The Selfie-Stick Madness

I get it. Really, I do. As a millennial and self-prescribed hipster, I enjoy the photo as much as anyone else. But the selfie stick is on a whole new level. It’s basically the extended arm of self-absorption. It’s a tool for people who are just trying to outdo themselves online and using selfie-sticks as the catalyst for promotion.  I mean, we’ve all taken selfies (including myself), but we really need awareness and support to end the selfie-stick madness.

And honestly, being a big deal online is like, having a ton of money in monopoly.

Even the Smithsonian isn’t having it. They’ve recently issued a ban to unsuspecting tourists and wannabe narcissiSelfie Collagestic enthusiasts: No selfie sticks. The Louvre in Paris hasn’t taken action yet, so if you want to grab a selfie with Mona using your stick, now’s your chance.

Side note: With all this going on, how the heck did Kodak go bankrupt? Seriously.

Anyways, at Blanchard we have launched a new campaign around connectedness and collaboration. “We is the new me”.  We are using the “USIE” (apparently the new word for a group selfie) to express that and share amongst colleagues. I think “groupie” sounds more appropriate for this new phenomenon, but apparently a few women in the 60’s beat us to the punch. We even have the virtual group selfie. I’m calling it the Velfie.

Regardless of all of these shenanigans, what we really want is to share our story, connect with others, and dialogue about ways to be collaborative and connected at work in a meaningful way. How do we really collaborate across cross-functional teams and provide productive and meaningful results? A recent large study confirmed that people with more friends and connections are generally happier, healthier, and better off, and that happiness spreads through social networks. Social connections can also influence and discourage potentially harmful behavior such as smoking. Research suggests creating a healthy connection with influences that are constructive and positive. Good health, employment, and feeling safe and secure all increase people’s chances of developing positive social networks that help improve our lives.

5 Simple Leadership Lessons I Learned from Ken Blanchard

When I first entered the workforce 15 years ago, I had the great honor of working directly with best-selling business book author Ken Blanchard. At the time, I had little knowledge of his work or his reputation as one of the most influential thought leaders in the business world. I knew even less about his numerous best-selling business books, including one of the most successful business books of all time, The One Minute Manager.

Don Shula, Jason Diamond Arnold, Ken Blanchard

Don Shula, Jason Diamond Arnold, Ken Blanchard

Shortly after working with Ken on book endorsements, and helping him organize and publish The Little Book of Coaching with Don Shula, I quickly came to realize how worthy Dr. Blanchard was of his celebrity status. Ken Blanchard has a way of making you feel like you’re the most important person in the room, whether you are one-on-one with him in his office or a captivated member of a 5000-person audience. Ken is one of the most down-to-earth and compassionate people I have ever met.

This January, I graduated from the Ken Blanchard Companies, taking with me a wealth of knowledge and experience applicable to my own leadership development and media firm. There are five key leadership and career principals I learned from working with Ken Blanchard during my 15-year apprenticeship with the company that bears his name and helped start a leadership revolution.

“Take a minute to set goals.” 

Not only is goal setting the first secret in The One Minute Manager, it is also the first skill of one the world’s most influential leadership models, Situational Leadership II. Most leaders and individuals have goals set in their minds, but few leaders and individual contributors actually write those goals down and actively use them to manage performance. Ken often quotes fondly the enigmatic Cheshire cat from Alice in Wonderland: “If you don’t know where you’re going, any road will get you there.” Goal Setting is a foundational business skill, whether you are a leader of others or a self-led leader. Setting clear outcomes makes your path more certain and productive.

“Catch people doing things right.”

If one lasting legacy of Ken Blanchard will be passed on for generations, it will be the practice of catching people doing things right. We all have a tendency to focus on the negative—to point out what’s going wrong rather than what’s working well and thus making the adjustments to improve. Great leaders build upon others’ strengths. They lift up and encourage the people they’re trying to influence toward peak performance. Once people have goals set and desired outcomes determined, the leader’s role is to encourage them to achieve those goals—not micromanage them by emphasizing the details of their shortcomings and failures on the path to achieving those goals.

“Feedback is the breakfast of champions.”

The best way to encourage others is by praising or redirecting toward the desired outcomes. Feedback is the conduit through which we provide the praise or redirection necessary on the path to excellence. Most leaders don’t think of feedback as a skill, but studies highlight the importance of effective feedback in motivating and building trust in the people you’re trying to influence. Great leaders understand how to give effective feedback. Excellent individuals learn how to seek feedback from leaders and anyone that can help them advances their goals.

“None of us is as smart as all of us.”

