Tag: Career

Book Review 📚 Triggers: Creating Behaviors that Last, by Marshal Goldsmith

Triggers: Creating Behaviors That Last – Becoming the Person You Want to Be by Marshall Goldsmith is a powerful book that delves deeply into the psychology of behavior change. Goldsmith, a renowned executive coach, shares his insights on how to create lasting change in our lives and become the person we want to be.

One of the key themes of the book is that behavior change requires a conscious effort on our part. Goldsmith explains that our environment and the people around us can trigger certain behaviors, both positive and negative. He uses the term “triggers” to describe these environmental cues that can influence our behavior. By becoming aware of our triggers and taking action to modify them, we can create new habits and behaviors that will serve us better.

Outside of our environment, our internal beliefs that can stop change. An awareness of these beliefs, along with self-reflection, can turn these beliefs into positive triggers for success. These beliefs include:

  1. “I have willpower and won’t give in to my triggers.” This belief can be problematic because it assumes that willpower alone is enough to overcome triggers and change behavior, when in reality willpower is a limited resource that can be depleted quickly.
  2. “I’m right and others are wrong.” This belief can prevent us from being open to feedback and new ideas, and can make it difficult to make changes in our behavior.
  3. “I’m a victim of my environment.” This belief can make us feel powerless to change our circumstances, and can prevent us from taking action to modify our environment and our behavior.
  4. “I’m too busy and don’t have time to change.” This belief can be a convenient excuse for avoiding the hard work of behavior change, and can prevent us from making progress toward our goals.
  5. “I’ve tried before and failed, so why bother trying again?” This belief can be a self-fulfilling prophecy that prevents us from making new attempts at behavior change and can keep us stuck in unhelpful patterns.

Goldsmith suggests that these beliefs can be overcome by adopting a growth mindset, being open to feedback and new ideas, and developing a sense of accountability to ourselves and to others. By doing so, we can create lasting change and become the person we want to be.

The writing style of the book is direct and practical, with Goldsmith offering a wealth of actionable advice and exercises that help to implement his ideas. He also emphasizes the importance of accountability, both to ourselves and to others, in order to stay on track and achieve our goals.

A tip that Goldsmith suggests to drive personal accountability is to ask the five questions below at the end of each day. He offers some interesting research data (although anecdotal at best) conveying the efficacy of these questions and goal achievement.

  1. Did I do my best to set clear goals today?
  2. Did I do my best to make progress toward my goals today?
  3. Did I do my best to find meaning and purpose in my work today?
  4. Did I do my best to be happy today?
  5. Did I do my best to be fully engaged in my interactions with others today?

As a sales professional, I found this book to be incredibly valuable. Sales is a highly competitive field, and success often requires a combination of skill, discipline, and perseverance. Goldsmith’s insights on behavior change are directly applicable to the sales profession, as we constantly face challenges and opportunities that can trigger positive or negative behaviors. By developing greater awareness of our triggers and consciously modifying our behavior, we can become more effective salespeople and achieve greater success.

One important takeaway from the book is the importance of setting achievable goals. Goldsmith emphasizes that small, incremental changes can lead to significant improvements over time. By setting specific, measurable goals and tracking our progress, we can build momentum and create lasting change in our behavior.

Another key lesson from the book is the importance of humility and openness to feedback. Goldsmith encourages readers to seek out constructive feedback from others and to be open to criticism. By doing so, we can identify areas for improvement and make the necessary changes to become better versions of ourselves.

Overall, I highly recommend Triggers: Creating Behaviors That Last – Becoming the Person You Want to Be to anyone looking to create positive change in their lives. While the book is not without its flaws, particularly in its somewhat repetitive structure, the insights and advice it offers are invaluable. As a sales professional, I have found the concepts and strategies outlined in the book to be directly applicable to my work, and have seen tangible improvements in my sales results as a result of implementing Goldsmith’s advice.

Following are ten reflection questions based on my reading. These questions are designed to facilitate reflection on the key concepts and strategies outlined in the book, and to help you apply them to your own professional development and career goals.

