... how the holidays fly by! Here we are on New Year's Eve ~
What were the highlights of 2009?
What did you learn or accomplish?
What are you happy to put behind you?
What are your best memories of the year?
Who was part of your great memories in 2009?
What do you look forward to in 2010 and beyond?
January is an ideal month to design a personal strategic plan, mission/vision statements, written goals, page of priorities, dream chart or vision board. How would you like to proceed and create the best 2010 possible?
Happy Happy
New Year
to
You.
Thursday, December 31, 2009
Saturday, October 31, 2009
Saturday, September 5, 2009
Life long learning vividly described
“Life-long learning” is a term that is well known to us. And, while Clark Moustakas did not use the following paragraph to specifically describe “life long learning”, in my opinion, his words brilliantly express the passion and fulfillment that can come from a mind open to discovery. I thought I would share his writing with you; I hope it pleasantly reminds you of an abundant source that is available to all of us.
What do you want to learn today? this week? this year? before your 100th birthday?
Enjoy your life long journey of learning!… the only way I can truly come to know things and people is to go out to them, to return again and again to them, to immerse myself completely in what is there before me, look, see, listen, hear, touch, from many angles and perspectives and vantage points, each time freshly so that there will be continual openings and learnings that will connect with each other and with prior perceptions, understandings, and future possibilities. In other words, I must immerse myself totally and completely in my world, take in what is offered without bias or prejudgment. I must pause and consider what my own life is and means, in conscious awareness, in thought, in reflection. I enter into my own conscious reflection and meditations, open and extend my perceptions between what is out there, in its appearance and reality, and what is within me in reflective thought and awareness, is in truth a wondrous gift of being human. But knowledge does not end with moments of connectedness, understanding and meaning. Such journeys open vistas to new journeys, within journeys, within journeys. This is perhaps the most telling reality of all, that each stopping place is but a pause in arriving at knowledge. Satisfying as it is, it is but the inspiration for a new beginning. Knowledge of appearances and reasoned inquiry are not the end of knowing. No scientific discovery is ever complete. No experience is ever finished or exhausted. New and fresh meanings are forever in the world and in us. When the connection is made and the striving comes alive again, the process begins once more. There is no limit to our understanding or sense of fulfillment, no limit to our knowledge or experience of any idea, thing or person. We need only to come to life again regarding some puzzlement and everything crystallizes in and through and beyond it. The whole process of being within something, being within ourselves, being within others, and correlating these outer and inner experiences and meanings is infinite, endless and eternal. This is the beauty of knowledge and discovery. It keeps us forever awake, alive, and connected with what is and with what matters in life.
from:
Phenomenological Research Methods by Clark Moustakas (1994) p. 65
to return to Studio22:
www.studio22azwa.com
Tuesday, June 30, 2009
Summer Reading - We Tip, Blink, Out-lie & Sway
Over the weekend, I enjoyed a big dose of summer relaxation with my friend & running partner, Tresa. As we were leaving Sky Harbor airport on Friday for our weekend away on Coronado Island, I picked up the book Sway - The Irresistible Pull of Irrational Behavior; the cover caught my attention with its look that is clearly reminiscent of The Tipping Point, Blink and Outliers by Malcolm Gladwell. As the plane pulled away from the gate, I began to read Brafman & Brafman’s first pages that jumped out at me as Gladwell wannabes.
But, as our plane reached its travel altitude and I began sipping my Diet Coke, I kept reading until I ended up appreciating the book and deciding that I like Brafman & Brafman as co-authors (forgive me for my first impression). While Malcolm Gladwell talks about the diversity of his personal background that has shaped his worldview, Brafman & Brafman share that Ori earned an MBA while Rom holds a PhD in psychology - so some of the Brafmans’ approach comes from their shared experience as brothers combined with the diversity of their educations. It would be fun to have lunch with Gladwell, Brafman & Brafman. I wonder what they think of each other’s work?
Of the many topics that surface in Sway, two include use of incentives and how dissenters may affect group dynamics. My career in sales has taught me that incentives are often not used effectively even within the most sophisticated organizations and sales forces. And, I know that while I am typically an initiator, which may correlate with a positive outlook and forwarding innovations, I also acknowledge the important role that natural dissenter's sometimes play. When books bring up tidbits we can apply to our everyday lives, we tend to attribute value to them; it is likely that something in this book will apply to your life, too. As with Gladwell’s books, the topics in Sway are introduced in a way that makes psychology tantalizing but it is always necessary to dig deeper into the topics presented to really gain a sense of what research has suggested so far.
As I have been a fan of Gladwell’s books, I also recommend reading Ori and Rom Brafman’s Sway; my hope for these books is that they continue to open doors of critical thinking about “being human” that can help each of us grow in our individual thinking and help our culture become wiser overall. Since The Tipping Point, Blink, Outliers and Sway are all national bestsellers, we know that they are reaching the American consciousness which gives them a real shot at being seeds for personal and cultural progress. Beyond the possibilities within the United States, the books also give us glimpses into cultural similarities and differences that could become a start at developing cultural competence which could then lead to global progress (think big!).
For more information and opportunities for critically thinking about “being human”, read the reference sections of all of these books. You can then find the primary sources the authors relied upon and also begin to search for related articles/books that could help you gain a deeper and broader perspective on the topics covered. These books can be early steps in an exciting personal journey that contributes to a potential “tipping point” within groups and cultures; yes, it may be you who changes the world for good ~
Are any of these on your summer reading list?
