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Archive for the ‘achievement’ Category
Saturday, February 4th, 2012
For those who are not football fans, January 1, 2012 was the date of a big game between the Cowboys and the Giants. The Cowboys and Giants have been big rivals for many years and the winner of this particular game would make the playoffs and have a chance to continue their journey to the Super Bowl while the losing team would be done for the year.
I am sure both the Giants and the Cowboys spent many days, even weeks, preparing for the game. They may not have known the playoff implications that would be involved, but being the last game of the regular season, they knew it would be an important game.
Preparation
What do you think went into preparing for the game? I would imagine, both teams watched a lot of film of the opposing team to try to gather some intelligence about their offensive and defensive plays and line-ups. Both teams practiced plays over and over and over until they neared perfection. They prepared for all kinds of positive and negative scenarios that could arise during the game. In short, I am sure we can all agree that both the Giants and Cowboys started the game with an in-depth strategy for how to win.
Be Adaptable
 What happens when Eli Manning, quarterback for the Giants, gets the play call from the offensive coach, relays the play to the team in the huddle, comes up to the line to hike the ball and sees that the Cowboys are set, defending the play perfectly? Does he go ahead and run the play because that is the strategy and the play that was called in? Sometimes he will, but many times he calls an audible. For those who don’t know, an audible is when the quarterback changes the play just before hiking the ball. You will see Eli Manning many times pointing to the defense and screaming numbers and words to his team mates. In many cases, these numbers and words are keys to a new play. He does this because the defense is prepared to stop the play that was called. He knows that now is the time to call an audible.
The Take Away
In executing a business or personal strategy, sometimes it is necessary to be like Eli, identifying when it’s time to be flexible and adaptable and call an audible. We can never be 100% sure of the obstacles, challenges, and opportunities that will come our way, but you cannot discount the importance of the preparation. Just like the Giants and Cowboys spent time preparing for the game looking at different scenarios the opposing team may throw at them, we can look at scenarios that may occur as we are on our journey of winning our own game. The more we can define those scenarios and be willing to call an audible when they occur, the better chance we’ll have of succeeding.
Tags: adaptation, adapting to change, individual strategy, preparation
Posted in achievement, leadership | No Comments »
Monday, January 30th, 2012
Subway Art has become a popular way to showcase a series of words, phrases, or inspirational thoughts in a way that mimics the look of posters found in old subway cars in a simple and stylish way. CMOE has released 5 tasteful designs geared towards office atmosphere and working professional.
We encourage you to use these images as desktop screen savers or wall hangings in your work place to help inspire, remind, or motivate you to be the best team, coach, strategist, and leader that you can be. These signs are complimentary, and we encourage you to share them with other professionals on your favorite social network site.
Tags: motivation in the workplace, motivational art, subway art
Posted in achievement, qualities of leadership | No Comments »
Friday, January 20th, 2012
Each of us has the potential to be individuals of great worth and experience success in our life. I am a firm believer in the concept that a leader is made, not born. Just like anything, it takes significant time and investment to develop a leader to their full capacity. We each have the capability to reach our full potential as leaders if we are willing to put forth the investment. As we aspire to be the best leader we can be, and invoke greatness in others, we must be the ones with conviction, vision, and drive to make great things happen.
I was recently in the classroom of my son (7 years old) and noticed the poem written below at the front of the class. As a parent and professional familiar with the qualities of great leaders, I was excited to see this being instilled into his character.
 It Can Be Done
The man who misses all the fun
Is he who says, “It can’t be done.”
In solemn pride he stands aloof
And greets each venture with reproof.
Had he the power he’d efface
The history of the human race.
We’d have no radio or motor cars
No streets lit by electric stars.
No telegraph nor telephone
We’d linger in the age of stone.
The world would sleep if things were run
By men who say, “It can’t be done.”
-William J. Bennett
This poem caught my attention because I am constantly helping my children to become great leaders and learn the skills necessary to be successful in their own lives. While there are many qualities of leadership, the conviction to enjoy the journey and press forward is a great quality to develop and poses.
