Arent Management Consulting: Commitment

Arent Management Consulting: Commitment: Commitment WHAT IS COMMITMENT "...the basic philosophy, spirit, and drive of an organization have far more to do with its relative ac...

Commitment

Commitment

WHAT IS COMMITMENT

"...the basic philosophy, spirit, and drive of an organization have far more to do with its relative achievements than do technological or economic resources, organizational structure, innovation, and timing. All these things weigh heavily in success. But they are, I think, transcended by how strongly the people in the organization believe in its basic precepts and how faithfully they carry them out."

Thomas J. Watson, Jr., IBM, former CEO

These words by Mr. Watson who had a storied career with IBM spanning four decades are profound and clearly state the importance of human resources in the success of any organization.  As a youngster, I caddied for a gentleman who once reported to Mr. Watson.  He espoused the same beliefs as the CEO.  It taught me a lesson back in the 60’s as to what some of the core fundamentals of building a successful enterprise would need. When an individual champions his company, he is building team commitment. It is indeed the willingness to go “above & beyond” in giving time and energy to your core values.  Our last blog talked about “walking the talk”.  You cannot do this if you do not have the commitment of your entire team.  You may have the greatest production facility on the planet and also more money than the top 10 fortunes in the world combined but without commitment you will ultimately fail.

Commitment is the fuel that initiates action. To commit is to pledge one’s self to certain core values. It also means working on and operating by your beliefs time after time. Possibly the best description of commitment is determination with a reason.

"When your values are clear to you, making decisions becomes easier."
- Roy E. Disney, Co-Founder of the Walt Disney Company

"You're only as good as the people you hire."
- Ray Kroc, Founder of McDonald's

"High expectations are the key to everything."
- Sam Walton, Founder of Wal-Mart

The above quotes from a sampling of famous business leaders in the past century speaks volumes as to how successful business people are hailed as visionary leaders. On careful examination they are found to be individuals who held firmly to a simple set of standards, usually grounded in values such as “the highest quality, highest customer service or best-qualified people”. It is the strength of these core values, consistently followed, that led to their business success.

When you are successful in creating a culture which is based on strong core values and fervently acted upon, you build a dedication that leads to total commitment.  By doing this you then have empowered your team to partner with you and realize goals that individually could not be attained.  You have made your organization very powerful and also expand the following:

·         A loyal team of employees who stay with you and continue to be part of the organization. [in a future blog we will talk about retention and the high cost of losing good people]

·         A focus on the long-term rather than short-term.

·         Productive, happy employees who are more focused on top quality.

How can we gain commitment?

1.      Listening to all levels within the organization.  “Using the two ears and one mouth” in appropriate ratio.  In other words, listening twice as much as talking!

2.      Remembering that there is no “I” in team.

3.      Initiating trust and building confidence on a continuous basis.  Trust is a two-way street.  As leaders learn to trust those around them, the organization’s conviction flourishes.

4.      Promoting diversity and building on a range of backgrounds including experience, education, training, qualifications etc…

5.      Creating an environment that that is both positive and blame-free

6.      Creating a sense of ownership within the organization at all levels of employment. Success of the company is the success of the team.

7.      Meaningful work and allowing employees to take pride in what they do.

Fortunately, paying the price that commitment commands has payoffs worth the cost – the rewards are endless!

Arent Management Consulting: Walking the Talk Establishing corpora...

Arent Management Consulting:
Establishing corpora...: Establishing corporate culture & values In what type of corporate culture would you...

Walking the Walk

Establishing corporate culture & values

In what type of corporate culture would you enjoy giving 110%? 

I would doubt that any of us would answer with the following:   “I enjoy the President & CEO giving an eloquent speech at the National Sales Meeting preaching to us asking for things that he/she would not do themselves”.  When a manager says they blah, blah, blah and they exhibit character traits that are opposite, they are committing a fatal error for both themselves and the company. Charisma is one thing, actions are another.  The old adage “Actions speak louder than words” rings true.

Have you ever worked for a manager like this?  I believe we could more than likely say yes with a sad shake of our head.  It is a tough situation which will result in a lose-lose proposition.  How can we help to avoid this type of situation from occurring?