The Tipping Point How little things make a big difference
By Malcolm Gladwell
Blink The power of thinking without thinking
By Malcolm Gladwell
Outliers The story of success
By Malcolm Gladwell
Sway The irresistible pull of irrational behavior
By Ori Brafman & Rom Brafman
But, as our plane reached its travel altitude and I began sipping my Diet Coke, I kept reading until I ended up appreciating the book and deciding that I like Brafman & Brafman as co-authors (forgive me for my first impression). While Malcolm Gladwell talks about the diversity of his personal background that has shaped his worldview, Brafman & Brafman share that Ori earned an MBA while Rom holds a PhD in psychology - so some of the Brafmans’ approach comes from their shared experience as brothers combined with the diversity of their educations. It would be fun to have lunch with Gladwell, Brafman & Brafman. I wonder what they think of each other’s work?
Of the many topics that surface in Sway, two include use of incentives and how dissenters may affect group dynamics. My career in sales has taught me that incentives are often not used effectively even within the most sophisticated organizations and sales forces. And, I know that while I am typically an initiator, which may correlate with a positive outlook and forwarding innovations, I also acknowledge the important role that natural dissenter's sometimes play. When books bring up tidbits we can apply to our everyday lives, we tend to attribute value to them; it is likely that something in this book will apply to your life, too. As with Gladwell’s books, the topics in Sway are introduced in a way that makes psychology tantalizing but it is always necessary to dig deeper into the topics presented to really gain a sense of what research has suggested so far.
As I have been a fan of Gladwell’s books, I also recommend reading Ori and Rom Brafman’s Sway; my hope for these books is that they continue to open doors of critical thinking about “being human” that can help each of us grow in our individual thinking and help our culture become wiser overall. Since The Tipping Point, Blink, Outliers and Sway are all national bestsellers, we know that they are reaching the American consciousness which gives them a real shot at being seeds for personal and cultural progress. Beyond the possibilities within the United States, the books also give us glimpses into cultural similarities and differences that could become a start at developing cultural competence which could then lead to global progress (think big!).
For more information and opportunities for critically thinking about “being human”, read the reference sections of all of these books. You can then find the primary sources the authors relied upon and also begin to search for related articles/books that could help you gain a deeper and broader perspective on the topics covered. These books can be early steps in an exciting personal journey that contributes to a potential “tipping point” within groups and cultures; yes, it may be you who changes the world for good ~
Are any of these on your summer reading list?
The Tipping Point How little things make a big difference
By Malcolm Gladwell
Blink The power of thinking without thinking
By Malcolm Gladwell
Outliers The story of success
By Malcolm Gladwell
Sway The irresistible pull of irrational behavior
By Ori Brafman & Rom Brafman
to return to Studio22: http://www.studio22azwa.com/
Monday, May 4, 2009
Matt's example: Be great at what you do
Maybe you have read about Jack Welch (GE) or Herb Kelleher (Southwest Airlines) as legendary CEOs associated with successful businesses; their individual stories certainly share being great at what they do. But, do you know Matt Pool?
If we want insight into how to be successful in business, it is certainly worth going to national & global headlines and best selling biographies to learn how they do it but here in Phoenix we may want to stop by Matt's Big Breakfast in downtown Phoenix and experience it for ourselves; Matt Pool has a thriving, waiting list kind of business in today's economy. Isn't it great to hear a success story right now?
My perception of Matt's success is simple:
Matt makes big breakfasts.
Matt makes GREAT big breakfasts.
Matt has created a place where people enjoy the experience of Matt's big breakfasts.
Matt is great at what he does.
Matt is great at what he does.
As I was waiting with my friend, Kim, I noticed that as first time visitors walked up to the restaurant, experienced diners instructed the new patrons to sign in on the little yellow paper pad with the cheap pen; this practical waiting list ritual seemed to be one of the first ways that Matt creates a sense of connectedness & community with his diners. In this way, the intimate setting of the old, retro building begins before you even walk inside. And, then you get to eat a breakfast that is not only big but is also made with the finest ingredients from local suppliers.
I highly recommend Matt's Big Breakfast for a place to share a meal and to experience a simple, but important lesson about how to be successful: be great at what you do.
Matt's Big Breakfast
1st Street / McKinley
Downtown Phoenix
Adapted from original publication at Examiner.com ~ May 4, 2009
return to www.studio22azaw.com
Sunday, April 19, 2009
Listen, We Are All Salespeople
If you are a salesperson, or have been, you are likely to view sales as a respectable profession with high earning potential. For some, though, the term “selling” may be reminiscent of a high pressure car purchase or being hounded by an independent life insurance salesman after a networking meeting. Today I suggest that we are all influencers … we are all salespeople.
Influencing others, and being influenced, is something we engage in daily. Whether we want to influence our friends’ voting, make a suggestion at work, be liked by a date or get hired by the interviewer, we are frequently (almost always?) engaged in a process of influence. Becoming more influential is not a license to “trick people into what we want them to do”, it is a meaningful opportunity to become a better communicator. Positive outcomes of influence include reducing conflict, improving relationships and facilitating better outcomes in our personal and professional lives for ourselves and others.
