The Crime of Emotion

Much has been made of the post game spat between two football coaches this last weekend. Jim Schwartz felt disrespected because Jim Harbaugh shook his hand with too much force after the game. I am from Michigan and I hate the 49ers, so it would be my natural inclination to side with Coach Schwartz - not in this case.

The term sportsmanship is like the omni-present company Core Value of Integrity. Both are high and mighty terms that govern behavior to the most gradiose court. As if to say it is esstential to consider the tradition of the sport/business when any decision is made or action takes place. Give Me a Break!

Jim Schwartz was not upset because the integrity of the coaching hierarchy was corrupted - he was upset because he lost. It may not have been in good taste for Coach Harbaugh to jump up and down like a school girl when he won - but can you blame him for his inability to hide his excitement? Both guys are in leadership positions on team's that used to suck and are now good. These teams are good because their leaders have asked more of their teams and have proven they were willing to put the work in with them. Proving the old addage that hard work pays off!

It's pretty simple: You Should Be Humble in Victory and Accountable in Defeat

Today talk radio shows will have jammed phones occupied by people who never played football eager to weigh in with their opinion of the coaches confrontation. Beyond the actions of these individuals in this particular post-game fracas, there are lessons in
personal integrity to ponder:
1. Celebration Is Not An Act of Disrespect!
2. Losing is an Unfotunate Part of Life!
3. Own Your Actions!

Get Some
I coach a soccer team of 6 year olds - we are very good! When I see these young people take what is being taught and apply it, my purpose on this earth is further validated. Am I a jerk for celebrating the achievement of these wonderful little people? Is it bad that I can't help throwing my hands up in encouragement for my place in this world and the legacy I have been lucky enough to be part of? Other coaches will occasionally look over at me with disappointment - they are disappointed that they are losing.

It is not arrogant to celebrate....it is an acknowledgement of our human existence. When the emotion turns off, your life is put on pause. Don't be afraid to celebrate because the other guy doesn't have what you earned!

Losing Sucks
No person has ever won every competition they ever entered. Even The Great Cael Sanderson must have come up short in a spelling bee somewhere along the line. It is bitterly unfortunate, but losing is part of life. I love nothing more than winning, but I have learned a great deal more from my losses. In order to elevate yourself as a person and a professional, you have to try things that may be beyond your perceived skill set. When you bump yourself up a level you stand to lose. Better to get on the elevator than to stay on the first floor.

If you are willing to try everything you stand to learn a lot. If you wish to try nothing at the risk of failure you may never lose....or learn anything.

Accountability
...another ominous core value...this one slightly more applicable.

The aforementioned coaches eventually owned their actions stating that they got caught up in the competitive moment. I am always disappointed when a public figure cannot be honest in light of their actions. If Tiger Woods held a press conference admitting that he lived his life in a bubble and lost control of his discipline when his father died, do you think he would have been more easily forgiven? The hardest thing to do is own your actions. There is hope to benefit from in unfortunate results if you can simply admit you are not perfect. It's also the right thing to do!

When the game is over you might see the other coach at the grocery store, on the playground or at church. Will you be looked upon favorably when no one else is watching? If you lose a deal and are graceful in defeat, that prospect will leave their door open for you. If someone betrays your trust, and you give them another chance, you allow them an opportunity to benefit from a loss.

Let's save accountability and integrity for tax season and the jury at the pearly gates. Until then, just try to do the right thing!

Don't Forget to Remember!

Dave

A Challenge to HR

Going into the 2011 Society for Human Resource Management Global Conference, I feel it my duty to re-iterate the "top workplace trends according to HR professionals" conveyed at the onset on 2011:
1. Continuing high cost of employee health care coverage
2. Passage of federal health care legislation
3. Increased global competition for jobs, markets and talent
4. Growing complexity of legal compliance for employers
5. Changes in employee rights due to legislation and/or court rulings
6. Large numbers of Baby Boomers leaving the workforce at around the same time
7. Economic growth of emerging markets such as India, China and Brazil
8. Greater need for cross-cultural understanding/savvy in business settings
9. Growing national budget deficit
10. Greater economic uncertainty and market volatility

In short; Globalization, The Economy, and a whole lot of policy. I guess Laurie Ruettimann was right, HR is all about politics.

