tag:blogger.com,1999:blog-16881001222192063522024-03-05T09:46:12.785-08:00A Blog About StrengthsDavidhttp://www.blogger.com/profile/06090919640312157261noreply@blogger.comBlogger48125tag:blogger.com,1999:blog-1688100122219206352.post-82376518163008586392013-05-08T05:30:00.002-07:002013-05-08T05:30:36.928-07:00The Talented Performer Survey 2013<div style="background-color: white; border: 0px; font-family: arial, sans-serif; font: inherit; line-height: 25px; margin-bottom: 30px; padding: 0px; vertical-align: baseline;">
Business requirements change as the business environment changes. You don’t need me to tell you that the current business environment seems to be changing at an extraordinary rate. The need for great people who can not only survive but thrive in such challenging times is acute. But what attributes do these people need?</div>
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<span style="color: #3d85c6;">TPP Survey 2013</span></h3>
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We have constructed a survey to find out what businesses need from their people to help them succeed. We would love to get your insights into what you consider important attributes in your talented performers. So, if you are:</div>
<ol style="background-color: white; border: 0px; font-family: arial, sans-serif; font: inherit; line-height: 25px; list-style: none; margin: 15px 0px; padding: 0px 0px 0px 40px; vertical-align: baseline;">
<li style="border: 0px; font: inherit; list-style: decimal; margin: 0px; padding: 0px; vertical-align: baseline;"><span style="border: 0px; font: inherit; line-height: 15.994318008422852px; margin: 0px; padding: 0px; vertical-align: baseline;">A Human Resources Professional</span></li>
<li style="border: 0px; font: inherit; list-style: decimal; margin: 0px; padding: 0px; vertical-align: baseline;">A Learning and Development Professional</li>
<li style="border: 0px; font: inherit; list-style: decimal; margin: 0px; padding: 0px; vertical-align: baseline;">A business owner with staff</li>
<li style="border: 0px; font: inherit; list-style: decimal; margin: 0px; padding: 0px; vertical-align: baseline;">A leader or manager of a business team</li>
</ol>
<div style="background-color: white; border: 0px; font-family: arial, sans-serif; font: inherit; line-height: 25px; margin-bottom: 30px; padding: 0px; vertical-align: baseline;">
it would be great to hear what you think is current and important in today’s business context. If you don’t fall into any of the categories above we would</div>
<div style="background-color: white; border: 0px; font-family: arial, sans-serif; font: inherit; line-height: 25px; margin-bottom: 30px; padding: 0px; vertical-align: baseline;">
The survey is short – just five questions. It’s anonymous – so we’re not asking for your contact details or for you to identify your organisation.</div>
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<span style="color: #3d85c6;">The Commitment</span></h3>
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If you do complete the Survey – perhaps leave a comment below to let us know how you found it – we’ll also commit to sharing the results.</div>
<div style="background-color: white; border: 0px; font-family: arial, sans-serif; font-size: 16px; font: inherit; line-height: 25px; margin-bottom: 30px; padding: 0px; vertical-align: baseline;">
We are very grateful for you taking part.</div>
<div style="background-color: white; border: 0px; font-family: arial, sans-serif; font-size: 16px; font: inherit; line-height: 25px; margin-bottom: 30px; padding: 0px; vertical-align: baseline;">
You can find the Talented Performer Survey 2013 by clicking <span style="color: blue;"><a href="http://www.surveymonkey.com/s/7MNDSJV" style="border: 0px; font: inherit; margin: 0px; outline: none; padding: 0px; vertical-align: baseline;">here</a>.</span></div>
</div>
