Thursday, July 28, 2011

Stop Being Selfish! Find Happiness and True Success...

video

Sefishness Prevents Success!

If you want to get along with more people start thinking about someone other than yourself. If you have problems with relationships it is probably largely to do with your own actions and the fact that you are thinking more about yourself than the people you don’t get along with.

I once applied for a job as a sales manager with a large, international insurance firm. Part of the application process was a multiple-choice exam to determine the mindsets of the various candidates. I can only recall one question on the exam: “What is the most important characteristic of a great sales manager?” There were ten possible answers and I had to rank them from one to ten in order of importance. The number one answer was this: “The desire to see others do well.”

Frankly, I did not expect it to top the list but I have never forgotten that one question and its wonderful answer. Just think about a world where everyone has a constant, daily desire to see others do well. I now know that if I put others before myself, I will quite unavoidably bring positive energy to everything I do.

Stop being selfish and put an end to negativity, stress, and sadness in your life.

I am Wayne Kehl from Dynamic Leadership



Thursday, July 21, 2011

How To Deal With Water Cooler Talk

Water cooler talks are those nasty, backstabbing, grumble sessions that employees like to have from time to time at work. During those discussions negativity takes the lead and gossip rules the day. Nothing good ever comes from it and yet it is a very popular pastime in a lot of workplaces.

“I like to refer to water cooler talk as “triangulation.”

I call it that because it usually starts with one person who brings in another person or a group of people, and then those two forces strike out against a third person or group. The triangulation leader usually has a gripe with the intended victim and their intention is to drag as many other people as possible into the silent war they are waging against him, her or them. After all, there is strength in numbers and misery loves company.

Despite the obvious toxicity of this behavior, a lot of well-balanced, otherwise normal people find triangulation irresistible. They rationalize it, justify it, and take no responsibility for it if they did not start it. Always remember that in any triangulation session, everyone involved is guilty of an offence.

“If left unchecked, this behaviour can totally destroy the morale of a workplace.

 It is a creeping cancer that most people find repugnant but feel powerless to escape. Those not involved in triangulation often start their own water cooler talks to bemoan the negativity they are sensing in their workplace. Those conversations often lead to discussions about job opportunities with other employers that have a reputation for good morale and a positive work environment.

In the worst cases, triangulation can destroy the reputation of the victims involved or even ruin their careers. Sadly, the people who start the triangulation or water cooler talks almost always accept no responsibility for it or the eventual negative results. However, if someone is harmed in some way, they feel that they won the war and if challenged, readily justify their larceny with continued protestations of the victim’s wrongdoings.

“Unfortunately, the world is full of people who have the ability to find negativity wherever they go and the charisma to bend other people to their point of view.

If you are the leader in a negative workplace or are simply someone who is frustrated by the triangulation in your workplace, you need to take action the minute you are aware it is going on.  Confront the perpetrators and let them know that their behavior is unacceptable.

The only way to deal with triangulation is head-on! If you are a leader who is not able to catch employees having negative discussions about someone else, but you know it is happening, have a staff meeting and get it out on the table. Here are a few things you can do:

·         Advise your people that you are aware of gossip, personality assassination and triangulation going on in your workplace.

·         Let them know that in your workplace, all people are to be treated with respect and kindness regardless of any personal differences or unique circumstances.

·         Tell them that your organization has procedures to deal with human resource issues in an appropriate and formal manner. To avoid confusion, describe them in detail.

·         Convince them that even though the perpetrators have not spoken directly to their victims about the apparent issues, they know what is going on.

·          Do not make the mistake of making a joke of it or softening the seriousness of it by accepting or explaining the behavior away as something all human beings do.

·         Let them know that you find the behavior disappointing and make it clear that if you find direct evidence of it, you will have no choice but to take serious disciplinary action against the perpetrators.

Ideally, if you have the time and resources, it is best to have personal development training sessions for all employees on regular basis. The idea is to drive home the need for a positive environment and to emphasize the value of good morale. With persistent, consistent effort, in time you will be able to build a sustainable culture of co-operation and great morale for your workplace.

