Daily Leadership Tips

Going along with my prior discussion "Increase by Association" and the point I made about being a teacher as well as a student, I want to give you an idea that has worked for me in the past ( others as well).Take a protégé, intern or just one of the office staff with you when you have errands to run or some mundane appointment, like a doctor appointment, getting your drivers license renewed, etc.If you give them unfettered access for that sixty to ninety minutes or more, you may learn a thing or two yourself! How?By answering their questions...Getting insight into how they view the organization...Seeing how things are running from a perspective other than your own or those who work directly under you in the office environment...If you rotate these "ride alongs"(not taking the same person all of the time), you will build loyalty and possibly gain some insight in how to manage your business even better!Be sure to subscribe to this podcast so you can be notified when a new episode is published!For more information, please visit my website at www.bobthibodeau.com

Increase By Association - What Is That?If you are just starting your business, you definitely do not need to stop learning! If anything, you should be working hard to learn even more than you know now! Even things that make you feel uncomfortable in your business. You need to be part of group collaborative meetings with others in your business. But do not just try to meet with your peers at the same level as you are at. If you want to grow, you need to hang around with those who are at level you want to be at.If you hang out with those at the same level as you are, that is where you will stay. If you hang around with those one or two levels above where you are at, you will begin to pick up tips that will elevate your game and your business.I call it, “Increase by Association.” By doing this, you may not only be taking from their knowledge. At some point in time, one of them may discuss an issue they are having, and they are not sure of what to do. It may be something that you address on a regular basis. You would be in a position to give them a perspective that most in the group do not have or have forgotten about.Successful leaders take the time to mentor their colleagues and make the investment to sponsor those who have proven they are able and eager to advance. They will welcome you into the group, if you show you are sincere in being there as a contributor and not just a taker.Continue to teach your subordinates while continuing to learn from your mentors!Be sure to subscribe to this podcast so you will be notified when new episodes are published. Visit my website at www.bobthibodeau.com

Surround yourself with people who are smarter than youYou don’t know it all. So don’t pretend that you do. Surround yourself with people who know more about everything that needs to happen, than you do! There is nothing wrong with knowing the processes and maybe even the actual details of doing the job. But there comes a time when what you know is outdated.Someone once asked Henry Ford some technical aspects of the automobile. He responded he did not know the answer. When quizzed on why he did not know the answer to a question about the production of the automobile, he response was, “I don’t have to know the answers. I have a row of buttons on my phone. If I need to know something, I push one of those buttons and the person on the other end, who is the expert in that area, will tell me the information I need to know about.”Even if you are a solopreneur, you have people you rely on for services you need in your business. Office supplies, copier support, FedEx or UPS, etc. So you are not alone in these areas. Correct? Be like Henry Ford. Surround yourself with people who know more than you in the various areas of your business.Be sure to subscribe to this podcast so you will be notified when a new episode is published!For more information, please visit my website at www.bobthibodeau.com

Players, Managers and Leaders pt 4We have been talking about the different roles in a business or corporate environment that are filled by various people. Specifically, the roles of the team players – those who are tasked with doing the work to accomplish the mission. Last time, we talked about the manager. This is the middle of the management team. The manager is responsible for accomplishing the unit mission but also in managing the team players. Taking care of their needs. Motivating them to push through until mission completion.I discussed some of the pitfalls of management. Mainly, getting too close to those you supervise. This can backfire in so many ways. Imagine if you had to fire your best friend. Because that person took advantage of their relationship with you and failed to do something you assigned them to do. How hard would that be?That is why you do not allow yourself to get too close to those you supervise. Today, I want to talk about the next level on the leadership scale and that is the role of the “Leader.” In some cases, it may the same person as the manager, especially in a small business.The “Leader” is not only responsible for the overall accomplishment of mission objectives, but also the planning of long term business goals and events. The manager may “think” about long term missions, but the leader actually does the planning. The leader will offer guidance to the manager about how to keep short and medium goals on target. But the actual day to day management of the team in that area is left to the manager.The leader is making contacts and contracts. The leader is the one who sets the VISION of future for the organization. Remember, the work is up to the players. The manager is the motivator. The Leader is the planner.A brief synopsis of my military career as an example...The reason I share that, is to demonstrate the different roles and how they need to focus.  That is the difference between “players, managers and leaders.” I hope this has opened your eyes to how all of these roles are vital to the accomplishment of the unit mission. Each person in the organization has a vital role to play. Nobody is insignificant. However, it is important to remember, the higher up the food chain you go, the less you think about the current time period and the more you look into the future.If you have any questions, please reach out and let me know.Please subscribe to this podcast so you can be notified of when a new episode is published. Until we talk again, this is Bob Thibodeau reminding you to “Charge On!”

