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Shawna Schuh

Your Words Have More Power Than You Think

Think how you can use words to be more effective.

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HOW YOU TALK about your team and your customers is pretty telling, and yet few of us realize how much our words affect our thinking and vice versa.

Let’s think, then, about where our words come from, and how we can use them to be more effective, gain higher loyalty and make it a ton more fun to do business with us.

Your words come from your beliefs. People leak their beliefs through their words.

Here’s an example:

A woman I know was complaining about someone who works for her. Does this sound familiar? When asked how it was going with one of her team, she said, “OK, though I think he is lazy.” She was telling me that the man wasn’t taking action, wasn’t doing what she asked him to quickly enough. “He doesn’t seem to have the drive I like.” She sighed.

Now, let me add a couple of things to this story. First, she was showing me a completed project as proof. The man had finished it only the day before, yet she had asked him to do the project several days prior to that. This wasn’t a time-sensitive project.

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When you become aware of how powerful your words are to your results, you will be amazed.”

Many things could be running through your head, like: “People should do what you ask quickly, so she has every right to be unhappy.”

Or, you could be thinking, “What’s the issue? He got it done, didn’t he?”

And this is the lesson. Most of us think mostly about how we perceive things and what is happening to us.

It is a human thing, I admit, but it can hurt you and your relationships more than you know. When you are looking for what isn’t working, you will find it over and over. And what you are looking for speaks directly to your beliefs.

If pressed, this woman I’m telling you about would probably tell you, “You have to be diligent all the time, or people will take advantage of you.”

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Her words show us that she is looking for those things even when they aren’t there.What can you do to make sure this doesn’t happen to you?

First, watch your words and those of others. When you become aware of how powerful your words are to your results, you will be amazed.

Then, as you hear yourself saying negative or worrisome things, like, “It’s so hard to find good people.” Shift right then to a new belief, like, “It’s really remarkable how all the good people gravitate to us!”

So check in with your beliefs.

Most of us would probably say we think that others are generally good. So then, the next question: Is that what you say and act like?

Here is my belief. Most people want to do good, be good and make a difference. It’s my and maybe your responsibility to help them by believing they are doing their best and telling them so.

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So what are you looking for? What someone is doing right or what someone is not doing fast enough?

Your words can be life-enriching to you and your team and customers. How will you use them?

Shawna Schuh is a certified speaking professional, an executive coach, master neuro linguistic program- ming practitioner and president of Women in the Pet Industry Network. Email her at shawna@womeninthepetindustry.com.

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Shawna Schuh

Assign Tasks with the End Goal in Mind

Ask in a way that will actually produce results.

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THERE ARE MANY TIMES when I hear from my clients these kinds of laments: “I should have said that differently.” Or: “Maybe I used the wrong words …”

When this happens, I’m delighted because that leader is becoming more aware that she has control over those words and how they may or may not land. However, sometimes it’s not the actual words but the intent behind them that makes or breaks the situation.

Let’s dig deeper into this.

Here’s a standard miscommunication:

When you say “Would you please do X task?” your words, in your mind, may be clear and determined.

You are asking them actually to do the task, right?

That’s what you think.

In reality, it’s an inquiry with no clear intent of when it must be complete or even a determination of end result.

When I’m coaching clients, we take it down to the elements that will actually produce results.

First question: What do you want? And let’s go deeper than having the task done. Aren’t tasks the means to an end result? If you are spending a lot of time on “tasks,” you may have a checked-off to-do list and still not have the results you desire.

Ask yourself instead: “What will having this task done accomplish in regard to my big goal or highest priority?”

That question will shift your thinking to shift from “task doing” to “results producing.”

But what do you ask then if not, “Will you do X task?”

You have many choices. and all of them depend on the intent.

Intent one: Get a task completed. To do this, ask it as is with the addition of a timeframe: “Will you do X task by 3 p.m. today?” The specificity will help you both.

Intent two: Get a commitment to a result rather than a task. Say: “To further the goal of X, please provide me with a list of tasks and who is best to accomplish them inside our timeframe.”

This request will allow the other person to take leadership of the goal and either take on the tasks or find those abler to do so. Remember, of course, to include a timeframe.

Intent three: further action on your end goal. Ask a new question: “To make sure we reach X place, what do you think is the best plan or path to accomplish it?”

This will help them buy into the goal and give you new ideas.

As a leader, we usually know the goal and know the steps or actions to take. That doesn’t mean we should do those actions, nor that others know the goal.

