tag:blogger.com,1999:blog-533569248151907302024-03-13T07:13:28.535-04:00Next Level SuccessWhere Next Level ideas come together with Next Level action!Leadership Management of Central Ohiohttp://www.blogger.com/profile/05898134048615745650noreply@blogger.comBlogger66125tag:blogger.com,1999:blog-53356924815190730.post-19563691560532764852020-03-27T15:25:00.001-04:002020-03-27T15:27:34.842-04:00<div class="separator" style="clear: both; text-align: center;">
</div>
<div style="margin-left: 1em; margin-right: 1em;">
<span style="font-family: inherit;"><img alt="Attitude is a Choice. Attitude is Everything. – SOS Leadership" src="https://lh3.googleusercontent.com/proxy/NJ8ejIlEFm9t-d_5ci17O05_HJhCyjHgMPgM9l8BJEGEOtHoVycnO08C1FRJcoLET66HXsar8IoHBi3Cosf5dI8E4yaMb8nKIl7NLJcl-ptPWNCZmng0FVXT6UxEcN86wI6tXRv1C0w" /></span></div>
<span style="font-family: inherit;"><br />
</span> <span style="font-family: inherit;"><br />
</span> <span style="font-family: inherit;"><br />
</span> <span style="font-family: inherit;">In a world that is tossed around and flipped upside down, you have choices to make. The first choice is the most critical - HOW WILL YOU VIEW THE WORLD!</span><br />
<span style="font-family: inherit;"><br />
</span> <br />
<div class="separator" style="clear: both; text-align: center;">
</div>
<br />
<div style="height: 0px;">
<a href="https://mcusercontent.com/38750e5c20102caa1af5f8434/images/2d5d69da-2713-4f0b-8408-665224a579fa.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><span style="color: black; font-family: inherit;"><img border="0" height="213" src="https://mcusercontent.com/38750e5c20102caa1af5f8434/images/2d5d69da-2713-4f0b-8408-665224a579fa.jpg" width="320" /></span></a><span style="font-family: inherit;"><span style="text-indent: 0.5in;">To learn more AND receive a free gift, complete this form (if you would rather enroll or speak to someone from Leadership Management or Higher - click here).</span><span style="text-indent: 0.5in;"><br />
</span></span></div>
<br />
<br />
<span style="font-family: inherit;"><br />
</span> <span style="font-family: inherit;">Leadership Management International and Higher are partnering together to bring Columbus an amazing, life transforming personal development service around changing your mindset to change your lifeset.</span><br />
<span style="font-family: inherit;"><br />
</span> <span style="font-family: inherit;">This is a 5 week, 2 hours per week, personal growth class that will help you grow and strengthen a positive mindset - even in the midst of confusion and chaos.</span><br />
<span style="font-family: inherit;"><br />
</span> <span style="font-family: inherit;">You will move from <span style="text-indent: 0.5in;">feeling trapped, isolated, overwhelmed, stressed, through a process that follows the path </span><span style="text-indent: 0.5in;">of champions – in sports, business, and life - to achieve greater success, be an overcomer, and set a new course to a positive life.</span></span><br />
<span style="font-family: inherit; text-indent: 0.5in;"><br />
</span> <span style="font-family: inherit; text-indent: 0.5in;">For your free gift, please complete the form below. To speak with someone or to sign up, click here.</span><br />
<span style="font-family: inherit;"><iframe frameborder="0" height="692" scrolling="yes" seamless="seamless" src="https://services.cognitoforms.com/f/LQ4VeYUSqEaCYYGvMRhFCw?id=3" style="min-width: 100%; position: relative; width: 1px;" width="100%"></iframe><br />
</span> <script src="https://services.cognitoforms.com/scripts/embed.js"></script><span style="font-family: inherit;"><br />
<br />
<br />
<br />
</span><span style="font-family: inherit;"><span style="font-family: inherit; text-indent: 0.5in;">If you wish to speak with someone, please send your name, email, and phone number to </span><span style="font-family: inherit; text-indent: 0.5in;"><a href="mailto:info@lmi-columbus.com">info@lmi-columbus.com</a>.</span><br />
<span style="font-family: inherit; text-indent: 0.5in;"><br />
</span> <span style="font-family: inherit; text-indent: 0.5in;"><span style="font-family: inherit; text-indent: 0.5in;">To register select a class to enroll in:</span></span></span><br />
<span style="font-family: inherit;"> <span style="text-indent: 0.5in;">Class 1 - April 12, 17, 24, May X, May X.</span><br />
<span style="text-indent: 0.5in;">Class 2 - April 30, May X, May X, May X, May X.</span><br />
x</span>Leadership Management of Central Ohiohttp://www.blogger.com/profile/05898134048615745650noreply@blogger.com0tag:blogger.com,1999:blog-53356924815190730.post-32758072358011592722014-07-24T14:11:00.003-04:002014-07-24T14:11:59.453-04:00Are Today’s Business Heroes Challenging Our Ideas About Leadership?<div class="byline">
<b>by James Heskett</b></div>
<div id="forum-summary">
<h3>
Summing Up</h3>
<br />
<strong>Is There Really a Formula for Great Leadership?</strong>
The overall sense of responses to our question for the month is that
the leadership stars of today—Jobs, Bezos, Gates, etc.,—should not cause
us to change our time-honored ideas about great leadership. Among the
notions advanced were that they: (1) are special, (2) are entrepreneurs
first and leaders second, (3) or represent a kind of leadership
important for only one phase of the longer-term development of a
business. Comments did suggest, however, that some ideas about
leadership can benefit from a reexamination.<br />
Tema Frank addressed a couple of these points when she said, "The
fact that we can name so few leaders as readily as the ones cited in the
article is because they are exceptions. There is no question that
brilliant, strongly mission-driven founders can inspire people to follow
them, despite personality flaws." Once the excitement fades, a
different type of leadership is essential. Bill Eickhoff would compare
Jobs, Bezos, etc. to Ford, Edison, etc. "No one ever raves about their
so-called 'leadership' style. These men were outliers. Their style is
not duplicable."<br />
Kim Forbes set forth an interesting hypothesis in commenting that "We
will always be able to identify examples of leaders that 'buck' the now
orthodox definition of the balanced, emotionally intelligent,
people-focused leader… the likes of Gates and Jobs may have highly
effective leaders below them and they are the true heroes of these large
successful corporations, in spite of their dysfunctional 'leadership'."<br />
Today's leadership heroes, however, stimulated debate about just what
constitutes leadership. It is an important discussion, as several
pointed out. Paul Stavrand put it this way: "We need to be concerned
about the outcomes of business practices and products on our global
society, and evaluate leaders accordingly." Yadeed Lobo commented that
"the mark of a great leader is the impression they leave on any
employee." G. P. Rao added that the lack of humility and leadership
appear to be inconsistent, if not contradictory. "In the ultimate
analysis, however everything boils down to perception of the team
members or subordinates or followers of the leader concerned."<br />
The importance of maintaining an open mind on the subject of
leadership was stressed by several. Ronnie Kavuma commented that, "I
think that there is a place for both kinds of leaders and/or their
schools of thought in the modern high tech and versatile business
environment." David Wittenberg said that an "effective leader must be
true to himself. Personalities differ, so leadership styles differ. It
is a common fallacy that there is only one style that leads to
leadership success." Pradip Shroff added: "The simple fact is that
leadership is an art and science of blending various styles based on the
situation." Yan Song summed up this point by commenting that,
"Stereotyping leadership might be the greater danger here. Evolution
neither begins nor ends with current crops of leaders. In all practical
situations, one needs a mixture of different leadership styles to
induce human energy … " Jerry Houser advised us to consider that
"understanding leadership means understanding the emotions of leaders
and followers. Brain science is making me question much of the
literature I've read on leadership." <br />
These comments call for the question: Is there really a formula for great leadership? What do you think?<br />
</div>
<h3 id="original">
Original Article</h3>
Just as I began to conclude that I understood leadership pretty well,
I've begun to wonder. Let's start with the leadership associated with
large organizations with relatively long histories.<br />
In recent years, we have been educated by concepts such as MBWA
(management by walking around, introduced by Tom Peters and Robert
Waterman), Level 5 Leadership (described by Jim Collins as centered
around personal humility and professional will), servant leadership
(defined by Robert Greenleaf in terms of service to others as a leader's
most important role), and authentic leadership (characterized by Bill
George as comprising leaders who understand their purpose, are true to a
set of solid values, lead with their heart, establish connected
relationships, and demonstrate self-discipline), among others. These
philosophies, based on a lot of anecdotal evidence, describe the kind of
people we'd want to work for. They are associated with large,
well-established organizations that I studied and admired in graduate
school, the kind that Collins and Jerry Porras wrote about as being
"built to last." <br />
Then I read biographies of today's business heroes. They
portray people who are not short on vision. But are these people who
meet the standards for great leadership described above? For example,
both Steve Jobs and Jeff Bezos are said to have challenged people to do
their best work, but in somewhat demeaning ways. They, along with Bill
Gates, threw public tantrums. Whether it is a consequence or not, there
appears to be a trail of former executives of Apple, Amazon, and
Microsoft. (I specifically referred to heroes in my question, because
potential heroines like Sheryl Sandberg and Marissa Mayer have just
recently risen to high levels in the high-tech world.)<br />
Maybe venture capitalists have the answer. They have
followed a long-standing practice of cashing out founders and
entrepreneurs at the time of a first or second round of outside funding.
The idea is (or was?) that at that stage of development, an
organization needs professional leadership of the kind that Peters,
Waterman, Collins, Greenleaf, George, and others describe.<br />
Maybe Jobs, Bezos, Gates, and others are the exceptions that
didn't get cashed out. They survived the venture capitalist's "purge"
by growing their companies in ways that allowed them to retain ownership
and control. Or they made their genius indispensable to the success
of their companies (in the eyes of funders). When asked the standard
"cash out" question by venture capitalists, "Would you rather be rich or
be king?," they must have answered, "Both," and made it work.<br />
Should we attribute a few examples of the Jobs-Bezos school
of leadership to the diversity within any small group of leaders, or to
the world of high-tech startups? Regardless, they cast long shadows in
that they appear to be the inspiration for a new generation of
entrepreneurs who are founders of companies getting very big very fast
with neither formal leadership training nor thought of cashing out.<br />
Are founders and entrepreneurs a separate breed? Should they
be excused from a discussion of great leadership? Or are the most
successful among their ranks a harbinger of the future of management in a
fast-moving, high tech competitive world that increasingly rewards
innovation, transient competitive advantage, and the kinds of leadership
that produce them? Are today's business heroes challenging our ideas
about leadership? What do you think?Leadership Management of Central Ohiohttp://www.blogger.com/profile/05898134048615745650noreply@blogger.com0tag:blogger.com,1999:blog-53356924815190730.post-72050697224871227132014-07-07T10:29:00.001-04:002014-07-07T10:29:35.749-04:006 Leadership Styles, And When You Should Use Them<b>6 Leadership Styles, And When You Should Use Them</b><br />
<br />
By
<a class="navigate" data-resource-type="user" href="http://www.fastcompany.com/user/robyn-benincasa" itemprop="byline" rel="author">Robyn Benincasa</a><br />
<br />
<span style="font-size: x-small;">(Reposted from Fast Company - http://www.fastcompany.com/1838481/6-leadership-styles-and-when-you-should-use-them)</span> <br />
<br />
Taking a team from ordinary to extraordinary means understanding and
embracing the difference between management and leadership. According to
writer and consultant Peter Drucker, "Management is doing things right;
leadership is doing the right things."<br />
<em>Manager</em> and <em>leader</em> are two completely different
roles, although we often use the terms interchangeably. Managers are
facilitators of their team members’ success. They ensure that their
people have everything they need to be productive and successful; that
they’re well trained, happy and have minimal roadblocks in their path;
that they’re being groomed for the next level; that they are recognized
for great performance and coached through their challenges.<br />
Conversely, a leader can be anyone on the team who has a particular
talent, who is creatively thinking out of the box and has a great idea,
who has experience in a certain aspect of the business or project that
can prove useful to the manager and the team. A leader leads based on
strengths, not titles.<br />
The best managers consistently allow different leaders to emerge and
inspire their teammates (and themselves!) to the next level. <br />
When you’re dealing with ongoing challenges and changes, and you’re
in uncharted territory with no means of knowing what comes next, no one
can be expected to have all the answers or rule the team with an iron
fist based solely on the title on their business card. It just doesn’t
work for day-to-day operations. Sometimes a project is a long series of
obstacles and opportunities coming at you at high speed, and you need
every ounce of your collective hearts and minds and skill sets to get
through it.<br />
This is why the military style of top-down leadership is never
effective in the fast-paced world of adventure racing or, for that
matter, our daily lives (which is really one big, long adventure,
hopefully!). I truly believe in Tom Peters’s observation that the best
leaders don’t create followers; they create more leaders. When we share
leadership, we’re all a heck of a lot smarter, more nimble and more
capable in the long run, especially when that long run is fraught with
unknown and unforeseen challenges.<br />
<strong>Change leadership styles</strong><br />
Not only do the
greatest teammates allow different leaders to consistently emerge based
on their strengths, but also they realize that leadership can and should
be situational, depending on the needs of the team. Sometimes a
teammate needs a warm hug. Sometimes the team needs a visionary, a new
style of coaching, someone to lead the way or even, on occasion, a kick
in the bike shorts. For that reason, great leaders choose their
leadership style like a golfer chooses his or her club, with a
calculated analysis of the matter at hand, the end goal and the best
tool for the job.<br />
My favorite study on the subject of kinetic leadership is <a class="profile" href="http://www.fastcompany.com/person/daniel-goleman">Daniel Goleman</a>’s <em><a href="http://hbr.org/product/leadership-that-gets-results/an/R00204-PDF-ENG">Leadership That Gets Results</a>, </em>a landmark 2000 <em>Harvard Business Review </em>study.
Goleman and his team completed a three-year study with over 3,000
middle-level managers. Their goal was to uncover specific leadership
behaviors and determine their effect on the corporate climate and each
leadership style’s effect on bottom-line profitability.<br />
The research discovered that a manager’s leadership style was
responsible for 30% of the company’s bottom-line profitability! That’s
far too much to ignore. Imagine how much money and effort a company
spends on new processes, efficiencies, and cost-cutting methods in an
effort to add even one percent to bottom-line profitability, and compare
that to simply inspiring managers to be more kinetic with their
leadership styles. It’s a no-brainer.<br />
<img alt="" height="399" src="http://images.fastcompany.com/upload/Final%20Cover%20How%20Winning%20Works.JPG" style="float: right; margin: 5px;" width="270" />Here are the six leadership styles Goleman uncovered among the
managers he studied, as well as a brief analysis of the effects of each
style on the corporate climate:<br />
<ol>
<li><strong>The pacesetting leader </strong>expects
and models excellence and self-direction. If this style were summed up
in one phrase, it would be “Do as I do, now.” The pacesetting style
works best when the team is already motivated and skilled, and the
leader needs quick results. Used extensively, however, this style can
overwhelm team members and squelch innovation.<br /></li>
<li><strong>The authoritative leader </strong>mobilizes
the team toward a common vision and focuses on end goals, leaving the
means up to each individual. If this style were summed up in one phrase,
it would be “Come with me.” The authoritative style works best when the
team needs a new vision because circumstances have changed, or when
explicit guidance is not required. Authoritative leaders inspire an
entrepreneurial spirit and vibrant enthusiasm for the mission. It is not
the best fit when the leader is working with a team of experts who know
more than him or her.<br /></li>
<li><strong>The affiliative leader </strong>works
to create emotional bonds that bring a feeling of bonding and belonging
to the organization. If this style were summed up in one phrase, it
would be “People come first.” The affiliative style works best in times
of stress, when teammates need to heal from a trauma, or when the team
needs to rebuild trust. This style should not be used exclusively,
because a sole reliance on praise and nurturing can foster mediocre
performance and a lack of direction.<br /></li>
<li><strong>The coaching leader </strong>develops
people for the future. If this style were summed up in one phrase, it
would be “Try this.” The coaching style works best when the leader wants
to help teammates build lasting personal strengths that make them more
successful overall. It is least effective when teammates are defiant and
unwilling to change or learn, or if the leader lacks proficiency.<br /></li>
<li><strong>The coercive leader </strong>demands
immediate compliance. If this style were summed up in one phrase, it
would be “Do what I tell you.” The coercive style is most effective in
times of crisis, such as in a company turnaround or a takeover attempt,
or during an actual emergency like a tornado or a fire. This style can
also help control a problem teammate when everything else has failed.
However, it should be avoided in almost every other case because it can
alienate people and stifle flexibility and inventiveness.<br /></li>
<li><strong>The democratic leader </strong>builds
consensus through participation. If this style were summed up in one
phrase, it would be “What do you think?” The democratic style is most
effective when the leader needs the team to buy into or have ownership
of a decision, plan, or goal, or if he or she is uncertain and needs
fresh ideas from qualified teammates. It is not the best choice in an
emergency situation, when time is of the essence for another reason or
when teammates are not informed enough to offer sufficient guidance to
the leader.</li>
</ol>
Bottom
line? If you take two cups of authoritative leadership, one cup of
democratic, coaching, and affiliative leadership, and a dash of
pacesetting and coercive leadership “to taste,” and you lead based on
need in a way that elevates and inspires your team, you’ve got an
excellent recipe for long-term leadership success with every team in
your life.<br />
<em>Robyn Benincasa is a two-time Adventure Racing World Champion,
two-time Guinness World Record distance kayaker, a full-time
firefighter, and author of the new book, <a href="http://www.robynbenincasa.com/" target="_blank">HOW WINNING WORKS: 8 Essential Leadership Lessons from the Toughest Teams on Earth</a>, from which this article is excerpted. (Harlequin Nonfiction, June 2012)</em><br />
[<em>Image: Flickr user <a href="http://www.flickr.com/photos/21933510@N07/2526105730/sizes/z/in/photostream/" target="_blank">Bas Kers</a></em>]<em><br /></em><br />
Leadership Management of Central Ohiohttp://www.blogger.com/profile/05898134048615745650noreply@blogger.com0tag:blogger.com,1999:blog-53356924815190730.post-90294838143340929612014-06-04T08:34:00.001-04:002014-06-04T08:39:32.018-04:00 The New Science of Building Great Teams<br />
<br />
<br />
<h2 id="article-title">
The New Science of Building Great Teams<br /><span style="font-weight: normal;"><span style="font-size: x-small;">by Alex “Sandy” Pentland
</span></span><span class="paragraph"><span style="font-weight: normal;"><span style="font-size: x-small;"><span class="artworklabel">Artwork:</span><span class="artistname"> Andy Gilmore,</span> <span class="artworkname">Chromatic,</span> 2010, digital drawing </span></span></span></h2>
<span class="artworkcaption" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img src="http://hbr.org/hbrg-main/resources/images/article_assets/hbr/1204/R1204C_PENTLAND.jpg" height="182" width="200" /></span><br />
<br />
If you were<span class="paragraph">
looking for teams to rig for success, a call center would be a good
place to start. The skills required for call center work are easy to
identify and hire for. The tasks involved are clear-cut and easy to
monitor. Just about every aspect of team performance is easy to measure:
number of issues resolved, customer satisfaction, average handling time
(AHT, the golden standard of call center efficiency). And the list goes
on.</span> <br />
<span class="paragraph">Why, then, did the manager
at a major bank’s call center have such trouble figuring out why some of
his teams got excellent results, while other, seemingly similar, teams
struggled? Indeed, none of the metrics that poured in hinted at the
reason for the performance gaps. This mystery reinforced his assumption
that team building was an art, not a science. </span> <br />
<span class="paragraph">The
truth is quite the opposite. At MIT’s Human Dynamics Laboratory, we
have identified the elusive group dynamics that characterize
high-performing teams—those blessed with the energy, creativity, and
shared commitment to far surpass other teams. These dynamics are
observable, quantifiable, and measurable. And, perhaps most important,
teams can be taught how to strengthen them. </span><br />
<br />
<div class="sidebar">
<b><span class="sidebar-title">Why Do Patterns of Communication Matter So Much?</span></b><br />
<div class="sidebar-contents" style="display: block;">
<span class="sidebar-body">It seems almost absurd that how we communicate could be so much more important to success than what we communicate.</span> <br />
<span class="sidebar-body">Yet
if we look at our evolutionary history, we can see that language is a
relatively recent development and was most likely layered upon older
signals that communicated dominance, interest, and emotions among
humans. Today these ancient patterns of communication still shape how we
make decisions and coordinate work among ourselves. </span> <br />
<span class="sidebar-body">Consider
how early man may have approached problem solving. One can imagine
humans sitting around a campfire (as a team) making suggestions,
relating observations, and indicating interest or approval with head
nods, gestures, or vocal signals. If some people failed to contribute or
to signal their level of interest or approval, then the group members
had less information and weaker judgment, and so were more likely to go
hungry. </span><br />
<span class="sidebar-body"> </span> </div>
</div>
<b> <span class="ahead">Looking for the “It Factor”</span></b> <span class="paragraph">When
we set out to document the behavior of teams that “click,” we noticed
we could sense a buzz in a team even if we didn’t understand what the
members were talking about. That suggested that the key to high
performance lay not in the content of a team’s discussions but in the
manner in which it was communicating. Yet little of the research on team
building had focused on communication. Suspecting it might be crucial,
we decided to examine it more deeply. </span> <br />
<span class="paragraph">For
our studies, we looked across a diverse set of industries to find
workplaces that had similar teams with varying performance. Ultimately,
our research included innovation teams, post-op wards in hospitals,
customer-facing teams in banks, backroom operations teams, and call
center teams, among others. </span> <br />
<span class="paragraph">We
equipped all the members of those teams with electronic badges that
collected data on their individual communication behavior—tone of voice,
body language, whom they talked to and how much, and more. With
remarkable consistency, the data confirmed that communication indeed
plays a critical role in building successful teams. In fact, we’ve found
patterns of communication to be the most important predictor of a
team’s success. Not only that, but they are as significant as all the
other factors—individual intelligence, personality, skill, and the
substance of discussions—combined.</span> <br />
<br />
<object classid="clsid:D27CDB6E-AE6D-11cf-96B8-444553540000" codebase="http://download.macromedia.com/pub/shockwave/cabs/flash/swflash.cab#version=9,0,47,0" height="225" id="flashObj" width="300"><param name="movie" value="http://c.brightcove.com/services/viewer/federated_f9?isVid=1&isUI=1" /><param name="bgcolor" value="#FFFFFF" /><param name="flashVars" value="videoId=2226821016001&playerID=2072970314001&playerKey=AQ~~,AAAB4mHtenE~,_rixfzbq5sX3kYRD-76PJa-Z8t5PlMpq&domain=embed&dynamicStreaming=true" /><param name="base" value="http://admin.brightcove.com" /><param name="seamlesstabbing" value="false" /><param name="allowFullScreen" value="true" /><param name="swLiveConnect" value="true" /><param name="allowScriptAccess" value="always" /><embed src="http://c.brightcove.com/services/viewer/federated_f9?isVid=1&isUI=1" bgcolor="#FFFFFF" flashVars="videoId=2226821016001&playerID=2072970314001&playerKey=AQ~~,AAAB4mHtenE~,_rixfzbq5sX3kYRD-76PJa-Z8t5PlMpq&domain=embed&dynamicStreaming=true" base="http://admin.brightcove.com" name="flashObj" width="300" height="225" seamlesstabbing="false" type="application/x-shockwave-flash" allowFullScreen="true" allowScriptAccess="always" swLiveConnect="true" pluginspage="http://www.macromedia.com/shockwave/download/index.cgi?P1_Prod_Version=ShockwaveFlash"></embed></object><br />
<br />
<span class="paragraph">Patterns
of communication, for example, explained why performance varied so
widely among the seemingly identical teams in that bank’s call center.
Several teams there wore our badges for six weeks. When my fellow
researchers (my colleagues at Sociometric Solutions—Taemie Kim, Daniel
Olguin, and Ben Waber) and I analyzed the data collected, we found that
the best predictors of productivity were a team’s energy and engagement
outside formal meetings. Together those two factors explained one-third
of the variations in dollar productivity among groups. </span> <br />
<span class="paragraph">Drawing
on that insight, we advised the center’s manager to revise the
employees’ coffee break schedule so that everyone on a team took a break
at the same time. That would allow people more time to socialize with
their teammates, away from their workstations. Though the suggestion
flew in the face of standard efficiency practices, the manager was
baffled and desperate, so he tried it. And it worked: AHT fell by more
than 20% among lower-performing teams and decreased by 8% overall at the
call center. Now the manager is changing the break schedule at all 10
of the bank’s call centers (which employ a total of 25,000 people) and
is forecasting $15 million a year in productivity increases. He has also
seen employee satisfaction at call centers rise, sometimes by more than
10%.</span> Leadership Management of Central Ohiohttp://www.blogger.com/profile/05898134048615745650noreply@blogger.com0tag:blogger.com,1999:blog-53356924815190730.post-9853468704596323552014-03-29T12:04:00.001-04:002014-03-29T12:04:42.561-04:00Understanding Fear of Process Improvement<div id="pageFeature">
<h1 id="articleTitle">
</h1>
<div class="byline">
<br />
by Brad Power <span style="font-weight: normal;"><span style="font-size: x-small;">(Published on 09/27/13 on <a href="http://blogs.hbr.org/2012/09/understanding-fear-of-process-improvement/" target="_blank">HBR Blog</a>)</span></span></div>
</div>
<br />
<div class="separator" style="clear: both; text-align: center;">
<a href="http://thesocialmediaqueen.com/wp-content/uploads/2010/09/200510070413fear_face1.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" src="http://thesocialmediaqueen.com/wp-content/uploads/2010/09/200510070413fear_face1.jpg" height="200" width="135" /></a></div>
A <a href="http://hbswk.hbs.edu/item/6818.html">culture of continuous improvement is crucial </a>to organizational performance and survival. Just ask Richard Aubut, CEO of <a href="http://www.southshorehospital.org/aboutus">South Shore Hospital</a>,
the leading regional provider of healthcare in southeastern
Massachusetts. “We don’t know what changes will be coming with
healthcare reform and other changes in our industry,” he told me
recently. “But we do know we need to build the capability to deal with
whatever does. That’s why we’ve added continuous improvement to our
cultural pillars.”
