15 Dec
PeopleTek Coaching Decision Making, Success

Dream or Reality?

It’s not new for us to talk about the need to have a vision, mission, and supporting goals in order to achieve our desired successes. We generally discuss them from the perspective of the business world, and we’ve decided to expand that and share the goals of marathoner Scott Jurek.

Some of Jurek’s achievements include winning…

  • the Hardrock Hundred (2007)
  • the Badwater Ultramarathon (2005, 2006)
  • the Spartathlon (2006, 2007, 2008)
  • the Western States 100 Mile Endurance Run (1999-2005)
  • He also won the silver medal and set a new US record in 2010 at the 24-Hour World Championships in Brive-la-Gaillarde, France.

Goals help us turn our dream into reality.

Jurek’s suggestions for goal setting include (excerpts from Cecilia Meis; Success January 2017):

  1. MAKE IT SUSTAINABLE
    Your goals should be specific and motivating
  2. DON’T OVERSHOOT
    Create 3 levels: A, B, C   A= Your dream/stretch goal; B and C = Accomplishing something new
  3. TREAT YOURSELF
    Have a reward program that incents you to want to do even more
  4. TAKE A BREAK
    Switch gears for a short time when feeling stuck or unmotivated; rest and re-fuel
  5. STAY CONFIDENT
    Don’t let Gremlins (self-doubt) derail you; recognize them and take action
  6. TAKE BABY STEPS
    Be aware that major goals can be overwhelming; make a subset of “mini” goals to promote and achieve results

What are you doing to make your 2017 dreams a reality?

QWIKTIP BONUS READING

Learn how to more effectively develop yourself.

08 Dec
PeopleTek Coaching Change, Decision Making, Success

Work Hard and Have Fun – Thuan Pham, CTO Uber

Uber’s CTO Thuan Pham is a leader who likes to work hard and have fun doing it.

Born in Vietnam, he, along with some family members left the country and initially went to Indonesia but ended up in the U.S. in 1980.

He attended MIT, graduated in 1991 and held leadership positions at HP Labs, Silicon Graphics, DoubleClick, and VMWare from 1991 to 2013.

It was a whirlwind, and he wanted to take a year off to decide his next career move.

The Power of Appreciating Differences & Healthy Challenges

Pham was clear about his work environment philosophy:
The company must have a big mission.
He must like the team (smart, motivated, passionate).
He must like his boss.

Enter Uber. An Uber board member encouraged Pham to meet with Uber CEO Travis Kalanick. After many hours of discussions (which turned into hours of interviews), Pham found that he and Kalanick were very closely aligned. They didn’t always agree, and that was okay.

They were able to reach mutually acceptable decisions, appreciated their different perspectives, could challenge one another, and shared what they were passionate about. So much for taking a year off!

They knew there would be many challenges as well as some mistakes in a company growing as quickly as Uber, but lived the motto “The quicker you fail, the more you learn, and the better you become if you get to survive and grow.” They knew they had to take risks!

Wow. We wonder how many more work environments would thrive if team members could disagree with one another (and their boss), if differences were appreciated, and if healthy challenges occurred (for the good of the company), without repercussions.

Pham shared:

It’s the hardest job I’ve ever had – but that’s why it’s the most fun job I’ve ever had. Every day I get to do new things, and every day I feel like I’m getting better in some way.

He also shared his life lessons.

Thuan Pham Life Lessons

  1. It doesn’t matter how smart you are, there are always people smarter than you.
  2. Push yourself toward new fields and new problems to solve.
  3. Never allow yourself to be comfortable.

What are your life lessons? Do you work hard and are you having fun doing it? We hope so!

Excerpts from:
http://www.geekwire.com/2016/qa-uber-cto/
Bloomberg Business November 14-20, 2016

QWIKTIP BONUS READING – click to read why PASSION IS ENERGY

10 Nov
PeopleTek Coaching Change

Times Are A-Changing

It’s not a news flash that times are a-changing both personally and professionally.

During any change, there will be an adjustment period, and during this period expect there to be anxiety. We could manage what was known (even if we didn’t like it), but we rarely know the best way to manage what we don’t know.

Life is a series of natural and spontaneous changes. Don’t resist them – that only creates sorrow. Let reality be reality. Let things flow naturally forward in whatever way they like.–Lao Tzu

Change is both a challenge and an opportunity for growth; it’s also a cause of stress and may breed a climate of mistrust due to differing views and opinions.

As leaders, we can’t disregard the feelings of those around us. We need to listen, and we need to give and receive feedback in an honoring way and appreciate the differing opinions.

It’s also essential that we keep on track professionally, and that we provide a sense of calm and guidance to our organization.

