Category Archives: Triple III
It is now the first week of our new year 2022! And although I was thinking about a message of inspiration and future-thought… I decided we need to start with a “head-on” TRIPLE III TIME topic: Do People REALLY Hear Me?
Think about it.
In this day and age of fast, extensive and multi-faceted communication…it is very necessary and appropriate to regularly ask yourself: Do People REALLY Hear Me? As I thought about the value of this message I couldn’t help but remember the Charlie Brown cartoons/comic strips where the terms “Wha-Wha-Wha-Wha” were regularly used to demonstrate that no one was really listening to someone important. I believe that too often today when we speak or when we listen…the “Wha-Wha-Wha-Wha” syndrome takes effect.
So what’s the potential remedy to resolve the “Wha-Wha-Wha-Wha” syndrome? Here’s a few TRIPLE III TIME ideas:
- Use a blended written & voice strategy to convey your message.
- Don’t be the only, continuous voice when making a point…allow others to share the responsibility.
- Make it a regular practice to ask: Did you hear/understand what I said?
- Apply a strict time limit to each topic and to the overall time dedicated to an individual or group meeting/training.
- Don’t be afraid to use today’s techno-options for unique short communication “lessons” to help people hear you.
- Consider fun, informal small group “Wha-Wha-Wha-Wha” syndrome resolution sessions.
The answer to the Do People REALLY Hear Me? TRIPLE III TIME topic question does not have to be controversial or negative. If everyone understands that professional discomfort is a natural part of personal and professional growth…the answers to achieve quality hearing/listening may come much easier than you think.
Everyone knows about the challenges and discomforts that come with Having The Toughest Talks with someone. Whether its about under-performance with a co-worker, the canceling of an agreement with a partner company or service provider and/or trying to resolve a conflict issue with a family member or friend…the discussion moments are tough! In response some ignore or hide from the challenge(s) hoping that it might resolve itself. Others might take a “my way or the highway” hardline approach just to move it forward (good or bad) in some way.
No one “enjoys” the Having The Toughest Talks moments. I know that I have touched on this issue over the years in other TRIPLE III TIME messages, but today it is time to give it a special TOP 10 “helpful thoughts” blog segment.
- Treat the person/persons how YOU would want to be treated during a Having The Toughest Talks situation.
- Gather as many “facts” as you can regarding the challenge…but stay open to new/additional facts as the tough talks continue.
- Do NOT enter Having The Toughest Talks discussions with your mind already made up on what will happen afterward.
- Appropriately use each person’s age and experience as measuring tools in assessing the situation.
- Leave other people’s opinions “at the door”.
- Listen well and take notes.
- Correctly compute the values related to action options (i.e. firing the person/canceling services/personnel reassignment, etc.)
- Consider the precedent-setting issues that will result from your action or inaction.
- Don’t ignore the option of postponing action on the issue. Sometimes delayed action is a solid positive step for all sides.
- Finally understand the high-value of compromise while Having The Toughest Talks.
I am sure there are more than these TOP 10 “words-of-wisdom” that would be helpful when Having The Toughest Talks. Please add them to this list and build your own set of resolution recommendations. Responding to Having the Toughest Talks incidents will always be “a work in progress”!
How would you react if tomorrow your boss announced that YOU would be preparing and delivering specialty training to a select staff/customer group next week? Would you be ready and confident… or scared and confused?
Well this months Inspiring Innovations LEARNING MOMENTS podcast focuses totally on offering grounded progressive concepts as you are Taking On The Trainer Role! However, my message is unfortunately very short and only recommends a few strategic trainer planning ideas. But as you listen, I know YOU will expand on each idea and be ready to deliver a GREAT training!
Over the years our TRIPLE III TIME messages have mentioned and discussed the importance and long term value of mentors and life advisors. I believe we should all have at least a couple individuals that are regularly available and professionally comfortable to reach out to…no matter the issue.
Mr. L & Dr. B have been my 40 year (plus) mentors and life advisors. They always provide common idea-sharing support and wisdom…but at any given moment have the capacities to specialize in a professional or personal area of concern. As a result they both have contributed in different ways to my innovative style and professional approach with useful information and “furture-ish” guidance.
