Do you wonder how you can ever achieve your highest priorities, how you can turn your dreams into reality? It is possible ... maybe not with all of them, but possibly with many of them.
Gather the Ideas: Make a list of those things which you consider priorities in your life right now. Never mind whether it seems doable or not, or whether it is just a dream at this point. It matters simply that it is a priority that you think about often.
Choose the Highest and Most Important: From this list, choose your number one highest priority, the one that you passionately want to see accomplished. (If you can follow this pattern with one priority, you can do it with any number of them.)
Understand What Needs to Happen: Take this high priority and write out all the things which will need to happen to bring it about. Don't agonize over this list but be as thorough as you can, whether it's five or one hundred 'needs to happen' items to realize success.
Break it Down to Three Definable Phases: From this list (of all the things that will need to happen) group sequential or closely related items into three clusters.
You now have three clusters of sub-points ... the heart of a three part plan. Rearrange the sub-points according to some chronological time frame that allows you to address each point one by one.
Name each of these three groupings of sub-points (action steps) with brevity and in the clearest possible terms.
This is your blueprint for moving forward, your blueprint for success.
You now have a three step plan. Each step has been divided into sub-points or action steps that need to be accomplished, taken from your list of things that need to happen. Each step has a clear title indicating the main action or phase that all those sub-points are a part of.
Execute Your Plan: Execute this plan until you achieve your highest priority, no matter how long it takes.
Make Needed Adjustments: If and when you hit an insurmountable barrier, that you can absolutely determine is insurmountable, then make an adjustment to your plan or recognize and allow that that priority may not be achievable.
Never Give Up: Otherwise never, never, never give up on it, if you truly believe it is of the highest priority.
Obviously some priorities will be achieved in a short period of time. The steps are clear and executable. Other priorities will take considerable time because of their scope and will require persistence, patience and continuous action.
Tuesday, September 22, 2009
Sunday, September 20, 2009
Leaders Under God
As leaders, we do well to remember that we are responsible ultimately to God. We are, when all is said and done, leaders under God.
It does not matter whether the leader acknowledges this or not. It remains a fact and will be proven so when we all stand before Him. But to embrace it is to access divine resources for daily responsibilities ... and far, far more.
The leader in relationship to God through Jesus Christ does not walk alone. He carries out his responsibilities fully conscious that He is loved and strengthened and given wisdom and capacity to lead from God. There is no foolishness in embracing this quality of relationship with the God who does not change.
God is over all. He does not invite us to include him on some list along with all our other personal and business priorities. He invites us to see him over all priorities. Not the first priority but OVER all priorities. He is God over all and He refuses to slip to number two or three or right off our list of interests altogether. He is above lists and desires that we meet Him there, in awe and wonder at His altogether unique nature and position.
Why in 2009 would we still talk about thoroughly modern and enlightened leaders embracing God? Because He still exists.
God never went anywhere while we were becoming so enlightened. He never stopped extending the invitation to relationship while we ran after the multitudes of 'things' and 'isms' and pursuit of success and dollars to replace Him.
He is still there, calling leaders to surrender to His love for them and His ability to speak and work into their experience ... transforming their hearts and minds and the the way they think about and carry out work, life and leadership.
God has been so misrepresented by the behavior of those who identify themselves under His name. But He himself has not changed. As He was in the beginning, so He remains today.
Food for thought.
It does not matter whether the leader acknowledges this or not. It remains a fact and will be proven so when we all stand before Him. But to embrace it is to access divine resources for daily responsibilities ... and far, far more.
The leader in relationship to God through Jesus Christ does not walk alone. He carries out his responsibilities fully conscious that He is loved and strengthened and given wisdom and capacity to lead from God. There is no foolishness in embracing this quality of relationship with the God who does not change.
God is over all. He does not invite us to include him on some list along with all our other personal and business priorities. He invites us to see him over all priorities. Not the first priority but OVER all priorities. He is God over all and He refuses to slip to number two or three or right off our list of interests altogether. He is above lists and desires that we meet Him there, in awe and wonder at His altogether unique nature and position.
Why in 2009 would we still talk about thoroughly modern and enlightened leaders embracing God? Because He still exists.
God never went anywhere while we were becoming so enlightened. He never stopped extending the invitation to relationship while we ran after the multitudes of 'things' and 'isms' and pursuit of success and dollars to replace Him.
