tag:blogger.com,1999:blog-86430207506019704812023-11-16T07:02:12.675-05:00JoAnn Corley-Schwarzkopf | Rethink LeadershipWe are creators of the new leadership & management development platform - The Distinct Leader. We offer what no one else does. We teach decision-makers how to read and financially measure the impact of behavior in the workplace. Check out our one-of-a-kind Masterclass. Want to positively impact your P/L? Learn how to calculate the cost or value of employee performance.JoAnn Corleyhttp://www.blogger.com/profile/17351862967107737286noreply@blogger.comBlogger128125tag:blogger.com,1999:blog-8643020750601970481.post-84814308983790845182023-03-04T11:23:00.000-05:002023-03-04T11:23:09.594-05:004 Top Leadership Behaviors That Minimize Employee Problems<div dir="ltr" style="text-align: left;" trbidi="on">
If you've been following my blog, you've noticed that as of late I've been putting a special emphasis on the concept of being an effective executive. And with that, I've been providing information to help you break through the overwhelming glut of leadership information that can easily distract from focusing on what's most important <u>first.</u><br />
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As a fellow business leader, my deepest desire is to help all of us build the business of our dreams if we're an owner, or to be the most valuable senior leader possible in supporting those dreams. So I consistently attempt to provide the most useful, fine-tuned information so that you can act quickly to improve your results.<br />
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I feel lucky that I'm able to do this in a distinct way through my expertise in human behavior. It's my contribution to the American dream! This expertise offers unique insights into how to grow and manage a business though people.<br />
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In doing this, I constantly ask myself, "If I could narrow down to just a few things what leaders need to know through my lens...or what's the most important or #1 insight that would be the most helpful - saving a ton of time and money...what would I share?" I regularly get inspired thoughts, so here is my most recent.<br />
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<b>Question: What are the most significant leadership behaviors that need to be in place so that employee problems stay at a minimum? </b>The answers to follow are based on years of observation. I've laid them out so that you can use them as a checklist for yourself and your leadership/management team(s). By the way, if you are having employee problems within particular teams, you can be assured the managers for those teams is not fulfilling this list. However, as you're reading this right now, read it as if you're applying it to yourself first.<br />
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<b>1. Have clear expectations</b><br />
<i>What is it that you want?.</i>.. for your business related to how you want your managers and staff to act, behavior and the kind of mindset you want them to have - this is beyond their job role/responsibilities? You have to be clear because <i>this is your standard and benchmark</i> for your business.<br />
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Additionally your expectations need to be believable and that means you not only need to talk it, but you walk it. Your staff won't think it's real, respect it or take it serious if you don't honor your own expectations. You've got to be and remain credible!<br />
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<b>2. Communicate your expectations clearly and <i>consistently</i>.</b><br />
You know this is happening when everyone on your team <u>has no doubt </u>what's expected. Don't assume (which many leaders do) because you've expressed it a few times means they remember, get it or <i>take it seriously</i>. And remember, we communicate not only by what we say, but by what we do.<br />
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Ok...so you might be thinking at this point..."Alrighty...this is easy...I do this..." Good, let's keep going because #3 is where for many, it starts to break down.<br />
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<b>3. Quickly act to address expectations not met.</b><br />
<i>When</i> you address the expectations not being met is <i>equally </i>as important as communicating them in the first place. Why quickly? - because the timing of when you do will demonstrate your level of seriousness. The more and longer you tolerate something, the less serious it will be taken...and the more your credibility will begin to crumble.<br />
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How you address is also important. Please don't go the punitive, parental route. Ugh! You want to convey a collaboratiave partnership, so have an adult conversation about expectations and willingness to honor. Something like, "Here's the kind of business and atmosphere I want, hopefully it's what you want to and are you willing to help make that happen ...or are you willing to honor that."<br />
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<b>4. Ensure your management team is consistently, appropriately representing and communicating your expectations </b><i>and equally as important - </i>make sure you've equipped them with the process and support they need to do #3. Please don't "leave it to HR". You need to be the lead...setting the standard and process and can be supported by HR.<br />
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As a business leader, I'm not leaving anything of this important to someone else or a department. I set the standard, expectations and how those will be communicated...and how those who are unwilling to honor will be handled. Hopefully this is your philosophy as well!<br />
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So, here is my closing bold statement - I guarantee you that almost<b> 98% of people management issues are related to the absence or weakness of 1-4. </b><br />
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If you need assistance addressing any of these 4, we're happy to help. Our Effective Executive Blueprint for Smart Management addresses all of these with a visual framework you can use to assess, develop, manage and monitor these through-out your organization.<br />
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I invite you to check it out with our <a href="https://joanncorley.com/blueprint-overview" target="_blank">The Distinct Leader Blueprint</a>. .<br /><br />
Exciting News! // To compliment our global reach with our LinkedIn Learning courses, we're offering a compelling resource - The Blueprint. It can be accessed and implemented in any business environment, world-wide. It provides a step-by-step roadmap to simultaneously improve business and people management while developing competent managers. If you feel a need for improvement in any of these areas you'll want to learn more. Check out the link above.<br />
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JoAnn Corleyhttp://www.blogger.com/profile/17351862967107737286noreply@blogger.com0tag:blogger.com,1999:blog-8643020750601970481.post-75442578745220792512022-01-30T14:19:00.011-05:002022-01-30T15:22:51.981-05:00A New Era - How Can I Best Serve?<div><b>We're So Excited About Our 2022 Update</b></div>For those who have been clients over the years, there is a thing you’re very familiar with…my passion for sharing information to improve all aspects of life. It’s common to hear me say at the beginning of just about every training or presentation. “I just love this topic, it’s one of my favorites or it’s one of THE most important…” <div><br /></div><div>No matter which one, they all share 1 common thread. They’re all <b>human behavior related</b> - how to become aware of it and how to improve it. Whether it’s emotional intelligence or creative and innovative thinking, all professional development…in fact <u>everything in business</u> and in life is about behavior and the elements of the human experience that generate it. The variety of professional development topics on the market just address it through a variety of lens. </div><div> </div><div><i>Consider these examples of business activities through the simple view of behavior: </i></div><div>- people management (or human capital management) is really human behavior management </div><div>- building great teams is really about cultivating the behaviors that create the results of a great team. </div><div>- creating an innovative culture is really about fostering the thinking and behaviors that lead to effective ideation & collaboration </div><div>- dealing with difficult employees is really about how to deal with their counterproductive behaviors and what that’s producing </div><div>- performance management is behavior management </div><div>- when hiring - you’re looking for skills - a skill is a mastered behavior </div><div>- when interviewing - you’re assessing the interviewee’s behaviors and your perception of what those behaviors represent and are communicating to you. </div><div><br /></div><div>I could go on, but I’m sure you get the point. </div><div><br /></div><div>So, as I was contemplating how to best serve my clients in the new year, it occurred to me that I’d never formally created a class around that one common thread. Though I’ve written 2 executive briefing books addressing it, Show Me The Money & The Human Quotient, they are usually offered as compliments to the variety of topics in my portfolio, but not on their own. (Those books can also be found on Amazon or Barnes & Noble). </div><div><br /></div><div><b>Then it occurred to me - that 1 common thread is really <u>the critical</u>, underlying foundation </b>to all other topics…and that in fact offering all the topics I do without it is like putting the cart before the horse and even filling up the cart…with still no horse. </div><div><br /></div><div>Additionally, I’m coming upon my 25th year in business, and as I’ve worked with thousands of folks around the globe - both in-person and virtually - the same recurring issue comes up that I can just no longer ignore. </div><div><br /></div><div>What’s the issue? It’s that common thread…<b>leaders/decision-makers fundamentally do not know how to effectively work with human behavior - even surprisingly - folks in HR.</b> It’s a huge knowledge gap that continually causes so many <i>avoidable </i>employee performance issues which wastes tremendous amounts of money, time and opportunities (to which I devoted 2 LinkedIn Learning courses).</div><div><br /></div><div>What do I mean “work with human behavior?” Effectively working with human behavior comprises 3 abilities: </div><div>> notice it - pay attention to it (it’s amazing how much is ignored or minimized) </div><div>> measure it to see and understand its broad impact (what I call “the ripple effect”) </div><div>> and here’s the biggy…<b> financially calculate </b>the value or cost of it. </div><div><br /></div><div>Because many leaders are not skilled at all 3, here's what typically happens…
</div><div>-They see people, not behavior </div><div>-They don't take negative behavior seriously - it's overlooked or highly tolerated </div><div>-They don't know what to do when they see it </div><div>-They don't see/understand the human, team, organization, client or customer impact and cost </div><div>-They don't know how to financially calculate that impact/cost </div><div>-And because of everything above, they don't have a <i>timely response.</i></div><div><br /></div><div>Also, it causes talent to be undervalued, unappreciated and under compensated. So what does talent do?...they leave…”great resignation” anyone? I’ve even seen very talented people let go or perpetually not promoted not because they weren’t contributing value, but because of something personal or an unexplainable bias. </div><div><br /></div><div><b>So, it became clear to me that the best way for me to serve this year is to finally teach folks how to read behavior, measure and financially calculate its value and cost. That's what our Masterclass will do.</b></div><div><b><br /></b></div><div style="text-align: center;"><b>Our Mantra: Read It - Map it - Measure It</b></div><div><br /></div><div>One thing of which I am firmly convinced - the key reason destructive behavior in the workplace is left unaddressed and tolerated is because decision-makers (HR included) are not aware of the financial cost because they don’t know how to measure and calculate it.
The one exception…turnover…but by then it’s too late, the short-term and perhaps even long-term damage has been done. </div><div><br /></div><div><b>So, I’m excited to announce that I am adding to my offerings a signature masterclass</b> (which also serves as a perfect complement to my LinkedIn Learning Courses). </div><div><br /></div><div>Finally, the horse has arrived! </div><div><br /></div><div>Its content is an <i>essential foundation</i> to any other training and development plan and therefore <u>a critical resource in <i>every</i> professional toolkit</u>. Bottom line - it’s for any leader at any level. </div><div><br /></div><div><b>Masterclass Overview </b></div><div>The masterclass is designed to help you construct a relevant case-study, using a real-time scenario. You can use yourself or another situation. As you build the case study you'll be learning to...</div><div>> move your leaders/managers from an employee mindset to a business partner mindset </div><div>> see the big picture of an employee’s performance/behavior by mapping their ripple effect (this is pretty eye-opening) - whether its contributed value or costs incurred. </div><div>> financially calculate that contribution or the cost. This part really shocks folks. When they see situations <b>translated into concrete $, it’s mind-blowing.</b> I have some great case studies. </div><div><br /></div><div>For example, just this past week, after 1 session, a client was able to save $100,000! And another, recognized a win due to a new hire. The brilliance of that hire enabled her to regain and redeploy $30,000 of a grant. Another client gained the courage to let go of a severely disgruntled team member (when she saw the "ripple effect" numbers - they were just to hard too ignore, the negative impact and cost was clear). And in our working together, she learned there was no need for a replacement. The gain - $50k!</div><div><br /></div><div>So, let me close with 2 questions: </div><div> > As a manager, can you calculate the big picture impact of an underperforming, or dysfunctional team member? ...or the value of a high-contributing team member?</div><div>> If you lead leaders – do you know how to calculate the cost of a harmful manager? </div><div><br /></div><div>If your answer is no, here is the reality. Everyday that passes in which you’re not able to do that and make an informed decision about it, <i>you are definitely losing money or taking talent for granted </i>- it’s costing you. That's called opportunity cost.</div><div><br /></div><div>I highly encourage you to take<a href="https://www.thedistinctleader.com/masterclass/" target="_blank"> the Masterclass</a> or at least enroll in one of our 45 min. previews. Your future self will thank you! <a href="https://www.thedistinctleader.com/masterclass/">Learn more here.</a> Or if you know it's something you need but want to chat first, email me to schedule a time: joann@joanncorley.com</div><div><br /></div><div><i>Final note:</i> Our goal is to help folks be <b>distinct leaders</b>. If you become part of our community, take our masterclass and work with our smart management blueprint, you will be positioned like no other. This is a compilation of our best work and insights over the past 24 years with amazing case studies to prove it!</div>JoAnn Corleyhttp://www.blogger.com/profile/17351862967107737286noreply@blogger.com0tag:blogger.com,1999:blog-8643020750601970481.post-16373729335983227632021-03-18T19:40:00.004-04:002021-03-20T15:49:43.815-04:00A Different Kind of Spring Forward!<div style="text-align: center;"><b>This post is a special announcement!</b></div><div style="text-align: center;">We will be moving all of our content to a new <a href="http://platform.joanncorley.com" target="_blank">all-in-one learning platform</a>. Our goal is to reimagine leadership and management development. It's time to offer something different!</div><div style="text-align: center;"><i>Read on...</i></div><div style="text-align: center;"><br /><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhSnwmktug39CqLS6by15WsGcDhmrA7z-8cvAKRphdg2tlls_NbpvtEfjNdwozKY5Uy8xvEW83MzrRJ36hareJjckX6uy2NdJZRkcBN5KyVNdLKSvnoLWBmQgdUmCfzFtZcBBgJ3fOAKaU/s1240/Spring+Forward.jpg" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="775" data-original-width="1240" height="400" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhSnwmktug39CqLS6by15WsGcDhmrA7z-8cvAKRphdg2tlls_NbpvtEfjNdwozKY5Uy8xvEW83MzrRJ36hareJjckX6uy2NdJZRkcBN5KyVNdLKSvnoLWBmQgdUmCfzFtZcBBgJ3fOAKaU/w640-h400/Spring+Forward.jpg" width="640" /></a></div></div><div><br /></div><div><br />Clocks have changed for most of us. Have you recovered yet? The one good thing about this time of year?...there is an inspiring sense of Spring coming. We see daffodils popping up from the ground and trees with early blooms and we feel it's just around the corner. We're beginning to break free from the winter doldrums, feeling a bit more energized as we look forward to welcomed days of sun-filled activities.</div><div><br /></div><div>If you're anything like me, Spring is also a time when I take a moment to assess what's been happening since the beginning of the year - what was and what could be as the year continues to progresses. I set aside time to plan because I want to act with intention - to make the most of each day.</div><div><br /></div><div>I encourage you to do the same and in particular with your professional development. This is the purpose of this post.</div><div><br /></div><div>One of the new initiatives I'm super excited to introduce is an all-in-one platform that holds my complete collection of offerings, including books, articles and courses. It's intended to be a one stop shop to serve as an expert professional development resource for leaders and managers.</div><div><br /></div><div><b>Why the Platform? </b></div><div><b>It's time to not only rethink leadership, but also to completely reimagine leadership and management development. This is the challenge I am issuing to my professional community and i</b>n doing so, want to offer a viable alternative.</div><div><br /></div><div>It's well passed time - it just <i>really </i>needs to change! </div><div><br /></div><div>I wrote about this need a while back on LinkedIn: <a href="https://www.linkedin.com/pulse/leadership-industry-failing-you-joann-corley" target="_blank">Is The Leadership Industry Failing You?</a> And, the timing for this challenge and offering could not be more perfect as it aligns with many disruptive changes due to the pandemic. There is no better time than now!</div><div><br /></div><div><b>Here's The Issue</b></div><div>For years, I've witnessed and been very frustrated with the overall inadequacy of professional development offered by most companies and the professional industries that serve them. This inadequacy has continually hurt employees (and businesses) at all levels in variety of ways including delayed skill development. All of which ultimately suppresses cumulative earnings for employees and companies.</div><div><br /></div><div style="text-align: center;"><i>My philosophy and a professional truth: </i></div><div style="text-align: center;">Skills undeveloped is money left on the table...</div><div style="text-align: center;">for everybody...and definitely not in<i> your </i>bank account.</div><div><br /></div><div>So, I felt compelled to create an opportunity to remedy this. I'm launching a professional development resource that offers the best, most effective way to grow capabilities and skills in a way that is <i>sustainable</i> and which can even be measured <i>financially</i>. All resources to achieve this will be housed on the platform.</div><div><br /></div><div><b>What Needs to Change?</b></div><div>The current traditional approach to professional development is not only antiquated, but also does not adequately take into account basic principles of human psychology and behavior - the origin of all change.</div><div><br /></div><div>Because of this and for a few additional reasons, <b><u>you</u> are being held back.</b>..that is if you're <i>solely</i> dependent on your company to provide all the resources for your professional development. And sadly, most folks are.</div><div><br /></div><div>I'll state the challenges this way. I want professionals to not have to...</div><div>- wait on the timing of internal decision-makers to get help to gain knowledge and/or develop a needed skill</div><div>- be beholden to selective, <i>restrictive </i>investment</div><div>- be dependent<i> (and this is a big one) </i>on <u>inexperienced, novice</u> decision-makers who select "trainings", which are typically limited, deficient time-wasters.</div><div><br /></div><div>Sourcing and decision-making goes something like this...hum we need training, where should I look. I'll go on LinkedIn (and I'm saying this even as someone who has one of the most popular LinkedIn HR courses) and shoot out a question to the community (who by the way promote the traditional approaches). A one time event or series of webinars and workshops - usually in the form of massive information dumps - are suggested, along with certain vendors. A topic is decided and scheduled..but oops you can't make it...that's ok..it'll be recorded. Decision-maker then thinks, "Training done, needs met, we're good to go."</div><div><br /></div><div>You sign up, learn a bunch of stuff, your brain is maxed to capacity within the first 30 mins. You may get to ask some questions at the end...then, the end. No implementation support, post event interaction and follow up from the presenter, generally not tied to meaningful business objectives with little to no accountability of usage. That's it.</div><div><br /></div><div><b>Here's The Reality</b></div><div>One information dump does not automatically fix a skill deficit and the problems created..<b> talking about </b>a skill does not make a skill. Temporary change can be immediate, but <i><b>permanent</b></i> change takes time. Permanent change is a mastered behavior change aka a skill.</div><div><br /></div><table align="center" cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: right; margin-left: 1em; text-align: right;"><tbody><tr><td style="text-align: center;"><img alt="The Top 10 Reasons Why Your Management Training Sucks! by [JoAnn Corley Schwarzkopf]" height="263" src="https://m.media-amazon.com/images/I/51JCiYjfNUL.jpg" style="margin-left: auto; margin-right: auto;" width="175" /></td></tr><tr><td class="tr-caption" style="text-align: center;"></td></tr></tbody></table><div>I talk about this in depth in my Kindle Short - <a href="https://www.amazon.com/Reasons-Your-Management-Training-Sucks-ebook/dp/B083RGT2M3" target="_blank">10 Reasons Why Your Management Training Sucks.</a></div><div><br /></div><div>And these are the driving factors behind my new offering. After years of the same ole' same ole'...it truly is time for something different. <b>You deserve it! </b>Your career and family deserve it and so do your fellow colleagues and if you're a leader/manager, those you led....and if you're a fellow HR professional you deserve something you can confidently offer that can provide the utmost value.</div><div><br /></div><div><b>I'd like to offer the opportunity for professionals to...</b></div><div>- get<i> competent</i> help <i><u>exactly</u></i> when they need it</div><div>- in an affordable way so they are <i>not dependent</i> on their company to do so</div><div>- have strategic, affordable control of their professional development and <b>earning potential </b>by working with proven experts for as long as is needed.</div><div>- use of time efficiently </div><div><br /></div><div>So my message is... I encourage you to not undermine your professional earnings and development by being too dependent on your company and if you're at a senior level, not be wholly dependent on a novice HR, training and development department to make critical decision regarding the development of your most important asset - your employees. It is rare that they <i>adequately</i> provide what's needed. Additionally, there are definite gaps in development offerings for senior and executive leadership.</div><div><br /></div><div><b>The Platform</b></div><div>It is a site that has a breath of learning resources - books, articles, videos, podcasts, courses, including <b>live</b> <b>weekly interactive</b> roundtables and periodic, specially curated masterclasses and 1 on 1 real-time conversations. Though this may sound like a bunch of random stuff put together, it all serves our key focus and development method:</div><div><br /></div><div><i>What's different? </i>Everything on the platform is serves to support our signature approach to leadership development using the lens of power => the <i>ability</i> to achieve desired results. My experience...everything in life is about power.</div><div><br /></div><div><i>Our Approach</i></div><div>1. We use 3 unique, <i>simple</i> competencies - Personal Power, Community Power & Social Power.</div><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px; text-align: left;"><div><i>2 Points here:</i></div><div>a. Community is our updated, modern view of management and operations </div></blockquote><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px; text-align: left;"><div>b. We think a lot of stuff around leadership & management competencies, as well as formal performance management is waste of time, adding little if any real, substantive value to an organization.</div></blockquote><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px; text-align: left;"><div> </div></blockquote><div>2. Framed within tested, proven <b>blueprints. </b>They serve as a<b> </b><i>step-by-step </i>guide to developing <b>carefully identified competencies</b>. Additionally, the blueprint is designed with <u>behavior science</u> threaded through-out, along with a method to calculate the financial impact of each step.</div><div><br /></div><div><i>Our 3 Core Blueprints</i></div><div>1. The Emerging Executive - newly promoted or pre-promotion preparation</div><div>2. The Disciplined Executive - executives who want to refine their effectiveness (designed to be a tactical compliment to Peter Drucker's book, The Effective Executive)</div><div>3. The Smart Management Blueprint - for leader/managers at any level who want to improve their people management.</div><div><br /></div><div>Each are designed to be implemented within a 90 day <i>development cycle </i>with weekly, measurable outcomes. Each has easy to access learning bites, action items with <i>weekly, live accountability </i>for feedback and additional learning. You experience support at each step along the way...<u>for as long as you need! </u></div><div><br /></div><div><b>It's Time to Spring Forward Into Something New!</b></div><div>It's time to break out of our traditional view and approach to professional development. <b>We've got to move passed and reject the notion that a meaningful "training", developing a skill is a 1 and done information dump and can only be sourced via Human Resources....that webinars and courses are <i>the</i> remedy. </b>They are vehicles - they are not in and of themselves the remedy.</div><div><br /></div><div>The best approach is to have access to proven tools, anytime needed, in manageable bites, with ongoing, <b>live human support that is tied to real-time needs, for as long as is needed</b>. That's what we offer.</div><div><br /></div><div><a href="https://platform.joanncorley.com/about/" target="_blank">Learn more about this innovative approach</a> and how you can use this for your professional development. </div><div><br /></div><div>By the way, if you're a decision-maker or HR professional and recognize the value of this opportunity, we do offer special discounts for corporate subscriptions. Consider adding this platform and its offerings to your corporate leadership and management development portfolio.</div><div><br /></div><div><b>A Final Note</b></div><div>After conducting thousands of professional development workshops, seminars and delivering many keynotes, here is one of the many professional development truths I've observed. There are primarily 2 kinds of learners - passive and active. </div><div><br /></div><div>Passive learners - which have been referred to as seminar junkies - love to learn...take in new information, but typically do nothing with it...they just keep learning and that's it. </div><div><br /></div><div>Then, there are active learners. They take in information with the intent to apply what they've learned to generate change. They have the motivation, focus and commitment to implement. In fact they welcome ongoing help. They want to be held accountable to maximize the learning experience. They want to <i>ensure</i> they're growing professionally and can achieve meaningful change...change that really matters.</div><div><br /></div><div>Which one are you? If you happen to be a passive learner and want to boost your professional effectiveness and put more money in your pocket, we invite you to fully participating in all that the platform offers. If you're already an active learner, you'll love the format, offerings, live weekly interaction. You'll feel right at home. All are welcomed no matter your stage of growth. <a href="https://platform.joanncorley.com/about/" target="_blank">See you on the Platform!</a></div><div><br /></div><br /><div class="fb-like" data-action="like" data-href="https://www.facebook.com/joanncorley.thehumansphere/" data-layout="button_count" data-share="true" data-show-faces="true" data-size="small"></div>JoAnn Corleyhttp://www.blogger.com/profile/17351862967107737286noreply@blogger.com0tag:blogger.com,1999:blog-8643020750601970481.post-11029106632346035602020-05-19T12:41:00.003-04:002020-05-28T12:19:44.230-04:00My Advice During Covid - Hang On To What's Certain<div dir="ltr" style="text-align: left;" trbidi="on">
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There is nothing new under the sun...ever heard that phrase. It's from a biblical passage, Ecc. 1:9.<br />
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Well, in the time of Covid, you might be thinking...is that true now? These are unprecedented times. We're entering into a new normal (not a fan of that phrase)...but ok, yes things are definitely unsettling and uncertain. And, some elements of life may permanently change...or not. We'll see.<br />
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However, there are some very human, historical and universal truths that are settled, certain and will remain unchanged.<br />
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While we get tossed about by how we and others are describing this current experience, as someone who lives in the realm of human behavior in life and business, I can say - and I hope this is encouraging- there are some things...and I dare say<b> the most important things</b>...<i> that has not changed and will not change.</i><br />
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This should be comforting news! There are some very important things that are unchanging in the midst of uncertainty that we can hold on to - anchor ourselves to - as we weather potential stormy times ahead. This is true both personally and professionally.<br />
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And, what would be an essential and very useful activity is to take the time to recognize and <i>deeply connect </i>to this truth.<br />
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<b>So What Has Remained The Same? What's Certain?</b><br />
Ultimately, who we are as human beings - how we're created and wired - as well as our core human needs, fundamentally do not change.<br />
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No matter the context - our human makeup drives everything from how we're managing homeschoolling, being an essential worker to business owners deciding how to navigate their unique challenges.<br />
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Specifically in business, whether you are now migrating back to an office or working remotely, your <b>human needs</b>, that of your colleagues, those you lead, your client or customer are still the same.<br />
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Though you wouldn't think so by the plethora of "new ways to manage" articles and webinars being offered to be a more effective remote leader/manager. Themes like being more compassionate, having more empathy, developing your emotional intelligence...which can all be categorized as in essence - being more human.<br />
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<i>Here's a news flash - </i></div>
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<i>Human needs have not changed just because we've decided to pay more attention to them and now are spotlighting their value.</i></div>
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In any context, personal or professional, compassion and empathy, for example, have always been needed. The kindness of my banker was needed and welcomed before Covid and will after. A leader's ability to to develop'/have emotional intelligence has been a popular need expressed for years.<br />
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Here's what's changed... these human, relational qualities are now positioned front and center - a defining element - to management and leadership success.<br />
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How we <i>relate (lead and manage) </i>in a time of crisis and change is now the new success currency, because other elements in working together (onsite office culture and camaraderie for example) covered up or diminished the impact of its weakness or complete absence...affording a palatable toleration.<br />
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<b>What has remained the same is the heart, mind, soul and spirit of who we are, what shows up to work everyday and is impacted by those with whom we </b>work. Period. As long as we work with - interact with - another human being, this will not change.<br />
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The context may be different, but our human makeup remains the same. And this is what we must become and remain anchored to - hold on to and use as our core guide going forward - no matter what.<br />
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Our "new normal" is actually our normal and has been for centuries.<br />
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What has remained are those executive leaders, managers at all levels who became effective because they were the most relatable and human and could appropriately work with the human needs in others. They will have the easiest time with the future of work transition, because they have already created meaningful connections with their team that can be transferred or translated anywhere.<br />
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhCCdCg1bQ4P7LnPYnV2af2kot7rC-IgTOb9LwynbgeFZSkW9BSLV3PCKT7M2v0O8Gm64cG0Qzbp36b211ZKXcP-NiL8t0k3RPRljgPQTyDRPMYXopwOA9s1SzVTHnFNkYA5Q56-vpfkPE/s1600/THQ+Bk+Cvr.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" data-original-height="500" data-original-width="333" height="200" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhCCdCg1bQ4P7LnPYnV2af2kot7rC-IgTOb9LwynbgeFZSkW9BSLV3PCKT7M2v0O8Gm64cG0Qzbp36b211ZKXcP-NiL8t0k3RPRljgPQTyDRPMYXopwOA9s1SzVTHnFNkYA5Q56-vpfkPE/s200/THQ+Bk+Cvr.jpg" width="133" /></a>They knew creating connection, fostering a productive collaborative community was not based on or held together by physical space but based on the unseen space of heart, mind and spirit. <br />
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Ironically, this achievement provided the ultimate conditions for the most productive, profitable teams that could be manifested anywhere at anytime. This is the ultimate in effective leadership.<br />
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And that's why I wrote the executive briefing book <a href="https://www.amazon.com/Human-Quotient-Potent-Business-Success/dp/1727730038" target="_blank">The Human Quotient</a>. This is what we help leaders achieve - we call it "people acumen" or HQ. Our experience has taught us that business acumen is weakened without a meaningful level of HQ.<br />
