- Why the Golden Rule doesn’t work
- What you need to know to motivate your yourself and your team
- The principle of “acceptance” and the platinum rule
Category: Articles
Keep Your Motivation Engine Running
I was running late for an appointment last week and jumped into my car and turned the key .The nice smooth sound of ignition I was so used to hearing was replaced by the horrible grinding sound of an engine just about to turnover. I kept turning the key thinking that by some miracle it would stop the grinding noise and just start. Instead it drained what was left in the battery and silence followed. I was dead in the water.
How many times have you found yourself ready to go but unable to move? You lack the spark and or energy to move forward. Where did it go? You might have started out on your goal, journey or project with plenty of good intentions but for whatever reason it dissipated or just stopped. As a student of human behavior and a Business Coach I am brutally aware of the difficulty of keeping ourselves motivated to get to where we want to go. The traditional motivation methods most of us have experienced are motivation by incentive or fear. The boss tries to scare you into action by threats that range from firing to demotion. The next day in a change of heart the boss offers you the promise of bonuses, promotion or equity if you achieve the goal. Clearly both can have an impact, and often do, but the results are usually short term at best. Threats lose their veracity if they are never acted on. Incentives are only effective if you believe the goal is achievable but lose their long term impact once achieved. Neither approach has a long lasting motivational impact. So what is one to do if you want to change or achieve a difficult goal but can’t seem to stay motivated to do what is necessary to get to your destination?
I believe part of the answer is in finding what sparks us or excites us. If you can discover what you are passionate about and harness that passion you can access an unlimited battery of inspiration energy to keep you motivated and moving forward. Discovering your passion can be difficult since most of us have followed the career scripts provided to us by well meaning parents, educators and society. A simple way to start would be to list all the activities you do in your present job that you enjoy doing and are good at. The next step would be to ask your peers, friends, clients and family what they think your greatest strengths are. You should get some clarity on what you are passionate about and what truly motivates you. Finally, a good book that gives some insight to the power of connecting your passion to business is “Crush It!” by Gary Vaynerchuk
Aligning your passion with the behaviors necessary to convert that passion into results assures you a consistent spark that will keep your motor running!
Creating a Culture That Drives Personal Innovation
This blog post was written by Tammy Kohl of Resource Associates Corporation
Improvement is evolutionary where innovation is revolutionary. “Innovation is about creating breakaway differentiation, it’s about creating superior economic returns and it’s about creating what author Geoffrey Moore describes, as ‘an outcome competitors are either unable or unwilling to match’.” (Peter Lefler founder of The Spruance Group)
In order for a company to achieve innovative ideas the company needs to foster a culture of personal innovation. Every employee, team member, or contributor within your organization can enable innovation. They are living every process, talking with every customer, working on every production line, so they know very clearly what works well and what does not work. And, if asked they can tell the organization how it can be done better! The question becomes what process does your management team have in place to ask your employees what they believe the organization can do better?
Innovative opportunities are constantly squelched by poor organizational goal definition, poor alignment of actions to goals, poor participation in teams, poor monitoring of results, and poor communication as well as access to information. Help your people be part of the solution and contribute to a higher level of organizational success.
In a recent project with an insurance company, a cross functional team was brought together to evaluate, rework and present a low cost, no cost solution to shorten their policy approval process which was currently 13 days. They knew the industry average was 12 days. The team worked together for five days. By Friday afternoon the team was presenting to management a no-cost, reworked process taking the existing process of 13 days down to three days. Once the team was given the objectives they went to work and as a team saved the organization 10 days and a significant amount of money. They did not just present improvement … they innovated the process.
Allowing your employees to contribute means they are participating and taking responsibility for accomplishing goals. It’s important for each team member to have a clear understanding of his/her part in helping the team accomplish its goals. Utilizing employees with different strengths creates high performing and innovative teams. The key to employee contribution and innovation is in creating a culture in which people are encouraged to challenge, question, and try new things.
