Most professionals dread meetings not only because they typically last too long, but also because they feel pointless and tend to hijack other priorities. Ben Wolf, an EOS Implementer® at Wolf’s Edge Consulting, believes you can change this by implementing three critical strategies based on the Entrepreneurial Operating System® (EOS®) framework. He shares how to take your team’s meetings from “level 4” to “level 10.” We know how maddening, frustrating and, yes, boring meetings are at many organizations. They occur too often, feel like a waste of time and hijack your other priorities. The good news is that with a few tweaks, you can implement a meeting structure that will take your meetings from a level 3 or 4 in effectiveness to a 10. Patrik Hall, a professor in political science at Malmö University in Sweden, wrote that most employees feel disengaged and frustrated with meetings because they fail to lead to concrete action or measurable output. A study of over 2,000 employees at organizations across Europe found that people spent an average of 187 hours per year—the equivalent of 23 days—in meetings. Worse still, 56 percent rated those meetings “unproductive.” And a Harvard Business Review survey of 200 executives in a wide variety of industries found that only 17 percent of those questioned rated their meetings “productive” for the team or individuals involved. How to make meetings effectiveAside from obvious tweaks like following an agenda, I find that three main elements make the difference. Effective meetings:
Start on time, end on timeAlong with having a focused, results-oriented agenda, it is critical to begin meetings on time. You send the clear message that your team’s time is not valuable or respected when you devote the first 10 to 15 minutes of a meeting waiting for others to drip into the room. Effective meetings also end on time. No one wants to be the slacker who leaves a meeting in the middle of a discussion. But those discussions often become unfocused conversations with no clear end-point. People only appreciate meetings if they don’t take over their days. Reporting with no discussions or explanationsWhen the team is reviewing whether last week’s tasks are complete, whether the team’s metrics are on- or off-track or whether the team’s quarterly goals are on- or off-track, people feel compelled to explain and give context or excuses. The problem is that these commentaries hijack the agenda and don’t allow the team to prioritize how they spend their precious time together. In an effective meeting, when additional context or issues must be discussed, they are dropped down to an “issues list.” When the team reaches the issue-solving portion of the meeting, it spends the first 30 seconds quickly identifying the three most critical issues that must be addressed in the coming week. If they solve those first three issues, the team spends another 30 seconds identifying the next three priorities, and so on. This allows the team to focus its time and attention on the most important items without being sidetracked simply because an issue happened to arise earlier in the agenda. Issue resolutionEffectively solving problems requires three simple steps:
Why is it important to “waste time” identifying the root cause of the issue? Isn’t that an academic exercise? No. Consider this: If your sales numbers are low because you’re getting bad leads from your marketing department, but you rush to find ways to better motivate or train the sales team, you’re misdirecting your resources. It’s critical to make sure you’re discussing and solving the real issue. In the proposed solution step, each person should make their point once. When you start to feel déjà vu listening to the conversation, it is time to move on to agreeing on one or more solutions. This simply means agreeing to one or more action items that specific people will complete before the next meeting. If the responsible person takes the agreed-upon steps, the issue will be addressed. If it reappears, it usually becomes smaller over time until it is eliminated. Transform your meetingsExperiment with these three critical steps to improve your meetings. You will likely find that your team begins rating your meetings a 10, rather than the usual 3 or 4. Ben Wolf, of Wolf’s Edge Consulting, helps entrepreneurial business owners in the New York tri-state area get more of what they want from their businesses by helping them implement a comprehensive set of tools found in the Entrepreneurial Operating System (EOS). He is also host of the podcast, Win Win – An Entrepreneurial Community.
