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Leading Your Team

Chris LoCurto

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November 22, 2016

Registration to Our Biggest Event of the Year Opens Soon

November 22, 2016 | By | No Comments">No Comments

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Just in time for Christmas, registration for the Next-Level Leadership Live Event opens in early December!

We’re in a big-time giving spirit around here, and for only a couple of weeks, tickets will be available at a discounted price.

Whether you’re on Santa’s naughty or nice list, you can get on my list right now!

Click here to sign up to be notified BEFORE we launch this event to the public.

Give yourself, AND your team, the gift of personal and leadership growth in 2017!

Hurry and sign up here to be one of the first to get your tickets (before we open to the public)!

Come along with fellow leaders, and join us for our Next-Level Leadership Live Event!

Merry (almost) Christmas!!!

 

Savannah Flynn

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May 2, 2016

From Next-Level Leadership Live Event 2016: Chris LoCurto on Making Stronger Decisions

Today, at the Next-Level Leadership Live Event…there was SO MUCH incredible content, I could only squeeze in highlights of the lessons Chris taught. And wow, are they powerful.

The atmosphere was unbelievable in the event space today.

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I was typing furiously to not miss any content, so forgive any typos. The Chris LoCurto team is also gearing up for a really exciting new project using some of THIS Live Event content…so if I’m being brief, it’s for your own good. Check back in in a few months  :-)

Let’s do this… Here are some highlights from Day One:

“Entrepreneurs can go from sheer exhilaration to sheer terror and back in the same 24 hours.”

Opening with this statement in a room packed with entrepreneurs and leaders, Chris asked…

Are you feeling overwhelmed?

The attendees hands shot up simultaneously.

Chris made it clear that this event was not about a quick fix or a few tips that will last for a month. He focused in on perspective.

Diving into the Root System, Chris let every attendee know:

“This will lay the ground work and impact everything we do and talk about for the next 3 days.”

MAKING STRONGER DECISIONS

This content was a deep dive in understanding controlling and submissive people, knowing WHO these people are in your business and life and WHY and HOW to deal with it. This impacts your team every day.

Heads nodded and questions popped up left and right.

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This event is completely full and sold out, to get notified when seats open for our next live event, get more info!

KEEP ME UPDATED!  The comments kept coming as Chris talked on self-worth and productivity.  

Most people get their self-worth from one of two places:

  1. What others think of them

 

  • Their productivity

 

 

 

People who get their self-worth from these places will work night and day, while creating no margin, so their work is significant. Chris made it very clear: 

“Don’t be surprised, if this is you gaining worth and identify from your business and letting it  become who you are…if in a few year you don’t have a great relationship with your spouse or children, and a lack of community around you.”

Chris coached the attendees… “Go look at your Root System!” What has happened in your past> What have you allowed to influence you? Where are you truly getting your worth? 

Your Root System is the lens in which you see the world. It determines your thoughts, your decisions, and how you live every day.

and guess what…  You bring your Root System with you to work with you every day.  This content on day one alone had entrepreneurs and leaders lined up for Q&A during the VIP lunch.IMG_7072 2 After three POWERFUL pieces of content, a fantastic lunch, Q&A with Chris, a word from our Mastermind Clients and a catered Gala event with live music, we brought an incredible first day to a close.  With two more days left of the Next-Level Leadership Live Event, we already have the gears turning for our next live event! Get notified as we open registration for our next live event! KEEP ME UPDATED!

Chris LoCurto

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April 25, 2016

Delivering Criticism To A High I Personality Style

April 25, 2016 | By | 10 Comments">10 Comments

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On today’s podcast, we are doing something a little bit different. We are taking your call-in questions over the phone.

We are super excited to try this out. Let us know if you enjoy this type of show. We want to know your thoughts so, leave a comment at the bottom of the post.

Now on to our first question!

Question 1: 

One of the individuals that I coach is a great team member, has a ton of potential, and has been really receptive. Something came up last week when we were meeting that totally stumped me.

He’s a high D personality style, has a lot of I as well, so really can be sincere but on the job he’s totally task. As he and I were breaking down kind of what was going on on some of the actions that have happened and the behaviors that he had exhibited recently.

The thing that came out is that he doesn’t care about the individual that he’s working with at the moment. That’s pretty much how he said it and it kind of floored me for a minute.

