Month November 2024

Are You a Good Hearer?

Steve Keating Leave a comment

Say what? If something about the title of this post doesn’t sound exactly right to you, it might be because you’ve never heard of being a good “hearer.” But you know what I mean because being a good hearer is the same as being a good listener.

Or is it?

Hearing and being a good listener are fundamentally different.

Hearing

Definition: Hearing is the physiological process of perceiving sound. It involves the ears detecting sound waves and sending signals to the brain.

Passive: It does not require conscious effort; it happens automatically if your auditory system is functioning.

Focus: It’s primarily about detecting noise, tone, and volume rather than meaning.

Example: Hearing someone talk in a crowded room but not paying attention to their words.

Being a Good Listener

Definition: Listening is an active process where you not only hear sounds but also focus on understanding and interpreting the meaning of what is being said.

Active: It requires conscious effort, attention, and engagement.

Skills Involved:

Paying full attention to the speaker.

Avoiding distractions.

Asking clarifying questions.

Demonstrating empathy and understanding.

Providing appropriate feedback.

Focus: It’s about comprehension, emotional connection, and effective communication.

Example: Actively engaging in a conversation, paraphrasing to confirm understanding, and responding thoughtfully.

Hearing is a physical ability. You can buy hearing aids to help you be a better hearer. But being a good listener requires effort on your part. You cannot buy anything to help you. The good news is that listening is a skill that you can develop. It doesn’t cost you a thing; it only requires effort and intentionality. But it can literally be a priceless gift… to you and those you listen to.

Listening to people, truly listening, is perhaps the most basic skill required for sustainable success in every area of our lives. The majority of what we know we learned by listening; that’s unlikely to change anytime soon.

So if you want a better life, it seems that being a better listener is the fastest way to achieve it.

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Recognizing the Importance of Recognition – Part Two

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One of the leading causes of procrastination is lack of know-how. People delay starting a task or project because they don’t know how to begin. They also lack resources and don’t know who to ask for help, if they even have the courage to ask.

I think that’s also one of the big reasons why more people in leadership positions don’t give their people the recognition they often deserve. They know their people need and appreciate recognition, but they aren’t really sure what recognition actually is. They also lack an understanding of the various forms of recognition. So instead of providing their people with meaningful recognition, they provide themselves with the excuse of being too busy to recognize anyone.

So let’s provide some series “know-how” here so there will be no need for the “busy” excuse.

Providing recognition to your team is essential for fostering engagement, boosting morale, and reinforcing desired behaviors. Here are some tried-and-true suggestions for providing truly meaningful recognition to your people.

1. Tailor the Recognition

Know the Individual: Some employees prefer public praise, while others may value private acknowledgment.

Personalized Rewards: Consider their interests, preferences, and professional aspirations.

2. Be Timely

Recognize achievements as soon as possible after they occur. Immediate feedback reinforces the connection between the effort and the acknowledgment.

3. Be Specific

Highlight exactly what the employee did and why it mattered.

Example: Instead of just saying, “Great job,” say, “Your innovative solution to the customer’s issue helped us earn the sale on time and exceeded their expectations.”

4. Use a Variety of Methods

Verbal Praise: During meetings or one-on-one sessions.

Written Recognition: Personal notes, emails, or newsletters.

Formal Programs: Employee of the Month or annual awards.

Monetary/Non-Monetary Rewards: Bonuses, gift cards, extra time off, or experiences.

5. Celebrate Milestones

Acknowledge work anniversaries, project completions, or personal achievements.

Host celebrations for the team’s successes.

6. Encourage Peer-to-Peer Recognition

Implement systems that allow employees to recognize each other, such as a shout-out board or team kudos during meetings.

7. Leverage Technology

Use platforms or apps designed for employee recognition, where contributions can be celebrated company-wide.

8. Incorporate Into Culture

Make recognition a regular practice, not a sporadic event. Encourage leaders at all levels to model this behavior.

