What is happiness?
Happiness is more than a general feeling, it's a method of thinking that organizes feelings, activities, and life style. It's a way of interpreting the world and its events. Happiness is having your values in balance. It's one of the first things I wrote about and continue to write about. Happiness is a life well lived and filled with people who support you, encourage you, and have some substance to their lives.
Happiness is experienced in the NOW, so don't put it off until you become the perfect person, the perfect leader. Happiness is often elusive to most people, but it doesn't have to be...
What are you doing to today to capture your joy and happiness in the here and NOW?
Wednesday, June 30, 2010
Wealth...
What is your perspective of wealth? Is it a million dollars? Is it having the wealth of friends, wealth of experience? Perhpas the wealth of love or the wealth of family? Is it having freedom and being debt free?
Wealth many times is symbolized by being a millionaire...surely being a millionaire is not a bad mental image to hold. However, for each of us the specific amount required for us to feel wealthy will differ. I think most of us want to be free of financial pressures, to have freedom of choice, and to enjoy the opportunity to unleash the possibilities to make it happen.
What do you need to do today to bring your perspective of wealth into clear focus? And then put in an action plan to bring it into your life!!!
Wealth many times is symbolized by being a millionaire...surely being a millionaire is not a bad mental image to hold. However, for each of us the specific amount required for us to feel wealthy will differ. I think most of us want to be free of financial pressures, to have freedom of choice, and to enjoy the opportunity to unleash the possibilities to make it happen.
What do you need to do today to bring your perspective of wealth into clear focus? And then put in an action plan to bring it into your life!!!
Tuesday, June 29, 2010
Ownership...
In life there are people who engage or disengage in doing the right things. Ever go to the grocery store and push your cart out of the way to save time. After all, who wants to walk over to the storage place designed to hold carts? People who take ownership will walk the extra steps and do the right thing...while others might step back and disengage with doing the right thing, probably because they are overwhelmed with life.
In the business world, ownership is what every leader hopes to inspire in their team. Why? Because as the world changes every day it gets more demanding, complex, uncertain, and fast, people tend to focus more and more on what they need to do to survive, rather than stepping up to drive the next change, or innovative to get to the next level.
Ownership..or responsibility is one of the important values of leaders that creates "greatness"! Stepping up to help make things better elevates not only you but everyone around you.
As a leader you need to ask: What can I do to affect this situation immediately and positively? This allows you to proactively focus and take control of action steps. It's much better than worrying about who caused it, or who is responsible for figuring out the ultimate solution. Don't give away your power and momentum by waiting for others. Focus on what you can do to influence a better outcome and watch how you inspire others to do the same!
What are you going to take ownership of today?
In the business world, ownership is what every leader hopes to inspire in their team. Why? Because as the world changes every day it gets more demanding, complex, uncertain, and fast, people tend to focus more and more on what they need to do to survive, rather than stepping up to drive the next change, or innovative to get to the next level.
Ownership..or responsibility is one of the important values of leaders that creates "greatness"! Stepping up to help make things better elevates not only you but everyone around you.
As a leader you need to ask: What can I do to affect this situation immediately and positively? This allows you to proactively focus and take control of action steps. It's much better than worrying about who caused it, or who is responsible for figuring out the ultimate solution. Don't give away your power and momentum by waiting for others. Focus on what you can do to influence a better outcome and watch how you inspire others to do the same!
What are you going to take ownership of today?
Monday, June 28, 2010
Blaming...
Blame...
Hmmm...how do you think your team feels when you blame them for goals not being attained? How do you think they feel when something goes wrong and the leader blames the team instead of taking responsibility for the failure?
As leaders, when we blame we give up a vital piece of our own development. How do you build your character and live up to your internal values if you blame others when things go wrong? We must all learn from our mistakes and grow.
A strong leader accepts blame and gives the credit. A weak leader gives blame and accepts the credit...
Hmmm...how do you think your team feels when you blame them for goals not being attained? How do you think they feel when something goes wrong and the leader blames the team instead of taking responsibility for the failure?
As leaders, when we blame we give up a vital piece of our own development. How do you build your character and live up to your internal values if you blame others when things go wrong? We must all learn from our mistakes and grow.
A strong leader accepts blame and gives the credit. A weak leader gives blame and accepts the credit...
Complaining...
Want some "cheese" with that "whine"? :)
Is complaining bad in the workplace? The problem with complaining is that it becomes a habit. It makes us weak to give in to complaining. It does something to our determination to make things better ~ and before long everyone on your team is complaining. The habit becomes part of the team spirit! I would bet that complaining in a team meeting will not leave your team feeling energized and exuberant...which is how you want your team to leave all of your meetings! So...if you want to complain, it's probably better to journal it or talk to your close friend who is not part of your team...unless you want a team of complainers!
