Category: leadership development

Why Goals Are Overrated

Scott Asai2 Comments

goals-are-overrated

Coaching is much more like personal training than therapy, yet goals shouldn’t be the focus.

Let’s take your next career move as an example. If you’re looking for a new job, you’re normal. But the question is once you achieve that goal, will you be happy?

Research says short-term yes, but long-term no. The average tenure in a position is under 2 years for Millennials and rapidly shrinking. It has a bit to do with short-attention span, but mostly because of lack of purpose and challenge.

A job can fulfill that, but ultimately a combination of lifestyle and utilizing strengths is what matters. Let me explain.

People don’t work just to make money anymore. They want a job to provide their desired lifestyle. I’ve worked with plenty of clients who hate their job, but won’t leave because it supports the lifestyle they want to live. There’s also many people who stay at a low paying job because it allows them to pursue their passions on the side or make an impact at work.

Now moving on to strengths. If passion + strengths + experience = purpose, then strengths is the most important aspect. Passion and experience combined is the American Idol candidate who can’t sing. You have God-given talent, but it’s others who validate your strengths. The prime example are professional athletes. Paid extremely well to do one thing.

You might be saying, “But what if I’m not a professional athlete?” Well neither am I and here’s my answer: You may not get paid to play sports, but there’s 1 – 2 things you do really well. Find those things and do them over and over.

According to Malcolm Gladwell, it takes 10,000 hours of practice to become successful at one thing (approximately 10 years if you’re wondering). That means there are no overnight success stories. Here’s my overall point:

Goals are like checking off a to-do list. Habits create the lifestyle you want. If you want to have a successful career you better figure out what tasks you should be doing on a daily basis, regardless of your job. I tell my clients after the initial session, finding your next career move will be easy…but understanding your strengths, knowing where you best “fit” and building confidence is what I really want to see flourish.

So stop worrying about setting and accomplishing goals. Instead identify the successful habits that will fulfill your desired lifestyle and do that, daily.

What An Employee Wants, What An Employee Needs…

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christina-aguilera-

Enter Christina Aguilera…just kidding.

There’s two ways to look at this scenario: through the eyes of an employee or the mind of an employer. The good news is the answer is the same.

Treat employees like entrepreneurs.

Employees want to feel valued. Give them objectives, but let them choose how to accomplish them. Coach them through the process, but ultimately give them freedom how to complete their assigned tasks.

Employers tend to micromanage. It’s more generational than anything else. It’s how they were taught, so they do the same. The reason flex time is valued by workers is because life outside of work is more important. That doesn’t mean you have to offer work remotely, it just means treat employees like people first, not workers.

Millennials are the most entrepreneurial generation in history. All aspire to be entrepreneurs, even if they never make the jump. As an employer, your best retention tool is to treat them like intrapreneurs. You want workers to take ownership and responsibility, so give it to them. Have consequences if they don’t finish the job, but it’s better to give trust initially then respond accordingly to the results.

Entrepreneurship should be available to all. What do you think? 

Why Seniority Is A Terrible Qualifier

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career-path

Work your way up the corporate ladder is what you were told. Hard work does pay off, but it’s not enough. When you get promoted into a leadership or executive role, it may not be the best move for you. Here’s why:

Think of 3 different levels in an organization.

The foundation is the technical worker(s) a.k.a. the widget maker.

The middle layer is leadership, also known as management.

On the top is the executive team, otherwise known as the C-Suite.  

Historically managers are promoted because of tenure on the job, but the skill set needed to lead is much different than dealing with customers. I’ve witnessed older managers get promoted because of their loyalty to the company, but once elevated the proverbial wheels fell off. Just because you were great as sales, production, service, etc. doesn’t mean it will translate well at the next level (it has little to do with age, much more to do with mindset).

The same happens for middle management. Leaders are focused on managing people, but with an upgrade to the executive team, now you have to forecast growth. Thinking strategically is not the same as relationally. As a CEO, CTO or CFO you’ll spend most of your time in meetings and researching data. The additional money is nice, but you’ll soon find out if it’s the right fit for you.

This comes back to self-awareness. Knowing what you can and can’t do. Higher pay is always nice, but nowadays people quit their jobs much quicker if they don’t love and thrive in their position. Climbing the corporate ladder isn’t what it used to be. And although entrepreneurship may be sexier it’s also not for everyone. When it comes to your career path, figure out your direction before you start traveling. Pursue a role where you can make the biggest impact, learn the most and utilize your God-given abilities. Otherwise you’re just driving without a destination in mind.