9. Focus on Impact

Show how their efforts contribute to the organization’s goals and impact the team.

10. Involve Leadership

Recognition from senior leaders carries weight. A quick message or handshake from an executive can leave a lasting impression.

Examples of Recognition Actions:

A surprise thank-you lunch for the team.

Highlighting an employee in a company newsletter or on social media.

Publicly sharing their achievements in meetings.

Offering professional development opportunities as a reward.

Recognizing team members doesn’t happen by accident. The key is consistency and authenticity. Don’t just say words that recognize people; mean those words. People can sense sincerity and they can also tell when you’re just going through the motions. People who feel genuinely appreciated are more likely to remain engaged and motivated.

But the best reason of all for giving your people consistent recognition is this: they deserve it. And if you’re an Authentic Leader, that is the only reason you should need.

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Recognizing the Importance of Recognition – Part One

Steve Keating Leave a comment

Most people in leadership positions claim to know the value of recognizing their teams. But a solid majority of them provide little to no recognition to their people.

That’s because they are so busy doing the urgent things of management that they have no time to do the important things of leadership. Like recognizing their people, for instance.

I should tell you that when mentoring people who say they are leaders, I am highly critical of those who say they don’t have time to recognize their people. Leadership is about people and it’s only about people. You manage things; you lead people. I’m fine with someone only having time to manage, so long as they stop calling themselves a leader. If you do not have time for people then you do not have time to lead.

People don’t just want recognition; they need recognition. Receiving recognition has a profound impact on individuals. It satisfies several important psychological and emotional needs. Here’s how you help people when you decide to authentically lead and provide meaningful recognition to your people.

Self-Esteem and Confidence
Recognition validates a person’s efforts, skills, and achievements, reinforcing their sense of worth. It can lead to greater confidence in their abilities and encourage them to take on new challenges.

Enhances Motivation
Acknowledgment of hard work often motivates individuals to continue performing well. When people feel their efforts are noticed and valued, they are more likely to maintain or improve their level of contribution. Money gets people to meet the job requirements; motivation causes them to exceed them.

Strengthens Social Bonds
Recognition fosters a sense of connection and belonging. Whether it’s in a workplace, family, or community, being acknowledged by others builds trust and strengthens relationships.

Reinforces Positive Behavior
Recognizing someone’s good work reinforces the specific behaviors or attitudes you want to see repeated. It encourages a culture of positivity and mutual respect.

Reduces Stress and Burnout
Feeling unappreciated can lead to frustration and disengagement. Recognition acts as a counterbalance, providing emotional support and reducing stress.

Fosters Personal Growth
Recognition often comes with constructive feedback, which helps individuals identify their strengths and areas for improvement, aiding in personal and professional development.

Creates a Sense of Purpose
Knowing that their contributions matter gives people a sense of purpose and fulfillment. This can be particularly important in challenging times, reminding them of the value they bring to others.

Regular, meaningful recognition helps cultivate a positive mindset and an environment where individuals feel seen, valued, and inspired to grow. I know it may seem as if you’re too busy to provide regular recognition but the reality is that, when you’re busy so are your people. That’s when they most need recognition.

Authentic Leaders do not mistake the everyday urgent tasks with the vital importance of truly leading their people. They figure out how to do both. In our next post, we will discuss the “how” of providing your people with sincere, impactful, and meaningful recognition. Don’t miss it!

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Keeping the Main Thing the Main Thing

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I once had the opportunity to hear Steve Jobs speak. He was talking about focus and said, “When fishermen cannot go out to sea, they repair their nets.” He also said, “In simple terms, even when you can’t do your main thing, always do something that relates to your main thing.”

I thought, and still think, that it is amazing advice. But through the years I’ve discovered one major problem with that. The problem is most people, and I do mean most, have almost no conscious idea what their main thing is.

That means, of course, that they have no way of knowing if what they are doing at any given time relates to their main thing. It’s that lack of focus on their main thing that prevents them from reaching their full potential and living their best life possible.

