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Here’s a simple exercise you can use if you are having difficulties getting on the same page with your employees, managers or supervisors. Perhaps you can’t get on the same page due to a past conflict or a personality issue. I’m going to give you a solution today that is a question you can ask that will transform and improve difficult working relationships. It helps owners and leaders get on the same page with their employees, creates strong bonds, builds collaboration and helps people work together better.  

Is there someone in your organization that immediately comes to mind? Someone that’s hard to work with them or you’re having a struggle, problem or an issue with? Then this question should help turn the situation around.

This is the step you need to take and the question to ask them. Get them in your office or in a place where you can talk to them one-on-one for a few minutes without any interruptions. Ask them first if it’s okay to ask a personal question, and if they are agreeable, ask them “What matters most to you in your work here at this company and personally in your life?”

Now, you may just want to ask “What matters most to you about the work that you’re doing here in the company?” And that’s far enough. But, if you feel like you can go deeper, you should also ask them the question “What matters most to you personally?”

And then be quiet and listen.

What this does is it changes their whole feeling about you because what we are finding by using this question is that nobody in their life or very few people in their life are really sitting down and going –  Okay, what’s going on with you? What matters to you and what is happening in your life that might be affecting this work thing or what are you really struggling with at work? And by asking this question, you open the door to have a conversation.

Now, the second part of this is after asking this question, you have to be willing to listen. You have to be willing to turn yourself off and really listen to what they’re saying. And then after they have answered that you might want to follow up with the question of “why?” Why does that matter to you and why is that important to you?

In doing this, you will open a door of understanding to be able to manage, to work with and understand what makes this person tick. We have found that it has undone a lot of problems in relationships  – managers vs. employees, owners vs. employees, and has turned those dynamics that are “versus” into, “Oh, you’re a human being too!”. Your people have things that matter to them, and you need to know what those are in order to lead them well.

My challenge to you today is if you know somebody who immediately came to mind (or a bunch of people!), take five minutes and ask a couple of people this question, and then let us know how that works out.

If you’d like to know more about how to interact and build strong, healthy relationships in your business, reach out to us at Confidence Coach. We’d love to help you with this. Also, if this has been valuable to you or you know somebody that this would be helpful to, please pass this information on to them.


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You know how you really feel about your business, but have you ever thought about what your employees really feel about your business? It may be that you haven’t thought about this or don’t think it’s important, but then again, it may be something that you are afraid to ask!

Do you really know how your employees feel about your business? About working there? What does working there feel like to them?

I know some of you are thinking — I don’t really want to know; and that’s very real and understandable.  However, everyone needs to think about this because how your employees feel about your business is what they’re going to reflect to your paying customers and to one another. This also creates a culture which is either really positive, collaborative and progressive, or it’s a culture where there is negativity, backbiting and all kinds of other problems that slow down the progress in your business.

You may ask what can be done to help people like you with this challenge? At Confidence Coach, we come in as a third party and do what we call an anonymous survey to find out how your employees feel about your business. We ask them their opinion on how it’s running, how they feel about their managers, and maybe what the systems are. We do this anonymously so that they feel protected and they can be totally honest because they know we won’t reveal their names. We create the survey and use questions in such a way to really find out what and how they’re thinking, and then we’re able to provide that information to you as the owner or CEO of the business. This begins to help you to get a feeling of how your culture is at this point. It will help you know how employees are interacting and how that’s being projected to your customers. This is incredibly valuable information.

We have a lot of success stories of people who have used this tool to help figure out what is going on in their company with their employees. It’s kind of a secret weapon we provide for people. We normally do this on a quarterly basis. This enables you to have ongoing information so you can make good decisions and can understand what’s going on in your culture. We spend a lot of money as business owners and CEOs to figure out who our paying customer is, what they’re about and what’s going on with them, but we miss the opportunity if we are forgetting about our own employees, our “first customers” and what’s happening with them. This is a tool to do that.

If you’re interested, please reach out and contact us. We’d love to demonstrate how this can work for you. Also, if you know somebody else that this would be help, please pass this on. Maybe they have some questions about what’s going on with their employees or want to know how their employees are feeling. If so, forward this article to them and then subscribe to our YouTube channel where I’ve also talked about this.

Make it a great day!


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Do you know how to start your meetings with wins so that everyone will want to attend your next meeting and be excited about it??

As we work with clients, one of the things we are seeing is that they’re having a lot of meetings and/or doing a lot of strategizing. They’re meeting with their team all the time. Those meetings tend to be a real drain, not only for you as the owner or manager, but also for the team. So our tip for you today is an idea that can help stimulate and make meetings much more productive so that you can get a greater result out of them.

