How to Understand the Law of Attraction!

shareasimage (2015_09_21 22_53_07 UTC)Have you ever thought the world was there only to make you fail? Do you think that If you didn’t have bad luck you wouldn’t have any luck at all? This is an example of stinking thinkin’!

In reality, you make your own luck, your own failures and successes with your choices. Yes, we can blame others but we are responsible for how we handle the external impacts of outside services, products or people.

If you are one of the positive ones who think everything happens for a reason! ?
Excellent, good for you! You are correct! Well, sort of…

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4 Tips to Develop a Team Competitive Advantage

Courtesy of Stuart Miles at
Courtesy of Stuart Miles at

In a previous article, we discussed the idea of problem solving broken into a mindset structure, in this article we will look at ways to make a team building strategy that can become a competitive advantage, if done consistently and transparently using those mindsets.

If you are a team leader or senior leader, this same process applies. You must realize that the process takes time, a lot of effort and most importantly connecting with your team members. It cannot be done remotely nor can it be done in a vacuum, i.e., without input from the team members. There must be integrity, trust, and transparency in the whole process.

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Social Selling’s Time Has Come!

Desk Shot 600X400 FreeAre you hearing about Social Selling for the first time, lately? I would not be surprised if that were the case since many senior leaders have avoided any interaction involving social media. The day has come when you can no longer hide. The old selling systems are dying. Based on a 2012 article in the Harvard Business Review, “90% of C-level executives said they ‘never’ respond to cold calls or e-mail blasts.” Based on the 20th century sales models this is not what you want to hear at all. In that same article by Barbara Giamanco and Kent Gegoire talk about Social Media Selling, which today we call it social selling.

Today, we know that social selling can step into the cold calling breach to help sales teams make sales. However, a large percentage of your sales professionals still are not adopting social selling. Many have heard of the concept and some probably spend some time expanding their social networking profiles as a result, but few have implemented a social selling strategy. Senior leaders need to step up to the table and lead the charge into the 21st century selling environment.

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Kids Teach Leadership!

Child Leadership 2014While watching our granddaughters as we were shopping over the weekend, it dawned on me that I can learn many positive concepts about leadership from them. Kids teach leadership? Now keep in mind, the oldest is 18 months and the youngest is 4 months and yes, they easily get grandpa’s attention, but this goes deeper.

We are blessed in having 5 grandchildren, 3 boys and 2 girls. Geographically, the girls are nearby so we get to see them more often hence they are the focus of this particular post. As a side note, as I look back, the boys exhibited identical attitudes and characteristics.

Have you ever noticed how a toddler can command attention when they enter the room? They can come into the room with either a shy attitude or as my girls, they come in, knowing they have something to share.

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Leadership Crisis? – How About Coaching?

According to a recent government report the business world is currently in a leadership crisis. Up and coming managers, those who will be our business leaders of the future don’t see positive examples of “inspirational leadership” in their work places. Employees long to see a genuine shared vision, real confidence and trust in teams and respect for colleagues, customers and employees. Less than 40% of managers actually see these traits on display in the workplace.

Courtesy of pinkblue & FreeDigitalPhotos
Courtesy of pinkblue & FreeDigitalPhotos


They are looking for fresh and exciting opportunities so they can grow, expand and become the best leaders they possible can be however management is does not fully understand how to implement coaching.  The state of corporate coaching today is really nothing but a re-labeling of 50-year-old management techniques. I did a review recently of the state of corporate coaching that is being encouraged each day in many organizations and I was astounded.

One, of many, defined corporate coaching as “providing guidance, feedback and direction to ensure successful performance”.  This is a typical old school management process because everything is defined for the employee or new manager.  The focus is on short-term results and very structured framework so that it can be micro managed for success.  There is no mention of empowering, growing or allowing employees to make mistakes.

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Leadership POV – TLG’s Point of View

If you want to step up to the plate and help shape the future at work, in an organization, as a teacher or anywhere else, you need to be willing to work at mastering a number of traits.  I have assembled a number of these traits from John Maxwell as well as my many years working with teams in multiple industries. Below is my Leadership POV for your review.

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Best Practices – Right or Wrong

Man on rope
Courtesy of chanpipat and FreeDigitalPhotos

Even as a consultant, when I hear the term “Best Practices”, the hair on my neck stands straight up and tingles. Even though I come from Retail and IT industries where the term is very common, I have been less that convinced that they are 100% good for any organization.

The term “Best Practice” is used in many industries to denote the “Best” way to do something, either physically, socially or economically.  The basic definition of the term is commercial or professional procedures that are accepted or prescribed as being correct or most effective.

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Small Business Notes: Part 2 – Leadership Issues to Allow Growth

Courtesy Ambro & FreeDigitalPhotos
Courtesy Ambro & FreeDigitalPhotos

In today’s business world the small – medium privately held business faces a number of issues that can impede their growth and success in their market place.  While I have seen lists upwards of 25 potential issues, they can really be digested to these ten.  An organization may be dealing with one or more of these at one stage or another of their growth over the last 24 – 36 months.

