My Adopted Commencement Address

This weekend, I watched the Syracuse University convocation ceremonies being video streamed live from the Carrier Dome featuring the class of 2012. Listening to the names being announced brought back vivid memories. You see, I’m an SU alum who took this very walk in ’97 when I received my MBA with honors. One of the proudest moments of my life.

I enjoy listening to commencement speeches. I’m embarrassed to say, I don’t remember who gave the commencement address to our ’97 class. The speech and delivery were mediocre at best without one memorable quote.

Two years later something interesting happened. In 1999, I heard a song on the radio called “Everybody’s Free To Wear Sunscreen.” The lyrics are spoken, not sung, over a music bed with words borrowed from Mary Schmich who wrote an article called “Advice, like youth, probably just wasted on the young.” for the Chicago Tribune. She wanted to take a shot at writing a graduation speech because she thought she’d never be invited to give one.

To this day, I find Ms. Schmich’s essay fascinating. I wish our speaker had said something as profound. I think you have to be someone north of their mid-twenties to appreciate the message. For those of you younger than that, print out this post, put it in an envelope, and re-read it in the future when you’re going through a tough moment. Hopefully the message will make more sense.

This past weekend as I lay upright in my La-Z-Boy putting the finishing touches on this post, a big smile came over my face. I realized Mary wrote her mock commencement address on June 1, 1997. Just three weeks after my real graduation in May of that same year.

Mary Schmich’s mock speech is my “adopted” commencement speech that will be ingrained in me forever.

Let me know what you think:

 

Ladies and Gentlemen of the class of 1997,

Wear sunscreen.

If I could offer you only one tip for the future, sunscreen would be it. The long-term benefits of sunscreen have been proved by scientists, whereas the rest of my advice has no basis more reliable than my own meandering experience. I will dispense this advice now.

Enjoy the power and beauty of your youth. Oh, never mind. You will not understand the power and beauty of your youth until they’ve faded. But trust me, in 20 years, you’ll look back at photos of yourself and recall in a way you can’t grasp now how much possibility lay before you and how fabulous you really looked. You are not as fat as you imagine.

Don’t worry about the future. Or worry, but know that worrying is as effective as trying to solve an algebra equation by chewing bubble gum. The real troubles in your life are apt to be things that never crossed your worried mind, the kind that blindside you at 4 p.m. on some idle Tuesday.

Do one thing every day that scares you.

Sing.

Don’t be reckless with other people’s hearts. Don’t put up with people who are reckless with yours.

Floss.

Don’t waste your time on jealousy. Sometimes you’re ahead, sometimes you’re behind. The race is long and, in the end, it’s only with yourself.

Remember compliments you receive. Forget the insults. If you succeed in doing this, tell me how.

Keep your old love letters. Throw away your old bank statements.

Stretch.

Don’t feel guilty if you don’t know what you want to do with your life. The most interesting people I know didn’t know at 22 what they wanted to do with their lives. Some of the most interesting 40-year-olds I know still don’t.

Get plenty of calcium. Be kind to your knees. You’ll miss them when they’re gone.

Maybe you’ll marry, maybe you won’t. Maybe you’ll have children, maybe you won’t. Maybe you’ll divorce at 40, maybe you’ll dance the funky chicken on your 75th wedding anniversary. Whatever you do, don’t congratulate yourself too much, or berate yourself either. Your choices are half chance. So are everybody else’s.

Enjoy your body. Use it every way you can. Don’t be afraid of it or of what other people think of it. It’s the greatest instrument you’ll ever own.

Dance, even if you have nowhere to do it but your living room.

Read the directions, even if you don’t follow them.

Do not read beauty magazines. They will only make you feel ugly.

Get to know your parents. You never know when they’ll be gone for good. Be nice to your siblings. They’re your best link to your past and the people most likely to stick with you in the future.

Understand that friends come and go, but with a precious few you should hold on. Work hard to bridge the gaps in geography and lifestyle, because the older you get, the more you need the people who knew you when you were young.

Live in New York City once, but leave before it makes you hard. Live in Northern California once, but leave before it makes you soft. Travel.

Accept certain inalienable truths: Prices will rise. Politicians will philander. You, too, will get old. And when you do, you’ll fantasize that when you were young, prices were reasonable, politicians were noble and children respected their elders.

