Checkng the List

I recently found this list I posted back in 2011. If we review, I think we find that all of these are still valid and some are even more important twelve years later.

Read more, skim less. Turn your phone off once in a while. Don't wait for approval. 

Forget the past. Spend more time with people you love. Dream big; do bigger. Be gracious. Make quick decisions. Stop comparing your effort to others. Enjoy the ride.

Stop doing anything that weakens you. Trust yourself. Take a digital day off.

Keep an open mind. Plan ahead then be flexible. Ask for help. Help someone without their knowledge it was you who helped them.

Go for it. Eradicate unnecessary meetings. Eat the cookie. Listen more. Sing often.

Say thank-you. Trust your gut. Make time for think time. Don't wait.

Find the lesson. Keep learning. Thank a friend. Take the nap.

Don’t settle. Collaborate. Consume more funny. Good enough is not good enough.

Be yourself.

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Trusting Our Gut

We've heard it a thousand times. You're in a situation, you aren't sure what to do, and some self-proclaimed wise person tells you to trust your gut. But is it really that simple? 

Human intuition is powerful and can potentially be dangerous. I think I'm of sound mind and my ideas are right and so do you. But we may think completely different. So who's right? Both of us? Neither of us? That's the tough question. 

Intuition and Facts 

The Harvard Business Review published an article in 2003 entitled Don't Trust Your Gut. 

In the piece, the author Eric Bonabeau wrote; "One decision-making tool - human intuition - seems to offer a reliable alternative to painstaking fact gathering and analysis. Encouraged by scientific research on intuition, top managers feel increasingly confident that, when faced with complicated choices, they can just trust their gut." 

Science Based Wisdom 

Bonabeau goes on to state; "Anyone who thinks that intuition is a substitute for reason is indulging in a risky delusion." So when we trust our gut, experience, or intuition, are we doing it void of scientific realities or known facts? Or are we looking at those facts and making a judgement call through our lens and experience? Perhaps a mix of both. 

When you think of something you tried for the first time in your career. Perhaps a new gig or new department; maybe it was a new concept or project. Did you go blindly into the abyss ignoring all facts in front of your or did you measure what you could then made a judgement call on the direction? 

Dreamers and Billionaires 

We look at people like Elon Musk, Oprah Winfrey, and Jeff Bezos and call them visionaries. But I'm of the mind to suggest they didn't create an electric car company, rocket corporation, media empire, and online shopping conglomerate in a vacuum without facts and realities. I agree with Bonabeau that we can't just fly off the handle in the face of contradictory facts and trust our gut. But our intuition gets at least a vote. 

If you want to test your gut, asking others for their opinions may just add their gut into the mix and then you may be even further from a successful solution. But as President Regan famously stated, trust but verify. We should keep ourselves in check by checking with the facts. Eventually we'll have to make a decision and it may not always be successful. But one thing is for sure.

Indecision can create doubt even in our gut. __________________________________________________________________

Company Culture | Seven Step Program

As much as it’s cool to have exposed brick, a foosball table, catered meals, and lattes at 3pm, those won’t ensure your company has engaged employees who will do passionate work. Culture is much deeper. It’s a feeling and an instinct that can’t be forced or faked. And it requires daily upkeep from everyone.

Here are seven considerations to make your company a great place to work;

Give – No matter the survey, compensation always makes it into one of the top reasons people stay or leave a company. But if money is the number one concern of employees, you have a serious issue. Pay people properly.

Define – What makes people want to bring their best every day and feel appreciated? If you can’t explain it in a sentence or two, dig deeper.

Value – What does your company stand for and what won’t it do? Two significant questions that seem easy enough to answer yet most struggle with them. We want to be a part of something that aligns with our values.

Open – Not all decisions can be made by committee. In fact most people want leadership to guide the way, but keep communication open enough for people to feel you genuinely want their input and ideas.

Stretch – Departments are created for a reason. Sales focuses on revenue while product design improves the offering. But don’t box people in so they can’t offer input to areas where they might not be subject matter experts.

Lead – From small companies with a handful of employees to the Fortune 50, the relationship people have with their direct report and the people closest to them in their day-to-day work experience, will be the single biggest reason they stay or leave. Model the behavior you want from others.

Together – Teamwork and collaboration are a core elements to great culture. We want to belong and contribute so afford everyone the chance to do both.

Like trust, respect is earned not mandated by an org chart. So if you want great company culture, create an atmosphere of authentic respect and trust.

Then watch what happens.
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Emotional Waistline

This is a wonderful parable I should read more often.