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Additionally, we created a blueprint to marry business and people acumen. It's a road map for improving results by cultivating effective leadership and management in a way that can be financially measured through the lens of human behavior science...by amplifying and valuing the human experience.<br />
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<i>My advice during this time?.</i>..recognize and anchor yourself to that which is not changing...the needs of humanity, yourself, your family, colleagues and friends. Let it stabilize and anchor you as you navigate what's in front of you and what lies ahead.<br />
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<i>Consider Working With Us</i><br />
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<span style="background-color: white; font-family: "times" , "times new roman" , serif;"><span style="caret-color: rgb(164, 164, 164);">Achieving successful, sustainable people management - individual & team management - that can be <u><i>financially measured</i> </u>is our expertise. Through a </span><i style="caret-color: rgb(164, 164, 164);">precisely </i><span style="caret-color: rgb(164, 164, 164);">crafted leadership and management blueprint, we enable executive leaders, along with their extended leader/manager teams, to consistently implement good management practices by developing 9 </span><i style="caret-color: rgb(164, 164, 164);">essential</i><span style="caret-color: rgb(164, 164, 164);"> management skills - </span></span><span class="x-el x-el-span c1-25 c1-26 c1-ag c1-35 c1-2h c1-36 c1-ah c1-b x-d-ux" style="background-color: white; box-sizing: inherit; font-family: "times" , "times new roman" , serif; font-style: italic; line-height: inherit;">without</span><span style="background-color: white; font-family: "times" , "times new roman" , serif;"> major disruptions to their schedule, enormous coaching fees and all consuming consulting initiatives.</span></div>
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<span style="background-color: white; font-family: "times" , "times new roman" , serif;"><span style="caret-color: rgb(164, 164, 164);">The blueprint successfully addresses the need for middle management development...that is managing managers. O</span></span><span style="background-color: white;"><span style="font-family: "times" , "times new roman" , serif;"><span style="caret-color: rgb(164, 164, 164);">ur work fulfills how Peter Drucker defines the Effective Executive. </span></span></span></div>
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<span style="background-color: white; font-family: "times" , "times new roman" , serif;"><span style="caret-color: rgb(164, 164, 164);">Our core premise and a fundamental business truth > People management </span><i style="caret-color: rgb(164, 164, 164);">is </i><span style="caret-color: rgb(164, 164, 164);">business management which directly impacts business performance...and <i>effective </i>leadership skills naturally include effective management. Ultimately, business management skills has to include people management skills -it's unavoidable as one directly drives the other.</span></span><br />
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<span style="background-color: white; font-family: "times" , "times new roman" , serif;"><span style="caret-color: rgb(164, 164, 164);">If this is something you know you need, make a point to learn what we do, how we do it and how you can <i>quickly</i> benefit financially. <u><a href="https://manageglobal.solutions/" target="_blank">Go here now</a></u>.</span></span></div>
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JoAnn Corleyhttp://www.blogger.com/profile/17351862967107737286noreply@blogger.com0tag:blogger.com,1999:blog-8643020750601970481.post-496486879345048562020-04-17T14:47:00.002-04:002020-04-17T14:47:57.104-04:00How to Make Better Decisions<div dir="ltr" style="text-align: left;" trbidi="on">
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjhfMxo6hC_EDFJNJjGdtE9fiP6Wo0EKJHYuqrxp8KLMtFmKs0DkIBgOdq2IPlz3sEeZTz11Bgwv4KiQnYNclNMr0Ia0xgI-cepDQagxwyHltbpYmL9LZWqNr4r20gJBQ3FYjUSEy9lTZc/s1600/Top+3+Tips.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="900" data-original-width="1600" height="360" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjhfMxo6hC_EDFJNJjGdtE9fiP6Wo0EKJHYuqrxp8KLMtFmKs0DkIBgOdq2IPlz3sEeZTz11Bgwv4KiQnYNclNMr0Ia0xgI-cepDQagxwyHltbpYmL9LZWqNr4r20gJBQ3FYjUSEy9lTZc/s640/Top+3+Tips.jpg" width="640" /></a></div>
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Business Owners, Entrepreneurs, & Senior Leaders are having difficult challenges these days. They are faced with having to make tough decisions... particularly related to employees.</div>
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We know. We are a family of several businesses. We're experiencing this first hand. For some owners and senior executive leaders, the difficult decision to keep employees, let some go, even to stay in business...among others are heart wrenching.</div>
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I saw one of the Shark Tank guys - Robert Herjavec - talking about this on CNBC the other day. He mentioned that - for some - one of the toughest parts of making these kinds of decisions is dealing with guilt. It's an interesting emotion.</div>
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Since helping clients make decisions is part of my work as an executive advisor, I decided to put together a video series for my fellow business owners and leaders.</div>
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I'd like to add a bit of certainty to a sea of uncertainty right now. Where possible, I'd like for them to feel certain that they are making the best decisions they can during these crazy economic times.</div>
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And the best way to do that is to have a reliable process. So I'm sharing the exact step-by-step decision-making process I use with my clients (which you can download). <span style="font-family: inherit;">Among other needs, I also address how to work through being emotionally conflicted and information and tools to make the best staffing decisions.</span></div>
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<b>Here are the relevant series links: </b></div>
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=> 4 minute intro - 3 key decision-making tips to get you started - <a href="https://www.youtube.com/watch?v=aySSr7AgQCM" target="_blank">click here</a></div>
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=> <a href="https://www.youtube.com/watch?v=ERfqKvmf_Ek&t=2s" target="_blank">How to Sort Out Emotional Confusion When Making Tough Decisions</a><span style="font-family: inherit;"><br /></span></div>
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<span style="font-family: inherit;">=> T<a href="https://www.youtube.com/watch?v=wYnW-kFrkz8" target="_blank">he Fundamentals of Decision-Making</a></span></div>
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=><a href="https://manageglobal.solutions/special-mini-series" target="_blank"> 5 Part Series</a> - Including 3 videos on how to hire, when to let go or restructure</div>
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=> <a href="https://www.youtube.com/watch?v=mpL5VNQCj7w" target="_blank">5 Behavior Insights You Need to Know</a></div>
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<span style="font-family: Arial, Helvetica, sans-serif;">One final note. In following my series on the book <i>The Effective Executive </i>by Peter Drucker, you probably noticed that one of the essential components - I'd say skill - to being effective is decision-making. The above resources are extremely helpful if you see the need to improve in this area.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">Exciting News! // We're excited to launch our new digital arm - Manage Global. To compliment our global reach with our LinkedIn Learning courses, we're offering a compelling resource - The Smart Management Blueprint that can be accessed and implemented in any business environment, world-wide. It provides a step-by-step roadmap to simultaneously improve business and people management while developing competent managers. If you feel a need for improvement in any of these areas you'll want to learn more. Check it out here! => https://manageglobal.solutions
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JoAnn Corleyhttp://www.blogger.com/profile/17351862967107737286noreply@blogger.com0tag:blogger.com,1999:blog-8643020750601970481.post-64189051637112908072020-03-27T10:19:00.000-04:002020-03-27T14:40:15.527-04:002 NonNegotiable Fundamentals of Business Building You Absolutely Can't Avoid<div dir="ltr" style="text-align: left;" trbidi="on">
<span style="font-family: "arial" , "helvetica" , sans-serif;">There is so much noise in the world of leadership and management today. Go on LinkedIn and just see the breath of information in your feed - kinda makes my head hurt. There's so much discussion about what leaders should be doing, what makes a great leader, etc. Do a search on Amazon or Google about leadership and management and millions of results are revealed.</span><br />
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<tr><td class="tr-caption" style="text-align: center;"> As a key, anchor leader - this ^ is you!<br /></td></tr>
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhmuIwh0fMF_r1LGKD-BCCeH1-A46pmB8vMj53DI4r4QfcD5BcmUDw8ZXzIKieoDCdxFX2XQJYzTO4iSLmJ79n5nd9QZT6Tnoq7e92U-Th6YlqTuWskUJ57KtI8voWEjaCywEx-guhaK9s/s1600/Cornerstone.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><span style="font-family: "arial" , "helvetica" , sans-serif;"></span></a><span style="font-family: "arial" , "helvetica" , sans-serif;">One thing for sure, if you are a senior leader or one that owns a business, there are certain fundamentals <b>you must have in place</b> - <u>above all others</u>. And yet, so many other things are discussed - I call them shiny objects - that don't actively advocate and address these fundamentals.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Two fundamentals in particular are these:</span></i><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">1. If you want to grow a business, you must have a reliable, effective management team or teams. And this is not just in concept only,<b> but a team in which you have complete confidence - one you utterly trust.</b></span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">2. You are the<b> cornerstone</b> of your business, business unit or department.</span><br />
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<b><span style="font-family: "arial" , "helvetica" , sans-serif;">What's A Cornerstone</span></b><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;">My husband is in construction. He has built many a building in his career from a small home to a skyscraper. One building essential every one of them needed was a cornerstone. What is it?</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="background-color: white; color: #222222; font-size: 16px;">The </span><b style="background-color: white; color: #222222; font-size: 16px; font-variant-ligatures: normal; orphans: 2; widows: 2;">cornerstone</b><span style="background-color: white; color: #222222; font-size: 16px;"> (or foundation stone or setting stone) is the first stone set in the construction of a masonry foundation. <b>All other stones will be set in reference to this stone</b>, thus determining the position of the entire structure.</span></span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;"><span style="font-family: Times, Times New Roman, serif;"><span style="background-color: white; color: #222222;">This </span></span><span style="color: #222222; font-family: Times, Times New Roman, serif;">same building practice holds true when building a business, department or team. Everything about you as the key leader - the anchor leader - is reflected in your business or area of responsibility... whether you recognize it or not. Even if you don't see it...it's there. </span></span></div>
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<span style="color: #222222; font-family: "arial" , "helvetica" , sans-serif;"><i>You are the cornerstone of your business or area of responsibility.</i></span><br />
<span style="color: #222222; font-family: "arial" , "helvetica" , sans-serif;"><i> Everything about your business is set and acts in reference to you.</i></span></div>
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<span style="color: #222222; font-family: "arial" , "helvetica" , sans-serif;">Therefore, if there is anything in your business you want to change - you have to start with you. Additionally, whatever those around you actively seek to change, may very well be undone by you. I've seen it happen. </span><br />
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<span style="color: #222222; font-family: "arial" , "helvetica" , sans-serif;">This is very common when there is management training delivered by some random training company and the middle to lower tier managers"have to go through it", but senior leaders are exempt. </span></div>
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<span style="color: #222222; font-family: "arial" , "helvetica" , sans-serif;">Then when lower tier managers try to implement what they've learned, it's refused, rejected, not supported or undone by their direct reports. This reflects little to no cohesion or alignment of the leadership and management team values, principles and practices - all of which can be very confusing and frustrating to employees.</span></div>
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<span style="color: #222222; font-family: "arial" , "helvetica" , sans-serif;">In my view, there is a tremendous amount of money wasted in this <span style="caret-color: rgb(34, 34, 34);">scenario and yet it's very common.</span></span></div>
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<span style="font-family: Arial, Helvetica, sans-serif;"><span style="font-family: Arial, Helvetica, sans-serif;"><span style="color: #222222; font-family: Times, Times New Roman, serif;">As an executive advisor, I want to caution you to not take this traditional popular route when seeking to build your management team. Work from the 2 non-negotiable fundamentals and</span><span style="color: #222222; font-family: Times, "Times New Roman", serif;"> do the following:</span></span><span style="color: #222222; font-family: "times" , "times new roman" , serif;"> </span></span></div>
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<span style="color: #222222; font-family: "arial" , "helvetica" , sans-serif;">1. Start with yourself. Set the stage and the example. Model what you want to see in others.</span></div>
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<span style="color: #222222; font-family: "times" , "times new roman" , serif;"><span style="caret-color: rgb(34, 34, 34); font-family: "arial" , "helvetica" , sans-serif;">2. Be very clear on what you want and expect.</span></span></div>
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<span style="color: #222222; font-family: "arial" , "helvetica" , sans-serif;">3. Consistently articulate clearly what you expect - leave no doubt.</span></div>
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<span style="color: #222222; font-family: "arial" , "helvetica" , sans-serif;">4. Ensure that your 1st tier leadership is on board.</span></div>
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<span style="color: #222222; font-family: "arial" , "helvetica" , sans-serif;">5. Decide how values and expectations will be deployed <i>and</i> monitored throughout your remaining management team.</span></div>
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<span style="color: #222222; font-family: "arial" , "helvetica" , sans-serif;">To summarize, developing a trustworthy, competent management training begins with you - not HR. This approach is management training done right. </span><span style="color: #222222; font-family: arial, helvetica, sans-serif;">If you'd like an expanded explanation of what it takes to ensure successful, <i>sustainable </i>management training - check out our Amazon Short - </span><a href="https://www.amazon.com/gp/product/B083RGT2M3" style="font-family: arial, helvetica, sans-serif;" target="_blank">Top 10 Reasons Why Your Management Training Sucks</a></div>
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<b><span style="font-family: "arial" , "helvetica" , sans-serif;">The Big Picture</span></b></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">When you take a macro view of your business, with you as the cornerstone in mind, you'll see that leading is not a "top down" scenario, but rather a bottom up - a completely reverse view than how a company is typically seen. Most are seen as hierarchies.</span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><b>I invite you to see it completely different - see it from the bottom up</b>. Your business or area of responsibility is built on you. A great example of this is the company Uber. If you study the personality and leadership behavior of its founder Travis Kalanick, you'll discover the company culture reflected everything about him. In his case, this was not a positive thing. It cost the company money and eventually cost him his leadership role and ownership. Imagine the business of your dreams being stripped away.</span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">A positive example would be the company Zappos (eventually bought by Amazon just a few short years ago). The company was built on the values of its founder Tony Hsieh. It's a great case study which you can read in his book <i>Delivering Happiness</i>.</span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><b>So what does your company or business reflect about you?</b> Particularly if you are a small to medium size business, your company brand is your brand and vice versa. Another important question is - does your management team reflect you - the good qualities/practices....and the not so good. Does it reflect your leadership values and strengths and/or your weaknesses?</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Ultimately the #1 most important question is - do have the fundamentals <i>solidly</i> in place? Or, are you expending resources - finances and time on important elements of your business - but not <i>the most important </i>component fundamentals?</span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">If this is something you think or would like to explore more, I invite you to take a look at how we address the core fundamentals through our <i>Effective Executive Blueprint for Smart</i> <i>Management</i>.<a href="https://manageglobal.solutions/15-minute-overview" target="_blank"> Click here to learn more - view a short video briefing.</a></span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Also if you'd like to have a confidential discussion about what's happening in your business, we offer a complimentary 30 min. Q&A call - you talk, we listen. <a href="https://manageglobal.solutions/contact" target="_blank">Click here to connect with us.</a></span></div>
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JoAnn Corleyhttp://www.blogger.com/profile/17351862967107737286noreply@blogger.com0tag:blogger.com,1999:blog-8643020750601970481.post-82437857625426087492020-03-23T10:20:00.002-04:002021-09-28T11:59:44.854-04:00What Kind of Leadership Is Needed Now? <div dir="ltr" style="text-align: left;" trbidi="on">
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This is not the time to be a reluctant, faint-hearted leader. I say this as I talk with my family - there are 4 business owners among us.<br />
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Able, willing leadership shouldn't subside during a crisis...in fact it's during those times that it's needed more than ever.<br />
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Additionally, it's during times of crisis, extreme change <b>or a major disruption when personal leadership strengths </b><i style="font-weight: bold;">and</i><b> weaknesses are exposed and amplified</b>....and unfortunately... those personal conditions spill over onto those you lead and the areas of responsibility within the business or organization.<br />
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So, where are you? I know when I use the word leader - particular executive leader - it applies to a variety of contexts - size of company, department or team, public/private sector, owner or not. No matter where you fall, now's a good time to take stock and while doing so, see it as an opportunity to exercise your leadership muscles - to become better and stronger. It's probably safe to say - people are counting on you. They need you to "be the leader" - in fact, be an <i>effective</i> leader.<br />
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The really good news is no matter your level or scope of responsibility, being an effective leader is consistent in its core principles and practices <i>no matter the situation</i>. That means for many companies, leaders who need to lead virtually as well as leading in person, times of surety and times of uncertainty - they all <b>still require <u>the same <i>core </i></u>leadership elements.</b><br />
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<i>So, what kind of leadership is needed now? Leadership that is always needed...leadership that's effective - leadership that matters....by l</i><i>eaders that truly want to be leaders.</i></div>
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<i>Powerful leadership is leaning into the storm not trying to shelter from it.</i></div>
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And this is the key point. I'm not just talking about generic commonly seen leadership qualities but <u>the <i>essential </i>leadership capability of being effective</u>. According to Peter Drucker's years of observation, there are 2 core areas of being an effective leader. The first is what's <i>consistently practiced - </i>which can be done in any context and what he terms disciplines and the second is mindset. Here they are:<br />
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<b>THE WHAT | The 8 Practices of Effective Leadership</b><br />
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<li>They ask: What needs to be done</li>
<li>They ask: What is right for the enterprise?</li>
<li>Based on those answers they develop action plans</li>
<li>They take responsibility for decisions</li>
<li>They take responsibility for communicating</li>
<li>They focus on opportunities rather than problems</li>
<li>They run productive meetings</li>
<li>They think and say "we" rather than "I"</li>
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<b>THE HOW | Effective Execution - The Effective Leadership <i>Mindset</i></b><br />
<i>(Drucker calls them "habits of the mind")</i><br />
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<li><b>Know where their time is going. </b><b> </b>Know where their time goes - they work systematically to manage what time they can control. They are keenly aware time is a limiting factor. The one thing that is a <i>fixed measurement</i></li>
<li><b>Focus on outward contribution - be results orientated</b> - gear efforts to results rather than busy work - what results are expected <i>of me.</i></li>
<li><b>Build on strengths</b> - their own and others and of situations -how can achieve what's best now with the resources we currently have.</li>
<li><b>Concentrate of a few major areas - prioritize:</b> Focusing on a few major areas with superior performance will produce outstanding results. This mindset forces them to set<b> priorities </b>and stick with it - know / commit to <b>doing first things first. To assess this they t</b><b>ie activity to time - knowing use of time is the reality check to achieving what's needed.</b></li>
<li>Make<b> effective decisions </b>using a systematic approach.</li>
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These are shared directly from the book <i>The Effective Executive </i>by Peter Drucker (known as the father of modern management). I've been vlogging and blogging my way through the book to compare his experience with executive leadership and management in his era (the book was written in 1967) with my experience in my era (I've been in business 22+ years). There has been some interesting findings.<br />
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Feel free to subscribe to this blog or my <a href="http://www.youtube.com/c/JoAnnCorley" target="_blank">YouTube channe</a>l to follow the journey. You can read a sample of that here where I add augment Drucker's information with my experience: <a href="https://www.joanncorleyspeaks.com/2020/03/are-you-average-or-exceptional.html" target="_blank">Are You an Average or Exceptional Executive Leader?</a><br />
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By the way, don't let the word "executive" trip you up. Drucker defines it not necessarily as a c-suite title or position, but as someone who has the capability to <b>provide value </b>in their organization as a knowledge worker. Here is a cool <a href="https://www.youtube.com/watch?v=UVYg6qQ2YK4&t=72s" target="_blank">video summary</a>.</div>
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<b>How Serious Are You?</b><br />
With all this said, now is as good a time as any to start or continue growing your leadership capabilities. Now is the time to honestly assess what you're doing well, <i><u>what's needed now</u></i> and what improvements you want to target.<br />
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<i><b>Here's an interesting leadership reality check:</b></i></div>
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Your leadership is only as good, useful, relevant as your ability to successfully respond to <i>current </i>circumstances.</div>
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As the top CEO coach Marshall Goldsmith said, "What got you here may not get you there."</div>
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Once you've assessed, you may want to get honest about how you'll begin to make<i> measurable</i> improvements. Here's where being really honest with yourself comes in => Some people can easily learn about something and immediately go to work to apply it with great success.<br />
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And then, there are others who have great difficulty <u>overcoming the inertia of generating change. </u>Newsflash...most are in the second category - the first is quite rare.<br />
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As someone who has worked in the human performance industry for well over 20 years, it's very common to find it difficult to enact meaningful,<i> <u>sustainable</u></i> change, individually and/or within an organization -particulary the more responsibilities one has. I discuss that in detail here - <a href="https://www.joanncorleyspeaks.com/2020/03/if-its-so-simple-why-arent-more-leaders.html" target="_blank">If It's So Simple, Why Aren't More Leaders Doing It?</a><br />
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It's very important as a leader to know the difference (not only for yourself but also when leading others) between learning <i>about </i>something and learning <i>how to do s</i>omething...and then doing it...in a way that matters.<br />
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That's why many leaders seek assistance when desiring change whether in the form of coaching, consulting or having an advisor - all 3 of which come in a variety of forms. You may want to read <a href="https://www.joanncorleyspeaks.com/search?q=executive+coach" target="_blank">5 Must Have Tips for Hiring an Executive Coach</a>.<br />
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Or, if you are one of those "yes I can learn and take action" folks - my phrase - "turn knowledge into know-how" - then I suggest you make sure that you're targeted area of development is highly relevant & useful <i>providing the most value.</i><br />
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<b>Consider This Recommendation - Ensure You're Being Effective</b><br />
<i>It is in fact your professional insurance.</i><br />
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Reading through Mr. Drucker's book, I came across a profound insight and belief that I have not been able to shake - so much so, it has fine-tuned the focus of my work.<br />
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<b>He believes that becoming effective should be the #1 most important skill/ capability that any leaders possesses </b>and here is the reason why. Through his years of experience, he shared this observation:<br />
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<span style="font-family: "times" , "times new roman" , serif;"><span style="background-color: white;">... a leader can have good qualities, have certain skills and relevant knowledge and yet </span><b>not be able to translate them into meaningful results</b><span style="background-color: white;"> - in other words, leverage them into something of value - </span><i>v</i><i style="text-align: center;">alue defined as: worth, merit, importance. </i></span><span style="text-align: center;"><span style="font-family: "times" , "times new roman" , serif;"><i>Or put another way, someone with a lot of impressive experience and capabilities </i><u style="font-style: italic;">can still be ineffective.</u> This is quite a thought!</span></span><br />
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From my work, I have observed many leaders are very busy, even worn out and stressed with good intentions to do good work. And yet, when you examine what it means to be effective, it's easy to see that all of those activities and good intention doesn't necessarily translate into being effective...<b><i> and</i></b> <b>the leadership practices that cause them to be effective are not present or barely visible.</b><br />
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For several years now, I have helped leaders become more effective - in a way that can be <i>financially measured</i>. I have collaborated with clients synthesizing specific high-impact areas of leadership and people management into a 9 step-blueprint that surprisingly aligns with the principles and practices defined as effective by Mr. Drucker. That was a wonderful discovery! In fact, I had already named it The Effective Executive's Blueprint for Smart Management.<br />
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<b>Recommend Next Steps</b><br />
1. Consider learning more about the importance and value to being effective - click here to go to the resource page which includes multiple post related to my journey through the book so far.<br />
2. Pick up the book on Amazon - <a href="https://www.amazon.com/Effective-Executive-Definitive-Harperbusiness-Essentials/dp/0060833459" target="_blank">The Effective Executive, Peter Drucker</a><br />
3. Check out<a href="https://manageglobal.solutions/15-minute-overview" target="_blank"> the 15 minute overview </a>of our 9-step blueprint you can use to quickly boost the results of you and your team.<br />
4. Or if you're ready to dive in, commit and invest to ensure success - consider our 60 day development cycle - <a href="https://manageglobal.solutions/executive-effectiveness" target="_blank">learn more here.</a> Our development cycles are designed with human behavior science in which you learn the what, the why <i>and the how</i>, to being effective and getting results through others (people management) with weekly, live support.<br />
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If you any questions or comments - feel free to connect by email joann@manageglobal.solutions.</div><div dir="ltr" style="text-align: left;" trbidi="on"><br /></div><div dir="ltr" style="text-align: left;" trbidi="on">Pic credit: <a href="https://blog.vantagecircle.com/teamwork-and-team-building/" target="_blank">Advantage Circle</a><br />
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Exciting News! // We're excited to launch our new digital arm - Manage Global. To compliment our global reach with our LinkedIn Learning courses, we're offering a compelling resource - The Smart Management Blueprint that can be accessed and implemented in any business environment, world-wide. It provides a step-by-step roadmap to simultaneously improve business and people management while developing competent managers. If you feel a need for improvement in any of these areas you'll want to learn more. Check it out here! => https://manageglobal.solutions
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JoAnn Corleyhttp://www.blogger.com/profile/17351862967107737286noreply@blogger.com0tag:blogger.com,1999:blog-8643020750601970481.post-44315932855272191292020-03-18T10:52:00.000-04:002020-03-19T14:51:25.716-04:00How to Successfully Manage Being Home - Free Resources<div dir="ltr" style="text-align: left;" trbidi="on">
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<span id="docs-internal-guid-449d77ef-7fff-33ed-6f85-4c6f0ff73268"><span id="docs-internal-guid-449d77ef-7fff-33ed-6f85-4c6f0ff73268"><span style="background-color: transparent; color: #990000; font-family: "droid sans" , sans-serif; font-size: 10.5pt; font-weight: 700; vertical-align: baseline; white-space: pre-wrap;">SPECIAL SUPPORT DURING AN EXTRAORDINARY TIME</span></span></span></div>
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<span id="docs-internal-guid-449d77ef-7fff-33ed-6f85-4c6f0ff73268"><span id="docs-internal-guid-449d77ef-7fff-33ed-6f85-4c6f0ff73268"><span style="background-color: transparent; font-family: "droid sans" , sans-serif; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;">Though I'm know for the work I do in HR, leadership/management and the topics surrounding them like emotional intelligence, for those who know me, they know my work is holistic - taking in the whole human experience in business.</span></span></span></div>
<span id="docs-internal-guid-449d77ef-7fff-33ed-6f85-4c6f0ff73268"><span id="docs-internal-guid-449d77ef-7fff-33ed-6f85-4c6f0ff73268"></span></span><br />
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<span id="docs-internal-guid-449d77ef-7fff-33ed-6f85-4c6f0ff73268"><span id="docs-internal-guid-449d77ef-7fff-33ed-6f85-4c6f0ff73268"><span style="background-color: transparent; font-family: "droid sans" , sans-serif; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;">That's why over the years I've conducted workshops/seminars on complimentary topics to support that approach - 2 of which have been creativity and organization/time management.</span></span></span></div>
<span id="docs-internal-guid-449d77ef-7fff-33ed-6f85-4c6f0ff73268"><span id="docs-internal-guid-449d77ef-7fff-33ed-6f85-4c6f0ff73268"></span></span><br />
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<span id="docs-internal-guid-449d77ef-7fff-33ed-6f85-4c6f0ff73268"><span id="docs-internal-guid-449d77ef-7fff-33ed-6f85-4c6f0ff73268"><span style="background-color: transparent; font-family: "droid sans" , sans-serif; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;"><b>In light of the present circumstances, I'd like to offer these resources free.</b> Both are very relevant to this current times. Recommended below are some suggested uses. Feel free to enjoy and share!</span></span></span></div>
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<span style="background-color: transparent; font-family: "verdana"; font-size: 12pt; font-weight: 700; vertical-align: baseline; white-space: pre-wrap;">|> Resource 1</span></div>
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgpBg8sTUKphMRWtfL51WjYagrTEnJ5cCrSzqyKyY93WK7fDdduAyW3Hnc2SSrn5B5IIDfKPCA0Qu-kfiLQRMXVQKc3Bi9pAU8IPnUK7S2UynChCcNFx0fmRaERV9YnqMk4X3Fdvb8Wg-s/s1600/Brain_on_Fire_Cover_for_Kindle.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" data-original-height="1600" data-original-width="1066" height="200" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgpBg8sTUKphMRWtfL51WjYagrTEnJ5cCrSzqyKyY93WK7fDdduAyW3Hnc2SSrn5B5IIDfKPCA0Qu-kfiLQRMXVQKc3Bi9pAU8IPnUK7S2UynChCcNFx0fmRaERV9YnqMk4X3Fdvb8Wg-s/s200/Brain_on_Fire_Cover_for_Kindle.jpg" width="133" /></a></div>
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<span style="background-color: transparent; font-family: "droid sans" , sans-serif; font-size: 11pt; font-weight: 700; vertical-align: baseline; white-space: pre-wrap;">Did You Know Being Creative Relieves Stress?</span></div>