  1. What triggers have I identified in my own life that influence my behavior, both positively and negatively?
  2. How can I modify my environment to support positive behavior change and eliminate triggers that lead to negative behavior?
  3. What specific, measurable goals can I set for myself to create lasting change in my behavior?
  4. How can I hold myself accountable to these goals and monitor my progress?
  5. What is my mindset toward feedback, and how can I become more open to constructive criticism and suggestions for improvement?
  6. How can I develop a sense of humility and acknowledge that I don’t have all the answers?
  7. How can I cultivate a growth mindset and approach behavior change as an opportunity for learning and development?
  8. How can I build stronger connections with others and seek out support and guidance in my behavior change efforts?
  9. What role does urgency play in my behavior, and how can I manage it more effectively?
  10. How can I find meaning and purpose in my work, and use it as a source of motivation and inspiration for behavior change?

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Book Review 📚 Emotional Intelligence for Sales Success: Connect with Customers and Get Results by Colleen Stanley

Emotional Intelligence (EI) for Sales Success by Colleen Stanley is a must-read for anyone in the sales profession. This book is a comprehensive guide that offers valuable insights and strategies to help salespeople connect with customers on a deeper level and achieve better results.


“Sales success is not about being the best at selling; it’s about being the best at connecting.”- Colleen Stanley

One of the key themes of the book is the importance of emotional intelligence in sales. Stanley emphasizes that sales success is not just about having the right product or service, but also about understanding and connecting with the emotions of your customers. By developing emotional intelligence, salespeople can build stronger relationships, establish trust, and ultimately close more deals.

The writing style is engaging and conversational, making it easy to read and understand. Stanley provides real-life examples and practical advice that can be applied in any sales situation. I found her to be relatable and down-to-earth, making it easy to connect with the material.

One of the most important takeaways from the book is the concept of “empathetic listening.” Stanley explains that this involves not just hearing what your customers are saying, but truly understanding their needs, concerns, and emotions. By practicing empathetic listening, salespeople can build trust and establish themselves as trusted advisors, rather than just another salesperson pushing a product.

Another important aspect of the book is its direct application to the sales profession, whereas other EI materials can seem abstract. Stanley provides practical strategies for applying emotional intelligence in a sales context, such as how to handle objections, build rapport, and close deals. She also provides tips for managing stress and maintaining a positive attitude in the face of rejection and setbacks.

As a sales professional myself, I can attest to the impact that this book has had on my sales results. By applying the strategies and techniques outlined in Emotional Intelligence for Sales Success, I have been able to build stronger relationships with my customers, close more deals, and ultimately achieve greater success in my sales career. This is a book that I share will all of my sales teams.

While the book is certainly a valuable resource, there are a few areas where it falls short. For example, some of the concepts and strategies presented in the book may be familiar to those who have already studied emotional intelligence or sales techniques. Additionally, the book focuses primarily on business-to-business (B2B) sales, so those in other types of sales roles may perceive some of the advice inapplicable. Having done both B2B and B2C, I didn’t find it too difficult to connect the dots across various roles.

Overall, Emotional Intelligence for Sales Success is a valuable resource for anyone in the sales profession. By focusing on the importance of emotional intelligence and providing practical strategies for applying it in a sales context, Colleen Stanley has created a book that is both informative and engaging. Whether you are a seasoned sales professional or just starting out in your sales career, this book is definitely worth a read.

Below are 10 reflection questions based on the insights from Emotional Intelligence for Sales Success:

  1. What are some examples of situations where you have demonstrated empathy in your sales interactions? How did it impact the outcome?
  2. How do you typically handle objections from customers? How could you apply the concept of empathetic listening to improve your approach?
  3. Reflect on a recent sales interaction where you felt you could have done better. What emotional intelligence strategies could you have applied in that situation?
  4. How do you typically manage stress in your sales role? What techniques have worked well for you, and what could you improve on?
  5. Reflect on your current sales goals. How could developing your emotional intelligence help you achieve these goals?
  6. What are some examples of times when you may have made assumptions about a customer’s needs or emotions? How could you have used empathetic listening to better understand their perspective?
  7. Think about a sales interaction where you felt you established a strong rapport with a customer. What strategies did you use to build that connection?
  8. How do you typically follow up with customers after a sale? How could you use emotional intelligence to strengthen those customer relationships?
  9. Reflect on a recent rejection or setback in your sales career. How could you apply emotional intelligence to maintain a positive attitude and keep moving forward?
  10. What are some examples of ways you could apply the strategies and techniques from this book in your day-to-day sales interactions? How could you measure the impact of these efforts?

