C-Suite Network™

Categories
Best Practices Entrepreneurship Management Marketing Negotiations Sales Women In Business

Be Aware of the Straw Man

“Always attempt to control those that attempt to control you. By doing so, you’ll have greater control.” -Greg Williams, The Master Negotiator & Body Language Expert

Are you aware when others invoke a straw man to maneuver you? Be alert to such actions. Those actions may leave you instilled in fear. Worse, they may leave you confused about why you engaged in an action.

Straw man has several meanings. It can refute a response that veers from the initial point while giving the appearance of addressing it. As an example, a supervisor might say to his boss, “The team worked a lot of overtime to get the project in on time. I think we should give them a 2% bonus.” The boss’ response, “That’s horrible thinking! If we gave a bonus every time they did their job, there would be no incentive for them to do anything.” The boss’ rebuttal, while appearing to respond to the supervisor, ignored the overtime the employees worked to get the project in on time. It ignored that they went above their normal duties.

A straw man can also refer to a person lacking in integrity or substance. An example of this might be, “As he felt backed into a corner, he said, you can do to me as you like, but my followers will make you pay for your deeds.” The reference to, ‘my followers’, was an attempt to conjure up a straw man that would seek retribution.

Suffice it to say, always attempt to control those that are attempting to control you. In so doing, you’ll be in a better position to maintain control of yourself … and everything will be right with the world.

What does this have to do with negotiations? 

Who uses a straw man?

During a negotiation, a straw man can be invoked to foster a position to embolden its user. It might be employed to inject fear, reward, happiness, or retribution into the negotiation process. If stealthily employed, it can give the appearance of its user’s fingerprints not even being on the suggested deed (e.g. one negotiator to the other – they may harm both of us if we adopt that position). Thus, it can be one way to insulate one’s activities from any blowback. In this case, think of the straw man as being the image that one wants to cast that’s greater than the image of the one doing the casting.

Why are straw men used?

a straw man is yet another tactic used in a negotiation by savvy negotiators. Some stumble into its usage, not realizing the effect it can have on a negotiation.

When used deftly, this tactic can alter the course of a negotiation by distracting from the point at hand, altering the flow of the negotiation, and casting doubt in the mind of the negotiator that adopts a position.

In your future negotiations, take note when a straw man is attempted to be used against you. Also, consider when it might be beneficial to invoke your own straw man. Doing so will take your negotiation abilities to higher heights.

Remember, you’re always negotiating! 

After reading this article, what are you thinking? I’d really like to know. Reach me at Greg@TheMasterNegotiator.com

To receive Greg’s free “Negotiation Tip of the Week” and the “Sunday Negotiation Insight” click here http://www.themasternegotiator.com/greg-williams/

#Strawman, #Aware, #Success #Emotion #Business #Progress #SmallBusiness #Negotiation #NegotiatingWithABully #Power #Perception #emotionalcontrol #relationships #liars #HowToNegotiateBetter #CSuite #TheMasterNegotiator #ControlEmotions

Categories
Best Practices Growth Management Personal Development

Want Team Engagement? Adopt an Attitude of Gratitude

Thanksgiving is a celebration of gratitude. The first Thanksgiving was celebrated in honor of the harvest, giving thanks for the fruits of our labor and to Mother Earth. These days, many people take the opportunity to express their gratitude in different areas of their lives. The expression of gratitude during the holidays gives this time a year a festive feeling. But should gratitude only be celebrated during the holiday season?

Gratitude is defined as “A feeling or attitude in acknowledgment of a benefit that one has received or will receive”. While gratitude is an inner feeling, thankfulness is the response and the outer expression of that feeling.

How does gratitude affect us?

I remember as a child growing up overseas, the surprised looks I got from some of my friends for thanking the bus driver when he took my money for the bus ticket, apparently, they were not used to hearing someone saying a thank you to a driver. All I knew at the time was that the driver was happy and so was I. Gratitude’s reach carries far beyond the simple act of saying “Thank You”. It can have physical emotional and social effects.

How many of you were raised to be polite and say thank you when someone makes a nice gesture towards you?  Saying thank you is a common social practice that acknowledges acts of kindness, at times it might even put an unexpected smile on one’s face. How can gratitude magnify your leadership and enhance your business?

If you are looking to build a High-Performance team that is dedicated to the company, use gratitude and appreciation in your business and watch your team members respond. Expressing gratitude make the recipient feel valued, appreciated and validated as a result, the brain releases Oxytocin, a happy Hormone. People tend to repeat the same behavior to continue to get acknowledged and the cycle of feeling good. Gratitude therefore ultimately motivates human performance.

Are you ready to implement?

