It has been quite some time since my last Blog post. I have been busy being a Champion. I have been involved with yet another business start-up and my time management skills have really been challenged. I realized that one of the keys to overcoming any obstacle or hindrance is to become a champion.
We have all heard the term or phrase, "Be a leadership champion!" Or, "Be a champion for change!" Well my friends, being a champion is the only way to BE.
Champion boxer Jack Dempsey said it best, ""A champion is one who gets up even when he can't."
Often times, people who display the desire and gumption to continue on even when it seems they can’t, believe they are a champion. Jack Dempsey was a true champion. He was also quoted as saying, “"I was afraid he was going to kill me. I wasn't just fighting for the championship. I was fighting for my life."
As a student of leadership, I have read countless articles, books, and studies on the subject. The good news? I think I have figured it out! In order to succeed at anything in life, you MUST be a champion. You must think like a champion, eat like a champion, and BE A CHAMPION! You must get up and move forward even when you think you can't.
My challenge to you: be a champion of something. Be the ONE to push something forward to closure and success. Launch a new project and don’t give up until it has reached its full potential.
Lastly, remember that it is always darkest before the dawn. If you are new to this theory, I encourage you to be tough. Just when you think things are going to happen, they do…because you are a champion.
Josh Brody is the President and CEO of Corporate Guidance Solutions, an environmental consulting firm specializing in merging the environmental and business field, helping organizations and individuals realize their potential and enhance their performance while helping to improve environmental compliance.
**Disclaimer** This Blog is for informational purposes only! Corporate Guidance Solutions (CGS) or any CGS employee cannot be held responsible for any positive outcomes you may experience.
Showing posts with label CGS; Corporate Guidance Solutions; Brody; Coaching. Show all posts
Showing posts with label CGS; Corporate Guidance Solutions; Brody; Coaching. Show all posts
Thursday, August 7, 2008
Tuesday, June 5, 2007
Are you a Critical Thinker?
Is Critical Thinking necessary in planning?
All too often in today’s business world, planning and other decisions are being made without proper thinking…critical thinking! By definition, Critical Thinking is asking thought provoking questions and utilizing ethical reasoning to obtain all of the information one can so that a decision based on facts can be made. If you look, you will find numerous definitions for this topic, and they are all right.
A true measure of planning success is whether or not detailed critical thinking was completed. “If a man takes no thought about what is distant, he will find sorrow near at hand.” Confucius
Asking questions about funding, marketing, program sustainment, etc. is critical to the success of your business. An old saying that was often used in the Navy (exhibits a Sailor-like-crudeness) is, “Prior Proper Planning Prevents Piss-Poor Performance,” or better known as the Seven P’s. If business leaders and planners spent more time planning, there would be less time assessing and fixing problems.
My challenge to you is to learn how to think more critically. Every time you have a decision to make, ask your self at least three questions regarding the impacts of that decision. It may be as simple as “What should I eat for lunch?”
Josh Brody is the President and CEO of Corporate Guidance Solutions, a consulting firm specializing in helping organizations and individuals realize their potential and enhance their performance.
**Disclaimer** This Blog is for informational purposes only! Corporate Guidance Solutions (CGS) or any CGS employee cannot be held responsible for any positive outcomes you may experience.
All too often in today’s business world, planning and other decisions are being made without proper thinking…critical thinking! By definition, Critical Thinking is asking thought provoking questions and utilizing ethical reasoning to obtain all of the information one can so that a decision based on facts can be made. If you look, you will find numerous definitions for this topic, and they are all right.
A true measure of planning success is whether or not detailed critical thinking was completed. “If a man takes no thought about what is distant, he will find sorrow near at hand.” Confucius
Asking questions about funding, marketing, program sustainment, etc. is critical to the success of your business. An old saying that was often used in the Navy (exhibits a Sailor-like-crudeness) is, “Prior Proper Planning Prevents Piss-Poor Performance,” or better known as the Seven P’s. If business leaders and planners spent more time planning, there would be less time assessing and fixing problems.
My challenge to you is to learn how to think more critically. Every time you have a decision to make, ask your self at least three questions regarding the impacts of that decision. It may be as simple as “What should I eat for lunch?”
Josh Brody is the President and CEO of Corporate Guidance Solutions, a consulting firm specializing in helping organizations and individuals realize their potential and enhance their performance.
**Disclaimer** This Blog is for informational purposes only! Corporate Guidance Solutions (CGS) or any CGS employee cannot be held responsible for any positive outcomes you may experience.
Tuesday, May 1, 2007
Fear? YES!
Fear? Yes!
I decided to take “the leap of faith” as a small business owner in August of 2006. I did this for two reasons. 1) I felt that I was not doing what I really enjoyed doing, and 2) I wanted to help people work together better through individual commitment.
Leadership and being positive have come natural to me during my adult life, and like many people, I learned from past experiences. I realized that I had more to offer my family, society, and moreover…MYSELF!
Stepping out and taking risk is not a natural thing for humans to do. We as a human race have grown to be bigger risk takers over the last 20 years. Remember when Evil Knievel was the only “crazy” person jumping motorcycles over buses and crevasses? Now “crazy” people have competitions to see who can do the craziest trick without dying.
The same thing holds true for life in general. It is so easy to rest on our laurels and take the easy way out. I mean, we get up, go to work, come home, go to bed, and repeat. Albeit, the job may be satisfying and well paying, but many of us feel locked-in because of a false sense of security.
My experiences have led me from private industry, to the military, and the federal government. I have seen the people who go by, day-after-day, week-after-week, waiting until the day they can apply for retirement. No risk, no energy, no mission, no goals. I decided that I did not want to be one of those people. After all, if I am not happy, how can I project a positive outlook and motivate others to be happy?
General Douglas MacArthur made this point, “You win or lose, live or die – and the difference is just an eyelash.”
I agree with MacArthur, but I profess to be an advocate of thought evolution, better known as personal growth. At first there is usually a fear of risk; as we age we begin to fear regret. I was always afraid to venture out and take that “leap of faith.” Now, I don’t want to be the one that says, “I wish I would have done that.”
My challenge to you is to set safe, personal goals and go for them. Make sure they are attainable and quantifiable. Make a plan and keep track of your progress so you always know where you stand. Also, don’t tell anyone at first. Make a positive personal commitment to work toward goal attainment and GO FOR IT! Personal satisfaction, regardless of what you’ve been told is the greatest motivator.
Josh Brody is the President and CEO of Corporate Guidance Solutions, a consulting firm specializing in helping organizations and individuals realize their potential and enhance their performance.
**Disclaimer** This Blog is for informational purposes only! Corporate Guidance Solutions (CGS) or any CGS employee cannot be held responsible for any positive outcomes you may experience.
I decided to take “the leap of faith” as a small business owner in August of 2006. I did this for two reasons. 1) I felt that I was not doing what I really enjoyed doing, and 2) I wanted to help people work together better through individual commitment.
Leadership and being positive have come natural to me during my adult life, and like many people, I learned from past experiences. I realized that I had more to offer my family, society, and moreover…MYSELF!
Stepping out and taking risk is not a natural thing for humans to do. We as a human race have grown to be bigger risk takers over the last 20 years. Remember when Evil Knievel was the only “crazy” person jumping motorcycles over buses and crevasses? Now “crazy” people have competitions to see who can do the craziest trick without dying.
The same thing holds true for life in general. It is so easy to rest on our laurels and take the easy way out. I mean, we get up, go to work, come home, go to bed, and repeat. Albeit, the job may be satisfying and well paying, but many of us feel locked-in because of a false sense of security.
