This day didn’t seem much different than the other 196 school days. I mindlessly walked my 5 year old daughter to class, stooped down to kiss her goodbye and turned to walk away until one of her classmates called out to me, “Look what I drew!” Toothlessly grinning from ear to ear, she proudly showed me her drawing- a drawing that only the artist could interpret its rendition. Giggling as I marveled at her masterpiece, with Ooo’s and Ah’s, Lacy proceeded to grab a clean sheet of paper and move on to her next work of art. What she created on that piece of paper wasn’t so special; after all, she’ll create thousands of pictures, some of which will be prominently displayed in her home’s art gallery called the refrigerator. What was special for her was how I made her feel once she completed her picture. The table and chairs may be taller, crayons have been replaced with felt tips, and with the rent and car note due, Play was dropped from the word Dough years ago, but one thing remains certain. What people do is directly correlated to how we make them feel.  Affirmation is ageless.

In the art of selling, we’re taught to create imbalance- when the scale is tipped and value outweighs the price, a customer is more prone to buy. “Is it worth it?” Shoppers aren’t the only ones uttering those familiar words your employees are as well. When their valued efforts no longer outweigh the price they are willing to pay- the long hours, constant rejection, tied together with sub-par commissions, we as leaders lose our most valuable assets, our employees. It is estimated that 65% of those in the workplace received no recognition last year-the price they paid far exceeded the value received. With nothing left to give-hopeless and dejected, demoralized and desperate-feeling as though all of their options are exhausted, employees walk away, not from their profession, but instead from their leadership. It is our job as leaders to tip the scales-our employees must receive more value than what they pay for.

• See when they can’t. The only bright spot for some of your employees-those who attend your meetings, who work with your customers, who help set the course for your success, have nothing positive going for them other than this job. When their marriage is in shambles, their child is in rehab, or they’re facing foreclosure, your dealership may be the only bright spot they have in their lives. The old saying is true, “When you are going through hell, keep going.” You as a leader must help them see a better tomorrow when they’re blinded by today. Help them see a better future-they may be down, but assure them rock bottom is now the platform for building their future success. At this critical time, with the arteries of their hopes severed, your people need you to apply the much-needed pressure in order to stop the bleeding.  Exasperated-consumed with only negative memories and no  imagination, they need to know you believe in them at a time when they don’t believe in themselves. Let them know the work they are performing has significance- as if the future of the store, the difference between a  good month and a great month, hinges on the customer they are currently with-they have the game winning shot. Instead of reacting to their problems they can instead rely on your leadership drawing from your      strength when they have nothing left in reserve. Their better tomorrow’s begin today.
• Molded not melted. Author David Horsager advised, “What is expected of a person is what they will aspire to become.” Unfortunately, many people’s dream- careers melt into nightmare job entrapments, because they never knew what was expected of them. Promising to change their lives, we snatch new recruits from their present employer. As we whisper commissioned  promises of, “Up to’s” and “As much as’s” in their ears, they lift their eyes toward the heavens- anticipating a new beginning. With no guidance or direction, their eyes fall; confused, hurt, and scared their eyes stare at the ground wondering how much longer they can hold on. The unfinished statue remained neglected for 25 years; commissioned by several sculptors, it was a young Michelangelo who transformed a hacked up block of marble into the beautiful statue called David. Whether they were recruited or inherited, you must chisel, mold, and shape your people into the statue called, Potential. Set the expectations; give them the tools needed to succeed and follow through by holding them accountable. Just because you work alongside of managers who want to just work deals and go home doesn’t mean you have to adhere to that theology. You become the change agent-you become the one your people go to when they need advice, guidance, and help. Go home each night exhausted yet satisfied because you took the time to knead their efforts-pressing, folding, and stretching them into becoming the best possible Them they can be. 
• Cultivate don’t annihilate. Seeds of belief have been sown; the sails of expectations have been set; now you’ve got to develop your future. The fruits of your success begin in the gardens of your people. It is      unfortunate to say, but many managers do not want to cultivate their talent annihilating their people’s hopes of being promoted, for fear of becoming replaced. The reason why some managers feel threatened by new,      bright, up coming talent, is because they’ve ceased to grow once they’ve received the promo.  Feeling as      though they’d arrived, many managers have no ambition for new destinations. Growth is recyclable; pouring out what you know, leaves room for you to receive more. There are many managers out there who have a  wealth of talent and knowledge, yet instead choose to hoard their contributions-their gifts to others remain locked away forever. Help cultivate your people’s talents my using teachable moments. When a teachable situation arises, take a moment to coach them through a certain situation. If something needs corrected, don’t throw that moment into the pile of discrepancies; instead take a few minutes to show them a better way to handle the situation the next time around. Often we as leaders don’t feel we have enough time-if you had twice as many managers,      you’d still complain that you had no time. It only takes a pinch of yeast to make the dough rise. There are      pockets of opportunities, find them and coach your people to the next level.

Although we may look like we have it all together, you and I are all still children inside. At times, we are all that 5 year old holding up the piece of paper-what we do is important; how you make us feel is imperative. I’ll see you next time on the blacktop.