He is still there, calling leaders to surrender to His love for them and His ability to speak and work into their experience ... transforming their hearts and minds and the the way they think about and carry out work, life and leadership.
God has been so misrepresented by the behavior of those who identify themselves under His name. But He himself has not changed. As He was in the beginning, so He remains today.
Food for thought.
Friday, September 18, 2009
Motivating Staff to Action
We're all interested in motivating staff to action, empowerment and creating a culture of excellence. We want to embrace diversity, develop potential and achieve synergy. More buzzwords ... they are so easy to say, aren't they.
But you and I need to put meaningful thought and action behind them if we truly want to see others reach their greatest potential while contributing to the year over year success of the organization.
I came across an interesting article on motivation by Tim Millett, Motivating Staff ... What's the Buzz?. The author notes:
The interesting aspect of employee motivation is that there are many workers, both management and staff, who are motivated to succeed, but unfortunately that potential success is not seen as related to their current position or the tasks they are performing on a regular basis.
The symptoms? Staff who feel overlooked, under-appreciated and are looking for 'the right opportunity' to come up somewhere else. Meanwhile the organization gets bogged down in buzzword talk, training and motivational speeches. The results?
There is an enormous untapped potential in the labour force of most companies simply because people feel removed from the processes that equate to company success. That leads to a workforce searching for personal meaning (eventually with a position at a competitor!) or a workforce that is not mentally or emotionally connected to the company mission and thus underproductive.
So what's to be done?
The path to motivating staff is to focus on the mission of the company and then translate that mission into personal success.
How? The author offers several solutions.
I want to emphasize again what Tim says, The path to motivating staff is to focus on the mission of the company and then translate that mission into personal success.
I think that statement is worth taking some serious time to think about.
But you and I need to put meaningful thought and action behind them if we truly want to see others reach their greatest potential while contributing to the year over year success of the organization.
I came across an interesting article on motivation by Tim Millett, Motivating Staff ... What's the Buzz?. The author notes:
The interesting aspect of employee motivation is that there are many workers, both management and staff, who are motivated to succeed, but unfortunately that potential success is not seen as related to their current position or the tasks they are performing on a regular basis.
The symptoms? Staff who feel overlooked, under-appreciated and are looking for 'the right opportunity' to come up somewhere else. Meanwhile the organization gets bogged down in buzzword talk, training and motivational speeches. The results?
There is an enormous untapped potential in the labour force of most companies simply because people feel removed from the processes that equate to company success. That leads to a workforce searching for personal meaning (eventually with a position at a competitor!) or a workforce that is not mentally or emotionally connected to the company mission and thus underproductive.
So what's to be done?
The path to motivating staff is to focus on the mission of the company and then translate that mission into personal success.
How? The author offers several solutions.
- Creating a corporate culture that promotes staff involvement and reduces resistance to change
- Developing responsive management that values employee input
- Encouraging team participation
- Developing team leaders able to motivate others
- Becoming an organization that is able to cross traditional functions and communication barriers
- Creating positive energy that promotes individual success while also advancing company progress
I want to emphasize again what Tim says, The path to motivating staff is to focus on the mission of the company and then translate that mission into personal success.
I think that statement is worth taking some serious time to think about.
Thursday, September 17, 2009
8 Places to Start for Executive Health and Fitness
I am certainly no expert on fitness and health. But over the years I have learned a few things about the importance of taking care of myself in order to be at my best for me, my family and my work. Here are 8 places to start for executive health and fitness if you haven't done anything about it for a long, long time.
Face it. You're out of shape. You're probably feeling it and a look at the naked person in the mirror confirms it. Inside and out, you probably need some work. Of course the real change happens in your head. You are either ready to make a commitment to do whatever it takes or you're not.
Let's talk starting points. You are not Superman or Superwoman. You are an out of shape, concerned about your health, executive. So start simple. First, get your health professional on board. Make sure they give you the green light to begin implementing these eight steps.
Then head for your local bookstore. In the Health and Fitness section there are a ton of books on the topic. Arm yourself with some basic, get in shape, eat healthy type volumes and read them. Then:
1. Stretch - Those muscles have been so tight for so long they need some warming up. Over time, stretch every direction your body can manage. Stretch everyday. Get up from your desk and stretch often.
