I recently began a new job. Yes, I said a new job. The last two years have been very challenging, but that is a topic for a future blog. Man, I wish I could keep a job like I keep my wife (we’ve been married for 32 years).
With a new job comes the need to re-balance the commitment to work with the commitment to life. That takes a lot of effort. Let’s face it, a new job not only takes a lot of effort to build relationships, learn the job and become familiar with the organization, but it creates a desire to make a great first impression.
However, our personal life is the most important. Whether you are married, dating or simply just like your alone time, work-life balance is essential to your physical and mental health.
As leaders, we want to set the pace and set the expectation. If you are a true leader, the best way to do that is to exceed your own expectations. I find many leaders do this by coming to the office early and staying late. In fact, if I come to the office and someone is already there, I find myself questioning my commitment and leadership. Even though I know better, I will fall into this thought process sometimes.
I think the challenge of work-life balance is one of perspective and mindset. I heard someone say,
In order to change the way we work, we must change the way we think.”
I agree, to achieve balance we must think like the leader we are and not the doer we want to be.
I’ve heard it said that being “busy” is the badge of honor among leaders.” I used to model that saying. However, I realize I was merely wasting time. There is a time within the end of a day (for me about 9-10 hrs) where my concentration and focus lacks. I only exist at the office to create a perception. Longer days don’t generate accomplishments.
As a leader, here is what is needed to create a fair work-life balance:
Make a list of things you need to do. And make a list of things you want to do. Create a combined list based on both “need” and “want.” This will generate a desire to accomplish both while creating a more enjoyable work environment.
Identify your priorities each day. Priorities change, so it is essential to take time in the morning, and afternoon to re-evaluate and make adjustments.
Schedule time in the early morning to give you an opportunity to achieve items on your priority list before people start interrupting.
Look for ways or opportunities to overlap projects.
Limit emails, answering calls or checking voice mail. Set aside an hour in the morning and an hour in the afternoon to answer emails and voicemails. In fact, I have a code for my staff and family. If there is an emergency or critical situations, they are instructed to use the code, and I will immediately answer.
Assign appropriate roles and responsibilities to your staff. This will reduce your workload and free up time to accomplish your priorities.
Trust your team. Some of you will say this is easier said than done. If that is the case, I suggest you reevaluate your team members. Give them a challenge and the freedom to perform and succeed. I use the approach of “Ready, Fire, Aim.” Meaning I let them do what they do, and we course correct as needed.
Learn to say NO! It’s ok to say no. People will respect you more when you do. When we figure this out, we free up time to accomplish other things and spend more time with family or taking care of ourselves.
Creating a healthy work-life balance doesn’t just happen. It takes commitment and persistence every day. However, seasons do come and go. There will be situations where the balance is off, however, be persistent in trying to maintain and create the balance because a good work-life balance will create a better you and stronger relationships.
Our personality impacts everything we do; how we respond to pressure, how we network, socialize, and react when there is an emergency. Our personality is something that we cannot escape. When I reflect upon those who are successful, I see bold individuals who are assured within. They know what they are good at and they maximize upon those strengths. Successful people, regardless of their industry, are always boldly self-aware.
With the beginning of 2019, the New Year provides us with an opportunity to build upon the experiences and lessons learned from the previous year. I don’t believe we ever truly start over, instead; we build upon our achievements and/or the lessons learned from past failures and shortfalls. In retrospect, one of the things I’ve gleaned over the past couple of years is that our personality identifies our strengths and weaknesses. It directly affects our ability to achieve our goals and meet our objectives.
As a DISC Behavioral Consultant, I’ve learned to identify personality
types through consultation, and help others develop goals that coincide with
their character. In doing so, individuals maximize their opportunity for
3 actions will help individuals streamline their personal goals:
Tailor your conversation based on personality traits. This gives you the ability to make adjustments within the discussion to lead the path forward.
Generate goals that motivate the person to put in the necessary effort to achieve each one.
Identify areas to stretch the individual and achieve things that will take a focused effort.
By successfully implementing these 3 things into the
development of goals, I believe we give people the ability to be successful and
achieve more than they might expect.
So how do we set goals based upon a person’s personality? To answer this question, I will identify methods that reflect the DISC personality styles in general. I’ll use the behavioral traits and the typical strengths and weaknesses of each personality style. Let’s take a look at how to set goals for each personality style.
People with dominant personalities are direct, decisive, problem solvers, risk takers, and self-starters. People with a strong dominant personality are hard-charging, get-it-done kind of people! I identify with this particular personality type. I tend to set very ambitious, lofty goals. However, if I don’t see immediate results, I’ll quickly lose motivation.