 Players, Managers and Leaders pt 3 We have been talking about the roles different people play on the same team. Those roles may be delegated roles. That means titles assigned by virtue of authority. For example, “coach” or “manager,” or “captain” of the team.Then there are the roles that are earned through respect and demonstrated leadership ability, even though the official “title” is not delegated from above. Players on the team have those peers that are looked up to. That are emulated and admired for their ability, their knowledge and their wisdom.  That is what we talked about last time.Today, I want to move into the official titles. We will talk about managers today. Although I am using a baseball or sports analogy, this can be used in businesses as well. You can see this being played out in offices, shops, stores, repair shops, etc. on a daily basis.A manager is in charge of two areas: people and mission. On the personnel side, they are responsible for taking care of the people working for them. There is the also the job of “accomplishing the mission of the organization.” That is the objective the upper echelon leaders will be evaluating.If a manager is liked by subordinates and peers, but continually fails to accomplish the organizational mission, they will eventually be replaced. The mission is everything.While motivating and training the subordinates in completing all of the assigned tasks on time and in a proper manner, the manager must also be cognizant of what is going to happen in the near future.One thing managers need to be aware of is not getting too personal with the subordinates.  The manager must, at all times, be cognizant of the the role they play in the leadership structure. Managers that get into trouble in this area are usually the ones who try to best friends with everyone.  Do not do that.The hardest part of being promoted from within is breaking off the friendly relationships with those who “you left behind.” It is harder than you think. If you are promoted from within, begin the process of extracting yourself from those close, too friendly, relationships. You need to be the manager, not their friend. You need to be the manager, not their confidant. You need to be the manager, not the enemy of your superiors.Remember, manage the people and accomplish the mission. That is the role of the manager.Next time, I will talk about the role of the “Leader.” This is different than that of the manager (though the can sometimes by the same person – just different thought patterns.).Be sure to subscribe to this podcast and be notified of when another episode is published!

Players, Managers and Leaders pt 2Yesterday, I introduced the topic of different roles people play on a team. They can be classified as “players, managers and leaders.”Today, I discuss the role of a player.The player is responsible for performing whatever needs to be accomplished THAT DAY.  They do not, typically, have a role in managing the team. They may use an “informal” chain of command and be able to exert some “peer influence” on others. That is how they begin the process of transitioning into management and leadership.But that informal type of influence is usually not given, it is earned. It is based on the respect they have gained over the course of time.My tip for you today, do the absolute BEST that you can do in your job. Do it day in and day out. Never slack off. The time you decide NOT to perform to your best, is when it will be observed by those around you.Have you ever seen a major league ball player take a full cut at a pitch, only to have it dribble out in front of the plate? Everyone in the ball park and on TV know it is an easy out. But that player runs as fast and as hard as he can to 1stbase.Most of the time, he is already out “by a mile.” But, the one time a fielder bobbles the ball or makes a bad throw, because he hustled EVERY TIME in that situation, he finds out he is safe or possibly even in a position to make it to second base! He is a hero for hustling!  Even when he knew that, statistically, it was not going to work out. Be like that ball player. Hustle in all that you do. The one time you do it and somebody important is watching (maybe the owner of the company just happens to be walking by), you now have made a name for yourself.Tomorrow, I will take on the role of the manager and how that relates to team success.Be sure to subscribe to this podcast and be notified of when another episode is published!

Players, Managers and Leaders Part OneUsing a baseball team analogy, I share how the different roles all have a hand in the ultimate success (or failure) of the team. I also share how some players are leaders. How some leaders are players and how all three levels may be found in the same person! This is especially true if you are solo entrepreneur who has to manage all three tasks!Be sure to subscribe to this podcast down below. That way, you will be notified when we release a new episode.

Common Characteristics of a Good Coach pt 4This week I have been sharing with you some common characteristics of good coaches. These are tips you should use to evaluate your coach (in whatever area you are being coached in) or to evaluate yourself and become better if you are already a coach.Quality #9:  Always be positive and upbeat.Quality #10:  NEVER GIVE ADVICE!  I covered this a little bit in “Quality #2,” but it bears repeating in its own Quality Category! Never tell a client what to do. You job is to help the “discover” what to do. Quality #11:  Do not be Judgmental.Quality #12:  Share Other ResourcesIn the next episode, I will give a recap of the entire training in one episode on the "Friday Wrap Up."For a more detailed explanation, please read the entire post on my website at:http://rthibodeau.com/?p=1064

Yesterday, I covered the first four out of twelve common characteristics. They were: A Desire to Help Other People: Become Invested in Your Client's Success; Push Them to Become Better and Do Not Become Emotionally Involved in Your Client's Problems!Today, I will continue with the next four of these common characteristics.Quality #5:  Help your clients to discover who they truly are.Quality #6:  You MUST have good people skills!Quality #7: Be a role model for your clients.Quality #8: You need to have compassion.In the next episode, I will cover the remaining four "Common Characteristics of a Good Coach."For a more detailed explanation of today's topic, read the entire post on my website at: http://rthibodeau.com/?p=1062