2. Build Stamina - Get out from behind the desk and start walking. Build up and even get yourself to run for a few feet. As you keep going over the weeks, you'll find your heart getting used to the good routine. Get outside with the children or grandchildren. They should be able to show you a thing or two about movement. If your fitness to date is spelled s-l-u-g, get up and get that heart pumping.
3. Build Strength - If the most you've done for some time is lift a pen and a file folder, then you are not too high on the exercise scale. You need to move some weight around. No, you don't need a lot of fancy equipment. Again, there are lots of books that show simple equipment techniques that will do you just fine for now. Start working with weights. Build muscle. Turn soft and saggy into firm and buff. (And be content with your age. If you are mid-forties or fifties you probably will not look 25 again. Look like a sharp, really in shape (insert your age) executive.
4. Cut Out Excessive Alcohol and Smoking - You're killing yourself. Period. Your children want a Dad or Mom that outlives them. Stop drinking too much and make today the last day you ever light up. No crap about "I can't stop" or "I need it for stress." Stop and you will have a better tool to deal with stressful situations, your good health and clear mind.
5. Reduce Sugar - Cut down on the sweets. Sodas, deserts, snack foods etc. Sorry. There is no other way.
6. Reduce Salt - We are an over-salted society. Read the labels on your food products. Cut your intake of salt.
7. Improve the Quality of Your Food - What goes in will help determine your health. Make it the best food you can. Natural vegetables are at the top of the list. There are tons of books on good nutrition, so pay attention to them. You don't need the fad diet (and leave those books on the shelf). You are aiming for a change in lifestyle.
8. Reduce the Quantity of Food - Like excessive alcohol and smoking, excessive eating can do you in too. Not you, you say? Look at your portion size. It may be enough to feed two people. Practice portion control.
There you have it, 8 places to start for executive health and fitness. Just start. No, you don't have to look like "him" or "her". Just be you ... a healthier, more alert, more fit you.
Face it. You're out of shape. You're probably feeling it and a look at the naked person in the mirror confirms it. Inside and out, you probably need some work. Of course the real change happens in your head. You are either ready to make a commitment to do whatever it takes or you're not.
Let's talk starting points. You are not Superman or Superwoman. You are an out of shape, concerned about your health, executive. So start simple. First, get your health professional on board. Make sure they give you the green light to begin implementing these eight steps.
Then head for your local bookstore. In the Health and Fitness section there are a ton of books on the topic. Arm yourself with some basic, get in shape, eat healthy type volumes and read them. Then:
1. Stretch - Those muscles have been so tight for so long they need some warming up. Over time, stretch every direction your body can manage. Stretch everyday. Get up from your desk and stretch often.
2. Build Stamina - Get out from behind the desk and start walking. Build up and even get yourself to run for a few feet. As you keep going over the weeks, you'll find your heart getting used to the good routine. Get outside with the children or grandchildren. They should be able to show you a thing or two about movement. If your fitness to date is spelled s-l-u-g, get up and get that heart pumping.
3. Build Strength - If the most you've done for some time is lift a pen and a file folder, then you are not too high on the exercise scale. You need to move some weight around. No, you don't need a lot of fancy equipment. Again, there are lots of books that show simple equipment techniques that will do you just fine for now. Start working with weights. Build muscle. Turn soft and saggy into firm and buff. (And be content with your age. If you are mid-forties or fifties you probably will not look 25 again. Look like a sharp, really in shape (insert your age) executive.
4. Cut Out Excessive Alcohol and Smoking - You're killing yourself. Period. Your children want a Dad or Mom that outlives them. Stop drinking too much and make today the last day you ever light up. No crap about "I can't stop" or "I need it for stress." Stop and you will have a better tool to deal with stressful situations, your good health and clear mind.
5. Reduce Sugar - Cut down on the sweets. Sodas, deserts, snack foods etc. Sorry. There is no other way.
6. Reduce Salt - We are an over-salted society. Read the labels on your food products. Cut your intake of salt.
7. Improve the Quality of Your Food - What goes in will help determine your health. Make it the best food you can. Natural vegetables are at the top of the list. There are tons of books on good nutrition, so pay attention to them. You don't need the fad diet (and leave those books on the shelf). You are aiming for a change in lifestyle.
8. Reduce the Quantity of Food - Like excessive alcohol and smoking, excessive eating can do you in too. Not you, you say? Look at your portion size. It may be enough to feed two people. Practice portion control.