Tags: developing leaders, enjoy the journey, qualities of leadership
Posted in Leadership Development, achievement, innovation, leadership, qualities of leadership | No Comments »
Monday, April 11th, 2011
Olympic sprinter Florence Griffith Joyner believed that running was a mental game. She said: “Every day I tell myself I’m not going to allow anything to stop me. I try to see my goals before me. There are a lot of things which could try to slow me down–injuries, family problems, financial problems, but you have to be so mentally tough when you’re out there.”
 Whether the goal, resolutions, plans, or strategic objectives you set for yourself, having the mental toughness to adhere to it is critical in achieving your desired results. Joyner not only saw what she wanted, but was also able to reach it. CMOE has trained and worked with thousands of managers helping them set goals to improve their leadership skills. From our observations, typically most people are able to set goals and define strategic objectives. Then they quickly lose sight of what they are working towards. Adherence and persistence is often the missing piece.
Sometimes adherence is a time frame–sustaining something long term. On the other hand, it can be the amount of concentrated effort needed. Either way, there are really four basic principles to keep in mind as we enhance out “mental toughness” to stick with the strategies and plans that we have set for ourselves.
Clarity
First, you need to clearly know where you are headed. Not just a general idea or plan, but a concrete target you want to obtain. Without a clear target, you can easily become derailed or distracted. Clarity gives you a sense of purpose and push into action. Basil S. Walsh, an American author said it perfectly: “If you don’t know where you are going, how can you expect to get there?”
Commitment
Once you know what your target is, you must decide if you are willing to pay the price to go the distance. You have to ask yourself, “Do I believe this goal is worth the effort?”
If so, it requires building up the courage and stamina to persist to the end. It has to be a conscious decision that you make. You must internalize it and believe in it to make it happen. Concentrate and remind yourself of the positive (and negative) consequences or outcomes from your efforts. These will become your motivating factors. It is also too easy to bite off more that you can handle, so make certain you can fully invest in the direction you are headed.
Action Steps
While you may have a clear target and a commitment to it, it will be difficult to move forward persistently unless you know the path that will lead you there. To be most effective, one of your actions should include obtaining the resources required. Rather than listing short bullet point action steps, put some “meat” on it by describing exactly what you need to do, who will help or be responsible (if your target involves others), and when you will complete that step. These intermediate steps keep the momentum going. You are more likely to stick with your plan, if you take smaller strides. Make your action steps visible so you have a constant reminder. Also remember to reward and recognize yourself as you move closer to rather than to wait until you have accomplished your target.
Passion
Successful adherence and resolve requires passion. Find way to enjoy what you are doing and aspiring to. Begin by asking, “How can I get myself to enjoy, really enjoy this?” It really comes down to your attitude about what you are doing. Earl Nightingale said, “A great attitude is not the result of success; success is the result of great attitude.” Visualize yourself being successful. You may have heard that you should “think positively.” Well, not only should your think positively but act positively. You will, of course, experience some up and downs as you move towards your desired results. When you experience a setback, give yourself a break, Look at where you were and where you are now. Reigniting passion will help your through these inevitable disappointments, fear, and frustrations. You can turn your energy into a positive direction by refocusing on your goals and how it will make a difference to you and others.
Theodore Roosevelt said, “Far better it is to dare mighty things, to win glorious triumphs, even through checkered by failure, than to take rank with those poor spirits who neither enjoy much nor suffer much, because they live in the gray twilight that know no victory nor defeat.” As with any goal or strategy, despite our best efforts we may not always find success. But we can feel better about ourselves and our contribution if we have done our very best to persistently work to achieve something great.
Tags: business perseverance, focus in business, importance of focus in business, perseverance in business
Posted in achievement, character, goals & goal setting, leadership, performance, talent | No Comments »
Monday, September 20th, 2010
 This past weekend I toured the world’s largest strip mine operation. I continually heard the word “produce” repeated over and over again. I was told how much ore is “produced” each day at the mine (150,000 tons). I learned about the stages of refining to “produce” ore that is 98% pure. This particular mine touts that they have “produced” more copper ore than any other mine in history (18.1 million tons). The word “produce” was repeatedly continually began to resonate with me.