Here are some simple ways to express gratitude in your company:

Deskside Acknowledgement

Engage the management in showing appreciation to the team members on a regular basis through MBWA- Management by Walking Around. Depending on the size of the company and the team have your leadership-managers/supervisors/team leads walk around and make connections yet, without hovering or micromanaging. You can do this on a daily or weekly basis. Instead of looking for issues or problems have them notice even the little things that seem simple to them. When someone is showing they are making efforts, don’t wait to let them know their efforts are appreciated. Be timely, be specific and reinforce the good work so they know what they’ve done right. Immediate acknowledgment will go a long way and will increase your value as an attentive leader.

Hold an offsite Team Appreciation Day

While many companies have Appreciation Day, some are tied to their leadership or company development days. Think of something unexpected that you can offer that shows you value the team and their work.  Here are a few unique ideas that I have seen companies. One company had taken their entire team to Disneyland, all expenses paid. (of course, it all depends on the size of the company.  Another company offered a SPA Day to everyone. A third company sent the team members and their spouses to dinner and a concert. Aside from an annual event, you can host monthly lunches in between.

Such activities will increase morale and enhance team motivation.

Creating an Ongoing Gratitude program:

1. Survey the team members and find out what they need. While some people are comfortable being acknowledged in public, others might prefer staying out of the spotlight. Make sure you know how to individualized the appreciation

2. Develop different methods of showing appreciation using the following modalities: Verbal acknowledgments such as praise in person or at a meeting. Written acknowledgments such as an email, handwritten note or certificate. Gifts such as store gift cards or actual gifts. In addition things like a designated parking spot for a star employee, coffee/breakfast with the boss, etc.

3. Be sure to also take into account that different generations have different values and appreciate different rewards. From flex time and cash bonuses to professional development and PTO. Match what you offer to their needs, not yours.

Giving thanks for even the little things in life will magnify the good feelings, make your team members feel more alive and connected. Furthermore, living in gratitude can improve the quality of their lives and yours, it supports the immune system as well as improves the quality of our sleep.  Constant gratitude will reduce the incidence of depression and elevate our mood naturally. It will lower blood pressure and reduces aches and pain.

Let’s see, you acknowledge your team, express your gratitude, they, as a result, they are more engaged, they are happier, healthier they perform better. Now your company is more productive which in turn would make you happy and all the more grateful!

Any downside??

I say Let’s Adopt the Attitude of Gratitude, Today!

Dr. Karen Jacobson, a High-Performance Strategist and Speaker; is a former Israeli military commander and competitive ballroom dancer. She is the creator of the High-Performance Triad and author of Power Conversations.  Thru the use of Neuroscience and Emotional Intelligence Dr. Jacobson with leaders on how to develop High-Performance teams in a Multigenerational workforce. For information on speaking and consulting check www.drkarenjacobson.com

Categories
Growth Personal Development

What is a Psychological Evaluation?

Psychological evaluation is defined as a way of assessing an individual’s behavior, personality, cognitive abilities, and several other domains. The purpose behind many modern psychological evaluations is to try to pinpoint what is happening in someone’s psychological life that may be inhibiting their ability to behave or feel in more appropriate or constructive ways; it is the mental equivalent of a physical examination. Other psychological evaluations seek to better understand the individual’s unique characteristics or personality to predict things like workplace performance or customer relationship management.

The real purpose of a psychological evaluation is an attempt to answer a question. In business, two of the most common usages of psychological evaluations are to determine (1) what is wrong with one of my employees and (2) predicting employee candidate’s future behavior. 

When there is something wrong with an employee, the employee may have a decompensation in his/her performance or are engaging in unusual behavior. Both instances could have a psychological basis. Employers often request for a psychological evaluation, called a fitness-for-duty evaluation, on incumbent employees to answer questions such as:

  • Does the employee have a diagnosable condition?
  • Is the employee suffering from a condition which is impairing judgement and reliability?
  • Is the employee likely to cause harm to self or others?

These evaluations are valuable in helping to determine if there is something wrong with the employee. They are also valuable in terms of liability prevention. In the event that an employee does engage in harmful behavior, or needs to eventually be terminate, the employer can say that efforts were made to mitigate the employee’s behavior.

Psychological evaluations can also be used to predict human behavior. No… psychologists do not posses a crystal ball or use therapy couches to have information travel by way of osmosis. However, psychologists use a compilation of learning about past behavior which is the greatest predictor of future behavior as well as administering psychological tests. The goal is to evaluate an individual’s past and present in order to predict the future about things which include judgement, reliability, and ability to succeed. A common way that non-psychologists try to do this is through the college admission procedure. Universities take a student’s standard tests, high school grades, and use this to determine if the student will be successful at the university.

However, some other situations may require more in-depth analysis that need to be done by a psychologist. For example, before one becomes a law enforcement officer, one often needs to go through a series of tests and an interview to determine if one has the judgement and reliability to perform in a weapon carrying capacity. Many other high stakes positions can use psychological evalutations for similar reasons.