There is perhaps no greater truth in today’s knowledge-based workforce than the wisdom of the crowd. When people try to solve problems on their own, go Lone Wolf on tasks and goals, or keep acting as the gatekeepers of knowledge, they not only disrupt the outcomes of projects critical to organizational success, they isolate themselves from real solutions and the support of others. Great leaders seek wise counsel and seek input by empowering people to create solutions to everyday business challenges and employ strategic initiatives. Today’s most influential leaders and successful individual contributors understand the importance of collaborating with others for organizational and personal excellence.

“Humility isn’t thinking less of yourself, it’s thinking of yourself less.”

This is one of the most influential concepts I learned from Ken Blanchard. People often think of themselves too highly or, conversely, suffer from low self-esteem. Being humble may be more about a person’s attitude than an actual skill, but people who think about themselves less and focus on the needs of others often build trust and have a greater influence on the people they lead. Humility is not as difficult as it seems when you have a healthy self-awareness of your place in the world at large. Not only is humility a great character attribute, it’s a powerful leadership concept that will elevate the success of your team and your career.

Thank You, Ken Blanchard

The lessons I learned from Ken Blanchard are worth more than a Ph.D. in leadership. These five Key Leadership Lessons are valuable life skills that, if embraced, will guide you on your own journey toward professional and personal excellence. Whether you are serving clients through your own company or within the organization that employees you, clear direction, positive praise, consistent feedback, collaboration with others, and humility will all go a long way to ensure lasting success in all your endeavors. Ken Blanchard is a thought leader in the business world because he has learned to tap into the timeless truths that have inspired people to flourish throughout human history. I hope you will consider these five simple truths this day as you engage in your daily tasks and interactions with others.

Jason Diamond Arnold is a Leadership Consultant for The Ken Blanchard Companies and Cofounder of DiamondHawk Leadership & Media. He is Coauthor of Situational Self Leadership in Action, a powerful learning experience designed to help individual contributors to excel at work and in their career through critical leadership and business skills.

Passion + Enthusiasm = Success?

What is “Passion”? The dictionary says: “a strong and barely controllable emotion”; “a state or outburst of strong emotion”; and “an intense desire or enthusiasm for something”. Passion is the positive emotional state of mind – which drives a willingness to apply discretionary effort; long-term commitment; peak performance; and satisfaction.

passion at work

The Passionate Leader

Leaders need to love what they do; otherwise, where are they leading their employees? Leaders who display passion can engage the hearts and mind of employees, foster their commitment and determination, and empower their employees to meet meaningful goals.

Passionate leaders create an environment that energizes others; mixing passion with employee involvement, and transparency. Communicating passion every day, and in different ways – a face-to-face engagement, an exciting meeting, or a quick e-mail – allows the leaders’ enthusiasm to shine. If an employee feels trusted and involved, they can share their leaders’ passions and develop their dedication to their organizations.

Leaders with a passion have the power to instill a sense of meaning – they can provide a “bigger picture”, making the work their employees do worthwhile. Passion makes work about more than just a paycheck. People who feel that their work is valued feel empowered to make meaningful changes for their customers.

The Passionate Employee

Employee engagement and employee passion are essential for productivity, profitability, and customer loyalty. An engaged, motivated, and empowered workforce is far more likely to work at optimal levels, and have a higher performance.

In 2006, The Ken Blanchard Companies embarked on a new study to explore the concept of Employee Passion more fully concluding that, for employees to be passionate about their work, they need to have meaningful work – which means they should understand how their work adds value to the organization and creates positive results. They need an organizational culture that encourages collaboration, sharing, interdependence, and team spirit. The work environment needs to be fair – benefits, resources, and workloads are fair and balanced. They should be given the autonomy to choose how tasks are completed; have the information and authority needed to make authoritative decisions – and know the boundaries of this; and be trusted to do their job without micro-management.

Employee passion is reinforced with recognition – which can be verbal, written, or monetary; praise or promotions – for their accomplishments, and the opportunity for growth, where employees are supported in future career planning. Employees also need to feel connected with their leader and their colleagues, which requires honesty and integrity at all levels; and making an effort to build rapport.

Studio isolated. Blonde girl working with computer. XLarge

Train Your Passion

By asking yourself what drives you to work hard; commit; achieve; and what makes you happy, you can grow your own enthusiasm for your work. Ask yourself:

  • What makes you feel energized?
  • What makes you get up in the morning?
  • What keeps you going when things get tough?
  • What makes everything you do worthwhile?

