Leadership, It’s all Different Except Where It’s The Same

Don’t underestimate millennials, says Dov Baron. They are bright, entrepreneurial, ambitious and not waiting for permission. Baron provides insight on young leaders and entrepreneurs he met at the C-Suite Network Conference in Dallas.

It is said that the old guard don’t change their beliefs, we just have to wait for them to die.

Many in leadership today complain about these Millennial’s “They don’t have our work ethic,” “they’re all entitled” and “they think they’re going to change the world”

Let’s just stop for a moment and do a Reality Check: As weird and different as the Millennial generation may seem, let’s not forget that the old guard of today (the baby boomers) were at one time “hippies” who weren’t going to “work for the man”. The generation before them said pretty much the same thing: “They don’t have our work ethic” “they’re all entitled” and “they think they’re going to change the world”

Read the full article at DovBaron.com

 

What Are The 7 Great Things About Loyal Customers?

by Rik Walters

via Getty Images

Your marketing organization works hard to increase customers, and keeping those customers loyal can drive top-line revenue growth. In today’s Age of The Customer, existing customers cost less to reach, to continue to sell and are less vulnerable to marketing initiatives from the competition while buying more over the longterm.
According to Frederick Reichheld of Bain & Company, and author of The Loyalty Effect, the economics of customer retention is clear. Longterm customer spending tends to accelerate over time, as they become more efficient users of the products and services they purchase. Also, longterm customers have lower operational costs; longterm satisfied customers provide more referrals, and longer-term customers are less price-sensitive than newer customers.

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The Organization That Thinks Together, Excels Together

by Christy Pruitt-Haynes

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For most of us, our first job was working for ourselves. From lemonade stands to checking a neighbor’s mail when they are out of town, most of us started as entrepreneurs. The skills you learn when you are self-employed build character, determination and resilience — all skills that will serve you well.

Unfortunately, they don’t tend to make us the best team communicators and collaborators. Fast forward to our first “real job,” and we are thrown into a department, team or organization where we are expected to know how to work together. The leap from strong individual contributor to effective collaborator can be a difficult one to make. Organizations that are able to develop that skill in their work force, and foster a collaborative team environment, are well on their way to achieving excellence.

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How Winning the Lottery Led to Emotional Bankruptcy

by Donna Mikkin

woman

In 2007, my husband Ed and I won the New York state lottery for $34.5 million. One of my very first fears was that we would be judged. I would often tell myself people wouldn’t know me or my family for who we really are. The judging would be automatic after anyone heard what had happened to us. There’s another key word: “happened.” I didn’t plan this. If you asked me, my life was hijacked by the lottery. But I digress.

What I came to learn is all judging begins between our very own ears. We give the seed some thought, and then we let it grow. It starts with us.

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Navigational Listening

by Judith Glaser

listening

For a leader, listening is perhaps the most important component of communication. It’s essential for moving ideas from one person to another. Done well, it will enable you to collect information for timely and effective decision-making. The listening adult’s mind is never blank or completely impartial. Our listening is influenced by events, relationships and experiences — all adding to what we hear and its meaning. As objective as we would like to think we are when we listen, we actually are not.
We are also subject to the effects of our physical and emotional states. Being tired, angry, elated or stressed predisposes us to selective listening. These two forces — history plus emotional state — make up our listening capability at any point in the day.

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Happiness of the Pursuit

by Steve Rizzo

happy

Back in my stand-up comedy days, I knew many comics who put their happiness on hold. They had difficulty enjoying the process because they believed they wouldn’t be happy until they signed with HBO, got their own sitcom or movie deal, or whatever it was they thought would make them happy. I know, because I was one of them.

Over the years I’ve seen close friends morph into bitter, jealous and resentful people who no longer enjoyed making people laugh.  Without ever realizing what they were doing to themselves, they got caught up in their own quest to become a star — which, in their minds, was the only thing that would make them happy. The world of show business became their only business. Their total existence revolved around getting “discovered,” which was ironic because they had no idea how lost they really were. It was disheartening to see that they never allowed themselves the time to appreciate other aspects of themselves or their lives. Theirs was a shallow existence.  They would perform from club to club and go from one audition to the next. Their lives were on automatic pilot as they strived for and waited for that big break — that day somewhere in the future when they would finally be happy.

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On Motivating Others

by Jeff Gitterman

via Getty Images

As an employer, my interest is in creating longterm changes that hopefully lead to better moral and ethical decisions from both me and my employees. With this in mind, I’ve generally found that there are two ways to go about motivating people.
The first is to affect them through fear and manipulation tactics or by offering them some kind of positive reward. While this type of influence can often bring about changes in the short term, in my experience, it rarely leads to longterm behavioral change.
The second way I believe people can be motivated is to be the kind of person, through direct action and personal example, that other people want to emulate. For me, this is an open-ended, ever-evolving process based around creating workplace conditions that foster a safe environment for people to drop their fear-based behaviors and begin to show more authenticity.

In essence, the kind of motivation I’m talking about is a top-down leadership approach, where the employer is seen as somebody who operates from a place of integrity and level emotional disposition. By integrity, I mean someone who is coming from a place of high moral and ethical standards in his or her own life, and behaves in a way that he or she can then justifiably expect employees to strive toward emulating.

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You Can’t be a Great Leader Without Trust

by David Horsager

trust

Among all the attributes of the greatest leaders of our time, one stands above the rest: They are all highly trusted. You can have a compelling vision, rock-solid strategy, excellent communication skills, innovative insight and a skilled team, but if people don’t trust you, you will never get the results you want. Leaders who inspire trust garner better output, morale, retention, innovation, loyalty and revenue, while mistrust fosters skepticism, frustration, low productivity, lost sales and turnover. Trust affects a leader’s impact and the company’s bottom line more than any other single thing.

One of the biggest mistakes a leader can make is to assume that others trust him simply by virtue of his title. Trust is not a benefit that comes packaged with the nameplate on your door. It must be earned, and it takes time. As a leader, you are trusted only to the degree that people believe in your ability, consistency, integrity, and commitment to deliver.
The good news is that you can earn trust over time, by building and maintaining eight key strengths:

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Success of C-Suite Network Conference Prompts the Launch of C-Suite Network Radio and Installment of Second Conference

The C-Suite Network will hold its next conference at the Ritz-Carlton in Marina del Rey, CA on November 16-18. The C-Suite Network also launched C-Suite Radio, a weekly program that explores the challenges, successes and failures from the most successful entrepreneurs, C-Suite leaders, thought leaders and innovators.

The C-Suite Network, a powerful alliance and peer network exclusively reserved for C-Suite members, and Jeffrey Hayzlett, host of the Bloomberg show The C-Suite with Jeffrey Hayzlett, announced the second installment of the C-Suite Network Conference and the launch of the C-Suite Network Radio.

The conference is an invitation-only conference bringing together C-Suite leaders from companies with revenues of over $10 Million. The inaugural C-Suite Network Conference made its powerful debut at the luxurious Fairmont Dallas Hotel, populating the downtown business district with industry executives, top leaders and media. Returning, by popular demand, for its second installment, the C-Suite Network Conference goes bicoastal and will hold the next conference at the Ritz-Carlton in Marina del Rey, CA on November 16-18.

Read the full article International Business Times

 

How to Fascinate at the C-Suite Network Conference

Hall of Fame Speaker and author Sally Hogshead will teach attendees how to make a brilliant first impression at the C-Suite Network Conference. In this video, she gives a preview of the topic items she will present and discuss at the event May 4-6 in Dallas.

Watch the full video at Frequency