DID IT!!!

30+ blogs in 30 days to complete the Ultimate Blog Challenge.

I wasn't absolutely sure I would do it – in spite of my commitment to myself - but I did it! And I learned sooooo much.

Thanks to everyone for the encouragement, responses, comments and the chance to see so many different approaches to blogging. Now I just want to keep going! It may be three times a week instead of daily, but I’ll continue to write.

Happy May Day!

Nature's Treasure - The Hummingbird

For the last day of the Ultimate Blog Challenge, I thought I'd close out with a beautiful sentiment about one of life's treasures...the hummingbird.

Legends say that hummingbirds float free of time, carrying our hopes for love, joy and celebration. The hummingbird’s delicate grace reminds us that life is rich, beauty is everywhere, every person connection has meaning and that laughter is life sweetest creation.

This legend was printed on a greeting card from Target: Papyrus © Jean Card and Gift Company

Have a wonderful summer - see you at the next challenge, if not before.

10 Tips to Help You Overcome Procrastination

Sometimes I don't even get through the list of tips for overcoming procrastination! I plan to save it for reading later! So here's advice I need for my own continued personal development.

1.  How do you eat an elephant? One bite at a time! Break larger projects into manageable "bites" and create a timeline for yourself to accomplish these smaller tasks.

2.  Remember that each project expands to the time allotted to it, so set a limit for yourself: I am going to return all my phone calls in an hour. I will file papers for 30 minutes. I will spend 15 minutes picking up around the house. Set a timer. You will be amazed how much you can get done when you focus your time. My clients report that they are much more efficient and effective when they set a time limit for specific tasks.

3.   Check your self-talk. Do you frequently say, "I gotta…," "I should…," or "I have to…"? Replace this self-talk with "I choose to…" and recognize that you are at choice about what you do. If you don't choose to do it, don't do it!

4.  Eat a live toad first thing in the morning, and nothing worse will happen to you the rest of the day. Tackle that "toad" -- the task you have been putting off, the one that is hanging over your head -- because it will lift an immense load and you will feel much more productive.

5.  Train yourself to trim the F.A.T. When papers come into your office or home, give yourself these three choices: File, Act, Toss. (Note that "I'll just put it here for now" is not one of the choices.) 

6.  Relieve yourself of the stress caused by all of the clutter in your home and office by setting up some systems to manage the paper in your life. A good filing system and a tickler file system are essential elements. My clients report that the tickler file system makes a huge difference in their ability to effectively manage paper and prevent important activities from slipping through the cracks.

7.  Make a weekly appointment with yourself to plan your coming week. During your planning session, schedule important activities and tasks so you have a concrete plan for following through with your intentions.

8.  When planning your time, include both urgent (time-sensitive) and non-urgent but important activities in your plan. An example of an urgent activity might be a meeting or a project with an upcoming deadline. A non-urgent activity might be exercise or relationship-building - something important but not time-sensitive or deadline-driven.

9.  Make appointments with yourself to get administrative work done, such as paying bills or catching up with your reading. Treat this time as you would an appointment with someone else.

10. Take 15 minutes at the end of each day to put things away and look at the calendar for the next day. Gather what you need ahead of time so you will be prepared for tomorrow.

Tips provided by Kathy Paauw, Paauwerfully Organized

 Question for you: Which steps do you need to take action on right away?

Strong Relationships + Solid Leadership = Success for Everyone

22 Point Checklist to Assess Your Retention Practices

If you have team members who think of you as the “boss” it’s a good time to do a reality check on your daily practices. This is big-time personal development and professional growth stuff – it matters to you and to your team members.

Retention practices obviously refer to holding onto the people you want to keep, but are  you doing the things that will make them stay?

Many posts on this blog have referred to the importance of building strong relationships and that’s what our entire business is about – it’s that critical to your success.

 

I’ve used this survey courtesy of the Love ’Em or Lose ’Em: Getting Good People to Stay program by Kaye & Jordan-Evans many times in leadership classes and always with great  success – people like the revelations.

Read each of the statements below and give yourself one point for each statement that is true for you.  If you’re not sure, don’t give yourself a point.  Your score will tell you where you stand and what to do next.

