Great article by Erika Andersen....the discussion continues about why people leave their jobs...getting down to the real reasons.

  Eric Jackson, a fellow Forbes blogger I follow and find both funny and astute, wrote a really spot-on post last month about why top talent leaves large corporations. He offered ten reasons, all of which I agreed with – and all of which I’ve seen played out again and again, over the course of 25 years of coaching and consulting.  The post was wildly popular – over 1.5 million views at this writing.

So why do we find this topic so interesting?  I suspect it’s because we’re genuinely curious: What would make a very senior executive – someone who most certainly has been courted by his or her organization and then paid huge sums of money to join – decide to pack it in?  Is it greed (an even richer offer down the street)?  Hubris? Short attention span?  Or do 1%ers actually leave jobs for the same reasons  as the average Joe or Josie?

According to Jackson (and, again, I agree with him) top talent does indeed leave for the same reasons everyone else does.  If I were to distill his ‘top ten reasons’ down to one, it’s this:

Top talent leave an organization when they’re badly managed and the organization is confusing and uninspiring.

About half of Eric’s ten reasons are about poor people management – either systemically, as in poor performance feedback, or individually, as in, my boss sucks.  And the other half are about organizational lameness: shifting priorities, no vision, close-mindedness.

It really is that simple. Not easy, mind you, but remarkably simple. If you want to keep your best people:

1) Create an organization where those who manage others are hired for their ability to manage well, supported  to get even better at managing, and held accountable and rewarded for doing so.

2) Then be clear about what you’re trying to accomplish as an organization – not only in terms of financial goals, but in a more three-dimensional way. What’s your purpose; what do you aspire to bring to the world? What kind of a culture do you want to create in order to do that?  What will the organization look, feel and sound like if you’re embodying that mission and culture?  How will you measure success?  And then, once you’ve clarified your hoped-for future, consistently focus on keeping that vision top of mind and working together to achieve it.

I’ve worked with client organizations that do those two things, and people stay and thrive.  I’ve worked with and observed client organizations that don’t – and it’s a revolving door.  And that’s true at all levels – not just for “top talent.”

It’s fascinating to me: Why don’t more CEOs and their teams make sure these two things happen in their organizations?  What do you think?

  Business coaching starts with some basic communication skills and can be achieved with a commitment of time to improve the skills of key people. Your goal may be to improve overall business, solve problems and develop a business culture for greater innovation and engagement.

1. Start by listening. Listen to everyone who can add value to your company, project or goal. Put your own agenda on the side for a while and really deeply listen to the people around you. Listen to their emotion, look at their eyes and body postures--a secret to what they really think-- and do your best to uncover what they are doing their best to "say". What do these people want for your company? What engages them? How can you help? This is information for you to include in your strategic action steps and there is often a diamond just waiting to be mined when you listen at this level.

2. Ask Good Questions.Questions are what get people thinking. Having people thinking about the best ways to move forward is a big investment in your future. Ask "what" type questions. What needs to happen? What are the possibilities? Opportunities we should consider? Then record all the information and revisit before making a decision. Most important--EXPECT--that what you need will come out of this dialogue activity. One company I know of had all the makings for doubling their already successful company but just didn't know it. In the course of a two hour meeting, the way to accomplish this growth was accomplished! What can you do right now?

3. Be Encouraging and Positive. Helping people to think outside of the box is important and your attitude will help. Be upbeat, encouraging and of course, positive. And then you must keep this up as the days, weeks and months go on. Look for the positive in people and circumstances each day so you can reinforce that your agency IS on the right track right now. Reinvent how something that looks negative can also help you towards your goal. As the leader, your attitude is critical. One agent I worked with had a rather negative attitude. While so much was right in his agency, his attitude kept the agency from performing at the level that was possible.