When you shift your thinking like this, things in your world begin to improve. I see it all the time in my coaching clients. If you want the same results, the first step is to stop and think, “What is my intent?” and then the words will come easier.

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Shawna Schuh

3 Leadership Aspects You Need Instead of a Title

True leaders don’t rely on what it says on their business cards.

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SOME PEOPLE TAKE LEADERSHIP, while others are given the title. Think about that in your pet business.

A company hired me to work with its leaders, from the founder — who was a brilliant man who didn’t like titles since he expected everyone to feel ownership — to all the other C-suite leaders who also didn’t have titles.

I adored working with this team. They were innovative, eager to learn and grow, and we saw huge leaps in productivity and profit.

Because the top leader was carrying much of the burden, they hired someone inside their industry to join the team and take some of the responsibilities off his plate. You may have done something similar or said to yourself, “If I could only clone myself, things would be easier!”

The new hire, a man in his middle years of work experience got a bit sideways with the top guy when he refused him a title. “What am I then?” he asked. To which the founder said, “Worry less about what title you have, and let’s get things done.”

This man — let’s call him Kurt — would not let this go. When we coached, he wanted to spend time second-guessing the founder, when he spoke to others he would lament, “If I had more power, I would get more done.” He was missing the entire point that a title doesn’t give someone power. Leadership does.

Several months later, Kurt is no longer on that team. It was painful for everyone since he was liked and respected, but he proved that he couldn’t actually lead (or so he thought) without a title.

Which brings me back to my point: Is leadership given or taken?

Think through this for a moment.

With a title comes what? More responsibility, more power, more money? Or is it your responsibility to lead regardless of those things?

You, like me, have probably been in some sort of group that was given a task, volunteering perhaps or in an association, and there are people who naturally step forward to lend a hand, take responsibility, to encourage and lead, though they were never given that job nor that title.

The others naturally follow, or if the person is a good leader, he works things through together, with everyone sharing and taking turns leading.

You, like me, have no doubt also been in a similar situation where the actual leader was not leading, not encouraging and where things ground to a standstill or much time was wasted.

If you are like me, you might have gently stepped in to sort it out and lend a hand, since that’s what leaders do. Everyone, everywhere, can be a leader. And you don’t need a title to do it.

What you need instead of a title:

  • Ability to see the goal or end result. (You know what needs to be done.)
  • Courage to encourage some type of collaboration. (You can join all the talent together.)
  • Skill in asking questions that bring people forth and safety for them to provide answers.

There are more traits great leaders have, but for today, what if you looked at your pet business and determined whether you have leaders because you’re providing a safe environment or title holders who are working simply because they were placed in that position? Is it time to hire more leaders?

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Shawna Schuh

Keep Score. Are You Missing a Big Piece of the Business Puzzle?

When you keep track or keep score, you have so much you can do with that information.

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IS TRACKING YOUR PROGRESS a missing piece of your business puzzle?

Vince Lombardi once said: “If it doesn’t matter who wins or loses, then why do they keep score?

When you keep track or keep score, you have so much you can do with that information:

1. Know how far you’ve come. One of my business coaches pointed out how often we are focused on the future, and so we miss celebrating how far we’ve come. When you track your progress it’s easier to say, “Wow! We’ve come this far, let’s keep going!”

2. Know if you are winning and by how much. We wouldn’t watch basketball, baseball, or any of the ball sports if two teams were simply playing for fun. We want to know who is the stronger, better or luckier team that day, and we know there is an ending point. We stay to see who won, by how much and how each team acts afterwards. When you keep track of your results, you know where you are and when.

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3. Tweak your actions to shift and improve your results. When you track things, patterns emerge. As a coach that’s one of my jobs: to note my clients’ patterns and tweak to improve results. When you track your progress and results, you are giving yourself the gift of seeing what is working and tweaking or eliminating what isn’t.

4. Celebrate along the way. This is something I missed when I was starting out, and it cost me some team members. I was too focused on the doing, going, getting-it-done attitude, and so I didn’t stop and recognize some of the milestones that would have given me and the team a break, a bigger reason to keep going and a way to create culture. Like dog training, when you recognize and praise the right actions, you get more of them.

5. Teach it down and out. When you track your efforts and results, you have the opportunity during the review of those efforts and results to teach, to demonstrate, or to ask for a lesson in how it worked and how to repeat it. “Show me how you got this result” is a powerful request for when it’s going well and when it isn’t.

If we don’t track what was done, it’s all a mystery. You’re planning or buying or reacting in a void. Are you willing to live in the dark this year?

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