Getting Leadership Direction: 3 Reliable Sources

Leadership Direction

Directions?  I Don’t Need Directions!!

As you look back at the first few months of 2011, ask yourself these important questions:

  • What is the road that you and your business have been traveling down?
  • Are your profits up?
  • Have you made preparations for your vacation this year?
  • Can you afford to take one?
  • If you’re not on the road you want to be on, the road of success and profitability, what are you doing about it?
  • Have you pulled the proverbial car over to the side of the road to inspect it?
  • Did you leave the directions at home, or have you stopped to ask for them?

“If someone is going down the wrong road, he doesn’t need motivation to speed him up.  What he needs is an education to turn him around.”  ~ Jim Rohn

Getting Good Directions

3 Reliable Sources

Why is it that as guys, (forgive me for generalizing, but I am a guy) we find it so hard to ask for directions?  Maybe you haven’t thought about this before, but here are three sources within any industry that I’m sure will be willing to provide a little direction for you, if you only ask.

Your Vendors

Your vendors are the people that are selling you product, parts, equipment, software, or provide a service that help you run your business. If you go out of business, or decrease your level of business with them, it severely affects the road that they’re traveling on and where they’re trying to get.

They want to do whatever they can to help you grow your business, so don’t be afraid to ask for assistance with ideas, processes, or new products that will help you travel the road that you want to be on, the road to profitability and success.  However, don’t insult your vendors and think they should offer everything they do for free.

Think about whether you would provide your service or product for free just because customers asked, and more often than not, the answer is probably a big NO. They should recognize their relationship with you as a customer, add value to you and your business, and price their products/services accordingly.

Pick out three or four vendors who you would like to have a better relationship with, and give them a buzz.

If they’re smart, they’ll listen to your concerns and help take you down the right road towards more success and more profitability.

Trade Groups/Chamber of Commerce

One thing I know is that each and every industry has one or more trade groups that work to bring people of like-mindedness together in an interest to share ideas, improve their respective industry, and often times make things easier by doing them with group power.  Often, they offer great leadership  from those who have grown and been successful in that respective industry.

Locally, your Chamber of Commerce is a great place to look for support or knowledge of people directly in your locale. Other trade groups or organizations may be at the State or National levels that tend to look at the bigger picture overall, but can nonetheless be very helpful for you to reach your goals.  When you’re looking to get more involved, I recommend that you go into a trade group or your Chamber of Commerce with the goal of being a ‘Go-Giver’.

“All things being equal, people will do business with, and refer business to, those people they know, like and trust.”  ~ Bob Burg

I encourage you to join (or recruit someone if you’re already a member) and share your ideas and experience with others in your industry…you’ll be surprised what you get out of it!

Trade Journals

If you’re reading an article from a trade journal or an online blog related to your industry, and you’re interested in learning more about what the article discussed, send an email or pick up the phone and call the owner/manager who is referenced in the article.

Most times, there will be contact information provided, and they would love to speak more about the article you just read and their business.  Who among us doesn’t like to talk about ourselves, even just a little sometimes?

God gave us two ears and one mouth, so listening to someone else talk about themselves should be no problem.

Not only will it open up so many opportunities and ideas that we may have missed before, you might develop a positive relationship with the person you listen to.

I encourage you to look at your business, evaluate where it is at, decide where you want it to go, and then get directions from those who can help you get it there.  May I recommend sharing the Linked2Leadership blog with others?

Why are you afraid to ask for help? Is your business on the right road for the rest of 2011?  What challenges are you not dealing with because you’re afraid you don’t know how?  Who can we trust to ask questions, without feeling inadequate about ourselves?

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Steve Goble is currently building a new venture
He works with small businesses and youth on leadership and team development

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Leadership: Idealism vs. Realism

Idealism vs. Realism

Balancing the emotional, psychological, and empirical aspects of what it takes to be a strong leader is always at play in the minds of those who study leadership.

For me, I recently took a journey through the aspects of what it means to balance idealism and realism.

In his newest book, “Poke The Box,” Seth Godin shares this thought

“Sooner or later, many idealists transform themselves into disheartened realists who believe that giving up is the same thing as being realistic.”

Godin is specifically talking about the idea of initiative; starting something new instead of accepting the way things are.

I’ve been thinking about his statement as it might relate to leadership.