There you have it, 8 places to start for executive health and fitness. Just start. No, you don't have to look like "him" or "her". Just be you ... a healthier, more alert, more fit you.
Tuesday, September 15, 2009
Why Most Leadership Development Programs Don't Work
I'm going to suggest three reasons why most leadership development programs don't work.
Organizations Aren't Really Committed: In business, dedicating people and resources to seeing someone grow isn't as easily traced to bottom line dollars earned. This is extremely short-sighted thinking. Build your people and you will build your business. Certainly our executive coaching firm frequently uses Return On Investment tracking that makes a strong case for bottom line results from front line human resource investments.
In addition, investment in people takes work. You don't just subscribe them to a magazine, give them a book allowance and send them off to a conference or two and think you have done the leadership development thing. Most of those in supervisory positions just don't have the time or inclination to work consistently with their leaders. And even if they are keen, they often don't really know how to proceed or to follow up on the individual.
It isn't much different in nonprofit settings. Just because they aren't engaged in profit making enterprise doesn't mean they don't want results. But many nonprofits are so strapped and busy that those who should or could be developing others just don't have the time. Immediate needs take precedence.
Individuals Aren't Really Committed: Individual leaders are often hungry to do better and achieve more. But they haven't got a clue of how to go about it. Busyness dictates that they don't get much time to think about personal and professional development beyond trying to keep up with the bottom line latest information they need to know for the next day.
Leadership development takes time. And months stretch into years. It's easy to let something slide. The tyranny of the urgent dictates attention and action. Unless the individual abruptly interrupts their well established patterns and plans for a different approach, things will pretty much stay the same.
People are far more often thrust into leadership than prepared for it. They learn by the seat of their pants. Now that's not all bad, but it is far from great for them or the company. And sometimes the results can be downright disastrous.
Personal Coaching Isn't a Key Component: Without one-to-one, intentional back and forth that is focused on the individual and what they are attempting to achieve, there is no focused 'system' or approach to fostering real growth. Intentional growth takes conversation. It takes probing and the revealing of potential blind spots. It takes questioning entrenched habits and exploration of as yet unknown possibilities in behavior and performance.
The Coach can take the time to walk alongside the individual with one purpose in mind ... helping them think about, plan for and act upon those things which would move them forward in learning, experience, skills and attitude.
Consistent coaching over an extended period of time may be the key missing link in most leadership development programs. With it, the individual can go further faster. In the same way that iron sharpens iron, the coach can sharpen the leader, assisting them to go farther than they might have otherwise thought possible. When that happens the results will show back in the organization.
Bottom Line. If you are going to be serious about a leadership development program, work with an executive coaching firm such as ours. We have a track record. We know what we are doing. We know how to help an individual grow in ways the benefit them and the company or organization. Your investment will be highly targeted and ROI will be real.
Additionally a seasoned professional coach can help you implement a 'coach approach' to working with your people. You will have a three-way partnership that is focused both on personal and professional growth and company results.
If you run leadership development programs
- Organizations aren't really committed.
- Individuals aren't really committed.
- Personal coaching isn't a key component.
Organizations Aren't Really Committed: In business, dedicating people and resources to seeing someone grow isn't as easily traced to bottom line dollars earned. This is extremely short-sighted thinking. Build your people and you will build your business. Certainly our executive coaching firm frequently uses Return On Investment tracking that makes a strong case for bottom line results from front line human resource investments.
In addition, investment in people takes work. You don't just subscribe them to a magazine, give them a book allowance and send them off to a conference or two and think you have done the leadership development thing. Most of those in supervisory positions just don't have the time or inclination to work consistently with their leaders. And even if they are keen, they often don't really know how to proceed or to follow up on the individual.
It isn't much different in nonprofit settings. Just because they aren't engaged in profit making enterprise doesn't mean they don't want results. But many nonprofits are so strapped and busy that those who should or could be developing others just don't have the time. Immediate needs take precedence.
Individuals Aren't Really Committed: Individual leaders are often hungry to do better and achieve more. But they haven't got a clue of how to go about it. Busyness dictates that they don't get much time to think about personal and professional development beyond trying to keep up with the bottom line latest information they need to know for the next day.
Leadership development takes time. And months stretch into years. It's easy to let something slide. The tyranny of the urgent dictates attention and action. Unless the individual abruptly interrupts their well established patterns and plans for a different approach, things will pretty much stay the same.
