personal leadership

August 6, 2015 by sereynolds

7 Foolproof Practices For Maximizing Your Time

The following article appeared on Inc.com today as a part of my column, “Behind The Desk.” Look out for new columns every week!

We need to think differently about time. It’s not as if we haven’t been trying. Time-management courses have been around for decades, and work/life balance has become a clich. Some question whether work/life balance is even possible.

Others argue we shouldn’t be talking about balance at all, but time or life choices. Many people feel they don’t even have a choice about their time in a fast-paced, high-pressure world, which makes the whole about which vocabulary to use entirely moot.

The fact is, you will never have control of your time unless you take control of your time. That means stopping long enough to get a handle on what’s happening, reflecting on whether it’s working, and learning new ways to maximize the time you’ve got.

Here are a few shortcut strategies for maximizing your time that I teach my executives and entrepreneurs–they’re simple and you can do them in your head or on a piece of paper:

Modeling. Modeling your time means figuring out what the ideal schedule would look like. You sit down with a pencil and a sheet of paper and sketch the way you’d like the next stretch of time to look. In just a few minutes you can design your ideal week, or even day, month or year. It will take time to turn the model into reality, but now you know what’s possible.

Define your time. This means figuring out what “types” of days you need, just as you have different kinds of clothing (professional acquaintances, neighbors, college buddies), you can also have different kinds of days.

For example, types of days can be: meeting days (when you are available to meet with others), work days (you keep to yourself to do your own work), flex days (a flexible day to provide a cushion for spillover activities), admin days (catching up on paperwork), or days off (for rest and renewal). You can also go by half days or even two-hour blocks if a full day is too long.

Defining your time allows you to get into one mind-set for a particular type of activity and stay there, so you can find your rhythm.

Make appointments with yourself. It’s a strategy so simple I’m always amazed more people don’t use it more often–set a meeting with a specific purpose and be there to get the job done. Some tasks might include: e-mail catch up, coaching appointment, read up on industry news, review financials, or strategic planning. For example, you might set aside the first Monday of every month to review financials.

Breaking time rules. You can escape the rules of time, like that you must work 8-10 hours per day or that you must be available by phone and e-mail at all times. You might start defining the length of your workday by the result you achieve instead of the hours you’ve worked. Time rules don’t necessarily mean working less, but they do mean working with more freedom and choice.

Making time rules. For efficiency and quality of life, you can apply your own rules to how you’ll use your time. Here are a few examples from other leaders and entrepreneurs I have worked with:

Never open e-mail before planning the day.
Never schedule a meeting before 9 or after 4.
Turn off my computer after 7pm.
Spend no more than one evening away from home per week for a work event.

Time rules, even small ones, have the advantage of being concrete and explicit, making it easier to hold yourself accountable.

Replace multitasking with “unitasking.” Mutlitasking is a fact of life in a high-speed world, but many studies have shown that it actually cuts productivity. The strategy behind “unitasking” is to do one thing at a time, even for a short time. This will improve concentration, calm you down, and allow you to get more done in less time.

Considering that on average only about three minutes out of every hour are used with maximum focus, you can improve your rate of concentration with just five minutes at a time. Then fifteen. Then twenty. You don’t have to unitask all the time, just when it counts.

Power down. This means turning off technology. Free yourself the excess–just because you can take your laptop with you in the car and perch it on the passenger seat doesn’t mean you should. Not only does misuse of technology undermine the quality of your work, it also can strip away your gains. So just take the occasional step to power down when you can, turn off the technology, and do what will bring you progress and fulfillment.

The goal here isn’t to stock you up on more complicated notions of how to manage time. Instead, these strategies are meant to take what you already know about time and twist it–just a little bit–so you see powerful new possibilities. These shortcuts for maximizing your time are your exit off the fast track. You can do things much more quickly, easily, and enjoyably than the rest of the world by taking a different route–one of your own design!

July 22, 2015 by sereynolds

The 5 People Every Entrepreneur Needs on their Team

The following article appeared on Inc.com today as a part of my column, “Behind The Desk.” Look out for new columns every week!

Too many entrepreneurs and leaders suffer from Lone Wolf Syndrome. They do everything on their own with little support, making their attempts to excel harder than they have to be. You build a team not because you cannot succeed on your own, but because you can do more with the help of others.

