The horizon leans forward, offering you space to place new steps of change.   – Maya Angelou*

The request has arrived.

As a leader you are invited to engage in the process of change.

Personal development is a unique gift offered all human beings. We have the potential to become stronger, more successful, more advanced…more like our Creator.

Why does it matter? Only growing people grow their influence for high impact in life; legacy. Leadership is that ability to lead, guide, direct, or influence people.

To change limiting behavior is to expand your influence with people and that’s what life is about: the business of life is people and the business of business is people.

This past week my schedule took me to Los Angeles. On the early morning flight to Dallas I enjoyed a high altitude sunrise. Notice the horizon.

Later that sameday I sat writing in my journal with a front row seat on beautiful Venice Beach, CA for this sunset. Notice the horizon.

That question: what’s beyond the horizon?

The horizon is that distant line where land or sea appears to meet the sky; it looks closed. When reality it is where more opportunity waits: sunrise/sunset.

The word horizon has an interesting history.

The word horizon derives from the Greek “ὁρίζων κύκλος” (horizōn kyklos), “separating circle”,^[2] from the verb “ὁρίζω” (horizō), “to divide, to separate”,^[3] and that from “ὅρος” (oros), “boundary, landmark”.^[4]   Wikipedia

Along the journey we encounter moments where the horizon can feel like a boundary. It is that moment in the Story when we decide to move forward or not. For many, it is when that voice suggests “But you don’t know what’s beyond the horizon?”

In his book, The Laugh of the Water Nymph and Other River Stories, author Doug Ammons writes about the adventure sport of kayaking. He introduces a philosophical meaning to the river, as he writes …

I believe that moving water is the perfect expression of emotion, and somewhere in its endless moods, lie our own.  -Page 4

Describing the purpose of adventure experiences …

And if one is going to travel, the particular place you go matters less than what it leads you to explore within yourself.

One story is about kayaking the Lochsa (“lock-saw”) River located in the mountains of North Central Idaho.  The flow of the river is unregulated and in late spring, it is rated as one of the world’s best for continuous whitewater.

Video: if you have 2 minutes this video shows the action.

In Chapter One - The Horizon Line, Doug writes …

Kayaking has shown me a lot of fun, a lot of seriousness, and a simple fact: life is full of horizon lines. They come in all shapes and sizes – accidents and jobs, people, marriage, and children. Time is the current that pushes us toward the edges of what we know, usually faster than we can cope. And flowing water is the current of time made real. I know that fear comes from doubt about where those horizon lines lead. I also know that the truths of life, large and small, are what lie beyond each one. – Page 8

What do you see on the horizon?

What’s going on in your Story and how do you feel looking at the future?

Are you a bit anxious, do you believe there is something great over the horizon?

Are you ready for the “truths of life, large and small” that lie beyond the horizon?

Doug is leaning forward – not just into whitewater horizon line on the river – but as a leader. He is my client; engaging the process of change, growing his influence. Thanks Doug for the privilege.

What are you doing with the space to place new steps of change?

Please 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!

*Maya Angelo, American Poet, novelist, educator, dramatist, actress, historian, filmmaker, and civil rights activist; b 1928, Source: thinkexist.com

Sometimes we stare so long at a door that is closing, that we see too late, the one that is open.          – Alexander Graham Bell*

(Photo by Shootingsnow* on Flickr)

Last week I began the discussion around breakthrough success and resistance, asking: “Why the resistance?” Reminding you that …

Resistance always shows up when we step up to do something new, creative, greater … something that promises a better future.

The bottom line: resistance is committed to opposing our progress and knows where to attack with those doubt and fear-based suggestions

What opportunity is in front of you?

In my story, October has become the month of opportunity.

In October, 2007 I made the substantial decision and commitment to invest in executive coaching certification through TCU – Neeley School of Business in Fort Worth, Texas.

Yes, the catalyst for that decision was unexpected and it is true, the opportunity to make that decision was a surprise. But here’s the key: the event created the need to re-consider my Story, see a new opportunity, and then, overcome pockets of resistance along the way.

Yes, like countless others, I had to determine my response and take action or be stuck.  Thankfully, I received grace, tapped into my faith, and found freedom to sharpen pursuit of my purpose and passion: the development of people.

What is your story, your opportunity?

