Lighthouse or Siren? Part 1

There are times in your life when your perspective concerning your own direction (professionally or personally) can be compromised by a goal that has grown old or even dangerous for you to achieve. Setting goals are important, but more important still is setting goals that lead your life into the safe harbor of fulfillment rather then keep you in dangerous waters or drifting close to rocks that will inevitably cause a ship wreck. I have met both kinds of people in my life and I have found it sobering at times to see people hold onto a dream or goal so tight that it eventually leads them to ruin. Goals in our life will be a lighthouse or a siren.

A Lighthouse Goal is a well thought out objective in your life that leads you with a beacon of light to a safe harbor of success. This type of goal is built typically by taking advice from trusted resources, evaluating and understanding your strengths, skills and desires, then practicing those traits with hard work and focus long enough that the objective for your life is clear and obtainable.

Example: I had a manager that works for me sit down at her annual review to lay out her plan for the following year. Over lunch she evaluated what she had done the year previous outlining her success yet not overstating what was accomplished. As she moved into reviewing her objectives for the following year I was impressed by her objectivity around her own gaps and her development plan. She set up tough goals asking for support from me in areas she did not have the experience. After making some suggestions on her development plan I agreed with her objectives. She then told me her Lighthouse Goal: "By the end of next year I want to be the manager of the team that I currently work with."

Not only did I support her lighthouse goal, I worked diligently with her all year to navigate her to her destination. She reached that goal and has now set a new Lighthouse goal in her career.

Lighthouse goals not only shine for you as an individual but also allow others around you to follow and learn how to navigate their own waters. Strong, healthy, focused goals are good professionally and personally. Use the lighthouse as a guide. That is why they exist.

Check in tomorrow for the dangers of the Siren Goal

Leading

I just finished reading the new Gallup book "Strengths-Based Leadership" by Tom Rath & Barry Conchie about four weeks ago. I've had a chance to meet and spend time with both men in New York. Not only was I impressed, I became fans of their insight, wit and ability to say tough things and have people agree and want to change.

In reading the book there are many themes like: How to use strengths in leadership, understand the quadrants of leadership that your strengths fit inside and how to use them more effectively. All of these themes make the book worth reading.

There is one more theme that I found fascinating and impactful in my own leadership style. Gallup asked the question, "What makes a good leader?" They asked thousands of regular everyday people this question without a lot of direction. This is what they found. Four main themes came to the surface.

Followers want this from their leaders:
- Trust
- Stability
- Compassion
- Hope
Take a moment, get a piece of paper, and write these four words down. Read each one and picture the leader, teacher, and person of influence in your life that embodies that trait. I think you may find if the person embodies one trait they may embodie them all.
Now ask yourself, "How did I feel under their leadership?" I found that the people I pictured brought security, energy and vision to their environment. There was a foundation to innovate and grow. Are you finding the same feelings?
Finally, if you are in a leadership position, this can be a given position in a work place or an assumed position based on your natural gifts as a leader. Either way, take the four words and fit them across your own shoulders. Think about yourself and the words Trust, Stability, Compassion and Hope. How do these words fit you?
I would like to believe that these four words could be revolutionary to your style of leadership and how you act. Having these four words and truly understanding what they mean to the people following you is like having a map to the success you desire for your team and yourself.
I would suggest you buy the book and read on.

Life

"Life is difficult.
This is a great truth, one of the greatest truths. Is is great truth because once we truly see the truth, we transcend it. Once we truly know that life is difficult-once we truly understand and accept it-then life is no longer difficult. Because once it is accepted, that fact that life is difficult no longer matters." - M. Scott Peck - "The Road Less Traveled"

M. Scott Peck has sold over 7 million copies of his book. From a business perspective I think there are some great uses for this self help best seller. Well worth the read to be invited on the journey of the road less traveled.

I think the major news channels could benefit from a large dose of Peck's famous first paragraph. The freedom personally received is a journey worth taking.

Blessing or a Curse

In this economy there could be a situation where you are asked to do something completely new to keep your employment with a company. On the surface the new role could look like a demotion or something so far outside your comfort zone that the aversion to embrace becomes very strong.

