The chief executive officers of the nation’s largest corporations are viewed favorably by just 22% of American adults, lower even than the ratings earned by members of Congress. 

The latest Rasmussen Reports national telephone survey shows that 26% now have a favorable opinion of the nation’s legislators. Both CEOs and those in Congress are viewed Very Favorably by only three percent (3%) of Americans.

Stockbrokers and financial analysts (37%) as well as journalists and reporters (38%) are held in higher regard. Lawyers (41%) and bankers (44%) do even better.

At the top of the list in terms of favorability are small business owners (92%), those who start their own businesses (88%) and pastors and other local religious leaders (72%).

What will turn the tide, and help CEOs recover their good names?  I’d like to hear from you.  You may respond to this blog, or email me at info@bates-communications.com

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Last week, the National Speakers Association New England Chapter asked me to talk about how to make this the year you get that book written.  When I sat down to think about what it’s really like to write a book, the image that came to mind was the old classic movie, The Wizard of Oz.   While I didn’t actually write this speech, someone in the group captured the points, so I thought I should pass them along in my blog, to those of you who would like to write a book.

Before I get to the tips, let me just provide some encouragement to those of you who are wondering whether it’s worth it.  Writing a book is by far the best way to establish your expertise in subject matter, and differentiate yourself from your competitors.  A published book gives you credibility, and significantly enhances in business development.  As an author, people seek you out.  I’ve seen this first hand, after each of my books, Speak Like a CEO, and Motivate Like a CEO, was published.   You have to know why you’re writing the book - so get clear on what it will mean to your business or career.  If you can make a compelling case in your own mind for the value of the book to your business, it will be easier to find the time and get it written.

My thanks to the Downtown Women’s Club for taking good notes on the session so that I can provide them to you!

Follow the yellow brick road

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I heard about this Miami banker who was so grateful to his employees–that when sold his bank he turned around and gave away a ton of cash to his employees.

 I said…”Come on.” 

But it’s true.  We found the story in the Miami Herald.

The headline reads: “Miami Banker Gives $60 million of his own money to employees.”

His name is Leonard Abess Jr.  And he’s going to help restore our faith in CEOs in this country.

Here’s his story.

After selling a majority stake in Miami-based City National Bancshares last November, he took $60 million of the proceeds — $60 million out of his own pocket — and hand it to his tellers, bookkeepers, clerks, everyone on the payroll. All 399 workers on the staff received bonuses, and he even tracked down 72 former employees so they could share in the windfall.

According to the Miami Herald, for longtime employees, the bonus — based on years of service — amounted to tens of thousands of dollars, and in some cases, more than $100,000.

This amazing act of generosity stands in sharp contrast to so many of the stories we’re reading right now about “bad CEOs.”  We’ve watched a parade of guys in suits (sorry guys, but I didn’t see any women there) explain to Congress why they’ve paid themselves and their top employees handsome bonuses while their companies were failing and the taxpayers were bailing them out. 

I keep telling reporters, and anyone who will listen, that there are a lot of good CEOs out there who are doing the right thing for their people.  This is affirmation of that.  While the size and impact of the gift is newsworthy, there are CEOs and leaders all over the country who are looking out for their people, and you won’t read about them in the paper.        

Abess actually didn’t publicize what he had done. He didn’t even show up at the bank to bask in his employees’ gratitude on the day the bonus envelopes were distributed. They told on him.  They were flabbergasted!

What motivated him?  A long time dream to reward employees.   ”Those people who joined me and stayed with me at the bank with no promise of equity — I always thought some day I’m going to surprise them,” he said. “I sure as heck don’t need [the money].”

You may think that this was a sudden conversion, but Abess says it wasn’t.  “

So now, I’m looking for stories - they don’t have to be this dramatic - about CEOs doing the right thing.  I want to hear from you.  Respond to this blog, or write me at info@bates-communications.com and tell me about a CEO or a leader who is looking out for his or her people.

Read the full text of the story in the Miami Herald 

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As the owner of a small business, you have no doubt heard that Congress isn’t going to bail you out.  It’s up to you.  The massive $787 billion stimulus package contains virtually nothing for small businesses, even though they employ about half of all American workers.  Yes, it’s unfair.  Have a good cry and get over it.  Howard Anderson, profession of entrepreneurship at MIT’s Sloan School of management told the Boston Herald, “The small businessman who looks to rely on the government for help is the one who isn’t going to make it out of the recession.”

