From Classroom to the C-Suite: Storytelling Matters in Business

In order to move others, we need to become better at clearly stating what we want, value and expect. 
Storytelling is thought to be an effective way of accomplishing this.  Daniel Pink explores a storytelling model know as the Pixar Pitch, in his book "To Sell is Human" . The Pixar Pitch is a technique used by Pixar Animation Studios, in movies such as Toy Story and Finding Nemo.  Pixar has produced 13 feature films that together have grossed nearly $8 Billion. The company has won 26 Academy Awards for these films including 6 Best Animated Film Awards.

There are probably a number of interrelated reasons for Pixar's success, but no one will discount the stories themselves. Pixar story artists claim that each story has the same narrative composition – a  storytelling structure that involves a six part sequence:
1. Once upon a time there was …
2. Every day …
3. One day …
4. Because of that …
5. As a result …
6. Until finally …

Take, for example, the plot of Finding Nemo:
1. Once upon a time there was a widowed fish, named Marlin, who was extremely protective of his only son, Nemo.
2. Every day Marlin warned Nemo of the ocean’s dangers and insisted he stay close to home.
3. One day Nemo rebels against his father’s warnings and swims into the open water.
4. Because of that he gets captured by a diver and ends up in a dentist's fish tank in Sydney Australia.
5. As a result Marlin sets off to find Nemo, enlisting the help of other sea creatures along the way.
6. Until finally Marlin and Nemo are reunited and discover if you truly love someone you have to set them free.

This six-sequence template is both appealing and subtle. It allows the story teller to take advantage of the persuasiveness and impactful way to relay a moral or tenet.  

In learning environments, like the ones I work in on a weekly basis, stories are used to illustrate a point and complement learning content. 

Here's a (true) story I tell in diversity and inclusion workshops:   
Once upon a time there was a man living on the street in a bustling business district.  Everyday he sat in front of the same office building asking passersby for their spare change. One day, a top executive who worked in that office building offered the homeless man a job in the company mail room.  Because of that the man was able to get off the streets and show his talents and abilities to decision makers within the company.  As a result, the man quickly moved up in the organization, because even though he had fallen on hard times, he had once been a highly admired and successful businessman.  Until finally, he was able to show everyone who passed by and ignored him when he was living on the street that you can't judge a book by it's cover and everyone deserved a second chance.


I also encourage learners and facilitators to use this same approach to facilitate problem solving and creative thinking.  A pre-K Board of Directors was asked how they might address issues in early education using the six sentence template.  They came up with something like this:
1. Once upon a time there was an education crisis in schools across North America.
2. Every day large percentages of children were not achieving proficiency in vital literacy skills to the point that some in our community even doubted whether they ever could.
3. One day administrators parents and teachers in one town developed a simple curriculum of what children had to know to be ready for school and they agreed on what each of their roles would be to get the children ready.
4. Because of that early childhood educators and parents became better at helping kids get ready for kindergarten.
5. As a result this community saw a great improvement in literacy and test score and shared their proven system with others
6. Until finally every child in America received the pre-school prep they needed regardless of socio-economic background.

The holiday season, when friends and family are gathered, is a great time to practice story telling.  It's a compelling way to help people see a point of view rather than insisting or arguing what they should think, feel, or believe. If your work requires you to influence others, negotiate terms, sell something, solve problems, or motivate others, storytelling could be the missing tool in your toolkit.   

December Challenge: Be Grateful

My birthday is this month!  Every year I make a list of all the things I'm thankful for, on my birthday. I list as many things as the number of years I've lived.  It forces me to really reflect on life's blessings and acknowledge new things I've gained or experienced during the year, like my riding lessons and safari, pictured below.

But this year, I'm going to make a list of things to DO to demonstrate my gratefulness.  At this point in my life, being thankful isn't enough,  I need to show it.  Gratitude makes me happy; so it's a win-win.

My list includes but isn't limited to:

Giving things away - there are so many needy people and many of them are close by.  They go virtually unnoticed everyday.  I'm taking notice and sharing what I have.  I'm not only giving away things I don't want anymore.  I'm giving away things that I like and use; realizing that someone else needs it more than I do.

Saying a kind word - I'm committing to compliment someone on their thoughtfulness, appearance, intellect or other attributes every day.  This means paying closer attention to those around me and giving credit where credit is due.

