Dean Wormer: Here are your grade point averages. Mr. Kroger: two C’s, two D’s and an F. That’s a 1.2. Congratulations, Kroger. You’re at the top of the Delta pledge class. Mr. Dorfman?

Flounder: [drunk] Hello!

Dean Vernon Wormer: 0.2… Fat, drunk and stupid is no way to go through life, son.

(View the clip here).

Fat, drunk, stupid Flounder was fortunate to have a leader that cared enough to bluntly confront his failure. Since Animal House was set in 1962 Dean Wormer was far less constrained by today’s politically correct censorship. Today a court-appointed counselor would likely reassure pathetic Flounder that his sorry state wasn’t his fault; mom and dad, or perhaps Wall Street, would be the scapegoats.

John Vernon, who played Dean Wormer, passed in 2005. If he were today addressing dealership personnel he’d find it necessary to assail some in a manner similar to Flounder, perhaps with something like: “Fat, drunk and stupid is no way to go through business Mr. or Mrs. Dealer.”

What exactly does it mean to go through business fat, drunk and stupid? Here are the parallels:

1. Fat: You reveal business fatness when you’ve become lax or negligent in vital disciplines like: recruiting, rigorous interviews, establishing clear expectations, training, coaching, mentoring, holding others accountable, adherence to processes, and more. Being fat doesn’t mean that you are idle all day, but it is evidence that you’ve gotten so busy with production that you’re neglecting your capacity to produce; you’re prone to immerse yourself in a swirl of daily activity and confuse doing a lot with doing enough of what matters most. Until your focus becomes lean and mean you will often mistake motion for progress, major in minor things, and put second things first.

2. Drunk: Being drunk in business means that you’re so intoxicated with success that you don’t think being fat matters.  This supports my long held belief that success is an intoxicant, and intoxicated people don’t behave rationally. When drunken leaders get off track they’re prone to stay there because there’s no immediate pain for their poor decisions. This is why the most dangerous aspect of failure is its subtlety, prompting speaker Jim Rohn to characterize failure as “the inevitable result of an accumulation of poor thinking and poor choices; a few errors in judgment repeated every day.” Consider the drunken arrogance that follows this line of thinking:

1. My pipeline for future employment prospects has dried up because I don’t proactively recruit and I think it doesn’t matter.
2. I lose good employees and customers because I don’t train my people consistently and think it doesn’t matter.
3. My culture is a free for all because I fail to hold others accountable for results and think it doesn’t matter.
4. We fail to maximize our opportunities because I don’t enforce our follow up systems and think it doesn’t matter.
5. I haven’t created a vision to engage, unify and inspire my team and think it doesn’t matter.
6. I’ve gotten “too busy” to attend 20-group meetings, or industry conventions and think it doesn’t matter.
7. I keep high performers despite the fact they violate our core values and think it doesn’t matter.
8. I don’t make the time to have one-on-one coaching sessions to impact my team members and think it doesn’t matter.
9. I don’t keep my word to employees or customers and think it doesn’t matter.
10. I don’t read serious books to upgrade my own skills and think it doesn’t matter.

The list could go on and on. Based on this sampling, where have you and your team gotten fat and drunk?

3. Stupid: Stupidity in business is demonstrated when you hear a message, or read a column like this that makes you aware you’ve become fat and drunk but decide to do nothing about it. You’re intrigued and entertained by these concepts but blissfully go about business as usual thinking perhaps that you are the exception, or are above the standards the rest of us must abide by. You may even boast that you don’t employ half the disciplines I’ve mentioned but are still successful; and miss the point that you are successful in spite of the fact you’re fat and drunk, not because you’ve gotten fat and drunk. If you dwell in this state of delusion you should be warned that the universal laws of sowing and reaping are still in effect and just because you don’t see immediate consequences for your failed disciplines doesn’t mean that you’ll escape them. You may be in the grace period between being fat or drunk and actually suffering stupidity-induced decline, and can still turn things around if you’ll recommit to healthy disciplines and abandon the self-destructive practices that threaten your future.

Incidentally, we all do stupid things from time to time but our objective should be to not allow stupidity to become a pattern or worse, a lifestyle; because while being fat and drunk is reckless and irresponsible; stupid hurts.

To be of lasting value and to measurably aid job and life performance, self-esteem must be earned. As a business leader your challenge is to instill this principle and teach team members how they can achieve authentic self-esteem despite a growing worldwide epidemic of liberal thinking—arguably a mental illness—that encourages their denial and assures them that their failures are someone else’s fault or problem.

For starters, it’s important to recognize that there are two types of self-esteem:

False self-esteem comes from one or more of the following causes:

A. Undeserved praise from those trying to make you feel good about yourself.

B. Getting something for nothing, and gaining an overstated value of your worth as a result.

C. Arrogantly comparing yourself to those not as fortunate as you and using this as your barometer of self-worth, rather than measuring your worth by whether or not you are better than you used to be.

