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The 4 Truths of Workplace Communication

Audio Podcast (Click the link below to stream the audio recording, right click and select “save file as” to save to your hard drive):

The 4 Truths of Workplace Communication

After listening to the podcast please come back and leave a comment below to continue the conversation.

’til next time, Communicate with Power!

skip weisman, transforming leadership and workplace communication to deliver champion level results

 

 

 

 

 


The True Purpose of Communication

skip weisman, transforming leadership and workplace communication to deliver champion level results

 

 

 

 

 

 

P.S. – For a list of all Power Words  in the Conscious Communicator Series click here


Leadership Communication Lessons for Small Business from the World Cup Champions

The U.S. Women’s national soccer team captured its third World Cup last weekend with a dominating 5-2 win over Japan.

A New York Times feature on coach Jill Ellis described her coaching style as “connecting on a personal level with her players to build trust, though not at the expense of honesty or the collective needs of the team.”

Ellis was quoted as saying, “At my very first meeting I said I will connect with you, but I will always make decisions based on what I think is best for the team,’ ” Ellis said.

The story also noted “Ellis held one-on-one meetings with team leaders during the tournament, asking their opinions.”

Quotes from players in the article mentioned she actually incorporated some of the players suggestions.

A key change some of the players asked for was to play a more aggressive, offensive style as the tournament moved into the Knockout Round after getting their with a very successful, tight defensive approach.

Two keys any small business leader can take from Coach Ellis’ approach to create a championship workplace culture:

  • Ask employees for their opinions
  • Look for ways to incorporate the suggestions

Employees want to feel as if they are contributing to company success and are not just a cog in a machine.

Employees are human beings with a perspective much different from the company leaders. They see, feel and think differently.

Embrace those differences.

Use the ideas, insights, suggestions that are in the best interests of the company.

Doing so will help create championship employee performance because they will be able to see their contribution being incorporated and they will take more initiative looking for more ways to contribute.

Next time, we’ll explore some reasons why business leaders don’t take this approach.

’til next time, to add to the conversation by leaving a comment below.

skip-weisman-professional speaker-small business championship coach


Measuring Success Accurately to Create Championship Performance

The United States Women soccer team made it to the semi-finals of the 2016 World Cup tournament.

They’ll be playing Germany tomorrow night.

Last week I watched the U.S. women seal a spot in the Quarterfinals of the Knockout Stage by wining their final Group Stage game, 2-0 over Columbia.

But, if you just watched the post game commentary by the soccer pundits without knowing the actual score of the game, you would have thought the U.S. women lost.

The pundits harped on the fact that the heavily favored U.S. women did not dominate the game and failed to perform at the level expected.

When interviewing the players and coaches afterward the pundits tried to frame the questions to get admission that the team underperformed.

They wouldn’t take the bait.

Across the board team members responded with a focus on only two
points:

  1. On the result, having achieved their goal of getting through to the Knockout Round to play for a chance to win the World Cup, and
  2. That there are always things to improve and they’ll look at them as they prepare for the next game.

At that stage nothing else mattered. It’s about success, not perfection.

In business, too often leaders are focused on the “how” of things get done instead of the result that is achieved.

Perfectionists are never satisfied with the end results achieved, focused solely on everything they did wrong on the path to their successes.

This type of mindset and approach does not create championship performance.

Championship performance comes first from identifying the success factors causing the positive results, and looking to replicate those, then look to “cleaning up” things that can be better.

What are you and your team’s key success factors than can be used to create championship performance?

’til next time, to add to the conversation by leaving a comment below.

skip-weisman-professional speaker-small business championship coach


Never Thought I Could Do This (it’s all about “Level 1 Leadership Communication”)

SkipGuitarCalgaryStageA phone conversation last fall led to a huge, unexpected breakthrough for me.

It came from the emcee of a large event at which I was speaking.

She called calling to get information about me for her introduction and a little humorous post keynote banter.

Towards the end of our conversation she asked, “Skip, what is your secret talent?”

I let out a nervous laugh and replied, “I have no secret talent, my older brother got all the talent in my family.”

I proceeded to tell about how my infatuation with rock and roll superstar Bruce Springsteen led me to start guitar lessons six years ago.

To which she suggested, “so you can play and sing a song for us.”

“No, I couldn’t do that, it would cause mass evacuation of the venue,” I said.

“You could just strum a few chords, couldn’t you?”

I agreed to that.

Deep down I knew strumming a few chords wasn’t going to be enough.

I hung up the phone thinking, “what did I just get myself into?”

Immediately, I sent a text that read, “HELP!” to my guitar instructor, with whom I had not had a lesson in more than 15 months.

For the next six weeks we rehearsed the song closest to being ready for “prime time.”

Six weeks later, in front of an audience of 800, I delivered a 50-minute keynote address.

Despite the audience size I was completely comfortable doing that.

Not so much with the guitar and singing.

But, there I was, with a guitar wrapped around my neck telling the story about how I had come to put myself in this precarious position and being totally uncomfortable in that moment.

It was the most intense “comfort zone busting” experience I’ve had in a very, very long time.