It starts with each of us as managers and supervisors.  It also involves everyone from the lowest position to the CEO. Our leadership style will eventually form the backbone of our organization.  Our corporate culture, our values will be established by what we say and by what we do! It is of vital importance that our leaders “walk the talk”.  In other words, we cannot ask anyone to do something that we ourselves would not do.  “Ask not what the country can do for you…but what you can do for your country”

How do we “Walk the Talk”?

 The model that you are working on building must be in agreement with your core beliefs and corporate culture statements.  You will need to understand, appreciate and “live” why it is important for requested actions to be part of your actions.

·         “Live by” the behavior you want to see from others. There is nothing more powerful for employees than observing all levels of management do the actions or behaviors they are requesting from others.  Think of some of the following sample requirements so often outlined in your Standard Operating Procedures:

• Employment policy
• Hours of work – expectations
• Professional appearance
• Administrative responsibilities
• Performance expectations
• Conflicts of interest
• Professional work environment

What would be the ramifications of a manager or supervisor not living up to these expectations?  This is just a short list of a very large index of behaviors and expectations for the company.  If company policy states a rule or designs a process, follow it, until the corporation decides to change it. We need to ask ourselves: Why would employees follow the rules if the rule makers don’t?  So often, executive management, first line management and the work force are on different divides when it comes to following the expectation.

·         Be humble and roll up your sleeves.  To become part of the team…Act as if you are part of the team, not always the head of it. Become active and participative. Dig in and do the actual work. Recently, the media has introduced  a TV show that shows the CEO going undercover to find out what the true pulse of the organization is.  If you have not seen this, I would encourage you to tune into “Undercover boss”. People will appreciate that you are personally knowledgeable about the effort needed to get the work done. They will trust your leadership because you have walked “their shoes”.

·         Collaborate with your team. Partner to better understand what your people want from you and the company. Be on the forefront to help develop your people to achieve the goals that are important to them, as well as the goals that are important to you & the company.

·         Follow up on your promises.  Do what you say you're going to do. Don’t make statements that you can’t keep. Trust is something that must be built.  It will come as your actions take place.

·         Work on building your team’s dedication & loyalty to your corporate plan.  Incorporate your vision & values into everything that you do.

·         Use a concentrated blending of various communication modules, verbal, written, in-person, e-mail, voicemail, blogs etc...and build commitment and support for the overall goal.  Follow up from personal and group meetings.  Keep a much focused eye on the end goal and coordinate all activities to reaching that goal.

·         All levels of management need to be on the same path.  Senior managers must be accountable to each other for their own behavior. (We will discuss in an upcoming blog, communications upward from first, second and executive level management).

I hope that this is helpful as we make sure that we all lead by example and “walk our talk”.  The expression of core values is paramount to making this all happen.  These are of the utmost precedence. They are comprised of deeply held attitudes and fundamental driving forces that cannot waver as we pursue our goals.  Keep in mind that your core values define what your organization believes and how you want your organization being perceived across your total workforce.

Employees are motivated and most satisfied when their needs and values are consistent with those visible in your workplace culture. Culture is the atmosphere that is a result of the work that is put into it. Culture is a powerful force that shapes your work enjoyment, your work relationships, work processes and productivity. By “walking the talk” at all levels of the organization, you are instilling a culture that will help you establish excellence. 

“I challenge you to make your life a masterpiece. I challenge you to join the ranks of those people who live what they teach, who walk their talk”.
Tony Robbins

Arent Management Consulting: Motivation - Intrinsic & Extrinsic

Arent Management Consulting: Motivation - Intrinsic & Extrinsic: Motivation Motivation is a term that refers to a process that elicits, controls, and sustains certain behaviors. Fundamentally,...

Motivation - Intrinsic & Extrinsic

Motivation 

Motivation is a term that refers to a process that elicits, controls, and sustains certain behaviors.

Fundamentally, the process of motivation stems from stimulation.  It is well accepted that this stimulus will be either internal or external which in turn leads to a specific behavioral response. In business and family life, if a one’s behavior is regarded as desirable and is rewarded, the positive reinforcement stimulates the individual to repeat the desirable behavior.