People you identify as having a dominant personality need to
have goals that meet the following parameters;
Identify a few more than required. If you want 3-5 goals, a dominant person will set 7-10.
Make the majority of the goals short-term. This serves as motivation to accomplish many things.
Set a couple of long-term goals with the expectation to endure until the end.
Each goal must be clearly identified and the timeline for completion well established.
Establish regular one-on-one follow-ups and progress meetings.
developing goals for a dominant personality consider the following:
Autocratic in teams and will rise to the top in a crisis
Good at providing direction and leadership
They have a clear idea of their ambitions and goals and will push hard for accomplishment
Function well with heavy workloads
Very competitive attitude
Welcomes new challenges
Tend to follow their own ideas
AREAS FOR GROWTH
LEARN TO LISTEN MORE AND SPEAK LESS
Gather consensus on decisions
Don’t act alone
Learn to answer the question “why” when asked about decisions and proposals
Work on body language and tone of voice when dealing with frustration
Focus on developing sincere personal relationships
Can intimidate others
People with an influential personality are enthusiastic,
trusting, optimistic, persuasive, talkative, impulsive and emotional. They are
just pure FUN! They are the life of the party and are typically the ones we
talk about after the Christmas party. They love to set goals and dream about
the things they want to achieve.
fun-loving social characters need to have goals that meet the following
Harness their enthusiasm when
Identify goals that will move the
company forward and acknowledge their value
Clearly define the steps to achieve
each goal and have them focus on each stage before moving onto the next
Set smaller goals
Identify the timeline for each goal
Prioritize each goal for the company
and the individual
Establish regular one-on-one
meetings to verify progress and determine the next steps for successful
When developing goals for those with an influencing
personality style, consider;
Great communicators who are both influential and inspirational
Have the ability to motivate others
Great advocates of change and deal well with change themselves
People are drawn to them, thus creating a great opportunity to lead others
Great at brainstorming and visionary projects
AREAS FOR GROWTH
Impulsive in decision making
Can be slow to action (a lot of talk, but little action)
Need to exercise control over actions, words, and emotions
Need to talk less and listen more
Tends to over-promise
The steady personalities are good listeners, team players, possessive, steady and predictable. They are understanding and friendly relationship-based people. Goal setting usually means change is coming, which immediately causes tension for a steady personality—because they don’t like change.
If you see yourself as a person with a steady personality or will be working to set goals with someone described above, consider:
Goals that establish step by step directions with a clearly defined plan for achievement
Establish the benefit for achieving each goal
Needs more time to develop their goals
Set timelines for each goal and hold them to it
the following when developing goals for the person with a steady personality:
Supportive and natural relationship builders
Grounded in reality and common sense
Peacemakers in groups and teams
AREAS FOR GROWTH
Struggles with change and making adjustments
Can be overly agreeable
Tends to put other’s needs before theirs
Need to be more direct in their interactions with others
Their pace tends to be slow, thus causing them to miss deadlines
A person with a compliant personality is accurate,
analytical, conscientious, careful, precise, meticulous and systematic.
Those with a complaint personality are very focused on procedure and making sure
things are done the right way. They don’t have a problem with setting goals,
but they do need help prioritizing. A compliant personality wants to
set effective goals, a person with a compliant personality must consider:
Start the process early!
Focusing on goals that are important to YOU!
Ensure each goal is practical and detailed
Create clear, identifiable goals that establish their role within the group, department, and organization
Establish data-driven goals that focus on details others may not see
Stretch the person by developing one or two visionary goals
you consider developing goals for the compliant personality, consider the
Excellent at creating and maintaining systems and processes
Consistent in their approach
Will see projects through until completion
Strive for a diplomatic approach
Strive for a group and team consensus
AREAS FOR GROWTH
Tend to be critical of others
Consider other’s ideas and methods
Need to speed up to help the team or group accomplish their goals
Work on focusing more on building strong relationships
Make faster-informed decisions
Take more risks
Each one of us has a unique personality style. Sure, we can put people in “personality” buckets, but that only helps to identify our approach. As leaders, we must know our coworkers and ourselves well enough to understand what motivates them and how they react to different situations. Knowing a person’s personality style can proactively help you and your employees make adjustments. Consider the information presented and strive to achieve your personal best and the best from your employees in 2019!
Denis is an Executive Director at the John Maxwell Group, is a certified leadership coach, trainer, keynote speaker, and DISC Behavior, Consultant. He is a passionate person of influence committed to teaching and communicating practical and relevant influencing techniques. His unique passionate and emotionally driven style resonates with many, creating a desire to become an effective leader.
