While the holiday season is the busiest time of year for some, it is the time of our least productivity for others. Whichever describes you and your business, it’s important to note that we all have stress, and we all face burnout — especially in this volatile, unpredictable time of a pandemic.
Here are five ways you can rejuvenate yourself so that you arrive at the start of 2022 feeling refreshed, energized, and ready to take on the world:
Take a break. Even if it’s just for an hour, step away from your work and do something you enjoy. Whether that means reading, taking a walk, or simply closing your eyes and resting, every professional needs to recharge the batteries every so often.
Get organized. This goes hand-in-hand with taking a break. Having a plan and knowing what you need to do will help reduce stress levels and focus on the task at hand. Often our most significant stress — especially during the holiday season — can come from a lack of planning and organization.
Delegate tasks. Especially if you’re a small business owner, it’s important to delegate tasks and responsibilities. Delegation will free up more time for you to do the jobs that only you can accomplish — for example, developing new product lines or reaching out to potential clients.
Take care of yourself. You need food in your system to recharge energy levels. We often overeat during the holiday season, and the choices we make aren’t always the best for our bodies. (I am SO guilty in this regard! I am setting a goal to do better this year.) Try and make sure you consume nutritious food that will recharge your body, mind, and soul. You likely won’t do that for every meal this season — so take care when you can.
Surround yourself with positive people. It’s often said that you are the average of the five people you spend your time with, so make sure those who influence you each day are optimistic and encouraging! We all have negative relatives or those we find irritating — and that we have to be around during this season. Don’t let them bring you down! Another cliche we need to remember is that what they do…and what they think of you…is not your business. As the Disney song says, “Let it go, let it go!” When you have the opportunity to choose the people that you will spend time with, go with the positive folks who charge your batteries rather than drain your spirits.
While sometimes it seems like there is not enough time in a day to recharge our batteries, we must take this vital step — otherwise, our businesses will suffer as well as our health.
Use these tips to help rejuvenate yourself so that you can be your best self in this holiday season as you prepare for a distinctive New Year!
From this week’s business headlines: Crypto-currency might now be allowed as an asset, not as a currency…1 in 3 workers don’t want to return to their offices in a post-Covid economy…inflation is rising, yet more people are quitting their jobs than ever…and every week there is a new app or tool for us to use and manage our business and personal lives.
Welcome to the ever-changing world of business.
As technology, politics, culture, and the economy have advanced, we have altered many of our organizational practices. But change can be overwhelming and scary. So much change has happened that many of us are left wondering what’s next? It is hard for some people to change, especially when the new approach is so different from what they are used to.
But change doesn’t have to be painful – it can open our eyes and help us create more of what we want.
Technological advancements, like the internet and smartphone apps, give us all kinds of opportunities to improve ourselves, organize ourselves, and work together. But all this change does not come for free. It has a cost — and if we’re not ready for change, it can be hard to deal with the negativity that often accompanies it.
Change is complicated — yet no one wants to feel out-of-touch or left behind. Many of our organizations have been slow to update practices and strategies. And we’ve all seen changes that no one wanted — or changes that did not come quickly enough to remain competitive. On a personal basis, you and I have had to change too. But change does not have to be scary.
Change can be distressing, but the change that comes from within might be most important. Change can show us what we want and need in our lives.
Here are some points to remember about change:
change can be bad or good
change isn’t always easy to embrace
change should challenge our current way of thinking and doing things
change doesn’t have to be as scary — if we make it a conscious choice of action, instead of being overwhelmed by uncertainty
change is a natural part of life
change can be powerful and productive if we change our perspective and embrace change as positive
change opens doors, new opportunities, and new discoveries
change makes us stronger and better equipped to handle the future
And this is the most crucial aspect to remember in these changing times:
Just because the world is changing does not mean we have to alter our values, morals, and work ethic.
Certainly, we want to continue to be relevant in a rapidly changing world — but we do not have to sacrifice our values to get there.
When you have clarity (the first Cornerstone of Distinction) about what you are…and what you are not, as well…you can roll with the changes as you improve and enhance your business and career.
Review and enhance your values in this ever-shifting world — then keep the change!
It’s one of the most challenging aspects of leadership: How do you effectively have a difficult conversation with a team member or customer?
The answer: With sensitivity and respect.
Difficult conversations should never be taken lightly, especially in the current climate of heightened emotions.
Executives, managers, and entrepreneurs all know they need to have tough talks with their employees from time to time — but that doesn’t mean it gets any easier. In fact, it might be harder now because of a heightened tension between different ideologies that have spilled over into workplaces everywhere — combined with the fact that there are more generations in the workforce now than at any time in history.
