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Keeping Up is a Fool’s Game

Many business consultants agree that benchmarking is imperative to strategic planning. By using metrics, a business will study the practices, designs, and financial outcomes of industry leaders with one distinct purpose: To keep up with the pacesetters.

There’s just one problem. Keeping up—with technology, with the competition, with anything in business or life—is what some would call a fool’s game. Think about it: When you’re merely keeping up, what’s the advantage? In reality, there is no advantage; all you’re doing is making yourself just like everyone else.

So how do you gain advantage and truly stand out from the crowd? Here are three suggestions.

1. Get off the Treadmill

Rather than keeping up, a smarter way to benchmark means you will look to the future. Most benchmarking practices are based on two questions:

  • What path are my competitors on right now?
  • And, what are all the successful companies evolving to?

However, there is a third question to ask yourself – and it’s key to moving past the pacesetters:

  • What’s the likely progression of the industry as a whole?

Asking these questions enables you to go beyond your competition and get off the treadmill of keeping up. It opens your eyes to future possibilities—to stay ahead of the pack instead of side-by-side with them.

In my latest book, The Anticipatory Organization: Turn Disruption and Change into Opportunity and Advantage, I reinforce the major competitive edge that comes from the ability to accurately anticipate the future. Think of being anticipatory as a new competency; it’s a mindset that teaches you to elevate tried-and-true strategies like benchmarking to new levels. Unlike traditional benchmarking, which looks backwards and measures what has already worked, being anticipatory requires you to look forward.

2. Use Hard Trends to Get Ahead

Ask yourself: Is your industry faced with cyclical changes, such as seasonal, economic, or sales cycles? If the answer yes, you can expect the normal ebbs and flows that go along with that. But, if the answer is no, there may be even opportunity out there.

Trends that are linear (and not cyclical) present the best opportunity for exponential change. These are trends in technology and innovation that show no signs of slowing down. Think about the future of virtualization, artificial intelligence and the Internet of Things (IoT). How could advances in these areas impact your business?

I call the latter, Hard Trends, and they are things that are sure to happen based on their upward trajectory and other considerations I talk about in the Anticipatory Organization. Knowing how to identify them can give you a powerful window to the future.

3. Learn from a Leader

While Blockbuster worked to maintain its foothold as the largest movie-rental outlet, Netflix was redefining the concept altogether.

Though Netflix began in 1997 by lending or selling physical DVDs to its customers, it already had a technology platform. Consumers could order their movies online and have them delivered through the mail. One thing it didn’t do was open a brick-and-mortar store.

Ten years later, Netflix added streaming media to its mail-order business. From there, consumer behavior and digital technology took care of the rest. By the time Netflix reinvented itself as a content creator in 2012, the majority of its content was consumed online – including on tablets and phones, which didn’t even exist when the company began.

The key here is to realize that moving beyond competition into innovation wasn’t just a small tweak in order to hit a benchmark; it was a complete change in direction. Netflix didn’t even try to compete in the physical space, they made a one-way move and invested in the future of streaming technology instead.

Are you anticipating the future with confidence? If you want to learn more about the Anticipatory Organization, my new book is available on Amazon.com now.

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Best Practices Entrepreneurship Leadership Marketing Skills

DIY Personal Branding

It was great to be in New York last week and meet so many in the C-Suite Network and other Advisors!

It’s hard to cover everything in such a short amount of time, so I want to write down some tips that you can all use in your personal branding efforts.

I’ve done a lot of work in my own personal branding as I mentioned up on the stage. It’s really been a learning experience figuring out what works, what doesn’t, and what really fits my personal brand. I am always evolving in that sense of what I will add, change, etc. Also, I am constantly balancing what to put under the company brand, what is under the Mari Anne Vanella brand, and what is part of both.

I mentioned LinkedIn a number of times, and that’s because that is a digital office workspace that YOU control. Think of years back, you would go into someone’s office and look around and get a feel for who they are, today that happens on calls many times….so that physical office that told you so much about prospects has moved online in many cases. Is your online office saying what you want people to know? Even other thought leaders that have pretty robust websites, blogs, etc. still have a healthy LinkedIn profile. That’s because LinkedIn has SEO value, it will be one of the first things (if not the first) that come up when people search for you… And they WILL search for you if they are considering working with you.

