The heart and soul of a true sales professional …..and you do it consistently over and over again.
Are you a great MANAGER ?
Enjoy reading the article below. I found it to be interesting. I especially liked points 1,3 and 5.
Willie
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Great bosses change us for the better. They see more in us than we see in ourselves, and they help us learn to see it too. They dream big and show us all the great things we can accomplish.
Great leadership can be a difficult thing to pin down and understand. You know a great leader when you’re working for one, but even they can have a hard time explaining the specifics of what they do that makes their leadership so effective. Great leadership is dynamic; it melds a variety of unique skills into an integrated whole.
One thing is certain—a leader’s actions are driven by his beliefs. It’s through a leader’s actions—and ultimately her beliefs—that the essence of great leadership becomes apparent.
“I am just a common man who is true to his beliefs.” –John Wooden
Great leaders inspire trust and admiration through their actions, not just their words. Many leaders say that integrity is important to them, but only those leaders who truly believe it walk their talk by demonstrating integrity every day. Harping on people all day long about the behavior you want to see has only a tiny fraction of the impact that you achieve by believing so deeply in the behavior that you demonstrate it yourself.
Great bosses believe in their people, and this belief drives them to create an environment where people thrive. Let’s explore some of the driving beliefs that set great bosses apart from the rest of the pack.
1. Growth should be encouraged, not feared. Average bosses fear their smartest, hardest-working employees, believing that these individuals will surpass them or make them look bad. They hesitate to share information or to enable authority. Exceptional bosses, on the other hand,love to see their employees grow. They are always grooming their replacements and doing whatever they can to create leaders. Research shows that the number-one thing job seekers look for in a position is growth opportunity and that 80% of all job growth occurs informally, such as in conversations with managers. Exceptional bosses want their best employees to maximize their potential, and they know that good feedback and guidance are invaluable.
2. Employees are individuals, not clones. Average bosses lump people together, trying to motivate, reward, and teach everyone in the same way. Exceptional bosses treat people as individuals, respecting the fact that everyone has their own motivation and style of learning. Something different makes each employee tick, and the best bosses will stop at nothing to figure out what that is.
3. Employees are equals, not subordinates. Ordinary bosses treat their employees like children; they believe that they need constant oversight. These bosses think that their role is to enforce rules, make sure things run their way, and watch over people’s shoulders for mistakes. Exceptional bosses see employees as peers who are perfectly capable of making decisions for themselves. Rather than constantly stepping in, exceptional bosses make it clear that they value and trust their employees’ work and only intervene when it’s absolutely necessary.
4. Work can and should be enjoyable. Ordinary bosses see work as something that everyone has to do, whether they want to or not. They believe that their role is to make sure that their employees don’t slack off or grow lazy. They say things like, “If it weren’t for me, nothing would ever get done around here.” However, exceptional bosses love their jobs and believe that everyone else can too. They give people assignments that align with their strengths, passions, and talents. They celebrate accomplishments and douse people with positive feedback when they do good work.
5. Diversity, not like-mindedness, bears fruit, Average bosses want their employees’ ideas to align with their own, and because of this, they try to hire like-minded individuals. They encourage their employees to think similarly and reward those who “just put their heads down and work.” Exceptional bosses actively seek out a diverse range of individuals and ideas. They expose themselves and their companies to new ways of thinking.
6. Motivation comes from inspiration, not agony. Ordinary bosses think that strict rules and rule enforcement drive employees to work effectively. They believe that people need to fear layoffs, explosions of anger, and punishment in order to operate at 100%. People then find themselves in survival mode, where they don’t care about the product, the company, or the customer experience; they only care about keeping their jobs and appeasing their boss. Exceptional bosses motivate through inspiration—they know that people will respond to their infectious energy, vision, and passion, more than anything else.
7. Change is an opportunity, not a curse. Ordinary bosses operate by the motto, “This is the way we’ve always done it.” They believe that change is unnecessary and that it causes more harm than good. Exceptional bosses see change as an opportunity for improvement. They constantly adapt their approach and embrace change to stay ahead of the curve.
Bringing It All Together
If you’re currently a boss, is this how your employees would describe your beliefs? If not, you’re leaving money, effort, and productivity lying on the table. You’re also probably losing some good employees, if not to other jobs, then at least to disengagement and lack of interest
AUTHOR:
Travis Bradberry, Ph.D.
