Next, we look at three quotes from Teddy Roosevelt, the 26th President of the United States.  You may not know that President Roosevelt was a very well-rounded man (in more ways than one).  He was an active outdoorsman, author, soldier, explorer, historian, and conservationist.  He also had great things to say about management, personal responsibility, and life:

1. “In a moment of decision, the best thing you can do is the right thing, the next best thing is the wrong thing, and the worst thing you can do is nothing.” –  We cannot always have 100% of the desired information to make a quality decision.  Often, we must make our decisions based on 75% of the needed information.  In these cases, we must simply understand what risks we might assume, how we can mitigate the risks, and move forward.
2. “If you could kick the person responsible for most of your trouble, you wouldn’t sit for a month.” – This one is pretty clear.  We need to consider our own role in addressing problems before we assume that the cause is others.
3. “Nobody cares how much you know, until they know how much you care.” – Hopefully, this quote is familiar to you.  We have probably all known individuals that are geared only to their own needs and concerns.  But, do you allow equal time to others?  Do you know the names of your coworkers’ spouses and kids?  Do you know the birthdates of your friends/coworkers?  Do you routinely ask about the lives of others before you dive into work issues?  Please do not underestimate the value of caring for others.  When you do, they are much more likely to trust you, to desire your success, and to go the extra mile to make things happen.

Does the wisdom of Teddy Roosevelt inspire you to do anything different today?  Why not start by deciding to do something… not something in the realm of finding who to blame for your trouble, but something that shows someone else that you do care for them?  Why not resolve today to learn something new about at least one person around you every day?  By the end of the month, you will have a new appreciation of those individuals.  By the end of the year, you may have developed a new set of relationships that makes a real change in your life and those around you.  Take the challenge!  And…

Have a great “best day yet!”

 

 

Today, we look at another of Aesop’s fables to start the conversation:

The Fox and the Grapes

One hot summer’s day, a Fox was strolling through an orchard till he came to a bunch of Grapes just ripening on a vine which had been trained over a lofty branch.  “Just the thing to quench my thirst,” quoth he.  Drawing back a few paces, he took a run and a jump, and just missed the bunch.  Turning around again with a One, Two, Three, he jumped up, but with no greater success.  Again and again he tried after the tempting morsel, but, at last, had to give it up.  Walking away with his nose in the air, he said, “I am sure they are sour.”

The classical moral attributed to this story is: It is easy to despise what you cannot get.  Certainly, the Fox changed his attitude as soon as he realized the grapes were out of reach.  He went from great desire to disdain in a moment.  We certainly assume this attitude at times.  However, I think there is another moral to this story that we often avoid discussing: The facts don’t change simply because we don’t like them.  As much as we would like our favorite team to win the game, our desires don’t change the fact that they lost.  Simply because a politician makes a statement does not make it true.  This is why there are so many “fact checkers” that dispute what is said by these individuals.

We must be cautious about separating fact from fiction… fact from our desires.  This can become a problem in many ways… let’s look at a few examples:

1. “Because my manager does not like bad news, I will ‘spin’ the facts to ensure that he/she only hears the good stuff.”
2. “I don’t like that root cause.  Go back and keep looking until we find something that will allow us to go forward.”
3. “Is there any way to adjust that chart to make our trends look any better.”
4. “Let’s not let the facts get in the way of a good story.”
5. “I know what the numbers say.  But, it just doesn’t feel right.”
6. “This is the number I would like to report.  Can you use that as a start and work the details on the back end?”

Have you ever experienced any of these or anything similar?  Probably, most of us have seen something like this… at another prior company, of course.  When I have heard something like this, it was disappointing.  The person suggesting any of these approaches is either downplaying or ignoring the facts in a way that could be harmful.

So, what do you say when you are faced with a situation like this?  Do you react with boldness and say, “Actually, we need to base our decisions on the facts.  Let’s look at the real numbers/results together and ensure that we’re telling the right story.”  Or, do you simply bow your head and comply?  We need to deal with these situations with courage.

I can give a number of examples during my career where, because someone acted with boldness and based their decisions on facts, the company was spared significant problems or embarrassment or, potentially, the loss of money, reputation, or customers. Here is a new quote seen the first time ever right here today,

“Ignoring the facts for short-term gain will almost always bring long-term pain.”