When it was all over, I was energized and excited having done something in front of 800 people my wife thought I was crazy to do. (to view my performance, go here)

I felt this way despite nerves taking me seriously off key to open the song. Plus, losing my place glancing down at the lyrics in the monitor I didn’t need.

I am now working on refining that song and incorporating four others to prepare for performing at an open mic night somewhere locally.

Our comfort zones hold us back in ways we don’t even realize.

Shoulda, coulda, woulda is the lament of losers. It’s all about our Level 1 Leadership Communication (aka “self-communication).

What comfort zone do you need to bust through in 2015?

What comfort zones are you committed to busting through in 2015?

Leave a comment and commitment below.

’til next time, Communicate with Power!

skip weisman, transforming leadership and workplace communication to deliver champion level results

 


Remove Your L.I.D. to Improve Your Results

There are two contexts of communication you need to be concerned with as you go through your day.

Yet, most of us are only concerned with one.

We think we’re only consciously aware of one.

But, I know we’re not.

We are consciously aware of both.

It seems, though, we just ignore one of them.

And, it’s more than just a shame.

It’s negatively impacting our lives, and the results we can achieve for ourselves, our family and our business.

The one context we focus on is our external communication.

You know, the stuff that comes out of your mouth intended (or sometimes not intended, oops!) for others.

The other context we don’t pay enough attention to is our internal communication.

You know, the little man or little woman inside of you that you talk to ALL THE TIME!

Most of what is called our self-talk is not supporting us in the best way, you know?

Most of our self-talk, or what I call our “internal dialogue” is just endless loop conversations that never move us forward.

It’s what I call your L.I.D. or your “Limiting Internal Dialogue.”

This concept and title recently came to me while coaching my clients in the Communication Power for Leaders virtual training, in which we spent more than 3-hours discussing how to lift their L.I.D.

Think now about your L.I.D.

How is your L.I.D. limiting your personal and professional results.

Your L.I.D. is keeping a lid on the results you could be achieving.

I’ll write more about this soon, for now, this is just a quick note to get you thinking about how your L.I.D. may be limiting your personal and professional results.

Leave your comments below as I’d love to hear about your biggest challenges regarding your L.I.D. and offer you some strategies for removing it.

’til next time, Communicate With Power!

skip weisman, transforming leadership and workplace communication to deliver champion level results


Difference Between Self-Confidence & Self-Esteem, Why It Matters

Self-confidence and self-esteem are both vital for your success.

Understanding the difference between these two concepts has made a difference for me, so I’ll share it for you.

The difference, I think, is simple:

Self-confidence is contextual, self-esteem is pervasive.

What do I mean?

Well, think about it for a moment.

There are things you have confidence for. Such as the things you know you do well.

It may be your certain skills you need to perform your job well or to engage in a hobby. It may be talents you have working with your hands, such as woodworking, artistic pursuits, or playing a musical instrument.

Self-confidence is with us when we are working at a level we are comfortable with.

When the bar is raised the level at which we need to work or perform expects more from us, our confidence wanes.

If we are asked to do something we’ve never done before our confidence isn’t there and anxiety develops.

For example, a heart surgeon may have tremendous self-confidence performing heart surgery, but ask him to do knee surgery and he won’t.

Now, if this heart surgeon does everything correctly and still loses one of his patients, his confidence will remain strong if he has high self-esteem.

If he has low self-esteem, he will question his skills, he live in blame, have trouble forgiving himself and believe he no longer deserves to be a heart surgeon.

Self-esteem is closely tied to resilience. High self-esteem individuals will be highly resilient and find it easy to bounce back from setbacks, low self-esteem people will generalize failures and struggle to bounce back.

High self-esteem will allow you to maintain your confidence after making mistakes and facing setbacks, while confidence is fragile in low self-esteem individuals.

The other big issue with self-esteem relates to self-worth and feeling of deservedness.

Low self-esteem people will question whether they are worthy of praise or deserving of the success they say they desire causing them to engage in self-sabotaging behaviors.

The final difference I’ll speak to here is that self-confidence is much easier to create because of its contextual nature.

The pervasiveness, and long-term, subconscious nature (it is tied to childhood upbringing) of self-esteem makes it much more challenging to overcome and takes consistent focused attention.

I’m fascinated by this topic and hope to write more about it. I encourage you to submit your questions to me via e-mail or by leaving a comment at the online blog article here

Best Regards,

skip weisman, transforming leadership and workplace communication to deliver champion level results


Life Lessons from My Dad

It was February 3, 2003 at 6:35am eastern time, a Monday morning 11 years ago.

I received the inevitable phone call every son dreads.

My older brother was calling to tell me our father had died.

He died of a massive heart attack in the hospital as he was recovering from one earlier in the week.

My first thought was of gratitude for having spoken with my dad just 36 hours earlier, and telling him I loved him.

The past few days I’ve been thinking about the life lessons I got from my dad.

I’m troubled that I’m struggling to find them.

Dad was a man of few words when it came to life lessons.

Looking back it seems his philosophy was that it was best for me to learn things on my own.

But, if someone held a gun to my head I’d have to say it’s the work ethic.

He was someone who did what he had to do to support his family in a very blue collar, union job.