My experiences have led me from private industry, to the military, and the federal government. I have seen the people who go by, day-after-day, week-after-week, waiting until the day they can apply for retirement. No risk, no energy, no mission, no goals. I decided that I did not want to be one of those people. After all, if I am not happy, how can I project a positive outlook and motivate others to be happy?
General Douglas MacArthur made this point, “You win or lose, live or die – and the difference is just an eyelash.”
I agree with MacArthur, but I profess to be an advocate of thought evolution, better known as personal growth. At first there is usually a fear of risk; as we age we begin to fear regret. I was always afraid to venture out and take that “leap of faith.” Now, I don’t want to be the one that says, “I wish I would have done that.”
My challenge to you is to set safe, personal goals and go for them. Make sure they are attainable and quantifiable. Make a plan and keep track of your progress so you always know where you stand. Also, don’t tell anyone at first. Make a positive personal commitment to work toward goal attainment and GO FOR IT! Personal satisfaction, regardless of what you’ve been told is the greatest motivator.
Josh Brody is the President and CEO of Corporate Guidance Solutions, a consulting firm specializing in helping organizations and individuals realize their potential and enhance their performance.
**Disclaimer** This Blog is for informational purposes only! Corporate Guidance Solutions (CGS) or any CGS employee cannot be held responsible for any positive outcomes you may experience.
Wednesday, April 11, 2007
Your people are your most valuable resource!
Involve and believe in your people!
Many companies and corporations rely solely on upper-level management to solve their problems. After all, isn’t that what these “C-level” employees are for…problem solving?
We have been lucky enough to witness corporate turn-a-rounds in our lifetime of epic proportions…from leadership paradigm shifts.
A great example is Johnsonville Sausage LLC. In 1980, Johnsonville Sausage President, Ralph Stayer knew he had a great market share, but didn’t like the way his operation was functioning within. He knew that Johnsonville could handle there current market share at the time, but major players like Oscar Mayer and Armour were a big threat. He knew that if management was improved and internal issues were solved, Johnsonville would thrive beyond his wildest dreams.
After reading books and articles on management techniques, Slayer was approached in 1981 by a communication consultant from the University of Wisconsin, Lee Thayer. After the consultation, Slayer’s thoughts changed from, “How do we expanded our market share through competition with the big guys,” to, “if we concentrate on our people, our products will be better.”
The turn of events that followed:
The changes began small, and gradually encompassed the entire way of doing business. For example, workers had complained to Stayer that they did not like the food in the factory's vending machines. Stayer had them research competitors and find a new vending machine company. Ordinarily, Stayer or another manager would have dealt with this. But Stayer felt that it was not his problem, and he trusted the people who used the vending machines to make the best decision about them. Next came more complex problems. The sausage makers often had to work weekends in order to meet delivery dates, and they resented this. Stayer prodded the workers and plant managers to figure out how they could avoid weekend work, and soon equipment downtime was revealed as the problem. Slipshod work practices had led to a lot of stalled time on the production line. When it was up to them to change it, the Johnsonville workers made many improvements that kept the plant going, and soon they were able to get their weekends free. The workers eventually took responsibility for traditional human resources roles, hiring, firing, and training. Lateness, absence, and maintenance problems declined, and the plant became much more efficient. Workers were compensated for new roles they took on, and they also earned a share of the company's profits. Stayer put 28 percent of profits into a pool that was divvied up every six months. This greatly increased motivation at Johnsonville.
Quality control had been a major issue at the company. Though Stayer had hired more quality control people since 1980, he found that quality had actually gone down. Finally he took a crucial step. He decided that top management would no longer taste the sausage. He asked the people who made the sausage to taste it in a daily session. This seemed to make all the difference. Quality went up as the line workers got to eat and critique what they made. Eventually customer complaint letters were funneled directly to the production workers. They responded to customers and used customer input to find ways to make the sausage better. The quality control department became a new animal at Johnsonville. Instead of checking the quality of the sausage, the quality control department began providing technical support to the line workers who wanted to improve quality. Terminology also changed throughout the company. Workers became "members," and managers became "coordinators" or "coaches." (FundingUniverse, 2004)
Johnsonville has been the center of many management speeches and talks since this radical change. Stayer proved that investing in and listening to the people would increase the business at all levels. He gambled and won! He trusted his people and believed what they were telling him. He realized his thoughts were not the be-all-end-all.
My challenge to you is to ask your people what they would do about a specific problem the company may be experiencing. Let them know that you value their thoughts and opinions in that specific matter, and they will become “owners” of that process.
Source: http://www.fundinguniverse.com/company-histories/Johnsonville-Sausage-LLC-Company-History.html
Josh Brody is the President and CEO of Corporate Guidance Solutions, a consulting firm specializing in helping organizations and individuals realize their potential and enhance their performance.
Many companies and corporations rely solely on upper-level management to solve their problems. After all, isn’t that what these “C-level” employees are for…problem solving?
We have been lucky enough to witness corporate turn-a-rounds in our lifetime of epic proportions…from leadership paradigm shifts.
A great example is Johnsonville Sausage LLC. In 1980, Johnsonville Sausage President, Ralph Stayer knew he had a great market share, but didn’t like the way his operation was functioning within. He knew that Johnsonville could handle there current market share at the time, but major players like Oscar Mayer and Armour were a big threat. He knew that if management was improved and internal issues were solved, Johnsonville would thrive beyond his wildest dreams.
After reading books and articles on management techniques, Slayer was approached in 1981 by a communication consultant from the University of Wisconsin, Lee Thayer. After the consultation, Slayer’s thoughts changed from, “How do we expanded our market share through competition with the big guys,” to, “if we concentrate on our people, our products will be better.”
The turn of events that followed:
The changes began small, and gradually encompassed the entire way of doing business. For example, workers had complained to Stayer that they did not like the food in the factory's vending machines. Stayer had them research competitors and find a new vending machine company. Ordinarily, Stayer or another manager would have dealt with this. But Stayer felt that it was not his problem, and he trusted the people who used the vending machines to make the best decision about them. Next came more complex problems. The sausage makers often had to work weekends in order to meet delivery dates, and they resented this. Stayer prodded the workers and plant managers to figure out how they could avoid weekend work, and soon equipment downtime was revealed as the problem. Slipshod work practices had led to a lot of stalled time on the production line. When it was up to them to change it, the Johnsonville workers made many improvements that kept the plant going, and soon they were able to get their weekends free. The workers eventually took responsibility for traditional human resources roles, hiring, firing, and training. Lateness, absence, and maintenance problems declined, and the plant became much more efficient. Workers were compensated for new roles they took on, and they also earned a share of the company's profits. Stayer put 28 percent of profits into a pool that was divvied up every six months. This greatly increased motivation at Johnsonville.
Quality control had been a major issue at the company. Though Stayer had hired more quality control people since 1980, he found that quality had actually gone down. Finally he took a crucial step. He decided that top management would no longer taste the sausage. He asked the people who made the sausage to taste it in a daily session. This seemed to make all the difference. Quality went up as the line workers got to eat and critique what they made. Eventually customer complaint letters were funneled directly to the production workers. They responded to customers and used customer input to find ways to make the sausage better. The quality control department became a new animal at Johnsonville. Instead of checking the quality of the sausage, the quality control department began providing technical support to the line workers who wanted to improve quality. Terminology also changed throughout the company. Workers became "members," and managers became "coordinators" or "coaches." (FundingUniverse, 2004)
Johnsonville has been the center of many management speeches and talks since this radical change. Stayer proved that investing in and listening to the people would increase the business at all levels. He gambled and won! He trusted his people and believed what they were telling him. He realized his thoughts were not the be-all-end-all.