  • We need to restate our vision and our goals
  • We need to identify what’s left for us to accomplish before the end of the year
  • We need to begin to strategize and plan for 2017
  • We need to assess if or how the changes could impact us
  • We must address any know obstacles

Last month we shared that “Adapting to Change” and the ability to “Apply Sound Judgment” were 2 critical competencies for high performers. We also said:

We need to expect that change will continue to occur at a rapid pace, and with it, discomfort and uncertainty. Use clarity and communication to lessen levels of anxiety.

This seems to be a great time to excel in these areas!

BONUS – QWIKTIP – Click to read about CHALLENGES

03 Nov
PeopleTek Coaching Career, Leadership

Recent Promotion?

Do you have a plan in place if you’re a newly promoted leader, or if you’re the leader of a newly promoted team member?

Specifically, what do you do? How does the transition occur? Who is actively involved? What’s the process?

Questions and Considerations For New Leaders

If your actions inspire others to dream more, learn more, do more and become more, you are a leader.
–John Quincy Adams

If you’re a new newly promoted leader, ask:

  • What are your new roles/responsibilities?
  • What are your individual goals?
  • What are the goals of the department?
  • How are goals measured?
  • What are the team strengths?
  • What are the biggest challenges you’ll face?
  • Do you need to “up” or acquire any new skill-sets?
  • Who could be your mentor?

And, ask your team members for their perspective. This provides you with an opportunity for one on one time and will help you build relationships. It also lets the team know you’re willing to listen, and that you care.

  • What do they view as the team strengths?
  • What area(s) would they recommend be developed or have process changes?
  • What do they appreciate most in a leader?
  • How can you best lead the team?

If you’re the leader of a new newly promoted team leader, provide:

  • Role clarity and expectations
  • Individual and team goals
  • Known challenges ex. Goals, vendors, internal or external customers
  • Reward and measurement processes
  • Conduct weekly update meetings. Keep them brief but be available, ensuring a smooth transition and removing a sense of abandonment
  • Conduct a monthly one on one. Share expectations, obstacles, general perceptions, and jointly create a development plan

Leadership is about “taking others where they’ve never gone before and would not go on their own.” Have a transition plan in place and help make becoming a successful leader a reality.

BONUS – QWIKTIP – Click to read how to SHARE YOUR VISION

20 Oct
PeopleTek Coaching Career

Career Ambition: Obtaining Your Dream Job

Are you passionate about the role you play at work?

Have you set goals and identified tasks to better enable you to reach your 2 year, 5 year, and 10 year goals?  If not, create a plan now, market yourself, and identify the skills and behaviors you will require to obtain your dream job!

Career Ambition  = Passion, Skill, and Will

Champions are made from something they have deep inside.

A desire, a dream, a vision.  They have to have last minute stamina, they have to be a little faster, they have to have the skill and the will.  But the will must be stronger than the skill.
– Muhammad Ali

Seven items have been identified that impede individuals from obtaining their dream job (excerpts from For Your Improvement by Michael Lombardo and Robert Eichinger).

  1. Unsure of what career is truly desired.
  2. Bored, in the wrong organization, or in the wrong career.
  3. Unwilling to make sacrifices to get ahead.
  4. Unclear on how careers really work and how people get ahead.
  5. Inability to market oneself, stand out, get noticed.
  6. Hesitant to express career wants, needs and desires.
  7. Stuck in a comfort zone; unwilling to take a career risk.

How to get started:

-Assess your strengths and identify and take action on your weaknesses

-Obtain a mentor and establish a “board of directors” that will provide you with objective and meaningful feedback

-Identify your “dream job” options

-Step out of your comfort zone and don’t become complacent.

-Share and make your successes known to clients, peers, and bosses.

-Get a coach. They will help you determine what you really want and keep you focused on your dream.

Don’t ask yourself what the world needs. Ask yourself what makes you come alive, and go do that, because what the world needs is people who have come alive.
–Howard Thurman

BONUS – QWIKTIP – Follow this link to read why Passion Is Energy

10 Oct
PeopleTek Coaching Leadership

4th Quarter Check-In

Can you believe we’re in the last quarter of 2016? That means we have less than 3 months to accomplish our goals and take action on leadership development plans.

NOW is the time to review organizational and personal goals, assess unfinished business, and begin planning for 2017.

Aim higher. Stay focused.
–Brandon Adams

4th Quarter Check-In Questions

  • Have achieved goals been acknowledged and recognized?
  • What targets have been missed or neglected?
  • What are your priorities for the next 3 months?
  • Does your organization have a talent retention plan?
  • Does it have leadership bench-strength?
  • Is technical savvy sufficient to keep abreast of changing times?
  • Have relationship enhancements occurred as needed?
  • Has action been taken on becoming more courageous leaders?

As a reminder, Courageous leaders:

  • Have and live a dream.
  • Document goals.
  • Commit to goals.
  • Understand personal and team strengths.
  • Communicate.
  • Address conflict.
  • Develop others.
  • Delegate.
  • Enhance a skill.
  • Remain controlled.
  • Give rewards.
  • Succeed and learn from failure.