Those raised with an accurate understanding of what it means to earn and deserve what they get are unlikely to be duped into a bloated self-image by virtue of these three causes. However, people nurtured under the illusion that life has no absolutes like winning or losing, right or wrong, and success or failure are certain to interpret the three dishonest self-esteem stimulants as proof that they are special; God’s gift to both your business and the world at large. If these people work for you, it is your responsibility to correct this misconception so that they can develop the authentic self-esteem required for continued growth.

The second type of self-esteem is authentic self-esteem which, of course, is earned. Following are nine ways to earn the right to authentic self-esteem. While this list is nowhere near complete, it is a good start, and these points should make the basis for an effective training meeting.

1. Keep commitments even when it’s hard. When you do what is right rather than what is easy, cheap, popular, or convenient you earn respect from yourself for yourself.

Do what you said you’d do and then some; and do it how you said you’d do it and by when you said you’d do it. This commitment should extend to family, friends, teammates and customers alike.

2. Strong work ethic. Giving your all every day even when no one is watching, and despite the fact that no one else may be at all, separates you from the “I’ll do just enough to get by and not get fired” masses.

Motivator extraordinaire Zig Ziglar observed that there is no traffic jam on the second mile, because most folks have enough trouble limping through the first mile. Today the bar is often so low that if you do just a little more than what’s expected you’ll stand out; do a lot more and you’ll be in a class by yourself.

3. Personal growth. Becoming more precedes getting more. Or, in the words of Jim Rohn: You must first grow personally and then advance materially. By consciously upgrading your own skills and knowledge you surely and steadily earn the right to authentic self-esteem.

Working on yourself by reading books, attending training with a good attitude, and earnestly listening to honest feedback helps you become more as a person and a professional.

4. Honesty in words and deeds. Living with integrity brings a clear conscience, and a clear conscience builds a self-worth and inner peace you cannot put a price on.

When you tell the truth to teammates and customers alike regardless of the cost; and when you do what is right even when it costs you, you’ll catapult past those addicted to situational ethics and who spend their lives mired in character compromises.

5. Accept responsibility. Accepting responsibility is a humble, honest, mature, and rare act. The day in your life that you decide to not diminish yourself by resorting to blaming, spinning or making excuses, your self-esteem soars.

When you can stop pointing fingers at the government, weather, time of year, crazy competition, economy, or manufacturer for less-than-desired results and acknowledge that personal failures—mostly your own poor decision-making—are the chief architects behind your misery you will position yourself for progress.

6. Expect only what you have earned and deserve. To live without entitlement earns respect from others and yourself.

To focus more on what you owe God, your family, society, your teammates and company, than what you are owed by them is to take a giant leap towards growing personally and financially.

7. Improve Discipline. Discipline is a morale builder because you respect yourself more when you make yourself do what you know you should do, but don’t necessarily feel like doing.

The discipline to plan, prepare, practice, or prospect is what often separates the average from the excellent. Spiritual, health, learning, and work disciplines guarantee that you will not only earn well, but that you will live well.

8. Persisting in the face of difficulties. The difference between having a breakdown or a breakthrough often lies in the will to persist in the face of difficulties.

The world is filled with serial quitters, who are quick to start something but bail out when it gets tough. This is precisely why it is not crowded at the top of any industry; it is crowded at the bottom, where the mentally weak masses put in minimum effort and reap a banquet of mediocrity. Persisting with one more call, one more closing attempt or one more hour of effort even when it’s uncomfortable can elevate you into your own category, a sure recipe for authentic self-esteem.

9. Adding value to others. Emerson wisely observed, It is one of life’s greatest compensations that we cannot help someone else without also helping ourselves.

Givers build their self-esteem as they free themselves from the petty self-centeredness that keeps so many bound in bitterness. In fact, one of the fastest ways out of a rut or other depressed state is to find a way to add value to someone else. It could be something as simple as thanking them, affirming a job well done, helping them out of a jam without being asked, or intently listening to what’s going on in their life without judging or trying to fix them.

The bottom line is that authentic self-esteem can and must be earned. Anything less is simply self-deception. Self-deception invites self-denial, and self-denial aids and abets eventual self-sabotage. Considering this, it would be wise to put these nine practices into action now.

For a six minute video clip on this topic suitable for viewing click here.

