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Party like its 1776!

With America’s recent bid for the World Cup title, coupled with the 4th of July weekend, I’ve been feeling pretty patriotic lately. I’ve decided that my first born’s sons name will be Tim Howard…Jaramillo. After the amazing 16 saves in the recent loss to Belgium in the World Cup by Tim Howard, I can admit that only this would be the appropriate and patriotic thing to do.  And with tTim Howardhis upcoming 4th of July weekend, I suddenly feel inspired to name my first daughter George Washington…Jaramillo. Some of these names, I’m sure, would have to be screened by my wife, but after some pillow talk and cuddling, I think they might be serious contenders.

The 4th of July weekend is a special weekend for so many reasons. In today’s modern America, it means fireworks, BBQ’s, family, and a whole lot of people trying some Pintrest(y) type desserts. We all need to eat a flag cake at least once in our lives, don’t we? Although John Adams never predicted the American hipster, he came pretty close to what celebrations look like today. He said the 4th of July, “Ought to be solemnized with Pomp and Parade, with Shews, Games, Sports, Guns, Bells, Bonfires and Illuminations from one End of this Continent to the other from this Time forward forever more.” He also wrote in a letter to his wife Abigail that the Second Continental Congress voted in Philadelphia to declare independence from Britain on July 2nd, not July 4th….whoops! And most of the signers actually signed on August 2nd and not on July 4th. Just to be safe, I’m recommending July 2nd-July 4th as national holiday(s). Who’s with me?

Whether it’s July 2nd or July 4th, I know one thing’s for sure. There have been incredible men and women who have sacrificed and fought to keep our nation independent. So let’s celebrate and cheer, not just for our nation, but for the folks who make up our great nation.

Gus is a Learning and Performance Professional at the Ken Blanchard Companies and is currently finishing his PhD in I/O Psychology. He can be reached at gus.jaramillo@kenblanchard.com

The “L” Word—Is It On Your Mind?

In his closing remarks at yesterday’s company meeting, Ken Blanchard shared Covey’s four basic needs which underlie human fulfillment: to live, to love, to learn, to leave a legacy.

 “The need to live is our physical need for such things as food, clothing, shelter, economical well-being, health. The need to love is our social need to relate to other people, to belong, to love and to be loved. The need to learn is our mental need to develop and to grow. And the need to leave a legacy is our spiritual need to have a sense of meaning, purpose, personal congruence, and contribution.”
Stephen R. Covey

The “L” word—the BIG one—is legacy, the story of you and your imprint upon the world. It’s been a repeated topic of conversation in my spheres lately, as it should be in yours. Visioning is central to the success of organizations, teams, leaders, and individual contributors because it creates a dialogue around the meaning and value behind the work that we do. Your legacy extends far beyond your career into your personal and professional relationships; your family or community involvement and recreational activities; and in your moment-to-moment everyday experiences. What kind of legacy are you building, and where do you even begin? Covey reminds us that life is short, so ask yourself:

  • What makes life worth living? What’s missing?
  • What do I need to learn? To unlearn?
  • How will I be remembered?
  • What do I dream of?

These are big questions—Give yourself time to develop honest and deeply rooted answers.  It can be tempting to dismiss dreams as unattainable or impractical, but dreams stem from a place within each of us that British philosopher, Alan Watts, calls “the deep, down, basic, whatever there is.” In this inspirational video, Watts talks about the human need to feel significant and connected to something greater than ourselves:


There is nothing trivial about finding and giving voice to your purpose in life and however you frame the concept of legacy, the story is yours to write. In another moving video, The Real You, Watts talks about the idea of waking up and finding out who you are. An individual’s sense of self is a complex, idiosyncratic, and exquisite answer to the venerable question: Who AM I?

