They say that battle plans always look good until the battle starts. Then everything changes in an instant regardless of what was expected. I think the same can be true in business.
Strategic Plans, Business Plans, Marketing Plans
I like plans. I like investing the time to think through what should happen, what could happen, and how I might manage the unexpected things that probably will pop up. It's almost a competition for me.
How can I beat the system and help my organization win?
I love to win.
However, what happens when all of that thinking and planning and communicating launches and...guess what...things don't go as planned? For real.
That is the real test, right? Table top exercises are helpful, but woefully inadequate compared to the real thing. When leaders find the courage to authorize new initiatives and put them into practice, that is when the heart rate goes up and the rush of the world of business kicks in.
At least it does for me.
I love the rush.
Fear of Failure = Leadership Failure
If plans can be so effective, even if we need to be nimble enough to adjust them on the fly, why don't more leaders invest the time to build them? Why do organizations play the "we're so busy we don't have time to build a strategy" card?
I don't get it.
Plans work. Excuses don't.
How About You
What is standing in your way to think through what needs to be done in your organization? Candidly, developing effective plans takes much longer than you think. But the results will also be better, right?
That's how planning works.
I'd love to hear from you.
No Excuses.
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Showing posts with label failure. Show all posts
Showing posts with label failure. Show all posts
Monday, February 10, 2020
Monday, November 11, 2019
There's No Such Thing As Weak Leadership
Have you ever heard the comment..."oh, he's a weak leader." Maybe you've said it yourself. Candidly, I have too. Ouch.
Expectations
We all talk about...or should talk about...setting proper expectations with our leadership teams.
What should they focus on?
Where should they put their development time?
How will their success be measured?
What can they expect from us as their senior leaders?
Friends, I've heard these questions asked for years, literally. Yet somehow they keep coming up again and again. How is that possible? In some instances I've been exposed to sophisticated onboarding and leader pathway processes. In others, I hear the tired excuses of leaders who want to do well, but just don't know how to be effective.
Accountability
I'm convinced the secret to weeding out the failing leaders is simply to hold them accountable. Be firm and fair. But, they must be held accountable.
Here's the tricky part...most of these leaders believe they are doing a good job. They have convinced themselves they are above the fray and untouchable. Imagine their shock when they are provided coaching that does not continue to inflate their already overinflated egos?
Look out!
How About You
What is to be done when a leader is struggling? Do we...coach them....have an off-the-record pep talk with them...fire them...hmmm?
How about we step up and handle it directly? It's harder this way, but you can do it. Oh, and it's also the "leader" part of leadership.
I'd love to hear from you.
No Excuses.
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Expectations
We all talk about...or should talk about...setting proper expectations with our leadership teams.
What should they focus on?
Where should they put their development time?
How will their success be measured?
What can they expect from us as their senior leaders?
Friends, I've heard these questions asked for years, literally. Yet somehow they keep coming up again and again. How is that possible? In some instances I've been exposed to sophisticated onboarding and leader pathway processes. In others, I hear the tired excuses of leaders who want to do well, but just don't know how to be effective.
Accountability
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Here's the tricky part...most of these leaders believe they are doing a good job. They have convinced themselves they are above the fray and untouchable. Imagine their shock when they are provided coaching that does not continue to inflate their already overinflated egos?
Look out!
How About You
What is to be done when a leader is struggling? Do we...coach them....have an off-the-record pep talk with them...fire them...hmmm?
How about we step up and handle it directly? It's harder this way, but you can do it. Oh, and it's also the "leader" part of leadership.
I'd love to hear from you.
No Excuses.
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Thursday, April 25, 2019
Expected Perfection
How much latitude do you have in your job to make mistakes? Seriously, do you feel nervous or anxious about it (beyond the normal frustration of overlooking something or making a small error)?
Are you supposed to be superhuman at work and never make a mistake?
Fail Quickly! Ha!
Okay...let's just stop right here for a minute. Quick show of hands, how many of you get excited about failing really quickly with your new ideas in front of your leaders and employees?
Anyone? Hello?
Right. Neither do I.
Sure, I get the whole "go for it approach." I've spent years trying new things.
However, I've been able to lead that way because I worked in this organization and now work here and both places afforded me lots of flexibility to be creative, succeed, and yes, sometimes fail without repercussions.
It's that last part - without repercussions - that often stands in the way of failing quickly as a good thing.
Never Fail
When the world thinks you're supposed to be perfect...every time...how do you survive?
How do you dare to push and twist and turn and risk and gamble on new ideas to stay competitive and relevant if you're going to be punished if you fail?
Three steps is what it takes.
1. Use language that aligns to your business, not human resources. Demonstrate why your idea adds value to the business, not some lame HR jargon filled spiel.
2. Know what you're talking about. Don't throw around terms and strategies you don't fully understand. Be confident.
3. Act with conviction and do it. Don't be timid or scared. Behave as if the other skeptics in the room are out of touch, not you. Take the risk. Don't worry if you're alone. That's how this works.
How About You
Don't you think it's time you pushed that idea forward that you've had rolling around in your head for so long? I do too. Get your plan together and go for it. If you want a sounding board, call me at 727.809.4425 and we'll talk through it.
I'd love to hear from you.
No Excuses.
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Are you supposed to be superhuman at work and never make a mistake?
Fail Quickly! Ha!
Okay...let's just stop right here for a minute. Quick show of hands, how many of you get excited about failing really quickly with your new ideas in front of your leaders and employees?
Anyone? Hello?
Right. Neither do I.
Sure, I get the whole "go for it approach." I've spent years trying new things.
However, I've been able to lead that way because I worked in this organization and now work here and both places afforded me lots of flexibility to be creative, succeed, and yes, sometimes fail without repercussions.
