tag:blogger.com,1999:blog-46082346797872970792024-02-20T14:15:31.694-05:00Change BytesWit & Wisdom for Change Champions. Tips, techniques and insights into leading successful organizational change initiatives.Peggy Grall - The Change Coachhttp://www.blogger.com/profile/13612202054122563696noreply@blogger.comBlogger80125tag:blogger.com,1999:blog-4608234679787297079.post-9972625012571002542014-02-26T10:24:00.001-05:002014-02-26T10:24:11.905-05:00A Deeper Look At Change<!--[if gte mso 9]><xml>
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This is coming to you, dear readers, after many months of
silence from me…. allow me to explain. In mid-January, 2013 I was called to
California and spent three weeks in vigil with my 87-year-old mother, until she
passed peacefully on Feb 3<sup>rd.</sup> </div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
When I arrived back in Ontario, it was clear my husband
Graydon was not well. Seven months later, almost to the day, he died a
difficult death from lung cancer. To say that 2013 was a brutal year for me is
a gross understatement. I’m just only now catching my breath and moving into a
space where I can reflect and begin to make sense of it all.</div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Yogi Berra said it best, ‘<i style="mso-bidi-font-style: normal;"><span style="mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">In theory, there is no difference between theory and
practice. But in practice, there is</span>.’ </i>I’m here to say a resounding,
‘AMEN Yogi!’</div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Now, I love theory: I like quantifying and simplifying
concepts that explain how change happens. Over my career, I’ve created several change
models myself. Being able to ‘see’ what a particular aspect of human behaviour
looks like, in theoretical terms, is helpful when you’re heading into unknown
territory; mental maps serve as valuable touch points for the journey. But in
practice, when the worst you can imagine is happening, and the news gets
tougher every day—when you’re exhausted and the end result is not going to be
what you wanted or thought would happen—and there is precious little you can do…models
and theories can only take you so far. </div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
In the aftermath of this incredibly difficult and personal
change journey I have some fresh insights about the landscape. Today, I want to
set aside theory and speak from my heart, and tell you some of the things I’ve
learned this past year in hopes that you find them helpful. </div>
<div class="MsoNormal">
</div>
<a name='more'></a><br />
<div class="MsoNormal">
I’ve learned that:</div>
<div class="MsoNormal">
<br /></div>
<div class="MsoListParagraphCxSpFirst" style="mso-list: l0 level1 lfo1; text-indent: -.25in;">
<span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span>Decisions must be made, ready or not. Decide;
pick a path and follow it. You will make mistakes, very few choices are life
and death, and even when they are, you can make them. Be content with 80%
outcomes.</div>
<div class="MsoListParagraphCxSpFirst" style="mso-list: l0 level1 lfo1; text-indent: -.25in;">
<br /></div>
<div class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo1; text-indent: -.25in;">
<span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span>Resist the temptation to ‘future’. Stay in
today. Keep focused on what you need to do <i style="mso-bidi-font-style: normal;">today</i>
to handle yourself and your situation. <i style="mso-bidi-font-style: normal;">Control
is an illusion </i>and<i style="mso-bidi-font-style: normal;"> </i>you can’t
predict tomorrow anyway…don’t waste your energy.</div>
<div class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo1; text-indent: -.25in;">
<br /></div>
<div class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo1; text-indent: -.25in;">
<span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span>ASK for help. Support comes from the most
unlikely of places. Reach out. Remember that your team, friends and family <i style="mso-bidi-font-style: normal;">want</i> to help…supporting <i style="mso-bidi-font-style: normal;">you</i> gives <i style="mso-bidi-font-style: normal;">them</i> purpose. Real change happens in community. No, Paul Simon…we
are NOT islands! None of us are self-sufficient, especially when the task is
bigger than we are, so let people help you. </div>
<div class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo1; text-indent: -.25in;">
<br /></div>
<div class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo1; text-indent: -.25in;">
<span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span><i style="mso-bidi-font-style: normal;">Big Harry
Changes</i> can grab us by the shoulders and shake us to the core. Feel the
fear, feel everything…breathe, walk, pray, sing, paint, talk to people who have
walked this path before you, spend time with small children. As I learned, there
is nothing quite so grounding as an afternoon with four little girls under the
age of 5 (AKA, my granddaughters).</div>
<div class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo1; text-indent: -.25in;">
<br /></div>
<div class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo1; text-indent: -.25in;">
<span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span><i style="mso-bidi-font-style: normal;">The best
time for change is when things are changing</i>. Look around. What no longer
makes sense? Now that this has happened, what else needs to be left behind,
finally begun, or outrageously pursued?</div>
<div class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo1; text-indent: -.25in;">
<br /></div>
<div class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo1; text-indent: -.25in;">
<span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span>Big changes happen in an instant. One moment the
people we love are here, and the next…gone. But, it takes time to process real
change and the necessary losses that come along with it. As much as you can,
give yourself the time. </div>
<div class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo1; text-indent: -.25in;">
<br /></div>
<div class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo1; text-indent: -.25in;">
<span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span>Choose your anchors NOW. Don’t wait until the
tsunami is bearing down on you to locate your lifeboat. We all need faith in
something bigger than ourselves, especially when life is tossing us around.
Make up your mind <i style="mso-bidi-font-style: normal;">now</i> what and who
you believe in, there is no time in the storm. </div>
<div class="MsoListParagraphCxSpLast" style="mso-list: l0 level1 lfo1; text-indent: -.25in;">
<span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span>No circumstance is ever all good or all bad.
Even really crappy situations come bearing gifts. Look for the treasures around
you.</div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
</div>
<div class="MsoNormal">
There are very few things I know for sure, but as I write
this, the lessons learned are pouring in at break-neck speed…so stay tuned. I
appreciate all the support my friends, family, and business partners have shown
me over the last year, and I hope my story and insights can be an inspiration
in the years to come. </div>
<div class="MsoNormal">
<br /></div>
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg8FfhiyxAbtwo2PHIiPaIRIeta87NZQ8DWVTPgDF16TsNvm8lRx21db8XvWz-nNEzldOb2J7EZKwAbFjxrlYKR0I4kpvxyRnVXhWe7XD0YHwVJss5SLQzm8XFUuLlPtlQjuzphu_JisDNs/s1600/26.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg8FfhiyxAbtwo2PHIiPaIRIeta87NZQ8DWVTPgDF16TsNvm8lRx21db8XvWz-nNEzldOb2J7EZKwAbFjxrlYKR0I4kpvxyRnVXhWe7XD0YHwVJss5SLQzm8XFUuLlPtlQjuzphu_JisDNs/s1600/26.jpg" /></a></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<br /></div>
Peggy Grall - The Change Coachhttp://www.blogger.com/profile/13612202054122563696noreply@blogger.com0tag:blogger.com,1999:blog-4608234679787297079.post-64217481127472668302013-05-28T06:30:00.000-04:002013-05-28T06:30:02.020-04:00Slowing the Turnover Carousel<!--[if gte mso 9]><xml>
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a generation ago most people spent their entire careers at the same company.
Today employees are likely to work for 5 different companies… before they’re
40. </span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-family: "Cambria","serif"; font-size: 12.0pt; mso-ascii-theme-font: major-latin; mso-bidi-font-family: "Times New Roman"; mso-hansi-theme-font: major-latin;">The
debate about why this is happening is rich, but for today, lets look at the “so
what?”<br style="mso-special-character: line-break;" />
<br style="mso-special-character: line-break;" />
</span></div>
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month we’ve been talking about legacies, <i style="mso-bidi-font-style: normal;">your
</i>legacy, and challenging you with the question, “What do you want to be
remembered for when you leave the workplace?” As difficult and disruptive as the
turnover carousel is for companies, it also presents you with a perfect
opportunity to build your legacy. You may be one of the only people at your
company, or in your department, </span><span style="color: black; font-family: "Cambria","serif"; font-size: 12.0pt; mso-ascii-theme-font: major-latin; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman"; mso-hansi-theme-font: major-latin;">who has been around since the beginning and who fully understands
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<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="color: black; font-family: "Cambria","serif"; font-size: 12.0pt; mso-ascii-theme-font: major-latin; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman"; mso-hansi-theme-font: major-latin;">Here are a
couple of ways you can blend your desire to leave a legacy with your company’s need
to “slow the turnover carousel.”</span></div>
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<a name='more'></a><br />
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<b style="mso-bidi-font-weight: normal;"><span style="color: black; font-family: "Cambria","serif"; font-size: 12.0pt; mso-ascii-theme-font: major-latin; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman"; mso-hansi-theme-font: major-latin;">Tap Into Your Inner Historian</span></b><span style="color: black; font-family: "Cambria","serif"; font-size: 12.0pt; mso-ascii-theme-font: major-latin; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman"; mso-hansi-theme-font: major-latin;"> – Capture your company’s
history. Even if your company doesn’t have the most exciting story, <i style="mso-bidi-font-style: normal;">tell it anyway</i>. Every company is the
story of people pooling their hopes and dreams and turning them into something
bigger than themselves. Tell <i style="mso-bidi-font-style: normal;">that </i>story;
it’s your story too. Then share it with new employees. </span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<b style="mso-bidi-font-weight: normal;"><span style="color: black; font-family: "Cambria","serif"; font-size: 12.0pt; mso-ascii-theme-font: major-latin; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman"; mso-hansi-theme-font: major-latin;">Be a Role Model –</span></b><span style="color: black; font-family: "Cambria","serif"; font-size: 12.0pt; mso-ascii-theme-font: major-latin; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman"; mso-hansi-theme-font: major-latin;">Just<i style="mso-bidi-font-style: normal;"> BE </i>the employee
your company needs right now; provide new employees a model to work from. The
most powerful influencer you have is your life. Live your final working years
in integrity. </span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<i style="mso-bidi-font-style: normal;"><span style="color: black; font-family: "Cambria","serif"; font-size: 12.0pt; mso-ascii-theme-font: major-latin; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman"; mso-hansi-theme-font: major-latin;">Integrity: the state of being whole and undivided; t</span></i><i style="mso-bidi-font-style: normal;"><span style="font-family: "Cambria","serif"; font-size: 12.0pt; mso-ascii-theme-font: major-latin; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman"; mso-hansi-theme-font: major-latin;">he
quality of being honest and having strong moral principles; moral uprightness.<span style="color: black;"></span></span></i></div>
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<br /></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="color: black; font-family: "Cambria","serif"; font-size: 12.0pt; mso-ascii-theme-font: major-latin; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman"; mso-hansi-theme-font: major-latin;">True personal
integrity is rare and it’s what new employees need to experience the most. </span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-family: "Cambria","serif"; font-size: 12.0pt; mso-ascii-theme-font: major-latin; mso-bidi-font-family: "Times New Roman"; mso-hansi-theme-font: major-latin;">We’d
love to hear from you! Use the comments below to tell us about ways you’re
“slowing the turnover carousel” at your company and securing your legacy.</span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
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you can change it…and we can help!</span></div>
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<br /></div>
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhujAMbPxJ4g62FURIJVHgAQj1aNIslNgc8T77SrGtYUM0MzAn4Ha_a-qqozbFloT9LrBsQUGiqMk-6yDdQB5Ru3X5oEW72KVmrPKwKgmmFZaEo9h8nk0G-GkO8q3YPSOaqrjewWIRn64I8/s1600/26.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhujAMbPxJ4g62FURIJVHgAQj1aNIslNgc8T77SrGtYUM0MzAn4Ha_a-qqozbFloT9LrBsQUGiqMk-6yDdQB5Ru3X5oEW72KVmrPKwKgmmFZaEo9h8nk0G-GkO8q3YPSOaqrjewWIRn64I8/s1600/26.jpg" /></a></div>
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<br /></div>
Peggy Grall - The Change Coachhttp://www.blogger.com/profile/13612202054122563696noreply@blogger.com0tag:blogger.com,1999:blog-4608234679787297079.post-6120700427866351482013-05-14T06:30:00.000-04:002013-05-14T06:30:01.235-04:00Blacksmiths Do It; Carpenters Do It…Should You Be Too?<!--[if gte mso 9]><xml>
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<br />
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi5rjZzGStEefJn4G6CYVtcB3gw96GWovEY5RU2Y7VJNOmCFnTA1A9U0-PEVX_dvg4g2aqOd-YV92gH5fi4ibf_WlFqhQqkLNspy390Ixmf8PCTlcjBdpUR7i73GYZ7jQxl7CACUg6TtE9B/s1600/MentoringHands.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" height="220" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi5rjZzGStEefJn4G6CYVtcB3gw96GWovEY5RU2Y7VJNOmCFnTA1A9U0-PEVX_dvg4g2aqOd-YV92gH5fi4ibf_WlFqhQqkLNspy390Ixmf8PCTlcjBdpUR7i73GYZ7jQxl7CACUg6TtE9B/s320/MentoringHands.jpg" width="320" /></a></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-family: "Cambria","serif"; font-size: 12.0pt; mso-ascii-theme-font: major-latin; mso-hansi-theme-font: major-latin;">Throughout much of human history,
formal education has been a difficult thing to come by for most people. It
wasn’t until the 19<sup>th</sup> century, when public school systems and
universities began to pop up, that formal degrees and diplomas signifying that
a person has the skills and abilities to work in a particular profession became
available. </span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-family: "Cambria","serif"; font-size: 12.0pt; mso-ascii-theme-font: major-latin; mso-hansi-theme-font: major-latin;">Yet, there has always been a need
to educate and pass on knowledge. Blacksmiths, carpenters and farmers have
historically taken on apprentices, or taught their own children their craft so
that knowledge and skills would continue on, and each community would ensure
that there was at least one person who knew how to perform crucial functions. </span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-family: "Cambria","serif"; font-size: 12.0pt; mso-ascii-theme-font: major-latin; mso-hansi-theme-font: major-latin;"></span></div>
<a name='more'></a><br />
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-family: "Cambria","serif"; font-size: 12.0pt; mso-ascii-theme-font: major-latin; mso-hansi-theme-font: major-latin;">The 21<sup>st</sup> century has
spawned a generation that is one of the best educated in all of human history. But,
as universities and high schools have taken over the role of formally educating
and preparing students for the workplace, mentoring and apprenticeships have
declined.</span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-family: "Cambria","serif"; font-size: 12.0pt; mso-ascii-theme-font: major-latin; mso-hansi-theme-font: major-latin;">Education doesn’t equal
experience. If you are a Boomer who is leaving the workforce soon, or beginning
to prepare for your exit, you have an excellent opportunity to help secure your
legacy by reviving the age-old tradition of passing skills and information
along, by mentoring a younger colleague. </span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-family: "Cambria","serif"; font-size: 12.0pt; mso-ascii-theme-font: major-latin; mso-hansi-theme-font: major-latin;">Do you have industry knowledge
that could be helpful to university or high school students interested in your
field? Look around you; are you in charge of training any of the newcomers to
your company? Does your company offer any official opportunities to mentor? Right
now, in your head, you possess one of the greatest assets for your company, for
your industry, for your future…your experience! Don’t let that asset go to
waste. Find a way to give back and help the next generation be as successful as
you have been. </span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-family: "Cambria","serif"; font-size: 12.0pt; mso-ascii-theme-font: major-latin; mso-hansi-theme-font: major-latin;">I’d love to hear from you. Use
the comment section below to let me know how you’re giving back to the next
generation. Are you mentoring with your company or professional affiliation?
