Singleness of Purpose

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Success demands singleness of purpose.
~ Vince Lombardi, arguably the greatest football coach of all time

Extraordinarily successful people, companies, and teams always have one product/service/idea they’re most known for or that makes them the most money. They may have other important things too, but only one of them is the most important.

Having clarity on a single purpose — especially one that combines your top passion and skill — is the simplestand smartest thing you can do to propel yourself toward the success you want. This principle shows up consistently in the lives of successful people and companies because it’s a fundamental truth.

It is those who concentrate on but one thing at a time who advance in this world.
~ Og Mandino

Technological innovations, cultural shifts, and competitive forces often require that your ONE Thing evolve or transform. The most successful leaders and organizations are always asking, “What’s our ONE Thing?” If you don’t currently know what your ONE Thing is, then your ONE Thing is to find out. And as a leader, you need to engage your team to find out, get clear, and stay focused.In this episode, Jesse shares what he’s learned from chapter 3 of the book The ONE Thing and provides examples of applying the lessons.

 

89% OF EMPLOYEES ARE DEMOTIVATED BY INEFFECTIVE MANAGERS AND LEADERS

89% of Employees are Demotivated by Ineffective Managers and Leaders

It might hurt, but look in the mirror if people around you are low energy slugs.

The greatest ability is the ability to develop abilities.

98% of employees who have good leaders are motivated to do their best. Only 11% of employees with ineffective managers felt motivated to give their best.*

The magic question:

Improvement stops when people believe they’ve reached the level of “acceptable” performance.

Challenge people to reach for the next level by asking a simple question.

“How do we take this to the next level?”

I’ve been asking teams this question. It works.

7 keys to reaching the next level:

  1. Paint a picture of the next level. “What might the next level look like?”
  2. Ask, “What might you do to take your performance to the next level?” Identify three or four possible behaviors.
  3. Create focus before performance.
    • “What do you plan to do?”
    • “What’s important?”
  4. Give pep talks before performance.
    • “You got this.”
    • “I know you can do this.”
    • “I know you’re going to do even better than last time.”
  5. Provide immediate feedback after performance.
    • “You looked down when you were thinking. You lost me.”
    • “You wandered at the end of the meeting. How might you end better next time?”
    • “You seemed resistant when you kept asking the same question. How might you practice greater openness?”
  6. Appreciate improvement. “You paused and lowered your voice before the main point of your presentation.That really worked.” The Boston Consulting Group reports that the number one factor in employee happiness is appreciation for their work.
  7. Clarify reasons for success.
    • “What did you do differently?”
    • “What did you do this time that you need to keep doing?”

Tip: You never get to the next level by repeating the past.

How might leaders bring out the best in others? In teams?