What element or elements of managing a project do you find most rewarding?

The MOST rewarding element of Project Management is that the major stakeholders are pleased.

The Transition Game on e-Book is Here

The Transition Game on Kindle is @ http://www.amazon.com/dp/B006P3DB3O

If you don't have a Kindle, this site will help you get one!

How do you win someone back that is angry with you?

Good news: Your ability to handle conflict can actually increase their loyalty to you.

…Here are six steps to help you reach that goal:

1. Deal with the…emotions first. Listen and respond with empathy.
2. Ask questions to get specifics…
3. Restate the issues and confirm you correctly understand the problem.
4. Offer a choice of alternatives to resolve the situation.
5. Let [them]…decide which alternatives to use.
6. Follow through on what you agree to do. If possible, do more than you promised.


Source: Women in Business, Published by American Business Women’s Association, 816-361-6621.

What is business?

Business is the backbone of the free market system...

What’s more important? Having a satisfied family or having an engaged family?

I may have people disagree with this comment, but I'm not sure increasing family satisfaction should be the ultimate goal. Rather, increasing family engagement will create a winning environment. If your family is engaged, they are loyal, they function well, and they act as partners. Only through involvement and buy-in can you increase family engagement. I realize that our families should be treated as an asset, but trying to satisfy them blurs the lines with accomplishing anything as a family.

Do you use too many words when you speak?

Short speeches … or else

The next time you’re asked to write a report or make a presentation, keep this story in mind:

A teacher asked a student to sum up Socrates’ life in four lines. He said:

1. Socrates lived long ago.
2. He was very intelligent.
3. Socrates gave long speeches.
4. His friends poisoned him.

Source: George Seller, from a “Strengthening Your Board” seminar.

How do you develop your children to be leaders?

Leadership Development is all about developing the attitude of influence. If someone is influencing, then they are leading. There is something called an OODA loop (developed by the Armed Forces), which helps children learn by Observing, Orienting, making Decisions, and then Acting. Research this OODA loop further for your children and see how mentoring can solidify this learning. Once they consistently repeat this OODA loop in decision making, they are ready to move on. Next they will learn how to create a Vision, which is essential for a leader. Vision is, effectively, "where" they are going.

So here are some important components to Leadership Development for your children: 1. Learn how to influence 2. Learn how to use the OODA loop consistently (through mentoring) 3. Learn how to create a Vision.

What percentage of the time do you think negatively?

Tap the Power of Positive Reminders

Here’s proof that it’s important to surround ourselves with positive reminders. Studies show that 83% of what we think about is negative. The result: reduced productivity and lower morale.

To improve your outlook, try this tip: Write down one thing you’ve learned each day. Have the list where you can see it to remind you of your accomplishments. An easier option: Keep a picture of a favorite person or vacation spot on your desk.

Source: George-Anne Fay, consultant, www.gafay.com

What is the most important leadership core value?

Great question and it's important to break that question down: What we "value" is what we place importance on or what we find worth or significance in. Central to leadership is the ability to influence so that followers can be gained. Even the leaders that have no significant title, passion, or integrity may become "great" ("great" being defined as exceptional in degree or intensity). Hitler had limited integrity, but could be defined as a great leader because he influenced many followers. Ghandi did not show his passion and had no formal title, but he influenced many followers. There are even some leaders that don't even want to be a leader, but people follow them (a scene from Forrest Gump comes to mind....fictitious but could be true). All of these leaders have one thing in common: They're going somewhere. So...from an outsiders' perspective, the outsider would value the ability to influence as the most important and from an insider's perspective, the leader would value where they are going (vision) as most important.

How do you deal with a deviant or destructive family or organizational culture?

I know this sounds like a depressing answer to the question of how to deal with a deviant or destructive family or organizational culture, but you can't change culture just like you can't change an individual's nature without a death or near-death experience. Both need to be changed from the inside out. So since we're talking about a culture, the only way to deal with it is to replace behaviors. When the people with the more constructive behavior outnumber the deviants, the culture will follow.”

Are you one that offers advice freely?

You may mean well by offering a co-worker or family member advice, but your comments may be taken the wrong way.