Answering the questions listed above and utilizing the courageous leadership skills will position you to take appropriate actions to differentiate between IMPORTANT issues (those which contribute heavily to goals and objectives and have high value) from URGENT issues (those that require immediate attention but may not contribute to the success of meeting goals and objectives).

All of our behaviors are intended to support our goals, mission, and vision. Aim higher and stay focused!

BONUS – QWIKTIP – MAKE SURE EVERYONE IS ONBOARD

03 Oct
PeopleTek Coaching Success

Impediments To Success

We all have our own styles and preferences, and we go about attaining our goals and inspiring others in our own unique way. What we need to know is if our preferred style includes impediments to success.

There are ” minor” work place foibles which begin to chip away goodwill.
–Marshall Goldsmith

Marshall Goldsmith’s List of 21 Bad Habits

  1. Winning too much: the need to win at all costs and in all situations when it matters, when it doesn’t, and when it is beside the point.
  2. Adding too much value: The overwhelming desire to add our two cents to every discussion.
  3. Passing judgment: the need to rate others and impose our standards on them.
  4. Making destructive comments: the needless sarcasm and cutting remarks that we think make us sound sharp and witty.
  5. Starting with “No,” “But,” or “However”: The overuse of these negative qualifiers which secretly say to everyone, “I’m right. You’re wrong.”
  6. Telling the world how smart we are: The need to show people we’re smarter than they think we are.
  7. Speaking when angry: Using emotional volatility as a management tool.
  8. Negativity, or “Let me explain why that won’t work”: The need to share our negative thoughts even when we weren’t asked.
  9. Withholding information: The refusal to share information in order to maintain an advantage over others.
  10. Failing to give proper recognition: The inability to praise and reward.
  11. Claiming credit that we don’t deserve: The most annoying way to overestimate our contribution to any success.
  12. Making excuses: The need to reposition our annoying behavior as a permanent fixture so people excuse us for it.
  13. Clinging to the past: The need to deflect blame away from ourselves and onto events and people from our past; a subset of blaming everyone else.
  14. Playing favorites: Failing to see that we are treating someone unfairly.
  15. Refusing to express regret: The inability to take responsibility for our actions, admit we’re wrong, or recognize how our actions affect others.
  16. Not listening: The most passive-aggressive form of disrespect for colleagues.
  17. Failing to express gratitude: The most basic form of bad manners.
  18. Punishing the messenger: The misguided need to attack the innocent who are usually trying to help us.
  19. Passing the buck: The need to blame everyone but ourselves.
  20. An excessive need to be “me”: Exalting our faults as virtues simply because they’re who we are.
  21. Goal obsession: Doggedly pursuing tasks or goals instead of paying attention to relationships or the personal needs of others.

We’re pretty sure some of these (if not most) hit home as you’ve likely observed them in others, and you may even have exhibited some yourself.

What’s key is awareness. Make an effort to avoid chipping away at the goodwill of others!

BONUS – QWIKTIP – Confidence and Competence

08 Sep
PeopleTek Coaching Leadership

7 Leadership Traits

Work harder on yourself than you do on your job.
-Jim Rohn, Author, motivational speaker

Leadership. Many of you have heard this before, but we define leadership as:
Taking others where they’ve never gone before and wouldn’t go by themselves.

We believe everyone is a leader, regardless of title or reporting structure since we all have the ability to INFLUENCE others. And, we also believe effective leaders are continual learners.

In order to be a strong leader, Mr. Rohn feels there must be a commitment for self- development and identifies 7 “must have” leadership traits:

  1. Learn to be strong but not impolite
  2. Learn to be kind but not weak
  3. Learn to be bold but not a bully
  4. Learn to be humble but not timid
  5. Learn to be proud but not arrogant
  6. Learn to develop humor without folly
  7. Learn to deal in realities

What were your thoughts when you read through the list? How many have you mastered? Which could you further develop?

Did any names come to mind (co-workers / bosses) where you thought these traits were either consistently displayed or severely lacking?

Pick two areas for development:
A strength you already have (how can it be further developed?)
An “opportunity” (which from the list left you feeling uneasy?)

Add them to your development plan, make a commitment, and check your progress monthly. Let us know how you’re doing!

QWIKTIPS BONUS:
Follow this link for more on Leaders Are Continual Learners

15 Aug
PeopleTek Coaching Leadership

Leadership Can Be Simple

If your actions inspire others to dream more, learn more, do more and become more, you are a leader. —
John Quincy Adams

Everyone is a leader, in every profession, every role, no matter what title or pay level.

I was visiting a state national park this past weekend and will keep it nameless to protect the innocent.

Being a leadership developer and coach, I am curious to what people say about their leaders. I was walking out of the park and a friendly park ranger decided to open up about his management.

