Randy Clark's Blog, page 49

Why I Pee in the Shower

There you have it. Yes, I pee in the shower. Not sometimes, but every time I take a shower. Don’t get me wrong I don’t step into the shower to urinate. I relieve myself when I’m taking a shower. Every time. Everyday. Also, you should know it’s my shower. My wife and I have separate bathrooms. Here’s why I pee in the shower.

Because, I Pee a Lot 

At nearly 70-years-old, I pee a lot. I pee often, and I pee in stops and starts. I pee every night at 2 am and again at 5 am. I pee when I get out of bed at 6 am. And I pee when I take a shower at 7 am. Like I said, I pee a lot. I’ve learned not to pass a bathroom.

Some sounds hasten my urination, and running water is the biggest culprit. I couldn’t stop myself from peeing in the shower if I wanted to. However, the truth is I don’t want to.

It’s The Best Place in the World to Pee

The shower is the best place in the world to unleash a stream of urine. Unlike the toilet, I don’t have to be concerned about missing the tank or peeing on the rim. The problem is my stream often has a mind of it’s own. It doesn’t always follow my directions. I may point it straight down the middle to watch it escape to the far left. Sometimes it comes out in multiple streams – like a waterfall.

The intensity of the flow varies as well. Sometimes, it’s one strong, steady stream like water coming out of a hose, and other times it’s a pulsating jet of recycled water.

And before you suggest, I sit down to pee. It doesn’t work for me. I don’t empty my bladder. I can’t feel how full it is. I was sure I’d find scientific studies as to why this is so, but I didn’t. I found the opposite. I learned why, for men, sitting down to urinate was no different than standing, and for some, it’s better. Not me. It doesn’t work.

While urinating in my backyard during the early dappled sunlit morning hours, I noticed something disturbing as my urine reached the mulch, backlit by the sunlight. To my dismay, tiny droplets of aerosol urine glowed like diamonds as they bounced up from the mulch. In a 360 display, the tiny droplets spread my wastewater in a nearly three-foot circle, including my legs and feet. Yuk.

I’m Saving the World One Urination at a Time

I’d like to add that I’m being environmentally responsible. I have eliminated hundreds if not thousands of flushes. That’s more than a gallon and one-half of water per flush. If I’ve eliminated one flush a day, every day, for the last ten years – that’s a lot of gallons.

Another thing that I do to help save the planet is I enter the shower before turning it on. I start with a small flow of cold water, and that’s when I pee. I don’t let gallons of water flow down the drain while I wait for the shower to warm.

I also think I should clarify that I’m only talking about the shower. For example, I never pee in the pool. Okay, there was that time when I was seven years old, and we all had to leave the pool, but not now. So, never the pool, but is it okay to pee in a lake? I mean the fish and turtles do, don’t they?

But Wait! It’s Unsanitary, Isn’t it? 

No, not really. You probably wash off more dirt, grime, and germs after a day at work or a day at the beach. “Healthy urine is mostly water, electrolytes, and waste products, such as urea. Urea is the result of proteins breaking down.

It’s unlikely that your urine could cause an infection even if bacteria in the urine made their way into your body through a cut or other wound on your legs or feet.” — Healthline — Is It okay to Pee in the Shower? It Depends

But wait, doesn’t urine stain the shower floor? Nope, not the case. I can tell you from experience that if you leave the shower running, there is no stain, odor, or residue.

And speaking of standing in my urine, I do not. Never ever. Even with my poor aim, I can point the stream away from my feet in the shower.

Do You Pee in the Shower? Should You? 

Yes, I pee in the shower. I have no choice, but if I did have a choice – I’d still pee in the shower. Unlike the toilet, I don’t have a target to hit. Yes, I aim at the drain, but if my sighting is off, it doesn’t matter, it’s all caught in the steady stream from the shower head. So, do you pee in the shower? Tell the truth.

Sometimes I like to have a little fun on here. So, shoot me. I hope you enjoyed this post and keep in mind I’m passionate about leadership development … and having fun.

How Can I Help You?

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

So, does your business have a management training plan? Because, if not, many organizations, large and small, use my book, The New Manager’s Workbook a crash course in effective management, as the basis for their leadership development program. Check it out.

Photo by kevin Baquerizo on Unsplash

 

The post Why I Pee in the Shower appeared first on Randy Clark Leadership Training.

