“If a man does not keep pace with his companions, perhaps it is because he hears a different drummer. Let him step to the music he hears, however measured or far away.” ― Henry David Thoreau

Personally, I’m not a fan of Daylight Savings Time. Frankly, this manipulation of time appears to be another attempt to control. Indeed, “high noon” became subject to man’s command back in 1895; thank you George Hudson. While the practical effects are still debated, March 11 we will lose an hour … at least for a while.

Photo by soham_pablo on flickr

Why the short February?

Did you know February’s limited number of days is the result of one man’s decision? Indeed, ego played a role in February having 28 or 29 leap year days.  

All the other months have 30 or 31 days, but February suffered from the ego of Roman Emperor Caesar Augustus, says (Professor) Stewart. Under Julius Caesar, February had 30 days, but when Caesar Augustus was emperor he was peeved that his month – August – had only 29 days, whereas the month named after his predecessor Julius – July – had 31. “He pinched a couple of days for August to make it the same as July. And it was poor old February that lost out,” says Prof Stewart.

The messiness of time

What is it about our solar system that presents this need of a Leap Year? According to the website, timeanddate.com …

Leap Years are needed to keep our calendar in alignment with the Earth’s revolutions around the sun. It takes the Earth approximately 365.242199 days – or 365 days, 5 hours, 48 minutes, and 46 seconds (a tropical year) – to circle once around the Sun.

However, the Gregorian calendar has only 365 days in a year, so if we didn’t add a day on February 29 nearly every 4 years, we would lose almost six hours off our calendar every year. After only 100 years, our calendar would be off by approximately 24 days!

With time pressure and our busy lives, things can get messy. How easy it is to neglect relationships, priorities related to mind, body and spirit … even our values, when we get sloppy with time.

The drift of time

A leap year synchronizes the astronomical reality (365.242199 days per year) with our calendar system which is set up with the same number of days each year; until leap year.

Because seasons and astronomical events do not repeat in a whole number of days, a calendar that had the same number of days in each year would, over time, drift with respect to the event it was supposed to track. By occasionally inserting an additional day…into the year, the drift can be corrected.

Over time, the drift of time, can take us off course. Truth deals in reality or the facts. From a personal growth perspective, the process is to create alignment between “my reality” and “reality”.

Where do you need alignment?

When you understand the affect of time pressure and the inclination to drift you will look for opportunities to re-align. Leap Year is that “extra day” for cosmic concerns; every four years we insert an additional day to correct the drift. But the issue for leadership development is not cosmic, it is personal.

Future success requires creating space to listen to your story for truth so you can close the gaps between what you believe to be reality and reality.  Reality checks help us discern the difference between our behavior and our desired outcome as leaders.

To create space, you must take control of the pace.

• Where do you need to correct the drift in your story?
•  What will it take to align your story with reality?
•  When do you have time and place for reflection?

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Photo by soham_pablo on flickr

Without the ability to end things, people stay stuck, never becoming who they are meant to be, never accomplishing all that their talents and abilities should afford them.  ― Henry Cloud

Photo by ncanup on flickr

When coaching or speaking about future success I often refer to “Here” and “There”. Part of my message is this simple reminder: what got you “Here” won’t get you “There”.

My understanding of this principle has continued to grow. Today, it is expanded to these three statements:

What got you “Here” will not get you “There”.

While “Here” is to be celebrated, “There” is greater still.

To get “There” something must end or you’ll be stuck “Here”.

What’s your story?

Think of an area where you are successful. It could be a relationship, your family or marriage, your health or fitness; financial, your career or business growth…your leadership development or spiritual growth.

What’s your response?

Today, I celebrate …      >>> name your accomplishment <<<

With this in mind, reflect on these questions:

• How did I get “Here”, what did I do to achieve this?
• What skills did I develop? Training? Change? Sacrifice? Education?
• Who helped me get “Here”?
• When did I stop to celebrate?
• Or when will I celebrate my accomplishment?

What do you want now? 

This reflective exercise will require you to create some space to think.

When you think of “There”, what does that sound like? What does your next level look like?