Dr. Travis Bradberry is the award-winning coauthor of Emotional Intelligence 2.0 and the cofounder of TalentSmart® the world’s leading provider of emotional intelligence tests and training serving more than 75% of Fortune 500 companies. His bestselling books have been translated into 25 languages and are available in more than 150 countries.
Do not intrude …..
Its a funny world.
Sometimes, people just want to be left alone.
They do not need your attention nor your services.
Thus, the more you do for them, the further they move away from you.
They may even find your kind gesture annoying / disturbing.
Its not that they do not care.
Nor are they heartless.
Its also not that they do not appreciate you.
It is simply that – they just WANT TO BE LEFT ALONE.
Learn when to serve and when to just watch.
When to speak and when to just listen.
Sometimes, it is best to just do NOTHING and even Ignore.
We need to respect their “space”.
#salespromoter #shopping #growingup #parents #teenagers #sensitivity
Reflection
Time to change …
Discard bad habits & behavior
For a better tomorrow ..
GE-14 (Malaysia in History 9-10 May 2018)
What an amazing victory for Malaysians.
The country now belongs to YOU again.
Democracy prevails and Malaysia stands tall with pride showing the world what true “Nationalism” is all about and how CIVILIZED you are in your journey and actions leading to a new Government.
You have fought from your hearts for your beloved country. No act of violence. No bloodshed. No handouts. All you had was your spirit, your will and your mutual respect for each others’ race and religion ; united into one Pakatan Harapan with one sincere burning desire to better your country.
Congratulations.
The world can learn so much from you.
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To never undermine the minority races who were born and raised in your own country. Worst yet to make them feel threatened and unwanted. Bear in mind, the Chinese, Indians fought alongside Bumiputeras to win independence in 1957.
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Today, people are intelligent. Malaysians are intelligent. No longer can “cheap empty promises” nor insulting negative-degrading remarks can win the minds and hearts of the rakyat. The rakyat yearns to see real meaningful progress and action. The rakyat are compassionate, humane and able to differentiate between truth and lies. Hypocritical, arrogant and empty headed leaders have no place here. Certainly, the country has no place for anyone calling a minority race “Cina Babi”.
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Money is NOT everything. The ex-PM offered money. A crown prince of a certain state gave out money for a one day “supermarket shopping spree” to vote for BN. Yet, after all the above, BN lost. Instead, the rakyat who were supporters of PH were not given a single cent. They came out in strength and in spirit to support Tun M and PH. They guarded the voting venues, organized talks and some were even jailed for their actions despite committing no crime. The rakyat merely wanted their freedom and fair governance by law and order ; avoiding discrimination, insults, inequality and leaders abusing the constitution amassing riches for their own selfish gains using tax payers’ money.
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The power of communication on social media and digital mode. The power of “writings” and the speed of spreading news have made the rakyat more aware and knowledgeable. Instantaneously, important happenings/news/findings with pictures can reach millions of rakyat in the country. And praise GOD that intelligent Malaysians can differentiate what was true and what was not. Further, international neutral news media also brought in information contradicting reports which were totally misconstrued by the local Malaysian media controlled by the ex-PM.
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The ex-PM (Bumiputera) was using religion and race to disunite the country. Najib created fear that Malays will be marginalized if PH won. Malaysian Malays thus needed another proven Bumiputera leader to counter and neutralize this issue. Tun M is exactly the person needed for this task. He erased these fears by convincing the Malays and Muslims that their rights will not be taken away and that Malaysians shall live harmoniously together supporting one another to rebuild the country. All Malays, Chinese and Indians will have their rights in this country.
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Lastly, it is ultimately the MALAYSIAN RAKYAT who made this PH victory possible. Without the votes, without the perseverance, without the vigilance, BN will still be in power. You (the rakyat) have had a crucial role to play and you played it well
Watching (on Channel News Asia) this whole event from a far, I cannot help but truly respect Tun Mahathir. For a 92 year old man – his wit, energy, focus, alertness, stamina, charm and memory are second to no one. It was simply inspiring and admirable. What a great leader !!
I also noted that all of Tun M’s speeches and press conferences were conducted not in the national language of Malaysia (Bahasa Malaysia) but instead in English. It demonstrated Tun M’s recognition of the English language to be the medium for international communication – for this historical event; as it was televised worldwide. In most countries, election victory speeches are normally given in their own respective national language. It showed to the world that Malaysia is indeed an English speaking nation.
Congratulations once again to all Malaysians.
Though I am now living in another country, my heart still has deep feelings for the place where I was born, raised and grew up in. My friends are still in Malaysia and I cannot help but feel ecstatic for them. I had tears and goose bumps when I saw the live telecast of Tun M’s press conference after his installation from the Istana.