1. Finishing college and entering the workplace over the past years have been the first generation of kids brought up under the farcical “don’t keep score and everyone gets a trophy” philosophy. The intent behind “tell them they’re special, give them a participation trophy, and prohibit punishment for poor behavior because it might hurt their feelings” was designed to engender a higher level of self-esteem in young people. This failed approach has backfired by creating a generation largely marked by entitlement, selfishness, disrespect, and a false sense of their worth to the marketplace.
2. Upon entering the workplace with an “I’ll be rewarded for showing up versus stepping up and life is obligated to make me happy” arrogance these folks are soon deflated by the realization that life isn’t easy, they aren’t special, and making it big will require work. The false self-worth built through two decades of political correctness quickly fades as they earn below-average wages, in ho-hum jobs, suffer for lack of discipline, weak character, and glean the first clues that despite all the smoke they’ve had blown up their collective backsides, they just might be losers.
3. As they fail to live up to the hyped expectations created for them, they are shamed, demonstrating the principle that those not prepared for life will be shamed by life. Shame provokes one of two emotions in human beings: get your life together or blame others for your state. Many in this generation choose the latter.
4. Human nature drives people to seek purpose in their lives and to make a difference in the world. When one begins to feel that making a difference by building something up is too difficult or out of reach, the alternative is to seek purpose and attention by tearing something down; in this case, the prosperous people and companies they’ve come to resent and envy. Sadly, the ashamed generation failed to learn in their PC classroom that throwing rocks at another man’s Bentley won’t get them out of their rusted out Yugo. Ironically, this group’s mindset has infected generations beyond their own, attracting adherents from past eras who struggled, gave up, have been going through the motions, and in defeat decide to latch onto the same blame bandwagon embraced by the ashamed generation.
5. Thankfully, there are many from the ashamed generations’ era who were raised in a manner that made them understand and appreciate the value of earn and deserve, and discount the whole concept of monuments to mediocrity like the participation trophies, and the unearned praise and weekly allowances their counterparts relied on for affirmation. They learned discipline, respect, hard work, and personal responsibility. They are refreshing exceptions to the huddled mass of their counterparts crowing out their chorus of complaints and demands. Many of these fine young men and women make meaningful contributions to businesses, churches, volunteer organizations, and the armed forces.

To those caught up in the entitled, bitter, and envious mindset that pervades the ashamed generation, I suggest the following:

1. No one is impressed with the spin your parents and teachers fed you about how special you are. Respect is earned through the consistent demonstration of character, competence, and results. All life owes you is what you’ve earned and deserve.
2. If you are one of the moochers circulating petitions asking the government to eliminate your share of the one trillion dollars in outstanding student loans, forget about it. When you go to the party and leave with the goods, you pay the tab. 
3. Gather your worthless participation ribbons, trophies, and other testaments to your mediocrity and toss them. Then borrow a dictionary and look up the words earn and deserve; memorize them and begin to live according to their standards. Here’s a head start: earn is defined as having acquired through merit, or in return for labor or service. Deserve is defined as being worthy of or qualified for.
4. Shut up and pay up. Many of the hardworking people you’re assailing pay six and seven figures in income taxes annually, you pay squat—and you’re ticked off at them? Don’t cry “pay your fair share” when you pay little or no share at all.
5. If you’re a Warren Buffet-type, ashamed generation sympathizer, and don’t believe you pay enough in taxes, simply write a check to the IRS to relieve your guilt and leave the rest of us alone.

To those endeavoring to thrive in their business despite the assault of the ashamed driven generation’s mindset and its potential to affect morale at all levels within your organization, consider the following.

1. Make it extremely difficult to get hired. Dig into an applicant’s life and determine what they’ve done, overcome, and flush out their life philosophy on hard work, success, prosperity, earn and deserve. Don’t give questionable candidates the benefit of the doubt during the interview, and if doubts linger, keep looking.
2. Don’t reduce your vision or standards to accommodate the comfort zones of others. Rather, stretch your people to reach your expectations and if they don’t measure up remove them.
3. Require team members to qualify based on past performance for the right to participate in spiff programs, contests, and other perks they now take for granted. If they don’t average producing “X” over the past 90 days, they cannot participate in incentive programs whatsoever. This earn and deserve philosophy will help weed out entitlement and make those who do qualify for your generosity more appreciative.
4. Require the team to qualify for perks they now take for granted, ranging from donuts on Fridays to lunches on Saturdays. In order to get their free lunch on Saturday, they must collectively produce at least “X” during the week. This simple change in your earn and deserve philosophy will begin to change attitudes toward benefits people now take for granted and evoke more humility and gratitude.
5. Celebrate excellence in your organization by launching a top performers club where people qualify quarterly. Give the winners the best schedule, office, opportunities and more. When the whiners squawk about how unfair life is simply tell them, “When you do what they’ve done, you can get what they’ve got.”
6. Install minimum performance standards that cause the laggards to fire themselves faster if they cannot attain them. Letting underachievers stay on a great team is the equivalent of giving them an adult participation trophy.
7. Replace longevity bonuses with performance bonuses. This eliminates entitlement and sets the standard that tenure, experience, and credentials don’t substitute for results—and in your organization people are rewarded for stepping up, not simply for showing up.