Let’s not react like the Fox and walk away from the facts, let’s be open and honest and realize that, despite our desires, we need to base our actions on them.

Thanks for all you do.  Have a smashing day!

Today’s edition of Eldon’s Porch looks at some quotes from one of my role models.  John Wooden, former basketball coach of the UCLA Bruins, had terrific success as a coach.  But, his life is measured more by his character than his achievements.  We are looking at only 5 of his quotes today.  Think about these as you strive to achieve individual and corporate success.

1. “Be more concerned with your character than your reputation, because your character is what you really are, while your reputation is merely what others think you are.” – Too often, our actions are dictated by what we think others will think or so rather than what is best for your group or our company or our patients.  When you strip away your reputation, what is your true character?

2. “Don’t mistake activity with achievement.” –  I hear individuals say frequently that they have been extremely busy and their plate is full, as though this in itself is worthy of recognition.  In reality, our future is dependent upon actual results, not effort.

3. “Talent is God given. Be humble. Fame is man-given. Be grateful. Conceit is self-given. Be careful.” – This one should provoke some self-assessment.  Are our actions reflecting humility, a grateful attitude, or one that is caught up in conceit?

4. “Seek opportunities to show you care. The smallest gestures often make the biggest difference.” –  One of the things I consider during my daily 42 mile commute each way is how I can make a difference to someone that day.  It is amazing to me how a very small comment or act by someone can completely change my day from one of pessimism to one of encouragement.  We need to pass it on which requires that we be intentional about finding those opportunities.

5. “You can’t live a perfect day until you do something for someone who will never be able to repay you.” – Similar to #4 above… the best leaders are those that demonstrate leadership through service.  What can you do for someone today that will not necessarily result in a payback to you?

Think about these quotes today.  They can help drive to that character that differentiates the good from the great, the top from the bottom, and the so-so from the exceptional.  What do these quotes say to you?

Today, we look at three quotes from Benjamin Franklin that deal with our own personal development:

1. “When you’re finished changing, you’re finished” – Some “experts” say that we need to re-invent ourselves every five years in our careers to remain relevant, upgrade our skills, and stay ahead of our competition.  That may actually be true.  When I first began my career, there were no computers, no word processors, no e-mail, no voicemail — essentially, there was nothing electronic.  If you needed to write a memo, you hand-wrote it, gave it to a secretary, and waited.  There were copiers, so you had to maintain hard-copy back-ups for everything you did.  There were never enough filing cabinets in those days.  Everything done in laboratories was by hand.  Nothing was automated.  Yes, I know that you are thinking that I must have been a contemporary with Thomas Edison or Eli Whitney, but you need to understand that technology has changed immensely in just a few decades.  Now, it is almost as important in our laboratories or manufacturing sites that we understand software, control systems, and touch-screen navigation as chemistry basics or equipment operation.  Even in the last five years, a significant amount of change has occurred in what we do and how we do it.  Franklin was right… if we are unable or unwilling to change and modernize our skills – almost constantly – others will surely pass us by.
2. “He was so learned that he could name a horse in nine languages; so ignorant that he bought a cow to ride on” – Often, the key to being effective is possessing the ability to convert knowledge into wisdom.  Taking that which we know and using that to make innovative change.  In other words, because things are not always black or white, we need to be able to operate effective, using the knowledge we have, in those gray areas.  Being practical or pragmatic.  So, how can you do this?  Three things come quickly to mind on this:
   1. Be open to other ideas
   2. Engage with others with similar experience or more experience dealing with these issues or opportunities
   3. Use a tool to help guide your thinking (for example, the “is/is not” tool, or “five why’s” or some other similar system that guides your thinking)
3. “Being ignorant is not so much a shame as being unwilling to learn” – How willing are you to learn something new?  When is the last time you intentionally decided to learn a new skill, such as play a musical instrument, create a work working masterpiece, repair your own plumbing, or learn to swing dance?  In the workplace, those that “get ahead” are those that often are the first to volunteer to learn a new software program or the person willing to take on project no one else wants.  Re-inventing ourselves means that we become something more than what we are today (not necessarily different, but more).  Have you been avoiding or delaying that activity that could expand your skills or knowledge?  Maybe this is the time.

