Personal & Professional Development

The 12 (Leadership) Days of Christmas

12 Days of ChristmasToday is the last of the “triple days” (i.e. 12/12/12) we will see for about ten years (2/2/22 is next I think).  So we have this triple day, and Christmas is coming.  Putting those things together, and borrowing the theme from one of my least favorite Christmas songs (The 12 Days of…), I’ve decided to put together a challenge/exercise/game for you over the next 12 days – we’ll call it your 12 Leadership Days of Christmas.  Here’s how it will work.

For each of the next 12 days (ending on Christmas Eve) I will post a daily question for you to think about.  Each question/post will only take a couple of minutes to read, but to get the value (and the gifts), you will want to invest a bit of time to think about your answer to the question.  So I’ll write and post these, and your side of the deal is to invest 12 minutes each day. (Ok, it may not take 12 minutes, but the symmetry is hard to pass up.) In reality, some days might not take nearly that long, and some may find you thinking much longer.

Today, to prepare for this Dozen Day Game, I want you to think of 12 little gifts you’d like to give yourself (think, candy bar, lottery ticket, Kindle book, something small that would make you smile) and get at least of few of them on-hand. You will need the first one tomorrow. Then, each day after you read the post and answer the question, give yourself one of those gifts!

Those gifts are meant to be symbolic and meet our human need for immediate gratification.  The real gift that you are giving yourself by doing this exercise with me is the benefits you and your team will receive as a result of your thought, answers, and, in most cases, the action you will take.

That is it for today.  Come back to tomorrow for the First day…

….

In case you joined this party late, each day I will add one of the task/gifts so that eventually, they will all be listed on this page.

The 12th Day – The Gift of Change

The 11th Day – The Gift of your Ear . . . and Your Heart

The 10th Day – The Gift of Relationships

The 9th Day – The Gift of Feedback

The 8th Day – The Gift of (Delighted) Customers

The 7th Day – The Gift of (Other) Focus

The 6th Day – The Gift of Creativity

The 5th Day – The Gift of Meaning

The 4th Day – The Gift of Questions

The 3rd Day – The Gift of Accountability

The 2nd Day – The Gift of Improvement

The 1st Day – The Gift of Goals

photo credit: tommaync via photopin cc

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Communication & Interpersonal Skills, Leadership, Personal & Professional Development, Teamwork & Collaboration

How to Harness the Power of Our Visual Minds

what do you see?I often do the following exercise with groups (you can try it after you read it, but I’m not sure it will translate perfectly in writing).

“Close your eyes and clear your mind.  I’m going to say a word. I want you to think about the word briefly then open your eyes.  The word is apple.”

Once people open their eyes I ask them what they “saw” in their mind’s eye – the largest percentage of people “see”  an apple, an apple tree, an apple pie, a Ipod, or Ipad (you get the idea).  A relatively small percentage of people see A-P-P-L-E.

If you know how to spell the word and keep thinking about the word, you will see the letters – but for most people it won’t be the first thing they see.

Our brains aren’t word processors, they are image processors.  (Notice two paragraphs up how our language gives us a hint to this fact – What do we “see”, “our minds-eye”, etc.)

And while some people are more visual than others, all of us have very powerful image processors between our ears.

So if this is true, how can we as leaders, communicators and influencers use this fact to be more effective for ourselves and others?  That is the question of the rest of this article, so let’s explore this important question.

Fewer words on PowerPoint slides. Ever sat through a presentation with many (hundreds?) of word-laden slides?   PowerPoint is called a visual aid, not a word aid, for a reason.  Find ways to show your concepts and ideas in images, pictures and diagrams – not just words.  Use visuals for clues and cues as well as for the direct message as well. Look at your slides as you think you are finished and ask how can I replace more words with pictures?

Create word pictures.  The best communicators do this all the time.  They use descriptive language; they engage the senses; they paint word pictures.  Watch these masters and learn from them – use your senses in your language to engage mine.

