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Posts Tagged ‘Goals’

This is becoming our Friday routine. Did you anticipate it?

Are you ahead of this post and already have your weekend thought out?

As we come to the end of this third week on our Intentional Leadership journey, will you spend some time in reflection of the work you’ve done over the past week and how it’s going?

What about giving some thought to how you will spend the weekend?

Who do you need to spend time with?

Who needs to spend time with you?

What do you need to do for yourself this weekend — to relax, refresh, reflect, reinvigorate?

What do you need to do to prepare yourself for a great start to next week, preparing for Monday?

We have a play date to make Valentine cards for my son’s Kindergarten class.

I will read at least an hour of something fun and an hour of something on growth.

I will call my parents. I will respond to some personal emails. I will handwrite a couple of letters — one to a mentor and one to an old roommate.

I will spend at least two hours working through curriculum in the John Maxwell Online University and at least two hours on business accounting.

And I will spend some time preparing for Monday.

As we all know, Monday is going to arrive; it always does. Won’t it feel much better to be ready for it?

Again, what thought are you giving to things you have planned or need to prepare for or complete in the coming months?

On Monday, we will begin week four of our Intentional Leadership Journey.

Remember, success comes from taking steps and doing work each and every day, consistently over time. You’ll see the benefits of your efforts if you are persistent and consistent.

Have a great weekend, and I’ll “see” you on Monday!

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Have you ever spent much time with a small dog? Did you notice the air of self-confidence they exude? To them, external measures are meaningless, as Ed Gungor says in his book One Small Barking Dog. And this, I can say was unequivocally true, at least for one of my two small dogs.

Bean-dip came first. She actually belonged to the neighbors when I bought my first house. They left her alone in the yard, all the time, regardless of the weather, with no suitable shelter. She would find ways to escape the fence and run to my doorstep, where she would sit and whine until I heard her and let her in. And let me tell you, once she was in, she OWNED the place! And after a few “visits” the neighbors decided she didn’t need to come home anymore. She was brash and ferocious and assertive; afraid of nothing. I remember vividly the day she chased a full-sized garbage truck through the neighborhood barking up a storm as she ran…presumably saving the neighborhood from the foul-smelling, giant contraption. She was a Chihuahua-terrier mix, weighing a solid nine pounds on a good day. I don’t have a picture of her with me today, but if you want a visual, think “Taco Bell dog” from the late 1990’s!

Contrast her to Houdini, who I mistook for Bean-dip one rainy evening on my way home from work, silhouetted in the lights from on-coming traffic as he scurried across the road in front of the cars. I thought she had escaped the yard, only to discover this dog was male, an inch or so taller, and thinner than Bean-dip. Same short buff fur, and although according to the vet, he was a Basenji-Terrier mix, they looked like siblings. He was the quiet, gentle small dog, also confident in himself, but more interested in a cozy spot to nap than he was in taking on the world.

One lesson they reminded me of, frequently and in a variety of situations, was that small wasn’t less important or valuable than big, it was just different. But we live in a world that seems to compel us to continuously compare things, and sometimes one thing in that equation will be deemed of lesser value. Often it’s the smaller thing, isn’t it?
Just look at our cars and houses, our drive to accumulate more things, consider the so-called “value meals” in restaurants with ever-increasing portion sizes (of food that’s not necessarily good for us to begin with!)…but tell me, do these things equate to happiness, contentment, satisfaction, joy, and increased self-confidence?

I can speak for only myself, and my answer is “no.” Sure, I enjoy having nice things; I work hard, I buy quality, and I take good care of my things. But I have no misconception about what they are and what they represent. I need to be the right kind of person with a good heart and a giving spirit regardless of how I dress or what stuff I have and no amount of “stuff” is going to make me happy.

When I was working on my Master’s degree, there was a young man in my program. He was from Europe, very nice looking guy and smart. I soon learned he was also missing something significant. He was constantly buying things and when I say things, I don’t mean $10, inconsequential things (although he bought that kind of stuff in excess, as well), but I mean high-end expensive items – electronics, watches, clothing – and the labels and logos were very important to him; he bought whatever was considered the best at the time. One day, he was supposed to stop by to help with a house project. He pulled into the driveway in a brand new Jeep, one of the sportier models, fresh off the lot! He already had two other (not inexpensive) cars, and a motorcycle, if I remember correctly. He was bored, he said. Stopped by the car lot just for fun, and voila! He was now the proud new owner of this Jeep…that he couldn’t afford (his debt was staggering, and his compensation no match for what his monthly payments must have been)…and the next week, he was on a quest for the next thing, that next acquisition he was sure was going to make him happy.