Role model the way...keep your interactions free of complaining and whining!
Is complaining bad in the workplace? The problem with complaining is that it becomes a habit. It makes us weak to give in to complaining. It does something to our determination to make things better ~ and before long everyone on your team is complaining. The habit becomes part of the team spirit! I would bet that complaining in a team meeting will not leave your team feeling energized and exuberant...which is how you want your team to leave all of your meetings! So...if you want to complain, it's probably better to journal it or talk to your close friend who is not part of your team...unless you want a team of complainers!
Role model the way...keep your interactions free of complaining and whining!
Thursday, June 24, 2010
Leading others...managing yourself
What is the role of leaders and educators? So many books to buy on the book shelves, but which one is going to help me become a leader and not a manager?
Power in leadership is the basic energy needed to initiate and sustain action it's the capacity to translate intention into reality and sustain it. Leadership is the wise use of this power. I've seen leaders try to get things done by "beating up" on employees with negativity and criticism. It never works.
Let's look at Lee Iacocca when he provided the leadership to Chrysler. He transformed a company from bankruptcy to success. He created a vision of success and mobilized key employees to align behind the vision. These are the first steps in change management! With hard work, passion, and commitment of Iaccoca he had the company turned around making a profit, boosted employee morale, and helped employees generate a sense of meaning in their work. He empowered them.
When you have effective leadership it motivates organizations from current to future states, create visions of unlimited possibilities, and it instills employees with commitment to change. Leaders are not born. They emerge when the business faces new problems that need new solutions. They assume responsibility. They direct change and build confidence and empower their employees to seek new ways of doing things. They overcome resistance by communicating the vision and the possibilities of a better future, they bring out confidence in all employees.
The future is now...are you a leader or are you just managing status quo?
Power in leadership is the basic energy needed to initiate and sustain action it's the capacity to translate intention into reality and sustain it. Leadership is the wise use of this power. I've seen leaders try to get things done by "beating up" on employees with negativity and criticism. It never works.
Let's look at Lee Iacocca when he provided the leadership to Chrysler. He transformed a company from bankruptcy to success. He created a vision of success and mobilized key employees to align behind the vision. These are the first steps in change management! With hard work, passion, and commitment of Iaccoca he had the company turned around making a profit, boosted employee morale, and helped employees generate a sense of meaning in their work. He empowered them.
When you have effective leadership it motivates organizations from current to future states, create visions of unlimited possibilities, and it instills employees with commitment to change. Leaders are not born. They emerge when the business faces new problems that need new solutions. They assume responsibility. They direct change and build confidence and empower their employees to seek new ways of doing things. They overcome resistance by communicating the vision and the possibilities of a better future, they bring out confidence in all employees.
The future is now...are you a leader or are you just managing status quo?
Accept the fact....2 choices...you can make money or you can make excuses...
Yes...you have 2 choices in life, you can make money or you can have a hundred excuses why you aren't making money.
Any of these sound familiar?
*I don't have time
*I am afraid to make that sales call
*I don't think it's in my nature to do that
*I can't
*I'm scared
When you step up and refocus that you actually can...you will. I have always told my clients, you can feel fear...it's natural to feel fear, but you must step up and move through the fear, or you remain stuck. You remain right where you are in life until you are ready to face the fear and do something different. You cannot change if you keep doing everything the same way you have always done it. Successful people face the fear and use their courage and confidence to move forward.
Believe it or not...successful people with full lives must face the same frustrations, hurdles, and fears as everyone else. They difference is in the way they handle their fear. They don't get stuck by fears, worries...successful people face it head on and conquer them!
A person who has the habit of making excuses keeps himself from his greatest potential. When an excuse enters the mind this person will attach to the thought, take it as "gospel", and then uses it as a reason why life is not working out the way they want it. It is a very self-defeating habit that can be broken with a slight shift in one's thinking.
Every successful client I have coached admits to being confronted often, with his or her own internal excuses...but they move through the excuses of "I'm tired" "I'll do it later", "I don't want to do this"...and they change their emotional state to become focused on what they are doing and what they want to accomplish.
Are you ready to go out and make a better life? Are you ready to make money? What changes will you have to make to do it?
Any of these sound familiar?
*I don't have time
*I am afraid to make that sales call
*I don't think it's in my nature to do that
*I can't
*I'm scared
When you step up and refocus that you actually can...you will. I have always told my clients, you can feel fear...it's natural to feel fear, but you must step up and move through the fear, or you remain stuck. You remain right where you are in life until you are ready to face the fear and do something different. You cannot change if you keep doing everything the same way you have always done it. Successful people face the fear and use their courage and confidence to move forward.