Yet most reports, such as John Kotter’s classic <i>Harvard Business Review </i>article “<a href="http://hbr.org/2007/01/leading-change-why-transformation-efforts-fail/ar/1">Leading Change: Why Transformation Effort Fail</a>,”
show that few attempts at fundamental change are very successful, a few
are utter failures, and most fall somewhere in between, with a distinct
tilt to failure. Discussions about process improvement failures sprang
up recently on two different LinkedIn groups I participate in, and most
members cited a lack of leadership from the top as the primary reason. A
few said it was because people didn’t follow the methodology (e.g., Six
Sigma or Lean) the right way.<br />
Ironically, few of these discussions pursued this issue much further
to get at the root cause. Why aren’t leaders on board? Why doesn’t
culture change? How do you change culture?<br />
But one of the people in the conversation stood out to me, with a
more thoughtful approach: John Ryan, a continuous improvement
coordinator at <a href="http://www.zeusinc.com/">Zeus, Inc.</a>, a South
Carolina-based manufacturer of polymer tubing. When I contacted him
directly, he told me there is a simple yet highly effective tool for
getting at the root cause of process performance problems: asking the
question “Why.”<br />
<br />
Why do cultures resist change?<br />
<blockquote>
Because they are successful.</blockquote>
Why are they successful?<br />
<blockquote>
Because we hold onto practices that make us successful until they become habitual. </blockquote>
Why don’t we try new practices?<br />
<blockquote>
Because it takes energy to learn a new habit. </blockquote>
Why do we need habits?<br />
<blockquote>
Because to compete successfully, we must able to
instantly respond to the environment; we cannot take the time to think
every time before acting. The faster we can react, the more likely we
are to survive when confronted with danger. </blockquote>
When do we create new habits?<br />
<blockquote>
When we confront a situation where existing habits don’t
work, we conclude a new habit is needed, and we have enough time to
create one. </blockquote>
Why does it take a long time to change habits?<br />
<blockquote>
Because if we change immediately every time we encounter a
new environment, we will constantly spend energy on changing — energy
that we need to survive. And whenever we encounter a new environment,
our first reaction is fear. It has to be fear because before we take any
action, we must ensure that we can survive. We use this fear to keep us
safe.</blockquote>
If fear of change is the root cause of failures to create a culture of continuous improvement, as <a href="http://en.wikipedia.org/wiki/W._Edwards_Deming">W. Edwards Deming</a> (the father of the quality movement) famously <a href="http://deming.org/index.cfm?content=66">said</a>,
“Drive out fear. No one can put in his best performance unless he feels
secure” — what are the counter-measures? What are the most effective
ways to embrace fear of change? I see three:<br />
<b>1. Show respect to the people whose work will change by getting them involved in defining the improvements.</b><br />
People resist change that is imposed on them. But if they help define the changes, they will own them. As <a href="http://www.breakingthemould.co.uk/?q=Biography">Peter Hunter</a>, a former naval officer and management consultant, has <a href="http://www.breakingthemould.co.uk/?q=home">said</a>,
“People hate being told what to do. It is human nature to avoid doing
what we have been told. … Instead find out what people want and give it
to them, or give them the reason why they can’t have it. Both answers
are equally valuable because they both let the individuals know that
their opinion has been listened to and is valued.”<br />
<b>2. Welcome failure in experiments of new ways of working as a way to learn; remove the downside risks and provide upside.</b><br />
Experiments allow us to learn and improve. As described in my previous post, “<a href="http://blogs.hbr.org/cs/2012/06/get_your_workers_to_disrupt_th.html">Get Your Worker to Disrupt Their Jobs</a>,”
you should commit to your employees that they will stay employed if
they suggest process change. You should also give them some of the
upside from making those changes — profit sharing and promotions. And by
training them, you can demonstrate your commitment to their
development.<br />
<b>3. Hire self-starters who are committed to your mission.</b><br />
Your employees will embrace change that furthers the mission of the
organization if they view the value of that change to the customer as
greater than the pain of change. For example, the 58,000 employees of
the <a href="http://www.mayoclinic.org/about/facts.html">Mayo Clinic</a>,
a worldwide leader in medical services, are more likely to embrace
changes to their work if it’s clear that it makes the patient’s
experience better. It starts with recruitment. On the <a href="http://www.mayoclinic.org/jobs/">jobs section </a>of
the Mayo Clinic website, the first thing you see is “Working at Mayo
Clinic is making a difference. It’s providing the highest quality
patient care by placing the needs of patients first.”<br />
Organizations with cultures that value continuous improvement are far
better at changing their processes and staying competitive. Yet most
organizations that make a run at continuous improvement fail to make it
stick because of fear. As Zeus Inc.’s John Ryan points out, “You should
embrace fear for the tremendous benefit it provides.”<br />
<b>Questions: What do you see as the root cause of failures to
institute continuous improvement? How have you seen workers overcome
their fear of work changes?</b>Leadership Management of Central Ohiohttp://www.blogger.com/profile/05898134048615745650noreply@blogger.com0tag:blogger.com,1999:blog-53356924815190730.post-90133975089088007052014-03-03T09:34:00.000-05:002014-03-03T09:34:14.558-05:00Should Leaders Focus on Results, or on People?<h1 id="articleTitle">
Should Leaders Focus on Results, or on People?</h1>
by Matthew Lieberman <span style="font-weight: normal;"><span style="font-size: x-small;">(Published on 12/27/13 on <a href="http://blogs.hbr.org/2014/01/three-ways-leaders-can-listen-with-more-empathy/" target="_blank">HBR Blog</a>) </span></span><br />
<div class="separator" style="clear: both; text-align: center;">
<span style="font-weight: normal;"><span style="font-size: x-small;"><a href="http://hbrblogs.files.wordpress.com/2013/12/20131230_1.jpg?w=580" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" src="http://hbrblogs.files.wordpress.com/2013/12/20131230_1.jpg?w=580" height="147" width="400" /></a></span></span></div>
<br />
<br />
A lot of ink has been spilled on people’s opinions of what makes for a
great leader. As a scientist, I like to turn to the data. In 2009,
James Zenger published a fascinating survey of 60,000 employees to
identify how different characteristics of a leader combine to affect
employee perceptions of whether the boss is a “great” leader or not. Two
of the characteristics that Zenger examined were <i>results focus</i> and <i>social skills</i>.
Results focus combines strong analytical skills with an intense
motivation to move forward and solve problems. But if a leader was seen
as being very strong on results focus, the chance of that leader being
seen as a great leader was only 14%. Social skills combine attributes
like communication and empathy. If a leader was strong on social skills,
he or she was seen as a great leader even less of the time — a paltry
12%.<br />
However, for leaders who were strong in both results focus <i>and</i> in social skills, the likelihood of being seen as a great leader skyrocketed to 72%.<br />
Social skills are a great multiplier. A leader with strong social
skills can leverage the analytical abilities of team members far more
efficiently. Having the social intelligence to predict how team members
will work together will promote better pairings. Often what initially
appear to be task-related difficulties turn out to be interpersonal
problems in disguise. One employee may feel devalued by another or
think that she is doing all the work while her partner loafs – leading
both partners putting in less effort to solve otherwise solvable
problems. Socially skilled leaders are better at diagnosing and treating
these common workplace dilemmas.<br />
So how many leaders are rated high on both results focus and social
skills? If this pairing produces especially effective leaders,
companies should have figured this out and promoted people to leadership
positions accordingly, right? Not hardly. David Rock, director of the
Neuroleadership Institute, and Management Research Group recently
conducted a survey to find out the answer. They asked thousands of
employees to rate their bosses on <i>goal focus</i> (similar to results focus) and social skills to examine how often a leader scored high on both. The results are astonishing. <i>Less than 1%</i> of leaders were rated high on both goal focus and social skills.<br />
Why would this be? As I describe in my book, <i>Social: Why our brains are wired to connect</i>,
our brains have made it difficult to be both socially and analytically
focused at the same time. Even though thinking social and analytically
don’t feel radically different, evolution built our brain with different
networks for handling these two ways of thinking. In the frontal lobe,
regions on the outer surface, closer to the skull, are responsible for
analytical thinking and are highly related to IQ. In contrast, regions
in the middle of the brain, where the two hemispheres touch, support
social thinking. These regions allow us to piece together a person’s
thoughts, feelings, and goals based on what we see from their actions,
words, and context.<br />
Here’s the really surprising thing about the brain. These two networks function like a <i>neural seesaw</i>.
In countless neuroimaging studies, the more one of these networks got
more active, the more the other one got quieter. Although there are
some exceptions, in general, engaging in one of the kinds of thinking
makes it harder to engage in the other kind. Its safe to say that in
business, analytical thinking has historically been the coin of the
realm — making it harder to recognize the social issues that
significantly affect productivity and profits. Moreover, employees are
much more likely to be promoted to leadership positions because of their
technical prowess. We are thus promoting people who may lack the
social skills to make the most of their teams and not giving them the
training they need to thrive once promoted.<br />
How can we do better? For one, we should give greater weight to
social skills in the hiring and promotion process. Second, we need to
create a culture that rewards using both sides of the neural seesaw. We
may not be able to easily use them in tandem, but knowing that there is
another angle to problem solving and productivity will create better
balance in our leaders.<br />
Finally, it may be possible to train our social thinking so that it
becomes stronger over time. Social psychologists are just at the
beginning stages of examining whether this kind of training will bear
fruit. One exciting prospect, one that would make the training fun, is
the recent finding that reading fiction seems to temporarily strengthen
these mental muscles. Wouldn’t that be great — if reading <i>Catcher in the Rye</i> or the latest Grisham novel were the key to larger profits?Leadership Management of Central Ohiohttp://www.blogger.com/profile/05898134048615745650noreply@blogger.com0tag:blogger.com,1999:blog-53356924815190730.post-16874090308960060702014-01-20T18:47:00.001-05:002014-01-20T18:47:47.667-05:00Three Ways Leaders Can Listen with More Empathy<h1 id="articleTitle">
Three Ways Leaders Can Listen with More Empathy</h1>
by <a href="http://blogs.hbr.org/christine-m-riordan/" target="_blank">Christine M. Riordan</a><span style="font-weight: normal;"><span style="font-size: x-small;"> (Published on 1/16/14 on <a href="http://blogs.hbr.org/2014/01/three-ways-leaders-can-listen-with-more-empathy/" target="_blank">HBR Blog</a>) </span></span><br />
<br />
<div class="separator" style="clear: both; text-align: center;">
<a href="http://hbrblogs.files.wordpress.com/2014/01/20140117_3.jpg?w=580" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" src="http://hbrblogs.files.wordpress.com/2014/01/20140117_3.jpg?w=580" height="118" width="320" /></a></div>
Study after <a href="http://www.gsb.stanford.edu/cldr/research/surveys/performance.html">study</a> has shown that listening is critical to leadership effectiveness. So, why are so few leaders good at it?<br />
Too often, leaders seek to take command, direct conversations, talk
too much, or worry about what they will say next in defense or
rebuttal. Additionally, leaders can react quickly, get distracted
during a conversation, or fail to make the time to listen to others.
Finally, leaders can be ineffective at listening if they are
competitive, if they multitask such as reading emails or text messages,
or if they let their egos get in the way of listening to what others
have to say.<br />
Instead, leaders need to start by really caring about what other people have to say about an issue. <a href="http://www.academia.edu/737448/Active-empathic_listening_as_a_general_social_skill_Evidence_from_bivariate_and_canonical_correlations">Research</a>
also shows that active listening, combined with empathy or trying to
understand others’ perspectives and points of view is the most effective
form of listening. Henry Ford once said that if there is any great
secret of success in life, it lies in the ability to put oneself in
another person’s place and to see things from his or her point of view
–as well as from one’s own.<br />
<a href="http://onlinelibrary.wiley.com/doi/10.1002/mar.20105/pdf">Research</a>
has linked several notable behavior sets with empathic listening. The
first behavior set involves recognizing all verbal and nonverbal cues,
including tone, facial expressions, and other body language. In short,
leaders receive information by all senses and not just hearing.
Sensitive leaders pay attention to what others are not saying and probe a
bit deeper. They also understand how others are feeling and
acknowledge those feelings. Sample phrases include the following: Thank
you for sharing how you feel about this situation, it is important to
understand where everyone is coming from on the issue; Would you share a
bit more on your thoughts on this situation; You seem excited (happy,
upset…) about this situation, and I would like to hear more about your
perspective.<br />
The second set of empathic listening behaviors is processing, which
includes the behaviors we most commonly associate with listening. It
involves understanding the meaning of the messages and keeping track of
the points of the conversation. Leaders who are effective at processing
assure others that they are remembering what others say, summarize
points of agreement and disagreement, and capture global themes and key
messages from the conversation. Sample phrases might include the
following: Here are a couple of key points that I heard from this
meeting; here are our points of agreement and disagreement; here are a
few more pieces of information we should gather; here are some suggested
next steps—what do you think?<br />
The third set of behaviors, responding, involves assuring others that
listening has occurred and encouraging communication to continue.
Leaders who are effective responders give appropriate replies through
verbal acknowledgements, deep and clarifying questioning, or
paraphrasing. Important non-verbal behaviors include facial
expressions, eye contact, and body language. Other effective responses
might include head nods, full engagement in the conversation, and the
use of acknowledging phrases such as ‘That is a great point.’<br />
Overall, it is important for leaders to recognize the
multidimensionality of empathetic listening and engage in all forms of
behaviors. Among its benefits, empathic listening builds trust and
respect, enables people to reveal their emotions–including tensions,
facilitates openness of information sharing, and creates an environment
that encourages collaborative problem-solving.<br />
Beyond exhibiting the behaviors associated with empathetic listening,
follow-up is an important step to ensure that others understand that
true listening has occurred. This assurance may come in the form of
incorporating feedback and making changes, following through on promises
made in meetings, summarizing the meeting through notes, or if the
leader is not incorporating the feedback, explaining why he or she made
other decisions. In short, the leader can find many ways to demonstrate
that he or she has heard the messages.<br />
The ability and willingness to listen with empathy is often what sets
a leader apart. Hearing words is not adequate; the leader truly needs
to work at understanding the position and perspective of the others
involved in the conversation. <a href="http://www.lifechngr.com/business/productivity-creativity/8-successful-entrepreneurs-give-their-younger-selves-lessons-they-wish-theyd-known-then-fast-company-business-innovation/">In a recent interview</a>,
Paul Bennett, Chief Creative Officer at IDEO, advises leaders to listen
more and ask the right question. Bennett shared that “for most of my
twenties I assumed that the world was more interested in me than I was
in it, so I spent most of my time talking, usually in a quite uninformed
way, about whatever I thought, rushing to be clever, thinking about
what I was going to say to someone rather than listening to what they
were saying to me.”<br />
Slowing down, engaging with others rather than endlessly debating,
taking the time to hear and learn from others, and asking brilliant
questions are ultimately the keys to success.Leadership Management of Central Ohiohttp://www.blogger.com/profile/05898134048615745650noreply@blogger.com0tag:blogger.com,1999:blog-53356924815190730.post-83149413799961927082013-12-24T13:59:00.000-05:002013-12-24T14:02:41.758-05:00You Are Not the Best Judge of You<h1 id="articleTitle">
<span style="font-size: large;">
You Are Not the Best Judge of You</span><br /><span style="font-weight: normal;"><span style="font-size: x-small;">by Scott Edinger </span></span><span style="font-weight: normal;"><span style="font-size: x-small;">(Published on 11/15/11 on <a href="http://blogs.hbr.org/2011/11/you-are-not-the-best-judge-of/" target="_blank">HBR Blog</a>) </span></span></h1>
“To create a reliable 360 survey,” Marcus Buckingham concludes in his recent blog on this site, “<a href="http://blogs.hbr.org/cs/2011/10/the_fatal_flaw_with_360_survey.html">The Fatal Flaws With 360 Surveys,</a>”
all you need do is…ask the rater to evaluate himself on his own
feelings.” Since you are an expert on your own feelings, your responses
have to be solid.<br />
<br />
That seems logical, and yet I could not disagree more with this
conclusion. In an effort to give equal time to the other side of the
story, and to clarify some misconceptions, let me share with you the
reasons why not getting 360-degree feedback may actually be fatal. (But
here’s hoping that in the course of this debate there are no
fatalities.)<br />
<br />
<b>Leadership effectiveness is in the eye of those who are led.</b>
“Rate me on ‘Marcus is a good listener’ and we learn whether I am a
better listener than you,” Buckingham writes. But in my work with Jack
Zenger and Joe Folkman analyzing the 360-degree feedback from tens of
thousands of leaders, that’s not been our experience. What we find is:
ask me to rate “Marcus is a good listener,” and we discover whether I
think Marcus is listening to me. That’s certainly not objective data.
But it doesn’t have to be. If Marcus is my boss and I think he’s not
listening to me, that certainly plays into how effective he is as a
leader, no matter how subjective my judgment is.<br />
<br />
<b>Subjective 360 data can correlate to objective business results. </b>
What I think about my boss wouldn’t matter if it had no relation to
business success. But our analysis of the data from those thousands of
360s shows that it does, empirically. We have correlated the
leadership-effectiveness scores we’ve collected with a variety of
business outcomes — profitability, turnover, employee engagement,
customer satisfaction — <a href="http://www.youtube.com/watch?v=s_0OJylv9mA">you name it, we probably studied it.</a>
What we’ve seen is that 360 data are an incredibly reliable measure
of business success, frequently showing a lock-step correlation between
the effectiveness of a company’s leaders, as measured by those
subjective 360s, and the company’s objective business results.<br />
<br />
<b>You don’t have to be great at everything.</b> “Most
360s are built on a logical non-sequitur,” Buckingham suggests,
“namely that since a particular group of exemplary leaders possesses all
the competencies measured by the 360, therefore the best individual
leader is she who possesses all of them.” I agree that’s a
non-sequitur, and that would be a problem if you used the full range of
leadership skills on the assessment as a one-size-fits-all definition of
the perfect leader. But our research suggests that’s not necessary at
all, even if it were possible. When we analyze the most effective
leaders in the world, we find that the truly extraordinary ones need
only excel at a relatively small number of competencies — three to five.
For us, the purpose of taking the 360 is not to see which leadership
skills you lack so you can complete the set. Rather, it’s to find your
best self — that is, the particular leadership skills you should focus
on to become uniquely extraordinary.<br />
<br />
<b>You are not the best judge of you.</b> Several years
ago, while working on my first project with Joe Folkman, I asked him
what was the most interesting finding he’d seen in his years of
studying 360s. He responded, with a wry smile, “The average leaders
don’t think they are.” Thus we, too, find leaders subject to
“benevolent distortion.” But we don’t find it that benevolent. Our data
show not just a gap — but something closer to a canyon — between
people’s perceptions of themselves and how other people see them. “How
could that be?” you might ask: After all, you are the only one there for
everything! No doubt. And yet, our data tell us that you are a
notoriously bad predictor of your own leadership abilities because it is
so difficult to consistently know what impact you are having on others.
In that regard, other people are experts at knowing how they feel about
your effect on them. Ironically, we find, the best leaders in our
database frequently rate their performance lower than their peers,
bosses, and direct reports. From the perspective of inner strength and
psychological health, it’s terrific to have confidence in your own views
and convictions. But when considering your strength as a leader, doing
so in isolation is, from where we sit, downright, fatal.<br />
<br />
I’ll be the first to agree that a 360 assessment is no panacea and
that the tool can be over-, miss-, and incorrectly used. But in my
experience, there’s simply no substitute for getting feedback from the
people who are the most influenced and affected by your actions,
talents, and skills. Applied creatively, a 360-degree feedback process
can be an incredibly powerful tool to help you identify your strengths,
grant you insight into how you can make them even more effective, and
alert you to any behavior that might be severely detracting from your
effectiveness. Are the 360 data objective? No. But even so they can
help leaders create an objective, personal plan of development. And
they’re certainly more effective than just asking yourself.Leadership Management of Central Ohiohttp://www.blogger.com/profile/05898134048615745650noreply@blogger.com0tag:blogger.com,1999:blog-53356924815190730.post-37645582318309008112013-11-26T16:56:00.001-05:002013-11-26T16:56:39.211-05:00Three Things that Actually Motivate Employees<h1 id="articleTitle">
<span style="font-size: large;">Three Things that Actually Motivate Employees</span></h1>
<div class="byline">
by Rosabeth Moss Kanter </div>
<div class="byline">
(Published on 10/23/13 on <a href="http://blogs.hbr.org/2013/10/three-things-that-actually-motivate-employees/" target="_blank">HBR Blog</a>) </div>
<div class="byline">
<br /></div>
The most motivated and productive people I’ve seen recently work
in an older company on the American East Coast deploying innovative
technology products to transform a traditional industry. To a person,
they look astonished when I ask whether their dedication comes from
anticipation of the money they could make in the event of an IPO.<br />
<br />
Newcomers and veterans alike say they are working harder than ever
before. Their products are early stage, which means daily frustrations
as they run through successive iterations. Getting them to market
demands more than corporate systems can handle, so they must beg for IT
upgrades, recruit and budget themselves, and even take on sales
responsibilities to explain innovations to customers — which adds to the
workload.<br />
<br />
So much pressure, yet they don’t seem to care about the
money?<br />
<br />
One person says that he can’t let himself think about an IPO. It’s
too remote; it distracts from doing the work, and the work is the
important thing. Another says she is most excited about the opportunity
to change how the industry operates and have a big impact on improving
lives. The chorus of voices is consistent: “We take the work in
directions we choose.” “We’re working on the most advanced technology.”
“Our products change lives.” Moreover, they have the joy of
self-expression. One sales manager, a former actor, recited Shakespeare
at a customer meeting and won over skeptical executives.<br />
<br />
For these professionals, a future IPO is outweighed by today’s OPI — the opportunity for positive impact.<br />
OPIs exert a strong appeal wherever I find them. In a different
company in a middle American city, I talked with a couple meeting with a
caterer to finalize details of their wedding — which was going to take
place in the office lobby. Imagine that — people who feel so connected
to their workplace that they want to get married there.<br />
<br />
Both companies embrace a digital future still being invented. Yet
leaders have turned change from exhausting to exhilarating by asking
employees to open their imaginations. Although some professionals see
transformation as a threat, most find chances for creative expression,
especially as the companies evolve from siloed departments to flexible
collaboration. Employees are encouraged to work on the best and latest
concepts. Emphasis has shifted from output to impact – from how many
products are sold to how much the products enrich people’s lives in the
broader society.<br />
<br />
There are no promises that these jobs will last forever. Loyalty
comes from the daily work itself, a sense of community accepting of
individuality, and constant reminders that what employees do matters.<br />
<br />
I summarize these keys to strong work motivation in three Ms
— mastery, membership, and meaning. Money is a distant fourth. Money can
even be an irritant if compensation is not adequate or fair, and
compensation runs out of steam quickly as a source of sustained
performance. Instead, people happy in their work are often found in
mission-driven organizations where people feel they have positive impact
on social needs. As my HBS colleague Michael Norton shows in his book <i>Happy Money</i>, giving to others boosts happiness.<br />
<br />
Unfortunately, happiness at work is rare. Numerous polls show low
levels of work engagement in U.S. companies, with perhaps half of
employees disengaged and disaffected. That’s an appalling finding. I
think the problem is that human resource policy too often centers around
compensation and benefits and not around the nature of the work itself.
In contrast, the high-performance teams in sports and business I
studied for my book <i>Confidence</i> focus on the work and its impact.
They work harder, longer, and yet with more energy than low-performance
teams. They make a difference day by day, making progress through small
wins — a key to motivation that another HBS colleague, Teresa Amabile,
studies in <i>The Progress Principle</i>.<br />
To tap the three Ms, leaders at all levels can rethink how they define their strategy, jobs, and culture. They can:<br />
<br />
<strong>Mastery: Help people develop deep skills. </strong>Stretch
goals show faith that people can shape the future rather than being
victimized by it, and find pride in constant learning. Even in the most
seemingly routine areas, when people are given difficult problems to
tackle, with appropriate and tools and support, they can do things
faster, smarter, and better.<br />
<br />
<strong>Membership: Create community by honoring individuality. </strong>
Community solidarity comes from allowing the whole person to surface,
which means going beyond superficial conformity to know what else people
care about. Encourage employees to bring outside interests to work.