Respect your elders.

Don’t expect anyone else to support you. Maybe you have a trust fund. Maybe you’ll have a wealthy spouse. But you never know when either one might run out.

Don’t mess too much with your hair or by the time you’re 40 it will look 85.

Be careful whose advice you buy, but be patient with those who supply it. Advice is a form of nostalgia. Dispensing it is a way of fishing the past from the disposal, wiping it off, painting over the ugly parts and recycling it for more than it’s worth.

But trust me on the sunscreen.

 

Share
Posted in Uncategorized | 2 Comments

Jump Into the Word Pool!

Over the last 10 years, my word choices are becoming bigger and brighter on my radar screen. As an executive coach, I ask oodles of questions. Deep questioning is what helps my clients create the biggest shifts in their personal and professional lives.

I’m a logophile. This means I’m fascinated with words. I’m working towards becoming a wordsmith; an expert in the use of words. Though, I’m not sure what school you attend to get a Degree in Wordsmith. Ha!

Asking the right question at the right time is part of what I do as a business coach. Sometimes, my inquiries will stop the client right in their tracks. Like a right cross out of left field that lands with a thunderous thump! These moments aren’t planned; they simply happen in the moment. I know when I’ve asked a provoking question because I can hear a pin drop on the other side of the phone. (Most of my coaching is done by phone.)

I’ve been recovering from surgery and doing a lot of research in between coaching calls. While I lay semi-vertical and semi-horizontal in my La-Z-Boy I had “words on the brain” and the universe delivered. I stumbled upon an interesting site called Wordle. Jonathan Feinberg, the creator of the site, allows you to create word clouds from text that you provide.

I decided to create a word cloud based on the End Game Business blog posts. I simply submitted my blog url to Wordle and seconds later, voila! (see below) In fact, the program enhances the size of the font of the words you use most frequently. I smiled with approval after seeing my very own word cloud. It was like giving birth. Isn’t she so cute. Ha!

As a leader, what words do you say the most? How are your choice of words and the way you say them affecting those around you? Your language influences how people feel about you and how you make them feel and perform. Words are powerful. Choose them wisely.

So if you’re like me, jump into the word pool and create your own cloud at Wordle.

 


Share
Posted in Awareness | Tagged , , , , | 4 Comments

Become a Better Person and Leader – Search Inside Yourself

What if you could enhance your performance and those around you simply by being more in tune with your emotions? This is the premise of Chade-Meng Tan’s newest book, “Search Inside Yourself.”

Meng, as he likes to be called, was hired by Google as a software engineer in 2000 and assigned badge number 107. This means he got in early and is one wealthy Gen X’r swimming in cash. Since then, he’s moved over to the personal development side of the house.

In 2007 he created a personal transformation program for employees called Search Inside Yourself.   SIY is a mindfulness based emotional intelligence course which Meng hopes will eventually contribute to world peace.

Over 1000 employees have gone through SIY. There’s a waiting list of 30 each time it’s delivered, about once a quarter. Class size is 60 and runs for seven weeks. Anonymous feedback rates the course 4.7 out of 5. Participants say the experience has had a significant impact on both their professional and personal lives.

One engineer says he was miserable because of the stressful demands of his job. After SIY, he and his wife say he’s become calmer, more patient, and a better listener. Another manager says it’s helped him to become a more flexible leader. He no longer has knee jerk reactions  with the team in the fast paced demanding Google culture. Today, he’s more of the calm in the middle of the storm, fully in control of his emotions.

Meng’s course is comprised of three steps:

1 – Attention training

This is the ability to, on demand, create a quality of mind that is both calm and clear at the same time. Meng utilizes meditation techniques to quickly and effortlessly bring about this sea of tranquility. This is the foundation of SIY.

2 – Self knowledge and self mastery

After you’ve become calm, the next step is to increase the resolution of the process of emotion. This is the ability to effortlessly see the situation unfolding. SIY teaches you to anticipate the emotion well before it happens. This allows you to view the event in slices or frames, if you will. Most importantly, you’ll see the event more objectively and be in control of your emotions.

3 – Create useful mental habits

For example, Meng says one habit is to wish happiness for everyone in your life. Every time you come in contact with someone such as a co-worker, family member, or stranger, mentally wish for them to be happy. This single thought will change your entire persona and have an unconscious effect on those around you.