If you are an employee in a non-leadership position and are simply sick of the negativity in your organization, here are some things you might do to remedy the situation:

·         If you become involved in a triangulation session, advise the individuals involved that you do not feel the discussion is fair or appropriate.

·         Remain calm and do not resort to angry rebuttals.

·         Ask the main perpetrator if he or she has approached the victim directly to discuss the problem.

·         Discuss the situation with your immediate supervisor, manager, or human resources department.

·         Approach the victim privately and tell them what you have heard. Get their side of the story. Often triangulation is based in fiction and clarification will end it quickly.

·         If you work with a chronic triangulation perpetrator, avoid them and do not fuel their fire by showing interest in their negative talk.

·         If nothing else works, walk away! Do not stoop to being part of it...

The only way to deal with problems between human beings is with open, honest and direct communication. Nothing is ever resolved with gossip or triangulation and nothing positive comes from negative words or actions.

“Those who live to find fault with others are often talentless, miserable people who seek power by nefarious, underhanded methods.

 Triangulation is one of the tools they use. Fortunately, no one can triangulate alone so if everyone else refuses to buy into their larceny the perpetrators will be neutralized and with luck, they will eventually fade away.

“The powers of positive thinking, open honest communication, and proactive, deliberate leadership can overcome almost any workplace challenge. Try it...I guarantee you will like it!



All The Best!

Wayne Kehl






Friday, July 15, 2011

Communication Tips For The Generations



All generations have preferred types of communication. Here is a small sample of what you need to know!

How to Lead Generation "Y"

The members of the demographic, commonly known as Generation “Y” were born between the years 1981 and 1994, which makes them ages 17 to 30 in year 2011. They are the young up-and-coming leaders of society. There are a lot of them, and since they will soon fill most of the jobs being given up by the aging Boomers, we need to modify our methodology in order to lead them.

