2009 April Archive at DrivenLeaders.com

Monthly Archive for April, 2009

3 Secrets to Becoming a Super-Resilient Person

Published

on April 26, 2009

in Personal Development and Thought Provoking

. 0 Comments

bounce back paddle ball1 3 Secrets to Becoming a Super Resilient Person We all learn something about ourselves in difficult times. For some the lesson is reassuring - no matter what the setback or scenario, certain people always seem to remain positive and maintain their emotional balance. Yet for others, adversity provides the opportunity to slip into mental spiral that can be harder to recover from than the original setback itself. The ability to bounce back from adversity – known as “resilience” - is looked at as both highly valuable and a little mysterious. While it’s sometimes looked at as a special trait enjoyed only by an extraordinary few, resiliency is actually something that can be developed with a conscious effort.

Some psychologists, such as Dr. Robert Brooks of Harvard Medical School, look at the ability to bounce back from adversity as a mindset – one that defines the way in which we understand and approach all aspects of our life. He states his rational for this view by saying;

“The reason I do so is my strong belief that mindsets can be changed, that they do not have to remain fixed ideas that are cast in stone. I realize that many people have held on to certain self-defeating ideas for years, but with insight, courage, and support these ideas can be changed.”

There’s not doubt that enhancing your ability to bounce back quickly will change your outlook in business, relationships and life in general. The question is, How can you consciously improve your resilience?

Through her research, Suzanne Kobasa teaches that to truly improve your resiliency, you must learn to embrace the 3-C’s. Mastering all three can help you find balance in difficult times and give you the strength to overcome them. If you’re facing a setback or difficult situation, reflect on the following and you’ll be one step closer to becoming a more resilient person.

The 3-C’s: Keys to Becoming More Resilient

Challenge

View change as a chance to grow. Focus on the positive and build from there. Successful people appreciate that change is a constant in life and interpret change as a challenge to confront and master rather than as a stress to avoid.

Control

Believe you can change your situation for the better and act on it. Focus on what you can control, instead of concentration on things that are outside of your influence. It is only natural that you will feel more stressed when you attempt to alter uncontrollable circumstances. Stay focused and spend your energy on things you can control.

Commitment

Be passionate about your pursuits and remember the bigger picture. When you have a purpose, when you are guided by a vision, you never lose sight of why you are doing what you are doing. When this happens, an energy and passion is triggered that provides meaning and lessens the negative impact of stressful situations.

5 Attributes of Inspirational Leaders

Published

Anthony Portuesi

on April 19, 2009

in Leadership, Motivation and Vision

. 1 Comment

inspirational leadership1 5 Attributes of Inspirational Leaders

Have you ever wondered, “How do some leaders seem to excel at inspiring their people, while others continually have trouble rallying their troops?”

It’s a question that adds to the debate as to whether the ability to lead and inspire is innate or developed. While that discussion is continually defended by both sides, few will disagree with the power and presence of inspirational leaders provide. The amount of influence they hold and the results they routinely achieve are the envy of aspiring leaders at every level. Interestingly enough, it’s not just other leaders that long for this skill; studies continue to show that employees crave it as well.

“In a survey of more than one and a half thousand managers, people were asked what they would most like to see in their leaders. The most popular answer, mentioned by 55% of people, was ‘inspiration’. When asked if they would describe their current leader as ‘inspiring’, only 11% said yes.” – Source: UK Dept. for Business Enterprise and Regulatory Reform

Inspirational leadership is the purest expression of leadership because it creates a sense of intrinsic motivation within the follower; a vital concept that Jack Hayhow spoke to in our interview earlier this year. Benchmarking successful leaders across business shows that the stereotype of the inspirational leader as someone extroverted and charismatic tends to be the exception rather than the rule. Looking at their best practices, some inspirational leaders certainly do fit this mould, however a large number are just the opposite. Many are quiet, almost introverted in their approach. This leads to the conclusion that being inspirational is more than just a vision, speech, or event. It’s more of an attitude, a mindset, and a process that needs to be honed and committed to with everything you do.

In developing your own approach to inspiring your employees, one place to start is with the teachings of John C. Maxwell. Maxwell, a renowned leadership guru, has published his thoughts on the 5 Attributes of Inspirational Leaders. I have found these to be an excellent self-check and framework for personal development in this area.

5 Attributes of an Inspirational Leader by John C. Maxwell

1. Attitude of Service

To be an inspirational leader, you must adopt an attitude of service toward those you lead. This requires laying aside selfish interests to add value to another person. In the words of Martin Luther King, Jr., “An individual has not started living until he can rise above the narrow confines of his individualistic concerns to the broader concerns of all humanity.” When you serve, you awaken something magnetic inside of you. People are drawn to follow you because they know you’ll find ways to make them better.