The Bottom Line Starts At The Top

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bottom-line

When it comes to business everything funnels back to the bottom line. Financials matter, but shows like The Profit emphasize that if your people aren’t the right fit, it may not matter what your product or service is. The traditional organizational chart is slowly being replaced by a more “flat” model, but since decisions need to be made quickly most companies still rely on an ultimate point person.

If you are the CEO, the pressure’s on, but for the majority of people who aren’t you have to manage up. If you’re in direct contact with the owner or main power player great, but if you’re not you still can influence the company if you’re intentional about it.

The heart of an organization usually lies with the sales force because without profit, you don’t have a business. Numbers talk, but even if you’re not in sales your “voice” becomes louder with results. So regardless of position, hard work beats talent when talent doesn’t work hard. If you want to be heard more, do something that makes noise so others notice you. If you put your head down, do your work and duck out you’ll never move up (as far as you’d like). It takes a shift from “me” to “we” in order to climb the ladder. That means when you start taking ownership for your responsibilities and realizing where it fits into the bigger part of the organization it starts to click.

At this point is where you start to take pride in your work. If a job is just a job, it’s only a matter of when, not if you leave. Looking at your position from the boss’ perspective changes everything. Like a well-oiled machine you start to see how each maneuver affects the other parts. The different layers of management start being more crucial to the overall success of the company. How decisions from the top trickle-down to the frontline: the customer-employee transaction. Now you understand how the top affects the bottom. Because you imagined how to run the company like it was your own.

It’s usually at this point where employees leave current positions to start their own business. You’ve learned an industry, witnessed a process that works and have ideas of how to make it more efficient. Thinking top-down doesn’t mean you should become an entrepreneur, but it should be your goal to at least think like one. So no matter where you are in your career, don’t forget: if you really want to affect the bottom line, start at the top.

Millennial Makeover: 3 Steps for Success

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millennial_infographic

Millennials are now the largest generation in the U.S. Labor Force and that number will just keep growing. The stereotypes of being narcissists, fickle and poor communicators are mostly true, but there’s too much emphasis on the problem and not enough focus on solutions.

I’ve worked with Millennials both as a volunteer and paid basis for the past 20 years and here is what works:

1) Teach/Model Communication Skills: As technology increases, communication skills decrease. With texting, social media and various apps, verbal communication isn’t practiced much. Young professionals can multitask quickly, but are slow to respond to emails, lack professionalism and avoid conflict. In order to turn the tides give them opportunities to speak in public, network at events and define professionalism. Rarely is a new hire ready to do their job independently. That doesn’t mean they’re not capable, it means you need to teach them what they lack. The only way to improve skills is to practice. Stop complaining about their faults and show them how to do it.

2) Give Frequent Feedback: Millennials crave coaching. Since we’re stereotyping here for brevity purposes, Baby Boomers and Gen X’ers aren’t the greatest managers. Most supervisors move up in rank because of seniority, but the technical skills mastered are far from leadership skills that are needed to develop emerging candidates. Frequent means daily or at least weekly feedback. Yes, Millennials tend to dislike criticism, but that doesn’t mean you stop giving it. No, I’m not an advocate for micromanaging, but if someone isn’t performing to standards, they must be informed. This goes both ways too. Leaders should be secure enough to ask how they can serve their workers better. Praise is welcome, but make sure it’s specific, not general like “good job.” If you’re going to be generic in your feedback, do everyone a favor and don’t bother opening your mouth. Start at the end. Performance evaluations shouldn’t be a surprise to any worker if feedback is being given constantly.

3) Reward Intraprenuership: Millennials are the most innovative generation in history. If they don’t see the market fulfilling a need, they create it themselves. Corporate culture should welcome mistakes. We all learn best through trial and error and the most successful people in the world deal with failure better, not success. New projects are a great way for Millennials to take initiative, collaborate and test market products/services. If you ask most young professionals what matters to them most at work, you’ll usually get the response: make an impact in the world or opportunities for growth. Rewarding intrapreneurship satisfies both desires if planned well. Responsibility happens when ownership is taken. The quickest way to teach that is by delegating tasks, trusting people to get it done and holding them accountable for the results. Don’t worry about retention as much, instead foster an entrepreneurial culture and it becomes your most effective recruiting tool.

Generational differences cause a lot of problems at work, but if you choose to focus on the strengths of Millennials instead of their weaknesses, you’ll see positive results in your ROI much sooner than later.

Why Coaching Doesn’t Work

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coach's whistle

I’ve been coaching for the past 8 years as an entrepreneur, but much longer in basketball and life. It’s a skill set you can learn, but similar to leadership there are some who have an innate ability to thrive in it and a “higher ceiling” in terms of execution. As a customer there are more reasons than not to avoid coaching, which makes it hard to “sell.” Here are just a handful:

“What is coaching?”