My challenge to you is to ask your people what they would do about a specific problem the company may be experiencing. Let them know that you value their thoughts and opinions in that specific matter, and they will become “owners” of that process.
Source: http://www.fundinguniverse.com/company-histories/Johnsonville-Sausage-LLC-Company-History.html
Josh Brody is the President and CEO of Corporate Guidance Solutions, a consulting firm specializing in helping organizations and individuals realize their potential and enhance their performance.
Wednesday, April 4, 2007
Ethics Awareness
Your ETHICAL style
When you make a decision or analyze a situation, what matters most to you? Is it the final outcome? Is it how the majority of people will be affected? Or is it the character of certain individuals? How do you approach situations? When making those difficult decisions, what is the most important aspect to consider? Only you know the answers to these questions.
In this post I will scratch the surface of the Ethical Awareness Inventory. I will give brief definitions of what each person thinks of while making a decision or utilizing any thought process.
There are four major components (Character, Obligation, Results, and Equity) to the Ethics Awareness Inventory. If you took an Ethics Awareness Inventory or survey in the past you know what I am talking about. If not, that’s okay. The results of an inventory would be listed within one of the aforementioned.
They are:
If Character is the overwhelming factor, your perspective leans toward what it is good to be, rather than what it is good to do. You believe that moral excellence should be achieved and look beyond an individual’s actions and into his/her character.
If Obligation is what drives you, you look toward duty, or obligation to do what is morally correct. You believe that ethical principals should be respectful of human dignity, be universal, and promote individual freedom.
If Results are most important to you, the consequences of actions usually take precedence. Ethical judgment must be based on concrete, factual evidence. Talking is not good enough, action is what matters.
If Equity is what revs your motor, you look for stability. Pragmatism and normal day-to-day experiences are usually the only real guide to action. You believe that no set decision is adequate for all time.
You will notice that the acronym for the above categories is C.O.R.E. It is fairly simple to remember because your CORE values guide your ethics and decision making skills.
What are your thoughts on ethics? When do ethics play a role in your decision making process, and do you think about others, respect, outcomes, or yourself? What is the difference between right and wrong, and how often do you battle with making a decision because of fine line between right and wrong?
My challenge to you is to figure out what the most important factor to you when making a decision. Ask yourself these questions: Who will my decision affect? What will the ramifications be? Is it right or wrong? Is a person’s character more important than the outcome they produce?
Josh Brody is the President and CEO of Corporate Guidance Solutions, a consulting firm specializing in helping organizations and individuals realize their potential and enhance their performance.
When you make a decision or analyze a situation, what matters most to you? Is it the final outcome? Is it how the majority of people will be affected? Or is it the character of certain individuals? How do you approach situations? When making those difficult decisions, what is the most important aspect to consider? Only you know the answers to these questions.
In this post I will scratch the surface of the Ethical Awareness Inventory. I will give brief definitions of what each person thinks of while making a decision or utilizing any thought process.
There are four major components (Character, Obligation, Results, and Equity) to the Ethics Awareness Inventory. If you took an Ethics Awareness Inventory or survey in the past you know what I am talking about. If not, that’s okay. The results of an inventory would be listed within one of the aforementioned.
They are:
If Character is the overwhelming factor, your perspective leans toward what it is good to be, rather than what it is good to do. You believe that moral excellence should be achieved and look beyond an individual’s actions and into his/her character.
If Obligation is what drives you, you look toward duty, or obligation to do what is morally correct. You believe that ethical principals should be respectful of human dignity, be universal, and promote individual freedom.
If Results are most important to you, the consequences of actions usually take precedence. Ethical judgment must be based on concrete, factual evidence. Talking is not good enough, action is what matters.
If Equity is what revs your motor, you look for stability. Pragmatism and normal day-to-day experiences are usually the only real guide to action. You believe that no set decision is adequate for all time.
You will notice that the acronym for the above categories is C.O.R.E. It is fairly simple to remember because your CORE values guide your ethics and decision making skills.
What are your thoughts on ethics? When do ethics play a role in your decision making process, and do you think about others, respect, outcomes, or yourself? What is the difference between right and wrong, and how often do you battle with making a decision because of fine line between right and wrong?
My challenge to you is to figure out what the most important factor to you when making a decision. Ask yourself these questions: Who will my decision affect? What will the ramifications be? Is it right or wrong? Is a person’s character more important than the outcome they produce?
Josh Brody is the President and CEO of Corporate Guidance Solutions, a consulting firm specializing in helping organizations and individuals realize their potential and enhance their performance.
Tuesday, March 6, 2007
Never Give Up!
(Click on the names below to access more about each person)
I use to ask myself why so many dreams and goals are never attained. Why do some people fail to GO FOR IT? Why does fear drive us away from reaching for the stars? And lastly, what is the deciding factor between those that achieve, and those that don’t?
It is difficult to understand what defining moment in the decision making process entices someone to think to themselves, “This isn’t as important as I thought it was. I WILL QUIT.”
One of the greatest inventors in the history of the world once said, “When I have fully decided that a result is worth getting, I go ahead of it and make trial after trial until it comes.” That inventor was Thomas Edison. Imagine what the world would be like if Edison did not get up after each slip and fall.
Procrastination can lead to failure!
It is my opinion and experience, that when a plan is put into action, it is much easier to continue to strive for goal accomplishment. We can talk and plan, plan and talk until the cows come home. The fact of the matter is that until a plan is set in motion, it will never materialize.
Fear leads to procrastination!
Without fear, we as humans would be numb. Fear is what drives confidence, effort, and the ability to feel. Failure is what drives people (or doesn’t drive them) to try new things. Conquering fear may be one of the most exhilarating feelings anyone can achieve, and nobody ever felt good because they didn’t do something that was important to them in some way.
A classic example is the story of Michele Hoskins. Dr. Michele Hoskins took an idea and put it into action. She made a decision to BEGIN! She took an old recipe for pancake syrup and built a successful business. Her motivation? She set out to leave her daughters a business instead of just a recipe. She has become the first African-American vendor to land a contract with Costco.
My challenge to you is to BEGIN something. Whatever it is that you have been thinking about for years; whatever it is that makes you feel great about yourself, BEGIN. Nothing can BE without a BEGINNING. Set the wheels in motion and try it. A small commitment on your part will reap many benefits. There is no regret in trying; there is only regret in not trying.
"There are no hopeless situations; there are only men who have grown hopeless about them." - Clare Booth Luce
Josh Brody is the President and CEO of Corporate Guidance Solutions, a consulting firm specializing in helping organizations and individuals realize their potential and enhance their performance.
I use to ask myself why so many dreams and goals are never attained. Why do some people fail to GO FOR IT? Why does fear drive us away from reaching for the stars? And lastly, what is the deciding factor between those that achieve, and those that don’t?
It is difficult to understand what defining moment in the decision making process entices someone to think to themselves, “This isn’t as important as I thought it was. I WILL QUIT.”
One of the greatest inventors in the history of the world once said, “When I have fully decided that a result is worth getting, I go ahead of it and make trial after trial until it comes.” That inventor was Thomas Edison. Imagine what the world would be like if Edison did not get up after each slip and fall.
Procrastination can lead to failure!
