Like most entrepreneurs, I am lucky to have numerous mentors in my professional life. Although these mentors have positively influenced my decision-making and leadership development, one in particular has made a major impact on me.
Ironically, I may have never met this former Fortune 50 CEO in my normal business circles. But, thanks to the power of EO and an introduction by EO Kansas City member, Bill Brunkhardt, I was able to connect with a mentor who changed my perspective on business management.
One of the leadership philosophies I learned in my interactions with this mentor is The Focus Five, a management tool that all leaders can utilize to ensure that proper role focus is created within every team member. Its simplicity is what makes this tool so effective.
Here are some of the questions I extend to my staff when it comes time to educating them about their roles. I also ask myself these questions often, and I search for answers that will clarify my role in my businesses while helping me become a more effective leader.
Why am I here?
As an entrepreneur, I ask myself this quite often. But, in this case, I discovered the question should be asked of each employee. As a business leader, I need to communicate to my employees how his or her job helps achieve the overall purpose and mission of the company. Each team member must fully comprehend how his or her role contributes to attaining the team’s goals and objectives.
What is expected of me?
Every team member wants to understand precisely what is expected of them in his or her position within the company. I’ve discovered that the measures of an individual’s performance should be apparent, detailed and reasonable. Without a clear understanding of how to do the job, the team member will not only under-perform, but the team as a whole will suffer, ultimately leading to poor productivity and job dissatisfaction.
How am I doing, and how do I know it?
Everyone—from business owners to employees—needs acknowledgement for the work they do, and most want to know the truth about their job performance. I’ve found that feedback regarding an employee’s performance must be constructive with genuine recognition of outstanding achievements. Effective and frequent communication with team members can diminish stress and generate improvements in both quality and productivity.
If I fail, where do I go for help?
Many team members feel that if they make a mistake or do not agree with their superiors, they will lose their jobs or be demoted. They are afraid to ask for help or direction. A top priority of any leader is asking team members what they need, as well as encouraging open communication with the proper sources of support.
What’s in it for me?
I’ve attended several EO functions and talked at length with a variety of likeminded entrepreneurs. Over time, I’ve found that most successful business leaders find a way to tie a team member’s personal and professional goals to the objective of the team or company. In turn, this creates an environment where productivity can thrive. To be successful in my business, there must be a “win-win” attitude, and employees must feel that if they achieve the company goals, they will be rewarded appropriately.