Why you absolutely, positively do NOT need a leadership coach in 2018

In 2018, business is slowing down.  We’ve got more resources at our fingertips than ever, and we have the time to use all of them to their fullest.  You just got out of a meeting where your boss said your budget was increasing and was reversing the “we’ve got to do more with less” directive.

Your applicant pool is deep and wide, and you get to pick from the best of the best.  Your current staff is 100% on board and all working together to reach your company goals.  There is no in-fighting, no dissension in the ranks, no drama, no insubordination.  Everyone works as hard as they say they do, and appreciates the uncompromising efforts of their co-workers.

No one is thinking of leaving for a different job, especially you. You’re ensconced.  Your boss listens to you, your ideas are met with open arms and you know exactly what it takes to communicate effectively with everyone you work with.

Oh, and everyone has a Unicorn as a pet and lives forever.

How nice would all that be? Maybe a little boring if it were ALL true, but that seems to be the utopian image we get when we think about the perfect workplace.

Of course it’s not real.  But you already knew that.

There IS drama, in-fighting and people who don’t listen. We DO have challenges with budgets, staffing and keeping everyone on the same page… and it’s never ending.

Because you are a leader, a problem solver and person who by-golly gets things done, you have found ways to make the best of those situations.

But what about the stuff that slips through the cracks?  Doing “more with less” is a popular mantra that doesn’t seem to be going away. And who has to do more?  That would be you.

But that doesn’t have to mean failure, pain and heartache.  Quite the opposite, it can present untold and unthought of opportunities that could take your leadership performance and your business to the next level.  But only if you are willing to ask for some help.

One of my favorite quotes about coaching comes from my friend Mike Auman.  We worked together at Universal Orlando Resort, and he used to say: “how many professional sports teams have coaches?  All of them.”  Of course highly paid athletes should have their stuff together, but even they need guidance, encouragement and course corrections.  What makes us think we are any different?

In just the last few weeks, I have gotten a number of calls from people who needed a little help. Maybe not enough to sign up for a full 6 or 12-month coaching program, but just a little push to get them over the cliff, as it were.

Exhibit A: A guest experience director at a museum called because she had been assigned the task of improving the culture in her facility, and didn’t know the best way to propose her plan to her boss.  We talked about the best ways to connect the dots and actually work the process backwards for him.  She did it, and told me it worked like a charm.

Exhibit B: A guest services manager at a theme park wasn’t feeling the passion anymore.  He was afraid to start looking in other departments because he was afraid his bosses would take that as a lack of loyalty and try to block his move. Turned out the fear was on him… he was afraid to rock the boat.  Once he realized that he knew what he had to do. He is now seeking another position in a different department.

So now you can probably see that I don’t really believe the title of this post.  I do think everyone can use a little help now and then, and we shouldn’t be afraid to ask for it.  The number of CEO’s seeking the council of an executive coach is growing everyday.  Why should a lead, supervisor, manager or director be even different?  A case can be made that people on their way to a CEO position need it even more.

If you need some help and are willing to ask, here are some options;

  • Ask your manager – either ask them to coach you (more strategically than they may be right now) or ask them to financially support your desire to seek a coach from outside the company.
  • Seek out a mentor – generally someone in a different department or even from a different company, they should be a leader you know and respect
  • Enroll in a specific coaching programlike the options I offer, a more formal coaching program can bring you incredible insight from a trained and experienced coach who knows how to get to the heart of the matter to find the best solutions. The best coach for you will be able to understand what you are going through while being able to offer viewpoints that you wouldn’t be able to see on your own. I like to tell people that I (or any good coach) will provide an outsiders perspective with an insiders insight.”

If you agree with me but not with the title of this post, give me a call and we’ll see if we’re a good coaching fit.  One-off, 90 minute sessions are available, along with more in-depth 6 and 12 month programs.

Related: The Power of A Trusted Network (group coaching program)

Related: NEW Facebook Group: ALL CLEAR – Private Learning Community for Attractions Leaders

Thanks for reading!

Just like you DON’T NEED COACHING, you don’t need this book on SUPERVISOR DEVELOPMENT, either!!

 

The right tools build confidence

It snowed the other day.  Not a snowmageddon that has impacted other parts of the country, but even a little snow (with the accompanying ice) can have a crippling effect on transportation here in Western North Carolina.  Exhibit A: our driveway.

