Archive for the ‘Uncategorized’ Category

A Compliment

Posted by   | May 15th, 2012 | No Comments

a-compliment

When is the last time you intentionally complimented someone? A compliment is an expression of esteem, respect, affection, or admiration.

There are many benefits to offering a compliment. Compliments are a way of spreading happiness. Giving a compliment is a way of connecting honestly, directly, and kindly with another human being.

Compliments are a very inexpensive way of rewarding others. They say you get what you reward, so look for opportunities to reinforce good behavior and reward those around you with a compliment.

Here are tips to give a good compliment:

  • - Be specific – don’t just tell someone “nice job,” a better statement is, “your attention to detail made this report eye-catching.”
  • - Be sincere – make sure your words match your body language; make eye contact and engage with the person you are complimenting.
  • - Be unexpected – look for opportunities to sincerely appreciate something unique and special. Offer an unexpected compliment to anyone, anywhere for an instant boost.

Sincere compliments helps focus on the positive and builds trust. Higher trust means better relationships and a better environment. Give a compliment today…

From Methodology to Mindset

Posted by   | May 1st, 2012 | No Comments

from-methodology-to-mindset

To become truly successful, you (and your team or organization) must move from methodology to mindset.

Whatever profession you are in, there are methodologies for excelling at your work. A methodology is a “body of practices, procedures, and rules used by those who work in a discipline; a set of working methods.”  For example, a sales methodology provides specific practices for connecting with customers and closing a sale.

Organizations often focus on developing the methodology or set of rules, rather than making sure that their people shift their thinking and create new habits. The objective of a methodology should be to serve as a guideline that eventually becomes a mindset.

A habit or mindset doesn’t require documentation because the methodology has been integrated into the thought processes. The methodology becomes a routine part of how things get done.

You know you’re stuck in methodology when:

  • • Processes are followed or documentation is completed that add no value to the outcome but is required by “_______” (fill in the blank with your governance team or quality committee)
  • • Success is evaluated based on following the rules and processes rather than achieving the agreed upon outcomes
  • • You get stuck in a circuitous conversation about whether there should be five steps or nine steps; whether the process flow has the right number of supporting bullet points or if status should be reported in colors or numbers

Pay attention to the habits that need to be formed to achieve success.  Mindset trumps methodology, so focus on building the right mindset — not creating a world-class methodology.

Motivation

Posted by   | November 15th, 2011 | No Comments

motivation

What is motivation? How do you get it? How do you motivate other people?

Motivation is a force that inspires action. It is critical to achieving goals and outcomes. Motivation is either external or internal. External motivation can be in the form of rewards or consequences. Internal motivation is unique to each individual and is far more challenging to identify and apply. You can motivate others externally or internally but lasting change requires internal motivation.

To motivate others you must understand what matters to them. An MIT study shows that rewards (or more money) are NOT a driving force behind productivity in the workplace. Autonomy, mastery and purpose were discovered to be the most critical factors to motivate people.

  • Autonomy – individual control or the ability to direct our own lives
  • Mastery – getting better and better at something that matters
  • Purpose – doing what we do as a part of something greater than ourselves 

 For an engaging presentation of this information delivered by Daniel Pink check out this VIDEO. He has also written extensively about motivation in his book Drive. 

We encourage you to apply these principles of motivation. When you want to motivate someone, give them more control, help them improve at something or share the greater purpose (the why) behind the task.

Problem vs Decisions

Posted by   | November 8th, 2011 | No Comments

problem-vs-decisions

Be careful not to confuse a problem with a decision. If you attempt to address a problem by making a decision then you are not going to solve the problem because you are dealing with an unknown cause. For example if you are running low on oil in your car and you decide to fill it you are not solving the problem because you have not identified the cause.

A problem occurs when there is a deviation from the norm when you do not know the cause and you care about the deviation. So if your oil level is low that is a deviation from the norm. If you don’t know why it’s low and you care about it then you have a problem. The cause could be that there is a leak, that the engine is burning oil or perhaps it’s being siphoned off. Once you identify the cause then you have a decision to make.

Tips for separating decisions from problems in order to apply the appropriate thinking process:
 

  • Time Frame – problems are about the past, decisions are about the present and plans are about the future.
  • Three Conditions – a problem is a deviation from the norm where the cause is unknown and you care. All three conditions must be met in order to be a problem. If the cause is known then you have a decision to make.
  • The Focus – problem solving is about cause; decision making is about resources and results.

These insights were learned from our mentor, Dr. Alan Weiss who has helped us understand the importance of defining whether you are solving a problem or making a decision.

Making Decisions

Posted by   | November 1st, 2011 | No Comments

making-decisions

Good decision making is a critical skill. While many people use the pro versus con method of deciding we’ve found that the Kepner Tregoe rational model for decision making is superior. It includes risk analysis which is an overlooked component that is missing in the pro/con analysis.

The rational model includes clearly describing the decision and then developing decision criteria called objectives. Categorize the objectives as either required (must) or optional (want.) Develop a list of alternatives and then evaluate the alternatives against the objectives. The missing step is to analyze the potential risks of your final choice.

Tips to enhance your decision making process:

  • Get to the point – Focus on the most important piece of the decision. Don’t overload the decision with superfluous details and extraneous facts.
  • Discipline – Good decisions come from disciplined thinking. Use a process and allow adequate time to make a good decision. There are times that an immediate response is required. However, if you need time for contemplation, don’t shortchange yourself.
  • Record – Track your decisions and the outcomes. This will give you statistical data about your decision making process. Use the data to refine and improve your decision making.

If you are random in your application of a decision process you will get random outcomes. We encourage you to develop an intentional approach to decision making that you consistently apply. The more consistent you are the better your decision skills become.