1. I frequently ask how to make work more satisfying for my staff.
2. I accept I am the process owner for retaining good performers on my team.
3. I demonstrate respect for different backgrounds, values and needs of my employees.
4. I take steps to ensure that my reps are continually challenged by their work.
5. I respect the work-life balance issues that my employees face.
6. I let my reps know the different resources available to help them develop and grow their careers.
7. I share most, if not all, of the information to which I’m privy with my employees.
8. I apologize when I believe I have been insensitive of a rep’s feelings.
9. I encourage laughter at work.
10. I introduce my reps to others within my internal and external network.
11. I encourage my employees to stretch when creating their Personal Development Action plan.
12. I’ll stand up for a rep when I believe that they did the right thing for the customer or the company.
13. I watch for internal opportunities for my staff.
14. I question and bend the rules to support my people.
15. I recognize and reward the accomplishment of my employees in a in a variety of ways.
16. I frequently recognize and reward my people.
17. I provide my people with as much choice as possible on how their work gets done.
18. I give my employees feedback on a regular basis and coach them on what to improve.
19. I take time to really listen to and understand my employees.
20. I recognize signs of stress or overwork in my people.
21. I am tuned into the special wants and needs of everyone on my team.
22. I ask my people for feedback on my own managerial style.

Scoring:

O - 6    Alert!  You are at risk of losing your best people.  Start by asking what it is they want and need.   Then immediately move to three to five of the ideas from this assessment and put them into  action.

6 - 14    Caution!  You’ve got work to do to keep your best people.  Begin now to ask them, as well as your trusted colleagues, what working and what’s not.

15 – 21   Congrats!  You’re on the right track to keep your best people, but don’t stop now.  Choose other ideas to work on and give yourself the praise you deserve.

Strong Relationships + Solid Leadership = Success for Everyone

Five Communication Skills Questions

The newest computer can merely compound, at speed, the oldest problem in the relations between human beings, and in the end the communicator will be confronted with the old problem, of what to say and how to say it.  Edward R. Murrow

We say communication is all-important and, of course, it is. But couldn't most of us do a better job? Aren't there times when you feel you're just not making yourself clear?  Why doesn't anybody understand what I say???

Check yourself – here are five questions to determine if critical communication skills are regularly being practiced in your organization or in your life:

1. Do you or your managers see that communication is a two-way process?

2. Do you and your managers construct clear, concise messages in the interest of the listener?

3. Are nonverbal behaviors handled in a way that will reinforce the intent of the message?

4. Do you or your managers use active listening to improve communication?

5. Do you or your managers create a climate of open communication to increase team members’ motivation and commitment?

Need communications skills help in your life or business? Many of us do!
We've found success with the Leadership Series ESSENTIALS online courses.I like this series of personal and leadership development courses – they’re focused on the basics and not just for new leaders. Individuals working with ANYONE could sharpen these skills - and it’s surprising how many experienced leaders could use a refresher in the basics!

Essential Skills of Communicating helps team leaders and team members learn effective techniques in developing strong communication skills. Practice the skills taught in this online course and you’re creating a culture of improved performance and increased productivity for the team, as well as the organization.

Learn more here – you can even preview the online course for FREE.

Question for you: Got 1.5 hours to invest in improving communication skills?

Strong Relationships + Solid Leadership = Success for Everyone

Four More Resources to Unlock Our Creativity

In the area of personal development, my most popular post in the Ultimate Blog Challenge so far has been: 10 Ways to Open the Mental Locks to Creative Thinking

It seemed to capture people’s attention. Perhaps because so many of us as adults wish we could recall those childhood days of unrestrained, no-boundaries thinking – no rules, color outside the lines!

A bit of research, as Michelle suggested in Day #22 Blogging Ideas, led me to these discoveries – maybe they will add to your let-me-be-more-creative-approaches. I found some great suggestions within the posts.

1.   Toca Boca: children's apps that unlock creativity

Parents and schools underestimate the importance of imagination and creativity. Apps can help to fix that, says Emil Ovemar of 'digital toy' company Toca Boca.

2.    Unlocking Creativity: 7 simple ways to boostyour creativity

Creativity requires the courage to let go of certainties. - Erich Fromm

3.    How to Unlock Your Creativity

4.   15 ways to unlock creativity and generate‘light bulb’ moments

Question for you: What techniques have you consciously applied to tap into greater creativity?

11 Leadership Actions in The Beauty and The Beast of Recognition Part 3 of 3

Dignity does not exist in possessing honors, but in deserving them.   Aristotle

The wrap-up to our discussion of the Beauty and the Beast of Recognition is a list of 11 Leadership Actions for you, the team leader - just to keep it all from turning into a beastly part of your role!

