To Complain or Not to Complain that is the question?

        

        Do you know people who their first response to a situation, is to find a reason to complain about it?  Perhaps you have even had an occasion to complain about something? Did complaining solve or resolve the problem? There are some people who have mastered the art of chronically complaining or “whining”. These individuals seem to be happiest when happiest when they have something to complain about. If they are skills complainers then they know how manipulate other people to fix their problems. Effective leaders should discourage complaining and should encourage responsibility. Complaining promotes a sense of learned helplessness and victimization.

         Personally and professionally complaining creates a negative environment, is an unproductive use of time, and usually focuses on blaming people instead of addressing the issue or behavior. Complaining is habit forming and is highly contagious. It is problem-focused instead of solution-focused. Many people verbalize complaints instead of compliments because complaining requires less effort. Then there are those people who complain so well that they actually create a club, at least unofficially, and these clubs or clichés are better known as the Ain’t it Awful Club. Perhaps you have accidentally walked in on a meeting, in a break room, or after work when co-workers gather, or maybe even the meeting has been brought home. So what do leaders do to discourage infectious complaining? Read on!

First, as a leader, (by title or by desire) we have to promote and demonstrate full responsibility for our actions and for our words. This means eliminating blaming others for problems or situations we encounter. We have to develop a new habit for being accountable for our actions and our responses and break any old habits we may have of grumbling with members of the Ain’t it Awful Club. This approach reminds us we have choices. Taking responsibility promotes a more positive mindset. When people accept that they have a choice in a situation, they feel empowered and are more likely to make positive decisions that will move them forward instead of moving them backwards or worse yet allowing them to get stuck.

                Next, be willing to teach others how to take responsibility for situations, by encouraging them to see what they could have done to change the situation. This discourages people from falling victim to life and encourages them to take part in it. Remember most people learn by doing, but are often afraid to take the first step, so they need to see someone else who is willing to try it, and observe how this works. So take the lead today! Let go of the old habit of complaining, replace it with verbalizing and demonstrating responsibility for the situations that you encounter. Once this is accepted our attitude and outlook helps us to build a whole and happy life. When we change the way we think we can change our life.

                Finally, notice the difference this approach makes in your day. Energy is increased and a more positive environment moves us forward. Forgive yourself and others when complaining creeps back into life just pick up and start again. Promote clarity in your communication so that you ask for what you want realizing that no is as much of an answer as yes. Once you start taking responsibility you will discover that most complaints are the results of people not getting what they want. However, the problem is what was wanted was never requested or vocalized; instead complaining began because people didn’t get what they wanted.

                I recently shared a story, where I was unloading my car to do a program, while I took one load of materials into the building, another car pulled into the space behind my car. This vehicle was so close to the trunk of my car that I could barely get my knees between the two vehicles. The complaint part is obvious to most, as I could complain about how close the car got to mine, but the bottom-line was complaining wouldn’t do anything. It wouldn’t change the distance between the cars, it wouldn’t make the driver of the other car move. Complaining to the driver, if I knew who the driver was, could start an argument (and arguing wouldn’t move the car) it also wouldn’t help me keep a positive attitude. By taking responsibility, I remembered that I had a choice to get into my vehicle and at least move it forward a few inches, so that I could comfortably fit between the two vehicles and unload, or I could move it to a new location if needed. What if I had complained about this before, or during the program and then discovered that the owner of the car was in the audience? Think about it! The person parking behind me, didn’t know I had a large item to get out of my trunk, they were just making sure their trunk didn’t get hit. This event was not about me, and complaining would have made it feel more personal than it ever was, so why go there!

If you have time to whine and complain about something then you have the time to do something about it.  Anthony J. D'Angelo, The College Blue Book

If you don't think every day is a good day, just try missing one. Cavett Robert

 

Learning Requires Developing Strong Anchors

Have you ever wondered why learning some tasks are more difficult than others. While there are many dynamics that influence our ability to learn, one dynamic that we need to understand is how to anchor new knowledge. Remember when you were in elementary school and the first week of school seemed like a total waste; because all the teacher did was review what you learned last year. The teacher was actually setting an anchor for learning. What happens in the corporate setting is people often forget to set an anchor for learning and the results are people resist the learning making what is to be learned more challenging than it needs to be. Whether you are a trainer, a parent or a person just trying to help someone learn a new skill, never underestimate the power of beginning the instruction by establishing a strong anchor attach the skill to be learned with a skill that has already been successfully learned.  

The terms training and development are often used interchangeably, when the skills they provide are very different. Professionally speaking, most trainers are really developers, but since that industries rarely understand the difference, we identify ourselves as trainers. The process of training refers to providing learning for a precise skill or task that will be applied to a similar task. For example, when the Mature Generation of employees (born before 1948) were introduced to computers Instructors anchored the learning by letting the trainees already know they were familiar with the keyboard. Obviously, the tablet and I phone use the same approach. The training sets the anchor for the learning because once a skill is learned all the learner has to do is apply the skill to a new device, then practice it to keep the skill fluent.

Development is about learning a general skill in order to better perform it a higher level. Recently I instructed a course on Generational and Cultural Diversity for an international client. While the instruction needed to be taught with some generalities of information, the attendees were reminded that they would need to apply the information more specifically to the employees they supervised. Transferring knowledge back to their specific setting will make the training come to life. If participants don’t ask questions or don’t have a way to follow up when questions arise, this can create a gap in their ability to successfully transfer learning. The goal with any instruction is to with help learners narrow the gap in transferring knowledge from one setting to another.

Development is most successful when the learning is anchored to past knowledge or experience. Have you ever attended a seminar and the instructor facilitating the program provided you with some great new ideas? So you leave the program motivated and willing to apply this knowledge, but a few days later, you are still doing the same old things the same old way. The problem is not that you are losing your memory! The problem is that the instructor didn't set the anchor for the learning. Instructors need to determine what people in the audience already know, so that they can help each person anchor their knowledge to something they have already learned. Audience participation, or surveys before the seminar can give the instructor information that will help the participants find ways to anchor new concepts to former information.

In addition to setting the anchor for learning, the next best anchor is repetition, tell them what skill they are developing, develop the skill with practice, and then have them reflect on ways they will apply this newly developed skill in the work setting. Good anchors are also set with credibility in the instructor. Instructors should be able to dive deep into the industries needs, because once employees have developed a rapport with an instructor, then learning becomes faster and easier. Each new instructor has to establish credibility with employees and learn what the employees need, this takes away valuable learning time. So, the next time you get ready to learn something new determine if you need training or developing. If the skill requires training, then repetition is the anchor you need. If skill requires developing, then anchor the information on past knowledge or experience so that it can be transferred to the new setting.

As a rock climber, my anchors are very important to me for my safety. As a trainer facilitating learning, setting anchors for my audience members to develop skills is just as important. Remember we all learn and retain information differently. Research by D.G. Treichler in Audio-Visual Communications found students learn:

10% of what they read;

20% of what y they hear;

30% of what they see;

50% of what they see and hear;

70% of what they discuss with people, whose opinions they value;

80% of what they personally experience; and

90% of what they teach to other people.

As Confucius said: "I hear and I forget, I see and I remember, I experience and I understand."

Make learning an interactive and fun experience!

