tag:blogger.com,1999:blog-22416963795363977772012-01-23T11:41:45.445-08:00By David Russell, CEO of Success With People and MANAGEtoWINDavid Russellhttp://www.blogger.com/profile/00581525796533280026noreply@blogger.comBlogger214125HJFUURZHS9FG/blogspot/wgbilhttp://feedburner.google.comtag:blogger.com,1999:blog-2241696379536397777.post-27148301823902833102012-01-17T11:36:00.000-08:002012-01-23T11:41:45.461-08:002012-01-23T11:41:45.461-08:00<span style="font-family: Arial,Helvetica,sans-serif;">Darren Whitehead's <a href="http://media.willowcreek.org/" target="_blank">January 8th</a> talk on family is super and one of his points really applies in business too.<br /> <br /> His early illustration is about Christmas cards. Christmas cards are great, but he complains they do not always communicate the truth.&nbsp; For instance, some services offer a "head swap" where you can swap the head(s) of kids who are not smiling with another "head" that is smiling into your best photo so it appears everyone is part of one big, happy family.<br /> <br /> He suggests the Christmas cards of the "perfect" family sharing their accomplishments for the year are kind of fake.&nbsp; Their stories leave out the struggles and reality.&nbsp; The cards are depressing because... <br /> &nbsp;</span><br /> <blockquote class="tr_bq"><span style="font-family: Arial,Helvetica,sans-serif;"><i>"You compare what you do know about your family with what you don't know about someone else's family. You're just sort of looking at the facade..."</i></span></blockquote><span style="font-family: Arial,Helvetica,sans-serif;"><br /> We tend to give too much credit to some of our competitors, and great companies like Disney, Apple, and the Cheesecake Factory.&nbsp; <b>QUESTION:</b>&nbsp; Are we making the same mistake when considering our employees and client experience (company culture)?<br /> &nbsp;</span><br /> <blockquote class="tr_bq"><span style="font-family: Arial,Helvetica,sans-serif;">Is it only our people who are not entering time in ConnectWise, Autotask, or other program daily so we can bill clients?</span><br /> <span style="font-family: Arial,Helvetica,sans-serif;">&nbsp;</span><br /> <span style="font-family: Arial,Helvetica,sans-serif;">Is it only our tech who yells at a client?</span><br /> <span style="font-family: Arial,Helvetica,sans-serif;">&nbsp;</span><br /> <span style="font-family: Arial,Helvetica,sans-serif;">Is it only our employees who do not have annual goals or any documented accountability to achieving significant results - just management-by-nagging?&nbsp; ("Management-by-nagging" is intermittent whining, complaining and/or threatening employees rather than systematically managing them.)</span></blockquote><span style="font-family: Arial,Helvetica,sans-serif;"><br /> <b>THE GOOD NEWS:</b>&nbsp; Your competitors have the same company culture problems that you do, no matter how good they appear.&nbsp; They are doing "head swaps" to look their best.&nbsp; They are vulnerable.&nbsp; You can beat them.<br /> <br /> <b>THE BAD NEWS:</b>&nbsp; You are not as perfect or as good as you appear to be at times.&nbsp; You are vulnerable.&nbsp; You can be beaten.<br /> <br /> <b>THE OPPORTUNITY:&nbsp;</b> Systematically improve your strengths so in those areas you are unbeatable.&nbsp; Work on your weaknesses to eliminate them or at least make them competitive.<br /> <br /> See <b>Meetings Ideas</b> for one approach.&nbsp; Why fake it?&nbsp; Do you really need "head swaps" to compete?&nbsp; Overcome your company culture challenges by being an intentional, systematic, servant leader.<b><br /> <br /> Don't miss our upcoming webinars.<br /> &nbsp;</b><b style="color: #990000;"></b></span><br /> <span style="font-family: Arial,Helvetica,sans-serif;"> <br /> <b>Be an Intentional, Systematic, Servant Leader.</b></span><br /> <div><span style="font-family: Arial,Helvetica,sans-serif;"><br /> </span><br /> <div face="Tahoma, Arial, Helvetica, sans-serif" size="11pt" style="margin-bottom: 0px; margin-top: 0px;"><span style="color: black;"><a href="http://www.successwithpeople.com/who-is-david-russell/" linktype="link" shape="rect" style="color: black; text-decoration: underline;" track="on"><span style="font-family: Arial,Helvetica,sans-serif;">David Russell</span></a><span style="font-family: Arial,Helvetica,sans-serif;">, CEO</span></span></div><span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.successwithpeople.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">Success With People, Inc.</a></span><br /> <span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.managetowin.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">MANAGEtoWIN, Inc.</a></span><br /> <br /> <table border="0" cellpadding="5" cellspacing="0" class="mceItemTable" id="textEdit" tabindex="0"><tbody> <tr> <td _mce_style="background-image: url(https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg); text-align: left; background-color: #900000; letter-spacing: 2px; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; color: #ffffff; font-size: 18pt;" align="left" style="background-color: #900000; background-image: url(&quot;https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg&quot;); color: white; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; font-size: 18pt; letter-spacing: 2px; text-align: left;" styleclass=" style_ArticleTitle style_ArticleTitleBG"><span _mce_style="font-size: 14pt;" style="font-size: 14pt;"><span _mce_style="font-family: Tahoma, Arial, Helvetica, sans-serif;" style="font-family: Tahoma,Arial,Helvetica,sans-serif;"> MEETING IDEAS</span></span></td></tr> <tr> <td _mce_style="text-align: left; color: #000000; font-size: 10pt;" align="left" style="color: black; font-size: 10pt; text-align: left;"><div _mce_style="margin-top: 0px; margin-bottom: 0px;" style="margin-bottom: 0px; margin-top: 0px;"><span _mce_style="font-family: 'Arial', 'sans-serif'; font-size: 11pt;" style="font-family: &quot;Arial&quot;,&quot;sans-serif&quot;; font-size: 11pt;">&nbsp; </span></div><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">As a leader, be careful to compare <b>what you know</b> about your employees' performance with <b>what you do <u>not</u> know</b>.<br /> <br /> Also, be careful NOT to compare what you know from personal experience as a shopper of your company's products or services with what you really do NOT know about how your clients are being treated by your people. <br /> <br /> Here are some ideas on how to discuss this with your team:<br /> <br /> 1.&nbsp; What three areas of our client experience are our <b>greatest strength</b>, and why?&nbsp; How can we confirm this without bias?&nbsp; (In other words, if you feel your tech support is great, how can you listen in on a call without your people knowing you are there so you truly experience the quality of your services?) <br /> <br /> 2.&nbsp; What three areas of client experience are our <b>biggest weaknesses</b>?&nbsp; What is one thing (or a maximum of three) that we can do to instantly improve in this area? <br /> <br /> 3.&nbsp; How can the changes we make to improve our strengths and weaknesses be measured and people held accountable moving forward?<br /> <br /> 4.&nbsp; What are the three ways we make you, <b>our employees, feel most valued</b>?&nbsp; How can we do those even better?<br /> <br /> 5.&nbsp; What are the three things that make you believe the work you do for our company is <b>meaningful to you personally</b>?&nbsp; What would make your work even more meaningful?<br /> </span></span><br /> <span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><br /> If you need help, <a href="mailto:david@successwithpeople.com">contact me</a>.</span></span></td></tr> </tbody> </table></div><div class="blogger-post-footer"><img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/2241696379536397777-2714830182390283310?l=worksmartlivewell.blogspot.com' alt='' /></div><img src="http://feeds.feedburner.com/~r/HJFUURZHS9FG/blogspot/wgbil/~4/vyVTO4hXCzQ" height="1" width="1"/>David Russellhttp://www.blogger.com/profile/00581525796533280026noreply@blogger.com0http://worksmartlivewell.blogspot.com/2012/01/fake.htmltag:blogger.com,1999:blog-2241696379536397777.post-23312985619977661402012-01-03T11:38:00.000-08:002012-01-06T11:42:59.319-08:002012-01-06T11:42:59.319-08:00<span style="font-family: Arial,Helvetica,sans-serif;">Early in the movie, <a href="http://movies.netflix.com/WiMovie/Harry_Potter_and_the_Deathly_Hallows_Part_II/70120085?trkid=2361637" target="_blank">Harry Potter and the Deathly Hallows: Part 2</a> (Part 1 was boring;&nbsp; Part 2 was great), Harry is questioning Mr. Ollivander.&nbsp; The wand maker responds, <i>"It's complicated."</i><br /> <br /> Months ago I asked my spiritual mentor, Father Thomas, a question and he had responded, <i>"It's complicated."</i><br /> <br /> As we start the new year, I suggest you more fully comprehend that much of what you do as a leader has complications.&nbsp; Therefore there may be value in responding at times, "It's complicated."&nbsp; It is certainly an understatement when you consider your responsibilities as a leader.<br /> <br /> Here is why an <i>"It's complicated"</i> response may have value:<br /> <br /> 1.&nbsp; It buys you <b>time to think</b>.&nbsp; Maybe minutes.&nbsp; It might be days.&nbsp; Time also gives a situation the opportunity to develop further, emotions to subside, and new insights to reveal themselves.<br /> <br /> 2.&nbsp; A delay in providing an answer can encourage the other person or people to think, and <b>suggest their own solution</b> or perspective.<br /> <br /> 3.&nbsp; Starting with, <i>"It's complicated,"</i> gives you the <b>opportunity to teach</b> multiple sides of an issue.&nbsp; For instance, from the client's perspective, your company's objectives, and the desired result of the person asking the question.<br /> <br /> Too often leaders allow themselves to forced act like a computer even though we have more control over our environment than a tool.&nbsp; You enter a question in a computer and it instantly gives an answer.&nbsp; Yes, often a quick answer is needed...&nbsp; but is it ALWAYS needed <u>immediately</u>?<br /> <br /> Have you ever considered how often the answer from the search on your computer is wrong?<br /> <br /> That is because getting to the best answer is often complicated.<br /> <br /> So maybe this week you should try answering a few questions with, <i>"It's complicated.&nbsp; What do you think?"</i>&nbsp; Then provide some perspective and encourage additional thought before deciding upon an action to take.<b><br /> <br /> Don't miss our upcoming webinars.<br /> &nbsp;</b><b style="color: #990000;"></b></span><br /> <span style="font-family: Arial,Helvetica,sans-serif;"> <br /> <b>Be an Intentional, Systematic, Servant Leader.</b></span><br /> <div><span style="font-family: Arial,Helvetica,sans-serif;"><br /> </span><br /> <div face="Tahoma, Arial, Helvetica, sans-serif" size="11pt" style="margin-bottom: 0px; margin-top: 0px;"><span style="color: black;"><a href="http://www.successwithpeople.com/who-is-david-russell/" linktype="link" shape="rect" style="color: black; text-decoration: underline;" track="on"><span style="font-family: Arial,Helvetica,sans-serif;">David Russell</span></a><span style="font-family: Arial,Helvetica,sans-serif;">, CEO</span></span></div><span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.successwithpeople.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">Success With People, Inc.</a></span><br /> <span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.managetowin.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">MANAGEtoWIN, Inc.</a></span><br /> <br /> <table border="0" cellpadding="5" cellspacing="0" class="mceItemTable" id="textEdit" tabindex="0"><tbody> <tr> <td _mce_style="background-image: url(https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg); text-align: left; background-color: #900000; letter-spacing: 2px; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; color: #ffffff; font-size: 18pt;" align="left" style="background-color: #900000; background-image: url(&quot;https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg&quot;); color: white; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; font-size: 18pt; letter-spacing: 2px; text-align: left;" styleclass=" style_ArticleTitle style_ArticleTitleBG"><span _mce_style="font-size: 14pt;" style="font-size: 14pt;"><span _mce_style="font-family: Tahoma, Arial, Helvetica, sans-serif;" style="font-family: Tahoma,Arial,Helvetica,sans-serif;"> MEETING IDEAS</span></span></td></tr> <tr> <td _mce_style="text-align: left; color: #000000; font-size: 10pt;" align="left" style="color: black; font-size: 10pt; text-align: left;"><div _mce_style="margin-top: 0px; margin-bottom: 0px;" style="margin-bottom: 0px; margin-top: 0px;"><span _mce_style="font-family: 'Arial', 'sans-serif'; font-size: 11pt;" style="font-family: &quot;Arial&quot;,&quot;sans-serif&quot;; font-size: 11pt;">&nbsp; </span></div><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">Part of being an effective leader, whether you are the top dog or just a puppy getting started in business, is how you respond to people's demands on your time and authority.<br /> <br /> The <i>"It's complicated"</i> approach can be effective at many levels of your organization if it is used sparingly, sincerely, and the answer requested is provided within the timeframe promised.<br /> <br /> Here are some ideas on how to discuss this with your team:<br /> <br /> 1.&nbsp; What questions or demands could a <b>client</b> make where an <i>"It's complicated"</i> response could provide a more positive experience?&nbsp; What would that process look like?&nbsp; Should you try it for a day, week or month?<br /> <br /> <br /> 2.&nbsp; Think of a situation during the past week when someone has asked you a difficult question.&nbsp; Could an initial response of, <i>"It's complicated,"</i> have helped to better <b>frame the conversation</b> and possibly bring about a more positive resolution?<br /> <br /> 3.&nbsp; Discuss recent situations that have <b>seemed simple</b>, yet are actually quite complex.&nbsp; Although you may have had a "simple" or quick solution, there is a lot more going on.&nbsp; Did your fast approach eliminate an opportunity to provide a better client experience, close additional sales, or identify a way to gain a competitive edge?<br /> </span></span><br /> <span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><br /> If you need help, <a href="mailto:david@successwithpeople.com">contact me</a>.</span></span></td></tr> </tbody> </table></div><div class="blogger-post-footer"><img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/2241696379536397777-2331298561997766140?l=worksmartlivewell.blogspot.com' alt='' /></div><img src="http://feeds.feedburner.com/~r/HJFUURZHS9FG/blogspot/wgbil/~4/QnTi0Vh0Nd8" height="1" width="1"/>David Russellhttp://www.blogger.com/profile/00581525796533280026noreply@blogger.com0http://worksmartlivewell.blogspot.com/2012/01/early-in-movie-harry-potter-and-deathly.htmltag:blogger.com,1999:blog-2241696379536397777.post-90888871289496244332011-12-27T11:28:00.001-08:002011-12-27T11:33:09.453-08:002011-12-27T11:33:09.453-08:00<span style="font-family: Arial,Helvetica,sans-serif;">This will be brief (holiday week).<br /> <br /> I did a company culture SWOT with a great client last week in Reno,<a href="http://www.iqisit.com/" target="_blank"> IQ Systems</a>.&nbsp; They are an impressive organization for many reasons, but I found it interesting that their management team last year made a <b>group commitment</b> to lose weight.&nbsp; We did not dwell on how they did it, but it was clear the group accountability helped several of them to each&nbsp; lose more than 50 pounds.<br /> <br /> Are you tired?&nbsp; Stressed out?&nbsp; Do you want to live longer?&nbsp; Maybe losing weight should be a top priority for you (and your team?) in 2012.<br /> <br /> <a href="http://www.ziglar.com/" target="_blank">Zig Ziglar</a>, the great salesman and motivational speaker, talked about his weight problem decades ago.&nbsp; He made a commitment to <b>lose one quarter of a pound a day.</b>&nbsp; He also dedicated himself to running or walking one more block for exercise each day.&nbsp; (I don't know how long his route got before he stopped expanding it.)&nbsp; He lost over 60 pounds and is still going strong.<br /> <br /> Arlin Sorenson of <a href="http://www.htgmembers.com/" target="_blank">HTG</a> has lost 50 pounds over the past year and encourages others to do the same.&nbsp; Wendy Gauntt of <a href="http://www.cioservicesllc.com/" target="_blank">CIO Services</a> lost 70 pounds in 2011.<br /> <br /> I encourage you to make your health a #1 priority in 2012.&nbsp; <b>You are too special</b> to let this situation slow or stop your ability to live life to its fullest.<b><br /> <br /> Don't miss our upcoming webinars.<br /> &nbsp;</b><b style="color: #990000;"></b></span><br /> <span style="font-family: Arial,Helvetica,sans-serif;"> <br /> <b>Be an Intentional, Systematic, Servant Leader.</b></span><br /> <div><span style="font-family: Arial,Helvetica,sans-serif;"><br /> </span><br /> <div face="Tahoma, Arial, Helvetica, sans-serif" size="11pt" style="margin-bottom: 0px; margin-top: 0px;"><span style="color: black;"><a href="http://www.successwithpeople.com/who-is-david-russell/" linktype="link" shape="rect" style="color: black; text-decoration: underline;" track="on"><span style="font-family: Arial,Helvetica,sans-serif;">David Russell</span></a><span style="font-family: Arial,Helvetica,sans-serif;">, CEO</span></span></div><span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.successwithpeople.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">Success With People, Inc.</a></span><br /> <span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.managetowin.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">MANAGEtoWIN, Inc.</a></span><br /> <br /> <table border="0" cellpadding="5" cellspacing="0" class="mceItemTable" id="textEdit" tabindex="0"><tbody> <tr> <td _mce_style="background-image: url(https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg); text-align: left; background-color: #900000; letter-spacing: 2px; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; color: #ffffff; font-size: 18pt;" align="left" style="background-color: #900000; background-image: url(&quot;https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg&quot;); color: white; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; font-size: 18pt; letter-spacing: 2px; text-align: left;" styleclass=" style_ArticleTitle style_ArticleTitleBG"><span _mce_style="font-size: 14pt;" style="font-size: 14pt;"><span _mce_style="font-family: Tahoma, Arial, Helvetica, sans-serif;" style="font-family: Tahoma,Arial,Helvetica,sans-serif;"> MEETING IDEAS</span></span></td></tr> <tr> <td _mce_style="text-align: left; color: #000000; font-size: 10pt;" align="left" style="color: black; font-size: 10pt; text-align: left;"><div _mce_style="margin-top: 0px; margin-bottom: 0px;" style="margin-bottom: 0px; margin-top: 0px;"><span _mce_style="font-family: 'Arial', 'sans-serif'; font-size: 11pt;" style="font-family: &quot;Arial&quot;,&quot;sans-serif&quot;; font-size: 11pt;">&nbsp; </span></div><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">Whether it is weight loss, exercise, stopping smoking, alcoholism, or another health issue, put it on the table with your people as you finalize your key goals for 2012.<br /> <br /> An open conversation followed by commitment, accountability, and encouragement is how life transformation occurs when people are faced with this type of situation.&nbsp; Here are a few brief ideas.<br /> <br /> 1.&nbsp; Identify a<b> potential issue</b> you want to work on, but have an open discussion with your team.&nbsp; Your people may want to focus on a different health-related challenge.&nbsp; However, if you feel something is negatively affecting your people, then drive an optional program for them to embrace positive change in that area. <br /> <br /> 2.&nbsp; Find <b>people</b> who have successfully overcome the issue and consider having them speak to your team over a series of meetings.<br /> <br /> 3.&nbsp; Have a discussion with your <b>employees</b>.&nbsp; If they were to choose one area of their health that they would like to focus on improving in 2012, what would it be?<br /> <br /> Have a great New Year's!<br /> </span></span><br /> <span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><br /> If you need help, <a href="mailto:david@successwithpeople.com">contact me</a>.</span></span></td></tr> </tbody> </table></div><div class="blogger-post-footer"><img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/2241696379536397777-9088887128949624433?l=worksmartlivewell.blogspot.com' alt='' /></div><img src="http://feeds.feedburner.com/~r/HJFUURZHS9FG/blogspot/wgbil/~4/U_OGZN3TQ18" height="1" width="1"/>David Russellhttp://www.blogger.com/profile/00581525796533280026noreply@blogger.com0http://worksmartlivewell.blogspot.com/2011/12/big-deal.htmltag:blogger.com,1999:blog-2241696379536397777.post-59796120792313519712011-12-20T11:24:00.000-08:002011-12-27T11:28:15.914-08:002011-12-27T11:28:15.914-08:00<span style="font-family: Arial,Helvetica,sans-serif;">I encourage you to watch the Christmas movie classic, <a href="http://movies.netflix.com/WiMovie/It_s_a_Wonderful_Life/644637?trkid=2361637" target="_blank">It's a Wonderful Life</a>, this week with your family and/or friends.<br /> <br /> The storyline can be considered from many perspectives, including as a newer version of Dickens' story, <a href="http://movies.netflix.com/WiMovie/A_Christmas_Carol/60032546?trkid=2361637" target="_blank">A Christmas Carol</a>. <br /> <br /> My point is this:&nbsp; When George Bailey is ultimately challenged to prove his worth or wealth as an individual it comes down to <b>relationships</b>, <i>not money</i>. <br /> <br /> Our success as a leader is dependent on relationships more than anything else.&nbsp; This starts with our faith, a relationship with God, however we define that to be, or our belief we all evolved from nothing.&nbsp; Then our spouse and/or family.&nbsp; Then friends, and I suggest fourth is work relationships.<br /> <br /> As you approach 2012, what are you going to do differently <b>to build stronger relationships</b>?&nbsp; In the end, that is all we have.&nbsp; I suggest we focus on doing one thing more consistently, lovingly, creatively... BETTER than we did in 2011 with our key relationships. <br /> <br /> If you are interested in the questions I am asking myself to commit to improving my relationships in 2012, see the Meeting Ideas below.<br /> <br /> <b style="color: #990000;">Merry Christmas, Happy Hanukkah, and Happy Holidays!</b></span><br /> <span style="font-family: Arial,Helvetica,sans-serif;"> <br /> <b>Be an Intentional, Systematic, Servant Leader.