“How does it work?”

“How much is it?”

“What results will I get?”

“HR and management already provides that at work.”

The list goes on and on, so instead of trying to convince you why coaching works, I prefer to share my experience of hiring a coach. I worked with a coach for 18 months. We met bi-monthly and talked about professional and personal issues. I loved how he would ask me questions that were based on my agenda, set goals to accomplish before the next session and go at my pace. It felt much more like hiring a personal trainer to strengthen my mind than anything close to therapy or psychology. I liked it so much I picked my coach’s brain on how to become one and after going back to school for a M.A. in Organizational Leadership, here I am.

Now the toughest part is selling it. Coaching is a process, it provides solutions to the “how” questions. Problem is customers are focused on the results. Confidence and career advice is what my clients get from working with me. Another issue is paying for individual sessions. Going back to my personal trainer analogy, you wouldn’t hire a trainer and expect results overnight, so you can’t do the same with a coach. Sessions don’t work, programs do. P90X and Insanity sell fitness, but they’re packaged as a program. That’s exactly how you need to buy coaching. For example, my Career Bootcamp is 30 days of coaching which includes: (4) 60 minute sessions + unlimited weekday email support. If you take full advantage of this offer, you can have up to 26 “touch points” in a month’s time. Now that’s value! You get a defined outcome in specific time frame. Much easier to buy.

It’s not that coaching doesn’t work, it does. But the challenge is how it’s “packaged.” These days anyone can call themselves a coach, I get that. So if you’re in the market to hire one, contact a coach and ask them questions. Your decision to hire one should be based on chemistry (do you “fit” with them?) and confidence (can they get me to where I want to be?). Coaching is an investment in personal & professional development. A smart coach also knows when to refer clients to therapists when their issues are outside of their professional scope.

Athletes hire coaches to increase performance, so should you!

Millennials: Why Potential is Overrated

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potential

Dear Managers,

Before you hire your next college graduate based on potential, stop. The equalizer for a young worker is experience, which tends to be lacking, but ultimately what employers care about for long-term tenure. After completing a four-year program, you need someone to give you a chance because you need experience right? Well, only part of that is true. If you’re a smart worker, you would have been interning, volunteering and/or working a part-time job. Experience, not a diploma, is a far superior measurement for success on the job.

This isn’t saying natural talent doesn’t matter, but far too many times “potential” makes us blind to current deficiencies. Take for instance athletes. Young talent is referred to as “raw,” but since sports is something you take seriously since childhood if you want to go pro, your body of work as an amateur precedes you getting to the next level. If a pro basketball prospect is known for his scoring ability, but struggles on defense that’s a red flag. As a natural scorer, that’s probably where he’ll thrive in yet even with teaching, he’ll be a mediocre defender at best. People can be taught skills, but we can’t can’t escape our strengths and weaknesses. Most superstars are elite at every level of competition. Play to your strengths and be aware of your shortcomings. Each person has a ceiling whether we want to believe it or not.

That’s why good interviews consist of past behavior questions. Employers want to know what you’ve done so they can predict how you’ll do. If you’re hiring for sales job, don’t look for charismatic individuals, look at sales experience. Want to hire the best engineer? See how much your candidate toyed with computers and video games as a kid. In his book Outliers, Malcolm Gladwell referred to the 10,000 hours rule where it takes that much practice to master a skill. Sounds crazy, but that’s equivalent to about 10 years of work. Someone straight out of college will probably not have that much experience in the industry, but some experience is much better than no experience.

It goes back to how we view our college experience. Did you wait for counselors and advisors to tell you what to do or did you take initiative to learn things on your own? High school is the last time education will tell you what’s next. In college, you choose your own destination. Potential is overrated because is says “I’m confident I can do this, I’m just waiting for my opportunity.” Experience says, “I can give you a specific example of why I’m a great fit for your company, when do I start?” Hire the experienced over the potential candidate. You’ll be glad you did.

Video Marketing 101 w/ Sunny Lenarduzzi

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sunny

Today’s interview in our Personal Branding Series is with Digital Marketing Guru Sunny Lenarduzzi. I stumbled upon Sunny’s work via Twitter and love her work and personality. She’s mastered the You Tube Tutorial so if you’re trying to figure out technology on your own, stop! I haven’t had the pleasure of meeting her in person yet, but I’m sure we’ll eventually cross paths once she’s dominated Canada and moves her way down south. Hope you enjoy her brief, but powerfully clear words of wisdom.

