In Order To Change There Must Be Ongoing Challenges And A Particular Mindset-SSDE-Luciano The Key Santini

Good morning to all those who continue to read and support my blog. It has been a great year so far and here we are so close to April 2015 WOW!

How do you create transformation in your personal life and in the workplace. I can tell you from the many people that I have been their personal life coach that it takes so much to be able to create that personal transformation within oneself. People think that it is simply thinking about that changes but it goes so much deeper into the soul of understanding. First let me define personal transformation for you:

"To Transform One Must Face Challenges With An Open Mind" Luciano Santini

Personal transformation is a change in the way you feel about yourself and subsequently the world. Personal transformation is sometimes called personal development, personal growth or spiritual transformation. Personal transformation can happen in many ways.

You see my friends when you change from within it will eventually transfer on how you look at others and the rest of the world it goes deeper then just a perception of others and the world. Another definition is as follows: One will need to create an analysis as you would for a business or in the workplace or what is known as a  concept analysis of personal transformation. Here is a pretty good model that I like to use in real life and in the workplace. I personally used this model while doing my research on human psychology and self development of the human mind.

Personal transformation, a multidimensional concept, is applicable to nursing practice, education, and research. Using a modified version of Walker and Avant's concept analysis model, personal transformation was analyzed relative to Newman's Theory of Health as Expanding Consciousness. By integrating common themes from definitions of several disciplines with Newman's theory, a definition of personal transformation was derived.

 Personal transformation is a dynamic, uniquely individualized process of expanding consciousness whereby individuals become critically aware of old and new self-views and choose to integrate these views into a new self-definition. A conceptual map depicts the defining attributes, antecedents and consequences of personal transformation. A model case illustrates the applicability of the concept to nursing education. Because the transformation process is revealed through individual patterns, qualitative research for further analysis of the concept is recommended.

"Look Inside Yourself To find What Makes You Who You Are"  Luciano The Key Santini

I always find it hilarious when someone is asked what transformational change is and we all have different definitions of what we may think it is or might be and the answers might all be correct,however if we do not know how to implement or execute the models or the techniques then you will become stuck whether you are an individual or a corporation for profit or a non profit.

Now remember one must have the understanding of the self first in other words know who you are and understand where you are in life. Once a person whether the individual trying to figure who and where they are or a CEO trying to figure out where the corporation or organization is trying to go. 

Whatever the situation may be do not try to push ideas on people when you the pusher or pushers have no idea or you may know, however the ones who you are asking to implement your ideas have no idea how to execute what they are trying to push on to other individuals in general.

I will share a concept from two professors of who are still mentors by Marcia Daszko and Sheila Sheinberg, PhD's;

Transformation has become a popular, overused and misunderstood word in organizations in the twenty-first century. Hundreds of organizations hear the mandate for transformation. The mandate comes from Congress, the Pentagon, government agencies, and the senior military, corporate executives or school Superintendents. Leaders and their organizations are compelled to respond to the mandate. 

They attempt to “talk the language” and take action in pursuit of transformation. Often the response, however, is a reaction, actions and mere incremental changes that are neither sustainable nor systematic. Unfortunately, few individuals understand transformation or why there is an imperative for transformation, not merely incremental or transitional change. 

Often, people confuse transformation with any kind of change, technology breakthrough, innovation, process improvement or transition. However, few changes are truly transformational. Management typically interchanges the words and thinking for changing and transforming an organization. 

But there are unique distinctions—and those distinctions, applied and realized, not only result in a competitive edge but in unparalleled leadership that is rare to find and that can make a difference for society. However, while all transformation is change, not all change is transformation. To transform means to change in form, appearance or structure. Transformation in the context of the management of organizations and systems occurs first in individuals, and then, in the organization. 

Transformation is the creation and change of a whole new form, function or structure. To transform is to create something new that has never existed before and could not be predicted from the past. Transformation is a “change” in mindset. It is based on learning a system of profound knowledge and taking actions based on leading with knowledge and courage. 

