A Task by Any Other Name...

"I long to accomplish a great and noble task,  but it is my chief duty to accomplish small tasks as if they were great and noble."

~ Helen Keller, American Author (1880 - 1968)

Never underestimate the importance of a task. Never underestimate the impact of a task done well.

Some actions may seem like routine or trite movements, and yet a task, when given the right context, often has greater value than the act itself.

A way to consider a task is to think of the following questions:

1. What is my Job?
2. What is my role?
3. What is this task?
4. What is the result?

When you are given/assigned a task, you may be asking these questions aloud with another person, or to yourself (or heck, you may ask them aloud to yourself)- whatever works for you to gain energy and relative importance for the outcome.

As you delegate or assign tasks, you can share the four points for effectively communicating the relevance of ask or responsibility by covering those four as statements versus asking the questions.

An example of each is below:

Given the task of a report: As a Project Manager (job), my role is to keep on task and within budget, so this status report (task) will allow us to know where we stand internally and can be a tool for our client, too (result).

Assigning the task of mentoring a new team member: As a Director of Marketing (job), your role is not only to promote the organization (role), it is to groom our up-and-coming leaders, so I am asking you to mentor Tyrek (task) so he will be ready for a promotion within the next 6 months should it go well (result).

Often tasks get quickly dismissed or done with little thought, and with the 4 questions regarding that action, the answers lead us all to a job well done and results that make a difference!

Lesson Learned during COVID-19 Performance Coaching

In the end, it's about the teaching, and what I always loved about coaching was the practices. Not the games, not the tournaments, not the alumni stuff. But teaching the players during practice was what coaching was all about to me.

~ John Wooden

While I have delivered over 45 complimentary sessions on working remotely, presenting in a virtual environment, communication and service when at a distance, and more, the coaching sessions conducted on the phone and via Zoom have provided many wonderful opportunities to serve and assist leaders all over the country these past months.

Having used Zoom for over 4 years, I felt at an advantage of sorts - very confident in a video setting, and ready to "talk in the box" of the laptop.

Clients have been wonderful. Still, during their wonderful sharing, there have been some common themes I will share these next few months with tips and lessons learned.

The first, which is so powerful, is that when people, all of us, learn the difference in obligation and commitment, we grow personally and professionally.

I am not talking definitions, rather this is about purpose, energy, and emotions with obligatory actions versus committed efforts.

Professionally, the difference in obligation and commitment is the difference in feeling managed and feeling led. People who are managed sense they "have to" do things, where when we are working with and for a leader, we feel committed to getting to results.

Similarly, obligation is to the minimum as commitment is to the maximum. Effort follows the feeling!
Personally, the difference in feeling like someone "needs to call so-and-so" versus wishing they could visit that person is the difference in a relative and family. With relatives, many feel obliged to attend, participate and even accept, where with family, we want to be there, experience moments together, and learn from similarities and differences.

Finally, the difference in obligation and commitment is clear when someone has a relationship with someone versus being in love or a loving relationship with someone. Obligation in a couple leads to resentment and distance, where commitment grows the love and therefore, the trust, respect, and lasting love.

Sometimes coaching, especially the performance coaching I get to do, has a lot more to do with people and the way we interact than simply the presentation or the business decision at hand.

Please strive for commitment over obligation to grow your leadership, family and love!

Audience Engagement When Presenting

Participation and More

A talk or presentation is typically best with engagement of the audience, and that means participation of some sort.

Here are a few ways to positively engage your audience:

• Meet people prior to the talk, or greet them if you already know them
• Walk around the room
• Make eye contact
• Ask a question and raise your hand as you are asking, so the audience knows you want their input
• Ask a question with "Who'll be the first to guess at..." so people know their guesses are okay, and then, when someone answers, repeat the guess and thank him or her without judgement
• Ask "Who wants to start us off?" and wait, rather than "picking on someone to answer something
• When someone starts responding, when he or she is done, ask that person "Who would you like to hear from next?" so that you are not calling on someone
• Use a fun object, or even a wadded up piece of paper as the talking prop that when someone has it, she or he has the floor - let people know you throw the object to, not at, others
• Call people by name
• Be sincere in your interaction
• Make the effort and have fun (without making fun of anyone other than yourself)

When you choose to engage your audience in positive ways, they feel safe, enjoy, and tend to want to be a part of the information sharing with you!