The days of 9-10 May 2018 was certainly HISTORICAL and will be a beautiful story for Malaysians to tell your future generation !!! Malay, Chinese, Indians – you are all MALAYSIANS and you stand united fighting for a better future.
To my school mates of STAR 1 and EC, Ramli, Ridzwan, Zainal, Fauzi, Khair, Khairol, Jeevan, Alvin, Jerry, Verayan, we are now in our fifties. It feels like the 70s again where we were all great friends regardless of our race or religion and having our daily euphoria playing football in tennis courts.
And a special tribute to our late Cikgu Roseana who taught us so well to be Malaysians ; regardless of our race. We love you maam.
Going back to our assembly hall, everyone can now sing NEGARA KU with pride and gusto once again.
NEGARAKU
TANAH TUMPAHNYA DARAH KU
RAKYAT HIDUP, BERSATU DAN MAJU
Salam Muhibah,
Once a Malaysian …….
Listening ……it is so IMPORTANT
Great article below.
This is so true. In meetings …we can see leaders butting in and not allowing others to finish what they have to say. These leaders have in fact literally shut down their learning process. It is not uncommon that great ideas do come from one’s subordinates. In fact the people on the ground should know best on improvements to be made and to contribute forward moving ideas.
Hence leaders should and must listen. This is one important way to grow.
Enjoy reading
Willie Low
http://www.passionsofwillie.com
Article below by – Dr. C. Otto Scharmer is a senior lecturer at the Massachusetts Institute of Technology.
Listening is probably the most underrated leadership skill. How you listen can be life-changing; not just business- or industry-changing.
At the heart of most examples of colossal leadership failures — which are in no short supply — leaders are often unable to connect with and make sense of the “VUCA” world around them; that is, a world defined by volatility, uncertainty, complexity and ambiguity.
Listening is important to us as individuals, not solely to leaders. If you are not a good listener, there is no way that you can develop real mastery in any discipline.
In my work, the most consistent feedback we have received from the hundreds of workshops, programs and innovation journeys we have facilitated is this: Shifting your mode of listening is life-changing. Shifting how you listen, the way you pay attention, sounds like a really small change.
But here is the thing: Changing how you listen means that you change how you experience relationships and the world. And if you change that, you change, well, everything.
It is truly amazing how quickly people can shift their way of listening and attending. What I mean by “attending” is this: Wherever you put your attention as a leader, as an innovator, as a change maker, or as a parent, that is where the energy of the system around you will go — including your own energy.
But being a leader who listens takes work: practice, review, peer feedback and more practice. To become a better listener, you must understand the four archetypes of listening.
The four types of listening reflect the underlying principles of the opening of the mind, heart and will are:
- Dowloading: This type of listening is limited to reconfirming what we already know. Nothing new penetrates our bubble.
- Factual listening: We let the data talk to us and notice disconfirming information. Doing this requires opening the mind—that is, the capacity to suspend our habits of judgment.
- Empathic listening: We see the situation through the eyes of another. Doing this requires opening the heart: using our feelings and our heart as an organ of tuning in to another person’s view.
- Generative listening: We listen for the highest future possibility to show up while holding a space for something new to be born.
When you listen on Level 1, downloading, your attention is not focused on what the other person says but on your own inner commentary. For example, you may be planning what you will say next.
As you cross the threshold from downloading to factual listening (Level 1 to 2), your attention moves from listening to your inner voice to actually listening to the person in front of you. You open up to what is being said.
When you start to cross the threshold from factual to empathic listening (Level 2 to 3), your place of listening shifts from you to the other person. That is, from your small vehicle (the intelligence of your head) to your larger vehicle (the intelligence of your heart). You step into the other person’s perspective. For example, you might think, “Oh, I may not agree, but I can see how she sees this situation.”
Finally, when you cross the threshold from empathic to generative listening (Level 3 to 4), your listening becomes a holding space for bringing something new into reality that wants to be born. You listen with openness to what is unknown and emerging.
What I have learned in my work is that the success of leadership and change work — whether that’s organizational change, industry change or life-changing work — depends on the ability of you, the leader, to observe your quality of listening and to adjust the quality of listening to what is needed in each situation.
You ..
Whats important is “WHO YOU ARE”. And let others be who they want to be …….
Focus ..
Stay focus ….
Do what has to be done …
Ignore the “noise” …….
Let your actions define who you are and what you stand for.