The cultural currents and trends in society surrounding your enterprise will adversely influence and infect your culture unless you take deliberate steps to protect it. If you fail to shape your business culture according to personal values and standards, society’s values and trends will shape it for you—to your great disgust and peril.

 In the early 80’s I worked in my parents’ restaurant business that failed. It was in the midst of 20+% interest rates, 10% inflation, and unemployment as high as today. I held three jobs to make ends meet, selling products door-to-door for two companies, and in the evenings delivering tortillas to restaurants for 50 cents per case. It wasn’t the work that I wanted or was qualified for, but it was the work that was available, and I felt lucky to have it.

 While living with my wife and daughter in the ugliest trailer, in the least desirable part of town, I changed careers and began to sell cars. In seven years I advanced from salesperson at a dealership in Texas, to the number two man in a successful $300,000,000 dealership group in California. When I declined the pay cut offered me by new owners I was forced out. Despite this misfortune, I chose not to whine, sue, or pitch a tent and “occupy” the dealership in protest. Instead I founded LearnToLead which, by God’s grace, prospers to this day.

 As I pursued my aspiration to write, six dozen publishers rejected my ideas for Selling Above the Crowd and No-Nonsense Leadership. Consequently, I exerted the effort to self-publish, distribute, and publicize both books. Their success attracted into my corner Wiley, the world’s largest business publisher with whom I’ve now published ten books. My publishing experience reaffirmed my belief that if something is important to you, you’ll find a way. If it’s not, you’ll find an excuse.

 I don’t share this history to impress you, but to impress upon you that I’ve been broke, at the bottom, and the chief architect behind numerous failed ideas and ventures. But upon hitting the wall I chose to bounce, not splatter. Like many of you, when things got tough I didn’t opt to whine my way out, wish my way out, wait my way out, or demand someone bail me out. Rather, I took personal responsibility for my life and worked my way out.

 There exists today a dangerous trend that must be blunted—a burgeoning blame game and pity party spreading across continents that vilifies success, demonizes the financially successful, and endeavors to penalize prosperity. This assault has become a convenient and clever diversion for society’s malcontents to shift anger, frustration, and responsibility away from their personal failings, and thrust it upon those who have made productive life choices, or who have found ways to convert stumbling blocks into stepping stones and succeed. Here’s a glimpse at the forces that are fanning the flame:

 Millions are hurting financially in America. But for many, the pain is prolonged by their refusal to accept personal responsibility for poor decisions that have caused or augmented their struggles. Worse, politicians, unions, and the media encourage and enable their “I am helpless” mindset by assuring them that they are blameless in their mediocrity, and that the country’s most financially successful citizens and companies are the culprits. Protestors are “occupying” cities throughout the world, demanding substantial transfers of wealth to help turn their languid lives around.

The fact that things have reached this state should come as no surprise. Most people forty years and older would agree that the trend towards blaming more, entitlement, and undisciplined lifestyles has accelerated in recent decades. Not coincidentally, so has the national poverty rate. But, as convenient as it is to assail others or outside conditions for one’s lack of economic progress, nothing impacts the quality of one’s life more than his or her inside decisions. Those who don’t take responsibility for the consequences of their decisions, and instead blame others for misfortune, surrender control over their own destiny. This folly perpetuates their misery.

 While you’re not likely to read this in most headlines, many people suffer primarily because they’ve made poor life choices that created or compounded their financial hardship: the decision not to work hard or at all; not to self-educate oneself; not to live within one’s means, not to save money, as well as choosing to engage in habits like smoking, drinking, illegal drugs, gambling and a variety of other vices that deplete their limited resources and impair their soul. In reality, if society’s malcontents and protestors could kick the person most responsible for their woes they’d be unable to sit down for weeks. The sad result of this failure to take responsibility is an inability to progress from their current state, because they refuse to acknowledge their role in creating, or prolonging,  it in the first place.

 Following are five tenets that help you recommit to the lost art of taking personal responsibility. They are truths that place you on a path to rise above the masses that go through life assuming the position, thinking, talking, and walking like victims. Please share with those you know who are suffering from any of todays’ fashionable “it’s not my fault” fantasies. These include entitled family members and mediocre employees who went into retirement years ago but remain on your payroll, expecting to be rewarded for showing up versus stepping up.  

 1. Becoming precedes getting. Until you become more than you are in areas like attitude, discipline, character, work ethic, and knowledge, you are unlikely to get much more than you’ve got. When you do get more (usually because it is given to you) without becoming more, you rarely get to keep it for long and won’t have the skill to replace it once it’s gone.

2. Attitude is a choice. While you cannot usually choose what happens to you, you have the power to choose your response to it. The quality of your response will greatly determine the quality of your life. No one and nothing can assault your attitude without your consent.