Top of the driveway, looking down

Bottom of the driveway, looking up. Yes, that is Irving the Gnome to the right! #irventures

The next day, I went out to clear the snow off the pavement so the sun could do it’s job and melt the ice underneath.  It may be hard to tell just how steep the driveway is from the pictures, but remember this is what our neighbors call “The Beast”!

As I was shoveling, I was also slipping and sliding down the driveway because of the ice.  Then it hit me.  We have clamp-on spikes for our shoes!!  We hadn’t needed them yet since we got them 2 years ago, but now by golly I was going to put them to use!

I went back up to the garage, slipped on the spikes and walked back down the driveway… confident that I wasn’t going to fall. I was still careful, but every step I took was solid and stable, even on the steepest, iciest patches.  I finished off the driveway with relative ease, and thought about how this experience relates to leadership.

Having the right tools and knowing how to use them makes us more confident.  With the spikes, I could concentrate more on my shoveling, instead of trying to avoid toppling down the hill.

Think about a leader who is unsure of how to handle a situation.  Maybe there is bad news to deliver to the team, and they are ill-equipped to convey the right message in the right way.  The leader fumbles, stammers, and conveys little assurance that they know what’s going on, or that they have the teams’ back.

Their team gets confused, upset, rebels or shuts down, and the leader is left picking up the pieces and wondering what went wrong.  All because they didn’t have the right tools.

In this case, a tool might be information… maybe the leader didn’t truly understand the message, so they weren’t sure what to say.

Another tool could be a communication technique… as things spiraled out of control in this meeting, you can almost hear the inexperienced leader say, “I know, I agree with you. I don’t know why we have to do this, either.”  Knowing, from experience or though guidance, mentoring or coaching, that this is not the right approach, could have driven this leader to more diligently prepare, which would have built up their confidence so that the out-of-control spiral would have never started.

One last tool in this situation that could have bolstered confidence could have been meeting management techniques.  Setting the right mood and expectation through pre-work, your agenda and overall demeanor before and during the meeting can go a long way in preventing the above derailment.

So the questions you have to ask yourself are:

  • What tools do I need?
    • For example: Communication strategies, delegation, managing up, time management, admin/tech skills, planning, etc.
  • How can I learn to use these tools?
    • For example: Talk to your boss or peers, a coach/mentor, books, articles, videos, online courses, in-person courses, podcasts, etc.

Related: Nothing Happens Without Confidence

A few weeks ago, a Guest Services Manager from a museum called me.  She had been put in charge of turning around the guest service culture in her museum, but she needed to communicate her plan to her Executive Director who was a big picture thinker.  We talked through a possible approach (the tool), and that discussion gave her the confidence to go in and explain her approach and what she would need.

She later told me that the approach worked like a charm, and things are moving forward.  I would say it was her approach in addition to the confidence she showed when she explained her approach.  It’s all connected.

The tools you need will vary by situation and your role within your organization.  Wherever you are, be diligent about getting the tools you need so you can confidently move forward, lead your teams and make a positive impact.

If you need help figuring out what tools you need or how to use them, I’m happy to help. Feel free to give me a call!

Thanks for reading!

matt@performanceoptimist.com

407-435-8084

“Hey Matt! I wanted to let you know I loved your book (ALL CLEAR!)!! There are a few things in there I have experienced myself, and others I haven’t even thought about! Very good read! You’ve given me my goal for this next season of helping to develop more leadership skills and mindsets in my team!”

Adam Woodall – Holiday World and Splashin’ Safari, IAAPA Show Ambassador

Purchase your copy here!

 

 

Why you should remove the word “millennial” from your vocabulary in 2018

I’ll admit, 10-15 years ago, I was kind of naive about how business worked.  I am happy to say I’ve learned a lot over the years, and while still optimistic, the naïveté has tapered off.

In 2003, I picked up a book called “Employing Generation Why” by Eric Chester.  At the time, I thought it contained some really helpful and insightful information about dealing with the new generation of younger employees entering the workforce. And here’s where the naïveté comes in… I thought people would read this book (or ones like it), figure out the “generations” quagmire, develop some best practices and move on. I really thought once we figured this out we wouldn’t have to talk about it any more.

Boy, was I wrong.