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Contributed by Dean Lindsay author of Creating Progress In A World Of Change, a keynote speaker and author of award-winning How to Achieve Big PHAT Goals. Just because a business or organization is getting bigger does not mean it is progressing. A serious challenge for businesses large and small is to progress—and not just change. The business term “change management” has been around for a good long while. The term relates to “initiating significant change” within an organization’s processes. This change can include anything from altering work culture to embracing diversity to modifying an individual’s work tasks to increasing company morale and loyalty. If the reasons don’t connect with the individual, then the planned progress will be viewed as merely change and will be resisted or at least not acted on. Team members may still physically clock in but have often mentally checked out. The goal of “initiating significant change” is solid, but where is the passion in the focus and word choice? A big problem with the term change management is that no one desires to change or plans to change. We desire and plan to progress. We do not want managers to manage our change. We want leaders to lead our progress. Let’s call “initiating significant change” what it truly is (or should be): Progress Leadership. Moving our focus from change management to progress leadership creates a shift in power from wielding power over employees to creating power among employees. Shifting our focus from change management to progress leadership creates a work culture in which empowered employees are committed to finding what is truly the next step forward. Progress leadership means striving to help others find meaning in their work. Progress leadership means working to understand and communicate how a team member’s personal goals can dovetail with the organization’s goals and thus create true commitment that gets the team member to act—because he or she wants to, not because they have to. It takes more than the title of supervisor, manager or “change agent” to lead people in the direction of progress. We all want to be in relationships with people, as well as partner with organizations that bring progress to our lives. Without personal commitment to execute, new organizational plans and initiatives often fail. Execution is assured by establishing clear links between operations, strategy and team members. I have come to believe that everything humans do is done because we believe, consciously, or more often subconsciously, that the projected consequences of those actions will be us feeling the right unique mixture of six core feelings, feelings now known as Lindsay’s Six Ps of Progress:
Intense focus on feelings in a time of transformation is often described as the “human side of change management.” This always gives me pause. The “human side” of business—what other side is there? Some might say the company side. So then, the company and the humans are on different sides? That’s the problem right there. Companies are formed by people (humans) partnering to get their wants and needs met by helping other people (humans) get their wants and needs met. Leaders who do not take the individual into account and do not plan for the human side of Progress often find themselves scratching their heads about where their plans went wrong. In a time of continual transformation, committed leaders should focus on inspiring the progress, not apologizing for the change. Don’t just tell people what to do. Include others in the progress as well as the process. It is reasons that shape, nourish and sustain the thoughts that create the actions necessary to reach desired results. The people we desire to inspire to action (lead, do business with, etc.) must believe that our ideas, our products, our services, our leadership and our initiatives will help them to move forward. Solid trust must be in place before we can even hope others will choose to alter their lives to include us. We must be seen as catalysts in others’ progress, agents in their progress. We must be Progress Agents, not Change Agents. In Creating Progress In A World Of Change, progress agent Dean Lindsay offers tools to inspire progress-based action, in order to reap the bounty of higher performance in organizations. The post Focus on Progress Leadership Not Change Management appeared first on Octane Blog – The official blog of the Entrepreneurs' Organization. via Octane Blog – The official blog of the Entrepreneurs' Organization https://ift.tt/37j9Ggf Contributed by Stefano Maifreni, founder and director of Eggcelerate. We’ve all been there—working outside hours, trying to get ahead or catch up. But sending emails to staff during their downtime can backfire badly. And here’s why … In 2019, the average office worker received 90 emails per day. But it’s the occasional messages sent by bosses to their team members late at night or at weekends that can have negative consequences—particularly on your culture. It happens all too easily. We’re trying to clear a backlog of work or prepare for the week ahead, getting ready for meetings, bids or projects. Sending an email to team members may be the last job left to round things off before we finally head to bed. But don’t do it. There are plenty of obvious reasons why it’s better to wait until we’re behind our desks. When it’s late and you’re tired, your email is more likely to include mistakes. Maybe the tone of voice is too blunt. Or you send the message to the wrong group. Depending on your staff members’ mobile alert settings, the message may also wake them up. Sending emails at 3 am is more acceptable if your business operates in different time zones or your team is working on night shifts or at weekends. But if these reasons don’t apply, these emails can send out deeply negative signals. What it says about your company cultureThese emails will impact your company culture. Sending that message on Saturday, during a holiday, or late at night sends the message that you (and your organization) don’t respect your team and their need for time off. They can’t escape work. It never stops. And this may make them want to leave. Worse still, if the email conveys something negative, such as extra work and pressure, this could ruin their time off. They’ll resent you. What it says about youAs a leader, you set an example. People may believe the way to win praise and get noticed in the company is by working in their free time. Staff may think you’re obsessed with business and don’t have a life outside work. In broader terms, those late-night messages may suggest that you can’t organize yourself properly. It may give the sense that you’re underwater or behind. So what’s the right answer?For many of us business leaders, it’s second nature to occasionally work in the evenings and at weekends. It is often a necessity. In truth, there’s a limit to how much we can change this. But we can work to make improvements.