Aside from the obvious remedies: cut expenses, delay paying bills, ramp up collections, market in low-cost ways, alter your business model — what else can you do?  How about keep your employees motivated?   You can’t rescue your business all by yourself.  You need people in your company to be creative, focused and resourceful. 

Is there such a thing as an incentive that doesn’t cost you money?  Forget about those big Wall Street bonuses.  There are plenty of ways.  Begin by recognizing that money is only one of many factors in employee motivation.  When people enjoy the job, like their co-workers and believe their pay is basically fair, they don’t focus on money.  A Gallup Poll of 540 adults employed full or part time in 2006 found the top three things that made people happy were “doing what suits me best/is fulfilling,” “interacting with the public/helping people,” and “freedom/flexibility to do my job my own way.”  

Here are some low cost/no cost ways to keep people motivated in challenging times:  

• Send out an email thanking people each week:  I like to take a few minutes each Friday to email our team, highlighting something each person has achieved that week.  If you have a small company, you actually mention everybody.  This is an empowering exercise, not only because you make other people feel good, but also because it forces YOU to look at what’s going right!  It will take you away from the worries and restore your faith, too. If you have a larger company, pick out a few people to highlight each week.  You won’t believe the affirming response you get from these communications - I guarantee it will start an electronic chain of congratulations all around.   
• Have a Lollapalooza Day where you connect with customers:  Last year, our firm started setting aside one day per quarter to get in touch with our clients and prospects and find out how they are doing.  We ask them questions about their projects, thank them for the opportunity to work with them, and when appropriate, offer in some small way to provide assistance or advice at no charge.  We write handwritten notes, call, and send emails, often with attachments to articles we think they would like to read.  The result is we often get back heartfelt responses with updates about things that have happened since we last saw them. This is not just good marketing; it’s a tremendous boost for employee morale.  When your employee gets back a note from a customer telling them what a difference they made, they not only treasure it, they share it with others.    
• Use downtime to send employees to seminars where they can learn something new: There are many very low-cost or no-cost professional development opportunities out there.  For example, there’s tremendous value many programs that happen to be marketing events for other companies, and typically they are free of charge.  Many of the area business meetings are low cost and high value, as well.  Think about it — when you’re busy, you often can’t spare your employees for a half day or full day, but by giving someone an afternoon each month, they’ll get a break while improving their skills and knowledge.   Learning is cited as a major incentive by younger generations of employees, although I’ve found good employees of every generation like to learn.  
• Offer employees new projects beyond the scope of the job description:  Another way to provide employees the opportunity to learn and contribute is to empower them to do something important that may not be in their job description.  What needs to be done right now?  My executive assistant just did an amazing job editing two of our new products, booklets called “Jumpstart Sales with Powerful Presentations” and “The Power of Adversity, Communicating with Customers in Challenging Times.”  These are by the way available on our web site in the online store.
• Make it fun to care of office “chores”: We started”office clean up days” a couple of times a year.  They cost nothing but a cheap lunch.  You’re required to come to work in blue jeans.  You get assigned a task in a public area of our office and you get a bottle of Windex, Pledge and a rag.  Everybody organizes files, magazines, equipment, and supplies.  After sandwiches and a good laugh at lunch, we adjourn to our offices to bring order to the chaos there. You wouldn’t believe what a great feeling everyone has when they walk out the door that night, knowing they’ll be coming back to a clean, organized, more inviting office the next day.
• Hold morning “Standup Meetings”: We instituted these 15-minute sessions at the beginning of this year and the result was amazing - now, each morning, before we head to our own office or cubicle, we stand in a circle and share what’s happening.  Without really planning it, this evolved into a positive conversation about what’s ahead for the day.  Even when we face challenges or disappointments, people are there to boost each other and offer help.  It’s an empowering way to start the day.  Try it. You’ll find that instead of watching people head to their offices where they’ll feel isolated or overwhelmed, they’ll share, get energized, and feel more prepared to tackle the tough stuff.
• Bring people together to share business success stories:  In my new book, Motivate Like a CEO, I talk about how important storytelling is to boosting employee morale.  When you uncover stories about your successes and communicate them to the team, they get excited.  Get the group together.  If you’re a small company you can invite everyone.  The pre-meeting assignment — come in with a story about a successful project or customer interaction.  Explore what you learned how it can be applied to your present situation.   And then write down these stories and use them again in the company newsletter, employee presentations, and those Friday emails. 
• Small gifts make a high impact:  When someone does an outstanding job and goes far above expectations to deliver, it is especially motivating to recognize them in a special way, even during lean times.  Do something meaningful for that individual.  Give them an extra day off; let them bring their dog to work one day; give them a small gift certificate to a local restaurant, beauty salon or hardware store they like; take into consideration their hobbies, interests, and family.  The more personal the gift the more appreciated it is– especially in tough times when they understand that money is tight.
• Consider a 4-day work week for the spring or summer:  This isn’t just good for your bottom line; it could improve morale and mental health.  If it makes sense for your company, you can avoid a big layoff and keep your valuable team intact.  Offer across the board pay cuts but give people a four day work week.  Of course there is financial hardship but you avoid the stress of deciding which employees have to go, as well as the inevitable survivor guilt felt by those who keep their jobs.  People may use that time for personal pursuits, to spend time with their kids or elderly parents, exercise more regularly, or something for themselves.  While there are hardships involved in pay cuts, you may find that for a period of time, people will actually appreciate the time off.
• Use the company newsletter to highlight successes: Again, this sounds like a no-brainer but if you have a newsletter, make it something people enjoy reading!  Tell them about all the cool and useful things they are doing.  Ask employees to contribute stories.  Don’t fill it with stuff nobody wants to read.  Be creative in looking for fun ways to reward and recognize good work.
• Create employee awards and hand them out often:  Many large companies have employees of the month, why can’t you?  Better yet, how about an award for Idea of the Month, or another award that reflects your goals and values. Purchase a few trophies and give them out monthly. These are always best when they encourage employees to do the things that are going to make a difference in your business.  Big companies do this and so can you. 
• Walk around often, and tell people they’re doing a great job.  Sounds simple, but in times like these, we tend to hunker down in our offices and stare at balance sheets.  Our energy is low and our anxiety is high.  When you feel stressed, your instinct is to dump it on whoever walks in the door.  Don’t!  Instead, make it a point to stop people in the halls, go to their offices, and thank them or congratulate them every day.  Tell them how much their work means to you, and how vital they are to the future of the company.  Let them know that you believe in them.  Leading is not shifting your worry list onto others.  Come up with a positive message and focus on their contributions. 