Davidhttp://www.blogger.com/profile/06090919640312157261noreply@blogger.com1tag:blogger.com,1999:blog-1688100122219206352.post-11336324681166497982013-04-29T00:50:00.000-07:002013-04-29T00:50:13.959-07:00Habits<a href="http://thetalentcode.com/2013/04/26/5-surprising-habits-of-super-creatives/">Here's</a> a nice little take on the fact that those who are known for delivering excellence in their field apply a rigorous structure to their working day. Dan Coyle also appears to be saying that creatives are almost paradoxical, in that it is the habits of high performance that set up the opportunity for creative thinking?Davidhttp://www.blogger.com/profile/06090919640312157261noreply@blogger.com0tag:blogger.com,1999:blog-1688100122219206352.post-27048422667048641712013-04-03T02:50:00.003-07:002013-04-03T02:50:43.404-07:00The Craftsman MindsetCal Newport's latest book is <i><a href="http://calnewport.com/books/sogood.html">So Good They Can't Ignore You</a>. </i>In the book he makes the case for adopting what he calls the 'craftsman mindset' over the 'passion mindset' in developing a fulfilling a career. Find out what you are good, work hard at becoming an expert in that discipline and you will find success. Spending hours looking inside yourself for your true purpose and passion, will only lead to frustration. He makes a compelling case. You can find his excellent blog <a href="http://calnewport.com/blog/">here</a>.Davidhttp://www.blogger.com/profile/06090919640312157261noreply@blogger.com0tag:blogger.com,1999:blog-1688100122219206352.post-74835403095331640072013-03-27T12:14:00.001-07:002013-03-27T12:14:35.886-07:00Drucker - Again! <!--[if gte mso 9]><xml> <o:DocumentProperties> <o:Revision>0</o:Revision> <o:TotalTime>0</o:TotalTime> <o:Pages>1</o:Pages> <o:Words>100</o:Words> <o:Characters>571</o:Characters> <o:Company>Talent Network</o:Company> <o:Lines>4</o:Lines> <o:Paragraphs>1</o:Paragraphs> <o:CharactersWithSpaces>670</o:CharactersWithSpaces> <o:Version>14.0</o:Version> </o:DocumentProperties> <o:OfficeDocumentSettings> <o:AllowPNG/> </o:OfficeDocumentSettings> </xml><![endif]--> <!--[if gte mso 9]><xml> <w:WordDocument> <w:View>Normal</w:View> <w:Zoom>0</w:Zoom> <w:TrackMoves/> <w:TrackFormatting/> <w:PunctuationKerning/> <w:ValidateAgainstSchemas/> <w:SaveIfXMLInvalid>false</w:SaveIfXMLInvalid> <w:IgnoreMixedContent>false</w:IgnoreMixedContent> <w:AlwaysShowPlaceholderText>false</w:AlwaysShowPlaceholderText> <w:DoNotPromoteQF/> <w:LidThemeOther>EN-US</w:LidThemeOther> <w:LidThemeAsian>JA</w:LidThemeAsian> <w:LidThemeComplexScript>X-NONE</w:LidThemeComplexScript> <w:Compatibility> <w:BreakWrappedTables/> <w:SnapToGridInCell/> <w:WrapTextWithPunct/> <w:UseAsianBreakRules/> <w:DontGrowAutofit/> <w:SplitPgBreakAndParaMark/> <w:EnableOpenTypeKerning/> <w:DontFlipMirrorIndents/> <w:OverrideTableStyleHps/> <w:UseFELayout/> </w:Compatibility> <m:mathPr> <m:mathFont m:val="Cambria Math"/> <m:brkBin m:val="before"/> <m:brkBinSub m:val="--"/> <m:smallFrac m:val="off"/> <m:dispDef/> <m:lMargin m:val="0"/> <m:rMargin m:val="0"/> <m:defJc m:val="centerGroup"/> <m:wrapIndent m:val="1440"/> <m:intLim m:val="subSup"/> <m:naryLim m:val="undOvr"/> </m:mathPr></w:WordDocument> </xml><![endif]--><!--[if gte mso 9]><xml> <w:LatentStyles DefLockedState="false" DefUnhideWhenUsed="true"
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<div class="MsoNormal"><span lang="EN-US">In preparing some work for a client this week, I returned to the work of Peter Drucker for inspiration. Here are his thoughts on what makes an <b>effective executive</b>:</span></div><div class="MsoNormal"></div><ul><li>Ask what needs to be done</li>
<li>Ask what’s right for the business</li>
<li>Develop action plans</li>
<li>Take responsibility for decisions</li>
<li>Take responsibility for communicating</li>
<li>Focus on opportunities, not problems</li>
<li>Run productive meetings</li>
<li>Say ‘We’ not ‘I’</li>
</ul><br />
<div class="MsoNormal"><span lang="EN-US">I have always enjoyed the simplicity of his ideas - to me this makes them more useable. There is much to read behind these headlines but you could literally start by doing these 8 things and not read another word.<o:p></o:p></span></div><div class="MsoNormal"><br />
</div><div class="MsoNormal"><span lang="EN-US">If you would like to read more though, take a look <a href="http://hbr.org/2004/06/what-makes-an-effective-executive/ar/1">here</a>.<o:p></o:p></span></div><!--EndFragment-->Davidhttp://www.blogger.com/profile/06090919640312157261noreply@blogger.com0tag:blogger.com,1999:blog-1688100122219206352.post-35415141768264836992013-01-29T00:20:00.001-08:002013-01-29T00:20:06.180-08:00Process AND OutcomeTake a look at his HBR article on the perils of <a href="http://blogs.hbr.org/bregman/2012/12/consider-not-setting-goals-in.html">goal setting</a>. This is a great reminder to us all that we need a healthy balance of process and outcome goals in our work and personal lives if we are to deliver success through quality and support the behaviours we would like to see.<br />