</b></span><br /> <div><span style="font-family: Arial,Helvetica,sans-serif;"><br /> </span><br /> <div face="Tahoma, Arial, Helvetica, sans-serif" size="11pt" style="margin-bottom: 0px; margin-top: 0px;"><span style="color: black;"><a href="http://www.successwithpeople.com/who-is-david-russell/" linktype="link" shape="rect" style="color: black; text-decoration: underline;" track="on"><span style="font-family: Arial,Helvetica,sans-serif;">David Russell</span></a><span style="font-family: Arial,Helvetica,sans-serif;">, CEO</span></span></div><span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.successwithpeople.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">Success With People, Inc.</a></span><br /> <span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.managetowin.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">MANAGEtoWIN, Inc.</a></span><br /> <br /> <table border="0" cellpadding="5" cellspacing="0" class="mceItemTable" id="textEdit" tabindex="0"><tbody> <tr> <td _mce_style="background-image: url(https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg); text-align: left; background-color: #900000; letter-spacing: 2px; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; color: #ffffff; font-size: 18pt;" align="left" style="background-color: #900000; background-image: url(&quot;https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg&quot;); color: white; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; font-size: 18pt; letter-spacing: 2px; text-align: left;" styleclass=" style_ArticleTitle style_ArticleTitleBG"><span _mce_style="font-size: 14pt;" style="font-size: 14pt;"><span _mce_style="font-family: Tahoma, Arial, Helvetica, sans-serif;" style="font-family: Tahoma,Arial,Helvetica,sans-serif;"> MEETING IDEAS</span></span></td></tr> <tr> <td _mce_style="text-align: left; color: #000000; font-size: 10pt;" align="left" style="color: black; font-size: 10pt; text-align: left;"><div _mce_style="margin-top: 0px; margin-bottom: 0px;" style="margin-bottom: 0px; margin-top: 0px;"><span _mce_style="font-family: 'Arial', 'sans-serif'; font-size: 11pt;" style="font-family: &quot;Arial&quot;,&quot;sans-serif&quot;; font-size: 11pt;">&nbsp; </span></div><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">I hope you enjoy the movie, even if you have seen it dozens of times like me.&nbsp; Too often relationships take a back seat to temporary stuff of lesser value.<br /> &nbsp; <br /> Here are some thoughts to explore the idea of making relationships a key priority in 2012:<br /> <br /> 1. One of the greatest blessings we have in America is the freedom to pursue a faith in <b>God</b> as we individually define God (or not). This belief is the foundation for how we discern truth, ethics, and meaning in life. What is one thing to do differently in this area to make 2012 a year that is more meaningful to you?<br /> <br /> 2. What is the one behavior you can change that will make your relationship with your <b>spouse or special other</b> even better?<br /> <br /> 3. What can you do to create great memories with <b>your children</b> or other <b>family</b> members?<br /> <br /> 4. What is one action you can take to improve relationships with your <b>direct reports</b> at work?&nbsp; What about with other <b>coworkers</b>?<br /> <br /> 5. What is one activity you can do to improve <b>client relationships?</b><br /> <br /> You can add more questions, but keep in mind it is better to do a great job in a limited number of regular activities than an average or poor job on a longer list.<br /> &nbsp;&nbsp;&nbsp; <br /> </span></span><br /> <span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><br /> If you need help, <a href="mailto:david@successwithpeople.com">contact me</a>.</span></span></td></tr> </tbody> </table></div><div class="blogger-post-footer"><img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/2241696379536397777-5979612079231351971?l=worksmartlivewell.blogspot.com' alt='' /></div><img src="http://feeds.feedburner.com/~r/HJFUURZHS9FG/blogspot/wgbil/~4/hAXrTaSJM54" height="1" width="1"/>David Russellhttp://www.blogger.com/profile/00581525796533280026noreply@blogger.com0http://worksmartlivewell.blogspot.com/2011/12/wonderful-life.htmltag:blogger.com,1999:blog-2241696379536397777.post-67261945344108989602011-12-14T11:17:00.000-08:002011-12-27T11:23:50.697-08:002011-12-27T11:23:50.697-08:00<span style="font-family: Arial,Helvetica,sans-serif;">He was self-educated.&nbsp; He failed in business.&nbsp; As a matter of fact, he was still paying off debts when he died.&nbsp; He lost elections to the U.S. Senate.&nbsp; He had a relatively quiet demeanor.&nbsp; His wife was a nut case.<br /> <br /> <b>Would you hire this guy?</b><br /> <br /> This man was Abraham Lincoln, who served as the 16th President of the United States of America and is widely respected as one of the three greatest leaders we have ever had. <br /> <br /> Why do I bring this up now, during Christmas?<br /> <br /> Because President Lincoln could have believed others who said he was unqualified to be a great leader, but he did not.&nbsp; I believe Lincoln took the time to clarify his vision, reinvigorate his healthy passion for his country, and maintain his perseverance on what would drive the greatest results.<br /> <br /> Did President Lincoln know from experience how to <b>stop slavery</b>?&nbsp; No.<br /> <br /> Did President Lincoln know from experience how to <b>reunite a nation</b> that split and was amidst a civil war?&nbsp; No.<br /> <br /> Did President Lincoln know from experience how to <b>persevere</b> under extremely stressful conditions?&nbsp; Yes.&nbsp; Because the foundation of his vision for America was his faith in the Christ child of this season.&nbsp; Based on his faith, he had a sacrificial love for his country and a vision to leverage the talents of others to reunite America against all odds.<br /> <br /> 1.&nbsp; As you prepare for 2012, <b>remind yourself of your passion to serve</b> your clients, employees, and/or business in general. <br /> <br /> 2.&nbsp; Decide <b>what you love to do the most</b> that can help your company achieve your vision to serve others.&nbsp; Set clear, measurable Goals That Work, and plan now to prioritize time in 2012 to leverage your strengths.<br /> <br /> 3.&nbsp; PAUSE and THINK:&nbsp; You may not be qualified to achieve your 2012 vision, but <b>you will succeed</b> because of your preparation, passion, and persistence. <br /> <br /> <b>THE OTHER QUESTION:</b>&nbsp; Which of your employees is not qualified based on their past, but with mentoring you could tap their full potential?&nbsp; <br /> <br /> Maybe these people should be part of your leadership team's 2012 plan too.<br /> <b>Don't miss our upcoming webinars.</b></span><br /> <span style="font-family: Arial,Helvetica,sans-serif;"> <br /> <b>Be an Intentional, Systematic, Servant Leader.</b></span><br /> <div><span style="font-family: Arial,Helvetica,sans-serif;"><br /> </span><br /> <div face="Tahoma, Arial, Helvetica, sans-serif" size="11pt" style="margin-bottom: 0px; margin-top: 0px;"><span style="color: black;"><a href="http://www.successwithpeople.com/who-is-david-russell/" linktype="link" shape="rect" style="color: black; text-decoration: underline;" track="on"><span style="font-family: Arial,Helvetica,sans-serif;">David Russell</span></a><span style="font-family: Arial,Helvetica,sans-serif;">, CEO</span></span></div><span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.successwithpeople.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">Success With People, Inc.</a></span><br /> <span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.managetowin.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">MANAGEtoWIN, Inc.</a></span><br /> <br /> <table border="0" cellpadding="5" cellspacing="0" class="mceItemTable" id="textEdit" tabindex="0"><tbody> <tr> <td _mce_style="background-image: url(https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg); text-align: left; background-color: #900000; letter-spacing: 2px; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; color: #ffffff; font-size: 18pt;" align="left" style="background-color: #900000; background-image: url(&quot;https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg&quot;); color: white; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; font-size: 18pt; letter-spacing: 2px; text-align: left;" styleclass=" style_ArticleTitle style_ArticleTitleBG"><span _mce_style="font-size: 14pt;" style="font-size: 14pt;"><span _mce_style="font-family: Tahoma, Arial, Helvetica, sans-serif;" style="font-family: Tahoma,Arial,Helvetica,sans-serif;"> MEETING IDEAS</span></span></td></tr> <tr> <td _mce_style="text-align: left; color: #000000; font-size: 10pt;" align="left" style="color: black; font-size: 10pt; text-align: left;"><div _mce_style="margin-top: 0px; margin-bottom: 0px;" style="margin-bottom: 0px; margin-top: 0px;"><span _mce_style="font-family: 'Arial', 'sans-serif'; font-size: 11pt;" style="font-family: &quot;Arial&quot;,&quot;sans-serif&quot;; font-size: 11pt;">&nbsp; </span></div><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">Get away to think on your own.&nbsp; Then meet with others to get input on your plans.&nbsp; Do not rush this process.&nbsp; It is not a one hour pause.&nbsp; It is a day or more without distractions.<br /> <br /> Here are some ideas for your individual <b>Sanctuary</b> time (alone time) or meeting with your group to confirm your 2012 objectives.<br /> <br /> <br /> 1.&nbsp; Make certain your team understands how to write <b>Goals That Work</b>.&nbsp; See my recent book, <a href="http://www.amazon.com/Company-Culture-Challenge-David-Russell/dp/0977165930/ref=sr_1_1?ie=UTF8&amp;qid=1323901094&amp;sr=8-1" target="_blank">The Company Culture Challenge</a> or email me.<br /> <br /> 2.&nbsp; Confirm your<b> passion to serve</b> others - who, what, why, and how.<br /> <br /> 3.&nbsp; Confirm what you like to do the most that enables you to <b>transform the lives</b> of clients, employees, vendors, and your community.<br /> <br /> 4.&nbsp; What can you <b>realistically achieve</b> that you are "not qualified" to accomplish in 2012?&nbsp; Why and how?<br /> <br /> 5.&nbsp; Who at your firm should be mentored because they have the <b>aptitude to succeed</b> even though they may not have the experience or successful past you prefer.<br /> <br /> 6.&nbsp; You only can accomplish so much in 2012.&nbsp; Narrow your list to <b>3 BIG WINS</b>.&nbsp; They can be professional and personal.&nbsp; Either way those wins will probably drive other successes.<br /> <br /> 7.&nbsp; Offer your goals as "drafts" to your team.&nbsp; Ask how the goals can be more realistic, clear, or measurable.&nbsp; Seek how they can help.&nbsp; Get them to <b>take part-ownership</b> in your pursuit of this meaningful work in 2012.<br /> <br /> Then enjoy the journey.<br /> </span></span><br /> <span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><br /> If you need help, <a href="mailto:david@successwithpeople.com">contact me</a>.</span></span></td></tr> </tbody> </table></div><div class="blogger-post-footer"><img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/2241696379536397777-6726194534410898960?l=worksmartlivewell.blogspot.com' alt='' /></div><img src="http://feeds.feedburner.com/~r/HJFUURZHS9FG/blogspot/wgbil/~4/lnLOWvzETbc" height="1" width="1"/>David Russellhttp://www.blogger.com/profile/00581525796533280026noreply@blogger.com0http://worksmartlivewell.blogspot.com/2011/12/you-are-not-qualified.htmltag:blogger.com,1999:blog-2241696379536397777.post-22516470838205950682011-12-06T11:08:00.000-08:002011-12-13T11:11:08.274-08:002011-12-13T11:11:08.274-08:00<span style="font-family: Arial,Helvetica,sans-serif;">A friend and mentor of mine keeps a <b>Ticked Off Journal</b> so when he is frustrated he can let off steam.&nbsp; His journal is growing and he enjoys looking back on what made him angry.&nbsp; (Are there trends?)&nbsp; It is a positive experience for him, but is it the best use of his time?<br /> <br /> What do you do when you are upset about something?&nbsp; For example, I love politics but do not believe any of our presidential candidates have a real vision how to save our nation.&nbsp; I jot notes on ideas or things I read that relate to how my vision could restore America's future.&nbsp; A guy I used to know worked out at the gym (he got really big when he got divorced).<br /> <br /> <b>How do you move from Ticked Off to Positive Transformation?</b>&nbsp; What do you do to turn frustration into energy of integrity, new ideas, breakthrough visions, and game changing experiences that enable you to become a better leader and more personally fulfilled?<br /> <br /> I suggest the answer varies based on the person, but as we approach 2012 there is something to gain when you consider and possibly adjust how you learn from frustrating situations.&nbsp; Here are some quick considerations:<br /> <br /> <b>1.&nbsp; Perspective:</b>&nbsp; What is the other person who upset you feeling?&nbsp; How did they arrive at the conclusion (their version of truth) that led them to upset you?&nbsp; What parts of their conclusion are correct that can help you?&nbsp; Can you encourage them politely and respectfully to consider to someone else's content that has led you to a different conclusion?<br /> <br /> <b>2.&nbsp; Learning:</b>&nbsp; What can you learn from this situation and apply for your benefit?<br /> <br /> <b>3.&nbsp; Situational:</b>&nbsp; How can you avoid this type of situation in the future?<br /> <br /> <b>4.&nbsp; Personal:</b>&nbsp; Should you avoid this person to save yourself time and aggravation?&nbsp; (This might be difficult.&nbsp; If you cannot avoid them, then you can be positive and try to communicate in the way the other person prefers to receive information.)<br /> <br /> <b>5.&nbsp; Focus:</b>&nbsp; How can you stay focused on your key objectives for today and major goals for the year, rather than be distracted by something that ticks you off? <br /> <br /> <b>Don't miss our upcoming webinars.</b></span><br /> <span style="font-family: Arial,Helvetica,sans-serif;"> <br /> <b>Be an Intentional, Systematic, Servant Leader.</b></span><br /> <div><span style="font-family: Arial,Helvetica,sans-serif;"><br /> </span><br /> <div face="Tahoma, Arial, Helvetica, sans-serif" size="11pt" style="margin-bottom: 0px; margin-top: 0px;"><span style="color: black;"><a href="http://www.successwithpeople.com/who-is-david-russell/" linktype="link" shape="rect" style="color: black; text-decoration: underline;" track="on"><span style="font-family: Arial,Helvetica,sans-serif;">David Russell</span></a><span style="font-family: Arial,Helvetica,sans-serif;">, CEO</span></span></div><span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.successwithpeople.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">Success With People, Inc.</a></span><br /> <span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.managetowin.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">MANAGEtoWIN, Inc.</a></span><br /> <br /> <table border="0" cellpadding="5" cellspacing="0" class="mceItemTable" id="textEdit" tabindex="0"><tbody> <tr> <td _mce_style="background-image: url(https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg); text-align: left; background-color: #900000; letter-spacing: 2px; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; color: #ffffff; font-size: 18pt;" align="left" style="background-color: #900000; background-image: url(&quot;https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg&quot;); color: white; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; font-size: 18pt; letter-spacing: 2px; text-align: left;" styleclass=" style_ArticleTitle style_ArticleTitleBG"><span _mce_style="font-size: 14pt;" style="font-size: 14pt;"><span _mce_style="font-family: Tahoma, Arial, Helvetica, sans-serif;" style="font-family: Tahoma,Arial,Helvetica,sans-serif;"> MEETING IDEAS</span></span></td></tr> <tr> <td _mce_style="text-align: left; color: #000000; font-size: 10pt;" align="left" style="color: black; font-size: 10pt; text-align: left;"><div _mce_style="margin-top: 0px; margin-bottom: 0px;" style="margin-bottom: 0px; margin-top: 0px;"><span _mce_style="font-family: 'Arial', 'sans-serif'; font-size: 11pt;" style="font-family: &quot;Arial&quot;,&quot;sans-serif&quot;; font-size: 11pt;">&nbsp; </span></div><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">This meeting idea is simple.&nbsp; Consider the impact of situations that tick you off.&nbsp; Is your response helping you grow personally and/or professionally, or is it negatively affecting you in any way?<br /> <br /> Consider this on your own, with a mentor, and then lastly, as a group discussion.<br /> </span></span><br /> <span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><br /> If you need help, <a href="mailto:david@successwithpeople.com">contact me</a>.</span></span></td></tr> </tbody> </table></div><div class="blogger-post-footer"><img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/2241696379536397777-2251647083820595068?l=worksmartlivewell.blogspot.com' alt='' /></div><img src="http://feeds.feedburner.com/~r/HJFUURZHS9FG/blogspot/wgbil/~4/eKebl9rYFNo" height="1" width="1"/>David Russellhttp://www.blogger.com/profile/00581525796533280026noreply@blogger.com0http://worksmartlivewell.blogspot.com/2011/12/ticked-off-journal.htmltag:blogger.com,1999:blog-2241696379536397777.post-22492629953844269952011-11-29T08:56:00.001-08:002011-11-29T09:03:21.558-08:002011-11-29T09:03:21.558-08:00<span style="font-family: Arial,Helvetica,sans-serif;">Leaders are employers.&nbsp; Therefore you need to fully comprehend the risk of not fully, systematically hiring, managing, developing, and retaining employees.&nbsp; Here are just two examples:<br /> <br /> 1.&nbsp; <b>99,947 Charges of employment bias were filed</b> during fiscal year 2011 with the U.S. Equal Employment Opportunity Commission (EEOC).&nbsp; This is a new record.&nbsp;&nbsp; Part of the problem is the economy has people trying to get money from former employers.&nbsp; Another possible reason may be an increase in age-related claims and this is going to get worse because:<br /> <br /> 2.&nbsp; The EEOC has approved a final regulation stating <b>an employment practice that adversely impacts older workers is discriminatory</b> unless the practice is justified by a "reasonable factor other than age" (RFOA).&nbsp; This should increase age-related claims in the days ahead. <br /> <br /> Are we having fun yet?&nbsp; Need more?&nbsp; Okay, just one:<br /> <br /> 3.&nbsp; A timber company has to pay the family of a truck driver killed in a 2008 accident in Arkansas <u>$7 million</u> in damages because the company <b>did NOT do a basic background check before hiring</b> the truck driver who caused the accident.&nbsp; If they had done a search, it would have revealed a history of unsafe driving that included having his license being revoked twice.<br /> &nbsp;&nbsp; <br /> That jury award, if not just the trial costs alone, would put many of us out of business.<br /> <br /> I know you do not have any extra time, but moving into 2012 PLEASE invest some time to improve your systems for hiring, managing, developing, and retaining your people.<br /> <br /> <b>MINIMUM EFFORT:</b>&nbsp; Buy a copy of my latest book with Rob Betzel, <a href="http://www.amazon.com/Company-Culture-Challenge-David-Russell/dp/0977165930/ref=sr_1_1?ie=UTF8&amp;qid=1322571895&amp;sr=8-1" target="_blank"><u>The Company Culture Challenge</u></a> and make one improvement a quarter.&nbsp; <u>Now on sale at Amazon for only $11.10!</u><br /> <br /> <b>MEDIUM EFFORT:</b>&nbsp; Engage me or someone else as a coach to hold you accountable to improving your leadership skills and processes so you avoid lawsuits, lost productivity, and having a toxic workplace.<br /> &nbsp; <br /> <b>MAXIMUM EFFORT:</b>&nbsp; Sign-up now for our STORY program of one year of coaching to implement The Company Culture Challenge and video development to promote your company.&nbsp; <u>There are only 4 openings left in</u> this program.&nbsp; <a href="mailto:david@successwithpeople.com" target="_blank"><u>Email me for details</u></a>.<br /> <br /> Don't miss our upcoming webinars.</span><br /> <span style="font-family: Arial,Helvetica,sans-serif;"> <br /> Be an Intentional, Systematic, Servant Leader.</span><br /> <div><span style="font-family: Arial,Helvetica,sans-serif;"><br /> </span><br /> <div face="Tahoma, Arial, Helvetica, sans-serif" size="11pt" style="margin-bottom: 0px; margin-top: 0px;"><span style="color: black;"><a href="http://www.successwithpeople.com/who-is-david-russell/" linktype="link" shape="rect" style="color: black; text-decoration: underline;" track="on"><span style="font-family: Arial,Helvetica,sans-serif;">David Russell</span></a><span style="font-family: Arial,Helvetica,sans-serif;">, CEO</span></span></div><span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.successwithpeople.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">Success With People, Inc.</a></span><br /> <span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.managetowin.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">MANAGEtoWIN, Inc.</a></span><br /> <br /> <table border="0" cellpadding="5" cellspacing="0" class="mceItemTable" id="textEdit" tabindex="0"><tbody> <tr> <td _mce_style="background-image: url(https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg); text-align: left; background-color: #900000; letter-spacing: 2px; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; color: #ffffff; font-size: 18pt;" align="left" style="background-color: #900000; background-image: url(&quot;https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg&quot;); color: white; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; font-size: 18pt; letter-spacing: 2px; text-align: left;" styleclass=" style_ArticleTitle style_ArticleTitleBG"><span _mce_style="font-size: 14pt;" style="font-size: 14pt;"><span _mce_style="font-family: Tahoma, Arial, Helvetica, sans-serif;" style="font-family: Tahoma,Arial,Helvetica,sans-serif;"> MEETING IDEAS</span></span></td></tr> <tr> <td _mce_style="text-align: left; color: #000000; font-size: 10pt;" align="left" style="color: black; font-size: 10pt; text-align: left;"><div _mce_style="margin-top: 0px; margin-bottom: 0px;" style="margin-bottom: 0px; margin-top: 0px;"><span _mce_style="font-family: 'Arial', 'sans-serif'; font-size: 11pt;" style="font-family: &quot;Arial&quot;,&quot;sans-serif&quot;; font-size: 11pt;">&nbsp; </span></div><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">Ask yourself or your people the following questions to see if these situations are occuring or could happen in your organization.&nbsp; All of them are actual costly employee issues that have occurred with my clients before they began working with me.<br /> &nbsp; <br /> 1. <b>Hiring.