Building your team means identifying the people in your life who are smart, experienced, insightful, perceptive, challenging, and inspirational–and asking them to support you in your success.

By team, I’m not talking about your assistant, your employees, or your vendors. That team helps you get your work done, they exist for the betterment of the business. But what about you, and your vision? This distinction is subtle but key.

Your team should be made up of leadership all-stars: your role models, mentors and inspirations. As members of your personal support team, they are committed to you know matter what your vision, where you work, or what goals you choose. They advise you, champion you, advance you, and elevate you.

So how do you choose which people to include on your personal team?

Pick someone who compliments your strengths. Don’t just pick people you like–pick people who challenge you, who have complementary strengths that will bring flexibility and balance to the team.

Pick someone who gives you clarity. This person is a long-term visionary, skilled in being able to look at the big picture, the picture on the box instead of all the little puzzle pieces, as I said in a previous column on scheduling your day. This way you’ll always have someone to remind you of what the ultimate goal is, especially if you’re engaging in a difficult decision process.

Pick someone with laser focus. To compliment the person mentioned above, choose a teammate with laser focus who can help you make sense of the puzzle pieces that generate the larger picture. This person can help to remind you of your short-term priorities, and keep your productivity levels high.

Pick someone who thinks outside of the box. This person is a true creative, someone who doesn’t stay within the lines. This person will keep you on your toes in terms of innovation, and help you to see past any obstacles in your path. If you ever feel stuck, this is the teammate who will help you figure out how to get over that fence in front of you.

Pick someone who provides emotional balance. Balance, and support as well–the need for emotional support isn’t given nearly enough credence in discussions on leadership development. Your personal team will need a presence to keep you balanced and content emotionally.

When I’m coaching professionals on the topic of building a personal support team, I always tell them that when it comes to picking the players, choose advocates, experts and inspirations. Advocates will champion and encourage you, experts will give you the knowledge you need to move ahead, and inspirations are contemporaries that make you want to better yourself. Every one of the five skills mentioned above falls into one of those roles–now it’s up to you to find them!

July 7, 2015 by sereynolds

Do You Need A “Workover?” 3 Steps To Starting A New Career

The following article appeared on Inc.com today as a part of my column, “Behind The Desk.” Look out for new columns every week!

If you follow this column, recently you read about my new series on your “workover.” If you missed it, a workover is a work-makeover–a transformation into a new and improved “you” that will lead to more confidence, a better reaction from others, and better success. You can find the entire article here.

The idea came from an experience I had with a recent client. This business owner had been a successful entrepreneur for decades, but with two new grandkids and a wife who was retiring, he was ready to do something different. Less intense. More rewarding. He decided he wanted to sell his business and get himself hired as an internal consultant in other people’s companies. He had the qualifications, and he had the idea, but he was missing several critical ingredients that would make it all work.

It seemed to me that he needed a work makeover. Just as TV personalities often pluck people off the streets and whisk them away for a head-to-toe transformation, I wanted to pull him into a conference room, work on the pieces that were getting out of date or were somehow not communicating the excitement and attraction he wanted, and return him to the marketplace as this year’s must-have new model. So we did that. We called it his workover.

The following are the three steps I shared with him, and that you can also use for a DIY workover.

Define your criteria. Before you do anything else, identify in a bulleted list the things that matter most to you in the next phase of your work life. What are you looking for now? What do you want?

For instance, if you’re looking for a new job, do you prefer the company is stable, or fresh and contemporary? Would you prefer to have flexibility to work from home, or is an office space important to you? Are you looking to give up your commute completely, or move to a new area? How important is mobility? Do you prefer to work independently, or with a team?

Think of your long-term vision, and describe it.

If you’re more of a visual person, the written list might not be your go-to method of defining your criteria. Instead, you might prefer to visualize what you want in your next job. I often walk through a “you and improved” vision with my clients, asking them to close their eyes and let their mind work out their vision, the audio of which I offer on my site here. Following the audio will help you get a more intuitive feel for what you want.

Rrank your criteria. Writing down your criteria for your perfect job is just the first step. But a workover isn’t about perpetuating the status quo–it’s about elevating yourself. Take the opportunity to rank your critieria so you not only know what’s important to you, you’ll know what’s most important. Doing this will ensure you don’t settle for second best.