<br />Davidhttp://www.blogger.com/profile/06090919640312157261noreply@blogger.com0tag:blogger.com,1999:blog-1688100122219206352.post-32740922549936210702013-01-28T02:13:00.001-08:002013-01-28T02:13:56.861-08:00Winning Parenting?My daughter's swim club sent this article on <a href="https://www.competitivedge.com/parentscoaches-guides-13-steps-being-winning-parent">Winning Parenting</a> to all parents last week to remind them of their responsibilities. Some great tips in here on supporting strengths development and working in collaboration with coaches. And some excellent messages for managers? Davidhttp://www.blogger.com/profile/06090919640312157261noreply@blogger.com0tag:blogger.com,1999:blog-1688100122219206352.post-51095075985035010682013-01-24T04:36:00.002-08:002013-01-24T04:37:47.120-08:00Discovering What WorksI had a super week with the Cybex International Sales Team just last week in Dubai. Here are the team taking some post meeting recreation in the desert! 3 days spent discovering what works, building on what works and making plans for delivering even bigger successes in 2013.<br />
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhFpeUjLXFBeJUKdShZYM9BYi9eAKEZksgpIFRHND6fEzPeomznKiq5eTKt-U8USn6Y1ofZ3QmquRnhbLwKmiVa3rS73ZUxU6NiHcJ77zhz_1Z0Fqt6drLQVhTg1jbDa7B-WmmXb_f54qht/s1600/Team1+Dubai,+Jan.+2013.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="277" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhFpeUjLXFBeJUKdShZYM9BYi9eAKEZksgpIFRHND6fEzPeomznKiq5eTKt-U8USn6Y1ofZ3QmquRnhbLwKmiVa3rS73ZUxU6NiHcJ77zhz_1Z0Fqt6drLQVhTg1jbDa7B-WmmXb_f54qht/s400/Team1+Dubai,+Jan.+2013.jpg" width="400" /></a></div>
<br />Davidhttp://www.blogger.com/profile/06090919640312157261noreply@blogger.com0tag:blogger.com,1999:blog-1688100122219206352.post-75470916453653103622012-12-02T12:10:00.000-08:002012-12-02T12:10:10.240-08:00Monty's StrengthsI have always been a Monty fan and it was wonderful to see him back to his best in the last test. Here is the <a href="http://www.express.co.uk/posts/view/361951">story</a> of his - strengths based - return to the top.Davidhttp://www.blogger.com/profile/06090919640312157261noreply@blogger.com0tag:blogger.com,1999:blog-1688100122219206352.post-63899863060721910592012-11-19T04:09:00.002-08:002012-11-19T04:09:48.320-08:00Planning to Think PositivelyHere's a nice re-working of the principles of challenging limiting beliefs in <a href="http://www.fastcompany.com/3003046/20-minute-exercise-eradicate-negative-thinking?">Fast Company Magazine</a>. I wonder what place understanding and leading with strengths plays in overcoming negative emotions? Research would suggest that pausing to reflect on your strengths and talents, reviewing the evidence for them and making a plan to lead with them, can change the mindset we adopt in the face of high challenge? Could we add this to the list of ways to 'release the anchors'?Davidhttp://www.blogger.com/profile/06090919640312157261noreply@blogger.com0tag:blogger.com,1999:blog-1688100122219206352.post-75074244799617968162012-10-22T01:09:00.001-07:002012-10-22T01:15:42.221-07:00Strengths and the OrganisationIn 1997, <a href="http://davidmaister.com/">David Maister</a> told us in <a href="http://www.amazon.co.uk/True-Professionalism-Courage-Clients-Career/dp/0684866250/ref=sr_1_1?ie=UTF8&qid=1350893131&sr=8-1">True Professionalism</a> that in order for a team to provide value above and beyond the talents of the individuals within it, it needed to provide the right conditions for talent to flourish. He offers some possible ways in which we can do this:<br />
<ul>
<li>provide professionals with the benefit of shared skills and experiences within the practice group</li>
<li>back up the professional with investments in shared tools, methodologies, templates, research, etc</li>
<li>facilitate access to the skills of others in different disciplines</li>
<li>establish procedures to produce well trained junior professionals</li>
<li>achieve a high level of referrals, cross-selling, and clients of other professionals </li>
<li>provide superior support staff and systems, to facilitate conduct of the practice</li>
<li>instill a system of supportive, but challenging, coaching to bring out the best in each professional</li>
<li>create an emotionally supportive 'collegial' environment</li>
<li>provide for diversification of personal risk - in good times and bad</li>
<li>establish a powerful brand name that makes marketing easier</li>
</ul>