Idealism can be defined in many ways.

ide·al·ism noun \ī-ˈdē-(ə-)ˌliz-əm

  • According to dictionary.com,  idealism is “the cherishing or pursuit of high or noble principles, purposes, goals, etc.”
  • Relating to the fine arts, idealism is defined as, “treatment of subject matter in a work of art in which a mental conception of beauty or form is stressed.”
  • In philosophy, the definition is “any system or theory that maintains that the real is of the nature of thought…the tendency to represent things in an ideal form, or as they might or should be rather than as they are, with emphasis on values.”

It is not a stretch to apply the definition of idealism to leadership.

In general, leaders cherish high principles such as integrity, compassion, commitment.  Leaders pursue noble purposes and goals.  They inspire followers toward a shared mission and vision.

Leaders see the best possibilities, working to create a new future therein.

Leaders represent the best to their followers; what we could be, what we can do, imagining the best and making it happen.

The Other Hand

Reducing the loftiness of idealism down to more tangible form, one can look at the other hand called realism.

re·al·ism noun \ˈrē-ə-ˌli-zəm\

  • In the literal senserealism is defined as an “interest in or concern for the actual or real, as distinguished from the abstract, speculative; the tendency to view or represent things as they really are.”
  • In fine arts, it is “the treatment of forms, colors, space, etc., in such a manner as to emphasize their correspondence to… the ordinary visual experience.”
  • In philosophy, realism is “the doctrine that objects of sense perception have an existence independent of the act of perception.”

Realism has an entirely different feel, even while simply reading the definition.  It is not as optimistic.  It is certainly not visionary. It dwells in what is rather than what is possible.

Slightly varying a line from George Bernard Shaw‘s play Back to Methusalah, Robert F. Kennedy once said,

Some men see things the way they are, and ask why? I dream of things that never were, and ask why not?

The first part of the statement is how a realist might think.  The second part is the idealism of a leader.  It demonstrates vision, inspiration, confidence.

Looking back on Godin’s quote, does being a realist lead one to simply accept the way things are?  Is being a realist leader a form of giving up?

What do you think?  Does it take a sense of idealism to be an effective leader?  Can a realist also be an inspirational leader?  Or, is there some middle ground?  Please share your thoughts by adding a comment.

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———————–
Eleanor Biddulph
Eleanor Biddulph
is the EVP of Client Services at Progressive Medical, Inc.
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Leadership Follies – Clearly Speaking

Buzzword Bingo

Have you ever been in a business meeting or conference and hear someone in the audience whisper loudly “BINGO!” If so, they were probably entertaining themself by playing along in an under-the-radar-game called Buzzword Bingo.

There is nothing more confusing than to try to figure out exactly what is meant by jargon-laden sayings.

Early on, trendy business sayings probably had meaning in a certain context.  But, like every “catchphrase” the saying gets woven into every imaginable usage, most of which make little if any sense.

Why is that?  Why do folks in the business community try to come up with “snazzy” ways to say things to get their points across?

Likely, people use catch-phrases or jargon because it is meant to make them sound smarter. But, in the end using such business buzzwords can cause more confusion and sometimes even resentment.

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Generate Your Own Business Buzzword Bingo Card Here

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Less is More, More or Less

Recently, I worked with a client that was trying to tell his team that the VP they were presenting to wanted to see concise presentations that got their points across quickly and effectively.

He told them that, “Remember less is more.”

One of his employees was confused.

To explain himself, my client said “You know… you have to be able to do more with less.”

As you can imagine, that did not clear things up at all.

His employees created a presentation with no more than 3 bullets on a page, using abbreviations and pictures.

The end product was confusing.

Less, in this context, ended up being less.

Post Mortem

Later, I thought about what happened. It was confusing because less is, actually, less.  However, if my client meant that his VP wanted to see short, effective presentations that came to the point quickly then his employees would have been able to grasp that right away.

As a leader, it is incredibly important to be clear and precise with wording choice.  Using jargon-laden sentences does not make you sound smarter, really.  It actually can add to confusion. Often people have no idea what the saying means, because originally it was said in a particular context.  Outside of that context, the saying does not have the punch or power that it did.

It just sounds limp and pretentious.

If you are trying to say something important to which people should pay close attention, use words and phrases that everyone can understand quickly and easily.

In most cases this means use real words in the way they were intended.  Buzz words are fun and sometimes funny.  But in our global economy, it is important that we are careful about our word choice.

Remember the bottom-line is that you have to take the low-hanging fruit by addressing the 800 pound gorilla in the room.

(Translation – say things directly in a few clearly understood words is important.)

