The Worst Sports Call of all Time Was Made by Jim Joyce as the World Watched the Reruns Over and Over Again
How would you like that to be your legacy? It was the perfect game, but the young pitcher was robbed of the rare and esteemed title of “perfect game”. Had the call been made the way it should have, Armando Galarraga would have been the 21st pitcher to have thrown a perfect game. What remains of this story is a tale of two men who handled sportsmanship honorably.
Let me ask you, have you ever made a really bad, I mean a really bad mistake? I have, and it not only cost me a considerably large job, but possibly a friendship. Like Jim Joyce, at first I began to justify my poor judgment, explaining why I had done what I had done. But when the impact of what my actions cost this person hit me, I was devastated. I saw the terrible position I put this person in, and like Jim Joyce, it was then that I took full responsibility, apologized, and then broke down in tears. Thank God, for me, it wasn’t in front of the whole world. OK, so maybe you don’t cry, but Joyce sure did. Executives and leaders make bad calls all the time. Unfortunately, in the beginning, it’s how they learn what not to do. Then those who are authentic executives learn from their leadership mistakes and failure. The problem occurs when we don’t, and I’ve seen way too much of that as well. Not owning up to or taking responsibility for your mistakes destroys companies, and careers. So, how do you know if that’s you? Ask those around you if you:
- Make excuses
- Blame Shift
- Turn it around and make others wrong
People who aren’t willing to own their own bad calls will continue to encounter the same issues and problems over and over again. But when you take responsibility, you have an opportunity to learn and grow, and hopefully never make the poor judgment call ever again.
Finally, I want to commend Galarraga, who showed the upmost poise and composure, when a history title was unjustly torn away from him. And Jim Joyce, I believe you showed the world, especially our children, true courage and maturity by taking ownership, apologizing, and showing genuine remorse, as seen in your personal apology to Galarraga: “ I’m sorry, I am so sorry, I make a mistake, I feel really bad for you. I don’t know what to say.” and for that I commend you! (quote taken from The New York Times http://bats.blogs.nytimes.com/2010/06/03/galarragas-thoughts-the-morning-after/)
What’s Under the Covers of Your Business pt. II
Find out what your staff, spouse, and closest friends are seeing about your business that is, and is not working. Trust me, they’ll know more about running a business than you can ever imagine. Now there are a couple of ways of going under the covers to discover what’s there. You can do one-on-one interviews. This is what I conduct in larger organizations, and works well when you have the funds to bring someone in. In mid. to small businesses, surveys work . Call it: “What This Business Needs” Analysis. Now, if they know you can detect whose writing is whose, here’s a suggestion: Give them a completion date to turn it in by. Then, provide a self addressed, stamped envelope to be mailed to a person who will type up the answers. If your company is large enough, have them turn the completed analysis in to your administrative assistant. Again remember:
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Don’t take it personally!
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Don’t make excuses to yourself or others as to why things are the way they are.
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No blame-shifting, take full responsibility for the results. You’re the leader.
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Don’t let it defeat you, it is what it is. After you’ve taken stock, it’s may be time to rebuild/re-launch a new standard of operating, according to what you’ve found.
Here are some questions you can use for your questionnaire:
1. What do you see isn’t working around here?
2. If you could change anything, what would it be?
3. Why aren’t we growing?
4. Why don’t we have more clients/customers, or sales?
5. What can we change, or do, to make your job easier for you to give your best?
6. On a scale of 1-10, 10 being the most and 1 the least:
a. How happy are you in your position?
b. I have received adequate training to be successful
c. I have been provided all the equipment and supplies to do my job well.
d.Toxic conversation is discouraged in my area
e. I have respect for my direct manager?
f. I understand the Mission, Vision, and Values of my company
g. We as employees strive to live by our Mission, Vision, and Values?
h. I feel my work is appreciated
i. I have incentives to continue to do a better job?
j. I am provided continuing education to enhance my work and skill-set
k.The culture of the office is healthy
Remember, this is just a start. If you’d like more information on when this product is launched, let me know. I’m sure I’ll be running some great specials to test it, as well as to promote it. Here’s to your business success not being by ACCIDENT!
What are the Necessary Elements You Need, as a Leader, to Attract, Motivate, and Keep the Most Talented Employees?
The Gallop organization discovered that the employees who rated the questions below more positively , had a company with much higher levels of productivity, greater profit, higher retention and more satisfied customer service.