Being an Effective COACH

"A life of frustration is inevitable for any coach whose main enjoyment is winning." 

~ Chuck Noll

Charles Henry "Chuck" Noll was a professional American football player, assistant coach and head coach. His sole head coaching position was for the Pittsburgh Steelers of the National Football League from 1969 to 1991. 

 (1932 - 2014)

Coaching is not just something that takes place on a field, or in a partnership like I have with my valued clients, rather being a coach is a skill that is demonstrated best with a process and approach that is consistent...whether coaching to change behavior, to ensure repeat performance, or even for an accolade.

A guideline I have developed and share in workshops and one-on-one, is that of COACH.  Quite directly, COACH stands for:

Connect
Ownership
Assessment
Collaboration
Have a plan

In the Connect portion, strive to make a personal interaction with a sincere energy and genuine question, if you chose to ask one.  Ownership comes from accountability on both parts...yours and the other person's.  Assessment is that of the situation or result for reviewing and focusing forward.  Collaboration means what part you will handle (if any) and what agreement you are in with the other person.  Have a plan comes from the one being coached...not you...allow and even insist on the coachee devising a plan.

Let's imaging a coaching with a child, student or team member where there is a problem with the result:

Connect with a meeting and an agenda (even if it is just verbal) and ask how the person thought the report/meeting/interaction went...then, listen fully.  Ownership follows when each party becomes accountable by stating what s/he did to get the result.  Assessment is the exploration of how things could have gone more smoothly.  Collaboration is reaching agreement after sharing ideas on what to do differently.  Have a plan is the child, student or team member relaying what s/he specifically learned and will do moving forward.

Now, let's move to the desire to have behaviors/performance/results repeated:

Connect with a meeting and an agenda (even if it is just verbal) and ask how the person thought the report/meeting/interaction went...then, listen fully.  Ownership follows when each party becomes accountable by stating what s/he did to get the result.  Assessment is the exploration of how things did not go wrong and what kept them on track.  Collaboration is reaching agreement after sharing ideas on what to do in similar and different situations to yield the same results.  Have a plan is the child, student or team member relaying what s/he specifically was recognized for doing correctly and assuring that a similar fashion will be habit to yield the appropriate results.

Finally, it is imperative we coach when providing praise and recognition!  Please picture and engage in the COACH approach when sharing an accolade:

Connect with a meeting and an agenda (even if it is just verbal) and ask how the person thought the report/meeting/interaction went.  Then, listen fully.
Ownership follows when each party becomes accountable by stating what s/he did to get the result.  Assessment is the exploration of how things went well and giving credit to that person for his/her ideas/efforts/results.  Collaboration is reaching agreement after sharing ideas on what to do to maintain that level of effort and even ask for ideas on how to do it yourself. Have a plan is the child, student or team member relaying what s/he specifically heard from you and any other ideas based on the sincere praise.

While we would all like to be in the latter of the situations often, the more we recognize those times to offer appreciation, the less likely we will be in the first category with the same people over and over.

So, please remember that while you may not have a clipboard in your hand and/or hat on your head, you have the tools to be a great COACH!

Aspire to What You Desire-Don't Fake It 'til You Make It!

It's not uncommon for someone to cheer another on with "fake it 'til you make it" when attempting to grow, change or seek an advancement in life or work.  From that, we typically laugh, nod and move forward.  Seems innocent, right?

Yet faking it in life and business is anything but innocent.  It is, in fact, insincere and deceptive.  It's highly doubted that people strive to be insincere and deceptive, so what's the fix?

Consider the idea of "aspire to what you desire".  This is a take on dress to impress, and present in the role for which you want to be considered.  This is a recognition of something that is currently out of your reach followed by action and ownership to earn the right to be at that level.  This is both a sincere and true approach to growth.

So, skip the faking it, and work toward making it on aspiration, action and getting what you desire!

Tricky Tips for Time Treats

"Lost time is never found again." 