Before you can build a meaningful legacy, you first need to have a clear picture of who you are and what gives value and purpose to your life. Because your identity defines how you see yourself belonging in the world and relating to others, it is fundamental to creating your vision, living your dreams, and leading others to do the same. In Abraham Maslow’s Hierarchy of Needs, the peak is self-actualization—the human need for self-fulfillment and striving to achieve one’s highest potential. This is a process of continual learning so you can always seek new ways of infusing energy and creativity into your everyday events.

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Self-development is profound work but it doesn’t need to be intense. A variation of Covey’s four basic needs overlays learning with laughter because we can’t be serious all the time. That’s also why one of the founding principles of The Ken Blanchard Companies is to have fun! On your journey of life, never forget the gift of child-like wonder—not in the sense of immaturity or naivety, but rather of being curious and light-hearted along the way. As you think about who you are and most importantly the unique story you are leading, remember that life is short. Keep the “L” word always in mind.

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About the Author:

Sarah is a Professional Services Intern at The Ken Blanchard Companies. She is also pursuing a Ph.D. in Consulting Psychology and her research is based on mindfulness. You can reach her at sarah.maxwell@kenblanchard.com.

Can You Get the Delicious Cake?

Several years ago, someone posed the following challenge on a popular internet image board:

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The goal was “get the delicious cake” and you had to draw your solution. No other rules were given.

One response showed the figure crawling through the spikes, while others used elements from pop culture to get the cake. For instance, Harry Potter magic spells, Star Wars lightsabers, and Super Mario warp pipes were all presented as solutions to this challenge. The following are a few of the more original and creative ways people attained the cake:

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Use the door!

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When you want to get rid of something in an image, the eraser tool is handy

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Thinking outside of the box

The lesson I took from this was that people can get very creative when presented with a problem and given the freedom to devise a solution.

As a leader, you may have goals you need to accomplish, but it is left up to you to determine how to accomplish those goals. With a little time and ingenuity, you can come up with many different and often surprising ways to achieve those goals, particularly when you have the help of others.

So how would you get to the delicious cake? Type your solution in the comments, or you can use your favorite image editor or an online one and post a visual of your solution.

Are you a Whine Sommelier?

If you are like me, you probably know someone who is a Sommelier, or an expert on all things wine. They know the flavors, the smells, and what will best complement each food item on the menu. They can tell you about the regions the wine came from, how long you should wait before you open a bottle, and the perfect temperatures for each bottle you have. Wine experts generally all agree on 1 rule: don’t drink the same bottle of wine every time.

Well here’s my number 1 rule for those who may be a Sommelier (of sorts).

Don’t uncork the whine.wine_couple

There’s nothing worse than when you’re having a great dinner conversation with friends, and someone busts out the whine. Maybe you’re trying to have fun, talking about good times, and someone has to complain all night about some inequitable atrocity that was bestowed upon them. Don’t get me wrong, a good whine is great for certain occasions, but you have to know when to share it and when to just leave it corked. I mean, some people bring that whine to every occasion and I think to myself, “That whine is 100 years old, you should have saved it for a special occasion.”

I get it. Sometimes you just need to vent and be heard; I’m definitely with you on that. However, next time you are in the mood for a good whine, just remember that not everyone drinks.

Gus is a Learning and Performance Professional at the Ken Blanchard Companies and is currently finishing his PhD in I/O Psychology. He can be reached at gus.jaramillo@kenblanchard.com

 

Be the Gazelle

There is much to admire about the gazelle. She is a beautiful creature—delicate and graceful yet agile, fast and resilient. What makes her truly remarkable is her unique ability in response to a life-threatening situation to literally just shake it off. You’ve probably seen a similar National Geographic video: a gazelle is grazing with the herd when she suddenly becomes the target of a ravenous cheetah’s hunt. One second she’s foraging and the next she’s running for her life. Instantly her heart is pounding and adrenaline is racing through her veins as survival instincts take over. Watching this scene you can’t help but think, “this is NOT going to end well,” but the cheetah unexpectedly gives up. When the gazelle realizes she’s no longer being chased, she slows to a halt and waits to ensure that she is safe. Then something incredible happens: she starts shaking and quickly her entire body erupts into convulsion. Her nervous system is physically discharging the excess energy and arousal that it no longer needs. Soon she’s bounding off across the plain…time to get back to the herd.

