Leaders Can Be Masters of Casting Vision-Especially When They Do It Through A Story
Leadership means casting vision. It is creating a vivid picture of a possible future that is exciting to be a part of. It is eliciting belief in your staff that creates a confidence in you, the leader, that you know where they are going, and can, with their help, take them there. Whether you’re solving a problem, or creating a new reality, it’s making the world a better place because of the piece you and your company plays in it. So how do you get this across? A lot of leaders/managers use power point, but could you get your points across better by weaving them into a compelling story? Personally, I believe people remember stories more than they remember graphs and charts. In this video you’ll see a gifted story teller, Robert McKee give an example of the benefit of using stories. And you don’t have to be casting vision to do this. It could be used for expressing everyday objectives in a fresh new way.
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You be the judge, and try it some time when you’re wanting to emphasize a key point that you need your staff to remember. And just like any skill, it takes time to develop it until it is truly effective. Don’t give up after one try, there is a learning curve!
MONDAY MORSELS for Leaders-Two Questions to Assist You In Retaining Your Most Talented Employees!
It’s a common occurrence, and I see it all the time. “How could she do that to us?” (they say), as one of their key employees packs to leave for a better offer, or a new opportunity. Neither the manager, nor the owner/leader, had any idea this employee was open to other options, or possibly discontent. Now they’ll be left short handed while everything goes into crisis mode, as the position becomes vacant.
So let me ask you, could this have been avoided? Is there a way to avert this from taking place at your company? Absolutely! Two questions-that’s all it takes to keep from being blindsided. Or, in the least, it is the beginning of a process that will undoubtedly save the company countless dollars, not to mention time and resources of other employees, who need to do their own work but will have to take on the responsibilities of this position until a new hire is up and trained. What are these questions?
- What is it that will keep you here?
- What would make you leave?
If you’ll take the time to find out the answer to these two questions, you’re well on your way to designing a culture and position that will keep talented, focused employees. That is, assuming you’ve put someone in the position that actually fits the position in the first place with their personality, knowledge, education, talent and desire. Make sure you have someone asking these questions that will drill down to the real answers. If the owner asks it, you can guess that what you’ll get is what you want to hear. This is why when I’m hired to come in to assist the owners, either as an Executive Coach or in a consulting role, that I’m able to easily find these answers out. Employees know that I have no allegiance and that I have their best interest at heart. I believe they can truly tell I care about them, and how they’re doing as well as the company. So, you say you can’t hire me? Then have someone else, someone that has nothing to gain from the knowledge, find out the answers to these two questions. And then don’t stop there! Actually take the information you receive from them, and develop a plan, a plan to retain your best, most talented employees! You’ll be glad you did.
MONDAY MORSELS for Leaders-How to Utilize Your Time Wisely- The 5 D’s pt. I
Prioritizing those high register tasks, along with the mundane everyday routine tasks, appropriately, is one sure fire sign you’re an emerging leader. Without this vital skill, you’re at the mercy of a conglomerate of urgent responsibilities and annoying needs pleading for your attention. I recently heard someone call the fun non-relevant distractions that come your way: BRIGHT SHINNY THINGS. And, in order to avoid getting caught giving your attention to these BRIGHT SHINNY THINGS, you’ll need the ability to:
Discern It (is it a worthy, timely goal? Does it fit w/your mission, vision & values?)
Dump It (It doesn’t fit, or isn’t relevant!)
Delegate It (Someone else can do it just as well.)
Defer It (Doesn’t have to be done now.)
Do it (It’s the 20% of activities that give you the greatest return on your investment of time, do those first!)