~  Benjamin Franklin

One of the Founding Fathers of the United States. Franklin was a renowned polymath and a leading author, printer, political theorist, politician, freemason, postmaster, scientist

(1706 - 1790)

Often at this time of year, people hear, and even say "Where did the time go?". The time goes the same direction each year, and it doesn't fly faster as we age, we often get in habits that don't serve our full engagement and enjoyment. Time is not un-renewable, free, and one of our most precious and desired resources. Make the most of your time with these 21 tips:

1. Turn most productive tasks/results into habits with intent, focus, and consistency
2. Learn to say "No" and "Yes, and...", "What?" and "How?" (not "Why?")
3. Sleep your necessary hours (what works for you) and get an early start
4. Be focused on the results for the task at hand (by not allowing interruptions to take you away)
5. Use the 4 reasons to think through how time is spent (know, know how, have capacity, and want to, and then address them with information, coaching, assessing fairly, and an attitude check - first on you, and then on others)
6. Don't allow unimportant details to get your attention (cannot solve everyone's issues)
7. Complete worst tasks first (eat that frog!)
8. Be conscientious of time-wasters such as social media or TV(not that al is a waste, rather be aware)
9. Set a time limit for task completion (consider time-chunking in 20-minute increments)
10. Leave some time between activities for bio breaks, notes, sending messages (watch schedule overload)
11. Watch to-do list totality overwhelm (put things in priority and put results in the calendar for completion)
12. Give your body exercise, stretches and nourishment that "feeds your body" healthily
13. Do less when there is not a way to do more (instead of getting only so far on everything)
14. Utilize weekends, just a little bit (to plan for the week to give you a plan)
15. Create organizing systems (and use them)
16. Do something during waiting time (this may be down time or productive - simply choose)
17. Lock yourself in (alone to accomplish)
18. Commit to your plan to do something, and share with others that you are doing it (for accountability)
19. Do things that are similar at the same time, and go to places in order of distance
20. Find time for stillness (downtime and aloneness can be reflective and very rewarding from a re-charge perspective)
21. Eliminate the use of "I'm busy", "Are you busy?", "How are you?" (if you are not in a position to sincerely listen), and any versions of busy (consider full, productive, enjoyable and other descriptors in order to keep control and purpose in your perspective of your time)

With these tips in place, and even habits being formed (see number 1), watch how your time comes into focus as a tool and not a challenge!

Maximize Your Moxumility

"You know more than you think you know, just as you know less than you want to know." - Oscar Wilde, Irish Poet, Novelist, Dramatist and Critic, 1854-1900

MoxumilityTM is a word I have trademarked to show, express and encourage the idea of combining moxie with humility. While it is super to have the confidence (the moxie) it is also well-serving to know there is more to learn, experience and appreciate (the humility). Here are my top 10 ways to Maximize Your Moxumility. Additionally, here's a link to a 28-minute talk where I shared this as well: http://youtu.be/c23pkMRH1jE 10 - Be the expert in your space for your size, clients & offerings. 9 - Be trusting to be trustworthy. 8 - Be responsive instead of reactionary. 7 - Be contagious. 6 - Be grateful instead of just full of "great"s. 5 - Be absolutely, positively addicted to the truth! 4 - Be more interested in others than interesting to others. 3 - Be about "What?" and/or "How?" over "Why?". 2 - Be the product, and be the value. 1 - Be an intentional example that others can sample. Whether it is the video, or just the quick summary, here's hoping this tip reminds you of your moxie and humility! Thank you, and make the most of your moxumility!

Give it Your ALL!

"Make the most of yourself, for that is all there is of you." Ralph Waldo Emerson (American Poet)

There seemingly are so many expectations we put on ourselves, and additional demands we allow others to place on us as well. In the long run, all we have is who we are and what we do, so isn't it fair to strip away expectations and demands, and instead be determined to "give it our ALL"?

By giving it your ALL, I mean really owning and enjoying, assessing and sharing your:

Appreciation - being grateful for what you have and happy for others for what they have, and bring to the table as well

Loyalty - having beliefs, knowing you have and give confidentiality, and really developing trust and dependability that is enjoyable and comforting all at once

Laughter - demonstrating the real you, and even laughing at yourself and with others with humor and humility, pride and presence

When you are willing and able to give your ALL, you are in a position to truly experience and engage in ALL that is important to you, for you! So let go of some of those burdensome expectations and demands and replace them with desire and engagement so not only are you giving your ALL, you can get your ALL!!