Given them frequent opportunities to meet people across the organization
to help them get to know one another more deeply.<br />
<br />
<strong>Meaning: Repeat and reinforce a larger purpose. </strong>Emphasize
the positive impact of the work they do. Clarity about how your
products or services can improve the world provides guideposts for
employees’ priorities and decisions. As part of the daily conversation,
mission and purpose can make even mundane tasks a means to a larger end.<br />
<br />
Highly-engaged people who contribute more of themselves can produce
Shakespeare recitations that win customers, weddings in office lobbies
that build community, or the ultimate prize: innovations that change the
world.<br />
Leadership Management of Central Ohiohttp://www.blogger.com/profile/05898134048615745650noreply@blogger.com0tag:blogger.com,1999:blog-53356924815190730.post-31953600412870345742013-10-21T15:46:00.000-04:002013-10-21T15:48:14.616-04:00Disengaged Employees? Do Something About It<div id="pageFeature">
<h2 id="articleTitle">
Disengaged Employees? Do Something About It </h2>
by <a href="http://blogs.hbr.org/susan-david/" target="_blank">Susan David</a><br />
(Published on 7/15/13 on <a href="http://blogs.hbr.org/2013/07/disengaged-employees-do-someth/" target="_blank">HBR Blog</a>) <br />
<br />
New data on employee engagement is in, and it’s downright discouraging. As this post
by HBR’s Gretchen Gavett noted, Gallup’s research shows that engagement
among US workers is holding steady at a scant 30%. This means seven out
of ten people are either “checked out”, or actively hostile toward
their employers. <i>Seven</i> out of <i>ten</i>.</div>
<br />
Study after study shows that employee engagement, an index of
bringing one’s best and full self to work, is not just an organizational
nicety. It is a business imperative, linked to a number of performance
outcomes, including profitability, customer satisfaction and turnover. A
<a href="http://www.mckinsey.com/%7E/media/mckinsey/dotcom/client_service/organization/pdfs/state_of_human_capital_2012.ashx">2012 report on human capital</a>
from McKinsey added to the evidence, noting that organizations with top
scores in employee motivation are about 60% more likely to be in the
top quartile for overall business health. Companies I work with in my
consulting practice who have done their own internal research have found
similar linkages.<br />
<br />
Of course, engagement is an emotional and deeply personal experience;
it’s not simple or straightforward to address. But leaders must do so,
for the sake of not only their employees but also their companies. Here
are pointers to help you to make real inroads in this area:<br />
<br />
<b>Understand the basics of positive psychology and engagement research. </b> At the end of her post, Gavett refers to <a href="http://hbr.org/2003/01/one-more-time-how-do-you-motivate-employees/">an HBR classic</a>
on employee motivation, in which the famed management psychologist
Frederick Herzberg argued that workers respond positively to more
responsibility and authority in their daily tasks. This finding is
resonant with <a href="http://www.selfdeterminationtheory.org/">self-determination theory</a>,
a well-established research program in psychology that has identified
the universal human need for autonomy. In other words, people generally
do well when they are empowered to make choices and decisions for
themselves. Plenty <a href="http://psycnet.apa.org/index.cfm?fa=search.displayRecord&UID=2011-03454-004">more research</a>
has been done on work engagement, showing that factors such as social
support and feedback can drive positive experience. Managers and HR
professionals need to understand these and other robust psychological
theories to more effectively shape their engagement efforts. A wealth
of information is out there, ready to be put to good use.<br />
<br />
<b>Find out what engages your employees, not someone else’s.</b>
While broad research is a valuable resource, it can only take an
organization so far. No theory or model is useful in the abstract. What
matters is <i>your </i>business and <i>your</i> people. Ironically,
most organizations use engagement results punitively; they focus on
what is going wrong, and on why people aren’t as engaged as they could
be. A better approach is to figure out what’s already working in your
business, and find ways to replicate it. Go to the most engaged
individuals, teams and business units, and help others model what they
do. I’ve used this approach to help businesses identify a unique
“engagement signature” suited to their culture and context.<br />
<br />
<b>Encourage grassroots engagement. </b> Engagement cannot
be mandated, but it can be ignited. Once you understand what matters to
your employees, you can support its expression and replication far and
wide. Empower your people, particularly the most engaged employees, to
share stories, exchange ideas and disseminate best practices across the
business. A well-designed piece of media, such as a video “starring”
members of a thriving business unit, can gain traction and become a
source of encouragement for others. With the rise of social media and
digital workplace technologies, it’s easier than ever to connect
employees and make engagement contagious.<br />
<br />
<b>Recognize engagement as a moving target, and check back often.</b>
While certain elements of employee engagement will surely hold over
time, it’s not something that can be assessed and addressed just once.
Research shows that <a href="http://psycnet.apa.org/index.cfm?fa=search.displayRecord&UID=2010-06187-003">engagement fluctuates daily</a>,
and with changing circumstances. What engages people during a surge in
business may be very different from what helps them bring their best
selves to work in a recession. To keep your organization engaged, you
must remain engaged, curious, and connected yourself.<br />
The next time Gallup or McKinsey do their polls, I’d like to see
those engagement scores rise. What would it take to engage half, three
quarters or 100% of the workforce? Imagine what it would mean to
business success, employee happiness and productivity.<br />
<br />
What are you doing about employee engagement, and what can you share with others? Let’s begin the conversation today.Leadership Management of Central Ohiohttp://www.blogger.com/profile/05898134048615745650noreply@blogger.com0tag:blogger.com,1999:blog-53356924815190730.post-40957035997952105392013-10-01T07:39:00.004-04:002013-10-01T07:40:37.712-04:009 Best Practices for Creating Powerful Mentoring Programs<!--[if gte mso 9]><xml>
<w:WordDocument>
<w:View>Normal</w:View>
<w:Zoom>0</w:Zoom>
<w:TrackMoves/>
<w:TrackFormatting/>
<w:PunctuationKerning/>
<w:ValidateAgainstSchemas/>
<w:SaveIfXMLInvalid>false</w:SaveIfXMLInvalid>
<w:IgnoreMixedContent>false</w:IgnoreMixedContent>
<w:AlwaysShowPlaceholderText>false</w:AlwaysShowPlaceholderText>
<w:DoNotPromoteQF/>
<w:LidThemeOther>EN-US</w:LidThemeOther>
<w:LidThemeAsian>X-NONE</w:LidThemeAsian>
<w:LidThemeComplexScript>X-NONE</w:LidThemeComplexScript>
<w:Compatibility>
<w:BreakWrappedTables/>
<w:SnapToGridInCell/>
<w:WrapTextWithPunct/>
<w:UseAsianBreakRules/>
<w:DontGrowAutofit/>
<w:SplitPgBreakAndParaMark/>
<w:DontVertAlignCellWithSp/>
<w:DontBreakConstrainedForcedTables/>
<w:DontVertAlignInTxbx/>
<w:Word11KerningPairs/>
<w:CachedColBalance/>
</w:Compatibility>
<w:BrowserLevel>MicrosoftInternetExplorer4</w:BrowserLevel>
<m:mathPr>
<m:mathFont m:val="Cambria Math"/>
<m:brkBin m:val="before"/>
<m:brkBinSub m:val="--"/>
<m:smallFrac m:val="off"/>
<m:dispDef/>
<m:lMargin m:val="0"/>
<m:rMargin m:val="0"/>
<m:defJc m:val="centerGroup"/>
<m:wrapIndent m:val="1440"/>
<m:intLim m:val="subSup"/>
<m:naryLim m:val="undOvr"/>
</m:mathPr></w:WordDocument>
</xml><![endif]-->
9 Best Practices for Creating Powerful Mentoring Programs <span style="mso-spacerun: yes;"> </span><br />
by <a href="http://www.lifemoxie.com/people.php" target="_blank">Ann Tardy</a>, President <br />
The <a href="http://www.lifemoxie.com/index.php" target="_blank">LifeMoxie Consulting Group</a><br />
<br />
Implementing a corporate mentoring program can be your wildly successful
legacy or your administrative nightmare. The difference lies in creating a
powerful, employee driven, effective program.<br />
<br />
As an employee benefit, a powerful mentoring program can serve to develop
your current team and attract new talent. A mentoring program is the perfect opportunity
to leverage the skills and strengths of your employees in order to train and develop
each other. And when designed properly, a mentoring program can enhance
leadership skills, soften departmental barriers, increase employee effectiveness,
and boost morale.<br />
Alternatively, a poorly planned mentoring program can become an
administrative nightmare. The burden of designing, implementing and maintaining
a mentoring program often falls on the already-full plate of an HR director or
diversity manager. And an ineffective mentoring program runs the risk of
frustrating the employees (and you!) and negatively impacting morale.<br />
<br />
The following are nine best practices for creating a powerful,
employee-driven, effective mentoring program: <br />
<div style="margin-left: .5in; mso-list: l0 level1 lfo1; text-indent: -.25in;">
<span style="mso-list: Ignore;">1)<span style="font: 7.0pt "Times New Roman";">
</span></span>Define Your Success - As early as possible define your
program’s success factors in measurable ways and then design your program to
achieve that success. For example, one of LifeMoxie’s clients created a
mentoring program to increase membership in its company-sponsored affinity groups.
Another LifeMoxie client is using the program to augment its succession planning
initiative and develop its mid-tier managers. <span style="mso-spacerun: yes;"> </span></div>
<div style="margin-left: .5in; mso-list: l0 level1 lfo1; text-indent: -.25in;">
<span style="mso-list: Ignore;">2)<span style="font: 7.0pt "Times New Roman";">
</span></span>Give them a Reason to Participate - time is precious,
especially on the job. If you want your employees to participate in your mentoring
program, give them an incentive to participate or obligate them to identify their
own reasons for participating. For example, encourage participation in the
program by making it a factor in annual performance reviews. </div>
<div style="margin-left: .5in; mso-list: l0 level1 lfo1; text-indent: -.25in;">
<span style="mso-list: Ignore;">3)<span style="font: 7.0pt "Times New Roman";">
</span></span>Blow up Mentoring Myths - Mentoring often connotes “a
guide for your whole life,” similar to the character Obi-Wan Kenobi from the
movie Star Wars. As a result, employees often expect to find that one special
lifetime mentor in someone of the highest ranks of the company. In reality, everyone
on your team can be a Mentor and everyone, regardless of level, can benefit
from a mentoring program. Encourage employees to participate as both a Mentor
and a Mentee in your program so they learn from as well as develop each other. </div>
<div style="margin-left: .5in; mso-list: l0 level1 lfo1; text-indent: -.25in;">
<span style="mso-list: Ignore;">4)<span style="font: 7.0pt "Times New Roman";">
</span></span>Think like a Dating Service - As the catalyst of your
mentoring program, consider yourself a dating service for the professional
development of your employees. As such you need to provide a way for people to
find each other (think Match.com) while providing them the structure in which to
make good matches (think matchmaker). Teaching people how to participate in
their own matching will create more effective mentoring relationships while
giving them lifetime mentoring skills, but will also require your employees to
be proactive in the finding and creating of their mentoring relationships. Your
challenge is to implement a program that acts like a dating service and not
like an arranged marriage. </div>
<div style="margin-left: .5in; mso-list: l0 level1 lfo1; text-indent: -.25in;">
<span style="mso-list: Ignore;">5)<span style="font: 7.0pt "Times New Roman";">
</span></span>Teach them How to Mentor - To create an effective
mentoring program, you must teach the participants how to be effective Mentors
and Mentees. Incorporate ongoing Mentor/Mentee training and educational
opportunities, and provide your participants with tools for creating structure
in their relationships. Your goal is to teach them how to create their own
mentoring relationships so that your mentoring program becomes an
employee-inspired, employee generated, employee-driven program year after year.</div>
<div style="margin-left: .5in; mso-list: l0 level1 lfo1; text-indent: -.25in;">
<span style="mso-list: Ignore;">6)<span style="font: 7.0pt "Times New Roman";">
</span></span>Make them Commit - Make it a requirement that everyone
who enters into a mentoring relationship must sign a mentoring agreement or
complete an application (either on-line or on paper). In addition, require your
participants to commit to the relationship for a certain period of time, preferably
three to six months, while providing each party the opportunity to obtain a no
fault split should the relationship not be working. </div>
<div style="margin-left: .5in; mso-list: l0 level1 lfo1; text-indent: -.25in;">
<span style="mso-list: Ignore;">7)<span style="font: 7.0pt "Times New Roman";">
</span></span>Mentor around Specific Goals - As your participants
start creating mentoring relationships, encourage them to work on specific
goals that the Mentor and Mentee generate together. Having goals will create focus
and contribute to the effectiveness of their relationship.</div>
<div style="margin-left: .5in; mso-list: l0 level1 lfo1; text-indent: -.25in;">
<span style="mso-list: Ignore;">8)<span style="font: 7.0pt "Times New Roman";">
</span></span>Make it Easy to Play - There is nothing worse than an interested,
inspired employee that becomes frustrated with the process. Make it easy to
participate in your mentoring program, easy to access the mentoring tools and
information, and easy for you to administer.</div>
<div style="margin-left: .5in; mso-list: l0 level1 lfo1; text-indent: -.25in;">
<span style="mso-list: Ignore;">9)<span style="font: 7.0pt "Times New Roman";">
</span></span>Track Everyone’s Progress - Encourage your participants
to track their progress in the program and their progress on their goals.
Incorporate a mechanism for participants to provide their feedback on their relationship
and on the mentoring program. </div>
<!--[if gte mso 9]><xml>
<w:LatentStyles DefLockedState="false" DefUnhideWhenUsed="true"
DefSemiHidden="true" DefQFormat="false" DefPriority="99"
LatentStyleCount="267">
<w:LsdException Locked="false" Priority="0" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Normal"/>
<w:LsdException Locked="false" Priority="9" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="heading 1"/>
<w:LsdException Locked="false" Priority="9" QFormat="true" Name="heading 2"/>
<w:LsdException Locked="false" Priority="9" QFormat="true" Name="heading 3"/>
<w:LsdException Locked="false" Priority="9" QFormat="true" Name="heading 4"/>
<w:LsdException Locked="false" Priority="9" QFormat="true" Name="heading 5"/>
<w:LsdException Locked="false" Priority="9" QFormat="true" Name="heading 6"/>
<w:LsdException Locked="false" Priority="9" QFormat="true" Name="heading 7"/>
<w:LsdException Locked="false" Priority="9" QFormat="true" Name="heading 8"/>
<w:LsdException Locked="false" Priority="9" QFormat="true" Name="heading 9"/>
<w:LsdException Locked="false" Priority="39" Name="toc 1"/>
<w:LsdException Locked="false" Priority="39" Name="toc 2"/>
<w:LsdException Locked="false" Priority="39" Name="toc 3"/>
<w:LsdException Locked="false" Priority="39" Name="toc 4"/>
<w:LsdException Locked="false" Priority="39" Name="toc 5"/>
<w:LsdException Locked="false" Priority="39" Name="toc 6"/>
<w:LsdException Locked="false" Priority="39" Name="toc 7"/>
<w:LsdException Locked="false" Priority="39" Name="toc 8"/>
<w:LsdException Locked="false" Priority="39" Name="toc 9"/>
<w:LsdException Locked="false" Priority="35" QFormat="true" Name="caption"/>
<w:LsdException Locked="false" Priority="10" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Title"/>
<w:LsdException Locked="false" Priority="1" Name="Default Paragraph Font"/>
<w:LsdException Locked="false" Priority="11" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Subtitle"/>
<w:LsdException Locked="false" Priority="22" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Strong"/>
<w:LsdException Locked="false" Priority="20" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Emphasis"/>
<w:LsdException Locked="false" Priority="59" SemiHidden="false"
UnhideWhenUsed="false" Name="Table Grid"/>
<w:LsdException Locked="false" UnhideWhenUsed="false" Name="Placeholder Text"/>
<w:LsdException Locked="false" Priority="1" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="No Spacing"/>
<w:LsdException Locked="false" Priority="60" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Shading"/>
<w:LsdException Locked="false" Priority="61" SemiHidden="false"
UnhideWhenUsed="false" Name="Light List"/>
<w:LsdException Locked="false" Priority="62" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Grid"/>
<w:LsdException Locked="false" Priority="63" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 1"/>
<w:LsdException Locked="false" Priority="64" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 2"/>
<w:LsdException Locked="false" Priority="65" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 1"/>
<w:LsdException Locked="false" Priority="66" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 2"/>
<w:LsdException Locked="false" Priority="67" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 1"/>
<w:LsdException Locked="false" Priority="68" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 2"/>
<w:LsdException Locked="false" Priority="69" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 3"/>
<w:LsdException Locked="false" Priority="70" SemiHidden="false"
UnhideWhenUsed="false" Name="Dark List"/>
<w:LsdException Locked="false" Priority="71" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Shading"/>
<w:LsdException Locked="false" Priority="72" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful List"/>
<w:LsdException Locked="false" Priority="73" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Grid"/>
<w:LsdException Locked="false" Priority="60" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Shading Accent 1"/>
<w:LsdException Locked="false" Priority="61" SemiHidden="false"
UnhideWhenUsed="false" Name="Light List Accent 1"/>
<w:LsdException Locked="false" Priority="62" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Grid Accent 1"/>
<w:LsdException Locked="false" Priority="63" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 1 Accent 1"/>
<w:LsdException Locked="false" Priority="64" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 2 Accent 1"/>
<w:LsdException Locked="false" Priority="65" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 1 Accent 1"/>
<w:LsdException Locked="false" UnhideWhenUsed="false" Name="Revision"/>
<w:LsdException Locked="false" Priority="34" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="List Paragraph"/>
<w:LsdException Locked="false" Priority="29" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Quote"/>
<w:LsdException Locked="false" Priority="30" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Intense Quote"/>
<w:LsdException Locked="false" Priority="66" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 2 Accent 1"/>
<w:LsdException Locked="false" Priority="67" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 1 Accent 1"/>
<w:LsdException Locked="false" Priority="68" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 2 Accent 1"/>
<w:LsdException Locked="false" Priority="69" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 3 Accent 1"/>
<w:LsdException Locked="false" Priority="70" SemiHidden="false"
UnhideWhenUsed="false" Name="Dark List Accent 1"/>
<w:LsdException Locked="false" Priority="71" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Shading Accent 1"/>
<w:LsdException Locked="false" Priority="72" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful List Accent 1"/>
<w:LsdException Locked="false" Priority="73" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Grid Accent 1"/>
<w:LsdException Locked="false" Priority="60" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Shading Accent 2"/>
<w:LsdException Locked="false" Priority="61" SemiHidden="false"
UnhideWhenUsed="false" Name="Light List Accent 2"/>
<w:LsdException Locked="false" Priority="62" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Grid Accent 2"/>
<w:LsdException Locked="false" Priority="63" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 1 Accent 2"/>
<w:LsdException Locked="false" Priority="64" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 2 Accent 2"/>
<w:LsdException Locked="false" Priority="65" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 1 Accent 2"/>
<w:LsdException Locked="false" Priority="66" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 2 Accent 2"/>
<w:LsdException Locked="false" Priority="67" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 1 Accent 2"/>
<w:LsdException Locked="false" Priority="68" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 2 Accent 2"/>
<w:LsdException Locked="false" Priority="69" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 3 Accent 2"/>
<w:LsdException Locked="false" Priority="70" SemiHidden="false"
UnhideWhenUsed="false" Name="Dark List Accent 2"/>
<w:LsdException Locked="false" Priority="71" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Shading Accent 2"/>
<w:LsdException Locked="false" Priority="72" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful List Accent 2"/>
<w:LsdException Locked="false" Priority="73" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Grid Accent 2"/>
<w:LsdException Locked="false" Priority="60" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Shading Accent 3"/>
<w:LsdException Locked="false" Priority="61" SemiHidden="false"
UnhideWhenUsed="false" Name="Light List Accent 3"/>
<w:LsdException Locked="false" Priority="62" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Grid Accent 3"/>
<w:LsdException Locked="false" Priority="63" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 1 Accent 3"/>
<w:LsdException Locked="false" Priority="64" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 2 Accent 3"/>
<w:LsdException Locked="false" Priority="65" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 1 Accent 3"/>
<w:LsdException Locked="false" Priority="66" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 2 Accent 3"/>
<w:LsdException Locked="false" Priority="67" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 1 Accent 3"/>
<w:LsdException Locked="false" Priority="68" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 2 Accent 3"/>
<w:LsdException Locked="false" Priority="69" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 3 Accent 3"/>
<w:LsdException Locked="false" Priority="70" SemiHidden="false"
UnhideWhenUsed="false" Name="Dark List Accent 3"/>
<w:LsdException Locked="false" Priority="71" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Shading Accent 3"/>
<w:LsdException Locked="false" Priority="72" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful List Accent 3"/>
<w:LsdException Locked="false" Priority="73" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Grid Accent 3"/>
<w:LsdException Locked="false" Priority="60" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Shading Accent 4"/>
<w:LsdException Locked="false" Priority="61" SemiHidden="false"
UnhideWhenUsed="false" Name="Light List Accent 4"/>
<w:LsdException Locked="false" Priority="62" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Grid Accent 4"/>
<w:LsdException Locked="false" Priority="63" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 1 Accent 4"/>
<w:LsdException Locked="false" Priority="64" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 2 Accent 4"/>
<w:LsdException Locked="false" Priority="65" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 1 Accent 4"/>
<w:LsdException Locked="false" Priority="66" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 2 Accent 4"/>
<w:LsdException Locked="false" Priority="67" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 1 Accent 4"/>
<w:LsdException Locked="false" Priority="68" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 2 Accent 4"/>
<w:LsdException Locked="false" Priority="69" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 3 Accent 4"/>
<w:LsdException Locked="false" Priority="70" SemiHidden="false"
UnhideWhenUsed="false" Name="Dark List Accent 4"/>
<w:LsdException Locked="false" Priority="71" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Shading Accent 4"/>
<w:LsdException Locked="false" Priority="72" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful List Accent 4"/>
<w:LsdException Locked="false" Priority="73" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Grid Accent 4"/>
<w:LsdException Locked="false" Priority="60" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Shading Accent 5"/>
<w:LsdException Locked="false" Priority="61" SemiHidden="false"
UnhideWhenUsed="false" Name="Light List Accent 5"/>
<w:LsdException Locked="false" Priority="62" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Grid Accent 5"/>
<w:LsdException Locked="false" Priority="63" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 1 Accent 5"/>
<w:LsdException Locked="false" Priority="64" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 2 Accent 5"/>
<w:LsdException Locked="false" Priority="65" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 1 Accent 5"/>
<w:LsdException Locked="false" Priority="66" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 2 Accent 5"/>
<w:LsdException Locked="false" Priority="67" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 1 Accent 5"/>
<w:LsdException Locked="false" Priority="68" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 2 Accent 5"/>
<w:LsdException Locked="false" Priority="69" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 3 Accent 5"/>
<w:LsdException Locked="false" Priority="70" SemiHidden="false"
UnhideWhenUsed="false" Name="Dark List Accent 5"/>
<w:LsdException Locked="false" Priority="71" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Shading Accent 5"/>
<w:LsdException Locked="false" Priority="72" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful List Accent 5"/>
<w:LsdException Locked="false" Priority="73" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Grid Accent 5"/>
<w:LsdException Locked="false" Priority="60" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Shading Accent 6"/>
<w:LsdException Locked="false" Priority="61" SemiHidden="false"
UnhideWhenUsed="false" Name="Light List Accent 6"/>
<w:LsdException Locked="false" Priority="62" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Grid Accent 6"/>
<w:LsdException Locked="false" Priority="63" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 1 Accent 6"/>
<w:LsdException Locked="false" Priority="64" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 2 Accent 6"/>
<w:LsdException Locked="false" Priority="65" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 1 Accent 6"/>
<w:LsdException Locked="false" Priority="66" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 2 Accent 6"/>
<w:LsdException Locked="false" Priority="67" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 1 Accent 6"/>
<w:LsdException Locked="false" Priority="68" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 2 Accent 6"/>
<w:LsdException Locked="false" Priority="69" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 3 Accent 6"/>
<w:LsdException Locked="false" Priority="70" SemiHidden="false"
UnhideWhenUsed="false" Name="Dark List Accent 6"/>
<w:LsdException Locked="false" Priority="71" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Shading Accent 6"/>
<w:LsdException Locked="false" Priority="72" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful List Accent 6"/>
<w:LsdException Locked="false" Priority="73" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Grid Accent 6"/>
<w:LsdException Locked="false" Priority="19" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Subtle Emphasis"/>
<w:LsdException Locked="false" Priority="21" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Intense Emphasis"/>
<w:LsdException Locked="false" Priority="31" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Subtle Reference"/>
<w:LsdException Locked="false" Priority="32" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Intense Reference"/>
<w:LsdException Locked="false" Priority="33" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Book Title"/>
<w:LsdException Locked="false" Priority="37" Name="Bibliography"/>
<w:LsdException Locked="false" Priority="39" QFormat="true" Name="TOC Heading"/>
</w:LatentStyles>
</xml><![endif]--><!--[if gte mso 10]>
<style>
/* Style Definitions */
table.MsoNormalTable
{mso-style-name:"Table Normal";
mso-tstyle-rowband-size:0;
mso-tstyle-colband-size:0;
mso-style-noshow:yes;
mso-style-priority:99;
mso-style-qformat:yes;
mso-style-parent:"";
mso-padding-alt:0in 5.4pt 0in 5.4pt;
mso-para-margin-top:0in;
mso-para-margin-right:0in;
mso-para-margin-bottom:10.0pt;
mso-para-margin-left:0in;
line-height:115%;
mso-pagination:widow-orphan;
font-size:11.0pt;
font-family:"Calibri","sans-serif";
mso-ascii-font-family:Calibri;
mso-ascii-theme-font:minor-latin;
mso-hansi-font-family:Calibri;
mso-hansi-theme-font:minor-latin;}
</style>
<![endif]-->Leadership Management of Central Ohiohttp://www.blogger.com/profile/05898134048615745650noreply@blogger.com0tag:blogger.com,1999:blog-53356924815190730.post-27423238809516123062013-08-26T09:55:00.000-04:002013-08-26T09:55:29.820-04:00What can Mozart teach us about leadership?<div style="text-align: center;">
<span style="font-size: large;"><b><a href="http://blogs.vancouversun.com/2011/02/02/what-can-mozart-teach-us-about-leadership/">What can Mozart teach us about leadership?</a></b></span></div>
<strong></strong><br />
<strong><i> </i></strong><strong>by James W. Wright</strong><strong><i>, General Director of Vancouver Opera</i></strong><br />
<strong><i> </i></strong> <br />
<table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: left; margin-right: 1em; text-align: left;"><tbody>
<tr><td style="text-align: center;"><a href="http://wpmedia.blogs.vancouversun.com/2011/02/5148.mozart.jpg" style="clear: left; margin-bottom: 1em; margin-left: auto; margin-right: auto;"><img alt="5148.mozart What can Mozart teach us about leadership?" border="0" height="128" src="http://wpmedia.blogs.vancouversun.com/2011/02/5148.mozart.jpg?w=600" title="What can Mozart teach us about leadership?" width="200" /></a></td></tr>
<tr><td class="tr-caption" style="text-align: center;">Wolfgang Amadeus Mozart (centre) with <br />his sister Nannerl and father Leopold.<br />
</td></tr>
</tbody></table>
There are many reasons why I am passionate about opera: beautiful,
emotional and inspiring music; literate, poetic language; grand and
glorious productions on stages filled with singers, choristers and
dancers; and very often, a link with important people and events in the
past. But another reason I am passionate about opera is the relevance it
has for our lives today. Opera is certainly not alone among the arts in
this ability to speak to us about our own times, but it is the art form
I know best and about which I can speak with certainty.