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Have you ever had an experience in which you were faced with some kind of threat (physical or psychological) and as fear creeps in, you start trembling uncontrollably? I will never forget the moment when this happened to me two years ago. I was faced with an absolutely overwhelming situation that I didn’t know how to handle and suddenly it started–I began shaking and I couldn’t stop! It’s a very strange sensation. I felt completely helpless until I realized what was happening and thought to myself, “yes, be the gazelle.”

Self-leadership is predicated on self-preservation and it comes down to being adaptive. We must be keen to what’s happening around us and prepared to react appropriately to any trial. Evolution has made it difficult for humans to simply shake off the physical and emotional effects of trauma, but we all have the innate capacity to organically restore our own inner balance. Absorbed negative energy can be detrimental to our health, making us inefficient and more vulnerable to future stress.

What are you holding onto that’s preventing you from returning to the herd? What is keeping you in place, at risk, or in peril? Life is tough. You never know if a cheetah is lurking in the bushes waiting to attack. The next time something confronts you, terrifies you, or chases you to the point of exhaustion, don’t just collapse and surrender. Get back up and shake it off! Let go of whatever you’re carrying around that no longer serves you. Shake off the fear of failure, the anxiety of the unknown, the soreness of the sprint, the ordeal of a near miss. Don’t let a setback paralyze you. Shake it off and move on.

In the midst of challenge it’s easy to lose sight of the beauty before us. Look to the horizon…the sun is still shining and the grass is still growing across the plain, so get back out there and enjoy it! Be the gazelle.

About the Author:

Sarah is a Professional Services Intern at The Ken Blanchard Companies. She is also pursuing a Ph.D. in Consulting Psychology and her research is based on the study of mindfulness. You can contact her at sarah.maxwell@kenblanchard.com.

Overcoming the odds

My dad and I after the surgery

About 5 years ago my father was diagnosed with liver cancer. He was a heavy drinker in his younger days and his cirrhosis compounded his medical issues. Over these 5 years he has gone through chemotherapy, radiation, and a litany of drugs to stabilize his liver. 9 months ago he was finally cancer-free and was then able to be on the transplant list for a new liver. A few weeks ago we received a call that a new liver came in and he needed to be at the hospital as soon as he could. My dad said he felt strange about it and had mixed emotions about the process. “How can I live because someone else has died?” I can’t imagine the competing values he had to deal with. The surgery went better than expected and the transplant was successful.  When the doctor pulled the liver out he said he didn’t know how my dad was still alive. He barely had a few inches left of a functioning liver.

What’s different about dad now than before his surgery is his zeal for life. He has always been a very happy and positive person, but something has changed for him. He told me the other day on the phone that he has “a second chance at life.” It got me thinking. What if I lived like I had a second chance at life? How much happier and productive could I be if I lived like this? So go out and make the best of everything. You never know how much you can accomplish with the right mindset

“The Happiest people don’t have the best of everything; they just make the best of everything.”

Leadership is a Verb

lead·er·ship [lee-der-ship] noun

the position or function of a leader, a person who guides or directs a group: He managed to maintain his leadership of the party despite heavy opposition. Synonyms: administration, management, directorship, control, governorship, stewardship, hegemony.

From 1973 until 2000, one of America’s largest, and eventually global, courier delivery services, headquartered in Memphis, Tennessee, was called Federal Express. In January of 2000, Federal Express changed its name to FedEx Corporation and implemented one of the most successful re-branding campaigns in American history.

Lead!

Lead!

After the rebranding efforts took place, something even more significant than the shorter name and little arrow added between the “E” and the “X” began to evolve into a new idea. The word FedEx, became known, not just as a way to define a company, but as something you do as a critical part of your business. “I need you to FedEx me the product tomorrow.” “I’ll FedEx that to you right away.”

