Leaders Should Guide Direct And Encourage

Guide Direct And Encourage All Team Members

Guide Direct And Encourage is very much the message here. Now before we get going here I must point out that this blog entry was inspired by Eric Worre and Network Marketing Pro. I have embedded his video as part of this article.

Eric gives a powerful team building lesson here.

From a leadership or management perspective, what word is missing from the above heading?

Now, I am not talking about a word that should be there. I am suggesting that most people in an elevated position add another word into the mix and that word is criticism.

Be very careful and cautious of negative conversations and criticism.guide-direct-and-encourage

Should we criticize people, even constructively? I would say that the plain answer is absolutely not. Why?

Well us humans are bristling with pride and we really don’t need someone from management or more experienced leader criticizing us and exposing us to a negative and demoralizing atmosphere, when there is most definitely a better way.

A lot of the time it becomes a session for the more senior or experienced person to vent their frustrations at a team member in your network marketing organization. The most important thing here is the future outcome and progressive improvement.

Now We All Make Mistakes And Errors.

I think that we can all agree that everyone gets it wrong on occasions? But it isn’t the error that is the major challenge here. It is how the leader or manager deals with the aftermath.

So how about taking a different and more positive standpoint by first talking about what has happened, asking lots of good quality questions and listening to the answers. It must also be conducted in a calm and positive environment.

At all times refraining from being judgmental, mainly because the other participant in the conversation, most probably already knows that they could have carried out the instructions or completed the task much more effectively. They do not need someone to complain, condemn or criticize them.

Show Them That There Is A Better Way.

Once you have spoken to the person concerned, you need to take the position of mentor or guide, to ensure that things improve. You could say something like, “Next time maybe consider doing it this way.” More conversational rather than confrontational.

Eric talks about giving people direction, rather than going down the criticism route, which is the normal route for most people. How do you deal with people?

I prefer someone giving me smooth direction and just plain old encouragement. It’s more enjoyable for everyone, the person is more liable to learn from this scenario and the feel good factor will be left intact. The opposite is having a person who feels hurt, trampled on and fighting their corner.

Nobody likes to be told they are wrong and have the big stick or finger thrust in their face. Most times when I was in the hot seat I already new that I had made a mistake. I really didn’t need to have it pushed down my throat again.

In Summary.

Avoid clashes and criticism at all costs. Take the position of coach and give that person guidance, direction and a whole lot of encouragement.

Make the whole experience one where the person comes out of it with a good taste in their mouth and not having to bite their fist or swallow a bitter pill.

Hope this helps in some way.

To Your Success

Paul Bursey

Guide direct and encourage