Fast forward to 2018, and we are still having the same conversation about ‘millennials’ that we were having in 2003 (and even before). If history, and the lessons I’ve learned over the last 15 years are any guide, I think the reason were still have the SAME conversation is that it is the WRONG conversation.

We keep talking about the differences between generations.  Gen X does this, milennials do that. We study the years people where born and the significant world events that likely shaped their way of thinking.

Unfortunately, while this type of conversation makes us feel better about our own generation, it does nothing to help build relationships.  It allows us to be stuck in the mindset of “my generation is better than yours” . Na, na, nah boo-boo!

We also then start to stereotype.  Once we put a label on someone, we feel like we know something about them and how they behave, so we adjust our behavior accordingly. Problem is, when you stereotype (based on ANY label) you risk alienating people based on your biases and assumptions.

Don’t get me wrong, there are differences in how people of different ages behave and view the world, but those differences exist with people of the same age, too.  Putting people into generational boxes is NOT HELPING.  That’s why I implore you to remove not only the word “millennial” from your vocab in 2018, but all the useless generational labels that are currently in vogue.

Baby Boomer.  Generation X. Tranditionalists. The Greatest Generation. Generation Y. iGen.

They are all equally useless. And, by the way, made up.

There is no official entity that tracks generations. The categorization of generations was made up by authors, management gurus and consultants as way to sell books, management practices and training programs. And it worked, too, because people inherently wanted to make sense of something they couldn’t understand. But we went about it in completely the wrong way, which is why we’re still talking about this today.

My mantra when it comes to exploring differences in generations in the workplace is two fold.

  1. Get over it. 
  2. Deal with it.

Get over your preconceived notion that there are these massive gaps in understanding among people of different ages.  We all want to be loved, cared for, and to provide value.  We also all want to be connected to the outside world, and phones are not the only culprit.

Once you make the emotional decision to get over it, to stop dwelling on it, to realize that you just have to deal with reality, then you can do something about it… you can DEAL WITH IT!

How do you deal with? By getting to know your employees.  By being diligent about teaching them how to be good employees. By understanding that young people (no matter when they walked the Earth) need guidance and encouragement, not a lecture about how you walked up hill to school with no shoes.

By the way, I’d like to know exactly when we started thinking that a 15-year old was going to come into the work place with the same skills and work ethic as a 30-year old?  That’s what it seems like we are expecting when we complain about “kids these days” always being on the phone and not wanting to work.

As I said above, we all want to be connected to something, so why not get your employees connected to your business? Instead of complaining about the phone, give them a reason to not be on it (and it’s not just a policy).  Provide a compelling reason for them to concentrate on the work you need them to do and they will stay off their phone.  They go to the phone because they are bored, and that’s because WE haven’t given them a reason to care about what they are doing.

That’s part of dealing with it… by not just accepting the status quo. Maybe the positions and jobs you have someone doing are outdated? Maybe you need to provide more options for input and self expression?  That has to be monitored, and is more difficult than assigning a script, but maybe that’s what needs to happen to engage your employees and keep them off their phones?

My friend Josh Liebman tells the story of when he worked at Cedar Point, and most of the attractions had automated spiels.  Great for consistency, not so great for encouraging the employees to have fun.  They then decided to allow employees to make the spiels live and put their own spin on it… they had fun, added in some coaster trivia and other fun facts, and the guests loved it.

That’s probably why a fews years ago I heard an attendant at Gemini doing the safety spiels as Cartman from South Park. It was hilarious.

I don’t think that kind of service or experience happens when we put each other into generational boxes. I don’t think it happens when we stereotype and treat the majority based on the actions of the minority. I also don’t think it happens if we don’t get to know your employees and find out what their particular strengths and struggles are.

That’s your job as a leader. And if you want to know what your employees want or need, ask them. You won’t find a better resource for what will make them outstanding employees.

Related: Adam Conover – Millennials Don’t Exist

Thanks for reading!

Want to SLEEP BETTER?  Ensure your Supervisors are ready to LEAD with these two resources:

The Myth of Employee Burnout Supervisor Training Program – takes the worry and stress out of supervisor development!

NEW BOOK – “ALL CLEAR! A Practical Guide For First Time Leaders and The People Who Support Them”.  Available NOW!