So how can someone determine their main thing? Well, it requires knowing the purpose or priority that drives you. Discovering that purpose most often involves a good bit of self-reflection and focused attention to your natural inclinations. Here are some things to pay attention to as you seek your own “main thing.”

Alignment with Core Values: Your “main thing” usually aligns closely with your deepest values. If you value creativity, your main thing might involve artistic expression. For those who value service, it could be about helping others.

What Energizes You: When you’re doing your main thing, you tend to feel a unique kind of energy or flow, even if the work is hard. It might feel like time flies by or that you’re at your most effective.

Recurring Interest or Skill: Sometimes, a consistent theme in your interests, talents, or natural skills is a clue. If you find yourself drawn to similar projects, activities, or areas of study over and over, that could be pointing you toward your main thing.

What You Prioritize: Even if life demands a lot from you, notice what you naturally protect in your schedule. If there’s something you prioritize despite being busy or tired, it likely matters deeply.

Internal Reward: Your main thing tends to feel rewarding internally rather than because of external validation or rewards. You may not need a lot of external encouragement to keep at it.

Feedback from Others: Sometimes, those close to you can see patterns that you don’t. They may recognize your main thing in ways you haven’t yet, especially if they see how it impacts you or how often it comes up in your life.

Long-Term Fulfillment: If you think about the future, does it feel satisfying to picture yourself doing this for a long time? Your main thing typically offers fulfillment over the years rather than moments.

People who focus on their main thing are more successful. That’s good, but what’s even better is that they are happier, more confident, more fulfilled, and less stressed out.

But there can be no focus on the main thing until you know the main thing. Put some effort into determining your main thing, and it will pay great dividends. Not only for you but for the people in your life.

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How to Be a Difference Maker

Steve Keating 2 Comments

I recently left a company I had worked at for many years. I had fully intended to work there at least a couple more years, but I decided it was best to leave instead. I left for one main reason: I was no longer able to make a difference there.

The values of the company had changed dramatically over the last couple of years. There were lots of new faces and attitudes. I was shocked at the willingness to cut corners on ethics and at the unwillingness of newer people to learn the principles that had made the company great for over 100 years.

At that stage of my career, my main goal was to help others succeed. Once I determined that was no longer going to happen there, I knew it was time to go. I needed to be somewhere I could have an impact.

One of my strengths is that I’m actually a pretty average person. That means I think like most people, act like most people, and want the same things as most people. Since I want to be a difference maker, it’s likely most other people do as well.

If you fall into that category, then this post is for you.

Making a difference for people often starts with small, meaningful actions. Here are some ways that you can create a positive and lasting impact on the lives of others.

1. Practice Empathy and Listen Actively

Take the time to understand others’ perspectives without judgment. Sometimes, listening and making people feel heard is powerful on its own. It will take time to do this but giving some of your time to others is perhaps the greatest gift you can give. That’s because once you give someone else your time, you can never get that back. Giving someone your time is a powerful sign that you care enough for them to truly want to help.

2. Share Your Skills or Knowledge

If you have expertise in a certain area, offer to help others develop those skills or solve problems. Mentoring or tutoring can empower others and boost their confidence. This is an excellent way to leave a part of yourself behind once you’re gone.

3. Volunteer for Causes You Care About

Engage with organizations or community projects that align with your values, whether it’s helping the homeless, supporting education, or protecting the environment.

4. Support People Emotionally

Being there for friends, family, or coworkers in times of need can be one of the most meaningful ways to make a difference. Small acts of kindness, like offering a compliment or checking in, can have a BIG impact.

5. Be Consistent in Your Support

True change often comes from sustained efforts. Show up regularly and be reliable in your efforts to help others. This builds trust and can inspire long-term improvement.