How to Relieve Stress and Fear with Gratitude

In early June, I received a text and then a call from the owner of a company I had done leadership development with. He wanted my advice and hoped I would be available to come to their office and run a meeting. I told him that I was self-quarantined, and he understood. However, his marketing manager and I could set up a Google Meeting and put me on the big screen in their conference room. We discussed how to relieve stress and fear with gratitude.

Stress and Conflict

He wanted to mitigate anxiety caused by stress, which was leading to conflicts among his staff. It should come as no surprise that these are stressful times.

My goal for the meeting was for everyone to pick one action to commit to. I shared that I would cover a lot of ground, so hold on tight. I covered how to identify and control an amygdala hijack, conflict resolution formulas, stress relievers, and gratitude.

We ended the meeting talking about gratitude. I had sent the gratitude sheet below to the marketing manager, and he made copies, which he handed out.

We went around the room and shared our gratitude. I heard I’m grateful for this team, time with my family, our leaders, my health, and more.

Gratitude

Looking back, I wish I had talked less about my other points and more about gratitude. So, here’s the point I want to make. Your team is experiencing stress. That’s a fact, and if you don’t talk about it, they’ll find a way to let it out, which may not be what you want.

You might not be able to control all the stressful situations and feelings in your workplace, but if you don’t try, how will you know?

What came out of the meeting was positive. All shared actions they were committed to taking. And more importantly, they thanked the owner for bringing the discussion out in the open.

Start a Conversation

If you want to start a conversation with your team about reducing stress – gratitude is an excellent place to start. All you need to do is copy the questions below, make it available to your staff, and start talking. You may be surprised by what you’ll learn. You’ll almost certainly make a positive impact, and that’s critical at times such as these.

Gratitude Survey

There are times throughout history and moments in our lives when it may be more challenging to concentrate on what we have to be grateful for, but if we search, it is there. What are you grateful for?

Name a recent work or life victory

 

Find a positive in a negative

 

What’s something that has recently inspired you?

 

What has the pandemic taught you? 

 

Who is always there for you?

 

What’s your favorite thing about your job?

 

How to relieve stress and fear with gratitude begins with leadership

Stressful times call for calm leadership. It is a time for leaders to lead with a tranquil spirit. Serenity is essential. When a leader shows, stress, anxiety, and anger it’s a poison that spreads throughout the team. And, when a leader shares their gratitude it spreads as well. What seeds are you sowing with your team?

How Can I Help You?

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

So, does your business have a management training plan? Because, if not, many organizations, large and small, use my book, The New Manager’s Workbook a crash course in effective management, as the basis for their leadership development program. Check it out.

Photo by airfocus on Unsplash

The post How to Relieve Stress and Fear with Gratitude appeared first on Randy Clark Leadership Training.

How to Create a Company Culture that’s more than Words

Whether working from home, in an office, or a shared workspace, most of us spend a lot of time at work. We interact with co-workers more than our neighbors. Often we spend more time on work or at work than at home or with friends and family. That’s why it’s so important to work somewhere that fits your personality. I know this sounds obvious but it’s an awful thing to hate your job. However, as obvious as it may seem how many of us have stayed at a job we didn’t like? It’s depressing to despise your daily commute. Employees that don’t fit a culture, or can’t find any semblance of one, eventually look for a new place to commute to. Turnover is costly. An organization can do much to make a work environment that fits the needs of it’s employees. It’s critical for any business to understand how to create a company culture that’s more than words.

Share Your Purpose

Most people want to know what they do matters. When a team feels like they make a difference, they strive to reach their goals. A mission statement is only words. They may be great words, but they mean nothing until they’re actualized. A vision should be created by the team and shared through actions. I’m reminded of a story about a new COO who gathered the janitorial staff and shared how critical their job was to the success of the organization. he explained that an untidy building could turn away potential customers, interested parties, and employment candidates. And that a restroom out of soap, towels, or toilet paper could ruin someones day. he told them their job may be the most significant in the entire building. He gave purpose to their work.  He knew  how to create a company culture.