</b>&nbsp; During the past year, have you hired someone:<br /> &nbsp; <br /> &nbsp;&nbsp;&nbsp; - Who is no longer working for you? <br /> &nbsp;&nbsp;&nbsp; - Without a background check and it has cost you? <br /> &nbsp;&nbsp;&nbsp; - And they did not show-up the first day of work? <br /> &nbsp;&nbsp;&nbsp; - Who was a different person than they were in the interviews?<br /> &nbsp;&nbsp;&nbsp; - Is not working out as expected.<br /> <br /> If any of these are true for you, or other problems have occurred, then attend our free <a href="http://www.autotask.com/WebinarRegistration/index.aspx?w=636258291&amp;source=ew-pinv-mtw-122011" target="_blank"><b>Hire The Best Avoid The Rest</b></a> webinar on December 20.<br /> <br /> 2. <b style="color: #990000;">Managing</b>.&nbsp; Have you experienced any of the following situations?<br /> <br /> &nbsp;&nbsp; - Billable resources do not enter time daily in your system?<br /> &nbsp;&nbsp; - You have to write-off a substantial amount of time billed to clients?<br /> &nbsp;&nbsp; - Employees show-up late or leave early?<br /> &nbsp;&nbsp; - Employees could be more productive (with some people this is more significant than with others)<br /> &nbsp;&nbsp; - You have long-term employees that you would not hire today?<br /> <br /> 3. <b>Developing.</b>&nbsp; Your people need to understand their future to be fully engaged.&nbsp; Do any of these statements describe your company?<br /> <br /> &nbsp;&nbsp; - We do <u>not</u> have career paths.<br /> &nbsp;&nbsp; - We do <u>not</u> have mentors (other than our boss).<br /> &nbsp;&nbsp; - We do <u>not</u> have clear measurable goals for each employee (financial, client experience, and professional development) nor a consistent accountability and follow-up system for goals.<br /> <br /> 4. <b style="color: #990000;">Retaining</b>.&nbsp; Retention is a game of keeping great employees and moving others along in life to work for someone else.&nbsp; Do any of these statements describe your company?&nbsp;&nbsp; <br /> <br /> &nbsp;&nbsp; - We do <u>not</u> do retention interviews (what's that?).<br /> &nbsp;&nbsp; - We do <u>not</u> have written expectations for behavior.<br /> &nbsp;&nbsp; - We do <u>not</u> do annual performance reviews.<br /> &nbsp;&nbsp; - I do not know the personal preferences for recognition of each employee.<br /> </span></span><br /> <span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><br /> If you need help, <a href="mailto:david@successwithpeople.com">contact me</a>.</span></span></td></tr> </tbody> </table></div><div class="blogger-post-footer"><img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/2241696379536397777-2249262995384426995?l=worksmartlivewell.blogspot.com' alt='' /></div><img src="http://feeds.feedburner.com/~r/HJFUURZHS9FG/blogspot/wgbil/~4/-DO7XFQEXdk" height="1" width="1"/>David Russellhttp://www.blogger.com/profile/00581525796533280026noreply@blogger.com0http://worksmartlivewell.blogspot.com/2011/11/lawsuits-growing.htmltag:blogger.com,1999:blog-2241696379536397777.post-13672726604297877832011-11-22T08:52:00.000-08:002011-11-29T08:56:24.288-08:002011-11-29T08:56:24.288-08:00<div>What is the most important thing you can do to fully engage your employees?<br /> <br /> 1.&nbsp; Make certain they understand why <b>their work is meaningful</b> and confirm how they are <b>personally fulfilled</b> in their career with your organization.<br /> <br /> 2.&nbsp; Sincerely <b>appreciate them</b>.<br /> <br /> Thanksgiving is a great opportunity to reinforce #2.&nbsp; Suggestion: <br /> <br /> 1.&nbsp; Go to a stationery store and buy nice, funny Thanksgiving greeting cards for your direct reports.&nbsp; Buy for quality because it reinforces a sincere message, not based on price.<br /> <br /> NOTE:&nbsp; Buy them only for your direct reports.&nbsp; Set the example this year and your managers can thank their people in a similar way next year.<br /> <br /> 2.&nbsp; Handwrite a brief note thanking them for being on your team and reminding them of one specific thing they did recently that you really appreciated.<br /> <br /> 3.&nbsp; Place it on their desk late this evening or early tomorrow morning so they may read it without you present.<br /> <br /> 4.&nbsp; If they thank you for the card, then just smile and say you really appreciate them being on your team.&nbsp; Wish them a happy Thanksgiving.<br /> <br /> 5.&nbsp; If they do not thank you, and some will not, then ask yourself what you are doing wrong in leading that person which would lead them to behave this way.&nbsp; The lack of thanks is a leadership issue first, and an employee issue second.<br /> <br /> <b>Have a wonderful, blessed Thanksgiving overflowing with laughter!</b></div><div></div><div><span style="font-family: Arial,Helvetica,sans-serif;">Be an Intentional, Systematic, Servant Leader.</span><br /> <span style="font-family: Arial,Helvetica,sans-serif;"><br /> </span><br /> <div face="Tahoma, Arial, Helvetica, sans-serif" size="11pt" style="margin-bottom: 0px; margin-top: 0px;"><span style="color: black;"><a href="http://www.successwithpeople.com/who-is-david-russell/" linktype="link" shape="rect" style="color: black; text-decoration: underline;" track="on"><span style="font-family: Arial,Helvetica,sans-serif;">David Russell</span></a><span style="font-family: Arial,Helvetica,sans-serif;">, CEO</span></span></div><span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.successwithpeople.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">Success With People, Inc.</a></span><br /> <span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.managetowin.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">MANAGEtoWIN, Inc.</a></span><br /> <br /> <table border="0" cellpadding="5" cellspacing="0" class="mceItemTable" id="textEdit" tabindex="0"><tbody> <tr> <td _mce_style="background-image: url(https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg); text-align: left; background-color: #900000; letter-spacing: 2px; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; color: #ffffff; font-size: 18pt;" align="left" style="background-color: #900000; background-image: url(&quot;https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg&quot;); color: white; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; font-size: 18pt; letter-spacing: 2px; text-align: left;" styleclass=" style_ArticleTitle style_ArticleTitleBG"><span _mce_style="font-size: 14pt;" style="font-size: 14pt;"><span _mce_style="font-family: Tahoma, Arial, Helvetica, sans-serif;" style="font-family: Tahoma,Arial,Helvetica,sans-serif;"> MEETING IDEAS</span></span></td></tr> <tr> <td _mce_style="text-align: left; color: #000000; font-size: 10pt;" align="left" style="color: black; font-size: 10pt; text-align: left;"><div _mce_style="margin-top: 0px; margin-bottom: 0px;" style="margin-bottom: 0px; margin-top: 0px;"><span _mce_style="font-family: 'Arial', 'sans-serif'; font-size: 11pt;" style="font-family: &quot;Arial&quot;,&quot;sans-serif&quot;; font-size: 11pt;">&nbsp; </span></div><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">Never miss an opportunity to remind your people how much you appreciate them.&nbsp; What could be better at Thanksgiving than to say, "Thanks!&nbsp; You're awesome..."<br /> &nbsp; <br /> I outlined one approach to saying "thanks" above.&nbsp; For a team meeting, I suggest a research project.<br /> <br /> 1. <b>Receiving #1</b>.&nbsp; Ask your employees, when was the last time they received a compliment from a coworker or their boss?&nbsp; Why were they thanked or appreciated, and what was said?<br /> <br /> 2. <b style="color: #990000;">Giving #1</b>.&nbsp; Ask your employees, when was the last time they complimented a coworker or their boss?&nbsp; Why did they thank or appreciate them, and what was said?<br /> <br /> 3. <b>Receiving #2</b>. Ask your employees, when was the last time they received a compliment from a client?&nbsp; Why did they thank or appreciate you, and what was said?<br /> <br /> 4. <b><span style="color: #990000;">Giving #2</span></b>.&nbsp; Ask your employees, when was the last time they complimented a client?&nbsp; Why did they thank or appreciate them, and what was said?&nbsp; <br /> <br /> <br /> You cannot do everything yourself.&nbsp; Develop a culture of gratitude and it will help you retain great employees and clients.<br /> &nbsp;</span></span><br /> <span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><br /> If you need help, <a href="mailto:david@successwithpeople.com">contact me</a>.</span></span></td></tr> </tbody> </table></div><div class="blogger-post-footer"><img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/2241696379536397777-1367272660429787783?l=worksmartlivewell.blogspot.com' alt='' /></div><img src="http://feeds.feedburner.com/~r/HJFUURZHS9FG/blogspot/wgbil/~4/4pUhcUroO_I" height="1" width="1"/>David Russellhttp://www.blogger.com/profile/00581525796533280026noreply@blogger.com0http://worksmartlivewell.blogspot.com/2011/11/what-is-most-important-thing-you-can-do.htmltag:blogger.com,1999:blog-2241696379536397777.post-57959114428297104592011-11-15T11:54:00.000-08:002011-11-18T12:23:36.718-08:002011-11-18T12:23:36.718-08:00<div><span style="font-family: Arial,Helvetica,sans-serif;">How do you market your company?<br /> <br /> Direct mail is dead.&nbsp; TV, radio, and print advertising are too expensive for most companies to use to develop business-to-business sales.&nbsp; Email is overwhelming all of us, and the content on even the best designed websites is starting to sound the same. <br /> <br /> Only one thing works, and will only be stronger in the years ahead:&nbsp; <b>Effectively telling your unique story.</b>&nbsp; Stories entertain, engage, and sell your company to job candidates, clients, and vendors better than anything else.<br /> <br /> Let me tell you what we are starting December 1.&nbsp; You may want to participate, or learn from our efforts to do something similar on your own.&nbsp; <br /> <br /> 1. <b>Develop Our Culture:</b>&nbsp; I will coach up to 12 companies for one year to develop their company culture according to the book we just released, <a href="http://www.smythbarnabas.com/company-culture-challenge/" target="_blank"><b>The Company Culture Challenge</b></a> (<a href="http://www.successwithpeople.com/store/" target="_blank">$19.95 on our site</a> or go to <a href="http://www.amazon.com/Company-Culture-Challenge-David-Russell/dp/0977165930/ref=sr_1_1?ie=UTF8&amp;qid=1321325103&amp;sr=8-1" target="_blank">Amazon</a> for e-book).&nbsp; We have only a limited number of openings still available.&nbsp; If you want inspiration, accountability, and mentoring through the process of developing your company culture as part of this <b>Story program</b> then <a href="mailto:david@successwithpeople.com" target="_blank">contact me immediately</a>.&nbsp; Or, follow the 7-step system in the book and develop your company culture (and your story) on your own.<br /> <br /> 2. <b>Video:</b>&nbsp; We and our clients will be videotaping the progress of developing our cultures.&nbsp; They will be submitting footage to us, and have the option of flying our video guru to their location to film employees and client testimonials quarterly for only travel expenses.&nbsp; Our video guru will then edit and produce a series of videos that help tell each company's story for their website, YouTube, and our upcoming Company Culture Challenge website.<br /> &nbsp; <br /> 3. <b>B.H.A.G.:</b>&nbsp; As Jim Collins says, have a Big Hairy Audacious Goal for your story.&nbsp; For us, we want our collection of client stories to be good enough for <i>The Company Culture Challenge </i>to be considered for a business makeover <b>television show.</b>&nbsp; Therefore we must be successful with our coaching and make a significant positive difference in the clients participating in this program.&nbsp; What goal could a stronger story about your company help you achieve over the next 12 months?&nbsp; A stronger company culture should <u>increase your bottom line by 50-100% within 1-3 years</u>.&nbsp; <i>What are you waiting for?</i><br /> <br /> 4. <b>Reputation:</b>&nbsp; Your story is your legacy.&nbsp; It is your reputation.&nbsp; It is what people say when your company comes up in conversation.&nbsp; I am putting my reputation the line in promising the companies participating in our Story program MUST SUCCEED... or else we do not prove <i>The Company Culture Challenge</i> system works.&nbsp; (Certainly there could be circumstances out of our control, but... I am not expecting that.) <br /> <br /> Therefore I encourage you to invest in your company culture in 2012.&nbsp; Zappos grew from basically bankrupt in 1999 to selling itself to Amazon for $1.2 billion in 2009.&nbsp; The difference:&nbsp; Company culture.<br /> <br /> Why wait?&nbsp; Invest about 5% of your time in our program and we will help you develop a much stronger and profitable company culture.&nbsp; Or, do it on your own, which will take a bit more time.&nbsp; Either way,<b> DEVELOP YOUR COMPANY CULTURE to live your dreams</b>, and empower your employees to live theirs.<br /> </span><br /> <br /> <b><span style="font-family: Arial,Helvetica,sans-serif;">Be an Intentional, Systematic, Servant Leader.</span></b><br /> <span style="font-family: Arial,Helvetica,sans-serif;"><br /> </span><br /> <div face="Tahoma, Arial, Helvetica, sans-serif" size="11pt" style="margin-bottom: 0px; margin-top: 0px;"><span style="color: black;"><a href="http://www.successwithpeople.com/who-is-david-russell/" linktype="link" shape="rect" style="color: black; text-decoration: underline;" track="on"><span style="font-family: Arial,Helvetica,sans-serif;">David Russell</span></a><span style="font-family: Arial,Helvetica,sans-serif;">, CEO</span></span></div><span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.successwithpeople.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">Success With People, Inc.</a></span><br /> <span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.managetowin.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">MANAGEtoWIN, Inc.</a></span><br /> <br /> <table border="0" cellpadding="5" cellspacing="0" class="mceItemTable" id="textEdit" tabindex="0"><tbody> <tr> <td _mce_style="background-image: url(https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg); text-align: left; background-color: #900000; letter-spacing: 2px; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; color: #ffffff; font-size: 18pt;" align="left" style="background-color: #900000; background-image: url(&quot;https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg&quot;); color: white; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; font-size: 18pt; letter-spacing: 2px; text-align: left;" styleclass=" style_ArticleTitle style_ArticleTitleBG"><span _mce_style="font-size: 14pt;" style="font-size: 14pt;"><span _mce_style="font-family: Tahoma, Arial, Helvetica, sans-serif;" style="font-family: Tahoma,Arial,Helvetica,sans-serif;"> MEETING IDEAS</span></span></td></tr> <tr> <td _mce_style="text-align: left; color: #000000; font-size: 10pt;" align="left" style="color: black; font-size: 10pt; text-align: left;"><div _mce_style="margin-top: 0px; margin-bottom: 0px;" style="margin-bottom: 0px; margin-top: 0px;"><span _mce_style="font-family: 'Arial', 'sans-serif'; font-size: 11pt;" style="font-family: &quot;Arial&quot;,&quot;sans-serif&quot;; font-size: 11pt;">&nbsp; </span></div><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">Develop a stronger company culture in 2012 with your team.&nbsp; Here is one approach to consider the impact of improving your culture to attract better job candidates, more fully engage employees, and nurture happier clients.<br /> <br /> 1. <b>Employees.</b>&nbsp; Ask your employees in casual one-on-one conversations, <i>"What's a story that comes to mind when you want to give an example of what our company stands for?"</i>&nbsp; If the answers would sound weak to a prospective new employee, a client, or a vendor, then it is time to do something about it.<br /> &nbsp; <br /> Then ask, <i>"If we were truly your dream company, what would be our story then?"</i>&nbsp; The difference between these two employee stories are worth millions of dollars to your revenue and/or bottom line.<br /> <br /> 2. <b>Clients.</b>&nbsp; Ask your clients in casual one-on-one conversations,<i> "If someone asked you about our company, what story would you tell or how would you describe us?"</i>&nbsp; Your clients should be passionate evangelists for your organization.&nbsp; If the answers would not convince you to do business with your company, then it is time to take action.<br /> <br /> 3. <b>Vendors.</b>&nbsp; Ask your vendor reps in casual one-on-one conversations, <b>"If you were to tell a story about our company to someone who asked about us, what would you say?"</b>&nbsp; Your vendors should be strong advocates for your organization. If the answers would not convince you to do business with your company, then you need to get to work on your company culture. <br /> <br /> 4.<b>You.</b>&nbsp; What would be your story for your company, if everything was going right?&nbsp; Is that your story today?&nbsp; If you are honest, virtually all of us would admit there is work to be done on our company culture to truly have the company of our dreams.<br /> <br /> If your story today does not match your dream company then how much longer are you going to focus on adding new products or services, or improving a process rather than developing the company culture that you yearn for?<br /> <br /> Wake up!&nbsp; We only get so much time to live.&nbsp; Two clients of mine have had 35 year old friends die recently, yet I know multiple IT solution provider owners who have been doing the same thing over and over again expecting a different result for over 20 years.&nbsp; These people are still <u>not</u> meeting their goals.&nbsp; <b>Do you really want that to be your legacy?</b><br /> <br /> At least read my book to see if it inspires you to do something different.&nbsp;</span></span><br /> <span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><br /> If you need help, <a href="mailto:david@successwithpeople.com">contact me</a>.</span></span></td></tr> </tbody> </table></div><div class="blogger-post-footer"><img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/2241696379536397777-5795911442829710459?l=worksmartlivewell.blogspot.com' alt='' /></div><img src="http://feeds.feedburner.com/~r/HJFUURZHS9FG/blogspot/wgbil/~4/wg1ZfoSDcNs" height="1" width="1"/>David Russellhttp://www.blogger.com/profile/00581525796533280026noreply@blogger.com0http://worksmartlivewell.blogspot.com/2011/11/how-do-you-market-your-company-direct.htmltag:blogger.com,1999:blog-2241696379536397777.post-36508412232196131532011-11-08T08:26:00.000-08:002011-11-18T12:24:51.580-08:002011-11-18T12:24:51.580-08:00<div><span style="font-family: Arial,Helvetica,sans-serif;">Most of us use lists to keep ourselves on track and to get things done.&nbsp; As we approach the end of this year and move into a new year it is an ideal time to consider ways to improve the lists we use on a regular basis. <br /> &nbsp; <br /> Here is what works for me.&nbsp; I'm open to your ideas, please send or post them:<br /> <br /> 1. <b>Goals That Work:</b>&nbsp; The starting point for my lists is clear, measurable goals for the year.&nbsp; I explain this in my books as Goals That Work.&nbsp; Each week and day, I make certain my planned activities support these goals.&nbsp; A sample is available in the Free Stuff section of our website.<br /> <br /> 2. <b>Success Plans:</b>&nbsp; This is a weekly plan of DO IT NOW activities related to my Goals That Work.&nbsp; I use this tool at times, but not consistently.&nbsp; I would like to develop a mobile app to track my priorities and time, but no funding for that at the moment...&nbsp; A sample is available in the Free Stuff section of our website.<br /> &nbsp; <br /> 3. <b>DO IT NOW list:</b>&nbsp; This is the "to do list" that I use daily.&nbsp; I have it in Microsoft Outlook as a task and a reminder for 6:00 a.m., which I move from day to day.&nbsp; Activities are listed in order of priority.&nbsp; Other important activities I would like to get to, but are not urgent, are a separate list below my DO IT NOW items.&nbsp; This has been very successful for me.<br /> <br /> 4. <b>Personal Journal:</b>&nbsp; I am NOT a journaling guy, but a couple of months ago I started a new practice.&nbsp; I enter a bulleted list during and at the end of each day of the highlights of my day in my cell phone.&nbsp; Every 1-2 weeks I email it to my laptop and copy it to my password-protected personal journal.&nbsp; It is a mix of personal and professional events, emotions, and faith.&nbsp; I love to review the lists and quick descriptions of events from past days.&nbsp; I hope after I'm gone this journal will remind our children and grandchildren how much I love them.&nbsp; Although I do not like to journal, I highly recommend you consider this approach.<br /> <br /> I hope to see you at IT Nation in Orlando this week or the SYNNEX Varnex event in Las Vegas next week!<br /> </span><br /> <br /> <b><span style="font-family: Arial,Helvetica,sans-serif;">Be an Intentional, Systematic, Servant Leader.</span></b><br /> <span style="font-family: Arial,Helvetica,sans-serif;"><br /> </span><br /> <div face="Tahoma, Arial, Helvetica, sans-serif" size="11pt" style="margin-bottom: 0px; margin-top: 0px;"><span style="color: black;"><a href="http://www.successwithpeople.com/who-is-david-russell/" linktype="link" shape="rect" style="color: black; text-decoration: underline;" track="on"><span style="font-family: Arial,Helvetica,sans-serif;">David Russell</span></a><span style="font-family: Arial,Helvetica,sans-serif;">, CEO</span></span></div><span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.successwithpeople.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">Success With People, Inc.</a></span><br /> <span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.managetowin.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">MANAGEtoWIN, Inc.</a></span><br /> <br /> <table border="0" cellpadding="5" cellspacing="0" class="mceItemTable" id="textEdit" tabindex="0"><tbody> <tr> <td _mce_style="background-image: url(https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg); text-align: left; background-color: #900000; letter-spacing: 2px; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; color: #ffffff; font-size: 18pt;" align="left" style="background-color: #900000; background-image: url(&quot;https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg&quot;); color: white; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; font-size: 18pt; letter-spacing: 2px; text-align: left;" styleclass=" style_ArticleTitle style_ArticleTitleBG"><span _mce_style="font-size: 14pt;" style="font-size: 14pt;"><span _mce_style="font-family: Tahoma, Arial, Helvetica, sans-serif;" style="font-family: Tahoma,Arial,Helvetica,sans-serif;"> MEETING IDEAS</span></span></td></tr> <tr> <td _mce_style="text-align: left; color: #000000; font-size: 10pt;" align="left" style="color: black; font-size: 10pt; text-align: left;"><div _mce_style="margin-top: 0px; margin-bottom: 0px;" style="margin-bottom: 0px; margin-top: 0px;"><span _mce_style="font-family: 'Arial', 'sans-serif'; font-size: 11pt;" style="font-family: &quot;Arial&quot;,&quot;sans-serif&quot;; font-size: 11pt;"><b></b>&nbsp; </span></div><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b>THE QUESTION:</b>&nbsp; How can we get more done?