“Hey Matt! I wanted to let you know I loved your book (ALL CLEAR!)!! There are a few things in there I have experienced myself, and others I haven’t even thought about! Very good read! You’ve given me my goal for this next season of helping to develop more leadership skills and mindsets in my team!”

Adam Woodall – Holiday World and Splashin’ Safari, IAAPA Show Ambassador

3 Questions Live – Episode 3

Here we are again, with another episode of 3 Questions Live!  This is where I will answer 3 questions from you and ASK 3 questions that I would like for you to answer.

In this episode, I answer the following questions:

  1. How do you convey to a new leader that their role is not just about wearing a different colored shirt?
  2. How do you get respect from your leaders when they discount your ideas for being a “millennial”?
  3. How do you get respect from peers after a promotion, especially when one of them was up for the same promotion you got?

If you have thoughts or comments on any of these topics, I would love to hear your perspective as well!

My 3 questions for you are:

  1. How often should we do formal evaluations?
  2. What are the best ways to teach leadership skills?
  3. What are some of your favorite books, podcasts or resources that provide great insight?

Please enter your answers to the above questions, or your questions for a future episode in the comments below, or email me at matt@performanceoptimist.com.

Looking forward to your input!

Thanks for watching!

Want to SLEEP BETTER?  Ensure your Supervisors are ready to LEAD with these two resources:

The Myth of Employee Burnout Supervisor Training Program – takes the worry and stress out of supervisor development!

NEW BOOK – “ALL CLEAR! A Practical Guide For First Time Leaders and The People Who Support Them”.  Available NOW! (and makes a great gift!)

Use the coupon code POC10 for 10% off! Valid through Dec. 31, 2017!

Trying something new!

Many of you have seen my #3Questions video series. If you haven’t, it’s an interview series I did where I would ask 3 questions of a guest and they would ask 3 questions of me. The guests I had were INCREDIBLE, and I want to thank them again for their time and willingness to share.

For the fun of it, decided to change up the format a little to challenge myself and to get even more people involved.

So… #3Questions LIVE was born.  I’ll explain more in the episode below, but long story short, YOU are now the guest.

Here are the questions I answered in Episode 1:

  1. Was Renegade really the best coaster on CNC 17?
  2. What advice do I have for someone who wants to write and speak?
  3. How do I get a job with Universal or Disney?

And here are the questions I have for you:

  1. How do you deal with “difficult” employees?
  2. What is your best advice for new leaders?
  3. What is your favorite coaster, attraction, exhibit, or haunt?

You can respond in the comments here, on YouTube, or email me: matt@performanceoptimist.comYou can also submit YOUR questions for me to address in another episode.  

Thanks for watching, listening, and participating!!!

Founder – Performance Optimist Consulting

www.performanceoptimist.com

matt@performanceoptimist.com

407-435-8084

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Want to SLEEP BETTER?  Ensure your Supervisors are ready to LEAD with these two resources:

The Myth of Employee Burnout Supervisor Training Program – takes the worry and stress out of supervisor development!

NEW BOOK“ALL CLEAR! A Practical Guide For First Time Leaders and The People Who Support Them”.  Available for PRE-ORDER through Nov. 10!

 

 

 

Will you suffer from FOMO at IAE17?

FOMO – You know, that nagging feeling that something cool is going to happen and you’re going to miss it! 

Fear Of Missing Out.

And with the IAAPA Attractions Expo in Orlando just around the corner… the FOMO is REAL!

So much to see, so much to do!  But where do you start?  With a plan.

If you are looking to take on some new knowledge, here are some of the educational opportunities I HIGHLY recommend!

For the full list of educational sessions, click here!

And if you miss a cool exhibitor (like my friends below), the FOMO will be unbearable!

Okay, seriously. Missing out on these last two things (not specifically IAAPA related, but still not to be missed!) SHOULD be keeping you up at night!

Just say NO to FOMO!!  Get involved and take it all in!

I’ll be there all week (tip your bartender!). Give me a ring at 407-435-8084 if you want to meet up!  Can’t wait to see you all!

Founder – Performance Optimist Consulting

www.performanceoptimist.com

matt@performanceoptimist.com

407-435-8084

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“You should be a counselor.”

That’s what a friend said to me recently.

“You should be a counselor.”