Spend Time Opening Communication Channels

It doesn’t matter how important a message is if it doesn’t reach those who need to hear it. “Confirm what was understood from your communication. Last year, a manager shared he had communication challenges with most of his team. He wondered if he was the problem. I asked if he checked his team’s understanding. He replied he did. I asked how? He said, “I always ask, ‘do you understand?’” Since most people don’t want to appear ignorant or uninformed, many will answer “yes” to this leading question, even if they don’t understand. So, to check someone’s understanding, ask them to repeat or explain what’s been communicated. For example, “I want to make sure everything’s clear. What was my key point as you understood it?” — How to Improve Communication in 10 Minutes

Solicit Ideas From Your Team

I remember a story about a large corporation that set a waste basket emptying schedule for their janitorial team. Trash overflowed in some areas while empty containers were marched to the dumpster. Office personnel became upset with the janitorial staff and vice versa. It was not a good cultural move. Eventually, the company realized they needed to let the office staff and janitorial team decide when to empty the trash. Sounds simple doesn’t it, but organizations create cultural havoc daily.

Hire for Character and Cultural Fit

I have friends at a marketing firm that have office cats. It’s obvious that hiring anyone who doesn’t like cats is a poor cultural fit. Sometimes it’s not so obvious. For example, if an organization relies on team activities such as, brainstorming, shared initiatives, and constant feedback wouldn’t it be prudent to ask any employment candidate how they preferred to work—with a team or independently?

Don’t be a do as I say not as I do Manager

This type of management can destroy an organizations cultural building efforts. It creates animosity between teams and management, which leads to lowered production, higher turnover, and decreased profit margins. It can be as simple as upper management not following new procedures. When leadership is allowed to continue doing activities as they have always done them and disregard updates it sets a poor example and creates a cultural breakdown. The exception becomes the rule, and employees begin to wonder if all procedures are exceptionable?

Continually Engage Employees

The most difficult part of employee engagement is getting started and then committing the time to continue the effort. There are multiple ways to engage staffs that help create and define culture.

Conduct employee surveys
Offer continuous training
Develop team building activities
Give recognition and share successes
Show a vision path for employees
Learn what motivates individuals

Understand Corporate Cultures Evolve

Just as the motivations of an employee change when they go from being single, to married, to married with children, so does an organization change as it grows. Staying ahead of the curve by being aware of how corporate changes and growth impact team members will keep a company on top of its culture.

Why is Corporate Culture so Important?

It’s one of the 21st centuries most popular business buzzwords—culture. Is it more hype than substance? In a word, no. A negative organizational culture can destroy a company. Businesses without an identifiable culture experience high turnover and wonder why. Conversely, companies that develop a culture, which fits their vision and personnel, excel. It’s not too difficult to see—it shows in the pride employees take in their organization, in the products and service they deliver, and in the growth of the business. Does your business know how to create a company culture?

How Can I Help You?

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

So, does your business have a management training plan? Because, if not, many organizations, large and small, use my book, The New Manager’s Workbook a crash course in effective management, as the basis for their leadership development program. Check it out.

Photo by Nastuh Abootalebi on Unsplash

 

 

The post How to Create a Company Culture that’s more than Words appeared first on Randy Clark Leadership Training.

Manage Projects Lead People

When I was a young manager, I picked up a bad habit of treating people like projects. I became convinced that if something worked with one person, it should work on everyone. I thought I could create a bullet-pointed plan to be used with every individual on my team. Later I called it project people management. It wasn’t until I failed to create the team I wanted that I realized you manage projects but must lead people. Manage projects lead people.

The Manager and the Leader
Managers tell, leaders ask

Leaders learn that to get the most out of people, they need to keep them involved. They understand their people need to feel like part of a team and that they have a boss they can talk to who listens.

Leaders work on activities; managers dwell on results

Results are important, but whether the results are good or poor the most important thing about results is the learning opportunity they provide. You can’t change the results. When all is said and done, the results remain, but you can change activities to affect future outcomes.

Managers want to know who was wrong; leaders ask what went wrong

It’s not who is right it’s what is right. It’s easy to lose sight of this and play the blame game, but what does that fix? Leaders work on what went wrong first not who to blame.

Managers are stingy with praise; leaders freely give recognition as it’s earned

Managers expect people to do their job without praise or direction. It’s what they’re paid to do. Leaders learn that giving recognition reinforces positive behavior.

Managers focus on employee skills; leaders look for character

I had an interviewee once tell me character was the strength to follow through on a good resolve once the mood had worn off. Skill has nothing to do with character. Most of us have worked with skilled individuals who were disruptive. Which would you rather work with, a positive person who is learning or a skilled negative one?

