Noah Plumb is an inspiring GoDaddy.com employee. When Eric Keosky-Smith arranged for the Fountain Hills Leaders Institute to meet with Warren Edelmann, COO of GoDaddy.com and to tour the facilities last year, we had no idea that we would still be thinking about Noah. Noah gave us the tour.

It occurred to us that we rarely hear an employee so enthusiastically rave about their company, passionately engaged with the success of GoDaddy.com as he constantly offers up suggestions to grab more market share, expand products and boost morale even more. And GoDaddy.com has had something to do with this relationship as they warmly embrace and encourage even more suggestions from Noah. Noah proclaims that he is a lifer at GoDaddy.com, he drank the cool-aid!

Noah is a Contagious Leader!  Congratulations, Noah!

If you would like to nominate someone, feel free to send us an email by clicking here, and we would love to consider them!  Please tell us a bit about them and what makes them Contagious in their leadership.

Related posts:

1. Want to Be a Leader? Learn to Listen It has been proved.  The best leaders are the ones...
2. Group Manager or Team Leader: Which One Are You? In any given business you are likely to find both...
3. What Can I Do? 5 Ways to Lessen Your Leader’s Workload In any successful business, a good leader will have invested...

Related posts brought to you by Yet Another Related Posts Plugin.

Related posts:

1. 10 Benefits of Good Team Building Most business professionals agree that good team building is a...

Related posts brought to you by Yet Another Related Posts Plugin.

Customer satisfaction becomes worthless unless it triggers customer loyalty and inspires people to refer your meeting planning business to other potential customers.

Examples of exceptional leadership are found everywhere:

Four Paws General Store, in Fountain Hills, may look like a simple pet store from the outside, but take a closer look and you will discover that this prosperous company owned by two local leaders, Margherita Arvanites and Sheila Hall, has developed one of the most loyal and engaged group of customers, all of them involved in the business in amazingly positive and productive ways.

When the store opened in 2002, its owners created what they called the “Yappy Hour”, which consists of a Friday evening event where dogs and owners gather for some time of camaraderie. 

Dogs play, owners chat, and Margherita and Sheila serve refreshments while they enjoy the chance to get to know their customers and pets on a personal basis.  This led to the discovery that not only dogs wag their tails when they are happy… their owners can too!

You can be sure that Four Paws General Store’s customers are not going anywhere else soon.  One time when the owners were out of town, Yappy Hour was going to be canceled for that week because they didn’t want to leave their part time staff in charge of the event, but the customers jumped in and, Oh Yes… barked their opinions.

Several clients offered to take care of everything, refreshments included.  It is clear that there is not a howl, growl, or snarl able to put an end to Yappy Hour; dogs will keep on playing, owners will keep on chatting, and vice versa, and there will be a lot of tail wagging from everyone in the long future.    

In the meeting planning business, leaders know that customer satisfaction is important, in fact, and as every renowned leadership speaker and coach will confirm, it is 15 times more expensive to gain a new customer than it is to maintain a current one; thus, it is smart and financially wise to make your customers happy, but… leaders also know that a satisfied customer doesn’t mean he or she will come back for more. 

On the other hand, when your customers feel engaged, they are devoted to you, and that means they are there to stay. 

This little pet store has done the magic, its customers wouldn’t even think about shopping somewhere else, they constantly tell their friends about the place, and enjoy being a part of the business’s growth.

So, dear meeting planner, do you have your own version of the Yappy Hour?  Because if you don’t, you’re barking up the wrong tree!

Related posts:

1. Do You Care Enough to Hire a Motivational Speaker? Maybe you think that a motivational speaker is an unnecessary...
2. Happy Employees Means Happy Clients It has been found that it is impossible to keep...

Related posts brought to you by Yet Another Related Posts Plugin.

So, don’t be surprised if, in the beginning, the people in your organization appear nervous and cynical about any changes you want to introduce, even if they clearly are for good.

In order for you to build endorsement towards the change to a contagious leadership culture, you must be receptive to the attitudes of others and put into practice a contagious leadership program that will encourage participation.

Take GE for example.  When this company launched its Work-Out program to give workers, managers, and leaders the opportunity to get together, share ideas, and get barriers out of the way, in the beginning it was a voluntary program.  It seemed (like) a town meeting, and many people showed up with healthy disbelief. 