Passionate leaders spend time with their employees – learning about employee needs and desires, how to communicate with them, and what makes work meaningful to them. Employees with a passionate leader – where this passion is communicated and shared – are more enthusiastic and engaged. Organizations must provide meaningful work, autonomy, and opportunities for growth, encourage collaboration and recognition, and address the concept of fairness in order to maximize Employee Passion. Passion, in turn, creates driven, enthusiastic, committed and hard working employees.

Employees with a positive attitude create success.

Find your passion, grow it, and share it!

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About the author: Jemma Garraghan is an EMEA Project Manager at the Ken Blanchard Companies. She can be reached at jemma.garraghan@kenblanchard.com

To collaborate, or not to collaborate: that is the question…

Collaboration 2

If you are a millennial or manage millenials you probably perceive collaboration as a key to success.

Managers who believe in top-down leadership are likely to see the negative impact their style has on younger employees. These younger team members have a desire to learn and to know ‘why’ a task should be completed in a certain way. What can ensue is a lack of motivation when their answer is not met with a sufficient explanation.

Collaboration encourages team problem solving, creativity and the support of individuals when they have ‘bought-in’ and been part of the solution. I specifically refer to millenials as they have contributed to this big shift in the way we work and think. However, I am going to be controversial and say,

Is collaboration always positive?

I think we need to take stock of our actions and ask ourselves:

Are we always the most effective leaders if we default to a collaboration mentality?

What happens when we need to make quick decisions for the good of the team and are paralyzed by our fear of not including others?

The Collaboration Pitfall

I first questioned this seemingly ‘best practice’ mentality when I read Jake Breeden’s book ‘Tipping Sacred Cows: Kick the Bad Work Habits That Masquerade as Virtues’.

Jake states that ‘working with others is sometimes a blast, sometimes a must and sometimes a waste’. We can ‘auto-collaborate’; gaining comfort from working in a team and avoiding conflict by reverting to consensus.

If you need to make a quick decision in a manager’s meeting, would you reconvene in order to discuss the matter with the team first? You potentially risk losing your credibility and a decision being made on your behalf in order to move the agenda along.

Being a representative is all about understanding the vision of your team and being able to speak on behalf of the individuals within it – not being able to do so can stifle progress and does not reflect well on your leadership.

I believe this links to time management and could potentially be a cause of overwork and increased stress. I would love to know your thoughts on the matter – so please do share your comments at the bottom of this post.

Get Smarter About Your Time

Bad Team Meeting

We are over-committing to the team, always looking to gain consensus and as a result having longer meetings when we could have made an informed decision ourselves.

Using this example of meeting length, ask yourself the following questions before your next team huddle:

  • Why are we holding a meeting? Will actions be noted and decisions made.
  • Who will be held accountable for the actions? There needs to be follow-up; will individuals be held accountable and how will you do this.
  • Is this the most effective use of everyone’s time? Is everyone going to be actively participating in the meeting; it’s good practice to consider if everyone needs to be there. Does the meeting need to be as long – could all agenda points be covered in 10 minutes (I have never had anyone book a 10 minute meeting, but there have been meetings where I am sure all agenda points could have been covered in that time)?

If you can’t think of adequate answers to these questions you should cancel the meeting. Collaboration has potentially driven you into ineffectiveness.

Changing Our Collaboration Mindset

 This does not mean that collaboration isn’t crucial for the success of individuals, teams and the organisation. It does mean we need to think smarter about when to collaborate.

We need to strike a better balance.  Let’s collaborate smarter to gain back our time, make meetings more productive and refocus on getting results.

 

About the author: Lisa Ellis is the EMEA Client Services Manager at the Ken Blanchard Companies, she manages a team of Project Managers, Learning Services (online learning) and Staffing (resource scheduling).

 

What I learned about customer service from an American Golf employee!

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Customer service is something we all come across in our daily lives. It can be used as a key differentiator for you and your company. 9 out of 10 US consumers said they would pay more for a superior service. I want to share with you a customer service experience I had a few weeks ago and how this made me feel valued.

Background

I wanted to buy my partner (Daniel) Golf clubs for Christmas. I initially searched on line for the best deal but didn’t have a clue what I needed, so decided to visit American Golf.  The guy serving me knew I didn’t know much about clubs, so he advised what I should buy and gave me a 30 minute personal fitting voucher so I could return with Daniel.

A few weeks ago we took the clubs back to American Golf for our 30 minute personal fitting to find out how they needed to be altered. All of which was free of charge. We turned up and a man came up to us straight away asking, ‘how can I help you’. I explained about the voucher and he took us to the area where men/women hit golf balls into a net (I apologize to golf fans in advance, I am not a golfer).

My Customer Service Experience

Working in training and development I am always looking out for great customer service and learning why these people behave the way they do. So I am going to tell you what I learned from this young gentleman, Mark, a few weeks ago.