FedEx evolved from a being a noun into a verb!

The same thing is happening to the idea of leadership. For the past 50 years, the leadership development industry has exploded into a multi-billion dollar industry because companies around the world are realizing the competitive advantage to having a strong leadership strategy.

I recently found myself sitting in a coffee shop, having a conversation with one of the coauthors of Leadership Genius, and one of the top gurus on the topic of leadership, Dr. Drea Zigarmi.

“Leadership has been an over-used word, in which some people think of it as a person or a thing. It’s not thing. It’s action, or a series of actions you do with people.” Taking a long, slow sip of his coffee, he leaned toward me and proclaimed, “Leadership is a verb!”

When you think of the word leading, you have to consider that it means doing something. It means moving an idea, project, or a dream from one place to a higher place—through the shadows and the conflicts and into the light and consumption of meaning and purpose.

It takes action to effectively move a package from Memphis, Tennessee, to Grover’s Corner, New Hampshire, where a little boy or little girl eagerly open a package to discover something magical, something that will bring a smile to their face. Great organizations, whether it’s a global company serving millions of people or it’s the little pizza shop down on the corner, move their people from knowing what a good job looks like to doing a good job consistently, task by task, with passion and excellence.

Great organizations are dedicated to developing more than just leaders; they are dedicated to developing people who lead! Great leaders are defined by what they do, not by what they know.

About the Author:

 Jason Diamond Arnold is a leadership consultant at The Ken Blanchard Companies. He is Coauthor of Situational Self Leadership in Action a real time, real work, leaning experience that develops effective communication and collaboration skills for individuals in the workplace. He is Co Producer and Director of Stepping Up to Leadership with Scott Blanchard, at lynda.com.

Peer Coaching- A truly secret tool for success

In a quick, non-scientific poll I conducted, a large majority of working professionals I spoke with had never heard of Peer Coaching. And if they had, they had never used it, or knew how it was implemented. Although I would like to say it’s the new, latest trend, peer coaching isn’t new at all. In fact, it was in the early 80’s that peer coaching was introduced as a tool for personal and professional development.

Collaboration

A collaborative approach

So what is it exactly? Peer coaching is a feedback-based collaborative learning process that aims at positive interdependence. Coaching in its many forms (executive, life, etc.) has been proven to be an effective tool to help people along life’s many challenges. Peer coaching is analogous in that aspect since it aims to achieve that same goal, but also helps build stronger relationships with your peers in the process. The peer coaching process is meant to be reciprocal. Both parties have a dual responsibility in being a coach and a coachee.

Practical application of this would be to set up a time/schedule (e.g., once a week for 1 hour) to discuss the issues, goals, or tasks that you may currently have. The following week, the coach/coachee role would switch and participants would then work on the other’s developmental needs. Remember that this is a non-judgmental, non-evasive approach at goal setting and professional development. Trust, accountability, and confidentiality are three main factors that will make your peer coaching relationship flourish. This may be the secret recipe to your future success.

Here’s why your organization (or yourself) should REALLY take a look at implementing peer coaching:

  • It’s effective. Real, true behavioral change has been proven in organizations that utilize peer coaching. There are no gimmicks with this approach; if implemented correctly and sustained, it is a great tool for development.
  • It’s free. Although executive coaching has its place, not many of us can afford coaches and most organizations won’t have the resources to supply everyone with a coach. Peer coaching is a free coaching experience that is results-based and is grounded in the interaction with people you know and trust.
  • It’s an easy process to implement. Set up a recurring time and place within your organization to meet and discuss your current goals. This might be a perfect place to discuss your performance management goals or individual development plan (IDP) that your manager has set for you. If your organization isn’t ready for you to use working hours to implement this, than a 1 hour lunch break will work perfectly. It will probably be the most effective lunch hour you will have that week!