Individuals are motivated through a wide variety of needs. Some people are highly motivated by money, others by power, and others by praise. There is much research into how far financial rewards will inspire people and we will talk more about that later for now, the focus will be on non-financial factors. It should also be noted that some people are self-motivated and perform because they like challenge and want to perform. While supervisors can't make or teach direct reports to be self-motivated, they can encourage and promote this highly desirable personal trait. Generally, employees will show some self-motivation if they (1) know what is expected of them, (2) think the effort is worthwhile, and (3) feel they will benefit through effective performance.  No employee goes to work for an organization with a goal of failure…why do some people soar while others falter….it could be related to the motivation that you are providing for your employees.  Take a few minutes and read through the following…

Watch what & how you say something!

Managers need to be very aware of impact that their verbal comments and nonverbal body language have on their employees' motivation level. Below are some tips for being a motivator and not a de-motivator.

Things to do

Show honest appreciation. When managers use "I statements" to convey their honest appreciation about their employees they are communicating personal appreciation, rather than using a mechanical or an exaggerated response. Below are some examples of honest appreciation."

• "I appreciate that."
• "I like the way you said that."
• "Thank you very much for that."
• "I sure like your taking that risk."

Assume nothing…make sure you understand. Because we all make incorrect responses, it is up to the empathetic manager to respond without discouraging the employee from being willing to take risks and attempting to problem solve. "I'm with you" statements communicate an compassionate acceptance or understanding of what the employee has experienced or what they are trying to communicate. Below are some examples of "I'm with you":

• "I can see how you would do that."
• "I understand why you would say that."

Provide praise and reward for all. We all have a tendency to have our “pet favorites”. We need to be fair in distributing praise across our team and organization as long as it is honestly due. Some individuals might receive praise for bigger accomplishments than others but even the lower performers need a regular pat on the back. Team managers should also gives praise to the team & organization as a whole to encourage the group and also build team cohesiveness.

There is a broad listing of theories as it relates to motivation.  Most research focuses on two primary categories:

Intrinsic motivation refers to motivation that is driven by an interest or enjoyment in the task itself, and exists within the individual rather than relying on any external pressure. Intrinsic Motivation is based on taking pleasure in an activity rather working towards an external reward.^[1] Intrinsic motivation has been studied by social and educational psychologists since the early 1970s. Employees who are intrinsically motivated are more likely to engage in the task willingly as well as work to improve their skills, which will increase their capabilities.^[2] Employees are likely to be intrinsically motivated if they:

·         Attribute their results to factors under their own control.  The power of Autonomy!

·         Believe they have the skill that will allow them to be effective agents in reaching desired goals (i.e. the results are not determined by luck but rather their skill development and work ethic)

·         Interested in mastering a topic, rather than just rote-learning to please their supervisor.

Extrinsic motivation refers to the performance of an activity in order to attain an outcome, which then contradicts intrinsic motivation.^[3] Extrinsic motivation comes from outside of the individual. Common extrinsic motivations are rewards like money, awards and trips. On the flip side of the positive, extrinsic also covers negative factors such as coercion and threat of punishment. Competition is in general extrinsic because it encourages the performer to win and beat others, not to enjoy the intrinsic rewards of the activity.

Does extraordinary performance come from mercenary factors or is it more an inner satisfaction that could come from a variety of sources?  I once worked for an organization that provided an incentive program that was very generous.  Many employees earned a very nice income and trips that were “out of this world”.  Yet, despite the financial reward, there were many top performers who were not satisfied.  Eventually these star performers left the organization. Why does this happen? Social psychological research has indicated that extrinsic rewards can lead to over justification and a subsequent reduction in intrinsic motivation.

Motivation comes from two sources: oneself, and other people. When it comes from yourself, it is intrinsic….all other inspiration is extrinsic. The factors that motivate people can change over their lifetime, but "respect for me as a person" is one of the top motivating factors at any stage of life and is the most powerful stimulus for me.

Today, these concepts are less likely to be used as distinct categories, but instead as two ideal types that define a continuum:^[4]

·         Intrinsic motivation occurs when people are internally motivated to do something because it either brings them pleasure, they think it is important, or they feel that what they are learning is significant e.g. challenging work, recognition, responsibility

·         Extrinsic motivation comes into play when a employee is compelled to do something or act a certain way because of factors external to him or her (like money, awards, trips etc). , job security, salary and fringe benefits

According to Abraham Maslow, people are motivated by unsatisfied needs.^[5] The lower level needs such as Physiological and Safety needs will have to be satisfied before higher level needs are to be addressed. We can relate Maslow's Hierarchy of Needs theory with employee motivation. For example, if a manager is trying to motivate his employees by satisfying their needs; according to Maslow, he should try to satisfy the lower level needs before he tries to satisfy the upper level needs or the employees will not be motivated. Also he has to remember that not everyone will be satisfied by the same needs. A good manager will try to figure out which levels of needs are active for a certain individual or employee.  Situational Leadership will be a topic in the future that we will discuss that will help us learn that employees need to be managed depending on specific situations, needs, experience etc…

Maslow has money at the lowest level of the hierarchy and shows other needs are better motivators to staff.

