Ready Freddie?

Second only to New Year’s resolutions, is the palpable potential we can smell, see and taste as winter turns to spring.

Are you ready for some changes? Really ready?

Answering YES to these four questions can make you successful at whatever transformation you desire in the weeks ahead. Whether you are hoping to clean out your garage, start a new business or take up tai chi – the right attitude makes all the difference.

Do I need to? (clean out the garage)

Write down the reasons. Yes, because I can no longer park my car in there; I’ve seen scouts from the “Hoarders” show driving by when the garage door is open; the cat has been lost in the garage for days at a time over the winter; and my wife has posted an ultimatum on the refrigerator.

Do I want to? (clean out the garage)

Yes and no, but mostly, YES. I want the end result of the clean garage: a place to park; all of that useless clutter gone from my life; rescuing the family pet; and the gratitude from my wife when it’s all done.

Can I? (clean out the garage)

I need a plan. When will I start; how long will it take (realistically); do I need help; how will I haul all the stuff to Goodwill or the recycling center; what if it takes longer than I have planned; is there a deadline on that sign on the frig; and do we have a large supply of Meow Mix?

Will I? (clean out the garage)

I need to; I want to; I have a plan and some friends who said they would help. I won’t let anything else get in the way, I will focus my time and effort, I will buy pizza for everyone involved and I will find the cat!

If all your answers are YES, spring forward my friends!

Difficult Discussions Deconstructed

When I was out at dinner last week, I noticed a trend in the restaurant industry. Several items on the menu were presented by our waiter as "desconstructed". A chicken pot pie was broken down to it's essential ingredients and piled high in a bowl, topped with a square biscuit. A salad with several sweet and savory vegetables, fruits, nuts and cheeses came to the table in a wheel of color, carefully separated and ready to be constructed by the owner.

My theory for this trend is that diners want to know exactly what they are eating. There are no surprises hidden between the leaves of lettuce or under the flaky crust or creamy sauce of casseroles from the past. 

Some things are better when they are broken down to parts that all can see... and digest one at a time if necessary. 

We've done the same with difficult conversations. Here's the basic structure and plan...and, some ideas on how to begin.

1. Open Discussion – talk about the purpose and goals for the discussion.
2. Present Critical Issue and Rationale – what issue needs to be addressed and the reasons why.
3. Ask for Reaction and Their Ideas -- listen to what they have to say and ask for suggestions from them on how to solve the problem.
4. Present Potential Solutions -- combine your solutions and theirs and discuss all the possibilities.
5. Close – actions to be taken by whom. Who will follow up?

 And how do you start the discussion? Try some of these:

• ·      I’d like to talk to you about____.
• ·      I think we may have different ideas on how to ______.
• ·      I have something to discuss with you that I think will help us work together (even) more effectively.
• ·      I need your help with something. Can we talk about it?
• ·      I’d like to see if we might reach a better understanding about ____. I really want to hear your thoughts/feelings about this and share my perspectives as well.
• ·      I think we have different perspectives about ____. I’d like to hear your thinking on this and move closer on our points of view.

F    From the outside looking in, a difficult conversation may look like succotash. But, when you deconstruct it, the parts are all things you recognize. You just need time dice them up and put them on the plate for presentation. 

World's Best Boss

In his time on the long-running sitcom “The Office”, Dundler Mifflin’s boss, Michael Scott, was a perfect example of what not to say, what not to do, and how not to act as the leader of an organization. Unfortunately, part of what made the show so hilarious and popular was, most people could relate to some boss or coworker who seemed to take their cues from Michael.

“I want people to be afraid of how much they love me,” Michael once said.

Fortunately, for every Michael Scott, there are many more great leaders throughout history and in present business, sports, politics and industry who inspire their employees on a daily basis and increase productivity as they go. How do they do that?

“Outstanding leaders go out of their way to boost the self-esteem of their personnel. If people believe in themselves, it’s amazing what they can accomplish,” said Sam Walton.

Here are 12 tips to get you started:

1.    Choose optimism and opportunity.

2.    Consistently meet with team members one-on-one.

3.    Allow team members the chance to talk to you.

4.    Create a plan for team members on which you both agree.

5.    Organize meetings filled with energy, excitement and enthusiasm.

6.    Monitor and give feedback (appreciative, constructive and goal oriented).

7.    Inspect what you expect and assist with corrective action.

8.    Lead by example and coach positively and effectively.

9.    Always follow through.

10. Transfer skills to team members through example, demonstration and coaching.

11. Determine what is a skill issue vs. a will issue and address accordingly.

12. Retain people by listening, communicating and building them up.

“A leader is a dealer in hope.” —Napoleon Bonaparte