Are you passionate about the role you play at work?
Have you set goals and identified tasks to better enable you to reach your 2 year, 5 year, and 10 year goals? If not, create a plan now, market yourself, and identify the skills and behaviors you will require to obtain your dream job!
Career Ambition = Passion, Skill, and Will
Champions are made from something they have deep inside.
A desire, a dream, a vision. They have to have last minute stamina, they have to be a little faster, they have to have the skill and the will. But the will must be stronger than the skill.
– Muhammad Ali
Seven items have been identified that impede individuals from obtaining their dream job (excerpts from For Your Improvement by Michael Lombardo and Robert Eichinger).
- Unsure of what career is truly desired.
- Bored, in the wrong organization, or in the wrong career.
- Unwilling to make sacrifices to get ahead.
- Unclear on how careers really work and how people get ahead.
- Inability to market oneself, stand out, get noticed.
- Hesitant to express career wants, needs and desires.
- Stuck in a comfort zone; unwilling to take a career risk.
How to get started:
-Assess your strengths and identify and take action on your weaknesses
-Obtain a mentor and establish a “board of directors” that will provide you with objective and meaningful feedback
-Identify your “dream job” options
-Step out of your comfort zone and don’t become complacent.
-Share and make your successes known to clients, peers, and bosses.
-Get a coach. They will help you determine what you really want and keep you focused on your dream.
Don’t ask yourself what the world needs. Ask yourself what makes you come alive, and go do that, because what the world needs is people who have come alive.
BONUS – QWIKTIP – Follow this link to read why Passion Is Energy
Can you believe we’re in the last quarter of 2016? That means we have less than 3 months to accomplish our goals and take action on leadership development plans.
NOW is the time to review organizational and personal goals, assess unfinished business, and begin planning for 2017.
Aim higher. Stay focused.
4th Quarter Check-In Questions
- Have achieved goals been acknowledged and recognized?
- What targets have been missed or neglected?
- What are your priorities for the next 3 months?
- Does your organization have a talent retention plan?
- Does it have leadership bench-strength?
- Is technical savvy sufficient to keep abreast of changing times?
- Have relationship enhancements occurred as needed?
- Has action been taken on becoming more courageous leaders?
As a reminder, Courageous leaders:
- Have and live a dream.
- Document goals.
- Commit to goals.
- Understand personal and team strengths.
- Address conflict.
- Develop others.
- Enhance a skill.
- Remain controlled.
- Give rewards.
- Succeed and learn from failure.
Answering the questions listed above and utilizing the courageous leadership skills will position you to take appropriate actions to differentiate between IMPORTANT issues (those which contribute heavily to goals and objectives and have high value) from URGENT issues (those that require immediate attention but may not contribute to the success of meeting goals and objectives).
All of our behaviors are intended to support our goals, mission, and vision. Aim higher and stay focused!
BONUS – QWIKTIP – MAKE SURE EVERYONE IS ONBOARD
We all have our own styles and preferences, and we go about attaining our goals and inspiring others in our own unique way. What we need to know is if our preferred style includes impediments to success.
There are ” minor” work place foibles which begin to chip away goodwill.
Marshall Goldsmith’s List of 21 Bad Habits
- Winning too much: the need to win at all costs and in all situations when it matters, when it doesn’t, and when it is beside the point.
- Adding too much value: The overwhelming desire to add our two cents to every discussion.
- Passing judgment: the need to rate others and impose our standards on them.
- Making destructive comments: the needless sarcasm and cutting remarks that we think make us sound sharp and witty.
- Starting with “No,” “But,” or “However”: The overuse of these negative qualifiers which secretly say to everyone, “I’m right. You’re wrong.”
- Telling the world how smart we are: The need to show people we’re smarter than they think we are.
- Speaking when angry: Using emotional volatility as a management tool.
- Negativity, or “Let me explain why that won’t work”: The need to share our negative thoughts even when we weren’t asked.
- Withholding information: The refusal to share information in order to maintain an advantage over others.
- Failing to give proper recognition: The inability to praise and reward.
- Claiming credit that we don’t deserve: The most annoying way to overestimate our contribution to any success.
- Making excuses: The need to reposition our annoying behavior as a permanent fixture so people excuse us for it.
- Clinging to the past: The need to deflect blame away from ourselves and onto events and people from our past; a subset of blaming everyone else.
- Playing favorites: Failing to see that we are treating someone unfairly.
- Refusing to express regret: The inability to take responsibility for our actions, admit we’re wrong, or recognize how our actions affect others.
- Not listening: The most passive-aggressive form of disrespect for colleagues.
- Failing to express gratitude: The most basic form of bad manners.
- Punishing the messenger: The misguided need to attack the innocent who are usually trying to help us.
- Passing the buck: The need to blame everyone but ourselves.
- An excessive need to be “me”: Exalting our faults as virtues simply because they’re who we are.
- Goal obsession: Doggedly pursuing tasks or goals instead of paying attention to relationships or the personal needs of others.
We’re pretty sure some of these (if not most) hit home as you’ve likely observed them in others, and you may even have exhibited some yourself.
