Can You Change You?

Most everyone I know says they would like to be better at something tomorrow than they are today. 

 

That “something” varies widely depending on the person. Some of that desired improvement may be work related, for other people it’s more personal. But regardless of what that “something” happens to be here is an absolute fact: Improvement, any improvement is not possible without change. 

 

People who want improvement but refuse to accept change are hoping for something more but are unlikely to ever see it. People who embrace change, or even better, drive change, have a chance to see consistent improvement, assuming of course that the change is the right change. 

 

Here’s my problem, I love change, I know of many many people and many more things that would benefit from change….I’m just not one of them. 😉

 

I struggle to embrace change that has a direct impact on me! I do not think I’m alone in that challenge because change is hard. We tend to, at least subconsciously, associate change with loss. We are giving up the familiar and moving to something unknown or something we are not sure of. 

 

I remember as a young salesperson calling on a customer who had equipment that was frequently breaking down. I was selling equipment that was far more reliable and yet the customer was reluctant to make a change. As I asked questions to uncover the reason for his reluctance he finally told me that while his equipment was always breaking down he knew how to fix it. He wasn’t sure he could fix mine if it did ever break down. The devil he knew was better than the angel he didn’t. 

 

For him change meant giving up the knowledge he had acquired through the years on his product, flawed as it was. Psychologically the benefit of no longer having to fix his equipment couldn’t outweigh his feeling of loss. 

 

We all face those psychological limitations when it comes to self-improvement. It’s tough to accept change so very often we tell ourselves that we are “good enough.” We rationalize why change isn’t really needed in our lives. We need help to overcome those limitations because way too often it’s simply too hard to change ourselves.

 

In this season of commencement addresses let me tell you what I wish someone had told me years ago at my own graduation. I think this single piece of advice could do more to change the trajectory of the lives of this year’s graduating classes than perhaps any other piece of advice.

 

Here it is: get a mentor. 

 

Find someone who you trust enough to listen to, a person who cares enough about you to be honest with you. Find a person who will invest real time with you and commit to invest your time with them as well. 

 

No matter how well you did in school, no matter how smart you believe yourself to be, no matter what path you’ve chosen for your life, you WILL have a greater chance at success if you are open to accepting change in your life. A mentor can help you do that. Bigly!


One more thing, no matter where you might be in your career, no matter how much success you’ve already experienced, you will be better off with a mentor than without. Everyone does better with a mentor, everyone. 


Ditch the Resolutions

Want more success in 2017? Then ditch the New Years Resolutions and replace them with a mentor. 

There is so much evidence that New Years Resolutions have no lasting impact that I won’t even bother with explaining why they are almost always a complete waste of time.

There is also ample evidence that having a mentor does have long term impact on the mentees future success. If you truly want greater success in the coming year then your first step is to get yourself a mentor. 

I’ve been blessed throughout my career with mentors who cared as much about me as they cared about their own success. That perhaps is the single greatest attribute a mentor must have, they really need to care about the person they are mentoring.

I get asked on average at least once a week to mentor someone and one of my biggest regrets is that I have to say no. I’m mentoring a few people already and I couldn’t truly be effective mentoring more. Mentoring is serious stuff and requires a serious time commitment on the both of both the mentor and the mentee. 

If you’re serious about having a mentor in 2017 then look for a person who is willing to share their knowledge, skills and expertise. Sadly, too many people in organizations see passing along their knowledge and skills to be a risk to their job security. In fact, nothing is further from the truth. If you have the ability to help others grow then you will always be needed somewhere.

Your mentor needs to be a person who will take a personal interest in you and who desires a personal relationship with you. They must invest themselves in your success. If your mentor frequently needs to cancel or change the time of your meeting then you likely need a different mentor. 

Your mentor needs to be someone who cares enough about you to offer you constructive feedback. They have to have the courage to potentially tell you some things that you may not want to hear. They also need to have the compassion and communication skills to tell you it in such a way as to allow you to hear it, understand it, believe it, and act upon it. 

A good mentor is a person who sets a good example. They regularly achieve their own goals, they are respected by others and they demonstrate successful habits. They “walk their talk” while challenging their mentees to do the same. They never ask someone else to do something that are unwilling to do themselves.

Regardless of your age or level of success you’ll be better off in 2017 if you have a mentor. A real mentor. Formalize a mentoring relationship with someone who can help you grow personally and professionally and see for yourself the difference it will make in your level of success in the New Year!

Why You Need a Mentor

I am darn near perfect. The only thing that keeps me from just outright declaring my perfection is that I am also very humble. If other people could see my perfection the world would indeed be a better place!