The story is about a man and his grandson. He reminds the young boy that we have a battle of two wolves inside of us; one that is filled with anger, envy, jealousy, sorrow, regret, greed, arrogance, self-pity, guilt, resentment, inferiority, lies, false pride, superiority, and ego.

The other wolf is filled with joy, peace, love, hope, serenity, humility, kindness, benevolence, empathy, generosity, compassion and faith. The grandson then asks a simple yet critical question; "Which one wins?"

The wise man replies; "The one you feed.”
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Our Unexpected Ally

For most of my life, I've been called an extrovert. I can stand in front of a crowd and deliver a talk; as an executive recruiter I'm able to call complete strangers and tell them about an opportunity; and yet I need a lot of quiet alone time. I used to think you had to be either an introvert or an extrovert and being both was confusing to me.

Kare Anderson shares her story as someone who suffered from chronic shyness and found the capacity through her challenges to make change to become an opportunity maker and how we can do the same.


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We are What we Feed

I often go back to this story when I'm struggling with something. I'm facing a decision or a feeling and need some guidance; this powerful lesson helps immensely.

The story is about a man and his grandson. He reminds the young boy that we have a battle of two wolves inside of us - one that is filled with anger, envy, jealousy, sorrow, regret, greed, arrogance, self-pity, guilt, resentment, inferiority, lies, false pride, superiority, and ego.

The other wolf is filled with joy, peace, love, hope, serenity, humility, kindness, benevolence, empathy, generosity, compassion and faith. The grandson then asks a simple yet critical question; "Which one wins?"

The older wiser man replies; "The one you feed.”
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How Does That Work?

We live in a plug-in-play world. The gadget comes with an instructional manual but few of us take the time to read it. Our collective impatience is too strong. We want to open the box and start using it. If there’s a problem, we’ll call someone or research the answer online. But what do we do when we can’t figure out how people work?

There is no owner’s manual with human interaction and relationships. Decades of experience can only give us a guide but each person is wired and motivated differently. We can’t simply apply one rule for all yet often the business world tries to do just that.

People are Complex

You hear claims such as; “millennials behave this way” or “women 25-49 don’t like that” which are a generalizations. Marketing companies try and predict habits and companies attempt to guide behavior. No two people in history are identical.

If you have kids, you may have taught them how to ride a bike. At first, you put on training wheels, and then over time you raised them off the ground so your child could slowly learn how to balance.

Then the day came when the training wheels were removed. You may have stood nervously as they started to pedal off without your help or the help of two extra wheels. That’s trust in them, the system, and yourself. You gave them the tools but eventually had to let them find their way. Take time to find their motivation

Or you may never know how the gadget works.
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Trustworthy Respect

In a work environment, everyone is under a lot of stress. Words are spoken. Blame is heaved. Accusations lobbed. If we step away for even a few minutes, we can remember the relationship – work, life, wherever – is built on respect and trust and can withstand those types of interactions.

Respect and trust are earned but can’t be expected. Something to think about with your business. Great service is what we want yet we're blown away when we get it. But we can't expect if we're not prepared to give it.

The Gift of Being Honest

This is especially critical in personal relationships. If you want her to trust you, be trustworthy. If he is dishonest, especially without remorse, it's probably time you exclude him from your life. You deserve honest people in your life if you are prepared to be honest with them. If they don't hold up their end, get rid of them.

Does this mean trust and respect are only present when it's convenient? Can one argument tarnish a relationship like a bad experience with a plumber? I’d like to think we try our level best to remember why we have the people in our lives that we do and earn their trust and respect.

That's the bedrock of any relationship.
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HBR – Leadership Mistakes

Being a leader has absolutely nothing to do what what it says on your business card or company org chart. A few years ago, the Harvard Business Review asked a simple question. Here are some valuable responses.


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Collaborative Culture

As much as it’s funky to have exposed brick, a foosball table in the lunch room, and lattes at 3pm, those won’t ensure your company has engaged employees who will do passionate work. Culture is much deeper. It’s a feeling and an instinct that can’t be forced or faked. And it takes work to upkeep. Every day. From everyone.

Here are seven areas to consider in making your company a great place to work.

Give – No matter the survey, compensation always makes it into one of the top reasons people stay or leave a company. But if money is the number one concern of employees, you have a serious issue. Pay people properly.

Define – What makes people want to bring their best every day and feel appreciated? If you can’t explain it in a sentence or two, dig deeper.