What’s key is awareness. Make an effort to avoid chipping away at the goodwill of others!
BONUS – QWIKTIP – Confidence and Competence
Work harder on yourself than you do on your job.
-Jim Rohn, Author, motivational speaker
Leadership. Many of you have heard this before, but we define leadership as:
Taking others where they’ve never gone before and wouldn’t go by themselves.
We believe everyone is a leader, regardless of title or reporting structure since we all have the ability to INFLUENCE others. And, we also believe effective leaders are continual learners.
In order to be a strong leader, Mr. Rohn feels there must be a commitment for self- development and identifies 7 “must have” leadership traits:
- Learn to be strong but not impolite
- Learn to be kind but not weak
- Learn to be bold but not a bully
- Learn to be humble but not timid
- Learn to be proud but not arrogant
- Learn to develop humor without folly
- Learn to deal in realities
What were your thoughts when you read through the list? How many have you mastered? Which could you further develop?
Did any names come to mind (co-workers / bosses) where you thought these traits were either consistently displayed or severely lacking?
Pick two areas for development:
A strength you already have (how can it be further developed?)
An “opportunity” (which from the list left you feeling uneasy?)
Add them to your development plan, make a commitment, and check your progress monthly. Let us know how you’re doing!
Follow this link for more on Leaders Are Continual Learners
If your actions inspire others to dream more, learn more, do more and become more, you are a leader. —
John Quincy Adams
Everyone is a leader, in every profession, every role, no matter what title or pay level.
I was visiting a state national park this past weekend and will keep it nameless to protect the innocent.
Being a leadership developer and coach, I am curious to what people say about their leaders. I was walking out of the park and a friendly park ranger decided to open up about his management.
In his opinion, his current leader is outstanding and he wasn’t shy about telling me why. I asked what made the difference for him and he said this:
“My previous manager had no new ideas. He had been in the role for over 40 years and basically just tried to survive until retirement. He was a very good guy but had no ambition to make anything better.
When he was replaced, the new manager came in with fabulous ideas and encouraged me to make things better. I was able to clean up the area, put in new rocks and tables, fix and replace broken sinks, and paint the walls of the restrooms”.
LEADERSHIP CAN BE SIMPLE!
While the ranger’s actions seem simple, it turns out that that is exactly the point. Leadership can be simple. It is empowering yourself and others to go where they have never gone before and maybe wouldn’t go by themselves (or wouldn’t without permission).
The new leader truly inspired and led this ranger to go and do what he wanted to do which was to make things better for the patrons of the park.
While the previous manager was a nice person, had good ethics and was easy to get along with, that wasn’t what was needed to make the park the best experience for the visitors.
What I noticed was the enthusiasm this ranger had for his job, his passion for excellence, and his ideas to make things better. All he needed was the spark to excel.
He could have easily taken a different road and just bided his time for his retirement. Instead he opted to make a difference. I would advise this wonderful ranger to go a step further – speak to his leader about his improvement suggestions for what could be done. (and if you have the latitude, just make the changes on your own). While there is risk, the rewards will set you free.
BONUS – CLICK HERE to read why FEAR IS A BARRIER TO SUCCESS
The greatest ability in business is to get along with others and to influence their actions.–
INFLUENCE. Some think you need direct reports in order to influence others. We believe that we are ALL leaders and that our behaviors and actions DO influence others regardless of our workplace title.
One great way to influence others is to understand their goals. What are they trying to achieve? What obstacles are they facing? How could they be helped? Do they want assistance?
If yes, determine what and how you can help them attain each goal. A friend found this formula:
LEAP = Listen, Empathize, Agree and Plan
Listen to their goals, empathize with their situation, agree on tasks and options to achieve them, and begin to plan together.
It’s our past experiences, our observations, and how we’ve interpreted situations that affect levels of influence. This includes understanding and utilizing our own attitudes and beliefs, and our perceptions of the attitudes and beliefs others.
Our “self-talk” also greatly impacts if and how we’ll influence others. A lack of confidence will inhibit us from expressing our opinions, especially when we fear rejection.
There are two different styles that are used in influencing others:
1. Openness in communication
2. Consideration for others
Our level of openness is what dictates how willing we are to share our life experiences, our thoughts, and our emotions with others. (In contrast with volunteering minimal information).
Consideration is displayed by our willingness to accept and respond to others in the way they prefer. To some this includes an intensity to preserve the rights of others as they would their own. The opposing style is to display little respect for the opinions, feelings, and reactions of others, with no interest in showing support.
Last week we talked about body language. Skillfully and positively influencing others includes paying attention to:
- BODY POSTURE
- FACIAL EXPRESSION
- EYE CONTACT
- TONE OF VOICE
- FLUENCY OF SPEECH
- DIRECTNESS OF SPEECH
- VERBAL BEHAVIOR
Passion has a lot to do with the effort we’ll make to influence others. If passion is missing, it’s easy to defer to others and step back. When passion exists, we’re much more likely to influence others to a greater extent, and risk disagreement or rejection.
