Achieving Business Excellence with John Spence

The Role Of A Leader

It was 36 years ago but I remember it like it was yesterday. I was a pretty good football player in high school, not a star, but at least one the key starters. I played nose guard on defense and when we were in the red zone close to the goal line I would sometimes go in as a running back to punch the ball across the line. I was a big guy even back in high school, a good athlete, but not the best… then everything changed.

In my senior year the head coach came to me and said that he was going to make me the captain of the defensive squad. I was excited, honored, and proud… I was going to be one of the team captains! Then he explained something about my role as a captain. He said, “John, if you’re going to be one of the captains you have to lead by example. You’re going to need to work harder than everyone else, play the best you’ve ever played and help the rest of the team to be excellent. That means coming to practice early, studying the playbook, supporting the coaches, working hard in the weight room and always coming in in the top three on sprints and long runs.” As I said earlier, I was a pretty big guy in high school, I think the word would be fat, and I had never, ever come in anywhere close to the top three on any running drill. Coach must have seen the fear in my eyes and said, “You can do this Bear (my nickname in high school), I have confidence that you can stand up and be a real leader for this team. Can I count on you?” I immediately answered, “Yes Sir.”

The next day, after the coach announced that I was one of the team captains, I started coming in in the top three in every drill. I ran faster than I ever had, I pushed myself harder than I ever had, every time I got tired I just kept saying to myself, “I’m the captain, I have to set the pace, I have to lead by example.” The metamorphosis was amazing, I literally changed my performance, dramatically, overnight. That’s when I realized it… I could have done it all along. Apparently, I had always possessed the ability to run fast and for long distances, but when I was just one of the guys on the team it was easy to come in last, there was always a few of us “heavy guys” bringing up the rear. But the minute I accepted a role as a leader I knew that everybody on the team was watching, all the coaches would be watching, everyone in the school would be watching me, and I could not let them down.

It is the same thing in my business career when I’m running a company I understand that I live under a microscope. My team sees everything I do, they see what I don’t do, they hear what I say, and they hear what I do not say. It is 24 hours a day, seven days a week, 365 days a year – everything you do has an impact on how you are perceived as a leader. I love this, because it pushes me to perform better than I might on my own, just like on the football team I have to run faster, work harder, do more homework and deliver the highest level of excellence I can, because if I didn’t I couldn’t ask anyone else on my team to do it either.

Over the years, based on this experience, I have developed my own definition of leadership.

“Leadership is being a living example of what you hope your followers will one day become.”

I hope you found this helpful and will share it with your network. Thanks – John

 

What is Your Philosophy of Business?

Here is a powerful idea that is fundamental to creating a culture of accountability…

 

 

**** The Australia events have passed ***

 

 

Several people have asked to see the pyramid I mentioned in the video — here are two of the slides I developed for this program – hope these help!

 

 

 

 

 

 

 

 

Why Should I Worry About This?

Here is an idea that I believe can make a dramatic positive impact in your life if you apply it!

I hope you found this video helpful and that you will share it with anyone you feel would find value in the ideas I shared .

Thanks – John

The Single Most Important Leadership Characteristic

For more than 20 years I have taught leadership at startup companies to the Fortune 50 and the single most important trait for highly effective leaders has always been the exact same thing. I can show you dozens of major research studies from around the world, representing millions of respondents, and they all say the exact same thing. When I teach classes on leadership and ask the attendees what they look for in a leader they would willingly follow, it’s always the exact same thing…

HONESTY

However, it is getting harder and harder for people to believe this.  In nearly every arena; business, politics, religion, science, education…there are “leaders” who have no problem lying. I’m not talking about small mistruths, or perhaps twisting the facts a little bit, I’m talking about boldface, in-your-face, complete and utter lies. So-called “leaders” who can look you straight in the eye and tell you something that they know is absolutely false.