Time will tell ……
you will never reach your
destination i+ you stop
and throw stones a+
every dog that barks.
!k
EZEEN I
Ban These 5 Words From Your Corporate Values Statement
Ban These 5 Words From Your Corporate Values Statement
By Denise Lee Yohn @ February 05, 2018
Practically every organization today has a set of core values that ideally function as the “operating instructions” of the company. The goal of articulating the essential and enduring principles of your organization is to inform, inspire, and instruct the day-to-day behaviors of everyone who works at your company. But this rarely happens, because most core values statements don’t get at what’s unique about the firm.
According to the Booz Allen Hamilton and Aspen Institute’s Business and Society Program researchers, most corporations’ values incorporate similar words and ideas. 90% of them reference ethical behavior or use the word “integrity,” 88% mention commitment to customers, and 76% cite teamwork and trust.
I’ve seen this first-hand in my work helping companies define or re-define their core values. Several words always come up in practically every discussion, no matter if the company is a large enterprise or a small business, B2B or a B2C, product or service, new or established. Here are the five terms I ban from every core values list I work on:
- Ethical (or integrity) — Every company should operate ethically and with integrity — and by stating this concept as one of your core values, you raise the question of why you have to point it out.
- Teamwork (or collaboration) — You shouldn’t need to tell your people to work together — it’s common sense. If they’re not working collaboratively, listing it as a core value isn’t the solution. (Things like organization design, training, improved processes, and new shared metrics and performance standards are.)
- Authentic — You can’t claim to be authentic or that you want to be — you must simply be authentic. And your organization will be authentic if its leaders actually act and communicate in authentic ways.
- Fun — Stating that you want your organization to embrace fun makes it seem like you’re trying too hard. Just like a teenager who claims to be cool, if you have to say it, you’re probably not.
- Customer-oriented (or customer-centric) – Again, all companies should be attuned to their customers and their wants and needs. Developing a core value that explains the unique way in which you engage with your customers would be far more differentiating and meaningful.
Not only are these concepts mere table stakes for any business that wants to be competitive in today’s environment, they also don’t specify what is distinctive or uniquely valuable about your organization.
Differentiation is the key driver of brand power. Your company’s core values must embody what makes your company uniquely “you”—what makes you stand out from others.
To start to identify what your core values really should be, start by thinking about your business category. Core values should differ from category values, which all companies in any given category must adopt. For example, all fast-food restaurants must embody the values of speed and convenience; all software makers must value reliability and ease of use. A fast-food restaurant that says it values speed . . . well, it’s not saying anything different from any other fast-food restaurant.
Second, for your company’s values to be unique, the words or manner in which you choose to describe them should be distinctive. Instead of defaulting to overused terms, express your core values differently from other companies that might hold somewhat similar beliefs. Use a style or voice that uniquely represents your organization. Doing so provides more than a veneer of differentiation; it makes your values more distinct because they embody the spirit and personality of your organization. If your core values are not expressed with distinct words and in a unique style, how likely are your employees to pay attention to, much less care about, values that seem commonplace and conventional?
As a litmus test of whether or not a core value is unique, ask yourself the following question: Could another company claim this value as its own and live it out in the same way we do? Many companies list “passion,” “innovation,” and “caring” as their values—and they embody those values every day in expected ways such as developing new products and serving their customers with care. But if one of your values is to
“deliver WOW Through Service,” as is Zappos’, you’re claiming unique territory. “WOW” conveys the organization’s personality and spirit. Your people know to deliver—and your customers expect to receive—service that is above and beyond what’s called for and that triggers a visceral, emotional response.
Alternatively, ask yourself: Would any company select the opposite of your company’s value as its own? Some companies might take the position that “done is better than perfect” and many start-ups embrace the value of “just ship it” because they believe it’s more important to get a product into the market quickly than to ensure all the bugs have been taken out of it. But other companies like Google believe that “great just isn’t good enough” and they value striving for excellence. Both points of view are valid—and valued by different organizations. If the opposite of your value is one that an organization would find inspiring or instructive, then that value you’ve identified can distinguish you in a powerful way.
There isn’t one right set of values for every organization. Your core values should describe the collective attitudes and beliefs that you desire all employees to hold, translate those into specific actions and decisions that they should make, and then in turn show how those behaviors produce customer experiences that define and differentiate your brand. Your core values need to be unique.
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Denise Lee Yohn is a leading authority on positioning great brands and building exceptional organizations, and has 25 years of experience working with world-class brands including Sony and Frito-Lay.
Passions of Willie 