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!

Knowing…or “No”ing

“Wisdom is knowing what to do next, skill is knowing how to do it, and virtue is doing it.”
~ David Starr Jordan, American ichthyologist, educator, writer

No self, no want, no plan; no progressive results…

Know self, know want, know plan; know progressive results!

Before we can get to the result, and there always is a result, whether it is intentional or not, we have the option to blindly, or even optimistically stumble with the approach of “no”ing to an end, OR we can make time for knowledge and the application of knowledge in order to mindfully and directly impact the result(s).

Ourselves, and people on our teams, as well as those in our partnerships/alignments, are either 1) those who know, or 2) those who choose not to know. (Knowing is loosely interpreted here as being aware, acknowledging, and accepting.)

So, before you or your team move forward on a project, proposal or plan, please ensure you know yourself; that is the person or people involved, you know your want; that is what your desire looks like, know your plan; or how you will be able to realistically get there, and know your progressive result; that is both the forward motion and tangible outcomes.

Without knowing, we are simply “no”ing. We’re just ill-informed, or worse yet, oblivious, and with knowledge, and the applied efforts that such knowledge brings, we can, and are far more likely to have that success, that win that will feed positively into knowing ourselves even more, growing our wants, sticking to plans and continuing to impact results. The circle of knowing is one of very little “no”!

4 Questions

"Learn from yesterday, live for today, hope for tomorrow. The important thing is not to stop questioning."

~ Albert Einstein

4 Questions



While I often share the idea of three - seven questions to ask in certain situations, yesterday, with three different colleagues/clients, the topic of ineffective work performance was broached. When I am asked what to do/say, my mind thinks what not to do/say, as often as leaders, we tell people what we want, when we want it, and think that is interactive somehow.


Instead, an effective and revealing approach is to ask four questions of the under-performer:

1. What is going well?

2. What would you like to improve?


You have seen these first two questions many times before, and they are timeless and true, so, here are the new ones:


3. What is getting/standing in the way of you getting where you want to be/do/have?

4. As your leader, what can I do to assist you, break down any barriers, guide you, etc.?


Leave it up to them to share and communicate after you facilitate open communication. For as a leader, your role is to meet your team members where they are, and lead them where they are willing and able to go. Those four questions will uncover (or reinforce) the willing and likely the able, parts for you!

Re-engaged Commitment in 4 Easy Steps

"Unless commitment is made, there are only promises and hopes; but no plans."
~ Peter F. Drucker

Re-Engaged Commitment in 4 Easy Steps

Here we are in 2009 already! If you are seeing challenges in people being committed fully to school, the family, work or the team, consider these four steps (in order) to re-engage and get results:

1) Take time to look back. Allowing people to briefly discuss the good and the bad of the past year (rather than the "bury your head in the sand about the economy" approach far too many are taking...or worse yet, the "sky is falling, let's complain, complain, complain approach) will make it known that you are aware, that you care, and that you are willing to listen and share.

2) Project long and short-term results. The long term, big picture, will keep things in mind, and the weekly or bi-weekly goals will allow perspective, accomplishment and a sense of reward for efforts made.

3) Get the input from all. When your family or your team is going forward with a trip or a project, they may not be the decision makers, but you can sincerely find a way to allow their input to matter and be seen in the end. Consider asking for a theme idea for a trip with the family and ask colleagues and team members at work for the pros and cons...the potential pitfalls and winner circle moments. Make sure you listen and learn, as you are likely to hear something you have not considered.

4) Reflect on the day/week/month/quarter with what went well and what can/will be improved. Celebrate successes and head off potential disasters with open communication and planning.

Through taking time to look back, projecting long and short-term results, getting input from all involved, and reflecting on the time frames consistently, you will get re-engagement and productive, communicative family, team or group members in 2009!

Have a question about your career or other things in your life that you think would be a great topic for a tip? Suggest it, please by emailing me directly to Debbie@DebbieLundberg.com!