• The quality of a person’s life is in direct proportion to their commitment to excellence, regardless of their chosen field of endeavor. Vince Lombardi

  • It is estimated that 80% of mergers and acquisitions that occur today fail to meet initial expectations.

  • Companies Don’t Solve Problems.
    People Do.

  • People are the core strategic asset. To be successful, a company must listen, involve, encourage, nurture, support, empower, and reward all its constituencies.

  • Leadership IQ being equal, it is believed emotional intelligence – how we manage ourselves, our emotions and the emotions of others – accounts for 85 – 90% of what separates the most outstanding leaders from their peers.

  • Employee loyalty builds customer loyalty, which builds brand loyalty. It’s as simple - and as difficult - as that.

  • The great thing in this world is not so much where we are, but in what direction we are moving. Oliver Wendell Holmes

  • The key to building a culture based on Trust and Personal Responsibility is getting all employees to be committed to the organization’s Vision and the Values That Build Trust.

  • The number one fear in the world is public speaking. “You” vs. “I” messages are powerful tools for capturing your audience’s attention.

  • First, people don’t grow and change much unless they’re in a supportive environment where people know what they want to do and encourage them to do it.

  • If you want 1 year of prosperity, grow rice. If you want 10 years of prosperity, grow trees. If you want 100 years of prosperity, grow people. – Chinese Proverb

  • No one of us is as smart as all of us – when teams function well, miracles happen.

  • Corporations can work five times harder and spend five times more money to gain new customers, or they can keep the ones they have.

  • Learn something every day. Never stop learning.

  • 50 – 70% of how employees perceive their organization can be traced back to the actions of one person – the leader.

  • 70% of organizational changes fail and these failures can be traced to ineffective leadership.

  • It costs 10 times more to gain a new customer than it does to keep an existing customer.

  • A survey of 350 executives across 14 industries, 68% confirmed their companies experienced unanticipated problems in their change process. – International Consortium of Executive Development Research.

  • 25 of every 27 customers who have a bad experience fail to report it because they don’t believe anything will change.

  • 85% of business leaders agree that traditional differentiators alone are no longer a sustainable business strategy.

  • 78% of consumers say their most satisfying experience occurred because of a capable and competent customer service representative.

  • Leadership is being the best you can be, and helping others be the best they can be.

  • The key to keeping customers satisfied and loyal is to value and train employees while making them an integral part of corporate success.

  • Change is constant. To implement change you must listen, engage, and empower individuals in the change process.

  • Effective coaching is a key method for increasing productivity and profitability in an organization. Recent studies have shown that 85% of the workforce wants holistic coaching so that they can continually improve and grow.

  • Personally, I am always ready to learn, although I do not always like being taught. Winston Churchill

  • "High performing organizations are constantly focusing on improving their capabilities through learning systems, building knowledge capital and transformational learning throughout the organization.” - Ken Blanchard

  • The brighter you are, the more you have to learn.

Midwest Book Review - THE POWER OF MAGNETIC LEADERSHIP

midwest-book-review

The Power of Magnetic Leadership:
It’s Time to Get R.E.A.L.
Dianne Durkin with Carey Earle
Loyalty Factor, LLC
9781453751237 $19.00
www.loyaltyfactor.com 

March, 2013

 

Magnetic_Leadership_Foreword_2012

The Power of Magnetic Leadership: It's Time to Get R.E.A.L. distills the wisdom and experience of multiple company leaders into a resource filled with tips, tricks, techniques, and strategies to encourage the best possible results from one's organization. The acronym in the subtitle refers to (R)ecruiting and retention efforts; (E)mployee engagement, empowerment, enrichment, and environment; (A) appreciating, rewarding, and recognizing employees; and a culture of (L)eadership that needs careful cultivation. Chapters cover how to identify one's own leadership style and strengths, how to discern which aspects of the workplace are top priority to improve, how to visualize a plan for the future, and much more.

 

"When we become involved in the interview process, it is easy to forget we are not the only one doing the evaluation. We have to remember the candidates are also evaluating us and our company. They have their own criteria that they want met... What is important, special, right, wrong, good, bad, desirable, or undesirable for that person? You can learn this by asking candidates, 'What questions do you have for me?' Their first question provides you with an indication of what is of prime importance to them."

Also highly recommended, especially for anyone in a business leadership or human resources position, is author Dianne Durkin's previous guide, "The Loyalty Factor" ($19.00, 9781453762691).

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