I Need a Brain (Ode to Dorothy Part II)

Thought leadership and decision making combine right brain and left brain processing traits.  The brain contains two hemispheres for thinking and decisioning each leading with a different agenda.  The left brain is the analytical side and the right side has more intuitive/creative dominance.  In a recent book, Blink, by Malcolm Gladwell the premise of thinking without thinking is explained.  In other words, leverage your gut more!

At times leaders delay making a decision until they feel they have “enough” information to act.  Unfortunately that delay can be costly if the market has moved during the decision making process.  Right-brain dominant leaders are comfortable making a decision with 80% information and 20% intuition and then adjusting as needed and things unfold.   For many left-brained thinkers, that must be a learned behavior.    Gladwell reminds us that we’ve long heard “haste makes waste” but his is also quick to share that there are critical moments when our knee jerk reaction or “gut” decision can offer a much better result and that pure and simple – “decisions made quickly can be every bit as good as decisions made cautiously or deliberately.”

In Blink, Gladwell shares that a key element to making good decisions is knowing when to trust that internal voice and when to question it.  Our subconscious can be thrown off when distracted, in a highly emotional situation or when there is a high desire for a particular outcome. 

Here are three litmus tests for knowing how to decide how much trust you can put into your instincts and act without all of the data:

• Is my motive based on a high emotional bias?  If yes, validate with a trusted more objective source.
• Am I comfortable with my level of focus to be sure my sensors are all active?  If no, go back and review.
• What’s my experience level with this topic?  The more experience you gain, the better and more honed your subconscious is.  If this is new to you, seek an expert to validate your intuition.

Different fields require different levels of the right brain and left brain to be successful.  Just think – doctors, designers, teachers, engineers, actors, pilots  – if they all approached their decision making the same way we might have more malpractice or really predictable décor.  Yikes!

For MANAGER/LEADERS –  A well balanced diverse team can challenge and encourage, act and trust, analyze and create through a collaborative process.  The leader who is tuned in to her/his team members’ brain dominance can accelerate its effectiveness and lessen tension by managing the differences openly.

Gladwell encourages us to not try to blend the two brain hemispheres too much.  Analyze when you need to but trust your first instinct more often.

To learn more about your brain’s natural style and dominance take this quiz.  It’s free and the results are quite extensive.

http://www.wherecreativitygoestoschool.com/vancouver/left_right/rb_test.htm

Lead on!

Lori

I Need Some Courage (Ode to Dorothy Part 1)

Managerial courage – what is that?  I would propose that it can be summed up by saying “doing the right thing is always the right thing to do”.  Not the easiest thing to do.  Leaders who demonstrate courage develop: loyal followers, trust from their leaders, and three cheers from the shareholders.  Sounds great – so why is it a topic for development?  Demonstrating courage is not for the faint of heart – it can also topple empires, cause friction, cost money and/or your job and can be really hard to do. 

Wait – “but you just said….. which is it”? BOTH!   But choosing the courageous “right” route  always has a better outcome than if you didn’t.  Merom Klein (author of “The Courage to Act”) said this: “Courage is the turbo-charging required to succeed when it isn’t enough to choose what’s easy, self-indulgent or politically expedient. It’s a personal choice. We don’t show courage when we’re doing the right thing under duress or because higher-ups are monitoring our compliance, but when we choose to rise to a challenge out of our own free will and sense of honor.”

When finding your courage – you’ll find the wellness of the human spirit behind each decision – it may take peeling a few layers back, but it’s true.  Consider these three areas to consider when finding your courage –

Honesty – be frank but encouraging with performance feedback.  Telling someone that their performance is lacking is one of the most difficult things a leader does.  But think, if you weren’t honest – the employee wouldn’t grow, the business would suffer, and the trust between the leader and the employee would not be able to flourish.

Integrity – what you say (or withhold), write (or don’t document), or do (or don’t) should always be able to be printed on the front page of the WSJ and result in you keeping your friends, job, and staying you out of prison.

