Extreme Mind Makeover Edition

Mahatma Gandhi said, "a man is but the products of his thoughts. What he thinks, he bocomes". Whether we care to admit it or not, our thoughts and beliefs impact our experience.

We think 40,000 to 50,000 thoughts per day. How we feel is indicative of the types of thoughts we think. Do you feel joy and excitement in your life or are you feeling fatique? Do you see the glass as half empty or have full? The better we feel the more optimistically we are thinking.

So what do we do in those situations when we are focused on what is not working or what we do not want? There are simples techniques that we can use as follows:
1. Listen to your language: What are you saying to yourself and others?

2. Visualization: Mentally picture what you want in your mind and feel it.

3. Pivoting: When you are focused on what you do not want,ask yourself, "what do I really, really want. Take a belief and try it.

4. Scripting: It is writing about what you want as if it has already happened. Write it in the present tense with as much detail as possible.

All of these techniques can change your thinking. As Norman Vincent Peale believed, "Change your thoughts, and you change your world"?

Do you need an extreme mind makeover today?

Thought for the Day

Sometimes a simple thought for the day can be more profound than an entire blog. As you move through this upcoming week think of the Gandhi quote, "We must be the change we wish to see in the world".

What change do you want to make in your life that will make the world a better place?

The Four Obsessions of an Extraordinary Executive

One of my favorite authors is Patrick Lencioni. His leadership ideas are simple but powerful. The Four Obsessions of an Extraordinary Executive is no exception.

In this book he begins with two fictitious companies. One exemplifies a healthy organization and the other does not. The story showcases how an organization becomes healthy. A healthy organization is defined as having less politics, and confusion, higher morale and productivity, lower unwanted turnover, and lower recruiting costs than an unhealthy one (Lencioni, 140).

The following are Lencioni's four disciplines of a healthy organization (141):
1. Build and maintain a cohesive leadership team. This is the most critical and
enables the other three.
2. Create organizational clarity. It is agreeing to the fundamental concepts
that drive an organization.
3. Over-communicate organizational clarity. With this principle, employees at
all levels and in all departments understand what the organization is about
and how they contribute to its success.
4. Reinforce organizational clarity through human systems. Systems and processes that drive human behavior must be clear.

The end result of practicing these principles is a healthier, happier and more productive organization.

As you think about these principles, which ones are currently active in your organization.

Coaching for Excellence

Coaching is helping individuals to source their own answers. It is helping the client to see the power of possibility. As an Executive Coach, it is important that I learn to ask powerful questions to direct the coachee inward, and recognize I do not have her/his answers.

We live in a culture where being right is very important. It is easy to fall into the trap of wanting to be more directive in my coaching approach. That is simply not my job. When I allow individuals to discover her/his answers it is so much more powerful and empowering!

There are so many great tools and techniques available for working with a coachee. Many of my favorites come from Learning Journeys The International Center of Coaching. Please check out their website at learningjourneys.net for a list of classes and certifications.

As I continue to coach executives, I will remind myself it is her/his journey and not mine.

Question for the week: How can you continue to increase your effectiveness as a coach?

Employee Re-engagement

Leigh Branham's third book, co-authored with Mark Hirschfeld, is called RE-ENGAGE. The book addresses the six rules of "re-engagement" for organizations, and is research based. It shows "how America's best places to work inspire extra effort in extraordinary times".

The six rules of re-engagment are as follows:

• Build Trust among workers, managers, and executives.
• Deal with problem employees and dysfunctional environments.
• Inspire teamwork that crosses generational lines and diversities.
• Promote excellence through training, rewards and benefits.
• Value the contributions of individuals and teams.
• Show employees that you genuinely care.

Each principle is supported by a company actually practicing it. Leigh also offers some practical suggestions for your employees.

Having known Leigh for a number of years, I know how passionate and knowledgeable he is about employee engagement. I suggest reading and keeping this book on your shelf as a reference guide.

Question for the week: How engaged are your employees?

Gratitude

As we begin the Holiday season, it is a time for reflection, introspection and gratitude for the year coming to a close. We reflect on our famiiy, friends and the myriad of good fortune we experienced throughout the year. However, how often do we practice gratitude at work? How often do we spend time expressing our appreciation to the co-worker who helped with the project? Or the boss that supported us? It is a simple concept, yet seldom practiced in our work environment.

Eileen Caddy once said, "Gratitude helps you to grow and expand, gratitude brings joy and laughter in to your life and into the lives of all those around you." Today as you think about the individuals and teams that have supported you, take a moment to express your gratitude and appreciation. It will go a long way towards creating a more harmonious and joyful work environment.

Today, who will be the recipient of your gratitude at work?

Happy Thanksgiving!

We are taking a break this week for the Thanksgiving Holiday. Remeber to count your blessings!