Terry Starbucker

OCTOBER 19, 2014

Because the last thing a leader needs in quickly pushing goals, objectives and action plans all the way through the ranks of a company is to literally “feel” the skepticism as the messages are delivered – that collective vibe from the other team members that they really aren’t believing much of what the leader says.

Reputation 299

Reputation Objective Morale Audience 299

Terry Starbucker

DECEMBER 31, 2017

Talk about this with your team, as early in the year as possible. You’ll feel ahead of the game right away – and that attitude will rub off on the rest of your team. Answer these questions NOW , take whatever corrective action is necessary, and give your team a better chance for success. THEN , dive in.

Leadership 249

Leadership Self-aware Metrics Planning 249

Terry Starbucker

SEPTEMBER 8, 2013

It pushed me really, really hard to persevere, and “win” the battle. To get a team to success based on caring, more human leadership, and a culture of accountabilty. My team would see this determination and passion, and my public defense of our philosophy (and them), and it would inspire them too.

Resistance 281

Resistance Stress Goal Career 281

Terry Starbucker

FEBRUARY 6, 2011

Did you ever want to get up in front of your team and utter a sentence so profound, and so packed with meaning and resonance, that everybody “gets&# you immediately, and is ready to follow you up the hill? Start with “ We “ Right off the bat everyone knows that you are thinking “team&#. But not for you.

Leadership 312

Leadership Objective Follow-up Energy 312

Terry Starbucker

JULY 7, 2013

Here were the 3 core styles they noted: 1) “Sports Coaches” – energetic, organized, goal setter, teacher, no-nonsense & tough, strictly professional. Setting challenging goals in the context of a positive culture of accountability. Channeling personal ambition into making a difference for a team.

Leadership 304

Leadership Delegation Sports Mentor 304

Terry Starbucker

MARCH 20, 2011

We all understand this concept, whether we picture a flywheel or not – how we start a goal-hitting process is critically important. That is, getting your team to start “doing&# their assigned tasks, all the way down the line. It’s the process of: Connecting the goals with the values of the business.

Collins 319

Collins Leadership Goal Definition 319

Terry Starbucker

AUGUST 10, 2014

Bill Bresnan. And this month, we hit our goal of 98%. That had to get better, so I immediately set a goal on this new metric  98%. I thought that was pretty aggressive  near perfection  but it just felt right, because I believed we had the team to get it done. A week later, we got the first batch of results.

Leadership 307

Leadership Metrics Education Mentor 307

Terry Starbucker

DECEMBER 29, 2013

Talk about this with your team, as early in the year as possible. Put The Right Team On The Field - Take stock of your team and their strengths and weaknesses, and ask a few hard questions: Is everyone committed to the new year and the new plan? THEN , dive in.

Leadership 376

Leadership Self-aware Metrics Planning 376

Terry Starbucker

NOVEMBER 10, 2013

The goal of the series is to bring you valuable and actionable insights that can help you on your personal leadership journey, from my more human perspective (What’s being more human all about? The 5 Dysfunctions of a Team – by Patrick Lencioni. Out of the Crisis - by W.Edwards Deming. Badaracco Jr.

Drucker 320

Drucker Ries Waterman Collins 320

Terry Starbucker

SEPTEMBER 29, 2013

Doing stuff on your own without consulting your team, or cutting off debate prematurely, just to get work “out the door” 6. Moving on to a new task or goal without a post-mortem (and any approriate praise and/or coaching) on the last one. Relying on the employee manual “to the letter” (also see #4 above).

Short-term 319

Short-term Leadership Long-term Policies 319

Terry Starbucker

JULY 6, 2014

After all, after you’ve spent so much time and effort to set up the right values and build a great culture of accountability that should lead to greatness, how do you know you’re getting there – or better still, how can you show your team you’re getting there? If the number was green, it was ahead of the goal.

Metrics 214

Metrics Leadership Operations Report 214

Terry Starbucker

NOVEMBER 11, 2012

Set the “BHAG” – Teammates want to be a part of something bigger then just “profit”, find a “big, hairy, audacious goal” and run for it. Stay Human - Care, empathize, laugh, roll up your sleeves, and love the journey (and your team). Yep, that’s about right.

BHAG 396

BHAG Energy Execution Succession 396

Terry Starbucker

MAY 29, 2011

And it’s a leadership model that can, and should, be applied by anyone looking to take their team to greatness, selflessly and honorably. Develop your team. If you know your people, are fair in setting realistic goals and expectations, and lead by example, you will develop teamwork. Here are the Principles *: 1.