Stefano Maifreni is the founder and director of Eggcelerate, which helps companies succeed with their business challenges in effective and profitable ways.
The post Should Leaders Wait Until Monday Morning to Send Their Weekend Emails to Staff? appeared first on Octane Blog – The official blog of the Entrepreneurs' Organization. via Octane Blog – The official blog of the Entrepreneurs' Organization https://ift.tt/2PV6Sjz If just the thought of speaking in front of a crowd gives you heart palpitations and sweaty palms, it’s probably worth investing time in improving your public speaking abilities. Sure, business owners and entrepreneurs aren’t required to deliver keynote presentations at large conferences or launch side careers as inspirational speakers. But being able to deliver a polished, concise and heartfelt message to an audience greater than the people at your dinner table can make for better sales pitches and company-wide updates. Plus, a strong public presence can bolster your authority. Ready to become a better public speaker?Begin with these four tips as you start preparing your next presentation:
When the time comes and you’re on stage or in front of your audience, follow these tips:
Entrepreneurs’ Organization is the only global network exclusively for entrepreneurs. EO helps leading entrepreneurs learn and grow through peer-to-peer learning, once-in-a-lifetime experiences, and connections to experts. The post Public Speaking Essentials appeared first on Octane Blog – The official blog of the Entrepreneurs' Organization. via Octane Blog – The official blog of the Entrepreneurs' Organization https://ift.tt/2tA4WUF Cassandra Bailey, CEO of Slice Communications, is one of the millions of entrepreneurs in the world who are also mothers. Additionally, Bailey is the author of a new series of children’s books about women just like her. The “My Mom Is…” book series offers moms from all industries a child-friendly way to discuss why they work, what they love about your jobs, and why it matters. Octane recently got the chance to talk with Bailey about the inspiration for her book series and her experience as an entrepreneur. Can you share what inspired you to launch this book series?Back in August, I was visiting with my college roommate. She has 8-year-old twin girls. She was talking about how they asked why she works. She explained that she had to make money for food, clothes and all the fun things they like to do. Then one of her mentors suggested she tell her girls what she does at work and why she is fulfilled by it. I have a daughter who is 19 months old. She was actually playing with the twins as we had this conversation. I was thinking about what to get her for Christmas, since she has basically everything she needs already. She loves to read, and we do that together a lot. So I decided to write a book just for her. I found an illustrator, and suddenly had a book. From there, I decided to write one for my cousin who is a nonprofit executive director and her daughter, who is 3. And then one for my sister-in-law, who is a lawyer, and her three children. What do you have in mind for future books in the series?I realized a lot of moms have difficult-to-explain jobs, so I want to write books for them and their kids. That’s how this journey began, and it has no end in sight. I have books in mind for moms who are COOs, CIOs, CFOs, CMOs, CHROs, IT executives, sales executives, public relations professionals, manufacturing executives—the list goes on. In a recent conversation with a female CEO who has an 18-year-old daughter, we also discussed that a lot of women start their businesses after their kids are grown. So I can definitely see a “My Grandmom Is…” extension of the series. What challenges do you believe mothers who own businesses face?There’s been a lot written about the mental load women carry, and female business owners are no different. But I think the real challenge we face is one of expectations. A lot of moms probably have a similar experience: as a business owner, people expect that you’re rich and can make your own schedule. Of course, neither of those things is generally true. So I think we need to do a lot of expectation setting and educating so that people know what is possible and what’s not for us. We are not superwomen. And we need a lot of help. What unique strengths do mothers bring to business and leadership?I’ve only been a mom for 19 months, so I’m sure there are a lot of people who have much greater insight into this question than I do. In my experience, there have been two major shifts since becoming a mom that have benefitted my business. First, I’m way more efficient than I ever was before. I get a lot more done, more quickly because I want to spend as much time with my daughter as possible. Second, I have a much different view of what matters. I find that I’m not nearly as stressed out about little things in the business as I used to be. That helps me keep focused on what is going to move the business forward. Do you see specific ways that we can support women in business?Yes! First, I think we need to seek out and support them. The Women’s Business Enterprise National Council (WBENC) has a #WomenOwned initiative. We can all decide to only buy Christmas, birthday, and Mother’s Day gifts from those companies. Second, we need to show little girls how to be great CEOs. We need to