Recently, there’s been a lot of focus on developing management skills; we’re told good management skills result in good results. Although this is true, you CAN get extraordinary results from “Ordinary People.”

The secret of people who tend to get extraordinary results is distinguished by the fact that they are not just managers, but leaders.  Those who get extraordinary results tend to be extraordinary leaders.  Let’s see how this can help YOU:

THERE ARE NO ORDINARY PEOPLE

Extraordinary leaders recognize every one of their people, given the right circumstances and challenges, have the potential to produce extraordinary results.  Look for various strengths in your people.

SET THE TONE

Great leaders lead by example.  If you are positive, dedicated, persistent, and goal-oriented, then you will develop this sort of atmosphere within your team.

GIVE YOUR PEOPLE A GREAT REPUTATION

Dale Carnegie outlined principles for perfect human relationships, one of which is “Give people a high reputation to live up to.”  Tell your people what you are trying to achieve, explain the importance of their contributions, train them to be effective, and then invest confidence and belief in them.

USE YOUR COACHING TIME WELL

In his book ‘How to Become a Better Boss,’ Jeffrey Fox suggests you spend 90 percent of your coaching time with your top performers. Don’t assume your top performers need no time just because they are getting results; these people are your gold – treasure them.

GIVE LOTS AND LOT OF RECOGNITION

Almost every study on why people leave jobs or stay in jobs highlights the key role of “Recognition.”  Catch people doing something right; Thank them Privately, then Praise them Publicly.

Evolving from a good manager to an extraordinary leader requires some additional focus.  Doing all of those things that make the people who work for you look and feel good about what they are doing, and modeling the attitude and behaviors you want from them, will result in some great results.

I stumbled across this article from last year, but I apologize; I do not have the original author’s information.  If you know it, please let me know so I can give proper credit. 

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