In his opinion, his current leader is outstanding and he wasn’t shy about telling me why. I asked what made the difference for him and he said this:

“My previous manager had no new ideas. He had been in the role for over 40 years and basically just tried to survive until retirement. He was a very good guy but had no ambition to make anything better.

When he was replaced, the new manager came in with fabulous ideas and encouraged me to make things better. I was able to clean up the area, put in new rocks and tables, fix and replace broken sinks, and paint the walls of the restrooms”.

LEADERSHIP CAN BE SIMPLE!

While the ranger’s actions seem simple, it turns out that that is exactly the point. Leadership can be simple. It is empowering yourself and others to go where they have never gone before and maybe wouldn’t go by themselves (or wouldn’t without permission).

The new leader truly inspired and led this ranger to go and do what he wanted to do which was to make things better for the patrons of the park.

While the previous manager was a nice person, had good ethics and was easy to get along with, that wasn’t what was needed to make the park the best experience for the visitors.

What I noticed was the enthusiasm this ranger had for his job, his passion for excellence, and his ideas to make things better. All he needed was the spark to excel.

He could have easily taken a different road and just bided his time for his retirement. Instead he opted to make a difference. I would advise this wonderful ranger to go a step further – speak to his leader about his improvement suggestions for what could be done. (and if you have the latitude, just make the changes on your own). While there is risk, the rewards will set you free.

BONUS – CLICK HERE to read why FEAR IS A BARRIER TO SUCCESS

04 Aug
PeopleTek Coaching Leadership

Influence

The greatest ability in business is to get along with others and to influence their actions.–
John Hancock

INFLUENCE. Some think you need direct reports in order to influence others. We believe that we are ALL leaders and that our behaviors and actions DO influence others regardless of our workplace title.

One great way to influence others is to understand their goals. What are they trying to achieve? What obstacles are they facing? How could they be helped? Do they want assistance?

If yes, determine what and how you can help them attain each goal. A friend found this formula:
LEAP = Listen, Empathize, Agree and Plan

Listen to their goals, empathize with their situation, agree on tasks and options to achieve them, and begin to plan together.

It’s our past experiences, our observations, and how we’ve interpreted situations that affect levels of influence. This includes understanding and utilizing our own attitudes and beliefs, and our perceptions of the attitudes and beliefs others.

Our “self-talk” also greatly impacts if and how we’ll influence others. A lack of confidence will inhibit us from expressing our opinions, especially when we fear rejection.

There are two different styles that are used in influencing others:

1. Openness in communication
2. Consideration for others

Our level of openness is what dictates how willing we are to share our life experiences, our thoughts, and our emotions with others. (In contrast with volunteering minimal information).

Consideration is displayed by our willingness to accept and respond to others in the way they prefer. To some this includes an intensity to preserve the rights of others as they would their own. The opposing style is to display little respect for the opinions, feelings, and reactions of others, with no interest in showing support.

Last week we talked about body language. Skillfully and positively influencing others includes paying attention to:

  • BODY POSTURE
  • FACIAL EXPRESSION
  • EYE CONTACT
  • TONE OF VOICE
  • FLUENCY OF SPEECH
  • DIRECTNESS OF SPEECH
  • VERBAL BEHAVIOR

Passion has a lot to do with the effort we’ll make to influence others. If passion is missing, it’s easy to defer to others and step back. When passion exists, we’re much more likely to influence others to a greater extent, and risk disagreement or rejection.

Do you actively influence others?

BONUS

Follow this link to read about SELF TALK

25 Jul
PeopleTek Coaching Leadership

Leaders Developing Leaders

Why top companies have our leaders train theirs

American Express, Sinclair Broadcast Group, and Balfour Beatty know the value of investing in their best.

That’s why they turn to PEOPLETEK. Our professionally certified coaches – many with impressive backgrounds from influential companies themselves – have been developing corporate leaders nationwide since 1996. It’s a process of leaders developing leaders at its finest.

Equipping leaders at all levels to achieve their goals helps your organization reach its highest potential. In 12 comprehensive sessions, the Leadership Journey gives your best people the tools, training, and self-awareness to lead their teams to enhanced results and effectiveness.

During the 12 interactive group sessions, attendees grow in confidence and effectiveness by:

  • Assessing their strengths and gaps via coaching, behavioral assessments, and 360 feedback
  • Learning to apply essential leadership skills to motivate peak performance
  • Strengthening communication, relationship and decision-making skills
  • Becoming adept at understanding, leading, coaching and influencing others
  • Overcoming differences in personality and work style to achieve common goals
  • Learning to cope with stress through change, conflict, and other challenges

ENROLL TODAY!

Or, sponsor a TEAM JOURNEY and we’ll customize the delivery to support your goals and challenges! ASK ABOUT GROUP DISCOUNTS!

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