Managers ask people to fit a plan; leaders fit a plan to the people

How many times have you seen a sporting coach stick with a game plan that didn’t fit his or her personnel? It usually doesn’t work out well. The best coaches use the strengths of their team to create a plan.

Are You a Manager or a Leader?

The truth is you’re probably both. It depends on the category, the team, and the time of day. And here’s the good news. Since you have some manager traits choose one and turn it into a leadership strength. So, where are you going to start? Here are a few ideas on where to begin, 10 Ways to be a Better Boss. 

How Can I Help You?

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

So, does your business have a management training plan? Because, if not, many organizations, large and small, use my book, The New Manager’s Workbook a crash course in effective management, as the basis for their leadership development program. Check it out.

Photo by Patrick Perkins on Unsplash

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Why SMART Goals Are Dumb

I know I’m bucking the status quote, but as good as SMART goals can be they have one glaring omission. The SMART goal acronym is credited to Dr. George Doran who published the concept in 1981. I know you can do the math, but think about this, 1981 that’s 36 years ago. The world is a different place in 2020. Regardless, what makes SMART goals dumb has always been the downfall of SMART goals. You see, you cannot do a goal you have to do activities, and that’s where SMART goals come up short.

If you’re unfamiliar with SMART goals the acronym stands for:

S – Specific

M – Measurable

A – Achievable (sometimes attainable)

R – Results Focused

T –Time Bound

There’s an expanded version, SMARTER goals:

E – Ethical

R – Recorded

Let’s Get Specific

Outlined under specific are the 5 W’s – who, what, when, where, and which. (Which is used to identify outside consequences.) The problem is where is how? Here’s an example I found on a SMART goal tutorial. A poorly written sales goal would be to set a goal to sign up more customers, I agree. However, the example of a SMART goal was to set the goal of adding two additional customers per month. That’s not a well-planned goal; it’s a wish. What’s missing is how. For example, in this scenario, it might be to cold call five new prospects per day and set two appointments per week. And then follow up these activities with training and tools to achieve the goal, such as the manager travel with the salesperson to appointments, the manager conduct cold call training once per week, and talk with each salesperson about their activities daily.

Activities are Hard to Find in SMART Goals

Activities are hard to find in SMART goals, and that’s dumb. Sometimes actions can be found under A – attainable or achievable, and occasionally they sneak into specific, but they’re not always there and the importance of planning activities to reach goals isn’t clearly stated in SMART goals.

Don’t get me wrong, there’s not much I disagree with about SMART goals. Every letter in the acronym is important; it’s just that SMART goals miss, or at least downplay,  the most critical ingredient of any goal – an action plan – a set of activities to continue, renew, improve, or discontinue. Regardless of how specific, measurable, attainable, results focused, and time bound a goal is, without activities it’s not much more than a hope. And that’s dumb.

If you’d like to read further take a free look inside my book, You Can’t Talk Shit Done: Adding Actions to Words

How Can I help You?

I’d love to meet you and your team virtually. I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

Does your business have a  management training plan? Many organizations, large and small, use my book, The New Manager’s Workbook a crash course in effective management, as the basis for their leadership development program. I’m also available to conduct training.

Photo by Markus Winkler on Unsplash

 

The post Why SMART Goals Are Dumb appeared first on Randy Clark Leadership Training.

How to Control an Amygdala Hijack

With all the stressful events in the first half of 2020, it’s not only easy to lose control of our emotions – it’s part of who we are. So, how do you control an amygdala hijack? But first – what is it?

Fight-or-Flight 

Most of us know the amygdala hijack as the fight-or-flight response. It was not only useful for early humans but humankind, as we know it, may not have survived without it. We no longer face daily physical threats. We don’t need to worry about being hunted as we gather food or being attacked in our sleep. However, stress of any kind, even psychological, can trigger an amygdala hijack. It should be no surprise that with the stresses and pressures we’ve all shared in the first half of 2020, our amygdalae are in the drivers’ seat.

What is the Amygdala?

“The amygdala is a collection of nuclei found deep within the temporal lobe. The term amygdala comes from Latin and translates to “almond,” because one of the most prominent nuclei of the amygdala has an almond-like shape. Although we often refer to it in the singular, there are two amygdalae—one in each cerebral hemisphere.”– Know your brain amygdala

What is an Amygdala Hijack?

“It happens when a situation causes your amygdala to hijack control of your response to stress. The amygdala disables the frontal lobes and activates the fight-or-flight response.