Gus is a Learning and Performance Professional at the Ken Blanchard Companies and is currently finishing his PhD in I/O Psychology. He can be reached at gus.jaramillo@kenblanchard.com

3 Simplistic Ways to Lead with Resilience

What determines a leader’s capacity to grow through adversity? What propels some leaders through the flames of the fire and up to the top of the organization? It is a varying quality that is built over time through experience and personal belief. Resilience is defined in the Merriam Webster dictionary as an ability to recover from or adjust easily to misfortune or change. Now why do leaders need to exemplify resiliency among their direct reports?

There has been a movement to embrace employees who are so motivated to succeed that they push the boundaries of their capabilities and fail at their tasks. Insightful leaders know that failure is a stepping stone on the path to great achievement. Being resilient through uncertainty increases the rate at which leaders guide their focus toward the next plateau.

So how do you learn to bounce back faster from the bumps in the road encountered throughout your career? Discovering your preferred coping mechanism helps but that can take some time and planning so the first step is to look at each instance as simply as possible.

Be aware of your reaction: How do you respond when something does not go as you had imagined? Do you respond with anger or sadness? Pay attention to your emotions and keep them in check. Approach a setback with an open mind and be willing to learn a new way of achieving a task.

Listen with the intent of being influenced: Listening does not only relate to hearing words. You need to listen to and observe the environment around you. Put your blinders down to see and hear what is happening in your office, your organization, and the rest of the world. You do not have to change your decision based on what you hear but at least you will have given yourself the chance to consider another point of view.

See the silver lining: Do you believe there is a lesson to be learned in every situation? If you are seeking to find the worst outcomes in a failed attempt then you will find them. Likewise, if you look for all that is beneficial to your overall cause then you will indeed find that too.

The leaders I met, whatever walk of life they were from, whatever institutions they were presiding over, always referred back to the same failure – something that happened to them that was personally difficult, even traumatic, something that made them feel that desperate sense of hitting bottom–as something they thought was almost a necessity. It’s as if at that moment the iron entered their soul; that moment created the resilience that leaders need.

-Warren Bennis

Brian Alexander is the Marketing Project Specialist with The Ken Blanchard Companies. To learn more about The Ken Blanchard Companies please visit www.kenblanchard.com

Leadership Failure

Not too long ago I was put in charge of a couple sections of soldiers who were working on some military intelligence products for an upcoming mission. Since the teams were working on separate products, I assigned myself to one team and had a Lieutenant take charge of another team. The LT had been in the army for a few years, so I had no qualms about giving the team to him. I spoke with him privately and told him that he had “full autonomy” over his team and gave him full discourse over what his team did and how they finished their products. The next morning I come into work at 7:30 fully expecting everyone to be there for unit physical training. They weren’t. When I asked the LT where his team was, he said that he told them that they could do physical training on their own and that they didn’t need to show up until 9:30am. “What? Why did you do that? We always show up at 7:30.”Leadership

So, of course, they decided to sleep in and didn’t do any physical training for the day.

And of course my team was upset that they didn’t get to sleep in and come to work at 9:30. The last thing I wanted to create was resentment across the two teams. I thought that maybe a “team building” exercise was in order, but I didn’t carry it out because I felt I would probably screw that up too.  I was upset about the whole situation, but mainly I was irritated at myself.

After looking back on the incident, here’s what I learned:

  • I never really gave him full autonomy

Here’s what I really said: You can have full autonomy unless you do something I don’t want you to do or something that I disagree with you on. What I told him he could do and what I wanted him to do were two separate things.

  • I shouldn’t have given him full autonomy

Giving full autonomy over everything is not really leadership at all. I thought I was doing the right thing by giving him autonomy, but what I should have done in that situation was to give him more direction as to what is expected and necessary. Autonomy has its place and limitations; using it correctly is when it’s the most impactful.

  • My communication was not aligned with my expectations

I was never clear on my expectations. What was standard and status quo for me was not necessarily the same for him. Talking through each other’s expectations would have been helpful for minimizing conflict and building trust.

For any further information or questions contact me at gus.jaramillo@kenblanchard.com

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