Posts Tagged ‘joy’

Have you ever really looked at the persons you know of who are great leaders

Have you ever really looked at the persons you know of who are great leaders? I’m talking about those individuals that have an almost infectious nature which seems to ignite a fire in those around them and pondered the question “How do they do it?” You just can’t help but be in “Ah!” of their positive energy! They appear to have an “It” factor that every one picks up on and wishes to emulate. They are almost always in a good and jovial mood and it is quite evident that they have “The Midas Touch!” because nearly all they choose to involve themselves with turns to gold.

Their professional associates have not only a great respect for them, they often appreciate the relationships they share with these “Leaders” in a very genuine and regarding manner. These types of individuals also have a strong and loving bond with their children and spouse. They have a very close-knit circle of friends with whom they share their joy of living on many levels -on a regular basis. From Happiness to Tragedy, they never seem to “Jump Ship” no matter how rough the waters or how turbulent the winds, and they always are there to save the day with a warm word of encouragement or a kind gesture in times of trouble.

Although it could be explained away as “Some people have all the luck!” I believe that there is so much more to it than that. I believe that these types of individuals have a certain kind of integrity about the way they conduct themselves around others that creates a Win-Win situation for all. To elaborate further on this I want to point out the fact that these “Leaders”…

1.) ALWAYS share the glory for a job well done and they give all the credit to the network of people involved in the successful outcome when things are running smoothly… however, these stand-out leaders will solely take on full responsibility -holding only themselves accountable when things go awry, and they meet with failure.

2.) They have a strong sense of “Loyalty” and “Commitment” in all they do.

3.) They have yet a stronger understanding of “Right” and “Wrong”.

4.) They will not waiver in their “Perseverance””, nor will they “Conform” to the masses.

5.) “Failure” is not only missing from their vocabulary, It is never even in their mind-set.

6.) Character is their barometer -it guides them in all they do.

7.) They truly stand in line with the very definition of the word “Integrity” -as being the firm adherence to a code or standard of “Values” and this is the only mode in which they operate.

I believe if you not only validate the important characteristics of the principles expressed above, but align your actions and behaviors -as well as your reactions and responses to these ideas you will change everything in your life in the long run, and become a “Leader” yourself! It also becomes possible for you to see that it all must be within us…or all will be without us. Life is not really about “Him”,”Her”,”They”,”Them”,”We”,or “Us” before it is about “Me” and “I”. I think that far too many people attempt to “Fill” their lives with Outside Rewards. Those “Rewards” range from the material, to the acquired, all the way to certain persons we become enamored with from the realm of friendship to the intimately romantic. When someone tries to rely on these “Outside” distractions -they often come up short in their sense of contentment and happiness…after all, isn’t “Happiness” really an inside job? Isn’t it really our own to create -or dispel? To cherish or to dismiss? Isn’t that the impression you get from a real leader -that they too have figured this out for themselves? Don’t you get the idea that “Leaders” know “How to happily achieve-vs-achieve to be happy!” and that fact also sets these folks out from the rest?

Perhaps the ultimate sign of true leader is his or her “Wisdom”. Maybe being in union with the key factors outlined in this article along with really learning how to apply them in every venue of our lives -and by example we can all hold ourselves to a new and clearer way of being and becoming. Maybe, just maybe, the door to leadership is open to all those not only pursuing a greater outcome, but hoping also to never forget the great pleasure of the journey! We can all become the Great Leaders of our own lives while inspiring others to do the same! I for one believe just merely giving credence to the Idea of this has potential for igniting a fire within that can lead us forward in much the same way as true “Leader” would. Now… how’s that for a good place to start?

The culture treats people as commodities i see it everywhere – people working in jobs which carry little meaning and provide little support for personal development

The culture treats people as commodities

I see it everywhere – people working in jobs which carry little meaning and provide little support for personal development. Worst, the culture treats people as commodities. Performance review systems, manager-employee meetings, and even rewards are set only on recent performance. The recent performance is everything that matters. As a result people feel like they are treading water in their jobs.