Entrusting someone with something - You may have a car you won't let your spouse drive, a favorite sweater you won't let your daughter wear, or a piece of jewelry you won't let your friend borrow.  I did too!  But, now I'm making a conscience effort to share those precious belongings.  The real value in them is letting other enjoy them.

Encouraging someone -  I want to be positive and optimistic with those who are struggling or just need a kind word.  I want to be truly present with people in order to notice their needs.  This may allow me to make deeper emotional connections in my relationships as well.

Improving myself - Because I'm grateful for the health and talents I have, I want to work on strengthening them.  That might mean resuming piano lessons or sticking to my healthy eating goals.  I don't want to take for granted, the gifts I've been given.

Caring for someone who's sick - I don't know about you, but there have been times when I've connect with a friend and they told me they had been ill (even hospitalized) for several days. I didn't even know! So, part of this commitment involves staying connected.  From there, the service part is pretty easy.  

What can you start doing this month, and continue into the new year?  Take the Gratitude Challenge.  You and your circle of influence will be glad you did.

OPTIMIZING IN OCTOBER

All this year, I have been writing a monthly series focusing on one initiative or goal per month. This month, the month of October, my focus is Optimizing.  Optimizing is not to be confused with optimism.   It's not about putting on your rose-colored glasses and believing that everything will always turn out fine, no matter what.  For our purposes this month, we want to leverage strengths, serve others, and share.  Optimizing encourages us to try something new, trust people more, and dare to tell the truth.  The purpose: different and better results -- optimal results!

When you TRY something new you might help someone out of their funk -- that someone just might be you.  Trying different approaches can reduce discouragement, diffuse disillusionment and push ourselves and others to new paradigms.  

TRUST starts with self.  You have to trust yourself to make good decisions and give good advice to others.  Then trust others to follow through, keep their word, and do a good job.  If we don't give ourselves and others a chance to prove their value, we will never know what could have been.

Optimizing also includes TELLING your truth.  Push or inspire others by sharing an anecdote.  Encourage someone else to try by telling them your success or struggle story.   Be bold enough to state your point of view and respectful enough to listen to the points of view of others.  
(inspired by Courage Goes To Work by Bill Treasurer)

Optimizing is also about creating your own happiness.  We'll get together in the next installment.  Stay tuned.

www.yourenhance.com

BAD BOSSES and What I've learned from them

A colleague recently asked a group of us to share the name of our best manager. I thought back through my work history to the days when I had a boss -- before I became an independent consultant. As I reflected, I realized that even my best managers have not been very effective. I've learned a lot of lessons about what not to do from them.  Now, I have the privilege of sharing those lessons with my consulting clients who are corporate leaders, executives and business owners.
BAD BOSSES AND WHAT I'VE LEARNED FROM THEM:
The boss who can't keep a confidence. This is the individual who gains your trust, talks to you openly about her life, and invites you to share openly about yours.  She assures you that anything you tell her, particularly deeply personal things, will remain confidential. However, you later hear colleagues repeating the information that you only told to that one person. Trust diminishes immediately. Even if that boss is effective in every other area of management, the new knowledge that you can't trust them permanently affects your relationship. That trust is really tough to rebuild.  The lesson:  Listen, show empathy, and then keep it to yourself. No matter how juicy the tidbit of information is, don't share it.  Also, keep in mind when you tell Jim and Jane things that Sally told you in confidence, Jim and Jane learn that they can't trust you either. So it's bigger than just one person and one relationship.
The passive boss. One manager of mine would not deal with performance issues head-on. He was a nice guy.  He cared alot about his employees and didn't want to hurt anyone's feelings. So when a staff member was not performing well, receiving poor feedback from customers and more, the boss did nothing about it. Team members and peers brought the issues to his attention as well. Over the course of a whole year nothing was done. An underperforming staff member is a burden to the rest of the team.  Everyone else's workload increases. Additionally, it sets the precedent that poor performance is ok.  The reputation of the entire team (including the boss) could be negatively affected as well. The lesson:  Don't be passive or passive-aggressive regarding performance issues. Talk to the employee respectful.  Giving feedback is an effort to help.  Present the evidence --  customer comments, reports, missed deadlines, inaccuracies, etc. Develop a plan for that person's improvement and get their ideas as well for how they might improve. Incorporate those ideas into the plan where possible.
The indecisive manager.  This manager was eager to gain employee input and ideas, which was great. Employees felt included and appreciated. However, after all the ideas were gathered and all the possibilities were explored, nothing got done. The things we talked about and agreed upon were not executed, which left the team feeling that the boss was all talk and no action.  The lesson:  When you're having trouble making a decision, write down three alternatives. Then jot down the pros and cons of each of them including the risks and costs. Use that data to figure out which option would be most beneficial and move forward with the decision. Announce it to your team explaining how you reached that conclusion and work with them to develop a plan for execution.  Give credit to those who generated the ideas.
The griping manager.  In an effort to be accepted and included, this manager often shared her feelings with her staff.  I imagine she wanted to find ways to connect with us.  She griped about her boss. She complained about her workload. She even questioned company policies.  Instead of being the voice of the company, she become the voice of disillusionment. The lesson: Share your complaints and frustrations at home with your family and friends. You may think of your staff members as friends but you are still their boss. Don't give in to the temptation to join in on gossip or gripe sessions. In fact, help others understand the 'whys' behind corporate decisions.  Let them vent while you support and defend the direction of the business.
The absentee manager. From what my colleagues tell me, this is a pretty common one. My absentee manager didn't have a single performance-related, strategy planning, or goal setting conversation with me in three years. He was out of the office a lot but that was not the problem. The problem was he was absent from his managerial responsibilities. The lesson: As a leader, you have an obligation to develop your people, provide them with support, and make sure they understand expectations.  You should take the ensure they have the  information and resources they need to meet their goals. Frequent open dialogues are key; even if they are conducted via instant message or phone.  If you are traveling, have those meetings in the airport, hotel, or coffee shops.  Your staff will appreciate your effort. 