2. Affirmation

To inspire means to have a positive view of others. If we’re not careful, we become fault-finders, magnifying the flaws in everyone around us. Instead, leaders should emulate gold prospectors - always on the lookout for potential gold mines. When they find traces of ore, prospectors assume there’s a rich vein to unearth, and they start digging. In the same fashion, leaders ought to search for the best traits within a person and commit to uncovering them.

One of the best applications of this idea is expressed in what I call the 101 percent principle: Find the one thing that you believe is a person’s greatest asset, and then give 100 percent encouragement in that area. Focusing on a person’s strengths inspires them by promoting confidence, growth, and success.

3. Attentiveness

Great inspirers know the desires of those they lead. As much as people respect the knowledge and ability of their leaders, these are secondary concerns for them. They don’t care how much their leaders know until they know how much their leaders care. When leaders attend to the deeply felt needs of their team, the determination and commitment of each team member skyrockets.

4. Availability

Leaders inspire by intentionally investing time in the people they lead. They make themselves available. People cannot be nurtured from a distance or by infrequent spurts of attention. They need a leader to spend time with them - planned time, not just a conversation in passing.

In our fast-paced and demanding world, time is a leader’s most precious commodity. While it feels costly to give up, nothing communicates that you value a person more than the gift of your time. In addition, investing time to develop others has a way of reaping dividends. As Ralph Waldo Emerson remarked, “It is one of the most beautiful compensations of this life that no man can sincerely try to help another without helping himself.”

5. Authenticity

To inspire, leaders have to be genuine. More than anything else, followers want to believe in and trust their leaders. However, when leaders break promises or fail to honor commitments, they reveal themselves as being inauthentic, and they lose credibility. Trust rests upon a foundation of authenticity. To gain trust, a leader must consistently align words and deeds, while showing a degree of transparency.

What do you think are the keys to being an inspiring leader?

Contest: Win 1000 Free Business Cards!

Published

Anthony Portuesi

on April 14, 2009

in Miscellaneous

. 12 Comments

businesscard Contest: Win 1000 Free Business Cards! Thanks to the generosity of UPrinting.com, I’ve been able to organize the first contest the year on DrivenLeaders.com. With the economy in its current state and networking continuing to be a hot topic, what better way to promote yourself than having your very own business cards. Whether your goal is to promote your entrepreneurial venture, get noticed in the crowded job market or build your personal brand, the traditional business card continues to be a very powerful tool. Get yours for free by entering today!

How to Win

To enter, all you have to do is leave a comment as to “How you would use the business cards or brochures.” Two winners will be selected at random (via random.org) to receive the 1st and 2nd prizes. Only one entry per person will be accepted. The contest will run until the end of day Wednesday April 29, 2009 and winners will be announced on Friday May 1, 2009.

Prizes

1st Prize -1000 free standard size business cards
2nd Prize - 500 free standard size brochures

Winners are able choose from any of the UPrinting’s stock for these items. Shipping is free for contest winners in the United States and Canada. Shipping fees will apply to winners outside these areas.

The Sponsor

UPrinting is a trusted online printing company committed to providing a high quality printing experience at affordable prices. Their specialties include brochures, business cards, canvas prints, labels, postcards, posters and more with the convenience of their all-inclusive online printing site. For over 25 years, UPrinting has been a trusted leader in online printing, featuring its signature easy-to-use website and the famous Free File Review, a complimentary proofing service which requires no upfront payment. Get inexpensive business cards printed at UPrinting to promote yourself, your business, or whatever you see fit.

Best of luck and spread the word!

Build a Powerful Brand to Achieve Career Success

Published

Anthony Portuesi

on April 8, 2009

in Book Reviews, Job Hunting and Personal Branding

. 4 Comments

The way we manage our careers is changing and the Internet has become the new ticket to post-graduate success.

A recent Careerbuilder.com survey showed that one in every five hiring managers used social networks to conduct background checks on candidates. In his new book, Me 2.0: Build a Powerful Brand to Achieve Career Success, Dan Schawbel explains how anyone can become successful by using social media tools, such as blogs, Facebook, LinkedIn and Twitter, in order to stand out and make a name for themselves. Me 2.0 is the first book about personal branding written for the millennial generation by a millennial, that bridges the gap between the current business environment and the progressive best practices of the future.

“In a tough employment environment, it is absolutely essential to move past old rules and embrace job hunting 2.0 — Dan Schawbel’s new book will show you how,” explains Sydney Finkelstein, Steven Roth Professor of Management, Tuck School of Business at Dartmouth.

Me 2.0 teaches you how to use social media tools for personal empowerment, confidence building, and professional networking that can actually result in attracting jobs directly to you.

Highlights from Me 2.0 include:

A 4-step proven personal branding process for career success.
Over 40 expert quotes from leaders, including Don Tapscott, Guy Kawasaki, Penelope Trunk, Chris Brogan, Laura Ries, David Kirkpatrick, and Steve Rubel.
More than 70 research reports, three personal case studies and examples to offer a broader perspective on the topic.
Tested advice on how to create an online and offline presence for career protection and self-promotion.

