Why You Need to Rethink Your Goals

Why You Need to Rethink Your Goals

It’s crazy to believe that there are only just a few weeks left in 2016. I’m curious.

How did you do with your goals this year?

How did your team do with their goals?

As for me, I hit some goals WAY earlier than expected and am still working towards others. For this next year, I’m doubling down. I’ve already started planning for my goals for next year, with one big exception.

I’m changing the way I’m doing my goals, and I invite you to join me on this new little adventure. The change is based off of some things that I’ve learned from Michael Hyatt, one of the nation’s most influential bloggers and leadership experts.

Be Intentional.

For 2017, I want to be more thoughtful about the way I set and reach my goals. Goals don’t just happen. You’ve probably heard the saying that “a goal without a plan is just a dream.”

It’s true. To reach your goals, you need a plan. Like I mentioned before, I’m starting my plan early this year. I’m already beginning that thought process of what I’m going to achieve next year.

Be Specific.

Most goals are way too specific. I’ve worked with groups on goal-setting, and this is a common problem. Goals that are set are way too broad, have no deadline, and are not broken down into specific steps that are achievable.

You have to be specific to reach your goals. “Be a better leader” won’t cut it. You need to be more specific. “Read 1 leadership book each month” is a better goal.

Be Risky.

I really like to challenge myself when it comes to goal-setting. There is a fine line between risky and unattainable. However, this year I set a goal to reach 10,000 visitors to my blog by year end, and I hit that goal just a little over the half-way point in the year. I knew it was risky, but I also wanted to push my limits and see what would happen.

Be Accountable.

Find a way to set goals with others and hold each other accountable. Don’t get down on yourself or others when you slip. You are there for encouragement to keep each other going.

Who is someone you trust that will help you achieve your goals. Begin now to make a list and write some names down of people you will contact and ask them to set and achieve some goals with you.

If you struggle with setting and reaching goals or if you struggle with helping your team set their goals, then there’s hope. I want to offer you a chance to get in on a new goal-setting challenge that I’m offering starting next week. Best part – it’s free (at least for now)!

You will also get free PDF downloads of the planning tools that I’ve just created for my own goal-setting for this next year. (I Just ask that you don’t duplicate it and give it to someone else – feel free to print copies for your personal use, though. Better yet, direct them to my site where they can sign up for the challenge and get them for free too! Boom!)

It starts next Tuesday, so if you’re up for the challenge, watch for more details soon. And be expecting more ways to rethink your goals over the upcoming weeks. There will be some exciting things I’ll be sharing.

When it comes to setting goals, what is your biggest struggle? What is the hardest part for you to achieve your goals?

5 Leadership Lessons You Can Learn from a Micro-Manager

5 Leadership Lessons You Can Learn from a Micro-Manager

When I was in my early twenties, within the space of about three weeks I lost my job, my grandmother passed away (her funeral was on my birthday, no less), my dog died, and I became fairly ill. It was like a country song gone bad.

During that season, I worked for a guy that was a micro-manager. I was in a job that stretched me, for sure. But I was willing to work on the things that I didn’t know, and I was committed to do whatever I needed to make things work with my boss.

No matter your situation there are leadership lessons that you can learn. Regardless of circumstances, there are always “take-away’s.” These are lessons you can learn if you give it a little thought and reflect on your experiences.

Here are five such lessons I learned from my experience working with a micro-manager:

Be willing to work on your differences

One of my takeaways from that experience is to always be willing to work on the things that make you different. Everyone has unique gifts and strengths to bring to the table.

What are your strengths? What are your boss’s strengths? What are your subordinate’s strengths? What differences are there? How can your differences complement one another?

If you sit down and go through these, chances are you’ll find that your strengths and even differences complement each other and, if you use them correctly, can really move your team from being so-so to being awesome!

Hire the right people for the right position.

Knowing about strengths and personality can also help on the front end. Before you ever hire someone, it would serve you well to perform a personality test and a strengths assessment. Using these two things can tell a boss or hiring manager up front if they are the right person for the position you’re hiring for (and, just as importantly, if they’re not).

There are a number of professionals that use the Stengthsfinder 2.0 assessment for hiring. Leadership guru and virtual mentor, Michael Hyatt, is one of them.

Give people the freedom to do their jobs.

Once you hire a person, you’ve just given that person your endorsement. If you feel a need to micro-manage, then the insecurity is really with yourself. So, back off and let the person do what you’ve hired them to do.