Value – What does your company stand for and what won’t it do? Two significant questions that seem easy enough to answer yet most struggle with them. We want to be a part of something that aligns with our values.

Open – Not all decisions can be made by committee. In fact most people want leadership to guide the way, but keep communication open enough for people to feel you genuinely want their input and ideas.

Stretch – Departments are created for a reason. Sales focuses on revenue while product design improves the offering. But don’t box people in so they can’t offer input to areas where they might not be subject matter experts. Some of the best ideas may come from the most unexpected places.

Lead – From small companies with a handful of employees to the Fortune 50, the relationship people have with their direct report and the people closest to them in their day-to-day work experience, will be the single biggest reason they stay or leave. Model the behavior you want from others.

Together – Teamwork and collaboration are a core elements to great culture. We want to belong and contribute so afford everyone the chance to do both.

Like trust, respect is earned not mandated by an org chart. So if you want great company culture, create an atmosphere of respect and trust and watch what happens.

Or work on your foosball skills
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Mom's Wisdom

On the night before I left for college, my mom said: "I'm so proud of you. Enjoy this time as you are going out into the world and as much as I'd love to help you never make mistakes, you will make lots of them. I can teach you not to make the same ones I made, but you'll make news ones all on our own."

That talk has carried me through some rough times and mom still helps me with her wisdom. But what is in a mistake? You spent too much on that dinner; you took that relationship too far when you knew it was over; you took that gig you knew you didn't really want; you trusted that person you know was lying to you.

Time's wisdom

The key element to any mistake is time and more importantly time after the event. I'm not referring to those decisions we make when when we know right at that moment we aren't making the right call. This is about that relationship, job, or experience that we endured because we decided with all the evidence we had at the time.

I don't know about you, but I've spent far too much of my life regretting stuff I can't change. Then again, those mistakes can often push us to where we need to go and the doorway was the so-called misstep we made in the past.

Let's live for today not yesterday.
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I'm Weird. You're Weird.

The great Mark Twain once quipped; "Don't let the facts get in the way of a good story”, which is funny at first but quite correct with a closer look. We all have our own truths. Sure, most of us agree gravity keeps us on the ground and the sky is blue, but how many truths do we hold on to that may or may not be in fact true?

If you multiply that by hundreds or even thousands of employees, you can see how we get into trouble in the business world. Michael Shermer examines why we believe and hear weird things in science, relationships, and music.


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The Importance of Trust

In a work environment, everyone is under a lot of stress. Words are spoken. Blame is heaved. Accusations lobbed. If we step away for even a few minutes, we can remember the relationship – work, life, wherever – is built on respect and trust and can withstand those types of interactions.

Respect and trust are earned but can’t be expected. Something to think about with your business. Great service is what we want yet we're blown away when we get it. But we can't expect if we're not prepared to give it.

The Gift of Being Honest

This is especially critical in personal relationships. If you want her to trust you, be trustworthy. If he is dishonest, especially without remorse, it's probably time you exclude him from your life. You deserve honest people in your life if you are prepared to be honest with them. If they don't hold up their end, get rid of them.

Does this mean trust and respect are only present when it's convenient? Can one argument tarnish a relationship like a bad experience with a plumber? I’d like to think we try our level best to remember why we have the people in our lives that we do and earn their trust and respect.

Without it, there is no relationship.
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Your Unexpected Ally

For most of my life, I've been called an extrovert. I can stand in front of a crowd and deliver a talk; as an executive recruiter I'm able to call complete strangers and tell them about an opportunity; and yet I need a lot of quiet alone time. I used to think you had to be either an introvert or an extrovert and being both was confusing to me.

Kare Anderson shares her story as someone who suffered from chronic shyness and found the capacity to make change through her challenges to become an opportunity maker and how we can do the same.


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Be True to Yourself

I was having dinner this week with a close friend and we started talking about past missteps, relationships, jobs, and family stuff. It's so very easy to look back with the wisdom of now but we never get that then so why do we torture ourselves with something in our past we can't change and how we'd do it differently?

She shared a story of a former relationship she thought was based on trust and found it was built on lies. Been there? Yeah, me too. It's worse than coming home to realize someone has broken into your home. In these cases, someone has broken into your heart and trust. How can someone be so selfish and mean? Because some people are selfish and mean.

Watch for Oncoming Traffic

It sounds so blissfully simply to suggest we need to take care of our own needs first. Secure your mask before helping other passengers, they say. And yet we walk into these situations throughout our lives. Perhaps it's an innocent way to put it but if we know the element is hot, we may not want to touch the stove this time. It shouldn't make us mistrust everyone but we may want to heed the warnings this time.

