The MoJo of your YMCA is the energy it admits on a daily basis. The energy level of your staff and environment can make or break a YMCA. Y employees will tell you that “if you know one YMCA, then you know only that one YMCA!”
All YMCA’s are different and each have their own personality and character. Each have their own MoJo! The MoJo is that little special energy that gives a YMCA that positive spirit that connects with staff and members.
Your YMCA Mojo starts with your employees. If your YMCA has a personality it is because of leadership and staff character, energy and passion. YMCA employees are special because most have a higher purpose given the type of organization they work for. When employees are YMCA Mission driven it shows in their performance and action.
At the front desk-Welcome Center, do you have high spirit employees that are service driven with the ability to get things done? Does your fitness staff know how to provide the personal attention and touch for members? Is your CEO and upper management actively engaged in setting the tone and leading by example?
The only way to generate a higher level of MoJo at your YMCA is to lead by example. Raise your bar for what you bring to your office, job, organization and live a higher purpose.
Email us for information on our Leadership Training: email@example.com
Posted in marketing
Tagged ceo, character, fitness, front desk, Leadership Development, leadership training, mojo, theoctopussolution.com, welcome center, y employees, ymca
Many YMCA’s suffer from low member retention rates. This is due to many reasons: poor customer service, bad procedures, competition, and lack of understand of how retention is calculated. Many Y’s use Daxko or Trinexum software as their point of sale and CRM software and the retention rates are all calculated on an annual basis.
YMCA CEO’s have to report member retention numbers to the board of directors and many of these numbers are wrong. These Y’s should be using their CRM software to compute the member retention by comparing apples-to-apples, but what is happening is that they are comparing apples-to-oranges.
If the software computes member retention on a 13 month basis and all memberships are used in the calculation such as 3 month, 6 month and month-to-month memberships, then apples are being compared to oranges.
For example: If a member signs up for a membership at their local YMCA the softwares will compute if that person is still a member at the beginning of the 13th month. The applications will track all the members on an annual basis to see how many are still members after a year. So what about those memberships that are under one year mixed in the calculations?
A 3 month, 6 month and other customer short term memberships will have a 0% retention rate measured on an annual basis. If the members sign up 2-4 times you may capture a 5-10% retention rate on short-term memberships, but it will not be much higher than that.
So if your YMCA is measuring retention on an annual basis then you can only compare it to annual memberships. If you include any memberships on a time frame less than that then you are not using the same units of measurement in a mathematical formula. For example: 5 Inches +4 Centimeters = What type of unit? You need to convert the units to one single unit of measurement before solving.
Before you assume you have a low or high retention rate, make sure you and your YMCA are comparing apples to apples! Contact us for the 10 steps any YMCA can take to increase member retention: firstname.lastname@example.org
Do you have the skills and talent to be able to run a business? Many people are hired for positions or apply for positions they are not qualified for, but they get the job? How does this happen? Companies demand they hire from within the organization, they do not have a process of matching strengths of a person to the needs of the job, and the list goes on.
The board of directors can truly kill a business if they do not have clarity around the job needs and organization needs. A while back IBM was looking for a CEO to help turn the company around and the hunt was on for a CEO that has the Skill set for being able to turn a business around. They hired Lou Gerstner, a man with no experience in the tech sector! Experience in technology was not the skill needed for the company! They needed a turn-around Guru and that he was! Lou turned IBM around and made this dying giant into an awaken monster.
Many CEO’s and Business Owners may not have the skills or talent to be in the position they hold OR they need help better understanding their strengths and weaknesses. Everyone has stronger skills and characteristics than others and it is critical to the role that their weakness are not requirements of the position. Great leaders fill their weaknesses with other peoples strengths and manage them. Board of directors need to be less PC and more brutally honest for the benefit of the businesses they oversee.
These boards have started to put the executives feelings above the commitment to the business. If these boards can not have honest, confronting, truthful conversations with the executives or themselves, then remove the board and do what is right for your business. It is not about Ego, it is about Commitment and the dedication to your employees and ensuring they have jobs and creating new ones.
We can help, email us to schedule a two-day Performance Bases Management Consult for your Business: email@example.com
Have you ever worked a job and it started to get boring, negative and you were having trouble producing? Did you ever end up in a hole so deep that you could not perform your way out of?