<br /> <br /> <b>ONE ANSWER:</b>&nbsp; Focus more on what is truly important.<br /> <br /> I suggest you have an open discussion with your team about setting and pursuing clear, measurable goals in 2012.&nbsp; Here are some ideas:<br /> <br /> 1. Review 2011.&nbsp; Discuss your company goals.&nbsp; How could they have been more clear and measurable?&nbsp; Are you exceeding them?&nbsp; <u>How can you close the gap on any goals that are lagging</u>?<br /> <br /> NOTE:&nbsp; <b>Almost achieving a goal is NOT GOOD</b>.&nbsp; "Almost" only counts in handgrenades and horseshoes.<br /> <br /> 2. <b>How are people staying on track?</b>&nbsp; Have an open discussion of how people are staying focused on achieving their Goals That Work.&nbsp; What is working for people and who is struggling?&nbsp; How can people learn from one another?<br /> <br /> 3. <b>Accountability:</b>&nbsp; Are you using Success Plans, weekly one-on-one meetings, or daily huddles to keep people on track?&nbsp; You should be talking with your people at least every two days, but preferably daily.&nbsp; Managing "by a long leash" is not managing at all.&nbsp; If that's your style, go work as an independent rep.<br /> <br /> 4. <b>DO IT NOW:</b>&nbsp; How are your people focusing on what is truly most important to achieve each DAY?&nbsp; Days add-up to weeks.&nbsp; Weeks add-up to months.&nbsp; Then suddenly... your year is over!&nbsp; Do not overlook the importance of achieving meaningful progress in small steps daily.<br /> <br /> 5. <b>Journal:</b>&nbsp; Encourage people to keep a journal in a way that is meaningful to them and an effective use of their time.&nbsp; What they write is typically no one else's business.&nbsp;</span></span><br /> <span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><br /> If you need help, <a href="mailto:david@successwithpeople.com">contact me</a>.</span></span></td></tr> </tbody> </table></div><div class="blogger-post-footer"><img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/2241696379536397777-3650841223219613153?l=worksmartlivewell.blogspot.com' alt='' /></div><img src="http://feeds.feedburner.com/~r/HJFUURZHS9FG/blogspot/wgbil/~4/vbG84X3YDRg" height="1" width="1"/>David Russellhttp://www.blogger.com/profile/00581525796533280026noreply@blogger.com1http://worksmartlivewell.blogspot.com/2011/11/most-of-us-use-lists-to-keep-ourselves.htmltag:blogger.com,1999:blog-2241696379536397777.post-71331742650134321672011-10-25T09:35:00.000-07:002011-10-28T09:38:56.277-07:002011-10-28T09:38:56.277-07:00<div><span style="font-family: Arial,Helvetica,sans-serif;">This morning USA Today has a front page article titled, <b>Hotel staff 'reads' guests' needs</b>.&nbsp; (I can't find the link on <a href="http://www.usatoday.com/">www.usatoday.com</a>).&nbsp; You should give this article a quick read, if you can find it.<br /> <br /> <b>CALENDAR ITEM</b>:&nbsp; I am giving an updated <b>Hire The Best Avoid The Rest</b> presentation at the SYNNEX Varnex event in Las Vegas on November 14-15.&nbsp; I hope you attend.&nbsp; Email me in advance if you would like to meet before or after my talks to discuss your greatest employee challenges.<br /> <br /> <b>The USA Today article</b> explains <a href="http://www.affinia.com/">Affinia Hotels</a>, a boutique five location chain, hired a body language expert this past summer to train staff how to intelligently guess what a guest may need just by looking at them.<br /> <br /> How many times have you misread a coworker, client, or vendor and said something that upset them, or at least did not achieve your objective?&nbsp; When was the last time you put your foot in your mouth up to the kneecap with the love of your life or friends?<br /> <br /> Training like this may help.&nbsp; Here are some quick thoughts:<br /> <br /> 1.&nbsp; I like this training because this skill enables Affina hotel staff to improve their personal lives as well as their professional ones.&nbsp; It is relational.<br /> <br /> 2.&nbsp; The question is, how are they following-up on this training to confirm their staff is practicing the new skill, being further trained in its application, and helping new employees to develop similar skills?<br /> <br /> 3.&nbsp; Maybe some of us should stay at an Affinia Hotel and see if we can sense their people using this new skill... or not? <br /> <br /> I used to watch the TV show, <b>Lie to Me</b>.&nbsp; It got cancelled earlier this year, but past episodes are <a href="http://movies.netflix.com/Movie/Lie-to-Me/70140406?strkid=1833825044_0_0&amp;lnkctr=srchrd-sr&amp;trkid=222336&amp;strackid=53ba7bef20261d4f_0_srl">available on Netflix</a>.&nbsp; The show gave examples of how human facial and behavorial cues enable you to determine whether a person is telling the truth.<br /> <br /> <a href="mailto:david@successwithpeople.com">Email me</a> if you think we should develop a training like this for our clients.</span><br /> <br /> <b><span style="font-family: Arial,Helvetica,sans-serif;">Be an Intentional, Systematic, Servant Leader.</span></b><br /> <span style="font-family: Arial,Helvetica,sans-serif;"><br /> </span><br /> <div face="Tahoma, Arial, Helvetica, sans-serif" size="11pt" style="margin-bottom: 0px; margin-top: 0px;"><span style="color: black;"><a href="http://www.successwithpeople.com/who-is-david-russell/" linktype="link" shape="rect" style="color: black; text-decoration: underline;" track="on"><span style="font-family: Arial,Helvetica,sans-serif;">David Russell</span></a><span style="font-family: Arial,Helvetica,sans-serif;">, CEO</span></span></div><span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.successwithpeople.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">Success With People, Inc.</a></span><br /> <span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.managetowin.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">MANAGEtoWIN, Inc.</a></span><br /> <br /> <table border="0" cellpadding="5" cellspacing="0" class="mceItemTable" id="textEdit" tabindex="0"><tbody> <tr> <td _mce_style="background-image: url(https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg); text-align: left; background-color: #900000; letter-spacing: 2px; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; color: #ffffff; font-size: 18pt;" align="left" style="background-color: #900000; background-image: url(&quot;https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg&quot;); color: white; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; font-size: 18pt; letter-spacing: 2px; text-align: left;" styleclass=" style_ArticleTitle style_ArticleTitleBG"><span _mce_style="font-size: 14pt;" style="font-size: 14pt;"><span _mce_style="font-family: Tahoma, Arial, Helvetica, sans-serif;" style="font-family: Tahoma,Arial,Helvetica,sans-serif;"> MEETING IDEAS</span></span></td></tr> <tr> <td _mce_style="text-align: left; color: #000000; font-size: 10pt;" align="left" style="color: black; font-size: 10pt; text-align: left;"><div _mce_style="margin-top: 0px; margin-bottom: 0px;" style="margin-bottom: 0px; margin-top: 0px;"><span _mce_style="font-family: 'Arial', 'sans-serif'; font-size: 11pt;" style="font-family: &quot;Arial&quot;,&quot;sans-serif&quot;; font-size: 11pt;"><b></b>&nbsp; </span></div><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">What if you could lower your negative client experiences by 50%?&nbsp; How much time and money would that save you?&nbsp; How much better would your people get along if conflicts could be avoided?<br /> &nbsp; <br /> Here are some questions to ask at your next meeting with your team to consider the benefits of better understanding the mood of others BEFORE and as you engage them in conversation:<br /> <br /> 1.&nbsp; What are the five most recent problems we had with clients?&nbsp; How could each of these situations been resolved easier if our people had better read the mood of the client?<br /> <br /> 2.&nbsp; Do our clients lie to us?&nbsp; How would it help us if we could know when clients, vendors, or coworkers are lying to us?<br /> <br /> 3.&nbsp; If we could learn cues to understand a person's mood, as we begin a conversation and as the discussion continues, how would that help us serve clients better?</span></span><br /> <span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><br /> If you need help, <a href="mailto:david@successwithpeople.com">contact me</a>.</span></span></td></tr> </tbody> </table></div><div class="blogger-post-footer"><img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/2241696379536397777-7133174265013432167?l=worksmartlivewell.blogspot.com' alt='' /></div><img src="http://feeds.feedburner.com/~r/HJFUURZHS9FG/blogspot/wgbil/~4/6FgSoeQyphc" height="1" width="1"/>David Russellhttp://www.blogger.com/profile/00581525796533280026noreply@blogger.com0http://worksmartlivewell.blogspot.com/2011/10/its-their-body.htmltag:blogger.com,1999:blog-2241696379536397777.post-34689325311728002222011-10-18T22:37:00.000-07:002011-10-21T22:47:56.958-07:002011-10-21T22:47:56.958-07:00<div><span style="font-family: Arial,Helvetica,sans-serif;">Two weeks ago we discussed the identity of your company and the importance of your employees sharing that identity.&nbsp; The process of engaging employees' identity begins during your hiring process.<br /> <br /> <b>CALENDAR ITEM:</b>&nbsp; I am giving an updated <b>Hire The Best Avoid The Rest</b> presentation at the SYNNEX Varnex event in Las Vegas on November 14-15.&nbsp; I hope you attend.&nbsp; Email me in advance if you would like to meet before or after my talks to discuss your greatest employee challenges.<br /> <br /> The good news is I am talking with a lot of companies that are hiring.&nbsp; Here are some quick tips to keep in mind:<br /> <b><br /> 1.&nbsp; Have a clear system for hiring</b> someone so you expose great actors and people who may be nice folks, but their identity is not a match with your organization.<br /> <b><br /> 2.&nbsp; Update your hiring system annually.</b>&nbsp; Have a group meeting and walk through it.&nbsp; Debate what is working and what is not.&nbsp; Identify ways to improve it.&nbsp; Even minor changes can yield big results.<br /> <b><br /> 3.&nbsp; Pose typical scenarios the person will face on the job.</b>&nbsp; This is one of the best interviewing methods you can use.&nbsp; Years ago one client remarked that she had a superstar apply for a position, but the guy bombed the in-person interview.<br /> <br /> She was surprised.&nbsp; She paused to think after the guy left, and she actually thought:&nbsp; <i>"What would Dave do?"</i><br /> <br /> Then she contacted the guy and laid-out a scenario he would face on the job and asked him to arrive for his next interview with a solution.&nbsp; The guy returned with a complete walk through that was very impressive and more consistent with what she had expected.&nbsp; She hired him.<br /> <br /> These scenarios are great because when done properly as open-ended questions, they get candidates talking outside of their script.&nbsp; Typical on-the-job scenarios are also great to use with the candidate's references.<br /> <br /> For those of you who cannot join me in Las Vegas next month, we will be offering a special, limited time discount on our UPDATED <i>Hire The Best Avoid The Rest</i> system.&nbsp; Stay tuned.</span><br /> <br /> <b><span style="font-family: Arial,Helvetica,sans-serif;">Be an Intentional, Systematic, Servant Leader.</span></b><br /> <span style="font-family: Arial,Helvetica,sans-serif;"><br /> </span><br /> <div face="Tahoma, Arial, Helvetica, sans-serif" size="11pt" style="margin-bottom: 0px; margin-top: 0px;"><span style="color: black;"><a href="http://www.successwithpeople.com/who-is-david-russell/" linktype="link" shape="rect" style="color: black; text-decoration: underline;" track="on"><span style="font-family: Arial,Helvetica,sans-serif;">David Russell</span></a><span style="font-family: Arial,Helvetica,sans-serif;">, CEO</span></span></div><span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.successwithpeople.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">Success With People, Inc.</a></span><br /> <span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.managetowin.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">MANAGEtoWIN, Inc.</a></span><br /> <br /> <table border="0" cellpadding="5" cellspacing="0" class="mceItemTable" id="textEdit" tabindex="0"><tbody> <tr> <td _mce_style="background-image: url(https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg); text-align: left; background-color: #900000; letter-spacing: 2px; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; color: #ffffff; font-size: 18pt;" align="left" style="background-color: #900000; background-image: url(&quot;https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg&quot;); color: white; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; font-size: 18pt; letter-spacing: 2px; text-align: left;" styleclass=" style_ArticleTitle style_ArticleTitleBG"><span _mce_style="font-size: 14pt;" style="font-size: 14pt;"><span _mce_style="font-family: Tahoma, Arial, Helvetica, sans-serif;" style="font-family: Tahoma,Arial,Helvetica,sans-serif;"> MEETING IDEAS</span></span></td></tr> <tr> <td _mce_style="text-align: left; color: #000000; font-size: 10pt;" align="left" style="color: black; font-size: 10pt; text-align: left;"><div _mce_style="margin-top: 0px; margin-bottom: 0px;" style="margin-bottom: 0px; margin-top: 0px;"><span _mce_style="font-family: 'Arial', 'sans-serif'; font-size: 11pt;" style="font-family: &quot;Arial&quot;,&quot;sans-serif&quot;; font-size: 11pt;"><b></b>&nbsp; </span></div><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">I suggest you gather your team before year-end and evaluate the effectiveness of your hiring system.&nbsp; Yes, it may be a pain to do so, but avoiding one bad hire is significant ROI.<br /> <br /> RECOMMENDATION:&nbsp; You will be able to purchase our updated<i> Hire The Best Avoid The Rest</i> system with new content for only $99 ($299 value) for a limited time in mid-late November.&nbsp; Consider scheduling your hiring process in late November or early December so you can review our unique materials as part of your meeting.<br /> <br /> Consider following the outline of the Hire The Best Avoid The Rest System to consider how to improve your hiring process:<br /> <br /> <b>1.&nbsp; Systematic Power:</b>&nbsp; Where are we systematic in our hiring process and where are we inconsistent?<br /> <br /> <b>2.&nbsp; Team Member Strategic Plans:</b>&nbsp; How can we improve the way we are defining each opportunity (job)?<br /> <br /> <b>3.&nbsp; Recruiting:</b>&nbsp; How can we improve our methods for recruiting so we have more great candidates to consider?<br /> <br /> <b>4.&nbsp; Interviewing:</b>&nbsp; Yes, our interviewing process may seem good, but is it the best it can be?<br /> <br /> <b>5.&nbsp; Talent Assessments:</b>&nbsp; Do we really know the on-the-job behaviors and values of our top candidates before we risk our time and money on them as an employee?<br /> <br /> <b>6.&nbsp; References:</b>&nbsp; How can we get beyond yes/no answers?<br /> <br /> <b>7.&nbsp; Background Checks:</b>&nbsp; Are we doing these right?&nbsp; (<a href="http://www.successwithpeople.com/background-checks/">Sign-up with our partner</a> for thorough, online background checks.)<br /> <br /> <b>8.&nbsp; Offer Letter:</b>&nbsp; How can we improve this process so great candidates look forward to joining our team?<br /> <br /> <b>9.&nbsp; First Day:</b>&nbsp; How can we improve the first day experience for new hires?<br /> <br /> <b>10.&nbsp; Never Stop Selling:</b>&nbsp; How can we follow through better on what we promise during the interview process?&nbsp;&nbsp; </span></span><br /> <span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><br /> If you need help, <a href="mailto:david@successwithpeople.com">contact me</a>.</span></span></td></tr> </tbody> </table></div><div class="blogger-post-footer"><img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/2241696379536397777-3468932531172800222?l=worksmartlivewell.blogspot.com' alt='' /></div><img src="http://feeds.feedburner.com/~r/HJFUURZHS9FG/blogspot/wgbil/~4/E6aiB5Duxz0" height="1" width="1"/>David Russellhttp://www.blogger.com/profile/00581525796533280026noreply@blogger.com0http://worksmartlivewell.blogspot.com/2011/10/two-weeks-ago-we-discussed-identity-of.htmltag:blogger.com,1999:blog-2241696379536397777.post-24200532620638118402011-10-11T22:41:00.000-07:002011-10-21T22:47:39.009-07:002011-10-21T22:47:39.009-07:00<div><span style="font-family: Arial,Helvetica,sans-serif;">I was listening to <a href="http://www.baysideonline.com/watch/">Ray Johnston's talk on September 25</a> and he mentioned a luncheon with a businessman.&nbsp; The guy had been <b>successful for 40 years,</b> but he said success can be one of the worst things that can happen to a company.<br /> <br /> Why?<br /> <br /> Because you get complacent, set in your ways, bureaucratic, stale...&nbsp; So what do you do?<br /> <br /> This guy's solution was to <b>"totally change everything" every seven years</b>.&nbsp; He seemed to credit their lasting success on this principle, although certain aspects of his business and leadership systems must also be key to their enduring impact.<br /> <br /> <i>NOTE:&nbsp; "Totally change everything" does not mean every single thing, but it does encourage us to take aggressive action to fully review our business and consider better ways to do things.</i><br /> <br /> When is the best time for your 7-Year Makeover to occur?&nbsp; When you are wildly successful.&nbsp; Certainly there is tremendous value to your company to take similar action when growth is flat or your organization is struggling.<br /> <br /> Actively seek input from your employees and clients.&nbsp; Get outside feedback from a consultant, vendors, clients, mentors, etc. as you consider changes also... BUT consider all input carefully.&nbsp; <u>Not all ideas are good.<br /> &nbsp;</u><br /> The changes you make should be consistent with your identity (see last week's post), but enable your organization to grow into new opportunities.<br /> <br /> Until now, I have not known anyone who does this... but I do not a lot of companies who should have been doing it! <br /> <br /> <b>The ROI from this type of action is HUGE</b> and it provides a significant competitive advantage.<br /> <br /> How about you?</span><br /> <br /> <b><span style="font-family: Arial,Helvetica,sans-serif;">Be an Intentional, Systematic, Servant Leader.</span></b><br /> <span style="font-family: Arial,Helvetica,sans-serif;"><br /> </span><br /> <div face="Tahoma, Arial, Helvetica, sans-serif" size="11pt" style="margin-bottom: 0px; margin-top: 0px;"><span style="color: black;"><a href="http://www.successwithpeople.com/who-is-david-russell/" linktype="link" shape="rect" style="color: black; text-decoration: underline;" track="on"><span style="font-family: Arial,Helvetica,sans-serif;">David Russell</span></a><span style="font-family: Arial,Helvetica,sans-serif;">, CEO</span></span></div><span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.successwithpeople.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">Success With People, Inc.</a></span><br /> <span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.managetowin.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">MANAGEtoWIN, Inc.</a></span><br /> <br /> <table border="0" cellpadding="5" cellspacing="0" class="mceItemTable" id="textEdit" tabindex="0"><tbody> <tr> <td _mce_style="background-image: url(https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg); text-align: left; background-color: #900000; letter-spacing: 2px; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; color: #ffffff; font-size: 18pt;" align="left" style="background-color: #900000; background-image: url(&quot;https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg&quot;); color: white; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; font-size: 18pt; letter-spacing: 2px; text-align: left;" styleclass=" style_ArticleTitle style_ArticleTitleBG"><span _mce_style="font-size: 14pt;" style="font-size: 14pt;"><span _mce_style="font-family: Tahoma, Arial, Helvetica, sans-serif;" style="font-family: Tahoma,Arial,Helvetica,sans-serif;"> MEETING IDEAS</span></span></td></tr> <tr> <td _mce_style="text-align: left; color: #000000; font-size: 10pt;" align="left" style="color: black; font-size: 10pt; text-align: left;"><div _mce_style="margin-top: 0px; margin-bottom: 0px;" style="margin-bottom: 0px; margin-top: 0px;"><span _mce_style="font-family: 'Arial', 'sans-serif'; font-size: 11pt;" style="font-family: &quot;Arial&quot;,&quot;sans-serif&quot;; font-size: 11pt;"><b></b>&nbsp; </span></div><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">Too many companies are stale, even when they are succeeding.&nbsp; Think of your vendors, even some of your largest suppliers, and consider how they would benefit from a 7-Year Makeover <i>(they probably needed it ten years ago)</i>.<br /> <br /> What would happen to <b>HP</b> if they really changed things while retaining their core identity?&nbsp; What about <b>Microsoft</b>?&nbsp; Will Windows 8 be their tipping point, or will they be unable to break out from their bureaucracy?&nbsp; What would happen to a <b>major IT distributor</b> if they really helped reseller partners build a stronger business?<br /> <br /> I do not want to offend anyone.&nbsp; The fact is every organization can be better, but earlier this month I met an IBM guy who was feeling sorry for HP because they so desperately need a 7 Year Makeover.&nbsp; He wondered, how can Meg Whitman, who has no channel experience and has been on HP's Board approving actions through their recent problems, make a difference?<br /> <br /> The fact is too many organizations are stuck in the past and filled with people who are distracted by working in their business instead of <b>on</b> their business.<br /> <br /> So ask your team:<br /> <br /> 1.&nbsp;&nbsp;&nbsp; When was the last time we really looked at everything we do and made significant changes?<br /> <br /> 2.&nbsp;&nbsp;&nbsp; We are rapidly approaching 2012.&nbsp; What is the risk of doing a 7 Year Makeover now so our 2012 is our best year ever?<br /> <br /> 3.