You will run into people who will lie to you; I will as well. You will wonder if it's okay to be true to you; I will too. And the best way we can navigate these challenges it to look back for the lessons, try not to repeat them, and when they show up again, stop them quicker. If they lie to you, they will lie to others and it's not your fault.

Let's not forget ourselves in our own lives.
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Watch Your Diet

I often go back to this story when I'm struggling with something. I'm facing a decision or a feeling and need some guidance; this powerful lesson helps immensely.

The story is about a man and his grandson. He reminds the young boy that we have a battle of two wolves inside of us - one that is filled with anger, envy, jealousy, sorrow, regret, greed, arrogance, self-pity, guilt, resentment, inferiority, lies, false pride, superiority, and ego.

The other wolf is filled with joy, peace, love, hope, serenity, humility, kindness, benevolence, empathy, generosity, compassion and faith. The grandson then asks a simple yet critical question; "Which one wins?"

The older wiser man replies; "The one you feed.”
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Do You Trust?

The Merriam-Webster dictionary lists "trust" as a belief that someone or something is reliable, good, honest, and effective. They use words like assured reliance on the character and a charge or duty imposed in confidence.

Trust is a big word we far too often toss around like it's part of a sales pitch. Trust me, my friend. It's all about trust. I trust that guy. But what is trust, really?

Trust is the transference of faith and Rachel Botsman examined the trust economy and collaborative consumption in her 2012 TEDTalk which continues to grow.


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Customized Motivation

We live in a plug-in-play world. The gadget comes with an instructional manual but few of us take the time to read it. Our collective impatience is too strong. We want to open the box and start using it. If there’s a problem, we’ll call someone or research the answer online. But what do we do when we can’t figure out how people work?

There is no owner’s manual with human interaction and relationships. Decades of experience can only give us a guide but each person is wired and motivated differently. We can’t simply apply one rule for all yet often the business world tries to do just that.

Leadership and People are Complex

You hear claims such as; “millennials behave this way” or “women 25-49 don’t like that” which are a generalizations. Marketing companies try and predict habits and companies attempt to guide behavior. No two people in history are identical.

If you have kids, you may have taught them how to ride a bike. At first, you put on training wheels, and then over time you raised them off the ground so your child could slowly learn how to balance.

Then the day came when the training wheels were removed. You may have stood nervously as they started to pedal off without your help or the help of two extra wheels. That’s trust in them, the system, and yourself. You gave them the tools but eventually had to let them find their way. Take time to find their motivation

Or you may never know how the gadget works.
__________________________________________________________________

Great Culture in Seven Steps

As much as it’s funky to have exposed brick, a foosball table in the lunch room, and lattes at 3pm, those won’t ensure your company has engaged employees who will do passionate work. Culture is much deeper. It’s a feeling and an instinct that can’t be forced or faked. And it takes work to upkeep. Every day. From everyone.

Here are seven areas to consider to make your company a great place to work.

Give – No matter the survey, compensation always makes it into one of the top reasons people stay or leave a company. But if money is the number one concern of employees, you have a serious issue. Pay people properly.

Define – What makes people want to bring their best every day and feel appreciated? If you can’t explain it in a sentence or two, dig deeper.

Value – What does your company stand for and what won’t it do? Two significant questions that seem easy enough to answer yet most struggle with them. We want to be a part of something that aligns with our values.

Open – Not all decisions can be made by committee. In fact most people want leadership to guide the way, but keep communication open enough for people to feel you genuinely want their input and ideas.

Stretch – Departments are created for a reason. Sales focuses on revenue while product design improves the offering. But don’t box people in so they can’t offer input to areas where they might not be subject matter experts. Some of the best ideas may come from the most unexpected places.

Lead – From small companies with a handful of employees to the Fortune 50, the relationship people have with their direct report and the people closest to them in their day-to-day work experience, will be the single biggest reason they stay or leave. Model the behavior you want from others.

Together – Teamwork and collaboration are a core elements to great culture. We want to belong and contribute so afford everyone the chance to do both.

Like trust, respect is earned not mandated by an org chart. So if you want great company culture, create an atmosphere of respect and trust and watch what happens.

Or you could order the latte machine and hope for the best. 
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The Biggest Mistake a Leader Can Make?

Being a leader has absolutely nothing to do what what it says on your business card or company org chart. A few years ago, the Harvard Business Review asked that simple question. Here are some valuable responses.


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