Illuminate On
Dec 18, 2017     0 Comment     Advisor Blog Consultant Entrepreneur Mentor Responsible Freedom    

Do you feel like you are being micromanaged? Chances are your actions and behaviors have something to do with it.

Here’s how to recognize when you are being micromanaged and some tips on how to get out of the micromanagement trap.

In principle, if your boss (could be a manager or customer) has confidence in your ability to understand objectives, put a plan together, and deliver timely results, they should never micromanage you. If you struggle with understanding objectives, aren’t able to put realistic plans together, and can’t execute, you’ll likely be on your way for micromanagement and possibly out the door.

Let’s say your boss has stopped sharing “why” or what the outcome objective is, and directly tells you what to do. If that describes your world, then you are in the micromanagement trap.

To get out of this trap, instead of directly doing what is being asked, start with uncovering the outcome objective. If you know the outcome objective, you will be better prepared to exceed expectations and participate in solving unexpected problems that come up along the way by using your subject matter expertise, your creative thinking, and your ideas to achieve the same outcome.

The goal is to earn the trust and confidence of your boss in your ability. That happens over time and not over night. A boss who only tells you what to do, trusts only your ability to complete a task. A boss who tells you why and shares the outcome objective, trusts your ability to see the big picture. A boss who shares the initial problem with you, trusts your ability to problem solve, see the picture, and get the job done. A boss who never checks in on you, trusts your ability to deliver on time.

Dec 6, 2017     0 Comment     Blog Consultant Entrepreneur Mentor    

When a customer asks you to do something, don’t. 

Credit: shutterstock - Igor Kisselev

Credit: shutterstock – Igor Kisselev

If you proceed to just “do” what they are telling you to do, then you are participating in their solution without knowing what the real problem is that they are trying to solve. Start with finding out what they are actually trying to achieve and why. That’s step one.

In step two, you are trying to uncover their workflow: What is their current workflow? How are they achieving their current goal now? What are the pains associated with whatever it is they are trying to do now? Ultimately, you are creating a new workflow to achieve the stated objective.

For step three, you want to find out what the restraints are. Ask, what are the financial restraints, the human resources restraints, and the time restraints. That helps you see capability and shows you the box that you are working in to solve their problems. Then compare their restraints and your own.

After these three steps you will be able to come up with far better solutions and to create bigger objectives or bigger achievements that may meet or even exceed your customer expectations.

Dec 13, 2016     0 Comment     Advisor Balance Blog Entrepreneur Human Interaction Internet Mentor     , , , , , ,

I remember back in the 90’s, the phrase used for the internet was “World Wide Web.” When you think of the word “web” what comes to mind? A spider’s web? Perhaps something sticky? If you get stuck to something sticky, when you try to pull away what happens? You get pulled back right? Yup, even though we now refer to “it” as the internet or the act of being online, its still a big blob of stickiness. Once your in, its almost impossible to get out.

Last week, I spent 7 days on a Disney cruise. Even though wifi was offered, I chose to be released from the sticky web. Something amazing happened, I enjoyed being fully human.

I stopped reaching for my phone at the every thought to check or share an email, idea, or picture. At first, the thoughts flooded my mind. But because I knew I was disconnected, I didn’t act on the thought to reach for my phone. Eventually, the thoughts went away. This is when I knew I was finally free. No more was my mind flooded with “hey you should check your email?” or “you should text that out” and “take a picture and send that to so and so, they’ll get a kick out of it!” My mind was finally free to focus and enjoy a single stream of thought. More importantly, I was able to enjoy uninterrupted time (mind and body) with others.

You know what is even more amazing that I realize now a few days later? I have solid memories of the entire trip. Maybe one day, someone will research and write about how digital memory has replaced human memory. I hope not. Yikes!

Now that I am back, I am maintaining the habit of scheduling use of technology. I am leaving it out of moments where I need to think, read, and more importantly create memories with those around me. I plan on scheduling routine “off the web” retreat days in my life to help sustain the balance.

The internet is a major part of our lives. But it doesn’t have to be a very sticky web. There is a time and place for engagement with technology vs engagement with other people. Our memories and our relationships are more significant than our technology. Let us all make it a priority to creating the best memories of each other through real life human engagement.

#illuminateon
#disney
#disneycruise

Dec 2, 2016     0 Comment     Blog Entrepreneur Mentor Responsible Freedom     ,

For years when I interviewed those looking to join the Intuitive Solutions Family, I would describe Intuitive’s work environment and say “the people who succeed here are the ones who can be responsible with freedom, because, we don’t like to micromanage here.”

This morning I came across a short Forbes.com article that describes the work culture at Netflix. Netflix, without question, is one of the most disruptive companies of the last decade that continues to succeed. Writer Kevin Kruse titles the article, “Netflix Has No Rules Because They Hire Great People.” This title immediately caught my attention. As my dream and what I’ve been working to build for Intuitive has been to achieve the same, A work environment with little or no rules!

At the end of the article, Kevin points to the following:

“Freedom And Responsibility

Instead of creating endless rules and processes, which is how most companies deal with major growth, Netflix asserted that a business should focus specifically on two things:

  1. Invest in hiring high-performance employees.
  2. Build and maintain a culture that rewards high-performers, and weeds out continuous, unimproved low performers.”

As part of our 2016 Strategic Reinvention Plan, we decided to invest into doing a better job at Talent Identification and Talent Recruiting.

“High performance” is very subjective and will vary company to company. At Intuitive it doesn’t mean those who can do the most work. It means those who can get the job done end-to-end with little or no management.

Another thing I’ve always said to potential new hires is “if I have to hire or ask a manager to follow-up and follow-through with your work, you won’t make it here too long” It shouldn’t take two people to do your job. If that is the case, then Intuitive is not the right place for you. Unfortunately, the weeding out does take place. Because, responsible freedom isn’t for everyone. Some people need someone over their shoulder. Weeding out here usually starts with an uncomfortable conversation, and then if no change escalates to the implementation of policy and procedure.

Let us all be the best practitioner’s of responsible freedom and continue to drive that going forward. This ingredient will empower Intuitive and your organization to succeed now and for years into the future!

#illuminateon

Mar 8, 2016     0 Comment     Blog Mentor     ,

“You know they are smarter than you if they are asking the RIGHT questions.”

Again, it was one of those things he said that I didn’t understand until much later.  What are “the right questions?” I asked myself over and over again until one day it hit me-the right questions are those that you can’t find an answer for immediately on your own.

Think about it, if you’re asked “are you thirsty?” you can almost immediately respond yes or no.   You didn’t have to think, right?  If asked about your job or things that you do every day, you could probably answer very quickly.  These are the “no effort” and “no challenge” questions.  Your not using any part of your mind that requires you to REALLY think. If all you have around you are people asking you what you already know, then you aren’t growing.

You don’t want to surround yourself with people who ask questions you already have the answer to.  If you are training, on boarding, and developing, then yes, you should expect to be asked lots of questions.  But if absolutely none of those cause you to think, then you’re not being challenged. REAL growth for you (and perhaps for your organization) you want those who ask questions that require you to dig deep.

As a matter of fact, if you have someone who asks questions that make you somewhat annoyed and perhaps even frustrated, it is likely these feelings are because you don’t have the answer and absolutely no clue where to get the answer.  Guess what? You have the right person sitting in front of you.  Sounds insane I know, but trust me.  It is exactly what you need for growth.

When you are digging deep to find and develop a solution, you are growing. When you are growing you are Illuminating yourself and others.

IlluminateOn!

Categories
Archive
Dec 18, 2017     0 Comment     Advisor Blog Consultant Entrepreneur Mentor Responsible Freedom    

Do you feel like you are being micromanaged? Chances are your actions and behaviors have something to do with it.

Here’s how to recognize when you are being micromanaged and some tips on how to get out of the micromanagement trap.

In principle, if your boss (could be a manager or customer) has confidence in your ability to understand objectives, put a plan together, and deliver timely results, they should never micromanage you. If you struggle with understanding objectives, aren’t able to put realistic plans together, and can’t execute, you’ll likely be on your way for micromanagement and possibly out the door.

Let’s say your boss has stopped sharing “why” or what the outcome objective is, and directly tells you what to do. If that describes your world, then you are in the micromanagement trap.

To get out of this trap, instead of directly doing what is being asked, start with uncovering the outcome objective. If you know the outcome objective, you will be better prepared to exceed expectations and participate in solving unexpected problems that come up along the way by using your subject matter expertise, your creative thinking, and your ideas to achieve the same outcome.

The goal is to earn the trust and confidence of your boss in your ability. That happens over time and not over night. A boss who only tells you what to do, trusts only your ability to complete a task. A boss who tells you why and shares the outcome objective, trusts your ability to see the big picture. A boss who shares the initial problem with you, trusts your ability to problem solve, see the picture, and get the job done. A boss who never checks in on you, trusts your ability to deliver on time.

Dec 6, 2017     0 Comment     Blog Consultant Entrepreneur Mentor    

When a customer asks you to do something, don’t. 

Credit: shutterstock - Igor Kisselev

Credit: shutterstock – Igor Kisselev

If you proceed to just “do” what they are telling you to do, then you are participating in their solution without knowing what the real problem is that they are trying to solve. Start with finding out what they are actually trying to achieve and why. That’s step one.

In step two, you are trying to uncover their workflow: What is their current workflow? How are they achieving their current goal now? What are the pains associated with whatever it is they are trying to do now? Ultimately, you are creating a new workflow to achieve the stated objective.

For step three, you want to find out what the restraints are. Ask, what are the financial restraints, the human resources restraints, and the time restraints. That helps you see capability and shows you the box that you are working in to solve their problems. Then compare their restraints and your own.

After these three steps you will be able to come up with far better solutions and to create bigger objectives or bigger achievements that may meet or even exceed your customer expectations.

Dec 13, 2016     0 Comment     Advisor Balance Blog Entrepreneur Human Interaction Internet Mentor     , , , , , ,

I remember back in the 90’s, the phrase used for the internet was “World Wide Web.” When you think of the word “web” what comes to mind? A spider’s web? Perhaps something sticky? If you get stuck to something sticky, when you try to pull away what happens? You get pulled back right? Yup, even though we now refer to “it” as the internet or the act of being online, its still a big blob of stickiness. Once your in, its almost impossible to get out.

Last week, I spent 7 days on a Disney cruise. Even though wifi was offered, I chose to be released from the sticky web. Something amazing happened, I enjoyed being fully human.

I stopped reaching for my phone at the every thought to check or share an email, idea, or picture. At first, the thoughts flooded my mind. But because I knew I was disconnected, I didn’t act on the thought to reach for my phone. Eventually, the thoughts went away. This is when I knew I was finally free. No more was my mind flooded with “hey you should check your email?” or “you should text that out” and “take a picture and send that to so and so, they’ll get a kick out of it!” My mind was finally free to focus and enjoy a single stream of thought. More importantly, I was able to enjoy uninterrupted time (mind and body) with others.

You know what is even more amazing that I realize now a few days later? I have solid memories of the entire trip. Maybe one day, someone will research and write about how digital memory has replaced human memory. I hope not. Yikes!

Now that I am back, I am maintaining the habit of scheduling use of technology. I am leaving it out of moments where I need to think, read, and more importantly create memories with those around me. I plan on scheduling routine “off the web” retreat days in my life to help sustain the balance.

The internet is a major part of our lives. But it doesn’t have to be a very sticky web. There is a time and place for engagement with technology vs engagement with other people. Our memories and our relationships are more significant than our technology. Let us all make it a priority to creating the best memories of each other through real life human engagement.

#illuminateon
#disney
#disneycruise

Dec 2, 2016     0 Comment     Blog Entrepreneur Mentor Responsible Freedom     ,

For years when I interviewed those looking to join the Intuitive Solutions Family, I would describe Intuitive’s work environment and say “the people who succeed here are the ones who can be responsible with freedom, because, we don’t like to micromanage here.”

This morning I came across a short Forbes.com article that describes the work culture at Netflix. Netflix, without question, is one of the most disruptive companies of the last decade that continues to succeed. Writer Kevin Kruse titles the article, “Netflix Has No Rules Because They Hire Great People.” This title immediately caught my attention. As my dream and what I’ve been working to build for Intuitive has been to achieve the same, A work environment with little or no rules!

At the end of the article, Kevin points to the following:

“Freedom And Responsibility

Instead of creating endless rules and processes, which is how most companies deal with major growth, Netflix asserted that a business should focus specifically on two things:

  1. Invest in hiring high-performance employees.
  2. Build and maintain a culture that rewards high-performers, and weeds out continuous, unimproved low performers.”

As part of our 2016 Strategic Reinvention Plan, we decided to invest into doing a better job at Talent Identification and Talent Recruiting.

“High performance” is very subjective and will vary company to company. At Intuitive it doesn’t mean those who can do the most work. It means those who can get the job done end-to-end with little or no management.

Another thing I’ve always said to potential new hires is “if I have to hire or ask a manager to follow-up and follow-through with your work, you won’t make it here too long” It shouldn’t take two people to do your job. If that is the case, then Intuitive is not the right place for you. Unfortunately, the weeding out does take place. Because, responsible freedom isn’t for everyone. Some people need someone over their shoulder. Weeding out here usually starts with an uncomfortable conversation, and then if no change escalates to the implementation of policy and procedure.

Let us all be the best practitioner’s of responsible freedom and continue to drive that going forward. This ingredient will empower Intuitive and your organization to succeed now and for years into the future!

#illuminateon

Mar 8, 2016     0 Comment     Blog Mentor     ,

“You know they are smarter than you if they are asking the RIGHT questions.”

Again, it was one of those things he said that I didn’t understand until much later.  What are “the right questions?” I asked myself over and over again until one day it hit me-the right questions are those that you can’t find an answer for immediately on your own.

Think about it, if you’re asked “are you thirsty?” you can almost immediately respond yes or no.   You didn’t have to think, right?  If asked about your job or things that you do every day, you could probably answer very quickly.  These are the “no effort” and “no challenge” questions.  Your not using any part of your mind that requires you to REALLY think. If all you have around you are people asking you what you already know, then you aren’t growing.

You don’t want to surround yourself with people who ask questions you already have the answer to.  If you are training, on boarding, and developing, then yes, you should expect to be asked lots of questions.  But if absolutely none of those cause you to think, then you’re not being challenged. REAL growth for you (and perhaps for your organization) you want those who ask questions that require you to dig deep.

As a matter of fact, if you have someone who asks questions that make you somewhat annoyed and perhaps even frustrated, it is likely these feelings are because you don’t have the answer and absolutely no clue where to get the answer.  Guess what? You have the right person sitting in front of you.  Sounds insane I know, but trust me.  It is exactly what you need for growth.

When you are digging deep to find and develop a solution, you are growing. When you are growing you are Illuminating yourself and others.

IlluminateOn!

Categories
Archive
Dec 18, 2017     0 Comment     Advisor Blog Consultant Entrepreneur Mentor Responsible Freedom    

Do you feel like you are being micromanaged? Chances are your actions and behaviors have something to do with it.

Here’s how to recognize when you are being micromanaged and some tips on how to get out of the micromanagement trap.

In principle, if your boss (could be a manager or customer) has confidence in your ability to understand objectives, put a plan together, and deliver timely results, they should never micromanage you. If you struggle with understanding objectives, aren’t able to put realistic plans together, and can’t execute, you’ll likely be on your way for micromanagement and possibly out the door.

Let’s say your boss has stopped sharing “why” or what the outcome objective is, and directly tells you what to do. If that describes your world, then you are in the micromanagement trap.

To get out of this trap, instead of directly doing what is being asked, start with uncovering the outcome objective. If you know the outcome objective, you will be better prepared to exceed expectations and participate in solving unexpected problems that come up along the way by using your subject matter expertise, your creative thinking, and your ideas to achieve the same outcome.

The goal is to earn the trust and confidence of your boss in your ability. That happens over time and not over night. A boss who only tells you what to do, trusts only your ability to complete a task. A boss who tells you why and shares the outcome objective, trusts your ability to see the big picture. A boss who shares the initial problem with you, trusts your ability to problem solve, see the picture, and get the job done. A boss who never checks in on you, trusts your ability to deliver on time.

Dec 6, 2017     0 Comment     Blog Consultant Entrepreneur Mentor    

When a customer asks you to do something, don’t. 

Credit: shutterstock - Igor Kisselev

Credit: shutterstock – Igor Kisselev

If you proceed to just “do” what they are telling you to do, then you are participating in their solution without knowing what the real problem is that they are trying to solve. Start with finding out what they are actually trying to achieve and why. That’s step one.

In step two, you are trying to uncover their workflow: What is their current workflow? How are they achieving their current goal now? What are the pains associated with whatever it is they are trying to do now? Ultimately, you are creating a new workflow to achieve the stated objective.

For step three, you want to find out what the restraints are. Ask, what are the financial restraints, the human resources restraints, and the time restraints. That helps you see capability and shows you the box that you are working in to solve their problems. Then compare their restraints and your own.

After these three steps you will be able to come up with far better solutions and to create bigger objectives or bigger achievements that may meet or even exceed your customer expectations.

Dec 13, 2016     0 Comment     Advisor Balance Blog Entrepreneur Human Interaction Internet Mentor     , , , , , ,

I remember back in the 90’s, the phrase used for the internet was “World Wide Web.” When you think of the word “web” what comes to mind? A spider’s web? Perhaps something sticky? If you get stuck to something sticky, when you try to pull away what happens? You get pulled back right? Yup, even though we now refer to “it” as the internet or the act of being online, its still a big blob of stickiness. Once your in, its almost impossible to get out.

Last week, I spent 7 days on a Disney cruise. Even though wifi was offered, I chose to be released from the sticky web. Something amazing happened, I enjoyed being fully human.

I stopped reaching for my phone at the every thought to check or share an email, idea, or picture. At first, the thoughts flooded my mind. But because I knew I was disconnected, I didn’t act on the thought to reach for my phone. Eventually, the thoughts went away. This is when I knew I was finally free. No more was my mind flooded with “hey you should check your email?” or “you should text that out” and “take a picture and send that to so and so, they’ll get a kick out of it!” My mind was finally free to focus and enjoy a single stream of thought. More importantly, I was able to enjoy uninterrupted time (mind and body) with others.

You know what is even more amazing that I realize now a few days later? I have solid memories of the entire trip. Maybe one day, someone will research and write about how digital memory has replaced human memory. I hope not. Yikes!

Now that I am back, I am maintaining the habit of scheduling use of technology. I am leaving it out of moments where I need to think, read, and more importantly create memories with those around me. I plan on scheduling routine “off the web” retreat days in my life to help sustain the balance.

The internet is a major part of our lives. But it doesn’t have to be a very sticky web. There is a time and place for engagement with technology vs engagement with other people. Our memories and our relationships are more significant than our technology. Let us all make it a priority to creating the best memories of each other through real life human engagement.

#illuminateon
#disney
#disneycruise

Dec 2, 2016     0 Comment     Blog Entrepreneur Mentor Responsible Freedom     ,

For years when I interviewed those looking to join the Intuitive Solutions Family, I would describe Intuitive’s work environment and say “the people who succeed here are the ones who can be responsible with freedom, because, we don’t like to micromanage here.”

This morning I came across a short Forbes.com article that describes the work culture at Netflix. Netflix, without question, is one of the most disruptive companies of the last decade that continues to succeed. Writer Kevin Kruse titles the article, “Netflix Has No Rules Because They Hire Great People.” This title immediately caught my attention. As my dream and what I’ve been working to build for Intuitive has been to achieve the same, A work environment with little or no rules!

At the end of the article, Kevin points to the following:

“Freedom And Responsibility

Instead of creating endless rules and processes, which is how most companies deal with major growth, Netflix asserted that a business should focus specifically on two things:

  1. Invest in hiring high-performance employees.
  2. Build and maintain a culture that rewards high-performers, and weeds out continuous, unimproved low performers.”

As part of our 2016 Strategic Reinvention Plan, we decided to invest into doing a better job at Talent Identification and Talent Recruiting.

“High performance” is very subjective and will vary company to company. At Intuitive it doesn’t mean those who can do the most work. It means those who can get the job done end-to-end with little or no management.

Another thing I’ve always said to potential new hires is “if I have to hire or ask a manager to follow-up and follow-through with your work, you won’t make it here too long” It shouldn’t take two people to do your job. If that is the case, then Intuitive is not the right place for you. Unfortunately, the weeding out does take place. Because, responsible freedom isn’t for everyone. Some people need someone over their shoulder. Weeding out here usually starts with an uncomfortable conversation, and then if no change escalates to the implementation of policy and procedure.

Let us all be the best practitioner’s of responsible freedom and continue to drive that going forward. This ingredient will empower Intuitive and your organization to succeed now and for years into the future!

#illuminateon

Mar 8, 2016     0 Comment     Blog Mentor     ,

“You know they are smarter than you if they are asking the RIGHT questions.”

Again, it was one of those things he said that I didn’t understand until much later.  What are “the right questions?” I asked myself over and over again until one day it hit me-the right questions are those that you can’t find an answer for immediately on your own.

Think about it, if you’re asked “are you thirsty?” you can almost immediately respond yes or no.   You didn’t have to think, right?  If asked about your job or things that you do every day, you could probably answer very quickly.  These are the “no effort” and “no challenge” questions.  Your not using any part of your mind that requires you to REALLY think. If all you have around you are people asking you what you already know, then you aren’t growing.

You don’t want to surround yourself with people who ask questions you already have the answer to.  If you are training, on boarding, and developing, then yes, you should expect to be asked lots of questions.  But if absolutely none of those cause you to think, then you’re not being challenged. REAL growth for you (and perhaps for your organization) you want those who ask questions that require you to dig deep.

As a matter of fact, if you have someone who asks questions that make you somewhat annoyed and perhaps even frustrated, it is likely these feelings are because you don’t have the answer and absolutely no clue where to get the answer.  Guess what? You have the right person sitting in front of you.  Sounds insane I know, but trust me.  It is exactly what you need for growth.

When you are digging deep to find and develop a solution, you are growing. When you are growing you are Illuminating yourself and others.

IlluminateOn!

Categories
Archive
Dec 18, 2017     0 Comment     Advisor Blog Consultant Entrepreneur Mentor Responsible Freedom    

Do you feel like you are being micromanaged? Chances are your actions and behaviors have something to do with it.

Here’s how to recognize when you are being micromanaged and some tips on how to get out of the micromanagement trap.

In principle, if your boss (could be a manager or customer) has confidence in your ability to understand objectives, put a plan together, and deliver timely results, they should never micromanage you. If you struggle with understanding objectives, aren’t able to put realistic plans together, and can’t execute, you’ll likely be on your way for micromanagement and possibly out the door.

Let’s say your boss has stopped sharing “why” or what the outcome objective is, and directly tells you what to do. If that describes your world, then you are in the micromanagement trap.

To get out of this trap, instead of directly doing what is being asked, start with uncovering the outcome objective. If you know the outcome objective, you will be better prepared to exceed expectations and participate in solving unexpected problems that come up along the way by using your subject matter expertise, your creative thinking, and your ideas to achieve the same outcome.

The goal is to earn the trust and confidence of your boss in your ability. That happens over time and not over night. A boss who only tells you what to do, trusts only your ability to complete a task. A boss who tells you why and shares the outcome objective, trusts your ability to see the big picture. A boss who shares the initial problem with you, trusts your ability to problem solve, see the picture, and get the job done. A boss who never checks in on you, trusts your ability to deliver on time.

Dec 6, 2017     0 Comment     Blog Consultant Entrepreneur Mentor    

When a customer asks you to do something, don’t. 

Credit: shutterstock - Igor Kisselev

Credit: shutterstock – Igor Kisselev

If you proceed to just “do” what they are telling you to do, then you are participating in their solution without knowing what the real problem is that they are trying to solve. Start with finding out what they are actually trying to achieve and why. That’s step one.

In step two, you are trying to uncover their workflow: What is their current workflow? How are they achieving their current goal now? What are the pains associated with whatever it is they are trying to do now? Ultimately, you are creating a new workflow to achieve the stated objective.

For step three, you want to find out what the restraints are. Ask, what are the financial restraints, the human resources restraints, and the time restraints. That helps you see capability and shows you the box that you are working in to solve their problems. Then compare their restraints and your own.

After these three steps you will be able to come up with far better solutions and to create bigger objectives or bigger achievements that may meet or even exceed your customer expectations.

Dec 13, 2016     0 Comment     Advisor Balance Blog Entrepreneur Human Interaction Internet Mentor     , , , , , ,

I remember back in the 90’s, the phrase used for the internet was “World Wide Web.” When you think of the word “web” what comes to mind? A spider’s web? Perhaps something sticky? If you get stuck to something sticky, when you try to pull away what happens? You get pulled back right? Yup, even though we now refer to “it” as the internet or the act of being online, its still a big blob of stickiness. Once your in, its almost impossible to get out.

Last week, I spent 7 days on a Disney cruise. Even though wifi was offered, I chose to be released from the sticky web. Something amazing happened, I enjoyed being fully human.

I stopped reaching for my phone at the every thought to check or share an email, idea, or picture. At first, the thoughts flooded my mind. But because I knew I was disconnected, I didn’t act on the thought to reach for my phone. Eventually, the thoughts went away. This is when I knew I was finally free. No more was my mind flooded with “hey you should check your email?” or “you should text that out” and “take a picture and send that to so and so, they’ll get a kick out of it!” My mind was finally free to focus and enjoy a single stream of thought. More importantly, I was able to enjoy uninterrupted time (mind and body) with others.

You know what is even more amazing that I realize now a few days later? I have solid memories of the entire trip. Maybe one day, someone will research and write about how digital memory has replaced human memory. I hope not. Yikes!

Now that I am back, I am maintaining the habit of scheduling use of technology. I am leaving it out of moments where I need to think, read, and more importantly create memories with those around me. I plan on scheduling routine “off the web” retreat days in my life to help sustain the balance.

The internet is a major part of our lives. But it doesn’t have to be a very sticky web. There is a time and place for engagement with technology vs engagement with other people. Our memories and our relationships are more significant than our technology. Let us all make it a priority to creating the best memories of each other through real life human engagement.

#illuminateon
#disney
#disneycruise

Dec 2, 2016     0 Comment     Blog Entrepreneur Mentor Responsible Freedom     ,

For years when I interviewed those looking to join the Intuitive Solutions Family, I would describe Intuitive’s work environment and say “the people who succeed here are the ones who can be responsible with freedom, because, we don’t like to micromanage here.”

This morning I came across a short Forbes.com article that describes the work culture at Netflix. Netflix, without question, is one of the most disruptive companies of the last decade that continues to succeed. Writer Kevin Kruse titles the article, “Netflix Has No Rules Because They Hire Great People.” This title immediately caught my attention. As my dream and what I’ve been working to build for Intuitive has been to achieve the same, A work environment with little or no rules!

At the end of the article, Kevin points to the following:

“Freedom And Responsibility

Instead of creating endless rules and processes, which is how most companies deal with major growth, Netflix asserted that a business should focus specifically on two things:

  1. Invest in hiring high-performance employees.
  2. Build and maintain a culture that rewards high-performers, and weeds out continuous, unimproved low performers.”

As part of our 2016 Strategic Reinvention Plan, we decided to invest into doing a better job at Talent Identification and Talent Recruiting.

“High performance” is very subjective and will vary company to company. At Intuitive it doesn’t mean those who can do the most work. It means those who can get the job done end-to-end with little or no management.

Another thing I’ve always said to potential new hires is “if I have to hire or ask a manager to follow-up and follow-through with your work, you won’t make it here too long” It shouldn’t take two people to do your job. If that is the case, then Intuitive is not the right place for you. Unfortunately, the weeding out does take place. Because, responsible freedom isn’t for everyone. Some people need someone over their shoulder. Weeding out here usually starts with an uncomfortable conversation, and then if no change escalates to the implementation of policy and procedure.

Let us all be the best practitioner’s of responsible freedom and continue to drive that going forward. This ingredient will empower Intuitive and your organization to succeed now and for years into the future!

#illuminateon

Mar 8, 2016     0 Comment     Blog Mentor     ,

“You know they are smarter than you if they are asking the RIGHT questions.”

Again, it was one of those things he said that I didn’t understand until much later.  What are “the right questions?” I asked myself over and over again until one day it hit me-the right questions are those that you can’t find an answer for immediately on your own.

Think about it, if you’re asked “are you thirsty?” you can almost immediately respond yes or no.   You didn’t have to think, right?  If asked about your job or things that you do every day, you could probably answer very quickly.  These are the “no effort” and “no challenge” questions.  Your not using any part of your mind that requires you to REALLY think. If all you have around you are people asking you what you already know, then you aren’t growing.

You don’t want to surround yourself with people who ask questions you already have the answer to.  If you are training, on boarding, and developing, then yes, you should expect to be asked lots of questions.  But if absolutely none of those cause you to think, then you’re not being challenged. REAL growth for you (and perhaps for your organization) you want those who ask questions that require you to dig deep.

As a matter of fact, if you have someone who asks questions that make you somewhat annoyed and perhaps even frustrated, it is likely these feelings are because you don’t have the answer and absolutely no clue where to get the answer.  Guess what? You have the right person sitting in front of you.  Sounds insane I know, but trust me.  It is exactly what you need for growth.

When you are digging deep to find and develop a solution, you are growing. When you are growing you are Illuminating yourself and others.

IlluminateOn!

Categories
Archive
Dec 18, 2017     0 Comment     Advisor Blog Consultant Entrepreneur Mentor Responsible Freedom    

Do you feel like you are being micromanaged? Chances are your actions and behaviors have something to do with it.

Here’s how to recognize when you are being micromanaged and some tips on how to get out of the micromanagement trap.

In principle, if your boss (could be a manager or customer) has confidence in your ability to understand objectives, put a plan together, and deliver timely results, they should never micromanage you. If you struggle with understanding objectives, aren’t able to put realistic plans together, and can’t execute, you’ll likely be on your way for micromanagement and possibly out the door.

