Never Be Caught Inside The Box Continuously Think Outside The Box

Hello friends and well today I want to thank everyone who follows my blog. It so good to read comments regarding my writing. I really appreciate the great comments and the suggestions. I write to reach many people around the globe and to realize where they are now and where you want to be and how to get there by thinking in a way that is different from the norm. I believe so many people try to hard to stay with the status quo that we create our own issues in life as individuals and huge problems within our business.

Have you ever dealt with a person who starts to talk about you without the facts just words in the hopes some people will believe them?

The funny thing is, when you present the other person with nothing but the facts and they can't win they STILL hold onto their belief stubbornly.  Why is that? I await your comments on this question.

 Me and Santa Barbabra Mayor

Authority.By Christian Knutson We’re most familiar with authority influence – this is positional influence.  The sense of duty or obligation we feel to people in positions of authority. Why do you think advertisers of toothpaste or medicinal products use doctors to front their campaigns?  Or why do you do what your team leader asks?

Job titles, uniforms, and even accessories like cars or gadgets can lend an air of authority, persuading us accept or do what the other person says.  

As a leader, be aware that what you say others will do.  Or at least take to heart.  They’ll also watch you like you’re a fish in a fishbowl.  The leader is never alone, regardless how lonely he/she might feel.  For there are always eyes watching.

Clear Expectations with 10 Day Plan

 

Remember, the new person has really no idea what you expect from them unless you tell them. For the first 2 weeks or so, the partners or management should be setting up lunches and meetings with various clients, staff, etc. so the new partner can get to know both the business/projects and people that they will be working with.

Here is the where the role of the manager becomes very important. On the first day on the job, the manager should sit down with the new partner and spend time with them going over what they see their role as being within the team, what are their deliverables/measurements, and then work with them to create a 3 week plan. This plan should include description of roles and responsibilities as well as deliverables.

 I have stated so many times that Napoleon Hill has been one of my mentors for many years and yes I know he has not been around for many years but his wisdom and choice of words have shown me so many things that I have utilized in my live and for businesses when I do coaching for staff or executive coaching.

It is a beautiful thing when an entire city celebrates you-Luciano The Key Santini

There always remains an opportunity to make a new start.

Though it may not seem so when you first encounter a serious blow, you can never lose two of the most important assets you have. These are the power of your mind and your freedom to use it. Once you have turned them to understanding what laid you low, you can begin forming new plans. You may not have the money you once had; you may lack the allies you had cultivated. But you still have the benefit of a universe that eventually rewards honest effort, as well as gaining the experience of mistakes you will never make again. Remember, no matter where you are now, whatever you can conceive and believe, you can achieve. 

Making choices: When you need to make a choice remember that you cannot make some one els's choice so why do you allow others to make yours.

Here is an article by  Don Bulmer:

1. First. It is important to understand the 'core issue' associated with the challenge that you are dealing with and gather as many facts and insights surrounding the issue as possible.   At this stage, it is important to separate ‘facts’ from ‘opinions.’  As a leader, you are often presented with 'facts' that are presented to support a specific argument or point of view - which by default make them adverse.  This is not to say that these adverse or 'position-based' facts are not valid, but they seldom represent a fully informed view of the core issue that needs to be addressed.  
2. Second.  Ask a lot of questions.  This will help you understand the options on the table as you make sense of the facts and sift through potential agendas/motives of people involved.  Asking the right questions also helps you measure the risk and impact that your decision will have on your business and with key relationships.
    

 Have you ever thought just how can a leadership influence culture ? By OYG.com
Whether a leader comes up through the organization or is brought in from the outside to change the organization, there are ways that leadership can have an impact on culture.

 Walk the Talk People observe what you do, not just what you say and the values of the leader, not just what they say, While Enron C.E.O. Kenneth Lay and his management team were stealing from shareholders, many of his traders were laughing how they were going to bankrupt little old ladies for their heating bills. This is the toughest part of leadership. Having worked with people who wrote books on the subject, I can tell you that often times their actions did not match their words and the affect was that a number of people had no respect for them. When you say you are going to do something, you need to follow through and do.

  Communicate clearly
It may sound like an obvious statement but in the absence of clear communication there is unclear and informal communication, i.e. gossip. Gossip can undermine any change and have a negative impact on the culture. People appreciate honest and straightforward communication, even when it is negative. The worst part is not knowing.

 

Research on the difficulty of debunking myths has not been specifically tested on beliefs about Sept. 11 conspiracies or the Iraq war. But because the experiments illuminate basic properties of the human mind, psychologists such as Schwarz say the same phenomenon is probably implicated in the spread and persistence of a variety of political and social myths.

The research does not absolve those who are responsible for promoting myths in the first place. What the psychological studies highlight, however, is the potential paradox in trying to fight bad information with good information.

Schwarz's study was published this year in the journal Advances in Experimental Social Psychology, but the roots of the research go back decades. As early as 1945, psychologists Floyd Allport and Milton Lepkin found that the more often people heard false wartime rumors, the more likely they were to believe them.

The research is painting a broad new understanding of how the mind works. Contrary to the conventional notion that people absorb information in a deliberate manner, the studies show that the brain uses subconscious "rules of thumb" that can bias it into thinking that false information is true. Clever manipulators can take advantage of this tendency.

What this Means for Talent Management

Although difficult, when combined with the studies by Dr. Schwartz on how the brain operates (specifically how our thoughts create neural pathways), we can understand the importance of creating the 'ahas' which signify a new neural pathway and change in the thinking and then providing the organizational structure to support that change. Learning, especially experiential, creates the change by building a detour around the old belief. Like a road detour, traffic (thoughts) are routed through this new pathway and if it is well built it will create the sustainable change desired. By applying a series of organizational strategies (more on that in another article), we can then ensure that the road continues to be used and the learning sticks. 

In other words, through learning and organizational development we can fight the myth and replace it with the good information that will allow us to move and stay competitive both as people and as organizations