"How We Think And Where We Are Is Relevant To Who We Will Become"Luciano The Key Santini

    

Understanding Knowledge Management-Luciano The Key Santini SSDE

I hope that everyone is having a fantastic day so far. I was doing a one one coaching Friday night at a local restaurant and I asked  what the issues were that was causing the owner to prepare to perhaps let the current manager go and hire another one. The owner simply stated that his current manager was not cutting the mustard. I then asked another probing questions. I asked who trained him? The answer was (I did).

I looked at him and stated that perhaps that was the issue and believe me it was something he did not want to hear. The owner became somewhat defensive but I was prepared for that already. I explained to him to define management to me from his perspective and he did, however it was the wrong definition. I explained that management is doing everything yourself but allowing other to assist you. He stared at me with a (What the hell are you talking about look?

I stared back at him with a allow me to explain to you look. I explained to him that I understood the dilemma he found himself in, but that the fault was not because of the manager trying to run his business but the real issue was the person who trained them. I explained to him that because he was the owner does not mean he knows the business. Eventually  he understood what I had been trying to teach him. I explained to him that managing is not doing everything on their own because when this happens one becomes overwhelmed and no longer focused on the business thus causing some serious issues within.

Managing is understanding yourself as a person first before you can understand others and that is where most so called managers will fail. I find that sometimes people get management and leadership confused and try to separate them form each to the or try to be one or the other. There was time when managers would simply tell people what to do and give out tasks or assignments and that was that, however in today's world it is different.

Once again like I stated above in today's world, where value comes increasingly from the knowledge of people, and where workers are no longer undifferentiated cogs in an industry, management and leadership are not easily separated.

 One of my all time mentors and yes mentors can be people you read about and follow their genius and Mr. Drucker one of the best of the best on this subject stated;

With the rise of the knowledge worker, “one does not ‘manage’ people,” Mr. Drucker wrote. “The task is to lead people. And the goal is to make productive the specific strengths and knowledge of every individual.”

I have an example for you to think about. Let us say you hire someone who interviewed so well that he/she blew your mind out of the park and left you with a WOW!! So you give him/her the position. The first day that they take over they walk that walk and talk about all the procedures and policies so much to the staff that staff become so impressed by him/her. 

Staff starts coming to him/her with issues and she/him explains the policies and procedures as he/she did six months ago but yet staff is failing on tasks and communications are awful and staff morale is low why? What is happening?

I see this all the time in organizations now here is what I have been able to accomplish with people no matter who they are or how experienced they are not. You see my friends we can wear a  $100.00 shirt with a bow and arrow hitting the target and a pair of $ 200.00 archer pants and use a $1000.00 bow that has writing and says "Champion" on it.

 The perception might seem like we are champion archers and so get picked on a team to lead and when the games begin we cannot hit the wall much less the target but by now it is to late to pick someone else  to lead the team and now you must do the best you can with what you have which becomes mediocre at best.

I tell all who cross my path LEARN,LEARN SPEND LOTS OF TIME LEARNING AND NEVER STOP.

Persuasion And Influence In The Workplace "The Execution"--Luciano The Key Santini

Hello everyone and how has the past week been for you? I have been busy busy and well busy. I have been looking and doing so much research on Emotional Intelligence that I believe my brain hurts ouch!!

OK let us start with some words of wisdom on persuasion from one of my mentors:

When you have talked yourself into what you want, stop talking and begin saying it with your actions.

Persuading yourself that you can do something is a strong beginning. Next develop a sound plan and get into action. The longer you delay, the harder it will be to begin. Seldom is a plan perfect. If you have a clear vision of your goal and a plan that is flexible enough to allow you to deal with unexpected obstacles or take advantage of unforeseen opportunities, don’t delay another minute. Just getting into action — even if you do have to make adjustments later — will help focus your mind and channel your energies in the direction of your objective.