Are you passing on a family business to your children? Are you writing a book?</span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-family: "Cambria","serif"; font-size: 12.0pt; mso-ascii-theme-font: major-latin; mso-hansi-theme-font: major-latin;">Remember, you can change…and we
can help!</span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
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Peggy Grall - The Change Coachhttp://www.blogger.com/profile/13612202054122563696noreply@blogger.com0tag:blogger.com,1999:blog-4608234679787297079.post-13634708271809292822013-05-02T09:00:00.000-04:002013-05-02T09:00:07.008-04:00Man In Motion<!--[if !mso]>
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<span style="font-family: "Cambria","serif"; font-size: 12.0pt; mso-ascii-theme-font: major-latin; mso-hansi-theme-font: major-latin;">John Hansen was a budding athlete
in five different sports with dreams of being an Olympian when, tragically, he
suffered a spinal cord injury at the age of 15, leaving him paralyzed from the
waist down. Rather than suffer through the injury as most people would do,
Hansen turned the tragedy into a new avenue to master. He worked through
rehabilitation, graduated high school, and became the first person to graduate
with a physical education degree from the University of British Columbia. He
helped his teams win national championships in wheelchair volleyball and
basketball, and competed for Canada in both the 1980 and 1984 Paralympics,
bringing home a record six medals in racing.</span></div>
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<span style="font-family: "Cambria","serif"; font-size: 12.0pt; mso-ascii-theme-font: major-latin; mso-hansi-theme-font: major-latin;">In 1985, having already mastered
the world of Paralympics, Hansen embarked on his most audacious journey yet,
mastery of the entire world…<i style="mso-bidi-font-style: normal;">literally! </i>With
fellow British Columbian Terry Fox’s Marathon of Hope as his inspiration,
Hansen started his Man in Motion World Tour, a 26-month, 40,000 km journey
through 34 countries to raise money for spinal cord research. Despite little
media attention when he began, Hansen arrived in Vancouver’s BC Place Stadium
on May 22, 1987 to cheering crowds, and with almost $26 million for research
and quality of life initiatives raised.</span></div>
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<a name='more'></a><br />
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<span style="font-family: "Cambria","serif"; font-size: 12.0pt; mso-ascii-theme-font: major-latin; mso-hansi-theme-font: major-latin;">Hansen’s lifelong commitment to
athletics highlights that for some people mastery of a discipline is at the
heart of their life’s work. Even without the money (and there wasn’t much in
the beginning) Hansen would’ve worked just as hard to compete at a world-class
level. That he was paralyzed merely dictated which events he would compete in,
not whether he would be the best. Like Hansen, many people get up and go to work
each day so that they can get better at what they do. For them, the journey is
as much a reward as the actual reward.</span></div>
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<br /></div>
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<span style="font-family: "Cambria","serif"; font-size: 12.0pt; mso-ascii-theme-font: major-latin; mso-hansi-theme-font: major-latin;">Let me know what motivates you to
go to work every day. Are you motivated to be the best like John Hansen? Do you
have incentives in place for your employees who are motivated by mastery? Leave
your comments below. I’d love to hear from you!</span></div>
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<span style="font-family: "Cambria","serif"; font-size: 12.0pt; mso-ascii-theme-font: major-latin; mso-hansi-theme-font: major-latin;">Remember, you can change it…we
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Peggy Grall - The Change Coachhttp://www.blogger.com/profile/13612202054122563696noreply@blogger.com0tag:blogger.com,1999:blog-4608234679787297079.post-33747299492645876652013-04-30T09:00:00.000-04:002013-04-30T09:00:09.332-04:00Autonomy or Automaton?<!--[if gte mso 9]><xml>
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<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgpWngo7jKBrM-2E6piIp6inun8eOZbmnlsdDKUoRust8U4sVCclGmVTZNZsA1-kxj8JMP7IkEmBVR9dsxUGHGcKNJrZWwgLpfwtTZAFi-Iz-fPnNmQFYq3UO_pn20HnoSO92ONAKzonMuX/s1600/cup-of-robots.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgpWngo7jKBrM-2E6piIp6inun8eOZbmnlsdDKUoRust8U4sVCclGmVTZNZsA1-kxj8JMP7IkEmBVR9dsxUGHGcKNJrZWwgLpfwtTZAFi-Iz-fPnNmQFYq3UO_pn20HnoSO92ONAKzonMuX/s320/cup-of-robots.jpg" width="320" /></a></div>
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<span style="font-family: "Cambria","serif"; font-size: 12.0pt; mso-ascii-theme-font: major-latin; mso-hansi-theme-font: major-latin;">It wasn’t too long ago that the
only way for someone to find autonomy in the workplace was to either move way
up the corporate food chain, or start their own business. Most people’s lives
were dominated by the 9-5, 5 day-a-week work schedule of the typical corporate
job. They were automatons, chained to their desks or their phones. But the
internet and Global marketplace have changed all that. Now that so many
important company processes are online, and so many clients are scattered all around
the world, just about anyone can work from anywhere and anytime they want.</span></div>
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<br /></div>
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<span style="font-family: "Cambria","serif"; font-size: 12.0pt; mso-ascii-theme-font: major-latin; mso-hansi-theme-font: major-latin;">Jeff Gunther, and his software
company Meddius, provide a perfect example of autonomy at work. All employees
are empowered to work whenever and wherever they want. As long as they get
their work done, Gunther doesn’t care whether they show up in the office or
complete their project at 3 in the morning. Everything goes. This allows him to
focus on what he believes in the key function of management: “Creating
conditions for people to do their best work.”</span></div>
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<a name='more'></a><br />
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<span style="font-family: "Cambria","serif"; font-size: 12.0pt; mso-ascii-theme-font: major-latin; mso-hansi-theme-font: major-latin;">Within weeks of implementing this
new results-only work environment (ROWE) Gunther found that productivity
increased, and stress was drastically reduced. No longer did his employees feel
guilty about going to their daughter’s soccer game, or working from home if
they felt a little under the weather. Everyone’s focus became about <i style="mso-bidi-font-style: normal;">completing the work</i>, not where or when
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considerably. He found that employees were far less likely to jump to a new
company for $10K or even $20K raises; the freedom was simply too valuable.</span></div>
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<span style="font-family: "Cambria","serif"; font-size: 12.0pt; mso-ascii-theme-font: major-latin; mso-hansi-theme-font: major-latin;">So, let me know what you think
about autonomy in the workplace. What are you doing to give your employees more
autonomy? Is autonomy one of your key drivers? Do you agree that autonomy is
becoming a big driver for many new workers?</span></div>
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<span style="font-family: "Cambria","serif"; font-size: 12.0pt; mso-ascii-theme-font: major-latin; mso-hansi-theme-font: major-latin;">Remember, you can change it…we
can help!</span></div>
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Peggy Grall - The Change Coachhttp://www.blogger.com/profile/13612202054122563696noreply@blogger.com0tag:blogger.com,1999:blog-4608234679787297079.post-2256834310123879212013-04-24T09:58:00.000-04:002013-04-24T10:06:01.683-04:00Look For The Helpers<!--[if gte mso 9]><xml>
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiuYJ0oZbto1xJWg8mgoLcQFjj6IM8NcGM9BXuitJk-0Jl6JsbGSi_i84NIxoVlN7OOeHV-WRxM4jOC93NmlRv4QRvTL2VMc_oTkWDTfl7fbltc7_o_TfuHRqedeuvB3qvP8V6aPmuvCeHC/s1600/tumblr_lr9l7p1ClJ1qbm5uao1_500.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiuYJ0oZbto1xJWg8mgoLcQFjj6IM8NcGM9BXuitJk-0Jl6JsbGSi_i84NIxoVlN7OOeHV-WRxM4jOC93NmlRv4QRvTL2VMc_oTkWDTfl7fbltc7_o_TfuHRqedeuvB3qvP8V6aPmuvCeHC/s320/tumblr_lr9l7p1ClJ1qbm5uao1_500.jpg" width="312" /></a></div>
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<span style="font-family: "Cambria","serif"; font-size: 12.0pt; mso-ascii-theme-font: major-latin; mso-hansi-theme-font: major-latin;">After the type of week we
experienced last week, it would be easy to feel depressed about the direction
humanity is headed. With man-made bombs intentionally going off in Boston, Iraq,
Pakistan, and Afghanistan, and an unintentional bomb exploding in West, Texas all
this violence and hate is enough to give you the sense that things are going
very wrong. But, as is usually the case in life, focusing on these scenes of
destruction really doesn’t give us the full picture. Even during all the
turmoil there were people doing good things, helping total strangers, proving
just how great people can be when they are motivated by a sense of purpose. As
I watched the news coverage for the Boston Marathon bombing, I couldn’t help
but be reminded of a famous quote by Mr. Rogers:</span></div>
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<br /></div>
<a name='more'></a><br />
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<i><span style="font-family: "Cambria","serif"; font-size: 12.0pt; mso-ascii-theme-font: major-latin; mso-bidi-font-family: "Times New Roman"; mso-bidi-theme-font: minor-bidi; mso-hansi-theme-font: major-latin;">"When I was a boy and I
would see scary things in the news, my mother would say to me, ‘Look for the
helpers. You will always find people who are helping.’ To this day, especially
in times of ‘disaster,’ I remember my mother's words and I am always comforted
by realizing that there are still so many helpers – so many caring people in
this world.</span></i><span style="font-family: "Cambria","serif"; font-size: 12.0pt; mso-ascii-theme-font: major-latin; mso-hansi-theme-font: major-latin;">" <span style="mso-spacerun: yes;"> </span></span></div>
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<span style="font-family: "Cambria","serif"; font-size: 12.0pt; mso-ascii-theme-font: major-latin; mso-hansi-theme-font: major-latin;">Just minutes after the bombs went
off you could see several people running toward the smoke, looking for ways to
help. They were there, the helpers, proving that even at the darkest moments
there are those shining a light. </span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-family: "Cambria","serif"; font-size: 12.0pt; mso-ascii-theme-font: major-latin; mso-hansi-theme-font: major-latin;">Maybe your work environment, too,
feels chaotic and filled with turmoil. Maybe you feel hopeless and depressed by
the changes you see all around you. Perhaps you need to take a tip from Mr.