The average workplace is about midway between the extremes of high threat and high opportunity. Motivation by threat is a dead-end strategy, and naturally staff are more attracted to the opportunity side of the motivation curve than the threat side. I once worked for a manager who answered any performance issue the same way.  A performance improvement plan designed not really to help the individual but rather as a managerial document to terminate that individual.  Can you imagine how long this worked?  Motivation is a powerful tool in the work environment that can lead to employees working at their most efficient levels of production.^[6]

References

1.       ^ N/A, Psychology Dictionary. http://www.tuition.com.hk/psychology/i.htm

2.       ^ Wigfield, A., Guthrie, J. T., Tonks, S., & Perencevich, K. C. (2004). Children's motivation for reading: Domain specificity and instructional influences. The Journal of Educational Research, 97, 299-309

3.       ^ Ryan, M. R., & Deci, L. E. Self-Determination Theory and the Facilation of Intrinsic Motivation, Social Development, and Well-Being. American Psychologist, 2000.

4.       ^ Alexander, P., Ryan, R., & Deci, E. (January 01, 2000). Intrinsic and Extrinsic Motivations: Classic Definitions and New Directions. Contemporary Educational Psychology, 25, 1.

5.       ^ Tom P (2004).Managing IT According To A Hierarchy Of Needs. N/A. http://archive.webpronews.com/it/itmanagement/wpn-18-20040302ManagingITAccordingtoaHierarchyofNeeds.html

6.       ^ Steinmetz, L. (1983) Nice Guys Finish Last: Management Myths and Reality. Boulder, Colorado: Horizon Publications Inc.

Arent Management Consulting: Professionalism in 2012--- A series

Arent Management Consulting: Professionalism in 2012--- A series: In the next several weeks, I plan on publishing tips/ideas on exhibiting professionalism in the marketplace. My hope is to share from past...

Arent Management Consulting: Gratitude

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Arent Management Consulting: Humility

Arent Management Consulting: Humility: Humor and Humility are Key Executive Traits for the long-haul A former classmate of mine who had a very successful long-term career w...

Arent Management Consulting: Perseverance

Arent Management Consulting: Perseverance: Perseverance ---Yo Adrienne…we did it! Do you remember the first “Rocky” movie? An “over the hill” street fighter gets to fight ...

Arent Management Consulting: Goal Setting

Arent Management Consulting: Goal Setting: Goal Setting – A roadmap to success It’s time for the family vacation. You are about to begin an 11 hour drive for your well-earned h...

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Goal Setting

Goal Setting – A roadmap to success

It’s time for the family vacation.  You are about to begin an 11 hour drive for your well-earned holiday with your wife and 3 children.  You’ve been planning this for months.  The van is packed.  Goodie bags have been made for the kids…also a few munchies for Mom & Dad. Every day has been well thought-out out.  The map has the routes that you will take.  It also includes the several break areas and fuel stops noted.  If all goes as intended arrival at your destination sans traffic in just shy of 11 hours. 

Does this sound familiar?  Most of us take greater pains to plan our vacation than our plans for the future. In fact, it’s been stated by professional speaker, trainer and consultant, Brian Tracy that only 3% of adults have clear written goals. A failure to plan is a plan for failure. It’s been further stated that those people (the ones with goals written down) are 5 to 10X more accomplished than those of equal or better education who do not take the time to write out exactly what they want. Too many of us treat goal setting the same way. We dream about where we want to go, but we don’t have a map to get there.

Let’s commit today to make sure that we are doing everything within our power to achieve greater return in life.  A roadmap to success!

If you follow the few short steps I’ve outlined below you will be well on your way to becoming an expert in building the road maps to achieving your goals.

