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Monday, July 22, 2019.

"We all have ability. The difference is how we use it." ~ Stevie Wonder 

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How Do You Show Support For Your Co-Workers?

Manage your people, not their responsibilities. When you stay away from actually doing their work for them, you have more time to coach and support them directly while they complete their tasks.

When managing others, your primary responsibility is to do whatever you can to help them accomplish their tasks -- to the best of their abilities -- in as short a period of time as possible. Your productivity is not measured by how much you can get done in a day, but by how much your team accomplishes as a whole. You must learn how to coach and support co-workers without taking on their duties and responsibilities. No one learns if you do their work for them. Create an environment where everyone's performance is raised to their highest potential possible -- and mutual goals are achieved timely.

As a manager, your job is to coach and support your people, not to do their work for them.

Today's Idea For Action is from the TQ Synergize Color: Help Others Achieve Personal Excellence.

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Now, ask yourself the following three questions:

  1. Who needs you to support them while they do their work today? How?
  3. How often are you working on someone else's project when you should be working on your own?
  5. Have you worked on any tasks today that you previously delegated? Why?
Share Your Thoughts, Ideas, Actions & Results →

So, Just How Committed to High Achievement Are You?

Think about it. How well and how often do you actually do Synergize Factor 7D? (Help Others Achieve Personal Excellence.) No question, this is a major driver of personal and professional success.

A high commitment (7D rated 8 or better) suggests you know the payoff in helping others succeed. You consistently support and empower others to achieve their personal best. You help others by inspiring them to achieve their best -- at all times. You create this inspiration with sincere praise for things done well -- and with honest feedback that identifies and reinforces preferred behaviors. Your genuine interest in the progress of others is evident, and you love the pride and satisfaction felt when others succeed as a direct result of your influence.

Or not?

A lack of commitment suggests you are someone who makes high demands on others -- and then waits to see what happens. This applies to your relationships with your family and friends as much as it does to your co-workers. Your "requests" may come across as "unrealistic demands." Or, you clearly tell people what you want, but then you offer them no feedback or support along the way. Whether you do this out of ignorance, inexperience or insecurity, you fail to understand that to get more from others, you have to give more.

What happens when you do TQ Factor 7D more frequently?

You have more power. Your support and care earns the respect and loyalty of team members as they excel at what they do.

You accumulate performance positives like "Supportive, Empowering and Encouraging" -- immediately moving you towards the results you expect.

What happens when you fail to consistently do TQ Factor 7D?

You have less power. Your team members fail to live up to their potential -- and so do you.

Negatives like "Unsupportive, Critical and Demanding" start to take their toll on your performance -- quickly moving you away from the success you want.

Exclusively for TQ Gold & Excellence Habit Members...

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