BAD BOSSES and What I've learned from them

A colleague recently asked a group of us to share the name of our best manager. I thought back through my work history to the days when I had a boss -- before I became an independent consultant. As I reflected, I realized that even my best managers have not been very effective. I've learned a lot of lessons about what not to do from them.  Now, I have the privilege of sharing those lessons with my consulting clients who are corporate leaders, executives and business owners.
BAD BOSSES AND WHAT I'VE LEARNED FROM THEM:
The boss who can't keep a confidence. This is the individual who gains your trust, talks to you openly about her life, and invites you to share openly about yours.  She assures you that anything you tell her, particularly deeply personal things, will remain confidential. However, you later hear colleagues repeating the information that you only told to that one person. Trust diminishes immediately. Even if that boss is effective in every other area of management, the new knowledge that you can't trust them permanently affects your relationship. That trust is really tough to rebuild.  The lesson:  Listen, show empathy, and then keep it to yourself. No matter how juicy the tidbit of information is, don't share it.  Also, keep in mind when you tell Jim and Jane things that Sally told you in confidence, Jim and Jane learn that they can't trust you either. So it's bigger than just one person and one relationship.
The passive boss. One manager of mine would not deal with performance issues head-on. He was a nice guy.  He cared alot about his employees and didn't want to hurt anyone's feelings. So when a staff member was not performing well, receiving poor feedback from customers and more, the boss did nothing about it. Team members and peers brought the issues to his attention as well. Over the course of a whole year nothing was done. An underperforming staff member is a burden to the rest of the team.  Everyone else's workload increases. Additionally, it sets the precedent that poor performance is ok.  The reputation of the entire team (including the boss) could be negatively affected as well. The lesson:  Don't be passive or passive-aggressive regarding performance issues. Talk to the employee respectful.  Giving feedback is an effort to help.  Present the evidence --  customer comments, reports, missed deadlines, inaccuracies, etc. Develop a plan for that person's improvement and get their ideas as well for how they might improve. Incorporate those ideas into the plan where possible.
The indecisive manager.  This manager was eager to gain employee input and ideas, which was great. Employees felt included and appreciated. However, after all the ideas were gathered and all the possibilities were explored, nothing got done. The things we talked about and agreed upon were not executed, which left the team feeling that the boss was all talk and no action.  The lesson:  When you're having trouble making a decision, write down three alternatives. Then jot down the pros and cons of each of them including the risks and costs. Use that data to figure out which option would be most beneficial and move forward with the decision. Announce it to your team explaining how you reached that conclusion and work with them to develop a plan for execution.  Give credit to those who generated the ideas.
The griping manager.  In an effort to be accepted and included, this manager often shared her feelings with her staff.  I imagine she wanted to find ways to connect with us.  She griped about her boss. She complained about her workload. She even questioned company policies.  Instead of being the voice of the company, she become the voice of disillusionment. The lesson: Share your complaints and frustrations at home with your family and friends. You may think of your staff members as friends but you are still their boss. Don't give in to the temptation to join in on gossip or gripe sessions. In fact, help others understand the 'whys' behind corporate decisions.  Let them vent while you support and defend the direction of the business.
The absentee manager. From what my colleagues tell me, this is a pretty common one. My absentee manager didn't have a single performance-related, strategy planning, or goal setting conversation with me in three years. He was out of the office a lot but that was not the problem. The problem was he was absent from his managerial responsibilities. The lesson: As a leader, you have an obligation to develop your people, provide them with support, and make sure they understand expectations.  You should take the ensure they have the  information and resources they need to meet their goals. Frequent open dialogues are key; even if they are conducted via instant message or phone.  If you are traveling, have those meetings in the airport, hotel, or coffee shops.  Your staff will appreciate your effort. 

