Category Archives: Coaching

The Go-Giver Way™️

Creating a Culture of Excellence The Go-Giver Way, Part 2

This is the second article of a five-part series where I provide suggestions that you can start adopting right away to promote excellence within and outside your organization. If you missed Part 1, please click here.

I will build on the content from “The Go-Giver book series written by Bob Burg and John David Mann, as well as my nearly four decades of international corporate experience, first as an executive and now as a coach.

Today, we will cover the second principle, The Law of Compensation: Your income is determined by how many people you serve and how well you serve them.  

The Law of Value, covered in Part 1, describes your potential income—how much you could earn. But it’s the Law of Compensation that determines your impact (i.e., how much you actually earn).

A powerful way to increase your impact is through word of mouth. When people endorse you or your business, it is highly effective. Better yet, aim to take this positive word of mouth one step further in the form of referrals. Strive to add such high levels of value to others that they feel compelled to speak well about you.

Referrals are not restricted to expanding your customer base. Two decades ago, while still a corporate executive, I received the dreadful notice that my job was disappearing and I needed to look for work elsewhere. Has this also happened to you? If so, you can probably relate to how painful this experience can be. An ex-boss of mine offered to help. She referred me to an executive in another company, who, in turn, referred me to an executive whom he knew had a job opening that could fit my profile. After a long interview process, I had a new job. It took me eight long months to find it, and it came from a referral of a referral…

Be proactive in asking for referrals as a key strategy to grow your impact. Just be aware that a key prerequisite for this is to exceed the expectations of both your internal and external customers. And there is no faster or more effective way to elicit those feelings than by placing their interests first, which we will cover in our next article.

Contact me if you wish to learn more and explore how you, your team, or your organization can adopt a culture of excellence The Go-Giver Way and enjoy extraordinary results.

Percy M. Cannon

www.cannon.consulting

A Lesson on Letting Go

Interesting article on the benefits of letting go in your professional and personal life.
Although I agree with the concept of letting others learn from their mistakes, I think there are instances where the consequences of such a mistake may be too large.
One thing is to let your employee try a different approach to win a potential customer, even if you have your reservations about it. Another thing is to allow for a decision which could seriously hurt the finances or reputation of your company.
Do you have a point-of-view you want to share?

Walking In Your Customer’s Shoes

The key message in this article is “to experience all you can from the customer’s perspective.” When was the last time you contacted your Call Center as an outsider? What rating would you give such experience?

https://hyken.com/customer-experience-2/walking-in-your-customers-shoes/?inf_contact_key=3abb1375b23f72688f8d260d962a8d574dfbc39d7283b2cb89d5189540b69330

The Go-Giver Way™️

Creating a Culture of Excellence The Go-Giver Way

Would you like to be recognized as a person who creates a culture of excellence within and outside your organization? In Part 1 of my five-part series, I will provide suggestions that you can start adopting right away to promote excellence at work.

I will build on the content from “The Go-Giver book series written by Bob Burg and John David Mann, as well as my nearly four decades of international corporate experience, first as an executive and now as a coach.

In two previous issues (March 2019 and May 2019), I introduced The Go-Giver philosophy (always aim to add value to others) and The Five Laws of Stratospheric Success displayed by people with a Go-Giver mindset.

Today we will start with The Law of Value: Your true worth is determined by how much more you give in value than you take in payment.  

Your “value” is the relative worth you add to the organization, both in the mind of your boss and in the experience of the people with whom you interact (both internally and externally), which includes your customers.

Your “payment” is the salary and benefits you receive.

What The Law of Value suggests is that you strive to exceed expectations, both inside the organization (with your boss and internal stakeholders), as well as with your external customers. You aim to become the “go-to” person when there is an internal need for someone “special.” You could be the person who works well with people from other teams, who consistently delivers despite potential drawbacks, who can expertly navigate the internal bureaucracy, or whatever other unique or outstanding capability or competence you may have.

By giving exceptional value to others, you will be contributing to building a culture of excellence in your company, no matter where you stand in the organization chart. You will also earn a name for yourself. In fact, in times of cost savings and head-count reductions, you could be the talent others seek, rather than being on the list of people who could be leaving the organization.
Contact me if you wish to learn more and explore how you, your team, or your organization can adopt The Go-Giver mindset and enjoy extraordinary results.

Percy M. Cannon
www.cannon.consulting

Managers, Know When to Stop Talking and Start Listening

This article offers a simple yet powerful suggestion: ask questions. This will automatically put you in a listening mode, which means you will be doing less talking.
As with all habits, it may not be easy to make the switch. One suggestion I give in my coaching programs is to ask somebody they trust to help them adopt this new habit by remind them during meetings.

https://hbr.org/tip/2019/05/managers-know-when-to-stop-talking-and-start-listening

The 5 Qualities Needed to Be a Really Great Manager

If you are a manager and wish to improve the performance of your direct reports, read the attached article. Very good tips.
And if you manage managers, I suggest you do something that I didn’t find in this article: hold your managers accountable for their role of managing their people. How? Assign a high priority to their people management history when being considered for a promotion.
As Lou Gerstner from IBM used to say: “Inspect what you expect.”

How to Plan Your Own Networking Event (and Invite the Right People)

Four good suggestions on how to plan your own networking event. I found them applicable regardless of whether you are an entrepreneur, professional or company employee.
I particularly found the first suggestion very useful and practical: determine the size of the audience upfront.

https://hbr.org/2019/01/how-to-plan-your-own-networking-event-and-invite-the-right-people