Know Your True Colors Wherever You Are

Have you traveled to places that seem to live life a little calmer, where service is provided with exceptional kindness and courtesy not because of affluence, but because it is genuinely given. Traveling allows us to realize the habits we have, as well as how we respond and adapt our expectations and behaviors to our surroundings. When I am work mode, I am very focused on getting tasks completed,  it is often hard for others to believe that I know how to really relax. However, give me the chance to do the hobbies I love, skydiving, hiking, climbing, rafting etc., and there is no doubt I can quickly adapt to a different lifestyle. However, just as a chameleon changes color to fit into their surrounding people also change to fit their surroundings. While there are many healthy business advantages to being adaptable, it is important that we don’t forget that we can choose what qualities we want to absorb. If we need energy a person who is focused and driven can help us to get on board with completing a task.  However, if a person is angry then we would not want to absorb that emotion, but if we aren’t  careful we can catch negativity as easily as we catch productivity. Perhaps you have met people who tend to over stimulate others, whose very presence can result in creating chaos. While these individuals may be able to stay focused and be productive, their actions often leave a trail of people suddenly misdirected or derailed because of their actions..

Remember that one persons emergency or since of urgency doesn't have to adopted by you if it will take
your focus off the task that needs to be done. Second, keep a personal check on how you begin to respond to people who take you off focus. It is very likely that it creates a since of confusion and even a since of anger. These are all signs that a crisis is taking place for you. Take a personal inventory of when your personality and work behaviors are changing, ask yourself if the increased stimulation will make you more objective and better at doing your job. Decide if your current response is how you want to respond. If you are responding in a way that is unproductive, then make a conscious effort to stop and step back so that you can take more responsibility for your actions. We all work, think and achieve goals at different paces, that is what makes us unique. We can even work with people that work and think faster than we
do, but we have to keep in touch with who we are and what it takes to for us to get our jobs done. Being functional in the presence of someone who is in overdrive is often challenging, especially if that individual has any level of authority over you. However, we are still only responsible for our actions and reactions.


So, if you need a moment to digest information let the person know that, before you commit or respond. I have found that so many times it has allowed me gain their respect, because I took the time to make sure I could meet their needs and was more than just a yes person along the line. As we learn to adapt to different people and different environments, we have the opportunity to learn more about ourselves. When I travel, it is often fun to let myself be the chameleon, so that I can understand why people in different places work and respond in certain ways, but I also remember to be true to myself and thus I know when and how to let my true colors return.   
Quotes:
"Opportunities for personal growth often comes to us disguised as either work or things in life we don't like.  Be careful not to miss the chance to grow."
 C. Krosky

"I sometimes have to force myself to see what I can learn when a situation or person presents something that makes me uncomfortable. It is often in these moments that I learn the most about myself and the world that I live in."
C. Krosky

Reward Requires Action

(The last two issues of the Newsletter covered Part 1: "The Dilemma in Today's Corporate World: To Manage or to Lead that is the Question", Part 2: "The Role of Recognizing in Leading.": This series presented the first two parts of the concept of using the 3-R's of Leadership. Today is Part 3 of the three  "R's" - "Reward."

Everyone enjoys getting a reward for work that they produce or for actions that they share. People may work for the reward of a paycheck or for the self-fulfilling reward that comes from a job well done. Rewards can be a variety of different things to different people, but whatever rewards are they mean nothing if they are withheld. As a motivational speaker, I believe in rewarding my audience for attending and I reward anyone who participates in activities in the program. The result of this action is that more people volunteer, my programs are more successful, and the audience is more willing to learn because everyone's actions are being rewarded.

      Rewards simply put are something that someone considers to have value, it is not necessarily of a costly value. Have you ever been given a reward and while you know it didn't cost someone a great deal, the reward itself was invaluable. Some of the rewards I have enjoyed the most probably cost businesses the least. One was a special parking spot that designated me as the employee of the year, Other rewards were, an add in the newspaper with my photo stating that I had been nominated as Humanitarian of the Year, my name in the company newsletter for completing a project, a free ticket for a drawing,  or a special card. 

      If we are creative in how we reward the people we work with and for, then our rewards are very likely going to be something they enjoy. If your not sure what they would like for a reward then ask! Remember that rewards reinforce a desired behavior. Therefore, if I reward your hard work with a little time off or a special parking space, then I have reinforced your willingness to go the extra mile again. Remember there is usually very little traffic on the extra mile highway. Therefore, it is vital that we reward those who are willing to travel that road. We get more of the behaviors that we reward, because we reinforce that behavior. Remember that if everyone in the world is not as motivated as we are and there are many reasons for this. Because some people lack motivation, it is our task and challenge to help reward them and motivate them to participate. Without getting into a psychology lesson let me share that I have used this approach in every area of my life and career. I seek rewards that have value to the recipient, often I ask them what they would like, and sometimes I try out new ideas someone outside our area has thought of. 

Exercise:      

Rewards should be used in all areas of our life. At home, we should reward those we love including ourselves. However, remember that rewards require actions. Good intentions often fall short, because they fail to get done. Most rewards take 10 minutes or less to complete. (I use the 10-minute rule - for more information on applying the 10-minute rule contact us.) Keep a variety of either humorous sticky notes, special cards, or stickers with you at all times - pick them up when you are out on another errand. Then when someone does something a stop and grab a note, sticky note or sticker and immediately go reward that person for what they have done. It isn’t the sticky notes that make the people feel appreciated it is the acknowledgement and the fact that someone took the time to personally acknowledge them. With technology, we lose some of the personal touch by only texting or emailing, a call and a handwritten note show that you put forth extra effort. Whom can you appreciate today! Keep your eyes and ears open and you may be discover there are more opportunities than you may have first thought.

Quote:

REWARD is self-explanatory it means
Realizing Everyone's Worth and Assuring Recognition is Delivered. By C. Krosky

The Role of Recognizing in Leading

Part II from April 22 "The Dilemma in Today's Corporate World: To Manage or to Lead that is the Question “The concept of using the 3-R's of Leadership was introduced and Role Modeling was the focus
in that issue.)

Recognizing has two components: 1) the ability to express that we care and value individuals and 2) the ability to recognize positive traits or qualities, so that we may motivate others. Leaders that care are practicing the skill of recognizing others as being a valuable person or asset to their lives. This type of leadership often requires the development and improvement of personal or "soft" skills. There needs to be a comfort level with this type of recognition as it needs to feel sincere, yet professional. These more personal skills when exhibited to employee, coworkers, customers, and even family allow us to show that we care about these individuals. After all we should care, these are either people. Because if they are employees we have  hired, or that we believe enough in them to trust our business reputation on  the work that they will perform, and if they are our family, we should care  because we love them. Research shows that most people work harder if they feel the people they are appreciated and cared about by the people they work with. These people are more tolerant when times are challenging. They are the positive publicity in the community and on social media. business. Regardless of what generation or culture a person belongs to feeling appreciated increases respect, productivity, and tolerance when times are tough

On April 22 the blog focused on being a role model as a leader. Do the things you want others to do. If you want people to speak to you in the morning then speak to them in the morning, don’t wait for them to do this first. If you want people to go above and beyond then be sure you walk down the extra mile highway, set the example. This basic step opens the door for increased ability to recognize others as people. The second part to recognizing others is to see that they have positive  traits and qualities. Leading is about empowering people to use their skills so that they excel. Involve employees in sharing ideas and encourage them to  share ideas before you ask. We can help empower employees by making sure that  the right employ is matched to the right job. Ask employees what they like to  do, what skills they already know they have, and what skills they want to  develop. Look for opportunities to match them with tasks that match their  ability and stretch their ability. Then practice verbal recognition for their  efforts and for their talents. When we recognize talents and give people the  potential to grow, we are encouraging professional and personal growth. Both  of which pay off for the business and the person. This simple and yet readily  available tool of recognizing people is often based by. How often do you  practice recognizing people you see on a daily basis?

