When you are bitten by a bug, there is a certain amount of time that you just have to live through before the itching and swelling of that bite goes away. Rubbing and scratching the bite will only prolong the experience, the discomfort that comes with it and the time needed to heal. But eventually, the swelling will subside, the rash will fade, and the itching stops.
The same general thing happens when you are bitten by an ‘idea bug.’ Once a new idea come to mind, you’ve got a limited amount of time before you lose the adrenaline rush to put the idea in motion, and possibly lose the idea itself to the million of other thoughts that get processed through your mind on a daily basis.
And just like there are steps to take to help alleviate the suffering from an actual bug bite (don’t touch it, apply some medicated cream, take a pill, etc.), there are steps you can take to prolong the jolt of inspiration of your ‘idea bug’ bite:
1: Write It Down IMMEDIEATELY! - Never let an idea just dissipate from your memory. Just because the ideas are flowing now, doesn’t mean you’ll never go through an idea dry spell and need to look back on a few filed away ideas for inspiration. Write the details of your idea as simply or as detailed as they came to you, and place it somewhere you can routinely review it, lest you waist the effort of preserving it in the first place. Create an idea bank for storing randomly created ideas in a file folder, shoe box, computer file--whatever will work best for you. You can even carry a portable notebook to jot down ideas as they come if you are prone to attract idea bugs.
2: Order Your Steps – Make a quick determination on just how complicated your idea is and just how much work will be involved in your attempt to actually make it happen. Come up with a quick, easy to follow outline of all the steps involved that you can think of, and determine how long you think it will take to get the project started and completed.
3: Gauge Your Timing – Determine if this is the actual right time or place to attempt to work out the kinks in your idea. Let’s use the example of your idea being a ski stunt you would like to attempt and master. If you are nowhere near water or snow, chances are you won’t be working on the stunt by mid-morning. And if you have to lose ten pounds and get in shape before you can even attempt your stunt, that’s just more prep time needed before the attempt. If now is not the right time or you’re not in the right place, schedule a time in the future when you can assure all the conditions are acceptable to make an attempt at your idea. If your idea is not that involved or complicated, and you believe you can work on it now with minimum interruptions, and you are ready for the challenge, then jump on in.
4: Start At Your Earliest Convenience – The average person has about 48 hours or so from the initial formation of a new idea before they lose interest in it completely. And if they don’t take the time to write it down, they could lose the entire idea minutes after they came up with it. It is important to put your plan in motion for you idea as soon as possible, or schedule a time in the near future to get started, with plenty of incentive to get back to it.
Is The Story Of The Little Dutch Boy Actually The Story Of Your Career?
ORIGINALLY PUBLISHED BY ME IN THE FORMER COOL CORPORATE DOT COM BLOG
Does your career follow a warped version of the story of the Little Dutch Boy?
The Cliff Notes Version of the Little Dutch Boy has a hole in a dike that was threatening to burst, and little boy walks up an sticks his finger in the hole and shores up the dike with the simple act...a decision that is a little tough because it makes him late for school, which will get him in trouble. Eventually, some passerby sees the boy, and brings back help to fix the dike. The story is told to teach quick action and self-sacrifice, because if the boy leaves, the dike is back in the same peril that it was in before, and he has no guarantee that help is on the way.
Switch the story to an analogy of your career. Were you on your way to something bigger and brighter, came across a problem that you could offer up a quick fix, and then got stuck supporting your quick fix forever? In real world work, sometimes the people whose job it is to actually fix things will do everything in their power to go nowhere near the problem, sticking you with your quick fix approaches, and bogging you down with unresolved issues that keep you from accomplishing bigger goals and moving forward.
I believe you have three ways to approach this problem:
1: JUST DON’T STICK YOUR FINGER IN THE DIKE: If it’s not your problem, its not your problem, and don’t lift a finger (pun intended) to fix it.