As Ed Gungor says, on page 31 of One Small Barking Dog, “It’s what’s inside that counts most. And there’s another problem (with the big-dog lie): when externals matter too much, it makes you weird.”

Well put, Ed!

What do you think about the power of the small dog? And how does the “big dog lie” play out in your life?

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As we near the end of the week, let’s work on the communication plan you began to think about yesterday.

If you haven’t gotten that far, why not start with a plan for the next month?

Again, you’ll need to define the key messages — what do your people really need to hear, know and understand?

When do they need to know? Creating key messages tied to your key milestones will help you lay out your timeline.

What vehicles can you use to spread the word? Remember, anything printed or visual needs to be a secondary or even tertiary form of communication — reinforcing messages you’ve already shared in person. After all, if something is really important, shouldn’t your team/organization hear about it first from you? Then you can use memo’s, newsletters, posters, and other visual communication tools to reinforce what you have shared in person.

Define how you will reinforce the actions and behaviors you need your people to take and demonstrate.

Give some thought to the celebrations you will have (they don’t need to be super-spectacular spectacles!) as your team/organization reaches those critical, initial milestones.

Be sure to put all of these things on your calendar. As you know, if you haven’t made it a priority and blocked out the time to take care of it, all that other daily stuff will become your priority. It will be easy to get to the end of the month and realize you haven’t accomplished all you wanted to — so take the time to schedule your actions now.

Create your vision.

Articulate it simply.

Share your passion for it.

Demonstrate your own commitment to reaching it.

Reinforce the behaviors you see in others striving for it, as well.

Drive to completion.

Celebrate along the way.

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So, what did you learn yesterday about the communication methods you are using to share your vision?

Spend some time today to reflect on what you’ve learned, what it means, and what you now need to do to communicate your vision more consistently and effectively, so it sticks, with your team/organization.

Is it time to refine your vision statement more clearly and simply?

Have you clearly articulated the “Why” behind your vision? What’s the compelling reason for you to strive for it? What will happen to your team/organization if you don’t reach it?

If you haven’t heard this already, it might be helpful to know that the most popular radio station in the world is WII FM (or What’s In It For Me?). You need to be able to help your people make the personal connection between themselves as individuals–then the team, then the organization–to your vision. If you can do this effectively, you will be way ahead of the game. And the way to do this is to really get to know your people, what inspires them? What motivates them? What do they want to do, be, or have more of?

Do you need to put different benchmarks in place to measure your progress along the path to your vision? If so, what are they? And what are the key milestones you will need to reach along the way?

Once the measurements have been clearly defined, how will you celebrate when you reach them? And how will you reward your team members for their efforts?

Next, it’s time to thoughtfully map out your communication plan: Audience, Key Messages, Vehicles (primary and secondary), Timing, Owner, Outcome, Status, and Review. Successful leader-communicators consistently spend 80% of their time (with respect to communication) planning the communication and only 20% actually communicating. While it may seem counter-intuitive because it’s so easy to open our mouths and speak, truly effective communication does not just happen!

Your plan is nearly finished! Now, outline the key action steps needed to implement the plan, including who owns each action, what the expected deadlines are, and what the outcomes should be.

Now that you have an initial draft of your plan put together, who can you ask to review it? Find a trusted advisor or mentor and ask for their candid feedback before you take the plan to your team/organization.

It may sound like a lot of time-consuming effort, but I promise you the time you spend thoughtfully considering and planning your work will pay off in the end, with a more thorough, thoughtful, carefully crafted approach and it will show in the results.

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As we spend this week contemplating what tools and with what frequency we are communicating our vision, let’s spend today really digging into what we’ve been doing and how it’s working for us.