6. Advocate for Positive Change

Speak up to bring attention to issues that matter. This might mean raising awareness about inequality, advocating for policy change, or simply educating those around you on topics they may not know about. Stick up for those who may not be able to stick up for themselves. If you can’t think of a reason to do that, try this… it’s simply the right thing to do.

7. Practice Compassionate Leadership

If you’re in a position of influence, lead in a way that puts people first. Encourage fairness, and respect, which can create a more positive culture for everyone involved. This doesn’t mean you have to go all woke. It means being the kind of person you’d like other people to be.

8. Be a Role Model

By living with integrity, kindness, and responsibility, you inspire others to do the same. Small, positive behaviors can create a ripple effect that encourages others to make a difference too. Strive to always be the best version of yourself possible. People are always watching; be an example of excellence for them, and yourself.

You do not have to be a superhero to make a difference. You don’t have to be famous, and you don’t need a position of authority. You just need to be you. Who you are today is more than enough to make a difference in this world. You only need to decide what kind of difference you want to make.

Making a difference doesn’t require grand gestures; sometimes the most impactful changes come from everyday acts of compassion and commitment. You have it within yourself to do this; the only question is… do you have the will to do it?

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Associating With People You Just Don’t Like

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President Abraham Lincoln once said of a person, “I do not like that man; I must get to know him better.”

Lincoln knew that actually knowing, and then understanding a person, would make it much less likely that you would not like them. These days, we often make snap judgments about people. We base them on little information. Then hold on to that opinion, virtually forever.

We then tend to avoid those people as much as possible. The challenge with that, of course, is that it limits our ability to expand our own horizons. When we associate only with people who we like, we limit ourselves. The most likely reason we like them is because they are a lot like us. They think like us, they talk like us, they might even dress like us. They know and believe the same things we do.

That’s great except it’s unlikely that they will be able to help us grow. Growth most often comes when we are uncomfortable. Associating with people who are different from us, people we may not like, makes us uncomfortable. That’s why we tend to avoid them.

But truly, having the opportunity to reach our full potential most often requires being uncomfortable on a regular basis. That includes associating with people we would rather stay away from.

Associating with and even actually getting along with people you don’t naturally click with can be challenging. But it’s a valuable skill for both personal and professional settings. Here are some ideas to help you build that skill.

Adjust Your Perspective
Try not to focus on the traits you dislike. Instead, find something to appreciate in them, no matter how small. This shift can help you see them in a more neutral, less emotionally charged way.

Empathy and Understanding
Sometimes people act in ways that reflect their own challenges, insecurities, or past experiences. Imagining the world from their perspective can help you see where they’re coming from and reduce frustration.

Set Clear Boundaries
You don’t need to become close with people you don’t like. Maintain clear, respectful boundaries so you have control over the level and type of interactions you have with them.

Focus on the Task, Not the Person
If you’re working together, focus on the objective instead of the relationship. This can help keep things professional and ensure that you accomplish what needs to be done without getting sidetracked by personal feelings.

Limit Reactivity
Avoid reacting emotionally to things that bother you. Take a deep breath, pause, and remind yourself not to take things personally. Staying calm and neutral can defuse tension and prevent situations from escalating.

Practice Patience and Tolerance
Remind yourself that you don’t have to agree with someone to be polite and civil. Tolerance can allow you to engage without emotionally investing in their quirks or irritating habits.

Keep Interactions Short and Purposeful
If you really struggle to be around someone, limit the duration and scope of your interactions. Stick to the essentials, and give yourself space to recharge afterward.

Communicate Directly but Respectfully
If there’s a specific behavior causing conflict, address it with kindness. Speak in “I” statements to avoid sounding accusatory and focus on how their actions affect your needs or goals rather than criticizing them directly.

Develop a Sense of Humor
Laughing things off or seeing the humor in a situation can help lighten the mood and make interactions feel less strained. Just be careful to avoid humor that could come across as mocking or sarcastic.

Focus on Self-Improvement
Difficult interactions can actually be opportunities to work on your own patience, empathy, and communication skills. View these interactions as a chance to grow and improve.

