Pick-My-Brain.com: Blog - Coaching

The Art of Letting Go - No Attachments

Thu, 18 Mar 2010 09:10:00 -0700

A key foundation of business is to work toward a defined outcome or a measurable result. The achievement of that result is what we use to define our success, and often a benchmark for the next project. We create specific goals and expectations for the results and whether it's making a certain amount of revenue, achieving a defined level of results or walking away with a "satisfied" customer, we have a picture of how it should look. The challenge I find is that I often become so attached to how it should look, that I lose sight of how it "could" look. My focus and desire for my results to be as they should be often keep me from being open to other possibilities. And then, when things don't work out as I planned, there is disappointment. I believe in putting positive energy and intentions into the world, both for myself and for others. A practice of daily affirmations can not only shift how one feels about their circumstance, but bring the intentions into view, where they can be seen, shared and manifested. Declaring my intentions in both specific and general terms and being open to the results appearing however they do, has made a significant difference for me. This doesn't mean that I just sit back and let the world turn without doing my part to affect the results I desire. Quite the opposite! By powerfully stating my intentions,I begin to actualize those results in my work and interactions with others. I focus on both specifics and generalities, stating my desires clearly and concisely but also intending great results and success overall. Quite often my specific desires come to fruition. Just as often my results look different from what I originally intended and have been even better than what I imagined. The key for me has been to let go of my attachment to how it should be, and to be open to how it could be. It's given me freedom to be creative, flexibility and less stress! You might enjoy reading this blog, Letting Go Leads to Success, by Suzanne Blake, PCC. I found it to be interesting and in alignment with my views on getting freedom from attachments! http://careerandmoneymanifesting.com/2010/01/25/letting-go-leads-to-success/ Are you having challenges letting go? What gets in your way of having the success you desire? And when you get stopped, how do you react?

The New "Bread Line"

Sun, 28 Jun 2009 23:38:00 -0700

Perhaps you've seen those old movie reels of the thousands of people standing in line to receive food or work during the Depression Era. Those are images of a time in our history that damaged the very psyche of the nation. Today, we have something very similar to this image, that of many professionals standing in line at job fairs and seminars, all waiting to spend four minutes in front of some recruiter, only to be thanked and sent away. The new “trying to earn bread” line consists of the many individuals recently laid off from their jobs and now competing for just about any position. Now, I want to first commend every person out there striving to find work and not giving up on themselves. That is a courageous action and to anyone in that situation, you have my utmost admiration.

The problem I have with this scenario is that some, certainly not all, companies participate in these job fairs yet do not offer legitimate employment opportunities. I know from personal observation and research at these job fairs and from speaking with some of the attendees that this happens frequently and creates a very demoralized group of people. For this blog, I want to address those organizations and employers who attend these events and offer my suggestions on how to market and recruit solid talent, while maintaining respect for the attendees.

First, participate with the understanding that employment opportunities do exist and you are not just taking in resumes. I went to a job fair and after standing in line for over an hour, I was told the company was not hiring but in fact just laid-off a large amount of work force. I asked why they were participating at this job fair and was told it was in order to have a pool of names to fill positions of the laid off group in the event the company improved.

Second, remember that all of the people you meet at job fairs have come with their resumes, waited in long lines, and are people in search of honest employment. Please treat them with respect and honesty, not with the attitude they are not worthy of your time. At one event, the recruiter I spoke with at a booth was irritated, “huffy”, and short with me when I started asking questions about their positions and company. I was told, that if they decided to contact me about the position, I could ask those questions then. I know that the people on the other side of the table are under stress and tension, but they did agree to participate in the event; therefore, they should at least be willing to have a respectful conversation with the attendees.

Third, everyone is in the same position and under varying degrees of stress. Encouraging and professional tones are appreciated by both those seeking and providing employment. Even if an attendee does not meet specific qualifications or there is an abundance of applicants; behaving in a professional and tactful manner is the right way to treat people. Remember, all things are cyclical; whereas today there are fewer jobs and many applicants, tomorrow things will change. People may not remember specific conversations or names, but they do remember how they are treated. Social awareness and accountability for an organization is tested and monitored at job fairs. Be an organization that is known for fairness and integrity when it pertains to employment opportunities and the treatment of potential staff. Do you have a similar story from your job search you’d like to share? What do you think would make the difference?

Business Planning

Mon, 18 May 2009 13:03:00 -0700

It’s check-up time for your business plan.