“One thing we can’t escape is that this (time) has been very divisive for many Americans,” said Bill Hybels, senior pastor at Willow Creek Community Church near Chicago. His church draws more than 25,000 attendees each weekend from across the country and around the world. Difficult conversations consumed two days of training during Willow Creek’s annual Global Leadership Summit earlier this month.
“I’ve seen the level of anger escalate at an alarming rate,” Hybels said, “and I’ve seen the level of outrage rise exponentially.”
This is not just a problem for business leaders.
School teachers, college professors, church pastors, non-profit directors — anyone in any position of leadership or authority — could find themselves having these difficult discussions with employees or customers who may be upset over changes that affect their families.
Difficult conversations arise frequently and at all levels, and they should be handled with respect and for the good of everyone involved — even those who may disagree.
Difficult conversations happen whenever we hold accountability sessions, give performance reviews, address challenges with an employee’s attitude or behaviors, challenge a viewpoint that someone holds dear to them, or when we deliver difficult feedback.
Difficult moments often come up when people feel stressed by their circumstances and about making hard choices about where scarce resources will be distributed.
Difficult conversations also arise during routine day-to-day interactions such as meeting deadlines and resolving workplace disputes.
While these conversations aren’t easy (that’s why they’re called “difficult,” isn’t it?), here are three basic steps to handling these uncomfortable situations:
1. Prepare yourself
Remember why you’re having the conversation
When difficult conversations come up, it’s easy to lose sight of what you want to achieve in that conversation. Your goal is not necessarily to change your team member’s mind or get them to agree with you, but just ensure they understand where you’re coming from and why this matters so much to you. You may even be able to find some common ground on which both parties can meet.
Acknowledge their feelings
The #1 reason many people resist giving constructive feedback is because they don’t know how the other person will feel about it. When we fear upsetting someone — especially someone whom we care deeply about — our natural response is often to avoid it. Difficult conversations are never easy, but the more you can do to put people at ease, the better your chances of having a productive conversation.
Be respectful of their time and priorities
Everyone has responsibilities that take some precedence over work–with kids or parents who need help, problems at home that need solving, commitments to attend religious services, not to mention taking a lunch break! Difficult conversations might cut into time they needed for family commitments. Therefore, be respectful of their time and priorities by keeping difficult conversations as brief as possible – no longer than 15-20 minutes – with a clear understanding of how much time they have.
2. Lean In to the Difficult Conversations
Identify what you’re trying to accomplish
Before you say one word, be clear in your own mind what exactly it is that you want to accomplish or communicate.
State specifically what you think the person did
People don’t usually have a problem hearing that they’ve done something wrong–it’s having to acknowledge responsibility for their actions that gets them defensive. Difficult conversations are especially dicey when emotions escalate; people get more hurt and angry, which makes it more difficult for them to hear what you’re saying. Be sure your intentions are right by starting with “I” statements instead of “you” statements–which will deflect any defensiveness on the part of that other person. If possible, cite specific examples or even evidence of behaviors (not feelings) to support your perspective.
Describe the impact of their behavior
What results did you see as a result of them doing what they do? What has it cost (time, productivity, affecting others’ morale)? Difficult conversations are tough because people often hear “feedback” as being criticized–and then simply shut down. Diffuse this by focusing less on them and more on impact to your organization. Be sure to describe how their personal attitudes or behaviors have affected you, other team members, or customers–or even perhaps themselves by using phrases like “You’ve made me feel…”
3. Check Progress & Agree on Next Steps
Remain open-minded throughout difficult conversations
Sometimes people don’t hear us or understand our perspective until we’ve given them all the information and they’ve had a chance to process it. Difficult conversations often elicit strong reactions, so give this person some time to think about what you discussed and come back with any questions before moving forward.
Stay flexible throughout difficult conversations
The best way to avoid conflict is through open dialogue–and both parties really listening to each other. Difficult conversations involve humanity, warmth, empathy and respect–which means that if your first attempt doesn’t work, try not to take it personally and just keep iterating until you find a way through. Difficult conversations might require several iterations before either party feels satisfied with the results; this is normal!
Difficult conversations require both parties to stay flexible and open-minded throughout.
Difficult conversations really test your ability to listen, understand, empathize and collaborate with others — and can therefore open new levels of trust and respect. Difficult conversions might be challenging at times, but remain respectful, honest, and empathetic throughout the entire conversation — even if it means agreeing not to agree on certain topics!
Difficult conversations can bring about new insight or awareness from someone else’s perspective.
Difficult conversations are essential for building great relationships and professional environments.
Difficult conversations can also bring about new insight or awareness from someone else’s perspective.
Difficult conversations might require several iterations before either party feels satisfied with the results, this is normal!
