Which one is more important? The customer/client or employees?

Here's an "important" thought. It really depends on how you define "important"! "Important" can be defined as something of great consequence. Quite frankly, if you don't have clients/customers, you'll be out of business a lot faster than if you don't have employees and you do it all yourself. That's pretty consequential. However, "important" can also be defined as prominent or of considerable influence. You really can't run a great business without influential employees. You might be able to get by if you have a great product that everyone wants and your clients/customers aren't very influential. So it all depends on how you define "important"!

How do you get organized?

I have helped small businesses organize their paper filing systems so that they can get things done. Admittedly, paper is not as easy to organize as on-line documents with on-line tools, but a “tickler file” is part of a system that allows paper to be:

o Thrown away
o Referred to someone else
o Acted on
o Filed for later use

A tickler file is simply an accordion file labeled 1 through 31 and January through December so that you can act on something at a later time (and not think about it until then).

Are Leaders also Managers?

Leaders look from the "outside in" while managers "draw out" from what's on the inside. Leaders cover the vision (where the organization is going) while managers cover the mission (how the organization will get there). A person can do both.

Finish this statement: “If I were in charge of the world’s economy, I would...

If I were in charge of the world's economy, I would follow a strict vetting process of hiring business individuals with strong financial minds that could categorize government expenses and pass austerity measures to draw back from spending so much while eliminating pet projects that cost too much. The process of borrowing our own money from a central bank that charges us bank interest would be re-examined so a cycle would be created and we could get a large deficit reduced while increasing the top line.

Are you good at thinking on your feet?

When someone springs a question on you that requires an immediate answer, use PREPO to organize your thoughts quickly and concisely.

Point: First, make your point. This is your major statement and should cover only one idea.

Reason: Next, give your reason for making the point. By answering the question, “Why do you say that?” you can expand on your first statement.

Evidence: Third, offer supporting information. You might include data, demographics, and examples that reinforce your point. Evidence should be specific – it’s where the proof lies.

Point: Now make your point again. Good evidence will lead you directly back to your main point. Use the same words, or better yet, rephrase your point – but don’t change your content or attitude.

Outcome: This is a quick, action-oriented wrap-up. Use it to state an action you’ll take, something for your audience to do or simply to balance and close your argument.

Source: Minding Your Business, by Carolyn Dickson. Published by VOICE-PRO, Inc., 216-932-8040.

How do you manage burnout?

It actually may be helpful to re-think this question. You might want to ask, "How do you manage to keep the fire burning". Then you can define what it takes to keep a real fire burning: Fuel, Oxygen, and Heat. Then if you analogize the fire to business or relationships, you can think of:

• Fuel = resource to keep yourself or your business running
• Oxygen = what it takes for you or your business to keep breathing at a good rate
• Heat = what is your personal or business passion

Since these answers differ by each person or business, each person must ask:

• "What resources do I need to keep going?"
• "What do I need so that I don't get "winded"?
• "How do I stick to my passion?"

If these questions are not answered properly, the fire may "burn out", and then you have a completely different question about "starting back up"

What are some leadership-related quotes?

Here are a couple of quotes:

“Leadership is Influence - John Maxwell

“Leaders bring in what is outside; Managers draw out what is within” - First Break All the Rules, Marcus Buckingham

Which words reveal someone willing to take risk?

You can judge co-worker risk threshold by listening carefully to their choice of words.

Low-risk-tolerance language clues:
• “I don’t like to make waves”
• “What do I do if things go wrong”
• “I don’t like to work without specific instruction”

High-risk-tolerance language clues:
• “I like the freedom to do a job the way I think it should be done”
• “Detailed instructions don’t always produce the best results”
• “We’ve got to be able to accept great change.”

Source: Paul Dunphy, Design Label, East Lyme, CT 06371.

We need a “Love & Respect Your Spouse” day or should that be every day?

I believe a "Love & Respect Your Spouse" day is called an anniversary. Other than your anniversary, EVERY day should be used to please your spouse. Surprise them...and love them.

By the way, men and women are so vastly different. It's easier for guys to respect women and women to love men. Guys should spend additional time loving women and women should spend additional time respecting men.

Brutal Empathy – Is this new word combo distorted?

Are the two traits mutually exclusive or are they essential elements in professional development coaching?

A sociopath will use Brutal Empathy to think and feel vicariously through another person. However, the sociopath will have a cruel and harsh "bent" about those thoughts and feelings so the view is distorted and twisted. Unfortunately, this phrase is a form of "NewSpeak", which was brought up in the novel '1984'. This "NewSpeak" strives to make the distorted and twisted a new normal. Quite frankly, I would not want someone coaching me that used Brutal Empathy because they wouldn't have my best interest in mind.

How do you give feedback to a superior who is excited about a brilliant idea and eagerly wants to hear you agree?

I would make it your goal to see how your superior’s idea could work. Work with him/her and work through any inherent problems. One of two things is going to happen: You'll get sold on the idea that it may actually be brilliant OR your boss will lose excitement because of any unfixable inherent problems.

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.