resiliancy

Frontline Festival: Leaders Share about Overcoming Setbacks, Resiliency, and Lessons Learned (with video)

Welcome back to the Let’s Grow Leaders Frontline Festival. This month’s festival is about overcoming setbacks, resiliancy, and lessons learned. Thanks to Joy and Tom Guthrie of Vizwerx Group for the great pic and to all our contributors! Next month’s Frontline Festival is all about employee engagement in relation to customer service.  Submit your relevant blog posts here!

Resiliency and Overcoming Setbacks

According to Chip Bell of Chip Bell Group, customers love service providers with a “never say die” attitude. When that resilience is part of their manner, customers feel they have an advocates working on their behalf. He shares a guest post he wrote for Eileen McDargh with more on the topic of “Service Resiliance.”  Follow Chip

Susan Mazza of Random Acts of Leadership  reminds us that if we want to set ourselves up to be resilient enough to pursue dreams through to realization, it is critical that we get clear about more than just goals–but also why those goals truly matter.  Follow Susan.

great books on resilienceOn the best books I’ve read on resiliency is Option B by Sheryl Sanburg and Adam Grant. What concept I found particularly useful was the 3 traps that sabotage resliency: Permanance, pervasiveness, and personalization. You can read more about the 3 Ps In Eileen McDargh’s post as well.

Given the horrific parade of disasters in recent times, this post from Eileen McDargh of The Energizer looks at what survivors can do AND what those who wish to help others can do. Follow Eileen.

In this 20 minute podcast interview, Jesse Stoner of Seapoint Center for Collaborative Leadership interviews Eileen McDargh, who explains how resiliency is a life skill that supports you not only during challenges and times of adversity, but also during times of opportunity and growth. Resiliency is not about bouncing back, it’s about bouncing forward.   Follow Jesse.

Julie Winkle Giulioni of DesignArounds advises that the ability to learn, develop and grow is today’s only sustainable competitive advantage. As a result, effective leaders appreciate the need for learning agility.  Follow Julie

Sean Glaze of Great Results Teambuilding advises that we apply and repeat three amazingly simple ways to help our team, so they will be far more likely to thrive through change and overcome common pitfalls often encountered on the path to progress. He also provides a second post about invisible fences that limit your team.  Follow Sean.

John Hunter of Curious Cat Management Improvement thinks the key is to actively seek to learn and create robust systems.  The best way to be resilient and overcome setbacks is to actively seek knowledge and improve.  Don’t try to explain why failures were unavoidable or blame others (which are both common) or ignore them.  Instead seek out the reasons why the causes of the result (systems in the organization, your thought process, the actions you took…) led to the problem and seek to change so the future will have better results.   Follow John.

Lisa Kohn from Thoughtful Leaders Blog presents leadership lessons of yellow birds, where she shares that there are always simple ways available to us to find meaning and motivation to be the best leader — and person — we can be. We just have to be open and look for them.  Follow Lisa.

Paula Kiger of Big Green Pen shares an anecdote about how she and her daughter tackled replacing a doorknob together,  rather than hiring a locksmith. It gave them renewed confidence, mother-daughter bonding, and lessons that applied to more than home repair. Follow Paula.

Alli Polin of Break the Frame advises that we can never predict when life will feel like it’s crashing down. She offers encouragement to open the window to what’s next with these three lessons on resilience and change.  Follow Alli.building resiliency

Jon Mertz of Thin Difference gives a charge: Leaders, take note. There is enough chaos in the world. We do not need to create more. Good leaders know how to find the center in chaos and focus on what matters most. That’s how we can make positive change. Follow Jon.

Lessons and Learning

On her recent trip to Scotland, Shelley Row of Shelley Row Associates applied some important concepts to scaling difficult tasksFollow Shelley

Mike Kappel of Patriot Software shares his hard-learned lessons on working with a team and how small business leaders can improve their team building skills.  Follow Mike

Thomas Mangum of ThomasMangum.com shares about how power doesn’t make you a leader, caring does.  Follow Thomas.

Beth Beutler of H.O.P.E. Unlimited offers some ponderings about the time when the mistake–was hers.  Follow Beth.

Wally Bock of Three Star Leadership shares what he learned–and didn’t learn–from his worst boss ever.  Follow Wally.

David Grossman of The Grossman Group shares a leadership lesson he learned about inspiration and aspiration from Disney’s Moana.

 

 

 

Frontline Festival: Leaders Share About Team Building (with video)

Welcome back to the Let’s Grow Leaders Frontline Festival. This month’s festival is about team building. Thanks to Joy and Tom Guthrie of Vizwerx Group for the great pic and to all our contributors! Next month’s Frontline Festival is all lessons learned, overcoming setbacks and resiliency.  Submit your relevant blog posts here!

