Review your definition of success

July 11, 2018

We easily get into ‘getting on with it’ mode. Days and weeks go by. Months pass in multiples. Suddenly we’re more than half way through the year, it’s nearly (or already for some) the summer holidays, then September and we rush headlong towards Christmas.

I’m in the ‘relaxed and positive’ rather than the ‘doom and gloom’ camp when it comes to the passing of time, with one caveat. Am I doing worthwhile things with all these hours or am I just busy with activity that, on review, will count for very little.

Success

It all comes down to whether we have clear definitions of what success is and how to measure it. Answering this question is a crucial aspect of leading yourself and leading others. Once that’s done, here’s a few questions that can help keep us on track:

  1. What progress & victories have we achieved today / this week / this month that are in line with our definitions of success?
  2. What have we done that’s contributed most to those victories that we can do more of?
  3. What new things can we try to achieve more?
  4. What have we done that’s not contributed to our success that we can do less of, or stop doing entirely?

 

All seems a little bit simplistic when we put it like that, doesn’t it? Regardless, it works incredibly well. It’s often the simple things that do.

If it’s been a while since you reviewed what success means to you, can I strongly encourage you to do so? And not just at work or in business by the way. At home, with your family and friends, your health, your contribution to society and your giving to others. Your success needs defining for all of these. I’ve got plenty of simple tools to help you do this so please do get in touch if you need a hand getting started.

 


Everyone loves Gareth!

July 5, 2018

Right now as England face a World Cup Quarter Final against Sweden in two days, the talk of the town is not the players – usually the focus of most of the hype when it comes to football (Messi, Ronaldo, Neymar etc) – but the England manager, Gareth Southgate. It seems that everyone loves him.

I am very firmly in that camp too – Gareth Southgate comes across as an absolutely top class man. He conducts himself with humility, grace and calmness. He doesn’t make it all about him (take note Jose Mourinho). He encourages his players to fulfil their potential. He speaks honestly. He obviously cares deeply and understands that so many others do too; whether that’s the fans in the stadium whom he takes time to acknowledge after a match, the press corps, the English public etc.

One extraordinary photo, published after England beat Colombia on penalties in the previous match, shows Gareth embracing the Colombian player who missed their crucial penalty. In light of the particularly spikey nature of the on-field contest, this is especially remarkable. Contrast this with the German coaches who invoked the wrath of the Swedish manager earlier in the tournament by celebrating their last minute winning goal wildly right in front of the Swedish bench in an act of gross unsportsmanship which saw then banned by the German Football Federation.

Who knows what will happen in the rest of the tournament but there’s no doubt that the England manager has shone as an outstanding leader and his players (those on the inside) and the rest of the country (those on the outside) are firmly behind him in wishing him every success.

Leadership is about having clear goals, vision, communication, strategy, KPIs, performance measures and the like, but (and it’s a really big but!) it’s at least as much (I would argue more) about character – being a leader others trust and will gladly follow.

It’s why Personal Leadership is step 1 in LMI’s Total Leader process – it comes before Productivity, Motivational Leadership & Strategic Leadership. Leadership is influence through relationships. It’s a people thing. Gareth has got this part of it spot on and, best of all, it seems entirely genuine. He is being authentic, true to himself rather than following some leadership playbook. All leaders take note – the world’s a much happier place and results are much more likely to be good when you have this level of goodwill towards you.

Best of luck Gareth and the team. YOU have won us over and we would be delighted to see you succeed (not sure I could have said this about your predecessor).

P.S. If you’ve not seen it yet, check out the Twitter feed #GarethSouthgateWould for some light entertainment!


End in sight

February 21, 2018

On the radio this morning we heard the news that another cold snap is incoming for next week and we let out a collective weary groan.

pexels-photo-309384.jpegMy daughter especially is really looking forward to warmer weather and the thought of yet more freezing temperatures after the months of Winter we’ve already had, lowered her mood.

The thing that struck me though as we talked over our bowls of Cornflakes, own-brand Rice Crispies and Gluten-Free Granola was that this was likely to be the last dip before things are well and truly on the up weather-wise.

The mornings are getting lighter, so are the evenings, and we’ve had some warmer days already giving a glimpse of what’s to come. In this context, it was much easier to raise the spirits of the family because they had tangible evidence of things going the way they wanted.