To build a productive, collaborative, positive climate, the questions below will guide your actions toward retention. Find a way to keep your pulse on how your employees are “really” doing, will take some tact, and even some investigation. Those on their way out won’t as readily or honestly share how they’re doing. They won’t want to tip you off. Be creative, but not sneaky in your effort to learn the answers to these questions.
- Do I know what is expected of me at work?
- Do I have the materials and equipment I need to do my work right?
- At work, do I have the opportunity to do what I do best every day?
- In the last seven days, have I received recognition or praise for doing good work?
- Does my supervisor, or someone at work, seem to care about me as a person?
- Is there someone at work who encourages my development?
- At work, do my opinions seem to count?
- Does the mission/purpose of my company make me feel my job is important?
- Are my co-workers committed to doing quality work?
- Do I have a best friend at work?
- In the last six months, has someone at work talked to me about my progress?
- This last year, have I had opportunities at work to learn and grow.
At Starbucks, they are ingenious in the way they gather this kind of information. They conduct “skip level” interviews. This alone elicits a natural accountability, as they do it often enough that those who work at Starbucks, and both my children have been “shifts” at Starbucks, know their actions will be disclosed to the powers that be, hence some of why you have positive, friendly employees that are known as partners, and truly treated as such.
The Indomitable Spirit of the Leader
Where do you acquire your inspiration? Do you take your challenges and frustrations and amalgamate them into laser like focus, and a clear, unstoppable vision? For me, keeping my eye on role models with the kind of extreme challenge I live with regularly, is one way. I have a heroic esteem that after contemplating on their stories, cascades into a belief that says to me regularly, if they can do it, with their issues and problems, there is nothing that I will allow to stop me! So, when I’m coaching a business owner who’s struggling with the normal issues that every business owner I know does, I say often, “This is why you’re the business owner, not your employees.” It’s not a normal person that could handle an employee that embezzles money, with a customer wrongfully suing them, a computer that crashes and one of their big clients stolen by their competitor. Oh, and did I mention, this all happened within a month’s time? This may be extreme, but you have to be an extreme person yourself to weather instances of the above scenario on a regular basis. You see, the definition of business owner/leader is “One who has continuous challenges in the workplace that evoke a symphony of emotions”. How you deal with it all is what makes the difference, and you have to learn and acquire a defying like strength that will keep you going, in spite of all the leadership challenges and circumstances. Those that make it, stick it out, and are successful, learn to have an indomitable spirit, and an unstoppable attitude. Finding heroes to emulate is only one way to stay the course. What is it that you do that keeps you in the game?
Tip of the week: Read autobiographies of great men and women, or short stories such as in the book “Unstoppable” by Cynthia Kersey. And by all means read, or listen to “Failing Forward” by Dr. John C. Maxwell. Understanding that failure is not forever, and doesn’t translate into you’re a failure, is a huge lesson we all need to learn.
Which Social Medial Tool Should You as a Leader Use, if Any?
Is social media a viable networking/marketing outlet? To find out the answer to that question, as well as how not to waste your valuable time on social media that isn’t effective, check out this recent report by “The State of Social Media Marketing“ . They just put out a phenomenal report disclosing strategies and predictions for 2010. Is Facebook, or Twitter a better investment of your marketing time? You might be surprised. The writers of this report surveyed 5,140 marketing and business professionals who are using social media to gain their statistics. You will learn how often people are posting on the three most popular sites, Twitter , Facebook and LinkedIn , all of which I use regularly (click on these, their my sites.) As well, you’ll learn which is more popular, Twitter or Facebook. If you’re into synergizing and making wise use of your most precious commodity, time, then take a good look at this report. For me, one of the most important facts was the usage of corporate accounts. To be known in your field as an influential mover and shaker, you must participate. My question to you is, are you using “free” media, and if not, why not? It may be that you’ve not seen the value; however, knowledge can break through your preconceived ideas, if you let it, and bring a new found wisdom which can open up to you a whole new world.