For example, a client of mine (a marketing executive) was searching for a new position. She told me that this time, she only wanted to do things she loved to do. But her list of what that might be was very long and contained everything from “working with people” to “being creative” and “developing strategy.” Prompted to rank her criteria, she identified that of these criteria, what she really wanted was to find a truly creative and innovative environment. That one decision greatly narrowed her job search and led to an exciting new opportunity. She never would have found that if she had just told hiring managers she was a marketing expert. When you lump all of your skillsets together under one title like that, you lose the richness of what you do within your job that makes you happy. No, she had to tell hiring managers that she was a marketing expert interested in using her creativity in an innovative environment to open new markets. That level of specificity and the enthusiasm that came with identifying her number one criteria made her an extremely attractive as a candidate.

Refine what you would like to focus on. Now that we’re getting specific about what you want in your new job–in priority order – It’s time to get serious about what you want your day-to-day routine to look like. Get the clear picture of what it would be like to work in your favorite activities day after day. This is the internal part of your workover, and it will show up as confidence that you are a person who really knows what you’re after. You will have seen it in your mind, and now you can go out and pull it off in real life.

Whether you’re a seasoned entrepreneur looking toward your next move, or an executive looking to explore a new field, taking steps toward a workover don’t have to be daunting. When successfully managed, your workover can improve your quality of life, and leave you feeling generally more fulfilled. This is the second part of a three-part series. Next time we will focus on identifying topics and themes that will make your next job the best you’ve ever had.

June 26, 2015 by sereynolds

The Mirage of Success and the 3 Stages of Feeling Fulfillment

The following article appeared on Inc.com today as a part of my column, “Behind The Desk.” Look out for new columns every week!

You’re successful. You’ve read tons of books, read a ton of “best practice tips” articles online. You’ve scoured tradeshows and networking events. And all that time has finally paid off–your business is thriving, your clients are happy, and the future is bright.

But do you feel fulfilled?

The sideffect of success isn’t always happiness. Sometimes it’s anxiety, existential apathy, or even a sense of isolation.

I worked with a corporate vice president in the banking industry, and, on paper, she had it all: the salary, stock options, and security. Yet she felt vaguely dissatisfied, even bored, wondering if something better was out there. This is a fairly common occurrence for successful entrepreneurs and leaders.

Here are the three stages of finding fulfillment–the next time you feel deflated or discontent, despite the green numbers on the spreadsheet, do the following:

Stage 1: Mining for values. Mine your experience to find values; values are the cornerstone of fulfillment. Living in alignment with your values is crucial for harmony and fulfillment. Values include principles, standards, and qualities. They don’t include material goods or people.

Revisit good memories, dream up ideal scenarios, or recreate the imagery you saw when you envisioned a you-and-improved future. Go back to a time that was “just right.” Take notes, explore what it was about that time and those experience that make it a peak experience. Write all the elements, and reexamine the bigger picture.

Stage two: Defining your values. After you have your list of potential values, define them. Choose your top 5-10 values and describe what each one means–the significance they have for you, and how it looks and sounds in your life. Defining your values moves them from platitudes to personal priorities.

Write a sentence or two about each top priority means to you. Defining your values gives them specificity and clarity.

Stage three: Refining your values. After you’ve defined your values, refine them with a process of prioritization. It’s revealing to understand which “top” values truly matter the most.

Imagine you are starting over in a brand-new work environment. Looking at your draft list of values, as yourself: If you could only be certain of having one value honored, which one would it be? Test it. If you had to live a life where you could count only on this one value, could you survive? Would you want to? And if you could have two values? Three? Continue ranking your values in this manner until you’re satisfied you have them in priority order.

Ultimately, once you’ve completed these three stages you have collected the raw materials of a golden life. It’s up to you to build a life with them. By looking at the role your values play in helping you achieve fulfillment, you are already beginning to live your values, as coaches say. In living your goals, you’re connecting with yourself, truly allowing yourself to feel fulfilled, and opening yourself up for more success to come.

April 21, 2015 by sereynolds

5 Ways to Lead in Challenging Times

The following article appeared on Inc.com today as a part of my column, “Behind The Desk.” Look out for new columns every week!

What do leaders do when their stock price has dropped 75 percent and it’s their job to get it back up? What should leaders think when the thrilling vision they had for the future has been clouded by economic uncertainty? How do leaders get inspired when their employees are dejected, worried, and distracted–and let’s face it, on some level so are they?