Now let me just say a bit on persuasion of which I have used a few times in organizations to help both stakeholders and employees for better relationships and partnerships. We all know what persuasion is but do you know how to implement it and use it correctly that my friends is the trick. You ever find yourself dealing with an employee that does nothing but resist your every task and fights you tooth and nail until they get what they want. 

Have you then seen another person ask the same task and have that once resistance annoying person eating out  of their hand. What is the difference.? OK let me tell you ! It is simply how you execute and If you use your influence to persuade and use persuasive techniques without the use of power or control. We need to understand the changing workforce in organizations in today's world is so much different then 60 years ago. 

For one take a look at the technology! Then look at the new type of workers we are hiring. The days to control and tell people what to do are gone. I like to use the team approach and allow employees to think on their own and allow to make decisions that work for them. To have effective communication is probably the most important piece to bring employees and managers to think as one. leaders have to understand Emotional Intelligence and how to use it as well as learning the art of influence and persuasion to be able to accomplish any goals for their organization with so much less resistance and frustrations.

The Best Bosses Aren't Bossy

Good management motivates you to be productive—because you want to.

Post published by Victor Lipman on Apr 10, 2015 in Mind of the Manager

 

I was reading with interest recently about Sheryl Sandberg’s campaign to ban the word “bossy” (link is external)—because of the negative implications it can have for young girls’ feelings about future leadership.  While I’m very sympathetic to Sandberg’s message, there’s another aspect of the word “bossy” that interests me even more.  Even though the word “boss” has long been synonymous with “manager,” the simple fact is, the best bosses aren’t bossy.

The best bosses motivate you to be productive for them.  Not because you have to, but because you want to.

Over managing is one of the least discussed but most prevalent problems of management.   Too much management, or, more specifically, ineffective management—too often aka bossiness—is the enemy of productivity.

Human nature being what it is, the trouble with bossiness is it alienates people.   It doesn’t put them in the mindset to do their best for you.  If long-term employee productivity is your goal as a manager (and why wouldn’t it be?), there are numerous reasons why, over the long run, too much of the wrong kind of management will only work against you.

Let’s look quickly at a couple of management manifestations bossiness frequently takes.

Pesky micromanagement produces frustration more than productivity—Nobody likes to be micromanaged.  It’s natural to default to this style of management when you feel out of control and therefore want to exert control, but over time too much of this yields turnover not positive results.  The best managers invariably want to expand employees’ horizons, not confine them.

“Gotcha” management gets defensive behavior more than positive results—I’d been hearing so many complaints about this style of management recently, I made it the star of a recent post.  By “gotcha” management, I mean an approach that focuses management energy on catching employees doing something wrong.  “Gotcha with that one.”  “Gotcha there!”  Suffice to say, if employee engagement and productivity are your goals, “gotcha” management rarely gets you where you want to go.

Indeed, one of the keenest and most helpful insights I ever got about managing came from a former employee who’d grown tired of my bossiness.  One day she took me aside and said to me simply:

Tell talented people what you want done, not how to do it—She was entirely right.   Give talented people clear strategic direction and most often they’ll find their way to a far better solution than if you dictated one.  Sure, of course you as the manager need to be available to answer questions and instruct and coach and hold employees accountable as needed… but mostly what talented people need is space, not confinement.  The best managers create an environment where employees are confident to step out and take chances, not work in fear of mistakes.

What Does Incompetence Mean To Great Leaders Or To Any Organization?--Luciano The Key Santini

Hello and how is all who read my blog and to all those who have subscribed to my postings. Today I would like to start to talk about management. How many times have you or someone you might know been a victim of being punished for  doing a great job in your organization?

I know that this can be a difficult question to answer when you are the victim. I have to tell you that I have talked to so many who are great leaders and because of jealousy or envy or or someone might feel threatened.

Who knows why they do what they do and to be honest you should never feel like a victim if you are doing your job to the best of your ability so at the end who cares!!

