A Lesson in Genius for this New School Year

I’ve spent so many years in school, this week doesn’t feel like the end of summer. If feels like a new year.

You know, the one that comes with sharpened pencils, new penny loafers, and a new notebook to signal a brand-new start.

This season also comes with a reminder about talent I believe applies to lots of people today. In fact, I know it does because when I talk about this in my speeches, people seek me out later – in tears.

It comes from a dissertation by a friend, John Radar. John selected six people known for the important contributions they made to the world. He gathered their elementary school records if any were available. Since some were historical figures and no actual records could be located, he created them using biographies and other accounts of their lives.

He included information about their physical health, intellectual ability, family relationships, genetics, social skills, emotional maturity and goals in life and labeled each record with a fictitious name.

Then, he assembled groups of school administrators, teachers and parents to review the records and select two for a special gifted and talented program. Each study participant made their selection and then the group arrived at a consensus. When the group decision was final, the records were “unblinded” and the real names revealed.

Eleanor Roosevelt was not among the two selected. Study participants viewed her as unsuitable because she was shy and withdrawn, her father was alcoholic and her stated life goal – to help people – was “soft.”

Abraham Lincoln was rejected because he lived in poverty with a single-parent and had a disease, Marfan’s Syndrome, known to shorten lifespan. The arts, generally, were not valued which is why Isadora Duncan didn’t make the cut.

The two selected children excelled at the traditional “three R’s.” One was a boy who completed a PhD in Math as a teenager and the other was Bill Bradley, who was not yet a Senator but at that point a Rhodes Scholar and professional basketball player.

Kinda breaks your heart, doesn’t it?

Each one of those rejected contributed a genius to the world:

  • Eleanor Roosevelt showed us the value of emotional intelligence.
  • Abraham Lincoln taught us the value of persistence in the face of loss and how to heal a nation.
  • Isadora Duncan demonstrated that the arts have an important place in our soul.

Might you – or one your children – be graced with genius like this?

If so, I hope it’s been recognized and is being nurtured by the connections in your networks today.

Your comments are greatly appreciated. Please let us know how we are doing!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

By Glenna Crooks, Ph.D., noted executive, speaker, problem-solver (www.glennacrooks.com), SageMy™Life founder and author of The Network Sage: Realize Your Network Superpower,

Leaders Can Be Wrong and Still Be Right

Leaders Can Be Wrong and Still Be Right

People spend much of their time trying to be right and working to avoid being wrong at all costs. While this may be ok in some instances, leadership is not one of them. As early as our childhood, we learn that getting in trouble or doing things wrong is not acceptable. In business and leadership, we should switch our thought process and even embrace and grow from being wrong and accepting the blame when it applies to our situation.

If your team sees you as someone who is constantly right, then you may appear to be a know-it-all. Most likely, this is not pleasant for those around you and doesn’t help you with your leadership role either. Accepting the fact that you are just plain wrong at times will help you improve and allow others around you to see you as both more human and approachable. Try the following:

Embrace Mistakes

If you never make a mistake, then you are not taking enough risks. How will you grow as a leader if you never mess up? You can be wrong and still do well overall. If you want to grow personally, then you must be willing to fail and do it gracefully.

When you make a mistake and let your team see you handle it well, you build trust and buy-in amongst your staff. It is much harder to be transparent and people will respect that effort as you own up to a mistake or flaw of some kind. Embracing mistakes will enable you to be seen as real, approachable, and respected.

Focus on improvement

Your goal should be to constantly improve. If you can’t accept that you have areas where you need to grow, then improvement will be tough. As a leader, your team will follow suit as you seek to change, develop, and try new things. Working as an entire group, you can accomplish much more than on your own.

Cultivate strong team members

Work to grow your team’s strength. These individuals will, in turn, help you as a leader to become stronger with the goal to constantly improve. Be sure that everyone knows to avoid the blame game and set everyone up to grow and learn from each other instead.  Accept being wrong and your team will too. Everyone acknowledging a flaw, mistake, or issue will enable people to feel “human” and it will foster growth rather than squelch it.