celebrate them whenever and wherever we can. Third, we can help them make connections. It’s one of the things you’ll hear over and over from women business owners. They need to be invited into the room and at least have a shot at a seat at the table. Do you have a role model?My grandmother was one of my soulmates in life. She was an amazing woman who taught me so much about everything. She used to take my cousins and me on “adventures.” Sometimes they were awesome road trips and sometimes they were total disasters. When the disasters happened, she would always say, “At least it was different.” It made me believe there was inherent value in having diverse experiences. Now, one of our mottos at Slice Communications is, “Different is better than better.” In recent years, we’ve heard more entrepreneurs saying that work-life balance is a myth. What are your thoughts on that?I generally believe in balance in all aspects of life, but that it is impossible to find balance at all times in all parts of your life. Someone coined the term “work-life” harmony. I like that way better. There are times when my work needs to support my personal life and times when my personal life takes a backseat to work. But neither can be a constant state. There should always be an ebb-and-flow. I think that’s the best we can expect. You are a member of the Entrepreneurs’ Organization (EO) chapter in Philadelphia. Can you share how EO has shaped your journey?I have the world’s best Forum. They have been supportive through every step of becoming a mom. I first told them I was pregnant on our annual retreat. They were beyond accommodating. They made sure I had the best room with the most comfortable bed in the house we rented and offered to make other changes to the agenda. A few months later, they threw me a surprise baby shower complete with silly games and presents. When I was two days from my due date, they changed the location of our monthly Forum so I could be close to the hospital. The following monthly Forum, they agreed to let me come with my baby so I could nurse her at breaks (she slept through the rest of it). The first retreat after she was born, they were super cool when my daughter and mom came along and worked the schedule so I could nurse and put her to bed. All of those things are incredibly important to me, and my Forum made them all happen. No one of us can do it alone. I’m so lucky to have my Forum along with me on this journey of being a mom CEO. Cassandra Bailey is the CEO of Slice Communications, an integrated communications agency with fully dedicated public relations and social media teams that provide clients with actionable content and data-oriented approaches. Slice Communications is a certified woman-owned business and a 2019 Best Places to Work. Learn more about the My Mom Is… book series here. The post Cassandra Bailey Launches Children’s Book Series Talking About Mom’s Job appeared first on Octane Blog – The official blog of the Entrepreneurs' Organization. via Octane Blog – The official blog of the Entrepreneurs' Organization https://ift.tt/2EsR4Or Monique Maissan is an Entrepreneurs’ Organization (EO) member in Shanghai, CEO of Vision Textiles, and founder of Waste2Weave. Monique has been a pioneer in sustainability in the notoriously environmentally unfriendly textile and fashion industry for more than 20 years. We asked Monique about her journey with sustainability and the challenges she’s experienced. Here’s what she shared. Creating beautiful products from textiles has always been a process that I love. However, I am appalled by the textile industry’s processes that pollute our environment—including the release of caustic chemicals and harsh dyes that harm our environment. That’s why I started my company, Vision Textiles, in 1998, with a commitment to operate with sustainability at the forefront. We made it a priority to implement manufacturing processes that are environmentally friendly. I was intrigued when I learned about a game-changing technology in 2006: the manufacture of fabric from recycled plastic bottles. I instantly realized that it was a rare opportunity to correct some of the many environmental wrongs in an industry where harmful and polluting processes were the norm. I made it my mission to develop recycled plastic fabrics into a source of mainstream textiles. I knew this groundbreaking process had the potential to make a positive impact on people, Earth’s environment and our enormous global plastic waste problem. It became my purpose in life. Have you ever said “no” to a project to make room for your greater purpose?Years ago, a prominent retailer approached us with an offer to develop a small collection together. It would translate into orders of 250,000 to 500,000 pieces per style, and millions of US dollars in turnover. The retailer, however, only wanted to show five or six items and create an extensive campaign around the small collection to prove to the world that they were green. Despite this plan, they were not interested in an ongoing partnership, either with other sustainable clothing manufacturers or with us. On top of that, they wouldn’t listen to suggestions about the packaging of the collection—which also must be sustainable in my book. Though our margins would be low, it would still have meant a significant cash influx for our start-up, Waste2Wear, at a time when we needed it.
