Jobs and CareersValue Driven Life
By Janet G. Daughtry
Bill Montgomery once said that one of the most important things in life is to decide what is the most important thing? That is sound advice. How many people consider what really matters or take the time to give it any thought? Many of the difficulties we face in life are because we have not taken the time to decide what is really important to us and what we value. Therefore, we do not know what our values are and our life reflects the disconnect.
I often remind women to honor their values in the decision making process. Why? I believe that values are like a road map. If you do not know where you are headed in life, you are not likely to have a very productive or fulfilling life. Values provide the structure, direction and even security that we need to live a life that is in sync with who we really are and what we want to be in this life. They provide the basis for knowing what to say yes to and what to say no to. They also become a guide that we can refer to over and over again when we have to make the really tough choices and decisions of life. In fact, I would have to say that the difference between living a mediocre life and an exceptional life is one that is principle driven or value driven.
The same concept applies for leadership as well. I believe the difference between leadership that is mediocre and exceptional has a lot to do with values or the lack of them. How many times have we seen leaders come and go because they lacked integrity or honesty? A leader who is value driven does not worry about opinion or get swept up with their own emotions, fears, anxieties or public opinion. When the rubber meets the road and tough decisions have to be made, a higher principle kicks in. Value driven leadership basis their decisions on a set of principles and values. An effective leader can make decisions quickly and decisively because they are value or principle driven. Those values become the basis for their decisions time and after time.
So thank you, Bill. I believe you have it right! The most important thing in life and leadership is to decide what really is the most important thing? What about you? How does your life and leadership reflect and honor the things that matter the most to you- your core values?
Janet G. Daughtry is a certified Christian Life and Business coach specializing in helping women move past limited thinking to unlock their life's potential. Please visit http://www.coachjanet.com to sign up for her free audio series,"7 Lies You Can't Afford to Believe."
====================================
Leadership Society
By Brandon Swain
Leaders must have a belief that they have everything that they need. Need is a quality that competes with leadership. A person who feels like they lack in some departments in life; start to focus inwardly. They start trying to get what they need at the expense of everyone else. Who can blame them? There is a huge hole in their spirit in which they are trying to fill with everything that they can, the value and time of others, money, sex, food, and anything else. Desperately, they try to bring value to themselves because to them, they need it more than anyone. The only time someone who "needs" is happy is when someone more dominant allows the "needer" temporarily into their reality. This is dangerous for someone who thinks they lack, because this allows for manipulation and ridicule. It isn't common for this to happen, because anyone's reality will out match someone who thinks their own reality is lacking something. But all to often real needers are rejected beforehand, because leaders like to remain unaffected so they cast out the needer and the needy in order to preserve their own value and emotions.
Quick Fix:
Believe that you have everything that you need! Why? Because you do, you have every single that you will ever need for success. Quit looking for things to fill the imaginary hole in your spirit, you have everything. Your slate is wiped clean, everything in the past doesn't matter. You have just as much as everything that everyone else has.
http://socialhumanbehavior.blogspot.com
http://twitter.com/younggates88
==================================
Leadership Branding - Delivering Performance Feedback
By Lethia Owens
Delivering performance feedback is part of the managerial leadership skill set that includes coaching and mentoring. The ability to provide feedback, either negative or positive, is a communication skill that can leave the employee feeling empowered or demoralized.
This can be an awkward experience for both the manager and the employee if the proper steps have not been taken throughout the year or in advance of the feedback meeting. An employee shouldn't find out how their performance is being viewed once annually at their review period. If there are concerns, they should be addressed immediately. How management delivers feedback creates an impact on morale and performance going forward.
Here ways to positively deliver performance feedback:
1. Create the right environment. Employees should have time to prepare for feedback if possible. The conversation should be private and uninterrupted. Management should be prepared for the conversation. Have metrics to carefully determine what level an employee is performing at.
2. Allow time for the employee's self-evaluation. The employee should come prepared with their own personal evaluation of work done, projects handled, customer comments and whatever else they would like to discuss. This is helpful in two ways: employees are generally harder on themselves, making management feedback look gentle and they are more likely to work hard to improve what they've identified themselves.