Here’s the simple tip that you can add to each meeting at the very beginning once everybody is there. This has nothing to do with your agenda or the project that you’re working on, nor does it have to do with what you want to talk about.

Start your meetings with everybody in the group taking 30 seconds and sharing what they’re most excited about in their life right now.

For example, it could be at work, it could be personal, it could be family related, it could be a recreation or whatever they’re doing — but give everybody a chance to do this and share. What you’ll find is that mentally by doing this, their engagement will increase 10 times just because now they’re talking and thinking about something that they’re truly engaged in. There’s energy around this and it will then transfer on into what you’re talking about in your meeting. They’ll have this positive mindset and be ready for the meeting.

So this is how we change meetings from being basically the “death of a business” to something that people look forward to! Recognize and let people acknowledge the “wins” in their life. Because if you do this at every meeting, as you go on, people will come with the anticipation of sharing what they just did. Maybe someone will say, “Oh, I want to share with everyone that I just finished my first half marathon” or, “I just did this…” and they will say what they are excited about. This is how to change meetings from being this thing that people dread and they think are wasted time killers to making them productive, exciting and a great experience.

If you found this idea helpful, please share it with somebody that’s a fellow business owner. We’d love to hear back from you if you have any comments about this as well. To learn more about this or other ways to have a great meeting, schedule a free catalytic conversation or you can also subscribe to our YouTube channel.

Make it a great day!


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As the owner, manager, CEO or entrepreneur, what is your strategy to improve your employee engagement? What are you doing? Do you even have a strategy? If so, how are you following through on it and how do you know if it’s improving? How are you tracking that or are you even doing this at all? Maybe you are at a point where you’ve tried a bunch of different things and nothing’s really gotten results or helped with the engagement level.

This is an area that we specialize in.

We not only work in this area but we are passionate about it! We have employee engagement tools to help you do this too.

If you’re looking for a process or program that you can install, we have one that can be maintained, tracked and you will see transformational results happening in your employees’ engagement.

We do this through a process we call The Dream Employee which is based on every individual getting the engagement that they need as they work for your company. As we take them through the process within your company, within your culture, you can see the progress of the engagement and how the whole program works. So if you’ve been out there and you’ve had some failures or tried some things that haven’t worked, and you’re like, okay, what do I do now? Or you’re just kind of treading water, so to speak, reach out to us. We’d love to give you a free demonstration of how The Dream Employee works. We can help you to get into a process that is ongoing, building and supportive so you’re not holding everything. You do everything yourself, but we can partner with you to provide that support. So, reach out to us.

Also, it’d be great if this has been helpful or you know somebody that needs this kind of help, share this with them. We’ve also got a YouTube channel you can subscribe to if you would like to follow us there. Make it a great day.


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I’ve got a question for you that I’d love to hear your response to so please give us your comments. The question today is for all leaders, business owners and managers out there. What do you think your employees are thinking about 80 percent of the time?

As you ponder this question, it may be alarming and it may be frightening! You may or may not want to think about it yourself. But, knowing and being aware of what they’re thinking about is one of the keys to improving engagement.

So this article is meant to be a little piece of knowledge that you’re going to want to know and be aware of. Unless, you’ve done something to help the mindset, the thinking of your team and your employees, you need to realize that 80 percent of the time:  the employee is thinking about something other than their work.

This fact is costing you a lot of time, money and production. You’re missing out on a lot because you’re not having an impact on what your employees are thinking about when they’re at work.

At Confidence Coach one of the things we do is we work with people to help them think about their thinking. We help change mindsets for both the employer and the employee.

I’d love to talk to you about this. Set up a free consultation and let’s discuss what’s going on in your company and how it can be improved. Make it a great day.


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Hey, today I’ve got a little tip for you for your employees. We’ve got a saying at Confidence Coach “taking your employees from paycheck to purpose and creating dream employees”.

So today, as you think about your employees and you think about getting them engaged in what you’re doing, what your mission is, what your goals are for the company and that type of thing, you might want to tap into the idea of finding out what their goals are. What is the purpose for them working at your company?

Maybe you sit down and you just simply ask your key players these simple questions:  

  • Why are you here?
  • What do they see as a future for yourself and, how does that directly connect with the goals that you have going forward?

I think just by asking these questions and starting that conversation, you take people from a paycheck mentality to a purpose mentality. A paycheck mentality is what most of us are dealing with in the work world today with zero unemployment.

You take your employees from just receiving a paycheck to realizing that there’s a purpose for their work — past just what’s happening there at the job 40, 50, 60 hours a week. They realize that there is a purpose not only for their life, their family, their goals, their dreams, but also for the company going forward.