However, I said no to the project. Their real intention was green-washing—using us to convince customers that they were a sustainable company. I knew this because the rest of the store featured many pieces which promoted the “fast fashion” culture of buy-use-throw away. How do collaborations amplify your sustainability efforts?One of our biggest strategies is collaboration. Through years of innovative research and intentional transparency about our process, we have created a name for ourselves. Initially, nobody wanted our company name anywhere in the items we produced, but now the culture has shifted. Due to demand for transparency and traceability, we introduced Blockchain technology as a reliable method to verify all of that. By joining forces with different companies and well-known (or even not so well-known) brands, we’ve implemented co-branding and joint marketing efforts on press releases, trade shows and social media campaigns. This enables us to highlight and amplify the efforts of all parties involved and creates increased awareness. One great example is our Waste2Wear Ocean Plastic project. We collaborated with seven Dutch brands, two universities, NGOs and two different departments of the Chinese and Dutch governments on this project. All of the entities involved leveraged social media, TV, point-of-sale, labeling, hangtags and other methods to increase awareness for all of the brands and organizations that participated in this critical project. By working together, we extended our reach significantly. What are your current goals, both personally and professionally?We are busy securing investments to scale up. I am hiring talented people in key positions to achieve that goal and developing new and better support systems. Our strategic plan is to build a bigger, more mature organization, create new and diverse partnerships, and establish distribution channels in different markets for our current proven items―fabrics, bags, ladies’ apparel and kids’ garments. All of these factors will help our Ocean Plastic line with Blockchain traceability to become recognized on a larger scale. At the same time, we continue innovating and developing in our R&D department with products for new markets, which is absolutely critical in order to stay relevant as a frontrunner in the textile industry. Personally, now that we’re hiring talented, new people, I aim to achieve a bit more of a work-life balance. I hope to pick up painting again, join an interesting cooking class and read more books. The post Innovation in Sustainability: From Trash to Textiles appeared first on Octane Blog – The official blog of the Entrepreneurs' Organization. via Octane Blog – The official blog of the Entrepreneurs' Organization https://ift.tt/2M5EIjj Contributed by Carol Galle, EO Detroit member. As a certified meeting professional (CMP) and the CEO of Special D Events, a national business event management agency, Galle knows what it takes to design a meeting or event for proper networking. Are you frustrated with the results of your networking? Let me take the pressure off. It’s probably not your fault. Even if you have the skills, experience and desire to work a room, if the person who planned the event doesn’t afford you the right opportunities, you won’t succeed. Overall, it’s the meeting planner’s responsibility to design a program that engages every attendee—and that includes supporting your networking efforts. After all, we all understand that sometimes those “hallway conversations” result in connections that make the entire event experience worthwhile. When planners are successful, attendee ROI increases and their satisfaction benefits the organization hosting the event. So, what can you do to improve the situation? Communicate with your event host. Complete the post-event surveys you receive and, if you don’t receive them, contact the meeting planner directly. Make sure to give specific feedback. For example, “I struggled to identify my fellow attendees because the name badges didn’t include the person’s company/the font was too small, etc.” Or, “It would be helpful to receive an attendee list prior to the event. Even if you can’t provide contact info, I would like to know who is going to be in the room.”
When you work with experienced meeting planners, they should:
It’s far too easy for someone to attend an annual conference, sit in the back of the sessions, “grab and go” at the buffet and leave without ever truly connecting with another human. It may be because they are introverts, or perhaps they are distracted by commitments outside the conference, but if that happens, we all lose.
