Great leadership is the key to success. Great communication is the key to great leadership. Think about any great leader in modern time: Gandhi, Martin Luther King, Jr, and John F. Kennedy spring to mind right away. They were strong leaders because they could inspire folk to follow them. It was their power to articulate their vision that made them successful in achieving their goals.
In your organization you have to be the leader who caninspire the team to great levels. To make them follow you, be certain they're listening to your values and your vision, and then determine the right environment for them to prosper and grow.
When I say values, everybody nods their heads as if of course, Daniel, that's plain. But , when I check up on this piece, I find the last time they spoke about their values – private and professional – with their team, was sometimes in the interview before their folks were even hired.
You should clearly know your personal values and your organization values to lead effectively. For example, do the solutions to these issues come promptly to mind?
1. What do you stand for?
2. What's most crucial to you?
3. What would you like your life to demonstrate?
4. What's your private mission in life?
1. What do you stand for?
2. What are you pleased to do to get new business?
3. What are you not content to do?
4. Do you have a professional mission statement?
Quality leaders don’t change their values over a period or to gain short-term success. Consistent core organizational worth systems form the powerful underpinning for long term success.
A simple definition is that your values are the rules by which you play the game. A clearly defined price system makes all calls easier and inspires your team to go where you lead.
It’s easy to say you have a vision for your business. It is your lifeblood. You know it inside out. Writing it down is the next step. Sharing it widely with your team is important as well. Even more importantly, your vision for the business must supply a unifying picture so that everybody on the team – regardless of job function – can see exactly where you're going and the significance of their role in getting there. Therefore , the clearer the concept and the more clear (i.e, short and easy) the message is, the more likely you, and your team, can achieve the goal. Your vision wants to answer 3 questions. And it must answer those 3 questions for everyone on the team.
1. What do we do?
2. How can we do it
3. For whom do we do it?
As Jim Collins demonstrated in his book, From Good to Great, this isn't a 30 minute, one meeting exercise. This needs 100% participation. It can not be a top-down decision. It has got to be iterative and inclusive.
Andrew Carnegie said: “You must capture and keep the center of the first and incredibly able man before his brain can do its best.” When you come to understand what is at the center of your team members, you can serve them and allow them to reach their actual potential. Value their uniqueness. Your team members are your internal customers. You need to treat them at least as well as your external customers. This is the top level of client service.
Shape the right workplace environment and you'll have trustworthy team members to lead. That means, you've got to create a working environment that has respect for each person, appreciates them and rewards their effort, and encourages an openness to switch. Make it a secure environment, one which encourages trying fresh ideas. When you unloose private creativeness, each team member has a stake in the result. It?s an environment that promotes growth at all levels. Combine all 3 elements and you've got a formula for galvanizing eminence and leading to discovery success. Do it now!
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