I think you might find this a really collaborative, stimulating conversation. We facilitate these type of conversations all the time. If you’d like us to come in and facilitate a 60 minute conversation around this paycheck to purpose idea using The Dream Employee with Confidence Coach, we’d love to talk to you.


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I’ve got a different kind of question for you to ask yourself today as a CEO, business owner, or leader of an organization. When a problem or obstacle comes (maybe it’s an opportunity or maybe your organization seems to be at a standstill or is just plain flat) —- instead of asking the what and how questions such as:

  • What am I going to do about it?
  • How am I going to go about fixing this problem?
  • How am I going to capitalize on this opportunity?

I suggest you ask this question first:  Who?

  • Who can help us with this problem?
  • Who’s an expert in this?
  • Who has the talents, the abilities, the skills to help us capitalize and get around this problem?
  • Who are the people that have knowledge about this?
  • Who are the people that eat these kinds of problems for breakfast?

Then, make a list of those people.

Think outside of the box by asking the “who” question first before you get to the what and the how.

If you do this, I think you’re going to find that you’re going to have huge progress going forward on either opportunities or obstacles that have come into your company.

If you want to talk and go through the process that we have set up, go ahead and go online and schedule a one hour free catalytic conversation and I’ll take you through The Who Solution process. I think you’re going to have great results from seeing what we are seeing from everybody. Make it a great day.


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After working with a lot of organizations and companies, I’ve found out that the greatest untapped resource or asset in every business or organization is the employee and the potential of the employee.

It’s important for the employee to understand that there is a connection between the work or job that they’re doing and how they can achieve their own dreams and goals. If they see a connection between their job as a vehicle to achieve their own personal goals and if you can help them connect, support and encourage their goals, then they come to work ready to go — or, as we like to say, they come to work with their batteries fully charged! They see the connection and purpose of their work and how it wins for the company and how it’s also a win for them too.

So, the greatest untapped resource for pretty much every business is the employee. We go into companies and help them to see this and show them what role the company can play in helping their employees achieve their own personal hopes and dreams. This in turn, helps the company be successful going forward.

Please give us your comments if you have any thoughts on this. We’d love to hear from you. If you’d like to talk about how we help people implement this into their business, reach out and schedule a free catalytic conversation at Confidence Coach.


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Here’s a question or thought for you today:  Who is your FIRST customer? Who’s your most important customer in your company, business, or organization?

We talk about this all the time with The Dream Employee process. Our view or take on this is that your “EMPLOYEE” is your FIRST CUSTOMER.

A couple of reasons for this that you may not have thought about are as follows:

  1. They spend more time in your business or organization than anybody.
  2. They know more about what’s going on there than your paying customers would know.
  3. They are the most important interface with your paying customers that you have.

So, how we treat our employees, how we interact with them, how we value them as our first customers needs to be the same mindset as what we have with our best fee paying customers or fee paying clients.

And so my challenge to you today is to ask you what’s your plan and how are you going to do this?

What’s your process to treat your employee like your “first customer” so that they feel like they really matter, and in turn they transfer that same treatment on to your paying customers?

This is a mind shift for a lot of you because you’re always thinking about the paying customer.

But when you really think about your business, who knows more about it? Who’s more vested in it? Who spends more time there, and who has greatest influence on your paying customers? In most companies it is those people out on the front line – your employees.

So we need to start thinking, acting and treating our employees like they’re our first customer.

At Confidence Coach, our plan for that is something we call “The Dream Employee” process. This is a process where we actually make deposits into the individuals and see a result in their attitude, their productivity and their collaboration at work because we help them pursue some of the goals they personally have.

Sound interesting? Schedule a free catalytic conversation and we can fill you in on it a little bit more.


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What makes someone stay with a company or organization for a long time? As we’re doing The Dream Employee process with companies (both public and private), one of the things we’re learning and figuring out is what makes people stay.

We are finding as we interview people and take them through The Dream Employee process, that when we see someone who’s been with an organization 5, 10, 15, 20, even 30 years, and we ask them why they have been there so long, we consistently hear the reason is because they feel acknowledged.

They are acknowledged, first of all, for the work that they’re doing and the contribution they’re making in the business.

And number two, they’re appreciated for what they’ve done — their contribution, the value that they’re bringing to the company or the organization.

So as a leader, manager, CEO, or business owner,i f you can remember those two things — ACKNOWLEDGE and APPRECIATE your employees — it will extend the life of really good employees!!

That’s our thought for today. If you have any comments or thoughts on this, let me know. Make it a great day and we’ll talk to you soon. 


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