2: PUT YOUR FINGER IN THE DIKE FOR A WHILE, THEN TAKE IT OUT AND DEMAND ACTION: Save the company for just a little while, figure out what the real problem is, then kill your quick fix and get in the faces of those who have the responsibility to fix it, and make sure they fix it.
3: PUT YOUR FINGER IN THE DIKE, AND PRAY THAT THE RIGHT PEOPLE WILL DO THE RIGHT THING ON THERE OWN: …which probably won’t happen...but a little faith might help…
When I came across the idea for this post, I knew I was going to be short on answers, but I hope that just putting the thought out there will help those stuck ‘with their finger in the dike’ to get a better picture of their current situation, and find a way out of it.
The most effective development tool you’ll ever use is a simple one: a list.
Part one of this post gave you a basic strategy for multiple list building designed to help you get out of the ineffective list building habit. In this second part, I will show you the lists that I personally keep everyday. My lists four main lists keep me on track for my progress, and give me clues to when I’m not progressing like I should so, so that I can fix my focus. I have owned a PDA or smart phone since college, so I have become accustomed to keeping my lists with me for instant review or editing for almost 20 years.
My first list is what I call my Daily Journal. This list is literally a place to jot down everything that I do throughout my day from the moment I wake up to the time I turn out the lights to go to sleep. My Daily Journal allows me to figure out exactly what I have accomplished on days when I know I have worked hard, but end up tired and frustrated because there were no obvious returns from my efforts. It also helps me keep up with the progress of my personal and my professional goals, along with keeping a eye on my health with notes for checking my blood sugar, the meals and snacks I eat, and whatever exercise I can squeeze in. I even use my Daily Journal to help compile a weekly review document of myself I call my Weekly Wrap-Up Log (which is why I have found the electronic method of keeping a journal much easier that carrying and recording in a paper bound journal, despite my love for Moleskine notebooks).
My second list is a basic listing I create every night of things I need to work on the next day, which I call my Daily Dozens. I came up with the name as I was working on creating a product on making lists, and thought it sounded catchy, and that ten spots were never really enough on my personal list. In fact, twelve spots is often not enough, as I’ll find I have accomplished additional things that happened to spring up on me throughout the course of a work day that turn out to be fairly important. Because of this, I have the right to add to this list as many more tasks completed throughout the day as I choose (normally no more that 16). Throughout the day, I mark off the tasks I have worked on with significant progress (but not necessarily completed). This list shows me my task priorities as I say they are, and ultimately what I actually focused on completing.
My third list is my 30 Minutes A Day Log. I created a document that covers the Four P’s of Life Management, with the key to devote at least 30 minutes a day to each P: TO PLAN, TO PLAY, TO PONDER, and TO PAUSE. It is with this log that I keep track of how well I am accomplishing my progress in life management, where some days are much better than others.
My forth list is what I call my Running Notepad, and it doesn’t fall in line with the normal concepts of lists. My Running Notepad is just a file that I use to put down any random idea that pops into my head that I think I will be able to do something with later. I have been carrying little notebooks for ideas since middle school, and the process just got a little more organized (and easier to transcribe) when I started doing more note taking in my PDAs and smart phones. I also use a service called Jott that allows me to leave a verbal note that gets transcribed for me to move into my Running Notepad file if my hands are not available. I am also trying to get the hang of the new Google Voice for recording and transcribing important phone interviews.
The most effective development tool you’ll ever use is a simple one: a list.
While the concept and the proper use of a list are for most people fairly basic, there are some who have taken the art of list building and have turned themselves in the Mozarts and Picassos of productivity and effectiveness. But the majority of us just scribble down a bunch of things and then easily forgets the reason for the list, or the list completely.
In part one of this post, I will show you a basic strategy for multiple list building that should help you get out of the ineffective list building habit. Part two will go in depth into the personal lists that I keep everyday that help me monitor my progress, or can at least alert me when progress is not being made.