Leaders can be wrong and still be right. Seriously? Yes, by accepting that you are wrong from time to time, you will actually be doing things just right. Your team will appreciate your transparency and you will be on the path of continued growth.

Your comments are greatly appreciated. Please let us know how we are doing!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

8 steps to take toward a succession plan

8 steps to take toward a succession planClose knit organizations or multi-generational family businesses tend to have some similar problems along with benefits. One of the issues that rises to the top, yet is often ignored, is a succession plan.

When businesses have a family like management team, then rivalries and personal agendas can often come into play. Also, the situations can be strained because no one wants to hurt feelings or offend.

Open communication must happen in order to have a good succession plan. There are legal and tax issues to be considered. If you put a plan in place, then succession can go smoothly.

Think ahead and follow these 8 steps if you have a family-owned business:

1. Set Clear Goals

Don’t miss out on the opportunity to sit as a team and set clear, specific long (and short) term goals.

When it comes to the future, you should leave no stone unturned. Iron out the details and get the goals and vision in writing.

2. Come Up with Managerial Competencies

Establish agreed upon managerial competencies that showcase what’s important to your operation.

3. Evaluate the Team

Create a system to evaluate your managerial team. Consider the skills of each team member and figure out which managerial competencies are their strengths.

4. Review the Assessment

Be sure to review the findings of the assessment to learn more about each person’s strengths. Then work to tailor an individual development plan for each team member’s career.

5. Legal and Tax Advice

When it comes to family business, there are transfers of ownership and tax implications that must be considered. Seek out counsel and get proper legal advice.

6. Performance Management

Teach your managers how to hold their team accountable for their performance. They should be trained to seek specific outcomes which will help when it comes to a succession plan.

7. Talk with Successors

Talk with your top team members about their career goals and the path they are on. Find ways to provide more training and help them develop even further.

8. Hold on Tight

Do whatever it takes to hold onto your best people. Offer incentives and a great benefits package in order to keep your top talent.

When it comes to proper succession, timing is extremely important. Be wise when it comes to starting a transition. Move your managers up at a slow pace and give them the proper training that they need. With a close-knit group of people, be sure to communicate the promotion and ensure that everyone is clear on the role change.

In order to have a sustainable company, you need to have a strategic plan and a thorough execution of the set goals.

Your comments are greatly appreciated. Please let us know how we are doing!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

Leadership Advice From Chevron CEO John Watson

Leadership advice is passed around, but it is often not well thought out or useful. It seems that there are so many resources but they don’t seem to focus on servanthood in the leadership role. John Watson, the CEO of Chevron, recently shared some excellent tips when it comes to leadership.

Watson shared that there are three things that will make the best leaders that lead in service. He said that you should learn how to read others, listen to people, and build relationships. While this seems simple, it will take some work to pull off.

Learning to Read Others

If you want to read others, you need to be self-aware first. Be familiar with yourself and learn how to evaluate others by asking questions. You must pay close attention to how you act and how others perceive you and act themselves. Consider the following questions as you seek to learn how to read people:

  • How can I maximize my employee’s skills and strengths?
  • What makes my employees behave the way they do?
  • What makes my team get going each day and motivated to do what they do?

It is quite possible that self-awareness will enable you to see the potential as a leader in someone else.

Work to understand your team in order to find top candidates for future leadership roles.

Learn to Listen to People

Likely, you won’t be able to learn how to read people if you can’t listen. Try to listen to others and develop the skills that are required to be a good listener.

Listening skills can be developed, but one way to really improve the skill is to think through how you can help the other person while you listen. Those that listen well can find the depth and meaning behind the conversation and how the other person truly feels about the situation and topic at hand.

Build Relationships

If you want to build a relationship, you need to spend time with the other person and truly get to know them. Let them feel how much you value them. Get to know the people that work for you. It’s ok to know more about their personal life, professional life, and really understand what makes them tick.

Working to know someone means that you are trying to build a relationship. It is a two-way street but you can begin the process.  A strong leader realizes that getting to know someone on a personal and professional level will produce much profit for a relationship.

As a leader, make it your business to read those around you, listen well, and build relationships. Be self-aware and critique the important part you play in this process of leading others. Their success and yours can often lie within your leadership.