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Leadership vs. Management: The Differences to Know for Driving Results

Leadership and management are two terms that are often used interchangeably, but in reality, they are two distinct concepts. While both are essential for driving results in any organization, they require different skills, approaches, and mindsets. Understanding the differences between leadership and management is crucial for anyone who wants to succeed in a leadership role. In this article, we will explore the key differences between leadership and management and explain why both are essential for success.

What is Leadership?

Leadership is a process of influencing people to achieve a common goal. A leader is someone who inspires, motivates, and guides others towards a shared vision. Leadership is about creating a sense of purpose and direction, and inspiring people to work towards a common goal. Leadership is not just about giving orders or making decisions. It is about creating a vision, setting a direction, and inspiring others to follow it.

What is Management?

Management is the process of planning, organizing, controlling, and directing resources to achieve organizational goals. A manager is someone who plans, organizes, and controls resources to achieve specific objectives. Management is about making decisions, allocating resources, and ensuring that the organization’s goals are met efficiently and effectively. Management is not just about giving orders or delegating tasks. It is about taking responsibility for the success of the organization and ensuring that everything runs smoothly.

The Differences between Leadership and Management

While both leadership and management are essential for driving results, they require different skills, approaches, and mindsets. Here are some of the key differences between leadership and management:

1. Vision vs. Execution

Leadership is about creating a vision and inspiring others to follow it. A leader sets the direction and inspires others to work towards a common goal. Leaders are focused on the big picture and are always looking for ways to improve and innovate. They are creative, visionary, and inspiring.

Management, on the other hand, is about executing the vision. A manager takes the vision and breaks it down into actionable steps. They are focused on the details and are always looking for ways to improve efficiency and productivity. Managers are practical, analytical, and results-oriented.

2. People vs. Processes

Leadership is about people. A leader understands that people are the most important asset of any organization and that their success depends on the people they lead. Leaders are empathetic, communicative, and supportive.

Management, on the other hand, is about processes. A manager understands that processes are essential for achieving organizational goals and that their success depends on efficient processes. Managers are organized, structured, and process-oriented.

3. Inspiration vs. Control

Leadership is about inspiring others to achieve their full potential. A leader motivates and encourages others to be their best selves. Leaders empower their team members to take ownership of their work and to make decisions that benefit the organization as a whole.

Management, on the other hand, is about control. A manager ensures that everything runs smoothly and that everyone is following the rules and procedures. Managers provide direction, set expectations, and hold people accountable for their actions.

4. Long-term vs. Short-term Focus

Leadership is focused on long-term goals. A leader creates a vision of where the organization needs to be in the future and works towards achieving that vision. Leaders are strategic, forward-thinking, and patient.

Management, on the other hand, is focused on short-term goals. A manager is responsible for meeting deadlines, achieving targets, and ensuring that everything runs smoothly on a day-to-day basis. Managers are tactical, detail-oriented, and focused on immediate results.

5. Creativity vs. Efficiency

Leadership is about creativity and innovation. A leader is always looking for ways to improve and innovate. They encourage their team members to think outside the box and to come up with new ideas. Leaders are open-minded, flexible, and adaptable.

Management, on the other hand, is about efficiency and productivity. A manager is focused on getting things done quickly and efficiently. They ensure that resources are allocated effectively and that everyone is working towards the same goal. Managers are organized, systematic, and process-oriented.

Why Both Leadership and Management are Essential for Success

While there are distinct differences between leadership and management, both are essential for success in any organization. Here’s why:

1. You Need a Vision and a Plan

Leadership provides the vision for the organization, while management provides the plan to achieve that vision. Without a vision, the organization lacks direction and purpose. Without a plan, the vision remains a dream.

