Wednesday, February 27, 2013
Walk The Talk Movie
Walk The Talk Movie: Having values is important, but it is even more important, and challenging, to live the values you embrace and "Walk the Talk". From family and faith, to sports and politics, to our jobs and our communities we all need to learn to "Walk the Talk". Let this great little movie be a reminder to us all...
Sunday, February 24, 2013
You Have To Work For Someone You Have Respect For
I just returned from a business trip to California where I rejoined a former boss in his new technoly based company. I have not given up my coaching which is a passion but I am integrating in this new position of Director of Business Development as I have deep respect for this man I have chosen to go to work for. This will be our third time working together in the third start up phase of growing a business that I know will succeed and be impactful in the valuation industry of mortgages. A focus of mine will be to add value by acquiring business from the mortgage lenders who are tired of poor communication, lack of response and want to have more control over the vaulation process.
It's really important that if you have to work or chose to work for someone, that you like them, respect them, trust them and believe in what they are doing. Why is this important? In order to be happy, productive, motivated and energized, you have to like what you are doing and know you are being led by someone who cares and who you can trust. More important than all the systems and processes of the world. Healthy companies are just as much or more important as smart companies. Smart companies have good systems and processes in place for strategy, marketing, technology, product, services, logistics, etc. Healthy companies are companies that care about the people in the organization, have open lines of communication, allow collaboration, ideas to be shared, and are led by leaders who hold their ego in check and are leading by example and passion and who create an environment for people to contribute and thrive.
Far too many companies focus on getting the job done, "too hell" with everthing else, "you have a job, you are working and earning a living and that should be enough." Very sad but true. If there was a gathering of people in a room (no matter what the industry) and I asked the audience how many people can honestly say that the leaders in their organizations care about what they do and communicate what's going on, very few would raise their hands. This is changing slowly but surely, espeically with younger generation leaders who see the value in collaboration and open communication. Every year companies around the country are recognized for "being the best place to work", look for them in your area.
From my coach training and interacting with people on a regular basis, I know I could never work for a dysfunctional company again. It's not worth the stress and frustration to do so. I am excited that I have a new opportunity to be in a healthy environment and contributing and continuing to coach leadership and management teams to understand that people drive the engine.
It's really important that if you have to work or chose to work for someone, that you like them, respect them, trust them and believe in what they are doing. Why is this important? In order to be happy, productive, motivated and energized, you have to like what you are doing and know you are being led by someone who cares and who you can trust. More important than all the systems and processes of the world. Healthy companies are just as much or more important as smart companies. Smart companies have good systems and processes in place for strategy, marketing, technology, product, services, logistics, etc. Healthy companies are companies that care about the people in the organization, have open lines of communication, allow collaboration, ideas to be shared, and are led by leaders who hold their ego in check and are leading by example and passion and who create an environment for people to contribute and thrive.
Far too many companies focus on getting the job done, "too hell" with everthing else, "you have a job, you are working and earning a living and that should be enough." Very sad but true. If there was a gathering of people in a room (no matter what the industry) and I asked the audience how many people can honestly say that the leaders in their organizations care about what they do and communicate what's going on, very few would raise their hands. This is changing slowly but surely, espeically with younger generation leaders who see the value in collaboration and open communication. Every year companies around the country are recognized for "being the best place to work", look for them in your area.
From my coach training and interacting with people on a regular basis, I know I could never work for a dysfunctional company again. It's not worth the stress and frustration to do so. I am excited that I have a new opportunity to be in a healthy environment and contributing and continuing to coach leadership and management teams to understand that people drive the engine.
Wednesday, February 13, 2013
Thought Leadership
Sharing the most recent article Becky Walzak and I co-authored in this month's edition of Progress in Lending magazine. The topic - Thought Leadership with the emphasis on the need for more thought leaders in the mortgage space.
http://www.progressinlending.com/TME213/TME213ThoughtLeadership.pdf
http://www.progressinlending.com/TME213/TME213ThoughtLeadership.pdf
Thursday, February 7, 2013
The Five Pillars of Good Health - Dr. Andrew Weil
These Five Pillars are what we all should embrace and live. Our corporate wellness program is focused on these as well.
The Five Pillars of Good Health - Dr. Andrew Weil
The Five Pillars of Good Health - Dr. Andrew Weil
How Do You Motivate Inside Sales People?
How do you keep your inside sales staff motivated? This question showed up for me this week when I read an email from a sales manager praising a top performer and then telling everyone else they needed to quit talking about personal stuff and follow his example and get out there and make calls.