It's that last part - without repercussions - that often stands in the way of failing quickly as a good thing.
Never Fail
When the world thinks you're supposed to be perfect...every time...how do you survive?
How do you dare to push and twist and turn and risk and gamble on new ideas to stay competitive and relevant if you're going to be punished if you fail?
Three steps is what it takes.
1. Use language that aligns to your business, not human resources. Demonstrate why your idea adds value to the business, not some lame HR jargon filled spiel.
2. Know what you're talking about. Don't throw around terms and strategies you don't fully understand. Be confident.
3. Act with conviction and do it. Don't be timid or scared. Behave as if the other skeptics in the room are out of touch, not you. Take the risk. Don't worry if you're alone. That's how this works.
How About You
Don't you think it's time you pushed that idea forward that you've had rolling around in your head for so long? I do too. Get your plan together and go for it. If you want a sounding board, call me at 727.809.4425 and we'll talk through it.
I'd love to hear from you.
No Excuses.
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Tuesday, August 21, 2018
Cold Sweat
You're asked a question in a big meeting and your mind goes blank.
You completely forgot to follow up on an issue and the information is due in 5 minutes.
You realize you are in over your head with an assignment and have no idea where to turn...paralysis sets in...and your credibility begins to evaporate.
Keep Breathing
Now before you do something rash like quit your job because you don't think you'll be popular anymore and won't have any 'friends' at work consider these points:
- you're not going to die because you've hit a rough patch
- you actually can do the work if you remove some of that self-talk clutter from your mind and start attacking the issue one little step at a time
- you can reach out to your colleagues for help...that's what real colleagues do...they help each other
Now Focus
Once the wave of anxiety has washed over you...and you've decided that your entire career is over and there is no hope for you professionally...
...get your head back on straight and start building your plan.
What needs to be addressed immediately? Write it down. Map out the deadlines and the resources you'll need to get there.
Who can help you? Who also has a vested interest in this issue being executed successfully?
Find those people. Talk with them. Write everything down.
Breath Again
Think about how your mind has shifted. You have now documented a preliminary action plan, have connected with important internal resources to get the necessary results, and most importantly, are now back in charge.
This can not be overstated. Your mood will change. Your confidence level will change. And, by the way, the results will change dramatically from where you started.
Breath.
Focus.
Execute.
How About You
Is it going to be hard sometimes? Yes. Is it going to be embarrassing sometimes? Yes. Is it going to be worth it? Absolutely.
I'd love to hear from you.
No Excuses.
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You completely forgot to follow up on an issue and the information is due in 5 minutes.
You realize you are in over your head with an assignment and have no idea where to turn...paralysis sets in...and your credibility begins to evaporate.
Keep Breathing
Now before you do something rash like quit your job because you don't think you'll be popular anymore and won't have any 'friends' at work consider these points:
- you're not going to die because you've hit a rough patch
- you actually can do the work if you remove some of that self-talk clutter from your mind and start attacking the issue one little step at a time
- you can reach out to your colleagues for help...that's what real colleagues do...they help each other
Now Focus
Once the wave of anxiety has washed over you...and you've decided that your entire career is over and there is no hope for you professionally...
...get your head back on straight and start building your plan.
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Who can help you? Who also has a vested interest in this issue being executed successfully?
Find those people. Talk with them. Write everything down.
Breath Again
Think about how your mind has shifted. You have now documented a preliminary action plan, have connected with important internal resources to get the necessary results, and most importantly, are now back in charge.
This can not be overstated. Your mood will change. Your confidence level will change. And, by the way, the results will change dramatically from where you started.
Breath.
Focus.
Execute.
How About You
Is it going to be hard sometimes? Yes. Is it going to be embarrassing sometimes? Yes. Is it going to be worth it? Absolutely.
I'd love to hear from you.
No Excuses.
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Tuesday, July 31, 2018
Thank You, May I Have Another?
What was your first reaction when you read the title to this post?
"Thank you, may I have another?"
Did you "go negative" right away? Did you think I would be discussing HR leaders getting dumped on by their colleagues, the employees, and a long list of other ungrateful souls?
Wait Just A Second
How about we try this approach instead...
"Thank you, but I would prefer the high risk project"
"Thank you, however, I would like to take the lead on that new initiative"
"Thank you, but I would really like to be a part of that expansion project"
There is is huge difference between the "regular" HR folks who default to a "whoa-is-me" professional existence...and then there are those that...
...well, they go for it!
They don't fall into the trap of hubris, excuses and arrogance.
They don't chase glory and extra squares on their org chart.
They don't wait until every plan is so perfect, that it is actually too late to execute (if they know how to execute at all.)
Old HR is Dead...Welcome to the New World
I don't always get it right in my work. I also make mistakes...regularly. But I can honestly tell you this my friends...
I am not afraid to do what's right.
I am not afraid to stand up to the bullies.
I am not afraid of the nay-sayers who are living in their self-indulgent arrogant past.
It is 2018. It's time to be more than you ever thought possible!
It's time to go for it!
How About You
Who are the weak links in your world that are living in the past? Perhaps it's time to stop giving them any airtime, and simply push your organization to the next level? They wouldn't understand how to lead the way, so why waste precious company resources on old school slow-movers?
Go for it friends. Today!
I'd love to hear from you.
No Excuses.
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"Thank you, may I have another?"
Did you "go negative" right away? Did you think I would be discussing HR leaders getting dumped on by their colleagues, the employees, and a long list of other ungrateful souls?
Wait Just A Second
How about we try this approach instead...
