Whether training, coaching, or consulting, the end result is to create excellence and guiding others to exceed and excel. From a leadership perspective it's helping others dig as deep as they can, sometimes showing employees how they can do more then they ever imagined on their own. To excel means reaching goals through showing them they had the potential to reach but maybe didn't have the confidence to see what was possible. Creating excellence may be related to working with individuals or a team, and on a larger scale with an organization. If you are passionate about creating excellence and can communicate it, that passion can be transferred to those you are working with. So where does one start and how do we measure success?
The first stage is completing a needs analysis or needs assessment. This is where you have to put on several hats including being an effective listener (my Mickey Mouse hat), asking the right questions (my attorney hat), asking exploratory questions (my detective hat), being receptive and understanding (my warm and fuzzy hat), looking at all the options which lead to excellence (my Einstein hat), not being afraid to step out of the box and take a risk (my John Wayne hat).
Next, formulating a plan or "path to success" related to the goals and objectives. This means a different set of hats including being able to present and communicate what needs to be done and why (my Ronald Regan hat), identifying what assets or tools you will need in completing the mission (my mechanics hat), guiding or navigating others in seeing the vision (my explorer hat), and being ready to address the resistance to change (my protective helmet/hat).
So many hats, so little time to wear them in! Which takes us to the next part which involves implementing and taking into consideration time constraints and expectations. Upper management wants measurable results and if you give a time frame for when they should see positive change, you had better deliver. With any individual or team and meeting time goals first you must have clear goals and expectations. If I've said it once I've said it a hundred times you can't hit a target if they can't see it, understand it, and have a vision in the path to reaching it. Make sure you communicate expectations in both clarity and in relation to time. If I say I need a report next week, it could mean Monday or could mean by Friday. Same thing in regard to other time considerations including sales/closing goals, new account contracts, specific financial results (i.e. meeting budget), or personal accomplishments (completing a class or course). Be specific in your expectations or be ready for disappointments.
Communicate accountability and at all levels. The lack of accountability has been said to be the downfall of many organizations and teams. In an organization where there is a lack of accountability, people tend to blame everyone else and nothing positive gets done. Having leaders that are not accountable will bring down a team and an organization faster than anything else. Part of the reason is being accountable means taking responsibility. Leaders must be willing to empower through responsibility, have an open and transparent way of providing both positive and negative communication, an open way to provide praise and recognition, and acknowledging team achievements by being an effective leader not necessarily a cheer leader. A good leader will learn from their mistakes. A great leader will admit them!
Last but not least never being complacent and continually looking for ways to excel and exceed. The job never ends when a goal or objective is met, it is just starting. The bar has to be continually raised to avoid an organization and even individual positions from becoming stale. When staleness sets in, employees leave which means a leaders job is never really done. We constantly have to be looking for ways to motivate and inspire our teams and personnel, new ways of perfecting our trade, and never being afraid of change. Look at what has happened just within technology in the last 20 years, and they way it looks it's only a beginning. Now go lead by creating excellence. The ladder to success is only limited by your passion and inspiration (and maybe a little perspiration). Remember management is climbing the wall of success. Leadership is making sure the ladder is on the right wall and tall enough to reach the top.