 3. Discipline is a choice. No one is born disciplined or not. Discipline is developed when you get clear about what you want, decide to pay the price necessary to get it, and resolve to give up what hinders your quest. If you’re undisciplined it’s not genetic, it’s because you’ve chosen to go through life seeking prizes without paying prices.

 4. Growth is a choice. Personal growth isn’t automatic, and it doesn’t come naturally with age. Personal growth must be intentional. In other words, you must choose to read the books, to attend the seminars, to learn and assimilate success principles, to study the lives of life’s giants and decide how you can apply what made them successful in your own life. If you’re not growing, it’s because you have made the decision to not pursue growth.

 5. Character is a choice. Your character is determined by the moral qualities you’ve decided to embrace and live out in your life. If you lack strong character, you can’t blame mom and dad, the government, economy, or your teachers. Ultimately, you get to choose what’s important to you, and what’s not. Your character will develop—or not—in accordance with those convictions.

 Here’s what economic protestors and their critical kinsmen in life’s various arenas must understand: Needy people can’t expect to advance by demanding more of what someone else has earned. Rather, they must advance through education, perspiration & determination. I don’t know anyone who has risen from rags to riches by complaining,  protesting, or clamoring for the government to pick the pockets of those more successful than they and use the proceeds to subsidize their own inadequacy or complacency. While a humane society must support those who can’t help themselves, it owes absolutely nothing to those who won’t help themselves.

 A recent television program featured a contemporary study in personal absolution: a healthy, articulate, unemployed man who assailed “the system” because it had “failed him” and made it “impossible” to find work. In fact, he has quit looking for a job and now lives his life on the sideline cheer-leading the blame game. It is impossible to know how many of the unemployed persist in their parasitic assault on national resources not because they cannot find work, but because they don’t like the work they find. This particular man remains idle despite the fact that 150 million other Americans have found jobs including the physically and mentally challenged, blind, deaf, and mute. In fact, six million Americans work two jobs or more. It would benefit the temporarily unemployed to understand the difference between the system failing them, and making poor decisions that cause them to fail themselves. This particular gentleman has chosen to regress from loser to quitter: a loser being someone who comes up short and tries again, while a quitter simply gives up.  

President Theodore Roosevelt had encouraging words for those who roll up their sleeves to make things happen, rather than critique, complain, demand, or quit. It’s fitting to conclude this piece on personal responsibility with his famous acclaim for the man in the arena:

 It is not the critic who counts; not the man who points out how the strong man stumbles, or where the doer of deeds could have done them better. The credit belongs to the man who is actually in the arena, whose face is marred by dust and sweat and blood; who strives valiantly; who errs, who comes short again and again, because there is no effort without error and shortcoming; but who does actually strive to do the deeds; who knows great enthusiasms, the great devotions; who spends himself in a worthy cause; who at the best knows in the end the triumph of high achievement, and who at the worst, if he fails, at least fails while daring greatly, so that his place shall never be with those cold and timid souls who neither know victory nor defeat.

 Note: I recently filmed a four minute video on this topic: “Whining is no Substitute for Working!” Click here to view: http://budurl.com/l4tv .

dave@learntolead.com

In the midst of this happy madness we sold out every seat to our annual Strategy Summit in Dallas November 11-13th; filmed two new DVDs: “Stay Hungry with a Red Belt Mentality!” and “ Six ‘Stops’ to Build Up, Touch Up, Toughen Up Your Attitude!,” and produced a new video clip” Whining is no Substitute for Working!” (http://budurl.com/l4tv ).

Also in October,  Ashley, the executive director of our Matthew 25:35 Foundation, launched new initiatives to support woman’s shelters and a local food bank. She continues to impress us with her energy, ideas, passion, and drive to get things done. As a bonus, my travel this month was made much more pleasant since my wife, Rhonda, (who also happens to run our company) accompanied me on nearly all of my speaking trips.

The team at the office has done exceptional work in our absence, marketing our newly scheduled “Up Your Business 2.0″ Leadership Workshop scheduled for January in Atlanta,  beginning the laborious process of  coordinating a new web site design, new computer purchases, and the investigation of expanded office space for 2012.

Whenever you’re caught up in the midst of a business blitz, it’s essential that you keep these two mandates in mind:

1. Plan and prioritize. Don’t get sucked into a swirl of daily activity that causes you to confuse activity for accomplishment. You’ve got to take the time to continue to plan, and work within the discipline of priorities so that you move forward and not laterally or in circles.

2. Delegate non-essential tasks. You will not survive a business blitz if you are chased by the urgent, trivial, or if you spend major time on minor things. When the blur hits, you had better hope you have developed capable and motivated team members who are ready, willing, and able to help you carry the load, and allow you to remain in your zone and do what you do best.