Let’s say your boss has stopped sharing “why” or what the outcome objective is, and directly tells you what to do. If that describes your world, then you are in the micromanagement trap.

To get out of this trap, instead of directly doing what is being asked, start with uncovering the outcome objective. If you know the outcome objective, you will be better prepared to exceed expectations and participate in solving unexpected problems that come up along the way by using your subject matter expertise, your creative thinking, and your ideas to achieve the same outcome.

The goal is to earn the trust and confidence of your boss in your ability. That happens over time and not over night. A boss who only tells you what to do, trusts only your ability to complete a task. A boss who tells you why and shares the outcome objective, trusts your ability to see the big picture. A boss who shares the initial problem with you, trusts your ability to problem solve, see the picture, and get the job done. A boss who never checks in on you, trusts your ability to deliver on time.

Dec 6, 2017     0 Comment     Blog Consultant Entrepreneur Mentor    

When a customer asks you to do something, don’t. 

Credit: shutterstock - Igor Kisselev

Credit: shutterstock – Igor Kisselev

If you proceed to just “do” what they are telling you to do, then you are participating in their solution without knowing what the real problem is that they are trying to solve. Start with finding out what they are actually trying to achieve and why. That’s step one.

In step two, you are trying to uncover their workflow: What is their current workflow? How are they achieving their current goal now? What are the pains associated with whatever it is they are trying to do now? Ultimately, you are creating a new workflow to achieve the stated objective.

For step three, you want to find out what the restraints are. Ask, what are the financial restraints, the human resources restraints, and the time restraints. That helps you see capability and shows you the box that you are working in to solve their problems. Then compare their restraints and your own.

After these three steps you will be able to come up with far better solutions and to create bigger objectives or bigger achievements that may meet or even exceed your customer expectations.

Dec 13, 2016     0 Comment     Advisor Balance Blog Entrepreneur Human Interaction Internet Mentor     , , , , , ,

I remember back in the 90’s, the phrase used for the internet was “World Wide Web.” When you think of the word “web” what comes to mind? A spider’s web? Perhaps something sticky? If you get stuck to something sticky, when you try to pull away what happens? You get pulled back right? Yup, even though we now refer to “it” as the internet or the act of being online, its still a big blob of stickiness. Once your in, its almost impossible to get out.

Last week, I spent 7 days on a Disney cruise. Even though wifi was offered, I chose to be released from the sticky web. Something amazing happened, I enjoyed being fully human.

I stopped reaching for my phone at the every thought to check or share an email, idea, or picture. At first, the thoughts flooded my mind. But because I knew I was disconnected, I didn’t act on the thought to reach for my phone. Eventually, the thoughts went away. This is when I knew I was finally free. No more was my mind flooded with “hey you should check your email?” or “you should text that out” and “take a picture and send that to so and so, they’ll get a kick out of it!” My mind was finally free to focus and enjoy a single stream of thought. More importantly, I was able to enjoy uninterrupted time (mind and body) with others.

You know what is even more amazing that I realize now a few days later? I have solid memories of the entire trip. Maybe one day, someone will research and write about how digital memory has replaced human memory. I hope not. Yikes!

Now that I am back, I am maintaining the habit of scheduling use of technology. I am leaving it out of moments where I need to think, read, and more importantly create memories with those around me. I plan on scheduling routine “off the web” retreat days in my life to help sustain the balance.

The internet is a major part of our lives. But it doesn’t have to be a very sticky web. There is a time and place for engagement with technology vs engagement with other people. Our memories and our relationships are more significant than our technology. Let us all make it a priority to creating the best memories of each other through real life human engagement.

#illuminateon
#disney
#disneycruise

Dec 2, 2016     0 Comment     Blog Entrepreneur Mentor Responsible Freedom     ,

For years when I interviewed those looking to join the Intuitive Solutions Family, I would describe Intuitive’s work environment and say “the people who succeed here are the ones who can be responsible with freedom, because, we don’t like to micromanage here.”

This morning I came across a short Forbes.com article that describes the work culture at Netflix. Netflix, without question, is one of the most disruptive companies of the last decade that continues to succeed. Writer Kevin Kruse titles the article, “Netflix Has No Rules Because They Hire Great People.” This title immediately caught my attention. As my dream and what I’ve been working to build for Intuitive has been to achieve the same, A work environment with little or no rules!

At the end of the article, Kevin points to the following:

“Freedom And Responsibility

Instead of creating endless rules and processes, which is how most companies deal with major growth, Netflix asserted that a business should focus specifically on two things:

  1. Invest in hiring high-performance employees.
  2. Build and maintain a culture that rewards high-performers, and weeds out continuous, unimproved low performers.”

As part of our 2016 Strategic Reinvention Plan, we decided to invest into doing a better job at Talent Identification and Talent Recruiting.

“High performance” is very subjective and will vary company to company. At Intuitive it doesn’t mean those who can do the most work. It means those who can get the job done end-to-end with little or no management.

Another thing I’ve always said to potential new hires is “if I have to hire or ask a manager to follow-up and follow-through with your work, you won’t make it here too long” It shouldn’t take two people to do your job. If that is the case, then Intuitive is not the right place for you. Unfortunately, the weeding out does take place. Because, responsible freedom isn’t for everyone. Some people need someone over their shoulder. Weeding out here usually starts with an uncomfortable conversation, and then if no change escalates to the implementation of policy and procedure.

Let us all be the best practitioner’s of responsible freedom and continue to drive that going forward. This ingredient will empower Intuitive and your organization to succeed now and for years into the future!

#illuminateon

Mar 8, 2016     0 Comment     Blog Mentor     ,

“You know they are smarter than you if they are asking the RIGHT questions.”

Again, it was one of those things he said that I didn’t understand until much later.  What are “the right questions?” I asked myself over and over again until one day it hit me-the right questions are those that you can’t find an answer for immediately on your own.

Think about it, if you’re asked “are you thirsty?” you can almost immediately respond yes or no.   You didn’t have to think, right?  If asked about your job or things that you do every day, you could probably answer very quickly.  These are the “no effort” and “no challenge” questions.  Your not using any part of your mind that requires you to REALLY think. If all you have around you are people asking you what you already know, then you aren’t growing.

You don’t want to surround yourself with people who ask questions you already have the answer to.  If you are training, on boarding, and developing, then yes, you should expect to be asked lots of questions.  But if absolutely none of those cause you to think, then you’re not being challenged. REAL growth for you (and perhaps for your organization) you want those who ask questions that require you to dig deep.

As a matter of fact, if you have someone who asks questions that make you somewhat annoyed and perhaps even frustrated, it is likely these feelings are because you don’t have the answer and absolutely no clue where to get the answer.  Guess what? You have the right person sitting in front of you.  Sounds insane I know, but trust me.  It is exactly what you need for growth.

When you are digging deep to find and develop a solution, you are growing. When you are growing you are Illuminating yourself and others.

IlluminateOn!

Categories
Archive
Dec 18, 2017     0 Comment     Advisor Blog Consultant Entrepreneur Mentor Responsible Freedom    

Do you feel like you are being micromanaged? Chances are your actions and behaviors have something to do with it.

Here’s how to recognize when you are being micromanaged and some tips on how to get out of the micromanagement trap.

In principle, if your boss (could be a manager or customer) has confidence in your ability to understand objectives, put a plan together, and deliver timely results, they should never micromanage you. If you struggle with understanding objectives, aren’t able to put realistic plans together, and can’t execute, you’ll likely be on your way for micromanagement and possibly out the door.

Let’s say your boss has stopped sharing “why” or what the outcome objective is, and directly tells you what to do. If that describes your world, then you are in the micromanagement trap.

To get out of this trap, instead of directly doing what is being asked, start with uncovering the outcome objective. If you know the outcome objective, you will be better prepared to exceed expectations and participate in solving unexpected problems that come up along the way by using your subject matter expertise, your creative thinking, and your ideas to achieve the same outcome.

The goal is to earn the trust and confidence of your boss in your ability. That happens over time and not over night. A boss who only tells you what to do, trusts only your ability to complete a task. A boss who tells you why and shares the outcome objective, trusts your ability to see the big picture. A boss who shares the initial problem with you, trusts your ability to problem solve, see the picture, and get the job done. A boss who never checks in on you, trusts your ability to deliver on time.

Dec 6, 2017     0 Comment     Blog Consultant Entrepreneur Mentor    

When a customer asks you to do something, don’t. 

Credit: shutterstock - Igor Kisselev

Credit: shutterstock – Igor Kisselev

If you proceed to just “do” what they are telling you to do, then you are participating in their solution without knowing what the real problem is that they are trying to solve. Start with finding out what they are actually trying to achieve and why. That’s step one.

In step two, you are trying to uncover their workflow: What is their current workflow? How are they achieving their current goal now? What are the pains associated with whatever it is they are trying to do now? Ultimately, you are creating a new workflow to achieve the stated objective.

For step three, you want to find out what the restraints are. Ask, what are the financial restraints, the human resources restraints, and the time restraints. That helps you see capability and shows you the box that you are working in to solve their problems. Then compare their restraints and your own.

After these three steps you will be able to come up with far better solutions and to create bigger objectives or bigger achievements that may meet or even exceed your customer expectations.

Dec 13, 2016     0 Comment     Advisor Balance Blog Entrepreneur Human Interaction Internet Mentor     , , , , , ,

I remember back in the 90’s, the phrase used for the internet was “World Wide Web.” When you think of the word “web” what comes to mind? A spider’s web? Perhaps something sticky? If you get stuck to something sticky, when you try to pull away what happens? You get pulled back right? Yup, even though we now refer to “it” as the internet or the act of being online, its still a big blob of stickiness. Once your in, its almost impossible to get out.

Last week, I spent 7 days on a Disney cruise. Even though wifi was offered, I chose to be released from the sticky web. Something amazing happened, I enjoyed being fully human.

I stopped reaching for my phone at the every thought to check or share an email, idea, or picture. At first, the thoughts flooded my mind. But because I knew I was disconnected, I didn’t act on the thought to reach for my phone. Eventually, the thoughts went away. This is when I knew I was finally free. No more was my mind flooded with “hey you should check your email?” or “you should text that out” and “take a picture and send that to so and so, they’ll get a kick out of it!” My mind was finally free to focus and enjoy a single stream of thought. More importantly, I was able to enjoy uninterrupted time (mind and body) with others.

You know what is even more amazing that I realize now a few days later? I have solid memories of the entire trip. Maybe one day, someone will research and write about how digital memory has replaced human memory. I hope not. Yikes!

Now that I am back, I am maintaining the habit of scheduling use of technology. I am leaving it out of moments where I need to think, read, and more importantly create memories with those around me. I plan on scheduling routine “off the web” retreat days in my life to help sustain the balance.

The internet is a major part of our lives. But it doesn’t have to be a very sticky web. There is a time and place for engagement with technology vs engagement with other people. Our memories and our relationships are more significant than our technology. Let us all make it a priority to creating the best memories of each other through real life human engagement.

#illuminateon
#disney
#disneycruise

Dec 2, 2016     0 Comment     Blog Entrepreneur Mentor Responsible Freedom     ,

For years when I interviewed those looking to join the Intuitive Solutions Family, I would describe Intuitive’s work environment and say “the people who succeed here are the ones who can be responsible with freedom, because, we don’t like to micromanage here.”

This morning I came across a short Forbes.com article that describes the work culture at Netflix. Netflix, without question, is one of the most disruptive companies of the last decade that continues to succeed. Writer Kevin Kruse titles the article, “Netflix Has No Rules Because They Hire Great People.” This title immediately caught my attention. As my dream and what I’ve been working to build for Intuitive has been to achieve the same, A work environment with little or no rules!

At the end of the article, Kevin points to the following:

“Freedom And Responsibility

Instead of creating endless rules and processes, which is how most companies deal with major growth, Netflix asserted that a business should focus specifically on two things:

  1. Invest in hiring high-performance employees.
  2. Build and maintain a culture that rewards high-performers, and weeds out continuous, unimproved low performers.”

As part of our 2016 Strategic Reinvention Plan, we decided to invest into doing a better job at Talent Identification and Talent Recruiting.

“High performance” is very subjective and will vary company to company. At Intuitive it doesn’t mean those who can do the most work. It means those who can get the job done end-to-end with little or no management.

Another thing I’ve always said to potential new hires is “if I have to hire or ask a manager to follow-up and follow-through with your work, you won’t make it here too long” It shouldn’t take two people to do your job. If that is the case, then Intuitive is not the right place for you. Unfortunately, the weeding out does take place. Because, responsible freedom isn’t for everyone. Some people need someone over their shoulder. Weeding out here usually starts with an uncomfortable conversation, and then if no change escalates to the implementation of policy and procedure.

Let us all be the best practitioner’s of responsible freedom and continue to drive that going forward. This ingredient will empower Intuitive and your organization to succeed now and for years into the future!

#illuminateon

Mar 8, 2016     0 Comment     Blog Mentor     ,

“You know they are smarter than you if they are asking the RIGHT questions.”

Again, it was one of those things he said that I didn’t understand until much later.  What are “the right questions?” I asked myself over and over again until one day it hit me-the right questions are those that you can’t find an answer for immediately on your own.

Think about it, if you’re asked “are you thirsty?” you can almost immediately respond yes or no.   You didn’t have to think, right?  If asked about your job or things that you do every day, you could probably answer very quickly.  These are the “no effort” and “no challenge” questions.  Your not using any part of your mind that requires you to REALLY think. If all you have around you are people asking you what you already know, then you aren’t growing.

You don’t want to surround yourself with people who ask questions you already have the answer to.  If you are training, on boarding, and developing, then yes, you should expect to be asked lots of questions.  But if absolutely none of those cause you to think, then you’re not being challenged. REAL growth for you (and perhaps for your organization) you want those who ask questions that require you to dig deep.

As a matter of fact, if you have someone who asks questions that make you somewhat annoyed and perhaps even frustrated, it is likely these feelings are because you don’t have the answer and absolutely no clue where to get the answer.  Guess what? You have the right person sitting in front of you.  Sounds insane I know, but trust me.  It is exactly what you need for growth.

When you are digging deep to find and develop a solution, you are growing. When you are growing you are Illuminating yourself and others.

IlluminateOn!

Categories
Archive
Dec 18, 2017     0 Comment     Advisor Blog Consultant Entrepreneur Mentor Responsible Freedom    

Do you feel like you are being micromanaged? Chances are your actions and behaviors have something to do with it.

Here’s how to recognize when you are being micromanaged and some tips on how to get out of the micromanagement trap.

In principle, if your boss (could be a manager or customer) has confidence in your ability to understand objectives, put a plan together, and deliver timely results, they should never micromanage you. If you struggle with understanding objectives, aren’t able to put realistic plans together, and can’t execute, you’ll likely be on your way for micromanagement and possibly out the door.

Let’s say your boss has stopped sharing “why” or what the outcome objective is, and directly tells you what to do. If that describes your world, then you are in the micromanagement trap.

To get out of this trap, instead of directly doing what is being asked, start with uncovering the outcome objective. If you know the outcome objective, you will be better prepared to exceed expectations and participate in solving unexpected problems that come up along the way by using your subject matter expertise, your creative thinking, and your ideas to achieve the same outcome.

The goal is to earn the trust and confidence of your boss in your ability. That happens over time and not over night. A boss who only tells you what to do, trusts only your ability to complete a task. A boss who tells you why and shares the outcome objective, trusts your ability to see the big picture. A boss who shares the initial problem with you, trusts your ability to problem solve, see the picture, and get the job done. A boss who never checks in on you, trusts your ability to deliver on time.

Dec 6, 2017     0 Comment     Blog Consultant Entrepreneur Mentor    

When a customer asks you to do something, don’t. 

Credit: shutterstock - Igor Kisselev

Credit: shutterstock – Igor Kisselev

If you proceed to just “do” what they are telling you to do, then you are participating in their solution without knowing what the real problem is that they are trying to solve. Start with finding out what they are actually trying to achieve and why. That’s step one.

In step two, you are trying to uncover their workflow: What is their current workflow? How are they achieving their current goal now? What are the pains associated with whatever it is they are trying to do now? Ultimately, you are creating a new workflow to achieve the stated objective.

For step three, you want to find out what the restraints are. Ask, what are the financial restraints, the human resources restraints, and the time restraints. That helps you see capability and shows you the box that you are working in to solve their problems. Then compare their restraints and your own.

After these three steps you will be able to come up with far better solutions and to create bigger objectives or bigger achievements that may meet or even exceed your customer expectations.

Dec 13, 2016     0 Comment     Advisor Balance Blog Entrepreneur Human Interaction Internet Mentor     , , , , , ,

I remember back in the 90’s, the phrase used for the internet was “World Wide Web.” When you think of the word “web” what comes to mind? A spider’s web? Perhaps something sticky? If you get stuck to something sticky, when you try to pull away what happens? You get pulled back right? Yup, even though we now refer to “it” as the internet or the act of being online, its still a big blob of stickiness. Once your in, its almost impossible to get out.

Last week, I spent 7 days on a Disney cruise. Even though wifi was offered, I chose to be released from the sticky web. Something amazing happened, I enjoyed being fully human.

I stopped reaching for my phone at the every thought to check or share an email, idea, or picture. At first, the thoughts flooded my mind. But because I knew I was disconnected, I didn’t act on the thought to reach for my phone. Eventually, the thoughts went away. This is when I knew I was finally free. No more was my mind flooded with “hey you should check your email?” or “you should text that out” and “take a picture and send that to so and so, they’ll get a kick out of it!” My mind was finally free to focus and enjoy a single stream of thought. More importantly, I was able to enjoy uninterrupted time (mind and body) with others.

You know what is even more amazing that I realize now a few days later? I have solid memories of the entire trip. Maybe one day, someone will research and write about how digital memory has replaced human memory. I hope not. Yikes!

Now that I am back, I am maintaining the habit of scheduling use of technology. I am leaving it out of moments where I need to think, read, and more importantly create memories with those around me. I plan on scheduling routine “off the web” retreat days in my life to help sustain the balance.

The internet is a major part of our lives. But it doesn’t have to be a very sticky web. There is a time and place for engagement with technology vs engagement with other people. Our memories and our relationships are more significant than our technology. Let us all make it a priority to creating the best memories of each other through real life human engagement.

#illuminateon
#disney
#disneycruise

Dec 2, 2016     0 Comment     Blog Entrepreneur Mentor Responsible Freedom     ,

For years when I interviewed those looking to join the Intuitive Solutions Family, I would describe Intuitive’s work environment and say “the people who succeed here are the ones who can be responsible with freedom, because, we don’t like to micromanage here.”

This morning I came across a short Forbes.com article that describes the work culture at Netflix. Netflix, without question, is one of the most disruptive companies of the last decade that continues to succeed. Writer Kevin Kruse titles the article, “Netflix Has No Rules Because They Hire Great People.” This title immediately caught my attention. As my dream and what I’ve been working to build for Intuitive has been to achieve the same, A work environment with little or no rules!

At the end of the article, Kevin points to the following:

“Freedom And Responsibility

Instead of creating endless rules and processes, which is how most companies deal with major growth, Netflix asserted that a business should focus specifically on two things:

  1. Invest in hiring high-performance employees.
  2. Build and maintain a culture that rewards high-performers, and weeds out continuous, unimproved low performers.”

As part of our 2016 Strategic Reinvention Plan, we decided to invest into doing a better job at Talent Identification and Talent Recruiting.

“High performance” is very subjective and will vary company to company. At Intuitive it doesn’t mean those who can do the most work. It means those who can get the job done end-to-end with little or no management.

Another thing I’ve always said to potential new hires is “if I have to hire or ask a manager to follow-up and follow-through with your work, you won’t make it here too long” It shouldn’t take two people to do your job. If that is the case, then Intuitive is not the right place for you. Unfortunately, the weeding out does take place. Because, responsible freedom isn’t for everyone. Some people need someone over their shoulder. Weeding out here usually starts with an uncomfortable conversation, and then if no change escalates to the implementation of policy and procedure.

Let us all be the best practitioner’s of responsible freedom and continue to drive that going forward. This ingredient will empower Intuitive and your organization to succeed now and for years into the future!

#illuminateon

Mar 8, 2016     0 Comment     Blog Mentor     ,

“You know they are smarter than you if they are asking the RIGHT questions.”

Again, it was one of those things he said that I didn’t understand until much later.  What are “the right questions?” I asked myself over and over again until one day it hit me-the right questions are those that you can’t find an answer for immediately on your own.

Think about it, if you’re asked “are you thirsty?” you can almost immediately respond yes or no.   You didn’t have to think, right?  If asked about your job or things that you do every day, you could probably answer very quickly.  These are the “no effort” and “no challenge” questions.  Your not using any part of your mind that requires you to REALLY think. If all you have around you are people asking you what you already know, then you aren’t growing.

You don’t want to surround yourself with people who ask questions you already have the answer to.  If you are training, on boarding, and developing, then yes, you should expect to be asked lots of questions.  But if absolutely none of those cause you to think, then you’re not being challenged. REAL growth for you (and perhaps for your organization) you want those who ask questions that require you to dig deep.

As a matter of fact, if you have someone who asks questions that make you somewhat annoyed and perhaps even frustrated, it is likely these feelings are because you don’t have the answer and absolutely no clue where to get the answer.  Guess what? You have the right person sitting in front of you.  Sounds insane I know, but trust me.  It is exactly what you need for growth.

When you are digging deep to find and develop a solution, you are growing. When you are growing you are Illuminating yourself and others.

IlluminateOn!

Categories
Archive
Dec 18, 2017     0 Comment     Advisor Blog Consultant Entrepreneur Mentor Responsible Freedom    

Do you feel like you are being micromanaged? Chances are your actions and behaviors have something to do with it.

Here’s how to recognize when you are being micromanaged and some tips on how to get out of the micromanagement trap.

In principle, if your boss (could be a manager or customer) has confidence in your ability to understand objectives, put a plan together, and deliver timely results, they should never micromanage you. If you struggle with understanding objectives, aren’t able to put realistic plans together, and can’t execute, you’ll likely be on your way for micromanagement and possibly out the door.

Let’s say your boss has stopped sharing “why” or what the outcome objective is, and directly tells you what to do. If that describes your world, then you are in the micromanagement trap.

To get out of this trap, instead of directly doing what is being asked, start with uncovering the outcome objective. If you know the outcome objective, you will be better prepared to exceed expectations and participate in solving unexpected problems that come up along the way by using your subject matter expertise, your creative thinking, and your ideas to achieve the same outcome.

The goal is to earn the trust and confidence of your boss in your ability. That happens over time and not over night. A boss who only tells you what to do, trusts only your ability to complete a task. A boss who tells you why and shares the outcome objective, trusts your ability to see the big picture. A boss who shares the initial problem with you, trusts your ability to problem solve, see the picture, and get the job done. A boss who never checks in on you, trusts your ability to deliver on time.

Dec 6, 2017     0 Comment     Blog Consultant Entrepreneur Mentor    

When a customer asks you to do something, don’t. 

Credit: shutterstock - Igor Kisselev

Credit: shutterstock – Igor Kisselev

If you proceed to just “do” what they are telling you to do, then you are participating in their solution without knowing what the real problem is that they are trying to solve. Start with finding out what they are actually trying to achieve and why. That’s step one.

In step two, you are trying to uncover their workflow: What is their current workflow? How are they achieving their current goal now? What are the pains associated with whatever it is they are trying to do now? Ultimately, you are creating a new workflow to achieve the stated objective.

For step three, you want to find out what the restraints are. Ask, what are the financial restraints, the human resources restraints, and the time restraints. That helps you see capability and shows you the box that you are working in to solve their problems. Then compare their restraints and your own.

After these three steps you will be able to come up with far better solutions and to create bigger objectives or bigger achievements that may meet or even exceed your customer expectations.

Dec 13, 2016     0 Comment     Advisor Balance Blog Entrepreneur Human Interaction Internet Mentor     , , , , , ,

I remember back in the 90’s, the phrase used for the internet was “World Wide Web.” When you think of the word “web” what comes to mind? A spider’s web? Perhaps something sticky? If you get stuck to something sticky, when you try to pull away what happens? You get pulled back right? Yup, even though we now refer to “it” as the internet or the act of being online, its still a big blob of stickiness. Once your in, its almost impossible to get out.

Last week, I spent 7 days on a Disney cruise. Even though wifi was offered, I chose to be released from the sticky web. Something amazing happened, I enjoyed being fully human.

I stopped reaching for my phone at the every thought to check or share an email, idea, or picture. At first, the thoughts flooded my mind. But because I knew I was disconnected, I didn’t act on the thought to reach for my phone. Eventually, the thoughts went away. This is when I knew I was finally free. No more was my mind flooded with “hey you should check your email?” or “you should text that out” and “take a picture and send that to so and so, they’ll get a kick out of it!” My mind was finally free to focus and enjoy a single stream of thought. More importantly, I was able to enjoy uninterrupted time (mind and body) with others.

You know what is even more amazing that I realize now a few days later? I have solid memories of the entire trip. Maybe one day, someone will research and write about how digital memory has replaced human memory. I hope not. Yikes!

Now that I am back, I am maintaining the habit of scheduling use of technology. I am leaving it out of moments where I need to think, read, and more importantly create memories with those around me. I plan on scheduling routine “off the web” retreat days in my life to help sustain the balance.

The internet is a major part of our lives. But it doesn’t have to be a very sticky web. There is a time and place for engagement with technology vs engagement with other people. Our memories and our relationships are more significant than our technology. Let us all make it a priority to creating the best memories of each other through real life human engagement.

#illuminateon
#disney
#disneycruise

Dec 2, 2016     0 Comment     Blog Entrepreneur Mentor Responsible Freedom     ,

For years when I interviewed those looking to join the Intuitive Solutions Family, I would describe Intuitive’s work environment and say “the people who succeed here are the ones who can be responsible with freedom, because, we don’t like to micromanage here.”

This morning I came across a short Forbes.com article that describes the work culture at Netflix. Netflix, without question, is one of the most disruptive companies of the last decade that continues to succeed. Writer Kevin Kruse titles the article, “Netflix Has No Rules Because They Hire Great People.” This title immediately caught my attention. As my dream and what I’ve been working to build for Intuitive has been to achieve the same, A work environment with little or no rules!

At the end of the article, Kevin points to the following:

“Freedom And Responsibility

Instead of creating endless rules and processes, which is how most companies deal with major growth, Netflix asserted that a business should focus specifically on two things:

  1. Invest in hiring high-performance employees.
  2. Build and maintain a culture that rewards high-performers, and weeds out continuous, unimproved low performers.”

As part of our 2016 Strategic Reinvention Plan, we decided to invest into doing a better job at Talent Identification and Talent Recruiting.

“High performance” is very subjective and will vary company to company. At Intuitive it doesn’t mean those who can do the most work. It means those who can get the job done end-to-end with little or no management.

Another thing I’ve always said to potential new hires is “if I have to hire or ask a manager to follow-up and follow-through with your work, you won’t make it here too long” It shouldn’t take two people to do your job. If that is the case, then Intuitive is not the right place for you. Unfortunately, the weeding out does take place. Because, responsible freedom isn’t for everyone. Some people need someone over their shoulder. Weeding out here usually starts with an uncomfortable conversation, and then if no change escalates to the implementation of policy and procedure.

Let us all be the best practitioner’s of responsible freedom and continue to drive that going forward. This ingredient will empower Intuitive and your organization to succeed now and for years into the future!

#illuminateon

Mar 8, 2016     0 Comment     Blog Mentor     ,

“You know they are smarter than you if they are asking the RIGHT questions.”

Again, it was one of those things he said that I didn’t understand until much later.  What are “the right questions?” I asked myself over and over again until one day it hit me-the right questions are those that you can’t find an answer for immediately on your own.

Think about it, if you’re asked “are you thirsty?” you can almost immediately respond yes or no.   You didn’t have to think, right?  If asked about your job or things that you do every day, you could probably answer very quickly.  These are the “no effort” and “no challenge” questions.  Your not using any part of your mind that requires you to REALLY think. If all you have around you are people asking you what you already know, then you aren’t growing.

You don’t want to surround yourself with people who ask questions you already have the answer to.  If you are training, on boarding, and developing, then yes, you should expect to be asked lots of questions.  But if absolutely none of those cause you to think, then you’re not being challenged. REAL growth for you (and perhaps for your organization) you want those who ask questions that require you to dig deep.

As a matter of fact, if you have someone who asks questions that make you somewhat annoyed and perhaps even frustrated, it is likely these feelings are because you don’t have the answer and absolutely no clue where to get the answer.  Guess what? You have the right person sitting in front of you.  Sounds insane I know, but trust me.  It is exactly what you need for growth.

When you are digging deep to find and develop a solution, you are growing. When you are growing you are Illuminating yourself and others.

IlluminateOn!

Categories
Archive
Dec 18, 2017     0 Comment     Advisor Blog Consultant Entrepreneur Mentor Responsible Freedom    

Do you feel like you are being micromanaged? Chances are your actions and behaviors have something to do with it.

Here’s how to recognize when you are being micromanaged and some tips on how to get out of the micromanagement trap.

In principle, if your boss (could be a manager or customer) has confidence in your ability to understand objectives, put a plan together, and deliver timely results, they should never micromanage you. If you struggle with understanding objectives, aren’t able to put realistic plans together, and can’t execute, you’ll likely be on your way for micromanagement and possibly out the door.

Let’s say your boss has stopped sharing “why” or what the outcome objective is, and directly tells you what to do. If that describes your world, then you are in the micromanagement trap.

To get out of this trap, instead of directly doing what is being asked, start with uncovering the outcome objective. If you know the outcome objective, you will be better prepared to exceed expectations and participate in solving unexpected problems that come up along the way by using your subject matter expertise, your creative thinking, and your ideas to achieve the same outcome.

The goal is to earn the trust and confidence of your boss in your ability. That happens over time and not over night. A boss who only tells you what to do, trusts only your ability to complete a task. A boss who tells you why and shares the outcome objective, trusts your ability to see the big picture. A boss who shares the initial problem with you, trusts your ability to problem solve, see the picture, and get the job done. A boss who never checks in on you, trusts your ability to deliver on time.

