You Can’t Argue With Crazy

By Mike Myatt, Chief Strategy Officer, N2growth

You Can't Argue with CrazyDo your workplace communications ever feel as if you’re spending most of your time attempting to assuage the concerns of the irrational? Over the years I’ve simply come to the conclusion that many otherwise savvy business people have yet to grasp – you can’t argue with crazy. We’ve all heard the saying “pick your battles,” and in my experience, one of the most futile battles that can be waged is attempting to change the mind of someone who already lives in an altered state. So, in today’s post I’ll share some thoughts on how to make sure the lunatics don’t gain control of the asylum…

Let’s begin by defining “Crazy.” While most of us don’t encounter clinical insanity in the workplace on a frequent basis, we regrettably must contend with a whole host of other frustrating characters…the irrational, the ignorant, the closed-minded, the pathological liar, the overly political, the self-serving, the zealot, the megalomaniac, the CFO (just kidding), the power hungry, and any number of other “corporate crazies.” The corporate landscape is littered with very sane people who are better suited for the padded room, or the romper room, more than they are the board room.

It is simply not fruitful to attempt to debate business logic with those who do not recognize logic to begin with. If there’s one tidbit of wisdom you need to take away from this post, it’s that you cannot convince someone who always thinks they’re right that they are in fact wrong…No matter how logical and grounded your approach, they simply won’t except your facts over their opinions, emotions, and self-interests. So, what can you do when logic and reason fail to prevail? The following list of suggestions is my gift to you in hope that it will allow you to outsmart those that feel they cannot be outsmarted…

  1. Define Acceptable Behavior: This first thing all CEOs need to do is to accept responsibility for any “corporate crazies” who have taken residence in their organization. They serve at your pleasure, and as CEO, are your issue to deal with. Rest assured that if their behavior is bothering you, then it’s highly probable that their behavior is adversely impacting others to an even greater degree. Just having a definition for what constitutes acceptable behavior is a positive step in containing the crazies. Creating a framework for decisioning, using a published delegation of authority statement, encouraging sound business practices in collaboration, team building, leadership development, and talent management will all help even out the uneven. Having clearly defined job descriptions so that people know what’s expected of them, and a well articulated chain of command to allow for effective communication will also help people to play nicely.
  2. Hit Conflict Head-on: While you can’t always prevent conflicts, it has been my experience that the secret to conflict resolution is in fact conflict prevention where possible. By actually seeking out areas of potential conflict, and proactively intervening in a fair and decisive fashion, you will likely prevent certain conflicts from ever arising. If conflict does flare up, you will likely minimize its severity by dealing with it quickly.
  3. Understanding the WIIFM Factor: Understanding the other person’s WIIFM (What’s In It For Me) position is critical. It is absolutely essential to understand other’s motivations prior to weighing in. Other than the obvious solution for dealing with difficult people (choosing not to deal with them at all), the best way to calm the perpetual storm is to help them achieve their objectives. If you approach problematic relationships from the perspective of taking the action that will help others best achieve their goals, you will find few obstacles will stand in your way with regard to resolving conflict.
  4. The Importance Factor: Don’t allow yourself to get sucked into succumbing to conflict for the sake of conflict. However if the issue is important enough to create a conflict, then it is surely important enough to resolve. If the issue, circumstance or situation is important enough, and there is enough at stake, people will do what is necessary to open lines of communication and close positional gaps.
  5. View Conflict as Opportunity: Hidden within virtually every conflict is the potential for a tremendous teaching/development opportunity. Where there is disagreement there is an inherent potential for growth and development. If you’re a CEO who doesn’t leverage conflict for team building and leadership development purposes you’re missing a great opportunity.

Bottom line…If you can’t avoid the crazies there is still hope…I sincerely believe productive working relationships can be formed with even the most difficult people where there is a sincere desire/need to do so. Turning the other cheek, compromise, forgiveness, compassion, empathy, finding common ground, being an active listener, service above self, and numerous other approaches will always allow one to be successful in building rapport if the underlying desire is strong enough. If taking the high road fails, or is not the best course of action, then relax…you’re the CEO – you can always let them go, which is probably what you should have done long ago. Thoughts?