Without the frontal lobes, you can’t think clearly, make rational decisions, or control your responses. Control has been “hijacked” by the amygdala.” — What is an amygdala hijack?

Several studies have concluded that during an Amygdala Hijack, people lose 15 – 20 points off their IQ. Have you ever reacted in anger and later asked yourself how you could do something so stupid? Yea, me too.

How to stop an Amygdala Hijack 
Reason it out

Take emotion out of the equation. Do this by stimulating your frontal lobes. Think the situation through, review your possible options, and choose the most rational and logical way to respond. Ask yourself the following questions:

What am I thinking?
What am I feeling?
How am I getting in my own way?
What do I want now?
What do I need to do differently?

Take a walk

Get away from the stressful situation. Walk around the building. Give yourself time to calm down and think. “Once you identify triggers that have the potential to set off your emotional hijack, do anything in your power to address them so you are able to do more than just react. Take a microbreak and walk away from a tense situation by going for a walk, getting a drink, or just giving yourself a minute to calm down.” — Reduce Emotional Hijacking with Emotional Intelligence

Take deep breaths

The amygdala takes blood and oxygen away from the frontal lobes – the thinking part of the brain. Deep breathing can help oxygenate the frontal lobes. “Oxygenate. Slow down the conversation and breathe deeply. In emotional situations, your brain is working intensely and using up a lot of oxygen. Be deliberate in replacing it. Your mother probably never heard of neuroimaging, but somehow she knew that counting to ten was always a good thing.” — Four Ways to Defeat Hijacking

Count to 10

Or 20 or 100 – whatever it takes to bring calm and reason back to your brain. Do not speak or act before you count down to calm. If you chose to react immediately, you likely will continue and recycle the hijack.

“Once triggered, the chemical released by my brain surges through my body, and I have a physiological experience. Within 90 seconds from the initial trigger, the chemical component of my anger has completely dissipated from my blood and my automatic response is over. If, however, I remain angry after those 90 seconds have passed, then it is because I have chosen to let that circuit continue to run.” — Dr. Jill Bolte Taylor — My Stroke of Insight: A Brain Scientist’s Personal Journey:

Controlling an Amygdala Hijack

Amygdala Hijacks are unavoidable, but succumbing to them isn’t. That is the reason I wrote this blog post. You see, for more years than I care to admit I let my emotions rule my actions. I would jump to anger and ride it out. I was a hothead, I had a bad temper, and often I was out of control. And I can tell you this; I’m much happier being in control of my emotions.

I used every method of controlling a hijack. I walked away, took deep breaths, and counted to 10. These all helped, but what worked best for me is when I read Dr. Jill Bolte Taylor’s book My Stroke of Insight (linked above). She introduced me to the idea of taking back control of your brain by reengaging it with open-ended questions. She also taught me to tell my brain, “Thanks, but no thanks.”

With the pressure and stress we all face in this modern world, it’s important to have a strategy of calm. Mediate, count, breath, think, do them all, but most of all, be aware of your triggers, do what’s best for you, and don’t feel alone. You’re not.

How Can I help You?

I’d love to meet you and your team virtually. I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

Does your business have a  management training plan? Many organizations, large and small, use my book, The New Manager’s Workbook a crash course in effective management, as the basis for their leadership development program. I’m also available to conduct training.

Photo by Robina Weermeijer on Unsplash

 

The post How to Control an Amygdala Hijack appeared first on Randy Clark Leadership Training.

I Created a Virtual Beach Weekend and So Can You!

Last week I posted a couple of photos of a backyard virtual beach I created for my wife and me. Several friends asked me how I created a virtual beach weekend. What was my plan? One friend suggested I write about it. Thank you, @Carol_Stephen.

How the Idea of a Virtual Beach Weekend Started

Other than curbside grocery pick-up and drive through prescriptions, my wife Cathi and I haven’t been away from home since March 18th. On that day, we both donated blood, and on the way home, we stopped at Kroger. I remember waiting in line wearing a mask when the lady behind me loudly proclaimed, “They say masks don’t help – they don’t work.” It was the last time I was out in public.

My wife and I have been married 28 years but have celebrated only seven “official” wedding anniversaries. We were married on February 29th, 1992. Leap year. So, every four years it’s a special anniversary. This year we spent our anniversary weekend in Puerto Vallarta, Mexico, one of our favorite destinations. We stayed at the lovely Villa del Palmar and opted for all-inclusive. The food was marvelous, the beach was beautiful, and the room was exquisite.