Now, using present tense language, write a narrative describing “There”. It can be a week, month or five years from today; …it’s your story!

Give careful thought to these two questions:

• What will have to come to an end?
• What will you need to stop doing to get “there”?

The ancient author writes in Ecclesiastes about the natural ending of one thing to begin another:

There is a time for everything, and a season for every activity under the heavens: a time to be born and a time to die, a time to plant and a time to uproot, a time to kill and a time to heal, a time to tear down and a time to build, a time to weep and a time to laugh, a time to mourn and a time to dance, a time to scatter stones and a time to gather them, a time to embrace and a time to refrain from embracing, a time to search and a time to give up, a time to keep and a time to throw away, a time to tear and a time to mend, a time to be silent and a time to speak, a time to love and a time to hate, a time for war and a time for peace. (NIV)

Sometimes, moving forward requires we end something that has us stuck.

What do you need to end to move forward?

Like this article? Who could you forward it to? Your Tweet will be appreciated; and I’d love to hear your thoughts.

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THE PEOPLE PROJECT:

Your Guide to Changing Behavior and Growing Your Influence as a Leader

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Photo credit ncanup

Appreciation is a wonderful thing: It makes what is excellent in others belong to us as well.  – Voltaire

Heather is a valuable employee of an international beauty products company; the written mission:

Empowered by its unique Mission, [said company] believes that authentic beauty is one that works in harmony with the greater web of life.  It does not qualify as beauty if it hurts any of the diverse life forms that the best beauty artist of all, Nature, created.  Authentic Beauty cares for the environment which we inherited from elders and will leave to generations that follow us.  Beauty cares for the society in which we live, enhancing harmony in the way we live and interact with one another as human beings.  In order to be Beauty, it also needs to be Good. Beauty is the result, but also the process followed in pursuing that result.

There is a lot to process in that statement.  Focus on the bold text above as we return to Heather’s story.

A High Performer

Over the past six years Heather has developed herself from entry level employee to an individual with a strong work ethic.  Perhaps that explains one of the reasons she is now an assistant manager.

As our java chat (coaching conversation over coffee) continues she begins to confide in me when I ask, “What is your challenge today?”

The bottom line answer: her growing disengagement at work.  You might say “Beauty” is not demonstrating “…harmony in the way we live and interact with one another as human beings” in her experience with her manager.

In addition to Heather’s positive career path with the company, she is consistently hitting performance goals.  In fact, she is identified as an emerging leader by regional corporate leaders.  That’s awesome.  So why are we having this java chat?  Why is she thinking about leaving?

Does she like what she is doing? Yes.

Is she a “good employee”, making a difference, does she have highly valued character qualities? Yes.

Has her employer invested time and money in her personal growth and professional development? Yes.

Is she growing as a person…an assistant manager? Yes.

Does the company see an enlarged role in her future? Yes.

Then, why is she considering an exit strategy?

What’s the real question?

If you ask, “How much of a raise does she want?” you asked the wrong question.

Forward thinking leaders would ask:

• What can we do to hold on to this valuable person?
• How will we protect our investment in her training, experience, product knowledge, the personal development of this person, and all her customer relationships?
• What will it take to avoid the high cost of turnover (most agree it is 3 to 5 times an employee’s salary; so Heather’s departure has probable hidden costs of $100,000)?

Note: She did not mention salary or the substantial demands of her schedule.

As my frozen mocha coffee was all but gone and she answered my questions the solution for keeping this emerging leader became quite clear: appreciation.  That’s right; the missing skill of her manager is the ability to communicate basic appreciation.

Could it be that simple?

What single behavior change would keep her? Her manager showing appreciation for a job well done, for going the extra mile, for making their store the top performer in the company and she said she would remain on board. Why? She will feel valued and be freed to give her best.

Now, how do you suppose her manager would respond if I were to ask, “Do you appreciate Heather?” You’re right, she would say something along the line: “We love Heather, she is great!”

Here’s the bottom line: appreciation, by definition only exists when expressed. Appreciation is admiration, approval, or gratitude expressed.

