Two Things That Got Me Here (The Lesson)

Good Tuesday Morning!!

So, at the end of every interview I ask,¬†“What questions do you have for us?”

Last week, a gentleman named Devin asked me…

“What was the thing you focused on that helped you be successful?”

Good question, right? So what was my answer?

I said…

“100 things had to happen, including hard work, dedication, LUCK, timing etc. However, I’ll break it down into the TWO things that got me here…”

“First, sales. I figured out pretty quick that better sales mean more hours, and more hours mean more opportunity. I make goals by more, I get more responsibility. So I honed my selling skills by asking for help! As I got better and better, I got promoted again and again.”

“Second was people. I focused on sales for close to three years and it got me to a certain point. But I actually remember where I was when it hit me that sales can’t get me any further, and developing people was the next piece of the puzzle that I had to get, and accomplish.”

“I put a major focus on those two things, I got A TON of help from my bosses and¬†mentors, and with a ton of hard work and luck, here I am!”

So as you get your day started today, I invite you to learn a valuable lesson that took me three years to “get”, so you too can have the opportunity to answer that great question that Devin asked me last Friday.

The lesson: Crush all goals and develop others.

Start the lesson TODAY with the first customer you help, and the first teammate you work with.


Garner Respect

To Garner Respect, Invest in others

Investing in others is the fastest way to garner respect from your co-workers and colleagues. If you happen to be a leader…investing in your followers is the one thing that will garner respect faster than any other activity!

The ROI on teaching others valuable lessons cannot be understated.

The best leaders are very intentional about the development of their people.”

Now, I want you to think about two things:
-Truly, how intentional and deliberate are you?
-How effective are your methods?

The first question isn’t about your INTENTIONS, it’s about your actions.

What is it that you DO that helps in the development of those that follow you? How do you teach? How do you EMPOWER them? The level of trust that you have in them is dictated by the quality of knowledge you gave them, and the level of understanding they took from what you taught them.


The second question isn’t about what you THINK you taught them, or what you FEEL they should already know.

Communication isn’t about what you say, it’s what they hear. Teaching is a form of communication. You present information to an employee, and they must retain it well enough to utilize it. If and when they don’t retain the info properly, YOU have done a poor job teaching (Setting clear expectations), or you’ve hired the wrong person for the job.

The level of respect that your employees have for you is directly connected to what the amount of value that you add to them through teaching. When you change a person’s path in life through the gift of knowledge, they’ll respect you for the rest of your lives.

If your employees don’t respect you, it’s because you’ve haven’t taught them well, but are holding them accountable for it. That means that you DIDN’T teach them, and are punishing THEM for it. No wonder they don’t respect you.

Adding value to an employee comes from helping them, not telling them that they get written up, and then eventually fired.
Help them. Teach them. Coach them. Then hold them accountable.


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