________

 

 

Maybe your strengths include things like:

  • I can create innovative solutions to business problems
  • I work effectively with team members,

 

While your areas for development are:

  • I want to learn more about “XYZ” program
  • I need more confidence in public speaking

 

Whatever they may be, you are starting today with an action plan for change. Start your journey to becoming a Magnetic Leader today!

 

 

Dianne Durkin is president and founder of Loyalty Factor, a specialized consulting and training company that enhances employee, customer and brand loyalty for some of the nation’s most prominent corporations and many smaller businesses. Dianne’s proven expertise lies in helping companies quickly get to the core issues and outlining their impact on the organization’s profits, productivity and people.  www.loyaltyfactor.com

Info Exchange – The Employee Engagement Imperative

Welcome to the Loyalty Factor Information Exchange, a bi-weekly service providing summaries of major publications and books on various management and customer relationship topics. 

 Loyalty Factor has been instrumental in helping companies:

  • Increase Customer Satisfaction by 20 – 33%
  • Increase Revenues by 50% in 18 months
  • Increase Manufacturing Production by 200% in 18 months
  • Simplifying mergers and acquisitions

Our information exchange this week highlights the Engagement Strategies article, “The Employee Engagement Imperative” by Allan Schweyer.

 

The growing organizational focus on achieving financial results by engaging employees reflects an emerging realization that traditional management practices are outdated. Today more than 80% of value in organizations is the ability to innovate, create, delight customers and solve problems.

 

Many studies have shown there is a direct link between financial results, share price performance and the ability of an organization to engage its employees.

 

Many ask, “What’s the difference between employee satisfaction and employee engagement?” Night and day is the best answer.

 

Satisfied employees are rationally satisfied with things like pay, benefits and work-life balance; they might stay with the organization but will rarely do much beyond what it takes to keep their job.

 

Engaged employees are emotionally connected to the mission, goals and objectives of the organization, and as such are willing to exert discretionary effort to help it succeed.

 

Unfortunately, only about half of US Workers are engaged in their work (and, as above, less than a quarter are fully engaged.)

 

The most important ingredient to sustained employee engagement is leadership, particularly the quality of front-line managers and supervisors.

 

If businesses and government are to overcome the challenges posed by globalization and the economy, they must invest in the development of supervisors and leaders. Otherwise, our nation’s problems are likely to overwhelm us. 

 

To develop the leadership to engage and empower your employees call Loyalty Factor at 603-334-3401.

The Seven Practices of Exemplary Leadership

Leadership is the critical factor that determines the success of any business, department or organization.  The ability to select, manage, motivate, and guide employees to achieve results is the true measure of any leader’s success.

The Seven Practices of Exemplary Leadership:

There have been more than 3000 studies conducted over the years aimed at identifying the qualities of successful leaders.  More than 50 qualities have been identified that are important to leadership.  And, there are seven qualities that seem to stand out as being more important than the others. The good news is that each of these qualities can be learned, and they must be learned by practice and repetition:

 

1. Vision: The most important single quality of leadership.

 

2. Courage: The second quality that leaders have in common.

 

3. Integrity: the most respected and admired.

 

4. Humility: Leaders have the security and self-confidence to recognize the value of others.

 

5. Foresight: Leaders have the ability to look into the future and anticipate what might occur.

 

6. Focus: The ability to focus personal and corporate energies and resources in the most important areas.

 

7. Cooperation: The ability to work well with others is essential for effective leadership. Your ability to get everyone working and pulling together is essential to your success.

 

Loyalty Factor is known for its Leadership Development Programs.
With over 35 modules, customized to meet our clients specific needs,
there is something for everyone.


Call us today and improve the performance and profitability of YOUR
business with Exceptional Leadership.

www.loyaltyfactor.com

 

Dianne Durkin is president and founder of Loyalty Factor, a specialized consulting and training company that enhances employee, customer and brand loyalty for some of the nation’s most prominent corporations and many smaller businesses. Dianne’s proven expertise lies in helping companies quickly get to the core issues and outlining their impact on the organization’s profits, productivity and people.  www.loyaltyfactor.com

Traits of Outstanding Leaders

Great Leaders Move People: Powerfully, Passionately, and Purposefully.


According to a global study conducted by the Harvard Business Review, only 15% of companies in North America andAsiabelieve they have enough qualified successors for key positions. The picture is slightly better inEurope, but even so, fewer than 30% of European companies felt confident about the quality and amount of talent in their pipelines.

 

In regions where companies are focused on growth strategies or emerging markets, they found the supply of experience managers is even more limited. This shortage is expected to continue for another two years. It is therefore critical for companies to develop their future leaders. Developing leadership  skills will make the difference in creating very successful and very profitable companies.