Maximize a Coaching or Mentoring Meeting

“A discovery is said to be an accident meeting a prepared mind.”~ Albert Szent-Gyorgyi, Hungarian Scientist (1893 – 1986)

Interestingly enough, too often, we meet with team members and colleagues for coaching or mentoring only when something is going wrong. Perhaps there is a reason or two for not meeting with them when things are going well…sure, people are focused, even “busy”, but for some, it is because they do not think about it, and if/when they do, they are not sure what to cover.

When meeting, even if it is one that is last minute or seemingly casual or just a quick question, you can follow the guide below for ensuring effective communication, and getting to the points desired to discuss:

1. Agree on the amount of time you have available together
2. Ask what are the 2-4 things you would like to discuss
3. Share the 2-4 things you would like to cover
4. Ask the mentee to prioritize the combined list you both just created
5. Start at the top and work your way through
6. End on time
7. Schedule a next meeting to address the other topics (if any remain)

This collaborative approach serves both the Coach/Mentor and the Coachee/Mentee in having a methodology, respecting time, and getting things accomplished.

So, go ahead, book that meeting or schedule some time for “mentoring” or “coaching”, and enjoy the productive experience!

Non-Traditional Organization = Traditional Success!

"Order is the sanity of the mind, the health of the body, the peace of the city, the security of the state. Like beams in a house or bones to a body, so is order to all things."
~ Robert Southey
English poet (1774 -1843)

Recently at a workshop on Assessing and Organizing for the New Year, I shared the following tips and tools. It was asked that I include them in the next newsletter, so here they are!
Often organization can seem daunting, and knowing that, these tips and tools are non-traditional...ways to assist you with organization for you, about you. Please use what fits, and consider incorporating a few as you continue on a successful path for 2012!

Establish a sleep time & a wake time (within an hour each day) for consistent rest. A well-rested mind is an organized mind!
Be a Project Manager (instead of a Project Do-er). Let others shine, and share in the opportunities.
Schedule clean-up time each day or clean as you go. Figure out which suits you, and embrace it.
Have an accountability partner who is supportive, and does not "let you off the hook". Be the same in return.
Schedule a time to return phone calls & emails (instead of constantly interrupting yourself).
Create a decompression routine for the shift from work to home (could be a song, a dance, a "reward", a scent, or a combination of these).
Book weekly, monthly, quarterly, yearly appointments now, and schedule work/clients/meetings around those times. Taking care of you is being well and organized for others!
Cut 15 minutes out of each meeting or book starts for 10 or 15 minutes after the hour.
Do some mental fun-ness exercise each day like Scrabble or word search or Facebook - keep it positive!
Do worst things first so you do not procrastinate doing them. Then, reward yourself with doing something you enjoy next.
Recycle. This gives you something organized already.
Workout. People who schedule and stick to workouts are likely organized, energized, and even fit!
Cut yourself some slack. Adopt the "progress...not perfection" motto. This is not lowering the bar, rather celebrating small successes!
Act like a kid again to remind yourself life is fun!
Follow your heart...and your head will follow! Give logic a break once in a while, and let your "gut" be your guide to an emotionally organized approach!

With these non-traditional organizational tools, you will likely find traditional success...and more!

Let Others Shine

“A candle loses nothing by lighting another candle.” ~ Proverb

As the successful person you are, you have likely been working for some time (and maybe that has even been a long while) to establish yourself and/or your practice or company. Congratulations on all you have accomplished! With the competitive spirit you have, and the drive you surely maintain, often it is not ego, rather habit that keeps you doing things yourself within your company or group.

Imagine yourself a few years (or more) ago when you were hungry for an opportunity…looking for a break. Did someone give you that shot? Did you feel good about getting the chance to shine?

This day, this week, this month, there is a time when you can either do what you typically do or let someone else have that opportunity to succeed, to do something new, to be the one “out-front”. Will you seize that moment as a leader, and relinquish the “do-er” part of you to allow someone else to get his or her break?