Generation “Y” are a new breed of people with a new way of looking at the world. They have been influenced by their parents, the education system, the media and each other. They operate with an attitude of entitlement and they prefer communication via hand-held device over the spoken word.
~What follows are a few ideas that will help make your workplace the employer-of -choice for Generation “Y”...
TECHNOLOGY:
The first Personal Computer was introduced to North America in 1981...the same year the first Generation “Y” baby was born. Hence, unlike the Boomers and Generation “X”, these kids have never seen a world without computers. They have seen rapid advances in computerization which eliminated the bulky, beige boxes of the PC and turned them into I-Phones, Blackberries and Androids. Facebook, Google, and Twitter rule the world of Generation “Y” and there is no sign of anything but more growth in that social phenomenon in the future.
~Generation “Y” needs computers, hand-held devices, email, texting and YouTube in their lives.
~They want media-rich information and communication in order to remain engaged.
~Adjust your thinking to allow for their different ways of working.
~Let them use the style of communication they prefer .
~Give them the most modern equipment and software you can afford.
PERSONAL TIME:
When you hire a Generation “Y” person expect them to want a lot of time off. All their lives, they were heavily doted on by their hovering, “helicopter”, parents and they take their family-time very seriously. They were taught that they are special and they believe that they are entitled to fair treatment. Their concept of fair treatment might be much more liberal than their older bosses, so without greater flexibility, conflicts are bound to arise.
~Structure your business to allow for flexible schedules and more innovative time commitments.
~Generation “Y” values time off over money so come up with a cost-effective flex-time or job-sharing plan that is affordable for you and attractive to them.
RELAXED CLOTHING STANDARDS:
Generation “Y” does not want to dress up in any formalized uniform or business attire. They want a relaxed, comfortable style of dress that makes them feel good. Forget about business suits, frilly blouses, neck ties, and dress shoes. Expect loose fitting, sloppy shirts and pants along with casual shoes, low-cut, revealing tops and tight, mid-riff-baring jeans.
~A decade or so ago, the business world adopted casual day which has given way to casual week and casual-all-the-time. It is a freight train that does not want to stop.
~Have a minimal number of restrictions on clothing styles if you want to keep your Generation “Y” people happy and productive.
SOCIAL VALUES:
When you hire a Generation “Y” person, you must appeal to their social values. Their parents taught them that good people give of their time and money for charities and philanthropy. They will expect their employer to support social causes and they will expect time off to involve themselves in the betterment of their communities.
~Ask your Generation “Y’s” what they expect your company to do for the community and for charities and then put them in charge . Let them take it over and run with it.
~They will rally to the cause if they feel a sense of ownership of the plan.
~Ultimately, they will become more loyal and you will become the employer-of-choice.
~The positive notoriety brought by their activities will improve your bottom line.
OPEN, HONEST COMMUNICATION:
Thanks to the ubiquitous modern media, young people have been exposed to many tales of high level lying, cheating, larceny, bad business and crime that would not have been made available in prior decades. They watched the Enron scandal unfold, Tiger Woods fall from grace, The BP oil spill disaster, The United States bank collapse, the Arnold Schwarzenegger scandal, and the onset of global warming. They watch almost every day as the adults that run the world do every dirty, underhanded, nasty thing that only the worst human beings could conjure up. They think adults are lying to them all the time and they don’t trust them. Without trust, personal or business relationships of any kind cannot survive!
~A more open, informative management style will hold you in good stead with Generation “Y”.
~Give your young people all the statistical and strategic information you can about your business.
~Keep them informed and be honest about your fears, your failures and your successes.
~Never make promises you cannot or will not keep.
~Most importantly, never lie to them or withhold the truth.
~They want open, honest communication and if they don’t get it, they might resign or quit emotionally and stay around to make your life a living hell!
ADVANCEMENT AND VARIETY ON THE JOB:
Because of the huge volume of information Generation “Y” is subjected to moment-by-moment on the internet and television, their minds are flooded with a myriad of ideas and opportunities. They believe they can do anything because their parents and teachers told them so. They do not want to be slotted into boring jobs with a minimal number of activities or little chance for advancement. They want variety and an opportunity to show the world what they can do.
~Try to match the natural talents of the individual to the job they do.
~Put the right people in the right jobs.
~Do skills and talent assessments in order to determine the best job for each individual.
~Throw out or amend job descriptions and allow more job-flexibility for each employee.
~Regularly ask each employee how they feel about their job.
~Give them a career path and follow it.
YOUR CUSTOMERS ARE GENERATION “Y”:
Remember that the majority of your customers will also be Generation “Y” very soon, so do not make the assumption that the people who buy your products or services will continue to expect the same type of service and decorum you have in place today.
~The world is changing so if you want to be the best in your field, try to change with it now.
~If you work with them and accept them as they are, Generation “Y” will carry you to a new level of success.
Generation “Y” is coming to a job near you soon. You can resist their new style of working or you can use their new ways to work for you and increase revenues. It is your choice!
All the Best
Wayne Kehl

Wednesday, July 13, 2011

Leadership Styles


Watch this video and discover 3 styles of managers

A Big Ego is a Terrible Thing to Waste!

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Human beings seem to want to fight all the time, don’t they? Why do so many people become angry or defensive when a joke is directed at them or someone suggests they might be wrong.

People fight with each other because of EGO. Ego is essentially a person’s idea of his or her own importance or value. A big ego will often become angry when integrity is questioned.

Ego is what made human beings the dominant species on earth and what caused them to put men on the moon. It is also what causes arguments and starts wars. People with big egos usually have strong ambition and a huge desire to succeed. They like a pat on the back. When working with someone who is talented but full of himself do not suppress his enthusiasm or hold him back. When a big ego is stifled negative behavior is the usual result.

When working with big egos, be a coach. Appeal to them by asking for help and then offering praise for positive results. When team performance improves, everyone’s egos will soar on a blanket of pride.

