Category: Leadership

Taking Time Off isn’t the Answer

Taking time off isn’t the answer when you don’t know how to live. A four-day workweek is pointless for miserable people.

Do you live to work or work to live? The answer is YES.

Taking time off isn’t the answer if you’re frantic and distracted during time on. Living for the weekend is futility.

Unrelenting obligations seduce you into the false belief that life is meaningful.

Work is futility when your body shows up but your heart stays home.

Time off isn’t the answer:

Wherever you go, take yourself with you.

#1. Taking time to start slowly.

“Start the day slowly.” Ken Blanchard

Self-reflection is a lighthouse.

It doesn’t take long to start your day slowly, only 10 or 15 minutes.

Tell your task-list you’ll be right there. Engage in spiritual practice.

1. Read.
2. Pray.
3. Meditate.
4. Breathe
5. Write in a journal.
6. Set an intention for the day.
7. ????

You already crashed if you leave home without yourself.

A short morning ritual is a point of stability in a turbulent world.

#2. Taking time for self-development.

Arrogant self-sufficiency destroys us and laughs when we crash.

The dumbest thing leaders say is, “I’m too busy to take time for self-development.”

Sharpen your ax or you will work yourself into oblivion.

#3. Taking time to practice gratitude.

1. Schedule gratitude walkabouts. (or zoom calls.)
2. Write down one point of gratitude before you go to bed. It’s OK if you want to write more.
3. Jot down three positive qualities of the people on your team.

#4. Taking time to lower your expectations.

There is a measure of futility in everyone’s life. Every pursuit or aspiration is a reminder that you aren’t there yet, and you never will be. Accept it.

What does living well look like in a turbulent world?

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Multitasking Makes you Stupid: Single-Tasking is Smarter

You can’t move forward when you’re running in circles.

You can’t efficiently do two complex tasks at the same time.

We’re addicted to constant distraction and repeated interruption. You feel insecure if your phone stops buzzing, for example.

Multitasking protects many of us from our insecurities.

Three versions of multitasking:

1. Perform two tasks simultaneously.
2. Perform tasks in rapid succession.
3. Switch between two tasks, multi-switching.

Five reasons we multi-switch:

1. Job requirements. Think of an emergency medical technician.
2. Disrespect. Colleagues and bosses don’t respect time.
3. Slow progress. “Let’s do something else. This isn’t working.”
4. Boredom. Sometimes switching improves attention.
5. Distraction. We’re addicted to distraction. If you don’t think so, sit quietly and calmly for 15 minutes.

Rapidly switching between tasks can cost as much as 40% of someone’s productivity time**. You also add switching-fatigue.

You expend energy doing tasks, but switching tasks also requires energy.

Multitasking makes you stupid:

Multitasking makes you stupid.

Some are better at multitasking than others, but some multitasking men had their IQ drop to the IQ of an 8-year-old*.

Single-tasking is smarter:

#1. Create time-chunks:

Suppose your average ability to focus is 20 minutes. Create several 20-minute chunks of time on your schedule to complete important tasks or reach milestones on large tasks.

Put your phone in the drawer for 20 minutes.

#2. Turn stuff off:

Open email. Use it. Turn it off.

Open the browser. Use it. Close it.

#3. Refresh frequently:

1. Stretch.
2. Close your eyes and breathe.
3. Walk around the block.
4. Get water instead of keeping it at your desk.

#4. Be present when you show up:

Noticing is being present.

You might notice what you see. Or you might set out to notice something specific like the energy level of your team members.

How might leaders move toward single-tasking?

*To Multitask or Not to Multitask | USC Online

**Multitasking: Switching costs (apa.org)

Multitasking, Productivity, and Brain Health (verywellmind.com)

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Influence – Sobering Truths and Delightful Opportunities

“… financial advisors are 37% more likely to commit misconduct if they encounter a new co-worker with a history of misconduct.” HBR

“… individuals tend to mirror the food choices of others in their social circles, which may explain one way obesity spreads through social networks.” Harvard Gazette

“When one employee leaves, the departure signals to others that it might be time to take stock of their options, what researchers call ‘turnover contagion.’”

59% consider quitting when a co-worker quits. NYT

Acknowledge influence:

You are you, in part, because of others. If I met five of your co-workers before meeting you and all of them hated work…

you probably hate work.

Three responsibilities of influencers:

The opposite of being influenced is responsibility.

Take responsibility for your splash-power – the impact of your presence on others.

