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No New Years Resolution for us

2010-01-14T18:14:00Z

We did not set any New Year Resolutions…

Resolutions are really like desires or there like to have happen things, like to be kind of things or if I could afford anything kind of things. We find it is best not to dream and not put things into actions.

However, as we have done for the last five years, my wife Pauline, and I take a day out of our schedules in early December to do a mini strategic planning retreat. Each year we determinedly review our progress achievements and reflect on those items we did not achieve. We take some time to discuss areas of our life, work and relationships that comprise the central focus of who we are, what we believe and what needs work. The areas we focus our planning around are those we say are critical success categories. These indicators are those vital areas of our lives that we deem as most important and I share them in no particular priority. Our final effort is to produce a Goals and Planning Calendar. The calendar provides a visual representation of what we plan to accomplish, important celebration dates, our travel commitments, relaxation and fun times. It is nothing fancy, just something we put into calendar layout and print. It is powerful to keep in front of you.

Here are our critical success categories:

Business goals

Pauline’s real estate business, Stoney Knoll Realty - 25 plus years of work, labor and love of helping good people make good buying and selling choices.

Bill, Strategic Talent Management – a 16 year consulting partnership with a focus on managing and developing human potential to maximize business results.

Our respective businesses provide the dreams and goals that serve to be our “income” focus. Our focus is excess cash flow, my definition of fun!

Relationship goals

Where in our relationship do we need to improve to maximize our love and joy as a married couple? We so often realize that this portion of our lives can be quashed by all kinds of other important stuff. While we are not prefect at this, we do set a day of the week as a date night or just find time to relax and watch a movie - together. Primary goal - Finding time to just be together, do things together and see some of the beauties in of God’s great earth.

Family goals

We are a blended family with children and grandchildren that are scattered from east to west coast. Our primary challenge is to see them as much as possible and to communicate with them regularly. One important goal this year will be my family gathering around my daughter’s Sarah’s marriage this spring in Sacramento to a good and thoughtful man – Mark. Also, to play some catch with my grandson, Simon. Other important family things will be Pauline’s second son is moving from Long Beach, CA to Manhattan, NY in February. Pauline’s daughter, Tiffany will still be in college in Tampa, FL. We will visit my son Bill, Laura and grandson Thomas in March in Richmond, VA. Pauline’s oldest son, Jon and family, wife Colene and granddaughters, Olivia and Molly live very close by. Our desired goal is to get them up to the lake this summer at our camp in Weld, ME. Primary focus – connect with all, so that they all know they are special and very dear to us.

Our Home goals

As with all homes, there is much to do around here. Our primary challenge is going to be redoing the landscaping in front. We have about 3 acre with older apple trees and plenty of God’s creatures to see. I actually find mowing the grass a great escape.

Our Camp goals

The camp is a place of rest, peace, and beauty that just quiets our hearts. The work is getting the boats in and cleaning up after the winter’s mess and some repainting. My enjoyment comes from setting by the fire, with a glass of wine and hearing Pauline voice reading aloud. Pauline finds it as a place to put all of life’s woes behind and just be at peace. Primary objective is to clean-up, fix-up, and mellow-out.

Spiritual and Serving goals

We make our faith and commitment to serve others a vital part of who we are and what we do. Pauline and I volunteer our time to work with couples in our community that have troubled marriages; in a program, we call “Considering Divorce.” Our belief is by saving a marriage we can save a family from the heart pains of divorce. Our goal is to selflessly pour our love to those struggling, by sharing our faith, our own life stories, our friendship, and using the facilitating skills we have been blessed with. This continues to be another area of personal development.

Personal and Health goals

We believe that our bodily vessels need constant development, exercise, and good care to maximize a life full of potential. Our common focus is to eat right, live right and be right in all that we do. I have healed from my foot wounds and hand surgery, so no excuses now.

No, we do not set resolutions, however, it will take a lot of resolve to work and achieve the goals we have for 2010. I will keep you posted.

Do you know what you want in your life?

2009-08-03T17:14:00Z

If you do not know or care about what you want, then any road you travel will do.

However, if you want to have a clearer focus for your life, just remember, what you think about, you can bring about!

So start now and build the dreams for your life and then get to work in creating the reality to where your mind has traveled.

One year from now…three years from now…five years from now,

ask yourself…the specific

What kind of relationships will I have fail, friends and co-worker

What position will I be in?

What things do I want to own?