Teamwork 419

Teamwork Delegation Follow-up Stress 419

Terry Starbucker

DECEMBER 21, 2014

I suppose the cynics and those who prefer to see the glass as half-empty would call this a foolish and unattainable goal – there are too many variables, too many outside influences, too many differing personalities and attitudes, and too many of a lot of other things to get in the way of unanimous joy. Do it with grace and honor.

Leadership 254

Leadership Blog Influence Career 254

Terry Starbucker

MARCH 11, 2012

I recruited Aaron from another company, and he demonstrated the ability to drive strong results and develop valuable relationships with his customers and his team- he would be a perfect fit for us. Pressing toward the goal that is the peak, progress is initially quick, but the law of diminishing returns enters here.

Goal 302

Goal Price Energy Commitment 302

Terry Starbucker

JUNE 19, 2016

Behind the 8 Principles of More Human Leadership ( click HERE to see them on a separate PDF ) are simple truths, and the secrets to the success trifecta – a profitable company, a happy team, and a fulfilled YOU. Metrics provide a important barometer of current positioning, as well as keep the ultimate goal clearly in sight.

Metrics 150

Metrics Leadership Download Positioning 150

Terry Starbucker

FEBRUARY 7, 2016

I call this metric “my higher cause bottom line”, because it tells me how I’m doing against my overarching goal of employee happiness and fulfillment. Can a company really “measure its heart”? Are they happy? Do they know we care? Go for it, and lead well!

Metrics 150

Metrics Retail Bottom-up Company 150

Terry Starbucker

APRIL 24, 2011

You’ve had your head down and your team focused for 120 days straight, and with the days now getting longer and the temptation to start “coasting&# getting even stronger, you’ve hit a critical time of the year. You need to freshen up your leadership, so you can keep your team hitting on all cylinders.

Leadership 327

Leadership Incentives Metrics Budgeting 327

Terry Starbucker

MAY 13, 2012

The previous year I had languished as an unhappy (and very ineffective) left guard, and the team had been winless the past two years – in fact, because we were a private school going against much larger public middle schools, we hadn’t even scored a touchdown the year before. I had made a difference. It was my higher calling.

Exit Strategy 293

Exit Strategy Leadership Bottom-up Letter 293

Terry Starbucker

FEBRUARY 20, 2014

I replied by saying that good leaders should be able to lead their teams up any hill without looking back. They get to the top confident that when they turn around, the whole team is standing right there behind them at the summit. When you get to the top you will know if you passed.

Leadership 339

Leadership Consensus Follow-up Resistance 339

Terry Starbucker

MAY 22, 2011

You’ve worked hard to build the right team. You’ve put in a lot of hours process-building, training, goal-setting, and motivating. Key members of your team start leaving. But the wheels still aren’t turning. Productivity is lagging. Something’s wrong.

Short-term 358

Short-term Handbook Long-term Learning-by-Doing 358

Terry Starbucker

FEBRUARY 13, 2014

I have discovered the secrets of how work can ultimately be fulfilling and life enhancing for any individual – all leaders should know them if they are to build a great team. Apply these secrets yourself, and get your team across the goal line to the fun zone. Work must be done with passion. Do the Unexpected.

Leadership 316

Leadership Long-term Short-term Wilde 316

Terry Starbucker

OCTOBER 4, 2015

And I say it anytime I talk to anybody – my absolute goal is to have 1,300 people just loving to be here, getting up in the morning and loving to do what they do. Yes, I always set the bar pretty high, but I always felt we needed to, because that end goal of happiness was so darned important. Thank you very much.”.

Leadership 150

Leadership Metrics Video Newsletter 150

Terry Starbucker

JULY 12, 2015

Five years on, with the benefit of all that perspective and reflection, I can finally answer Frank in a more complete way, and lay out a path to leadership success that brought me to that “ how did you do that ” moment, and the More Human “success trifecta” – A great company, a happy team, and a fulfilled you.

BHAG 150

BHAG Leadership Telecommunications Metrics 150

Terry Starbucker

SEPTEMBER 11, 2016

Develop a Zen-like mantra of goals that permeate the minds of all your teammates, and watch great stuff happen. Know “the secret of work” for their team – the passion, the cause, and the fun that results. Avoid inertia at all costs – or risk heading in the wrong direction. Put in a memorable hook to go with your message.

