The 3 MOST POWERFUL WORDS in the Productivity Universe

  Best intentions – we all have ‘em! In fact, most of you who are reading this are probably working through a “To Do” list that you created for today. But you know what’s going to happen, don’t you? Something is going to “come up” which will throw your rhythm and routine to the wolves. That seems to happen an awful lot, doesn’t it? You’re not alone.

We’ve all had to deal with those things that have to be taken care of “immediately” or “right away.” They can’t possibly wait, can they? Well, if we take a very close look at those things that are so “urgent,” we’re going to find as Dwight D. Eisenhower said, “that which is urgent is seldom important while that which is important is seldom urgent.”

 Are there things that actually have to be taken care of immediately? Of course there are. Let’s not get silly here. The point is there aren’t as many of those things as you might think.

There are 3 very powerful words that you can start using right away (see what I did there?) which will increase your personal and professional productivity ten-fold. Those words are “Not right now.”

 Read those words aloud – right now. Practice saying them to yourself first, then practice saying them to your subordinates, if you have any. If you want to end the vicious cycle of adding to your “To Do” list or simply transferring tasks from one day’s list to the next day’s, you must get very skilled at using those three words.  If you’re tempted to check your e-mail every 3 minutes, tell yourself, “not right now.”  If one of your team members comes in with a so-called crisis that you know isn’t really a crisis, tell him or her, “not right now.”  Make the most effective use of the time you have.

Remember that not everything is as urgent as it seems. Don’t forget that you can easily delegate some of these tasks to others. Closing your door is perfectly acceptable if you’re facing a deadline and working on something important. So many organizations still have crazy policies such as “managers must keep their doors open at all times.” That’s insane. If you’re allowing unfettered interruptions, how can you possible expect to get your personal work done? You can’t. And the cycle will continue.

Say them again – those words – those 3 beautiful, magical words – “Not right now.” Don’t say them simply to escape or shirk responsibility. Don’t keep your door closed just because you don’t want to deal with matters that are indeed important or urgent.  That’s crap. But don’t be afraid to say those 3 words when they need to be said.

Your productivity depends on it.

 

What are your thoughts on this? Are these thoughts realistic or are they too harsh? Comment below and let’s get a discussion going!

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3 Reasons Why 2016 WON’T Be Your Best Year Ever

Everyone starts out each New Year by proclaiming that it will be their “best year ever.” Low and behold, when December rolls around, many people look back and wonder why it didn’t turn out that way. More often than not, it’s not because of anything we do. Rather, it’s because of the things we don’t do. Here are 3 reasons why 2016 probably will fall short of your expectations.

You’re insane – maybe not in the medical sense but you’ll continue to do the same things you’ve always done. You won’t exercise regularly. You won’t try new ways of doing things. You won’t take some risks. You’ll go through the same boring protocols and call it progress. You won’t get out of your comfort zone – even for a minute! So you’ll actually live that age-old definition of insanity – doing the same things over and over again while expecting different results.

You won’t let go – of things that don’t work or are simply irrelevant. “That’s the way we’ve always done it” is your mantra and you refuse to budge. You won’t accept that some so-called traditions aren’t traditions at all – they’re simply bad tactics for the current reality. You’ll blame your shortcomings on immaterial factors. You’ll hang onto outdated practices. You won’t do anything resembling business process improvement.

You don’t learn anything new – you now everything already, right? It’s impossible that someone out there might have a more effective way of doing what you’re trying to do. It doesn’t matter how wildly successful they are – you’ll just chalk it up to luck and continue down the road to mediocrity. You won’t read new books, blog posts, articles, or research about your field or industry. You won’t take a professional development course. Leadership development is not something you’d be interested in. You won’t pay attention to market and consumer trends because they don’t really tell you anything. It’s all a conspiracy to get you to spend more money, isn’t it? You won’t change a thing.

 Take another look at all of the above. If you want things to change, take a polar opposite approach. Read new books, take some risks, don’t blame, and get out of your comfort zone. Then next December, instead of asking “why not,” you’ll be priming yourself to do even more in 2017!