What changes do I want to make to my home?

What type of vehicle will I drive?

What will I have done for professional development?

What things do I want to do for my family?

What trips will I have taken?

What kinds of things will I have accomplished in my community?

What qualities would I want people to say I have?

What kind of reputation will I have—Personal and Business?

What will my closes friend and relations have said about me?

What groups will I have participated in?

What will I have mastered—for work and for play?

What do I want my health to be?

What hobbies and interest will motivate me?

What will my self-image be?

What will my appearance be?

What are my new habits?

What will be the size of my retirement portfolio?

What obstacles in life will I have overcome?

What will be different if I do change or do not change?

What would I do if money were no issue?

What else is possible because I have planned?

The higher your expectations - the higher your results. Someone said that "If you shoot for the moon and miss, you are still among the stars."

Last Weeks Poll Results:
What is your favorite Social Networking Site?
Answer	Response
Answer	Ratio
Facebook	47%
LinkedIn	27%
Twitter	13%
Plaxo	7%
Other	7%
Total	100%

The True Cost of Starting and Running a Business

2009-07-20T18:10:00Z

Many business owners are surprised to learn that there are many hidden costs to running a business. Unfortunately they most likely learn about these additional costs after they experience the frustration of managing their business day-to-day. Here is our detailed list of both the obvious and hidden cost to running a business. Business owners and company executives must develop strategies to deal with each of these cost issues to avoid wasting financial resources.

Understanding the True Costs of Running a Business

VISIBLE COSTS

• Salaries

• Benefits

• Overtime

• Customer Complaints

• Consultants

• Special Overhead Costs

• Equipment Costs

• Maintenance Costs

• Inventory and Supplies

HIDDEN COSTS

• Lack of Employee Motivation

• Excessive Employee Turnover

• Lack of Clear Business Purpose and Strategy

• Sick Pay

• Ineffective Employee Relations

• Lack of Clear and Consistent Policies and Procedures

• Training and Developing Administrative Errors

• Billing Errors

• Theft

• Disability Pay

• Waste

• Poor Processes

• Inadequate Staffing or Overstaffing

• Ineffective Performance Management

• Inefficient Systems (Management and Operational)

• Low Productivity

• Grievances

• High Account Receivable

• Equipment Downtime

• Lack of Proper Equipment

• Injuries

• Employee Frustration

• Ineffective Public Relations

• Lack of Clear Vision and Mission

• High Insurance Costs (Worker’s Comp)

• Lost Customers

• Inadequate Staff Development

• Poor Internal Communications

• Fear of Litigation

• Low Inventory Turnover

• Distribution Delays

• Lack of Technical Skills

• Poor Image in the Market Place

• Management Frustration

• Owner/Investor Frustration

• Poor Management Practices!!!

How much are hidden costs it costing you?

Last Week's Poll Results:

How do you regard the H.R. function in your company?
Answer	Response
Answer	Ratio
Very helpful	31%
Somewhat helpful	15%
H.R. who	54%
Total	100%

More than 54% are wondering about H.R. in their companies.

What is your IQ? – Integrity Quotient (ability to give you word and keep your word)

2009-07-08T18:18:00Z

Our clients will recognize this as our Rule Number One – Integrity. I think integrity is one of the most revealing factors of our character. The ability to make a commitment and keep it is an essential ingredient to everything we aspire to become and achieve. Integrity is the cornerstone of trust. Without trust, there will never be the basis of a solid relationship.

Having a high Integrity Quotient (IQ) – (Number of times you completed your work on time, first time divided by the total of requests for commitments) is the source of internal motivation that drives individuals from goal setting to goal achievement. Integrity moves us from mere dreams and resolutions to the mastery of accomplishment that fuels our complete sense-of-self (self-awareness, self-confidence, self-regard, self-esteem, and self-direction).

Falling short of high integrity, leads to overall lower performance dependability, hurts team morale and labels the individual as not trustworthy. Sadly, I hear so many complaints about low IQ performers and the problems that result from their missed actions that I wonder how much it costs the company (lost opportunities, lower morale, and cost of redoing) and certainly their credibility in the workplace and the company’s credibility in the marketplace.

Some have suggested that it is not just a black and white issue of simply meeting or missing an estimated due date. So years ago we appended our Rule Number One to include this option of escape: As soon as you realize that there is a CHANCE that you cannot keep your word, you MUST let all those involved know of that likelihood and further what your revised plan and time estimates will be. Preferably, you should be doing this in person as it builds character. If there were no mitigating circumstances for changing the original estimated due date, than this would negatively influence the Integrity Quotient.

