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Posts Tagged ‘leadership’
Thursday, March 4th, 2010
What does trick-or-treating and a Masters in Business Administration (MBA) have in common? Think about it for a moment – maximizing your gains, equations for efficiency, and opportunity costs. Are you seeing the connection yet?
Maximizing Your Profitability
I was watching a report on CNN last week about the strategies of maximizing their acquisition of treats on Halloween. Instead of just taking a “dash and grab” approach, some people take a more economic approach to their quest for sweets. The people at Zillow.com have done some research on five major cities to identify the “best” neighborhoods for trick-or-treating. While there is a common belief that wealthy neighborhoods are the prime place for harvesting the most Halloween treats, it is only a part of the equation for efficiency. To provide a more holistic approach to Halloween trick-or-treating, the Zillow Trick-or-Treat Housing Index was calculated using four equally weighted data variables: Zillow Home Value Index, population density, WalkScore (point to point distances), and local crime data. Based on those variables, this Index represents neighborhoods that will provide the most candy, with the least amount of walking and safety risks.
Jackpot
Some may find Zillow’s index to be an unnecessary approach to the trick-or-treating adventure, but for others it is just the kind of thing that makes the holiday even more enjoyable. After seeing the report on CNN, I saw this holiday as a great time to teach my kids about economics, finance, and getting the highest revenue with the least amount of input (revenue = candy). What makes this even more of an economical and financial teaching opportunity is that a local dentist is offering $1.00 for every pound of candy brought to their office during the week after Halloween. What made this offer even more interesting was that CNN also reported a statistic that the average child gathers 17.1 pounds of candy on Halloween. So, if my kids want to use Halloween as a chance to have fun and make money, there are strategies to do so.
If you ask parents today if they want their children to go through the higher education system, the answer is predominantly, “yes.” I believe preparing young people to be ready to receive a college education is as important as actually obtaining one. The same is true for anyone. There are opportunities for education and skill development all around us, just like this “trick-or-treating” example.
Education To Make A Difference
For those of us who are college age or older, but still have a desire for gaining more education, there are diverse opportunities available. There are accelerated masters programs, online degrees, and Mini-MBA Workshop. The Mini-MBA Workshop is a great way to learn the fundamental concepts taught in a traditional MBA program, but at much less costs and in a much shorter time frame. I attended this fantastic course offered by CMOE, developed and Columbia University, and taught by David L. Buckner. It helped me to understand the key concepts of economics, finance, and accounting, helping me to be more affluent in the language of business. Knowing more business acumen key terms and concepts has had a great impact on my contribution to our organization. While I didn’t earn a Masters degree, I have the ability to apply valuable concepts to my everyday efforts and decisions. As the writer and scientist, Carl Sagan wrote, “Knowing a great deal is not the same as being smart; intelligence is not information alone but also judgment, the manner in which information is collected and used.”
Tags: accounting, business acumin training, leadership, Mini-MBA, strategy
Posted in Mini-MBA, accounting, business acumen, economics, finance, leadership, strategy | No Comments »
Wednesday, February 24th, 2010
Over the past few months, I have been serving as an assistant coach for my son’s Little League Football team. It has been a lot of work to teach the boys the techniques of the sport; blocking, tackling, and running. I have found that the best way to teach children is to have fun while learning. The other coaches and I use many different games and exercises that force the boys on the team to use their new found skills and the techniques. Aside from just skill practice, these games and exercises allow us, the coaching staff, to measure their progress.
Many people struggle in the work environment because what they do no longer seems enjoyable, and learning or development just means more work. When this happens, we become stagnant. Our personal satisfaction and happiness decreases and, in turn, our success and quality of work falters. From my perspective, not enough people are making a game out of work. Consider this quote from the world renowned physicist, Albert Einstein.
“How many people are trapped in their everyday habits, part numb, part frightened, part indifferent? To have a better life we must keep choosing how we are living.”
