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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If We Can’t SEE It, We Don’t Usually Expect It...

Last time I suggested that the only real difference between soft skills and hard skills is that most hard skills only tie to certain fields where soft skills have the power of impacting nearly any type of work we’ll ever engage in. None of us come out of the womb being amazingly equipped with either type of skill; they ALL require cultivation throughout our lives if we ever hope to master them. And we should absolutely be seeing measurable results from the action steps we take in applying what we learn as we study any new skill!

The most common disconnect I’ve seen with this over the last twenty years has been that most of us have learned how to measure technical tasks; it’s fairly simple to track how many widgets can be produced in an hour or how many procedures can be completed each day. Measuring the effectiveness of what most people refer to as soft skills isn’t quite as straightforward because it rarely produces a stack of something at the end of an...

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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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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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