Go ahead, let them shine…after all, it will cost you little, and will be an investment in the leadership of both of you!

The Power of a List

A list is only as strong as its weakest link. - Donald Knuth, American Scientist (b. 1938)

Some of you are really good at making lists...especially "to-do" lists! There is some satisfaction in crossing things off the list for many people. Believe it or not, there are those among us who add things to the "to do" list after having done them...just to get to cross them off the list! Imagine that...

Lists can be good, they serve a purpose in some ways...and only for a certain amount of time. The power of a list is to take each "to-do", and give it a place. Once you make a list, get out your calendar and schedule each item. Even if the schedule takes you into next year or beyond, put those things in their place.

A list without a time and place to do each thing on it, is just your subconscious wondering when, when, when!!!

If we continue to make lists, and more lists, and different lists, we attempt to get organized, and what we really do is potentially fry our minds. Go ahead, make that "to-do" list, and then, right after it, schedule when and where you are going to accomplish those things, and then destroy the sheet on which you wrote your list...and then watch your "to-do"s become the catalyst(s) for action, and the first step in results rather than a piece of paper with lines and lines of things you haven't done!

Get the SCORE

"The one exclusive sign of thorough knowledge is the power of teaching." - Aristotle

Often people want us to "check this out" or "take a look at this" because they "thought this might be interesting", and while that may seem thoughtful to them, it becomes a TO-DO for us!

When you have a team sharing things, ask for the SCORE before accepting what they are passing along. The SCORE is:

S - State. State what they are sending, not just "FYI"
C - Cover. Cover 2-4 points about the article, company, opportunity, person, etc. that they deem of interest.
O - Offer. Offer their ideas on the way it works, doesn't work, fits, doesn't fit, potential ways to use or avoid it.
R - Reference. Get them to reference their suggestion of what to do moving forward. What is his/her preferred next step?
E - End. What is the summary statement overall in what they plan to do or want you to do.

Since we teach people how to treat us, the same SCORE tip is true for you when you are sharing with others...family, friends, colleagues or team members, as getting the SCORE up front could mean a win later!

The Enemy of TLC...

“Competition is easier to accept if you realize it is not an act of oppression or abrasion - I've worked with my best friends in direct competition.” - Diane Sawyer quotes (American news anchor, Reporter and Journalist, b.1945)

While all champions have rivals, and most successful companies and people have competitors, those types of opposites or contrary positions can be invigorating and drive the results...for both sides!

The same is not true for being opposed to TLC. Since we have embraced TLC as Talent, Leadership and Commitment, those three contributors often have opposition, too...only that opposition is the enemy...not something that drives and inspires, rather something that works to deplete or delete the opposite.
The enemy of talent is dishonesty, the enemy of leadership is pessimism, and the enemy of commitment is apathy. Stick with your Talent, Leadership and Commitment...it is the combination to win over dishonesty, pessimism and apathy every time.

Ensure you are staying true to your talents, and your quest for talent, to your leadership and your development of other leaders, and your commitment and the commitment of those with whom you surround yourself.

Emotions at Work...

“All learning has an emotional base.”
- Plato, Ancient Greek Philosopher He was the world's most influential philosopher. 428 BC-348 BC

Emotions at Work…

Would you agree that often Emotions + Office/Work = Awkward, Uncomfortable, Unpredictable Situations?

When people are express emotions, they are often deemed “emotional”. Is that fair? Is that true? When we are passionate, would we like to be labeled emotional? Likely not.

So, when are emotions appropriate at work or in the office? Or, are they? I say they are appropriate when directed at the common goal of the company or cause, when they are inspirational and inclusive rather than threatening and excluding. Think of emotion as drive, and emotional actions as something different.

In other words, harness your emotions to create a direction and a will to get something accomplished. Spend time, share ideas, get into the nitty gritty from the emotions that compel you. Please do not rant, expect others to agree, and not support something if it is not exactly what you want. The former actions are those of a leader, and someone who is mature, and the latter portrayal highlights immaturity and lack of leadership.

If you, or someone on your team has been considered emotional, please take a moment to reflect on how to re-engineer the emotional perception into the emotional command of the leadership that can result from a passionate person, and see how Emotions + Office/Work = Learning & Success!

