Blog ~ Page 21 of 38 ~ Committed to Your Success Coaching & Consulting

December 13, 2017

Can Organizations Have Bright, Shiny Object Syndrome?

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Years ago, during my corporate days, I can still remember how frustrating it was when I was put on a project, worked hard with those of us on it, only to be told the project was going in another direction. This is a common complaint I’ve heard lately from clients – their organization starts a new system or program which doesn’t pan out. Just as they are getting used to it, it’s off to something else.
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So this begs the question: can an organization suffer from bright, shiny object syndrome? Meaning that they implement some type of a new program or system which makes no sense for their current ones; or, it’s something that’s trending so they jump on the bandwagon (my experience). What leads to this confusing behavior?
There are several reasons why this can be the case:

Brand – organizations are always needing to ensure their brand is visible to consumers but, if traffic seems slow or projected numbers aren’t reached, this can lead to wanting to enhance the brand. Looking at how others, who are in the limelight and getting attention, can lead to wanting to go into that same direction
Fiscal – if an organization is not doing well, they will try many ways to bring buyers in so new programs will be developed in the hopes of doing so. Also, as profits decline, looking at trimming expenses needs to occur, which could be through layoffs or ending current programs that are high dollar, in lieu of others
Jumping on the Bandwagon – there are just some leaders who have heard of a new trend and want to jump on, too; it’s the old “if it works for them, it will work for us, too”
New Direction – companies always need to be expanding and growing to keep up with consumer needs, so this can mean that new processes or systems will be implemented to ensure that growth

While all of these reasons have merit, it seems that there is no forethought into any of these ideas, or at least from an employee’s standpoint who is the one to carry out that new newly developed program. This is not to suggest that leaders don’t put thought into their decisions but, when doing so, it’s not about tunnel-vision to the perceived end-result. Switching from program to program will only create misery all-around: the brand can be confused; more money will be spent, and lost; doing what other’s do won’t always mean it works for all; and new directions can still mean you will get lost.
Don’t be one of these organizations who switch and change randomly. Pulling the rug out from employees, from one idea to another, can frustrate and deflate the creativity and effort of the team. I remember having worked for months on a new program and, just as it was about ready to launch, being told that the project was scrapped for another, which a competitor had implemented. Talk about an emotional time!
This is a time of transparency for the needed change, and then for inclusion of workers and getting their feedback; if these workers don’t know the reasons for the changes or the benefit to them, resistance will occur, which can lead to high levels of stress, dissatisfaction, and disengagement. People will leave under these circumstances, so communicating openly with them will get more buy-in, resulting in program success.
New systems, processes or programs can work but there should be a method for making the decision, as well as for how it will play out. This means being open, transparent in intentions, allowing employees to share ideas and feedback, keeping them informed along the way.
Committed to Your Success Coaching & Consulting focuses on workplace happiness and organizational success. If you need help gaining clarity on your business or career goals, why not get some help – stop the struggle and call today to get started! https://cyscoaching.com or barbara@cyscoaching.com. For more great tips, visit our other blog at https://allaboutcareersites.com

December 11, 2017

Revisiting Christmas Random Acts of Kindness

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Two years ago, I participated in a challenge so I’m revisiting Christmas random acts of kindness in the hopes you will do the same. This is the time of year that we need to be thinking of more than presents and parties. If I know anything, it’s that paying it forward leads to good things, for both the receiver and the giver.

I found study after study, along with many personal stories, of the impact that paying it forward has on both our brain and our body:

oxytocin is released which makes us feel better and more connected to to others; it leads to less anxiety and depression, and it increases self-satisfaction and confidence
it leads to less health problems, such as colds, as it strengthens our immune system; it also leads to less body aches, and having more energy for the tasks we need to complete
as less cortisol is released, the executive functions in the brain work more efficiently, leading to better thinking and decision making, to name a few; overall, performance improves
relationships are strengthened by bonding more with others; it also leads to having more empathy, which seems to be sorely lacking these days

The benefits of practicing random acts of kindness don’t just apply to adults – it leads to happier children, as well. Here are some ways s you can show kindness; use them in your work, your family, and or yourself (we also need to be most kind to ourselves):

give compliments
send a card to a soldier or to someone in a nursing home
donate to charities, such as through money, clothes, books, food, or house goods – there are man people who are in need
take supplies to an animal shelter – blankets are needed, especially in the cold, but they can use food, shampoo, etc.
pay for the person in back of you in the drive-through; bring in bagels or other goodies to coworkers;
hold the door open for someone at the store or let someone out in traffic (or to merge)
help a coworker out
smile at everyone you see -it could make someone’s day

From my own experience, giving random acts of kindness works like gratitude – it takes the focus of of you and onto others, which spreads good karma. I’m on day 850 of gratitude (from another challenge I did) and have found I’m able to deal with stress and any adversities easier and am happier, overall. Now, I just need to work on being kind to when driving (lol).