If, through proper investigation, you learn you’re missing the boat, but you’re not sure where to begin, with so many options already available on the market, a report like this can give you some clear cut, statistical direction. Now, I hear from people all the time who dislike, almost hate, the idea of Facebook. I should know, I was one of them, but I am now a happy convert. Not only have I reconnected with a lot of truly wonderful people, I have made business connections that will last a lifetime. We won’t even talk about keeping an eye on what your children are doing, or the wonderful pictures of grandchildren you can regularly obtain. Just know that if you’re not exploring this issue, you may be missing out on one of the most revolutionary marketing endeavors to come along in your lifetime. So, check it out. Here’s some of the valuable information that I hope will persuade you, although if you’re reading this, it’s highly likely you’re already taking advantage of it. Happy social networking! Share this with someone who doesn’t read blogs, or uses social media. For more on the report, check out the social media examiner article: http://bit.ly/5jCnMV
A Great Way to Promote Your Business and Work is with a Blog
This is by far the very best thing I’ve done for my business, and my professional development, this year. I took the course, Become a Blogging Maniac , and found myself amazed that I was maneuvering through the world of technology, not my best subject! Because Bea Fields , the instructor/coach, was such an incredible trainer, I was able to stay with this webinar and learn what I needed for the future. When necessary, she dumbed down the information for those of us with digital green thumbs, even sending me personal web videos to show me exactly how to do a particular thing. From this course, I was able to then expand what I learned to launch my new web-site www.AccidentalLeader.com . Of course, I also have to give credit to Nina, who did a great job with the basic set-up. So, if you want to expand your digital horizon, kick start your social networking skills, or dive into something that will make you relevant in this day and age, take this course. It’s only $97 now, but will go up in January. It should really be $500 for what you get out of it. And, it will put you at the forefront of many industries. With these two brilliant, professional woman beside you, you’ll believe you can learn and do anything!
Sign Up Today for Become a Blogging Maniac
Please Note: We will be using the Wordpress Blogging Platform for this course. If you have another blogging platform, you can still benefit from the program, but you will not be able to use the special features we will be presenting during the course.
Benefits:
The Become a Blogging Maniac 12-week course is designed to not only teach you all the ins and outs of blogging but to provide you with a community of like-minded people to collaborate with. Once you join this content packed program, you will be able to:
1) Build credibility and share your expertise by hosting a beautifully appointed, media rich blog.
2) Connect with other bloggers through our community forum.
3) Post your upcoming events on our “Special Events” page for additional exposure.
4) Join our weekly calls so that you get each and every question answered about blogging, podcasting, video streaming and online social networks.
5) Gain access to scores of free resources to help you keep your business fresh and in the black.
6) Spend 1 hour in a private coaching call with me (Bea Fields) to help you iron out any issues you may be facing with your blog or attracting visitors.
7) Build a pipeline of readers who are perfectly designed to become your clients in the future.
Sign Up Today for Become a Blogging Maniac
What the Program Includes: The cost of the 12-week Become a Blogging Maniac Course is only $97.00 (a bargain indeed.) January 11, 2010 from 1-3 p.m. Eastern
Sign Up Today for Become a Blogging Maniac
An outline of our weekly calls: Week 1: Choosing a Theme for Your Blog
Week 1: Choosing a Theme for your Blog
Week 2: Using Keywords and Search Terms to Write Titles, Categories, Tags and Content Which Will Drive Your Target Market to Your Blog
Week 3: Continuation: How to write over 25 compelling, popular blog post titles and Introduction to Plug-Ins
Week 4: Turning Your Blog into a Podcast, Video Blog or Photo Album
Week 5: Turning Your Blog Into a Podcast
Week 6: Turning Your Blog Into a Video Blog
Week 7: How to Market Your Blog Using Feedburner
Week 8: Using My Blog Log and Blog Catalog to Market Your Blog
Week 9: How to Use Social Networks to Attract Readers to Your Blog
Week 10: How to Use Social Networks to Attract Readers to Your Blog (Part 2)
Week 11: How to Use Blogging to Reach the Media
Week 12: Blogging About Trends
Sign Up Today for Become a Blogging Maniac
Implication and Challenges of Women, Who Now Hold 51% of the Workforce!