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<span style="background-color: transparent; font-family: "droid sans" , sans-serif; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;">Yep it sure does!! Not to mention it's a ton of fun. And also, it's necessary to keep our thinking agile which is key to </span><span style="background-color: transparent; font-family: "droid sans" , sans-serif; font-size: 12pt; font-style: italic; vertical-align: baseline; white-space: pre-wrap;">adpating to new circumstances</span><span style="background-color: transparent; font-family: "droid sans" , sans-serif; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;">.</span></div>
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<span style="background-color: transparent; font-family: "droid sans" , sans-serif; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;">So there are so many uses for creativity! Besides the above it..</span></div>
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<span style="background-color: transparent; font-family: "droid sans" , sans-serif; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;">-can help with problem solving</span></div>
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<span style="background-color: transparent; font-family: "droid sans" , sans-serif; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;">-bonding a team (virtual and other wise)</span></div>
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<span style="background-color: transparent; font-family: "droid sans" , sans-serif; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;">-has a calming effect</span></div>
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<span style="background-color: transparent; font-family: "droid sans" , sans-serif; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;">-brings joy</span></div>
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<span style="background-color: transparent; font-family: "droid sans" , sans-serif; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;">-builds a team culture of inclusion</span></div>
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<span style="background-color: transparent; font-family: "droid sans" , sans-serif; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;">and many more.</span></div>
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<span style="background-color: transparent; font-family: "droid sans" , sans-serif; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;">So here are some recommended uses:</span></div>
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<span style="background-color: transparent; font-family: "droid sans" , sans-serif; font-size: 12pt; font-style: italic; vertical-align: baseline; white-space: pre-wrap;">For Yourself:</span></div>
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<span style="background-color: transparent; font-family: "droid sans" , sans-serif; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;">-manage your stress</span></div>
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<span style="background-color: transparent; font-family: "droid sans" , sans-serif; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;">-activities w/ your kids</span></div>
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<span style="background-color: transparent; font-family: "droid sans" , sans-serif; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;">-keep growing and/or managing your business - with potentially new ideas</span></div>
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<span style="background-color: transparent; font-family: "droid sans" , sans-serif; font-size: 12pt; font-style: italic; vertical-align: baseline; white-space: pre-wrap;">For Your Team:</span></div>
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<span style="background-color: transparent; font-family: "droid sans" , sans-serif; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;">- do virtual team bonding - with a fun creative thinking activity</span></div>
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<span style="background-color: transparent; font-family: "droid sans" , sans-serif; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;">- use as a way to help them to stay positive</span></div>
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<span style="background-color: transparent; font-family: "droid sans" , sans-serif; font-size: 12pt; font-style: italic; vertical-align: baseline; white-space: pre-wrap;">Important point:</span><span style="background-color: transparent; font-family: "droid sans" , sans-serif; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;"> engaging in creative activities releases chemicals from the brain that improve mood, feelings of happiness and joy. I wrote a blog post about my personal experience which inspired the post.</span><a href="http://www.joanncorleyspeaks.com/2014/05/11-reasons-why-every-company-should.html" style="text-decoration: none;"><span style="background-color: transparent; color: black; font-family: "droid sans" , sans-serif; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;"> </span><span style="background-color: transparent; color: #1155cc; font-family: "droid sans" , sans-serif; font-size: 12pt; text-decoration: underline; vertical-align: baseline; white-space: pre-wrap;">11 Reasons Why Every Company Should Have A Creative Thinking Workshop...At Least Once a Year</span></a><br />
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<span style="background-color: transparent; font-family: "droid sans" , sans-serif; font-size: 12pt; font-weight: 700; vertical-align: baseline; white-space: pre-wrap;">3 Creative Thinking Resources</span></div>
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<span style="background-color: transparent; font-family: "droid sans" , sans-serif; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;">- Feel free to use this</span><a href="https://app.box.com/s/585dtywuy85iuvleg2shqlwu9rwscsyt" style="text-decoration: none;"><span style="background-color: transparent; color: black; font-family: "droid sans" , sans-serif; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;"> </span><span style="background-color: transparent; color: #1155cc; font-family: "droid sans" , sans-serif; font-size: 12pt; text-decoration: underline; vertical-align: baseline; white-space: pre-wrap;">complimentary copy of the book</span></a><span style="background-color: transparent; font-family: "droid sans" , sans-serif; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;">/ distribute as needed. </span></div>
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<span style="background-color: transparent; font-family: "droid sans" , sans-serif; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;">- If you'd like a more formal "hour of creative power" for your team. I am happy to do our viritual Power Up Your Creative Thinking Virtual Experience and I'm happy to discount the typical price.</span><a href="https://websites.godaddy.com/power-up-your-thinking" style="text-decoration: none;"><span style="background-color: transparent; color: black; font-family: "droid sans" , sans-serif; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;"> </span><span style="background-color: transparent; color: #1155cc; font-family: "droid sans" , sans-serif; font-size: 12pt; text-decoration: underline; vertical-align: baseline; white-space: pre-wrap;">click here to learn more</span></a></div>
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<span style="background-color: transparent; font-family: "droid sans" , sans-serif; font-size: 12pt; font-weight: 700; vertical-align: baseline; white-space: pre-wrap;">- I'm going to be doing a live </span><span style="background-color: transparent; font-family: "droid sans" , sans-serif; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;">- </span><span style="background-color: transparent; font-family: "droid sans" , sans-serif; font-size: 12pt; font-weight: 700; vertical-align: baseline; white-space: pre-wrap;">creative power hour </span><span style="background-color: transparent; font-family: "droid sans" , sans-serif; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;">in the next few weeks (free) and if you'd like to notified - email me: </span><span style="background-color: transparent; font-family: "droid sans" , sans-serif; font-size: 12pt; text-decoration: underline; vertical-align: baseline; white-space: pre-wrap;">joann@manageglobal.com</span><span style="background-color: transparent; font-family: "droid sans" , sans-serif; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;"> - put in the subject line CREATIVITY - that's it. Pass on the word!</span><br />
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<span style="background-color: transparent; font-family: "verdana"; font-size: 12pt; font-weight: 700; vertical-align: baseline; white-space: pre-wrap;">|> Resource 2</span><br />
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<a href="https://lh6.googleusercontent.com/2HET_sxEpojOGxK4CJJQwr8aHzOF1plSPumbupTJHkh9_nQJFSgFlHfSRjYuZpHVpsyUXf3_rgqJukdMn41_ybbGHNdZ2QNDDcAu2bYuEeqRnnLDly7xhYWMhnD0Dx5dpySyWrzq" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" height="200" src="https://lh6.googleusercontent.com/2HET_sxEpojOGxK4CJJQwr8aHzOF1plSPumbupTJHkh9_nQJFSgFlHfSRjYuZpHVpsyUXf3_rgqJukdMn41_ybbGHNdZ2QNDDcAu2bYuEeqRnnLDly7xhYWMhnD0Dx5dpySyWrzq" style="margin-top: 0px;" width="133" /></a></div>
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<span style="background-color: transparent; font-family: "droid sans" , sans-serif; font-size: 11pt; font-weight: 700; vertical-align: baseline; white-space: pre-wrap;">Is It Time to Re-Organize?</span></div>
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<span style="background-color: transparent; font-family: "droid sans" , sans-serif; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;">I've already been thinking, "Now that I'm home more, what have I been putting off doing?" Well, one thing for sure - for me - is cleaning out closets, definitely the garage...and my office."</span></div>
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<span style="background-color: transparent; font-family: "droid sans" , sans-serif; vertical-align: baseline; white-space: pre-wrap;">There is also, for some, the que</span><span style="background-color: transparent; font-family: "droid sans" , sans-serif; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;">stion of how do I need to restructure my time as I work from home and with my family. And for those of you managing remote team, "How do we collective stay focused and productive?"</span></div>
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<span style="background-color: transparent; font-family: "droid sans" , sans-serif; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;">Though there are plenty of "how to manage remote teams" resources, make sure and start with managing yourself and home life first or else any measure of chaotic vibe could be translated onto your team, and you don't want that. Model what you want from them and share your successes as you all work together!</span></div>
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<span style="background-color: transparent; font-family: "droid sans" , sans-serif; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;">This book will help! It was written as a companion to my very popular seminar of the same name - which has been shared with thousands throughout North America for the past 15 years. Here is the</span><a href="https://app.box.com/s/m8kuzq2c4m9md5i3c19gg7wy2n7pm2r8" style="text-decoration: none;"><span style="background-color: transparent; color: #1155cc; font-family: "droid sans" , sans-serif; font-size: 12pt; text-decoration: underline; vertical-align: baseline; white-space: pre-wrap;"> book link</span></a><span style="background-color: transparent; font-family: "droid sans" , sans-serif; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;"> and the</span><a href="https://app.box.com/s/xrqr348la028tahcqdiqaqbrzuuyfuz5" style="text-decoration: none;"><span style="background-color: transparent; color: black; font-family: "droid sans" , sans-serif; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;"> </span><span style="background-color: transparent; color: #1155cc; font-family: "droid sans" , sans-serif; font-size: 12pt; text-decoration: underline; vertical-align: baseline; white-space: pre-wrap;">audiobook version- mp3</span></a><span style="background-color: transparent; font-family: "droid sans" , sans-serif; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;"> - enjoy!</span></div>
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<span style="background-color: transparent; font-family: "droid sans" , sans-serif; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;">Declutter - Teleconference -</span><a href="https://app.box.com/s/mvqxmz6i9id38sofu2wretxxodpv6mcm" style="text-decoration: none;"><span style="background-color: transparent; color: #1155cc; font-family: "droid sans" , sans-serif; font-size: 12pt; text-decoration: underline; vertical-align: baseline; white-space: pre-wrap;"> Part 1</span></a><span style="background-color: transparent; font-family: "droid sans" , sans-serif; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;"> |</span><a href="https://app.box.com/s/baw3010px7bab5301txwxnkrm0ugjhj9" style="text-decoration: none;"><span style="background-color: transparent; color: black; font-family: "droid sans" , sans-serif; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;"> </span><span style="background-color: transparent; color: #1155cc; font-family: "droid sans" , sans-serif; font-size: 12pt; text-decoration: underline; vertical-align: baseline; white-space: pre-wrap;">Part 2</span></a><span style="background-color: transparent; font-family: "droid sans" , sans-serif; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;"> |</span><a href="https://app.box.com/s/jj6b81oybh9uab83hxtqz74267q488mz" style="text-decoration: none;"><span style="background-color: transparent; color: black; font-family: "droid sans" , sans-serif; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;"> </span><span style="background-color: transparent; color: #1155cc; font-family: "droid sans" , sans-serif; font-size: 12pt; text-decoration: underline; vertical-align: baseline; white-space: pre-wrap;">Transcript e-book</span></a></div>
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<span style="background-color: transparent; font-family: "droid sans" , sans-serif; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;">If you have any questions regarding any of the content or needs - feel free to email me: </span><span style="background-color: transparent; font-family: "droid sans" , sans-serif; font-size: 12pt; text-decoration: underline; vertical-align: baseline; white-space: pre-wrap;">joann@manageglobal.solutions</span><span style="background-color: transparent; font-family: "droid sans" , sans-serif; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;"> | If you'd like a webinar on time management or any content related to the book. I'm happy to do so, just shoot me an email and we'll chat - and even customize if needed.</span><br />
<span style="background-color: transparent; font-family: "arial" , "helvetica" , sans-serif; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;"><b><br /></b></span></div>
<span style="font-family: "arial" , "helvetica" , sans-serif;"><b>Join the Creative Fun on Twitter!
</b>Follow our Creativity Challenges
on Twitter @joanncorley
#GetCreative
Search the hashtag or see the latest challenge at the top tweet of my feed.
Jump in any time for a great mental diversion - mental break. Invite your friends, connect with a new community! </span><br />
<br />
Exciting News! // We're excited to launch our new digital arm - Manage Global. To compliment our global reach with our LinkedIn Learning courses, we're offering a compelling resource - The Smart Management Blueprint that can be accessed and implemented in any business environment, world-wide. It provides a step-by-step roadmap to simultaneously improve business and people management while developing competent managers. If you feel a need for improvement in any of these areas you'll want to learn more. Check it out here! => https://manageglobal.solutions
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JoAnn Corleyhttp://www.blogger.com/profile/17351862967107737286noreply@blogger.com0tag:blogger.com,1999:blog-8643020750601970481.post-15977942820276006192020-03-16T10:50:00.000-04:002020-03-16T10:50:57.280-04:00As a Leader - Are You Working Against Yourself? - It's Highly Possible<div dir="ltr" style="text-align: left;" trbidi="on">
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What if I told you, as a business owner or executive/ senior leader there is a high probability you are consistently working against yourself, would you believe me?<br />
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As someone who has worked in the realm of leadership and management for over 20 years with a specialty in human behavior, I can humbly assert, this is more true than not.<br />
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Why do I say this? Because, I've observed it time and time again. And, the knowledge and awareness to not do so, is typically omitted in popular business publication and conventional "leadership training"... executive leadership programs or certifications.<br />
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One of the most important areas of knowledge <i>every</i> business leader - at any level - needs and yet few have is how human behavior plays out in business. Why? Because <b><i>everything in business</i> </b><i><b>is ultimately about behavior</b></i>. Whether it's trying to acquire a new customer or client, dealing with a difficult employee or hiring new talent, each of these is about how behavior produces certain outcomes.<br />
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<b>Working Against Yourself - An Unnecessary Burden</b><br />
I know being a leader or business owner has a breath of challenges (we have 4 in our immediate family) - some exhilarating, some incredibly stressful! So my goal is to help my fellow leaders minimize the stressful stuff - particularly related to managers/employees.<br />
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Did you know many of the challenges in this area are avoidable? Why pile on burden? That's kinda like self torture!<br />
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Well, you won't pile on anymore if you take to heart and <i>ruthlessly implement</i> what I'm about to share. Now, ruthless might sound like a strong word and yes that's exactly what it's meant to convey - you must demonstrate<i> absolute strength</i> in the areas I'm about to reveal!<br />
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<b>Your Must Have #1 Most Important HBI (Human Behavior Insight)</b><br />
<b>We train people how to treat us.</b><br />
<i>If you do not fully capture this concept, you will continue to work against your own best interest.</i><br />
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Wait, I thought we were going to talk about business.<b> </b>Well, this<i> is</i> business because ultimately anything related to business is about how people relate to, treat each other. Business is all about relationship... within the context of titles, roles, responsibilities and the power that accompanies each.<br />
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Let's start with you. Within a leadership role and title you have the power <i>and responsibility</i> to set the guidelines for how any relationship in your business will go. Let's call those guidelines<u> boundaries</u>. For example, customer services reps have a framework or protocol regarding how they will treat a customer. Those protocols or service call tactics are essentially boundaries.<br />
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Now boundaries for the emotionally and socially mature employee are fine. Before they came to your business, they learned how to relate in a way that is positive and productive. In emotional intelligence we call it the ability to self-manage and be socially appropriate. They in fact adhere to others' boundaries and even have their own. They understand and <i>voluntarily</i> adhere to the parameters necessary to have "healthy" appropriate relationships.<br />
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<b>However, for the less mature </b>- <b>and this is the key</b> - they may not be as "self-regulated" (mature) or may have different values and tolerances for how a relationship should be.<br />
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If their view differs from yours, as the leader you need,<i> you must </i>establish <b>what is acceptable to you </b><i>and</i> what is not! And it needs to be clear - where there is <i>no doubt</i>! That's establishing a boundary.<br />
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The burden can occur - you work against yourself - when this is not done - but rather assumed. many leaders don't embrace <i>and</i> use their leadership power to protect their business. If fact, it's more common when someone is hired, to s<i>ubconsciously assume </i>an employee will act in a way that's expected - how it's imagined - without explicitly telling them.<br />
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That's why, <i>when it comes to employee behavior</i> in business, assume nothing (best advice ever!). It's critical that you set clear boundaries- expectations - for how folks will treat each other and behave within the context of your enterprise. Consider it a form of holistic protection. Think about it... when you look closely at employees problems, the majority are related to how an employee <i>chooses</i> to relate to others - customer, boss, co-workers. in negative, counter-productive ways.<br />
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So where does the "training" part come in related to your most important "hbi" - human behavior insight? Well, once the boundaries are set you have to enforce them. If someone does not honor them, there needs to be timely actions that remind and reinforce them what's expected. They need to be clear that you are serious. If they <u>demonstrate an unwillingness</u> to honor them, then an action - a consequence <i>must</i> occur.<br />
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If they continuously dishonor your boundaries, <u>and you do nothing</u>...you are training them to treat you and other aspects of your business to behave <i style="font-weight: bold;">the way <u>they want</u>.</i> Their behavior and values become the standard, acceptable way to behave - not yours!! Stop and think about that for a moment.<br />
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Training is a repeated action/behavior<i style="font-weight: bold;">. If you repeatedly allow something ... you are communicating </i><u style="font-style: italic; font-weight: bold;">that it is ok</u><i style="font-weight: bold;"> to continue </i><i>- in effect training them to continue</i><i>.</i> Our behaviors communicate as well as our words.<i style="font-weight: bold;"> Tolerating is a way of </i><b><i>communicating and w</i></b><b><i>hat</i></b><i style="font-weight: bold;"> you tolerate is what you'll continue to receive...</i><i>because</i><i> you're </i><i>communicating</i><i> that it's ok.</i><br />
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Stepping back for a moment, we can see that really everything about your business is about "behavior training" (or conditioning), relationships and levels of tolerations. What you need to ask is which ones are serving you well and which ones are not.<br />
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For this post, the most important question to ask is - which ones are hurting you, other team members, clients/customers and ultimately your business.. in fact working against you.<br />
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If you're a business owner, don't let unchecked, unchallenged bad behavior undermine or rob you of your dream or add undue stress that seeps into your home/family life - establish boundaries and enforce them. <br />
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Or, if you're a senior leader, don't let this undermine your professional effectiveness and ability to deliver needed value and results. <b>What you tolerate is a reflection of your leadership. </b>Many a leader has been proven ineffective because of what they <i>continually allowed</i> within their area of responsibility. They did not firmly establish boundaries and when they did, did not reinforce and/or enforce them.<br />
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If you feel you need a leadership tune up or see this as an area of growth, consider our 60 day short-cycle development opportunity - you can <a href="https://manageglobal.solutions/" target="_blank">learn more here</a>. Be strong and carry on! ;-)<br />
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Exciting News! // We're excited to launch our new digital arm - Manage Global. To compliment our global reach with our LinkedIn Learning courses, we're offering a compelling resource - The Smart Management Blueprint that can be accessed and implemented in any business environment, world-wide. It provides a step-by-step roadmap to simultaneously improve business and people management while developing competent managers. If you feel a need for improvement in any of these areas you'll want to learn more. Check it out here! => https://manageglobal.solutions
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JoAnn Corleyhttp://www.blogger.com/profile/17351862967107737286noreply@blogger.com0tag:blogger.com,1999:blog-8643020750601970481.post-47625837266572200542020-03-12T14:13:00.002-04:002020-03-19T13:12:46.103-04:00Are You An Average or Exceptional Executive Leader?<div dir="ltr" style="text-align: left;" trbidi="on">
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<span style="font-family: "arial" , "helvetica" , sans-serif;">To be one or the other...it's a simple choice. Just remember, whichever you choose, has a ripple effect. What's yours?</span><br />
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<span style="background-color: white; font-family: "arial" , "helvetica" , sans-serif;">"...after years of observation and working with a volume of diverse leaders in a variety of corporate structures - non-profits, government as well as traditional c-suite, </span><i style="font-family: Arial, Helvetica, sans-serif;">effective</i><span style="background-color: white; font-family: "arial" , "helvetica" , sans-serif;"> executive leadership as incredibly valuable</span><b style="font-family: Arial, Helvetica, sans-serif;"> </b><i style="font-family: Arial, Helvetica, sans-serif;"><u>and </u></i><u style="font-family: Arial, Helvetica, sans-serif; font-weight: bold;">equally rare</u><span style="font-family: "arial" , "helvetica" , sans-serif; font-weight: bold;">." </span><br />
<span style="font-family: "times" , "times new roman" , serif;"><i>- Peter Drucker</i></span><br />
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<span style="font-family: "times" , "times new roman" , serif;"><b><i>In my view, an exceptional leader then...is a highly effective leader...</i></b></span></div>
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<span style="font-family: "times" , "times new roman" , serif;"><b><i>which an average leader is not.</i></b></span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><b>Why Is It Rare?</b></span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><b>Here's the main reason it's rare - it's not a mainstream, prioritized, promoted leadership criteria. </b>And yet, the father of modern day management Peter Drucker says it's the #1 most important and deserves first level focus. And...that's pretty logical since <i>the main </i>reason why someone is a leader is to get expected results.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">If fact, if you were to ask the general "leadership training and development community" to answer these 2 questions...</span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;">1. "What does it mean to be effective?"</span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;">2. "What's the #1 most important quality leaders, particularly executive, senior leaders should possess?</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">I guarantee you... for question #1 - there would be a variety of answers and for #2 - effectiveness would not be the top answer...not even remotely. I</span><span style="font-family: "arial" , "helvetica" , sans-serif;"> know. I've facilitated 1000s of leadership workshops throughout North American for many years and rarely has anyone said "effectiveness".</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">I see this then, as a bit of a crisis and needs gap in the leadership development industry.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><b>So What Does it Mean to Be Effective</b></span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;">Simple put, it's achieving needed results. Notice I didn't say results...but needed, intended, <i>most meaningful, most important r</i>esults.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">And this highlights an important point. To be effective...</span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;">> you must be clear on <b>what the most important results are</b></span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;">><b> </b>and then, do what's necessary to realize them, which he defined as a set of strategic <i>practices</i> called "disciplines".</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">In the book <i>The Effective Executive, </i>Mr. Drucker defines - through principles and practices - what he's observed is required to be effective. The following list is my compilation of his list and (through my 22 plus years in the industry) mine.</span></div>
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<b><span style="font-family: "arial" , "helvetica" , sans-serif;">1. You know where you're going - you're clear on results based on these qualifying questions:</span></b><br />
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<li><span style="font-family: "arial" , "helvetica" , sans-serif;">What are the essential, top priority needs? - What needs to be done?</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">What's best or right for the enterprise?</span></li>
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<b><span style="font-family: "arial" , "helvetica" , sans-serif;">2. I see my responsibility not just at the top of the organization, but throughout and therefore work to affect needed results <i>throughout </i>the entire organization</span></b><br />
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<li><span style="font-family: "arial" , "helvetica" , sans-serif;">I don't assume, but ensure this is happening</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">I communicate/have the communication mechanisms in place that achieves this (for example different types of productive, disciplined meetings)</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">I do a lot of asking and listening to mitigate blind spots and avoid costly blind-siding</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">I have the tools in place to detect when this occurs - I keep learning where my impact stops or is being hampered.</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">I am the master of follow-up - there is built into my leadership expected accountability and responsibility demonstrated first by me.</span></li>
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<b><span style="font-family: "arial" , "helvetica" , sans-serif;">3. I leverage all strengths, capabilities available.</span></b><br />
<i><span style="font-family: "arial" , "helvetica" , sans-serif;">Know the answer to these questions</span></i><br />
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<li><span style="font-family: "arial" , "helvetica" , sans-serif;">In the context of what's most important, what do I do best?</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">What do others do best?</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">Do I expect and cultivate effective leader/mangers and teams?</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">Do I work from a mindset of we vs. I?</span></li>
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<b><span style="font-family: "arial" , "helvetica" , sans-serif;">4. I have an action plan that aligns my daily and weekly actions, activities and decisions in a way that reflects all of the above; particular top priorities.</span></b></div>
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<li><span style="font-family: "arial" , "helvetica" , sans-serif;">I create and use strategic action plans</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">I understand and utilize time accordingly - I see time as a highly valuable and finite resource.</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">I use it to gauge decision-making and the reality of my actions </span></li>
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<b><span style="font-family: "arial" , "helvetica" , sans-serif;">5. I leverage every opportunity for improvement by being <i>systematic</i> in how I assess my activity & results and those of others.</span></b><br />
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<li><span style="font-family: "arial" , "helvetica" , sans-serif;">I consistently tweak and improve my actions to improve achieving best results</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">I know action brings clarity and attracts opportunity</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">I have a mindset of opportunity vs. problems.</span></li>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">I invite you to use this as your own checklist - a quick assessment if you will to discover opportunities of improvement or that of your leadership team.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">I'll close with this profound insight shared in a previous post: </span><span style="background-color: white; font-family: "arial" , "tahoma" , "helvetica" , "freesans" , sans-serif;">Drucker emphasizes that a leader can have good qualities, have certain, even important skills and relevant knowledge and yet </span><b style="font-family: Arial, Tahoma, Helvetica, FreeSans, sans-serif;">not be able to translate them into meaningful results<span style="background-color: white;">.</span></b></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">If you feel this is an area you want to devote some time and attention, consider working with us. You can learn more about our <a href="https://manageglobal.solutions/executive-effectivenesshttps://manageglobal.solutions/executive-effectiveness" target="_blank">60 day short-cycle development opportunity here</a>.</span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><i>Here are the posts in The Effective Executive Series: </i></span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><a href="https://www.joanncorleyspeaks.com/2020/03/if-its-so-simple-why-arent-more-leaders.html" target="_blank">If It's So Simple - Why Aren't More People Doing it?</a></span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><a href="https://www.joanncorleyspeaks.com/2020/03/is-investing-in-leadership-development.html" target="_blank">Is Investing in Leadership Development a Waste of Money</a>?</span></div>
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<a href="https://www.joanncorleyspeaks.com/2019/09/leadership-tip-boost-your-impact-be.html" target="_blank"><span style="font-family: "arial" , "helvetica" , sans-serif;">Leadership Tip: Boost Your Impact - Be an Executive!</span></a></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Exciting News! // We're excited to launch our new digital arm - Manage Global. To compliment our global reach with our LinkedIn Learning courses, we're offering a compelling resource - <b>The Smart Management Blueprint</b> that can be accessed and implemented in any business environment, world-wide. It provides a step-by-step roadmap to simultaneously improve business and people management while developing effective executives and their extended management teams' capabilities If you feel a need for improvement in any of these areas you'll want to learn more. </span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Check it out here! => <a href="https://manageglobal.solutions/" target="_blank">https://manageglobal.solutions</a></span><br />
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JoAnn Corleyhttp://www.blogger.com/profile/17351862967107737286noreply@blogger.com0tag:blogger.com,1999:blog-8643020750601970481.post-43241391759280472502020-03-11T11:52:00.001-04:002020-03-19T13:16:55.984-04:00If It's So Simple, Why Aren't More Leaders Doing It?<div dir="ltr" style="text-align: left;" trbidi="on">