Step one is to have a place of prominence to place your list once you’ve created it. Your desk is a fine spot for putting your list…if you don’t allow stuff to pile up on your desk and cover your list. Your list needs to live in a place where you will constantly have access to it. If your kitchen is a high traffic area for you, place it on the refrigerator. If your bedroom is your personal haven, put up a cork board or dry erase board so that you can put your list there. If you carry a smart phone, you can have your list always at your fingertips by keeping up with it in note form on your phone.
Step two is to name your list. Title your list so that it has a purpose (grocery list, tasks for work, Christmas gifts, steps for global domination, etc.) and only put items on the list that fit into that category. If you have a need or a task that doesn’t fit on the list you are currently building, figure out what purpose that need or task has, and make a new list with a new title that fits that purpose.
Step three is to limit your list. While the things you need to do may seem limitless, your capacity to get them done is limited by time, energy, and whatever resources you actually have available to you. Force a number on yourself to stop listing, and if you have more items then slots, eliminate the least important items. When you clear off enough items to make space on a particular list, add the missing items to the list.
Over a year ago, I came across an article by Joan Lloyd on preparing for the New Year with a full evaluation of your job. With half of 2009 in the books, and the economic climate making many wonder if there futures really do lie with their current employer, now might be a great time to get a jump on your personal career analysis, assuming you have actually taken the time to truly evaluate your worth to your employer, and vice versa. And not to steal from Lloyd’s thunder, you can read her article and see the full listing of evaluation questions here.
UPDATE: I didn't think about anyone asking me the status of my mid-year evaluation when I posted this. Since I have been asked by several people where my head and heart are in my job, I can tell you that despite the frustrations of the current economy, I like myself exactly where I am at the 'day job,' with hopes that sooner rather than later there will be some movement that will allow me and a few others the chance to grow and branch out. I would however seriously consider any offer that would be accompanied by a large sack of cash.
You know I have a lot of musician friends (meaning I've sat thur a lot of sound checks) Anyway, I've notice that as they are warming up for a show, they always tell the sound person what they need (ie more vocals,can't hear the bass player, there's to much sound or not enough sound) Eventually, everything is just right and my friends start to play.
The same thing can apply to whatever goal or task you're trying to accomplish. You work at something and tweek it (which comes from feedback) and tweek it some more till it's just the way you want it
I’ve been talking to a lot of my friends who are stagehands lately, and as the summer concerts are beginning to be planed, and my mind got caught up in thinking about goals and planning.
When a band sets up a stage for a performance, they have to scout out the venue, determine their basic wants and needs for a show, figure out if the venue can actually allow them to do some cool extra things (more lights, split level stages, pyro, whatever), and then determine what the end result should be. If the band is comfortable with themselves and who they will be performing with, they know how well they move together on stage, and can easily set up a performance and tear down for a quick getaway once they know how much room you have to work with.
Take this to your work team or even personal goal planning. Think about yourself and the teams you work with, and take a closer look at the current level of talent in contrast to the limitations that have placed on you (budgets, time, authority, priority). Your limits make up the size of your venue, and whether it is the equivalent of a small club or outdoor stadium. That sets you up to gage the size of stage you can manage in the space, how much equipment and what type of equipment you can allow on stage, and the size of a crowd you have to pull into the venue to make your performance pay off. Your bosses may see a lot of potential for crowded theater shows, or they might not think your ready to come out of the garage. You’ve got to figure out what venue they’re trying to book you in before you try to negotiate a bigger room and more of the door money.
And you have to be especially honest about the level of talent you are currently working with. You can argue about the Beatles being the greatest band of all time, but they didn’t begin the British Invasion a few months after they formed. They spent years learning themselves and their audiences, and they started with humble beginning of playing in some of the smaller and more seamier dives all over Europe. They had designs on sellout arena crowds early in their career...but they to build themselves up to reaching their superstar status. And they had to build smaller steps and occupy smaller stages along the way until they could demand the biggest and the best. Don’t get fooled by your potential. Let your potential be your booking agent to bigger gigs in a timely manner.