So many employees and managers do not understand that production in any job is the basis of morale and motivation. If you are not producing or having specific wins on the job then you start to lose small pieces of morale. As all those small pieces continually add up into large ones you may find that you have lost all motivation for your job and want to do something else.
For example: Think about a coach for a professional sports team. You may have a coach that has been with a team for 10-15 years and at the end of their career with that team they can not get out of a losing streak. But then they get fired and move to another team and all of a sudden have the drive and performance to win championships. What happened?
Coaches that get a fresh start or business owners who bring in an outside “kick in the pants” firm to help them suddenly start producing both see their attitudes change. The importance of building employee morale as well as paying attention to your own is critical for the success and production of your business, team or job. Find little successes and wins everyday no matter how big or small. The small successes will add up to big ones and you will start to feel the joy in your job and how attitude is everything. Your employees could use coaching on this too.
This is not just a motivational blog today, this is a really money discussion. We have helped several CEO’s get out of their own head and find the motivation again to increase their company’s performance by 6 figures. That is what makes our job fun and productive!
Definition of Leader: A leader is anyone who by virtue of assumed role or assigned responsibility inspires and
influences people to accomplish organizational goals. Leaders motivate people both inside and
outside the chain of command to pursue actions, focus thinking, and shape decisions for the greater
good of the organization. -US Army Leadership Manual
We all want to lead and we all want to follow at certain points in our lives, but I am worried about the types of leaders we have in our society. We see this is small business. Political correctness has taken over much of our society which means that we can no longer have frank and blunt discussions with people. It also means that when you do have those types of discussions the other person can’t handle confrontation so things go bad.
Definition of Leadership: “Leadership is the process of influencing people by providing purpose, direction, and motivation while operating to accomplish the mission and improving the organization.”
I am tired of seeing small businesses fail or watching business owners struggle. I am tired of CEO’s not stepping up to fulfill the obligation, privilege and gift they have been given to lead others. Step up and lead your team and if you don’t know how to; that’s okay to as long as you ask for help. I do not want to see great businesses fail because of leadership.
I will leave you with this, again from the Army Leadership Manual:
Stepping Up to Lead
In the early days of Operation Anaconda, members of the 10th Mountain Division
were sent into the Shah-e-kot Valley in eastern Afghanistan. Their mission was to
seal off and destroy pockets of Al-Qaeda and Taliban forces. Members of the Afghan
National Army assisted by U.S. Special Forces would attack from the north.
CPT Nelson Kraft and his Soldiers from Charlie Company, 1st Battalion, 87th Infantry
Regiment were part of the group that would land in the south and wait for them. As
soon as the Chinooks carrying the troops landed, the unit found itself in the midst of
100 or more enemy fighters, heavily armed and dug into the cragged mountainsides.
First Platoon was sent up the ridgeline. From their position above the valley, they
could hear the mortars advancing closer with each volley. One round hit close to the
platoon leader, Lieutenant Brad Maroyka, and wounded him. He gave the order to
move, but the next round hit his platoon sergeant. With both leaders out of
commission, Kraft radioed SSG Randal Perez, a supply sergeant turned infantryman,
and the senior Soldier left standing and told him to take charge.
Reconnaissance photos and intelligence reports had failed to identify this enemy
stronghold, but the men of Charlie Company knew they could not run, so they dug in
and continued to fight.
Perez did a quick assessment, finding nine of his 26 men wounded. He knew he
needed to get them out of the area where they were pinned down. He and five others
laid down heavy fire to allow the rest of the team to move to safer ground.
Even though he too was injured, the company first sergeant watched from his
position below to see how Perez was handling the pressure. He was glad that the
many hours spent at Fort Drum mentoring Perez and teaching him infantry tactics
were paying off.
All during the fight, the newly appointed leader controlled his rates of fire, called in
targets and kept his men reassured by going helmet to helmet. He rose to the
challenge, doing the job of an officer with years of training.
You never know what leadership ability is in you until you step up and try.
Posted in All Blog Posts
Tagged 10th mountain division, Business, ceo, goals, leader, Leadership Development, misson, organization goals, political correctness, special forces, us army