I have a little analogy… I believe people and opportunities are like matches.

Watch the video to see it in action, or if you prefer reading, it’s a little lower down this page.

[mk_blockquote style=”line-style” font_family=”none” text_size=”22″ align=”left”]If you want to Ignite Your Future, you’re invited to my free online video workshop Turn Your Passion Into Profits – Click here to see the schedule.[/mk_blockquote]

Imagine you’ve got this book of matches. This is just like people.

There are opportunities all around the world. But what happens is, people don’t see those opportunities…

Because they never leave their house.

If you don’t leave the house – if you don’t go outside – the matches are never going to light.

You’re never going to ignite your future.

In order to do that, you have to get outside. And by the way…

Even just getting outside, that takes a little bit of work. That match is not going to come out on its own.

You’ve got to wiggle it a little bit, you’ve got to tease it a little bit, and finally you put a little pull and then the match comes out.

Woo hoo! Step #1 of success!

Wow, that’s great! Then… you need to know what to do with it.

You want to light that on fire. If you want to inspire, and ignite your future, you’ve got to light it.

So what do you do?

If I took the match and I just rub it on the front of the match case, nothing’s going to happen, because it’s not the right tool… It’s not the right strategy.

Yet in life, people use the wrong strategy all the time.

They try to do something that they think should work, that they heard, “sometimes works” – but they do it over and over again. And they realize…

It didn’t light.

It didn’t light.

It didn’t light.

And yet, they keep using the same strategy over and over again. And they wonder why they haven’t gotten different results.

They wonder why things aren’t different for them.

If you want better results, you need some better information.

You are where you are because of your level of knowledge, understanding and experience up to this point. There’s no problem with that. But if you want more in your life, if you want to ignite change in your life, you’ve got to have some new information.

You need somebody to come and tell you, “Hey, there’s a better way! I have an idea. Here’s what you should do – you should turn the matchbook around.”

And now, on the other side is that friction pad. That’s where the excitement happens, ladies and gentlemen. Friction is good.

Now here’s what happens: People do that. They do it, but it’s change.

Nobody really likes change.

So what they do, is they try that change, and they go really slowly. Because they want to go slow… and nothing happens.

See, they’re in the right spot. They did the work, they went to the effort of getting the match outside of the box. They left their house. And instead of continuing to rub the match on the wrong side of the matchbook, they actually were able to find out the right way to do it.

They had kind of the right strategy… but then what happens is their own limiting beliefs kicked in. And it held them back… And it caused them to go slow… And when you go slow, nothing happens.

There are a lot of people who put a lot of effort in. They lean into that match, and they press down, and they’re really working hard! But they’re going slow at it. And they keep holding themselves back at every opportunity.

There’s another group of people – the people who are, “Woo hoo! I’m IN!!!! I’m going gung ho!!!”

I like to call them “The Dabblers.” They’re like a dog wagging its tail over and over… And they’re in the right spot…

But they never put enough focus on what they want to do.

That focus is the pressure, that focus is what builds the friction.

When it comes to friction, here’s one of the interesting things… Friction is that force when you’re rubbing against something. Friction is maybe even a little bit uncomfortable.

Most people try to avoid friction in their lives.

They try to look for the path of least resistance. They’re willing to go there… they’re willing to go there fast. But without any friction, nothing happens.

If you want success in your life:

1. You have to have found the opportunity. That opportunity is the match.
2. You have to have the right instructions. You have to be using the right portion of the matchbook to ignite your fire.
3. You have to be willing to take action. Not slowly, and not fast without commitment.

You’ve got to be willing to have a little bit of friction, and the right focus, and if you do…

That’s when success will happen for you.

If you do, that’s when your future ignites.

If you do, that’s when you’re going to have anything you’ve ever wanted in your life.

And life becomes amazing.

Be willing to step outside of your box.

Be willing to take the action that you need to… with focus… with dedication… with persistence and with speed.

If you’re willing to do those things, you can set your future on fire.