Now, please understand that with the complexities of life and as the scope of the original project changes, and then with the approval of new estimates, the original dates are changed and this change should not count against the Integrity Quotient as the scope of work has changed.

Personally, I am an advocate of an IQ of 85% to 90% as achieving performance standards. Above 91% of the time is exceeding, while 70% to 84% is meeting minimum standards and 69% or lower is failing to meet performance standards. The breakpoints are set to allow for honest reporting and not to establish a system that would lead to a false perfection expectation. Once an IQ score has been established, the goal is to improve upon it.

Do you know your IQ score?


Last Week's Poll Results

Your trusted source of news?
Answer	Response
Answer	Ratio
ABC	12%
CBS	0%
CNN	20%
FOX	60%
NBC/MSNBC	8%
Total	100%

Procrastination

2009-06-24T18:36:00Z

I asked my weekly Poll Readers to share their primary deterrent to accomplishing more, and the number one answer was – Procrastination. Unfortunately, procrastination is a habit that, I think, renders us all emotionally blind. We subconsciously close our mind’s eye to our behaviors or lack of them. There is no discrimination when it comes to procrastination. We are all capable of embracing this habit. Webster defines procrastination as the putting off, delaying, or deferring of an action to a later time and, I add, "with little serious consideration of the consequences."

Therefore, when 47% of my Poll Readers said Procrastination was their number one answer, I had to think that I am there as well. So, hear my words – "I am infected with this habit to the point where I can see it in others more easily than I am willing to see it in my own life." Nevertheless, even after I do admit I procrastinate, I continue to struggle and avoid the steps needed to change my actions. I wait until the consequences of not doing become greater than the activities I am deferring. Is it that way with you as well?

As I was thinking about why I procrastinate, I remembered an article I had written about 10 years earlier in which I talked a length about two types of people - those motivated by possibilities and those motivated by consequences. My final point concluded that neither one was inherently good or bad providing they served as motivators for action. However, procrastination is the lack of action, which steals our motivation to change anything, right now. We elect to defer and allow procrastination to rob of us of our sense-of-self.

The point where I change my procrastinating behaviors is when the consequences for not doing become greater than the burden of my inactions. However, I find I only procrastinate over a few things and not everything. Therefore, my handy rule is people matter more than things. I should never procrastinate over the people in my life, they are too important, and they have memories.

Therefore, my tips to the other procrastinators and myself:

Set deliberate goals and define specifically what needs to be done and by when (Give your word and keep your word)
Tell everyone involved that you have set a goal and that it will be done by (publically communicate)
If you need help, ask for it (working together strengthens resolve)

Last Week's Poll Results
What is the primary deterrent that prevents you from accomplishing more?
Answer	Response
Answer	Ratio
Self-Procrastination	47%
Lack of Training	11%
Pay	5%
Working Environment	21%
Working Relationships	16%
Total	100%

My Best Top Twenty Manager Time Management Tips

2009-06-15T18:49:00Z

There are 1440 minutes in everyday. Here are some tips to ensure you invest them wisely.

Maintain an effective daily planning system - Give your word and keep it.
Set challenging Goals and Rewards – build your Self-Esteem and savior your results.
Prioritize most difficult tasks first - begin early on difficult and unpleasant tasks.
Do not procrastinate - focus on the possibilities of getting on with things. Delaying progress increases the chance for errors, reduces recovery time, and increases stress.
Benchmark your progress towards completion - you cannot manage what you cannot measure.
Plan for and anticipate interruptions - interruptions are why you are here.
Eliminate time wasters - unimportant tasks rob energy and kills enthusiasms.
Ask yourself if this is a task/project that can be delegated – delegate if at all possible.
Make the best decisions possible, as soon as possible - then clearly document, and communicate your decisions. Poor communications leads to errors and threatens morale.
Designate a proper times to do you work effectively – but not at home.
Do it right, the first time - redoing things weakens self-motivation.
Communicate your schedule and priorities to your staff/team - Say what is important and why, ask for their support.
Handle paper only once. If you touch it, act on it - Delegate it, Dump it or Do it, when you touch it.
Learn to use the technology available—it is the key to long-term productivity and quality.
Know you practical limits of work quantity and quality. Do not push beyond your limit - this can lead to burnout.
Evaluate areas for self-improvement and continued learning - staying the same leads to stagnation.
Evaluate your staff/team members - look for their contributions and show your appreciation, this builds self-motivation and gets everyone’s engines roaring. Look for areas that need attention now and develop that skill in your employees/team members.
Plan for effective meetings - share agendas, purpose of meeting, participation requirements, and anticipated results.
Other tips for meetings - take notes, ask questions, keep an open mind, be ready to accept meaningful change and take immediate action on your assignments.
Make time for yourself - reward yourself for effectively managing your time.