What’s interesting is that I have heard that a number of times over the last few months from people I don’t normally work with.  This last time was just a few weeks ago.

Some friends from high school and I got together at a buddies lake cabin for a guys weekend. One friend and I sat down to have lunch one day and started talking about business.  He’s a business owner and he started sharing some things that had been going well and some things that had not been going so well.

I listened, asked some questions, and offered my perspective on a couple of his points. We spoke for about an hour and then he said, “man, that felt like therapy! You should be a counselor.”

I share this story for 2 reasons:

  1. If you are in a similar spot as my friend… maybe you’re stuck in a rut, or are looking to take things to the next level, but don’t know where to start, give me a call.
  2. This experience really solidified for me that if your personality, purpose and passions are fully aligned with what you do as a profession, work is no longer “work”, but an extension of your natural behaviors.

That second point really hit home because this conversation was not planned. We didn’t schedule a coaching or counseling session, we were just talking. But when my friend shared that something was bothering him, my mind immediately jumped to “helping” mode.

“How can I help him?  Or how can I help him help himself?”

And my PURPOSE, I believe, is to help people. It’s even in my tag line- Helping Leaders Lead. I learned early on that my greatest joy came when I could help other people be successful.

My PASSION is people (and the amusement park industry, of course!). I enjoy meeting people, hearing about their journeys and learning from their experiences. I could also talk for days about roller coasters, but that’s another story for another time.

And my PERSONALITY lends itself to serving my purpose and passion. I like having (and instigating) fun, but also enjoy listening to others, analyzing situations, and trying to connect the dots.

If your work is enjoyable and feels like a natural extention of what you do, there is a good chance your 3 P’s are in alignment.

Congratulations!!!

If that’s not the case for you, try this:

  • Passion – what do you care about? What do you go out of your way to learn about, or be involved with?  What are you constantly looking for or are aware of – no matter where you are? At a flea market recently, I found a tiny little toy bus that said Six Flags on it. It caught my eye right away and I had to have it. The people I was with said they never even noticed it. Probably because that’s not what they were looking for.  
  • Purpose – this is a big picture question… do you help people, build things (I.e. houses, roller coasters or kitchen cabinets), do you solve problems, do you communicate well or do you enjoy inspiring others? This is not an exhaustive list of “purposes”, but will hopefully give you an idea of what to ask yourself.
  • Personality– when are you at your most comfortable or productive? Are you on a stage, in an office or on a job site? Are you working with others or by yourself? Is the work largely cerebral or physically active? You can answer affirmative to more than one, and that’s okay. That means you can exist and thrive in many environments.

So if you are in a rut, trying to take things to the next level, or need help aligning your 3 P’s, give me a jingle.  We’ll see if my friend was right! :o)

Thanks for reading!

www.performanceoptimist.com

matt@performanceoptimist.com

407-435-8084

A bunch of Supervisors from Silverwood Theme Park went through the Myth of Employee Burnout Training Program – here’s what they had to say about it.

 

If you liked that post…

Many of you have been faithful readers since I started this blog back in 2009. THANK YOU!! I love hearing about how you use the stories to better yourself and your business and quite frankly, that’s what keeps me going!

That’s also what led me to put together over 80 of my favorite leadership articles into one, free, downloadable eBook.

How do you get it? Click this link and enter your email so we know where to send it.  That’s it.

Should you have any trouble with the download, let me know right away.

Happy reading!!

This story just keeps getting better

Stop me if you heard this before… Sara was trying to figure out if she should hire a sales manager or not.  If you missed that story, click here for the details.

If you heard that story, you know that Sara, with the help of her Mastermind group, ultimately decided to hire a sales manager rather than try to spoon those duties onto her already-full plate.

While that story was really about having a trusted group of peer advisors, that wasn’t the end of the tale.

After I published that post, Sara emailed me to tell me that the person they hired is really working out well… he’s full of energy, has tons of creative ideas and fits the team and culture beautifully.

Then she dropped the hammer.  In addition to all that, attendance is up 34%.

Um.  Okay.  Wow.  How’s THAT for return on investment?

Of course there are many factors that could impact this bump in attendance. The park did debut a new attraction, so that has to be figured in.  Even with that, Sara is pretty confident that their sales guy has had a significant role in their success.