Your comments are greatly appreciated. Please let us know how we are doing!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

How to Get More of What You Want

How to Get More of What You Want by Gary BrunsonHow to Get More of What You Want was born from Gary Brunson’s three decades as a business consultant to entrepreneurs. He realized that while his clients came to him with all kinds of situations, a common denominator for many was that getting what they wanted seemed to elude them. With the processes described in this book, Gary has been able to help them get back on track and achieve the satisfaction of actually getting more of what they want. By reading this book, you’ll gain the benefit of the questions he uses to guide clients to re-evaluate and reset their thought processes as well as their habitual patterns of relating to others. Then you can make your own action plan to get more of what is most important to you.

Gary’s book “How to get more of what you want” is available on Amazon. Click here

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

Strategic Coaching graduate! Gary Brunson, of My Clear Focus has completed all the requirements. Gary was already a great coach and now he has NetworkSage insights to add to his repertoire!

Preparing a Company for Transition?

The ExitMap® Assessment questionnaire consists of 22 questions and produces a high-quality 12-page summary report which will be emailed to you. The report ranks the overall preparedness of a company for transition and provides a breakdown of the four major categories of readiness; Finance, Planning, Profit/Revenue, and Operations.

ExitMap Assessment Widget

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

Strategic Coaching graduate! Gary Brunson, of My Clear Focus has completed all the requirements. Gary was already a great coach and now he has NetworkSage insights to add to his repertoire!

Gary’s book “How to get more of what you want” is available on Amazon. Click here

A Leader’s Ability to Think and Judge Critically

A Leader’s Ability to Think and Judge Critically

Believe it or not, a leader that has the ability to think and judge critically is more important than a resume full of accolades. If you want to hire a dynamic individual, then you need to focus on selecting a high-level thinker.

While looking for the next top talent for your company, be sure to place the capacity for judgment and critical thinking as part of the criteria as you make your hiring decision. You’ll make a better and better-rounded hire.

Good, Sound Judgment

One that has good judgment is able to be strategic in their thought processes. They are able to use critical thinking skills in order to make sound decisions as a leader. An individual that has good judgment is equipped to do the following:

* Plan ahead and have forethought

* Organize information and provide it clearly to others

* Understand the power of cause and effect

Critical Thinking

As a critical thinker, you want to be able to foresee the outcome, think about potential consequences and be able to change as needed. Emotions don’t need to get involved here. The truth, facts, and matter at hand must be addressed and thought through. Strong leaders are able to curb emotion and act strategically.

Another skill set that goes along with a critical thinker is that they can compare the past and current situations in a way that provides experience and impact to improve the current matter. With this, a leader should be able to set aside their own pride to bring up things that would help the given situation, even if it reveals past mistakes or room for improvement.

Critical thinking requires the following:

* The skill to take on a problem with an organized approach

* The ability to know what information is needed to be obtained

* The foresight to consider alternative options and ways to think about situations

Leadership Roles

Leaders must be self-aware and must work to focus on critical thinking and sound judgment. If they miss this, they are not able to lead their team and be as sharp and ready to tackle projects.

These two skills, critical thinking, and judgment are skills that set people apart. They are advanced and often a rare find.

When times are difficult and stress is high, leaders will revert to a lower cognitive functioning because they are just human after all. The ability to have this higher level of thinking means that you will be an asset to your team, superiors, and company as a whole.

Your comments are greatly appreciated. Please let us know how we are doing!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

We are pleased to announce our first Strategic Coaching graduate!

We are pleased to announce our first Strategic Coaching graduate!

Gary Brunson, of My Clear Focus has completed all the requirements. Gary was already a great coach and now he has NetworkSage insights to add to his repertoire! You can learn more about him at his website and on LinkedIn and can reach out to him directly through email or at 1-574-361-2674.

SageMy™Life Strategic Coaching is a personalized training program offered by Glenna Crooks, Ph.D., noted executive, speaker, problem-solver (www.glennacrooks.com), SageMy™Life founder and author of The Network Sage: Realize Your Network Superpower, and the soon-to-be-published The Senior Sage: Networks for Longevity Pioneers. This training program allows coaches to use our proprietary materials with their coaching clients and those who complete the program will be advertised as credentialed coaches in the company’s promotional materials.

