Ralf Weiser's Blog – Shake Up Your Snow Globe! ©

Stop doing, shake your globe, ponder, dream, start reaching your full potential – live on purpose and do it with a smile!

Archive for the tag “life’s purpose”

Vivid memories


Vivid memories 

Photo credit: Ralf Weiser

The brisk rich fall air that fateful bright sunny morning.

Little did we know that our lives would change forever that day.

Over 2996 souls would not come that day – but we did.

The eerie quiet sky in the aftermath.

Remembering where we were and what we did is now etched into our memories.

Cannot forget visiting the WTC and standing on top enjoying the view.

Recalling how magnificent the towers stood looking up standing in front of the towers so long ago.

Worrying about friends, relatives caught up in the events.

Watching the news with hope, disbelief, and sadness.

Looking for revenge and then letting go of that thought. Someone has to start letting go of the hatred.

First resistance offered by brave souls over Pennsylvania farmland.

The many heroes, known and unknown, who saved so many lives that day.

United we stood – as a country. We will never forget the feeling of being united no matter who we are.

United we need to stand – always. There will always be threats and things that we can do better. Hatred cannot win. Love will.

Pray for the dead, pray and think of the living. Let’s never forget – ever – how precious and rich our lives are.

Ralf

 

 

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Getting away from micro managers – learn about the antidote


Getting away from micro managers – learn about the antidote 

Photo credit: Pablo by Buffer

There are five key elements to trust: They are sincerity, authenticity, competence, reliability and timely communication. Micro-management is very much at the opposite spectrum of these attributes. Micro managers have the hardest time with especially authenticity and sincerity. But trust is the omnipotent ingredient to leadership. Without trust there cannot be any leadership. Leading people is much more a process than a final result. Trust can only occur when a relationship has been slowly nurtured into existence by long term planning. “Trust is not deserved, it is earned” is what sales consultant and expert Jeffrey Gitomer wrote about trust in his book “Little Teal Book of Trust”. No manager can expect to be trusted just based on a title alone. On the other hand, the manager must trust learn trusting his employees first – only then his direct reports will show the propensity showing trust in a manager.

This process of learning to let go of control and therefore trusting the employee to do a great job takes time and most of all planning on the side of the manager. It is a recurring theme that runs through leadership like a fine red thread: If you want to see a change in others, you must first be willing to change yourself. This is especially true when a micro manager wants for his employees to achieve and learn new skills. It takes ample time to change people and first the manager must first make the commitment to learning just as much and to be patient with his people who probably need some time to achieve these goals. Impatience kills trust in an instant as does not trusting employees enough for placing them on a pro-active training and goal setting time table.

One certain way out of micro managing is to focus on becoming a master communicator. Mistrust leads to issues in the flow of information, because most managers with trust issues would rather keep the information to themselves and not delegate any work either. This is all poison to any organization. It takes a great sense of organizing skills for a manager to find a way out of the downward micro management spiral. Once the manager trusts himself enough to trust others weekly and perhaps even daily scheduled or impromptu meetings with staff helps breaking the mold. Organizing information should automatically trigger the thought of delegating as many day-to-day tasks to employees who either have the skill set or the responsibility to doing them anyway. This shows trust to the employee and can now reciprocate this with the manager who will be able to tend to more managerial tasks – imagine that, more time for organizing things.

Being able to lead people may be something that comes easy to some people. That does not mean average managers or even micro managers cannot improve because they were not born with these skills. Achieving the first step of trusting yourself is most important as it is the jumping board for being able to genuinely apologize for any bad decisions, which in turns provides the necessary feedback to the employees that it is ok to make mistakes. By not including team members in the cause and effect cycle, the managers will most likely promote long term distrust and thus disengage them from team and company goals. The reversal of this issue is just as easy: When making the mistake of not having involved the team in the process, apologize genuinely and timely. It will re-engage people almost in the short and long term.

Finally there is a solid case for developing a sense and company culture of trust. It comes down to the almighty financial rock bottom Dollar. In a recent Gallup poll the cost for lost productivity and employee disengagement has been around $300 billion in the United States of America alone.   Controlling people is all but impossible, but that is not true for controlling the cost and reviewing and managing the engagement and communication with them.

So the simplest way in which to create a trusting work environment is making a list of the worst traits of micro managers you know or experienced. Then start compiling strategies letting you do the opposite of that.

Ralf

Authentic leadership will help attain and retain our Millennial workforce – Discover how to get in front of the coming tsunami hitting our work places


Authentic leadership will help attain and retain our Millennial workforce – Discover how to get in front of the coming tsunami hitting our work places 

Aren’t you getting increasingly sick about the overused phrase authentic leadership? Sure, I have used it here and there too. It was not until I read a few posts online that extensively harped on it before I finally got confused what this really means. More importantly, how can you learn and be authentic?