At Vancouver Opera we often speak of opera’s relevancy to 21st
Century British Columbians, and work hard to help long-time audiences as
well as opera “newbies” understand and appreciate this fact; I know our
colleagues at the symphony, in the theatre and dance companies and in
the galleries work to do the same thing. Opera sometimes has a bigger
challenge in this, I think, because of the music coming to us from an
earlier century, the dress and manners of an earlier time, the “powdered
wigs” and foreign languages. But here I believe is the wonderful secret
of my art form: opera is about the big things, the important emotions
of all of us humans….and these “big things” and large emotions don’t
change from year to year, decade to decade, or even century to century.<br />
Sometimes these sweeping themes are rather personal: love and
betrayal; estrangement; the distances created between families and
friends and the bridges to span those distances. Sometimes the big ideas
are societal: when we last produced Aida, we investigated the plight of
“Women in War” with Lloyd Axworthy, Ruth Segal and others; when we
staged Macbeth our panelists examined “Power and its Abuse;” in 2002,
during the opera <i>Of Mice and Men</i> important BC artists discussed the “Role of the Arts in Effecting Social Change.”<br />
Our current offering, Mozart’s <i><a href="http://www.vancouveropera.ca/la_clemenza_di_tito.html" target="_blank">La Clemenza di Tito</a></i>,
is about one important thing: what qualities do we want in those who
lead us? Mozart’s gorgeous and spirited music, the intriguing scenery
and stellar singing are all in the service of this big idea. Is ruling
with compassion a better idea than ruling with vengeance? Is the good of
the people more important than the reputation of the leader? Does
forgiveness in a leader show strength or betray weakness? Mozart’s opera
inspired us to bring together a first-class panel last week at the
Vancouver Public Library to discuss this notion of effective and
compassionate leadership. Columnist Gary Mason, UBC professor Michael
Byers, Tsawwassen First Nations Chief Kim Baird, Superintendent of West
Vancouver schools Chris Kennedy, and Brenda Eaton, Chair of BC Housing
Management Commission, discussed with one another and the audience their
beliefs concerning leadership.<br />
Mason spoke of VANOC CEO John Furlong’s exercise in nation building
which was built in part on the biggest Olympics torch relay in history,
involving Canadians across this land, as well as convincing the
powers-that-be to invest in the performance of our athletes, which paid
off handsomely and helped unite the country in its pride and patriotism.
Michael Byers noted that after his long prison sentence and eventual
rise to the South African presidency, Nelson Mandela rejected revenge as
a tool of governance and instead focused on “truth and reconciliation”
and sought to heal his country by his ferocious support of the Springbok
Rugby team as it grew to be the World Cup winner, as portrayed in the
film <i>Invictus</i>.<br />
Qualities of leadership: what the past can tell us about, warn us
about, prod us to think about. What great art – whether opera,
symphonic music, great theatre or inspired painting – can help us to
understand about our own lives and our own times: isn’t that a timely
and relevant conversation for 21st Century British Columbians?<br />
<strong><i><br /></i></strong><br />
<br />
Leadership Management of Central Ohiohttp://www.blogger.com/profile/05898134048615745650noreply@blogger.com0tag:blogger.com,1999:blog-53356924815190730.post-24905209905243213872013-07-30T10:33:00.000-04:002013-07-30T10:33:02.299-04:00Why So Many Leadership Programs Ultimately Fail <div id="articleBody">
<span style="font-size: large;"><b>Another great post from the Harvard Business Review</b></span><br />
<br />
<div class="separator" style="clear: both; text-align: center;">
<a href="http://peterbregman.com/wp-content/uploads/2013/07/leadership2-474x234.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="157" src="http://peterbregman.com/wp-content/uploads/2013/07/leadership2-474x234.jpg" width="320" /></a></div>
<h2>
<i><b>Why So Many Leadership Programs Ultimately Fail </b></i></h2>
by <a href="http://peterbregman.com/" target="_blank">Peter Bregman</a><br />
<br />
The topic in the Executive Committee meeting turned to Europe. The
technology company, Alentix*, was doing well and growing annually at
the rate of about 15%. But its European division was struggling. It had
been five years since the region turned a profit.<br />
Yet no one had addressed that issue. Jean, the head of the Europe
office, had been with the company longer than anyone else around the
table — he had strong ties with the board — and the topic seemed
untouchable.<br />
This time looked to be no different. When Jean said he was on top of
things, no one challenged him. I looked around the room at the silent
senior leadership of Alentix, all of whom had privately complained to me
about Jean's performance in recent weeks. I suggested we take a
15-minute break.<br />
Every one of these leaders was smart, knowledgeable, and capable.
They'd all read innumerable books on leadership, taken leadership skills
assessments, and attended multiple training programs — including
executive leadership programs at top business schools. They knew as much
as anyone about leadership. <br />
So why weren't they <em>leading</em>? <br />
The answer is deceptively simple: There is a massive difference
between what we know about leadership and what we do as leaders. <br />
I have never seen a leader fail because he or she didn't know enough about leadership. In fact, I can't remember ever <em>meeting</em> a leader who didn't know enough about leadership.<br />
What makes leadership hard isn't the theoretical, it's the practical.
It's not about knowing what to say or do. It's about whether you're
willing to experience the discomfort, risk, and uncertainty of saying or
doing it.<br />
In other words, the critical challenge of leadership is, mostly, the challenge of emotional courage. <br />
Emotional courage means standing apart from others without separating
yourself from them. It means speaking up when others are silent. And
remaining steadfast, grounded, and measured in the face of uncertainty.
It means responding productively to political opposition — maybe even
bad-faith backstabbing — without getting sidetracked, distracted, or
losing your focus. And staying in the discomfort of a colleague's anger
without shutting off or becoming defensive.<br />
These are the things that distinguish powerful leaders from weak
ones. And you can't learn them from reading a book, taking a personality
test, or sitting safely in a classroom.<br />
Ever since I started teaching leadership on mountaineering
expeditions in the late 80's, the question of how to develop leaders has
absorbed me. I've designed and taught everything from one-day team
buildings to 30-day wilderness trips, from business school classes to
corporate trainings, from simulations to executive leadership courses.<br />
The goal of any leadership development program is to change behavior.
After a successful program, participants should show up differently,
saying and doing things in new ways that produce better results. <br />
By that measure, most of what I've done — and what I've seen others
do — has failed. Sure, the trainings are almost always fun, interesting,
engaging, and filled with valuable, research-based content. But they
fail the test of significant and sustained behavior change that produces
better results <em>after</em> the program. <br />
Here's why: We're teaching the wrong things in the wrong ways. <br />
If the challenge of leadership is emotional courage, then emotional courage is what we need to teach. You can't just learn <em>about</em> communication, you have to <em>do</em> it, in the heat of the moment, when the pressure is on, and your emotions are high.<br />
In everything I've tried, I have discovered two things that work:<br />
<strong>1. Integrate leadership development into the work itself.</strong>
This is the ideal environment, where the learning and the work are
seamless. The Executive Committee meeting at Alentix is a perfect
example. That was a real meeting, where the leadership team was doing
their real work. The difference, though, was that I was there.<br />
I knew each person's strengths and weaknesses. That's why I called
the break. During those 15 minutes, I approached several people and we
talked about previous conversations I had with them and their concerns
about Europe's performance. <em>What will it take,</em> I asked them, <em>for you to speak up?</em> <br />
Here's what I didn't do: facilitate the meeting or bring up the issue
myself. That would have been doing their work for them and they
wouldn't have developed their skills. <em>They</em> needed to bring it up. <em>They</em> needed to push the issue. And <em>they</em>
needed to do it in a way that didn't alienate Jean or make him
defensive. Yes, I taught them ways to do that. But they had to do it, in
real time, with real colleagues, doing real work. <br />
<strong>2. Teach leadership in a way that requires emotional courage.</strong>
Most leadership programs strive to create a safe environment for people
to learn. At best, they teach about courage. They articulate why it's
important, what it looks like, how it plays out in a case study. Maybe
they do a simulation.<br />
But that's a mistake.<br />
The only way to teach courage is to require it of people. To offer
them opportunities to draw from the courage they already have. To give
them opportunities to step into real situations they find uncomfortable
and truly take the time to connect with the sensations that come with
that.<br />
For example, most leadership programs give people feedback from
anonymously collected forms they and their colleagues fill out before
the program. That's safe. <br />
In the leadership week
I conduct for senior leaders, I have people give each other real
feedback, in real time, face-to-face with each other, based on what
they're witnessing in the program. That's courageous. <br />
And the more they take those kinds of risks during the week — risks
to be vulnerable, to communicate hard things, to listen to hard things,
to try a new behavior — the more they will take those same risks in real
life, when it matters most. <br />
<br />
When we returned after the break at the Alentix Executive Committee
meeting, the CFO interrupted the agenda to say he wanted to address the
issue of Europe. Jean quickly stepped in and reiterated what he had said
before: "We already addressed it." <br />
The room was silent and I could feel the tension rise. <em>This is the moment,</em> I thought to myself, <em>this is the hardest point in the conversation, in the meeting. Will someone step up?</em> <br />
Sure enough, emboldened by our break-time conversations and by the
initial bravery of the CFO, the head of human resources spoke up,
followed by the head of sales, and then the COO. The conversation was
happening and it was skillful, respectful, and powerful. <br />
That's leadership. That's emotional courage. And exercising that muscle is what develops powerful leaders.<br />
<em>*Names and some details changed</em><br />
<br />
</div>
Leadership Management of Central Ohiohttp://www.blogger.com/profile/05898134048615745650noreply@blogger.com0Columbus, OH, USA39.9611755 -82.9987942000000239.571838500000005 -83.644241200000025 40.3505125 -82.353347200000016tag:blogger.com,1999:blog-53356924815190730.post-60922436489884622302013-07-22T14:09:00.001-04:002013-07-22T14:11:11.693-04:00Keys for a successful coaching relationship <div style="text-align: center;">
<b><span class="bhead">Keys for a successful coaching relationship</span></b></div>
<i>Is the executive<b> <span class="bodybold">highly motivated</span> </b>to change?</i><br />
<span class="bodybold"><b>Yes </b>:</span> Executives who get the most out of coaching have a fierce desire to <span class="bodybold">learn and grow</span>.<br />
<span class="bodybold"><b>No</b>:</span>
Do not engage a coach to fix behavioral problems.
Blamers, victims, and individuals with iron-clad belief systems
don’t change.<br />
<br />
<i>Does the executive have <b><span class="bodybold">good chemistry</span> </b>with the coach?</i><br />
<b><span class="bodybold">Yes:</span> </b>The <span class="bodybold">right match</span>
is absolutely key to the success of a
coaching experience. Without it, the trust required for
optimal executive performance will not develop.<br />
<b><span class="bodybold">No:</span>
</b>Do not engage a coach on the basis of reputation or
experience without making sure that the fit is right.<br />
<br />
<i>Is there a <b><span class="bodybold">strong commitment from top management</span></b> to developing the executive?</i><br />
<span class="bodybold"><b>Yes</b>:</span> The firm must have a true desire to <span class="bodybold">retain and develop</span> the coached executive.<br />
<b><span class="bodybold">No:</span>
</b>Do not engage a coach if the real agenda is to push the
executive out or to fix a systemic issue beyond the control
of the coached individual.<br />
<br />
<i><span class="bhead">Does the <b>focus </b>of coaching engagements shift?</span></i> <br />
All
but eight of the 140 respondents said that over time their
focus shifts from what they were originally hired to do.<br />
<span class="bodybold">“Absolutely!</span>
It starts out with a business bias and
inevitably migrates to ‘bigger issues’ such as life purpose, work/life
balance, and becoming a better leader.”<br />
<span class="bodybold">“Generally no.</span>
If the assignment is set up properly, the
issues are usually very clear before the assignment gets
started.”<br />
<br />
<i><b>What should you look for when hiring a
coach. Here's how various qualifications
stacked up. </b></i><br />
<br />
<div class="exhibit">
<img src="http://hbr.org/hbrg-main/resources/images/article_assets/hbr/0901/R0901H_B.gif" /> </div>
<div class="exhibit">
</div>
<i><b><span class="bhead">Coaching borrows from both consulting and therapy</span></b></i><br />
<br />
<span class="bhead"><img src="http://hbr.org/hbrg-main/resources/images/article_assets/hbr/0901/R0901H_C.gif" /> </span> <br />
<br />
<br />
<div class="exhibit">
<img src="http://hbr.org/hbrg-main/resources/images/article_assets/hbr/0901/R0901H_A.gif" /> </div>
<br />
<b><span class="ahead"></span></b> <br />
<br />Leadership Management of Central Ohiohttp://www.blogger.com/profile/05898134048615745650noreply@blogger.com0Columbus, OH, USA39.9611755 -82.99879420000002-6.9487719999999982 -165.61598170000002 86.871123000000011 -0.38160670000002028tag:blogger.com,1999:blog-53356924815190730.post-49285432306447906962013-06-27T16:11:00.004-04:002013-06-27T16:12:13.337-04:00Tips on Managing Difficult People (Harvard Business Review)<div style="line-height: 36px; margin-bottom: 16px;">
<!--[if gte mso 9]><xml>
<w:WordDocument>
<w:View>Normal</w:View>
<w:Zoom>0</w:Zoom>
<w:TrackMoves/>
<w:TrackFormatting/>
<w:PunctuationKerning/>
<w:ValidateAgainstSchemas/>
<w:SaveIfXMLInvalid>false</w:SaveIfXMLInvalid>
<w:IgnoreMixedContent>false</w:IgnoreMixedContent>
<w:AlwaysShowPlaceholderText>false</w:AlwaysShowPlaceholderText>
<w:DoNotPromoteQF/>
<w:LidThemeOther>EN-US</w:LidThemeOther>
<w:LidThemeAsian>X-NONE</w:LidThemeAsian>
<w:LidThemeComplexScript>X-NONE</w:LidThemeComplexScript>
<w:Compatibility>
<w:BreakWrappedTables/>
<w:SnapToGridInCell/>
<w:WrapTextWithPunct/>
<w:UseAsianBreakRules/>
<w:DontGrowAutofit/>
<w:SplitPgBreakAndParaMark/>
<w:DontVertAlignCellWithSp/>
<w:DontBreakConstrainedForcedTables/>
<w:DontVertAlignInTxbx/>
<w:Word11KerningPairs/>
<w:CachedColBalance/>
</w:Compatibility>
<w:BrowserLevel>MicrosoftInternetExplorer4</w:BrowserLevel>
<m:mathPr>
<m:mathFont m:val="Cambria Math"/>
<m:brkBin m:val="before"/>
<m:brkBinSub m:val="--"/>
<m:smallFrac m:val="off"/>
<m:dispDef/>
<m:lMargin m:val="0"/>
<m:rMargin m:val="0"/>
<m:defJc m:val="centerGroup"/>
<m:wrapIndent m:val="1440"/>
<m:intLim m:val="subSup"/>
<m:naryLim m:val="undOvr"/>
</m:mathPr></w:WordDocument>
</xml><![endif]--><br />
<!--[if gte mso 9]><xml>
<w:LatentStyles DefLockedState="false" DefUnhideWhenUsed="true"
DefSemiHidden="true" DefQFormat="false" DefPriority="99"
LatentStyleCount="267">
<w:LsdException Locked="false" Priority="0" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Normal"/>
<w:LsdException Locked="false" Priority="9" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="heading 1"/>
<w:LsdException Locked="false" Priority="9" QFormat="true" Name="heading 2"/>
<w:LsdException Locked="false" Priority="9" QFormat="true" Name="heading 3"/>
<w:LsdException Locked="false" Priority="9" QFormat="true" Name="heading 4"/>
<w:LsdException Locked="false" Priority="9" QFormat="true" Name="heading 5"/>
<w:LsdException Locked="false" Priority="9" QFormat="true" Name="heading 6"/>
<w:LsdException Locked="false" Priority="9" QFormat="true" Name="heading 7"/>
<w:LsdException Locked="false" Priority="9" QFormat="true" Name="heading 8"/>
<w:LsdException Locked="false" Priority="9" QFormat="true" Name="heading 9"/>
<w:LsdException Locked="false" Priority="39" Name="toc 1"/>
<w:LsdException Locked="false" Priority="39" Name="toc 2"/>
<w:LsdException Locked="false" Priority="39" Name="toc 3"/>
<w:LsdException Locked="false" Priority="39" Name="toc 4"/>
<w:LsdException Locked="false" Priority="39" Name="toc 5"/>
<w:LsdException Locked="false" Priority="39" Name="toc 6"/>
<w:LsdException Locked="false" Priority="39" Name="toc 7"/>
<w:LsdException Locked="false" Priority="39" Name="toc 8"/>
<w:LsdException Locked="false" Priority="39" Name="toc 9"/>
<w:LsdException Locked="false" Priority="35" QFormat="true" Name="caption"/>
<w:LsdException Locked="false" Priority="10" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Title"/>
<w:LsdException Locked="false" Priority="1" Name="Default Paragraph Font"/>
<w:LsdException Locked="false" Priority="11" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Subtitle"/>
<w:LsdException Locked="false" Priority="22" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Strong"/>
<w:LsdException Locked="false" Priority="20" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Emphasis"/>
<w:LsdException Locked="false" Priority="59" SemiHidden="false"
UnhideWhenUsed="false" Name="Table Grid"/>
<w:LsdException Locked="false" UnhideWhenUsed="false" Name="Placeholder Text"/>
<w:LsdException Locked="false" Priority="1" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="No Spacing"/>
<w:LsdException Locked="false" Priority="60" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Shading"/>
<w:LsdException Locked="false" Priority="61" SemiHidden="false"
UnhideWhenUsed="false" Name="Light List"/>
<w:LsdException Locked="false" Priority="62" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Grid"/>
<w:LsdException Locked="false" Priority="63" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 1"/>
<w:LsdException Locked="false" Priority="64" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 2"/>
<w:LsdException Locked="false" Priority="65" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 1"/>
<w:LsdException Locked="false" Priority="66" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 2"/>
<w:LsdException Locked="false" Priority="67" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 1"/>
<w:LsdException Locked="false" Priority="68" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 2"/>
<w:LsdException Locked="false" Priority="69" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 3"/>
<w:LsdException Locked="false" Priority="70" SemiHidden="false"
UnhideWhenUsed="false" Name="Dark List"/>
<w:LsdException Locked="false" Priority="71" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Shading"/>
<w:LsdException Locked="false" Priority="72" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful List"/>
<w:LsdException Locked="false" Priority="73" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Grid"/>
<w:LsdException Locked="false" Priority="60" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Shading Accent 1"/>
<w:LsdException Locked="false" Priority="61" SemiHidden="false"
UnhideWhenUsed="false" Name="Light List Accent 1"/>
<w:LsdException Locked="false" Priority="62" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Grid Accent 1"/>
<w:LsdException Locked="false" Priority="63" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 1 Accent 1"/>
<w:LsdException Locked="false" Priority="64" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 2 Accent 1"/>
<w:LsdException Locked="false" Priority="65" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 1 Accent 1"/>
<w:LsdException Locked="false" UnhideWhenUsed="false" Name="Revision"/>
<w:LsdException Locked="false" Priority="34" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="List Paragraph"/>
<w:LsdException Locked="false" Priority="29" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Quote"/>
<w:LsdException Locked="false" Priority="30" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Intense Quote"/>
<w:LsdException Locked="false" Priority="66" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 2 Accent 1"/>
<w:LsdException Locked="false" Priority="67" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 1 Accent 1"/>
<w:LsdException Locked="false" Priority="68" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 2 Accent 1"/>
<w:LsdException Locked="false" Priority="69" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 3 Accent 1"/>
<w:LsdException Locked="false" Priority="70" SemiHidden="false"
UnhideWhenUsed="false" Name="Dark List Accent 1"/>
<w:LsdException Locked="false" Priority="71" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Shading Accent 1"/>
<w:LsdException Locked="false" Priority="72" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful List Accent 1"/>
<w:LsdException Locked="false" Priority="73" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Grid Accent 1"/>
<w:LsdException Locked="false" Priority="60" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Shading Accent 2"/>
<w:LsdException Locked="false" Priority="61" SemiHidden="false"
UnhideWhenUsed="false" Name="Light List Accent 2"/>
<w:LsdException Locked="false" Priority="62" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Grid Accent 2"/>
<w:LsdException Locked="false" Priority="63" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 1 Accent 2"/>
<w:LsdException Locked="false" Priority="64" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 2 Accent 2"/>
<w:LsdException Locked="false" Priority="65" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 1 Accent 2"/>
<w:LsdException Locked="false" Priority="66" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 2 Accent 2"/>
<w:LsdException Locked="false" Priority="67" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 1 Accent 2"/>
<w:LsdException Locked="false" Priority="68" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 2 Accent 2"/>
<w:LsdException Locked="false" Priority="69" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 3 Accent 2"/>
<w:LsdException Locked="false" Priority="70" SemiHidden="false"
UnhideWhenUsed="false" Name="Dark List Accent 2"/>
<w:LsdException Locked="false" Priority="71" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Shading Accent 2"/>
<w:LsdException Locked="false" Priority="72" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful List Accent 2"/>
<w:LsdException Locked="false" Priority="73" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Grid Accent 2"/>
<w:LsdException Locked="false" Priority="60" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Shading Accent 3"/>
<w:LsdException Locked="false" Priority="61" SemiHidden="false"
UnhideWhenUsed="false" Name="Light List Accent 3"/>
<w:LsdException Locked="false" Priority="62" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Grid Accent 3"/>
<w:LsdException Locked="false" Priority="63" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 1 Accent 3"/>
<w:LsdException Locked="false" Priority="64" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 2 Accent 3"/>
<w:LsdException Locked="false" Priority="65" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 1 Accent 3"/>
<w:LsdException Locked="false" Priority="66" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 2 Accent 3"/>
<w:LsdException Locked="false" Priority="67" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 1 Accent 3"/>
<w:LsdException Locked="false" Priority="68" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 2 Accent 3"/>
<w:LsdException Locked="false" Priority="69" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 3 Accent 3"/>
<w:LsdException Locked="false" Priority="70" SemiHidden="false"
UnhideWhenUsed="false" Name="Dark List Accent 3"/>
<w:LsdException Locked="false" Priority="71" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Shading Accent 3"/>
<w:LsdException Locked="false" Priority="72" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful List Accent 3"/>
<w:LsdException Locked="false" Priority="73" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Grid Accent 3"/>
<w:LsdException Locked="false" Priority="60" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Shading Accent 4"/>
<w:LsdException Locked="false" Priority="61" SemiHidden="false"
UnhideWhenUsed="false" Name="Light List Accent 4"/>
<w:LsdException Locked="false" Priority="62" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Grid Accent 4"/>
<w:LsdException Locked="false" Priority="63" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 1 Accent 4"/>
<w:LsdException Locked="false" Priority="64" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 2 Accent 4"/>
<w:LsdException Locked="false" Priority="65" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 1 Accent 4"/>
<w:LsdException Locked="false" Priority="66" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 2 Accent 4"/>
<w:LsdException Locked="false" Priority="67" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 1 Accent 4"/>
<w:LsdException Locked="false" Priority="68" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 2 Accent 4"/>
<w:LsdException Locked="false" Priority="69" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 3 Accent 4"/>
<w:LsdException Locked="false" Priority="70" SemiHidden="false"
UnhideWhenUsed="false" Name="Dark List Accent 4"/>
<w:LsdException Locked="false" Priority="71" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Shading Accent 4"/>
<w:LsdException Locked="false" Priority="72" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful List Accent 4"/>
<w:LsdException Locked="false" Priority="73" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Grid Accent 4"/>
<w:LsdException Locked="false" Priority="60" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Shading Accent 5"/>
<w:LsdException Locked="false" Priority="61" SemiHidden="false"
UnhideWhenUsed="false" Name="Light List Accent 5"/>
<w:LsdException Locked="false" Priority="62" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Grid Accent 5"/>
<w:LsdException Locked="false" Priority="63" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 1 Accent 5"/>
<w:LsdException Locked="false" Priority="64" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 2 Accent 5"/>
<w:LsdException Locked="false" Priority="65" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 1 Accent 5"/>
<w:LsdException Locked="false" Priority="66" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 2 Accent 5"/>
<w:LsdException Locked="false" Priority="67" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 1 Accent 5"/>
<w:LsdException Locked="false" Priority="68" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 2 Accent 5"/>
<w:LsdException Locked="false" Priority="69" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 3 Accent 5"/>
<w:LsdException Locked="false" Priority="70" SemiHidden="false"
UnhideWhenUsed="false" Name="Dark List Accent 5"/>
<w:LsdException Locked="false" Priority="71" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Shading Accent 5"/>
<w:LsdException Locked="false" Priority="72" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful List Accent 5"/>
<w:LsdException Locked="false" Priority="73" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Grid Accent 5"/>
<w:LsdException Locked="false" Priority="60" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Shading Accent 6"/>
<w:LsdException Locked="false" Priority="61" SemiHidden="false"
UnhideWhenUsed="false" Name="Light List Accent 6"/>
<w:LsdException Locked="false" Priority="62" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Grid Accent 6"/>
<w:LsdException Locked="false" Priority="63" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 1 Accent 6"/>
<w:LsdException Locked="false" Priority="64" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 2 Accent 6"/>
<w:LsdException Locked="false" Priority="65" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 1 Accent 6"/>
<w:LsdException Locked="false" Priority="66" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 2 Accent 6"/>
<w:LsdException Locked="false" Priority="67" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 1 Accent 6"/>
<w:LsdException Locked="false" Priority="68" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 2 Accent 6"/>
<w:LsdException Locked="false" Priority="69" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 3 Accent 6"/>
<w:LsdException Locked="false" Priority="70" SemiHidden="false"
UnhideWhenUsed="false" Name="Dark List Accent 6"/>
<w:LsdException Locked="false" Priority="71" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Shading Accent 6"/>
<w:LsdException Locked="false" Priority="72" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful List Accent 6"/>
<w:LsdException Locked="false" Priority="73" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Grid Accent 6"/>
<w:LsdException Locked="false" Priority="19" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Subtle Emphasis"/>
<w:LsdException Locked="false" Priority="21" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Intense Emphasis"/>
<w:LsdException Locked="false" Priority="31" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Subtle Reference"/>
<w:LsdException Locked="false" Priority="32" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Intense Reference"/>
<w:LsdException Locked="false" Priority="33" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Book Title"/>
<w:LsdException Locked="false" Priority="37" Name="Bibliography"/>
<w:LsdException Locked="false" Priority="39" QFormat="true" Name="TOC Heading"/>
</w:LatentStyles>
</xml><![endif]--><!--[if gte mso 10]>
<style>
/* Style Definitions */
table.MsoNormalTable
{mso-style-name:"Table Normal";
mso-tstyle-rowband-size:0;
mso-tstyle-colband-size:0;
mso-style-noshow:yes;
mso-style-priority:99;
mso-style-qformat:yes;
mso-style-parent:"";
mso-padding-alt:0in 5.4pt 0in 5.4pt;
mso-para-margin-top:0in;
mso-para-margin-right:0in;
mso-para-margin-bottom:10.0pt;
mso-para-margin-left:0in;
line-height:115%;
mso-pagination:widow-orphan;
font-size:11.0pt;
font-family:"Calibri","sans-serif";
mso-ascii-font-family:Calibri;
mso-ascii-theme-font:minor-latin;
mso-fareast-font-family:"Times New Roman";
mso-fareast-theme-font:minor-fareast;
mso-hansi-font-family:Calibri;
mso-hansi-theme-font:minor-latin;}
</style>
<![endif]--><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: 11pt; line-height: 115%;">This article is worth sharing since the topic of my last newsletter was
"Know Your Players and INVEST in Them". It is from Harvard Business
Review - <a href="http://hbr.org/web/management-tip/tips-on-managing-difficult-people">http://hbr.org/web/management-tip/tips-on-managing-difficult-people</a></span></span></div>
<div style="font-size: 24px; font-weight: bold; line-height: 36px; margin-bottom: 16px; text-align: center;">
Tips on Managing Difficult People </div>
<h4 style="color: #e75316; font-size: 18px; font-weight: bold; margin-bottom: 8px;">
Three Ways to Deal with a Passive-Aggressive Colleague</h4>
<div style="margin-bottom: 6px;">
It can be incredibly frustrating when a co-worker agrees with a plan of
action, only to go off and do his own thing. This type of sabotage is
all too common and can make it difficult to achieve your goals. When you
have a co-worker who says one thing and does another, try this:</div>
<ul style="line-height: 20px; list-style: disc; margin-left: 28px;">
<li><b>Give feedback.</b> Explain
to your co-worker what you're seeing and experiencing. Describe the
impact of his behavior on you and provide suggestions for how he might
change.</li>
<li><b>Focus on work, not the person</b>. You
need to get the work done despite your peer's style, so don't waste time
wishing he would change. Concentrate on completing the work instead.</li>
<li><b>Ask for commitment</b>.