Many companies – large and small – have gone through the teeth-mashing experience of writing a business plan. Maybe it’s a strategic business plan, a business strategic plan, or perhaps you called it your marketing and strategic business plan as sort of a catchall. Whatever the term, you have probably taken the time at some point your business to write out the pearls of wisdom that would be the guide for your organization…then you placed it in a file somewhere and that was that. Now, during this economic crisis (yes, it is a crisis) you find that your business is struggling or your marketing just isn’t attracting new customers or vendors.

But look on the bright side, you and your company now have the time to reinvent and restructure your processes in order to survive.

It is time to bring out that business plan, dust if off and review your business principles. Restructuring is as difficult as the start-up process because you must understand which elements are working and which are obsolete. Questions concerning customer retention, talent retention, technology updates, sales and marketing strategies, as well as leadership are all subject to evaluation. Are these elements still working, are they in sync with the current economy, is the pricing competitive, is our marketing attracting the right customers? In other words, a systematic review of every aspect of your plan – including your vision and mission statements – is in order.

I can attest to the fact that there are literally thousands of websites and books dedicated to the mechanics of structuring and restructuring a business plan. Most have excellent suggestions and procedures that facilitate your needs. But, a simple place to start is the tried and true form of SWOT (strengths, weaknesses, opportunities, and threats). It is easier to decide what kind of restructuring you need and which plan format is appropriate once you have an idea of these four elements within your business.

Basically, planning and restructuring are about using assessment tools to help you understand how your company’s internal operations are functioning within their external markets. The SWOT analysis is a well-tested form of assessment; however, there are many tools and formats to use in order to evaluate your current structures. Whichever you choose to help in the review of your business plan, the important step is that you are actually reviewing your business plan. As painful as that may be, it is necessary to the continued success of any business.

Please share you questions or comments concerning assessment or restructuring plans, we’d be happy to jump in and help you take your business to the next level.

Fitting in at Work

Mon, 04 May 2009 11:24:00 -0700

Do you have a comfy or cliquey organizational culture?

Have you ever had the feeling that you were the only one wearing brown shoes at a black tie event? Do you feel like you’re the one person in the office your boss doesn’t like? Does it seem that you are not let in on the jokes or the conversations about last night’s program? As a manager, do you notice some team members not participating or contributing to your projects?

We have all had these uneasy feelings of rejection and ostracism in our lives, including at school, social events and work. Employers and managers must realize the effect these feelings make on the bottom line of your organization’s output. The perceptions or actual occurrences of ostracism can have a significant impact on your team’s ability to work together to achieve a specific goal. Psychologists have studied how humans are conditioned in nature to perceive even the slightest hint of such behavior as a defense mechanism in order to change or confront the behavior.

We no longer have to worry about maintaining our place in the cave society to survive; however, now we are concerned about our position in the organization as it relates to our superiors and colleagues. As a manager, it is very difficult to build and maintain cohesive teams, especially in a volatile economic environment. Work cliques that form at the expense of another employee compound this difficulty. Even the slightest off-hand or unintended comment can define how an employee perceives (real or imagined) his/her relationship with a manager or colleague.

The manager’s problem arises when the work output of the employee that experiences these feelings of rejection or exclusion is compromised. Employees may even resort to sabotage, inefficiency, passive/aggressive behavior, non-contribution or anger and resentment. The importance of recognizing these issues and defusing them quickly is vital to building a tolerant work environment.

It’s not realistic to curtail friendships or formation of groups, but it is realistic to set the tone and cultural tolerance for the company by example and policy. A manager can:

Ensure that company behavior is sensitive to all multicultural groups and genders
Write policies to reflect current labor laws
Plan social events to be inclusive of all employees.
Ensure every employee receives fair and equitable treatment, not matter their position in the company.

Remember, even the slightest perception of exclusion can result in an unhappy or anxious employee.

With the right examples and policies that are instigated by the leadership of an organization to the entire group, a company can do a great deal to ensure everyone feels a part of the team and continues to work towards the mutual goals set by management.

Please share your experiences with companies that either where proactive in creating a comfortable work environment or where negligent in addressing exclusion issues…

You've Got a Friend in Me

Tue, 21 Apr 2009 15:43:00 -0700

How strategic partnerships can be mutually beneficial.

In an age of niches and specialties, it seems like everyone has an area of expertise. This idea of filling a specific need is ingrained in many small businesses. How else can you compete against the big guys who offer it all? This is great when your clients want exactly what you have to offer, but what happens when a client needs what you can’t provide? Instead of trying to fill a void that you’re not equipped to fill, why not partner with someone who you know can do the job.