Add these actions to your personal development commitments.

Leadership Actions

1. Encourage team members to set ambitious goals.
   
2. Reward effort and achievement.
3. Give credit where credit is due.
4. Communicate the achievements of your team to higher-level management in a visible and positive way, showing pride in, and support for, your people.
5. Know what aspects of the job excite your team members, and then provide them with the opportunities to pursue these activities.
6. Learn what rewards your team members value that you can provide.
7. Notice the good work people are doing and talk about it to them and to others outside your team.
8. Establish “group identity” and work at building pride in group membership – “esprit de corps.”
9. Give recognition to people who strive for excellence and improve quality.
10. “Go to bat” for your team members.
11. Find ways to enrich the jobs of your team members by increasing their authority or span of control.Adapted from Successful Manager’s Handbook, Personnel Decisions, Inc.

Question for You: Have you decided on any specific actions to improve or implement a recognition process in your organization?

Strong Relationships + Solid Leadership = Success for Everyone

The Beauty and The Beast of Recognition Part 2 of 3

Tips to turn your recognition process into a BEAUTY and avoid the BEAST.

Today's article gives you suggestions for:

1. Opportunities for recognition

2. Forms of recognition

3. Checklist for your own actions

1. What Are Some Opportunities to Recognize an Individual/Group/Team?

· Successful completion of a project

· Consistent performance over an extended period by a team member

· Commitment to team effort, customers, and/or quality

· Significant improvements in performance

· Special efforts to support a project or program or other team member

· Use of innovation, creativity and/or leadership

You could add many more thoughts to this list - sometimes we have to think about the recognition opportunities - they aren't always obvious. (This is a great topic to involve team members in - "What kinds of things should we be recognizing?")

2. If Recognition Isn’t Just Money, What Are Other Forms of Recognition?

·     Acknowledgement: No money, no plaques, just a simple verbal or written expression of appreciation for a team member’s value or contributions. 

·     Verbal expression or personal exchange: Go the extra distance - convey your interest in team members as individuals, e.g., remembering birthdays, inquiring about favorite hobbies or the health of others’ families, progress the kids are making, etc.

·    Reward: This is a tangible expression of appreciation for a job well done; a gift certificate, dinner reservations for the team member and partner, subscription to a publication the person would enjoy, a check…the list is really endless.

·     Inclusion: Not everyone views this as recognition, but an invitation to participate at a higher level in the organization is a demonstration of trust; designate the team member being recognized to sit in a meeting as your representative or attend a conference. This sends a message of your confidence in the team member and supports his/her professional development.

This is another opportunity to involve team members: It’s very cool to invite your team members to identify recognition ideas – involve them and see where the discussion leads! Other resources for recognition ideas:

Try Bob Nelson’s 1001 Ways to Reward Employees – it’s packed with terrific ideas.

Or Nelson's The 1001 Rewards & Recognition Fieldbook: The Complete Guide

If you're a team leader, answer this handy checklist and decide how much attention you pay to this often-overlooked-opportunity for team member satisfaction.

3. Recognition Checklist

P    Am I, as a team leader, taking advantage of all recognition opportunities?

P    Am I correctly identifying what/whom to recognize?

P    Am I giving recognition on a daily basis, not just for the “home run” events?

P    Did I customize the type of recognition so the team member appreciates the gesture?

P    Did I choose a way to present the recognition so the team member will be comfortable?

P    Did the recognition appropriately match what the team member did?

Question for you: How would you answer all of the above!

Strong Relationships + Solid Leadership = Success for Everyone

The Beauty and The Beast of Recognition Part 1 of 3

This month has been loaded with posts about developing your personal and professional self - especially with regard to leading others. And I know that one of the most over-looked, under-developed and under-utilized areas of leading is the ability to effectively recognize and reward team members. (The best part of this practice is that it works as well in your personal life with kids, other family members, committees you work with, etc. as it does in your professional world).

The Beauty and The Beast of Recognition

Can you recall the greatest recognition you ever received? Maybe it was in a work situation, possibly at home or for a volunteer effort? Was it money? If it was, do you even recall the amount? Most likely, you do not.

In leadership classes when I’ve asked this question, people cannot recall a check amount, but they do cite specific acknowledgements they received – they remember something personal that called attention to their unique accomplishment. And they were most appreciative of the recognition – they remember it for a long time.