Give your new hire time to adjust to the new position, responsibilities, and culture. If you discover they need additional training for technical skills, then provide

If you discover that someone is not as proficient as they first seemed? You have at least two options:

  • Provide more training.
  • Let them go and rehire that position.

The issue with the second option is that it usually will cost you more to re-hire than to invest in some training.

Develop your people as needed.

Every company should have a training culture. The best companies know that it is easier and cheaper to train staff than to rehire for those positions.

Few people come into a new job or position knowing everything they need to know. Whether it’s a matter of training on company culture and process or learning new hard skills, there is a learning curve for every job. (Even for people that move within a company, different departments can even have their own unique culture within the overall company culture.)

Investing in training leads to more engagement and better retention of employees. Commit to a culture of training and development.

Work on Yourself as the Leader

There are a number of companies that have a great training culture…initially. Does your company continue to develop and encourage the development of its employees beyond the first few weeks or months?

Amazon’s training includes a 1-month initial training program as well as prepays 95% of employee’s tuition for in-demand fields.

Bonobos, a leading retail company, has multiple offerings to train their employees in leadership, management and customer service.

Randstad US not only offers programs in management, leadership, communication, and presentation skills, but also offers its employees both mentoring and coaching services.

As you may have gathered, my boss was not committed to working on things as I was, and I was let go. It was disappointing, but I definitely did learn a lot from that experience.

There are some things that both of us could have done to really make that situation better. I have learned to be a better communicator. The pastor I worked with could have committed to working on the relationship and helping me get better instead of asking me to leave immediately.

It may not have been the right position for me anyway; however, that’s why it’s so important to know more about people on the front end of hiring. I definitely believe that every company, every boss, and every hiring manager could benefit from doing their due diligence before they hire anyone. And every company can engage their employees by providing training to get them familiar with the company culture and continue to develop them as leaders and people.

What does your company do before hiring someone? What kind of on-going training do you provide? 

[photo credit: Nosnibor137 and Bigstock Photo.]

Leadership Lessons I Learned from My Daughter, the Junior Philanthropist

Leadership Lessons I Learned from My Daughter, the Junior Philanthropist

It’s a lot of fun to watch children grow up as a parent, especially when they start to come into their own as a person. I have two kids and both are pretty amazing in their own ways. My 9-year old son loves sports and works hard at each of them and is very naturally gifted in the athletic arena.

My daughter continues to amaze me with both her thoughtfulness and unselfishness and her willingness to sacrifice for others. I wish I could tell you I taught her that, or it was an intentional outcome of great parenting. However, she has exhibited this characteristic since she was very young.

I remember her making cards for her friends that were sick when she was in Kindergarten and first grade. She made a sympathy card for one of her teachers when she was in the 4th grade that showed an enormous amount of compassion and empathy.

What’s impressed me most, though, is her willingness to raise money for a specific group of kids in Haiti. My wife has visited an orphanage in Haiti over the last few years – Hands Across The Sea. It is an integral part of her year, and my daughter has involved herself in a number of ways, even though she hasn’t been able to go (yet).

Molly decided a couple of years ago that she wanted to help one of the students pay for school. The amount she needed to raise? Two hundred seventy five dollars. That’s a decent amount for anyone to fund-raise, but for a 9-year old? I didn’t want to discourage her, but I had my doubts. Yet I also knew my daughter and, once she decides to do something, she’s almost impossible to stop.

After a year of lemonade stands, selling rainbow loom bracelets, collecting change, dog-walking and more, she did it. She saved up for a whole year and not once did I see her get down or discouraged. She accomplished her goal chunk by chunk, bit by bit.

You should have seen her face when we counted the money and she was only $10 shy of reaching her goal. She was overjoyed! And, being the good dad that I am ;), I committed the final $10 to the cause.

Just this weekend, she made cake pops for her teachers for Valentine’s Day. She had help from a couple of friends, but she did the majority of the work herself. (And they’re a lot of work!) They were pretty amazing too! (Just ask our neighbor who recently ate 9 in one sitting.)

And she’s back at it for the kids in Haiti. Last night, she went to Hobby Lobby with my wife and used $25 of her own money to buy them art supplies, toys, and fun crafts to do. She loves it. And she can’t wait until the day that she can go with my wife to meet these kids in person. And they will love her!

To say I’m proud of my daughter is an understatement. But it’s not about what she does or is doing.

It’s about Who. She. Is.

She’s making a difference one life at a time. And here’s what I’ve learned and continue to learn from my baby girl.

Do What’s On Your Heart

Whether it’s big or small, act on your intuition. Help when you can and where you can. Don’t worry about the what or when or why. As you seek to do what’s on your heart, doors will open and you might be pretty amazed at the result.