How do:
1. Leadership
2. Organizational Strategy
3. Innovation
....fit into the HR notebook?

Should we be concerned that the Administrative stereotypes of Human Resources are re-enforced by the aforementioned survey? If HR really wants a "seat at the table", we need to focus less on legalities and more on our influence in driving organizational strategy.

We need to attract and hire great talent, evolve our company culture with the changing generational dynamic, create programs that drive thought leadership, and foster an employee-centric organizational environment. If these things seem obvious why are they not showing up as our peak concerns. We need to put down the Employee Handbook and pick up the Organizational Playbook.

Every employee in every company starts and ends with HR. We need to be a pipeline from Employee to Senior Managers:
Adopt a Strategic Program Management Plan
Create a Funnel from Employee to CEO
Stop Ignoring the Facts


What Would Google Do...
At the World at Work Global Compensation and Benefits Conference, the Google Compensation Team revealed a case study detailing how they revolutionized Compensation in their organization. Google gave every employee a 10% pay raise and a $1000 spot bonus. As we left their panel discussion a man turned to me and said, "I sure would like to work at a place where 10% pay raises were a reality...but I never will". Many from the conference had similar reactions, but they missed the point. Monica Davis and her team at Google developed a strategic plan for program adoption:
1. Listen to Employees
2. Gather and Analyze Data
3. Obtain Approval
4. Communicate
5. Build a Model
6. Implement

The key of this presentation was not that Google has millions of dollars to shell out on the ready (because they don't). The Google team wanted to show other HR professionals how to be business relevant.

When you come to the board room with data and a communication model to drive employee adoption; the CEO will actually ask you to "sit at the table".

The Voice of the Little People
I've never met a CEO that has any idea of a entry level professional's level of discontent with organizational directives. We implement performance reviews, surveys, and town hall meetings in an effort to gather employee feedback. Most employees feel they will be cast in a bad light if they point out areas of organizational deficiency in these forums. So they keep their mouth shut and work around organizational challenges.

This is where HR needs to assert leadership. Every HR Leader knows where the organization is falling short. With data in hand, and a plan for restructuring, we can be the driving force to organizational improvement.

What are you afraid of..?

Watch Your Back...
I worked for an organization that had a technique. Gather exit feedback from employees...then run to those who have been complained about and warn them to watch their back. This is how mediocre organizations stay mediocre, great employees leave for greener pastures, and bad middle management maintains it's place in marginalizing talent.

We are in denial! We start a 'good ol' boy/girl network' and protect our own. Millions of dollars are spent opening exits for true talent while protecting people who suck at their job. What a shame.

Another opportunity for HR to bang on the Boardroom door and demand attention.

So, as we enter the conference center in Las Vegas for the 2011 SHRM Annual Conference, I want to issue a challenge to every HR professional at every level...

Acquire knowledge to solidify your position as a Change Manager!

Gather tools to improve your strategic approach, the courage to convey information and the uncompromising drive to make your company better!

Don't Forget to Remember!

Dave

Are You A Commodity?

A company had some explaining to do to their investors. Apparently the majority shareholders were not content with the company's acquisition and property management strategies. There is too much $ out and not enough coming back. I guess this is a concern if you are banking money into a fund and seeking returns.

My question: What Does This Have to Do with How the Company Operates?

The Board is watching margins, dividends, stock prices and projections...I would be more concerned with how the Employees are being treated!

Doesn't it stand to reason that if you treat employees well they will produce. If employees produce, profits increase, and share holder value goes up. I know there is a formula that drives a grading scale that makes a company a viable on Wall St commodity. But, the people working 12 hour shifts to pay the mortgage probably don't see their company as a commodity.

If I was in charge of driving revenue I would focus on 3 areas:
* Retaining Talent
* Creating a Unique Corporate Culture
* Mid-Level Leadership Empowerment

$120,000,000
That's how much it costs a 20,000 employee company to turn over 7.5% of it's workforce (a below average turnover rate). That's just the hard cost. Client relationships will suffer, product development will be slowed, those with valuable system comprehension will never get to mentor their successor.