Recently, a colleague of mine called me to partner with him on an event. Since we are in the same industry, our sharing clients may seem strange to some. However, we both have the foresight to realize that one company may be able to offer what the other cannot. After years of planning this annual event, the client decided that they’d like to be more strategic in the generation of collaterals and themes around the event. My team was able to use our experience in marketing to provide the client with elegant, branded materials and an eco-friendly alternative to standard paper invitations – something that was very important to this “green” client. His company still provided the client with the event planning and logistical support that they required.

He was able to maintain the long-term relationship he had with his client, while freeing up time to work on other, ongoing projects. Ultimately the customer was satisfied and the partnership was a great triumph.

Of course, working successfully with colleagues takes trust, clear boundaries and a mutual benefit. Beforehand, we drafted an agreement to ensure that our collaboration would not only be successful, but also ethical. Creating this type of contractual agreement prevents miscommunication about responsibility and compensation.

As a project manager, I have often relied on the expertise of colleagues to provide my clients with what they need. As a business owner or manager you have to embrace your strengths, but you also need to realize when someone else might be able to do the job better. Instead of turning the client away or trying to do something you are not skilled at, try building relationships with a network of trusted allies and have the ability to be a full-service provider for your customers.

Have you partnered on work with another company? What was the result? Do you have recommendations for how partnerships can be lucrative?

Stress Management

Tue, 24 Mar 2009 12:38:00 -0700

How to ensure stress doesn’t rule your life in the workplace.

Forty eight percent of Americans say their stress has increased in the last five years. And given the current economic outlook, that stress is likely to continue to increase in the foreseeable future.

Although a certain level of stress is an unavoidable part of being human, it is important not to let this pressure get out of control and dictate your wellbeing. Knowing ways to manage stress (especially in the workplace) will keep you sane and focused on your tasks.

Reader’s Digest has compiled a great list of “37 Stress Management Tips.” Here are a few that work at work.

Be proactive. At the first sign of “Why me…” turn it around. Don’t sit in silence and wallow in self-pity, get up and do something about it.
Don’t bite off more than you can chew. If a request comes your way and you don’t know if you can handle it, it’s OK to say no.
Speak your stress. When you feel like the pressure is mounting, say it out loud. We’ve all been there. You’ll be pleasantly surprised how many people are willing to come to your aid. No one around? Pull out a pocket recorder and start dumping that to do list – you’ll have a record and can free yourself to focus on the moment.
Breathe in, breathe out. Just taking a moment to sit quietly and take deep breaths can help stop a freak-out before it starts.
Take a walk. Ten minute away from your desk/office will relax your body and free your mind.

By ignoring what your mind and body are telling you, you are opening yourself to feeling overburdened and stressed. Taking the time to recognize and remedy stress will increase your productivity in the long run.

What are some ways you use to manage stress in the office? Or what are some of the things that are causing you stress that you are trying to overcome?

Surviving the Web

Mon, 16 Mar 2009 09:12:00 -0700

How business can thrive in a Web 2.0 world.

Informal conversation is probably the oldest mechanism by which opinions on products and brands are developed, expressed, and spread.
Professor Johan Arndt

When Johan Arndt, a famed marketing professor, penned these words over 25 years ago, I’m sure he was not referring to the Internet. But in this world of Web 2.0 and instant feedback, his words have never been so relevant. Social networking sites, review boards, blogs and wikis make it easy for companies to connect with potential clients. And clients are finding ways to influence the products and services they want.

So how can your company use the web 2.0 environment to its advantage? And how do you overcome the pitfalls of instant access?

According to Tim O’Reilly, who is credited with coining the term, Web 2.0 is “the business revolution in the computer industry caused by the move to the Internet as platform, and an attempt to understand the rules for success on that new platform.”

Basically, customers have gone digital and companies are scrambling to embrace these new (and ever-changing) technologies to attract more business. But why would companies have difficulty embracing the Internet and it communicative capabilities?

Think about it – you’re a major corporation and you’ve just kicked off a multi-million dollar advertising/public relations campaign. In the early days of the Internet, consumption was still a spectator sport. Consumers would see your ads in print, on TV or even on your website. They’d hear about your public relations on television, in the newspaper or on the radio. Customers didn’t really have the chance to challenge you and life was grand.

Today, things are very different. If consumers want to challenge your appeals they have infinite outlets to do so. They are taking to their blogs and podcasts. They are creating You Tube videos that mock your advertising concepts. Your wikipedia page is updated in a matter of seconds.