 

What are your thoughts on this? Is anything missing from this list? Are these thoughts realistic or are they too harsh? Comment below and let’s get a discussion going!

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4 Surefire Ways to SUCK at Goal-Setting

It’s that time of year – goal-setting time. You’re probably sick of hearing about how to do this properly. I don’t blame you. I’m tired of it too. So for this post, we’re going to talk about how to SUCK at setting goals.

Not writing them down – goals become real to us only after they are written in active voice. Don’t write, “I will lose weight.” That’s not good enough for your brain to act upon. Write “I lose 10 pounds by March 31.” That’s specific, aggressive, and time-oriented. Goals are not met because they aren’t written somewhere. You have to write them down using proper syntax and voice. Get it?

Not reviewing them every day – You have to program your brain and body to work toward the goals you set. It takes time and conditioning to be able to run a marathon, right? There are countless hours of training and discipline involved. Train and discipline yourself to review your written goals, at least once per day. Say them aloud to yourself while looking in a mirror. Smile when you’re doing it. It sounds corny….but guess what – it works!!

Expecting too much – it’s OK to dream big. But in order to avoid disappointment, it’s also important to be realistic about what you expect. Do some research, talk to other people who have achieved the same things you want to achieve, and get a pragmatic understanding of what it’s going to take to reach the goals you set. Be cautious around people who claim that something is too easy. Nothing worthwhile is necessarily easy.

 Not holding yourself accountable – The worst. If you’re not going to review your progress and hold yourself accountable, why bother setting goals at all? Waste your time on something less meaningful. If you’re nervous that you won’t be able to hold yourself accountable in an effective manner, get something called an “accountability partner.” This is a person that you like and trust. You’re going to share your goals with this person and he or she is going to check in with you periodically to hold you responsible for your progress or lack thereof. Yes, in allowing this, you’re more vulnerable than if you did everything yourself. But a little vulnerability and humility can and will go a long way on your path to success.

So this year, don’t suck at goal-setting. Or at least give yourself a fighting chance!

What are your thoughts? Are there other tactics that you use or have used to help you reach your goals? Comment below and let’s get a discussion going!

 

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Number ONE Most-Read Blog Post of 2015: 10 Ways To Motivate Your Employees

Drum roll……..

We’ve arrived at YFP’s MOST-READ blog post of 2015!!

It’s fitting since it provides suggestions on how to motivate, energize, and inspire employees!  The link and text are below.

From all of us at Your Full Potential and ABSURD! Leadership, we wish you the Happiest of Holidays and peace, joy, and success in the New Year!

We’ll be closed until January 5, 2016 so our team can enjoy the holidays with their families.  See you then!

10 Ways to Motivate, Energize & Inspire Your Teams

How about if we just dive right in? Here are 10 ways to motivate, energize, and inspire your team:

Don’t tell them. SHOW them. Employees (the great ones, at least) want to know that the work they’re doing is making an impact. Show them results, numbers, feedback that clearly tells them how valuable their efforts are.

Be kind. Nobody wants to work for an autocrat. Remember that your team members are human. Seek to understand their motivations. Never assume. When in doubt, ask.

Be crystal clear regarding goals and expectations. This can’t be overstated. If they’re not clear on what they’re supposed to be doing, to what kind of standard can you realistically hold them?

Hold them accountable. The best employees want this. They don’t mind having to report on their efforts and answering for their time. But be careful to not make your reporting requirements so cumbersome that the team spends most of its time writing summaries instead of actually being productive.

Ask for their opinions. Don’t just make it a formality. People see right through that nonsense. Show that you truly care about what they have to say. Find some way, any way, to implement a few of the tactics they suggest.

Coach. Be willing to roll up your sleeves and take time to provide useful guidance to your team members. Be patient. Capitalize on each individual’s strengths. Remember that your team members are not you, they never were, and they never will be. Build people up. Increase their confidence. Praise progress.

Defend them. Always have your team’s back. Don’t throw them under the bus to save your own behind. You must accept responsibility for the choices you make as leaders. That includes the directives you give to your team members. Even if those directives end up being mistakes. Own it. You’re the leader.