What about when a manager gets what they want or a better word get rewarded for doing an incompetent job? Well here is what happens: If other managers believe others who do less then they do will get the same rewards that belief will eventually take over and drain their energy and at the end either leave the company or  become like the rest.

The truth is and I know it has been stated many times over.: Good people do not leave organizations good people leave bad leadership!!!! People need to understand that if someone wants to do a great job they will and if they do not they simply will not period!!

I believe that no matter what anyone does or tries to bring a good person down they will always loose and never achieve the goal to cause misery.  As an individual you should create acceptance of responsibility for your own life, and the development of a workable plan to achieve what you desire.I believe that this will bring some peace and less anxiety and stress when you arrive to this point in your life facing this situation. I have done research and surveys on the Peter Principle and what most managers and leaders have stated is that it becomes very if not unbearably frustrating.

By Bob Sutton

My dad took special delight in the pseudoscientific jargon that Dr. Peter invented to describe the weird and wasteful behaviors displayed by those languishing at their level of incompetence.

 Peter gave absurd and comedic names to the tragic realities of working life. The root of the entire book, the condition of incompetence that Peter called "Final Placement Syndrome," leads some to develop "Abnormal Tabulology" (an "unusual and highly significant arrangement of his desk"). This pathology is manifested, for example, in "Tabulatory Gigantism" (an obsession with having a bigger desk than his colleagues) 

Incompetence," he argued, "knows no barrier of time or place." Dr. Peter observed that one reason so many employees are incompetent is that that the skills required to get a job often have nothing to do with what is required do the job itself. 

The skills required to run a great political campaign have little to do with the skills required to govern. There is nothing about being a great surgeon that prepares a doctor to run a hospital. 

Learning to be a great litigator in no way prepares a lawyer to run a law firm. Many organizations, from hospitals to law firms, use such standards to select new leaders—yet devote little or no attention to their management skills. They often end up with lousy leaders and lose their best individual performers. These observations remain just as true in 2015 as they did in 1969.

The value of actions depends on the courage they require.

Ordinary people who do extraordinary things for others are those we later call heroes. When asked why they performed as they did, they often say, “It was nothing anyone else wouldn’t have done in the circumstances.” Perhaps that’s their way of saying we all have the capacity for greatness. It is only when we are severely tested that we rise to the occasion and perform at the highest levels of our competence. 

You become a person who does the right things when presented with great opportunities the same way you achieve success at anything: through force of habit. If you make it a practice to take the appropriate action even when it seems unimportant and insignificant, you will do the right thing — without thinking — in important situations. If you let your actions speak for you, you will never have to worry about others recognizing your contribution. 

Business And The Day of Love Much Money Will Be Spent Today

  

I was asked: Why was it that I never used big words in my writing? The answer was because I want people to know that I am real and to also be able to understand that I live in the real world. The question was great but the answer was better !!! 

Good morning or afternoon depending on where you may be when you read my blog. I believe you can be anywhere at anytime and take the time to sit down enjoy a hot cup of coffee or tea and enjoy a good read.

by Daniel Wesley

 

Tis year, Americans will spend an estimated $17.6 billion on Valentine’s Day—that is the second highest grossing holiday, coming second only to Christmas, and ahead of Mother’s Day, Halloween, and Easter. So just whose wallet is at the mercy of Cupid’s arrow, and what are they buying? Read on to find out.

You might be surprised to discover that while overall consumer spending is down, Valentine’s Day-related spending is on the rise. For example, in 2001, the average American spent $82.60 on the lover’s holiday. In 2008, at the start of the economic decline, the average spending was $122.98. This year, those celebrating will spend a whopping $126.03.

Today is  what everyone calls the day of love, but where did that come from. Today it should come from the heart. I was thinking about this late last night and well I began to think about my kids and I know it is about the significant other and well it should be but what about those that love you no matter what.

I believe that kids need to know just how much they are truly loved. I know we tell them every day but today they should also know how special they are.