At the end of a meeting ask everyone (not just the troublemaker) to
reiterate what they are going to do and by when. Sometimes peer pressure
can keep even the most passive-aggressive person on task.</li>
</ul>
<div style="margin: 6px 0px 24px;">
<span style="font-size: x-small;"><span style="color: #999999;">Adapted from</span> <a href="http://blogs.hbr.org/cs/2010/12/how_to_deal_with_a_passive_agg.html">"How to Deal With a Passive-Aggressive Peer" by Amy Jen Su and Muriel Maignan Wilkins.</a></span></div>
<h4 style="color: #e75316; font-size: 18px; font-weight: bold; margin-bottom: 8px;">
Keep Your Composure, or Walk Away</h4>
<div style="margin-bottom: 6px;">
With offices becoming more physically and metaphorically open, the
privacy of a room with a closed door can be difficult to find. More
often, everyone from the CEO to the receptionist is visible to everyone
else. This level of exposure can encourage transparency but can also put
you on display in fragile moments when you are stressed or upset. Next
time you feel like you might lose your cool (and who hasn't had these
moments?), take note of where you are. If you might be observed by
others, take a deep breath or a drink of water. If that doesn't do the
trick, get outside. In these new open work spaces, it's critical to
maintain professionalism by being calm and supportive of others, and by
doing your venting somewhere private.</div>
<div style="margin: 6px 0px 24px;">
<span style="font-size: x-small;"><span style="color: #999999;">Adapted from</span> <a href="http://blogs.hbr.org/bregman/2010/06/i-lay-back-in-the.html">"The No-Drama Rule of Management" by Peter Bregman.</a></span></div>
<h4 style="color: #e75316; font-size: 18px; font-weight: bold; margin-bottom: 8px;">
Three Tips for Resolving a Conflict with Your Coworker</h4>
Differences of opinion between coworkers can be useful and even
productive. But when clashes turn ugly, conflict can be harmful to
working relationships. Here are three tips for handling the next
disagreement you have with a colleague: <br />
<ul style="line-height: 20px; list-style: disc; margin-left: 28px;">
<li><span style="font-weight: bold;">Identify common ground.</span> Point out what you both agree on at the beginning of the conversation. This may be a shared goal or a set of operating rules. </li>
<li><span style="font-weight: bold;">Hear your coworker out.</span>
Allow your colleague to share his opinion and explain his point of
view. Don't disagree with individual points he makes; listen to the
whole story. </li>
<li><span style="font-weight: bold;">Propose a solution.</span>
Use the information you gathered in the conversation to offer a
resolution. This should incorporate his perspective and be different
from what you originally thought.</li>
</ul>
<div style="margin: 6px 0px 24px;">
<span style="font-size: x-small;"><span style="color: #999999;">Adapted from</span> <a href="http://blogs.hbr.org/hmu/2010/05/the-right-way-to-fight.html">"The Right Way to Fight" by Amy Gallo.</a></span></div>
<h4 style="color: #e75316; font-size: 18px; font-weight: bold; margin-bottom: 8px;">
Turn Your Competitors into Allies</h4>
<div style="margin-bottom: 6px;">
When
a colleague's agenda is seemingly opposed to your own, it can be
tempting to demonize him. Distorting other people is a common response
to conflict, but not a particularly productive one. In fact, doing so
undermines your ability to exert influence. Instead of deciding that
everything about a colleague you don't get along with is hateful, get to
know him better. Sit down and talk about what he cares and is concerned
about. You may find that the source of your conflict is actually an
area of mutual interest and rather than being enemies, you are natural
allies.</div>
<div style="margin: 6px 0px 24px;">
<span style="font-size: x-small;"><span style="color: #999999;">Adapted from</span> <a href="http://hbr.org/2011/01/managing-yourself-stop-holding-yourself-back/ar/1">"Managing Yourself: Stop Holding Yourself Back" by Anne Morriss, Robin J. Ely, and Frances X. Frei.</a></span></div>
<h4 style="color: #e75316; font-size: 18px; font-weight: bold; margin-bottom: 8px;">
Stop Being So Nice</h4>
<div style="margin-bottom: 6px;">
Conflict
avoidance is a common trait of most corporate workplaces. But, steering
clear of disagreements and leaving things unsaid creates unnecessary
complexity and needless anxiety. To get better at confronting conflict
constructively, follow these three steps:</div>
<ul style="line-height: 20px; list-style: disc; margin-left: 28px;">
<li><span style="font-weight: bold;">Reflect.</span> Ask yourself whether there are times you should've spoken up but held your tongue. Do you avoid certain types of conflicts? </li>
<li><span style="font-weight: bold;">Get feedback.</span>
Ask trusted friends and colleagues how they perceive your readiness to
engage in constructive conflict. They might see patterns that are less
obvious to you. </li>
<li><span style="font-weight: bold;">Experiment.</span>
You don't have to change overnight. Try pushing back on a request or
speaking up in a meeting and see how it goes. Preface your comment with
an admission that you are working on getting better at conflict. This
will help demonstrate your sincerity. <span style="color: #999999;"> </span></li>
</ul>
<span style="font-size: x-small;"><span style="color: #999999;">Adapted from</span> <a href="http://blogs.hbr.org/ashkenas/2010/08/is-your-culture-too-nice.html">"Is Your Culture Too Nice?" by Ron Ashkenas.</a></span>Leadership Management of Central Ohiohttp://www.blogger.com/profile/05898134048615745650noreply@blogger.com0tag:blogger.com,1999:blog-53356924815190730.post-17327833100650277452013-04-29T16:47:00.000-04:002013-04-29T16:48:14.563-04:00How Poor Leaders Become Good Leaders by Jack Zenger and Joseph FolkmanHere is a great post on "How Poor Leaders Become Good Leaders" by Jack Zenger and Joseph Folkman from the Harvard Business Review.<br />
<br />
http://blogs.hbr.org/cs/2013/02/how_poor_leaders_become_good_l.html<br />
<br />
<br />
Well worth the read and repost.<br />
<br />
Enjoy.<br />
<br />
Mike<br />
____________________________<br />
<br />
In our previous blog, <a href="http://blogs.hbr.org/cs/2013/01/good_news_poor_leaders_can_cha.html">Bad Leaders Can Change Their Spots</a>,
we described a group of 71 leaders who were able to elevate their
leadership effectiveness from the 23rd percentile to the 56th percentile
— that is, from being poor leaders to good ones. While many readers
were impressed that it could happen, many more were curious (and even
doubtful) about how it could happen. Admittedly, not every leader can do
this. But all 71 of these individuals (who represented three-quarters
of the entire group of poor leaders in this study) did accomplish this
seemingly Herculean shift. How? <br />
<div id="articleBody">
Using <a href="http://zengerfolkman.force.com/featuredarticle">360-degree feedback data</a>
over a 12- to 18-month period, we were able to track what, exactly, the
leaders who'd made the most significant progress were doing. We found
that practically all of them (more than 80%) significantly improved
their ability to executive nine particular leadership skills.<br />
<ol>
<li><b>They improved their communication effectiveness.</b>
This was the most common skill that these people improved. Communication
skills are highly malleable. For many of these leaders, improvement
here was less about learning new skills than about using the skills they
already had more often and with more people. (When we talk to groups of
leaders and ask, "Who here communicates too much?" we see very few
hands rise.) We have also found that when struggling leaders spend time
improving presentation skills, the effort can produce an immediately
payoff.</li>
<li><b>They made an effort to share their knowledge and expertise more widely.</b>
Poor leaders tend to be stingy with information and know-how. By
sharing their knowledge more frequently and teaching people what they
know how to do they can simultaneously impress and develop their direct
reports.</li>
<li><b>They began to encourage others to do more and to be better.</b>
Some leaders believe that if they minimize challenges to their team and
expect less of their people, subordinates will see them as better
leaders. This is wrong! Fewer challenges is the opposite of what a work
group or organization needs. When leaders challenge their direct
reports to do more and be better they thought they could be, the leaders
are actually perceived to be better themselves. </li>
<li><b>They developed a broader perspective.</b> It's easy
for leaders to become preoccupied with work demands and internal
politics and become oblivious to what's happening in the outside world.
Getting leaders to stop and look at the bigger picture can help them see
potential problems sooner and focus more on strategic and less on
tactical issues. This leads to constructive change and innovation. </li>
<li><b>They recognized that they were role models and needed to set a good example.</b>
It frequently happens that leaders unintentionally (or unknowingly) ask
others to do things they don't do themselves. This never works. Many of
our 71 leaders were surprised to discover that they were perceived as
hypocritical. They learned to walk their talk (or at least to "stumble
the mumble"). </li>
<li><b>They began to champion their team's new ideas.</b>
Many of our 71 leaders were also surprised to learn that their teams
considered them to be the "Abominable NO man (or woman)." When they
shifted from discouraging new proposals to encouraging and supporting
innovative ideas and thinking, positive changes occurred.</li>
<li><b>They learned to recognize when change was needed.</b>
More generally, our successful leaders were those who learned to
willingly support and embrace change, and encourage others to do so, as
well. How? Essentially, by becoming more proactive — that is, by doing a
better job of spotting new trends, opportunities, and potential
problems early. </li>
<li><b>They improved their ability to inspire and motivate others.</b>
Practically all of the actions we've already mentioned create a more
inspirational environment. In addition, there were two notable things
these leaders did to inspire others. First, they did a better job
keeping people focused on the highest priority goals and objectives.
Second, they made a special effort to stay in touch with the concerns
and problems of their teams. When a leader is the last to know that an
employee is having difficulties, others interpret that as a lack of
concern. Providing support and assistance to an employee in difficult
circumstances not only helps that employee, but also reassures others
they can expect to receive the same treatment. </li>
<li><b>They began to encourage cooperation rather than competition.</b>
Many leaders come out of school believing that work is a zero-sum game
that creates winners and losers, and so they compete, in an effort to
get ahead. Battles are costly and consume a great deal of resources. In
the long run, internal competition causes every participant to lose.
When leaders look for ways to encourage cooperation and generate common
goals, they become more successful.</li>
</ol>
As you review this list of what our bad leaders did to improve, we
believe you'll agree that what we are describing are common virtues that
had not been practiced commonly enough. Our data show that taking these
steps are especially effective in increasing the success of leaders
who've been formerly regarded as poor, but they can improve all leaders.
To us, that means that everyone — bad leaders, average leaders, and
even good leaders — can change their spots. So, what's holding you back?
</div>
Leadership Management of Central Ohiohttp://www.blogger.com/profile/05898134048615745650noreply@blogger.com0tag:blogger.com,1999:blog-53356924815190730.post-81318686444281344622013-02-27T14:28:00.004-05:002013-02-27T14:28:57.519-05:00Personal Element of Leadership<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b><span style="color: blue;">In my newsletter, I spoke of "<span style="font-size: small;">Personal Element</span>" of Leadership. <span style="font-size: small;">Take a few minutes to find out <span style="font-size: small;">how you are doing.</span></span></span></b></span></span><br />
<br />
<div class="MsoNormal" style="line-height: normal;">
<div style="margin: 0px; padding: 0px;">
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b>Rank your <span style="font-size: small;">answers </span>from 1 to 5 <span style="font-size: small;">to see what your "<span style="font-size: small;">Personal Element" is in your <span style="font-size: small;">busi<span style="font-size: small;">ness</span></span></span>.</span></b></span></span></div>
<div style="margin: 0px; padding: 0px;">
<br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b>Personality</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><span style="font-size: small;"><b><span style="font-size: small;">You <span style="font-size: small;">are know<span style="font-size: small;">n by everyone in your organization and all your clients</span></span></span>.</b></span></span></span></span></div>
</div>
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">
<b>Not like Exactly</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> <span style="font-size: small;">me</span> at all like <span style="font-size: small;">me</span></b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> </b><b style="color: blue;"> 1 2 3 4</b><b style="color: blue;"> 5</b></span></span>
<br />
<div class="MsoNormal" style="line-height: normal;">
<br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;">"Go to"<span style="font-size: small;">ness</span></span></span></span></span></b></span></span></div>
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b><span style="font-size: small;"><span style="font-size: small;">When something needs to<span style="font-size: small;"> get done, everyone <span style="font-size: small;">knows to come to me.</span></span></span></span></b></span></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">
<b>Not like Exactly</b></span></span><span style="color: blue;"><b><span style="font-family: arial,helvetica,sans-serif;"><span style="font-size: 13px;"></span></span></b></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> me at all like me</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> </b><b style="color: blue;"> 1 2 3 4</b><b style="color: blue;"> 5</b></span></span>
<br />
<br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b><span style="font-size: small;"><span style="font-size: small;">Command<span style="font-size: small;">er</span></span></span></b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;">I am quick to make decisions an<span style="font-size: small;">d no one e<span style="font-size: small;">very questions it.</span></span></span></span></span></span></b></span></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">
<b>Not like Exactly</b></span></span><span style="color: blue;"><b><span style="font-family: arial,helvetica,sans-serif;"><span style="font-size: 13px;"></span></span></b></span><div class="MsoNormal" style="line-height: normal;">
<div class="MsoNormal" style="line-height: normal;">
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> <span style="font-size: small;">me</span> at all like me<span style="color: blue;"><span style="font-size: small;"></span></span></b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b style="color: blue;"> 1 2 3 4</b><b style="color: blue;"> 5</b></span></span>
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b><span style="font-size: small;"><span style="font-size: small;"> </span></span></b></span></span></span><br />
<br /><div class="MsoNormal" style="line-height: normal;">
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;">Mentor/Coach</span></span></span></span></b></span></span></b></span></span><br />
<span style="color: red;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;">I <span style="font-size: small;">mentor and <span style="font-size: small;">coach my <span style="font-size: small;">leadership team to be independ<span style="font-size: small;">ent</span></span></span></span></span></span></span></span></span></b></span></span><b><span style="font-size: small;">.</span></b></span></span></span></span></b></span></span></span></span></span></div>
<div class="MsoNormal" style="line-height: normal;">
<span style="color: red;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"> </span></span></span></span></span></b></span></span></span></span></span></span></b></span></span></span></span></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">
<b>Not like Exactly</b></span></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> </b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> </b></span></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> <span style="font-size: small;">me </span>at all lik<span style="font-size: small;">e me</span> </b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b style="color: blue;"> 1 2 3 4</b><b style="color: blue;"> 5</b></span></span><br />
<br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;">Personal Productivity</span></span></span></span></span></span></span></b></span></span></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;">I<span style="font-size: small;"> spend more than 50% of my day working on <span style="font-size: small;">the business in<span style="font-size: small;">stead of in the business</span></span></span></span></span></span></span></span></span></span></b></span><b><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"></span></span></span></span></b></span></span></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">
<b>Not like Exactly</b></span></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> </b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> <span style="font-size: small;">me</span> at all like me</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b style="color: blue;"> 1 2 3 4</b><b style="color: blue;"> 5</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"> </span></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"> </span></span></div>
</div>
<div class="MsoNormal" style="line-height: normal;">
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;">Personal Leadership</span></span></span></span></span></span></span></b></span></span></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;">I<span style="font-size: small;"><span style="font-size: small;"> have clearly defined <span style="font-size: small;">values, goals and dreams an<span style="font-size: small;">d work every day to make them <span style="font-size: small;">a reality.</span></span></span></span></span></span></span></span></span></span></span></span></b></span></span></span></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">
<b>Not like Exactly</b></span></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> </b></span></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> <span style="font-size: small;">me</span> at all like me</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b style="color: blue;"> 1 2 3 4</b><b style="color: blue;"> 5</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"> </span></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"> </span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"> </span></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b><span style="color: black;">Action:</span></b></span></span></div>
</div>
<div class="MsoNormal" style="line-height: normal;">
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b style="color: #274e13;">What is one thing you can do to improve your situation?</b></span></span>
</div>
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b style="color: #274e13;"><span style="color: black;">If you would like to discuss these in more detail, give us a call.</span></b></span></span><br />
<br />
<a href="http://www.lmi-columbus.com/resources/_wsb_204x309_010309_0800_0983_nsms.jpg" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" height="200" hspace="0" src="http://www.lmi-columbus.com/resources/_wsb_204x309_010309_0800_0983_nsms.jpg" width="132" /></a><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b style="color: #274e13;"><span style="color: black;"><span style="color: #38761d;"><span style="font-size: small;"><span style="font-family: tahoma,geneva,sans-serif;">Did you know we offer <span style="color: #38761d;"><span style="font-size: small;">Leadership Coaching? Want to know if you would b<span style="color: #38761d;"><span style="font-size: small;">enefit? </span></span></span></span></span></span></span></span></b></span></span><span style="color: #38761d;"><span style="font-size: 16px;"><span style="font-family: tahoma,geneva,sans-serif;"><b>Find out -> <a data-cke-saved-href="http://www.lmi-columbus.com/CoachEval.html" href="http://www.lmi-columbus.com/Coaching.html" target="_blank">click</a></b></span></span></span>Leadership Management of Central Ohiohttp://www.blogger.com/profile/05898134048615745650noreply@blogger.com0tag:blogger.com,1999:blog-53356924815190730.post-61542487789482074902013-02-01T16:11:00.003-05:002013-02-01T16:11:40.136-05:00Creating The Motivated Organization<br />
<div style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em; text-align: left;">
<br /></div>
<br />
<br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b><span style="color: blue;">In my newsletter, I spoke of "<span style="font-size: small;">Cr<span style="font-size: small;">eating <span style="font-size: small;">the Motivated Organization</span></span></span>". <span style="font-size: small;">Take a few minutes to find out if you have such an organiza<span style="font-size: small;">tion.</span></span></span></b></span></span><br />
<br /><div class="MsoNormal" style="line-height: normal;">
<div style="margin: 0px; padding: 0px;">
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b>How do you rate? Are you <span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;">motivated </span>business?</span></span></b></span></span><strong><span style="font-family: arial,helvetica,sans-serif;"><span style="font-size: 13px;"><img data-cke-saved-src="https://staticapp.icpsc.com/icp/loadimage.php/mogile/43997/ee20c43a16c7fb3ef214898516d1434a/image/jpeg" data-icontact-resized-width="138" data-icontact-width-flexible="454" src="https://staticapp.icpsc.com/icp/loadimage.php/mogile/43997/ee20c43a16c7fb3ef214898516d1434a/image/jpeg" style="border: 0px solid rgb(0, 0, 0); float: left; height: 77px; margin: 0px 10px 0px 0px; width: 138px;" /></span></span></strong></div>
<div style="margin: 0px; padding: 0px;">
<br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b>Rank your <span style="font-size: small;">answers </span>from 1 to 5 on how well you <span style="font-size: small;">are winning.</span></b></span></span></div>
<div style="margin: 0px; padding: 0px;">
<br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;"><b><span style="font-size: small;"><span style="font-size: small;">Trust</span></span></b></span></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><span style="font-size: small;"><b><span style="font-size: small;"> You have established trust with all <span style="font-size: small;">your </span>employees</span>.</b></span></span></span></span></div>
</div>
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">
<b>Not like Exactly</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> <span style="font-size: small;">me</span> at all like <span style="font-size: small;">me</span></b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> </b><b style="color: blue;"> 1 2 3 4</b><b style="color: blue;"> 5</b></span></span><span style="color: blue;"><strong><span style="font-family: arial,helvetica,sans-serif;"><span style="font-size: 13px;"><img data-cke-saved-src="https://staticapp.icpsc.com/icp/loadimage.php/mogile/43997/f46bb6606b7098af1b8d6d8dc8300579/image/jpeg" data-icontact-resized-width="131" data-icontact-width-flexible="291" src="https://staticapp.icpsc.com/icp/loadimage.php/mogile/43997/f46bb6606b7098af1b8d6d8dc8300579/image/jpeg" style="border: 0px solid rgb(0, 0, 255); float: right; height: 78px; margin: 0px; width: 131px;" /></span></span></strong></span>
<br />
<div class="MsoNormal" style="line-height: normal;">
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b><span style="font-size: small;">You complet<span style="font-size: small;">ely trust your employees with critical decision<span style="font-size: small;">s</span></span><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;">.</span></span></span></span></span></span></span></b></span></span></span></div>
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">
<b>Not like Exactly</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> <span style="font-size: small;">me</span> at all like me<span style="color: #e0260d;"><span style="font-size: small;"></span></span></b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> </b><b style="color: blue;"> 1 2 3 4</b><b style="color: blue;"> 5</b></span></span>
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><br /></span></span>
<br />
<br /><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b><span style="font-size: small;"><span style="font-size: small;">Value</span></span></b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b><span style="font-size: small;">My values are clear to all my employees.</span><span style="font-size: small;"></span></b></span></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">
<b>Not like Exactly</b></span></span><span style="color: blue;"><strong><span style="font-family: arial,helvetica,sans-serif;"><span style="font-size: 13px;"><img data-cke-saved-src="https://staticapp.icpsc.com/icp/loadimage.php/mogile/43997/4546dada92c33b508000d5cc8b11b5c5/image/jpeg" data-icontact-resized-width="68" data-icontact-width-flexible="168" src="https://staticapp.icpsc.com/icp/loadimage.php/mogile/43997/4546dada92c33b508000d5cc8b11b5c5/image/jpeg" style="border: 0px solid rgb(0, 0, 255); float: right; height: 89px; margin: 0px; width: 68px;" /></span></span></strong></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> <span style="color: #e0260d;"><span style="font-size: small;"></span></span>me at all like me</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> </b><b style="color: blue;"> 1 2 3 4</b><b style="color: blue;"> 5</b></span></span>
<br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b><span style="font-size: small;">My emplo<span style="font-size: small;">yees <span style="font-size: small;">have expres<span style="font-size: small;">sed their commitment to <span style="font-size: small;">shared values<span style="font-size: small;">.</span></span></span></span></span></span></b></span></span></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b><span style="font-size: small;"></span></b></span></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">
<b>Not like Exactly</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> <span style="font-size: small;">me</span> at all like <span style="font-size: small;">me</span></b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> </b><b style="color: blue;"> 1 2 3 4</b><b style="color: blue;"> 5</b></span></span>
<br />
<br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b><span style="font-size: small;">Vision</span></b><span style="color: #e0260d;"><b><span style="font-size: small;"><span style="font-size: small;"> </span></span></b></span></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;">Ever<span style="font-size: small;">yone understand and is committed to my vision</span></span><span style="font-size: small;"><span style="font-size: small;"></span></span></span></span></b></span></span></span><b><br /></b><br />
<div class="MsoNormal" style="line-height: normal;">
<div class="MsoNormal" style="line-height: normal;">
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">
<b>Not like Exactly</b></span></span><span style="color: blue;"><strong><span style="font-family: arial,helvetica,sans-serif;"><span style="font-size: 13px;"><img data-cke-saved-src="https://staticapp.icpsc.com/icp/loadimage.php/mogile/43997/b9dfbcb6c8a32c3e3f7ca05432bc0127/image/jpeg" data-icontact-resized-width="104" data-icontact-width-flexible="301" src="https://staticapp.icpsc.com/icp/loadimage.php/mogile/43997/b9dfbcb6c8a32c3e3f7ca05432bc0127/image/jpeg" style="border: 0px solid rgb(0, 0, 255); float: right; height: 70px; margin: 0px; width: 104px;" /></span></span></strong></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> us at all like us</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b style="color: blue;"> 1 2 3 4</b><b style="color: blue;"> 5</b></span></span>
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b><span style="font-size: small;"><span style="font-size: small;"> </span></span></b></span></span></span><br />
<span style="color: #e0260d;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b><span style="font-size: small;"></span></b></span></span></span><br />
<br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b><span style="font-size: small;">C<span style="font-size: small;">ommunication</span></span></b></span></span><br />
<span style="color: red;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;">Com<span style="font-size: small;">munication is acted on productively and <span style="font-size: small;">effec<span style="font-size: small;">tively.</span></span></span></span></span></span></span></b></span></span></span></span></span></span></b></span></span></span></span></span><br />
<span style="color: red;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"></span></span></span></span></span></span></span></span></b></span></span></span></span></span></span></b></span></span></span></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">
<b>Not like Exactly</b></span></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> </b></span></span><img data-cke-saved-src="https://staticapp.icpsc.com/icp/loadimage.php/mogile/43997/a6b7549c09a846743cd96409ddb11644/image/jpeg" data-icontact-resized-width="103" data-icontact-width-flexible="245" src="https://staticapp.icpsc.com/icp/loadimage.php/mogile/43997/a6b7549c09a846743cd96409ddb11644/image/jpeg" style="border: 0px solid rgb(0, 0, 0); float: right; height: 87px; margin: 0px; width: 103px;" /></div>
<div class="MsoNormal" style="line-height: normal;">
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> us at all like us</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b style="color: blue;"> 1 2 3 4</b><b style="color: blue;"> 5</b></span></span><br />
<div class="MsoNormal" style="line-height: normal;">