Give What You Can, When You Can

Again, it doesn’t have to be a huge sum of money. It might just be a little bit of your time or a smile that can make a difference in someone’s day. Write a note to or text a friend and let them know you’re thinking about them. Send a card with a handwritten note. Or cake pops. You could make some cake pops. 🙂

Think Outside of Yourself

This is so hard sometimes. The older I get, the harder it seems. When you have work, sports, music lessons, and more, life can get in the way. It’s easy to get lost in the busy-ness of life. But it’s important to remember and to think about how we can love and serve others. For Molly, it’s easy because that’s just who she is. For you and me, it might take a little more effort.

Persistence is Key

Chunk by chunk. Bit by bit. Stay on that goal until you achieve it. Does it matter if you don’t get it done by the time YOU want it accomplished? Don’t give up – keep after it – even if it takes much longer than expected. Think about how incredible it will be when you’ve achieved it.

Invite Others to Share in the Journey

My daughter is a very social creature. She loves being around friends and including them in her projects. What a great lesson to learn. Isn’t life more fun when we share the journey with others? Oftentimes, we start to wonder what people will think if we tell them about an idea or something we want to do. Ask other people to be involved – let them decide whether they want to or not (and don’t get discouraged if they say, “no”.)

Those are just a few of the lessons I learn from this crazy cool kid. I love watching her grow up and can’t wait to see what the Lord is going to do with her in the future. Whatever it is, though, I know one thing. She will embody all the things I’ve listed above and more. Because that’s who she was created to be.

One more thing. Her birthday is coming up next month. Guess what she wants to do for her “party”? Go take some friends to feed the homeless at a local shelter. Yup. She’s THAT kid. And I love it.

What leadership lessons have you learned from your kids? What is one way you can implement the lessons above? Let me know in the comments below. 

Why Every Leader Should Use the DiSC Assessment with Their Team

Why Every Leader Should Use the DiSC Assessment with Their Team

I first used the DiSC assessment years ago when I was working at a church in Phoenix, Arizona. Our church hosted a workshop and one of the speakers led us in this personality assessment. Since then, I have used it multiple times and with multiple teams to help me discover more about who I’m working with and how to lead and/or work with others best.

Depending on which DISC test you use (there are a few variations), it will tell you how you respond to certain situations. It’s really more of a behavioral predictor (according to some) than an actual personality test, but it will tell you a lot about both.

What I like About the DiSC assessment…

There are a number of things I like about this behavior assessment over others. It has really become one of my go-to assessments when working with teams or even individuals. I even use it on the fly when dealing with colleagues or leaders (and I’ll explain how and why momentarily.) Here are a few of the benefits of DiSC that I see.

It’s Quick

The DiSC assessment takes no more than 15-20 minutes for the full profile. Again, this can vary somewhat depending on which specific assessment you take. I’ve also seen facilitators do a “quick” version of this profile technique in about 5-10 minutes (or less).

It’s Easy

I’ve worked with a number of personality tests and used them for students, leaders, and myself. There are some that are great and may go into more depth than the DiSC; however, I don’t think any are easier both to use, understand, and teach others to use.

This is really key for me. You don’t have to remember strange-sounding words like “choleric” or “phlegmatic” or remember which personality each of those represents. (For some reason, I can never keep those straight.)

You learn 4 letters, and each letter corresponds with the type of personality associated with the letter.

D stands for “dominant”. These are your Type-A people who fall into the natural leader category. They are driven and determined.

I represents the “influencers.” These are your everywhere-and-everything-is-a-party people. They are outgoing and love to be around a crowd.

S represents the “steadiness” personalities. These are the nice people that are very supportive. They are the encouragers and your loyal friends.

C describes the “conscientious” types. They are the organizers and effective members of your team. They thrive on detail and “doing it right.”

It’s Intuitive

This is where it gets FUN! 🙂 Once you get the DiSC assessment down (it doesn’t take long, remember, it’s easy!), then you can begin to use it to improve communication for your team, family, friends, etc.

It gets a little addictive to begin to see people in a different light. Here’s the thing: when you know how people behave in certain situations (or in general) you can drastically begin to improve your communication with them. You can vary your communication style depending on who you’re talking to.

You begin to anticipate  what each person needs:

  • Do they need the big picture or a lot of detail?
  • Do they need to know who’s coming or what the agenda will be?
  • Will they need to know how productive it will be or how much fun they’ll have?
  • And on and on…

The DiSC test doesn’t just help with communication, it also helps you know what each person would be best for specific roles:

  • Who can lead a team?
  • Who can hammer out the details?
  • Who can get everyone at the meeting or function?
  • Who can make sure all feel valued and cared for?