Teamwork makes the dream work

Teamwork makes the dream works -- it's corny but it's true.  We can do more together than we can each do individually.  Here are 4 tips for getting your team to work together.  

Be flexible -- give team members opportunities to work independently of management.  Give them permission to make adjustments as needed.  

Find things that people have in common -- if they are mutually excited, interested and committed to an assignment, the synergy will happen naturally and consistently.  It doesn't mean they will never disagree or have conflicts but they will be more motivated to work through them.

Tell them what's in it for them -- when your team sees the benefit in whatever they are doing, they will be more engaged. Help them understand what they and others might gain, such as more profitability, exposure, or getting a higher bonus.   Sometimes, benefits are about the things they want to avoid. For example, successful completion of a task might help them avoid a major safety incident or a lawsuit.  

Be open - your team, peers, and other colleagues need to know they can come to you to discuss issues and even mistakes.  As a leader, you must be open to receiving feedback from others, as well. They need to know their needs and preferences matter to you.

more coaching, training, and development 
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Meaningful Work Increases Performance More than Money

Rewards, even monetary ones, don't result in increased performance as much as doing work that matters. That's what a recent study by the World Economic Forum reveals.

World Economic Forum conducted a 2016 study of 400 workers to determine how performance is affected by perceived meaningfulness of work and by other incentives.  They looked to answering two questions:  Do people perform better when they believe their work is important?  Also, do workers perform better if they are rewarded?

The Forum admittedly “manipulated the meaning of work” in a field experiment.  In the high-meaning condition, workers were told that their work, which consisted of entering data into an electronic database, was of great importance for a research project. In the low-meaning condition, workers were told that their work was merely a routine quality check that most likely would never be used.  They also offered different forms of non-monetary or monetary incentives to examine how performance changed. They paid workers a fixed wage, a fixed wage plus a bonus for every data entry or a fixed wage plus a symbolic award, like a trophy. 

Those who received monetary incentives (a bonus for each data entry) had 6% higher productivity rates than those who received nothing or received a symbolic award.  Thiis group was told nothing about the meaningfulness of their work.

For the group of workers who were told their work was not meaningful, rewards has a significant positive effect on performance.  These workers, doing work that didn’t matter, were 18% more productive when they were rewarded.  Further analysis revealed that workers were demotivated by the unimportant work, but could be re-motivated by incentives of any kind – monetary or symbolic.   In contrast, when the worth of their work was perceived as high, the recognition didn’t impact performance at all.  In the latter case, they were already giving their best because they believed in what they were doing. 

Overall, the studies revealed that monetary rewards can indeed result in increased performance.  People want to be well compensated for their work.  And, if they know they will be paid more for doing more, they tend to do more. This really isn’t a new concept – pay people to perform and they will perform. Here is the evidence that today's business leader can leverage.  Even when we don’t have anything ‘extra’ to offer our workforce as a reward, they appreciate knowing how their work will contribute to the overall success of the business or how their deliverables will be utilized.  When they have a sense of worth and value, they will still do more -- in this study workers increased their productivity three times as much (6% versus 18%)  when they felt work was valuable.  

So when your budget gets cut and you can no longer offer gift certificates, free vacations, quarterly bonuses, or pay increases for top performers, don't fret.  Simply make sure you communicate the value of the work to the people doing the work.  This could encourage higher productive even more than money alone.

It's June! Join the club!

June is JOIN THE CLUB month.  Summer is an ideal time to explore new social, business, and charity affiliations. This time of year, there are more networking events, social activities and after-five gatherings than at any other time.  It's time to get out there and get connected!