On the evening of our anniversary, we went to the sports bar at the resort, which had karaoke. I signed up requesting Born to be wild. When it was my turn, I asked if I could have a couple of minutes to speak. I explained that my wife and I met more than 30 years ago when she auditioned for and joined my rock & roll band. (She plays bass.) We were wild then and still have our wild side. I shared that it was our anniversary and dedicated the song to Cathi, my best friend.

It was a memorable trip, and although we can’t wait to travel more – we will. We’re both in good health. However, we’re at the age, and I have chronic illnesses that put me in the high-risk category for COVID-19. We’re not going anywhere soon.

The Virtual Beach

My wife had mentioned how fortunate we were to take time in February for an excursion, and that she looked forward to our next trip – in 2022! My mind went to work. Why couldn’t I create a virtual beach in our backyard? I mean other than there’s no sand, beach, ocean, or a pool. Why would I let that stop me? I went to work.

Let’s Eat!

I ordered Mexican food staples from the grocery. I love to cook, and this was going to be fun. My order included taco shells, flour tortillas, chips, black beans, shredded Mexican cheese, jalapenos, avocados, lettuce, tomatoes, and shrimp. My wife is a pescatarian. She eats a vegetarian diet, but also fish and some other seafood, including shrimp. Three days later, I was ready with my groceries. I printed a menu that included vegetarian tacos, salsa and chips, and shrimp burritos. Photo by Tai’s Captures on Unsplash                                                                                    

                                                                                                                            

Boarding pass, please

Next, I researched video on YouTube of Puerto Vallarta. After viewing several, I choose one that began on a plane traveling to the resort, and then toured the city and beach for more than an hour. While I was on YouTube, I located a nine-hour video of the beach with the calming sound of waves rolling in. Photo by Yulia Agnis on Unsplash                                            

 

Cleaning up the Beach 

On Thursday, I went to my garden shed and brought out a 12 x 12 blue  plastic tarp, an 18-gallon blue bucket, the kind with two rope handles, and an old beach umbrella. I got out the hose, a brush, and some dish soap and scrubbed them down. I was ready.

The Ocean

Friday morning, while my wife was on a Zoom meeting, I went to work. First, I spread the tarp out and placed eight concrete blocks making approximately a 10-foot square. Next, I set 2 x 4’s on top of the blocks (I had the blocks but had to piece together the 2 x 4’s. I even used one I had replaced on the shed due to rot. I retrieved it from the trash pile.) After that, I folded the tarp under the blocks and filled it with water from the hose. To my delight (and astonishment), it worked!

For an added touch, I submerged a small sprinkler, attached to the hose, and let it create a bubbly fountain. I added two lounge chairs, turned the blue bucket upside down to make a table, and then used a bungee cord to tie the beach umbrella to the table. I placed two small tables (one was a footstool, on either side of the chairs, and then covered the tops of the tables with blue cloth. I sat the menu on her table.

 

Surprise! 

When my wife finished her meeting, I asked her to come to the living room. I told her she was right. We needed a beach weekend, and then I queued the video of flying into the resort on our big screen. She watched enthralled for more than 20-minutes. Photo by James Beheshti on Unsplash 

                                                                  

                                                                                                                                      

She thanked me, and I said, “But wait, there’s more!” I asked her to put on her bathing suit. She did, and then we went to the back patio. My laptop was set to the ocean scene and sounds and my little transistor radio on a local Spanish music station. Her smile took my breath away. It was pure joy.

It worked better than I ever expected. It put us in the beach frame of mind. I, with my book and Cathi with her Sudoku, felt as if we were at the beach. So, I guess we were.

Are you ready to create a virtual beach weekend? You may not have a tarp, or blocks, or chairs, but I’ll wager that if you inventory what you do have you can find a way. Holler at me if you need any advice.

Next Stop, Lake Michigan 

We’re planning another virtual beach weekend getaway on the Fourth of July. We’ve decided on a favorite location of ours, the beaches near Grand Haven, Mi. I’m almost ready, but I haven’t figured out what food to order yet. What do you think should be on our Fourth of July Lake Michigan menu?

If you’d like to know more about our decision to self-quarantine, read this, Should You Hunker Down at Home?

 

 

The post I Created a Virtual Beach Weekend and So Can You!   appeared first on Randy Clark Leadership Training.