Rogers and look for the helpers in your office, for those who are trying to
make things better. If you don’t see any, then maybe it’s time for you to
become a helper.</span></div>
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<br /></div>
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<span style="font-family: "Cambria","serif"; font-size: 12.0pt; mso-ascii-theme-font: major-latin; mso-hansi-theme-font: major-latin;">I would love to hear your stories
of the helpers in your life. Use the comments below to tell me about a time
when you, or someone you know, jumped headlong into a moment of crisis. </span></div>
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<span style="font-family: "Cambria","serif"; font-size: 12.0pt; mso-ascii-theme-font: major-latin; mso-hansi-theme-font: major-latin;">Remember, you can change...we
can help!</span></div>
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Peggy Grall - The Change Coachhttp://www.blogger.com/profile/13612202054122563696noreply@blogger.com0tag:blogger.com,1999:blog-4608234679787297079.post-41337679708864099402013-03-26T09:00:00.000-04:002013-03-26T09:00:06.806-04:00Shortening The Stack<!--[if !mso]>
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgezxgejJtUD86ZYcqgI5SQ7eyn2UwYhFNwXJ2uEx8mrejgQDACZiEvAKu9w-YfA6ieEc-y6h6VZ6UFx6gJrRqC-ye0N5wGwzFj7YUQYQ0OdAo5eDF899-zD6jZFtpUPXnDnqdHQgU6iS-l/s1600/stack.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgezxgejJtUD86ZYcqgI5SQ7eyn2UwYhFNwXJ2uEx8mrejgQDACZiEvAKu9w-YfA6ieEc-y6h6VZ6UFx6gJrRqC-ye0N5wGwzFj7YUQYQ0OdAo5eDF899-zD6jZFtpUPXnDnqdHQgU6iS-l/s1600/stack.jpg" /></a><span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;"><span>When Jack Stack and his
colleagues bought Springfield Remanufacturing from the failing International
Harvester Corporation in 1983, he stepped into a company that had huge
problems. Sales had slowed to a trickle, overhead costs were through the roof,
and the company’s stock price was an abysmal $.10 a share.</span></span></span></div>
<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;">
</span></span><div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt;">
<br /></div>
<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;">
</span></span><div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt;">
<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;"><span>To put it
lightly: Springfield Manufacturing was in a crisis.</span></span></span></div>
<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;">
</span></span><div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt;">
<br /></div>
<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;">
</span></span><div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt;">
<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;"><span>Yet within
10 years, Stack had turned the company around, increasing sales ten-fold and
sending the company’s stock price over $20 a share. How did he do this in such
a short amount of time? By <b>stepping into
</b>the situation with a solid set of professional values. He believed that the
biggest gap in business was between management and the workers, and that
without closing this gap it was impossible for a business to succeed. He
believed that every person at every level needs to feel responsible for the
well-being of the company, or else the business will be like a tall stack of
pancakes; eventually it’s gonna fall. </span></span></span></div>
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</span></span><div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt;">
<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;"><span></span></span></span></div>
<a name='more'></a><span style="font-size: small;"> </span><br />
<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;">
</span></span><div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt;">
<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;"><span>In order
to shorten Springfield’s managerial “stack,” he instituted an open book policy,
so every employee could have access to the same financial reports that
management had. He also made sure that every employee knew how to read these
reports and how their performance affected the company’s bottom line. By giving
the same financial knowledge to every employee, Stack pushed responsibility
downward and outward, allowing workers and management to work as a team toward
a common goal, instead of against each other as they do in “taller” companies.</span></span></span></div>
<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;">
</span></span><div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt;">
<br /></div>
<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;">
</span></span><div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt;">
<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;"><span>And the
numbers speak for themselves. By believing in a strong set of professional
values, and having the strength to implement them, Stack may have <b>stepped into</b> a crisis situation but he
ultimately <b>stepped away</b> from an
extremely profitable company, one with solid management and happy, empowered
workers.</span></span></span></div>
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<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;"><span>I’d love
to hear from you! Use the comment section below to tell me about what you’re
doing at your workplace to “shorten the stack”? What sort of challenges are you
facing? How are your employees reacting?</span></span></span></div>
<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;">
</span></span><div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt;">
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</span></span><div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt;">
<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;"><span>Remember,
you can change…we can help!</span></span></span></div>
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<br /></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;"><span><img border="0" height="58" name="ACCOUNT.IMAGE.26" src="https://origin.ih.constantcontact.com/fs015/1011085971078/img/26.jpg" width="171" /> </span><span><span> </span><span> </span><span> </span><span> </span><span> </span></span></span></span>
</div>
Peggy Grall - The Change Coachhttp://www.blogger.com/profile/13612202054122563696noreply@blogger.com0tag:blogger.com,1999:blog-4608234679787297079.post-72849208862433725432013-03-19T07:45:00.000-04:002013-03-19T07:45:00.306-04:00Calling For A Pinch Hitter<!--[if !mso]>
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<br />
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiqvZVcP-AApBopeVWKSazLwz764XHkFn1kDywibEivMOsJizvCD6doUoNs-cTgOh3E1afMgbeq5nh5PX2ez0axRWTtQ0KtedSVFJGrzMSxiMR_nxefFODBgb8EovPMnKjDnESnBucggFxe/s1600/blake-big.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="319" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiqvZVcP-AApBopeVWKSazLwz764XHkFn1kDywibEivMOsJizvCD6doUoNs-cTgOh3E1afMgbeq5nh5PX2ez0axRWTtQ0KtedSVFJGrzMSxiMR_nxefFODBgb8EovPMnKjDnESnBucggFxe/s320/blake-big.jpg" width="320" /></a><span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;">Strong leaders are courageous,
powerful, outgoing, and decisive, but the one of the most remarkable traits of
strong leaders is their ability to step aside and let others lead when the
moment calls for it. Understanding the strengths and weaknesses of you and your
team, and the willingness to use the best person for the job, are two of the
key weapons in a strong leaders’ arsenal.</span></span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt;">
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;">No one highlights the importance
of stepping aside more than TOMS shoes founder, Blake Mycoskie. When TOMS
started, Blake and his three interns ran the company out of his Venice Beach
apartment. Resources were so tight that four employees had to share a single
cordless phone. In his book <i>Start
Something That Matters</i> Blake describes how, when one day a sales rep from
Nordstrom called, having one phone became the perfect opportunity to show when
to step aside.</span></span>
</div>
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<br /></div>
<a name='more'></a><br />
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;">
</span></span><div class="MsoNormal" style="line-height: normal; margin: 0in 0.5in 0.0001pt;">
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;">“‘I’m an assistant buyer,’ the
man continued. ‘I need to get this order processed right away.’</span></span></div>
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;">
</span></span><div class="MsoNormal" style="line-height: normal; margin: 0in 0.5in 0.0001pt;">
<br /></div>
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;">
</span></span><div class="MsoNormal" style="line-height: normal; margin: 0in 0.5in 0.0001pt;">
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;">‘I would love to send them to
you,’ I said, ‘but we don’t have any shoes now.’</span></span></div>
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;">
</span></span><div class="MsoNormal" style="line-height: normal; margin: 0in 0.5in 0.0001pt;">
<br /></div>
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;">
</span></span><div class="MsoNormal" style="line-height: normal; margin: 0in 0.5in 0.0001pt;">
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;">The man started to get a little
testy. ‘Just me put me in touch with the sales department,’ he snapped.</span></span></div>
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;">
</span></span><div class="MsoNormal" style="line-height: normal; margin: 0in 0.5in 0.0001pt;">
<br /></div>
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;">
</span></span><div class="MsoNormal" style="line-height: normal; margin: 0in 0.5in 0.0001pt;">
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;">Not sure what to do, I tossed the
phone to one of the interns. She shrugged. ‘Hi,’ she said. ‘This is the sales
department.’”</span></span></div>
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;">
</span></span><div class="MsoNormal" style="line-height: normal; margin: 0in 0.5in 0.0001pt;">
<br /></div>
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;">
</span></span><div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt;">
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;">The intern gave the sales rep the
same answer as Blake, and when the rep then asked for the customer service
department, the intern explained that he’d already spoken to almost everyone
who worked for the company, including the Founder and CEO. In the end the rep
was so charmed by the cheekiness of TOMS that he placed the order anyway, and
today Nordstrom is one of TOMS’ largest retailers.</span></span></div>
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;">
</span></span><div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt;">
<br /></div>
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;">
</span></span><div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt;">
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;">Blake had a choice in this
situation. He was the founder and CEO of the company and could have told the
sales rep that right away, but rather than use his power to control the
situation he gave one of his employees a chance to step up to the plate. And in
the process, he turned what could have been a stressful situation into a fun,
teachable moment.</span></span></div>
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;">
</span></span><div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt;">
<br /></div>
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;">
</span></span><div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt;">
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;">Strong leaders are often called
to be brave and courageous in the face of complex situations, but, like Blake
Mycoskie, one of the bravest things a leader can do is to step aside and let
the right person do the job. <span> </span></span></span></div>
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;">
</span></span><div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt;">
<br /></div>
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;">
</span></span><div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt;">
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;">I’d love to hear from you. Use
the comment section below to tell me about a time you stepped aside.</span></span></div>
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;">
</span></span><div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt;">
<br /></div>
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;">
</span></span><div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt;">
<br /></div>
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;">
</span></span><div style="margin: 0in 0in 0.0001pt;">
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;"><span style="color: black;">Remember, you
can change it…we can help!</span></span></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<br /></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;"><span style="color: black;"><img border="0" height="58" name="ACCOUNT.IMAGE.26" src="https://origin.ih.constantcontact.com/fs015/1011085971078/img/26.jpg" width="171" /> </span></span></span></div>
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;">
</span></span>Peggy Grall - The Change Coachhttp://www.blogger.com/profile/13612202054122563696noreply@blogger.com0tag:blogger.com,1999:blog-4608234679787297079.post-59568200754847345872013-03-12T07:40:00.000-04:002013-03-12T10:41:39.819-04:00Find Your Inner Dimon<!--[if !mso]>
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</o:shapelayout></xml><![endif]--><span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;">When times get really
tough, and your organization is in crisis, being a <i>good</i> leader may not be enough; you’ll need to be a <i>strong</i> one too. In my latest Change
Bytes newsletter, “Stepping Up: Are You a Strong Leader?” I told you about some
of the important characteristics of strong leaders. From well-founded values to
knowing when to step away, strong leaders are decisive and firm in fluid,
difficult situations.</span></span><br />
<div style="margin: 0in 0in 0.0001pt;">
<br /></div>
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgq1c_b8qkxsH_92hSt3irkbpDELsWztfG0uI-meALn5MmyqFiYbxB5lRb4_fJbXOrNYSSmByVAaYxLMXeDieRIBbjRWdhqKradPBi8DYkGHvZq2rJC_HDbz_gFZrfvWEvojZAUhGAACydo/s1600/907b.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgq1c_b8qkxsH_92hSt3irkbpDELsWztfG0uI-meALn5MmyqFiYbxB5lRb4_fJbXOrNYSSmByVAaYxLMXeDieRIBbjRWdhqKradPBi8DYkGHvZq2rJC_HDbz_gFZrfvWEvojZAUhGAACydo/s1600/907b.jpg" /></a></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;">Arguably the most important characteristic of a strong leader is
simply stepping up to the challenge, and having a willingness to make hard
decisions and take responsibility for the actions of your company and
colleagues. No matter your feelings about large corporate banks and their role
in the Great Recession, it is clear that JPMorgan Chase CEO Jaime Dimon is a
strong leader. In the wake of the 2008/2009 stock market crash, bank stocks
were hammered, and many of Dimon’s fellow CEOs lost their jobs. Not only did
Dimon keep his, but his out-spoken and candid television appearances eventually
earned him the reputation as the unofficial spokesperson for the entire
industry. While other CEOs hid in their offices, issuing written statements
about the health of their companies and the Banking Industry, Dimon stood
before the United States Congress—not once, but <i>twice!</i>—to answer difficult, sometimes angry, questions about his
company’s responsibility for the Recession.</span></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;"></span></span></div>
<a name='more'></a><br />
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;">Certainly Dimon has made
mistakes (doing a Google search of his name brings up almost as many stories
and blog postings about his failings as his triumphs), but through it all he
has taken public responsibility for his company’s mistakes, deflected praise to
his subordinates, and remained a steadfast and public champion for his business
and his industry. These are the qualities that put Dimon at the top of almost
every list of the world’s best CEOs year after year, and these are what make
him a strong leader. Not a perfect leader, but a strong one.</span></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<br /></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;">I’d love to hear from you!