What got you here won’t get you there!

Four years later, I face the reality that what got me here won’t get me there.

No matter how good “here” is a better “there” is waiting for all of us.

While I celebrate the success of Next Level Executive Coaching, LLC I am acknowledging this principle: what got me here will not get me to my next level.

To help me get “there” I am investing in my development, including:

• A five-week, Speak to Sell Boot Camp with Lisa Sasevich
• Engaged John Eggen to mentor me in his Publishing and Marketing Program
• Working with Kim Castle and Vito Montone and their BrandU program for building my business
• Attending the two-day Coaching in Leadership and Healthcare Conference presented by McLean Hospital and Harvard Medical School’s Department of Continuing Education in Boston

Not only do I “coach” around this principle, I am committed to it. I know what got me here will not get me to my next level.

How do we defeat those pockets of resistance?

I shared my story around the resistance I experienced making the decision to pursue the author mentoring program. Rest assured the opportunities of October have been met with multiple pockets of opposition, internal and external, real and imagined.

Knowing the opposition, the resistance, the enemy is out there, we must be alert. Prompt, decisive action is required.

Here are the tactics I’m currently using to defeat the resistance:

1. Remember the Mission – keep focused on why it matters
2. Take Courage – remember previous breakthroughs for encouragement
3. Create Space – this is time to take care of yourself physically, mentally, spiritually; guard the harmony of your life
4. Disciplined Thinking – being mindful of the messaging in the head
5. Tapping Resources – our support system is vital, especially the people who believe
6. Manage Well – leverage those tools to manage time and energy

Courage Required

The Resistance uses intimidation to push against achievement. The ancient strategy involves sowing seeds of doubt to encourage fear.

Courage is necessary to push through the opposition and claim the opportunity.

It’s October, filled with opportunity. I’ll see you at the next level!

How do you handle the Resistance?

Where are you stuck today because of the Resistance creating doubt or fear?

Please 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!

*Alexander Graham Bell, Scottish born American Inventor and Educator. (1847-1922) Source: thinkexist.com

Photo by Shootingsnow

Photo by Arenamontanus

This executive coaching client is a rising star in his company. 

Working in a Fortune 100 company with 300,000 employees, Jonathan (not his real name) has consistently received high performance marks and has for 12 years.  He is acknowledged for adding value to the company and consistently promoted from entry level to a senior manager role. 

With each promotion he received the standard 5% pay increase.

Recently, his boss was hired away.  Jonathan is on the short list for another promotion. Let’s celebrate, right? 

Not so quick, sorry.

Jonathan has been a loyal, contributor for 12 years and received six, 5% promotion-based pay increases.  He recently learned his boss who left for another operation had been recruited at same pay grade but with a $40,000 per year salary difference.  How would that impact your employee loyalty and engagement?

Based on his 12 year story and factual data points, he made a compelling appeal to his boss; she totally agreed with his assessment.  He is not  appropriately compensated.  

“Unfortunately,” she said, “you were hired in at entry level and have worked your way up through the company.  (Just like we set it up…) Now, for you to be paid fair market value for your position you will most likely need to look outside the company.”

Can you imagine?

For 12 years you gave of your heart and soul to “the company”…sacrificing to meet expectations…developing yourself professionally…recognized as a high performer…fast track promotions…and now, you discovern your comp plan places you in the bottom of the market?

Now, only Jonathan’s character keeps him contributing.  Now, as reality sets in he starts searching for appreciation and respect. 

What will this decision cost the company?

A mere $250,000 to $300,000 in “hidden” turnover expense!

How can this happen?

Business eats people.

By business I mean a company or organization that buys and sells goods, make products, or provides services; “business eats people” to accomplish this activity whether for profit or not-for-profit.  This is not about it being “right or wrong”. It just is. Business consumes taking the time and energy, creativity and ideas, talent and skills, relationship connections to create.

Labor Day, Let’s All Celebrate!