So how often do you have to listen to business buzzwords at your organization? How bad does this get in particular departments or in specific industries? Are you guilty of looking for that “out-of-the-box win-win-win” line in your dialect or directives?

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Anil Saxena
is a Senior Consultant and Business Partner with Coffman Organization

He helps organizations create environments that generate repeatable superior results
Email |LinkedIn|Web |Blog |888-999-0940 x-730

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Leaders Living Their Choices

Choices

As I travel the country training leaders, it still amazes me how many people say the actions of others make them angry, upset, or disappointed.

People believe the actions of others MAKE them act out in a certain manner.

Of course, when we put some thought behind it, we realize no one has the ability to make us do anything. They simply choose an action, and we CHOOSE our response. If our response is grounded in negative emotion (and it usually is), it is because we chose to be negative, not because we were made to. Unless we have been hypnotized, nobody makes us do anything.

You are where you are today as the result of the cumulative choices that you have made.” ~ Neal Boortz


Why Do We Choose Negative Behaviors?

First, most people do not realize they are choosing to react negatively. Most people still believe other people actually make them mad. It is one of those things “we don’t know that we don’t know.”

Secondly, our mind, and specifically our sub-conscious mind (amygdala) functions through emotion. It is where all of our habits and behaviors we have learned throughout our life experience are stored. You could call it our comfort zone. If you think back to what you used to do as a two-year-old when you wanted your way, the answer is probably to act out in some fashion.

By acting out, you would get attention and possibly even what you wanted. You learned: acting out = attention. So when you wanted attention or to get your way, the sub-conscious mind responded the solution is to act out.

The problem is that if you have never taught your sub-conscious mind a new set of behaviors, you will use and display those two-year old behaviors even now.

Sometimes these behaviors are cute from a two-year-old. But how do they look on a twenty-two year old, or even a forty-two year old? Usually those behaviors are not very attractive coming from an adult! For many of us, they cause us more problems than benefits or solutions.

What Now?

There are many tools to help people build new behaviors as an adult instead of using our two-year old information. One of my personal favorites is, How To Control Your Anger Before It Controls You, by Albert Ellis. Often called the father of modern psychology, Ellis developed REBT or Rational Emotive Behavior Therapy. It is a method by which we learn to send our information to our conscious mind (the prefrontal cortex) instead of automatically letting our sub-conscious handle it.

We must learn to control our emotions (or use them positively), and respond based on our personal goals, instead of reacting through our negative emotions (anger, disappointment, unhappiness, impatience, etc.).

Your First Step

Step one is realizing that nobody can make you do anything. It is not peer pressure, manipulation, need to fit in, need to get your way, nor anything else that makes you do the things you do — It is YOU that controls you!

Your choice, your action!

Since these behaviors often cause more problems than they solve, I challenge everyone – including you – to CHOOSE a new set of behaviors based in positivity, fact, and effectiveness. Simply because I am certain of one thing:

If you do the same things you have done before, you will get the same results!

How have you seen someone else react in a childish way? Have you reacted to something in this way recently (be honest)? What other “steps” have you witnessed or learned that could enable you to respond positively and powerfully, regardless of the situation?

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A. D. Roberts is President/CEO of A. D. Roberts Consulting, Inc. in North Augusta, SC
He helps with Leadership & Interpersonal Communication Consulting & Training

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Edited by Mike Weppler

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Do You Listen with Your Eyes?

Do You Listen with Your Eyes?

I had just finished providing instructions to one of my team members. As was customary, she took notes and nodded. I concluded the conversation with my usual line, “Are you ready to get started?”  Her enthusiastic “Yes” was belied by the furrow in her brow and her reluctance to leave and begin the task.  In fact, she remained rooted to the spot.

Hmmmm…is she telling me the truth?” I wondered.

So to ensure that I was clear, I re-engaged the dialog with her. She asked me questions. And with each response her expression cleared, her shoulders lowered, and her eye contact increased. In a few moments she was departing with a vehement nod of comprehension. I felt better about re-engaging with her to provide clarity.

But I was left pondering… “How many times has an employee walked away saying “Yes!”, but actually thinking… “Huh?

Great Expectations

Whether I’m coaching, training, or managing, one question that frequently surfaces at training sessions, staff meetings, and even in casual conversations is: “How do I get them to do what I’ve instructed once they walk away?”  My immediate rejoinder has become: “Do they understand your expectations?”