Use more pictures in other communications.  This is a big bucket!  Here are a couple of examples of what I mean.  Do you write a newsletter or a blog?  Include more pictures.  Are you trying to engage people on social media?  Use carefully chosen pictures to help you make your point and be more memorable.  Whenever you are communicating, think about how you can use more images.

Ask to see others’ pictures. We’ve talked about sharing your ideas in images, but what about others?  If you want to engage others more fully, ask them about what they see.  If you want to understand someone’s message, encourage them to share their image of the future.  Doing this will help the communication and will build trust and relationships as well.

Use visuals to drive goal achievement. If we see images, then we need to anchor our goals and our future to clear images.  Don’t just set goals, make them visual.  Many tools and strategies exist to do this, from building vision boards to putting a picture of your perfect car on your refrigerator.  The reason people do these things is because they work.  And if they will work for an individual, they will work for a team – so as a leader think of ways to make your team’s goals more tangible through images.

This is just a short list – but it is a good start. When you begin any communication with others realize that you will be more effective if you appeal to and help the image processor at least as much as the word processor.

Do these things and you will lead more effectively, communicate more completely and influence more powerfully.
photo credit: funadium via photopin cc

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Communication & Interpersonal Skills, Leadership, Personal & Professional Development

The Impact Equation

The Impact Equation

A couple of years ago these two authors wrote a book called Trust Agents: Using the Web to Build Influence, Improve Reputation, and Earn Trust.  It became a best seller and moved the already very popular authors to the stratosphere in social media circles. I knew Chris before that (we’ve shared calls, conversations and a meal), and after the book came out I interviewed Julien about trust for our Remarkable Leadership Learning System Members. Trust me when I tell you these are smart guys.

If you knew nothing about this book other than from what you have just read, you would assume this book is about social media stuff. And if you don’t care about Twitter or Facebook, or whatever, you’d assume this book isn’t for you.

You’d be wrong.

As a leader and communicator you want to make an impact, right?  You want (and need) your messages to be heard and acted on – you want (and need) to make a difference.

THAT is what this book is about.

The authors are good writers and use great examples (admittedly some may not be as immediately interesting to the non-social media/technology lover, but when you really read what is there you’ll find great value).

In the opening chapter they introduce their Impact Equation:

Impact = C x (R+E+A+T+E), where:

C= Contrast
R= Reach
E= Exposure
A= Articulation
T=Trust
E=Echo

And then they use the rest of the book to explain, explore and give you practical uses of these ideas.

If you want to spread your message via social media, you will want to read this book. More importantly, if you want to make an impact using any (or all) media, you must read this book.

I’m getting a copy for my son for Christmas (don’t tell him), and I’ll be reading it again before the end of the year.

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Leadership, Personal & Professional Development, Productivity

The Second Half of Prioritization

productivityIn the training I did this week, the idea inside today’s short quotation came up several times.  It is an important idea, and yet one many people haven’t thought of or just don’t do (which is another reason to do it!).

“It is not only what we do, but also what we do not do, for which we are accountable.”
Jean Moliere, French playwright

 

Questions to Ponder

– What is on your to-do list?

– What does your list tell you about yourself?

Action Steps

1.  Make a to-do list, or if you already have one, take a fresh look at it.

2.  Ask yourself how many of the items on your list will truly move your to your goals.

3.  Make a new list, titled your not to-do list.

4.  Spend as much time with your not to-do list as your traditional to-do list.

My Thoughts

I don’t know the context of Moliere’s quotation, and so I don’t know if what he means is exactly where I have taken this conversation. Regardless, here is a truth – time management is choice management. Moliere gets to this point by telling us we are accountable for all of it.

I’m sure your plate is full – you likely have plenty to do. The question is – am I doing the right stuff to get to where I want to go?  Answering this question is the heart of prioritization, yet most people only do half of the prioritization. Most people decide what they need to do next on a list that just continues to grow, never asking the second prioritization question – what needs to go away completely.

What to do?