My Top Ten Leadership Mistakes

Leaders are human. They make mistakes, but by being aware of the most common pitfalls, problems can be reduced. I’d like to say I’ve compiled this list from observation, but it’s lessons I’ve learned from my own leadership mistakes and missteps. You can either eventually figure it out through trial and error (like I did), or you could learn from my leadership mistakes. Here’s my top ten:

10. Poor delegation

This includes not delegating (no one can do it as good as me!), delegating without follow up, delegating impossible tasks, and delegating to those who are unprepared for the task.

9. Lack of transparency

Your business shouldn’t be a secret to your employees. How can your team support the organization if they don’t know what’s going on? Good or bad, share it.

8. Little or no follow up

Assigning tasks and activities without follow up is a recipe for failure. Help your team by following up on the projects you give them. Don’t wait until it’s too late.

7. Participating in gossip

If you want to destroy your team, gossip about employees to other employees — they’ll soon figure out you gossip about them, as well. When you listen to toxic hearsay about others, you become part of the problem. Don’t make yourself available to partake in slander by listening to it.

6. Putting you first

Leadership is service. Very few will follow anyone who raise themselves above others. Putting yourself first makes you last among those you lead.

5. Little or no personal involvement

The less you’re involved in day-to-day operations, the more difficult it becomes to advise and direct your team. The more you rely on others for information, the greater the chance of information being incorrect.

4. Do as I say, not as I do

Don’t misunderstand this. It doesn’t mean you have to complete every task your team takes on. It means you approach every task you take on in the same manner you expect from them.

3. Avoiding confrontation at all costs

More good employees are lost because no one tells them what needs to be changed. If you want to help your team, tell them what they need to hear.

2. Lie, cheat, and steal

There is little room for white lies, half-truths, and withholding information. A leader’s unethical choices in any part of life reflect on them as a leader.

And the Number One Answer Is — Drum Roll, Please …
1. Bullying

If your primary tools for motivating others are fear and threats — you’re a bully. It will eventually blow up in your face when you’re unable to retain key personnel who will not stand for your abuse.

Like I said at the beginning of this list, I’ve unfortunately learned through trial and error, and I’m not done learning. Anyone in a leadership position has the choice to learn the hard way or to learn from others. If you were to mentor a young leader, what leadership mistakes would you advise them to avoid?

How Can I help You?

I’d love to meet you and your team virtually. I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

Does your business have a  management training plan? Many organizations, large and small, use my book, The New Manager’s Workbook a crash course in effective management, as the basis for their leadership development program. I’m also available to conduct training.

Photo by HENCE THE BOOM on Unsplash

 

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How to Add Action to Your Next Presentation (even if it’s virtual)

I wrote How to Add Action to Your Next Presentation in September of 2019. It was before COVID-19, before I and many others have self quarantined. Wednesday, I’ll be presenting to a group of 12 managers on handling stress. I will not be in their office. They’ll be seated at the conference table and I’ll be on their large screen presenting virtually.

While reading this post one last time before publication I asked myself, “Is the advice I offer still good advice even if the presentation is virtual?” My answer was not only does it work but it may be more essential than ever to add action to your words.

Last summer I spent an hour sharing some of my thoughts on leadership with a diverse group of business and community leaders. The group included CEO’s, senior VP’s, educators, law enforcement, and others. At the beginning of my presentation, I explained I was going to use a shotgun approach and shoot multiple ideas at them from basic leadership to more advanced concepts.

I explained my goal was for each to pick one technique, and only one, that they would commit to implementing.

How many meetings, training seminars, and planning sessions have you sat through inundated with great ideas only to realize later that little was done or accomplished? And how many times have you conducted, led, or facilitated the same without creating a plan of action? Ideation is important, but what good are ideas without action?

What Do You Want to Accomplish with Your Presentation ? 

If you’re conducting a training session, giving a presentation, or facilitating a meeting the action process begins with understanding what you want to accomplish. Begin by asking yourself what action you hope as the take away from your seminar. What do you want to actualize? Here are a few examples:

Strategic planning
Identifying problems and opportunities
Team building and motivation
Education
Delegating and task assignment
Creating a vision
Developing a mission
Goal setting
Organizing
Information sharing
Time management

These are only examples, the purpose of your session might or might not be listed above; the key is to know what you want to accomplish. Begin planning your presentation by determining what you want your audience to take away from it. What’s your purpose?

