Archive for ◊ November, 2016 ◊

Author:
• Thursday, November 24th, 2016

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How are those 2016 goals working out for you? I’ve got some news for you, but most people don’t want to hear it.

There are only three reasons that you fail to make progress towards your goals. Yes – it’s that simple. But people are going to deny it.

The first two reasons are the most important – and the ones that people don’t want to face. The third reason is really just a caveat. So let’s scrap the third reason.

There are only two reasons you fail to progress towards your goals.
In. Anything.

Either:
a) You’re not doing the work, or
b) You’re doing the wrong work

That’s it. Nothing else is stopping you. Whether you want to get a promotion, make more sales, qualify for your bonus or lose ten kilos. If it’s not happening for you, it’s because of one of those things.

So here’s what you need to do. And I KNOW this sounds really simple, but I am really frustrated with a bunch of people I’ve been working with, so I’m going to spell it out.

First – find out what the ‘right work’ is. Because if you want to make more sales, but you’re only making three sales calls a week, then getting buried in admin – it’s probably not going to happen. Or if you want a brilliant team, but you aren’t doing one-on-ones with your staff at least once a month – it’s probably not going to happen.

So, find out what the BEST people in your world are doing. Whether that’s sales, or losing weight, or leadership, or whatever. And then do it even better than them.

Secondly. Commit and work relentlessly on making it happen. You can’t make those 10 sales calls every other week – it has to be every week. Don’t make excuses why you can’t get out the door and exercise, because you’re too busy – just make it happen. Don’t cancel those one-on-ones with your staff because you have too many emails to answer. Prioritise it and Get. It. Done.

And don’t lie to yourself and other people that you’re doing it, when you’re actually NOT.

What’s the third reason? The third reason is that your goals are out of your control. But this rant assumes that you set controllable, smart goals anyway. So forget it.

Author:
• Tuesday, November 08th, 2016

shingles_contagious
Many leaders don’t invest much time and effort in setting and upholding standards. Instead, we focus on results. And fair enough – results are what we are measured on.

But what many leaders forget, until it’s too late, is that standards and behaviours precede results. And if we don’t reinforce the right behaviours, both culture and performance gets off track pretty quickly.

Consider some recent research in how standards are contagious

In a university experiment, researchers found that when colleagues kept their work environment tidy, only about 18% of people littered the environment.

But then the researchers decided to plant a mole who had no regard whatsoever for the cleanliness of their workspace? They left trash lying around, dirty coffee cups littered their desk, and they were generally messy all day every day.

What do you think happened?

Once the students observed someone engaging in this messy behaviour, it triggered a more than 40% increase in the number of people that were messy as well.

Just one person had a massive influence on the behaviours of other people in the team.

You see, staff tend to be drawn to the behaviour they are surrounded by.

They look around and they think “Well, if Fred can do that, I guess it’s ok for me to do that too’’

If those standards are high, that’s great. But if the standards are low – then watch out.

Think about these two simple things that you can do:

Firstly, define your Team Brand

Simply ask your team “What do we want to stand for?” and then highlight the behaviours that exemplify this in your team. Even better – get your team to set these standards and behaviour so they become part of the solution see this quick video on ownership

Second, be relentless about rewarding people for displaying the behaviours, and holding people accountable when they do things that detract from your team brand. Most people fail to do this and then wonder why they aren’t seeing the behaviours they like from their team.

I’ll say it again: standards and behaviours precede results.

If you tolerate low standards in everything from performance to the way people treat each other, then you are setting your team up for poor results.

Author:
• Wednesday, November 02nd, 2016

How-Leave-Work-at-Work

(Don’t waste time reading! Watch the video instead! Click here

How is stress affecting your home life?

80% of kids say that they notice that their parents bring work stress home.
If you check in with work after hours, or on your days off, your kids are 200% more likely to say you come home in a bad mood.
And Maybe more importantly, you are also 20% more likely to have stressed our kids.

And let’s face it – pretty much everyone is checking in with work, outside of work hours.

With more to do than ever before we are more stressed than ever before as well.
And yet most of us are like the proverbial frog in the saucepan – this constant feeling of pressure has become the norm. We almost don’t notice it. But clearly others do. In the survey results above, I am pretty certain you could replace ‘kids’ with ‘friends’, or ‘spouse’ and you’d end up with exactly the same results.

So here are two things you can do to leave stress at the office

1) Plan Tomorrow

Before you leave the office, write down the critical things you need to do tomorrow. For some reason, when we allocate time to do something in the future, our bodies and brains treat those things like they’re already taken care of. Actually plan your day out and work out where you’re going to do those things that are bugging you.

2) Do something to disconnect on the way home

Try to forget work on the trip home. No work phone calls or problem solving – try to switch off by listening to some music or reading a book. Make this your signal to leave work at work. This also allows us to transition from your work persona to your home persona.

Stress is a pervasive element in the 21st Century workplace. But by managing stress well, we can use it to get more done and help us perform well, instead of letting it negatively us and those around us.