Dec 6, 2017     0 Comment     Blog Consultant Entrepreneur Mentor    

When a customer asks you to do something, don’t. 

Credit: shutterstock - Igor Kisselev

Credit: shutterstock – Igor Kisselev

If you proceed to just “do” what they are telling you to do, then you are participating in their solution without knowing what the real problem is that they are trying to solve. Start with finding out what they are actually trying to achieve and why. That’s step one.

In step two, you are trying to uncover their workflow: What is their current workflow? How are they achieving their current goal now? What are the pains associated with whatever it is they are trying to do now? Ultimately, you are creating a new workflow to achieve the stated objective.

For step three, you want to find out what the restraints are. Ask, what are the financial restraints, the human resources restraints, and the time restraints. That helps you see capability and shows you the box that you are working in to solve their problems. Then compare their restraints and your own.

After these three steps you will be able to come up with far better solutions and to create bigger objectives or bigger achievements that may meet or even exceed your customer expectations.

Dec 13, 2016     0 Comment     Advisor Balance Blog Entrepreneur Human Interaction Internet Mentor     , , , , , ,

I remember back in the 90’s, the phrase used for the internet was “World Wide Web.” When you think of the word “web” what comes to mind? A spider’s web? Perhaps something sticky? If you get stuck to something sticky, when you try to pull away what happens? You get pulled back right? Yup, even though we now refer to “it” as the internet or the act of being online, its still a big blob of stickiness. Once your in, its almost impossible to get out.

Last week, I spent 7 days on a Disney cruise. Even though wifi was offered, I chose to be released from the sticky web. Something amazing happened, I enjoyed being fully human.

I stopped reaching for my phone at the every thought to check or share an email, idea, or picture. At first, the thoughts flooded my mind. But because I knew I was disconnected, I didn’t act on the thought to reach for my phone. Eventually, the thoughts went away. This is when I knew I was finally free. No more was my mind flooded with “hey you should check your email?” or “you should text that out” and “take a picture and send that to so and so, they’ll get a kick out of it!” My mind was finally free to focus and enjoy a single stream of thought. More importantly, I was able to enjoy uninterrupted time (mind and body) with others.

You know what is even more amazing that I realize now a few days later? I have solid memories of the entire trip. Maybe one day, someone will research and write about how digital memory has replaced human memory. I hope not. Yikes!

Now that I am back, I am maintaining the habit of scheduling use of technology. I am leaving it out of moments where I need to think, read, and more importantly create memories with those around me. I plan on scheduling routine “off the web” retreat days in my life to help sustain the balance.

The internet is a major part of our lives. But it doesn’t have to be a very sticky web. There is a time and place for engagement with technology vs engagement with other people. Our memories and our relationships are more significant than our technology. Let us all make it a priority to creating the best memories of each other through real life human engagement.

#illuminateon
#disney
#disneycruise

Dec 2, 2016     0 Comment     Blog Entrepreneur Mentor Responsible Freedom     ,

For years when I interviewed those looking to join the Intuitive Solutions Family, I would describe Intuitive’s work environment and say “the people who succeed here are the ones who can be responsible with freedom, because, we don’t like to micromanage here.”

This morning I came across a short Forbes.com article that describes the work culture at Netflix. Netflix, without question, is one of the most disruptive companies of the last decade that continues to succeed. Writer Kevin Kruse titles the article, “Netflix Has No Rules Because They Hire Great People.” This title immediately caught my attention. As my dream and what I’ve been working to build for Intuitive has been to achieve the same, A work environment with little or no rules!

At the end of the article, Kevin points to the following:

“Freedom And Responsibility

Instead of creating endless rules and processes, which is how most companies deal with major growth, Netflix asserted that a business should focus specifically on two things:

  1. Invest in hiring high-performance employees.
  2. Build and maintain a culture that rewards high-performers, and weeds out continuous, unimproved low performers.”

As part of our 2016 Strategic Reinvention Plan, we decided to invest into doing a better job at Talent Identification and Talent Recruiting.

“High performance” is very subjective and will vary company to company. At Intuitive it doesn’t mean those who can do the most work. It means those who can get the job done end-to-end with little or no management.

Another thing I’ve always said to potential new hires is “if I have to hire or ask a manager to follow-up and follow-through with your work, you won’t make it here too long” It shouldn’t take two people to do your job. If that is the case, then Intuitive is not the right place for you. Unfortunately, the weeding out does take place. Because, responsible freedom isn’t for everyone. Some people need someone over their shoulder. Weeding out here usually starts with an uncomfortable conversation, and then if no change escalates to the implementation of policy and procedure.

Let us all be the best practitioner’s of responsible freedom and continue to drive that going forward. This ingredient will empower Intuitive and your organization to succeed now and for years into the future!

#illuminateon

Mar 8, 2016     0 Comment     Blog Mentor     ,

“You know they are smarter than you if they are asking the RIGHT questions.”

Again, it was one of those things he said that I didn’t understand until much later.  What are “the right questions?” I asked myself over and over again until one day it hit me-the right questions are those that you can’t find an answer for immediately on your own.

Think about it, if you’re asked “are you thirsty?” you can almost immediately respond yes or no.   You didn’t have to think, right?  If asked about your job or things that you do every day, you could probably answer very quickly.  These are the “no effort” and “no challenge” questions.  Your not using any part of your mind that requires you to REALLY think. If all you have around you are people asking you what you already know, then you aren’t growing.

You don’t want to surround yourself with people who ask questions you already have the answer to.  If you are training, on boarding, and developing, then yes, you should expect to be asked lots of questions.  But if absolutely none of those cause you to think, then you’re not being challenged. REAL growth for you (and perhaps for your organization) you want those who ask questions that require you to dig deep.

As a matter of fact, if you have someone who asks questions that make you somewhat annoyed and perhaps even frustrated, it is likely these feelings are because you don’t have the answer and absolutely no clue where to get the answer.  Guess what? You have the right person sitting in front of you.  Sounds insane I know, but trust me.  It is exactly what you need for growth.

When you are digging deep to find and develop a solution, you are growing. When you are growing you are Illuminating yourself and others.

IlluminateOn!

Categories
Archive
Dec 18, 2017     0 Comment     Advisor Blog Consultant Entrepreneur Mentor Responsible Freedom    

Do you feel like you are being micromanaged? Chances are your actions and behaviors have something to do with it.

Here’s how to recognize when you are being micromanaged and some tips on how to get out of the micromanagement trap.

In principle, if your boss (could be a manager or customer) has confidence in your ability to understand objectives, put a plan together, and deliver timely results, they should never micromanage you. If you struggle with understanding objectives, aren’t able to put realistic plans together, and can’t execute, you’ll likely be on your way for micromanagement and possibly out the door.

Let’s say your boss has stopped sharing “why” or what the outcome objective is, and directly tells you what to do. If that describes your world, then you are in the micromanagement trap.

To get out of this trap, instead of directly doing what is being asked, start with uncovering the outcome objective. If you know the outcome objective, you will be better prepared to exceed expectations and participate in solving unexpected problems that come up along the way by using your subject matter expertise, your creative thinking, and your ideas to achieve the same outcome.

The goal is to earn the trust and confidence of your boss in your ability. That happens over time and not over night. A boss who only tells you what to do, trusts only your ability to complete a task. A boss who tells you why and shares the outcome objective, trusts your ability to see the big picture. A boss who shares the initial problem with you, trusts your ability to problem solve, see the picture, and get the job done. A boss who never checks in on you, trusts your ability to deliver on time.

Dec 6, 2017     0 Comment     Blog Consultant Entrepreneur Mentor    

When a customer asks you to do something, don’t. 

Credit: shutterstock - Igor Kisselev

Credit: shutterstock – Igor Kisselev

If you proceed to just “do” what they are telling you to do, then you are participating in their solution without knowing what the real problem is that they are trying to solve. Start with finding out what they are actually trying to achieve and why. That’s step one.

In step two, you are trying to uncover their workflow: What is their current workflow? How are they achieving their current goal now? What are the pains associated with whatever it is they are trying to do now? Ultimately, you are creating a new workflow to achieve the stated objective.

For step three, you want to find out what the restraints are. Ask, what are the financial restraints, the human resources restraints, and the time restraints. That helps you see capability and shows you the box that you are working in to solve their problems. Then compare their restraints and your own.

After these three steps you will be able to come up with far better solutions and to create bigger objectives or bigger achievements that may meet or even exceed your customer expectations.

Dec 13, 2016     0 Comment     Advisor Balance Blog Entrepreneur Human Interaction Internet Mentor     , , , , , ,

I remember back in the 90’s, the phrase used for the internet was “World Wide Web.” When you think of the word “web” what comes to mind? A spider’s web? Perhaps something sticky? If you get stuck to something sticky, when you try to pull away what happens? You get pulled back right? Yup, even though we now refer to “it” as the internet or the act of being online, its still a big blob of stickiness. Once your in, its almost impossible to get out.

Last week, I spent 7 days on a Disney cruise. Even though wifi was offered, I chose to be released from the sticky web. Something amazing happened, I enjoyed being fully human.

I stopped reaching for my phone at the every thought to check or share an email, idea, or picture. At first, the thoughts flooded my mind. But because I knew I was disconnected, I didn’t act on the thought to reach for my phone. Eventually, the thoughts went away. This is when I knew I was finally free. No more was my mind flooded with “hey you should check your email?” or “you should text that out” and “take a picture and send that to so and so, they’ll get a kick out of it!” My mind was finally free to focus and enjoy a single stream of thought. More importantly, I was able to enjoy uninterrupted time (mind and body) with others.

You know what is even more amazing that I realize now a few days later? I have solid memories of the entire trip. Maybe one day, someone will research and write about how digital memory has replaced human memory. I hope not. Yikes!

Now that I am back, I am maintaining the habit of scheduling use of technology. I am leaving it out of moments where I need to think, read, and more importantly create memories with those around me. I plan on scheduling routine “off the web” retreat days in my life to help sustain the balance.

The internet is a major part of our lives. But it doesn’t have to be a very sticky web. There is a time and place for engagement with technology vs engagement with other people. Our memories and our relationships are more significant than our technology. Let us all make it a priority to creating the best memories of each other through real life human engagement.

#illuminateon
#disney
#disneycruise

Dec 2, 2016     0 Comment     Blog Entrepreneur Mentor Responsible Freedom     ,

For years when I interviewed those looking to join the Intuitive Solutions Family, I would describe Intuitive’s work environment and say “the people who succeed here are the ones who can be responsible with freedom, because, we don’t like to micromanage here.”

This morning I came across a short Forbes.com article that describes the work culture at Netflix. Netflix, without question, is one of the most disruptive companies of the last decade that continues to succeed. Writer Kevin Kruse titles the article, “Netflix Has No Rules Because They Hire Great People.” This title immediately caught my attention. As my dream and what I’ve been working to build for Intuitive has been to achieve the same, A work environment with little or no rules!

At the end of the article, Kevin points to the following:

“Freedom And Responsibility

Instead of creating endless rules and processes, which is how most companies deal with major growth, Netflix asserted that a business should focus specifically on two things:

  1. Invest in hiring high-performance employees.
  2. Build and maintain a culture that rewards high-performers, and weeds out continuous, unimproved low performers.”

As part of our 2016 Strategic Reinvention Plan, we decided to invest into doing a better job at Talent Identification and Talent Recruiting.

“High performance” is very subjective and will vary company to company. At Intuitive it doesn’t mean those who can do the most work. It means those who can get the job done end-to-end with little or no management.

Another thing I’ve always said to potential new hires is “if I have to hire or ask a manager to follow-up and follow-through with your work, you won’t make it here too long” It shouldn’t take two people to do your job. If that is the case, then Intuitive is not the right place for you. Unfortunately, the weeding out does take place. Because, responsible freedom isn’t for everyone. Some people need someone over their shoulder. Weeding out here usually starts with an uncomfortable conversation, and then if no change escalates to the implementation of policy and procedure.

Let us all be the best practitioner’s of responsible freedom and continue to drive that going forward. This ingredient will empower Intuitive and your organization to succeed now and for years into the future!

#illuminateon

Mar 8, 2016     0 Comment     Blog Mentor     ,

“You know they are smarter than you if they are asking the RIGHT questions.”

Again, it was one of those things he said that I didn’t understand until much later.  What are “the right questions?” I asked myself over and over again until one day it hit me-the right questions are those that you can’t find an answer for immediately on your own.

Think about it, if you’re asked “are you thirsty?” you can almost immediately respond yes or no.   You didn’t have to think, right?  If asked about your job or things that you do every day, you could probably answer very quickly.  These are the “no effort” and “no challenge” questions.  Your not using any part of your mind that requires you to REALLY think. If all you have around you are people asking you what you already know, then you aren’t growing.

You don’t want to surround yourself with people who ask questions you already have the answer to.  If you are training, on boarding, and developing, then yes, you should expect to be asked lots of questions.  But if absolutely none of those cause you to think, then you’re not being challenged. REAL growth for you (and perhaps for your organization) you want those who ask questions that require you to dig deep.

As a matter of fact, if you have someone who asks questions that make you somewhat annoyed and perhaps even frustrated, it is likely these feelings are because you don’t have the answer and absolutely no clue where to get the answer.  Guess what? You have the right person sitting in front of you.  Sounds insane I know, but trust me.  It is exactly what you need for growth.

When you are digging deep to find and develop a solution, you are growing. When you are growing you are Illuminating yourself and others.

IlluminateOn!

Categories
Archive
Dec 18, 2017     0 Comment     Advisor Blog Consultant Entrepreneur Mentor Responsible Freedom    

Do you feel like you are being micromanaged? Chances are your actions and behaviors have something to do with it.

Here’s how to recognize when you are being micromanaged and some tips on how to get out of the micromanagement trap.

In principle, if your boss (could be a manager or customer) has confidence in your ability to understand objectives, put a plan together, and deliver timely results, they should never micromanage you. If you struggle with understanding objectives, aren’t able to put realistic plans together, and can’t execute, you’ll likely be on your way for micromanagement and possibly out the door.

Let’s say your boss has stopped sharing “why” or what the outcome objective is, and directly tells you what to do. If that describes your world, then you are in the micromanagement trap.

To get out of this trap, instead of directly doing what is being asked, start with uncovering the outcome objective. If you know the outcome objective, you will be better prepared to exceed expectations and participate in solving unexpected problems that come up along the way by using your subject matter expertise, your creative thinking, and your ideas to achieve the same outcome.

The goal is to earn the trust and confidence of your boss in your ability. That happens over time and not over night. A boss who only tells you what to do, trusts only your ability to complete a task. A boss who tells you why and shares the outcome objective, trusts your ability to see the big picture. A boss who shares the initial problem with you, trusts your ability to problem solve, see the picture, and get the job done. A boss who never checks in on you, trusts your ability to deliver on time.

Dec 6, 2017     0 Comment     Blog Consultant Entrepreneur Mentor    

When a customer asks you to do something, don’t. 

Credit: shutterstock - Igor Kisselev

Credit: shutterstock – Igor Kisselev

If you proceed to just “do” what they are telling you to do, then you are participating in their solution without knowing what the real problem is that they are trying to solve. Start with finding out what they are actually trying to achieve and why. That’s step one.

In step two, you are trying to uncover their workflow: What is their current workflow? How are they achieving their current goal now? What are the pains associated with whatever it is they are trying to do now? Ultimately, you are creating a new workflow to achieve the stated objective.

For step three, you want to find out what the restraints are. Ask, what are the financial restraints, the human resources restraints, and the time restraints. That helps you see capability and shows you the box that you are working in to solve their problems. Then compare their restraints and your own.

After these three steps you will be able to come up with far better solutions and to create bigger objectives or bigger achievements that may meet or even exceed your customer expectations.

Dec 13, 2016     0 Comment     Advisor Balance Blog Entrepreneur Human Interaction Internet Mentor     , , , , , ,

I remember back in the 90’s, the phrase used for the internet was “World Wide Web.” When you think of the word “web” what comes to mind? A spider’s web? Perhaps something sticky? If you get stuck to something sticky, when you try to pull away what happens? You get pulled back right? Yup, even though we now refer to “it” as the internet or the act of being online, its still a big blob of stickiness. Once your in, its almost impossible to get out.

Last week, I spent 7 days on a Disney cruise. Even though wifi was offered, I chose to be released from the sticky web. Something amazing happened, I enjoyed being fully human.

I stopped reaching for my phone at the every thought to check or share an email, idea, or picture. At first, the thoughts flooded my mind. But because I knew I was disconnected, I didn’t act on the thought to reach for my phone. Eventually, the thoughts went away. This is when I knew I was finally free. No more was my mind flooded with “hey you should check your email?” or “you should text that out” and “take a picture and send that to so and so, they’ll get a kick out of it!” My mind was finally free to focus and enjoy a single stream of thought. More importantly, I was able to enjoy uninterrupted time (mind and body) with others.

You know what is even more amazing that I realize now a few days later? I have solid memories of the entire trip. Maybe one day, someone will research and write about how digital memory has replaced human memory. I hope not. Yikes!

Now that I am back, I am maintaining the habit of scheduling use of technology. I am leaving it out of moments where I need to think, read, and more importantly create memories with those around me. I plan on scheduling routine “off the web” retreat days in my life to help sustain the balance.

The internet is a major part of our lives. But it doesn’t have to be a very sticky web. There is a time and place for engagement with technology vs engagement with other people. Our memories and our relationships are more significant than our technology. Let us all make it a priority to creating the best memories of each other through real life human engagement.

#illuminateon
#disney
#disneycruise

Dec 2, 2016     0 Comment     Blog Entrepreneur Mentor Responsible Freedom     ,

For years when I interviewed those looking to join the Intuitive Solutions Family, I would describe Intuitive’s work environment and say “the people who succeed here are the ones who can be responsible with freedom, because, we don’t like to micromanage here.”

This morning I came across a short Forbes.com article that describes the work culture at Netflix. Netflix, without question, is one of the most disruptive companies of the last decade that continues to succeed. Writer Kevin Kruse titles the article, “Netflix Has No Rules Because They Hire Great People.” This title immediately caught my attention. As my dream and what I’ve been working to build for Intuitive has been to achieve the same, A work environment with little or no rules!

At the end of the article, Kevin points to the following:

“Freedom And Responsibility

Instead of creating endless rules and processes, which is how most companies deal with major growth, Netflix asserted that a business should focus specifically on two things:

  1. Invest in hiring high-performance employees.
  2. Build and maintain a culture that rewards high-performers, and weeds out continuous, unimproved low performers.”

As part of our 2016 Strategic Reinvention Plan, we decided to invest into doing a better job at Talent Identification and Talent Recruiting.

“High performance” is very subjective and will vary company to company. At Intuitive it doesn’t mean those who can do the most work. It means those who can get the job done end-to-end with little or no management.

Another thing I’ve always said to potential new hires is “if I have to hire or ask a manager to follow-up and follow-through with your work, you won’t make it here too long” It shouldn’t take two people to do your job. If that is the case, then Intuitive is not the right place for you. Unfortunately, the weeding out does take place. Because, responsible freedom isn’t for everyone. Some people need someone over their shoulder. Weeding out here usually starts with an uncomfortable conversation, and then if no change escalates to the implementation of policy and procedure.

Let us all be the best practitioner’s of responsible freedom and continue to drive that going forward. This ingredient will empower Intuitive and your organization to succeed now and for years into the future!

#illuminateon

Mar 8, 2016     0 Comment     Blog Mentor     ,

“You know they are smarter than you if they are asking the RIGHT questions.”

Again, it was one of those things he said that I didn’t understand until much later.  What are “the right questions?” I asked myself over and over again until one day it hit me-the right questions are those that you can’t find an answer for immediately on your own.

Think about it, if you’re asked “are you thirsty?” you can almost immediately respond yes or no.   You didn’t have to think, right?  If asked about your job or things that you do every day, you could probably answer very quickly.  These are the “no effort” and “no challenge” questions.  Your not using any part of your mind that requires you to REALLY think. If all you have around you are people asking you what you already know, then you aren’t growing.

You don’t want to surround yourself with people who ask questions you already have the answer to.  If you are training, on boarding, and developing, then yes, you should expect to be asked lots of questions.  But if absolutely none of those cause you to think, then you’re not being challenged. REAL growth for you (and perhaps for your organization) you want those who ask questions that require you to dig deep.

As a matter of fact, if you have someone who asks questions that make you somewhat annoyed and perhaps even frustrated, it is likely these feelings are because you don’t have the answer and absolutely no clue where to get the answer.  Guess what? You have the right person sitting in front of you.  Sounds insane I know, but trust me.  It is exactly what you need for growth.

When you are digging deep to find and develop a solution, you are growing. When you are growing you are Illuminating yourself and others.

IlluminateOn!

Categories
Archive
Dec 18, 2017     0 Comment     Advisor Blog Consultant Entrepreneur Mentor Responsible Freedom    

Do you feel like you are being micromanaged? Chances are your actions and behaviors have something to do with it.

Here’s how to recognize when you are being micromanaged and some tips on how to get out of the micromanagement trap.

In principle, if your boss (could be a manager or customer) has confidence in your ability to understand objectives, put a plan together, and deliver timely results, they should never micromanage you. If you struggle with understanding objectives, aren’t able to put realistic plans together, and can’t execute, you’ll likely be on your way for micromanagement and possibly out the door.

Let’s say your boss has stopped sharing “why” or what the outcome objective is, and directly tells you what to do. If that describes your world, then you are in the micromanagement trap.

To get out of this trap, instead of directly doing what is being asked, start with uncovering the outcome objective. If you know the outcome objective, you will be better prepared to exceed expectations and participate in solving unexpected problems that come up along the way by using your subject matter expertise, your creative thinking, and your ideas to achieve the same outcome.

The goal is to earn the trust and confidence of your boss in your ability. That happens over time and not over night. A boss who only tells you what to do, trusts only your ability to complete a task. A boss who tells you why and shares the outcome objective, trusts your ability to see the big picture. A boss who shares the initial problem with you, trusts your ability to problem solve, see the picture, and get the job done. A boss who never checks in on you, trusts your ability to deliver on time.

Dec 6, 2017     0 Comment     Blog Consultant Entrepreneur Mentor    

When a customer asks you to do something, don’t. 

Credit: shutterstock - Igor Kisselev

Credit: shutterstock – Igor Kisselev

If you proceed to just “do” what they are telling you to do, then you are participating in their solution without knowing what the real problem is that they are trying to solve. Start with finding out what they are actually trying to achieve and why. That’s step one.

In step two, you are trying to uncover their workflow: What is their current workflow? How are they achieving their current goal now? What are the pains associated with whatever it is they are trying to do now? Ultimately, you are creating a new workflow to achieve the stated objective.

For step three, you want to find out what the restraints are. Ask, what are the financial restraints, the human resources restraints, and the time restraints. That helps you see capability and shows you the box that you are working in to solve their problems. Then compare their restraints and your own.

After these three steps you will be able to come up with far better solutions and to create bigger objectives or bigger achievements that may meet or even exceed your customer expectations.

Dec 13, 2016     0 Comment     Advisor Balance Blog Entrepreneur Human Interaction Internet Mentor     , , , , , ,

I remember back in the 90’s, the phrase used for the internet was “World Wide Web.” When you think of the word “web” what comes to mind? A spider’s web? Perhaps something sticky? If you get stuck to something sticky, when you try to pull away what happens? You get pulled back right? Yup, even though we now refer to “it” as the internet or the act of being online, its still a big blob of stickiness. Once your in, its almost impossible to get out.

Last week, I spent 7 days on a Disney cruise. Even though wifi was offered, I chose to be released from the sticky web. Something amazing happened, I enjoyed being fully human.

I stopped reaching for my phone at the every thought to check or share an email, idea, or picture. At first, the thoughts flooded my mind. But because I knew I was disconnected, I didn’t act on the thought to reach for my phone. Eventually, the thoughts went away. This is when I knew I was finally free. No more was my mind flooded with “hey you should check your email?” or “you should text that out” and “take a picture and send that to so and so, they’ll get a kick out of it!” My mind was finally free to focus and enjoy a single stream of thought. More importantly, I was able to enjoy uninterrupted time (mind and body) with others.

You know what is even more amazing that I realize now a few days later? I have solid memories of the entire trip. Maybe one day, someone will research and write about how digital memory has replaced human memory. I hope not. Yikes!

Now that I am back, I am maintaining the habit of scheduling use of technology. I am leaving it out of moments where I need to think, read, and more importantly create memories with those around me. I plan on scheduling routine “off the web” retreat days in my life to help sustain the balance.

The internet is a major part of our lives. But it doesn’t have to be a very sticky web. There is a time and place for engagement with technology vs engagement with other people. Our memories and our relationships are more significant than our technology. Let us all make it a priority to creating the best memories of each other through real life human engagement.

#illuminateon
#disney
#disneycruise

Dec 2, 2016     0 Comment     Blog Entrepreneur Mentor Responsible Freedom     ,

For years when I interviewed those looking to join the Intuitive Solutions Family, I would describe Intuitive’s work environment and say “the people who succeed here are the ones who can be responsible with freedom, because, we don’t like to micromanage here.”

This morning I came across a short Forbes.com article that describes the work culture at Netflix. Netflix, without question, is one of the most disruptive companies of the last decade that continues to succeed. Writer Kevin Kruse titles the article, “Netflix Has No Rules Because They Hire Great People.” This title immediately caught my attention. As my dream and what I’ve been working to build for Intuitive has been to achieve the same, A work environment with little or no rules!

At the end of the article, Kevin points to the following:

“Freedom And Responsibility

Instead of creating endless rules and processes, which is how most companies deal with major growth, Netflix asserted that a business should focus specifically on two things:

  1. Invest in hiring high-performance employees.
  2. Build and maintain a culture that rewards high-performers, and weeds out continuous, unimproved low performers.”

As part of our 2016 Strategic Reinvention Plan, we decided to invest into doing a better job at Talent Identification and Talent Recruiting.

“High performance” is very subjective and will vary company to company. At Intuitive it doesn’t mean those who can do the most work. It means those who can get the job done end-to-end with little or no management.

Another thing I’ve always said to potential new hires is “if I have to hire or ask a manager to follow-up and follow-through with your work, you won’t make it here too long” It shouldn’t take two people to do your job. If that is the case, then Intuitive is not the right place for you. Unfortunately, the weeding out does take place. Because, responsible freedom isn’t for everyone. Some people need someone over their shoulder. Weeding out here usually starts with an uncomfortable conversation, and then if no change escalates to the implementation of policy and procedure.

Let us all be the best practitioner’s of responsible freedom and continue to drive that going forward. This ingredient will empower Intuitive and your organization to succeed now and for years into the future!

#illuminateon

Mar 8, 2016     0 Comment     Blog Mentor     ,

“You know they are smarter than you if they are asking the RIGHT questions.”

Again, it was one of those things he said that I didn’t understand until much later.  What are “the right questions?” I asked myself over and over again until one day it hit me-the right questions are those that you can’t find an answer for immediately on your own.

Think about it, if you’re asked “are you thirsty?” you can almost immediately respond yes or no.   You didn’t have to think, right?  If asked about your job or things that you do every day, you could probably answer very quickly.  These are the “no effort” and “no challenge” questions.  Your not using any part of your mind that requires you to REALLY think. If all you have around you are people asking you what you already know, then you aren’t growing.

You don’t want to surround yourself with people who ask questions you already have the answer to.  If you are training, on boarding, and developing, then yes, you should expect to be asked lots of questions.  But if absolutely none of those cause you to think, then you’re not being challenged. REAL growth for you (and perhaps for your organization) you want those who ask questions that require you to dig deep.

As a matter of fact, if you have someone who asks questions that make you somewhat annoyed and perhaps even frustrated, it is likely these feelings are because you don’t have the answer and absolutely no clue where to get the answer.  Guess what? You have the right person sitting in front of you.  Sounds insane I know, but trust me.  It is exactly what you need for growth.

When you are digging deep to find and develop a solution, you are growing. When you are growing you are Illuminating yourself and others.

IlluminateOn!

Categories
Archive
Dec 18, 2017     0 Comment     Advisor Blog Consultant Entrepreneur Mentor Responsible Freedom    

Do you feel like you are being micromanaged? Chances are your actions and behaviors have something to do with it.

Here’s how to recognize when you are being micromanaged and some tips on how to get out of the micromanagement trap.

In principle, if your boss (could be a manager or customer) has confidence in your ability to understand objectives, put a plan together, and deliver timely results, they should never micromanage you. If you struggle with understanding objectives, aren’t able to put realistic plans together, and can’t execute, you’ll likely be on your way for micromanagement and possibly out the door.

Let’s say your boss has stopped sharing “why” or what the outcome objective is, and directly tells you what to do. If that describes your world, then you are in the micromanagement trap.

To get out of this trap, instead of directly doing what is being asked, start with uncovering the outcome objective. If you know the outcome objective, you will be better prepared to exceed expectations and participate in solving unexpected problems that come up along the way by using your subject matter expertise, your creative thinking, and your ideas to achieve the same outcome.

The goal is to earn the trust and confidence of your boss in your ability. That happens over time and not over night. A boss who only tells you what to do, trusts only your ability to complete a task. A boss who tells you why and shares the outcome objective, trusts your ability to see the big picture. A boss who shares the initial problem with you, trusts your ability to problem solve, see the picture, and get the job done. A boss who never checks in on you, trusts your ability to deliver on time.

Dec 6, 2017     0 Comment     Blog Consultant Entrepreneur Mentor    

When a customer asks you to do something, don’t. 

Credit: shutterstock - Igor Kisselev

Credit: shutterstock – Igor Kisselev

If you proceed to just “do” what they are telling you to do, then you are participating in their solution without knowing what the real problem is that they are trying to solve. Start with finding out what they are actually trying to achieve and why. That’s step one.