So, what are the benefits of drinking the SIY Kool-Aid? Meng claims you’ll be more innovative, a better leader, and overall, a happier person. I’m a big believer in emotional intelligence and use it with clients on a regular basis.

Now, if you’re thinking SIY is too “woo woo” for you, think again. Research shows those with a high emotional quotient are happier and better at their professions. For example, Meng points out a study done in the late 80′s on naval officers. A quote from the study “Nice Guys Finish First” says the best commanders were “more positive and outgoing, emotionally expressive and dramatic, warmer and more sociable (including smiling more), friendlier and more democratic, more cooperative, more likeable and fun to be with, more appreciative and trustful, and even gentler than those who were merely average.”

To become happier, be a better person, parent, or leader, start with making small changes. My experience in working with clients demonstrates it’s one degree changes that create the biggest shifts. Effortlessly. Why wouldn’t you sign up for that?

 

Share
Posted in Emotional Intelligence | Tagged , , | 4 Comments

5 Skills Every Leader Must Master

Talk about the importance of leadership abounds these days. But can leadership truly be defined? Moreover, are the qualities of leaders identifiable and measurable? Thankfully, the answer is yes.

Individuals who possess five vital skills can be identified as leaders, given that they first must possess a compelling vision. Without this, most people see no reason to follow a person.

1. Accountability: Now that they have a compelling vision, leaders must be personally accountable, or possess the capacity to be answerable for personal actions and avoid placing unnecessary blame on others. There is a great deal of evidence to support people stop following anyone who does not have nor demonstrates personal accountability.

Most importantly, people who have personal accountability will do what it takes to be successful in any endeavor. If they need to develop additional skills to accomplish things, they will take the initiative to do so.

2. Powers of Persuasion: Having a compelling vision without the ability to persuade people to follow that vision tends to lead nowhere. Leaders who have mastered persuasion get immediate feedback when communicating with others and, while respecting differences, they convince others to change the way they think – and behave.

3. Going for a Goal: Along with persuasion, being goal-oriented is a must. Persuading people of a compelling vision will go nowhere unless the leader has a goal in mind. The goal becomes a part of the vision and is one of the traits of defining a leader. Part of being goal-oriented is being able to identify and prioritize activities that lead to a goal that is relevant, realistic and attainable. Leaders are those who identify and implement plans and milestones to achieve specific business goals.

4. Pleasing the People: A leader is a master of interpersonal skills – otherwise known as people skills. Leaders must be capable of working with all types of people. Mastery in this skill gives the leader the ability to keep all the people on the team engaged and to avoid conflict, which may actually work against their vision.

5. Self-Management: Excellent self-managers walk the walk in order to reinforce their compelling vision and strengthen their persuasion. In addition to the ability to manage time and priorities, self-managers can also manage their emotions and impulses. Those who fail at self-management talk the talk, but don’t walk the walk. For example, if a leader believes it is OK for them to miss deadlines, it sends messages to their team missed deadlines are acceptable.

Leadership is much less ephemeral than one might believe. Spotting an individual who possesses these five skills will put organizations well on their way to identifying the leader in their midst.

The TriMetrix HD assessment will quickly determine if the leader has these skills and ones they need to be working on. Contact End Game Business to learn more.

Guest post courtesy of Bill Bonnstetter, CEO and Founder of TTI my assessment partner.

Share
Posted in Assessments, Leadership | Tagged , , , , | 2 Comments

Coulda, Woulda, Shoulda

Bronnie Ware spent years working at jobs that weren’t feeding her intrinsically. She decided, without any formal training or experience, to become employed in palliative care. This area of healthcare provides humanistic relief for those with the symptoms, pain, and stress of grave illness.  The goal is to improve the quality of life for patient and family. These people had gone home to die.

This career move was a moving experience and tipping point in Bronnie’s life. She had many intimate conversations with the sick and dying and asked them to share what they’ve learned over the course of their lives. She wrote a blog that was read by millions called “Regrets of the Dying.”

After contemplative soul searching, Bronnie found a common thread through the words of her patients facing their own mortality. Based on feedback from raving blog fans, she wrote a memoir that eloquently describes her wondrous transformation during this chapter of her life.