Here in the USA we just “celebrated” Labor Day.  Other than marking the end of summer, what do you know about this Federal holiday?  Yes, we all know it is observed on the first Monday every September, but what about the origin?  According to the U. S. Department of Labor

Labor Day…is a creation of the labor movement and is dedicated to the social and economic achievements of American workers. It constitutes a yearly national tribute to the contributions workers have made to the strength, prosperity, and well-being of our country. (Emphasis added)

Note that this is NOT a politically-oriented post, it is people-oriented. We continue with Wikipedia adding to the story…

The first Labor Day in the United States was celebrated on September 5, 1882 in New York City. It became a federal holiday in 1894, when, following the deaths of a number of workers at the hands of the U.S. Military and U. S. Marshals during the Pullman Strike, President Grover Cleveland put reconciliation with the labor movement as a top political priority. Fearing further conflict, legislation making Labor Day a national holiday was rushed through Congress unanimously and signed into law a mere six days after the end of the strike.

The form for the celebration of Labor Day was outlined in the first proposal of the holiday: a street parade to exhibit to the public “the strength and esprit de corps of the trade and labor organizations,” followed by a festival for the workers and their families.

This became the pattern for Labor Day celebrations. Speeches by prominent men and women were introduced later, as more emphasis was placed upon the economic and civil significance of the holiday. Still later, by a resolution of the American Federation of Labor convention of 1909, the Sunday proceeding Labor Day was adopted as Labor Sunday and dedicated to the spiritual and educational aspects of the labor movement. (Emphasis added)

The original focus of the “labor movement” was about the people…the story continues:

The term labor movement is a broad term for the development of a collective organization of working people, to campaign in their own interest for better treatment from their employers and governments, in particular through the implementation of specific laws governing labor relations.

Although the birth of Labor Day has an unfortunate history, this Nationwide Holiday is designed to celebrate the American Worker. Consider the intended focus…

The vital force of labor added materially to the highest standard of living and the greatest production the world has ever known and has brought us closer to the realization of our traditional ideals of economic and political democracy. It is appropriate, therefore, that the nation pays tribute on Labor Day to the creator of so much of the nation’s strength, freedom, and leadership — the American worker.  

That “the nation pays tribute to The Creator of so much opportunity, freedom and leadership” is reserved for another National Holiday: Thanksgiving Day.  

But you ask, what about  this “Business Eats People”?    

There is some good news here. 

Hope comes in a couple of ways to my way of thinking as I look at this story:

1. People: The business of business is people.  More than a slogan, without you, the “American worker”…without Jonathan a great customer experience is not possible. Nothing ships. Nothing is invented. The level of performance for any business or organization misses the mark of full potential without people who make want to make a difference in the world. 
2. Leadership: The role of a leader is to influence how business is done while in pursuit of profit.  Please notice “profit” it is not a four-letter word; without earnings there is no expansion or growth.  In a competitive and ever changing environment no growth leads to death; right?
3. Responsibility: Your role is to pay attention living around the “beast”. No responsible parent will knowingly place their child in danger? Considering a fun trip to the zoo?  Signs are posted, glass walls, fences, and ravines are present to keep everyone safe.   

Here are a few thoughts and questions to start help you reflect on your work-life balance and personal responsibility in your relationship with business and organizations?  Notice the sign at the front door…

Warning: This Business eats People, you are Responsible to:

Clarify Values: what matters to you?  What do you value? How well are your daily decisions guided by your values? Where do you have conflict between your values?

Establish Priorities: what is really important? 

Set Boundaries: do you know your limits? There comes a point when something crosses a line and becomes something else; when being “available” becomes (fill in the blank…) “being driven…a control freak…a perfectionist.”

What else would you include on the sign?

Based on this reality that “Business Eats People” what additional responsibilities do you think of?

How are you managing the demands of business (work) on your life?

Please comment below; I’d love to hear from you.  Who might you share today’s post with?

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How well are you protecting your personal well being?  

Perhaps you saw “Jaws”, I didn’t but here’s the story line.  What subtle life messages do you hear in it?

Martin Brody is the police chief of Amity, an island resort town somewhere in New England. One summer morning, Brody is called to the beach, where the mangled body of a summer vacationer has washed ashore. The medical examiner tells the chief it could have been a shark that killed the swimmer.

The Mayor, who is desperate to keep the revenue from July 4th tourists wants Brody to say the young woman’s death was caused by a motorboat propeller instead of a shark…because the thought of a shark would drive tourists away from Amity. 

[Note to self…it looks like the mayor puts money ahead of people's lives.]

Shark expert Matt Hooper believes the female swimmer was killed by a shark. Hooper is proven right a few days later, when another person is killed.

