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No BS Management Advice

Leadership Advice from John Maxwell No BS Management Advice


John Maxwell was interviewed as part of promoting his book, “Leadershift.” He offered some very juicy tidbits

Summary

This one is advice from John Maxwell as part of my No BS Management Advice, and it's really about leadership, different than management. It was an interview that Maxwell did on a podcast recently that I thought was fabulous. I haven't heard a lot of him on podcasts and I look I'll go back and look again. But this is an interview that he did his part of the promotion tour for his newest book "Leadershift."
Here's a couple of the things that he said in this interview that I thought were fabulous. Now some of it is repetitive with things that he said previously or written about previously. But, again, some notes that I pulled down.
The role of the leader (And you'll see me by the way, look down) the role of the leader is to add value to his people. And it starts off by establishing himself or herself as a friend, as a trustworthy friend. So, the idea is the heartfelt connection that occurs because, obviously, in situations where you're trying to lead, you want to have a connection with your people. It's not about controlling their output, like they're machines, but it's about building a heartfelt connection between you and they and, as he says, managers try to keep everything the same.
Leadership is about adaptability and being quick to change and, as he points out consistently in this interview about leadershift, the idea is the first one to get started will win the race. He tells a story about him interviewing a sprinter, and he's an older guy, and he describes himself as having the body of a Doughboy and says to her, "I can beat you in a race." She looks kind of stunned and says, "Well, if you give me an 80 yard head start in a 100 yard race, I think I could beat you." They both laugh.
The idea is these days where change happens so quickly, the first one to get started will tend to win the race. It's not the fastest person who will win. It's the one that gets started first, who will tend to win. Now, this assumes you have the financials and the resources behind you, but ultimately it's not the fastest. It's the one who gets started and the one who would adapts more quickly.
He uses a story later on where he says that, often, when people are facing this kind of "quick change," when there's an unanticipated change, they kind of freeze in place and that causes them to lose in situations. The most important thing is adaptability, in these times, that he keeps pointing out. Leadership used to be more about the person who sees things and now it's leaders see before others see. Great remark.
Leaders and teams that will win are the ones who will see it fast and move quickly. As a leader (I love this one), don't get comfortable. You haven't arrived yet. Whatever you're doing, you have to be very flexible because change in our times is so quick and the need to adapt is so important.
He reminds the listener, you never lose your perspective and your values. When you get blindsided by change, the first reaction is to stop and do nothing. That's the last thing you should be doing. We're in an age where persuasion sells and . . . I'm sorry. I'm having trouble reading my own handwriting. I have to go back and listen to the interview.
Then, he switches into a metaphor i think is fabulous. He describes the role of the leader as the one of the conductor, the one who's able to bring out the best in his or her people, and, in doing so, knows that what they do is going to come back and help bring out the best in him.
It used to be, "How do I get my thoughts out to the people." Now, you've got to find out where they are. The first thing is to find out your vision and, once you know that, you can figure out whether you can add value to them.
Sorry, let me be clear about this. In interviewing, in evaluating whether to work with someone you want to understand what their vision is, and if it co-aligns or coalesces and aligns well with you and your values, you have an opportunity to work together. Otherwise, try and help them get to someone else. And thus, in starting off with what their vision is you can find out whether there's synergy between those visions and, thus, whether you can add value to them and thus, does bring value to you.
Imagine yourself in a sales organization and you're trying to hire salespeople. "What's your vision," and you discover that their bar's set really low or it's just the job to them. You learn something by asking questions like this.
Managers lead everyone in the same way. Leaders lead everyone differently. And if you don't ask questions of your people, you're leading by assumption. So the idea is be asking lots of questions to find out where your people are, so that this way you know how to tailor your leadership for them because each person's different.

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

Jeff Altman, The Big Game Hunter
Jeff Altman, The Big Game Hunter

Jeff Altman, The Big Game Hunter is a coach who worked in recruiting for what seems like one hundred years. He is the head coach for NoBSCoachingAdvice.com. He is the host of “The No BS Coaching Advice Podcast,” “No BS Job Search Advice,” and “Job Search Radio.”

Are you interested in my coaching you? Connect with me on LinkedIn and, once we are connected, message me. If you have questions for me, call me through the Magnifi app for iOS (video) https://thebiggamehunter.us/magnifi or PrestoExperts.com (phone)

Subscribe to the “The No BS Coaching Advice Podcast.” 

If you have questions for me, call me through the Magnifi app for iOS (video) https://thebiggamehunter.us/magnifi or PrestoExperts.com (phone)

Connect with Me on LinkedIn 

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Two of My People Leave at 6PM Every Day & I Don’t Like It! | No BS Management Advice


“I have two employees that usually leave work at 6 pm. They are good, but I don’t like that their commitment lasts for work hours only. What should I do as a CEO?”