In step two, you are trying to uncover their workflow: What is their current workflow? How are they achieving their current goal now? What are the pains associated with whatever it is they are trying to do now? Ultimately, you are creating a new workflow to achieve the stated objective.

For step three, you want to find out what the restraints are. Ask, what are the financial restraints, the human resources restraints, and the time restraints. That helps you see capability and shows you the box that you are working in to solve their problems. Then compare their restraints and your own.

After these three steps you will be able to come up with far better solutions and to create bigger objectives or bigger achievements that may meet or even exceed your customer expectations.

Dec 13, 2016     0 Comment     Advisor Balance Blog Entrepreneur Human Interaction Internet Mentor     , , , , , ,

I remember back in the 90’s, the phrase used for the internet was “World Wide Web.” When you think of the word “web” what comes to mind? A spider’s web? Perhaps something sticky? If you get stuck to something sticky, when you try to pull away what happens? You get pulled back right? Yup, even though we now refer to “it” as the internet or the act of being online, its still a big blob of stickiness. Once your in, its almost impossible to get out.

Last week, I spent 7 days on a Disney cruise. Even though wifi was offered, I chose to be released from the sticky web. Something amazing happened, I enjoyed being fully human.

I stopped reaching for my phone at the every thought to check or share an email, idea, or picture. At first, the thoughts flooded my mind. But because I knew I was disconnected, I didn’t act on the thought to reach for my phone. Eventually, the thoughts went away. This is when I knew I was finally free. No more was my mind flooded with “hey you should check your email?” or “you should text that out” and “take a picture and send that to so and so, they’ll get a kick out of it!” My mind was finally free to focus and enjoy a single stream of thought. More importantly, I was able to enjoy uninterrupted time (mind and body) with others.

You know what is even more amazing that I realize now a few days later? I have solid memories of the entire trip. Maybe one day, someone will research and write about how digital memory has replaced human memory. I hope not. Yikes!

Now that I am back, I am maintaining the habit of scheduling use of technology. I am leaving it out of moments where I need to think, read, and more importantly create memories with those around me. I plan on scheduling routine “off the web” retreat days in my life to help sustain the balance.

The internet is a major part of our lives. But it doesn’t have to be a very sticky web. There is a time and place for engagement with technology vs engagement with other people. Our memories and our relationships are more significant than our technology. Let us all make it a priority to creating the best memories of each other through real life human engagement.

#illuminateon
#disney
#disneycruise

Dec 2, 2016     0 Comment     Blog Entrepreneur Mentor Responsible Freedom     ,

For years when I interviewed those looking to join the Intuitive Solutions Family, I would describe Intuitive’s work environment and say “the people who succeed here are the ones who can be responsible with freedom, because, we don’t like to micromanage here.”

This morning I came across a short Forbes.com article that describes the work culture at Netflix. Netflix, without question, is one of the most disruptive companies of the last decade that continues to succeed. Writer Kevin Kruse titles the article, “Netflix Has No Rules Because They Hire Great People.” This title immediately caught my attention. As my dream and what I’ve been working to build for Intuitive has been to achieve the same, A work environment with little or no rules!

At the end of the article, Kevin points to the following:

“Freedom And Responsibility

Instead of creating endless rules and processes, which is how most companies deal with major growth, Netflix asserted that a business should focus specifically on two things:

  1. Invest in hiring high-performance employees.
  2. Build and maintain a culture that rewards high-performers, and weeds out continuous, unimproved low performers.”

As part of our 2016 Strategic Reinvention Plan, we decided to invest into doing a better job at Talent Identification and Talent Recruiting.

“High performance” is very subjective and will vary company to company. At Intuitive it doesn’t mean those who can do the most work. It means those who can get the job done end-to-end with little or no management.

Another thing I’ve always said to potential new hires is “if I have to hire or ask a manager to follow-up and follow-through with your work, you won’t make it here too long” It shouldn’t take two people to do your job. If that is the case, then Intuitive is not the right place for you. Unfortunately, the weeding out does take place. Because, responsible freedom isn’t for everyone. Some people need someone over their shoulder. Weeding out here usually starts with an uncomfortable conversation, and then if no change escalates to the implementation of policy and procedure.

Let us all be the best practitioner’s of responsible freedom and continue to drive that going forward. This ingredient will empower Intuitive and your organization to succeed now and for years into the future!

#illuminateon

Mar 8, 2016     0 Comment     Blog Mentor     ,

“You know they are smarter than you if they are asking the RIGHT questions.”

Again, it was one of those things he said that I didn’t understand until much later.  What are “the right questions?” I asked myself over and over again until one day it hit me-the right questions are those that you can’t find an answer for immediately on your own.

Think about it, if you’re asked “are you thirsty?” you can almost immediately respond yes or no.   You didn’t have to think, right?  If asked about your job or things that you do every day, you could probably answer very quickly.  These are the “no effort” and “no challenge” questions.  Your not using any part of your mind that requires you to REALLY think. If all you have around you are people asking you what you already know, then you aren’t growing.

You don’t want to surround yourself with people who ask questions you already have the answer to.  If you are training, on boarding, and developing, then yes, you should expect to be asked lots of questions.  But if absolutely none of those cause you to think, then you’re not being challenged. REAL growth for you (and perhaps for your organization) you want those who ask questions that require you to dig deep.

As a matter of fact, if you have someone who asks questions that make you somewhat annoyed and perhaps even frustrated, it is likely these feelings are because you don’t have the answer and absolutely no clue where to get the answer.  Guess what? You have the right person sitting in front of you.  Sounds insane I know, but trust me.  It is exactly what you need for growth.

When you are digging deep to find and develop a solution, you are growing. When you are growing you are Illuminating yourself and others.

IlluminateOn!

Categories
Archive
Dec 18, 2017     0 Comment     Advisor Blog Consultant Entrepreneur Mentor Responsible Freedom    

Do you feel like you are being micromanaged? Chances are your actions and behaviors have something to do with it.

Here’s how to recognize when you are being micromanaged and some tips on how to get out of the micromanagement trap.

In principle, if your boss (could be a manager or customer) has confidence in your ability to understand objectives, put a plan together, and deliver timely results, they should never micromanage you. If you struggle with understanding objectives, aren’t able to put realistic plans together, and can’t execute, you’ll likely be on your way for micromanagement and possibly out the door.

Let’s say your boss has stopped sharing “why” or what the outcome objective is, and directly tells you what to do. If that describes your world, then you are in the micromanagement trap.

To get out of this trap, instead of directly doing what is being asked, start with uncovering the outcome objective. If you know the outcome objective, you will be better prepared to exceed expectations and participate in solving unexpected problems that come up along the way by using your subject matter expertise, your creative thinking, and your ideas to achieve the same outcome.

The goal is to earn the trust and confidence of your boss in your ability. That happens over time and not over night. A boss who only tells you what to do, trusts only your ability to complete a task. A boss who tells you why and shares the outcome objective, trusts your ability to see the big picture. A boss who shares the initial problem with you, trusts your ability to problem solve, see the picture, and get the job done. A boss who never checks in on you, trusts your ability to deliver on time.

Dec 6, 2017     0 Comment     Blog Consultant Entrepreneur Mentor    

When a customer asks you to do something, don’t. 

Credit: shutterstock - Igor Kisselev

Credit: shutterstock – Igor Kisselev

If you proceed to just “do” what they are telling you to do, then you are participating in their solution without knowing what the real problem is that they are trying to solve. Start with finding out what they are actually trying to achieve and why. That’s step one.

In step two, you are trying to uncover their workflow: What is their current workflow? How are they achieving their current goal now? What are the pains associated with whatever it is they are trying to do now? Ultimately, you are creating a new workflow to achieve the stated objective.

For step three, you want to find out what the restraints are. Ask, what are the financial restraints, the human resources restraints, and the time restraints. That helps you see capability and shows you the box that you are working in to solve their problems. Then compare their restraints and your own.

After these three steps you will be able to come up with far better solutions and to create bigger objectives or bigger achievements that may meet or even exceed your customer expectations.

Dec 13, 2016     0 Comment     Advisor Balance Blog Entrepreneur Human Interaction Internet Mentor     , , , , , ,

I remember back in the 90’s, the phrase used for the internet was “World Wide Web.” When you think of the word “web” what comes to mind? A spider’s web? Perhaps something sticky? If you get stuck to something sticky, when you try to pull away what happens? You get pulled back right? Yup, even though we now refer to “it” as the internet or the act of being online, its still a big blob of stickiness. Once your in, its almost impossible to get out.

Last week, I spent 7 days on a Disney cruise. Even though wifi was offered, I chose to be released from the sticky web. Something amazing happened, I enjoyed being fully human.

I stopped reaching for my phone at the every thought to check or share an email, idea, or picture. At first, the thoughts flooded my mind. But because I knew I was disconnected, I didn’t act on the thought to reach for my phone. Eventually, the thoughts went away. This is when I knew I was finally free. No more was my mind flooded with “hey you should check your email?” or “you should text that out” and “take a picture and send that to so and so, they’ll get a kick out of it!” My mind was finally free to focus and enjoy a single stream of thought. More importantly, I was able to enjoy uninterrupted time (mind and body) with others.

You know what is even more amazing that I realize now a few days later? I have solid memories of the entire trip. Maybe one day, someone will research and write about how digital memory has replaced human memory. I hope not. Yikes!

Now that I am back, I am maintaining the habit of scheduling use of technology. I am leaving it out of moments where I need to think, read, and more importantly create memories with those around me. I plan on scheduling routine “off the web” retreat days in my life to help sustain the balance.

The internet is a major part of our lives. But it doesn’t have to be a very sticky web. There is a time and place for engagement with technology vs engagement with other people. Our memories and our relationships are more significant than our technology. Let us all make it a priority to creating the best memories of each other through real life human engagement.

#illuminateon
#disney
#disneycruise

Dec 2, 2016     0 Comment     Blog Entrepreneur Mentor Responsible Freedom     ,

For years when I interviewed those looking to join the Intuitive Solutions Family, I would describe Intuitive’s work environment and say “the people who succeed here are the ones who can be responsible with freedom, because, we don’t like to micromanage here.”

This morning I came across a short Forbes.com article that describes the work culture at Netflix. Netflix, without question, is one of the most disruptive companies of the last decade that continues to succeed. Writer Kevin Kruse titles the article, “Netflix Has No Rules Because They Hire Great People.” This title immediately caught my attention. As my dream and what I’ve been working to build for Intuitive has been to achieve the same, A work environment with little or no rules!

At the end of the article, Kevin points to the following:

“Freedom And Responsibility

Instead of creating endless rules and processes, which is how most companies deal with major growth, Netflix asserted that a business should focus specifically on two things:

  1. Invest in hiring high-performance employees.
  2. Build and maintain a culture that rewards high-performers, and weeds out continuous, unimproved low performers.”

As part of our 2016 Strategic Reinvention Plan, we decided to invest into doing a better job at Talent Identification and Talent Recruiting.

“High performance” is very subjective and will vary company to company. At Intuitive it doesn’t mean those who can do the most work. It means those who can get the job done end-to-end with little or no management.

Another thing I’ve always said to potential new hires is “if I have to hire or ask a manager to follow-up and follow-through with your work, you won’t make it here too long” It shouldn’t take two people to do your job. If that is the case, then Intuitive is not the right place for you. Unfortunately, the weeding out does take place. Because, responsible freedom isn’t for everyone. Some people need someone over their shoulder. Weeding out here usually starts with an uncomfortable conversation, and then if no change escalates to the implementation of policy and procedure.

Let us all be the best practitioner’s of responsible freedom and continue to drive that going forward. This ingredient will empower Intuitive and your organization to succeed now and for years into the future!

#illuminateon

Mar 8, 2016     0 Comment     Blog Mentor     ,

“You know they are smarter than you if they are asking the RIGHT questions.”

Again, it was one of those things he said that I didn’t understand until much later.  What are “the right questions?” I asked myself over and over again until one day it hit me-the right questions are those that you can’t find an answer for immediately on your own.

Think about it, if you’re asked “are you thirsty?” you can almost immediately respond yes or no.   You didn’t have to think, right?  If asked about your job or things that you do every day, you could probably answer very quickly.  These are the “no effort” and “no challenge” questions.  Your not using any part of your mind that requires you to REALLY think. If all you have around you are people asking you what you already know, then you aren’t growing.

You don’t want to surround yourself with people who ask questions you already have the answer to.  If you are training, on boarding, and developing, then yes, you should expect to be asked lots of questions.  But if absolutely none of those cause you to think, then you’re not being challenged. REAL growth for you (and perhaps for your organization) you want those who ask questions that require you to dig deep.

As a matter of fact, if you have someone who asks questions that make you somewhat annoyed and perhaps even frustrated, it is likely these feelings are because you don’t have the answer and absolutely no clue where to get the answer.  Guess what? You have the right person sitting in front of you.  Sounds insane I know, but trust me.  It is exactly what you need for growth.

When you are digging deep to find and develop a solution, you are growing. When you are growing you are Illuminating yourself and others.

IlluminateOn!

Categories
Archive
Dec 18, 2017     0 Comment     Advisor Blog Consultant Entrepreneur Mentor Responsible Freedom    

Do you feel like you are being micromanaged? Chances are your actions and behaviors have something to do with it.

Here’s how to recognize when you are being micromanaged and some tips on how to get out of the micromanagement trap.

In principle, if your boss (could be a manager or customer) has confidence in your ability to understand objectives, put a plan together, and deliver timely results, they should never micromanage you. If you struggle with understanding objectives, aren’t able to put realistic plans together, and can’t execute, you’ll likely be on your way for micromanagement and possibly out the door.

Let’s say your boss has stopped sharing “why” or what the outcome objective is, and directly tells you what to do. If that describes your world, then you are in the micromanagement trap.

To get out of this trap, instead of directly doing what is being asked, start with uncovering the outcome objective. If you know the outcome objective, you will be better prepared to exceed expectations and participate in solving unexpected problems that come up along the way by using your subject matter expertise, your creative thinking, and your ideas to achieve the same outcome.

The goal is to earn the trust and confidence of your boss in your ability. That happens over time and not over night. A boss who only tells you what to do, trusts only your ability to complete a task. A boss who tells you why and shares the outcome objective, trusts your ability to see the big picture. A boss who shares the initial problem with you, trusts your ability to problem solve, see the picture, and get the job done. A boss who never checks in on you, trusts your ability to deliver on time.

Dec 6, 2017     0 Comment     Blog Consultant Entrepreneur Mentor    

When a customer asks you to do something, don’t. 

Credit: shutterstock - Igor Kisselev

Credit: shutterstock – Igor Kisselev

If you proceed to just “do” what they are telling you to do, then you are participating in their solution without knowing what the real problem is that they are trying to solve. Start with finding out what they are actually trying to achieve and why. That’s step one.

In step two, you are trying to uncover their workflow: What is their current workflow? How are they achieving their current goal now? What are the pains associated with whatever it is they are trying to do now? Ultimately, you are creating a new workflow to achieve the stated objective.

For step three, you want to find out what the restraints are. Ask, what are the financial restraints, the human resources restraints, and the time restraints. That helps you see capability and shows you the box that you are working in to solve their problems. Then compare their restraints and your own.

After these three steps you will be able to come up with far better solutions and to create bigger objectives or bigger achievements that may meet or even exceed your customer expectations.

Dec 13, 2016     0 Comment     Advisor Balance Blog Entrepreneur Human Interaction Internet Mentor     , , , , , ,

I remember back in the 90’s, the phrase used for the internet was “World Wide Web.” When you think of the word “web” what comes to mind? A spider’s web? Perhaps something sticky? If you get stuck to something sticky, when you try to pull away what happens? You get pulled back right? Yup, even though we now refer to “it” as the internet or the act of being online, its still a big blob of stickiness. Once your in, its almost impossible to get out.

Last week, I spent 7 days on a Disney cruise. Even though wifi was offered, I chose to be released from the sticky web. Something amazing happened, I enjoyed being fully human.

I stopped reaching for my phone at the every thought to check or share an email, idea, or picture. At first, the thoughts flooded my mind. But because I knew I was disconnected, I didn’t act on the thought to reach for my phone. Eventually, the thoughts went away. This is when I knew I was finally free. No more was my mind flooded with “hey you should check your email?” or “you should text that out” and “take a picture and send that to so and so, they’ll get a kick out of it!” My mind was finally free to focus and enjoy a single stream of thought. More importantly, I was able to enjoy uninterrupted time (mind and body) with others.

You know what is even more amazing that I realize now a few days later? I have solid memories of the entire trip. Maybe one day, someone will research and write about how digital memory has replaced human memory. I hope not. Yikes!

Now that I am back, I am maintaining the habit of scheduling use of technology. I am leaving it out of moments where I need to think, read, and more importantly create memories with those around me. I plan on scheduling routine “off the web” retreat days in my life to help sustain the balance.

The internet is a major part of our lives. But it doesn’t have to be a very sticky web. There is a time and place for engagement with technology vs engagement with other people. Our memories and our relationships are more significant than our technology. Let us all make it a priority to creating the best memories of each other through real life human engagement.

#illuminateon
#disney
#disneycruise

Dec 2, 2016     0 Comment     Blog Entrepreneur Mentor Responsible Freedom     ,

For years when I interviewed those looking to join the Intuitive Solutions Family, I would describe Intuitive’s work environment and say “the people who succeed here are the ones who can be responsible with freedom, because, we don’t like to micromanage here.”

This morning I came across a short Forbes.com article that describes the work culture at Netflix. Netflix, without question, is one of the most disruptive companies of the last decade that continues to succeed. Writer Kevin Kruse titles the article, “Netflix Has No Rules Because They Hire Great People.” This title immediately caught my attention. As my dream and what I’ve been working to build for Intuitive has been to achieve the same, A work environment with little or no rules!

At the end of the article, Kevin points to the following:

“Freedom And Responsibility

Instead of creating endless rules and processes, which is how most companies deal with major growth, Netflix asserted that a business should focus specifically on two things:

  1. Invest in hiring high-performance employees.
  2. Build and maintain a culture that rewards high-performers, and weeds out continuous, unimproved low performers.”

As part of our 2016 Strategic Reinvention Plan, we decided to invest into doing a better job at Talent Identification and Talent Recruiting.

“High performance” is very subjective and will vary company to company. At Intuitive it doesn’t mean those who can do the most work. It means those who can get the job done end-to-end with little or no management.

Another thing I’ve always said to potential new hires is “if I have to hire or ask a manager to follow-up and follow-through with your work, you won’t make it here too long” It shouldn’t take two people to do your job. If that is the case, then Intuitive is not the right place for you. Unfortunately, the weeding out does take place. Because, responsible freedom isn’t for everyone. Some people need someone over their shoulder. Weeding out here usually starts with an uncomfortable conversation, and then if no change escalates to the implementation of policy and procedure.

Let us all be the best practitioner’s of responsible freedom and continue to drive that going forward. This ingredient will empower Intuitive and your organization to succeed now and for years into the future!

#illuminateon

Mar 8, 2016     0 Comment     Blog Mentor     ,

“You know they are smarter than you if they are asking the RIGHT questions.”

Again, it was one of those things he said that I didn’t understand until much later.  What are “the right questions?” I asked myself over and over again until one day it hit me-the right questions are those that you can’t find an answer for immediately on your own.

Think about it, if you’re asked “are you thirsty?” you can almost immediately respond yes or no.   You didn’t have to think, right?  If asked about your job or things that you do every day, you could probably answer very quickly.  These are the “no effort” and “no challenge” questions.  Your not using any part of your mind that requires you to REALLY think. If all you have around you are people asking you what you already know, then you aren’t growing.

You don’t want to surround yourself with people who ask questions you already have the answer to.  If you are training, on boarding, and developing, then yes, you should expect to be asked lots of questions.  But if absolutely none of those cause you to think, then you’re not being challenged. REAL growth for you (and perhaps for your organization) you want those who ask questions that require you to dig deep.

As a matter of fact, if you have someone who asks questions that make you somewhat annoyed and perhaps even frustrated, it is likely these feelings are because you don’t have the answer and absolutely no clue where to get the answer.  Guess what? You have the right person sitting in front of you.  Sounds insane I know, but trust me.  It is exactly what you need for growth.

When you are digging deep to find and develop a solution, you are growing. When you are growing you are Illuminating yourself and others.

IlluminateOn!

Categories
Archive
Dec 18, 2017     0 Comment     Advisor Blog Consultant Entrepreneur Mentor Responsible Freedom    

Do you feel like you are being micromanaged? Chances are your actions and behaviors have something to do with it.

Here’s how to recognize when you are being micromanaged and some tips on how to get out of the micromanagement trap.

In principle, if your boss (could be a manager or customer) has confidence in your ability to understand objectives, put a plan together, and deliver timely results, they should never micromanage you. If you struggle with understanding objectives, aren’t able to put realistic plans together, and can’t execute, you’ll likely be on your way for micromanagement and possibly out the door.

Let’s say your boss has stopped sharing “why” or what the outcome objective is, and directly tells you what to do. If that describes your world, then you are in the micromanagement trap.

To get out of this trap, instead of directly doing what is being asked, start with uncovering the outcome objective. If you know the outcome objective, you will be better prepared to exceed expectations and participate in solving unexpected problems that come up along the way by using your subject matter expertise, your creative thinking, and your ideas to achieve the same outcome.

The goal is to earn the trust and confidence of your boss in your ability. That happens over time and not over night. A boss who only tells you what to do, trusts only your ability to complete a task. A boss who tells you why and shares the outcome objective, trusts your ability to see the big picture. A boss who shares the initial problem with you, trusts your ability to problem solve, see the picture, and get the job done. A boss who never checks in on you, trusts your ability to deliver on time.

Dec 6, 2017     0 Comment     Blog Consultant Entrepreneur Mentor    

When a customer asks you to do something, don’t. 

Credit: shutterstock - Igor Kisselev

Credit: shutterstock – Igor Kisselev

If you proceed to just “do” what they are telling you to do, then you are participating in their solution without knowing what the real problem is that they are trying to solve. Start with finding out what they are actually trying to achieve and why. That’s step one.

In step two, you are trying to uncover their workflow: What is their current workflow? How are they achieving their current goal now? What are the pains associated with whatever it is they are trying to do now? Ultimately, you are creating a new workflow to achieve the stated objective.

For step three, you want to find out what the restraints are. Ask, what are the financial restraints, the human resources restraints, and the time restraints. That helps you see capability and shows you the box that you are working in to solve their problems. Then compare their restraints and your own.

After these three steps you will be able to come up with far better solutions and to create bigger objectives or bigger achievements that may meet or even exceed your customer expectations.

Dec 13, 2016     0 Comment     Advisor Balance Blog Entrepreneur Human Interaction Internet Mentor     , , , , , ,

I remember back in the 90’s, the phrase used for the internet was “World Wide Web.” When you think of the word “web” what comes to mind? A spider’s web? Perhaps something sticky? If you get stuck to something sticky, when you try to pull away what happens? You get pulled back right? Yup, even though we now refer to “it” as the internet or the act of being online, its still a big blob of stickiness. Once your in, its almost impossible to get out.

Last week, I spent 7 days on a Disney cruise. Even though wifi was offered, I chose to be released from the sticky web. Something amazing happened, I enjoyed being fully human.

I stopped reaching for my phone at the every thought to check or share an email, idea, or picture. At first, the thoughts flooded my mind. But because I knew I was disconnected, I didn’t act on the thought to reach for my phone. Eventually, the thoughts went away. This is when I knew I was finally free. No more was my mind flooded with “hey you should check your email?” or “you should text that out” and “take a picture and send that to so and so, they’ll get a kick out of it!” My mind was finally free to focus and enjoy a single stream of thought. More importantly, I was able to enjoy uninterrupted time (mind and body) with others.

You know what is even more amazing that I realize now a few days later? I have solid memories of the entire trip. Maybe one day, someone will research and write about how digital memory has replaced human memory. I hope not. Yikes!

Now that I am back, I am maintaining the habit of scheduling use of technology. I am leaving it out of moments where I need to think, read, and more importantly create memories with those around me. I plan on scheduling routine “off the web” retreat days in my life to help sustain the balance.

The internet is a major part of our lives. But it doesn’t have to be a very sticky web. There is a time and place for engagement with technology vs engagement with other people. Our memories and our relationships are more significant than our technology. Let us all make it a priority to creating the best memories of each other through real life human engagement.

#illuminateon
#disney
#disneycruise

Dec 2, 2016     0 Comment     Blog Entrepreneur Mentor Responsible Freedom     ,

For years when I interviewed those looking to join the Intuitive Solutions Family, I would describe Intuitive’s work environment and say “the people who succeed here are the ones who can be responsible with freedom, because, we don’t like to micromanage here.”

This morning I came across a short Forbes.com article that describes the work culture at Netflix. Netflix, without question, is one of the most disruptive companies of the last decade that continues to succeed. Writer Kevin Kruse titles the article, “Netflix Has No Rules Because They Hire Great People.” This title immediately caught my attention. As my dream and what I’ve been working to build for Intuitive has been to achieve the same, A work environment with little or no rules!

At the end of the article, Kevin points to the following:

“Freedom And Responsibility

Instead of creating endless rules and processes, which is how most companies deal with major growth, Netflix asserted that a business should focus specifically on two things:

  1. Invest in hiring high-performance employees.
  2. Build and maintain a culture that rewards high-performers, and weeds out continuous, unimproved low performers.”

As part of our 2016 Strategic Reinvention Plan, we decided to invest into doing a better job at Talent Identification and Talent Recruiting.

“High performance” is very subjective and will vary company to company. At Intuitive it doesn’t mean those who can do the most work. It means those who can get the job done end-to-end with little or no management.

Another thing I’ve always said to potential new hires is “if I have to hire or ask a manager to follow-up and follow-through with your work, you won’t make it here too long” It shouldn’t take two people to do your job. If that is the case, then Intuitive is not the right place for you. Unfortunately, the weeding out does take place. Because, responsible freedom isn’t for everyone. Some people need someone over their shoulder. Weeding out here usually starts with an uncomfortable conversation, and then if no change escalates to the implementation of policy and procedure.

Let us all be the best practitioner’s of responsible freedom and continue to drive that going forward. This ingredient will empower Intuitive and your organization to succeed now and for years into the future!

#illuminateon

Mar 8, 2016     0 Comment     Blog Mentor     ,

“You know they are smarter than you if they are asking the RIGHT questions.”

Again, it was one of those things he said that I didn’t understand until much later.  What are “the right questions?” I asked myself over and over again until one day it hit me-the right questions are those that you can’t find an answer for immediately on your own.

Think about it, if you’re asked “are you thirsty?” you can almost immediately respond yes or no.   You didn’t have to think, right?  If asked about your job or things that you do every day, you could probably answer very quickly.  These are the “no effort” and “no challenge” questions.  Your not using any part of your mind that requires you to REALLY think. If all you have around you are people asking you what you already know, then you aren’t growing.

You don’t want to surround yourself with people who ask questions you already have the answer to.  If you are training, on boarding, and developing, then yes, you should expect to be asked lots of questions.  But if absolutely none of those cause you to think, then you’re not being challenged. REAL growth for you (and perhaps for your organization) you want those who ask questions that require you to dig deep.

As a matter of fact, if you have someone who asks questions that make you somewhat annoyed and perhaps even frustrated, it is likely these feelings are because you don’t have the answer and absolutely no clue where to get the answer.  Guess what? You have the right person sitting in front of you.  Sounds insane I know, but trust me.  It is exactly what you need for growth.

When you are digging deep to find and develop a solution, you are growing. When you are growing you are Illuminating yourself and others.

IlluminateOn!

Categories
Archive
Dec 18, 2017     0 Comment     Advisor Blog Consultant Entrepreneur Mentor Responsible Freedom    

Do you feel like you are being micromanaged? Chances are your actions and behaviors have something to do with it.

Here’s how to recognize when you are being micromanaged and some tips on how to get out of the micromanagement trap.

In principle, if your boss (could be a manager or customer) has confidence in your ability to understand objectives, put a plan together, and deliver timely results, they should never micromanage you. If you struggle with understanding objectives, aren’t able to put realistic plans together, and can’t execute, you’ll likely be on your way for micromanagement and possibly out the door.

Let’s say your boss has stopped sharing “why” or what the outcome objective is, and directly tells you what to do. If that describes your world, then you are in the micromanagement trap.

To get out of this trap, instead of directly doing what is being asked, start with uncovering the outcome objective. If you know the outcome objective, you will be better prepared to exceed expectations and participate in solving unexpected problems that come up along the way by using your subject matter expertise, your creative thinking, and your ideas to achieve the same outcome.

The goal is to earn the trust and confidence of your boss in your ability. That happens over time and not over night. A boss who only tells you what to do, trusts only your ability to complete a task. A boss who tells you why and shares the outcome objective, trusts your ability to see the big picture. A boss who shares the initial problem with you, trusts your ability to problem solve, see the picture, and get the job done. A boss who never checks in on you, trusts your ability to deliver on time.

Dec 6, 2017     0 Comment     Blog Consultant Entrepreneur Mentor    

When a customer asks you to do something, don’t. 

Credit: shutterstock - Igor Kisselev

Credit: shutterstock – Igor Kisselev

If you proceed to just “do” what they are telling you to do, then you are participating in their solution without knowing what the real problem is that they are trying to solve. Start with finding out what they are actually trying to achieve and why. That’s step one.

In step two, you are trying to uncover their workflow: What is their current workflow? How are they achieving their current goal now? What are the pains associated with whatever it is they are trying to do now? Ultimately, you are creating a new workflow to achieve the stated objective.

For step three, you want to find out what the restraints are. Ask, what are the financial restraints, the human resources restraints, and the time restraints. That helps you see capability and shows you the box that you are working in to solve their problems. Then compare their restraints and your own.

After these three steps you will be able to come up with far better solutions and to create bigger objectives or bigger achievements that may meet or even exceed your customer expectations.

