Riding through the speed bumps of life: the vehicle is personal responsibility

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Riding through the speed bumps of life: the vehicle is personal responsibility

I was on my bike ride this morning listening to Seth Godin’s Tribes – again. He was talking about taking risk and how when you don’t — you really do get stuck in the proverbial rut. Then I saw this sign Traffic Calming. What happened to Speed Bump? (This link will make you laugh!)

Do you change the words to mask the real message? Get out of your own way. You may have a mental “border control” that doesn’t let you think differently because of the ingrained negative thinking that holds you from taking risk. Learn to challenge your own thinking.

You will fall off your bike when you hit life’s speed bumps. I guarantee it. Dust yourself off, get back on and try another approach. Read a book, watch a video; just find a new path. When you keep taking the same route, you won’t see opportunity and you definitely won’t take personal responsibility. Evaluate all the ways you mentally derail yourself with negative self-talk and how you conveniently change the message to suit your situation. Challenge your own decision making skill.

As I was riding, the next block had the sign Speed Tables. What the heck does that mean? Maybe the thought was if someone doesn’t get Traffic Calming, the Speed Tables sign will get their attention.

How do you use personal responsibility to get through the speed bumps of life?

Marsha Petrie Sue

Professional keynote speaker

Tags: accountability by Marsha
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Unexpected Surprises: why paying attention pays off

4 experienced leaders sharing leadership ideas

Enterprise Network is a networking group I’d heard of in Phoenix. I was invited to their last meeting by their incoming president, Linda Lang whom I had met while keynoting the California Association of Community Managers Annual Meeting.

They had a panel of Real Estate experts: Holly Eslinger – Exclusive Homes and Land, John Foltz – Realty Executives, Martha Appel – Colwell Banker, Sam Wercinski – former AZ Real Estate Commissioner. Their topic was Business Survival Strategies. You would think this was about Real Estate – but it was more about leadership.

Here are the unexpected surprises I noted down that, I believe, should be relearned and reemphasized to every employee and leader in the business world today, especially with all the unrest facing us each day.

• Eliminate status quo and complacency.

• Think about the competitors coming together to solve industry downturn. What are you willing to share?

• Act sooner and take responsibility first.

• Get back to the basics. Think employee retention.

• Listen and be 100% resent otherwise people lose their own value.

• Do not buy into the panic. This will increase employee productivity.

• Control your anxiety level. Be part of team conflict resolution.

• Till the soil now for planting the future harvest. The guru? Chris Brogan.

• Cross train and mentor. Think communication development.

• Print out positive emails, add a personal note and post for all to see.

• Say Thank You. Do it often and mean it.

• You create the attitude of your group. This is personal responsibility.

• Start conversations about expenses and revenue with everyone.

• Think about coaching for sales people vs. running a print ad.

• Invest in people and value current customers.

• Always think of self-regulation.

What skill, thought or action is helping you cope in your job?

Tags: Uncategorized, leadership, networking by Marsha
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Crying in the Workplace: A big NO NO

Problem: You have an employee, colleague or friend who is very talented but when they are given feedback, even of the simplest kind, they start crying. This person is a TOP performer and has great potential. You are thinking that they either lack confidence, or their expectation of themselves is too high, but then maybe it’s fear of failure. As a leader, you want to help. You know that if they do not get their emotions under control and learn to communicate more effectively, they will sabotage their succession to the top. You interview their past manager/supervisor and determine that this has been an ongoing problem. The good news is it’s not you! Maybe you should get this pin?

Here are some ideas:
1.    Listen to how you mentally react to the crying employee:
a.    Crying does not automatically mean weakness.
b.    Accept that their crying makes you uncomfortable.
c.    Consider that their crying could be a ploy to manipulate you.
d.    Keep an open mind and look past your conventional wisdom and embedded prejudices.
e.    Polish your communications and stay calm. Don’t feel guilty.
f.    Don’t allow their crying to push you into tabling the topic at hand.

2.    Let the employee cry, offer a tissue, and try to empathize. Ask questions to determine what’s bothering them. Show your concern.
a.    Let them vent and when they are done, ask, “Is there anything else?”
Quickly focus on solutions.
b.    Ask, “Have I said something to personally upset you? If so, what?”
c.    Ask, “As a leader, know that I want to help you succeed. What is your concern?”
d.    Ask “If this is of a personal nature and you are not comfortable discussing the issue with me, would you please allow me to find someone to help you?”
e.    “Please let me know when you are ready to continue our discussion.”

3.    If you have to, reschedule the meeting and make sure you get back together within 24 hours to resolve the original reason for the meeting.
a.    Don’t launch into the feedback initially.
b.    Do discuss the perception of crying in the workplace. (Lack of professionalism, poor self-leadership, low self-confidence, negative self-esteem.) Make a list with them.
c.    Set a goal to help this person change their mental thinking and emotional habits

4.    Determine the outcomes this person wants in the workplace, their job and their career.
a.    To address this issue at a “non emotional time” consider asking: “I have something of a sensitive nature I would like to discuss with you. Can we discuss this now?” You are asking permission to discuss crying on the job.
b.    Be their mentor or help them find one.
c.    Determine if there is a real behavioral or emotional problem. If so, contact the EAP (Employee Assistance Program) person, Human Resources department or someone else who can help.
d.    Emotional outbursts of any kind are not appropriate in the workplace. Consider including such a statement in their job responsibilities and expected outcomes. This should be done for all employees.

Marsha Petrie Sue, MBA, CSP – Professional Speaker and Writer
Annoy People: Take Personal Responsibility

http://t.pm0.net/s/c?6h.bkbz.1.7qpe.

Tags: accountability, job success by Marsha
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Communicating to Clients on line (aka Marketing)

Part of communicating with clients and potential clients is marketing on line. I recommend (again) a new book is Trust Agents — a very interesting read with the “how to” on doing it all – www.TrustAgents.com. This is all part of communication development. All of this will help you increase your productivity. It sure has mine!

Also – Authority Rules free report and you don’t have to leave your name or sign up for anything. http://authorityrules.com/ – Again, more great information.