Upon re-reading some of his work over the weekend, I was struck both by the 'obvious' nature of this advice and the relative scarcity of practice. I wonder what we are working on as leaders, this week, that will enable the talent within our teams to do their best?Davidhttp://www.blogger.com/profile/06090919640312157261noreply@blogger.com0tag:blogger.com,1999:blog-1688100122219206352.post-40241186288911690982012-10-16T03:05:00.000-07:002012-10-16T03:10:09.493-07:00Strengths and EducationWith education being very much back on the political agenda it is important to consider the impact of the environment that schools create for children along with the more tangible elements of excellence, such as the syllabus and exam processes. In every way, these are the more obvious and traditional targets for change. So what are the characteristics of a positive learning environment for children? What cultural elements do we need to put in place in order for children to be inner-motivated to give their best? Child Psychologist Jenni Hooper offers some sound advice in this <a href="http://whatchildrenneedtobehappy.wordpress.com/2012/09/14/the-successful-education-toolkit-what-do-children-need-to-flourish-at-school/">blog post</a>.<br />
<br />Davidhttp://www.blogger.com/profile/06090919640312157261noreply@blogger.com0tag:blogger.com,1999:blog-1688100122219206352.post-74978722302832268442012-10-03T01:04:00.000-07:002012-10-03T01:07:07.217-07:00Getting the Balance RightHelping leaders to get the balance right for them between leading with their strengths, and managing or working on their weaknesses, can be challenging. Jack Zenger and Joseph Folkman provide some useful perspective on this issue in this recent <a href="http://blogs.hbr.org/cs/2012/10/can_you_take_your_strengths_to.html">HBR blog post</a>. They argue that if leaders are to be successful they should first address 'fatal flaws' and then lead with a suite of strengths, not focusing on one thing alone. Take a look.<br />
<br />Davidhttp://www.blogger.com/profile/06090919640312157261noreply@blogger.com0tag:blogger.com,1999:blog-1688100122219206352.post-11955400414469304832012-09-04T00:22:00.000-07:002012-09-04T00:22:32.712-07:00Olympic StrengthsWhat a wonderful Olympics. Take a look at Seb Coe's 50 highlights <a href="http://www.telegraph.co.uk/sport/olympics/9486911/Sebastian-Coes-50-favourite-moments-of-the-London-2012-Olympic-Games.html">here</a>. My highlight - sitting in the stadium (with a coffee) waiting for the first morning of athletics to start. It (really) doesn't get any better!<div>
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Davidhttp://www.blogger.com/profile/06090919640312157261noreply@blogger.com0tag:blogger.com,1999:blog-1688100122219206352.post-71327118164968936682012-06-13T02:51:00.001-07:002012-06-13T02:54:54.689-07:00Embedding StrengthsSome useful thoughts <a href="http://businessjournal.gallup.com/content/155036/Embedding-Strengths-Company-DNA.aspx">here </a> from Gallup on how to ensure that a strengths approach to performance prevails in your organisation.<br />
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</div>Davidhttp://www.blogger.com/profile/06090919640312157261noreply@blogger.com0tag:blogger.com,1999:blog-1688100122219206352.post-42904613834891589682012-05-31T02:45:00.004-07:002012-05-31T02:48:25.241-07:00Living the Brand<div class="separator" style="clear: both; text-align: left;">
I visited one of my regular clients, Scott Sports yesterday. It was the first time one of my visits had coincided with one of their famous lunchtime cycle rides and even as a 'supplier' I was encouraged to take part. GM Steve Carter tells me that these 3 times per week, 15 mile sessions serve to:</div>
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<ul>
<li>promote health and fitness in the team</li>
<li>build team connectivity</li>
<li>familiarise people with the products they are selling</li>
<li>give people the user experience and build empathy with customers</li>
<li>and, build credibility...we don't just talk about it we 'live' it!</li>
</ul>
The team face all the usual business pressures but most make time to take part - though some have to be dragged away from their desks! The post ride shower and mini-buffet for participants adds to the experience. Steve says, 'We don't make a fuss about it, it's just the way we do things here'.<br />