Below is a partial list of terms consistent with various models & techniques of selling and influence:
Advising
Assuring
Challenging
Closing
Coaching
Collaborating
Comforting
Commanding
Comparing
Confiding
Connecting
Consulting
Contrasting
Cooperating
Counseling
Developing
Directing
Disciplining
Eliciting
Encouraging
Engaging
Ensuring
Facilitating
Giving
Guiding
Honoring
Informing
Inspiring
Investigating
Inviting
Leading
Learning
Listening
Managing
Mentoring
Offering
Negotiating
Parenting
Presenting
Prioritizing
Probing
Proposing
Protecting
Questioning
Relating
Responding
Rewarding
Serving
Sharing
Suggesting
Summarizing
Teaching
Transforming
Trusting
Understanding
The words above can all be related to positive models and uses of influence. Unethical use of influence may be represented through terms such as threaten, intimidate, insult, coerce, mislead or trick. While there are certainly people who misuse opportunities to influence others, these approaches do not work over time; people who select these methods for short-term “wins” will fail long-term and be left with the destruction of their choices and potentially painful self-knowledge.
However, when using influence in positive ways, long term success can be the result. People with effective communication skills may intuitively adjust their language, word choice and social style as they find themselves in different situations. Similarly, people who have formal knowledge and experience adjust their approaches at conscious and subconscious levels. Others, who do not have an awareness of how to adjust to different types of interaction, may be left wondering why a conversation is deteriorating; often those who most need to improve their communication skills end up blaming the other person for the non-productive interaction.
I have been learning about selling processes, selling techniques, tactics and the science of influence for over 25 years and I am still learning; no matter how much we know about communication, there is always more to learn about ourselves, other people we meet and the multiple layers of variables that continue to interact within each unique conversation. Since the multitude of variables includes two or more ever changing individuals, we cannot perfectly master every conversation but we can make a choice to be proficient in almost all conversations. How?
Here is the good news about communicating; one skill that is consistently linked with communication success regardless of other variables involved is … listening. The most eloquent presentation, best grammar, most artful logic, most dynamic personality and the most subject knowledge may be less predictive of communication success than being “other-focused” and listening. This is the brilliance of Steven Covey’s 5th habit of highly effective people – seek first to understand, then to be understood. This suggests asking questions, actively engaging in the other person’s perspective … listening. That, in my opinion, is the most important skill related to influence.
Listen.
We are all salespeople
If you want to sell more, listen more.
If you want to influence others in positive ways, listen to them. Ask them questions. Learn from them.
If you want a better relationship, listen better.
If you want your team to become more productive, listen to your team members.
If you want the job offer, listen to the interviewer.
We are all salespeople.
Listen.
If you are interested in learning more about selling and influence, here are some sources to get started:
Influence: Science and Practice
By Robert Cialdini
and
Yes! 50 Scientifically Proven Ways to Be Persuasive
By Robert Cialdini
* learn about empirically proven principles of influence along with examples of related tactics
* Dr. Cialdini, who just did his “Last Lecture” at Arizona State University on March 26th, is known around the world on the topic of “influence” – although he retired from ASU, he is still active in his company Influence at Work
The Science of Influence: How to get anyone to say “yes” in 8 minutes or less
By Kevin Hogan
* this book repeats some of Cialdini’s work, but is still worth reading
SPIN Selling
By Neil Rackham
* begin to see how different types of questions result in different outcomes
* there is a lot more to probing that open or close ended questions and this book is the tip of the iceberg
The Servant Leader
by James Autry
* learn about this people-focused, non-hierarchy form of leadership influence
* this is one of my favorite leadership books and it is quick to read
The Go-Giver
By Bob Burg and John David Mann
* a fictional reminder of how influential generosity can be
How to Communicate Workbook: Powerful Strategies for Effective Communication at Work and Home
By Martha Davis, Kim Paleg and Patrick Fanning
* I bought this on a bargain table at Borders so you may have to order it on-line now; it offers great exercises to assist with learning and demonstrating improved communication skills
People Skills: How to assert yourself, listen to others and resolve conflicts
By Robert Bolton
* this is a communication classic that I highly recommend!
* while I find some of the techniques in the book too Carl Rogers (Rogerian acceptance approach) for most daily interactions, this book teaches communication skills that are ideal for communicating with the most difficult people
* in other words, if two healthy people with good communication skills are interacting, many of these techniques would not be necessary; however, if one (or more) involved in the conversation is insecure, selfish or abusive then this book is absolutely necessary to study … one person can destroy the outcome of a conversation, but one good communicator can ensure their own personal standards are not compromised and they can be assured that they have done their personal best in working toward a positive outcome
7 Habits of Highly Effective People
By Steven Covey
* this is a great book to apply to all aspects of life ... in my opinion, seeking first to understand is its greatest lesson
Blink: The Power of Thinking without Thinking
By Malcolm Gladwell
* at first glance, this book may not seem to be about influence but because self-awareness and cognition are critical factors in influencing others and being influenced, I think that this book’s presentation of how we operate consciously and subconsciously is a worthwhile venture in an exploration of influence
to return to Studio22
www.studio22azwa.com
Influencing others, and being influenced, is something we engage in daily. Whether we want to influence our friends’ voting, make a suggestion at work, be liked by a date or get hired by the interviewer, we are frequently (almost always?) engaged in a process of influence. Becoming more influential is not a license to “trick people into what we want them to do”, it is a meaningful opportunity to become a better communicator. Positive outcomes of influence include reducing conflict, improving relationships and facilitating better outcomes in our personal and professional lives for ourselves and others.
