Three Fundamentals of Success (part 2)

Posted on July 28, 2011 by Jim Hill

In the first post of this series (http://bit.ly/nlmhWV)  I described the difference between fundamentals and core values.  I believe there are three fundamentals that are transferable to almost all organizations.  The first of these is:

Focus – a central point, as of attraction, attention, or activity (http://dictionary.reference.com/browse/focus)

Focus is crucial as it contributes to the direction of your organization.  When you know the “central point” or the place to apply “attention” you can better apply energy, resources and talent.  Focus also allows you to establish boundaries that facilitate simpler decision making, easier responsibility definitions, and the application of your greatest asset – man power.  One of the most widely advertised examples of this is a company that almost all of us recognize – UPS. For quite a while they were known as a package delivery company but whether they improved their marketing or changed to a different focus they are now known for global logistics, that just happens to include package delivery.

Can you define the focus of your organization?  I’m not asking for a quaint cliché or catch phrase that was brainstormed by your marketing team.  I want to know if you can briefly, in a couple sentences, define what you are about, what you want to accomplish and how you are going to do it.  As these words come to you, do they encompass the organization?  Are they bigger than the organization?  Do they even scare you a little?

Here are some principles to consider when applying focus:

·         Choose the right focus

·         Be willing to say no to GOOD ideas.

·         Avoid distractions, Be wary of detours

·         Know your strengths

·         Measure the price of focus

 Stay tuned for the next two fundamentals to successful organizations, Accountability and Unity.  If this sparks interest, areas of need within your organization or just the need for some brainstorming please contact me either by email jimhill@rtoconsulting.net or via the comments on this blog.

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Three Fundamentals of Success – Part 1

Posted on July 25, 2011 by Jim Hill

Having come in contact with hundreds of organizations ranging from huge companies to tiny non profits I have concluded that there is a vast difference between fundamentals and core values.  Fundamentals are transferrable to almost all organizations.  Core values MAY be unique to an organization, while contributing to the success there may be successful companies with totally opposite core values.  This is exemplified in an INC Magazine article that highlights core values of successful companies.  One Solar Company prides itself on the value of Democracy – it has achieved success, yet there are other companies that would be considered nearly opposite of this company in their values and they too have achieved success (See INC Article – http://www.inc.com/winning-workplaces/magazine/201106/core-values-top-small-company-workplaces.html)

Here are three fundamentals that I believe are crucial to the success of any organization that involves more than two people and has a goal of growing.  They are:

Focus

Accountability

Unity

It is relatively easy to see how these would be different than core values as each one can be applied to your core values adding credibility to their application.  These words become the action words, the words that describe how you fulfill your mission and live out your core values.  I will explain the application of each of these in my next three blogs.  The context may surprise some and even be controversial yet I continue to see each of these lived out in the successful organizations I come in contact with. 

If you are intrigued, would like to discuss how RTO could assist your organization or learn more please contact me either by email jimhill@rtoconsulting.net or via the comments on this blog.

For Part 2 click here: Part 2

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Insecurity – Thief of Great Teams

Posted on July 17, 2011 by Jim Hill

What is one of the greatest disrupters of great teams?  INSECURITY!  You probably immediatly think of an individual who is very insecure.  Perhaps they try to cover it with arrogance, or they attempt to hide it through rude behaviour or the opposite, being extremely shy.  One of the greatest ways to overcome insucurity is learning more about yourself – this may seem obvious but self confidence can be generated through self knowledge:

“When we know ourselves, we have a greater security – greater security allows more vulnerability – this equals a greater trust!”

GREATER TRUST = Better Teams

A resource that I highly recommend is Strength Finders 2. 0 and Strengths Based Leadership.  Thiese resources provide more than just knowledge, they provide assessment and tools.  Discover how you can help yourself, your team or both.

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Communication Quotes

Posted on July 15, 2011 by Jim Hill

Here are some interesting quotes on communication.  Which is your favorite?

“The most important thing in communication is hearing what isn’t said.” - Peter Drucker

“The single biggest problem in communication is the illusion that it has taken place.” - George Bernard Shaw

“Think like a wise man but communicate in the language of the people.” - William Butler Yeats

“Speak when you are angry — and you’ll make the best speech you’ll ever regret.” – Laurence Peters

“In the last analysis, what we are communicates far more eloquently than anything we say or do.” - Stephen Covey

“The most important things are the hardest to say, because words diminish them.” - Stephen King

“Good communication is as stimulating as black coffee, and just as hard to sleep after.” - Anne Morrow Lindbergh

“The two words information and communication are often used interchangeably, but they signify quite different things. Information is giving out; communication is getting through.” - Sydney Harris

“Science may never come up with a better office communication system than the coffee break.” - Earl Wilson

“Communication is everyone’s panacea for everything.” - Tom Peters

“Two monologues do not make a dialogue.” - Jeff Daly

“Wise men talk because they have something to say; fools, because they have to say something.” - Plato

“Be still when you have nothing to say; when genuine passion moves you, say what you’ve got to say, and say it hot.” - D.H. Lawrence

“When people talk, listen completely. Most people never listen.” - Ernest Hemingway

“You cannot truly listen to anyone and do anything else at the same time.” - Scott Peck

“The difference between the right word and the almost right word is the difference between lightning and a lightning bug.” - Mark Twain

“That which we are capable of feeling, we are capable of saying.” - Cervantes

“Give me the gift of a listening heart.” - King Solomon

Borrowed from:

http://www.ideachampions.com/weblogs/archives/2010/12/the_single_bigg.shtml

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Communication Clarity After Tough Discussions

Posted on June 29, 2011 by Jim Hill

One of the frequent topics of conversation I’ve discovered with leaders is how people respond to tough conversations.  These tough conversations may be conflict resolution, holding a person accountable, releasing someone from employment (ok, firing them), or a myriad of other tough topics.  One of the greatest lessons I’ve learned is how to improve the after conversation process.  Tough conversations should have AT LEAST two parts: the meeting and the follow up.

How to have the best possible meeting:

·         Be prepared – know the topic, know the facts and know WHAT you don’t know.

·         Have the right attitude – be cautious not to have a meeting too soon after a negative situation, on the other hand don’t wait too long.  This can be said for positive meetings too.  The key point is to make sure you are in the right state of mind.

·         Understand what the High Road is that you must take – sometimes circumstances and information within a meeting may tempt you to change your plans, react out of emotion, and or do something that you’ll probably regret later.

Almost all meetings should have a follow up!  The follow up should be in writing (meetng recap).

Follow up from a meeting:

·         Briefly and succinctly repeat the purpose of the meeting.

·         Describe any new information that was shared.

·         Convey the action items, time frames and people responsible for each action.

·         Write any amounts of money decided upon.

·         Convey the tone of the meeting as best you can – this includes appreciation, recognition and value of the individual.

It is very important to understand that during a tough conversation the recipient frequently only hears snippets of the conversation once the topic is addressed.  This means that without a written recap they will only remember the parts that connected to their emotional state at the time.  If a meeting started with a correction and ended with three positive points of encouragement, frequently the person only remembers the correction.  This can turn what was meant as a positive meeting into a negative, it can also corrupt future conversations as the person continues to view conversations through the lens of only the correction.

Put the effort into the meeting, the recap

and reap the rewards!

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