He and I both have a good relationship. I let him know that I wasn’t judging his comment but I was totally bewildered, I didn’t know what to say. I don’t know where to go.

Here’s what we hit:

  • Adapting your personality style
  • Gaining Self-worth in a role
  • The need for control
  • The role your root system plays in your leadership
  • Fear of failing
  • What questions to ask to guide a team member to self-discovery
  • Delivering constructive criticism to a high I personality style

Question 2:

I’m having a harder time than I used to of taking a breath and making the time to be there with the individual rather than just trying to get through the agenda so I can get to the next thing. I don’t know how to get back to a place of patience and just focusing on the individual.

  • The balance between the task at hand and a teachable moment
  • Perspective when it comes to pressure and stress

 

Don’t forget, we want to hear from you. Do you like the call-in show? Would you like to hear more of them on the show? We’d love to know what you think so be sure to leave a comment below.

Chris LoCurto

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March 15, 2016

How To Lead A People Person

March 15, 2016 | By | No Comments">No Comments

How To Lead A People Person

 

We have received some great questions in from our listeners. We are unpacking two of those on the podcast.

Our first call came in from Nick, which by the way will be joining us at the Next-Level Leadership LIVE event. His question is one that I hear often,

“I had a question concerning the previous podcast recently about having the difficult conversation. I have a field supervisor in commercial HVAC over me who is a very very immature high I.

There’s all kinds of chaos as a result of that immaturity that he doesn’t even know is there, doesn’t even know why it’s there. But it translates into his decisions that he’s making and how it effects work in the field, the guys in the field.

My question is, how do you have a difficult conversation with an immature high I?”

Our second question was from Javier. He asked,

“Working in launching a new program or business that revolves around strategic planning consulting and leadership development for non profit organizations in Texas.

Now the reality is, I have a lot of experience, I have a great deal of knowledge both academically speaking and in the trenches leading. I know I have a lot of value to give and I know leaders know it too, but given the industry and my target segment I am facing the issue that not everyone is really willing to pay for my services.

They do find the value in it but they don’t necessarily want to pay or have the money to pay it. Would you mind speaking into that?”

Both great questions! Listen to the podcast to hear me walk Nick and Javier through a process to help them with their questions.

If you have a question, click on the “Ask Chris” button on the right of the page and leave me a message. We would love to hear from you!

Also, do not miss out on our May event. Do not miss out on the Next-Level Leadership LIVE event here in May.

You’ve got to get to this event because it is going to absolutely change the way you lead your team, the way you lead your business.
Click here to read the transcript.

Chris LoCurto

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February 16, 2016

Using “The Force” With Culture

February 16, 2016 | By | 3 Comments">3 Comments

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Culture, for me, is summed up in 2 things: actions and attitudes. It’s the actions of your team, it’s the actions of your leadership, it’s the actions of your clients.

It’s the attitudes of your team, your leadership, your clients.

If you’re a leader and you’re overloaded and you’re finding that you can’t spend time with your team members then I can promise you this: culture is sneaking in your back door.

 

People are sneaking in bad leadership, like not taking ownership, like possibly gossip, like not having buy-in in the direction or vision that we’re going in, or silently sabotaging the vision in the process.

For you to have great culture you have to understand the starting place is to force it. You have to literally force the culture that you want in your business, period.

Sometimes it’s very confrontational because you have to show people that, “This is going to be our culture.” “What is our culture? We are going to take care of the client.

We are going to take care of the team members inside. We are not going to show up late. We’re not going to gossip about team members or leadership.

We’re not going to think that we are entitled to something. We’re not going to sit back and sabotage the vision, the direction that we’re going in.”

Now let’s look at the other side of this. I have to, as a leader, be willing to fight for you guys in my own culture.

If I had somebody who came in who was just a gossip and a backstabber and somebody who was sabotaging processes and just that, “ugh” person, if I don’t do something about it, if I allow that to happen in my own business then what does that tell you guys?

It says, “I don’t care enough about you in the culture to stop this one person.” It is up to me as a leader to make sure that I also protect you, that I protect the culture, that I protect the team.

It’s your job as a leader to do exactly the same, to take and protect your team. We’re all one, but every leader has that role. If you’re not willing to fight for your team’s culture then, guess what?

Nobody else will. Nobody will stand up and do anything about it as well.

For those of you who know that you don’t have the culture you want, this is about digging in and learning what is it about me that I don’t have the culture that I want, what is it about me, and owning this.

