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5 Ways to Foster a Wellness Culture in the Workplace

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Business
5 Ways to Foster a Wellness Culture in the Workplace

Gone are the days when employees were considered work machines and strict work culture was in practice. Today, modern-day firms treat employees as their biggest asset.

Employee expectations have rapidly grown in the past few years. Instead of just monetary gains, employees now expect their employers to consider their entire lifestyle. Thus, they look forward to more flexibility, comfort, and openness.

Furthermore, smart employers are now aware of the secrets to their productivity; one of them is employee satisfaction. To enhance employee satisfaction, firms should enhance the overall perks of working with them.

Besides, competition in the corporate arena is growing at a high rate. So, to attract the best talent and boost productivity, creating employee wellness programs is essential.

Fostering a wellness culture also requires deep knowledge about employee expectations, smart strategies, and optimum resources. Let me share some useful tips for developing such a culture in your firm. So, here you go:

1.     Well-Organized Workplaces

Working in a well-maintained and organized workplace is way better than a place that is full of clutter. Neat workstations have a positive impact on the employee’s mental health. Consequently, employees perform better.

Similarly, sitting in messy surroundings is enough to distract an employee’s mind. For instance, you are in a rush and need to find out an unissued gas safety certificate in Hertfordshire, which was returned by the gas engineer. You will find it hard to look for it in a messy cabinet. It will take more time, require more effort, and ultimately frustrate you.

But, all these things happen in organizations that have no norms. Therefore, setting some rules and regulations regarding cubicle management is important. For this purpose, you can arrange training workshops for teaching employees how to stay organized and well-maintained while working.

After this, a weekly check is important to ensure proper implementation of the rule. Here are some ways that can help your employees to stay organized and well-managed:

–         Sort

Every employee should keep only the required stuff on the desk. There should not be any unnecessary clutter on it. Also, keep a covered dustbin under each desk.

–         Standardize

Set standards for everything. In this way, employees will know how to conduct any activity inside a workplace. For instance, teach them the protocols of conducting meetings. There should not be any papers, extra stationery, and files left in the meeting room.

2.     Encourage Employees to Stay Healthy

Since employees are the biggest asset, firms can never ignore their health. It becomes especially important when employees are working hard. For instance, late sittings, extra work, and business trips can boost productivity.

But, at the same time, it impacts badly on an employee’s health. Therefore, focusing on your employee’s health is imperative. To achieve this goal, you can promote healthy activities inside the firm – for example, exercise and training sessions can encourage employees to stay fit.

Some well-known firms have also built gyms inside their workplaces. In this way, employees can attend short gym sessions during break time. Apart from these activities, free fitness consultancy, aerobics, and yoga classes can also be helpful. When employees are healthy, the rate of absenteeism will decrease.

Firms can also arrange sports leagues and competitions, provide free vouchers for healthcare facilities, or even create a sports club. All such things will help in improving the overall employee’s health. This, in turn, will increase employee satisfaction, which is likely to boost productivity.

3.     Multi-Level Leadership

Directors and top-level management do not have sufficient time to indulge in wellness programs. Therefore, firms should adopt a culture of multi-level leadership. This ensures that all wellness activities are in complete control of the middle management.

Thus, the middle management implements such activities and shows the overall results to their top managers. Furthermore, when there is a multi-level leadership system, employees stay organized. It directly influences their behavior patterns. Apart from it, when managers are directly involved in creating wellness culture activities, employees feel valued and more satisfied.

Example

The top-level management decides to create a wellness program for employees. They think that the program should have training sessions, fitness classes, and incentives based on free club memberships.

They give this idea to the middle management, who will conduct research and develop a practical plan of action to implement the program. The middle management will also keep a thorough check on each activity and will be present at every event. In the end, they will submit a report to the level management.

4.     Realistic Health Goals

Improving the employee’s health doesn’t mean forcing them to adopt healthy habits. Instead, firms can set small and realistic goals. In this way, employees will enjoy adopting these habits rather than feeling pressured. Therefore, try to keep your plans simple and actionable.

For instance, if you are starting a fitness class, be sure to include multiple categories of exercise. Some employees might be happy to do the plunges, while others might enjoy the squats and crunches.

Similarly, companies shouldn’t forget to hire healthcare or fitness professionals for consulting the new employees. In this way, employees won’t hesitate in starting any new exercise program.

5.     Consider Ergonomics

Though fitness programs are extremely helpful, they are not the right choice for every problem. For instance, sciatica pain is common among employees because it results due to long hours of sitting.

Now, to treat this issue, we use muscle relaxants, narcotics, and anti-inflammatory medicines. Exercise, on the other hand, can make the situation worse.

So, firms should use things that can help employees with such kinds of issues. These things include:

  • Exercise balls
  • Standing desks
  • Ergonomic counters, table, and keyboards
  • Revolving chairs

Wellness in the Workplace is Achievable

In short, encouraging a culture of employee wellness is mandatory for business success. Employees can only give the best productivity when they are in the best of their health. Therefore, creating and implanting wellness programs should be the prime objective of every firm.

Tips like keeping the workplace organized, maintaining multi-level leadership, and encouraging employees to stay healthy are helpful. Additionally, we should set realistic goals for improving health and never ignore ergonomics.

