Positive v/s Negative

 

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pos·i·tive  adjective \ˈpä-zə-tiv, ˈpäz-tiv\

: good or useful

: thinking about the good qualities of someone or something : thinking that a good result will happen : hopeful or optimistic

: completely certain or sure that something is correct or true

neg·a·tive adjective \ˈne-gə-tiv\

: harmful or bad : not wanted

: thinking about the bad qualities of someone or something : thinking that a bad result will happen : not hopeful or optimistic

: expressing dislike or disapproval

Often we don’t recognize that that we are being negative nor the effect that our negativity has on others.  We often think that we are just “venting” or” blowing off steam”.  Do any of these comments sound familiar?

Examples of Negativity on the team:

  1. “I can’t believe that guy just (fill in the blank).”
  2. “This customer is crazy!”
  3. “My customers never let me do my job.”
  4. “I can’t get anyone through the door.”
  5. “We can’t seem to close anybody.”

Most of us have been guilty of using these phrases from time to time but don’t realize the effect that such comments have on our environment.

What happens when we are negative?

  1. You bring those around you down
  2. You bring yourself down
  3. Now everyone is down and it reinforces the negative attitudes which then become a self-fulfilling prophecy.

“A Native American elder once described his own inner struggles in this manner: Inside of me there are two dogs. One of the dogs is mean and evil. The other dog is good. The mean dog fights the good dog all the time. When asked which dog wins, he reflected for a moment and replied, The one I feed the most.”

— George Bernard Shaw

Which “dog” are you feeding?

 

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Does Your Team Suffer from S.T.D’s?

What is S.T.D?

SStaffingAre you selecting the right players?
TTrainingAre you doing more than “event” training?
DDevelopmentAre you spending quality “life coaching” with your team?

STAFFING

  • When interviewing  possible team members do you have a pre-determined set of questions to qualify the candidate for the role you are looking to fill?
  • Do you have a job description and KPI (Key Performance Indicators) that you can share with the candidate to determine if in their mind they are realistic and achievable?  Are they defeated before they even start?
  • Are you using a personality predictor test to determine if they have the right “mindset” to perform the duties of the position as well as giving you as their coach an insight as to how to train and coach them?

TRAINING

  • Are you following the basic fundamentals of educating your staff?:
    1.Theory – They need to understand what and why we do what we do.
    2.Mechanics –  What we do and how we do it; this is done through practice and role play
    3.Practical Application – They need to know it’s ok to jump in the pool.
  • Is this training done daily or are we holding “event” training; one and done?
  • Digital Training – Are you recording your staff live and in role plays to re-play the “game film” to help them improve?

DEVELOPMENT

  • Are you holding your team accountable with Minimum Standards – Fair, Reasonable, Attainable. They need to know what the goals are as well as the boundaries.  If you don’t hold them accountable you foster a culture of mediocrity and entitlement that will erode your ability to lead and your team to perform at its full potential.
  • Are you giving your team the needed praise when a job is well done as well as the needed corrections when expectations aren’t met?
  • Catch people doing thing right!  This helps develop the habits you want modeled on your team.

Remember it’s personal not business…your team is made up of people with feeling, thoughts and fears.  It is up to the Leader to break through that invisible barrier of personal distractions and help move them towards their goals.