Creating an innovative culture is not a switch that can be flipped overnight. There may be resistance at first because changing a culture is never easy. However, in this case the change and the results are worth it. Communicate the organization’s goal and objectives and communicate the details of those goals frequently. Put a process in place that offers a safe way for employees to share ideas for improvement and innovation and always provide feedback. Establish cross-functional teams to evaluate important business processes and listen intently to what they have to say. If management stays committed to the cultural change, you will see the insecurity and resistance dissipate fostering some of the best innovate and revolutionary ideas your company may ever have seen.
Tammy A.S. Kohl is President of Resource Associates Corporation. For over 30 years, RAC has specialized in helping businesses achieve sustainable results through management consulting, strategic planning, leadership development, executive coaching and youth leadership. For information on creating a leadership succession plan visit www.resourceassociatescorp.com or contact RAC directly at 800.799.6227.
Leading More By Doing Less
An executive recently lamented that she and her company had far too many projects going on. All of them were important, she said, but insufficient progress was being made on most. In fact, she described her company as being “very good at getting things 80% done!” “Why can’t we ever complete anything?” she asked me.
This isn’t the first time that I have heard a business owner or leader talk about this struggle. Often the situation gets oversimplified as “too much to do and not enough time or people to do it”, which seems like an impossible problem to address…so many times it is merely ignored. Frequently, however, this problem is the result of a less obvious issue: a lack of focus by the company’s leaders.
The Power of Focus
A wise person once said that if you chase two rabbits, both will escape. The same holds true in business as many companies have too many items on their To Do list. This lack of prioritization and focus leads to poor results. According to a Pricewaterhouse Coopers survey of 200 companies in 30 countries, only 2.5% of these companies had 100% of their projects come in on time, within budget, to scope, and delivering the right business benefits. This study demonstrates that 97.5% of the time we get it wrong in some way… and prioritizing can help. Just as focus and concentration allow your mind to function more effectively, prioritization allows businesses to achieve greater results.
“Doing Less”
Prioritizing can seem especially difficult when all projects seem important. But this is precisely when it can yield the best results. An oft-missing element in prioritizing is a process in which employees have confidence; one by which initiatives can be compared to determine their relative importance to the business. A fairly simple process is plot each initiative on the following 4-quadrant chart:
- Initiatives landing in the upper left (high benefit, low cost) are “winners”…do it now.
- Initiatives landing in the lower right (low benefit, high cost) are “losers”…dump it
- Initiatives landing in the upper right (high benefit, high cost) need require a return on investment (ROI) analysis to determine if and when to move forward
- Initiatives landing in the lower left (low benefit, low cost) are prioritized based on “gut feel”
Leading More
To get the best results from prioritizing, strong leadership is required to ensure that:
- All projects are included in the evaluation and that there are no “sacred cows.”
- Personalities, politics and quests for power are not allowed to influence the process.
- The negative effects of existing paradigms and “business as usual” are minimized.
- Employees are inspired to participate, buy in to the importance of this work, and trust the process to provide valid outcomes.
- The outcomes are followed through on and resources are properly allocated to the “critical few” most important projects.
- Prioritization is not viewed as a “one and done” activity. It needs to be part of the business’ standard operating process and performed on a regular basis.
Difficult challenges and decisions will be faced during this process, especially if focus and prioritizing are not core competencies. Elbert Hubbard said that “It does not take much strength to do things, but it requires a great deal of strength to decide what to do.” One way that leaders can help achieve greater results is by having and instilling the discipline to focus on a few, critical projects instead of trying to do everything all at once.
What prioritization struggles are you having? How have you tried to resolve them?
Feel the Fear and Do It Anyway
In Jack Canfield’s book, The Success Principles, he tells the story of a seminar where he held a $100 bill in the air and asked the audience, “Who wants this $100 bill?”
Almost everyone raised their hands, dozens of people shouted “I’ll take it!” and many more stood up and cheered. This went on for a while, but Jack just stood there and waited. Finally, someone ran up and took the $100 bill right out of his hands. Everyone else wanted the money, but no one else had the guts to take the necessary action.