 

Categories
Best Practices Entrepreneurship Personal Development Women In Business

How to Prevent Cyberbullying from Hurting Your Business

“The best way to avoid from being cyberbullied is to avoid being a target.” -Greg Williams, The Master Negotiator & Body Language Expert

In today’s interconnected world, #cyberbullying can greatly affect businesses. The types of cyberbullying that can occur, such as fictitious reviews, false claims and trolling/harassment can arise for reasons of retribution or corporate positioning for a negotiation. This article addresses why cyberbullying occurs, how to prevent it, and how to address such attacks when they happen. The information applies to businesses, but it can also apply to individuals.

Cyberbullying – Why?

Bullies tend to target those they sense as being vulnerable and weaker than themselves. In business, corporations of any size may target another organization for numerous reasons. They may do so to affect that business’ revenues, its employee morale, or to diminish the company’s reputation.

When negotiating (you’re always negotiating), cyberbullying can be a tactic employed to soften an entity prior to a negotiation. This can occur by anonymously placing false stories about that entity in social media outlets, or having allies serve as its proxy. In either case, such actions can give the appearance of a corporation under siege from multiple points and sources.

Companies remain vigilant about social media activities because they’re aware of the impact that negative postings can have on their business. A corporation can even be susceptible to cyber blackmail. That’s another form of cyberbullying that leaves corporations in a precarious position.

Cyberbullying Example and Handling:

A business associate that owns a diner recalled a time when several male professionals walked into his eatery. They were inebriated, boisterous and disrespectful to other customers and my associate’s employees; my associate did not want to confront his rowdy patrons by calling the police because he didn’t want to lose control of the situation. So, he informed the disorderly customers that his in-store security camera was filming their actions and if they didn’t adopt a mannerable demeanor he’d have to release the video on social media. While he wasn’t threatening them with cyberbullying, he was implying that he’d use cyberspace to ‘out them’ if they didn’t correct their behavior. The men apologized to everyone in the establishment and no further actions were required. The threat of using social media was enough to back them down.

Cyberbullying Prevention, Combating, Overcoming:

As a business owner, to combat cyberbullying:

1. Be proactive on social media platforms and garner as many positive comments as possible. Then, if another organization attempts to bully your business, they’ll stand out as an outlier compared to the glowing comments you’ve already received.

2. Have business allies and customers at the ready to post rebuttal comments to support your organization against a bully. In extreme cases, have your allies note the efforts that a cyberbully has engaged in, in other environments. Respond in a strong and swift manner to let the bully know that there’s a high cost for him to incur for targeting your business. Remember, bullies tend to pick on easy targets. To combat a bully successfully, insulate your business; don’t make it an easy target.

3. In brick-and-mortar businesses, have camera systems installed that captures, in real-time, the actions that a bully might perpetrate in your establishment. Their in-person actions could be the prelude to cyberbullying. Being proactive with a video account of their in-person actions will allow others to see your side of the story more clearly.

Conclusion:

If you’re someone that engages in cyberbullying, be mindful of who you attack. What you do to others can come back to harm you. It might do so at the most inopportune time.

As a business owner, be proactive to bullying attempts. Follow the suggestions above and ward off potential attacks before they occur … and everything will be right with the world.

Remember, you’re always negotiating!

After reading this article, what are you thinking? I’d really like to know. Reach me at Greg@TheMasterNegotiator.com

To receive Greg’s free “Negotiation Tip of the Week” and the “Sunday Negotiation Insight” click here http://www.TheMasterNegotiator.com/greg-williams/

#Negotiator #Business #Management #SmallBusiness #Money #Negotiating #combat #negotiatingwithabully #bully #bullies #bullying #Negotiations #PersonalDevelopment #HandlingObjections #HowToNegotiateBetter #CSuite #TheMasterNegotiator #psychology #NegotiationPsychology

Categories
Best Practices Economics Entrepreneurship Management Marketing Personal Development Technology

Tesla is Redefining the Customer Experience

One of the harsh realities of this fast-paced digital world is that almost everything we buy is out of date by the time we get it home. To obtain the most value of any purchase, especially if it is an expensive one, we need to adopt a future mind-set to help us avoid picking up legacy products.

Driving has long been considered a symbol of personal freedom — an open road going forward, with almost limitless possibilities and opportunities on the horizon. For this reason alone, car manufacturers like to add new features that make us feel like we are purchasing a car that is equipped to transport us into the future.