Your first challenge is to see the venue for what it is, and plan the biggest possible stage and grandest show setup you can imagine for it. That becomes your target goal, and their is nothing wrong with taking that goal to an insane extreme. You might not sell out Madison Square Garden, but you’ll never come close if you don’t keep a few open dates in case the opportunity just happens to pop up.
Your second challenge, and what is the real hard part, is to be consistent in building the steps to that bigger stage, and not hope that talent or luck will allow you to leap from a smaller stage without the proper support. Having a team that is willing to do what it takes to sell out the Garden is great. Having a team that has the talent to pull off the show is wonderful. Having the team that has worked its way up, step by step, to grow its talent and fan base to sell out the show is what you really want. That is something special.
I’ve worked with people who have looked at the big stage and shied away from it, despite great talent, and chosen to stay in the smaller venues or even get out of the business altogether because of the time and expectations of people who perform on the grand level. More frustrating are the people I’ve worked with who you have looked at the stage we are working on and the steps we had built so far, take a chainsaw to them, set them on fire, and then drive over the whole thing with a steamroller. Then, they would stand on top on the ashes and complain that were not building an even bigger stage than the one we had previously destroyed. I have worked with far too many of the latter types of people than I care to think about, because it drains my personal energy when I have to think about the time and energy wasted in the build up. But each experience is a learning experience that you have to take something good away from.
Replace ‘taking it slowly’ with ‘do it with patience’: you cannot expect instant results, but you keep pushing beyond the slower pace once you’ve mastered the moves.
Replace ‘find the right person to follow’ with ‘follow me’: take the lead and see who many people will line up behind you for both support and guidance.
Replace ‘doing it for me’ with ‘doing it for the greater good’: you get so much more when you are truly giving it away, both spiritually and economically, despite you actually religious orientation.
Replace ‘this great idea of mine’ with ‘just working within the parameters I was given’: you already know it is the solid truth that your grand idea is only possible based on the conditions that are faced.
As managers and business leaders we all have faced the age old dilemma of whether to hire or not to hire new staff. Indeed, this question presents a weighty set of issues. On one side of the scale are all of the benefits a company hopes to gain by hiring more staff. On the other side of the scale are all of the concerns that either prevent hiring or result in limited training time for new employees.
This article will show managers that training new employees does not drain time and resources and that with a little effort they can tip the scales in favor of business growth.
A thorough hiring process prevents unforeseen costs of training new employees. Spending time and resources upfront on vetting potential candidates insures that the individuals you hire fit the mold of your organization. In the long run, the initial costs of hiring will pay for themselves because an employee who quickly becomes a seamless part of the infrastructure requires less training and yields productivity more rapidly.
Once you have hired a new employee, you do not need to complete all aspects of their training immediately. Keep in mind that business development occurs over time not overnight. Managers who avoid the rush to train employees give themselves the time to assess the strengths and weaknesses of the employee. Moreover, managers can then develop a training program specific to that employee's needs. As such, your company avoids excess expenditures on unnecessary training. At the same time, you are putting the money where it counts: in training designed to improve upon an employee's weaknesses.
Every expenditure made towards training a new employee does not translate into a cost for your company. On the job training, where new hires shadow their managers, permits managers to teach good business practices simply by performing their daily tasks. For example, good listening skills are critical to maintaining clientele. Permit your new hires to watch you engage in meetings with clients and have a discussion over lunch with your employee about what the employee took away from the meeting. Then at the next client meeting, let your new hire take the lead on engaging the client. A short feedback session following the client meeting should put your employee on the right track. This on the job training permits the employee to learn from actual experience rather than costly off site training programs. A little time investment was the only calculable cost.
Employees also can assume an active role in their own training. A system that requires employees to check in with their supervisors is more efficient than one that relies on managers to do the checking in. The former permits employees more flexibility to expand upon their interests in the company and more room for innovation. An employee driven system also relieves managers of the burden of overseeing every assignment managers give to their employees. Ultimately, the employee-driven system means that companies avoid unnecessary redirection of managerial time and resources.
