Shine On

Happy Employees = Increased Productivity, Creativity, & Engagement

2012-01-31T20:21:00.004-06:00

One of our most requested keynote presentations is entitled, "Finding Happiness in the Craziness of Life". Some may think that happiness isn't relevant to work. Not true, as a recent Harvard Business Review article reports. An employee's happiness level impacts their productivity, creativity, and engagement. Click HERE to read the article.

SHINE ON!

An Unconventional Gift

2011-12-31T11:23:00.003-06:00

I received the following in a newsletter from Patrick Lencioni, the author of "The Five Temptations of a CEO", "Death by Meeting", and "The Five Dysfunctions of a Team" (and other titles). I have spoken many times in the previous few months about retention and motivation and I believe this is timely and on target. Good news - you don't have to be a manager to apply it (it works with kiddos, too). There's no magic bullet for motivation, but I do think taking the time to do this is part of the motivation equation. Try this...

"I think it’s fair to say that most managers like to do good things for the people who work for them, to make them feel more appreciated, productive and fulfilled. Unfortunately, many of them don’t seem to know what their employees really want or need, and so they end up relying on the same traditional things - monetary bonuses and small office perks.

Now, employees aren’t going to turn down a bonus or a perk, but those things don’t have the transformational affect on people that managers would like. And because they cost real money, they’re not always available for managers to use, especially during difficult times.

I have an idea about how a manager can meaningfully impact an employee’s sense of esteem, enthusiasm and importance. It is completely free, and turns out to be almost as beneficial for managers as it is for the people who work for them. But it’s a little counter-intuitive. Let me explain.

Instead of doing something for the people who work for you, find a way to let them do something for you. I told you it was counter-intuitive. But it actually makes sense, and isn’t at all selfish.

See, when I was in college I took a course in social psychology and learned that, contrary to conventional wisdom, the best way to endear yourself to someone is not to offer to do something for them, but rather to ask them to do something for you. The underlying logic is that people actually feel better about themselves and about someone else when they are in the position of being a helper, rather than a helpee. That’s because helpers receive a sense of contribution and confidence, while helpees often feel dependent and in debt to someone. As my professor explained to me, if you want a girl to like you, don’t ask her if she wants help with her homework, ask her to help you with yours. Who would have thought?

I realize that this might sound manipulative, and indeed, if used insincerely, it can be. But with the right intentions, with a genuine interest in helping employees grow in confidence and self-esteem, it can be transformational.

Here’s how it might work. Sit down and think about each of the people who work for you. Identify something about them that you admire, that you genuinely believe they do better than you. That shouldn’t be hard, because every employee has skills or talents that exceed those of their bosses.

Once you’ve identified those skills or talents, take a moment to tell each employee why you admire them. If you mean it – and that is absolutely essential – it will blow them away. Be sure to be specific about what you admire about them and state the fact you would like to learn from them. It doesn’t have to be right then, and it doesn’t have to come in one fell swoop. Over time, you’d like them to coach you in that area.

Here is my own example, using three of the people who work for me. One of my staff members is much more gracious and empathic than I am. She doesn’t jump to conclusions about others as quickly as most people do – including me – and she tends to understand where people are coming from. I love that, and really wish I were more that way. I’ve told her that, and I let her know that I’m trying to be more like her in that way.

Another of my staff members is very steady and disciplined about how he plans for the future and manages money for his family. I want to learn from him. I’ve asked him to help me, sometimes in very tangible ways, do the same for my family.

Finally, another staff member who is quite a bit younger than me, is very involved in charitable activities in a way that I greatly admire. In addition to expressing our admiration for her, my wife and I have taken an interest in her missionary activities and asked her to help us get involved and teach our children about what she’s doing.

I am convinced that I have built much stronger relationships with each of these people, and contributed to their sense of confidence and importance, by genuinely expressing my admiration for them and asking for their assistance. All that I have done is acknowledged – and rightly so – their superiority to me in various, important areas, and made myself vulnerable to them. This has not diminished my authority as their leader at work, but rather made it abundantly clear that they have as much to offer me as I do them, in spite of the hierarchy at work.

Now, I’d be lying if I didn’t admit that this is sometimes difficult for me, and probably for any manager, to do this. There are times when I don’t want to acknowledge another person’s superiority, and I know that, in my weaker moments, I’ve downplayed the talents of others out of pride. But overcoming that pride, and allowing my staff members to shine, is something that is good and right and liberating, and it will probably have a more lasting impact than any bonus or perk ever could."

SHINE ON!

Goals: 101 to Accomplish in the Next 1001 Days

2011-11-28T19:26:00.005-06:00

Only a little over a month until the New Year. What a great time to think about goal setting! I recently came across this website: Day Zero Project. At this website, you can create a list of 101 things you want to do in the next 1001 days. You'll also find the top 101 things people have listed... Here are a few of my favorites:

1. Donate blood

2. Write a letter to myself to open in 10 years

5. Leave an inspirational note inside a book for someone to find

7. Don't complain about anything for a week

19. Make a new friend

25. Build a snowman

26. No fast food for a month

30. Find a personally inspirational quote and work it into a piece of art or home decor

34. Read 100 books

35. Do some volunteer work

48. Complete a coloring book

49. Improve my posture

56. Not log into Facebook for a whole week

58. Identify 100 things that make me happy

69. Clean out my closet

78. Make a custom recipe book

79. Learn to knit

85. Read all the books currently on my shelf

88. Expand my vocabulary by 100 words

93. Put change in someone's expired parking meter

"The tragedy of life doesn't lie in not reaching your goal. The tragedy lies in having no goal to reach." - Benjamin E. Mays

Shine On!

The Not-So-Great Workplace

2011-10-25T20:49:00.004-05:00

A bit ironic that last month's blog post was about the best workplaces in Iowa and this month, I'm highlighting an ABC news story that caught my attention on a not-so-great Iowa business. This is definitely a what NOT to do. Check it out here. I think I'd suggest some management and leadership training from PeopleWorks for Mr. Ernst and supervisor Ms. DeFrieze!

SHINE ON!

Iowa's Top Workplaces

2011-09-28T15:42:00.009-05:00

It was SO awesome to see so many of our clients appear in the Sunday, September 18, 2011 Des Moines Register "Iowa's Top Workplaces" (we were not surprised)! This special edition to The Register included the survey results of Iowa's Top Workplaces on the question: "What is Important to Employees?" This list is critical to understanding how to recruit and retain the best in our fine State. Take note that pay and benefits make the list, but look at where they appear - the bottom of the list. As we talk about in many of our programs, it's the people work that's most important (it's not just about the paper work)...

From The Des Moines Register & Workplace Dynamics:

The following statements on the employee survey are used to determine which companies are top workplaces. The importance value shows how strongly each statement correlates with how employees in Iowa rate their workplaces. The closer importance to 100 percent, the more important the statement is.

67% I believe this company is going in the right direction.

67% I feel genuinely appreciated at this company.

66% I am confident about my future at this company.

65% I am happy with my career opportunities at this company.

63% My job makes me feel like I am part of something meaningful.

62% I have confidence in the leader of this company.

60% This company operates by strong values and ethics.

60% Senior managers understand what is really happening at this company.

59% New ideas are encouraged at this company.

58% At this company, we do things efficiently and well.

54% I feel well-informed about important decisions at this company.

53% My manager listens to me.

52% My manager makes it easier to do my job well.

52% I have confidence in my manager.

51% My manager helps me learn and grow.

47% There is not a lot of frustration at my workplace.

47% I get the formal training I want for my career.

45% My pay is fair for the work I do.

42% I have the flexibility I need to balance my work and personal life.

34% My benefits package is good compared to others in this industry.

SHINE ON!

Don't Underestimate The Power of Goals

2011-08-29T11:06:00.015-05:00

One day in the mid 1980's, before he was famous, Jim Carrey decided to write out a real check to himself in the amount of $10,000,000. He dated it Thanksgiving Day, 1995. On the memo line, he wrote, "For Services Rendered." At the time, he was broke and out of work - trying to make a living in Hollywood. For years, he carried the check in his wallet, pulling it out occasionally to keep his goal visible in his mind. He visualized himself going into a bank and cashing the check. He pictured himself in a movie premier getting interviewed by the media. He practiced signing his autograph. He would drive into the Hollywood Hills and imagine buying one of the houses there.

In 1994, Jim Carrey played key roles in "Ace Ventura", "Dumb & Dumber", and "The Mask". He got his REAL check for $10,000,000. Regardless of what you think of Jim Carrey's acting, he is now a successful and highly paid entertainer - getting well over $20 million for just one film. What role do you think that check played in his success?