You lost $120m, a few flagship clients, and irreplaceable workplace knowledge because you forgot how to say THANK YOU!

People leave employers for one reason: the light at the end of the tunnel fades out.

There has to be a daily validation of effort. A Development Path and Applicable Skill Training is all any hard working person needs. That, and a pat on the back when they perform well.

It's that simple!

What Makes This Place Unlike Any Other?
Next time you are in an interview ask that question. If you get any type of answer odds are the company is trying to discover their greatness. That's all any great employee can ask for.

The understanding of what makes your company great is the recognition of your differentiator. Not all hiring managers can answer the aforementioned question.

Thought Leadership on the Rocks
Every company has a CEO with Vision. All Executive Leaders are smart as hell. You don't get a seat in the boardroom by being a dum dum.

The Problem: The bigger the company gets, the more layers we build between the idea and the people who are charged with carrying it out.

I used to travel across the country to hear our CEO speak. It was worth it. After a week of being back home, I could not remember his message. This because the multi-layers of 'management' between the CEO and I were so thick. The message transformed from Vision to Warnings.

Middle Managers are those who carry the torch in your organization. These are the folks that interface at closest range with the revenue producers and customers. They are underpaid, they are powerless to fire anyone, they have 'rules' thrown down from 20 stories up, hiring is a constant, and they make less money than their top producers. As Middle Managers are forced to become politicians, Leaders become Babysitters - No Fun!

Most companies fail to understand that empowerment to the people with their feet on the street is far more important than repurchasing stock or issuing dividends.

I know what you are saying: there will be no employees if the company is spending money it doesn't have. I get it. I simply wish companies would focus on the little people's blood, sweat, and tears (more than numbers on a report).

Don't Forget to Remember!

Dave

Do You Validate?

Another class of students have completed Dale Carnegie's Human Relations Training. A class in which I am lucky enough to be a graduate assistant. I always ask the graduates what their key take away will be. To my surprise, one of the more astute students returned the question.

It's been a while since a student asked something about me.

My reply: I Have Learned to Listen More Than I Talk!

Blogging, writing, and social media citizenship for me has been an exercise in presenting my experience by invitation. As if to say, the reader can unlock my opinion if they so choose....or turn the channel.

It took a Human Relations degree for me to learn to be more aware of my audience. Back in the day, if you extended a salutation, it was returned with a bravado filled monologue. I would tell you how great I was, how everyone else was falling short, and then dart off in the other direction. I was inconsiderate of the opinions of others, conversations were one sided, and a passive greeting was met with a direct (uninvited) fit. This was a time of indecision for me. Instead of benefiting from the input of others, I showcased my indecision. I tried to make sense of my jumbled thoughts by vocalizing them. I was throwing words into a black hole. I was trying to make progress by avoiding what I needed ~ new ideas.

What An Annoying Ass I Was!

Dale Carnegie's 16th Principle to Win People to Your Way of Thinking:
Let the other person feel that the idea is his or hers

Early in my career someone told me: Selling is Telling! It is actually the opposite. The best salespeople are great listeners. They know how to take in a prospective customer's goals and differentiate them through their solution. When a person grandstands without asking what you need they invalidate their existence.

Dale Carnegie's 28th Principle to Be A Leader:
Give the other person a fine reputation to live up to

During our course, we have dispelled the assumed principles of Leadership. We have learned that the best leaders are not overtly assertive or commandingly direct. In fact, a ironic skill set of a leader can be vulnerability.

This is where a divine truth reveals itself:
Many Assumed Traits of Leadership are actually Revelations of Insecurity

I overheard a young lady on a conference call the other day. She was using framed language "...we either manage up, or manage out..." - she was trying to sound smart. Translation: I speak confidently so I must be confident. She wanted to be heard not because she wanted to help but because she wanted to be accepted.

Who Cares?