When I first started my company, the idea of personal branding was still pretty unheard of. But with the physical office space moving to the digital office space it’s opened a lot of opportunities for professionals to get their name out there. In 2000, working remotely and having a distributed team was an odd business model, but over the years I have closed millions of dollars of business with organizations I have not met in person. What they discover about The Vanella Group, Inc. and me personally helps them make those decisions.

I realize there are people that are reluctant to do a lot on LinkedIn, or they think it’s not important. I can say with a lot of confidence that if you invest the time in creating a solid profile on there it will get the message out that YOU want out there. If there is a lot of white space when prospects are looking for what you do, they mentally fill in the blanks with things they assume, i.e. you are not on top of modern trends, you are not knowledgeable of common digital practices, etc.  Part of the training I do for teams include using LinkedIn to get up to speed quickly on who you are about to have a meeting with. It will accelerate your prospects feeling good about you when they can get to know you online.

If there is nothing to see online, they might think that you’re a late adopter and you haven’t gotten on the digital wagon of maintaining an online presence. If they are really pushing an online presence, you may get ruled-out without ever knowing it because they think it isn’t an area you work in. In today’s digital world, that’s not that great of a message to send out.

If you are online but don’t update your digital presence, what do people discover? Do you still have your last job on there as your current job, that also sends a weird message. If you are a consultant promoting a business and your last job is what they see when they look you up, your consulting business looks more like “unemployed.”

I also see LinkedIn as a place to show some generosity. I tend to find it strange to see people working at a company in a leadership role for a number of years, and no one took the time to write a solid endorsement for them….or visa versa. It puts out a message that could be construed as not having a lot of loyalty or influence. That may not always be the case, but when I see people that freely give praise to their team and their team and other colleagues taking time to share their positive experiences, it says something about them. I have never met anyone that has or has given a lot of recommendations to be a cold person.  It is a great way to give back to people that helped you get where you are. Is there anyone you can do that for?

What are some things that you can do right now?

Think of what your brand is. Is it modern? Is it edgy? What is unique? What do you do that no one else does? What part of the solution you bring is special? Put it on paper so you can mentally organize it. Name it something even….productize your solution.

Do you have a unique process you bring? I mentioned on the stage that I know no one does what my company does, and I built out a strong methodology around it. I own the Telesales 2.0® mark. I designed it to be different.

The value of doing this is twofold because it’s a methodology that is unique to my company and differentiates our solution, and it’s also something that I created that adds to my personal brand.

What have YOU created that you can package into something unique that YOU own?

A challenge I see with services related companies is trying to be all things to all people and having a cloudy message. It’s a good exercise to distill those top areas that you are solving into a 1-3 areas and those other auxiliary types of things that you do save for live conversations. That may not always apply, but if you can narrow it to something very concise, it is worth considering.

Another important thing is to stay current and educate yourself. I mentioned on the stage how I keep Google alerts for myself, my company, but I also do that for topics and industry trends. I put the Internet to work for me so is delivering to me the content that I want to consume. I run across a lot of great content that I wouldn’t have discovered through the regular channels, so it’s a great way to identify sources as well. I can also see where others are using dated methods, are running into obstacles, and it helps me better define my deliverables.

Keeping your accomplishments current is also another important factor in how you brand yourself.  I’ve seen people that put minor accomplishments from 20 years ago in their bio that could be weakening their brand. What you did in 1992 is likely not super relevant to what is happening in 2019.  If you go too far back without a solid recent list of output, you run the risk of looking stale. I believe a lot of people that complain of ageism also put out aging messaging about themselves…not that it doesn’t exist, but why put something out there that causes more harm that good?

Something I see from time to time is a company with a pretty good website, but they don’t put their management team on it and we don’t really know who’s behind the curtain. Today’s buyers are astute, especially in executive-level services, and they want to know who you are and what you do. I would even recommend working with a content consultant or somebody that can help you to have a consistency across your website, your bio, your LinkedIn profile, Twitter, etc. Me personally, I spend zero time promoting anything professional on Facebook because my prospects just aren’t there, that goes with Instagram too.