I remain perfect pretty much right up to the time someone who cares about me talks some sense into me… then I see a little different me.

You don’t see yourself the way others see you. You may not think you’re perfect but because you’re human you likely hold yourself to a somewhat different standard than you hold others. It is much easier to state your principles than it is to live them.

The person that talks some sense into me is called a mentor. (or my wife but that’s a different post) They are a truth teller. They see my world from the outside, without the fog of ego, defensiveness, shame, and the need to be liked.

They see me the way others see me and they paint me a picture so I can see it too. 

That helps me be a better me. If you want to be a better you then you need a mentor. If you don’t want to call them a mentor then call them a coach. You can call them whatever you like but they need to care enough about you to invest in your growth by being honest with you. Even when “honest” hurts. It’s okay to be friendly with them but they don’t necessarily have to be a friend, it might be better if they weren’t. 

You can hire a professional coach or select someone that you admire and that most people see as successful… however you define successful. Whether your coach/mentor is paid or not that best way to repay them is by following their advice. Listen, REALLY LISTEN, to what they have to say, linger on their words until they sink in. If you’ve picked the right mentor then they are telling you the truth. If they are telling you the truth then you NEED to listen. 

Regardless of your current level of success you will be better off with a mentor. Even if you’ve reached the pinnacle of your career you will be better off with a trusted sounding board. 

A coach or mentor will not tell you what your principles are, they just help you live them.

Mirror Mirror on the Wall

Once upon a time there lived a lovely princess named Snow White. Her vain and wicked stepmother, the Queen, feared that some day Snow White’s beauty would surpass her own. So she dressed the princess in rags and forced her to work as a maid. Each day the vain queen consulted her magic mirror, “Magic Mirror on the wall, who is the fairest one of all?”… and as long as the mirror answered, “You are the fairest of them all,” Snow White was safe from the Queen’s cruel jealousy.

Wouldn’t we all like a mirror that would tell us each day just how great we are. The thing is, some people really do seem to have one. They look in the mirror and the image they see is far different than the image they project to other people.

When we see ourselves we are most often crystal clear on exactly what we meant to say. We make good, appropriate decisions and when we look in the mirror we see somebody worth far more than they are being paid and someone not fully appreciated for the greatness they bring into the world everyday. We know precisely how to leverage our strengths and how to eliminate our weaknesses.

Or perhaps you look into the mirror and the person who looks back adds no value to their world, they are misunderstood and are destined to just wander through life until their time on earth is done.

It’s very likely that neither of those “reflections” is accurate. They are not accurate because hardly anyone sees themselves in the same way others see them. Their mirrors are not providing a reflection that truly shows the reality of their life.

So as we near the end of 2014 here is the best advice I could ever give anyone for a better 2015: get yourself an accurate mirror.

That “mirror” I’m talking about is actually a mentor or coach. Your mentor should be someone who cares about you enough to be open and honest with you about your strengths and weaknesses.

Your mentor needs to be self-reflective because if you want someone to share their wisdom with you, they need to have wisdom to share. Some people simply don’t spend much time thinking about their own experience. You’ll want a mentor that can explain what worked in their life AND why it worked. Your mentor can’t pass along what they don’t know so self-reflection is a key.

If you want a mentor that trusts you then you must be able to trust your mentor. In a good mentor relationship, you need to be able to be honest about your own life and circumstances – and you need to be certain that what you share won’t go beyond your mentor. If they can’t be trusted to keep confidences, your relationship will be superficial at best – actually damaging at worst.

If you’re brave enough to ask your mentor for advice then your mentor needs to be brave enough to give you a straight answer. Don’t look for a mentor who will sugar-coat the truth. Take your advice straight-up, with no sweetness and no politically correct wishy-washy coaching added.
Look for a generous, giving mentor, a mentor who truly wants the best for you. A true mentor will never feel threatened by your success. A generous mentor will invest the time required to help you become your very best. Your success will actually be a priority for them.

Some individuals may choose to hire a coach or a mentor. The same requirements apply; the one big difference is a professional coach may work with you for a predetermined amount of time, on one area of your life in particular or to help you achieve one big goal. Hiring a professional coach is not an expense, it is one of the best investments you can make, it’s an investment in yourself.

Either way you should know this: you will be more successful with someone to help you smooth out life’s bumps then you will ever be by going it alone.

I’m not sure I was clear enough with that so let me repeat it: you WILL be more successful with a coach or a mentor in your life than you will be without one. No matter how successful you are today you WILL be more successful when you add a coach or mentor to your life.

Got it? Then get one!