  • It doesn’t matter who made the sale, the client is your customer and you must help them – When Mark asked me who sold me the clubs, he said ‘he isn’t in today, but I can help you’. So often in sales roles we are concerned with ‘MY’ client rather than ‘OUR’. We look out for self interest rather than the company’s interest. It is vital that an organization creates a team culture, rather than an ‘I’ culture.
  • You need to know what you are talking about – When Dan was swinging the golf clubs into the net, Mark was making notes. He could tell instantly what Dan needed, however he still followed the process of checking each detail to make sure that they altered the golf clubs just right. (If you are interested in the fitting process please see the below YouTube clip) 78% of customer satisfaction comes from a competent service rep.
  • The manager needs to train you up and let you go   I asked Mark how he had learned what he had. He mentioned that when he first started, his manager told him all he needed to know (direction). The manager then asked him to fit him with the right golf clubs following the process and equipment they had. He also mentioned that the manager encourages them to play golf and to always be on the lookout for opportunities of watching friends using their clubs.

When I was in American Golf the manager didn’t get involved once. He let his employee who obviously knew what he was talking about get on with it. This showed to me as the customer, that the manager trusted Mark to do a good job, and he did.

Why am I telling this story?

Customer service isn’t rocket science, yet it can create huge financial benefits to your company. 7 out of 10 people say they would spend more with companies who offered excellent customer service.

American Golf created a culture where employees feel empowered and trusted to do a good job. It also showed me there is a strong link between leadership and customer service. Without the right environment, Mark wouldn’t have been able to offer the great customer service that he did. The outcome of this great customer service is that I will always shop at American Golf and I will strongly recommend them.

All statistics are taken from helpscout . The American Golf store is in Guildford, UK.

Why You Should Be a Power Poser

Power-Pose

Social psychologists study the ways in which we influence others through our body language, but did you know that body language also influences our own behavior? It is part of our human nature to draw conclusions based on information we collect from social cues and context. I’m very keen on how people present themselves so I notice how they move, walk, speak, make eye contact, and hold their physical frame. You can infer a lot about someone by their posture, facial expressions, and other non-verbal communication. How you show up in your body provides clues about your mental and emotional state, and it subtly suggests elements of your character. People often comment on my “perfect” posture and it’s a running joke among my close friends. I have always believed that the way you carry yourself on the outside reflects what is happening within you, but which of these variables predicts the other?

Amy Cuddy, Harvard Business School Professor, studies the connections between nonverbal behaviors, emotions, and social judgments, and how these relationships impact business and society. In her 2012 TED talk, she explains how the use of “power poses” can literally change the way a person feels, reacts, and ultimately performs. If you want to feel something, embody it! If you want your brain to react like everything is in order, stand tall and walk with composure. The biofeedback loops which connect brain to body transmit signals back and forth about the state of the union, so if the body is being held in a submissive way, then that is how the brain will respond. If you want to display confidence, even when you’re not convinced of it, hold a confident stance and your body will tell your brain to feel that way.

With over 23 million views, this wildly popular video has likely caught your eye and it is definitely worth 20 minutes of your time. Yes, I’m a bit of a posture freak, and I hope that after watching this video, you’ll become one too. Why?…Because it can make you powerful. I do not always feel confident and collected but I move with purpose and carry myself with poise because I have learned that I can cultivate what I need and so can you. Sometimes you just have to “fake it ‘til you make it.” Amy Cuddy talks about the paralyzing trap of the imposter syndrome, but her research shows that true power comes from realizing you can create an alternate reality simply by taking a stance. Give it a try! Strike a pose for power.

About the Author: Sarah is a Professional Services Intern at The Ken Blanchard Companies. She is pursuing a Ph.D. in Consulting Psychology, and her research is based on mindfulness. Contact: sarah.maxwell@kenblanchard.com.

Exercise: It May Help Your Memory

We’ve barely started the new year and already resolutions are being thrown to the wayside. From eating healthier to saving more money, there’s one resolution is quite popular: exercising more.

I’m currently struggling against the hump that we all face after heading to the gym a few times. My motivation is at an all-time low. If you’re like me, you may be more willing to exercise after hearing that exercise can potentially improve your memory:

Credit: BrainCraft

What have you forgotten lately, both at home and at work? Perhaps an anniversary or something more physical like your keys? Or at something you had to do that wasn’t on your calendar?

Well, exercise may be the answer. So motivate yourself to push through the hump, because once you get into the groove, you’ll be improving not just your body but your mind as well.

exercise_motivation

Image Credit: 1

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