Eric Jacobson

OCTOBER 16, 2009

Here's a powerful paragraph from the book "Execution -- The Discipline of Getting Things Done" by Larry Bossidy and Ram Charan : "Most people know someone in their organization who doesn't perform well, yet manages to keep his job year after year. The usual reason, we find, is that the person's leader doesn't have the emotional fortitude to confront him and take decisive action.

Charan 50

Charan Books Execution Power 50

Eric Jacobson

OCTOBER 15, 2009

Eric Harvey and Al Lucia wrote a booklet called "144 Ways To Walk The Talk." They provide the following great advice about giving feedback: 1. Make it timely -- give your feedback as soon as possible to the performance. 2. Make it individualized -- tailor your feedback to the feedback receiver. 3. Make it productive -- focus your feedback on the performance and not the performer. 4.

Construction 50

Construction Advice Productivity Products 50

Eric Jacobson

OCTOBER 14, 2009

Hire individuals who demonstrate these behaviors and attributes, even if they don't have all the technical skills you require: * Energy * Enthusiasm * Ability to persuade and galvanize others * Ability to follow through * Proven consistency in deliverables * Strong work ethic * Resourcefulness Either a person has these qualities or they don't. If they have them, even if they are short on the technical skills, they will likely succeed and grow within your organization.

Quality 50

Quality Ethics Mentor Energy 50

Eric Jacobson

OCTOBER 9, 2009

Too often, we think of only external customer service, and forget about the need for excellent internal customer service. No matter what type of business, organization or team you lead, teach your team members/ employees the need for and importance of internal customer service. Similar to external customer service, that means employees/team members should: 1.

Politics 50

Politics Team Organization Team Building 50

Eric Jacobson

OCTOBER 8, 2009

If you as a leader don't show trust in your employees, you and your team will not achieve maximum results. Judith E. Glaser states it so well in her book "The DNA of Leadership:" "Leaders who are secure in their own abilities allow others to display theirs." So powerful. So true.

Power 50

Power Books Team Leadership 50

Eric Jacobson

OCTOBER 6, 2009

If you are a manager or leader, you likely know more than your employees or team members about many things within your business or organization. And, you often have many of the answers. But, you don't know it all. So, readily admit when you meet with your employees/team that you do not know all the answers. Invite others into conversations. Ask for their input.

Diversity 50

Diversity Team Organization Management 50

Eric Jacobson

OCTOBER 5, 2009

Leaders make decisions. Good leaders are willing to modify their decisions as changing circumstances and data dictate. If you are stubborn about a decision and think that tweaking your decision will be a sign of weakness, think again. In fact, just the opposite is true. Often, circumstances change and new information becomes available after a decision has been made.

Information 50

Information Skills Management 50

Eric Jacobson

OCTOBER 2, 2009

Paying a team member a compliment is powerful. Even more powerful is repeating a compliment to your team member that you heard from someone else about your team member. So, if a co-worker, fellow manager, customer or vendor compliments one of your employees, be sure to share that praise with your employee. Then watch him/her smile.

Power 50

Power Team Management Motivation 50

Eric Jacobson

OCTOBER 1, 2009

The first day of each month I like to remind us to be good role models. Successful leaders lead by setting a good example. So, as you start October, don't forget to incorporate these behaviors and actions in your daily/weekly/monthly activities: * Praise when compliments are earned. * Be decisive. * Say "Thank You" and sincerely mean it. * Show and demonstrate trust. * Communicate clearly. * Listen carefully. * Teach something new. * Work hard and lend a hand when deadlines are tight. * Show res

Examples 50

Examples Team Succession Team Building 50