3. Have fun! If you follow steps one and two, this step will come more easily. A common mistake in the midst of a business blitz is to get so focused on the destination that you don’t enjoy the journey. I’ve found that the journey is a lot more fun when you do the following:

A. Shrug off perceived offenses. Going through the day with a chip on your shoulder, or investing yourself in trivial, ego-driven squabbles are momentum and morale breakers. Always enforce and uphold non-negotiables like your values and standards, but practicing the words of  Samuel Johnson will bring you peace of mind and freedom from the bitterness of offense: “The art of being wise is in knowing what to overlook.”

B. Celebrate singles. Even with a flurry of acitivity, not every day is going to be a home run. Celebrate and appreciate the little things that go right each day, and get over the setbacks and move on. This is a key to maintaining your momentum because it is not possible to dwell on what has already occured and move forward simultaneously.

Good leaders are students of the numbers. Great leaders are students of behaviors. This is because great leaders know that their own and their people’s behaviors will ultimately determine the numbers, and that by watching them, reinforcing them, and intervening when they’re off track, they can influence outcomes before they’re final. Because many managers spend more time managing “stuff” than leading people, they often confuse the scoreboard for the game. They ponder reports, crunch numbers and get dazed by data, never taking their eyes off the scoreboard as they anticipate what numbers the team is producing. On the other hand, the best and most astute leaders stay in the game. They invest more time in the trenches with their people than in their office with “administrivia,” positively impacting the numbers that show up on the scoreboard.

While spending adequate time with the numbers part of your job is important, you can’t afford to become a passive leader who awaits results versus doing all you can to personally impact them. Many managers who at one time led effectively now simply tweak, tinker, tamper, manage, massage, maintain, administer or preside. While these folks may still have a leadership title, they lead no one and impact nothing. They are ceremonial leaders at best, perfectly content to record history rather than to help make it.

If disappointing numbers catch a manager by surprise, it normally indicates they didn’t spend enough time evaluating, coaching, and redirecting the daily behaviors of their people that created those numbers. Because of their neglect, the ineffective seeds their team members sowed each day inevitably manifested in the form of a lean harvest. There’s no need to let this happen to you. By studying the daily behaviors of your people and acting upon them, you don’t need a crystal ball to predict where a particular department in your enterprise is headed. Just pay more attention to what’s happening today because it becomes the future. Following are two sample behavioral areas to manage daily.

 1. Are people doing enough of what matters? In other words, is activity translating into accomplishment? What’s more important than people staying busy each day is making sure they are busy doing what matters most. By meeting one-on-one with each team member and helping them to structure their day so that they are working within the discipline of priorities, you can ensure that their daily behaviors will stay on track and bear fruit come scoreboard time.

 2. What are people doing with their down time? When traffic and the activity it creates slows down, do your people convert their down time into prime time by practicing, prospecting, planning; and following up, or do they become passive and watch, wish and wait for something to happen? It’s the manager’s responsibility to create daily, structured activities that keep people in motion and engaged with productive tasks in-between customers.

 While the two aforementioned disciplines are basic, they are often overlooked, and require diligence to ensure day-in, day-out execution. If you owned a professional sports team, it would be hard to imagine that you would tolerate a well-paid coach who lounged in an office, paid scant attention to the game, and passively waited to see what numbers appeared on the scoreboard, as he held his breath, crossed his fingers and hoped for the best. No, if you were in the owner’s suite, you’d undoubtedly insist that your coach maintained a positive presence on the field, with the team, observing, analyzing, reinforcing, and redirecting as necessary in order to ensure there was a “W” on the scoreboard at the game’s conclusion. You’d make sure that your coach and team exercised the daily disciplines necessary to win the game. What have you done today to ensure the same level of focus and accountability within your business?

 Please read and share with those whom might benefit from the suggested actions. The article link is here: http://budurl.com/q2k3

 Excuses for failure remind me of a quote I heard and embraced years ago: “Excuses are the DNA of underachievers.” This same speaker went on to say that living in denial makes you a prisoner of wrong actions and outdated beliefs since it is impossible to change what you don’t acknowledge. Most would agree that excuses are a prime contributor to mediocrity. When you begin to explain away why you, or others, failed to deliver results, you become quite ordinary and blend into a crowded mass of mediocre souls slogging through life, all the while complaining that they haven’t caught the breaks or are victims of bad press or perceptions. In their sanctimonious minds, they are simply misunderstood. But what they fail to understand is that success, and failures, are not accidents. You either set yourself up for them or you don’t. Successes and failures both result from a series of choices and actions one makes over time, of sowing and reaping. While one may catch a good or bad break occasionally, over the course of a lifetime, you don’t succeed or fail by chance.

Those who become mediocre in their thinking, actions, and results, forego the opportunity to turn their fortunes around by shifting their focus to making better decisions and taking wiser action. Instead, they continue to bemoan conditions and render themselves powerless to affect their own futures. If you look up the dictionary’s definition for “mediocre,” it says: moderate to inferior in quality; ordinary. This definition reflects an accurate picture of what happens when one engages in the blame game.

