We most certainly learn more from our mistakes than we do from our successes. Having made more than my fair share, I can tell you that those are the learnings and experiences that make you a better leader, better manager, better mentor and a better person.
No one is successful without failure. The inventor Thomas Edison said, “I have not failed. I’ve just found 10,000 ways that won’t work.” If you learn from your mistakes then you did not fail. You learned.
Are you Failing or Being a Failure?
If you do not fail, it means that you are not taking enough risks. If you are not taking enough risks, why not? Are you afraid that you will not get that 2% salary increase at your annual review? Do you not trust your manager? Does the company you are working for punish risk takers? How can you possibly get better with all of these restraining forces?
Go ahead, take a risk. Make a mistake. Learn from it. Share it with others so they don’t make the same one.
And now crank up the volume and enjoy this fine tune from 10CC. Enjoy the weekend.
What is leadership? Do you know it when you see it? How many great leaders have you worked for? What has made them great?
Great leaders know how to prioritize, communicate, define a path to success, change course as conditions warrant and stay focused on the end game. They know how to drive you to do your best, to challenge you to do more. They can reach into your soul and find what motivates you. And when you win, there is no feeling in the world like it. You take the experience with you. It becomes a part of who you are. It raises your expectations for all other leaders.
Found an awesome visual on blog.readytomanage.com that identifies the 4 key traits of a great leader.
How does your boss stack up? How about you? What are you doing to become a better leader?
Will definitely not be like the old boss. That one you worked with for years, learned the ropes, had some success, some failure; built a bond, war stories to share, had a beer or two. Over time you built trust and mutual respect. You had a camaraderie, a cadence; you were in your comfort zone. Nice!
A friend of mine just got a new boss. As we know this is one of the more stressful times for an employee. Who is this person? What are they like? Can I work with them?
So what do we do now? We check out their Linked In page. Find out what makes them tick. See how many contacts we have in common. Zero was not what you were looking for. Called a couple of co-workers. “Hey, do you know anything about my new boss?” The responses intrigue and worry you. Mostly worry.
You start off hopeful, giving them the benefit of the doubt. And then it happens. They contact you for the first meeting. You exchange pleasantries, start to feel each other out, kind of like the first round of a boxing match. “Hey, that went OK I think.”
You are then invited to your first team meeting. You are the new kid on the block, focused, on your best behavior, mostly listening because you do not yet know the rules of engagement. The learning has begun. You repeat to yourself, “Hey, that went OK I think.”
After the meeting, the new boss calls you into the office and asks how did the meeting go? You say that you learned a lot and that you felt like it went pretty well. Then your new boss says, “You need to change the look on your face because you are coming across hostile.” And you think, What the F are they talking about? Is he/she crazy? This is just not going to go well.
This type of situation happens everyday because the manager and the employee did nothing to gain each others trust. Without first establishing a level of initial trust, the relationship starts off negative and will not likely ever become what it could have been.
To get a new work relationship started the new boss and employee need to work together to establish an initial level of trust. This is easily accomplished by establishing a “dialogue of partnership”, learning about each others professional and personal experiences, sharing past successes and failures, identifying areas that you might have in common and gaining an understanding of your personality type and work behaviors (Myers-Briggs, DISC, Kolbe e.g.).
Learning about each other upfront in an open, honest and non-confrontational way will get the relationship off to the right start. What happens after that is up to you.
And now for a little Who –
Given the remarkable changes in technology, why do conference calls still suck? I was on one yesterday and all the classic issues happened:
- The leader was late – so the participants were stuck listening to music – The Rolling Stones were singing Time is On My Side. I was OK with that🙂 A benefit!
- It is very difficult to understand people who are speaking, especially if they have even the slightest accent
- Background noise is terrible
- Folks speaking when they are on mute – We cannot hear you🙂
- Babies crying and dogs barking in the background – Ah the benefits of working from home!
- Two people speaking at once, telling the other to go first, and then both speaking at the same time again
This video has been going around but if you have not seen it, take a look. It is just awesome, accurate and laugh out loud funny!
And now for some Stones.
Someone, please innovate!
This is the third installment in the series from JetBlue CEO, Joel Peterson. I have once again hit the highlights for you. Thank you to Mr Peterson for a great series!
Our best performances are nearly always spurred on by colleagues and leaders who have empowered us – that is, trusted us with the freedom and resources to excel. Low-trust organizations have trouble giving their teams the latitude to do much. Wary ofeveryone, they often don’t trust even their most trustworthy people. Instead, they rely on thick compliance manuals for even the most trivial matters, and reward tattlers as a way to prevent rule breaking. This suspicious atmosphere kills initiative and creativity, and worst of all, it stifles any potential for trust.