Here’s how you can offer advice so it’s well received:

1. Give some advance warning. Don’t jump right into your advice. Lay some ground work before you begin. An opening such as, “I have some ideas that may help you …” gets others ready to listen. It also gives them a chance to stop you if they don’t want your input.

2. Phrase your advice in first-person singular. The other person will be less defensive and more likely to listen with an open mind. Instead of, “What you need to do is…” use yourself as an example: “What helps me is…”

Source: Dance Lessons, by Chip Bell and Heather Shea, as seen in Positive Leadership, 323-960-4100.

Should we pay the married and child-rearing employees and citizens more in overall pay & benefits?

Inherent in this question is an assumption that they should be paid the same, which in a free market society, does not work. "Pay for Performance" has nothing to do with marital status and number of exemptions. However, marital status and number of dependents MAY have something to do with how the employee views responsibility and how they perform for their pay.

Is too much time spent thinking about job satisfaction?

What do I think about job satisfaction? If we're looking to increase productivity, quality, innovation, and client/customer satisfaction, then looking at job satisfaction is looking in the wrong place. You can have a completely satisfied employee that lacks productivity, isn't particularly concerned about quality or innovation, and doesn't really care about satisfying the client/customer.

In order to increase all of the factors above, the true measurement should be employee "engagement"! The Gallup organization actually debunked some prior held myths and found that increasing "engagement" was the way to success.

What is Resiliency?

Resiliency, in a data center context, is the ability of a server, network, storage system, or an entire facility, to recover quickly and continue operating even when there has been an equipment failure, power outage or other disruption.

http://whatis.techtarget.com/

Can "hands-on" management be an excuse to not train and trust in people’s abilities?

Sometimes "hands-on" management is an excuse to not train and trust. There are times, however, where you will find an "all hands on deck" situation and a leader better be available if people need help.

Have you ever been part of a mentoring relationship as a mentor or protégé?

My dad taught me well. I played handball, then racquetball, then golf with him most of my life. He was my mentor before having a mentor was main-stream and he taught me to look at myself with a critical eye, enhance the things that I did well, and improve the things that I didn’t do well. To repay that relationship, I have created a mentoring program that I have used in work and personal settings.

Is it good to concentrate on your strengths?

People are most successful when they’re matched with activities they love to do, according to a Stanford University study of 250,000 people.

The study concluded that high intelligence didn’t guarantee high accomplishment. Hard work and enthusiasm in the field of choice was the leading indicator of success.

Implications for you: Instead of spending time trying to correct weaknesses, focus on developing a special talent. Here’s how to do it:

• Pick one strength to pursue. Excellence is a product of hard work and liking what you do. Adjust your goals to target your strengths.

• Ignore weaknesses that won’t hinder you. Work on a problem only if it lessens your productivity. Let strengths overpower your weaknesses.

• Recognize your self-importance. If you deem yourself unworthy of respect, so will everyone else. Self-esteem comes before peer esteem.

Source: Soar With Your Strengths, by Donald Clifton. Published by Nelson, 415-288-0260.

Define Success

Success is just completing something the way you intended to complete it.

Do you have to make a choice between being content and being ambitious?

There has to be a balance between ambition and contentment. It is good to achieve and ambition can be just the pursuit of achievement. It is good to have ease of mind. Contentment is just ease of mind. These two words do not necessarily exclude each other. However, they can exclude each other if we are being selfish about our ambition. There is no contentment with selfish ambition. They can also exclude each other if we are satisfied with failure. There is nothing ambitious about being content with failure.

Can there be too much information? How do you decide what to ignore?

"Too much information" depends on the source. If the source is questionable, any information is too much information. However, if the source is completely trustworthy, any little nugget of information could be valuable and the information can "keep on coming".

Do you say something to someone if they're being rude?

Rudeness isn’t illegal but costs plenty!

If you think it’s not your place to speak up when others exhibit rude behavior at work, think again.

