In this video Tony Robbins challenges us to think about why we do what we do. Decisions shape destiny. Great section where Mr. Robbins, in a respectful and honest way, challenges former Vice President Al Gore on what are the defining factors in achievement. You will feel challenged to be different and start now.
How can the athlete get the most out of their coaches? Kevin Eastman, assistant coach of the Boston Celtics, suggest players have a beginners mindset.
In his article called The Beginners, Kevin is talking about the veteran player’s mindset that coaches want. I believe this beginners mindset applies to all players, especially those under 30 who have had some success.
Here are some quotes from the article:
…beginners are open; experts are closed. Experts are closed to new ideas, closed to new ways, closed to a different concept, generally closed from everything except what they’re already comfortable with or want to keep doing.
… Beginners are always open to new ideas, new ways to do things, new ways to improve.
Why does it matter and how does the beginners mindset help both players and coaches?
Where this comes into play is when we are teaching and coaching our players. We want them to trust that we have spent countless hours and years perfecting our way of doing things and that they are the best ways for our team that year. The players and teams that never reach success are the ones that challenge, oppose, or distrust everything their coaches put out there for them.
…We want our players’ minds to be open and ready to absorb and execute what we have thoroughly thought through and believe to be the best for our team that year!
Attitude and approach matter.
In this article in Forbes, Jim Moffatt, CEO of Deloitte Consulting says, “To be successful as a consultant, you must be different; you must be strong; and you must be committed.”
The first requirement is key – be different. You must answer two questions:
1) What do you do? 2) How is that different than others doing the same thing?
Answering these question gets you started and makes you focus on meeting a need in the market. You have to know this to ensure you don’t end up “competing for consulting work on price.”
You need to know how you can translate your difference into solving a client’s problem in an elegant way. You need to consider your interpersonal skills. In “What Got You Here Won’t Get You There” Marshall Goldsmith reminds us that successful people sometimes have blind spots about a part of our personality that is preventing us from getting to the next level. Work on this as well, and watch what happens.
Second, to be strong build a team through a partner or ally and together you can grow. Build a team that is flexible to work under changing conditions, are results oriented enough to figure out the right actions to take and then act.
Third, be committed to customer satisfaction, continuous improvement, and business development. You need to understand why what you deliver is vital and how it add value; to keep sharpening the saw or you will become obsolete; and let your passion for solving problems be your calling card.
More companies are taking the open office concept further with first-come, first-served work areas.
This trend was discussed in the Wall Street Journal Online article “Warming Up to the Officeless Office”. A “survey of 950 companies, the International Facility Management Association, a trade group for office-facility managers, found 60% had some unassigned workspaces in their offices,” the article said.
The article goes on to suggest six rules for office etiquette. They are:
- No sneaking up
- No loitering
- Use your ‘indoor voice’
- Never eavesdrop
- Limit chit-chat
- Use headphones
Anne Kreamer in her article “Workers, Take Off Your Headphones” suggests caution working with headphones on. She says it isolates you from the informal office life and informal conversations going on around you. Use headphones during times requiring intense focus but don’t have them on all the time.
Most of us want to change a behaviour in ourselves or people in our sphere of influence. We have all talked about change and often do not take enough action to make it real. Morten T. Hansen’s article in the Harvard Business Review list 10 approaches that work according to his research.
1. Embrace the power of one. One company I worked with posted 8 values and 12 competencies they wanted employees to practice. The result: Nothing changed. When you have 20 priorities, you have none. Research on multi-tasking reveals that we’re not good at it. Focus on one behavior to change at a time. Sequence the change of more than one behavior.
2. Make it sticky.
3. Paint a vivid picture. When celebrity chef Jamie Oliver wanted to change the eating habits of kids at a U.S. school, he got their attention with a single, disgusting image: A truckload of pure animal fat (see photo).
When Oliver taught an obese kid to cook, he showed how cooking can be “cool” — walking with head up, shoulders back, and a swagger while preparing food. This gave the boy a positive image he could relate to. As Herminia Ibarra outlines in her book Working Identity, imagining new selves can be a powerful force for change. Use stories, metaphors, pictures, and physical objects to paint an ugly image of “where we are now” and a better vision of a glorious new state. This taps into people’s emotions, a forceful lever for (or against) change.
4. Activate peer pressure.
5. Mobilize the crowd.
6. Tweak the situation.
7. Subtract, not just add.
8. Dare to link to carrots and sticks (and follow through).
9. Teach and coach well.
10. Hire and fire based on behaviors.