All these things can contribute to bringing a wellness culture to the workplace. It will enhance productivity, increase employee retention, and build a distinctive identity of the organization.shutterstock_741463573.jpg

A Resilient You: Practicing an Effective Continuity Culture at Home & Work

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A Resilient You: Practicing an Effective Continuity Culture at Home & Work

Join me Thursday, Sep 1/22, at 1pm EST!

I talk with award-winning IT, Continuity, Resilience, Risk and Security professional and noted resilience expert, Modebola Olowu. Modebola talks about personal resilience and how we can cultivate a practice the will work effectively at home and in the workplace.

We touch on subjects such as:

1. What is resilience and the difference between the workplace and home,

2. Characteristics of personal resilience?

3. The art of Kintsugi? (This is a great analogy for resilience and I urge everyone to go find your gold!!),

4. Cultivating Resilience,

5. The Me Strategy,

6. The Proactive Strategy,

7. The Community Strategy,

8. Crises and their Opportunities, and

2020-10-29 - YOUTUBE - Banner.jpg9. Way’s to identify opportunities in crisis (e.g., change your perspective, find the ‘loophole’ etc.).

It’s clear that Modebola is quite passionate about personal resilience, and it comes across during our discussion. With allot of resilience talk focusing on technology, processes, and systems, Modebola teaches us how to take a step back and look at ourselves…our gold.

Enjoy!

Opportunities in the BCM Industry to be Stay Relevant!

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Business
Opportunities in the BCM Industry to be Stay Relevant!

Join me Feb 3/22 at 1pm EST!

What opportunities are there in the Resilience / Business Continuity Management (BCM) industry that enable professionals to be – and stay – relevant? The answer that that question and many more, are discussed as I talk with the CEO of Crisis Ally, Alexandra Hoffman. In this episode, Alexandra talks about:

a) the role of Diversity and Inclusion,

b) soft (Human) skills

c) linking activity to the organization’s purpose (and the overall culture),

d) the differences between resilience and sustainability…or the lack thereof, and so much more. Alexandra’s passion for the Resilience, Business Continuity Management, and Security industry’s is easily apparent, as she shares many great insights into how industry professionals can shine before, during, and after, an adverse event. Don’t miss it!

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Know Yourself, Know Your Stuff, Know Your Systems (Dr Aart Anhal)

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Variety
Know Yourself, Know Your Stuff, Know Your Systems (Dr Aart Anhal)

Join me September 9/21, at 9am EST!

Do you want to be better at what you do? Do you want stronger Organizational Resilience? Do you want stronger Risk Management practices? Join me as I talk with Dr. Aarti Anhal about how we can use personal reflection to help us increase our personal resilience, reach our optimal performance, and increase organization resilience. Dr. Anhal will also provide some insights and tips for how managers and leaders can use feedback – often seen as a negative thing – to help their team members focus on and play to their strengths. Dr. Anhal helps us understand how these psychological aspects helps organizations deal with crisis situations, and to help build strong crisis team leaders and members.

An enlightening episode you don’t want to miss.

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Business Continuity: Cultural Change and Awareness

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Variety
Business Continuity: Cultural Change and Awareness

Join me April 8/21, 9am EST.  Each organization has its own culture and how it perceives Business Continuity, sometimes in a positive light and others no so. BCM industry expert Dwayne Grizzle will talk about his presentation from the BCI World Virtual 2020 conference entitled ‘Cultural Change and Awareness’. We’ll learn about the definition of Culture and how through change triggers and awareness measures, organizations can change their organization’s thinking, participation, and culture surrounding Business Continuity Management.

Enjoy!

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Will Technology’s Next Big Innovation Be Your Company’s Downfall?

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Will Technology’s Next Big Innovation Be Your Company’s Downfall?

To receive the weekly blogs via email, please sign-up here.

This blog is provided by Terry Jones, founder of Travelocity.com and founding chairman of Kayak.com. It is a companion to his interview on Innovating Leadership, Co-creating Our Future titled Can Your Business Survive the Rapid Advance of Technology? that aired on June 9th, 2020.

 

It’s a scenario that gets played over and over in the corporate world.

One moment a company is riding high, the next it’s struggling to exist, its business model disrupted by new technology and a failure to keep up with an ever-changing competitive landscape.

Take as just one example Nokia, which at one time ruled the roost in the mobile-phone market, able to boast in the late 1990s that it was the world’s largest cellphone maker.

But when Apple introduced its iPhone in 2007, Nokia proved too slow to adapt as the market, the technology and the competition began to evolve all around it. Over the next several years, Nokia became an also-ran in an industry it previously dominated.

History is replete with similar stories, and you can expect more in the future as technology continues to advance at a head-spinning rate, says Terry Jones, founder of Travelocity.com, co-founder of Kayak.com, and author of the new book Disruption OFF: The Technological Disruption Coming for Your Company and What to Do About It (www.tbjones.com).

“Our constantly changing world is disrupting what many businesses do, whether it’s photography, the book industry, the music industry or many others,” Jones says. “In the business world, change is inevitable, but success is optional.”

“Technological change can come quickly. For example, 90% of hearing aids are now produced by 3D printing and that change happened in just four years. Companies that didn’t make the change are no longer with us.”

That doesn’t mean any particular company is necessarily doomed, though.

“There are a surprising number of 100-year-old companies out there,” he says. “Most of the ones I’ve talked to have mastered the ability to shed their old skin and renew themselves when required.”