Humility – it takes courage to admit that you are wrong, don’t know the answer, or made a mistake because we are somehow wired to think that those admissions would cause us to lose favor with those whom are important.  Well, we have that backwards – when we admit those types of things, those who are really important will take favor with us because they will embrace our humanness and genuinely want to do their part to help us remedy our short comings.  

Here’s to being courageous!

Lead on!

Lori

http://www.newdaysolutionsinc.com

I Need a Break – Fast!

How many times have you heard that breakfast is the most important meal of the day?  It’s true, but isn’t it also true that it is the hardest to manage?  As part of the workforce, we find ourselves sacrificing either time or nutrition. when it comes to breakfast.   Here are 5 fast, nutritious, health conscious breakfast meals that take 5 minutes or less and only leaves you with two or less things to wash.

1.  Whole wheat frozen waffle with Peanut Butter and Banana – 3 minutes start to finish – 1 knife to wash.  Toast the frozen waffle, spread with 1 TBS reduced fat peanut butter.  Slice a banana and place on top of the peanut butter.  Fold like a taco, put it in a paper napkin and take it with you in the car.  Protein, healthy fat, whole grain, fruit (super fruit by the way bananas are amazing)

2. Homemade Oatmeal with Greek Yogurt and Berries – 5 minutes start to finish – 1 bowl and 1 spoon to wash.  Shallow wide soup bowl works best – in it place 1/4 cup each Whole Oats (not  instant), skim milk and water – 1 TBS Sweetener of your choice (I like Truvia but you can use sugar, Spenda, Equal, etc.) and a pinch of salt.  Stir.  Place in Microwave on 1/2 power for 4 minutes.  Let sit for 30 seconds.  Top with Greek Yogurt (plain or flavored) and fresh berries.  Whole Grain, protein, dairy, fruit

3. Egg  (beaters) and Cheese Muffin – 4 minutes start to finish – 1 non stick pan to wash.  Toast Whole Wheat English Muffin.  Spray small non-stick sauté pay with Butter Flavored non-stick cooking spray.  Heat pan on medium high for 30 seconds.  Add 1/4 cup Egg Beaters (I like the ones with yolk) and sprinkle lightly with salt and pepper.  Let eggs begin to set and gently guide uncooked eggs to the heat source to form a round omelet.  Slide the omelet onto the English Muffin, top with a slice of fat-free or 2% cheddar cheese.  Add any condiments you like, hot sauce, mustard, light mayo, etc. Wrap in a paper napkin and your ready to go. Protein, Whole Grain, Dairy

4. Yogurt, Fruit, Granola Parfait – 3 minutes start to finish, 1 cup and spoon to wash.  In a 12-16 oz glass or cup, layer in this order – 1/4 cup of fruit (mixed berries, banana, mandarin oranges, etc.) 1 Tsp honey, 1/4 cup yogurt (fruit flavored, vanilla, or plain) and 2 TBS reduced fat granola or Fiber One Cereal, and 4 whole natural almonds.  Repeat with a second layer and top with a small drizzel of honey. Enjoy.   Hint – take it to go in a disposable paper cup and plastic spoon.  Protein, Fruit, Whole Grain

5. Onion bagel, with cream cheese, Canadian bacon and tomato.  3 minutes start to finish – 1 knife to wash.  Toast onion bagel (I love the Western Alternative Bagel).  If you are toasting in a toaster oven, place Canadian bacon on the bagel mid-way through.  Spread toasted bagel with light or fat free cream cheese and then layer the Canadian bacon and a thick slice of tomato on top.  YUM!  Wrap in a paper napkin and you’re out the door.  Protein, dairy, vegetable, grain.

Here’s to  a great start to your day!

Lori

lday@newdaysolutionsinc.com

I Need a Drink

It’s Friday and time for the end of the week wind down.  So, let’s grab a drink at the local  hot spot and catch up!  There are always lots of other cool people there too. 