Fewer than 3% of people have clear, written goals. But typically, that 3% are usually the most successful in every field. Supposedly less than 1% of people write, rewrite, and review their goals on a regular basis. There's something almost magical about putting a goal in writing - using a pencil, an ink pen, or a keyboard. When we write something down, we declare that we are "in the game".

Have a clear vision of what you want, set clear goals, and be determined - put 100% commitment into making your goals come true. One of my favorite quotes, "Vision without action is hallucination." Have the goal, then do the work to make it happen. A picture might be worth a thousand words, but your written goal? Priceless!

SHINE ON!

10 Questions to Make Excellence Stick

2011-07-21T12:24:00.018-05:00

I received this list of "10 Questions to Make Excellence Stick" recently from The Studer Group (by Bob Murphy). The Studer Group specializes in consulting with health care organizations, but I think their Eveidence-Based Leadership (EBL) model to hardwire process improvement can be applied to ALL types of businesses. They believe (as I do), in ensuring there are: Aligned Goals, Aligned Behaviors, and Aligned Processes. The ten questions included below touch on all three components of EBL... (I especially think #3 was interesting.) Here's Bob's message:

Have you ever wondered why it is so hard to make a new behavior or process stick? Whether we are changing our own behavior or that of dozens of employees, hardwiring a new behavior is very difficult. What if there was a diagnostic tool or assessment that could help you diagnose why a process has not been hardwired? Would you use it? The ten questions included below touch on all three components of EBL, but primarily improve the alignment of processes. When either beginning a new process or evaluating one that has not become hardwired, we recommend asking yourself these questions:

1. Have we set clear and high targets? This seems obvious and is sometimes missing when we roll out a process or tactic. Is the target one that will cause us to change our behavior? We find that setting stretch targets and celebrating wins along the way is a successful method.

2. Have we provided education to all involved with a focus on over-communicating the why behind the intended behavior? Research shows that when changing behavior, we under-communicate the why by a factor of ten!

3. Has leadership made it clear that the behavior is mandatory, not optional? This is very important, and we are finding that the words we use to indicate mandatory-ness really matter. Our Studer Group research of over 2,000 healthcare leaders indicates that when we use the word MANDATORY, 98 percent of our staff understands that this means they MUST do the behavior. When we use the word REQUIRED, only 68 percent of our staff recognizes that they MUST do the desired behavior. Amazingly, when we use the word EXPECTED, only 26 percent of our staff understands that they MUST do the desired behavior.

4. Is the desired behavior being role-modeled by leadership? We know that your staff is really watching everything you do. If the leader does not do the desired behavior, he or she may be giving permission for others to ignore the behavior as well.

5. Have we practiced the behavior using role-play? Practice makes permanent! Be sure to practice to the point of competence.

6. Do we have a good measure of success? Meaning, are we checking through some audit or measurement process to see if we are really doing the desired behavior? In most cases, we recommend getting the measurement down to the individual staff member when possible.

7. Can we report results of the verification transparently? In healthcare, we know that results that are publicly reported, like core measures and HCAHPS, tend to get our attention. Reporting results transparently helps point out who is succeeding and who needs to improve. This takes away our ability to hide behind averages.

8. Are we giving positive feedback when we see the behavior done correctly? This is critical. Research shows that recognized behavior gets repeated. So be on the lookout for those doing it right.

9. Do we correct poor performance quickly, on the spot if necessary? This is a tough one for those of us in healthcare for several reasons. But remember, "What you permit, you promote."

10. Are there consequences for non-compliance, up to and including termination? I hate it when it comes to this, but we know that some staff members will not change their behavior unless you tell them the consequences and they know you mean it.

The most common areas leaders seem to miss when trying to make a process and results stick include: misunderstanding mandatory vs. optional, the verification process, dealing with our low performers, and there are no real consequences.

In my experience, I've found Bob's list to be right on target (as well as the most common areas leaders miss)! Next time you want to make excellence stick, check this list. Sounds simple, but simple doesn't mean easy...

SHINE ON!

Top 5 Habits That Keep Employees From Career Advancement

2011-06-26T16:59:00.010-05:00

According to new research from the authors of the book Change Anything, 97 percent of employees report they have some Career Limiting Habit (CLH) that keeps them from achieving their potential at work. These habits cost employees raises and promotions they might have otherwise received.

Take Rick, for example. His boss—who also happens to be the CEO—describes him as both brilliant and a tyrant. He recently told Rick he is not on the succession plan for the CEO position because the board believes his bad temper would destroy the company. That comment from Rick’s boss underscores the other key findings in the study. The study shows the vast majority of bosses are pessimistic their employees will ever change their CLH. In fact, bosses report that only 10 to 20 percent of their employees actually make profound and lasting changes to their CLH.

The top 5 Career-Limiting Habits:

1. Unreliability

2. “It’s not my job”

3. Procrastination

4. Resistance to change

5. Negative attitude

Other CLHs that limit employees’ progression include: disrespect, short-term focus, selfishness, passive aggressiveness, and risk aversion.

Can you truly succeed without changing your CLH? According to managers, the answer is a resounding, “No.” Nearly half of bosses report that addressing employees’ glaring bad habit is three times more important than increasing their technical skills. (However, most managers struggle giving the necessary feedback to their employees that could really help their employees change.)

An online poll of 972 people, 493 of which were managers, found there are predictable paths to success for employees who want to reverse their CLH. Author of Change Anything, Joseph Grenny, offers examples of the kinds of tactics people use to successfully shape better habits for career success:

1. Create a personal motivation statement. When you hit a motivational wall while changing your work habits, motivate yourself by visiting your “default future”—the career you’ll have if you are repeatedly passed up for promotion. Specifically, our research shows if a 30-year-old employee earning $60,000 is passed up for a promotion with a 2 percent raise, he or she will incur a loss of $59,780 over his or her career.

2. Invest in professional development. New habits always require new skills. Top performers hone their craft. Actively develop the skills you need to be viewed as a top performer through training, workshops, or books—but make sure this is only one part of the change strategy - you can't just attend, you have to use what you've learned.

3. Hang with the hard workers The Career Limiting Habits that keep you back are likely enabled, tolerated, or encouraged by others. Use positive peer pressure by surrounding yourself with hardworking friends who share your career goals. Tell the people that work with and around you what your goals are and what you want to do. Have them help to hold you accountable for making positive changes. Distance yourself from the office slackers.

4. Find a mentor. Changing habits requires help. Find a trusted mentor to encourage your progression and help you navigate the career development opportunities that exist within the organization.

5. Put skin in the game. Reward yourself for reaching short-term goals by placing money at risk. Check out this website - it's based on this premise: http://www.stickk.com/. They've found that if people have a commitment contract and $$ on the line, they are more likely to achieve their goals. For example, if you reach your goal in your next performance review you can purchase a reward with the money you set aside. However, if you fall short, the money goes to support the political party you oppose.

6. Control your workspace and time. Make your new habits easier by enlisting the power of your surroundings. If you’d benefit from close association with another team, ask to move offices. When possible, turn off electronic interruptions that keep you from being as productive as you need to be to move ahead. Ensure that you are allotting your time toward your organization's and department's WIG (Wildly Important Goals). The more you help the organization and your department be successful, the more successful you'll be.

SHINE ON!

Spinach in Your Teeth Messages: The Art of Giving (and Receiving) Honest Feedback By Beth Keane of The Studer Group

2011-05-05T13:53:00.005-05:00

Received this article in my email inbox today... Thought this could serve as a super springboard for a discussion with your teams and/or your manager. Thanks to Beth at The Studer Group for this insightful message!

Most of us hear the word "feedback" and immediately translate it to "criticism." Few of us have an easy time either giving it or receiving it. We know in our heads that we need feedback; our hearts don't want to hear it.

Let's reframe our discussion. Who are the people who tell us, if we're a male, that our zipper's unzipped? If we're a female, that we've got lipstick on our teeth? They are the people who care about us.

I tromped awkwardly through Atlanta in pursuit of an elegantly dressed man, trying to step on the three feet of toilet paper that clung to the back of his shoe. But did I catch him and tell him? No, I'm embarrassed to say. (Nor did I snag the toilet paper!) Would I have told my mother? You betcha. What is the difference? The amount of caring and personal investment. Feedback is a caring gesture.

When giving feedback it is important to establish a nurturing relationship before, during, and after you deliver feedback. Otherwise, the recipient feels threatened instead of helped. Key words for these conversations include, "I want to see you succeed, and I see an opportunity for you to strengthen your skills," or, "I want to set you up for success," and "I care about you." Think of the word "coaching" and the subtle difference in investment that it has from the word "feedback."