Jones says a few ways businesses can avoid becoming a disruption casualty include:

  • Be willing to take risks. “Your company was probably founded on risk, but you don’t take risks anymore,” Jones says. “But you have to take risks to move forward.” He says he speaks with many corporations that are envious of the speed with which Silicon Valley startups make decisions. “These nimble companies are constantly trying, failing, changing and moving on,” Jones says. “Disruption is in their DNA. Most larger corporations are not like that. They generally are deliberative, risk averse and ponderously slow. They focus on delivery more than discovery. That approach might have worked in a time of limited disruption, but not today.”
  • Create a culture open to new ideas. “Many businesses are stuck in corporate pinball,” Jones says. By that he means this: Each time someone dreams up a new idea, that idea gets bounced from department to department, as if its hitting the bumpers of a giant pinball machine. Each department finds a reason to say “no” to the idea, which eventually ends up in the gutter. “You have to stop closing the door and saying, ‘No,’ ” Jones says. “Your job is to get the idea to the finish line. To get it over, to say, ‘Yes.’ ”
  • Become a disrupter yourself. In this world of disruption, it’s unlikely your largest competitor will be your undoing, Jones says. The problem is those 5,000 to 6,000 new startups per year that are attacking the traditional world. “You need to put their ideas to work and become a disruptor yourself,” he says. “Disruption and innovation really are two sides of the same coin. You just call it a disruption because you didn’t do it.”

“A company may currently be strong and it may be run by intelligent executives, but the question is whether it’s adaptable enough to change,” Jones says. “Even more important, is the company proactively preparing for change? If so, it’s more likely to survive and maybe even thrive.”

 

To become a more innovative leader, you can begin by taking our free leadership assessments and then enrolling in our online leadership development program.

Check out the companion interview and past episodes of Innovating Leadership, Co-creating Our Future, via iTunes, Google Play, TuneIn, Stitcher, Spotify and iHeartRADIO. Stay up-to-date on new shows airing by following the Innovative Leadership Institute LinkedIn.

About the Author

Terry Jones (www.tbjones.com), founder of Travelocity.com and founding chairman of Kayak.com, is author of the new book Disruption OFF: The Technological Disruption Coming for Your Company and What to Do About It. For the last 15 years he’s been speaking and consulting with companies on innovation and disruption. Jones began his career as a travel agent, jumped to two startups and then spent 20 years at American Airlines, serving in a variety of management positions including Chief Information Officer. While at American he led the team that created Travelocity.com, served as CEO for six years, and took the company public. After Travelocity he served as Chairman of Kayak for seven years until it was sold to Priceline for $1.8 billion.

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Revive Your Business — Shed Overhead, Thrill Your Clients and Boost Productivity

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Business
Revive Your Business — Shed Overhead, Thrill Your Clients and Boost Productivity

To start or to continue receiving the weekly blogs via email, please sign-up using this link: subscribe to Innovative Leadership Institute weekly blog.

This blog is provided by Mitch Russo. It is the first half of Chapter 1 from his book Invisible Organization: How Ingenious CEOs Are Creating Thriving Virtual Companies ©2015 and used with permission. In his book, Mitch shares how leaders can begin the process and enjoy the benefits of a successful Invisible Organization, which is one that embraces the work from home atmosphere. If you would like to find out more, you can purchase his book here. This blog is a companion to his interview on Innovating Leadership, Co-creating Our Future, Building a Community Around Products and Services which aired on May 5th, 2020.

The whole world is moving in this direction. Your competitors may already be working virtually at some level. Some companies have tried and failed, others are succeeding and winning. You may already have a few people who work from home. That’s great, but it’s just a start. Transitioning to an Invisible Organization requires much more, and the rewards are much greater than you are aware of.

Why is it worth the effort to build an Invisible Organization? You can create more free time, higher profits, greater business success, and probably best of all, greater fulfillment for you and your staff. You might not realize it, yet the future of your very business may depend on it.

It’s not hard, but it does take determination and the willingness to rethink the way your company operates. The steps I provide are simple and direct regardless of what type of company you have or what industry you are in. I’ve done it myself, and I’ve helped others do it—with tremendous results. Now it’s your turn.

The goal of this book:

To get you into action quickly so that you can begin the process and enjoy the benefits of a successful Invisible Organization sooner rather than later.

The process will require you to master several new skills and strategies which will be the keys to unlimited business success. You’ll be challenged to find ways to become “invisible” in all areas of your company.

You’re going to evaluate every department, each staff member and every system you’re using now from a different perspective. You’ll discover ways to work more efficiently, and as a direct result, expand your business.

This process will take some time, but the cumulative results will be undeniable. You will create maximum results with minimum effort and cost.

Inevitably, this will enable you to increase your income.

When asked how they run their sales organization, some business owners might say, “We just pick up the phone, call a prospect and ask for the order.” That answer is no longer good enough. You need to break down exactly what it is you do into a series of steps that you follow with every single client or customer.

When you know exactly what it is your company is doing, you can tell a person exactly what it is you do with confidence. This leads to more business because people like systems. If they’re looking for someone to help them with a specific problem or service, they feel comfortable knowing that there’s a tried-and-tested series of techniques in place to get that job done.

Besides selling with confidence, good systems will make expansion easier and training more precise. They will let you build in and repeat successful processes. You can set up the training for your staff and track their results and improve them. You’ll know how long it takes to accomplish each action.