Mentor programs provide a vehicle for teamwork and afford new employees a constant avenue for help. A mentor is a senior or mid-level employee who assumes the work of acclimating new employees. Without mentor programs, managers and supervisors will spend inordinate amounts of time training new employees and showing new employees the ropes. A mentor program, however, allows managers to pass off the task of training to a mentor who is equally as capable of indoctrinating the new employee. In fact, mentors often are in a better position to provide the necessary structure and guidance for new employees because mentors are still a part of the employee cadre. As such, new employees can learn by shadowing mentors and mentors can teach without interfering with their own work. Managers, by contrast, are more distanced from the daily grind and would have to distract themselves from managerial responsibilities to train new hires.
Training new employees need not deplete critical company resources. By following any or all of the above suggestions, companies simultaneously can conserve time, save money, and yield production. Just watch the scale tip in your favor.
About the Author:
Linda Finkle is a leading expert on organizational communication strategies and human potential development. As CEO of her executive coaching firm, Incedo Group, Linda has helped countless leaders build internal communication and conflict resolution strategies. She brings about changes in attitude and leadership style that yield dramatic results. Company profitability is an inevitable side effect. Learn more at http://www.IncedoGroup.com
Joint ventures are an excellent strategy for increasing your market reach and overall revenues. However, the question is, how can you entice a prospective partner to join you in a lucrative joint venture? Not everyone can see the big picture quite as vividly as you can ' and therefore, it is important to employ strategies to make sure you both are on the same page of excitement.
Increasing the value of the partnership
There is only one bottom line to attracting a joint venture partner: provide significant benefits. Of course, this is easier said than done, and therefore, there are several strategies you can take to enhance the lure of your joint venture proposal.
- Craft your proposal with only the partner's perspective in mind. You already know what the joint venture will bring to your benefit, so there is no need to re-hash this information in your offer. Instead, your proposal should truly focus on how your potential partner can benefit significantly from this joint venture.
- Clearly outline all of the benefits. What seems obvious to you may not be apparent to your potential partner. Being too clear is never a flaw, but vagueness is always a fallacy. Make sure that you specifically highlight all of the benefits to your potential partner, whether tangible or intangible. Of course, the partner will gain additional sales and revenues, but what about the intangibles, such as increased branding, new market segments, and free exposure to a target audience? The revenue benefits may not be seen immediately, but certainly offer long-term benefits.
- Make your offer standout from the competitors. Chances are that if you are approaching a potentially lucrative partner for joint venture purposes, then other companies are doing the same thing too. Making your joint venture enticing means standing out from the crowd. If you are willing to provide your potential partner with a higher commission than the industry standard, then make sure to mention that first. This will attract their attention, motivating them to read through your entire proposal and absorb the benefits.
- Be exclusive. If you have joint ventures with anyone and everyone, then the most lucrative potential partners will not be enticed. Why would they want to joint venture with you when your partnerships are already saturated? Make sure that your joint venture proposal feels exclusive, and you can discuss the reasons why this proposal is unlike the others already out on the table.
- Demonstrate your understanding of both lists. When you show your potential partner that you have a full understanding of both your customer bases, this demonstrates that you fully understanding the prospects of the joint venture. Point out both why and how your customer list benefits the joint venture's endeavors. The more specific you can get, the more enticing the offer is.
Joint ventures go above and beyond the standard affiliate marketing. Typically, joint ventures can offer significant rewards for both parties that supersede the affiliate relationship. Subsequently, the work you put into enticing your ideal partner will be worth the payoff in the end.
About the Author:
Christian Fea is CEO of Synertegic, Inc. A Strategic Collaboration Marketing consulting firm. He empowers business owners to discover and implement Integration, Alliance, and Joint Venture marketing tactics to solve specific business challenges. He demonstrates how to create your own Collaboration Marketing Strategy to increase your sales, conversation rates, and repeat business. Contact: christian@christianfea.com or http://www.christianfea.com
In what is essentially another variation of asking "What Would Jesus Do," I have come up with a not exactly original concept called ‘The Next Effects.’