Can you imagine what you’d get done? Can you fathom what your team would get done? Feeling appreciated and understood. Feeling like you really know them and listen to them.

How Your Team Benefits from the DiSC assessment…

Develop Trust

One significant way to build trust with your team mates is for them to know and feel that you understand them and can relate with them. The DISC test helps by showing you what each person needs from you and one another in areas such as leadership, communication, work environment, and more.

Trust grows when you feel safe and know what to expect and what is expected from you. As a leader, it is important to know how to relate to each of your team members.

Increase Productivity

Imagine a work environment where you felt understood, appreciate, and valued. Your team leader gives you just the right balance of freedom and direction. You have open and honest communication with your manager and you feel comfortable sharing ideas, concerns, and asking for clarification if needed.

How productive do you think this team would be?

You can also build on the DiSC assessment by using Strengthsfinder 2.0. This profile allows you to identify the top 5 strengths of each of your team members. The identification of these strengths can then be used to align people into their giftings and further increase the productivity (and satisfaction) of your team.

Strengthen Collaboration

How well your team works together is a direct result of leadership and trust. Here are a few ways that the DISC personality assessment can increase collaboration:

  • Capitalize on each person’s strengths
  • Increase understanding between coworkers
  • Enhance communication strategies
  • Place people in the right roles (the first time!)

Collaboration and employee engagement go hand in hand. The better your team collaborates, the more engaged they will be and the more they will enjoy working on your team.

Communicate more effectively

It’s hard to communicate as it is. What if you could simplify that process and make it easier for you to communicate with others and for them to communicate with you? Each personality style communicates differently and understanding others and how they communicate will increase your communication strategy exponentially.

Have I convinced you yet? It really is a quick and easy way to improve your leadership and develop your team.

If you’re interested to learn more about the DISC or use it with your team these are the resources that I would recommend you start with:

DiSC Assessment (Individual) [Discounts start at orders of 10+ reports or more.]

DiSC Leadership Assessment

I’ve recently switched to PeopleKeys for all my DiSC assessment needs. They’ve been great to work with and their selection of assessments is amazing!

Whether you work with one team or multiple teams, I would also strongly encourage you to think about getting certified as a DISC trainer. This will not only increase your understanding of the DISC personality test but allow you to train others within your company or organization (including managers, team members, etc.)

DiSC Certification 

This certification is through 48Days and Dan Miller. I highly recommend all of his products and training. They are top notch!

What has been your experience with the DiSC assessment? What other ways and assessments do you use with your team? Let me know in the comments below? 

Disclosure:  Some of the links above are affiliate links, and if you decide to make a purchase I will earn a commission at no additional cost to you.  Please know that I have experience with all of these companies, and I recommend them not because of the small commissions I make if you decide to buy something but because they are helpful and useful, .  Please only spend money on these products if you feel you need them or that they will help you achieve your goals or your team’s goals.

5 Quick and Easy Holiday Team Building Activities

5 Quick and Easy Holiday Team Building Activities

Need some team building activities for the holidays? Here are five different ones that you can use as stand-alone activities or put them together for one amazing holiday gathering.

Each activity comes with instructions, and you can even download a 4-page PDF guide of this post at the end to take with you to your holiday party or team meeting. (The PDF includes additional ideas not listed in the post.)

1. Snowflake

Also called the Paper Tear activity, this exercise shows the importance of communication and clarifying instructions. This activity can be done with smaller teams as well as large groups.

Instructions:

Hand everyone a piece of paper. Once everyone has receive a piece, instruct them that this exercise is to be done with all eyes closed and in silence (except for the rustling of the paper.) Participants are not allowed to ask questions of you, their neighbor, or make comments about the process until it is completed.

Ask everyone to close their eyes and to follow these instructions exactly:

  1. Fold your paper in half.
  2. Fold it in half again.
  3. Tear off the top right corner.
  4. Fold your paper in half length-wise.
  5. Tear off the bottom left corner.
  6. Rotate your paper.
  7. Fold it in half again.
  8. Tear off a piece from the middle

Say, “If you followed these instructions exactly, all of your papers should look the same. Open your eyes and unfold your paper.” At this point, have them compare their papers with those around them.

Debrief questions:

What was it like to follow the instructions?

How hard or easy was it to not be able to clarify?