Believe it or not...successful people with full lives must face the same frustrations, hurdles, and fears as everyone else. They difference is in the way they handle their fear. They don't get stuck by fears, worries...successful people face it head on and conquer them!
A person who has the habit of making excuses keeps himself from his greatest potential. When an excuse enters the mind this person will attach to the thought, take it as "gospel", and then uses it as a reason why life is not working out the way they want it. It is a very self-defeating habit that can be broken with a slight shift in one's thinking.
Every successful client I have coached admits to being confronted often, with his or her own internal excuses...but they move through the excuses of "I'm tired" "I'll do it later", "I don't want to do this"...and they change their emotional state to become focused on what they are doing and what they want to accomplish.
Are you ready to go out and make a better life? Are you ready to make money? What changes will you have to make to do it?
Wednesday, June 23, 2010
If you can dream it, you can do it...Walt Disney
This idea is incomplete...we can believe in our dreams, but it is not enough to just dream! There are a lot of intoxicating visions and a lot of intentions. Many people have agendas but without action nothing will be realized. Success of the dreams always requires action.
How as leaders do we capture imaginations How do we communicate our vision? How do we get our teams or our employees to "buy into" the vision?
How as leaders do we capture imaginations How do we communicate our vision? How do we get our teams or our employees to "buy into" the vision?
Passion...not Charisma...
According to Jack Welch, "having passion doesn't mean loud or flamboyant. It is something that comes from deep inside."
The business you lead can either be supportive or destructive of passion. The best workplaces nurture a passion in it's employees!!! What would a business have to do to nurture passion? As a leader you need to encourage honest and direct dialogue and candid communications and reject political silos and other behaviors that impede honest, direct communication!
Passion...it's probably one of the most important qualities to infuse positive change in your business. Take an inventory...how passionate are you? How passionate are your top leaders? How about your employees? Are you happy with what you are seeing or do you know to change some things to bring in passion to the workplace?
The business you lead can either be supportive or destructive of passion. The best workplaces nurture a passion in it's employees!!! What would a business have to do to nurture passion? As a leader you need to encourage honest and direct dialogue and candid communications and reject political silos and other behaviors that impede honest, direct communication!
Passion...it's probably one of the most important qualities to infuse positive change in your business. Take an inventory...how passionate are you? How passionate are your top leaders? How about your employees? Are you happy with what you are seeing or do you know to change some things to bring in passion to the workplace?
Align values with spirit...
Shared values have guided the behaviors of employees and managers in many organizations. Many times it is the values that differentiate one business from another...and even more important, to explain to all who work for a business what behaviors are expected.
What shared values do you have at your business? Are they being lived out or they just a plaque on the wall? Shared values must be simple, apply to all, and be motivational.
Peter Senge believes that creating an authentic learning culture. He has a three-tiered model. The first item in his model explains that "without guiding ideas, there is no passion, no overarching sense of direction or purpose."
That's what values need to accomplish. Whether you lead a small business or large company,it is the values of the organization that help to guide behavior, give purpose and direction, and provide some feeling of mission. Whether you can do it in 4 words or 4 paragraphs,the key is to use values to help the people in your organization understand what makes your organization unique.
The values in your organization should be consistent. Even if they are revised time to time, they should not change so drastically that they send mixed messages to employees.
What shared values do you have at your business? Are they being lived out or they just a plaque on the wall? Shared values must be simple, apply to all, and be motivational.
Peter Senge believes that creating an authentic learning culture. He has a three-tiered model. The first item in his model explains that "without guiding ideas, there is no passion, no overarching sense of direction or purpose."
That's what values need to accomplish. Whether you lead a small business or large company,it is the values of the organization that help to guide behavior, give purpose and direction, and provide some feeling of mission. Whether you can do it in 4 words or 4 paragraphs,the key is to use values to help the people in your organization understand what makes your organization unique.
The values in your organization should be consistent. Even if they are revised time to time, they should not change so drastically that they send mixed messages to employees.
Monday, June 21, 2010
Fun in the workplace...
If you're a leader....how are you putting fun into the workplace? Breaking the routine helps employers and employees alike stay focused and spirited. This is why "casual Friday" is so popular! It was so popular in my organization that it became a norm unless we were seeing customers.
Research is showing that a relaxed atmosphere on occasion will boost morale. What are you waiting for, find ways to create fun in the workplace once in awhile and shake things up!!! :)
Research is showing that a relaxed atmosphere on occasion will boost morale. What are you waiting for, find ways to create fun in the workplace once in awhile and shake things up!!! :)
Sunday, June 20, 2010
What happens when the heart is not connected to goals...