While this quote could have many applications, I would like to discuss how it applies to our daily work. If someone is feeling numb, frightened, or indifferent toward their everyday work activity, leaders or coaches can expect this person to also feel unaccountable to results and lacking desire to achieve greater levels of success.
 Since it appears that many people in the working world are feeling numb, frightened, or indifferent toward their daily work, I propose that organizations strive harder to make a game out of work by challenging their employees to compete to win. Like the way I coach the football team, leaders can make work more fun and find ways to use metrics and scorecards to measure progress. With a little fun, leaders can create a winning team that really adds to bottom line results. Leaders themselves must also have a bottom line mentality as they go about setting exciting and stretch goals for themselves, their departments, and for their team members. This inner game of work can make a huge impact on what people accomplish.
So, whether you are coaching 20 eight and nine year old boys on a Little League Football team or leading a tenured staff of employees, the concept I’m suggesting is the same. Make a game out of work; make it fun, rewarding and competitive. I guarantee you will see improved results.
Tags: game of work, Improved Results, leadership
Posted in continuous improvement, leadership, motivation | No Comments »
Wednesday, June 17th, 2009
“Change is never complete, and change never ceases. Nothing is ever quite finished with; it may always begin over again. And nothing is quite new; it was always somehow anticipated or prepared for” (C.S. Lewis).
 Change is everywhere, and change in the work environment is usually a given. Many individuals experience the effects of change when they begin working for a new supervisor. This necessary change may come about due to downsizing in the company, moving to a new position, being promoted, or a number of other scenarios. With change come adjustments and modifications.
Perhaps one of the more difficult adjustments is the emotional impact – you must leave some and join others. Having changed managers over 15 times, I can tell you change never gets any easier.
I keep reminding myself that there are many benefits to change – new opportunities, new adventures, more accountability, more control, exposure to different management styles, new learning opportunities.Change can be daunting, but as “change never ceases” and as “it may always begin over again,” I have found some ways that have worked for me, in which to make the best of these opportunities. I suggest them to you now:
• Ask questions – the more you understand, the more likely you are to succeed.
• Engage in conversation. Conversation is your ability to truly influence others.
• Make your customer think, and give them time to think with silence.
• Build your credibility with third party support.
• Work projects; it gives you a better sense of accomplishment.
• Make other people heroes – things always have a way of coming back to you.
• Focus on your talents and leverage your strengths.
• Remember why you go to work every day.
• Put your family first. I have always found this to be my greatest support during times of change and adjustment.
• Keep a fire in your belly to succeed. Much can be accomplished with a positive attitude and a desire to thrive.
• Have fun, have fun, have fun! Change can actually be fun.
• Bear in mind, leadership isn’t a destination, it is a lifetime pursuit.
• Have a mentor. Much may be learned by those you admire.
• Be a mentor. Many may learn from you, and you may find you still pick up a thing or two.
“Change is inevitable, except from a vending machine” (Robert C. Gallagher).
“The world is round and the place which may seem like the end may also be the beginning (Ivy Baker Priest).
Tags: adaptation, C.S. Lewis, change management, character, CS lewis, leadership
Posted in change management, character | No Comments »
Wednesday, May 6th, 2009
The helm or steering mechanism of a ship adjusts the angle of the rudder, in turn, changes the direction of the ship. In the 18th century as technology increased ships began to increase in size. While this growth was advantageous, at the same time the ships became increasingly difficult to control. Thus a shipmaster needed an invention to foster technical growth but at the same time keep the ship on course. Today’s steering wheel was designed to connect to the tiller of the boat, with a block and tackle. This addition provided a considerable increase in the ship’s mechanical capabilities and resulted in smoother operations with less effort.
I relate this story of the steering wheel because the national and world economy is going through some stormy waters. Although the changes going may turn out to be good in the long run, it is still difficult to stay the course in the middle of these “troubled water”. More than ever we need strong leaders to step up and take the “helm”, provide guidance, and “steer” their teams in the right direction.
A strong leader will effectively partner with each employee and provide direction, guidance, and coaching. He or she can help team member adjust their personal courses and move into “smooth water”.