1) How did you get into video marketing as a career?

My career started in broadcasting and after years of reporting and hosting on television and radio, I fell in love with the digital space. Now, I feel like I’ve combined those two passions into my dream career. I love creating video content and working with brands and individuals to help them grow their influence and create tangible results through a visual medium.

2) What do you consider your biggest strength as a communicator?

Perhaps it’s a strength and a weakness, but I’m very straightforward. I like getting right to the point and I do my best to deliver messages as clearly and concisely as possible.

3) What’s been the biggest challenge you’ve faced so far?

It’s funny, I can’t think anything that I would consider a big challenge. Have there been hurdles? Yes. But I love what I do so much that I see every challenge as an opportunity for growth. I would say one of the most difficult aspects of my job is to stay ahead of the trends and keep up with the fast pace and information overload.

4) How would you describe your style/personal brand?

Simplistic. Joyful. Informative.

5) What advice would you give other entrepreneurs trying to build their audience/brand?

Know your audience and what their needs are. You have to start with researching your target audience extensively to ensure that every aspect of your marketing initiatives matches what they want and need to hear.

Scott Asai is a speaker/coach that has been developing leaders for 20+ years – athletes, companies and individuals. His focus is helping people develop leadership skills to advance in their careers. Scott tends to attract a large audience of Millennials and Introverts to his programs/events. His professional background consists of: B.A. in Psychology, M.A. in Organizational Leadership, Certified Professional Coach and Certified Strengths Coach.

The Introverted Networker

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Shy

There’s a belief out there that you have to be an extrovert in order to be an effective networker.

That’s a myth.

While it’s true that extroverts can be great at networking, introverts have their advantages too. Take for instance: listening skills. You and I love to connect with others, but the only way that’s possible is if there’s a discussion. That means someone is talking, while the other one is listening. If you’re talking all the time, you’ll notice people avoid you like the plague. Listen well and people will be drawn to talk to you.

Quality over quantity is a huge factor too. As an introvert, you may not be able to shake 50 hands during an hour meeting, but the 5 or less people you do meet you’ll probably remember how to follow-up with them. Consider using network events as a way to meet people, then grab coffee or schedule a phone call with them afterwards. Networking is a numbers game. Extroverts are better at meeting a lot of people at once. Introverts are better at getting to know a small amount of people at a time.

Only 7% of communication is done through words. The other 93% is shared between tone and body language. Introverts tend to be more intuitive so they pick up on non-verbal cues and intonation. Since interpreting communication requires observation and reading beneath what’s said, people feel valued when they are “heard” correctly. Knowing this, if you’re an introvert and have avoided networking up to this point because you didn’t feel like you’re “talkative” enough, stop making excuses.

It’s about who you know, not what you know, so if you’re not meeting new and maintaining old relationships, you’re getting behind!

A Speaker’s #1 Weapon

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public-speaking

Public speaking is the #1 fear of adults, but why? Up until a few years ago I dreaded speaking in front of an audience myself. Most people aren’t born with the gift of public presentation and as an introvert it can cause a lot of anxiety just thinking about it. Practice doesn’t make perfect, but it does make better so every opportunity to get up in front of people and speak, you should take advantage of. Confidence builds over repetition, but the one technique that elevated my speaking ability literally overnight is called The Memory Palace.

Essentially it’s a visualization routine to help you memorize your speech. Think about it. If there’s one aspect that stands out about great speaker, it’s their ability to not use notes. I always believed speakers who could orate without referring to an outline were superhuman. But with this technique not only do you give your audience the illusion that you have a fantastic memory, but your body language exudes confidence that is memorable.

Not only has it helped me become a better speaker, but it also cuts down on prep time because you’re remembering stories associated with images rather than reciting words written down on paper. When speaking only you know if something was omitted. You can always play off the fact a point was forgotten because no one else knows what you intended to say. There are many ways to plot your talk, but here’s what works for me:

1) Storyboard your ideas on paper in 4 equal quadrants

2) Organize your thoughts so the story flows

3) Add visuals (screen images and/or props) to enhance your message

4) Rehearse at least 3 times before you present

5) Smile and have fun speaking!

The formula of 70% presentation and 30% content has worked for me. Once I jot down my ideas, I shift my focus towards what clearly communicates my point to the audience. Your message is directed towards the crowd, not you. Stop preaching and start sharing. Body language plays such a huge role in the absorption of a presentation, so smile, make eye contact and slow down. Public speaking is becoming a lost art with the rise of technology, so if you want to stand out professionally learn how to become a great speaker.

If you want to improve your speaking skills, here’s the video that transformed me!