Lack of support for people development at work

Part of it starts at the top of the organization. If the leader values people development, then the organization will place a high priority on education and new opportunities. But, unfortunately, people development is not an organizational priority and is left up to individuals to find their own ways. The BEST manager encourages their people to take risks and gives developmental opportunities at work.

What happens when people development is ignored in the organization?

People drag themselves to work only for the money. This is another extreme from doing voluntary work. Creativity goes down, motivation goes down, and spirit at work goes down too. Unfortunately, the bottom line is seldom measured against the amount of joy the workers have at work. However, it is a very real factor to pay attention to. When people feel joy and happiness at work, they will go the extra mile to offer suggestions for improvement. When people feel they can take risks at work without the fear of punishment, they will try new approaches, implement new ideas, and everyone will benefit from this.
The Best manager always has people development as a key priority. This impacts team assignments, new role opportunities, and educational opportunities at work.

What does people development really mean?

I would take this to the extreme. For example years ago I had an employee whose husband had just passed away. I knew she liked to work in her garden. When she returned to work, I paid for her to attend a one day inexpensive class on gardening. This had nothing to do with her job as an IT technician. It had everything to do with her development. She came back refreshed and appreciative of the opportunity to learn something new, which she was deeply passionate about. Did this help her productivity at work? Yes and in fact it helped to ease her transition back into work after a difficult time in her life. Of course, later, other employees wanted their own one day class which I also accommodated as one-time exception. The BEST Manager knows that sometimes doing an extra effort towards employee development will provide great leverage for management. Too many organizations have silly rules that only allow education for job related topics. This narrow interpretation prevents people from exploring new areas and new ways of thinking. The rules based manager will protest and suggest that the organization should not fund education (they call this training) which does not directly relate to the job. This is the usual short term thinking which contributes to why so many people separate their work and the rest of their life. Encouraging traditional and a blend of non-traditional education will encourage intellectual growth, creativity, and actual loyalty to the organization over the long term. This is something that will impact in a positive way the bottom line of any organization.

How do you implement a personal development program at work?

I can tell you the way not to do it! Give people a checklist form which has three columns. They read: Development opportunity, Class, and Date done in this order. This process will guarantee the opposite effect. People will feel pressure to sign up for a class, managers will feel pressure to assess, and the results will be poor.

A better way

People development starts with a plan from the person. The Best Manager encourages each person to make a list of their abilities (things the person is able to do if motivated) and interests (deep interests). The next step is to have the employee align the areas which match. This is where the development should focus. The development should focus around a combination of education, new work opportunities, and self-study. What if a person’s matrix suggests that their current work does not align with what they are currently doing? The Best Manager will encourage a frank discussion of how to get closer to the work the person really wants to do. In some cases this can be a creative exercise to find a better position in the organization. In other cases there might be a plan developed over time to move the person out of the company which is best for all involved.

Motivation comes from inside

Just because a person has a competitive salary, nice office, and 2 weeks’ vacation doesn’t mean at all that the person will be motivated. This is a very personal issue. To get to the root of motivation requires two-way communication between manager and employee around what is most important. Sadly, managers jump to conclusions around poor performance and as a result people start to feel like commodities as they are sorted, ranked, rated, and judged. It is very similar to the work B.F Skinner did with animals in the cage watching which one would find the lever to raise and escape from the cage. This is not different from the person who has been labeled as a poor performer at work and thus placed under a performance improvement plan. Once in the plan (or in the cage) a person will do what he can to escape and improve their condition. This is only short term and in the long run harms motivation and interest in the organization.

The BEST Manager always looks at performance from a systemic view and seeks to understand the reasons for behavior and motivation. The BEST manager helps people learn how to motivate themselves.

The economic crisis needs better managers

During difficult times people will always generate their own crisis and anxiety. The last thing people need during this time is further threats, rewards, punishments, and motivational programs to keep the spirit up. This all can increase instability. The BEST Manager instead focuses on better utilization, better communication, and better planning with their people. The results will be long term and better serve the people and the organization.