I tend to avoid heated topics outside of my industry because it only would serve to alienate prospects. I do however engage in discussions about related topics that are flat out against what I know to be true. When I see people promoting the “cold calling is dead” message, I will gladly jump into that discussion. People do take calls, they don’t take bad calls…99% of the calls they get are bad calls. So that is another thing to think of, how will you engage in topics where there are differing opinions. Or will you step outside of your industry space and engage in other discussions too?

Another thing to consider is what you want to be discovered vs. what you don’t. I don’t want to impact my SEO results with things that are unrelated. I have an equestrian site that I don’t put my name on because I don’t want to have all this stuff come up that impacts my main business results.  People that know me know I adore my animals, I share photos on Twitter, etc. But one thing I don’t want is to have my potential clients of The Vanella Group, Inc. searching for B2B telemarketing and finding dressage and costume demo content.

There’s much more I could comment on, it’s a big topic and one you have to periodically stop and assess what needs to be changed. Please connect with me on LinkedIn, Twitter, or feel free to email or call me.

Have an excellent week!

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Growth Management Personal Development

8 Tips to Clear Out the Leadership Clutter Before 2019

As we wind down the year, we’re told as executive leaders to start thinking about goals and resolutions for the New Year. But before you rush off willy-nilly into what new projects and initiatives you’re going to tackle in the next twelve months, you might need to think about what you’ll let go of so that you can make room for the new stuff.

For instance, I was in a Sunrise Yoga class the day after Thanksgiving, sweating my you-know-what off, and our instructor encouraged us to check our thoughts about the past and our worries about the future at the door.  “Because, you see,” he went on, “you need to get rid of all of the toxins and all of that ‘crap’ to make space for what’s possible right now.”

I began to think about how true this is, not only in yoga class, but in life in general. Now don’t get me wrong, we all have days when we feel like the “hot mess express,” and I’ve certainly had my share of those days. Please don’t hit delete and move on to your next email or pressing item, but hang with me for a moment. I promise I won’t get all soft and new agey on you.

My family can tell you I love to do some purging of stuff around the house and office. I’m like the anti-hoarder (I think that at times my kids have been afraid that I was going to haul them out to the curb, too!). But I just love the clean, light feeling of making space in my physical environment. My mantra has long been “outer clutter = inner chaos.”

This runs true in organizations as well. We all have to clear out the clutter in our leadership practices, as well, so that we can have room for new, improved, and exciting ways of doing things.

8 tips for clearing out your leadership and organizational clutter:

1. Kick the status quo to the curb. Similar to cleaning out your closets, just because it’s familiar, doesn’t mean it’s your best look. Get out of your comfort zone. Often we hold onto shoes, habits, and ways of doing things because they’re familiar, and “that’s the way we’ve always done it.” (Or those are the shoes we usually wear with those pants/that dress.) Shake things up a bit.

2. Reassess and ditch processes and systems that have become inefficient. Tom Peters said “Over time, even a beautiful system tends to get elaborated and elaborated. We end up serving the system instead of having the system serve us.”

3. Sweep out those snarky thoughts about people. “Assume the best, and confirm the rest.” Assume positive intent.

4. Stop spending time with those soul-sucking people who drain the life out of you. This will create space for you to be able to invest in the people who add value to your life.

5. Clear your calendar of meaningless meetings. Or find a way to make them meaningful. Ask yourself if each meeting is a productive use of your time. If it’s not, could the information be shared via email? Save the meetings for the things that need to be batted around, cussed, and discussed, eyeball to eyeball.

6. Get rid of those habits that aren’t serving you. Addicted to your phone? (BTW, NO one ever admits this.) Try setting some boundaries for yourself. Put them away during more of your interactions so that you can really be present to your team.