If you can step far enough away to get objective in your perspective you need to ask yourself:

"Is this situation a blessing or a curse?"

I believe that the way you frame an event up in your mind creates the paradigm that you can use to deal with it. I am not suggesting that you step out or reality, this is a suggestion that if you take a moment to embrace the change on a different level you may find that the event looked at from a different angle may point you on a new path.

Forced into a new role at your business? Look for the new skill you will learn.
Uncomfortable with a new task because it is new? Read up on embracing change in your life
Disappointed that you are not promoted but demoted? Look into expanding your education and earn a new skill.
Feeling like life is throwing you nothing but curve balls? Look into making a life change with the support of a counselor.

In any situation we can ask the question about blessing or curse. Others may want to define this for you and tell you how Bad or Good an event in your life is. Only you can truly define and walk through this event with the perspective you choose. Either way events like job change are going to happen. What will you do with it?

Saying Much

I love the challenge of being brief yet saying much. Take a look at this video clip about Leonardo da Vinci. Using great visuals and sound logic the speaker uncovers a mystery in 5 minutes.

Check out Lifetime Fitness Jobs

I want you to take a look at: Lifetime Fitness Jobs 

I Got A GUY

When you want to hire a friend or acquaintance to a role you are making the decision around be careful that you don't fall into the trap of a quick hiring process. I'm not talking about hiring a family member who can't do the work but you want to give them the pay check. I'm talking about a friend or family member that can actually do the job. Because you know beyond a shadow of a doubt that they can do the work you will want to fast track the hiring process to save time and get your friend in to the role.

There are three big dangers in this:

1. A "fast Track" process will look really bad to other co-workers and impact how they look at your friend when they start in the role. Because they did not have to go through the same hiring rigors as everyone else in the office they lose credibility from the beginning and you lose trust. Being patient and taking everyone through the same process is important.

2. Even though your friend may have the skills for the job they may not be the right "job fit". Fitting into the culture of your team or work place is more important then being able to do the job. Skipping steps in hiring will certainly lead to you missing the test on whether they are a job fit.

3. By interviewing others and treating your friend like everyone else you may find some one else that can do the job and fit in with you team better. Yes I said it, you might have made a big mistake and missed a true talent if you do not take your friend and consider them with others. Hey, if they are as good as you think then they shouldn't mind having a little competition!

I have gone through this myself. Several years ago I had an opportunity to re-hire a Project Manager that I loved working with before. I knew she was the right fit and had more then enough skills to do the job. I had a ton going on at the time and a big pressure event I was planning. I needed her on the job ASAP! Instead of reacting to the moment I took the long view and considered her with others. I looked at 75 applications. Called on 15, had 10 responses back. Did 5 phone interviews, 2 face to face. All the time my friend was being taken through the same paces of a phone screen, scheduled interview with me and other executives a collaboration time and a final decision against one more final candidates. When it was all said and done she was the choice of a team of people. Everyone in the office knew she had earned the job and she started in time to help me deliver the big project to a successful conclusion. Do the right thing. Stick with the process of hiring even if you GOT A GUY!

Table Stakes

I was recently talking with a colleague about first interviews. Typically a first interview is a "get to know you" interview that allows you a look at the potential candidate for a job and test their skills and ability.

Even in the more important positions like an executive role the first interview has basically stayed the same. The expectation of the recruiter is the candidate show up to the live or phone interview and answer questions about their background and skills.

Welcome to the NEW WORLD. A plugged in world where information is king and you have access to a ton of data about any company that is worth interviewing with.

You must be informed to be a prepared candidate for an interview for a management role. Walking into an interview without company information is like walking into the interview without pants on!

Here's Why:
1. Shows you have an interest in the job and company
2. Will allow you to formulate some solid questions about the business
3. Allows you to measure "job fit" for yourself
4. Reviewing data online helps you see what condition the company is in

Here's where you look:
1. Company website
2. Blogs on the business
3. Consumer reports
4. Chambers of commerce
5. Financial sites (if publicly traded)
6. Listen to company reports on pod cast

In the end I believe that knowing core knowledge of a business is “Table Stakes” to get into the game at the management level in the world of web 2.0. Showing up without the currency to get in the game should get you shown to the door. Now if recruiters would raise their expectations the whole talent pool would raise the level of the game.