Wait–don’t answer that. You can’t.

Because no matter how much you know about leadership, regardless of what the research says or what best practice implies, there’s only one way to find the right answers to these questions. Leaders need to find them for themselves.

In a time of unprecedented challenge, leaders don’t just need to lead their companies. They also need to lead themselves. They need strategies for improving their effectiveness while sustaining a sense of professional well-being. Every one of us has an internal source of strength and stability. Without care and consideration these renewable resources are seriously at risk.

In order to survive and thrive, leaders can’t just go about business as usual. Business isn’t “usual” anymore. It’s undergoing a seismic shift. Leaders need to get their footing in a shaky reality and learn to embrace the possibilities ahead.

So how does a leader actually practice personal leadership? What do they need to do? It looks like this:

Take time to think. Leaders need to step out of the daily rush and think about what they’re doing and why. Doing so, they will find the clarity and focus they need to get back into the action in the most effective way.

Look inside. Instead of being driven by the demanding urgencies, leaders can discover their inner resources–their strengths, their values, and their aspirations. Take for example, the leadership practice of visioning. Visioning is so vital that it is practically the prerequisite Chapter One in any book on the subject of leadership. Leaders of all kinds must have a clear vision to succeed. They need to know where their organization is going and why, and they need to communicate that vision clearly at all levels inside the organization and out.

But on a more personal level, leaders must also have a vision for themselves. At the level of the leader, visioning becomes something different than that longstanding vision that has to stand the test of time. It becomes something more fluid, more intuitive, and more flexible. It is a vision that changes as they change, but with consistent themes over time. The goal is not for a leader to establish one clear and permanent vision but to learn the skill of getting clarity about their vision again and again. For example, take an operations executive in a global medical equipment firm who had gotten overwhelmed by the pace of change in his company, which was growing exponentially, and his personal life, in which he was supporting aging parents. He had begun to be plagued with the big existential questions, like, “What am I doing?” and “What’s it all for?” By using visioning techniques as a way of finding clarity, he was able to discern what he wanted for himself as a leader, a son, an aspirational executive, and a person. As his circumstances continued to change, he learned to reconnect with clarity about his own personal vision–one that helped him to both be a better leader and lead a better life.

Rethink time and teams. The efficiencies of personal leadership come from a paradigm of abundance. Leaders need to recognize the wealth of resources available to them when they maximize their time and use the supportive people in their lives to help them achieve.

Work with a coach or mentor. Personal leadership is supported by a partner who can pose thoughtful questions, make observations, and help leaders learn to see new possibilities.

Look for ways to align and integrate one’s life. We are who we are wherever we are. The closer leaders can tie their true selves to their leadership roles, and in turn their leadership roles and their lives, the happier and healthier they will be–on all fronts.

Is it easy? Not necessarily. Introspection can be hard work. Is it worth it? Ask yourself: What would change for leaders if they had an inner resource to help them maintain stability and security within themselves when the world outside seems so unsound?

Successful leaders know that answer. Here are a few words from leaders who value the personal side of leadership:

“Leadership is personal. Management is personal. There’s something very powerful about bringing your whole self to work.” -Sheryl Sandberg, COO, Facebook

“If you can get your talents and passions to align with the organizational need, you’re really in a position when you can maximize contribution to company and achieve your career best.” -David Kilby, Director of Intel University, Intel

“As leaders it’s time to dig deep personally. There are a lot of people out there that are frozen. It’s a time to create a new future, and we can’t do it if we can’t think clearly.” -Lisa Weber, President, Individual Business, MetLife

When you practice personal leadership, you can take the practices of leadership more generally and apply them to oneself. As a result, both you and your team will flourish, even in challenging times.

April 7, 2015 by sereynolds

Senior Vice President at MGM Resorts Gives 3 Life-changing Ways to use Feedback

The following article appeared on Inc.com today as a part of my column, “Behind The Desk.” Look out for new columns every week!

We’ve all encountered organizations that are going through a lot of change. I recently worked with an organization going through a transitional phase – they had a new division and even that division had gone through a major overhaul so they could be higher functioning within the whole of the company. All of that change can be hard on a team. Fast-forward a year later, I talked to one of the senior leaders on the team and found out that things had dramatically improved. The team was functioning productively, communicating with each other, making positive changes, and they were really on the right track.

