Author: David Novak Leadership

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David Novak Leadership in the News

Dr. Diane Hamilton: Leadership Development with David Novak

Post author By David Novak Leadership
Post date 07/02/2019

[cs_content][cs_element_section _id=”1″ ][cs_element_row _id=”2″ ][cs_element_column _id=”3″ ][x_image type=”none” src=”https://davidnovakleadership.com/wp-content/uploads/2019/07/565TTLsquare.jpg” alt=”” link=”true” href=”https://drdianehamilton.com/leadership-development-helping-people-become-better-leaders-with-david-novak/” title=”” target=”blank” info=”none” info_place=”top” info_trigger=”hover” info_content=””][/cs_element_column][cs_element_column _id=”5″ ][x_custom_headline level=”h2″ looks_like=”h3″ accent=”false” class=”mtn”]LEADERSHIP DEVELOPMENT: HELPING PEOPLE BECOME BETTER LEADERS WITH DAVID NOVAK[/x_custom_headline][cs_text]Brands like KFC have become global household names. This kind of success is made possible my leaders who are leading leaders like David Novak. He is the Founder and CEO of David Novak Leadership and the Co-Founder and retired Chairman and CEO of Yum! Brands, a fast food company that operates the brands Taco Bell, KFC, and Pizza Hut, among others. He narrates how he was always into leadership even from a young age. He shares about how he managed to lead Yum! Brands as a global company, spinning off all the way to China. David believes in patterned thinking and shares his tips on how to look for ideas like what they did with Cool Ranch Doritos. He also introduces his book on developing company leaders called Taking People with You and talks about the digital leadership development platform he created to help people become better leaders.

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Why Your Leadership Mindset Matters

Post author By David Novak Leadership
Post date 05/21/2019

As a leader, your mindset influences everything. It affects your attitude, how you handle challenges, and ultimately your success.

If you have the wrong mindset, it will show.

You know the kind of leader who has the wrong mindset. He is negative and difficult to be around. He’s out of touch with his team, to the point that they have lost all confidence in his ability to lead them. Basically, he is the kind of leader who is impossible to follow.

If you don’t want to be that guy, here are three principles that will help you choose the right mindset:

Leadership is not just a job, it’s a purpose.

A leader’s role is to inspire, motivate, and provoke others to be great at what they do. If you are the person who has been chosen to do those things, then it’s important to realize the privilege you’ve been given. When you recognize this responsibility, it transforms your behavior. Have you ever noticed how people flock toward leaders that acknowledge how fortunate they are? A grateful leader is more inspirational than one who disregards the influence they’ve been given.

Recognize people are counting on you do to your job.

The best leaders know their purpose is to support their team. By doing your job well, you enable them to do their job well. If you aren’t helping them, you’re hindering them. Goals can’t be met efficiently if you don’t give your people the resources they need. Success remains untapped if you don’t give your team clear direction or set expectations. As a leader, you set the precedent for others. If you do your job well, others will win. And remember, when they win, you win.

You cast a shadow.

Whatever a leader does, others follow. This is true of every organization. People will look to you to model their behavior. If you’re always scowling and pointing out the negative, your team will feel the effect of it; and that gloom will trickle throughout the organization. But if you’re energetic and passionate about what you do, others will do the same. Think about the behaviors you want to inspire in your team and live them out. As a leader, you make or break the culture.

Do you want to transform your leadership? The Heartwiring and Hardwiring Your Leadership™ Program is designed to help you become a stronger leader. It teaches you how to lead yourself and how to inspire others to do their best and make a positive difference in the world. Sign up for a free demo of the program at learn.ogolead.com/demo.

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Are You Hirable?

If you think having a great resume and a prestigious qualification makes you hirable, think again. Many employers look at qualities as well as qualifications.

If you want a long career in your field of choice, you need to be the type of candidate people want on their team. So, what kind of candidate is that?

Have you ever wanted to tap into the thoughts of a hiring manager to learn why some people get hired and others don’t? You might be surprised by what you discover. If you think a great resume and prestigious qualifications are enough, think again.