2. You Need Inspiration and Execution

Leadership inspires people to work towards a common goal, while management ensures that the work gets done efficiently and effectively. Without inspiration, people lack motivation and passion. Without execution, the vision remains just an idea.

3. You Need Creativity and Efficiency

Leadership encourages creativity and innovation, while management ensures that resources are allocated effectively and that everything runs smoothly. Without creativity, the organization becomes stagnant and lacks innovation. Without efficiency, the organization becomes chaotic and unproductive.

4. You Need Long-term and Short-term Focus

Leadership provides the long-term vision for the organization, while management ensures that short-term goals are met and that everything runs smoothly on a day-to-day basis. Without a long-term focus, the organization lacks direction and purpose. Without a short-term focus, the organization becomes disorganized and unproductive.

FAQs

Q1. Can someone be a leader and a manager at the same time?

Yes, someone can be a leader and a manager at the same time. In fact, many successful leaders are also great managers. The key is to understand the differences between leadership and management and to know when to switch between the two roles.

Q2. Can someone be a manager without being a leader?

Yes, someone can be a manager without being a leader. While leadership and management are closely related, they are not the same thing. A manager can be focused on processes and efficiency without inspiring or motivating their team members.

Q3. Can someone be a leader without being a manager?

Yes, someone can be a leader without being a manager. Leadership is about inspiring and motivating others towards a common goal, regardless of whether or not the person has formal authority.

Leadership and management are two distinct concepts that are both essential for driving results in any organization. While there are differences between the two, they are not mutually exclusive. Successful organizations require effective leaders who can inspire and motivate their teams to achieve goals, as well as skilled managers who can plan, organize, and execute those goals efficiently. Leaders and managers must work together to create a cohesive vision and strategy that aligns with the organization’s objectives and values. In short, the key to success lies in striking a balance between leadership and management, leveraging the strengths of both to achieve optimal results. By understanding the differences between the two and recognizing their complementary nature, organizations can cultivate a strong culture of excellence and drive sustainable growth over the long term.

Book Review: The War of Art, by Steven Pressfield

“Resistance is the most toxic force on the planet. It is the root of more unhappiness than poverty, and disease. To yield to Resistance deforms our spirit. It stunts us and makes us less than we are and were born to be.”

“The War of Art”, by Steven Pressfield, is a book that every artist, writer, musician, or creative person should read. It is a compelling manifesto that explores the nature of creativity and the resistance that often hinders us from achieving our full potential.

Pressfield’s book is divided into three parts, each with its own set of insights and wisdom.

Part one, “Resistance: Defining the Enemy”, is a powerful call to action that forces readers to confront the obstacles that prevent us from creating, such as procrastination, self-doubt, and fear.

Part two, “Combating Resistance: Turning Pro”, is a guide to overcoming these obstacles and becoming a professional in our chosen field.

Finally, part three, “Beyond Resistance: The Higher Realm”, explores the spiritual dimension of creativity and the connection between art and the divine.

The book’s tone is straightforward and no-nonsense, with Pressfield’s voice serving as a firm but supportive guide. I found his writing style to be engaging and accessible, with anecdotes and examples that illustrate his points and make the book feel like a conversation with a wise mentor.

One of the main themes of the book is the importance of discipline and perseverance in the creative process. Pressfield argues that to achieve greatness, we must show up every day and do the work, regardless of how we feel or what obstacles we face. He also stresses the importance of taking risks and embracing failure as a necessary part of the creative journey.

Another key theme is the idea that creativity is a spiritual endeavor, and that by tapping into our innermost selves, we can create work that is not only meaningful but transformative. Pressfield encourages readers to trust their intuition and to view their work as a calling rather than a job.

Overall, “The War of Art” is a book that has inspired me to take my own creative work more seriously and to confront the resistance that arises when pushing beyond the status-quo. It has given me actionable ideas and tools that I can use to overcome self-doubt and fear, and it has reminded me that creativity is not just a hobby but a vital part of who I am and who I can continue to become as new challenges come.

“The War of Art” is a must-read for anyone who has ever struggled to create or who has felt that their creative work is not living up to its full potential. It is a book that will inspire, challenge, and ultimately transform.