3. Stress the importance of performance feedback. One of the reasons employees fear an evaluation or receiving criticism is because they never fully understood the logic behind such action. As a manager practicing effective leadership, it is the manager's role to make sure that their team knows the benefits of performance feedback, especially when it comes to professional development.
4. Listen to employee input. Managers should not do all of the talking! Performance reviews are an excellent way for leadership to get the pulse of employee engagement and other issues they may not be aware of. Ensure that the recipient of feedback has the chance to explain their performance and ask questions. Solicit feedback on ideas the employee might have for organizational improvements.
5. Focus on performance alone. Managerial leadership should have its boundaries, and it should be established during performance feedback. This is not an opportunity for managers to air personal grievances against an employee or the organization. Be sure to communicate performance issues honestly and directly.
6. Identify performance goals. Make sure expectations are clearly understood. Ask the employee to offer their version of what's been discussed so discrepancies can be mitigated. Develop a workable plan with the employee for the next review period. All goals should be measurable and can be monitored. Offer interim meetings to discuss progress.
7. Relate the employee performance to organizational goals. An employee should always understand how their role and performance fits into the overall vision of the company.Managerial leadership requires motivating a team towards this mission. Thus, when delivering performance feedback, ensure that they will be able to relate their decisions and actions to the goals of the organization.
8. End positively. Ken Blanchard's One Minute Manager is a classic on delivering feedback. His wisdom of spending approximately half of a conversation (at the beginning) focused on areas for improvement and the second half on focusing on strengths and accomplishments has thankfully been adopted by most progressive organizations. The employee should go walk away with an understanding of areas for improvement but also a sense of pride.
9. Document the conversation. The employee should have a written document to review and check performance against. Management should have the same thing and a legal document in case an employee's performance results in corrective action or termination. A company's Human Resources department will have guidelines on the organization's policy on documenting feedback.
As a personal branding strategist and professional speaker, Lethia Owens is passionate about teaching people how to think, work and live powerfully! She works with enterprising speakers and solopreneurs who want to build a million dollar brand using cutting edge online marketing strategies that attract more clients and increase profits. For more information on Lethia Owens International, Inc. please visit http://www.LethiaOwens.com or follower her on the following social networks:
Twitter.LethiaOwens.com :: Facebook.Lethiaowens.com :: LinkedIn.LethiaOwens.com
==============================
Get Busy Living Or Get Busy Dying - Do You Have a Vision For Your Future?
By Mark Petticord
In Viktor Frankl's 1946 book, "Man's Search for Meaning", he chronicles his experiences as a concentration camp prisoner at Auschwitz during WWII. He describes his psycho therapeutic method of finding a reason to live. According to Frankl, the book intends to answer the question, how was everyday life in a concentration camp reflected in the mind of the average prisoner?
Frankl writes, "We who lived in concentration camps can remember the men who walked through the huts comforting others, giving away their last piece of bread. They may have been few in number, but they offer sufficient proof that everything can be taken from a man but one thing: the last of the human freedoms, to choose one's attitude in any given set of circumstances, to choose one's own way. Of much greater importance for acquiring a meaning, in comprehending the why of one's existence, was one's ability to find both hope and strength in the future, to find a goal to which one could look forward. The prisoner who had lost faith in the future - his future - was doomed."
Have you lost faith in your future? Have you become a victim or prisoner in your job or circumstances? Have you just accepted your circumstances or do you have something compelling yet to accomplish in your future? It is evident, especially with the financial turmoil in our world and civil unrest globally that depending on job security, social security, or any kind of guarantee is a pipe dream. It's a twentieth century, industrial age mind-set that has indoctrinated and permeated our society.
GET BUSY LIVING OR GET BUSY DYING: In the fictional movie, The Shawshank Redemption, a must see for every student of success, the main character Andy never gave up his dream of freedom. Even in the midst of the worst circumstances while serving a life sentence, convicted of a crime he did not commit, Andy had hope. According to Red, Andy's friend, everyone is innocent at Shawshank. Red thought, hope and the dream of freedom was a pipe dream. Andy, believed and had faith in his future.