I recently found myself wanting to replace my hybrid SUV. I have been very happy with my Lexus, but before buying, I wanted to see what the other major brands — including BMW, Mercedes, Porsche and Cadillac, to name a few — had to offer, to see which was most suited to me and my lifestyle. As you might guess, since I have been forecasting semi-autonomous as well as fully autonomous car features for decades now, I was interested to see what they had to offer at this point in time.

As you would expect, all of the high-end vehicles had great features, including automatic braking and various systems to alert you if you are about to change lanes and hit another car that is in your blind spot. However, it was when I drove the Tesla Model X that I felt like I was driving in the future. After that test drive, my view of the other brands was changed. All the others instantly felt like the past.

From a customer experience perspective, that’s a powerful shift. Any time you can make the competition seem like they are offering yesterday’s features and functions, and you are offering tomorrow’s, you can accelerate growth well into the future.

Buying a car has always been both a left-brain and a right-brain experience. On one hand, we would love to buy that just-out-of-reach dream car, the one that our emotional, creative side would love to have. On the other hand, our rational, logical, sensible mind wants the car to be safe, economical and not too expensive. Tesla has found a way to do both.

The realization that the Tesla is already offering a wealth of future-oriented features — features that can save lives, features you know we will all have someday — has the power to change how potential customers think.

Tesla, like Amazon, is what I call an Anticipatory Organization, one that identifies the Hard Trends that will happen and then uses that knowledge to turn disruption and change into its biggest advantage.

With all of this in mind, where would the greatest young engineering talent want to work? Ford, General Motors or Tesla? I suspect that Tesla would attract the talent because it is showcasing the future, today.

Rather than sitting around waiting to be disrupted, maybe it’s time to jump on board and disrupt both yourself and your industry, to become the disrupter. We often talk about legacy software and hardware holding businesses back, but the reality is that legacy thinking is far more damaging.

If your company wants to attract the most talented employees as well as the imaginations of future customers, you need to follow Hard Trends and learn to become anticipatory rather than getting better at reacting.

When I returned to the showroom a few weeks ago, it quickly became apparent that Tesla is a prime example of an Anticipatory Organization. The majority of competitors within the automotive industry are still taking incremental steps rather than exponential leaps. The majority have embraced the idea of agility as the best way to turn rapid change into an advantage. The problem they are finding is that all organizations are becoming agile organizations, which greatly decreases the advantage of agility and, more importantly, the main advantage of agility is that you can be far better than your slower competitors. Being agile is very important and we all should get better at it, but it is no longer enough.

It’s true that there is more uncertainty today than ever before. On the flipside of this coin is the science of certainty, learning to separate the Hard Trends that will happen from the Soft Trends that might happen. As the exponential pace of technological change continues, having the ability to foresee growing problems, disruptions, customer demands and new opportunities has never been more important.

Technology now surrounds us. The rapid rise of the internet of things (IoT) in our cities, businesses, infrastructure and even our homes will also raise the bar of both our expectations and demands. As our world continues to evolve, why would the automotive industry remain the same? Why would a dealership stay the same as it always has been? Why would I want to buy a new car that has only a few more new features than the car I’m driving now?

Having a business strategy based on certainty has low risk. Leaders now have a choice to anticipate today, before their competitors do, or find themselves left behind in the slow lane. What are you going to do?

Why deploy customer surveys when technology allows you to collect real-time user experiences? Learn to how an Anticipatory Organization saves money in R&D, marketing and other steps along the way.

Order Daniel Burrus’ book today!

Categories
Growth Management Personal Development

How to Make Millennials Fall In Love with Working for You

Recent studies find that millennials’ attitudes toward work differ dramatically from those held by members of the older Baby Boomer generation. For example, a recent study from Gallup, “How Millennials Want to Work and Live,” reported these findings:

  • 60% of millennials say that the opportunity to learn and grow on the job is “extremely important” to them. In contrast, only 40% of baby boomers feel the same way.

 

  • 50% of millennials strongly agree that they plan to remain in their jobs for at least the next year. In contrast, 60% of members of all other groups plan to stay in place for that long. The message is that millennials are weighing their options.

Findings like those – and you can easily find more – show that keeping millennials happy and engaged at work can be a challenge. But it can be done. Here are some trends that can have a strong impact on your franchise’s ability to attract, hire and retain the strongest millennial employees.

Millennials like to feel capable and confident in their jobs. They do not like to feel like rookies. Many think of themselves as leaders – or as leaders who are waiting to be discovered. They want to look good and thrive on being able to confidently contribute from the first day they arrive on the job. The right kind of training – both for new and current millennial employees – makes that happen.

Millennials are usually skilled students. They like to apply the learning skills they built while they were in school. To them, learning feels as natural as eating three meals a day. In contrast, getting baby boomers to believe in learning can be a harder sell. They tend to view training as a burden, something they must endure. In contrast, millennials are more likely to say, “Wow, when can I start?”