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b><span style="font-size: small;"><span style="font-size: small;"> </span></span></b></span></span></b></span></span></div>
<div class="MsoNormal" style="line-height: normal;">
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;">Motivatio<span style="font-size: small;">n</span></span></span></span></b></span></span></b></span></span><br />
<span style="color: red;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;">My <span style="font-size: small;">employees are motivated by the work they do.</span></span><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"></span></span></span></span></span></span></span></span></b></span></span></span></span></span></span></b></span></span></span></span></span></div>
<div class="MsoNormal" style="line-height: normal;">
<span style="color: red;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"> </span></span></span></span></span></b></span></span></span></span></span></span></b></span></span></span></span></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">
<b>Not like Exactly</b></span></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> </b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> </b></span></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> us at all like us</b></span></span><span style="color: blue;"><strong><span style="font-family: arial,helvetica,sans-serif;"><span style="font-size: 13px;"><img data-cke-saved-src="https://staticapp.icpsc.com/icp/loadimage.php/mogile/43997/d0ceaf12fb8c4f08cf795daf9d13f5d8/image/jpeg" data-icontact-width-flexible="103" src="https://staticapp.icpsc.com/icp/loadimage.php/mogile/43997/d0ceaf12fb8c4f08cf795daf9d13f5d8/image/jpeg" style="border: 0px solid rgb(0, 0, 255); float: right; margin: 0px;" /></span></span></strong></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b style="color: blue;"> 1 2 3 4</b><b style="color: blue;"> 5</b></span></span><br />
<br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;">Learning and Development</span></span></span></span></span></span></b></span></span></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;">M<span style="font-size: small;">y employe<span style="font-size: small;">es are continually seeking to improve their skills and I support<span style="font-size: small;"> their gro<span style="font-size: small;">wth</span></span></span></span></span></span></span></span></span></span></b></span></span></span></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">
<b>Not like Exactly</b></span></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> </b></span></span><img data-cke-saved-src="https://staticapp.icpsc.com/icp/loadimage.php/mogile/43997/9a0bae758f9943beda8e9f8e1a2631c2/image/jpeg" data-icontact-resized-width="73" data-icontact-width-flexible="80" src="https://staticapp.icpsc.com/icp/loadimage.php/mogile/43997/9a0bae758f9943beda8e9f8e1a2631c2/image/jpeg" style="border: 0px solid rgb(0, 0, 0); float: right; height: 98px; margin: 0px; width: 73px;" /><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> <span style="font-size: small;">me</span> at all like me</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b style="color: blue;"> 1 2 3 4</b><b style="color: blue;"> 5</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"> </span></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"> </span></span></div>
</div>
<div class="MsoNormal" style="line-height: normal;">
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"> <b><span style="color: black;">Action:</span></b></span></span></div>
</div>
<div class="MsoNormal" style="line-height: normal;">
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b style="color: #274e13;">What is one thing you can do to improve your situation?</b></span></span>
</div>
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b style="color: #274e13;"><span style="color: black;">If you would like to discuss these in more detail, give us a call.</span></b></span></span><br />
<br />
<div style="text-align: left;">
<a href="http://www.lmi-columbus.com/resources/_wsb_204x309_010309_0800_0983_nsms.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" height="200" hspace="0" src="http://www.lmi-columbus.com/resources/_wsb_204x309_010309_0800_0983_nsms.jpg" width="132" /></a><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b style="color: #274e13;"><span style="color: black;"><span style="color: #38761d;"><span style="font-size: small;"><span style="font-family: tahoma,geneva,sans-serif;">Did you know we offer <span style="color: #38761d;"><span style="font-size: small;">Leadership Coaching? Want to know if you would b<span style="color: #38761d;"><span style="font-size: small;">enefit? </span></span></span></span></span></span></span></span></b></span></span><span style="color: #38761d;"><span style="font-size: 16px;"><span style="font-family: tahoma,geneva,sans-serif;"><strong>Find out -> <a data-cke-saved-href="http://www.lmi-columbus.com/CoachEval.html" href="http://www.lmi-columbus.com/Coaching.html" target="_blank">click here</a></strong></span></span></span></div>
Leadership Management of Central Ohiohttp://www.blogger.com/profile/05898134048615745650noreply@blogger.com0tag:blogger.com,1999:blog-53356924815190730.post-66561974581661852132012-12-20T14:23:00.004-05:002012-12-31T14:30:43.081-05:00Is Your Business Ready For 2013?<!--[if gte mso 9]><xml>
<w:WordDocument>
<w:View>Normal</w:View>
<w:Zoom>0</w:Zoom>
<w:TrackMoves/>
<w:TrackFormatting/>
<w:PunctuationKerning/>
<w:ValidateAgainstSchemas/>
<w:SaveIfXMLInvalid>false</w:SaveIfXMLInvalid>
<w:IgnoreMixedContent>false</w:IgnoreMixedContent>
<w:AlwaysShowPlaceholderText>false</w:AlwaysShowPlaceholderText>
<w:DoNotPromoteQF/>
<w:LidThemeOther>EN-US</w:LidThemeOther>
<w:LidThemeAsian>X-NONE</w:LidThemeAsian>
<w:LidThemeComplexScript>X-NONE</w:LidThemeComplexScript>
<w:Compatibility>
<w:BreakWrappedTables/>
<w:SnapToGridInCell/>
<w:WrapTextWithPunct/>
<w:UseAsianBreakRules/>
<w:DontGrowAutofit/>
<w:SplitPgBreakAndParaMark/>
<w:DontVertAlignCellWithSp/>
<w:DontBreakConstrainedForcedTables/>
<w:DontVertAlignInTxbx/>
<w:Word11KerningPairs/>
<w:CachedColBalance/>
</w:Compatibility>
<w:BrowserLevel>MicrosoftInternetExplorer4</w:BrowserLevel>
<m:mathPr>
<m:mathFont m:val="Cambria Math"/>
<m:brkBin m:val="before"/>
<m:brkBinSub m:val="--"/>
<m:smallFrac m:val="off"/>
<m:dispDef/>
<m:lMargin m:val="0"/>
<m:rMargin m:val="0"/>
<m:defJc m:val="centerGroup"/>
<m:wrapIndent m:val="1440"/>
<m:intLim m:val="subSup"/>
<m:naryLim m:val="undOvr"/>
</m:mathPr></w:WordDocument>
</xml><![endif]--><br />
<!--[if gte mso 9]><xml>
<w:LatentStyles DefLockedState="false" DefUnhideWhenUsed="true"
DefSemiHidden="true" DefQFormat="false" DefPriority="99"
LatentStyleCount="267">
<w:LsdException Locked="false" Priority="0" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Normal"/>
<w:LsdException Locked="false" Priority="9" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="heading 1"/>
<w:LsdException Locked="false" Priority="9" QFormat="true" Name="heading 2"/>
<w:LsdException Locked="false" Priority="9" QFormat="true" Name="heading 3"/>
<w:LsdException Locked="false" Priority="9" QFormat="true" Name="heading 4"/>
<w:LsdException Locked="false" Priority="9" QFormat="true" Name="heading 5"/>
<w:LsdException Locked="false" Priority="9" QFormat="true" Name="heading 6"/>
<w:LsdException Locked="false" Priority="9" QFormat="true" Name="heading 7"/>
<w:LsdException Locked="false" Priority="9" QFormat="true" Name="heading 8"/>
<w:LsdException Locked="false" Priority="9" QFormat="true" Name="heading 9"/>
<w:LsdException Locked="false" Priority="39" Name="toc 1"/>
<w:LsdException Locked="false" Priority="39" Name="toc 2"/>
<w:LsdException Locked="false" Priority="39" Name="toc 3"/>
<w:LsdException Locked="false" Priority="39" Name="toc 4"/>
<w:LsdException Locked="false" Priority="39" Name="toc 5"/>
<w:LsdException Locked="false" Priority="39" Name="toc 6"/>
<w:LsdException Locked="false" Priority="39" Name="toc 7"/>
<w:LsdException Locked="false" Priority="39" Name="toc 8"/>
<w:LsdException Locked="false" Priority="39" Name="toc 9"/>
<w:LsdException Locked="false" Priority="35" QFormat="true" Name="caption"/>
<w:LsdException Locked="false" Priority="10" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Title"/>
<w:LsdException Locked="false" Priority="1" Name="Default Paragraph Font"/>
<w:LsdException Locked="false" Priority="11" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Subtitle"/>
<w:LsdException Locked="false" Priority="22" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Strong"/>
<w:LsdException Locked="false" Priority="20" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Emphasis"/>
<w:LsdException Locked="false" Priority="59" SemiHidden="false"
UnhideWhenUsed="false" Name="Table Grid"/>
<w:LsdException Locked="false" UnhideWhenUsed="false" Name="Placeholder Text"/>
<w:LsdException Locked="false" Priority="1" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="No Spacing"/>
<w:LsdException Locked="false" Priority="60" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Shading"/>
<w:LsdException Locked="false" Priority="61" SemiHidden="false"
UnhideWhenUsed="false" Name="Light List"/>
<w:LsdException Locked="false" Priority="62" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Grid"/>
<w:LsdException Locked="false" Priority="63" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 1"/>
<w:LsdException Locked="false" Priority="64" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 2"/>
<w:LsdException Locked="false" Priority="65" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 1"/>
<w:LsdException Locked="false" Priority="66" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 2"/>
<w:LsdException Locked="false" Priority="67" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 1"/>
<w:LsdException Locked="false" Priority="68" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 2"/>
<w:LsdException Locked="false" Priority="69" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 3"/>
<w:LsdException Locked="false" Priority="70" SemiHidden="false"
UnhideWhenUsed="false" Name="Dark List"/>
<w:LsdException Locked="false" Priority="71" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Shading"/>
<w:LsdException Locked="false" Priority="72" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful List"/>
<w:LsdException Locked="false" Priority="73" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Grid"/>
<w:LsdException Locked="false" Priority="60" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Shading Accent 1"/>
<w:LsdException Locked="false" Priority="61" SemiHidden="false"
UnhideWhenUsed="false" Name="Light List Accent 1"/>
<w:LsdException Locked="false" Priority="62" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Grid Accent 1"/>
<w:LsdException Locked="false" Priority="63" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 1 Accent 1"/>
<w:LsdException Locked="false" Priority="64" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 2 Accent 1"/>
<w:LsdException Locked="false" Priority="65" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 1 Accent 1"/>
<w:LsdException Locked="false" UnhideWhenUsed="false" Name="Revision"/>
<w:LsdException Locked="false" Priority="34" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="List Paragraph"/>
<w:LsdException Locked="false" Priority="29" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Quote"/>
<w:LsdException Locked="false" Priority="30" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Intense Quote"/>
<w:LsdException Locked="false" Priority="66" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 2 Accent 1"/>
<w:LsdException Locked="false" Priority="67" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 1 Accent 1"/>
<w:LsdException Locked="false" Priority="68" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 2 Accent 1"/>
<w:LsdException Locked="false" Priority="69" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 3 Accent 1"/>
<w:LsdException Locked="false" Priority="70" SemiHidden="false"
UnhideWhenUsed="false" Name="Dark List Accent 1"/>
<w:LsdException Locked="false" Priority="71" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Shading Accent 1"/>
<w:LsdException Locked="false" Priority="72" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful List Accent 1"/>
<w:LsdException Locked="false" Priority="73" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Grid Accent 1"/>
<w:LsdException Locked="false" Priority="60" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Shading Accent 2"/>
<w:LsdException Locked="false" Priority="61" SemiHidden="false"
UnhideWhenUsed="false" Name="Light List Accent 2"/>
<w:LsdException Locked="false" Priority="62" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Grid Accent 2"/>
<w:LsdException Locked="false" Priority="63" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 1 Accent 2"/>
<w:LsdException Locked="false" Priority="64" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 2 Accent 2"/>
<w:LsdException Locked="false" Priority="65" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 1 Accent 2"/>
<w:LsdException Locked="false" Priority="66" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 2 Accent 2"/>
<w:LsdException Locked="false" Priority="67" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 1 Accent 2"/>
<w:LsdException Locked="false" Priority="68" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 2 Accent 2"/>
<w:LsdException Locked="false" Priority="69" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 3 Accent 2"/>
<w:LsdException Locked="false" Priority="70" SemiHidden="false"
UnhideWhenUsed="false" Name="Dark List Accent 2"/>
<w:LsdException Locked="false" Priority="71" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Shading Accent 2"/>
<w:LsdException Locked="false" Priority="72" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful List Accent 2"/>
<w:LsdException Locked="false" Priority="73" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Grid Accent 2"/>
<w:LsdException Locked="false" Priority="60" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Shading Accent 3"/>
<w:LsdException Locked="false" Priority="61" SemiHidden="false"
UnhideWhenUsed="false" Name="Light List Accent 3"/>
<w:LsdException Locked="false" Priority="62" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Grid Accent 3"/>
<w:LsdException Locked="false" Priority="63" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 1 Accent 3"/>
<w:LsdException Locked="false" Priority="64" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 2 Accent 3"/>
<w:LsdException Locked="false" Priority="65" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 1 Accent 3"/>
<w:LsdException Locked="false" Priority="66" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 2 Accent 3"/>
<w:LsdException Locked="false" Priority="67" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 1 Accent 3"/>
<w:LsdException Locked="false" Priority="68" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 2 Accent 3"/>
<w:LsdException Locked="false" Priority="69" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 3 Accent 3"/>
<w:LsdException Locked="false" Priority="70" SemiHidden="false"
UnhideWhenUsed="false" Name="Dark List Accent 3"/>
<w:LsdException Locked="false" Priority="71" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Shading Accent 3"/>
<w:LsdException Locked="false" Priority="72" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful List Accent 3"/>
<w:LsdException Locked="false" Priority="73" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Grid Accent 3"/>
<w:LsdException Locked="false" Priority="60" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Shading Accent 4"/>
<w:LsdException Locked="false" Priority="61" SemiHidden="false"
UnhideWhenUsed="false" Name="Light List Accent 4"/>
<w:LsdException Locked="false" Priority="62" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Grid Accent 4"/>
<w:LsdException Locked="false" Priority="63" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 1 Accent 4"/>
<w:LsdException Locked="false" Priority="64" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 2 Accent 4"/>
<w:LsdException Locked="false" Priority="65" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 1 Accent 4"/>
<w:LsdException Locked="false" Priority="66" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 2 Accent 4"/>
<w:LsdException Locked="false" Priority="67" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 1 Accent 4"/>
<w:LsdException Locked="false" Priority="68" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 2 Accent 4"/>
<w:LsdException Locked="false" Priority="69" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 3 Accent 4"/>
<w:LsdException Locked="false" Priority="70" SemiHidden="false"
UnhideWhenUsed="false" Name="Dark List Accent 4"/>
<w:LsdException Locked="false" Priority="71" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Shading Accent 4"/>
<w:LsdException Locked="false" Priority="72" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful List Accent 4"/>
<w:LsdException Locked="false" Priority="73" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Grid Accent 4"/>
<w:LsdException Locked="false" Priority="60" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Shading Accent 5"/>
<w:LsdException Locked="false" Priority="61" SemiHidden="false"
UnhideWhenUsed="false" Name="Light List Accent 5"/>
<w:LsdException Locked="false" Priority="62" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Grid Accent 5"/>
<w:LsdException Locked="false" Priority="63" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 1 Accent 5"/>
<w:LsdException Locked="false" Priority="64" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 2 Accent 5"/>
<w:LsdException Locked="false" Priority="65" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 1 Accent 5"/>
<w:LsdException Locked="false" Priority="66" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 2 Accent 5"/>
<w:LsdException Locked="false" Priority="67" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 1 Accent 5"/>
<w:LsdException Locked="false" Priority="68" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 2 Accent 5"/>
<w:LsdException Locked="false" Priority="69" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 3 Accent 5"/>
<w:LsdException Locked="false" Priority="70" SemiHidden="false"
UnhideWhenUsed="false" Name="Dark List Accent 5"/>
<w:LsdException Locked="false" Priority="71" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Shading Accent 5"/>
<w:LsdException Locked="false" Priority="72" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful List Accent 5"/>
<w:LsdException Locked="false" Priority="73" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Grid Accent 5"/>
<w:LsdException Locked="false" Priority="60" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Shading Accent 6"/>
<w:LsdException Locked="false" Priority="61" SemiHidden="false"
UnhideWhenUsed="false" Name="Light List Accent 6"/>
<w:LsdException Locked="false" Priority="62" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Grid Accent 6"/>
<w:LsdException Locked="false" Priority="63" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 1 Accent 6"/>
<w:LsdException Locked="false" Priority="64" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 2 Accent 6"/>
<w:LsdException Locked="false" Priority="65" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 1 Accent 6"/>
<w:LsdException Locked="false" Priority="66" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 2 Accent 6"/>
<w:LsdException Locked="false" Priority="67" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 1 Accent 6"/>
<w:LsdException Locked="false" Priority="68" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 2 Accent 6"/>
<w:LsdException Locked="false" Priority="69" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 3 Accent 6"/>
<w:LsdException Locked="false" Priority="70" SemiHidden="false"
UnhideWhenUsed="false" Name="Dark List Accent 6"/>
<w:LsdException Locked="false" Priority="71" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Shading Accent 6"/>
<w:LsdException Locked="false" Priority="72" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful List Accent 6"/>
<w:LsdException Locked="false" Priority="73" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Grid Accent 6"/>
<w:LsdException Locked="false" Priority="19" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Subtle Emphasis"/>
<w:LsdException Locked="false" Priority="21" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Intense Emphasis"/>
<w:LsdException Locked="false" Priority="31" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Subtle Reference"/>
<w:LsdException Locked="false" Priority="32" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Intense Reference"/>
<w:LsdException Locked="false" Priority="33" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Book Title"/>
<w:LsdException Locked="false" Priority="37" Name="Bibliography"/>
<w:LsdException Locked="false" Priority="39" QFormat="true" Name="TOC Heading"/>
</w:LatentStyles>
</xml><![endif]--><!--[if gte mso 10]>
<style>
/* Style Definitions */
table.MsoNormalTable
{mso-style-name:"Table Normal";
mso-tstyle-rowband-size:0;
mso-tstyle-colband-size:0;
mso-style-noshow:yes;
mso-style-priority:99;
mso-style-qformat:yes;
mso-style-parent:"";
mso-padding-alt:0in 5.4pt 0in 5.4pt;
mso-para-margin-top:0in;
mso-para-margin-right:0in;
mso-para-margin-bottom:10.0pt;
mso-para-margin-left:0in;
line-height:115%;
mso-pagination:widow-orphan;
font-size:11.0pt;
font-family:"Calibri","sans-serif";
mso-ascii-font-family:Calibri;
mso-ascii-theme-font:minor-latin;
mso-hansi-font-family:Calibri;
mso-hansi-theme-font:minor-latin;}
</style>
<![endif]-->
<br />
<div align="center" class="MsoNormal" style="text-align: center;">
<span style="font-size: large;"><b><span style="line-height: 115%;">Preparing <span style="font-size: large;">Y</span>our <span style="font-size: large;">Business </span>for<span style="font-size: large;"><span style="font-size: large;"> </span>2013</span></span></b></span><br />
</div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%; mso-bidi-font-size: 11.0pt;">Change is happening.<span style="mso-spacerun: yes;">
</span>The stress we felt in recent recession will hit our businesses again
soon. </span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<a href="https://encrypted-tbn3.gstatic.com/images?q=tbn:ANd9GcS5zQ91k2j5Yye6Zb0RM6BcO0WrmEQTZnKTtXyT72ftqmszPA1qTg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="100" src="https://encrypted-tbn3.gstatic.com/images?q=tbn:ANd9GcS5zQ91k2j5Yye6Zb0RM6BcO0WrmEQTZnKTtXyT72ftqmszPA1qTg" width="200" /></a><a href="http://kinlin.com/blog/wp-content/uploads/2012/11/Fiscal-Cliff.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" height="133" src="http://kinlin.com/blog/wp-content/uploads/2012/11/Fiscal-Cliff.jpg" width="200" /></a><span style="font-size: 14.0pt; line-height: 115%; mso-bidi-font-size: 11.0pt;">Whether this predicted fiscal cliff is a 10,000 foot drop, a bump in the road or someplace in between, business leaders need to be prepared. </span><br />
<span style="font-size: 14.0pt; line-height: 115%; mso-bidi-font-size: 11.0pt;"><br /></span>
<span style="font-size: 14.0pt; line-height: 115%; mso-bidi-font-size: 11.0pt;">Taxes will increase, legislation will be greater, health care costs will continue to go up, government will get bigger and <i><b>BUSINESS WILL STILL HAPPEN.</b></i></span></div>
<br />
<span style="font-size: 14.0pt; line-height: 115%; mso-bidi-font-family: Calibri; mso-bidi-font-size: 11.0pt; mso-bidi-theme-font: minor-latin;">Based on the lessons learned from past economically challenging times, as well as good business practices, let me share with you 5 areas that
you can manage in your business to survive and possible thrive.<span style="mso-list: Ignore;"></span></span><br />
<ul>
<li><span style="font-size: 14.0pt; line-height: 115%; mso-bidi-font-size: 11.0pt;"><b>Financial Management</b>. Going beyond fundamental management of your business (income statements, balance sheets, and sales forecasts), I recommend 2 specific things to improve your financial stability:</span><span style="font-size: 14.0pt; line-height: 115%; mso-bidi-font-family: Calibri; mso-bidi-font-size: 11.0pt; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;"> </span></span></li>
</ul>
<ol style="margin-left: 40px;">
<li><b><span style="font-size: 14.0pt; line-height: 115%; mso-bidi-font-family: Calibri; mso-bidi-font-size: 11.0pt; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;">Have a strong banking </span></span></b><span style="font-size: 14.0pt; line-height: 115%; mso-bidi-font-size: 11.0pt;"><b>relationship. </b>This goes two ways. Know the bank you are with is a solid bank. Think about the fallout a few years ago. Partner with a bank that will be there for you. Secondly, meet quarterly with your banker to review your business. Share what you have done and what you will do. This relationship will be invaluable if you need financial assistance from your bank.</span><span style="font-size: 14.0pt; line-height: 115%; mso-bidi-font-family: Calibri; mso-bidi-font-size: 11.0pt; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;"> </span></span></li>
<li><b><span style="font-size: 14.0pt; line-height: 115%; mso-bidi-font-family: Calibri; mso-bidi-font-size: 11.0pt; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;">Get your </span></span></b><span style="font-size: 14.0pt; line-height: 115%; mso-bidi-font-size: 11.0pt;"><b>Accounts Receivable balance to zero<i> OR EVEN negative!</i> </b>How can you get paid before you deliver the service? Think about magazines. They collect their money and then, over 12 months, deliver your service. How can your business do this? </span></li>
</ol>
<br />
<ul>
<li><span style="font-size: 14.0pt; line-height: 115%; mso-bidi-font-family: Calibri; mso-bidi-font-size: 11.0pt; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;"><span style="font: 7.0pt "Times New Roman";"> </span></span></span><span style="font-size: 14.0pt; line-height: 115%; mso-bidi-font-size: 11.0pt;"><b>Operational Management. </b>This is where you can make the biggest impact to your survival. Again, I recommend 2 specific actions:</span></li>
</ul>
<ol><ol>
<li><span style="font-size: 14.0pt; line-height: 115%; mso-bidi-font-family: Calibri; mso-bidi-font-size: 11.0pt; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;"><span style="font: 7.0pt "Times New Roman";"></span></span></span><span style="font-size: 14.0pt; line-height: 115%; mso-bidi-font-size: 11.0pt;"><b>Know what
you do and do what you know.</b> Identify your core services / products and be the best at it. Don't get distracted by the "shiny new idea". Focus on your core strengths and commit to being the best at it. Too many times I see businesses who lose sight of their core capabilities and wonder into unchartered waters. More often than not, they sink. Now is not the time to stray.</span><span style="font-size: 14.0pt; line-height: 115%; mso-bidi-font-family: Calibri; mso-bidi-font-size: 11.0pt; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;"><span style="font: 7.0pt "Times New Roman";"> </span></span></span></li>
<li><span style="font-size: 14.0pt; line-height: 115%; mso-bidi-font-size: 11.0pt;"><b>Simplify,
simplify, simplify</b>. Continually ask what you can do to streamline your operations. What steps don't add value to your service or product? There is a process called "Activity Based Costing". Ever activity has a cost to it. Find your cost and ask if there is an offsetting value. If not, eliminate it or simplify it.</span></li>
</ol>
</ol>
<ul>
<li><b><span style="font-size: 14.0pt; line-height: 115%; mso-bidi-font-size: 11.0pt;">Customer M</span></b><span style="font-size: 14.0pt; line-height: 115%; mso-bidi-font-size: 11.0pt;"><b>anagement.</b> Your customer relationship is the third area of focus. You must create "raving fans" to survive and thrive. Here are two recommendations:</span></li>
</ul>
<br />
<ol><ol>
<li><b><span style="font-size: 14.0pt; line-height: 115%; mso-bidi-font-family: Calibri; mso-bidi-font-size: 11.0pt; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;"><span style="font: 7.0pt "Times New Roman";"></span></span></span></b><span style="font-size: 14.0pt; line-height: 115%; mso-bidi-font-size: 11.0pt;"><b>Sell
solutions not products or services</b>. As simple as this sounds, too many businesses sell products and services that they think their customers need. Ask your customers what problems you solve. Ask them why they buy from you? Know their problems and be their solution.</span><span style="font-size: 14.0pt; line-height: 115%; mso-bidi-font-family: Calibri; mso-bidi-font-size: 11.0pt; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;"><span style="font: 7.0pt "Times New Roman";"> </span></span></span></li>
<li><span style="font-size: 14.0pt; line-height: 115%; mso-bidi-font-family: Calibri; mso-bidi-font-size: 11.0pt; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;"><span style="font: 7.0pt "Times New Roman";"> </span></span></span><span style="font-size: 14.0pt; line-height: 115%; mso-bidi-font-size: 11.0pt;"><b>Don’t
depend upon a few good customers</b>. Diversify your customer base. If you have more than 70% of your revenue coming from less than 30% of your clients, you are at risk. Find new customers who have the same problem. Can you expand geographically, demographically, gender, ethnicity, age, etc.? How does your solution solve another potential customer's problem? Profile your customers and find a new customer.</span><span style="font-size: 14.0pt; line-height: 115%; mso-bidi-font-family: Calibri; mso-bidi-font-size: 11.0pt; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;"> </span></span></li>
</ol>
</ol>
<ul>
<li><span style="font-size: 14.0pt; line-height: 115%; mso-bidi-font-family: Calibri; mso-bidi-font-size: 11.0pt; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;"><span style="font: 7.0pt "Times New Roman";"></span></span></span><span style="font-size: 14.0pt; line-height: 115%; mso-bidi-font-size: 11.0pt;"><b>Utilization
of Resources</b>. Most companies are only using 20-30% of their resources true potential. Consider how much technology is at your fingertips. Besides using it for e-mail, documents and a few basic spreadsheets, most of the potential lies dormant. This is true for most of the other resources in our business - including your people. What can you do? Here is one simple recommendation.</span></li>
</ul>
<ol><ol>
<li><b><span style="font-size: 14.0pt; line-height: 115%; mso-bidi-font-family: Calibri; mso-bidi-font-size: 11.0pt; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;"><span style="font: 7.0pt "Times New Roman";"></span></span></span></b><span style="font-size: 14.0pt; line-height: 115%; mso-bidi-font-size: 11.0pt;"><b>Invest in