&nbsp;&nbsp;&nbsp; What could we gain from a total makeover of our company culture and business activities?<br /> <br /> 4.&nbsp;&nbsp;&nbsp; Do we need to hire someone - David Russell or another catalyst for change who understands our business?&nbsp; If so, who is that person, who will contact them, and when will we make a decision whether to invest in their services?<br /> <br /> 5.&nbsp;&nbsp;&nbsp; What is the ROI on investing in change vs. the cost of doing nothing?&nbsp; What do we lose if we do not change anything significantly?&nbsp; Discuss these types of costs:&nbsp; Opportunity, employee productivity, competitor takes away market share, we lose top employees because they are not challenged, technology changes and it significantly hurts us, ...&nbsp; <br /> <br /> The bottom line is that doing nothing risks your entire company.&nbsp;</span></span><br /> <span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><br /> If you need help, <a href="mailto:david@successwithpeople.com">contact me</a>.</span></span></td></tr> </tbody> </table></div><div class="blogger-post-footer"><img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/2241696379536397777-2420053262063811840?l=worksmartlivewell.blogspot.com' alt='' /></div><img src="http://feeds.feedburner.com/~r/HJFUURZHS9FG/blogspot/wgbil/~4/mhE-w9YAXBs" height="1" width="1"/>David Russellhttp://www.blogger.com/profile/00581525796533280026noreply@blogger.com0http://worksmartlivewell.blogspot.com/2011/10/i-was-listening-to-ray-johnstons-talk.htmltag:blogger.com,1999:blog-2241696379536397777.post-26494473480287227422011-10-04T13:06:00.001-07:002011-10-04T13:10:54.536-07:002011-10-04T13:10:54.536-07:00<div><span style="font-family: Arial,Helvetica,sans-serif;">I was walking with Tom Brindley the other day and he gave me some insights that I would like to share with you.&nbsp; This is just a snapshot.&nbsp; <a href="mailto:david@successwithpeople.com">Email me</a> if this strikes you and you want me to explore it a bit deeper.<br /> <br /> Consider the core <b>identity</b> of your company.<br /> <br /> We require our employees to demonstrate certain <u>behaviors</u> and achieve specific <u>goals</u>, but these are <b>results</b>.&nbsp; They are not who the person is (their identity), or the core identity of your company.<br /> <br /> Behaviors and goal achievement follow identity.<br /> <br /> Employees are instructed to be "good," and there are many definitions of what "good" is, whereas really <u>we want them to become new</u>.&nbsp; By "new" I mean we encourage them to become someone who represents our organization in a manner consistent with our four company culture cornerstones:&nbsp; Mission, values, vision, and standards of accountability.<br /> <br /> <b>The identity of your company is the bedrock</b> beneath your four company culture cornerstones.<br /> <br /> It takes time, training, mentoring, and encouragement for new employees to grow into the fullness of their new professional identity, because even the best people you hire need to develop.<br /> <br /> But most leaders do not train, mentor, and encourage employees because they feel there is no time to make these interactions a priority.<br /> <br /> Why not?&nbsp; Because they would rather do other things with their time.<br /> <br /> This creates an opportunity for you to outgrow your competition.<br /> <br /> Do you really want to be the best?&nbsp; Then focus on your people.&nbsp; It takes time away from other "stuff," but great leaders find the time to hire people whose identity matches their company's.&nbsp; Then they constantly engage their people in activities to develop their capabilities. &nbsp;</span><br /> <br /> <b><span style="font-family: Arial,Helvetica,sans-serif;">Be an Intentional, Systematic, Servant Leader.</span></b><br /> <span style="font-family: Arial,Helvetica,sans-serif;"><br /> </span><br /> <div face="Tahoma, Arial, Helvetica, sans-serif" size="11pt" style="margin-bottom: 0px; margin-top: 0px;"><span style="color: black;"><a href="http://www.successwithpeople.com/who-is-david-russell/" linktype="link" shape="rect" style="color: black; text-decoration: underline;" track="on"><span style="font-family: Arial,Helvetica,sans-serif;">David Russell</span></a><span style="font-family: Arial,Helvetica,sans-serif;">, CEO</span></span></div><span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.successwithpeople.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">Success With People, Inc.</a></span><br /> <span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.managetowin.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">MANAGEtoWIN, Inc.</a></span><br /> <br /> <table border="0" cellpadding="5" cellspacing="0" class="mceItemTable" id="textEdit" tabindex="0"><tbody> <tr> <td _mce_style="background-image: url(https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg); text-align: left; background-color: #900000; letter-spacing: 2px; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; color: #ffffff; font-size: 18pt;" align="left" style="background-color: #900000; background-image: url(&quot;https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg&quot;); color: white; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; font-size: 18pt; letter-spacing: 2px; text-align: left;" styleclass=" style_ArticleTitle style_ArticleTitleBG"><span _mce_style="font-size: 14pt;" style="font-size: 14pt;"><span _mce_style="font-family: Tahoma, Arial, Helvetica, sans-serif;" style="font-family: Tahoma,Arial,Helvetica,sans-serif;"> MEETING IDEAS</span></span></td></tr> <tr> <td _mce_style="text-align: left; color: #000000; font-size: 10pt;" align="left" style="color: black; font-size: 10pt; text-align: left;"><div _mce_style="margin-top: 0px; margin-bottom: 0px;" style="margin-bottom: 0px; margin-top: 0px;"><span _mce_style="font-family: 'Arial', 'sans-serif'; font-size: 11pt;" style="font-family: &quot;Arial&quot;,&quot;sans-serif&quot;; font-size: 11pt;"><b></b>&nbsp; </span></div><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">This is a tough one for meeting ideas because we are just starting to discuss something of tremendous importance, but let us give it a try anyway.<br /> <br /> 1.&nbsp;&nbsp;&nbsp; <b>What is the core identity of your company?&nbsp;</b> Your mission is why you are in business.&nbsp; Your values are how you do business.&nbsp; Your vision is where you are going as a business.&nbsp; Your company's identity is the bedrock beneath this foundation. <br /> <br /> You cannot have enough rules, values, policies, and procedures to cover every situation.&nbsp; So at some point the decisions your people make are based on how they define the identity of your organization.&nbsp; What is it?<br /> <br /> 2.&nbsp;&nbsp;&nbsp; <b>What is your personal/professional identity?</b><br /> <br /> 3.&nbsp;&nbsp;&nbsp; <b>How does your identity align with and differ from your company's identity?</b><br /> <br /> 4.&nbsp;&nbsp;&nbsp;<b> Basic truth:</b>&nbsp; <u>A tree bears fruit in accordance with its identity</u>.&nbsp; Similarly, people's behaviors are consistent with their identity.&nbsp; Consider one of your company's top performers and one who left the organization because they did not work out.&nbsp; Avoiding gossip and do not divulge confidential information, but discuss why these people are and were not a fit in your organization due to how well their identity matches your company's.&nbsp;</span></span><br /> <span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><br /> If you need help, <a href="mailto:david@successwithpeople.com">contact me</a>.</span></span></td></tr> </tbody> </table></div><div class="blogger-post-footer"><img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/2241696379536397777-2649447348028722742?l=worksmartlivewell.blogspot.com' alt='' /></div><img src="http://feeds.feedburner.com/~r/HJFUURZHS9FG/blogspot/wgbil/~4/JgmYiUn3xrk" height="1" width="1"/>David Russellhttp://www.blogger.com/profile/00581525796533280026noreply@blogger.com0http://worksmartlivewell.blogspot.com/2011/10/whats-your-identity.htmltag:blogger.com,1999:blog-2241696379536397777.post-46420558719106543522011-09-27T22:48:00.000-07:002011-10-21T22:52:23.069-07:002011-10-21T22:52:23.069-07:00<div><span style="font-family: Arial,Helvetica,sans-serif;">If you read this newsletter/blog post last week, then you understand my recommendation of how to develop your mission statement (<u>why</u> you are in business), company values (<u>how</u> you do business), and a vision statement (<u>where</u> your organization is going).&nbsp; <br /> <br /> What is missing?&nbsp; Most leaders and consultants would say, "nothing."<br /> <br /> I suggest in my new book, <a href="http://www.amazon.com/The-Company-Culture-Challenge-ebook/dp/B005ISB012/ref=sr_1_3?ie=UTF8&amp;qid=1314396940&amp;sr=8-3">The Company Culture Challenge</a>, this approach leaves your company without a fourth cornerstone upholding your company.&nbsp; This means it can tilt, fall prey to the winds of temptation, and not withstand the storms of human mistakes.<br /> <br /> The missing cornerstone is <b>accountability</b>.&nbsp; Without accountability your mission, values, and vision are just paper on the wall, emails in the trash folder, and empty phrases of motivation that are forgotten moments after being communicated.<br /> <br /> Accountability is processes or systems to confirm your employees are fully engaged and taking ownership for happy clients in ways that are consistent with your mission, values, and vision.<br /> <br /> This is a key benefit participants will gain in our 5-month intensive S.W.O.T. (Strengths, Weaknesses, Opportunities, Threats) coaching program for companies that want a fast transformation from a nice company without a clearly defined culture to a more rapidly growing powerhouse that is taking full advantage of opportunities.<br /> <br /> This game changing experience starts November 1.&nbsp; It is called the <i><b>Company Culture Challenge Competition</b></i> and the results will be a stronger company culture as we implement time efficient, leadership effective systems to more fully engage employees and improve the experience clients have working with your people.<br /> <br /> You also gain a comprehensive <u><b>video case study</b></u> plus lots of video clips for your website that show your organization as a preferred partner.&nbsp; Many companies are asking their top vendor to sponsor them in this exercise so the vendor can also use these video case studies to prove their organization is a great channel partner.<br /> <br /> <a href="mailto:david@successwithpeople.com">Email me</a> to learn more. <br /> <br /> And... if you already have a mission statement, company values, a vision statement, and accountability, then my question is:&nbsp; What's the greatest challenge you have today with employees?<br /> <br /> Let's talk about it.&nbsp; &nbsp;</span><br /> <br /> <b><span style="font-family: Arial,Helvetica,sans-serif;">Be an Intentional, Systematic, Servant Leader.</span></b><br /> <span style="font-family: Arial,Helvetica,sans-serif;"><br /> </span><br /> <div face="Tahoma, Arial, Helvetica, sans-serif" size="11pt" style="margin-bottom: 0px; margin-top: 0px;"><span style="color: black;"><a href="http://www.successwithpeople.com/who-is-david-russell/" linktype="link" shape="rect" style="color: black; text-decoration: underline;" track="on"><span style="font-family: Arial,Helvetica,sans-serif;">David Russell</span></a><span style="font-family: Arial,Helvetica,sans-serif;">, CEO</span></span></div><span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.successwithpeople.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">Success With People, Inc.</a></span><br /> <span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.managetowin.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">MANAGEtoWIN, Inc.</a></span><br /> <br /> <table border="0" cellpadding="5" cellspacing="0" class="mceItemTable" id="textEdit" tabindex="0"><tbody> <tr> <td _mce_style="background-image: url(https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg); text-align: left; background-color: #900000; letter-spacing: 2px; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; color: #ffffff; font-size: 18pt;" align="left" style="background-color: #900000; background-image: url(&quot;https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg&quot;); color: white; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; font-size: 18pt; letter-spacing: 2px; text-align: left;" styleclass=" style_ArticleTitle style_ArticleTitleBG"><span _mce_style="font-size: 14pt;" style="font-size: 14pt;"><span _mce_style="font-family: Tahoma, Arial, Helvetica, sans-serif;" style="font-family: Tahoma,Arial,Helvetica,sans-serif;"> MEETING IDEAS</span></span></td></tr> <tr> <td _mce_style="text-align: left; color: #000000; font-size: 10pt;" align="left" style="color: black; font-size: 10pt; text-align: left;"><div _mce_style="margin-top: 0px; margin-bottom: 0px;" style="margin-bottom: 0px; margin-top: 0px;"><span _mce_style="font-family: 'Arial', 'sans-serif'; font-size: 11pt;" style="font-family: &quot;Arial&quot;,&quot;sans-serif&quot;; font-size: 11pt;"><b></b>&nbsp; </span></div><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">Do not let your mission, values, and vision be lonely.&nbsp; Develop processes or systems to confirm they are being consistently engaged by your people to make great decisions.<br /> <br /> My suggestions for a meeting discussion are just some basics.&nbsp; To more thoroughly consider all four of these company culture cornerstones pick up a copy of my latest book, <a href="http://www.amazon.com/The-Company-Culture-Challenge-ebook/dp/B005ISB012/ref=sr_1_3?ie=UTF8&amp;qid=1314396940&amp;sr=8-3">The Company Culture Challenge</a>.<br /> <br /> 1.&nbsp; Write a list of how you train people to make decisions based on your mission, values, and vision.&nbsp;&nbsp; <br /> <br /> 2.&nbsp; Is the role-playing effective in your training, if it exists at all?&nbsp; How could the role-playing be improved?&nbsp; Create a new role-playing exercise now. <br /> <br /> 3.&nbsp; How often are you shadowing people to listen to how they are applying your mission, values, and vision in their day-to-day decision-making?&nbsp; Are you consistently praising what they are doing right, or just nailing them with "gotchas?"&nbsp; How can you develop more balance in your critique of team member performance in this area?<br /> <br /> 4.&nbsp; How are you, or should you, reinforce training on your mission, values, and vision - methods, dates, recording in <a href="http://www.managetowin.com/">MANAGEtoWIN</a> or other talent management software? </span></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><br /> If you need help, <a href="mailto:david@successwithpeople.com">contact me</a>.</span></span></td></tr> </tbody> </table></div><div class="blogger-post-footer"><img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/2241696379536397777-4642055871910654352?l=worksmartlivewell.blogspot.com' alt='' /></div><img src="http://feeds.feedburner.com/~r/HJFUURZHS9FG/blogspot/wgbil/~4/R4LMbvMkMZ8" height="1" width="1"/>David Russellhttp://www.blogger.com/profile/00581525796533280026noreply@blogger.com0http://worksmartlivewell.blogspot.com/2011/09/missing-4th.htmltag:blogger.com,1999:blog-2241696379536397777.post-48424390620745992452011-09-21T11:54:00.000-07:002011-09-29T11:58:49.118-07:002011-09-29T11:58:49.118-07:00<div><span style="font-family: Arial,Helvetica,sans-serif;">Most leaders and consultants start to define and develop a great company culture by writing a mission statement (<u>why</u> you are in business), their company values (<u>how</u> you do business), and a vision statement (<u>where</u> your organization is going). <br /> <br /> I suggest in my new book, <a href="http://www.amazon.com/The-Company-Culture-Challenge-ebook/dp/B005ISB012/ref=sr_1_3?ie=UTF8&amp;qid=1314396940&amp;sr=8-3">The Company Culture Challenge</a>, this approach puts the proverbial cart before the horse.&nbsp; This is because what you want your clients to experience should drive your definition of why you are in business, how you do business, and where your organization is going.<br /> <br /> But it is tough to do it this way.&nbsp; People want to hurry.<br /> <br /> This is part of the reason we are offering a limited number of IT partners an opportunity to do a comprehensive consulting engagement and benchmark their results again similar companies.&nbsp; We want to show you how to this right so your mission, values, and vision fully engage employees and clients.<br /> <br /> This 5-month program starting November 1 is called the<i><b> </b><b>Company Culture Challenge Competition</b></i> and the results will be extensive <u><b>video case studies</b></u> that show your organization as a preferred partner.&nbsp; Many companies are asking their top vendor to sponsor them in this exercise so the vendor can also use these video case studies to prove their organization is a great channel partner.<br /> <br /> <a href="mailto:david@successwithpeople.com">Email me to learn more.</a> <br /> <br /> And... if you already have a mission statement, company values, and/or a vision statement, then now is a great time to work through Step 1 of the Company Culture Challenge to confirm these cornerstones of your culture actually reinforce the best possible experience for your clients, and fully engage your employees.&nbsp; </span><br /> <b><span style="font-family: Arial,Helvetica,sans-serif;">Be an Intentional, Systematic, Servant Leader.</span></b><br /> <span style="font-family: Arial,Helvetica,sans-serif;"><br /> </span><br /> <div face="Tahoma, Arial, Helvetica, sans-serif" size="11pt" style="margin-bottom: 0px; margin-top: 0px;"><span style="color: black;"><a href="http://www.successwithpeople.com/who-is-david-russell/" linktype="link" shape="rect" style="color: black; text-decoration: underline;" track="on"><span style="font-family: Arial,Helvetica,sans-serif;">David Russell</span></a><span style="font-family: Arial,Helvetica,sans-serif;">, CEO</span></span></div><span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.successwithpeople.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">Success With People, Inc.</a></span><br /> <span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.managetowin.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">MANAGEtoWIN, Inc.</a></span><br /> <br /> <table border="0" cellpadding="5" cellspacing="0" class="mceItemTable" id="textEdit" tabindex="0"><tbody> <tr> <td _mce_style="background-image: url(https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg); text-align: left; background-color: #900000; letter-spacing: 2px; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; color: #ffffff; font-size: 18pt;" align="left" style="background-color: #900000; background-image: url(&quot;https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg&quot;); color: white; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; font-size: 18pt; letter-spacing: 2px; text-align: left;" styleclass=" style_ArticleTitle style_ArticleTitleBG"><span _mce_style="font-size: 14pt;" style="font-size: 14pt;"><span _mce_style="font-family: Tahoma, Arial, Helvetica, sans-serif;" style="font-family: Tahoma,Arial,Helvetica,sans-serif;"> MEETING IDEAS</span></span></td></tr> <tr> <td _mce_style="text-align: left; color: #000000; font-size: 10pt;" align="left" style="color: black; font-size: 10pt; text-align: left;"><div _mce_style="margin-top: 0px; margin-bottom: 0px;" style="margin-bottom: 0px; margin-top: 0px;"><span _mce_style="font-family: 'Arial', 'sans-serif'; font-size: 11pt;" style="font-family: &quot;Arial&quot;,&quot;sans-serif&quot;; font-size: 11pt;"><b></b>&nbsp; </span></div><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">Most companies write their mission, values, and vision, and then never refer to them again.&nbsp; They gather dust in a drawer or on a wall, or get lost in a forgotten folder in people's computers.&nbsp; Or both.<br /> <br /> My suggestions for a meeting discussion are just some basics.&nbsp; To more thoroughly consider these company culture cornerstones pick up a copy of my latest book, <a href="http://www.amazon.com/The-Company-Culture-Challenge-ebook/dp/B005ISB012/ref=sr_1_3?ie=UTF8&amp;qid=1314396940&amp;sr=8-3"><u><span style="color: blue;">The Company Culture Challenge.</span></u></a><br /> <br /> 1.&nbsp; Read your mission statement.&nbsp; Ask your people whether your employees' behavior consistently reinforces this statement, and if so, how?&nbsp; If not, then why? <br /> <br /> 2.&nbsp; Read your company values.&nbsp; Ask your people whether your employees' behavior consistently demonstrate these values, and if so, how?&nbsp; If not, then why? <br /> <br /> 3.&nbsp; Read your vision statement.&nbsp; Ask your people whether the actions of your company are laser-focused on achieving your vision, or are there some activities you need to end so more resources can be invested in your most critical objectives.&nbsp; Discuss your conclusions.</span></span><br /> <span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><br /> If you need help, <a href="mailto:david@successwithpeople.com">contact me</a>.</span></span></td></tr> </tbody> </table></div><div class="blogger-post-footer"><img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/2241696379536397777-4842439062074599245?l=worksmartlivewell.blogspot.com' alt='' /></div><img src="http://feeds.feedburner.com/~r/HJFUURZHS9FG/blogspot/wgbil/~4/EPtWXjiig6s" height="1" width="1"/>David Russellhttp://www.blogger.com/profile/00581525796533280026noreply@blogger.com0http://worksmartlivewell.blogspot.com/2011/09/what-comes-first.htmltag:blogger.com,1999:blog-2241696379536397777.post-31874785039572086472011-09-15T08:35:00.000-07:002011-09-20T08:48:16.700-07:002011-09-20T08:48:16.700-07:00<div><span style="font-family: Arial,Helvetica,sans-serif;"><b>THERE IS STILL TIME</b> to participate in the <a href="http://www.besttechworkplaces.com/"><u><span style="color: blue;">Best Tech Workplaces</span></u></a> survey.&nbsp; Benchmark your firm against other IT solution providers.&nbsp; Sign-up today.&nbsp; (Use the coupon code <b>BTW-WorkSmart</b> to save $100.)<br /> <br /> Are you communicating in ways that your people - coworkers, clients, vendors... family - can receive your message?<br /> <br /> We have different ways of receiving and processing information audibly.&nbsp; A message that may seem crystal clear to you, may fall on "deaf ears" if it is not said in a way the receiver is willing to, or able to absorb.<br /> <br /> One way to assess someone's preferred listening style is to understand their natural strengths, or behaviors they demonstrate on the job.&nbsp; The DISC language can provide great insights.