We’ve asked David Novak, former CEO of Yum! Brands, what he looks for when he hires someone, and this is what he told us:

Most leaders will start by verifying that a potential candidate is smart and intelligent. The applying person must have the skills for the job, otherwise it simply won’t work out. Competence is the first qualifier.

The employer will then dig deeper to make sure the candidate is a good fit. During an interview, the hiring manager typically looks for two things:

1. Why will this person be a great addition to our team?

2. Does this person have the ability to learn?

David believes the difference between a good performer and a great performer comes down to a desire to learn. Are you the kind of person who wants to learn from others? Do you seek out best practices in your field? Hiring managers look for the candidates who are curious because they strive to learn throughout their career and, as a result, raise the game for other members in on their team. When interviewing, be prepared to share how you are passionate about learning. This just might set you apart from other candidates.

After interviewing applicants, David determines who to hire by asking himself, “Would I want my daughter to work for this person?” If the answer was no, then that person wouldn’t get the job. However, if David saw someone with a special leadership quality, someone who would invest in his daughter and help her become the best she could be, he would hire that person.

Hirability is the one quality that will help you get through the gates and onto a path towards a successful career. Being a learner and a leader are equally important, and we are committed to helping you develop in those areas. Check out the David Novak Leadership Podcasts and learn from other great leaders at David Novak Leadership.

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Strategies To Motivate Reluctant People

Post author By David Novak Leadership
Post date 04/16/2019

Implementing new initiatives can be a challenge for any leader, but it is especially tough when you have reluctant people on your team. Whether their hesitant behavior stems from caution, lack of enthusiasm, or because they are simply unwilling to shift, reluctant people will resist change and, ultimately, slow down progress.

Fortunately, it is possible to get reluctant people to move forward. All you need is the right strategy.

Here are two steps to motivating reluctant people:

1. Align your team

Give your team all the facts. Once everyone is on the same page, you should ask for their input. Let your team speak into the initiative, and give your most reluctant team members an opportunity to offer their ideas. Everyone should have a voice. You might end up discovering the reason behind the reluctance, and have the chance to address any concerns.

2. Get them involved

No involvement equals no commitment. After you get input from your team, it’s time to figure out where your most reluctant people will fit best. Give them opportunities to contribute. If they become involved in your initiative, they’ll be more committed to seeing it through.

By communicating to your team that you value their input and believe they are capable of bringing about change, they will be more willing to embrace new initiatives.

For more tips on motivating reluctant people, head over to our podcasts and listen to Blaine Hurst describe how he convinced his reluctant team at Panera to implement their ground-breaking delivery service.

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Four Seats You Have To Fill on a Winning Team

Post author By David Novak Leadership
Post date 03/26/2019

How do you build a winning team?

Have you noticed how great leaders always praise the people who helped them succeed? How did these leaders build a winning team, and what makes a team great?

Goals can’t be met when teams are disjointed, or lack the skills needed to get the job done. Simply put, a talented team who works well together wins.

A winning team needs four kinds of people:

Promoter
A promoter has plenty of drive. Their strength lies in growing others’ ideas and contributing to their team. They are passionate and energetic.

Supporter
The supporter is the backbone of the team. They are givers who seek to help their team members. They thrive on recognition and value respect.

Controller
The controller is the “doer” of the team. Controllers are decisive, confident, and focused. They get the job done.

Analytic
Analytics are the problem-solvers. They are goal-oriented, detailed, and logical. Their disciplined and systematic approach ensures great results.

Does your team meet all of these categories? If not, you might need to think about rounding out your team’s skill sets. Why is this important? Say you have a team full of ideas-people but no implementers, how would anything get done? An imbalanced team can’t win.

Once you’ve built a winning team, the next step is to lead them according to their strengths. Are you the kind of leader people want to follow? Find out by taking our FREE online leadership assessment.

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3 Powerful Questions to Drive Results

Post author By David Novak Leadership
Post date 03/19/2019

The best leaders are always building know how. They seek to learn from every situation so they can improve and drive more consistent results. But they may not ask all the right questions to maximize their learning from each situation.
Former PepsiCo Chairman and CEO Andy Pearson taught a powerful follow through technique using these three simple questions:

What? | So What? | Now What?

He brought this technique to Yum! Brands and they used it to evaluate every promotion and new product launch to ensure they captured all of the learnings from each event. Here’s how it works.