Leadership for the Ages – Part Two of Some

In the first post of this series we looked at the one key characteristic that all leaders must have. They must have integrity. Without integrity they can try to lead every day of their lives and it’s unlikely that anyone will truly follow. That’s true no matter what generation the follower comes from.

In this post, we’ll look at the four generations together and start to look deeper at the first group. 

I’d bet you’re already aware of the four generations we’re going to look at but just so we’re all on the same page let’s review. Each expert in the study of various generations has their own name for the groups but since I’m clearly no expert I’ll make up my own.

The first and “oldest” generation we’ll look at is my dad’s. So I’ll call it “Dad’s” generation. The experts call it “The Silents” or the “Veterans” but while my dad was a veteran he certainly wasn’t silent so I don’t know how both could fit. This group was born between 1925 and 1946.

Next we have my generation. The experts call my generation the “Baby Boomers” and since I was born right in the middle of that generation I’ll call that one the “Middles.” (hey, it’s my blog, I can call it what I want) This group was born between 1946 and 1964.

Next we have what the experts call the Generation Xers. I don’t understand why. You would think if they are really experts they could have come up with a name better than that. I’ll call them the “Changers” because in my opinion they changed their world, and everyone else’s faster than any generation before them. The “Changers” were born between 1965 and 1980. 

Finally we have what I call “The Kids.” I mean no disrespect with that name, quite the opposite. This is the generation of my kids and our future is in their hands. What the people of my generation messed up this generation will have to fix. I believe they are up to the task. The experts call them “The Millennials.” I’m not sure why but this much is certain: the world this group grew up in is very different than the one I remember when I was growing up, very very different. This is the group born after 1980. 

So, there’s the four generations. Let’s take a closer look at the first group, “Dad’s.” 

If events shape our lives, and I believe they do, this group’s collective lives were shaped by some big ones. WWII and the great depression come immediately to mind. They struggled to survive. The values they learned in those times are still present today. They possess a great commitment to team members and working together. They, as a group, are the best communicators among all of us. They say what they mean and mean what they say. They typically say the same thing to everyone, there are few games with this group. 

I find the concept of leading anyone from this age group to be almost ridiculous, none of us would be here but for the sacrifices of this group. They deserve as much respect as we can give them. 

Some of the leaders from the  “Changers’ and “Kids,” and sadly even some of the leaders from the “Middles” would dismiss the wisdom of this group. That is a huge mistake for any leader to make. The values they bring along with their wisdom are sorely lacking among many of today’s leaders. 

They are dedicated and fiercely loyal. They seldom waver in the face of a challenge and it’s from this group that great mentors come, to this very day. 

Any leader who discounts advice from this group, solely on the basis that “things are different now” does so at their own risk. Remember, “things” may be different but people are not. Leadership is about people, not things. Advice from this group should be considered priceless!

Procrastinators Have Too Much Patience

Successful people know the difference between procrastination and patience. One simply wastes time and one provides the opportunity to think, reflect, plan, and adjust. 

Patience can be productive, procrastination can’t. If procrastination doesn’t kill your chances for success today then it most certainly will tomorrow or perhaps the next day. But it will get you sooner or later.

Despite popular opinion procrastination is not only a lazy person’s problem. Some very busy people struggle with it too. In fact, one of the very reasons they struggle with it is the fact they are too busy. They attempt to do more than is possible and overload their calendars day in and day out. Their calendars  get so full they have no idea where to start, so they frequently don’t actually get started. 

There has never been a time in history when more “tools” were available to help with the scourge of procrastination. You likely have one of those tools in your pocket… or your hand, this very moment. Yes, the very thing that “helps” us procrastinate, our smartphone, can help us stop. 

There are 100’s of apps available to help us be more productive. I’ve tried many of them but my current app of choice is the native “reminders” app on my iphone. It syncs with my laptop and iPad so I have pings and dings and little red numbers popping up all over. It’s annoying but it also has really helped.

I avoid any app that looks like a simple to-do list. I don’t know a single highly productive person that would go near a to-do list. If you use a to-do list and you think you’re highly productive then  I would tell you you’ll be much more productive when you ditch that liar of a tool. 

I call a to-do list a liar because it fools us into thinking that our “busyness” is the same as productivity. We check something off a to-do list and feel good about getting something done. The question is, should we have done it at all. Maybe and maybe not.

I highly recommend any app that allows you to create a Daily Prioritized Task List. This takes your to-do list to a whole new level. You now do things in order of their importance. That requires thought on how you will use your limited hours in a day. You must decide which of the many things you have “to-do” will provide you the biggest payback and force yourself to follow the prioritization. It may even require you to stop doing some less productive things.

Of course there are a couple of problems with all these apps: I can simply turn off my smartphone (highly unlikely) or just choose to ignore it. (highly likely) I’d bet most people reading this are a lot like me.