I am NOT taking any sides here. Every side of everything now has people who seem to have no regard for the truth and are willing to say anything, no matter how outlandish, to advance their position. When I open the floor for questions at my events, inevitably someone will ask, “If telling the truth is so important, then why do we have so many leaders who don’t?” My response: “I don’t know. It does not make any sense to me. I would not consider those people leaders; however, they are in leadership positions. I don’t understand how people like that rise to the top positions in organizations. It drives me crazy.”

The Death of Honesty?

I refuse to believe that we have come to a place in society where lying is an acceptable, even expected, behavior. I’m at the point where I question the validity everything I hear and read and that is painful and frustrating. It makes me physically tired to listen to the news and hear the constant stream of stories about “leaders” who have been lying, cheating, stealing, killing… and mostly getting away with it. I cannot fathom the damage this has done to our society and the example it is setting for our youth. It terrifies me to think about a generation of young people who have been raised watching authority figures lie, and then lie about their lies.

But I believe there is a solution and it starts with you and me.

Now more than ever I feel that it is essential to be a living example of honesty and integrity. It is only through modeling these behaviors, in even the most challenging situations, that we can demonstrate that character, authenticity and truth telling are truly the most essential characteristics of leadership. We need to make more of an effort to highlight and showcase successful leaders who build great companies on a foundation of honesty, fairness respect and generosity. We also need to call out “leaders” when they are dishonest, when they mislead us, and hold them accountable for their destructive actions and behaviors.

This will not be easy. There is a tsunami of misinformation, lies, fake news and manipulation coming from all directions. Again, I am not taking any sides here, I am simply saying that it is up to you and me to hold ourselves to the highest standard of honesty and integrity in our personal and business lives. I will end with one of my favorite value statements, from one of the greatest leadership institutions in the world, West Point.

“A cadet will not lie, cheat, steal, or tolerate those who do.”

Sounds like a good plan to me.

 

For more of John’s ideas on leadership here is a link to his book

 

 

 

 

 

 

 

Does Your Team Measure Up?

6 Key Business Ideas to Help You Succeed in 2017

Mercedes, John, Sheila, Esther

Mercedes, John, Sheila, Esther

On behalf of myself, my wife and business partner, Sheila Spence, our Operations Manager, Mercedes Petrus and our Financial Manager, Esther Mallard – thank you VERY much to all of our clients from 2016 for trusting us to be involved in your businesses.

 

I hope you will share this video with your network, and if you have not already, please sign up for my blog – I only post good stuff!  blog.johnspence.com

 

Loose-Tight Controls for Business Success

37827-watches_teaserI recently presented several workshops for client company with an absolutely brilliant CEO, among the best I’ve ever met. He was a new to the organization and had been brought in to turn around the company, which was facing very severe financial troubles. This was very bureaucratic organization whose main customer was the government. They were slow to make decisions, reluctant to take any risks, complacent in their attempt to grow their business and keep margins strong, which landed them to more than billion dollars in debt. The CEO gave an impassioned speech about the need to be more entrepreneurial, while still having a culture of disciplined execution around the core strategies. He described it, much like Tom Peters did in his wonderful book In Search of Excellence, saying that the company needed to have “loose-tight controls.” They need to have elements of loose  control around entrepreneurship, innovation and prudent risk-taking, while maintaining areas tight of control around their values, strategy, alignment and accountability for positive business results. He told them that in order to be successful they would have to balance a strong entrepreneurial ethic while still embracing a focused culture of discipline – and summarized his idea in the graph below.

So, where does your company sit in this matrix?

Best Managed Companies graphic

How To Handle Lazy Employees

Businessman sleeping at deskLast week I posted a blog that got a lot of comments, it was called: On The Intolerance Of Mediocrity. One of the folks that shared some feedback indicated that he was struggling with employees that were, shall we say, less than extremely motivated. I was beginning to write out a reply to him and realized it was probably best to post it as a blog so that everyone could see my ideas and comment as well. Here are my suggestions for dealing with lackadaisical employees.