To me, the words of Franklin are an encouragement to consider a next chapter in my life.  What will I do different in the next year than I’ve done this year?  What new skill or ability or experience do I want to have next January that does not exist in my life today?  Benjamin Franklin, I accept your challenge!

It is not too early in the year to begin thinking about our year-end performance review process.  At some point during the year, many of us will be asked to write a self-assessment to describe how we feel we performed during the year.  This self-appraisal covers both our performance against objectives and examples of how we exhibited and exemplified expected behavioral attributes.  So, how important is the self-appraisal and what should be included?  I hope to help you understand this better through today’s edition.

It could be that you are or will be in a job different or have a different supervisor at year-end than what you had at the beginning of the year.  That highlights again the importance of a well-done self-appraisal.  Here are some helpful hints for creating that amazing appraisal:

1. New Supervisor

Many of us will have a new supervisor conducting our final year-end reviews.  So, that makes it even more critical to provide sufficient information for that individual to properly assess our performance.  With a new supervisor that does not know well our job, I would err on the side of providing more rather than fewer details.  Be more specific about how you achieved the results you list.  Your Supervisor will be looking for information that either helps determine the final rating or that will substantiate the opinions he/she has formed.  Look at your review from his/her eyes —- how would you rate yourself and what criteria/details would you use to validate that rating?

2. Details, details, details….

In general, it is better to provide more details than fewer when describing what might have impacted your performance.  Go with fewer details when it is clear that your proposed rating is clear.  For example, when you exceed your objective metric by 50%, simply let the results speak for themselves.

3. Value is King

Nothing supports a strong rating more than demonstrating the overall value that you created.  Anything you can add to your appraisal that shows how you created value – that is, how you made the company better, improved something, reduced waste, corrected a problem, helped an employee grow, etc. – the easier it is for your supervisor to rate you higher.  Always consider what value you provided or what value resulted from your efforts.

4. Ammunition

If you feel that your rating should be “exceeds”, you’ll need to do an excellent job providing ammunition or arming your supervisor with support.  For your supervisor to rate you “exceeds”, he/she will need to convince his/her manager that it is warranted.  It is even possible your supervisor will need to make a presentation to justify your rating.  These ratings are very limited and they are competitive, so it is important to make it easier to demonstrate the case.  So, again, consider your review from the perspective of others.  Does your performance clearly rate that “exceeds” rating considering the information you include in your appraisal?  Give your supervisor enough ammunition to make that strong case for you.

5. Examples

Providing examples of your performance is very important.  Often, your supervisor must consider your performance compared to many others.  Thus, you need to differentiate yourself from others.  Give clear and concise examples to support the claims you make.  The more examples, the better, usually.

6. Behaviors (or “how” you did your job)

Speaking of examples, it is very important to provide examples of your behaviors that led to your success.  Because these are highly subjective, be sure to provide specific times/dates/events that capture how you performance or exhibited these expected behaviors.  One hint is to create a folder labeled with each value, hallmark, or expected behavior category.  Every time you have a good example or feedback from someone else highlighting these, print a copy of the e-mail, etc. and file it in the folder.  At the end of the year, this makes it quite easy to compose a self-appraisal with real and specific examples of your performance.

7. Do not include

Some things should not be included in your appraisal or they add no value:

• Comments about activities that are normally part of your job and would be considered basic duties (e.g., “I did a great job supporting the xyz process by providing needed data.”) – You are paid to do your normal job, so don’t try to differentiate your performance based on this.
• Excuses – Who wants to hear them?
• Plans for the upcoming year – Your appraisal is based only on your performance for this year, so don’t create fog by talking about the future.

8. Dealing with missed objectives

Occasionally, you will be dealing with objectives that you missed or that fell short.  In these cases, you need to deal with the issue directly.  Explain what happened, what you did to attempt to overcome the issue, and include how value was added despite the miss.  Don’t hide the miss, but make a solid effort to show that, despite the miss, value was created nonetheless.