....that's the question you need to ask yourself. Why do you care about asserting yourself in such a fashion. Are you acting for the betterment of the team, or are you simply looking for validation?

I was a person that vomited bravado not because I had anything to share but because I wanted to know that what I was saying made sense. I'm not sure why I didn't ask for advice instead of pretending to know everything.

You will not receive honest feedback from anyone if you hit them over the head with aggressive conversation.

Here's what they are thinking: "dude, I just asked how you were doing....you could have just said fine and continued to the copy room...I've actually got work to do and I don't really care about your misery".

This person might actually be able to help if you asked for their help instead of pretending you didn't need it.

Don't Forget to Remember!

Dave

Personal Relevance

This is the 3rd installment of the Employee Purpose Perspective (EPP). What have we learned so far?

* Collaboration is better than competition
* One must have purposeful intent to discover a meaningful worklife


We have agreed to find purpose in a common cause. Now it's time to understand the extended relevance of this cause to our livelihood.

The worst advice I ever got was to keep my employees at arms length. I was told not to get too close to my team because it would make leading more difficult. That's hogwash.

I believe forging personal relationships beyond products and services is what turns a company into a culture. By simple premise, if I respect you as a person, I will respect you as a professional. It does not always work the other way.

The person who advised me to keep from engaging my team in my personal life was afraid. She thought revealing her true self made her vulnerable. If you dislike yourself you may assume others will too...so you put up a facade. My contention is that by making ourselves personally available we cross the line from numbers to people and make it personal. Human connection is what makes good companies great.

Even the most strategic facade creators are always revealed. Anyone can put together a company, sign checks and produce profits. People come and go from companies, they stay in cultures of appreciation driven by leaders with Human Connection.

So Let's Get Personal!

I sat with a client a few months back. I advised him how to run his company, he nodded and appreciated the advice. After enduring my professional bravado he asked me where I lived. I told him and returned the question. For the next half hour he told me a story of his house burning down and the uncertainty of 2 hours away from his children after hearing of the fire. A humanizing story. I will never forget this man!

We walk in and out of buildings, file contracts, make copies, shake hands, smile and give advice. But, without getting to the center of people's being we cannot form lasting connections. Without lasting connections we commoditize our relationships. If our relationships are commodities they are easily replaced by the next thing with a smaller price tag.

Think about the best boss you ever had. My guess is that he/she was a better friend than an advisor. We learn from our mistakes, but we do not want to be consistently reminded of our inefficiencies. Think about the best customer you ever had. My guess is the personal connection was more important than products and services. You could probably speak in honest terms to this person when your product failed. If expertise is all you have, and your product fails, your credibility is shot.

Why are we afraid to admit we are fallible? Why are we surprised that we are easily replicable if we do not have personal connections. You are a person not a number. You have a unique presence that no training course or product knowledge can replace.

Your unique, differentiating skills are what make you indispensable. Why would you be afraid to reveal them.

If I know a man has no home to return to, I will strive to make his worklife easier!

Revealing your personality in your professional life is an element of personal security. If you think in opposite terms, you are a replicable commodity.

Make It Personal!

Don't Forget to Remember!

Dave

Re: Action

Courage is going from failure to failure without losing enthusiasm.

– Winston Churchill

This quote from Sir Winston presents simple terms that address the most difficult conundrum anyone can face:
Dealing with Failure

There are 2 categories for those who have been challenged and have fallen short:
Those mired in self pity who never challenge themselves again
Those who put on a facade to present themselves as bullet proof

It's Not My Fault
Do you know someone who is consistently angry? Every day sucks because they wake up with the foresight of dread. From the minute they walk out the door they project their discontent on others so they never have to be accountable to themselves again. They use negativity to provoke others prepared to respond because they cannot stand to see another smile.

Don't allow these folks to suck you in...they are the cowards who have tried, failed and cannot bear to face disappointment again.

The Smile Guy
Do you see that person in the office that always smiles, that laughs at all your jokes, that folds his hands properly in his lap when the boss speaks (nodding in approval). I get it, sometimes you need unflappable positivity to navigate the overwhelming negativity that others will heap upon you.