Here are a few things to consider if you’re aiming to build a culture where people are empowered to do great work:
1) Bet on people. Allow people a chance to prove they can take on more responsibility. A leader who trusts others to grow inspires the best in people and can ignite trust.
2) Take action. Try out ideas, don’t just talk about them. Walk that talk.
3) Move On. What worked before is not today’s answer. High-trust organizations don’t rely blindly on old rules. Instead, they trust their teams to figure out the new ones.
4) Expect mistakes. Even the best efforts can, and do, fail. Find out why quickly, learn and move forward with renewed vigor.
5) Don’t be paranoid. Giving up power is a great way to create more power. Get everyone on the same page and make great stuff happen together.
A little Aretha Franklin to jump start your day.
Enjoy the day.
Interviewed a great person a few years ago for a business development position. When I asked her why she had been so successful, she responded, “If it is to be, it is up to me.” Best answer ever!
Seems to be a lot of excuses going around these days. In the workplace, many associates seem to blame circumstances or other people for their failure to get stuff done. In government, does anyone take accountability for anything? Been stuck on a bridge in New Jersey lately? Too many examples of people making commitments that they just do not live up to. Does anyone just stand up and take responsibility anymore? How about some honesty and integrity? Pretty rare these days. What are the drivers of this behavior?
Well, here is some great advice for you to remember and live by everyday:
- Accountability starts with you. Grab a glove and get in the game!
- Accountability is about being reliable. Do as you say!
- Accountability is ownership. Own it. If it fails, fix it.
- Accountability creates clarity. No questions required.
- Accountability is about trustworthiness. You deliver, maybe others will follow your lead.
- Accountability is a partnership. Do you want your partners/teammates letting you down? Did not think so!
- Successful leaders always show accountability.
Stop the noise. No more excuses. Get it done and do it with excellence. Why would you ever do less than your best? Original article can be found at http://www.lollydaskal.com/leadership/accountability-if-it-is-to-be-its-up-to-me/
But Nest is one of the current market leaders in what is being referred to as the “Internet of Things.” What is that you ask? The Internet of Things refers to uniquely identifiable objects, like a room thermostat or smoke detector, that are connected and accessible via the internet. Earlier examples of these “connectors” are RFID (Radio Frequency Identification) chips, barcodes, QR codes and digital watermarking. According to Gartner there will be nearly 26 billion devices on the Internet of Things by 2020. Now that is a lot of devices.
A bit more about Nest. Nest is best known for its smart thermostat, which learns your habits over time and adjusts your heat settings accordingly. They also recently launched Protect (Smoke + CO Alarm) to rave reviews. Here are pictures of the Nest thermostat and Nest Protect alarm.
The Nest thermostat is the first next generation in-home thermostat. It learns your schedule, programs itself and can be controlled from your phone. The Nest Thermostat can lower your heating and cooling bills up to 20%. That will save you a lot of Benjamins🙂
Nest Protect not only has an alarm component, but also speaks to you with a human voice. It tells you what the problem is and where it is. And if you have more than one Nest Protect, they connect so they can speak up at the same time even if Wi-Fi is down. No better way to protect the home and family.
For Google, this continues a big new push to apply its machine-learning expertise to physical objects, from self-driving cars to robots and now home appliances. Google continues to broaden its focus to artificial intelligence and machine learning in myriad forms. It is now a machine-learning company.
We are moving into a time where the opportunity to track everything in real time on your phone or other internet connected device will be possible. When will we have the time to actually accomplish anything? :) George Jetson is the man!
Enjoy the day.
A band named The Beatles made a bit of a splash here in the US. Over the next month or so we will all be taken back to that time to relive the hysteria and enthusiasm created by the band that is as relevant today as they were 50 years ago. Amazing!
According to ABC News Radio, the group’s milestone will be celebrated with a special, ‘The Night That Changed America: A Grammy Salute to the Beatles,’ which will feature appearances from Paul McCartney and Ringo Starr as well as John Lennon‘s and George Harrison‘s widows, Yoko Ono and Olivia Harrison. And if the latest rumors are correct, those are just a few of the famous names turning out to pay tribute.
Other reports also indicate that the show will include appearances by Justin Timberlake, Lady Gaga, Adele, Bruno Mars, Pink and Katy Perry, who will deliver new performances of the five songs the Beatles played on their ‘Ed Sullivan Show’ debut. Annie Lennox and Dave Stewart are slated to come together and perform once again as the Eurythmics.
Here is a video from the original Ed Sullivan show to get you started. My guess is that you will see this many places over the next few weeks, so let this be the first of many🙂 The video also eliminates the crowd noise so you can actually hear the performance.
Break out the vinyl.