"Thank you, but I would prefer the high risk project"
"Thank you, however, I would like to take the lead on that new initiative"
"Thank you, but I would really like to be a part of that expansion project"
There is is huge difference between the "regular" HR folks who default to a "whoa-is-me" professional existence...and then there are those that...
...well, they go for it!
They don't fall into the trap of hubris, excuses and arrogance.
They don't chase glory and extra squares on their org chart.
They don't wait until every plan is so perfect, that it is actually too late to execute (if they know how to execute at all.)
Old HR is Dead...Welcome to the New World
I don't always get it right in my work. I also make mistakes...regularly. But I can honestly tell you this my friends...
I am not afraid to do what's right.
I am not afraid to stand up to the bullies.
I am not afraid of the nay-sayers who are living in their self-indulgent arrogant past.
It is 2018. It's time to be more than you ever thought possible!
It's time to go for it!
How About You
Who are the weak links in your world that are living in the past? Perhaps it's time to stop giving them any airtime, and simply push your organization to the next level? They wouldn't understand how to lead the way, so why waste precious company resources on old school slow-movers?
Go for it friends. Today!
I'd love to hear from you.
No Excuses.
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Wednesday, July 18, 2018
It's Time to Suffer
"I'm not good enough."
"I'm not going to get that new job."
"I really messed up that relationship."
"It's my own fault...I just can't handle all this pressure."
"I'll never have an opportunity to get ahead here."
Our Mind: Friend or Foe?
The often discussed - and even more frequently "heard" - minds of ours can be so powerful that we sometimes get lost, literally, in them.
I try to use my self-talk machine to help me stay positive, fired up for each new day, and to keep moving forward. I'm obsessed with constant motion.
However, that does not mean that those voices in my head don't do their best to derail me and turn me into a quivering mass of jello.
Self-talk is powerful.
No, We Aren't Supposed to Suffer
For some reason when we stumble, the thought comes into our heads that we must be punished. Why is that?
Guilt?
Sadness?
Resentment?
Disappointment?
Embarrassment?
It doesn't make any sense. Yet, I completely understand why someone might feel that way...because I have felt that way too.
What is it about "not being perfect every time" that makes us think we need to experience emotional pain or stress?
Have we set such unrealistic expectations of ourselves that each mistake or wrong decision must be punished?
Whoa! That is a lot of pressure!
How About You
How do you handle setbacks or disappointments, particularly when you have contributed to them?
Does your mind kick in to overdrive and begin the attack on...you; or, have you developed a way to sidestep that very human reaction, and follow a different path?
I'd love to hear from you.
No Excuses.
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"I'm not going to get that new job."
"I really messed up that relationship."
"It's my own fault...I just can't handle all this pressure."
"I'll never have an opportunity to get ahead here."
Our Mind: Friend or Foe?
The often discussed - and even more frequently "heard" - minds of ours can be so powerful that we sometimes get lost, literally, in them.
I try to use my self-talk machine to help me stay positive, fired up for each new day, and to keep moving forward. I'm obsessed with constant motion.
However, that does not mean that those voices in my head don't do their best to derail me and turn me into a quivering mass of jello.
Self-talk is powerful.
For some reason when we stumble, the thought comes into our heads that we must be punished. Why is that?
Guilt?
Sadness?
Resentment?
Disappointment?
Embarrassment?
It doesn't make any sense. Yet, I completely understand why someone might feel that way...because I have felt that way too.
What is it about "not being perfect every time" that makes us think we need to experience emotional pain or stress?
Have we set such unrealistic expectations of ourselves that each mistake or wrong decision must be punished?
Whoa! That is a lot of pressure!
How About You
How do you handle setbacks or disappointments, particularly when you have contributed to them?
Does your mind kick in to overdrive and begin the attack on...you; or, have you developed a way to sidestep that very human reaction, and follow a different path?
I'd love to hear from you.
No Excuses.
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Wednesday, May 30, 2018
Failure Is Not A Competency
Proclaiming one's failures seems to be a trendy thing to do these last few years. It's an odd thing though, at least it is to me.
I get the whole "learn from your mistakes" angle...but, really...relishing in one's failures?
Lower the Bar
I'll be honest here. I don't want to fail. In fact, I get upset with myself when I stumble, let alone fail. I'm sure you do too.
Maybe, we have embraced failure as way to limit expectations of ourselves and our colleagues?
Maybe we have socialized failure so heavily, it is now more important to "own it" when we fail vs. being held accountable?
Maybe we need to stop making excuses about weakness, incompetence, and yes, failure?
How does that sound?
Harsh or Honest?
If you've written off today's post as a rant, think again.
How is failure treated in your organization? Do those leaders who struggle continue to stay in their roles, all while your senior leadership team preaches accountability and upholding corporate values?
You can't have it both ways.
Maybe what's happened to the corporate world is that we're all so fearful of employment litigation, that we've made it okay to hide behind excuses to be weak and indecisive? We see it a lot...so...it must be true.
Right?
How About You
How are you addressing failure and driving accountability into your organization? Is it working? What has made your approach successful?
I'd love to hear from you.
No Excuses.
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I get the whole "learn from your mistakes" angle...but, really...relishing in one's failures?
Lower the Bar
I'll be honest here. I don't want to fail. In fact, I get upset with myself when I stumble, let alone fail. I'm sure you do too.
Maybe, we have embraced failure as way to limit expectations of ourselves and our colleagues?
Maybe we have socialized failure so heavily, it is now more important to "own it" when we fail vs. being held accountable?
Maybe we need to stop making excuses about weakness, incompetence, and yes, failure?
How does that sound?
Harsh or Honest?
If you've written off today's post as a rant, think again.
How is failure treated in your organization? Do those leaders who struggle continue to stay in their roles, all while your senior leadership team preaches accountability and upholding corporate values?