Increasing Productivity

By Mike Myatt, Chief Strategy Officer, N2growth

Finding the Zone“Finding The Zone” is a concept that most athletes are familiar with, but what about CEOs? We’ve all heard the sportscaster refer to an athlete as being in “the zone,” and so my question is this: “How do you find your performance zone as a CEO?” or better yet, “How do you find and remain in the leadership zone?” What respectable chief executive wouldn’t want to function at their best more often than they currently do? Wouldn’t it be a marvelous thing to be able to place yourself in the zone when needed? In today’s post I’ll provide some tips for CEOs to help them be successful in Finding the zone…

We’ve all no doubt had our individual moments in the zone. That said, I don’t know too many chief executives that wouldn’t like to find a formula that would allow them to replicate on demand their highest level of achievement, and the almost euphoric feeling associated with peak performance. While all of us have experienced the zone, some of us clearly spend more time there than others…

In fact, if you examine peak performers you’ll find that whether they’re athletes, scholars, executives, soldiers, politicians etc. they all spend more time in the zone than their counterparts who comprise the masses. They seem to have the ability to reach down and call upon something special when the steaks are at the highest. Reflect back upon your personal history and you’ll find these peak performers to have been your team captains, class presidents, mentors, and other people of influence. People who know how to frequently find the zone tend to be leaders that inspire confidence and engender credibility through their decisions and their actions.

In thinking about “the zone,” as important as finding it is, learning to stay in the zone is perhaps even more critical. So, is there really any single formula that will allow a person to find and stay in the zone? Probably not…the main reason I answer in the negative is that everyone’s definition of success or peak performance will be unique to their personal needs or situation, which makes a one size fits all formula rather difficult to apply. The above caveat being noted, if you apply the rigor of the following disciplines to your personal situation, I believe you’ll not only find the zone, but you’ll be able to stay in the zone more often than you otherwise would:

  1. Knowledge: Rarely will you find a peak performer who doesn’t either possess superior knowledge and/or understand how to access and leverage the knowledge of others. Gain a superior knowledge of your subject matter, and create strong relationships and alliances with other subject matter experts such that you have a competitive edge. It is extremely difficult to find the zone when everyone around you has better access to information and more knowledge than you do. Never stop learning…when you think you’ve learned everything you need to know look-out for the brick wall ahead as it will hurt when you crash into it…
  2. Become a Great Communicator: Nothing will help you find the zone faster than becoming an excellent communicator. While knowing what to say, when to say it and who to say it to is important, knowing how to say it is even more important. Oddly enough knowing when not to say something is perhaps the greatest evidence that you understand the art of communication. Long story short, become a master of communications in both written and oral form and you will stand out from the crowd.
  3. Authenticity: I was listening to a panel discussion last week in which two different members of the panel articulated similar positions about being your authentic self. One member simply said: “Be yourself as everyone else is already taken” and the other member chimed-in by saying: “Nobody can be as good at being you as you can…you have the market cornered on you.” By being true to your core values, understanding who you are, and knowing what makes you tick you will already be ahead of most of your peers.
  4. Passion: Authentic people are not only very real and transparent in their dealings, they are also extremely passionate about what they do. Passion often translates into a very strong purpose which in turn presents the passionate individual with clarity, energy and a relentless edge that others do not possess. Passionate people don’t quit…in fact they just plain refuse to lose. If you’re not passionate about what you do it is highly unlikely that you’ll ever find the zone much less stay in the zone.
  5. Prioritize and Focus: There is an old saying which states that “the main thing is to keep the main thing the main thing.” If you allow yourself to be distracted your efforts will be less than your best, and your results will be diluted. Your authenticity and your passion will make your priorities clear. It is much easier for the passionate to focus on the right things, for the right reasons, and at the right times. It is difficult to find a passionate person who is not extremely focused.
  6. Breakout of comfort zones: If you think about comfort zones as danger zones you’ll be less likely to be derailed by apathy & complacency. Peak performers are rarely satisfied with the status quo…They are the change agents and innovators who turn the unthinkable and unattainable into reality. Mario Andretti once said that “if everything seems under control, you’re just not going fast enough.” If you want to find the zone more often be disruptive, challenge everything, fly in the face of conventional thinking, and push the envelope. Greatness is never found in the comfort of mediocrity.
  7. Who You Know Matters: Build a strong, diverse and loyal network. Much has been written of late about ROR (Return on Relationships) and all of it in my opinion is true. In today’s complex global economy, long gone are the days of the person who stands alone. Your true strength resides in your ability leverage your network to bring influence to bear on critical issues when needed. If you are not constantly building and improving your network you are making a huge mistake.