I’m looking for more ideas from you!  Send me your creative ideas on no cost and low cost ways to motivate employees!  Respond to this blog, or, send me an email at info@bates-communications.com

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So Congress has passed a $789 billion stimulus package to confront the worst recession in decades.   We all hope that it will at least nudge the economy back to life.  However, reports are its going to provide less near-term support for the economy and make it less likely that the economy will pull itself out of recession before late this year.  The White House and Democrats in Congress have made it clear that we won’t see a quick turnaround.  

In the meantime, we have to take action to help ourselves.  We need to create our own business stimulus packages.   We can’t print new money like the government and we can’t issue bonds.  We may or may not be able to tap a line of credit. 

So what do we do?  We use brain power.  We create our own stimulus package.  The line items will include innovation, creativity, ingenuity and good old fashioned hard work.   I know, we’re all working harder than ever, and some of us with fewer resources.  But what choice do we have?  We have to stimulate our businesses right now, to survive and position ourselves for quick recovery.  

I’ve been talking with a lot of business leaders and paying attention to what they’re doing.  Some are actually in growth mode.  Some have had the rug pulled out from under them.  But one thing I’ve noticed about those who are plowing ahead - they’re getting up every morning, coming to work, and taking action. 

Here are 7 steps you can take right now to create and implement your own business stimulus package:

1.  Reach out - Get on the phone with your customers and find out what problems you can solve for them.  Even if they don’t have a budget right now, you can become a trusted advisor and consultant.  If you hit on a problem that is challenging enough to solve, they may even “find” money for the project.

2.  Tap collective wisdom- Get your team together to come up with some new offerings that are more targeted to your customers needs right now.  If you get everybody together in the same room you’re going to be able to tap into their collective wisdom and find creative approaches

3.  Reinvent - Based on what you’ve learned from your customers/clients and your own team, create a high value solution to a common problem and put it out there to your customers and prospects.  Find out what they would be willing to pay for this; it may be a lot it may be a little but if it is on the mark they will buy it and this will increase immediate cash flow.

4.  Approach a crisis with massive action - You may be feeling especially jittery or vulnerable if your business has been hit more severely than others, and when you feel that way it can paralyze you.  Get a good night’s sleep, take care of yourself, and come to work every day energized and refreshed.  Take action in the first few hours of the day that can move your business forward.   Give each activity some time to “take” and keep going.  