Last Week's Poll Results
If you won a big lottery, what would you do?
Answer	Response
Answer	Ratio
The same thing	31%
I would find a new career	23%
I would quit in a heartbeat and think about what comes next	0%
I would retire and take care of family, friends and others	38%
I would retire and just relax and enjoy life	8%
Total	100%

Characteristics of My Ideal Business

2009-06-02T18:02:00Z

We spend so much time working on our businesses that I wanted to reflect on the things that "MY" ideal company would be accomplishing!

Leaner & Quicker to service the market: specifically focused on critical needs, lots of energy to capture market share – Thinks Big and Moves Quickly

Adaptable to Change: constantly searching for opportunities, ways to improve & grow to meet client’s expectations – Actually Over-Delivers internally and externally

Cash Productive: cash is king, more self-reliant, manage with as little debt as possible, if they do have debt, it is structured and managed effectively – Good Understanding of Money

Recession Proof: implements strategies to minimize economic impact in a downward economy – Forward Looking Perspective

An Inflation Perspective: they will grow faster than inflation with little or no increase in operational costs or increased overhead – Thinks Zero Cost Solutions - First

Family Friendly and Supportive: today employee commitment is critical to the organization’s bottom line results; good companies stay focused on how to satisfy the employees that provide the services to customers and bring value to owners – They Reward the best and Say Goodbye to non-contributors

Stable & Conservative Philosophy: will do less "trying" to be all things to all customers, they will dominate a niche, they will farm out work to more specialists, the cost of doing everything in-house will become ROI focused, Good Companies will build Strategic Alliances

Free Market-Oriented: entrepreneurial spirited, focus on Possibilities vs. Consequences, Opportunities vs. Problems, they compete on quality, price, service dependability, and availability providing longer-term value for value relationships – Believes what one Thinks Drives Actions

Strategic Thinkers: in terms of Strategy they plan and executive, they are prepared to adjust their plan as conditions warrant; they strategically engage the entire organization – They Stay Relationship Focused and Constantly Deliver Results

Sometimes we need to hold a mirror and take a good look at ourselves.

These comments were adopted from an Unknown Author and changed to relfect my thinking. I thank the original Author for the inspiration.

Last Week's Poll Results

What reason would most cause you to change jobs?
Answer	Response
Answer	Ratio
Money	20%
Advancement	20%
Employer viability concerns	5%
Dislike/trust your manager	25%
Dislike what you do	30%
Total	100%

A Change in My Thinking

2009-05-27T14:23:00Z

I have been a consultant for more than 18 years and as such, I measured two important aspects of my financial survival. The quality of the client’s results (their satisfaction of accomplishments being greater than the investment in my services), and the other aspect being the strength of my relationship with the client and staff (their willingness to share their concerns because of their trust in me). I used to say if I could have a choice of just one; let it be the client's results - thinking if I did not achieve a level of results, then I would never have a sustainable relationship. From actual experiences, I have changed my thinking – I now know that the greatest measure of long-term value comes from the relationship and not the results obtained.

I recently volunteered at MDA’s- Muscular Dystrophy Association annual Bail-Out fund raiser. I am afflicted with a form of MD, along with my son and daughter and currently one grandson. So when asked if I would volunteer, you can easily understand my choice.

My thinking to date has been to ask folks that I have helped over the past few years to be the base for my donations. You should probably understand that asking for help is not something that comes easily for me. Nevertheless, ask I do and trusting that God will touch someone’s heart. I have come to understand that “touch on their heart” comes so much more from my commitment of time in building a trusting relationship, and with personal sharing versus any specific accomplishment. Simply stated people matter more than things.

I have come to appreciate that people do not care what I know, until they know I care…about them. So now, I realize that I will never have a chance to focus on client results, until I first have satisfactorily established a trusting relationship, built more on mutual respect than dollars.