The word “Produce” is derived from the Latin word pro (forward) + ducere (to lead – more at tow [or to draw, to pull]). If you look at the dictionary, produce is defined as:
- To bring forth
- To yield
- To bear
- To draw out
- To cause to happen
Producers vs. Non-Producers
Whether you work in a mine, department, or a small team, there is a critical need to yield, to bring forth, to bear results. In other words, to produce results.
In business today, there is a need to differentiate the producers from the non-producers. It is not about digging up a bunch of HR disciplinary and performance issues and staff changes, but like a mine measuring the volume of ore per truck load, people also need a measurement of effectiveness to determine if they are being effective producers. If they’re not producing, they need identify what efforts they need to shift or determine what measurements will assist them in identifying what “producing” is for them.
Organizations everywhere spend significant amounts of time and effort on the wrong things, such as tactical meetings. That’s not to say these items shouldn’t be done, but this significant amount of time and effort doesn’t produce value added results.
The mine is a successful operation because the people understand they must produce results. If individuals don’t understand how to maximize the value they bring, it is imperative for management to sit down and help them discover and identify how to measure what they are producing. You must have a results based leadership mindset.
 Why We Need to Make Non-Producers Produce:
We all know what happens to non-producers. At an organization level, you are killed by the competition, stock price drops, companies go bankrupt and are sold off, or become a target for corporate raiders. Regardless of the outcome, it’s not good. However, if a culture of “producing” can be established in an organization, it will have a direct and quantifiable impact on the bottom line.
Start improving your bottom line and overall success today by asking yourself and your employee, “are we producing results?”
Tags: get business results, produce results, productivity, results based leadership
Posted in Increase Profits, accountability, achievement, bottom line leadership, bottom line performance | 1 Comment »
Monday, July 27th, 2009
All my life exercise and sports have been a huge part of who I am. As I got older and entered into the “real” world of work, family, and other responsibilities, I soon found myself in a position I had previously not known. I was 30 pounds overweight. It got me before I even noticed it was coming.
One day I heard an expert talking about exercise, the benefits of physical activity and the regret of doing nothing at all. He brought up the point that in many decisions we make in life, we can either discipline ourselves to do what we know we need to, or regret later doing nothing. One thing I know, “discipline weighs ounces”, “regret weight pounds”! I had to make a change.
I immediately set some goals for myself, and after three months I had lost 20 pounds. I was feeling great. Better yet, it was noticeable to others. One friend asked, “What are you doing? You have lost a lot of weight and are looking good. What diet are you on?” My reply was, “I am on the GOAL diet.” He looked at me confused and so I explained to him that I set goals for myself and then worked to achieve my goals.
By the look on his face, I think he was expecting a different answer. He went on to tell me that he had a goal of losing 25 pounds in 6 months, but he’s had that goal for 2 years. His biggest frustration was, “Why Can’t I Achieve My Goals?” I thought about the question for a while and here are three things you should ask yourself if you are struggling to achieve goals.
- Are your goals written down and reviewed daily? This is vital to your success in achieving goals. The old saying is, “Goals not written are just wishes.” Reviewing your goals on a daily basis will keep you focused and keep the Goal in mind every day.
- Is your Main Goal divided into “Mini-Goals”? My friend’s goal was to lose 25 pounds in 6 months. That was it. He didn’t have monthly, weekly, daily goals. Now that doesn’t mean divide the 25 pounds by 6 months to get your monthly goal and then divide that by 4 for your weekly goal. That would be the same goal. You need goals for specific actions that will help you achieve your Main Goal. In this example, a good weekly goal would be, to exercise 4 times this week. A good daily goal would be, to not have any sweets today. All these “Mini-Goals” keep you on track in reaching your Main Goal.