Here are my thoughts on Bronnie’s five biggest regrets of the dying:

 

1. I wish I’d had the courage to live a life true to myself, not the life others expected of me.

Bronnie says this turns out to be the biggest regret of all. For some reason, we go through life trying to be something that we’re not. From experience, I can say, showing up this way is so exhausting. There is an easier way. Take a trip deep inside the dark walls of your “who” to find what lights you up. Once you discover that flame, get closer, explore, and just be who you are and nobody else. The moment you become authentic, everything in your world will change.

 

2. I wish I didn’t work so hard.

When I entered the business world, I didn’t regret working 14 hour days. As a young man, destined and determined to carve a career in the computer industry, I ate, slept, and inhaled everything about the profession. In retrospect, I focused on the wrong things. I’ll leave that for another post.

Today, as an executive and leadership coach, I’m having fun every day. I love serving others and there’s nothing I’d rather be doing. Nothing. My only regret is not going with my intuition, as a junior in college, and diving into the people pool business sooner rather than later. Ties back to #1.

 

3. I wish I’d had the courage to express my feelings.

Earlier in life we tend to be more guarded. We don’t want to rock the boat or step on somebody’s toes. We measure every word, every expression, and wonder how we’ll be portrayed if we say what’s on our minds. It took me a long time to realize I’m cheating the world of my gifts if I don’t voice an opinion. This ties back to regret #1. I can see why #1 is #1.

 

4. I wish I had stayed in touch with my friends.

If you can say you have a couple of “true friends” you’re luckier than most. I stay in touch with friends and meaningful acquaintances on a regular basis. Over the last several years, I’ve made a conscious effort to reconnect with family. I’m lucky to say I have great people in my sphere of influence. They’ve shaped me. They keep me grounded.

 

5. I wish that I had let myself be happier.

So true. Growing up, for the most part, I thought I was pretty much, a happy go lucky camper. One day, about 15 years ago, a close friend commented with a laugh, “Steve, the stuff you’re supposed to be worried about, you’re not. You spend way too much time on things that are unimportant.” My friend Joe was right. I’m proud to say, I’ve done almost a 180 in this area of my life.

Last year, I was enjoying a wonderful lunch with Michaline, my Gen Y daughter. I was concerned she was expending too much wasted energy on the small stuff. I said, “Honey, you’re always angry.” She replied, “Oh, I’m happy, I just can’t stand people.” I couldn’t stop laughing! Happy and proud to say, I’m seeing subtle changes in Mikey and she’s headed in the right direction.

“Regrets, I’ve had a few” as Frank would say. How about you? Please comment below.

Share
Posted in Awareness, Career, Executive Coach, Gen Y, Leadership | Tagged , , , | 13 Comments

Focus On Human Capital

Keeping a firm grip on every budget dollar continues to be crucial in the challenging business environment. Until recent glimmers of improvement in the economy become a reliable upward trend, employers continue to produce more with fewer staff.

Being part of a strong recovery will require three crucial accomplishments:

 

  • Retention of superior performers to achieve current goals.
  • Strategies for bringing out the best in everyone on the team.
  • Selection of new talent as you ramp back up.

When your business is ready to grow, will your employee value proposition motivate star performers to join your staff and convince the ones you have now to stay on board? Will they be raving fans?

High turnover is equated to low stock value, with a proven connection (up or down) of 30%. Losing key staff now will cost you tens of thousands of dollars! It’s vital to create an employment experience that inspires talented employees to stay on board long after the downturn has passed, and you can manage this without breaking the bank.

If your staff is like many others, widespread job losses and other economic fallout have deeply affected their personal and professional lives in ways they can’t control. Now more than ever, leaders must clearly communicate the plan for moving the company from survival to growth mode in the post-recession economy. Staff needs to understand in very specific terms, how their individual actions in the coming months can lend traction to the company’s financial turnaround.

Guide employees to access new levels of performance in a supportive, energizing environment. It starts by maximizing productivity and minimizing potential loss of talent with the use of behavioral and values assessments. Validated assessment tools insure that you have each constituent in the right seat on the bus where they can make their best contribution to the bottom line.