Once clearly defined systems are in place, you’ll then be able to easily discover ways to maximize your exposure with more effective marketing.

Your marketing system is a crucial piece of your business that will ultimately be generating income for you on its own. It will become a major component of your Invisible Organization.

The following chapters will share marketing techniques that go beyond the now-common Facebook and Google ads. These techniques will become huge profit generation systems when used in an Invisible Organization. If you already have great marketing systems in place and want to expand sales while cutting expenses, you are in the right place, too. I’ll show you how you can increase productivity and profits while improving the lifestyle of the CEO, the management team, and your staff.

How do I know this for sure? I did it myself. Now I want to help you do it as well.

As the CEO of Business Breakthroughs International, I built a multi-hundred-person organization spanning seven countries and with over 10,000 clients. We doubled our business three years in a row and managed twelve divisions, seven of which had their own Profit and Loss Statement and were profitable. At its peak we generated over $25 million in revenue per year with over five hundred clients every month. On average we had more than fifty working coaches and nearly 100 salespeople, all of them working from the comfort of their own homes. We didn’t own a single copy machine, and yet anyone who dealt with us thought we occupied a huge facility with a lot of parking spaces.

The company started as Chet Holmes International and evolved into Business Breakthroughs when Tony Robbins became our joint venture partner.

We collectively assisted thousands of companies with high-level consulting services, coaching and education. I created several new divisions, all profitable almost from day one.

I ran the entire organization as President and CEO from a home office, my spare bedroom converted to a workspace. It was comfortable, easy to work from, and it saved me countless hours and dollars I would have spent maintaining a professional, outside facility. Even though my personal assistant was 2,000 miles away, we functioned as a great team.

Before that, I was a CEO consultant and a venture investor. In that role, I saw hundreds of business models and directly participated in several as an operating executive.

Back in 1985, I built, ran, and sold the most popular time accounting software company ever built called Timeslips Corporation. At one point, Timeslips Corp had over 250,000 clients. We sold that business for over $10M.

With an Invisible Organization you won’t need the physical infrastructure you are currently using. Just imagine how much money you could save if you no longer had to pay for rent and utilities. Your first response may be, “That won’t work for our company.” But think about it. Wouldn’t it be a great way to boost profits and create leverage for your business if it were possible?

How much money could you really save? Let’s take a look.

A small architect’s office in Ashland Massachusetts has 12 employees. One is the CEO, another the bookkeeper, another is receptionist, and there is one tech to support the infrastructure. The remaining eight are engineers and draftsman. They have a 4,000-square-foot office space with a conference room, a reception area, and ten individual offices. After understanding their concerns about maintaining their “presence” in the area, I recommended the following, as their lease was up for renewal:

Current Monthly Costs:

Rent at $32/SqFt:                                 $10,666

Electricity                                               $816

Gas for Heat                                           $437

Leased Servers Onsite                          $2,850

Custodial                                                 $300

Coffee Service                                         $195

Snacks                                                      $150

Phone System Lease                             $532

Internet                                                    $450

Phone Service                                         $295

Property and Facilities Insurance       $310

Total:                                                        $17,001 per month

After the CEO decided it was time to become “invisible,” most of these costs were eliminated. The company downsized to an 850-sqare-foot office, which allowed the CEO to maintain his presence with the receptionist. This included a full conference room and two guest workstations with the equipment the company already owned.

The CEO returned his leased server to the leasing company and signed a contract for a cloud-based server, eliminating 3/4 of the company’s monthly expenses (and that included new equipment at his hosting company every two years with 24/7 tech support and backup). He sent his entire engineering staff home and gave them each $75 a month to pay for their Internet fees. They were delighted to save money on fuel and lunches, plus they were happy that they didn’t have to commute an average of 80 minutes anymore.

After going invisible, the company’s monthly costs were:

Rent at $36/SqFt                            $2,550

Electricity                                          $327

Gas for Heat                                      $196

Coffee Service                                   $48

Snacks                                                $54

Internet                                             $250

Phone Service                                   $96

Property Insurance                         $144

Remote Server Lease                      $650

Added Internet for Staff                 $750

Total:                                                 $5,065 per month

That’s an $11,936-per-month savings—about $143,232 per year— because they converted from a physical location to a virtual organization. Besides the savings, everyone loved working from home, except one engineer who didn’t have the self-discipline and had to be let go. As a result productivity soared, the quality of work increased dramatically, and people were logged into their servers from home at all hours of the day and night, willing to work extra if needed without complaint.

Just imagine how much you would save on office furniture, partitions, phone sets, phone systems, and in most cases, even the cost of computers. Since you won’t maintain any of your own hardware anymore, you will no longer need a tech support person. Instead you’ll rely on your cloud system’s provider for help.

In the above example, profits soared and staff became more productive even before we started implementing the really cool stuff: interconnecting all their systems, building their document vault, and creating their automated training environment. That’s the next step, and that’s where your world will change when it comes to scalability.

Today’s cutting-edge systems will open doors you didn’t even know existed. Even if you own a manufacturing plant, or operate a medical center, or need manual labor, there are still certain departments that could operate virtually. When you have the proper training systems in place with clear policies and procedures, you can send your sales and administrative team home while watching their productivity increase. They will be happier and will keep more of their net pay.

