To watch this event live, click here Friday, Feb. 23rd at 7 pm:


radioTake a listen to a recent radio interview with Joe Vagnone of WSIC Local Biz Now and myself where I discuss my business and some of upcoming seminars!

Local Biz Now interview


Are you a manager or a LEADER?


What is the difference between managing and leading people?

Why is management such a difficult thing?  Are you familiar with Peter Drucker?  Drucker didn’t like the word managers, so he used the word executives. He thought managers was kind of a dirty word.  You manage process you lead people. I wholeheartedly agree!

I believe that true leaders are teachers first! They want to develop you. They want your respect! A manager will simply tell you to get something done but not necessarily show you how or even why. They tend to pass down orders. So, how do you “lead” more than you “manage?” In my seminar, I teach business professionals how to become better leaders by studying (in depth) what I believe to be the core components of Leadership…Engagement, Motivation, Conflict Management, and Effective Communication. If you want to be successful, you have to master the essentials of leadership so people will be INSPIRED by you!

Pillars of Dynamic Leadership is a seminar that covers the following ideas. I’ve made some notes about what you will learn and understand after attending…

Understand the difference between managers and leaders and how to turn the former into the latter.

Identify your own leadership characteristics as well as characteristics that might be working against you so you can more effectively drive organizational initiatives.

I believe that effective and dynamic leadership is comprised of the following components:

1.Engagement (Are your employees engaged?):


Generate greater engagement with colleagues as well as direct reports by understanding and utilizing the characteristics of great leaders. Learn techniques to improve morale in order to increase employee engagement and performance.

  • Engage your employees (or RE-engage them!)
  • Engage your management
  • Engage your colleagues

A company’s goal is to create employee evangelists and customer evangelists and they create customer evangelists through their employee evangelists. What do the employees want?  What do you think employees want?  Most important thing?  Respect, security, to be heard, money?  To be appreciated.  Number one answer on the board.    

2. Motivation (Are you maintaining a productive staff?)


Understand different levels of motivation, how to leverage intrinsic motivators for a lasting effect, and that different demographics have different motivators, allowing you to maintain a productive staff while increasing your leadership capabilities.

  • Intrinsic vs. Extrinsic
  • Self-motivation
  • Motivate others (no matter the relationship)

People want meaning and purpose.  Why am I actually doing this?  Why does it matter?  You can talk to people that to you it’s the dumbest and most boring job but if they care about it, that resonates.  That helps other people.  They are naturally curious.  If we weren’t curious, we didn’t extend that curiosity we would never enhance our learning.  Let people solve their own problems to some extent.  Give them the tools they need, provide them with the guidance, let them solve the problem and then they see you as a leader and a resource and they want to be more like you. 

3. Conflict Management (Winners and Losers/Winners and LEARNERS):


Learn proactive techniques that keep conflict from happening in the first place.

Learn how to manage conflict once it occurs in order to turn enemies into allies and change a “winners and losers” situation into one of “winners and learners.”

Learn your own conflict styles, how to utilize the good aspects, eliminate the bad, and have a better understanding of how you are perceived by others.

  • Vertical and horizontal
  • Disagree without being disagreeable
  • Team collaboration

You may be asking yourself, “Isn’t conflict management a part of communication?” and obviously the answer to that is yes. But I believe that it needs to be specifically sectioned out and addressed by itself. Effective communication is an essential skill for a leader to master in order to be successful. However, most people don’t realize how impactful it can be to have conflict resolution skills. What I mean by this is that you need to communicate with people in the way that suits THEM, not your ideal way of communicating.

For example, I was working with a small business that had an issue come up and the CEO refused to talk face to face about a major issue with a client’s account. It would have been an easy way to squash it because all the other person wanted was a meeting face to face and a conversation with some questions answered directly. But that was not the CEO’s way of handling things, he sent an email and it was very impersonal so things escalated. It’s important to consider someone else’s ideas way of communicating over your own because it shows respect, adds value to the relationship, and usually ends up in a mutually beneficial solution in the end. Obviously, this can’t work in every situation. You aren’t going to see the CEO of a large corporation honor a request for a conversation because it’s your preferred method of communication! But it may work for smaller businesses and you certainly should expect a conversation instead or a text or email when you need to speak to your boss about something of value. True leaders will honor that interaction out of respect for the individual and the issue at hand.

4. Effective Communication (What’s your communication style? More importantly, what’s theirs?)


Increase your organizational communication, while utilizing different methods (face to face, IM, web chat, etc.), generational differences, and personal preferences, creating a more collaborative environment.

Learn how to facilitate knowledge transfer, clarify chain of command, and expedite projects and tasks by reducing conflict and increasing communication.

Learn how to maximize the effectiveness of communication and conflict management in order to improve relationships both vertically and horizontally in your organization.

  • Method (talk, text, phone, email)
  • Active listening
  • There’s a nice way to say that

One great thing that leaders know how to do is manage conflict and communicate effectively.  What’s more important in a conversation, speaking or listening?  The QRS method, I did this in education, something you can make a little mnemonic of, in alphabetical order, this is a great way to actively listen. It’s a great thing you can tell other people. Ask Questions, Repeat what they’re saying, and Summarize it. And that way, you’re sure of what they’re saying. 


Many of these ideas are interrelated. They should all be at the heart of every good leader. If you aren’t mastering these practices, you’ll have issues down the road. You could face high turnover, costly re-training, disengaged employees, etc. That WILL have a negative effect on your bottom line.

So, why not tweak your leadership style?

I hope to see you at my next Pillars of Dynamic Leadership seminar or even an online webinar! Let me help COACH YOU TO GREATNESS!



No Regrets Consulting