[mk_blockquote style=”line-style” font_family=”none” text_size=”22″ align=”left”]If you want to Ignite Your Future, you’re invited to my free online video workshop Turn Your Passion Into Profits – Click here to see the schedule.[/mk_blockquote]

New Thinking About Teamwork

Newer studies on the idea of teaming, deem it to be a dynamic entity with a life of its own. Unlike a baseball or football team, where players are allowed ample time to practice interaction for cohesion and success. Often a team in the workplace is changed or divided to form new teams before they even have the opportunity to prove to themselves that they gel. It is these factors that make them dynamic units as opposed to static ones.

Corporate teams can literally change, grow, decrease or disband in a New York minute. One moment they exist, and the next minute individuals have been relegated to entirely different tasks with a whole set of new faces and new personalities. It is important to organizational learning that managers are taught to understand that what might one moment exist in a team, could change at any given moment.

The ability to deal with such change demands both cognitive, and affective skills. That is cognitive – the ability to think, and affective – the ability to feel. Distributed leadership in teaming has the effect of expanding both expertise and knowledge, which is essential for the complexity, and volatility of the modern business environment. The aim of the game is to communicate and collaborate more than ever before in order to respond to potential opportunities.

What’s the difference between Teaming and Teamwork?

Teaming is about doing – it is a verb. The word team is a noun that defines individuals that are generally located in the same place physically, in order to interact statically. It does not matter that the Baseball team is running all over the pitch during a game, they are still together physically for practices as well as games.

Today’s businesses face more challenges than ever before. Competition is intense, success is unpredictable, and innovation is king. Responding positively to these challenges often means bringing together teams that are not in the same department, building, or even geographically situated on the same continent. Fortunately, technology has made teaming in this way possible. When talking about teamwork, the Harvard Business Review says:

Today’s teams are different from the teams of the past: They’re far more diverse, dispersed, digital, and dynamic (with frequent changes in membership). But while teams face new hurdles, their success still hinges on a core set of fundamentals for group collaboration.

Individuals no longer need to be bonded in the same room, in order to hash out strategy, communicate or collaborate. It is managers who need to understand that formative concepts for managerial effectiveness are ready for change. Synergies can be created without the advantage of the frequent drilling sessions which are enjoyed by sports teams or musical groups.

Teaming is the answer to creating these synergies. It is teamwork on the run so to speak, and its success is determined by the mindset of teamwork, and not by its structures. Organizations often demand flexibility where staffing is concerned, which demands for coordination and collaboration without the stability of a static design. Traditional team compositions are rarely found in organizations such as hospitals and other labor-intensive organizations.

In effect teaming is a vital skill in a working environment where people need to move fast. It is teamwork without the foundation of familiarity, where interdependence, trust, and synchronization still apply. Sharing important knowledge needs to be done quickly, and organizations need people with these skills because business also needs to learn how to thrive in a world where continuous change has become the order of the day.

Let’s explore how this daily practice can work. Humanistic free will has fascinated people for ages, and Benjamin Libet, a neurophysiologist, was focused on this question. Dr. Libet researched the mental timing of when a voluntary act occurs. His research consisted of a simple task of lifting a finger.

The research shows those 0.3 seconds before lifting a finger, the brain sends a call to action message. 0.3 seconds doesn’t seem like a lot of time for free will to occur. However, there is 0.2 seconds in which a person is aware that the movement is preparing to occur, and can stop the movement.

Viktor Frankl, a Nazi concentration camp survivor who later became a successful psychiatrist, summed this situation up rather well. “Between stimulus and response there is a space. In that space is our power to choose our response. In our response lie our growth and our freedom.” 0.2 seconds is not a significant amount of time, however, our brain can accomplish a lot in a short amount of time.

It takes a lot of conscious energy to stay on top of the choice point. There is a simple way to practice the choice point every day. If you prefer to use your right hand for simple tasks, just make the choice to use your left hand. Opening a door, holding the remote control, or brushing your teeth with you non-dominant hand can be a healthy workout for your brain. If this is practiced daily, when the pressure is on, you will have a greater sense of self-control in emotionally charged situations. Give it a try for a day, and if you make it a day, then try it for a week. Give your brain a workout, and consciously think about the difference!