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<span style="font-family: "arial" , "helvetica" , sans-serif;">I know this may sound crazy, but sometimes <b>something very simple can be very powerful</b>. It's a consistent truth of our human experience. An act of kindness can turn around someone's day. A friend fully listening as you share a heartache can help heal a heart, a business leader deciding to raise everyone's pay $20,000 (yes that actually happened).</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">All of those simple acts are....wait for it...acts. They are initiated, meaningful actions that affect something outside themselves.</span></span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">That's why it's important as leaders in the world of business to be tuned into and mindful of this simple truth. Why?...because everyday, we're bombarded with information dangling the next big thing in front of us that distracts from and undermines the usefulness and power of the simple. And the irony, usually, the simple cost much less.</span></span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">It's with this in mind that I bring us back to the series on being an effective executive/leader. In my previous post I shared some eye-opening finds from Peter Drucker's book <i>The Effective Executive</i>. One of which is this: <span style="font-family: "times" , "times new roman" , serif;"><span style="background-color: white;"><b>Being effective is not complicated, but actually rather simple</b>.<b> </b></span><b>It is the habitual practice of a few strategic actions.</b><span style="background-color: white;"> He stated, "Effectiveness is a discipline"</span></span><span style="background-color: white;">.</span></span></span><br />
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<span style="font-family: "times" , "times new roman" , serif;"><span style="background-color: white;">And yet he says: "</span><span style="background-color: white;">Additionally, after years of observation and working with a volume of diverse leaders in a variety of corporate structures - non-profits, government as well as traditional c-suite, he sees </span><i>effective</i><span style="background-color: white;"> executive leadership as incredibly valuable</span><b> </b><i><u>and </u></i><b><u>equally rare</u>."</b></span></span><br />
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<span style="font-family: "times" , "times new roman" , serif;"><b>So why do you think that is?...and as my title suggests, if it's so simple why aren't more people doing it?</b></span></span><br />
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<span style="font-family: "times" , "times new roman" , serif;">I offer a few ideas in this post <a href="http://Additionally, after his years of observation and working with a volume of diverse leaders in a variety of corporate structures - non-profits, government as well as traditional c-suite, he sees effective executive leadership as incredibly valuable and equally rare." target="_blank">Is Investing in Leadership Development a Waste of Money?</a>, but for this one, I want to focus on what I think it the main reason. Here we go. </span></span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><b>An act can be simple - even easy - but enacting <u>change can be hard</u>...</b> particularly in the ways and at the level we're talking.</span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-family: "arial" , "helvetica" , sans-serif;">In fact Mr. Drucker didn't say being effective would be easy, he merely states it's simple. He goes on to share the circumstances that challenge the habitual practices needed to be effective and suggests that to win over the challenges, <b>one has to be very intentional, strategic, determined and clear-minded</b>. It's got to matter enough to fight the </span><i><span style="font-family: "arial" , "helvetica" , sans-serif;">bu</span><span style="font-family: "arial" , "helvetica" , sans-serif;">ilt in internal forces</span></i><span style="font-family: "arial" , "helvetica" , sans-serif;"> that work against the action one needs to take. In this case, the force is not with you. He calls them "4 organizational realities of which one has little to no control". </span><i style="font-family: arial, helvetica, sans-serif;">Here they are...</i></span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">1. An executive/leader is somewhat captive to their organization - there are appropriate, unexpected demands on their time.</span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">2. Executive/leaders are forced by the force of their operation to keep doing exactly what they're doing unless they take intentional, determined action to do otherwise, starting with changing the reality in which they work. </span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">An example of this is an emerging or recently promoted senior leader operating out of the mindset and <i>work habits</i> of their former position. Adopting a new mindset and actions to be successful in the new role doesn't automatically happen the day of promotion. Human behavior just doesn't work that way. And yet, even for many with very little help, that is what is expected. This is doubly challenging when (and this is common) a technical expert is promoted into management.</span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">3. This next one is interesting (and makes the case for why Drucker includes <i>organizational effectiveness</i> in the criteria for being an effective executive). Effectiveness is related to the organization itself, meaning "...one is only effective if and when other people make use of what he/she contributes. Organization is the means of multiplying the strength of an individual." This reality suggests that to be effective, an executive's reach must not be just at the top of an organization, but as Drucker puts it, "throughout".</span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">4. An executive can be swallowed up with<i> activity within</i> an organization and may not take the time to see without - they become "inside focused". And so, he/she may rely on filtered info from within regarding outside results rather than gaining fresh, first hand knowledge. This is the critical info, which reflects the ultimate results and is key to making the best decisions for the best outcomes. </span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">In truth - the outside is the most important reality, but the inside is all they see...they become insulated from critical information <i>unless they make a special effort </i>to gain direct access to outside realities.</span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">This dilemma is perfectly demonstrated by the show Undercover Boss. The corporate execs are usually amazed when they find out real truths about what's happening <i>and why</i> "outside" the corporate structure. Those situations are what an executive's decisions are supposed to positively impact, yet many have very little accurate information regarding them. </span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">This also reminds us of the conditions leaders create from a culture where they are told what they want to hear vs. what they need to hear. This presents a whole other issue when leaders have "yes" folks around them, discouraging conflict, dissent and critical thinking. Without realizing it, they're sabotaging their own effectiveness.</span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">So, we can see that simple isn't necessarily easy - which brings me to the key message of this post. If you want to become effective, which in my and Drucker's view - really is a professional imperative - you'll need to<b> make it your mission</b> to do so and enlist help to ensure you succeed. <b>You'll need alternate, more powerful forces </b>to combat the current forces working against you.</span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">There are 2 choices then - get help within or get help without...and from my work in behavior change, you probably will need both. Ironically, these actions are pretty simple too and I'm happy to help. Email me with any questions you may have or to set up a quick chat. joann@manageglobal.solutions.</span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Exciting News! // We're excited to launch our new digital arm - Manage Global. To compliment our global reach with our LinkedIn Learning courses, we're offering a compelling resource - The Smart Management Blueprint that can be accessed and implemented in any business environment, world-wide. <b>It provides a step-by-step roadmap to improve executive leadership & management in a financially measurable way. </b>It's proven & tested, there's no need to spend time trying to "figure it out" (you're already busy) and worried about wasting money wondering if it will work. Just start using it for immediate results. If you feel a need for improvement, you'll want to learn more. Check it out here! => https://manageglobal.solutions
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JoAnn Corleyhttp://www.blogger.com/profile/17351862967107737286noreply@blogger.com0tag:blogger.com,1999:blog-8643020750601970481.post-15946273154464503902020-03-05T15:25:00.000-05:002020-03-19T13:01:15.392-04:00Is Investing in Leadership Development a Waste of Money?<div dir="ltr" style="text-align: left;" trbidi="on">
<span style="font-family: "arial" , "helvetica" , sans-serif;">If you had to choose, if you only had limited funds to invest in leadership development...what would you invest in and why? Seriously consider this question, write down your answer before reading further.</span><br />
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<b><span style="font-family: "arial" , "helvetica" , sans-serif;">Are You Ready to Make a Change?</span></b><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">For many of my readers, particularly those who follow me on Twitter, I announced that I would be vlogging and blogging through the book <b>The Effective Executive </b>by <i>Peter Drucker</i>. It popped up on my radar a couple of years ago with a few clients - one who'd given the book as a gift to their executive team and another who made it required as part of their monthly leadership read. For those not aware of who he is, he is known as the father of modern management. This book was first published in 1967.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">And as someone who has worked in the field of leadership and management development for over 22 years, in a different era, I was curious if there would be any similarities in our findings, insights and recommended practices. I am pleasantly surprised for a variety of reasons, which I'll share in continued posts.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">One surprise and confirmation is related to this post and here it is: Human behavior is well...human behavior - it's consistent and predictable. You know that verse in Proverbs, "...there is nothing new under the sun?" When it comes to human behavior that's been proven true throughout time. As humans we are wired and built a certain way.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">As it relates to being an effective leader/executive, which requires the <i>behavior</i> of creating habits, being disciplined, it's all fundamental to how the brain is wired and what it can produce.</span><br />
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<b>The Emphasis of Effectiveness</b></span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;">As someone who is familiar with the concept of being effective through my time management workshops taught for many years throughout North America and as the author of the companion book, <a href="https://www.amazon.com/dp/B006JD6RL8" target="_blank">Organizational Strategies for the Overwhelmed</a>, I am keenly aware of the importance of being effective.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">So I was particularly struck by the <i>substantial weight</i> Mr. Drucker gives it as a critical skill for executive leadership.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">From my initial read of the first few chapters, I have found the following quite compelling:</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">1> Mr. Drucker makes a fascinating case for effectiveness as a critical skill <b>for all knowledge workers </b>at all levels as well as executive leaders. He sees being an executive beyond a title or place in the organizational hierarchy. I wrote a post addressing that here: <a href="https://www.joanncorleyspeaks.com/2019/09/leadership-tip-boost-your-impact-be.html" target="_blank">Leadership Tip: Boost Your Impact - Be an Executive!</a></span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">2> Additionally, after his years of observation and working with a volume of diverse leaders in a variety of corporate structures - non-profits, government as well as traditional c-suite, he sees <i>effective</i> executive leadership as incredibly valuable<b> </b><i><u>and </u></i><b><u>equally rare</u>.</b></span><br />
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3> And finally - and this is what I found the most interesting, particularly from my years of working in the field of leadership & management development - he sees <b>developing the skill of effectiveness as the #1 most important skill to invest in and focus on - above all others.</b></span><br />
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<i><b><span style="font-family: "arial" , "helvetica" , sans-serif;">He believes that this should be<u> the #1 priority </u>in executive development.</span></b></i></div>
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<i><span style="font-family: "arial" , "helvetica" , sans-serif;">He offers 4 thought provoking points:</span></i><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;">- Effectiveness is about achieving results - which is <i>the</i> entire purpose and point of being a leader.</span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;">- Being effective can make up for a deficit of other qualities or capabilities leaders "ideally" need (this was an eye-opener and yet made perfect sense as he explains it).</span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;">- Effectiveness is typically not natural. It must be and can be learned - which of course is good news!</span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;">- Being effective is not complicated, but actually rather simple. <b>It is the habitual practice of a few strategic actions.</b> He stated, "Effectiveness is a discipline."</span><br />
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<b><span style="font-family: "arial" , "helvetica" , sans-serif;">So WhyTreat Effectiveness as the #1 Priority Investment?</span></b><br />
<i><span style="font-family: "arial" , "helvetica" , sans-serif;">This part was really quite interesting...</span></i><br />
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Drucker emphasizes that a leader can have good qualities, have certain skills and relevant knowledge and yet <b>not be able to translate them into meaningful results</b> - in other words, leverage them into something of value - <i>v</i><i style="text-align: center;">alue defined: worth, merit, importance.</i></span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">So, as is typical with conventional thinking regarding leadership value and how to increase it - it is believed that an executive or leader would <i>do better - perform better - (aka achieve needed results) </i>if they had more, for example:</span><br />
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<li><span style="font-family: "arial" , "helvetica" , sans-serif;">knowledge about a particular topic</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">better vision</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">innovative thinking</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">knowledge about AI</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">better "executive presence"</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">speaking skills</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">personal development through executive coaching</span></li>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">to name a few. So that's where executive development money goes.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Drucker asked...<i>even if those were increased</i> - would that person be able to translate those gains into improved<i> needed</i> results?...are they even necessary to do so?</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">** He observed that raising the standard for abilities, adding more, improving the current list <i>didn't necessarily or automatically convert </i>into needed outcomes - as expected. This is a profound finding.</span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><b>Compelling point => Someone can improve in a variety of areas and still not achieve <i>what's needed</i>. </b>Typical thinking goes like this..."We're not getting the results we want, so we need to improve x, y, z - developing effectiveness is not typically on this list.</span><br />
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This is a critical insight related to training and development spend for any employee, especially leaders and managers<b>. </b>By the way, he includes in the definition of <i>executive</i> effectiveness, the ability to develop that capability in others.</span><br />
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<b><span style="font-family: "arial" , "helvetica" , sans-serif;">Clearly Defining What We Mean</span></b><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;">Two items need to be clarified. When we reference results, what do we mean and when we talk about effectiveness what do we mean?</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><b>▷ Results</b>: Results simply defined are outcomes. For clarity, there is <i>always </i>a result - it's part of the universal law of cause and effect. However, the point here is achieving the <u>desired</u> or <u><b>needed</b></u> results.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><b>Here is the essential distinction </b>=> categorizing results by need<i>. Here is need defined:</i> something required because it is essential, very important or necessary.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Using this definition suggests the necessity to qualify results by applying a <i>value to</i> them. To be an effective leader we need to be clear and understand -<b> different results have different levels of value. </b></span><br />
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<i><b><span style="font-family: "arial" , "helvetica" , sans-serif;">So a leader's effectiveness is doing what's necessary to satisfy what's needed.</span></b></i></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Once we work with this premise, it serves to guide decisions and actions. Leaders can work with more confidence and purpose...and develop strong convictions about how to navigate the typical day to day activities that might get in the way. Drucker describes them as inherent forces within an organization that work against being effective. This is a case when the force will probably not be with you.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Of note - sometime we'll get a good result though it may not be the <i>exact</i> one desired or targeted. And in that case, we may compromise what we really wanted because at least something positive occurred. The bullseye board may have been hit, but not the bullseye itself. Not succumbing to compromise in this case is the test of an effective leader. As Jim Collins suggests - good can be the enemy of great.</span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><b><br /></b><b>▷ Effectiveness: </b>the ability to translate any volume or level of skill, knowledge or quality into a <i>needed </i>result - contributing in a <i>meaningful</i> way. This, according to Drucker, is a separate, <i>distinct executive competency</i> and is the power partner to all others<b>. </b><u>It's what makes the rest matter!</u></span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">It's kinda like all the delicious, expensive ingredients used to make bread that will not matter and be experienced as intended - in fact <i>go to waste</i> - if the yeast is omitted.</span><br />
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<i><span style="font-family: "arial" , "helvetica" , sans-serif;">Yeast is a converting agent...as is the skill of effectiveness.</span></i></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">His premise - and what I see as a very compelling argument - is that the better approach is to first <b>make better use </b>of what's already present by <b>learning to convert </b>current skills and knowledge. His observation was <i style="font-weight: bold;">developing the ability to</i><b> <i>convert into more value</i><u> <i>first</i></u><i> - </i></b>learning to be effective - was the best focus,<b> </b>since that's the ultimate goal anyway.<b> </b>His point - <u>why add on more capabilities, expand the volume of a quality if that person doesn't know how to convert them.</u></span><br />
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<i><span style="font-family: "arial" , "helvetica" , sans-serif;"><b>This is a fascinating truth =></b> a variety of people with a variety of capabilities can produce needed results - even without adding more capabilities, knowledge or qualities. Or put another way, someone with a lot of impressive experience and capabilities <u>can still be ineffective.</u></span></i></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Think about this for a moment. Consider this from the training and development industry. It suggests there has been a boatload of money wasted because our focus and expectations have perhaps been misplaced.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">To drive home the point, he asks this key question, "Can a leader translate her/his qualities, skills and knowledge (<i><u>and</u></i> of those they lead) into <i>needed</i> results?" His observation...many don't because being effective is not treated seriously, clearly defined and is confused with activity.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">The perceived value is seen as this, "He/she is certainly busy doing stuff." Activity is seen as the value rather than what the activity is producing - or lots of activity presumes meaningful results. And therefore, a lot of money is wasted investing in senior leadership coaching and development that does not return the best or right value. (Of course in some cases there has been even a loss).</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">So let's circle back to our opening question,, "If you had to choose, if you only had so much money to invest in leadership development....where would you invest it and why?" After reading this, perhaps learning to be effective will now be your answer. You can send me a thank you card for all the money you will save after reading this post. You're welcome! 😃</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Exciting News! // We're excited to launch our new digital arm - Manage Global. To compliment our global reach with our LinkedIn Learning courses, we're offering a compelling resource - The Smart Management Blueprint that can be accessed and implemented in any business environment, world-wide. It provides a step-by-step roadmap to simultaneously improve business and people management while developing competent managers. If you feel a need for improvement in any of these areas you'll want to learn more. Check it out here! => https://manageglobal.solutions
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JoAnn Corleyhttp://www.blogger.com/profile/17351862967107737286noreply@blogger.com0tag:blogger.com,1999:blog-8643020750601970481.post-11333768444547615872020-03-02T12:54:00.001-05:002020-03-02T17:02:23.260-05:00An Important Insight Into Employee Morale You Don't Want to Miss<div dir="ltr" style="text-align: left;" trbidi="on">
<span style="font-family: "arial" , "helvetica" , sans-serif;">One of the activities I love to do is to bring clarity to commonly used language we use in our every day work as managers, leaders, and HR professionals...and that also address critical needs for successful business success.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">One set of words we use frequently and that directly affect employee morale is employee appreciation, rewards & recognition.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">You might find it interesting to note that <i>each has its own definition and impact</i>. It's useful to understand this because, as we know, there are all essential to feeding and maintaining employee morale and motivation. As, we help clients implement our Smart Management Blueprint - it's the 8th building block of our 9 steps for developing effective managers and teams. It's built into the practice of managing - it's not an option.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Beyond the 3 listed above, here are the 5 most popular, along with their specific definitions:</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><b>1> Recognize </b>- notice its existence</span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><b>2> Acknowledge</b> - external expression of<span style="background-color: white; color: #222222;"> the fact, importance or quality of</span></span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><b>3> Appreciate</b> - recognize the full worth of - its value to...</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><b>4> Reward </b>- <span style="background-color: white; orphans: 2; widows: 2;"><span style="color: #222222;">make a gift (give a thing or <span style="caret-color: rgb(34, 34, 34);">serve) </span>of something to (someone) in recognition of their services, efforts, or achievements.</span></span></span></div>
<span style="font-family: "arial" , "helvetica" , sans-serif;"><b>5> Celebrate</b> - mark something of meaning with <span style="background-color: white; color: #222222;">fun, partying, excitement, praise or honor</span></span><br />
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<span style="color: #222222; font-family: "arial" , "helvetica" , sans-serif;"><span style="background-color: white; caret-color: rgb(34, 34, 34);">As you review these, here's what you might notice - each <u>provide a <i>different</i> human experience</u>. We commonly use some of these </span>interchangeably - e.g. recognize - acknowledge, however, there is a difference.</span></div>
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<span style="color: #222222; font-family: "arial" , "helvetica" , sans-serif;">For example you can recognize someone's activity - internally notice - and yet not acknowledge it - externally express. </span><span style="caret-color: rgb(34, 34, 34); color: #222222; font-family: "arial" , "helvetica" , sans-serif;">Each of these serve their own distinct purpose. Of note, you have to have the first - recognized, notice for the others to occur. </span></div>
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<span style="color: #222222; font-family: "arial" , "helvetica" , sans-serif;">Another - receiving appreciation from a manager has a different feeling/experience than receiving it from a colleague or a team.</span></div>
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<span style="color: #222222; font-family: "arial" , "helvetica" , sans-serif;">I also think <b>celebrating holds its own <i>very </i>unique impact.</b> I don't think we do this enough...in life in general, let alone in the work environment.</span></div>
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<span style="color: #222222; font-family: "arial" , "helvetica" , sans-serif;">Just in case you've forgotten, all 5 are not optional to being an effective leader-manager, talent management, employee engagement.... you get the point. For those of you who consistently read our work, you know our philosophy is ...meet the human needs and your bigness needs will be met as well.</span></div>
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<span style="color: #222222; font-family: "arial" , "helvetica" , sans-serif;"><span style="caret-color: rgb(34, 34, 34);"><b>2 Coaching tips: </b></span></span></div>
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<span style="color: #222222; font-family: "arial" , "helvetica" , sans-serif;"><span style="caret-color: rgb(34, 34, 34);"><b>1. Notice the distinctions and use accordingly. </b></span></span></div>
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<span style="color: #222222; font-family: "arial" , "helvetica" , sans-serif;"><b>2. Customized your rewards</b> - survey your team members to find out what is personally meaningful to them. You can even categorize the rewards based on $</span><span style="color: #222222; font-family: "arial" , "helvetica" , sans-serif;"> value - for example: under $25.00, $50-100. A company I worked for ( #1 on the INC 500 list) did this - under $25.00 metro cards were popular (this was in Chicago), $50-100 - dinner or theatre tickets...are some examples.</span></div>
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<span style="color: #222222; font-family: "arial" , "helvetica" , sans-serif;">Several years ago there was a survey done of a group of health care workers. The question was asked, "What is the one thing you would like from your boss?" The #1, most popular answer was a handwritten thank you note. Interesting...</span></div>
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<span style="color: #222222; font-family: "arial" , "helvetica" , sans-serif;">If you're like some creative ideas, here are a few great resources I've referred clients to throughout the years. <i>Bob Nelson </i>has put out a series of books to choose from with a variety of themes: reward, motivate, engage..etc. </span><a href="http://Each of these serve their own distinct purpose. Of note, you have to have the first - recognized, notice for the others to occur." style="caret-color: rgb(34, 34, 34); font-family: Arial, Helvetica, sans-serif;" target="_blank">1501 Way to Reward Employees</a> - <span style="font-family: "arial" , "helvetica" , sans-serif;">this link will lead to his complete offerings on Amazon.</span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Exciting News! // We're excited to launch our new digital arm - Manage Global. To compliment our global reach with our LinkedIn Learning courses, we're offering a compelling resource - <a href="https://manageglobal.solutions/15-minute-overview" target="_blank">The Smart Management Blueprint </a>that can be accessed and implemented in any business environment, world-wide. <b>It provides a step-by-step roadmap to simultaneously improve business and people management while developing competent managers</b>. If you feel a need for improvement in any of these areas you'll want to learn more. Check it out here! => <a href="https://manageglobal.solutions/" target="_blank">https://manageglobal.solutions</a></span><br />
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JoAnn Corleyhttp://www.blogger.com/profile/17351862967107737286noreply@blogger.com0tag:blogger.com,1999:blog-8643020750601970481.post-64701807326351060912020-02-19T09:01:00.003-05:002020-03-02T07:58:43.587-05:0010 Critical Factors Sure to Sabotage Your Business Dream<div dir="ltr" style="text-align: left;" trbidi="on">
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...or at least cause excessive stress while trying to fulfill it.<br />
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This post is for all founders, entrepreneurs, small business owners who decided to jump into the pool of their dreams by starting a business.<br />
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Call us crazy - we have <u>4</u> in our immediate family - 3 <i>"employee-based"</i> multi-million dollar businesses. We've had some interesting conversations along the way.<br />
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So, I want to share 10 factors we've discussed at various times, that if left unaddressed, will surely cause significant (and really unnecessary, excessive suffering) as you fulfill your dream...perhaps turning your dream into a periodic nightmare. Instead of your mantra being, "Livin' the dream!"...it'll be "This feels like a nightmare."<br />
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Also before you read these 10, consider answering these 2 questions and have the answers in mind as you read on.<br />
<b>=> What are your top challenges in running/growing your business right now? </b><br />
<b>=> What are your biggest annoyances as a leader/manager/business owner-operator?</b><br />
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Here's a thought and a bet. I bet that the majority of your challenges will be "human resource" -people performance related. Write them down before you read on to see if any align with these 10.<br />
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<i>Ok...here we go.</i></div>
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<b>10 Critical Factors Sure to Sabotage Your Business Dream</b></div>
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...and give your heartburn that Tums won't cure.</div>
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<b>1. You own ineffectiveness (how you manage and lead) - </b>How is your ability to self-manage in the context of the day-to-day activity of your business? Are you organized? How is your time management? Do you collaborate well with others? If you're not able to work with and get results through people, your dream ship will be sinking fast. If you are going to have an employee based business, <i>you must </i>know how to work with people in a constructive, productive, positive way, including developing an effective team (#6) and/or management team. It's just not an option! If you don't, you're headed for heartache and burnout.<br />
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<b>2. Not Hiring and having the right "human resource"</b> which means capabilities and skills. This is what gets it all done. As it says in <i>Good to Great by Jim Collins</i> - "get the right people on the bus in the right seats". You have to know what skills and capabilities you need to execute each aspect of your operations. This is also where your ability and opportunity to delegate comes in - you've got to have the confidence to let go and let others. Knowing your limits, bandwidth and capacity applies here as well and what your staff is able to handle...instead of you!<br />
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<b>3. Not continuously aware of how each employee is contributing/performing & not firing quickly. </b>(I guess I could have just said a high tolerance for underperformance). <b> </b>Fundamentally each dollar of employee compensation is an investment with the expectation of conducting activity that produces outcomes that advance your business. <i>You want and expect a "return-on-investment"</i>. If you're not aware of what's happening on a regular basis, you may be wasting money...and you can't afford that! Every dollar you spend on compensation is valuable and must earn a return! It's been my observation that many underperforming employees are kept way too long because a owner or manager has difficulty firing someone. (This is a painfully, persistent issue in businesses today!)<br />
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<b>4. Losing clarity regarding what needs to get done in <i>timely time cycles. </i></b>With a lot going on, it's easy to get buried in the day to day activities and develop a mental fog around <i>what's most important </i>and on what to maintain focus to execute targeted strategies and achieve key objectives. That fog can cloud your vision - that light at the end of the tunnel. Not seeing clearly can cause overwhelm, exhaustion and discouragement. You must <i>maintain clarity </i>to lead, manage and grow effectively.<br />
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<b>5. No meaningful metrics - not measuring and tracking activity and results. </b>I've noticed it's fairly common for many early stage or small businesses to have limited metrics related to goals, activity and finances. Here<i> is critical advice</i><b><i> -</i> numbers are your friend and an essential operations & growth partner. They are a truth teller - keeping you grounded in reality. </b>Know what would be helpful to measure beyond finances to consistently move your business growth forward. Also, you want performance metrics so your employees know what's expected. Metrics used in a constructive, positive way can be a powerful motivator and a key tool to channel activity and focus. You never what an employee to say, "I didn't know". My favorite leadership and management phrase is - <i>leave no doubt.</i><br />