That’s right!  Even though Social Networking (internet) is growing in popularity across multiple generations – Networking Socially(really socializing where breathing heart beating people are) has never been out of favor.  There are lots of how-tos and what-tos out there for being effective, but here are a few don’ts!

1. Don’t drink too much – not only does it put you and others in danger, you might just make a fool of yourself in front of your next potential client, boss, investor – not good!  Keep your head clear by pacing your drinks sensibly.
2. Don’t miss an opportunity to talk to people you don’t know – you already have something in common – you choose the same place to be.  Get names, find out what people do, make connections.
3. Don’t push too hard – yes, we’re talking about networking but if you come across as trying to “do business” then you will be avoided like you  would be if you failed to wear deoderant.  Networking is about relationships, trust, and helping others not the “deal”
4. Don’t get creepy – women (and men) are sensitive to people wanting to know too much too fast.  Think journalistic not tabloid.
5. Dont forget to follow up – if you meet someone while out socially look for ways you can help them.  Send an email within a day or two inviting them to meet again for coffee to share business ideas, etc. 

Cheers!

Lori

www.newdaysolutionsinc.com

I Need A Doctor

Leaders are Brain Surgeons, Heart Doctors, ICU Specialists and psychologists  all in one person – REGARDLESS of the field or industry.  Leaders are  in the business of changing lives by expanding others’ mind, inspiring courage and moral ethics, managing triage, and coaching and mentoring people to be their best.  What distinguishes leaders who will reap continued success or  those who suffer “corporate malpractice” depends on if they are changing people for the better or not.  I would challenge you to consider that like in the medical field, honoring your role, in this case as a leader, can bring life (or death) to those who are following you. 

I found this great article by Barry Banther that talks about how to honor the role of a leader and define how you are measured.  so, how are you being measured? 

Lead on! Lori Day, www.newdaysolutionsinc.com  

How Will You Be Measured
As A Leader?

I’m often asked as a speaker and consultant, what I find to be the most important measurement of a leader?  It is my experience and now my conviction, that leaders aren’t measured by their decisions or their stock or selling prices, what leaders are most remembered and measured for is their ability to develop people!

Leaders often vacillate between two poles of a continuum.  On one hand, leaders will use people–these leaders are often hardhearted, driving and dismissive of staff that are seen as an easily expendable commodity.  On the other hand, you have the leader who is constantly looking at a mirror–everyone they speak to is a mere reflection of themselves.  If you’re a leader–the manager, supervisor or business owner–developing your associates is job # 1! 

Do you remember how school was often described as learning the 3 R’s–Reading, ‘Riting and ‘Rithmetic?  Well, I’d like to propose that you implement the 3 R’s of Leadership.

REQUIRE clear, measurable expectations.  If you don’t, then you have a real problem with validity to challenge what your associates are doing.  The best way to track if expectations are met is documentation.

REVIEW those expectations and coach regularly.  Far too many leaders have approached me about staffing issues and when asked when they’ve last spoken to the associate, they will tell me it’s been months since they addressed the issue.  This is leadership malpractice!

REWARD or REMOVE that associate.  If they met the expectations–REWARD and RECOGNIZE them–don’t wait–do it today!  If the associate does not meet the expectations and you’ve reviewed the issue appropriately and the expectations still remain unmet, REMOVE the associate from the position.  It does them and the rest of your team a disservice to leave them in a position that they are unsuited for, cannot perform or simply don’t want to do.

As a leader you must look at your team and see a window, not a mirror!  If you can do this, you’ll see how best to develop your staff–and your business for success.  I look forward to hearing how you are doing. 

–Barry Banther CMC, CSP

http://www.barrybantherpodcast.com/

I Need Some Excitement

Although unemployment is at an all time high of 9.1% (May 2009 The percent of the labor force that is unemployed, not seasonally adjusted), there are still a lot of people working.  So you’d think – “good for them” right?  Well maybe not.  The emotional impacts of the economic cycle and financial pressures are taking their toll on the employed.  For example, when downsizing occurs those not impacted by the reduction-in-force often experience a sense of guilt for being left behind, they are asked to take on more work which can cause mild to severe resentment, there is a sense of loss or grief when work relationships are severed and then there’s the fear of “when will it be me”?  