The post A Well-Organized Event Promotes Networking appeared first on Octane Blog – The official blog of the Entrepreneurs' Organization. via Octane Blog – The official blog of the Entrepreneurs' Organization https://ift.tt/35f0sRr Contributed by Giles Watkins, coach, mentor and author of Positive Sleep: A Holistic Approach To Resolve Sleep Issues and Transform Your Life. The words “sleep” and “entrepreneur” may seem like strange bedfellows unless you are running a start-up in areas such as making mattresses or developing a new Sleep app. However sleep is a wonderful, natural and free resource that anyone starting or running a business must draw on optimally to be the best they can be for their customers, colleagues, stakeholders and loved ones. Way too often, in my opinion, there is an emphasis on the downside of not getting enough quality sleep. Surely it’s far better to emphasize the many benefits of getting enough sleep. So whilst I share the agony of a decade of my own sleeping problems in my book Positive Sleep, my emphasis is more on the life-changing effects of getting the sleep you need. So what is enough sleep? How can sleep help you? Are there any tips that can really help you sleep better? Sleep science itself is really only about 100 years old, and multiple studies over that time show that the vast majority of us need 7.5 to 8 hours of sleep in a 24-hour period. This need not necessarily be in one go, so the opportunity for a nap (NASA recommends 26 minutes!), ideally before 3 pm can truly help us catch up on our rest during the day. One part of us that disproportionately benefits from being well-rested is the prefrontal cortex of the brain, which directs our executive functions—areas such as problem-solving, reasoning, organization, planning and carrying out plans. How Sleep Benefits Your Professional PerformanceFour qualities an entrepreneur needs which are especially enhanced by good sleep are:
And it’s not just the mental side of running a business that can be boosted by being better rested. We physically need the regeneration that getting enough sleep provides. Entrepreneurs can learn a lot from performance athletes in this regard. For example:
How to Sleep Better Every NightSo what can busy entrepreneurs do about getting more sleep? Here are five suggestions that have worked for me in my own “busyness” life and helped to transform the way I feel every day.
I’ll leave the last word to a former colleague of mine, Tanya Kabalin. Tanya hails from a family of business owners and founded her own, Olakira, after heading up Shell’s Downstream business in South Africa. She writes, “I believe the leaders who make the greatest impact are those who consciously create time, space and energy to master the art of managing the immediate pressures of ‘now’ whilst imagining and building the ‘new.’ And this can’t be done without good health and enough rest. Great leaders know this and work deliberately hard to achieve it.” Giles Watkins, author of Positive Sleep: A Holistic Approach To Resolve Sleep Issues and Transform Your Life, is a coach and mentor with both Aberkyn and Vistage. Watkins has over 30 years of global business and general management experience in enabling decision-makers to solve problems, achieve balance, deliver superior results and sleep better at night. For more information please visit LIDPublishing.com. The post Why Entrepreneurs Must Harness the Power of Sleep appeared first on Octane Blog – The official blog of the Entrepreneurs' Organization. via Octane Blog – The official blog of the Entrepreneurs' Organization https://ift.tt/2PzaBlt By Miranda Naiman, accidental entrepreneur, motivational speaker, member of the EO Tanzania chapter and founder of Empower, a Tanzanian human capital consultancy firm. Being successful in life requires confidence. Succeeding as an entrepreneur takes confidence. How do we fuel that confidence that’s so essential to achieving our goals? Are we born with an inherent capacity for confidence or uncertainty? While some children seemingly burst on to the world stage with great conviction. Other kids draw their energy from within, often experiencing self-doubt. Nature certainly plays a crucial part in the origin of confidence, but it can also be nurtured. You’ve probably heard, “sticks and stones may break my bones, but words will never hurt me.” In fact, words do have the power to hurt, to make or break you. Kenyan writer and academic Ngugi wa Thiong’o wrote about the “barrel of a pen”—the equally destructive and redeeming power of words (both verbal and written). Indeed, one can recover from physical harm, but not necessarily from the words we absorb—particularly during our childhood. Raise a child telling her she is “stupid,” and she will grow up to believe it. The invisible barriers to success are created with words, and these obstacles often become endless. You can probably recall someone in your life who profoundly knocked our confidence. As for me, I remember a teacher in high school telling me I couldn’t become a pilot due to low grades in physics and chemistry. I was 15 at the time. I trusted and looked up to her enough to swallow the fact I couldn’t be a pilot even though I had dreamt of doing so all my life. Words can be lethal. When it comes to building confidence, in children and in yourself, I believe there are four important steps:1. Provide positive affirmations often. Research suggests that positive affirmations lead to positive change and can help develop confidence. Instill confidence in your children from the outset by affirming their ability to succeed and encouraging them to try new experiences. Raise your child to intrinsically believe that he or she can do anything they put their minds to and you will purposefully lay the foundations for confidence in adulthood. Likewise, raise up your spouse, family members and friends when with supportive, encouraging words and you will effectively unlock their potential and boost self-assurance. And, of course, affirm your own strengths and capabilities regularly. Remind yourself daily of your worth, absorb positive mantras and accept compliments with grace. 