The long, warm days spent in shorts and t-shirts, eating ice-cream after school and water-fights with friends in the street may be some way off yet, but it feels like we’re getting there and that makes enduring the present reality much easier.

The same is true in our work, in our DIY projects, anything really. We function better when we have some tangible indications of progress towards our goals. To do this, we need clear goals of course AND we need to have established definite ways to measure progress towards them. We need regular ‘small victories’ and to get our heads up long enough to notice that the nights are getting lighter and it wasn’t quite so bitter on the platform this morning!

How about taking some time today to pause and notice what tangible progress you’ve made already this year? Share that with your team if you can. Emit a collective sigh of satisfaction….and get back to it… hopefully with a renewed sense of resolve because the end is a little more in sight that you realised.

P.S. I’ve just realised this is one reason I often have the SatNav on even when I know where I’m going – I like to see the progress as the miles are covered and the destination draws closer. Counting down the miles is strangely satisfying!

 


A sudden jolt of empathy

February 12, 2018

It’s half term so there was no major rush getting everyone out the house this morning.

As I thought about the wonderful opportunity this presented for me to get my kids to do loads of useful stuff whilst they have all this time on their hands, that’s when the jolt of empathy hit! Don’t put adult expectations on 14, 12 and 10 year old children.

I used to love school holidays, especially the first morning. Lazing around…reading a bit…playing on the computer….all with no stress at all. Nothing to do and nowhere to be.

Yet here I was loading them up with my agenda of things to do! Don’t worry, I’ll still get them helping out with stuff…just with a bit more give first! I know that if I’m not so self-absorbed and enter into the joy of their world first, both they and I will get a much better result – more help, more willingness, less resistance, less conflict, more fun etc – than if I just launch ahead with what I want them to do.

I hope the jolt I was hit with might help you avoid making the same mistake I was rushing headlong into.

 

 


Catch both rabbits!

February 5, 2018

If you chase two rabbits, both will escape.

So says the ancient proverb… and there’s lot of wisdom in this. If you try to go in two directions at the same time, you’ll end up reaching neither.

Wouldn’t it be lovely then to only chase one rabbit? It would be heavenly to focus on just one thing but for most of us that seems like an unrealistic dream because we have so many different things running concurrently and we mustn’t drop the ball on any of them.

So what practical wisdom can we take from the age-old ‘Two Rabbits’ conundrum? Here’s just one thing that you may find helpful.

Manage transition between projects.

Think back to school. Maths lessons followed English followed History. Each lesson (at least the good ones) had a well-structured start and finish so you left in good shape to do whatever homework may be required and arrive back for the next lesson ready to continue. You were (again, in the good lessons!) able to give full focus to that one lesson for that one hour before moving on to the next.

Many challenges arise as we hop between projects and tasks holding many different things in our minds, not able to fully focus on any of them. Let’s take meetings as an example. People arrive at the meeting unprepared because they were doing something else, often unrelated, right up to the last moment they left to join the meeting, Then they leave the meeting and go straight to the next thing without processing what just happened. Instead they should be reviewing what just took place, scheduling any actions required on their part and swiftly following up with any further communication needed. When this doesn’t happen, next meeting we find agreed actions haven’t been done, or are part-done, little thought has been given to the implications of what was discussed last time and much inefficiency ensues!

Whether it’s a meeting with others or simply your own management of the various rabbits / balls / plates (pick your favourite metaphor!), it can really help to work on slowing down and focusing on good transitions. Doing this well can seriously boost your productivity and also reduce stress as things feel less hectic and out-of-control.

Give it a try and have a great week!


10 minute video – Great Leaders in the 21st Century

October 9, 2017

I found this an unusually brief (!) and insightful commentary on the current demands upon leaders to be effective in today’s world.


Is it possible to over-encourage?

September 5, 2017

A very brief article today based on this question: “Is it possible to over-encourage people?”

Yes, you need to have the confidence to confront poor behaviour and manager under-performance through clear communication and constructive conversations. Let’s take that as ‘sorted’.

Without that accountability it’s certainly possible to create a culture that is falsely positive, where poor attitudes and slack work habits go unchallenged.

But, assuming that’s in place because you have well-trained managers (if you don’t, give me a call and let’s get them well-trained!), is it possible to over-encourage or is it the case that the more praise, encouragement and generally positive inputs to the work environment, the better?

What do you reckon?  And what will you stop doing, start doing and continue doing as a result?

I’m genuinely really interested to hear your thoughts.