Providing constant support takes a lot of effort but it will be worth it in the long run. Consider the following points when helping your team stay afloat:
- Communicating frequently with each team member
- Will reduce or eliminate fear of the unknown
- Encourages confidence in individual performance
- Building understanding within your team
- Instills ownership in the tasks to ensure success
- Keeps each person focused on the goal
- Encouraging respect between members.
- Promotes synergy
- Supports a relaxed and engaging environment
- Maintaining your integrity
- Retains trust in you and the organization high
- Inspires integrity from team members
“It is not enough that we do our best; sometimes we have to do what is required.”
-Winston Churchill
Tags: leadership, management, provide strong leadership, strong leader
Posted in leadership, organizational change | No Comments »
Monday, February 2nd, 2009
A terrible disease is plaguing society, a disease that in my own medical terms I call “A Common Case Of Untold, Never-ending, Truth Avoidance Behaviors, In Large Increments To You.” If you take all of the bold letters and put them together it spells ACCOUNTABILITY. Okay, it’s a bit of a stretch.
 Society has become too good at the “blame game.” There is an innate behavior in most people called the “Self-Serving Bias.” This means that when things go well, I should get all the credit, but when things go wrong, I am going to point the finger and blame everyone and everything else for the failure. Take for example the person who spills hot coffee on her lap and is burned by the incident. This incident happened while the person was driving a car and talking on the cell phone all at the same time. We have all heard how this individual then decided that it was not her own fault for the burns she suffered, but put the blame to the company that sold the coffee for making it too hot. In fact, the person even sued the company for a large sum of money.
This type of mentality is very prevalent in our society and it carries into the workplace. How many “C-level” leaders of big companies have we seen fudging financial reports so that under their leadership the company appears to be “prosperous?” We have seen people be able to hide from accountability for a while, but it eventually catches up and destroys a leader, or maybe an entire company. Whether the source is focused on financial gains, or an ego of being the “perfect” leader, placing blame doesn’t really matter. What matters is that we get back to being accountable.
It is time for a change back to the old traditional roots of individual responsibility and integrity. We can’t run from it forever, so why do it now. I would venture to say that we have all found that when leaders in our lives have taken responsibility for an action, a project, or even a small assignment that went bad, that we now held them in higher regard and developed a greater respect for that person. The ability to hold up the mirror and accept mistakes when they are made, takes courage and confidence. This behavior is what we desire in all our leaders, not to mention a little bit of humility and the ability to hold up the mirror and be honest about one’s own self.
If leaders today want accountability from the organization, then they too need to demonstrate it. But why stop there; shouldn’t we be accountable to coworkers, our organizations, and ourselves? The concept of leading by example is still the most foundational and fundamental way to influence others. Being able to say, “Do what I do vs. Do what I Say” is profoundly more powerful than anything else when it comes to getting others to work hard, work smart, and work ethically.
Tags: , accountability, leadership
Posted in accountability, leadership | 2 Comments »
Wednesday, September 24th, 2008
 A few days ago, my son came to me with a difficult decision. He was debating whether or not to stay in his position. The problem was that he had been having some difficulty with his team leader. As a member of a team, he felt a responsibility to keep this leader informed about the project he was supporting. However, whenever my son met with this leader he became frustrated and often felt devalued. This leader is addicted to his Blackberry. He acts as though the device and what it was conveying was more important than any information my son had to give. Because of this lack of attention, this leader too often missed the important information my son tried to convey.
Dr. Steven Stowell and Ms. Stephanie Mead explain in their book, The Team Approach: With Teamwork Anything is Possible, there are eight internal forces that short circuit teamwork. Two of these, “excessive pursuit of self interest” and “inflated egos and intimidation” seem to fit the way my son felt about his supervisor. I have to admit when I first read these forces I assumed that the authors were talking about the executive who does anything (ethical or not) to get up the ladder.