Have fewer meetings. Billions of dollars in missed productivity are the result of nonproductive meetings. Don’t meet for the sake of meeting. Have something new to discuss. If you can gather the information you need via e-mail, you don’t need a meeting. If you can’t find enough items for a real agenda, you don’t need a meeting. If you don’t need a meeting, don’t have a meeting.

Show humility. Yes, you’re in charge. But take that responsibility and turn it into something worthy of the respect that you seek. Never underestimate the power of humility.

Smile more. Simple enough.

 

What are your thoughts? Are there other tactics that you use or have used to help motivate team members? Comment below and let’s get a discussion going!

 

 

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Most Read Posts Of 2015: #2 “After The Planning Session: 3 Things To Do Next”

Coming in at #2 of our most read posts:

After the Planning: 3 Things To Do Next

It is vital that organizations go through a process of introspection, self-critiquing, and quality assessment. For many companies, this kind of analysis is conducted during a Strategic Planning session. The issue is that not every employee gets to attend those meetings. But they still need to be informed about the organization’s performance and benchmarks and time must be carved out to have this important discussion.

Here are 3 suggestions on how to make this process more meaningful:

Start with the positives. When reviewing performance, a lot of businesses make a mistake by starting the discussion on what went wrong. That’s not a very good way to begin. Think about it- do you like it when someone starts a conversation with you by telling you that you didn’t get the job done? Of course you don’t. Your employees don’t either. Now you might be thinking, “Well, we eventually get to the good things…” That may be true but, unfortunately, your people will still be thinking about the bad things and may miss the well-deserved accolades that you are rendering to them afterward. If, however, you start the discussion by focusing on all of the positive aspects of performance, your people will be bolstered and encouraged and will be more receptive to the next part of the discussion that will deal with areas of improvement and shortcomings.

Write it down. It is very important that when you conduct this analysis that you provide your findings in writing to the people that will be involved in the discussion. Countless scientific studies have proven that thoughts, beliefs, and goals become more “real” to us if they are written down. That’s why anyone who talks about goal-setting (including me) will tell you that your goals will be useless unless they are written. In addition, you will be providing a point of reference to the people in your organization or on your teams. It is also crucial that you appoint a scribe when you gather everyone together to discuss the findings. This person’s job during that discussion will be to capture as much of the discussion as possible and compile what is discussed into a well-written summary that will also need to be distributed to those who participated in the discussion.

Respect this process. This kind of critical discussion isn’t something that you “fit into” a regular staff meeting. It isn’t something that you just send out in an e-mail. This is an important process that needs to be appreciated by your employees. This meeting needs to have a feeling of urgency and importance. Set the date/time for this discussion that is different than your usual staff meeting time. And remember that this is a mandatory meeting – employees will only be excused in very special circumstances.

Again, it is critical for organizations to go through this process of informing their team members about performance. It has to be productive and meaningful. It has to be respected. It has to be mandatory.

It has to happen….period.

More information on our Strategic Planning services can be found here.

You’re Not As Busy As You Think

The next 3 posts on this blog will feature reruns of the Top 3 highest-read posts from 2015.  Coming in at Number 3 is “You’re Not As Busy As You Think.”

Enjoy!

So you’re busy. Join the club. It seems that everyone is busy all the time. Granted, there are times when it can get overwhelming. That’s the nature of business. That being said, you’re probably not as “busy” as you think you are.

How so? Well, it boils down to a simple comparison: “busy” work vs. “productive” work. Most managers and leaders spend way too much time on “busy” work. Things like putting out fires, running reports, allowing interruptions, and micro managing are examples of “busy” work. Of course, fires have to be put out and reports have to be run. Inevitably, interruptions will also occur. The question is whether or not such tasks can be delegated to other people in order for leaders to focus on “productive” work.

Examples of “productive” work include coaching, mentoring, strategizing, planning, and producing. As part of my Leadership Thought-System, ABSURD!, participants are encouraged to “let go” of the “busy” work. It’s hard to do but it absolutely must be done. Here are 4 steps that you can take right now to become less “busy”:

Prioritize – you can’t do everything. Rather, you can’t do everything well if you’re trying to be a “one man/woman army.” So it’s important that you create a WRITTEN priority list. Ask your superiors to provide you with the most important tasks that you should be working on every day. Stick to that list. Everything you do from now on has to relate to the items on the priority list. If something doesn’t fit, it doesn’t have to be done. Scrap it.