Millennials are tech-friendly. Most of them love to be trained on their mobile phones and tablets, which are the most powerful training options available to many companies today. The result is better knowledge transfer, even to groups of employees who work in far-flung locations. Baby boomers, in contrast, are more tech-resistant. They are likely to freeze and resist when they hear they are going to be taking company training on their little smartphones.

Millennials like to be part of energized teams. This is a bit of a contradiction, but at the same time millennials think of themselves as individualist entrepreneurs, they also expect to be part of an interesting team. Letting millennials get to know their teammates during training, and fostering a sense of team/group identity, can help convince them that they have joined the right organization.

Millennials like a well-defined career path. Consider creating a personalized career development plan for all new employees. (The exception being seasonal or other short-term workers who will probably not remain with your company for long.) Another idea? Enroll new employees in management training programs from their first days on the job. In a retail franchise, for example, you can enroll them in training that will enable them to manage their own stores in two years, or after another stated period. Millennials like to know their next steps as they build their careers, and training is a fine place to begin.

 And remember training . . .

Training is important to millennials. They are the most energized, skilled and capable generation ever to enter the workforce. Train them well and they will become your organization’s brightest future.

This article is adapted from the book Ingaging Leadership by Evan Hackel.

About Evan Hackel

Evan Hackel is a 35-year franchising veteran as both a franchisor and franchisee. He is CEO of Tortal Training, a leading training development company, and principal of Ingage Consulting. He is a speaker, hosts “Training Unleashed,” a podcast covering training for business, and author of Ingaging Leadership. To hire Evan as a speaker, visit evanspeaksfranchising.com. Follow @ehackel or call 704-452-7368. Why not have Evan Hackel address your group about franchising success?

Categories
Growth Management Personal Development

The ONE Program Your Company is Missing

I see young business professionals entering the workforce, and they’ve got all the technical training out the wazoo (now, that’s a technical term for ya!) and often they’ve got degrees to the point that it looks like alphabet soup behind their names, but they are far from having what it takes to be successful in today’s work environment.

They really need a guiding hand, tips, strategies, and techniques for how to APPLY their training and education in the real world of their job. What they need in short, mon ami, is mentoring.

“What exactly is a mentor?”

A mentor is someone who commands a certain degree of respect, either by virtue of holding a higher-level position, or because of experience doing the job. Mentoring is most often defined as a professional relationship in which an experienced person (the mentor) assists another (the mentoree, mentee, or protégé) in developing skills and knowledge that will enhance the less-experienced person’s professional growth. A mentor takes a special interest in a person, and in teaching that person skills and attitudes to help him succeed. Think Mr. Miyagi and Daniel-San from the movie The Kirate Kid

A term that you often hear in Cajun country is comme ca`, which translates literally to “like this/like that”. As a kid when a parent or grandparent was teaching us something, they would say, “Comme ca” as they demonstrated the task. In a similar way, a mentor is someone that a less experienced employee can go to and ask questions, have a task demonstrated, and generally bounce around ideas.

Companies who are on the right track are creating structured mentoring programs to help less experienced team members get acclimated quickly and start progression in their career.

Here is what you are missing out on if you don’t have a mentoring program:

1. Orienting the new employee to the organization’s culture. Knowing the culture is almost as important as doing the job well. Job satisfaction comes not only from good performance evaluations but also from feeling that she fits in, has friends at work and can be herself.

2. Talent Development. A mentor can help the new employee learn the skills particular to this position, apply their education or training on the job, and most importantly, develop the confidence to perform the job well.

3. Knowledge sharingWith baby boomers retiring at record rates today, organizations are suffering major “brain drain” as retirees take all of their knowledge, experience, and wisdom with them as they head for Margaritaville. Mentoring partnerships offer opportunities for knowledge sharing and tapping into knowledge capital within the organization.

When I took one of my first real “big girl” jobs, I was so fortunate to have an executive leader take me under her wing. Her advice and counsel were invaluable to me. Whether or not your organization has a mentoring program, you can become a mentor.

Suggest the creation of a mentoring program within your organization. If that doesn’t fly, there’s nothing to prevent you from taking on a protégé on your own in an informal capacity. Sure, I know you’re busy, but just think how much knowledge you have and how much you could help an uncertain, insecure young team member find his way in the wild world of your organization!

How to be an effective informal mentor:

  • Be the guide on the side, not the sage on the stage. Remain on the sidelines and let her make her own mistakes. Just be there to help her up after she falls. Provide guidance and suggestions when asked, but don’t take it personally if she doesn’t go with your suggestions.

 

  • Give generously.  Just like Zig Ziglar said, “You can have anything you want if you just help others get what they want.” If you give unselfishly of your time and knowledge, you will get so much back in return! Besides, the lagniappe (added bonus) that you get is that you become known as the trusted go-to guy/gal, which only increases your value within the organization.