Teachers ask this question about groups of children. Managers ask this about their staff. This is because—young or old—we have each experienced instances of misunderstanding, lack of comprehension, or information overload with the people we are teaching. We have all had a scratch-your-head moment at some point in our lives. Students, employees, colleagues- indeed all whom we encounter– deserve the courtesy of substantive and effective instruction followed by support and openness during the execution of assigned tasks.

But this is easier said than done!

So What To Do?

A good leader will reduce uncertainties by employing these age-old tactics:

  • Encourage paraphrasing of instructions.
  • Ask probing questions.
  • Request status updates at pre-determined junctures.

(For additional depth, visit John Baldoni’s article: Learn to Ask Better Questions)

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Listening to Body Language

But is it enough to listen to the language…. the words?  According to Communication Coach, Carmine Gallo’s, 2007 article Body Language: A Key to Success in the Workplace, only 7% of communication is actual words.  7%!  It almost begs the question, why pay attention to words at all?  Of course we should hear the words, but we need to consider the entire package: the words, the tone, and – very importantly—the motions of the person delivering those words. This is their body language.

Writers on the topic of non-verbal communication frequently corroborate that body language conveys more than half of our communicated message.  Savvy leaders are strong communicators who accept the necessity to hear the words AND listen with their eyes.

Your 20/20 Prescription

Knowing how to watch is the first step toward understanding body language.

Watch everything.

We can learn a great deal here from our friends, neighbors, and colleagues in the deaf community.  They know the importance of watching EVERYTHING. Gabriel Grayson, author of Talking with Your Hands Listening with Your Eyes, reminds us that the full meaning of a concept is conveyed through a combination of hand gestures, lip movement, facial expression, and body motion.

Watch fast.

According to Robert Phipps, Body Language Expert, in normal conversational discourse, a facial expression will last between 0.5 and 5 seconds.  If a person is attempting to conceal an emotion, the expression of their true feelings may be visible for as little as 1/15th of a second.

Reading body language will certainly keep you on your toes!

So, you know that you should watch for non-verbal cues and you even have some tips regarding how to watch, but how should you interpret what you see?  What do specific gestures mean?

Some body language is blatant and easily understood by most people:

  • Leaning forward and nodding vehemently expresses comprehension and/or agreement.
  • Folded arms with body turned away may convey disinterest or displeasure.

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But what about subtler actions that are difficult to detect and maybe even more difficult to discern?  What do they look like? Here are some examples of non-verbal communication and their general interpretations:

  • Indirect gaze: Uncertainty
  • Tilted head: Sympathy
  • Hands fiddling, glazed expression: Inattention, Disinterest
  • Chewing on a pen: Lack of confidence, Fear
  • Lowered head: Shy/timid or possibly hiding something
  • Dilated pupils: Interested
  • Looking away multiple times: Dishonesty
  • Arms wrapped around body/ one hand on neck, other on waist: Needs reassurance
  • Brushing hair away while raising eyebrows: Disagreement
  • Excessive laughing: Dishonesty or nervousness, or perhaps natural joviality
  • Standing tall with feet spread apart: Calm and standing ground
  • Touching lips: Seeks comfort, Is nervous

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Keep in mind that people are individuals, and no two people will use exactly the same body motions to convey the same message.  Differences in body language occur based on factors like culture, age, situation, gender, and your relationship with the person.

Take heart!

Reassuringly, Phipps tells us research has identified seven universally recognized facial expressions (joy, sadness, fear, surprise, anger, contempt, and disgust).  These emotions are expressed the same way for all people regardless of background or situation. so feel confident to get out there and start listening with your eyes.  Then let these non-verbal cues guide the delivery of your instructions.  You’ll ensure that when your employees, or colleagues, or children say ‘Yes!’, they actually mean it.

How many times have you consciously monitored someone’s body language in the past six months?  One month?  One week?    Have you ever adjusted your interpretation of a conversation based on non-verbal communication?  If someone’s body language indicates he/she is upset, angry, nervous, or uncertain, what types of methods do you employ to put the person at ease?  Are you a skilled non-verbal communicator? I’d love to hear your comments!

Bookmark Do You Listen with Your Eyes?

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Gwenn Andahazy is a Leadership Development Coordinator for ImClone Systems.
She can be reached at andahazy@FHL3.com

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Leaders: Abandon Ship or Row to Shore?

What is it that makes a high performing team?

Imagine this…

You have just started your new job post and you are about to meet your new team. If it feels like the first day at school for you! But take moment and think about your team. Just imagine how they are feeling. Is it  a good feeling, or another one?

When you glance over at your new team, they are watching your every move. They are awaiting with anticipation your words of wisdom that will engage and inspire them.