A new study shows that rude employees cost companies millions in lost productivity. And the biggest offenders are managers. When employees think the boss isn’t civil, here’s what happens:

• 53% said they’ve lost hours of productivity sweating about “what will happen next time?”
• 46% considered changing jobs
• 37% say they feel less committed to their company, and
• 22% deliberately got even by cutting back their efforts.

Keeping your mouth shut and taking it seems the easy way out. But to get more positive results:

1. Repeat what was just said. For example, say, “Let me see if I understood you correctly. Did you mean to say … ?” Sometimes people don’t realize they’ve come across rude until they hear what they actually said.
2. Give people the benefit of the doubt. If they aren’t usually rude, assume they’re having a bad day. Consider taking a day to cool off before discussing the incident.
3. Steer the discussion toward solutions so you can work together for a more productive result.

Source: Christine Pearson, University of North Carolina, 919-962-3117

What do you have to get to be happy?

Like beauty, happiness is in the eye of the beholder. Since Happiness and Happening have the same derivative word, people who look to get their happiness from the things happening around them (that may or may not be out of their circle of influence) may not ever "get" what they need to be happy.

How do you make what you say "stick"?

Make what you say stick

Whenever possible, visually illustrate what you say with objects, charts and diagrams, handouts or pictures.

Research from the U.S. Public Health Service Audio Visual Facility found when people are taught by words alone, their immediate recall of the material is 70%. Three days later it’s just 10%.

But when people are told and shown information, immediate recall is 85%. Three days later it’s still 65%.

Source: Straight Answers to People Problems, by Fred Jandt. Published by Irwin Professional Publishing, 800-634-3966.

Spend where you must, Save where you can.

This is probably true in the general sense. I've experienced this with the people that I've encountered. I've also encountered this mind-set with myself personally. Our parents that may have gone through the Great Depression thought differently and this mentality to spend and not save is what probably got us into our problems that we're encountering today. The encouraging thing is that this won't be called the Great Recession, but the recession that made us great. We'll come back to the roots of "Spend where you must, Save where you can”

What is strategy?

I know it sounds like a paradox, but good habits should be built in tactics first. I haven't met anyone that can be trusted as a strategist who didn't spend time being trusted with tactics.

If you're bad at the tactics, you will also be bad at strategy. In order to develop a strategic mind-set so that you can obtain a specific goal or result, a method or series of maneuvers must be accomplished.

What adjective do you describe yourself by in your relationships?

Better yet, what adjective would others describe you by in your relationships? Quiet, cerebral, strong-willed, critical, conceptual, dynamic, joyful, loving?

Increase your odds of having the right relationships by taking an “adjective” test. With someone else, list each name in the relationship on a piece of paper and next to each name, write 3 descriptive words that come to mind. Then describe yourself. It might be a fun exercise.

Virtual Teams: How do you keep them working together?

It's amazing how long a well-timed team building event works. Once the team meets each other and they share an event, they’ll remember each other and relate better over the long term. They may not even have to get together on a consistent basis if the team building event(s) are meaningful enough.

Did you ever make a rookie mistake where you knew better?

I would have pulled back that memo when "I cried foul" on another department. It seemed pretty silly after I wrote those exact words and then proceeded to copy everyone. Unfortunately, I couldn't pull it back because it was on paper and already distributed.

How do you measure up as a leader?

How do you measure up? - -

Check your leadership potential

Do you have what it takes to be a leader?

Place a check mark next to the abilities you feel you have. Then ask a co-worker to rate you and compare the results. Do you:

_____ Communicate effectively

_____ Set priorities and action plans

_____ Learn and improve procedures

_____ See how your responsibility relates to the big picture

_____ Stand up when under fire

_____ Analyze problems and make sound decisions

_____ Learn from your mistakes

_____ Accept risk and take on difficult assignments

_____ Focus on the end product

_____ Exhibit strong social and interpersonal skills

_____ Adapt to changing conditions, influences, and environments

_____ Inspire excellence and commitment in others

_____ Demonstrate a high tolerance for stress and pressure

Scoring: If you scored 8 or higher, your leadership potential is high. Take corrective action on the items you or your co-worker left unchecked.

Source: The Center for Creative Leadership, Greensboro, NC, 910-288-7210.