What happens when there is no passion, no emotional connection to the goals or work, no internal enthusiasm or commitment inside the organization?
The result is a profound dis-empowerment of the people.
What symptoms would you expect to see in this type of business or organization? Here is what I have seen in the different companies I have consulted with:
*their culture is one of depression...people are in a funk
*boredom, they start counting the days to retirement
*anger
*fear
*apathy
Neglect the "heart of the organization" and you will have no shared vision or values, misalignment and dis-empowerment. No one really wants to work in this type of organization, but they usually stay because they get a pay check. This type of organization usually has a negative cash flow, low quality, bloated costs, inflexibility, slowness, no energy, lots of finger pointing. No one is willing to take responsibility...
What is the leadership solution to this issue? If your organization needs help in finding it please give us a call at CLCsuccess and we will try and assist you!
http://www.centerforleadershipcoaching.com/
The result is a profound dis-empowerment of the people.
What symptoms would you expect to see in this type of business or organization? Here is what I have seen in the different companies I have consulted with:
*their culture is one of depression...people are in a funk
*boredom, they start counting the days to retirement
*anger
*fear
*apathy
Neglect the "heart of the organization" and you will have no shared vision or values, misalignment and dis-empowerment. No one really wants to work in this type of organization, but they usually stay because they get a pay check. This type of organization usually has a negative cash flow, low quality, bloated costs, inflexibility, slowness, no energy, lots of finger pointing. No one is willing to take responsibility...
What is the leadership solution to this issue? If your organization needs help in finding it please give us a call at CLCsuccess and we will try and assist you!
http://www.centerforleadershipcoaching.com/
Saturday, June 19, 2010
Low trust organizations...
Have you ever been an employee of a low trust organization? What about a customer of a low trust organization?
I was a Management Consultant for doctors for many years...I would go into their office to do a business analysis and I would open the door and immediately I would know if it was a high trust or low trust office.
Low trust organizations are filled ith acute, painful symptoms of backbiting, in-fighting, victim~ism, defensiveness, information hoarding, and defensive protective communication.
Most offices when I started the process had no vision, no mission, no common values... What symptoms do you think I would see in these offices?
I would see people with hidden agendas and they would play the political game... Drs were many times men, and the team was made up of women. Women always vied for the top spot of the Dr's attention.
How's your office? Low trust or high trust???
I was a Management Consultant for doctors for many years...I would go into their office to do a business analysis and I would open the door and immediately I would know if it was a high trust or low trust office.
Low trust organizations are filled ith acute, painful symptoms of backbiting, in-fighting, victim~ism, defensiveness, information hoarding, and defensive protective communication.
Most offices when I started the process had no vision, no mission, no common values... What symptoms do you think I would see in these offices?
I would see people with hidden agendas and they would play the political game... Drs were many times men, and the team was made up of women. Women always vied for the top spot of the Dr's attention.
How's your office? Low trust or high trust???
High performers outperform by 25-50%...
Current studies show that high-quality workers outproduce poor ones by 25-50%. Moreover, these findings reveal the alarmingly high direct and indirect costs companies pay when they hire the wrong people.
So...why would you use hit or miss approaches to selecting new employees? You don't have to...You can consistently choose high quality performers who fit both your company's immediate needs and long-term strategic goals.
http://www.centerforleadershipcoaching.com/coaching-services.html
So...why would you use hit or miss approaches to selecting new employees? You don't have to...You can consistently choose high quality performers who fit both your company's immediate needs and long-term strategic goals.
http://www.centerforleadershipcoaching.com/coaching-services.html
Talent Management Challenges...
Talent Management Challenges
.• How do we attract and retain talent?
• How do we develop talent and leaders?
• How do we improve workforce performance?
• How do we develop talent and leaders?
• How do we improve workforce performance?
Top-tier leadership organizations...
Top-tier leadership organizations are characterized by leaders who believe in development act on those beliefs. . Strengthening the leadership bench requires a culture of development characterized by leaders and managers who prioritize and act on employee development needs. Senior executives acting as good role models for
developing employees is the single most important factor for driving leadership quality. Excellence in role-modeling increases an organization’s probability of being a top-tier leadership organization by 84.1%.
developing employees is the single most important factor for driving leadership quality. Excellence in role-modeling increases an organization’s probability of being a top-tier leadership organization by 84.1%.
Friday, June 18, 2010
Clarifying expectations...
Are you crystal clear about expectations for your team and for yourself? Does your team know what is expected of their roles and goals? If you study communication breakdowns...or broken down cultures...you'll find they come from ambiguous or broken expectrations around roles and goals!
A senior team must role-model the ability to become very clear on the goals and expectations!
A senior team must role-model the ability to become very clear on the goals and expectations!
Build strong relationships...