Dec 13, 2016     0 Comment     Advisor Balance Blog Entrepreneur Human Interaction Internet Mentor     , , , , , ,

I remember back in the 90’s, the phrase used for the internet was “World Wide Web.” When you think of the word “web” what comes to mind? A spider’s web? Perhaps something sticky? If you get stuck to something sticky, when you try to pull away what happens? You get pulled back right? Yup, even though we now refer to “it” as the internet or the act of being online, its still a big blob of stickiness. Once your in, its almost impossible to get out.

Last week, I spent 7 days on a Disney cruise. Even though wifi was offered, I chose to be released from the sticky web. Something amazing happened, I enjoyed being fully human.

I stopped reaching for my phone at the every thought to check or share an email, idea, or picture. At first, the thoughts flooded my mind. But because I knew I was disconnected, I didn’t act on the thought to reach for my phone. Eventually, the thoughts went away. This is when I knew I was finally free. No more was my mind flooded with “hey you should check your email?” or “you should text that out” and “take a picture and send that to so and so, they’ll get a kick out of it!” My mind was finally free to focus and enjoy a single stream of thought. More importantly, I was able to enjoy uninterrupted time (mind and body) with others.

You know what is even more amazing that I realize now a few days later? I have solid memories of the entire trip. Maybe one day, someone will research and write about how digital memory has replaced human memory. I hope not. Yikes!

Now that I am back, I am maintaining the habit of scheduling use of technology. I am leaving it out of moments where I need to think, read, and more importantly create memories with those around me. I plan on scheduling routine “off the web” retreat days in my life to help sustain the balance.

The internet is a major part of our lives. But it doesn’t have to be a very sticky web. There is a time and place for engagement with technology vs engagement with other people. Our memories and our relationships are more significant than our technology. Let us all make it a priority to creating the best memories of each other through real life human engagement.

#illuminateon
#disney
#disneycruise

Dec 2, 2016     0 Comment     Blog Entrepreneur Mentor Responsible Freedom     ,

For years when I interviewed those looking to join the Intuitive Solutions Family, I would describe Intuitive’s work environment and say “the people who succeed here are the ones who can be responsible with freedom, because, we don’t like to micromanage here.”

This morning I came across a short Forbes.com article that describes the work culture at Netflix. Netflix, without question, is one of the most disruptive companies of the last decade that continues to succeed. Writer Kevin Kruse titles the article, “Netflix Has No Rules Because They Hire Great People.” This title immediately caught my attention. As my dream and what I’ve been working to build for Intuitive has been to achieve the same, A work environment with little or no rules!

At the end of the article, Kevin points to the following:

“Freedom And Responsibility

Instead of creating endless rules and processes, which is how most companies deal with major growth, Netflix asserted that a business should focus specifically on two things:

  1. Invest in hiring high-performance employees.
  2. Build and maintain a culture that rewards high-performers, and weeds out continuous, unimproved low performers.”

As part of our 2016 Strategic Reinvention Plan, we decided to invest into doing a better job at Talent Identification and Talent Recruiting.

“High performance” is very subjective and will vary company to company. At Intuitive it doesn’t mean those who can do the most work. It means those who can get the job done end-to-end with little or no management.

Another thing I’ve always said to potential new hires is “if I have to hire or ask a manager to follow-up and follow-through with your work, you won’t make it here too long” It shouldn’t take two people to do your job. If that is the case, then Intuitive is not the right place for you. Unfortunately, the weeding out does take place. Because, responsible freedom isn’t for everyone. Some people need someone over their shoulder. Weeding out here usually starts with an uncomfortable conversation, and then if no change escalates to the implementation of policy and procedure.

Let us all be the best practitioner’s of responsible freedom and continue to drive that going forward. This ingredient will empower Intuitive and your organization to succeed now and for years into the future!

#illuminateon

Mar 8, 2016     0 Comment     Blog Mentor     ,

“You know they are smarter than you if they are asking the RIGHT questions.”

Again, it was one of those things he said that I didn’t understand until much later.  What are “the right questions?” I asked myself over and over again until one day it hit me-the right questions are those that you can’t find an answer for immediately on your own.

Think about it, if you’re asked “are you thirsty?” you can almost immediately respond yes or no.   You didn’t have to think, right?  If asked about your job or things that you do every day, you could probably answer very quickly.  These are the “no effort” and “no challenge” questions.  Your not using any part of your mind that requires you to REALLY think. If all you have around you are people asking you what you already know, then you aren’t growing.

You don’t want to surround yourself with people who ask questions you already have the answer to.  If you are training, on boarding, and developing, then yes, you should expect to be asked lots of questions.  But if absolutely none of those cause you to think, then you’re not being challenged. REAL growth for you (and perhaps for your organization) you want those who ask questions that require you to dig deep.

As a matter of fact, if you have someone who asks questions that make you somewhat annoyed and perhaps even frustrated, it is likely these feelings are because you don’t have the answer and absolutely no clue where to get the answer.  Guess what? You have the right person sitting in front of you.  Sounds insane I know, but trust me.  It is exactly what you need for growth.

When you are digging deep to find and develop a solution, you are growing. When you are growing you are Illuminating yourself and others.

IlluminateOn!

Categories
Archive
Dec 18, 2017     0 Comment     Advisor Blog Consultant Entrepreneur Mentor Responsible Freedom    

Do you feel like you are being micromanaged? Chances are your actions and behaviors have something to do with it.

Here’s how to recognize when you are being micromanaged and some tips on how to get out of the micromanagement trap.

In principle, if your boss (could be a manager or customer) has confidence in your ability to understand objectives, put a plan together, and deliver timely results, they should never micromanage you. If you struggle with understanding objectives, aren’t able to put realistic plans together, and can’t execute, you’ll likely be on your way for micromanagement and possibly out the door.

Let’s say your boss has stopped sharing “why” or what the outcome objective is, and directly tells you what to do. If that describes your world, then you are in the micromanagement trap.

To get out of this trap, instead of directly doing what is being asked, start with uncovering the outcome objective. If you know the outcome objective, you will be better prepared to exceed expectations and participate in solving unexpected problems that come up along the way by using your subject matter expertise, your creative thinking, and your ideas to achieve the same outcome.

The goal is to earn the trust and confidence of your boss in your ability. That happens over time and not over night. A boss who only tells you what to do, trusts only your ability to complete a task. A boss who tells you why and shares the outcome objective, trusts your ability to see the big picture. A boss who shares the initial problem with you, trusts your ability to problem solve, see the picture, and get the job done. A boss who never checks in on you, trusts your ability to deliver on time.

Dec 6, 2017     0 Comment     Blog Consultant Entrepreneur Mentor    

When a customer asks you to do something, don’t. 

Credit: shutterstock - Igor Kisselev

Credit: shutterstock – Igor Kisselev

If you proceed to just “do” what they are telling you to do, then you are participating in their solution without knowing what the real problem is that they are trying to solve. Start with finding out what they are actually trying to achieve and why. That’s step one.

In step two, you are trying to uncover their workflow: What is their current workflow? How are they achieving their current goal now? What are the pains associated with whatever it is they are trying to do now? Ultimately, you are creating a new workflow to achieve the stated objective.

For step three, you want to find out what the restraints are. Ask, what are the financial restraints, the human resources restraints, and the time restraints. That helps you see capability and shows you the box that you are working in to solve their problems. Then compare their restraints and your own.

After these three steps you will be able to come up with far better solutions and to create bigger objectives or bigger achievements that may meet or even exceed your customer expectations.

Dec 13, 2016     0 Comment     Advisor Balance Blog Entrepreneur Human Interaction Internet Mentor     , , , , , ,

I remember back in the 90’s, the phrase used for the internet was “World Wide Web.” When you think of the word “web” what comes to mind? A spider’s web? Perhaps something sticky? If you get stuck to something sticky, when you try to pull away what happens? You get pulled back right? Yup, even though we now refer to “it” as the internet or the act of being online, its still a big blob of stickiness. Once your in, its almost impossible to get out.

Last week, I spent 7 days on a Disney cruise. Even though wifi was offered, I chose to be released from the sticky web. Something amazing happened, I enjoyed being fully human.

I stopped reaching for my phone at the every thought to check or share an email, idea, or picture. At first, the thoughts flooded my mind. But because I knew I was disconnected, I didn’t act on the thought to reach for my phone. Eventually, the thoughts went away. This is when I knew I was finally free. No more was my mind flooded with “hey you should check your email?” or “you should text that out” and “take a picture and send that to so and so, they’ll get a kick out of it!” My mind was finally free to focus and enjoy a single stream of thought. More importantly, I was able to enjoy uninterrupted time (mind and body) with others.

You know what is even more amazing that I realize now a few days later? I have solid memories of the entire trip. Maybe one day, someone will research and write about how digital memory has replaced human memory. I hope not. Yikes!

Now that I am back, I am maintaining the habit of scheduling use of technology. I am leaving it out of moments where I need to think, read, and more importantly create memories with those around me. I plan on scheduling routine “off the web” retreat days in my life to help sustain the balance.

The internet is a major part of our lives. But it doesn’t have to be a very sticky web. There is a time and place for engagement with technology vs engagement with other people. Our memories and our relationships are more significant than our technology. Let us all make it a priority to creating the best memories of each other through real life human engagement.

#illuminateon
#disney
#disneycruise

Dec 2, 2016     0 Comment     Blog Entrepreneur Mentor Responsible Freedom     ,

For years when I interviewed those looking to join the Intuitive Solutions Family, I would describe Intuitive’s work environment and say “the people who succeed here are the ones who can be responsible with freedom, because, we don’t like to micromanage here.”

This morning I came across a short Forbes.com article that describes the work culture at Netflix. Netflix, without question, is one of the most disruptive companies of the last decade that continues to succeed. Writer Kevin Kruse titles the article, “Netflix Has No Rules Because They Hire Great People.” This title immediately caught my attention. As my dream and what I’ve been working to build for Intuitive has been to achieve the same, A work environment with little or no rules!

At the end of the article, Kevin points to the following:

“Freedom And Responsibility

Instead of creating endless rules and processes, which is how most companies deal with major growth, Netflix asserted that a business should focus specifically on two things:

  1. Invest in hiring high-performance employees.
  2. Build and maintain a culture that rewards high-performers, and weeds out continuous, unimproved low performers.”

As part of our 2016 Strategic Reinvention Plan, we decided to invest into doing a better job at Talent Identification and Talent Recruiting.

“High performance” is very subjective and will vary company to company. At Intuitive it doesn’t mean those who can do the most work. It means those who can get the job done end-to-end with little or no management.

Another thing I’ve always said to potential new hires is “if I have to hire or ask a manager to follow-up and follow-through with your work, you won’t make it here too long” It shouldn’t take two people to do your job. If that is the case, then Intuitive is not the right place for you. Unfortunately, the weeding out does take place. Because, responsible freedom isn’t for everyone. Some people need someone over their shoulder. Weeding out here usually starts with an uncomfortable conversation, and then if no change escalates to the implementation of policy and procedure.

Let us all be the best practitioner’s of responsible freedom and continue to drive that going forward. This ingredient will empower Intuitive and your organization to succeed now and for years into the future!

#illuminateon

Mar 8, 2016     0 Comment     Blog Mentor     ,

“You know they are smarter than you if they are asking the RIGHT questions.”

Again, it was one of those things he said that I didn’t understand until much later.  What are “the right questions?” I asked myself over and over again until one day it hit me-the right questions are those that you can’t find an answer for immediately on your own.

Think about it, if you’re asked “are you thirsty?” you can almost immediately respond yes or no.   You didn’t have to think, right?  If asked about your job or things that you do every day, you could probably answer very quickly.  These are the “no effort” and “no challenge” questions.  Your not using any part of your mind that requires you to REALLY think. If all you have around you are people asking you what you already know, then you aren’t growing.

You don’t want to surround yourself with people who ask questions you already have the answer to.  If you are training, on boarding, and developing, then yes, you should expect to be asked lots of questions.  But if absolutely none of those cause you to think, then you’re not being challenged. REAL growth for you (and perhaps for your organization) you want those who ask questions that require you to dig deep.

As a matter of fact, if you have someone who asks questions that make you somewhat annoyed and perhaps even frustrated, it is likely these feelings are because you don’t have the answer and absolutely no clue where to get the answer.  Guess what? You have the right person sitting in front of you.  Sounds insane I know, but trust me.  It is exactly what you need for growth.

When you are digging deep to find and develop a solution, you are growing. When you are growing you are Illuminating yourself and others.

IlluminateOn!

Categories
Archive
Dec 18, 2017     0 Comment     Advisor Blog Consultant Entrepreneur Mentor Responsible Freedom    

Do you feel like you are being micromanaged? Chances are your actions and behaviors have something to do with it.

Here’s how to recognize when you are being micromanaged and some tips on how to get out of the micromanagement trap.

In principle, if your boss (could be a manager or customer) has confidence in your ability to understand objectives, put a plan together, and deliver timely results, they should never micromanage you. If you struggle with understanding objectives, aren’t able to put realistic plans together, and can’t execute, you’ll likely be on your way for micromanagement and possibly out the door.

Let’s say your boss has stopped sharing “why” or what the outcome objective is, and directly tells you what to do. If that describes your world, then you are in the micromanagement trap.

To get out of this trap, instead of directly doing what is being asked, start with uncovering the outcome objective. If you know the outcome objective, you will be better prepared to exceed expectations and participate in solving unexpected problems that come up along the way by using your subject matter expertise, your creative thinking, and your ideas to achieve the same outcome.

The goal is to earn the trust and confidence of your boss in your ability. That happens over time and not over night. A boss who only tells you what to do, trusts only your ability to complete a task. A boss who tells you why and shares the outcome objective, trusts your ability to see the big picture. A boss who shares the initial problem with you, trusts your ability to problem solve, see the picture, and get the job done. A boss who never checks in on you, trusts your ability to deliver on time.

Dec 6, 2017     0 Comment     Blog Consultant Entrepreneur Mentor    

When a customer asks you to do something, don’t. 

Credit: shutterstock - Igor Kisselev

Credit: shutterstock – Igor Kisselev

If you proceed to just “do” what they are telling you to do, then you are participating in their solution without knowing what the real problem is that they are trying to solve. Start with finding out what they are actually trying to achieve and why. That’s step one.

In step two, you are trying to uncover their workflow: What is their current workflow? How are they achieving their current goal now? What are the pains associated with whatever it is they are trying to do now? Ultimately, you are creating a new workflow to achieve the stated objective.

For step three, you want to find out what the restraints are. Ask, what are the financial restraints, the human resources restraints, and the time restraints. That helps you see capability and shows you the box that you are working in to solve their problems. Then compare their restraints and your own.

After these three steps you will be able to come up with far better solutions and to create bigger objectives or bigger achievements that may meet or even exceed your customer expectations.

Dec 13, 2016     0 Comment     Advisor Balance Blog Entrepreneur Human Interaction Internet Mentor     , , , , , ,

I remember back in the 90’s, the phrase used for the internet was “World Wide Web.” When you think of the word “web” what comes to mind? A spider’s web? Perhaps something sticky? If you get stuck to something sticky, when you try to pull away what happens? You get pulled back right? Yup, even though we now refer to “it” as the internet or the act of being online, its still a big blob of stickiness. Once your in, its almost impossible to get out.

Last week, I spent 7 days on a Disney cruise. Even though wifi was offered, I chose to be released from the sticky web. Something amazing happened, I enjoyed being fully human.

I stopped reaching for my phone at the every thought to check or share an email, idea, or picture. At first, the thoughts flooded my mind. But because I knew I was disconnected, I didn’t act on the thought to reach for my phone. Eventually, the thoughts went away. This is when I knew I was finally free. No more was my mind flooded with “hey you should check your email?” or “you should text that out” and “take a picture and send that to so and so, they’ll get a kick out of it!” My mind was finally free to focus and enjoy a single stream of thought. More importantly, I was able to enjoy uninterrupted time (mind and body) with others.

You know what is even more amazing that I realize now a few days later? I have solid memories of the entire trip. Maybe one day, someone will research and write about how digital memory has replaced human memory. I hope not. Yikes!

Now that I am back, I am maintaining the habit of scheduling use of technology. I am leaving it out of moments where I need to think, read, and more importantly create memories with those around me. I plan on scheduling routine “off the web” retreat days in my life to help sustain the balance.

The internet is a major part of our lives. But it doesn’t have to be a very sticky web. There is a time and place for engagement with technology vs engagement with other people. Our memories and our relationships are more significant than our technology. Let us all make it a priority to creating the best memories of each other through real life human engagement.

#illuminateon
#disney
#disneycruise

Dec 2, 2016     0 Comment     Blog Entrepreneur Mentor Responsible Freedom     ,

For years when I interviewed those looking to join the Intuitive Solutions Family, I would describe Intuitive’s work environment and say “the people who succeed here are the ones who can be responsible with freedom, because, we don’t like to micromanage here.”

This morning I came across a short Forbes.com article that describes the work culture at Netflix. Netflix, without question, is one of the most disruptive companies of the last decade that continues to succeed. Writer Kevin Kruse titles the article, “Netflix Has No Rules Because They Hire Great People.” This title immediately caught my attention. As my dream and what I’ve been working to build for Intuitive has been to achieve the same, A work environment with little or no rules!

At the end of the article, Kevin points to the following:

“Freedom And Responsibility

Instead of creating endless rules and processes, which is how most companies deal with major growth, Netflix asserted that a business should focus specifically on two things:

  1. Invest in hiring high-performance employees.
  2. Build and maintain a culture that rewards high-performers, and weeds out continuous, unimproved low performers.”

As part of our 2016 Strategic Reinvention Plan, we decided to invest into doing a better job at Talent Identification and Talent Recruiting.

“High performance” is very subjective and will vary company to company. At Intuitive it doesn’t mean those who can do the most work. It means those who can get the job done end-to-end with little or no management.

Another thing I’ve always said to potential new hires is “if I have to hire or ask a manager to follow-up and follow-through with your work, you won’t make it here too long” It shouldn’t take two people to do your job. If that is the case, then Intuitive is not the right place for you. Unfortunately, the weeding out does take place. Because, responsible freedom isn’t for everyone. Some people need someone over their shoulder. Weeding out here usually starts with an uncomfortable conversation, and then if no change escalates to the implementation of policy and procedure.

Let us all be the best practitioner’s of responsible freedom and continue to drive that going forward. This ingredient will empower Intuitive and your organization to succeed now and for years into the future!

#illuminateon

Mar 8, 2016     0 Comment     Blog Mentor     ,

“You know they are smarter than you if they are asking the RIGHT questions.”

Again, it was one of those things he said that I didn’t understand until much later.  What are “the right questions?” I asked myself over and over again until one day it hit me-the right questions are those that you can’t find an answer for immediately on your own.

Think about it, if you’re asked “are you thirsty?” you can almost immediately respond yes or no.   You didn’t have to think, right?  If asked about your job or things that you do every day, you could probably answer very quickly.  These are the “no effort” and “no challenge” questions.  Your not using any part of your mind that requires you to REALLY think. If all you have around you are people asking you what you already know, then you aren’t growing.

You don’t want to surround yourself with people who ask questions you already have the answer to.  If you are training, on boarding, and developing, then yes, you should expect to be asked lots of questions.  But if absolutely none of those cause you to think, then you’re not being challenged. REAL growth for you (and perhaps for your organization) you want those who ask questions that require you to dig deep.

As a matter of fact, if you have someone who asks questions that make you somewhat annoyed and perhaps even frustrated, it is likely these feelings are because you don’t have the answer and absolutely no clue where to get the answer.  Guess what? You have the right person sitting in front of you.  Sounds insane I know, but trust me.  It is exactly what you need for growth.

When you are digging deep to find and develop a solution, you are growing. When you are growing you are Illuminating yourself and others.

IlluminateOn!

Categories
Archive
Dec 18, 2017     0 Comment     Advisor Blog Consultant Entrepreneur Mentor Responsible Freedom    

Do you feel like you are being micromanaged? Chances are your actions and behaviors have something to do with it.

Here’s how to recognize when you are being micromanaged and some tips on how to get out of the micromanagement trap.

In principle, if your boss (could be a manager or customer) has confidence in your ability to understand objectives, put a plan together, and deliver timely results, they should never micromanage you. If you struggle with understanding objectives, aren’t able to put realistic plans together, and can’t execute, you’ll likely be on your way for micromanagement and possibly out the door.

Let’s say your boss has stopped sharing “why” or what the outcome objective is, and directly tells you what to do. If that describes your world, then you are in the micromanagement trap.

To get out of this trap, instead of directly doing what is being asked, start with uncovering the outcome objective. If you know the outcome objective, you will be better prepared to exceed expectations and participate in solving unexpected problems that come up along the way by using your subject matter expertise, your creative thinking, and your ideas to achieve the same outcome.

The goal is to earn the trust and confidence of your boss in your ability. That happens over time and not over night. A boss who only tells you what to do, trusts only your ability to complete a task. A boss who tells you why and shares the outcome objective, trusts your ability to see the big picture. A boss who shares the initial problem with you, trusts your ability to problem solve, see the picture, and get the job done. A boss who never checks in on you, trusts your ability to deliver on time.

Dec 6, 2017     0 Comment     Blog Consultant Entrepreneur Mentor    

When a customer asks you to do something, don’t. 

Credit: shutterstock - Igor Kisselev

Credit: shutterstock – Igor Kisselev

If you proceed to just “do” what they are telling you to do, then you are participating in their solution without knowing what the real problem is that they are trying to solve. Start with finding out what they are actually trying to achieve and why. That’s step one.

In step two, you are trying to uncover their workflow: What is their current workflow? How are they achieving their current goal now? What are the pains associated with whatever it is they are trying to do now? Ultimately, you are creating a new workflow to achieve the stated objective.

For step three, you want to find out what the restraints are. Ask, what are the financial restraints, the human resources restraints, and the time restraints. That helps you see capability and shows you the box that you are working in to solve their problems. Then compare their restraints and your own.

After these three steps you will be able to come up with far better solutions and to create bigger objectives or bigger achievements that may meet or even exceed your customer expectations.

Dec 13, 2016     0 Comment     Advisor Balance Blog Entrepreneur Human Interaction Internet Mentor     , , , , , ,

I remember back in the 90’s, the phrase used for the internet was “World Wide Web.” When you think of the word “web” what comes to mind? A spider’s web? Perhaps something sticky? If you get stuck to something sticky, when you try to pull away what happens? You get pulled back right? Yup, even though we now refer to “it” as the internet or the act of being online, its still a big blob of stickiness. Once your in, its almost impossible to get out.

Last week, I spent 7 days on a Disney cruise. Even though wifi was offered, I chose to be released from the sticky web. Something amazing happened, I enjoyed being fully human.

I stopped reaching for my phone at the every thought to check or share an email, idea, or picture. At first, the thoughts flooded my mind. But because I knew I was disconnected, I didn’t act on the thought to reach for my phone. Eventually, the thoughts went away. This is when I knew I was finally free. No more was my mind flooded with “hey you should check your email?” or “you should text that out” and “take a picture and send that to so and so, they’ll get a kick out of it!” My mind was finally free to focus and enjoy a single stream of thought. More importantly, I was able to enjoy uninterrupted time (mind and body) with others.

You know what is even more amazing that I realize now a few days later? I have solid memories of the entire trip. Maybe one day, someone will research and write about how digital memory has replaced human memory. I hope not. Yikes!

Now that I am back, I am maintaining the habit of scheduling use of technology. I am leaving it out of moments where I need to think, read, and more importantly create memories with those around me. I plan on scheduling routine “off the web” retreat days in my life to help sustain the balance.

The internet is a major part of our lives. But it doesn’t have to be a very sticky web. There is a time and place for engagement with technology vs engagement with other people. Our memories and our relationships are more significant than our technology. Let us all make it a priority to creating the best memories of each other through real life human engagement.

#illuminateon
#disney
#disneycruise

Dec 2, 2016     0 Comment     Blog Entrepreneur Mentor Responsible Freedom     ,

For years when I interviewed those looking to join the Intuitive Solutions Family, I would describe Intuitive’s work environment and say “the people who succeed here are the ones who can be responsible with freedom, because, we don’t like to micromanage here.”

This morning I came across a short Forbes.com article that describes the work culture at Netflix. Netflix, without question, is one of the most disruptive companies of the last decade that continues to succeed. Writer Kevin Kruse titles the article, “Netflix Has No Rules Because They Hire Great People.” This title immediately caught my attention. As my dream and what I’ve been working to build for Intuitive has been to achieve the same, A work environment with little or no rules!

At the end of the article, Kevin points to the following:

“Freedom And Responsibility

Instead of creating endless rules and processes, which is how most companies deal with major growth, Netflix asserted that a business should focus specifically on two things:

  1. Invest in hiring high-performance employees.
  2. Build and maintain a culture that rewards high-performers, and weeds out continuous, unimproved low performers.”

As part of our 2016 Strategic Reinvention Plan, we decided to invest into doing a better job at Talent Identification and Talent Recruiting.

“High performance” is very subjective and will vary company to company. At Intuitive it doesn’t mean those who can do the most work. It means those who can get the job done end-to-end with little or no management.

Another thing I’ve always said to potential new hires is “if I have to hire or ask a manager to follow-up and follow-through with your work, you won’t make it here too long” It shouldn’t take two people to do your job. If that is the case, then Intuitive is not the right place for you. Unfortunately, the weeding out does take place. Because, responsible freedom isn’t for everyone. Some people need someone over their shoulder. Weeding out here usually starts with an uncomfortable conversation, and then if no change escalates to the implementation of policy and procedure.

Let us all be the best practitioner’s of responsible freedom and continue to drive that going forward. This ingredient will empower Intuitive and your organization to succeed now and for years into the future!

#illuminateon

Mar 8, 2016     0 Comment     Blog Mentor     ,

“You know they are smarter than you if they are asking the RIGHT questions.”

Again, it was one of those things he said that I didn’t understand until much later.  What are “the right questions?” I asked myself over and over again until one day it hit me-the right questions are those that you can’t find an answer for immediately on your own.

Think about it, if you’re asked “are you thirsty?” you can almost immediately respond yes or no.   You didn’t have to think, right?  If asked about your job or things that you do every day, you could probably answer very quickly.  These are the “no effort” and “no challenge” questions.  Your not using any part of your mind that requires you to REALLY think. If all you have around you are people asking you what you already know, then you aren’t growing.

You don’t want to surround yourself with people who ask questions you already have the answer to.  If you are training, on boarding, and developing, then yes, you should expect to be asked lots of questions.  But if absolutely none of those cause you to think, then you’re not being challenged. REAL growth for you (and perhaps for your organization) you want those who ask questions that require you to dig deep.

As a matter of fact, if you have someone who asks questions that make you somewhat annoyed and perhaps even frustrated, it is likely these feelings are because you don’t have the answer and absolutely no clue where to get the answer.  Guess what? You have the right person sitting in front of you.  Sounds insane I know, but trust me.  It is exactly what you need for growth.

When you are digging deep to find and develop a solution, you are growing. When you are growing you are Illuminating yourself and others.

IlluminateOn!

Categories
Archive
Dec 18, 2017     0 Comment     Advisor Blog Consultant Entrepreneur Mentor Responsible Freedom    

Do you feel like you are being micromanaged? Chances are your actions and behaviors have something to do with it.

Here’s how to recognize when you are being micromanaged and some tips on how to get out of the micromanagement trap.

In principle, if your boss (could be a manager or customer) has confidence in your ability to understand objectives, put a plan together, and deliver timely results, they should never micromanage you. If you struggle with understanding objectives, aren’t able to put realistic plans together, and can’t execute, you’ll likely be on your way for micromanagement and possibly out the door.

Let’s say your boss has stopped sharing “why” or what the outcome objective is, and directly tells you what to do. If that describes your world, then you are in the micromanagement trap.

To get out of this trap, instead of directly doing what is being asked, start with uncovering the outcome objective. If you know the outcome objective, you will be better prepared to exceed expectations and participate in solving unexpected problems that come up along the way by using your subject matter expertise, your creative thinking, and your ideas to achieve the same outcome.

The goal is to earn the trust and confidence of your boss in your ability. That happens over time and not over night. A boss who only tells you what to do, trusts only your ability to complete a task. A boss who tells you why and shares the outcome objective, trusts your ability to see the big picture. A boss who shares the initial problem with you, trusts your ability to problem solve, see the picture, and get the job done. A boss who never checks in on you, trusts your ability to deliver on time.

Dec 6, 2017     0 Comment     Blog Consultant Entrepreneur Mentor    

When a customer asks you to do something, don’t. 

Credit: shutterstock - Igor Kisselev

Credit: shutterstock – Igor Kisselev

If you proceed to just “do” what they are telling you to do, then you are participating in their solution without knowing what the real problem is that they are trying to solve. Start with finding out what they are actually trying to achieve and why. That’s step one.

In step two, you are trying to uncover their workflow: What is their current workflow? How are they achieving their current goal now? What are the pains associated with whatever it is they are trying to do now? Ultimately, you are creating a new workflow to achieve the stated objective.

For step three, you want to find out what the restraints are. Ask, what are the financial restraints, the human resources restraints, and the time restraints. That helps you see capability and shows you the box that you are working in to solve their problems. Then compare their restraints and your own.

After these three steps you will be able to come up with far better solutions and to create bigger objectives or bigger achievements that may meet or even exceed your customer expectations.

Dec 13, 2016     0 Comment     Advisor Balance Blog Entrepreneur Human Interaction Internet Mentor     , , , , , ,

I remember back in the 90’s, the phrase used for the internet was “World Wide Web.” When you think of the word “web” what comes to mind? A spider’s web? Perhaps something sticky? If you get stuck to something sticky, when you try to pull away what happens? You get pulled back right? Yup, even though we now refer to “it” as the internet or the act of being online, its still a big blob of stickiness. Once your in, its almost impossible to get out.

Last week, I spent 7 days on a Disney cruise. Even though wifi was offered, I chose to be released from the sticky web. Something amazing happened, I enjoyed being fully human.