We have all had experience coaching, especially if we have been involved with sports, children, or trying to help anyone learn a new skill. There is a difference between coaching and evaluating. We coach people to help them achieve their best; they then get good evaluations. It's the difference between tutoring and giving a report card. You are, for many of your employees, the only professional coach they have. Between evaluations, either in monthly meetings or during one-on-ones, coaching is part of your responsibility.

One hard and fast rule as you deliver feedback: avoid the word, "but." We all know the sinking feeling we get when we hear, "That was a great job, but..." As soon as we hear the word "but," we negate the positive beginning of the message. Instead, make your message collaborative: "I want to set you up for success. A development opportunity I see for you is.... How can I help this happen?"

The exception to this is when you are coaching a low performer—someone who has exhibited a pattern of not meeting expectations. Then the message must hinge on 1. the reason the behavior detracts from the mission, and 2. the consequences of repeating it.

How much of the time do you think a NASA spacecraft is ON course? (Keep in mind millions of dollars and engineer geniuses.) Do you think 90%? 75? 50? No, it's usually on course 4% of the time. And what do you think the shuttle pilots are doing the other 96% of the time? They are calling NASA for course correction data. Do you think they are embarrassed, apologize and consider it a personal failure? Do you think they go over and over it with their spouses and friends? That's what feedback is: course correction data. When receiving feedback, you have to evaluate the source and the motive (a caring authority or expert?) but the essential guideline is, "take what you need and leave the rest."

To help minimize surprising or destructive feedback, be proactive. Find out what the standards are. At the end of every monthly meeting, I ask my supervisor, "What can I do to exceed your expectations?" Sometimes his answers cause me to reprioritize. They always help me confirm or correct course. Ask what the expectations are for success. If necessary, confirm them in writing.

The reason this insight is called "spinach in your teeth" is that we always appreciate getting "course correction," even if we initially feel embarrassed or defensive. We would want someone to tell us if we had spinach in our teeth.

The appropriate response to feedback? Thank you. Thank you for caring.

SHINE ON!

Short and FREE Videos

2011-04-23T15:49:00.007-05:00

Are you a team leader or manager looking for tools you can use to spice up your team meetings? Or, perhaps you're someone in need of a little motivation today... Here's an idea for you! Check out Simple Truths. These would be a great way to start conversations on a variety of topics with your teams or just a cool thing you can bookmark and view when you need a pick me up. There are multiple videos on a variety of topics and they are short. They are FREE (for some uses of these videos, there is a fee - check their policy here). Just simply click on the book titles to watch the movies.

SHINE ON!

Alice Herz-Sommer - An Inspiration

2011-03-28T10:20:00.007-05:00

Alice Herz-Sommer is a beacon of hope and inspiration to everyone who knows her. She turned 107 years old in November and is the oldest Holocaust survivor in the world. She lives entirely alone in Apartment 6 in a small apartment building in North London, England.

Alice plays Bach, Beethoven, and Schubert pieces for about three hours every day on her piano. She talks frequently with journalists, students, musicians, and just about anyone else who understands and loves music. Her love of music inspires her to live her life full of optimism and faith in the human spirit, even though she lived through one of the most horrifying ordeals any human can imagine.

In 1942 (when she was 39 years old), Alice was a well-known Jewish concert pianist living in Prague, Czechoslovakia. She was deported with her six-year-old son to a concentration camp. The Nazis sent Alice to Theriesinstadt — a concentration camp used for propaganda purposes. It was the only death camp where children were allowed to stay with a parent. Theriesinstadt prisoners were a collection of artists, musicians, and actors that the Nazis filmed performing concerts and plays and then they distributed the films around the world to make it look like the Nazis were treating the prisoners humanely.

Theriesinstadt prisoners were fed and treated better than the prisoners at the other death camps. But they still lived each day wondering if it was going to be their last; as long as the Germans wanted music, they couldn’t put Alice and her fellow musicians in the gas chamber. Alice played more than 100 concerts while imprisoned, all from memory.

To this day — 65 years later — she vividly remembers her helplessness and inability to feed her son or to answer his many questions about why people had to live in concentration camps. In spite of this, Alice insists that she has never, ever hated the Nazis, and she never will.

Many German journalists come to Alice’s apartment wanting to interview her. They stand outside her door and ask, “Are we allowed to come in? Don’t you hate us?” Alice says to them, “Hate?! I never hate. Hatred only brings hatred!”

“I have lived through many wars and have lost everything many times — including my husband, my mother and my beloved son. Yet, life is beautiful, and I have so much to learn and enjoy. I have no space nor time for pessimism and hate.”

Last year the BBC put together a short (and excellent) documentary about Alice called Dancing Under the Gallows. Click here to watch it.

Alice is a living reminder to not sleep walk through life, to not dwell on our sorrows, but to remember the beauty in life, even when life’s circumstances are not always pretty. What an inspiration!

SHINE ON!

Stop & Listen to the Music!

2011-02-18T20:45:00.005-06:00

In a Washington, DC Metro Station on a cold January morning in 2007, a man with a violin played six Bach pieces for about one hour. During that time approximately 2000 people went through the station, most of them on their way to work.

After 3 minutes, a middle aged man noticed there was a musician playing. He slowed his pace and stopped for a few seconds and then hurried to meet his schedule.

4 minutes later, the violinist received his first dollar—a woman threw the money in the hat and, without stopping, continued to walk.

6 minutes later, a young man leaned against the wall to listen to him, then looked at his watch and started to walk again.

At 10 minutes, a 3-year-old boy stopped but his mother tugged him along hurriedly. The kid stopped to look at the violinist again, but the mother pushed hard and the child continued to walk, turning his head all the time he walked. This action was repeated by several other children. Every parent, without exception, forced their children to move on quickly.

At 45 minutes, the musician played continuously. Only 6 people stopped and listened for a short while. Twenty people gave money, but continued to walk at their normal pace. The man collected a total of $32.

1 hour after he started, the man finished playing and silence took over. No one noticed. No one applauded, nor was there any recognition.

Findings: No one knew this, but the violinist was Joshua Bell, one of the greatest musicians in the world. He played one of the most intricate pieces ever written, with a violin worth $3.5 million dollars. Two days before, Joshua Bell sold out a theater in Boston where the seats averaged $100.

Joshua Bell playing incognito in the Metro Station was organized by the Washington Post as part of an experiment about perception, taste, and people’s priorities. A question that was raised, “If we do not have a moment to stop and listen to one of the best musicians in the world, playing some of the finest music ever written, with one of the most beautiful instruments ever made… How many other things are we missing?"

Even in our organizations today, we get so focused on getting somewhere that we forget to stop periodically to ensure we have our attention focused on the right things. What might YOU be missing?

SHINE ON!

The Road to Happiness

2011-01-24T13:50:00.004-06:00

At PeopleWorks, one of our most popular keynotes is "Finding Happiness in the Craziness of Life". Recently, I received an e-mail from Walk the Talk that included the introduction (by Mac Anderson) to one of their books (pictured at left). Thought I'd share it with you. Good stuff...

When I travel on business, I like to talk to the taxi drivers who take me from the airport to my hotel, or to a convention center, or to a restaurant. Taxi drivers are often immigrants with interesting personal histories and unusual cultural backgrounds. I ask them how long they've been in America, how they chose which city to live in, and what they like best about where they live. Of course, I also ask them for advice on good local restaurants and any special attractions they'd recommend to a visitor. I've had some great experiences on my travels, thanks to the advice of taxi drivers!

On one trip about ten years ago, I was making conversation with the taxi driver, asking him my usual questions about how he came to live where he lived. Then I asked him a hypothetical question: "If you could live anywhere in the world—and if money was no object—where would you live?"

Without hesitating even for a second, he replied, "I live in my heart. So it really doesn't matter where my body lives. If I am happy inside, then I live in Paradise, no matter where my residence is."

I felt humbled and a little foolish for my question. Of course he was right—happiness is an inside job. He had reminded me of something I already knew, but had forgotten. If you can't find happiness inside yourself, you'll never find it in the outside world, no matter where you move. Wherever you go, there you are. You take yourself with you.

Well said, Mac.

SHINE ON!

New Year's Resolutions for Work

2010-12-31T09:55:00.010-06:00

In the first month of the new year, millions of people resolve that the coming year will be better than the year that just ended. That sense of optimism provides a good start for putting into practice long-term changes or resolutions. As we begin 2011, here are many links/articles (provided by the Society of Human Resource Management) to help you get off to the right foot!