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<b>6. The inability to build a team that works well together and get things done <i>and </i>the toleration of that situation. </b>Not only do you need to be able to collaborate with others (#1), but<i> equally </i>important is your ability to develop a team that can do so as well. You want them to have and experience a shared sense of responsibility, accountability and productivity. Without the ability to do this, teams can become dysfunctional, leaving the strong, unhealthy personalities to dominate and take over. ..they end up becoming the true leaders. This is a very painful state for business owners and I'm amazed to what level these situations are tolerated. It's incredibly difficult to undo or "fix". So it's to your advantage - if this is not your strength - to quickly learn how!<br />
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<b>7. Not having a timely, rhythmic habit of assessing results (in collaboration with your team). </b> You want to discover as quickly as you can - within a reasonable time frame - what's not working, reinforce what is working, and what goals are not being achieved while capturing opportunities for improvement. If it's not timely (I recommend weekly), you lose the chance to course correct or quickly improve, which delays growth of not only your business but your employee capabilities as well. This also continues to refine focus and fuel motivation.<br />
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<b>8. Overlooking ongoing opportunities to improve performance and process.</b> Once you assess your metrics, don't waste the information and opportunity to improve any process or performance of your operations or staff. Not leveraging that information ultimately wastes money. The information you glean is essential to improving the ROI of compensation, along with any other financial investments. You must <i>consistently</i> discover gaps in capabilities, knowledge, resources needed so that your staff can improve their contribution while improving the processes that drives needed results.<br />
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<b>9. Not taking care of staff morale.</b> I am shocked how many business leaders don't do this and then are shocked when it drops. Remember - <i>it is much easier to maintain it than rebuild it. </i>Essential to morale is acknowledging appreciation, rewarding <i><u>effort</u> and results</i>. Also, <u>stopping</u> to celebrate ( I call it "pause for the cause") is a way to refuel and recharge. This <i>must be</i> a<u> built in </u>part of your management practices.<br />
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<b>10. Not exercising strategic, thoughtful growth.</b> You have to keep growing...but how? What you don't want to do is grow too soon or too much in an way that overwhelms <i>to the extreme y</i>our staff's capacity, capabilities/talents. You don't want burnout and subsequently for them to leave. Expecting more is necessary and important for business survival and success and for their professional growth. But do so with the knowledge of what your staff is currently capable of...with <i>strategic stretch</i>. It will keep them engaged, they will be more professionally satisfied, your business will continue to grow and you'll receive a higher "roc" return-on-compensation as the capacity and capabilities of your employees grow.<br />
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Ok, there you have it. What's important to realize as we conclude is each of these has a direct, <i>adverse </i>financial impact to your business. Sometimes it takes actually calculating that - seeing real numbers - for leaders to understand how important it is to address them. So if you'd like to take a stab at it, you can <a href="https://app.box.com/s/gp40pddq1ik2tytu039ph0x7r9synu2c" target="_blank">download this costing worksheet/questionnaire.</a> Let me know what you come up with.<br />
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Honestly, there is unfortunately a high tolerance for many of these. Consider the fact that <b>your tolerations may be costing you money </b>and making your work - fulfilling your dream - much harder. Don't blame your employees - look at yourself first.<br />
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Just an fyi...if you'd like an easy way to remedy this, check out our smart management blueprint. It's an "all in one" guide for rapid improvement (or put another way... get you out of pain quickly). Learn more about it here - <a href="https://manageglobal.solutions/15-minute-overview" target="_blank">15 min. video briefing.</a><br />
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<i>Got any questions? </i> Tweet Me @joanncorley | Em: joann@manageglobal.solutions | Call or Text 888.388.0565<br />
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By the way - we offer a complimentary 30 min. Q&A - talk about what's happening in your business, we listen - <a href="https://manageglobal.solutions/contact" target="_blank">request here.</a><br />
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<i>Reminder: </i>Subscribe to this blog - see right hand column.<br />
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<i>Additional Reads:</i> <a href="https://www.joanncorleyspeaks.com/2019/12/did-you-know-that-being-good-manager-is.html" target="_blank">Did You Know Being a Good Manager is Really Simple?</a><br />
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JoAnn Corleyhttp://www.blogger.com/profile/17351862967107737286noreply@blogger.com0tag:blogger.com,1999:blog-8643020750601970481.post-23070356596319792462020-02-17T15:10:00.000-05:002020-02-17T16:26:02.640-05:005 Must Have Tips for Hiring an Executive Coach<div dir="ltr" style="text-align: left;" trbidi="on">
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Have you ever considered hiring an executive coach? Well... if you have, here's one thing you'll want to know - not all executive coaches are created equal.</span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Not only are they not created equal, they carry different labels like leadership coach, business coach, executive coach, advisor, consultant...to name a few.</span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">So what's the deal? Most coaches have a particular speciality, focus, point of view, methodology shaped from their collective experience and/or certification (and by the way, a certification is by no means an indicator they are any more effective than someone who doesn't have one. It primarily means that they have learned a specific methodology).</span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">So if you're researching executive coaches, this can be a bit overwhelming and confusing. Even getting a referral from a fellow colleague may not serve you well, because what they needed may not be what you need.</span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">So the purpose of this post is to provide a few preliminary thoughts and suggestions should the need arise. I will frame them in the context of a checklist you can use:</span></div>
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<b><span style="font-family: "arial" , "helvetica" , sans-serif;">1. Determine - write down <i>exactly</i> what you need and what <u>outcomes</u> or results you want to achieve. </span></b></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">> You may find that your list falls into specific categories, such as operations, relationships, your personal development (eg. I want to be more productive, become more self aware, learn how to be more emotionally intelligent, map a career path).</span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">> You may also find that operations means leading, getting results with, developing a management team, collaborating successfully - where your growth is about <u><b>you with others</b></u> in a <b>current context.</b></span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">> You also want to ensure a measurably ROI. That's why determining outcomes or results is essential. You want to feel good about the experience, be able to demonstrate value to yourself and all other stakeholders (like a board or stockholders).</span></div>
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<b><span style="font-family: "arial" , "helvetica" , sans-serif;">2. Prioritize your needs</span></b></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">> If you need to do "triage" ... you'll want to decide what needs the most attention first or what would have the most important, useful impact financially or otherwise.</span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">>You may require <i>over time</i> more than one coach, advisor or consultant... meaning you may want to choose someone with a very specific expertise vs. someone who is a " jack of trades master of none". It may serve you not to think of one person having all the capabilities to solve or address everything...all at once.</span></div>
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<b><span style="font-family: "arial" , "helvetica" , sans-serif;">3. Interview them - Have a "get to know them" conversation</span></b></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">> Learn about their experience and background, what shaped who they are today, why they do what they do and examples of their coaching experiences and results. See what resonates and closely matches what you want to achieve. If they are truly skilled, you'll be able to experience results even with an initial conversation.</span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">> Nothing is worse than working with someone that you don't connect with, enjoy or "rubs you the wrong way". You don't want any blocks to improving. You don't want to spend your hard earned money on an emotional or psychological distraction.</span></div>
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<b><span style="font-family: "arial" , "helvetica" , sans-serif;">4. Don't let the word, coach, consultant trip you up. </span></b></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Let's look at those titles or roles more closely. </span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><i>Coach defined: </i><span style="background-color: white; color: #222222;">professional relationship </span><span style="background-color: white; color: #222222;">with the goal to enhance the client's leadership or <i>management performance and/or development.</i></span></span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="color: #222222;"><span style="caret-color: rgb(34, 34, 34);"><i>Consultant: </i></span></span><span style="background-color: white; color: #222222;">a person who provides expert advice professionally.</span></span></div>
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<span style="color: #222222; font-family: "arial" , "helvetica" , sans-serif;"><span style="caret-color: rgb(34, 34, 34);"><i>Advisor:</i> a person who gives advice</span></span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><i>Another definition </i>of executive coach: <span style="background-color: white; color: #313133;">provides a safe, structured, and trustworthy environment in which to offer support for the individual. The coach also helps the leader </span><span style="background-color: white; color: #313133;">understand their current competencies, see how they’re perceived by others, and focus on identifying and clarifying current goals as well as the appropriate action steps to reach those goals. source:</span><span style="background-color: white; color: #313133;"> </span><a href="https://www.td.org/talent-development-glossary-terms/what-is-executive-coaching">https://www.td.org/talent-development-glossary-terms/what-is-executive-coaching</a></span></div>
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<b><span style="font-family: "arial" , "helvetica" , sans-serif;">You'll note they are all interchangeable activities/behaviors in the context of helping someone improve to achieve better outcomes.</span></b></div>
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<i><span style="font-family: "arial" , "helvetica" , sans-serif;">Other Types:</span></i></div>
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<span style="background-color: transparent; color: black; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><i>Career coaching</i>—Provides support for employees looking to make a career transition, whether short or long term, including guidance on their professional development and job search. Career coaches may help with resume writing, job searches, online profiles, and job interviewing.</span></span></div>
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<span style="background-color: transparent; color: black; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><i>Life coaching</i>—While not the most popular type of coaching within an organization, life coaches are still sometimes present internally. This specialty of coaching focuses on a variety of aspects of life, including career, health and fitness, finances, relationships, and spiritual growth.</span></span></div>
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<span style="background-color: transparent; font-variant-east-asian: normal; font-variant-ligatures: normal; font-variant-position: normal; vertical-align: baseline;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><i style="color: black; font-variant-caps: normal; font-weight: 400; text-decoration: none; white-space: pre-wrap;">Organizational or business coaching</i><span style="white-space: pre-wrap;">—Provides business owners and entrepreneurs with support in identifying goals, creating strategies to obtain those goals, and boosting the overall performance of the organization. (Isn't this also performance & leadership as well... as the leader leads is how the organization will perform, other than tactical needs like technology, hiring talent?)</span></span></span></div>
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<span style="background-color: transparent; color: black; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><i>Performance coaching</i>—Supports those within organizations who need to improve their work performance, often as a result of performance appraisal results, regardless of level or job title. (Performance coaching at the executive level has a direct impact on the organization & business).</span></span></div>
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<span style="background-color: transparent; color: black; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><i>Leadership coaching</i>—Provides coaching for those looking to grow and develop leadership skills, regardless of whether they are an individual contributor, manager, or senior manager.</span></span></div>
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<i><span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="white-space: pre-wrap;">Source: </span><span style="background-color: white; color: #313133;"> </span><a href="https://www.td.org/talent-development-glossary-terms/what-is-executive-coaching">https://www.td.org/talent-development-glossary-terms/what-is-executive-coaching</a></span></i></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="white-space: pre-wrap;">Here's the kicker, when you </span><i style="white-space: pre-wrap;">view executive leadership holistically</i><span style="white-space: pre-wrap;"> all of these matter and impact each other - they are difficult to separate. </span><b style="white-space: pre-wrap;">The key to choosing then is being clear regarding what you want to be the emphasis point or lead focus</b><span style="white-space: pre-wrap;">. That's why determining what you need and want to <i>accomplish</i> is critical to determining the entry point or area of focus for the specialist you choose. As Stephen Covey says, "Begin with the end in mind."</span></span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><b style="white-space: pre-wrap;"><i>Tip:</i></b><span style="white-space: pre-wrap;"> In some cases, you'll want to engage an executive advisor for a conversation or two to help you sort all this out to make the best decision for the larger investment. It's totally worth spending a little to save a lot more or spend more wisely and with confidence.</span></span></div>
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<span style="white-space: pre-wrap;"><b><span style="font-family: "arial" , "helvetica" , sans-serif;">An Example of Coaching Distinctions & Prioritizing Spend</span></b></span></div>
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<span style="white-space: pre-wrap;"><span style="font-family: "arial" , "helvetica" , sans-serif;">> I am working with helping a executive leadership team work more effectively together. The main executive leader has a executive coach for some time, but that coaching has not necessarily helped her be an effective executive manager or measurably improve her ability to develop an effective team. Nor does she know who to <i>facilitate </i>management development or high levels of productivity through every tier of her department. Yet, she individually has grown as a person. </span></span></div>
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<span style="white-space: pre-wrap;"><span style="font-family: "arial" , "helvetica" , sans-serif;">>There is a distinction between executive leadership and executive management.You can certainly have a vision - know where you want to go - and even inspire people to that end and yet not know how to facilitate a leadership/management team successfully getting there. To be a successful executive leader, you have to be an effective executive manager... that is the ability to initiate and achieve the right things at the right time to satisfy defined objectives and strategy.</span></span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="white-space: pre-wrap;">> Some senior managers (and their HR counterparts) want to do management training for their lower tier managers and yet they themselves are not effective managers.That's putting the cart before the horse. Many times when this happens the senior leaders actually undo, or indirectly challenge what's been learned or potential improvements. The executive/senior leadership culture undermines needed changes. Unless that's executed in conjunction with the leadership team...for the most part, its money wasted.</span></span></div>
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<b><span style="font-family: "arial" , "helvetica" , sans-serif;">Final Summary</span></b><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;">Ultimately, any coaching is about improvement, creating a better state and outcomes from where you start. And, if you're able to achieve what really matters to you and your organization, every dollar is worth it. Getting needs met are both tangible (improved profits) and intangible (less stress more confidence). The important point is why suffer or lose business improvement opportunities by not getting <i>timely</i> help.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">That's the purpose of this post - to support you seeking the help you need with more clarity and confidence.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><b>So...What Term Do I Use?</b></span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">I call myself - an advisor & facilitator (though some clients still insist on calling me their coach). </span><br />
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<b><span style="font-family: "arial" , "helvetica" , sans-serif;"><i>A facilitator is defined as:</i> </span><span style="background-color: white; orphans: 2; widows: 2;"><span style="color: #222222; font-family: "arial" , sans-serif;">a person that makes an action or process easy or easier; who helps <u>bring about an outcome</u>. I <span style="caret-color: rgb(34, 34, 34);">facilitate</span> improvements within an executive team so they can function at a higher level for improved, more <i>profitable</i> results.</span></span></b><br />
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<span style="color: #222222; font-family: "arial" , sans-serif;"><span style="background-color: white;"><i>Actually, I'd like to be called a "leadership optometrist because I help clients see better - fill their blind spots - but perhaps the title would be too misleading.</i></span></span><br />
<span style="color: #222222; font-family: "arial" , sans-serif;"><span style="background-color: white;"><i>Ultimately for me it's about helping client's craft a plan and facilitate achieving targeted results.</i></span></span></div>
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<span style="background-color: white; orphans: 2; widows: 2;"><span style="color: #222222; font-family: "arial" , sans-serif;">My focus is <b>executive effectiveness for individuals and team. </b>Of course we know to be an effective leader you have to be able to lead/facilitate an effective team. </span></span><br />
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<span style="background-color: white; orphans: 2; widows: 2;"><span style="color: #222222; font-family: "arial" , sans-serif;">After 22+ years in the professional training and development field, (and a student of Peter Drucker) this is the element of executive leadership that seems to be the most misunderstood and yet has the greatest impact...and therefore, where I'd like to spend my time. </span></span><br />
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<span style="background-color: white; orphans: 2; widows: 2;"><span style="color: #222222; font-family: "arial" , sans-serif;">In fact, we use an executive management blueprint I've created that identifies 9 critical focal points to rapidly boosts results.</span></span><br />
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<span style="background-color: white; orphans: 2; widows: 2;"><span style="color: #222222; font-family: "arial" , sans-serif;">There is a gap here in leadership development - having a title, being busy, doesn't necessarily equate to being effective. </span></span><span style="background-color: white; orphans: 2; widows: 2;"><span style="color: #222222; font-family: "arial" , sans-serif;">Executive <i>leadership</i> isn't necessarily translated into successful executive management. Focusing on effectiveness is the best ROI of executive and senior level compensation...and for </span></span><span style="color: #222222; font-family: "arial" , sans-serif;"><span style="caret-color: rgb(34, 34, 34);">pre-promotion or succession planning.</span></span></div>
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<span style="background-color: white; orphans: 2; widows: 2;"><span style="color: #222222; font-family: "arial" , sans-serif;"><b>Recommended Actions</b></span></span></div>
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<span style="background-color: white; orphans: 2; widows: 2;"><span style="color: #222222; font-family: "arial" , sans-serif;">Considering getting leadership/management help? <a href="https://manageglobal.solutions/contact" target="_blank">Schedule a complimentary quick 30 min. Q&A call</a>. You ask questions, we listen.: email: joann@manageglobal.com or Text you can text a question here: 888.388.0565</span></span></div>
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<span style="background-color: white; orphans: 2; widows: 2;"><span style="color: #222222; font-family: "arial" , sans-serif;"><a href="https://manageglobal.solutions/" target="_blank"><br /></a></span></span></div>
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<span style="background-color: white; orphans: 2; widows: 2;"><span style="color: #222222; font-family: "arial" , sans-serif;"><a href="https://manageglobal.solutions/" target="_blank">Learn more about the work we do: </a>www.manageglobal.solutions</span></span></div>
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<span style="background-color: white; orphans: 2; widows: 2;"><span style="color: #222222; font-family: "arial" , sans-serif;">Check out our </span></span><span style="color: #222222; font-family: "arial" , sans-serif;">latest Amazon Short: <a href="https://www.amazon.com/gp/product/B083RGT2M3" target="_blank">Top 10 Reasons Why Your Management Training Sucks</a></span></div>
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<span style="color: #222222; font-family: "arial" , sans-serif;">Read: Peter Drucker's Book: The Effective Executive</span></div>
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<span style="color: #222222; font-family: "arial" , sans-serif;"><a href="https://manageglobal.solutions/subscribe" target="_blank">Subscribe</a> to our monthly e-visory. We share case studies and important practical leadership and management insights you'll be able to use!</span><br />
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<span style="color: #222222; font-family: "arial" , sans-serif;"><span style="caret-color: rgb(34, 34, 34);">** If by chance you feel the need to improve or fine-tune your effectiveness - consider working with us. <i>Our Philosophy: </i></span></span><span style="background-color: white; orphans: 2; widows: 2;"><span style="font-family: "droid sans" , "arial" , sans-serif;"><span style="white-space: pre-wrap;">To be an effective executive leader (owner/senior leader) one must be a master at managing - it's a discipline. Peter Drucker: Effectiveness is a discipline.</span></span></span><br />
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<span style="background-color: white; orphans: 2; widows: 2;"><span style="font-family: "droid sans" , "arial" , sans-serif;"><span style="white-space: pre-wrap;"><i>Additional Posts: </i></span></span></span><br />
<span style="font-family: "droid sans" , "arial" , sans-serif;"><span style="background-color: white;"><span style="white-space: pre-wrap;"><a href="https://www.joanncorleyspeaks.com/2018/06/are-your-fears-as-leader-holding-you.html" target="_blank">Are Your Fears Holding Back Your Leadership</a> | <a href="https://www.joanncorleyspeaks.com/2019/11/how-to-use-time-management-skills-to.html" target="_blank">How to Use Time Management Skills to Demonstrate Effective Leadership </a></span></span></span></div>
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JoAnn Corleyhttp://www.blogger.com/profile/17351862967107737286noreply@blogger.com0tag:blogger.com,1999:blog-8643020750601970481.post-16388638906408733922020-01-14T18:16:00.000-05:002020-01-14T18:34:14.088-05:00The Top 10 Reasons Your Management Training Sucks<div dir="ltr" style="text-align: left;" trbidi="on">
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<b><span style="font-family: "arial" , "helvetica" , sans-serif;">** New Release - A Kindle Short **</span></b></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">I'll tell you right off the bat, I struggled with using the word sucks. I really don't like it. My boomer corporate sensibilities were being trigger thinking of the title. I shared it with my husband - a fellow business owner - he chuckled and said, "Yep, makes the point. That's good."</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">I decided to use it because I feel so passionate about companies having great management, I felt I needed something to attract attention to this relentless, pervasive issue. </span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">I know that the head of SHRM this year, Johnny Taylor, has included this as a spotlight issue...I've been addressing it for 20+ years!</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">I do believe many decision-makers - business owners, founders, senior leaders and their HR partners are aware this is a need. And yet, the money spent to address it doesn't reflect the seriousness required.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><b>Knowing about something and doing something about it are 2 different things.</b></span></div>
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<span class="x-el x-el-span c1-8l c1-8m c1-b c1-c c1-d c1-e c1-f c1-g x-d-ux" style="box-sizing: inherit; letter-spacing: unset; text-transform: unset;"><span style="font-family: "arial" , "helvetica" , sans-serif;">There is a huge corporate, business blind spot when it comes to management training. Have you noticed it? It's evident by the relentless stories about incompetent managers or one more person added to the pool of the promoted with no training or support. </span></span></div>
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<span class="x-el x-el-span c1-8l c1-8m c1-b c1-c c1-d c1-e c1-f c1-g x-d-ux" style="box-sizing: inherit; letter-spacing: unset; text-transform: unset;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><br style="box-sizing: inherit; clear: both;" /></span></span></div>
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<span class="x-el x-el-span c1-8l c1-8m c1-b c1-c c1-d c1-e c1-f c1-g x-d-ux" style="box-sizing: inherit; letter-spacing: unset; text-transform: unset;"><span style="font-family: "arial" , "helvetica" , sans-serif;">And, it truly defies common sense. Managers have a direct impact on all parts of a business! Yet statistically, <b>there is dramatically more money spent on recruiting - acquiring talent - than ensuring those managing that talent are capable!</b> </span></span></div>
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<span class="x-el x-el-span c1-8l c1-8m c1-b c1-c c1-d c1-e c1-f c1-g x-d-ux" style="box-sizing: inherit; letter-spacing: unset; text-transform: unset;"><span style="font-family: "arial" , "helvetica" , sans-serif;">So, we just have to ask the obvious question. Why?</span></span></div>
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgt5BiUAC2XFtFg1ki0mY6oxBCxsOtNf-7FvlXt6hoa0EblV_vBDXhUnRKfd2DoZu9NJNOXqa2Y-bK6d1NrdBK_hfnV2ygI-JDQbJYXswlHD26VwNr4CBWYTNqV59BZ0EWyZXn7KAvHiZU/s1600/Sucks+jpg.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" data-original-height="1600" data-original-width="1067" height="200" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgt5BiUAC2XFtFg1ki0mY6oxBCxsOtNf-7FvlXt6hoa0EblV_vBDXhUnRKfd2DoZu9NJNOXqa2Y-bK6d1NrdBK_hfnV2ygI-JDQbJYXswlHD26VwNr4CBWYTNqV59BZ0EWyZXn7KAvHiZU/s200/Sucks+jpg.jpg" width="133" /></a></div>
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<span class="x-el x-el-span c1-8l c1-8m c1-b c1-c c1-d c1-e c1-f c1-g x-d-ux" style="box-sizing: inherit; letter-spacing: unset; text-transform: unset;"><span style="font-family: "arial" , "helvetica" , sans-serif;">After 22+ years in the industry - f</span></span><span style="font-family: "arial" , "helvetica" , sans-serif;">rom my years of observation - </span><span style="font-family: "arial" , "helvetica" , sans-serif; letter-spacing: unset; text-transform: unset;">I decided to write this short e-book to answer that question. Honestly, it was a challenge to narrow it down to 10. So, I chose the 10 that if addressed, would be simple to act on and have the broadest positive financial impact. </span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif; letter-spacing: unset; text-transform: unset;">So, If you’re a decision-maker regarding management training and development, this will be the most powerful and profitable piece of content you’ll read in a while - that is… if you act on the information. </span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif; letter-spacing: unset; text-transform: unset;">You'll find it to be direct and straight to the point. In fact, many pages will have just a few words - perfect for the busy speed reader. Ha! </span></div>
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<span class="x-el x-el-span c1-8l c1-8m c1-b c1-c c1-d c1-e c1-f c1-g x-d-ux" style="box-sizing: inherit; letter-spacing: unset; text-transform: unset;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><b>How to Get It </b></span></span></div>
<div style="background-color: white; box-sizing: inherit; font-variant-ligatures: normal; orphans: 2; text-align: left; widows: 2;">
<span class="x-el x-el-span c1-8l c1-8m c1-b c1-c c1-d c1-e c1-f c1-g x-d-ux" style="box-sizing: inherit;"><span style="font-family: "arial" , "helvetica" , sans-serif;">1. Email me for a complimentary pdf version: joann@manageglobal.solutions (or)</span></span></div>
<div style="background-color: white; box-sizing: inherit; font-variant-ligatures: normal; orphans: 2; text-align: left; widows: 2;">
<span style="font-family: "arial" , "helvetica" , sans-serif;">2. <a href="https://www.amazon.com/gp/product/B083RGT2M3" target="_blank">Amazon</a> - if you're Kindle Unlimited, it's free - if not $2.99 (the best few bucks you'll ever spend!)</span></div>
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<span class="x-el x-el-span c1-8l c1-8m c1-b c1-c c1-d c1-e c1-f c1-g x-d-ux" style="box-sizing: inherit; letter-spacing: unset; text-transform: unset;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span></span></div>
<div style="background-color: white; box-sizing: inherit; font-variant-ligatures: normal; orphans: 2; text-align: left; widows: 2;">
<span class="x-el x-el-span c1-8l c1-8m c1-b c1-c c1-d c1-e c1-f c1-g x-d-ux" style="box-sizing: inherit;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="letter-spacing: unset; text-transform: unset;">This e-book has 3 sections. The first is the top reasons why. Then, if you really care…if it really matters…if you really are tired of ad hoc, trial and error, throw it up against the wall and see if it sticks attempts at training that really don't work, Section 2 will help you calculate the potential cost of not having </span>effective<span style="letter-spacing: unset; text-transform: unset;"> training – which most folks don’t know how to do.</span></span></span></div>
<div style="background-color: white; box-sizing: inherit; font-variant-ligatures: normal; orphans: 2; text-align: left; widows: 2;">
<span class="x-el x-el-span c1-8l c1-8m c1-b c1-c c1-d c1-e c1-f c1-g x-d-ux" style="box-sizing: inherit; letter-spacing: unset; text-transform: unset;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><br style="box-sizing: inherit; clear: both;" /></span></span></div>
<div style="background-color: white; box-sizing: inherit; font-variant-ligatures: normal; orphans: 2; text-align: left; widows: 2;">
<span class="x-el x-el-span c1-8l c1-8m c1-b c1-c c1-d c1-e c1-f c1-g x-d-ux" style="box-sizing: inherit; letter-spacing: unset; text-transform: unset;"><span style="font-family: "arial" , "helvetica" , sans-serif;">And then…I hope that will be eye-opening and motivating enough to act on the solutions and recommended resources provided in Section 3. This section has proven solutions so that you can confidently take immediate action. They will absolutely get you meaningful, measurable financial results. Section 3 also contains some bonus articles you won't want to skip.</span></span></div>
<div style="background-color: white; box-sizing: inherit; font-variant-ligatures: normal; orphans: 2; text-align: left; widows: 2;">
<span class="x-el x-el-span c1-8l c1-8m c1-b c1-c c1-d c1-e c1-f c1-g x-d-ux" style="box-sizing: inherit; letter-spacing: unset; text-transform: unset;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><br style="box-sizing: inherit; clear: both;" /></span></span></div>
<div style="background-color: white; box-sizing: inherit; font-variant-ligatures: normal; orphans: 2; text-align: left; widows: 2;">
<span class="x-el x-el-span c1-8l c1-8m c1-b c1-c c1-d c1-e c1-f c1-g x-d-ux" style="box-sizing: inherit; letter-spacing: unset; text-transform: unset;"><span style="font-family: "arial" , "helvetica" , sans-serif;">By the way, we call the “throw it up against the wall” approach the spaghetti method. There is also the spray and pray method...spray out a bunch of information - information dumps - and pray they get it…hopefully…at least something.</span></span></div>
<div style="background-color: white; box-sizing: inherit; font-variant-ligatures: normal; orphans: 2; text-align: left; widows: 2;">
<span class="x-el x-el-span c1-8l c1-8m c1-b c1-c c1-d c1-e c1-f c1-g x-d-ux" style="box-sizing: inherit; letter-spacing: unset; text-transform: unset;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><br style="box-sizing: inherit; clear: both;" /></span></span></div>
<div style="background-color: white; box-sizing: inherit; font-variant-ligatures: normal; orphans: 2; text-align: left; widows: 2;">
<span class="x-el x-el-span c1-8l c1-8m c1-b c1-c c1-d c1-e c1-f c1-g x-d-ux" style="box-sizing: inherit; letter-spacing: unset; text-transform: unset;"><span style="font-family: "arial" , "helvetica" , sans-serif;">Just thinking here…hope is not a rational business strategy …#justsayin. How about we override hope with practical information and meaningful action! Enjoy the read!</span></span></div>