Common Characteristics of a Good Coach pt 2Yesterday, I gave you the overview of this topic. Today, we dive right in!I will go over the first four of twelve "Common Characteristics" or "Qualities" of Good Coaches. If you are thinking of hiring a coach, you can use this list to analyze, compare and contrast between different coaches. It will help you to pick the best coach for YOU.If you are currently a coach, take this list and analyze your own business. Find your weak areas and make improvements. This will make you a better coach and will help you to provide better services.Quality #1:  A desire to help other people.  You have to enjoy helping others!Quality #2:  Become invested in your client’s success. They have hired you for a reason!Quality #3:  Push them to become better.  You are not being hired to “be their friend.” Quality #4:  Do not become emotionally involved in your client’s problems!For a more detailed explanation of this topic for today, please read the entire post on my website at:  http://rthibodeau.com/?p=1059

What Are Some Common Characteristics of a Good Life Coach?First - “Follow the money.”You hear that all of the time. It could be reference to some alleged crime that the police are investigating. Or, it could be career advice you are receiving from someone. In this case, the advice you are being given is to have you focus on how much money you can make.But is money the most important thing in choosing a career?  Money should be “a consideration.” But NOT the most important thing! For example, let’s look at two very good friends who both decide they want to be “Life Coaches.” This is very popular, up and coming career choice for people to make today. There is a lot of upside potential in this field. But is it “right for you?” Both friends attend the same training and launch their business at the same time.But person #1 has so many clients and potential clients, there is a waiting list of people wanting to work with this coach. Person #2 can barely find anyone that wants to help at all. Why is that?Well, it is probably the personality of the first person when it comes to relating with other people. The motivation behind the business to begin with. The ability to listen. The ability to communicate effectively. The ability to show exhibit compassion and understanding. Although both people “care,” person #1 is demonstrating it while person #2 is going through the motions. And yes, the clients can tell.So, what are some of the common characteristics that many Life Coaches exhibit?That is what I will be discussing over the next couple of episodes!For more information on today's topic, check out the entire post on my website at this link:http://rthibodeau.com/?p=1057

Team Building! That term can bring a mix of reactions when you mention it.But the importance of team building to your organizations success cannot be over emphasized. I discuss a couple of important reasons for Team Building in this short video.You can watch the video of this episode here:https://youtu.be/XxNVHKpJGYo

This week, I have been giving you some tips to become better at giving presentations or, it can be called, “public speaking.” This is an art form that is learned. Very few people are “born” public speakers. Even those who are naturally comfortable in a public setting can learn a thing or two to become better.Monday, I emphasized on “Knowing your topic.” On Tuesday, I discussed the need to “Know Your Audience.” On Wednesday, I talked about a very effective technique that I have used (and taught others to use) in order to control our nerves – avoid making eye contact!  For Thursday, we talked about the need to PRACTICE! For more information on this topic, read the entire post on my website here:http://rthibodeau.com/2019/04/5-tips-to-better-presentations-pt-5-friday-wrap-up/

PRACTICE! Even if it is only you and a mirror. Or you and a computer. Record yourself on audio (if you are making only an audio presentation). Record yourself on video if you are doing a video presentation or an in person presentation.Rehearse the entire presentation. Rehearse using the Power Point slide deck. Rehearse turning the recorder on. Rehearse every single detail as if it were live. For more information on this topic, read the entire post on my website here:http://rthibodeau.com/2019/04/5-tips-to-better-presentations-pt-4-practice/

If you are nervous while speaking (especially in person), DO NOT MAKE EYE CONTACT!Eye contact with those you do not know will only amplify the nervousness. So what should you do?The main technique I have used to counter this nervousness but yet appear to make eye contact is to focus on a spot on the wall behind the people. As I glance over the crowd, I just look beyond them. If a large room, I’ll look towards an aisle way, etc. It appears to everyone there I am direct eye contact, but I haven’t looked one person in the eye!For more information on this topic, read the entire post on my website at:http://rthibodeau.com/2019/04/5-tips-to-better-presentations-pt-3-overcoming-nervousness/

Get to know your audience before the presentation. Whenever possible, try to establish a rapport with them before the presentation begins. Actually talk with them!  If in person, show up early. During the breaks, meet people and talk with them. Ask questions about what they do, why they are there and what they are hoping to receive from the event.For more detail on this topic, please read the entire post on my website at: http://rthibodeau.com/2019/04/5-tips-to-better-presentations-online-or-public-speaking-pt-2-know-your-audience/