Before anyone was willing to take an active part in it, they had to confirm it was a safe setting, a place where they could voice their opinion without taking the risk of being accused later, and they had to believe that the ideas they were presenting were being considered seriously; thus, Jack Welch and his team defined a strategy to create endorsement.

To begin with, they asked people to wear khakis and t-shirts so that no one would look superior to others, and the leaders were directed to address ideas right there in one of three ways: approve it, reject it, or request more information. 

Very soon, everyone noticed that they were serious about the program, and eventually, it was a requirement to attend.

Getting someone to get your back takes time and honest effort.  If you don’t walk the walk and talk the talk, you will kill any program you start.

These are some strategies to build endorsement, right from the files of the top leadership speaker on the topic of contagious leadership:

-      Define clear goals and ensure everyone on your team knows what you are planning, what you wish to achieve, and why.

-      Start a vibrant communication program, in other words, communicate early, regularly, and harmoniously; and make sure everyone is informed about:

-     What you are doing

-     Who is doing it

-     Why you are doing it

-     How well you are doing

-     Who is doing well

-     Ensure communication is internal and external.

-     Focus on successes, not on failures.

In the end, your goal should be that everyone in your organization gets your back… not for your sake and personal interest, but as every contagious leader believes, for a greater and general good.

Related posts:

1. Contagious Leadership Tip # 6 — How We Will We have an epidemic of people beginning a conversation...
2. The Truth about Personal Feedback Feedback is vital for learning and improving, as much in...
3. Leadership Traits That Create a Following Great leaders understand that people will not follow you just...

Related posts brought to you by Yet Another Related Posts Plugin.

We’ve most certainly heard about it and sadly, many of us have seen it happen: a “leader” having a custom-made desk installed in his office the same week he is laying off employees, and he even has the nerve to ask the personnel that is left to accept more responsibility in view of the staff shortage and to save money.

Can you see the huge conflict this “leader’s” message expresses?  It is such poor behavior coming from the company’s top levels.  Obviously, this person was passionate about cutting back expenses that affected everyone but him.     

When something like this happens, when the messages from the organization’s “leaders” are so clearly opposite to their actions, the only possible outcome is a culture of distrust, one where fear rules and that chokes the employees’ “can do” attitude.

This kind of paradoxical leadership creates a spread of dreary behavior and resentfulness that disintegrates a company from the inside out.

Every company leader and CEO should wear a certified badge of authenticity with the legend: “I say what I mean and act as I say.”  And to be able to deserve this badge and kiss the corporate lack of authenticity goodbye, you, as a leader must:

-      Believe in truthfulness.  Does the annual report describe the company you run?  Is your company true to what is said about it in articles, internal communications, and description at company meetings and events?  If not, set the record straight and show your authenticity.

-      Have vision.  Do you communicate a vision that your employees don’t support? Do you reward behaviors that are in conflict with the culture you desire for the company?

-      Handle inconsistency.  Even more, when an inconsistency is identified, do you take action in a prompt, honest, and clear manner to correct the detrimental message that was set loose?

Leadership authenticity is about being authentic, trustworthy, and genuine.  Being authentic is about knowing and being true to who you are, not who you pretend to be.  Sadly, many “leaders” have been playing the role for so long that they have no idea who they really are.

If you are driven by percentages, maybe this will convince you: 40% of corporate leaders would change careers if they could keep their current income level.  Maybe they are tired of not being true to themselves or of being forced by a job or culture to be someone they’re not.   

The reality is that if you wish to be a winner in the long run, you must be authentic.  So, get real!

Related posts:

1. How to Do What Great Leaders Do Successful managers and good leaders share certain practices that enable...
2. What Leadership Isn’t Many of the top magazines and newspapers hire inexperienced writers...
3. Understanding the Vision Challenge – Why Others Sometimes Don’t Believe Creating a vision is not generally difficult for great leaders...

Related posts brought to you by Yet Another Related Posts Plugin.

Long gone are the days when people were rotated through a position to find a match, or when a competitor’s star player signed on for the big bucks only to fail miserably in meeting very high expectations.

A bad hire today implies such high costs, that the future of a company may very easily be in the hands of the person in charge of hiring the best candidate for the job.  

Today, you have to look beyond the resume when hiring a leader, because normally that piece of paper is more filled with air than a hot air balloon. 