If you focus on the points listed above your chances of both finding and staying in the zone will increase measurably. As always, feel free to share any thoughts or tips about increasing performance by commenting below…

Definition of Leadership

By Mike Myatt, Chief Strategy Officer, N2growth

Leadership DefinedWhat’s your definition of Leadership? In thinking about the comments I’ve received from readers on the topic of leadership I noticed an interesting paradox…while many of you vehemently disagree on the effectiveness (or lack thereof) of different leadership styles, most of you are in total agreement on the qualities and attributes possessed by great leaders regardless of style. In further pondering this dichotomy an interesting thought came to mind – If I could genetically engineer the perfect leadership gene what qualities and characteristics would constitute the architecture of leadership DNA? In today’s blog post I’ll attempt to paint the portrait of the perfect leader…

So, what traits would my perfect leader possess? Courage, character, vision, wisdom, integrity, empathy, persistence, compassion, aggressivity, discernment, commitment, confidence, a bias to action, a servant’s heart, determination, creativity, self-discipline, love, loyalty, confidence, outstanding decisioning ability, engaged, authentic, transparent, a great strategic thinker, passion, a positive attitude, intelligence, humility, great communication skills, common sense, generosity, the ability to identify and develop great talent, creating a certainty of execution, attention to detail, faith, an active listener, a prolific learner, respect for others, innovative, excellent tactical capability, charisma, extreme focus, a high risk tolerance, a broad range of competencies, and the list goes on…

If any of you possess all the above attributes please forward your resume to my attention! All kidding aside, the longer my list of desirable qualities became, the more I realized the frivolity of this exercise…There is no perfect leader; only the right leader for a given situation. As I’ve said in other posts, great leaders have the innate ability to call on the right skills in a contextually and environmentally appropriate fashion. No single leader can possess every needed attribute. It not the traits you possess as a leader, but what you do with them that matter. If I were successful in my genetic engineering exercise I would no doubt have created a leader who would be driven crazy by emotional and intellectual conflicts.

Leadership DNA aside, I recently crafted my definition of leadership. It contains what I believe to be the necessary qualities a leader must possess to be successful. While it’s a bit wordy, I’ve found it to inclusively articulate the principles needed for effective leadership :

“Leadership is the professed desire and commitment to serve others by subordinating personal interests to the needs of those being led through effectively demonstrating the experience, humility, wisdom and discernment necessary to create the trust & influence to cause the right things, to happen for the right reasons, at the right times.”

Since one of the leadership qualities I noted in the laundry list above is wisdom, I thought I’d leave you with the wisdom of others…Spend a few minutes pondering the quotes below as you consider some of the qualities which play into the make-up of great leaders:

“Nearly all men can stand adversity, but if you want to test a man’s character, give him power.”
- Abraham Lincoln

“There can be no power without mystery. There must always be a ‘something’ which others cannot altogether fathom, which puzzles them, stirs them, and rivets their attention…. Nothing more enhances authority than silence. It is the crowning virtue of the strong, the refuge of the weak, the modesty of the proud, the pride of the humble, the prudence of the wise, and the sense of fools.”
- Charles de Gaulle

“Not everything that counts can be counted, and not everything that can be counted counts.”
- Albert Einstein

“Management is efficiency in climbing the ladder of success; leadership determines whether the ladder is leaning against the right wall.”
- Stephen R. Covey

“It’s not the will to win that matters…everyone has that. It’s the will to prepare to win that matters.”
- Paul “Bear” Bryant

“You can have brilliant ideas, but if you can’t get them across, your ideas won’t get you anywhere.”
- Lee Iacocca

“Quality is never an accident; it is always the result of high intention, sincere effort, intelligent direction and skillful execution; it represents the wise choice of many alternatives.”
- Willa A. Foster

“Courage is being scared to death, but saddling up anyway.”
- John Wayne

“The true leader serves. Serves people. Serves their best interests, and in doing so will not always be popular, may not always impress. But because true leaders are motivated by loving concern than a desire for personal glory, they are willing to pay the price.”
- Eugene B. Habecker

“Doing the same thing over and over, yet expecting different results, is the definition of crazy.”
- Unknown

“Talent without discipline is like an octopus on roller skates. There’s plenty of movement, but you never know if it’s going to be forward, backwards, or sideways.”
- H. Jackson Brown, Jr.