What not to do?

Shakespeare asked us “To be or not to be”.  Moliere begs a different question – “to do or not to do.” Answering the second will determine the answer to the first. Your actions will create your life, a life for which you are accountable.

 

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Coaching & Developing Others, Communication & Interpersonal Skills, Leadership, Personal & Professional Development, Productivity

Remembering Why You Hired People

Why do you hire new employees?

Ok, this seems like an obvious question, and no, it isn’t a trick.

We hire people because we have assignments that need to be completed, sales to be made, products to be created, manufactured, shipped, and billed.

We hire people to be productive; to get work done.

Yet, that’s often not how we judge them.

clear expectationsToo often, we judge them based on hours worked.

Let me explain.

A person seems to be at their desk every day when you arrive and are there most of the time when you leave. What is your first thought about this person? They are a hard worker, right? And if they put in weekends when needed, we see them as dedicated, willing to go the extra mile, and committed to their work, correct?

Both things may be true, but without another piece of information there is no way to be clear on these assessments. How much are they achieving? Are they getting the right things done with the right level of quality in a manner that meets the organization’s needs? Without the answers to these questions, you have no clue how successful, hard working, or dedicated that employee is.

Consider this situation: A person is at their desk early and late, but what you don’t know is that they are getting their work done in about half the day, but they have figured out that people view them as hard working if they are present. So they either glide through the work more slowly, or finish and spend lots of time reading, surfing the internet, or doing other time-consuming, low value activities. When they realize the weekend is a good time to get extra face time with the boss, they make sure they have a little work to do on the weekend to make it look like they are dedicated.

Or this situation: A person is struggling to get their work done. They don’t really understand the goals and they make lots of mistakes. Because of this, they need as much time as possible to complete their work – so they come early and often leave late. They get their work done, even if it sometimes takes the weekend to finish.

Aren’t both of these scenarios potentially describing the same person? If you are really judging (even if subconsciously) based on hours worked, do you have a really clear picture about the relative success, competence, and dedication of this person?

Not so much.

Changing Our Viewpoint

How do we re-assess our mental model of employee success?

  1. Change your personal perspective. Don’t let hours worked be your benchmark for just about anything. Focus on results and productivity.
  2. Set clear expectations of what success looks like. What are the benchmarks for productivity and quality? When will people know they are done with their work? If you want help with this process, consider reading more here .
  3. Measure, measure, measure. Once expectations are clear, we can measure progress and results. Measure will help you see who is coasting, who needs to be challenged, and who needs coaching.
  4. Provide the bigger picture. When people see the bigger picture, they can put their work into context. This will lead to better decisions, more engagement, and higher productivity.

These are just a few of the steps you can take – but it starts with you and how you choose to assess others. When you focus more on production and productivity than you do on time at work, you will be helping your organization – and your team members – more effectively.

photo credit: monkeyc.net via photopin cc

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Communication & Interpersonal Skills, Leadership, Personal & Professional Development

How to Sell Your Creative Ideas

Thomas EdisonThomas Edison was a great inventor.  But Thomas Edison was a greater salesperson.  He and his team may have invented the electric light bulb, but without the support and resources (read investment) of others, that idea wouldn’t have moved forward from his team.  The idea looks obvious now, but all successful new ideas look good with the 20/20 perspective of looking backwards.

Much of the writing and thinking about creativity is about getting the idea.  While getting the idea is a necessary seed for the process, in the end you must be successful in convincing, persuading and yes, selling your creative ideas if you want them to be used and applied.

The time will come, sooner or later, when you have a great, new idea that you want to persuade others to support, provide resources for or buy. If you don’t sell it, it is almost like you never had the idea in the first place.

Here are some suggestions on how to help others see what you already see – and sell them on your creative idea.