What?

The purpose of answering this question is to simply capture what happened. If you launched a new product, it would include a summary of all the facts, figures and results. You also want to include a description of the product, how it was promoted, the key functional learnings from operations, training, and marketing and how it performed from a consumer and financial perspective.
Too often organizations and teams simply report the “what,” then move on to the next activity without really stopping to assess the key learnings and implications of their actions. In 2004, KFC launched an unsuccessful product called Oven Roasted Strips. The project team brought in the typical post promotion analysis that answered all of the “what” questions. But the brand president, Gregg Dedrick, wanted more answers. He wanted to know the “So what?”

So What?

Asking “so what” adds additional insight to the evaluation. It is meant to get to the heart of the issue and clarify why the facts, figures and results matter to you or the organization. It is a way of asking what the consequences or implications of the actions that you took are, not simply whether it was successful or not.
In the Oven Roasted Strips analysis, it was clear that consumers wanted the brand to offer non-fried options, but there were many steps missed in the development process that led to an inferior and poorly executed product. Such performance was costly and unstainable. This discovery naturally led to the next question. “Now what?”

Now What?

Asking “now what” is a call to action. What are you going to do differently as a result of your experience? How are you going to apply what you learned?
Asking “now what” in the Oven Roasted Strips case led to a more robust development and testing process that ensured every new product was optimized before going to market. Adding this process dramatically increased the success rate of future promotions and product launches.
If you want to build your know how and get the most learning out of every activity that you undertake, then challenge yourself and your team with these three powerful questions. What? So What? Now What?
If this leadership insight was helpful to you, invite others to join you by sharing this blog. You can find more great tips and leadership resources at DavidNovakLeadership.com.

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Two Ways To Maintain a Positive Culture When The Chips Are Down

Post author By David Novak Leadership
Post date 03/12/2019
1 Comment on Two Ways To Maintain a Positive Culture When The Chips Are Down

Imagine the worst has happened. The credibility of your business is on the line. Social media is slamming your organization and you’ve lost goodwill with your customers. Morale is down. People are murmuring negative comments at every team meeting. You’re even wondering if maybe the time has come to call it quits.

Okay, so this example is pretty extreme, but you probably know what it feels like when the chips are down.

When times are hard, maintaining a positive culture can be difficult. How can leaders defy being dragged into negativity?

The answer is simple: you must let your cultural values guide you through the tough times.

People will feel more confident when your values are a main factor in the decision-making, especially when the situation looks bleak. For example, when Yum! was being formed, the executive team hired someone who ended up not being a good fit for their culture. The team had to decide between letting that person go, which would lead to a dive in stocks, or keeping him, and consequently communicating to their staff that culture wasn’t as important as they had claimed.

The executive team at Yum! chose culture, and it turned out to be one of the best decisions they ever made.

Another way you can maintain positive culture is to recognize people who are already doing the things you want to see more of. What are they doing right? Be specific. By recognizing those who bring value to your organization, you encourage others to do the same, and in effect, you promote your goals among the team in a positive way.

Want more great leadership tips? Check out our leadership course, which gives in-depth advice on culture, recognition, and how to become a better leader.

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Two Tips to Help You Manage Your Weaknesses

Post author By David Novak Leadership
Post date 02/26/2019

Leaders are like anyone else in the sense that they are human and imperfect. Some leaders are impatient, others are too critical or non-confrontational. Everyone has places where they could use some help.
How do you overcome your leadership shortcomings?
The first thing you need to do is identify your weaknesses. Do you have trouble articulating what you want; are you easily overwhelmed, or just not into details? That’s okay! When you know your weak spots, they are easier to address.
For some leaders, their biggest strength is also their biggest weakness. For instance, you may be very passionate; however, when it comes to working with a team, you come across so passionate that people don’t feel comfortable disagreeing with you. Or perhaps you are very creative and you’re always coming up with new ideas, yet you have trouble completing them because you’re constantly itching to move to the next thing. Is this the case with you?
Once you’ve identified your weaknesses, use these two tools to help you manage them:

Tip One: Be self-aware.
When it comes to your leadership, it’s important to examine yourself across all areas, focusing on the spots that need the most help. Know what your tendencies are. When you can catch yourself operating out of weakness, you’re more able correct it.
Tip Two: Ask others to help you.
Sometimes it can be difficult to know when you’re operating out of weakness. Inviting others to speak up when you default will give you more insight, and you’ll learn how to recognize and avoid those behaviors.
One of the hardest things you’ll do as leader is owning up to your shortcomings. But it’s worth it because humbly recognizing you’re not perfect, and working hard to become a better leader, will make you a leader others want to follow.
If you want to learn more about how to overcome your weaknesses, visit DavidNovakLeadership.com and check out Jason Goldsmith’s podcast to learn how he coaches top rated golfers to manage their weak spots.

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6 Daily Routines of Successful Leaders

Post author By David Novak Leadership
Post date 02/05/2019
2 Comments on 6 Daily Routines of Successful Leaders

One of the powerful secrets of effective leaders is establishing daily rituals or success routines. These leaders identify a few key behaviors that are important to them, and then they Hardwire, or put process and discipline around the behaviors, so they turn their intentions into action. We’ve asked a few of our David Novak Leadership Podcast guests what daily routines they follow to ensure they have the best day possible. Here are a few tips from some very successful leaders.

Prepare the Night Before

For David Novak Leadership founder David Novak, his daily routine actually starts the night before. Before he goes to bed, he looks at his calendar for the next day and asks himself, “What’s going to make each one of those meetings successful?” Then he tries to envision what a successful meeting would look like. By thinking about it the night before, David can go into each meeting prepared and focused on coming out with successful outcomes. Watch Here

Cultivate A Positive Attitude

Harry Arnett, SVP Marketing of Callaway Golf, understands that deciding in advance to have a good day matters. So, each morning before he leaves for the day, Harry tells his wife and kids the same thing: “Let’s go make sure we have a better day today than we did yesterday, and let’s make a positive influence on at least some person today.”

Ken Langone, Co-Founder of The Home Depot, asks himself, “What can I do today to be as good a person as I hope I can be.” By asking and answering this question, Ken is preparing himself to look for ways to be the good person he wants to be, rather than hoping it will happen by chance. Watch Here

Physical Exercise

Brian Cornell, Chairman and CEO of Target Corporation recognizes the importance of exercise, so he is creative about building it into his schedule each day. Whether its 20 minutes in-between meetings or 20 minutes at the end of the day before a dinner function, he gets on the treadmill, which helps him manage his stress and refreshes his energy. Listen Here

Schedule Management

When David Novak realized that people tried to avoid him until around 10:00 in the morning because he is not a morning person, he learned not to schedule any major meeting till after 10:00 AM. This allows him to be at his best.

Connect with Others

Micky Pant, Chairman of Yum! China, makes it a habit to walk throughout the office talking to employees, which ensures that he is available and visible to his team.

Follow Up with Others

Jamie Dimon, JP Morgan Chase Chairman and CEO, is disciplined about follow-up. One way he keeps track of his tasks is by keeping an 8×10 handwritten list with him at all times. He lists the emails and phone calls he needs to return, he keeps track of who owes things to him so he can follow-up, and he lists things he needs to think about and will reflect on this while he’s driving. When an item is completed, he obliterates it off the list with joy. Watch Here

These success routines have worked well for these leaders. Which ones will help you become the best leader you can be? Think about what behaviors you might put into place to ensure you have the best day possible, then put them into practice and make them part of your daily routine.

If you haven’t received your free subscription to David Novak Leadership click here to subscribe and gain access to all of our free learning guides, blogs, and podcast clips. If you are already a subscriber you will be automatically redirected to all of these resources.

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How a CEO is Challenging All Politicians

Post author By David Novak Leadership
Post date 12/11/2018

A CEO challenge to elected officials: Re-think and hone your leadership skills

David Novak | @DavidNovakOGO Published 6:02 AM ET Thu, 6 Dec 2018 on CNBC

On Jan. 3, at least 109 newly elected members of Congress will assume office in Washington. While their beliefs, backgrounds and sympathies may differ, they will all arrive with one thing in common: a sincere desire to solve big problems and help make our country better.