During a pivotal point in the movie, Andy asked Red, "Do you think you will ever get out of here? " Red responded: "Yeah when I'm old and gray with a few marbles rolling around in my head." Red went on to say, "I don't know if I could make it on the outside, I'm an institutional man." Like the other prisoners, Red had become institutionalized by years of incarceration. After a while, prisoners at Shawshank accepted their lot in life, stopped dreaming, and eventually even feared the prospect of being paroled.
Doesn't this scenario ring true in the lives of many people? Many become institutionalized and begin to feel comfortable, secure, and even dependent in their personal prisons. They accept a false security. Their prison could be a job or circumstance that they just accept as their lot in life and give up hope. Andy, on the other hand stayed busy and productive. He made friends and alliances, even with prison guards in order to advance his plan for freedom. We have heard the saying; You can't steer a boat that's not in motion. Andy kept his hope and dreams alive and made the best of his present situation while learning from his past. But he kept advancing toward his prize.
I don't want to give away the story, but I will say this. Andy spoke one of his his last lines during a pivotal scene in the movie; "Get busy living, or get busy dying." Whatever condition we find ourselves in, it all boils down to our ability to choose our attitude in the midst of our circumstances. We have to keep our eye on the prize and our vision of the future. It's a simple decision to live, dream and hope or just give up and die a slow painful death. I choose life.
I watched The Shawshank Redemption in 1994, the year I escaped from my personal Shawshank. I remember those words as clear a bell. "Get busy living or get busy dying." Even before seeing the movie, knew I'd eventually die in my job, figuratively speaking. So starting in 1987, I made a decision to escape and methodically plotted out my exit strategy. I gained my freedom -- It took seven years. A year later I broke out my wife and we have enjoyed our freedom for the last15 years.
According to Red, "there's no use for hope on the inside, it will drive a man insane." I think it's insane to stay in a circumstance that imprisons you and creates grief and regret. Even if you accept the circumstances or just get used to it, you will never achieve the results you desire. Rita Mae Brown's classic quote defined insanity as; "doing the same things and expecting different results."
Mark Petticord has been a business coach and media consultant for over 20 years. You can find his educational website at: http://www.smartideamarketing.com
By Janet G. Daughtry
Bill Montgomery once said that one of the most important things in life is to decide what is the most important thing? That is sound advice. How many people consider what really matters or take the time to give it any thought? Many of the difficulties we face in life are because we have not taken the time to decide what is really important to us and what we value. Therefore, we do not know what our values are and our life reflects the disconnect.
I often remind women to honor their values in the decision making process. Why? I believe that values are like a road map. If you do not know where you are headed in life, you are not likely to have a very productive or fulfilling life. Values provide the structure, direction and even security that we need to live a life that is in sync with who we really are and what we want to be in this life. They provide the basis for knowing what to say yes to and what to say no to. They also become a guide that we can refer to over and over again when we have to make the really tough choices and decisions of life. In fact, I would have to say that the difference between living a mediocre life and an exceptional life is one that is principle driven or value driven.
The same concept applies for leadership as well. I believe the difference between leadership that is mediocre and exceptional has a lot to do with values or the lack of them. How many times have we seen leaders come and go because they lacked integrity or honesty? A leader who is value driven does not worry about opinion or get swept up with their own emotions, fears, anxieties or public opinion. When the rubber meets the road and tough decisions have to be made, a higher principle kicks in. Value driven leadership basis their decisions on a set of principles and values. An effective leader can make decisions quickly and decisively because they are value or principle driven. Those values become the basis for their decisions time and after time.
So thank you, Bill. I believe you have it right! The most important thing in life and leadership is to decide what really is the most important thing? What about you? How does your life and leadership reflect and honor the things that matter the most to you- your core values?
Janet G. Daughtry is a certified Christian Life and Business coach specializing in helping women move past limited thinking to unlock their life's potential. Please visit http://www.coachjanet.com to sign up for her free audio series,"7 Lies You Can't Afford to Believe."