The ability to listen and truly hear what is being said is an essential skill. Primarily we listen to absorb information, to get pleasure, to understand and to learn. However, research indicates that only 25 – 50% of what we hear, we remember – that is basically less than half of a conversation or presentation. Obviously the more we hear and remember, the better our communication skills will be, which is better for personal relationships, as well as working relationships.

Actively listening to others in the correct way takes a good deal of self-awareness, as does actively communicating with others. Get these skills right and lasting impressions will be what we leave others with. Productivity improves when active listening skills are fine-tuned, as does the ability to negotiate, and influence. Conflict literally flies out of the window!

Active Listening Techniques

Fine-tuning active listening takes every sense we possess. We make a concerted, conscious effort to hear not only what is being said, but consider body language, tone, and other nuances to get the message behind the words. It takes presence, understanding, or at the very least concentration to not lose focus or become bored.

It often helps to repeat in our minds what the other person is saying, and tell them that you are listening. For example, I have a colleague who needs to repeat themselves several times to ensure for themselves that they have gotten the message across. I often become quiet on the telephone while I am listening to him. He will ask “are you there?”, I reply “I am listening to you”, and he can complete his repetition, but that reassurance that I am quiet, but “listening” reassures him that I have actively listened to what has been said, and taken it in.

Acknowledgment that one is listening does not even necessarily mean using the words. An affirmation of attention can be as simple as a nod of the head (use positive body language), or say “I understand”, or even just “yes”. By continuing to affirm that one is actively hearing what is being spoken, it reminds the listener to stay focused too. Even a hand gesture can affirm that the listener is still on track.

An occasional question or comment will also not go astray. The main thing is not to try and take over the conversation. Remember this is an exercise in active listening. Comments or questions should be relevant to the conversation, and the listener may even like to ask “is this what you are saying”, and briefly recap. This communicates that the message is being understood.

There are so many techniques available to improve active listening skills. Just like there are many techniques available to improve just about anything. Non-verbal communication “speaks” just as loudly, as do positive, comfortable eye contact (don’t stare the speaker down). Tips such as these can be found everywhere on the World Wide Web.

Just remember that it is not cool to make up rebuttals along in the mind as the speaker continues to regale you with whatever the subject matter. Your opinion does not count in active listening. Everyone has an opinion like everyone has a crack in their butt, but there is an appropriate time and place to share this – not during an active listening exercise.

Ready to Take the Next Step?

Become a better listener, communicator and team member, both at work and at home, by working one-on-one with Dr. Dennis Cummins

Aiming high might terrify some, while being truly thrilling to others. To self-motivate to achieve bigger better goals is not rocket science, all it really requires is ambition, and commitment to that ambition. Even when goals are stretched and set high it is still possible to use the “small wins” strategy to keep things manageable.

Jack Welch who is now retired was the first to coin the phrase “stretching goals”. He is a chemical engineer and also the former CEO of General Electric. This tactic he espoused, was a very simple philosophy, because when a seemingly impossible objective has been set the results tend to be quite surprising, as well as yield phenomenal results. The point being, that the results achieved are generally far higher than those that would have been achieved when aiming lower.

The biggest issue for most people is staying motivated as well as productive. To reach Superhero heights, one could be forgiven for thinking that a Kryptonite cloak is the very least that is required. Self-motivation could be thought of as a Kryptonite cloak. It keeps creative fires burning, and turns self-starters into fire-starters, and we don’t mean arsonists.

Independent thinkers tend to be the self-starting types who have a plan in place to help them continually be self-motivated. The trick to this motivation is finding out what motivates one in the first place. What drives us? Surprisingly, very few people actually know. It is not always clear to us what we desire, but this does not always cause us to say “no” to opportunities when they happen to come our way. Saying “yes” to an opportunity, even if we do not know why we said yes, usually indicates that we have made that decision based on what we desire. Even if this is an unconscious desire.

Reaching for the stars and aiming high, can have one of two outcomes. It will either cause us to burn out, and lose motivation just like Icarus who flew too close to the sun, or cause us to reach higher for even better success. If we burn out, then this stretch goal we were pursuing was more than likely not of our desire. But just like muscles that are trained in the gym, the more we stretch and bench- press the stronger we get. Aiming for a low result will generate just that – a low result.