Quint, the shark hunter offers to find the shark and kill it, but Police Chief Vaughn thinks his $10,000 professional service fee is too high.  Meanwhile, Mayor Vaughn leaves the beaches open; he still wants the summer revenue.

After another crazy experience the mayor agrees to hire Quint to find the shark.

Here is the dialog where Quint responds to the mayor’s challenge:  

Quint: Y’all know me. Know how I earn a livin’. I’ll catch this bird for you, but it ain’t gonna be easy. Bad fish. Not like going down the pond chasin’ bluegills and tommycods. This shark, swallow you whole. Little shakin’, little tenderizin’, an’ down you go.

And we gotta do it quick, that’ll bring back your tourists, put all your businesses on a payin’ basis. But it’s not gonna be pleasant. I value my neck a lot more than three thousand bucks, chief. I’ll find him for three, but I’ll catch him, and kill him, for ten.

But you’ve gotta make up your minds. If you want to stay alive, then ante up. If you want to play it cheap and be on welfare for the whole winter.

I don’t want no volunteers, I don’t want no mates, there’s just too many captains on this island. Ten thousand dollars for me by myself. For that you get the head, the tail, the whole damn thing.

When do you yell “Shark!”?

If you’ve heard me speak or read much of my stuff you know I’m about developing people. 

As The People Developer it is my heartfelt duty to proclaim this warning: “Business Eats People!” 

Business (your work) will take whatever you are willing to give it and still want more. It’s the nature of business to take, consume, produce…; take, consume, produce…; take, consume, produce.  This is how business functions – not good or bad, right or wrong…just how it is.

Knowing this to be true, I hope you work at a business that values people (you). 

You see, I believe the business of business is people. 

When a business takes care of its people, the people will take care of the business.

When this is not the case, work will “…swallow you whole. Little shakin’, little tenderizin’, an’ down you go.”  Did I hear “Shark!”?

But what about OSHA?

This of course is the Occupational Safety and Health Administration of the United States.  According to Wikipedia, OSHA

…was created by Congress under the Occupational Safety and Health Act signed by President Richard M. Nixon, on December 29, 1970.  Its mission is to prevent work-related injuries, illnesses, and occupational fatality by issuing and enforcing standards for workplace safety and health.

As well intentioned and valuable as the mission of this agency may be OSHA is not there to protect your work-life balance. It will not encourage you to live out your values or make sure you are engaged in meaningful work or that you are doing work that you enjoy or that allows you to use your strengths. 

No one will do this OR can do this…except you.

The setting of boundaries, the negotiation of expectations, and making choices that lead to living life with purpose and passion while serving others is our personal responsibility. “The company” or “the boss” will not do it…not even when a business leader says “our most important asset is our people.”  Remember the nature of business is to eat people.  It is not right or wrong, it just is.  Whatever you are willing to sacrifice it will take.

This is not an attack on “big business” or business “in general” or “capitalism”.  No profit, no business, no provision.  It is about being aware of the sign on the beach. 

It is about embracing personal responsibility for your personal development which includes living well.

Have you experienced the affect of downsizing? 

The pressure to do more with less is on like never before!  More pressure, greater demands, and work will “…swallow you whole. Little shakin’, little tenderizin’, an’ down you go.”

How might you move forward…?

1. Pay attention to your story - What’s the message around hours worked, stress, your health, strain on your relationships? How well are you living out your values?
2. Be intentional – Where can you make an adjustment? What’s one thing you can do to “take back your life”?
3. Solicit support – Everyone needs an objective person to ask real questions and encourage the hard choices

There’s a man-eating creature out there.

How are you protecting your personal well being?  

 “The Best Predictor of Continued Success is the ability and willingness to learn and change achieved through consistent reflection on the Story.”

-Steve Laswell

What you think? Do you like this post?

Please leave your comment about this post on the comment section below.  Would you forward to a friend or tweet it?

Thanks for reading The People Project blog.

How are you supporting your personal development journey?  

A few years ago, I was selected for the Executive Leadership Program of Atlanta-based Cox Enterprises.  Ron Young was my executive coach and I still appreciate that season of accelerated personal development.

Part of the program involved Outward Bound; this executive leadership expedition took our group of 10 to North Carolina and Pisgah National Forest, Linville Gorge. 

