Accomplishment Coaching

On October 7, 2008, US Federal Reserve Board Chairman Ben S. Bernanke reminded attendees at a financial meeting that the economy had been showing signs of “deceleration” even before the more obvious disruptions with the financial and credit markets that soon followed.

While noting that housing has been a primary focus, he said the concern has spread far beyond that sector.  He went on to offer messages of little hope that concluded with “…the heightened financial turmoil that we have experienced of late may well lengthen the period of weak economic performance and further increase the risks to growth.” (HR Magazine’s 2009 HR Trend Book, page 5)

Thanks for the motivation Mr. Bernanke.  And by the way, what the heck was that comment intended to create???

It ceases to amaze me how many truly brilliant people suffer from this “size 10 in mouth” disease.  A more technical (and perhaps less judgmental) term I have for this is “describe and manage”.

Here’s a sample scenario: 

You’ve just hired a new technical manager, Bob, to oversee three brand new accounts you’ve landed.  Each Monday morning at your client update meeting, Bob outlines what’s currently going on with these three new accounts.  He says that Jeff and Sally, his production team, are doing great at moving things along and the projects are on schedule.

After three months, Bob begins to share more about how Jeff is coming in late and that Sally is taking on more of the work and that he is getting frustrated with current production processes.  Bob assures you that Sally is okay taking on more work and that he’ll create a few work-a-rounds on processes.  There will only be a 45-day delay in the projects and the clients seem okay with that.

At six months, its clear things are not headed in the right direction.  Jeff left the company, Sally’s overwhelmed and Bob’s spending the majority of his time training Jeff’s replacement.  100% of Bob’s comments during the Monday morning meetings now consist of describing how he’s managing all the breakdowns with staff and resources.  The three projects are now four months behind schedule. 

Soon you get a phone call from two of the three new accounts letting you know they’re taking their business elsewhere.

What’s the problem?  Both Bob and Ben Bernanke are making one of the biggest mistakes you can make in business and life – describing your circumstances; then managing around them.

There is one sure-fire result to this process = guaranteed failure.

The moment you begin doing this, you allow your circumstances to drive the project, relationship, conversation or result.  You have now said, “My circumstances are more powerful than I.”

So what’s the alternative?  It’s really quite simple, although don’t be surprised if it scares you a bit.  We’re not trained to operate this way. 

It’s called “declaring and fulfilling”.

Let’s use Bob, the manager’s example.  Imagine that instead of him coming to meetings telling you what his circumstances are then outlining how he’ll manage them, he said the following:

“Here’s where things are with the three new account projects.  Jeff’s been showing up late to work and I had a conversation with him last week.  Although I acknowledged him for the quality of his work, he does understand I will replace him if he doesn’t handle his time issue.  He worked out the issue and he’s recreated his commitment to his work.  Sally and I talked about her tendency to take on too much and she requested I look into hiring a part-time technician.  I’ve interviewed three people and I’m making a proposal to one of them today.  We are one week ahead of schedule on two projects, on time with the third, and we will be ready to complete all three projects on time.”

Notice the difference?

In this example, Bob is not willing to look, spend time with or manage any of the circumstances.  His only objective is declaring the projects will be complete when he said they’d be complete.  His actions are reliable and forward-focused and based only on his declaration.

Imagine if just 10% more of your staff, family, community or government took on “declaring and fulfilling” rather than “describing and managing” ?  What would be possible then?

Imagine if Ben Bernanke had instead said something like:  “We are facing some challenging times right now.  And what’s next is to create a credit oversight committee within the next three months, establish a short-term credit plan for small businesses that will allow them payment flexibility for six months and inject $XXX into the economy that will be repaid by a percentage of the loan repayments from small businesses.”

Regardless of how ridiculous the above example may be, you can be assured that Mr. Bernanke would have CREATED something.  Perhaps it would be hope.  Perhaps it would be a vision of a better future.

Instead, he crippled a potential future by describing current circumstances.  The worst part… he didn’t even make an attempt at outling how we’d “manage”.  In other words, he successfully terminated possibility.

Don’t be Ben Bernanke.

Leadership Practices:

1. Catch yourself telling stories of why things are the way they are.
2. Ask yourself, “How does my story contribute to my bottom line?”
3. Practice “declaring and fulfilling” incrementally – start small.  Consider things like “I’m going to bed every night this week by 10pm” then actually going to bed at 10pm each night.  Ratchet up the gradient each week.

Go Declare,

-Coach Preston

If you’re like me, you’re overwhelmed with advice on how to achieve your New Year’s Resolutions.  Here are some common ideas (excerpt from Pauline Wallin, Phd article):

• Examine your motivation to change
• Set realistic goals
• Focus on the behavioral change rather than the goal
• and more…

These are fantastic places to look and will likely support you in achieving your 2009 goals, or at least making a big dent in them.  Yet for many of us (if not most of us), regardless of the quality of “how-to’s”, we’ll still be exactly where we are today on March 1st let alone December 31st, 2009.