Workplace and Business Resolutions

Get a Jumpstart on Your 2011 Workplace Resolutions
http://dulye.com/get-jumpstart-your-2011-workplace-resolutions

5 goals to establish work-life balance in new year
http://www.azcentral.com/business/abg/articles/2010/12/16/20101216abg-azm-resolutions1216.html

5 New Year's Career Resolutions for 2011
http://hotjobs.yahoo.com/career-articles-5_new_year_s_career_resolutions_for_2011-1469

Retirement Resolutions for 2011: Beefing Up That Three-Legged Stool
http://www.nirsonline.org/index.php?option=content&task=view&id=515

Communication Resolutions for 2011
http://hr.toolbox.com/blogs/marjories-workplace-musings/communication-resolutions-for-2011-42439

11 Things You Should Resolve Not to Do at Work in 2011
(two sources for the same article)
http://career-advice.jobnoggin.monster.com/in-the-office/workplace-issues/workplace-resolutions/article.aspx
http://career-advice.charleston.monster.com/in-the-office/workplace-issues/workplace-resolutions/article.aspx

5 New Year's resolutions for your project management career
http://www.computerworld.com/s/article/9198300/5_New_Year_s_resolutions_for_your_project_management_career

New Year Resolutions for Better Business in 2011
http://ezinearticles.com/?New-Year-Resolutions-for-Better-Business-in-2011&id=5439798

Top 10 New Year’s Business Resolutions for 2011
http://www.bpistrategy.com/newsblog/64/

General: Making and Keeping Your New Year’s Resolutions

Keys to Sticking to New Year's Resolutions Begin on the Job
http://www.prnewswire.com/news-releases/keys-to-sticking-to-new-years-resolutions-begin-on-the-job-111850594.html

How to Keep Your New Year's Resolutions: Advice from the Experts
http://www.time.com/time/health/article/0,8599,1950511,00.html

Ready for New Year’s Resolutions? How to Accomplish Everything on Your List This Year
http://blog.expresspros.com/movinonup/2010/11/ready-for-new-years-resolutions.html

A Smarter New Year’s Resolution: Look Back Before Moving Forward
http://www.speakwithoutinterruption.com/site/2010/12/a-smarter-new-year%E2%80%99s-resolution-look-back-before-moving-forward/

5 Tips for Improving Your Money Resolutions
http://moneyning.com/better-yourself/keeping-your-new-years-resolutions-5-tips-for-improving-your-money-resolutions/

Technology Can Help to Keep Resolutions

Group-On to keep your New Year's Resolutions
http://www.prlog.org/11139641-group-on-to-keep-your-new-years-resolutions.html

5 Online Tools To Help You Keep Your New Year Resolutions
http://www.makeuseof.com/tag/6-online-tools-to-help-you-keep-your-new-year-resolutions/

Smartphone Apps

Keep your New Year’s resolutions on track with these savvy iPhone apps
http://www.appolicious.com/shine/articles/4378-keep-your-new-years-resolutions-on-track-with-these-savvy-iphone-apps

Windows Mobile apps help keep New Year’s resolutions
http://www.microsoft.com/windowsmobile/en-us/totalaccess/columns/windows-mobile-resolutions.mspx

Keep New Years Resolutions with Help from your BlackBerry Smartphone
http://www.blackberry.com/newsletters/connection/owners_lounge/i909/apps.shtml

SHINE ON!

Stop Complaining!

2010-11-29T16:35:00.012-06:00

Can you imagine your workplaces, teams, homes/family time, schools, communities, etc. free of complaints? Could you go 21 consecutive days without complaining?

How often does the average person complain?
15-30 times per day.

How long does it take to become complaint free?

The average person who really gives this their best effort usually takes 4-10 months to go 21 consecutive days without complaining.

Isn't blowing off steam by complaining healthy?

Actually, studies have shown that complaining about one’s health, for example, actually tends to make a person’s health worse.

Complaining really isn't that bad, is it?

Negativity costs the U.S. economy between $250 and $300 billion every year in lost productivity, according to the Gallup Organization. And this is probably on the conservative side, since it doesn't take into account the ripple effect of complaining and negativity.

Ninety percent of doctor visits are stress related, according to the Centers for Disease Control and Prevention, and the #1 cause of office stress is coworkers and their complaining, according to truejobs.com.

A study found that negative employees can scare off every customer they speak with - for good (How Full is Your Bucket? by Tom Rath).

How do I get other people to stop complaining?

Benjamin Franklin said, "The best sermon is a good example." As you begin to transform your life by not complaining, you will be an example of positive living and this will inspire all around you. Because you’re not participating in griping, others will be far less likely to gripe to you.

What are some good resources on how to stop complaining?

Two great books: The No Complaining Rule by Jon Gordon and A Complaint Free World by Will Bowen.

What should I do instead of complain?

Have an Attitude of Gratitude. Research shows that that when we count the good things (vs. the hassles) each day, we get a measurable boost in happiness that uplifts and energizes us. It's physiologically impossible to be stressed and thankful at the same time. (I talked about the happiness/gratitude connection back in the December 2009 blog post.)

Praise Others. Instead of complaining about what others are doing wrong, start focusing on what they are doing right. Try to give three times as much praise as criticism.

Let Go. Focus on things that you can change. Let go of the things that are beyond your control. You'll be amazed that when you stop trying to control everything, somehow it all still works out.

Be Solution Focused. Instead of complaining to everybody but the person involved or about everything that you can't do anything about, seek out the appropriate people so you can find ways/opportunities to best make the negative a positive. Offer ideas/solutions/fixes instead of just empty complaints.

How different would things be if in YOUR work and home environments if there were no complaining?

You get to answer this one... Let me know what happens when you successfully complete the 21 day challenge!

SHINE ON!

Jacob, Judge Judy Remind Workers of Bosses

2010-10-18T20:37:00.003-05:00

I don't watch much TV (and must admit I don't know all the people mentioned below), but I found this interesting.

Employees were asked which TV show boss most resembles their own supervisor. In survey findings released on September 9, 2010, the following are the top names that surfaced from the online survey of 4, 498 full time U.S. workers:

Jacob from "Lost" - never really sure where he is, what he wants, and what's in store.
Judge Judy of "The Judge Judy Show" - no nonsense and fair in making decisions.
MacGyver from the 1985-1992 show of the same name - resourceful and can fix any situation.
Jack Donaghy of "30 Rock" - likeable and a corporate guy to the end.
Oprah - highly influential and informative.
Simon Cowell, formerly of "American Idol" - judgmental and insulting.
MacGruber from "Saturday Night Live" - terrible at managing projects and deadlines, causing everything to blow up around him.
Michael Scott of "The Office" - bumbling and idiotic.
Leslie Knope of "Parks and Recreation" - believes her job is more important than it probably is.
Donald Trump from "The Apprentice" - demanding and powerful.

In the CareerBuilder survey, which was conducted in May and June 2010, bosses received a mixed report card: 72% of workers said their supervisor did a good job offering flexible work arrangements, 69% said their bosses listened to their ideas and concerns, and 68% said their bosses provided them with the resources they need to perform their jobs effectively.

On the flip side, 61% said their boss does a poor job grooming them for advancement, 45% said their boss does a poor job of providing regular and consistent feedback, and 34% think that they could get better backup from their bosses.

Which TV show boss does your supervisor remind you of? Which TV show boss do you remind your employees of? Might be fun to find out and could lead to an interesting conversation...

SHINE ON!

Quotable Quotes

2010-09-11T14:32:00.007-05:00

Every week, I put up a new quote on the chalkboard we have by our backdoor. As we hurry out of the house, I'm hoping that these quotes serve as an inspiration as we go about our day. So, this month, I thought I'd share a few of my favorite quotes with you... for your chalkboards!

Goals & Purpose/Success

To laugh often and much; to win the respect of intelligent people and the affection of children; to earn the appreciation of honest critics and endure the betrayal of false friends; to appreciate beauty, to find the best in others; to leave the world a bit better, whether by a healthy child, a garden patch or a redeemed social condition; to know even one life has breathed easier because you have lived. This is to have succeeded. – Ralph Waldo Emerson

Motivation will almost always beat mere talent. – Norman R. Augustine

Footprints on the sands of time are not made by sitting down. – Unknown

Obstacles are those frightful things you see when you take your eyes off your goal. – Henry Ford

The tragedy in life doesn’t lie in not reaching your goal. The tragedy lies in having no goal to reach. – Benjamin Mays

The secret of joy in work is contained in one word — excellence. To know how to do something well is to enjoy it. – Pearl S. Buck

As one person I cannot change the world, but I can change the world of one person. – Paul Shane Spear

Do not anticipate trouble or worry about what may never happen. Keep in the sunlight. – Benjamin Franklin

Success will not lower its standard to us. We must raise our standard to success. - Rev. Randall R. McBride, Jr.