Use the comment section below to tell me about a time when you, or someone you
know, have been a strong leader.</span></span>
</div>
<div style="margin: 0in 0in 0.0001pt;">
<br /></div>
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;">Remember, you can change it…we can help!</span></span><br />
<br />
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;"><span style="color: black;"><img border="0" height="58" name="ACCOUNT.IMAGE.26" src="https://origin.ih.constantcontact.com/fs015/1011085971078/img/26.jpg" width="171" /> </span></span></span>Peggy Grall - The Change Coachhttp://www.blogger.com/profile/13612202054122563696noreply@blogger.com0tag:blogger.com,1999:blog-4608234679787297079.post-84403310669088898002013-02-19T06:00:00.000-05:002013-02-19T06:00:01.416-05:00Crisis Leadership and Shock Trauma<!--[if gte mso 9]><xml>
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<div style="margin: 0in 0in 10pt;">
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;">If you’ve ever been in
one of my <a href="http://www.peggygrall.com/leadingchange.html" target="_blank"><span style="color: #669900;">Leading
Change </span></a>workshops
you know that I believe that business change environments dictate the style of
leadership you should adopt. For instance, Business As Usual is best served by <i>'Champion'</i> leaders,
while Crisis situations require a more directive <i>'Captain'</i> in charge. Traditional leadership
models often fall short during intense organizational change. </span></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg41f8Jyv2sHPSDMPQtfh2hL1OF-I6qsgOTTb_zq7PvisKbBa0_pKmhaPhhgzbwLcMYAOuIr1nb-9RWewB9InAAnTkackRb5frZ70tn4UVLV0XtzoPwFKjtyl9vrUqdvfap5nZnh57a6qtM/s1600/emergency-room-sign.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="213" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg41f8Jyv2sHPSDMPQtfh2hL1OF-I6qsgOTTb_zq7PvisKbBa0_pKmhaPhhgzbwLcMYAOuIr1nb-9RWewB9InAAnTkackRb5frZ70tn4UVLV0XtzoPwFKjtyl9vrUqdvfap5nZnh57a6qtM/s320/emergency-room-sign.jpg" width="320" /></a></div>
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;"><span id="goog_1509010754"></span><span id="goog_1509010755"></span>Some
interesting ideas about Crisis leadership have come from researchers at the US
Army Research Institute who spent ten months observing the Shock Trauma Center
in Baltimore, Maryland, a world-renowned urban facility that treats more than
7,000 patients each year with severe, often life-threatening injuries. They
wanted to find out which leadership strategies fared best for teams working in
"highly dynamic and stressful situations". The Shock Trauma Center
was the perfect petri dish.</span></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<br /></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;">The
center's trauma teams are made up of three key leadership roles: the top-ranked
position, held by the 'Attending' surgeon; the second-ranked 'Fellow' position,
followed by the third-ranked 'Admitting' resident, with the players changing
from day to day, week to week and month to month. A trauma team's lifetime is
short - about 15 to 60 minutes - with individual leaders coming and going while
the leadership <i>positions</i> remain rigid, but flexible.</span></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<br />
<a name='more'></a><br /></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;">Researchers
observed that the team's active leadership role shifted frequently and fluidly
among the three individuals. The researchers described what they saw as a,
"paradoxical leadership system characterized both by rigid hierarchy and
dynamic fluidity." They watched junior members of the triad defer in times
of their own uncertainty, and more senior leaders step up, only to step back
again when the junior leader could handle the situation. This <i>dance of
leadership</i> allowed for minimal errors, shared accountability and critical <i>on-the-spot</i>
learning and mentoring. </span></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<br /></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;">Is
your company going through a time of intense change? Could this model work for
you? Perhaps this 'tag-team', 'relay-race' approach to leadership is a <i>best
practice</i> in the making. </span></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<br /></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;">Leave
a comment below and let me know what you think. I'd love to hear about your
leadership roles and how they actually get played out in a crisis.</span></span><br />
<br />
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;"><span><span>Remember, you can change it - we can help!</span></span></span></span></div>
<br />
<span style="font-size: xx-small;"><span style="font-family: Georgia,"Times New Roman",serif;">
<br /><img border="0" height="58" name="ACCOUNT.IMAGE.26" src="https://origin.ih.constantcontact.com/fs015/1011085971078/img/26.jpg" width="171" /></span></span></div>
Peggy Grall - The Change Coachhttp://www.blogger.com/profile/13612202054122563696noreply@blogger.com1tag:blogger.com,1999:blog-4608234679787297079.post-25489073158354979132012-12-12T06:00:00.000-05:002012-12-12T06:00:18.536-05:00What People Magazine Knows About Customer Experience Management<!--[if gte mso 9]><xml>
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<div style="margin: 0in 0in 0.0001pt;">
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;">When Seal and Heidi Klum called it
quits earlier this year, they reported having “grown apart’, a common theme
among Hollywood power couples; they come together in a storm of romance, and beat
a hasty retreat at the first sign of trouble. They gush about their new beau
when things are new, but lose interest once their needs inevitably change.</span></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<br /></div>
<div class="separator" style="clear: both; text-align: center;">
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhd_X0cDwjUvxstZ_65M8kIYBik5fhR2UQtuKf8cg6Uwn6sePBZ8WVSBcmFskWT0DngkeR0CBzUqGBCsYkcfeg27dYFH2VbrIxa72wW-f-FC51YzNjpHbHMhqiFAC0HAv5xJx4jUjgT-y0o/s1600/1353451515_heidi-klum-seal-lg.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhd_X0cDwjUvxstZ_65M8kIYBik5fhR2UQtuKf8cg6Uwn6sePBZ8WVSBcmFskWT0DngkeR0CBzUqGBCsYkcfeg27dYFH2VbrIxa72wW-f-FC51YzNjpHbHMhqiFAC0HAv5xJx4jUjgT-y0o/s320/1353451515_heidi-klum-seal-lg.jpg" width="222" /></a></span></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;">So, what about your relationship
with your customers? Sure, you probably don’t have paparazzi following you to
every meeting, luncheon, or conference, but when things change, business
relationships can fall prey to the same pitfalls as Hollywood romances do. </span></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<br /></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;">How do you know when your
customer’s needs have changed? Do you know what’s important to them - <i>now</i>? And on the flip side, how do you
let your customers know when <i>your </i>needs
have changed?</span></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<br /></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;">For starters, not all customers
leave suppliers because of price, products or options. Research tells us that most
leave because they feel that their current supplier doesn't understand them or
their needs. There’s that word again: <i>needs</i>.</span></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<br /></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;">So, how are you staying ahead of
your customer’s changes? How are you letting them know that you care about
them? Here are few tips for making sure that your company doesn’t end up on the
cover of <i>People </i>magazine.</span></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;"></span></span></div>
<a name='more'></a><span style="font-size: small;"> </span><br />
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;"><b>When you hear the rumors, don’t call your publicist…Call your customer </b>-
When organizations are in flux—and that's just about everyone these
days—knowing exactly what’s changing and how it affects you is just as valuable
as knowing what <i>your</i> team or
organization are up to. So, if you recognize that something isn’t quite right,
ask. Don’t wait to be blind-sided. A simple conversation might be all that’s
needed to keep everything moving ahead.</span></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<br /></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;"><b>The couple that chats together, stays together</b> –Look for new
opportunities to build communication bridges, so that when things change, you
will be the first to know. And once you’re talking, make sure to listen too.
Nothing can kill a relationship faster than not listening to your partner. Speak
to them. Listen to them. Treat them like a real partner and they won’t be so
eager to split when things change.</span></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<br /></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;"><b>Sometimes it’s just time to make a new movie</b> – There are going to
be times when your products or services simply are no longer what your customer
needs. This is an immutable fact of doing business; you can’t be everything to
everyone forever. But if you’ve kept in contact with your customers and
listened and treated them like a business partner, then even lost customers can
be good for business. After all, <i>they </i>might
not need your products, but they just might have a friend who does…</span></span><span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;"><span> </span></span></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<br /></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;"><span>Remember, you can change it - we can help!</span></span></span></div>
<br />
<span style="font-size: x-small;"><span style="font-family: Georgia,"Times New Roman",serif;">
<br /><img border="0" height="58" name="ACCOUNT.IMAGE.26" src="https://origin.ih.constantcontact.com/fs015/1011085971078/img/26.jpg" width="171" /></span>
<span style="font-family: Georgia,"Times New Roman",serif;"></span></span>Peggy Grall - The Change Coachhttp://www.blogger.com/profile/13612202054122563696noreply@blogger.com0tag:blogger.com,1999:blog-4608234679787297079.post-63769720562669882752012-11-28T15:52:00.000-05:002012-11-28T15:52:03.952-05:00Super Nanny to the Rescue! Redux<!--[if gte mso 9]><xml>
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<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;"><b>ED:
This is an update of an earlier post I wrote in 2007. You can read the old one <a href="http://changebytes.blogspot.com/2007/09/have-you-seen-super-nanny-popular-tv.html" target="_blank">here</a>. </b></span></span></div>
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj6k9bPLZW7JxSwIoJ07nZ9d12bImD1d4lDwnZcxtPvbdExHvDNj_5zOep5M7FXzL1A_5ExitWlw9SLgvYzoaTOrn939pnfFKnZXycZPpRw2oYG5KiLvUy4A73imDYhdPTmGcuc4W_NKs7K/s1600/supernanny.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" height="160" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj6k9bPLZW7JxSwIoJ07nZ9d12bImD1d4lDwnZcxtPvbdExHvDNj_5zOep5M7FXzL1A_5ExitWlw9SLgvYzoaTOrn939pnfFKnZXycZPpRw2oYG5KiLvUy4A73imDYhdPTmGcuc4W_NKs7K/s320/supernanny.jpg" width="320" /></a><span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;">Have you seen the popular TV series <i>Super Nanny</i>, where a “real” English
nanny comes to the rescue of distraught parents?<br />
<br />
Week after week the nanny smiles as she steps into house after house of
screaming children and clueless parents. The kids are a mess, the parents are frazzled,
and everyone has reached their boiling point. You can just imagine why these
families dial 911 out of sheer exhaustion.<br />
<br />
But it’s Super Nanny to the rescue! She sweeps into the situation, disciplines the
kids, organizes workable programs, encourages the parents to become "real
parents," and—in her no-nonsense way—she puts the family right again.<br />
<br />
</span></span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt;">
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;">How can you keep from letting your
business turn into a screaming, dysfunctional mess during times of challenge?
Here are three simple rules, complements of Super Nanny:</span></span></div>
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<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;"></span></span></div>
<a name='more'></a><span style="font-size: small;"> </span><br />
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<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;"><b>Set
the Rules</b> – It’s difficult for your employees
to follow the rules if there aren’t any. So, set some simple, firm guidelines
with clear consequences, and then <i>stick
to them.</i></span></span></div>
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<br /></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt;">
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;"><b>Set
the Rules, then Let them be Followed </b>–
There is nothing worse than a micro-manager. Once you’ve made it clear what the
rules and objectives are, sit back and let your employees follow them. Being
clear up front about what is OK and what’s not allows you and your employees to
relax and get on with the task at hand. </span></span></div>
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<br /></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt;">
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;"><b>Be
Nice</b> – Super Nanny may be firm, but
she’s also nice, and her loving attention is what carries the day more often
than not. When your employees or colleagues are driving you crazy, Remember -
you get a lot more with sugar than with salt. Treat others with respect and
they’ll return the favor. </span></span></div>
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<br /></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt;">
<span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-size: small;">Sometimes leading people through
change can be a lot like raising children. Employees want/need boundaries;
clear expectations and loving attention from those in charge. If you remember
the 3 keys to Super Nanny’s success, you can lessen the tantrums, screaming
matches, and surly attitudes that often come with change.</span></span></div>
Peggy Grall - The Change Coachhttp://www.blogger.com/profile/13612202054122563696noreply@blogger.com0tag:blogger.com,1999:blog-4608234679787297079.post-51835719963069859632012-11-20T06:30:00.000-05:002012-11-20T06:30:04.990-05:00Don't Interrupt the Kaiser<!--[if !mso]>
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<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhhPjCQpAdv9LxYRQZXU-YYcn_LnHpc9Q3TSit-FPpq8Wg-8qzqDiVlsD_slL9QCJhMyf0Io4N2B2R63N-T9-EcNobTw1LS14SN8reb83hHCvbTmBRtMUisDroycm1jQhnpNml64EnHmqVR/s1600/bba-kaiser-roll-sandwich-560x372.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="212" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhhPjCQpAdv9LxYRQZXU-YYcn_LnHpc9Q3TSit-FPpq8Wg-8qzqDiVlsD_slL9QCJhMyf0Io4N2B2R63N-T9-EcNobTw1LS14SN8reb83hHCvbTmBRtMUisDroycm1jQhnpNml64EnHmqVR/s320/bba-kaiser-roll-sandwich-560x372.jpg" width="320" /></a>The great
industrialist Henry Kaiser once said, “If your work speaks for itself, don’t
interrupt.” He would know. From building giant warships during World War II to
helping found one of the largest, most efficient healthcare providers in the
world, Kaiser spent his life letting his work speak for him, not the other way
around. Although he died a half-century ago, his words still ring true today.</span></span></div>
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<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;"><br /></span></span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;">
<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;">In a world jammed with about a billion ways to communicate, it can be
hard to remember that actions speak much louder than words- and it’s our
actions that we’ll be remembered by. So here’s 3 tips to help you cut the
chatter and get to the things that matter.</span></span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;">
<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;"></span></span><br />
<a name='more'></a><span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;"><br /></span></span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;">
<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;"><b>Say “Why not?” instead of “Why?”