And maybe even more importantly, he has taken a huge burden off of Sara’s shoulders.  She is now free to deal with the 9,073 other things on her list.  That story of the ROI is a little less straightforward, but there is no denying his impact beyond the sales department.

What decisions are you wrestling with?  What would it mean to you to have a group of people in your corner whose sole purpose was to help you succeed?  If you would like to learn more about the Mastermind process and how it helped Sara, give me call (407-435-8084), send me an email or click here for more details.

Thanks for reading!

www.performanceoptimist.com

Do you NOT play well with others??  Maybe individual coaching is more your speed.

  • Personalized program
  • Transform your leadership
  • Uncover unknown potential

 

Time management tips for leaders BY leaders

If you have ever struggled with managing your time and actions as a leader, don’t feel bad.  Everyone has a tale or seven about how time has gotten away from them or how they haven’t been as productive as they would like to be.

Which is why time management should be at the forefront of every leaders’ agenda.

Especially for new leaders…  learning to manage a whole new set of peers, tasks, responsibilities and employees can just about break most humans.  That’s why when I came across the following advice, I knew that it HAD to be shared!

These time management tips come from two experienced attractions leaders, Meghan Milliken (left) who is a Creative Intern at Herschend Family Entertainment, and Brittany Arndt (right), who is an Operations Leader at Walt Disney World.

I had reached out to Meghan for some help on an IAAPA eLearning course I am working on, and she enlisted the help of her roommate, Brittany.  I was looking for three major time management challenges that new supervisors face.

Here is what they said. You can take their advice to the bank!

Time Management Challenges

  • Don’t wear yourself out: when you’re a new manager, this may seem like the time to prove your worth – and what better way is there to show you’ve done that than with working extra hours? What most people don’t realize is that the extra hours put in today, will only lead to a lack of energy tomorrow. It’s not just understanding that balance, but its also understanding you shouldn’t have to prove your worth ethic through self-exhaustion.
  • Finding the right time to get to know your team – Respect is a two way street and one-on-one conversations with your team can help, but having to leave for something time sensitive or “more important” can be an issue. At the end of the day, projects like making a bulletin board doesn’t gain your teams TRUST, but talking to them and getting to know them will. Projects may look good on paper, but this is about learning to spend time on something much less tangible, but FAR more impactful on the people you’re leading. After all workplace relationships are the foundation on which your team stands.
  • Setting aside time to talk to your leader/boss – This one is especially tricky for NEW leaders with a boss they’ve never worked with before. It can be intimidating to approach them so many people don’t until they need help. This is the point of no return. Where the boss is left to imagine what it is you’ve actually been doing since you started. Instead of reaching this point, take a head start in requesting scheduled meetings with them. Taking the time to talk on a regular basis allows new leaders to learn their boss’ expectations and allows their bosses to offer advice as they pave their new path of leadership.

Some of this may actually sound counter-intuitive, and that’s what I really like about it!  If we only let our intuition drive us, we may never get out of our own way.

The first item on Meghan and Brittany’s list takes patience.  New leaders may not know it yet, but they are in a marathon, not a sprint. Conserving your energy is the only way to survive the long haul. It’s like Lao Tzu said…

Item 2 to me is about where you choose to spend (or invest) your time.  For new leaders, it can be easy to hide behind projects that take time, but offer little in terms building true rapport with your team.  If you look at time as an investment, you can also then look at the ROI (return on investment). “What will this activity do for me, the team or the organization in the long run?”

And how about that last one… are they really saying that in order to save time you have to spend more time?  Well, yes.  But spend it more wisely.  Spend it being proactive rather than reactive. Spend it building something, not putting out fires.

I can’t thank Meghan and Brittany enough for this incredible insight!  If you have time management tips that would help other leaders, feel free to put them in the comments or email them to me here.  Happy to pass them along!

Thanks for reading!

How’s this for a time saver?  With one move you can check “SUPERVISOR TRAINING” off your list!

The Myth of Employee Burnout 8 Week Supervisor Training Program is a ready-to-go training program that teaches your supervisors about leadership influence, communication and more!  Here’s what a recent graduate of the program said:

“I caught myself coasting, being able to sigh and take a breather, and realized No, No, No! If I coast, they coast. So I turned “it” back on. The lessons have made a difference in my thinking.”

Click here to learn more and order yours today!

*Waffles optional.