It’s best to transition gradually. Start with just a few people to get used to how it works. Then begin to migrate, and watch the magic happen. Everything I’ve discussed in this book can be done without physical infrastructure.

The Invisible Organization by Mitch Russo © 2015

To purchase The Invisible Organization, click here.

To become a more innovative leader, you can begin by taking our free leadership assessments and then enrolling in our online leadership development program.

Check out the companion interview and past episodes of Innovating Leadership, Co-creating Our Future, via iTunes, Google Play, TuneIn, Stitcher, Spotify and iHeartRADIO. Stay up-to-date on new shows airing by following the Innovative Leadership Institute LinkedIn.

About the Author

Mitch is the author of the bestseller The Invisible Organization: How Ingenious CEOs are Creating Thriving, Virtual Companies, which is the CEOs guide to transitioning a traditional brick and mortar company into a fully virtual organization. It became an instant bestseller on Amazon across several categories. He cofounded Timeslips Corp, which grew to become the largest time tracking software company in the world before it was sold in 1998. Then, Mitch went on to join longtime friend Chet Holmes as President, later to join forces with Tony Robbins and together created Business Breakthroughs, International with nearly 300 people and about 25 million in sales. Mitch says, Make it Happen and he’s doing that with yet another great company he founded, called PowerTribes. His websites are MitchRusso.com and PowerTribes.net.

To connect with Mitch Russo, email: mitch@mitchrusso.com

DEALING WITH PEOPLE YOU CAN’T STAND, HOW TO BRING OUT THE BEST IN PEOPLE AT THEIR WORST: The Lens of Understanding Why Do People Act the Way They Do

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DEALING WITH PEOPLE YOU CAN’T STAND, HOW TO BRING OUT THE BEST IN PEOPLE AT THEIR WORST: The Lens of Understanding Why Do People Act the Way They Do

To start or to continue receiving the weekly blogs via email, please sign-up using this link: subscribe to Innovative Leadership Institute weekly blog.

The following blog is provided by Dr. Rick Brinkman. It is a companion to his interview on Innovating Leadership, Co-creating Our Future titled How to Bring Out the Best In People at Their Worst that aired on April 28th, 2020.

 

Conflict can take many forms. It can be in your face, or passive aggressive behind the back. It can be caused by a specific context like meetings where typically assertive people talk too much while others drop out. The first step to successfully exiting a conflict or even better preventing it in the first place, is to understand why people act the way they do. In order to do that I would like to introduce you to the Lens of Understanding, from our book, “Dealing with People You Can’t Stand, How to Bring Out the Best in People at Their Worst.”

When you understand why people act the way they do, then you will be empowered to transform and prevent conflict behaviors. Let’s examine behavior through the Lens of Understanding. We have a green Cooperation Zone and people have 4 intents operating within them: the intent to Get Things Done, to Get Things Right, to Get Along with People, and to Get Appreciated by people. Behaviorally speaking if a person is in a Get it Done mode they will be focused on the task at hand and become more assertive to make things happen. If things are not getting done and perceive others as wasting time, then they have a tendency to go into the yellow Caution Zone and will become more controlling because if they can take over they can make things happen. Sometimes the fact that they take charge and move things forward is not a problem but a solution. That really depends on how it is done. People can also go into what we call the red Danger Zone and their behavior is more destructive and can easily become a Tank. A Tank declares martial law and runs right over you. Life is really simple to them. You are part of the solution or you are eliminated. They may rip you apart personally, but the irony is, “it’s nothing personal”. You just happen to be in the way of an end result and so must be eliminated.

However, control has other expressions. When people have suppressed anger or resentment, Sniping is often the result. At a meeting their attack is hidden in put down humor, snide remarks and sarcasm. This can be to your face or also behind your back. Sabotage and malicious gossip are also versions of this behavior. A third controlling behavior is Know-it-All. They control through knowledge because they really know a lot, but they are closed minded to everyone else’s possible contribution. In a meeting they can take the group down endless irrelevant tangents.

If we shift gears to the intent to Get it Right, we find people still focused on the task but less assertive because they must slow things down to make sure all the details are covered.   If the people around them are not paying attention to accuracy, then they can move into the yellow zone and become more perfectionist. The positive of that is all the details are covered but if they go too far into the red danger zone, they can get to a point where no one including themselves can meet their high standard and then begin to feel helpless or hopeless. When people feel helpless, Whining is the result. When people feel hopeless, Negativity results. What they both have in common is they speak in generalizations that “everything is wrong, nothing is right, and it’s always that way.” It is these generalized problems that drive everyone around them crazy, because the first step to problem solving is specifics. You can’t solve a generalization.

Other people in the face of that unattainable perfection just get frustrated and give up. That’s when you hear, “Fine, do it your way. Don’t come crying to me when it doesn’t work out.” From that point they become the Nothing person and give up.

You also get Nothing behavior from a different area of the Lens. Out of the intent to Get Along with people you get people who are friendly and helpful. Here the yellow zone is all about get approval from others. And since if you don’t have something nice to say, then don’t say it at all, Nothing behavior is a common result. Agreeable Yes behavior also stems from this motivation. Out of the desire to please and get approval, people don’t consider their own needs but just say yes to whatever anyone else wants. Maybe behavior can also originate from this zone. We have all told a salesperson, “I’ll think about it.” Were you really planning on thinking about it? No, it was approval-oriented behavior. Passive aggressive behavior also originates out of this zone. They are nice to your face but become a Sniper behind the back.