I stopped reaching for my phone at the every thought to check or share an email, idea, or picture. At first, the thoughts flooded my mind. But because I knew I was disconnected, I didn’t act on the thought to reach for my phone. Eventually, the thoughts went away. This is when I knew I was finally free. No more was my mind flooded with “hey you should check your email?” or “you should text that out” and “take a picture and send that to so and so, they’ll get a kick out of it!” My mind was finally free to focus and enjoy a single stream of thought. More importantly, I was able to enjoy uninterrupted time (mind and body) with others.

You know what is even more amazing that I realize now a few days later? I have solid memories of the entire trip. Maybe one day, someone will research and write about how digital memory has replaced human memory. I hope not. Yikes!

Now that I am back, I am maintaining the habit of scheduling use of technology. I am leaving it out of moments where I need to think, read, and more importantly create memories with those around me. I plan on scheduling routine “off the web” retreat days in my life to help sustain the balance.

The internet is a major part of our lives. But it doesn’t have to be a very sticky web. There is a time and place for engagement with technology vs engagement with other people. Our memories and our relationships are more significant than our technology. Let us all make it a priority to creating the best memories of each other through real life human engagement.

#illuminateon
#disney
#disneycruise

Dec 2, 2016     0 Comment     Blog Entrepreneur Mentor Responsible Freedom     ,

For years when I interviewed those looking to join the Intuitive Solutions Family, I would describe Intuitive’s work environment and say “the people who succeed here are the ones who can be responsible with freedom, because, we don’t like to micromanage here.”

This morning I came across a short Forbes.com article that describes the work culture at Netflix. Netflix, without question, is one of the most disruptive companies of the last decade that continues to succeed. Writer Kevin Kruse titles the article, “Netflix Has No Rules Because They Hire Great People.” This title immediately caught my attention. As my dream and what I’ve been working to build for Intuitive has been to achieve the same, A work environment with little or no rules!

At the end of the article, Kevin points to the following:

“Freedom And Responsibility

Instead of creating endless rules and processes, which is how most companies deal with major growth, Netflix asserted that a business should focus specifically on two things:

  1. Invest in hiring high-performance employees.
  2. Build and maintain a culture that rewards high-performers, and weeds out continuous, unimproved low performers.”

As part of our 2016 Strategic Reinvention Plan, we decided to invest into doing a better job at Talent Identification and Talent Recruiting.

“High performance” is very subjective and will vary company to company. At Intuitive it doesn’t mean those who can do the most work. It means those who can get the job done end-to-end with little or no management.

Another thing I’ve always said to potential new hires is “if I have to hire or ask a manager to follow-up and follow-through with your work, you won’t make it here too long” It shouldn’t take two people to do your job. If that is the case, then Intuitive is not the right place for you. Unfortunately, the weeding out does take place. Because, responsible freedom isn’t for everyone. Some people need someone over their shoulder. Weeding out here usually starts with an uncomfortable conversation, and then if no change escalates to the implementation of policy and procedure.

Let us all be the best practitioner’s of responsible freedom and continue to drive that going forward. This ingredient will empower Intuitive and your organization to succeed now and for years into the future!

#illuminateon

Mar 8, 2016     0 Comment     Blog Mentor     ,

“You know they are smarter than you if they are asking the RIGHT questions.”

Again, it was one of those things he said that I didn’t understand until much later.  What are “the right questions?” I asked myself over and over again until one day it hit me-the right questions are those that you can’t find an answer for immediately on your own.

Think about it, if you’re asked “are you thirsty?” you can almost immediately respond yes or no.   You didn’t have to think, right?  If asked about your job or things that you do every day, you could probably answer very quickly.  These are the “no effort” and “no challenge” questions.  Your not using any part of your mind that requires you to REALLY think. If all you have around you are people asking you what you already know, then you aren’t growing.

You don’t want to surround yourself with people who ask questions you already have the answer to.  If you are training, on boarding, and developing, then yes, you should expect to be asked lots of questions.  But if absolutely none of those cause you to think, then you’re not being challenged. REAL growth for you (and perhaps for your organization) you want those who ask questions that require you to dig deep.

As a matter of fact, if you have someone who asks questions that make you somewhat annoyed and perhaps even frustrated, it is likely these feelings are because you don’t have the answer and absolutely no clue where to get the answer.  Guess what? You have the right person sitting in front of you.  Sounds insane I know, but trust me.  It is exactly what you need for growth.

When you are digging deep to find and develop a solution, you are growing. When you are growing you are Illuminating yourself and others.

IlluminateOn!

Categories
Archive
Dec 18, 2017     0 Comment     Advisor Blog Consultant Entrepreneur Mentor Responsible Freedom    

Do you feel like you are being micromanaged? Chances are your actions and behaviors have something to do with it.

Here’s how to recognize when you are being micromanaged and some tips on how to get out of the micromanagement trap.

In principle, if your boss (could be a manager or customer) has confidence in your ability to understand objectives, put a plan together, and deliver timely results, they should never micromanage you. If you struggle with understanding objectives, aren’t able to put realistic plans together, and can’t execute, you’ll likely be on your way for micromanagement and possibly out the door.

Let’s say your boss has stopped sharing “why” or what the outcome objective is, and directly tells you what to do. If that describes your world, then you are in the micromanagement trap.

To get out of this trap, instead of directly doing what is being asked, start with uncovering the outcome objective. If you know the outcome objective, you will be better prepared to exceed expectations and participate in solving unexpected problems that come up along the way by using your subject matter expertise, your creative thinking, and your ideas to achieve the same outcome.

The goal is to earn the trust and confidence of your boss in your ability. That happens over time and not over night. A boss who only tells you what to do, trusts only your ability to complete a task. A boss who tells you why and shares the outcome objective, trusts your ability to see the big picture. A boss who shares the initial problem with you, trusts your ability to problem solve, see the picture, and get the job done. A boss who never checks in on you, trusts your ability to deliver on time.

Dec 6, 2017     0 Comment     Blog Consultant Entrepreneur Mentor    

When a customer asks you to do something, don’t. 

Credit: shutterstock - Igor Kisselev

Credit: shutterstock – Igor Kisselev

If you proceed to just “do” what they are telling you to do, then you are participating in their solution without knowing what the real problem is that they are trying to solve. Start with finding out what they are actually trying to achieve and why. That’s step one.

In step two, you are trying to uncover their workflow: What is their current workflow? How are they achieving their current goal now? What are the pains associated with whatever it is they are trying to do now? Ultimately, you are creating a new workflow to achieve the stated objective.

For step three, you want to find out what the restraints are. Ask, what are the financial restraints, the human resources restraints, and the time restraints. That helps you see capability and shows you the box that you are working in to solve their problems. Then compare their restraints and your own.

After these three steps you will be able to come up with far better solutions and to create bigger objectives or bigger achievements that may meet or even exceed your customer expectations.

Dec 13, 2016     0 Comment     Advisor Balance Blog Entrepreneur Human Interaction Internet Mentor     , , , , , ,

I remember back in the 90’s, the phrase used for the internet was “World Wide Web.” When you think of the word “web” what comes to mind? A spider’s web? Perhaps something sticky? If you get stuck to something sticky, when you try to pull away what happens? You get pulled back right? Yup, even though we now refer to “it” as the internet or the act of being online, its still a big blob of stickiness. Once your in, its almost impossible to get out.

Last week, I spent 7 days on a Disney cruise. Even though wifi was offered, I chose to be released from the sticky web. Something amazing happened, I enjoyed being fully human.

I stopped reaching for my phone at the every thought to check or share an email, idea, or picture. At first, the thoughts flooded my mind. But because I knew I was disconnected, I didn’t act on the thought to reach for my phone. Eventually, the thoughts went away. This is when I knew I was finally free. No more was my mind flooded with “hey you should check your email?” or “you should text that out” and “take a picture and send that to so and so, they’ll get a kick out of it!” My mind was finally free to focus and enjoy a single stream of thought. More importantly, I was able to enjoy uninterrupted time (mind and body) with others.

You know what is even more amazing that I realize now a few days later? I have solid memories of the entire trip. Maybe one day, someone will research and write about how digital memory has replaced human memory. I hope not. Yikes!

Now that I am back, I am maintaining the habit of scheduling use of technology. I am leaving it out of moments where I need to think, read, and more importantly create memories with those around me. I plan on scheduling routine “off the web” retreat days in my life to help sustain the balance.

The internet is a major part of our lives. But it doesn’t have to be a very sticky web. There is a time and place for engagement with technology vs engagement with other people. Our memories and our relationships are more significant than our technology. Let us all make it a priority to creating the best memories of each other through real life human engagement.

#illuminateon
#disney
#disneycruise

Dec 2, 2016     0 Comment     Blog Entrepreneur Mentor Responsible Freedom     ,

For years when I interviewed those looking to join the Intuitive Solutions Family, I would describe Intuitive’s work environment and say “the people who succeed here are the ones who can be responsible with freedom, because, we don’t like to micromanage here.”

This morning I came across a short Forbes.com article that describes the work culture at Netflix. Netflix, without question, is one of the most disruptive companies of the last decade that continues to succeed. Writer Kevin Kruse titles the article, “Netflix Has No Rules Because They Hire Great People.” This title immediately caught my attention. As my dream and what I’ve been working to build for Intuitive has been to achieve the same, A work environment with little or no rules!

At the end of the article, Kevin points to the following:

“Freedom And Responsibility

Instead of creating endless rules and processes, which is how most companies deal with major growth, Netflix asserted that a business should focus specifically on two things:

  1. Invest in hiring high-performance employees.
  2. Build and maintain a culture that rewards high-performers, and weeds out continuous, unimproved low performers.”

As part of our 2016 Strategic Reinvention Plan, we decided to invest into doing a better job at Talent Identification and Talent Recruiting.

“High performance” is very subjective and will vary company to company. At Intuitive it doesn’t mean those who can do the most work. It means those who can get the job done end-to-end with little or no management.

Another thing I’ve always said to potential new hires is “if I have to hire or ask a manager to follow-up and follow-through with your work, you won’t make it here too long” It shouldn’t take two people to do your job. If that is the case, then Intuitive is not the right place for you. Unfortunately, the weeding out does take place. Because, responsible freedom isn’t for everyone. Some people need someone over their shoulder. Weeding out here usually starts with an uncomfortable conversation, and then if no change escalates to the implementation of policy and procedure.

Let us all be the best practitioner’s of responsible freedom and continue to drive that going forward. This ingredient will empower Intuitive and your organization to succeed now and for years into the future!

#illuminateon

Mar 8, 2016     0 Comment     Blog Mentor     ,

“You know they are smarter than you if they are asking the RIGHT questions.”

Again, it was one of those things he said that I didn’t understand until much later.  What are “the right questions?” I asked myself over and over again until one day it hit me-the right questions are those that you can’t find an answer for immediately on your own.

Think about it, if you’re asked “are you thirsty?” you can almost immediately respond yes or no.   You didn’t have to think, right?  If asked about your job or things that you do every day, you could probably answer very quickly.  These are the “no effort” and “no challenge” questions.  Your not using any part of your mind that requires you to REALLY think. If all you have around you are people asking you what you already know, then you aren’t growing.

You don’t want to surround yourself with people who ask questions you already have the answer to.  If you are training, on boarding, and developing, then yes, you should expect to be asked lots of questions.  But if absolutely none of those cause you to think, then you’re not being challenged. REAL growth for you (and perhaps for your organization) you want those who ask questions that require you to dig deep.

As a matter of fact, if you have someone who asks questions that make you somewhat annoyed and perhaps even frustrated, it is likely these feelings are because you don’t have the answer and absolutely no clue where to get the answer.  Guess what? You have the right person sitting in front of you.  Sounds insane I know, but trust me.  It is exactly what you need for growth.

When you are digging deep to find and develop a solution, you are growing. When you are growing you are Illuminating yourself and others.

IlluminateOn!

Categories
Archive
Dec 18, 2017     0 Comment     Advisor Blog Consultant Entrepreneur Mentor Responsible Freedom    

Do you feel like you are being micromanaged? Chances are your actions and behaviors have something to do with it.

Here’s how to recognize when you are being micromanaged and some tips on how to get out of the micromanagement trap.

In principle, if your boss (could be a manager or customer) has confidence in your ability to understand objectives, put a plan together, and deliver timely results, they should never micromanage you. If you struggle with understanding objectives, aren’t able to put realistic plans together, and can’t execute, you’ll likely be on your way for micromanagement and possibly out the door.

Let’s say your boss has stopped sharing “why” or what the outcome objective is, and directly tells you what to do. If that describes your world, then you are in the micromanagement trap.

To get out of this trap, instead of directly doing what is being asked, start with uncovering the outcome objective. If you know the outcome objective, you will be better prepared to exceed expectations and participate in solving unexpected problems that come up along the way by using your subject matter expertise, your creative thinking, and your ideas to achieve the same outcome.

The goal is to earn the trust and confidence of your boss in your ability. That happens over time and not over night. A boss who only tells you what to do, trusts only your ability to complete a task. A boss who tells you why and shares the outcome objective, trusts your ability to see the big picture. A boss who shares the initial problem with you, trusts your ability to problem solve, see the picture, and get the job done. A boss who never checks in on you, trusts your ability to deliver on time.

Dec 6, 2017     0 Comment     Blog Consultant Entrepreneur Mentor    

When a customer asks you to do something, don’t. 

Credit: shutterstock - Igor Kisselev

Credit: shutterstock – Igor Kisselev

If you proceed to just “do” what they are telling you to do, then you are participating in their solution without knowing what the real problem is that they are trying to solve. Start with finding out what they are actually trying to achieve and why. That’s step one.

In step two, you are trying to uncover their workflow: What is their current workflow? How are they achieving their current goal now? What are the pains associated with whatever it is they are trying to do now? Ultimately, you are creating a new workflow to achieve the stated objective.

For step three, you want to find out what the restraints are. Ask, what are the financial restraints, the human resources restraints, and the time restraints. That helps you see capability and shows you the box that you are working in to solve their problems. Then compare their restraints and your own.

After these three steps you will be able to come up with far better solutions and to create bigger objectives or bigger achievements that may meet or even exceed your customer expectations.

Dec 13, 2016     0 Comment     Advisor Balance Blog Entrepreneur Human Interaction Internet Mentor     , , , , , ,

I remember back in the 90’s, the phrase used for the internet was “World Wide Web.” When you think of the word “web” what comes to mind? A spider’s web? Perhaps something sticky? If you get stuck to something sticky, when you try to pull away what happens? You get pulled back right? Yup, even though we now refer to “it” as the internet or the act of being online, its still a big blob of stickiness. Once your in, its almost impossible to get out.

Last week, I spent 7 days on a Disney cruise. Even though wifi was offered, I chose to be released from the sticky web. Something amazing happened, I enjoyed being fully human.

I stopped reaching for my phone at the every thought to check or share an email, idea, or picture. At first, the thoughts flooded my mind. But because I knew I was disconnected, I didn’t act on the thought to reach for my phone. Eventually, the thoughts went away. This is when I knew I was finally free. No more was my mind flooded with “hey you should check your email?” or “you should text that out” and “take a picture and send that to so and so, they’ll get a kick out of it!” My mind was finally free to focus and enjoy a single stream of thought. More importantly, I was able to enjoy uninterrupted time (mind and body) with others.

You know what is even more amazing that I realize now a few days later? I have solid memories of the entire trip. Maybe one day, someone will research and write about how digital memory has replaced human memory. I hope not. Yikes!

Now that I am back, I am maintaining the habit of scheduling use of technology. I am leaving it out of moments where I need to think, read, and more importantly create memories with those around me. I plan on scheduling routine “off the web” retreat days in my life to help sustain the balance.

The internet is a major part of our lives. But it doesn’t have to be a very sticky web. There is a time and place for engagement with technology vs engagement with other people. Our memories and our relationships are more significant than our technology. Let us all make it a priority to creating the best memories of each other through real life human engagement.

#illuminateon
#disney
#disneycruise

Dec 2, 2016     0 Comment     Blog Entrepreneur Mentor Responsible Freedom     ,

For years when I interviewed those looking to join the Intuitive Solutions Family, I would describe Intuitive’s work environment and say “the people who succeed here are the ones who can be responsible with freedom, because, we don’t like to micromanage here.”

This morning I came across a short Forbes.com article that describes the work culture at Netflix. Netflix, without question, is one of the most disruptive companies of the last decade that continues to succeed. Writer Kevin Kruse titles the article, “Netflix Has No Rules Because They Hire Great People.” This title immediately caught my attention. As my dream and what I’ve been working to build for Intuitive has been to achieve the same, A work environment with little or no rules!

At the end of the article, Kevin points to the following:

“Freedom And Responsibility

Instead of creating endless rules and processes, which is how most companies deal with major growth, Netflix asserted that a business should focus specifically on two things:

  1. Invest in hiring high-performance employees.
  2. Build and maintain a culture that rewards high-performers, and weeds out continuous, unimproved low performers.”

As part of our 2016 Strategic Reinvention Plan, we decided to invest into doing a better job at Talent Identification and Talent Recruiting.

“High performance” is very subjective and will vary company to company. At Intuitive it doesn’t mean those who can do the most work. It means those who can get the job done end-to-end with little or no management.

Another thing I’ve always said to potential new hires is “if I have to hire or ask a manager to follow-up and follow-through with your work, you won’t make it here too long” It shouldn’t take two people to do your job. If that is the case, then Intuitive is not the right place for you. Unfortunately, the weeding out does take place. Because, responsible freedom isn’t for everyone. Some people need someone over their shoulder. Weeding out here usually starts with an uncomfortable conversation, and then if no change escalates to the implementation of policy and procedure.

Let us all be the best practitioner’s of responsible freedom and continue to drive that going forward. This ingredient will empower Intuitive and your organization to succeed now and for years into the future!

#illuminateon

Mar 8, 2016     0 Comment     Blog Mentor     ,

“You know they are smarter than you if they are asking the RIGHT questions.”

Again, it was one of those things he said that I didn’t understand until much later.  What are “the right questions?” I asked myself over and over again until one day it hit me-the right questions are those that you can’t find an answer for immediately on your own.

Think about it, if you’re asked “are you thirsty?” you can almost immediately respond yes or no.   You didn’t have to think, right?  If asked about your job or things that you do every day, you could probably answer very quickly.  These are the “no effort” and “no challenge” questions.  Your not using any part of your mind that requires you to REALLY think. If all you have around you are people asking you what you already know, then you aren’t growing.

You don’t want to surround yourself with people who ask questions you already have the answer to.  If you are training, on boarding, and developing, then yes, you should expect to be asked lots of questions.  But if absolutely none of those cause you to think, then you’re not being challenged. REAL growth for you (and perhaps for your organization) you want those who ask questions that require you to dig deep.

As a matter of fact, if you have someone who asks questions that make you somewhat annoyed and perhaps even frustrated, it is likely these feelings are because you don’t have the answer and absolutely no clue where to get the answer.  Guess what? You have the right person sitting in front of you.  Sounds insane I know, but trust me.  It is exactly what you need for growth.

When you are digging deep to find and develop a solution, you are growing. When you are growing you are Illuminating yourself and others.

IlluminateOn!

Categories
Archive
Dec 18, 2017     0 Comment     Advisor Blog Consultant Entrepreneur Mentor Responsible Freedom    

Do you feel like you are being micromanaged? Chances are your actions and behaviors have something to do with it.

Here’s how to recognize when you are being micromanaged and some tips on how to get out of the micromanagement trap.

In principle, if your boss (could be a manager or customer) has confidence in your ability to understand objectives, put a plan together, and deliver timely results, they should never micromanage you. If you struggle with understanding objectives, aren’t able to put realistic plans together, and can’t execute, you’ll likely be on your way for micromanagement and possibly out the door.

Let’s say your boss has stopped sharing “why” or what the outcome objective is, and directly tells you what to do. If that describes your world, then you are in the micromanagement trap.

To get out of this trap, instead of directly doing what is being asked, start with uncovering the outcome objective. If you know the outcome objective, you will be better prepared to exceed expectations and participate in solving unexpected problems that come up along the way by using your subject matter expertise, your creative thinking, and your ideas to achieve the same outcome.

The goal is to earn the trust and confidence of your boss in your ability. That happens over time and not over night. A boss who only tells you what to do, trusts only your ability to complete a task. A boss who tells you why and shares the outcome objective, trusts your ability to see the big picture. A boss who shares the initial problem with you, trusts your ability to problem solve, see the picture, and get the job done. A boss who never checks in on you, trusts your ability to deliver on time.

Dec 6, 2017     0 Comment     Blog Consultant Entrepreneur Mentor    

When a customer asks you to do something, don’t. 

Credit: shutterstock - Igor Kisselev

Credit: shutterstock – Igor Kisselev

If you proceed to just “do” what they are telling you to do, then you are participating in their solution without knowing what the real problem is that they are trying to solve. Start with finding out what they are actually trying to achieve and why. That’s step one.

In step two, you are trying to uncover their workflow: What is their current workflow? How are they achieving their current goal now? What are the pains associated with whatever it is they are trying to do now? Ultimately, you are creating a new workflow to achieve the stated objective.

For step three, you want to find out what the restraints are. Ask, what are the financial restraints, the human resources restraints, and the time restraints. That helps you see capability and shows you the box that you are working in to solve their problems. Then compare their restraints and your own.

After these three steps you will be able to come up with far better solutions and to create bigger objectives or bigger achievements that may meet or even exceed your customer expectations.

Dec 13, 2016     0 Comment     Advisor Balance Blog Entrepreneur Human Interaction Internet Mentor     , , , , , ,

I remember back in the 90’s, the phrase used for the internet was “World Wide Web.” When you think of the word “web” what comes to mind? A spider’s web? Perhaps something sticky? If you get stuck to something sticky, when you try to pull away what happens? You get pulled back right? Yup, even though we now refer to “it” as the internet or the act of being online, its still a big blob of stickiness. Once your in, its almost impossible to get out.

Last week, I spent 7 days on a Disney cruise. Even though wifi was offered, I chose to be released from the sticky web. Something amazing happened, I enjoyed being fully human.

I stopped reaching for my phone at the every thought to check or share an email, idea, or picture. At first, the thoughts flooded my mind. But because I knew I was disconnected, I didn’t act on the thought to reach for my phone. Eventually, the thoughts went away. This is when I knew I was finally free. No more was my mind flooded with “hey you should check your email?” or “you should text that out” and “take a picture and send that to so and so, they’ll get a kick out of it!” My mind was finally free to focus and enjoy a single stream of thought. More importantly, I was able to enjoy uninterrupted time (mind and body) with others.

You know what is even more amazing that I realize now a few days later? I have solid memories of the entire trip. Maybe one day, someone will research and write about how digital memory has replaced human memory. I hope not. Yikes!

Now that I am back, I am maintaining the habit of scheduling use of technology. I am leaving it out of moments where I need to think, read, and more importantly create memories with those around me. I plan on scheduling routine “off the web” retreat days in my life to help sustain the balance.

The internet is a major part of our lives. But it doesn’t have to be a very sticky web. There is a time and place for engagement with technology vs engagement with other people. Our memories and our relationships are more significant than our technology. Let us all make it a priority to creating the best memories of each other through real life human engagement.

#illuminateon
#disney
#disneycruise

Dec 2, 2016     0 Comment     Blog Entrepreneur Mentor Responsible Freedom     ,

For years when I interviewed those looking to join the Intuitive Solutions Family, I would describe Intuitive’s work environment and say “the people who succeed here are the ones who can be responsible with freedom, because, we don’t like to micromanage here.”

This morning I came across a short Forbes.com article that describes the work culture at Netflix. Netflix, without question, is one of the most disruptive companies of the last decade that continues to succeed. Writer Kevin Kruse titles the article, “Netflix Has No Rules Because They Hire Great People.” This title immediately caught my attention. As my dream and what I’ve been working to build for Intuitive has been to achieve the same, A work environment with little or no rules!

At the end of the article, Kevin points to the following:

“Freedom And Responsibility

Instead of creating endless rules and processes, which is how most companies deal with major growth, Netflix asserted that a business should focus specifically on two things:

  1. Invest in hiring high-performance employees.
  2. Build and maintain a culture that rewards high-performers, and weeds out continuous, unimproved low performers.”

As part of our 2016 Strategic Reinvention Plan, we decided to invest into doing a better job at Talent Identification and Talent Recruiting.

“High performance” is very subjective and will vary company to company. At Intuitive it doesn’t mean those who can do the most work. It means those who can get the job done end-to-end with little or no management.

Another thing I’ve always said to potential new hires is “if I have to hire or ask a manager to follow-up and follow-through with your work, you won’t make it here too long” It shouldn’t take two people to do your job. If that is the case, then Intuitive is not the right place for you. Unfortunately, the weeding out does take place. Because, responsible freedom isn’t for everyone. Some people need someone over their shoulder. Weeding out here usually starts with an uncomfortable conversation, and then if no change escalates to the implementation of policy and procedure.

Let us all be the best practitioner’s of responsible freedom and continue to drive that going forward. This ingredient will empower Intuitive and your organization to succeed now and for years into the future!

#illuminateon

Mar 8, 2016     0 Comment     Blog Mentor     ,

“You know they are smarter than you if they are asking the RIGHT questions.”

Again, it was one of those things he said that I didn’t understand until much later.  What are “the right questions?” I asked myself over and over again until one day it hit me-the right questions are those that you can’t find an answer for immediately on your own.

Think about it, if you’re asked “are you thirsty?” you can almost immediately respond yes or no.   You didn’t have to think, right?  If asked about your job or things that you do every day, you could probably answer very quickly.  These are the “no effort” and “no challenge” questions.  Your not using any part of your mind that requires you to REALLY think. If all you have around you are people asking you what you already know, then you aren’t growing.

You don’t want to surround yourself with people who ask questions you already have the answer to.  If you are training, on boarding, and developing, then yes, you should expect to be asked lots of questions.  But if absolutely none of those cause you to think, then you’re not being challenged. REAL growth for you (and perhaps for your organization) you want those who ask questions that require you to dig deep.

As a matter of fact, if you have someone who asks questions that make you somewhat annoyed and perhaps even frustrated, it is likely these feelings are because you don’t have the answer and absolutely no clue where to get the answer.  Guess what? You have the right person sitting in front of you.  Sounds insane I know, but trust me.  It is exactly what you need for growth.

When you are digging deep to find and develop a solution, you are growing. When you are growing you are Illuminating yourself and others.

IlluminateOn!

Categories
Archive
Dec 18, 2017     0 Comment     Advisor Blog Consultant Entrepreneur Mentor Responsible Freedom    

Do you feel like you are being micromanaged? Chances are your actions and behaviors have something to do with it.

Here’s how to recognize when you are being micromanaged and some tips on how to get out of the micromanagement trap.

In principle, if your boss (could be a manager or customer) has confidence in your ability to understand objectives, put a plan together, and deliver timely results, they should never micromanage you. If you struggle with understanding objectives, aren’t able to put realistic plans together, and can’t execute, you’ll likely be on your way for micromanagement and possibly out the door.

Let’s say your boss has stopped sharing “why” or what the outcome objective is, and directly tells you what to do. If that describes your world, then you are in the micromanagement trap.

To get out of this trap, instead of directly doing what is being asked, start with uncovering the outcome objective. If you know the outcome objective, you will be better prepared to exceed expectations and participate in solving unexpected problems that come up along the way by using your subject matter expertise, your creative thinking, and your ideas to achieve the same outcome.

The goal is to earn the trust and confidence of your boss in your ability. That happens over time and not over night. A boss who only tells you what to do, trusts only your ability to complete a task. A boss who tells you why and shares the outcome objective, trusts your ability to see the big picture. A boss who shares the initial problem with you, trusts your ability to problem solve, see the picture, and get the job done. A boss who never checks in on you, trusts your ability to deliver on time.

Dec 6, 2017     0 Comment     Blog Consultant Entrepreneur Mentor    

When a customer asks you to do something, don’t. 

Credit: shutterstock - Igor Kisselev

Credit: shutterstock – Igor Kisselev

If you proceed to just “do” what they are telling you to do, then you are participating in their solution without knowing what the real problem is that they are trying to solve. Start with finding out what they are actually trying to achieve and why. That’s step one.

In step two, you are trying to uncover their workflow: What is their current workflow? How are they achieving their current goal now? What are the pains associated with whatever it is they are trying to do now? Ultimately, you are creating a new workflow to achieve the stated objective.

For step three, you want to find out what the restraints are. Ask, what are the financial restraints, the human resources restraints, and the time restraints. That helps you see capability and shows you the box that you are working in to solve their problems. Then compare their restraints and your own.

After these three steps you will be able to come up with far better solutions and to create bigger objectives or bigger achievements that may meet or even exceed your customer expectations.

Dec 13, 2016     0 Comment     Advisor Balance Blog Entrepreneur Human Interaction Internet Mentor     , , , , , ,

I remember back in the 90’s, the phrase used for the internet was “World Wide Web.” When you think of the word “web” what comes to mind? A spider’s web? Perhaps something sticky? If you get stuck to something sticky, when you try to pull away what happens? You get pulled back right? Yup, even though we now refer to “it” as the internet or the act of being online, its still a big blob of stickiness. Once your in, its almost impossible to get out.

Last week, I spent 7 days on a Disney cruise. Even though wifi was offered, I chose to be released from the sticky web. Something amazing happened, I enjoyed being fully human.

I stopped reaching for my phone at the every thought to check or share an email, idea, or picture. At first, the thoughts flooded my mind. But because I knew I was disconnected, I didn’t act on the thought to reach for my phone. Eventually, the thoughts went away. This is when I knew I was finally free. No more was my mind flooded with “hey you should check your email?” or “you should text that out” and “take a picture and send that to so and so, they’ll get a kick out of it!” My mind was finally free to focus and enjoy a single stream of thought. More importantly, I was able to enjoy uninterrupted time (mind and body) with others.

You know what is even more amazing that I realize now a few days later? I have solid memories of the entire trip. Maybe one day, someone will research and write about how digital memory has replaced human memory. I hope not. Yikes!