Committed to Your Success Coaching & Consulting focuses on workplace happiness and organizational success. If you need help gaining clarity on your business or career goals, why not get some help – stop the struggle and call today to get started! https://www.cyscoaching.com or barbara@cyscoaching.com. For more great tips, visit our other blog at https://allaboutcareersites.com

December 8, 2017

How to Handle Layoffs More Effectively

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I was talking to a friend of mine, the other day, who didn’t sound like themselves; upon further inquiry, they told me that they were just informed that their division was going to be closing. Merry Christmas – bah, humbug. Which begs the question: is there ever a good time when laying off employees? Are there ways to handle layoffs more effectively?

During our discussion, my friend related that they felt blindsided by the news; they denied having any suspicions that this was coming – no heads up, no ‘water cooler’ talk. Nothing. But my friend still has to go to work, and ‘show up,’ until the last day. I was the listening and supportive ear they needed.

But it begs the question: is there ever a good time when laying off employees? From the employee perspective -NO! But I think employers can do better at this- there are more effective ways to handle layoffs.

To start, being open and communicating would ease the ‘sting’ and leave employees feeling better about the organization; it would allow them to plan better for their next step while ensuring a smoother transition.

It also will sustain a positive environment; well, as happy as it can be, under the circumstances. I worry for my friend, who already feels defeated, stressed and anxious about what the future holds; having to go to a workplace where everyone is feeling the same does not make for a productive environment. I wonder how many will be using company time to work on their resumes or surf job boards for their next position.

I think there are ways that employers can do better at this. I’ve spoken with leaders who have said they didn’t want to let their workers know about a layoff ahead of time as they “didn’t want to worry or upset them.” Really? So how did they think their workers would react upon the news? Letting workers know their may be possible layoffs, and the reasons why (fiscal, going in a different direction, etc.) could let workers understand that these decisions are good for the company.

They would not take it personally but see it from a business perspective, which creates buy-in to the decision. Managers should have one-on-one conversations with each worker to give feedback and let them know if there are any potential opportunities elsewhere in the company, or just to hear their thoughts. I also think employers should offer to help them to get their next job, which can be through: recommendations or referrals, offering a month or two of career coaching, or giving them some career planning to map out a strategy for their next steps (after all, manager know their progression and are great assets to have in this area).

Another steps to offer is through a severance package of some type so there is a ‘bridge’ for workers, who then won’t feel kicked to the curb; it would show that they are thought of and valued. This can a win-win overall.

Layoffs are never fun but are often necessary for an organization to sustain and thrive. Workers should see them in this light so they can accept and move on. Leaders of these organizations can be more open, communicative, and offer helping ways to ensure workers survive after.

December 7, 2017

The Power of ROI

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ROI – or return on investment – is a critical component of any business; it is what helps to know if the business is on the right track to both meet its goals, as well as for the services/products offered. Typically, we think of ROI from a consumer standpoint, meaning to help those customers know if they are getting value, or results, from the money spent which can be in the form of a service offered (i.e. coaching, consulting, etc.) or a physical product.
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But business owners need to be looking at ROI from their own standpoint: is the time and money I’m spending on activities getting me the results I’m looking for. Two areas to track are time and money:

Time: this is where you track the amount of time you are spending on business activities, which should include both time spent with clients or to get them. Areas to consider should include: identifying clients, referral partners, coming up with ideas to solve client problems, creating programs, posting on social media sites, speaking engagements, networking events, writing blogs or articles, making phone calls, doing research (on client needs, competitors, etc.), actual work with clients. All of these activities are very important to business growth
Money – this is where you set and track the amount of money you want, or need, to make daily/weekly/monthly/yearly; this equates to how much volume do you need to do to make your desired amount of money in one of those categories. It also means pricing your services or goods appropriately to ensure you’re bringing in the amount of money you need. Add in to this our expenses, which can include: office rent, phone, office supplies, internet services/hosting, buying domain name, printing expenses (business cards, handouts, and the like), webinar/teleseminar services, gifts/ donations, gas and other car expenses, lunches and networking meetings, membership to professional associations, going to conferences. It’s important to know your output.