With people, little things are the big things. You want efficiency and effectiveness from your team? Build strong relationships and make sure purposes are shared... people have feelings! Small courtesies and kindnesses given consistently among people you know yield huge dividends. This is the realm of EQ...
However, beware...people can see through superficial "kind acts" and know when they are being manipulated. Genuine kindness, and respect come from a deep character reservoir...
Are you using your EQ (emotional quotient) as a leader? Do you take time to build your relationships with your team and teams you relate with at work?
However, beware...people can see through superficial "kind acts" and know when they are being manipulated. Genuine kindness, and respect come from a deep character reservoir...
Are you using your EQ (emotional quotient) as a leader? Do you take time to build your relationships with your team and teams you relate with at work?
2 ways to assess Behaviors,Not Just Results...
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Thursday, June 17, 2010
Trust...
Trust becomes a verb when you communicate to others their worth and potential so clearly that they are inspired to see it in themselves ~.Covey
Inspiring others to find their voice ~ the leadership challenge
"In everyone's life, at some time, our inner fire goes out. It is then burst into flame by an encounter with another human being. We should all be thankful for those people who rekindle the inner spirit." Albert Schweitzer
According to Covey leadership is communicating to people their worth and potential so clearly that come to see it in themselves.
Leading has always been about inspiring people to live up to their potential. I can tell you a hundred stories of seeing something great in a team member...before they could see it themselves. When I believed in them, and gave them more responsibilities and encouraged more stretch goals...they met the challenge! It was almost like I set the motion for positive action and results! I always love to watch the "aha" moments of my team members as they stretch and grow their potential! I have always found it very rewarding to see my team members become bigger and better and get promoted to higher positions. I always felt I did my job as a leader!
According to Covey leadership is communicating to people their worth and potential so clearly that come to see it in themselves.
Leading has always been about inspiring people to live up to their potential. I can tell you a hundred stories of seeing something great in a team member...before they could see it themselves. When I believed in them, and gave them more responsibilities and encouraged more stretch goals...they met the challenge! It was almost like I set the motion for positive action and results! I always love to watch the "aha" moments of my team members as they stretch and grow their potential! I have always found it very rewarding to see my team members become bigger and better and get promoted to higher positions. I always felt I did my job as a leader!
Performance reviews in a learning organization...
One of the key distinguishing characteristics of a learning organization is the interactive nature of its performance reviews. Peter Senge and his team wrote of the importance of engaging employees in an interactive dialogue at annual review time. Unfortunately, according to Senge, most managers do not engage in such 2 way communication!!!
Managers should be asking these types of questions at review time:
*What do you want to achieve in the next 12 months? What do you want to achieve in the ensuing few years?
*What is it in the organization that will help you to make your goals? What roadblocks are interfering with your progress?
*What else do you need from me or the orgranization to help you accomplish your objectives?
*What things do I do to hinder your efforts? (be prepared to listen to the answer)
As a manager it's your responsibility to understand what motivates and demotivates your team members. You will learn what energizes them and what stands in the way of them being energized. Most likely you will hear patterns emerge...which allows you to get better as a manager!
Managers should be asking these types of questions at review time:
*What do you want to achieve in the next 12 months? What do you want to achieve in the ensuing few years?
*What is it in the organization that will help you to make your goals? What roadblocks are interfering with your progress?
*What else do you need from me or the orgranization to help you accomplish your objectives?
*What things do I do to hinder your efforts? (be prepared to listen to the answer)
As a manager it's your responsibility to understand what motivates and demotivates your team members. You will learn what energizes them and what stands in the way of them being energized. Most likely you will hear patterns emerge...which allows you to get better as a manager!
Reverse mentoring...
Have you ever heard of reverse mentoring? Younger people normally learn from older people...but with technology breaking through, younger people are now teaching older people how to use technology to their advantage!!! If you are a manager and have a younger team member you might want to prepare yourself to become the student again...they have a lot of knowledge to share!
Execution is a discipline...
Do you have a culture of execution?
*Are you setting the right goals? (you're thinking...does this really need to be asked? The answer is yes. What you focus on your outcomes will be)
*Getting the strategy right.. and communicting it to all employees. Everyone should know what the strategy is and how they contribute to making it happen!
*What rewards are in place for employees who hit or exceed the target goals?
*Do you have a set of norms and values? Do your employees know what they are? Are they measured at performance management?
*In order to reward for execution, an organization first needs to measure performance. People need targets ~ and stretch goals ~ in order to be able to quantify their performance and determine whether the division or unit is executing at the desired performance level.
It's always been interesting to go into a business and find none of these things really being executed! If you want results focus on things that matter!!!