But there’s the III question: When do YOU fill that special mentor/advisor role for someone? Let me offer an example.
Recently a friend and colleague called just to share concerns about a tough education related issue. We talked for some time but unfortunately I was not able to offer him a real solid solution for his problem. However, the conversation ended with this statement: “I know we didn’t find a good answer to my issue but just hearing your quiet, listening voice has helped me a lot.”
The moral of this TRIPLE III TIME message is to always…ALWAYS give someone the best information, help and support you can. The example I mentioned caused me to reflect on others who have looked to me for mentoring and life advice…and I found it happens much more often that I realized. Maybe its my age and graying hair…but it is a special honor just to be consulted. So because you will not instantly recognize your “mentoring-moments”…be genuine and positively thoughtful every time.
Thanks again Mr. L & Dr. B.
One of the most critical responsibilities in running a business, organization, school and/or governmental entity is going through the process of implementing a new program, project or service. Helpfully in most cases there are pre-determined administrative planning guidelines and tasks to complete that will hopefully move you toward successful implementation. But what about assembling the right people? Who should be at the implementation table to ensure the strongest new initiative is prepped and ready?
This week’s TRIPLE III TIME message is dedicated to describing the 5-M’s of Implementation Essentials with regard to personnel necessary for GREAT new initiative start-up and operation. The 5-M’s stand for: Movement (Innovation)-Money (Finances)-Marketing (Customers)-Management (Staff)-Maintenance (Accountability). I believe it is vital to have strong leaders from within your group that specialized in each of these areas to help design and facilitate the best implementation plan possible!
During my career I was very lucky to have representatives from the 5-M’s of Implementation Essentials involved and committed to “across the board” effectiveness, efficiency, unity and performance everyday…EVERYDAY. Did we always agree on everything…NO! But the ever present drive to find and deliver a product that was better than anything currently available…was always a solid motivator.
Bottomline: When it is time to build the right implementation plan and process for ANY new endeavor, be sure to gather dedicated personnel from the areas of Movement (Innovation)-Money (Finances)-Marketing (Customers)-Management (Staff)-Maintenance (Accountability)…and I know you will be very pleased with the future you build together.
Whether you are seated at a formal meeting, a motivational workshop, a team building session or just with a small number of co-workers are you ready for the “Pick Me!” moment? Everyone knows what I am talking about. That moment when the meeting leader calls on you to speak on an issue being discussed! Some people don’t look up, some go for long bathroom breaks or even try to convince everyone that they have an urgent call to take in an effort to avoid being picked to share their thoughts.
Prepping For The “Pick Me!” Moment is one of the most important skill sets to attain during your professional career. It is just common sense to understand that people appreciate and respect those that are not only prepared to respond solidly to a question/issue but also display a working knowledge on the proposed topic.
What does this mean in real life?
I believe that because Prepping For The “Pick Me!” Moment is a critical professional priority…everyone should give appropriate attention to the following TRIPLE III TIME suggestions:
- Be “armed and dangerous” with high quality information to share on the topic.
- Offer thoughts and suggestions by volunteering to participate instead of having to be picked for comment.
- Allow for questions at any point during your “Pick Me!” Moments.
- Appropriately add substance to the input of other attendees.
- Be an example of professional compromise on any challenging issue.
- Avoid “Pick Me!” Moment rambling.
- Take short but specific notes as a “standard operating procedure” during “Pick Me!” Moment discussions.
- Don’t limit your prep based only on YOUR views…but from others too.
- Prep for conflicting opinions…always.
- Finally always set a high level “Pick Me!” communication example.
OK…yes I used my TOP 10 TRIPLE III TIME message delivery format. Give them all some thought. You never know when the next “Pick Me!” Moment will arrive!
How many times at work or at home do you “assume” that you are getting accurate information on an issue or believe that a person acts a certain way because that’s the way you have heard he or she has always been? Do you always assume the worst in most cases? Do you believe a story about someone because it fits your assuming belief patterns? Or are you afraid to question or check the reality of a story or information…because maybe you will find that you are wrong in your assumptions?