You can't have it both ways.
Maybe what's happened to the corporate world is that we're all so fearful of employment litigation, that we've made it okay to hide behind excuses to be weak and indecisive? We see it a lot...so...it must be true.
Right?
How About You
How are you addressing failure and driving accountability into your organization? Is it working? What has made your approach successful?
I'd love to hear from you.
No Excuses.
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Wednesday, May 2, 2018
Ruthlessly Eliminate Hurry
The pace.
My pace...the hectic, busy, sometimes chaotic whirlwind of life can be a bit much at times. Easy to complain about, right? And also, easy to be thankful for in a world with so much pressure.
Something More
Amidst the noise, deadlines, expectations and overloaded calendars is something else waiting for us. However, we often don't notice this opportunity because we're always "in a hurry."
When we find ourselves asking if all of this craziness is worth it, I wonder if we also ask how we might offer ourselves in a different way?
That's right. I'm talking about exploring new ways to contribute.
Stop and Listen
Before we can understand how we might contribute beyond our "busy day full of responsibilities" we must first stop. Simply stop for a few moments, and listen.
What is your heart calling you to do?
Who has been whispering in your ear about making a change and adding value in ways you had not previously considered?
How will you eliminate the "hurry" in your life, so you can focus on the most important things? New things? Life-changing things?
How About You
Investing a few moments...or a few hours...to just stop and listen could have a profound effect on you, and those around you.
Do you have the courage to even give it a try; or, will you quickly glance at your To Do List and hurry along to the next task?
I'd love to hear from you.
No Excuses.
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My pace...the hectic, busy, sometimes chaotic whirlwind of life can be a bit much at times. Easy to complain about, right? And also, easy to be thankful for in a world with so much pressure.
Something More
Amidst the noise, deadlines, expectations and overloaded calendars is something else waiting for us. However, we often don't notice this opportunity because we're always "in a hurry."
When we find ourselves asking if all of this craziness is worth it, I wonder if we also ask how we might offer ourselves in a different way?
That's right. I'm talking about exploring new ways to contribute.
Stop and Listen
Before we can understand how we might contribute beyond our "busy day full of responsibilities" we must first stop. Simply stop for a few moments, and listen.
What is your heart calling you to do?
Who has been whispering in your ear about making a change and adding value in ways you had not previously considered?
How will you eliminate the "hurry" in your life, so you can focus on the most important things? New things? Life-changing things?
How About You
Investing a few moments...or a few hours...to just stop and listen could have a profound effect on you, and those around you.
Do you have the courage to even give it a try; or, will you quickly glance at your To Do List and hurry along to the next task?
I'd love to hear from you.
No Excuses.
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Labels:
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Tuesday, April 17, 2018
Comfort Betrays
"I didn't see that coming."
"I'm not sure how that happened...everything was working so smoothly."
"What do you mean we're not on schedule?"
(Near) The Top of My Game
I have been unbelievably blessed in my career. I have grown as a professional, as a leader, and ultimately as an executive. Looking back it is clear the opportunities I've had, and the organizations I've worked for...and still do today...have been a #HealthcareHR guy's dream come true.
...and that is part of my struggle.
How many of us continue to push ourselves when things are going well as compared to when we are hungry for success? Is that even possible? Compare the boxing champion who is at the top of their sport with the #1 ranked challenger in the world who wants to take that title away so badly.
How does the champion keep the competitive fire burning?
What are the steps the champion builds into their routine to ensure sustained success?
You + Team
I don't believe there is a magic formula. There isn't a secret to success that is out of reach.
For me, it comes down to a simple plan:
- develop personal habits that drive success (document and repeat them each day)
- build an accountability team that isn't afraid to challenge you to improve
Software won't do it. The latest app won't do it. Listening to self-improvement "gurus" for hours and hours won't do it either.
You have to do it. Get focused. Develop the habits that work for you. Build the team you need. Get started.
...and sustain it.
How About You
Has success crept up on you, and now you have more at risk than ever before?
This is not a crisis...this is a chance to maintain your competitive edge. This is how you're going to stay sharp, and effective, and continue to think bigger.
What's next for you?
I'd love to hear from you.
No Excuses.
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"I'm not sure how that happened...everything was working so smoothly."
"What do you mean we're not on schedule?"
(Near) The Top of My Game
I have been unbelievably blessed in my career. I have grown as a professional, as a leader, and ultimately as an executive. Looking back it is clear the opportunities I've had, and the organizations I've worked for...and still do today...have been a #HealthcareHR guy's dream come true.
...and that is part of my struggle.
How many of us continue to push ourselves when things are going well as compared to when we are hungry for success? Is that even possible? Compare the boxing champion who is at the top of their sport with the #1 ranked challenger in the world who wants to take that title away so badly.
How does the champion keep the competitive fire burning?
What are the steps the champion builds into their routine to ensure sustained success?
You + Team
I don't believe there is a magic formula. There isn't a secret to success that is out of reach.
For me, it comes down to a simple plan:
- develop personal habits that drive success (document and repeat them each day)
- build an accountability team that isn't afraid to challenge you to improve
Software won't do it. The latest app won't do it. Listening to self-improvement "gurus" for hours and hours won't do it either.
You have to do it. Get focused. Develop the habits that work for you. Build the team you need. Get started.
...and sustain it.
How About You
Has success crept up on you, and now you have more at risk than ever before?
This is not a crisis...this is a chance to maintain your competitive edge. This is how you're going to stay sharp, and effective, and continue to think bigger.
What's next for you?
I'd love to hear from you.
No Excuses.
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Wednesday, January 31, 2018
I Know Everything
"They'll have to recognize my success this year. I've been the most effective member of the team!"