*Are you setting the right goals? (you're thinking...does this really need to be asked? The answer is yes. What you focus on your outcomes will be)
*Getting the strategy right.. and communicting it to all employees. Everyone should know what the strategy is and how they contribute to making it happen!
*What rewards are in place for employees who hit or exceed the target goals?
*Do you have a set of norms and values? Do your employees know what they are? Are they measured at performance management?
*In order to reward for execution, an organization first needs to measure performance. People need targets ~ and stretch goals ~ in order to be able to quantify their performance and determine whether the division or unit is executing at the desired performance level.
It's always been interesting to go into a business and find none of these things really being executed! If you want results focus on things that matter!!!
Customer perspective...
To ensure you keep the same "vision" as your customers see...visit your own showrooms and see it through the eyes of a customer! That's a huge advantage in today's fast moving marketplace!!!
If you have product in a big box store...go out and visit as a customer! In fact, use teams to go out to different stores and see what the customer service people are telling your customers!
If you have product in a big box store...go out and visit as a customer! In fact, use teams to go out to different stores and see what the customer service people are telling your customers!
Toy Story ~ leadership ~ teamwork
http://www.youtube.com/watch?v=amrtBET66Kg&feature=related
How many of you have seen Toy Story, Toy Story 2, and now Toy Story 3??? Have you ever observed the leadership skills of Woody or Buzz Lightyear? Were they the same or different?
What happened when Buzz came into the picture...did the infrastructure shift? Did everything rumble and go into chaos in the toy room? What about the "team" of toys? How did the "team" handle the change when Buzz came into the toy room? What teamwork disciplines were used in all 3 stories? Are you more like Woody or Buzz in your leadership style? Why?
How do your teams handle change and leadership? See any similarities?
I spend a lot of time watching kid movies and I have observed many lessons to learn from children stories!!! Try it, it is fun!!!
How many of you have seen Toy Story, Toy Story 2, and now Toy Story 3??? Have you ever observed the leadership skills of Woody or Buzz Lightyear? Were they the same or different?
What happened when Buzz came into the picture...did the infrastructure shift? Did everything rumble and go into chaos in the toy room? What about the "team" of toys? How did the "team" handle the change when Buzz came into the toy room? What teamwork disciplines were used in all 3 stories? Are you more like Woody or Buzz in your leadership style? Why?
How do your teams handle change and leadership? See any similarities?
I spend a lot of time watching kid movies and I have observed many lessons to learn from children stories!!! Try it, it is fun!!!
Living an authentic life...
Living an authentic life...most people want to, many people don't. I'm talking about a life that has utilizes your true gifts and talents, and you performing at exemplary levels! We all have certain core traits, qualities, talents, needs, and desires. We all have our own unique purpose in the world. Just as all snowflakes are designed differently, so are we! I chose to be an executive of organizational and leadership development. Many people ask me why I keep at it when the economy gets bad, it's always the first jobs to get cut. I do it because I love it. It's my passion and it brings excitement to my life when I see someone else get an "aha" moment and learn and grow. I love sharing knowledge, I love reading books, research, and then bringing it all to life. I don't just talk theory...I live it.
I decided to start the journey of my own business...because it just seems to fit at this point in my life. As I took the first nervous steps to really commit to this journey it was with much thought and deliberation! I had my naysayers, but in my heart, I feel this is the right path and destination. As soon as I found my web designer and started putting the pieces together to begin I found an enormous energy that uplifted me. I get up at 5 AM and begin my day excited about the possibilities. I have a huge market to draw from...it's every human being that walks on the face of this planet. We are all looking for extraordinary lives...most won't push themselves to go find it though. They settle for the status quo, the easy path...and then wonder why they live in such a gray existence! Not living up to your potential or living a life that is not authentic to who you have been created to be by the God of the universe leaves you feeling incomplete. You will find yourself wondering if you should do something different in your life, but many still do nothing. It's easier to live in the status quo and have feelings of restlessness, then to make a change.
Are you living a life you want or are you living up to everyone's expectations of who you should be? Are you sidelined and not in the game of life because you are living a life that you don't really fit into? How many people become accountants, lawyers, pharmacists...for the money, instead of for the love of the profession? How succesful can they be when they are working at least 8 hrs a day that they don't enjoy?
In my doctorate program I had to write a paper on my authentic self...taking me back to my childhood to the point I am today. It was eye opening how I followed my own personal path to get where I am today. I didn't sell out for more money...I stayed the path of what I enjoyed doing. I am fortunate and blessed that I have had the journey I have had, because as I watch so many others struggle, I know that it is because they are doing things they hate for the status quo of money. Only one life to live...and to live it dreading it everyday to bring home a big paycheck has to feel like a gray day everyday!
