Mel FellerDiscussesLeadershipStrategies
As a businessandexecutivecoachinmanyfields,Mel Feller,knowsthe valueof leadingyouremployees
or teamto theirbestand top performance. Society,now demandstopperformance fromevery
individualand business. However,agreatentrepreneur,willdoitjustto be the bestand not because
that iswhat isexpected!
If an employee'sjobsatisfieshisorherneeds,the employeerespondsmore favorablytothe job.This
may happen,forexample,whenanemployeeisgiventhe responsibilityformanagingthe office onhis
or her own,andis recognizedfordoingitwell.Onthe otherhand,itmayoccur whenasales
representative isassignedfullresponsibilityfordevelopingnew businessaswell asmaintaining existing
customersina territoryand isrecognizedforthe accomplishment.Suchemployeestendtotake their
responsibilitiesseriously,actpositivelyforthe firm, andare absentfromwork onlyrarely.The keypoint
isthat whena jobsatisfiesneeds, the employee maybringgreatercommitmenttothe job.Some needs
commonto all individualsare basicslike food,shelter,andsecurityforthe future.Normallyafairwage
level andafeelingof securitythatthe jobwill continue,tendtosatisfytheseneeds.Suchneeds,
however,canbe satisfiedinmostjobstoday,andtheydonot alone evoke heavycommitmentby
employeestoyourfirm.
Otherneedsmustalsobe satisfied.Mostof these are relatedto:
a. The firm'spersonnel practicessuchascomplainthandlingorvacationscheduling
b. Workingconditions
c. Supervisorypracticessuchasdiscipline,orthe wayinstructionsare given,and
d. Total compensation,includingbenefitspractices.
If the employeesasmuchpoorerthanwhat otherfirmsinthe area provide see whatthe firmprovidesin
any of these aspects,dissatisfactionswill result.Onthe otherhand,improvementsabove anacceptable
level generallydonotbringaboutgreateremployee commitmentinthe end.
For example,total disregardforemployeecomplaints(personnel practices) canleadtoseriousproblems
for the firm.Whenemployee complaintsare handledwell,seriousproblemstendtobe precludedfrom
developingbutthere isnomajorgainin deepemployeecommitmenttothe job.Whatthendoesbring
abouta seriouscommitmenttothe joband firm?
Five factors generallycause a deepcommitmentto jobperformance for most employees.

These are:
The work itself - to what extentdoes the employee see the work as meaningful and worthwhile?
Achievement- how much opportunityis there for the employee toaccomplish tasks that are seenas a
reasonable challenge?
Responsibility- to what extentdoesthe employee have assignmentand the authority necessaryto
take care of a significantfunctionof the organization?
Recognition- to what extentis the employee aware of how highlyother people value the
contributionsmade by the employee.
Advancement- how much opportunityis there for the employee toassume greater responsibilitiesin
the firm?
These five factors tend to satisfy certain critical needsofindividuals:
One needisthe feelingof beingacceptedaspart of the firm'swork-team.
Anotherneedisforfeelingimportant - thatthe employee'sstrengths,capabilitiesandcontributionsare
knownandvaluedhighly.
A thirdneedisforthe chance to continue togrow andbecome a more fullyfunctioningperson.
If the kindsof needsjustdescribedare metbypayingattentiontothe five factorspreviouslylisted,an
owner/managerwill have takensignificantstepstowardgainingthe full commitmentof employeesto
jobperformance.Todo this,several practical strategiescanbe used,suchas:
Establishingconfidence andtrustwithyouremployeesthroughopencommunicationandthe
developmentof sensitivitytoemployee needs
Allowingemployeesparticipationindecision-makingwhichdirectlyaffectsthem
Helpingemployeestosettheirownworkmethodsandworkgoals,as muchas possible
Praisingandrewardinggoodworkas clearlyandpromptlyasinadequate performance ismentioned

Restructuringjobstobe challengingandinterestingbygivingincreasedresponsibilitiesand
independencetothose whowantit,and whocan handle it.
GoodDelegation
One practical way to workon these strategiesistopractice gooddelegation.
Simplydefined,delegationisthe grantingof authorityandindependence toanotherpersontocomplete
a project.It mustbe understoodthatwiththe authoritytodoa job,comesthe responsibilitytogetit
done.
A managerwhopracticesgood delegationautomaticallyalsomakesuse of the strategies,whichbring
greatercommitmentontheirpart.
A secondbenefitof gooddelegation - one notrelatedtothe personnel functions - liesinthe opportunity
it givesyoutospendmore of your time onimportantwork,whichyoucannot delegate.
For all these reasons,delegatingworkandresponsibilitycanbe verybeneficialtoyouand foryour
company.However,tobe effective,delegationmustbe usedwithsome caution.Beforedelegatinga
project,you,as the manager,mustfirstanswertwoquestions:
1. To whomshouldprojectsbe delegated?
2. What kindand howmuch workand responsibilitycanbe delegatedtothisperson?
It isimportantto understandthatdelegationinvolvesprojects,whichinclude significantdecision-
making.If youremployee isnotgiventhe responsibilitytomake decisions,itisnotdelegation.The
assigningof routine andrepetitive workdoesnotbringthe benefitswhichdelegationcanbringand
therefore isnotpartof the strategyfor achievingaclimate thatbringsgreatercommitmentby
employees.
Work assignment,eventhoughthe employee isaskedtoperformaspecifictaskasassigned,alsohas
the potential toaddto the positive climate - whenitisfairandtakesemployee preferencesinto

