Posts Tagged ‘Productivity’

It’s Not OK to Speak

Friday, June 3rd, 2011

I have just become aware of how fear shuts down our ability to listen and hear someone’s else’s thought.

In the past (and maybe still today) I interrupted people because an idea would pop into my head and I wanted to share it.  That was my ego wanting to be seen and prove how smart I was so  I could gain your recognition and approval.  Basically I wanted your love.

Yesterday I had the opportunity of having someone interrupt me from sharing a thought because they were concerned about what I was going to say.  It sounded like “this is not the appropriate time.”  How would they know if it was the appropriate time or not, unless they knew exactly what I was going to say?  We never know what someone is going to say, because we are not them and we can’t know their thoughts.  We need to be vulnerable in the face of our fear and have the courage and patience to listen.

Being told not to speak created an emotional reaction in me such that I no longer wanted to be part of the conversation or share my ideas.  On the way home I realized an Emotional Hot Button had been pushed.  My father would interrupt my mother on a regular basis and tell her that she didn’t know what she was talking about. I have emotional baggage around this.  It doesn’t feel safe to express myself.  Synchronistically,  I was working with a client yesterday who was holding old emotional energy in her mouth and throat.  She said “I feel like I want to scream.”  She felt like there were people both at home and at work who did’t want  to hear what she had to say.  Her ability to self-express had been shut down.

We can have a profound impact when our fears or ego shut down another person’s communication. We are telling them it is not OK to speak. Now I know why I’ve observed so many people sitting in class rooms or around the boardroom table who never wanted to speak.  They had been conditioned to believe it wasn’t safe, and no one wanted to hear them anyway.

Cafe Owner Shares Business Success Tips

Friday, October 22nd, 2010

Melanie from Zoots Cafe on Dundas Street in Toronto shares her key success tips for anyone in the cafe, restaurant or service industry.  The cafe has a warm and inviting atmosphere with up beat music playing and the pastries are wonderful.

Zoots Cafe

Zoots Cafe

Melanie shares her tips from Zoots Cafe

Melanie’s business success tips are as follows:

  • Create an elegant environment where customers feel comfortable
  • Personally greet your customers within one minute of entering your location
  • Be a “war bride” count your pennies in the back of the house by reducing wastage as much as possible.

Having provided bank financing for ten years in my previous career it is evident to me that Melanie’s tips are great for anyone in business.  May they be a quick reminder for you to ask:

  • How does it feel to enter the door of my business?
  • What is my level of energy when I greet clients?
  • How can I support my staff to be better?
  • How well am I controlling costs?
  • What expense can I reduce or eliminate?

Effectively Investing Money to Motivate People

Tuesday, May 25th, 2010

As the economy gains momentum, what is the most effective area for companies to increase spending on employees?

Companies often default to spending money on financial incentives, partially because they believe money is what counts to employees. In the McKinsey Quarterly article “Motivating People, Getting Beyond Money”  (http://bit.ly/93Dj87) their survey indicates that companies should seriously consider non-financial incentives. The three keys areas the survey recommends to focus on are:

  • praise and commendation from their manager
  • attention from leaders, such as one-on-one coaching
  • opportunities to lead projects or task forces

In the survey all three of these areas were considered to be more effective in motivating people than any of the financial compensation options.  Plus the non-financial options do not increase the long term cost of employee benefits allowing companies to remain more flexible should the economy sputter it’s way to a recovery.

What gets in the way of companies implementing the non-financial options to engage and inspire employees?  My observation is that there are three

reasons why companies don’t invest more heavily in the non-financial options:

  • It is difficult to tangibly measure the immediate impact and long term value of having higher quality connections with employees.
  • Management has so many other immediate short term tasks on their to do list that undertaking a longer term strategic program of increasing contact with their people gets pushed to the side.
  • No one ever really taught us how to communicate and as managers we don’t know how or don’t feel comfortable giving recognition or having one-on-one conversations with our direct reports.
Impacts of Coaching

Impacts of Coaching

An earlier post (http://bit.ly/baLMhE ) indicated that  the average return on coaching is 6 times the investment.  This is usually a short term return and does not take into account the long term learning benefit that the person being coached gets to repeat year after year.  Nor does it take into account the long term learning benefits that a manager may generate with their direct reports.

I believe learning how to communicate and coaching the people that report to you will give your company the best return in the long run.  Unfortunately it  is not the easiest or fastest answer.  It requires a commitment on the part of management to learn a new skill, practice and take the time to connect with their people.

With an investment in non-financial initiatives now companies could exit the down turn stronger than they entered it.

Jacque

Walking our Talk with Working Easy

Wednesday, April 7th, 2010
Watching the Coast Guard work while we work.

Watching the Coast Guard work while we work.

Beyond publishing this blog we really are committed to working easy 4 life balance.

If you’ve been following our posts you’ve probably noticed that we like having fun too.  Sometimes this means being flexible and doing things outside the box of running a business.  When we formed our strategic alliance we decided to have  regular meetings, and we’ve been really consistent at sticking to our commitment. It’s such a wonderful way to hold ourselves accountable and stimulate creative synergy.  It’s way more fun than having an internal meeting with me, myself and I.

We usually have our meetings on the phone, which requires each of us to be in our offices – or not….  sometimes one of us is on a cell phone, travelling in another city, or country.  As long as one of us is on the computer to record pertintent notes it works beautifully.  The other day I had another meeting scheduled not long after our call, but it was a 1.5 hr commute away.  I pulled out my blue tooth headset jumped in the car and we continued our meeting.  It was an extraordinarily productive brainstorming session and we mapped out the next steps for our strategic alliance for the coming months.

What was really interesting to me, is my commute time is usually very unproductive, other than getting me where I need to go.  I often get brainwaves for building the business, but seldom record the ideas.  The better ones will run in the background of my consciousness, adding to the internal to do list and then to the heap of things not done.  Ever notice how we can conjure up far more activity in our imagination than we can ever accomplish in real time?

Anyway, what was exceptional about this drive, was Jacque was on the other end of the phone, to capture our creative ideas.  We now have topics for speaking engagements, the next few issues of our newsletters and Catalyst-LIVE radio shows .  And it was all incredibly easy and fun!

I highly recommend working collaboratively, or having a business building buddy.  It really does make work easier.

Coaching Generated Big Returns

Tuesday, March 2nd, 2010

The following is a recent quote from Fortune Magazine:

“Of the monetary payoff from the coaching they got, these managers described an average return of more than $100,000, or about six times what the coaching had cost their companies.” Fortune, 2/19/01,

– “Executive Coaching — With Returns a CFO Could Love”

In my own work I have also found this to be true.  Some companies that I have worked with have generated astronomical returns on investment of 2,500%.  I believe there are some key factors that determine if a company will be able to generate an ROI of at least 600%.

  • The most senior person in the company or group has participated in coaching and is now a role model for others who take coaching.
  • Several other people in management also participate in coaching.   The more people on the leadership team that have received coaching the more successful the program.
  • Team development initiatives are taken to foster open communication and collaboration across the company or group.
  • Managers adopt a coach approach and consistently meet with staff in both group meetings and one on one.
  • Finally you need to stay the course and keep using and applying what you have learned.  As soon as you go back to your old ways, so will your results.

While doing the work with these companies, staff came to regard their organization as the best place that they ever worked.

Companies or groups within a company that have maintained these results for the longest period of time have consistently practiced doing all of the above.  It is a long term game.

Jacque