You can contact Denis at firstname.lastname@example.org information on coaching, training, DISC Behavioral consulting or to be an inspirational speaker at your next event.
Why is leading myself more difficult than leading others? I ask myself this question EVERY SINGLE day!
Why do I say or do things I know are wrong (there is a biblical reference here)? It happens at home, work, with my wife, with my co-workers and those I love and lead.
The answer is simple. There are areas I don’t see until they sprout up. In fact, I believe there are times I don’t see myself from a realistic point. I see myself from my intentions, AND others see me through my actions and words. I should probably also admit that I see my intentions from the training and talks I give.
While I speak of myself, I am sure I’m not alone. But how does one address this issue? Answer, look for the blind spots and deal with them! However, how do we identify the blind spots? I look personally to three source for my self-leadership:
Co-workers and staff
These sources provide direct and/or indirect insights to the areas I need to change or improve. With this information, I can apply these five principles.
Control Emotions – Like anyone else, leaders have emotions. In fact, I believe a leader’s emotions can be more powerful due to the passion and desire for success they possess. However, a good leader knows how to control their emotions and display or delay them based on the situation.
Meditate – Leaders are achievers. And that means they hit the ground running, which leaves little time to stop and think. Spend 30-45 minutes every morning mediating on the things that matter and planning your day.
Focus Your Effort Where it Matters– A good leader wants to achieve more. They are never satisfied with their achievements. For me, I tend to want to fix everything and solve everyone’s problems. However, to be effective we must learn to focus our efforts on what really matters. I heard John Maxwell say, ” You can’t be 100% all the time.” I find that statement very true. We must identify the times and events where we need to be 100% . Everything else gets a good effort, just not our best.
Serve Others – Zig Ziggler said, You can have everything in life, if you will just help enough other people get what they want.” I am finding this to be very true. Not from a selfish perspective, but simply from putting others first in every action or decision. Throughout my career, I have seen and reaped the benefits of putting others first by gaining their respect, commitment and dedication. I simply look at it as, “you reap what you sow.”
Get a Coach and/or Mentor – We all need to keep our minds sharp and our thoughts and ideas flowing freely. Our minds can freeze or we experience those “blind spots” that throw us for a loop. As a Coach and Mentor, I see the benefit from asking stimulating questions and the ability to seek wisdom and advice from others. I personally have at least five mentors that I can rely on for helping to address questions or walk me through situations. I sleep better knowing I have access to these individuals. I also can call several coaching colleagues for encouragement and guidance when needed.
Take the time to evaluate the effectiveness of your self-leadership to these five principles. Then establish a process where you consistently work to apply these principles and improve where needed.
A leader’s greatest challenge and most difficult task, is self-leadership. If you lead yourself correctly, you will influence others and they will follow. Failure to manage your self-leadership will create a loss of respect and the inability to influence, causing people to leave and follow others.
Initiative is something I write on often. In fact, my last blog was on initiative, the concept of Ready, Fire, Aim. I continue to write on this subject, because it is something that seems to be lacking in the workforce and leaders in general. And honestly, it is an area I seem to struggle in.
By definition, leaders cannot wait. If they do, they are not leaders, but merely followers. I think initiative takes a little bit of faith bathed in risk. Many times, you must take initiative on something with limited knowledge or insight and rely mostly on your intuition , or “gut felling”.
For those who want to be successful and effective leaders, one must take initiative. If we never try, we will never know. In fact, one will always be wondering, “what if”.
The hardest thing about taking initiative, is well, taking initiative. To help motivate and encourage you to take more initiative, here are 30 quotes that will encourage you to take initiative.