It can be said, however, that those who find the positive in everything may be just as cowardly as the person who blames everyone else. If you never hold anyone accountable, odds are you will be trampled at every turn.

Don't be the Fault Deflector or the Smile Guy....find the strategic medium:
Work Hard
Develop Candid Relationships
Find the Solution

Touch All The Bases
You have to carry the weight...every day. Accept that you will quarterback every task, every day. Know that those helping you will try and fail. Be willing to be the focal point. Out work everyone: your partners, your managers, your support staff.

Be Humble in Victory and Accountable in Defeat. Never deflect blame or brag over accomplishments. Every game has a critical turn....the person who drove the victory or is responsible for the defeat knows who they are (as does everyone else).

Wake Up Call
You cannot advise someone without their respect. If someone is failing and they are continually badgered they will continually ignore advice. We all face our pivotal moments, usually a reflection of some hard words from someone who loves us dearly.

It is difficult to tell a friend they have hit their bottom. You have to have relationships within which you can tell those who are falling how to get back up in light of their ignorance to reality.

Solutions Not Excuses
Don't be the smiley guy, don't ignore misconduct with a smile, don't pretend you can wish away the inefficiency. But, stay upbeat!

You don't have to smile and laugh loud to be positive. You DO have to find a solution in everything. Save time arguing your point to prove your personal relevance and find a gateway to progress. No one cares who forgot the copies if you win the deal. Put aside the insignificant, think big picture, be adaptable, don't show your cards and accept nothing other than victory.

Let it be known that a person's character shines greatest in their moments of discontent....it is easy to smile when you are winning!

You cannot grow without failure. If you win all the time you might be selective in the challenges you accept. Break the mold, continue to develop and never compromise.

We Can Do This!

Don't Forget to Remember!

Dave

Gen Why?

The shelves are filled with books about Millennials (written by people born in the 50's). Internet sites have case studies on managing Gen Y. Every publication has a benefits strategy for 'a new generation of workers'.

The characteristics of Generation Y listed as:
Impatient
Entitled
Opinionated

Have we become that simple in business management that we have to categorize everyone and put an according label on them?

I have news for you: the aforementioned characteristics are not unique to Gen Y. The people who write books about Millennials possess these seemingly frowned upon points of motivation. Everyone gets impatient when company goals do not fit their pace for advancement. The best companies are able to foster a purpose driven culture that encourages people (of all generations) to carve a career path that fits their level of commitment.

So instead of criticising the young, let's focus on what companies can do to encourage them (and everyone else):
Say Thank You!
Don't Mask Your Insecurity by Regulating Others
Stop Micro Managing
Foster a Purpose Driven Environment

The Validation of Thanks
You can pay more, afford annual sabbaticals and offer free gym memberships; but if you suck the rest of the time, I am out of here. Fact: I will not need a vacation if I love my work. There is only one thing I need to love my work....to hear Thank You for my effort; every day!

We all need validation to keep us moving. We don't need our balls busted to remind us to work harder. When the purpose of motivation is positive we all strive for a common goals. When staying employed is a daily battle we compete internally, screw one another over, politic and create an environment of self-preservation.

Just a Little Patience
Let's look at the time line for High School Sports -
Year 1 - Freshman team
Year 2 - Junior Varsity
Year 3 - Varsity
Year 4 - Team Captain

With a clear cut 4 year scale, evolving into another 4 year scale (college), can you blame Millennials for being impatient when they achieve their quota their first 2 years at your company and receive no extended career track to encourage their results?

Take time to understand the scale mentioned above when managing Gen Y-ers. Help them navigate a 30 year career scale as opposed to dismissing their frustration as malcontent. Allow young people greater opportunities, allow them to fail and be willing to put YOUR butt on the line accordingly.

Leadership vs. Management
Let's look at the numbers......let's not!

If as a professional you have a system based on checks and balances that you plug people into, you serve no purpose. Anyone can look at salesforce.com to measure activity, anyone can look at a call log to see in-office time utilization and anyone can collect business cards from the fishbowl at Chilis.