====================================
Leadership Society
By Brandon Swain
Leaders must have a belief that they have everything that they need. Need is a quality that competes with leadership. A person who feels like they lack in some departments in life; start to focus inwardly. They start trying to get what they need at the expense of everyone else. Who can blame them? There is a huge hole in their spirit in which they are trying to fill with everything that they can, the value and time of others, money, sex, food, and anything else. Desperately, they try to bring value to themselves because to them, they need it more than anyone. The only time someone who "needs" is happy is when someone more dominant allows the "needer" temporarily into their reality. This is dangerous for someone who thinks they lack, because this allows for manipulation and ridicule. It isn't common for this to happen, because anyone's reality will out match someone who thinks their own reality is lacking something. But all to often real needers are rejected beforehand, because leaders like to remain unaffected so they cast out the needer and the needy in order to preserve their own value and emotions.
Quick Fix:
Believe that you have everything that you need! Why? Because you do, you have every single that you will ever need for success. Quit looking for things to fill the imaginary hole in your spirit, you have everything. Your slate is wiped clean, everything in the past doesn't matter. You have just as much as everything that everyone else has.
http://socialhumanbehavior.blogspot.com
http://twitter.com/younggates88
==================================
Leadership Branding - Delivering Performance Feedback
By Lethia Owens
Delivering performance feedback is part of the managerial leadership skill set that includes coaching and mentoring. The ability to provide feedback, either negative or positive, is a communication skill that can leave the employee feeling empowered or demoralized.
This can be an awkward experience for both the manager and the employee if the proper steps have not been taken throughout the year or in advance of the feedback meeting. An employee shouldn't find out how their performance is being viewed once annually at their review period. If there are concerns, they should be addressed immediately. How management delivers feedback creates an impact on morale and performance going forward.
Here ways to positively deliver performance feedback:
1. Create the right environment. Employees should have time to prepare for feedback if possible. The conversation should be private and uninterrupted. Management should be prepared for the conversation. Have metrics to carefully determine what level an employee is performing at.
2. Allow time for the employee's self-evaluation. The employee should come prepared with their own personal evaluation of work done, projects handled, customer comments and whatever else they would like to discuss. This is helpful in two ways: employees are generally harder on themselves, making management feedback look gentle and they are more likely to work hard to improve what they've identified themselves.
3. Stress the importance of performance feedback. One of the reasons employees fear an evaluation or receiving criticism is because they never fully understood the logic behind such action. As a manager practicing effective leadership, it is the manager's role to make sure that their team knows the benefits of performance feedback, especially when it comes to professional development.
4. Listen to employee input. Managers should not do all of the talking! Performance reviews are an excellent way for leadership to get the pulse of employee engagement and other issues they may not be aware of. Ensure that the recipient of feedback has the chance to explain their performance and ask questions. Solicit feedback on ideas the employee might have for organizational improvements.
5. Focus on performance alone. Managerial leadership should have its boundaries, and it should be established during performance feedback. This is not an opportunity for managers to air personal grievances against an employee or the organization. Be sure to communicate performance issues honestly and directly.
6. Identify performance goals. Make sure expectations are clearly understood. Ask the employee to offer their version of what's been discussed so discrepancies can be mitigated. Develop a workable plan with the employee for the next review period. All goals should be measurable and can be monitored. Offer interim meetings to discuss progress.
7. Relate the employee performance to organizational goals. An employee should always understand how their role and performance fits into the overall vision of the company.Managerial leadership requires motivating a team towards this mission. Thus, when delivering performance feedback, ensure that they will be able to relate their decisions and actions to the goals of the organization.
8. End positively. Ken Blanchard's One Minute Manager is a classic on delivering feedback. His wisdom of spending approximately half of a conversation (at the beginning) focused on areas for improvement and the second half on focusing on strengths and accomplishments has thankfully been adopted by most progressive organizations. The employee should go walk away with an understanding of areas for improvement but also a sense of pride.
9. Document the conversation. The employee should have a written document to review and check performance against. Management should have the same thing and a legal document in case an employee's performance results in corrective action or termination. A company's Human Resources department will have guidelines on the organization's policy on documenting feedback.