Here are my five main takeaways from the book:

  1. Resistance is the enemy of creativity, and we must learn to recognize and overcome it.
  2. Discipline and perseverance are essential to achieving greatness in our creative work.
  3. Taking risks and embracing failure are necessary parts of the creative journey.
  4. Creativity is a spiritual endeavor, and by tapping into our innermost selves, we can create work that is transformative.
  5. Trusting our intuition and viewing our work as a calling rather than a job can help us find meaning and purpose in our creative endeavors.

While “The War of Art” is primarily focused on the creative process, its principles can be applied to sales professionals and sales managers as well. Here are some ways the book is very relevant to sales:

  1. Resistance in sales: Just like in the creative process, sales professionals also face resistance in their work. This can manifest as fear of rejection, procrastination, or self-doubt. By understanding the nature of resistance and learning to overcome it, sales professionals can become more effective and successful in their work.
  2. Discipline and perseverance: Sales is a competitive field, and achieving success requires discipline and perseverance. Sales professionals must be willing to put in the hard work and show up every day, even when faced with rejection or setbacks.
  3. Taking risks: Sales professionals are often required to take risks, whether it’s trying out a new sales technique or reaching out to a potential client who may seem out of reach. By embracing the possibility of failure and taking calculated risks, sales professionals can expand their reach and achieve greater success.
  4. Resourcefulness in sales: While sales may not seem like a creative field at first glance, creativity can be an important asset for sales professionals. By thinking outside the box and coming up with innovative solutions to clients’ problems, sales professionals can differentiate themselves from their competitors and build lasting relationships with clients.
  5. Trusting intuition: Sales professionals often rely on their intuition to make quick decisions and build rapport with clients. “The War of Art” emphasizes the importance of trusting our inner voice and intuition, which can be a valuable tool for sales professionals.

Overall, “The War of Art” can provide valuable insights and strategies for sales professionals looking to improve their performance and achieve greater success in their work.

Coaching Beyond the Metrics

My approach to coaching, which I use in my role as a sales manager who works with top salespeople, is based on three essential pillars: caring, focus, and listening. In this article, I will share, what I believe to be, the significance of these pillars and offer some suggestions for how sales coaches might make good use of them to assist their sales reps in achieving the goals they have set.

Pillar #1: a sincere concern for the individual

While Stephen Stills sang it first, it is a common refrain in sales to, “love the one your with”. This is a great reminder when working with customers, but what about when it comes to working with your salespeople? How often have you sat with a manager only to be stuck in a whirlwind of someone who’s multitasking?  To be an effective coach, you must first demonstrate a profound concern for the individual you are working with and that begins with scheduling uninterrupted time with your reps. If you want to be a good coach, you need to sincerely care about the people you’re mentoring and the progress they make.  You have to work to build a connection with them that is founded on trust, respect, and empathy. You must be willing to devote both time and effort into comprehending their (what’s perceived) one-of-a-kind circumstance. If the person you are coaching has the impression that you care about them on a personal level, they will be more receptive to the advice you give and more likely to put it into practice. 

Listed below are some examples of questions that might be asked when delivering on this pillar:

  • What do you perceive to be your most significant obstacles at the moment, and how may I assist you in overcoming them?
  • What is it that drives you to succeed, and how can I help you work toward attaining the objectives that you have set for yourself?
  • What are some of your personal as well as professional objectives, and how may I assist you in accomplishing those objectives?

Questions to gain commitment on future activities:

  • In order to get past your difficulties, what actions are you prepared to take?
  • In order to accomplish what you have set out to do, how can you best utilize your strengths?
  • What are some concrete steps you can take this week to go closer to achieving the objectives you’ve set for yourself?

