Lucas Ballasy’s Post

Many company leaders believe they have a great product - and maybe they do - but they falsely think that people should buy it simply because it's a great product. For example, they advertise that they write the best mortgages in town. Maybe they have the best process for doing so, but if they hardly get to know their clients, then they are more interested in numbers than who those numbers represent. This is an example of people getting lost in the process. But consider companies like Apple and Chick-fil-A. Yes, they have great products, but what is it that makes the experience of that product special? Without question, it is their customer service. Apple features a "Genius Bar" where people can walk right in and schedule an appointment with customer care. Chick-fil-A provides compassionate service at every restaurant across the country. Deep impact can be made when PEOPLE are brought to the forefront of a company's mission - both their employees and those their employees serve. Inspiring Great Efforts, Ch 9 in #12SecondCultureBook #DECKLeadership #Diversity #Efficiency #Culture #Kindness #Leadership #ProvePeopleRight #KindnessWins #FailQuickly #EverythingMatters #ArrivalMindset #WhatIsYourWhy? #InspireGreatEfforts #InspireOthers #PitCrewChallenge Shaun Peet Michael Metcalf Jr.

💥 Purchasing 101 💥 Tuesday, August 20 Today, I’m reflecting on another crucial lesson from my retail days and how it applies to our role as Purchasing Agents. We’re talking about Sam Walton’s Rule #5 for building a better business: Appreciate your team. The value of saying “Thank you” can’t be overstated. Yet, it’s surprising how often people in our industry are caught off guard when they’re genuinely appreciated. To me, this points to a culture issue. That’s why I make it a priority to set a positive example by acknowledging others for a job well done—whether it’s the folks on the line, the receivers, or our suppliers. There’s always someone you can catch doing the right thing, and it’s essential to recognize their efforts. Over the years, I’ve seen how these simple, well-chosen words provide the fuel that keeps honest people doing honest work. Feedback is critical to building lasting success, and it shouldn’t always be about what’s wrong. I challenge you to help shape the culture in your plants by appreciating others for the work they’re putting in. A simple high five can do wonders for building a dynamic team, and a dynamic team can conquer any challenge thrown their way.

This is the ninth in a 10-part series. See my previous posts for the first 8 lessons. Lessons on Leadership, Learned at the Dairy Queen. Part 9. My Dairy Queen in the 1980s attracted a motley crew of workers. There were people like me, high school kids working nights and weekends to make some spending money and to save for school. There were a few young adults that were trying to figure out their way, like Jeff, an F-bomb dropping drop-out with a wicked sense of humour. There were also older folks - grandmotherly Helen; chain-smoking  Gloria; and Vern, the kindly man that mopped the floors at the end of the night. We were a diverse bunch, back then before we knew Diversity was a thing. And Mr. R. met each of us where we were at. He wouldn't have put it into words, but what I saw in the way he managed was that in order to get the most out of folks, you needed to treat them differently. For me, he created a sense of ownership. Despite only making $4.00 an hour (plus dips!) he empowered me to make my own decisions for the betterment of the store. “Madam,” he might tell me. “Make your best customers a deal. If they ask for 6 Dilly Bars, tell them you’ll throw in 3 free if they buy 12.” Likewise he’d encourage me to give the guys playing video games a plate of fries if they looked hungry, or keep the store open a little late on those humid July nights when the customers kept coming. Mr. R. knew – before I did – that I thrived on empowerment, on being trusted to make good decisions, on being able to learn from my mistakes and exercise my own judgement. He understood that by giving me a key to the store when I was sixteen; in return, he received a key to unlocking my potential. Not everyone was like me. Helen worked better if she was given clear lines, and wasn’t asked to colour outside of them. Brian needed the opportunity to be heard. Gavin thrived on the flexibility he was given to decline shifts if his friends were doing something more interesting that night. And somehow, it worked. Shifts were always covered, the business was profitable, and we had fun doing it. We were all highly engaged, back then, before we knew Employee Engagement was a thing, Leadership Lessons from the DQ #9. Fairness isn’t sameness. To get the most out of people, treat them as the unique individuals they are. #LeadershipLessons #CHRO #SummerJobs

Howard Schultz: "The worst thing that a company can do (like a sports team) is start playing defense because you're afraid to fail. The worst thing that could happen to a company is believing that you are incapable of doing anything but succeeding and you deserve the success. If you start playing defense and don't have the offensive mind, it's not going to go well. And I think over time, that's what happened at $SBUX" https://lnkd.in/edbnguEC David Rosenthal Ben Gilbert Warren Buffett: The biggest thing that kills [businesses] is complacency. You want a restlessness, a feeling that somebody's always after you, but you're going to stay ahead of them. You always want to be on the move." Peter Keefe: The biggest single destroyer of capital for investors and operators is "management boredom." Morgan Housel: "The people with the same intelligence have wildly different potential under different circumstances. And the circumstances that tend to produce the biggest innovations are those that cause people to be worried, scared, and eager to move quickly because their future depends on it."