<div style="background-color: white; box-sizing: inherit; font-variant-ligatures: normal; orphans: 2; text-align: left; widows: 2;">
<span class="x-el x-el-span c1-8l c1-8m c1-b c1-c c1-d c1-e c1-f c1-g x-d-ux" style="box-sizing: inherit; letter-spacing: unset; text-transform: unset;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span></span></div>
<div style="background-color: white; box-sizing: inherit; font-variant-ligatures: normal; orphans: 2; widows: 2;">
<span class="x-el x-el-span c1-8l c1-8m c1-b c1-c c1-d c1-e c1-f c1-g x-d-ux" style="box-sizing: inherit;"><span style="font-family: "arial" , "helvetica" , sans-serif;">1. Email me for a complimentary pdf version: joann@manageglobal.solutions (or)</span></span></div>
<div style="background-color: white; box-sizing: inherit; font-variant-ligatures: normal; orphans: 2; widows: 2;">
<span class="x-el x-el-span c1-8l c1-8m c1-b c1-c c1-d c1-e c1-f c1-g x-d-ux" style="box-sizing: inherit; letter-spacing: unset; text-transform: unset;"></span></div>
<div style="background-color: white; box-sizing: inherit; font-variant-ligatures: normal; orphans: 2; widows: 2;">
<span style="font-family: "arial" , "helvetica" , sans-serif;">2. <a href="https://www.amazon.com/gp/product/B083RGT2M3" target="_blank">Amazon</a> - if you're Kindle Unlimited, it's free - if not $2.99 (the best few bucks you'll ever spend!)</span></div>
<div style="background-color: white; box-sizing: inherit; font-variant-ligatures: normal; orphans: 2; widows: 2;">
<span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Got any questions or comments - don't hesitate connect: </span></div>
<div style="background-color: white; box-sizing: inherit; font-variant-ligatures: normal; orphans: 2; widows: 2;">
<span style="font-family: "arial" , "helvetica" , sans-serif;">Em: joann@manageglobal.solutions </span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">And...feel free to share it with anyone you think would find it of value. </span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">By the way, if you're an Amazon fan and have an Echo or Alexa - you can access our mini-podcast <i>Your Smart Management Moment</i> via Alexa's Flash Briefings.</span></div>
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Exciting News! // We're excited to launch our new digital arm - Manage Global. To compliment our global reach with our LinkedIn Learning courses, we're offering a compelling resource - The Smart Management Blueprint that can be accessed and implemented in any business environment, world-wide. It provides a step-by-step roadmap to simultaneously improve business and people management while developing competent managers. If you feel a need for improvement in any of these areas you'll want to learn more. Check it out here! => <a href="https://manageglobal.solutions/" target="_blank">https://manageglobal.solutions</a><br />
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JoAnn Corleyhttp://www.blogger.com/profile/17351862967107737286noreply@blogger.com0tag:blogger.com,1999:blog-8643020750601970481.post-32727183343031906542020-01-13T16:38:00.000-05:002020-03-19T12:46:11.860-04:00Do You Really Care About Your Leadership Results?<div dir="ltr" style="text-align: left;" trbidi="on">
Does your leadership - your leadership brand - really matter to you? Are you the kind of leader that <i>really cares </i>about the <i>needed results</i> you were hired to achieve?<br />
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If you answered yes, that means you have the desire and intent to be effective. <span style="font-family: "times" , "times new roman" , serif;"><i>Effective simply <span style="font-family: "times" , "times new roman" , serif;">means <span style="background-color: white; color: #222222;">successful in producing a desired or intended result - and since we're talking </span></span><span style="color: #222222; font-family: "times" , "times new roman" , serif;"><span style="caret-color: rgb(34, 34, 34);">business, I'm </span>adding</span><span style="color: #222222;"> </span><u style="color: #222222;">needed </u><span style="color: #222222;">results.</span></i></span></div>
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For many leaders, being effective can feel like a moving target. It doesn't have to be nor should it be. <b>In fact it is your job </b>(our job...including myself here) <b>to make sure it is not. </b><br />
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<b>It also can be confused with busy.</b> Busy activity does not necessarily translate into being effective. Busy can create the illusion of meaningful action. And, because many of us work in fast past businesses, this is pretty common and therefore imperative to make sure you are intentionally executing in a way that achieves <i>desired </i>results.<br />
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjraji9Ojcg2B_DVGJNFmsxiCv31P-dzhZshyUuDgTsamMKYYMakKL-ua9UfDQix3wq1ORxeODm7o-oNpp_PujkFlrLUd1pUOM0NmP7APT_awfPFofnRQQ-1uj9xXnOpAxR77OEjy2Hebg/s1600/Eff+Exe.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" data-original-height="436" data-original-width="288" height="200" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjraji9Ojcg2B_DVGJNFmsxiCv31P-dzhZshyUuDgTsamMKYYMakKL-ua9UfDQix3wq1ORxeODm7o-oNpp_PujkFlrLUd1pUOM0NmP7APT_awfPFofnRQQ-1uj9xXnOpAxR77OEjy2Hebg/s200/Eff+Exe.jpg" width="131" /></a>A while back I picked up the book <i>The Effective Executive. S</i>everal of my clients have adopted it into their learning and management portfolio. It is a simple, clear guide written by an early pioneer of corporate management - Peter Drucker. In it, he lays out what he sees is required to be effective.<br />
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You know what? The elements are not hard. But, c<b>reating the disciplines - what he calls simple practices</b> - may be. Why do I say that?<br />
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Because in my experience, creating any discipline - a fixed, solid reliable <b>new</b> <b>habit </b>- in any context can be a challenge...let alone when you are in the persistent midst of competing, clanging activity scraping for your attention.<br />
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There are days...when that's what running or leading a business, team, department or business unit feels like.<br />
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<i>So, this is a huge challenge - particularly for new leaders in fast paced environments. How do you create needed disciplines to be effective in the midst of overwhelming activity?</i></div>
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As I continue to work with leaders in a variety of enterprises from small to large, it's not surprising (for a variety of reasons) that some have difficulty leading and managing in a meaningful way. They are swallowed up in <i>learning how</i> to run the business (operations), deal with people management issues or adapt to new responsibilities rather than being able to get out in front of it with consistent effective, execution.<br />
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<b>For many, they feel as if the business is running them rather than them running the business.</b></div>
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So, as we move into the new year and roll out our new brand - Manage Global - we've decided that in addition to creating a single focus for management training and development, we're going to enhance that focus by including help in this area. In fact, the better plan is to start here - that's where are smart management blueprint begins.<br />
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We want to help leaders, particularly those of small businesses and emerging executives of mid-size companies, to become effective in satisfying and meaningful ways. And this actually answers the earlier question...how do you develop disciplines in the midst of competing activity?...with help.<br />
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We will help you develop the needed disciplines not only as Mr. Drucker suggested, but also those distinct for your business.<br />
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Want to test your effectiveness? - try a trial run with our 60 day cycle initiative <b><a href="https://manageglobal.solutions/the-3-disciplines" target="_blank">The 3 Disciplines</a></b>. This is a very cost effective launching pad to get your sea legs if you feel you're struggling. Test yourself! - take the challenge.<br />
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Of note, this initiative is the introduction and prelude to our Smart Management Blueprint containing all the elements - practices - Peter references in his books. We formulated those elements along with a few others we've experienced to be essential to business and people management along with management development, into a step by step roadmap, embedded with behavioral science and financial measurements.<br />
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<b>One Final Comment</b><br />
In the many years I've been in the professional training and development industry, I've seen a persistent gap in senior leadership development. In fact it's hard to find a senior management training course of any kind. It goes from basic management to a gap to executive certificate programs at universities or 1/1 executive coaching... and there is quite a variety of executive "coaches" and programs.<br />
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<a href="https://www.joanncorleyspeaks.com/2020/02/5-must-have-tips-for-hiring-executive.html" target="_blank">Read: 5 Must Have Tips for Hiring an Executive Coach</a><br />
<br />
Unless a company has the resources and capacity to develop their own, there is little if any intentional, strategic development for pre-promotion, succession planning or on-boarding of a new or emerging executive - <u><i>particularly addressing</i> executive management effectiveness<i>.</i></u> Where appropriate, this is a gap we want to fill as well.<br />
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So check out <a href="https://manageglobal.solutions/the-3-disciplines" target="_blank">The 3 Disciplines </a>or email me joann@manageglobal.solutions if you have any questions. (Or, check out our <a href="https://manageglobal.solutions/15-minute-overview" target="_blank">smart management blueprint</a>.)<br />
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We're here to support your success in anyway we can! Be well!<br />
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<i>Additional post:</i> <a href="https://www.joanncorleyspeaks.com/2019/09/leadership-tip-boost-your-impact-be.html" target="_blank">Leadership Tip: Boost Your Impact - Be an Executive</a><br />
<br />
Exciting News! // We're excited to launch our new digital arm - Manage Global. To compliment our global reach with our LinkedIn Learning courses, we're offering a compelling resource - The Smart Management Blueprint that can be accessed and implemented in any business environment, world-wide. It provides a step-by-step roadmap to simultaneously improve business and people management while developing competent managers. If you feel a need for improvement in any of these areas you'll want to learn more. Check it out here! => https://manageglobal.solutions<br />
<br />
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JoAnn Corleyhttp://www.blogger.com/profile/17351862967107737286noreply@blogger.com0tag:blogger.com,1999:blog-8643020750601970481.post-24812882872353508962019-12-19T09:22:00.000-05:002020-02-19T09:35:27.925-05:00Did You Know That Being a Good Manager is Really Simple?<div dir="ltr" style="text-align: left;" trbidi="on">
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I'm here to tell ya today - managing people does not have to be complicated...once you recognize and understand 1 simple human truth.<br />
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<i><b>If you meet some basic, core human needs, people will <u>willingly</u> contribute (aka perform).</b></i></div>
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<b>Managing is a Human Experience</b><br />
For the moment, suspend your thinking of management as a role, having power or authority over people called employees.<br />
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Rather, just think of managing as a <i>simple human experienc</i>e.<br />
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Because ultimately...that's exactly what it is. Clothed in titles, roles and responsibilities, being an employee, a manager or business owner is simply about having a human experience in a defined context.<br />
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When you look at being a manager through the lens of your own human experience and that of others, being effective - getting business and operational results - can be narrowed down to acknowledging and appropriately working with this simple human truth.<br />
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<b>The Human Experience at Work</b><br />
Don't be shocked when I share this list. Don't let the simplicity minimize the<i> imperative value</i> to helping you be a better manager, with more ease. In fact, feel free to use it as checklist to gauge where you or your direct reports might need improvement.<br />
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<i>In the context of work, from a human perspective, here's what employees want to experience:</i><br />
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<ul style="text-align: left;">
<li>Respectful connections with the core folks they work with - sense of camaraderie</li>
<li>Feeling they are providing a meaningful contribution - what they're doing matters to you, the team, the business - their presence matters</li>
<li>Want to be fully engaged - connected to the work for a meaningful level of satisfaction- postively connected to the experience so they can give their best</li>
<li>Want to develop - to improve and expand capabilities. It is a basic human desire - to grow.</li>
<li>Feel appreciated - recognized for their contribution (which is distinctly different from being rewarded). You notice, you care, you appreciate the effort and contribution.</li>
<li>A positive, pleasant safe environment to work - psychologically, physically and emotionally.</li>
</ul>
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Another way of viewing this list is to see it as <i>core human needs </i>in the context of work and can be used to assess a team or company culture. Note: When I do "high level" consulting work, related to management and leadership issues, <i>almost all</i> issues can be narrowed down to this simple list.<br />
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<b>Why This Matters</b><br />
One of my greatest joys and most significant challenges is helping leaders <i><b>see and care </b>about </i>the connection between human behavior and the business outcomes they want.<br />
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So if you look closely, you can see that if these are not met, <b>it creates an opening for the less mature to develop negative attitudes and counterproductive behaviors</b>... which will surely continually percolate and mostly likely blow up into something you don't want. <br />
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It's just <i>so much easier</i> to stay aware and actively ensure these needs are met...call it, if nothing else, preventative action.<br />
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My clients have discovered it only feels more complicated when these aren't being met and unwanted issues are now present. Many managers feel at loss as to how to successfully deal with them...and receive little or no help in doing so.<br />
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If you are a manager, you are<i> the first</i> and frontline deliverer of this list. If you are a senior leader, you are responsible to ensure this is the experience of <i>every </i>team, department, business unit...etc.<br />
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<i>Here's a twist on how you can see managing </i>=> Ultimately, being a manager is about expressing your leadership and management through meeting the human needs of those you lead. And then...guess what...the actions, attitudes, behaviors, performance, contributions that produce the results you want will more readily flow. <br />
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<i>Advisory Tip:</i> Adopt this management mantra - "meet the human needs first and the rest will be easier to manage".<br />
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<b>What Does This Look Like Practically?</b><br />
Well, here's more good news - even this is not complicated. To practically meet the needs mentioned requires simple, intentional actions... and here they are. I've listed your action first and how it's meeting the human need second.<br />
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1> Connect & communicate expectations <i>consistently </i>- I want to know the direction we're going in and what targets to hit so I can feel good about my performance. (By the way, sporadic, periodic interaction with teams members..not only doesn't meet human needs it's ....well...not managing.)<br />
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2> Be truthful, candid and clear in your feedback - BS violates trust. I need confirmation I've achieved what I set out to and what you wanted me to...help me get it right with truth.<br />
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3> In your communication, confirm specific contributions to foster confidence, confirm competence and reinforce appreciation and value - I want to be confident I'm doing the right thing and that it matters and is appreciated.<br />
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4> Be a collaborative partner, not a parent - ask for input regarding what you as a leader/manager might be missing or how you can help or how anything can be improved.<br />
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5> Go beyond the individual - facilitate all of the above as a <i>collective team experience</i> to nurture camaraderie and sense of unified effort and purpose - a feeling of we're all in this together so let's help each other, encourages everyone to do better.<br />
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The above could be summarized this way:</div>
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<b><i>Consistent communication that provides clarity and feeds confidence in a collaborative culture will maximize contribution</i></b>.</div>
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Focus on the human need and you'll be amazed at the potential and performance you'll unlock! This is critical mindset shift - don't look so much at the performance or behavior you want to fix, but <b>look for what needs can be met that will then produce the performance/behavior you want.</b><br />
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<b>| Resources |</b><br />
Want to learn more about being a better manager of the human experience? Grab a copy of our executive/leadership briefing <i>The Human Quotient: The Most Potent Force for Your Business Success.</i> You can pick it up on <a href="https://www.amazon.com/Human-Quotient-Potent-Business-Success/dp/1727730038" target="_blank">Amazon </a>or as a courtesy - shoot me an email and I'll send you a complimentary pdf version.: joann@manageglobal.solutions<br />
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If you'd like to a have a step by step roadmap to to successful management or develop members of your management team - check out our <a href="http://www.manageglobal.solutions/" target="_blank">Smart Management Blueprint</a>. All of the above is embedded in our easy to follow management guide.<br />
<br />
Exciting News! // We're excited to launch our new digital arm - Manage Global. To compliment our global reach with our LinkedIn Learning courses, we're offering a compelling resource - The Smart Management Blueprint that can be accessed and implemented in any business environment, world-wide. It provides a step-by-step roadmap to simultaneously improve business and people management while developing competent managers. If you feel a need for improvement in any of these areas you'll want to learn more. Check it out here! => <a href="https://manageglobal.solutions/" target="_blank">https://manageglobal.solutions</a><br />
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JoAnn Corleyhttp://www.blogger.com/profile/17351862967107737286noreply@blogger.com0tag:blogger.com,1999:blog-8643020750601970481.post-52751274868177830862019-12-16T13:45:00.001-05:002019-12-16T13:45:19.597-05:00Is it Time to Surrender?<div dir="ltr" style="text-align: left;" trbidi="on">
One of the very important elements of being an effective, smart manager is being able to manage yourself successfully. Let's be honest, without this capability, your credibility is shot!<br />
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Self-management is a fundamental component (in fact some call it competency) of emotional intelligence and one key element of self-management is working with your emotions as well as how you approach unexpected challenges life throws at you... some of which, particularly in the workplace, you have no control. So consider the concept of "surrender".<br />
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Is It Time To Surrender?</h3>
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<span style="font-family: Arial, Helvetica, sans-serif;">A lot of people don't like that word. They see it as an element of defeat or weakness like in the context of battle or war or when they are trying to achieve a desired goal that they've been laboring and struggling towards for quite some time. And yet for many, surrendering is exactly what they need to do.</span><br /><span style="font-family: Arial, Helvetica, sans-serif;"><br /></span><span style="font-family: Arial, Helvetica, sans-serif;">In the context of stress, this word, action and strategy can be your best friend! As we attempt (that is if you do) to turn down the dial on the periodic pressure cooker of stress in any part of your life, you need "go-to" practices and strategies to do so. When offering help in any situation I like to have a toolkit of options. <b>One practice I recommend you have in your toolkit is the ability to surrender.</b></span><br /><div style="text-align: center;">
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<span style="font-family: Arial, Helvetica, sans-serif;">So, how am I defining surrender? I see it as letting go. I see it not as a defeat, but a victory. A victory of what? A victory over resisting reality and the need or desire to control it. You're giving up an unwinnable fight over circumstances you can't control! This is when surrender is smart!</span><br /><span style="font-family: Arial, Helvetica, sans-serif;"><br /></span><br /><div style="text-align: center;">
<span style="font-family: Arial, Helvetica, sans-serif;"><a href="http://ctt.ec/efWqP" style="color: #9a9a9a; text-decoration: none;"><b>Tweet: There are times when surrender is smart -- it's not losing, it's winning! </b></a></span></div>
<br /><br /><span style="font-family: Arial, Helvetica, sans-serif;">In many ways the opposite of surrender is resisting reality in that moment. It's like throwing an internal, perhaps subconscious temper tantrum, in which you're saying, "I don't want this to happen, I therefore refuse to accept it and to show you how much I don't like it, I'm going to react in all sorts of ways that can hurt myself and others."</span><br /><br /><div>
<span style="background-color: white; font-family: Arial, Helvetica, sans-serif; line-height: 21px;">Judith Orloff, who's article is the inspiration for this post describes it like this, "Surrender is a state of living in the flow, trusting what is, and being open to serendipity and surprises." She suggests that surrendering can be a learned habit and offers </span><span style="font-family: Arial, Helvetica, sans-serif;"><span style="line-height: 21px;">perspective on this view in her article 7 Habits of Surrendered People. I'd like to share 6 of the seven.</span></span></div>
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<b style="box-sizing: border-box;"><span style="font-family: Arial, Helvetica, sans-serif;">1. They recognize they can’t control everything.</span></b></div>
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<span style="font-family: Arial, Helvetica, sans-serif;">Being a control freak makes us tense, stressed out, and unpleasant to be with. Surrendered people understand that they can’t always change a situation, especially when the door is shut. They don’t try to force it open. Instead, they pay attention to their own behavior, look at the situation at hand, and find a new, different, and creative way to get beyond the obstacles.</span></div>
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<b style="box-sizing: border-box;"><span style="font-family: Arial, Helvetica, sans-serif;">2. They are comfortable with uncertainty.</span></b></div>
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<span style="font-family: Arial, Helvetica, sans-serif;">Fixating on the outcome or needing to know all the details of an upcoming event, such as a trip, causes people to be upset when things don’t go their way, overly focused on the future, and unable to bounce back easily. Inflexible people are susceptible to anger, distress, and depression. Surrendered people go with the flow, shrug it off when an unplanned situation happens, and tend to be happier, more lighthearted, and resilient.</span></div>
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<b style="box-sizing: border-box;"><span style="font-family: Arial, Helvetica, sans-serif;">3. They remember to exhale during stress.</span></b></div>
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<span style="font-family: Arial, Helvetica, sans-serif;">We have two choices when things pile up at work or we’re surrounded by energy vampires who leave us feeling depleted. We can get frantic, hyperventilate, shut down, and become reactive. Needless to say, these responses to stress just make us more stressed. Surrendered people have the ability to pause, take a deep breath, and observe. Sustaining silence and circumspection are two behaviors that lead to better, healthier outcomes.</span></div>
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<b style="box-sizing: border-box;"><span style="font-family: Arial, Helvetica, sans-serif;">4. They are powerful without dominating.</span></b></div>
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<span style="font-family: Arial, Helvetica, sans-serif;">The most influential person in the room isn’t the one who is being a bully, talking loudly, and imposing him- or herself on others. Surrendered people understand that true power comes from being respectful and listening. Surrendered people know themselves and are empathetic toward others. They don’t measure themselves by how much they are liked, nor do they compete for attention. When they sit quietly in a room, others always seem to come to <i style="box-sizing: border-box;">them</i>.</span></div>
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<b style="box-sizing: border-box;"><span style="font-family: Arial, Helvetica, sans-serif;">5. They feel successful apart from their job or net worth.</span></b></div>
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<span style="font-family: Arial, Helvetica, sans-serif;">Surrendered people enjoy life, relish their personal development, and value their friends. They may have an exceptionally good career and be wealthy, but they are more concerned with meaning and fulfillment. The drive to acquire money and power is a behavior that drains people of their passion and emotional connection to others.</span></div>
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<b style="box-sizing: border-box;"><span style="font-family: Arial, Helvetica, sans-serif;">6. They can admit when they’re wrong.</span></b></div>
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<b style="box-sizing: border-box;"><span style="font-family: Arial, Helvetica, sans-serif; font-weight: normal;">People who hold on to grudges, insist on being right, and try to change other’s minds have a difficult time maintaining healthy, happy relationships. Surrendered people easily forgive. They are open to new ideas, and aren’t attached to being “right.” As a result, people love working and collaborating with them. Others seek them out as mediators and advisors. They are more laid back and relaxed than their rigid counterparts, which makes them highly valued by others.</span></b></div>
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<span style="box-sizing: border-box;"><span style="font-family: Arial, Helvetica, sans-serif;"><span style="line-height: 21px;">I love this list. It gives insight into the fact that the ability to surrender has a lot to do with a person's sense of self worth, self esteem and where they realistically see themselves in the context of the world and universal laws. Consider how skilled you are at surrendering. It may be something you'll want to add to your life strategies toolkit!</span></span></span><br /><span style="box-sizing: border-box;"><span style="font-family: Arial, Helvetica, sans-serif;"><span style="line-height: 21px;"><br /></span></span></span><span style="box-sizing: border-box; line-height: 21px;"><span style="font-family: Arial, Helvetica, sans-serif;"><b>Coaching tip today: Practice surrendering!</b></span></span></div>
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<b style="box-sizing: border-box;"><span style="font-family: Arial, Helvetica, sans-serif; font-weight: normal;">Thanks to Judith Orloff for this fantastic article! You can read the 7th and the full article at the link provided: a</span></b><span style="background-color: transparent; font-family: Arial, Helvetica, sans-serif;">rticle link here - </span><a href="http://omtimes.com/2014/04/7-habits-surrendered-people/2/" style="background-color: transparent; color: #9a9a9a; font-family: Arial, Helvetica, sans-serif; text-decoration: none;">http://omtimes.com/2014/04/7-habits-surrendered-people/2/</a></div>
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If you'd rather listen to these posts - you can subscribe on iTunes, Google Play, or Alexa by activating your Flash Briefings - ask for JoAnn Corley's <b>Your Smart Management Moment.</b><br />
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Exciting News! // We're excited to launch our new digital arm - Manage Global. To compliment our global reach with our LinkedIn Learning courses, we're offering a compelling resource - The Smart Management Blueprint that can be accessed and implemented in any business environment, world-wide. It provides a step-by-step roadmap to simultaneously improve business and people management while developing competent managers. If you feel a need for improvement in any of these areas you'll want to learn more. Check it out here! => https://manageglobal.solutions
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JoAnn Corleyhttp://www.blogger.com/profile/17351862967107737286noreply@blogger.com0tag:blogger.com,1999:blog-8643020750601970481.post-84028907356824765432019-12-15T15:29:00.002-05:002019-12-15T15:29:54.790-05:00 Is Your Business Wasting Moola? Find Out!<div dir="ltr" style="text-align: left;" trbidi="on">
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One of our distinct and overriding goals is to help business leaders boost their business acumen by integrating people acumen...simply put - learn how to improve their people management and develop competent managers by integrating a step by step blueprint into their day to day operations. <br />
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We call that smart management. <b>People management is business management - no other way around it.</b><br />
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And with that, one of our biggest frustrations is business leaders who are not able to make that connection. I've experienced this is <i>the #1 reason why - </i>they do not see, understand the financial impact to not having great people management and therefore the need to train and develop managers.<br />
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<b>Do you know there is more money on average spent on acquiring employees than training the folks who will then be managing them? Does that make sense...fiscal sense?</b></div>
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So, to help awaken the senses of decision-makers and their HR partners, I've created a list of questions ... call it a <b>cost analysis exercise </b>to help them think more about the financial impact of not offering effective management training - note the word <i>effective.</i><br />
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Here's the thing - you cannot change things you cannot see. Seeing...building awareness of what's happening financially in your business is crucial and is a key characteristic of business acumen.<br />
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When it comes to how employee performance (including managers) impacts your business financially it's tough to see unless you have a trained eye. We'd like to help you see what we see...<i>everyday! </i>If your business is wasting money ....would you want someone to tell you?<br />
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<i>If you're answer is yes, </i>I've created some resources to help you..and here's one. I've listed a series of questions based on the format of our 3 stage / 9 block <a href="https://manageglobal.solutions/" target="_blank">smart management blueprint </a>to prompt your thinking. I've also created a worksheet you can download to use as an guesstimate exercise for you and your leadership team (or if you're an HR partner as an internal consultant to make the case).<br />
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<i> To get the most out of this cost analysis, you can preface each question with: </i><br />
<b> >What is the financial cost? </b><b>> What are other costs? </b>...there are a variety of costs beyond financial to consider.<br />
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<span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-ligatures: normal; font-variant-position: normal; font-weight: 700; vertical-align: baseline; white-space: pre-wrap;"><u>Cost Analysis | Questions to Cultivate Business Acumen </u></span></div>
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<span style="font-family: Arial; font-style: italic; font-variant-east-asian: normal; font-variant-ligatures: normal; font-variant-position: normal; vertical-align: baseline; white-space: pre-wrap;">Learning how to </span><span style="font-family: Arial; font-style: italic; white-space: pre-wrap;">financially quantify </span><span style="font-family: Arial; font-style: italic; white-space: pre-wrap;">people performance to improve business outcomes.</span></div>
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<span style="font-family: Arial; font-style: italic; font-variant-east-asian: normal; font-variant-ligatures: normal; font-variant-position: normal; vertical-align: baseline; white-space: pre-wrap;"><br /></span></div>
<div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-family: Arial; font-size: 10pt; font-variant-east-asian: normal; font-variant-ligatures: normal; font-variant-position: normal; font-weight: 700; vertical-align: baseline; white-space: pre-wrap;">Stage 1 : Me & My Team - Our Performance</span></div>
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<span style="font-family: Arial; font-size: 10pt; font-variant-east-asian: normal; font-variant-ligatures: normal; font-variant-position: normal; vertical-align: baseline; white-space: pre-wrap;">What's the impact when a manager is not able to influence or have a good working rapport with members of their team?</span></div>
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<span style="font-family: Arial; font-size: 10pt; font-variant-east-asian: normal; font-variant-ligatures: normal; font-variant-position: normal; vertical-align: baseline; white-space: pre-wrap;">What's the financial impact when a leader/manager is not an effective time manager?</span></div>