The purpose of life is a life of purpose.- Robert Byrne

Far better it is to dare mighty things, to win glorious triumphs, even though checkered by failure, than to take rank with those poor spirits who neither enjoy much nor suffer much, because they live in the gray twilight that knows not victory nor defeat. – Theodore Roosevelt

Your goal should be out of reach but not out of sight. – Anita DeFrantz

A life isn’t significant except for its impact on other lives. – Jackie Robinson

It’s easy to make a buck. It’s a lot tougher to make a difference. – Tom Brokaw

Character & Strength

Try not to be a man of success, but rather to be a man of value. - Albert Einstein

Do what you can, with what you have, where you are. – Theodore Roosevelt

Any coward can fight a battle when he’s sure of winning; but give me the man who has the pluck to fight when he’s sure of losing. – George Eliot

After the game, the king and the pawn go into the same box. – Italian proverb

Character is like a tree and reputation like its shadow. The shadow is what we think of it; the tree is the real thing. – Abraham Lincoln

What comes out of you when you are squeezed is what is inside you. – Wayne Dyer

Anger makes you smaller, while forgiveness forces you to grow beyond what you were. – Cherie Carter-Scott

I talk and talk and talk, and I haven’t taught people in 50 years what my father taught by example in one week. – Mario Cuomo

Success is never final. Failure is never fatal. Courage is what counts. – Sir Winston Churchill

Always bear in mind that your own resolution to success is more important than any other one thing. – Abraham Lincoln

What we have done for ourselves alone dies with us; what we have done for others and the world remains and is immortal. – Albert Pike

Hard work spotlights the character of people: some turn up their sleeves, some turn up their noses, and some don’t turn up at all. – Sam Ewig

The art of resting the mind and the power of dismissing from it all care and worry is probably one of the secrets of our great men. – Captain J.A. Hatfield

Rule your mind or it will rule you. – Horace

A successful man is one who can lay a firm foundation with the bricks that others throw at him. – Sidney Greenberg

Never mistake knowledge for wisdom. One helps you make a living, the other helps you make a life. – Sandra Carey

Character cannot be developed in ease and quiet. Only through experience of trial and suffering can the soul be strengthened; vision cleared; ambition inspired, and success achieved. – Helen Keller

Genius is seldom recognized for what it is: a great capacity for hard work. – Henry Ford

The ultimate measure of a man is not where he stands in moments of comfort and convenience, but where he stands at times of challenge and controversy. – Martin Luther King Jr.

Glass, china, and reputation are easily cracked, and never mended well. – Benjamin Franklin

He is rich or poor according to what he is, not according to what he has. – Henry Ward Beecher

It’s not hard to make decisions when you know what your values are. – Roy Disney

You have not lived today until you have done something for someone who can never repay you. – John Bunyan

Potential & Risk

Unless a man undertakes more than he possibly can do, he will never do all that he can. – Henry Drummond

They may forget what you said, but they will never forget how you make them feel. – Carol Buchner

A mind troubled by doubt cannot focus on the course to victory. – Arthur Golden

One never notices what has been done; one can only see what remains to be done. – Marie Currie

Too many people overvalue what they are not and undervalue what they are. – Malcolm Forbes

Not every successful man is a good father. But every good father is a successful man. – R. Duvall

The real contest is always between what you’ve done and what you’re capable of doing. You measure yourself against yourself and nobody else. – Geoffrey Gaberino

It’s never too late to be who you might have been. – George Elliot

I do not know what I may appear to the world; but to myself I seem to have been only like a boy playing on the seashore, and diverting myself in now and then finding a smoother pebble or a prettier shell than ordinary, whilst the great ocean of truth lay all undiscovered before me. – Isaac Newton

I used to sit on the banks with a raft and watch the water roll lazily by. One day I pushed my raft into the shallows of the water and found the water moved swifter than I thought. My raft was actually a boat. Then, after some time, I rowed my little boat into deeper water. There were great storms, mighty winds, tremendous waves, and sometimes I felt so alone. But I have noticed my little rowboat is now a mighty ship manned by my friends and loved ones; and beautiful calm seas, warm sunny days, and nights filled with comfortable dreams always double after a storm. Now, I could never go back and sit on the bank. In fact, I search for deeper water. Such is life when lived. – B. D. Gulledge

Only those who will risk going too far can possibly find out how far one can go. – T.S. Eliot

The only limit to our realization of tomorrow will be our doubts of today. Franklin D. Roosevelt

Successful and unsuccessful people do not vary greatly in their abilities. They vary in their desires to reach their potential. – John Maxwell

Unless you try to do something beyond what you have already mastered, you will never grow. – Ronald E. Osborn

You must do the very thing you think you cannot do. – Eleanor Roosevelt

Don’t measure yourself by what you have accomplished, but by what you should have accomplished with your ability. – John Wooden

Action & Achievement

Nothing will ever be attempted if all possible objections must first be overcome. – Samuel Johnson

The world can only be grasped by action, not by contemplation…The hand is the cutting edge of the mind. – Jacob Bronowski

It is time for us to stand and cheer for the doer, the achiever, the one who recognizes the challenge and does something about it. - Vince Lombardi

The superior man is modest in his speech, but exceeds in his actions. – Confucius

Though no one can go back and make a brand new start, anyone can start from now and make a brand new ending. – Anonymous

Life is either a daring adventure or nothing. – Helen Keller

You can’t build a reputation on what you are going to do. – Henry Ford

Opportunity is missed by most people because it is dressed in overalls and looks like work. – Thomas Edison

Talk does not cook rice. - Chinese Proverb

To achieve the impossible, one must think the absurd; to look where everyone else has looked, but to see what no else has seen. – Unknown

I can not do everything, but I can do something. I must not fail to do the something that I can do. – Helen Keller

If you take too long in deciding what to do with your life, you’ll find you’ve done it. – George B. Shaw

One of the most tragic things I know about human nature is that all of us tend to put off living. We are all dreaming of some magical rose garden over the horizon – instead of enjoying the roses that are blooming outside our windows today. – Dale Carnegie

Success is your dreams with work clothes on. – Unknown

The more I want to get something done, the less I call it work. – Richard Bach

I long to accomplish a great and noble task, but it is my chief duty to accomplish small tasks as if they were great and noble. – Helen Keller

You may be disappointed if you fail, but you are doomed if you don’t try. – Beverly Sills

The freedom to do your best means nothing unless you are willing to do your best. – Colin Powell

Nothing ever comes to one that is worth having except as a result of hard work. – Booker T. Washington

Sometimes our best is simply not enough…. We have to do what is required. – Sir Winston Churchill

None of the secrets of success will work unless you do. – Unknown

You shouldn’t gloat about anything you’ve done; You ought to keep going and try to find something better to do. – David Packard

Not everything that is faced can be changed. But nothing can be changed until it is faced. – James Baldwin

He who waits to do a great deal of good at once will never do anything. – Samuel Johnson

Perseverance & Will

Many of life’s failures are people who did not realize how close they were to success when they gave up. – Thomas Edison

Victory belongs to the most persevering. – Napoleon

To make our way, we must have firm resolve, persistence, tenacity. We must gear ourselves to work hard all the way. We can never let up. – Ralph Bunche

I think a hero is an ordinary individual who finds strength to persevere and endure in spite of overwhelming obstacles. – Christopher Reeves

The difference between a successful person and others is not a lack of strength, not a lack of knowledge, but rather a lack of will. – Vince Lambardi

Success consists of going from failure to failure without loss of enthusiasm. – Sir Winston Churchill

Success is how high you bounce when you hit bottom. – General George Patton

It is a rough road that leads to the heights of greatness. – Seneca

According to aerodynamic laws, the bumblebee cannot fly. Its body weight is not the right proportion to its wingspan. Ignoring these laws, the bee flies anyway. – M. Sainte-Lague

It is when the well is dry that we know the price of water. – Benjamin Franklin

Nobody who ever gave his best regretted it. – George Hala

A man is not finished when he is defeated. He is finished when he quits. - Richard Nixon

We must accept finite disappointment, but never lose infinite hope. - Martin Luther King Jr.