4. Give People the Opportunity to Practice with You. While you may not have been a coach before, and others don't know what to experience with a coach. Learn together. Decide that your agreements with your people, and ongoing sessions are designed to bring out the best in them. Practice enjoying this time that you have with your team and the relationships that build as a result of "being on the same page" together. Encourage dialogue whenever someone has a question or are pleased with an outcome. This makes them ready to tackle whatever is next for them.

Learning to be a good coach is an invaluable skill benefiting your team and you. A good coach doesn't have to know everything. They put their ideas out and create an environment where others can share theirs as well. Don't be surprised to find that others that you least expect, have excellent ideas and are just waiting for you to ask!

As you match your mindset to your goals--you are consciously aligning your goals to your intention to your action...a very powerful strategy and it works.

Business owners write down their goals, develop action plans, do affirmations and generally "work the plan". You know that you must have things written down to be effective. And yet, sometimes, it doesn't all seem to work.

There is a crucial piece that many do not not realize and that is that mindset--what you want and attitude must be a match.  You can have all of your other "cards" lined up but if one important one is missing....you will fail to get the results you want to manifest.

Follow these steps to manifest more.

Step 1. Start with a clear goal..one that you believe in and sincerely want to have happen. You can write it out in the SMART format: Specific, measureable, attainable, realistic and time-sensitive. Most people have little trouble with coming up with what they want.

Step 2. Your mindset must match that goal. This means that you must radiate positive to that goal...not a moment of negative, doubt or fear. The only way to change it is to keep adding more and more positive thoughts so that your mindset begins to change.

More specifically:
a. Listen to the messages you say. Listen to yourself speak about this goal to yourself and to others. Listen to your tone of voice. Tune into how you are really feeling. If you are frustrated, angry, sleepy, fearful--you are disconnected to your goal because your goal is positive.
b. Watch your activity level. What are you doing and when are you doing it? The key here is LESS is BETTER. A positive consciousness/mindset leads you to right action. If you listen, you will be directed to the right person to call and the right words to say. With the right mindset you are in a flow moving towards that goal. If you are doing too much activity--filling every minute--you don't have space for messages to come to you--or the right direction.
c. Watch for evidence that your goals and mindset are in sync and that you are on track!! Be awake to people, opportunities, and ideas that are presented to support your goal. You must acknowledge this forward movement as this is what creates the forward momentum. Keep a gratitude journal and recall all of this evidence each day. As you begin to look for it, you will see more.

You can change your mindset by making up a new way of speaking about your goal and where you are. Speak of all the positive things that are happening...expand on it...don't stop. Even look in the mirror to convince yourself first that this is all happening right now. All of your messages and action need to stay in support of this goal in order for it to manifest.
Here's what you can do:
a. Use the power of autosuggestion. Napoleon Hill suggests we repeat this goal and mindset 10-15 times each day if you want to change your mindset about something.
b. Use your breath. Silly? No it is said that by stopping the negative chatter in your head, you reduce resistance to what you want and "doors open". Take a meditation class or get a CD to help you. You will feel calmer and more relaxed and positive.
c. Visualize having your desire--15 minutes every day. This is fun. You sit quietly, close your eyes and practice having whatever you want. No more fretting and striving to get the job or the money or the health...when you tune into your infinite Source, you already have it. Then when you return to life, be that!

The MAGIC of it all.
The final check is to keep watching what you do, say, feel because if you really HAVE what you want, you will be doing everything differently. right?  Once you HAVE what you want, you STOP talking about it, fretting about it, trying to make it happen. You have it now so you move on to something else. You STOP worrying. You DO more fun things. You take necessary action and get on with your life.

In other words, you break the emotional grip this unfulfilled goal has on you when you don't react as you have in the past. Your goal happens because you are now in alignment with it--you have NO resistance. The only key here is that when life happens and it delivers some undesirables to you, you MUST find a way--as quickly as possible to look through to find the positive in what happened to get to at least neutral and affirming your goal. It is that simple.