1. What do you want to accomplish? 

When setting goals it is very important to remember that your goals must be consistent with your values. Goals should be clear-cut, straightforward and give emphasis to what you want to happen. Details help us to focus our efforts and clearly define what we are going to do.  Writing down your goals creates the roadmap to your success. Although just the act of writing them down can set the process in motion, it is also equally important to review your goals frequently. Critical examination of your goals with “stepping points” will help you do a progress report throughout your journey. Remember, the more focused you are on your goals the more likely you are to accomplish them.  I cannot emphasize enough that a goal “is nothing more than a wish unless you write it down”.  Your written goals have clearness.  You have the ability to be laser-targeted in precisely accomplishing your goals.  Your goal will motivate you and release endorphins to energize you to perform.  The excitement that you get as you begin to move forward to your ultimate goal will help clarify and make your goals tangible.  Once you can truly see it…you can then feel it….ultimately achieving it!

This is a great time to talk about SMART goal-setting.  The acronym stands for:

Specific

Measurable

Attainable

Realistic

Timely

Specific is the What, Why, and How of the SMART model.

• WHAT are you going to do? Use action words such as direct, organize, coordinate, lead, develop, plan, build etc.

When determining your action words use “brain power” by using positive terminology in your tactical plan.  The stepping stone process is a short list of the tactics that you will employ in your overall strategic goal achievement. Always use positive verbiage to enable our subconscious mind to help us carry out the plan. Your subconscious mind is a very efficient tool. The more positive instructions you give it, the more positive results you will get.

• WHY is this important to do at this time? Start with the end in mind and the stepping stone process to achievement.
• HOW are you going to do it? ~Stepping stones

Measurable

If you can’t measure it, you can’t manage it.  Deadlines are critical. If you do not have deadlines your goal has no urgency.

Establish concrete criteria for measuring progress toward the attainment of each goal you set. This will help you be efficient and reach your goals sooner. Once mini-goals are reached you can experience the exhilaration of achievement that will continue to spur you on to continued effort required to reach your goals.

Attainable

Ability to be achieved, accomplished, or obtained!

Realistic

Bend but don’t break.  It’s worked for the New England Patriots….It can work for you.  Allow for yardage inside the 20’s but keep them out of the end zone. You do not want to set goals that are out of reach or impossible but be sure to set goals that you can attain with some effort! Too difficult and you set the stage for failure, but too low sends the message that you aren’t very capable. Set the bar high enough for a satisfying achievement!            

AIM HIGH = Soaring    AIM LOW = Boring

Timely

Set a timeframe for the goal: for next week, month, six-month & annually. Putting an end point on your goal gives you a clear target to work towards.

Continued success and best of selling to you! I will end this blog with a quote from one of the most beloved players from Major League Baseball ~  “If you don't know where you are going, you'll end up someplace else.”
Yogi Berra

Perseverance

Perseverance ---Yo Adrienne…we did it!

Do you remember the first “Rocky” movie?  An “over the hill” street fighter gets to fight Apollo Creed for the world championship! Perhaps the greatest “underdog” story of our time.  Most of us love stories about people who never quit.  How many professional sports teams in America have the familiar lyrics of “Rocky” hitting the airwaves just prior to the game or at a critical juncture in the competition?  The music is energizing!   Our pulse begins to quicken! We are stimulated by stories be it fictional Rocky Balboa or the true story of Rudy, the walk-on and inspirational young football player at Notre Dame back in the 70s, our hearts thump in tune with our hero.

In Sales, rejection is everywhere!  If you do not experience rejection…you should question if you are indeed selling. A famous businessman and successful entrepreneur once stated:  “A rejection is nothing more than a necessary step in the pursuit of success.”
Bo Bennett

Those who persevere believe in themselves and others and hold a firm conviction that every obstacle, no matter how big or small, can be defeated. Nothing is insurmountable! Strength of mind, dedication & focus are key components to accomplishing our goals and dreams. It would be difficult for me to think of a person in my business career who has had multiple “wins” who did not have a relentless and persistent focus. Sure there are those who have short-term success similar to the “my way or the highway” type managers of years past. The “one trick” ponies are just that.  Perhaps they were in the right place at the right time and had success drop on their lap.  To be consistent and gain Long term success requires that one have the perseverance and resolve to stick to it.  “Stick-to-itiveness” is a characteristic that great leaders have in abundance.  Although change and the ability to adapt is critical in today’s rapidly changing business environment.  (This will be discussed in a future blog) The ability for one to stay focused is key. Stay laser-targeted on the end goal. Keep in mind that anything great takes time. Think long term when it comes to progress. Little steps take time to see your desired results. Remember those who stick it out during tough times will be on the radar when the economy turns around