I interviewed the Senior Vice President at MGM Resorts, Kelly Litster, to find out the strategy they used to make the difference. She said one word that stood out to me: feedback.

These are the three things Litster’s team learned about feedback:

We learned how to give feedback. One important step this team took to improve its performance was to create a sort of social contract. They agreed to a number of behaviors they wanted to hold themselves accountable for. The team started practicing a “scoring” technique to track how well they practiced the behaviors individually, and learned how to give feedback to explain their scores for each other.

Teams like Litster’s often include a number of common elements in their “operating agreements.” Some items might include avoiding blame, looking for the root cause of a problem, communicating messages even when they’re hard to say, and receiving messages without defensiveness even when they’re hard to hear.

Litster’s team held themselves accountable to scoring each other on those behaviors – a technique that made it possible for each of them to see how they score numerically, quantifying their behavior. Each individual team member can see the items they need to work on, try to remedy it and watch their score go up. It allows them to keep track of how they’re doing and provides a vehicle for how to communicate those messages and transform their culture.

We learned how to take feedback. Litster observed that on her team, members grew in their ability to listen and open their minds to feedback, learning how to do things differently instead of being closed off.

“We had to build trust,” Litster said, “The contract (or promise to behave a certain way) started us off – we joked about it before we could live by it. Then we had some serious trust building to do. Once there was a tiny bit of trust and someone was vulnerable – the team started to come together.”

They say a breaking point either leads to a breakdown or a breakthrough. In Litster’s case, it led to a breakthrough. They made it safe to give feedback within their team culture, so important messages could be both delivered and received. Taking hard feedback may not always been easy for a team member. It may not be pleasant. But it is helpful, and essential to elevate the team.

We learned how to use feedback to make improvements. Litster noticed that her team learned to assert themselves, to be necessary for the service of the greater goal even if the feedback made them uncomfortable initially, and they learned how to help each other. They also learned how to ask for help. Then they tracked their results and watched as the whole team came together in a more effective way. They also became open about giving compliments and offering help. The whole atmosphere became more congenial and productive. Perhaps most importantly, they were able to start demonstrating that they genuinely cared about one another and helped each other succeed.

If you lead a team, consider how you can use these same strategies for transforming the culture in an equally positive way.

Is your team comfortable giving and receiving feedback?
Do you have a system for communicating what’s important and how people are performing?
Do you have an agreement about how to improve based on the feedback?

With these three practices on using feedback that were so successful on Litster’s team at MGM Resorts, you can tackle a changing corporate landscape productively, and you’ll learn a lot about yourself and your colleagues along the way.

March 31, 2015 by sereynolds

Separators, Integrators and Cyclers: 3 Ways to Balance Your Life

The following article appeared on Inc.com today as a part of my column, “Behind The Desk.” Look out for new columns every week!

“I don’t believe in work-life balance.” Speaking with business leaders about how they think about their time, I’ve heard that same sentence three times in the last week.

At first I was tempted to debate with them. I do believe in work-life balance. Regardless of how you frame it–some people prefer to call it “work-life choices” or simply “life”–I believe you have the opportunity to live a life where you have plenty of time to do the things you need to do in the office or at home.

Apparently, that’s arguable. Questions I’ve seen in media headlines on the topic challenge the concept.

“Is work-life balance possible?”

“Does an expectation of balance put undue pressure on people?”

“Shouldn’t we all just learn to integrate our lives in this 24/7 world?”

A healthy debate like this can help us see different angles on this challenge we all face. Yet, sometimes the debate over how we “should” organize our time spirals into a more negative version–the “I’m right/you’re wrong” kind of confrontation that leaves everyone feeling attacked.

The real problem isn’t that we have different perspectives on work-life balance. The problem arises when we try to impose our views on others.

A client of mine recently complained when his boss overloaded him with extra projects that would stretch him past capacity. When my client dared to point out the obvious–that with so much work at once, he couldn’t possibly do a quality job–his boss snapped at him for “not pulling his weight.” For the record, this client was one of the highest-performing leaders in the division, and not one who could fairly be seen as a slacker. The underlying problem was that his boss thought working 24/7 was acceptable at any cost. My client did not.