People are far more often thrust into leadership than prepared for it. They learn by the seat of their pants. Now that's not all bad, but it is far from great for them or the company. And sometimes the results can be downright disastrous.
Personal Coaching Isn't a Key Component: Without one-to-one, intentional back and forth that is focused on the individual and what they are attempting to achieve, there is no focused 'system' or approach to fostering real growth. Intentional growth takes conversation. It takes probing and the revealing of potential blind spots. It takes questioning entrenched habits and exploration of as yet unknown possibilities in behavior and performance.
The Coach can take the time to walk alongside the individual with one purpose in mind ... helping them think about, plan for and act upon those things which would move them forward in learning, experience, skills and attitude.
Consistent coaching over an extended period of time may be the key missing link in most leadership development programs. With it, the individual can go further faster. In the same way that iron sharpens iron, the coach can sharpen the leader, assisting them to go farther than they might have otherwise thought possible. When that happens the results will show back in the organization.
Bottom Line. If you are going to be serious about a leadership development program, work with an executive coaching firm such as ours. We have a track record. We know what we are doing. We know how to help an individual grow in ways the benefit them and the company or organization. Your investment will be highly targeted and ROI will be real.
Additionally a seasoned professional coach can help you implement a 'coach approach' to working with your people. You will have a three-way partnership that is focused both on personal and professional growth and company results.
If you run leadership development programs
- Be committed. Make it part of who you are as an organization.
- Work with committed individual leaders.
- Make coaching a long-term key component of your effort
Monday, September 14, 2009
Is Personal Development Dead?
Is it possible that we have too many terms with too much baggage ... terms like 'personal development'? Could it be that 'personal development' is bogging many good and potentially great leaders down? (Not to mention professional development.) They have sincere and hopeful intentions but over the months and years remain stuck, not growing and not attempting to grow beyond what are akin to a few New Year's Resolutions and some feeble attempts at 'embracing change' all under the label of personal and professional growth.
Is personal development dead? ... the term I mean ... is it spent, passe, overworked, past its prime, tired and in need of younger blood showing up on the scene?
'Personal development' - it's a great term, you know. Keeping it alive and well certainly fits into the movement that benefits to the tune of billions every year. But with all the personal development, you'd think we'd be further ahead in our companies and communities.
Again, could it be that a lot of it just isn't implemented at a very personal level? Or that too few people even explore what might be involved and are content to live in mediocrity as long as their pay cheque keeps showing up? Or that industry truthfully has no stomach to encourage and inspire it?
Maybe we need a new term, something to jettison the stereotype and start fresh ... something meaningful, measurable and moving. Maybe personal development should be 'Practical Monthly Improvement'. How about that? It isn't glamorous but it's a workhorse of a term.
Practical Monthly Improvement implies that something is measured from month to month. It assures us there is actual forward movement. And it certainly tells us that it shows up in everyday practical ways.
What would you do to achieve Practical Monthly Improvement? (Or PMI, as we'd have to say in business speak.)
Imagine what could happen in a company or an organization where every individual from bottom to top was seriously committed to month over month improvement both individually and collectively. Where compensation and rewards were based on real practical, observable, monthly improvement? What would that look like?
You might be thinking this is idealistic nut-talk ... a whole organization ... come on. But practical monthly improvement isn't corny, and I don't care what new term you come up with if the intention is right. Maybe, just maybe if we got rid of some of the stereotypical ideas people have about personal development and how difficult it is going to be, we could move forward faster.
When we published 52 Solutions for Those Who Need a 25 Hour Day, we were committed to really, really practical action steps. Pick any ten simple practices from that book and it will probably transform the way you work and lead. Just ten.That's what I mean by practical monthly improvement.
And while I'm at it, maybe we should require PMI as a condition of employment and leadership or running for public office. Prove you're engaged with doing better and making things better. Your company, cause ... or country ... will be better for it. You'll be more satisfied. It could develop into a way of living and working from here on in.
When being aware and being willing get turned into daily, intentional and decisive action, there is no telling what can be accomplished in a life ... or a country.
What do you say my friend? Does PMI have traction?
Is personal development dead? ... the term I mean ... is it spent, passe, overworked, past its prime, tired and in need of younger blood showing up on the scene?
'Personal development' - it's a great term, you know. Keeping it alive and well certainly fits into the movement that benefits to the tune of billions every year. But with all the personal development, you'd think we'd be further ahead in our companies and communities.