Should buy-in and/or consensus be necessary to drive change?

The two most important parts of organizational transition are involvement and buy-in. Company employees or associates must actively participate in the movement from point A to point B. If leaders and associates can begin with the end in mind and drive to the change together, transition becomes easier.

Who would you rather work with, and why? a) An extremely incompetent, but affable co-worker/boss? b) A very competent, but jerk co-worker/boss?

There are plenty of people that we work with that are extremely competent and NOT jerks. That being said, even though choice B will, at least, get the job done, choices A and B are both unacceptable.

Have you ever been in a situation where it bothers you not by what someone said, but how they said it?

How You Say it Counts

Studies show that 38% of your meaning is conveyed by how you sound.

Try these techniques to energize your verbal communication:

• Avoid disclaimer statements.
Comments like “This may be a stupid idea” or “I just want to say” telegraph that what you’re about to say is unimportant.

• Don’t let your voice rise at the end of a statement.
This can make you sound uncertain. Solution: Practice speaking into a tape recorder. If you sound like you’re asking a question, you’re not delivering the message with power and confidence.

Source: Patricia Smith-Pierce, president, Power Speaking Consultants, Schaumburg, IL.

Do you tend to plan or just let things happen?

You won't be able to be effective without focus and focus is questionable if you're not prepared to plan. Plans can be short and succinct, but they need to be there.

What’s in store for us? Happy times or is something still lurking?

There was an interesting article in a CFO magazine last year where 74% of the CFO's surveyed reduced their workforce in the last 20 months and 84% of those CFO's will not reverse that action. We need business-confidence back to make this recovery complete.

Do you argue (first) when some objects to your point of view?

I do! Instead, don’t automatically say – or even think – that others are wrong for objecting to your point of view. The more you argue, the more they’ll fight to justify their positions. Ask questions instead to uncover the thinking behind the objection. Source: Talk is Not Cheap, by Beverly Inman-Ebel. Published by Baird Press, 512-329-8373.

What is “normal”?

Since the definition of "normal" is "to conform to what is expected", it depends on what is generally expected. It does appear that most CFO's would expect that, even though this year will be "less bad" than last year, we are in for low growth, high unemployment, and low ROI. ...so since it's expected, it's normal...the new normal...

How do you keep people motivated when there are cutbacks?

I'm from the financial, business, and management industry and how I've kept staff motivated during layoffs, is through open communication. Nobody likes to be surprised. Unfortunately, some of those in management are secretive and think that if they have open communication, employees will sabotage the company.

How do You Put Your Ideas to the Test?

Putting Ideas to the Test

Here’s an “extreme edge” test you can apply before accepting or rejecting a new thought or idea.

First fill in the blanks:

“This thought or idea is absolutely correct because ____________.” List every reason, no matter how small, until you run out of ideas.

Then list answers to this: “This thought is absolutely incorrect because ____________.”

What did you learn? Look for new points of interest or discussion, answers you didn’t expect, reasons to keep or reject the idea. You’ll start to see that great ideas are born and tested at the extreme edges.

Sources: Executive Update, 202-429-9370.

What is a leader’s most important contribution to group culture?

A leader cannot change group culture unless they have the vision to hire individuals that have their desired culture. When the majority of the individuals have the desired culture, they will metaphorically surround the individuals without the desired culture and those other individuals will either change their mindset or will eject themselves. So, in summary, leaders must have the vision to hire those with the right culture and only then will the leaders contribute to group culture.

What can you do to get a faster response from people?

Want Faster Response?

You’ll encourage people to return your phone calls faster if you leave effective voice mail messages. Experts suggest making yours better by:

1. Keeping your message between 40 and 50 seconds. Too short and the message may seem insignificant. Too long and you may rile the other party.

2. Pretending you’re writing your phone number in the air as you recite it. Most callers speak much too fast, which forces recipients to replay the message repeatedly.

3. Speaking louder than usual, enunciating as you speak. Your recipient may retrieve your message in a noisy place like an airport.

Source: Professional speaker Jeff Davidson in Association Management, 202-626-2708.

How do you leave your troubles at the door?