Happiness is a choice that requires effort at times. – Anonymous

The middle of every successful project looks like a disaster. – Rosabeth Moss Cantor

Success is not measured by what a man accomplishes, but by the opposition he has encountered and the courage with which he has maintained the struggle against overwhelming odds. – Charles Lindbergh

It is easier to go down a hill than up, but the view is from the top. – Arnold Bennett

Leadership & Greatness

A leader is one who knows the way, goes the way, and shows the way. – John C. Maxwell

The art of being wise is knowing what to overlook. – William James

Empowerment is all about letting go so that others can get going. – Kenneth Blanchard

If you are to be, you must begin by assuming responsibility. You alone are responsible for every moment of your life, for every one of your acts. – Antoine de Saint-Exupery

I am more afraid of an army of 100 sheep led by a lion than an army of 100 lions led by a sheep. – Talleyrand

If there is anything I would like to be remembered for it is that I helped people understand that leadership is helping other people grow and succeed. To repeat myself, leadership is not just about you. It’s about them. – Jack Welch

Do not go where the path may lead, go instead where there is no path and leave a trail. – Ralph Waldo Emerson

He that would govern others, first should be the master of himself. – Philip Massinger

If you aren’t making any mistakes, it’s a sure sign you’re playing it too safe. - John Maxwell

There are countless ways of achieving greatness, but any road to achieving one’s maximum potential must be built on a bedrock of respect for the individual, a commitment to excellence, and a rejection of mediocrity. – Buck Rodgers

There are three ways to get something done: Do it yourself, employ someone or forbid your children to do it. – Monta Crane

The man who keeps busy helping the man below him won’t have time to envy the man above him. – Henrietta Mears

A leader is one who see more than others see, who sees farther than others see, and who sees before others see. – Leroy Eims

The final test of a leader is that he leaves behind in other people the convictions and the will to carry on. – Walter Lippmann

Keep your fears to yourself, but share your courage with others. - Robert Louis Stevenson

The price of greatness is responsibility. – Winston Churchill

SHINE ON!

Facebook Firing

2010-08-09T10:11:00.005-05:00

Lots going on in the social networking arenas these days. Take a peek at this Des Moines Register article on June 20, 2010 entitled, "Facebook messages cost Iowans their jobs".

SHINE ON!

Having A Sense of Urgency

2010-07-23T15:21:00.005-05:00

Every once in awhile, someone will ask me what book I'm reading. Well, this week, I finished a book entitled, "A Sense of Urgency" by John Kotter (Harvard Business Publishing). A client has asked me to develop a training program with this book in mind and I can't wait. It's good stuff!

The focus of the book is on the importance of creating urgency. Many people and organizations, especially those that have experienced success, get complacent. The definition of complacency is "a feeling of contentment or self satisfaction, especially when coupled with an unawareness of danger or trouble." With the pace of change required in any organization today, you can't afford to get complacent - success today doesn't mean success tomorrow. However, once people experience success, it's hard for them to want to change - especially without a crisis to MAKE them change. This book discusses how managers and leaders can create urgency, because we always need to be seizing opportunities and propelling our organizations forward - we're never "there" or "done".

Check it out... Watch a YouTube video of the author talking about the key points of the book here.

SHINE ON!

Getting People to Talk in a Meeting or Training Session

2010-06-30T18:59:00.027-05:00

A CEO pulled me aside yesterday after some supervisor training I did at his organization. He asked if the participants (all supervisors that report to him) talked during our day long training. My response: "Yes! They were awesome! Completely engaged!" (That really was true!) The attendee's feedback about their participation positive, too. He was floored!! He quickly replied, "Why don't they ever say anything in our weekly meetings? How can I get them to talk?" I've heard that before. As a matter of fact, I think in recent months, I've heard this complaint more than a handful of times from managers in all different capacities. So, thought it would make a great post for this month, especially since last month was on effective meetings (here's the "how to" for #7 below)! Here are some tips for encouraging participation in meetings/training sessions:

Bring Post-it Notes. Ask each person to write down one idea/comment/question on the note (everyone will come up with something). Either go around and have everyone share their idea (and collect the notes and post them) or gather them from everyone and you can read them off. You can group the Post-it Notes by similar responses/trends.

Think About It, Write It Down, Then Discuss. You don't like to call on people when you aren't sure if they have an answer or a question to discuss. Right? If you ask everyone to think about something, then write something down, now everyone that you saw writing is fair game to call on - they have something! Another option would be to go around the room and have each person share (don't always start in the same place in the room - I like to start in the middle to be less predictable)!

Turn to a Partner. Ask participants to turn to the person sitting next to them to talk about something you want to know. As they are talking, walk around and listen. If they are talking about the topic at hand (hopefully they are), then you have people you can call on. People are more likely to share if they have been given confidence by their partner that they have a good idea (or better yet, sometimes the partner shares the other person's ideas and gives them credit/kudos in front of the group).

Bring Index Cards. Have each person write down a question/problem/issue/idea on an index card (ask them to include their name on the card). After everyone has written something on the card, gather them. Shuffle and redistribute the cards (don't give anyone their own card). Ask them to write an answer on the other side of the card to the question/problem/issue/idea listed. Wander as they are doing this, in case they don't know how to answer - then you can help with drafting a response. Return the cards, now complete with an answer, to the person who wrote the question. If it would be of value, you can have each person share the question and answer they were given.

Build Trust Among Team Members. At the foundation of a great team is trust. If everyone in the room trusts each other, they are more willing/able to share. Consider doing activities that build trust - perhaps something outside of the "usual" meeting. I suggested to one of my clients (who thought they had lost the fun that had typically been a big part of their culture), to do something different than the regular, predictable weekly meeting... So, he posted a note in the meeting room (he didn't tell them in advance) for the team to meet him at the local bowling alley (you could make it a golf course or whatever works for your team). In place of the regular meeting, they went bowling - they had inexpensive fun together (and loved the surprise), learned more about each other (built trust), AND probably solved some work problems just through good old informal communication!

People want to contribute. It's up to us to ensure that we create the environment in our meetings and training sessions that makes it easy for them to do so! Keep in mind... Once you've asked for their feedback/input, you have raised the expectation that you are going to do something with it. Ensure you listen and act!

SHINE ON!

10 Tips for Improving Your Meetings

2010-05-07T15:38:00.010-05:00

309 hours per week. That's how much time, on average, attendees of one of our recent training sessions spend in meetings! The worst part of this is that most of the meetings people attend are a waste of their time. Here are 10 things you can start doing today to make your meetings more effective:

1. Explore alternatives to meetings. Think about how costly meetings are - just in direct labor costs alone. Make sure the time you spend in meetings is giving you the ROI you desire. How about a standing meeting or newsletters or other ways for regular updates?

2. Have an agenda. Your meetings should be direction driven, not "update" driven. If you can, distribute in advance what people can/should prepare or think about before coming to the meeting. It's also possible to have people e-mail you their thoughts/ideas prior to the meeting so you can ensure they have something to contribute!

3. Be on time. Start on time and end on time. Don't wait for stragglers and don't take time to catch up items for late comers.

4. Set ground rules. Avoid Blackberry abuse (this is a biggie) and other distractions. If you set ground rules, the other attendees of the meeting can help you call out the bad behaviors.

5. Have a focus. Meetings should not be primarily for updates and information exchange, but for action, discussion, and direction. The longer the meeting, the farther out you should be looking/focusing.

6. Promote healthy conflict and dialogue. The reason most meetings are boring is because most meetings happen after the meeting, not during it. Allow time for people to bring all ideas and issues to the table. Make it okay to question one another to find new/better/different ways.

7. Involve participants. First, make sure you have the right people involved in the meeting. Then, learn to be a good facilitator. Stimulate discussion. The more enthusiastic and inquisitive you are, the more your participants will be, too.

8. Drive to Action Steps. Meetings should create actions, not informational data dumps. Review decisions made and assign an "owner" to ensure accountability.

9. End with a bang. Don't let your meeting just end. Close it off with an upbeat quote, story, video clip, etc. Meetings can be motivational if you make them that way!

10. Read "Death by Meeting" by Patrick Lencioni. It's a fable/quick book that will give you lots of tips/ideas for improving all of your meetings.

SHINE ON!

Do You Have What it Takes to Survive?

2010-03-22T15:47:00.006-05:00

Viktor Frankl's wife, father, mother, and brother died in the concentration camps of Nazi Germany. Enduring extreme hunger, cold, and brutality, first in Auschwitz and then Dachau, Frankl lost every physical belonging on his first day in the camps, and was forced to surrender a scientific manuscript he considered his life's work.

When Frankl arrived at the concentration camp, he gave himself these 3 goals:
(1) to survive;
(2) to use his medical skills and help where he could, and;
(3) to try and learn something. (Imagine that... to try and learn something through all this!)

In his book (Man's Search for Meaning - 1959), Frankl focused his writings on those who, like himself, were put to work under the most horrible conditions and survived. Frankl found common traits essential to their survival. All of those who made it through had something significant they wanted yet to do. They had a goals to be achieved and a vision of what it would look and feel like when they achieved those, and that gave meaning to their life, even in the worst conditions.