5.  Take advantage of down time - If the calendar is emptier than usual, use every minute of the time you have right now to enhance your brand in low cost ways.  This is the time to raise your visibility and profile in your market place.  This is the time to build relationships with customers.  It’s also time to do favors for friends and colleagues who are influential and can help you develop business.  Schedule time with them, and help them with their projects.  You can also give presentations, write articles, blog, twitter, and offer help that way.  In your downtime you can really ramp up the marketing - which is important because you need to keep your name out there.  People do business with people and companies they know and trust. 

6.  Think future opportunity- read the paper, read respected business newspapers and journals, and pay attention to trends.  Think about where the opportunities are and how  can you position yourself for these opportunities now.  These are times to break out of your rut.  Look at healthy growing industries, refocus and consider how to adapt or reinvent your product, services and marketing to get into those channels.

7.   Have faith:  Most of us are familiar with the power of positive thinking, and successful people know how effective it is.  Our thoughts become our reality.  Remember that you have to think powerful, positive thoughts, then you need to communicate those to your team and the people around you, in order to have a positive impact on your business or organization.  In my new book, Motivate Like a CEO, I define leadership as connecting people with purpose and passion toward a common goal.  Have faith and believe in the vision, and communicate it to others, every single day.  Start fresh today - lock in on that vision, walk into the next meeting and tell people about it.  Faith will carry us through.

In the spirit of helping you stimulate your business, we are offering significant early bird discounts right now on all of our popular Speak Like a CEO Boot Camps.  Our goal is to help you tell the story of your business and make a powerful impact on your important audiences. These are two-day intensives that have helped hundreds of business executives transform their speaking skills.   I’m not going to spend a lot of time explaining it here, but if you want to learn more contact Meredith O’Connor, moconnor@bates-communications.com .  She’ll give you all the details.

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It isn’t a stretch to compare what business leaders face right now with a metaphoric ”bird strike” - a catastrophic event -sudden economic meltdown -causing immediate and loss of altitude that for some could spell doom. Like U.S. Air’s heroic captain Chesley Sullenberger, we never expected it to happen.  Now, we have to think fast, evaluate the options and find a safe landing spot - where there is no traditional runway in sight. 

Captain Sullenberger, 58, has told his compelling story to the major networks, capturing the imagination of a weary nation, longing for good news.  The account is riveting:  the loud thump of birds hitting the plane, sweeping through the air system; he never saw it coming.   We can relate.  Even as the news unfolded, we didn’t expect it to be this bad.  By no fault of our own, we find ourselves in a rapid descent.  What went through Sullenberger’s mind? He told Katie Couric, ”My initial reaction was one of disbelief. This doesn’t happen to me.’”

Like Sully, we are coming to grips with the seriousness of our situation–so what can we learn from his heroism.  How can we make a safe landing in the Hudson?  What can we take away from the story of this leader with such skill and presence of mind?   

Lesson 1: Assess the Situation from your Vantage Point

When the tower recommended Sully land at Teterboro, he quickly realized it wasn’t going to happen.  “Unable” was his response.  He quickly assessed the situation, rejected the option presented based on immediate evidence in front of him, and came up with a plan he could execute.  As a leader, you have to accept the situation in front of you and make the call. There is no other way to lead when rapidly changing market events are pummeling your aircraft.  

Lesson 2: Control your Emotions

Like the captain of the damaged aircraft, many of us are experiencing emotions we haven’t felt in business before - and there is a physiological component to it.  Sullenberger said, “I had to force myself to use my training and - and force calm on the situation,” he said. 

Like the pilot in the cockpit, as a leader you must get in control of your emotions and focus on what matters.  By doing this you also have a tremendous impact on the psychology and functioning of those around you.  Survival experts say that survivors commonly are able to remain calm, believe in themselves, and focus on the future.  When doubt and worry to creep in, reject them immediately; don’t allow those emotions to impair you vision.   

Lesson 3: Visualize a successful outcome

Sullenberger credited his lifetime of experience as a pilot with preparing him to see the terrifying accident’s successful outcome.  He had spent thousands of hours in the cockpit, and more hours in a simulator, preparing for such a day.  And to the credit of the airlines, they never stopped providing this type of leadership/skill training.  Note to CEOs and organizations: don’t stop preparing and training leaders - because they need to know how to react in a crisis.

Lesson 4: Don’t look for perfect solutions.

Sullenberger said after the flashbacks and sleep trouble as he grappled to “forgive myself for not having done something else. Something better. Something more complete. I don’t know.” But as we all know, in times like these are no perfect answers.  We did not see the bird strike, we can only react and use our training, stay focused, and land the plane. 

