billhamp 
October 3, 2012So one week ago today I began posting on my Core Values as a leader. The first one was as I lead our team we will:
Do EVERYTHING we say we are going to do.
I figure Wednesday is as good a day as any to consistently post on these so Wednesday’s are now officially deemed. . . .Wait for it. . .wait for it. . .
“Core Value Wednesday’s”
Hopefully you will be able to implement a few of these into your business.
Ok. Here we go. . . Core Value #2: As a leader I:
DON’T TREAT EVERYONE THE SAME.
If you’ve been here longer, gone through more battles with me, shown me more competency, been successful over time, then you get more latitude. Period. If you want more latitude, freedom, trust, respect, rewards, money, recognition, then earn it. . .over time. . .with excellence.
It amazes me the number of people who think that b/c they are simply on the team they will receive the same benefits and latitude that anyone else on the team will receive. Let me just tell you. . . it doesn’t work that way nor should it work that way. I am a big believer that you “Make Exceptions for Exceptional People”.
Here’s an example: As a leader there have been times when one of our team members would submit a time off form for 30 minutes to go run a personal errand and I would accept it and approve it. 30 minutes of personal time would be deducted from their allotment. The same day a different team member might submit a time off form for an entire day b/c they have family visiting and I would deny the time off request so it wouldn’t be docked from their allotted time. I would then go and see them, tell them they’ve been rocking it and to take the day off and enjoy it. It would not be counted against them.
Why? B/c maybe I knew that the individual team member needed that boost of confidence at that time. Maybe they have indeed been killing it and deserved a day off on me. The next time I might give the 30 minutes on me and accept the day off.
It used to drive me crazy when I would meet with one of my leaders and they would be sweating telling someone on their team (who’s been with them for years) that they couldn’t do something like this for them –even though they wanted to– b/c they had to be “fair” to the rest of the team.
That’s BULL! How ’bout you step up and let your team know that you honor commitment and competency. You honor hard work and winning and the more that they do, day in and day out over time, they will earn more latitude and autonomy.
Fair to the team? Give me a break.
Listen to me. . .you want to know the best way to lose great salespeople? The best way to lose your A Players? Treat them the same as you treat everyone else b/c you “have to be fair”. You know why they’re your best players? B/c they often play by their own rules and, while you do have to keep them on the track and they cannot be COMPLETE mavericks…You should make Exceptions for them some times b/c they are Exceptional!
Beyond that, you will have players on your team with different personality styles. What rewards one will not reward the other. So why would you treat them all the same? Doesn’t make sense.
Treating everyone the same. Being Fair. Is a wuss way to run a business. I’m sorry. It’s a cop out so you don’t hurt anyone’s feelings. You can’t, after all have anyone upset with you b/c they might think you’re not a good person. GAG!!!!! Step up and LEAD your team. Allowing yourself to be held to the fallacy of the “fair” standard will kill your effectiveness as the leader of a team of studs.
Now that I’ve caught my breath let me say this. .. This does require KNOWING your team and to KNOW your team you have to be with them. You have to be talking to them. You’ll know what motivates them b/c you KNOW them.
Ok. . .I’m on the brink of launching into a few more topics here, however, just the other day my good buddy Jon Acuff gave me a great piece of advice on blogging. And when someone literally runs one of the top blogs on the web. . .I listen. He said to not turn 3 potential posts into 1. I’m going to take that advice and stop now. We’ll hit consistency and communication later.
Take a look at your team today. Who needs something unique from you today that other people on the team won’t receive? It’s ok. . .give it to them. They deserve it. Quit being fair.
Love this. Really mature leader who can do this and keep the rank and file engaged. You can earn SO much loyalty if you are personally invested in your team enough to lead in this way…I’ve seen you do it.
Thanks Carter.
What? No complete mavericks on the team anymore? That’s not fair. That’s why I loved working with you guys.
Your thinking is right on with this one Bill. Love it!
Hey Gordon, great to hear from you! Doesn’t surprise me that this post strikes a chord with you. I think you certainly do this one well.
GREAT POST!! I couldn’t agree more.
I figured you would Tammy.
In our house the saying is, “Fair and equal aren’t the same thing! “
That is the truth Rick!
Been struggling with this for a few weeks. What great timing! A friend forwarded this to me. Thank you friend, thank you Bill.
That’s great Neal. thanks for the comment!
WOW…this is a good one.
Love this “. .you want to know the best way to lose great salespeople? The best way to lose your A Players? Treat them the same as you treat everyone else b/c you ‘have to be fair’ ”
So True! And if you end up losing “non A Players” because they feel you are unfair…show them the door. Your team will be better off without them.
Thanks Jon. I think the goal is to continue coaching up all players to be at the top of their game. When they grasp the consistent way you reward team members who are they will excel or move one. As John Maxwell says, “You gotta grow or you gotta go!”