A positive mind-set is vital for generating any kind of success. A positive, self-motivated mind which desires anything to be better can make it happen. The more ambitious the goal, the more heavy lifting might be required. But the harder that muscle is trained to become ambitious, then the more likelihood there is that it will reach Superhero proportions. Who knows what stellar results might come about with positivity, self-motivation, satisfaction, and ambition into the mix?

The next time you look in the mirror you could be wearing a Kryptonite cloak.

During a time of rebuilding is a time to learn. Learning must be a priority while seeking success. When you have high aspirations to learn, you will be able to focus on your target. By taking this approaching you will be hitting your target much more quickly, rather than taking blind shots.

Move past failure by considering your failure as an experiment for success. When changing how you recall failure as an experiment, your fear of failure will decrease. An experiment is led by a researcher, someone who
examines the situation. Suddenly, the experiment becomes very easy to talk about. The more that we explore and experiment with things in our life, the more we will attract success into our lives. Decide to learn something new with each experiment to increase your success rate.

Remember you are rebuilding, so with each experience you are strengthening your future. Be curious about life’s experiences, and challenge yourself. Curiosity is what drives researchers to continue with experiments. This is an inquisitive mental muscle that becomes stronger with each use The more your chase after your curiosities, the more you will grow.

Celebrate every experience even if you did not reach the outcome you had hoped for. As a researcher, the world is your laboratory. Celebrate your universe, and be purposeful with each experiment. As each experiment unfolds you are building on your future and your individual character. When this type of comfort exists with your experiments, you will be celebrating victory after victory!

“Leaders must be close enough to relate to others, but far enough ahead to motivate them.” John C. Maxwell

Leaders strive for excellent performance, but there are always potential fails that could wreck a leaders path. Typical concerns of leaders are strengths/weaknesses or abilities/limits, but the following characteristics can be devastating:

Failure to model

People become disenchanted with leaders that are not genuine, and do not model the behavior they are teaching. The leader is the starting point.

Leading Blind

Leaders can communicate easily and clearly, but without a clear sense of direction others will be lost.

Keep the interpersonal skills in check

Keep your interpersonal skills polished and ready. Emotions that can easily surface, or awkwardness with the truth can build stress and doubt among your followers.

Keeping all the work to yourself

When leaders try to do everything without the help of others, it can slow progress. This will create frustration and stress. Delegate appropriately, and consider the opportunities to lead by example.

Hating Change

Be open to new ideas, and you will be ready for new opportunities coming your way.

http://www.inc.com/lolly-daskal/12-fatal-flaws-that-derail-leaders.html

Learning is a social experience, and recent research reveals that over 75% of all learners prefer to learn as a group. Social dynamics can be very unpredictable, and may include some of these personalities: the elder, the prisoner, the skeptic, the latecomer, the preoccupied, the know-it-all, and the sleeper. There are easy strategies to counter all of these personalities, and use them to the classroom’s advantage.

A myth of classroom management is never involve students in the teaching process or allow them to talk amongst themselves as you will ultimately lose control of the class. When you adopt a participant-centered training technique, they students are so engaged in class that there is little opportunity for disruption. That is your first tactic to dealing with difficult participants.

By leading a participant centered training, you will maximize the involvement of each participant, significantly reduce difficult participant behavior, increase the self- esteem of participants, and increase the retention of information. Small groups can also manage poor behavior through peer influence.

Here are some additional tips to manage some of the aforementioned personalities:

The Elder – Lean on their experience and wisdom for a more enriched classroom experience. This will let them know that you respect their experience, and value their input. While keeping yourself in the driver’s seat by managing the elder’s comments.

The Latecomer – Do not start your session late in anticipation of latecomers. This will negate the importance of the session, and reinforce bad habits with the latecomer. Rather, start the session as scheduled with some soft-opening activities. This will keep the audience occupied, and will never notice the impact of the latecomer. This will also encourage the latecomer to be on time for future events.

The Preoccupied – This person may be the chronic smartphone checker, or could just be zoned out. Bring them back to reality by engaging them with a task. Have them turn down the lights, suggest a ground rule for the session, or distribute session materials. This will passive engage them, and let them know to take you seriously. Auto-pilot does not fly in your class.

