Recently, we have changed my title from Executive Coach to Disruptive Executive Coach since so much of what we have been discussing with people seems to disrupt their comfort levels. The key is that it seems to be in a positive manner. Unfortunately, the word is over used. It has been grossly expanded by all of the uses that seem to be tied to it in literature and brochures.
As you undoubtedly know, the term “disruptive innovation” comes to us from Harvard Business School professor Clayton Christensen and his excellent 1997 book The Innovator’s Dilemma. Christensen observes that many successful companies spend most of their time working on what he calls “sustaining innovations.” By spending this time on maintaining and incrementally improving existing products or services, they become susceptible to a “disruptive innovation” from competitors or start-ups that no one even heard of in the current period. Examples range from technology leaders in computers to the impact of iPhone and iPads on society to non-technical ideas such as crowd sourcing and ecollaboration. The primary applications were in the technology arena but then it began to expand to business processes and other non-technical fields, hence the over use.
Today you’re going to learn how to find a target market of potential customers so you aren’t wasting precious resources on blitz marketing. So, the two questions you have to ask yourself are:
What do people really want to buy from me?
What related products are they already buying?
Once you figure this out you will know who is more predisposed to purchase your products/services. Then, you find other businesses with the same customer base who you can customer share with. Come up with an incentive and great arrangement to encourage both of your customer bases to shop at both of your stores.
“The future belongs to a different kind of person,” says Daniel Pink, in his book, A Whole New Mind.
It belongs to “…creative and empathetic right-brain thinkers whose abilities mark the fault line between who gets ahead and who doesn’t.”
Pink claims we are living in a different age. A different time that demands different thinking.
According to Pink, right-brain creative thinking coupled with left-brain logistical reasoning is the great differentiation that separates the wheat from the chaff. I concur and expand it to incorporate a move to the next level:
From The Information Age to the Conceptual Age to the Collaborative Age
What is the deal with all this personal growth and self-development business? Why bother in the first place? We are rapidly moving into an economy based on collaboration and personal branding so to be successful each person will need to understand how well they work with others. This begins with being self-aware, adaptive, flexible and persistent, all of which are found in most Self-Development programs.
It is so easy to treat personal development as ‘optional’ and so few people ever take the time to improve themselves. Too some, it may seem corny or a waste of time, yet there is no denying that everyone has a hero and typically that hero has understood self-development sometime in their past.
Personal growth and self-development is arguably one of the most important things you can do with your free time. In fact, you may find it beneficial to schedule time for this very important process; you can even argue that to actualize your true potential is the purpose of being here. In many ways, all your actions are geared towards ‘self-improvement’. Everything you do, you should do with a positive intent.
There is a perception that employers look only towards people with less experience in the market place. Why is that? Do they consider the mature applicant to be less flexible, less driven, more expensive or less technologically aware? It would be naive to think that age isn’t taken into account, when employers are looking at a prospective applicant. However, the number of people working beyond the age of 65, is, apparently, rising significantly, according to the ‘UK Office of National Statistics and so the competition for challenging senior roles will increase; this is especially true of the ‘Interim Management’ market place.
Executive Coaching must be a vested interest arrangement by both parties. In my practice I will always emphasize that we are here to allow you to be the best and most productive person you want to be. I am here to help unlock doors and encourage forward momentum in your life, I won’t force you to go somewhere you are not comfortable. Your time is valuable. Here’s how to get the most for it when you attend a coaching session.
1) Know what you want, or ask for help to find it
Before the session, concentrate on setting goals for yourself based on the materials provided by the coach. What do you want to learn? How can this program help you? What would make you feel that your time was well spent? It’s critical that you begin your sessions on a strong foundation and it really does start with self-evaluation.
In many businesses, too much time is wasted by owners and management on nonproductive activities. The result is lower productivity, less customer satisfaction and a significant loss of profits.
Here are 5 simple ways to get rid of nonproductive tasks and boost your productivity.
Do you know that you get 80% of your results from just 20% of your time and effort and consequently 80% of your time is virtually wasted on nonproductive activities? Once you recognize this, it is easy to either reduce the hours you work or significantly improve your productivity.
The 80-20(Pareto) rule was first discovered by Italian economist Vilfredo Pareto a hundred years ago. Using this knowledge is incredibly powerful in combating the “not enough hours in the day” mentality of today’s society.
The 80-20 rule means that in any area of our lives, literally 80 percent of our fruits are derived from only 20 percent of doing “what matters”. In other words, there is only a very small portion of all that we do each day, regardless of the situation, that brings us the “higher return”.
Tony Robbins says “Your philosophy of life shapes you more than anything else.” This got me thinking about the topic of personal transformation, which I am a strong advocate of and how this could play a role in our lives.
My first question is: Can we truly transform ourselves?
The answer I have experienced is a resounding “YES” but it does require being intentional in action and thought. What we value and believe becomes part of our everyday persona, but it is not a simple on or off relationship. Today we are often told that we need to model this or that in our work and personal lives or we are influenced by peer groups however being authentic requires that we are comfortable with who we are. Trying to live in a way that is not consistent with our picture or view of our true nature only brings confusion and frustration. The longer you live a lie the longer it takes to recover and restore our true nature. Our ability to anchor in our values and beliefs is really the strongest tool or power that demonstrates our actions.
John Maxwell poses this question quite often but the more I have experienced this I totally understand it now. He is absolutely right and it goes back to a premise I totally support: It boils down to attitude in almost every case. Goals are great as is personal and organizational growth however too many focus on the goals and lose sight of the growth.
How do you develop goals? Do you create or refresh them quarterly, annually or never? What happens when you reach a goal? How many goals do you set for yourself or your team on a regular basis? Who do you share your goals with and how do you let people help you reach them? All of these are valid questions that we should be asking ourselves but keep this in mind; each of these goals is a destination! Once you have reached that destination, multiple things can occur ranging from celebration to depression depending on how focuses you were on that particular goal.