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<br />Davidhttp://www.blogger.com/profile/06090919640312157261noreply@blogger.com0tag:blogger.com,1999:blog-1688100122219206352.post-87292529798069643962012-05-22T08:23:00.001-07:002012-05-22T08:23:17.381-07:00Talent and PotentialSo the important discussion relating to the role of practice in developing winners rages on. In this <a href="http://www.thesundaytimes.co.uk/sto/public/Appointments/article1041603.ece">article</a> from this week's Sunday Times, Adrian Furnham tells us that we are all getting carried away when we emphasise the role of structured, deliberate and consistent practice in developing talent in others. He argues that while practice is a critical requirement for excellent performance, when it is applied to someone with limited natural ability it does not necessarily deliver success.<br />
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Fellow journalist <a href="http://www.youtube.com/watch?v=I1K6bOG8mj8">Matthew Syed</a> suggests otherwise in his book Bounce of course. He posits that talent is under-rated and that it is practice and hard work that makes the difference. A strengths approach would surely argue that both are of equal importance - discover what you are good at and then grow that talent through learning and practice?Davidhttp://www.blogger.com/profile/06090919640312157261noreply@blogger.com0tag:blogger.com,1999:blog-1688100122219206352.post-20325443537162490362012-05-15T09:49:00.001-07:002012-05-22T07:15:20.207-07:00The Power of IntrovertsFormer lawyer Susan Cain spent 7 years researching and writing her book, <i>Quiet. The Power of Introverts in a World That Can't Stop Talking</i> - you can find a clip of her talking about the process of writing and the key messages <a href="http://www.ted.com/talks/susan_cain_the_power_of_introverts.html">here.</a> It's amazing that these simple concepts about how different people learn best and do their best work, are so readily overlooked by organisations and educational institutions.<br />
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While this is undoubtedly and important book, what struck me most having read it was the age old argument about whether labels of this type are helpful to us at all. What shines through the argument for being more accepting of introverts, is perhaps the need for all of us to see everyone as their own 'type'. Take the time to understand individuals strengths and weakness, how they love to learn and what excites them, and the need to label is surely removed and cannot get in the way learning and performance?Davidhttp://www.blogger.com/profile/06090919640312157261noreply@blogger.com0tag:blogger.com,1999:blog-1688100122219206352.post-16938605764265429632012-03-06T03:01:00.003-08:002012-03-06T03:13:06.837-08:00Delivering SuccessHave a look at this <a href="http://blogs.hbr.org/cs/2011/02/nine_things_successful_people.html"><span class="blsp-spelling-error" id="SPELLING_ERROR_0">HBR</span> blog</a> on the '9 Things Successful People Do Differently'. No rocket science here - a strong emphasis on using goals to harness motivation and build confidence is common practice in sport but less common in business?<div><br /><div><br /><div> </div></div></div>Davidhttp://www.blogger.com/profile/06090919640312157261noreply@blogger.com0tag:blogger.com,1999:blog-1688100122219206352.post-6497876554439954772011-10-24T05:07:00.000-07:002011-10-24T05:16:02.921-07:00Complementary StrengthsFor many people , having discovered one's strengths, the greater challenge is to create a plan for making them even stronger. This recent <a href="http://hbr.org/2011/10/making-yourself-indispensable/ar/1">HBR acticle </a>offers some practical advice and advocates focussing on developling complementary strengths.Davidhttp://www.blogger.com/profile/06090919640312157261noreply@blogger.com0tag:blogger.com,1999:blog-1688100122219206352.post-835377962356467132011-10-11T10:04:00.000-07:002011-10-24T05:18:28.034-07:00Sparks!My colleague Mike <span id="SPELLING_ERROR_0" class="blsp-spelling-error">Pegg</span> introduced me to the term SPARKS, defined as "An <span id="SPELLING_ERROR_1" class="blsp-spelling-error">individual's</span> deepest passions and interests that give them meaning, focus, joy and energy.."....their strengths?<br /><br /><a href="http://www.search-institute.org/sparks">Peter Benson </a>coined the term as a result of his research among American teenagers. Here is a list of their 10 most common sparks.