"I don't need them. It's better if I do it myself anyway!"
"I'm the life of the party. Just look at how charming I can be!"
"Those ideas are so stupid. Why would I even waste my time listening to that point of view?"
"Fortunately I am usually right. I don't need to worry about making big mistakes any longer. I'm at the top of my game!"
"There's really no need to say I'm sorry. I haven't done anything wrong!"
"Wow, what is wrong with them? They don't seem to fit in at all!"
How About You
Sometimes we get caught up in our own stuff, right? Maybe today is the best day to step back, look at those around us, and put them first. It's not always "about us."
I'd love to hear from you.
No Excuses.
pic inspiration
"I don't need them. It's better if I do it myself anyway!"
"I'm the life of the party. Just look at how charming I can be!"
"Those ideas are so stupid. Why would I even waste my time listening to that point of view?"
"Fortunately I am usually right. I don't need to worry about making big mistakes any longer. I'm at the top of my game!"
"There's really no need to say I'm sorry. I haven't done anything wrong!"
"Wow, what is wrong with them? They don't seem to fit in at all!"
How About You
Sometimes we get caught up in our own stuff, right? Maybe today is the best day to step back, look at those around us, and put them first. It's not always "about us."
I'd love to hear from you.
No Excuses.
pic inspiration
Labels:
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leadership,
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success,
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teamwork
Thursday, January 25, 2018
Meetings Are Excuses To Fail
I've attended a lot of meetings in my life. Actually, I've attended several life times worth. As a human resources leader, work is filled with "important" meetings and "critical" meetings and "high impact" meetings and just about every other cliche label for a meeting that you can think of.
And they're all lies.
Meetings Are Excuses to Avoid Work
Almost every meeting I've ever been to has been a complete waste of time.
Let me say that again...almost, every meeting I've ever been to has been a complete waste of time.
Harsh? Out of touch? Sour grapes?
Not at all. I'm not angry. I just don't want to waste so many hours of my life listening to drivel that should be shared in an email. Most meetings are "updates" or "report outs."
Why in the world are we paying everyone to walk to a conference room, sit and chit chat, listen while every one takes turns giving updates, and then more chit chat, and finally a long walk to another conference room to do it all over again?
What in the world has happened to the modern world of work that we have convinced ourselves that report outs = work? Seriously?
It's All New to Me
I didn't always feel this way. I used to average between 25-30 meetings every week of the year. I thought I was "super busy" and "going hard" each day. What I was actually doing was wasting 20 or so hours each week doing nothing.
Nothing.
NOTHING.
It comes as no surprise to me now as I help organizations take their performance to unimagined levels of success, that the meeting trap always gets in the way. The leaders constantly have to "run to a meeting" that adds zero value to their revenue, expense management, or furthering their culture.
How About You
When was the last time you completely eliminated a long-standing meeting that no longer added value? When was the last time you ensured only one member of your team attended meetings (versus the "key" people who really "should be there"?) When was the last time you said no to a request to attend a meeting?
Or, is it simply safer to go to meetings and use your busy schedule as an excuse to be a failure?
It's 2018...we're better than that.
I'd love to hear from you.
No Excuses.
pic
And they're all lies.
Meetings Are Excuses to Avoid Work
Almost every meeting I've ever been to has been a complete waste of time.
Let me say that again...almost, every meeting I've ever been to has been a complete waste of time.
Harsh? Out of touch? Sour grapes?
Not at all. I'm not angry. I just don't want to waste so many hours of my life listening to drivel that should be shared in an email. Most meetings are "updates" or "report outs."
Why in the world are we paying everyone to walk to a conference room, sit and chit chat, listen while every one takes turns giving updates, and then more chit chat, and finally a long walk to another conference room to do it all over again?
What in the world has happened to the modern world of work that we have convinced ourselves that report outs = work? Seriously?
It's All New to Me
I didn't always feel this way. I used to average between 25-30 meetings every week of the year. I thought I was "super busy" and "going hard" each day. What I was actually doing was wasting 20 or so hours each week doing nothing.
Nothing.
NOTHING.
It comes as no surprise to me now as I help organizations take their performance to unimagined levels of success, that the meeting trap always gets in the way. The leaders constantly have to "run to a meeting" that adds zero value to their revenue, expense management, or furthering their culture.
How About You
When was the last time you completely eliminated a long-standing meeting that no longer added value? When was the last time you ensured only one member of your team attended meetings (versus the "key" people who really "should be there"?) When was the last time you said no to a request to attend a meeting?
Or, is it simply safer to go to meetings and use your busy schedule as an excuse to be a failure?
It's 2018...we're better than that.
I'd love to hear from you.
No Excuses.
pic
Thursday, November 30, 2017
Scared to Death
"Management is doing things right. Leadership is doing the right things."
- Peter Drucker
I feel like I've been a rule-breaker in human resources leadership for many years. Ours is a profession filled with policies, rules, SOPs, laws, regulations, and a hell of a lot of scared HR pros.
Scared to make decisions.
Scared to be bold.
Scared to 'get in trouble.'
Scared to take risks.
Scared to be different.
Scared to put it all on the line.
Scared to try new things.
Friends, it seems like HR is scared to death.
What Is Up With HR?
What is it that holds HR professionals back? What could possibly be so pervasive that nearly an entire profession is mired in writing policies, saying no, avoiding all risks and yet still consider themselves as contributing?
I don't get it.
I've met a growing number of HR pros who are all about making an enormous difference in their organizations. Why isn't everyone in our profession clambering to get to the front of the innovation line?
Enlighten me friends! Who is leading the way in HR?
- in the US
- in Europe
- in India
- in Australia
- in New Zealand
- in China
- in...well...everywhere else!