Leaders need to adjust to the skill and abilities of the people, and don’t expect new people to fit into the team exactly as those doing the job previously. John Hunter of Curious Cat Management Improvement reminds us to take care to design the system to minimize risk of failure and maximize the advantages each employee brings to work every day in Take Advantage of the Strengths Each Person Brings to Work. Follow John.


Sean Glaze of Great Results Teambuilding tells us a good leader will recognize the importance of encouragement as a key part of team building.  In 12 Exalting Phrases Leaders Should Share with their Team, he helps you to take advantage of every opportunity to be an encouraging and inspiring flame that your people want to be near and benefit from.  He also shares ways to strengthen your team even if you aren’t ready to schedule a team building event.  Follow Sean.

David Grossman of The Grossman Group  explains that research shows the best and most effective teams aren’t those that combined the best and brightest people, but rather, something you might not expect.  Follow David.

In Are You a Team Player? Nikki Heise of Ridgeline Coaching explores the definition of team and asks how we look at our teams at work.

Most of us do most of our work in teams. Here are four important things you should know that make a core work team effective, from Wally Bock of Three Star Leadership  Follow Wally.

Looking for teamwork quotes? Here are some unique ones from Inc.

Jesse Stoner of Seapoint Center for Collaborative Leadership shares how understanding the characteristics of effective teams gives you a target to shoot for and better prepares you to support your team’s development. They conducted an extensive research study which revealed six Benchmarks of Team Excellence.  Follow Jesse.

In the post,The Biggest Barrier to Your Team’s Development? You,  Robyn McLeod of Thoughtful Leaders Blog shares how to avoid getting in the way of your team’s success and the steps you can take to help them flourish.   Follow Robyn.

Learn about three critical factors leaders need to employ to help keep their employees on course to achieving the long-term goals of their organization via Tanveer Naseer of Tanveer Naseer Leadership  Follow Tanveer.

Chris Edmonds of Driving Results through Culture asks “How can your team boost it’s performance?” then looks at Formula 1 racing for insights. This pit crew changed all four tires during a mid-race pit stop in less than three seconds! Everyone knowing their responsibilities doesn’t boost team results – everyone working in harmony while doing what they must do is the way to nirvana. Follow Chris.

Are your teams coming up with the same old tired solutions to new problems? Learn how to inspire them through the use of creativity via Eileen McDargh of The Energizer   Follow Eileen.

A strong team can take any crazy vision and turn it into reality. – John Carmack

Team building is an important part of managing a small business workforce. Foster collaboration between your employees with these simple team building activities from Amanda Cameron of Patriot Software, LLC    Follow Amanda.

In order for a team to function properly and effectively, they must find common ground. Eric Torrence of Thin Difference shares five ways we are all alike. By focusing on what unites us, even tasks that seem insurmountable are possible.  Follow Eric. 

Shelley Row of Shelley Row Associates observed strong teamwork in an unfortunate, emergency situationFollow Shelley

American Business models began to move away from “command-control” in the 1990s. Since then, team building has been covered from top to toe over the last decades because it was a novel approach to performance.  Michelle Cubas, CPCC, ACC, of Positive Potentials, LLC  asks, why does it still seem foreign to many managers?   Follow Michelle.

Beth Beutler of H.O.P.E. Unlimited gives us some questions to ask when our team doesn’t seem to be performing wellFollow Beth.

brand awareness

Frontline Festival: Leaders Share about Building Brand Awareness

Welcome back to the Let’s Grow Leaders Frontline Festival. This month’s festival is about building brand awareness. Thanks to Joy and Tom Guthrie of Vizwerx Group for the great pic and to all our contributors! Next month’s Frontline Festival is all about team building. What’s your favorite team building experience? What are your best practices for building teams?  Submit your relevant blog posts here!

Our Reflections on the Festival Contributions and Insights on Building an Army of Brand Ambassadors

John Hunter of Curious Cat Management Improvement  talks about how building brand recognition with your team starts with inspiring passion in your message and teaching employees about what your business stands for.  Aligning Marketing Vision and Management  

David Grossman of The Grossman Group explains that when done well, internal branding is a powerful and proven strategy to drive engagement and the behaviors leaders want inside organizations, especially as it relates to a company’s ability to deliver on its brand promise. Top 10 Tips for Successful Internal Branding Efforts  Follow David.

Brand is just a perception, and perception will match reality over time. Sometimes it will be ahead, other times it will be behind. But brand is simply a collective impression some have about a product. – Elon Musk

Michelle Cubas, CPCC, ACC, of Positive Potentials, LLC discusses team buy-in on brand awareness which takes many forms. Find ways to support your efforts.  Ways to Build Team Brand Awareness   Follow Michelle.