As a personal branding strategist and professional speaker, Lethia Owens is passionate about teaching people how to think, work and live powerfully! She works with enterprising speakers and solopreneurs who want to build a million dollar brand using cutting edge online marketing strategies that attract more clients and increase profits. For more information on Lethia Owens International, Inc. please visit http://www.LethiaOwens.com or follower her on the following social networks:
Twitter.LethiaOwens.com :: Facebook.Lethiaowens.com :: LinkedIn.LethiaOwens.com
==============================
Get Busy Living Or Get Busy Dying - Do You Have a Vision For Your Future?
By Mark Petticord
In Viktor Frankl's 1946 book, "Man's Search for Meaning", he chronicles his experiences as a concentration camp prisoner at Auschwitz during WWII. He describes his psycho therapeutic method of finding a reason to live. According to Frankl, the book intends to answer the question, how was everyday life in a concentration camp reflected in the mind of the average prisoner?
Frankl writes, "We who lived in concentration camps can remember the men who walked through the huts comforting others, giving away their last piece of bread. They may have been few in number, but they offer sufficient proof that everything can be taken from a man but one thing: the last of the human freedoms, to choose one's attitude in any given set of circumstances, to choose one's own way. Of much greater importance for acquiring a meaning, in comprehending the why of one's existence, was one's ability to find both hope and strength in the future, to find a goal to which one could look forward. The prisoner who had lost faith in the future - his future - was doomed."
Have you lost faith in your future? Have you become a victim or prisoner in your job or circumstances? Have you just accepted your circumstances or do you have something compelling yet to accomplish in your future? It is evident, especially with the financial turmoil in our world and civil unrest globally that depending on job security, social security, or any kind of guarantee is a pipe dream. It's a twentieth century, industrial age mind-set that has indoctrinated and permeated our society.
GET BUSY LIVING OR GET BUSY DYING: In the fictional movie, The Shawshank Redemption, a must see for every student of success, the main character Andy never gave up his dream of freedom. Even in the midst of the worst circumstances while serving a life sentence, convicted of a crime he did not commit, Andy had hope. According to Red, Andy's friend, everyone is innocent at Shawshank. Red thought, hope and the dream of freedom was a pipe dream. Andy, believed and had faith in his future.
During a pivotal point in the movie, Andy asked Red, "Do you think you will ever get out of here? " Red responded: "Yeah when I'm old and gray with a few marbles rolling around in my head." Red went on to say, "I don't know if I could make it on the outside, I'm an institutional man." Like the other prisoners, Red had become institutionalized by years of incarceration. After a while, prisoners at Shawshank accepted their lot in life, stopped dreaming, and eventually even feared the prospect of being paroled.
Doesn't this scenario ring true in the lives of many people? Many become institutionalized and begin to feel comfortable, secure, and even dependent in their personal prisons. They accept a false security. Their prison could be a job or circumstance that they just accept as their lot in life and give up hope. Andy, on the other hand stayed busy and productive. He made friends and alliances, even with prison guards in order to advance his plan for freedom. We have heard the saying; You can't steer a boat that's not in motion. Andy kept his hope and dreams alive and made the best of his present situation while learning from his past. But he kept advancing toward his prize.
I don't want to give away the story, but I will say this. Andy spoke one of his his last lines during a pivotal scene in the movie; "Get busy living, or get busy dying." Whatever condition we find ourselves in, it all boils down to our ability to choose our attitude in the midst of our circumstances. We have to keep our eye on the prize and our vision of the future. It's a simple decision to live, dream and hope or just give up and die a slow painful death. I choose life.
I watched The Shawshank Redemption in 1994, the year I escaped from my personal Shawshank. I remember those words as clear a bell. "Get busy living or get busy dying." Even before seeing the movie, knew I'd eventually die in my job, figuratively speaking. So starting in 1987, I made a decision to escape and methodically plotted out my exit strategy. I gained my freedom -- It took seven years. A year later I broke out my wife and we have enjoyed our freedom for the last15 years.
According to Red, "there's no use for hope on the inside, it will drive a man insane." I think it's insane to stay in a circumstance that imprisons you and creates grief and regret. Even if you accept the circumstances or just get used to it, you will never achieve the results you desire. Rita Mae Brown's classic quote defined insanity as; "doing the same things and expecting different results."
Mark Petticord has been a business coach and media consultant for over 20 years. You can find his educational website at: http://www.smartideamarketing.com
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