A Plan for Immediate Action

Every session Cindy and I do, be it in person, virtual, or for any of our digital resources, closes with a call to action; a challenge for participants to identify what they can apply immediately from whatever we just shared. That call to action is really based on two things… First was the expectation that had always been placed on me to produce a measure impact on productivity from any training I had attended. The second thing was a comment I heard someone make in a training session just a few years back. One of the participants commented on all the take-aways they had learned and made notes on through the two day event. The trainer was quick to push back by suggesting that those take-aways wouldn’t do much if they never put them in play

Consider this; you’re away from work for a training event. It doesn’t really matter if that’s half a day of a full week, it’s extremely rare to have anyone cover for us while we’re gone… But...

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Systems We Enjoy

 Last time, we looked at the Systems that Get Results most of us DRIVEN folks need in order to have a solid chance at sticking with them long term. Since they only represent about 10% of the world, let’s press on by looking at what we should consider building into our systems for productivity if we happen to fall in the next 30% that happens to be just as Outgoing but more People-Oriented: the INSPIRING ones…

While this more INTERACTIVE style happens to be the second highest in my overall blend, when I’m operating on cruise control as well as when I’m under stress, it’s dwarfed by the part of me that simply DEMANDS results. That said, the above average amount of this I can display when things are going smoothly gives me a personal level of insight for what we can consider for folks with this as their primary style!

The one thing that tends to put fuel in this groups’ tank is an experience they enjoy - having fun whenever possible! When it...

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Systems We Can Each Sustain - Starting with Ones that Get Results!

We started down this path by looking at How to Be More Productive - at Work and at Home then we worked through some Personal Productivity Tools that Support Great Systems. As I mentioned before though, we’ll each need to develop our own unique approach if we want to create systems in our lives that we can stick with over the long haul to achieve our goals and avoid burning out along the way. What works for you may not work for me - and vice-versa!

A few millennia ago, a fellow named Confucius suggested the importance of knowing ourselves… If you’ve read these messages for a while or you’ve been part of almost any training session that Cindy and I have done over the last several years, you’ve likely heard me stress the importance of being able to recognize the communication style of each person we interact with on a daily basis so we can communicate with them like they need us to rather than just how we prefer to communicate. The DISC Model of Human...

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Is the Juice Really Worth the Squeeze?

Once we’ve accepted the reality that ongoing professional development is actually critical to being successful in each new challenge we take on as well as maintaining success in even our current role, and we create clarity around what we need our professional development process to look like, we need to make sure we’re taking advantage of the resources that will serve us best as we chase our goals.

Following strong examples is a great start, and finding the right people to mentor us along the way plays a key role too, but we’ll still need to make sure we’re taking advantage of every other resource we can get our hands on if we truly want to separate ourselves from the pack! So how can we determine which resources will give us the most value? How can we make sure the juice really is worth the squeeze?

The sky's the limit for what we can accomplish, but the one restriction we all have in common is the number of hours we have access to in our day. And...

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Not Just Busy; Effective!

Are you busy? That’s a stupid question, huh! We all are… If you’re anything like me, there are times where you feel like there’s just not another second in your day to squeeze in one more thing.

But are you getting the results you’re after? Are you productive?

Let’s be honest with ourselves here, being busy and being effective are two very different things!

Whose face comes to mind when you really consider this? I immediately think of a few different folks I know who constantly seem to be putting out fires but never reach any of the goals they’re working toward. They’re incredibly busy, but it would be a pretty big stretch to describe them as productive…

In complete transparency, I’ve fallen into that scenario myself far more than I care to admit. My DRIVEN approach to nearly everything tends to result in me taking on just about any task that falls within reach and going at it full speed ahead until it’s done or I...

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How Do You Measure Success?

We closed last time by touching briefly on how critical it is to be able to measure tangible results as we work to avoid many of the reasons for why leadership training fails. Leading up to that, we looked at the wide variations in what’s even referred to as leadership training and we dug into the significant difference between knowing something and applying it… 

As Cindy and I begin working with an organization, or an individual leader within that organization, we always start the process by having a very strategic conversation with the primary decision maker(s) to develop a firm understanding of the issues they’re dealing with so we can assist them by providing the most applicable material for their team members and in creating the most effective plan for how their team members can take action on that material afterward. It’s incredibly important to understand where they are before we ever try to help them move forward! A while back while talking with...

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Clear Goals and an Expectation for Action

I closed the last post by referencing something we can do to help remove a bit of the reluctance leaders often face when faced with addressing tough situations with team members - often due to the concern of hurting or offending them in some way. Separating a behavior contributing to an issue that needs addressed from the individual performing that behavior is far easier said than done! But as we begin to develop that kind of awareness, and really hone our skill in actually doing it, holding the team member accountable for the behaviors they choose involves so much less emotional stress…

So what does that have to do with why leadership training fails? Understanding what should be done and knowing what the specific behavior looks like to accomplish what needs to be done are very different things. Just like we, as leaders, will need to work at being able to separate the behavior from the individual in order to have effective conversations about improving performance,...

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