When Jack asked the audience why they didn’t do what the one lucky audience member did, most said they thought about it but didn’t have the guts to do it. Fear held them back. Some of the reasons they gave him were:
- I was afraid I might be doing something wrong and then people would judge me or laugh at me
- I wasn’t sure you’d really give it to me
- I didn’t want to look greedy
- I didn’t want to look like I wanted it that badly
- I was too far back in the room
- I was waiting for further instructions
What’s interesting is that these are the same fears that stop us from reaching our goals in our own lives. What actions should you be taking in your business or your life that you’re NOT because of fear?
Let’s face it, there’s a lot to be fearful of these days. Fear is natural. We all feel it. The difference between incredibly successful, fulfilled people and everyone else is how they react to that fear.
Some respond to fear by worrying, stressing out, excessively planning every thought and action. The effect is paralysis in our business and our lives. Often times, this paralysis causes our worst fears to come true.
Others respond to fear by using it as motivation to take action. While many have the “ready, aim, fire” philosophy, some realize that the best way to hit a target is to fire first, see where the bullet lands, and then adjust your aim and fire again (ready, fire, aim). Very quickly, you’re hitting the target.
A great way to think of fear is to use the acronym, False Expectations Appearing Real. What would you do if you knew you couldn’t fail?
Here’s an idea…
Set a goal to do one courageous thing every week.
- Call that prospect you’ve been afraid to call
- Confront that co-worker you’ve been afraid to confront
- Take a stand on an important issue
- Start that new business you’ve been afraid to start
- Start writing that book you’ve been meaning to write
Turn your fear into action by doing one courageous thing every week. You’ll be amazed at what your business and your life looks like at the end of the year.
What’s holding you back? What have you done to get through the fear? I’d love your comments.
Sometimes You’ve Got to Look Down
- Why we sometimes give up on our most important goals
- How to keep you motivation high through the hard times
- Where to place your focus while your working on your goals
A Little Trick With Big Results
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How you can have feeling of fulfillment much more consistently
- How you can take meaning from the hardships in life
- What life is REALLY about
Scarey Accountability Results
Back on November 16th I made a committment to myself, and all of you.
I committed to losing 20lbs by January 30, 2010 (my 45th birthday). I weighed 177 at the time and hadn’t weighed below 160 since college. Many thought I was nuts…doing it right before the “pig out” holidays.
My objective was twofold…
Obviously, the first objective was to improve my health. This is important to me. I wanted a higher level of energy. I also wanted to look better, live longer and be an positive example for others.
My second objective was to prove out something I call “scarey accountability”. Here’s how scarey accountability works:
- Identify an important goal that you haven’t been able to achieve (make sure the goal is specific, measurable, achievable, realistically high and time targeted). This can be a business or personal goal.
- Do something that holds you accountable to achieving the goal, in a risky (or scarey) way. For example, me announcing to thousands of people that I intented to lose 20lbs.
- Do it!!
Well, I’m proud to announce that I achieved my goal! In fact, I achieved it two weeks ago and have maintained my goal weight of 157 since then. Here’s the interesting part…it was easy. Once I made the committment to all of you (scarey accountability), failure was no longer an option. With that option gone, my only choice was success.
My next committment is that I will continue to weigh under 160 for the next 6 months (July 31, 2010). Some people have asked me why I don’t set a goal of maintaining this weight for the rest of my life. Sounds logical, however, I never like to create goals I can only reach when I die.
What goal are you having trouble achieving? How can you use scarey accountability to help you succeed? Remember, annoucing the goal to thousands of people is only one option. There are many ways to commit yourself…to make success your only option.
I’d like to hear from you. Please reply to this post with the answers to these two questions:
- What’s your goal?
- What’s your scarey accountability strategy?
Thanks for holding me accountable!!
Mike
What are your big rocks?
- The difference between efficiency and effectiveness
- What “big rocks” have to do with having a fulfilling life
- A simple exercise to help you focus on the right goals
Also, for those of you keeping track…
How’s Your Attitude?
- Your mind is stronger than your body
- Your mind is stronger than any drug known to man
- Your mind is stronger than any situation you’re currently going through