Take advantage of big egos by cultivating them into powerful forces. Don’t waste a big ego…put it to work for you!

I am Wayne Kehl from Dynamic Leadership
Dynamic Leadership Inc.

Sunday, July 10, 2011

Let's Start a Leadership Revolution!

I have dedicated the last decade of my life to the proposition that there are no bad employees...just bad leaders. Because my words have fallen on a number of deaf ears in the world of executive boardrooms, I have decided to start a Leadership Revolution.
The old, Traditional, Boomer ways of leading will not work anymore. The Great Depression is long forgotten and the Second World War will never be repeated. The world is on a path of technological and commercial growth that is unequalled and unstoppable. Computerization and other amazing new ways of doing things have cleared the way for a future that was only the stuff of science fiction novels and comic books just a few short decades ago. But...how many companies are poised and ready for the New Industrial Revolution? Is yours?
If you want to be a peak-performing manager and run a successful, growing company in the new millennium, you need to stop thinking like a manager from the fifties. You need to stop being a boss, and you need to stop treating employees like employees. Generation “Y” and future young workers will no longer accept an autocratic demanding management style.
Young people will no longer work for bosses who treat them like second class citizens or worse. In tomorrow’s world, successful companies will be run by teams of like-minded individuals who follow leaders that are inclusive, respectful, and examples of great industriousness. Leaders will only be allowed to continue leading if they understand what workers want and how to get the best from them. Those who cling to older, Boomer, managements styles will be left by the wayside or put out to pasture.
HERE ARE THE PRIMARY ELEMENTS OF OUR LEADERSHIP REVOLUTION:
1. Right Person-Right Job...Everyone must be able to utilize their natural talents at work.
2. Boss is a team member...Leaders lead with charisma, managers manage by authority.
3. No two people are the same...Leaders must respect the varying skill levels of each person.
4. Ego is not part of leadership...Leaders are not better than their workers. They must accept and acknowledge that fact. Leaders must leader with humility and ask for help when they need it.
5. Communication is the key...Leaders must keep workers in the loop. Give them a lot of information to do their jobs and communicate victories and challenges universally.
6. Accountability must be maintained...Leaders and workers must understand that when a goal is agreed upon, it must be completed and if not, an alternate plan must be followed.
7. Leaders must be fair...Every employee brings a unique and valuable contribution to the workplace. Leaders must never play favourites and must recognize the contribution of every worker.
8. Servant-leadership...Leaders only exist to help their workers get their jobs done. Leaders must set an example by learning the jobs of their workers and by rolling up their sleeves to assist.
9. Mutual respect...Workers and leaders must treat each other with respect and kindness without question. There is no room in successful organizations for strife, strikes, or negative behaviour.
10. Mutual goals...Workers and leaders must be chasing the same dream. Leaders must involve their workers in the planning and direction of the company and allow them to share in the success.
START YOUR OWN LEADERSHIP REVOLUTION NOW!
I will not stop promoting this concept until I lose the ability to talk, walk, and write. I believe that any organization can be successful if only they have the courage to admit that they have challenges that need to be addressed and that improvements must be made. Please open up your minds and listen.
TOO MANY EXECUTIVES, MANAGERS AND LEADERS BELIEVE THEY ARE INVINCIBLE!
If you believe you are doing everything right, I guarantee that you are not! If your numbers are going south and you are still blaming your workers, you are deluded. If you have high turnover and a disengaged workforce, you are not leading...you are not even managing. If your business is struggling and you don’t know why, you need help. If you are willing to admit that you are ultimately and completely responsible and accountable for the success of your company, division or work unit, you must look at how you are doing things and think about the ten points I have listed above.
The New Industrial Revolution is real and old time management methods will not work. Accept it and start managing for the new millennium.
Only enlightened, engaged, charismatic leaders will survive and only companies that embrace the Leadership Revolution will grow and prosper well into the depths of the twenty first century!
All The Best!
Dynamic Leadership Inc.