Social media -- LinkedIn, Facebook, and Twitter -- are good sources of information about groups that might be of interest.  Also, good old-fashioned word-of-mouth, could direct you to an like-minded partnership.  Before you join, sign up for their newsletters and announcements.  This will keep you abreast of activities, meetings, and other opportunities.   Attend a couple of meetings before paying those membership fees, also; get a feel for what you’re getting, before you make a financial investment.

Once you’ve identified a group you would like to explore, think about getting deeply involved.  There’s only so much you can gain when you limit yourself to showing up, hearing a speaker, and leaving.  Get engaged by joining a committee; this will expose you to deeper interactions with members.  Committee involvement also gives you a chance to learn how a group functions and what it values.  If you’re looking for a less daunting commitment, consider volunteering to host/sponsor an event or offer to help with meeting administration. 

Many organizations also have special interest groups which appeal to those who are find larger crowds too impersonal.  A special interest group (SIG) is a subset of a larger group that is divided by geography, special preference or affinity.   For example, if you live in Murfreesboro, a Rutherford County SIG could be right for you. CEOs, may want to look for Executives SIGs to connect with other high-ranking officials.  Similar networks exist within any companies these days. Like SIGs, corporate affinity groups appeal to those with particular interests or commonalities.  Many large businesses have groups geared toward veterans, the LGBTQ community, ethnic groups, and generational alliances. 

If you are already a member of an organization or two, now’s the time to assess its value.   Are you getting what you expect from it?  Does involvement in the group continue to be worth your time, energy and money?  My peer-coach advises me that any business arrangement should have at least two benefits.  For example, it might provide access to cutting-edge information and a platform to promote products.  Or, it could offer continuing education credits, and mentoring.  Whatever the benefits; there should be more than one.  Whether you’re looking to serve, network, build relationships, grow your business, or make career moves, a little research can connect you with a group that is a good fit for you.  Happy hunting!

Passion Doesn't Guarantee Performance. So What Does?

There is a lot of talk these days about the importance of passion in one’s success.  I’m a big believer in passion.   I developed a keynote address and subsequent seminar called The Power of Passion some years ago.  I think it plays a big part in one’s overall satisfaction with a chosen career, hobby, or other pursuits.  If one is passionate about those pursuits they are likely to stick with them.  Even though I’m a proponent of passion, I’m also a myth buster.  The myth is that Passion alone will make one successful.  

The truth is Passion alone will not cause one to achieve one’s goal.  An astrophysicist must be a wiz at trigonometry to build a rocket ship; he can't build it with his passion.  A musician doesn’t win a Grammy because he’s passionate about music but because he’s talented as a musician.  If a student is passionate about learning but doesn’t complete homework assignments or show up for tests, she will likely not do well in school.  When our passion is coupled with performance we have a proven recipe for success.  And in order to achieve high performance one must have skills and knowledge. 

A family member shared with me that he learned this earlier in life when he decided to replace the brakes in his car – himself.  He was passionate about doing it and he did it.  He didn’t realize, however, that he had missed a crucial step until he slammed into the rear end of another car.   He learned that even though he was excited and confident about completing this repair, he didn’t have the know-how.  He hadn’t taken the time or spent the effort to learn how to do it.  

I have had people tell me “Angela, I got the job I have today because my employer saw passion and potential in me.”  I don’t doubt that.  But, I tell them, if you kept that job and became good at it, you had to live up to that potential at some point.  You had to transition from potential to results.  One of my colleagues is currently struggling at work because her passion will no longer be enough to sustain her.  Her boss, who hired her a year ago because of her passion, has moved on to another role.  Her new boss expects high performance from her.  She’s going to have to step it up -- do more and prove more. 

 

Can passion lead you to make greater effort and try harder?  Can it motivate you to be tenacious and dedicated?  Sure.  That is, after all, the role of passion in your success!  It’s doesn’t replace or override all else.  Most people know that Michael Jordan wasn’t successful at basketball the first time out.  But he stuck with it and the rest is history -- he was passionate.  The six championship rings he has, they were not given to him because of his passion, they were rewards for performance.  

Division Cripples Societies... and Businesses too.

There are three species that have survive thousands of years on earth and continue to grow in number. They are ants, termites, and... wait for it... people.  What do they all have in common? They work in teams and live in communities.  They instinctively know that all of them working individually can't accomplish as much as the whole group together. 