The Learning Stool

Often after I present or teach in the University a trainee will come up and talk about how much they want to do what I do. I enjoy the conversation because the "up front" part of what I do as an instructor is only 1/3 of the total picture. I often ask the individual if they really know what they would be getting themselves into to have the chance to stand in front of a group and impart some learning. I believe that people do not appreciate the art form of instruction yet love the sex appeal of public speaking.

The rules of instruction are built around three principles that I call the Learning Stool. Picture a three legged stool. The flat seat on the top we will call "Learning". To hold up the seat of learning you have to have three legs. Any less and the stool falls. You can have more but three is an efficient answer.

The three legs are equal in length, strength and importance. All of them must carry a load to have the seat hold the weight of the learner. Let’s look at the three legs:

1. Curriculum Development: The rule is 3 hours of preparation for every hour in the classroom. You need to have more knowledge; activities and insight then you could ever share to reflect the confidence and expertise to the class. Without that depth you will sound and actually be flat, shallow and defensive with your classroom to make sure you are not uncovered. Know your material and get certified as a trainer before you pose yourself as one.

2. Instruction: Most people want the seat of learning to be supported by this leg alone. This is without question the best part of training. Having natural skills are important here yet understanding the tool box of a trainer and how to use these items is critical to creating a classroom environment that makes an impact. Tools in the box are as mundane as markers, flip charts, tests and notes and as cool as video, online learning, high ropes courses and field experience. Any way you slice it as an instructor you not only have to know how to speak. You have to know how to Pace Learning, Question for Understanding, Read your individuals in an audience and bring the lecture or learning experience home on time and on point. The most important part though is you have to care. Care about the content and the participants. "People don't care how much you know, until they know how much you care."

3. Assessment: The final and often missed element is the most important element to your learner. You could have the best curriculum and be the best instructor but if you have no way to give the learner recognition or credit for what they have done the learner will leave frustrated and feeling undervalue. If the class is worth preparing for and attending then it is worth measuring in some way. A certificate, grade, test and acknowledgment are critical if you want the knowledge remembered and practiced later. Make sure your assessment is timely, fair and complete and you will have raving fans of your training for years to come. Make it just about the Presentation and you will have people resent you.

The three legs are critical. All need to be firmly developed if you want to be a great trainer. When you have developed those three areas then your learner will come and sit on your stool of learning with confidence knowing that the stool will hold up to the rigors of learning.

Chemistry Then Capacity

My wife is a marriage and family therapist. She is very good at what she does and has a keen eye for insight when it comes to people. I am in talent management and from a different perspective also have an eye for insight. We often have conversations together about what we read on different topics in our field. Recently we were talking about motivation, human behavior and research concerning what people really understand about themselves. I can tell you that our conversations are intense and enjoyable because of the common interest. One area about people whether in a There are two critical parts to look at when dealing with people in professional or personal relationships. In the talent world I look at it this way. Chemistry and Capacity. Chemistry is a short word for "motivational fit". In managing the hiring for 18,000 people an area that is critical to hire for is Chemistry. A person may have the skills to do the job but if they do not like the work their work style will not fit the mission or make up of the team it is not worth hiring for. Chemistry is critical with a hire. Choosing how you measure that Chemistry is also critical. Making a guess or antidotal "Ah, they really didn’t feel right" can be dangerous. Having an assessment built, or being trained as an interviewer is a critical step in making the right call with Chemistry. Then there is Capacity. If the new hire fits the team do they have the skills and ability to not only do the job but can they do the job well and expand its impact? Looking at past behavior is important here. Past behavior predicts future behavior in the work place. Verify capacity by testing the work and knowledge of the candidate. Again, being trained to ask the right question but better yet learning hoe to LISTEN to the answer is critical in measuring Capacity. Just like my wife’s pre-marriage counseling, she is measuring the couples Chemistry and Capacity for the long term. If you find a candidate that fits in Chemistry and Capacity then you can make an offer with confidence that they will add to the team, to the business and to the long term stability of the company.