Recent U.S. Department of Labor data shows that the number one reason people leave their job is that they do not feel appreciated.  (And oh by the way customer loyalty is also based on feeling appreciated.)

Unfortunately the reality is that admiration, approval, and gratitude are left unexpressed far too often; that’s insane.  The return on the investment in relationship building and performance is amazing.

What is the message when admiration, approval, or gratitude is not communicated?  Most people will assume you disapprove of their performance or them.

Appreciation must be shown to have an impact. Let others know you appreciate them; demonstrate your approval, gratitude, or admiration for their contributions.

How do you keep appreciation simple?

1. Be intentional, notice others and their contributions.
2. Seize the moment, when you notice say something right then.
3. Know your people; know what matters to them (public vs. private praise, etc.).
4. Leverage existing opportunities, a birthday lunch or coffee, celebrate their date of hire, etc.
5. Brag on them to someone special, send a note, an email, or make a brief phone call.

What will it cost the company if Heather leaves?  At minimum, the hidden costs associated with turnover.

However, when you show appreciation for a person and their contribution they will more likely remain engaged and perform at a higher level.

What’s that performance boost worth to you? How well are you showing appreciation?

Like this article? Who could you forward it to? Your Tweet will be appreciated; and I’d love to hear your thoughts.

Pick up your copy of my new book:

THE PEOPLE PROJECT:

Your Guide to Changing Behavior and Growing Your Influence as a Leader

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Excellence is never an accident. It is always the result of high intention, sincere effort, and intelligent execution; it represents the wise choice of many alternatives – choice, not chance, determines your destiny.    ― Aristotle

Photo by blue2likeyou on flickr

There is a reason why we don’t achieve resolutions with the New Year.

There is a reason why new initiatives fail in business.

There is a reason why we are stuck with behaviors that limit our personal lives.

Are you hallucinating? When something is imagined, but it’s not really present or actually occurring, we say the person is hallucinating. While few deal with the psychiatric disorder or the drug induced variety … many have a false sense of reality – an illusion - and remain stuck with poor performance.

Recently I was challenged by something Peter Bregman wrote on the Harvard Business Review Blog Network. Here are four questions to help you get “it” done. Answer these questions and you know the secret to supporting the change you desire in your life.

First, what is your desired outcome?

Where are you stuck – physically, mentally, emotionally, or spiritually? Or what new discipline do you want to initiate? Or what project do you want to complete? Specifically identify what you want to accomplish.

Second, how clearly focused are you?

Why do you want to do make this change? What benefit(s) will you reap when you are consistently engaged in the new discipline … or once you complete that project?

How will you do it? What skills or resources do you need? Do you know “how to” to move forward?

Third, where is the resistance?

What do you hear in your head that sabotages your effort? We could call them “excuses”; what does that internal voice, “the resistance” say to hinder your action?

The secret to “unstuck”

For the sake of illustration - let’s say you are ready to begin exercising.

1. WHY do you want to exercise? What are the benefits you desire?
2. HOW will you exercise?  Do know how to exercise in order to achieve your desired outcome; if not who can help you?

Here’s the point:

When it comes to execution, it is rarely a matter of motivation (why) or skill (how to). Usually it comes down to no plan (the when and where) and no accountability (who) further cluttered by the resistance in our head.

What is “the resistance” inside your head whisper when it comes time to follow through?

It is really about follow through and the need to shut-up the irrational voice in our head; not a lack of motivation.

What is your plan?

As you shut the voices and old thinking it is time to create your plan by asking:

1. When will I exercise?
2. Where will exercise?
3. Who will I be accountable to?

Staying with the illustration my plan which requires follow through:

On M/W/F/S – I will walk with Rita, at 6:00 p.m. for 20 minutes in our neighborhood.

It is Thomas A. Edison who noted,

Vision without execution is hallucination.

When feeling stuck, check your why and how, but just as important, create your plan and follow through. Otherwise, you may be hallucinating.

What do you think? I would enjoy reading your comments below.

By the way, who could you forward this to?

Finding this article helpful, would you make a moment to Tweet to your followers?