Take some time to ask yourself the following questions:

  • What methods have I been using to communicate my team’s/organization’s vision?
  • How effective have they been?
  • What measures do I have in place to determine effectiveness?
  • Do I need to consider other measures?
  • Have we been celebrating activity linked to our vision?
  • If so, how?
  • If not, why not?
  • How do I connect with the vision and demonstrate it in my actions?
  • Do I need to be doing something differently?

The answers to these, and other questions that will no doubt arise as you go through this exercise, will allow you to recognize if changes are needed in your strategies and actions, or confirm you are on the right path.

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And it’s Friday, again. Did you take the challenge last week of planning for your weekend?

How did it work out?

What are your plans for this weekend?

As we come to the end of this second week on our Intentional Leadership journey, it’s time, again, to think about how we will spend the weekend. If you are like many, you will heave a sigh of relief of having made it through another whirlwind, hectic week.

I’m here to encourage you — again — to think about your weekends differently and consider the value to be enjoyed by thoughtfully planning how you will spend the time. As you do that, consider how you want to feel on Monday and take the steps necessary over the weekend to set yourself up for success with that.

As I said last week, it’s not my natural tendency to plan for the weekend unless traveling, but I’m trying it out. So, here’s what’s on my list:

I will take my son to arts & crafts, then on to the crafts store to buy supplies so he can make homemade Valentine’s for his Kindergarten class (I’m no Martha Stewart — there’s an easy to follow pattern in the latest issue of Parents magazine). If the snow that’s predicted actually comes, I’m sure we will spend considerable time playing in it!

I will make cranberry pot roast for dinner — mmmm yummy! Again, good food, nice dinner time, and cooking is very relaxing for me!

I will read at least an hour of something fun and an hour of something on growth.

I will call my parents. I will respond to some personal emails.

I will spend at least two hours working through curriculum in the John Maxwell Online University and at least two hours on business accounting.

And I will spend some time preparing for Monday.

As we all know, Monday is going to arrive; it always does. Won’t it feel much better to be ready for it?

Then take some time to think about the big things you have planned in the coming weeks and review your planner to ensure you have the time set aside to prepare for and meet whatever those commitments are.

Thank you for accompanying me on this journey — we have now finished month one – week two, of our Intentional Leadership Journey. Remember, success comes from taking steps and doing work each and every day, consistently over time. You’ll see the benefits of your efforts if you are persistent and consistent.

Have a great weekend, and I’ll “see” you on Monday!

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It’s Thursday already — Wow! Time for a little reflection.

As you’ve taken some time this week to consider your organization’s history and vision, and to talk with and listen to your employees’ thoughts about the history, its significance, and how it relates to your vision, what did you learn?

Do you see any gaps or inconsistencies?

Did you hear something that left you questioning commitment levels to your organization’s vision?

What could you be doing to encourage higher levels of engagement and commitment among your employees?

How could you help them to see and understand the organization’s vision more clearly?

What do you think it would take for them to take greater ownership?

After you’ve spent some time on these questions and their answers, spend some time considering the vision you have for your team.

Have you articulated it clearly to them?

How committed to it do you think they are?

If you think there’s a gap in their commitment to your vision — either for your organization or your team — keep this in mind: They have to buy-in to you first, before they will buy-in to your vision.

Plainly speaking, have you established yourself as a true leader — are you:

  • Mature — knowing it’s not about you.
  • Intentional — your service to them is thoughtful, not an accident!
  • Consistent — you’ve demonstrated over time that people can count on you and know what to expect from you.

In short, you have demonstrated yourself to be a person of integrity. If you’ve done this, and your vision is intriguing to them, they are all the more likely to commit to helping you achieve it.

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Now that you’ve given some thought to the history and values of your organization, and what value they offer in terms of your vision, it’s important to know what your peers and employees know about your history and values. Not only what they know, but also how they interpret the history and values; as you are surely aware, “one size does not fit all” in terms of perception of things.

Before you can make progress towards your vision, you will need to assess the level of commitment your employees have to your organization. To do this, you may ask a few simple questions:

What historical facts do you know about the company?

How would you define our organization’s values?

What is our vision — what are we trying to achieve?

What is it about our vision that draws you to the organization?

What role do you play in achieving our vision?

How does the organization keep you connected to our vision and values?

The key here is to truly listen and make note of the things they tell you, especially if what they say is unexpected or counter to your beliefs and understandings.