 

There are a number of traits of outstanding  leaders and it would be difficult to highlight all of them. I categorize them in five primary areas: 

Sets the Challenge

•  Creates and communicates a vision or goal that compels others

Engages People in the Possibilities

•  Speaks to the possibilities in a clear and concise fashion

Creates Trust

•  Encourages others to take risks through honesty, integrity, openness and reliability

Distributes Power

•  Values innovation

Celebrates Successes

•  Recognizes performance, rewards results

 

Ideally, through these behaviors a leader helps others be the best they can be.

 

Dianne Durkin is president and founder of Loyalty Factor, a specialized consulting and training company that enhances employee, customer and brand loyalty for some of the nation’s most prominent corporations and many smaller businesses. Dianne’s proven expertise lies in helping companies quickly get to the core issues and outlining their impact on the organization’s profits, productivity and people.  www.loyaltyfactor.com

 

Differences Between Leadership & Management

My definition of effective leadership is to use your personal characteristics and qualities to be the absolute best you can be, and to help others be the absolute best that they can be.

 

Ever since the beginning, leaders have been creative problem solvers who use their imagination to reexamine the status quo, visualize new possibilities and ask “what if.”  The primary responsibilities of leaders are to initiate and cope with change.

 

Leaders therefore:

  • Set new directions
  • Align people around the new direction by communicating it clearly
  • Ensure people understand and are committed to it
  • Motivate and inspire people to keep them moving in the right direction

 

A leader motivates, inspires and energizes people by connecting the vision, mission, values, purpose and business goals to individual values and needs.

 

Management is a specific kind of leadership in which achieving organizational goals is paramount. Managers carry out operations and maintain the status quo, by setting goals and objectives consistent with the vision of the organization.

 

The primary responsibility of managers is coping with complexity. They therefore do the following:

  • Plan and budget
  • Set targets and goals for the future
  • Established detailed steps for achieving those goals
  • Allocate resources to support the plans
  • Organize and staff

 

Leadership and management must be used in balance. Leadership and management are two distinct yet complimentary systems of action, each with its own characteristics and activities. Both are necessary for your success, as well as that of the organization.

 

Dianne Durkin is president and founder of Loyalty Factor, a specialized consulting and training company that enhances employee, customer and brand loyalty for some of the nation’s most prominent corporations and many smaller businesses. Dianne’s proven expertise lies in helping companies quickly get to the core issues and outlining their impact on the organization’s profits, productivity and people.  www.loyaltyfactor.com

Info Exchange – The Power of Collective Ambition

Welcome to the Loyalty Factor Information Exchange, a bi-weekly service providing summaries of major publications and books on various management and customer relationship topics. 

 
Loyalty Factor has been instrumental in helping companies:

  • Increase Customer Satisfaction by 20 – 33%
  • Increase Revenues by 50% in 18 months
  • Increase Manufacturing Production by 200% in 18 months

Our information exchange this week highlights the Harvard Business Review article from December 2011, “The Power of Collective Ambition,” by Douglas A. Ready and Emily Truelove.

 

In the past few years, some companies have not just weathered the economic storm: they have emerged stronger than ever. They were winners even in industries where you may have expected serious blows – for example: luxury industries like hospitality and beauty.

 

How did these players such as The Four Seasons, Sephora and Standard Chartered Bank become the exception?

 

What these companies did was the following. Instead of pursuing a single ambition such as profits, these organizations used what the authors call a “Collective Ambition.” A Collective Ambition is defined as a summary of how leaders and employees think about why they exist, what they hope to accomplish, how they will collaborate to achieve their mission and how their brand promise aligns with their core values.

 

As mentioned previously, these companies do not fall into the trap of pursuing a single ambition (profits). Instead their employees collaborate to shape a collective ambition that supersedes individual goals and takes into account the key elements required to sustain excellence.

 

The elements of Collective Ambition are as follows:

 

Purpose – The company’s reason for being; The core mission of the enterprise.

 

Vision – The position or status the company aspires to achieve within a reasonable timeframe.

 

Targets & Milestones – The metrics the company will use to assess progress towards this vision.

 

Strategic & Operational Priorities – The actions the company will take in pursuit of their vision.

 

Brand Promise – The commitments the company makes to shareholders, customers, communities, investors, employees, regulators and partners concerning the experience the company will provide.

 

Core Values – The guiding principles that dictate what the company stands for as an organization in good times and in bad.

 

Leadership Behavior – How leaders act on a daily basis as they seek to implement the company’s vision and strategic priorities. They are measured on fulfilling brand promise and living up to the values.

 

By clearly defining these elements, misalignments within the organization can be recognized and addressed. The authors describe the Collective Ambition as a compass with Purpose at the center.

 

Articulating these elements of Collective Ambition can give an organization a better sense of the company’s purpose and how individuals within that organization can contribute to the purpose.

 

This becomes a total framework for identifying milestones, making strategic decisions and operational choices.