But maybe you’re not a multi-million dollar company – how does this affect you? Web 2.0 affects all businesses – big and small – in good ways and bad. Your customers are able to go online and post reviews of your products/services. They can recommend or blast you on their blog or link to your website from theirs.

There is nothing we can do to change this rapid dissemination of information. So why not embrace it? Ask customers if they can write a review about you on a certain site. Befriend bloggers and ask them to rate your product/services. Join online groups and communities of people who can use what you have.

Tim O’Reilly calls it a revolution. I think it’s simply an evolution and an opportunity for small businesses to get their voice heard over the yells of the competition.

If you’d like more information on how to build your company’s online presence contact Pick My Brain at 310.771.0665.

Guess What I Heard?

Mon, 16 Feb 2009 15:06:00 -0700

Being empowered to take a stand against gossip.

Backstabbing and whispers can wreak havoc on a workplace. Once the rumor mill starts it can be very difficult to stop. But, what if you never let it start? How would that impact your colleagues? Your environment? Your life?

Whether you are a business owner, manager, employee or even an intern, taking a stand against destructive behavior in your workplace will position you as a leader. Recognizing gossip before it starts, avoiding it when it surrounds you and knowing how to stop it when it’s already in motion are the keys to spreading productivity instead of rumors in your office.

Recognize:

Do your conversations start with the preface, “Don’t tell anyone, but…”
Are you/colleagues only talking about people when they are not in the room?
Would you be uncomfortable having this conversation in front of the person you are talking about?
Could this information ruin someone’s reputation?

If you answered ‘yes’ to one or all of these questions you are participating in gossip. Run for your life!

Avoid:

Curiosity killed the cat, so don’t ask questions that you know are going to spawn gossip.
If you know Michael is the office gossip, politely avoid him. And when you do have a conversation with him, make sure you are the one setting the tone.

But sometimes a gossiper is so good, so well trained, so practiced in his/her craft that you can’t recognize you’re gossiping until you’re in the thick of the conversation.

Stop:

Walk away from conversations that you know are gossip.
Change the subject if you are part of a conversation that you are not comfortable with.
If some of the facts of the conversation are questionable, let the gossip know you’d like to verify these points with the subject. That is probably the fastest way to stop a gossip.
When all else fails, just tell people you don’t like to gossip. You know how much it would hurt you and you don’t want to hurt others.

The gossip bug has hit all of us at one time or another. But, workplace gossip is an avoidable poison. All it takes is one person to stand up to rumors to make a huge impact on the entire group. But, if you must, feed your need to dish by talking about the sordid lives of your favorite celebrities.

If you want to be a more effective manager or business owner let Pick My Brain help. Contact us at 310.771.0665 for more information.

Time in a Bottle

Tue, 10 Feb 2009 10:33:00 -0700

Managing your company’s time when it seems like it’s getting away.

When I started my third company I realized it was time to truly get organized! Balancing the obligations of business owner, wife and mother is not always easy, and sometimes I feel like I’m running in three directions at once. So, I sat down, met with my employees and we created a timeline. Our timetable had project descriptions, assignments and deadlines. We scheduled weekly meetings to discuss progress and redefine deadlines as needed. By doing this, I could see when my employees and I were going to start, evaluate and finish projects. The companies began to run like well-oiled machines and life was grand.

But what happens when something pops up that’s not on the timeline? When new business prospects would like a proposal written, or current clients need a little extra TLC? Well, if your timetables are too rigid your deadlines can crumble like a house of cards. The trick is creating buffers into your realistic structure to ensure that everything gets done in a timely, prioritized manner.

Rule #1: Keep the ship sailing. As a business owner, executive or manager it is your responsibility to keep your team focused when the plan gets thrown out the window. Even when things are hectic, by utilizing a timeline you can monitor progress at all times. Then, make sure employees know what their priorities are and provide realistic deadlines for when things must be done.

Rule #2: Don’t make promises you can’t keep. We all want our clients to be happy, but you have to know where to draw the line. If you have existing projects where deadlines cannot be altered, honor those deadlines and resist taking on new projects or obligations that could overburden you and your team, compromising current business.

Rule #3: When all is said and done – get back on track. It’s not uncommon to get off track and to stop using the timeline as your business tool. Timelines can be revisited and revamped after they have been put on hiatus. If you get in the habit of setting and meeting deadlines, you will begin to see success. Once you’ve created this level of structure for yourself and your employees, keep it up.

I am not suggesting rigidity, or that you detail every day to the minute. You and your employees need some freedom to create and the flexibility to work. But, detailing projects and assigning tasks to members of your team with (and I can’t stress this enough) REALISTIC deadlines is the easiest and most effective way to get the job done. Just remember to build in some flex space and learn how to prioritize for when an unexpected storm blows through the office.