</b>– Instead of asking yourself <i>why</i>
you and your team should take on a new project, just flip the script - try to
come up with reasons <i>not </i>to do it. If
nothing good comes up, then full steam ahead!</span></span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;">
<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;"><br /></span></span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;">
<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;"><b>Make a Plan (Then Get Started
Anyway) – </b>Of course planning is important, but remember, even the prettiest
plans get a little messed up once they make it to the prom. Once you get into
the thick of it, details will get a little smudged, timelines will morph and
all that time you spent working on contingency plans will feel like a waste. Be
flexible and, most importantly - have fun! In the end, no one remembers the
plan - they remember the results.</span></span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;">
<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;"><br /></span></span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;">
<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;"><b>Even Failure is a Win – </b>Some
of the best business ideas have come from some of the most spectacular business
failures (see Steve Jobs and Apple). Instead of dwelling on all the ways a new
project could fail, remind yourself that even failure can be a win, if nothing
else - it teaches you what <i>not </i>to do
in the future. </span></span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;">
<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;"><br /></span></span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;">
<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;">When life presents you with challenges, don’t spend too much time
planning or asking why or worrying about failure. Just act, move, do it! Set a
lunch date with your challenge; circle it on the calendar, then <i>go</i>. Who knows what your achievements
will say to the world about you.</span></span></div>
Peggy Grall - The Change Coachhttp://www.blogger.com/profile/13612202054122563696noreply@blogger.com0tag:blogger.com,1999:blog-4608234679787297079.post-18872287167468373062012-11-13T06:00:00.000-05:002012-11-19T16:33:56.442-05:00Harry Potter, Frankenstein, and Andrew Carnegie Walk Into a Bar<br />
<div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;">
<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;">New ideas, new ways of doing things, new products, every day brings
with it the chance for dynamic change. Staying ahead of that change requires
hard work, intuition, a bit of luck, and most of all creativity. But, how can you
<i>be</i> creative? Is there a switch you
can turn on? Or are some people just born creative?</span></span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;">
<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;"><br /></span></span></div>
<div class="separator" style="clear: both; text-align: center;">
<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEha_04InPYfhGEqpr0OkF4gogYmuyf649IYpVt5x2P7huNVfR2OVr1IoHxe3iz4Dx0Od3bhVnCID0m2blESY-oVusfQhjAeVgd7O2r_yRqrMvKzXJRC2Itn9HqjT8JvrT_5I7IB5ncGFHvz/s1600/ff_fasttrack10_f-300x163.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEha_04InPYfhGEqpr0OkF4gogYmuyf649IYpVt5x2P7huNVfR2OVr1IoHxe3iz4Dx0Od3bhVnCID0m2blESY-oVusfQhjAeVgd7O2r_yRqrMvKzXJRC2Itn9HqjT8JvrT_5I7IB5ncGFHvz/s1600/ff_fasttrack10_f-300x163.jpg" /></a></span></span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;">
<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;">The superstar author J.K. Rowling came up with the iconic Harry Potter when
she was doing nothing more spectacular than riding a train, looking out the
window, and daydreaming. Similarly, rumor has it that author Mary Shelley
invented Frankenstein during a late night round of story-telling with friends
in a Swiss retreat. Andrew Carnegie, the insanely successful steel magnate,
worked most of his young life not in steel, but in the railroad industry, but he
took the insights he learned from the railroads and applied them to steel,
revolutionizing the industry.</span></span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;">
<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;"><br /></span></span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;">
<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;">These aren’t examples of naturally clever and creative people coming up
with world-changing ideas; these are stories of people giving themselves the
opportunity to be creative, by preparing, by sharing, and by ignoring.<b> </b></span></span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;">
<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;"></span></span><br />
<a name='more'></a><span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;"><br /></span></span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;">
<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;"><b>Preparing</b> – Just like Andrew
Carnegie, you need to make sure you’ve done your homework before you go about
changing the world. Read every book, take every class, and learn everything you
can about your subject, that way you can see the problem, and novel ideas for
solving issues, from every angle.<b> </b></span></span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;">
<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;"><br /></span></span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;">
<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;"><b>Sharing</b> – Don’t keep your
ideas to yourself. Mark Shelley invented Frankenstein’s monster by bouncing
ideas off her friends. Could you do that? Talking to others helps you find
solutions you might not have thought of yourself, and can be helpful in noticing
roadblocks - before they bar the way forward.<b> </b></span></span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;">
<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;"><br /></span></span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;">
<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;"><b>Ignoring</b> – After you’ve
prepared and shared, it’s time to do like J.K. Rowling and take a ride down the
relaxation railroad. Take a break, relax, and work on something else for a while.
You’ll be surprised how creative you can be when you aren’t even trying!</span></span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;">
<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;"><br /></span></span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;">
<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;">Things change, and dealing with that change requires creativity, but
you don’t have to be Andrew Carnegie to come up with a good idea. You just need
to take the time to understand the problem, learn from others, and let the
solutions surface. Next time you find yourself struggling for an answer, try
these three tips and find your inner genius.</span></span></div>
Peggy Grall - The Change Coachhttp://www.blogger.com/profile/13612202054122563696noreply@blogger.com0tag:blogger.com,1999:blog-4608234679787297079.post-51860378263763685792012-11-06T06:30:00.000-05:002012-11-19T16:33:01.711-05:00Changes Are Coming<!--[if gte mso 9]><xml>
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<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;">With a view towards providing increasing value to my loyal
readers, I’m excited to announce some changes that you’ll soon see happening
with this blog space. </span></span></div>
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<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjHIOmoJXalcpYaw1P9a0IfJUqX1fC_4SI3MpctlnMhFF3Ye5C_8wSadBLZTJhMX5ThSz4ksRCs65jKhMbxJPLNMYN-_0NijzTFHNDm7lvlqJ9n92Jx1AEERVH9U01TUtNVsdvCNLclVOJ9/s1600/FutureRoadSign-1024x819.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" height="255" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjHIOmoJXalcpYaw1P9a0IfJUqX1fC_4SI3MpctlnMhFF3Ye5C_8wSadBLZTJhMX5ThSz4ksRCs65jKhMbxJPLNMYN-_0NijzTFHNDm7lvlqJ9n92Jx1AEERVH9U01TUtNVsdvCNLclVOJ9/s320/FutureRoadSign-1024x819.jpg" width="320" /></a>Starting today, this blog will become a landing place
for ideas, inspiration, and advice on transformational change. You’ll see brief,
targeted blog posts that highlight some of my <i>lessons learned</i> working on the front lines of organizational and
personal change. </span></span></div>
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<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;">And the good news is that this change is going to be painless
for you! No need to change the bookmark on your web browser. So, think of this
space as your place to hang out, voice your own keen insights, gnarly challenges
and the tips & tools that work for you. </span></span></div>
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<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;">If you currently subscribe to my monthly ‘Change Bytes’
newsletter, you won’t see it here going forward, but don’t worry, it will
continue to find it’s way into your Inbox. If you’ve not yet received the
newsletter, just <a href="http://visitor.constantcontact.com/manage/optin/ea?v=001G3gQF_El_4q9ywKwXO483Q%3D%3D" target="_blank">sign up</a> and you’ll also
receive my complementary e-book, <u>19 Hopeful Hints for Managing the <i>Big Fat</i> Changes at Work</u>. Try it…you’ll
like it!</span></span></div>
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<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;">And, follow me on Twitter under the new handle <a href="https://twitter.com/ChangeBytes" target="_blank">@Change Bytes</a>. Join me there for a daily dose of
inspiration and challenge to help you <i>change
what you thought you couldn’t</i>. We’re all in this together, so I’ll do my
part to keep you energized and moving forward.</span></span></div>
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<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;"><span style="line-height: 115%;">Remember, you can change it…I can help!</span></span></span>Peggy Grall - The Change Coachhttp://www.blogger.com/profile/13612202054122563696noreply@blogger.com0tag:blogger.com,1999:blog-4608234679787297079.post-33204363033182578302012-10-18T16:50:00.002-04:002012-11-19T16:33:25.631-05:00Vive la Différence <table border="0" cellpadding="0" cellspacing="0" style="background-color: white; color: black; text-align: left;"><tbody>
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<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;">Change initiatives bring out the best - and worst - in all of us. From senior leaders to front line staff. What others need from us to make <i>their</i> transition successful is often very different from what we would naturally do ourselves.</span></span></div>
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<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;">We see this disconnect played out in political tugs or war all the time. One party says the path to economic stability is to curb spending, while the opposition insists that ramping up government-funded programs is <i>the way</i> to stabilize the economy and raise the standard of living for the poor.</span></span></div>
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<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;"><b>Dimensions of Diversity</b> (those differentiators that separate individuals, groups and whole companies) are the Achilles heel of change initiatives, and need to be fully understood and respected for their ability to derail an otherwise workable transition. A few of the most common Dimensions of Diversity are:</span></span></div>
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<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;"><span style="text-decoration: underline;">Values:</span> What do you believe? What are your non-negotiables, those parts of the plan that you just <i>have to have</i> in order to put your whole heart behind it? Do you know what they are...have you told anyone yet? If individual values are not shared by the entire group, or are not taken into account during change initiatives, the effects can be disastrous.<span style="color: red;"> <img align="right" border="0" height="393" hspace="5" name="ACCOUNT.IMAGE.184" src="https://origin.ih.constantcontact.com/fs015/1011085971078/img/184.jpg" vspace="5" width="300" /></span></span></span></div>
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<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;"><span style="text-decoration: underline;">Vision:</span> There is always a "Big V" vision (those well-crafted statements of intention selected by a chosen few) and the hundreds of "little v" visions (how each and every person sees themselves fitting - or not - into the new plan) at work in every new initiative. These hundreds of individual visions need to be considered when crafting the "Big V" vision or the initiative could lose focus. </span></span></div>
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<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;"><span style="text-decoration: underline;">Competencies</span>: Risk tolerance disparities and other change skills can differ greatly among key stakeholders. Some people look for ways to step into change in every new situation...others scan their horizons for the next sure thing. There are those employees who have been thorough a significant change in the past and have the necessary skills.</span></span></div>
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<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;"><span style="text-decoration: underline;">Attitudes</span>: Often in a transition you have Resisters working alongside Change Champions. These two types of approach can come into conflict when the do-ability of a change is being debated. A person's mindset is a powerful predictor of how they will deal with the tougher parts of the change and find solutions that allow them to move forward.</span></span></div>
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<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;"><span style="text-decoration: underline;">Personal Style:</span> Thinking and responding times colliding. Vive ladifférence sounds great until you find yourself toe-to-toe with another person or group that is "ready" to make a move before you are, or when you're the one that has your finger on the trigger while your team runsfor cover. In my experience, personal style accounts for the greatest percentage of stalled and/or failed change efforts. When we get it right, it's a beautiful thing...when we fail to factor in this dimension of diversity...we're finished.</span></span></div>
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<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;">The first step in leveraging differences is to make the unknown known. Speak it, share it, and make it visible. Make room and opportunities for people, at all levels of the organization, to declare their perspectives and preferred approaches to the change - then make the plan fit the folks!</span></span></div>
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<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;">By making differences transparent, everyone has the opportunity to meet the needs and adjust to the styles of others. When push comes to shove, as it often does in the throes of intense change, understanding each other is Job #1. </span></span></div>
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<span style="font-size: small;"><span style="font-family: Georgia,"Times New Roman",serif;">Remember, you can change it - we can help!</span></span></div>