Do not get me wrong I will tell my beautiful wife just how much she is loved because if I do not well I might end up on the couch tonight hahahahahahahahahah!!!

So where did this come from this Valentines day celebration?

Valentine’s Day: A Day of Romance 

By History.com

Lupercalia survived the initial rise of Christianity and but was outlawed—as it was deemed “un-Christian”–at the end of the 5th century, when Pope Gelasius declared February 14 St. Valentine’s Day. It was not until much later, however, that the day became definitively associated with love. During the Middle Ages, it was commonly believed in France and England that February 14 was the beginning of birds’ mating season, which added to the idea that the middle of Valentine’s Day should be a day for romance.

Valentine greetings were popular as far back as the Middle Ages, though written Valentine’s didn’t begin to appear until after 1400. The oldest known valentine still in existence today was a poem written in 1415 by Charles, Duke of Orleans, to his wife while he was imprisoned in the Tower of London following his capture at the Battle of Agincourt. (The greeting is now part of the manuscript collection of the British Library in London, England.) Several years later, it is believed that King Henry V hired a writer named John Lydgate to compose a valentine note to Catherine of Valois.

Typical Valentine’s Day Greetings

In addition to the United States, Valentine’s Day is celebrated in Canada, Mexico, the United Kingdom, France and Australia. In Great Britain, Valentine’s Day began to be popularly celebrated around the 17th century. By the middle of the 18th, it was common for friends and lovers of all social classes to exchange small tokens of affection or handwritten notes, and by 1900 printed cards began to replace written letters due to improvements in printing technology. Ready-made cards were an easy way for people to express their emotions in a time when direct expression of one’s feelings was discouraged. Cheaper postage rates also contributed to an increase in the popularity of sending Valentine’s Day greetings.

Americans probably began exchanging hand-made valentines in the early 1700s. In the 1840s, Esther A. Howland began selling the first mass-produced valentines in America. Howland, known as the “Mother of the Valentine,” made elaborate creations with real lace, ribbons and colorful pictures known as “scrap.” Today, according to the Greeting Card Association, an estimated 1 billion Valentine’s Day cards are sent each year, making Valentine’s Day the second largest card-sending holiday of the year. (An estimated 2.6 billion cards are sent for Christmas.) Women purchase approximately 85 percent of all valentines.

Now that we have that out of the way let continue to business and the psychology of leadership in today's world. I find that when I go into any organization large or small I have the same questions asked or I should say most of the time the same questions come up but one in particular.

HOW DO YOU GET PEOPLE TO DO WHAT YOU NEED THEM TO DO?

I have to tell you that my answer is always the same. "Treat people like adults and not children"  The other thing is that most companies treat people like if they were in the turn of the century and well that has hanged and one must not manage people anymore but manage their personalities and psyches. 

How many of you remember the old commercials that stated that the mind was a terrible thing to loose and then showed the egg on the frying pan and granted it was regarding drugs but in the real world in business how many time do we hire competent individuals who would be great leaders if we the owners or managers allow them to grow and become leaders.

We must allow staff to make suggestions and we must be open minded to the changes that come along with managing people.

You will encounter many different types of people during your management career.  If you are managing a group of around 20 or less, you really should be able to get a feel for each individual’s personality.  Even if you manage a group of 100, you should still be able to know the key players personalities.  It helps when you know what makes each one of them tick, especially when communicating one-on-one.  When dealing with different personalities, be tolerant of styles different from your own.  Always try to adapt to their personality to get your point across, or to get more out of them. 

You can’t use a cookie cutter approach with every employee.  In most cases, you will need to change your communication approach with each individual.  For example, you will not get your point across if you're too direct and data oriented with a touchy-feely kind of person.  In the same token, you would not want to be too touchy-feely with a no-nonsense type of person.  This is also important when delegating any projects to individuals or as small teams.  If a person or team is too analytical, there will be little creativity.  If a person or team is too sensitive, fewer decisions will be confidently made. 