7. Banish bureaucracy. Organization expert Cynthia Kyriazis said, “Clutter is symptomatic of delayed decision making.” Same is true in organizations. When “the boss” has to make each and every little cotton-pickin’ decision, he or she usually become the bottleneck. Bureaucracy is the clutter of many organizations today, and it slows everything down and creates resentment and frustration.

8. Dispose of the stuff and focus on creating experiences.  For the past few years, my husband and I decided that instead of buying a bunch of stuff for our kids for Christmas, we instead wanted to create experiences and make memories with them. We invested in family vacations, gone to Jazz Fest, and spent a lot of time fishing and beaching together. How could you replicate this in your work? Could you be more intentional about how you want people to experience you?

Of course I’m not telling you to be a neat freak, nor do I want to insinuate that I am a neat freak, because I most definitely am not! But, just like we need to clear out the physical clutter in our homes and offices, we need to regularly clean up and clear out the metaphorical clutter in our leadership and organizations.

CHIME IN:

  • How will you make this “purging” a regular practice going forward?
  • What habits or practices will you get rid of to make space for new and improved ways of doing things?

To receive solutions to your people problems in your inbox every month, and to receive our report: “7 of Your Biggest People Problems…Solved,” click here.

You might also like:

Leadership Team Accelerated Results Program

Why Your Employees Should Stop Thinking Like Employees

Stay Home From Your Next Leadership Conference

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

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Growth Management Personal Development

The Step Executive Leaders CAN’T Skip Before the New Year

Year after year, the holidays coincide with the end of the year and all that entails. I feel your pain, truly I do. Back in the day, I would get caught up with the holidays and all that they entail, (which I still do, of course), and then jump into planning, goal setting, and resolution making for the New Year.

But I’d skipped a valuable step. I’d neglected to reflect on the past year. While it’s easy to fast forward to future visioning, I’ve come to realize that it’s important to take the time to take inventory on the past 12 months.

Reflecting on the year past is not some soft, fluffy, airy, fairy activity, but rather, can have hard-core, bottom-line business impact. Whether you’re a leader, manager, supervisor, a wannabe, or a dog or a cat person, trust me, this stuff works. Whatever your current role or your aspirations, if you want to advance your career and certainly if you want to become a better executive leader, you have got to commit to learning and growing. And that’s precisely why you need to make sure you thoroughly process and digest your experiences.

Socrates said,

“An unexamined life is not worth living.”

Maybe that’s a bit dramatic, but I do think there is value in taking time to pause and reflect.  One way to do this is to celebrate the wins and digest the lessons. Incorporate the best and eliminate the worst.

Think in terms of MOLO – More Of, Less Of.

What do you want to create more of in your life and what do you want to have less of in your life?

I aim to take time during the last week of the year to conduct my own year-end review. This has actually become a ritual that I look forward to and plan for. You can conduct your own review any way you like. My suggestion is to set aside some time (anywhere from an hour to a full day or more), grab a notebook and pen, disconnect from all, uh, distractions, (namely your texts, email, etc.), and go to a place where you won’t be disturbed.

Ponder these executive leadership questions as you sip your beverage of choice:

1. What gave you the feeling of great accomplishment? Think in terms of what you did really well and how you might replicate that. What do you want more of in 2019?

2. What, or who, are you most grateful for? Feel free to go crazy on this one.

3. What would you do differently if you’d known then what you know now? What do you want less of in 2019?

4. What did you learn? What skills, knowledge, or awareness did you develop?  How are you different this year from last year?

5. What relationships did you nurture or develop?

6. Jim Rohn said that you are the average of the five people you spend the most time with. Who did you spend time with?

7. Who did you look to as a mentor? Who did you mentor/teach/coach?

8. How did you increase your value to your organization? To your direct reports? To your clients or customers?

So before popping the 2019 New Year’s champagne and jumping right into goal setting and resolution making, take time to reflect. I hope these six questions have sparked your thinking and prompted you to take stock of the past year.

WHAT’S YOUR TAKE?:

  • What reflective questions would you add to this list?
  • How do you conduct your year-end review?
  • Pop a comment below and share your practices, ideas, and suggestions with our community.

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.”

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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.