Craig Nathanson

Want to feel great and create some positive impact

Want to feel great AND create some positive impact? Try Gratitude.

I love gratitude and consider it a gift in my life. This month we have an extra special excuse to focus on what were grateful for. We get to hopefully be with family and friends who love us, we get to sit around the table and talk about what we’re thankful for. We get to give knowing glances of gratitude to each other. It’s a really cool holiday and one that can sweep you away with joy and gratitude if you let it.

It can also be a time of sadness and challenge for some people. The holidays can bring on all sorts of emotions. Regardless of how the holiday season impacts you, there is always something you can count on to help lift spirits and joy. It’s free. There’s no right way to do it. You can be incredibly generous with it. There is a limitless supply. It creates a powerful impact. It soothes the spirit. It’s Gratitude.

My dare to you this holiday season is to reach out and “gratitude” someone. Go out and make an impact. Not only on the people you know and love – but on the people you don’t. Go out and engage someone you barely know. Let them know how grateful you are for them. Let them know that you see the little deeds that go unnoticed, that you care, that you’re grateful they’re a part of your organization, or your community or your family (for those distant relatives), or your team.

Whoever it is, engage with them from the heart. See them. Thank them. Acknowledge them. Engage them. Do whatever feels right and authentic to you. Do something that will matter. It’s amazing how much a little nod of gratitude can matter. And it’s even more amazing the ripple effects it can have. So go, have fun and show some gratitude. Be generous with your gratitude. Let me know how it goes.

Here are a couple of other things you can do this holiday season to raise that holiday cheer even more and get ready for the New Year:

Start a gratitude journal: Every day journal 3 things you are grateful for.

Break the funk: Whenever you are feeling in a “funk” or low or grumpy – think about what you have to be grateful for. Make a list and check it twice!

Give: Donate time, food or money to a cause that you care about.

Appreciation Days: Dedicate a full day to letting people know how much you appreciate them.

Gratitude Rounds: Spend 10 minutes at the end of every hour doing the “Gratitude Rounds”: make phone calls, write letters, go out of your way to thank the guy at the coffee shop for making you that fabulous coffee every day.

Gratitude DTE Style: (Sincerely) thank someone you’ve butted heads with for teaching you so much and making you stronger (Remember, those who we are most different from, have the most to teach us 😉

Impact Gratitude: Thank your mentors, parents, kids, sibling, colleagues, spouse, teachers, team members, etc. for the impact they’ve had on you this year.

Many ways you can do it. Three rules: make it authentic, go out of your way to do it and make sure it lands! ENJOY!

Teleconference on productivity presented by

Teleconference on PRODUCTIVITY presented by

Titusville, NJ  — 17 June 2010 – – Small Business Owners can learn about the importance of productivity and profitability in the hour-long Teleseminar on June 23rd at 8:00pm EDT.

Hosted by Smart Office Strategies, Are You Productive or Just Busy? Our Teleconference will provide you with accountability tools. Participants attending will learn:

?      The difference between getting a lot of work done vs. a lot of money making work done

?      Strategies you can implement immediately to increase results, energy & joy.

?      How to be more productive

?      How to have a more profitable business

?      How to turn your good intentions into consistent action.

To register in advance, go to: Smart Office Strategies-Seminars. Upon registration, participants will receive a confirmation email, phone number, and pass code. The cost of the teleconference has been waived-this class is complimentary. When you register an Audio Stream will be available and be forwarded to all registered guests.

About the host: Yvonne McCoy will be the host of the teleconference.

Yvonne is a partner in Smart Office Strategies and the founder of ADEPT Coaching and Consulting. Her varied business experiences as well as her personal experiences make her a dynamic, content rich and entertaining speaker.

Whether on the subjects faced by entrepreneurial business environments or personal development, she offers real answers to real problems. Yvonne strives to give you strategies that get you moving now and keep you moving. They will deliver lightness from the struggle, energy for the future and success on all levels

Teleconference – Are you Productive or just Busy?

Tuesday:  June 23rd, 2010

Time:  8:00pm EDT

Register at the Website: Smart Office Strategies-Seminars

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