Set the Stage

Once you’ve identified your purpose set the stage by announcing your objective.

Purpose – Begin your talk by sharing your purpose, but not only verbally. Use action sheets * (a one pager listing action ideas), power point, video, or other media to appeal to multiple senses and drive your point home. *I’ve emailed an action sheet to the mangers in this weeks virtual meeting. 
Goal – Next, let your audience know your goal is for each of them to commit to a plan of action.
Talk about the importance of note taking – Not only will note taking keep participants engaged it’s a valuable tool to help pick an action plan.

Share Actionable Suggestions  

Remember the goal and stay the course. Offer activity suggestions and ideas throughout the presentation.

Explain how to choose an action – Tell the participants that you will share actionable ideas throughout your presentation, and they may pick any of those, combine them, or create their own.
Remind the attendees of their assignment to choose one action to follow.
Offer a suggestion list or include it in the action plan sheet.

Gather Actions

At the conclusion of the meeting ask each for their action plan. Depending on the size of the group I like each to announce their plan to the group.

Follow Up         

At this point a purpose has been shared, actions suggested, and commitments made. However, without follow-up, it could all go for naught.

Set dates for follow up.
Don’t wait until completion to check progress.
Set a completion date or designate the action as ongoing.

Is it Time to Stop Talking and Start Acting?

At the end of my presentation with the leadership group I went to each individually and asked what they choose to implement. Everyone had something they were willing to try and many were eager to get started.

Adding action to words begins with a thought process, a belief that talk, planning, and discussion are critical to taking action, but are only part of the process that leads to action. Talk alone isn’t the process. I may be beating a dead horse but until you completely accept that talk isn’t action, nothing will change. The conference room, board room, and class room will remain places that stuff is talked about yet little is done.

If you’d like to read more on how to add action to your next presentation go here, You Can’t Talk Stuff Done. 

How Can I help You?

I’d love to meet you and your team virtually. I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

Does your business have a  management training plan? Many organizations, large and small, use my book, The New Manager’s Workbook a crash course in effective management, as the basis for their leadership development program. I’m also available to conduct training.

Photo by Benjamin Child on Unsplash

 

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How to Improve Communication in 10 Minutes

Poor communication is a problem in every organization. It always has been. Today, with more team members working from home, virtual meetings, and clients at a social distance it’s critical to communicate effectively. So, wouldn’t it be worth taking 10 minutes to improve it? From a two-person operation to multinational businesses, poor communication causes delays, overruns, and mistakes. It may be the most significant cause of inefficiency in the workplace. There’s a solution. It’s not complicated, and it’s less time consuming than fixing the mistakes caused by poor communication. So, here’s how to improve communication in 10 minutes, or less.   

Follow Up Improves Communication

Regardless of the form of communication, email, texting, social media, or verbal, to improve communication, confirm those you’ve communicated with understand what was said. 

Whenever you can, put it in writing. Because, the most predictable outcome of verbal communication is misunderstanding. Therefore, follow up verbal communication by putting it in an email, text, or memo. Because writing helps clarify thoughts and provides a reference.

Ask for feedback. Because if you don’t, how can you know if you’ve successfully communicated? Your message may have been lost, misinterpreted, or ignored. By asking for thoughts, opinions, and suggestions, you’ll better understand what was gleaned from the initial communication.

Confirm what was understood from your communication. Last year, a manager shared he had communication challenges with most of his team. He wondered if he was the problem. I asked if he checked his team’s understanding. He replied he did. I asked how? He said, “I always ask, ‘do you understand?'” Since most people don’t want to appear ignorant or uninformed, many will answer “yes” to this leading question, even if they don’t understand. So, to check someone’s understanding, ask them to repeat or explain what’s been communicated. For example, “I want to make sure everything’s clear. What was my key point as you understood it?”

If you take the time to follow up, confirming your communication, you’ll become more effective and efficient at what you do. You’ll reduce the time spent fixing poor communication, and you can use your time more productively. Does this make sense? It Does? Please share how it makes sense to you? (See what I did?)

How Can I Help You?

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. So, if you have any questions, Contact Me. 

Does your business have a  management training plan? Many organizations, large and small, use my book, The New Manager’s Workbook a crash course in effective management, as the basis for their leadership development program. Check it out.

Photo by Aron Visuals on Unsplash

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