Summary

I run into situations sometimes when I coach . . . They're absolutely hysterical. Let me just give you an example of one of from someone. I do this with their permission.
"I have two employees that usually leave work at 6 p.m. They are good, but I don't like that their commitment lasts for work hours only. What should I do as CEO?"
Now, I work with the assumption that this is a start-up organization, a smaller firm because at a large firm they'd never noticed this happening. So, let's work with the assumption it's a small firm and this person's throwing around their CEO title.
Now I have to ask a follow-up question because I give no BS advice, right? So, the follow-up question is how do you know they're only working during office hours? Seriously, how do you know that, with every sort of mobile device known to humanity, with every laptop that's out in the world today, how do you know?
I know, you know, their body isn't at work, but how do you know that they're not working? What do you think the wife, husband or partner thinks? I know you don't give a shit, even though you probably care about your wife or husband or partner.
But you know, they are entitled to that relationship, right? You didn't buy that. And then the last thing is only during work hours. Like that assumes that you understand that there's a non-work hours time available. And when is that supposed to exist?
You hire them for a job. You didn't hire them for slavery and that someone actually has this attitude at this day and age is insane to me. I've worked as a recruiter for startups; I've worked for smaller organizations. I understand that owners want to control their people. It's just the nature of things particularly in smaller firms.
But the reality is you don't own them. They're entitled to a life and you probably didn't explain your expectations to them when you hired them, did you.
So, I'll simply say that you may not like it. Tough shit! Seriously. Tough shit. You don't like it. You didn't tell them what you expected of them. They're leaving at six. What time are they getting in eight? Help me understand this because it is already a 10-hour day and that's not enough for you?
What statistics have shown time and again is more hours doesn't yield more productivity. If anything, there is a diminishing return on the productivity with time. People make more mistakes. We don't know the nature of the work these folks are doing. We just do know that they're leaving at 6:00 p.m. and you don't like it.
Well, if you want them to work more hours, pay them more. Seriously. Pay them more. See if they're willing to do it for more money because, again, I don't believe you ever told them what your expectations are and you're just sitting there clock-watching, not looking at what's reasonable.
Again, just to repeat, their bodies are leaving at 6:00 p.m. You don't know if they're working after hours from their home, but they're just there. They're just leaving the office and going home to work, spending a little time with their family or kids, putting them to sleep and then getting right back to work

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1300 episodes and his newest show, “No BS Coaching Advice.” He is a member of The Forbes Coaches Council.

Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Connect with me on LinkedIn. Then message me to schedule an initial complimentary session.

If you have questions for me, call me through the Magnifi app for iOS (video) or PrestoExperts.com (phone)

JobSearchCoachingHQ.com offers great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.  

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Beware of “The Nodders” | No BS Management Advice


An interview I listened to with Simon Cowell is the trigger for this video.

Summary

I'm Jeff Altman, The Big Game Hunter. I'm the head coach for JobSearchCoachinghq.com and NoBSCoachingAdvice.com. And I want to talk with you about a piece of management advice that too few people really take it. I'll use an illustration.
I remember when I was growing up, there was an American President ,Lyndon Johnson ,who surrounded himself with what we referred to as "Yes Men– –" people who agreed with him about everything he thought or said. That lack of diverse opinions, differing opinion proved costly to him as he became more in immersed in the Vietnam War.
I was listening to a podcast recently were Simon Cowell was being interviewed. (And if you haven't subscribed to Oprah Winfrey's podcast series, it's really very good as she basically turns over a platform to people who are successful to talk about their challenges on the way to success) and Cowell spoke about "the nodders," which is what I'm referring to on this particular video. You know the people who sit there, nodding in agreement, never really offering anything contradictory or specific but they are they're providing a form of flattery. This flattery can be dangerous for a manager, a c-suite professional, a CEO because once people believe that they can flatter you into, shall we say, agreement, flattered you into advancement, ultimately, what winds up happening is you're losing. You're losing difference of opinion that you really need because as a business leader or just as a manager on up and into the presidency of an organization, you will lose something that's critical.
If you notice that you're sitting in a meeting and you're offering an opinion and you are seeing the heads of agreement, call a time out and say, "I don't need agreement for me. What I need is what are my blind spots here? What am I not seeing?" And In doing that, you may ultimately come to the same decision, but,what you're really going to get Is a leadership team, a staff of individuals who are invested in the success of the organization, not how far up your butt they're sticking their nose.
So, I hope you found this helpful, if you did in and you are interested in my coaching you, connect with me on LinkedIn at www.lInkedin.com /in/TheBigGameHunter. Mention that you saw this video because I like knowing that I'm helping folks. Once we're connected, message me that you are interested in coaching. We'll set up a time for a free discovery call.
Hope you have a great day. Take care.

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

Jeff Altman, The Big Game Hunter is a coach who worked in recruiting for what seems like one hundred years. He is the

Jeff Altman, The Big Game Hunter

head coach for NoBSCoachingAdvice.com. He is the host of “The No BS Coaching Advice Podcast,” “No BS Job Search Advice,” and “Job Search Radio.”

Are you interested in my coaching you? Connect with me on LinkedIn and, once we are connected, message me. If you have questions for me, call me through the Magnifi app for iOS (video) https://thebiggamehunter.us/magnifi or PrestoExperts.com (phone)

Subscribe to the “The No BS Coaching Advice Podcast.” 

If you have questions for me, call me through the Magnifi app for iOS (video) https://thebiggamehunter.us/magnifi or PrestoExperts.com (phone)

Connect with Me on LinkedIn http://www.linkedin.com/in/thebiggamehunter

For more No BS Coaching Advice, visit my website. www.NoBSCoachingAdvice.com

Join Career Angles on Facebook and receive support, ideas and advice in your current career and job.