The Audience

There are the usual suspects: the one who wanted your job; the one who already knows it all; the three who have seen it all before; the two that are excited and open-minded, and the rest that are terrified but feeling positive about change.

Never has what you say and how you say it been as important as those first two paragraphs that you deliver to your new team.

So how do you make an impact and take this group of people on a journey to becoming a high performing team.

STOP –pause for a moment and ask yourself:

How can I provide relationships which these people may use for their own personal growth?

How can I, as the leader create and nurture relationships that will encourage my team to grow in skill, motivation, self belief, confidence, attitude, responsibility and purpose?

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Sink or Swim: It’s OARS & ARMS

So here is where you need to find your OARS and focus on building trust.

O – Openness

A – Acceptance

R – Reliability

S – Straighforwardness

Openness -

create this in people by encouraging them to gradually reveal more about themselves and share information that is relevant to each other. Communicating with each other by being open about how they are feeling and by giving and receiving quality feedback. Create team openness by having adequate access to each other via meetings or other forms of communication. Keeping each other informed, telling others more than they need to know. Having no secrets, including an overview of the bigger picture and being prepared to discuss feelings as well as information.

Acceptance -

can be achieved by nurturing a non-judgemental attitude where people accept each other for who they are as people. A mutual respect for roles and ability as well as for differences such as ideas, values, beliefs and lifestyles. The team have input into decisions in an environment where people listen and it is OK to make mistakes.

Reliability -

is created by all individuals doing what they say they will do, keeping promises and being dependable. Consistent consequences are the norm both rewards and punishments. All members of the team can count on each other, fulfil meeting commitments and offer support when it is required.

Straightforwardness -

is encouraged by people saying what they mean and meaning what they say. Actions and feelings match, nothing is hidden, no ulterior motives. There is adequate confrontation, a method for conflict resolution and a level of team self-discipline that is understood by all members. Adequate analysis of mistakes is underlined by clarifying expectations with no hidden agendas.

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In order to use the OARS and influence your team’s performance and growth first you need to be there for them both physically and emotionally.

Your job is to get them to use the OARS with powerful ARMS.

A – Attitude

R – Responsibility

M – Motivation

S – Self Belief

Attitude –

a little thing that makes a big difference. Choose you attitude daily, this is one of the four cornerstones of the FISH philosophy.  Make an ally of discipline for an unshakable attitude for achievement. There will be bad days when the going gets tough, there will be failures, but there is no such thing as failure, only learning. Your attitude and that of your team is what will always pull you through.

Responsibility –

all team members take responsibility for their actions, their decisions and for all the outcomes for the team. Challenge everything, have proper rituals, reflection, critique – this is necessary for the team and people to create new ways of thinking and negate barriers and assumptions.

“The price of greatness is responsibility.”Winston Churchill

Motivation –

what is the vision, purpose for your team. Is everyone involved in creating a compelling vision and strong powerful actions that will deliver results. Is the future brighter and more exciting, so much so that everyone wants to be a part of it. Do you have some ‘fun’ whilst on your daily journey.

Self-Belief –

how worthy do you feel? What about the people in your team, how good do you all KNOW you really are? Is there any doubt, if so who and why and how can you as leader support the people and the team? Are all team members able to face themselves, their weaknesses and the skill gaps within the team? Take the responsibility for noticing and interacting with all team members to create unwavering self belief in both themselves and in the team goals.

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Those first days/weeks/months with a new team may feel like stormy waters, however with strong ARMS and good OARS you can make it to the most distant shore. Leadership is all about relationships and the bridges that you build to cement those relationships. Just remember that it is always the leader who starts building first.

“The only safe ship in a storm is leadership.” ~Faye Wattleton

What experiences can you share about building high performing teams? How much impact do you think trust has in teams? How do you feel as a leader working with a highly motivated team? What experiences can you share that involve lack of trust in a team?

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Mandy Russell is Managing Director of Mpower International Limited
She helps with Coaching, Leadership and Teambuilding Workshops and Training
EmailLinkedInFacebookTwitterWebBlog │ Skype: mandy-russell │ 07831 1250288

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Leadership Balance: It’s About Spinning Plates!

“Life is like riding a bicycle. To keep your balance you must keep moving.”  Albert Einstein

Leadership is about spinning plates, both in the workplace and outside of it. as a leader, our daily business goal is to create compelling vision and allow our future leaders to devise stretch-goals that drive business growth. We motivate, inspire, develop and encourage business and personal growth in our teams and reap reward from doing so. And just like being successful in riding a bike, we have to keep moving to keep our balance for ourselves and our teams. If we don’t, our leadership can stumble, fall, or run into a tree. Ouch!