I’ve had a chance to preview Dan’s book and agree that if you implement the suggestions he’s outlined, you will be well on your way to setting yourself up for success. If you already feel confident brand and want to put to the test, enter the Personal Branding Awards before August 1, 2009 to be considered for the award. This year Dan has added me to the list of judges, who be announcing a winner on November 1st 2009. Contest or not, as technology evolves your personal brand will be increasingly visible. Thus making it ever more important to be represented the way you want to. Don’t wait, if you haven’t started yet, think about it today, this book is an excellent place to start.

The Power of Personal Branding (drivenleaders.com)
Dan Schawbel, Me 2.0, and Personal Branding (myventurepad.com)
HOW TO: Leverage Social Media for Career Success (mashable.com)

What Employers Can Do To Attract Gen-Y Talent

Published

Anthony Portuesi

on April 2, 2009

in Gen-Y and Recruiting

. 0 Comments

Ethan Lyon, Senior Writer at Sparxoo, asked me to author an article for a series they are launching around Gen-Y. The following is our collaboration focusing on the Gen-Y in the workplace. Though the economy has certainly changed the game for employers, the following is a synopsis of the traditional drivers of Gen-Y. Please visit Sparxoo.com for more information on their Gen-Y series.

maunel lino What Employers Can Do To Attract Gen Y Talent

Gen-Y in the Workplace

76 million. That’s the estimated size of Gen-Y, according to Fast Company, with many yet to reach the workforce. The subject of how Gen-Y is changing the future of business continues to be a growing discussion around the country. Gen X employers are already beginning to feel this shift in the workforce, many understanding that to stay competitive in this new environment they must adapt their philosophies or risk being left behind in the change.

Staying competitive in today’s marketplace means attracting Gen-Y’s top candidates, something that can be challenging to many organizations. The first step requires an employer to gain a greater understanding of Gen-Y’s expectations and a willingness to stray from the norms that have become commonplace in their organization. Though there are many areas to consider when looking to attract Gen-Y’s best and brightest, below are 3 suggestions that are worth some time and consideration.

Flexibility

Gone are the days where the steady 9 to 5 job with two weeks vacation will entice the prospective employees. Gen-Y demands flexibility in their careers. Work / life balance is more than just a pipe dream, and for most it’s a reality worth fighting tooth and nail to obtain. The separation between work and life is blurred as Gen Y seeks flexibility and variation in the workplace. In the past two years, the number of U.S. employees working remotely at least one day per month increased 39 percent, from 12.4 million in 2006 to 17.2 million in 2008, according to WorldatWork. “They want the freedom and flexibility of a virtual office, but they want rules and responsibilities to be spelled out explicitly,” says Ron Alsop, author of The Trophy Kids Grow Up: How the Millennial Generation Is Shaking Up the Workplace.

If an employer leaves no room for compromise, Gen-Y has no problem packing up and searching for a position that will fill this desire. Regardless, don’t be fooled. They are obsessed with productivity and have no problem working longer hours as long as it fits into their schedule.

Recommendation: When looking to hire strong candidates, consider flexible hours or provide choice in the role. Though the end goal will be the same, how, when, and where they go about completing a task, it is more important and more motivating to the Gen-Y employee. In most cases they will look to shape their jobs to fit their lives rather than adapt their lives to fit the workplace.

More Feedback

This generation also demands additional attention and guidance from employers. Growing up and an environment of constant feedback and praise, Gen-Y thrives when working in an environment where there is an open flow of communication. “Millennials have been given very high doses of feedback since age 4, and they need that feedback to know they’re on the right track,” says Bea Fields of Fast Company. As technology has integrated itself into nearly every facet of their lives, it has created a need for immediacy that is absent in Gen X and even moreso in Boomers. When it comes to an evaluation, an annual or even semiannual evaluation isn’t enough. They want to know how they’re doing weekly, even daily if it’s possible.

Recommendation: Consider creating a mentoring program if you don’t have one, or at the very least, introduce them to people early on that they can turn to when they feel the need for advice or someone to bounce ideas off of. When it comes to feedback and recognition stick to the rule that each employee should be individually recognized or told how they are doing at least once every seven days. Even a simple, “You’re doing a great job.” will improve moral and encourage increased productivity.

Creating Value

To truly get the most out their Gen-Y employees, employers need to look beyond just the traditional paycheck. Though salary and benefits continue to be number 1 and 2 respectively on the list of importance, the opportunity for growth and advancement rank a close 3rd. Gen-Y needs to be shown how their work makes a difference and why it’s of value to the company. They have much to offer in the workplace combining strengths such as teamwork, technology skills, social networking and multitasking skills.

Recommendation: If you can provide and communicate a strong plan for development AND advancement, you will be well on your way to retaining your top Gen-Y employees. Competitive wages are important and retention will be influenced by the level of “opportunity” your company provides. If you make any promises in this area, be sure you’re willing and able to live up to them. It’s a key driver of the Gen-Y work ethic.