When we run into problems, we have the option to either give up or to keep going. It is so easy to give up.  Doubts can become reality very easily in our lives. The decision to keep going builds our perseverance and makes us stronger and more capable to handle the next obstacle.  As a former smoker I easily identified with how easy it was to continue the nicotine habit.  I quit well over a hundred times always returning by giving up on my goals. Without the support of my wonderful wife and family, I would still be hooked on cigarettes.  It’s been over 5 years..actually 1,866 days and a few hours since my last puff…How was I finally able to defeat this demon?

Confront your doubts and silence them!

Make the Decision -There is a lot of power behind making a decision. When you truly make a decision towards what you want, resolve to do whatever you can to make that decision a reality.  Is it time for you to quit cigarettes?  If so, you will need to conquer the fear…the fear of failure!  What will it take for you to be Salesperson of the year?  To get that promotion? 

Don’t fear making a sound decision -We can often be wishy-washy when it comes to a change that must be made. We feel powerless in our ability to win. That fear prevents us from taking action towards our goals. We need to remember that mistakes or mis-steps are key to our eventual triumph. In the words of Winston Churchill…”Success consists of going from failure to failure without loss of enthusiasm.” Mistakes can create learning opportunities that are needed if we truly want to advance in our lives.

Avoid Naysayers - Stay away from people who are negative and reinforce the doubting voice in your head. Finding people who encourage and support your goals can help silence the voice of doubt.  One of the reasons that 12 step programs and other support groups are so successful is the positive sustainment that can be gained from group support.

If you begin to experience uncertainty -- Action is the key to success. If you come across a situation where you begin to doubt your ability, take action and zero in on your challenge with blinders on.  Focus is extremely important when developing persistence. The more we can focus ourselves on where we are trying to go, the easier it will be for us to get there. One of the best ways to stay focused is to constantly remind yourself of your goals and direction.

Humility

Humor and Humility are Key Executive Traits for the long-haul

 A former classmate of mine who had a very successful long-term career with a growing company shared with me why he chose to leave that company and pursue other interests. This individual rose through the ranks and had several promotions and was well thought of.  In fact he had built quite a legacy of former direct reports ascending the management ranks.  He related to me the following “I had a terrific career and cherished the company …. the mission of the company was very noble…”  A great company that appeared to reward this person financially and emotionally….why would he leave?

The problem, as is so often the case, was a growing discord with his immediate supervisor.  It’s been said many times that people do not leave a company…they leave due to their manager.  According to my colleague, the supervisor was a tyrant.  This individual exhibited minimal social skills and a demeanor that was a perfect example of someone “knowing it all at the expense of not caring at all”.   The old adage of nobody cares how much you know until they know how much you care was in complete chaos with this egomaniac….You know the kind…”my way or the highway”!

It was not just in business application/procedures…this ogre needed to give his inputs on everything.  His demeanor was one of executor & manipulator. He practiced over-the-top, heavy-handed, one-way communication that served to reinforce my friends’ decision to leave the organization. Apparently, my colleague wasn't the only one who felt this way as many other very qualified mid-level supervisors also evacuated the sinking ship.  What was learned from this debacle?


“Humility is a key quality that needs to be practiced at all levels of management for long-term success”

Simply put, these are leadership traits that attract and resonate with all kinds of people. People want to feel loved.  People want recognition. People crave appreciation.  Recognizing the fact that humility is a trait that successful managers employ daily is critical to understanding long-term success in business & team building. Understanding that one need to partner rather than dictate to come up with best practices and strategy is paramount to success. It is recognized that to ascend to executive management in an organization most often it is imperative to have a competitive nature.  However, competitive traits as a primary form of leadership can de-rail an organization from the inside-out.  Being competitive without collaboration is a formula for failure.  Without collaboration and partnership, an organization is doomed to ultimate failure. 

Humility is not a form of weakness but rather strength.  Those senior executives who “man up” and facilitate an environment with both humor & humility will also strengthen a company to build a sense of community and culture.  Those who lack a sense of humor and humility often tend to be overly self involved, self important, egotistical, self centered, and dysfunctional. As a result, they may operate effectively in short term or on a focused project, but as circumstances inevitably change, they eventually implode.

