Alright – so today we’ve got the honor of introducing you to Alvin Haygan. We think you’ll enjoy our conversation, we’ve shared it below.

Alvin, thanks for taking the time to share your stories with us today Let’s jump to the end – what do you want to be remembered for?

I have found it common for people to merit legacy in terms of the money or property that they might pass on to their survivors. In the past I have had similar thoughts, however, it is my hope that I transfer a legacy that has more than just monetary benefits. I have found in my quest for service to others that Peter Strople’s quote was correct in saying, “Legacy is not leaving something for people. It is leaving something in people.” Like many historical figures I have looked up to from Dr. Martin Luther King, Jr. to Muhammad Ali, I hope to leave behind a legacy of faith. I believe it takes faith to leave behind what is comfortable. It takes faith to leave behind what is easy. It takes faith to jump into the unknown. But often the perspective of complacency leaves people paralyzed with courage on emptiness.

Alvin, before we move on to more of these sorts of questions, can you take some time to bring our readers up to speed on you and what you do?

However, when people ask me what I do. I often lead the conversation with the statement I am a husband and a father. The reason for this is that I have come to a point in my career where I realize I do not need a title to lead, I just need to show others I care. Humbly, this has allowed me to understand that people would rather follow a leader with a heart, rather than a leader with a title.

Any advice for managing a team?

In my experience, there are several ways to manage a team and maintain high morale. I will provide a few, but if anyone would like to know more, they can certainly reach out!

First, I believe as a leader you must communicate effectively. People want to know what is going on with their organization and with their jobs. So, if you want to improve morale be open, be honest and tell people what is going on and do it as effectively and efficiently as possible.

Second, you must actively listen to your employees. It is important to listen, actively listen, to subordinates, peers, and advisors. The one group that usually gets short-handed in that process is your subordinates. I have made it a point to always introduce them as equals to me. This allows people to give them respect even when you are not in the room. It is important to resist responding too quickly or interrupting to make your point to them. Doing so shuts down the communication process and morale suffers if people feel they are not being listened to by their boss. Third, you must teach to reach your employees. Improving people’s skill sets can accomplish a variety of things that will go a long way to improving team morale. First, they feel that they are becoming more valuable to the company and to the team. This feeling of “value” sometimes translates into a feeling of more security in their job. The direct costs of employee turnover, including severance pay and the costs associated with hiring and training new people, can be significant. In a review of 11 studies, the Center for American Progress said the median turnover cost was 21 percent of the lost employee’s annual salary. To me that is huge!

Fourth, micromanage the process, not the people. As leaders, we sometimes want to know what everyone is doing and how they are doing it. In fact, some years ago, I planned my mother’s surprise 60th birthday party. My brothers and I were putting up decorations and I noticed one of my brothers put the treats in a way that I would not. As I began to walk to my brother, I stopped, as I realized it did not have to be perfect, but it had to make sense for people. I then walked over to him and said, “Good job man, I know what I would have done, but I see the spirit in what you are doing, and it makes sense to me.” He smiled and said, “Thanks, this means a lot coming from you.”

And fifth, acknowledge people unexpectedly. I have found that recognition, a word of praise such as “job well done”, or a simple “thank you” all have power if they are genuine and honestly delivered. Truly recognizing someone’s excellent work, or extra time, in front of them to others can go a long way.

Are there any books, videos, essays or other resources that have significantly impacted your management and entrepreneurial thinking and philosophy?

Image Credits
XOA Productions – San Antonio, TX: https://www.xoaportraits.com/