Inspiration to begin The New Year

Happy New Year!
I wanted to share this wonderful Ted Talk given by Benjamin Zander in 2008. Mr. Zander is on a mission to ignite the love for classical music in people around the world. It seems that only 4% of the world is passionate about classical music. It's wonderful to listen to his stories. I think there's a great leadership lesson here when he says "My job is to awaken possibilities in others; to make everybody else powerful". He knows he's successful when he sees his audiences' eyes shining.

Here's to a shiny and bright 2010.

http://">

Great brands deserve great leaders

I want to thank everyone for their comments and emails to my last post, “Instant Controversy” - the introduction of Starbucks instant coffee.

I agree with most of the points raised, but perhaps we’ve all missed something important. Sometimes when a team is down, what you need is a win to build momentum. Starbucks has been battered by a string of losses. Jobs have been slashed and close to a 1000 stores closed. For those who remain, trust has been broken. Morale is at a historic low.

I’m not saying that the introduction of an instant coffee will bring back the magic, but it could serve as a rallying point for the people who make up Starbucks.

What Schultz needs to do is believe in his people once again, because it’s their creativity and hard work that’s given Starbucks the success it’s enjoyed. Howard Behar, one of Starbucks’ original thought leaders, often shared the belief that a great leader creates an environment where people can bring their “souls to work”. Just as a sports team can’t rely upon a single point or guard to carry the game, it’s the core and the motivation of the entire team that matters.

"The goal of many leaders is to get people to think more highly of the leader. The goal of a great leader is to help people to think more highly of themselves." - J. Carla Northcott

So when Schultz talks about getting back to the core, he should remember that the core is the people. And the people are the team.

Or as Howard Behar, also said…..It’s not about the coffee.

Great brands deserve great leaders.

Vitamin C for your team

Great brands and marketing strategies are not created in isolation – they are created by motivated and talented people. With teams decimated by lay-offs and fatigued by increased work-loads along with the pressure to deliver results, morale is at an all-time low. How can you keep your team motivated to deliver their best work?

The answer is to ensure you are being an effective leader and coach for your people. So how can you, on top of all the increased demands, make sure you are giving your team what they need?

A great article by Daisy Wademan Dowling in the HBS blog had some powerful tips that only take 15 minutes of your day.

1. Turn dead time into development time. Walking back to your office after a meeting? Use those two minutes to give your direct report feedback on the presentation, and on how he could do better next time. He didn't have a speaking role? Ask him how he thought the meeting went and how he might have made certain points differently — and then offer feedback on that. Direct, in-the-moment feedback is your single best tool for developing people.
2. Constantly spot dead time. Look for every two-minute stretch in your day during which you could be talking to someone else — most often, that's travel time — and convert each into a coaching opportunity. Walking down to Starbucks to get a coffee? Driving to the airport? Headed out to your car at the end of the day? Ask one of your people to come along with — and talk to them about their goals and priorities.
3. Show up in their workspace. Employees expect you to stay in your seat. Don't. Once per day, get up and walk over to the desk of someone you haven't spoken to recently. Take two minutes to ask her what she's working on. Once she's done answering, respond "What do you need from me to make that project/transaction successful?" Message to employee: I know who you are, I've got high expectations — and I've got your back.
4. Make two calls per day. On your way home from work, call (or email) two people you met with that day, and offer "feedforward." "I like what you've done with the Smithers account. Next time, let's try to keep marketing costs down. Thanks for your hard work." Always make "thank you" a part of the message. Employees who feel appreciated, and know that you're trying to develop their skills, stay engaged over the long run.
5. Be Authentic. (I'm adding this # myself) Listen actively, ask questions and follow through if you've done #3 and offered your support. And above all else, be consistent.
   

With consistent (read: daily) use, these strategies will pay off. Your team will feel like you're not just their boss, but a coach that is there to help them succeed. In return, they'll sharpen their skills and stay motivated.

harvard business blog