Shifting mental gears to the intent to Get Appreciated by people, we find the focus is still on people but behavior tends to be more assertive because what goes hand in hand with appreciation is a desire to contribute to others. But if they are not getting the appreciation they feel they deserve, their behavior gets more attention seeking. The red zone version can be a temper tantrum or what we call the Grenade. It is different than a Tank attack in that the Tank is focused on a specific person and you know what the issue is. When a Grenade blows up they do so in 360 degrees, indiscriminately and everyone gets hit. You are more likely to hear things like, “It’s the government’s fault! That’s the problem with the world today.” and other statements that make no sense given the present circumstances. A Tank is demanding action. A Grenade is demanding attention.

What you also get out of a need for attention is another kind of Sniper; friendly fire. These are people who like you and use put down humor or teasing as a way of showing their affection. There is no ill intent, but it can still have painful consequences.

Last but not least another behavior with an extreme need for attention is Think-They-Know-it-All behavior. Here you have someone acting like they know what they are talking about, but they don’t. You get one-upmanship in this category. If you had a great vacation, they had a better one. If you were sick, they were sicker. If you had a big inauguration, they had a bigger inauguration.

Tank, Sniper, Know-it-all, Think-They-Know-it-All, Grenade, Yes person, Maybe person, Nothing person, No person, and Whiner are the top ten-problem behaviors people face. But the good news is communication is like a phone number and there is a “right number” behaviorally that you can dial that can pull people out of their stress response and back into the normal zone of behavior.

Detailed strategies for all the behaviors are beyond the scope of this article but are certainly available in the book, “Dealing With People You Can’t Stand”, published by McGraw-Hill.

Download a free Lens of Understanding and see a live presentation of the Lens of Understanding in Dr. Brinkman’s trademark Educating through Entertainment style here.

 

To become a more innovative leader, you can begin by taking our free leadership assessments and then enrolling in our online leadership development program.

Check out the companion interview and past episodes of Innovating Leadership, Co-creating Our Future, via iTunes, Google Play, TuneIn, Stitcher, Spotify and iHeartRADIO. Stay up-to-date on new shows airing by following the Innovative Leadership Institute LinkedIn.

About the Author

Dr. Rick Brinkman is best known for his Conscious Communication® expertise conveyed to millions of people via keynotes and trainings in his trademark Educating through Entertainment style. He has performed over 4000 programs in 18 countries. He is the coauthor of six McGraw Hill books including the 2,000,000 copy international bestseller: Dealing With People You Can’t Stand: How to Bring Out the Best in People at Their Worst. Which has been translated into 25 languages. His latest book is: Dealing with Meetings You Can’t Stand, Meet Less and Do More.  His clients have included: the Astronauts at NASA, LucasFilm, Sony Pictures, the FBI, Defense Department, Lockheed Martin, Adobe and many more. He has been featured as a communication expert on CNN, the Wall St. Journal, the New York Times, and O Magazine.

Photo by Kaboompics .com

Innovating Leadership, Co-creating Our Future Top 10 Shows of 2019

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To start or to continue receiving the weekly blogs via email, please sign-up using this link: subscribe to Innovative Leadership Institute weekly blog.

 

Thank you to our listeners for making 2019 our best year yet. As we close out the decade and move into 2020, we are very excited for the guests, information and opportunities to come. We’ve had amazing businesspeople, talented authors and visionary executives on the show this year each and every week. We wanted to sum up the year with our 10 most popular shows of 2019. If you missed any of these great shows, click on the link and you will be taken directly to the show.

 

2019 Top Ten Shows List:

  1. Situational Analysis – Increase Presence and Effectiveness with Belinda Gore aired on 01/08/2019

Situational analysis is one of the five key elements of Innovative Leadership. Being effective at situational analysis means you are able to evaluate four key elements of any organizational situation: 1. your personal values and thoughts 2. your behavior 3. the organizational culture 4. the organizational systems and processes. As leaders we are continually responding to changing and competing demands and situations. It is important to have a holistic framework that allows us to evaluate the situation and align each of the key elements. We use situational analysis in a broad range of circumstances ranging from validating key decisions to evaluating opportunities. This tool increases leadership effectiveness and also allows them to act with higher level of authenticity and presence. During the conversation, presence is a major theme. By understanding what is happening and who we are as well as what we value, we are liberated to be who we are authentically.

 

  1. Sustainability: Why Hasn’t It Been Embraced? with Christoph Hinske, Michelle Thatcher and Khoo Hock Aun aired on 06/25/2019

“Business as usual” can no longer be the leader thought pattern in regard to environmental impacts made by businesses. We are at a critical point where sustainability and impacts on the environment by business practices must be considered. What as leaders can we do to make a difference in these highly sensitive decisions? Christoph Hinske, Michelle Thatcher and Khoo Hock Aun discuss the options leaders have to encourage favorable corporate behavior and what leaders can do to make a difference.