That’s what culture is about. You have to own what happens in your business, from the smallest things to the biggest.

Those are things you can put in place this week to start forcing your culture. It’s a small portion of what you need to do to have a highly successful culture.

I can tell you this: it is the absolute best start. It is the absolute best direction.

If you want to go deeper in this area, and other areas, like making stronger decisions and eliminating task saturation to get more time back, check out all of the details about the event!

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Click here to get all of the details for the Next-Level Leadership Live Event

 

Click here to read the transcript from today’s podcast

Chris LoCurto

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December 8, 2015

Everybody Matters

December 8, 2015 | By | No Comments">No Comments

Everybody Matters

The way we lead in business affects the way our team members live their lives. We make a profound impact on them by the way we treat them. We’re not only affecting the team member who works with us, but we’re affecting their role in their family when they go home.

WOW! That’s a pretty hefty responsibility and honor for those in leadership.

On today’s podcast, we talk with Bob Chapman, author of the book Everybody Matters: The Extraordinary Power of Caring for Your People Like Family about exactly that. Bob has been so kind to give us a special preview of the book as well.

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We need to have leaders who know where they’re going and how to get there safely so that people who entrust their lives, who join your organization in hopes of realizing their dreams through sharing their gifts, feel safe and valued.

As a leader it’s your job to make your team successful. Not the other way around.” Which means that you have to actually care about them being successful, not just forcing them because that doesn’t work, and realizing that when you begin to care, people become more loyal.

They become more dedicated. They have more buy-in. They actually perform better. They do a better job when they know that you care and people can tell if you do or not.

Join us and learn:

  • The difference between leadership and management
  • How to create a culture of caring for people
  • The importance of recognition and celebration
  • Why you need to share your vision with your team on a regular basis
  • An important question that ALL leaders and business owners must ask themselves

And so much more!!

Chris LoCurto

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September 9, 2013

Five Ways to Make Your Team Better

September 9, 2013 | By | 30 Comments">30 Comments

We expect our teams to be great. When they’re not, we have a tendency to push them to be better. What’s wrong with that concept? You can’t push a rope.

Chris LoCurto, Leadership, Business, Strategic Planning, LifePlan, #CLoTribe

If you want your team to be better, you must first understand how they are right now. Take an honest inventory of your people – are they good, great, bad? Focus on the way they do their job, how they communicate with the team, their personal lives, and how they take direction. The only way to make someone better is to discover where they need to be better. Once again…

As a leader it’s your job to make your team successful, not the other way around. 

Focus on their needs by starting here:

  1. Be the Example – You as a leader must set the example of what it is to be better. Find areas that your team needs to focus on and be an example in those areas. If they’re struggling with communication, then over communicate the best you possibly can. Show them how they can communicate with others. Help them to understand where they are weak, but don’t make it a bad thing or negative. Instead, show them how they can be more successful when they communicate correctly.
  2. Set a Clear Direction – You have to be leading your team in a clear direction. If they can’t see it, they wont understand how to get there. Vision is all about showing somebody where they’re going to be, not a goal or a dream, but what it looks like on the other end. If you can guide and direct them toward the vision, they can see it, and they can fill in the gaps as well.
  3. Give Praise – People will repeat what they’re praised for. If you spend time finding them doing things right, they will continue to do what they were recognized for. If all you do is find them doing things wrong, they will become extremely gun-shy and not willing to put themselves out there. They won’t care about being better. The only thing they will care about is not getting their head chopped off.
  4. Lead with Dignity – You must treat people with dignity. Understand that these are people. They’re somebody’s kids just like your kids, or like you’re somebody’s child. They want to be treated with dignity. They want to be treated with respect. They don’t want to be yelled at or told that they’re idiots or incompetent. Instead, if you will spend your time building them up, then you’ll find they will be more likely to put their neck out and do things better. They will spend more time trying to be a better team member and person.
  5. Let Out the Rope – You’ve got to give them rope. No, not to hang themselves. You’ve got to let the rope out a little bit at a time as your team grows stronger. If you never let the rope out, you’re keeping them in the same spot they were before. As they become better, you have to allow them to be better.

Following these steps will lead to better team members. On top of that, ask questions. Ask how you can help them to be better. They might tell you something that you weren’t thinking about. You never know, your team member might lead you on how to lead them.

Question: What ways do you make team members better?