Along with this phrase come a few more buzz words that are also non-descriptive. The leader ought to be authentic, she should provide contagious energy, she should be engaging the audience’s senses, she should be demonstrating vulnerability and perseverance, she should be exuding confidence, she should be personable, she should be believable, she should be a great listener, and have a load of charisma if at all possible.

Isn’t it hilarious how these adjectives are very descriptive and yet meaningless as they are not really all that exact? It is all subject to individual interpretation and yet every one of us kind of sort of knows what it is supposed to be about. It is hard to pick up on the underlying driver of being authentic and that is helping and serving others. Not so fast though, because first of all a leader must first manage to be heard in the first place.

In short all of the above describe a state of being. As such it proves the adage of all nonverbal communication driving more than half of what people see and ultimately what they HEAR. Roughly a third is your tone of voice and only a small amount of communication is through the actual words that you have chosen to convey your leadership.

It is something that one has to experience personally in order to really understand it and how to learn it and then practice it daily. So what we are talking about here is appealing to the senses of our counterparts: Tone of voice, demeanor, mannerisms, facial expression, gestures, choice of words, etc.

To demonstrate this I have picked two random videos of CEO’s; not just any CEO, but airline ones. Just about all airlines claim how they love their customers and employees and invite us to fly their friendly skies. How does Delta’s own Richard Anderson strike you (Click here for the video)? http://www.youtube.com/watch?v=HrZmgIaO7Hc Now compare this to Southwest president Colleen Barrett (Click here to watch her in action)? http://www.youtube.com/watch?v=7BZw_TDCfek

Fascinating, isn’t it? When you unravel why Colleen is fairing so much better you may have noticed the traits that let her stand out:

  • She is totally focused on others and not herself.
  • She shows vulnerability by being moved by the contributions of her team members.
  • She makes the speech all about them and not herself.
  • She makes eye contact with her team members.
  • How many things can you point out?

Why is she so much more believableauthentic – than Richard? At the bottom line it shrinks down to one thing for me and I am hoping that I have stirred your snow globe a little with this again: It’s her servitude. How willing are you to serve others before yourself? Fascinating isn’t it? Leadership really has nothing to do with you at all.

She is going through great lengths making the event to be for her team members and not all about herself. That is so different with Richard. He sits in the middle of everyone’s attention and when you really listen to the customer conversation with him, even that sounds fake and forced.

Did I mention that this makes your more successful too? You have not heard about how greatly successful and admirable Delta Airlines is, right? There is a reason why they are where they are and why Southwest is such an admired and overall successful brand.

Surprising, isn’t it? Being an authentic leader boils down to serving others with your brain, heart, and soul; then it will become organic and long term sustainable. Parking your ego will be the first and most important step you can take. Don’t you like the simplicity of this concept?

Beware of Millennials looking for work places that provide a reason for them spending all of their time working there. The more you embrace the concept of progressively embracing authentic leadership (serving others before yourself), the greater the chance you will attain and retain this wonderfully talented workforce.

Ralf

1 way – the only way – how to avoid getting baited by nasty people


1 way – the only way – how to avoid getting baited by nasty people 

When people get under your skin because they really loathe you and what you do, the best you can do here is to close your eyes, say a prayer, and whole heartedly forgive them. They hate this even more, but you feel better.

Traffic, work, neighbors, family, school, and so many other places are rich with friends, and also really nasty people. This kind of nastiness can drain you of all your energy and anything you do and even think about, can soon be consume your thoughts and feelings. “All” it takes is engaging your power of choice: choose love and inclusion instead of hatred. This will free your spirit and all but automatically remove the power other people have over you. It also avoids road rage and other forms of violence escalation. There is too much of this right now.

Feel brave? One more way to kick things up a notch is to approach the people who hate you openly. Manage to remain friendly, but have the candor of asking them what you can do to make things better. More often than not their anger only resides in their heads because their brains had had a monologue instead of an actual dialog with you.

When that happens their thoughts can spiral out of control and the negativity – sometimes all of it – is a purely homemade issue and you are only a cheap pawn in this blame game. Worse yet, since you were never invited to a dialog you do not even know what their grudge may be all about. That is something you can do something about by opening up and approaching them.

Hatred is tiresome and draining. Most of all it is not long term sustainable without causing other issues. This can change overnight if you are willing to make the greatest change of all: Changing yourself. Choose love and forgiveness and the world and people will open up to you.

Ralf

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