It is my opinion and experience, that when a plan is put into action, it is much easier to continue to strive for goal accomplishment. We can talk and plan, plan and talk until the cows come home. The fact of the matter is that until a plan is set in motion, it will never materialize.
Fear leads to procrastination!
Without fear, we as humans would be numb. Fear is what drives confidence, effort, and the ability to feel. Failure is what drives people (or doesn’t drive them) to try new things. Conquering fear may be one of the most exhilarating feelings anyone can achieve, and nobody ever felt good because they didn’t do something that was important to them in some way.
A classic example is the story of Michele Hoskins. Dr. Michele Hoskins took an idea and put it into action. She made a decision to BEGIN! She took an old recipe for pancake syrup and built a successful business. Her motivation? She set out to leave her daughters a business instead of just a recipe. She has become the first African-American vendor to land a contract with Costco.
My challenge to you is to BEGIN something. Whatever it is that you have been thinking about for years; whatever it is that makes you feel great about yourself, BEGIN. Nothing can BE without a BEGINNING. Set the wheels in motion and try it. A small commitment on your part will reap many benefits. There is no regret in trying; there is only regret in not trying.
"There are no hopeless situations; there are only men who have grown hopeless about them." - Clare Booth Luce
Josh Brody is the President and CEO of Corporate Guidance Solutions, a consulting firm specializing in helping organizations and individuals realize their potential and enhance their performance.
Wednesday, February 28, 2007
Build a person, not a position!
Build a person, not a position!
Marcelene Cox said, “A child can never be better than what his parents think of him.”
How true is this statement? Many of you will read this and think about the times your parents helped to build you as an individual. How often they said things like, “You can do anything you want,” or “you are so smart!” Unfortunately, others who read this will think about how many times they did not hear encouraging, uplifting, and motivating statements.
Without completing research on the matter, it is difficult to say how the majority of each type of individual would be affected either way. However, here are a couple of things I do know when using this theory, whether it be with children, employees, co-workers, etc.
- Once is not enough. Reinforcement is the key to their success. If you believe in them, tell them so, and do it often. This will build confidence and rewards.
- Build the foundation. If you help someone to build self-confidence and self-respect, they will emulate that and gain respect wherever they go in life.
- Trust is essential! Through often confidence building statements, a new level of trust will be built between you and the other individual. With trust comes confidence and respect.
Of course there are exceptions to this. We have all seen made for TV movies in which a child raised in a destructive home refuses to be held down and becomes the President of a Fortune 500 company. But these cases are rare and shouldn’t be viewed as the norm.
My challenge to you is to build a person from within. Provide confidence building statements to your children, co-workers, and employees. See what miracles happen when those people know how much confidence you have in them. Watch the level of responsibility grow exponentially.
Remember; build a person, not a position!
Josh Brody is the President and CEO of Corporate Guidance Solutions, a consulting firm specializing in helping organizations and individuals realize their potential and enhance their performance.
Marcelene Cox said, “A child can never be better than what his parents think of him.”
How true is this statement? Many of you will read this and think about the times your parents helped to build you as an individual. How often they said things like, “You can do anything you want,” or “you are so smart!” Unfortunately, others who read this will think about how many times they did not hear encouraging, uplifting, and motivating statements.
Without completing research on the matter, it is difficult to say how the majority of each type of individual would be affected either way. However, here are a couple of things I do know when using this theory, whether it be with children, employees, co-workers, etc.
- Once is not enough. Reinforcement is the key to their success. If you believe in them, tell them so, and do it often. This will build confidence and rewards.
- Build the foundation. If you help someone to build self-confidence and self-respect, they will emulate that and gain respect wherever they go in life.
- Trust is essential! Through often confidence building statements, a new level of trust will be built between you and the other individual. With trust comes confidence and respect.
Of course there are exceptions to this. We have all seen made for TV movies in which a child raised in a destructive home refuses to be held down and becomes the President of a Fortune 500 company. But these cases are rare and shouldn’t be viewed as the norm.
My challenge to you is to build a person from within. Provide confidence building statements to your children, co-workers, and employees. See what miracles happen when those people know how much confidence you have in them. Watch the level of responsibility grow exponentially.
Remember; build a person, not a position!
Josh Brody is the President and CEO of Corporate Guidance Solutions, a consulting firm specializing in helping organizations and individuals realize their potential and enhance their performance.
Thursday, February 1, 2007
How do YOU see yourself?
HOW DO YOU SEE YOURSELF?
This is the final installment of the Motivation posts. The first post dealt with YOU and the second dealt with motivating others. This post will venture back into the YOU realm. Because YOU are most important and what YOU do affects others.
Dr. Tony Allesandra said, “Write your own eulogy. Seriously, actually sitting down and writing your own eulogy can be a marvelous exercise in goal-setting. Make it long and detailed. Your eulogy can become your script, telling who you were, what you did, how well you were liked. If you are like most people, you will first list your accomplishments, successes, and positions in organizations. Then you will revise your eulogy, realizing that what you want to be most remembered for is not how many initials you had after your name or how many employees were beneath you on the organization chart.”
This is a great exercise for anyone. After all, great people leave great legacies. You don’t have to be the CEO of a Fortune 500 company, or be in the NFL Hall of Fame. All you have to do is be happy and content with who you are. When you are happy and confident, you become “magnetic.” The Law of Attraction comes into play and good things happen to you and all around you.
How you see yourself and what you have “given back” is most important of all. The exercise listed above helps define who YOU are and motivates you to plan, develop, and accomplish your goals. It helps motivate YOU! When you accomplish this exercise you will learn more about YOU than you thought. It will cause you to look deep and think critically about where you have been, where you are now, and where you are going. It will motivate YOU to strive to meet your own expectations…which are and should be the most stringent.
I challenge you to write your own eulogy and think about where you want to be. Use it to develop your new five year plan. Ask yourself the following questions to get started, “Who am I? What do I do? How do I give back? What purpose do I serve? “
Once you have answered these questions, the exercise will take you to new heights, and motivate you to excel in whatever it is YOU want to.
Josh Brody is the President and CEO of Corporate Guidance Solutions, a consulting firm specializing in helping organizations and individuals realize their potential and enhance their performance.
This is the final installment of the Motivation posts. The first post dealt with YOU and the second dealt with motivating others. This post will venture back into the YOU realm. Because YOU are most important and what YOU do affects others.
Dr. Tony Allesandra said, “Write your own eulogy. Seriously, actually sitting down and writing your own eulogy can be a marvelous exercise in goal-setting. Make it long and detailed. Your eulogy can become your script, telling who you were, what you did, how well you were liked. If you are like most people, you will first list your accomplishments, successes, and positions in organizations. Then you will revise your eulogy, realizing that what you want to be most remembered for is not how many initials you had after your name or how many employees were beneath you on the organization chart.”
This is a great exercise for anyone. After all, great people leave great legacies. You don’t have to be the CEO of a Fortune 500 company, or be in the NFL Hall of Fame. All you have to do is be happy and content with who you are. When you are happy and confident, you become “magnetic.” The Law of Attraction comes into play and good things happen to you and all around you.
How you see yourself and what you have “given back” is most important of all. The exercise listed above helps define who YOU are and motivates you to plan, develop, and accomplish your goals. It helps motivate YOU! When you accomplish this exercise you will learn more about YOU than you thought. It will cause you to look deep and think critically about where you have been, where you are now, and where you are going. It will motivate YOU to strive to meet your own expectations…which are and should be the most stringent.