How About You
When did you make the transition from scared to fired up? What made the difference? Was it an inspirational colleague; a progressive CEO; or maybe a new corporate culture that made it "okay" for you to be what you always knew you could be?
I'd love to hear from you.
No Excuses.
pic
- Peter Drucker
I feel like I've been a rule-breaker in human resources leadership for many years. Ours is a profession filled with policies, rules, SOPs, laws, regulations, and a hell of a lot of scared HR pros.
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Scared to be bold.
Scared to 'get in trouble.'
Scared to take risks.
Scared to be different.
Scared to put it all on the line.
Scared to try new things.
Friends, it seems like HR is scared to death.
What Is Up With HR?
What is it that holds HR professionals back? What could possibly be so pervasive that nearly an entire profession is mired in writing policies, saying no, avoiding all risks and yet still consider themselves as contributing?
I don't get it.
I've met a growing number of HR pros who are all about making an enormous difference in their organizations. Why isn't everyone in our profession clambering to get to the front of the innovation line?
Enlighten me friends! Who is leading the way in HR?
- in the US
- in Europe
- in India
- in Australia
- in New Zealand
- in China
- in...well...everywhere else!
How About You
When did you make the transition from scared to fired up? What made the difference? Was it an inspirational colleague; a progressive CEO; or maybe a new corporate culture that made it "okay" for you to be what you always knew you could be?
I'd love to hear from you.
No Excuses.
pic
Labels:
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Thursday, July 13, 2017
I've Arrived!
The desire to 'play' at the highest level is a powerful aphrodisiac. Whether in sports, academia, research, entertainment, or climbing the corporate ladder, the laser focus to get to the top is sometimes a hindrance to our success.
Chasing Glory
For many professionals, that first taste of a high level role feels like winning a career championship game. The new found power can often be confused with having "arrived."
Is that big promotion an end point to a long quest?
Is that breakthrough job offer an affirmation of what you've always believed you could be?
If the answer was yes, the risks to future success just became exponentially more complicated. You see, chasing the glory of career success is actually a never ending series of milestones and new beginnings.
Years of hard work and professionalism can lead to exciting opportunities. Those opportunities, in effect, are a reset of everything you once knew. The previous behavior, routine, and internal peer network all change.
You have to be open to change too.
Learning the Role, Not the Tasks
The most important step many successful new leaders miss is the ramp up phase into learning "how" to do their new job. Not focusing exclusively on the tasks listed on their new job description.
Think about that for a second...learning the role, not the work.
How does a junior executive behave? What interpersonal skills are now mandatory, regardless of what feels comfortable?
Is a fragile ego going to be put to the side in order to do the work, make decisions, and earn respect?
Or...will the previous goal of "most popular rising leader" be the label that supersedes all else?
How About You
Who do you know that is very talented, yet has not invested the time to learn their role? How are they doing? Could they use your trusted consultative support?
I'd love to hear from you.
No Excuses.
pic
Chasing Glory
For many professionals, that first taste of a high level role feels like winning a career championship game. The new found power can often be confused with having "arrived."
Is that big promotion an end point to a long quest?
Is that breakthrough job offer an affirmation of what you've always believed you could be?
If the answer was yes, the risks to future success just became exponentially more complicated. You see, chasing the glory of career success is actually a never ending series of milestones and new beginnings.
Years of hard work and professionalism can lead to exciting opportunities. Those opportunities, in effect, are a reset of everything you once knew. The previous behavior, routine, and internal peer network all change.
You have to be open to change too.
Learning the Role, Not the Tasks
The most important step many successful new leaders miss is the ramp up phase into learning "how" to do their new job. Not focusing exclusively on the tasks listed on their new job description.
Think about that for a second...learning the role, not the work.
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Is a fragile ego going to be put to the side in order to do the work, make decisions, and earn respect?
Or...will the previous goal of "most popular rising leader" be the label that supersedes all else?
How About You
Who do you know that is very talented, yet has not invested the time to learn their role? How are they doing? Could they use your trusted consultative support?
I'd love to hear from you.
No Excuses.
pic
Thursday, April 13, 2017
Leave Me Alone, I Know What I'm Doing
"Arrogance destroys the valuable, and absolutely essential relationships a leader has with other team members. Even more devastating is the feeling arrogant behavior creates in others. People have no desire or motivation to follow an arrogant leader."
- Peter Barron Stark
Landing The Big Job
There is something very exciting, and candidly hard to describe, about starting a new job, particularly one that is much bigger than the previous one. The exhiliration, the opportunity, and the pressure to perform all coalesce into one big burst of energy.
In most cases, new leaders struggle a bit in the beginning, not because they lack the skill set necessary to do the job; but, because they simply try too hard to prove they are worthy.
This is a dangerous misstep if they take things too far.
Consider these important points:
- the organization survived and thrived long before you arrived
- make sure you understand the effort, risks, and courageous moves that have been made prior to your arrival
- moving too quickly, in word or deed, can jeopardize your credibility very quickly
Remember, you are new...not all powerful. You are being evaluated at every turn.
Go Slow To Go Fast
I learned a valuable lesson when I worked for Johns Hopkins when the new CEO joined the organization in Baltimore. He is passionate about leadership, and leadership behavior. During his first six months on the job, he did one very important thing...
...he listened and learned.
He told me that he was not there to change the culture, or fix something. He was there to take that incredible organization forward in new and exciting ways.
But he had to learn about the organization first, and take action second.
That my friends, is a very different philosophy than acting like an arrogant know-it-all savior that has just arrived to solve all of the problems in an organization.