Insurance agencies and companies in general, frequently speak about needing to develop a stronger sales culture. Traditionally in an insurance agency the agent –the one who starts the agency—takes responsibility for sales—since they started the company as "the" sales person. However, as the business grows, administrative assistance is needed and the agent hires people to provide follow-up and administrative support. After many years of fulfilling the sales role and responsibility, the agent may think...”wouldn’t it be great if some of my staff would also take responsibility for sales?” I've discovered that many business owners don’t know how to transition themselves from the total responsibility for sales.

So how do you create a sales culture in an insurance agency or in your business? Why do you want to move in that direction?  What do you want to say to your staff? What kind of response do you think you would get? And do you have a vision for how this would all work?

No one would question that having a sales culture is a step in the right direction. There is not one right way to do it. You are asking for a change in mindset change starting with you.  Here is one way to take action:

1.      Discuss this new direction with your people. Keep it light and open for questions, but don't back down.

2.      Do you have the right staff?  Evaluate your staff and determine if your current team has the capabilities you need. Are they coachable?  Can you train them to perform as you envision? Do you have the courage to look for new people?

3.      Get feedback...how big is the gap between what you want and what they are willing to do?. The mindset of your people and thinking through your own is key. Where are the similarities and differences? Will your business survive if it depends on their mindset?

4.      Choose one goal you would like to work with in this new framework.  Is there buy-in for trying some new roles? Can you provide a safe place for this activity? Are  you clear about how others could take on some of your responsibilities? You may be surprised to find out that many are reluctant to give up “their” clients/responsibilities because they don't trust or haven't trained others to take on more responsibility.

5.      Try one new thing. Schedule a meeting to talk about the results. Keep observing to see how it goes. One step at a time is all anyone can do. Watch how this goes. Give feedback. Make corrections. Keep goals clear and out in front.  Use this process for any change you want to implement.

A supervisor plays a key role in influencing the people they manage and developing the culture within a company.  Culture is the attitudes that employees have about the environment in which they work and what customers pay attention to when buying from you. Productivity, retention, profitability, and customer loyalty are all related to culture.

Your attitude is crucial to the success of your staff—no matter what change you want to make.  If you can engage your team in a new way of working, stay positive, look for what is right and what is working, chances are—you can make changes and your staff will enjoy the process. If not, find someone to help you slowly make the transition, get a clear picture of what you want and make a plan.

Is there anything better than hitting the target...realizing a goal...experiencing first-hand the exhilaration of "being" so engaged as to have everything working around you? 

  For years, I've been inspired by Napoleon Hill’s writings on the path and perspectives in reaching outstanding success and riches in business. Think and Grow Rich is a classic business resource to many business people, some reading it every day for years.  Hill's description of challenging times seem quite similar to what many are facing today. Hill based his work on studying 500 very successful business people asking them what principles they used to attain their level of success.

Clarity of purpose is a number one MUST and Hill states that unless one has clarity of purpose, you will not be successful. Strong statement however, it makes sense.  It is nearly impossible to know what to be doing unless you know what you are trying to achieve.  Ask your team...what your overall purpose is this year....do they know? Everyone should know or you are misaligned. Being able to focus the mind toward what you want is the MOST important directive in Think and Grow Rich.  Focusing the mind daily (12x daily) on specific goals and aspirations is what Napoleon Hill reiterates is necessary in producing desired results. It is a simple assignment and one that pays great dividends.  Are you willing to commit? In his book, Hill identifies the benefits in making the commitment and the down side if you don’t. I’m sure you will agree with doing all you can to be a business leader.

To find the level of clarity in your current business environment notice the level of momentum you have right now AND your results.  Are you on track? What does momentum look like, feel like, etc.?  Momentum is forward-moving energy, positive activity, new clients, new projects, great cash flow, enjoyment of work. There is a bounce in your step, a light in your eyes, the flow is easy to identify. If on a scale of 1-10, you have less than 5 in momentum, you probably noticed that you also have disappointing results. Take advantage of the  tremendous opportunity available to you if you are at "5".