I challenge you to write your own eulogy and think about where you want to be. Use it to develop your new five year plan. Ask yourself the following questions to get started, “Who am I? What do I do? How do I give back? What purpose do I serve? “
Once you have answered these questions, the exercise will take you to new heights, and motivate you to excel in whatever it is YOU want to.
Josh Brody is the President and CEO of Corporate Guidance Solutions, a consulting firm specializing in helping organizations and individuals realize their potential and enhance their performance.
Friday, January 19, 2007
Be the ONE! Energize your employees!
Be the ONE! Energize your employees!
Motivation definitely begins with YOU. After my last post, you can understand how important it is to be self-motivated, or be motivated by oneself. So now, the burning question should be, “How do I help motivate employees and others, and maintain a high level of motivation in them?”
Dr. Mark Silber and Antonio Vianna wrote about it in their book (Leader Champions: Secrets of Success).
DO YOUR EMPLOYEES HAVE A TINGLE?
If you want your employees to have a tingle, a feeling of excitement and interest in their job, career, you and the company, you might consider the following:
- Show them that they and the work they do are important and useful to the company.
- Ask them what they want out of their job, from you, and the company.
- Show them they are part of something great.
- Help them be proud of the company and its products and services.
- Show them you care about them as individuals.
(Silber, M. & Vianna, A., 2004, pp. 157)
Think deeply about what was written. Also, I encourage you to think about the way you felt when you first began to work. Were you motivated? Did your manager or leader go to great lengths to motivate and build his/her employees? If so, you were probably very lucky.
Tapping in to passion and emotions is the key! When you provide reasons for people to reach deep and feel emotionally confident, great things happen. And it is contagious which is exactly what a great manager/leader wants to happen. After all, it is the job of the manager to build people, not programs. When the people grow and become motivated, they bring others on board with them. Employees that exude confidence and motivation become bright and shinning stars within their organization. Others take notice and learn through witnessing what is happening.
This type of motivation does two things. Not only does it provide pure motivation, it builds leaders, proud leaders. My challenge to you this week is to practice the five steps listed above and measure any changes in employee morale and motivation. See what works and what doesn’t. Through qualitative and quantifiable information gathered, you will be able to develop sound motivation skills. Success? Now that is motivation!
Josh Brody is the President and CEO of Corporate Guidance Solutions, a consulting firm specializing in helping organizations and individuals realize their potential and enhance their performance.
Motivation definitely begins with YOU. After my last post, you can understand how important it is to be self-motivated, or be motivated by oneself. So now, the burning question should be, “How do I help motivate employees and others, and maintain a high level of motivation in them?”
Dr. Mark Silber and Antonio Vianna wrote about it in their book (Leader Champions: Secrets of Success).
DO YOUR EMPLOYEES HAVE A TINGLE?
If you want your employees to have a tingle, a feeling of excitement and interest in their job, career, you and the company, you might consider the following:
- Show them that they and the work they do are important and useful to the company.
- Ask them what they want out of their job, from you, and the company.
- Show them they are part of something great.
- Help them be proud of the company and its products and services.
- Show them you care about them as individuals.
(Silber, M. & Vianna, A., 2004, pp. 157)
Think deeply about what was written. Also, I encourage you to think about the way you felt when you first began to work. Were you motivated? Did your manager or leader go to great lengths to motivate and build his/her employees? If so, you were probably very lucky.
Tapping in to passion and emotions is the key! When you provide reasons for people to reach deep and feel emotionally confident, great things happen. And it is contagious which is exactly what a great manager/leader wants to happen. After all, it is the job of the manager to build people, not programs. When the people grow and become motivated, they bring others on board with them. Employees that exude confidence and motivation become bright and shinning stars within their organization. Others take notice and learn through witnessing what is happening.
This type of motivation does two things. Not only does it provide pure motivation, it builds leaders, proud leaders. My challenge to you this week is to practice the five steps listed above and measure any changes in employee morale and motivation. See what works and what doesn’t. Through qualitative and quantifiable information gathered, you will be able to develop sound motivation skills. Success? Now that is motivation!
Josh Brody is the President and CEO of Corporate Guidance Solutions, a consulting firm specializing in helping organizations and individuals realize their potential and enhance their performance.
Tuesday, January 9, 2007
It's All About YOU!
It’s All About YOU!
2007 is going to be a fabulous year for YOU! The key to success, in any endeavor is self motivation and self confidence. YOU need to make a plan for YOU.
This year, one of my goals is to learn and teach more about motivation. This will be the first in a series of posts designed to help you become and stay motivated and motivate others.
You must ask yourself if you are a motivator or a motivatee. You must also define what motivates you? And lastly, how do you motivate others?
Because YOU are the most important person on Earth, you must begin with yourself. Are you a positive-thinker that requires little outside motivation? If so, chances are that people migrate to you. Just as misery-loves-misery, energy-loves-energy! I will cover this within the next month or so. What we really need to work on is YOU!
With that in mind, how do you look within yourself and figure out what motivates YOU? The answer is not always easy to see. What are your goals? What do you want to accomplish? What are you willing to do to achieve those goals? These are sometimes the toughest questions to answer. Developing a plan is most important. After all, it is not easy to find a new location without an address!
Motivation is contagious! When you accomplish something that is important to YOU, others feel it! You won’t even have to say a word, the look in your eye, and on your face will let them know something special has happened…and they will probably ask you!
Author Denis Waitley once said, “The reason most people never reach their goals is that they don’t define them, learn them or ever seriously consider them as believable or achievable.”
So, I challenge you to start off 2007 in the right direction. Look within yourself to develop and define your personal goals. Write them down and read them often. Remember, the first step to accomplishing something is taking action!
Josh Brody is the President and CEO of Corporate Guidance Solutions, a consulting firm specializing in helping organizations and individuals realize their potential and enhance their performance.
2007 is going to be a fabulous year for YOU! The key to success, in any endeavor is self motivation and self confidence. YOU need to make a plan for YOU.
This year, one of my goals is to learn and teach more about motivation. This will be the first in a series of posts designed to help you become and stay motivated and motivate others.
You must ask yourself if you are a motivator or a motivatee. You must also define what motivates you? And lastly, how do you motivate others?
Because YOU are the most important person on Earth, you must begin with yourself. Are you a positive-thinker that requires little outside motivation? If so, chances are that people migrate to you. Just as misery-loves-misery, energy-loves-energy! I will cover this within the next month or so. What we really need to work on is YOU!
With that in mind, how do you look within yourself and figure out what motivates YOU? The answer is not always easy to see. What are your goals? What do you want to accomplish? What are you willing to do to achieve those goals? These are sometimes the toughest questions to answer. Developing a plan is most important. After all, it is not easy to find a new location without an address!
Motivation is contagious! When you accomplish something that is important to YOU, others feel it! You won’t even have to say a word, the look in your eye, and on your face will let them know something special has happened…and they will probably ask you!
Author Denis Waitley once said, “The reason most people never reach their goals is that they don’t define them, learn them or ever seriously consider them as believable or achievable.”
So, I challenge you to start off 2007 in the right direction. Look within yourself to develop and define your personal goals. Write them down and read them often. Remember, the first step to accomplishing something is taking action!
Josh Brody is the President and CEO of Corporate Guidance Solutions, a consulting firm specializing in helping organizations and individuals realize their potential and enhance their performance.
Wednesday, January 3, 2007
Starting off in the right direction
Happy New Year!
With the coming of a new year, it is now time for everyone to evaluate and re-evaluate their goals and motivation. Developing sound goals is essential to the success of every individual, and should be a priority for each one of us.