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Growth Management Personal Development

Executive Leaders: Give a Different Kind of Gift this Holiday

As I considered what I wanted to write about this month, I read through the feedback cards from the leaders in a recent program I’ve been doing for an organization in Mississippi. What’s cool about this organization is that they really connect the dots between leadership development, employee engagement, customer engagement, and ultimately, the bottom line. Not to brag, but I’m happy to say that we received consistently positive, glowing feedback. Okay, I guess that was a bit braggy, I digress. The comments that I received over and over from this and from many of my programs, is that I helped leaders to see what they may not have seen or struggled to see about themselves, and this will help them to be better leaders.

As I was walking through the airport recently I saw a service dog walking with a gentleman who was blind. As I walked along, lost in my own thoughts, I realized that we are all a bit blind in one way or another.

Before you can lead others, you must be able to lead yourself. So self-awareness, or intra-personal info is necessary before you can build inter-personal relationships. We always work on self-awareness first in my coaching and leadership development programs, and we do this by having everyone complete a self-assessment. Heck, this is our starting point regardless of what kind of program I’m facilitating, and regardless of the participants’ roles within the organization.

And we don’t stop there. We pay it forward. We give the gift of this self-awareness to team members, so that everyone in the organization is speaking the same language.

But, back to my guide dog analogy. As a leader, your job most often involves serving as a coach for your team members. Your role is to help them to see what they can’t see about themselves. You guide them around potholes and missteps, and help them to learn from every experience.

If you would like reveal the blind spots in your leadership and your team members and give the gift of self-awareness this Christmas, here are a few quick tips:

Understand that every team member has a preferred way of doing things and accept that your preferred way isn’t the only way. Have everyone on your team take a self-assessment. But for the love of all that is holy, don’t stop there. Get some good coaching to help everyone interpret and understand their results. Just handing someone a report and expecting them to read and interpret it on their own is a complete waste of time and money (or as my Mama would say, “That and a dollar will get you on the St. Charles streetcar!”).

Ask open-ended questions. Influential leaders don’t necessarily have all of the answers, but they do ask great questions.

Use stories, analogies, and examples to give context to what you want your team members to really get. Remember, people would rather use Tabasco for eye drops than listen to someone lecture! Tony Robbins says it a little differently: “Information that is not attached to emotion is not retained.” Stories evoke emotions. Use em’.

To be a good coach, you need to have a good coach. Hire one. I did. Professional athletes do. It’s pretty hard to see the label when you’re inside the wine bottle… er, or as my coaching client said recently, “ I don’t know what I don’t know, Jen. That’s why I need you to help guide me along this leadership path.” A good coach helps you to not only see your own blind spots, but to identify and leverage your strengths.

Invest in team and leadership development. Notice I said invest. You should be able to expect ROI, such as improved communication, amped up employee engagement, enhanced customer service, and ultimately, a beefed-up bottom line. And don’t forget to measure the results.

As a coach, your role isn’t so much to teach people WHAT to think, but rather to teach them HOW to think – for themselves. It’s a fine distinction, but you don’t want to create order takers who need to be spoon fed and told what to do. By asking for their ideas, opinions, and suggestions, you’ll help them to think in terms of solutions and options.

Be a lifelong learner. You can’t give to others what you haven’t first learned. ‘Nuff said.

In my experience, most people need a guide on the side, a coach to help them along the way, because we’re all a bit blind in one way or another. What a way to spread your love and appreciation to your team members! Just remember that this is an ongoing process, a journey, and it’s the gift that keeps on giving.

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.

To receive solutions to your people problems in your inbox every month, and to receive our report: “7 of Your Biggest People Problems…Solved,” click here.

You might also like:

Leadership Team Accelerated Results Program

Stay Home From Your Next Leadership Conference

Why Your Employees Should Stop Thinking Like Employees

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To See the Future, Think Both/And

Whenever a new game-changing technology is introduced, our instinct is to assume that the current technology we are using will quickly become obsolete and will vanish from our use.

History has shown that the hottest new breakthrough technologies do not necessarily replace older ones. Instead, they often coexist side by side because the old technology has its own unique profile of functional strengths that the new technology never fully replaces.

