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4 Easy Ways To ROCK Periscope

periscope

Periscope is new, Periscope is fresh and Periscope is the next big thing when it comes to social media, connectivity and making the world just a little bit smaller. I’m a daily broadcaster on Periscope and you can find me @ScottWilliams or search “Scott Williams” and I’ll be the 1st one to show up. I have broadcasted over 400 times and received nearly 4,000, 000 hearts and have been using Periscope since a couple days after it launched.

During my time on Periscope I’ve concluded that there are 4 Easy Ways To ROCK Periscope:

  1. Be Real – Be yourself, don’t try to copy anyone else, mimic other broadcasters or broadcast some fake version of the real you. People can see right through bogus broadcasters in the Periscope world and they prefer connecting to real, authentic, what you see is what you get type of people.
  2. Be Often – You should broadcast consistently. I would recommend at-least once daily as the broadcasts remain available for replay for only 24 hours. Additionally, as people search your profile and find that you have not broadcasted in the last 24 hours it will show “no recent broadcasts.” “No recent broadcasts” may limit viewers desire to come back to view your future broadcasts. If you can’t do daily broadcasts, find some regular rhythm.
  3. Be Calculated – There should be some thought into the what, why, when and where of your broadcasts. I’m not recommending that you have notes and a robust plan, I’m simply saying there should be a method to your Periscope Madness.
  4. Be Kind – This is similar to the Golden Rule, “One should treat others as one would like others to treat oneself.” It’s simple don’t troll, don’t post rude comments, don’t be disrespectful, don’t ask female broadcasters to show you their boobs, don’t be argumentative… simply be kind. If you don’t like what’s going on in a broadcast leave the broadcast, on the other hand if you are a broadcaster be kind to your viewers.
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7 Key Ways Leaders Destroy Their Teams

fail2Often times when it comes to “leadership” we hear the warm and fuzzies or the great success stories. There are so many great books and tools at the disposal of leaders that growth, competency and effective leadership should be inevitable. The challenge with that theory is it’s rendered “not always true” because of the simple fact that leadership deals with human beings and human beings are rather complex creatures. Anytime you are dealing with people things are never that simplistic.

Another reason being an effective leader is not that simple is that fact that book knowledge doesn’t always translate to street knowledge {{translation – just because you can read it and talk it, deosn’t mean that you can effectively apply it}}.

A key understanding to leadership how ineffective and incapable individuals find themselves in key leadership roles is this: people hire people, who hire people, who hire people. Somewhere within those three generations of hiring, there are people placed in roles of leadership that they are not capable of handling. In my tenure working as a Deputy Prison Warden, before being promoted to Warden, I worked for a leader that definitely should not have been in her role. She literally destroyed her staff and destroyed her team. Not only did she destroy them, she didn’t have the self-awareness to make the necessary adjustments. She was a “Leadership Destroyer.” In consulting over the last 14 years, I have seen and heard about these “Leadership Destroyers” more often than I’d like to admit.

Unfortunately the “Leadership Destroyers” are not isolated to my experiences, if you live long enough and work for enough people, there is a good chance that you will work for one of these destroyers. To help identify how these leaders managers destroy their teams, I have identified 5 ways.

7 Ways Leaders Destroy Their Teams

  • 1. My Way Or The Highway (MWOH): Everyone has an opinion and often times people have thoughts, ideas and suggestions that can be helpful to those that are in charge. MWOH is fueled by the insecurity of the Leadership Destroyer. MWOH can create an environment of control, but not an environment of healthy success. Listen to your team, involve your team, learn from your team and embrace the reality that the collective sum is much better than the Big-Headed MWOH Leader.
  • 2. All About The Numbers: The numbers do matter, the bottom line is important and if it doesn’t make dolla$ it doesn’t make sense.  In business, ministry or non-profit work, it’s important to measure things as it’s a great barometer for success. Where numbers become a problem is when the Leadership Destroyer focuses on the numbers, bottom line and measurables so much that they forget about their team of people who are making those numbers happen. They lose sight of the “how” because they are so focused on the “what.” Number matter, but people matter more. Focus on creating a healthy team and healthy numbers will be a natural bi-product.
  • 3. Talk But Don’t Listen: No one can get a word in or have an opinion because the Leadership Destroyer is always talking. Not only are they always talking, they never listen. If people are not heard, they will cease to say the things that matter. Shh (be quiet) Listen!
  • 4. Change Things For The Sake Of Changing Things: Change is good and sometimes necessary to create forward momentum. The Leadership Destroyer takes this to another level by changing things just to let you know that they’re the boss. They are unwilling to receive feedback or go back to what worked, even if their change isn’t working. I heard a great thought from OSU Football Coach Mike Gundy from his press conference during OSU’s great season several years back.  This articular season OSU was ranked #2 and they were rolling like a well-oiled machine. Mike Gundy said, (paraphrasing) “I try to change things up a bit, just to justify my existence. My team will come to me and say I think we need to stick to XYZ and this is why. Often times what they are saying makes perfect sense and I change it back.” It’s important to survey the impact, timing and necessity of change.
  • 5. They Just Don’t Care:  The quickest way to destroy a team is to not care about the players on the team. Team members know the difference between the fake stuff and the genuine care and concern for the individual players and the collective team. Leadership Destroyers care more about their title, role, corner office and the fact that they have arrived than they do their team. One of the things that the inmates used to say when I was a Warden in regards to leadership and life is this, “It’s All About Missouri!” In other words, Missouri is the Show-Me State.  I’ll close with the words of John Maxwell, “People don’t care how much you know, until they know how much you care.”
  • 6. Focused On Pleasing The Boss – It’s okay to want to perform for your supervisor and help you organization be successful. Leadership Destroyers take it to a whole-nutha-level. The Leadership Destroyer will do anything and everything to look good, rather than doing any and everything right. The all-consuming thoughts of wondering what the boss thinks will lead these destroyers to destroy their team, chunk team members under the bus and not give proper credit where proper credit is due.
  • 7. Unwilling To Receive Candid Feedback – When an individual is unwilling to listen to feedback because “It may hurt” or “It isn’t what they want to hear,” they are in trouble. You can’t win with thin skin. Once team members realize the Leadership Destroyer is unwilling to receive feedback, they will stop giving feedback. Once team members stop giving feedback, the Leadership Destroyers find themselves on an island. Islands are great places to vacation, but horrible places to find yourself when you are trying to lead a team.
Leadership Destroyers destroy everything.
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Change Your Mind – Change Your Perspective