And many leaders do suffer from not keeping balance in their lives. You can see symptoms such as high stress, poor health, limited time for family activities, and precious little time for self.

Where did we catch this disease? Did we catch it or was it self-inflicted?

A Better Way for Balance

Leaders are individuals. Consequently, they all are different, unique, and actually quite special. And what makes you special as a leader will be the very thing that defines what makes you special, unique, fulfilled and balanced in your life. The key to success in creating a path for our personal growth and then for those we lead is to first know and understand what makes us who we are. Armed with that information, we can then begin to weigh and categorize the things in our lives that we need to balance. Without doing this, our spinning plates don’t have a chance to stay spinning on their poles. And we need to take the needed time to understand what we are dealing with.

Ask yourself this: “Do you take enough time to weigh and categorize the things for which you are responsible in your personal and professional life?

For that matter, do you know ANYONE that really invests enough time into their own professional and personal development to deliver the perfect set of spinning plates?

If I asked for a show of hands on how many invest as much time into planning life and professional development as they do in planning and goal setting in the workplace, what do you think the results would be? (I’m guessing the goal-setting wins…)

Perspective

I have worked with many senior leaders in large corporate organisations who are fantastic at goal setting and planning but whose personal lives are a disaster!

How many of us planned to make our first million or become a senior executive by the age of 30? How many are now surrounded by dysfunctional relationships, divorce and estranged children?

Who was artistic when they were young and now ‘can’t fit it in’ because they have a ‘proper job’?

What if I said that investing some time now in seeking true self-awareness, getting to know who you are, where you are and where you really want or need to be could give you life-changing results, would you be interested?

Even if you think you plan, think you have goals and think you are happy, I would challenge you to look at every area of your life and ask – what does good look like?

Find a job you love and you’ll never work a day in your life.~Confucius

When you want balance in life then you should consider every area:

  • Health – Is my health good enough? Do I sleep/rest enough? Do I eat well and exercise? Do I have minor complaints that I am ignoring? What could be better?
  • Wealth – Where are you now? Where do you want to be?
  • Career – What do you truly want, what would make you leap out of bed every day to get to work?
  • Professional – (Intellectual Development)– What are you studying? How are you growing personally? Who is your mentor?
  • Family – What activities do you do together and how often? Do you actively participate and involve everyone in planning?
  • Creativity – What do you do to engage your right brain? Writing, painting, crafts, DIY, design, fill in the blank…?
  • Social – What does your social calendar look like? How often do you socialise with people you really like and engage in like-minded discussions or activities?

Once you have it on paper, you will need to make sure that your goals are achievable and stand up in terms of tangible actions and measures.

  • Area – The area of your life that you will address.
  • Goal – What good looks like to you.
  • Action – What positive steps you will take to achieve the goal.
  • ARC – Who is accountable, responsible and in the communication chain.
  • Measure – How will you know you are there or on the way.
  • Timescale – How long – stretch yourself – review and change if you need to.
  • Follow up – How often will you review and change/adapt your plans.

Most importantly, stretch yourself. Walk tall, don’t fear change – embrace it, and when the unexpected happens change your plans,  something in the unexpected could turn out better than what you had planned.

In the absence of clearly defined goals, we become strangely loyal to performing daily acts of trivia. Unknown author

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Plates From My Cupboard

In 2009, despite some major health and personal obstacles, I managed to do more than ever before, amazing all around me. I did it by setting the most detailed and stretching life action plan I have ever attempted.

In 2010 I am doing more of the same. And so can you! Never underestimate your power and the sense of achievement when you manage to land things that you never imagined that you could.

You can steer your life and open the floodgates to success by learning to spin all the plates equally at the same time.

I believe that you can do it, you should too!

How do you plan work life balance? What motivates you to spin all of the plates in your life? What tips can you share to help those who don’t plan? What difference has creating a ‘life plan’ made to the quality of your life? How has planning you life made you a better leader? How do you share your learning with your direct reports to help them to grow?


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Mandy Russell is Managing Director of Mpower International Limited
She helps with Coaching, Leadership and Teambuilding Workshops and Training
EmailLinkedInFacebookTwitterWebBlog │ Skype: mandy-russell │ 07831 1250288


Image Sources: independentaudit.com, bc.edu

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