5 Web-Catchy Ways

“Most of us can read the writing on the wall; we just assume it's addressed to someone else.”

- Ivern Ball, Dadaist Poet

With so many people (students, your team, your clients, your competitors, your customers, your prospects, and your partners) getting information from websites, blogs and other on-line resources, ensure you are writing for web-catchiness by following the three ways to "catch" a reader on the web:

1. Hook Them
Give the "surfer" a reason to become a "reader". Use titles that grab their attention with less than 6 words in the title. Make them catchy (full pun intended here!).

2. Keep Them
Write tight, keep things brief, informative, bulleted and applicable. Cover the topic, reinforce, show application, and be done. Take out words. Use a photo or quotation to drive home a point. Make people want to finish what your "hook" started!

3. Direct Them
You have them there, and they are reading, so ensure you have hyperlinks, an underlined or highlighted word, phrase or web address, so the reader can quickly get more by clicking on the link to your website, another article, etc. Otherwise, if someone doesn't want more, they can skip that link, and it does not seem like so much verbiage to skim.

4. Love Them
Make the time and share the opportunity to recognize students, your team, your clients, your customers, your prospects, and your partners and any other things that are important to your readers. People love to be appreciated, read about themselves and/or things that are important to them.

5. Leave Them
Be done and leave them wanting more! Give a closing comment, challenge, or preview of what is next. Leave them satisfied with what you shared, and interested enough to come back!

Your challenge is to implement this or share it with someone else who manages your web presence and verbiage, and track the results. Be bold, and be available...after all these 5 Web-Catchy Ways may change how someone views you and/or your company, and make these efforts worth the catch!

10 Times the Leadership!

"Not the cry, but the flight of the wild duck, leads the flock to fly and follow."
~Chinese Saying~

While there are many lists and ideas about leadership, after speaking with a wonderful and talented client about leading during a one-on-one coaching session, I left and really reflected on what we covered, and consolidated the ideas I shared into my ten (perhaps top 10, and definitely current 10) strengths of an effective leader. The list includes (minimally) the ability to:

Envision - Seeing things for what they are and where they can go.

Observe - Looking at things with little bias and an open mind.

Inquire - Asking of others for input, observations, really listen and hear what is being said for feedback without repercussions to the person.

Care - Wanting to know about the people, the teams, the clients/customer and opportunities earned...and missed.

Cheer - Letting someone know he or she can do it. At times, just taking off the title and being a supportive person.

Coach - Being willing and able to meet people where they are and assist them in getting successfully where they are willing and able to go.

Show & Tell - Demonstrating and informing the team of what is behind, in front of and on the horizon for the company/group, and being willing to lead the way in words and actions. These are forms of effective communication.

Reflect - Making time and take time to consider competition, client desires, team interests and what to make of them and how the wins can be developed, and not just expected or taken.

Grow - Knowing others often have the answers and humility and pride can work hand-in-glove when learning and what serves well is top of mind. Being able to own decisions and seize opportunities for self and others.

Share - Being selfish enough to want the best and selfless enough to let others be a part of it. Knowing there is not just one leader, regardless of titles, and that results, victories and overall success in an effort of more than one. Sharing the opportunities and sharing of yourself by giving back in ways that work for you!

How are you, and your fellow leaders doing on these 10 traits? It's okay, be proud of what you are doing, and hone in on those areas where you'd like to see improvement...after all, you are a life-long learner if you are a true leader of self and others!

Soft COACHing Connects People

“You get the best effort from others not by lighting a fire beneath them,
but by building a fire within.” - Bob Nelson

Soft COACHing Connects People

Surely it is wonderful to recognize and appreciate someone verbally and in writing! I encourage it readily!

Additionally, sharing praise about someone to another person is also an excellent way to offer recognition and allow others to know about it in an appropriate and professional manner. I call it soft COACHing.

Soft COACHing in their Presence with Another person includes:

C - Connect with another about someone
O - Offer what the person does
A - Abilities are the focus
C - Compliment sincerely
H - High praise and expectation for continued results

Remember, when you have the opportunity, coach others on the merits of people you know to be a referral of quality individuals and to encourage connections!