It seems like time is moving quickly. I heard that before and I am certain you have. What does it mean? Hopefully it means you are excited and filled with anticipation for what will come next – hopefully.
If you have tended your garden well things will begin to blossom very soon. It is the natural cycle of things. What blossoms this spring has much to do with your engagement or lack of engagement. If you have given the right amount of caring attention to your garden it will be beautiful. On the other hand if you have not…, you might have a garden full of weeds.
I know you get my point. Fortunately there is still time to plant the right seeds to give you the blossom you want. Sounds like as you sew, so shall you reap.
The time to act is now!
Monday, February 8, 2010
Wednesday, December 30, 2009
Distractions Never Quit - Arm Yourself
Here is something worth remembering as you prepare to embark on the journey to achieve your goals in 2010. You will have a few distractions.
Hopefully they will be the type to go away quickly. But if they are not, you’ll need to find a way to stay on track. How can you do that? It is not easy, but it may help to have a blueprint of where you intend to go or what you intend to achieve.
That sounds a lot like having written goals doesn’t? Okay, you win! That is what I am promoting here. Take the time to write down your goals for 2010.
I know you have heard it before, people who have written goals are more likely to achieve success. There are many reasons why this is true. I can think of one, can you? Imagine yourself going shopping at your grocery store. There are more than a few things you need to pick up. You may have a good memory but having a list just might save you some aggravation.
Consider what might happen if you don’t have a list and you run into an old friend you haven’t seen in a while. The chances are you are going to forget something you wanted to get. You don’t have a bad memory but you did experience a distraction – pleasant as it may be.
So, the list is analogous to writing down your goals. I know.., I know it is a bit of a stretch but hopefully you get the idea. Don’t let distractions push you off the track. If they try, you can simply pull out the goals you have written down and keep shopping for what you want. HAPPY NEW YEAR!
Hopefully they will be the type to go away quickly. But if they are not, you’ll need to find a way to stay on track. How can you do that? It is not easy, but it may help to have a blueprint of where you intend to go or what you intend to achieve.
That sounds a lot like having written goals doesn’t? Okay, you win! That is what I am promoting here. Take the time to write down your goals for 2010.
I know you have heard it before, people who have written goals are more likely to achieve success. There are many reasons why this is true. I can think of one, can you? Imagine yourself going shopping at your grocery store. There are more than a few things you need to pick up. You may have a good memory but having a list just might save you some aggravation.
Consider what might happen if you don’t have a list and you run into an old friend you haven’t seen in a while. The chances are you are going to forget something you wanted to get. You don’t have a bad memory but you did experience a distraction – pleasant as it may be.
So, the list is analogous to writing down your goals. I know.., I know it is a bit of a stretch but hopefully you get the idea. Don’t let distractions push you off the track. If they try, you can simply pull out the goals you have written down and keep shopping for what you want. HAPPY NEW YEAR!
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.
Tuesday, November 10, 2009
You’re The Leader…. Or Are You?
Okay, you have a team or a group of people who work with or for you. Seems to me you either have an opportunity and/or a responsibility to be the leader. You decide which is more important to you. Personally I see it as an opportunity. But what’s really important is how you show up - If you show up at all. My point is you cannot lead if you are absent – perceived or real.
You may have a committed group of people who are very good at what they do, but they still depend on your presence. Think about it. What happens to a group that has no true leader?
The answer: A leader will emerge or the group members will seek new directions or new alliances. The result can be a fractured organization or team. That can have a negative effect on your organization’s overall productivity and profitability.
When I talk about presence, I am not necessarily talking about being physically present. That is not always possible. But what I am talking about is being in touch, consistent, reliable and forward thinking. If you are not doing these things at the very least, are you really a leader?
People are only followers if there is someone who leads. Imagine That!!
You may have a committed group of people who are very good at what they do, but they still depend on your presence. Think about it. What happens to a group that has no true leader?
The answer: A leader will emerge or the group members will seek new directions or new alliances. The result can be a fractured organization or team. That can have a negative effect on your organization’s overall productivity and profitability.
When I talk about presence, I am not necessarily talking about being physically present. That is not always possible. But what I am talking about is being in touch, consistent, reliable and forward thinking. If you are not doing these things at the very least, are you really a leader?
People are only followers if there is someone who leads. Imagine That!!
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!!
Friday, October 16, 2009
Are You A New Creative Leader?
Below is a list of 5 traits of the new creative leader. They are found in the article "Why Are Creative Leaders So Rare," by Navi Radjou. The subject was a tip from Harvard Business Publishing's Management Tip of The Day.
So, Where Do You Stand?
Yesterday's leadership skills will not work in today's fast-moving and evolving world. Only creative leaders who are visionary and empathetic will succeed. Here are five things you can do to succeed as a creative leader:
1. Instead of commanding, coach your team and organization toward success.
2. Don't manage people, empower them. The know-how, experience, and solutions are often out there; it's a matter of helping people discover them.
3. Cultivate respect by giving it, instead of demanding it.
4. Know how to manage both success and failure.
5. Show graciousness in your management rather than greediness. Be humble about your successes and whenever possible, give someone else the opportunity to shine.
So, Where Do You Stand?
Yesterday's leadership skills will not work in today's fast-moving and evolving world. Only creative leaders who are visionary and empathetic will succeed. Here are five things you can do to succeed as a creative leader:
1. Instead of commanding, coach your team and organization toward success.
2. Don't manage people, empower them. The know-how, experience, and solutions are often out there; it's a matter of helping people discover them.
3. Cultivate respect by giving it, instead of demanding it.
4. Know how to manage both success and failure.
5. Show graciousness in your management rather than greediness. Be humble about your successes and whenever possible, give someone else the opportunity to shine.
Wednesday, October 7, 2009
Being in the Dark
I am going to go out on a limb and make a guess that you enjoy the work you do. I certainly hope this is true. But I imagine there are times when you feel a little challenged doing all the things you must do to achieve a desired outcome. You are not alone.
Some of our days are better than others. You have a task and you get it down. But what about the other days…what could be going on? That is a question you may ask yourself. If fact, it is one of many questions you ask yourself each day and every time you do work. They are the same type of questions the people you work with ask themselves. If you are the boss, you may even be asking questions about your people. A question like – How can I get my people to be more productive?
The answer to many of your questions can be revealed with the Change Works System. Trust me, I know ignorance may be bliss, but it can also be costly. Can you afford it? Can your organization afford it?
Some of our days are better than others. You have a task and you get it down. But what about the other days…what could be going on? That is a question you may ask yourself. If fact, it is one of many questions you ask yourself each day and every time you do work. They are the same type of questions the people you work with ask themselves. If you are the boss, you may even be asking questions about your people. A question like – How can I get my people to be more productive?
The answer to many of your questions can be revealed with the Change Works System. Trust me, I know ignorance may be bliss, but it can also be costly. Can you afford it? Can your organization afford it?
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