Presently, you have to hire leaders by measuring their cultural compatibility.  Instead of regarding only a certain set of skills, first you have to consider the person’s behavior and attitude towards the meeting planner’s environment.

In fact, there are 4 criteria that are crucial when hiring or promoting someone to a meeting planner or assistant’s job:

Attitude

It is not easy, but is a must, to identify a “can do” leadership attitude.  This requires observation, open-ended scenario questions, and self-confidence demonstrations.

Behavior

This one also requires lots of observation and assessment, because it impacts everyone within the company. 

You have to decide if you need an aggressive, results-oriented, fast-paced leader, or a stable, dependable, and caring one; this based on what the meeting planner or assistant’s job requires, not on your personal preference.

Competencies and cultural compatibility

Every job needs a given set of competencies.  Define the competencies and behavioral attributes that best fit the position and see which candidates have them. 

 The candidate who best fits the competencies needed is the most compatible with your company.

 Skills

You should hire a skilled meeting planner or assistant, but do not make his or her skills the decisive factor. 

Most candidates will be able to learn most skills; however, not everyone is capable of changing or learning a new leadership attitude, behavior, or competency.

A leader should develop a system that measures a combination of these 4 criteria to find the right candidate. 

This process is so vital that many companies hire a renowned leadership speaker and consultant to guide them through it as well as to help them design the right behavior, values and competency assessments, to conduct email and face-to-face interviews, and to thoroughly analyze resumes when hiring and promoting individuals, all of this in order to lower the chances of making a bad hire.

Related posts:

1. Leadership: It’s In the Bottle of Ink A few years ago, Randall was the general manager for...
2. Common Mistakes Leaders Often Make Just because someone may be a leader of a large...
3. 4 Intelligent Strategies to Promote a Contagious Leadership Culture One of the easiest ways to promote a contagious leadership...

Related posts brought to you by Yet Another Related Posts Plugin.

According to a top leadership speaker, here’s how to get into the permission mentoring habit successfully:

Ask permission

Always ask people if they are interested in being mentored.  Never assume everyone wants to become a leader, because this is not true.

Some individuals are not interested in becoming contagious leaders, and some others may not be interested in being mentored by you, and this is fine, everyone is entitled to choose what works best for them; thus, it is only wise to make sure you are investing your time in people who truly want what you can offer them.  

The good thing is that a very powerful force is activated when you ask and someone says yes, a new level of commitment arises, and the results are remarkable; in other words, a new individual is born.

Create parameters

Your mentoring must have well-defined and approved boundaries.  If the goal is for the employee to become a contagious leader, focus on the habits such a person requires and reach an agreement as to what is expected.   

Before beginning the mentoring program, ask the employee to self-assess each habit, and compare it to your assessment.  Talk about the progress you both expect to see, and establish time limits for each session and for the totality of the program in a way that lets you both get the best out of it.

Focus the parameters on activities and behaviors instead of on results, because the first are the ones that will guide the person towards the desired result, while many outside circumstances can affect the second. 

Schedule uninterrupted time

There should be a time exclusively devoted to discuss, review, measure, and offer feedback.  Honor the process, and your commitment to being a contagious leader and a mentor, by giving it meaningful time.  Never allow the person to feel forgotten or neglected.

Employ involved recognition

A mentoring program is a great opportunity for you to practice the habits and qualities of a contagious leader.

Keep an eye on your attitude, focus on the person’s strengths, and employ involved recognition as much as possible.  Pay attention and identify as many opportunities as you can to recognize the actions and behavior of the person you are mentoring.

This is key to strengthening the confidence in their ability to become contagious leaders, and will teach them how to use it themselves.   

Never stop measuring

Your job as a contagious leader is to develop many other contagious leaders, and you have to make sure the persons you are mentoring are moving in the right direction. 

You must keep track of how each one of them is doing and of how many you have at a certain stage of development, so as to be able to control and anticipate when these individuals are ready to move on.

Related posts:

1. 9 Habits of Highly Contagious Leaders There are 9 specific behaviors that identify highly contagious leaders....
2. 30 Minute Rule Makes Leaders More Productive Have you ever had someone stick their head in your...
3. 5 Significant Ways to Celebrate All Kinds of Success Contagious leadership is a style that is taught through example,...

Related posts brought to you by Yet Another Related Posts Plugin.