&nbsp; Here are some tips from our <a href="http://www.successwithpeople.com/assessments/"><u><span style="color: blue;">Success With People Talent Assessments</span></u></a> on how to speak to a:<br /> <br /> <b>Driven Person</b> (High D):&nbsp; Prefer summaries, results-oriented, efficient</span><br /> <ul><li><span style="font-family: Arial,Helvetica,sans-serif;">Hold them accountable to the bottom line</span></li> <li><span style="font-family: Arial,Helvetica,sans-serif;">Give them opportunities to talk</span></li> <li><span style="font-family: Arial,Helvetica,sans-serif;">Clearly explain the results you expect</span></li> <li><span style="font-family: Arial,Helvetica,sans-serif;">Train and require development of listening skills</span></li> <li><span style="font-family: Arial,Helvetica,sans-serif;">Negotiate any commitments one-on-one (back-up in-writing)</span></li> <li><span style="font-family: Arial,Helvetica,sans-serif;">Confront face-to-face when you disagree </span></li> </ul><span style="font-family: Arial,Helvetica,sans-serif;"><b>Extrovert</b> (High I):&nbsp; Extrovert, wears their emotions, positive</span><br /> <ul><li><span style="font-family: Arial,Helvetica,sans-serif;">Expect their need for daily interaction</span></li> <li><span style="font-family: Arial,Helvetica,sans-serif;">Be open to a professional friendship with boundaries</span></li> <li><span style="font-family: Arial,Helvetica,sans-serif;">They want to talk with people</span></li> <li><span style="font-family: Arial,Helvetica,sans-serif;">Provide certain hours of "open door policy" to discuss any issues</span></li> <li><span style="font-family: Arial,Helvetica,sans-serif;">Help them develop their verbal skills and then identify opportunities for them to use them for mutual gain</span></li> </ul><span style="font-family: Arial,Helvetica,sans-serif;"><b>Supporter</b> (High S):&nbsp; Natural listener, limited emotion,&nbsp;&nbsp; </span><br /> <ul><li><span style="font-family: Arial,Helvetica,sans-serif;">Get to know them</span></li> <li><span style="font-family: Arial,Helvetica,sans-serif;">Be clear about their expectations of you and others</span></li> <li><span style="font-family: Arial,Helvetica,sans-serif;">Show them appreciation</span></li> <li><span style="font-family: Arial,Helvetica,sans-serif;">Avoid surprises, particularly negative ones</span></li> <li><span style="font-family: Arial,Helvetica,sans-serif;">Fully consider their opinions when they disagree</span></li> <li><span style="font-family: Arial,Helvetica,sans-serif;">Encourage them to contribute in meetings</span></li> </ul><span style="font-family: Arial,Helvetica,sans-serif;"><b>Analyzer</b> (High C): Skeptic, likes detail, avoids risk</span><br /> <ul><li><span style="font-family: Arial,Helvetica,sans-serif;">Clearly define your expectations of them</span></li> <li><span style="font-family: Arial,Helvetica,sans-serif;">Know specifically what they expect of you</span></li> <li><span style="font-family: Arial,Helvetica,sans-serif;">Agree upon procedures in writing</span></li> <li><span style="font-family: Arial,Helvetica,sans-serif;">Limit criticism of their work unless you can refer to their expectations, written responsibilities or a better way that is validated by a trusted source</span></li> <li><span style="font-family: Arial,Helvetica,sans-serif;">Confirm their work is being done correctly</span></li> <li><span style="font-family: Arial,Helvetica,sans-serif;">Encourage their contribution in meetings</span></li> </ul><span style="font-family: Arial,Helvetica,sans-serif;">Try communicating the way THEY want to receive information and you will better engage others to help them be successful.<br /> <br /> P.S.&nbsp; <i><b>The Company Culture Challenge</b></i> is now available at <a href="http://r20.rs6.net/tn.jsp?llr=t8twhzcab&amp;et=1107494666601&amp;s=949&amp;e=001w7JP-Hxm7bdWVKSSrQuidKdnXJwNkzglWyRXZfGacvcaM4RovR4W5Kh_6q9qoSyJQaJk3Ay6ER0VnC6jk5hFrQyUeoZhjdce7mWdmL9wjJw3oy922ikuz6VtqTc_g0QlRhOCYYZJyE128ETIi95R0O5ID9QxZDJFuAckExrSMkQ8TqGjKfZgMETYg0Axr-UhvlnTePeVqponuszkkQQxukLw_a5qyGn1YqJ-jif4Ac-GrOoe5UlkoXQIi7jEFp8Y"><u><span style="color: blue;">Amazon</span></u></a>, <a href="http://r20.rs6.net/tn.jsp?llr=t8twhzcab&amp;et=1107494666601&amp;s=949&amp;e=001w7JP-Hxm7be-qzlS5-bGFcL1PWhw5zvO9YUTBsTCBrIcmRmhO0V6vXHT1MyvoNJZ9xLlW8AJsQXhvBDnCMd5shmEXRtmRX1KlX6uMZ1i2G78QWW9dchrjitA7P-XSJOz2mqRc6hj0QttqCN8svtbmXjKKiWraOn1y9g4sN7j6_BcxiHd46Z5QF8vWmY4HSW97aK7QLdp7zJj9z2wF-iKfnXwIf6aYF_k0ZUZ6w94tCCSuzXDKXlACGkkeViur-9biP6ed21p8VVfxYBwzCgp7o-GfM9Hzr9PK6bhHoojbJJRr1qGWH1FjA=="><u><span style="color: blue;">Barnes &amp; Noble</span></u></a>, Apple iBook, and other top booksellers as an e-book. The hardcover version will be released in October. This is a strategic plan, how-to book for entrepreneurs, corporate managers and nonprofit leaders to transform their companies from good to Great (as Jim Collins would say). </span><br /> <br /> <b><span style="font-family: Arial,Helvetica,sans-serif;">Be an Intentional, Systematic, Servant Leader.</span></b><br /> <span style="font-family: Arial,Helvetica,sans-serif;"><br /> </span><br /> <div face="Tahoma, Arial, Helvetica, sans-serif" size="11pt" style="margin-bottom: 0px; margin-top: 0px;"><span style="color: black;"><a href="http://www.successwithpeople.com/who-is-david-russell/" linktype="link" shape="rect" style="color: black; text-decoration: underline;" track="on"><span style="font-family: Arial,Helvetica,sans-serif;">David Russell</span></a><span style="font-family: Arial,Helvetica,sans-serif;">, CEO</span></span></div><span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.successwithpeople.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">Success With People, Inc.</a></span><br /> <span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.managetowin.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">MANAGEtoWIN, Inc.</a></span><br /> <br /> <table border="0" cellpadding="5" cellspacing="0" class="mceItemTable" id="textEdit" tabindex="0"><tbody> <tr> <td _mce_style="background-image: url(https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg); text-align: left; background-color: #900000; letter-spacing: 2px; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; color: #ffffff; font-size: 18pt;" align="left" style="background-color: #900000; background-image: url(&quot;https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg&quot;); color: white; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; font-size: 18pt; letter-spacing: 2px; text-align: left;" styleclass=" style_ArticleTitle style_ArticleTitleBG"><span _mce_style="font-size: 14pt;" style="font-size: 14pt;"><span _mce_style="font-family: Tahoma, Arial, Helvetica, sans-serif;" style="font-family: Tahoma,Arial,Helvetica,sans-serif;"> MEETING IDEAS</span></span></td></tr> <tr> <td _mce_style="text-align: left; color: #000000; font-size: 10pt;" align="left" style="color: black; font-size: 10pt; text-align: left;"><div _mce_style="margin-top: 0px; margin-bottom: 0px;" style="margin-bottom: 0px; margin-top: 0px;"><span _mce_style="font-family: 'Arial', 'sans-serif'; font-size: 11pt;" style="font-family: &quot;Arial&quot;,&quot;sans-serif&quot;; font-size: 11pt;"><b></b>&nbsp; </span></div><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">The best way to understand how to communicate effectively with others is by having everyone in your company take our Talent Assessments, follow our instructions to confirm the conclusions, share them within their workgroups, and then review the key points regularly.&nbsp;&nbsp;&nbsp; <br /> <br /> Although our Talent Assessments provide you with unique "WOW" insights into working with others, you can use the list above to confirm with members of your team how they prefer to receive information.&nbsp; Here are some ideas:<br /> <br /> 1.&nbsp; Share the lists above and ask people to identify which type of listening is their preferred method.&nbsp;&nbsp; <br /> <br /> 2.&nbsp; Ask them to add anything to their list that would make it easier for them to comprehend what someone is saying, or their objective.<br /> <br /> 3.&nbsp; Ask them to prioritize their list based on what is most significant to them and weight their list for importance.<br /> <br /> 4.&nbsp; Share the lists so everyone has a copy.&nbsp; Ask everyone to review the other person's list before communicating key information to another team members if they need to be reminded of the other person's listening preferences.&nbsp; Ask people weekly for one month how this is helping them work more effectively together.</span></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"></span></span><br /> <span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><br /> If you need help, <a href="mailto:david@successwithpeople.com">contact me</a>.</span></span></td></tr> </tbody> </table></div><div class="blogger-post-footer"><img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/2241696379536397777-3187478503957208647?l=worksmartlivewell.blogspot.com' alt='' /></div><img src="http://feeds.feedburner.com/~r/HJFUURZHS9FG/blogspot/wgbil/~4/B4DnRuBttY8" height="1" width="1"/>David Russellhttp://www.blogger.com/profile/00581525796533280026noreply@blogger.com0http://worksmartlivewell.blogspot.com/2011/09/reveive-my-words.htmltag:blogger.com,1999:blog-2241696379536397777.post-28780682291612041362011-09-06T00:21:00.000-07:002011-09-15T00:26:33.492-07:002011-09-15T00:26:33.492-07:00<div><span style="font-family: Arial,Helvetica,sans-serif;"><b>THERE IS STILL TIME</b> to participate in the <a href="http://www.besttechworkplaces.com/"><u><span style="color: blue;">Best Tech Workplaces</span></u></a> survey.&nbsp; Benchmark your firm against other IT solution providers.&nbsp; Sign-up today.&nbsp; (Use the coupon code <b>BTW-WorkSmart</b> to save $100.)<br /> <br /> The tail end of last week my family drove to the Hyatt Lake Tahoe for the wedding of our oldest son, Luke.&nbsp; After 4 hours of driving I walked the two youngest of our four foster children into the lobby of the Hyatt Grand Vacations resort.<br /> <br /> As I introduced myself to Sonia at the desk, our 2.5 year old threw-up on the stone floor.&nbsp; I apologized in shock.&nbsp; Sonia said kindly, "No problem," as though people puke in their lobby 2-3 times daily.<br /> <br /> Then I walked the toddler to the bathroom across the foyer where she threw-up two more times on a throw carpet.&nbsp; Emerging from the bathroom, I apologized again profusely as our daughter cried.&nbsp; Again, Sonia just waived it off as a common occurrence.&nbsp; Although it had only been 2-3 minutes, already someone was cleaning the floor.&nbsp; He also said with a big smile, "No problem."<br /> <br /> <b>QUESTION:</b>&nbsp; Have you planned for <u>and</u> trained your people how to handle common problems, but are <u>unprepared </u>for <b>the ugly ones</b>?<br /> <br /> Sonia and her associate were awesome.&nbsp; They deserve a 100% score or a gold medal (I tipped them, which of course she tried to turn down).&nbsp; Sonia is fully engaged as an employee.&nbsp; She took ownership for my experience. <br /> <br /> Now consider an employee at the adjoining Hyatt Lake Tahoe resort (not the timeshare organization).&nbsp; At the pool area there was a plastic cup and two straws which a guest had dropped on the walkway between two pools.&nbsp; <br /> <br /> At least two young ladies who were working at the pool walked right by the cup and straws on the otherwise perfectly clean pool area multiple times without picking them up.&nbsp; An owner would pick them up and dispose of them properly. <br /> <br /> Are your employees thinking like owners (Sonia and her associate) or like employees (the young women serving guests at the pool)?<br /> <br /> P.S.&nbsp; <i><b>The Company Culture Challenge</b></i> is now available at <a href="http://r20.rs6.net/tn.jsp?llr=t8twhzcab&amp;et=1107494666601&amp;s=949&amp;e=001w7JP-Hxm7bdWVKSSrQuidKdnXJwNkzglWyRXZfGacvcaM4RovR4W5Kh_6q9qoSyJQaJk3Ay6ER0VnC6jk5hFrQyUeoZhjdce7mWdmL9wjJw3oy922ikuz6VtqTc_g0QlRhOCYYZJyE128ETIi95R0O5ID9QxZDJFuAckExrSMkQ8TqGjKfZgMETYg0Axr-UhvlnTePeVqponuszkkQQxukLw_a5qyGn1YqJ-jif4Ac-GrOoe5UlkoXQIi7jEFp8Y"><u><span style="color: blue;">Amazon</span></u></a>, <a href="http://r20.rs6.net/tn.jsp?llr=t8twhzcab&amp;et=1107494666601&amp;s=949&amp;e=001w7JP-Hxm7be-qzlS5-bGFcL1PWhw5zvO9YUTBsTCBrIcmRmhO0V6vXHT1MyvoNJZ9xLlW8AJsQXhvBDnCMd5shmEXRtmRX1KlX6uMZ1i2G78QWW9dchrjitA7P-XSJOz2mqRc6hj0QttqCN8svtbmXjKKiWraOn1y9g4sN7j6_BcxiHd46Z5QF8vWmY4HSW97aK7QLdp7zJj9z2wF-iKfnXwIf6aYF_k0ZUZ6w94tCCSuzXDKXlACGkkeViur-9biP6ed21p8VVfxYBwzCgp7o-GfM9Hzr9PK6bhHoojbJJRr1qGWH1FjA=="><u><span style="color: blue;">Barnes &amp; Noble</span></u></a>, Apple iBook, and other top booksellers as an e-book. The hardcover version will be released in October. This is a strategic plan, how-to book for entrepreneurs, corporate managers and nonprofit leaders to transform their companies from good to Great (as Jim Collins would say). </span><br /> <br /> <b><span style="font-family: Arial,Helvetica,sans-serif;">Be an Intentional, Systematic, Servant Leader.</span></b><br /> <span style="font-family: Arial,Helvetica,sans-serif;"><br /> </span><br /> <div face="Tahoma, Arial, Helvetica, sans-serif" size="11pt" style="margin-bottom: 0px; margin-top: 0px;"><span style="color: black;"><a href="http://www.successwithpeople.com/who-is-david-russell/" linktype="link" shape="rect" style="color: black; text-decoration: underline;" track="on"><span style="font-family: Arial,Helvetica,sans-serif;">David Russell</span></a><span style="font-family: Arial,Helvetica,sans-serif;">, CEO</span></span></div><span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.successwithpeople.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">Success With People, Inc.</a></span><br /> <span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.managetowin.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">MANAGEtoWIN, Inc.</a></span><br /> <br /> <table border="0" cellpadding="5" cellspacing="0" class="mceItemTable" id="textEdit" tabindex="0"><tbody> <tr> <td _mce_style="background-image: url(https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg); text-align: left; background-color: #900000; letter-spacing: 2px; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; color: #ffffff; font-size: 18pt;" align="left" style="background-color: #900000; background-image: url(&quot;https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg&quot;); color: white; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; font-size: 18pt; letter-spacing: 2px; text-align: left;" styleclass=" style_ArticleTitle style_ArticleTitleBG"><span _mce_style="font-size: 14pt;" style="font-size: 14pt;"><span _mce_style="font-family: Tahoma, Arial, Helvetica, sans-serif;" style="font-family: Tahoma,Arial,Helvetica,sans-serif;"> MEETING IDEAS</span></span></td></tr> <tr> <td _mce_style="text-align: left; color: #000000; font-size: 10pt;" align="left" style="color: black; font-size: 10pt; text-align: left;"><div _mce_style="margin-top: 0px; margin-bottom: 0px;" style="margin-bottom: 0px; margin-top: 0px;"><span _mce_style="font-family: 'Arial', 'sans-serif'; font-size: 11pt;" style="font-family: &quot;Arial&quot;,&quot;sans-serif&quot;; font-size: 11pt;"><b></b>&nbsp; </span></div><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">I apologize for the title of today's newsletter, but the intent is to jolt you and your team to the reality that "puke" happens and how we respond to it as individuals within an organization defines a key part of our client experience.<br /> <br /> Any company can handle a happy customer well, or a typical situation or minor problem.&nbsp; Is everyone in your organization prepared to respond calmly, patiently, and with a smile when your clients "puke" on your company?&nbsp; <br /> <br /> Here are some ideas to discuss problems your people may face less often, but which are still very important to your clients:<br /> <br /> 1.&nbsp; What are five (or up to 10) situations that could occur where a client "pukes" on our company? <br /> <br /> 2.&nbsp; If we were our client, how would we want our company to respond so that we retained our dignity, our embarrassment was removed, our problem solved, and our needs met?<br /> <br /> 3.&nbsp; Two days later I went back into the lobby and Sonia asked me, "How is your little girl feeling?"&nbsp; How can we follow-up after a "pukey situation" to confirm our client has recovered from the disaster?<br /> <br /> 4.&nbsp; How can we train and role-play these type of events so our people expect them rather than become shocked and part of the problem?</span></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><br /> If you need help, <a href="mailto:david@successwithpeople.com">contact me</a>.</span></span></td></tr> </tbody> </table></div><div class="blogger-post-footer"><img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/2241696379536397777-2878068229161204136?l=worksmartlivewell.blogspot.com' alt='' /></div><img src="http://feeds.feedburner.com/~r/HJFUURZHS9FG/blogspot/wgbil/~4/Jjhysbp0cQ0" height="1" width="1"/>David Russellhttp://www.blogger.com/profile/00581525796533280026noreply@blogger.com0http://worksmartlivewell.blogspot.com/2011/09/puke.htmltag:blogger.com,1999:blog-2241696379536397777.post-71077130983696755772011-08-23T00:16:00.000-07:002011-09-15T00:21:33.129-07:002011-09-15T00:21:33.129-07:00<div><span style="font-family: Arial,Helvetica,sans-serif;"><b>9 Days until the <a href="http://www.besttechworkplaces.com/"><u><span style="color: blue;">Best Tech Workplaces</span></u></a> survey begins</b>.&nbsp; Benchmark your firm against other IT solution providers.&nbsp; <a href="http://www.besttechworkplaces.com/register/"><u><span style="color: blue;">Sign-up today</span></u></a>.&nbsp; (Use the coupon code <b>BTW-WorkSmart</b> to save $100.)<br /> <br /> Stage 4 of Step #2 of <b>The Company Culture Challenge</b> is <b>Accountability</b>.&nbsp; Most consultants talk about having a strong mission, values and vision for your company.&nbsp; I believe that is a three-legged stool.&nbsp; <u>You also need accountability</u> to confirm you, your leadership folks and team members are living your mission, values and vision.<br /> <br /> Let me give you four ways to do a quick assessment of whether you have gaps of accountability in your organization (there are more in the book): <br /> <br /> 1.&nbsp; <b>You:</b> What systems do you need to put in place so you are holding yourself accountable and driving accountability in your organization?<br /> <br /> 2.&nbsp; <b>Four Company Culture Cornerstones:</b> How do you hold your people accountable to living your mission, values and vision?<br /> <br /> 3.&nbsp; <b>Perfect Client Experience:</b>&nbsp; If you have not defined your perfect client experience, why are you expecting your people to deliver it?<br /> <br /> 4.&nbsp; <b>Benchmarking:</b>&nbsp; How are you benchmarking your company culture against similar organizations?&nbsp; Financial benchmarking is helpful, but you also need to confirm your people are fully engaged so you can reach your financial goals.&nbsp; We offer the Best Tech Workplaces survey for IT solution providers.&nbsp; There are other great places to work surveys, local and national, that you could consider also.&nbsp; <br /> &nbsp; <br /> <i>For a simple, low-cost strategic plan of what you should do (in general) buy my e-book next week for $9.99</i> - <i><b>The Company Culture Challenge</b></i>.&nbsp;</span><br /> <br /> <b><span style="font-family: Arial,Helvetica,sans-serif;">Be an Intentional, Systematic, Servant Leader.</span></b><br /> <span style="font-family: Arial,Helvetica,sans-serif;"><br /> </span><br /> <div face="Tahoma, Arial, Helvetica, sans-serif" size="11pt" style="margin-bottom: 0px; margin-top: 0px;"><span style="color: black;"><a href="http://www.successwithpeople.com/who-is-david-russell/" linktype="link" shape="rect" style="color: black; text-decoration: underline;" track="on"><span style="font-family: Arial,Helvetica,sans-serif;">David Russell</span></a><span style="font-family: Arial,Helvetica,sans-serif;">, CEO</span></span></div><span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.successwithpeople.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">Success With People, Inc.</a></span><br /> <span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.managetowin.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">MANAGEtoWIN, Inc.</a></span><br /> <br /> <table border="0" cellpadding="5" cellspacing="0" class="mceItemTable" id="textEdit" tabindex="0"><tbody> <tr> <td _mce_style="background-image: url(https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg); text-align: left; background-color: #900000; letter-spacing: 2px; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; color: #ffffff; font-size: 18pt;" align="left" style="background-color: #900000; background-image: url(&quot;https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg&quot;); color: white; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; font-size: 18pt; letter-spacing: 2px; text-align: left;" styleclass=" style_ArticleTitle style_ArticleTitleBG"><span _mce_style="font-size: 14pt;" style="font-size: 14pt;"><span _mce_style="font-family: Tahoma, Arial, Helvetica, sans-serif;" style="font-family: Tahoma,Arial,Helvetica,sans-serif;"> MEETING IDEAS</span></span></td></tr> <tr> <td _mce_style="text-align: left; color: #000000; font-size: 10pt;" align="left" style="color: black; font-size: 10pt; text-align: left;"><div _mce_style="margin-top: 0px; margin-bottom: 0px;" style="margin-bottom: 0px; margin-top: 0px;"><span _mce_style="font-family: 'Arial', 'sans-serif'; font-size: 11pt;" style="font-family: &quot;Arial&quot;,&quot;sans-serif&quot;; font-size: 11pt;"><b></b>&nbsp; </span></div><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">Accountability is critical to the long-term success of your organization.&nbsp; It involves defining your story as an organization, developing great systems to fully engage your people, and then following through to confirm your people are living it out.<br /> <br /> Here are some ideas to consider how well your organization is doing in the four areas above:<br /> <br /> 1.&nbsp; <b>You:</b>&nbsp; What systems do you need to put in place so you are holding yourself accountable and driving accountability in your organization?<br /> <br /> 2.&nbsp; <b>Four Company Culture Cornerstones:</b> First evaluate how accountable your people are to living your mission, values and vision by considering your existing client-related activities. Apply this same standard to evaluating new systems, processes and initiatives.<br /> <br /> 3.&nbsp; <b>Perfect Client Experience:</b></span></span><br /> <ul><li><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">How do you remind, train and encourage your people that the primary objective of your organization is to make customers happy and the greatest fear is an unhappy customer?