How does this resemble communication in your organization?

What ways could this process be improved/changed?

2. Helium Peppermint Stick

This is a variation on the helium stick team building activity. One year with a student leadership group, I wrapped red electric tape around a thin, long piece of PVC pipe to make it look like a peppermint stick. Depending on your team, you can create a story to go with this activity:

Santa’s elves have lost one of their peppermint sticks. It appears they’ve accidentally dropped some of the reindeer dust on it because it has a tendency to float up. It’s fairly fragile and very light weight. Because we don’t want to break it, we’re just going to use our index fingers to touch it. In order to reverse the effects of the reindeer dust, we have to set it on the floor as a team. Everyone must be touching the peppermint stick with both index fingers, and they must remain touching it the whole time.

This activity takes a lot of communication and cooperation to complete. It’s much harder than it seems at first.

Debrief questions:

  • What worked well during this activity?
  • What was your communication strategy in the beginning?
  • How did that change over time?
  • What observations did you make during this exercise?

3. Holiday Spectrums

Spectrums is a game that I learned personally from Mark Collard of Playmeo. The game is an icebreaker that asks participants to line up on a continuum based on two choices.

Designate two end points on the spectrum you’ve created. (You can use a couple of small cones, 2 chairs, roll out a long piece of webbing or duct tape, etc.) Tell your group members you’re going to read off what the 2 ends of the spectrum represent. For example, “dog lover” at this end (and indicate which end that would be) or “cat lover” at this end (point to the opposite end of the spectrum). You can choose to move to either end or pick somewhere in between. It doesn’t matter where you go, just pick a spot that you feel represents your answer.

Possible questions/categories for this team building activity:

a. Christmas is (The holidays are) awesome! OR Bah Humbug!

b. Griswold Christmas Lights… or Never put lights up

c. Black Friday shopping… or Stay at home and avoid the crowds!

d. I love holiday traditions… or I love to try new things every year!

e. I use wrapping paper… or I use gift bags.

Get more ideas by downloading the free PDF!

f. Create your own spectrum question(s).

After each person has selected their place, ask them their reason for selecting that particular spot on the spectrum (you don’t have to ask everyone – just get a few responses.)

What can we learn from each other during this activity?

4. Deck the Halls Scavenger Hunt

Option #1

Make a list of holiday items and assign points for each item. The larger or more hard to find items should have more points attached to them.

Give each team a list of the items and a time limit to gather items (typically 1-2 hours). If teams are late, they could face disqualification. I would suggest that you have the teams stay together for this activity. You can designate the teams stay within a certain area or allow them to venture out. (Just be aware that the larger the teams, the harder it will be to stay together if they are allowed outside of a certain area.)

See sample items in the PDF (Free download)

Option #2

This is the “bigger and better” approach to a scavenger hunt. Give each team a small item (small Christmas stocking, candy cane, ornament) and ask them that their job is to go out into the community and ask for something “bigger and better” than what they currently have. The idea is for each team to trade up to the most extravagant item that they can find in a certain amount of time.

Usually you give teams an hour or two to complete the task, meet back at a certain time (or face disqualification), and reveal what each team has been able to come up with. You can select a winner based on size of item or most expensive item. You could also give out other awards such as:

  • Most creative item obtained.
  • Biggest item.
  • Weirdest object.
  • Most likely to be found in a Michael Jackson video.
  • Most likely to be found in our boss’s house.
  • Create your own fun awards!

5. Holiday Mapping (Where in the world?)

Instructions:
Imagine the floor where you are is a map of the world. The center of the map is where we are physically. I will ask a series of questions and you move to the spot on the imaginary map that represents your answer to the question. For example, if I asked “Where were you born?” go ahead and move to that spot now. For each question, don’t worry about being able to afford

Additional question ideas:
a. Where in the world would you like to spend the holidays?

b. What other country’s holiday tradition(s) would you like to learn more about?

c. If you could take a 2-week vacation during the holidays (all expenses paid) where would you go? (You could also ask what they would do there once they’ve moved to their spot.)

d. Where in the world would you like to go for the New Year’s celebration?

e. What place would you absolutely NOT want to visit during the holidays? (This could create some laughs!)

f. <Insert your creative question here.>

After each question, call on a few individuals to name the place where they are and you might ask the reason they chose that particular place.

You’ll have great fun with these activities. Don’t forget to download the PDF (FREE) that also includes ideas for the scavenger hunt items above, as well as additional ideas not listed in this post.

What activities are you planning to use? What other holiday activities do you use for team building? Let me know in the comments below!