Intelligent leaders work on eradicating the conducts and actions that discourage the behaviors of contagious leaders in order to make the good arise by itself.

Here are 4 wise and simple strategies to stop energizing the contained and to start turning your company’s ways into contagious leadership ones:

Stop praising erroneous behaviors. 

True contagious leaders are congruent; constantly, in every decision they make. 

Let’s say a director whose style emulates that of a tyrant, who cares only about the bottom line, who is three-times divorced because work is his religion and expects it to be everyone else’s, gets promoted to vice-president.  What do you think is being praised here?        

Make it right to be a contagious leader.

In order to develop contagious leaders you have to commit to doing it.  

Just decide that contagious leadership is the right way to go, decide that it is ok to be a leader instead of just a manager, and embody that decision every single day and in every single thing you do. 

Before you know it, your behavior will become… contagious. 

Get personally involved in the process. 

Developing a contagious leadership culture project cannot be delegated; you have to be deeply involved in the process if success is your goal, even though this may not be your only role. 

In order for such an initiative to work, you must be a contagious leader yourself, you have to honor and reward contagious leadership behaviors and examples, and you should teach others to become such powerful leaders.

This is basic, because the contagious leadership approach implies a big cultural change for the majority of companies, and it doesn’t work hands-off, as management does.

Select a CLO- Contagious Leadership Officer

Give a hand-picked someone¾as advised by in the lines of a leadership speaker and advisor¾ a meaningful title, a big office, a lot of money, and unlimited authority to put into action, measure, and honor success all the way through your organization.

Related posts:

1. Contagious Leadership Tip # 6 — How We Will We have an epidemic of people beginning a conversation...
2. 9 Habits of Highly Contagious Leaders There are 9 specific behaviors that identify highly contagious leaders....
3. The 6 Actions That Create Contagious Leadership Today, the world is craving leadership. Everywhere, from Alaska to...

Related posts brought to you by Yet Another Related Posts Plugin.

WOW, talk about owning an advantage. When brands begin admitting that they are NOT a competing  brand,  you just know that the competing brand has made significant progress in capturing share of mind and most likely, share of market.

I have wondered from time to time why Southwest was investing somuch money advertising the fact that it does not charge for baggage. I wondered whether this was a significant point of difference. Now I know! Clearly, the passenger and the USAir flight attendant think it is a significant point of difference.

Doing something that captures the attention of your ideal prospect is what branding is all about, isn’t it?. Sometimes we so over think how and what to do to accomplish this that we miss the real advantage when it is staring us in the face.

Southwest Airlines has a serious advantage with the fact that it does not charge for baggage when every other airline is determined to nickel and dime us to death. They are pretty smart folks over there at Southwest. Of course they would make a considerable investment to leverage this advantage and turn it into increased revenue and market share. In fact, they own the advantage.

This makes me wonder what little advantages we all have that could be leveraged? What little advantages do we have that have been overlooked? Have we been concentrating on identifying huge advantages while the little advantages are stuck right in front of us?

Marketing advantages come in all shapes, sizes, colors and forms. Sometimes a wonderful advantage doesn’t even look like an advantage, until we look a second time. When airline ticket prices are $400-$1000 or more, who would guess that saving $25 bucks checking your bag could be a highly profitable advantage?

This is an interesting question, if you truly consider it. What makes this economy so interesting is that answering questions like that may well be the difference between getting by and getting way ahead. Think about it!

So, what advantage can you leverage? I’ll have more to say about this in the next post. In the meantime,

Be Well & Be Contagious,

John

Related posts:

1. 5 Significant Ways to Celebrate All Kinds of Success Contagious leadership is a style that is taught through example,...

Related posts brought to you by Yet Another Related Posts Plugin.

Contagious Leaders know that they have to help their teams find passion, energy and excitement for the vision. People get excited by people who are excited. So, find ways to get excited and you’ll see the excitement around you change. It really is that simple.

Be Well & Be Contagious,

John

Related posts:

1. Contagious Leadership Tip #9– Working Through Resistance Leaders are just as inclined to be resistant in...
2. Understanding the Vision Challenge – Why Others Sometimes Don’t Believe Creating a vision is not generally difficult for great leaders...
3. The 3 E’s of the Passionate Leader Passion Counts, it sells, it inspires and people respond to...

Related posts brought to you by Yet Another Related Posts Plugin.