Leave Your Troubles at the Door

Would you like to leave the office each evening with less stress – and feeling good about the day?

Allot 10 to 15 minutes at the end of each day to do something positive.

For example, send hand-written thank you notes to employees or business associates for providing extraordinary service/hard work.

When you’re finished, you’ll be in a much more positive frame of mind.

Source: PHC Profit Report, 847-297-3450.

How do you balance reductionism (analytical thinking) & systems thinking (strategic thinking)? I may not get many answers on this one.

Analytical thinking as a whole makes up strategic thinking.

How do you find balance between work and family?

Family and Work: You can find a balance

To put family and career demands in perspective, realize that some trade-offs are necessary and the balance will be tipped unevenly at times.

Here are four tips to help you stay sane:

1. Don’t aim for perfect balance. Set your priorities, but realize they’re likely to change. Adjust accordingly, making decisions on the basis of whatever issues demand your attention most immediately. Ask yourself: “What will happen if I don’t take care of this issue at work? Is this home activity a must-do, a should-do or just a nice thing to do?”

2. Avoid guilt. Don’t beat yourself up over that extra bit of time you spend at work. Feeling guilty won’t get you anywhere. Likewise, don’t feel remorse if you must leave work on time for an important family event. Take stock of your expectations for yourself and your family.

3. Establish family rituals. They don’t have to be elaborate. Comfortable routines organized around mealtime, bath time and bed time can add security to your family.

4. Be at home even when you’re on the road. For example:
• Make a video or audio tape of your child’s favorite story.
• Leave notes around the house.
• Cook and freeze special meals.
• Call home every day at a set time.
• Send letters and postcards.

Source: Care Packages for the Home, by Barbara Glanz. ISBN 0-8362-6834-2.
Published by Andrews McMeel Publishing.

Take Control of Office Whining

Conflict Management - - -

Few things are more annoying than whining co-workers. They constantly point out problems but never act to improve the situation.

To make matters worse, their negative attitudes can have a serious effect on the morale and productivity of those around them.

To minimize whining:

• Start with yourself. It’s difficult to see ourselves as whiners, because we believe all of our own complaints are well-founded. Before you let yourself off the hook, keep a written log of your complaints for 30 days. See if a pattern develops. Did you fix any of the complaints or were you simply letting off steam? There’s nothing wrong with a little of the latter, as long as it doesn’t get out of hand.

• Don’t dismiss the whining too quickly. There’s a strong possibility that a trivial complaint could be a cover-up for a real problem. If there’s something you can do to resolve the complaint, do it. If the subject of the whining can’t be fixed, ask whiners to come up with solutions to problems that can be corrected.

• Listen carefully. Give whiners a few minutes to vent. They may be simply trying to relieve tensions. As they unburden to a sympathetic ear, they frequently come to realize that the matter is really only a small annoyance. The result is that whiners talk themselves right out of the gripe.

• Keep your composure. If you lose your temper or show hostility, the whiner may respond in kind. A heated argument will only worsen the situation.

Source: Barbara Bartocci, Bbartocci@aol.com

Is branding related to change management?

The brand is something with which you label or mark the change. People will wind up grading and making an assessment of the change and applying it to the brand. If the change is bad and you need to change from that to a new status quo, the brand will need to be changed at that point, also, since they are now linked.

Get a Helping Hand

When you’re looking for a word, using your hands may help jog your memory, according to a study in the American Journal of Psychology.

Researchers found that people who held onto a bar to keep hands still had more trouble thinking of complex words than those who were allowed to move their hands freely.

So the next time you’re tongue-tied, go ahead and gesture – a few hand waves may take you a long way.

Source: Fitness, 212-499-1569.

Can an introverted leader see what others leaders don´t see?

A couple of thoughts: Introverts don't necessarily look and listen better than extroverts, which will help them see and hear what other leaders don't. Unfortunately, Introverts may have filters just as much as an extrovert and the voices that limit visibility and hearing could be just as loud inside an introverts head as outside an extroverts head. However, an introvert with genuine care for the organization and people is very likely to see what other leaders don't. It turns out that "care" is the defining factor.