In another interaction I witnessed, one manager berated another for “working so hard you never see your kids.” Again, this was an unfair judgment. I knew both managers to be extremely family oriented and perfectly healthy time managers. The problem arose because they simply worked differently–and judging each other only caused animosity.

Frustrated by the pattern I was witnessing, I wanted to find a way to help people out of the struggle and into a more productive point of view.

Then I met Ellen Kossek, who offered a solution.

Ellen Kossek is a Professor of Management at Purdue University’s Krannert School of Management, Research Director of the Susan Bulkeley Butler Center for Leadership Excellence, and author of CEO of Me: Creating a Life that Works in the Flexible Job Age. She has a theory about approaches to work-life balance and, along with her colleagues, has developed a work-life assessment to help individuals understand their styles. She calls the three types of approaches separators, integrators and cyclers.

Rather than continue to wrestle with the issues of work-life balance (and whether it’s even possible) you might consider which of these approaches work best for you.

Separators. Separators compartmentalize. During the weekdays and the workday, separators focus on their work and the task at hand. When the weekend hits, the separators put the phone down, reclaim their freedom and enjoy their down time.

An example of a separator is a client of mine who is a CEO of a start up firm. She has several children, and between her family and her job, she could easily choose to work all day, everyday. Instead, she consciously chose specific hours for work and specific hours for home, and she made an agreement with both her firm and her family to adhere to the schedule. She made sure everyone was taken care of–including herself–and from them on, she felt free. Both her clients and her family knew what to expect, and everyone became accustomed to her schedule. She knew that separating was the way she worked best.

Integrators. Integrators blend the different parts of their lives all together.

An example of a great integrator I know is a small business owner. Dramatically successful and with a fast rise into seven figures, she loves to work. She also loves her life. This entrepreneur chooses to work wherever she is, whenever she wants to–or not. She has her phone, laptop and car at her disposal at all times. She does what she wants to do and goes where she has to go and gets it all handled along the way. She can be found taking a business call on the treadmill or sitting with her kids in the office conference room having coloring time. She might leave work at three in the afternoon to pick up her kids, but then after everyone is situated at home she’ll sit at the kitchen table with her laptop and join an evening conference call.

Integrators allow work and home life to blend together. As long as they make sure they have time for themselves and their work, and as long as everyone’s needs are met, it all seems to come together and everything gets accomplished.

Cyclers. Cyclers follow what might be seen as a more traditional model: work hard and play hard, each in their own time.

If you’re a cycler, you go through phases that are all about the work. Your hours might be long, and you work really hard, allowing yourself to stay focused and reach important milestones and outcomes.

Then you go on vacation. You completely unplug. You sleep and swim and play. You feel restored and happy, and when the vacation’s over, you put away your beach towel and head back to work.

This model seems to work well for a lot of people. Parents, especially, seem to benefit from aligning their work schedule to their kids’ school calendars, which tend to operate with this “cycling” approach. They can work while the kids are in school and then take off the breaks that their children get, whether it’s two weeks at the holidays, a long weekend here and there, or even those long summer vacations. Entrepreneurs, executives, and inventors I’ve known have all appreciated the ability to immerse themselves in their work for awhile, and then reward themselves with some good, quality time off.

Let’s revisit the scenarios I posed earlier in this article. The manager who wanted my client to work 24/7 was a cycler; his style bumped up against the values of his direct report, who was a separator. The manager who scoffed another manager’s workaholic-seeming style was a separator also; but she misread and misinterpreted her colleagues’ integrator way of life. With Kossek’s lens on work-life balance, none of these people were “wrong” in their way to managing their time. But they were wrong to judge other people for managing their time differently. Many different styles can accomplish the same goal. The real way to judge the effectiveness is to gauge whether the work gets done in a way that supports a healthy quality of life–however you define it.

As you consider these three models, ask yourself a few questions.

What model appeals to you most?
What model are you living with now?
Is there any way to bring the two closer together?

Once you choose your way of making your life work, you can more easily accept other’s choices and go about focusing on your own.

March 10, 2015 by sereynolds

The One Sentence You Need To Tell Your Boss, And Yourself

The following article appeared on Inc.com today as a part of my column, “Behind The Desk.” Look out for new columns every week!

Often when I work with executives and business owners, they complain that they feel underappreciated for the hard work that they do. They may have received feedback that they’re valued in the past, and they may feel accomplished. But they don’t always feel like others recognize their worth to the company.