Delegate. Delegate again. Delegate yet again. Your job is to be a leader. You’re not a babysitter, crisis manager, psychiatrist, or punching bag. If you’re honest with yourself and create a list of the things you work on every day, more likely than not, you’ll come across things that can and should be delegated. Part of your job as a leader is to empower others. They need to learn how to deal with challenges and problems. They need to “learn the ropes.” The only way that they’re going to learn is by doing. There’s an old saying, “show me and I’ll forget. Tell me and I may remember. Involve me and I’ll understand.” So involve people. Do it more. Do it often.

Prohibit unnecessary interruptions. You have permission to say “no” to being interrupted. And remember that “no” is a complete sentence. There are times when you have to close your door. You have important meetings or conference calls scheduled. Your full attention needs to be paid to other tasks. It’s nice to have an “open door” policy but truth be told, having such a policy often decreases productivity. Think of looking at your “to do” list at the end of the day and finding that you didn’t accomplish anything. Could it be that every time you started to work on something, you were interrupted by one of your staff? You have permission to tell your employees that you won’t be available from 9 to 11 or for the next half hour unless of course, there is an emergency. If a customer insists on speaking with the manager and you’re not available, your employees need to be trained to politely ask them to sit and wait until you’re free or encourage them to make an appointment. Your time is valuable. Start acting like it.

Cut down on the number of meetings you have. If you’re a regular reader of this blog, you know how I feel about meetings. To summarize: most meetings are completely unnecessary. So it’s time to have meetings that matter. If something can be communicated via e-mail or a carefully written memo, you don’t need a meeting. A leader recently told me that on Mondays and Thursdays, he has 4 standing meetings, back-to-back before Noon. Seriously? I asked him how many of them are productive. His answer: none. He surmised that all of the different meetings could be held once or twice a month at most. I encouraged him to be brave and suggest that to the powers that be. He did. He prepared, showed data, and had a solution ready to be implemented. I wish I could say that all of the meetings were cut from weekly to monthly. Only 2 of the 4 were. But you have to start somewhere.

What are your thoughts on the subject?  Comment below!

Top 5 Offensive Things from 2015

First, this is not a political post! OK, now that’s out of the way.

It seems we live in a world where everyone is offended by something. Unfortunately, some people are offended by many things, way too many things. I get offended too, although most of what offends me is restricted to the world of business. So, here are the Top 5 business/professional “things” that offended in 2015:

Blame:            Many people who fail or fall short continue to blame others. This offends me. I have a ton of respect for people who work hard, put in the effort, and still fall short. That’s admirable. What I cannot condone is people that shift blame for their own shortcomings on either outside circumstances (ones they can control) or third parties. Don’t play the blame game. It’s beneath you.

Sitting on one’s hands:       This is just purely exhausting. Leaders are supposed to make decisions. Some decisions are easily made while others require more deliberation and discussion. In the end though, a leader’s career and reputation are built on the decisions he or she ultimately makes. If you’re thinking about a change in process or policy, offering a new product or service, hiring a vendor to assist in making your organization better then by all means, go ahead and perform the vetting and due diligence. But then for goodness’ sake, put on the big pants and decide to do or not to do. The world is moving entirely too fast for 6 month periods of “thinking about it.” The best leaders make decisions. They do so carefully. They also do so quickly.

Not learning anything new:    The worst! Is there anything more annoying than dealing with someone (could be a colleague or friend alike) who refuses to learn anything new? Despite ridiculous amounts of research proving otherwise, we all know people who think they already know everything. Insanity. Again, the world is changing. Therefore, it benefits us to open our minds to other points of view and suggestions. Never stop learning. Read more. Read more things that matter. Watch a documentary. Get thinking. Being obtuse offends others.