  1. Start by understanding their perspective.  You already understand and are excited by your idea and its prospects.  Remember that they aren’t there yet mentally (that is why you are having a conversation with them).  Don’t make a presentation, have a conversation.  And don’t make it about your idea, but about them and their needs.  Understand what their perspective is first and craft your whole plan based on them and their needs.
  2. Connect your idea to pain they experience.  You are likely enamored by the benefits of your idea.  Others care less about that than about reducing the pain, frustration, and challenges they face.  Know what their pain is, then help them see how your idea will alleviate that pain.
  3. Tell a story.  Stories are a powerful communication tool.  But don’t make it about you and your idea (or how you came up with the idea).  Make them the star of your story – and how your idea solves their problems and makes their life better.
  4. Show them the end result. Help people see the idea in action and what it will do in the world.  Once you have identified and alleviated pain, now you can talk bigger picture benefits of how the world is different because of your idea.  We think in pictures so if you help people see the outcome in a vivid three-dimensional picture, your message will be more compelling.
  5. Be enthusiastic.  Be sold on the idea yourself.  If not, you have already lost.  Think about it – are you drawn to people who have a genuine passion and belief in what they are talking about?   (So will the people you are trying to persuade.)  You can’t use your attitude and passion alone – it must be connected to the other items on this list – but without it, you will be far less successful.
  6. Be patient.  Give people time. The minute you share your creative idea people may not immediately jump up and say “let’s do it!”  Be patient both in the moment and as people have time to think about it.
  7. Be Persistent. Patience is important but patience with persistence is more effective.  Follow-up with people as they have time to think about your idea.  Ask them follow-up questions to better understand their concerns and to further clarify your vision. If your idea is worth the effort, make the effort.

photo credit: Cea. via photopin cc

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Leadership, Personal & Professional Development, Productivity

Don’t Set a Goal…

Achieve your goals!Did I actually write don’t set a goal?

I did.

Because the way most people set goals is a waste of time – and if that is how you do it, you would be better off not setting them at all.

When you set a goal, the purpose is to achieve that goal, right?

But you wouldn’t know that from most people’s behavior.  They put time and effort into setting goals, but then they don’t ever seem to take any action or invest any time in making the goal happen.

If you recognize this situation personally or professionally, I want you to join me on Wednesday, December 5th at 2:30 pm ET for the aptly titled teleseminar, Go Beyond Goal Setting and Stop the Ridiculous Cycle of Simply Setting Goals (without Achieving Them!).

During this one-hour call you will learn:

  • Your personal beliefs and habits concerning goals and goal achievement
  • Common bad habits that affect productivity – and how to avoid them
  • 4 Ways to accelerate goal achievement.
  • 5 Steps to creating a culture of goal achievement.
  • 3 Ways to jump-start achievement when goals are being set.
  • How to create commitment by goal sharing
  • And much more

And, for the first time ever, you can join me post teleseminar on a live group video coaching session.  For twenty minutes I will answer any additional or more in-depth questions you have about the strategies and tactics we have discussed – giving you exactly what you need to achieve your goals more effectively and quickly than ever before.

If you haven’t gotten as far this year as you had hoped, join me Wednesday to equip yourself to change that for next year.

photo credit: zen! via photopin cc

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Coaching & Developing Others, Leadership, Personal & Professional Development

How To Get Everything You Want

Zig ZiglarThis week, the world lost a legend; a one-of-a-kind salesman, author and speaker died.  Zig Ziglar was all of these things and he was also one of my mentors and heroes.  I read his books, listened to his speeches over and over, and attended his week-end workshop with my wife.  Zig is one of the reasons I do what I do today.

So today’s quotation, is one of his best and, arguably, his most famous.

“You can get anything in life that you want if you help enough other people get what they want.”

Zig Ziglar, speaker, author and salesman

Questions to Ponder

Do you know what those around you want in and from life?

If not, why not?

What can you do to help them get what they want?

Action Steps

1.  Focus on others and their wants and needs.

2.  Truly understand those needs and work to help them be met.

3.  Then do it some more.

My Thoughts

This idea of reciprocation is one of the most wonderful things about the way life on Earth works.  Zig’s quotation starts about being about us (what we want), but it only works when we make our efforts truly about others.  How do we know what they want, how do we serve them, support them, and help them?  Those questions are the starting point of greater life success and satisfaction.