resources. </b>Consider where the biggest opportunities are in your business and invest now - <b>BUT </b>measure the results. Don't assume if someone is trained or equipment is upgraded, that you have solved the problem. Measure the expected performance improvement. What gets measured gets accomplished. This is the only true way to do more with less.</span><span style="font-size: 14.0pt; line-height: 115%; mso-bidi-font-family: Calibri; mso-bidi-font-size: 11.0pt; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;"><span style="font: 7.0pt "Times New Roman";"> </span></span></span></li>
</ol>
</ol>
<ul>
<li><span style="font-size: 14.0pt; line-height: 115%; mso-bidi-font-size: 11.0pt;"><b>Stakeholder Management. </b>This is one of the most neglected asset a company has and yet the one that can make or break a business. The stakeholders of your business includes the community you live in and the market you serve. Frank Agin, founder of AmSpirit Business Connections and author, once said "<i>A</i></span><i><span style="font-size: 14.0pt; line-height: 115%; mso-bidi-font-size: 11.0pt;">ll things
being equal, and even when they aren’t, people do business with people they
know, like and trust.</span></i><span style="font-size: 14.0pt; line-height: 115%; mso-bidi-font-family: Calibri; mso-bidi-font-size: 11.0pt; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;"><i>" </i>In today's business world, n</span></span><span style="font-size: 14.0pt; line-height: 115%; mso-bidi-font-size: 11.0pt;">o reputation is a bad
reputation. You must pay attention to your reputation and build your reputation. Here is a simple action you can take.</span></li>
</ul>
<ol><ol>
<li><span style="font-size: 14.0pt; line-height: 115%; mso-bidi-font-size: 11.0pt;"><b>Invite comments. </b>Ask your customers to give you feedback. Online, in writing, through survey cards but you must ask. If you get something unfavorable, respond immediately. Study after study shows that a quick, positive resolution brings stronger loyalty than all the 'good' service in the world.</span></li>
</ol>
</ol>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%; mso-bidi-font-size: 11.0pt;"><a href="http://www.wraadvisors.com/" target="_blank"><i><b>FOCUS </b></i></a>on these core concepts and you have a better chance of surviving
and even thriving during this next challenging time.</span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt; line-height: 115%; mso-bidi-font-size: 11.0pt;">Remember this business truth –<b style="mso-bidi-font-weight: normal;"> <i>if someone is buying the products or services you offer, you have a marketplace
to compete. Your job is to compete!</i></b></span></div>
Leadership Management of Central Ohiohttp://www.blogger.com/profile/05898134048615745650noreply@blogger.com0tag:blogger.com,1999:blog-53356924815190730.post-70698055063352503632012-11-30T16:57:00.000-05:002012-12-05T16:49:52.944-05:00Winning In Business<br />
<br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b><span style="color: blue;">In my last newsletter, I spoke of "Winning in Business". <span style="font-size: small;">Take a few minutes to find out if you <span style="font-size: small;">are winn<span style="font-size: small;">ing or lo<span style="font-size: small;">sing<span style="font-size: small;"> in your business<span style="font-size: small;">.</span></span></span></span></span></span></span></b></span></span><br />
<br />
<div class="MsoNormal" style="line-height: normal;">
<div style="margin: 0px; padding: 0px;">
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b>How do you rate? Are you <span style="font-size: small;">winning or losing<span style="font-size: small;"> in business?</span></span></b></span></span></div>
<div style="margin: 0px; padding: 0px;">
<br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b>Rank your <span style="font-size: small;">answers </span>from 1 to 5 on how well you <span style="font-size: small;">are winning.</span></b></span></span></div>
<div style="margin: 0px; padding: 0px;">
<br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;"><b><span style="font-size: small;">Core B<span style="font-size: small;">usiness </span>Processes</span></b></span></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><span style="font-size: small;"><b><span style="font-size: small;"> </span>All the core business processes are documented.</b></span><b></b></span></span></span></div>
</div>
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">
<b>Not like Exactly</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> us at all like us</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> </b><b style="color: blue;"> 1 2 3 4</b><b style="color: blue;"> 5</b></span></span>
<br />
<div class="MsoNormal" style="line-height: normal;">
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b><span style="font-size: small;">We <span style="font-size: small;">measure our core business processes to <span style="font-size: small;">ensure they are <span style="font-size: small;">func<span style="font-size: small;">t<span style="font-size: small;">ion<span style="font-size: small;">ing as designed.</span></span></span></span></span></span></span></b></span></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b></b></span></span></span></div>
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">
<b>Not like Exactly</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> us at all like us</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> </b><b style="color: blue;"> 1 2 3 4</b><b style="color: blue;"> 5</b></span></span>
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><br /></span></span>
<br />
<div class="MsoNormal" style="line-height: normal;">
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b><span style="font-size: small;">We <span style="font-size: small;">have <span style="font-size: small;">multiple individ<span style="font-size: small;">uals trained on every core <span style="font-size: small;">business </span>process.</span></span></span></span></b></span></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"></span></span></span></span></span></span></span></b></span></span></span></div>
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">
<b>Not like Exactly</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> us at all like us</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> </b><b style="color: blue;"> 1 2 3 4</b><b style="color: blue;"> 5</b></span></span>
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><br /></span></span>
<br />
<br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b><span style="font-size: small;">Maintain Mission and Vision</span></b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b>We have a <span style="font-size: small;">defined mission and vision statement</span></b></span></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">
<b>Not like Exactly</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> us at all like us</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> </b><b style="color: blue;"> 1 2 3 4</b><b style="color: blue;"> 5</b></span></span>
<br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b>Every employee <span style="font-size: small;">knows the </span></b></span></span></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b><span style="font-size: small;">mission and vision of the company</span></b></span></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">
<b>Not like Exactly</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> us at all like us</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> </b><b style="color: blue;"> 1 2 3 4</b><b style="color: blue;"> 5</b></span></span>
<br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b><span style="font-size: small;">Employee reviews measure activity and <span style="font-size: small;">achievements</span> <span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;">toward</span> the mission <span style="font-size: small;">and vision</span></span></span></span></b></span></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b></b></span></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">
<b>Not like Exactly</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> us at all like us</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> </b><b style="color: blue;"> 1 2 3 4</b><b style="color: blue;"> 5</b></span></span>
<br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><br /></span></span>
<br />
<div class="MsoNormal" style="line-height: normal;">
<div class="MsoNormal" style="line-height: normal;">
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b>Embrace Change</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b><span style="font-size: small;"><span style="font-size: small;">All business processes are <span style="font-size: small;">part of <span style="font-size: small;">continuous</span> <span style="font-size: small;"><span style="font-size: small;">improvement</span> processes</span></span></span></span></b></span></span></span><b><br /><span style="font-size: small;"></span></b><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">
<b>Not like Exactly</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> us at all like us</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b style="color: blue;"> 1 2 3 4</b><b style="color: blue;"> 5</b></span></span>
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b><span style="font-size: small;"><span style="font-size: small;"> </span></span></b></span></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b><span style="font-size: small;"><span style="font-size: small;">Everyone is encouraged to recommend change</span></span></b></span></span></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> Not like Exactly</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> us at all like us</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b style="color: blue;"> 1 2 3 4</b><b style="color: blue;"> 5</b></span></span></div>
<div class="MsoNormal" style="line-height: normal;">
<span style="color: #e0260d;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b><span style="font-size: small;">All change attempts <span style="font-size: small;">are </span></span>celebr<span style="font-size: small;">ated <span style="font-size: small;">- both success and not</span></span></b></span></span></span><br />
<br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> Not like Exactly</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> us at all like us</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b style="color: blue;"> 1 2 3 4</b><b style="color: blue;"> 5</b></span></span><br />
<br />
<!--[if gte mso 9]><xml>
<w:WordDocument>
<w:View>Normal</w:View>
<w:Zoom>0</w:Zoom>
<w:TrackMoves/>
<w:TrackFormatting/>
<w:PunctuationKerning/>
<w:ValidateAgainstSchemas/>
<w:SaveIfXMLInvalid>false</w:SaveIfXMLInvalid>
<w:IgnoreMixedContent>false</w:IgnoreMixedContent>
<w:AlwaysShowPlaceholderText>false</w:AlwaysShowPlaceholderText>
<w:DoNotPromoteQF/>
<w:LidThemeOther>EN-US</w:LidThemeOther>
<w:LidThemeAsian>X-NONE</w:LidThemeAsian>
<w:LidThemeComplexScript>X-NONE</w:LidThemeComplexScript>
<w:Compatibility>
<w:BreakWrappedTables/>
<w:SnapToGridInCell/>
<w:WrapTextWithPunct/>
<w:UseAsianBreakRules/>
<w:DontGrowAutofit/>
<w:SplitPgBreakAndParaMark/>
<w:DontVertAlignCellWithSp/>
<w:DontBreakConstrainedForcedTables/>
<w:DontVertAlignInTxbx/>
<w:Word11KerningPairs/>
<w:CachedColBalance/>
</w:Compatibility>
<w:BrowserLevel>MicrosoftInternetExplorer4</w:BrowserLevel>
<m:mathPr>
<m:mathFont m:val="Cambria Math"/>
<m:brkBin m:val="before"/>
<m:brkBinSub m:val="--"/>
<m:smallFrac m:val="off"/>
<m:dispDef/>
<m:lMargin m:val="0"/>
<m:rMargin m:val="0"/>
<m:defJc m:val="centerGroup"/>
<m:wrapIndent m:val="1440"/>
<m:intLim m:val="subSup"/>
<m:naryLim m:val="undOvr"/>
</m:mathPr></w:WordDocument>
</xml><![endif]--><br />
<!--[if gte mso 9]><xml>
<w:LatentStyles DefLockedState="false" DefUnhideWhenUsed="true"
DefSemiHidden="true" DefQFormat="false" DefPriority="99"
LatentStyleCount="267">
<w:LsdException Locked="false" Priority="0" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Normal"/>
<w:LsdException Locked="false" Priority="9" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="heading 1"/>
<w:LsdException Locked="false" Priority="9" QFormat="true" Name="heading 2"/>
<w:LsdException Locked="false" Priority="9" QFormat="true" Name="heading 3"/>
<w:LsdException Locked="false" Priority="9" QFormat="true" Name="heading 4"/>
<w:LsdException Locked="false" Priority="9" QFormat="true" Name="heading 5"/>
<w:LsdException Locked="false" Priority="9" QFormat="true" Name="heading 6"/>
<w:LsdException Locked="false" Priority="9" QFormat="true" Name="heading 7"/>
<w:LsdException Locked="false" Priority="9" QFormat="true" Name="heading 8"/>
<w:LsdException Locked="false" Priority="9" QFormat="true" Name="heading 9"/>
<w:LsdException Locked="false" Priority="39" Name="toc 1"/>
<w:LsdException Locked="false" Priority="39" Name="toc 2"/>
<w:LsdException Locked="false" Priority="39" Name="toc 3"/>
<w:LsdException Locked="false" Priority="39" Name="toc 4"/>
<w:LsdException Locked="false" Priority="39" Name="toc 5"/>
<w:LsdException Locked="false" Priority="39" Name="toc 6"/>
<w:LsdException Locked="false" Priority="39" Name="toc 7"/>
<w:LsdException Locked="false" Priority="39" Name="toc 8"/>
<w:LsdException Locked="false" Priority="39" Name="toc 9"/>
<w:LsdException Locked="false" Priority="35" QFormat="true" Name="caption"/>
<w:LsdException Locked="false" Priority="10" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Title"/>
<w:LsdException Locked="false" Priority="1" Name="Default Paragraph Font"/>
<w:LsdException Locked="false" Priority="11" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Subtitle"/>
<w:LsdException Locked="false" Priority="22" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Strong"/>
<w:LsdException Locked="false" Priority="20" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Emphasis"/>
<w:LsdException Locked="false" Priority="59" SemiHidden="false"
UnhideWhenUsed="false" Name="Table Grid"/>
<w:LsdException Locked="false" UnhideWhenUsed="false" Name="Placeholder Text"/>
<w:LsdException Locked="false" Priority="1" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="No Spacing"/>
<w:LsdException Locked="false" Priority="60" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Shading"/>
<w:LsdException Locked="false" Priority="61" SemiHidden="false"
UnhideWhenUsed="false" Name="Light List"/>
<w:LsdException Locked="false" Priority="62" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Grid"/>
<w:LsdException Locked="false" Priority="63" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 1"/>
<w:LsdException Locked="false" Priority="64" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 2"/>
<w:LsdException Locked="false" Priority="65" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 1"/>
<w:LsdException Locked="false" Priority="66" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 2"/>
<w:LsdException Locked="false" Priority="67" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 1"/>
<w:LsdException Locked="false" Priority="68" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 2"/>
<w:LsdException Locked="false" Priority="69" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 3"/>
<w:LsdException Locked="false" Priority="70" SemiHidden="false"
UnhideWhenUsed="false" Name="Dark List"/>
<w:LsdException Locked="false" Priority="71" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Shading"/>
<w:LsdException Locked="false" Priority="72" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful List"/>
<w:LsdException Locked="false" Priority="73" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Grid"/>
<w:LsdException Locked="false" Priority="60" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Shading Accent 1"/>
<w:LsdException Locked="false" Priority="61" SemiHidden="false"
UnhideWhenUsed="false" Name="Light List Accent 1"/>
<w:LsdException Locked="false" Priority="62" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Grid Accent 1"/>
<w:LsdException Locked="false" Priority="63" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 1 Accent 1"/>
<w:LsdException Locked="false" Priority="64" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 2 Accent 1"/>
<w:LsdException Locked="false" Priority="65" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 1 Accent 1"/>
<w:LsdException Locked="false" UnhideWhenUsed="false" Name="Revision"/>
<w:LsdException Locked="false" Priority="34" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="List Paragraph"/>
<w:LsdException Locked="false" Priority="29" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Quote"/>
<w:LsdException Locked="false" Priority="30" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Intense Quote"/>
<w:LsdException Locked="false" Priority="66" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 2 Accent 1"/>
<w:LsdException Locked="false" Priority="67" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 1 Accent 1"/>
<w:LsdException Locked="false" Priority="68" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 2 Accent 1"/>
<w:LsdException Locked="false" Priority="69" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 3 Accent 1"/>
<w:LsdException Locked="false" Priority="70" SemiHidden="false"
UnhideWhenUsed="false" Name="Dark List Accent 1"/>
<w:LsdException Locked="false" Priority="71" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Shading Accent 1"/>
<w:LsdException Locked="false" Priority="72" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful List Accent 1"/>
<w:LsdException Locked="false" Priority="73" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Grid Accent 1"/>
<w:LsdException Locked="false" Priority="60" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Shading Accent 2"/>
<w:LsdException Locked="false" Priority="61" SemiHidden="false"
UnhideWhenUsed="false" Name="Light List Accent 2"/>
<w:LsdException Locked="false" Priority="62" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Grid Accent 2"/>
<w:LsdException Locked="false" Priority="63" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 1 Accent 2"/>
<w:LsdException Locked="false" Priority="64" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 2 Accent 2"/>
<w:LsdException Locked="false" Priority="65" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 1 Accent 2"/>
<w:LsdException Locked="false" Priority="66" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 2 Accent 2"/>
<w:LsdException Locked="false" Priority="67" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 1 Accent 2"/>
<w:LsdException Locked="false" Priority="68" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 2 Accent 2"/>
<w:LsdException Locked="false" Priority="69" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 3 Accent 2"/>
<w:LsdException Locked="false" Priority="70" SemiHidden="false"
UnhideWhenUsed="false" Name="Dark List Accent 2"/>
<w:LsdException Locked="false" Priority="71" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Shading Accent 2"/>
<w:LsdException Locked="false" Priority="72" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful List Accent 2"/>
<w:LsdException Locked="false" Priority="73" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Grid Accent 2"/>
<w:LsdException Locked="false" Priority="60" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Shading Accent 3"/>
<w:LsdException Locked="false" Priority="61" SemiHidden="false"
UnhideWhenUsed="false" Name="Light List Accent 3"/>
<w:LsdException Locked="false" Priority="62" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Grid Accent 3"/>
<w:LsdException Locked="false" Priority="63" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 1 Accent 3"/>
<w:LsdException Locked="false" Priority="64" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 2 Accent 3"/>
<w:LsdException Locked="false" Priority="65" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 1 Accent 3"/>
<w:LsdException Locked="false" Priority="66" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 2 Accent 3"/>
<w:LsdException Locked="false" Priority="67" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 1 Accent 3"/>
<w:LsdException Locked="false" Priority="68" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 2 Accent 3"/>
<w:LsdException Locked="false" Priority="69" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 3 Accent 3"/>
<w:LsdException Locked="false" Priority="70" SemiHidden="false"
UnhideWhenUsed="false" Name="Dark List Accent 3"/>
<w:LsdException Locked="false" Priority="71" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Shading Accent 3"/>
<w:LsdException Locked="false" Priority="72" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful List Accent 3"/>
<w:LsdException Locked="false" Priority="73" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Grid Accent 3"/>
<w:LsdException Locked="false" Priority="60" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Shading Accent 4"/>
<w:LsdException Locked="false" Priority="61" SemiHidden="false"
UnhideWhenUsed="false" Name="Light List Accent 4"/>
<w:LsdException Locked="false" Priority="62" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Grid Accent 4"/>
<w:LsdException Locked="false" Priority="63" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 1 Accent 4"/>
<w:LsdException Locked="false" Priority="64" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 2 Accent 4"/>
<w:LsdException Locked="false" Priority="65" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 1 Accent 4"/>
<w:LsdException Locked="false" Priority="66" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 2 Accent 4"/>
<w:LsdException Locked="false" Priority="67" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 1 Accent 4"/>
<w:LsdException Locked="false" Priority="68" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 2 Accent 4"/>
<w:LsdException Locked="false" Priority="69" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 3 Accent 4"/>
<w:LsdException Locked="false" Priority="70" SemiHidden="false"
UnhideWhenUsed="false" Name="Dark List Accent 4"/>
<w:LsdException Locked="false" Priority="71" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Shading Accent 4"/>
<w:LsdException Locked="false" Priority="72" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful List Accent 4"/>
<w:LsdException Locked="false" Priority="73" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Grid Accent 4"/>
<w:LsdException Locked="false" Priority="60" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Shading Accent 5"/>
<w:LsdException Locked="false" Priority="61" SemiHidden="false"
UnhideWhenUsed="false" Name="Light List Accent 5"/>
<w:LsdException Locked="false" Priority="62" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Grid Accent 5"/>
<w:LsdException Locked="false" Priority="63" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 1 Accent 5"/>
<w:LsdException Locked="false" Priority="64" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 2 Accent 5"/>
<w:LsdException Locked="false" Priority="65" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 1 Accent 5"/>
<w:LsdException Locked="false" Priority="66" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 2 Accent 5"/>
<w:LsdException Locked="false" Priority="67" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 1 Accent 5"/>
<w:LsdException Locked="false" Priority="68" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 2 Accent 5"/>
<w:LsdException Locked="false" Priority="69" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 3 Accent 5"/>
<w:LsdException Locked="false" Priority="70" SemiHidden="false"
UnhideWhenUsed="false" Name="Dark List Accent 5"/>
<w:LsdException Locked="false" Priority="71" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Shading Accent 5"/>
<w:LsdException Locked="false" Priority="72" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful List Accent 5"/>
<w:LsdException Locked="false" Priority="73" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Grid Accent 5"/>
<w:LsdException Locked="false" Priority="60" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Shading Accent 6"/>
<w:LsdException Locked="false" Priority="61" SemiHidden="false"
UnhideWhenUsed="false" Name="Light List Accent 6"/>
<w:LsdException Locked="false" Priority="62" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Grid Accent 6"/>
<w:LsdException Locked="false" Priority="63" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 1 Accent 6"/>
<w:LsdException Locked="false" Priority="64" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 2 Accent 6"/>
<w:LsdException Locked="false" Priority="65" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 1 Accent 6"/>
<w:LsdException Locked="false" Priority="66" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 2 Accent 6"/>
<w:LsdException Locked="false" Priority="67" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 1 Accent 6"/>
<w:LsdException Locked="false" Priority="68" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 2 Accent 6"/>
<w:LsdException Locked="false" Priority="69" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 3 Accent 6"/>
<w:LsdException Locked="false" Priority="70" SemiHidden="false"
UnhideWhenUsed="false" Name="Dark List Accent 6"/>
<w:LsdException Locked="false" Priority="71" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Shading Accent 6"/>
<w:LsdException Locked="false" Priority="72" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful List Accent 6"/>
<w:LsdException Locked="false" Priority="73" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Grid Accent 6"/>
<w:LsdException Locked="false" Priority="19" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Subtle Emphasis"/>
<w:LsdException Locked="false" Priority="21" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Intense Emphasis"/>
<w:LsdException Locked="false" Priority="31" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Subtle Reference"/>
<w:LsdException Locked="false" Priority="32" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Intense Reference"/>
<w:LsdException Locked="false" Priority="33" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Book Title"/>
<w:LsdException Locked="false" Priority="37" Name="Bibliography"/>
<w:LsdException Locked="false" Priority="39" QFormat="true" Name="TOC Heading"/>
</w:LatentStyles>
</xml><![endif]--><!--[if gte mso 10]>
<style>
/* Style Definitions */
table.MsoNormalTable
{mso-style-name:"Table Normal";
mso-tstyle-rowband-size:0;
mso-tstyle-colband-size:0;
mso-style-noshow:yes;
mso-style-priority:99;
mso-style-qformat:yes;
mso-style-parent:"";
mso-padding-alt:0in 5.4pt 0in 5.4pt;
mso-para-margin-top:0in;
mso-para-margin-right:0in;
mso-para-margin-bottom:10.0pt;
mso-para-margin-left:0in;
line-height:115%;
mso-pagination:widow-orphan;
font-size:11.0pt;
font-family:"Calibri","sans-serif";
mso-ascii-font-family:Calibri;
mso-ascii-theme-font:minor-latin;
mso-hansi-font-family:Calibri;
mso-hansi-theme-font:minor-latin;}
</style>
<![endif]-->
<br />
<div class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<b><span style="font-family: "Arial","sans-serif"; font-size: 10.0pt; mso-bidi-font-size: 11.0pt; mso-fareast-font-family: "Times New Roman";"></span></b><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"></span></div>
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b><span style="font-size: small;">Continuously evaluate <span style="font-size: small;">business processes</span></span></b></span></span><br />
<br />
<span style="color: red;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;">Feedb<span style="font-size: small;">ack is <span style="font-size: small;">sought from emplo<span style="font-size: small;">yees to <span style="font-size: small;">impro<span style="font-size: small;">ve business processes.</span></span></span></span></span></span></span></span></b></span></span></span></span></span></span></b></span></span></span></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">
<b>Not like Exactly</b></span></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> </b></span></span></div>
<div class="MsoNormal" style="line-height: normal;">
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> us at all like us</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b style="color: blue;"> 1 2 3 4</b><b style="color: blue;"> 5</b></span></span><br />
<div class="MsoNormal" style="line-height: normal;">
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;">Strategy meetings are conducted at least <span style="font-size: small;">annually to determine business sh<span style="font-size: small;">ifts.</span></span></span></span></span></b></span></span></span></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">
<b>Not like Exactly</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> </b></span></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> us at all like us</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b style="color: blue;"> 1 2 3 4</b><b style="color: blue;"> 5</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;">Market trends and <span style="font-size: small;">competitor evaluation is <span style="font-size: small;">part of <span style="font-size: small;">regular st<span style="font-size: small;">rategy meetings<span style="font-size: small;">.</span></span></span></span></span></span></span></span></b></span></span></span></span></span><b> </b><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">
<b>Not like Exactly</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> us at all like us</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b style="color: blue;"> 1 2 3 4</b><b style="color: blue;"> 5</b></span></span><br />
<br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b><span style="font-size: small;"><span style="font-size: small;">Customer Value Proposition</span></span></b></span></span></b></span></span><br />
<br />
<span style="color: red;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;">Feedb<span style="font-size: small;">ack is <span style="font-size: small;">sought from custome<span style="font-size: small;">rs regu<span style="font-size: small;">lar<span style="font-size: small;">ly</span></span></span><span style="color: blue;"><span style="font-size: small;"></span></span></span></span></span></span></span></b></span></span></span></span></span></span></b></span></span></span></span></span></div>
<div class="MsoNormal" style="line-height: normal;">
<span style="color: red;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"> </span></span></span></span></span></b></span></span></span></span></span></span></b></span></span></span></span></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">