Every day I can remember he got up and went to work.

He never complained and never called out sick unless absolutely necessary.

As the “baby of the family,” some would say I was spoiled, yet despite that I developed a work ethic similar to my dad’s.

I learned by watching him.DAD_Navy

There is a picture of my dad in his World War 2 Navy uniform on the wall in our home’s stairwell. Like so many of his generation he was proud of his service for his country. I pass that photo dozens of times each day on the way to my home office.

Today I’ll be spending a few extra seconds each time I pass it, offering extra gratitude for the conscious and unconscious lessons dad left with me.

In honor of my dad, Mel, I’d like to ask you to post a comment below with one or more life lessons from your dad.

Looking forward to reading ‘em…

Make it a great week!

Best Regards,

skip weisman, transforming leadership and workplace communication to deliver champion level results


Teenage Employee Surprises Customer At Fast Food Drive Thru

At a Dunkin’ Donuts’ drive through last week a teenager working the window amazed me.

Teenagers today supposedly do not have the work ethic, attitude or focus to contribute to a business.

Well, this one did.

My standard breakfast order is a toasted bagel. And I always order a double chocolate donut as a treat.

After giving my order the young lady informed me through the scratchy speaker that they were out of double chocolate donuts.

Dunkin' Donuts double chocolate donut sitting on my car's dashboard to dry the frosting!

Dunkin’ Donuts double chocolate donut sitting on my car’s dashboard to dry the frosting!

At her recommendation I decided on a chocolate glazed (which is a double chocolate without the chocolate frosting on top).

I pulled up to the service window and paid.

BUT, instead of handing me a paper bag with my order, the young lady handed me a double chocolate donut on a napkin.

“I thought you didn’t have any,” I said.

“We don’t! I just made this for you. The frosting is still wet, so I couldn’t put it in a bag,” she replied.

In the moment she and her teammates decided to improvise, found some frosting and made me a double chocolate donut.

She made my day.

In my experience most young workers at Dunkin’ Donuts are typically like most workplace teenagers, disengaged, biding time ‘til a break or the end of their shift.

Not this teenager. Not at this Dunkin’ Donuts.

It was my first visit to this particular Dunkin’ Donuts.

But, I will be going back to see if this was an aberration or an expectation.

Because it was so out of character for the service at most fast food restaurants, I’m going to guess it’s part of the local franchise’s culture.

Something this franchise owner is doing creates a culture where teenage employees think for themselves to do the right thing for customers.

As I wrote last week, the younger generation in the workplace doesn’t have to be a problem.

Neither does the more mature generation.

Yet, the ineffective and contradictory motivation strategies applied in most small business work environments create the potential for both to be problems.

The result is the poor attitudes, low engagement and low productivity the business owners complain about.

If your workplace motivation strategies are just creating more drama and confusion, then…

You could definitely benefit from one of my Revolutionary Leadership Strategy Sessions.

To learn more, and to request one of the 5 free sessions I will be offering for February…

Go to www.RevolutionaryLeadershipCoaching.com/freestrategysession

Talk to you soon!

skip weisman, transforming leadership and workplace communication to deliver champion level results

 

 

 

P.S. – Remember that because of my schedule I can only offer 5 free strategy sessions each month and they’re first come, first served, so request yours now at www.RevolutionaryLeadershipCoaching.com/freestrategysession


Conscious Communicator Tip #41The 4 A’s of Managing Performance

This morning in yoga class the instructor opened the class discussing what she called the 4 A’s of self-care.

Immediately, I saw a connection to managing the performance of employees.

The 4 A’s are:

  • Attention
  • Appreciation
  • Affection
  • Acceptance

Due to potential harassment issues you’ll probably agree we should replace “affection” with something else.

Since a leaders’ responsibility is to develop their people, I’d like to suggest replacing it with “acceleration.”

Let’s take a quick look at these 4 “A’s:”

Attention:
After eight years leading my organizations with the attitude that “if you’re meeting expectations you won’t hear from me. If you’re not, you will,” one of my key team members told me that approach “wasn’t good enough for him” and he needed more attention from me. It was the best advice I’ve ever received. Your people need attention.

Appreciation:

The type of attention your people need is usually more positive than constructive. Yet, most of the attention people receive is constructive feedback and leaders are surprised when their people don’t accept it well.  It was said a long time ago that managers need to “catch people doing things right.”

Acceleration:

Managers must look for ways to accelerate the development of those under them. In the small businesses I work with there aren’t enough discussions around accelerating a person’s career or position within the organization. Sometimes this is because there isn’t much room for someone to grow into a higher-level position, so the issue is ignored. This is a mistake.

Acceptance:

For business leader to apply these 4 A’s genuinely and effectively, the work environment has to be in the right place.

If past experience with your performance conversations has resulted in a lot of drama and defensiveness you are going to want to grab my newest free report, How to Transform Your Workplace from Drama & Defensiveness to Initiative & Ownership.

Grab a free copy here, www.RevolutionaryLeadershipCoaching.com

‘til next time, make it a great week!

skip weisman, transforming leadership and workplace communication to deliver champion level results


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