Difficult conversations might even lead to a healthier work environment where everyone thrives and delivers the best results under the pressure of being held accountable for their actions.
Difficult conversions are essential in building great relationships and professional environments.
Difficult conversations bring closure to both parties involved (the one who is having difficult conversation as well as those receiving feedback) ensuring that they mutually understand each other better.
Difficult conversions are essential in building great relationships and professional environments. After all, you’d rather have tough conversations now than have them erupt later down the road or catch you by surprise! Difficult conversations might be challenging at times, but remain respectful, honest and empathetic throughout the entire conversation–even if it means agreeing not to agree on certain topics!
Here’s a statistic that’s a bit difficult for me to wrap my head around: in July, 4,000,000 people quit their jobs! By the end of July, there were almost 11,000,000 jobs open — an all-time record, according to Harvard Business Review.
As I talk with entrepreneurs and leaders of large corporations, all are singing a similar tune: “It’s tough — almost impossible — to find and keep great people.”
Since the Great Recession of 2008, you have likely been hearing about the “skills gap.” That is, “there aren’t enough trained workers with skills needed to fill open jobs at a time when a record number of them are going unfilled.” But it does not stop there. We hear from constant news reports and analysis about the “Great Resignation” — a tsunami of employees walking away from their employment. It’s a critical challenge for every business, regardless of size.
In the book “Why People Resign: The Great Resignation and What to Do About It,” author Robert Bacal states that his research found eight principal reasons why people quit their jobs. A few of the reasons he discovered were that employees were resigning due to:
lack of appreciation
being under-challenged or overly challenged at work
being paid less than their colleagues.
Bacal’s research discovered that when employees quit, it has much more to do with the overall employment experience than simple matters like salary.
For many years, I’ve been writing and speaking about the customer experience — always pointing out that we need to be equally concerned about the experiences that our internal customers (often called “employees” or “team members”) are having and not focus solely on external customers who buy our products and services.
In my first business book, “ALL Business is Show Business!” over twenty years ago, I wrote:
“The purpose of any business is to profitably create experiences so compelling that loyalty becomes assured.”
Many would read that sentence as advocating an Ultimate Customer Experience® for those who purchase from us — and it does!
However, it’s also to state the superior importance of delivering an extraordinary experience for internal customers, as well — so their loyalty becomes the result of our efforts.
It’s amazing to me that if an employee quits, walks out of the building, and tries to leave with the company computer she has used during her employment, the manager would call the cops and have her arrested for theft. That same employee, however, can walk out with customer relationships, knowledge of the business, and recipient of an extensive investment in training and education from the company…and most managers just shrug and say, “That’s the way business works today!”
I promise you that it’s more likely their knowledge and relationships are significantly more important to your business than their company laptop!
Yet, you would never know that, because the vast majority of managers are blind to this. Some even think all employees are interchangeable. If they can’t find a good replacement from within, then they just hire from the outside without much thought or consideration for what is really going on.
(By the way — do you know your turnover rate? Do you know the primary reasons that people are leaving your employment? Have you done a bit of research to discover why great candidates aren’t accepting your job offers? Until you take these steps, you probably aren’t going to solve your employment problems.)
The reasons for this are many, but several sources report that the most common reasons people quit their jobs are:
The work is not engaging.
Leadership doesn’t care about employees.
There are no opportunities to advance or grow.
I don’t feel valued by my employer.
(You can probably think of more. But, please note, salary is not among the primary reasons that people quit.)
You probably have an acquisition strategy for customers — in other words, you’ve planned out how you are going to attract new customers for your business.
You have one for external customers…how you’re going to get paying customers away from your competition and over to your side; and you probably have a recruitment approach for new employees, as well.
The problem is that today’s marketplace requires a retention strategy that is engineered with as much passion and precision as your acquisition strategy. What is your detailed plan to keep the customers you have — both internal and external?
In this time where people feel little reticence about quitting a job, planning a distinctive retention strategy for your internal customers may be one of the most profitable steps you make this year.
Want to obtain and retain your customers — both internal and external? You’ll discover how when you join the Iconic Inner Circle. There’s zero risk — your first month is free and you can cancel anytime. Check it out: https://IconicInnercircle.com
No matter the size of the business, every entrepreneur seeks to build a foundation that will allow growth to happen. All entrepreneurs dream of success for themselves and their families, and hope to attract employees who will help them grow.
However, there are three common mistakes entrepreneurs make with their businesses. Certainly, all three can be corrected — if you know what those mistakes are. And the entrepreneur who understands these common mistakes will be ahead of the game — hopefully she or he will not make them in the first place!