A cynic would say this is self serving – I’m only scratching your back so you will scratch mine.  But this isn’t the message of this idea, and won’t even work in the long term. The real point is a paradox. We do things to help from a place of genuine care and hope, and we do it knowing good things can come to us, but only as an outcome, not as the point of the effort in the first place.

If you want to read a further tribute I wrote to Zig on the publishing of his final book a few months ago, you can find it here.

 

 

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Coaching & Developing Others, Communication & Interpersonal Skills, Leadership, Personal & Professional Development

Who Are You?

We all find ourselves in social situations, or at networking events, or perhaps even on airplanes, and people ask us, “So, tell me about yourself.” Most of us answer that question the same way – we provide some labels or hooks for who we are.

For me, it would include some of the following: I’m a husband, and a father of two. I own a company and have for the last 19 years. I am a speaker. I am an author. I blog. I do lots of training. I coach and consult on leadership.
(I could go on, but you get the idea.)

You could, and would, likely do the same thing.

But are these labels who we are?

how to build relationahipsWould you learn more about who I am if I told you I grew up on a farm, and from those experiences, I have a deep sense of growth and possibility? Would you know more about me if I told you I have a Midwestern farm work ethic and a commitment to family? That I grew up in an entrepreneurial family and went to church on Sunday morning? If you knew about the story of how I chose Purdue University to attend college, you would learn a lot about me. If you knew why I chose to be in the Purdue All American Marching Band for two years (in part for better football tickets and the chance to march at other stadiums, a bowl game, and at the Indy 500), you’d know more about who I am, as well. And if I told you why we chose to move back to the Midwest after living in California, that would tell you something about who I am, too.

Just like in the first list, I could go on, but I believe my point is made.

What we do isn’t who we are.

Too often as leaders, we expect, or hope, or wish that people will get to know us and have a strong relationship with us as their leader, but we don’t want to let them really get to know us. In reality, as my example shows, we don’t do that anyway.

But as a leader, there are some important things to remember:

  1. As someone’s leader/manager/supervisor, you are among the most important people in their lives. Your influence is real. Your view of them can have massive impact on their lives, happiness, and even salary.
  2. Society, especially among older generations, doesn’t really have a sense that it is possible to get to know their leaders in a meaningful way. After all, you are now “one of them.”
  3. That barrier, real or perceived, can definitely get in the way of relationships being built.

These are the realities in which we live and work. And if we want to be highly effective leaders, we must work to build strong working relationships with those we lead – regardless of these realities.

To do that successfully, we must not only overcome these barriers, but our personal perceptions as well . . .

  1. I don’t desire to have “friends” at work.
  2. Having “friends” at work is too messy – I’ll just side step or avoid it.
  3. I’d like to be a more private person.

To these points I say two things – the leader’s goal doesn’t need to be to develop friends, but to nurture strong working relationships; and in terms of being a private person, get over it.

I’m not suggesting you can’t have private parts of your life, but I am saying that if we want to lead at the highest levels, we must be willing to get past labels, and share with people who we really are.

I realize that this might still seem unnecessary or overly daunting (or even scary). If so, that is ok.

One of the reasons it might be daunting is that you aren’t completely sure of your answer to the question “Who am I?” yourself yet.

So take some time to figure that out. Think about your most closely held values and why you hold them. Once you are clear on what you would be willing to, and want to share, take action. Help people know more about who you really are.

And remember that people want leaders who are real, not perfect. If you are withholding parts about who you are because you feel as a leader you must be “perfect,” remember that isn’t that possible and isn’t what people want in a leader anyway.