Besides, it’s that time of year for you to create clear, powerful, strategic goals that will be the markers on your map to assist you in reaching your ultimate destination. Why? Because it’s a new year! A new beginning, January 1st, it’s time for:
OUT WITH THE OLD (those things that didn’t work/or are obsolete) and
IN WITH THE NEW
This entails reassessing where you are currently, check to see if the goals you previously established are, in fact, still relevant, and taking you where you intend and need to go, or if you got caught up in a BRIGHT SHINNY THING that needs to be restructured or possibly DUMPED. So, grab a sheet of paper and pen, and let’s begin first off with all your desired “OUTCOMES” and then work backwards. Whether you like a 1 year, or a 3 year strategic plan, you have to get a hold of understanding where, and what, you want “TO BE” at the end of it all. You see, a map without a destination is just a journey to no where. Once you have your destination in full view, chunk down each and every thing to bite size portions.
Remember to establishing your priorities in every aspect of your life: mentally, spiritually, physically, in your professionally as well as family life. Take a look at all the hats you wear, that should help. Yep, it’s called work/life balance, none of this all-or-nothing career, when you work with this Coach. Now, once you’ve brainstormed and “Discerned” those brilliant, clear, goals, go back and focus on the other 4 “D’s” 2. “Dump It”, 3. “Delegate It”, 4. “Defer It”, or my favorite, 5. just “Do It”.
Time saving and Money Saving Tip:
Try using a virtual assistant and you’ll soon discover, as I have, that the more you delegate or outsource, the more you’ll be able to focus on those items that only you can do. It’s keeping for yourself those tasks that bring out your most brilliant-talents. Those things you do best, and that are worth your time and financial investment. For instance, if you have figured out you’re worth $200 an hour, these better be tasks you do that will bring that financial return and more. These are things, that when you do them, people around you say, “You make that look so easy!” When you doing them, you shine and feel fulfilled. Pt. II next time
Have You Ever Thought About Hiring a Leadership Coach?
Whether you’re the CEO of a large corporation, a solo-entrepreneur, a new leader, or a mid-level manager hoping to receive the next promotion, if you answer ‘YES” to three or more of the questions below, then you may be a candidate for the 2010 “Ramp It Up” Executive Coaching program beginning in January.
- Are you ready to take an honest, brutal look at where you are now in order to discover what’s keeping you from where you want to go?
- Do you find you’ve plateaued, hit a wall, or are just plain stuck in a rut?
- Would you like to finally tap into your brilliant self, to do your specific genius work?
- Are you ready to make clear, motivational goals that will challenge you to grow?
- Would you like to create work/life balance?
- Are you willing to be coached? And,
- Are you teachable, or willing to try?
- If you can feel it, feel you’re not really performing at your optimal best, but you really finally want to. Then:
A fortune 500 firm commissioned a study using MetrixGlobal, LLC, and determined that executive coaching produced an astounding 529% return on investment. 75% of the respondents expressed coaching had significant or very significant impact on at least one of their business areas.
This program is only for those who are ready to be serious enough to take action; to make extraordinary goals; and to use their untapped character skills, and underdeveloped talents. What if, what if this would help you break through the barriers that have been holding you back?
Why hire a coach? Well, why do the best of the best in the athletic world hire a coach? They’re already at the top of their game, especially if they’re going to the Olympics. It’s because they know a coach sees things from a different vantage point. They realize that they may be doing things they themselves can’t see, that would harm them, and keep them from winning. They hire a coach to stretch themselves beyond what they thought was possible. And finally, to receive the encouragement to keep up the hard work, and help them to toe the line and keep their eye on the payoff. So let me ask you, “Why wouldn’t you want the same thing for your career?”
“Until we focus and define what is most important to us, we live our lives in a haze of other-directed urgencies. Coaching is designed to help you stay focused – to practice ‘planned abandonment’ of opportunities that would merely serve as distractions.”
Laurie Beth Jones
AGAIN, IF YOU ANSWERED “YES” TO THREE OR MORE OF THE ABOVE QUESTIONS, DON’T WAIT. TAKE ACTION TODAY! Make 2010 your best year ever. For more information, and to register for this course, e-mail Sue at: dynamicdev@comcast.net today. The first ten people to register will receive the popular report: Five Levels To Be In the Leadership Influence Zone.