These are the two main areas I see for tracking ROI, which applies not just to business; personally, we need to track these two areas as well. The bottom line to uncover is our investment into whatever activity we are pursuing and then are we getting the results from that investment. For someone who wants to lose weight, looking at calories expended or days at the gym; for those looking for a new job, how many resumes are being sent out which results in interviews; for those wanting to pay off a credit card, how much money do you need to pay extra and in how many months will it take, and where do you need to cut back on other expenses – I think you get the picture!
Return on investment definitely is important to track so you feel more in control of your schedule, time and money. Reaching profitably, and lessening frustration, while reaching set goals can only occur if you’re meeting them, which can only come if you monitor all that goes on within your business dealings. If you haven’t, it’s not too late to develop an ROI plan to keep you in growth mode, which then allows you to move to expanding the business.
Committed to Your Success Coaching & Consulting focuses on workplace happiness and organizational success. If you need help gaining clarity on your business or career goals, why not get some help – stop the struggle and call today to get started! https://www.cyscoaching.com or barbara@cyscoaching.com. For more great tips, visit our other blog at https://allaboutcareersites.com

December 6, 2017

Decision-Making: A Trap Some Business Owners Fall In

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A trap I often see some business owners fall into involves decision-making: particularly, making the wrong decision. “I want to expand my business but…” “I think this idea will work but I don’t know…..” I could go on with more reasons that I’ve seen business owners hold themselves – and their business- back.

Why is decision-making so hard for some people? Well, I see people not making a decision because:

they are worried they will fail
they worry about the response they may get (criticism, getting yelled at)
they don’t trust themselves enough
they don’t think they can live with the decision (even though they don’t know the outcome)

Do any of these sound familiar? I’ll admit I’ve wrestled with one or two of those so I know how real the struggle is. But, the good news is that it’s fully possible to move past any of these blocks, and be more confident in making decisions that are good for your business.

To go back, fears arise from our past experiences that may have started when we were younger, such as getting yelled at for something we did or didn’t do; depending on how we’ve perceived the situation, it will form a belief around that thought which then leads to our actions (or inactions). The more we think those negative thoughts, the more entrenched those beliefs become which, then, hold us back in some way.

The fundamental fear we all have is the fear of not being good enough, which comes out as the fear of failure, the fear of being rejected, or even the fear of success. When faced with making a decision, one of those fears will rise if we believe we will make the wrong one. This, then, starts the cycle of having a decision to make, which then elicits a fear, which then prevents making a decision, which then leads to frustration/anger at yourself and then the cycle repeats itself over and over.

So how can you move past any fears around decision-making and move into embracing the very things you say you want? How can you feel more confident when making a decision, so you won’t hesitate when faced with an issue? Here are some suggestions:

Begin by identifying fears you’re experiencing when faced with making a decision; look to see how you respond when faced with both big and small decisions. For instance, a small decision would include what tie to wear today, or what to eat for breakfast, while a big decision would be expanding on a service or creating a high-end program. You can rate your level of fear around these, which can help you to see progress you make and for which one(s) you will tackle first
Identify the outcome you believe is going to occur with the decision you want to make; as I said earlier, we often let a past event predict our future so what do you believe is going to happen: will someone yell at you, ignore you, criticize or laugh at you; also identify your response if one of these were to occur – shame, guilt, anger, etc. Once you’ve identified your beliefs, then…
Challenge those thoughts – how do you know that the outcome you worry about is going to happen with absolute certainty? As we are not mind-readers, challenging those thoughts disrupts the negative pattern so you can ‘see’ that the thought is maladaptive, an then ‘see” that whatever decision you make can have a positive outcome
List possible outcomes of the decision on a piece of paper, both positive and negative. This is a great exercise to do as, by identifying an negative outcomes, you can now see any potential ‘mistakes’ and come up with potential solutions for dealing with them if they do occur; it also validates your reasons for wanting to make the decision in the first place
Use your most powerful sense, your visual field, to imagine the best possible outcome. This activates dopamine, which elevates the mood and more positive thoughts and gives more mastery to actions you take. It also raises your confidence. Professional athletes use this in their training – as the football player is running down the field and catches the ball in the end zone, he has visualized and practiced it thousands of time: if it works for them, it will work for you (with consistency)
Fail – as counter-intuitive as this seems, we need to see that failure is not the end of the world. If you think about it, we all have failed in some way along our life journey but we have survived, even when we thought we couldn’t make it through. Going back and looking at times where things did not go well but that we overcame it helps to see that we will pull through. (I’d recommend doing the opposite and remember times when you did have success to validate your efforts). Also, earn from any failures so you won’t make the same mistakes in the future.

Leaders, of which small business owners are in this category, are faced with making hard choices to grow and sustain; don’t allow your fear around making them hold you back. Decision-making is one of the critical skills a leader needs to possess – you can get better at it so you can be more confident and successful in doing so. The steps above will help you get there.