How About You
Who do you know that is talented, motivated, and excited to make a real difference? Are they moving a bit too fast? Perhaps it's time to pull them aside and provide the coaching those of us who've been at this a while can provide?
I'd love to hear from you.
No Excuses.
pic
- Peter Barron Stark
Landing The Big Job
There is something very exciting, and candidly hard to describe, about starting a new job, particularly one that is much bigger than the previous one. The exhiliration, the opportunity, and the pressure to perform all coalesce into one big burst of energy.
In most cases, new leaders struggle a bit in the beginning, not because they lack the skill set necessary to do the job; but, because they simply try too hard to prove they are worthy.
This is a dangerous misstep if they take things too far.
Consider these important points:
- the organization survived and thrived long before you arrived
- make sure you understand the effort, risks, and courageous moves that have been made prior to your arrival
- moving too quickly, in word or deed, can jeopardize your credibility very quickly
Remember, you are new...not all powerful. You are being evaluated at every turn.
Go Slow To Go Fast
I learned a valuable lesson when I worked for Johns Hopkins when the new CEO joined the organization in Baltimore. He is passionate about leadership, and leadership behavior. During his first six months on the job, he did one very important thing...
...he listened and learned.

But he had to learn about the organization first, and take action second.
That my friends, is a very different philosophy than acting like an arrogant know-it-all savior that has just arrived to solve all of the problems in an organization.
How About You
Who do you know that is talented, motivated, and excited to make a real difference? Are they moving a bit too fast? Perhaps it's time to pull them aside and provide the coaching those of us who've been at this a while can provide?
I'd love to hear from you.
No Excuses.
pic
Thursday, March 30, 2017
Mind Sewn Shut
I hate to admit it, but sometimes I get stuck in my own view of things. Maybe it's how I think a project should be executed; or, it might be a set of behaviors that I think all leaders should replicate; or it might be that I'm so focused on 'my stuff' that I miss what is happening around me.
I hate it when I do that.
Preaching and Practicing
I spend a lot of time talking. My job requires that I provide leadership internally at my company, and externally to the clients I support. We are a nimble, fast moving firm that lives for the daily adrenalin rush that is our world.
...and for as much as I like to go fast, that doesn't mean I shouldn't pay attention at the same time...
Speed usually wins. Speed and focusing on the details at the same time guarantees a win. So when I find myself getting really worked up about something, (or as one of my colleagues tells me..."you have a lot of energy on this topic Jay"...) - I need to make sure I'm paying attention to the little things happening all around me.
Daily Focus
What I've learned, albeit at a painfully slow pace, is that I need to make a conscious decision each day to 'see the details.' That's hard for me. I've lived through so many mistakes (either my own, or in the organizations I've worked) that often times I see a clear path to success.
However, simply because I know what the end point needs to be; that does not take into account the new people, the new corporate cultures, or the new learning that is required by those around me as we work toward that bright shiny goal.
Sometimes I simply get moving too fast for my own good, I assume others understand what my vision is, or worst of all, I don't take into consideration their needs as I push them harder and harder to get moving.
I hate it when I do that.
How About You
Are you locked in to your world view? How's that working out for you? Do those around you feel comfortable enough to tell you to slow down and let everyone catch up? Or, maybe taking a breath and looking around could yield a fresh perspective, new converts to your ideas, and...just maybe, an even better outcome than what you (and I) thought about in the first place?
I'd love to hear from you.
No Excuses.
pic
inspiration
I hate it when I do that.
Preaching and Practicing
I spend a lot of time talking. My job requires that I provide leadership internally at my company, and externally to the clients I support. We are a nimble, fast moving firm that lives for the daily adrenalin rush that is our world.
...and for as much as I like to go fast, that doesn't mean I shouldn't pay attention at the same time...
Speed usually wins. Speed and focusing on the details at the same time guarantees a win. So when I find myself getting really worked up about something, (or as one of my colleagues tells me..."you have a lot of energy on this topic Jay"...) - I need to make sure I'm paying attention to the little things happening all around me.
Daily Focus
What I've learned, albeit at a painfully slow pace, is that I need to make a conscious decision each day to 'see the details.' That's hard for me. I've lived through so many mistakes (either my own, or in the organizations I've worked) that often times I see a clear path to success.
However, simply because I know what the end point needs to be; that does not take into account the new people, the new corporate cultures, or the new learning that is required by those around me as we work toward that bright shiny goal.
Sometimes I simply get moving too fast for my own good, I assume others understand what my vision is, or worst of all, I don't take into consideration their needs as I push them harder and harder to get moving.
I hate it when I do that.
How About You
Are you locked in to your world view? How's that working out for you? Do those around you feel comfortable enough to tell you to slow down and let everyone catch up? Or, maybe taking a breath and looking around could yield a fresh perspective, new converts to your ideas, and...just maybe, an even better outcome than what you (and I) thought about in the first place?
I'd love to hear from you.
No Excuses.
pic
inspiration
Labels:
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Monday, March 6, 2017
Never A "Right Time"
I work with many leaders, and most of them are cautious. So,
cautious in fact, they proclaim that they “wait until the right time” to make certain moves when it comes to
recruitment and starting to build their employer brand as if it were a good thing!
Please don’t take this personally, but the right time was
five years ago.
TIMING IS NOT YOUR MASTER
It’s an odd obsession…or excuse…to allow time to dictate
whether we do our jobs or not. Sure, the answer is always the battle of
negotiating some perceived internal political storm. But, why is human resources and
talent acquisition always on the defensive?
Perhaps the time has come for us to take the talent shortages directly to those political opponents and call them out?
Perhaps the time has come for us to take the talent shortages directly to those political opponents and call them out?
- They’ve held the organization back through their failed
attempts to hang on to outdated strategies.