Leaders take the necessary metrics for success and translate them into a personal strategy for every worker based on his/her goals. Take the activity report and help your people tell a story beyond the numbers. When asked what the purpose of filling out TPS reports might be....have an answer.....that makes sense!

I'm not frustrated..I'm just more motivated than you are
Don't tell your employees to slow down, keep up with them!

Embrace the energy of the young professionals that surround you and put a system in place that moves with them:
* Tell them the 'Why' behind directives
* Recognize their effort and help them turn time spent into results
* Let them know it is OK to laugh
* With Purpose and Intent comes Results...with results comes happiness in the workplace.

Our age matters not. We all want to see something at the end of a 12 hour shift. We all want to know that the countless hours spent in the office mean something to the world in which we live. We want to win and to be celebrated. We want to be encouraged to try, not discouraged from volunteering. We want to know you know who we are and that that is part of our company culture.

Within 7 years the people you are managing will be managing you. Think about that now and Lead accordingly.

Don't Forget to Remember!

Dave

In Case You Forgot

Friends,
The purpose of the 'don't forget to remember' blog and my forthcoming book 'unzip your soul' is:
Elimination of mundane frustration in pursuit of ultimate purpose

Unfortunately, I am better at giving advice to others than accepting it for myself. So in my beloved cyberspace I challenge, get pissed and question. My intent often misinterpreted. My frustration still getting the best of me from time to time. The thing is: I love working...my job, my industry, the people for whom I work, the customers I have the pleasure to service. No kidding; getting up early, staying up late and all of the effort in between is a pleasurable existence for your humble narrator.

What comes along with a stringent work ethic and the according competitive drive is an intolerance. A lack of ability to accept those who are not candid with themselves. A driving ambition to question those with badges and the merit upon which they received said badge.

Here's What I Know to be True:
* Hard Work Pays Off
* Listen More Than You Talk
* Know Your Target Market

Endure
You can earn degrees and certifications, take cutting edge leadership courses, and read a million books. But, if you are not willing to work really hard all the time, your odds for success are in jeopardy.

Nothing beats rolling up your sleeves. You cannot do this a couple days a week. If you consistently work hard and endure the cycle of success/failure; you will ultimately find riches. Don't give up!


Two Ears and One Mouth
Whoever said 'Selling is Telling' was wrong! In fact, most premonitions of sales are wrong. It does not take dynamic presentation skills, harsh negotiating skills or a knack for numbers. All you have to do is listen more than you talk.

1. Know your prospect
2. Ask questions that feed their needs into your services
3. Help them discover the solution
4. Differentiate a mutually beneficial strategy
5. Give them all the credit

Get in Where You Fit In
You cannot sell crack to a junkie if you have no street smarts...nor can you position your solution to a fortune 500 company if you do not have Global bandwidth.

The frustration in Sales comes from wasted effort. Don't waste your time trying to be someone you are not. Find the companies whose needs suit your solution based on size, industry and market. Never pursue a sale with people who are jerks in the selling process - they will be terrible customers.

Take my advice, use frustration as fuel for your effort and find what works for you.

Don't Forget to Remember!

Dave

The Fleeting Opportunity to Change The World

Another week in the Human Resources Community discussing policy and procedures. Another week in witness of the growing HR Thought Leadership in Social Media. Another week of thought provoking discussion across the Globe.

The topic that really intrigued me this week was that of management metrics for success. A group of "Managers" defending their process of success validation. The more strategic business leaders sighting trust, empowerment and common goals as a means of Leadership more than Management.

It pains me to see people 30 years into their careers without an original thought. Tow the line, follow the rules, stay employed; maybe receive a pay bump or a promotion. I don't fault anyone for wanting stay employed. I understand times are tough and volunteerism can bring greater focus where you might want to avoid exposure. I know that some people are happy to punch a clock and get on with their lives.

I do, however, have a few thoughts:
* Professional Stability is a Conduit of Cowardice
* Dependable Processes eliminate Guess Work (and Brain Power)
* If you have spent your life Punching a Clock, You Have Wasted Your Life!