 Putting profit before people:         Regular readers of this blog know how passionate I am about professional development and putting an organization’s employees first. If you are taking care of your people, providing them with the necessary resources to get the job done, serving your patrons well, and ensuring that morale is high – KUDOS to you!! Stay the course. If you’re hiring the best and brightest and finding ways to keep them in your employ, all the better!  If you’re not – that is, if you’re constantly cutting corners, exploiting your employees, taking advantage of their time and talent – well, you’re committing offensive actions. Please cease and desist immediately and remember if you don’t, your best employees will be the ones to leave.

And finally,

 It’s offensive that so many people are so offended:           Whether it’s a coffee cup (oh, Starbucks,) Darth Vader’s costume color (yes, this actually was discussed on a talk show yesterday,) Santa Claus, the Tooth Fairy, Halloween and their ugly witches, etc. etc. etc. the list goes on and on and on and on and on – how about if we all care about things that can and will change people’s lives for the better? Can we try that in 2016?

I think if people have the time to fight these superficial battles, then what’s going on in their lives must be pretty darn good. You don’t have to worry about being homeless or running out of money to pay your bills. You have the blessings associated with the Holidays (whichever holiday you celebrate.) You’ve never known what it’s like to be on the brink of starvation. You own a business that continues to do remarkably well. You have the best employees on the planet. You trust everyone you work with. Your company doesn’t tolerate blame, your boss makes decisions, you are encouraged to be a lifelong learner because it benefits you and your organization, and you work in the spirit of collaboration. If you have these things, be grateful. Show appreciation.

Stop being so offended by every damn thing and smile more.

 

What are your thoughts? Comment below and let’s get a discussion going!

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5 Items For Your 2016 Wish List

It’s that time of year – time to review the past year and plan for the next. You’ve probably hit some or most of your goals this year. You may have fallen short on others. That’s OK! But now you have some decisions to make. Here are 5 items that you should add to your Wish List for 2016:

Pay close attention to what wasn’t completed. Ask yourself why you fell short. Was it a lack of effort? Did you simply run out of time? Were the goals unrealistic to begin with? Or perhaps the task simply wasn’t important enough to attract your full attention. The most important thing you can do to increase the likelihood of reaching your goals for 2016 is to eliminate any activity that does not move the needle forward. If you didn’t accomplish something in 2015, that in and of itself, does not mean you should simply transfer it to your 2016 To-Do list. Focus on moving that needle. Cut out anything that won’t.

Make time for personal and professional development. Read more. Schedule 45 minutes each day to scan blogs, read business books, review useful social media posts, engage the authors and other readers by commenting on stories and articles. This is an appointment that you CANNOT miss or reschedule. Stay faithful to it. If that means starting your day a little earlier or ending a little later, so be it. Put it on your calendar. Just do it.

Commit to being EXCELLENT. It’s safe to say that there are a lot of professionals who want to be excellent at what they do. Who wouldn’t? But if history has taught us anything, it’s that a select few actually become excellent. Why is this? There are a few things that excellent professionals have/do that others don’t. And that’s not to say that those who don’t lack the ability to acquire the same skills or are unable do the same things. On the contrary! They can. You can. You just have to commit.

 Keep a small notebook with you at all times. This is something I started doing myself this past year. Go out and spend the dollar or so it will cost you to get a notebook that will fit in your pocket. Pull that notebook out whenever you see something you like, hear a good idea, think of something innovative, or just to keep track of your activities. Sure, you could just pull out your cell phone and do all of that. But if you’re like me, you might rely too heavily on all things electronic and mobile and things can get lost pretty easily. When I have to actually pull out the old-fashioned notebook every day to take a look at it, I am forced to remember the things that I thought were important enough to jot down. By the way, the outline for this blog post you’re reading right now is from an entry in that notebook dated September 20, 2015. I’m not sure if I would have remembered it or even seen it again if I had just sent myself an e-mail.

Do something charitable. Get involved with a cause that is near and dear to you. Maybe it’s volunteering for a couple hours each month at a homeless shelter or soup kitchen. Perhaps it’s serving on an event committee at your place of worship. Or maybe it’s as simple as setting up an auto-deduction to your favorite charity. We often get distracted by the hustle and bustle and forget to take time to do things that will not only help others but will also strengthen our own character and well-being. Being charitable accomplishes both.