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Coaching & Developing Others, Leadership, Personal & Professional Development, Productivity

Scope Creep Doesn’t Have to Be Creepy

messy garageHave you ever cleaned your garage?  When you started the project, the task was pretty well defined.  You could look at the garage and see what needed to be done.  But once you got started, two things happened.  First, you realized there were more necessary parts to the job than originally thought – the project got larger as you went.  Second, you found additional things that could be done – a small organization project here; an old unfinished craft project there.  And as you found those, they seemed to be added to the initial project as well.

If you have ever experienced this in the garage or anywhere else, you have experienced what project managers call scope creep. Generally thought of in negative terms, and often the primary excuse for cost and time overruns in projects, scope creep is the addition of small changes to the project that by themselves are manageable, but in total, quickly become significant.

At the Start

Before we go too far, let’s start at the beginning.  You can’t have scope creep unless you start with a scope.  Solid project management principles (and common sense) tell us that before we begin a task, we should outline what it is and what is included.   Everything that follows in this article assumes this basic starting point.

The Two Causes

Because scope creep can have a drastic impact on the success of any project, it is important to understand it and keep it in proper perspective.  Using our garage example to help us, we can see that there are really two sources of scope creep – the previously unknown, and the shiny object syndrome.

The Previously Unknown.  Once we start cleaning our garage we uncover something we didn’t originally see that clearly must be done to have a clean garage – it can’t really be avoided and it wasn’t known when we started and will take additional time and effort. For example if you find that the bag of dog food has a rip in it and dog food has spilled on the floor, it will have to be cleaned up (and all you thought you had to do was move the bag).  These kinds of things come up in projects all the time.  They can be minimized with a clearer picture of the project up front, but even with significant preparation of the initial scope, these things will happen.

The Shiny Object Syndrome.  In the garage when you uncovered that old project you had forgotten about, you got mentally diverted.  You decided you really needed to work on this now.  After all, since we are right here in the garage, we might as well do this too, right?  This happens in projects all the time, doesn’t it?  As we are working we identify new things, new opportunities or new ideas – all of which are connected to the project, so “as long as we are here we might as well do this too – doesn’t that make sense?”  These shiny objects might make sense individually, but when added up, can shift, change or bloat your project.

Now What?

So we recognize scope creep and realize that the causes are naturally occurring and make total sense.  We shouldn’t be surprised or “creeped out” by them – we should learn to recognize, label and work with them to get the best from our initial project goals.  Here are six ways to help manage scope creep.

  1. Get the purpose first.  Yes, you have a project, but why are you doing the project – what is your true purpose?  Without this true north, projects can easily get side tracked and will grow quickly. Run every unknown and especially every shiny object against the purpose test.  Ask yourself if this item is needed or critical for reaching the project’s purpose. If not, you know what to do with the item.
  2. Set clear initial boundaries.  Yes, there must be an initial project scope.  If there isn’t one, you can’t really define what is creeping.
  3. Argue the opposite. Remember that shiny objects are attractive and seductive.  They always seem like logical add-ons to the project.  And sometimes they even look like they won’t take very long at all.  History tells us otherwise.  When the solid and seductive case for the shiny object appears, argue the opposite – why we don’t need to add it, and why it doesn’t make sense.  By doing this you will at least make an informed decision on its inclusion.
  4. Determine costs.  If you are going to add something, don’t just add it; determine the cost in time, focus and resources.  Don’t decide to include it in the project until those implications have been considered.
  5. Be willing to say no.  Most scope creep occurs because no one is willing to say no.  Each of the other steps is meant to give you purpose and ammunition to say no, but you have to be willing to actually say it.
  6. Consider Phase 2.  Some of the items you uncover are true opportunities and could be big improvements; but must they be done in this part of the project?  One way to address some forms of scope creep is through a Phase 2 of the project.  Get the original project done, get those results and then address and capitalize on the other ideas you identified.

A monster in a movie is far less scary when you know what it looks like and how it operates.  When you understand the causes of scope creep and what to do with it, it is much easier to address, and you can take the creepiness out of it.

photo credit: vinsflickr via photopin cc

 

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