Leadership 150

Leadership Entrepreneur Consultative Cost 150

Terry Starbucker

JUNE 30, 2013

As the fall came and the client work increased, my name did finally end up on a client team list. I was going to be on the audit team for the local Rodeo & Stock show (so very Texas, I know). ” Something was missing. And then it got even more unsettling.

Power 321

Power CPA Career Mentor 321

Terry Starbucker

SEPTEMBER 30, 2012

I realized that I don’t fear this – in fact, I do regularly ask my team if they are having fun. I just need to get them (and myself) across the goal line to the fun zone. Because I’m confident that the foundations of the “secrets of work”, the passion and the cause, are already in place.

Learning-by-Doing 334

Learning-by-Doing Sports Conference Objective 334

Terry Starbucker

JUNE 3, 2012

Putting the right team on the field cannot be underestimated, or undervalued. 4) Develop a Zen-like mantra of goals that permeate the minds of all your teammates, and watch great stuff happen. 9) Know “the secret of work” for their team – the passion, the cause, and the fun that results.

Leadership 340

Leadership Collins Competitive Advantage Wilde 340

Terry Starbucker

DECEMBER 13, 2015

You’ve worked really, really hard to build a great team. You’ve put in a ton of hours process-building, training, goal-setting, motivating, and inspiring. Key members of your team start leaving. But the wheels still aren’t turning. Productivity is lagging. Something’s wrong. So you try pushing harder –and it only gets worse.

Webinar 150

Webinar Short-term Handbook Long-term 150

Terry Starbucker

OCTOBER 8, 2017

I had team meetings. I set a goal of at least meeting every one of the 1,100 employees in my department. But the thing that I liked about them was the fact that they were connected to each other – a team that had rallied around a common cause. I traveled to the field extensively. I danced (strange, but true).

Leadership 192

Leadership Bottom-up Metrics Mentor 192

Terry Starbucker

OCTOBER 30, 2011

I don’t share the entire strategic plan with my team- it would be overwhelming and lead to disengagement. Following the completion of each step, I celebrate the success of the individual who accomplished it, and then introduce a new goal. Instead, I share the immediately relevant action steps that must be accomplished.

Strategic Planning 288

Strategic Planning Management Tactics Retail 288

Terry Starbucker

DECEMBER 4, 2016

Once you’ve done your survey, write these down too, and discuss them with your team – when I did this it made a really big difference. These are the feelings, attitudes, and concepts that you are going to have to fight successfully to be a winning leader. Things like “we vs. they”, “trust vs. fear”, or “will to succeed vs. hope to survive”.

Leadership 150

Leadership Mission Statement Metrics Survey 150

Terry Starbucker

SEPTEMBER 2, 2012

As a leader, there’s nothing more satisfying than watching your team just flat out “get it done” The flywheel spins at breakneck speed, and milestones and business plan targets get met and surpassed with workmanlike regularity. For the Awesome Team is not built overnight. DELIVER on your promises to your team.

Team Building 363

Team Building Team Metrics Construction 363

Terry Starbucker

SEPTEMBER 14, 2014

Even for something as inherently “unmathmatical” as great leadership of an awesome team. A savvy leader knows how to use those traits in various additive and multiplicative ways, to make a team infinity better than its component individuals. What’s the overarching goal? Sometimes it all boils down to math.

Team 417

Team Leadership Handbook PR 417

Terry Starbucker

MAY 21, 2017

This group had always been a tight-knit “team”, but ever so slowly, that circle was expanding beyond that little office in Alamosa. With the reconnaissance behind me, my team and I started to actively brainstorm about our values list, while at the same time continuing to tinker with our operations machine. I had a goal in mind. “I

Succession 253

Succession Leadership Commitment Travel 253

Terry Starbucker

JULY 26, 2015

As soon as we’d hit one goal, I’d set another, more ambitious one, to quite a few moans and groans. Teaching is a fantastic way of showing your team how you are “upping” your game, by fulfilling the leaders responsibility to “show the way”. It was true, I was constantly raising the bar. I did NOT want us to go backwards.

Leadership 150

Leadership Micromanagement Policies Learning-by-Doing 150

Terry Starbucker

FEBRUARY 8, 2010

Home About Me About This Blog Starbucker’s Amazon Store TerryStarbucker.com Ramblings From a Glass Half Full The One Question Every Successful Leader Must Answer (Even Before It Is Asked) by Starbucker on February 8, 2010 The supervisor is frustrated – in his mind, he has done everything right to manage his team to a successful outcome.

Succession 284

Succession Simon Metrics Tactics 284