That this statement has inevitably caused some of you to roll your eyes is evidence of just how polarized and dysfunctional our political system has become. The growing lack of civility between Democrats and Republicans, liberals and conservatives has convinced us that folks with opposing philosophies can’t possibly work together to solve our nation’s problems. As a result, far too many of us — elected officials included — have fallen prey to a nasty case of confirmation bias: We embrace information that validates our existing belief system and ignore that which challenges or seeks to expand it.

If ever there was a time for true leadership, now is that time.

As the co-founder and former chief executive of YUM! Brands, I have seen the best of what leadership can accomplish. And in the wake of George H.W. Bush’s death, I am reminded of the power of “honest compromise and shared progress,” as his former rival Bill Clinton wrote about his beloved friend. With engaged, inspiring leaders, warring factions can find common ground and stubborn problems can find solutions. But when leaders tear each other down, don’t invite input and — most dangerously — doubt the sincerity of their coworkers, problems worsen and enterprises fail.

Open minds

In my experience, working toward a common goal doesn’t require common beliefs. But it does demand open minds. Leaders accomplish nothing when they work in opposition to their own people. For elected officials, this means forgetting whose vote they did or didn’t win, identifying common goals, soliciting ideas from everyone and walking a path toward practical solutions.

I’ve seen amazing things happen when people with a common purpose are inspired to set aside their differences. When I became president of KFC in 1994, the business was in decline and franchisees, who owned 70 percent of the restaurants, were in open revolt against the company. Still, it was clear that everyone sincerely wanted the business to succeed.

By the time I left the job, in 1997, sales jumped and profits had more than doubled. A financial analyst will tell you that product innovations — new menu items that spurred $125,000 in incremental sales per store — drove that turnaround. But it was only after we settled our differences with the franchisees that we were able to work together and produce those innovations. The revival of KFC was a financial win, but it was a testament to what can happen in a short period of time when common goals meet mutual trust.

Of course, the problems our country faces are far greater than anything a fast food restaurant might contend with. But we can agree on what those challenges are. Health care, immigration and the national debt are critical issues that require solutions now instead of continually kicking the can down the road. Without inspired, passionate leadership, any hope of finding those solutions is dim.

Like many Americans these days, I am saddened by the state of our politics. But I have seen time and time again in business the power of skillful leadership to turn even the worst situations around. And I want to do my part to help.

Teaching leadership

For the past 20 years, I have made it my mission to create better leaders in all factions of life. In 2012, I formed the Lead2Feed Student Leadership Program, which helps middle- and high-school students learn leadership skills while working to meet a community need. In 2017, I helped launch the Novak Leadership Institute at the University of Missouri, which offers a new approach to leadership education rooted in the principles of empathy and strategic communication.

At David Novak Leadership, the leadership training company I co-founded in 2017, we give aspiring leaders the opportunity to step back, reflect on their leadership and develop a plan to drive transformational change. Our leadership principles have helped thousands of people from all levels and all walks of life gain a new perspective on their own leadership approach by tearing down confirmation bias, bolstering their productive conflict skills and demonstrating a powerful positive mindset to solve stubborn problems.

As Albert Einstein once noted, we cannot solve our problems using the same thinking that created them. That’s why we are making David Novak Leadership’s Essential Leadership Traits digital training program available for free to all elected officials in the U.S. at the federal, state and local level. I know in my heart that this course can help all leaders, no matter how much experience they have, become more self-aware and effect positive change. If this offer helps even one of our leaders do that, the effort will have been worthwhile.

Like you, I love this country and know we are capable of so much more. Like you, I am dismayed by the state of our political dialogue. But I am not fatalistic, and I am not ready to give up. There’s no doubt in my mind that all our elected officials want our country to succeed.

Time and again, this country has come face to face with despair, until a leader emerged, from either side of the aisle, to help renew our optimism. Personally, I believe there are leaders out there, and we should all do our part to help him or her succeed.

Elected officials can access their free Essential Leadership Traits digital program at ogolead.com. Elected Officials click here.

David Novak is the co-founder and retired chairman of Yum! Brands and the co-founder and CEO of David Novak Leadership, a digital leadership platform.