Every Leader Is Faced with Overwhelming Challenges pt. I
Feel like giving up, chucking it, just walking away? Are the finances drowning you? Have you had an employee who should be renamed Benedict Arnold? Are you sick and tired of whining, complaining employees that make you feel like you’re “babysitting” them instead of leading them? Are they doing barely enough to keep their job while at the same time demanding more money and time off? Or, maybe you had a competitor that stole your largest client, and you thought he was a friend. I could go on and on giving you examples of the many challenges that leaders/managers face. And I’m sorry to say, these occurrences are all too common, and have happened to the best of us! This is one main reason why YOU’RE the employER, not the employEE. It’s part of the job description, and it can be down right discouraging as a leader! Now, it’s what you do with this information that makes or breaks you. So, what’s a person to do? Well, don’t quit, or become a hard headed tyrant! I have heard a great rule of thumb: NEVER ever quit on a bad day! What I do that brings a little leadership perspective is to read biographies of great men and women. I look for the gems of perseverance and fortitude that these leaders have gained, while noting the awful circumstances they lived through. Someone to commiserate with.
- Michael Jordan was eliminated from his high school basketball team. What if he had quit then?
- Western Union actually said this: “The telephone has too many shortcomings to be seriously considered as a means of communication. The device is inherently of no value to us.” What if Alexander Graham Bell listened to them?
- When Fred Smith, founder of Federal Express Corporation, wrote about his idea of an overnight delivery service in a college paper, the professor told him his idea was hardly a “C” concept and that it had to be feasible to even be considered. Obviously this didn’t discourage Mr. Smith.
- Most people thought it could never be done, so most people didn’t even try. Then Roger Bannister did it. Break the 4 minute mile that is. Because the expectation changed, within 10 years over 336 other men had done the same. They just needed to know it was possible.
Many times, when working with a leader, I detect the need to first do an attitude adjustment before we can do anything else, and don’t we all need assistance in this area from time to time, if not all the time. If they’d been beaten down, and had a rough time, it’s only natural to be negative and pessimistic. Therefore, no work I would do with them would make a difference, until we first transform their thinking. With the right outlook, one can handle almost anything. Here’s one suggestion; read positive motivational books, articles, or stories that will build your can do attitude. One great book I always recommend is “Unstoppable” by Cynthia Kersey. It’s got great short stories of people who have overcome insurmountable obstacles to live their dream and mission in life. (check out the sidebar for “Unstoppable” offered by Amazon) What do you do that helps your attitude?
The Challenges of 4 Generations in the Workplace pt. II
An example of the implications of our generational differences is in the way the Traditional Generation views and treats authority. They learned the value of subjugating their will for the good of the whole, paying the price for the freedom and peace of future generations. During two world wars, and The Great Depression, loyalty to authority, whether it be the government, or a company, was a value, and something to unquestioningly give your life for, and they did! Questioning authority didn’t exist! You did what you were told, when you were told. Whereas, Generation “X”, the most disillusioned generation to date, and for good reason I might add, watched their parents experience downsizing, mergers and acquisitions, leaving them without a pension, retirement, or even a job in some cases. The company mantra during those days was, “If it’s good for our company, regardless the impact on the employees, do it!” And they did, while their children, Generation “X”, watched in horror as a new set of values and standards was embedded in their conscience. The day of the company/employee contract, where the company takes excellent care of the employee, and the employee gives their life to work for one company, was GONE! And with it, the days of the golden watch and parachute as well. Generation “X” learned that career development was now up to them. They would have to take care of themselves! Therefore, moving from job to job, to build their portfolio, is viewed as a necessity of survival, and who could blame them? Add to this tangled mix in a company the Boomers and the Millennial generation, with all of their varying values and perspective, and you have quite the puzzle. Yet, with all of this, I guarantee the employee puzzle can fit together well, if you will take the time to truly understand how to place, work with, and motivate each person according to their generational values, perspective, and individual needs. In fact, they can even function extremely well together, but it does take a skilled leader/manager who is willing to learn this information. and apply it to their companies circumstances.