Start by writing down your purpose in being in business. List the important steps you know will lead you to your goal? Keep this list positive by focusing on what you want....a practice that will take you "there". You decide because focusing on the opposite takes you “there” as well.

Part of this process is becoming clear about what you want. Surprisingly,  we don’t always know what we want so you may need to do some field work to find this out....but do it...because this is a valuable part of accomplishing successful goals. You may know what you don’t want. Stay awake as you discover more, or rather...be alert to all the information coming to you.  Write the phrases, words, descriptions, pictures of what you KNOW you want.  Success is an inside job. Do whatever you need to do to increase clarity because clarity opens the door for you rather easily. Frustration, fear, procrastination are all examples of being unclear.  Are you afraid of success…or afraid of failure? or both? 

You may do well by getting a coach, or a mentor, or a support group and start talking about what you want so that it becomes crystal clear. When you are clear.. momentum increases and you feel good...on track...something is happening...it is a great feeling. And when you feel it, you know that results are right there....

Napoleon Hill reminds us to have clarity as a goal in all our activities and aspirations daily. Clarity inspires greatness is everyone associated with you and  ensures you will reach those goals that are important to you---as long as you stay persistent!

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 Forget good to great. Here's what makes a great employee remarkable.

Great employees are reliable, dependable, proactive, diligent, great leaders and great followers... they possess a wide range of easily-defined—but hard to find—qualities.

A few hit the next level. Some employees are remarkable, possessing qualities that may not appear on performance appraisals but nonetheless make a major impact on performance.

Here are eight qualities of remarkable employees:

1. They ignore job descriptions. The smaller the company, the more important it is that employees can think on their feet, adapt quickly to shifting priorities, and do whatever it takes, regardless of role or position, to get things done.

When a key customer's project is in jeopardy, remarkable employees know without being told there's a problem and jump in without being asked—even if it's not their job.

2. They’re eccentric... The best employees are often a little different: quirky, sometimes irreverent, even delighted to be unusual. They seem slightly odd, but in a really good way. Unusual personalities shake things up, make work more fun, and transform a plain-vanilla group into a team with flair and flavor.

People who aren't afraid to be different naturally stretch boundaries and challenge the status quo, and they often come up with the best ideas.

3. But they know when to dial it back. An unusual personality is a lot of fun... until it isn't. When a major challenge pops up or a situation gets stressful, the best employees stop expressing their individuality and fit seamlessly into the team.

Remarkable employees know when to play and when to be serious; when to be irreverent and when to conform; and when to challenge and when to back off. It’s a tough balance to strike, but a rare few can walk that fine line with ease.

4. They publicly praise... Praise from a boss feels good. Praise from a peer feels awesome, especially when you look up to that person.

Remarkable employees recognize the contributions of others, especially in group settings where the impact of their words is even greater.

5. And they privately complain. We all want employees to bring issues forward, but some problems are better handled in private. Great employees often get more latitude to bring up controversial subjects in a group setting because their performance allows greater freedom.

Remarkable employees come to you before or after a meeting to discuss a sensitive issue, knowing that bringing it up in a group setting could set off a firestorm.

6. They speak when others won’t. Some employees are hesitant to speak up in meetings. Some are even hesitant to speak up privately.

An employee once asked me a question about potential layoffs. After the meeting I said to him, “Why did you ask about that? You already know what's going on.” He said, “I do, but a lot of other people don't, and they're afraid to ask. I thought it would help if they heard the answer from you.”

Remarkable employees have an innate feel for the issues and concerns of those around them, and step up to ask questions or raise important issues when others hesitate.

7. They like to prove others wrong. Self-motivation often springs from a desire to show that doubters are wrong. The kid without a college degree or the woman who was told she didn't have leadership potential often possess a burning desire to prove other people wrong.

Education, intelligence, talent, and skill are important, but drive is critical. Remarkable employees are driven by something deeper and more personal than just the desire to do a good job.