When I am putting together leadership or organizational development programs together I feel alive...I can feel the energy and inspiration swell up inside of me and bubble over into my work. I love it!!!
I hope you are loving your work, your job,and your career... I hope you have found the same color existence of the rainbow that I have found. If not, you might want to explore why not...and do some hard work to get your life congruent with your authentic self!!! All it takes is a willing spirit and the desire to see it through. A commitment...a decision to make changes that become critical to living a life filled with joy and passion! Trust me..it is possible to change, to find out what makes you feel alive and living with maximum impact every day! If you want and need help to work it through...just call or send me an email. Here is the link to my website...explore it, and if you feel you might want to move off the sidelines into the game by unleashing all your possibilities...call me and let's get started!!!
http://www.centerforleadershipcoaching.com/
I decided to start the journey of my own business...because it just seems to fit at this point in my life. As I took the first nervous steps to really commit to this journey it was with much thought and deliberation! I had my naysayers, but in my heart, I feel this is the right path and destination. As soon as I found my web designer and started putting the pieces together to begin I found an enormous energy that uplifted me. I get up at 5 AM and begin my day excited about the possibilities. I have a huge market to draw from...it's every human being that walks on the face of this planet. We are all looking for extraordinary lives...most won't push themselves to go find it though. They settle for the status quo, the easy path...and then wonder why they live in such a gray existence! Not living up to your potential or living a life that is not authentic to who you have been created to be by the God of the universe leaves you feeling incomplete. You will find yourself wondering if you should do something different in your life, but many still do nothing. It's easier to live in the status quo and have feelings of restlessness, then to make a change.
Are you living a life you want or are you living up to everyone's expectations of who you should be? Are you sidelined and not in the game of life because you are living a life that you don't really fit into? How many people become accountants, lawyers, pharmacists...for the money, instead of for the love of the profession? How succesful can they be when they are working at least 8 hrs a day that they don't enjoy?
In my doctorate program I had to write a paper on my authentic self...taking me back to my childhood to the point I am today. It was eye opening how I followed my own personal path to get where I am today. I didn't sell out for more money...I stayed the path of what I enjoyed doing. I am fortunate and blessed that I have had the journey I have had, because as I watch so many others struggle, I know that it is because they are doing things they hate for the status quo of money. Only one life to live...and to live it dreading it everyday to bring home a big paycheck has to feel like a gray day everyday!
When I am putting together leadership or organizational development programs together I feel alive...I can feel the energy and inspiration swell up inside of me and bubble over into my work. I love it!!!
I hope you are loving your work, your job,and your career... I hope you have found the same color existence of the rainbow that I have found. If not, you might want to explore why not...and do some hard work to get your life congruent with your authentic self!!! All it takes is a willing spirit and the desire to see it through. A commitment...a decision to make changes that become critical to living a life filled with joy and passion! Trust me..it is possible to change, to find out what makes you feel alive and living with maximum impact every day! If you want and need help to work it through...just call or send me an email. Here is the link to my website...explore it, and if you feel you might want to move off the sidelines into the game by unleashing all your possibilities...call me and let's get started!!!
http://www.centerforleadershipcoaching.com/
Sunday, June 6, 2010
Encourage business creativity....
Leaders who want to encourage business creativity must build talent driven, positive cultures that place a value on learning. To see if your organization fits the bill, here’s one quick test: can any employee at least two steps removed in the organizational chart openly ask a question that challenges a firmly held opinion of the CEO? If the answer is “no,” then your organization is probably not as open as you think it is, and you’ll need to reassess your culture if you genuinely want to promote innovation - and reap innovation’s rewards.
More workers start to quit...do you have the strategy to keep your super stars?!
More Workers Start to Quit
by Joe Light
Wednesday, May 26, 2010
provided by
As the job market begins to loosen up, human-resource managers might increasingly be surprised by an announcement from employees they haven't heard in a while: "I quit."
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In February, the number of employees voluntarily quitting surpassed the number being fired or discharged for the first time since October 2008, according to the Bureau of Labor Statistics. Before February, the BLS had recorded more layoffs than resignations for 15 straight months, the first such streak since the bureau started tracking the data a decade ago. Since the BLS began tracking the data, the average number of people voluntarily leaving their jobs per month has been about 2.7 million. But since October 2008, the average number dropped to as low as 1.72 million. In March, it was about 1.87 million.
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And recent sentiment indicates that the number of employees quitting could continue to grow in the coming months. In a poll conducted by human-resources consultant Right Management at the end of 2009, 60% of workers said they intended to leave their jobs when the market got better. "The research is fairly alarming," says Michael Haid, senior vice president of global solutions for Right Management. "The churn for companies could be very costly."