President Bill Clinton once said "to improve the state of a nation takes education and inclusion."  Any nation can be improved with these two things.    And, education refers not only to formal learning but access to information as well.  Experts say that this principle applies to businesses too. 

Here is one case that illustrates the point. The country of Singapore went from $1000 per capita income to $55000 per capita income? Now the country is acclaimed as being one of the top five countries to live; its in the top five countries for education.  The country is even rated as having the best airport, and being the cleanest country.  How did all that happen in two decades?   The powers-that-be realized that division cripples societies.  Shared responsible,  shared prosperity and shared opportunity allow a country to flourish. The same is true of companies.  

Leaders need to be able to explain what is happening and include people in the process.  Research from The Bob Nelson Group, Creative Leadership Council, Society of Human Resource Management, and others, shows that followers feel respected when leaders take the time to explain and help them understand decisions. They also appreciate understanding how changes and expectations will effect them.  Even if they disagree with the leader's choices, they will still feel valued. Also, leaders need to express their vision -- where the team is now and where they should go.

Just as important is a leader's willingness to invite opposing viewpoints.  Let's look at another example. President Nelson Mandela appointed individuals who supported apartheid onto his legislative Cabinet. He realized that those differences of opinion might make them the best qualified persons for those roles.  

Companies work very much the same way.  Leaders benefit from including those who are different from them.  It positions them to anticipate problems, formulate contingency plans, improve processes, and innovate.

A smart team makes better decisions than a lone genius. 

May is Mastery Month - What Skills Will You Sharpen?

May is mastery month.  What does that mean?  For me, it means learning something new and getting better at something old.  It could be honing a skill as well.   Its about investing some time into learning more. 

Most adult have contemplating taking up a new hobby, but never done it.  Many of us have considered taking a class or lesson, and abandoned the notion.  May is the time that I challenge you to revisit those forgotten passions or interested.  Dr. Stephen Covey called it 'sharpening the saw' (in 7 habits of highly effective people).

There is a purpose to all of this as well.  It's not just for fun, it's for development.  You might want to learn more about top companies in your industry in order to stay on top of the latest trends and practices.  You may want to sharpen an existing skill to ready yourself for a promotion.  You might consider learning more about the global economy to impress potential clients.  Perhaps you would be interested in gaining more knowledge about the stock market to improve your retirement portfolio.  

Whatever your motive or motivation, there are lots of ways to sharpen your saw.   Here are some ways to get started mastering in May.  

•  Most universities offer certification program, and executive degrees for a fraction of the price of advanced degrees.  Give them a call and request more information.
• Community colleges, recreation centers and other institutes offer skill-building courses in everything from painting to guitar to creative writing.  You can develop a new skill in one night or a few weeks.
• Joining a league (like bowling, tennis, etc) is also a great way to master abilities in certain areas by practicing frequently.  It also has the added benefit learning from others. 
• I have found that when it comes to DIY projects, YouTube videos are a quick and easy way to pick up new ideas. If you're a visual learner or have a short attention span,  this could be the way to go for you.
• Subscribing to magazines and trade publications that focuses on a particular subject matter or industry is also an effective way to sharpen your skills.  For example HR.com magazine has become a staple for me in learning about new trends and developments in Human Resources.  There are hundreds of industry specific publications available.  Garden Design magazine is a great choice for the avid landscaper; Nurse.com The Magazine is educational for those in the medical care profession; and the list goes on and on.

How will you use the month of May to make yourself more skilled or marketable?  What will you do to stay educated and relevant?  Align your efforts with your goals, and you're sure to see maximum results.

www.yourenhance.com  | Enhance Business Solutions | learning coaching development

April is for ACTION - Let's Spark Something New

Sparking New Action

Changing your actions is a cycle. It starts with changing your thinking. How you see a situation or what you believe about it, affects how you approach it. For example, if you see a situation as an opportunity, you will approach it that way. If you see it as a problem, your approach is likely to be different. Opportunities provide benefits; they are desired, interesting and worthwhile. Problems usually are not.  Thinking isn’t enough.  We hear a lot these days about changing mindsets, paradigm shifts, and mindfulness.   There are important concepts, but we mustn’t stop there.  Your thoughts will only take you half way to your destination; if your goal is improvement, change, or achievement of something, you will need more.   