The Next Effects is a system that will help you think ahead to any action you might deem risky (good or bad risk is not important) and determine the potential consequences that may come from making that choose.
All you do is when you are faced with the choice to make an action, ask yourself:
-How will this action effect me or those around me in the next few minutes?
-How will this action effect me or those around me in the next few hours?
-How will this action effect me or those around me in the next few days?
-How will this action effect me or those around me in the next few months?
-How will this action effect me or those around me in the next few years?
For those who want to swap out the verb ‘affect’ meaning "to influence" for the noun ‘effect’ meaning "result," feel free. I prefer effect, but spell check suggested otherwise. Not wanting to miss the point or lose the moment of creativity, I offer you the creative license to pick a favorite or ridicule me for not grasping 8th grade grammar.
For a more detailed and well thought out model of this line of thinking, pick up the new book 10-10-10 : A Life-Transforming Idea by Suzy Welch. Or, you can follow the model I just laid out for free. Its no Bubble Friday, but The Next Effects is one of my favorite current creations.
UPDATE: I'm going to count it as a fine example of great minds thinking alike, and then dare to compare my feeble brain to Michael Wade's over at Execupundit.com, who put my rambling thesis in perfect business perspective with his post The Next 30 Minutes.
Nothing is better than hearing a ‘Good job’ encouragement from co-workers when you are struggling through a troubled project. Gaining a sense of admiration from those whom you slug it out with in the trenches daily is often all the motivation you need to convince yourself all the trouble you are going through will actually be worth the painful amount of effort you have put into your project.
Noting is worse than giving a co-worker a ‘Good job’ encouragement that frankly isn’t doing a good job. You end up doing the same thing that people who keep giving their dogs treats after they keep peeing on the carpet do—giving positive reinforcement to negative behavior.
Motivation though positive reinforcement is awesome, but make sure you're not motivating someone to continue to do something you rather have them change. If a subordinate is doing a horrible job producing after-action reports, don’t give him kudos for at least getting the report turned in on time. If your teammate is bringing down your department with sarcasm, don’t encourage him by telling him his jokes are consistently funny.
You do want to raise the spirits of the long suffering and struggling employee. You just don’t want to raise their hopes beyond a level of reality. Do not give positive reinforcements that would suggest a negative action is acceptable, especially if it is just to raise up a person's spirits.
A lesson you learn pretty quickly in the military is that when the people who are supposed to take care of you take care of you, you focus on the results achieved and not the method used, because sometime you really don’t want to know.
I picked that up as a young Air Force officer, and was blessed to have dedicated staff of enlisted airmen and civilians that knew how to get things done and how to keep me out of trouble. I just had to give them the outcome preferred, a list of resources I knew I had available, and a timeline I wanted to pursue. Then, I could just sit back and let the experts at their jobs do their jobs the best way they knew how. I was really blessed early on to have teams that rarely failed, noting that that they actually overachieved about 85 of the time.
When I took me first position that allowed me to really take point on projects, I got a reinforcement of the basic tenants of ‘I got it done, but don’t ask me how.’ I now had a general presenting me his plans that he wanted executed, along and the desired outcome. His staff, knowing the general, stressed the importance of following his plans. Twice I follow the general’s plans for a project given to me, and presented the results that were well below the expected level of results. The first time the plan was blown off, but the second time, the general asked me why I would follow such a stupid plan in the first place. As tactfully as possible, I let the general know that I was given the rough parameters that I had to follow, although I really wanted to say he had given me the stupid idea that I knew wasn’t going to work, but was told has to be followed anyway.
From that point on, I stopped listening to ‘orders’ and starting listening for ‘outcome.’ Whenever that general offered up a plan, I ignored the plan completely, but I made sure that what the general said he wanted and what the troops in the field were expecting were one in the same, and deliverd that. I would put a plan into play that was solid, and ensured that I had over performed on the task when it was time to present. And I always gave the general credit for ‘his director in the formation of our plan of attack.’