An Exercise for increasing recognition.
Place 5 pennies in one pocket. Throughout the day look for ways to recognize  people for tasks well done, or for showing that they care. When you recognize someone, move a penny from one pocket to the opposite pocket. Each time you walk, these penny will be a gentle reminder of how many times you have recognized people. If you are able to switch all five before the end of the day, then begin moving them back to the other pocket. Some people make it a practice to move them two twice a day, so that they will have recognized the
work and effort of others at least 10 times during the day. The cost of this is 5 cents, the payoff is a great deal more.

I once had a client, look at me and plainly state that they didn't think that they would be able to move one penny, because their employees rarely did anything extraordinary. I reminded them recognizing employees sometimes begins with recognizing them for the little things, like showing up. How far behind would things get if the employee wasn't there for a day or a week. Recognize even the little things that are going on. Showing up may seem little, but imagine how difficult a day would be if everyone called out sick.

Quote: "A good leader understands that recognizing the strengths of those they work with is their key role. For recognition creates motivation and motivation instills dedication." C. Krosky

"The worker must t feel that he is recognized in accordance with his contribution to success. If he does not have that feeling o f self-respect and the respect of others because of his skill, he will think he is being
'played for a sucker' if he increases his output so the owners can have more
profit." James F. Lincoln.
Thank You and Have a Great Day!

The Dilemma in Today's Corporate World: To Manage or to Lead that is the Question

      We live in a world of knowledge. We know that there advantages to using synergy and teams in developing our business and in accelerating our personal and professional potentials. So why would anyone want to be a Manager instead of a Leader (or Coordinator).  The definition of a manager is a person who's job it is to control movement or behavior. While, leaders are defined as people who guide others. According to the definition "managing" could make work easier, if we really had the power to control the actions of others, but the reality is we don't! Leading people requires more self-control and encourages personal and professional growth for all.
      The best way to lead is to use a model I call the 3-R's of Leadership: 1) Role Model, 2) Recognize, and 3) Reward.
As leaders, we must serve as role models for everyone we work with. If we want people to greet us with a smile, then we must greet them with a smile. If we want them to speak to us, then we must speak to them. If we are in a leadership position or hope to be in that position, then we must model our best behavior 100% of the time. Remember the role models that we had growing up; we watched them even when they didn't know our eyes and ears were on them. And based on what we saw and heard we began to model ourselves after them. If people you are working with are not where you would like them to be then look at what you can do to be a better role model for them. The benefit is this approach is that it increases our accountability for our own actions. In addition, everyone who takes on the Role Model approach at work is making a statement about his/her self, because where we work and how we work defines who we are.  Leaders understand the leadership is a serving relationship and that role modeling is only one step in developing relationships. The benefit of leading is twofold: 1) it helps us to serve and guide  those around us, and 2) it has a self-serving benefit in that it increases our personal awareness and encourages us to always do better. We are all leaders in our own world. Today begin improving yourself and your world by being more aware of how you are as a Role Model. (The next two newsletters will focus on Recognition and Reward.)

Quote:    "Leading means you have the ability to serve people in a special way.” C. Krosky

The Essence of Leadership
"I observe that there are two entirely different theories according to which individual men seek to get on in the world. One theory leads a man to pull down everybody around him in order to climb up on them to a higher place. The other leads a man to help everybody around him in order that he may go up with them."  By  Elihu Root

Power of Positive Projection: The Triple Your Success with the PPP Plan

    The power of positive projection allows us to examine our goals, strengthen, and increase our success rate and to maintain our success momentum. We all have different roles, some days I am providing Executive coaching to clients, or helping a board develop strategic goals other times I am providing a keynote or doing training. Building this business wasn’t about just building a job, it was about building a life that worked with my career. I am in the business of speaking and coaching, so that lives may be improved. These are simple statements, yet powerful in the message they give me. The order of the wording reminds me that success is dependent on managing both my life and the speaking business. Remember in English class when we learned about modifiers, what we didn’t learn is that how we modify or say what we do has projective power. To be successful in projecting positive thoughts we have to state first what we are doing, then why we are doing it. Large businesses understand this on a corporate level; employees often don’t know how to apply the message and small business owners can lose sight of the order. This is why a mission statement or vision statement that is easy to repeat has such value for any organization. It gives life to the business and allows the employees to embrace and own it. For example: Walt Disney’s “Making dreams come true.” A cast member (employee) can see a family struggling to find a location and can help guide them, making them happy as they aren’t wasting time trying to find where to view a parade.  

 One area that we all can benefit practicing the power of positive projection in is in our personal lives. Those of you who have heard me speak know that one of my life goals is for my life to outlive me, which means that I seek to be better tomorrow than I am today and to make a positive difference in someone’s life. I want to live a life without regrets, that means being true to the people in my life and to myself, by embracing every moment I can and living life to its fullest. In order to do this successfully I have applied the triple P program of business to my life. As you examine the steps below, understand that plans may require adjusting as tremendous life changes or unexpected events happen.

 Plan - The first step is to create a business plan (for living or for business) it should incorporate: 1) goals for personal growth and achievements, 2) financial goals, for making it happen, 3) plans and directions for taking the first steps, 4) smaller goals to check on quarterly to determine if you are on track, and 5) congruency between your life and business plan. The whole plan is based on positive projections that generate success. Plans are meant to have some level of flexibility as there will be unexpected obstacles.

For Positive projection to have real power, share your written business or life plan with someone who believes in you. This could be a life coach or a good friend. Get this person involved by getting their input and support so that they can help keep you on track. Finally, apply a business strategy of checking on the status of your plan regularly, either every quarter or monthly; apply this same accountability to life plans. In my life plan, I check on some items daily and other items monthly to make sure I am on track.

The most successful months I have had were when I stayed in tune with my plan, my business grew, and I grew. No matter what you do or where you want to go, you can’t get there without starting. Traveling out of the country, we encounter some inevitable questions asked by the agents in customs. "Where are you from? Where are you going? What are you brining with you?" So think of the answers to those questions as they relate to your business and life, as the answers will help you move toward success. It is hard to get ahead when we are only looking backwards at where we have been.

Quote: "Success is a matter of mind, if you mind what matters you are successful."
C. Krosky

Because people frequently ask, when one of my programs is open to the public, I wanted to share that on April 21, 2013 I will be speaking at Stuart Congregational Church, in Stuart, FL providing the message on Leaving a Legacy. http://www.stuartcongregational.com/

Seize the Day by Seizing Every Opportunity to Learn

We quickly realize that in order to succeed in life we must be willing to learn. The first step to success begins with surrounding ourselves with people who seek to grow and improve themselves. Perhaps this is where the concept of the professional student originated. We are all students of life, some just stay on campus and others move further into the world. Wherever we are, we must realize that every interaction we have during the day provides us with an opportunity to learn more. Whatever role we find ourselves in we must never be satisfied with "just doing enough." or "just knowing enough to get by." We must be aware of thoughts and actions that limit our potential. This can even include avoiding people fail to see the good in us or people who seek only to complain and never identify the solution to the problem. These individuals are wearing blinders and don't even know where to go to begin to grow.

It is easy to surround ourselves with people who see the world the same we do, we laugh at the same jokes, vote for the same political party, and share the same ideas. But, when everyone around us is "just like us" we can grow too comfortable,  and we don’t challenge ourselves to see other views to grasp for personal and professional growth, as a result we live in our secure world but this means our world is shrinking and so is our potential and so are our ideas.  