Offer opportunities for professional development that move them through specific steps to the next level of effectiveness. In addition to boosting earnings, it gives employees a much-needed shot of optimism. Staff recognize that professional development offerings are a concrete ‘vote of confidence’ from the employer. With budgets for raises and bonuses curtailed, they are acutely aware that this is evidence of an employer’s will to provide professional advancement despite a down economy.

Human capital is the backbone of your employer brand. Inspire them to spread good word of mouth about the company by examining your employer brand appeal from their perspective. Access to superior performers outside your company will also require a strategy that appeals across generations including Gen X, Gen Y, Baby Boomer, Traditional, and Linksters. Leverage everyone’s communication style.

Take care of your people and they’ll take care of your customer. Taking care of your people is good for business. In the end, your customer will say they’d be out of their mind to do business with anyone but you.

Share
Posted in Assessments, Behavioral Assessments, Employee Development, Employee Retention, Gen Y, Strengthening Your Bench | Tagged , , , , | 3 Comments

Empower Your Team To Decide

Do you ever, as a team player, find yourself hesitant to make a decision?

Leader! Are you a helicopter boss who constantly hovers over the team?

Do you, team player, experience paralysis through analysis? You analyze the situation eight ways to Sunday.

Team player! You’re the one closest to the issue. Why don’t you act, instead of waiting for management to make a move?

The team might have valid reasons for second guessing themselves. Then again, these thoughts could be myths. Or, maybe it’s the way the leader is showing up. Here are a few reasons why the team hits the brake instead of stepping on the gas and making a decision:

 

YOU as TEAM PLAYER

You lack confidence.

You’re afraid of failure.

You don’t have the skills.

You pass the buck hoping someone else will eventually step up.

“What will everybody think?”

“This solution is too obvious. What’s wrong with my idea?”

 

YOU as LEADER

You’re afraid of empowering others because of your own self interests. “If I give them too much authority, I’ll be out of a job.”

“I really want my people to make more decisions.” Have you equipped your team so they feel confident in making important choices?

Your constituents are afraid you’ll go crazy if it doesn’t work out.

You don’t support them on the decisions they do make.

You’re setting the example of being indecisive yourself.

You’re a perfectionist and have never made a mistake.

 

What if you had an environment with a team of self-directed leaders? A place where people are empowered to make decisions. As the team player, how would you feel about your job if you had confidence to make tough choices? Instead of being immersed in the minutia, you the leader could focus on the big picture. What does your business look like now?

Benjamin Zander is conductor of the Boston Philharmonic Orchestra and professor at the New England Conservatory of Music. When his students make a mistake, he encourages them to say “How fascinating!” He says in his book, The Art of Possibility, “it is only when we make mistakes in performance that we can really begin to notice what needs attention.”

What are your thoughts on self-directed work teams? Does your organization encourage you to take risks and learn from mistakes? I’ll be writing more on this topic. I’d appreciate your comments below. Thank you.

 

Share
Posted in Decision Making, Leadership | Tagged , | 2 Comments

Do You Work for a Horrible Boss?

Most of us have worked for at least one Horrible Boss (HB).

Why do they act that way? It takes as much effort to be not so nice, as it does to be a great person. This normally stems from lack of confidence or the need to micromanage. For some reason, HB feels compelled to control everything.

 

Here are a few signs you work for a horrible boss. If you’re the HB, I offer a few “1 Degree” changes you can make based on The Leadership Challenge model and the Five Practices of Exemplary Leadership.

 

Fear Factor

The HB threatens there’s going to be hell to pay if you don’t shape up! They put down people in public, hoping to instill fear to increase performance. The fact of the matter is, because of your leadership style, the team is doing the minimum. They’re doing just enough to keep their jobs until a new one comes along.

1 Degree Change – If you’re the leader, and have a problem with a constituent, meet with them one on one to find out what’s getting in the way. Be empathetic. Do they have all the tools they need to win? Are you Enabling Others to Act? Make sure to equip your people so they can operate at their highest level. Everyone has an “A” game, make it a goal to bring out the best in each player.

 

All Talk and No Action

HB constantly boasts about all the changes they’re going to make and never follows through. When the team asks how they’re going to make these changes happen, HB makes one excuse after another. Yet, the moment a constituent doesn’t follow through, HB is the first one to complain.