How would this motivate you if you read this email? Would you jump right on the phone and make some calls feeling like I am supported in my sales efforts and am motivated to be successful? Some people are naturally motivated/driven and will do whatever it takes to be successful. But many potential good people need to be guided and discover what motivates them and managed maybe a little differently.
As a coach with a sales background, I say get some outside help if you are as their manager, burned out, frustrated with performance, feel that there is nothing to motivate people or you just want to throw your hands up. I have been trained to listen and ask questions so if I was hired by the above mentioned company's situation, I would ask to go in and sit with each person and listen to them on the phones, ask some questions about who each person is, ask them what motivates them, ask them what is really hard about their jobs and ask for some suggestions to bring them more success. Probably a great opportunity for a brief but concise survey to get a feel for what is going on in their culuture. Management and leadership need to be OK with this for it to be effective and be open to possibly making some changes. I would also have a one on one with the manager to find out who he/she is and what drives them, what do they do to be successful, what their biggest frustrations are, etc. I would then find out from the top producers what drives them and have them describe how they are successful. Why not possibly use them to give ideas and suggestions but in the process allowing others to share their ideas as well. Bottom line, there may be some who don't fit the environment and may have to leave the company. If the company has a "warm body filling the position" mentality and has no desire to help people be successful, things aren't going to change. A possible suggestion is leadership getting really clear on what they expect and describe the best types of personalities who can succeed there and put that in the job descriptions. Given the high pressure environment, it would be most benefical to have some quality training or coaching on an ongoing basis to help bring success to the company.
Unfortunately, the above example of ineffectiveness in call centers or inside sales departments is more the norm in business operations than not. Companies can be very SMART in how they are structured but not very HEALTHY in how they view the people driving the business. Change is hard but change is also good.
How would this motivate you if you read this email? Would you jump right on the phone and make some calls feeling like I am supported in my sales efforts and am motivated to be successful? Some people are naturally motivated/driven and will do whatever it takes to be successful. But many potential good people need to be guided and discover what motivates them and managed maybe a little differently.
As a coach with a sales background, I say get some outside help if you are as their manager, burned out, frustrated with performance, feel that there is nothing to motivate people or you just want to throw your hands up. I have been trained to listen and ask questions so if I was hired by the above mentioned company's situation, I would ask to go in and sit with each person and listen to them on the phones, ask some questions about who each person is, ask them what motivates them, ask them what is really hard about their jobs and ask for some suggestions to bring them more success. Probably a great opportunity for a brief but concise survey to get a feel for what is going on in their culuture. Management and leadership need to be OK with this for it to be effective and be open to possibly making some changes. I would also have a one on one with the manager to find out who he/she is and what drives them, what do they do to be successful, what their biggest frustrations are, etc. I would then find out from the top producers what drives them and have them describe how they are successful. Why not possibly use them to give ideas and suggestions but in the process allowing others to share their ideas as well. Bottom line, there may be some who don't fit the environment and may have to leave the company. If the company has a "warm body filling the position" mentality and has no desire to help people be successful, things aren't going to change. A possible suggestion is leadership getting really clear on what they expect and describe the best types of personalities who can succeed there and put that in the job descriptions. Given the high pressure environment, it would be most benefical to have some quality training or coaching on an ongoing basis to help bring success to the company.
Unfortunately, the above example of ineffectiveness in call centers or inside sales departments is more the norm in business operations than not. Companies can be very SMART in how they are structured but not very HEALTHY in how they view the people driving the business. Change is hard but change is also good.
Wednesday, February 6, 2013
Fifth Third Bank and NextJob Complete Reemployment Pilot; Bank Signs Multi-Year Contract to Help Distressed Borrowers Find Jobs: Business Wire
I have done some job coaching for NextJob, a very heart centered company employing coaches to work with people being displaced from job loss. Great value is given the participants through one-on-one coaching including helping them with resume writing and finding opportunities. Now they have successfully help a large bank in the mortgage community with borrowers who are challenged to make their mortgage payments. I want to refer them some business in this space as this has nothing but a win win solution for everyone. Check out the article.
Fifth Third Bank and NextJob Complete Reemployment Pilot; Bank Signs Multi-Year Contract to Help Distressed Borrowers Find Jobs: Business Wire
Fifth Third Bank and NextJob Complete Reemployment Pilot; Bank Signs Multi-Year Contract to Help Distressed Borrowers Find Jobs: Business Wire
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