The four-day wilderness adventure presented most of the members in our group an opportunity to do things we had never done before.  In addition to back-packing, I enjoyed my first rappelling and rock climbing experiences…yes, that’s me with the red helment on starting my descent.

During the course of our expedition we received on-the-spot leadership lessons while planning and executing a real mountaineering expedition. Everything from inclement weather to group dynamics impacted and directed the challenges we faced.

We shared responsibility for the leadership and communication dynamics of our team, while the guides served as safety officers and mentors.  The expedition was a significant source of learning and discovery. 

The experience impacted my life and leadership. I returned to home with my “Lessons from the Forest”.  I won’t go into detail now, but here they are:

1. The Foundation of Trust
2. The Necessity of Risk
3. The Power of Focus
4. The Strength of Teamwork
5. The Simplicity of Life

The Next Level Journey is about growth and “the opportunity to do things” you’ve never done before.  The preparation, the challenge, the experience, the victory are all part of my story now.

What does it take for you to achieve your next level in life?

Mountain climbers don’t climb alone.  Everyone needs help and encouragement, in a word: support.  The greater your challenge is the greater the need for support.

In mountaineering this is about securing the climber’s rope.  To belay the climber, his rope is fastened or controlled by wrapping it around a metal device or another person.  This provides support for the climber to take greater risk in his climb or descent. 

Trust is critical to the relationship. Together the teamwork allows the climber to focus on his climb knowing he is supported.

Here I start my climb while on belay 

Who is your belay? 

One of my coaching exercises focuses on my client’s “Support System”.     

We explore three levels of support…how would you answer?

1. What do you do for you, that you can do by yourself to support your well being?
2. Who is in your inner circle…they understand you, can ask the tougher questions, while believing in you?
3. What else is in your world that charges your batteries and supports your determination?

There is a lot of life going on these days.  So whether you think of this in terms of your next level at work, in your career, on that big project, or in everyday life support is critical to your success.

Remember, mountain climbers don’t climb alone.

What do you think?

Please leave your comment about this post I would enjoy hearing from you.  If you like it, consider passing it along to a friend.

Before you go, how are you supporting your personal development journey?  

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How does taking responsibility lead to success? 

In the current Harvard Business Review interview Howard Schultz of Starbucks fame spoke of his return as CEO.  The article “We Had to Own the Mistakes” by Adi Ignatius begins:

By the time Howard Schultz stepped down as chief executive of Starbucks, in 2000, the coffee chain was one of the world’s most recognizable brands—and on a steady trajectory of growth. Eight years later Starbucks was suffering from a rough economy and its own strategic missteps, and Schultz felt compelled to return to the CEO seat. His previous tenure had seen promising growth, but now he faced a challenging mission: to lead a turnaround of the company he had built. 

HBR: We thought we knew the Howard Schultz story. You had a vision, built a successful company, and moved on. But then Starbucks ran into trouble, and two years ago you had to return as CEO. How hard has it been to get things right?

Schultz: The past two years have been transformational for the company and, candidly, for me personally. When I returned, in January 2008, things were actually worse than I’d thought. The decisions we had to make were very difficult, but first there had to be a time when we stood up in front of the entire company as leaders and made almost a confession—that the leadership had failed the 180,000 Starbucks people and their families. And even though I wasn’t the CEO, I had been around as chairman; I should have known more. I am responsible. We had to admit to ourselves and to the people of this company that we owned the mistakes that were made. Once we did, it was a powerful turning point. It’s like when you have a secret and get it out: The burden is off your shoulders.  [Emphasis added]

When a person acts responsibly they assume accountability for where they are along the journey of life.  Personal authority is accepted regarding one’s life which leads to improved decision-making.  A sense of ownership is required.

How do you know if you are not taking full responsibility? 

Listen to your words.

When you hear yourself blaming, complaining, excuse-making, or taking on a victim-view this indicates you are avoiding responsibility.  Think of these as indicators or a “yellow light” urging you to slow down and STOP.

• Stop and Breathe (Yes, take that deep, cleansing breath now)
• Think about what you are thinking:
  • Who am I blaming for this situation?
  • Why am I complaining…really?
  • How am I making excuses for what’s going on in my life right now?
  • What affect is this feeling of helplessness having on me?  Why do I think I’m a victim in this situation?
• Open yourself to other viewpoints using questions
• Probe for truth

Instead of blaming, complaining, excuse-making, or assuming a victim mentality when you stop, own it,  and look for truth in the story you will gain freedom to choose your future. 