The other situation I’m seeing is that people who have outgrown their positions and/or have lost interest or enthusiasm for their job are not proactively managing their career as they had previously done because the thought is “there just aren’t enough jobs out there, so I’ll stay put so at least I have one”.  BOTH ARE PARALYZING CONDITIONS.

If this sounds like it is or could be you – I encourage you to do something for yourselves because you are putting yourself in a competitive DISADVANTAGE.  Two great ways to find a renewed sense of energy and excitement for what you’re doing is to check out the “greener pastures” and find a mentor or coach within or outside of your company.  A mentor is a safe place to express your concerns, views and opinions.  A mentor can help you feel your own value instead of being consumed by the negativity that seems to loom around.  A mentor can also give you honest feedback about how you are being perceived and what changes you need to own so you can be seen as a leader – regardless of your title.   I had a mentor share her philosophy with me about headhunters and job offers.  She told me that she never turned down an opportunity to interview when a head hunter called and that she was always on the lookout for “job opportunities”.  She told me that after each interview she either had a new sense of pride about where she worked, for her company’s vision, the product she represented OR she had a new better job that she would have missed had she been closed minded to seeing what else was out there.  So get out there and change your perspective – you’ll be glad you did and so will the people who are around you.

Employers – this is your chance!  Statistics show that when people are inspired, motivated and encouraged they naturally perform better, generate new ideas, and are committed to growing the business.   This is the time to engage more with your teams, lead them not leave them. 

As a faculty member of the RTR Leadership Academy, we teach the 12 Essential Behaviors for Leadership Excellence.  If you and your team were to rate you as a leader in these categories, how would you score?

1. Creating a Shared Vision – “Visioneering” and getting buy-in
2. Cultivating Effective Communication – getting everyone “on the same page”
3. Motivating Well and Often – providing inspiration – the “why”
4. Maintaining Goal Orientation – keeping the eye on the prize
5. Delegating for Results – how, when, why and to whom
6. Challenging the Team – doing the almost impossible
7. Leading by Example – what you do vs. what you say
8. Promoting Workplace Discipline – breaking the mold but not the rules
9. Establishing Accountability – “owning” the results
10. Fostering Personal Growth – always becoming more
11. Demonstrating Courage – leading from the front
12. Developing Trust – people don’t care how much you know until they know how much you care.

 Focus on these behaviors with your team and you’ll see a huge change in morale, productivity, growth and your own personal satisfaction.

 For more on these topics, contact me at LDay@newdaysolutionsinc.com.

 Make it a Great Day!  Lori

I Need a Translator

Ah ha… there is more than one way to learn! People can be visual, auditory, or kinesthetic learners. Learning styles can be identified in childhood to help teachers and parents know the most effective way to communicate with a specific child. The importance of learning style, however, extends into all aspects of life and identifying one’s learning style is a very effective tool for business relationships and communication.

So how do you use a learning method as a tool for furthering your business interactions? The first step is to determine your own learning style if you don’t already know what it is. Think carefully about how you approach new information. And ask yourself some questions like, when I meet somebody, do I remember more what they look like, what they say about themselves, or what we do together? When given a task, do I understand how to complete it better by reading instructions, hearing instructions, or simply by starting to complete it? If you are a visual learner you will tend to remember things you see, auditory learners will remember things they hear, and kinesthetic learners will remember things they do.

Once you figure out your own learning style you can apply that knowledge to your business relationships. A simple way to do this is observe them in normal conversation. If they talk mostly about things they’ve seen and regularly use words and phrases such as “picture” “imagine” and “See you later!” there’s a good chance they are a visual leaner. Auditory learners will talk mostly about conversations they’ve had, information they’ve heard, and will use words and phrases like “hear” “tune” “think” and “Talk to you later!” When the person you are observing talks mostly about activities they participated in and say things like “feel” “touch” hold” and “Catch you later!” then you are probably dealing with a kinesthetic learner.