“The future belongs to those who see possibilities before they become obvious.”
- John Scully

“The ear of the leader must ring with the voices of the people.”
- Woodrow Wilson

“Even if you’re on the right track you’ll get run over if you just sit there.”
- Will Rogers

“When we are debating an issue, loyalty means giving me your honest opinion, whether you think I’ll like it or not. Disagreement, at this state, stimulates me. But once a decision is made, the debate ends. From that point on, loyalty means executing the decision as if it were your own.”
- General Colin Powell

“Develop success from failures. Discouragement and failure are two of the surest stepping stones to success.”
- Dale Carnegie

“Security is mostly a superstition. It does not exist in nature, nor do the children of men as a whole experience it. Avoiding danger is no safer in the long run than outright exposure. Life is either a daring adventure or nothing.”
- Helen Keller

“Let no pleasure tempt thee, no profit allure thee, no persuasion move thee, to do anything which thou knowest to be evil; so shalt thou always live jollity; for a good conscience is a continual Christmas.”
- Benjamin Franklin

“A person who is fundamentally honest doesn’t need a code of ethics. The Ten Commandments and the Sermon on the Mount are all the ethical code anybody needs.”
- Harry S. Truman

Please comment below sharing your thoughts and insights on what you believe defines great leadership.

Disruptive Business Models

By Mike Myatt, Chief Strategy Officer, N2growth

Disruptive Business ModelsHow disruptive is your business model? While much has been written about corporate vision, mission, process, leadership, strategy, branding and a variety of other business practices, it is the engineering of these practices to be disruptive that maximizes opportunities. Without a disruptive focus you are merely building your business model on a “me too” platform of mediocrity. Few things are more critical to your efforts in increasing your revenue growth and corporate sustainability than understanding the value of disruptive innovation. So, in today’s post I’ll examine the power of disruption as a key business driver…

Disruptive business models focus on creating, disintermediating, refining, reengineering or optimizing a product/service, role/function/practice, category, market, sector, or industry. The most successful companies incorporate disruptive thinking into all of their business and management practices to gain distinctive competitive value propositions. “Me Too” companies fight to eek out market share in an attempt to survive, while disruptive companies become category dominant brands insuring sustainability.

So why do so many established and often well managed companies struggle with disruptive innovation? Many times it is simply because companies have been doing the same things, in the same ways, and for the same reasons for so long, that they struggle with the concept of change. My engagements with CEOs often focus on helping them to embrace change through disruptive innovation. As a CEO, I would strongly suggest you conduct a gut check during your next executive meeting by counting the number of times you hear your CXOs say things like: “That will never work,” “We can’t do that,” “That’s not my problem,” “We’ve always done it that way.” or my personal favorite, “We need to focus on our core business.” Don’t allow your enterprise to adopt an attitude of complacency, because the simple truth is that complacency kills companies. 

There are examples of companies throughout history and across every sector that have either failed to embrace disruptive business models, or have failed to maintain their once disruptive edge. Let’s just take a moment and look at a few notable examples of what happens to companies that become complacent…Why didn’t the railroads innovate? Why didn’t Folgers recognize the retail consumer demand for coffee and develop a Starbucks type business model? Why didn’t IBM see Dell coming? How did Microsoft not keep Google at bay? Why did American auto-makers lose their once dominant position to their European and Asian counterparts? How did the brick and mortar book stores let Amazon get the jump on them? I could go on-and-on with more examples, but the answer to these questions are quite simple…The established companies become focused on making incremental gains through process improvements and were satisfied with their business models and didn’t even see the innovators coming until it was too late. Their focus shifted from managing opportunities to managing risk, which in turn allowed them to manage themselves into brand decline…

At one end of the spectrum take a look at the companies receiving investment from venture capital and private equity firms, and on the other end of the spectrum observe virtually any category dominant brand and you’ll find companies with a disruptive focus putting the proverbial squeeze on the “me too” firms occupying space in the middle of the spectrum. With the continued rapid development of technology taking the concept of globalization and turning it into hard reality facing businesses of all sizes, it is time for executives and entrepreneurs to examine their current business models from a disruptive perspective. Ask yourself the following questions:

  1. Why should anyone be led by you?  
  2. When was the last time your business embraced change and did something innovative?
  3. When was the last time you rolled-out a new product?
  4. Are your management and executive ranks void of youth?
  5. Do people in your organization laugh at new ideas?
  6. When was the last time you entered a new market?
  7. Are any of your executives thought leaders?
  8. When was the last time you sought out a strategic partner to exploit a market opportunity?
  9. Does your organization focus more on process than success?
  10. Are employees who point out problems looked down upon?
  11. Do you settle for just managing your employees or do you inspire them to become innovators?
  12. Has your business embraced social media?
  13. When was the last time your executive team brought in some new blood by recruiting a rock star?
  14. Does anyone on your executive team have a coach or mentor?
  15. Has anyone on your executive team attended a conference on strategy, innovation or disruption in the last year?