Congratulations to Gary for this incredible accomplishment!

Check out Gary’s book “How to get more of what you want” –  available on Amazon. Click here

Your comments are greatly appreciated. Please let us know how we are doing!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

Leaders Excel With These Different Leadership Styles

Leaders Excel With These Different Leadership Styles

Leaders Excel With These Different Leadership StylesDrive, along with effective leadership, allows you to develop a strong robust team and grow your business.  Make sure your decisions meet challenges head-on with these 6 effective leadership styles:

Action-Oriented

This leadership style will feel very comfortable to high potentials on your team. “Getting the job done” is critical for action focus team members facing tight deadlines and specific project guidelines. Quick decision making is imperative and often there is no time to test and tweak to deliver results needed in your organization.

Transformative

Encourage transformative style team members to bring new ideas to the table frequently. As a leader, you need to ask qualifying questions and give time to process and offer options.  When transformative style leaders feel their ideas affect the team positively, it encourages them to keep pushing forward.

Encouraging

Giving your team the confidence to produce ideas will help take the organization to the next level.  Providing them with constructive feedback and reflecting on past successes, will encourage them toward future success.  Often team members lack the confidence to speak up even though they have the right information. Provide an encouraging environment and keep everyone focused.

Empowerment

Build your team’s authority by allowing them to make decisions and execute their ideas. A team that has the ability to make effective decisions will reduce turnover and increase engagement and ultimately can contribute to bottom-line effectiveness.

Reflective

Self-reflection is the key for this leadership style. Analyzing past events, actions, and results will help generate new ideas & solutions.  This allows you to experience insights that may result in better opportunities for the future. This style is powerful, but it can be difficult at time as it requires you to put aside your vision and inspirations to let the team discover its own path forward.

Idealistic

For some, this style comes naturally and for others, it takes work. As an idealistic thinker, it is important to demonstrate the desired outcomes.  Paint a detailed and vivid picture of the desired results. While this style is highly persuasive, use it sparingly; as its power comes in with infrequent and strategic use.

Great leaders know how to leverage natural skills and work on developing individual weaknesses.

It is essential to know which approach is best to use in specific circumstances and know when to avoid overusing one just because you excel at it.

Your comments are greatly appreciated. Please let us know how we are doing!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

Artificial Intelligence Threat

Artificial Intelligence Threat

Artificial Intelligence (AI) poses a threat to eliminate a variety of jobs today through automation. To define, AI makes it possible for machines to learn human-like tasks through experience. Computers can now handle many tasks and process large amounts of information and patterns in data. This is a serious concern to society and how we run business and livelihoods.

The Threat of Mass Unemployment 

If computers replace employees, what would that look like? Research shows that we could have a mass unemployment on our hands. The top positions that could disappear are real estate brokers, sports referees, and insurance claims adjusters because AI would be able to handle these roles well and it would be cheaper.

People would act out in fear if this happened. Lawyers, managers, writers, and other white-collar workers would perhaps be in rebellion out of frustration, fear, and lack of work. They could be replaced by AI.

AI Capabilities

People have thought for years that computers would never be able to replace people for different reasons. A few of them include the ability to: 

* Show empathy

* Be emotional

* Creativity

However, as time passes, these are becoming more and more part of the AI capabilities. Two decades ago, this was unfathomable but it’s clearly possible today. Those that work on the continued development of AI have even begun to show signs of concern for the future and what the capabilities look like.

Potential Revolution

A revolution of white-collar workers could be a potential result of AI taking their jobs in the future. White-collar workers have a sphere of influential people. They are organized. They understand the larger problem and can gain sympathy from others who could potentially lose their jobs too.

The underlying problem of a potential revolt would be a politico-economic system that does not separate wealth and state and focuses on wealth above all else.

AI is something to pay attention to since it is a threat and one that only continues to grow. The job market as we know it today is changing and will look quite different as the years go by.

What should we do as a society to improve this situation?

AI appears to be here to stay and we need to think through what that looks like and how to handle it for the future.

Your comments are greatly appreciated. Please let us know how we are doing!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.