Friendly cooperation will get you far more than unfriendly agitation in any market.
When you treat your competitors with the courtesy and respect you would like, most will respond in kind, and the result is a stable, productive, profitable industry. On the other hand, an industry or market that is composed of vicious, unethical competitors will soon destroy itself. When you are asked how your products and services compare with those of your competitors, speak respectfully and politely about your rivals, but use the question to shift the discussion to your company and your products. Acknowledge others’ good points, and then move on. If you complain too much about the competition, prospective customers may wonder what they are missing and refuse to buy until they have compared your products and services with those of others. 

If you wish “acquaintanceship,” be rich. If you wish friends, be a friend.

There is nothing like money to make you attractive and appealing to others. But, of course, the kind of people who are attracted to you only because of what you can do for them may be acquaintances, not friends. You may have many acquaintances if you become wealthy, but whatever your station in life may be, you will never have true friends unless you are a friend to others. Be very selective in your choice of friends. Choose to associate with positive people who like you for the person you are, who encourage you to be yourself and to be the best you can be. 

I always find Napoleon Hill to be one of my most inspirational mentors. He says what needs to be said in a brash kind of way but also in a way to understand the reality of life and not just in theory.

"Someday" For Many Has Become Self Destruction!!!!! SSDE-Luciano The Key Santini

Good morning to all and thank you for a great 2014. I would like to say how thankful and grateful I am to all those who continue to support me and my dream to be able to serve those in need either personally to accomplish and reach their individual potential or to serve your business to move it forward to the next level to reach potential and compete. I have always said that when you have a dream then you must take that first step because simply if you do not it will never ever happen it will always be "Someday".

We all sometimes believe that we cannot reach our dreams or our goals because we tend to learn habits of what I call self destruction. What I mean is that we all sit around and think up these grandiose dreams and believe at that moment that yes they can be accomplished but then that little annoying voice creeps up in the back of our minds and we tell ourselves subconsciously that it is true and so it becomes true.

If we worked on the assumption that what is accepted as true really is true, then there would be little hope for advance.

- Orville Wright - 1871-1948, Inventor and Aviation Pioneer

I really like this quote because these guys were guys that were visionaries of the future. I wish I could sit with them and ask a million questions because believe me I know about questions. The first one that I would ask is- How many people told you that you were insane to believe that could fly?

I wonder what the answer would be and if you have read their story please let me know if that answer is in their books. I am sure it is somewhere.

I ask that very same question to regular everyday hardworking people but with a twist. The question that I ask is- What are your dreams and the look on their face and yes it never fails is priceless!! The I follow up with why do you have that look? Guess what the answer is?

Some say those dreams are dead got married!--Really!

Other say -- Always to busy and have forgotten!

And some say-- It is to hard!!

But the best answer I get is no has taken the time to ever ask me about my dreams thus I have no idea how to answer at this moment.

That answer above shocks me because we have that capability to make any changes in our minds and within ourselves to never stop dreaming. We have control over what we think and do and yet we fail ourselves because of the Nay Sayers and that dam! annoying voice we believe from inside of our minds.

It's not enough to WANT to do better, you need to TAKE ACTION on your wants and your dreams.

The mistake most of us will make in life in trying to reach our goals and dreams is that we think we can get there alone. Do not think that it is not possible because I have seen people reach goals on their own but usually takes them a long long time to get there.

 

 The climb upward will be easier if you take others along with you.

When you take the initiative, you become a de facto leader whose success will depend in large measure upon your ability to inspire others to work with you. They will follow your lead when they have confidence in you and when they know they will share in your success. Few of us are good enough or lucky enough to achieve great success completely on our own. We need others to help us. When we give more in return than we ever ask of our friends and associates, not only will we be able to accomplish much more in life, but it will also make the entire experience much more enjoyable. 

I found this interesting article for those that are having a hard time getting back to the routine.