 If you’ve succumbed to the blaming habit, you’re in grave danger of becoming “moderate to inferior,” if you haven’t descended into that state already. Here are five thoughts concerning mediocrity to help you, or someone you care about, right your course and stay on a path of personal responsibility that elevates your self-worth, the value you bring to others, and to your organization.

1. Mediocrity begins with “me.” It is not something that someone or something does to you. It is a result of choices you’ve made, conditions you’ve accepted, or wrong actions you’ve taken.
2. Mediocrity is a personal concession to less than your best. What the mediocre are really saying is, “this is good enough so deal with it.” When you substitute excuses for results, you are boldly making this concession and resigning yourself to living out a career and life that’s “good enough” rather than the best it can be.
3. You break free from mediocrity by making better decisions, not by waiting for more favorable conditions. This should encourage you, because while you cannot control conditions, you do have control over your decisions.  
4. Living in denial prolongs your marriage with mediocrity. If you don’t face it, you cannot fix it. The box you’ve put yourself in will one day become a casket. 
5. Make your break with any mediocre aspect of your life by deciding to do the following:
   • Put away your black belt in blame and accept responsibility for your results. Understand that one of the best days of your life is the day that you renounce excuses, grow up, and become a man or woman of responsibility and accountability. 
   • Stop defending mediocrity in others on your team, and face reality about their skills, talent, discipline, attitude, or character. Only when you first see people as they really are can you help them become what they’re meant to be.
   • Commit to personal development so that you elevate the quality of your thinking, and are able to make better personal choices concerning your own attitude, character choices, application of knowledge, and strengthening of discipline.
   • Get clearer about what you want and then resolve to pay the price to achieve it; deciding up front that you’ll ditch the excuses and hold yourself accountable for results.

 One of the saddest epitaphs for many who choose to lead mediocre lives will be that when they die it will be as though they never lived. But what’s sadder yet is that when the sweat of their death bed wakes them up to the fact that they’ve missed their life, they’ll be haunted by the classic lament of life’s biggest underachievers: “I could have, I should have, if only I would have.”

 Each day you have two choices: performance or excuses. Choose well, it becomes your legacy.

We’re going to train on the steps to the sale again? This is getting redundant!

While helping to run a six-dealership automotive group, I would sometimes hear a complaint from members of the management team that expressed the following:

Our training this month is on how to hire and interview…again? This is getting redundant.

As a speaker and trainer who produces monthly training dvds, and gives one thousand training sessions for clients each decade, I have from time to time heard this complaint from a customer:

What have you got that’s new? Topics like holding people accountable, casting vision for your organization, developing your leadership skills, setting the right expectations, learning how to interview and the like is getting a bit redundant.

To fully understand how inane these laments are, try to imagine the following conversations ever taking place: 

Tiger Woods to his coach: I have to hit ten buckets of balls again today? This is getting redundant!

Tom Brady to Coach Bill Belichick: We have to practice the same six pass routes gain today? This is getting redundant!

 Cy Young Award winner, Roy Halladay, whining to his manager, I have to practice the same five pitches again today? This is getting redundant!

Every serious professional in any endeavor knows, embraces, and applies this important performance rule: Until you’re perfect, it’s not redundant!

The reason I continue to speak, write and expand upon leadership themes like character, discipline, hiring, accountability and vision, is because so many of the leaders I know still fail miserably in these endeavors and their organizations suffer substantial consequences. And this is exactly why you must relentlessly hammer certain non-negotiable training topics throughout your organization. After all, it’s not the brilliance of your plan, but the consistency of right actions that creates performance breakthroughs. Here are some thoughts to help you inculcate this mindset into your culture.

1. The “It’s gotten redundant” excuse is normally whined out by lazy, arrogant, overrated employees who overestimate their ability while you underestimate what they’re costing you with their “been there, done that, I have arrived,” mentality. Tell them that once they’re perfect, they can stop practicing, but until that day they’re going to keep working at the essential disciplines you deem as non-negotiable. You’re not offering them “multiple choices,” but a condition of employment.

 2. No one on your team has to do anything extraordinary to reach the next performance level, but they will need to do the ordinary things extraordinarily well, and that comes only through practice and repetition.

 3. Lack of knowledge is not what is holding you or your team members back from better results. For the most part you know full well what to do but you’re still not doing it! Until you discipline yourself to close the gap between knowing and doing you’ll fail to reach your fullest potential.

4. Consistency of execution is what separates the good from the great. Anyone can be brilliant in the basics occasionally. That’s not special or worthy of acclaim. To be the best you must consistently do more of what you know to do and do so even when you don’t feel like it; on the bad days, when it’s not easy, cheap, popular or convenient. 