Below is a partial list of terms consistent with various models & techniques of selling and influence:
Advising
Assuring
Challenging
Closing
Coaching
Collaborating
Comforting
Commanding
Comparing
Confiding
Connecting
Consulting
Contrasting
Cooperating
Counseling
Developing
Directing
Disciplining
Eliciting
Encouraging
Engaging
Ensuring
Facilitating
Giving
Guiding
Honoring
Informing
Inspiring
Investigating
Inviting
Leading
Learning
Listening
Managing
Mentoring
Offering
Negotiating
Parenting
Presenting
Prioritizing
Probing
Proposing
Protecting
Questioning
Relating
Responding
Rewarding
Serving
Sharing
Suggesting
Summarizing
Teaching
Transforming
Trusting
Understanding
The words above can all be related to positive models and uses of influence. Unethical use of influence may be represented through terms such as threaten, intimidate, insult, coerce, mislead or trick. While there are certainly people who misuse opportunities to influence others, these approaches do not work over time; people who select these methods for short-term “wins” will fail long-term and be left with the destruction of their choices and potentially painful self-knowledge.
However, when using influence in positive ways, long term success can be the result. People with effective communication skills may intuitively adjust their language, word choice and social style as they find themselves in different situations. Similarly, people who have formal knowledge and experience adjust their approaches at conscious and subconscious levels. Others, who do not have an awareness of how to adjust to different types of interaction, may be left wondering why a conversation is deteriorating; often those who most need to improve their communication skills end up blaming the other person for the non-productive interaction.
I have been learning about selling processes, selling techniques, tactics and the science of influence for over 25 years and I am still learning; no matter how much we know about communication, there is always more to learn about ourselves, other people we meet and the multiple layers of variables that continue to interact within each unique conversation. Since the multitude of variables includes two or more ever changing individuals, we cannot perfectly master every conversation but we can make a choice to be proficient in almost all conversations. How?
Here is the good news about communicating; one skill that is consistently linked with communication success regardless of other variables involved is … listening. The most eloquent presentation, best grammar, most artful logic, most dynamic personality and the most subject knowledge may be less predictive of communication success than being “other-focused” and listening. This is the brilliance of Steven Covey’s 5th habit of highly effective people – seek first to understand, then to be understood. This suggests asking questions, actively engaging in the other person’s perspective … listening. That, in my opinion, is the most important skill related to influence.
Listen.
We are all salespeople
If you want to sell more, listen more.
If you want to influence others in positive ways, listen to them. Ask them questions. Learn from them.
If you want a better relationship, listen better.
If you want your team to become more productive, listen to your team members.
If you want the job offer, listen to the interviewer.
We are all salespeople.
Listen.
If you are interested in learning more about selling and influence, here are some sources to get started:
Influence: Science and Practice
By Robert Cialdini
and
Yes! 50 Scientifically Proven Ways to Be Persuasive
By Robert Cialdini
* learn about empirically proven principles of influence along with examples of related tactics
* Dr. Cialdini, who just did his “Last Lecture” at Arizona State University on March 26th, is known around the world on the topic of “influence” – although he retired from ASU, he is still active in his company Influence at Work
The Science of Influence: How to get anyone to say “yes” in 8 minutes or less
By Kevin Hogan
* this book repeats some of Cialdini’s work, but is still worth reading
SPIN Selling
By Neil Rackham
* begin to see how different types of questions result in different outcomes
* there is a lot more to probing that open or close ended questions and this book is the tip of the iceberg
The Servant Leader
by James Autry
* learn about this people-focused, non-hierarchy form of leadership influence
* this is one of my favorite leadership books and it is quick to read
The Go-Giver
By Bob Burg and John David Mann
* a fictional reminder of how influential generosity can be
How to Communicate Workbook: Powerful Strategies for Effective Communication at Work and Home
By Martha Davis, Kim Paleg and Patrick Fanning
* I bought this on a bargain table at Borders so you may have to order it on-line now; it offers great exercises to assist with learning and demonstrating improved communication skills
People Skills: How to assert yourself, listen to others and resolve conflicts
By Robert Bolton
* this is a communication classic that I highly recommend!
* while I find some of the techniques in the book too Carl Rogers (Rogerian acceptance approach) for most daily interactions, this book teaches communication skills that are ideal for communicating with the most difficult people
* in other words, if two healthy people with good communication skills are interacting, many of these techniques would not be necessary; however, if one (or more) involved in the conversation is insecure, selfish or abusive then this book is absolutely necessary to study … one person can destroy the outcome of a conversation, but one good communicator can ensure their own personal standards are not compromised and they can be assured that they have done their personal best in working toward a positive outcome
7 Habits of Highly Effective People
By Steven Covey
* this is a great book to apply to all aspects of life ... in my opinion, seeking first to understand is its greatest lesson
Blink: The Power of Thinking without Thinking
By Malcolm Gladwell
* at first glance, this book may not seem to be about influence but because self-awareness and cognition are critical factors in influencing others and being influenced, I think that this book’s presentation of how we operate consciously and subconsciously is a worthwhile venture in an exploration of influence
to return to Studio22
www.studio22azwa.com
Friday, April 17, 2009
Success: Lou's 3 Questions Save Years of Research
Lou Holtz knows about losing streaks, winning seasons, withstanding criticism and honorably handling success; his story of coaching, leadership and personal conduct is now legendary. And, while my brothers can tell you lots of football stats related to his teams and players, what I’ve kept track of are Lou Holtz quotes.