You cannot speak or teach others something you are not knowledgeable about yourself. If you attempt to do so, it will not take somebody who is more of an expert than you to call your bluff. For example, if I say I am an expert on everything dealing with Disney World, and I never mention Mickey Mouse at all – that would raise suspicion that I may not know as much as I’m trying to convince you of.  So, “Know your topic” before you even attempt to speak.For more detail on this topic, please read the entire post on my website at:http://rthibodeau.com/2019/03/5-tips-to-better-presentations-online-or-public-speaking-pt-1/

Friday Wrap-UpAs leaders, our number on job description is to be able to make accurate, timely and effective decision. That can range from small, routine decisions and an all important strategic decision. A great leader will be able to make these decision, communicate them to the team effectively and supervise the implementation of the decisions made.Great leaders can balance their emotions against the reasons for the decisions. Great leaders will make the decisions despite the anxiety, stress and sometimes unfavorable reactions from peers, subordinates and others. If the decision needs to be made, they need to make it.This week, I shared with you several different types of decisions that can, quite literally, “Make or Break You” as a leader!On Monday,I discussed “How to Hire”people. As a leader, it is your job to be able to evaluate potential new hires, review the information they have provided you. Remember, they are biased in the information they providing.  http://rthibodeau.com/2019/03/decisions-that-can-make-or-break-you-as-a-leader-pt-1/On Tuesday,I covered the flip side of that. We talked about “How to FIRE”people.  I shared how this extremely difficult for some leaders because begin to see our team members as part of our “family.” We realize this action is going to impact others beside the employee we are letting go. But as leaders, must do what is good for the organization.http://rthibodeau.com/2019/03/decisions-that-can-make-or-break-you-as-a-leader-pt-2/On Wednesday,I talked about the importance of those small, routine decisions. I shared a couple of examples that demonstrated even small decisions can have a major impact on the business. http://rthibodeau.com/2019/03/decisions-that-can-make-or-break-you-as-a-leader-pt-3/On Thursday,I shared with you how the leader should be spending most of their time on researching and fact finding for those strategic, long term decisions. These are decisions that will be possibly implemented years down the road. http://rthibodeau.com/2019/03/decisions-that-can-make-or-break-you-as-a-leader-pt-4/Hiring, firing and decision making for the business or organization is what the leader does. It falls you the leader to make the right choice – every time. Failure to make the correct choice can have a devastating effect on the organization as a whole. This is the reason a leader should always do the due diligence and research in order to gather as much information as possible before making a decision. Whether that is “who to hire” or “who to let go” or what the long term ramifications are of plan about to implemented, it is the ultimate responsibility of the leader (you) to make the right decision. Truly, these are some of the “Decisions that will make (or break) you, as a leader!”You can read the entire post for today on my website at:http://rthibodeau.com/2019/03/decisions-that-can-make-or-break-you-as-a-leader-pt-5-friday-wrap-up/

Making Strategic DecisionsYesterday, I covered the small, routine decisions that a leader makes. I shared how each decision may seem insignificant when taken by itself, but have major implications when viewed from the big perspective.Today, I cover making the "Strategic Decisions." This is actually where the leader should be focused. In order to do this, as we covered yesterday, the leader should be able to delegate the routine decisions to others. This will allow the leader to focus on the strategic decision making.The leader should be able to gather and evaluate ALL of the information that is available. Then, formulate at least 3 (but preferably 4) different plans for moving forward, using the information and research to guide them. But the leader's job is not finished there. In addition to the 3-4 plans, the leader should also plan 3 different positive outcomes from implementing the plan and 3 different negative outcomes as well.By doing your strategic planning in this manner, a leader will be able to confidently know how this decision will impact the organization in the long term. That is where the leader is supposed to be focused.These types of strategic decisions will either "Make (or break) you as a leader!"For a more detailed discussion of this topic, read the entire post on my website at: http://rthibodeau.com/2019/03/decisions-that-can-make-or-break-you-as-a-leader-pt-4/

Routine Decision Making On your "Daily Leadership Tip" for today, I am continuing our discussion of "Decisions That Will Make (or Break) You As A Leader."Today, I will discuss the little, "routine" decisions a leader will make (or delegate to be made, thinking they do not matter).As the leader, you are ultimately responsible for EVERYTHING in your area of supervision. Even the minutia. In today's video, I show you how even small, what seems to be, inconsequential decisions, can have a major impact on your bottom line.Yes, you can delegate the authority to others to handle the decisions, but they should do so according to your guidelines concerning the task at hand.So, the day-to-day, routine tasks, can either “Make you or break you”as a leader!For more information on this topic, see the entire post on my website at: http://rthibodeau.com/2019/03/decisions-that-can-make-or-break-you-as-a-leader-pt-3/