Stephen M.R. Covey says you cannot think your way into new behavior. You behave your way into new behavior, he asserts. Let me elaborate. Have you ever tried something new only to discover that you really like it – a food or an activity, maybe a new hobby?  No matter how much you thought about it you couldn’t get to the point of enjoying it until you actually tried it. It was that way for me the first time I tried sushi.  I thought it would be gross initially. That thought had to change before I could even take that first bite of yellowtail sashimi. Once I changed my mind that freed me to change my action. But I couldn't discover that I love sushi, become a fan of it, and encourage others to try it until I took action by actually consuming it. My thinking was a great start but it was just the beginning.

Let’s look at how this works in the workplace.  Think of an employee who is always late for work. That person won’t start being on time until his behavior changes. He can think about being on time, understand the importance of timeliness, and want to be on time. Nothing actually changes until he stops hitting the snooze button or adjusts whatever is making him late.

Consider the millions of people who THINK about exercising every January 1. They plan for it and even select and join a gym. But sadly many of them take no action beyond that.   Clearly one does not develop a new habit by simply thinking about it. It STARTS with thinking, then finishes with doing.

A mentor of mine explained it this way: if five birds are sitting on a wire and three of them intend to fly away, there are still five birds on the wire.  What they intend to do produces nothing. What they attend to produces results.  

March is for Money Management

March Money Management

This year, I've vowed to make one monthly commitment at a time instead of year-long resolutions, which never seem to work. February was for Finishing (i.e. projects, tasks, and commitments).  This Month, I'm a Money Management Maven.  

I have a friend who would always ask me to help her develop a budget.  Each year, we would put together a spreadsheet detailing what she would spend.  However, she would never spend accordingly.  I finally told her "what goes on the spreadsheet doesn't matter.  What you do with your money is what matters." 

You have to start somewhere, and here's where I'm starting. 1.) I'm committing to increase my saving by 2%.  That's not a lot of money, short-term.  But, over a lifetime, it could prepare me to retire one year earlier.  2.) I'm reducing my waste.  If you toss out spoiled milk, if your cereal is stale before you eat it all, or if you trash bags are only half full when you toss them out, you have waste. Take stock of what you purchase, how much, and when.  You might need to make some adjustments.  I'm making a concerted effort to only buy what I can consume; that's better for my pockets and my planet.   3.)  I'm also spending less on nonessential consumption like gourmet coffees, cosmetic services, and junk food.  This requires my household to go into do-it-yourself mode.  We can park our own cars instead of using valet.  We can plant our own flowers instead of hiring a landscaper.  And we can iron our clothes (more often) instead of paying the drycleaner to do it for us.  

Solid money management takes discipline, self control, and patience.  Instant gratification must take a backseat to sensibility.  We have to learn to wait patiently for what we want instead of buying it before we have the money for it. For example, we need to purchase new tires for a car.  We should save up for the tires, rather than financing them which would result in paying more for them. The same with saving up for Christmas, vacations, school supplies, or any other recurring expense.  Even though the holidays are a long way off, you know they are coming. It doesn't have to catch us by surprise. Why not save a few bucks each week for the next 9 months to ensure you'll have enough cash on hand for gifts?  The holidays are supposed to be a joyous time. Debt does not equal joy to me!  How will you 'find' a few extra bucks to put aside each week?  How about giving up that daily latte, weekly lunch outing, or monthly shopping trip?   Saving $15 a week will yield more than $800 in a year's time.  

Developing better spending and saving habits is an integral part of getting your financial future on track and earning financial freedom.  

One focus at a time: February is for finishing

January was resolution month.  It's the month when people all over the world make promises and commitments about changes they will make in their behaviors or choices.  Usually, by this time of year those resolutions have been abandoned.  Let's take a different approach.  For the next 11 months, I challenge you to join me in developing a different key area of your life, each month.

FEBRUARY IS for FINISHING.

Look around your office, your home, your car, your life.  Are their projects that you've started but not completed?  February is the month to commit to finishing those things, whether it's cleaning the garage, purging unused items from the closet, pr donated unwanted toys and outgrown clothes.  It also could mean finishing a book you started reading, completing a sewing or knitting project, or even writing your memoirs.   This month, I'll finish reading two books, finish cleaning out the hall coat closet,  and finish a 750-piece jigsaw puzzle my family is working on together.  What will you finish in February?

This approach of attacking one area at a time, will allow for quicker wins.  Essentially, you will see results and have successes faster, if you leverage this methodology.  You also won't have to commit to any one thing for 365 days. That can be overwhelming and unrealistic for many of us.  The one focus at a time initiative provides just as much if not more opportunity for meaningful, sustained change to happen in our lives.