<b>Not like Exactly</b></span></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> </b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> </b></span></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> us at all like us</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b style="color: blue;"> 1 2 3 4</b><b style="color: blue;"> 5</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;">Customer "Wants/<span style="font-size: small;">needs" meetings are held <span style="font-size: small;">at<span style="font-size: small;"> least </span></span>annually</span></span></span></span></span></span></b></span></span></span></span></span><b><br /><span style="font-size: small;"></span></b><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">
<b>Not like Exactly</b></span></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> </b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> us at all like us</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b style="color: blue;"> 1 2 3 4</b><b style="color: blue;"> 5</b></span></span><br />
<br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;">Customer <span style="font-size: small;">trends are <span style="font-size: small;">monitored and tracked</span></span></span></span></span></span></span></b></span></span></span></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">
<b>Not like Exactly</b></span></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> </b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> us at all like us</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b style="color: blue;"> 1 2 3 4</b><b style="color: blue;"> 5</b></span></span><br />
<br />
<br />
<div class="MsoNormal" style="line-height: normal;">
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"> </span></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"> </span></span></div>
</div>
</div>
<div class="MsoNormal" style="line-height: normal;">
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"> <b><span style="color: black;">Action:</span></b></span></span></div>
</div>
<div class="MsoNormal" style="line-height: normal;">
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b style="color: #274e13;">What is one thing you can do to improve your situation?</b></span></span>
</div>
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b style="color: #274e13;"><span style="color: black;">If you would like to discuss these in more detail, give us a call.</span></b></span></span>Leadership Management of Central Ohiohttp://www.blogger.com/profile/05898134048615745650noreply@blogger.com0tag:blogger.com,1999:blog-53356924815190730.post-48411436436930788292012-10-31T10:51:00.001-04:002012-11-01T16:46:25.457-04:00Four Success Leadership Traits<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b><span style="color: blue;">Four Success Leadership Traits</span></b></span></span>
<br />
<div class="MsoNormal" style="line-height: normal;">
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><br /></span></span>
<br />
<div style="margin: 0px; padding: 0px;">
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b>How do you rate? Are you leading your business to a higher plain of success?</b></span></span></div>
<div style="margin: 0px; padding: 0px;">
</div>
<div style="margin: 0px; padding: 0px;">
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b>Rank your traits from 1 to 5 on how well you lead.</b></span></span><br />
</div>
<div style="margin: 0px; padding: 0px;">
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> </b></span></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b>1. Work in the business – <i>at the appropriate level!</i></b></span></span></div>
</div>
<div class="MsoNormal" style="line-height: normal;">
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b>My business and / or team has a shared vision of the future and everyone is committed to it's achievement.</b></span></span></span></div>
<div class="MsoNormal" style="line-height: normal;">
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"></span></span></span></div>
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">
<b>Not like Exactly</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> us at all like us</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"></span></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> </b><b style="color: blue;"> 1 2 3 4</b><b style="color: blue;"> 5</b></span></span>
<br />
<div class="MsoNormal" style="line-height: normal;">
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b>Everyone's key goals and objectives are directly tied to the vision of the company.</b></span></span></span></div>
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">
<b>Not like Exactly</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> us at all like us</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"></span></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> </b><b style="color: blue;"> 1 2 3 4</b><b style="color: blue;"> 5</b></span></span>
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><br /></span></span>
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> </b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b>2. Hire, retain and grow good team players</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b><span style="color: #e0260d;"> </span>We have a set of clearly defined process for all new hires</b></span></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">
<b>Not like Exactly</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> us at all like us</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"></span></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> </b><b style="color: blue;"> 1 2 3 4</b><b style="color: blue;"> 5</b></span></span>
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b></b></span></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b>Every employee has a training and coaching plan</b></span></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">
<b>Not like Exactly</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> us at all like us</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"></span></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> </b><b style="color: blue;"> 1 2 3 4</b><b style="color: blue;"> 5</b></span></span>
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b></b></span></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b>We have a defined process for any under performing employee</b></span></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">
<b>Not like Exactly</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> us at all like us</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> </b><b style="color: blue;"> 1 2 3 4</b><b style="color: blue;"> 5</b></span></span>
<br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><br /></span></span>
<br />
<div class="MsoNormal" style="line-height: normal;">
<div class="MsoNormal" style="line-height: normal;">
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b>3. </b><b>Manage activities, not results</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b>All processes have key activities that are monitored</b></span></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">
<b>Not like Exactly</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> us at all like us</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"></span></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b style="color: blue;"> 1 2 3 4</b><b style="color: blue;"> 5</b></span></span>
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b><span style="font-size: small;"><span style="font-size: small;"> </span></span></b></span></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b><span style="font-size: small;"><span style="font-size: small;">Everyone in the <span style="font-size: small;">organization is empowered to crea<span style="font-size: small;">te/improve <span style="font-size: small;">processes (even outside their department)</span></span></span></span></span></b></span></span></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"> </span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> Not like Exactly</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> us at all like us</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"></span></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b style="color: blue;"> 1 2 3 4</b><b style="color: blue;"> 5</b></span></span></div>
<div class="MsoNormal" style="line-height: normal;">
</div>
<div class="MsoNormal" style="line-height: normal;">
<br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b>4. Make sure that everybody gets to play</b></span></span><br />
<span style="color: red;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;">We regularly "<span style="font-size: small;">poll" our team to mea<span style="font-size: small;">sure <span style="font-size: small;"><span style="font-size: small;">thei<span style="font-size: small;">r</span></span> <span style="font-size: small;">engagement </span></span></span></span></span></span></span></b></span></span></span></span></span><b>level</b></div>
<div class="MsoNormal" style="line-height: normal;">
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b><span style="font-size: small;"><span style="font-size: small;"></span></span></b></span></span></span></span></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">
<b>Not like Exactly</b></span></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> </b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> us at all like us</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"></span></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b style="color: blue;"> 1 2 3 4</b><b style="color: blue;"> 5</b></span></span><br />
<div class="MsoNormal" style="line-height: normal;">
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b><span style="font-size: small;"><span style="font-size: small;">Every<span style="font-size: small;"> on </span>in the <span style="font-size: small;">organization <span style="font-size: small;">has a personal motivational plan </span></span></span></span></b></span></span></span></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #e0260d;"><b><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"></span></span></span></span></span></b></span></span></span></span></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">
<b>Not like Exactly</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b> us at all like us</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"></span></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b style="color: blue;"> 1 2 3 4</b><b style="color: blue;"> 5</b></span></span><br />
<div class="MsoNormal" style="line-height: normal;">
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"> </span></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"></span></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"> </span></span></div>
</div>
</div>
<div class="MsoNormal" style="line-height: normal;">
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"> <b><span style="color: black;">Action:</span></b></span></span></div>
</div>
<div class="MsoNormal" style="line-height: normal;">
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b style="color: #274e13;">What is one thing you can do to improve your situation?</b></span></span>
</div>
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b style="color: #274e13;"><span style="color: black;">If you would like to discuss these in more detail, give us a call.</span></b></span></span>Leadership Management of Central Ohiohttp://www.blogger.com/profile/05898134048615745650noreply@blogger.com0tag:blogger.com,1999:blog-53356924815190730.post-15495886038455809552012-08-30T12:01:00.003-04:002012-09-04T12:50:47.019-04:00Top Five Critical Management Issues<div style="text-align: center;">
<br />
<span style="font-size: large;"><b><span style="color: blue;">Top Five Critical Management Issues</span></b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<br />
<div style="margin: 0px; padding-bottom: 0px; padding-left: 0px; padding-right: 0px; padding-top: 0px;">
<b><span style="font-family: arial,helvetica,sans-serif;"><span style="font-size: 13px;">Based on the Institute for Corporate Productivity study, what is your critical management issues in your business? Rank them from 1 (most critical) to 5 (least critical)</span></span></b></div>
</div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="color: #e0260d;"><span style="font-size: small;"><span style="font-family: arial,helvetica,sans-serif;"><b>Leadership skills and strength in my organization</b></span></span></span></div>
<span style="font-size: small;"><b style="color: blue;"> 1 2 3 4</b></span><span style="font-size: small;"><b style="color: blue;"> 5</b></span><br />
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<br />
<span style="font-size: small;"><span style="color: #e0260d;"><b><span style="font-family: arial,helvetica,sans-serif;">Managing and growing the talent of my organization</span></b></span></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b style="color: blue;"> 1 2 3 4</b></span><span style="font-size: small;"><b style="color: blue;"> 5</b></span><br />
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
</div>
<span style="font-size: small;"><span style="color: #e0260d;"><b><span style="font-family: arial,helvetica,sans-serif;">Managing and implementing change in my organization</span></b></span></span><span style="font-size: small;"><b style="color: blue;"> </b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b style="color: blue;"> 1 2 3 4</b></span><span style="font-size: small;"><b style="color: blue;"> 5</b></span>
<br />
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
</div>
<span style="font-size: small;"><span style="color: #e0260d;"><b><span style="font-family: arial,helvetica,sans-serif;">Managing and coping with change occurring outside my organization</span></b></span></span><span style="font-size: small;"><b style="color: blue;"> </b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b style="color: blue;"> 1 2 3 4</b></span><span style="font-size: small;"><b style="color: blue;"> 5</b></span>
<br />
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<br />
<span style="font-size: small;"><span style="color: #e0260d;"><b><span style="font-family: arial,helvetica,sans-serif;">Developing and executing solid succession plans to insure the future of my organization</span></b></span></span><span style="font-size: small;"><b style="color: blue;"> </b></span><br />
<span style="font-size: small;"><b style="color: blue;"> 1 2 3 4</b></span><span style="font-size: small;"><b style="color: blue;"> 5</b></span>
<br />
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
</div>
<span style="font-size: small;"><span style="color: #e0260d;"><b><span style="font-family: arial,helvetica,sans-serif;">If you have other challenges facing your organization, please post your comment and let me know.</span></b></span></span><br />
<span style="font-size: small;"><b style="color: blue;"></b></span><br />
<span style="font-size: small;"><b><span style="color: black;">Action:</span></b></span></div>
</div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b style="color: #274e13;">What is one thing you can do to improve your situation?</b></span><br />
</div>
<span style="font-size: small;"><b style="color: #274e13;"><span style="color: black;">If you would like to discuss these in more detail, give us a call.</span></b></span>Leadership Management of Central Ohiohttp://www.blogger.com/profile/05898134048615745650noreply@blogger.com0tag:blogger.com,1999:blog-53356924815190730.post-86651727340707371752012-07-31T16:41:00.000-04:002012-07-31T16:41:36.864-04:00The "Four Great Fears" of Leadership<div style="text-align: center;">
<span style="font-size: large;"><b><span style="color: blue;">The "Four Great Fears" of Leadership</span></b></span></div>
<br />
<div style="font-family: Arial,Helvetica,sans-serif; text-align: center;">
</div>
<br />
<br />
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b>How am I doing with the "Four Fears"? </b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b>1 - Not at all like me 2 - Somewhat like me 3 - Exactly like me</b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<br /></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<div style="color: #990000; font-family: Arial,Helvetica,sans-serif;">
<span style="font-size: small;"><b><span style="color: #e0260d;"><span style="font-family: arial,helvetica,sans-serif;">Great Fear #1 – I’m Not a “Natural Leader”</span></span></b></span><br />
<span style="font-size: small;"><b><span style="color: #99082c;"> 1. Just like any other skill, </span></b></span><b>I invest time, money and energy in improving my leadership. </b></div>
<span style="font-size: small;"><b style="color: blue;"> 1 2 3</b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b><span style="color: #99082c;"> 2. I evaluate, through feedback and self-evaluation, my strengths and weaknesses as a leader on a regular basis.</span></b></span><b></b><br />
<span style="font-size: small;"><b style="color: blue;"> 1 2 3</b></span><br />
<br />
<span style="font-size: small;"><span style="color: #e0260d;"><b><span style="font-family: arial,helvetica,sans-serif;">Great Fear # 2 Fear of Failure</span></b></span></span><br />
<span style="color: #e0260d;"><b><span style="font-family: arial,helvetica,sans-serif;"><span style="font-size: 13px;"><span style="color: #99082c;"><span style="font-size: small;"><b>3</b></span></span></span></span></b></span><span style="font-size: small;"><b><span style="color: #99082c;">. I celebrate risks, mistakes and errors.</span></b></span><br />
<span style="font-size: small;"><b><span style="color: #99082c;"> </span></b><b style="color: blue;"> 1 2 3</b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b><span style="color: #99082c;">4. </span></b></span><span style="font-size: small;"><b><span style="color: #99082c;">My team is energized by trying new ways and being challenged to "fail".</span></b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b><span style="color: #99082c;"> </span></b><b style="color: blue;"> 1 2 3</b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b><span style="color: #e0260d;"><span style="font-family: arial,helvetica,sans-serif;">Great Fear # 3 I Don’t Know How to Motivate My Employees</span></span></b></span><br />
<b><span style="color: #e0260d;"><span style="font-family: arial,helvetica,sans-serif;"><span style="font-size: 13px;"></span></span></span></b><span style="font-size: small;"><b><span style="color: #99082c;">5. I am excited and passionate about our business and the daily work I do.</span></b></span><br />
<span style="font-size: small;"><b><span style="color: #99082c;"> </span></b><b style="color: blue;"> 1 2 3</b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b><span style="color: #99082c;">6. I understand every team members personal passion and have connected it to the mission of the business.</span></b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b><span style="color: #99082c;"> </span></b><b style="color: blue;"> 1 2 3</b></span><br />
<br />
<span style="font-size: small;"><span style="color: #e0260d;"><b><span style="font-family: arial,helvetica,sans-serif;">Great Fear #4 I Don’t Know What to Do Next</span></b></span></span><span style="font-size: small;"><b style="color: blue;"> </b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b><span style="color: #99082c;">7. I evaluate everything in my business that helped us achieve success and am willing to change it.</span></b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b><span style="color: #99082c;"> </span></b><b style="color: blue;"> 1 2 3</b></span><br />
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b><span style="color: #99082c;">8. We do not rely on "the way we have always done it" to grow the business. </span></b><b style="color: blue;"> </b></span><span style="font-size: small;"><b><span style="color: #99082c;"> </span></b><b style="color: blue;"> </b></span><span style="font-size: small;"><b style="color: blue;">1 2 3</b></span></div>
<br /></div>
<br />
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b>Results:</b><b style="color: blue;"> </b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b style="color: blue;">1 - 10 - You have are a consumed by the "Four Fears".</b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b style="color: blue;">11-20 - You are managing the "Four Fears".</b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b style="color: blue;">21-24 - You have master the "Four Fears".</b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<br /></div>
<div class="MsoNormal" style="color: #274e13; font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b><span style="color: black;">Evaluation</span>:</b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b style="color: #274e13;">What are 3 things that need to change in order for your score to improve? </b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<br /></div>
<span style="font-size: small;"><b style="color: #274e13;"><span style="color: black;">If you would like to discuss these in more detail, give us a call.</span></b></span>Leadership Management of Central Ohiohttp://www.blogger.com/profile/05898134048615745650noreply@blogger.com0tag:blogger.com,1999:blog-53356924815190730.post-83671419766940491402012-05-31T13:37:00.001-04:002012-05-31T13:37:18.237-04:00Are you a LEADER or a "Downside Manager"?<div style="font-family: Arial,Helvetica,sans-serif; text-align: center;">
<b><span style="font-size: small;">Are you a LEADER or a "Downside Manager"?</span></b></div>
<br />
<br />
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b>How does my leadership rank? </b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b>1 - Not at all like me 2 - Somewhat like me 3 - Exactly like me</b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<br /></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<div style="color: #990000; font-family: Arial,Helvetica,sans-serif;">
<span style="font-size: small;"><b><span style="color: #99082c;">1. </span></b></span><b>I know what motives each member of my team. </b></div>
<span style="font-size: small;"><b style="color: blue;"> 1 2 3</b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b><span style="color: #99082c;">2. Each member of my team knows exactly how they contribute to the overall mission of the company or department.</span></b></span><br />
</div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b><span style="color: #99082c;"> </span></b><b style="color: blue;"> 1 2 3</b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b><span style="color: #99082c;">3. </span></b></span><span style="font-size: small;"><b><span style="color: #99082c;">I have told each member of my team, in specific terms, how they are valued by the company within the last month.</span></b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b><span style="color: #99082c;"> </span></b><b style="color: blue;"> 1 2 3</b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b><span style="color: #99082c;">4. I have defined training </span></b></span><span style="font-size: small;"><b><span style="color: #99082c;"> (formal and informal training) </span></b></span><span style="font-size: small;"><b><span style="color: #99082c;">plan for each team member to help them improve their contribution to the organization.</span></b></span><br />
<span style="font-size: small;"><b><span style="color: #99082c;"> </span></b><b style="color: blue;"> 1 2 3</b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b><span style="color: #99082c;">5. Every team member has an up to date career plan.</span></b></span><br />
</div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b><span style="color: #99082c;"> </span></b><b style="color: blue;"> 1 2 3</b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b><span style="color: #99082c;">6. I meet with my team members at least quarterly to review their contributions, goals and expectations.</span></b></span><br />
</div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b><span style="color: #99082c;"> </span></b><b style="color: blue;"> 1 2 3</b></span></div>
<br /><div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b>Results:</b><b style="color: blue;"> </b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b style="color: blue;">1- 8 - You have are a "downside" manager.</b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b style="color: blue;">9-14 - You are trying to engage your team with "traditional" models. </b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b style="color: blue;">15-18 - You are leading your team by treating them as unique and valued members.</b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<br /></div>
<div class="MsoNormal" style="color: #274e13; font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b><span style="color: black;">Evaluation</span>:</b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b style="color: #274e13;">What are 3 things that need to change in order for your score to improve? </b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<br /></div>
<span style="font-size: small;"><b style="color: #274e13;"><span style="color: black;">If you would like to discuss these in more detail, give us a call.</span> </b></span>Leadership Management of Central Ohiohttp://www.blogger.com/profile/05898134048615745650noreply@blogger.com0tag:blogger.com,1999:blog-53356924815190730.post-69019012278613716732012-04-24T10:04:00.000-04:002012-04-24T10:04:06.128-04:00How does your business plan compare?<div style="font-family: Arial,Helvetica,sans-serif; text-align: center;">
<b><span style="font-size: small;">Do you plan to win or fail to plan?</span></b></div>
<br />
<br />
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b>How does my plan rank? </b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b>1 - Not at all like me 2 - Somewhat like me 3 - Exactly like me</b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<br /></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<div style="color: #990000; font-family: Arial,Helvetica,sans-serif;">
<span style="font-size: small;"><b><span style="color: #99082c;">1. </span></b></span><b>I have a plan for my success that is less than 1 year old.</b></div>
<span style="font-size: small;"><b style="color: blue;"> 1 2 3</b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b><span style="color: #99082c;">2. I have key goals that define "Where" I want my business to be in 3-5 years from now.</span></b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b><span style="color: #99082c;"> </span></b><b style="color: blue;"> 1 2 3</b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b><span style="color: #99082c;">3. </span></b></span><span style="font-size: small;"><b><span style="color: #99082c;">I have between 3 and 5 key business objectives that define "What" needs to happen to reach my key goals.</span></b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b><span style="color: #99082c;"> </span></b><b style="color: blue;"> 1 2 3</b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b><span style="color: #99082c;">4. I have clearly defined measurable results associated with my objectives.</span></b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b><span style="color: #99082c;"> </span></b><b style="color: blue;"> 1 2 3</b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b><span style="color: #99082c;">5. I have timelines established for each objective and the key actions required to reach them.</span></b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b><span style="color: #99082c;"> </span></b><b style="color: blue;"> 1 2 3</b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b><span style="color: #99082c;">6. My company strategy defines the "How" of reaching my Goals.</span></b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b><span style="color: #99082c;"> </span></b><b style="color: blue;"> 1 2 3</b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b><span style="color: #99082c;">7. I review and update my business plan at least once a year.</span></b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b><span style="color: #99082c;"> </span></b><b style="color: blue;"> 1 2 3</b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b><span style="color: #99082c;">8. Everyone knows how they contribute to the Strategy, Goals and Objectives of the business. </span></b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b><span style="color: #99082c;"> </span></b><b style="color: blue;"> 1 2 3</b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b><span style="color: #99082c;">9. At least monthly, the business plan is reviewed and "course corrections" are taken.</span></b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b><span style="color: #99082c;"> </span></b><b style="color: blue;"> 1 2 3</b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b><span style="color: #99082c;">10. I have complete confidence that my business plan will help me reach my desired results.</span></b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b><span style="color: #99082c;"> </span></b><b style="color: blue;"> 1 2 3</b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<br /></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b>Results:</b><b style="color: blue;"> </b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b style="color: blue;">10-15 - You have a plan that is stale and needs repairs.</b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b style="color: blue;">15-25 - You are trying to align your business activities with your business plan. </b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b style="color: blue;">25-30 - You are executing your plan and reaching your desired results.</b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<br /></div>
<div class="MsoNormal" style="color: #274e13; font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b><span style="color: black;">Evaluation</span>:</b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<span style="font-size: small;"><b style="color: #274e13;">What are 3 things that need to change in order for your score to improve? </b></span></div>
<div class="MsoNormal" style="font-family: Arial,Helvetica,sans-serif; line-height: normal;">
<br /></div>
<span style="font-size: small;"><b style="color: #274e13;"><span style="color: black;">If you would like to discuss these in more detail, give us a call.</span> </b></span>Leadership Management of Central Ohiohttp://www.blogger.com/profile/05898134048615745650noreply@blogger.com0