Generally speaking, I think it’s worth the effort to try and at least develop a professional relationship, even with people who you could never be friendly with. But there are exceptions. Some people, I hope a very few, are just too morally bankrupt to invest time and effort with. That’s a sad fact but a fact nonetheless.

But don’t let those very few prevent you from making an effort to turn an unfriendly relationship into a productive one.

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But whether you can offer support or not, I’ll continue to try and write a blog that gives back, informs and sometimes even entertains. I hope you enjoy it!

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Yes, You Do Have a Personal Brand

Steve Keating Leave a comment

Every word you speak matters. Every choice you make matters. Every decision you make matters. Every action you take matters. It all matters. Every word, every action, every choice, every decision, and even every thought contributes to the development of your personal brand.

A strong personal brand can set you up for success. It can “grease the skids” for work promotions and meaningful relationships in business and your personal life.

Building a strong personal brand requires consistent effort. It requires an awareness that people are always watching you. That they are also always forming opinions about who and what you are. It involves aligning your unique skills, values, and personality with a consistent and memorable image that resonates with others.

Here’s a step-by-step approach to creating a brand that is both impactful and sustainable.

1. Define Your Unique Value Proposition

Identify Your Strengths and Skills: Pinpoint what you excel at, be it technical skills, leadership qualities, or creativity. Think about what distinguishes you professionally and personally. This is “what” you are.

Know Your Values and Passions: Consider what matters most to you—this might be a cause, a belief, or a mission that guides your decisions. This is “who” you are.

Determine Your Audience: Identify the people who would benefit most from your work, including industries, communities, or individuals that align with your goals. This is your “mission in life.”

2. Craft a Clear Brand Message

Create an Introduction: Condense who you are and what you offer into a concise, memorable sentence or two.

Use Consistent Language: Develop a tone and style that represents your personality. Never attempt to change your accent or how you speak to match who you’re speaking with. They will quickly determine exactly what you’re doing and label you a fake.

Define Your Visual Style: Pick a consistent look and feel for visual elements (photos, colors, graphics) across your profiles, websites, and presentations.

3. Develop an Online Presence

Build a Website or Portfolio: A professional site can serve as the central hub of your brand, showcasing your bio, work, and any relevant content.

Leverage Social Media: Use platforms like LinkedIn, Instagram, or X to engage with your audience and share valuable content. Keep your messaging consistent across platforms.

Create Content to Showcase Expertise: Post articles, videos, or tutorials relevant to your field. Consistent content sharing demonstrates your knowledge and builds trust.

4. Engage Authentically

Network and Collaborate: Attend industry events, participate in online forums, and reach out to others in your field. Genuine relationships help your brand feel relatable.

Offer Value Before Asking: Share insights, advice, or resources without expecting anything in return to establish goodwill and credibility.

Respond and Interact: Engaging with your audience through comments, replies, and direct messages makes your brand approachable and memorable.

5. Stay Consistent and Evolve

Maintain Consistency: Keep your messaging and visual elements aligned. Consistency builds recognition and trust.

Seek Feedback and Improve: Ask for feedback on your brand’s perception, then tweak as needed.

Adapt Over Time: As you grow professionally, your brand might need updating. Make adjustments to stay relevant while maintaining core values.

Whether you make an effort to build a strong personal brand or not, you do need to understand that YOU DO have a personal brand. Being intentional about developing it in a manner that highlights your strengths allows you a measure of control over it. The alternative is letting your personal brand be shaped by whoever and whatever happens along.

In building your personal brand, always aim for authenticity. You can attempt to fake your personal brand, but people figure out you’re faking it pretty quickly. That’s almost worse than not trying to build it at all. Your brand must feel like a natural extension of who you are rather than a persona you’re trying to project.

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But whether you can offer support or not, I’ll continue to try and write a blog that gives back, informs and sometimes even entertains. I hope you enjoy it!

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