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Why Delegation Makes You a Better Leader

Post author By David Novak Leadership
Post date 06/26/2018

Here’s a secret every leader should know: success isn’t a one-person show. Behind most big successes is a team of great people. A leader’s job is to empower their team to achieve great results, and a strong leader knows the importance of delegation in reaching their business’ goals.

When used correctly, delegation is a powerful tool that helps employees feel more engaged. Plus, goals are much more attainable when one person isn’t accountable for all the work.

It can be difficult to let go of work when it seems easier to do it yourself. But there’s great benefits to giving your team a chance to grow and take on new responsibilities. It’s important to know when to delegate though.

If you’re unsure about how you can best implement delegation, follow these guidelines:

The art of leadership is knowing when to give people total accountability, and knowing when they need a little coaching and help. Autonomy is an earned right. Don’t turn someone loose on something until they demonstrate they have the capability to do it right.
You want your people to feel empowered. Once you take the joy of the decision away, you take the joy of the job away. As soon as your new team members demonstrate that they have the capabilities to make the right decisions, empower them by giving them more responsibility and influence.
Delegation involves knowing when to let go. You don’t want to hover over them and micromanage to the point that they can’t take flight. Let people fly a little bit earlier than you think they might be ready for. By doing so, you show trust and are giving them the opportunity to rise to the occasion. In Jonathan Blum’s podcast, he shares how his boss gave him a huge responsibility early in his career. Find out how that paid off for Jonathan by listening here.

When you delegate, not only do you allow yourself to focus on other things, but you also make your team feel needed and useful. When employees feel like their work matters, they are more productive and work hard for better results. It’s a win, win! How can you start delegating today?

Becoming a better leader isn’t easy, and David Novak Leadership is here to help! Check out our website for leadership advice, blogs and podcasts, all designed to help you become the best leader you can be.

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Break Through Team Deadlock

Post author By David Novak Leadership
Post date 06/19/2018

One of the toughest spots a leader can find herself in is a deadlock with her team members. Have you ever found yourself in this situation?
Your cross functional team is supposed to make a recommendation to the leadership team on Friday, yet no one seems to be on the same page. Marketing is ready to plow ahead. Finance wants more information before making a decision. The operations and supply chain representatives want to go in completely opposite directions. How do you break through this impasse and get to a unified recommendation?

Why This Tool Will Help You Break Through Team Deadlock

David Novak Leadership co-founder, Gregg Dedrick, commonly uses a tool he calls “beat that.” After listening to the perspectives and rationale from each of the team members, he commonly puts out a straw man recommendation and says “beat that.”
The “beat that” recommendation moves the team’s focus and discussion from defending individual positions to reacting to the recommendation on the table. It challenges people to make the recommendation better, not simply poke holes at it.
By creating a “beat that” recommendation, the team can move past impasse and align on a plan to take to the leadership team. It doesn’t mean the plan can’t evolve over time, but by definition, it is the best recommendation that they have at that time.
The “beat that” tool releases your team from deadlock and often creates the best final solution that everyone can agree on. Try using this tool the next time your team comes to an impasse.
For more leadership insight and techniques to help you become a better leader, check out the leadership resource section at DavidNovakLeadership.com.

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How to Handle Unexpected Surprises in Your Career

Post author By David Novak Leadership
Post date 05/01/2018

Have you ever started a job with high hopes only to be surprised by the reality of your responsibilities? Maybe your current job is taking you in a direction you hadn’t planned for yourself, or perhaps you feel stuck and aren’t sure if the organization you work for is a good fit.

How you navigate these unexpected surprises matters. And getting advice from others who walked this road before you can help.

First, keep in mind that the path to success isn’t always straight forward, and more than likely you’ll end up taking a few pit-stops before you reach your destination.

In the early days of his career, David Novak never imagined he would become the CEO of a multinational company. Like many, he started at the bottom and worked his way up. Whenever he was presented with a new opportunity, he jumped at it.

If you’re like David and want to reach the next level, it’s important to keep getting better at what you do. Read up on the latest trends. Discover better methods. Know what works well and hone in on that. This is called being an avid learner. Choosing to be an avid learner will not only help you grow in your knowledge and skills, but it will also help you grow as a person and a leader.