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<br /><img border="0" height="58" name="ACCOUNT.IMAGE.26" src="https://origin.ih.constantcontact.com/fs015/1011085971078/img/26.jpg" width="171" /></span>
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October 2012</span></span>
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Peggy Grall - The Change Coachhttp://www.blogger.com/profile/13612202054122563696noreply@blogger.com0tag:blogger.com,1999:blog-4608234679787297079.post-15239125410812364502012-09-21T10:42:00.000-04:002012-09-21T10:42:19.066-04:00<table border="0" cellpadding="0" cellspacing="0" style="background-color: white; color: black; text-align: left; width: 100%px;"><tbody>
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<span style="color: #669900; font-family: 'Palatino Linotype', ' Book Antiqua', ' Palatino', ' Times New Roman', ' Times', ' serif'; font-size: 24pt;"><strong>Can we Talk?</strong></span></div>
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<span style="font-family: Times-New-Roman; font-size: 12pt;">What do smoking, and drinking and driving, have in common? They're examples of social behaviors that have been radically challenged and changed in the last couple of decades. There was a time when both were considered mostly acceptable; today - neither are crowd pleasers, and for good reasons.</span></div>
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<span style="font-size: 12pt;">Recently, I spent the better part of a day with a man who is the victim of a drunk driver. I say he </span><i style="font-size: 12pt;">is</i><span style="font-size: 12pt;"> and not </span><i style="font-size: 12pt;">was</i><span style="font-size: 12pt;"> a victim because, in a split second, that careless driver sentenced this young man to a wheelchair...for life. At 7:23pm, while driving on a near-empty stretch of highway, his routine drive home became the last time he would spend - even a few minutes - pain free. He sustained multiple injuries and now, through no fault of his own, spends most of his day struggling to recall, from hour to hour, what is happening around him. He's a well-educated engineer, husband and father of two great kids. For the past 8 years his life has been nothing like he had dreamed it would be.</span></div>
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Spending time with someone so impacted by someone else's choices has made me consider change in a different light. Sometimes we get caught in other people's decisions, and for better or worse, and we can find ourselves living out the consequences of someone else's actions.</div>
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This happens all the time at work, doesn't it? A leader, key customer, or board of directors chooses a course of action that triggers layoffs, project cancellations or cutbacks. A product line changes and a team, or a whole company<i>, go in a different direction, </i>and hundreds are left in the wake.</div>
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So, what can you do when the change you have to make is the result of someone else's choice? How can we get past the resentment and, in some cases bitterness, of being 'forced' into a job, situation or a life that we never thought would happen?</div>
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I asked my young friend that same question. He told me that he had wasted (his words) too many months being angry and feeling sorry for himself. He said that, if he'd have known how much energy his resistance to his new reality was stealing from him, he'd have chosen to accept his circumstances sooner than he did. He said that he would have put all his energy into creating a way to live with his limitations sooner, and look harder at what he still has control over. </div>
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<span style="font-size: 12pt;">Chances are that most of us won't have to face a traumatic re-order of our lives, but all of us are handed changes that we don't like....that we didn't choose. Daily we're required by the government, our employers, friends and families to </span><i style="font-size: 12pt;">stop</i><span style="font-size: 12pt;"> or</span><i style="font-size: 12pt;">start </i><span style="font-size: 12pt;">doing something that we would not have chosen to change on our own.</span></div>
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If you have found yourself in this position, here are a few tips to get you moving out of resistance - into your life again:</div>
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<li>Throw yourself a 'Whine & Gees' party. That's right, one hour to feel as sorry as you can for yourself and your circumstances. Invite your friends. Yell, cry, stomp and wallow...then take three deep breaths, clean yourself up and DO something you haven't done yet.</li>
<li>Make a list of the parts of your situation that you control and those you don't - then rip the list in half, and post up the list of what is within your control. This is your new list - you're only list now...study it for clues about your next steps forward</li>
<li>Spend time with someone who has been through what is in front of you. Ask them to share their ideas and keep you honest. Give them permission to call you out if they see you getting stuck in resistance.</li>
<li>Learn a new problem-solving technique. There are lots out there...find one and apply the principles to your circumstances. If it doesn't work...try another one.</li>
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<span style="font-size: 12pt;">Sometimes change is fun, easy...sometimes it's bone crushing hard. Either way, the sooner you get past the past, the quicker you will find a path to a better place.</span></div>
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If you're being handed changes you don't like, and you want a thinking partner to help you find a path forward...call me.</div>
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Remember, you can change it - we can help!</div>
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Peggy Grall - The Change Coachhttp://www.blogger.com/profile/13612202054122563696noreply@blogger.com0tag:blogger.com,1999:blog-4608234679787297079.post-48166619045738870192012-08-13T20:40:00.002-04:002012-08-13T20:40:51.836-04:00<table border="0" cellpadding="0" cellspacing="0" style="background-color: white; color: black; text-align: left; width: 100%px;"><tbody>
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<span style="color: #669900; font-family: 'Palatino Linotype', ' Book Antiqua', ' Palatino', ' Times New Roman', ' Times', ' serif'; font-size: 24pt;"><strong>How Smart Are You?</strong></span></div>
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<span style="font-family: Calibri, Helvetica, Arial, sans-serif;"><div lang="EN-US" style="margin: 0cm 0cm 10pt;">
Alfred Binet, theFrench psychologist who, in the early 1900's, invented the first usable cognitive intelligence test, initially characterized an intelligent person as having good sense, practical sense or initiative; resulting in the ability to adapt one's self to their circumstances.</div>
In the early nineties, Daniel Goleman articulated concepts around Emotional Intelligence, challenging the widely held notion that IQ was the central human capacity contributing to success in life and at work. He proposed that our ability to know our emotional states, and read the emotional states of others and adjust appropriately, is the prime factor for success at work and in life.<br />
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Howard Gardner, an American <a href="" shape="rect">developmental psychologist</a> and professor of Cognition and Education at Harvard says, 'Human intellectual competence must entail a set of problem solving skills - enabling the individual to resolve genuine problems or difficulties that he or she encounters and, when appropriate, to create an effective product - and must also entail the potential for finding or creating problems - and thereby laying the groundwork for the acquisition of new knowledge".<br />
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And, now there is Innovation Intelligence: the ability to think in new and creative ways. Championed by Claude Legrand and David Weiss, in their book Innovative Intelligence, we are introduced to how dismal the innovative intelligence is in most organizations and how companies can get better at mining the creativity of teams and whole organizations.<br />
<br />
I'm intrigued by the forces that Le Grand and Weiss report block Innovation Intelligence at work, because they appear to be the same set of barriers that prevent teams and organizations from being able to embrace meaningful change. Here are a few barriers that I see plaguing the need for innovation and the drive to implement change initiatives.<br />
<ul>
<li>The love/hate relationship people have with new ideas. People say they want something new, but when push comes to shove, they love, and fiercely protect, the status quo. Often there is an almost, 'not on my watch' mentality when it comes to actually stepping out of the box - the box is just too darn comfortable.</li>
</ul>
<ul>
<li>The confusion between doing things well - being effective and efficient - and doing new things. Humans gravitate towards what they know; they want to 'fix-up' what they already know how to do, rather than learn something new...especially if the new required thinking and/or behaviours scare them.</li>
</ul>
<ul>
<li>People don't really know how to innovate, to think differently, to get out of their old patterns and perspectives and approach a problem or challenge with 'new eyes'. We can learn to innovate and change...really we can. What is required to change and innovate can be taught, replicated and can become a company's best practices.</li>
</ul>
<ul>
<li>'Different' is messy. Often the leadership of the organization just doesn't want the mess that new ideas and their potential failures might bring. Many leaders hold themselves and their teams to short term goals, not long term efforts - the kind of pursuits that real innovation and change require.</li>
</ul>
<ul>
<li>To innovate or change is WORK.... hard work. It takes time and requires accountability; the kind of accountability that most leaders don't know how (or are unwilling) to exercise.</li>
</ul>
<br />
So, how intelligent are you? Or better put, in what way are you intelligent? And, what kind of intelligence does your career or life need right now? If you need to further develop your IQ skills, educate yourself - as most IQ tests are more a test of memory than anything. If you want to investigate your Innovative Intelligence, take a look at Legrand and Weiss's new book.<br />
<br />
And remember, if you want to work on your change intelligence ...you can change it, we can help!<br />
<br />
June 2012</span></div>
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Peggy Grall - The Change Coachhttp://www.blogger.com/profile/13612202054122563696noreply@blogger.com0tag:blogger.com,1999:blog-4608234679787297079.post-80804840276460368352012-05-14T09:04:00.000-04:002012-05-14T09:04:28.644-04:00<br />
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<span style="color: #669900; font-family: 'Palatino Linotype', ' Book Antiqua', ' Palatino', ' Times New Roman', ' Times', ' serif'; font-size: 24pt;"><strong>Good to Great</strong></span></div>
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<span style="font-family: Calibri, Helvetica, Arial, sans-serif;"><div lang="EN-US" style="font-family: Calibri, Helvetica, Arial, sans-serif; margin-bottom: 10pt; margin-left: 0cm; margin-right: 0cm; margin-top: 0cm;">
<a href="http://r20.rs6.net/tn.jsp?e=001dhDCDFsNbvl1SscVUjGWkOJX1dGmYtGOop_fJJCUuuVBmcJyhcRzDaI7VV_OSj_uw0VHBbX-qWpUyLFw-QaJxjuJ8aXVVHP3VqUDYK-O06MAgETA_5O2Hw==" linktype="1" shape="rect" style="color: #669900; font-weight: bold; text-decoration: underline;" target="_blank" track="on">Jim Collins</a> (Good to Great, Great by Choice) was a keynote presenter at the Women President's Organization annual conference in Atlanta this past month. Mr. Collin's books are always a good read, and he was in rare form presenting in front of this 800 strong crowd of exceptional female entrepreneurs.</div>
<div style="margin-bottom: 0px; margin-top: 0px;">
<span>As you would expect, he had several salient ideas to share, and his parting 'To Do' list; a must-do catalog of great ideas for extra ordinary leaders, has stuck with me. There were three actions he suggested that caught my eye as having the power to profoundly impact a successful change effort.</span></div>
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1. Hold a 'Brutal Facts' meeting each quarter, in which the realities, a company's profit and loss figures, percent margins and customer retention numbers, etc. are shared with everyone. Yep, everyone. Those who change best are those who must, and knowing the truth about how the company is doing and how the change effort will (or won't, if it fails) impact the financial health of all concerned is important information that can act as an enduring motivator.</div>
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<img align="right" alt="Values sign" border="0" height="377" hspace="5" name="ACCOUNT.IMAGE.181" src="https://origin.ih.constantcontact.com/fs015/1011085971078/img/181.jpg" style="text-align: right;" vspace="5" width="300" /></div>
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2. Develop ROL (Return on Luck) strategies. Of all the influences that contribute to success, old - fashioned luck can often be the X factor that puts your plans over the top. Collins explained that, 'who luck' is the best kind of luck there is and that he's observed that who luck is often squandered and, in many cases, the person that could have tipped the scales in a company's favour is simply allowed to walk out the door. He challenged the audience to strategize ways to capitalize on lady luck when she comes knocking; deciding ahead of time how to maximize the right connections at the right time.</div>
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3. Commit to a set of values that will still be relevant 100 years from now. Most companies begin the strategic planning process by crafting a set of organizational values... and then shove them in a drawer somewhere. Maybe that happens because the values are too situational, contrived or so milk toast that they fail to grab people's hearts. Values that endure are ones that evoke truth, transparency and trust. Do you have a personal set of values that will stand the test of time? Does your company?</div>
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<span>Oh, and he also suggested that, when you're finished with your To Do List, that you craft a Stop Doing List as well. It's every bit as important, and often more powerful, to stop doing those things that get in your way, than to take on new activities.</span></div>
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<span>See Collin's whole To Do List below.</span><br />
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And if you want to get started on those that resonate with you as being the most important steps towards moving your company, department, team - or yourself forward...call me!</div>
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Remember, you can change it - we can help!</div>
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May 2012</div>
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</tbody></table>Peggy Grall - The Change Coachhttp://www.blogger.com/profile/13612202054122563696noreply@blogger.com0tag:blogger.com,1999:blog-4608234679787297079.post-58765324481205614542012-05-09T23:34:00.000-04:002012-05-09T23:40:22.515-04:00Jim Collins' To Do List for 2012<span class="Apple-style-span" style="font-family: Arial, Helvetica, 'Nimbus Sans L', sans-serif; font-size: 13px; line-height: 12px;">-Go to the Good to Great website and take the Good to Great Diagnostic for your business</span><br />
