• October 12, 2019

    Do People Know Your Intention?

    Do people know your intention? I read once that trust is comprised of two elements – character and competence.  Knowing the character of an individual will certainly determine if they are trustworthy.  Do they act with integrity or kindness? Just as well, it’s imperative to know that the person has the competence, the ability, to get the job done. That got me thinking about a third element that I don’t hear much about in leadership conversations.  How often do we focus on intention? I really believe this is one of the most fundamental elements of leadership and a building block for trust and reputation and yet, how often do we intentionally focus on intention (see what I did there?)? To be clear, I’m not speaking of being intentional in behavior or starting your day by setting your intentions – which are very important, by the way – rather, I’m speaking about your team, customers, or stakeholders knowing the true intention behind your actions. Are your intentions externally focused on your team’s mission, goals, values, and growth opportunities? Or, are they internally driven for your gain? If people don’t know your intention, it leaves them to wonder and in those spaces of speculation, trust, reputation, and results can diminish because rarely are people thinking of positive intentions.  Oh, you say that sounds so negative, Mike! According to a Harvard Business Review study, 58% of employees would trust a stranger over their boss! Think that’s a problem with intention? Jim Meehan, a British psychologist, once wrote that to gain trust with people you need to let them know two things: I mean you no harm I seek your greatest good As leaders, isn’t that our true goal with building trust, which then will lead to results? Stop leaving your intention to question! It’s a waste of everyone’s time and energy – two resources we never have enough of! So, how do you let people know your intention? It starts with how you show up and engage based upon your values.  Are you values grounded in your personal belief? The team’s mission? The company’s vision? If you are living into these values on a consistent basis, then people will know your intention by what they see.  Complement your actions by also verbally telling your team your intentions – for them, for the project, for the client. Transparency is a vital piece of trust and leadership.  If you are walking the walk, then being transparent won’t be an issue! Give it some thought.  How do you ensure people know your intention? To watch a video on this message, please visit my YouTube page here!

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  • September 11, 2019

    Remembering 18 Years Post 9/11 – Are We Living With Purpose?

    Remembering 18 Years Post 9/11 – Are We Living With Purpose?   6,570 days, 157,680 hours, 9,460,800 minutes = 18 years!   While we reflect on Sept. 11, 2001, I’m pulled towards thinking about how it seems like a blink of an eye – until I look at those numbers!   I think about how I felt and what I saw in the days and months after this tragedy. The emotions. The actions.   Gratitude. Kindness. Sacrifice. Service. Pride. Purpose.   Purpose lights up for me because something awoke in me in the days after 9/11. I was determined to live differently, work differently, connect differently – with intention and purpose!   Maybe you felt something similar?   Admittedly, that lasted all of 3 months before I was back into my old habits and lifestyle.   Now, 18 years later, (what???) I can’t believe how quickly the years have rolled by – again, until I look at those numbers!   As I think about the lives lost and the dreams snuffed out on that September morning, I also recognize the reality of our finite time on this earth.   I want to honor those legacies through my daily and intentional actions. Through gratitude. Through sacrifice. Through kindness. Through purpose.   Will you join me? Please click here to watch this message on my YouTube Channel!  

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  • August 25, 2019

    How to Break Out of the ‘Either, Or’ Decision Trap

    How to Break Out of the ‘Either, Or’ Decision Trap Have you ever gotten caught in the ‘Either, Or’ Trap when making a decision? I was recently talking with a friend who was trying to think through a career transition and was contemplating some pivots of things she could do.  The conversation cadence went something like this, “You know, I have a great opportunity with company x, so I could either move forward with them or pursue some speaking gigs.” “I also have interest from company y and have been asked to do some coaching and mentoring.  So, I could work with company y, or really dig into the coaching and mentoring.” It’s easy to fall into that ‘Either, Or’ trap when we are thinking through life and career options since it’s been a decision-making process we’ve been trained into for many years! Think back over your life when people would tell you that, “you can do either this, or you can do that.” Or, “you can be either this, or you can be that.” Make your choice! Yeah, I remember plenty of those throughout my life! But, does that have to be the case with our decisions? I encouraged my friend to think about her decisions through a different lens.  What if the answer you are looking for didn’t have to be ‘either, or’, but could be ‘and’? She said, “I never thought of it like that.  This completely flipped the way I can look at these decisions!” 3 Key Tips to Embrace Your AND: Look Around You: Observe others in your life who are creating multiple streams of impact.  You’ll probably notice that they have a passion for something, unique talents and skills, and there is a marketplace where people are willing to pay them for the work they are doing (we aren’t talking about you finding another hobby!).  Talk with them and learn how they went about building this multi-faceted life.  You can learn a lot from them as well as get inspired to really connect with your unique skills and talents! Capacity & Systems: Once you speak with these people, you’ll probably notice that they have identified how much they can do in each area (i.e. capacity).  It’s about understanding your capacity and having the right organizational systems in place to do great work. Start to outline the time you could allot to this work and the systems you would need to put into place. Scale & Patience: It would be foolish to believe that we could do everything 100% right out of the gates.  The reality is that we need to start methodically.  I would recommend devoting the majority of your time to the area of work that is generating and delivering significant and/or stable cashflow.  Then begin carving out time for your ‘and’ to begin working on your craft, product, or content.  As this begins to gain traction, you can use your systems (refer to point No. 2 above) to do more, create more, and scale up your work. This will take both patience and consistency! How would your life look if you used […]

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  • July 3, 2019

    3 Keys to Avoid Change Fatigue

    3 Keys to Avoid Change Fatigue How many times do we hear that people WANT change, but don’t WANT TO change? I’m a believer in that, however, I believe that leadership and Change Fatigue has a lot to do with the latter! A study on change management featured in Forbes article illustrated that 70% of organizational change fails! Change is thrown around so much these days that it can cause more harm than good – for individuals and organizations. Change Fatigue can happen when people have experienced poor change managers and management – “Here we go again! What makes them think it will be different this time?”, is a refrain I’ve heard in hallways over the years (both as an employee and change agent). People have to belief that the promise of the new is worth the abandonment of the old. What can prevent Change Fatigue is change WITH leadership serving up healthy portions of vision, planning, and communication! It takes all three if you are leading change and only providing 1/3 or 2/3 of that equation (in any combination) will lead to team frustration, dissent, ambiguity, anxiety, and disenfranchisement, to name a few areas of concern! For many people change can be paralyzing. Change can leave them wondering about their value and worth within the team or organization. “Am I going to work myself out of a job?” “I’ve been known for this skill on the team, but will it still be needed? Will I still be needed?” Vision: Where are we going? Why are we going there? How will this benefit our organization, and me?? These are just a few of the questions that must be addressed, built out, and clearly defined if people are going to put forth the effort and invest the time required to bring this vision to life! Planning: How will we make this vision a reality? What is my role? What are the benchmarks that tell us we are heading in the right direction? Planning brings to light the tools and processes that will be required to bring the vision to life! Communication: The consistent cadence of updates, reminders and encouragement during challenging times of change is vital when we often don’t see the immediate results. Communication becomes a glue that will help bind teams and individuals together – or, if there is not enough well-thought-out communication, can erode trust and enthusiasm. I once read that if people on your team can’t do a good impression of you, then you aren’t communicating enough! The responsibility of change rests on the shoulders of leadership. So, if you are considering change within your organization or team, embarking on change, or in the middle of change, make sure that you are hitting the vision, planning, and communication targets to drive the change you are looking for and drive out Change Fatigue! What are your experiences with Change Fatigue?

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