Rocky Romanella 01

0 comments

Every business owner wants to execute their brand promise well and create a legacy that will hopefully surpass them. Legacy is a big word, and companies, both big and small, may get lost in the process of running the business. This issue happens because leaders fail to guide employees by not leading by example.

At the end of this podcast, entrepreneurs and leaders will be able to bring success to their organizations by unifying the company with a vision and brand. Our guest Rocky Romanella, whose expertise spans almost four decades, shares his most noteworthy tips on leadership. We also talk about brand promise, company culture, and success in entrepreneurship. Embark on this enriching journey about creating your legacy and inspiring employees to do the same!

About Our Guest:

Rocky Romanella has accumulated 36 years of experience dealing with managing businesses and people. He has helped several companies, from telecommunications to retail, achieve numerous acquisitions, as well as restructure several companies outside of UPS. Rocky is currently the owner and CEO of 3sixty Management Services. The company provides complete management services to organizations by using strategies to deliver results. 3Sixty Management Services prides itself on having seasoned professionals and a process-oriented approach.

Creating Your Legacy and Executing Brand Promise in an Organization:

Rocky’s Beginnings:

  • Rocky started at UPS at entry-level, unloading and loading trailers. He worked his way up with UPS’s internal promotion policy.
  • He worked at UPS part-time, which played an integral role in choosing his major in management.
  • Rocky wanted to become a high school history professor and baseball coach.
  • He believes that good leaders are good teachers.
  • Following his dad’s advice of saying “yes” and “thank you” has opened new opportunities for Rocky’s growing career.
  • The day you think you know your job is a sign that your career is losing its competitive edge. He lives by his dad’s saying, “Learn your job and learn some more.”

Executing Brand Promise When No One Is Looking:

  • What makes a good company is the ability of your employees to execute and perform the company’s brand promise even when nobody’s watching.
  • Front-liners like cashiers face customers daily. Delivering the company’s brand promise entails them to perform their jobs with quality service, even when managers or business owners are away.
  • These people are taking care of your brand as your representatives.
  • There are four critical factors in creating your legacy and building a world-class business: clarity, accepting employee’s best performance, refocusing on the goal, and commitment.

Establishing Clarity with Employees

  • Leaders need to communicate an employee’s role in the team, their goals, and their vision.
  • The team should know where the company is going and what they are trying to accomplish. They also need to understand why they are doing it and how their role is vital in achieving this.

Accepting the Person’s Best Performance:

  • You only want the best performance from you and your team.
  • Not stopping at the first right answer pushes them to become a leader and helps the company become better.

Refocusing on the Goal:

  • We get lost when we overanalyze things.
  • Ask yourself, “What are we trying to accomplish?” “What do we stand for?”

Expecting Commitment:

  • Commitment is reciprocal between you and your people.
  • You need to assess whether you have firm commitments in helping to grow this business together.

Forging Your Legacy with Good Leadership:

  • Aside from making the right decisions, being a good leader means communicating effectively, either by corporate-speaking or public-speaking.
  • Good leaders also admit they have a few skills they need to work on and can ask other people to help you become better.
  • Good leaders choose to learn the job of the people they are managing and understand what they do as a sign of respect.
  • Nurture employees, even in the simplest ways. You can teach and encourage them.

Defining Success: Leaving a Legacy:

  • Success means differently for people, but it is as simple as leaving a legacy.
  • For Rocky, his legacy is leaving a company better than when he started working on it.
  • Finding a brand or legacy for entrepreneurs starting a business involves asking themselves how they want people to define them.
  • A legacy is more than just providing a service or selling a product.

Habits to Become a Successful Entrepreneur:

  • Hard work is essential even in the age of technology.
  • Enthusiasm is bringing excitement to going to work every day, even despite an off-day.
  • Your employees need to see a positive leader. There’s no need to become a cheerleader all the time, but getting excited about the business resonates with employees. It trickles down to their service and performance.
  • Have realistic expectations within a reasonable timeframe.
  • Once a company has unrealistic expectations, the pressure to chase the deadline pushes them to make bad decisions.
  • You should know: who you are, what you stand for, and what won’t you compromise.
  • When you choose to compromise something out of line with your culture, you lose credibility and get in trouble legally and ethically.

Defining Company Culture:

  • Company culture reflects on a leader’s attitude and actions, as well as the employees.
  • When your employees see good behaviour, they often mimic this for praise or other reinforcements.
  • Early Adaptors: People who are enthusiastic about new ideas and new projects.
  • Pessimists: Those who are not pleased with new proposals or even rewards.
  • Employees may convert to early adopters depending on the leader’s performance and influence.

Addressing Conflicts and Difficult Employees:

  • Leaders must look at the problem logically.
  • It is crucial to look at the problematic employee’s performance factually and not personally.
  • Help conflicted employees understand their role in the organization.
  • Create a plan for them to perform better; pinpoint realistic key performance indicators.
  • Monitor the plan accordingly.
  • Conflicted employees should also want to receive help.

Goal-Setting In A Company:

  • Outcome goals: These goals are the kind you want to achieve.
  • Performance goals: These serve as milestones for the company to reach its peak performance.
  • Process goals: These are tedious goals, but they are crucial to reaching your outcome and performance goals.

Resources:

You may connect with Rocky through his email, rockyromanella@gmail.com. You may also check out 3sixty Management Services to see what they can do for you.

P.S.

  • Do you already have a successful business, meaning you’re up, running, and paying your bills with some profit left over?
  • Are you interested in growing your business, automating/streamlining things, and staying one step ahead of your competition?
  • Do you want to achieve your goals, get more things done in less time, and double your salesSign up for our 21-Day Double Your Sales Challenge.

<img role=  If you can answer YES to all three questions, please reach out to me through Website, https://www.members.bestbusinesscoach.ca/problems-we-fix/?utm_source=expert-interviews-ps  and describe your situation, goals, and the best time/way to contact you.

CREDIBILITY RATING


GRADE

Level Of evidence

Full 01 01

Randomized Controlled Trials

Full 01

Cohort Studies

Full 01 1

Case Studies

Full 01 2

Endorsements & Certifications

Full 01 3

Testimonials/Reviews

Full 01 4

Expert Opinions 

CRITICAL SUCCESS FACTORS

LEVEL OF EVIDENCE 

MAGNITUDE OF EFFECT

CONSISTENCY OF RESEARCH RESULTS

NOTES

Full 01 2
Notable

Notable

Medium

Cell
Full 01 3
minor

Minor

Low

Cell
Full 01 2
minor

Minor

Medium

Cell
Full 01 01 01

Zero

Zero

Cell
Full 01 01 01

Zero

Zero

Cell
Full 01 01 01

Zero

Zero

Cell
Full 01 01 01

Zero

Zero

Cell
Full 01 01 01

Zero

Zero

Cell

>