Sometimes anecdotes are just anecdotes and other times, the right combination of words can speak effectively for volumes of empirical research and the consensus of topical thought leaders. Here is a Lou Holtz quote that I first heard during a speech he did in Phoenix many years ago – a quote that can represent a winning basis for personal and professional success:
There are three questions people need to be able to answer “yes” to before they will do business with me:
(1) can I trust you?
(2) are you committed to excellence?
(3) do you care about me?
~ Lou Holtz
Imagine a great leader you know - someone you trust, someone who is committed to excellence and cares for people. Imagine a friend, co-worker or mentor who you trust, who you know is committed to excellence and who cares about you. Now, imagine the alternative. Regardless of the definition of success you are pursuing, consider Lou’s advice offered through his questions:
Be trustworthy.
Be committed to excellence.
Be caring.
More Lou Holtz quotes to contemplate
It’s not my job to motivate players. They bring extraordinary motivation to our program. It’s my job not to de-motivate them.
Motivation is simple. You eliminate those who are not motivated.
Ability is what you’re capable of doing. Motivation determines what you do. Attitude determines how well you do it.I think everyone should experience defeat at least once during their career. You learn a lot from it.
A Commitment to Excellence leads to:
- focus on quality
- focus on results
I never learn anything talking. I only learn things when I ask questions.
If you burn your neighbors house down, it doesn't make your house look any better.
No one has ever drowned in sweat.
Do right. Do your best. Treat others as you want to be treated.
Books by Lou Holtz
The Fighting Spirit (1988)
Winning Everyday: A Game Plan for Success (1998)
I read this one after I heard him speak – good, quick read!
Wins, Losses and Lessons (2006)
The Official Athletic Site of the University of Notre Dame
http://www.und.com/sports/m-footbl/spec-rel/050108aaa.html
to return to Studio22:
www.studio22azwa.com
Wednesday, January 28, 2009
You Choose: Boss, Manager or Leader
a list of choices ...
Boss – person who has their name above another person’s name on an org chart
Manager – controls/implements according to set priorities/goals/strategies
Leader – inspires/capitalizes on opportunities and facilitates positive results
Whether you read the title of this article as who you’d choose to work for or how you’d choose to be considered by others (or both), our Western aspirations for those in charge include achieving the realm of “leader”. Unfortunately, some organization’s hierarchies hold bosses in positions that would ideally be inhabited by leaders. A good partial anecdote to UNleaders is that real leaders and leadership can be found anywhere in an organization – regardless of title or level on the org chart. I also believe that while leadership requires talent, many leadership skills can be taught/learned.
If you are interested in reading more about
Leadership and Strength Based Approaches to Leadership:
Transforming Leadership: Equipping Yourself and Coaching Others to Build a Leadership Organization (2nd ed)
By Terry D. Anderson, PhD
T&F Informa 1998
In the book, Transforming Leadership, Terry Anderson offers the Leadership Skills Inventory that examines 56 skills commonly demonstrated by effective leaders. The 56 skills fall under five categories: (1) personal mastery (2) interpersonal communication (3) counseling and problem management (4) team and organizational development (5) versatility in style, role and skill-shifting. I highly recommend this book for anyone interested in an academic and practical approach to describing and identifying effective leadership. I like how the book covers leadership as a big picture concept, but also addresses some specific aspects of effective leadership.
*First, Break all the Rules
By Marcus Buckingham & Curt Coffman
(Gallup Press 1999)
Now, Discover your Strengths
By Marcus Buckingham & Donald O. Clifton, PhD
(Gallup Press 2001)
* StrengthsFinder 2.0
By Tom Rath
(Gallup Press 2007)
** This is an update to Now, Discover Your Strengths.
* Strength Based Leadership
By Tom Rath and Barry Conchie
(Gallup Press 2009)
The Gallup series listed above is, as I’ve mentioned several times, at the top of my suggested reading list. The strength themes are valuable as a personal self-awareness tool and as guidance for practicing the recognition of a variety of strengths in people with whom we work. Rather than just valuing strengths naturally part of our awareness, these books can challenge us to value a broader set of strengths (in ourselves and others) for personal and organizational success.
To give the strength themes meaning, it is important to take the StrengthsFinder assessment and read at least one of the books. If your organization is trying to create a strength-based culture and approach to management/leadership, I believe an effective training program can be created with the use of the three books I’ve marked with an asterisk. Ideally, everyone in the organization would take the StrengthsFinder assessment and post their strengths in a visible place. I think that this is much more practical approach to “personality at work” than Myers-Briggs and some other assessments that are commonly used in team building.