Again, could it be that a lot of it just isn't implemented at a very personal level? Or that too few people even explore what might be involved and are content to live in mediocrity as long as their pay cheque keeps showing up? Or that industry truthfully has no stomach to encourage and inspire it?
Maybe we need a new term, something to jettison the stereotype and start fresh ... something meaningful, measurable and moving. Maybe personal development should be 'Practical Monthly Improvement'. How about that? It isn't glamorous but it's a workhorse of a term.
Practical Monthly Improvement implies that something is measured from month to month. It assures us there is actual forward movement. And it certainly tells us that it shows up in everyday practical ways.
What would you do to achieve Practical Monthly Improvement? (Or PMI, as we'd have to say in business speak.)
Imagine what could happen in a company or an organization where every individual from bottom to top was seriously committed to month over month improvement both individually and collectively. Where compensation and rewards were based on real practical, observable, monthly improvement? What would that look like?
You might be thinking this is idealistic nut-talk ... a whole organization ... come on. But practical monthly improvement isn't corny, and I don't care what new term you come up with if the intention is right. Maybe, just maybe if we got rid of some of the stereotypical ideas people have about personal development and how difficult it is going to be, we could move forward faster.
When we published 52 Solutions for Those Who Need a 25 Hour Day, we were committed to really, really practical action steps. Pick any ten simple practices from that book and it will probably transform the way you work and lead. Just ten.That's what I mean by practical monthly improvement.
And while I'm at it, maybe we should require PMI as a condition of employment and leadership or running for public office. Prove you're engaged with doing better and making things better. Your company, cause ... or country ... will be better for it. You'll be more satisfied. It could develop into a way of living and working from here on in.
When being aware and being willing get turned into daily, intentional and decisive action, there is no telling what can be accomplished in a life ... or a country.
What do you say my friend? Does PMI have traction?
Tuesday, September 8, 2009
What's Your Problem? Saying it Clearly
What's your problem? Saying it clearly will help you find solutions. And if you can't admit what it is, trying new things won't solve it. Your efforts will be squandered chasing phantoms. Make the real thing the real thing.
Probably more important than talking about your problem is taking the time to define your problem in the clearest of terms. Defining is the place to start. Once that is done you will have a clearer conversation. And it will be your gut, your emotions, your feelings that will let you know how good your definition is. When it is really cutting close to the core, you know you're probably on target.
As Dr. Phil McGraw frequently states, “You can't change what you don't acknowledge.” And until you can articulate whatever that area of needed change is, so that you mind and your heart are acknowledging, you will be unable to find the proper options that will lead you to the best strategies and actions to apply.
My most important task as a personal and executive coach is helping leaders clarify what the real situation, problem or opportunity is and to say that in the fewest words possible. Once that is done we know what we are really talking about and then we can come up with options that apply to the real topic at hand.
Those who are committed to personal, professional or organizational growth, clarify frequently as needed. Those who are complacent about consistent clarification continue to live, perform and lead in mediocrity.
I am sure that you probably have one problem or opportunity today that will benefit from clarity. It is the truth that sets free. It is the lack of it that leads to frustration, neglect and deterioration to whatever degree it may manifest itself.
The greatest change will come when it can be articulated in the simplest possible terms.
Probably more important than talking about your problem is taking the time to define your problem in the clearest of terms. Defining is the place to start. Once that is done you will have a clearer conversation. And it will be your gut, your emotions, your feelings that will let you know how good your definition is. When it is really cutting close to the core, you know you're probably on target.
As Dr. Phil McGraw frequently states, “You can't change what you don't acknowledge.” And until you can articulate whatever that area of needed change is, so that you mind and your heart are acknowledging, you will be unable to find the proper options that will lead you to the best strategies and actions to apply.
My most important task as a personal and executive coach is helping leaders clarify what the real situation, problem or opportunity is and to say that in the fewest words possible. Once that is done we know what we are really talking about and then we can come up with options that apply to the real topic at hand.
Those who are committed to personal, professional or organizational growth, clarify frequently as needed. Those who are complacent about consistent clarification continue to live, perform and lead in mediocrity.
I am sure that you probably have one problem or opportunity today that will benefit from clarity. It is the truth that sets free. It is the lack of it that leads to frustration, neglect and deterioration to whatever degree it may manifest itself.
The greatest change will come when it can be articulated in the simplest possible terms.
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