In the words of T. S. Eliot, former playwright & Nobel Prize winner, “Humility is the most difficult of all virtues to achieve; nothing dies harder than the desire to think well of one’s self.”

Try to avoid the tendency that implies a weakness “when we don’t know it all”.  Think about the learning experience and begin to realize that when learning is not happening…perhaps we are dead.  I guess I can sum up by saying that senior executives with a sense of humor and humility are probably more adaptive to a broad range of changing conditions and are more likely to be successful over the long haul than those who lack those traits. But that's based solely on my observation and experience. What are your thoughts?

Gratitude

Gratitude is feeling thankful ---GIFT

Last week we talked about the “Golden rule”.   This week the subject is giving Thanks!  GIFT -  Gratitude is feeling thankful.

http://amgtconsulting.blogspot.com

How often are we appreciative of the many things that “go right” in our lives?   Despite all our good intentions and actions, have you ever found yourself complaining about how you have been dealt the wrong hand.  Somehow when things go wrong they multiply like rabbits.  Our good intentions quickly sour and we are left with moaning and complaining. Being mean and creating issues rather than looking at the bright side of things. It’s human nature to want to be liked.  To be appreciated for what we bring to the table. We are all hungry for genuine appreciation and thanks. We want others to know that we matter, that our efforts are making the world a better place.  However how often is the reverse true.

Think back on the past year. It's been tough for many of us, for many reasons. The Recession,  High Unemployment, Illness, Death of a loved one, Change of Job, Loss of Job… the list can go on & on. We can spend time on the negative side of our fortunes or we can rise above it and show our thanks.  When was the last time that you showed your appreciation for the good work of your associates & that you are truly thankful for their efforts?

Let’s talk about Spring tune-up.  In the next couple of months… how can you communicate your appreciation for the people that you work with? How can you give your associates the GIFT? How can you catch people doing the right thing? Take some time now to put together a list of people who you work with that you are sincerely grateful towards. Then create an action plan to communicate your thanks, with no hidden agenda.

One caveat is that your GIFT must be genuine!!! Your thanks/gratitude…your GIFT needs to be sincere.  In the words of President John F. Kennedy over 50 years ago…” As we express our gratitude, we must never forget that the highest appreciation is not to utter words, but to live by them. “
Good selling & make it a great week!

Professionalism in 2012--- A series

In the next several weeks, I plan on publishing tips/ideas on exhibiting professionalism in the marketplace.  My hope is to share from past experiences both successes & disasters that have been noted.  This week, my discussions will revolve around communications & professional appearance.

1. Show Respect

• Cell Phone & texting are pet peeves & have no place in the workplace during working hours with team-mates.  Show some respect and keep your interest on the business items at hand.  Your work environment is just that.  It is a time for being productive in a business capacity.
• Crude & Vulgar language is becoming all too common in today's workplace.  This type of language is offensive and can damage credibility, professionalism and minimize your leadership.  Avoid disparatory words at all costs and learn to speak to your professional colleagues as though your young children are in the room.  This will help a conversation going down the toilet and avoid a growing tendency to use crude lanaguage in business settings.
• Always practice the "golden rule".  Keep in mind no one cares how much you know until they realize how much you truly care.
• Avoid at all costs - conversations related to controversial subjects such as politics, race, religion, sex.
• Avoid gossip and steer conversation away from non-business items.
• Refrain from interuptions & "getting loud" to gain control.  Learn to listen so that you can contribute and not compete to get your ideas across with a goal of ultimately leading to a collaborative relationship with your colleagues. 

2. Image is key

The old adage about First Impressions is key.  You only get one time to deliver a first impression - Make it a good one!

• Professional image can be fatal on a first meeting.
• Be on Time
• Be Prepared
• Maintain good eye contact
• Firm Handshake
• Professional appearance
• Keep in mind that professional impressions are also based on how you look. If you have tattoos, body piercings etc....this could have the potential to express an unprofessional image of both yourself and your company. It's best to keep them under wraps when in the business world.
• Professional outfitting and grooming is another key to pay attention to.  Always dress one level above when on a business trip.

A solid professional image will keep your management happy and your clients will be impressed with your polished presentation.

Next week - Showing gratitude & humility --- All my best!  John