Pillar #2: the ability to concentrate on the goals of another person

If you want to be a good coach, you have to put the needs and goals of your reps ahead of your own. It is your responsibility to assist them in recognizing and achieving their objectives. After 15 years of coaching sales professionals it is no surprise to me when a sales rep comes to a coaching session without defined goals and objectives. I’m talking about the things that are beyond quota, minimums, and income expectations. Too often we get caught up doing what we are doing today because it is the same thing we did yesterday. To really challenge your reps you need to have excellent listening skills and be able to ask probing questions that assist them in gaining clarity, insight, and perspective. You have a duty to help them in exploring a variety of possibilities and solutions, and you must also encourage them to take accountability of their actions and choices. You know you are doing this well if the conversation becomes uncomfortable. If achieving goals were easy they aren’t really goals and this requires you to stretch someone beyond what they may believe they are capable of doing. 

Listed below are some examples of questions that might be asked when you are delivering on this pillar:

  • What are some goals that you wish to accomplish in the next six to twelve months, and why is accomplishing these goals important to you?
  • What are your greatest areas of strength and where do you feel you need the most growth, and how can you best utilize those areas to reach the objectives you have set for yourself?
  • What are some possible problems or roadblocks that you could run across, and how can you get beyond them?

Questions to gain commitment on future activities:

  • What specific actions are you going to take, and by when, in order to get closer to the achievement of your goals?
  • How can you make the most of your resources and network to move toward your objectives?
  • In order to keep moving forward with your goals, what kind of assistance or responsibility do you require from me?

Pillar #3: a willingness to actively listen and dive deeper

Active listening is essential to effective coaching, as is providing your rep with encouragement to investigate their own thoughts, feelings, and beliefs. Too often I see both reps and managers listen with the goal to respond rather than to understand. The irony of these situations is that, as managers, don’t we want our sales people to listen to understand the customer rather than to product dump? Of course! This is our opportunity to display this skillset. It is necessary for you to ask open-ended questions that will assist your reps in revealing their values, ambitions, and priorities. You also need to be willing to confront their assumptions and beliefs and assist them in overcoming any self-doubt or limiting ideas that may be holding them back from reaching their full potential.

Listed below are some examples of questions that might be asked regarding this pillar:

  • What are some of your biggest worries or doubts, and how do you plan to get through them?
  • Which of the following views or narratives would you take into consideration that would serve you better?
  • What is the primary motive or reason behind your goals, and how can you best align them with the things that are most important to you?

Questions to gain commitment on future activities:

  • How can you evaluate your growth and improve based on the lessons you’ve gained from your experiences?
  • What kinds of assistance or resources do you require so that you can keep expanding and improving?
  • What are some measurable goals that you aim to reach, and how will you know when you’ve achieved them when you get there?

In a nutshell, in order to be a good coach, you need to have a profound sense of care, focus on the needs and agenda of your reps, engage in active listening, and encourage your reps to think critically. The use of these three pillars allows coaches/managers to not only form good connections with your reps but also to assist them in achieving their goals, as well as to empower them to continue developing and becoming more successful.

Source: HBR.org

8 Steps Towards Better Leadership

Being able to lead is an important part of being successful in many facets of life. Not only should we be able to lead others, but we should also be willing to lead ourselves. No one reaches their fullest potential in life by just doing what everyone else does. Sometimes we just have to go in a bold new direction.

Being at the front of the group isn’t enough to make you a good leader. A leader has to move. Too often, we just accept that someone is a leader because they look or sound like one, or they have the title. We don’t look at what they do, which is the real test of leadership.

But if we want to be good leaders ourselves, we need to pay more attention to what we do than how we look. The title of this article says there are eight steps, but you shouldn’t think of them as steps that get progressively harder. Instead, think of these as habits you engage in regularly.

First, keep an eye out for new chances. “Reality” is not a fixed thing; it changes all the time. Think about people who have done great things, like inventors, explorers, and people who have worked to change society. Some might suggest that successful people just happened to be in the right place at the right time. Maybe, but it wouldn’t have mattered if they were in the right place if they hadn’t been looking for the chance.

Second, be open to getting ideas from anyone, even your opponents. The smartest leaders always look at what their rivals are doing. Research and reconnaissance are used all the time in war, politics, and business. Too often, when people look at a competitor to study, they try to find a weakness to take advantage of. Don’t give in to this trend if you want to be a leader of significant change. If you discover a competitive strength, find a way to make yourself, or your team, better so that you can match it.