- They’ve failed the organization by not understanding and
using current technologies to their fullest to attract the best and brightest talent.
- Based on these outdated attempts to cling to power, it is now human resources’
obligation to drive change as quickly as possible before the competition completely
outmaneuvers the company.
BE YOUR MASTER
The data, complaints and noise that is constantly directed
at human resources is no longer acceptable. These are not HR’s failures.
They represent a culture of arrogance that wishes for everything to be perfect, yet is not willing to do anything differently.
They represent a culture of arrogance that wishes for everything to be perfect, yet is not willing to do anything differently.
HR is ready, willing and able to step up and lead the way.
And it is now time to seize control to ensure the work actually gets done.
HOW ABOUT YOU
HOW ABOUT YOU
Tough talk? Maybe. But, how many more meetings would you like to attend where HR gets criticized…again? The same goes for me...none.
I'd love to hear from you.
No Excuses.
pic
I'd love to hear from you.
No Excuses.
pic
Wednesday, November 30, 2016
Your Delivery, Though
You're smart, successful, and have a whole bunch of authority. You've arrived. It's your time, and you are going to make sure you prove to everyone that you deserve to be in your job.
...and right now...this moment...is one of the riskiest of your career...
Slow Down
One of the pitfalls new leaders face is their own enthusiasm. They are so fired up to make an impact (good thing) that they don't invest the time to learn the culture, skills of the team, and organizational norms before they roar down their own path (very bad thing.)
The challenge can quickly move past simple enthusiasm and impatience to losing credibility if not addressed in a timely manner. So, while the new leader's style can transition from a positive to a negative, it is also incumbent on the other members of the leadership team to support the new leader with the appropriate coaching right from the start.
Listening Is Not Optional
If only life was as easy as I described above. An over zealous leader, some timely coaching, and all is right with the world.
However, sometimes very talented and driven professionals need extra support. This does not mean they are a bad fit for your organization; or that they can not recover from a few well-intended stumbles.
It does require direct and sustained feedback (think --> bordering on confrontational) to ensure the message gets through.
Again, most leaders want to do a great job. They want to add value.
But some struggle to understand that the leadership style that may have served them well in the past no longer applies in their new organization.
Instead of considering their approach as a failure, the real opportunity is to leverage their skills to pivot, embrace the new culture, and channel their expertise and energy in full alignment with their new team.
How About You
Who do you know that is fired up, but could use a helping hand to complete their transition to their new role? It is easy to criticize, but the real professional inside each of us needs to provide the help our cultures would indicate should come automatically, right?
I'd love to hear from you.
No Excuses.
...and right now...this moment...is one of the riskiest of your career...
Slow Down
One of the pitfalls new leaders face is their own enthusiasm. They are so fired up to make an impact (good thing) that they don't invest the time to learn the culture, skills of the team, and organizational norms before they roar down their own path (very bad thing.)
The challenge can quickly move past simple enthusiasm and impatience to losing credibility if not addressed in a timely manner. So, while the new leader's style can transition from a positive to a negative, it is also incumbent on the other members of the leadership team to support the new leader with the appropriate coaching right from the start.
Listening Is Not Optional
If only life was as easy as I described above. An over zealous leader, some timely coaching, and all is right with the world.
However, sometimes very talented and driven professionals need extra support. This does not mean they are a bad fit for your organization; or that they can not recover from a few well-intended stumbles.
It does require direct and sustained feedback (think --> bordering on confrontational) to ensure the message gets through.
Again, most leaders want to do a great job. They want to add value.
But some struggle to understand that the leadership style that may have served them well in the past no longer applies in their new organization.
Instead of considering their approach as a failure, the real opportunity is to leverage their skills to pivot, embrace the new culture, and channel their expertise and energy in full alignment with their new team.
How About You
Who do you know that is fired up, but could use a helping hand to complete their transition to their new role? It is easy to criticize, but the real professional inside each of us needs to provide the help our cultures would indicate should come automatically, right?
I'd love to hear from you.
No Excuses.
Labels:
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Wednesday, October 5, 2016
Piece of Your Action
Quick poll: how many of you have executives running around your organization getting into everyone else’s business? These same leaders are often focused on their own popularity instead of tackling the real issues facing organizations in a thoughtful, intentional way.
…and how many of your other colleagues wish “someone” would do something about it?
We Created This Problem
Perhaps I’m reaching a bit, but here goes. At times if feels as if society has created a mindset that almost demands we avoid hurting people’s feelings at all costs, raising controversial topics, or…heaven forbid…holding people accountable!
What if they don’t like me anymore?
What will “they” think about me?
I’m not good at confrontation.
Well, I have to ask…what the heck are you doing in a leadership role? This is not daycare.
Let’s Ask Ourselves
Have we created a new generation of weak leaders who are proud to have finished 9th, and no longer understand their obligation to get results (in a thoughtful way…yes, it can be done.)
Are the legions of junior level executives now positioned to assume true leadership roles, actually ready to take that next step?
By the way…age has NOTHING to do with this dilemma. We all see leaders who are “older" yet behave as if they are still trying to win a popularity contest instead of taking bold decisive action.
How many times do they need to admit that they made a mistake before we relieve them of the burden of their own "leadership?"
Solving the Problem
How do we correct this situation quickly? There is a simple solution, yet I don’t think many will follow this path. It will require standing alone while your colleagues watch and wonder what will happen to you.
Confront the leader who wants a piece of the action directly. Directly.
Directly. (are you with me?)
How About You
Are you exhausted from managing the behavior of the executives in your organizaiton? Trust, that you are not alone. Make the decision to step up and do what everyone wants “someone” to do.
You are that someone.
I’d love to hear from you.
No Excuses.
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