Monthly Archives: August 2014

Goals: If you do not know where you are going you will likely end up somewhere else…

Obstacles are those frightful things you see when you take your eyes off your goal. ~Henry Ford

Why do some people accomplish their goals and others do not?

It is because of the reality they “choose” to live in. Neuroscience discovered that a human brain receives eleven million pieces of information every second yet it can process only forty bits per second. Essentially your mind chooses what tiny percentage of input to process and attend to, and what huge portion to dismiss or ignore. Thus you do have a choice in shaping your reality.

Take out a sheet of paper and write down all the resources you have that can be used to get you toward your goals. By resources I mean peers, leadership, and other company support. This will help you shift to a more positive reality where you can focus on all the reasons why you are likely to achieve your goals – rather than waste mental effort worrying about reasons you might not.

No matter the situation or circumstance, it takes no more mental effort to choose a positive reality over a negative one. It’s not that you don’t see the negative realities around you, but rather you recognize and focus on the positive choices you have. You can and should choose the reality that will better support your success.

If you choose a reality oriented around discouragement and lack of control, then all you will see are failures, rather than all the resources and paths to success. When you choose to focus on the positives, then you can see how all the opportunities and resources are connected. Thus you are better equipped to chart a path to achieving your goals.

What your mind concentrates on will affect every decision you make and every action you take both at home and at work. Choose the right mindset and hitting goals will seem much easier!

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EPIC FAILURE: Today’s Management

What can management do today to make their people more valuable than they were yesterday?

To manage is so 20th century. In today’s business climate you must integrate coaching into your repertoire. Gone are the days when you could simply direct individuals on what to do. Now we must also serve as coach. In this role you are no longer telling, you are now asking.

Currently, 30% of the U.S. workforce is engaged in their work, and the ratio of engaged to actively disengaged employees is roughly 2-to-1, meaning that the vast majority of U.S. workers (70%) are not reaching their full potential…” Jim Clifton, CEO at Gallup, The State of the American Workplace Report

What’s the benefit of using open ended, probing questions instead of advising or telling an employee what she needs to do? Quite simply, coaching questions cause the other person to think, to create their own answers, and ultimately motivate them to act on their ideas. Asking questions, rather than dictating orders, moves the employee beyond passive acceptance of the necessary action(s) to take. It prompts the employee to apply their creative ability and generate potential solutions to the issue at hand.

Once coaching is integrated into your managing style it will redefine the relationship between you and your people. Think about it. When you are managing, you tell them the answer; but when you are “asking” questions, they become part of the answer. Coaching communicates their value as an equal influence in creating viable solutions.

Warning: You must make a fundamental mind shift from solely focusing on what’s going on to why it’s going on. As awkward as it may feel, park your agenda at the door and allow your direct report to focus on what they want. With coaching, the conversations are not about your thoughts, your input, and what you think will work. Instead you must start listening, really listening, to the other person.

The more you listen, the more you see how capable they are.

The more you ask, the more they will grow – and so will you!