What’s true of people after you’re done splashing on them?

#1. Notice the things that influence you.

If you don’t notice your influences, you are controlled by them.

This is as simple as falling prey to click-bate. You wakeup in 15 minutes having forgotten what you were looking for in the first place.

Click-bate is distracting influence. People create it to serve themselves, not you.

Distracting influences dilute the impact of your life.

#2. Choose your influences.

Hang out with people who reflect who you would like to become.

“Show me your friends and I’ll show you your future.” Unknown

#3. Be an influence.

1. Think more about your impact on others than their impact on you.
2. Choose your water. Show up to splash encouragement, insight, and energy on people.
3. Like people. See their strengths. Work to help them achieve their goals. Liking is a powerful influencer.

The people who influence you are the people who believe in you. Henry Drummond

Who are the positive influencers on your team? How are you multiplying their impact?

How might leaders maximize their splash-power?

It’s Today!

Join me on zoom TODAY for a live conversation with Mark Miller, VP of High Performance Leadership at Chic-Fil-A. I’ll ask some questions. Join in the open Q&A. There will be prizes.

We’re celebrating the launch of Mark’s tenth book, “Smart Leadership.”

Register here: https://bit.ly/3yMLpxY

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Six Limiting Beliefs That Hold You Back

“Shut up Nate. You’re never going to be any good… We’re not good at wrestling and we never will be.” Nate Zinsser’s classmate

By the time Nate became a junior in high school, the wrestling team had its first winning season in decades.

Today, Dr. Zinsser is the Director of the Performance Psychology Program at the United States Military Academy at West Point. This post is based on our conversation and his new book, The Confident Mind.

Six limiting beliefs that hold you back:

#1. Remember your failures.

It’s better to focus on memories of effort, success, and progress and the vision of the future you really want.

“Put yourself in a position to be more confident about yourself.” Dr. Nate Zinsser

#2. Always be your own harshest critic.

It’s better to reserve self-judgement for times when you can calmly acknowledge your weaknesses without belittling yourself.

#3. Always be logical.

Logic throws out creativity, joy, and the discovery of the things that give life its greatest meaning.

#4. Become really good before you become confident.

Stop thinking, “What else could I have done?” There is ALWAYS more you could have done. Confidence is a choice that you make regardless of the situation.

#5. Worship the experts.

Beware the tendency to overestimate others and underestimate yourself.

#6. Above all else, don’t screw up.

“I have found that nothing erodes and destroys confidence more than the fear of making mistakes in performance.” Dr. Zinsser

(The above list is adapted from, The Confident Mind, by Dr. Nate Zinsser.)

Confidence begins with the first win:

Sun Tzu said, “Victorious warriors win first and then go to war, while defeated warriors go to war first and then seek to win.”

The first victory is in the mind.

Dr. Nate Zinsser in his own words:

What limiting beliefs do you see around you? In yourself?

How might leaders defeat limiting beliefs?

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The Simplest Way to Have a Meaningful Day

Living without meaning makes beasts of us all. Just bury your head in the mud to escape drudgery.

Don’t let environments bully you into exhaustion. Walk through the door dedicated to manage meaningfully.

Managing with meaning turns muddy drudgery into play.

Living with meaning is easier than you might think.

Meaning in three or four words:

Strengths are bearings to anyone who feels adrift.

Write your name on a piece of paper and write beside it your talent, gift, or strength.

(Your name) a (your strength)

• Mary a relationship builder.
• Peter an energizer.
• Betty an influencer.
• Bob a getter-doner.

Functioning within your strength is effortless effort.

You’re like a kid on the floor with a coloring book, tongue out and feet dangling in the air, when you engage in meaningful action.

Working without meaning reduces you to a frantic windmill groaning in a hurricane.

The dignity and energy of managing with meaning:

You might end the day exhausted, but meaningful action results in gratifying fatigue.

Jobs don’t give you meaning. You don’t find meaning at work; you bring meaning to work. A manager who walks through the door drowning in stress and consumed with problems is little more than a beast.

Tips for creating your meaning statement:

1. Meaning often hides behind recurring frustrations.
2. Impact points to meaning. What positive impact do you frequently provide? Do you aspire to provide?
3. Limit your focus to areas of maximum impact. Meaning enables you to set boundaries.

Opportunity:

Don’t be discouraged when others aren’t like you. Perhaps your strength is seeing the big picture and you work with people who just want to get things done.