How many times have you greeted a new innovation with an either/or assumption? Either you use the old or the new. But this is not an either/or world we live in; it’s a both/and world. It’s a world that is both paper and paperless, online and in-person, old media and new media.

Yes, No or Some of Both

In my latest book, The Anticipatory Organization: Turn Disruption and Change into Opportunity and Advantage, I teach readers how to gain a major competitive edge by learning to accurately anticipate the future. This is a skill that can be learned, and in this blog I’ll share one of the principles I have used for decades to accurately predict the future of technological change, one that you will be able to apply in countless ways: the Both/And Principle.

First, a bit of history. In the early 1980s, I developed the Both/And Principle and started applying it with great success. Here are some examples that will help you to see how to use it yourself.

Either/Or Assumption #1:

The introduction of digital documents meant that we would all be 100% paperless in a few years.

For example, in the late 1980s, when CD-ROMs were introduced, industry experts, the press and futurists predicted that by the mid-1990s, offices would be completely paperless. At the time I applied the Both/And Principle and predicted that we would have increasing amounts of both digital documents as well as paper documents in the future. It’s now 2018 and we are still managing both paper and digital documents.

Why is paper still around? Paper is inexpensive, portable and can be folded and tucked in a pocket or purse. It is an inexpensive display medium that does not need power. In addition, a handwritten paper note of gratitude to an employee is far better than sending a text or an email.  So instead of asking “How can I eliminate all paper?” a better question I had my clients ask was, “What is the best use for paper and the best use for digital?”

Either/Or Assumption #2:

E-commerce will render brick-and-mortar retail stores completely obsolete.

In the mid-1990s, around the time that Netscape, Yahoo!, eBay and many other Web-based businesses started rapidly growing, many futurists and the media predicted that bookstores, auto dealerships, shopping malls and retail stores in general would soon be obsolete.

The logic was that a physical store can only hold a few hundred or several thousand items while a virtual store gives you access to millions of items or titles 24/7.

So why do retail stores continue to survive and why are many even thriving? The answer is that physical shopping is experiential, not just transactional. Brick-and-mortar stores and malls that have continued to elevate the customer experience are social gathering places that create a sense of community, which technology can’t fully replace. In addition, many products are difficult to buy without physically seeing them and trying them out. Others require a knowledgeable person to help you make a decision. Why did Apple open an Apple Store? If you have been there, you know why. Why is Amazon opening brick-and-mortar bookstores? Now you know why.

Either/Or Assumption #3:

Smartphones will replace laptops.

Not that long ago, business publications were having a debate about the future of computing. They asked the question, “With our smartphones and tablets becoming our main personal computers, won’t this make laptops obsolete?” The answer is still “no.”

The reality is, we still have the equivalent of mainframe computers, we just use them differently than 20 – or even five – years ago. If they have a smartphone and/or tablet, the majority of business users are already using their laptop differently, and perhaps much less, but they are still using both.

Introducing Both/And Thinking

While others were predicting the end of laptop computers, printed paper and retail stores, I did not fall into the trap of those bad predictions because I had developed a series of research-based guiding principles that would help avoid such mistakes, and the Both/And Principle is a major one.

The premise is simple: Your technology works well for you, but you discover a new app, gadget or process that could significantly transform your business. You don’t want to part with what’s been working for you, but you also don’t want to be left behind.

The Both/And Principle allows you to keep bridging your legacy systems with the new technology or processes. Integrating them in a way that will create higher value than either has by itself provides a pathway forward.

It is a powerful corrective measure to either/or thinking, meaning that the future will only be either one way or the other. The Both/And Principle recognizes the folly of assuming that the “new” will totally supplant the old, and it recognizes that they can be integrated. Once you try it, you will see the Both/And Principle can accelerate your team’s performance because you haven’t settled for one or the other.