So year after year, the givers come from a list of valued-based friendships. I thank them all.

Last Week's Poll Results:

If you heard you were "Over-Qualified," what would you think the message meant?
Answer	Response
Answer	Ratio
That they are not competent enough to manage you	4%
That they are worried that you will get bored and leave	39%
That they have little confidence in the future of their company	4%
That someone in management is threatened by your competency	7%
That they do not think you would be satisfied with their offer	46%
Total	100%

The BUNK about being “Over Qualified”

2009-05-20T12:21:00Z

Imagine that you have worked very hard to establish yourself. Your reputation says you are loyal, dedicated, knowledgeable, skilled, and resourceful. Nevertheless, you find yourself out of work along with a growing number of unemployed professionals and skilled workers. You polish up a resume, you contact a search firm, you post your resume on several "Job Boards," and you start the clock and wait.

You get to meet a perspective employer, but there is no offer only a rejection that you are "over qualified."

I am not sure what exactly "over qualified," means. However, I know what it communicates. You feel punished for what you have accomplished. Here is what I hear when someone says they were passed over because they were "over qualified?"

That they are not competent enough to manage you
That they are worried that you will get bored and leave, thus wasting their investment
That they do not think you would be satisfied with what they can afford to pay you
That someone in management is threatened by your competency
That they have little confidence in the future of their company

What I think is going on in the mind of the job seeker.

You are at a stage where you will do anything to meet your family’s needs
You really do want to slow things down and smell the roses
You are just looking for a chance to prove yourself
You would be really good doing that job
You just want to contribute and feel worthwhile
You are willing to start over

The truth is I do not know what the perspective employer thinks. I have never said to a candidate that they have more experience then I need. I am befuddled that in today’s business climate that employers would not want the most experienced and even an "over qualified" person for their job. I would think that they would jump at the chance to get a great return on their investment. However, I hear something different when someone says they were "over qualified."

If you have been labeled as "over qualified," then you should know there is a position out there that will never say you have too much talent…become self-employed. If you want to test the water of being your own boss, call my direct line and leave me a message (603) 617-4935. I would like to help you take a step to becoming your own Boss.

Last Week's Poll Results:


What Percent of your true Potential are you challenged to use at work?
Answer	Response
Answer	Ratio
Above 85%	31%
Between 61% and 84%	12%
Between 50% and 60%	25%
Between 31% and 49%	19%
Below 30%	12%
	100%

Weasel Words (I hate them)

2009-05-06T17:33:00Z

I have become overly sensitive to the words people use and the meanings attached to them. My clients now know that there are certain words that I affectionately refer to as weasel words. Initially, Stewart Chaplin, Stained Glass Political Platform (1900), quoted the phrase- Weasel words are words that suck all the life out of the words next to them, just as a weasel sucks out the yoke of an egg and leaving an empty shell. People use weasel words to enhance the word meanings, but actually give a false impression. So when I hear someone say, "I want to be a better manager or better husband, father or mother, or I’ll be better", - I wonder what better means and if better is good enough.

I would not want to leave you with the impression the better is a bad word or that it is the only weasel word used. Weasel words do have a proper context, for example if we say "that’s better," we hear it as a form of measurement. Actually, my definition of better is a minuet improvement in a positive direction. Nevertheless, if we use better in a context of what to do – it is a weasel word. Because there is no way to assure that better is acceptable or adequate or sufficient. In using the word better as a phase relating to what we want to become – please consider it as looking for the easy way to imply something may be different, otherwise, we would be very specific in our actions and outcomes. Listen to the words you use and think about the message they leave in the minds of your listener. If it sounds goods because of puffery then you may be using weasel words. Weasel words sound great, but really have little specific meaning and provide a poor measurement of change.

Some other weasel words that we hear: More – minuet increase in quantity, often not sufficient or adequate. Try – some effort of willingness, but nowhere near what is acceptable to avoid failure. Hope – Something we want to have, be or do without anymore work.

If you want to change/improve – I suggest you use these words in their proper context and do not accept them when other people use them without clarifying their meaning to you. When I hear a weasel word, it rings like a big gong in my ears. I hear the weakness of the communicator.

Oh! If you want to have some fun - listen to politician and count the number of their weasel words. My favorite weasel phase from a politician is "I’m thinking about trying that." Another common weasel phase from parents is "We’ll see."