34 Strength Themes
Achiever
Activator
Adaptability
Analytical
Arranger
Belief
Command
Communication
Competition
Connectedness
Context
Deliberative
Developer
Discipline
Empathy
Fairness
Focus
Futuristic
Harmony
Ideation
Inclusiveness
Individualization
Input
Learner
Maximizer
Leadership in Organizations
By Gary Yukl
Pearson Prentice Hall 2006
To get another good perspective on leadership (or any topic), I suggest investigating textbooks. While current textbooks can be expensive ($100-$200), they provide good in-depth discussions of subject matter in comparison to most popular books ($15-$30) found on our favorite bookstore shelves.
List of Chapters from
Leadership in Organizations:
Introduction: Nature of Leadership
Nature of Managerial Work
Perspectives on Effective Leadership Behavior
Participative Leadership, Delegation and Empowerment
Dyadic Role Making, Attributions and Followership
Power and Influence
Managerial Traits and Skills
Early Contingency Theories of Effective Leadership
Charismatic and Transformational Leadership
Leading Change in Organizations
Leadership in Teams and Decision Groups
Strategic Leadership by Executives
Developing Leadership Skills
Ethical Leadership and Diversity
Overview and Integration
click link to return to Studio22:
http://www.studio22azwa.com/
Boss – person who has their name above another person’s name on an org chart
Manager – controls/implements according to set priorities/goals/strategies
Leader – inspires/capitalizes on opportunities and facilitates positive results
Whether you read the title of this article as who you’d choose to work for or how you’d choose to be considered by others (or both), our Western aspirations for those in charge include achieving the realm of “leader”. Unfortunately, some organization’s hierarchies hold bosses in positions that would ideally be inhabited by leaders. A good partial anecdote to UNleaders is that real leaders and leadership can be found anywhere in an organization – regardless of title or level on the org chart. I also believe that while leadership requires talent, many leadership skills can be taught/learned.
If you are interested in reading more about
Leadership and Strength Based Approaches to Leadership:
Transforming Leadership: Equipping Yourself and Coaching Others to Build a Leadership Organization (2nd ed)
By Terry D. Anderson, PhD
T&F Informa 1998
In the book, Transforming Leadership, Terry Anderson offers the Leadership Skills Inventory that examines 56 skills commonly demonstrated by effective leaders. The 56 skills fall under five categories: (1) personal mastery (2) interpersonal communication (3) counseling and problem management (4) team and organizational development (5) versatility in style, role and skill-shifting. I highly recommend this book for anyone interested in an academic and practical approach to describing and identifying effective leadership. I like how the book covers leadership as a big picture concept, but also addresses some specific aspects of effective leadership.
*First, Break all the Rules
By Marcus Buckingham & Curt Coffman
(Gallup Press 1999)
Now, Discover your Strengths
By Marcus Buckingham & Donald O. Clifton, PhD
(Gallup Press 2001)
* StrengthsFinder 2.0
By Tom Rath
(Gallup Press 2007)
** This is an update to Now, Discover Your Strengths.
* Strength Based Leadership
By Tom Rath and Barry Conchie
(Gallup Press 2009)
The Gallup series listed above is, as I’ve mentioned several times, at the top of my suggested reading list. The strength themes are valuable as a personal self-awareness tool and as guidance for practicing the recognition of a variety of strengths in people with whom we work. Rather than just valuing strengths naturally part of our awareness, these books can challenge us to value a broader set of strengths (in ourselves and others) for personal and organizational success.
To give the strength themes meaning, it is important to take the StrengthsFinder assessment and read at least one of the books. If your organization is trying to create a strength-based culture and approach to management/leadership, I believe an effective training program can be created with the use of the three books I’ve marked with an asterisk. Ideally, everyone in the organization would take the StrengthsFinder assessment and post their strengths in a visible place. I think that this is much more practical approach to “personality at work” than Myers-Briggs and some other assessments that are commonly used in team building.
34 Strength Themes
Achiever
Activator
Adaptability
Analytical
Arranger
Belief
Command
Communication
Competition
Connectedness
Context
Deliberative
Developer
Discipline
Empathy
Fairness
Focus
Futuristic
Harmony
Ideation
Inclusiveness
Individualization
Input
Learner
Maximizer
Leadership in Organizations
By Gary Yukl
Pearson Prentice Hall 2006
To get another good perspective on leadership (or any topic), I suggest investigating textbooks. While current textbooks can be expensive ($100-$200), they provide good in-depth discussions of subject matter in comparison to most popular books ($15-$30) found on our favorite bookstore shelves.
List of Chapters from
Leadership in Organizations:
Introduction: Nature of Leadership
Nature of Managerial Work
Perspectives on Effective Leadership Behavior
Participative Leadership, Delegation and Empowerment
Dyadic Role Making, Attributions and Followership
Power and Influence
Managerial Traits and Skills
Early Contingency Theories of Effective Leadership
Charismatic and Transformational Leadership
Leading Change in Organizations
Leadership in Teams and Decision Groups
Strategic Leadership by Executives
Developing Leadership Skills
Ethical Leadership and Diversity
Overview and Integration
click link to return to Studio22:
http://www.studio22azwa.com/
Paid Voluntarism
While I have been a proponent of this quality-of-life-approach for many years and implemented it within my own career twice, I had never labeled it as paid voluntarism prior to reading the new book, With Purpose, by Ken Dychtwald, PhD. Thanks to Dychtwald, instead of describing the concept in narrative form, I now have a quick & descriptive heading for introducing the topic when I'm discussing innovative career approaches for 2009 and beyond.First, what is paid voluntarism? In With Purpose, Dychtwald describes it as a later-in-life merging of work and voluntarism. It is likely to include working for a not-for-profit organization and applying your transferrable skills to a position where you exceed the job description's requirements, make less money than you did in the past and still increase your overall life satisfaction through a sense of purpose and an ideal match to your interests and talents. This has the potential to be a win-win scenario where the organization attracts talent that may otherwise be outside it's hiring range of pay and, you, the individual get a "dream job."