If you take responsibility for your past then you can take charge of your future.  The alternative is to leave it in the hands of your past.  Much like forgiveness, taking responsibility frees you to move forward.  Taking responsibility for your life releases hope for tomorrow.

In the case of Starbuck’s CEO this is a loyalty building strategy for all their customers: the internal (employees) and external (consumers) customers.  

Taking the story at face value, it is refreshing to hear Howard Schultz living this principle.  Listen to him testify to the effectiveness: “…it was a powerful turning point.”

What a payoff for accepting responsibility!

Where do you want to accept responsibility?

How can being ethical be kept simple?  What’s the secret?

Randy was an account executive I hired when serving as GSM of the top-billing radio station in Oklahoma City.  Over the years, we kept in touch after I moved to another market and radio group.  Our re-connecting recently increased. 

One particular day, he was re-telling the story of his start in radio (I hired him). When he referenced one of my “sayings”.  It’s simple. It speaks to integrity and being an ethical person.  Being ethical…is it really that complicated?

So Randy reminded how that saying had stuck with him all these years.  Who knew?  What’s the saying?

“Do the right thing. For the right reasons. Get the right results.”

That’s it, “The Secret to Ethical Leadership”.  Simple, if not always easy.

What is right? 

Let’s think in terms of what is proper, best, healthy, morally good, accurate or consistent with reality, the facts, or general beliefs.  When something is right it could be the usual, expected or a desirable action that will benefit others.

Do the right thing.  Seriously, when have you had a decision – that involved moral conduct or acceptable standards – where you could NOT figure out what the right thing to do was?  Doing the right thing deals with words and actions…behavior, conduct, what you do.

What do I think is the right thing?  Why do I think what am I about to say or do is the right thing?  Is this the “right thing” to do in light of the other person, my values, my priorities…?

Do the right thing. For the right reasons.  Now this involves motive; how you explain or justify the action you are about to take.  What is your “reason”?

Why am I thinking about doing this? What is true?  How am I showing up in this situation?  Where might I be deceived or self-deceived?  What assumptions am I making? How will “this” play out with the other person, the customer, the company?

Do the right thing. For the right reasons. Get the right results.  Recently I shared this “Secret to Ethical Leadership” in a break-out sessions with a group of accounting and financial employees of a Fortune 200 company.  One gentleman wanted to argue this statement.  I understand.  The good guys don’t always seem to “win”.  For this to make sense, we must dig a little deeper.

A result can be a consequence or desired outcome that follows another action.  If you narrowly define right result as “closing the sale” or “getting the promotion” or “winning the argument” or “hitting budget” or “getting your way” then you will struggle with the secret.

But what happens when you do the right thing, for the right reason and it involves NOT closing the deal because it was not best for the customer?  Will you get the right result?  That may depend on a couple of things:

1. Your thinking – is it short term or long term?
2. Your focus – is it on self or others?
3. Your goal – is it to make the month or to maintain a long term client relationship?

I appreciate what Melissa Raffoni writes on Harvard Business Review’s blog The Conversation:

Is it really so hard to figure out what it means to be an ethical leader?

I’ve heard a lot of pontificating on the subject, but at the end of the day, I keep coming back to the same two takeaways: Do the right thing. And use good business judgment.

Doing the right thing and using good business judgment means embodying simple human values such as being polite, constructive, and honest and doing your personal best. It also means respecting that you represent your company and must act in a manner that’s consistent with its corporate expectations and policies. If you’re still having trouble with this concept, just think about the people you don’t like doing business with, and do the opposite of whatever they do. 

That’s it, “The Secret to Ethical Leadership”…thanks Randy for the story.                                                                

Do the right thing.  For the right reasons. Get the right results.

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What six character-related traits do successful people cultivate?

Photo by The Marmot

The business of successful people is character.

Last week I suggested there are three, broad areas that successful people master:

1. Competence – the ability to do something well; skills, aptitude, know-how, talent, expertise in a field or profession
2. Relationships – the connection with others that allows effective partnering or informal partnerships that are mutually beneficial
3. Character – the positive qualities that make it possible to achieve significant accomplishments

Recently I enjoyed lunch with a business leader in Oklahoma City to explore an executive coaching engagement.