If you’re an executive or entrepreneur and you can’t put forth solid answers to the majority of the questions referenced above, then your company is likely a market lagger as opposed to a market leader. If you continue to do the same things that you have always done in today’s current market environment you will see your market share erode, your brand go into decline, your talent and customers jump ship, and your potential never be realized.

Albert Einstein said it best when he noted “the definition of insanity is doing the same thing over and over again and expecting a different result each time.” Bottom line…don’t be the CEO who causes your management team to continually say “the boss won’t go for that one.” If you lead from the front by inspiring change, innovation, and disruption your business will surely prosper.

Is your business focused on disruptive innovation? If not, why not? I’d be interested in your comments…

Social Media Influence

By Mike Myatt, Chief Strategy Officer, N2growth

Social Media InfluenceSocial media influence; the harsh reality is that you either have it or you don’t. I’m going to tell you the cold hard truth about social media…what you need to know that most people won’t tell you. While anyone can have a social media presence, not everyone possesses social media influence. It’s clear to those in the know that social media is a universe of the haves and have nots. It’s the difference between relevance and irrelevance, visibility and anonymity. You might have something to say, but without influence, nobody will be listening. Put simply, having a social media presence without influence is little more than an exercise in frivolity. In today’s post I’ll share some thoughts on the importance of social media influence in the building of personal and corporate brand equity.  

Before we go any further, I think it’s important to address social media critics and the naysayers by answering the questions: Does social media work? Is social media right for business? Can you generate an increase in revenue and brand equity with social media? How does social media compare with other mediums? If you’re still asking these questions WAKE-UP – get your head out of the sand, and stop broadcasting your ignorance. Validating proof of concept around social media ROI is a discussion that may have had a bit of relevance 24 months ago, but unless you’ve been stranded on a desert island for the last couple of years you know that numerous case studies abound which validate social media beyond any reasonable doubt.

If you think you don’t have time to Tweet or Blog, the reality is that you don’t have time not to. Here’s the bottom line: How can you possibly justify not communicating with your key constituents, stakeholders, and influencers in an environment of their choosing, where they are actively having conversations in real time? News Flash: you can’t. That said, if you’re still a social media basher, watch the following video we put together and judge for yourself:

 

Okay, it should be clear after watching our video that social media can produce huge ROI, but here’s the real story line: only if you know what you’re doing. The one thing that each of the personal and corporate brands profiled in the video all had in common is that they leveraged social media influence to accomplish their objectives. If you choose to dive into the social media world without a strategy, without understanding how to create social media influence, you will not be pleased with your results. Like anything in life, if you’re going to do something, you’re better off to do it right or not to do it at all.

There’s nary a week that passes where I don’t have a conversation with somebody who proudly proclaims that they created a Twitter page, to which I usually respond; “that’s great, but why?” Don’t get me wrong, recognizing the value of participating in the most powerful medium on the planet by getting in the game is a good thing, but it’s an even better thing when coupled with a plan. Let me say this as clearly as I can…a ready, fire, aim approach will rarely find the target.

For all you well intended ad agencies, consultants, marketing managers, brand managers, entrepreneurs, and professionals ready to dip your toe, or your clients toe in the water that is social media, keep in mind that it does no good whatsoever to have a blog that only has one published post in the last 6 months, a Twitter page with 4 followers, a LinkedIn profile with 18 connections, a Facebook account with 7 friends, etc. It’s like flashing a neon sign that says I’m irrelevant and nobody cares. It won’t do anything to help you, it will only hurt you. In today’s world no one wants to do business with a company that’s not connected, has no influence, isn’t engaged, and that doesn’t get it.