 

  1. Difficult Times Can Build Leadership Skills with Aleksandra Scepanovic aired on 10/22/2019

Aleksandra Scepanovic joined the show with her inspiring story. How she first moved to New York City in the early 2000s after starting her career as a journalist covering the Bosnian war, from the war zones of the Balkans. When she came to New York City, she was enamored by the beauty in the architecture in the different neighborhoods, which led her to begin a career in real estate. Aleksandra felt a special connection to the brownstone neighborhoods of Brooklyn, and after spending more time in the borough, she and her partner co-founded Ideal Properties Group there in 2007. Aleksandra shares how the difficulties influenced her leadership skills and what she learned that allowed her to become a better leader.

 

  1. Connect First: Ways to Ignite Success, Meaning and Joy at Work with Melanie Katzman aired on 10/29/2019

In this episode Maureen interviewed Dr. Melanie Katzman, author of the new book, CONNECT FIRST: 52 Simple Ways to Ignite Success, Meaning, and Joy at Work. Melanie gave actionable advice for restoring joy and amplifying success at work through the power of human connection. In her dual roles as a therapist and a consultant to companies on six continents, she found that connecting first as humans—and then as colleagues, coworkers and community members—is the solution to almost any conflict encountered by both her clinical patients and her corporate clients.

 

  1. 6. WE Empower UN Sustainable Development Goals Challenge Winners with Amanda Ellis, Hadeel Anabtawi and Habiba Ali aired on 10/8/2019

There are women leaders making a difference by promoting positive change in their local communities which can have a global impact. “Women hold each other’s hands around the world for innovative positive change, supporting and promoting each other’s work to make the world a better place and co-creating the future we want”. Amanda Ellis, co-chair of the WE Empower United Nations Sustainable Development Goals Challenge, which promotes women business owners globally who are both running successful businesses and supporting the UN Sustainable Development Goals, joined Maureen along with Hadeel Anabtawi and Habiba Ali, two of the 2018 winners of the challenge. Their inspiring stories show how women leaders can make a difference in the world to promote positive change.

 

  1. The Biography of a Finally Successful Startup with Charles Morgan aired on 8/27/19

For those wrestling with questions about business leadership, avoiding bad decisions, investing in a start-up, and turning a passion into a profitable venture, Charles Morgan shares his story of how he retired and then found himself back in the role of CEO for a struggling data and analytics startup company. His story is textbook entrepreneurialism, at least as ‘textbook’ as an entrepreneurial narrative could ever be. He talked about the intersection of entrepreneurism and data.

 

  1. Influence PEOPLE: Powerful Everyday Opportunities to Persuade with Brian Ahearn aired on 9/3/19

Understanding the principles of influence allows you to leverage human psychology and increase your opportunity to hear that magic word everyone wants to hear when they make a request – Yes! By discussing Brian’s book, Influence PEOPLE: Powerful Everyday Opportunities to Persuade that are Lasting and Ethical, we want to help individuals and organizations take the complex scientific research on the influence process and put it into practical application. The result of this practical application is more success at the office and peace and happiness at home.

 

  1. Lasting Solutions for Distribution Center Labor Shortages with Will O-Brien and Dave DuBose aired on 9/10/19

The labor shortage is not going away, workers are becoming more transient and Amazon is continuing to drive up competition for distribution center (DC) employees. So, most DC operators resort to wage increases and retention bonuses as the quick solution to this really challenging people problem. Will O’Brien and Dave DuBose joined the show to share the better answer, which is a set of more robust solutions that better serve the operators’ longer-term needs and mitigate their dependence on short-lived “quick fix” wage and bonus answers that everyone else is chasing.

 

  1. Business Disruptions: Are You Disrupting or Being Disrupted? with Mark Kvamme on 8/6/2019

Business disruptions are occurring every day for entire business segments. Effective organizations are looking ahead to lead the disruptive efforts to set the new market. If you are not disrupting – you will get disrupted. Mark Kvamme joins Maureen to discuss how he works with organizations to identify opportunities and be the disruptor rather than being disrupted.

 

  1. Why Digital Transformations Fail with Tony Saldanha on 8/20/2019

Digital transformations can be made routinely successful and is more important than ever now that we’re in the Fourth Industrial Revolution. The lines between the physical, digital, and biological worlds are becoming more blurred. This however does not eliminate the fact that 70% of digital transformations fail. That failure is not due to technology or innovation itself but in fact comes down to the details. The lack of clear goals and having a disciplined process for achieving them is what leads to failure of digital transformations. Tony Saldanha will joined the show to discuss his new book, Why Digital Transformations Fail.

We look forward to 2020 and all that the future holds for us as a people, as a community and as a world. May peace and joy surround you all during the start what is bound to be a new and wonderous decade.

 

To become a more innovative leader, you can begin by taking our free leadership assessments and then enrolling in our online leadership development program.

Check out the companion interview and past episodes of Innovating Leadership, Co-creating Our Future, via iTunes, Google Play, TuneIn, Stitcher, Spotify and iHeartRADIO. Stay up-to-date on new shows airing by following the Innovative Leadership Institute LinkedIn.

 

About the Author

Susan Harper is the Business Manager at Innovative Leadership Institute and sometimes a travel blogger.

Photo by Andrew-Art

 

Using Language to Create a Generative Culture In a Dynamic Business Environment – Huntington and Sophisticated Systems

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Using Language to Create a Generative Culture In a Dynamic Business Environment – Huntington and Sophisticated Systems

To start or to continue receiving the weekly blogs via email, please sign-up using this link: subscribe to Innovative Leadership Institute weekly blog.