What's in a Name?

Mon, 19 Jan 2009 12:28:00 -0700

The value of a good business reputation.
According to Fortune, Apple is the world’s most admired brand. What gives this brand and others like it such stellar reputations? And, more importantly, how can your company achieve such accolades? Well, Fortune bases its rankings on eight key business attributes:

Innovation
People management
Use of corporate assets
Social responsibility
Quality of management
Financial soundness
Long-term investment
Quality of products/services

Overall, I believe that these eight key business attributes can fit into three major categories that should be of the highest importance to your business: quality, customer satisfaction and fiscal responsibility.

Quality
Customers want the most innovative and high-quality products and services for their cash. Period. So give the people what they want. Don’t spend all of your time and money talking about it and advertising it, the companies with the best reputations do it.

Customer Satisfaction
We’ve all had the experience of finding a brand (whether it be clothing, cars, electronics…) that we love but dread the purchasing experience. Even if you have a high quality product or service, people should want to buy from you. Make the decision easy for your clients. Manage your employees well and make sure that customers are always satisfied. Listen! Don’t try and tell people what they want, listen to them and give them what they want, without question or exception.

Fiscal Responsibility
So your customers are satisfied with you and the quality of your company’s product/service. Now you need to make them feel confident in your future. Three of Fortune’s key attributes revolved around the company’s assets. You don’t have to be the biggest player in the industry, but people want to know that your company is being managed effectively and that you’re practicing smart business. People also want to know that you are contributing what you can to your community.

So if you want to be the Rolls Royce, Google or Apple of your industry, keep these business elements in mind. Who knows? Maybe one day you’ll be topping Fortune’s lists.

We love to hear from you - let us know what you've been doing to better your reputation. Or, if you've had struggles getting past something and would like help finding a way. Posting comments gives others a way to learn from your examples and allows you to get invaluable feedback from colleagues.

Dont Sit on the Sidelines

Mon, 29 Dec 2008 16:05:00 -0700

How hiring an executive coach can help you get in the game.

I stepped into coaching quite by accident a couple of years ago. Frequently, I would receive calls from colleagues and clients wanting to share their business challenges with me. We would discuss the scenario, and I would offer my thoughts on how to tackle it. Sometimes I suggested a specific action be taken; other times, a shift in their style of communication or thinking. But, no matter what the suggestion, I always knew it was imperative to look at the big picture. Analyzing the long-term goals while still zooming in on the intimate details. I realized, after years of managing people as a business owner and a manager in both corporate and volunteer settings, that I had gained a great deal of knowledge on how to deal with business relationships. That’s when I decided I wanted to coach and consult for a living.

Although I consult on a variety of topics, to professionals in every level of business, executive coaching is always in demand. No matter what our level of responsibility, even at the executive level, we can often have trouble getting outside of the minutia and back into the big picture.

So, you might be asking: “What is executive coaching”, and “Why do I/my company need one?”

Look for a definition of executive coaching and you’ll find a variety of answers. One simple definition I like is from Sherpa Coaching:
Regular meetings between a business leader and a trained facilitator, designed
to produce positive changes in business behavior in a limited time frame.

The key elements of this definition being: A business leader – one who is in a business entity and in a position of leadership. This could be an upper-level manager all the way up to the top, or even an entrepreneur. A trained facilitator: one who is skilled in assessing and guiding a leader in development and action – your coach. Production of changes in a limited time frame: Clear and measurable results in a specified time (no more than 6 months).

So, here are the five reasons I believe hiring a business coach is beneficial:

To assess the current situation with a fresh perspective, identifying areas of challenge and setting forth a defined plan of action to achieve specified goals.
To solve tactical problems and clear the path for action.
To develop capabilities – new ways of thinking and doing things – that wil contribute to the effectiveness of the individual and organization.
To integrate new leaders into their positions, building skill sets and gathering consensus to ensure that constituencies are satisfied and have buy-in.
To develop leadership skills and habits that will promote continued learning to achieve maximum partnership between individual & organization.

If you want to develop yourself or leaders within your organization, help transition individuals from one area of responsibility to another, or focus on a the attainment of specific goals for an individual or group, a business coach may be just what your organization needs.

If you are interested in our business consulting and executive coaching services, please contact Pick My Brain at 310.771.0665.

Youve Got a Friend in Me

Mon, 08 Dec 2008 11:33:00 -0700

How strategic partnerships can be mutually beneficial.