If you have your favorite weasel words or weasel phrases please email them to me, with your definition, so I can add them to a future article. My email address is WMaloney@StrategicTalentManagement.com

Last Weeks Poll Results


In the last 10 years, how many companies have you worked for?
Answer	Response
Answer	Ratio
Five or more	15%
Four	0%
Three	20%
Two	30%
One	35%
	100%

Five Levels of Problem Solvers

2009-04-24T18:40:00Z

Do not keep level 1 or 2 performers

Managers, please understand that employees fall into one of these five profiles...what are the risks and costs for keeping level 1 and 2's? There is some value in level 3 and 4's, but level 5 Problems Eliminators save you money!

Level 5: Problem Eliminators

Anticipates and addresses problem situations before they become a crisis. They examine the root cause of a problem and they address the issues and implements actions to prevent the problem from reoccurring.

Level 4: Problem Solvers

The hero (white knight), they are eager to solve the problems that pop up. They often have good intentions and mean to be helpful, but in reality, they think that they saved the day and you are lucky to have them. It is good to have problem solvers, but do not let them stop until the cause of the problem has been eliminated.

Level 3: Problem Reporters

Can see there is a problem, but want someone else to deal with it. After all, they may not have created it and they may think they are not required or paid enough to fix it.

Level 2: Problem Identifiers

Like Avoiders, they can see there is a problem, but do not think it is their responsibility to do anything about it, because the problem does not overtly effective them and they have their own problems to deal with.

Level 1: Problem Avoiders

Inherently blind to or in denial of problems right in front of them. This is especially true they created it. They do not want to be associated with anything that could hurt their reputations.

Lasts Weeks Poll Results

How do you perceive new job applicants are judged?
Answer	Response
Answer	Ratio
Looks/Age	30%
Personality	22%
Resume	9%
Future Potential	4%
Current Talents	35%
Total	100%

The Art of Giving Performance Feedback

2009-04-21T16:57:00Z

Improving Productivity and Work Relationships through Communications

FEEDBACK is your opportunity…to surround yourself with talented, resourceful, and receptive employees and team members. Everyone can generally benefit from helpful feedback, if delivered correctly. Understanding the types of feedback and your own motivation will affect work productivity and the quality of your staff and peer relationships.

Types of Feedback

There are six basic formats to feedback. Some can be positive, some neutral, and some damaging. Keep in mind that if you do not make a deliberate choice, you are making the choice by default in the receiver’s eyes to how much or little you care about them.

1) Positive Feedback Sincere, timely compliments reinforce work well done. Considering whether to give them privately or in front of others speaks to your motivation. If the receiver is comfortable with a compliment in the presence of others, then others may take note and strive to earn similar compliments. However, too many compliments shared with everyone can put a star producer in an awkward position with peers. Positive feedback can be a double edge sword, motivating some and de-motivating others, so careful consideration to your motivation and goal is important. Know why you are passing along a compliment and understanding what you expect the outcome to be are both important factors.

We find that performance results reinforced are more likely to continue and even increase. Performance ignored may diminish one’s motivation. Be sure that your nonverbal cues match your verbal communication; a verbal compliment with a negative look or sarcastic tone create a condescending response and only damages the relationship.

Be specific and compliment behavior. I like the way you handle that customer complaint, you were effective with dealing with their anger and defusing it, is much preferable to just saying, Good job!

Positive Nonverbal statements are the messages we get from another person’s behavior in a broad sense. Simply acknowledging a person’s presence with a nod, eye contact or a good morning smile, are inclusive and makes others feel welcome. This type positive nonverbal feedback may not seem very important, however, the risk of not doing it is a lost opportunity to make someone’s day.

Promotions and raises say that you are valued. The organization as a whole makes nonverbal statements to staff in the form of policies enacted and resources provided. Unfair practices and managers communicate a lot about the value of employees.

The goal of positive feedback is to communicate that you are a valuable and capable member of the group and we recognize your contribution.

2) Constructive Feedback At the heart of constructive feedback is the desire to improve one’s performance. The goal of every manager should be to improve staff performance to a level of mastery. Providing constructive insight is far more valuable then criticism in building rapport and gaining respect. We should be able to agree that we can all improve in some ways that will bring about a higher performance. I have never met anyone that could not find an area in his or her work life that did not need some improvement. If you are managing person that thinks they are perfect…good luck, they probably get bored and leave or worst be bored and stay.