          If we are going to progress in life and at work, we need to associate with people who are already a step ahead, or who are at least headed in a forward direction instead of  idling in neutral. Our development depends on crossing paths with people who challenge and stretch us to reach new limits. Seize the opportunity to surround yourself with people that want to succeed, so that you may better understand how much you can grow or how much you have already grown.

Each sunrise brings us a new chance to be more than we were the day before. Life is our school, as we should all seek to be professional students. Realize that every person you meet is a new teacher bringing you new views and information. Seize the day and seize every opportunity to learn as each day brings us knowledge and wisdom.

QUOTES

"I will seek to be better tomorrow than I am today so that I will know that I took the opportunity to grow." C. Krosky

"Always seek to learn everything that the other person knows so that you may begin to reach their height." (my Father) W. E. Stewart

Lessons Learned In Life

Growing up it seemed that those who didn't believe in me were more vocal than those who believed in me. Luckily, the few who believed in me gave me hope and each new day gave me strength to try to be do better than I did the day before. I am thankful for the people who believed in my potential and I feel sorry for those who only saw limits for what they thought I could do. Believe in yourself and in others and share those positive beliefs daily, as it is gives us the nutrients we need to grow. 

The Price of Profit and Success

It is in our nature to want to be successful personally as well as professionally. Yet there can be a price to pay for profit. Individuals are often willing to pay the price for success by investing time, energy, and even money into developing their success. However, time energy and money are only three elements that can create success.

Whether you seek to be successful personally or professionally be ready to look at the cost of success, as well as the profit. Parents who want to be great parents often do so at the cost of a marriage or relationship, Business professionals seeking success within corporations may pay the price by losing relationships or even losing sight of their personal values. Such cost may be more than you are willing to pay.

However, the good news is that if you seek success you can achieve it without it costing you! For some people the price for success means facing their fears and being willing to profit from personal growth. As a personal coach, I am fortunate to work with individuals all over the world who have decided they are willing to look at various areas of their life and see how they can grow. While they pay the price in time and energy to examine areas that often they have often avoided, they profit when they overcome a barrier that was keeping them from succeeding. One example is overcoming the self-doubt that you can succeed or hesitation that prevents you from making the next cold call or reaching out to the next customer. The biggest price we must pay for success is facing ourselves and the obstacles that we put in front of us which prevent us from profiting. The other price we must pay to be profitable is a willingness to surround ourselves with people who believe in our ideas and goals. If your business has, a goal to increase sales it is obvious you would want employees who support that goal, who believe in it and who want to achieve it. Therefore, it makes sense that when we set a personal goal, we should surround ourselves with supporters of that goal, people who believe in us and who will encourage us to succeed.

One price for success is that we must have congruency in our goals personally and professionally. This means defining success with our values firmly planted in how we will achieve success. If we desire financial security for our business and our personal values include honesty, then our definition for success will be directed to "honestly creating a business that has financial security."

The second price for success is developing an understanding that giving generates success. The element of giving is often one of the riskiest components that successful people experience. It forces us to look at how we trust others, how we encourage and invite other people to learn with us and from us. This concept feels foreign to many people, because certain generations, certain cultures were taught that when we shared we were empowering others to be our competition. It was indoctrinated that to succeed we must keep information to ourselves. To not share but to look out for number one. This mentality causes us to leave in fear and it squelches our creativity or ability to increase productivity. Furthermore, those who learned that knowledge is power fear sharing and when they do, they do what I call “selective sharing.” Educational systems don’t have room for more than one valedictorian. While more educators are encouraging the benefits of study groups, there is still competition for grades that will get students accepted into a college that only has X number of slots. In order to get a better position at work or to be seen as a person who deserves a promotion, work force in order to get the better position, competition drives the engines. The price for success no longer has to be loneliness or isolation.

Last but most important the third price for success is that of learning. Learning is an ongoing process that requires that we shed our egos and realize that there is always something to learn and more to experience. So invest in your success today. Define success congruently with personal and professional goals. Seek opportunities to give to others as you grow more successful and self assured this will become easier to do. Then reinvest in yourself with courses, tapes, coaches, or whatever it takes to help you learn and examine how to continually improve.

Quote: “The price for success can be minimal and the profit great if we approach success correctly.” C. Krosky, CSP, LCSW

Handling Change

In today's world, change is our one constant. How many changes have you encountered at work in the last two weeks? Have you also encountered some changes at home or on the way home? (If you are like me, I encounter changes driving home with roads under construction. HA!) As leaders at home or at work there is always someone looking to us for leadership in the face of change. People watch us to see how we respond to changes. Personally or professionally, people are looking for someone to lead them successfully through the many changes that they are encountering in life. As leaders, we have the ability to help others see that embracing change and seeing it as an opportunity can immediately relay an energetic and positive approach which can set the tone for success. When any of us face change, there are natural responses that everyone experiences. However, the length of time that a person experiences these emotions will vary based on their past and their present change hardy experiences or approach. When first presented with a change at work there may be a grimace or sigh. This initial reaction is the first stage of experiencing change. In the change cycle, this is fear. The level of fear or intensity of fear varies from person to person and is usually based on our prior experiences. All of us experience the fear or anxiety stage even if it is for a brief moment in time; we take that deep breath, grit the teeth, or squint our eyes as we contemplate how this change will directly influence us. Ironically, it is because of the discomfort presented by fearful or anxious emotions that cause people to move out of this stage. Embracing change can be scary especially when everything around us seems to be in a constant stage of change. No one area of our life is safe from change. This creates an overload for many and in order to adapt they find one area of their life where they can create a constant. Sometimes this need for continuity may be how they spend their free time, or where they spend their leisure time, the types of foods they eat or the routine they have with others. Embracing change is easier to do when we are secure and for some people they need one area of their life that they can keep secure. However, there are still those people who keep doing the same level of work and expect different results. If we keep doing what we have always done then we will continue to get what we have always gotten. To expect anything different is insane. Change offers us the opportunity to reach higher to stretch more to step out of our comfort zone and to reach for a new level of delight. To improve in life we must look forward and move forward. Improving is much easier to do when we look ahead at our new goal rather than driving forward with our eyes focused on the rear view mirror.

Tuning in as a Leader

As a leader are you tuned in? Have you ever gotten so caught up in listening that you forgot to hear your own voice? Being a leader – an effective and skilled leader requires trust. Trust in yourself and in being true to you, even when it is tempting to doubt or to question events. We all have an innate sense in us that guides us or steers us. As leaders we are suppose to guide others and that means we have to be in tune to every bit of communication whether that communication is through external conversations or our own intuition guiding us to listen more closely or to postpone a decision. This past month has provided me with the opportunity to speak in a variety of places for a variety of audiences from breakout sessions to keynote and closing speeches at conferences. The majority of the programs that have been called for this month are programs regarding leadership and understanding our communication.