Frankl said, "We who lived in concentration camps can remember the men who walked through the huts comforting others, giving away their last piece of bread. They may have been few in number, but they offer sufficient proof that everything can be taken from a man but one thing: the last of the human freedoms - to choose one's attitude in any given set of circumstances, to choose one's own way."

If you are to "survive" in today's fast paced and ever-changing times, you must have goals, a vision of the future, and a positive attitude. Although we are in a much different time and place than Mr. Frankl was, the idea rings true - those three things can get you through even the most difficult of times.

SHINE ON!

Making the Most of Your Time

2010-02-12T12:53:00.022-06:00

In a day, we spend:

8 hours: Sleeping
3 hours: Eating (Okay, you might not spend 3 hours each day eating, but think about the time it takes to go out for a nice dinner or even meal/food preparation - even mac and cheese takes prep!)
1 hour: Hygiene
2 hours: Commuting (Even if you don't have a long commute, think of the trips to the store to get your necessities or groceries - that's not added into these numbers anywhere else. For me, driving "Mom's Taxi" makes this number climb quickly!)
8 hours: Working (Does anyone really only spend 8 hours at work anymore? A majority of my clients spend more than 8 hours/day at work - and then after work and on the weekends they're on their Blackberry's!)
2 hours: ????

No wonder we feel like we don't have enough time in a day! Only 2 hours/day for EVERYTHING else. Here are some things you can do to get more from each of your 24 hours:

Schedule time for the most important things. When most people come to training, they have other things they could be doing. Why did they come to the training? Because it was scheduled. It was on the calendar. The same can be said of meetings you have - you have other things to do, but because the meeting is scheduled, you attend that. Anything that is important for you to get done needs to have time blocked off in your schedule (including tasks, big projects, coaching employees, etc.). If what you'd like to get done is on a miscellaneous list or is a "I should really...", it won't happen. Put it on the calendar - even at a specific time of day - then it will get done. By the way, you will spend almost all your time fighting fires if you don't make a commitment to investing your time in preventing them (things like training, for example).

Do the most important things first. Most people will admit they do the quick or easy things first - so they can cross those things off their to-do list. As you cross off the last quick/easy task, you look at the clock. It's 2:00 p.m. The problem? You still have your most important thing(s) to do. The worst part is that the most important thing(s) will take you 6-7 hours and they have to be done before tomorrow. Looks like you'll be working until 9:00 pm. Prioritize and start with the most important things, even if they are bigger (and less easy to cross off). Like Steven Covey says, you always have to keep first things first.

Allow time in your schedule for the unexpected. I did some training with water and waste water treatment folks a few years ago. This particular time management point was one thing that really hit home with them... They agreed they don't know when a water main break is going to happen or when a customer will call in with a sewer back-up, but what they do know is that those things are going to happen. So, we talked about the need to allow at least a couple hours of "unscheduled" time each day - you can't plan what is going to happen during that unscheduled time, but you can plan that something undoubtedly will pop up!

Don't check your e-mail every time it beeps. E-mail can be one of the biggest time wasters (I hear that almost everywhere I go)! It is quite possible that for many of you, reading and responding to e-mail could be all that you get done in a day. This is especially true if you check your e-mail every time it beeps. To manage your e-mails more effectively, set aside time throughout the day to check your messages. For example, rather than checking it and responding every time you get a new message alert, pick two-three times throughout the day (maybe at the beginning of the day, before you go to lunch, and before you head home for the day) to read and respond to your e-mail messages. At a recent leadership team retreat, we actually set a "ground rule" that when something was needed immediately, a phone call was made. E-mail responses could be expected back within 24 hours. E-mail wasn't designed to be instant communication, just faster than "snail mail".

How do you spend each of your 86,400 seconds per day? You can't save time to use it later, but you can use each second you are given wisely! Here are a couple of links to some good time management quotes/inspirations from our website: Time Doesn't Wait and Slow Dance. Better go... just heard the beep - I got a new e-mail!

SHINE ON!

True Stories?

2010-01-05T20:59:00.004-06:00

We have become masters at coming up with stories that make the reasons we haven't met our goals/targets other people's (or another thing's) fault. I recently ran across these type of stories, from real accident insurance claim forms:

"The pedestrian had no idea which direction to go, so I ran him over."
"The telephone pole was approaching fast. I was attempting to swerve out of its path when it struck my front."
"An invisible car came out of nowhere, struck my vehicle, and vanished."
"The indirect cause of this accident was a little guy in a small car with a big mouth."

In all of these examples, it was always someone or something else to blame. Decide, today, that if you are going to be successful, it's up to you to look at the truth (real facts) and take response-ability for what has and hasn't happened. (That means that you're committing to respond to the truth/real facts and do something about it.) And that is how you will be successful, in spite of the people, processes, products, economy, competition...

SHINE ON!

The Happiness and Gratitude Connection

2009-12-05T19:44:00.010-06:00

Want to be happy? Be grateful.

Although this is the time of the year where we are reminded to be grateful, this shouldn't be the only time of the year we focus on the things we're thankful for. Why? Because you can increase your happiness level by 25% just by practicing gratitude on a daily basis.

Robert A. Emmons, Ph.D., a psychology profession at the University of California-Davis, carried out research with three experimental groups over 10 weeks.

The "gratitude condition" group was asked to write down five things they were grateful for each week.
The "hassles condition" group was asked to write down five daily hassles from the previous week.
The "control condition" group was asked to list five events that had occurred in the last week - without telling them to focus on positive things or negative things.

Before the experiment began, participants kept daily journals to chronicle their moods, physical health, and attitude. After the experiment, people who were in the "gratitude condition" group felt 25% happier. Overall, they were more optimistic about the future, felt better about their lives, and they exercised almost one and a half hours more per week than those in the other groups.

We all have hassles. We all have bad things happen. Dwelling on all the hassles and bad things only make them worse. Change your thinking and you'll find that your stress level will go down and your happiness level will go up. What you grateful for today?

SHINE ON!

Congratulations to Ag Partners!

2009-11-09T15:01:00.008-06:00

Hats off to one of our awesome clients/partners, Ag Partners LLC! We nominated them for the Citation of Merit award from the Iowa Association for Lifelong Learning for their innovative training programs and their commitment to developing employees, managers, leaders, and people within the communities they serve. They are incredibility deserving and it is has truly a pleasure to work with them. (To see the full newspaper story, click here.) What a shining example Ag Partners is!

SHINE ON!

Performance Hides a Variety of Sins

2009-10-12T21:49:00.006-05:00

Last week, I had the privilege of spending three days training an awesome group of managers. I posed something like this to the group:

Let's say you have a top performer - someone who consistently exceeds sales goals. This person, however, is a nightmare of a team member. He/she often displays his/her "bad attitude", is terrible with change, and is flat out just unbearable to work with. But remember, this is your best sales person. What do you do?

Hopefully you can't relate to this example, but based on the smiles and nods of the managers in the room, unfortunately many of them could. A VERY interesting discussion ensued. Performance tends to hide a variety of other sins, doesn't it?

For you leaders out there, a few things to keep in mind:

(1) What you permit, you promote. If you don't address the behaviors of your top performers, it will make it difficult for you to address those behaviors with anyone. True leaders hold people accountable for morale and don't allow people an excuse for their bad behavior. Can you imagine the work environment you'll create if you never address inappropriate behaviors?

(2) When you say nothing, you are doing something. Your employees are waiting and watching - they want, need, and expect you to step up. Will your team ever truly achieve greatness if they aren't able to work together? Doubt it. Will other top performers and key team members leave because they don't want to work with the "bad apple"? You bet. Will your team trust and respect you as their leader? Absolutely not.

(3) You aren't doing this "top performer" any favors by not pointing out to them how they are stalling their own career by their inattention to how they do their job (not just what they are accomplishing). You owe it to them to help them see the impact of their behavior, not just on others, but on themselves as well.

(4) Build accountability by giving feedback frequently to ALL your employees. Don't just make a list of things each employee is doing and address it in a staff meeting by saying you need to remind everyone about a few things. (Yep, I've seen that happen a lot.) The person at the meeting you are hoping gets the message never thinks its them you're talking to. Besides, who does that hold accountable? NO ONE. Accountability can only happen if people know and understand your expectations. Have the employee determine a plan of action to meet those expectations. Then (and only then) you can hold them accountable for making the necessary changes.

SHINE ON!