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<span style="font-family: Roboto, sans-serif; font-size: 10pt; font-variant-east-asian: normal; font-variant-ligatures: normal; font-variant-position: normal; vertical-align: baseline; white-space: pre-wrap;">What’s the productivity impact?</span></div>
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<span style="font-family: Roboto, sans-serif; font-size: 10pt; font-variant-east-asian: normal; font-variant-ligatures: normal; font-variant-position: normal; vertical-align: baseline; white-space: pre-wrap;">Does not delegate appropriately? (financial impact / productivity impact)</span></div>
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<span style="font-family: Arial; font-size: 10pt; font-variant-east-asian: normal; font-variant-ligatures: normal; font-variant-position: normal; vertical-align: baseline; white-space: pre-wrap;">What's the impact when allowing employees to perform below expected w/o expectation and plan of improvement?</span></div>
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<div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-family: Arial; font-size: 10pt; font-variant-east-asian: normal; font-variant-ligatures: normal; font-variant-position: normal; font-weight: 700; vertical-align: baseline; white-space: pre-wrap;">Stage 2: My Ability to Achieve Targeted, Strategic Results Through Leading My Team</span></div>
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<span style="font-family: Arial; font-size: 10pt; font-variant-east-asian: normal; font-variant-ligatures: normal; font-variant-position: normal; vertical-align: baseline; white-space: pre-wrap;">What financial impact does confusion or foggy thinking have, lack of clarity have?</span></div>
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<span style="font-family: Arial; font-size: 10pt; font-variant-east-asian: normal; font-variant-ligatures: normal; font-variant-position: normal; vertical-align: baseline; white-space: pre-wrap;">What does a manager's inability to facilitate needed team outcomes cost?</span></div>
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<span style="font-family: Arial; font-size: 10pt; font-variant-east-asian: normal; font-variant-ligatures: normal; font-variant-position: normal; vertical-align: baseline; white-space: pre-wrap;">What financial impact does the lack of effective team time management have?</span></div>
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<span style="font-family: Arial; font-size: 10pt; font-variant-east-asian: normal; font-variant-ligatures: normal; font-variant-position: normal; vertical-align: baseline; white-space: pre-wrap;">Are you able to </span><span style="font-family: Arial; font-size: 10pt; font-style: italic; font-variant-east-asian: normal; font-variant-ligatures: normal; font-variant-position: normal; vertical-align: baseline; white-space: pre-wrap;">demonstrate</span><span style="font-family: Arial; font-size: 10pt; font-variant-east-asian: normal; font-variant-ligatures: normal; font-variant-position: normal; vertical-align: baseline; white-space: pre-wrap;"> ability to impact P/L / strategic goals in a timely fashion</span></div>
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<div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-family: Arial; font-size: 10pt; font-variant-east-asian: normal; font-variant-ligatures: normal; font-variant-position: normal; font-weight: 700; vertical-align: baseline; white-space: pre-wrap;">Stage 3: My Ability to Develop my Team, Process Improve & Generate Growth</span></div>
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<span style="font-family: Arial; font-size: 10pt; font-variant-east-asian: normal; font-variant-ligatures: normal; font-variant-position: normal; vertical-align: baseline; white-space: pre-wrap;">What's the impact when there is little if any consistent efforts to improve?</span></div>
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<span style="font-family: Arial; font-size: 10pt; font-variant-east-asian: normal; font-variant-ligatures: normal; font-variant-position: normal; vertical-align: baseline; white-space: pre-wrap;">What's the impact when employee performance improvement is not tied directly to operational improvement?</span></div>
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<span style="font-family: Arial; font-size: 10pt; font-variant-east-asian: normal; font-variant-ligatures: normal; font-variant-position: normal; vertical-align: baseline; white-space: pre-wrap;">what's the impact when employee performance improvement is not attempted in timely way?</span></div>
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<span style="font-family: Arial; font-size: 10pt; font-variant-east-asian: normal; font-variant-ligatures: normal; font-variant-position: normal; vertical-align: baseline; white-space: pre-wrap;">What's the impact when there are attempts to grow a company without growing the capacity of employees to handle the growth?</span></div>
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<span style="font-family: Arial; font-size: 10pt; font-variant-east-asian: normal; font-variant-ligatures: normal; font-variant-position: normal; vertical-align: baseline; white-space: pre-wrap;">What's the impact of not activity helping employees expand their contribution/ capabilities?</span></div>
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<span style="font-family: Arial; font-size: 10pt; font-variant-east-asian: normal; font-variant-ligatures: normal; font-variant-position: normal; vertical-align: baseline; white-space: pre-wrap;">What's the impact when employees aren't acknowledged, appreciated, valued? - not given opportunity/ resources to refuel?</span></div>
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<span style="font-family: Arial; font-size: 10pt; font-variant-east-asian: normal; font-variant-ligatures: normal; font-variant-position: normal; vertical-align: baseline; white-space: pre-wrap;">What's the impact when there is not planned, thoughtful, growth?</span></div>
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<b>The Important Conclusion</b><br />
Many decision-makers I work with initially have something called "fos" - fear of spending. That fear comes from a lack of understanding of the positive financial impact of management training and development and how to quantify the value and ROI of the <i>investment.</i> So, I've put together some resources to help learn how.<br />
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<i>Note:</i> Financially measuring and quantifying people performance is a core, embedded component of our smart management blueprint (and as mentioned earlier of business acumen) - it's built into each stage and building block. Learn about our blueprint <a href="https://manageglobal.solutions/" target="_blank">here</a>.<br />
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<b>Your Resources</b><br />
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<b>=> Action: </b>Download your copy of the <a href="https://app.box.com/s/a68kbw3h11noytnj3snd35z5uja0matq" target="_blank"><b>Simple</b> <b>Cost Analysis Worksheet</b> </a></div>
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- do a guesstimate exercise - total up your numbers and let me know what you come up with. </div>
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Em: joann@manageglobal.solutions</div>
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<b>=> View: </b><i>our short mini-course</i><b> </b>How to Calculate the Financial Loss of an Underperforming Manager. - click here</div>
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<b>=> Grab a copy </b>of<b> </b><i>Show Me the Money - Solving the Mystery of ROI to Unlock Profits & Increase Company Value.</i> It's one of many topics in our Executive Briefing series. You can get it on <a href="https://www.amazon.com/Show-Me-Money-Solving-Increase/dp/1540360288" target="_blank">Amazon </a>or just email me and I'll send you a complimentary pdf version.</div>
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Exciting News! // We're excited to launch our new digital arm - Manage Global. To compliment our global reach with our LinkedIn Learning courses, we're offering a compelling resource - The Smart Management Blueprint that can be accessed and implemented in any business environment, world-wide. It provides a step-by-step roadmap to simultaneously improve business and people management while developing competent managers. If you feel a need for improvement in any of these areas you'll want to learn more. Check it out here! => <a href="https://manageglobal.solutions/" target="_blank">https://manageglobal.solutions</a><br />
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JoAnn Corleyhttp://www.blogger.com/profile/17351862967107737286noreply@blogger.com0tag:blogger.com,1999:blog-8643020750601970481.post-69442438898892881022019-11-19T11:06:00.000-05:002019-11-26T09:58:03.831-05:00How to Use Time Management Skills to Demonstrate Effective Leadership<div dir="ltr" style="text-align: left;" trbidi="on">
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhfZoUJawJP1fiYCH_XPW9CvMPeWX-FeS9fWlHkXiJfDlBhHFrI9XDjnoRWaOXFQAzFXrH9Hjo4F9Fot77R1oIfDkw37pWTWUM9ZthADcdeghPbtCblNjZvyHMPsk4cIq6tC4R-5R82zCI/s1600/Time+Mgt+Team.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" data-original-height="1152" data-original-width="1536" height="240" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhfZoUJawJP1fiYCH_XPW9CvMPeWX-FeS9fWlHkXiJfDlBhHFrI9XDjnoRWaOXFQAzFXrH9Hjo4F9Fot77R1oIfDkw37pWTWUM9ZthADcdeghPbtCblNjZvyHMPsk4cIq6tC4R-5R82zCI/s320/Time+Mgt+Team.jpg" width="320" /></a></div>
A few days ago I wrote a post entitled <a href="https://www.joanncorleyspeaks.com/2019/11/do-you-take-time-management-in-business.html" target="_blank">Do You Take Time Management in Business Seriously? </a>It, to me, is a very important post because I see time as a non-negotiable<i> asset </i>in business and a the #1 partner in getting results.<br />
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So if it's essential in business, it's equally essential in effective leadership, which I discuss in the post<a href="https://www.joanncorleyspeaks.com/2019/09/whats-little-known-coaching-method-that.html" target="_blank"> A Little Know Coaching Method to Quickly Improve Your Results.</a><br />
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So, for this post, I have an interesting twist on how to see and use time.<br />
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<b><i>Leadership Tip:</i> Use time management to demonstrate and exercise leadership.</b><br />
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<i>I am a huge fan of 2 philosophies / beliefs:</i></div>
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- everyone is a leader in some way</div>
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- leadership is not a title, it is a behavior</div>
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Using time - using time management skills - is a useful way to express and demonstrate these. In fact it is my observation and belief that time management is business management and is also a reflection of leadership effectiveness. </div>
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<b><i>Everything about business is done through time.</i></b></div>
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So I'd like to offer a few time management skills for managers and individuals that can not only help use time more effectively, but also demonstrate leadership. So as you read through the following, ask yourself, "How skilled am I at these?"</div>
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<b>1 > Managing Interruptions</b></div>
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When I conducted the public workshop <a href="https://www.amazon.com/Organizational-Strategies-Overwhelmed-JoAnn-Corley-ebook/dp/B006JD6RL8" target="_blank">Organizational Strategies for the Overwhelmed</a> (which I eventually turned into a book, which you can pick up on Amazon). I mention in the book that many managers have a "sort of open door" policy, which in many cases turns into "I'm available all the time for as long as you need me". Many managers have difficulty successfully and gracefully managing this. That difficulty turns into frustration, stress, loss productivity and sometimes even resentment. </div>
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Thoughtfully managing interruptions is a great way to demonstrate and express leadership and there are several ways to do so. The key?... find one that is comfortable <i>and</i> that really works! Here is a simple approach and I've provided a link for an expanded explanation.</div>
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<i>The key philosophy:</i> Express a set time frame while giving permission for interaction. Partial open door means I have time for a quick conversation. So, you have to specifically define what that means 5 minutes, 10 minutes... you decide. <b>The key is to express it clearly and plainly <i>while</i> keeping track. </b>Give a nod to your watch, a clock on your desk or ask them to keep track.</div>
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When time is up, decide if you need to add more time or schedule a separate time and/or location to continue the discussion. Or, in some cases, the short conversation will have been enough time to adequately address the need.</div>
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<i>Summary:</i> Setting a time frame is leadership. You are the initiator - the leader of - how the time will go. As in any relationship, someone leads someone. In this specific case, are they leading you or are you leading them?</div>
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The 2nd part of that leadership is successfully holding and/or managing that time frame. How we work with time when interacting with others is an <i>opportunity</i> to establish boundaries. Don't pass it up!</div>
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<b>2 > Time Mapping With Teams - An Element of Team Management</b></div>
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Time mapping is a time management strategy I identify as an <i>essential</i> time management skill. In fact, it is one of the first time management exercises I ask those I coach to do (included in our recently launched leadership-executive development opportunity -<a href="https://manageglobal.solutions/the-3-disciplines" target="_blank"> The 3 Disciplines</a>). </div>
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Time mapping is the act of using a week-at-a-glance to<i> track the use of time</i> and/or map out an ideal use of time. A week-at-a-glance can be seen and used as a time management grid. It involves strategic thinking in planning how and when to get results. It also builds time awareness which facilitates better decision-making (another <i>foundational</i> time management skill<i>).</i></div>
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Since we typically don't work alone and teams are equally responsible for results, it would seem logical to coordinate to some degree how, collectively, things will get done to get desired results. </div>
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<i>Consider, therefore, if in expressing your weekly leadership and management, you include a short time mapping session with your team to lead strategic action through the lens of time.</i></div>
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Imagine the value to these discussions - not in anyway to micro-manage - but in a way to <i>have strategic discussions (which I think is generally lacking within teams) </i>to bring <b>clarity to time sensitive priorities</b> in the context of a fixed time frame - e.g. a day, a week, a month.</div>
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<i>Summary: </i>Here's the thing - time if fixed. You only have so much of it. So being aware of it and how it's used is fundamental to effective team management, operational and business management.</div>
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If you want to explore these time management concepts more - check out this short learning video (8 min. 52 secs) - part of our time management skills mini-courses<a href="https://manageglobal.solutions/time-management-skills" target="_blank"> 3 Time Management Skills You Absolutely Need</a> . This page includes other time management tools for you or members of your team.</div>
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<i>Final conclusion</i>: Working with effective time management strategies is a meaningful way of expressing, demonstrating leadership ...and really is <i>not an option </i>to achieve needed results for better business outcomes! Recommendation - if these tips apply to you - give them a try and let me know how it goes! Or, if you have any questions or comments?.. feel free to email me - joann@manageglobal.solutions</div>
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<span style="font-family: "arial" , "helvetica" , sans-serif; font-size: 13.199999809265137px;"><b style="background-color: white; font-variant-ligatures: normal; orphans: 2; widows: 2;">Resources You'll Want to Consider</b></span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif; font-size: 13.199999809265137px;"><br /></span><span style="background-color: white; font-family: "arial" , "tahoma" , "helvetica" , "freesans" , sans-serif; font-size: 13.199999809265137px;"></span><span style="font-family: "arial" , "helvetica" , sans-serif; font-size: 13.199999809265137px;">1. We know that time management is business management, so we've created a time management skills resource page - <a href="https://www.joanncorleyspeaks.com/2019/09/whats-little-known-coaching-method-that.html" style="color: #ff6a00; text-decoration: none;" target="_blank">go here</a><br style="background-color: white; font-variant-ligatures: normal; orphans: 2; widows: 2;" /><b style="background-color: white; font-variant-ligatures: normal; orphans: 2; widows: 2;"><br /></b><span style="background-color: white; font-variant-ligatures: normal; orphans: 2; widows: 2;">2. Read</span><b style="background-color: white; font-variant-ligatures: normal; orphans: 2; widows: 2;"> <u><a href="https://www.amazon.com/Effective-Executive-Definitive-Harperbusiness-Essentials/dp/0060833459" style="color: #ff6a00; text-decoration: none;" target="_blank">The Effective Executive</a></u> </b><span style="background-color: white; font-variant-ligatures: normal; orphans: 2; widows: 2;">by the father of modern day management Peter Drucker. Several of my clients have given this book to their senior leadership team.</span></span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif; font-size: 13.199999809265137px;"><span style="font-family: "times" , "times new roman" , serif;"><br /></span>3. <a href="https://www.amazon.com/Results-Based-Leadership-Dave-Ulrich/dp/0875848710" style="color: #ff6a00; text-decoration: none;" target="_blank">Read Results-Based Leadership</a> - David Ulrich...and you're thinking what else is there?? You'd be surprised</span><span style="font-family: "arial" , "helvetica" , sans-serif; font-size: 13.199999809265137px;"><i style="background-color: white;"><br /></i></span><span style="font-family: "arial" , "helvetica" , sans-serif; font-size: 13.199999809265137px;"><span style="background-color: white;"><span style="color: #222222;">The need for effective execution in leadership and management, which includes senior management, middle management (even C-suite leaders) is a big deal. So, </span><span style="color: #222222;">we've decided to create a special development opportunity in this area. It's called </span><span style="color: #222222; font-style: italic;">The 3 Disciplines: How to Boost Your Executive Effectiveness in 60 Days. </span><span style="color: #222222;">If you know you need to be more effective in achieving expected-needed results or you need to get better at strategic execution - </span><a href="https://manageglobal.solutions/the-3-disciplines" style="color: #ff6a00; text-decoration: none;" target="_blank">learn more about this<i>.</i></a></span></span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif; font-size: 13.199999809265137px;"><i style="background-color: white;"><br /></i><i style="background-color: white;">Also recent posts: </i></span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif; font-size: 13.199999809265137px;"><span style="background-color: white;"><a href="https://www.joanncorleyspeaks.com/2019/09/leadership-tip-boost-your-impact-be.html" style="color: #ff6a00; text-decoration: none;" target="_blank">Leadership Tip: Be An Executive</a> |<a href="https://www.joanncorleyspeaks.com/2019/09/whats-little-known-coaching-method-that.html" style="color: #ff6a00; text-decoration: none;" target="_blank"> </a></span><span style="background-color: white;"><a href="https://www.joanncorleyspeaks.com/2019/09/whats-little-known-coaching-method-that.html" style="color: #ff6a00; text-decoration: none;" target="_blank">Little Known Coaching Method</a> | <a href="https://www.joanncorleyspeaks.com/2019/11/do-you-take-time-management-in-business.html" style="color: #ff6a00; text-decoration: none;" target="_blank">Do You Take Time Management in Business Seriously?</a></span></span></div>
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<b style="font-family: Arial, Tahoma, Helvetica, FreeSans, sans-serif; font-size: 13.199999809265137px;">Exciting News! </b><span style="background-color: white; font-family: "arial" , "tahoma" , "helvetica" , "freesans" , sans-serif; font-size: 13.199999809265137px;">// We're excited to launch our new digital arm - Manage Global. To compliment our global reach with our LinkedIn Learning courses, we're offering a compelling resource - </span><i style="font-family: Arial, Tahoma, Helvetica, FreeSans, sans-serif; font-size: 13.199999809265137px;">The Smart Management Blueprint </i><span style="background-color: white; font-family: "arial" , "tahoma" , "helvetica" , "freesans" , sans-serif; font-size: 13.199999809265137px;">that can be accessed and implemented in any business environment, world-wide. It provides a step-by-step roadmap to simultaneously improve business and people management while developing competent managers. If you feel a need for improvement in any of these areas you'll want to learn more. </span><a href="https://manageglobal.solutions/" style="color: #ff6a00; font-family: Arial, Tahoma, Helvetica, FreeSans, sans-serif; font-size: 13.199999809265137px; text-decoration: none;" target="_blank">Check it out here!</a></div>
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JoAnn Corleyhttp://www.blogger.com/profile/17351862967107737286noreply@blogger.com0tag:blogger.com,1999:blog-8643020750601970481.post-1427169848585536972019-11-09T10:17:00.003-05:002020-04-07T15:54:27.150-04:00Do You Take Time Management in Business Seriously?<div dir="ltr" style="text-align: left;" trbidi="on">
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Prove it! In the comments below, (or Tweet me a reply @joanncorley) share an example of how you <i>consistently </i>demonstrate this - one time attempts don't count. How about for your team?<br />
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If you can't, read on.<br />
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One of my main passions is helping people get more of what they want! My life's work has been to do this and in recent years have been primarily focused on helping fellow business owners, entrepreneurs and founders.<br />
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In doing this, I've notice in the business advice- business coaching space that there are a lot of big innovations and ideas promoted. They have a loud voice and get a lot of attention, such as AI, big data - you know the big flashy, sexy stuff.<br />
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Yet, in my 22+ some years in business, here's what I've learned - it's the <i>simple fundamentals</i> of how we work - how we run a business/department/team - that have the most impact and<b> yet seem to be the most overlooked. </b><br />
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A related example is sports. Consider basketball, it's those who are <i>exceptional at the fundamentals</i> that have the best stats and create the most wins.<br />
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My goal in my consulting work is to keep redirecting the focus of my fellow business colleagues to the fundamentals and help them stay focused on becoming exceptional at the elements of running a business that matter most and have the most impact. Once those are solidified, then attention can be turned to the popular shiny objects of the day.<br />
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<b>A Grossly Ignore Business Fundamental</b><br />
One of the most essential elements to business success and in my view <b>one that's not given the attention it <u>needs</u> is time management</b>. I think folks are kind of numb to it. Perhaps because we've had eras of hyper-attention to it. I've been around long enough to observe attention ebb and flow around this topic over the years.<br />
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No matter what attention the popular market gives to it, <b>it is still a crucial, </b><i><b> </b>non-negotiable</i> element of life and work - time is our life...lived in moments, minutes, weeks, months and years. <b>This truth also makes it a non-negotiable element of business and therefore needs to have a central focus</b>.<br />
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If it hasn't been for you, then I invite you <i>today</i> to change that! I am here to help! So let's start with this question: <i>Do you need to practice better time management?</i></div>
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In truth, how you use time, work with time, the time management skills you do or don't develop impact your career, your pay, your leadership and management, your relationship with customers and collectively your profits. </div>
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This suggests a hard core fact -<b> time management in business is no joke!</b> It shouldn't be treated as a casual after-thought or a "nice training seminar" to have when we can get to it or afford it. </div>
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<b>If you're not strategically managing time - you are wasting money and/or losing money!</b></div>
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And here's another time management crazy truth - if you own and operate a small business or are a senior leader, poor time management can even impact the quality of your family relationships <i>and</i> your profits. Man...that is a double whammy!</div>
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<i><b>Your relationship to time spills over into your relationship to others - at home and work.</b></i></div>
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So it's safe to say practicing good time management along with your employees' time management directly impacts your business success. In fact having very thoughtful, effective time management strategies that you create with your employees are an important element of team management.</div>
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<b>Time is a Business Asset</b></div>
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Like money, time is an asset...and since this is true, we need to be keenly aware of the role it plays as a business partner. Ever considered time your business partner? And like any asset how we use it, leverage it, is crucial to the results we get - how<i> effective</i> we are.</div>
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There are tons of examples of how time impacts profits. <i>Here are a few simple ones: </i></div>
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<li>how much time it takes to respond to a complaint </li>
<li>how much time it takes for a customer to receive a product or refund, </li>
<li>how much time it takes to get to a live customer service person</li>
<li>how much time it takes to fill out a form online (this is really an issue in recruiting), </li>
<li>Amazon's implementation of the 1 click feature (that simple customer service offering was all about saving time when ordering online...I've ordered more because of it).</li>
<li>how much time it takes for a client to experience a meaningful result </li>
<li>and even how much time it takes for a team member to do their work</li>
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<i>Time is a fundamental measuring stick to almost everything is business! And that's why</i></div>
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<i>you can see that much overused phrase "time is money" ...is practically, very real.</i><br />
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Here's my conclusion. As it relates to business, I think we take time for granted. So if you're looking for ways to improve your business operations and profits. Consider your use of time. It's usually not the first business improvement idea a leader thinks of, yet it is one that can have the most significant impact.</div>
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<b>Action Item:</b> <b>Do a time audit - starting with you and your day to day activities.</b> Do you know how your time is <i>spent</i> as the key business leader of your business or department? You can do a time audit through time mapping. Take a week-at-a -glance sheet of paper and simply track in time blocks, what goes on in your day. - here's quick video briefing on the concept, plus a few more tips.</div>
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<b>Time Management Resources</b></div>
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So, if you know and <i>really want </i>to practice better time management...become a time management ninja, I recommend the following:</div>
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<b>1. Follow this blog</b> -- it's your free choice for practical how-tows... I'll be focusing on this topic for the next several posts, which I'll eventually turn into an online time management course.<br />
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<b>2.</b> If you need to improve<i> both</i> your time management and organizational skills - then <b>pick up my book and/or audio book</b> <i>(on iTunes, Spotify and Amazon Music)</i> Organizational Strategies for the Overwhelmed | If you've made it all the way through this post- email me and I'll send you a complimentary pdf version: joann@manageglobal.solutions<br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Organizational Strategies for the Overwhelmed - how to manage your time, space, & priorities, to work smart, get results & be happy -<a href="https://www.amazon.com/Organizational-Strategies-Overwhelmed-JoAnn-Corley-ebook/dp/B006JD6RL8" target="_blank"> Kindle or Book</a> - <a href="http://www.barnesandnoble.com/w/organizational-strategies-for-the-overwhelmed-joann-r-corley/1107954228?ean=2940013962743" style="color: #b47e2b; text-decoration: none;"><span style="color: #0018eb; text-decoration: underline;">Nook</span></a> - <a href="http://www.cdbaby.com/cd/joannrcorley" style="color: #b47e2b; text-decoration: none;"><span style="color: #0018eb; text-decoration: underline;">Audio Book</span></a> </span></div>
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<span style="background-color: #fefefe; font-family: "arial" , "helvetica" , sans-serif; line-height: 18px;">Other readings in the Kindles Shorts Section: <span class="IL_AD" id="IL_AD4" style="background-attachment: scroll; background-color: transparent; background-image: none; background-position: 0% 50%; border-bottom-color: rgb(0 , 153 , 0); border-bottom-style: solid; border-bottom-width: 1px; color: rgb(0 , 153 , 0); cursor: pointer; display: inline; float: none; font-family: "arial" , "tahoma" , "helvetica" , "freesans" , sans-serif "important"; padding: 0px 0px 1px; position: static; text-decoration: underline;">Kindle</span> & Nook: <b> </b></span><span style="background-color: #fefefe; font-family: "arial" , "helvetica" , sans-serif; line-height: 18px;"><a href="http://www.amazon.com/gp/product/B007SXUVBK/ref=as_li_qf_sp_asin_il_tl?ie=UTF8&camp=1789&creative=9325&creativeASIN=B007SXUVBK&linkCode=as2&tag=bitesizetrain-20" style="color: #b47e2b; text-decoration: none;" target="_blank">Declutter Your Life From The Inside Out</a> | </span><span style="background-color: #fefefe; font-family: "arial" , "helvetica" , sans-serif; line-height: 18px;"><a href="http://www.amazon.com/gp/product/B007USYE4I/ref=as_li_qf_sp_asin_il_tl?ie=UTF8&camp=1789&creative=9325&creativeASIN=B007USYE4I&linkCode=as2&tag=bitesizetrain-20" style="color: #b47e2b; text-decoration: none;" target="_blank">Your Life Through the Lens of Time </a></span></div>
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<b>3.</b> If you are in the role of executive leadership, owner, founder, senior leader, department head, business unit leader, consider our<b> senior management development opportunity</b>. It's a 60 day coaching intensive called <i><a href="https://manageglobal.solutions/the-3-disciplines" target="_blank">The 3 Disciplines: Boost Your Executive Effectiveness in 60 Days</a>, </i>based on the book The Effective Executive by Peter Drucker. <br />
<br />
Oddly enough some folks, especially emerging executives or those new to a role with increased responsibilities need an <i>execution coach (notice that wasn't "executive" but execution)</i>. Having one particularly during the ramp-up period is great way to <i>quickly</i> get a handle on getting good results<i>,</i> effectively managing and minimizing overwhelm as you're experiencing stretching your capacity and adapting to a new role and expectations. <a href="https://manageglobal.solutions/the-3-disciplines" target="_blank">Learn more here.</a><br />
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<b>4. Our Time Management Skills resource link => <a href="https://manageglobal.solutions/time-management-skills" target="_blank">go here</a></b><br />
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<i>A final note: </i>Your effectiveness as a leader is the first of our 9 building blocks within our <b>Effective Executive's Blueprint for Smart Management. </b>It's<b> </b>a comprehensive road map to improve people management while refining operations and developing competent managers (in effect it's a great tool for managing the managers). Additionally, you could consider it <i>the ultimate</i> people skills for managers training. It is a <i>very unique</i> resource for effective management training and development. <a href="https://www.joanncorleyspeaks.com/2019/11/are-you-ready-for-ultimate-management.html" target="_blank">Read an introduction here.</a><br />
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<b>Related articles: </b><br />
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<span style="font-family: "georgia" , "times new roman" , serif; font-size: small;"><a href="http://www.joanncorleyspeaks.com/2019/09/leadership-tip-boost-your-impact-be.html" target="_blank">Leadership Tip: Boost Your Impact - Be An Executive!</a></span></h3>
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JoAnn Corleyhttp://www.blogger.com/profile/17351862967107737286noreply@blogger.com0tag:blogger.com,1999:blog-8643020750601970481.post-58617789790172232532019-11-06T14:17:00.001-05:002019-11-06T14:17:47.446-05:00Are You Ready for The Ultimate Management Training Idea?<div dir="ltr" style="text-align: left;" trbidi="on">
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Call me crazy, but I just have to write, proclaim...beat the drum again about the most important, compelling need of a business - having competent managers...and the challenge of developing and managing the managers.<br />
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If you have chosen to work with, have an <i>employee based business</i>, having competent managers - those with good people management skills (as many say) is <u>not an option</u>. Yet, <b>many treat it as such. </b>Does this make sense?<br />
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Now, there are many reasons why folks see it as optional, but my focus for this post is to talk about, be squarely focused on <i>the</i> solution....one that actually works.<br />
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<b>What's Currently Available for Management Training</b><br />
If you were to do an on line search for management training, which might also include management training seminars, online management training, management training seminars near me, management training for new supervisors, management skills for new managers, you would come up with these most popular results:<br />