It’s time that you change your mind, change your perspective and change your life.

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The Leaders Who Need The Most Development

leadership1The Leaders Who Need The Most Development Are Often Times The Leaders That Say That Others Need More Development.

Have you ever seen a situation where a leader has a team member who is either up for a promotion or in all actuality should be considered for a promotion; and the leaders says they are not ready yet, or they need more development.

I understand that sometimes people aren’t ready and they could benefit by a little more time in the leadership development cooker. More times than not, the person is ready, all they need is a little encouragement, belief in themselves and an opportunity to show what’s inside of them. How do you get the experience, if no one is willing to give you a chance to get the experience?

Over the years I have come to realize that the leaders who are quick to say that someone isn’t ready and need more development are the ones that need more development themselves.

It takes, time, energy and true leadership to develop someone — moving them from where they are to where they can be. Leaders must learn to focus on potential instead of limitations.

The next time you hear a leader say “so and so” isn’t ready, the deeper question to ask is this “is the leader making the statement ready?”

No one will ever be 100% “ready,” it’s up to the leaders to be a part of getting them there. That’s why it’s called leadership.

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Do They Want To Work For You?

question

Great leaders ask great questions of others. Great leaders also ask great questions of themselves. One of the greatest questions that a leader can ask themselves is this: Do They Want To Work For Me? Not Do They Have To Work For Me? Do They Like Me? Do They Respect Me?… Do They Want To Work For Me? 

Honest answers to this great question will serve leaders well. If you lead well, they will want to work for you. If you show them respect, the will want to work for you. If you help them grow, they will want to work for you. If you inspire greatness, they will want to work for you. If you are full of integrity, they will want to want to work for you. If you are secure in who you are, they will want to work for you.

Do They Want To Work For You?

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Do You Really, I Mean Really Want To Succeed?

How bad do you want to succeed? great question and better answers here.

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A Different Way Of Thinking by Seth Godin

Great stuff here…

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Trust The Process

the process

The most difficult aspect of any success journey is the process. Unfortunately, most people want to circumvent the process… they want the results and they want them right now.

Every successful story is a result of a journey through the process. You may not see the process, but trust me the process happened.

You must go through a town called “The Process” to get the city called “Results.”

Trust The Process.

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How To Get A $10,000 Gold Apple Watch For Just $349

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How Micromanagers and Insecure Leaders Kill Creativity In Their Organizations

ceativity killer 2

Creativity is a key ingredient to a successful, thriving and growing organization. Unfortunately some Micromanagers, Control Freaks and Insecure Leaders Kill Their Organizations and the creative spirit without even realizing it.

Micromanagers take the dynamics of creativity off the table. Their negative and counterproductive process goes a little something like this: Team member tries something new, micromanager watches over their shoulder, questions them and doesn’t give the team members ideas any credibility. Team member gets frustrated and stops thinking outside the box, trying new things and stops leading in general – thus killing creativity.

“The most common mistake I see leaders make is to attempt to lead through control. As counterintuitive as it might seem, in order to gain influence you must surrender control.” ~Mike Myatt

It’s really a sad case when a leader wants a thriving, vibrant, creative organization and they don’t have the self-awareness to know that their insecure control freak nature is the bottleneck. The best position a leader can find themselves in is, “out in front and out of the way.” The only way a leader can remain out in front is to continuously get out of the way and let their team members lead.

In order to foster organizational success and a spirit of creativity, leaders must allow their team members to try new things, chart new courses and sail new waters. If a leader truly wants this to work, they must be willing to get out of the way and be okay with some failures and fumbles. Successes and failures should never be overlooked; however its important to applaud the thought and process of trying. Freedom, flexibility, solutions, ideas, risks, opinions, opportunity, experiment, failure… are all words that help foster creativity and effectually lead to success.

In order for creativity and a culture of winning to permeate through an organization, the insecurity of the micromanager must bid farewell.

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