Do your teammates feel “all in” to you? Do they feel really committed? If you have doubts, here are four thoughts for you … because without commitment your team won’t get far. (1) Choose your teammates with their differing team roles in mind. Why? Because it’s essential that every member feels they have a role that adds value to the team’s endeavour. If they feel their role matters, they’re more likely to feel committed. (2) Get your team’s number one goal right. Make sure it’s energising, make sure it matters to everyone in the team. That way, they’ll naturally feel “all in”. Without a motivating number one goal, they won’t. (3) The team leader must put effort into understanding what makes every member “tick” and then act on what they learn. It’s essential they pay attention to individuals’ differing needs and motivations. One size doesn’t fit all. (4) There’s one other thing the team leader can do to boost collective commitment: make individual teammates feel noticed and appreciated. For example, say how much you appreciate something they’ve done or contributed. Or instead invite quieter members to say what they’re thinking. Ready to dive deeper? Grab your copy of the “How To Build Winning Teams” trilogy on Amazon and start building your winning team today! https://lnkd.in/e67g6ss7 #TeamBuilding #TeamSuccess #LeadershipSkills #EffectiveLeadership #TeamStrategies

📘 Stick to the Basics 📘 In an earlier post, I touched on my morning routine, which revolves around watching financial news on Squawk Box and diving into financial literature. Over the past 15 years, I've gleaned invaluable insights from these sources. One story that stands out is Ron Johnson's tenure at JC Penney. For those who don't know who Ron Johnson is, he is known for his success in shaping Apple's iconic retail stores and transforming Target's retail image. When he joined JC Penney as CEO, the whole financial market had very high expectations. I remember wondering what kind of new impact he would bring to the retail space. However, his approach of eliminating sales pricing strategies and disregarding the brand's core identity that resulted in his departure within 18 months. 📉 So, why does this matter? 🤔 Looking back, it's easy to pinpoint mistakes. But the real lesson for anyone managing a product or investing in a business transformation is fundamental: Success in one context doesn't guarantee success in another. It's essential to understand what makes your organization and brand unique. Key takeaways: Know Your Brand: Understand why customers come to you and why they stay. Build a Moat: Anticipate challenges and strengthen your defenses. Embrace the Basics: Sometimes, small, seemingly mundane changes can drive the most significant revenue and profit gains. Remember, adapting strategies to fit your unique context is crucial. It’s not just about change, it’s about the right change to test and learn from. #BusinessStrategy #Leadership #Transformation #CustomerExperience #ProductInnovation #LinkedInCommunity #ThoughtLeadership

🔑The Shocking Key to Getting Ahead Howard Schultz, the man behind Starbucks, • He turned Starbucks into a global empire. • He faced 214 rejections from investors before succeeding. • He teaches the power of patience and resilience. When he proposed his idea of transforming Starbucks into a coffeehouse experience, he faced skepticism. Investors thought his concept was too risky. But rather than rushing into a new strategy, he took the time to refine his ideas, learning everything he could about the coffee business and customer experiences. Schultz didn’t give up. Instead: • He took each rejection as a stepping stone. • He believed that slow and steady progress would eventually lead him to success. • He took the time to refine his ideas. ___ 🔑Game Changer Lessons you can apply from Howard Schultz: 🔵Patience Pays Off - Success isn't instant. Schultz took years to refine his vision. - Focus on building skills and experiences over time. - Great things often come to those who wait. 🔵Learn from Rejection - Every "no" led Schultz closer to success. - Use setbacks as stepping stones for growth. - Keep pushing forward; your breakthrough might be one "yes" away. 🔵Build Strong Relationships - Success isn’t just about the product; it's about people. - Connect with your team and customers. - Trust is the foundation of lasting success. 🔵Start Small, Think Big - Schultz began with one store and grew slowly. - Don’t rush into big decisions. - Small, consistent steps lead to significant progress. 🔵Feedback is Gold - Embrace feedback to refine your ideas. - Listen to your customers and adapt. - Continuous improvement is key to success. 🔵Celebrate Every Win - Recognize the small victories along the way. - They build momentum and keep you motivated. - Every step forward counts! ___ It can be overwhelming when you want to improve but don’t have a clear path forward. send a DM to receive a Blueprint for personal and professional growth (It's Free) One small win at a time. Ivan James | BUILD FROM ZERO #pressuredtosucceed #NoRush #slowprogressisstillprogress #smallwins #rejection #personaldevelopment #genz #millennials

Do your teammates feel “all in” to you? Do they feel really committed? If you have doubts, here are four thoughts for you … because without commitment your team won’t get far. (1) Choose your teammates with their differing team roles in mind. Why? Because it’s essential that every member feels they have a role that adds value to the team’s endeavour. If they feel their role matters, they’re more likely to feel committed. (2) Get your team’s number one goal right. Make sure it’s energising, make sure it matters to everyone in the team. That way, they’ll naturally feel “all in”. Without a motivating number one goal, they won’t. (3) The team leader must put effort into understanding what makes every member “tick” and then act on what they learn. It’s essential they pay attention to individuals’ differing needs and motivations. One size doesn’t fit all. (4) There’s one other thing the team leader can do to boost collective commitment: make individual teammates feel noticed and appreciated. For example, say how much you appreciate something they’ve done or contributed. Or instead invite quieter members to say what they’re thinking. Ready to dive deeper? Grab your copy of the “How To Build Winning Teams” trilogy on Amazon and start building your winning team today! https://lnkd.in/eSgtqtqz #TeamBuilding #TeamSuccess #LeadershipSkills #EffectiveLeadership #TeamStrategies

Emotional intelligence! 5 word phrase! This is how the new Starbuck’s CEO got the job. Please share your thoughts on this article. #confidence #emotionalintellegence

A list of descriptors about your employees and business is not a brand. Pizza parties aren't workplace culture. And sales or marketing tactics aren't strategy. Strategy requires knowing what tactics serve the vision for the company (or for your journey in your career. If you keep trying adding skills and tactics and not getting where you need to go, STOP RIGHT NOW. Let us help you solidify your vision. If you need help mapping your way forward with your career, join The Lift. Registration ends at midnight tonight. https://lnkd.in/g3V_98S4 #thelift #careerstrategy #emergingleaders #leadershipdevelopment