Many leaders take this simple step for granted. We have all heard many different clichés about goals and motivation, but living a goal-driven life, and leading this by example, can propel you and your people to the next level.
One of my college professors Dr. Mark Silber and his colleague Antonio Vianna wrote the following in their book (Leader Champions: Secrets of Success),
“One of the many tightly held secrets of leadership is how to align the employee’s identification of him/herself, to his/her profession, to the job, and to the organization. How can the leader gain the employee’s emotional passion and ownership of their assignments? While many leaders have insight into building team commitment, motivating the employee is something different. Leader champions encourage working with employee and by stimulating the release of their internal motivation that is already within them.”
True leader champions realize the need for creation, implementation, evaluation, and re-evaluation of goals. Through believing in and “living” this process, the framework for motivation is created and grown.
My challenge to you is to look at it is you want most to accomplish over the next year. Determine what objective(s) WILL be accomplished, be it personal or professional. Create goals that will help you attain your objective and review them, over and over again. Reinforce the importance of attainment and the realization of being in control of your own destiny.
By living these goals, true leaders will emulate the goal driven life and people will follow…with passion. They will be encouraged to do the same and focus on what must be accomplished.
Josh Brody is the President and CEO of Corporate Guidance Solutions, a consulting firm specializing in helping organizations and individuals realize their potential and enhance their performance.
With the coming of a new year, it is now time for everyone to evaluate and re-evaluate their goals and motivation. Developing sound goals is essential to the success of every individual, and should be a priority for each one of us.
Many leaders take this simple step for granted. We have all heard many different clichés about goals and motivation, but living a goal-driven life, and leading this by example, can propel you and your people to the next level.
One of my college professors Dr. Mark Silber and his colleague Antonio Vianna wrote the following in their book (Leader Champions: Secrets of Success),
“One of the many tightly held secrets of leadership is how to align the employee’s identification of him/herself, to his/her profession, to the job, and to the organization. How can the leader gain the employee’s emotional passion and ownership of their assignments? While many leaders have insight into building team commitment, motivating the employee is something different. Leader champions encourage working with employee and by stimulating the release of their internal motivation that is already within them.”
True leader champions realize the need for creation, implementation, evaluation, and re-evaluation of goals. Through believing in and “living” this process, the framework for motivation is created and grown.
My challenge to you is to look at it is you want most to accomplish over the next year. Determine what objective(s) WILL be accomplished, be it personal or professional. Create goals that will help you attain your objective and review them, over and over again. Reinforce the importance of attainment and the realization of being in control of your own destiny.
By living these goals, true leaders will emulate the goal driven life and people will follow…with passion. They will be encouraged to do the same and focus on what must be accomplished.
Josh Brody is the President and CEO of Corporate Guidance Solutions, a consulting firm specializing in helping organizations and individuals realize their potential and enhance their performance.
Thursday, December 21, 2006
Community Involvement Requires CHANGE!
Community Involvement – Do you have what it takes to initiate a change?
I am writing to you today with a very heavy heart. You see, last night a police officer in my community was shot and killed during a routine traffic stop. This is even more disturbing to me as it occurred less than a mile away from my home. While I was reading the newspaper article about it this morning, I couldn’t help but ask myself what can I do to help? I figured that there are probably two different types of people, or better yet, two different reactions to this violent action.
The first reaction deals with those that don’t care and figure if it didn’t directly affect them, they don’t have to worry about it. The second reaction contains anger, action, and worry. These are the people like me who want to make a difference in the community.
I wrote a “Letter to the Editor” this morning in reaction to this horrible pre-Christmas tragedy. I sent a challenge to the community. I wrote about the fact that citizens need to be responsible, honorable, and proactive. I wrote about the citizens “taking back” their community in a law abiding, meaningful, and responsible way…by reporting suspicious, unlawful activity. By not acting like "ostriches."
As I reflect upon the time when I was writing my letter, I realized what I was asking the community to do. I was asking them to CHANGE. That's right, the "C" word. I know that I cannot change the community or the world by myself. I know that change requires “buy-in” and collaboration.
I am sorry to bring you such bad news right before the holidays, but I felt compelled to tell you my story, and hope that the officer’s wife and 3 month old daughter will be in your thoughts this Christmas.
My challenge to you? Be a proactive member of your community and initiate positive change. BE A LEADER! Be the one to initiate positive change in your home, on your street, in your community, in the WORLD! And do it through leading by example.
May you all have a very Merry Christmas and may 2007 bring you all good health and much prosperity!
Josh Brody is the President and CEO of Corporate Guidance Solutions, a consulting firm specializing in helping organizations and individuals realize their potential and enhance their performance.
I am writing to you today with a very heavy heart. You see, last night a police officer in my community was shot and killed during a routine traffic stop. This is even more disturbing to me as it occurred less than a mile away from my home. While I was reading the newspaper article about it this morning, I couldn’t help but ask myself what can I do to help? I figured that there are probably two different types of people, or better yet, two different reactions to this violent action.
The first reaction deals with those that don’t care and figure if it didn’t directly affect them, they don’t have to worry about it. The second reaction contains anger, action, and worry. These are the people like me who want to make a difference in the community.
I wrote a “Letter to the Editor” this morning in reaction to this horrible pre-Christmas tragedy. I sent a challenge to the community. I wrote about the fact that citizens need to be responsible, honorable, and proactive. I wrote about the citizens “taking back” their community in a law abiding, meaningful, and responsible way…by reporting suspicious, unlawful activity. By not acting like "ostriches."
As I reflect upon the time when I was writing my letter, I realized what I was asking the community to do. I was asking them to CHANGE. That's right, the "C" word. I know that I cannot change the community or the world by myself. I know that change requires “buy-in” and collaboration.
I am sorry to bring you such bad news right before the holidays, but I felt compelled to tell you my story, and hope that the officer’s wife and 3 month old daughter will be in your thoughts this Christmas.
My challenge to you? Be a proactive member of your community and initiate positive change. BE A LEADER! Be the one to initiate positive change in your home, on your street, in your community, in the WORLD! And do it through leading by example.
May you all have a very Merry Christmas and may 2007 bring you all good health and much prosperity!
Josh Brody is the President and CEO of Corporate Guidance Solutions, a consulting firm specializing in helping organizations and individuals realize their potential and enhance their performance.
Tuesday, December 12, 2006
Are YOU the best at what YOU do?
Are YOU the best at what YOU do?
“The quality of a person's life is in direct proportion to their commitment to excellence, regardless of their chosen field of endeavor.” Vince Lombardi
Truer words may have never been spoken. Those that know me know I love Vince Lombardi’s thought process. Perseverance is the key to success no matter what you do, and Mr. Lombardi emulated that.
I wrote about the keys to organizational success in a previous post and spoke about the importance of contact, and the janitor being the best representative of the company. This rings true very often. If you are in a job, why not be the best at THAT job? Why not strive to be more than is expected? Afterall, the pride of job accomplishment does not lie with the position, but rather the individual.
Take for instance the Sav-On/CVS worker, Thomas. Every time I go to the store where Thomas works, I notice how responsive and helpful he is. It is very apparent that Thomas has made a commitment to be the best employee on the premises. He stands out from the normal employees because he goes over and above what needs to be done.
Thomas still counts-out change! I mean he really does the math! I know that sounds like no big deal, but when was the last time you went to a store and the checker said, “That will be $6.23 out of $10.00 which means you will be getting $3.77 back in change.”? These are the little things that matter. Everyone in the neighborhood knows Thomas. He says hello to all of the customers when they enter HIS store and says goodbye as they leave. You see, Thomas may be “just a checker” in the eyes of many, but he is the best checker you have ever seen.