The initial entrepreneur may face them right out of the box, if they have not taken time to digest, understand and learn how to deal with them on a regular basis.  The points are in no particular order and should not be taken that way.  The reality is, one could cause major issues while a compounding of issues could sink an entire operation.  We will break the list into two articles.

As a reminder, here were the first five:

1. Understanding transition from startup to business owner

2. Shift of mindset from incremental to big picture thinking

3. Limited culture, vision, mission or values, thinking big                                                                  

4. How to be an effective leader, instead of a boss

5. How to hire for leadership and engagement

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Ben Franklin & Self-Improvement

Courtesy artztsamui & FreeDigitalPhotos
Courtesy artztsamui & FreeDigitalPhotos

Early in Ben’s career, somewhere in his late twenties, he determined that he needed to continuously work on improving his attitudes and service to those around him.  He penned the 13 virtues at that time and proceeded to work at improving himself of at least one virtue per week.

He sets an example for us by taking control of his life and continually setting a higher standard for himself, developing a plan to achieve it and developing a method of measurement to indicate growth.  He began by examining his life and determining what vices he partook in and what virtues he felt could best serve to better himself and the community.  He understood the importance of self-awareness in being successful, understanding the motivations that drive us, which are positive, and which were negatives.  This should be a prime example of how one can improve their circumstances by developing personal integrity and authenticity.

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Five Meeting Attitudes to Avoid

7K0A0021If you have participated in a few bad meetings, you must have experienced at least one of the following attitudes.  Here they are and how to fix them.

1) Many leaders think they are meeting experts.

Many tell me that they know how to hold a meeting.  Actually, all they do is host a party.  They invite guests, provide treats, and preside over a conversation.  People talk.  People eat.  Moreover, nothing happens.  Alternatively, if they somehow manage to reach an agreement, no one implements it.

> What to do: Learn how to lead a real meeting.  Schedule a workshop or buy a book.  When results really matter, hire a facilitator.  Recognize that there are modern tools that help people make methodical progress toward results.  These tools are practical and easy to use.  Of course, you have to know what they are in order to use them.  Contact us at Transformative Leadership Group for more details of our “Dynamic Meeting Process”.

2) Many leaders think they are inspiring.

Many people believe that long-winded announcements impress others.  Actually, it’s the opposite.  A long lecture quickly becomes a boring (and sometimes offensive) harangue.  Why?  Most employees want an active role in contributing to the business, and thus listening to a speech feels like a waste of time.  If you don’t get feedback from a trusted source afterwards you are prone to recreate the issue time and again.

> What to do: Design meetings that give the attendees opportunities to contribute. Listen intently and make notes.  Plan & ask questions that help direct thinking & discussion towards a goal or specific results, when necessary.  Use activities that help people make decisions.  Distribute announcements in letters, memos, or E-mails.  On the other hand, if you must use a meeting, keep announcements brief (less than a few minutes).  Trust the feedback you receive from others and make changes.

3) Many Leaders think others agree with them.

Many people rely on nods, smiles, and eye contact to measure acceptance.  Actually, some employees will do anything to appease a boss.  In addition, if the boss seems to be upset, the employees will become even more agreeable.  Then, once the meeting ends, the employees will do one of three things: 1) forget the lecture, 2) ignore the message, or 3) sabotage the idea.

> What to do: Conduct meetings by a process that everyone considers fair.  Use consensus to reach agreements and make decisions, where appropriate.  If the decision must be centralized, be transparent and explain the logic and outcome.  People will accept decisions that they helped make.

4) Many leaders think others are clairvoyant.

Many people call meetings without an agenda expecting that everyone will arrive expecting them to share their vision for what needs to be done.  Actually, everyone brings his or her private hopes, fears, and vision to the meeting.  Generally, without a clear agenda, the result is something between chitchat and chaos, depending upon the complexity of the issue.  An agenda should be liberating not restrictive.  We believe that it is possible to collaborate without an agenda but that may not be so with a scheduled meeting.  The ability of the facilitator to manage the conversation will help drive the agenda decision.

> What to do: Determine the need for the meeting.  Write out your goal for the meeting.  If necessary, prepare an agenda that is so complete someone else could use it to run the meeting without you.  Specify each step and provide a time budget.  Send the agenda at least two days before the meeting so that the attendees can use it to prepare.  Call key participants before the meeting to check if they have questions or want to talk about the agenda.

5) Many leaders think meetings are necessary.

Many people respond to every emergency, surprise, or twitch by calling a meeting.  Actually, a meeting is a special (and expensive) process.  It should be used only to obtain results that require the efforts of a group of normally unrelated people working as a team.  A meeting is NOT a universal cure for everything.  Meetings held for the wrong reasons waste everyone’s time.

> What to do: Challenge every meeting for its ability to earn a profit for your business.  That is, make sure the value of the results is greater than the cost of holding a meeting.  If any other activity can accomplish the same result, use that other activity.

If you challenge every meeting based on cost versus benefit, you are on the way to greater engagement and profitability, assuming other valid communication methods are used to support the reduction in actual meetings. We can help you develop a new meeting strategy.  Just contact us at Transformative Leadership Group.