If that sounds familiar, you may be tempted to blame the people around you. Why can’t they see how hard you work? Why don’t they appreciate how much you contribute to the organization? Well, the answer may be that you haven’t taken the step to tell them.

If you want to be viewed as a valuable, contributing member of your organization, you need have the words to articulate your value. If you can’t explain your value to others, they may have a hard time identifying the value themselves.

An easy way to do that is with a simple strategy I call your Concrete Measurable Result. Knowing your Concrete Measurable Result helps you quantify what they bring to the table.

Your Concrete Measurable Result is a single-sentence statement of value that illustrates the results of your efforts.

For example, one might say: “This year, as a result of my marketing efforts, I added $50,000 in new sales of products to our bottom line.”

Or: “As a result of my business developments and networking efforts, I added three big new clients to our clientele this year, who are collectively worth $300,000.”

Or: “As a result of my efforts to improve efficiency, I minimized time-wasting activities across my team and department, and we calculated that we saved 20 percent of our time, which we reallocated to strategic activities, including one project that was worth $3 million to a client.”

All of these are examples of Concrete Measurable Results in which individuals have quantified their efforts to show their value.

There are three main parts to creating a statement of Concrete Measurable Results:

Part One: Describe your effort. Put your finger on what exactly your effort was to create the result. Did you hire a new team and get them on board? Did you put in extra hours to polish a piece of work? Did you come up with a brilliant new idea that’s now paying off? This piece is critical, because it helps you to understand where your efforts are making a difference, and thus helps others to see it, too.

Part Two: Describe the result. Say: “As a result of my efforts, I accomplished ‘x.'” Look for something that wouldn’t have happened otherwise. For example, if you hadn’t personally studied the map of the production floor, the company wouldn’t have generated a productive re-design. Or if you hadn’t improved your qualifiying technique for customers, your company would have wasted a lot of time and money on ineffective advertising. This is the part where you list the result, showing the meaning for someone else and the company as a whole.

Part Three: Quantifying the result. If you really want to drive home your value–for your company and for yourself–try putting some hard numbers to the results. Here you’re looking for dollar figures, or a percentage increase or decrease. This is where the results become concrete and measurable.

Now that you have this information you can use it in the following three ways:

You can write the statement ahead of time, identifying the concrete result you hope to achieve at the beginning of the year to set a goal.
Another way is to use the statement as a reflection, evaluating at the end of a project whether it was worth it, or where your time is best spent going forward.
Last, your Concrete Measurable Result tells you what you need to be communicating to others. Don’t make people guess at your impact; let them know about it. If you feel like you’re working very hard but you’re not sure you’re getting the result, it might be because you’re not making yourself aware of how valuable you really are–being able to identify your worth in just a sentence or two helps you know that and communicate that to others.

Now, we should note that Concrete Measurable Results are not about bragging or puffing yourself up. They’re certainly not about taking credit where it’s not due or overshadowing others. Rather, your Concrete Measurable Results are simply a measure you can take to see where you’re having the biggest impact on your company–and to help others see it, too.

Related: 6 Signs You Need a Coach

February 17, 2015 by sereynolds

How To Save Your Struggling Business With Personal Leadership Practices

The following article appeared on Inc.com today as a part of my column, “Behind The Desk.” Look out for new columns every week!

The mark of a company able to adapt to a changing environment and to seize opportunities are leaders that lead the business, lead others, and most importantly lead themselves. Leaders perform best when aligned to a vision that inspires and motivates them to act.

Successful companies that maximize the talents of their leaders build personal leadership into their cultures, focusing intently on developing and communicating a meaningful vision and strategy; aligning the motivations of individual leaders to the direction of the firm; and effectively strengthening leaders’ skills and abilities to prioritize and make decisions that deliver the intended results–both for themselves and those they lead.

Entrepreneurs can build a culture of personal leadership by emphasizing the vision and strategy of the firm, and helping leaders to identify their personal goals and objectives.

Ask yourself:

What counts as success for your firm? How, and how consistently, is that message conveyed?
What do individual leaders care about that will motivate them to achieve success for your firm, for clients, and for themselves?
What do leaders need in terms of support for effectively prioritizing activities, developing action plans and managing their time?

Questions like these can help leaders align their efforts both to the firm and to their personal motivations, leading to a greater ability to leverage existing talent and sustain performance over time.