8. They’re always fiddling. Some people are rarely satisfied (I mean that in a good way) and are constantly tinkering with something: Reworking a timeline, adjusting a process, tweaking a workflow.

Great employees follow processes. Remarkable employees find ways to make those processes even better, not only because they are expected to… but because they just can't help it.
This article was written by Jeff Haden a frequent ghostwriter for many top-level leaders in business today.

_____http://www.forbes.com/sites/jennagoudreau/2012/01/26/the-secret-power-of-introverts/2/

Those of you who are following my blog know how much I am interested in the employment practices of companies and best ways  to maximize performance. Here is a great article from Forbes on the Secret Power of Introverts.

More and more our workplace is being dominated by the more extrovert personality--those able to loudly speak to topics--and not always with the most expertise. The article points out that we are asking people to brainstorm more, be part of a team but that has not always provided the best results. These are all part of the extrovert way of being and operating. Since over 50% of the population is introvert, we need to find a way to include this thinking in our workplace--integrate it for best results.

Introverts take time to process their  thinking....require quiet to process things and can often provide some excellent summary for what is happening in a company. To be better heard however, they need to come out of their comfort zone. Introverts needs to trust that what they have to offer--is valuable and that they need to find the right way in which to present this information.

_ Start 2012 with some Ask It Questions:

1.  What will your business be about in 2012--more quality clients, less expense, new market, what?
2. What strengths do you have that you want to improve on in 2012?
3. What will biggest win be in 2012?
4. What is your biggest risk?
5. What is one weakness that you would like to eliminate this year?
6. What are you most excited about?

You get the idea here. Once you start writing (and smiling)...yes...it is fun to contemplate things we are wanting to work towards and imagining them. Keep going and ask yourself, what questions do I need to answer for myself right now? Perhaps they are questions you haven't wanted to face--questions or areas of your life or business that you have been avoiding.

Since this exercise is only for you...withhold all bars. Ask..ask...ask... and just see what comes onto your paper. This is a cleansing process and one that will help you move through unknown blocks. Taking time to do this will pay big benefits if you really ask AND answer the questions in earnest.

Napoleon Hill states in his book...Think and Grow Rich that our imagination is part of our success formula...thinking of ourselves and life in a way that we really want to experience it. Using our imagination to think of the end result is valuable as long as we stay open to the possibility that future outcomes could be even better than we can imagine....i.e. we don't want to get lo locked in. Most will agree though that unless we begin to picture what we want, the risk is that we don't ever get out of the gate!

Asking ourselves questions is an exercise we can do every day...not just when the new year rolls around. This healthy dialogue with ourselves keep you in the NOW which is all that we really have. What will you do about today...to improve your next few minutes?  Improve your life experience is totally in your hands right now.

I look forward to hearing from you in this year and knowing more about you and the business you are creating.

_ Watch, listen and monitor how all of your employees are doing and especially your top talent, if you want to retain them. You should be able to see them engaged with others, smiling, looking confident about their work, hearing them laugh, ask questions, and collaborate. They are happy and you can feel, see and hear it.

And if you can't? Well then you need to be proactive in engaging them in new assignments, projects and crucial conversations that make them think and want more so that they can contribute as you expected them to.  Finding and hiring quality people is the easiest part of the employment scenario. Once you have them on board, and you are training them and working with them in those early weeks, how can you ensure that they will stay with you?

Relationships are developed on a day by day basis. We want our people to see and believe in the value of our company. But they may not tell you everything they are thinking....early on.  So this is where the 93-7 rule comes in. 93% of every message is non-verbal. People give clues non-verbally as to what they are thinking. And if you have a question....it is your responsibility to ask..."how is it going" , "I noticed you have been late a couple of times this week, is everything ok?" "What questions do you have about our company at this point?"

Challenge people, get them involved and by all means, keep them talking you know what is on their mind. We never want to assume someone will be with us long-term. Each day...we are responsible for keeping work upbeat, positive and productive.  Our workforce improves when we do this.