Now that I am back, I am maintaining the habit of scheduling use of technology. I am leaving it out of moments where I need to think, read, and more importantly create memories with those around me. I plan on scheduling routine “off the web” retreat days in my life to help sustain the balance.

The internet is a major part of our lives. But it doesn’t have to be a very sticky web. There is a time and place for engagement with technology vs engagement with other people. Our memories and our relationships are more significant than our technology. Let us all make it a priority to creating the best memories of each other through real life human engagement.

#illuminateon
#disney
#disneycruise

Dec 2, 2016     0 Comment     Blog Entrepreneur Mentor Responsible Freedom     ,

For years when I interviewed those looking to join the Intuitive Solutions Family, I would describe Intuitive’s work environment and say “the people who succeed here are the ones who can be responsible with freedom, because, we don’t like to micromanage here.”

This morning I came across a short Forbes.com article that describes the work culture at Netflix. Netflix, without question, is one of the most disruptive companies of the last decade that continues to succeed. Writer Kevin Kruse titles the article, “Netflix Has No Rules Because They Hire Great People.” This title immediately caught my attention. As my dream and what I’ve been working to build for Intuitive has been to achieve the same, A work environment with little or no rules!

At the end of the article, Kevin points to the following:

“Freedom And Responsibility

Instead of creating endless rules and processes, which is how most companies deal with major growth, Netflix asserted that a business should focus specifically on two things:

  1. Invest in hiring high-performance employees.
  2. Build and maintain a culture that rewards high-performers, and weeds out continuous, unimproved low performers.”

As part of our 2016 Strategic Reinvention Plan, we decided to invest into doing a better job at Talent Identification and Talent Recruiting.

“High performance” is very subjective and will vary company to company. At Intuitive it doesn’t mean those who can do the most work. It means those who can get the job done end-to-end with little or no management.

Another thing I’ve always said to potential new hires is “if I have to hire or ask a manager to follow-up and follow-through with your work, you won’t make it here too long” It shouldn’t take two people to do your job. If that is the case, then Intuitive is not the right place for you. Unfortunately, the weeding out does take place. Because, responsible freedom isn’t for everyone. Some people need someone over their shoulder. Weeding out here usually starts with an uncomfortable conversation, and then if no change escalates to the implementation of policy and procedure.

Let us all be the best practitioner’s of responsible freedom and continue to drive that going forward. This ingredient will empower Intuitive and your organization to succeed now and for years into the future!

#illuminateon

Mar 8, 2016     0 Comment     Blog Mentor     ,

“You know they are smarter than you if they are asking the RIGHT questions.”

Again, it was one of those things he said that I didn’t understand until much later.  What are “the right questions?” I asked myself over and over again until one day it hit me-the right questions are those that you can’t find an answer for immediately on your own.

Think about it, if you’re asked “are you thirsty?” you can almost immediately respond yes or no.   You didn’t have to think, right?  If asked about your job or things that you do every day, you could probably answer very quickly.  These are the “no effort” and “no challenge” questions.  Your not using any part of your mind that requires you to REALLY think. If all you have around you are people asking you what you already know, then you aren’t growing.

You don’t want to surround yourself with people who ask questions you already have the answer to.  If you are training, on boarding, and developing, then yes, you should expect to be asked lots of questions.  But if absolutely none of those cause you to think, then you’re not being challenged. REAL growth for you (and perhaps for your organization) you want those who ask questions that require you to dig deep.

As a matter of fact, if you have someone who asks questions that make you somewhat annoyed and perhaps even frustrated, it is likely these feelings are because you don’t have the answer and absolutely no clue where to get the answer.  Guess what? You have the right person sitting in front of you.  Sounds insane I know, but trust me.  It is exactly what you need for growth.

When you are digging deep to find and develop a solution, you are growing. When you are growing you are Illuminating yourself and others.

IlluminateOn!

Categories
Archive
Dec 18, 2017     0 Comment     Advisor Blog Consultant Entrepreneur Mentor Responsible Freedom    

Do you feel like you are being micromanaged? Chances are your actions and behaviors have something to do with it.

Here’s how to recognize when you are being micromanaged and some tips on how to get out of the micromanagement trap.

In principle, if your boss (could be a manager or customer) has confidence in your ability to understand objectives, put a plan together, and deliver timely results, they should never micromanage you. If you struggle with understanding objectives, aren’t able to put realistic plans together, and can’t execute, you’ll likely be on your way for micromanagement and possibly out the door.

Let’s say your boss has stopped sharing “why” or what the outcome objective is, and directly tells you what to do. If that describes your world, then you are in the micromanagement trap.

To get out of this trap, instead of directly doing what is being asked, start with uncovering the outcome objective. If you know the outcome objective, you will be better prepared to exceed expectations and participate in solving unexpected problems that come up along the way by using your subject matter expertise, your creative thinking, and your ideas to achieve the same outcome.

The goal is to earn the trust and confidence of your boss in your ability. That happens over time and not over night. A boss who only tells you what to do, trusts only your ability to complete a task. A boss who tells you why and shares the outcome objective, trusts your ability to see the big picture. A boss who shares the initial problem with you, trusts your ability to problem solve, see the picture, and get the job done. A boss who never checks in on you, trusts your ability to deliver on time.

Dec 6, 2017     0 Comment     Blog Consultant Entrepreneur Mentor    

When a customer asks you to do something, don’t. 

Credit: shutterstock - Igor Kisselev

Credit: shutterstock – Igor Kisselev

If you proceed to just “do” what they are telling you to do, then you are participating in their solution without knowing what the real problem is that they are trying to solve. Start with finding out what they are actually trying to achieve and why. That’s step one.

In step two, you are trying to uncover their workflow: What is their current workflow? How are they achieving their current goal now? What are the pains associated with whatever it is they are trying to do now? Ultimately, you are creating a new workflow to achieve the stated objective.

For step three, you want to find out what the restraints are. Ask, what are the financial restraints, the human resources restraints, and the time restraints. That helps you see capability and shows you the box that you are working in to solve their problems. Then compare their restraints and your own.

After these three steps you will be able to come up with far better solutions and to create bigger objectives or bigger achievements that may meet or even exceed your customer expectations.

Dec 13, 2016     0 Comment     Advisor Balance Blog Entrepreneur Human Interaction Internet Mentor     , , , , , ,

I remember back in the 90’s, the phrase used for the internet was “World Wide Web.” When you think of the word “web” what comes to mind? A spider’s web? Perhaps something sticky? If you get stuck to something sticky, when you try to pull away what happens? You get pulled back right? Yup, even though we now refer to “it” as the internet or the act of being online, its still a big blob of stickiness. Once your in, its almost impossible to get out.

Last week, I spent 7 days on a Disney cruise. Even though wifi was offered, I chose to be released from the sticky web. Something amazing happened, I enjoyed being fully human.

I stopped reaching for my phone at the every thought to check or share an email, idea, or picture. At first, the thoughts flooded my mind. But because I knew I was disconnected, I didn’t act on the thought to reach for my phone. Eventually, the thoughts went away. This is when I knew I was finally free. No more was my mind flooded with “hey you should check your email?” or “you should text that out” and “take a picture and send that to so and so, they’ll get a kick out of it!” My mind was finally free to focus and enjoy a single stream of thought. More importantly, I was able to enjoy uninterrupted time (mind and body) with others.

You know what is even more amazing that I realize now a few days later? I have solid memories of the entire trip. Maybe one day, someone will research and write about how digital memory has replaced human memory. I hope not. Yikes!

Now that I am back, I am maintaining the habit of scheduling use of technology. I am leaving it out of moments where I need to think, read, and more importantly create memories with those around me. I plan on scheduling routine “off the web” retreat days in my life to help sustain the balance.

The internet is a major part of our lives. But it doesn’t have to be a very sticky web. There is a time and place for engagement with technology vs engagement with other people. Our memories and our relationships are more significant than our technology. Let us all make it a priority to creating the best memories of each other through real life human engagement.

#illuminateon
#disney
#disneycruise

Dec 2, 2016     0 Comment     Blog Entrepreneur Mentor Responsible Freedom     ,

For years when I interviewed those looking to join the Intuitive Solutions Family, I would describe Intuitive’s work environment and say “the people who succeed here are the ones who can be responsible with freedom, because, we don’t like to micromanage here.”

This morning I came across a short Forbes.com article that describes the work culture at Netflix. Netflix, without question, is one of the most disruptive companies of the last decade that continues to succeed. Writer Kevin Kruse titles the article, “Netflix Has No Rules Because They Hire Great People.” This title immediately caught my attention. As my dream and what I’ve been working to build for Intuitive has been to achieve the same, A work environment with little or no rules!

At the end of the article, Kevin points to the following:

“Freedom And Responsibility

Instead of creating endless rules and processes, which is how most companies deal with major growth, Netflix asserted that a business should focus specifically on two things:

  1. Invest in hiring high-performance employees.
  2. Build and maintain a culture that rewards high-performers, and weeds out continuous, unimproved low performers.”

As part of our 2016 Strategic Reinvention Plan, we decided to invest into doing a better job at Talent Identification and Talent Recruiting.

“High performance” is very subjective and will vary company to company. At Intuitive it doesn’t mean those who can do the most work. It means those who can get the job done end-to-end with little or no management.

Another thing I’ve always said to potential new hires is “if I have to hire or ask a manager to follow-up and follow-through with your work, you won’t make it here too long” It shouldn’t take two people to do your job. If that is the case, then Intuitive is not the right place for you. Unfortunately, the weeding out does take place. Because, responsible freedom isn’t for everyone. Some people need someone over their shoulder. Weeding out here usually starts with an uncomfortable conversation, and then if no change escalates to the implementation of policy and procedure.

Let us all be the best practitioner’s of responsible freedom and continue to drive that going forward. This ingredient will empower Intuitive and your organization to succeed now and for years into the future!

#illuminateon

Mar 8, 2016     0 Comment     Blog Mentor     ,

“You know they are smarter than you if they are asking the RIGHT questions.”

Again, it was one of those things he said that I didn’t understand until much later.  What are “the right questions?” I asked myself over and over again until one day it hit me-the right questions are those that you can’t find an answer for immediately on your own.

Think about it, if you’re asked “are you thirsty?” you can almost immediately respond yes or no.   You didn’t have to think, right?  If asked about your job or things that you do every day, you could probably answer very quickly.  These are the “no effort” and “no challenge” questions.  Your not using any part of your mind that requires you to REALLY think. If all you have around you are people asking you what you already know, then you aren’t growing.

You don’t want to surround yourself with people who ask questions you already have the answer to.  If you are training, on boarding, and developing, then yes, you should expect to be asked lots of questions.  But if absolutely none of those cause you to think, then you’re not being challenged. REAL growth for you (and perhaps for your organization) you want those who ask questions that require you to dig deep.

As a matter of fact, if you have someone who asks questions that make you somewhat annoyed and perhaps even frustrated, it is likely these feelings are because you don’t have the answer and absolutely no clue where to get the answer.  Guess what? You have the right person sitting in front of you.  Sounds insane I know, but trust me.  It is exactly what you need for growth.

When you are digging deep to find and develop a solution, you are growing. When you are growing you are Illuminating yourself and others.

IlluminateOn!

Categories
Archive
Dec 18, 2017     0 Comment     Advisor Blog Consultant Entrepreneur Mentor Responsible Freedom    

Do you feel like you are being micromanaged? Chances are your actions and behaviors have something to do with it.

Here’s how to recognize when you are being micromanaged and some tips on how to get out of the micromanagement trap.

In principle, if your boss (could be a manager or customer) has confidence in your ability to understand objectives, put a plan together, and deliver timely results, they should never micromanage you. If you struggle with understanding objectives, aren’t able to put realistic plans together, and can’t execute, you’ll likely be on your way for micromanagement and possibly out the door.

Let’s say your boss has stopped sharing “why” or what the outcome objective is, and directly tells you what to do. If that describes your world, then you are in the micromanagement trap.

To get out of this trap, instead of directly doing what is being asked, start with uncovering the outcome objective. If you know the outcome objective, you will be better prepared to exceed expectations and participate in solving unexpected problems that come up along the way by using your subject matter expertise, your creative thinking, and your ideas to achieve the same outcome.

The goal is to earn the trust and confidence of your boss in your ability. That happens over time and not over night. A boss who only tells you what to do, trusts only your ability to complete a task. A boss who tells you why and shares the outcome objective, trusts your ability to see the big picture. A boss who shares the initial problem with you, trusts your ability to problem solve, see the picture, and get the job done. A boss who never checks in on you, trusts your ability to deliver on time.

Dec 6, 2017     0 Comment     Blog Consultant Entrepreneur Mentor    

When a customer asks you to do something, don’t. 

Credit: shutterstock - Igor Kisselev

Credit: shutterstock – Igor Kisselev

If you proceed to just “do” what they are telling you to do, then you are participating in their solution without knowing what the real problem is that they are trying to solve. Start with finding out what they are actually trying to achieve and why. That’s step one.

In step two, you are trying to uncover their workflow: What is their current workflow? How are they achieving their current goal now? What are the pains associated with whatever it is they are trying to do now? Ultimately, you are creating a new workflow to achieve the stated objective.

For step three, you want to find out what the restraints are. Ask, what are the financial restraints, the human resources restraints, and the time restraints. That helps you see capability and shows you the box that you are working in to solve their problems. Then compare their restraints and your own.

After these three steps you will be able to come up with far better solutions and to create bigger objectives or bigger achievements that may meet or even exceed your customer expectations.

Dec 13, 2016     0 Comment     Advisor Balance Blog Entrepreneur Human Interaction Internet Mentor     , , , , , ,

I remember back in the 90’s, the phrase used for the internet was “World Wide Web.” When you think of the word “web” what comes to mind? A spider’s web? Perhaps something sticky? If you get stuck to something sticky, when you try to pull away what happens? You get pulled back right? Yup, even though we now refer to “it” as the internet or the act of being online, its still a big blob of stickiness. Once your in, its almost impossible to get out.

Last week, I spent 7 days on a Disney cruise. Even though wifi was offered, I chose to be released from the sticky web. Something amazing happened, I enjoyed being fully human.

I stopped reaching for my phone at the every thought to check or share an email, idea, or picture. At first, the thoughts flooded my mind. But because I knew I was disconnected, I didn’t act on the thought to reach for my phone. Eventually, the thoughts went away. This is when I knew I was finally free. No more was my mind flooded with “hey you should check your email?” or “you should text that out” and “take a picture and send that to so and so, they’ll get a kick out of it!” My mind was finally free to focus and enjoy a single stream of thought. More importantly, I was able to enjoy uninterrupted time (mind and body) with others.

You know what is even more amazing that I realize now a few days later? I have solid memories of the entire trip. Maybe one day, someone will research and write about how digital memory has replaced human memory. I hope not. Yikes!

Now that I am back, I am maintaining the habit of scheduling use of technology. I am leaving it out of moments where I need to think, read, and more importantly create memories with those around me. I plan on scheduling routine “off the web” retreat days in my life to help sustain the balance.

The internet is a major part of our lives. But it doesn’t have to be a very sticky web. There is a time and place for engagement with technology vs engagement with other people. Our memories and our relationships are more significant than our technology. Let us all make it a priority to creating the best memories of each other through real life human engagement.

#illuminateon
#disney
#disneycruise

Dec 2, 2016     0 Comment     Blog Entrepreneur Mentor Responsible Freedom     ,

For years when I interviewed those looking to join the Intuitive Solutions Family, I would describe Intuitive’s work environment and say “the people who succeed here are the ones who can be responsible with freedom, because, we don’t like to micromanage here.”

This morning I came across a short Forbes.com article that describes the work culture at Netflix. Netflix, without question, is one of the most disruptive companies of the last decade that continues to succeed. Writer Kevin Kruse titles the article, “Netflix Has No Rules Because They Hire Great People.” This title immediately caught my attention. As my dream and what I’ve been working to build for Intuitive has been to achieve the same, A work environment with little or no rules!

At the end of the article, Kevin points to the following:

“Freedom And Responsibility

Instead of creating endless rules and processes, which is how most companies deal with major growth, Netflix asserted that a business should focus specifically on two things:

  1. Invest in hiring high-performance employees.
  2. Build and maintain a culture that rewards high-performers, and weeds out continuous, unimproved low performers.”

As part of our 2016 Strategic Reinvention Plan, we decided to invest into doing a better job at Talent Identification and Talent Recruiting.

“High performance” is very subjective and will vary company to company. At Intuitive it doesn’t mean those who can do the most work. It means those who can get the job done end-to-end with little or no management.

Another thing I’ve always said to potential new hires is “if I have to hire or ask a manager to follow-up and follow-through with your work, you won’t make it here too long” It shouldn’t take two people to do your job. If that is the case, then Intuitive is not the right place for you. Unfortunately, the weeding out does take place. Because, responsible freedom isn’t for everyone. Some people need someone over their shoulder. Weeding out here usually starts with an uncomfortable conversation, and then if no change escalates to the implementation of policy and procedure.

Let us all be the best practitioner’s of responsible freedom and continue to drive that going forward. This ingredient will empower Intuitive and your organization to succeed now and for years into the future!

#illuminateon

Mar 8, 2016     0 Comment     Blog Mentor     ,

“You know they are smarter than you if they are asking the RIGHT questions.”

Again, it was one of those things he said that I didn’t understand until much later.  What are “the right questions?” I asked myself over and over again until one day it hit me-the right questions are those that you can’t find an answer for immediately on your own.

Think about it, if you’re asked “are you thirsty?” you can almost immediately respond yes or no.   You didn’t have to think, right?  If asked about your job or things that you do every day, you could probably answer very quickly.  These are the “no effort” and “no challenge” questions.  Your not using any part of your mind that requires you to REALLY think. If all you have around you are people asking you what you already know, then you aren’t growing.

You don’t want to surround yourself with people who ask questions you already have the answer to.  If you are training, on boarding, and developing, then yes, you should expect to be asked lots of questions.  But if absolutely none of those cause you to think, then you’re not being challenged. REAL growth for you (and perhaps for your organization) you want those who ask questions that require you to dig deep.

As a matter of fact, if you have someone who asks questions that make you somewhat annoyed and perhaps even frustrated, it is likely these feelings are because you don’t have the answer and absolutely no clue where to get the answer.  Guess what? You have the right person sitting in front of you.  Sounds insane I know, but trust me.  It is exactly what you need for growth.

When you are digging deep to find and develop a solution, you are growing. When you are growing you are Illuminating yourself and others.

IlluminateOn!

Categories
Archive
Dec 18, 2017     0 Comment     Advisor Blog Consultant Entrepreneur Mentor Responsible Freedom    

Do you feel like you are being micromanaged? Chances are your actions and behaviors have something to do with it.

Here’s how to recognize when you are being micromanaged and some tips on how to get out of the micromanagement trap.

In principle, if your boss (could be a manager or customer) has confidence in your ability to understand objectives, put a plan together, and deliver timely results, they should never micromanage you. If you struggle with understanding objectives, aren’t able to put realistic plans together, and can’t execute, you’ll likely be on your way for micromanagement and possibly out the door.

Let’s say your boss has stopped sharing “why” or what the outcome objective is, and directly tells you what to do. If that describes your world, then you are in the micromanagement trap.

To get out of this trap, instead of directly doing what is being asked, start with uncovering the outcome objective. If you know the outcome objective, you will be better prepared to exceed expectations and participate in solving unexpected problems that come up along the way by using your subject matter expertise, your creative thinking, and your ideas to achieve the same outcome.

The goal is to earn the trust and confidence of your boss in your ability. That happens over time and not over night. A boss who only tells you what to do, trusts only your ability to complete a task. A boss who tells you why and shares the outcome objective, trusts your ability to see the big picture. A boss who shares the initial problem with you, trusts your ability to problem solve, see the picture, and get the job done. A boss who never checks in on you, trusts your ability to deliver on time.

Dec 6, 2017     0 Comment     Blog Consultant Entrepreneur Mentor    

When a customer asks you to do something, don’t. 

Credit: shutterstock - Igor Kisselev

Credit: shutterstock – Igor Kisselev

If you proceed to just “do” what they are telling you to do, then you are participating in their solution without knowing what the real problem is that they are trying to solve. Start with finding out what they are actually trying to achieve and why. That’s step one.

In step two, you are trying to uncover their workflow: What is their current workflow? How are they achieving their current goal now? What are the pains associated with whatever it is they are trying to do now? Ultimately, you are creating a new workflow to achieve the stated objective.

For step three, you want to find out what the restraints are. Ask, what are the financial restraints, the human resources restraints, and the time restraints. That helps you see capability and shows you the box that you are working in to solve their problems. Then compare their restraints and your own.

After these three steps you will be able to come up with far better solutions and to create bigger objectives or bigger achievements that may meet or even exceed your customer expectations.

Dec 13, 2016     0 Comment     Advisor Balance Blog Entrepreneur Human Interaction Internet Mentor     , , , , , ,

I remember back in the 90’s, the phrase used for the internet was “World Wide Web.” When you think of the word “web” what comes to mind? A spider’s web? Perhaps something sticky? If you get stuck to something sticky, when you try to pull away what happens? You get pulled back right? Yup, even though we now refer to “it” as the internet or the act of being online, its still a big blob of stickiness. Once your in, its almost impossible to get out.

Last week, I spent 7 days on a Disney cruise. Even though wifi was offered, I chose to be released from the sticky web. Something amazing happened, I enjoyed being fully human.

I stopped reaching for my phone at the every thought to check or share an email, idea, or picture. At first, the thoughts flooded my mind. But because I knew I was disconnected, I didn’t act on the thought to reach for my phone. Eventually, the thoughts went away. This is when I knew I was finally free. No more was my mind flooded with “hey you should check your email?” or “you should text that out” and “take a picture and send that to so and so, they’ll get a kick out of it!” My mind was finally free to focus and enjoy a single stream of thought. More importantly, I was able to enjoy uninterrupted time (mind and body) with others.

You know what is even more amazing that I realize now a few days later? I have solid memories of the entire trip. Maybe one day, someone will research and write about how digital memory has replaced human memory. I hope not. Yikes!

Now that I am back, I am maintaining the habit of scheduling use of technology. I am leaving it out of moments where I need to think, read, and more importantly create memories with those around me. I plan on scheduling routine “off the web” retreat days in my life to help sustain the balance.

The internet is a major part of our lives. But it doesn’t have to be a very sticky web. There is a time and place for engagement with technology vs engagement with other people. Our memories and our relationships are more significant than our technology. Let us all make it a priority to creating the best memories of each other through real life human engagement.

#illuminateon
#disney
#disneycruise

Dec 2, 2016     0 Comment     Blog Entrepreneur Mentor Responsible Freedom     ,

For years when I interviewed those looking to join the Intuitive Solutions Family, I would describe Intuitive’s work environment and say “the people who succeed here are the ones who can be responsible with freedom, because, we don’t like to micromanage here.”

This morning I came across a short Forbes.com article that describes the work culture at Netflix. Netflix, without question, is one of the most disruptive companies of the last decade that continues to succeed. Writer Kevin Kruse titles the article, “Netflix Has No Rules Because They Hire Great People.” This title immediately caught my attention. As my dream and what I’ve been working to build for Intuitive has been to achieve the same, A work environment with little or no rules!

At the end of the article, Kevin points to the following:

“Freedom And Responsibility

Instead of creating endless rules and processes, which is how most companies deal with major growth, Netflix asserted that a business should focus specifically on two things:

  1. Invest in hiring high-performance employees.
  2. Build and maintain a culture that rewards high-performers, and weeds out continuous, unimproved low performers.”

As part of our 2016 Strategic Reinvention Plan, we decided to invest into doing a better job at Talent Identification and Talent Recruiting.

“High performance” is very subjective and will vary company to company. At Intuitive it doesn’t mean those who can do the most work. It means those who can get the job done end-to-end with little or no management.

Another thing I’ve always said to potential new hires is “if I have to hire or ask a manager to follow-up and follow-through with your work, you won’t make it here too long” It shouldn’t take two people to do your job. If that is the case, then Intuitive is not the right place for you. Unfortunately, the weeding out does take place. Because, responsible freedom isn’t for everyone. Some people need someone over their shoulder. Weeding out here usually starts with an uncomfortable conversation, and then if no change escalates to the implementation of policy and procedure.

Let us all be the best practitioner’s of responsible freedom and continue to drive that going forward. This ingredient will empower Intuitive and your organization to succeed now and for years into the future!

#illuminateon

Mar 8, 2016     0 Comment     Blog Mentor     ,

“You know they are smarter than you if they are asking the RIGHT questions.”

Again, it was one of those things he said that I didn’t understand until much later.  What are “the right questions?” I asked myself over and over again until one day it hit me-the right questions are those that you can’t find an answer for immediately on your own.

Think about it, if you’re asked “are you thirsty?” you can almost immediately respond yes or no.   You didn’t have to think, right?  If asked about your job or things that you do every day, you could probably answer very quickly.  These are the “no effort” and “no challenge” questions.  Your not using any part of your mind that requires you to REALLY think. If all you have around you are people asking you what you already know, then you aren’t growing.

You don’t want to surround yourself with people who ask questions you already have the answer to.  If you are training, on boarding, and developing, then yes, you should expect to be asked lots of questions.  But if absolutely none of those cause you to think, then you’re not being challenged. REAL growth for you (and perhaps for your organization) you want those who ask questions that require you to dig deep.

As a matter of fact, if you have someone who asks questions that make you somewhat annoyed and perhaps even frustrated, it is likely these feelings are because you don’t have the answer and absolutely no clue where to get the answer.  Guess what? You have the right person sitting in front of you.  Sounds insane I know, but trust me.  It is exactly what you need for growth.

When you are digging deep to find and develop a solution, you are growing. When you are growing you are Illuminating yourself and others.

IlluminateOn!

Categories
Archive
Dec 18, 2017     0 Comment     Advisor Blog Consultant Entrepreneur Mentor Responsible Freedom    

Do you feel like you are being micromanaged? Chances are your actions and behaviors have something to do with it.

Here’s how to recognize when you are being micromanaged and some tips on how to get out of the micromanagement trap.

In principle, if your boss (could be a manager or customer) has confidence in your ability to understand objectives, put a plan together, and deliver timely results, they should never micromanage you. If you struggle with understanding objectives, aren’t able to put realistic plans together, and can’t execute, you’ll likely be on your way for micromanagement and possibly out the door.

Let’s say your boss has stopped sharing “why” or what the outcome objective is, and directly tells you what to do. If that describes your world, then you are in the micromanagement trap.

To get out of this trap, instead of directly doing what is being asked, start with uncovering the outcome objective. If you know the outcome objective, you will be better prepared to exceed expectations and participate in solving unexpected problems that come up along the way by using your subject matter expertise, your creative thinking, and your ideas to achieve the same outcome.

The goal is to earn the trust and confidence of your boss in your ability. That happens over time and not over night. A boss who only tells you what to do, trusts only your ability to complete a task. A boss who tells you why and shares the outcome objective, trusts your ability to see the big picture. A boss who shares the initial problem with you, trusts your ability to problem solve, see the picture, and get the job done. A boss who never checks in on you, trusts your ability to deliver on time.

Dec 6, 2017     0 Comment     Blog Consultant Entrepreneur Mentor    

When a customer asks you to do something, don’t. 

Credit: shutterstock - Igor Kisselev

Credit: shutterstock – Igor Kisselev

If you proceed to just “do” what they are telling you to do, then you are participating in their solution without knowing what the real problem is that they are trying to solve. Start with finding out what they are actually trying to achieve and why. That’s step one.

In step two, you are trying to uncover their workflow: What is their current workflow? How are they achieving their current goal now? What are the pains associated with whatever it is they are trying to do now? Ultimately, you are creating a new workflow to achieve the stated objective.

For step three, you want to find out what the restraints are. Ask, what are the financial restraints, the human resources restraints, and the time restraints. That helps you see capability and shows you the box that you are working in to solve their problems. Then compare their restraints and your own.

After these three steps you will be able to come up with far better solutions and to create bigger objectives or bigger achievements that may meet or even exceed your customer expectations.

Dec 13, 2016     0 Comment     Advisor Balance Blog Entrepreneur Human Interaction Internet Mentor     , , , , , ,

I remember back in the 90’s, the phrase used for the internet was “World Wide Web.” When you think of the word “web” what comes to mind? A spider’s web? Perhaps something sticky? If you get stuck to something sticky, when you try to pull away what happens? You get pulled back right? Yup, even though we now refer to “it” as the internet or the act of being online, its still a big blob of stickiness. Once your in, its almost impossible to get out.

Last week, I spent 7 days on a Disney cruise. Even though wifi was offered, I chose to be released from the sticky web. Something amazing happened, I enjoyed being fully human.

I stopped reaching for my phone at the every thought to check or share an email, idea, or picture. At first, the thoughts flooded my mind. But because I knew I was disconnected, I didn’t act on the thought to reach for my phone. Eventually, the thoughts went away. This is when I knew I was finally free. No more was my mind flooded with “hey you should check your email?” or “you should text that out” and “take a picture and send that to so and so, they’ll get a kick out of it!” My mind was finally free to focus and enjoy a single stream of thought. More importantly, I was able to enjoy uninterrupted time (mind and body) with others.

You know what is even more amazing that I realize now a few days later? I have solid memories of the entire trip. Maybe one day, someone will research and write about how digital memory has replaced human memory. I hope not. Yikes!

Now that I am back, I am maintaining the habit of scheduling use of technology. I am leaving it out of moments where I need to think, read, and more importantly create memories with those around me. I plan on scheduling routine “off the web” retreat days in my life to help sustain the balance.

The internet is a major part of our lives. But it doesn’t have to be a very sticky web. There is a time and place for engagement with technology vs engagement with other people. Our memories and our relationships are more significant than our technology. Let us all make it a priority to creating the best memories of each other through real life human engagement.