<span class="Apple-style-span" style="font-family: Arial, Helvetica, 'Nimbus Sans L', sans-serif; font-size: 13px; line-height: 12px;">-Make sure you have the 'right people in the right seats' on your company's bus</span><br />
<span class="Apple-style-span" style="font-family: Arial, Helvetica, 'Nimbus Sans L', sans-serif; font-size: 13px; line-height: 12px;">-Hold a 'Brutal Facts' meeting each quarter, in which the numbers for the company are shared with everyone</span><br />
<span class="Apple-style-span" style="font-family: Arial, Helvetica, 'Nimbus Sans L', sans-serif; font-size: 13px; line-height: 12px;">-Have a 15-25 Big Harry Audacious Goal for yourself</span><br />
<span class="Apple-style-span" style="font-family: Arial, Helvetica, 'Nimbus Sans L', sans-serif; font-size: 13px; line-height: 12px;">-Commit to consistency</span><br />
<span class="Apple-style-span" style="font-family: Arial, Helvetica, 'Nimbus Sans L', sans-serif; font-size: 13px; line-height: 12px;">-Calculate, then take a risk this year</span><br />
<span class="Apple-style-span" style="font-family: Arial, Helvetica, 'Nimbus Sans L', sans-serif; font-size: 13px; line-height: 12px;">-Make a plan that would allow you to go one year without revenue in your company – because some day you may need to</span><br />
<span class="Apple-style-span" style="font-family: Arial, Helvetica, 'Nimbus Sans L', sans-serif; font-size: 13px; line-height: 12px;">-Look for ROL (Return on Luck) strategies – what will you do with a stroke of luck</span><br />
<span class="Apple-style-span" style="font-family: Arial, Helvetica, 'Nimbus Sans L', sans-serif; font-size: 13px; line-height: 12px;">-Commit to values – ones that will still be relevant 100 years from now</span><br />
<span class="Apple-style-span" style="font-family: Arial, Helvetica, 'Nimbus Sans L', sans-serif; font-size: 13px; line-height: 12px;">-Make a Stop Doing List – then STOP doing unnecessary things</span><br />
<span class="Apple-style-span" style="font-family: Arial, Helvetica, 'Nimbus Sans L', sans-serif; font-size: 13px; line-height: 12px;"><br /></span><br />
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<span class="Apple-style-span" style="font-family: Arial, Helvetica, 'Nimbus Sans L', sans-serif; font-size: 13px; line-height: 12px;">Click here for more information on <a href="http://www.jimcollins.com/">Jim Collins</a> </span>Peggy Grall - The Change Coachhttp://www.blogger.com/profile/13612202054122563696noreply@blogger.com0tag:blogger.com,1999:blog-4608234679787297079.post-5794775676937811162012-04-10T11:30:00.000-04:002012-04-10T11:30:52.433-04:00What Do You Expect?<table bgcolor="#FFFFFF" border="0" cellpadding="0" cellspacing="0" style="background-color: white; text-align: left;"><tbody>
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<tr><td align="left" colspan="1" rowspan="1" style="text-align: left;" valign="top"><div><span style="font-family: Calibri, Helvetica, Arial, sans-serif;"><div lang="EN-US" style="font-family: Calibri, Helvetica, Arial, sans-serif; margin-bottom: 10pt; margin-left: 0cm; margin-right: 0cm; margin-top: 0cm;">I boarded Direct Air flight #5915 on March 5th for a flight to the sunny south, fully expecting that the airline would fly me safely home again 10 days later. Ah - no! Six days after my departure, the airline went bankrupt and I was left to fend for myself. Feeling angry, disappointed and ripped off, I spent hours searching the Internet for a flight that wouldn't break the bank. It was the height of Spring Break in Florida and flights were hard to come by.</div><div style="margin-bottom: 0px; margin-top: 0px;">After a few frustrating hours, trying to get a coherent answer from the airlines, and an assurance from VISA that they would refund my loss, I took a walk and found myself wondering...what exactly had I expected when I booked this flight? I fly a fair bit and haven't given much thought lately to my expectations for travel. Air travel certainly isn't what it used to be and, over time, we - the flying public - have been forced to lower our expectations incrementally.</div><div style="margin-bottom: 0px; margin-top: 0px;"><br />
</div><div style="margin-bottom: 0px; margin-top: 0px;">Slowly, we've traded our hopes for a hot, healthy in-flight meal, for a cold, starch-heavy 'snack'. At the last minute, we're now asked to hand over our credit cards to pay for that suitcase that used to fly free. And the free movie, that provided distraction on those long trips ...four dollars please! Truth be told, most of us have swapped the probability of a great flying experience, for a 'just get me there in one piece' prayer.<img align="right" alt="April 2012 newsletter" border="0" height="299" hspace="5" name="ACCOUNT.IMAGE.180" src="https://origin.ih.constantcontact.com/fs015/1011085971078/img/180.jpg" style="text-align: right;" vspace="5" width="194" /></div><div style="margin-bottom: 0px; margin-top: 0px;"><br />
</div><div style="margin-bottom: 0px; margin-top: 0px;">Expectations are powerful. What we believe about what we 'should' be given, or how relationships and situations are 'supposed' to unfold, form the foundation of our emotional experience as consumers, parents and employees. The power of expectations is clearly evident when there is a change in our lives. Leaders often 'expect' employees to be excited about organizational changes, willing and able to grasp the vision. Employees expect that their leaders will keep them informed about every step of the transition, and understand their pain. Sounds reasonable, doesn't it? So, why is everyone angry, frustrated and looking for someone to blame during the hard parts of a change? Simply put, the real expectations we hold are seldom explored, clearly defined or shared.</div><div style="margin-bottom: 0px; margin-top: 0px;"><br />
</div><div style="margin-bottom: 0px; margin-top: 0px;">How can a leader, parent or team member 'manage' their expectations? Here are a few ideas:</div><ul><li>Explore your own expectations before stepping into change; ask yourself:<ul><li>What do I think will happen, how quickly and to what degree?</li>
<li>What do I hope or anticipate others will do in response to the changes I'm initiating?</li>
<li>What have others encountered when attempting a change of this size and importance that can inform my goals and plans?</li>
<li>What will I do if my expectations are not met, or even understood?</li>
</ul></li>
</ul><div style="margin-bottom: 0px; margin-top: 0px;">And now for the really important piece...share your expectations. Talk openly with those people who are involved in your change, or from whom you will need some sort of help or response in order to be successful. You just may find out that, the very person, team or company that you are depending on to cooperate with you has a different view of their participation. Preparation will keep you from experiencing a whole range of unpleasant emotions. And, it just might help you prepare a Plan B that, when push comes to shove- and it always does in a change - could save your bacon!</div><div style="margin-bottom: 0px; margin-top: 0px;"><br />
</div><div style="margin-bottom: 0px; margin-top: 0px;">Planning a change? Want to clarify your expectations first? Call me...</div><div style="margin-bottom: 0px; margin-top: 0px;"><br />
</div><div style="margin-bottom: 0px; margin-top: 0px;">Remember, you can change it - we can help!</div><div style="margin-bottom: 0px; margin-top: 0px;"><br />
</div><div style="margin-bottom: 0px; margin-top: 0px;"> For a good read on expectations, pick up Brian Reynold's book, <a href="http://r20.rs6.net/tn.jsp?e=001-qx91jRF6NMrS6hAYGweg97DjYxru-GGFR3eTBjhvyBpbb3XvU90wsxtUmj6cSXOew_W8d0HWuC4OnDyJyFJhvP81MvtbXZCGza80SSvP0WpNfzswubCKE0rdonQRLIq" linktype="1" shape="rect" style="color: #669900; font-weight: bold; text-decoration: underline;" target="_blank" track="on">What Do You Expect</a>? </div><div style="margin-bottom: 0px; margin-top: 0px;"><br />
</div><div style="margin-bottom: 0px; margin-top: 0px;">March 2012</div></span></div></td></tr>
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</tbody></table>Peggy Grall - The Change Coachhttp://www.blogger.com/profile/13612202054122563696noreply@blogger.com0tag:blogger.com,1999:blog-4608234679787297079.post-49560277940303514382012-02-06T19:00:00.000-05:002012-02-06T19:00:18.863-05:00What are you Learning this year?<table bgcolor="#FFFFFF" border="0" cellpadding="0" cellspacing="0" style="background-color: white; text-align: left;"><tbody>
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<tr><td align="left" colspan="1" rowspan="1" style="text-align: left;" valign="top"><div><span style="font-family: Calibri, Helvetica, Arial, sans-serif;"><div lang="EN-US" style="font-family: Calibri, Helvetica, Arial, sans-serif; margin-bottom: 10pt; margin-left: 0cm; margin-right: 0cm; margin-top: 0cm;"> The trouble with making change is that it's hard. Sometimes it's <em>really</em> hard. One of the things that makes change so stressful is that it almost always requires people to learn something new. Even when the goal is of the, 'stop doing that' variety, people still have to learn how to stop! Let's face it - if you wanted to do something, and you knew how to do it - you would have done it already.</div><div style="margin-bottom: 0px; margin-top: 0px;">Learning Spanish has been on my bucket list for years. I took Spanish in High School and it's held a fascination for me ever since. I marvel at colleagues who can flip between languages with ease. I confess that I've always attributed superior intellect to those with the ability to shift gears in their head, speak in another tongue and never miss a beat. So, this is my year to learn!</div><div style="margin-bottom: 0px; margin-top: 0px;"><br />
</div><div style="margin-bottom: 0px; margin-top: 0px;">But, as I sit in front of my newly acquired Rosetta Stone<span>ä</span> Language Learning System, I face the same concerns that all changers do. I chose this, and I still have angst. Being in the change biz is helping me recognize the territory I'm in right now - I've made a good first step, had some initial fun and now begins the</div><div style="margin-bottom: 0px; margin-top: 0px;"><img align="right" alt="Head with earphones" border="0" height="272" hspace="5" name="ACCOUNT.IMAGE.178" src="https://origin.ih.constantcontact.com/fs015/1011085971078/img/178.jpg" style="text-align: right;" vspace="5" width="233" />real work, and the second - guessing.</div><ul><li>Is this really going to be worth all the hours?</li>
<li>Will I be able to master this? </li>
<li>What happens if I can't do it?</li>
</ul><div style="margin-bottom: 0px; margin-top: 0px;"><br />
</div><div style="margin-bottom: 0px; margin-top: 0px;">I know there will be other stages along the way too - when I get about halfway through, I may want to quit altogether. It's the mile in the middle that's the hardest for would-be changers. </div><div style="margin-bottom: 0px; margin-top: 0px;"><br />
</div><div style="margin-bottom: 0px; margin-top: 0px;">Forewarned is forearmed - right?</div><div style="margin-bottom: 0px; margin-top: 0px;"><br />
</div><div style="margin-bottom: 0px; margin-top: 0px;">You bet, and my Rosetta Stone<span>ä</span> System has anticipated my reaction to the murky halfway mark by hooking me up with learning buddies, on-line games and little rewards. Good for them. After walking thousands of learners down this same path, the Stoners have learned that, like my fellow changers, I'll need a leg up, some hope and a bit of fun to get me to my end goal.</div><div style="margin-bottom: 0px; margin-top: 0px;"><br />
</div><div style="margin-bottom: 0px; margin-top: 0px;">Where are you and your team in the change process? Just starting? Dangerously close to the middle-mile? What are you doing to shore up the resolve and decrease the stress that your team will demonstrate - through missed deadlines, absenteeism, dips in moral and a general sense of dread - when it comes to pushing hard enough to cross the finish line with this change? And, what do you know that, if they understood, would help them come to the same conclusion you have and stay on the bus? So, let's take a page from their book, shall we? If change were easy, everyone would do it.</div><div style="margin-bottom: 0px; margin-top: 0px;"><br />
</div><div style="margin-bottom: 0px; margin-top: 0px;">Remember, you can change it.... we can help!</div><div style="margin-bottom: 0px; margin-top: 0px;"><br />
</div><div style="margin-bottom: 0px; margin-top: 0px;">February 2012</div><div style="margin-bottom: 0px; margin-top: 0px;"><br />
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</tbody></table>Peggy Grall - The Change Coachhttp://www.blogger.com/profile/13612202054122563696noreply@blogger.com0tag:blogger.com,1999:blog-4608234679787297079.post-60667621966744017942011-12-01T10:03:00.000-05:002011-12-01T10:03:10.387-05:00Is Today the Day?<table bgcolor="#FFFFFF" border="0" cellpadding="0" cellspacing="0" style="background-color: white; text-align: left;"><tbody>
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<div lang="EN-US" style="font-family: Calibri, Helvetica, Arial, sans-serif; margin-bottom: 10pt; margin-left: 0cm; margin-right: 0cm; margin-top: 0cm;"><span style="font-family: Calibri, Helvetica, Arial, sans-serif;">Time is interesting; we watch it, occasionally we waste it, grab it while it flies past us, and sometimes we even kill it.</span></div><div style="margin-bottom: 0px; margin-top: 0px;"><span style="font-family: Calibri, Helvetica, Arial, sans-serif;">The ancient Greeks had two words for time. The first, chronos, refers to <a href="http://www.blogger.com/post-create.g?blogID=4608234679787297079" shape="rect">chronological</a> or sequential <a href="http://www.blogger.com/post-create.g?blogID=4608234679787297079" shape="rect">time</a>. It's the term we're the most familiar with. This is how we measure time -by minutes, days, years and seasons - increments of our lives that pass in a linear fashion. We think of chronos times in terms of a ticking clock or days stroked off our calendars and most of us agree that there never seems to be enough of this variety of time.</span></div><div style="margin-bottom: 0px; margin-top: 0px;"><span style="font-family: Calibri, Helvetica, Arial, sans-serif;"><br />
</span></div><div style="margin-bottom: 0px; margin-top: 0px;"><span style="font-family: Calibri, Helvetica, Arial, sans-serif;">Most change initiatives have time frames. When organizing a project we speak of start dates, time lines, schedules and the ever dreaded due date. We're well aware that time is finite, precious and that, if we don't stay on time, the project is doomed.</span></div><div style="margin-bottom: 0px; margin-top: 0px;"><span style="font-family: Calibri, Helvetica, Arial, sans-serif;"><br />
</span></div><div style="margin-bottom: 0px; margin-top: 0px;"><span style="font-family: Calibri, Helvetica, Arial, sans-serif;">But there is another kind of time - kairos time. Kairos (καιρός) is an <a href="http://www.blogger.com/post-create.g?blogID=4608234679787297079" shape="rect">ancient Greek</a> word meaning the right or opportune moment (the supreme moment). It is a moment of indeterminate time in which something special happens. While chronos is quantitative, kairos is more qualitative in nature. Chronos is, as long as this earth continues to spin, predictable; and whether we welcome it's passing or not, it will pass.</span></div><div style="margin-bottom: 0px; margin-top: 0px;"><span style="font-family: Calibri, Helvetica, Arial, sans-serif;"><br />
