For Managers

You learn the sooner you can differentiate between winners and losers, the better off you’ll be.

“A lot of coaches have a tendency to stay long with people with potential.  We call them coach killers.  As soon as you find out who the coach killers are on your team, the better off you are.  You go with the guys who may have lesser talent but have more dedication, more singleness of purpose… You spot them and stick with them because in a big game they’ll win it for you.”

“Those guys will never cause you to make a wrong decision.  On the other hand, there’s a tendency to spot a guy with potential and think you can bring him along.  You wind up getting ride of a player who may be good but not quite as spectacular.  This is what hurts a coach.  I’ve always tried to avoid that situation, to go with the proven guy and make the other guy prove to me he has what it takes.”

This approach alleviates a lot of motivation problems.


 We will give our team and their needs our highest priority.

We will treat our team and each other as we wish to be treated.

We provide excellence in teaching to all of our team.

We continue to evaluate and improve our efforts.

We will take personal resonsibility for finding or creating a solution to any problem or complaint that a team member may have.

We will do our part to ensure the success of our team.


Employee Empowerment

This approach alleviates a lot of motivation problems.  So does his approach of having his team totally prepared, a lesson he brought from his time with Paul Brown.  That is the confidence-building technique because a game, he says, often hinges on four or five plays.  If a team can make those plays go its way, it can win.  The edge is total preparation.

~ Don Shula, NFL Hall of Fame


Internal Quality drives employee satisfaction.

Employee satisfaction drives loyalty.

Employee loyalty drives productivity.

Employee productivity drives value.

Value drives customer satisfaction.

Customer satisfaction drives customer loyalty.

Customer loyalty drives profitability and growth.


Would you want to work for you?

I always follow through with promises and commitments.

I am eager to admit when I am wrong.

I always practice what I preach.

When talking with members of my staff, I often take a sincere interest in what is important to them (family, hobbies, interest, etc).

I always look for the good in other people?

I regularly provide resources to help my stuff grow (both personally and professionally).

Members of my staff know that I am 100% committed to the growth and success of the branch.

My commitment is highly evident by my actions.

I always clearly communicate goals and expectations to my team.

I consistently reward exceptional performance.

I consistently make an effort to learn more about my chosen career.



By understanding your employees’ motivations, you can get them to achieve extraordinary results.

Work Environment

Creating a work environment that encourages rapid response to customers’ need and attentive to follow-through

Empower Employees

Assume more leadership and coaching roles and work hard to provide employees with resources and working conditions they need to accomplish their goals.

Effective Coaching

Coaching techniques can include providing feedback; motivation, questioning, and matching your management style to your employee’s readiness level to undertake a particular task.

Participatory Management

Seek employee’s opinions and action whenever possible and keep an open mind to the suggestions and criticism they offer.



Employee ownership of Quality

Modify management, control and reward systems in order to gain employees commitment to the quality process.  Give employees greater responsibility and opportunity to become quality and customer-oriented and motivate them to strive for continuous improvement.  Ask for and listen to their ideas about improvement and empower them to make more decisions and perform tasks that are quality related. 


Regular One-on-One’s

Ask for Ideas

Lead by Example

Recognition – criticize in private

Inspect what you expect


Set expectation and manage to itAsk for the business 


Profile 100% of the time


Retention / Follow-up

Community Involvement




Ten Quick Quips on Setting Goals
  1. “A dream without a goal is just a wish.” Bill Cole
  1. “It takes as much energy to wish as it does to plan.” Eleanor Roosevelt
  1. “Planning is bringing the future into the present so that you can do something about it now.”  Alan Lakein
  1. “The best way to predict the future is to invent it.” Alan Kay
  1. “Dreams whet your appetite, but goals make you hungry.” Josie Bisset 
  1. The world is before you, and you need not take it or leave it as it was when you came in.” James Baldwin
  1. “When we set exciting worthwhile goals for ourselves, they work in two ways: We work on them, and they work on us.” Bob Moawad
  1. “Goals give purpose. Purpose gives faith. Faith gives courage. Courage gives enthusiasm. Enthusiasm gives energy. Energy gives you life. Life lifts you over the bar.” Bob Richards, Pole Vaulter
  1. “Progress comes from caring more about what needs to be done than about who gets the credit.” Dorothy Height
  1. “The world stands aside to let anyone pass who knows where he is going.” David Jordan


 Did you know


“There are two ways of meeting difficulties: you alter the difficulties, or you alter yourself to meet them.”

        – Phyllis Battome


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