As we sat down, he explained his deep commitment to integrity; everything would be on the table.  It was one of the purest “sales meetings” I’ve ever experienced; it was great.

Integrity.

When do people tend to encounter performance issues, relationship challenges, or office conflict? 

People “get into trouble” when they lack an ability to follow high moral principles or professional standards, we say they lack integrity.  The synonyms reveal a lot about basic integrity…honesty, truthfulness, honor, reliability, and uprightness.

There is this broader expression of integrity key performers develop which leads to greater personal success. This is what Dr. Henry Cloud defines integrity as “the courage to meet the demand of reality” in his book Integrity. 

This presents the truth: “who a person is” affects the successful use of talent, skills, partnerships, and life to make a difference.  As Cloud writes,

“The most important tool ultimately is the person and his or her makeup, and yet it seems to get the least amount of attention and work.”

What are the essential qualities that will determine our success in business and life?  Consider Cloud’s list of six character traits rooted in integrity.  Successful people…

Create and maintain trust of those they lead and capture their hearts

Are able to see and face reality

Work in a way that brings results, desired outcomes

Embrace negative realities, problem people, obstacles, setbacks, failures and finds solutions

Creates growth in their organization, their people, themselves, their business

Achieve transcendence and meaning in life beyond their own interests, with a commitment to a larger mission

Ken Blanchard, co-author of The One Minute Manager writes:

“The number one characteristic that people want leaders to demonstrate is integrity – people who walk their talk and lead a life of character.”

It comes down to this:  personal issues (matters of integrity) that are unaddressed will not only box you in, but also limit your success.

Which one of the six “character traits” needs your attention?

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Photo by Mark Vassalo

How does culture affect results?

At the end of 2009, Amazon.com bought Zappos for a deal valued at $1.2 billion.

Haven’t heard of them?  Zappos is an online shoe and accessory retailer that surpassed $1 billion in gross sales in 2008, two years ahead of projections.

As I read Brenna Fisher’s interviewwith CEO, Tony Hsieh, I discovered four concepts or keys to success for any company, department or small business.  Here’s my take on Zappos story and business…

1.    Freedom to Perform

Regarding the sale of his company, Hsieh indicates that it was more like a having a new board of directors. 

“They are leaving us alone and independent, [Amazon] recognizes that it’s our culture that’s gotten us this far, and they want to make sure to protect it.”

2.    Work as Lifestyle

Zappos is dedicated to their company culture, which includes creating fun and delivering wowthrough customer service every day.  Zappos culture will not work everywhere, but the goal will.  As Hsieh says, the desired outcome is

“…to unite employees and create a friends-and-family atmosphere.  For us, being a part of Zappos is just a lifestyle…not because people are being forced to work crazy hours. It’s just because people want to hang out with each other and people are passionate about their company.” 

3.    Humility

Zappos earned the No. 23 slot in Fortune’s2009 best 100 companies to work for list.  One of their core values, “be humble” shows up as Tony Hirsh, CEO gives credit to the entire Zappos family.

4.    Happiness, Culture, Bottom line

Bringing it together, Hsieh seems to see the human side of business better than most.

“Hsieh says putting too much emphasis on the bottom line is a mistake and motivating employees purely through bonuses is a lazy way to manage. Especially when research indicates that good boss-employee relationships, opportunity, and friends all rank higher than money on the list of what is important to employees in the workplace.”

“All the research is already out there,” Hsieh says.  “It’s just that no one bothers to pay attention to it because it’s much easier to not think about that type of stuff.”

“The thing we realized this year that sort of ties everything together is that customer service is about making customers happy, and the culture is about making employees happy.  So, really, we’re about trying to deliver happiness, whether it’s to customers or employees, and we apply that same philosophy to vendors as well.”

Personal Reflection 

Which of these four commitments makes sense for your culture?

1.    Freedom to Perform

How well does your culture and management style support freedom to perform?

What “policies” might get in the way of doing business?

2.    Work as Lifestyle

How much fun do you have at work?

How are healthy work friendships encouraged…do people want to “hang out with each other”?

3.    Humility

How well do you give credit to others for your success stories?