While Dychtwald describes paid voluntarism as a form of phased retirement, I think that it can be useful across the lifespan under the right personal circumstances. I first chose this approach to my career when I was in my twenties; many of us are willing to make less money than our market value for a job description and work environment that offer us an upgrade in personally meaningful work. For people who are considering new options due to the changes in our economy, paid voluntarism could also offer a career choice that turns an unexpected, unwelcome life change into an opportunity for renewed purpose and an overall boost in quality of life.
Paid voluntarism is just one topic addressed in With Purpose. Dychtwald, and his writing partner, Daniel Kadlec, share many current philosophies on the meaning of life as it relates to work in America. If you’re looking for a book that might help you reflect on your life and your work within the same moment, you may especially appreciate this book.
With Purpose: Going from Success to Significance in Work and Life
Ken Dychtwald & Daniel Kadlec
Published by Collins Living 2009
Interested in traditional voluntarism?
Serving others has been shown to be an effective treatment for some types of depression. And, even when life and work are going great, volunteering has the potential to boost quality of life to its highest levels through making a meaningful difference in the lives of others.
For more information on volunteering:
http://www.pointsoflight.org/
What does the mug in the picture say?
Peace.
it does not mean to be in a place where there is no noise, trouble or hard work. It means to be in the midst of those things and still be calm in your heart.
- unknown
Need a book or two to read?
Interested in Management? Two Books to Experience
First, Break all the Rules and Now, Discover Your Strengths
from Gallup Press
Opinion by Caron Sada © 2008 & 2009 All rights reserved
When I consider management books I have read over the years, these two remain on my list of favorites: First, Break all the Rules and Now, Discover your Strengths. Since I prefer environments that are inspired by vision as opposed to being controlled by rules, I was certainly attracted to the earlier book’s title before becoming completely engaged in its content. And, because I was raised in a family that embraces a strengths-based approach to life, the connecting theme of both books fits ideally with my approach to life and business – focus on strengths and manage around weaknesses.
Within First, Break all the Rules, there are lots of great anecdotes and challenges to conventional wisdom. For example, as a person with a significant portion of my career in sales, I was sometimes frustrated by sales leadership that seemed obsessed with hiring and honoring the single strength of competitiveness; while competitiveness can be a strength in salespeople, there are also many successful salespeople who are focused on excellence and results, but for whom the win-lose-beat-the-competitor metaphors do not represent. So, when I read the story about a professional-football-player-turned pharmaceutical-sales-representative who was achievement oriented (not competitive), I remember being grateful that a top selling management book finally shared a deeper understanding of how individuals may have different motivations and traits while still being successful in the same job function. Although conscientiousness is consistently linked with performance across employment types, there is no single sales litmus test that perfectly predicts who will be outstanding. In the case of pharmaceutical representatives, I would even suggest that achievement orientation or need for affiliation may trump competitiveness so that the team selling model used by many companies has its best chance of succeeding. As First, Break all the Rules teaches, understanding potential insights and limitations of assessing talent is a good starting point for selection, hiring and development within high performing companies.
What makes this set of books an experience, as opposed to just good reading, is the opportunity to take the StrengthsFinder on-line assessment and print a copy of your personalized, signature theme report. In your copy of Now, Discover Your Strengths, you will find a unique code that you can use to log onto the assessment system. For anyone who wants to operate at 100% of their potential, self-awareness is a critical factor and, by participating in the StrengthsFinder program, you are likely to find focusing on your strengths uplifting while also demonstrating a proactive step in your personal development journey.
On January 6th, 2009 the next book in the series will be available: Strength Based Leadership.
For more information:
First, Break all the Rules
By Marcus Buckingham & Curt Coffman(Gallup Press 1999)
Now, Discover your Strengths
By Marcus Buckingham & Donald O. Clifton, PhD(Gallup Press 2001)
StrengthsFinder 2.0
By Tom Rath(Gallup Press 2007) ** This is an update to Now, Discover Your Strengths.
Strength Based Leadership By Tom Rath and Barry Conchie (Gallup Press - available January 6, 2009)
or visit: www.gallup.com
Positive Psychology
The special issue of the American Psychologist (2000) that announced positive psychology to the world is included in the references for Now, Discover Your Strengths (2001). It is worthy to note that Buckingham & Coffman were already on board with the positive psychology, or strengths psychology by Dr. Clifton, since First, Break all the Rules was published earlier (1999).