considerationThis,obviously,isdifficulttodoall the time,butif employeesare givenasmuchof a voice
indecidingwhoshouldreceive non-regularworkassignments,goodonesaswell asundesirableones,
thenthese assignmentsare likelytohave a beneficial impactonmorale.
Delegatingworktoan employee whoisnotreadytoaccept the responsibilitycanhave twonegative
effects:
1. The jobwill notbe done or not be completedontime.
2. The failuresthatresultfromineffectivedelegationwill have anunderstandablybadeffectonthe
affectedemployee.
Whendelegating,itisgoodtoalwaysrememberthateffectivedelegationof workisnotgivingup all
your authority.The delegateshouldhave afairamountof freedom, butthe managermustretainsome
control.Thiswill insure thatthe projectissatisfactorilycompleted.
Mel Feller– Personal Development,Business,Executive,InternetandReal Estate Investments
Coach/Mentor and BusinessOwner
Mel Fellerwasaseniorstafferforover5 yearswithbothUnitedStatesSenatorJake Garn and The
Senate BankingandFinance Committee.
Mel Fellerisaspeakeratentrepreneurial forumstrainingbusinessprofessionalsonmarketingstrategies
and the “Secretsof Online Marketing”.He providesconsultingservicesonall aspectsof business
includingorganizational performance,salesandmarketingstrategies,employee productivityand
retention,successful solutionimplementation,technologyleverage andcustomerserviceinall business
and fields.
Mel Feller'sareasof technologyexpertise include emailsandsocial media,solutiondevelopment
disciplineandmethodology,businessprocessleadsandprojectmanagement.
Mel Fellerhastwenty-fiveyears’experience withcompanies,nonprofitsandindividualsinthe research
and writingof bothgovernmentandprivate grants.

In additiontohisregularconsultingandmanagementresponsibilities,Mel Fellerwaspublishedinthe
Top 100 Mentors;he has publishedtwobookson"CreativeReal Estate Financing"and“MultipleSecrets
to Success”,andpresentednumerousexecutive lecturesforFortune 500 corporationson“leadership
and businesspractices”.
Visithimatwww.melfeller.com andwww.melfellersuccessstories.com
Mel Feller’sdynamicpresence,instinctive strategicvision,andcreative thinkingproduce effective,
sustainable bottom-lineresultsforhisclients.His“CanDo” attitude generatesconfidence inhis
executivecoachingclientsandstrategicconsultingcorporate clients.ThroughoutMel Feller’scareer,he
has increasedthe profitabilityof nearlyeveryorganization withwhichhe hasworked.
Mel Fellerhasaunique abilitytorelate tohisclientsbecausehe came fromThe UnitedStatesSenate,
where Mel wasthe Chief of Staff fora UnitedStatesSenatorandwas alwaysmeetingwithprominent
businesspeople orpoliticians. Hismainlove wasdealingwithconstituentsthatwere the grassroot
voters! Since foundingCoachingForSuccess360 In 1989, he has effectivelytranslatedthatexperience
intoresultsforhisclients.He focusesonseparatingdailydistractionsfromthe real issuesinorder toput
the executive and/orbusinessonthe rightpathto grow and prosper.Resultsare immediate,growth
sustainable,andprofitabilitylong-term.
Dozensof Mel Feller’sclientshave beenonInc.’s500/5000 listandmany have beennamedasa “Best
PlacesTo Work.
UsingMel Feller’sintuitive,systematicapproach,andourprovenstrategicandtactical tools,we help
youplan forprofit.
Mel Fellerbelievesthatwhatgetsmeasuredisimproved.Therefore,he iscontinuallydeveloping
processesandsystems thatallowyoutoeasilymeasure,manage andmaintainahighlyprofitable
business.
Mel Felleris readytohelpyouincrease yoursales,trimandmanage youroperatingcostsand see your
profitssoarand/or leverage yourtime forBusinessorReal Estate!
“Truth telling,honesty,andcandor:IlovedyouMel Feller!Youhave somuch energyandknowledge!I
trulyhope I getanotheropportunitytobe coachedby you.I see myself alittle clearernow,andit’snot
so bad.”

Lisa Mathews
“Mel Felleryouadded more value thanwe canpossiblysee rightnow.Mel Feller,youare warm,
inviting,andaccommodating.Thankyouforcomingalongside usinthistransition!”
VanessaCavanaugh
“Mel Fellerthe besteducationsessionthatwe have attendedinmanyyears!Thankyousomuch — I am
veryexcitedtoputeverythingyouhave taughtusintopractice!”
Michael Randolph
“Mr. Mel Feller,Thankyou,thankyou,thankyoufor givinga marvelouskeynote atourSymposium!
While we have notyetcollectedthe official feedback,the unofficialfeedbackwasthatYou Were a Hit! I
heardnothingbutcomplimentsregardingyourpresentations.Thankyouformakingsucha positive
impacton our attendees!”
Lyle CunninghamVP
"Mel Felleruseshishumor,compassion,anddirectnature tohelpbringoutthe bestinme.Mel Felleris
committedtohelpingme live...Imean,reallylive,life toitsfullest."
Jose Rodriguez
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