 Now that you’ve figured out how to detect how someone learns, you use that information to your advantage. Effective communication is crucial in any business relationship and you can increase your interaction productivity by tailoring your way of presenting information to the learning style of the person you are targeting. Visual learners like to see diagrams, demonstrations, and slides so they can visually see the concepts you are trying to convey. They also enjoy face-to-face and personal meetings. Auditory learners like to hear verbal instructions and explanations and will rather have meetings and conversations on the telephone. Kinesthetic learners will want to jump right in and try what you are talking about, like to write things down, and prefer to have meetings while walking or doing an activity.

When giving a presentation to a large group of people, chances are that you aren’t going to have a room full of the same type of learners. Be sensitive to this and have diagrams and pictures for the visual learners, while also speaking out loud and explaining verbally the topics you are presenting for the auditory learners of the bunch. Also, try to have some kind of hands-on activity to keep the attention of any kinesthetic learners.

Try to be sensitive to the things that will distract different learning styles as well. A visual learner will be distracted by untidiness and movement, an auditory learner will become easily distracted by sounds and noises, and a kinesthetic learner will not be productive if there is any kind of activity going on around them.

Use your new found knowledge communicating for business or simply in social situations and you will soon see how much more effective you are with those around you!

I Need A Wife

Is this you???? 

It’s 6:00 p.m. Shut down the PC and get ready for the Second Shift –
• Pick up son
• Call in to End of Day Production Conference via car
• Pick up Dry Cleaning
• Create, eat and clean up dinner
• Get kids bathed, read to, put to bed
• Sort mail
• Put in a load of laundry
• Confirm tomorrow’s drop off schedule
• Straighten the house so the maid can clean tomorrow
• Check personal emails
• Call mom, the kids, Aunt Betty or anyone else who thinks you have nothing better to do than chat and that you should call them more often
• RSVP to the weekend party
• Watch the News
• Veg out to Letterman
• (oops forgot to work out – must get up at 5:00 instead)
• Bedtime

Hit Snooze alarm until 6:00 a.m. – First Shift Begins

You think “I NEED A WIFE”  (See Disclaimer below)  Many working women (and men) are finding themselves in the Second Shift Syndrome. Where does the energy come from? Well that’s a whole different question, but the sure fire answer is the energy CAN’T last. It calls for energy, concentration, brain power, compassion, idea generation,  problem solving, and hopefully some fun too!  A schedule like that for a prolonged period can cause serious emotional, physical and relationship damage. I’ve certainly not mastered this conundrum, but here are a few things that might help us all stay a little more balanced.

Plan ahead – as much as possible. *
• Plan meals on Sunday for the week
• Stack kids clothes in outfits
Organize and follow a process
• Store like colored clothes together for easy wardrobing
• Have a mail center that is equipped to answer mail with my PC, checkbook, phone or trashcan at the time I open it
• Label things in the freezer and keep like items (meat, seafood, vegetables, etc.) together
• Visible family calendar/message center to keep everyone informed easily
Elicit help – asking for help is a good relationship builder
• Younger kids can help with laundry matching, putting their things away and pet duty
• Older kids and spouses – let them help with everything – it will give you time together, teach them some valuable life skills, and not make it feel like you’re doing everything alone
Have the best equipment to help make your tasks easier and more fun*
• George Foreman grill
• Vacu-seal and easy plastic food storage containers
• Swifter complete for cleaning
• Garbage bags with ties already in them to synch trash and carry with

Any other ideas out there to live “happily ever after”?

DISCLAIMER – “I need a wife” statement is for illustration purposes! 🙂  It is not to propose that wives are limited to, required to, only add value to domestic tasks – as a wife myself – that couldn’t be further from the truth!

*1/2 day seminar 10 Essentials for Maintaining an Executive Schedule AND providing Nutritious Meals for your Family provides more details on these and other topics to help you bring more work/life balance into your life – www.newdaysolutionsinc.com/workshops

All the best,

Lori