This is a companion blog to the interview Words Drive Actions -Changing Culture With Value Based Words with Dwight Smith and Stephen D. Steinour that aired on December 17, 2019.

 

Words can be powerful. For anyone who has spoken a harsh word to a child, a loved one, or even a colleague, we can often feel the impact in our gut when we see their faces look back at us filled with hurt or sadness. We, as busy leaders, employees, and family members, often allow our stress to seep through in our language. “My Special Word,” corporate purpose statements and guiding principles can serve as an aspirational reminder setting the tone for the environment we are committed to creating.

Does this type of statement help? Is it just window dressing that sounds good in our recruiting videos?

I believe having an aspirational statement about who we want to be as individuals and organizations AND creating an environment of accountability to encourage us to act in alignment with our aspirations creates the conditions where we are more likely to act according to our aspirations. This doesn’t mean we hit the mark every day in every action. Aspirational means that is the standard we set, we measure ourselves against it, and we measure our colleagues and organization against it. Another key is we put structures in place to help one another hit that aspirational goal. We discuss our success stories and our challenges. This aspirational culture is created by both giving deep thought to the qualities we care about and creating systems and processes that underpin the culture.

In our leadership development programs at the Innovative Leadership Institute, we take participants through a process where they explore their purpose and values. For many busy leaders, while they are highly principled, they have not taken time to write down their deepest held values and evaluate their behavior against those values. The process can be instructive and an invitation to remember the values they were raised with or aspire to in their quiet moments. One of the challenges is how do we create the conditions to “operationalize” these deeper values in business?

In a conversation with Steve Steinour, Huntington Bank CEO and Dwight Smith, Founder, My Special Word, and CEO/Founder Sophisticated Systems, they explore approaches they have used to be explicit with their values personally and organizationally. This transparency is particularly important during a time when we, as citizens, are continually disappointed by the behaviors we see from those we were raised to trust. This behavior could emanate from our business leaders, civic leaders, and, occasionally, our religious leaders. In my view, we as leaders can’t completely stop the negative behavior, but we can be visible as the positive leaders that fill our communities. There are a few bad apples that get lots of press, and there are thousands or hundreds of thousands of good people who want to be great parents, employees, leaders, and family members. Steve and Dwight are highly visible and successful men in their community who are modeling their values through their words and their actions!

In this blog and the interview series, we have been talking about the trend that successful companies are focused on both profit AND being companies that serve the broader community. Huntington’s Purpose statement and Values model that trend. Huntington’s purpose is “to look out for people,” their Purpose statement is: “We make people’s lives better, help businesses thrive, and strengthen the communities we serve.” Huntington is committed to doing the right thing for its customers, colleagues, shareholders, and communities by seeking to “Do the right thing” with the following three Values…

  • Can-Do Attitude
    “Enthusiastically work and succeed together.”
  • Service Heart
    “Inclusive spirit to put yourself in each other’s shoes—then help.”
  • Forward Thinking
    “Always look ahead for ways to be the very best.”

These values help guide Huntington in all the company does in running an effective and successful enterprise where people are treated well, and where they treat their clients and communities well. Treating people well includes civility, which means looking out for people. One way Huntington looks out for colleagues it through its business resource groups. These groups come together with common interest to share their views, which then help guide and inform others around the company. These groups drive actions in the company such as the military Business Resource Group driving benefit change for Military employees and clients. To me, a major point is Huntington sets an aspirational vision and behaviors, then it acts and measures how effectively they meet that aspiration.

Dwight talks about kindness, respect, and the ability to listen to others. These words become the foundation of a culture where values show up on how people talk and interact with others. People’s diverse values are respected. People are encouraged to share their values and aspirations – creating a safe place to succeed and also a safe place to experiment and learn and make mistakes.

Moving culture from unconscious action to deliberate choice is a complicated process and unique to every organization. Here are a few steps to consider as you look at your own culture and words to see if you are saying and acting the way that aligns with your aspirations.

  • Define/refine/revisit your purpose
  • Clarify the words that most resonate with and enable your purpose
  • Identify the processes and people (like business resource groups) that turn aspiration into action
  • Measure and refine

In an environment that is changing quickly, leaders must create positive cultures that reinforce the aspirations we have as people and as organizations. This positive culture includes qualities such as respect, civility, and supporting others in accomplishing their goals and dreams.

What are your organization’s aspirational words?

 

To become a more innovative leader, you can begin by taking our free leadership assessments and then enrolling in our online leadership development program.

This online course contains the companion tools and assessments for people getting to develop become Innovative Leaders. The course is based on a proven six-step process in an interactive format that includes audio interviews with top leaders and thought leaders, videos, worksheets, articles, and reflection questions designed to support you in enhancing your practical effectiveness as an Innovative Leader.

It contains links to the online measurement platform and leadership assessments you and your coach will use.

Follow the process, and you will become more effective as a leader!

Check out the companion interview and past episodes of Innovating Leadership, Co-creating Our Future, via iTunes, Google Play, TuneIn, Stitcher, Spotify and iHeartRADIO. Stay up-to-date on new shows airing by following the Innovative Leadership Institute LinkedIn.

About the Author

Maureen Metcalf – Founder, CEO, and Board Chair of the Innovative Leadership Institute  is a highly sought-after expert in anticipating and leveraging future business trends to transform organizations.

Photo by Skitterphoto

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