5. If you are the leader, and you accept the “this is getting redundant” excuses from your sniveling team members, then you are the problem. Sadly, you’ve attracted whiners and wannabes in your own image, and your attempts to correct their errors will be considered as hypocritical and ineffective. You’ll need to step up and pay the price personally before you can raise the bar for your team.

6. The level of your practice determines your level of play. If your performance isn’t what is should be, it indicts and convicts your practice ethic.

7. Stop letting “good enough” get in the way of becoming great. Some of your team members have reached a level that they—and you—consider as “good enough.” This plateau has removed any pressure, urgency or incentive from continuing to stretch, learn, and train in order to become great.

Here are three of my favorite quotes on preparation and paying the price for success. You may find it useful to post them in your conference room and point to them when the perennial pretenders on your team complain about your efforts to improve them:

Successful people have made the habit of doing things that failures don’t like to do. Successful people don’t like to do these things either. But they subordinate their dislike to the strength of their purpose.  The strength of their purpose propels the successful to their dreams, forcing them to do the things they don’t really want to do so they can obtain the things they deeply want to achieve. E. M. Gray

You can put together a fight plan or a life plan, but when the action starts, you’re down to your reflexes. That’s when your practice shows. And if you cheated on your practice in the dark of the morning, you’ll be found out under the bright light of the competition. Joe Frazier

A champion doesn’t become a champion in the ring; he is merely recognized in the ring. The “becoming” happens during his daily routine. Joe Louis

While it is important to have employees with high potential, continually touting someone’s potential is normally an indication that the person hasn’t actually done much yet. The dictionary’s definition of potential bears this out: a latent excellence or ability that may or may not be developed; possible, as opposed to actual. To fully appreciate the implications of this definition, it’s also helpful to grasp how latent is defined: potentially existing but not presently evident or realized.

Have you or your managers been hiding behind “potential” as a means to rationalize keeping someone who does not presently add value to your team? Consider the following four thoughts in this regard:

1. Potential is common. In fact, it can be confidently stated that everyone has potential at something.

2. Unfulfilled potential is nearly as common as potential itself. The world abounds with those who, on their deathbed, are haunted by personal confessions like, “I could have,” “I should have,” “if only I would have.” Calvin Coolidge nailed it when he said: “The most common commodity in this country is unrealized potential.”

3. Continually falling short of one’s potential may indicate serious flaws within an individual: lack of drive, passion, character, discipline, focus, work ethic, energy, or persistence. Someone who cannot develop or control these aspects of their lives will normally require enormous amounts of management time and energy as their leaders beg, threaten, and regularly pump up a laggard with “potential” in order to get them to do their jobs. To once again quote Coolidge: Nothing in the world can take the place of persistence. Talent will not; nothing is more common than unsuccessful men with talent. Genius will not; unrewarded genius is almost a proverb. Education will not; the world is full of educated derelicts. Persistence and determination alone are omnipotent. The slogan ‘Press On’ has solved and always will solve the problems of the human race. As author Liane Cordes observed, “Continuous effort – not strength or intelligence – is the key to unlocking our potential.”

4. You are expected to work with someone according to their potential for a period of time, but eventually you must work with them in accordance with their performance. In other words, there comes a day when people with potential must stop belching out the baloney and bring home the bacon. How long should you work with someone according to their potential depends upon several factors. Common sense is more useful here than a cut and dry, pre-established cut-off date. Here are three guidelines:

A. Even if the person is not growing as fast as you’d like, do you see measurable progress in reasonable periods of time. and without “one step forward and two steps back” regressions? If so, continue investing in the employee.

B. What is holding them back: teachable or unteachable deficiencies? Both knowledge and skills related to job competence can be developed through training. But if they lack “inside” traits related to their character, drive or attitude, there is little you can do to influence these factors in a meaningful way. You should cut your losses and redirect your energies into finding and developing people who possess those vital critical success factors.

C. Has your management team done its job to create a culture conducive to developing the potential of others? An employee may have a bag filled with fertile seed, but the seed in their bag won’t produce a harvest unless there is fertile ground in which to sow. Creating this environment includes duties like setting clear expectations, ongoing training and coaching, and a value system that rewards results over tenure, experience, and best efforts. It is the responsibility of your leadership team to: select employees with the “right stuff” in the first place, and then draw out those assets in order to make up the difference between where someone is currently and where they have the potential to grow. In the absence of fulfilling these responsibilities, discarding someone for failing to perform is reckless and unfair.

The Nike slogan, “Just do it” never resonated with me, because it smacked of procrastination. “Just do it” indicates that you haven’t done anything yet. In order for each of us to move forward in our jobs and in life, we must move from “just do it’ to “just did it.” The same holds true for the underachieving high potentials that remain on your team. It’s on your watch that they continue to waste resources and opportunities, relegating you more of an enabler than a leader as you preside over their mediocrity and abet the diminishment of your enterprise.