Imagine if everyone, in every organization took the time to be the best at their position. What if every DMV worker made a pledge to THEMSELVES to be the best DMV worker of all time?
As we near the beginning of 2007, my challenge to you is to be the best at what you do. Set your own limits and reach for the stars. It is critical to remember that everyone is important, and what each person does is important. To go the extra mile is something from times of past. Let’s see if we can incorporate it back into the fabric of society.
Josh Brody is the President and CEO of Corporate Guidance Solutions, a consulting firm specializing in helping organizations and individuals realize their potential and enhance their performance.
“The quality of a person's life is in direct proportion to their commitment to excellence, regardless of their chosen field of endeavor.” Vince Lombardi
Truer words may have never been spoken. Those that know me know I love Vince Lombardi’s thought process. Perseverance is the key to success no matter what you do, and Mr. Lombardi emulated that.
I wrote about the keys to organizational success in a previous post and spoke about the importance of contact, and the janitor being the best representative of the company. This rings true very often. If you are in a job, why not be the best at THAT job? Why not strive to be more than is expected? Afterall, the pride of job accomplishment does not lie with the position, but rather the individual.
Take for instance the Sav-On/CVS worker, Thomas. Every time I go to the store where Thomas works, I notice how responsive and helpful he is. It is very apparent that Thomas has made a commitment to be the best employee on the premises. He stands out from the normal employees because he goes over and above what needs to be done.
Thomas still counts-out change! I mean he really does the math! I know that sounds like no big deal, but when was the last time you went to a store and the checker said, “That will be $6.23 out of $10.00 which means you will be getting $3.77 back in change.”? These are the little things that matter. Everyone in the neighborhood knows Thomas. He says hello to all of the customers when they enter HIS store and says goodbye as they leave. You see, Thomas may be “just a checker” in the eyes of many, but he is the best checker you have ever seen.
Imagine if everyone, in every organization took the time to be the best at their position. What if every DMV worker made a pledge to THEMSELVES to be the best DMV worker of all time?
As we near the beginning of 2007, my challenge to you is to be the best at what you do. Set your own limits and reach for the stars. It is critical to remember that everyone is important, and what each person does is important. To go the extra mile is something from times of past. Let’s see if we can incorporate it back into the fabric of society.
Josh Brody is the President and CEO of Corporate Guidance Solutions, a consulting firm specializing in helping organizations and individuals realize their potential and enhance their performance.
Tuesday, November 28, 2006
Lifelong learning...a key to success.
Lifelong learning…a key to success.
John P. Kotter from the Harvard business School once said,
“The most notable trait of great leaders…is their quest for learning. They show an exceptional willingness to push themselves out of their comfort zones, even after they have achieved a great deal. They continue to take risks, even when there is no obvious reason for them to do so. And they are open to people and ideas, even at a time in life when they might reasonably think- because of their success – that they know everything.”
When I first read this quote years ago, I remember thinking about the truth of learning. It is very easy for many people to rest on their laurels and get by. When I was in the Navy, I witnessed many people doing “just enough” to get by and stay out of the way. On the other hand, I also had the privilege to know people that were willing to go the extra mile to make things happen.
Great leaders have a quest for learning. Any leader who tells you that they are comfortable with what they already know, is lying or sadly mistaken. CEOs of Fortune 500 corporations do not rely on their outdated education. Sure, they use the foundation school created to springboard them into success. But they must continually learn more to keep up. As human beings, most of have a desire to be the best at whatever it is we chose do.
Donald H. McGannon said it best, “Leadership is action, not position.”
What does that mean to you? Learning is action! Regardless of where you fit within your organization, positive results begin with YOU! Continuous learning is the key to personal success. And personal success equates to organizational success. Whether it is beginning a Masters or PHD program, taking a class a The Home Depot on Saturday morning, or reading an article on how Wall Street works. Learning is human nature, and learning is human nurturing.
My challenge to you is to learn something new each month. Cross-train for the position you would like to move in to, to make a soufflé, or change the oil in your vehicle. The self satisfaction and confidence you gain from these actions will fuel you to move further down the road of lifelong learning.
Josh Brody is the President and CEO of Corporate Guidance Solutions, a consulting firm specializing in helping organizations and individuals realize their potential and enhance their performance.
John P. Kotter from the Harvard business School once said,
“The most notable trait of great leaders…is their quest for learning. They show an exceptional willingness to push themselves out of their comfort zones, even after they have achieved a great deal. They continue to take risks, even when there is no obvious reason for them to do so. And they are open to people and ideas, even at a time in life when they might reasonably think- because of their success – that they know everything.”
When I first read this quote years ago, I remember thinking about the truth of learning. It is very easy for many people to rest on their laurels and get by. When I was in the Navy, I witnessed many people doing “just enough” to get by and stay out of the way. On the other hand, I also had the privilege to know people that were willing to go the extra mile to make things happen.
Great leaders have a quest for learning. Any leader who tells you that they are comfortable with what they already know, is lying or sadly mistaken. CEOs of Fortune 500 corporations do not rely on their outdated education. Sure, they use the foundation school created to springboard them into success. But they must continually learn more to keep up. As human beings, most of have a desire to be the best at whatever it is we chose do.
Donald H. McGannon said it best, “Leadership is action, not position.”
What does that mean to you? Learning is action! Regardless of where you fit within your organization, positive results begin with YOU! Continuous learning is the key to personal success. And personal success equates to organizational success. Whether it is beginning a Masters or PHD program, taking a class a The Home Depot on Saturday morning, or reading an article on how Wall Street works. Learning is human nature, and learning is human nurturing.
My challenge to you is to learn something new each month. Cross-train for the position you would like to move in to, to make a soufflé, or change the oil in your vehicle. The self satisfaction and confidence you gain from these actions will fuel you to move further down the road of lifelong learning.
Josh Brody is the President and CEO of Corporate Guidance Solutions, a consulting firm specializing in helping organizations and individuals realize their potential and enhance their performance.
Tuesday, November 21, 2006
Keep your finger on the pulse...
I worked for a CEO in the past that was invisible. The only time he was visible was when he would arrive in the morning and leave in the evening. He was a very hard worker, but had no concept of what was happening around him.
As I think back, my thoughts are filled with sadness for him. How he must have thought everything as running smoothly, and all of his people were happy. The fact of the matter is that he had no idea what was happening. I know what you're thinking, "what about his managers?" Well, they were trying everything they could to do their jobs and keep the people happy. You see, when employees feel that there is an ivory tower syndrome going on, they lose focus. I would often hear coworkers saying, "he doesn't even know we're here." And, "he doesn't care whether we are here or not." Before he knew it, the turn-over ratio had doubled and his best, most talented people were leaving.
They weren’t leaving because they felt micromanaged; on the contrary, they felt unwanted. People need to feel wanted. Many studies have proven that people demonstate proclivity to work better when they are wanted and appreciated. Unfortunately for this leader, he had no idea of what it really took to run an organization…from a personnel standpoint. Afterall, people are what make-up an organization!
What could he have done to ensure his employees knew that he cared? Easy enough; walk around and be seen. The mere ability of great leaders to be seen is powerful. A 10 minute walk around an organization can reap millions of dollars, increase motivation and morale, or even build confidence within the workforce.