Who would have thought, after all this time, that women would dominate the workforce, not because of the battle for equal rights, but because 82% of the firing during this recession hit men, especially men in the construction and manufacturing industries. It was estimated in February of 2009 that 40% of the main household breadwinners were women. The New York Times Business section ran an article, “As Layoffs Surge, Women May Pass Men in the Joy Force” stating that women venturing into the job market had actually declined and slowed, so this recent statistic had nothing to do with the priorities of women toward work, but more a reflection of what happens when certain job markets, predominantly held by men, become the unfortunate target of a recession. Well, like it or not, we arrived! Women now hold 51% of the job market
So how does this affect a woman? Considering women make, on the average, 20% less than men, and are now the main, if not only breadwinners in the family, the first implication is that many are having to live considerably below their comfort, falling back on a needs only budget. This, along with the domestic nesting inclination of most women, our need to keep our home clean, running smoothly, while at the same time overseeing the schedule and chauffeuring of our children, we could be a heart-attack waiting to happen. It is widely known that although women have taken on either a part, or full time job, that they still do the majority, if not all the household chores. Now, add to this the boomer age women who have added another stressful piece to the pie, the care and responsibility of their aging/ailing parents, and it’s just not possible to avoid a melt-down, emotionally and physically. I happen to be among the few fortunate women who have a husband who is fully engaged in the household responsibilities, as well as joined me in the care and burden of my parents. Although, I believe this to be a rare scenario! And, we haven’t even discussed the dynamics and stress of the needs and requirements of the executive position! When coaching women executives, one of the first hurtles we attack is that of clarifying personal missions, priorities, delegating responsibilities, and getting clear on giving up what I call the “Parent Syndrome”. This is that innate gift women are endowed with, whether we’ve had children or not, where we feel responsible for everyone, and everything. Because of the very nature of our gender, we have to be brutally honest with our time limitations, get a realistic expectation of ourselves, and then make the adjustments necessary for our own health, vitality, and future. So, does this kind of change initiative work? Absolutely! Shifting our thinking, becoming creative strategic planners of our lives, discovering never before thought of resources that are all around us, becomes the kind of challenge I love to assist women with! We only have one life, so living it fulling is worth the time and investment! Besides, we’re worth the effort, and will be a better companions, mothers, friends, work associates and leaders.
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
MONDAY MORSALS for Leaders
Leaders are hired for their IQ and experience. They are FIRED for their EI The new standard we must judge ourselves and others by is no longer how 
smart one is, or even how much training and experience one may have. Peak performers have “Emotional Intelligence”, such as initiative, empathy, adaptability, the ability to bounce-back, and persuasiveness, to name a few. The website, Consortium for Research on Emotional Intelligence in Organizations says, “Recent studies indicate that emotional intelligence influences behavior in a wide range of domains including school, community, and the workplace. At the individual level, it has been said to relate to academic achievement, work performance, our ability to communicate effectively, solve everyday problems, build meaningful interpersonal relationships, and even our ability to make moral decisions.“ says Emmerling R.J., Shanwal, V. K., & Mandal, M. K. (Eds.) Daniel Goleman , the founder and prolific writer of EI, says that it is a new way of being smart. That you must master these capabilities for your career and personal life to truly be successful. By in large, it is about how you handle yourself, work, leadership, and just plain how you get along with people. Being that this is more than likely the quality that makes one excel, not to mention be employable, it is time to take stock, and make large deposits of EI into ones bankrupt emotions and behavior, no longer relying solely on ones intelligence, good grades, or experience. This is a fabulous topic, and I by no means have done it justice here, but have provided a snap-shop of a program I’ll be offering to come.
On the personal note, here’s a little bit of my story, that goes along with this passion of EI. When my children were small my husband had enough EI himself to ask me, “When the children are older, what do you want to do?” I knew the answer immediately, because I had already been conducting DISC seminars and workshops. “I want to go into companies and corporations, and help people get along using DISC. That way they can spend the majority of their time getting their work done, rather than being bogged down with conflict, fractions, and dysfunction. That was almost 30 years ago, and I continue to have this passion. I am now certified in many competencies, utilizing more than DISC these days, adding Executive Coaching, strategic planning, team building, leadership development and speaking to my venue. In very simplistic terminology, I help people have success in their relationships with people, so that life can go well with them. For a while, I even used the tag line, “I get everyone in a company into the sandbox at the same time, and then MAKE them play together well.” People usually laugh. But what it really comes down to is that I myself am still a work in progress, and that really, I need to do this training predominately for ME.
MONDAY MORSALS for Leaders
Management is doing things right; leadership is doing the right things. Peter F. Drucker
September, when the kids all go back to school, is when I like to take stock of my life, and have my clients do the same. We create our schedule of activities for each month around those things that are “important” in the long range, leaving behind the urgent that’s always screaming our name. We then fill in our schedule with the rest. Doing the right things means you’re taking care of yourself as a leader first and foremost spiritually, mentally and physically, so that you can “BE” your best when making quick decisions, and directing the show. Scheduling out a time for each one of these things, and then religiously following the routine is where success is found, in our daily routine. I even have everyone strategically schedule dates with their spouse and twice a month with each child, leaving once a month for a retreat with oneself. Then I ask clients to actually take one complete day off a week. That means not even to think about work, or work related things. This is, by far the most difficult of the strategies to follow, but one of the most important all the same. If you would like to avoid leadership stress, high blood pressure, conflict, meltdown, burnout, well, you get the point, then I would suggest try this yourself. There is a lot more to it, but you get the essence of the plan. So let me ask you, how’s your work-life balance?