Work relationships as-well-as overall productivity suffers as mistakes go ignored. Providing constructive feedback enables the receiver to understand the expectation of improvement and the need to perform at a higher level.

Constructive feedback must be specific information about behavior. Do not leave the recipient guessing what needs to change. Be very specific in pointing out "How To" make the outcome better and tell them what behavior must stop and what behavior must start. Also tell why; the rationale that is obvious to you may not be for the other person. When behavior changes, or even starts to change, reinforce it. Pay attention to the person’s progress - changing habits is not easy; employees need reinforcement and encouragement.

3) Concerned Communications The safest place to be when communicating with anyone is coming from a point of concern. How are you doing? How are things going? What is new? How is the project going? Can I expect the project completed on time? How is that new client working out? All concern questions are at their core to get information for use. Asking how you are doing and not waiting for an answer or not caring about the answer are just "unconcerned communications" and is often interpreted as you "could care less" about them. The key to concern communications is to listen for the response. If the answer to your question is "fine," ask a more engaging question…do not settle for a "fine." If the answer you received is not what you expected, continue to probe to learn more. Develop a healthy form of curiosity, without being nosy. Remember a concerned exchange is to learn something of value and to show caring. People do not care what you know, until they know you care and they will not share information of value, if they think you really to do not care.

4) Casual Communication style of Feedback What seems to be the simplest form of dialog actually starts out as non-work discussions to break the ice. While some casual communication is necessary to establishing common ground, excessive forms of this method wastes valuable time and costs the company a lot in productivity. When a large percentage of time is engaged in this form of communications, it creates a breeding place for rumors, gossip, complaints and serves to undermine the values of the organization.

5) Could Care Less Feedback The person with this habit appears not to care about people. This most frequently happens when they do not want to be bothered or have a distain for the individual. Such as, when someone steps into your office and you ignore his or her presence. This response is not considerate and comes across as indifferent and uncaring. In addition, if you only give them a cursory glance and go back to what you were doing, the recipient of could care less feedback feels rejected and confused. Their results and your relationship with them suffer, because you did not take the time necessary. Even if one is busy, responding to that you can talk later is at least understandable.

Another situation of could care less is when you see that others are not doing what is expected and you say nothing. However, the audience of everyone else in the company perceives you could care less.

Avoid careless feedback by being present when interacting. Find time away from the office or shut your office door when you must give full attention to paper work or phone calls.

6) Criticism and Critical Feedback Harsh, accusatory criticism does not make anything better and almost certainly will make the situation worse. Criticism focuses on the person rather than the behaviors that need to change. Being overly meticulous, self-righteous, putting them down, lecturing, name-calling or using labels, such as lazy or dead weight, demean the giver and the receiver of the message. Accompanying nonverbal behaviors to criticism often include a stare, frown, tense voice, stiff posture, and hands on hips or a fake smile. In fact, negative nonverbal statements can turn a positive, objective message into criticism.

Relationships suffer from criticism immediately. Although determined people will try to learn from the criticism and go on, many will give up their effort to do good work and their production suffers. Sometimes they fight back in sabotaging ways and are constantly demeaning towards their manager and the company.

Replace criticism with constructive feedback. Others need to know what is not acceptable and how to learn do it satisfactorily.

Practice preparing and delivering appropriate feedback, and your rewards will include new positive communication habits, improved productivity, and positive relationships.

Last weeks Poll results:


What is your greatest source of frustration?
Answer	Response
Answer	Ratio
Work/Job	24%
Family	16%
Friends	5%
Money	26%
Government	29%
Total	100%

The on-going Leadership Challenge…developing more leaders!

2009-04-13T15:52:00Z

We need to be developing leadership qualities in everyone throughout the organization. The first step in the process is to understand leaders are not born…they are developed. The characteristics and qualities of employee leadership will determine the future of the organization and everyone connected to it.

If we were developing leadership qualities in all corners of the work place just think how many people would be contributing to the company’s success in ways we never imagined…just think. Leadership is not just doing your job; it is establishing credibility by reinforcing your words with your actions; it is thinking not only for today but also for creating something even better for tomorrow.

Leadership inspires the best in others; it brings about a spirit of confidence; it allows courage to overcome our fears and defines our values reflected by our character. Individual leadership quality makes us unique and independent as well as interdependent in our quest to work more effectively towards larger goals.