Amanda Cameron of Patriot Software, LLC   says that building brand recognition with your team starts with inspiring passion in your message and teaching employees about what your business stands for. Building Brand Recognition With Your Team   Follow Amanda.

Shelley Row of ShelleyRow.com warns us that the tone of our emails can negatively affect our brand. Flaming Emails: Don’t Be THAT Person.    Follow Shelley.

Beth Beutler of H.O.P.E. Unlimited  looks at why something as simple as our email signature can help our brand.  Five Ways to Make Your Email Signatures Work!   Follow Beth.

The keys to brand success are self-definition, transparency, authenticity and accountability. – Simon Mainwaring

A Few of My Thoughts on Brand Awareness

So many companies have strict social media policies for employees. I’m always struck by the impact social media can have in progressive companies who embrace these powerful tools and encourage their employees to blog and tweet about the brand. Encouraging employees to have a voice and not just be a “bot.”

I love this Inc. article, How to Find the Right Employees to Be Your Brand Ambassadors, where Eric Markowitz shares how to recruit and encourage employees to promote your brand on social media.

My most popular piece on the topic was published in Brand Quarterly   7 Ways to Turn Your Employees into Brand Ambassadors.

In this Fast Company article, 10 Excuses That Silently Damage Managers Careers, David Dye and I tackle some of the language that can easily derail your personal brand.

In The Amazing Side Effect of Making-it-Right Customer Service, we explore the benefits of customer service that builds brands and creates a best-in-class customer experience.

I’m often asked to speak on how to turn your employees into brand ambassadors. I really enjoyed my work with senior HR leaders at the HR Asia Summit C-Suite Symposium forum this spring on the topic, where we discussed the importance of building empathetic connections between employees and your companies purpose– and connecting what you’re asking employees to do, with why you’re asking them to do it at every level of the business.

 

Snap, Crackle, STOP– What's Your Brand?

Have you ever thought of yourself as a brand?

Most people associate brands with companies, services or products– but don’t always stop to think about their personal brand let alone how to build it.

This is a guest post from Jonathan Green.

“Jonathan is a culture evangelist who focuses on leadership development behaviors and communications strategies. His expertise is service models that provide world-class experience. He has worked in a variety of verticals including Finance, Utilities, Tech, and Telecom. Green has spent the last seven years working for a large Telecom provider and thoroughly enjoys the fast paced and ever-changing environment. Check out his blog at monsterleaders.com

As individuals, we actually have much more at stake as our brand is being observed, assessed and judged on a regular basis. In my work with young leaders, I carve out time out to help them consider their brand and to be deliberate about enhancing promoting it. The key is simplicity. Break it down into manageable parts.

1 – Image

2 – Behaviors

3 – Attitude

I usually start by relating the personal branding process to one of two topics that most of us have dealt with at one time or another: dating and cereal.

Dating

Consider the following:

When you go on a first date, what are you looking to teach your date about you?

… that your baggage is not as severe as that of her last boyfriend/girlfriend?

… that your brain functions at a normal capacity?

… that your hygiene practices are in line with conventional societal norms?

… that you are the kind of person they would want to live with until the end of time?

Your BRAND is on the line, and you are selling it. Your image is a mix of who you actually are and who you want the other person to believe you are. You don’t start a conversation with the worst decisions you have made in your life as you do not want to be defined by those. However, those are part of who you are, they are the scars and stripes that you carry with you all the time. So is your image true to yourself? Do your behaviors match your desired outcome? And most important, you have a choice in what attitudes you bring to the table is your attitude one that others want to subject themselves to?

Now, Mix in Cereal

Another way to look at it is to think of yourself as a brand of cereal.

Is it good for you? (do others want to be around you?)

Do you like the taste (do others enjoy talking to you, learning from you, sharing experiences with you?)

Is it made by a company that is safe and reputable (can you be trusted, do your behaviors build relationships?)

Some Easy Steps to get started

1. Ask yourself some questions
– How do I want to be viewed?
– What words do I want others to use to describe me?
– What words best describe the ideal me: reliable? intelligent? upbeat?…?

2. Reverse engineer your brand
– what behaviors must I exhibit to be viewed in this way?
– with whom should I be involved?
– where should I hang out?

3. Check it
– Do my behaviors reinforce my desired brand?
– What words are being used to describe me?

4. Who is promoting your brand?
– who is selling your brand, to whom and where?
– recruit some “sales people”

Encouraging young leaders to consider these questions can help set the stage for important inner dialogue and external changes. I have found that this work leads to amazing development, growth and a future driven by behaviors that matter.