So what’s the missing ingredient that will actually have these resolutions stick?

Here are two examples of what doesn’t work and what just might work:

A creative New Year’s Resolution process – Recently, I met someone who explained how each he writes out his annual goals – each New Year he comes up with what he wants to accomplish, writes it down, puts it in an envelope, then seals it up until the following New Year.  When I asked what he did between January 1^st and December 31^st to ensure he was reaching his goals, he looked at me like I was from another planet.  “It just works”, he said.  Result = he’s accomplished one goal during the past seven years.  Hmm…

Alternative – Dump the New Year’s resolution concept in entirety.  Last time I checked, January 1^st is just one of 365 days.  Why not set goals based less on a popular tradition and more on a future you’d like to create.  What amount of revenue would make a difference this quarter?  What difference would a new manager in your ABC department make this month?  What’s possible if you were elected to a board position in August?

When the going gets tough, look for what isn’t there – When I asked the person from the above example got in the way from consistent results, he complained about how he didn’t have enough time.  And better yet, he said, “my wife blew it by not holding me accountable”.  I just love when spouses throw one another under the responsibility bus.  So if you had more time and your wife “did her job”, you would have achieved your goal?  Another hmmm…

Alternative – Sherlock Holmes used to solve mysteries not because of what was present, but because of what was missing.  Everyone was looking for the  “stranger” who broke into the barn.  What Holmes realized was the dog never barked the night the horse was stolen.  A dog never barks at someone s/he recognizes (excerpt from Daniel Gilbert’s, Stumbling on Happiness).  

It’s the simple stuff in the background that can make the biggest difference.  Rather than investing in the new training program, what sales people have you not had more than a three minute conversation with?  What interpretation of the current economy are you supporting?  What simple, basic action are you not taking to promote your business? 

New Year’s resolutions are fun to create and share, but frequently fall to the wayside. 

If you’re committed to making a real difference for yourself and your business in 2009, don’t wait for a specific time to take action. 

Coaching Challenge:

1. Make plans and take action now.  Simple and basic action creates results far more frequently than the next snazziest idea.
2. Look for what’s in the background, either present or not.  Practice asking, “what’s missing in this situation?”  You’ll be amazed at what you see when you look past typical or familiar assumptions.

2009 promises to be a great year from you.  Let us know what you’re goals are for the next three months – we’d love to know.

Happy New Year,

-Coach Preston

As Magorium, the eccentric magician-turned-magic-store-owner in Mr. Margorium’s Wonder Emporium, Dustin Hoffman not only attempts to motivate his store manager, Molly Mahoney, but creates one of the most powerful calls-to-action invented.

This single line surrounded by 100’s of others, punctuates the dilemma all of us face at one point or another in our lives and businesses – not believing in ourselves.

So what is it that causes such turmoil with belief?  It’s likely our past.  Maybe it’s something someone said to us a moment ago.  Perhaps we’ve had a dream, been side tracked by challenges and sit helplessly wishing that dream would come true.

So what is your dream that hasn’t come true?

As an entrepreneur and leader, it’s likely you’ve come up against any number of possible dreams… building your business, moving into that new office space, getting hired by that one enormous client… and they’re all nothing short of delicious.

So if they are that desirable, what is it that gets us stuck?  Consider it’s just two things: a) faith, and b) action.

A) Faith = the willingness to move forward without proof or evidence that it will work.  Fear is a familiar and powerful partner when it comes to keeping you comfortable and safe.  Fear will whisper sweet nothings in your ear about how “you’re just fine” or “you don’t want to work that hard” or “you can’t trust them.”  On the other side of fear, is simply faith.  No proof, no evidence.  Just a desired future.

B) Action = what an agent can do.  In other words, you’re the agent for your business, your communities and your life.  Action is what you can do, or specifically, the behaviour you can take to move something forward.  Again, fear is a powerful partner.  “It’s too difficult” or “You don’t know enough” or “They’re bigger, smarter and faster than you” are all messages from fear.  So you have a choice, no action or action.  Which will serve you better?

So here’s some “fieldwork” you might consider taking on:

1. Make a declaration of what you want – a desired future.
2. Practice eliminating the voice that says anything like “you’re not good enough or smart enough”
3. Replace that voice with the following “My life is an occasion and I’m rising to it.”
4. Ask “What action can I take right now (this moment) to move this project, situation, person, self forward?”
5. Identify one piece of evidence each day that you are moving forward.  (Extra credit: don’t judge the evidence – it’s either present or not.  No big or small conversations here!)

Who you are, what you do and how you contribute to your success and the success of others around you has so little to do with skill or knowledge.  It simply has everything to do with knowing that you are an occasion and that you’re rising to it.

Celebrate yourself as an occasion.

Happy Partying,

-Coach Preston