Next month:  March is for Money Management.

A Solution For Your Resolutions

16 resolutions for 2016

There are two fundamental issues with new year's resolutions.  The first issue is, you must start them on January 1.  If you don't, you're a slacker.  The other issue is that a resolution must be something you do all year long, such as exercise, read more, attend church or cook family meals. 

I've got a solution for your resolutions.  Here are 16 resolutions you should make in 2016. You can complete all of them this year.  With this list, you don't have to start them all at once.  And some of them only require a singular action ; not something you have to keep doing for 365 days.

1. Do one thing you're afraid to do. 

Feel free to make this something small.  It doesn't have to be sky diving.  How about talking to a complete stranger at work or attending a networking event?

2. Apologize for one thing you need to apologize for.

There's probably someone in your life that you have unintentionally wronged.  No? Well, perhaps there is tension with your business partners, an old friend, or co-worker.  You should pick someone and tell them you're sorry that the issue has gone so far and the silence has lasted so long.  You don't even have to say you were at fault.  You'll be extending the proverbial olive branch.

3. Start one thing you've always planned to start.

Again, feel free to make this a small task.  If you've always wanted to start a business, and you are really ready to make that move, go for it.  It's also ok to simply start reading that book your secret santa gave you. 

4. Tell one person how awesome they are.

You can do this with your favorite person in the world, an acquaintance, or your kid's babysitter.  Think of someone that has displayed awesomeness (not perfection) and tell them so. 

5. Prove one person wrong.

At some point in your life, probably right now, you have had a naysayer.  If someone has expressed their skeptism that you would loose weight, stop smoking, join a band, or change your hairstyle, this is your chance to prove them wrong.  But, they never have to know.  This is for you, not them; you don't have to rub their noses in it. 

6. Ask one person for help.

In the parable of the good Samaritan, the Samaritan is seen as the hero. But the person he help is also noteworthy.  This man had to accept help from a stranger, a foreigner, and someone from the other side of the track.  It's a humbling experience to be vulnerable.

7. Offer to help one person.

When you see someone struggling to carry a box up the stairs or someone has dropped their grocery bag outside the market, stop to help.  The opportunity to accomplish this resolution is all around you, if you pay attention.

8. Do one thing no one else is willing to do.

I was talking to a friend recently, and she commented on my tendency to take on the thing no one else wants.  When we take kids on an annual youth retreat, no one wants to chaperone the 5 year olds; naturally, I take that group every year.  At work, school, church, or in your neighborhood, find out where the help is needed.  Call the food bank or the homeless shelther or boys and girls club and find out what day of the week, or time of year, they tend to lack volunteers. 

9. Just once, refuse to care what other people think.

Sing karaoke without worrying about sounding horrible.  Dance publicly, and don't concern yourself with looking funny.  Get on a hooverboard and know that you won't look cool the first time.  It's ok.  You don't have to be perfect.

10. Spend less time on social media.

If you're doing something productive (like reading this post), social media can be useful.  I If you want to solicit help from friends to find a mechanic, social media could be right avenue.  However, if you're spending several hours a day scrolling through your facebook, twitter, snapchat and other newsfeeds, it's time to scale back.

11. Tell one person no.

If you tend to overcommit yourself, this one is the resolution for you.  Say no to that task, project, or committee that takes up too much of your time or leaves you drained. 

12. "Fire" one person.

Most of us have negative people in our lives that we need to stop engaging.  Be respectful to them, but don't let them take you to unhealthy places. 

13. One time, just let it fly.

Every harsh word from a friend, spouse, or co-worker doesn't have to be corrected or confronted.  The teacher doesn't always have to scold the frustrated student.  The boss need to lecture every complaining employee.  Overlook that slight, just once.

14. Do one thing that's not your job.

At work it's not your job to greet the customer.  But do it anyway.  At home, it's not your responsibility to take out the trash. But, it might help out your spouse on the day they work late. Do it, even though you don't have to.

15. Embrace one thing another person does.

We have all have colleague who speaks her mind.  You know a couple who has a weekly date night.  You might have a friend who treats herself to a pedicure once a month.   If you've ever thought, 'I wish I could do that' or 'I need to start doing that', there's no better time than now.   

16. Call your parents.

If you still have them, call them.  They've done a lot for you and they are an important part of who you are.  Don't promise yourself that you will visit every week.  Just vow to pick up the phone.