Do you actively influence others?
Follow this link to read about SELF TALK
Why top companies have our leaders train theirs
American Express, Sinclair Broadcast Group, and Balfour Beatty know the value of investing in their best.
That’s why they turn to PEOPLETEK. Our professionally certified coaches – many with impressive backgrounds from influential companies themselves – have been developing corporate leaders nationwide since 1996. It’s a process of leaders developing leaders at its finest.
Equipping leaders at all levels to achieve their goals helps your organization reach its highest potential. In 12 comprehensive sessions, the Leadership Journey gives your best people the tools, training, and self-awareness to lead their teams to enhanced results and effectiveness.
During the 12 interactive group sessions, attendees grow in confidence and effectiveness by:
- Assessing their strengths and gaps via coaching, behavioral assessments, and 360 feedback
- Learning to apply essential leadership skills to motivate peak performance
- Strengthening communication, relationship and decision-making skills
- Becoming adept at understanding, leading, coaching and influencing others
- Overcoming differences in personality and work style to achieve common goals
- Learning to cope with stress through change, conflict, and other challenges
Or, sponsor a TEAM JOURNEY and we’ll customize the delivery to support your goals and challenges! ASK ABOUT GROUP DISCOUNTS!
Results. It’s what we as leaders want; it’s what our shareholders demand. Your goals may remain relatively constant, but how you achieve them (and hopefully surpass them) will change with the times.
The skill-sets of last year’s top performers may no longer provide you with the results you aspire for this year, and Benjamin Franklin summed it up perfectly:
Without continual growth and progress, such words as improvement, achievement, and success have no meaning.
Always Be Growing For the Best Results
Without continual growth and progress, such words as improvement, achievement, and success have no meaning.
We must commit to providing continual growth and development opportunities for individuals and organizations, and we can’t forget about the need for self-enrichment.
No matter how experienced, tenured, or mature we may be, we all need to minimally “refresh” our abilities, attitudes, behaviors and skill-sets.
Some of the Top Issues Impacting Results
- Unproductive behaviors
- No/minimal accountability and ownership
- Lack of passion, motivation, and commitment
- Inability to address issues or deal with difficult people
- Ignoring stress levels
- The inability to give and receive feedback in an honoring way
- Trust issues
And there are more:
- What new technical skills must be acquired?
- Are strong relationships built and sustained?
- Does listening truly occur?
- Do you know your customer’s needs?
- Does planning include strategic and Innovative thinking?
This is just a sample of areas for development. Think about where you are now and where you want to be before the end of the year. Assign priorities for taking action, and make it happen. Do the same for what you want for next year, and also for 5 years from now.
Be realistic; growth and attaining desired results does not happen overnight but a commitment to continual learning will drive progress that leads to success.
What do you want to accomplish for the remainder of 2016?
Organizations that empower folks further down the chain or try to get rid of the big hierarchical chains and allow decision making to happen on a more local level end up being more adaptive and resilient because there are more minds involved in the problem.
Empowerment. This concept gained heightened awareness in the 1980’s / 90s for management and business administration with the intent to increase autonomy, responsibility, and levels of influence. It is also intended to minimize frustration and low self-esteem for those that have so much to offer and are prevented from doing so.
HOW TO EMPOWER OTHERS – Here are 6 Behaviors that will increase your leadership effectiveness:
1. Let go of doing the actual work; DELEGATE! Stop being a technician and allow those that need to do the work the time and space to actually perform and they’ll rise to the occasion. When I first started to delegate to others I always felt they never did the task as well as I did. WOW was that wrong. They did it better. Yes, at first they needed some time, coaching and feedback on how to perform better, but they learned and grew; I was truly impressed and never looked back.
2. Train others: You have to give others a chance and then you need to ensure they have the proper education/development to perform the task you’re requesting of them. If it’s sales then they need sales training on how best to serve the customers, how to understand their needs, how to listen and communicate. If they are a technician, they need to know the process and possess the tools/skills necessary to perform at their highest level and satisfy the wants of the customer.
3. Give feedback and Coach– How can anyone know where they stand unless they are given feedback on how they are performing? So many times a leader just goes back to either doing the work or giving the task to others. This prevents the new person from learning and growing. It also creates an increased workload for the more tenured/experienced team members resulting in burn-out.
4. Reward individuals (and teams) when they excel. Provide incentives for continual learning and growth opportunities. Additionally, provide incentives for those that become leaders of leaders, especially when they mentor and develop others.
5. Create a team where each team member utilizes their skills, abilities, and talent. They need to understand and leverage each others strengths, and they need to want to help one another develop areas of weakness. No one can act on their own. Everyone needs and requires help. Build a team where members hold each other accountable to the highest level of performance and where they refuse to settle for mediocrity.
6. Have fun and make it a game! Everyone wants to get joy out of their work. It’s up to you, the leader, to set the tone that the only competition is about satisfying the customer and achieving goals.Why not make establishing best practices and improving the work environment fun?
Get everyone involved in the process and create a culture that others want to be part of. To learn more about empowering others contact us.