9. Other performance highlights

Some key performance highlights are not really covered by objectives or expected behaviors.  Be sure you include these highlights in the self-appraisal summary.  Again, you are working to make a case for a high performance rating.  Thus, any positive result that reflect your performance for the year is worth considering in your appraisal.

Taking the time to do a good job writing your year-end self-appraisal is a worthwhile effort.  I have seen many self-appraisals for individuals that were on the fence between two possible ratings.  In some cases, the details and examples given in their own appraisal made the difference, whether positive or negative.  Helping your supervisor make the case for you is essential, especially for an “exceeds” rating.  In short, begin thinking now of what you will write, what examples support your case, and how you can best convey the value you added during the year.  You will be glad you did later on as the year closes.

Have a terrific and productive day!

I occasionally look at items submitted on the LinkedIn website.  I noticed the comments and quotes below over this the last few weeks.  As with most sites on the internet, you have to sort through what has value and what does not.  The quotes below all relate to how we lead others.  Most of you reading this now have roles as leaders of people.  Thus, it is helpful to hear from the experiences of others and apply what might be value to their own situation.  Hopefully, we are all committed to a lifelong process of learning and continuous improvement, even in our role as leaders.

1. “Being told you’re appreciated is one of the simplest and most incredible things you can ever hear.” – Unknown
2. “A person who feels appreciated will always do more than what is expected.” – Unknown
3. “Show respect even to those who don’t deserve it; not as a reflection of their character, but as a reflection of yours.” – Dave Willis
4. “Respect is how to treat everyone, not just those you want to impress.” – Richard Branson
5. “Great leaders are grateful people.  They arise every morning thinking of what a precious privilege it is to be alive – to breathe, to give, to serve, to love.” – John E. Michel

Respect and appreciation… these are two things every person desires.  Everyone wants to be treated with respect, even in the hard times.  Feeling that others are truly interested in what you say and who you are is vital to how we work.  When we feel respected, there is little we would not do to satisfy those we work with.

What does it do to your attitude when someone tells you that they appreciate you or your work?  Yes, it is highly motivating!  When you feel your work is appreciated, you want to do more.  When your boss shows you he/she appreciates you, you want to help them succeed!  So simple, really.  If respect and appreciation so clearly motivate those you work with, why is it that these are not exhibited nearly enough?  What is keeping you today from telling someone or showing them in a tangible way that you care, that their work is important, and that you appreciate what they do?

Finally, are you a grateful person?  A grateful leader?   Please, have a “wow” day and consider what you can do to make it so for someone else!

 

Today, we look again at some of the most famous quotes by Lou Holtz and how these relate to what we do.

1. “Show me someone who has done something worthwhile, and I’ll show you someone who has overcome adversity.” – No one wishes for adversity.  We start every year planning that we’ll have zero batch rejects.  We think our manufacturing lines will run well every day.  We plan on achieving 100% service for every product.  Yet, we all know that things don’t always go as planned.  We face struggles, problems, issues, and stress.  I think this quote simply reminds us that adversity comes to all of us… no one is immune.  But, we do have a choice as to how we react to adversity.  Will we learn from it and use it to makes us stronger and better, or will we let it defeat us?
2. “When people need love and understanding and support the most is when they deserve it the least.” -Likewise, our work colleagues are probably all going through something unexpected and undesirable.  Be considerate of what others might have occurring in their lives.  Things may seem good on the outside, but there may be turmoil on the inside.  Compassion is a gift that we can all share every day.  Think about who you can encourage today — someone you work with needs it!
3. “I think that everybody needs four things in life. Everybody needs something to do regardless of age. Everybody needs someone to love. Everybody needs something to hope for, and, of course, everybody needs someone to believe in.” – Is there someone in your life that gives you hope and that you believe in?  Probably, so.  Have you thanked that person lately?  By the same token, there is probably someone that counts on you every day.  Let’s don’t that those individuals down.
4. “When all is said and done, more is said than done.” – Talk is cheap.  What needs done that you’ve been delaying or avoiding?
5. “I think everyone should experience defeat at least once during their career. You learn a lot from it.” – I hate to be defeated!  I’m competitive and want to win at everything I do.  But, there are important things to learn from defeat.  For example, you should learn how to avoid the same defeat next time.  You should learn humility.  You should learn how to be gracious in defeat.  So, let’s don’t hang our heads and crawl away when defeat comes out way.  Let’s resolve to learn from every experience.