Snap, Crackle, STOP– What’s Your Brand?

Have you ever thought of yourself as a brand?

Most people associate brands with companies, services or products– but don’t always stop to think about their personal brand let alone how to build it.

This is a guest post from Jonathan Green.

“Jonathan is a culture evangelist who focuses on leadership development behaviors and communications strategies. His expertise is service models that provide world-class experience. He has worked in a variety of verticals including Finance, Utilities, Tech, and Telecom. Green has spent the last seven years working for a large Telecom provider and thoroughly enjoys the fast paced and ever-changing environment. Check out his blog at monsterleaders.com

As individuals, we actually have much more at stake as our brand is being observed, assessed and judged on a regular basis. In my work with young leaders, I carve out time out to help them consider their brand and to be deliberate about enhancing promoting it. The key is simplicity. Break it down into manageable parts.

1 – Image

2 – Behaviors

3 – Attitude

I usually start by relating the personal branding process to one of two topics that most of us have dealt with at one time or another: dating and cereal.

Dating

Consider the following:

When you go on a first date, what are you looking to teach your date about you?

… that your baggage is not as severe as that of her last boyfriend/girlfriend?

… that your brain functions at a normal capacity?

… that your hygiene practices are in line with conventional societal norms?

… that you are the kind of person they would want to live with until the end of time?

Your BRAND is on the line, and you are selling it. Your image is a mix of who you actually are and who you want the other person to believe you are. You don’t start a conversation with the worst decisions you have made in your life as you do not want to be defined by those. However, those are part of who you are, they are the scars and stripes that you carry with you all the time. So is your image true to yourself? Do your behaviors match your desired outcome? And most important, you have a choice in what attitudes you bring to the table is your attitude one that others want to subject themselves to?

Now, Mix in Cereal

Another way to look at it is to think of yourself as a brand of cereal.

Is it good for you? (do others want to be around you?)

Do you like the taste (do others enjoy talking to you, learning from you, sharing experiences with you?)

Is it made by a company that is safe and reputable (can you be trusted, do your behaviors build relationships?)

Some Easy Steps to get started

1. Ask yourself some questions
– How do I want to be viewed?
– What words do I want others to use to describe me?
– What words best describe the ideal me: reliable? intelligent? upbeat?…?

2. Reverse engineer your brand
– what behaviors must I exhibit to be viewed in this way?
– with whom should I be involved?
– where should I hang out?

3. Check it
– Do my behaviors reinforce my desired brand?
– What words are being used to describe me?

4. Who is promoting your brand?
– who is selling your brand, to whom and where?
– recruit some “sales people”

Encouraging young leaders to consider these questions can help set the stage for important inner dialogue and external changes. I have found that this work leads to amazing development, growth and a future driven by behaviors that matter.

Label With Care: Creating Possibilites Through Better Personal Branding

How we label ourselves matters. Sometimes we wear old labels without even noticing.

Years ago, I attended a diversity workshop with an exercise designed to get us thinking about labels. The main idea was that the more we talked about our differences in a safe environment, the better we would understand one another and get along. If we got along, our teams would be high-performing and results would follow.

We all were handed a stack of sticky labels and a marker. The first step was to list all the labels that we used to describe ourselves (mother, friend, change agent, energetic). We then placed these labels all over our bodies and walked around and talked about how we felt. The next step was to have others create labels for us based on how they saw us.

We then donned those stickies (with more discussion). This led to others giving us really nice labels (nice, kind, smart)… and a big group hug at the end. I must admit that although I love the concept, this was a bit corny, even for the HR gal (yup, one of the labels I was given)…but it was a snuggly day, and we all felt better and went back to work.

I hadn’t thought about that exercise in years. Until recently, when the image of the labelled swarms came rushing back.

I have been working with a few folks on broadening their career horizons. After years of being really, really good at what they are really, really good at, they are feeling stuck. They want to try new stuff, but they are being viewed so positively in one arena, people are having a hard time seeing the possibilities and other talents.

And then, I started seeing the truth in labeling. It is not always others putting the “stickies” on them. I began noticing that under pressure, the first label they put on is the most comfortable. “Oh, I can do that, I’m the ____ woman.” Leave it to me, I’ve got years of experience doing __” They keep putting on the tattered labels they claim they are trying to release.

When they see it, they do great work on repackaging.

How we talk about ourselves matters. We can label ourselves without even noticing. We’ve been saying the words so long, we forget the implications.

It might be time to refresh the label exercise, in a virtual way.

  • What labels do we put on first? Why?
  • What labels are we most proud of? Why?
  • Which labels do we want to discard? Why?
  • What labels are yearning to put on our forehead… next? Why?