Third, learn something new every day and share it in new ways. This means that you should always try to grow, both inside and outside of yourself. Feed your mind with new lessons and information, but also keep learning and meeting new people. Find new people to talk to and put yourself in new social situations. You never know when these new things will help you along your path to leadership.

Fourth, look for and use small clues to figure out what to do. Look deeper and ask questions all the time. This is a continuation of the third step, in which you look for new information. But this also means that you won’t be able to learn things the way you always have. Don’t just read books that are in the literary canon or that are popular. Take seminars instead of classes because there is more time to ask questions and talk about things. Look for teachers and writers who are unconventional.

Fifth, improvise if you can’t find a solution. No excuses. Need drives people to come up with new ideas. If you’ve never tried it before, how do you know it won’t work? Don’t forget that not every approach has to come from the front. Look at your problem from every angle and try out different solutions in different ways.

Sixth, do something every day to make at least one person you care about happy. If you make it a point to be kind and thoughtful to one person every day, this will soon become a habit, and this habit will spread to the people around you. Making someone else happy also makes you feel good about yourself. Think about how much better the world would be if we all did a little more to make people happy.

Seven, offer to help even if it doesn’t seem to help you. It’s more than just writing a check. It means giving your time, effort, and even yourself. It could mean helping someone you don’t know, or it could be something very personal.

Lastly, never let something negative be the last thing you say about a subject. If your last words are negative, it doesn’t matter how hopeful you are about a project or action; the last thing people will remember about you is that you are negative. If you focus on the good, you are more likely to see positive outcomes.

If you do these eight things, you’ll not only be a better leader, but you’ll also lead yourself to a more fulfilling experience.

Want to take these insights further? Below is a free self-evaluation tool of your Leadership Qualities? Feel free to click the download button below. This is can be a great tool to self evaluate, and/or to solicit others for peer evaluation. Whatever method your choose, be sure to come back and share any insights you gained 🙂

2-leadership-qualities-self-evaluation.docxDownload

Have You Been Laid Off? How to Thrive In Spite of It..

In these rough economic times, it can be scary to lose your job. But not having a job can also make you want to do something you’ve always wanted to do. Being laid off could be your golden chance to make big changes in your life. But how do you get over how disappointed you feel and use the situation to your advantage? Use these ways to deal with how you feel about being laid off and move on:

  1. Avoid panic. Easier said than done, but remind yourself that you’ve been through hard times before and have come out on top. Also, don’t forget that you are not alone. There are other people going through what you are going through right now. When you don’t give in to panic, you can think more clearly and pay more attention to things in life that are more important. Don’t let this temporary set-back get you off track from some of your normal routines such as exercise, healthy eating, socializing, and family events. 
  2. Take a deep breath. Think about what went wrong and why you lost your job. Was it because of a layoff, a company downsizing, or based on your work performance? Find out what happened and why it did. Taking time to reflect will help you learn from this experience and leave regrets in the past.
  3. Allow yourself to take some time off, if financially feasible. No matter why you lost your job, tell yourself that it was in some way meant to be that way. Try not to be too hard on yourself. Even if you could have done something differently, learn from it and forgive yourself.
  4. Look at what’s going on as a chance to start over. That’s the end of that chapter. You’re about to start a whole new story. Be optimistic. It’s so good for your soul to be able to take a different path in life. This could be an opportunity to work in a new field or industry. Who doesn’t love a “do-over?”
  5. Look for the bright side. Think about how any problems you had at your old job are no longer there. You can see those old problems when you look in the rearview mirror. Get fired up about the future.
  6. Consider your contacts. Who do you know who has a business of their own? Do they need help in any way? What about the family and business contacts of your friends? * Ask your friends and family in a tactful way if they know anyone who could use help right now. Some of the best employees that I’ve worked with have been one who were referred by friends and family. Let them know that you’re free. Try to find every way to get a new job.
  7. Don’t rule out short-term gigs. You might be surprised by how much short-term work you can find through temp services, both online and in your area. Try to think less about how much you’ll be paid and more about what opportunities it could give you. This is a great approach to take when you want to try something new, but don’t want to make a long-term commitment. Have you always been good with numbers, but didn’t have a path towards accounting? Try a temporary accounting assistant role to see if it might be the right career moving forward. Think about it this way: no matter where you go to work, you will meet new people, learn new things, and make business contacts.
  8. Use this time to learn and get more training. You might be able to get money to pay for the education or training you want or need. Check with the colleges, universities, and tech centers in your area to see if they have any programs that can help you out financially. Many colleges, such as Harvard, Yale, and Stanford, offer free online courses that could add to your skillsets. Move forward and keep learning new things. When you learn something new, you never know what could happen. You’ll also meet new people who can help you find a job if you get training and education.
  9. Do what you want to do. Has there always been something you’d like to do with your life? Now might be the time you’ve been waiting for to take the first step toward the life you really want. Leave your worries and fears behind. Get more determined and go for it.
  10. Be open and excited about what you don’t know. Yes, it’s scary to face the unknown. But sometimes it’s exciting and even changes your life. If you look at being unemployed as a big adventure and treat it with optimism and confidence, you’ll probably have good results.