Powerful Both/And Duos

Digital documents have powerful strengths; they are here to stay, but so is paper. Here is a short list of Both/And Principle examples:

  • Brick-and-mortar retailers and Internet retailers
  • Digital and analog
  • Paper mail and email
  • Nautical charts and GPS
  • Full service and self service
  • Wiring such as copper and  fiber-optics and wireless
  • Traditional media and digital media
  • Gasoline engines and electric motors
  • Digital music playlists and live concerts
  • Video conferencing and face-to-face meetings

A key success strategy is to integrate the old and the new based on the strengths of each. In fact, the hottest breakthrough technologies tend to coexist and integrate to create new value with their predecessors rather than completely co-opting them. Why? The old technology has its own unique profile of functional strengths.

Case Study: Amazon.com and Kohl’s

In August 2017, Kohl’s announced it would sell Amazon products in its retail stores. But that was just the beginning of this Both/And Principle business maneuver. Kohl’s department stores and Amazon.com have been piloting a retail model that even more perfectly demonstrates an integration of the old and new.

Since September 2017, the two have been running a pilot program in which Amazon.com purchasers who want to return an item can return it to a Kohl’s customer service desk. Customers who bought a product online can now skip the post office and instead return it to an ever-increasing number of Kohl’s stores.

Consumers enjoy the convenience, and according to a number of recent studies, total visits to Kohl’s stores with Amazon’s return program have outperformed other stores in sales by about 8.5%. In other words, customers returning items end up finding more to buy at Kohl’s. Kohl’s also reported an increase in new customers.

Both/And Thinking and You

What are some examples of Both/And thinking that could benefit you? Are there any new technologies that would give you amazing new capabilities that could become something you feel your business could not live without? What are some of the newest technologies that you believe will disrupt and transform your business? What would happen if you combined the old and the new in a way that creates higher value than either has on its own?

If you would like to learn more anticipatory skills so that you can turn disruptive change into your biggest advantage, read my latest book, The Anticipatory Organization: Turn Disruption and Change into Opportunity and Advantage

Click here for a special offer from Daniel Burrus

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Growth Management Personal Development

9 Ways Leaders Can Prepare Key Players for the Unexpected

What if one of your key players:

  • got a once-in-a-lifetime job opportunity and left your organization?
  • was in an accident?
  • had a family emergency and was out for an extended period?
  • God forbid, died suddenly?
  • got sick and was in the hospital?
  • won the lottery and said adios amigos?

This week has been a bit challenging, but nowhere near the catastrophe it could have been. My computer hard drive unexpectedly crashed. Since a majority of my work and business are contained on that hard drive, it truly could have been devastating. Fortunately, though, I was prepared with backups to a local external drive and to an online/cloud service. So, yes, it has been inconvenient, but I didn’t lose data thanks to my backup plans.

This experience got me to thinking about how, as leaders, we need to make sure that we have backups for our people, not just our data. Would you be prepared if some unforeseen event happened?

I know no one wants to think about such things, but as an executive leader, you have a responsibility to ensure that your business operations could continue if some unforeseen event like this happened. Pulling the covers over your head, burying your head in the sand, or sticking your fingers in your ears won’t help you if one of the above events occurs. (I know. I’ve tried.) Author Ryan Holliday says that we should literally engage in negative thinking. For you leaders, that might mean thinking about worst case scenarios so that you can set up contingency plans to deal with the unexpected challenges that might crop up.

Organizing a contingency plan for your people is just good business. While many think that succession planning is just the HR Director putting names in boxes on an organizational chart, it’s actually about thinking ahead and being prepared, and yes, even thinking about the worst case scenario. And BTW, succession planning isn’t just for the CEO. If you’re a leader of a division, department, or a small business, you still need to think about this and be proactive. And repeat after me: It doesn’t have to be complicated.

Steps that you can take to jump-start your succession planning:

1. Start today. There’s an old Chinese proverb that says: “The best time to plant a tree was 20 years ago. The second best time is now.” Identifying and prepping someone to step into a leadership role can take some time, but you’ll be so glad you did if the unexpected happens. Just do it.

2. Don’t go it alone.  Get your leadership team, your board, and any other stakeholders involved. You’ll want their input and perspective on this.