- The AMA - American Management Association<br />
- Public Seminar companies such as Fred Pryor, National Seminars, Career Path<br />
- Online offerings such as Skillsoft Management Training, Mindtools, Cornerstone, LinkedIn Learning (for the record, I am an SME-course author for them).<br />
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Though a few less popular brands appear, these are the companies that have dominated the leadership and management training market for years. In my early years, I contracted with a few of them. I know the industry well.<br />
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Which brings me to an important point. Over the 20+ years I've been in the industry, I've had a front row seat to observing what's <i>most effectiv</i>e in manager training - what it<i><b> really takes</b></i> to help develop people management skills that results in effective management...and what falls short.<br />
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With all these offerings.. there is still an issue with successful management training...that is reliable <i>and sustainable</i>. Consider this quote from the Harvard Business Review from the recent past:<br />
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<span style="font-family: "times" , "times new roman" , serif;"><span style="color: #222222;">“Managers are trying to solve their intractable people problems in any way they can. They’re exhaustively using all their skills to find solutions—in fact, most of the leaders and managers we have worked with are highly motivated and educated, </span><span style="color: #c00000;">yet when they confront certain </span><span style="color: #c00000; font-weight: bold;">people problems</span><span style="color: #c00000;">, </span><span style="color: #222222;">their </span><u><span style="color: #222222;">traditional </span></u><span style="color: #222222;">approaches just </span><span style="color: #222222; font-style: italic; font-weight: bold;">aren’t working</span><span style="color: #222222;">.”</span></span></div>
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<span style="font-family: "times" , "times new roman" , serif;"><span style="color: #222222; font-style: italic;">Source:</span><span style="color: #c00000;">Putting a Price on People Problems at Work</span></span></div>
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<span style="font-family: "times" , "times new roman" , serif; font-size: x-small;">https://hbr.org/2016/08/putting-a-price-on-people-problems-at-work</span></div>
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<b>The truth is current offers are <i>partially</i> helpful </b>- only to a degree. And, they are not really "training" resources, they are <i>learning </i>resources. <b>There's a big difference</b>.<br />
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You see they are only partially helpful because they only offer <i>partial </i>training because the bulk of their offer is <b>only information </b>and usually <i>lots of it</i>...more accurately "information dumps" during a short, prescribed period of time. And unfortunately for the buyers, the perceived value is based on the volume of information not the ability to achieve desired results.<br />
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Additionally, they promote <i>unrealis</i>tic expectations about their training results. Gaining information - that is learning - is really only <i>the first step</i> of training. <b>Learning does not equal<i> automatic </i>skill acquisition.</b><br />
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Think about it... a skill is an exceptional behavior. In fact <i>a skill is a specialized habit.</i><br />
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<b>The great misconception:</b></div>
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<b>Talking about a skill does not a skill make -</b></div>
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<b> talking about a habit does not automatically create a habit.</b> </div>
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So the next time you see an ad of any kind that suggests you will be gaining skills by sitting in a classroom or working through an e-learning module understand that acquiring information will not automatically translate into a tactical, practical skill or <u>permanent</u> behavior change. Learning provides prompts for change. It's the consistent practice post learning that will create the skill.<br />
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<i>Promising or promoting skill acquisition guised as learning has done a great disservice to the HR industry for years. It sets unrealistic expectations, which has created frustration and disillusionment regarding the value of training-development and which has also wasted tremendous amounts of time and money.</i></div>
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It's also conditioned decision-makers into a state I call FOS - fear of spending. Consciously and subconsciously many decision-makers feel as if spending money on employee training and development is really just a waste of money and something that's nice to do "if we can afford it".</div>
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With these truths in mind, to help decision-makers make the best decision, to spend their precious dollars wisely, I've put together a video micro-course entitled <a href="https://manageglobal.solutions/9-point-checklist-1" target="_blank">The 9 Point Checklist for Successful Management Training</a></div>
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<b>Here's What Missing in Most Offerings</b></div>
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What you'll learn in more detail when viewing the video is what's missing or not helpful with current offerings and the industry approach to training and development in general - here's just a few elements:</div>
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-the buffet style-random choosing which offers...</div>
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-a lack of continuity</div>
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-no consistency</div>
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-no meaningful accountability for application</div>
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-no long term support for as long as needed to see desired result</div>
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- some are too costly, which makes it too exclusive - so many who need it are left out (kinda defeats the purpose)</div>
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-not operationally focused or real-time relevant</div>
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-no ability or effort to track ROI</div>
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<b>So, What Are Your Options? </b></div>
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<i>How about considering the ultimate management training idea that goes way beyond a management training book, seminar, workshop, or e-learning module.</i></div>
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Here's the reality. You can continue to use the popular offerings and experience the same deficits, but in a more informed way (after viewing our mini-course below) so that you can at least make a plan to fill the gaps.</div>
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Or you can try our offering. It is <b><u>the only one</u></b> on the market that is structured to fill the gaps in a distinct, unique way with a significant, measurable return on investment (which we even help you calculate).</div>
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<b>Our Key Difference - </b><b>How to Train Managers: Use a</b><b> Comprehensive Operational Approach </b></div>
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<i>Brief Overview</i></div>
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- we've developed in collaboration with clients a tested, proven step-by-step (9 building block) <i>how to manage blueprint that's</i> comprehensive and which can be used at any level or title. Think of the design as if a manager training curriculum was built into an easy to follow framework or roadmap.</div>
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It's the <i>Effective Executive's Blueprint for Smart Management.</i> It's designed to serve as a senior management training program first and then duplicated through-out the organization. It helps construct a cohesive leadership team and culture.</div>
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<i>The result?.</i>.. an "all-in-one" resource that improves operations, fosters high-functioning teams, cultivates a learning and process-improvement culture all while developing effective management skills.</div>
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- it is easy to budget because it is a flat fee model - no matter how it's used within an organization</div>
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- we are virtual so we are anywhere you need us to be - we serve clients world-wide (also great for companies with remote teams).</div>
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- <i>key distinction=></i> we have <i>continuous</i><u><i> </i><b>weekly</b> </u><b><u>live learning </u></b>to provide <i>continuity and real-time support </i>for learning and application accountability </div>
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- we are always just a phone call or email away-period.. for as long as you need us</div>
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- we are <i>fully</i> invested in the <i>results </i>you want for as long as it takes</div>
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- all application of learning is applied to current operational needs (this is your opportunity to customize) so you can financially measure value and results <i>in real-time.</i> | <a href="https://manageglobal.solutions/" target="_blank">Learn more here</a></div>
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<b>2 Very Distinct Bonuses</b></div>
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- each step<i> </i>of the blueprint is carefully designed to include human behavior science</div>
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- each step (building block) is designed to <i><u>produce</u> a positive financial gain</i> - that's <b>9 opportunities</b> for financial gain <b>within the first 90 day</b> roll-out cycle.</div>
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Curious? View our 1<a href="https://manageglobal.solutions/15-minute-overview" target="_blank">5 minute smart management blueprint overview</a></div>
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<i>Summary</i></div>
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I know this a lot to digest. This post is an introduction to...and encouragement to rethink how we as an industry collectively view management training - to go beyond the sporadic, periodic, disjointed, one and done approach that doesn't produce the needed results. We need to see it and advocate for it to be a <i>continuous endeavor</i>, embedded in day-to-day operations, relevant in real-time, and able to be measured as a natural part of business management and operations.</div>
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You may want to hop over to<a href="https://manageglobal.solutions/" target="_blank"> our website</a>, check out the big picture or just email me if you have questions or at least view the How to Hit a Home Run mini-course. If applied, it will have a meaningful financial impact! We're here to support you in any way we can!<br />
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Or if you really want to "geek out" on a full description - download our <a href="https://app.box.com/s/emfjlg6oovaxjogwocsjeim9ovlx4ixd" target="_blank">complete executive briefing</a>.</div>
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<i>Let's Continue the Conversation</i></div>
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<span style="background-color: white; font-family: "arial" , "tahoma" , "helvetica" , "freesans" , sans-serif; font-size: 13.199999809265137px;">Let me know your thoughts on this post - em: joann@manageglobal.solutions or share it and tag me on Twitter @joanncorley. This is a pretty big deal and many of our colleagues suffer because of lack of info.</span><br />
<br style="font-family: Arial, Tahoma, Helvetica, FreeSans, sans-serif; font-size: 13.199999809265137px;" />
<span style="background-color: white; font-family: "arial" , "tahoma" , "helvetica" , "freesans" , sans-serif; font-size: 13.199999809265137px;">If you want to improve your individual people management skills and team management in general, then... y</span><span style="background-color: white; font-family: "arial" , "tahoma" , "helvetica" , "freesans" , sans-serif; font-size: 13.199999809265137px;">ou'll want to grow your awareness of how human behavior impacts your business - read my latest 2 executive briefings. </span><br />
<span style="background-color: white; font-family: "arial" , "tahoma" , "helvetica" , "freesans" , sans-serif; font-size: 13.199999809265137px;"><br /></span><span style="background-color: white; font-family: "arial" , "tahoma" , "helvetica" , "freesans" , sans-serif; font-size: 13.199999809265137px;"></span><span style="background-color: white; font-family: "arial" , "tahoma" , "helvetica" , "freesans" , sans-serif; font-size: 13.199999809265137px;">You can email me and I'll be happy to send a complimentary pdf version of them (whichever you request) or you can pick them up on Amazon (book or Kindle). (They are both incredibly helpful people management books!)</span><br />
<span style="background-color: white; font-family: "arial" , "tahoma" , "helvetica" , "freesans" , sans-serif; font-size: 13.199999809265137px;">1. </span><a href="https://www.amazon.com/Show-Me-Money-Solving-Increase/dp/1540360288" style="color: #ff6a00; font-family: arial, tahoma, helvetica, freesans, sans-serif; font-size: 13.199999809265137px; text-decoration: none;" target="_blank">Show Me the Money: Solving the Mystery of ROI to Unlock Profits and Increase Company Value</a><br />
<span style="background-color: white; font-family: "arial" , "tahoma" , "helvetica" , "freesans" , sans-serif; font-size: 13.199999809265137px;">2. </span><a href="https://www.amazon.com/Human-Quotient-Potent-Business-Success/dp/1727730038" style="color: #ff6a00; font-family: arial, tahoma, helvetica, freesans, sans-serif; font-size: 13.199999809265137px; text-decoration: none;" target="_blank">The Human Quotient: The Most Potent Force for Your Business Succe</a><span style="font-family: "arial" , "helvetica" , sans-serif; font-size: 13.199999809265137px;">ss</span></div>
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<span style="font-weight: normal;"><span style="background-color: white; font-family: "arial" , "tahoma" , "helvetica" , "freesans" , sans-serif;">Email: joann@manageglobal.solutions | Feel free to set up a </span><a href="https://manageglobal.solutions/contact" style="color: #ff6a00; font-family: arial, tahoma, helvetica, freesans, sans-serif; text-decoration: none;" target="_blank">30 min. Q&A call</a><span style="background-color: white; font-family: "arial" , "tahoma" , "helvetica" , "freesans" , sans-serif;">. </span></span></h4>
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<span style="font-family: "arial"; font-style: italic; font-weight: 400; vertical-align: baseline; white-space: pre-wrap;">Exciting News:</span><span style="background-color: white; font-family: "arial"; font-weight: 400; vertical-align: baseline; white-space: pre-wrap;"> We are migrating to a 90% virtual company so that we can be available to help more people. As of Nov. 1 - we officially launch Manage Global. Our #1 focus will be to help leaders and their HR partners implement effective management practices through our </span><span style="background-color: white; font-family: "arial"; font-style: italic; font-weight: 400; vertical-align: baseline; white-space: pre-wrap;">Effective Executive Smart Management Blueprint,</span><span style="background-color: white; font-family: "arial"; font-weight: 400; vertical-align: baseline; white-space: pre-wrap;"> which includes our unique lens of human behavior science. </span><span style="background-color: white; font-family: "arial"; font-weight: 400; vertical-align: baseline; white-space: pre-wrap;">It's an </span><span style="background-color: white; font-family: "arial"; vertical-align: baseline; white-space: pre-wrap;">exceptional tool</span><span style="background-color: white; font-family: "arial"; font-weight: 400; vertical-align: baseline; white-space: pre-wrap;"> to manage managers for results!..which is one of the top challenges of companies, no matter the size. Our goal is to help them do so in a unique, reliable, </span><span style="font-family: "arial"; font-style: italic; font-weight: 400; vertical-align: baseline; white-space: pre-wrap;">sustainable</span><span style="background-color: white; font-family: "arial"; font-weight: 400; vertical-align: baseline; white-space: pre-wrap;"> way. Not one dollar is wasted with our blueprint! </span><a href="http://www.manageglobal.solutions/" style="color: #ff6a00; text-decoration: none;"><span style="font-family: "arial"; font-weight: 400; vertical-align: baseline; white-space: pre-wrap;">Learn more here.</span></a></h4>
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JoAnn Corleyhttp://www.blogger.com/profile/17351862967107737286noreply@blogger.com0tag:blogger.com,1999:blog-8643020750601970481.post-79521932653747362762019-11-03T17:34:00.002-05:002019-11-04T08:48:44.172-05:003 Undeniable Truths That Sabotage Change - Do You Recognize Them?<div dir="ltr" style="text-align: left;" trbidi="on">
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Ever heard the phrase "change is hard'?<br />
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I think there is a bit of a misunderstanding about that phrase. In reality there is a range of "change capabilities". Depending on the context, change can be in an instant or permanent change can take time.<br />
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I've learned over the years that change can be immediate, but <i>transformation..</i>. does takes time. And this is a crucial mind-set for leaders when trying to achieve operational change of any kind. Unrealistic expectations lead to lots of unnecessary stress and poor planning and can waste time, money and talent.<br />
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<b>So, What About Change is Hard?</b><br />
What <i>is</i> hard...really hard...is what leads up to change. <b>Getting to the point of change</b> is the tough part. Here's what I mean.<br />
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In the work I do, helping companies achieve better results through leadership and management development, I help decision-makers <i>get to the point of deciding</i> to initiate change...to their benefit.<br />
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Even with all the evidence and constant discussion about the epidemic of incompetent or bad managers and with virtually everyone agreeing that good managers are needed...getting decision-makers to the decision of employing management training is tough. If it wasn't, it'd be pervasive. In fact, almost every company would have it as a part of their business development plan.<br />
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But we know that just is not happening. Ever wondered why?<br />
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<b>Think about it for a moment. Why is the decision to do something <i>so obviously needed</i> so difficult to do?</b></div>
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Well, the ultimate answer I believe is fear. But there's more. And the more... are 3 undeniable truths about change. I call them "change saboteurs".<br />
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<b>1. Decision-Makers are Caught in a Trance</b><br />
If you looked up the concept of trance, you'd find a variety of definitions. The one that best applies here is <i>numb</i> to current realities because of <i>conditioned</i> acceptance. This means current reality - status quo - is acceptable and best...it's the way it's suppose to be - the way it's done - so don't look for alternatives.<br />
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In the world of leadership and management training, under the umbrella of HR, there is a conditioned way of seeing things, how it's approached, the role it plays in business development and management.<br />
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Unfortunately, professional practices reinforces the trance and additionally <i>reinforces </i>a huge disconnect between the compelling need for training and development and it's direct, positive impact to profitable business operations and growth.<br />
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What if management and leadership training was not under the HR umbrella at all, and placed as a common planned and practiced activity under the umbrella of business management and development?<br />
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<i>Consider this </i>...if most folks in an industry reinforce a trance with what's typical, how is there hope for real innovation and change?<br />
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An undeniable change saboteur - we operate under industry trances. For <i>substantial </i>change - true transformation to occur...<br />
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<b><i>We have to be able to think way beyond the box, we have to think outside the trance.</i></b></div>
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So an important question for an individual decision-maker would be, if you don't know you're caught up in an industry trance - how would you develop the awareness to change it? You know that saying, "You don't know what you don't know."</div>
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<b>2. Trust Requires Risk & That's Tough</b></div>
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They say in marketing that people do business with whom they like and trust. Well, what if there is no one in your trust circle that has the capabilities to meet a business need. What if everyone in your trust circle is under the same trance as you? Then what? Perhaps you could seek a referral for an "outsider"? But then, would you trust them?</div>
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Therein lies the next dilemma, finding someone to help...someone that you would have to risk trusting. Most of us are not open to trusting outsiders, particularly when that outsider offers information beyond our initial understanding. They're strangers and we're not good at being easily accepting of "outside" information...generally for good reason. But that doesn't serve us well in every case.</div>
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Trust is scary...risk is scary...which for many makes getting help hard. So, here's another change saboteur...<b>some would rather suffer than risk trusting. </b></div>
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And...what if you ran across someone who you could <i>potentially</i> trust, but recommended something way outside the "accepted" practice? Then what?</div>
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<b>3. Fear of An Unknown Loss Cripples</b></div>
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And finally our 3rd change saboteur is fear of an unknown or perceived, anticipated loss. When finally presented with the opportunity for help, it typically comes wrapped in the dreaded cloak of change. And since change suggests risk, it also presents facing potential loss. Risk by its nature infers the possibility of loss.</div>
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Let's face it, <i><b>fear </b>of loosing</i> is embedded in our human DNA. Nobody likes it, nobody wants to experience it, claim it, be subjected to it. We don't want to loose anything - tangible or intangible...money, time, talent, pride, confidence, you name it.</div>
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Decision-makers in particular have to carry the shame of it because the impact is beyond them as individuals. It usually carries with it a ripple effect. Nothing is worse than making a bad decision as a leader and then having to walk the cubicle row of shame everyday until the pang of injury to all subsides.</div>
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<i><b>You have to be willing to loose to gain. It's a business and life lesson for sure.</b></i><br />
<b><i>Many decision-makers have difficultly with this.</i></b></div>
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This is where many leaders develop FOS - fear of spending when it comes to "soft skills" development initiatives. They fear they will be wasting money. In fact their current pain seems less than the pain of the anticipated loss.<br />
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In some respects it becomes the battle of the pains...whichever is the lessor at any given moment is the one that will be held onto.<br />
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So, if you are a key decision-maker in a business and you are even remotely aware of areas that need improvement and yet no action has been taken, no progress has been to address them, ask yourself how these 3 saboteurs apply to you and/or your leadership team. </div>
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One of the most tortuous conditions in leadership - for you and your employees - is to desire change and yet keep undermining any effort - for whatever the reasons - to pursue it.</div>
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<i>For Your Consideration</i></div>
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If you want to have a conversation about what you're thinking, <a href="https://manageglobal.solutions/contact" target="_blank">schedule a 30 min. Q&A call</a>. As a fellow business-owner/ entrepreneur and HR professional, I'm here to help. We have 4 entrepreneurs in our immediate family. Trust me, I do a lot of listening.<br />
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Learn more about the work we do an how we can help. <a href="http://www.manageglobal.solutions/" target="_blank">Click here for tons of info.</a></div>
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<span style="font-family: "times" , "times new roman" , serif;"><i>Exciting News:</i><span style="background-color: white;"> We are migrating to a 90% virtual company so that we can be available to help more people. As of Nov. 1 - we officially launched Manage Global. Our #1 focus will be to help leaders and their HR partners implement smart management practices through our unique lens of human behavior science.We've formulated them into an easy to follow blueprint. Developing competent management is one of the top challenges of companies, no matter the size. Our goal is to help them do so in a reliable, </span><i>sustainable</i><span style="background-color: white;"> way. Not one dollar is wasted with our blueprint! </span><a href="http://www.manageglobal.solutions/" style="color: #ff6a00; text-decoration: none;" target="_blank">Learn more here.</a></span></div>
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JoAnn Corleyhttp://www.blogger.com/profile/17351862967107737286noreply@blogger.com0tag:blogger.com,1999:blog-8643020750601970481.post-7955453047636518462019-11-02T14:48:00.001-04:002019-11-02T14:58:52.855-04:00The 1 Thing You Must Know When Dealing with Employee Performance Problems <div dir="ltr" style="text-align: left;" trbidi="on">
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I get asked a lot, "How do I know when it's time to fire someone?"<br />
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I get that question so much, I created a micro-course around it. If you want a full blown course check out my LinkedIn Learning Courses on handling employee problems.<br />
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<a href="https://www.joanncorleyspeaks.com/2019/05/how-to-determine-when-its-time-to-fire.html" target="_blank">Here's the link to the micro-course</a>. But, before you hop over there. Consider the following.<br />
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Think about the bigger picture first and why it's come to this at all. I'm asking you do some strategic thinking here. I believe in doing so, you'll save yourself a lot of heartache and headache.<br />
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This is not to say that in thinking and planning more strategically, you'll never have to let someone go, but there are elements to consider to minimize the possibilities.<br />
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I look at employee issues and needs holistically - from a board operational view and from a variety of different angles such as employee retention strategies, minimizing employee problems, employee engagement problems and employee performance issues to name a few.<br />
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All of these, no matter which view you entered this post, can be <i>narrowed down to 1 simple issue</i>, that if met <i>holistically </i>could address all of these...and by the way which I comprehensively address with our <i><a href="https://manageglobal.solutions/" target="_blank">Effective Executive Blueprint for Smart Management.</a></i><br />
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All of the above can be narrowed down to <b>one key element</b> and that is<b> understanding human behavior and addressing how it plays out in what ever context the issue is arising.</b><br />
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<i>Here's an example:</i> If someone is persistently behaving in a way that is harmful or unhealthy to a team, the business, clients, then the issue is a lack of boundaries... or set expectations.<br />
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In a different post, I talk about the role of <a href="https://www.joanncorleyspeaks.com/2019/11/people-dont-leave-jobs-they-leave.html" target="_blank">boundaries in business</a>. Having boundaries is a basic principle of human behavior an essential to minimizing this issue. Boundaries<b> set <i>mutually agreed-upon, understood expectations of </i>behaviors and attitudes </b><u style="font-weight: bold;">from the very beginning.</u><br />
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Now I know this just sounds too simple to be true...and yet, it's not. It is simply a fundamental principle of human behavior related to emotional intelligence and social maturity. Mature people are socially aware and care enough to self-manage...that is set their own appropriate boundaries of behavior, while those who are immature do not.<br />
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And so, if they can't or won't, you will need to.<br />
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Unfortunately some managers stay stuck in complete denial of this need. They keep saying to themselves, "Well why should I have to .....they should be able to...." ...and then keep waiting for the better behavior to show up and yet it never does. And by then, a lot of damage is done and a ton of money, time and energy has been wasted.<br />
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<i>Important people management coaching point:</i> Managers operate from unconscious assumptions of how folks should and will behave...and then are forced to address issues, solve the emerging performance problems when they've become more difficult to reign in.<br />
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Crazy though it sounds, this is the most popular reason for common employee performance issues - a manager's lack of holding folks accountable to behaviors they should have mutually agreed upon from the very beginning, whether new to the company or new to the team.<br />
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<i><b>Remember, it's the lack of established boundaries and enforcement there of that sets the stage for problem employees and employee issues to develop.</b></i></div>
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If you're reading this thinking...."Ok, well I'm in trouble now." Because "stuff" has already started percolating, you may need to <b>do a team re-set.</b> Here's a link to help you do that.<a href="https://vimeo.com/366561641/d188bd4c00" target="_blank"> It's called Team Building in a Box</a><br />
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No matter what stage you're in, you'll need to see that <i>people management skills are really just about learning how to work with the fundamentals of human behavior.</i> Common employee performance issues, as well as employee relations issues are nothing more than issues of human behavior guised as HR speak.<br />
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Now, I've got a ton of free resources to help you, but <i>you've got to be willing to act!</i> And, if you're not quite sure what to do, schedule a 30 min. Q&A call with me and ask me anything. I'm here to help.<br />
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<b><span style="font-family: "times" , "times new roman" , serif;">Essential Resources for You</span></b><br />
<span style="font-family: "times" , "times new roman" , serif;"><span style="background-color: white;">If you want to improve your individual people management skills and team management in general, then... y</span><span style="background-color: white;">ou'll want to grow your awareness of how human behavior impacts your business - read my latest 2 executive briefings. </span><br /><span style="background-color: white;"><br /></span><span style="background-color: white;"></span><span style="background-color: white;">You can email me and I'll be happy to send a complimentary pdf version of them (whichever you request) or you can pick them up on Amazon (book or Kindle). (They are both incredibly helpful people management books!)</span><br /><span style="background-color: white;">1. </span><a href="https://www.amazon.com/Show-Me-Money-Solving-Increase/dp/1540360288" style="color: #ff6a00; text-decoration: none;" target="_blank">Show Me the Money: Solving the Mystery of ROI to Unlock Profits and Increase Company Value</a><br /><span style="background-color: white;">2. </span><a href="https://www.amazon.com/Human-Quotient-Potent-Business-Success/dp/1727730038" style="color: #ff6a00; text-decoration: none;" target="_blank">The Human Quotient: The Most Potent Force for Your Business Succe</a>ss</span><br />
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<span style="font-family: "times" , "times new roman" , serif;"><span style="font-style: italic; font-weight: 400; vertical-align: baseline; white-space: pre-wrap;">Exciting News:</span><span style="background-color: white; font-weight: 400; vertical-align: baseline; white-space: pre-wrap;"> We are migrating to a 90% virtual company so that we can be available to help more people. As of Nov. 1 - we officially launch Manage Global. Our #1 focus will be to help leaders and their HR partners implement effective management practices through our </span><span style="background-color: white; font-style: italic; font-weight: 400; vertical-align: baseline; white-space: pre-wrap;">Effective Executive Smart Management Blueprint,</span><span style="background-color: white; font-weight: 400; vertical-align: baseline; white-space: pre-wrap;"> which includes our unique lens of human behavior science. </span><span style="background-color: white; font-weight: 400; vertical-align: baseline; white-space: pre-wrap;">It's an </span><span style="background-color: white; vertical-align: baseline; white-space: pre-wrap;">exceptional tool</span><span style="background-color: white; font-weight: 400; vertical-align: baseline; white-space: pre-wrap;"> to manage managers for results!..which is one of the top challenges of companies, no matter the size. Our goal is to help them do so in a unique, reliable, </span><span style="font-style: italic; font-weight: 400; vertical-align: baseline; white-space: pre-wrap;">sustainable</span><span style="background-color: white; font-weight: 400; vertical-align: baseline; white-space: pre-wrap;"> way. Not one dollar is wasted with our blueprint! </span></span><a href="http://www.manageglobal.solutions/" style="color: #ff6a00; font-family: Times, "Times New Roman", serif; font-weight: 400; text-decoration: none; white-space: pre-wrap;">Learn more here.</a></h4>
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