We can learn quite a bit from Lou Holtz.  His lessons apply to us both at work and in our lives away from work.  Have a glorious and productive day!

Have you ever heard the statement a player makes about a coach, “I would run through a brick wall for my coach.”  The individual making this comment usually follows that comment with something like, “He/She is tough and challenging, but I know that he/she only wants the very best for me.  He/She wants me to be the very best I can be.  I would do anything to make him/her successful.”  That is an example of influencing with integrity!

Influence is easy, especially when you manage someone.  You simply tell the person what to do, how to do it, and when it must be done.  You can influence by dictate.  However, a great leader is one that “gets you to do what you don’t necessarily want to do and feel good about it.”  That’s leadership.  And, you can only get to this point if you have integrity.  Integrity cannot be commanded, dictated, or assumed.  It is earned!  Integrity comes over a period of time when you demonstrate in both small and large decisions and actions that you will do the right thing.  Integrity means that you are honest and adhere to a set of moral values.  It means you will always do the right thing even when no one is looking.

When you establish a baseline of integrity in how you act and in what you do, you gain a level of voluntary influence that attracts others.  You become that individual that others seek for advice, that individuals desire to work with… and that others will do anything for to achieve success.  Without integrity, any influence you might have is typically short-term, limited, and will not generate the motivation from others needed to attain that top performance and success we strive to achieve.

If your team is not performing to the level you hope, could it be that you have not established the level of integrity (thus, trust) needed?  Here are some helpful hints that you might consider to enhance your own integrity:

• Meet with your team members one-on-one or in small groups – be vulnerable and allow them to get to know you (that means your personality, likes, desires, concerns, etc.)
• Ask for the advice, opinion, or thoughts from members of your team
• If you know you have done something to hamper your integrity, admit it and ask for a second chance — then, make them glad they allowed a second chance
• Begin spending more “on-the-floor” time with your team members – nothing builds integrity like time together
• Do something special for individuals and/or the team – begin adding value to their individual lives
• Do something intentional to support your team – fix an issue that has plagued the team or individuals
• Begin today —- Do what you say you will do and when you said you would do it!

Have one of your “best days yet”!  Thanks for all you!

 

When should I consider leaving my company?  This is a question we all face several times during our careers.  I recently said good-bye to a friend retiring after 37 years at his company. That is extremely unusual these days. When our parents began working, it was expected that they would remain with their first company until they left with a gold watch and pension. It just was not considered that they would seek another employer 5 – 10 times during their careers. In those days, we didn’t see mergers and acquisitions as frequently as today. And, companies did not use “reductions in force” as a common management tool. And, employees seemed to exhibit stronger loyalty to their original employer who was not viewed simply as a way to “get a foot in the door to gain experience.”

All that aside, there are legitimate reasons for leaving one company and moving to another – I have done so a half dozen times in my own career. What are those reasons? When is it time to consider creating or updating your resume to seek employment elsewhere. Outlined below are 5 solid reasons for leaving your company. There may be others, but this list is a good starting point for differentiating good versus not-so-good reasons for tasting the grass on the other side of the fence:

1. You have hit a dead-end – There are times when the road ahead, career-wise, is blocked and you see no detour around the block. For example, the only advancement opportunity is currently held by an individual younger than you that his perfectly happy in the role. Or, it has become clear that your manager does not believe you have the ability to advance. At this point, your only choices are to “buck up, Buttercup” and learn to be satisfied with your current role and find personal satisfaction outside the job OR move to another company. This is a perfectly legitimate reason for leaving.  But, one warning… be sure you truly have hit a dead-end.  Seek the advice of a trusted colleague to ensure that you are not being blinded by some other motive.  Often, when you look objectively, there are alternatives you have either not sought or have chosen not to consider.
2. You can’t achieve your goals with the current company – There are times when you should ask yourself the question, “In five years, which position do I aspire to hold? Can I achieve that goal in my current company?” If the answer to those questions is “no”, then it might be time to consider an alternative. When you fast forward those five years and find that you did not achieve your goal and have no immediate possibilities, it is too late. Don’t waste those valuable years treading water if you cannot legitimately attain your career goals in your current situation.
3. Your values do not align with the current company – There are also times when the company simply has a set of values that you cannot tolerate in your own life. When this occurs, it is time to move on, rather than make yourself and others miserable. Your performance will soon decline anyway, so move early when you see a values mismatch.
4. You have a “career accelerator” opportunity with another company – Sometimes you merely get the call from a recruiter that can accelerate your career five or ten years. Someone needs your exact skills and background and is willing to move your career ahead. When this call happens, it might be worth listening and responding.
5. Your personal situation dictates a change – Sometimes, your personal situation might dictate a company change. For example:
   1. Financial concerns require that you take another position simply because it meets an important financial consideration.
   2. Relocation to a more desired area or to be near family is important. I once left an excellent position to relocate near an ill family member. I don’t regret this move at all.
   3. Commute, hours, or family considerations dictate a change. Always remember that your family comes before your career. Once those years are gone, you cannot get them back. A job change is often needed to meet a family situation.
   4. Health concerns often necessitate a job change.

 

There are also good reasons why you should NOT change jobs. These include chasing financial gain without considering the impact of a change on your long-term plans or chasing a title. If you spend your time merely chasing a bigger title or more responsibility, you will eventually be left unsatisfied.

So, take the time to conduct a career inventory. Before you change jobs, are your motives or reasons clearly one of those outlined above? Or, are you merely a rolling stone that needs a change every two years? Be clear about your objectives and ensure that the reason meets a key career or personal need.

Good luck!

Integrity is how you act when no one else is in the room.  It defines who you are and how you are perceived by others.  And, it can determine how successful your team performs or what you personally achieve.  John Wooden was the Hall of Fame coach of the UCLA Bruins basketball teams of the 60’s and 70’s.  His teams won many national championships.  He spoke often of one’s character, or their integrity.

“Be more concerned with your character than your reputation, because your character is what you really are, while your reputation is merely what others think you are.”  – John Wooden –

Today, we look at the relationship of influence and integrity when it comes to leadership.

“Influence without integrity leads to forced compliance and limited achievement”

Have you ever heard the statement a player makes about a coach, “I would run through a brick wall for my coach.”  The individual making this comment usually follows that comment with something like, “He/She is tough and challenging, but I know that he/she only wants the very best for me.  He/She wants me to be the very best I can be.  I would do anything to make him/her successful.”  That is an example of influencing with integrity!

Influence is easy, especially when you manage someone.  You simply tell the person what to do, how to do it, and when it must be done.  You can influence by dictate.  However, a great leader is one that “gets you to do what you don’t necessarily want to do and feel good about it.”  That’s leadership.  And, you can only get to this point if you have integrity.  Integrity cannot be commanded, dictated, or assumed.  It is earned!  Integrity comes over a period of time when you demonstrate in both small and large decisions and actions that you will do the right thing.  Integrity means that you are honest and adhere to a set of moral values.  It means you will always do the right thing even when no one is looking.

When you establish a baseline of integrity in how you act and in what you do, you gain a level of voluntary influence that attracts others.  You become that individual that others seek for advice, that individuals desire to work with… and that others will do anything for to achieve success.  Without integrity, any influence you might have is typically short-term, limited, and will not generate the motivation from others needed to attain that top performance and success we strive to achieve.

If your team is not performing to the level you hope, could it be that you have not established the level of integrity (thus, trust) needed?  Here are some helpful hints that you might consider to enhance your own integrity:

• Meet with your team members one-on-one or in small groups – be vulnerable and allow them to get to know you (that means your personality, likes, desires, concerns, etc.)
• Ask for the advice, opinion, or thoughts from members of your team
• If you know you have done something to hamper your integrity, admit it and ask for a second chance — then, make them glad they allowed a second chance
• Begin spending more “on-the-floor” time with your team members – nothing builds integrity like time together
• Do something special for individuals and/or the team – begin adding value to their individual lives
• Do something intentional to support your team – fix an issue that has plagued the team or individuals
• Begin today —- Do what you say you will do and when you said you would do it!

Have one of your “best days yet”!