Personality Profile

2009-09-15T21:24:00.004-05:00

People are fascinated with how accurately short assessments can predict and describe behavior, communication styles, and in general, personality. I use the I-Speak, Colors, DiSC, Myers-Briggs, etc. depending on what my clients are familiar with. The commonality between all these assessments is that they are all based on the research of Carl Jung. I found this one, the Jung Typology Test, to be FREE and interesting (especially if you're familiar with the Myers-Briggs). This 72 question assessment is quick and has links to various articles to help you understand more about your type. My husband is an ENTP (I especially agree with the part about how this personality likes their "toys")! I am a ENTJ. What are you? Do opposites attract or likes repel? What is the best make-up of a team?

SHINE ON!

Change Behavior

2009-09-10T09:00:00.004-05:00

Over the years, I've worked with hundreds of organizations and there are a few disturbing practices they seem to have in common...

If someone isn't meeting their goals or if they exhibit unacceptable behavior, managers either ignore them (hoping they'll go away - and we all know that doesn't happen), transfer the problem employee to another department or location within the organization (so it's someone else's problem), or lower the goals/expectations for that employee (so now the top performers have more to do - and probably no reward other than more work). One organization I worked with, when I suggested addressing a problem person, said it was no use since employees wouldn't change behavior. When I asked why, they said their company never, ever helped employees find success somewhere else (aka no one ever got disciplined or fired - for any reason). YIKES.

Recently, I was reading about someone who had turned their life around. Something they said struck me. When they were unsuccessful, they changed their goals to fit with their behavior. Now, they change their behavior to fit their goals.

If you want to become a high performing organization, you can't ignore poor performance or behaviors, transfer problem people around, or change goals - you must address the issue. Know what that means? You have to change behaviors. Low performing employees, managers, and organizations will come up with tons of reasons and excuses as to why they are different. Successful people and organizations won't lower the goal, they will increase performance by changing behavior.

What type of organization do you work for? What do you do - change the goal/behavior or change your behavior?

SHINE ON!

The Millenials are Coming!

2009-08-06T11:44:00.006-05:00

I've had many, many, many calls lately about how to manage "Generation Y" or the "Millenials". I came across this 13-minute video segment from 60 Minutes I thought I'd share with you. I'd love your feedback. Shoot me an e-mail and let me know what you think...

The Millenials are Coming!

SHINE ON!

Change

2009-07-08T16:26:00.008-05:00

People's #1 fear in life is public speaking (my career - crazy, huh?). Their #2 fear is death. Why do we fear death? Because we don't know what happens to us until after we die. Change is a big unknown, too, which is why many of us fear and resist it. We cling to what we know, even if it stinks, because we're afraid that what we might get will be even worse.

Now, imagine the entire way you've done your job for the last 20 years completely changing. That's the call I got a few months ago from a medical records team manager. No longer are there papers to be filed and doctor's dictation to be done - everything is electronic now, paperless. Needless to say, the changes this team was experiencing were major. Not only was their job and their entire work process changing, but also their work environment was changing. All the paper files that were surrounded them from the floor to ceiling were slowly going away, too.

When working with this team (and many others experiencing major change), I recommend one of the best resources I've come across on helping work through and lead change. It's a book by William Bridges entitled, "Managing Transitions: Making the Most of Change". (Check out a few of the articles on his website for more information.) Here's a few of my thoughts on the change process:

#1 - Let Go of the "Old" Way of Thinking and Doing Things. This is easier said than done - many of us, deep down, are hoping and thinking the change really won't happen if we just wait long enough (a.k.a. resist and procrastinate). Rather than focusing on what you stand to lose, focus on what you can gain and what you didn't like about the current way, anyway. Also, if you are leading the change, remember the more you involve the people impacted by the change in the change process, the more people will buy into the change and clearly see the old way needs to go away.

A quality manager at a manufacturing company I work with was going to make a big change. Instead of having two quality inspectors at the end of the line, he determined it would be more efficient to have one inspector in the middle of the line and one at the end of the line. This would, indeed, be a major change for his inspectors. We worked together on a plan to role out the change. He called the inspectors together for a meeting and started out by telling them the problem with the current way of inspecting AND got agreement from them that there was a problem. Then, he immediately explained the impact that this change would have on each one of them personally (not why it was the best for the organization or the rest of the manufacturing line, although it would be). The meeting ended with an action plan for implementation and this manager was shocked at how almost immediately successful the change itself was.

#2 - Confusion or The "Black Hole". We must realize that there will be some white water in getting from the old way to the new way. Most of the time, we don't just go from the way we used to do things to doing things a new way quickly and easily. The new way takes more time and is harder because we have to think it through and there's always something that comes up that wasn't anticipated. The key is moving through this confusion stage quickly, but helping people realize that it is completely normal to feel frustrated as you are moving through this state. As a change leader, the most important thing you can do to move through this quickly is communicate, communicate, communicate.

#3 - Creativity. Once we realize we're not going back to the old way and we're heading in the new direction, people start to show their creativity and make things happen. Let me give you an example. One of the doctor's office I visit (as a patient) also went through an electronic transition. I happen to be there the week they were implementing their new electronic tablets in place of the paper files. My nurse was noticeably unsure of herself with this new device and it took a few tries to get all the needed information in the right places. When I asked what was the hardest part about this new system, she said, "I miss using Post-It Notes on the patient charts to remind myself of things I need to ask." I completely understand, because I love Post-It Notes, too. When I visited a couple months later, the nurse was noticeably faster and more comfortable with the technology. I asked if she still missed the Post-It Notes, and she replied, "Let me show you something. Look! There are electronic Post-It Notes that look just like the paper ones and I can attach these right into your electronic file!" That's being creative and is definitely the beginning of a commitment to the new way of working.

#4 - Commitment to the New Beginning. Why in the world did we ever do it the other way or ever think this new way was so bad? AHHH! You've reached commitment. I think in our personal lives we go through the same change process - a new job, a move, a marriage or divorce, a death, etc. I think about myself and having moved to a new area when my husband and I got married - a very rural community (and a acreage in the country, none-the-less). I never pictured myself living here. Honestly, now I can't imagine being anywhere else. In change, people eventually forget that there was another way and eventually can't imagine changing from how things are today. But, guess what? Someday, undoubtedly this will change, too!

SHINE ON!

Expectations

2009-06-05T11:08:00.006-05:00

If you have ever been to one of my management training programs or perhaps even a keynote presentation (or viewed my video demo), you've probably heard me talk about expectations. The biggest reason employees (or husbands for that matter) don't do what they are suppose to do is because they don't know what they are supposed to do. Most people (90-95% of them) will meet (or try to exceed) our expectations if we communicate what our expectations are. We can't hold people accountable for meeting expectations they didn't know they had.

I thought I'd try this out with my kids and see if setting expectations would work with them, too. Since they are home for the summer and are now old enough to be helping with things around the house, I decided to try making a "chore chart" for them. (I actually call it their to do list because I think it sounds better than having a list of chores.) I have to admit how truly astonished I am. All this week, the boys have vacuumed, made their beds, emptied/filled the dishwasher, set the table, got the mail, etc. without me even having to ask (or nag). My oldest actually got out a towel and wiped down the kitchen and dining room walls (nope, this wasn't on the list but he recognized it needed to be done - trust me, this is not typical behavior)! They are taking ownership and feel empowered to do things they recognize would contribute to our family. How cool.

Awhile back, I had a Northwest Iowa bank call and want me to conduct some management training for them. We took a look at their performance appraisal/review and decided prior to training it would be good to make some changes to their form/process and we would use the training to roll out the changes. Their old performance appraisal was very open ended and not goal oriented. (The questions on the old form were things like, "How do you feel you are progressing in your current position?") We made specific goal/expectation setting a part of the process and used the form to facilitate the discussion more effectively (and made reviewing the goals/expectations periodically throughout the year part of the process). In following up with this client a year after the roll-out/training, she commented on the amazing results they had seen in the last year. Productivity soared and employees were happier because they had a better understanding of what was expected of them. (A side note... I do think low performers don't like this new process as much because it becomes obvious they are not performing.) Just think - better productivity, higher profits, more satisfied employees (and probably customers, too) just because of expectations.

Set expectations. Communicate your expectations. Revisit/review your expectations. The results may amaze you, too!

SHINE ON!

Come Along...

2009-04-06T16:31:00.005-05:00

After attending a training session on Friday on "Games, Gadgets, and Gizmos" (which, I'm usually on the other side of the podium, but trainers/speakers need to be learners too), I was convinced that blogging is easy and fun! So, here goes!

Through this blog I'll share with you various ideas, information, and insights from my journeys. Thanks for coming along. This is my blog.

SHINE ON!