3. Discover the skills and strengths of team members. If you’ve never taken the time to do this, the whole process will be beneficial for everyone involved. You may unearth a latent talent or strength that a team member has never put to work for your organization. Ideally, you want to have everyone working in their areas of strength so that they’re making their maximum contribution to the organization and they’ll feel engaged and dialed into their work. (If you’d like some help with this, give me a call. We’ll work with you to determine the best tools to help you tap into the strengths of ALL of your team members.)

4. Identify high potential leaders. Regardless of their current role, look for people who exhibit the characteristics and strengths needed to be successful in the leadership position.

5. Include high potential leaders in strategy discussions. Show him the big picture so that he has context and a broader perspective of the organization.

6. Assess your high potential leaders’ interest, willingness, and enthusiasm for taking the reins one day. No matter how good you think he might be, if he says he never, ever wants to be in a leadership role, you may need to look for someone else.

7. Offer coaching and training to top performers. How will you need to invest in her today, so that she’ll be ready tomorrow? While she may have the technical skills necessary for her current role, she’ll likely need some help with things like communication, delegation, coaching, and performance management.

8. Identify talent gaps. As you go through the process of identifying high-potential leaders within your organization, make note of where you may be lacking talent or skills.  Keep your succession plan in mind when hiring and recruiting and see if you can fill those gaps.

9. Refresh, revise, update. Your succession plan doesn’t have to be complicated, but it should be a living document that you update regularly as people, circumstances, and the business environment change.

Working through this process may open your eyes to the strengths and talents of the folks you’ve already got on your bench. And from my experience, helping your employees to recognize their strengths and putting them to work will cause them to be more engaged and eager to contribute their best.

Succession planning, like backing up the data on your computer, may seem like a task you can put off to another day. I encourage you to view it as insurance against a business-busting catastrophe. Just do it. You’ll be glad you did.

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

The One Program Your Organization is Missing

Ten Tactics for Leading Through Tough Times

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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?

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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

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Categories
Growth Management Personal Development

Executive Leaders Should Put Down the Policy Handbook

So many business professionals and executive leaders think we need to have hard and fast rules applied across the board for every situation. Maybe it’s a backlash to the anti-discrimination laws, political correctness, or just fear of ticking someone off. What really slays me is when leaders, in their zeal to be consistent or “fair,” disregard the spirit of the rule or policy and completely forget the bigger picture. A truly effective leader is able to keep things in perspective.

As a “Recovering HR Director,” it always bothers me when leaders want to “legislate” their way out of having to make decisions. They want to create a rule for every occasion, every potential situation, and all circumstances. Each time there is an issue to be addressed, it’s simply stated and defined in the policy handbook and then filed away. The problem is, there are no identical situations. Just as there are no identical candidates for a job, there are no mirror image situations where a rule, policy, or procedure can absolutely be applied. Sure, there will be similar situations, where a guideline can easily be applied.

There will always be exceptions to every rule. And then, judgment, discretion, and yes, discrimination are required of the leader. If not, we wouldn’t need leaders. We could just create a system to apply and enforce rules, let the organization run on autopilot, and save money on those high-dollar salaries! By definition, executive leaders must be willing and able to make decisions. There will always be situations where discretion and judgment are necessary.

Rules alone will not suffice.

Make effective decisions using these tips:

1. Stop right there! Don’t react to a situation, but think about the big picture. Before reaching for the rubber stamp or just enforcing a policy, consider the spirit of the policy as well as the intent and context when the policy was created.

2. Take the time to research any similar situations and how they were handled. Compare those situations to this one, noting any unique conditions.

3. Analyze the situation from all angles and get input from appropriate individuals. Be prepared to take input into consideration, but make the final decision based on all factors.

4. Play the role of Joe Friday (of Dragnet fame), and get the facts. Ask open-ended questions to get the full picture. Open-ended questions typically require more than a one-word response, and therefore elicit more information. Find out what mitigating circumstances may be involved, if any.

5. Put on your “big boy drawers/big girl panties” and just do it! Make your decision and stand by it.

Share your thoughts on executive leadership decision-making and workplace policies. What tips would you add to this list?

What are some of the decision-making strategies that have worked for you?

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

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.

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