Fascinating isn’t it? And this barely touches the surface. If you would like more information, or learn about the generational workshop in Tucson with the Women In Transportation Organization in November, or to book a workshop, go to the Sign-Up/Contact page today and let Sue know.
Get Out of Discouragement Now, “The 24hr. Rule” for Leaders/Owners/Marnagers
I use Don Shula’s 24 hr rule. Coach Shula, of the Miami Dolphins, understands how detrimental it is to revel in a win or wallow in a loss too long. He keeps his team focused on the “big picture” by training and coaching them to take just 24 hours to be excited, with ecstasy, over a win, or bemoan and grieve over a loss. Once the 24 hours is up, they get right back on the horse of vision and focus on the next game. Shula’s favorite saying: “Success is not forever, and failure isn’t fatal!” He instills in his team the belief that with hard work, it doesn’t matter if things aren’t going well, don’t give up, get down, be overwhelmed, loose control, but remember and believe that ultimately things will turn out well. He’s a man of faith, and understands that what you think on, what you believe, will happen! This correct thinking keeps them grounded, bringing them back to their plumb line of values and beliefs, to be positive.
Who hasn’t experienced discouragement, deep disappointment, outright failure, in their life. For a leader, it can come at you weekly, if not daily - and be deadly? If you’re an entrepreneur, or risen to the top of a company, it’s part of an undisclosed job description. Right along with conflict. That said, how you pull out will either make you, or break you. I spent years doing it the wrong way myself. Well, the 24 hr. rule works, I’m telling you! Of course ,I’m not talking about life threatening situations, or death, (although it still helps there) but training your mind and emotions to stop, do an about face, get on track, and put a demand on thinking on the future, and those things that are healthy. If you do, it will be transformational!! Sure, go ahead, take that 24 hrs. to scream your head off, cry, pour out your heart, or be overjoyed, but when that 24th hour hits, BE DONE - get back in control of your mind. Try it, I challenge you, you’ll be amazed. Now if you just can’t, I’d suggest you work on gaining the other skills of emotional intelligence, get coaching, or counseling! We’ve all needed a little extra help in life from time to time. The best to you.
Well, my 24 hours is up, and I’m doing, thinking and feeling just great!! Sue “The Accidental Leader“
“The Generational Puzzle” Challenges of Four Generations in the Workplace pt. I
Women in Transportation Seminar (Nov. 12th ‘09 at the Manning House in Tucson) Ever find yourself feeling like you’re working with a person from another culture? If they’re of a different generation, then you are. Each generational “cohort” (Traditionalists, Boomers, GenerationX’ers, and the Millennials), were shaped by the prevailing values, events, crises and attitudes during their formative years. Each “cohort” has its own symbols, dress, mannerisms, values, method of communicating, and definition of success. These differences can create tension and conflict in the work environment. It is imperative that leaders and managers understand these differences in order to work skillfully with people of various generations. With understanding and training, the drama will be diffused, the barriers removed, enabling the company to function as a well-oiled unified team.
During this interactive training on the generations, one will begin the learning journey by:
- Identifying the generational differences
- Gaining an appreciation for each generation’s idiosyncrasies
- Identifying one’s own focus, while at the same time learning what motivates and demotivates each generation.
- Improving the hiring, retention, and management of the various generations
- Having fun by enjoying all the cultural diversity in the workplace - lol
It’s a fun, informative day of exploring our differences, laughing at our challenges, and gaining a competency that could be the very best skill to add to your skill set for the next decade. If you’re a leader, new or seasoned, your ability to cast vision, motivate, hire the right person for the right position, fire, and build a productive, cohesive team, will be enhanced incredibly with this knowledge/skill, expediting your goals exponentially! For more information, please refer to the flier, and contact Sue today!
