doug smith training

This is a picture of my good friend Tubs. He has a look of anticipation and expectation in his eyes. He wants to be sure that whoever he is communicating with understands those expectations. If his tongue is showing, he expects a treat. If there's a toy in his mouth, he expects to play. And if he walks toward the door, he expects to go out. Life is simple and good when your expectations are clear. As a leader, you probably have some expectations, too. You expect a certain level of performance from each of your team members. You expect a certain professional conduct. You expect respect. Does everyone on your team understand, clearly, your expectations? Not last year's expectations, and maybe even not last month's expectations, but rather your current expectations? And, not only what you expect but to what level of urgency do you expect prompt action? Let them know. Tell them again. They do need to be reminded. There's no room for a mystery here, is there? Co

Leaders do not settle. Good enough is not enough. Almost will never do. As my dad used to say, "Anything worth doing is worth doing right," and leadership must be done in a fully attentive, fully focused, high performance way. High performance leaders insist on ever increasing performance. To get there, they encourage positive action after positive action. Step by ever reaching step to a higher level, to a better degree, to a higher quality. It's what high performance leaders do. High performance leaders provoke positive actions. What positive action will you provoke today? -- doug smith Leadership Call to Action The next conversation you have with anyone on your team today, take a moment to provoke a positive action. Encourage your team member to do more, to add quality, to add value to something otherwise routine. Keep provoking until that positive action is a reality -- and then keep provoking until that positive reality is a habit. You can do it. You

Leaders, of any team, have limited vision. We can only see so much. What we see is also filtered thru our own beliefs and perceptions. A healthy self-image may add a positive spin to an otherwise cautious moment. An unhealthy self-image might make an otherwise positive experience incomplete. We need help seeing it all. High performance leaders seek, receive, and utilize feedback. That means asking your team how you are doing. It includes talking (frequently) with your boss about your goals and how you are doing on your plan. Getting opinions from your customers also helps balance out your viewpoint. To truly know what's going on, leaders need to ask. Are you asking? Are you getting the feedback you need from every direction that you need it? Today is a good day to ask someone who works with you, what's working great. And then, ask what you can do better. Because we can always do something better. -- doug smith Leadership Call to Action: Ask someone on your team to

Do you enjoy analyzing a problem? I can analyze all day long. It is useful, and it's even satisfying. But it does not solve the problem. Problems are persistent and do not care about your analysis. To fix a problem, we've got to do something. Your problem will probably survive analysis. Do more. -- doug smith Leadership Call to Action: Think about a problem that you have been analyzing recently. If you have not already done so, write down all the possible causes of that problem. What is your next step beyond analysis? What part of that step can you do this week?

Have you known any leaders who let power go to their heads? Some people, once they gain leadership responsibility, allow their self-image and self-interests to take on outrageous proportions. But, leadership is not about selfishness. There is a major difference between healthy self-image and limitless self-interest. High performance leaders care about other people. The results are important, and so are the people. To get there, to take care of people to such a degree that they of course work hard to achieve the desired results, a leader must control that ego. A leader must be humble. You'll know when you are practicing humility: you'll be curious. You'll be patient. You'll be kind. If you're doing all that already, excellent and please continue. If you're not, the opportunity is there. True influence and power requires humility. Humility is an early sign of understanding, and it's in the understanding that we begin to agree, to change, to grow, and

High performance leaders are also coaches. There is no avoiding the need to give your team members feedback. The most robust way to develop a culture of feedback in your team is to coach - not just a little - but constantly. Coach, coach, coach! Lead with inspiration of course, and also lead with coaching by sharing deep conversations with your people about performance. Appreciate the good work. Redirect the sloppy work. Fine tune the vast amount of work that fits somewhere in-between. It's good for your team, and it's good for you. There are so many benefits to coaching, including: Better performance More comfort at giving AND receiving feedback Stronger relationships More effective communication Faster response time on urgent team needs A closer, more cooperative team You can probably think of even more benefits to coaching. Any time we coach another we are also coaching ourselves -- and that is enough of a benefit to keep coaching no matter what. When you

Leaders don't usually ask for the problems they are confronted with, and yet there they are. Busy lives lead to a kind of numbing busyness that can detract focus from what is most important. For front line leaders, what is most important is solving problems and achieving goals. Avoiding problems keeps them growing. To solve a problem we must first be willing. That takes time. Time to stop, breathe, and analyze the problem. Time to gather the will and resources need to first convert that negative problem into a positive goal and then to get busy solving it. Solving a problem is mostly showing willingness to solve the problem. Are you willing? -- doug smith Call to Action: Write down three problems you've been avoiding Circle the one that troubles you the most Convert that problem into a goal: what do you want instead of that problem? Get started solving it For more help in a process for solving problems: Follow the links in the Leadership Toolbox on

Which is more important to you as a leader, results or relationships? That's a trick question of course. You do not need to pick one or the other. In fact, high performance leaders focus on both and they start with relationships. Take care of your relationships and your results will improve. -- doug smith Leadership Call to Action: Build the relationships on your team today. Spend at least part of your day having meaningful conversations with team members, one at a time.