 

  • Been there, done that? Share insider secrets. With your experience, surely you’ve made some mistakes in your day. Share with your mentee any landmines – and shortcuts – that you may have discovered along the way.

Mentors are good for the mentee, good for the mentor, and absolutely good for the organization. If you were fortunate and blessed to have someone who took you under their wing, the best way you can honor that person is by taking a mentee under your wing. Don’t pay them back, but rather, pay it forward.

Comment below:

What great experiences have you had with a mentor?

Who is in your life that could learn from you?

Jennifer Ledet, CSP, is a leadership consultant and professional speaker (with a hint of Cajun flavor) who equips leaders from the boardroom to the mailroom to improve employee engagement, teamwork, and communication.  In her customized programs, leadership retreats, keynote presentations, and breakout sessions, she cuts through the BS and talks through the tough stuff to solve your people problems.

For more resources on leadership and employee engagement, be sure to sign up for our monthly Ezine and you will receive our report: “7 of Your Biggest People Problems…Solved.”

You might also like:

Why You Shouldn’t Bother with Strategic Planning Until You First Do This

For Leadership Success – Give Your Power Away

Ten Tactics for Leading Through Tough Times

Photo

Categories
Best Practices Entrepreneurship Management Marketing Negotiations Sales Skills Women In Business

Your Uniqueness – It’s Not Just Coffee

“If you want to stand out, don’t stand in a crowd.” -Greg Williams, The Master Negotiator & Body Language Expert

How do you separate yourself from the masses? Are you someone that glides in the strides of the crowd and then wonder why others don’t recognize your uniqueness?

It’s Not Just Coffee:

People lined up for miles to get their car washed. Most didn’t grumble because they knew they’d get a cup or two of that delicious coffee. It was a special blend that wasn’t served anywhere else. It was more than just coffee; some said it was a slice of heaven. Patrons told the owner, they didn’t really come for the car wash, they came for the coffee. The coffee was the establishment’s uniqueness. What’s your uniqueness?

Your Uniqueness:

As shown through your fingerprints, you have uniqueness in you. Some people are afraid to display their uniqueness for fear of how others might judge them. Some don’t even recognize that they possess traits that would endear them to others.

By not embracing and using the uniqueness that was bestowed upon you, you’re shortchanging yourself and those that might benefit from your gifts. If it’s fear that’s stopping you from displaying the inner person that you’ve incarcerated, what are you fearful of? Even if others should mock you, their mockery does not have to become your reality. Even if others reject you, you do not have to reject yourself.

Your Mind:

Everyone wants to be liked and appreciated. That desire is what keeps some people in society’s zone of safety. It becomes the self-imposed boundaries that surround their mind. It keeps them grounded when they could be soaring high in the sky.

Embrace the endowments that have been bestowed upon you. They’re gifts from a higher source. Shrink not from ‘the bigger you’. Allow it to escape from the small façade in which it currently resides. You’ve already outgrown that space.

Fear Not:

Fear not your greatness. It’s waiting to be exposed. Once you release it, you’ll find a greater life, more self-fulfillment, and a higher sense of purpose awaits you. Once you break the shackles that restrain you from a higher calling, you will embolden your uniqueness. Then, you’ll take the form that you were destined to be … and everything will be right with the world.

What does this have to do with negotiations? 

In a negotiation, a negotiator’s fears can be sensed. When he holds back an offer that stems from a lack of self-assuredness, doubt, or courage, he displays the lack of commitment he has for the offer. That can leave him in a precarious negotiation position. That can become an extremely difficult position from which to free himself.

During a negotiation, your uniqueness signals that you’re a negotiator that knows how to negotiate effectively or one that diddle-daddles. Your persona and reputation are at stake. How do you want them to precede you in your next negotiation? Will it be one that people speak of as being unique or will they say, “yeah, he’s just like coffee – you can find what he’s offering everywhere.” It’s your call. Make it a unique one.

Remember, you’re always negotiating!

After reading this article, what are you thinking? I’d really like to know. Reach me at Greg@TheMasterNegotiator.com 

To receive Greg’s free “Negotiation Tip of the Week” and the “Sunday Negotiation Insight” click here http://www.themasternegotiator.com/greg-williams/

#Uniqueness #Think #Success #Emotion #Business #Progress #SmallBusiness #Negotiation #NegotiatingWithABully #Power #Perception #emotionalcontrol #relationships #liars #HowToNegotiateBetter #CSuite #TheMasterNegotiator #ControlEmotions

Categories
Growth Leadership Personal Development

Fight Disengagement at Every Level of Your Organization

Ingaged leadership is a new way of leading, founded on the belief that if leaders create an organization where everyone works together in open partnership, that organization becomes vastly more successful.