- Did you share your goal with someone else? There is something to be said about accountability. If we are only accountable to ourselves, it is too easy to justify a sub-par effort. Just knowing that someone is going to ask how we are doing, gives us more motivation to succeed.
Setting goals are important in all aspects of our lives. Used correctly, goals help to keep us on track and motivated to work hard and achieve what is most important in our lives. Used incorrectly, goals can hinder both our short-term and long-term success. As in the example with my friend, he had the goal for 2 years. Because he was not able to achieve that goal, he felt inadequate and unable to ever make the change. Therefore, he stopped trying. It is important to set our goals to be realistic and achievable (with some good effort). Then ask ourselves those 3 questions to make sure we are on the path to successful goal setting. If you Prefer Rules: 1. Write it down 2. Divide into Mini Goals 3. Create accountability.
Tags: Goal failure, overcomeing failure, planning ahead, self development, stand above the rest, Strategic Thinking, success and achievement
Posted in accountability, achievement, goals & goal setting | 1 Comment »
Wednesday, July 15th, 2009
Impressions of The 4-Hour Workweek by Timothy Ferriss.
While the title of this book intrigued me (only four hours of work a week), I just didn’t get around to reading the best seller until a couple of weeks ago. It’s a fast read and well articulated. I really liked Mr. Ferriss’ first concept that “Time is Money.” For me this view is right on. Too often, we are so busy trying to make a better income, we forget just how much it really costs us. Three main elements in the book caught my attention. I feel they are well worth considering if not incorporating into your life: Elimination, Selective Ignorance, and Outsourcing.
Elimination
As we age, we naturally reach a point where we begin an elimination process in our lives. We not only cut back on material possessions, we also begin to eliminate unfulfilling activities. Mr. Ferris is simply moving this process from the autumn years to the spring years of life.
Selective Ignorance
 One person cannot know everything about everything, and yet we all know people who will not, maybe cannot, say, “I don’t know.” Selective Ignorance, according to Ferriss, is the process of deliberately ignoring topics that may not be relevant or will take too much time to explore. I agree that it is important to limit our focus to what we can handle realistically, but it may not always be to our best interest in doing only those things we enjoy. Think about the first time you were on a bicycle; can you honestly say you enjoyed falling off that two wheeled contraption? Yet, today you may be an avid bicyclist.
Outsourcing
Asking others to do jobs that are outside our expertise is a no-brainer. However, I have two main concerns about giving our tasks we consider time wasters, to others. First, outsourcing will not guarantee that what you get will be what you wanted or needed. Simply put, no one sees the world like you do. Second, by giving your time wasters to someone else, are you adding more hours to their work week. You must ask yourself, “What’s the cost? Is your time more valuable than theirs?” Rather than outsourcing time wasters, let’s go back to the concept of Elimination. Get rid of them and make everyone more efficient.
Summary
What concerns me most about Mr. Ferriss’ book is the impression he gives that you should simply stretch the rules of the game to fit your needs so that you can win the prize. Example, early in the book he talks about using loop holes in rules to win an international sports competition. He drastically reduced his water weight to weigh in at a lower weight so later he would outweigh his opponent. And because he didn’t have the skills, he used another loop hole in the rules to win by pushing his opponents off the mat. So, okay, he won the prize. Strategy and tactics aside, what about ethics! What about to the personal satisfaction in acquiring the skill to compete? While winning is important, the pride in developing the skill is often more satisfying.
Tags: 4 Hour Workweek, efficiency strategies, leadership skills, saving time at work, Strategic Thinking, time is money, Timothy Ferriss
Posted in achievement, continuous improvement, performance, planning, strategy, time management | 3 Comments »
Wednesday, April 15th, 2009
Several years ago I was invited to participate on an industry association panel, discussing “offshoring,” (which means outsourcing globally). Having been a senior leader in a global company for many years, I asked the first very obvious question — Which shore? I proceeded to have some fun in addressing the subject by noting that virtually all developed countries (and of late some not so developed countries) are having similar discussions.