I suspect some of the answers may surprise you. Pay close attention, though, as you may gain some invaluable insight into the collective mind of your employees that can help guide you in what you need to do next.

More tomorrow!

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Happy Tuesday! Today we focus on organizational history and its role in achieving your vision.

There are some schools of thought that say when it’s time for an organizational transformation, you should let go of history and move forward with a fresh start. It sounds good, but is not so easily done. And may not be a great idea, anyway.

After all, there is some legacy in history, there is wisdom to be gleaned, and there are probably pieces of history that will provide invaluable context for your future. In fact, your organization’s values and culture are deeply rooted in history. The important point is that your organization’s history need not define its future.

If you study business history, you will find numerous stories of companies that had a well-defined vision and were quite successful in making progress in that direction. Then, as is inevitable, the market changes and companies adjust what they are doing to keep up with the market. This is fine to a point, but when you have changed what you offer so many times just to keep up with change, you will dilute your original purpose. The end result, a company that is moderately good at doing a few things, but is not the best in any of its markets.

In these situations, history will prove invaluable in helping the organization to refocus on its original purpose and concentrate on the things it does best. After all, we know that a person cannot be everything for everybody, nor can an organization.

Take a few minutes today to consider your organization’s history and vision. What lessons are there to be learned?

As you do this, it might serve you well to rate these areas. 1 = weak and 10 = strong.

How well versed are you in your organization’s history?

WEAK  1  2  3  4  5  6  7  8  9  10  STRONG

How well versed in the history and values are your employees?

WEAK  1  2  3  4  5  6  7  8  9  10  STRONG

Is the vision of the organization compelling and easily communicated?

WEAK  1  2  3  4  5  6  7  8  9  10  STRONG

Are you and your employees committed to your organization’s vision?

WEAK  1  2  3  4  5  6  7  8  9  10  STRONG

Can you and your employees build upon the vision of the organization?

WEAK  1  2  3  4  5  6  7  8  9  10  STRONG

For more insight and great case studies with respect to the power of vision and history in your organization, pick up Practically Radical by William C. Taylor. It’s an interesting and informative read.

“See” you tomorrow!

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It looks like this week we are going to focus more on organizational vision than personal vision. Week two is focused on Seeing the Bigger Picture.

Leaders are often defined by the size and scope of their vision. If you know the story of the McDonald brothers, you will remember they were brilliant in terms of anticipating and responding to the desires of their market, and even more so at developing the assembly line process in terms of food production. They attempted to sell franchises, but the concept never took off. In fact, when one franchisee in Phoenix wanted to name his restaurant McDonald’s, the brothers said, “why, no one will know who we are in Phoenix!”

Enter Ray Kroc, a milkshake machine salesman who did business with the McDonald brothers. He could see the bigger picture. He envisioned McDonald’s franchises all across the country. He worked with the brothers, eventually buying the rights to franchise, etc., and his vision built the global corporation we know today.

He was convinced he was on the right track and confident in his ability to be successful. This is not to say it didn’t require years of hard work and sacrifice, but he saw the potential and made it a reality.

Break now to the story of Sergey Brin and Larry Page of Google fame and fortune. They started with the challenge of linking the growing data connections on the internet. As they became more engrossed in their project, they quit school to follow their passion full-time, starting Google in a garage in 1998. By 2008, Google was processing nearly five billion web searches per month. Page says he learned something in college that drove them forward; it was this phrase:

Having a healthy disregard for the impossible.

As I’ve noted in an earlier post, while there are many out there stating certain things are impossible, there all too regularly seems to be someone, somewhere who is doing the impossible. Man on the moon. Rover on mars. Printing out human kidneys on an ink jet printer…The stories are out there to be found each and every day of someone achieving something once thought impossible.

The point here, having great vision and setting the audacious goal is a hallmark of visionary leaders.

What is the vision of your organization?

Is it big enough?

Does your team see  and understand it?

Do they believe it’s possible to achieve?

Are they as passionate as you about achieving it?

Me, I’m out to change the world one person, one experience at a time. Yes, it’s huge…and for today, at least, it’s just me (I have yet to build a team). That’s not a deterrent, though. I’m fully confident in my ability to succeed.

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