Instead of telling people what to do, Ingaged leaders unlock the power of people’s minds, creativity and emotions. Some of the key skills of Ingaged leaders include:

1. Asking for help, because doing so is a sign of strength, not weakness.

2. Listening constantly and actively for nuggets of high value in what other people are saying and supporting the best of them.

3. Setting aside personal opinions about what will work and letting people try their most prized ideas.

How Can You Apply Ingaged Leadership throughout Your Organization?

Leading and supervising are two very different things. In fact, there are opportunities to practice Ingaged leadership at every level.

Ingaging with Trustees

When boards convene, many organizational leaders give them a report of company finances, introduce a few new hires, talk about new products – and that’s about it. Those practices represent disingagement, not Ingagement. Remember that members of your board were appointed because of extensive leadership experience, so invite them to share in open-ended discussions about long-term mission, marketplace trends, competitive issues, and more.  One way to start that discussion is to talk openly about the long-term issues you and your company is facing. The more you share openly, the more you encourage board members to do the same.

Ingaging with Your Top Executive Team

To be honest, I have observed that top leadership teams in many companies are hindered by internal fissures and factions that are never discovered until someone quits or a major problem arises. Those problems often happen because executives have ambitions and plans that are being stifled by the company leaders, or because the rejection of their ideas in the past has caused them to self-censor.

The solution is to build a top management team that is positively disruptive. That means resisting the temptation to surround yourself with “yes people,” “people who are just like me” and people who prefer “group think” to shaking things up. Also, have the courage to recruit people who are genuinely better than you at doing certain things, and let them. Their efforts will free you and results will soar.

Ingaging with Middle Managers

The leaders of many organizations overlook the fact that middle managers possess the kind of reality-based, realistic and valuable intelligence that cannot be found anywhere else in house. Instead of hearing directly from middle managers, those company leaders hear about them from divisional heads or other upper-tier executives. That kind of filtering is a crippling mistake. In contrast, Ingaged leaders interact directly with members of middle management. Even in very large organizations like franchises, they create – and visit – advisory boards made up of mid-level managers, leadership councils and other forums where managers can speak and be heard.

Ingaging with Front-Line and Entry-Level Staff

Too many companies seem to apply classic “mushroom management” to employees at this level. (“Keep them in the dark and hope they grow.”) What a loss, since front-line employees have critical knowledge and ideas that should be captured and reinforced. In smaller organizations, instituting an open-door policy or visiting hours can help. In larger companies, virtual suggestion boxes on the company intranet have worked well. So have general meetings where employees brainstorm and suggest ideas that can be captured, responded to, and utilized.

Remember too that your company’s training programs offer a setting to invite and acknowledge new ideas from front-line staff. If you encourage your trainers to explore bigger company issues and invite ideas, you can begin to build high levels of Ingagement, literally from the bottom up.

Ingaging with Your Sales Team

Your salespeople know more than anyone else does about customers’ concerns, motivations to buy, opinions of your products, and much more. Yet many companies focus only on sales quotas and incentives, never soliciting salespeople’s insights. To tap this critical intelligence, invite salespeople to attend your top management meetings, listen actively to what they say, and then implement their solutions and new ideas. Another solution is to conduct brainstorming sessions during larger sales meetings, invite people to offer their best ideas, and then let them try them in the real world.

Still More Opportunities to Benefit from Ingagement

Ingaged leadership can be used to build more beneficial relationships with job applicants, clients, vendors, top executives at other companies, and many more people. The more you Ingage at every level, the greater you and your organization will become.

Categories
Economics Growth Industries Personal Development Technology

Will Your City Be a Smart City Soon?

Despite the apparent trade-off between privacy and efficiency, authorities across the globe are intent on becoming known for achieving smart city status and for the right reasons. Politicians are seeing the real benefits and cost savings that smart city initiatives can provide, and as citizens we need to get used to the idea of our towns collecting and making use of more and more data to reshape the world around us for the greater good.

As the number of connected sensors, machines and devices rapidly grows in crowded cities, the data generated will provide the ubiquitous big data that we often hear about. But we are only just beginning to realize the value in a network that increasingly consists of everyday objects. Everything from buildings, energy, traffic flow, education, healthcare and even elevators contains information that represents both the daily grind and natural flow of every city.

This increasing volume of data that is generated every second of every day should and will be put to great use in the months and years ahead. Now that we have fully embraced the concept of smart devices with our phones, and we are beginning to experience it in our cars and homes, it’s only natural that we now look to make our cities much smarter too.