While many educated people can discuss the economic and social impacts on countries of the movement of goods and services around the globe, I would like to address some principles of building and operating a company that spans multiple continents.
 Let’s begin by getting some of our vocabulary aligned. There is a difference between being an International” company versus a “Global” company. A lot of companies have out-of-country activities that may include sales and procurement – this is an international company, even if it includes a few regional offices. A global company truly operates in various countries providing goods/services both in the native country as well as moving goods/services between countries. A fully functioning global company has a culture and perspective that transcends the locale where it is registered or where its stock is listed.
For those companies desiring to be truly global, the development of an appropriate company culture cannot be left to chance – building the desired culture is a full-time job. A global company is not just a series of regional companies strung together under common ownership. Quickly one can see the need for tailored products/services and the delivery of these to satisfy the local or regional market expectations. But here is the bigger question: How do you build a team of people who recognize the need to serve the local market and effectively operate their assigned area while also being part of the bigger team where they can exchange ideas, get inspiration, and contribute to the advancement of the entire company?
Commitment
Building an effective global culture is not inexpensive, nor is it a one-shot deal. It is a concept to which all senior leadership must commit and make a part of their daily actions. Human Resources can help with well planned global talent assessments, succession planning, and leadership skills development, including expatriate assignments. Cultural sensitivity training and facilitated mixed culture forums can start the process.
Vision
There has to be a Global Vision/Mission statement that is an anchor point for your leaders, irrespective of their home country. It must have longevity, addressing the business purpose and corporate values.
Acceptance
Perhaps the most powerful force in building a global company is the basic human trait to accept and bond with those we have come to know on a more personal basis. Audio/video conferencing is a nice tool once a relationship is established, but it is ineffective for establishing the relationship. To establish the bonds between people and break down inherent nationalistic, cultural and personal biases, people need to travel and partake in the cultures of their colleagues.
Share
Forming a global team to implement a global or regional project (contrasted to a local team doing a global project) brings the best ideas forward and builds strong bonds that benefit the company well beyond the specific project. Functional leadership forums and best-practice sharing sessions break down barriers and drive the best ideas forward. Promoting those individuals that best demonstrate the desired culture will send powerful messages throughout the organization.
Diversity
There is a large WATCH OUT. In the drive for a corporate global culture it is easy to inadvertently paint a picture that the “desired culture” is, for example, American or German or Chinese. To be most effective, a company’s global corporate culture must reflect a mix of the best qualities its participants have to offer.
One way to measure your success in building an effective global company culture is to monitor your recruitment results. Are you able to equally attract and retain talented people from all the countries you serve?
Tags: global company, global market, offshore services, offshoring, offshoring companies
Posted in achievement, corporate strategy, organizational change, organizational development, planning, strategy, talent | 1 Comment »
Wednesday, March 25th, 2009
I was asked to sit in on a religious committee meeting yesterday. As I sat listening to the various disagreements between the members, I noticed that the action items and needs vital for a happy congregation are not that much different than the requirements of today’s businesses.
While I have served on several committees, I have not served on this particular committee before. I was surprised at the different way this cleric had to handle this group compared to other groups. While both groups are comprised of volunteers, this committee seemed to be more volatile.
Group Dynamics
 Let me give you a list of characters from this group (aliases). Rich is a fast mover; a “change it now” type of person, while Frank is a traditionalist and feels the tried and proven ways are good enough. Dave is the resident expert; well-read, but young and inexperienced. He has a ready answer to any question. Ryan is ultra -liberal and controversial. More importantly, he enjoys being out there. Joanne is the “when I was at… we did it…” Leslie is quick to pass judgment even before all the facts are on the table. Joe appears to be a stoic, but actually is very interested. The problem is he only voices his opinion only to those he trusts and not necessarily in the meeting. Cindy is very knowledgeable but quiet. She often feels others don’t respect her opinions and therefore frequently has her feeling hurt. Karen is willing to bring her agendas to the table, even when the group is talking about other issues. Do any of these people resemble members of your team?