Newly released, available to you and your team; a great read for team discussions:

THE PEOPLE PROJECT:

Your Guide to Changing Behavior and Growing Your Influence as a Leader

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At moments of departure and a change of life, people capable of reflecting on their actions usually get into a serious state of mind. At these moments they usually take stock of the past and make plans for the future.                 ― Leo Tolstoy

Time is how we have learned to measure the passing of life.

Whether calculated in minutes, hours, days, weeks, months, or years time is fleeting. That is NOT bad news — unless this limited resource is wasted.

Whether considered in years, months, weeks, days, hours, or minutes they are all opportunities to experience fresh starts. That IS good news, unless the opportunity is missed.

One of my clients recently revealed some of what he wants to accomplish in life. The challenge he faces is the reality of how much time is left to get his list done. Not the feeling that there’s not enough time in the day, rather a growing awareness of his mortality.

To make the most of life is the challenge we all face. One ancient Hebrew verse expresses the very human plea for help from God: Teach us to number our days that we may get a heart of wisdom.

What’s your perspective?

My work involves more and more travel; one thing I still love about flying is the view. Flying from Denver to Montana, United Flight 5535 follows along the eastern edge of the Rocky Mountains.

Over the past few months I’ve been in awe seeing the changes from fall to winter. Each trip I am amazed at the beauty, grandeur, and wide open space.

Beyond that, the view from 30,000 feet reframes our activity on earth as busy, ant-like movement of people on pencil-wide trails; symmetrically arranged tiny neighborhoods and cityscapes that look like architectural models … a reality check of sorts.

Wisdom is the ability to see life from a higher perspective. This may look like the ability to make sensible decisions based on personal knowledge and experience. Or decision-making based on your thinking, judgment, and knowledge of life.

One way to gain wisdom is to cultivate a mindfulness of life’s brevity.

What happens when you recognize that your life is a limited resource during which you may take action, live connected, or make contribution?

Perhaps you’ve heard this quote from Steve Job’s Stanford Commencement address:

Almost everything–all external expectations, all pride, all fear of embarrassment or failure–these things just fall away in the face of death, leaving only what is truly important. Remembering that you are going to die is the best way I know to avoid the trap of thinking you have something to lose. You are already naked. There is no reason not to follow your heart. (Emphasis added)

What changes would you make – moving into 2012 – if you concentrate on what is truly important?

What’s your Story?

Another way to gain wisdom is to look for truth in the Story and be intentional regarding how you are writing your Story.

None of us can re-write history; but we are gifted with the incredible opportunity to make decisions and take action today that will allow us to write a new story.

Wisdom allows us to see things from another perspective; not only the facts but the people in our Story. How much unnecessary conflict and stress can you eliminate when we choose to see beyond the conflict to see the people?

Indeed, fear drives us to exhibit ancient behavior – survival mode; this means we tend to run for our lives or kill the opponent when in conflict. However, there is a third option: stay and engage as people…people with a story which includes fears, hopes, and dreams … ideas and solutions when we are encouraged, accepted, and loved.

Wisdom allows us a fresh perspective and the ability to see the possibilities.

Exercise: Think of a relationship conflict

Imagine sitting with me on that United Flight departing Denver; see the Rockies, gain that perspective. Notice the “size” of even the Rockies, not to mention the cars, buildings, and cities; gain the perspective.

Now, back to the “problem” – the conflict with <name of person> … think about your answer to these questions:

• What do you want for this relationship; control or influence?
• What is your desired outcome?
• What do you wish for the other person?
• What are you accepting as true in the situation? Is it true? How do you know it is?
• What assumptions are you making?

When we ask ourselves such questions – especially in emotionally charged situations – we are creating space for some wisdom.

Wisdom not only helps us recognize the brevity of life but what matters in life: people.

How do you grow as a leader and enlarge your influence? Develop a heart of wisdom.

Happy New Year!

Please forward or Tweet if you liked this article … love to hear your comment below.

Newly released, available to you and your team, a must have book:

THE PEOPLE PROJECT:

Your Guide to Changing Behavior and Growing Your Influence as a Leader

Order your copy today!