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Editor: Dr. Wolf J. Rinke Feel free to forward this eNewsletter to others. IN THIS ISSUE =================================================== =================================================== ================================================== "Tells you what you need to know to win in the game of leadership
in these turbulent times." POWERFUL CD: How to Motivate Employees to Achieve Peak Performance. Publisher Price: $19.95. This LIVE audio by yours truly (~60 mins) will teach you how to build a positive organizational culture that will achieve quantum leaps in performance, productivity and profitability. Both book and CD--$24.90 + s/h. SAVE $10.00! ------------------------- Offer expires 8/1/2007 ------------------------------- Log onto www.wolfrinke.com/SpecialSW.htm or call 800-828-9653. Mention this ad when ordering by phone! =================================================== Step #1: Hold everyone accountable Always hold all team members accountable for all their actions. One-way to do this is to have them commit to this powerful axiom: "If it's to be, it's up to me!" You might even make up a huge poster with those words followed by "I hereby commit to take ownership of all my action" then have all team members sign the poster. Once signed, display it in a conspicuous place for all customers and team members to see. Also since it is difficult to establish accountability among more than about fifty people, make sure that you sub-divide your organization into small business units of ideally no more than fifty people per group. Typically people act more responsibly when they are in groups where everyone knows everyone else on a personal level. (That's why it is such a challenge to manage virtual teams.) Step #2: Establish boundaries Trust works when people know that they can count on each other to do a certain thing a certain way. How things are done in an organization should be defined by the organization's philosophy--the mission, vision and core values. Once the boundaries are in place you must then discipline yourself to expect that your team members are going to operate within those boundaries. Step #3: Build a learning organization Trust requires lifelong learning because it can only develop if people can count on each other to perform at peak performance. Such performance is only possible if you have provided people with the resources to engage in lifelong learning, constant renewal and change. Step #4: Practice tough love Highly effective leaders love their team members the way they are, not the way they ought to be. (You need to read that again. It took me over 26 years to master and it's a keeper!) The paradox of course is that all of us are like red wine, which means we have the opportunity to get better all the time. And Contrarian Leaders help their team members get better. Which of course requires love. And love is not possible without trust. Hence, people who intentionally and repeatedly abuse trust must be removed from the organization because you must be able to trust all of your people all of the time. Step #5: Walk your talk I know you've heard this one before, but this is not about hearing it, it's about doing, because trust will only come alive as a result of reinforcing your words with your actions. That's why you must be the role model for everything you want to have happen in your organization. And if you don't like that, it's time to get out of leadership and become a consultant like I did. Step #6. Practice high-touch High-tech will increasingly be the norm as we move toward virtual organizations. Without high touch, however, in the form of meetings, organizational retreats and conferences, trust will wither on the vine. There simply is no shortcut to developing trust with another human being. It can't be done via the Internet, voice mail, faxes, or other electronic media. It requires you to be belly-to-belly, nose-to-nose, eye-to-eye with another human being, so that you can make sure that a person's body language reinforces and supports his words. So be sure to get out of your office and spend quality time with the people who are responsible for 85 percent of your success--your team members. SOURCE: Based in part on Chapter 13 of my book "Don't Oil the Squeaky Wheel and 19 Other Contrarian Ways to Improve Your Leadership Effectiveness," McGraw-Hill. (Get this book at a significant discount. See the special offer in section #2.) http://www.WolfRinke.com =================================================== Don't Oil the Squeaky Wheel: Innovative Strategies to Improve Leadership
Effectiveness. NOTE: I have other "in-house" presentations scheduled in the U.S.A., Canada and Europe. Please let me know if you are interested to preview me or bring me into your organization at reduced expenses when I'm scheduled to be in your area. That way we can let you know when I'm coming your way! =================================================== =================================================== =================================================== If this was forwarded to you and you would like to receive your own
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