#illuminateon
#disney
#disneycruise

Dec 2, 2016     0 Comment     Blog Entrepreneur Mentor Responsible Freedom     ,

For years when I interviewed those looking to join the Intuitive Solutions Family, I would describe Intuitive’s work environment and say “the people who succeed here are the ones who can be responsible with freedom, because, we don’t like to micromanage here.”

This morning I came across a short Forbes.com article that describes the work culture at Netflix. Netflix, without question, is one of the most disruptive companies of the last decade that continues to succeed. Writer Kevin Kruse titles the article, “Netflix Has No Rules Because They Hire Great People.” This title immediately caught my attention. As my dream and what I’ve been working to build for Intuitive has been to achieve the same, A work environment with little or no rules!

At the end of the article, Kevin points to the following:

“Freedom And Responsibility

Instead of creating endless rules and processes, which is how most companies deal with major growth, Netflix asserted that a business should focus specifically on two things:

  1. Invest in hiring high-performance employees.
  2. Build and maintain a culture that rewards high-performers, and weeds out continuous, unimproved low performers.”

As part of our 2016 Strategic Reinvention Plan, we decided to invest into doing a better job at Talent Identification and Talent Recruiting.

“High performance” is very subjective and will vary company to company. At Intuitive it doesn’t mean those who can do the most work. It means those who can get the job done end-to-end with little or no management.

Another thing I’ve always said to potential new hires is “if I have to hire or ask a manager to follow-up and follow-through with your work, you won’t make it here too long” It shouldn’t take two people to do your job. If that is the case, then Intuitive is not the right place for you. Unfortunately, the weeding out does take place. Because, responsible freedom isn’t for everyone. Some people need someone over their shoulder. Weeding out here usually starts with an uncomfortable conversation, and then if no change escalates to the implementation of policy and procedure.

Let us all be the best practitioner’s of responsible freedom and continue to drive that going forward. This ingredient will empower Intuitive and your organization to succeed now and for years into the future!

#illuminateon

Mar 8, 2016     0 Comment     Blog Mentor     ,

“You know they are smarter than you if they are asking the RIGHT questions.”

Again, it was one of those things he said that I didn’t understand until much later.  What are “the right questions?” I asked myself over and over again until one day it hit me-the right questions are those that you can’t find an answer for immediately on your own.

Think about it, if you’re asked “are you thirsty?” you can almost immediately respond yes or no.   You didn’t have to think, right?  If asked about your job or things that you do every day, you could probably answer very quickly.  These are the “no effort” and “no challenge” questions.  Your not using any part of your mind that requires you to REALLY think. If all you have around you are people asking you what you already know, then you aren’t growing.

You don’t want to surround yourself with people who ask questions you already have the answer to.  If you are training, on boarding, and developing, then yes, you should expect to be asked lots of questions.  But if absolutely none of those cause you to think, then you’re not being challenged. REAL growth for you (and perhaps for your organization) you want those who ask questions that require you to dig deep.

As a matter of fact, if you have someone who asks questions that make you somewhat annoyed and perhaps even frustrated, it is likely these feelings are because you don’t have the answer and absolutely no clue where to get the answer.  Guess what? You have the right person sitting in front of you.  Sounds insane I know, but trust me.  It is exactly what you need for growth.

When you are digging deep to find and develop a solution, you are growing. When you are growing you are Illuminating yourself and others.

IlluminateOn!

Categories
Archive
Dec 18, 2017     0 Comment     Advisor Blog Consultant Entrepreneur Mentor Responsible Freedom    

Do you feel like you are being micromanaged? Chances are your actions and behaviors have something to do with it.

Here’s how to recognize when you are being micromanaged and some tips on how to get out of the micromanagement trap.

In principle, if your boss (could be a manager or customer) has confidence in your ability to understand objectives, put a plan together, and deliver timely results, they should never micromanage you. If you struggle with understanding objectives, aren’t able to put realistic plans together, and can’t execute, you’ll likely be on your way for micromanagement and possibly out the door.

Let’s say your boss has stopped sharing “why” or what the outcome objective is, and directly tells you what to do. If that describes your world, then you are in the micromanagement trap.

To get out of this trap, instead of directly doing what is being asked, start with uncovering the outcome objective. If you know the outcome objective, you will be better prepared to exceed expectations and participate in solving unexpected problems that come up along the way by using your subject matter expertise, your creative thinking, and your ideas to achieve the same outcome.

The goal is to earn the trust and confidence of your boss in your ability. That happens over time and not over night. A boss who only tells you what to do, trusts only your ability to complete a task. A boss who tells you why and shares the outcome objective, trusts your ability to see the big picture. A boss who shares the initial problem with you, trusts your ability to problem solve, see the picture, and get the job done. A boss who never checks in on you, trusts your ability to deliver on time.

Dec 6, 2017     0 Comment     Blog Consultant Entrepreneur Mentor    

When a customer asks you to do something, don’t. 

Credit: shutterstock - Igor Kisselev

Credit: shutterstock – Igor Kisselev

If you proceed to just “do” what they are telling you to do, then you are participating in their solution without knowing what the real problem is that they are trying to solve. Start with finding out what they are actually trying to achieve and why. That’s step one.

In step two, you are trying to uncover their workflow: What is their current workflow? How are they achieving their current goal now? What are the pains associated with whatever it is they are trying to do now? Ultimately, you are creating a new workflow to achieve the stated objective.

For step three, you want to find out what the restraints are. Ask, what are the financial restraints, the human resources restraints, and the time restraints. That helps you see capability and shows you the box that you are working in to solve their problems. Then compare their restraints and your own.

After these three steps you will be able to come up with far better solutions and to create bigger objectives or bigger achievements that may meet or even exceed your customer expectations.

Dec 13, 2016     0 Comment     Advisor Balance Blog Entrepreneur Human Interaction Internet Mentor     , , , , , ,

I remember back in the 90’s, the phrase used for the internet was “World Wide Web.” When you think of the word “web” what comes to mind? A spider’s web? Perhaps something sticky? If you get stuck to something sticky, when you try to pull away what happens? You get pulled back right? Yup, even though we now refer to “it” as the internet or the act of being online, its still a big blob of stickiness. Once your in, its almost impossible to get out.

Last week, I spent 7 days on a Disney cruise. Even though wifi was offered, I chose to be released from the sticky web. Something amazing happened, I enjoyed being fully human.

I stopped reaching for my phone at the every thought to check or share an email, idea, or picture. At first, the thoughts flooded my mind. But because I knew I was disconnected, I didn’t act on the thought to reach for my phone. Eventually, the thoughts went away. This is when I knew I was finally free. No more was my mind flooded with “hey you should check your email?” or “you should text that out” and “take a picture and send that to so and so, they’ll get a kick out of it!” My mind was finally free to focus and enjoy a single stream of thought. More importantly, I was able to enjoy uninterrupted time (mind and body) with others.

You know what is even more amazing that I realize now a few days later? I have solid memories of the entire trip. Maybe one day, someone will research and write about how digital memory has replaced human memory. I hope not. Yikes!

Now that I am back, I am maintaining the habit of scheduling use of technology. I am leaving it out of moments where I need to think, read, and more importantly create memories with those around me. I plan on scheduling routine “off the web” retreat days in my life to help sustain the balance.

The internet is a major part of our lives. But it doesn’t have to be a very sticky web. There is a time and place for engagement with technology vs engagement with other people. Our memories and our relationships are more significant than our technology. Let us all make it a priority to creating the best memories of each other through real life human engagement.

#illuminateon
#disney
#disneycruise

Dec 2, 2016     0 Comment     Blog Entrepreneur Mentor Responsible Freedom     ,

For years when I interviewed those looking to join the Intuitive Solutions Family, I would describe Intuitive’s work environment and say “the people who succeed here are the ones who can be responsible with freedom, because, we don’t like to micromanage here.”

This morning I came across a short Forbes.com article that describes the work culture at Netflix. Netflix, without question, is one of the most disruptive companies of the last decade that continues to succeed. Writer Kevin Kruse titles the article, “Netflix Has No Rules Because They Hire Great People.” This title immediately caught my attention. As my dream and what I’ve been working to build for Intuitive has been to achieve the same, A work environment with little or no rules!

At the end of the article, Kevin points to the following:

“Freedom And Responsibility

Instead of creating endless rules and processes, which is how most companies deal with major growth, Netflix asserted that a business should focus specifically on two things:

  1. Invest in hiring high-performance employees.
  2. Build and maintain a culture that rewards high-performers, and weeds out continuous, unimproved low performers.”

As part of our 2016 Strategic Reinvention Plan, we decided to invest into doing a better job at Talent Identification and Talent Recruiting.

“High performance” is very subjective and will vary company to company. At Intuitive it doesn’t mean those who can do the most work. It means those who can get the job done end-to-end with little or no management.

Another thing I’ve always said to potential new hires is “if I have to hire or ask a manager to follow-up and follow-through with your work, you won’t make it here too long” It shouldn’t take two people to do your job. If that is the case, then Intuitive is not the right place for you. Unfortunately, the weeding out does take place. Because, responsible freedom isn’t for everyone. Some people need someone over their shoulder. Weeding out here usually starts with an uncomfortable conversation, and then if no change escalates to the implementation of policy and procedure.

Let us all be the best practitioner’s of responsible freedom and continue to drive that going forward. This ingredient will empower Intuitive and your organization to succeed now and for years into the future!

#illuminateon

Mar 8, 2016     0 Comment     Blog Mentor     ,

“You know they are smarter than you if they are asking the RIGHT questions.”

Again, it was one of those things he said that I didn’t understand until much later.  What are “the right questions?” I asked myself over and over again until one day it hit me-the right questions are those that you can’t find an answer for immediately on your own.

Think about it, if you’re asked “are you thirsty?” you can almost immediately respond yes or no.   You didn’t have to think, right?  If asked about your job or things that you do every day, you could probably answer very quickly.  These are the “no effort” and “no challenge” questions.  Your not using any part of your mind that requires you to REALLY think. If all you have around you are people asking you what you already know, then you aren’t growing.

You don’t want to surround yourself with people who ask questions you already have the answer to.  If you are training, on boarding, and developing, then yes, you should expect to be asked lots of questions.  But if absolutely none of those cause you to think, then you’re not being challenged. REAL growth for you (and perhaps for your organization) you want those who ask questions that require you to dig deep.

As a matter of fact, if you have someone who asks questions that make you somewhat annoyed and perhaps even frustrated, it is likely these feelings are because you don’t have the answer and absolutely no clue where to get the answer.  Guess what? You have the right person sitting in front of you.  Sounds insane I know, but trust me.  It is exactly what you need for growth.

When you are digging deep to find and develop a solution, you are growing. When you are growing you are Illuminating yourself and others.

IlluminateOn!

Categories
Archive
Dec 18, 2017     0 Comment     Advisor Blog Consultant Entrepreneur Mentor Responsible Freedom    

Do you feel like you are being micromanaged? Chances are your actions and behaviors have something to do with it.

Here’s how to recognize when you are being micromanaged and some tips on how to get out of the micromanagement trap.

In principle, if your boss (could be a manager or customer) has confidence in your ability to understand objectives, put a plan together, and deliver timely results, they should never micromanage you. If you struggle with understanding objectives, aren’t able to put realistic plans together, and can’t execute, you’ll likely be on your way for micromanagement and possibly out the door.

Let’s say your boss has stopped sharing “why” or what the outcome objective is, and directly tells you what to do. If that describes your world, then you are in the micromanagement trap.

To get out of this trap, instead of directly doing what is being asked, start with uncovering the outcome objective. If you know the outcome objective, you will be better prepared to exceed expectations and participate in solving unexpected problems that come up along the way by using your subject matter expertise, your creative thinking, and your ideas to achieve the same outcome.

The goal is to earn the trust and confidence of your boss in your ability. That happens over time and not over night. A boss who only tells you what to do, trusts only your ability to complete a task. A boss who tells you why and shares the outcome objective, trusts your ability to see the big picture. A boss who shares the initial problem with you, trusts your ability to problem solve, see the picture, and get the job done. A boss who never checks in on you, trusts your ability to deliver on time.

Dec 6, 2017     0 Comment     Blog Consultant Entrepreneur Mentor    

When a customer asks you to do something, don’t. 

Credit: shutterstock - Igor Kisselev

Credit: shutterstock – Igor Kisselev

If you proceed to just “do” what they are telling you to do, then you are participating in their solution without knowing what the real problem is that they are trying to solve. Start with finding out what they are actually trying to achieve and why. That’s step one.

In step two, you are trying to uncover their workflow: What is their current workflow? How are they achieving their current goal now? What are the pains associated with whatever it is they are trying to do now? Ultimately, you are creating a new workflow to achieve the stated objective.

For step three, you want to find out what the restraints are. Ask, what are the financial restraints, the human resources restraints, and the time restraints. That helps you see capability and shows you the box that you are working in to solve their problems. Then compare their restraints and your own.

After these three steps you will be able to come up with far better solutions and to create bigger objectives or bigger achievements that may meet or even exceed your customer expectations.

Dec 13, 2016     0 Comment     Advisor Balance Blog Entrepreneur Human Interaction Internet Mentor     , , , , , ,

I remember back in the 90’s, the phrase used for the internet was “World Wide Web.” When you think of the word “web” what comes to mind? A spider’s web? Perhaps something sticky? If you get stuck to something sticky, when you try to pull away what happens? You get pulled back right? Yup, even though we now refer to “it” as the internet or the act of being online, its still a big blob of stickiness. Once your in, its almost impossible to get out.

Last week, I spent 7 days on a Disney cruise. Even though wifi was offered, I chose to be released from the sticky web. Something amazing happened, I enjoyed being fully human.

I stopped reaching for my phone at the every thought to check or share an email, idea, or picture. At first, the thoughts flooded my mind. But because I knew I was disconnected, I didn’t act on the thought to reach for my phone. Eventually, the thoughts went away. This is when I knew I was finally free. No more was my mind flooded with “hey you should check your email?” or “you should text that out” and “take a picture and send that to so and so, they’ll get a kick out of it!” My mind was finally free to focus and enjoy a single stream of thought. More importantly, I was able to enjoy uninterrupted time (mind and body) with others.

You know what is even more amazing that I realize now a few days later? I have solid memories of the entire trip. Maybe one day, someone will research and write about how digital memory has replaced human memory. I hope not. Yikes!

Now that I am back, I am maintaining the habit of scheduling use of technology. I am leaving it out of moments where I need to think, read, and more importantly create memories with those around me. I plan on scheduling routine “off the web” retreat days in my life to help sustain the balance.

The internet is a major part of our lives. But it doesn’t have to be a very sticky web. There is a time and place for engagement with technology vs engagement with other people. Our memories and our relationships are more significant than our technology. Let us all make it a priority to creating the best memories of each other through real life human engagement.

#illuminateon
#disney
#disneycruise

Dec 2, 2016     0 Comment     Blog Entrepreneur Mentor Responsible Freedom     ,

For years when I interviewed those looking to join the Intuitive Solutions Family, I would describe Intuitive’s work environment and say “the people who succeed here are the ones who can be responsible with freedom, because, we don’t like to micromanage here.”

This morning I came across a short Forbes.com article that describes the work culture at Netflix. Netflix, without question, is one of the most disruptive companies of the last decade that continues to succeed. Writer Kevin Kruse titles the article, “Netflix Has No Rules Because They Hire Great People.” This title immediately caught my attention. As my dream and what I’ve been working to build for Intuitive has been to achieve the same, A work environment with little or no rules!

At the end of the article, Kevin points to the following:

“Freedom And Responsibility

Instead of creating endless rules and processes, which is how most companies deal with major growth, Netflix asserted that a business should focus specifically on two things:

  1. Invest in hiring high-performance employees.
  2. Build and maintain a culture that rewards high-performers, and weeds out continuous, unimproved low performers.”

As part of our 2016 Strategic Reinvention Plan, we decided to invest into doing a better job at Talent Identification and Talent Recruiting.

“High performance” is very subjective and will vary company to company. At Intuitive it doesn’t mean those who can do the most work. It means those who can get the job done end-to-end with little or no management.

Another thing I’ve always said to potential new hires is “if I have to hire or ask a manager to follow-up and follow-through with your work, you won’t make it here too long” It shouldn’t take two people to do your job. If that is the case, then Intuitive is not the right place for you. Unfortunately, the weeding out does take place. Because, responsible freedom isn’t for everyone. Some people need someone over their shoulder. Weeding out here usually starts with an uncomfortable conversation, and then if no change escalates to the implementation of policy and procedure.

Let us all be the best practitioner’s of responsible freedom and continue to drive that going forward. This ingredient will empower Intuitive and your organization to succeed now and for years into the future!

#illuminateon

Mar 8, 2016     0 Comment     Blog Mentor     ,

“You know they are smarter than you if they are asking the RIGHT questions.”

Again, it was one of those things he said that I didn’t understand until much later.  What are “the right questions?” I asked myself over and over again until one day it hit me-the right questions are those that you can’t find an answer for immediately on your own.

Think about it, if you’re asked “are you thirsty?” you can almost immediately respond yes or no.   You didn’t have to think, right?  If asked about your job or things that you do every day, you could probably answer very quickly.  These are the “no effort” and “no challenge” questions.  Your not using any part of your mind that requires you to REALLY think. If all you have around you are people asking you what you already know, then you aren’t growing.

You don’t want to surround yourself with people who ask questions you already have the answer to.  If you are training, on boarding, and developing, then yes, you should expect to be asked lots of questions.  But if absolutely none of those cause you to think, then you’re not being challenged. REAL growth for you (and perhaps for your organization) you want those who ask questions that require you to dig deep.

As a matter of fact, if you have someone who asks questions that make you somewhat annoyed and perhaps even frustrated, it is likely these feelings are because you don’t have the answer and absolutely no clue where to get the answer.  Guess what? You have the right person sitting in front of you.  Sounds insane I know, but trust me.  It is exactly what you need for growth.

When you are digging deep to find and develop a solution, you are growing. When you are growing you are Illuminating yourself and others.

IlluminateOn!

Categories
Archive
Dec 18, 2017     0 Comment     Advisor Blog Consultant Entrepreneur Mentor Responsible Freedom    

Do you feel like you are being micromanaged? Chances are your actions and behaviors have something to do with it.

Here’s how to recognize when you are being micromanaged and some tips on how to get out of the micromanagement trap.

In principle, if your boss (could be a manager or customer) has confidence in your ability to understand objectives, put a plan together, and deliver timely results, they should never micromanage you. If you struggle with understanding objectives, aren’t able to put realistic plans together, and can’t execute, you’ll likely be on your way for micromanagement and possibly out the door.

Let’s say your boss has stopped sharing “why” or what the outcome objective is, and directly tells you what to do. If that describes your world, then you are in the micromanagement trap.

To get out of this trap, instead of directly doing what is being asked, start with uncovering the outcome objective. If you know the outcome objective, you will be better prepared to exceed expectations and participate in solving unexpected problems that come up along the way by using your subject matter expertise, your creative thinking, and your ideas to achieve the same outcome.

The goal is to earn the trust and confidence of your boss in your ability. That happens over time and not over night. A boss who only tells you what to do, trusts only your ability to complete a task. A boss who tells you why and shares the outcome objective, trusts your ability to see the big picture. A boss who shares the initial problem with you, trusts your ability to problem solve, see the picture, and get the job done. A boss who never checks in on you, trusts your ability to deliver on time.

Dec 6, 2017     0 Comment     Blog Consultant Entrepreneur Mentor    

When a customer asks you to do something, don’t. 

Credit: shutterstock - Igor Kisselev

Credit: shutterstock – Igor Kisselev

If you proceed to just “do” what they are telling you to do, then you are participating in their solution without knowing what the real problem is that they are trying to solve. Start with finding out what they are actually trying to achieve and why. That’s step one.

In step two, you are trying to uncover their workflow: What is their current workflow? How are they achieving their current goal now? What are the pains associated with whatever it is they are trying to do now? Ultimately, you are creating a new workflow to achieve the stated objective.

For step three, you want to find out what the restraints are. Ask, what are the financial restraints, the human resources restraints, and the time restraints. That helps you see capability and shows you the box that you are working in to solve their problems. Then compare their restraints and your own.

After these three steps you will be able to come up with far better solutions and to create bigger objectives or bigger achievements that may meet or even exceed your customer expectations.

Dec 13, 2016     0 Comment     Advisor Balance Blog Entrepreneur Human Interaction Internet Mentor     , , , , , ,

I remember back in the 90’s, the phrase used for the internet was “World Wide Web.” When you think of the word “web” what comes to mind? A spider’s web? Perhaps something sticky? If you get stuck to something sticky, when you try to pull away what happens? You get pulled back right? Yup, even though we now refer to “it” as the internet or the act of being online, its still a big blob of stickiness. Once your in, its almost impossible to get out.

Last week, I spent 7 days on a Disney cruise. Even though wifi was offered, I chose to be released from the sticky web. Something amazing happened, I enjoyed being fully human.

I stopped reaching for my phone at the every thought to check or share an email, idea, or picture. At first, the thoughts flooded my mind. But because I knew I was disconnected, I didn’t act on the thought to reach for my phone. Eventually, the thoughts went away. This is when I knew I was finally free. No more was my mind flooded with “hey you should check your email?” or “you should text that out” and “take a picture and send that to so and so, they’ll get a kick out of it!” My mind was finally free to focus and enjoy a single stream of thought. More importantly, I was able to enjoy uninterrupted time (mind and body) with others.

You know what is even more amazing that I realize now a few days later? I have solid memories of the entire trip. Maybe one day, someone will research and write about how digital memory has replaced human memory. I hope not. Yikes!

Now that I am back, I am maintaining the habit of scheduling use of technology. I am leaving it out of moments where I need to think, read, and more importantly create memories with those around me. I plan on scheduling routine “off the web” retreat days in my life to help sustain the balance.

The internet is a major part of our lives. But it doesn’t have to be a very sticky web. There is a time and place for engagement with technology vs engagement with other people. Our memories and our relationships are more significant than our technology. Let us all make it a priority to creating the best memories of each other through real life human engagement.

#illuminateon
#disney
#disneycruise

Dec 2, 2016     0 Comment     Blog Entrepreneur Mentor Responsible Freedom     ,

For years when I interviewed those looking to join the Intuitive Solutions Family, I would describe Intuitive’s work environment and say “the people who succeed here are the ones who can be responsible with freedom, because, we don’t like to micromanage here.”

This morning I came across a short Forbes.com article that describes the work culture at Netflix. Netflix, without question, is one of the most disruptive companies of the last decade that continues to succeed. Writer Kevin Kruse titles the article, “Netflix Has No Rules Because They Hire Great People.” This title immediately caught my attention. As my dream and what I’ve been working to build for Intuitive has been to achieve the same, A work environment with little or no rules!

At the end of the article, Kevin points to the following:

“Freedom And Responsibility

Instead of creating endless rules and processes, which is how most companies deal with major growth, Netflix asserted that a business should focus specifically on two things:

  1. Invest in hiring high-performance employees.
  2. Build and maintain a culture that rewards high-performers, and weeds out continuous, unimproved low performers.”

As part of our 2016 Strategic Reinvention Plan, we decided to invest into doing a better job at Talent Identification and Talent Recruiting.

“High performance” is very subjective and will vary company to company. At Intuitive it doesn’t mean those who can do the most work. It means those who can get the job done end-to-end with little or no management.

Another thing I’ve always said to potential new hires is “if I have to hire or ask a manager to follow-up and follow-through with your work, you won’t make it here too long” It shouldn’t take two people to do your job. If that is the case, then Intuitive is not the right place for you. Unfortunately, the weeding out does take place. Because, responsible freedom isn’t for everyone. Some people need someone over their shoulder. Weeding out here usually starts with an uncomfortable conversation, and then if no change escalates to the implementation of policy and procedure.

Let us all be the best practitioner’s of responsible freedom and continue to drive that going forward. This ingredient will empower Intuitive and your organization to succeed now and for years into the future!

#illuminateon

Mar 8, 2016     0 Comment     Blog Mentor     ,

“You know they are smarter than you if they are asking the RIGHT questions.”

Again, it was one of those things he said that I didn’t understand until much later.  What are “the right questions?” I asked myself over and over again until one day it hit me-the right questions are those that you can’t find an answer for immediately on your own.

Think about it, if you’re asked “are you thirsty?” you can almost immediately respond yes or no.   You didn’t have to think, right?  If asked about your job or things that you do every day, you could probably answer very quickly.  These are the “no effort” and “no challenge” questions.  Your not using any part of your mind that requires you to REALLY think. If all you have around you are people asking you what you already know, then you aren’t growing.

You don’t want to surround yourself with people who ask questions you already have the answer to.  If you are training, on boarding, and developing, then yes, you should expect to be asked lots of questions.  But if absolutely none of those cause you to think, then you’re not being challenged. REAL growth for you (and perhaps for your organization) you want those who ask questions that require you to dig deep.

As a matter of fact, if you have someone who asks questions that make you somewhat annoyed and perhaps even frustrated, it is likely these feelings are because you don’t have the answer and absolutely no clue where to get the answer.  Guess what? You have the right person sitting in front of you.  Sounds insane I know, but trust me.  It is exactly what you need for growth.

When you are digging deep to find and develop a solution, you are growing. When you are growing you are Illuminating yourself and others.

IlluminateOn!

Categories
Archive
Dec 18, 2017     0 Comment     Advisor Blog Consultant Entrepreneur Mentor Responsible Freedom    

Do you feel like you are being micromanaged? Chances are your actions and behaviors have something to do with it.

Here’s how to recognize when you are being micromanaged and some tips on how to get out of the micromanagement trap.

In principle, if your boss (could be a manager or customer) has confidence in your ability to understand objectives, put a plan together, and deliver timely results, they should never micromanage you. If you struggle with understanding objectives, aren’t able to put realistic plans together, and can’t execute, you’ll likely be on your way for micromanagement and possibly out the door.

Let’s say your boss has stopped sharing “why” or what the outcome objective is, and directly tells you what to do. If that describes your world, then you are in the micromanagement trap.

To get out of this trap, instead of directly doing what is being asked, start with uncovering the outcome objective. If you know the outcome objective, you will be better prepared to exceed expectations and participate in solving unexpected problems that come up along the way by using your subject matter expertise, your creative thinking, and your ideas to achieve the same outcome.

The goal is to earn the trust and confidence of your boss in your ability. That happens over time and not over night. A boss who only tells you what to do, trusts only your ability to complete a task. A boss who tells you why and shares the outcome objective, trusts your ability to see the big picture. A boss who shares the initial problem with you, trusts your ability to problem solve, see the picture, and get the job done. A boss who never checks in on you, trusts your ability to deliver on time.

Dec 6, 2017     0 Comment     Blog Consultant Entrepreneur Mentor    

When a customer asks you to do something, don’t. 

Credit: shutterstock - Igor Kisselev

Credit: shutterstock – Igor Kisselev

If you proceed to just “do” what they are telling you to do, then you are participating in their solution without knowing what the real problem is that they are trying to solve. Start with finding out what they are actually trying to achieve and why. That’s step one.

In step two, you are trying to uncover their workflow: What is their current workflow? How are they achieving their current goal now? What are the pains associated with whatever it is they are trying to do now? Ultimately, you are creating a new workflow to achieve the stated objective.

For step three, you want to find out what the restraints are. Ask, what are the financial restraints, the human resources restraints, and the time restraints. That helps you see capability and shows you the box that you are working in to solve their problems. Then compare their restraints and your own.

After these three steps you will be able to come up with far better solutions and to create bigger objectives or bigger achievements that may meet or even exceed your customer expectations.

Dec 13, 2016     0 Comment     Advisor Balance Blog Entrepreneur Human Interaction Internet Mentor     , , , , , ,

I remember back in the 90’s, the phrase used for the internet was “World Wide Web.” When you think of the word “web” what comes to mind? A spider’s web? Perhaps something sticky? If you get stuck to something sticky, when you try to pull away what happens? You get pulled back right? Yup, even though we now refer to “it” as the internet or the act of being online, its still a big blob of stickiness. Once your in, its almost impossible to get out.

Last week, I spent 7 days on a Disney cruise. Even though wifi was offered, I chose to be released from the sticky web. Something amazing happened, I enjoyed being fully human.

I stopped reaching for my phone at the every thought to check or share an email, idea, or picture. At first, the thoughts flooded my mind. But because I knew I was disconnected, I didn’t act on the thought to reach for my phone. Eventually, the thoughts went away. This is when I knew I was finally free. No more was my mind flooded with “hey you should check your email?” or “you should text that out” and “take a picture and send that to so and so, they’ll get a kick out of it!” My mind was finally free to focus and enjoy a single stream of thought. More importantly, I was able to enjoy uninterrupted time (mind and body) with others.

You know what is even more amazing that I realize now a few days later? I have solid memories of the entire trip. Maybe one day, someone will research and write about how digital memory has replaced human memory. I hope not. Yikes!

Now that I am back, I am maintaining the habit of scheduling use of technology. I am leaving it out of moments where I need to think, read, and more importantly create memories with those around me. I plan on scheduling routine “off the web” retreat days in my life to help sustain the balance.

The internet is a major part of our lives. But it doesn’t have to be a very sticky web. There is a time and place for engagement with technology vs engagement with other people. Our memories and our relationships are more significant than our technology. Let us all make it a priority to creating the best memories of each other through real life human engagement.

#illuminateon
#disney
#disneycruise

Dec 2, 2016     0 Comment     Blog Entrepreneur Mentor Responsible Freedom     ,

For years when I interviewed those looking to join the Intuitive Solutions Family, I would describe Intuitive’s work environment and say “the people who succeed here are the ones who can be responsible with freedom, because, we don’t like to micromanage here.”

This morning I came across a short Forbes.com article that describes the work culture at Netflix. Netflix, without question, is one of the most disruptive companies of the last decade that continues to succeed. Writer Kevin Kruse titles the article, “Netflix Has No Rules Because They Hire Great People.” This title immediately caught my attention. As my dream and what I’ve been working to build for Intuitive has been to achieve the same, A work environment with