Check out these “Go For It” quotes I came across on Phil Gerbyshak’s Make It Great! site.
He, ironically enough, chooses three quotes on failure to exhort us to aim high. Rosalynn Carter, Henry David Thoreau and Robert Kennedy.
Here is my own: Fear of failure sabotages. Planning for failure instructs.
On your side.
Karl
Innovation is a double-edged sword. New gadgets can enhance effectiveness or undermine focus.
In this week’s interview with software developer, Jorge Rosas, (a self-confessed innovation addict) we discuss the difference between the type of early adopter—whose play leads toward multiplied productivity—and those whose fascination with new gadgets results merely in distraction and loss of focus.
The point is not to label ourselves so much as to help those of us fascinated with all things new to recognize when this passion is serving us well and when it is luring us off track.
Listen in.
Instead of joining an extremist camp: either always buying the latest innovation as soon as it comes out, or always waiting as long as possible before making a change, we need our own decision-making criteria.
Our needs are different than anyone else’s. Our financial resources are limited. Our teams’ openness to change and learning new things is a factor. Our industry might be one of relative stability or rapid innovation.
In this week’s podcast with software developer Jorge Rosas, we discuss three “tension spectrums” across which to consider our next decisions:
What criteria informs your decisions about adopting new technologies?
Friend or foe?
Our new podcast series helps us think about a constant business reality: technology change.
Do you leap headlong into every innovation or upgrade? Or do you avoid the expense and disruption of learning something new as long as you can?
There are advantages and disadvantages to both strategies. Instead of adopting a rigid stance, listen in to my conversations with Jorge Rosas, tech guru, software developer and confessed obsessive early adopter of all things new.
Listen in.
Looking for a pithy pick-me-up this morning?
Check out 10 Inspiring Thoughts on Leadership. Anna Farmery has a down to earth style and sound approach I think you’ll enjoy.
For those of you who have been working with me on either career or leadership style adjustments, Inspiring Thought #7 is particularly powerful.
When you learn how to stick to your vision and values but evolve the journey you take – then you increase the chance of success.
On your side,
– Karl
My top three Hard Facts About Working with People are:
I was reading Marshall Goldsmith’s blog this morning, and he challenges us about the risks of ignoring your top performers.
Worth a read not only because he agrees with me, but because he’s pointing to what makes top performers tick and come alive at work. Stoke these deep and powerful inner motivations, and these people will change the world for you.
On your side,
– Karl
More than mastering any particular skill, our leadership journeys consist of learning to function with poise.
Poise is being comfortable and secure, balanced and free. Poise derives its strength, not from the trappings of positional power, but from the beauty of one’s professional integrity. (i.e. being whole and consistent in both character and competencies.)
Poise is being free to enjoy work and working hard. Poise is prepared to confront crisis, work through problems, and face down difficulties without losing one’s footing. Poise is being able to learn from everyone, even our worst critics, without fear.
Poise in leadership is a form of being fully alive and totally available for the task we have set for ourselves. Poise in leadership is a magnificently beautiful and deeply fulfilling stance.
When do you feel most alive and secure at work?
On your side,
– Karl
“Thank you. Thank you for being who you are. Thank you for showing up fully and bringing yourself to our shared mission. We wouldn’t be where we are today without you.”
Its value seems obvious, but appreciation of one’s volunteers too often gets overlooked in the busyness of our non-profit efforts. Make yourself one promise today. Promise yourself never to let another day go by without finding a way to express thanks to those who work alongside you.
Remember from our latest podcast with Rodney Walker, that a core source of motivation for volunteers is the opportunity to contribute and make a difference. Expressing gratitude is a way to communicate the specifics of how someone does just that.
For simple guidelines on the what’s and how’s of a meaningful “Thank You,” download my Say Thank You and Mean It worksheet.
On your side,
– Karl
Key with volunteers is the opportunity to contribute and make a difference. Take that away and why not just stay home and catch up on chores?
A position without accountability is the same as a position that doesn’t matter. If it’s not important enough to have standards and expected outcomes, then it’s not very important.
By treading lightly and avoiding confrontation over sub-standard work by volunteers, we rob them of one of the key benefits of getting involved—the opportunity to make a difference. Work that matters is work worth insisting on people’s best efforts.
Try including expected outcomes in your volunteer job descriptions. Lists of tasks or responsibilities leave too much to individual interpretation. Many arguments or misunderstandings about performance can be avoided from the outset with a focus on outcomes.
Accountability is not a threat to those who care about their work… it is a gift. How do you go about giving the gift of accountability?
(Find the entire Challenges Facing Non-Profits series here.)
Rodney Walker asserts that volunteers are the non-profit’s most valuable resource in this week’s podcast interview.
But volunteers don’t always do a good job. They do not always come with the skills we need. Some arrive with too much time on their hands and set up a home away from home in our office. Awkward, to say the least! Bless their hearts for helping on the one hand, while we curse under our breath for the complications, on the other.
You might consider developing a simple job description for each task or role for which you plan to recruit volunteer help. (Click here for free pdf template download.)
Such a tool would help you and your team define more clearly what you actually needed help with. More importantly, prospective volunteers would see up front how much time was being asked, the duration of the commitment, the tasks involved and the skills required.
This job description could serve as a talking tool or discussion guide when interviewing interested recruits. You would be able to highlight how the person’s heart fits with the organization’s mission, without sacrificing the substance or quality of the job that needs to get done.
How do you keep volunteers both motivated and on track?