The things others can’t do gives meaning to things you can do.

How might you live meaningfully today?

How might you help others live meaningfully?

Mark Miller just launched his 10th leadership book, and I’m delighted to host his Virtual Launch Party! Mark your calendar for Monday, Jan 24 at 2 PM, ET to celebrate Mark’s new book, Smart Leadership. There will be prizes and an opportunity to win a gift from Mark! Register here: https://bit.ly/3yMLpxY

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How to Gossip Like a Leader

Everyone gossips.

Slander and backstabbing are destructive, but there’s a healthy side to gossip.

When you say, “Your reputation precedes you,” you acknowledge the power of gossip. Gossip is one reason businesses grow or fail.

Researchers define gossip as talking about someone who isn’t present. It might be positive, negative, or neutral.

The truth about gossip:

Megan Robbins and Alexander Karan observe that…

1. Extroverts gossip more than introverts.
2. Women in engage in more neutral gossip than men.
3. Younger people lean toward negative gossip more than older people.
4. Most gossip tends to be neutral – social information.
5. Gossip indicates closeness. We gossip with people we like.
6. We like to gossip because possessing secrets is powerful.
7. Generous, moral people are most likely to pass along rumors. (It’s often driven by concern for others.)

The value of gossip:

Dunbar’s research suggests that gossip strengthens social bonds. About 5% of gossip deals with freeloaders.

We police freeloaders – those who take benefit without paying – when someone says, “You better watch out for Billy Bob, he’ll take advantage of you.”

Feinberg, Willer, and Schulz suggest that we use gossip to protect people we care about by exposing self-serving people.

Reverse gossip:

My friend, Bob Burg coined the phrase, “Reverse gossip.” You might practice reverse gossip at the beginning of your next meeting.

Ask your team to say something good about team members who aren’t in the room.

Five gossip guidelines:

1. Never reveal a secret you have promised to keep.
2. Avoid negative speculations about people’s motives.
3. Don’t put someone down to elevate your status, ever.
4. Only pass along reliable information. Stick with your personal experience.
5. Say good stuff about people who aren’t in the room, a lot!

It’s possible to gossip your way to success.

How might leaders leverage the power of reverse gossip?

It’s a party… and you’re invited!

Mark your calendar for Monday, Jan 24 at 2 PM, ET to join me in the celebration of Mark Miller’s 10th leadership book. I will be hosting this special event, and Mark will be giving away prizes. He’s also giving away several copies of new Smart Leadership in Action Journal! 

Register here: https://bit.ly/3yMLpxY

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7 Reasons Returning to the Office is a Good Idea

85% of the current remote workforce enjoy working remotely. Remote work is here to stay and the number of people who work from home is accelerating. But there’s more to the story.

55% of current remote workers would like to return to the office as soon as its safe. According to CNBC, Google spent $1 billion to buy office space close to their gigantic headquarters in London.

Fully remote and hybrid:

Before the pandemic, only about 4% of high paying jobs were available remotely. By the end of 2021 that doubled to about 18%. By the end of 2022, over 25% of high paying jobs will be available for remote workers.

3 million professional jobs went permanently remote in the last quarter of 2021. Ladders says nearly 20% of all professional jobs are now remote.

If you want the best and brightest, flexibility will serve you well.

Organizations that provide hybrid work have a larger pool of prospective employees. (Washington Post)

7 reasons returning to the office is a good idea:

1. Collaboration.
2. Creativity.
3. Productivity.
4. Culture building.
5. Mentoring.
6. Reduced tech fatigue.
7. Career opportunities.

Current opportunity:

Managers that want face-to-face work have the opportunity to evaluate their reasons. “We’ve always done it that way,” isn’t a reason.

1. How will you capitalize on collaboration opportunities?
2. How might you train people in team creativity and social intelligence? Social interaction makes us smarter.
3. What’s the value of culture building for employees? If you ask WD40 or Zappos, you might get interesting answers.
4. How will you prioritize and maximize mentoring and coaching opportunities?

You can bark orders, or you can make office-life worthwhile.

Why do you think returning to the office is the best option?

How might leaders make office-life valuable to employees?

I hope you’ll join me!

It’s a party… and you’re invited! Mark your calendar for Monday, Jan 24 at 2 PM, ET to join me in the celebration of Mark Miller’s 10th leadership book. There will be a short interview and time for Q&A. Mark will be giving away prizes!  Register here: https://bit.ly/3yMLpxY

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