4.    Happiness, Culture, Bottom line

Where could you improve your recognition of the “human part” of human capital?

Please feel free to enter the discussion by posting your thoughts.

How important is engaged leadership?

When it comes to relationships, we understand the implications of a certain agreement between two people before marriage.  A couple’s engagement tells everyone of their commitment to each other and to the rugged journey of marriage which starts sometime after the honeymoon.

Commitment gets at the heart of what employee engagement is about.  The commitment is between you, the “employee”, and involves this rugged journey of “working together”.  The honeymoon will last less than six months.  (Let’s save that for another time).

As you know, creating a team of responsible, loyal, and dedicated people who keep their word and you can count on is vital to your success. What happens to your world, your business, and your profit when you have an engaged team? What is the affect on customer satisfaction, employee retention, productivity, and profitability?

The reality is this: chronic employee disengagement is costing businesses plenty today.  This growing disconnection, detachment, disinterest, and disengagement demands leaders focus on core (soft) skills…people skills.

Last week’s blog could have been entitled: “Leadership Engagement”.  We explored four key words associated with engagement:

• Connecting
• Respect
• Value, and
• Voice

These core concepts are really about how you, as a leader, engage your people.

Consider a recent Wall Street Journal article in which David Enrich writes about Citigroup’s CEO front runner.  

Mr. Medina-Mora has carefully tended his personal image. Several years ago, he hired an assistant to help overhaul his appearance, shed his eyeglasses, bought a wardrobe of expensive suits and started working out with a personal trainer, according to colleagues.

The executive also devoted himself to becoming a better speaker. He carefully rehearses speeches and important phone calls. At employee meetings, Mr. Medina-Mora tends to arrive a few minutes late so his deputies can make sure participants are seated before he enters. He is known for delivering elaborate, intricately choreographed PowerPoint presentations. 

“He’s a complete show,” one longtime associate said, “and there’s a whole apparatus behind putting the show together. He prepares for everything.”

This does not discount the value of image, public speaking, and preparation. The question is this: what do the employees want in their new leader, “a complete show” or someone that is engaged with them?

I appreciate Kerry Sulkowicz’s observation when he writes about Mr. Median-Mora and the need for authenticity at the leadership helm of Citigroup.

Will the real Mr. Medina-Mora please stand up?

Your own staff can sniff out an overly orchestrated persona long before the Wall Street Journal writes about it. And, if employees don’t feel that their CEO (or any boss, for that matter) isn’t the real McCoy on a human level, they won’t respond very well. They react with distrust, disengagement, and even despair at the prospect of an automaton at the helm.

Just as children require emotional attunement from real, caring, nurturing adults, employees need something akin to the same from their CEOs.   (Emphasis added)

What is the first step toward increased engagement of employees?  

 How well do you engage your people?  

How has the pressure of the economy, the bottom line, and “doing more with less” affected your level of engagement?  How are your relationships?

How well do you Connect, Respect, Value, and Raise the Voice of your employees?  How effectively are your leaders engaging employees at all levels? 

Perhaps a few minutes of reflection on these core skills will pay off…

1.      Connecting

A good connection with the people in your organization will help you arrive at your destination.  Remove the connection to your people and you can forget achieving your desired outcome. How is your capacity to get along with people and connect them to others? 

2.      Respect

In simplest terms, respect is showing consideration and thoughtfulness to another person. A deep appreciation of others is required for collaboration. Failure to earn the respect of others greatly hinders loyalty and commitment to you and the success of the organization.  Would people say your focus is on self or others? 

3.      Value

A rigid bottom-line focus makes it is easy to lose sight of the person. Once a person begins to feel viewed like an object, disengagement is sure to follow.  Do you care enough to acknowledge the worth and importance of people beyond their usefulness as a human being?

4.      Giving Voice

When we connect, respect, and value people enough to listen and notice them as individuals we will not only hear them speak but learn what excites them.  How well do you listen? How well do you know the strengths of your team?  How open are you to their input?  How well do your create opportunity for them to use their strengths?

The good news is this: step one is in your control, it is about how you and your leadership team engage your people.

For personal reflection:

What core, people skill have you identified as one to give attention to? 

How will you sharpen this skill?

What do you think?

Please encourage the discussion by posting your thoughts.