<br />1. Creative Arts<br />2. Athletics<br />3. Learning (e.g., languages, science, history)<br />4. Reading<br />5. Helping, serving<br />6. Spirituality, religion<br />7. Nature, ecology, environment<br />8. Living a quality life (e.g., joy, tolerance, caring)<br />9. Animal welfare<br />10. Leading<br /><br />Peter says, "Children want to be known for their sparks. When you see these sparks in them, affirm them. You shall know them by their sparks." Great stuff.Davidhttp://www.blogger.com/profile/06090919640312157261noreply@blogger.com0tag:blogger.com,1999:blog-1688100122219206352.post-63389417404271290492011-06-22T08:46:00.000-07:002011-06-22T08:56:05.926-07:00Standout StrengthsIf you are a fan of this form of online assessment tool it is worth investing half an hour in completing Marcus Buckingham's latest online strengths discovery questionnaire -<a href="http://standout.tmbc.com/gui/#"><em> Standout</em></a><em>. </em>You can also find a neat review of the tool at <a href="http://positivepsychologynews.com/news/lisa-sansom/2011060818101">Positive Psychology News Daily</a>.Davidhttp://www.blogger.com/profile/06090919640312157261noreply@blogger.com0tag:blogger.com,1999:blog-1688100122219206352.post-32272279246193672442011-05-17T10:14:00.000-07:002011-05-17T10:28:39.050-07:00Reviewing PerformanceSupporting individuals and teams in identifying learning from critical incidents is a key skill in coaching. For most on the recieving end this can be a tough experience where learning from mistakes becomes the priority for many participants. With a little more thought however, reviewing performacne can be a positive experience aimed at building on success (as well as what has gone wrong). Take a look <a href="http://reviewing.co.uk/success/success2.htm">here</a> for ideas on geting started.Davidhttp://www.blogger.com/profile/06090919640312157261noreply@blogger.com0tag:blogger.com,1999:blog-1688100122219206352.post-55689495348985808042011-04-11T06:15:00.000-07:002011-04-11T06:36:40.296-07:00Ten Mentoring MessagesWe all have mentors at various times in our career. I have been fortunate to have hung-out with, worked for, been influenced by, and loved, a few. My life, professional and private, would look very different without them. Here’s my shortlist of learning from a few cool people who have stretched me over the years, and still do:<br /><br />1. Courage<br />David Maister in True Professionalism writes:<br />‘There are relatively few new ideas in business, if any at all. How often can you repeat the basic advice of “Listen to your clients, provide outstanding service, train your people, look for and eliminate inefficiencies, and act like team players?” The problem, clearly, is not in figuring out what to do. Rather, the problem is to find the strength and courage to do what we know to be right.’<br /><br />I love this thought. I have lost count of the number of times that I have ‘sat on’ something until the pain got so great that I just had to act. With a bit of courage I just might have got going on that project sooner.<br /><br />2. Smart people bring clarity<br />Our lives are cluttered with jargon and complexity, whether it is working through major business issues or managing the family logistics. People who speak plain English and have the ability to see past the irrelevant are to be cherished.<br /> <br />Jeffery Pfefer and Bob Sutton in the excellent book The Knowing Doing Gap, find that one of the five principle reasons why great ideas in business never get off the ground is because ‘talk substitutes for action’. They urge us to beware of ‘status seeking through jargon.’<br /><br /><br />3. Pot-fillers and Pot-drillers<br />If you are passionate about something - then show it. The author of The Leadership Challenge, Jim Kouzes says, ‘You can’t pay people enough to care.’ Business needs people who share what they are thinking and wear their heart on their sleeve. Tom Peters encourages us to hang out with people who ‘vibrate’. People who transmit energy. Mike Pegg calls them ‘Pot-fillers.’<br /><br />Take care not to share all your problems at the water-cooler though. Boyd Clarke and Ron Crossland in The Leaders Voice tell us: ‘It is naïve to believe that we should share all of our emotions all of the time. We once heard ‘Don’t tell people your problems. 80% don’t care and the other 20% are glad you have got them!’<br /><br /><br />4. People who can execute have value too<br />Vision, creativity, innovation and ‘blue-sky’ thinking are often regarded as being in short supply in business. People who have these skills in their armoury have long been the stars. What leaders who really get results are doing is making heroes out of people who can get stuff done: people who can execute projects; people who have an eye for detail; people who live and breathe quality.<br /><br />I recently overheard a young leader (ear-marked for greatness by the folks at the top of the organisation), defending the lack of progress of his ‘mission critical’ project to a colleague. He said it ‘just evaporated!’ We all know how he feels and it does happen. But it should happen to us only once.<br /><br />5. Be there!<br />Be early for appointments and be prepared. Show-up for the early morning meeting even if it is against the odds. Get to the power-breakfast even if you have been up all night partying with colleagues – maybe you have go straight from the party to the office to pull it off! It seems like small stuff but people will be looking for clues as to whether they can trust you.<br /><br />Bill Beswick, Sport Psychologist and Assistant Manager at Middlesbrough F.C., summed this point up best: ‘Winning is about what we do today’.<br /><br />6. Give stuff away<br />Be generous when you can. Give away your knowledge, your time, your cherished book, the link to your favourite website, anything to get a new relationship rolling. David Maister, Professional Service Firm guru, says: If you want to get something from another human being you must first do something for them. In other words you can’t win influence unless you first invest in the relationship.’<br /><br />7. Look for the talent in others<br />Sure, it’s cool to demonstrate mastery yourself. But learning to look for and expose others to the talent of friends and colleagues not only feels great but get you results as well.<br /><br />Phil Jackson, winning coach of both Chicago Bulls and LA Lakers, once said to Michael Jordan early in his career; ‘The sign of a great player is not how much he scores, but how much he lifts his teammate’s performance.’ The ‘Bulls’ and Jordan never looked back. Even the greatest performers revel in the talent of others.<br /><br />8. Take the best and leave the rest<br />Read, scan, listen and watch those who have experience and wisdom. Not everything they say will work for you, but the gems can be life changing. Tom Peter’s talks about his desire to have one person leave every one of his 600 person, one-day seminars with a thought that gives them the energy to go on and do something different. Mike Pegg shares a vast amount of knowledge and material with his students, on the basis that somewhere in there is the trigger to set you off and running. There is not a gem on every page – you have to go look for the bit that matters most to you.<br /><br />9. Don’t try to imitate<br />Listen, watch and learn but at the end of the day you have to be ‘YOU’ to be credible and authentic. Larry Bossidy and Ram Charan get to the heart of this in Execution: ‘Who you are is the same as what you do and say. Only authenticity builds trust, because sooner or later people spot the fakers.’ <br /><br />10. Lighten –up<br />I got this message (AGAIN!) loud and clear from a wise and trusted source just a few days ago. I know I can become obsessive with the search for meaning in everything I do. The constant search for success can drain us and take-away the real essence of who we are. By all means work hard but be sure to play hard as well! Don’t take yourself too seriously.<br /><br />When Tom Peters tragically lost a mentor to illness early in his career he reflected, ‘What a rotten thing to do to a mentee!’ I know where he’s coming from.Davidhttp://www.blogger.com/profile/06090919640312157261noreply@blogger.com1tag:blogger.com,1999:blog-1688100122219206352.post-3369230250356028452011-02-17T05:59:00.000-08:002011-02-17T06:11:03.304-08:00Pushy ParentsAs a parent who is constantly challenged with getting the balance right between positive reinforcement and correction (and frequently feeling the effects of getting it badly wrong!), I read Brian Moore's article on <a href="http://www.blogger.com/Brian-Moore-time-to-educate-pushy-parents-on-the-futility-of-abuse-from-touchline">'Pushy Parents' </a>in The Telegraph this morning with great interest. Great coaches work this balancing act within the world of sport and business everyday. It is heartening to read such an honest account of his recent experience in trying to do the <em>right</em> thing for his children, by a sportsman of such renown.Davidhttp://www.blogger.com/profile/06090919640312157261noreply@blogger.com0tag:blogger.com,1999:blog-1688100122219206352.post-51923272274051698362011-02-11T03:44:00.000-08:002011-02-11T03:47:57.129-08:00Lessons of LifeQuite simply - wonderful! Take 7 minutes out of your day to refresh your memory of these <a href="http://holykaw.alltop.com/life-lessons-from-40-films-in-7-minutes-video">magic moments </a>from film.Davidhttp://www.blogger.com/profile/06090919640312157261noreply@blogger.com0