So, the next time you are in a board meeting and you hear something you did not know or can’t believe, remember…a 10 minute walk can solve many problems. Sure, you will hear stories you don't need to, and get asked questions that should be fielded by someone else. But the message will be sent to your people. the message that you care enough to walk around one a week and see who works in your orgainzation and what they do for you.
I think you will be amazed at the outcome.
More to follow…
Josh Brody is the President and CEO of Corporate Guidance Solutions, a consulting firm specializing in helping organizations and individuals realize their potential and enhance their performance.
As I think back, my thoughts are filled with sadness for him. How he must have thought everything as running smoothly, and all of his people were happy. The fact of the matter is that he had no idea what was happening. I know what you're thinking, "what about his managers?" Well, they were trying everything they could to do their jobs and keep the people happy. You see, when employees feel that there is an ivory tower syndrome going on, they lose focus. I would often hear coworkers saying, "he doesn't even know we're here." And, "he doesn't care whether we are here or not." Before he knew it, the turn-over ratio had doubled and his best, most talented people were leaving.
They weren’t leaving because they felt micromanaged; on the contrary, they felt unwanted. People need to feel wanted. Many studies have proven that people demonstate proclivity to work better when they are wanted and appreciated. Unfortunately for this leader, he had no idea of what it really took to run an organization…from a personnel standpoint. Afterall, people are what make-up an organization!
What could he have done to ensure his employees knew that he cared? Easy enough; walk around and be seen. The mere ability of great leaders to be seen is powerful. A 10 minute walk around an organization can reap millions of dollars, increase motivation and morale, or even build confidence within the workforce.
So, the next time you are in a board meeting and you hear something you did not know or can’t believe, remember…a 10 minute walk can solve many problems. Sure, you will hear stories you don't need to, and get asked questions that should be fielded by someone else. But the message will be sent to your people. the message that you care enough to walk around one a week and see who works in your orgainzation and what they do for you.
I think you will be amazed at the outcome.
More to follow…
Josh Brody is the President and CEO of Corporate Guidance Solutions, a consulting firm specializing in helping organizations and individuals realize their potential and enhance their performance.
Thursday, November 16, 2006
Business Health
How healthy is the organization you work for? Is the health of a business really measured by the bottom line, number of sales quotas met, or amount of new customers? I would venture to say that many CEOs feel that these are some of the main ingredients for strong business health. Albeit true, I would also argue that the true health of a business is based upon the morale and communication of and between employees.
All too often, organizations appear to be healthy and thriving, only to be reeling from turmoil within. How well we take care of our employees and team members is the key truth behind a successful business. How important is it to make sure that your front-line personnel are happy and believe in the vision? Very important! After all, it is the job of the CEO to create the vision for the organization, and the managers carry out the mission to move toward the vision. If your front-line employees are not happy, none of this matters.
Think about the number of transactions delayed or even lost because the first person a potential customer interacts with is not happy and doesn’t believe they are important. It is vital that all personnel within an organization believe in the vision. How is this accomplished? By empowering each employee with responsibility. I know what you’re thinking; there is that “empowering” word again. Ask yourself one question: no matter who answers the phone, can they provide a positive projection of your organization? If you can answer yes, then the health of your business is more than likely, strong. By providing our employees with the tools, knowledge, and confidence they need to make a decision or where to look to find the right answers, we empower them. When they wake each morning they know that they make a difference each and every day. Your business will thrive and your bottom line will grow.
So, how healthy is your business...really?
More to follow…
Josh Brody is the President and CEO of Corporate Guidance Solutions, a consulting firm specializing in helping organizations and individuals realize their potential and enhance their performance
All too often, organizations appear to be healthy and thriving, only to be reeling from turmoil within. How well we take care of our employees and team members is the key truth behind a successful business. How important is it to make sure that your front-line personnel are happy and believe in the vision? Very important! After all, it is the job of the CEO to create the vision for the organization, and the managers carry out the mission to move toward the vision. If your front-line employees are not happy, none of this matters.
Think about the number of transactions delayed or even lost because the first person a potential customer interacts with is not happy and doesn’t believe they are important. It is vital that all personnel within an organization believe in the vision. How is this accomplished? By empowering each employee with responsibility. I know what you’re thinking; there is that “empowering” word again. Ask yourself one question: no matter who answers the phone, can they provide a positive projection of your organization? If you can answer yes, then the health of your business is more than likely, strong. By providing our employees with the tools, knowledge, and confidence they need to make a decision or where to look to find the right answers, we empower them. When they wake each morning they know that they make a difference each and every day. Your business will thrive and your bottom line will grow.
So, how healthy is your business...really?
More to follow…
Josh Brody is the President and CEO of Corporate Guidance Solutions, a consulting firm specializing in helping organizations and individuals realize their potential and enhance their performance
Tuesday, November 14, 2006
Followers are just as important as leaders.
There are two kinds of people in the world; leaders and followers. It doesn't matter which category you fall within, because both leaders and followers are needed to make things work in the world, and are equally important. As a matter of fact, most leaders have great followership skills.
In fact, with the amount of information and training available today for leadership, many people who are uncomfortable in leadership roles are often "pushed" into being something they are not. Many people are very happy doing what they need to do, and being part of the team. How many times have you been in an office and run into the janitor, and he has been one of the happiest individuals in the building? How many times have you been in a restroom at a swanky hotel or restaurant and it seemed the happiest employee was the attendant handing you the towel?
Followers are just as important as leaders. Leaders create vision! Followers generate revenue!
After all, each person, no matter what their position or status within an organization has value. Good leaders recognize what value each person has and they capitalize on it. Followers know what they do best and don't mind doing whatever it takes to get the job done. They are usually the epitome of the word TEAM! They have individual projects they lead.
Leaders that are open to discussion, get "out and about" in their organization, and keep their finger on the pulse so to speak...are invaluable.
Many organizations have leaders with the "Halo Effect." Many times followers become apprehensive about making recommendations or small decisions because they feel like leadership is unapproachable. Great leaders empower their people to be great followers. By doing this, they build confidence and ingenuity. Remember, without good people and ideas, leaders would not lead!
More to follow…
Josh Brody is the President and CEO of Corporate Guidance Solutions, a consulting firm that specializes in helping organizations and individuals realize their potential and enhance their performance.
corporateguidancesolutions@gmail.com
In fact, with the amount of information and training available today for leadership, many people who are uncomfortable in leadership roles are often "pushed" into being something they are not. Many people are very happy doing what they need to do, and being part of the team. How many times have you been in an office and run into the janitor, and he has been one of the happiest individuals in the building? How many times have you been in a restroom at a swanky hotel or restaurant and it seemed the happiest employee was the attendant handing you the towel?
Followers are just as important as leaders. Leaders create vision! Followers generate revenue!
After all, each person, no matter what their position or status within an organization has value. Good leaders recognize what value each person has and they capitalize on it. Followers know what they do best and don't mind doing whatever it takes to get the job done. They are usually the epitome of the word TEAM! They have individual projects they lead.
Leaders that are open to discussion, get "out and about" in their organization, and keep their finger on the pulse so to speak...are invaluable.
Many organizations have leaders with the "Halo Effect." Many times followers become apprehensive about making recommendations or small decisions because they feel like leadership is unapproachable. Great leaders empower their people to be great followers. By doing this, they build confidence and ingenuity. Remember, without good people and ideas, leaders would not lead!
More to follow…
Josh Brody is the President and CEO of Corporate Guidance Solutions, a consulting firm that specializes in helping organizations and individuals realize their potential and enhance their performance.
corporateguidancesolutions@gmail.com
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