If the firm has decided to place its bets on its talent and make that its competitive advantage, then it’s got to do better. How do you do that? You get very clear about the vision, make sure everyone is aligned to it, clarify the strategy for the firm, and teach individual leaders to make their own personal and uniquely-motivating visions and goals for themselves. Then empower them to deliver on those visions and goals with skills related to action planning, prioritization, time management, and so on. The idea is that the individual leaders are so excited and energized by what’s in it for them personally that they align all their efforts to that achievement, and that achievement rolls up into the vision of the firm.

The image is one of, let’s say, a subway station. People are milling about, on their cell phones, individually getting things done but in no particular direction. One could stand on the balcony and say, “Look at all those busy people! So focused on their work… Everybody getting stuff done in their conversations and on their laptops even as they wait for the train…”

But compare that to a pack of marathon runners–all lined up and running the same direction at the same time toward the same finish line. They need to put their efforts into making sure everyone was running the same direction, for the same reason, and doing their best to stay focused on the same finish line. Then they could focus on minimizing the distractions that come from a lack of focus (such as poor decision making skills, poor prioritization, poor time management) and building up the leaders to do even more, better, faster (through coaching and mentoring).

Personal leadership assumes that leaders perform best when they are at their best, personally as well as professionally. So in addition to getting organized around vision, strategy and goals, it’s important to foster a strong appreciation for what it means to be a high performer and what it takes to sustain that level of success.

If your firm wants to capitalize on the investment its making in its leaders, it would recognize that to get the best results out of these kind of talented individuals, it needs to help them not just achieve but find a sense of personal motivation and fulfillment that will inspire and motivate them to over deliver not just for the firm, but also for themselves. That way, everyone wins.

January 28, 2015 by sereynolds

The Top Learning Strategy Used By Leading Fortune 500 Companies

The following article appeared on Inc.com today as a part of my column, “Behind The Desk.” Look out for new columns every week!

Often in the beginning of the year we’re energized to learn new things. As an entrepreneur you have many opportunities to do this, like attending workshops or conferences.

But the strategy that I find the most effective, which you can do inside or outside a workshop or conference, is to create what I call a “mastermind.”

A mastermind is a group of approximately three to five people supporting each other in their learning. The group offers support, helps keep other members accountable, and keeps the momentum going to help build upon lessons learned or projects underway.

Think about your biggest challenge. Now imagine that today you have two or three other people dedicated to helping you work it out. They listen to your questions, they offer advice, and they help you find solutions. Then, when their problem is resolved, you turn and listen to theirs. This is the essence of a mastermind.

If all you do is attend an event or read a book, you won’t get the mileage you could if you set up a group of people who want to learn this with you and put it into practice. Set up your own mastermind to follow through. The more you follow-up on your learning, the more in-depth your learning is.

Based on a study by Edgar Dale, we remember:

10 percent of what we read
20 percent of what we hear
30 percent of what we see
50 percent of what we see and hear
70 percent of what we discuss with others
80 percent of what we personally experience
95 percent of what we teach others.

Since masterminds are all about discussing with others, cultivating our own personal experience with the subject matter, and teaching others, the information has a better chance of being applied and built upon.

I have set up leadership development programs for companies like Adobe, MetLife and Microsoft, and while many of these programs have traditional components, the mastermind strategy is the one that can accelerate your learning past the program.

Whether it’s part of your professional development learning or an independent project, you can set up a mastermind group for yourself.

First, identify two or three people from whom you get energy from and who you think you can learn from, either at your level or above.

Ask if they’re interested in setting up a meeting once a month, whether it be a phone call or in person.

For example, three saleswomen from around the world might get on the phone once a month and discuss how they’re tracking their numbers, which will keep them accountable for their tracking, and then they can discuss how they can attain their goals.

After you have set up logistics, set a regular agenda. For example, establish that once a month for two hours each person will have 40 minutes-each. Or, a mastermind can be held once a week for an hour, each person receives about 20 minutes. Another option is to set up a mastermind every other week for one hour, giving each person 10 minutes and saving time for a group discussion.

To get the most out of your meeting, acknowledge some of the hurdles you’re facing. You might have masterminds that last for just a few sessions, or you might have some that last 10 years. You get an edge if you keep focused and keep learning.