Everyone worries about their future at some point; however, it’s important to stay focused. Throughout your career, you will probably deal with obstacles and anxieties, but trust that time and experience will take care of everything.

When faced with unexpected twists and turns on your career path, keep pressing on because you never know what you’ll be capable of. Always aim to be the best you can be, and maybe one day you’ll find yourself in a position beyond anything you’ve dreamed of. Then it will be your turn to share your wisdom and advice with others so they can learn navigate the unexpected surprises too.

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Leading with Risky Ideas

Post author By David Novak Leadership
Post date 03/20/2018

Imagine you are given an opportunity that could be the chance of a lifetime…but there’s a catch. You can’t pull it off on your own and there is risk involved. You know without a doubt this is a risk worth taking. What do you do?

Successful leaders will tell you that taking risks is part of their job. But the other part of the job that rarely gets talked about is how to lead a team when you are ready to take the jump.

Taking risks doesn’t have to be a daunting endeavor. Make the process less stressful by applying this 2-step method

1. Get all the facts

Do research and explore your options. Find stats to support your decision and list the reasons why this risk is worth taking.

2. Get your team give input

Give your team a chance to voice their thoughts and concerns. They might bring up a point you haven’t considered.

Following these steps will solidify your reasons for taking the risk, and will ensure you don’t leave your team behind.

Now, imagine you are presented with the same incredible opportunity. There are still two catches, only this time you’re unsure if this decision is the right next step.

You are bound to have points in your career when you’re not 100% certain about a decision. As a leader, how do you instill confidence in your team about a risky idea or concept when you might not feel so confident about it yourself?

Don’t worry, we have steps for that, too:

1. Be honest

Admit that you don’t know. Your team will appreciate you being upfront. By being honest, you give your team a chance to get involved in the decision. Then, after considering the options, if you still think that it is right to take the risk, you make the call. If you decide to take the risk, follow the next step.

2. Ask for a team together/team apart execution

Team together happens when your team aligns as a whole to make the decision. Then, once the decision is made, everyone must be a team apart. They choose to follow the decision, even if they don’t entirely agree. They know it’s time to move forward and they set out to execute the decision to the best of their abilities.

Once your team is on board, put your sights ahead and give it your best shot. Stay on course, and only change if the data shows you’re headed in the wrong direction.

Hopefully, you will have the success that comes with taking risks, but even if you don’t, at least you’ll know that you were smart about it.

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How Do You Manage When "X" Hits The Fan ?

Post author By David Novak Leadership
Post date 03/06/2018

The biggest “X” to hit the fan in 2017 had to be the Equifax data breach. After all, when you let 145 million people down, that is a pretty big deal. The embarrassment reached new heights when the CEO admitted he wasn’t sure if the company was encrypting its customers’ data. Out of the millions who were affected, many didn’t feel Equifax was doing enough to handle the crisis.

We all face adversity in life, but the way we handle it can have a huge impact on our future success. Here are 5 things you can do when dealing with a crisis:

Don’t panic. We all know that person who doesn’t deal well under pressure. When “X” hits the fan, you don’t want to be that person. Instead, be calm, cool, and collected. If you trust that you’ll get to the right place, those who follow you will too.
Get the facts. Understand what caused the problem to happen. Don’t leave any area untouched. When leaders know exactly what they’re dealing with, they are more prepared to fix it.
Make a good decision based on those facts. Once you determine what caused the issue, the next step is to assess the “X” and make a plan to resolve the problem.
Tell everybody what you are going to do and why. Once you know how to tackle the problem, you need to alert anyone who has been affected by the crisis. Let them know the steps you’ve taken to understand the issue, and then tell them what you plan to do about it.
Layout what you’ll do to make sure it will never happen again. This is most important. As a leader, you need to show people that you care when things go wrong. When an organization proves it has learned from its mistakes, and promises to keep them from happening again, that earns trust.

Another way to earn trust is to make sure your communication is bullet proof and weasel proof. Be 100% clear about what you know. Don’t leave out information or only address certain issues. If you’re being inconsistent, or hiding certain facts, someone will point it out. Be forthcoming and don’t give anyone a reason to question you. You’ll be the leader everyone wants around when the next crisis hits.