The Sleeper – Unexpected movements in class can wake up sleeping beauty. For example, have participants stand once a task is completed, or have them participate in a “high five review”. Review the last section of class with another participant, and finish with a “high five”. All of these movements can break the monotony of a lecture while engaging participants without them realizing you are just waking them up.

Give these tips a try to experience an energized class experience.

Begin this creative process by imagining the 5 most influential people in your life. Consider these people as your own personal Board of Directors. What would each of these people say about you? It is okay if you don’t know them personally. For example, if Bono is on your list, then what U2 song do you most relate to? Once you have this information gathered. Look for recurring themes, and your Anthem will rise up just like a Phoenix in the desert.

Leave it behind

You’ve got to leave it behind

All that you fashion, all that you make
All that you build, all that you break
All that you measure, all that you feel
All this you can leave behind

All that you reason, all that you care
(It’s only time and I’ll never fill up all my mind)
All that you sense, all that you scheme
All you dress up, and all that you see
All you create, all that you wreck
All that you hate

Walk on

– Excerpt from “Walk On” as performed by U2.

If this was your song, can you identify what your Anthem would be?

We live in a distracted, busy world. And people need shortcuts. Once you find your Anthem, it will make it easy for people to recognize and reward you for who you already are. Find your perfect words to describe what makes you different and extraordinary. When you find these words — when you live them — you’ll feel energized and focused and in the flow.

Who are the “Millenials?” They are often referred to as Generation Y, or Generation “Why” according to Eric Chester who defines them thus – as being “better educated, more techno savvy, and quicker to adapt than those who have come before them, they refuse to blindly conform to traditional standards, and time-honoured institutions. Instead, they boldly ask, “Why?” They are also the next generation of boomers on whom businesses will be depending to carry the baton.

The age category of Generation Y is not clearly defined, some say – teenagers to 20-somethings born between 1982 and 2000, while other experts say – between 1978 and 1995. They are the younger siblings of the X Generation who born between the early 1960’s and 80’s, and are the offspring of Baby Boomers.

They are a larger group than X, also referred to as the Peter Pan or “Boomerang” generation. Why Boomerang? Because they went back home to mommy and daddy due to economic difficulties, were loath to get married, or start careers, and delayed traditional adult rites of passage. In comparison to a 75 million strong group of Millenials, Generation X is a mere 40 million, while Baby Boomers were a contingent of 80 million. It is easy to see by the numbers, why this group will be prominent on business workforces, and why it is important to understand how they work.

Also known as the Digital Generation, Boomlets, and Generation Next (amongst other synonyms), the term Generation Y was first coined during the Ad Age – around 1993 – but did not stick. They are defined by Deloitte to be “positioned in history as the next Hero generation”. Some life defining events during their time, that may see heroism bear fruit have been; 9-11, the Iraq War, the Columbine High School shootings, nuclear threat from North Korea, and the experience of China and India come out as emerging nations.

Never having experienced life without computers, the negative consensus is that Millenials are lazy, inconsistent, narcissistic, unrealistic, coddled, and impatient. On the positive side they are entrepreneurial, optimistic, connected – 24/7, independent, goal oriented, both Global and civic-minded, diverse, liberal and inclusive. Interestingly 38% of all “Whys” identify themselves as non-white, believe education is good, parents are role models, value guidance, work well with mentors, and appreciate integrity.

These are the generation that loves a challenge, wants to make a difference, and with whom businesses will be required to engage with, in meaningful communication. It is natural for them to work together in teams (whether with friends or work situations), be innovative thinkers, and thrive on flexibility. However, after a decade of solid generational sociological research, there are some things that the modern business is going to have to come to terms with. Millennials are politically disengaged, and focused on extrinsic values. This means image, money and fame, which leads to another less than complimentary – a.k.a – “Generation Me”.

It is not fair to make judgement anyone, or generalize about an entire generation, especially one which is destined to have the “Y” impact on the World.   But it is becoming as clear as day that we need to understand them, in order to communicate in a way in which is meaningful to all concerned.