1 Degree Change – As the leader, your team is watching everything you say and do. Your credibility factor is being scrutinized 24/7. Are you Modeling the Way? Each day, set a personal example as to what’s expected. Do What You Say You Will Do DWYSYWD.

 

Where’s the Kudos?

HB wants everyone to operate at the top of their game, day in and day out. HB will pounce on you like a cheetah on a slow gazelle the moment things don’t go as planned. On the other hand, when you do a stellar job, HB says things like “What’s next?” or “It’s about time!” or “That was an easy one.”

1 Degree Change – People like to be stroked when they do a good job. In The Leadership Challenge program it’s called Encourage the Heart. Everyone likes to be rewarded in their own way. For some it’s a plaque, others it’s a gift certificate, and some team members prefer a simple thank you in private.

Studies show the number one reason people leave organizations is because of their managers. They’re stressed and can’t stand their HB. If you think you’re a HB, start implementing these one degree changes today. Your team will be glad you did.

Have you ever worked for a HB? How did you handle the situation? Please comment below. Thanks.

 

Share
Posted in Uncategorized | 2 Comments

Re-engage Your Team!

Take a look around your office. Is everyone walking around in a coma?

Maybe it’s time to shake things up!

For many organizations, it’s critical that top management focus on re-engaging their constituents.

The workforce has been bombarded by the media with many value-based issues, such as healthcare, taxes, the war in the Middle East, unemployment, the recession, etc.

Your team members, some more than others, are being affected by these issues and bringing their emotional baggage to the office. In some cases, management is causing their own problems.

Regardless of the size of your company, you need a highly motivated workforce to compete in today’s economy.  Here are ten useful ideas:

1.  Organizational chart – Does your current chart actually reflect today’s lines of authority?  If not, revise it so your team knows it, understands it, and can follow it.

2.  Look at all your key jobs to see if they need to be re-engineered.  Many jobs have changed to the point they require the player to be all things to all people.

3.  Replace job descriptions with key accountabilities, which do a much better job of helping people understand what they really need to do. The Job Benchmark process delivers these key accountabilities.

4.  Analyze each key job and determine if continuous learning is required for superior performance.  If so, do you have a plan and budget to keep everyone current?

5.  Engage them in decision making.  Think about how our children and grandchildren have helped older generations with email, cell phones and computers.  They want to be involved.  Inspire a shared vision and build consensus by getting input from the team.

6.  Praise your team for their contributions.

7.  DWYSYWD Do What You Say You Will Do. Are you modelling the way?

8.  Job Fit – Match talent to the task or job. The job benchmark will show you what type of person the job wants based on behaviors, values, skills, and acumen.

9.  Create a positive environment by ensuring everyone’s intrinsic motivators are satisfied on the job.

10.  Engage outside the office. Support their ideas about going green and encourage their involvement in community activities.

If you’d like to see a shift in your team, call us now at 315.849.1057.

Share
Posted in Assessments, Behavioral Assessments, Job Benchmark | Tagged , , | 3 Comments

A Better Way To Learn

I’m sure you’ve studied for an exam or prepared for a project by stuffing as much information into your brain in a short period of time. Good old fashioned cramming. The outcome is usually a rote experience. Meaning, a short time after your knowledge is tested, and you’ve done the proverbial memory dump, you forget the majority of the information.

There’s got to be a better way to learn.

I read this article by Anne Murphy Paul on “The New Way Doctors Learn.” B. Price Kerfoot, an associate professor of surgery at Harvard Medical School, stumbled upon a method that’s having success he calls space repetition. The good news is you don’t have to be a medical student to employ this technique.

When you cram for a test, speech, or presentation using memorization, the information doesn’t hang around your brain very long. In fact, the retention is transient. Space repetition, however, feeds the information consistently over a longer period of time in different formats i.e. email, smartphone, and video. Learning is further enhanced by feeding and mixing old information with new. By going wide and deep, space repetition provides a learning experience that’s more meaningful. Plus, the subject matter has a greater chance of sticking with you in the future.

Let me know if space repetition works for you. Or, do you have another method? I encourage you to share your comments below. That way, we all learn.

Read the article in it’s entirety. “The New Way Doctors Learn.”

Share
Posted in Brain, Leadership, Learning | Tagged , , | 2 Comments