MONDAY MORSALS for Leaders
It takes true dedication to achieve transformation! 90% of people who attend seminars see NO IMPROVEMENT in their lives. The 
same goes for reading self-help books, listening to tapes/CD’s or even to a sermon for that matter. And why is that? Because you have to implement what you’ve learned. It must be linked to the listener’s life and experiences. Knowledge alone does virtually nothing. An example I heard once, was that in this day and age everyone knows it is bad for your health to smoke, but for an avid smoker, that fact doesn’t change their habit! Humm…think about it. On top of that, although we spend 55% of our time listening, the sad thing is that 70% of what is said gets screened out, or misunderstood. So, is it effective for one to spend the majority of time at a workshop listening, or would it be better spent engaging the hearer in activities that will ingrain a lesson, searing it into their mind for future reference? Humor, stories and skits aid in this process. But for a new skill, competency, or attitude to become route, you must provide some form of action plan with accountability. This can be done in the form of coaching, or even with an accountability partners. (For more information on coaching, see the tab on the main page of this web-site)
My father, Dr. Don Barnes, was a professor of secondary education at the University of Arizona. This meant that if you were going for your doctorate in education, he was one of two professors you would have had. His passion was to actually have his students “achieve learning” so that they would be better equipped to be a principals, administrators, or teachers. I learned from him the value of engaging people in the learning process, by encouraging them to discover, banter, negotiate, and observe for themselves, ultimately applying their learning experiences to their life. As a leader or manager, we tend to want to take the easy way, and just “tell” our employees what to, or not to do. And, in some instances this may be necessary. In meetings though, we can bore them to death, as we drone on, leaving them clueless in the end as to the purpose of the meeting in the first place. Next time you have an important point to make, or change to initiate to establish, be creative, facilitate the learning process. Asking questions and leading a discussion takes work, but believe me, they’ll own the answer and outcome considerably more! Now to do this, you can’t be the “answer” man/woman, but must allow them to think they came up with the solution on their own. And, they just may surprise you, and come up with a better one than you were thinking of. You won’t receive the credit, but the organization/company will benefit from their greater commitment, involvement, and contribution. Here’s to you dad, thanks! Sue
As a Leader, Become the Person Other’s Want to Follow!
“Be a People Person“, by Dr. John C. Maxwell, was by far one of the very most influential books I have ever read. I recommend it with five stars to all new or emerging leaders or managers! This book began in me the extensive quest I have needed to take in becoming a woman who sees the trees through the forest. Before reading this book I was full of vision, enthusiasm and drive, but seriously lacking in the keen ability to direct and delegate to people while keeping their needs, their skills, and their vision in mind. I had no idea they wouldn’t just “Do It!” and get a job done, or why I had to take the time to understand why they had joined me as a leader, or what they were wanting to get out of their involvement. At that time my husband and I ran a purely volunteer organization, so you can see the utter calamity and demise we were headed for. Unfortunately, this is the stance many leaders take when leading an organization. This book sets the stage for the very primary leadership skill/competency needed for great organizations, CARING! Yes, I know, I’ve just lost some of you. It’s hard, no, it’s down right earth shattering for some to realize that they and their vision are not at the center of most people’s interest. It is true that people don’t care how much you know until they know how much you care. This book, for me, was a hard hit on the head, and my wake up call that there is more to leading than giving vision, and delegating responsibilities. If you want the practical in’s and out’s of leading people, with step by step actions, this book is for you. Some of the chapters include: understanding the qualities you enjoy in others, and why others are drawn to you; becoming a leader others want to follow; how to be confident as a leader; how to motivate people; be a person people respect; exactly how to be an encourager - what to say and do; how to hand criticism; dealing with difficult people; and creating a winning team. If any of these are areas you need to work on, this book was meant for you! One caution though, if you have an aversion to Biblical references, this book is not for you, as it is full of them. For you, the Maxwell book, “Winning With People“, would be a better choice. Again, go to the side of this page and you’ll see a list of books from Amazon for your ease of purchasing. Hope this will be helpful. Happy reading!! Sue
