Terry Starbucker

SEPTEMBER 26, 2010

Align your ultimate goals and objectives. Who’s going to win the race – The team that puts the baton on the ground, so the next runner has to stop and pick it up, or the team that can pass the baton is off at top-speed? Work tirelessly with your peers to make the hand-offs seamless – it will pay off. Then Repeat again.

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Terry Starbucker

NOVEMBER 17, 2010

Take time to learn what their goals and gaps are, then move to help them reach those goals and close those gaps. Being yelled at is not influential on the behavior of your emplyees because you, as manager/leader, are not in charge of their motivation…they are! Want to make an impact?

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Media Blog Motivation Learning-by-Doing 272

Terry Starbucker

JULY 4, 2010

Leading a group of people is a lot like conducting a grand experiment, where the “scientist&# ( the leader ) fills a laboratory ( the business ) with test subjects ( the team ), and then sets up parameters, calibrates goals, and eventually makes a hypothesis on each one of them. Then, every day, those hypothesis get tested.

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Chemicals Leadership Blog Comparison 222

Terry Starbucker

DECEMBER 5, 2010

It’s called doing things.” — Herb Kelleher Ideas and goals mean nothing without execution. Thanks again to you both, and all the best! Terry Ricardo Bueno December 6, 2010 at 4:17 pm I really like number 6: “We have a ‘strategic’ plan.

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Leadership Strategic Planning Learning-by-Doing Blog 330

Terry Starbucker

NOVEMBER 4, 2010

I call it “checking all the boxes&# – moving the machine hour by hour, day by day, and year by year, towards its ultimate goal. Seats are filling fast - dont delay [link] about 40 minutes ago from TweetDeck @tom_peters No, absolutely not. :-) about 1 hour ago from TweetDeck in reply to tom_peters @debworks Indeed he was.

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Leadership Follow-up Blog Learning-by-Doing 284

Terry Starbucker

JULY 11, 2010

Set some specific short term goals for them, and better still, throw in an incentive or two (a really good one this time of year is a “free&# Friday or Monday off). Here are 5 easy ways that I have used throughout the years to keep that momentum going.

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Incentives Blog Seminar Short-term 232

Terry Starbucker

OCTOBER 24, 2010

Every chance I got, I framed our tangible goals and objectives with them, making sure that they were the foundation of every forward step we took. You must have a crew that has “bought-in&# to the goals and objectives of the boat, and are willing to take your lead. You are in charge of the navigation and steering.

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Quality Blog Media Objective 272

Terry Starbucker

OCTOBER 31, 2010

Lastly, I like to hire people that set high goals and standards, and are the first ones to tell you they aren’t hitting them. The type of hires that fit this description are the ones that are clearly comfortable in their own skin, with a confidence that approaches, but never crosses, the line of arrogance. I call them “self-regulators”.

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Micromanagement Follow-up Blog Learning-by-Doing 326

Terry Starbucker

MAY 16, 2010

How these two goals are connected by the company’s leadership is critical to building operational greatness – an organization that is working at high efficiency, with great enthusiasm and ever increasing productivity. Goals are set for these metrics, and rewards are given for hitting and/or exceeding them.

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Metrics Mission Statement Download Objective 243

Terry Starbucker

MARCH 7, 2010

Home About Me About This Blog Starbucker’s Amazon Store TerryStarbucker.com Ramblings From a Glass Half Full Don’t Be A Victim of Success (Keep Climbing) by Starbucker on March 7, 2010 You set a goal, and with a lot of hard work, you hit it. You’ve achieved success.

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Succession Learning-by-Doing Career Short-term 160

Terry Starbucker

JANUARY 3, 2010

They build teams consisting of individuals who complement one another in a way that ensures consistent performance in line with corporate goals. In my experience there is nothing better, and more motivating, than for a team to hit a “best ever&# one year, raise the target the next year, and then hit it again.

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Leadership Ethics Course Learning-by-Doing 418

Terry Starbucker

AUGUST 1, 2010

What’s the overarching goal? The “ big, hairy, and audacious &# goal? The businesses that prevail are the ones that relentlessly keep pushing forward while learning well from the setbacks along the way. Finally, the top leaders need to apply the most powerful multipliers of them all. “Vi&# is Vision.

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Blog Metrics Learning-by-Doing Handbook 246

Terry Starbucker

JUNE 17, 2010

] Tweet This Post Tagged as: Booger , Curtis Armstrong , Risky Business { 10 comments… read them below or add one } Rick Hamrick June 17, 2010 at 7:18 am Terry, there is no doubt in my mind that breaking out of the little boxes we build for ourselves and then climb into is huge as a step toward any audacious goal. Great reminder!

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Armstrong Blog Learning-by-Doing Open-book 243

Terry Starbucker

APRIL 4, 2010

Saying more with less is the goal here. It’s not a comfortable situation, by any means, but it is a great test of our ability to keep our teammates focused on their day to day work, and not the delayed action. Del, I agree with your “too much&# point.

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Terry Starbucker

OCTOBER 21, 2010

They are tactics that fit into a strategy, which fits into a bigger picture of the goals we’re trying to achieve as a company. They breathlessly talk about Facebook, LinkedIn, Twitter, communities, blogs, YouTube, and more. I think these are all great, but they are not the strategy.

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Media Tactics Strategy Open-book 289

Terry Starbucker

JANUARY 24, 2010

The goal is for others to look at what you and your company are doing with SM, scratch their heads, and be forced to play catch-up. The only way to understand what people are doing and why they are doing it is to jump into social media yourself and rub elbows with folks – keep your finger on the pulse of SM.

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Media Sharpe Learning-by-Doing Blog 305

Terry Starbucker

AUGUST 8, 2010

I’ve written that the “secret of life&# is never growing up, and indeed, that child’s sense of wonder is an element of idea generation that just HAS to be there if an organization is going to swing for the fences with big changes, or to go after those “BHAGs&# (big, hairy and audacious goals).

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Leadership Idea Generation Open-book BHAG 283

Terry Starbucker

DECEMBER 27, 2009

Meredith Bell December 28, 2009 at 9:14 am Outstanding reminder to every business person that a major goal of our business is to create a positive memorable experience for every customer. Just another illustration that having passion for what one does makes all the difference in the world. Great story. One that will last a LIFETIME.

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Open-book Price Blog Learning-by-Doing 311

Terry Starbucker

NOVEMBER 7, 2009

After just publishing a redesign of my own site (using Thesis too), she was asking me why I was spending the time to do this and if it would result in reaching my goal. This post hit home with me, as this was basically the conversation I had with my wife this weekend. I had to turn the rock over and see if it will lead to my success.

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Succession Blog Learning-by-Doing Media 203

Terry Starbucker

MAY 20, 2010

Perhaps we say “can’t&# , not because we feel we legitimately can’t do it, but we’re scared that we won’t actually achieve our goals, and we’ll fail. Aschwin Wesselius May 20, 2010 at 8:54 am It’s not the goal, it’s the way to it. So if can is the goal, the way to it is more important than actually achieving it.

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Learning-by-Doing Blog Definition Open-book 388

Terry Starbucker

JANUARY 10, 2010

However, I stick fast to my non negotiable values at all times with my personal and business dealings although I confess sometimes to the detriment of my immediate career goals and aspirations. The Corporate world can be a ruthless uncaring environment at times and does not always bring out the best human characteristics.

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Blog Learning-by-Doing Follow-up Media 348