Although we are slowly obtaining a greater understanding of the data that surrounds us, the good news is that positive results are already happening. Authorities are faced with a double-edged sword in which almost every choice comes with a compromise. For example, video surveillance in high crime areas has proven to reduce crime rates from 5% to 20%, but as a society, are we willing to reduce crime by introducing cameras watching our every move? This is the kind of trade-off we will have to face if we want to dramatically lower crime rates.

The traffic in every major city across the world is probably our biggest concern, given we have all experienced gridlock. Once again, technology comes to the rescue. Traffic signal optimization has shown to reduce travel times by up to 20%.  And let’s not forget the joy of trying to find a place to park. The average person spends 18 minutes per day trying to find a place to park. Smart parking systems can reduce up to 30% of congestion without authorities even needing to build new lanes and roads.

There is already a wealth of statistics available now that major technology research in cities has revealed the scope of the cost savings. For example, 40% of municipal energy costs comes from street lighting. Intelligent lighting can reduce energy costs by up to 20%. Lansing, Michigan, put in smart street lighting and was able to reduce costs by 70%, a big win for the mayor who championed the initiative.

As a word of caution, it appears that we are still very naive when it comes to security and our responsibility in this digital age. With so much of our lives and infrastructure getting connected, we all need to step up our game and appreciate the implications of ignoring security warnings.

For example, a recent report revealed how vulnerable our hospitals are to cyber-attacks and hackers. Maybe it’s our self-awareness that is in need of a 21st-century upgrade. In years past, 18 USB sticks were dropped purposely on multiple floors of a hospital. Within 24 hours, one of them had been plugged into a nurse’s station, infecting the network with malware, which gave the hackers access to the entire network.

With the majority of public-serving institutions at risk from hackers intent on causing chaos and disruption, it’s more important than ever to re-evaluate your level of security and threat prevention. Threats can appear in many different forms, such as ransomware that will lock all files and demand payment to unlock your data. The only positive aspect of ransomware is that it informs the user instantly of an infection.

However, there is also much stealthier malicious software that can be secretly stealing data or compromising systems completely under the radar of the establishment. Eliminating these risks by upgrading old systems is key, but so is educating users about understanding the vulnerabilities in the workplace and how to prevent them.

The creation of closed systems with hardware-embedded security will make it easier to predict and prevent cybercrime. Crime will continue to be a risk, but new advanced intelligent systems can help predict an attack and prevent it before it happens.

These security challenges should not damage the level of excitement and energy around the future possibilities. In this digital transition, we are merely taking another brave step forward, and there is no doubting how cash-strapped local and state agencies can become more efficient by better using data and implementing new technology.

Many large companies are involved in making cities smart, including Cisco, IBM, and Siemens. Cisco will happily advise governments that a smart city can save energy by 20%, reduce water consumption by 50%, crime by 20%, traffic by 30%, and so on. These facts, backed up by data, will be tough for those in control of budgets to resist.

Businesses, local and state agencies, committees, etc., will always be cost and data driven. Our evolving digital economy will ensure that smart cities, IoT, and local services will all become a natural part of our lives. Yes, there will be security and even privacy challenges, but this is a hard trend that will happen, so the time to start solving predictable problems is before they happen.

Many of our fears of a technology-fueled dystopian future are based on fictional literature and Hollywood movies. But we seldom stop to think that our future reality could be quite different from 1984 or the rise of machines that the Terminator franchise warned us about.

Real life is not always as interesting as art. The implementation of computerized sensors for nearly everything we know and love to drive down costs and improve efficiency could be as exciting as it gets. Is it such a bad thing?

Eliminating waste, intelligent traffic management and vast improvements to public transport during peak periods are mouthwatering prospects on their own. The belated arrival of e-government services, allowing faster access at a lower operating expense for taxpayers, should also be enough to convince even the biggest cynics.

I don’t believe this is an either-or situation. Technology should be able to improve every aspect of our lives in our homes, cities and world. We now interact with each other more than ever before, not less—contrary to popular opinion. The rise of the global community is enabling a greater understanding that shapes our world view and challenges age-old stereotypes.

As citizens of a global community, we expect our smartphones to provide us answers to any questions as they pop into our heads. We have developed an insatiable thirst for real-time information. Reliability and simplicity are expected to be standard, meaning this is how cities will soon be judged by both their inhabitants and visitors.

We now connect and interact in many different ways, which illustrates how technology is bringing us closer together. The real spirit and character that live inside every city across the world do not need to be sacrificed and will continue to thrive as long as we work to keep the best of our past and present, as we build a better future together.

Concentrating on resisting change or fearing the unknown is counterproductive. I have advised major businesses and governments for decades that the best way to improve planning is by learning to separate hard trends, the trends that will happen, from soft trends, the trends that might happen, and use this knowledge to shape the best future possible.

Innovation leads to disruption, not being disrupted. Learn more with the book, Anticipatory Organization, now available for purchase at www.TheAOBook.com