Encouraging Employees Is Good Business

Smart business owners know that there’s a direct link between motivating employees to be successful in their tasks and the success of that business. Want a good example of why you should be one of these smart managers?

Let’s imagine that your best employee has just resigned. How much will it cost– directly and indirectly– to find, hire, train and get that replacement up to the productivity level of your former employee? The answer is: maybe years. Scary, huh? Now ask yourself if you could be in jeopardy of losing good employees merely because you aren’t motivating them.

There are many ways to successfully motivate employees and all of them require managers to focus on the human beings with whom they work, and who desire to find their own success. Consider these six motivational elements.

1. Communication.
There’s nothing more fundamental to having loyal, productive and engaged employees than good communication. If you’re having problems keeping good employees, the low-hanging fruit for you may be to just start talking with– not to– your people.

2. Professionalism.
This is the aggregation of appropriate business, ethical and interpersonal behavior, and it’s critical to successful employee motivation. Professionalism fosters pride and employee loyalty. Demonstrate your professionalism first and then help employees achieve and value their own professionalism. And don’t forget to recognize their progress.

3. Management style.
Check yours. Are you a driver? Managers who are drivers disregard others, consume people as a means to their end, and are identified by high employee turnover. Leaders value their people and encourage them to be successful. They can be identified by the double-digit numbers representing how many years their employees have been with them, and the multiple black digits to the left of the decimal on their bottom line.

4. Training.
Employee training pays motivational and operational dividends. It fosters knowledge, which fosters self-confidence, which fosters leadership, which fosters employee loyalty, which fosters customer loyalty, which fosters your bank account. How’s that for a training straight line to return-on-investment?
5. Recognition.

A robin noticed a turtle sitting on top of a fence post. When the robin stopped to ask how he got there, the turtle replied, “Obviously, not by myself.”. When talking about what your company has done, be sure to manage your pronouns properly. Whenever “I” can be replaced with “we,” do it. This tiny 2-letter pronoun is a powerful verbal high-five that resonates motivational energy throughout your organization.

6. Fun.
Fun is very motivational. Make sure your organization finds ways to have fun at work. The people I know who are the most successful and the happiest are those who take their work seriously, but they don’t take themselves very seriously.

Now ask yourself if you could be in jeopardy of losing good employees merely because you aren’t motivating them.
Professionalism fosters pride and employee loyalty. Demonstrate your professionalism first and then help employees achieve and value their own professionalism. Managers who are drivers disregard others, consume people as a means to their end, and are identified by high employee turnover. It fosters knowledge, which fosters self-confidence, which fosters leadership, which fosters employee loyalty, which fosters customer loyalty, which fosters your bank account.

How to Turn Your Expertise into a Scalable Business

I’ve had a lot of people reach out these past couple of months asking about how to build an online business, how to create an online course, or how to start a membership site/coaching program. We both know there is NOTHING more important than scale and making sure what you’re doing is multiplying your time in the future.
It’s the ONLY way to create a lifestyle, and live life on YOUR terms. E-learning is a thriving industry, and it’s still at it’s beginning stages. I wanted to share with you my thoughts on how to make sure you’re building a business and lifestyle you thoroughly enjoy, and that isn’t attached to your time.
Here are 5 ways to turn your expertise into a scalable business:

1. Stop making the wrong trades
Anything you do should multiply your time, and should give you more freedom to make a bigger impact. Successful entrepreneurs realize they will never become wealthy trading time for money. It’s ok for a while when you start, but at some point you have to focus on scaling and leverage. If you’re trying to make seven figures trading time for money, you’re fighting an uphill battle. You won’t get to seven figures only doing more of what made you six figures.
Focus on the power of leverage and how to create consistent income without trading time for money. One of the most intelligent ways I’ve seen people do this has been creating online courses and programs that make money 24/7. If you’re maximizing your time, take some time to really analyze. Make 100 percent sure it’s an intelligent trade if you are trading time for money.

2. Start waiting vs. creating
I’ve been fortunate enough to interview dozens of the world’s most successful entrepreneurs and one thing is always abundantly clear– they don’t wait for opportunities to come to them, they create them. A WANTrepreneur spends their first day designing a logo while the true entrepreneur closes their first 10 clients. If thriving is a goal, you must stop procrastinating, stop creating 100-page business plans, stop researching the perfect website font, and start executing on the things that matter.
The time is now, and there is no tomorrow for champions. I promise you that one year from now you will have wished you started today. Wake up early, go to bed late, disable distractions, be relentless, stay intentional, and never give up. It’s simple– if you want it to happen, make it happen. Period. You will make time for things you really care about.
“Most people spend the first half of their lives saying they are too young, and the second half saying they’re too old.”.
3. Be a producer, not a consumer.
MJ Demarco in “The Millionaire Fast Lane,” talks about the importance of being a producer first, and a consumer second. Here is an excerpt: “Applied, this means instead of buying products on TV, sell products. Instead of digging for gold, sell shovels. Instead of taking a class, offer a class. Instead of borrowing money, lend it. Instead of taking a job, hire for jobs. Instead of taking a mortgage, hold a mortgage. Break free from consumption, switch sides, and reorient to the world as producer. To consume richly, produce richly. Most people have it backward: consumption and no production. Producers get rich. Consumers get poor. Switch teams and reorient as a producer first, a consumer second. Make wealth attracted to you!”.
Those focused on building something bigger than themselves, and those on purpose, are always producing results, not consuming.