“Genius is initiative on fire”, Holbrook Jackson
“Initiative is doing the right things without being told”, Elbert Hubbard
“Without initiative, leaders are simply workers in leadership positions”, Bo Bennett
“Employers and business leaders need people who can think for themselves – who can take initiative and be the solution to problems”, Stephen Covey
Never relinquish the initiative, Charles de Gaulle
“Success seems to be connected with action. Successful people keep moving. They make mistakes, but they don’t quit”, Conrad Hilton
Be willing to make decisions. That’s the most important quality in a good leader. Don’t fall victim to what I call the ready-aim-aim-aim-aim syndrome. You must be willing to fire, T. Boone Pickens
“I would rather regret the things I have done than the things I have not”, Lucille Ball
“If you don’t make dust, you eat dust”, Motto of Jack A. MacAllister
“Eagles don’t flock”,Ross Perot
Even if you’re on the right track you’ll get run over if you just sit there, Will Rogers
“An idea is worthless unless you use it”, John Maxwell
“Destiny is not a matter of chance, it is a matter of choice; it is not a thing to be waited for, it is a thing to be achieved”, William Jennings Bryan
“If your ship doesn’t come in, swim out to meet it”, Jonathan Winters
“Everyone who’s ever taken a shower has an idea. It’s the person who gets out of the shower, dries off and does something about it who makes a difference”, Nolan Bushnell
If opportunity doesn’t knock- build a door”-Milton Berle
“You don’t drown by falling in the water; you drown by staying there”, Edwin Louis Cole
“When eagles are silent, parrots begin to chatter”, Winston Churchill
“Initiative is to success what a lighted match is to a candle”, Orlando Battista
“The way to get started is to quit talking and begin doing”, Walt Disney
“The few who do are the envy of the many who only watch”, Jim Rohn
“Most people spend their entire lives on a fantasy island called ‘Someday I’ll”, Denis Waitley
“Chance favors those in motion”, James Austin
“Just begin and the mind grows heated; continue, and the task will be completed!”, Johann Wolfgang von Goethe
“Two sure ways to fail: Think and never do, or do and never think”, Zig Ziglar
“You can’t do everything at once, but you can do something at once”, Zig Ziglar
“If you want to accomplish anything in life, you can’t just sit back and hope it will happen. You’ve got to make it happen”, Chuck Norris
“You don’t have to be great to get started, but you have to get started to be great”, Les Brown
“Implement now, perfect later”, Larry Winget
The man who removes a mountain begins by carrying away small stones”, William Faulkner
If you know what to do, then just do it! I could probably stop right there and have the shortest blog I’ve ever written. But that would be boring.
As a leader, one of the most frustrating things is to have someone on my team not take the initiative to make things happen. Instead they sit back and wait for direction, or constantly need my approval that their path or ideas are right.
I want people that are willing to take risks, learn from their mistakes and accomplish what they never thought could be done. I encourage and expect my staff to embrace the idea of READY, FIRE, AIM! A concept I learned years ago and I have refined recently.
Let me break the term down:
READY– Identify what needs to be accomplished and evaluate what it takes to fully and completely accomplish the task or idea.
FIRE – Go do it! Don’t wait. Be the swoosh in NIKE and “Just Do It.” For my inner circle, there are very few times where this concept wouldn’t apply.
AIM– Once you “Do It”, then tweek as needed. If you did your due diligence in the READY phase, there should be very little need to correct things.
These three simple words can create extreme success in your leadership and success in the workplace.
Here are three examples of people who embraced the concept of READY, FIRE, AIM:
Elon Musk – When you make millions off of an internet company like PayPal, the world generally expects you to, well, create and make more millions off of another internet company. But Elon Musk’s dreams lay elsewhere: Rather than follow a more conventional career path, Musk took the money he had made at PayPal and invested it in two of his own highly innovative startups, SpaceX and Tesla. Though his attempt at operating these two ventures at once nearly sent both companies into bankruptcy, it seems to have ultimately paid off—today, both SpaceX and Tesla thrive.
Sylvester Stallone – With a baby on the way and too little money to pay the rent on his Hollywood apartment, Sylvester Stallone sat down and wrote the screenplay for Rocky in less than four days. Producers loved it and offered him big bucks to bring the story to life—but Stallone, as down-and-out as he was, refused to take any offer if he wasn’t allowed to play the lead role in the film. Rocky ultimately ended up pulling in millions of dollars and skyrocketing Sly into fame.
Travis Kalanick: Uber – Travis is a great example of Ready, Fire, Aim. If he become discouraged with failure, Uber wouldn’t exist. Founded the company Scour Inc., a multimedia search engine, and Scour Exchange, a peer-to-peer file sharing service. Two years later, the company would come under fire from several big name music and film agencies for copyright infringement, forcing Scour to eventually succumb to bankruptcy. In 2007, Kalanick and Garrett Camp founded Uber. After facing some early competition and funding concerns, the ridesharing app is now the most widely used app of its kind. Kalanick created three companies; one failed, but that did not stop him from taking the risk.
Taking initiative is an important part of most any job and is critical to increasing your influence and ultimately your leadership. However, the reality is that not many of us will not end up as successful as Elton, Sylvester or Travis. But I can say people who take initiative, are people I want in my inner circle. And I bet that is the way many leaders feel.
I agree with Conrad Hilton said, “Success seems to be connected with action. Successful people keep moving,. They make mistakes, but they don’t quit.”