 

What are your thoughts? Comment below and let’s get a discussion going!

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10 Ways To Motivate, Energize, and Inspire Your Teams

How about if we just dive right in? Here are 10 ways to motivate, energize, and inspire your team:

Don’t tell them. SHOW them. Employees (the great ones, at least) want to know  the work they’re doing is making an impact. Show them results, numbers, and provide feedback that clearly communicates how valuable their efforts are.

Be kind. Nobody wants to work for an autocrat. Remember that your team members are human. Seek to understand their motivations. Never assume. When in doubt, ask.

Be crystal clear regarding goals and expectations. This can’t be overstated. If they’re not clear on what they’re supposed to be doing, to what kind of standard can you realistically hold them?

Hold them accountable. The best employees want this. They don’t mind having to report on their efforts and answering for their time. But be careful to not make your reporting requirements so cumbersome that the team spends most of its time writing summaries instead of actually being productive.

Ask for their opinions. Don’t just make it a formality. People see right through that nonsense. Show that you truly care about what they have to say. Find some way, any way, to implement a few of the tactics they suggest.

Coach. Be willing to roll up your sleeves and take time to provide useful guidance to your team members. Be patient. Capitalize on each individual’s strengths. Remember that your team members are not you, they never were, and they never will be. Build people up. Increase their confidence. Praise progress.

Defend them. Always have your team’s back. Don’t throw them under the bus to save your own behind. You must accept responsibility for the choices you make as leaders. That includes the directives you give to your team members and even if those directives end up being mistakes. Own it. You’re the leader.

Have fewer meetings. Billions of dollars in missed productivity is the result of useless meetings. Don’t meet for the sake of meeting. Have something new to discuss. If you can gather the information you need via e-mail, you don’t need a meeting. If you can’t find enough items for a real agenda, you don’t need a meeting. If you don’t need a meeting, don’t have a meeting.

Show humility. Yes, you’re in charge. But take that responsibility and turn it into something worthy of the respect that you seek. Never underestimate the power of humility.

Smile more. Simple enough.

What are your thoughts? Are there other tactics that you use or have used to help motivate team members? Comment below and let’s get a discussion going!

 

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6 Ways to Hold Employees Accountable

“A body of people holding themselves accountable to nobody ought not to be trusted by anybody.” – Thomas Paine

In working with my clients, one of the biggest challenges they mention is being consistent with holding employees accountable for their work. The best employees want to be held accountable for what they are doing – they don’t mind it in the least. But they also want other people to be held to the same standard of accountability. When leaders “let things slide” for certain people (for whatever reason,) it begins to negatively affect morale, productivity, and profitability. If it’s not addressed promptly, the outcome could be disastrous. Holding people accountable is NOT micromanaging. It should not be conducted as a fear tactic. However, it is important for the well-being and success of the organization.

Here are 6 things you MUST do to create a culture of accountability:

Be crystal clear about your expectations. Ensure that you are communicating goals and tasks effectively. Make sure that your employees are crystal clear as to what is expected of them. If clarity exists on all sides, it is easier to hold people accountable. How can you possibly hold someone accountable for something that isn’t clearly explained?

Be realistic and fair. Make sure that the goals you’re setting can actually be achieved. Don’t set arbitrary expectations. Be specific. Set deadlines. Expect them to be met. Be flexible when necessary.

Be consistent. Hold every employee accountable for his or her productivity, or lack thereof. Not everyone’s standards are going to be the same. Nor should they. Every job is different and you cannot hold an employee who is new to the team or organization to the same standards as someone who is more experienced. Allow for a learning curve.

Gather all the facts. Before you start disciplining someone, make sure you have all of the relevant facts. Leaders and managers should avoid an “egg on face” scenario. One way to do that is to know what you’re talking about. If you don’t, you won’t be effective when enforcing accountability standards.

Listen.

Make firm decisions. Make decisions quickly. Stick to them. Assume responsibility for whatever disciplinary action that you take when dealing with a non-productive or lazy employee. Doing so will hopefully improve the individual employee’s performance but will also send a message to the rest of the team that you’re serious about accountability.

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