4. Tell yourself now matters.
I’m guessing you ‘d like to be financially free by the time you’re 65 years old? I’m sure everybody does. Let’s deal in reality here.
– 69 % of Americans who start working at 25 will be dependent on relatives, friends, or charities at age 65.
– Nearly 36 % of people age 65 to 69, and 21 percent age 70 to 74, are still working.
– Almost 75 % of single Social Security recipients aged 65+depend on Social Security for all or most of their monthly income.
I will tell you, becoming one of the few who are economically secure starts with urgency NOW. You MUST have a sense of urgency to thrive. Do you think those struggling in their 30s, 40s, and 50s told themselves they were going to struggle? Of course not. If you talked to them when they were younger, they were confident they would have their dream house, dream job, have lots of money, and be enjoying life to the fullest. What happened? They never told themselves NOW matters. They didn’t connect their daily actions with their future goals. Don’t fall into that trap.
Realize that now matters more than any other time, and the “someday isle” mentality is killing so many dreams. I know people who have been in the same company for years, but haven’t advanced. You often hear people say “I have 20 years of experience, I should get paid more,” but in actuality, that person has one year of experience repeated 20 times. If they’re not sharpening their skills, learning better tools, or constantly trying to better themselves, they aren’t becoming more valuable. Why should they expect more money?
“Change your life today. Don’t gamble on the future, act now, without delay.”– Simone de Beauvoir.

5. Stand on the shoulder of giants.
You don’t need to reinvent the wheel, and you sure as hell don’t need to figure everything out yourself. Find something that is already working and make it better or connect with those who have mastered what you’re looking to get better at. A smart person learns from their mistakes, as all successful people do, but those wanting world- class results learn from other people’s mistakes so they can shorten their learning curve, and not waste as much time.

One of the reasons entrepreneurship, and building online businesses are growing exponentially is because of the endless possibilities and upside. I wanted to bring you one of the industries giants live! I’ve teamed up with millionaire-maker David Siteman Garland from “Rise To The Top”.
And we did some very special for you … We ran a very deep dive free online training session on how to Create, Promote and Profit from your very own online course. You can check out the replay here. It will be taken down soon so act quick.
During the live training we revealed the specific 7 step process David has used to earn himself (and his students), millions of dollars with online courses.
And you’ll see how absolutely anyone can use this process … Even if you don’t have an idea, any experience or even an audience.
We have you the entire process for free ===> So, click here to watch the free training instantly! I promise you’ll be glad you did.

I wanted to share with you my thoughts on how to make sure you’re building a business and lifestyle you thoroughly enjoy, and that isn’t attached to your time.
Everything you do should multiply your time, and should give you more freedom to make a bigger impact. You’re fighting an uphill battle if you’re trying to make seven figures trading time for money. Take some time to really analyze if you’re maximizing your time. If you are trading time for money, make 100 percent sure it’s an intelligent trade.

5 Business Payoffs For Being An Effective Coach

As I look over the landscape of leadership development, here’s my conclusion: nothing much is new in the way of leadership principles. There are new tactics, but not many new principles. A good friend of mine used to say, it’s like “Old wine and new bottles.” And despite the sizable amount of research that exists on the tactics to improve leadership effectiveness, there are still many leaders who don’t feel compelled to learn.

This reminds me of a county agent who went out to a farmer to invite him to attend some classes on better farming techniques. He gave the farmer the times and place and said, “Will I see you there? ”

” Nope,” said the farmer.
“Well, why not,” asked the county agent.
“Well, you see,” said the farmer, “I’m not half as good a farmer as I know how to be. Why should I learn anything more? ”

This describes us all to a large degree. We’ve been talking about the advantages of employee involvement and participation for decades, yet sizable portions of our leaders don’t follow through. Why should they be interested? From our research, here are at least a few of the payoffs feedback and coaching can bring.

1. Improved Employee Productivity
Zenger Folkman did a study with 1,884 leaders in a large energy organization. We had bosses, peers, direct reports, and others evaluate their leadership and coaching skills. One important attribute we find among employees who have great leaders is their “willingness to go the extra mile.” We also found a direct correlation between leaders’ coaching effectiveness and team productivity. As you can see in the graph below, better coaches have three times as many people who are willing to go the extra mile.

2. Greater Employee Engagement
In the same study we found that employees were not only more productive, but good coaching also increased their engagement. Leaders in the 90th percentile for coaching effectiveness had employee commitment scores in the 88th percentile. Butleaders in the 10th percentile for coaching had employees at the 15th percentile for commitment. Correlation is not always causality, but this is impressive data.

3. Improved Retention
Who likes trying to find new talented employees and get them up to speed? The loss of time and money spent with new hires causes harm. Our research is clear about the effective business coach have on retaining employees. More than 60 % of employees who report to managers who are not good coaches are thinking about quitting, versus 22 % who report to the best. As we looked, we found the data differed slightly from company to company, but the pattern is consistent.

4. Employee Growth
Employees who receive coaching and feedback feel they are given real opportunities to grow and improve. They want opportunities that will challenge them and coaching that will guide their success. Employee development is clearly related to satisfaction, commitment, and retention. It’s the right thing to do.

5. Supervisor Effectiveness
From my experience I have found that most people want to be liked. This study also shows that employees who received coaching and feedback rated their supervisors more positively as well. A boss who takes a little time out of their busy schedule to have a coaching discussion can greatly increase the positive relationships both ways.

In the same study we found that employees were not only more productive, but good coaching also increased their engagement. Leaders in the 90th percentile for coaching effectiveness had employee commitment scores in the 88th percentile. But leaders in the 10th percentile for coaching had employees at the 15th percentile for commitment. More than 60 % of employees who report to managers who are not good coaches are thinking about quitting, versus 22 % who report to the best. Employees who receive coaching and feedback feel they are given real opportunities to improve and grow.