Review of the book "Lead Well and Prosper"

I was recently contacted by Nick McCormick, author of the book Lead Well and Prosper, and was asked to review his book on my blog. I love to read business related books, especially ones that are focused on the topic of leadership, so I was pleased to accept the request.

Lead Well and Prosper is a quick read. It is the kind of business book that you keep on your bookshelf and reference to remind yourself of the core basic fundamentals that leaders need to follow in order to be effective managers. The book also provides helpful tools in the back of the book as good suggestions in how to better maximize effectiveness.

The subjects that are covered in the book are coveted longstanding principals that Mr. McCormick points out as being critical if you are to achieve the status of a "good" manager. He also points out that being a "good" manager will separate you from your peers by virtue of "good" managers being few and far between.

There is a management practice or principal covered in the book that will speak to each individual. One such topic that I personally am completely on the same page as Mr. McCormick and feel that in today's business world more leaders need to follow is in Chapter 5, which is titled “Listen.” In today's business world, all too often the art of listening and paying attention has been pushed aside for the "art" of multitasking. Have we as leaders forgotten that as much as 70% of all communication is in fact listening? Mr. McCormick reminds us in his book that we should be giving our team members our undivided attention and that bringing a laptop to a meeting or answering your phone when you have a team member in your office are both leadership errors. In Mr. McCormick's words, these types of actions will lead to members of your team shutting down and not coming back to you when they have quality ideas that they would like to pitch to you, which include the ones to which you could add greater value. I could not agree more! Again, this is just one example of the "15 successful strategies for becoming a good manager" that Mr. McCormick covers in his book.

Pick this book up once a quarter and take it to lunch in order to get a good refresher and to ensure that you are executing the basics well. It is an investment of your time that will be well worth the effort.

Thanks again to Nick McCormick for the offer to read and write about my experience with his book titled Lead Well and Prosper. I wish him all the best in his future writing endeavors!

Booming Work Ethic

As a child of the late 60's, I would be classified as a Gen X'er. I grew up in a household with two brothers and a sister. My father worked full-time and went to school full-time for just about my entire childhood. He would also get up at 4 am every Sunday morning to prepare to teach the adult Sunday school class at our church. My father was a great provider for our family. He was also and still is a great role model. His incredible work ethic served as a great example for all of us in the Littlejohn household. I attribute my father's mentoring as to why I would consider myself to have a Boomer work ethic even though I am, as mentioned before, a Gen X'er.

I guess that is why it is difficult for me to understand the mentality of folks when it comes to cutting out of work early without permission or taking advantage of certain work-related situations. This includes folks that are extended the ability to spend the company's money but yet do not exercise the same fiduciary responsibility as they would with their own pocket book. Individuals who operate in this manner typically think that they are "getting away with something." What they need to understand is that people do notice. People do talk. It will be these same people or co-workers who will culturally expunge these individuals from the organization whether or not their manager, supervisor or leader chooses to do so. From a leadership perspective you have to decide on whether or not it is worth the additional investment in these folks to correct their behavior verses replacing it. This behavior might just be what tips the scale in favor of replacing, although it has been my experience that it is always less expensive for the organization to correct behavior whenever possible.

To me it is the little things, the small extra effort, one more sales call, one last message or banging out one more email to a customer that separates the staff members of very successful companies from those that are marginally successful. Some of our biggest sales have come in the final hours of a day or week prior to a deadline. After all, if our organization has interwoven the principals of having high expectations and a low tolerance for poor performance into our core ideology then shouldn't we always maintain this philosophy? I believe the old saying "hire for attitude and work ethic and train for skills" is still applicable today.

All of this being said, it is still very important for a company to constantly work on building and maintaining morale. So it is wise for leadership in the organization to be mindful of the aforementioned issues and to make decisions that will improve performance verses increasing conflict. It is a delicate balance of effective leadership verses high levels of self-accountability that will eventually provide for a strong work-ethic friendly environment.

You, as a leader in your organization, can influence this behavior through a 360-degree leadership strategy. Or, just like my role model, you can also greatly influence this behavior by being a great example. After all, part of being an effective leader is being an example of what you expect from those that you lead.

Our limitations and success will be based, most often, on your own expectations for ourselves. What the mind dwells upon, the body acts upon. - Dr. Denis E. Waitley, author of The Psycology of Winning, Being the Best and The Joy of Working.

What are your expectations?