Picture what your organization would be exemplifying if everyone acted with the heart of a leader. In this scene, they work with the spirit of personal ownership. They see the opportunity provided as an investment in them, a chance to develop their personal self-worth. Encouraging leadership is the best opportunity you have to deal with the challenges of business expansion, the pain of downsizing and new competitive pressures. It is the only way to ensure you are not working alone.

Therefore, we must find ways to keep up with the changes influencing how we do business. Driving leadership throughout the organization improves your chance to thrive in your market.

Are you thinking this way? What if your competition is?

Leadership Characteristics:

· Demonstrates a strong sense of what is right

· Determined to be fair

. Challenged beyond their fears

· Dedicated to accomplish what is expected

· Does not need formal power

· Strong sense of knowing themselves

· Does not judge others without facts

· Willingness to listen to other points of view

· Not afraid to take calculated risks

· Does not relate to setbacks as failures

· Very resourceful under pressure

· Welcomes contact with other leaders

· Accepts and encourages constructive feedback

· Seen as a defender for what they believe in

Last weeks Poll results:

Would you say (on average) the people you work with are:
Answer	Response
Answer	Ratio
Mostly positive and upbeat	50%
Showing some concern and frustration	23%
Showing a lot of concern and frustration	23%
Mostly negative and draining	4%
	100%

What I have thought about...that has shaped my character

2009-04-02T17:48:00Z

When I have walked in difficult times, I have surrounded myself with these thoughts. I hope they help you as they have influenced my life’s journey.

Decide what is worthwhile and follow through with it - Your accomplishments increase your self-esteem, self-worth and reveal your purpose.

Think diversely and open your heart to new possibilities – this will provide solutions that were not possible in your old mindset.

Work to live, prosper and build peace with loved ones – do not live to work.

You only fail when you give-up and give-in to life’s challenges – life is a journey in which you are provided with an opportunity to reach your potential; you must be patient, persistent and purposeful to achieve goals.

The higher the expectation, the higher the results – think BIG, dream BIG, but remember it’s the small stuff you do that allows you to achieve REAL HAPPINESS!

The most difficult step of any journey is the first one – ask God to help you determine the right direction and give you courage, confidence, and convictions.

Alone you are limited to what you can accomplish - working with others cooperatively makes the unimaginable possible.

When you do not know where you are going, any road will get you there - Create a plan that determines which dreams you will turn into goals. Practice goal achievement more than just goal setting.

Develop a system by which you can give and keep your word – integrity is the best indicator of your self-worth.

Do not let your selfishness over shadow your personal respect for others – cheering for the success of others reveals the measure of your goodness.

In a dilemma or crisis, put those you love first – otherwise it reflects that you love something else more.

Develop relationships where you can say what needs saying, but remember not everything you think needs expression – let hurtful and demeaning thoughts go in silence!

Understand there is a difference between loneliness and being alone. One is a state of being the other is a state of mind - be comfortable with yourself, because you will never be able to hide from your thoughts.

Do not live in fear. If you were not afraid; what would be different in your life – living in fear is sacrificing yourself to the control of emptiness and bitterness.

Every point of view has 2 sides – before you close your mind’s door to other possibilities, please check to see that you do understand the other side.

In every situation you can only be in one of three mindsets – you can be ready, you can be reluctant, or you can be resistant. Knowing why you are where you are is essential to moving in the right mindset.

You give to others from what you have experienced – being remembered for what you have done with the worst of things and making them right is a good gift to share…seek to repair what you can and seek forgiveness for what is not repairable.

Secrets destroy your soul, hurtful behavior destroys your character, and selfishness destroys your relationships – Live your life selflessly, with no regrets.

When in doubt…trust your heart - not just the words of opinionated people, they may be projecting their fears onto your reality.

Avoid self-limiting beliefs about your potential – you are good enough to be great just as you are

Bill Maloney
from my life experiences

These are my thoughts; you may have your own, if so, give me yours

Last weeks Survey Results

How satisfied are you with the relationship with your direct manager?

Answer Response

Ratio

Very satisfied, comfortable and trusting.
32%

Satisfied, room for improvement, I do trust my manager.
42%

The relationship is not positive, little trust.
26%

Total 100%


How satisfied are you with the relationship with your direct manager?
Answer		Response
Answer		Ratio
Very satisfied, comfortable and trusting.		32%
Satisfied, room for improvement, I do trust my manager.		42%
The relationship is not positive, little trust.		26%

Total		100%