From Lamb To Lion: Courageous Leadership For Tough Times

In this challenging market, I’ve been working with companies to turn their bottom lines from “in the red” back to six figure profits. Because of my work, I’ve seen some oft-repeated patterns that are not only disturbing, they’re actually directly causing that red bottom line!

I think these fatal mistakes are caused by the managers’ lack of courage. I call these managers “lambs.” They are unwittingly letting themselves be lead to….. You know what I mean. This “lamb” management style may have worked in markets that drove success, but this style isn’t working now.

THREE FATAL MISTAKES “LAMBS” MAKE

1.) Keeping non-producers.
2.) Hiring with “wimpy” expectations (or none).
3.) Allowing gaps in “agent development.”

Mistake #1: Keeping Non-Producers

A few years ago, I started managing an office that was literally known as the “office where agents went who didn’t want to work.” What a great recruiting slogan! The previous manager had hired just anybody and kept just anybody. Your hiring and retention strategies absolutely create your image, and you can’t escape it. Oh, I know. They’re “all nice people” and “they’re trying.”

Sure they are. How do you know they are trying? You don’t. You just want to think that. Why are you keeping those non-producers? What do they do for you? What would a producer do for you? If you don’t want to be known as the same “recruiting slogan” I inherited, then stop retaining those non-producers and get the courage to terminate them.

You’ll never recruit producers with more than 10% non-producers hanging on and determining your image. Lack of courage: The non-producers are running your office. Courage: You are setting the standards as a “lion” leader. Part of your standard is to terminate those who aren’t contributing sufficiently to your business.

Mistake #2: Hiring With “Wimpy” Expectations

We all think we do a “mutual expectations” talk during the interview. Unfortunately, it’s too “wimpy” a conversation. Recently, a manager said to me, “I hire with expectations. I expect them to come to meetings and educational opportunities, and to be a “team player.” All right. Pretend you’re sitting in the candidate’s chair.

What did you hear was most important to the manager? What did you hear you have to do to be a “part” of that company? What do you think assures success? If you do the “wimpy” or lamb’s version of the mutual expectations, stop it right now! Do you want them to produce? Do you expect them to start your start-up plan in the first week?

Do you have a start-up plan? If you expect productivity and you have a plan to get the agent to productivity fast, say that! Build excitement for your plan for success, and ask for a firm commitment directly. Future good-to-great producers will jump at the chance to work with you. Non-committed, future poor producers need not apply.

When I give this presentation to management teams or associations, I include three specific critical mutual expectations dialogues, to model the behavior I need to change the paradigm from “lamb” selection processes to “lion” leadership processes. Lack of courage: Expect little and get wimpy or no agreement. Courage:Get agreement on the critical components for success.

Mistake #3: Allowing Gaps in “Agent Development”

I’ve stopped thinking in terms of selecting, training, and coaching. Instead, I think in terms of “agent development.” What’s your plan for developing that agent from the time of that selection interview, through orientation, through implementing the startup plan, through training? Where are your “gaps”?

One of the most common gaps is that time between orientation and training. The agent sits around and gets bad habits—sometimes for months until training starts. By that time, the agent is de-motivated—out of steam. Don’t let that first week go by without an implemented plan to get the agent into the stream of business— lead generating.

Lack of courage: Not putting that agent to work in the first week so he/she can have success. Courage: Starting that start-up plan and holding that agent accountable to his/her success (they expect it in 30 days, you know!)

DEVELOPING THE LION MENTALITY

Have you been acting like a “lamb” or a “lion”? Stepping up to courageous lion leadership will solve any and all of your recruiting and retention challenges. To make the “switch”: Get the needed “how to” systems to guide you, and hire the best management coach you can find, so you get support for your desired “lion” strategies. Start now.