Today, if you ask some one what they’d LIKE to receive as recognition, the first thing they’ll say is “Money” and they mean it. No problem. But that isn’t always an option is it? Great to hand out checks, but funds aren’t unlimited in most places, so you have to get creative about the kinds of recognition you provide.

Let's start with the purpose behind recognizing someone.

Ideally, recognition is not something reserved just for unusual or big achievements. It’s day-to-day; it's a way to acknowledge the value of each person as a unique contribution to the business/committee/community/team, etc.

What Is Recognition Supposed to Do?

This is The BEAUTY of Recognition because it should...

Acknowledge the contributions and special efforts made by individuals, teams, groups - call out what's unique or above the standard

Reinforce the those work behaviors you want to see more of; teamwork, attention to customers, innovation, etc

Create a positive work environment - and that adds to team member job satisfaction (which is notoriously low if measured)

Enhance your team members' sense of value to the organization

All excellent reasons for taking the opportunity to recognize a team member or a group of team members.

On the flop side, I’ve seen people react very negatively to recognition- why would that be? Often because of the way the recognition is handled.

This is The BEAST of Recognition because sometimes...
(Think about these effects at HOME and at WORK)

The same person gets recognized repeatedly until it seems no one else has a chance of ever being recognized.

Someone so shy that he/she is embarrassed by a public presentation of an award.

An award is given that was excessive to the accomplishment.

Steady, constant, dependable and reliable work is overlooked for a splashy performance from another team member.

Recognition is distributed so that every team member gets recognized over the course of a year and it just looks  like the “expected” reward that everyone would eventually receive – nothing special.

These can all become such negative factors in recognition that many managers would prefer to leave it alone or handle it in a perfunctory manner – they just get too many complaints; they don’t have a good program in place to provide meaningful recognition.

One of the purposes of recognition is to create a positive work environment. A well-designed and delivered recognition process can help that a lot. On the other hand, a poorly handled recognition program will create more dissatisfaction than no program at all!

Question for You: Have you seen particularly effective or ineffective recognition programs and what have been the effects?

Strong Relationships + Solid Leadership = Success for Everyone

Your True Nature – Set it Free

Last year on a trip to Glacier National Park with my sister, I discovered postcards from Your True Nature. Now they're all over my house! This man is all about personal development.

btw...that's my sister's photo from Glacier at the top of this blog - isn't it beautiful?

Your True Nature postcards are written by Ilan Shamir, which literally means "protector of the trees"; each one is inspiring, creative, thoughtful, original and simply amazing.

Check out his website, look over the range of objects he sees in Nature and pulls meaning from – the guy is magical!

http://www.yourtruenature.com/web-store

He goes far beyond postcards too - you'll like it!

Inspiration and Motivation for All Ages

Don't we all collect the things that will inspire us in some way - some of these things sit around the house as visual reminders, others are stuck on the edges of our monitors or mirrors, lots of stuff is stored in notebooks or on our desktops? It's all part of our personal and professional development - lessons from others, tips to remember.

But there's STUFF isn't there? And it's important to us even if we only come back to it now and then.

That's what happened with this collection - lots of special writings that I've held on to for ages.


Then this spring we had a female family reunion - it seemed like a good idea to put the best items in a binder, haul them to the beach and give each woman her own edition.

We were ages 83 down to 11 – and the collection was a great success. The "saltier" items didn't make the cut because of the 11 year old, but there's humor, stories guaranteed to tear you up and lots of words to remember and inspire or motivate. The binder became Inspiration and Motivation for All Ages.

So I wondered, why not share this with others who would enjoy the variety of entries?

Just click there, get your own copy and then add to it the treasures you collect.

Hope you enjoy this
AND
I'd really like for you to let me know your favorites.

How Important is Judgment to Leadership?

On the subject of personal growth and the development of leadership skills, I’m suggesting that you have a look at my colleague, Dennis E. Coates, Ph.D., blog posting earlier this week: On Judgment - What John W. Gardner Told Me about Leadership.

Denny’s article highlights one of those personal strengths that can be so critical to our success and provides comments from Garner on others strengths. I think you’ll appreciate what Denny and John Gardner have to say.

(Check out the right hand column of Building Personal Strength, Denny’s blog.)

Question for you: If you checked out the right column, I know you selected one of his publications! Which did you choose?

(If you’ve got teenagers or pre-teens around, you have to read Conversations with the Wise Uncle or Conversations with the Wise Aunt- located in Denny's right hand column).

Strong Relationships + Solid Leadership = Success for Everyone