Stability Sucks!
There was a point in my life where I settled into a middle management career track. A dependable pay check and a lot of advice about self-preservation followed. Don't rock the boat, don't take chances, don't volunteer - it will only lead to more work and more scrutiny. I saw myself 20 years down the line wearing loose fitting Payless shoes, walking slowly, with a lunch box in hand. A life of predictability to many means validation. There is no success in validation.

You have to be able to push the envelope every day...to learn more...to challenge yourself...to follow a painful morning with a great afternoon...to win and lose...to love and lose...to laugh and cry...to persevere and get up and do it all over again. When the madness stands still you stop living and start dieing.

People Drive Success (not numbers)
You went to business school, you earned certifications, you read every journal, you have been promoted 10 times; you now make a steady income and you know Best Practices. You had a great Mentor who taught you everything you know - follow the rules, follow process, document everything - what if your Mentor was wrong?

You will never get fired for following process or doing the safe thing. Nor will you ever reach your true potential.

Get Busy Living!
I don't care if you are 7 or 70 years old, at any point you can find the sensational in life. To challenge convention is unsafe, untrusting, manic and indefensible. It is also a lot of fun.

Try something new, stick up for yourself, oppose unethical direction, put down that report and talk to your employees. Understand that Love drives success not revenue reporting. Put your neck out there for something you believe in, dedicate yourself to it, succeed...and shove the results up the ass of the naysayers.

If you have achieved based on the rules that others established, you have not succeeded at all. If you do not put your personal passion into your work you are living a lie.

My Dear Readers,
I am not suggesting that you slap your boss, quit your job or get an FTW tattoo. What I am suggesting is that this life is fleeting. You will never remember the trophy you got for perfect attendance....you will remember the girl you kissed on the playground. You will not remember telling on someone...you will remember the first time you punched the bully in the face and he cried like a girl!

Every Day is an Opportunity to Change the World! Don't Let It Slip By!

Don't Forget to Remember!

Dave

E-motion

Early in my career I was a disaster. I was full of energy, emotion, good intentions, and a competitive drive to succeed. My problem? I didn't know how to direct any of it. I was driven but not confident. I was motivated by all the wrong things and my drive to advance was merely a cry for help!

My lack of personal strategy caused me to consistently act without purpose.


As the Avett Brothers once said: "Decide What to be and go be it"!

That's the trick: To understand how to be brilliant and to let that be your guiding light. This while devoting as little energy as possible to the things that serve as needless distractions.

In the aforementioned directionless quest, I pushed and pushed, hoping my tireless effort would yield results. It did...hard work always pays off. But, I had become my own worst enemy and projected my insecurity on to those who surrounded me.

At some point, I discovered that I didn't have to leap into action when given a directive. It was more beneficial to put a plan in place before taking action. Ultimately, I found a way to put most of my energy into what I wanted to do and very little energy into that which I didn't want to do. I became more successful, more happy and more fun to be around.

The Key: I took the emotion out of my work.

This is not to say I don't get fired up when I win or upset when I lose. I am also sympathetic to an employee who has fallen on hard times. I simply learned to stay level headed as it applies to the mundane detail of things. I concentrate on that which is relevant to the productive elements of my job and ignore that which detracts from it.

Each day you make a choice to love your job or to hate it. It all comes back to that which you choose to devote yourself to. If you get hung up on a small detail and allow it to ruin your day; you have lost an opportunity to grow and prosper. When you discover the ability to assess a situation before you react your energy flow will remain positive, your day will be great and you will be happy!

Take control with good intentions and paint the day in your favorite color.

Don't Forget to Remember!

Dave

Finding Peace

I find myself getting in my own way lately. I don't mean tripping over my own feet but creating hurdles that really don't need to be there. In essence, the time and effort I put into unnecessary frustration seems to be increasing. These things have a way of snow balling.


How about you?
* Do you find yourself sidetracked by mundane detail?
* Do you say to yourself "it's not a big deal, it's the principle of the matter"?
* Do you cast stupidity upon others without knowing their plight?

Our days are a series of events that formulate our motivation (or lack thereof). If you wake up, look at your email and delineate worst case scenario....odds are your commute will be filled with 'this week is gonna suck' thoughts of distraction.