I meet many leaders who under-estimate their skills, perhaps for lack of self confidence or perhaps they haven’t been given permission to just believe in their skills 100%. Challenges for leaders don’t seem to be going away; rather they seem to be growing exponentially. Our only choice as a leader is to continually seek ways to improve our skills to lead, to establish trust and to communicate clearly with everyone we lead including ourselves. This may sound over simplified, but in a world where life can get over complicated in seconds, perhaps we should count our blessings in that being an effective leader can be rather simple, but it starts with knowing ourselves, trusting and believing in ourselves and listening closely so we can be where we really need to be when we are suppose to be there.
Over the past two months, I have only been in my office 6 days until this week when a cold knocked me flat on my back- literally. I don’t share this information for sympathy, we all get hit by a cold from time to time, but because there several sequence of events that made me appreciate where I am at this exact moment. Since August, I have been in California, all over Florida, New York to name a few places so the cold could have come from anywhere but it didn’t hit me until now – why! This spring I had been ask to speak in Nebraska this coming Friday and Saturday, serving as an opening and closing speaker for an event. It was the right group, right topic, and right fit. But it didn’t seem right and I didn’t know why? The key people were excited, I was excited, but my intuition said not this time? I just had the trust that the question was presenting itself, so I asked the question, “Is this the best time to bring me out?” All was quiet for a moment and then it was like the light bulbs went on and the answer came back, “No- next year would be better!” I don’t know why I asked, but I did and then what we came up with was brilliant, next year is their 100th celebration and they want it to be big and saving me for next year made more sense in so many ways. I didn’t know this past spring that I would even have some of the travel dates on my calendar that came up, so I couldn’t have predicted how my schedule or need for rest was going occur. But I listened to my client; I listened to what they needed from me. They needed me to be a leader to help them find the best path that would serve them. Leading is about serving others and when we serve genuinely we benefit as well. In the end the postponement served us both we discussed their strategies for this year’s event and we are eagerly awaiting the celebration for next year. In the meantime, my body got it’s chance to give in and use energy to combat a cold, that decided to attack and I didn’t feel pulled.
How in tune are you as a leader? What can you do to tune up your skills, so that you live by example and show people how to believe in themselves, how to trust themselves and how to listen on a deeper level. Start by taking time to listen to yourself. Give yourself some quiet time. Gather your thoughts? Ask yourself questions about directions that you need to be going, that your company or organization needs to be heading in and then listen to the answers-your answers? What can you do to help yourself or those you lead to grow? Remember we lead by example so give yourself time to tune into you so you can better tune in to others as they speak with you!

Resilience

Do you ever have a moment when you wonder how you can endure yet another change or disappointment? Well if you have ever had that moment in life, then you are human. There is a good chance that like many others, life seems to be coming at you at supersonic speeds and you just don’t seem to get a chance to catch your breath before the next event is on top of you.

So how do we increase our resilience and our ability to bounce back when changes are happening so quickly that we don’t seem to have a chance to adjust or adapt. The answer is rather simple and is why many people over look it. First remember that while, there are few things in life that you can control, the one thing you can control is your attitude. By just changing our attitude or outlook we can change our entire response, reaction and entire day. This means we have to make an active choice to look at our options and to see the possibilities that exist rather than focusing on the obstacles. It is very easy to get focused on the problem instead of the solution, but that is a lot of wasted or unproductive energy. So when you’re feeling overwhelmed ask yourself, “How will my action or reaction change the outcome for me personally?” Your personal reaction rarely changes the outcome of a situation, but it can change the outcome for you. For example, I have seen people nearly emotionally explode, because something broke. Their emotional reaction will set off a great deal of responses to their body, which could result in unnecessary strain on their heart etc. When we step back and ask ourselves how will my reaction change the outcome, we realize a temper tantrum, won’t repair the broken item, it may make me look foolish to those watching and it likely won’t make me feel better, there are healthier ways to release tension. Finding a way to be in control of ourselves increases our resilience.

Another way to increase our resilience is surround ourselves with positive people. Look for people who have a positive outlook on life, who choose to see that there are options. Take a moment to celebrate today – regardless of what has happened in your life, you still have this moment and you can make the most of it. It is very easy to be caught up in the negative events of life and of the world, but worry rarely added time to a person’s life expectancy. I would rather be in control of trying to add time to life, then giving up time on worry. “After all life isn’t about counting the days we have. It is about making the days we have count! “C.Krosky.

Detoxing Part I.

Last month the newsletter addressed stress and worry. This series will address how to address issues that are intoxicating and if not properly addressed add stress to our lives.

Have you ever worked with someone who is more concerned about what everyone else is doing at work than doing their job? Does this person create more conflict than unity in the workplace? Over the past few weeks, I have been hearing more stories about these employees as I have been providing programs on Handling Difficult Conversations, Dealing with Aggressive Individuals, and of course, Stress Management. The underlying item that the audience keeps identifying is that it is one of their good employees, who of course is not in attendance, that is creating the problem. Good employees don’t cause us stress, they don’t create a hostile work environment, and they don’t create a loss in productivity because they are driving down morale. To use the phrase “good employee” followed by a description that they are doing anything hostile is an oxymoron! The interesting issue is that the employers or co-workers often attempt to explain away the negative behaviors hoping that while they see the problem the employee is having they will understand how valuable this employee is for the organization. One common problem is that the person who needs to address the behaviors of this alleged “good employee” is either too close to the situation to see the utter devastation that is occurring or the leader with authority to take action is choosing to take no action and is ignoring the problem altogether. Most of us realize that the alleged good employee needs to be referred to by a phrase that better describes what they are, a Toxic Employee, or in some cases an abusive or hostile employee. Whatever phrase you use we can see that retaining an employee who is destructive to morale is costly. This can often be seen by looking at the number of employees who have left after having had to work with this toxic individual, the records may reveal a great deal of carnage if there have been no attempts to address the problem. A sad factor exist for those employees who have left because of this situation, many of them experience long emotional repercussions from this encounter.

For many managers and leaders it is easier to examine the issue by using the analogy of the employee in question being described as toxic or as an abuser. For those of us that live a healthy life and have a healthy view of how to treat one another, we would not willingly or knowingly invite an emotionally or verbally abusive person to come live in our home and give them free rein over everyone in it. But in the workplace, some employees are very skillful at flying under the radar. They secure the skills and the knowledge that causes them to appear invaluable and irreplaceable. While the analogy of the toxicity or abuser may seem extreme, the seriousness of the situation needs to addressed. Toxic employees, like abusers, create a sense of dependency or reliance. They put down the people they work with or live with in order to make themselves feel better. Many leaders or managers dismiss the idea that one person is responsible for the undercurrent. The employee who is stirring the pot, to use an old cliché, has a knack for turning situations around so that it isn’t their responsibility or fault, but rather it is almost always someone else’s fault and he or she is the innocent victim.

So how do you know if you have a toxic employee in your workforce or in your life? Look for the following signs.
1) This person constantly reports on or makes accusations about the behaviors of co-workers, when that is not their responsibility to report on these actions.

2). They discourage the interaction of others with targeted co-workers and when that co-worker is gone they select a new victim.

3) A consistent inability to accept responsibility for their behavior and actions, even in the face of dire consequences.

4) Inability to respect interpersonal boundaries, a compulsion to violate boundaries. (For example they may be constantly needing to meet with a Supervisor, ignoring protocol for an appointment, or meeting with a manager or supervisor without concern for the amount of time they are taking.)

So what is the good news and the bad news: The good news is that if you step back you can see the traits and then identify the behaviors objectively so that human resources or policies and procedures can serve as your guide to address the person’s actions.
Use a COPING Model to help see the behaviors objectively:

Clarify exactly what the problem or behavior is - inability to work with peers, inability to follow the rules. (If anyone else were doing this, would this behavior be tolerated, for example a new employee under probation?)

Objectively identify the facts – interpersonal skill, communication skills, teamwork.

Patterns of behavior - frequency that behavior is exhibited, this is usually the easiest one to see.

Investigate the options – What is it that you expect from them? What behavior is required?

Negotiate the options to correct the problem – Is there an opportunity for corrective action? How will this be identified? Be very specific on expected behaviors, if this is an option.

Give the options a chance to be met.