For more information on positive psychology and the “father” of modern positive psychology, Dr. Martin Seligman, visit the following website: http://www.authentichappiness.sas.upenn.edu/Default.aspx
Strengths Psychology
Donald Clifton, PhD (co-author of Now, Discover your Strengths) received recognition as the “father” of strengths-based psychology from the American Psychological Association (APA) in 2002. His work in studying “what is right with people” as opposed to “what needed to be fixed with people” began long before positive psychology became a widely accepted movement. http://www.strengths.org/donclifton.htm
Big Five Personality Traits
For a brief summary of the big five model, (conscientiousness, openness to experience, extroversion, neuroticism, agreeableness) visit the following link: http://psychology.about.com/od/personalitydevelopment/a/bigfive.htm
Motivation Theories
For an introduction to theories of motivation, visit the following link: http://www.goal-setting-guide.com/motivation-theory.html
Originally printed on Caron’s Blog that can be found at www.studio22azwa.com
Tuesday - December 30th, 2008
Update – January 24, 2009
Strength Based Leadership, that was released on January 6th, is another outstanding book by Gallup Press. It has recommendations for how to interact with people of different strengths and also offers an updated strengths instrument.
return to http://www.studio22azwa.com/
First, Break all the Rules and Now, Discover Your Strengths
from Gallup Press
Opinion by Caron Sada © 2008 & 2009 All rights reserved
When I consider management books I have read over the years, these two remain on my list of favorites: First, Break all the Rules and Now, Discover your Strengths. Since I prefer environments that are inspired by vision as opposed to being controlled by rules, I was certainly attracted to the earlier book’s title before becoming completely engaged in its content. And, because I was raised in a family that embraces a strengths-based approach to life, the connecting theme of both books fits ideally with my approach to life and business – focus on strengths and manage around weaknesses.
Within First, Break all the Rules, there are lots of great anecdotes and challenges to conventional wisdom. For example, as a person with a significant portion of my career in sales, I was sometimes frustrated by sales leadership that seemed obsessed with hiring and honoring the single strength of competitiveness; while competitiveness can be a strength in salespeople, there are also many successful salespeople who are focused on excellence and results, but for whom the win-lose-beat-the-competitor metaphors do not represent. So, when I read the story about a professional-football-player-turned pharmaceutical-sales-representative who was achievement oriented (not competitive), I remember being grateful that a top selling management book finally shared a deeper understanding of how individuals may have different motivations and traits while still being successful in the same job function. Although conscientiousness is consistently linked with performance across employment types, there is no single sales litmus test that perfectly predicts who will be outstanding. In the case of pharmaceutical representatives, I would even suggest that achievement orientation or need for affiliation may trump competitiveness so that the team selling model used by many companies has its best chance of succeeding. As First, Break all the Rules teaches, understanding potential insights and limitations of assessing talent is a good starting point for selection, hiring and development within high performing companies.
What makes this set of books an experience, as opposed to just good reading, is the opportunity to take the StrengthsFinder on-line assessment and print a copy of your personalized, signature theme report. In your copy of Now, Discover Your Strengths, you will find a unique code that you can use to log onto the assessment system. For anyone who wants to operate at 100% of their potential, self-awareness is a critical factor and, by participating in the StrengthsFinder program, you are likely to find focusing on your strengths uplifting while also demonstrating a proactive step in your personal development journey.
On January 6th, 2009 the next book in the series will be available: Strength Based Leadership.
For more information:
First, Break all the Rules
By Marcus Buckingham & Curt Coffman(Gallup Press 1999)
Now, Discover your Strengths
By Marcus Buckingham & Donald O. Clifton, PhD(Gallup Press 2001)
StrengthsFinder 2.0
By Tom Rath(Gallup Press 2007) ** This is an update to Now, Discover Your Strengths.
Strength Based Leadership By Tom Rath and Barry Conchie (Gallup Press - available January 6, 2009)
or visit: www.gallup.com
Positive Psychology
The special issue of the American Psychologist (2000) that announced positive psychology to the world is included in the references for Now, Discover Your Strengths (2001). It is worthy to note that Buckingham & Coffman were already on board with the positive psychology, or strengths psychology by Dr. Clifton, since First, Break all the Rules was published earlier (1999).
For more information on positive psychology and the “father” of modern positive psychology, Dr. Martin Seligman, visit the following website: http://www.authentichappiness.sas.upenn.edu/Default.aspx
Strengths Psychology
Donald Clifton, PhD (co-author of Now, Discover your Strengths) received recognition as the “father” of strengths-based psychology from the American Psychological Association (APA) in 2002. His work in studying “what is right with people” as opposed to “what needed to be fixed with people” began long before positive psychology became a widely accepted movement. http://www.strengths.org/donclifton.htm
Big Five Personality Traits
For a brief summary of the big five model, (conscientiousness, openness to experience, extroversion, neuroticism, agreeableness) visit the following link: http://psychology.about.com/od/personalitydevelopment/a/bigfive.htm
Motivation Theories
For an introduction to theories of motivation, visit the following link: http://www.goal-setting-guide.com/motivation-theory.html
PS --- a little personal disclosure ... you probably already guessed, but my preferred work style is collaboration (not competition) since I am achievement oriented ... but I DO like competitive sports and agree that a competitive spirit is a strength that can be a basis for outstanding sales results! My perspective is that it is a wise thing to recognize a variety of strengths ~
Originally printed on Caron’s Blog that can be found at www.studio22azwa.com
Tuesday - December 30th, 2008
Update – January 24, 2009
Strength Based Leadership, that was released on January 6th, is another outstanding book by Gallup Press. It has recommendations for how to interact with people of different strengths and also offers an updated strengths instrument.
return to http://www.studio22azwa.com/
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