Lesson 5: Communicate Clearly, Concisely and Accurately 

The last communication to air traffic controllers from the pilot of US Airways 1549 was direct and to the point.  “We’re gonna be in the Hudson,” he says to controllers.  He never wasted words, but he told people exactly what would happen.  “Brace for impact,” he told the passengers, a signal that also prepared the flight crew to fall back on their training, remain calm, and get passengers safely off the plane.

Lesson 6:  Balance Confidence and Humility

Anyone in Sully’s position could be forgiven if they were overwhelmed by national media attention, as well as the heartfelt letters, emails and well wishes that poured into their homes in buckets. Sully is a reluctant but gracious hero.  “I don’t feel comfortable embracing it, but I don’t want to deny it. I don’t want to diminish their thankful feeling toward me by telling them that they’re wrong. I’m beginning to understand why they might feel that way,” he said.

Peter Gibbon, author of A Call to Heroism: Renewing America’s Vision of Greatness, told CBS’s Katie Couric there are three components that make a hero: extraordinary achievement; bravery and courage; and “greatness of soul”. Sullenberger’s humility stirs the public admiration, Gibbon said.

The miserable economy may help stoke the fascination with all things “Sully,” but the pilot would be heralded regardless, said “We want our heroes to be modest. One of the appealing things about the captain is he’s everyman. He’s a reluctant hero. He’s the Gary Cooper type, and he also gives credit to the team,” said Gibbon, a senior research scholar at Boston University.

Lesson 7: Give People Hope

Something about this episode has captured people’s imagination, said Sullenberger.  “I think they want good news. I think they want to feel hopeful again. And if I can help in that way, I will.”  Likewise, as a leader, recognize that your employees are looking for reason to hope, too.  Motivating and inspiring people, telling them you believe in them and giving them hope for the future - that’s what leaders do.  Now, more than any time in our history, it’s time not just for management, but for leadership.  

In my new book, Motivate Like a CEO, I provide concrete approaches to providing hope and inspiration to your employees.  These are practical, everyday actions you can take, to communicate the right message and be in the right frame of mind.  If you contact Shellie Dunlap sdunlap@bates-communications.com I will send you our article excerpt from the book: The Eight Principles for Motivating Others Through Communication.  If you would like to be on our mailing list and receive monthly articles on leadership and communication, go to www.bates-communications.com and click on newsletter.  We’ll immediately add you to our community and send you updates on events, books and tools you can use to develop your leadership communication skills.

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The first big stumble of the Obama administration is about ethics and double standards.  The American Public still made it clear they won’t tolerate that. Former Sen. Tom Daschle was forced to withdraw from consideration for secretary of Health and Human Services after a mounting debate over his back taxes.  Nancy Killefer, earlier in the day withdrew her name from consideration as Chief Performance Officer – also over tax issues.

What’s distressing is that President Obama “got it” only after the public outcry.  “I’m here on television saying I screwed up …ultimately it’s important …to send a message that there aren’t two sets of rules. You know, one for prominent people and one for ordinary folks who have to pay their taxes.” 

It’s hard to imagine that this President didn’t anticipate how angry people would be.  Whether its arrogance or expediency Tim Geithner’s appointment as Treasury Secretary was rammed through and then the White House folks started believing they could massage these other flawed appointments, too.  Getting away with it once allowed Obama to fool himself that it didn’t matter, really. 

Harvard Business Review reports this month that when asked what they look for and admire in a leader and in a colleague, people put honesty at #1.  People can accept mistakes, poor judgment or missteps but they simply won’t consider you a good leader if you aren’t honest with them.  In the President’s case, I think there is a question here of intellectual honesty - did he really believe that it was okay to give powerful people a different set of rules to live by than every day Americans, who have to prepare their taxes, pay them on time, or suffer penalties if they don’t? 

This is a leadership lesson - not just about double standards, but about intellectual honesty.  When you are honest you have to make difficult choices - you have to walk your talk.  In Motivate Like a CEO, this is one of the eight principles of motivational leadership.  When you walk the talk, people believe in you and your organization.  Acting in a way that is consistent with your words is essential to your success as a leader.  A leader who acts with integrity generates confidence and enthusiasm, and ultimately builds a motivated workforce that gets things done.  When people see you mean what you say and that they can count on you to act in concert with your principles, they believe in you and they also behave in the same way.  You win their trust, and you can trust them.  You cannot have a motivated workforce or a successful company if there isn’t a reasonable high level of trust and integrity between management and employees.

If you would like a copy of the Eight Principles of Motivating Like a CEO, please email info@bates-communications.com 

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