First Mistake: Not building a solid foundation for growth
All entrepreneurs start small businesses and frequently use their personal credit cards and bank accounts to finance their operations in the beginning. But when capital begins to run low, the entrepreneur either must figure out how to raise more money — or cut back on their growth plans. Often, cash flow challenges are the entrepreneur’s worst nightmare.
Desperation is never something you want your customers or employees to perceive about your business. Businesses that are not capitalized correctly do not grow past the entrepreneur’s four walls. An entrepreneur who does not build a solid foundation early on is doomed to stay small — and often they merely hope to remain afloat.
Second Mistake: The entrepreneur’s attention is divided
When too many responsibilities are given to one person, there is no longer an entrepreneur at all! The entrepreneur can and should make the primary decisions. However, there are only so many hours in a day and only so much attention one entrepreneur can give to their business.
The entrepreneur must develop a team of professionals with strengths that complement his or her weaknesses. This doesn’t mean you must have a cadre of full-time employees!
Acquire people for your team who are better at the aspects where you need help. For some, that means you hire a part-time or freelance bookkeeper. For others, you may need accomplished sales professionals. Whatever it is for your individual situation, your business gets better when your team gets better. You cannot do it all.
Third Mistake: The entrepreneur is too isolated
Many times, entrepreneurs are guilty of not doing sufficient market research. This mistake often results in the entrepreneur starting a business with little or no customer interest — resulting in wasted time, money, and effort.
It is extremely important for entrepreneurs to have knowledge of their potential customers before they put substantial work into making their product or service available for purchase. It means you put people (customers and team members) ahead of products and services — and you listen to those who work for you and purchase from you.
It is vital to be flexible. There are few things more frustrating for consumers than the entrepreneur who refuses to adapt the product or service after receiving valid customer input. This may mean temporarily shelving a pet project that isn’t moving forward, or adjusting your business model so it better fits your customers’ needs. And remember, what people say matters to you and your business.
However, a word of warning here: the entrepreneur must be careful not to let a customer’s suggestion change a product or service into something it was never intended to be!
It is vital that entrepreneurs stay focused on what they are trying to accomplish, while also considering what their customers are saying. You should embrace constructive criticism from customers and employees.
However, be careful not to let it take the place of your original vision. There’s likely a compelling reason you chose to do what you’re doing. Most often, feedback helps us make mid-course corrections — but it usually shouldn’t move us to change our destination.
When you take care of these three mistakes, you are well on your way to entrepreneurial success — and creating distinction in a hyper-competitive marketplace!
We discuss this entrepreneurial success in detail – and provide specific strategies for you to enhance your ability to obtain and retain customers – in our Iconic Inner Circle.
No one would suggest that innovation isn’t important. Yet we often get so busy doing that we spend little time thinking. Here are six quick ideas on how to become more creative.
– Read a nonfiction book outside your usual genre.
It’s remarkable how a biography or autobiography of a successful person can not only provide examples, but also inspire creative and critical thinking. If all you’re reading is the latest business book, you might miss some insights of extraordinary value. Don’t get me wrong, you should be reading important business books — however, just as your diet should not consist of only one food, your reading consumption shouldn’t be exclusive to a single genre.
– Get out of your comfort zone.
One way to do this is to take a new route home from work that you’re not familiar with, or trying out a restaurant in an area where you wouldn’t normally go for lunch. This will expand your geographic horizons and improve your creative thinking skills.
– Take an improv class or go to the theater more often.
The paramount aspect of an improv class is that you are put on the spot and forced to do something creative in the moment. It’s superb training to learn how to think differently.
Being around creative people will inspire you to be more creative, too. It’s a natural phenomenon that happens when we are around people who have different ideas than us and take an interest in what they do.
– Meditate or practice mindfulness daily.
Studies show a strong correlation between creativity and meditation, because the process of mediation allows for greater focus, which eliminates the noise and distractions that surround us.
– Place a random object on your desk to see what connections you can make.
This is an idea from psychologist Mihaly Csikszentmihalyi, who said one way to use creativity is by deliberately seeking new connections and making unexpected combinations of objects–what he called “convergent thinking.” This helps because it forces us to create unique associations — something that can generate highly profitable ideas.
When I was a high school student preparing for a contest in impromptu speaking, I would stand in my bedroom, pick out an object (like a keychain or coat hanger) and discipline myself to deliver a five-minute speech on how that object was a metaphor for leadership. It was perhaps the greatest training for “convergent thinking” I could have practiced.
– Take a break.
I know how hard it can be to do this when you have deadlines and responsibilities but taking short breaks throughout the day is important for your creativity. I find that if I give myself an hour or two of downtime in the middle of my workday, things are so much easier to think through later!
While these ideas might not make you into Picasso overnight, they can help boost creativity and broaden your perspective in a rapidly changing world.