</span></span></li> <li><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">How is accountability built into your definition of perfect client experiences?</span></span></li> <li><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">How are your leaders held responsible for thoroughly training employees on each opportunity of your Client Experience Cycle and your standards? How are your employees held accountable in these areas?</span></span></li> </ul><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">4.&nbsp; <b>Benchmarking:</b>&nbsp; Sign-up for a benchmark of your people's feelings and commitment to your organization versus similar companies.&nbsp; Our <a href="http://www.besttechworkplaces.com/"><u><span style="color: blue;">Best Tech Workplaces</span></u></a> survey costs only $695.&nbsp; Find one that is best for your company.<br /> <br /> If you need help, <a href="mailto:david@successwithpeople.com">contact me</a>.</span></span></td></tr> </tbody> </table></div><div class="blogger-post-footer"><img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/2241696379536397777-7107713098369675577?l=worksmartlivewell.blogspot.com' alt='' /></div><img src="http://feeds.feedburner.com/~r/HJFUURZHS9FG/blogspot/wgbil/~4/8_6ZusfsLbw" height="1" width="1"/>David Russellhttp://www.blogger.com/profile/00581525796533280026noreply@blogger.com0http://worksmartlivewell.blogspot.com/2011/08/accountability.htmltag:blogger.com,1999:blog-2241696379536397777.post-74879339610597690552011-08-16T00:11:00.000-07:002011-09-15T00:15:40.164-07:002011-09-15T00:15:40.164-07:00<div><span style="font-family: Arial,Helvetica,sans-serif;">I get asked often, "What's the one thing I can do to motivate my employees?"<br /> <br /> My reply, "Make certain they believe the work they do for your company is making a positive difference in the world and they feel appreciated."<br /> <br /> The August issue of SHRM's HR Magazine has an article titled, <b>India's Management Mind-Set</b>.&nbsp; It is based on a Harvard Business Press book from 2010.<br /> <br /> There are four principal practices: <br /> &nbsp; <br /> <b>1.&nbsp; Holistic engagement of employees.</b>&nbsp; "Indian business leaders see their organizations as organic enterprises where sustaining employee morale and <u>building company culture</u> are critical to executing strategy.&nbsp; <u>People are viewed as assets to be developed, not costs to be reduced..."</u><br /> &nbsp; <br /> <b>2.&nbsp; Improvisation and adaptability.</b>&nbsp; In brief, you make do with what you have.<br /> <br /> <b>3.&nbsp; Creative value propositions.</b>&nbsp; Find a balance between satisfying the needs of demanding, value-conscious consumers and efficiency.<br /> <br /> <b>4.&nbsp; Social purpose.</b>&nbsp; "Indian business leaders emphasize personal values, vision of growth and strategic thinking... The social mission for Bharti Airtel Ltd., for example, was to get cell phones into the hands of millions of people who otherwise had no way to communicate with each other.&nbsp; The Tate Nano had a similar goal of getting safer, low-cost transportation to the masses..."<br /> <br /> I was surprised to learn two-thirds of the profits of the Tata Group companies go to its charitable foundations.&nbsp; The Godrej Group has constructed schools, medical clinics and living facilities for employees.&nbsp; Dr. Reddy's has guaranteed to meet the health care needs for 40,000 children.<br /> <br /> Give your people a clear, sincere vision for how you are improving the world and the pursuit of something greater than themselves will motivate them to give you their best.<br /> &nbsp; <br /> <i>For a simple, low-cost strategic plan of what you should do (in general) buy my e-book next week for $9.99</i> - <i><b>The Company Culture Challenge</b></i>.&nbsp;</span><br /> <br /> <b><span style="font-family: Arial,Helvetica,sans-serif;">Be an Intentional, Systematic, Servant Leader.</span></b><br /> <span style="font-family: Arial,Helvetica,sans-serif;"><br /> </span><br /> <div face="Tahoma, Arial, Helvetica, sans-serif" size="11pt" style="margin-bottom: 0px; margin-top: 0px;"><span style="color: black;"><a href="http://www.successwithpeople.com/who-is-david-russell/" linktype="link" shape="rect" style="color: black; text-decoration: underline;" track="on"><span style="font-family: Arial,Helvetica,sans-serif;">David Russell</span></a><span style="font-family: Arial,Helvetica,sans-serif;">, CEO</span></span></div><span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.successwithpeople.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">Success With People, Inc.</a></span><br /> <span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.managetowin.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">MANAGEtoWIN, Inc.</a></span><br /> <br /> <table border="0" cellpadding="5" cellspacing="0" class="mceItemTable" id="textEdit" tabindex="0"><tbody> <tr> <td _mce_style="background-image: url(https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg); text-align: left; background-color: #900000; letter-spacing: 2px; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; color: #ffffff; font-size: 18pt;" align="left" style="background-color: #900000; background-image: url(&quot;https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg&quot;); color: white; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; font-size: 18pt; letter-spacing: 2px; text-align: left;" styleclass=" style_ArticleTitle style_ArticleTitleBG"><span _mce_style="font-size: 14pt;" style="font-size: 14pt;"><span _mce_style="font-family: Tahoma, Arial, Helvetica, sans-serif;" style="font-family: Tahoma,Arial,Helvetica,sans-serif;"> MEETING IDEAS</span></span></td></tr> <tr> <td _mce_style="text-align: left; color: #000000; font-size: 10pt;" align="left" style="color: black; font-size: 10pt; text-align: left;"><div _mce_style="margin-top: 0px; margin-bottom: 0px;" style="margin-bottom: 0px; margin-top: 0px;"><span _mce_style="font-family: 'Arial', 'sans-serif'; font-size: 11pt;" style="font-family: &quot;Arial&quot;,&quot;sans-serif&quot;; font-size: 11pt;"><b></b>&nbsp; </span></div><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">Good intentions will not enable your company to become the best it can be.&nbsp; If you sincerely want to make the world a better place then there is no better time to start than now.<br /> <br /> Here are some ideas to discuss how your people can <b>Understand How You Make</b> a Difference (one of the desired results of my Success With People system) in your world:<br /> <br /> <b>1.&nbsp; What?</b>&nbsp; Your company may be helping a charitable organization in your community, but the focus of the group may not be meaningful to your employees.&nbsp; Discuss what issue is most important to your people and come to agreement on how you will seek to serve that cause.<br /> <br /> <b>2. How much?</b>&nbsp; It is better to make a significant difference in the lives of others by serving one person, one family or one group rather than spreading your organization too thin. It is also good to start small and then build from they are even if you have a grand vision of impact. Discuss what your company can realistically do for others today.<br /> <br /> <b>3.&nbsp; Plan.</b>&nbsp; Work with your people to schedule what you want to accomplish for others through 2011 or even into 2012.&nbsp; Be realistic, but visionary.&nbsp; Demonstrate integrity and love.&nbsp; HAVE FUN.&nbsp; Report how your people are improving the lives of others.&nbsp; Take lots of photos.<br /> <br /> Last, but not least, thank your people to remind them how they are making a positive difference and how much you value them. <br /> <br /> If you need help, <a href="mailto:david@successwithpeople.com">contact me</a>.</span></span></td></tr> </tbody> </table></div><div class="blogger-post-footer"><img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/2241696379536397777-7487933961059769055?l=worksmartlivewell.blogspot.com' alt='' /></div><img src="http://feeds.feedburner.com/~r/HJFUURZHS9FG/blogspot/wgbil/~4/OUw6h1Jbh_I" height="1" width="1"/>David Russellhttp://www.blogger.com/profile/00581525796533280026noreply@blogger.com0http://worksmartlivewell.blogspot.com/2011/08/fulfilling.htmltag:blogger.com,1999:blog-2241696379536397777.post-26732333613975155072011-08-09T00:07:00.000-07:002011-09-15T00:10:21.431-07:002011-09-15T00:10:21.431-07:00<div><span style="font-family: Arial,Helvetica,sans-serif;">On the evening of July 28 I convinced my family to liquidate all our stock holdings into cash, which we did the following day.&nbsp; While many of you attended college for education, I went to U.C. Berkeley to play water polo.&nbsp; I left early and got a 5 year education on the floor of the Pacific Stock Exchange.&nbsp; My life experience gives me a different perspective than some people.<br /> <br /> The stock market has dropped and economic uncertainties will continue, but you don't read this newsletter to hear my stock predictions or views on how to restore America before the dream is gone. <br /> <br /> <b>What does the stock market drop mean for you as a leader?</b><br /> &nbsp; <br /> <b>1.&nbsp; Opportunity.&nbsp;</b> Economic uncertainly means opportunity for shrewd business people.&nbsp; Zappos, which was broke in 1999, grew through the dot-bomb economy of 2001-03 and the 2008-09 recession.&nbsp; <u>They sell shoes!</u>&nbsp; <i>And not at the lowest prices, but rather a fair price.</i>&nbsp; If they can make money selling shoes online during multiple economic downturns, then you can too.<br /> &nbsp; <br /> <b>2.&nbsp; Habits.</b>&nbsp; In brief, you have to change your habits as a leader so you are more focused on your company culture.&nbsp; This has two key outcomes:&nbsp; (1) It improves the experience of clients doing business with your company so they buy more from you and recommend you to others;&nbsp; and (2) your employees become more engaged so their productivity improves, profitability increases, and personal fulfillment in their careers soar.<br /> <br /> <b>3.&nbsp; How.</b>&nbsp; It is not easy, but the way to success is straightforward and systematic.&nbsp; Over the next few weeks we are introducing new low-cost and fairly priced programs to improve your company culture.&nbsp; Watch your Inbox.<br /> <br /> We can do this, BUT it takes making a decision to do business differently and then following through. <br /> &nbsp; <br /> <i>For a simple, low-cost strategic plan of what you should do (in general) buy my e-book next week for $9.99</i> - <i><b>The Company Culture Challenge</b></i>. </span><br /> <span style="font-family: Arial,Helvetica,sans-serif;">&nbsp;</span><b><span style="font-family: Arial,Helvetica,sans-serif;">Be an Intentional, Systematic, Servant Leader.</span></b><br /> <span style="font-family: Arial,Helvetica,sans-serif;"><br /> </span><br /> <div face="Tahoma, Arial, Helvetica, sans-serif" size="11pt" style="margin-bottom: 0px; margin-top: 0px;"><span style="color: black;"><a href="http://www.successwithpeople.com/who-is-david-russell/" linktype="link" shape="rect" style="color: black; text-decoration: underline;" track="on"><span style="font-family: Arial,Helvetica,sans-serif;">David Russell</span></a><span style="font-family: Arial,Helvetica,sans-serif;">, CEO</span></span></div><span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.successwithpeople.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">Success With People, Inc.</a></span><br /> <span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.managetowin.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">MANAGEtoWIN, Inc.</a></span><br /> <br /> <table border="0" cellpadding="5" cellspacing="0" class="mceItemTable" id="textEdit" tabindex="0"><tbody> <tr> <td _mce_style="background-image: url(https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg); text-align: left; background-color: #900000; letter-spacing: 2px; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; color: #ffffff; font-size: 18pt;" align="left" style="background-color: #900000; background-image: url(&quot;https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg&quot;); color: white; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; font-size: 18pt; letter-spacing: 2px; text-align: left;" styleclass=" style_ArticleTitle style_ArticleTitleBG"><span _mce_style="font-size: 14pt;" style="font-size: 14pt;"><span _mce_style="font-family: Tahoma, Arial, Helvetica, sans-serif;" style="font-family: Tahoma,Arial,Helvetica,sans-serif;"> MEETING IDEAS</span></span></td></tr> <tr> <td _mce_style="text-align: left; color: #000000; font-size: 10pt;" align="left" style="color: black; font-size: 10pt; text-align: left;"><div _mce_style="margin-top: 0px; margin-bottom: 0px;" style="margin-bottom: 0px; margin-top: 0px;"><span _mce_style="font-family: 'Arial', 'sans-serif'; font-size: 11pt;" style="font-family: &quot;Arial&quot;,&quot;sans-serif&quot;; font-size: 11pt;"><b></b>&nbsp; </span></div><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">You have to be realistic about economic uncertainty, but not let the negatives blind you to the opportunities.&nbsp; The way through is to have a clear strategic plan and follow it systematically.<br /> <br /> Here are some ideas for how you might discuss the current economic situation with your team:<br /> <br /> <b>1.&nbsp; What is the impact so far?</b>&nbsp; Ask your people to confirm progress on client contracts and discuss possible extensions of business.&nbsp; Have everyone report back on their perception of your clients' confidence of current and next-in-line projects. <br /> <br /> <b>2.&nbsp; Focus more on value.</b>&nbsp; Overcome fear with financial value.&nbsp; Too often we get focused on selling "stuff" rather than delivering a product or service that improves the life of the client, increases their profits or lowers costs.&nbsp;&nbsp; What is the REAL VALUE of each of our top ten products or services to our clients?<br /> <br /> <b>3.&nbsp; Find The Flaw.</b>&nbsp; This is a simple game I recently created from a standard process.&nbsp; One person is responsible for convincing the others one of your top products or services offers a real financial value to your clients.&nbsp; The person starts by presenting why the item increases revenue/profit or lowers costs for your clients.&nbsp; The others can choose sides:&nbsp; (1) To provide additional information to support the person's claims of your offering's benefits;&nbsp; or (2) to question, debate the facts, and politely, professionally challenge the person's claims.&nbsp; <b>THE GOAL:</b>&nbsp; Identify ways to improve the ways clients are served;&nbsp; products and services are delivered;&nbsp; and employees are managed.<br /> <br /> If you need help, <a href="mailto:david@successwithpeople.com">contact me</a>.</span></span></td></tr> </tbody> </table></div><div class="blogger-post-footer"><img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/2241696379536397777-2673233361397515507?l=worksmartlivewell.blogspot.com' alt='' /></div><img src="http://feeds.feedburner.com/~r/HJFUURZHS9FG/blogspot/wgbil/~4/WB_UVJYJUPg" height="1" width="1"/>David Russellhttp://www.blogger.com/profile/00581525796533280026noreply@blogger.com0http://worksmartlivewell.blogspot.com/2011/08/stocks-drop.htmltag:blogger.com,1999:blog-2241696379536397777.post-80928936590463024012011-07-26T00:02:00.000-07:002011-09-15T00:06:36.563-07:002011-09-15T00:06:36.563-07:00<div><span style="font-family: Arial,Helvetica,sans-serif;">What do you call your coworkers?&nbsp; Employees?&nbsp; Team members?&nbsp; Partners?&nbsp; He/she... or when they did something wrong, him/her?</span><br style="font-family: Arial,Helvetica,sans-serif;" /><span style="font-family: Arial,Helvetica,sans-serif;">&nbsp;</span><br style="font-family: Arial,Helvetica,sans-serif;" /><span style="font-family: Arial,Helvetica,sans-serif;">What about your clients?&nbsp; Is it, clients or Clients?&nbsp; Partners?&nbsp; Customers?&nbsp; Them?&nbsp; That _____...? </span><br style="font-family: Arial,Helvetica,sans-serif;" /><span style="font-family: Arial,Helvetica,sans-serif;">&nbsp;</span><br style="font-family: Arial,Helvetica,sans-serif;" /><span style="font-family: Arial,Helvetica,sans-serif;"><a href="http://r20.rs6.net/tn.jsp?llr=t8twhzcab&amp;et=1106791744241&amp;s=949&amp;e=001fTNGhpGLnlBbrPkEk0TV4radhyhlVG-qmOJoDnCJDdIHWhTkJfgWDxnBAYLgRqpii0d_6vK_Wgwd5s1fjMndbo5zVptsxViznvOFpfvUBK8QsRr60A-87Q=="><u><span style="color: blue;">John DiJulius</span></u></a> recently (7/13/11) was quoting something written by Joseph Michelli From The New Gold Standard: 5 Leadership Principles for Creating a Legendary Customer Experience, Courtesy of the Ritz-Carlton Hotel Company.</span><br style="font-family: Arial,Helvetica,sans-serif;" /><br style="font-family: Arial,Helvetica,sans-serif;" /><span style="font-family: Arial,Helvetica,sans-serif;">Here is how the Ritz-Carlton refers to ALL of their employees:</span><br style="font-family: Arial,Helvetica,sans-serif;" /><br style="font-family: Arial,Helvetica,sans-serif;" /><b><span style="font-family: Arial,Helvetica,sans-serif;">"The Ritz-Carlton mindset -</span></b><br style="font-family: Arial,Helvetica,sans-serif;" /><span style="font-family: Arial,Helvetica,sans-serif;">Our ladies &amp; gentlemen come from the exact same labor force, background and quality of life as our competitor's labor pool.</span><br style="font-family: Arial,Helvetica,sans-serif;" /><span style="font-family: Arial,Helvetica,sans-serif;">&nbsp;We're not paying a premium, we pay the same as others in our industry. </span><br style="font-family: Arial,Helvetica,sans-serif;" /><span style="font-family: Arial,Helvetica,sans-serif;">&nbsp;</span><br style="font-family: Arial,Helvetica,sans-serif;" /><span style="font-family: Arial,Helvetica,sans-serif;">It's really how we select our people and what we do when they join our family. </span><br style="font-family: Arial,Helvetica,sans-serif;" /><span style="font-family: Arial,Helvetica,sans-serif;">&nbsp;</span><br style="font-family: Arial,Helvetica,sans-serif;" /><span style="font-family: Arial,Helvetica,sans-serif;">We create guidelines for how our people are to perform, but for them to really generate the unique and memorable experience, we have to empower them. You just can't micromanage </span><br style="font-family: Arial,Helvetica,sans-serif;" /><span style="font-family: Arial,Helvetica,sans-serif;">unique and memorable outcomes."</span><br style="font-family: Arial,Helvetica,sans-serif;" /><span style="font-family: Arial,Helvetica,sans-serif;">&nbsp;</span><br style="font-family: Arial,Helvetica,sans-serif;" /><span style="font-family: Arial,Helvetica,sans-serif;"><b>My Point:</b>&nbsp; Notice how they refer to their employees as "Our ladies and gentlemen..."&nbsp; What would happen if we gave our Employees and Clients (capital "e" and "c") that level of respect?</span><br style="font-family: Arial,Helvetica,sans-serif;" /><br style="font-family: Arial,Helvetica,sans-serif;" /><span style="font-family: Arial,Helvetica,sans-serif;">Considering our people and Clients as ladies and gentlemen should not feel like a foreign language.&nbsp; If it does, then enjoy talking about this at your next team meeting.</span><br style="font-family: Arial,Helvetica,sans-serif;" /><span style="font-family: Arial,Helvetica,sans-serif;">&nbsp;</span><br style="font-family: Arial,Helvetica,sans-serif;" /><span style="font-family: Arial,Helvetica,sans-serif;">Watch for the e-book version of my next book, <i><b>The Company Culture Challenge</b></i>, out later this week!</span><br /> <br /> <span style="font-family: Arial,Helvetica,sans-serif;">&nbsp;</span><b><span style="font-family: Arial,Helvetica,sans-serif;">Be an Intentional, Systematic, Servant Leader.</span></b><br /> <span style="font-family: Arial,Helvetica,sans-serif;"><br /> </span><br /> <div face="Tahoma, Arial, Helvetica, sans-serif" size="11pt" style="margin-bottom: 0px; margin-top: 0px;"><span style="color: black;"><a href="http://www.successwithpeople.com/who-is-david-russell/" linktype="link" shape="rect" style="color: black; text-decoration: underline;" track="on"><span style="font-family: Arial,Helvetica,sans-serif;">David Russell</span></a><span style="font-family: Arial,Helvetica,sans-serif;">, CEO</span></span></div><span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.successwithpeople.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">Success With People, Inc.</a></span><br /> <span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.managetowin.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">MANAGEtoWIN, Inc.</a></span><br /> <br /> <table border="0" cellpadding="5" cellspacing="0" class="mceItemTable" id="textEdit" tabindex="0"><tbody> <tr> <td _mce_style="background-image: url(https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg); text-align: left; background-color: #900000; letter-spacing: 2px; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; color: #ffffff; font-size: 18pt;" align="left" style="background-color: #900000; background-image: url(&quot;https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg&quot;); color: white; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; font-size: 18pt; letter-spacing: 2px; text-align: left;" styleclass=" style_ArticleTitle style_ArticleTitleBG"><span _mce_style="font-size: 14pt;" style="font-size: 14pt;"><span _mce_style="font-family: Tahoma, Arial, Helvetica, sans-serif;" style="font-family: Tahoma,Arial,Helvetica,sans-serif;"> MEETING IDEAS</span></span></td></tr> <tr> <td _mce_style="text-align: left; color: #000000; font-size: 10pt;" align="left" style="color: black; font-size: 10pt; text-align: left;"><div _mce_style="margin-top: 0px; margin-bottom: 0px;" style="margin-bottom: 0px; margin-top: 0px;"><span _mce_style="font-family: 'Arial', 'sans-serif'; font-size: 11pt;" style="font-family: &quot;Arial&quot;,&quot;sans-serif&quot;; font-size: 11pt;"><b></b>&nbsp; </span></div><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">Some companies require their employees to dress at least "business casual" at the office because they have found it improves their focus and work behaviors.<br /> <br /> How about your office?&nbsp; Have you become so easy going with your dress code (virtually none), foul language, beer bust Fridays and other often superficial ways to engage employees that you have lost the value of respect and professionalism in your workplace?<br /> <br /> Before you call me a snob, please understand I believe each company culture has unique attributes based on the Clients you want to serve.&nbsp; Nevertheless respect and appreciation are powerful attributes of company culture.<br /> <br /> Here are some ideas for how you might discuss the way your Ladies and Gentlemen refer to each other, your clients, vendors and community... and why:<br /> <br /> 1.