Excessive pursuit of self interest covers much more than the narcissist; it also covers those who think they are so busy that they fail to acknowledge those around them. When you pay more attention to incoming calls, emails, and interruptions you are silently telling the one you are suppose to be talking to that they are not worthy of your time or not valuable in your estimation. In this case, the information that my son tried to share with the boss and was ignored, lead to an embarrassing situation when the boss was unable to explain why a project was behind to a major client. More importantly, this embarrassing situation happened in a group meeting with representatives from all the different companies involved in the project.
When this boss returned from the meeting, a memo was sent out that was both intimidating and unduly demanding. If only he had listened when my son met with him, he would have known the information he needed and the embarrassment experienced by the boss and the organization would have been avoided. Obviously, my son has a decrease of trust and respect for this person. Dr. Stowell and Ms. Mead state, “Trust and respect are fragile and are earned over time through genuine actions.”
If you don’t take time to listen and assimilate all the information you are going to be embarrassed or caught off guard. How can you assume that you know where to go or how to answer if you don’t have all the information about the situation ahead? To quote Joe Namath, “To be a leader, you have to make people want to follow you, and nobody wants to follow someone who doesn’t know where he is going.” Are you too involved with the activity beasts in your life to hear those people around you?
Sadly, while my son liked his job and wanted to stay, he felt that he had to leave the organization. Think about the costs to the organization when this lack of trust , respect, and courtesy is exhibited. How much does it cost to replace team members? How much transition time does it take to learn the business? How long will it take for your client’s confidence in you and your organization be restored? Isn’t it more cost effective to spend the few minutes of complete attention to a colleague?
A final thought. Communication between team members is essential to the success of the team. But just as critical is the basic recognition that each member is valued and important enough to be listened to. James Humes said, “The art of communication is the language of leadership.’
Tags: , devaluing your team, leadership, team confidence, teamwork
Posted in communication, management, teamwork | 2 Comments »
Wednesday, September 10th, 2008
 REACHING FOR GLORY
As the Summer Olympics Games recently came to a close. I reflected back on the games. I remember that during the opening ceremonies, contingents from each represented country walked into the stadium ready to take on the worlds best. Some countries had only a small number of competitors, while others a very large number. Do you remember the vast number of athletes there were inside the stadium after they had all filed in and found their place to join in the ceremony? To me, it was like a sea of happy faces – each with his/her own dream of Olympic glory. For some, merely attending the Olympic Games and representing their country was glory enough. For others, winning a medal was their only measure of success. According to the Olympic website, a total of 958 medals were awarded during the Summer Games. As there are only three medals awarded in each event, I wondered about the vast number of athletes, among the 10,500 competing, who returned home without winning a medal.
SUCCESS OR FAILURE?
Despite the fact an athlete did not meet the goal of winning an Olympic medal, those individuals should not consider themselves as having failed. Though some may not have this perspective, I hope they experience a sense of pride for having competed and strive to do their best. Those who felt they should have won and did not, might have failed in that effort, but not to those who appreciated their performance.
As I reflect on the interviews with these athletes, it seemed like those who did win recalled their long hard journey to get to the top of their sport, while those who lost typically mentioned that they learned from the experience and as a result will have a better chance of winning in the future.
LESSONS FOR BUSINESS
Like the Olympics, people fail in business and obviously don’t see success all of the time. Rarely does one person or an organization lack competition and very often the stakes are extremely high. What differentiates a true leader or a successful organization is the response to their failures or loss. Those who fail and wallow in misery, often spend their time and energy making excuses for themselves and focusing on the negative. However, true leaders recognize that they may not always be a winner, but they can be successful by learning from failures and improving their performance for the next time. While they might not be comfortable with failure or loss, they understand that they can use it to their advantage.
Like the athletes of the Olympic Games, true leaders and successful organizations will be back to compete. They have increased confidence and chance of success by learning from past failures. They will have had the opportunity to identify areas for improvement and have a better grasp of their competition.
Tags: failure, leadership, success, true leaders
Posted in goals & goal setting, leadership, talent | 2 Comments »
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