Unfortunately, I believe that too often everyone, everyday experiences a number of unprofessional or personally hurtful incidences which cause them to fall into assuming potholes! And although the pothole may not be maliciously intended or just the result of unplanned negative words…the result is an assuming pothole for someone just the same.
So this week my TRIPLE III TIME message is to AVOID ASSUMING POTHOLES. By this I mean to not only try to become a “non-assumer”…but to also avoid being the initiator of assuming potholes! I understand that in life and in the world-of-work, assumptions sometimes have to be made. But before you take action with regard to an assumption, keep these points in mind:
- Opportunities are often lost due to poor assumptions
- People recognize and appreciate non-assumers
- Don’t assume but instead give people the “benefit of a doubt”
- Understand that you learn more when you approach a person or situation assumption free
- Trust suffers with poor assuming… both with others and trusting yourself
- Appreciate the questions that come from genuine non-assumers
- Remember that smart people are smarter because they don’t assume
There are a lot of thoughts involved in this AVOID ASSUMING POTHOLES message. Be sure to give it appropriate and adequate attention.
This year my Dad would have been 91. And I will openly admit that there are many times each week that I think about what he might say or believe about “the state of everything”. I contend that his comments would be brief and to the point…but in the most unique way…each statement would qualify as: “Subtle Leadership”.
So in my fun TRIPLE III TIME way…here are my DAD’s TOP 10 “Subtle Leadership” 2021 reflections:
- Mask or no mask…there’s work to do so get out there and do it.
- Only take stuff with you that you know you will need…the rest will get too heavy to carry.
- Make a note about what you need to get done…otherwise you will forget.
- If you say you already know everything…why am I telling you something you need to know.
- People get scared sometimes…and that’s ok.
- Do you listen or sing a few of the songs we used to play…and then smile.
- If people tell you they have not tried farming a certain way before…try it and be the first.
- Make time for feeding young and older calves and cows…you need them all.
- It’s OK to go out and work a field later at night…it gives you special time to think.
- Remembering only negative stuff can take up a lot of space in your brain.
Yes I can almost hear him say each of these TOP 10 “Subtle Leadership” points. Read them a couple times and think about how they may help you too.
Psychologist and author Deborah Rozman at one time made this important point: “If you don’t manage your emotions, your emotions will manage you.” And I have to be honest I really don’t remember where or when I read Ms. Rozman’s statement, but it wasn’t until recently as I strategized with a colleague consultant did the term Emotional Intelligence become a priority professional development issue for me.
Emotional Intelligence is defined as: “the ability to understand, manage and express one’s emotions in healthy ways.” Think about that definition and then apply it to yourself. When you feel good about yourself and where you are going in life, your emotions help with appropriate energy and enthusiasm. On the flip side when we are down-in-the-dumps and seem to be going nowhere, fear, anger, frustration, sadness and worry take a tremendous toll on our health both physical and mentally. I believe Learning About Emotional Intelligence is something everyone should undertake. What do I mean? I mean allow personal and professional time to better understand your emotions and the emotions of those you live and work with. Consider ways to…I will use the term harness…your emotions to possibly reduce stress, anger and move more quickly to positiveness. No one enjoys being caught in life’s ups and downs roller coaster ride. I believe these are the most critical times when understanding the impacts of Emotional Intelligence can lead to a quicker, positive life or work situation.
The goal of this TRIPLE III TIME message: Learning about “Emotional Intelligence” is just to create a greater awareness and understanding of this topic as a professional development tool. Thanks to JK for sharing it’s basics with me and I encourage all III readers to do a little research and reading about it.
More and more in all sectors of employment, “specialists” are talking about the importance of a solid workplace culture? What is it? How do you develop it? And what/who is responsible for maintaining it? This months Inspiring Innovations LEARNING MOMENTS Podcast, “What Do You Mean: CULTURE?”, attempts to answer some of these questions. And yes, five minutes does not seem like enough time to respond to even one. But listen closely and let me know what you think?