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<span style="font-family: Calibri, Helvetica, Arial, sans-serif;"><img align="right" alt="Antiqueclocks" border="0" height="251" hspace="10" name="ACCOUNT.IMAGE.176" src="https://origin.ih.constantcontact.com/fs015/1011085971078/img/176.jpg" vspace="10" width="340" /></span></div><div style="margin-bottom: 0px; margin-top: 0px;"><span style="font-family: Calibri, Helvetica, Arial, sans-serif;">Kairos is described as, 'a passing instant when an opening appears which must be driven through with force if success is to be achieved'. It is a special increment of time, when extraordinary things are possible. Chronos happens every day, Kairos is rare, a time that perfect storms are made of. A Kairos moment is that space in chronos time when we are more aware, open, seeking, willing a change to happen. A Kairos moment is when loose ends get knotted together, when there is a unique opportunity to grow and shift in your thinking and consequently your behaviour. These moments are life changing, littered with Ah-has, and are not to be missed.</span></div><div style="margin-bottom: 0px; margin-top: 0px;"><span style="font-family: Calibri, Helvetica, Arial, sans-serif;"><br />
</span></div><div style="margin-bottom: 0px; margin-top: 0px;"><span style="font-family: Calibri, Helvetica, Arial, sans-serif;">The best time to change is when things are changing. If you're in the middle of a personal or professional transition - look around, listen for a pause in the ticking of your life and grab hold of that moment - breathe in a new idea. It's tempting to rush the days of our lives, stroking off events and encounters in an effort to get on with it. But if we take that approach in life or at work, we will miss the richness of those moments when possibility hangs in the air, when we are poised to grow, a mere breath away from a new beginning.</span></div><div style="margin-bottom: 0px; margin-top: 0px;"><span style="font-family: Calibri, Helvetica, Arial, sans-serif;"><br />
</span></div><div style="margin-bottom: 0px; margin-top: 0px;"><span style="font-family: Calibri, Helvetica, Arial, sans-serif;">What have been the Kairos moments in your past? How about your future? Will you recognize them? Do you look for them? Strong leaders watch for them, for themselves and their teams; they know that once the moment is past, it won't come again.</span></div><div style="margin-bottom: 0px; margin-top: 0px;"><span style="font-family: Calibri, Helvetica, Arial, sans-serif;"><br />
</span></div><div style="margin-bottom: 0px; margin-top: 0px;"><span style="font-family: Calibri, Helvetica, Arial, sans-serif;">Remember, you can change it, we can help!</span></div><div style="margin-bottom: 0px; margin-top: 0px;"><span style="font-family: Calibri, Helvetica, Arial, sans-serif;"><br />
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</tbody></table>Peggy Grall - The Change Coachhttp://www.blogger.com/profile/13612202054122563696noreply@blogger.com0tag:blogger.com,1999:blog-4608234679787297079.post-88176409200470008862011-10-17T10:31:00.001-04:002011-10-17T10:31:58.878-04:00I Am A RockI love sixty's music! Yup, turn up the Rock & roll for me! I was listening to Classic Rock on TV today and heard Simon and Garfunkel singing, <a href="http://www.youtube.com/watch?v=Eb6aH9Sg2Ns&feature=related">'I am a rock, I am an island'</a> <br />
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That song takes me back to darker times in my youth, when I'd been hurt by someone or a situation, and I'd sit in my room and moan along with the music and think... <br />
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<div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiZ7yjG6hdHKTeVCMwwG2IGivU2Jg_94CAnpwMfcM2LE31b7al813AfBSKgr7UQAchpYy70FnDEXKlewPGI8-DwwN5HQV0nd8Lc6cpunhIqNy4HFkTcLUQsuP_GaTVukI70SHD8ofz5jlHF/s1600/simon_and_Garfunkel.jpg" imageanchor="1" style="clear: right; cssfloat: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="196" oda="true" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiZ7yjG6hdHKTeVCMwwG2IGivU2Jg_94CAnpwMfcM2LE31b7al813AfBSKgr7UQAchpYy70FnDEXKlewPGI8-DwwN5HQV0nd8Lc6cpunhIqNy4HFkTcLUQsuP_GaTVukI70SHD8ofz5jlHF/s200/simon_and_Garfunkel.jpg" width="200" /></a></div>I am shielded in my armor, <br />
Hiding in my room, safe within my womb.<br />
I touch no one and no one touches me. <br />
I am a rock, I am an island!<br />
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Oh yeah - I was given to drama in those days. I'm wiser now. I understand what John Donne meant in 1624 when he said that, "No man is an island, entire of itself." Now I know that we are all connected, and that the more we intentionally band together the better the outcome. <br />
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The most important things I've accomplished, in business and life, have been in collaboration with others. In the early parts of my business career I joined a master-mind group, and for four plus years we met monthly, a full day each time, to vet each other's ideas, give input on emerging programs and proposals and challenge egotistical thinking and faulty notions. Early on we committed to uncensored honesty and I routinely left those meetings a bit shocked at the feedback, but stretched and sharpened by my colleague's observations.<br />
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Early in my coaching career, I joined a small group of coaches whose purpose was to share in large coaching contracts while supporting each other's professional growth. We strategized client relationships, brought in professionals to train us, shared leads and helped build each other's credibility and reach. This experience taught me how to bow to the wisdom of a colleague who was more experienced, and sometimes, simply more passionate than I, on a particular subject or issue. <br />
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Throughout the creative process of building programs and products, I've joined forces with designers, editors, artists and media types and I've thought of each of them as a partner, not a supplier. A fine distinction maybe, but an important one. Each partnership has brought me: (1) fresh ideas, (2) specific talent I lacked and, (3) the energy, and sometimes resources, I needed to keep me going when it was tough. <br />
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Joint ventures have their challenges; collaboration is not for the faint of heart. If you decide to throw your lot in with others you can expect a good deal of surprising information, opposing opinions, differing objectives, and those ever popular power struggles and personality conflicts. Collaborate anyway. It's the only real path away from naval-gazing and onto excellence. So, what would it take for you to join forces with two or more people in the pursuit of your goals? What stops you from reaching across the table at a networking event or meeting to say, 'Hey, let's work together.'<br />
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Remember - you can change it, we can help!Peggy Grall - The Change Coachhttp://www.blogger.com/profile/13612202054122563696noreply@blogger.com0tag:blogger.com,1999:blog-4608234679787297079.post-25467704357356594762011-09-07T11:50:00.012-04:002011-09-07T11:55:46.300-04:00What Matters Now?<div lang="EN-US" style="-webkit-border-horizontal-spacing: 2px; -webkit-border-vertical-spacing: 2px; font-family: Calibri, Helvetica, Arial, sans-serif; font-size: 16px; margin-bottom: 10pt; margin-left: 0cm; margin-right: 0cm; margin-top: 0cm;">I'm sitting on the porch of my mother's home in Folsom California as I write this. My mother was eighty-six on her last birthday, and is slowly being swept into the sometimes present, sometimes gone experience that is dementia. For the past couple of years, my siblings and I have danced between her wishes to stay in her home and our need to know she's safe, and have this past month placed her in an assisted living facility. For those of you who have travelled this path, you know the dilemma and how, in the end, like it or not, a decision must be made. I'm here now to work with my brother and sister to ready her home for sale, a task we have each dreaded in our own way.</div><div style="-webkit-border-horizontal-spacing: 2px; -webkit-border-vertical-spacing: 2px; font-family: Calibri, Helvetica, Arial, sans-serif; font-size: 16px; margin-bottom: 0px; margin-top: 0px;">As we sort through her personal belongings, trying to decide the 'value' of items she has long forgotten, it brings to my mind Michael Josephson's writing called '<a href="http://r20.rs6.net/tn.jsp?llr=gudxwun6&et=1107379410605&s=0&e=001hLEL4TYY5MFlsijqphzoDZITGosbkCchlhnW5g0ifN6_bO8nAD-QDlscdw68JEqdCbpUArzkuCu6EMyv5jxBCPW12W_nsmQX2Sstpfn0-6JL313lkLv_IlCm1WdN15gjyQwgcD1mZvjVuwb-O7pxbl1Yevw3wSwO6gIx_WOb1i2K-2VSYtkMN7vaqN7rUFIp" linktype="link" shape="rect" style="color: blue; margin-bottom: 0px; margin-top: 0px; text-decoration: underline;" target="_blank" track="on">What will matter?</a>' I send this out to you with the hope that you will stop, ponder, consider your life and ask yourself the question, 'what will endure - and how will your days be measured?'</div><div style="-webkit-border-horizontal-spacing: 2px; -webkit-border-vertical-spacing: 2px; font-family: Calibri, Helvetica, Arial, sans-serif; font-size: 16px; margin-bottom: 0px; margin-top: 0px;"><br />
</div><div style="-webkit-border-horizontal-spacing: 2px; -webkit-border-vertical-spacing: 2px; font-family: Calibri, Helvetica, Arial, sans-serif; font-size: 16px; margin-bottom: 0px; margin-top: 0px;">I'm the product of conservative, working class parents who, when my father returned from WWII, began their family with all the enthusiasm of a generation that had just conquered the single most evil force the world had ever seen. My parent's frugal approach to all things material has left it's mark on me and, as I struggle to decide what to toss, sell or donate; my first inclination is to keep it all.<img align="right" alt="What Matters Now?" border="0" height="349" name="ACCOUNT.IMAGE.173" src="https://origin.ih.constantcontact.com/fs015/1011085971078/img/173.jpg" style="text-align: right;" vspace="0" width="467" /></div><div style="-webkit-border-horizontal-spacing: 2px; -webkit-border-vertical-spacing: 2px; font-family: Calibri, Helvetica, Arial, sans-serif; font-size: 16px; margin-bottom: 0px; margin-top: 0px;"><br />
</div><div style="-webkit-border-horizontal-spacing: 2px; -webkit-border-vertical-spacing: 2px; font-family: Calibri, Helvetica, Arial, sans-serif; font-size: 16px; margin-bottom: 0px; margin-top: 0px;">Few of her belongings have value in a conventional sense, but they hold memories of earlier times when a younger woman, still visible in her face today, sacrificed to buy the items I now hold. What does 'valuable' really mean when considering eighty-six years of living? What will we choose to keep; which of her material possessions have worth beyond her life? We are fast realizing that the answer is...not many.</div><div style="-webkit-border-horizontal-spacing: 2px; -webkit-border-vertical-spacing: 2px; font-family: Calibri, Helvetica, Arial, sans-serif; font-size: 16px; margin-bottom: 0px; margin-top: 0px;"><br />
</div><div style="-webkit-border-horizontal-spacing: 2px; -webkit-border-vertical-spacing: 2px; font-family: Calibri, Helvetica, Arial, sans-serif; font-size: 16px; margin-bottom: 0px; margin-top: 0px;">But, we are also realizing that there are many valuable 'things' she is leaving to us. Josephson says, that, 'what will matter is not what you learned, but what you taught.' She has taught us many valuable lessons. She taught us what's right - and what's not. She has always been the kind of mother that makes you apologize when you hurt someone, clean up after yourself and keep your commitments. And, she taught me to believe in myself. No matter what messes I've gotten myself into in my life, she's always been sure that I will be 'just fine' in the end and her certainty in my ability to transcend my own stupidity has been priceless to me.</div><div style="-webkit-border-horizontal-spacing: 2px; -webkit-border-vertical-spacing: 2px; font-family: Calibri, Helvetica, Arial, sans-serif; font-size: 16px; margin-bottom: 0px; margin-top: 0px;"><br />
</div><div style="-webkit-border-horizontal-spacing: 2px; -webkit-border-vertical-spacing: 2px; font-family: Calibri, Helvetica, Arial, sans-serif; font-size: 16px; margin-bottom: 0px; margin-top: 0px;">Perhaps a greater lesson still is her humility. She considers everyone better than herself, a belief that has been both her greatest struggle and her most enduring quality. She will defer to you out of respect and shine the spotlight on you instead of herself. She is a 'lady' in the traditional sense of the word; she wouldn't consider imposing, is always dressed for the occasion seldom has a bad word to say of anyone.</div><div style="-webkit-border-horizontal-spacing: 2px; -webkit-border-vertical-spacing: 2px; font-family: Calibri, Helvetica, Arial, sans-serif; font-size: 16px; margin-bottom: 0px; margin-top: 0px;"><br />
</div><div style="-webkit-border-horizontal-spacing: 2px; -webkit-border-vertical-spacing: 2px; font-family: Calibri, Helvetica, Arial, sans-serif; font-size: 16px; margin-bottom: 0px; margin-top: 0px;">We continue to treasure her for many things, none of which are in boxes or sitting ready for an estate sale. In the end, it's her...just her 103 pound, spunky self that we will hold onto. She's slipping away a little more each day, but her legacy is as bright as ever.</div><div style="-webkit-border-horizontal-spacing: 2px; -webkit-border-vertical-spacing: 2px; font-family: Calibri, Helvetica, Arial, sans-serif; font-size: 16px; margin-bottom: 0px; margin-top: 0px;"><br />
</div><div style="-webkit-border-horizontal-spacing: 2px; -webkit-border-vertical-spacing: 2px; font-family: Calibri, Helvetica, Arial, sans-serif; font-size: 16px; margin-bottom: 0px; margin-top: 0px;">What will your legacy be? When you leave the company, what will your employees and co-workers say about you? What will you have shared with them that is of lasting value? And, some day, when your children back up the truck and haul away your belongings, what part of you will remain in their hearts?</div><div style="-webkit-border-horizontal-spacing: 2px; -webkit-border-vertical-spacing: 2px; font-family: Calibri, Helvetica, Arial, sans-serif; font-size: 16px; margin-bottom: 0px; margin-top: 0px;"><br />
</div><div style="-webkit-border-horizontal-spacing: 2px; -webkit-border-vertical-spacing: 2px; font-family: Calibri, Helvetica, Arial, sans-serif; font-size: 16px; margin-bottom: 0px; margin-top: 0px;">If professional or personal legacy is something you want to explore, call me.</div><div style="-webkit-border-horizontal-spacing: 2px; -webkit-border-vertical-spacing: 2px; font-family: Calibri, Helvetica, Arial, sans-serif; font-size: 16px; margin-bottom: 0px; margin-top: 0px;"><br />
</div><div style="-webkit-border-horizontal-spacing: 2px; -webkit-border-vertical-spacing: 2px; font-family: Calibri, Helvetica, Arial, sans-serif; font-size: 16px; margin-bottom: 0px; margin-top: 0px;">Remember - you can change it, we can help!</div><div style="-webkit-border-horizontal-spacing: 2px; -webkit-border-vertical-spacing: 2px; font-family: Calibri, Helvetica, Arial, sans-serif; font-size: 16px; margin-bottom: 0px; margin-top: 0px;"><br />
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</div><div style="-webkit-border-horizontal-spacing: 2px; -webkit-border-vertical-spacing: 2px; font-family: Calibri, Helvetica, Arial, sans-serif; font-size: 16px; margin-bottom: 0px; margin-top: 0px;">September 2011</div><div><br />
</div>Peggy Grall - The Change Coachhttp://www.blogger.com/profile/13612202054122563696noreply@blogger.com0