While having little or no online following can easily brand you as being without influence, having legions of followers solely for the sake of amassing large numbers doesn’t necessarily mean you have any real influence either. Anybody can amass tens of thousands, if not hundreds of thousands of followers just by following as many people as they can and waiting for them to reciprocate. The important thing to understand is whether or not anything of substance or value underpins the numbers? Think about it for a moment…almost nothing can hurt a brand faster than constantly messaging irrelevance to a large constituency. Not a good move… 

Who you choose to follow on Twitter, which blogs you read and comment on, who you add as a friend to your Facebook account, or which invitations you accept on LinkedIn speaks volumes about what you’re attempting to accomplish online. Like most things, building and maintaining your social media footprint should be engineered by design, but the truth is that most people allow it to be constructed by default. In a perfect world you would build relationships with the largest possible universe of targeted constituents where you can productively engage and contribute.  Just as you don’t want to add to the noise, nor do you want to remain part of the silence. Having a relevant, highly engaged social media following means you have influence and can create action. Here’s a simple formula to ponder as you create your social media framework:

Social Media Influence = engagement+relevancy+knowledge+trust+presence+value+time

So, how do you start to build social media influence? The best way is to start off on the right foot by not tainting your brand or reputation.  Don’t begin by trying to sell something, but rather by listening, engaging in conversations, building trust, and adding value. Contribute knowledge and information to the constituencies that you want to build influence with. Become a part of them as opposed to a vendor to them…This is a difficult concept for old-school marketers to get their arms around, but a critical one nonetheless. I would strongly suggest reading two previous posts: “Shut-up and Listen” and “Stop Selling and Add Value” as support for these positions.  Following are a few tips to help you build influence online:

  1. Have a Strategy - If you want to create success and influence using social media you better have a plan. This sounds reasonable enough, but here’s where it gets a bit tougher – the plan isn’t about you. To be successful in creating social media influence your efforts need to be centered around others. It’s not how well you sell, it’s about how well you listen, add value and build meaningful relationships. Remember that connections are not the same thing as relationships, but that connections can develop into relationships with the proper effort on your part. 
  2. Commitment-  While technology is a natural accelerant helping to catalyze new opportunities and extend relationships, creating trust and influence will still take time. While there are exceptions to every rule, don’t expect overnight success. Regardless of the medium, you’ll rarely find influential people who don’t recognize the value of staying the course.  
  3. Don’t breach trust- you work far too hard to create a trust bond with your followers, so don’t blow it by not following through on your commitments. I would also suggest resisting the temptation to have all your communications be self-serving. Do this and you’ll be viewed as just another sales broadcast. When you do sell, do it properly, and for the right reasons.
  4. Don’t be a jerk, hater or taker – People don’t want to hear from those they don’t like. If you want to build lasting social media influence you must be seen as valuable resource and not a taker of other’s time, resources or ideas. Take a sincere interest in others – help them become successful – give more than you take.
  5. Have command over your subject matter – If you don’t know what you’re talking about, remain silent. Voicing your opinion isn’t nearly as important as helping someone else refine their thinking with wise counsel. The easy rule is to stay out of conversations where you don’t add value.
  6. Listen and respond- If you’re forcing an agenda rather than responding to the needs of your followers you’ll lose any chance at creating influence. Remember that most people will go to great lengths to help someone who has been of assistance to them.   
  7. Publish quality content that adds value – what you produce in terms of content will be become synonymous with your online reputation. It will either serve you well, or be your undoing. Frequency is important but only to the extent that qualitative considerations are not sacrificed.

As I’ve espoused before, I’m not a huge fan of one-size-fits-all strategies, and this opinion holds true in regard to building your network as well. Despite countless opinions to the contrary, I’ve come to the conclusion that while no single “right” methodology exists for building your online network, I regularly observe many “wrong” approaches…

The conclusion here should be obvious – you’ll be successful in creating real social media influence when you take the time to seek out wise counsel, and implement an authentic approach to a well crafted social media strategy. If you don’t, while you might not fail, you certainly won’t maximize the potential that exists for you. I would love to hear your thoughts on what I’ve put forth above – Please leave a comment and let me know whether you agree, disagree, or have a different take altogether…

Leadership & Motivation

By Mike Myatt, Chief Strategy Officer, N2growth

Since the dawn of time leaders have argued about, struggled with and sought after the leadership “x” factor – how to effectively motivate people. While there is much debate over what does or doesn’t motivate people, there is little debate that effective motivation can make a defining difference in your ability to lead change, build cohesive teams, successfully implement strategic vision, and to create a certainty of tactical execution. The video above packs what is perhaps some of the best content I’ve seen on the subject of motivation into a short, powerful and compelling presentation.