That’s why the very best tool to help you with your procrastinating tendencies is a tool that’s been around forever. The “tool” is called a mentor. These days some people call it a coach. 

No one climbs a mountain without a climbing partner and for many people climbing a mountain would be easier than overcoming procrastination. So find a coach or mentor and ask them to help you climb the mountain of procrastination. Share your prioritized daily task list and ask them to hold you accountable to tackle each task in order of it’s importance. 

Virtually every person I’ve ever met could accomplish more than they thought they could and virtually every person I’ve met needed someone to help them do it. The right mentor will remind you of the vast difference between procrastination and patience and never allow you to substitute busy for productive. 

Apps are great but they still can’t replace interaction with a human that has the capacity to care enough about you to truly hold you accountable. I hope they never will.

The Real Cost of Executive Pay

First let me say I’m not sure I should be writing this post; I don’t think it will make either side of this “issue” happy because I have no intentions of taking sides. It is an issue that pops up too often and I’ve been encouraged to write on this subject so I will…. sort of.

Go ahead and call me a weasel but I’m not taking sides because frankly I’m not qualified to say what different levels of organizations should be making. I might be qualified to say what I should be making and perhaps those who work directly for me but that’s about as far as I go. 

I will say however that everyone would be better off if they worried less about what other positions in their organization earn and worried more about how to make their own position more valuable.

So I’m not going to write about how much highly paid people are paid. I going to write about the actual costs associated with being highly paid. Those of you who read this blog on a regular basis will likely not be surprised that I would look at this from a different angle than most. 

Let’s begin with a true story from a long time ago. Years and years ago I worked for a small business with around 15 employees. It happened that there was an opening for an office assistant and since she apparently didn’t have a lot to do, the wife of the owner of the company took the position. 

She was a wonderfully friendly person. She seemed genuinely interested in people and I think most who knew her would have said she had a caring heart. She was simply a nice person. 

One of her tasks to complete twice a month was payroll. She would compile the necessary documents and forward them to an outside payroll company that would take it from there. 

One winter the owner and his wife went on a well deserved two-week vacation. That wouldn’t have been much of an issue except that she hadn’t had time to complete her payroll work before they left. When payday came there were no checks and no direct deposits. 

That was a problem for many of the 15 employees. Since I was at the time the highest ranking manager around they all came to me to ask where their paycheck was. I ran it down with the payroll company and discovered there were no checks because nothing was sent to them. There was nothing we could do but wait for the owner and his wife to return.

When they returned I immediately shared the “mood” of the team and asked what had happened. The owner’s wife was very defensive and said she didn’t see why “it was a big deal.” She said “surely everyone has a money set aside for just such an occurrence.” 

She was absolutely dumbfounded to learn that no, not everyone could afford to miss a paycheck. She truly and sincerely had no idea that there would be people employed by her husband’s company who lived check to check.

It wasn’t that she didn’t care, it was that she didn’t understand.

She just didn’t understand. 

Money had become the great separator. She had all the money she needed, they were wealthy by any standards and she couldn’t understand the thinking of those who weren’t. They had been wealthy for so long that she couldn’t remember what it was like to not be wealthy. She assumed that everyone was like her and that their thoughts and abilities were like hers too. 

Here’s my point to “highly compensated” leaders: You may not have allowed your income to change you but your income has changed you. The fact that you don’t see the change doesn’t mean that the change has not happened. It doesn’t mean you don’t care about people, it doesn’t mean you think you’re better than anyone else, but know it or not, “things” are different now.

That’s the real cost of executive pay. It’s the separation in thinking between levels of compensation. It really has nothing to do with money at all. It really has nothing to do with executives either. If someone is making $10 million a year and their boss is making $100 million there will be separation. If the boss is a mid level manager making $80,000 a year and their direct reports are making $60,000 a year there will be separation, not as much perhaps but it is still there.  

No matter how much money you make or how high you go in an organization you will never be able to afford the high cost of separation from your people. You MUST know what they are thinking and why they are thinking it. 

Every leader needs a mentor but the higher you go in an organization the more you need an additional mentor from the ranks. This is a mentor, or maybe a better word would be “touchstone” who you allow and encourage to tell you the truth and to tell you what’s happening in the organization. This person (or hopefully, people) is your bridge to reality. This person ensures that you don’t let your title, position, or income level keep you from knowing what’s really happening around you. 

When you let anything come between you and your people you lose the ability to lead. You become so “different” from your people that they can’t understand you and you can’t understand them. When that happens leadership stops. 

I don’t have to tell you what happens when leadership stops.