I was able to impress myself with the ability make things happen when left to my own devices, and learned quickly to respect the output you can receive from subordinates when you give them a mission and then just let them achieve it with constantly meddling.
Since leaving the military, I have worked for several different managers, some good and bad. I am constantly amazed by managers who push a personal agenda that from the outside looks like a losing campaign. Their insistence on having high achievers do it ‘their way’ quickly becomes a problem, and the projects and tasks almost always come up as failures. And if the manager is spiteful, they’ll usually destroy the moral of the high achiever for failing to live up to some loftfull standard, even thought that standard is wholly unachievable, and should be blatantly obvious to most. If the manager is just foolish, the high achiever will usually ignore that person until they are replaced, or just leave the company to suffer their own fate without him.
If you’re a manager, do yourself a favor. Give your veterans and high achievers their assignments and then back away and let them do amazing work for you. Give your rookies a little guidance and instruction on a way to get their work done that works, but assure them if they find a better process, give it a try.
Three common fears that plague small business owners (and Type-A people in general) are the fear to dream big, the fear of accepting baby steps to success, and the fear of admitting you’re having a down day.
Dreaming big becomes a problem when your big dreams fizzle out somewhere along the way. Have enough big dreams that don’t come to pass, and you’ll stop dreaming altogether. You face this fear by dreaming big anyway, although you first set some realistic goals that you should be able to meet with just a fair amount of effort. Then you are free to set your dream goals at an insanely obscene level that truly surpasses your conventional thinking goal. Publicize you lower goals, prioritize the big goals, and you may find that your performance projections will consistently hit somewhere in the middle.
To explain the need to accept baby steps and small victories toward your success, I’m going to use two American sport analogies from baseball and football. Businesses want to see home runs, because they mean instant results and a big lift in spirits. But the reason why a home run is so exciting is that they don’t happen for every at bat. Their scarcity makes them so exciting and motivational, helpings the teams move along through the mundane art of single and doubles to just get on base (and in business to just get things done daily). A business should operative on the mindset of a football team. A football team has to move the length of the field, 100 yards, to score. But to keep the offense on the field, the team just has to advance 10 yards in 4 tries. That’s baby steps and small victories daily, not home runs and hail marys.
And nobody ever wants to feel down, and when they are, they don’t want to admit in. But you usually don’t have much of a choice if your personal energy is visibly waning or you business is showing public signs of decline. Man up and admit your not doing so well at the moment, then do something to improve your situation. And do it immediately. There is no shame in being knocked down, but staying down or lying down are inexcusable.
Simple Life Coaching: Your Four Step Guide To Success
While I would never suggest that the route to full and lasting success can be obtained by the magic of the following four steps, the magic in the steps can go a long way of helping you to focus on your desired goal.
Step 1: Ask yourself what you truly want to be or achieve.
Step 2: When you wake up every morning, ask yourself if you have become what you wanted to be or have achieved what you wanted to achieve.
Step 3: If the answer is no, immediately come up with at least one thing you can do in the next 12 hours to get you closer to what you want to be or achieve.
Step 4: At the end of your day, review what you have done that day to help you become what you wanted to be or have achieved what you wanted to achieve.
From weight loss to success in multi-level marketing, anyone not asking themselves the simple question of what they actually want to achieve, and then not coming up with some sort of plan and holding themselves accountable to it can never expect to really make it.
Welcome to my new blog. This is where I will chronicle the next phase of mis-adventures of my life. Thank you for staying on the ride, and for you newcomers to the inside of my mental mania, I will do my best to make sure the trip is both entertaining and educational.
Life In Fast Forward: The Blog is still a bit of a work in progress. Keep checking in for new posts and site updates.
About Blog
This blog supports some of the thoughts and interjections from the folks at Fast Forward Business Properties. Our ideas, things we test, and a few random thoughts will show up here.
Name: J. Cleveland Payne
Home: Little Rock, Arkansas, United States
About Me: News is my profession, so it only fits that I am a news junkie. I'm a radio show/segment producer for a news/talk radio station in Little Rock, Arkansas.
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