Last night I did something I hope to do on a regular basis. I went for a good walk. That's right. I have a goal to exercise and get leaner, better looking! You know what I mean. I walked for about an hour. Boy was that an hour.
I processed so many things on this walk. First, I thought a lot about the reason I was walking. Then I thought about the things I used to enjoy doing but have little time for these days. Things like golf and going to the gym. I reminded myself these are things I have to make time for. So, I will work on it and let you know.
I think during most of the walk, I thought about being a business owner and the freedom and personal satisfaction that goes with being your own boss. I also thought about the challenges that go with it as well. But one thought consumed me. What can I do to enjoy more success? Have you ever had the same thought? I am sure you have.
For some reason, the answer to my question came to the light. I was hearing the words of Zig Ziglar. Yep, Mr. Ziglar. He always says "you can have what ever you want by helping enough people get what they want." Until my walk, his words appeared lost to me. But now, I was seriously entertaining the meaning of these words.
After much thought about what I want, I asked another question of myself. What do other people want? Obviously, the answer has a broad scope. So, I began to think about in it relative terms. I modified the question a little and asked myself what do I have or what can I offer that people want? Boy, that loaded me up. I am now on a mission to figure that out. Stay tuned.
Meanwhile, here is a little suggestion for you. Take a walk. And while you are at it, ponder these questions yourself.
Showing posts with label teams. Show all posts
Showing posts with label teams. Show all posts
Tuesday, April 19, 2011
Tuesday, November 24, 2009
Use the Change Grid
Sometimes a leader has to be a manager. This is true when it comes to evaluating the performance of people in your organization. Don’t you just love it? I am sure your people love it – NOT. So, why is there so much anxiety when it comes to appraising the performance of others? I think it has to do with the role of being a judge or being the one judged. It is a big, big issue when it concerns promotion and money.
Many organizations are now giving employees the opportunity to evaluate themselves. It is a step in the right direction but still does not get to the heart of the real issues relating to performance or change development. The real issue is tension and tension management.
Tension management can only be addressed effectively by using the Change Grid. The Change Grid is a tool that reveals the level of productive tension a team member is experiencing at a given moment in time. The tension I refer to relates to the activities involved in the work they do. The Change Grid provides a more subjective examination and it is a non-judgmental process. Think about it the next time you want to address performance for your employees or team members.
Many organizations are now giving employees the opportunity to evaluate themselves. It is a step in the right direction but still does not get to the heart of the real issues relating to performance or change development. The real issue is tension and tension management.
Tension management can only be addressed effectively by using the Change Grid. The Change Grid is a tool that reveals the level of productive tension a team member is experiencing at a given moment in time. The tension I refer to relates to the activities involved in the work they do. The Change Grid provides a more subjective examination and it is a non-judgmental process. Think about it the next time you want to address performance for your employees or team members.
Thursday, October 22, 2009
Our Human Capital
Times are tough. Everyone around you feels it. As the leader of a team or organization you need to be aware how these tough times affect your employees. This is especially true when it comes to their ability to perform on the job. You don’t want to ignore the concerns of your human capital. Now is not a time for guessing. There is much at stake - namely, the future of your business.
So, how can you learn what’s going on with your employees? The obvious answer is to ask. But you need to be prepared to offer a meaningful response. The message you deliver needs to be clear, relevant and truthful. You may not have all the answers but you are among other human beings. It is the common thread. The message you give needs to say “we are in this together.” These times will not last forever. Nothing ever does.
After setting the table, you will be better able to address areas for performance improvement. Here you can introduce the idea of subjective performance development assessments. This means you can help your employees to assess themselves to discover what and where support will be most helpful on the job. Remember “we are in this together.” Keep that intention in mind. You’ll be able to receive more cooperation and collaboration. And, the bottom line…, well let’s say it will be impacted. Imagine that!!
So, how can you learn what’s going on with your employees? The obvious answer is to ask. But you need to be prepared to offer a meaningful response. The message you deliver needs to be clear, relevant and truthful. You may not have all the answers but you are among other human beings. It is the common thread. The message you give needs to say “we are in this together.” These times will not last forever. Nothing ever does.
After setting the table, you will be better able to address areas for performance improvement. Here you can introduce the idea of subjective performance development assessments. This means you can help your employees to assess themselves to discover what and where support will be most helpful on the job. Remember “we are in this together.” Keep that intention in mind. You’ll be able to receive more cooperation and collaboration. And, the bottom line…, well let’s say it will be impacted. Imagine that!!
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