The bad news is that if one of these employees has been in your organization for more than 90 days, then for some reason their actions have been ignored and they believe that their actions are acceptable. Because that behavior isn’t okay it must be addressed and should be addressed as soon as they commit their next deed, and they will, because they are creatures of habit. The other bad news is that these individuals’ actions don’t go away if we ignore them, instead they only get worse over time but they may become more covert in their approach, especially in a work setting. Stay tuned for other ways to detox your life and make it Stress Free.

Stress and Worry- Take Control

Have you ever found yourself worried or stressed? Do you know what prompted this feeling? Did it take up time in your day? Stress is a reaction to an event, or a thought. Most reactions to stress are negative and thus are often interchangeably referred to as worry. When negative stress, or worry robs us of joy, it keeps us awake even though it is beyond our control. So when worry, or stress comes knocking on your door, think before letting them enter your life. Many people say we can’t prevent stress, or worry but when we examine more carefully what we worry about we find that 40% of it never happens, 30% already happened in the past so we can’t change it anyway, 12% is personal criticism either about others or criticism we have toward others, which is unproductive either way, 10% is health related and 8% of that which we worry about actually has validity, but worrying or stressing about it is still an unproductive way of handling it.

We actually have to practice giving up our worry or casting it out of our lives. Everyday, consciously decide if what you are worrying about deserves time in your day, what will you gain from giving time to this matter and what can you lose by giving time to worry. A precious moment may escape you because you are preoccupied by something that you can’t change or fretting over something that won’t even happen. Stress currently accounts for 45 to 90% of the medical expenses. According to the Encyclopedia of Occupational Safety and Health - Stress is the leading cause of death as it is the leading contributor to Heart Disease, Cancer, Lung Disorders, Accidents, Cirrhosis of the Liver, and Suicide.

Just as research and statistics show that negative thoughts can decrease our health research also shows that actions that promote positive emotions are beneficial to health. In one study, people were asked to count their blessings. People who “counted their blessings” weekly for 10 weeks by listing things for which they were grateful, or thankful had better health outcomes, fewer physical complaints, spent more time exercising, and had better sleep quality. So renew your commitment daily to worry less because so that you add vitality and energy to your life. Accentuate the positive events in your day. It may not be possible to be completely worry or stress free, but we can choose how much time we will allow negative thoughts to consume in our day. The more time we give negativity the higher the price we pay. My ultimate question is whether or not what you are worrying about or stressed about is worth dying over? No – it isn’t! Then begin taking control of your stress.

Here are the six R’s for stress management:
1. Responsibility – You are in control of where you put your energy and thoughts.
2. Reflection – know your stress triggers and be aware of stress symptoms so that you are ready to prevent them from taking over your thoughts and your day.
3. Relaxation – Schedule worry free – stress free time at least once a day, or as I share in my programs take at least 3 cleansing breaths a day.
4. Relationships – maintain a supportive relationship that helps to strengthen you and establish clear boundaries in relationships that have the ability to drain you.
5. Refueling – eat healthy foods that are high in fiber, low in salt and cholesterol and have protein to refuel the brain.
6. Recreation time – make time every day to exercise your body, enjoy life – to have fun and laugh.
“In one minute I can change my attitude, and that minute can change my entire day.” Author Unknown.

I can only hope you are willing to hear that you have an active choice about letting negative stress into your life and into your mind. Start now, make choices that allow you to enjoy your life. The life we have today never looks like the life we had yesterday. Something is always changing and evolving. Looking forward helps us to reach to new goals. Looking back and longing for what we had or what we lost can be very destructive and disempowering as it stunts our growth. Letting go of negative stress and worry gives us more time and opportunities to be happier, to be healthier, and to move forward.
(It was great to see so many familiar faces at the One Goal Conference in Tampa July 2010.)

Feel free to forward this newsletter to others or email us if you wish to subscribe. Achieving Corporate Excellence, Inc.

Understanding how to Lead Effectively Is Vital

Have you ever worked with or for someone who was an ineffective leader? Worse do you know someone who was a great employee, but when this person received a new responsibility or a job promotion, the title or the responsibility changed them? We know that ineffective leaders decrease morale and decrease productivity. But when the ineffective leader was once a trusted colleague the repercussions often end in job termination for effective employees and this is only part of the fall out.
Being an effective leader at any level means that you have the ability to look beyond the moment and to consider that every action taken has a reaction. That reaction can cause long lasting effects that either may positively or negatively outlast the individual who started the action. I have worked with many organizations and people who have been mindful of their actions and how what they do will play out into the future for both the employees and the company. I have also seen those who seem oblivious of how their actions and the recourse their actions will have on the company or the people they supervise.
In the past two months, I have been from Orlando to DC to Houston and talked on Leading Without Authority, Recruiting and Change at different locations. During the course of these travels I have had the opportunity to be in a position like the Undercover Boss or Mystery Shopper for a company and not only watched but experienced firsthand the fallout when an employee who was promoted from within, attempted to manage, and refused to seek help. It is as if this person, who was once a part of the team, suddenly had a personality transformation for the worse. This involved, caring individual crumbled under the pressure, they became insensitive and blind to the needs of the people they were to manage. It left everyone confused including the new manager. There are many reasons why this alleged personality change occurred. The new manager had a wealth of knowledge on the service or product they provided, but lacked an understanding of how to manage people or how to apply critical thinking skills.
Increased responsibilities either help us demonstrate our skills or demonstrate our insecurities that result in poor decisions. Being placed in a position that gives us responsibilities, but fails to empower us only adds to insecurities and a sense of helplessness. (It is possible to be an effective leader without authority but that is for another newsletter). For a novice leader insecurities or inadequate preparation can cause them to feel disempowered. In the case I worked, the new manager took the position of fighting and was cruel and demeaning to formerly loyal employees and colleagues. While I was there to perform this task the managers attempts to gain authority were belittling and made me want to leave, but I had to remember I had a choice and I was trying to help a company solve a problems so I stayed and listened. I did try some mild interjections to keep my cover, when the individual used threats and fear as a technique to gain compliance. Threats and fear are not only an ineffective motivators, but at best they are only temporary.
As was predictable the person I was observing was driven by their own fear and the realization that they were not pleasing the people that work for them, thus they attempted to play a dangerous game in hopes that he or she would be considered in-expendable. The reality is we are expendable. The new manager engaged in the YES game. Saying yes to the person who gave them the position or the authority in the hopes that pleasing their boss, will guarantee some job security while they are making big mistakes everywhere else. For some that I have observed they have sold their soul and lost themselves, perhaps forever. Yet people assume that if they just try to get on the good side of the person that promoted them, then they will be more secure. If that is the case, then the new manager really needs to do some personal examination to see why he or she is having insecurities or doubts and is hesitant to speak up and to use their knowledge. The person is attempting to lead with authority but is leading without skill and the repercussions are many. Regardless of the insecurities of the new manager or the strategy, being taken a poor leader creates big problems for those they lead. The manager and the employees all struggle to find their place and during this time productivity plummets, mutual respect vanishes, and morale hits bottom.
So what can be done? For the new manager, much needs to be done to assure that they are willing to take the risk to speak up for their position, to gain clarity and to assess if they are in the right role. Once I had collected a few days to determine consistency in behaviors in different situations, it was obvious that personal coaching was needed if we were save the department and this individual. In addition, understanding how to communicate effectively, education on personality styles and then just basic leadership skills to get them started. This was an awesome project and the individual and the department have the possibility to move forward. But there are other situations where companies don’t get the inside scoop only the human resource department starts to notice that there is a commonality to people who are asking to move out of a department or who are being let go, when in the past they had been considered a good employee.