Tips to Getting Started
You, like our leader, probably see many opportunities that would make the organization more effective in satisfying the needs of those involved. Unfortunately, you need to get all these personalities to effectively function together in order to seize opportunities.
The following tips will help you maintain sanity in working with your group.
- First and foremost, don’t take the group’s behavior personally. It isn’t you, but the topic that may be frustrating.
- Set the agenda and stick to it. Let the participants know what topics will be discussed and how long you expect the meeting to last. Members will appreciate this courtesy. Also, it alleviates unexpected departures. If someone becomes long-winded, remind them of the group’s time limits.
- Set ground rules. This may seem unnecessary, but you would be surprised how a simple set of rules can set the tone for discussion. For example; CMOE’s meeting rules include:
- No side conversations
- Actively participate
- Avoid becoming defensive
- Be positive
- Focus on the topic
- Avoid stories
- Finally, don’t get discouraged, stay up-beat and confident that the group will come to a consensus resolution, one that each member can commit to.Notice that these tips center on the situation or topics, not personalities or abstract agendas. It demands that respect for each other is maintained. Remember though, these tips are no means a guarantee of perfection. They serve only as a great starting point.
Notice that these tips center on the situation or topics, not personalities or abstract agendas. It demands that respect for each other is maintained. Remember though, these tips are no means a guarantee of perfection. They serve only as a great starting point.
Posted in achievement, leadership, meeting management, planning, time management | 1 Comment »
Wednesday, December 10th, 2008
Previously I had introduced the book, As A Man Thinketh, by James Allen, as a principle of effective leadership. For this entry, I want to focus on Chapter 5 of this book, The Thought-Factor in Achievement.
 Allen states, “A man can only rise, conquer, and achieve by lifting up his thoughts.” How true? A person dwelling in the negative is rarely if ever an effective leader. How could she/he be? Without seeking positive outcomes, a person focused on the negative will be self-guided in that direction. I liken this to sports psychologists who talk about envisioning the outcome. For example, a professional golfer will typically stand behind their upcoming shot and envision their swing, the flight of the ball and the outcome of the well executed shot.
There are many examples of psychology throughout sports. Sports psychology has been around for years, but not something most fans give much thought. Tiger Woods, one of the world’s best golfers began seeing a sports psychologist as early as age 13. Sports psychology to the professional athlete has become an absolute must in development and continued success. I would venture to say that whether with the coaching of a professional sports psychologist or self directed effort, the overriding theme is a positive outlook, or envisioning the desired outcome from a perfect execution of the action required.
Some years ago, I was able to attend a World Cup Slalom event. (I admit, it was 25 years ago and during the competitive years of the brothers Phil and Steve Mahre). I arrived early enough to observe the pre-race activities and witnessed the ski racers equivalent of the “pre-shot routine.” The most successful racers were starting at the bottom of the course and side stepping up the mountain. They would stop after every 5 or so gates and go through a routine of memorizing the course and envisioning how they would attack each gate. They continued this to the top of the course and by the time they reached the starting gate, had memorized the entire course and knew exactly how they wanted and needed to ski the race and win. They had envisioned every turn, the entire race and themselves finishing as fast as possible. It was an amazing experience that has stayed with me these many years.
We may not see our leaders making the same external motions as a golfer or skier when they envision the successfully executed actions needed to achieve their objectives, but they best do it. Much like an athlete, true leaders will take a thought and develop it into an achievable plan. They then envision the course of the process through to the desired outcome.
Of course, there is much more to it than that. One cannot simply envision the successful outcome of action and expect it to happen. There are many other and important elements, such as the supportive and collaborative efforts of other personnel. The true leader has included these other factors and will trust in the system they’ve created.
These are some of my thoughts from As A Man Thinketh, chapter five. I invite you to click the link below to download your own copy of the book. Read it at your convenience and determine for yourself if it has value as a guide to qualities of leadership.
Posted in achievement, character, leadership, qualities of leadership | No Comments »
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