Adecco Group, a world-wide staffing firm based in Zurich, has seen several of its clients ask for candidates for key positions after employees made surprise departures, says Vice President Rich Thompson. Although so far there haven't been widespread departures, Mr. Thompson says his company is readying itself for large-scale changes within the next few months. "We're preparing for a massive reshuffling of talent at all job levels in all industries," he says, noting that the recession earlier this decade was so short and shallow that the turnover this time around is likely to be much greater.
Recruiters and human-resource experts say the increase in employees giving notice is a product of two forces. First, the natural turnover of employees leaving to advance their careers didn't occur during the recession because jobs were so scarce. This created a backlog of workers waiting for better times to make a move to better jobs. The median monthly voluntary turnover rate in 2009 was 0.5%, half of the rate in 2008, according to the Bureau of National Affairs, a specialized news publisher for professionals.
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During the recession, even if they heard of an opening, employees were reluctant to switch employers, says Peter Cappelli, director of the Center for Human Resources at the University of Pennsylvania's Wharton School of Business. "The idea of moving when the world was already in uncertainty was quite scary," he says. But those hang-ups are disappearing, and employees are becoming more receptive to recruiter calls and beginning to tap their networks again for signs of opportunities, he says.
Another factor making it harder for companies to retain employees is the effect of the heavy cost-cutting and downsizing during the downturn on workers' morale. A survey conducted last summer for the Conference Board, a management research organization, found that the drivers of the drop in job fulfillment included less satisfaction with wages and less interest in work. In 2009, 34.6% of workers were satisfied with their wages, down more than seven percentage points from 1987. About 51% in 2009 said they were interested in work, down 19 percentage points from 1987.
"Employees feel disengaged with their jobs, which is going to lead to a lot of churn as we come out of the recession," says Brett Good, a district president of Southern California for Robert Half International (NYSE: RHI - News), an executive recruiting firm.
Mr. Good, who worked for Robert Half in the San Francisco Bay Area earlier this decade,says his company saw a "tremendous amount" of departures from technology companies that needed to be refilled when the dot-com recession ended. Already, Mr. Good says he's received calls from executives who nine months ago felt trapped because of economic conditions and didn't want to lose sure-thing positions, but now feel they're able to move on. "They feel like 'a bird in the hand' isn't good enough anymore," he says.
An increase in turnover can be costly for companies. It typically costs a company about half of the position's annual salary to recruit a person for that job, but the cost can run up to several times that if the position requires rare skills, says Right Management's Mr. Haid. Convincing employees to stay might not be cheap either. Nearly 5,400 members of TheLadders.com, a job board for positions that pay $100,000 or more, responded to an April survey that asked how much more money it would take to convince them to stay if they wanted to leave. More than 20% said it would take a raise of more than $25,000. In all, about 50% of respondents said it would take more than $15,000.
To re-engage employees, Robert Half International is advising clients to hold town hall meetings and one-on-one sessions with employees to hear grievances and try to rekindle interest in the company among workers, Mr. Good says. Some clients had made broad-based cuts in departments based solely on salary or without regard to employee tenure, damaging the trust of the employees who survived, Mr. Good says.
Florida Hospital Flagler, an 850-employee hospital in northern Florida, faced a 30% turnover rate in 2008, almost double the average for area hospitals, says Alyson Parker, director of human resources. That dipped to 20% in 2009 as the economy suppressed voluntary departures, but the hospital still spent $3 million in 2009 on covering open positions, and finding and training new employees. The average search for a new nurse, for example, costs the hospital between $52,000 and $60,000, Ms. Parker says. This year, the hospital implemented regular town hall and department meetings, and one-on-one "stay" interviews for employees to air grievances and give ways to improve the work environment. So far, the measures have helped the hospital to lower its turnover rate by about 2 percentage points. "We're trying to catch people before they even start looking for a new job, which will become even more important as the economy improves and more opportunities at competitors open up," Ms. Parker says.
Human-resource managers often have trouble getting resources from top management until employees actually start to leave, says Mr. Cappelli. In the late 1990s, companies that were losing employees started to offer concierge services, discounted lunches, and hiring bonuses in a mad scramble to keep employees and recruit new ones, a trend Mr. Cappelli says could come back if the job market continues to improve. But this time around, Mr. Cappelli says companies might try to deal with more nuanced employee requests, such as lowering stress at work, improving work-life balance, and creating more opportunities for career advancement within the company.
For some employees, it might be too late. Dice.com, a job board for tech professionals, asked members what could persuade them to stay in their jobs if they found another opportunity. More than 57% of the 1,273 surveyed said nothing could persuade them to stay. Of those who said they could be persuaded, 42% said they wanted a higher salary and 11% wanted a promotion.
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