How do you help yourself? Help other people. When we help other people we enhance our own self-esteem. When we do right for others we build relationship equity. And, most of all, when we help others we create a habit of service that makes the world a better place. Serve first, and see what happens. It's a habit worth developing. To help yourself the most, start with goals that help other people. -- doug smith Leadership Call to Action: Check your top three goals. How do they help other people? Which one helps people the most? What if you gave that goal your first focus today?

When you are solving a problem, do you consider the impact your solution will have on other people? I've seen leaders who impose solutions on their teams that make the job worse, not better. While some degree of resistance to any solution is natural, your problem has a much better chance of staying solved if the solution you pick is supported by your team. Does your solution make the job easier? Does your solution make your customers happier? Is your solution elegant and simple and yet robust enough to solve the problem? The purpose of problem solving is to make life better for you AND for others. Centered problem solvers consider the needs of everyone impacted by the problem AND by the solution. Don't let your solution damage your solution. Change management is part of your task. Centered problem solvers do the whole job. Do the whole job. -- doug smith Leadership Call to Action: Before implementing the next solution you come to, check with the people who

As soon as something is gone let it go. -- doug smith Leadership Call to Action: That thing that's been on your mind but has long since left your life? Let it go. That team member who was disruptive or lazy and is no longer on your team? Let it go. Let it go.

This brief video poses the theory that in order to build an effective team it is important that the people on the team get along. Interpersonal dynamics are important. While this may seem obvious to anyone who has worked with many teams, it is still important. How well do the people on your team get along? What are the interpersonal behaviors that your teams needs and wants? Why not explore that idea at your next team meeting? It's cheaper than a retreat, requires no trust falls or zip lines, and might just be the best thing you do for your team this month. -- doug smith Leadership Call to Action: Gather your team. Plan a substantial portion of your meeting (or maybe nearly all of a meeting) to asking your team members the following questions. Make sure that someone is capturing the answers on a group memory (white board or flip chart or similar display.) What interpersonal behaviors do you find most helpful when working with others? What habits or behaviors ar

What could be more important to a leader than peace? We live in a world where peace cannot be taken for granted and where for much of the population peace is not even available. So many things that leaders have done in national interests, in theological interests, in self-interests, and in revenge or spite, have resulted in wars, not peace. Leaders with clarity, courage, creativity, and compassion choose peace. That means finding answers that may not be immediately satisfying. That means finding forgiveness when vengeance seems appropriate. That means standing up to constituents who demand any treatment of fellow human beings that is not human, not kind. Peace requires patience. What can you do today to bring about peace somewhere, somehow? -- doug smith   Leadership Call to Action: Be your best. Bring about peace.

High performance leaders take care of the details. What helps the most in taking care of the right details is keeping focus. Knowing what is important is the first step, acting on what is most important is the next step. No one can do everything, so high performance leaders maintain a sharp focus. To determine that focus, identify your goals. Align those goals with your mission, and the focus develops naturally. Prioritizing becomes easier when you know what is most important. What is your focus? Our goals reveal our focus, so be sure to focus those goals! -- doug smith Leadership Call to Action: Play hard, work hard, be smart!

What are you afraid of? We're all afraid of something. Some of us are afraid of many things. It makes sense to be afraid when danger threatens your physical or emotional well-being. If your life is in danger, deal with it promptly even if that means running away. Could it be that our fear centers are over-working? Is it possible that we avoid too many things that need a healthy supply of confrontation? High performance leaders confront their fears. They face into the risk knowing that they will grow in the process. It takes practice. It takes building muscles over the years and continuing to learn long after you think you know all the answers. That's just the beginning. Fears are there to warn you AND to challenge you. Can you handle this? Are you ready for this? Are you going to let this turn into an opportunity or a stalling game of keep-away? Challenge your fears, don't worship them. You're bigger than they are. -- doug smith Leadership Call to Ac

We all have agendas. All organizations have agendas. All movements (useful or not) drive agendas. This leads to a variety of mixed motives and unsavory outcomes. This leads to conflict and trouble. It doesn't have to be that way. What you live for, what you trust in, what you drive could be for the benefit of all. What you live could be a model for how you want to be treated -- and isn't that below the surface of most worthy faiths? Found your faith in love. Seek that good in the world that you can accent, amplify, and add. Add love Unless your faith was founded on love it's standing on shaky ground. Add some stability. Add some endurance. Add some goodness. Add love. -- doug smith Leadership Call to Action: Whatever you do today, add love.

Problems pile up. Answer hide. Frustration builds. Still, there are always more answers. There are always more possibilities. Our biggest challenge is to give up before we have explored enough possibilities to find a winner. There's a winner (or two or more) in there. Keep digging. Keep generating ideas. Keep focused on possibilities. We may never run out of problems but we'll also never exhaust our possibilities for solving them. -- doug smith Leadership Call to Action: Stay curious!

You've got this. It's another great start to another great week. Whatever the challenges you face, you are ready. And if you're not ready? You'll learn! High performance leaders find the answers and today, you are ready to find some answers. -- doug smith Leadership Call to Action: Be your best!