&nbsp; List how each person refers to coworkers, Clients and vendors on a whiteboard.<br /> <br /> 2.&nbsp; Confirm you have the entire list, not just what people say in public or to people's faces.<br /> <br /> 3.&nbsp; Discuss how the way you refer to each type of person (coworker, Client and vendor) indicates your level of respect and appreciation of them.<br /> <br /> 4.&nbsp; What would happen to your company if the way you refer to coworkers, Clients or vendors was reported on the front page of your local print newspaper or news website tomorrow morning?<br /> <br /> 5.&nbsp; What could be the benefits of referring to coworkers, Clients and vendors with more respect and appreciation?&nbsp; How do you do that?&nbsp; How do you hold each other accountable without nitpicking everything people say?<br /> <br /> If you need help, <a href="mailto:david@successwithpeople.com">contact me</a>.</span></span></td></tr> </tbody> </table></div><div class="blogger-post-footer"><img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/2241696379536397777-8092893659046302401?l=worksmartlivewell.blogspot.com' alt='' /></div><img src="http://feeds.feedburner.com/~r/HJFUURZHS9FG/blogspot/wgbil/~4/kcLDqctzI0o" height="1" width="1"/>David Russellhttp://www.blogger.com/profile/00581525796533280026noreply@blogger.com0http://worksmartlivewell.blogspot.com/2011/07/hey-you.htmltag:blogger.com,1999:blog-2241696379536397777.post-42151338375893261982011-07-19T19:46:00.000-07:002011-09-14T19:49:08.286-07:002011-09-14T19:49:08.286-07:00<div><span style="font-family: Arial,Helvetica,sans-serif;">A client calls and upset about your service/products.</span><br style="font-family: Arial,Helvetica,sans-serif;" /><br style="font-family: Arial,Helvetica,sans-serif;" /><span style="font-family: Arial,Helvetica,sans-serif;">A great employee quits.</span><br style="font-family: Arial,Helvetica,sans-serif;" /><br style="font-family: Arial,Helvetica,sans-serif;" /><span style="font-family: Arial,Helvetica,sans-serif;">Someone does something unexpected that you feel is wrong.</span><br style="font-family: Arial,Helvetica,sans-serif;" /><br style="font-family: Arial,Helvetica,sans-serif;" /><span style="font-family: Arial,Helvetica,sans-serif;">Challenges are part of life. As much as we dream of a life without them, a challenge-free life would be very boring and unfulfilling. <i>We would stop growing</i>.</span><br style="font-family: Arial,Helvetica,sans-serif;" /><br style="font-family: Arial,Helvetica,sans-serif;" /><span style="font-family: Arial,Helvetica,sans-serif;">Just a quick suggestion: The next challenge you face, insult you receive, unexpected interaction that occurs... <u>PAUSE before responding</u>, and simply ask yourself:</span><br style="font-family: Arial,Helvetica,sans-serif;" /><br style="font-family: Arial,Helvetica,sans-serif;" /><span style="font-family: Arial,Helvetica,sans-serif;">"What am I supposed to learn through this situation?" </span><br style="font-family: Arial,Helvetica,sans-serif;" /><span style="font-family: Arial,Helvetica,sans-serif;">&nbsp;</span><br style="font-family: Arial,Helvetica,sans-serif;" /><span style="font-family: Arial,Helvetica,sans-serif;">The answer may surprise you.</span><br style="font-family: Arial,Helvetica,sans-serif;" /><span style="font-family: Arial,Helvetica,sans-serif;">&nbsp;</span><br style="font-family: Arial,Helvetica,sans-serif;" /><span style="font-family: Arial,Helvetica,sans-serif;">Watch for the e-book version of my next book, <i><b>The Company Culture Challenge</b></i>, out later this month!</span><br style="font-family: Arial,Helvetica,sans-serif;" /><span style="font-family: Arial,Helvetica,sans-serif;">&nbsp;</span><b><span style="font-family: Arial,Helvetica,sans-serif;">Be an Intentional, Systematic, Servant Leader.</span></b><br /> <span style="font-family: Arial,Helvetica,sans-serif;"><br /> </span><br /> <div face="Tahoma, Arial, Helvetica, sans-serif" size="11pt" style="margin-bottom: 0px; margin-top: 0px;"><span style="color: black;"><a href="http://www.successwithpeople.com/who-is-david-russell/" linktype="link" shape="rect" style="color: black; text-decoration: underline;" track="on"><span style="font-family: Arial,Helvetica,sans-serif;">David Russell</span></a><span style="font-family: Arial,Helvetica,sans-serif;">, CEO</span></span></div><span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.successwithpeople.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">Success With People, Inc.</a></span><br /> <span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.managetowin.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">MANAGEtoWIN, Inc.</a></span><br /> <br /> <table border="0" cellpadding="5" cellspacing="0" class="mceItemTable" id="textEdit" tabindex="0"><tbody> <tr> <td _mce_style="background-image: url(https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg); text-align: left; background-color: #900000; letter-spacing: 2px; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; color: #ffffff; font-size: 18pt;" align="left" style="background-color: #900000; background-image: url(&quot;https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg&quot;); color: white; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; font-size: 18pt; letter-spacing: 2px; text-align: left;" styleclass=" style_ArticleTitle style_ArticleTitleBG"><span _mce_style="font-size: 14pt;" style="font-size: 14pt;"><span _mce_style="font-family: Tahoma, Arial, Helvetica, sans-serif;" style="font-family: Tahoma,Arial,Helvetica,sans-serif;"> MEETING IDEAS</span></span></td></tr> <tr> <td _mce_style="text-align: left; color: #000000; font-size: 10pt;" align="left" style="color: black; font-size: 10pt; text-align: left;"><div _mce_style="margin-top: 0px; margin-bottom: 0px;" style="margin-bottom: 0px; margin-top: 0px;"><span _mce_style="font-family: 'Arial', 'sans-serif'; font-size: 11pt;" style="font-family: &quot;Arial&quot;,&quot;sans-serif&quot;; font-size: 11pt;"><b></b>&nbsp; </span></div><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">Challenges are a blessing in our lives, yet often it is difficult to separate the learning opportunity from our frustration at not having our expectations or hopes met. <br /> <br /> Here are some ideas for how you might discuss the way you and your people respond to challenges with your team:<br /> <br /> 1.&nbsp; List what you could learn from challenges.&nbsp; For instance, a new behavior, possibly a company value-standard-policy... needs to be changed, the situation indicates you need to train your people better, a client costs more to keep than the revenue they bring in, an employee is not a match with your company culture...<br /> <br /> 2.&nbsp; List the frustrations, unexpected problems, bad behavior by others and any other challenges you have had during the past week.<br /> <br /> 3.&nbsp; Openly discuss what you are supposed to learn from each of these situations.&nbsp; At first consider all options. In the end, you may decide you are supposed to apply only 1-2 of the possibilities.<br /> <br /> 4.&nbsp; Determine how you will take action on what you learned and how there will be accountability to confirm the changes made are occuring and creating more positive outcomes.<br /> <br /> If you need help, <a href="mailto:david@successwithpeople.com">contact me</a>.</span></span></td></tr> </tbody> </table></div><div class="blogger-post-footer"><img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/2241696379536397777-4215133837589326198?l=worksmartlivewell.blogspot.com' alt='' /></div><img src="http://feeds.feedburner.com/~r/HJFUURZHS9FG/blogspot/wgbil/~4/KgbFeePndP4" height="1" width="1"/>David Russellhttp://www.blogger.com/profile/00581525796533280026noreply@blogger.com0http://worksmartlivewell.blogspot.com/2011/07/challenges.htmltag:blogger.com,1999:blog-2241696379536397777.post-87548965278783963602011-07-13T19:40:00.000-07:002011-09-14T19:45:39.270-07:002011-09-14T19:45:39.270-07:00<div><div style="font-family: Arial,Helvetica,sans-serif;">I often get asked how to deal with negative people in the workplace.&nbsp; There are a number of actions to take, varying on the situation, but here is one thing you can do.<br /> <br /> Be nice, and require others to do the same.&nbsp; Here are two examples of how to balance positive comments/encouragement with correction, reprimands or advice:<br /> <br /> <b>Example #1:</b>&nbsp; The authors of The Carrot Principle did a huge survey years ago.&nbsp; One conclusion of the survey is <u>67% of employees have not received a compliment during the past year.</u>&nbsp; I suggest this is <b>not true</b>.&nbsp; The problem is they have received so many reprimands, negative feedback and corrections that the compliments were forgotten.<br /> <br /> <i>How do you think your people feel?&nbsp; Could it be the person on your team with a bad attitude is not having their communication needs met - they are different than your other people - so they have developed a negative attitude?</i><br /> <b><br /> </b><br /> <b>Example #2:</b>&nbsp; (A favorite story of a friend of mine.)&nbsp; Many years ago a man was asked to become the chairman of the board for a non-profit company in my local community.&nbsp; This organization was having serious trouble.&nbsp; The board meetings were long affairs, often lasting until one or two o'clock in the morning as the top executive fought it out with the board members and everyone had to have their say.&nbsp; It was unproductive and contrary to the values of the organization.<br /> <br /> To start his initial meeting as chairman, my friend said:&nbsp; <i>"I have two rules on how these meetings will proceed.&nbsp; First, each meeting will end at 11:00 p.m., even if someone is mid-sentence.&nbsp; Therefore please keep your comments brief and try not to repeat what others have already said.&nbsp; Second, if you have something negative to say, you must first say three sincere, positive things." </i><br /> <br /> <u>He then enforced those rules.</u>&nbsp; The situation turned around rapidly.<br /> Notice my friend had carefully considered the situation and then focused on the positive. <br /> <br /> Human nature leads many people to build themselves up by putting others down.&nbsp; <i>Being negative does not get results long-term</i>.&nbsp; Look below for some ideas on how to move beyond negativity.<br /> <br /> Watch for the e-book version of my next book, <i><b>The Company Culture Challenge</b></i>, out later this month!</div><br /> <b><span style="font-family: Arial,Helvetica,sans-serif;">Be an Intentional, Systematic, Servant Leader.</span></b><br /> <span style="font-family: Arial,Helvetica,sans-serif;"><br /> </span><br /> <div face="Tahoma, Arial, Helvetica, sans-serif" size="11pt" style="margin-bottom: 0px; margin-top: 0px;"><span style="color: black;"><a href="http://www.successwithpeople.com/who-is-david-russell/" linktype="link" shape="rect" style="color: black; text-decoration: underline;" track="on"><span style="font-family: Arial,Helvetica,sans-serif;">David Russell</span></a><span style="font-family: Arial,Helvetica,sans-serif;">, CEO</span></span></div><span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.successwithpeople.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">Success With People, Inc.</a></span><br /> <span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.managetowin.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">MANAGEtoWIN, Inc.</a></span><br /> <br /> <table border="0" cellpadding="5" cellspacing="0" class="mceItemTable" id="textEdit" tabindex="0"><tbody> <tr> <td _mce_style="background-image: url(https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg); text-align: left; background-color: #900000; letter-spacing: 2px; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; color: #ffffff; font-size: 18pt;" align="left" style="background-color: #900000; background-image: url(&quot;https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg&quot;); color: white; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; font-size: 18pt; letter-spacing: 2px; text-align: left;" styleclass=" style_ArticleTitle style_ArticleTitleBG"><span _mce_style="font-size: 14pt;" style="font-size: 14pt;"><span _mce_style="font-family: Tahoma, Arial, Helvetica, sans-serif;" style="font-family: Tahoma,Arial,Helvetica,sans-serif;"> MEETING IDEAS</span></span></td></tr> <tr> <td _mce_style="text-align: left; color: #000000; font-size: 10pt;" align="left" style="color: black; font-size: 10pt; text-align: left;"><div _mce_style="margin-top: 0px; margin-bottom: 0px;" style="margin-bottom: 0px; margin-top: 0px;"><span _mce_style="font-family: 'Arial', 'sans-serif'; font-size: 11pt;" style="font-family: &quot;Arial&quot;,&quot;sans-serif&quot;; font-size: 11pt;"><b></b>&nbsp; </span></div><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">Negativity can kill any company culture and destroy how your clients' experience of doing business with your company.&nbsp; This habit is relatively simple to test for one meeting, a week, a month or a full 90-day pilot.<br /> <br /> Here are some ideas to consider:<br /> <br /> 1.&nbsp; At your next meeting follow my friend's approach.&nbsp; Require everyone to say three positives before they can say anything negative.<br /> <br /> 2.&nbsp; Consider each person who reports directly to you, or with whom you interact regularly as a peer.&nbsp; Are you giving more correction and negativity than sincere, truthful, positive affirmation?&nbsp; Make a commitment to change.&nbsp; Start each day with the commitment and check yourself at the end of the day.<br /> <br /> 3.&nbsp; Ask your people to tell you when they were last complimented and what the person said about them.&nbsp; This informal survey may confirm everything in your organization is wonderful, or that you have a negativity problem.<br /> <br /> 4.&nbsp; Remember you have to model the change first, and enforce it gently, professionally and respectfully.&nbsp; Without follow-through, your encouragement or requirement for people to be nice damages your company culture instead of strengthens it.<br /> <br /> 5.&nbsp; No excuses.&nbsp; I'm too busy...&nbsp; I forgot...&nbsp; is all garbage.&nbsp; You either manage your mouth so people are reinforced positively or not.&nbsp; You can balance your accountability by setting a daily reminder to yourself in Outlook (task) and asking others to hold you accountable, but the bottom line is this is your responsibility.<br /> <br /> If you need help, <a href="mailto:david@successwithpeople.com">contact me</a>.</span></span></td></tr> </tbody> </table></div><div class="blogger-post-footer"><img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/2241696379536397777-8754896527878396360?l=worksmartlivewell.blogspot.com' alt='' /></div><img src="http://feeds.feedburner.com/~r/HJFUURZHS9FG/blogspot/wgbil/~4/ySVsrFFOCVQ" height="1" width="1"/>David Russellhttp://www.blogger.com/profile/00581525796533280026noreply@blogger.com0http://worksmartlivewell.blogspot.com/2011/07/cure-negativity.htmltag:blogger.com,1999:blog-2241696379536397777.post-479685235266504422011-07-06T19:37:00.000-07:002011-09-14T19:43:05.228-07:002011-09-14T19:43:05.228-07:00<div><div style="font-family: Arial,Helvetica,sans-serif;">The Fortune 500 issue is usually not interesting to me, but the May 23, 2011 issue also <a href="http://r20.rs6.net/tn.jsp?llr=t8twhzcab&amp;et=1106414357810&amp;s=949&amp;e=001l_nZaeesZzi3KfRnzGLXL7j-3P7hxj-XS9ZvZePfOtLXrqfy9BF08yUD5OhKmNCti8zDX8P--KmZJYq7iLQnCre16U_ioPMEjXuFco4FIVOgtRZV3Bc4gjLYB6a_VO-bcgNW-ti9tpGMNszyyscB7zdfnrgqtceQ" style="color: blue;">has an article on Apple</a> everyone should read.<br /> <br /> The reason is as leaders we have to decide how involved we must be in decisions at our company.&nbsp; Steve Jobs at Apple makes more than most of us, but the article made me wonder:&nbsp; <b>Have I been making less decisions than I should?</b>&nbsp; <i>(I want a balance.)</i><br /> <br /> Here are some statements from the article to make you think:<br /> <br /> "...Somewhere between the janitor and the CEO, reasons stop mattering."&nbsp; <i>(Based on a Jobs' parable - only results matter.)</i><br /> <br /> "...Jobs indoctrinates a culture of responsibility by hosting a series of weekly meetings that are the metronome that sets the beat for the entire company..."&nbsp; <i>(If you think you have too many meetings, think again.)</i><br /> <br /> "...The accountability mindset extends down the ranks.&nbsp; At Apple there is never any confusion as to who is responsible for what."&nbsp; <i>(Or what happens when you make a mistake, because unlike many companies, at Apple there are consequences.)</i><br /> <br /> "...Constant course correction."&nbsp; <i>(The executive team can change direction and apply the change instantly.&nbsp; This has positive and negative impact, but very interesting for a company their size.)</i><br /> <br /> "...One of Apple's greatest strengths is its ability to focus on just a few things at a time... Saying no at Apple is as important as saying yes."&nbsp; <i>(This is something I am working on...)</i><br /> <br /> "...There is a small group at Apple that most certainly has met Steve Jobs.&nbsp; It's called the Top 100, and every year or so Jobs gathers these select few for an intense three-day strategy session at a proverbially secure, undisclosed location."&nbsp; <i>(This is something you should consider.&nbsp; It's a working session, not golf.)</i><br /> <br /> "...Specialization is the norm at Apple, and as a result, Apple employees aren't exposed to functions outside their area of expertise."&nbsp; <i>(Interesting boundary to consider...)</i><br /> <br /> "... He has created a culture that, while not particularly jolly, has internalized his ways..."&nbsp; <i>(Jobs has hired top people to make certain he influences the company even from his grave.&nbsp; Done properly, this is a key way to grow your organization whether your health is questionable or not.&nbsp; Too many leaders speak of company culture, but in reality their company culture is not clearly defined.)</i><br /> <br /> Watch for the e-book version of my next book,<b> The Company Culture Challenge</b>, out later this month!</div><br /> <b><span style="font-family: Arial,Helvetica,sans-serif;">Be an Intentional, Systematic, Servant Leader.</span></b><br /> <span style="font-family: Arial,Helvetica,sans-serif;"><br /> </span><br /> <div face="Tahoma, Arial, Helvetica, sans-serif" size="11pt" style="margin-bottom: 0px; margin-top: 0px;"><span style="color: black;"><a href="http://www.successwithpeople.com/who-is-david-russell/" linktype="link" shape="rect" style="color: black; text-decoration: underline;" track="on"><span style="font-family: Arial,Helvetica,sans-serif;">David Russell</span></a><span style="font-family: Arial,Helvetica,sans-serif;">, CEO</span></span></div><span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.successwithpeople.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">Success With People, Inc.</a></span><br /> <span style="color: black; font-family: Arial,Helvetica,sans-serif;"><a href="http://www.managetowin.com/" linktype="link" shape="rect" style="color: blue; text-decoration: underline;" track="on">MANAGEtoWIN, Inc.</a></span><br /> <br /> <table border="0" cellpadding="5" cellspacing="0" class="mceItemTable" id="textEdit" tabindex="0"><tbody> <tr> <td _mce_style="background-image: url(https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg); text-align: left; background-color: #900000; letter-spacing: 2px; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; color: #ffffff; font-size: 18pt;" align="left" style="background-color: #900000; background-image: url(&quot;https://imgssl.constantcontact.com/letters/images/1101093164665/auto-titlebg1.jpg&quot;); color: white; font-family: Arial Narrow, Arial MT Condensed Light, sans-serif; font-size: 18pt; letter-spacing: 2px; text-align: left;" styleclass=" style_ArticleTitle style_ArticleTitleBG"><span _mce_style="font-size: 14pt;" style="font-size: 14pt;"><span _mce_style="font-family: Tahoma, Arial, Helvetica, sans-serif;" style="font-family: Tahoma,Arial,Helvetica,sans-serif;"> MEETING IDEAS</span></span></td></tr> <tr> <td _mce_style="text-align: left; color: #000000; font-size: 10pt;" align="left" style="color: black; font-size: 10pt; text-align: left;"><div _mce_style="margin-top: 0px; margin-bottom: 0px;" style="margin-bottom: 0px; margin-top: 0px;"><span _mce_style="font-family: 'Arial', 'sans-serif'; font-size: 11pt;" style="font-family: &quot;Arial&quot;,&quot;sans-serif&quot;; font-size: 11pt;"><b></b>&nbsp; </span></div><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">Whether you do this on your own or with a group, I strongly encourage you to consider whether you need to be involved in more - or less - of the decisions being made at your firm.&nbsp; To error on either side of the equation causes problems.<br /> <br /> Here are some ideas to consider:<br /> <br /> 1.&nbsp; Forget the reasons causing the mistake for a moment.&nbsp;<b> Who is responsible</b>, how can the problem be fixed so it does not happen again, and <b>what are the consequences</b> for making the mistake, and repeated mistakes?<br /> <br /> 2.&nbsp; It is not a question of having too many meetings.&nbsp; Are you having <b>the right meetings</b>?&nbsp; Why?&nbsp; Should your schedule change?<br /> <br /> 3.&nbsp; How is it clear <b>who is responsible for what </b>in our organization?<br /> <br /> 4.&nbsp; Do we need to improve our ability to change course more quickly?&nbsp; Why "yes" or "no?"&nbsp; Give me specific examples of<b> what would be different</b> if we changed our ability to change.<br /> <br /> 5.&nbsp; What can we <b>say "no"</b> to today so tomorrow we can work more productively on matters that are going to truly transform our company (and our careers) into the best we can be?<br /> <br /> 6.&nbsp; Do we need to create a<b> "Top 100"</b> group of people across the company to recognize top performers, and engage them more fully in the future of our organization?<br /> <br /> 7.&nbsp; What benefits are there to having our people become <b>more specialized</b> in what they do?<br /> <br /> 8.&nbsp; How can we improve our training programs so our company culture is constantly being reinforced and strengthened?<br /> <br /> If you need help, <a href="mailto:david@successwithpeople.com" style="color: blue;">contact me</a><span style="color: blue;">.</span></span></span></td></tr> </tbody> </table></div><div class="blogger-post-footer"><img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/2241696379536397777-47968523526650442?l=worksmartlivewell.blogspot.com' alt='' /></div><img src="http://feeds.feedburner.com/~r/HJFUURZHS9FG/blogspot/wgbil/~4/EyzvbgLPpv8" height="1" width="1"/>David Russellhttp://www.blogger.com/profile/00581525796533280026noreply@blogger.com0http://worksmartlivewell.blogspot.com/2011/09/apples-jobs.html