So what are you doing to keep productivity and morale up when other factors are working to decrease it. How are you helping your leaders to stay effective and assuring that they are getting the help they need to help motivate and retain existing employees? Be careful the choices you make, because you may be held accountable and have to take responsibility for them.

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May you have a great start to 2010. Hope to see you soon!
Bring a program to your City: Schedule a program while Cindy is in your area.
Upcoming Events:
Big Brothers Big Sisters, Port St. Lucie, FL - June 2010
June 28th Fire Inspectors Conference – Keynote on Personalities in the Workplace
Breakout session – Managing Time before it Manages You.
August –25-28 Private Facilitating Business Planning Retreat in Palm Beach Gardens
October 11 – Dallas HR Conference – Coping with Diversity of Change.
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Call ((772) 461-8313 USA Eastern Standard Time or Contact us for availability and fee schedule.
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Making a Mistake

Have you ever made a mistake or been informed that an action you took was a mistake? How did you feel about the feedback or information? What did you do as a result of this feedback or information? Feedback is essential, it is even more important if the feedback is in regards to an error that was made. The challenge with feedback is to learn how to hear what is shared and to take the proper action.
Basic customer service instructs us that when something goes wrong we should use what I call the AAA technique. Acknowledge the problem; Apologize for the problem and then make amends to fix the problem. Using all of the AAA’s together is essential but while this may sound very simple, we can get hung up on any one of these three areas. Acknowledgement is challenging. For some issues, this may mean that you personally have to take ownership of what happened. Many times this also means that you are not given the opportunity to defend or explain why it happened. That is what makes acknowledgment so challenging. For example if you are a waiter or server in a fast food restaurant and an order is delayed, it is important to acknowledge the delay to your customer. The customer does not want to hear that someone else took their hamburger or that you their order was lost, they simply want you to acknowledge that it happened. If you are in construction and a railing or wall is not meeting or passing code. The inspector and company hiring you doesn’t care why it happened, even though the explanation may be logical, they do care that it happened and that it will be fixed.

So what makes this part of customer service so frustrating? It is usually because our job or career gives us personal identity and we take pride in what we do. So when a problem occurs, we feel a sense of ownership and a sense of disappointment for either being unable to prevent it or unable to explain in advance what was happening, thus perhaps preventing the customer from being displeased. So what can we do to decrease the frustration? We must see it as an opportunity to grow. We may grow because the person sharing genuinely cares. Remember 90% of customer complaints are a cry from a customer who wants to see the problem fixed, as they would like to remain a customer. So hear their feedback about the problem or mistake, understand why they are sharing, and identify how you will address a situation in the future for that customer or any other then move forward. Here is where we meet our challenges to grow. First we need to detach or give up our desire to explain our actions . It can take us quite a while to realize that those explanations are t just is not going to happen. Secondly, we have to find a way to cope with the lack of closure about the issue, since there is not an opportunity to explain our side. This leaves us with the burden of ownership and the sense of having unintentionally disappointed someone. Unfortunately, this can cause us to get stuck yet again, unless we have learned techniques to help us move forward, so that we don’t get bogged down in second-guessing ourselves. Personalities, professions, and our own personal baggage can affect how we move forward or how we can we become immobilized.

I have the pleasure of working with many wonderful people and I am always learning from them. I recently worked with a very large construction firm and had the pleasure of watching their President address problems when they occurred. This individual has a very dominating personality and is a quick thinker. For those of you familiar with the Myers Briggs this individual’s personality style would be most likely to be an Extrovert, Intuitor, Thinker, and Judging. I could see that he had resolved the problem and moved on to the solution, before the individual presenting the problem had even finished explaining the problem. There is something to be appreciated in that personality style and that is that they do not dwell on the problem nor do they dwell on the mistake, they identify it and move forward with very little baggage, but with lessons learned. The problem is when your personality style is the opposite areas such as an Introvert, Sensor, Feeler, and Perceiving. The Introvert dislikes conflicts or problems. The sensor has a need to get the details correct; being off on a measurement isn’t acceptable and is a flaw that they struggle to get beyond. The feeler doesn’t want to disappoint anyone and internalizes and dwells on perceived mistakes. The Perceiving personality struggles to make decisions for fear of making the wrong one, and making a mistake only reinforces their insecurity and lack of self-confidence.

So if we have a strong personality how do we help those who work with us decrease the stress that may be felt when mistakes occur. Reinforce positive satisfaction with the job that is being preformed. Attempt to understand that the person your giving feedback to may need time to share or to vent and allowing them to have a discussion with you can help them move forward faster and can improve their relationship with you. As a leader it is important to remember that there is more to life than what we need and want, if we are to grow those around us we need to work on our ability to demonstrate empathy with a variety or personalities.

How do we get through mistakes on our own. Give yourself a mental break. Step outside look down the block and count atleast 10 things in nature that you can see. Take a moment to appreciate the noises of nature, the wind and take a deep cleansing breath. During the day when the mistake creeps into your mind and you begin to beat yourself up or worse put yourself down because it happened, stop and realize it isn’t the first time that it has ever occurred. You have lived through problems or situations like this before and you will live through this event too. You will grow stronger as a person and as a professional. Mistakes will occur, whether made by accident or whether they are the result of a person’s perception of the situation. The biggest mistake we can make is to ignore the lesson that lies within the situation and to beat ourselves up over the past. We can’t undo yesterday, last week or last year, we can make today better and work to improve our tomorrows and our future. Dwelling on what has been prevents us from making what can be better.

Getting Where we Want to Be

Vol. I No. 6 2009
Getting Where We Want to Be

Do you know people or companies who just let life happen to them? They don’t take control of their life. Getting where we want to be rarely occurs by accident. Sure, we read about the lottery winners, or the very rare number of people in this world that seem to get to a destination because circumstances put them in the right place at the right time; But for most of us, our ability to arrive at the destination we are seeking occurs because we are willing to put forth effort. Even though getting where we want to be requires more work than having it handed over to us, the ability to appreciate and sustain what we accomplish is even greater. We do more than survive circumstances and events in life, we choose to strive and thrive. This results in determining our direction and destination instead of letting ourselves be victims of circumstance. Realizing we have choices in life also prevents us from becoming a victim, and instead making us more in control of our destiny. Life is easier when we realize that we have choices. True, we may not always like the choices available to us, but we do have choices, and knowing that we have choices prevents us from feeling trapped.

Maybe you can relate to a situation I was in many years ago. I held a high up supervisory position, was very competent, and had increased productivity and revenue in a brand new branch of the company. The corporate ladder expanded and I found myself no longer reporting to the CEO, but to a new manager who was unfamiliar to this industry and in my eyes out to make a name. Life at work went from being enjoyable to unbearable. As a single parent, I felt trapped. The issues became severe enough at one point that I realized that I could have filed a formal complaint, but fear prevented me from pursuing this option. Then I realized I could resign. I knew that would be my last choice, but the realization that I had a choice or choices was significant. I typed up a letter of resignation and placed it in the trunk of my car. I then looked at what I was allowing to happen to my job performance, my “I am fed up” attitude was going to ultimately reflect in my work and that would directly reflect on me, instead of my manager and that wasn’t what I wanted. So I decided to take a new direction and remove myself from being the victimized employee. I became determined to demonstrate my competence regardless of my manager and to make sure that I did such a good job, that if I were asked to leave, I would know I had given 100% to the job and that others would quickly miss the excellent work I did. My strategy paid off for me. While there were at least 3 occasions where I walked out to my car, opened the trunk, and picked up the resignation envelope, I knew I was the bigger person here and gave myself one more day to think it over. Ultimately, the manager went away, because the incompetence could only be hidden for so long.