2. Stay open-minded and curious. Your ability to adapt to different environments will likely stem from your childhood setting. If you are somebody who was brought up to form your own opinion by exploring the world around you, you are likely to live more confidently. The subconscious process of being able to draw your own conclusions and make personal choices without fear of family indoctrination or judgment is the very essence of self-confidence. 3. Practice, practice, practice. We gain confidence from life achievements. These achievements often come from investing time in our interests and craft. When we consistently practice a skill, we get better. When we get better, we gain more confidence. 4. Practice self-acceptance. Being comfortable in your own skin is the holy grail of self-confidence because our deepest insecurities stem from doubt, lack and rejection of self. When you reach the point in your life where you are self-aware, able to acknowledge your desires and also assertive enough to pursue those wishes, you are defined as being comfortable in your skin. Nothing will chip away more at your confidence than allowing your outside persona to differ from your inner self. Bridge the gap between who you genuinely are and how you portray yourself. Stop the agonizing battle of pretending to be someone who others expect you to be, and your confidence will soar. It all comes from within. Confidence is like a gas stove; you control the size of the flame. The post The Secret to Feeling Confident appeared first on Octane Blog – The official blog of the Entrepreneurs' Organization. via Octane Blog – The official blog of the Entrepreneurs' Organization https://ift.tt/2E1ScZ5 Connecting and helping others is a critical step in growing as leaders, entrepreneurs and people. Investing in your employees also happens to be a great way to invest in your business. Bob Dusin, a partner of the leadership development organization HPWP Group, shares what happens when managers focus on coaching, rather than punishing. Several years ago, I owned a concrete paving company. At the end of some workdays, one of my foremen would return to our yard with dirty tools and equipment just tossed in the back of his truck. I mentioned something about it, and the foreman stopped doing it … for two weeks. Then, he was right back at it. It was time to have a conversation. When I sat down with the foreman, I highlighted two concerns: First, when concrete dries, it’s almost impossible to remove from tools. Second, equipment that isn’t secured in the truck could pose a safety hazard on the highway. Then, I asked for his perspective: He said he was in a hurry and just didn’t take the time. He committed to stopping work 10 minutes earlier each day in order to take care of the issue, and I told him I looked forward to seeing him return to his high-performance level. The best part of the story? That’s the end. It wouldn’t make good television—no drama, tantrums or ultimatums—but it’s great for business. Forget about performance improvement plansNot all problems are as easily solved (or as easily avoided) as tools covered in concrete, and business leaders might watch as an employee’s performance plummets over the course of a few months without really knowing why or what to do. All too often, the solution is a performance improvement plan (PIP) that comes with an unspoken message: Shape up or ship out. But performance doesn’t improve with punishment or threats. It might change in the short term, but no one who feels like his job is in jeopardy comes in the next day ready to do all he can to help his co-workers and his company. Instead, he’s going to focus on the minimum necessary requirements to not get fired and avoid out-of-the-box thinking at all costs. Instead of a PIP, leaders must adopt a coaching mindset. Coaching plans are developed by both the leader and the employee, and the former’s role is to help the latter solve the problem on his or her own. Take these steps to create a coaching plan. 1. Have an adult conversation. Point out the problem, and ask the employee for some insight into the cause. After all, no one is more informed about his life than him. Maybe he’s struggling with something outside of work that’s monopolizing his time and energy, or maybe there’s a deeper issue at work that needs to be addressed. 2. Let the employee decide on a solution. Put the ball in the employee’s court. You hired him to solve problems on his own, so give him a chance to do that. That’s why we call it high-performance coaching. The employee figures out how to do the right thing and correct his behavior; you simply offer advice and guidance when the employee asks for it. (Even when employees ask for guidance, make sure you’re challenging them to find their own solutions.) 3. Determine the next steps. Sit down with the employee and figure out together how he’ll get back to his previous level of performance. Support the employee as he identifies the obstacles that could impede progress, and have him craft a plan to overcome them. Make sure he knows your goal is assistance, not punishment. When leaders jump in and attempt to solve problems for their employees, they have good intentions. But it’s important to take a few steps back and show the intelligent adults we hire that we trust them to solve their own problems. If you don’t actually believe your employees are capable of meeting and exceeding expectations, they won’t believe it, either. The Entrepreneurs’ Organization (EO) is the only global network exclusively for entrepreneurs. EO helps leading entrepreneurs learn and grow through peer-to-peer learning, once-in-a-lifetime experiences, and connections to experts. To learn what it’s like to be a member, visit the EO Network. 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November 2020
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