I once asked a trusted advisor how he dealt with incompetence and he said: "I choose to ignore it". At the time it seemed like a cop out....how can we help people improve if we do not hold them accountable? Answer: it's not a competition, it's a collaboration & people would rather help than to be held accountable. Indeed frustration builds up like a tornado that never leaves our own state of being. We let our emotions get the best of us, act out of character and cast ourselves into no-fun-to-be-around-ville!

Some times the best thing to do is take a breath, assess all angles and find a solution (instead of passing blame). Here are a few tips:
1. Wait before you reply.
2. Propose a solution instead of pointing a finger and passing blame.
3. Ask yourself what the ultimate conclusion might be.
4. Put something good in front of each frustration.
5. Don't cast yourself into un-fun-ville!


Don't Forget to Remember!

Dave

The Tenth Rule of Awesomeness

Like many Beastie Boys' fans, I was intrigued by Buddhism in the early nineties. I enjoyed the balance the Dalai Lama offered my otherwise chaotic life. I read a few pages of '..enlightenment..' and moved on to something else. I couldn't embrace the concept of allowing life to form around me without having influence over it. (for the record, I probably completely misinterpreted the aforementioned concept).


The tenth rule of Awesomeness is: Simplicity can be the pathway to expertise!


My friend Brian and I have a weekly conversation about the art of sales.
We discuss process, elements of success and how to bring predictability to an otherwise chaotic process. For over five years we have had these weekly conversations and occasionally we ask one another if any of it means anything at all:

• If you win a deal is it because your strategic influence 'sold' the customer on your product?
• If you lose a deal is it because you suck at differentiating your solution?

...or are we merely carriers of a flame, moving advertisements, price peddlers...?

Sometimes we pound it out only to lose, sometimes we are in the right place at the right time.

With all this said, sometimes we have to look inside the roller coaster of our brains, slow them down and develop a process ground in common sense:

• People want something that makes sense to their company culture - Listen
• People want something different - Be Creative
• People want to be taken care of - Devote Personal Attention

Yes, beyond all of the techniques we learned in $2,000 sales training, more than the nuances of finance we learned in business class, and instead of dynamic presentation skills.....maybe people just want to be heard, shown something that proves you listened and responded to when they need something.

Don't Forget to Remember!

Dave

The Ripple Effect

Last week we talked about producing a Ripple Effect in the workplace to inspire a 'pay it forward' mentality. We used the Disneyland Formula:
If a woman sees her son laughing his face off on a roller coaster, I guarantee all the frustration of parenting escapes in that moment. She is filled with the irreplaceable joy of giving life and growing it. So when they hop off that ride and she holds the door for a guy who is frustrated that the vacation is not going as planned maybe he will remember why he is at Disneyland. That hug that Gentlemen gives to his wife may help her remember why she loves him. And so a Ripple Effect is produced......why can't your office be the Happiest Place on Earth.

I am asked daily to help organizations determine the ROI of recognition. It is not an easy question to answer and I do not believe in stretching the truth to pontificate a presumed point. But, if we review the example above, everything depends on our interactions and their positive outcomes. Will your company go out of business if you do not appreciate the people who work hard for your organizational cause....probably not. But, if you hire great people they have choices. So let's ponder the cost of the following:
* What does it cost to hire, train and onboard a new employee?

* If your company was 10% more productive would it be worth it to give each of your employees a $100 gift card?

* What is the savings to your organization if every employees stay onboard for at least 5 years?

* If non-incentive based departments were given rewards for performance would they perform better?

* If a customer service rep got a pat on the back from a Sales Rep for every order they completed would this expedite their process for order completion?

Bottom line, if you appreciate your employees in a formal manner through nominations, spot awards, service celebration and performance incentives your business results will increase. The expense of an i-pod is not greater than the benefit of completing a project a week early and sending 6 temps home.

Rewards without meaningful delivery and an according company culture are meaningless. We need to produce a Ripple Effect.

Find out how next week......

Don't Forget to Remember

Dave