Usually the reason we are trapped is because we have developed tunnel vision and no longer see the possibilities available to us. I have been working with companies and employees who are working to survive this new reality of change. Many people and companies are on change overload. This overload causes many people to freeze, which results in a lack of productivity, poor morale, and feelings of being a victim with a sense of hopelessness. In the end, only the doctors and therapists are doing well during poor economic times, or periods of excessive change. Companies and people who are keeping their heads above water, as the cliché goes, are companies that had solid strategic plans. They looked forward and determined what their goals were and identified steps that they needed to take in order to get there. Courses may have had to be readjusted, but they knew where they wanted to go and stayed true to their course.
So how do you get to where we want to go regardless of economic challenges? We set a course for where we want to go. A key part of the process is to take responsibility for determining your direction and avoiding becoming a victim of circumstance. This basic premise sounds so simple, yet people dismiss it without giving it a try. Then decide your direction, what actions will you take to reach that goal? What sacrifices will you make in order to meet the goal? Identify what you need to do to stay on track; clearly know the value of this goal. It is easy to get stuck and to wear blinders that cover our eyes and our ears preventing us from seeing that there are many options or possibilities available to us.

Identify where you want to be professionally, personally, financially? What needs to happen in order to move you in that direction? Be realistic and identify those things that you can control in your world. What do you need to do about your mental readjustment in order to move yourself in the direction that you want to go? What are you willing to do to go from stress to success? Start by having the end in mind - which in this case would be Success. This means moving to success versus starting from stress. We already know where we are and don’t need to focus anymore time and attention on our current position; instead we need to set a goal that will help to shape the plan or path we want to be on. This approach applies to everyday tasks like housecleaning, making dinner, getting dressed. You know what it is that you want; So you create a path for getting there and apply it to every aspect of your life.

WEBINARS and TELE-SEMINARS
Scheduled programs can be delivered directly to your organization or professional association. Call ((772) 461-8313 USA Eastern Standard Time or Contact us for availability and fee schedule.

Have to watch the budget but still need to have training that has value. Then let us provide a teleconference or webinar just for your dept or organization. Contact us today to set up a program that will benefit your company and employees. Our time is your time, time zones and shifts are no problems. Let us see what we can do to offer what you need.
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ARTICLES:
Have a custom article written for you association newsletter or trade magazine. Request reprint permission of an existing article.
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NEED A GREAT SPEAKER to get a convention going? Does your training a lift and positive energy? Then call today and book Cynthia Krosky or her staff. Let us be your resources to help you grow. Call us at (772) 461-8313 USA Eastern Standard time. Do you know someone who could benefit from leadership or team-building programs then forward this to them! We are looking forward to serving you!
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Cynthia is a CSP, Certified Speaking Professional, the highest earned designation in the International Federation of Professional Speaker and the National Speakers Association. Of 4000 members, less than 200 women hold this designation. Seeking a professional for your next convention keynote or other programs, call us at (772) 461-8313 USA Eastern Standard Time

Keeping Teams and Staff Focused on Soaring Higher

Achieving Corporate Excellence, Inc. Newsletter

Vol. I No. 4 2009

Keeping Teams and Staff Focused on Soaring Higher

It is easy to lose altitude with a team and a staff when life is presenting challenges, however, leaders knows that it is their responsibility to ensure that staff and teams continue to soar, despite these obstacles. Through wisdom, teams and businesses thrive and grow. Building a relationship with employees is like building a home. It is done step by step. The mortar that holds it together is unconditional and solid. Yet the only way to know if the mortar is the right mixture is to see how it holds up during storms. Many people are experiencing such a storm or test in their business today. They have spent time and energy building teams and staff members and now they are asking even more. Will the staff and teams hold together or is the mortar too fragile? The most vital resource businesses have is their employees. Happy employees are excellent advertising agents, telling friends, family and even strangers about your company because they feel appreciated, they share openly in all areas of their life. But employees who don’t feel appreciated are even louder advertising agents, making negative comments about the company and the lack of appreciation that they feel. Realize that people believe both the happy and the unhappy employee.

If we sacrifice on what we give to our team and staff, then they became weaker, just like if we water down mortar it won’t hold a building up either. What have you done to keep your team strong? Have you offered training, rewards, etc.? What can you do to maintain these events for them? When we withdraw trainings or reward programs people feel less valued, less important and the morale can drop rapidly. I was recently talking with a friend who donated blood. She reported that during her last visit to the blood bank, there was a sign letting donors know that there would be no more distribution of gift cards for blood donations. While donating blood is typically done because it is the right thing to do, and not a $10 gift card or t-shirt (reward), donating blood is still an act that takes time out of someone’s day. It will be interesting to see if blood banks see a decrease in donations, since the perception of some donors may be that there is no reward or other appreciation for their time and effort.

So what can you do to make sure teams keep soaring? Here are some tips:

Tips for Keeping Teams and Employees soaring when others are losing altitude and gaining a negative attitude:

1) Seek to maintain focus for the team.

2) Keep lines of communication open and keep them informed.

3) Keep agendas and plans moving forward even if some modifications need to be made.

4) Be creative with both budget and work force.

5) Continue to offer training and showing the staff and team that they are valued.

6) If bringing in an outside trainer appears too costly – look at other options. (Would this program be able to be offered as a webinar or live Webinar?)

Creative Training Tips:

Many times I have worked with companies and even associations who are trying to figure out how to help their teams and staff succeed, but they report they don’t have the budget to do the training. It is easy to say what we don’t have and more challenging to see what we can find. One association realized they had enough budget to pay for a piece of cheesecake for dessert, but not enough to pay for the speakers fee. After talking they realized that they were paying for a dessert that not everyone would even eat. Two weeks later most would not even recall if a dessert was even served at the event, but they would remember the message the speaker presented.

Bring a program to your City: Schedule a program while Cindy is in your area.

2009 Confirmed Upcoming Events Public can attend:

Annual Gulf Coast Symposium - Houston TX, May 21, Cindy will present on Raising Presentations to New Heights. (HRCI program)

South Brevard SHRM Melbourne, FL, June 11, The Diversity of Change. (HRCI program)

Florida Association of Public Health Nurses Palm Beach, FL, Cindy will be doing the closing Keynote on August 4, 2009. Contact information: http://www.faphn.org/

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WEBINARS and TELE-SEMINARS

Scheduled programs can be delivered directly to your organization or professional association.

Call (772) 461-8313 USA Eastern Standard Time or Contact us for availability and fee schedule.

Have to watch the budget but still need to have training that has value? Then let us provide a teleconference or webinar just for your dept or organization. Contact us today to set up a program that will benefit your company and employees. Our time is your time, time zones and shifts are no problems. Let us see what we can do to offer what you need.

*******************************************************************************************

ARTICLES:Have a custom article written for you association newsletter or trade magazine. Request reprint permission of an existing article.

******************************************************************************************

NEED A GREAT SPEAKER to get a convention going? Does your training need a lift and positive energy? Then call today and book Cynthia Krosky or her staff. Let us be your resources to help you grow. Call us at (772) 461-8313 USA Eastern Standard time. Do you know someone who could benefit from leadership or team-building programs? Then forward this to them! We are looking forward to serving you!

********************************************************************************************************

Cynthia is a CSP, Certified Speaking Professional, the highest earned designation in the International Federation of Professional Speaker and the National Speakers Association. Of 4000 members, less than 200 women hold this designation. Seeking a professional for your next convention keynote or other programs, call us at (772) 461-8313 USA Eastern Standard Time