Saturday, April 28, 2012

In Need of Mentoring, Sponsoring or Maybe Some Advocating?

No matter our position or title within our company, we can never have a network that is too full.  We all need Mentors, Sponsors and Advocates, these are the people that help us succeed.

·         Coaching and Developing
·         Share your strengths and weaknesses with openly
·         Day to day conversations
·         Candid, timely, in the moment

·         Talk about you, talk you up to others
·         Supporter and representative
·         Champion on your behalf when you are not in the room

·         Sponsors with the power to elevate you
·         Influencer
·         Decision Maker
·         Authority to get you to the next level

An effective coach – day to day communications, candid, timely and in the moment coaching.
An effective Mentor – First needs to be an effective coach.  One on One focus on development goals and where the person wants to go, but this should not be considered a review or at the same time as a review.  Listen to goals, share lessons learned along the way.
An effective Advocate – Listens for opportunities for others, throws other’s name in the hat, and champion others whenever possible.  Know the person’s strengths as well as weaknesses, goals and aspirations in order to advocate for a good match between the opportunity and the person you are advocating for. 

Who is your Mentor?
Who is your Sponsor?  Do you have or need more than one?
Who is your Advocate?  Have you told this person what you want, your goals and aspirations?

Who are you Mentoring?
Who are you Sponsoring?
Who are you advocating for?  Do you know that persons goals and aspirations?

Get started today, it is never too late!

Best of luck in your journeys, and please feel free to share your thoughts and advice.

Your Favorite Redhead,

Monday, September 19, 2011

How to build the world's best teams

There are no great companies, only great teams.
Your products can be copied, your strategy too. What customers value in the long-run is the level of service and innovation your teams provide. And the more great teams you have, the stronger your organization will be. It's that simple.
What isn't simple is how to cultivate breakthrough teamwork. How do you get people to work together effectively?
For the past few decades researchers have buried themselves in research that reveals the drivers of human performance. They even commissioned a 350,000-person study to measure the characteristics of the most productive teams. Here are just a few findings that might change the way you think about your work teams:
Great teams have a clear cause. The great teams studied all had a noble cause, and more than that, they had extreme clarity about that cause. When they asked 10 people on a great team to list their raison d'ĂȘtre, all 10 used identical distinctive language, such as, "We will be the hospital of choice in Dallas by making raving fans of our patients and their families." How would your team fare with this exercise?
Effective teams foster caring. Engaged employees, who care about the organization, are happy to pick up extra shifts, own problems, be creative, and so on. In fact, the research shows that the number of engaged employees in your organization increases by a whopping 17 percent when people feel they are part of a motivating team, receive regular peer-to-peer recognition, and understand how their team impacts the larger organization.
Great teams have rules. The most productive teams live by a set of rules, and they hold each member accountable for honoring those rules. They have culled the various down into the three most common: Wow, No Surprises and Cheer. In short, great teams commit to being world-class with every interaction with clients and each other; they believe in open communication with a commitment to not surprising each other or customers; and they agree to cheer for each other with a healthy dose of recognition for great work.
Here's one teamwork exercise: Ask yourself the following questions about your team. And then ask these questions of your team members. They can reveal your team's potential for breakthrough results and where you are finding resistance.
Who on our team can't you cheer for (and why)?
Who do you feel isn't cheering for you on our team?
Yes, these questions may lead to some tough conversations among your team members. But no team can perform together if they aren't cheering for each other.

By Adrian Gostick & Chester Elton

Sunday, September 18, 2011

Knowledge Taught Only at the School of Hardknocks!

If this redhead could download hard learned lessons to someone so they would not have to learn the hard way - Here are just a few!

1.       CYA – If you don’t, no one else will.
2.       Be Honest, when you start lying where does it end?  Then you start to forget what your lie was, just be honest!
3.       Don’t say anything about anyone that you would not say to their face.  Don’t be naive enough to think it will not get back to them anyway, so be prepared to face the subject of your comment at anytime.  An easy way to make this a comfortable discussion, remember if you wouldn’t say it to their face don’t say it behind their back.  It most surely will come back around, it always does.
4.       Choose your battles, being a redhead I have the fiery temper and passion that comes with the red hair.  So I am very careful to choose my battles, some battles are lost before they begin, some battles don’t really matter if you win or lose, some battles only make you look like an idiot, so choose the battle that can be won gracefully, that matters when it is won, and that can improve you or those around you.
From Your New Favorite Redhead!!!!