Getting laid off from your job can be the first step toward living the life you’ve been dreaming of for years. Use the above tips to boost your efforts and get your spirit going so you can look forward to your future with excitement.

Living in Leadership

I was really struck by a paragraph in Ronald Heifetz & Mary Linsky’s article; A Survival Guide for Leaders, published in the Harvard Business Review.

They state, living in leadership- not just register a pulse- but really being alive in leading others there are classic protective devices of a person in authority. In difficult times these individuals tend to use these devices to insulate themselves from the qualities that foster an acute experience of living.

1. Cynicism, often dressed up as realism, undermines creativity and daring.
2. Arrogance, often posing as authoritative knowledge, snuffs out curiosity and the eagerness to question.
3. Callousness, sometimes portrayed as the thick skin of experience, shuts out compassion for others.

The hard truth is that it is not possible to know the rewards and joys of leadership without experiencing the pain as well. But staying in the game and bearing that pain is worth it, not only for the positive changes you can make in the lives of others but also for the meaning it gives your own.

5 Issues That Leaders Must Handle

Photo by Brooke Lark on Unsplash

One of the first things you learn as a leader is that the buck does stop with you. It’s your responsibility to steer the ship and to deal with the challenges that will inevitably crop up from time to time. That’s just part of the deal!

Some issues are almost inevitable for every leader, and it’s up to you to prepare for them. Here are five of the most common challenges you are likely to face.

1.   Learning the Difference between Being Respected and Being Liked

People may not always like leaders, but they should respect them. It’s your job to make decisions that benefit the organization, the team, or the project. Not everyone will be happy with that. But if you try to please everyone, you will inevitably fail in your job. Choose being respected over being liked.

2.   Office Culture

Sometimes office cultural issues can get out of hand. An office can become a hotbed of gossip and rivalry if not carefully managed, which can undermine everything you are trying to achieve.

Set a good example, and don’t gossip or encourage gossip. Make it clear that talking or criticizing colleagues behind their backs will not be tolerated.

Strive to create a positive atmosphere based on pleasant, open communication.

3.   Dealing with Failure

Failure of some kind is inevitable. There will be a deal that comes unstuck or a product that flops. Maybe your project overruns its timelines, or an external event might jeopardize the whole thing.

You need to help your team deal with failure, analyze what went wrong, and move on.

4.   Communication Issues

Human communications can be fraught with problems. People can reply to an email in the heat of the moment, not think things through before they snap back with a smart or angry comment. Or maybe someone is too anxious or scared to be honest about whether they can meet that deadline or not.

Be prepared to have to step in and smooth things over from time to time. Be clear in your communications about what you expect, what’s acceptable, and what’s not. And stay calm if things go off the rails.

5.   Staying Focused

When you’re the top guy, everyone wants a piece of you. Everyone wants their priority to be your priority. Part of becoming be a good leader is learning not to get distracted from your primary purpose.

It’s your responsibility to stay focused on the project, the team, and the organization. You need to deliver the outcomes that people expect of you. Keep your eye on the prize and your hand on the tiller!