Ask yourself these questions:

  1. Do they have clear, specific and measurable performance expectations?
  2. Have those expectations been exceedingly well communicated to them?
  3. Have they agreed to deliver those expectations?
  4. Do they have all the training, tools and support necessary to achieve those expectations?
  5. Are they held rigorously accountable for achieving those expectations?
  6. Do they get positive reinforcement for positive behavior and negative reinforcement for negative behavior?
  7. Do they understand the impact their behavior is having on the overall business?
  8. Do they understand the impact their behavior is having on the rest of the employees?
  9. Do they realize what is at stake if they do not meet expectations?
  10. Do they understand all of the positive ramifications if they exceed expectations?

These are just 10 questions to get you thinking, but if you’ve got employees who are not delivering the required results, I would look over this list and see if there is any place where you have not given them what they need to succeed. It’s one of the things I learned a long time ago as a young manager, if one of my people is not performing the way I want them to, it is my fault. Either I hired the wrong person, did not train them well enough, did not explain what I really wanted, didn’t give them the tools or support they needed… it was always something that I did wrong and I simply had to take accountability and ownership for fixing the situation. If you do the same, I’m confident you will get a positive resolution, one way or the other.

I hope you found this helpful in a very much look forward to your comments – John

The Top 4 Business Trends of 2015

Last day of 2015I have literally just walked off the stage from my last presentation/workshop for 2015. It’s been an extremely busy year with more than 200 days on the road, zigzagging across the United States and Canada and delivering programs in Australia, New Zealand and most recently Poland. As I look back over the year here are a few big takeaways that I think you might find of interest.

 

  1. Culture and talent are critical. In most of the businesses I worked in this year the single biggest place where they could reduce waste, reduce costs and increase revenues and profits was in the quality of the people on their team and the culture in the organization. I believe that companies need to put more focus on hiring, growing and retaining top talent – and building a winning culture of engaged, satisfied and loyal employees who are highly results driven, customer focused and accountable. To me, these should be major strategic objectives in almost every business.

 

  1. Lack of accountability and disciplined execution are the biggest problems I see in almost every organization worldwide. There is no shortage of bright, sharp, talented people who can develop highly innovative strategies and ideas – but there is a huge shortage of people that can take those ideas and effectively turn them into results in the marketplace. Again, another place to see major revenue growth and profitability in many companies is focusing more on execution.

 

  1. As I look at the programs I was asked to deliver, there is a clear pattern of a handful of workshops and keynote speeches that the majority of my clients asked me to focus on:
Advanced leadership, especially leading organizations through change

I delivered this program for a number of companies whose industries were undergoing massive change and were challenged to get their employees not just to embrace change, but to drive change.

Winning culture

Many of my clients requested that I help their organizations learn more about how to create higher levels of engagement, commitment, teamwork and collaboration – what I have come to call creating and “ownership mentality” throughout the organization.

Business excellence/strategic thinking

I spent a good bit of time this year helping companies take a hard look at their current operations, benchmark against best practices and fine-tune their strategies to be successful in the future.

Consultative sales

Although I started my career doing high-level sales training, I stepped away from it for a few years, but now many of my clients are asking me to help their entire organization become a sales organization focused on being trusted advisers to their customers.

My recommendation would be to look closely at your organization and make sure that none of these are areas that you are neglecting.

 

  1. Lastly, I am becoming more and more aware that building a strong network of people that want to help and support you (because you are helping and supporting them) and then using that network to generate strong positive word-of-mouth… should also be one of your major strategic objectives. It has become obvious to me that social media, combined with social proof, are the future of referrals and word-of-mouth marketing. But all effective networking and word-of-mouth marketing is based on, delivering massive value and being so incredibly remarkable at what you do…that people want to remark about you, that is, tell other people about how great you are. Just trying to build up your email list or the number of contacts you have on LinkedIn is not an effective strategy, it only works when the connections are created through trust and strongly demonstrated competence.

So those are some of the major things I noticed about 2015, which means they will probably continue to be big issues in 2016. Are you seeing anything different?

I very much look forward to your thoughts – John

.