Inspiring Innovations, Inc.

This week I began teaching my latest class in American Government & Politics.  And although the first session is mostly focused on sharing information about who we are as professionals, students and what specifically we hope to gain from this course…there is also an “establishing of ground rules component.”  By ground rules I mean that:

• There will be NO HIDING places from questions/answers/discussions
• Everyone’s OPINION does matter
• We can CHANGE course topic discussion anytime
• DISAGREEMENT is an expected standard
• Quality LISTENING will be measured
• Everyone must TAKE A POSITION on something…and defend it
• Learning PRIORITIES will be set for every class
• Students must explain why they INVESTED in this course…and specifically what they hope to LEARN

The goal of the ground rules is to foster Creative Participation. The opportunity to exchange viewpoints, address a non-traditional topic, argue professionally and truly realize and understand that new ideas/innovations come from these forms of discussion.

Are you challenged via a Creative Participation opportunity?

One of the greatest challenges we all face on a personal and professional level is calculating how to most appropriately Apply Patience to an issue/situation.

What do I mean?

I have always operated on a “full-steam” approach in life and in the world of work.  As a result, it has been difficult to Apply Patience and enable family members and co-workers to catch up to where I thought I was.  The lesson learned has always been that you can be a problem by being too far ahead as much as being too far behind!

So how about if we use this week’s TRIPLE III TIME message to offer a TOP 10 list of considerations on how to best Apply Patience.

1. Don’t ever think/believe everyone operates at the same pace you do.
2. Applying a little extra patience may help in avoiding a mistake…that you didn’t see coming.
3. Applying patience by trading places with those you are working with will help to get a better TOTAL picture of the issue.
4. Continually re-reminding yourself (with a little extra patience) of the goal/action you are seeking is vital!
5. However, don’t let the availability of applying quality patience result in priority distractions.
6. Apply patience but also retain firm attention to responsible timeframes.
7. Refer back to when a leader you respect/admire applied patience to a situation and achieved good results.
8. Use additional patience to solicit additional input from those personally or professionally impacted.
9. Remember that you/your group sets the “Finish Line” for your efforts…so fast or slow…it is in your hands.
10. Finally, don’t stare at the clock or calendar when applying patience…you will be defeating its professional development purpose!

Quality patience is a solid leadership trait.  Hopefully this TOP 10 helps build your skills.

Sometimes in an effort to convince people to come out of their “innovation-shell”, I find myself acting in the form of a “coach” and trying to motivate-to-the-max.  Well I can not report that I am always successful…so when I came across this article by Janet Sernack entitled: “How Can We Prepare People For A Future We Cannot Predict?” …and it had a special section on coaching innovation, I just had to share it.

Coaching innovation leaders & teams

It is more important than ever, to teach people to unlearn, through structured coaching processes, their habitual ways of being, thinking & doing. To create the safe space for people to learn how to embrace creative & collaborative ways of enhancing their bravery, boldness, determination & courage in uncertain times by;

• Imagining new possibilities boldly and optimistically, whilst simultaneously understanding they are quite likely to emerge sooner than expected.

• Pursuing amusement & wonder, whilst simultaneously trusting that smart risk taking allows people to learn fast from mistakes & failure.

• Unlearning knowing and doing what they have always done, whilst simultaneously adopting a beginner’s mind to allow new learnings to occur.

• Being curious about the future & blend new ways of planning, including strategic foresight, scenario planning into conventional business planning.

Remember rushing innovation action can result in a disaster.  So be sure to take quality time and professionally absorb each of Janet’s points.  They are all HIGH VALUE.

No matter who you are and what you do…there always seems to be a form of “Mystique” that surrounds the best way to provide recognition for a job well done.  You know what I mean.  Whether it is a parent praising their son or daughter for good grades on a report card…or telling a co-worker they really helped complete a tough project…offering quality recognition sometimes is elusive.

Personally, I was not the greatest at delivering positive, timely recognition.  At home and at work my style seemed to be that I just thought my professional/personal conduct would appropriately say: “Hey, way to go!” Or maybe I somehow assumed (which meant they could read my mind) that I appreciated the job well done.  In retrospect…I know I left many people wondering.

I believe it is human development critical to dispel The Mystique of Recognition.  So lets start first by trying to be stronger and clearer in our words delivering recognition.  Because remember recognition can be used not only to praise…but also to encourage.  Therefore, recognition could be positive for both a job well done…based on a good beginning…but also needs more intense action for a great completion.

It is also important to not use the same or similar words when offering recognition.  Recognition means special…SPECIAL ATTENTION…so choose your “way-to-go” words with this in mind.  And finally try to differentiate between what is standardly expected…and what is truly special or recognition deserving! Because if everything gets high recognition…it all becomes just the same.

PS… Just writing this has helped me better understand The Mystique of Recognition! How about you?

We have all heard and talked about the importance of Life-Long Learning.  Whether the discussion occurs in a school setting or on-the-job, there is no question that taking action to expand your knowledge, awareness of events, understanding of actions and/or just maintaining a competence of where the future may be heading, is personally and professionally critical in our fast-changing world.

But have we ever really considered our Life-Long Learning Options?

Well I believe we often overlook and maybe underestimate the variety of Life-Long Learning Options that we may experience everyday…EVERYDAY!  Here is a TOP 10 list to consider:

1. Take a class…college, exercise, cooking… “Life” and “Learning” are key words in this message.
2. Read a book…the topic is up to you…but topics that make you a better person should be the priority.
3. Volunteer to help…so you meet new people and can build on a worthy cause.
4. Subscribe to a magazine and commit to completely reading quality informative articles.
5. Keep a personal journal…because learning is also recording and “telling your story.”
6. Experiment with new-age forms of learning (ebooks, blogs, google maps, etc.)…it’s a whole new experience.
7. Mentor someone who may be confused, struggling or personally/professionally stuck…and could benefit from your life-long learning strategy.
8. Job-shadow someone who works in a position that you would like to know more about.
9. Visit different towns, libraries, college-campuses, historic buildings, businesses, elementary schools, assisted living homes…and see what you don’t regularly see.
10. ..hold REAL Life-Long Learning conversations with friends, co-workers, family and colleagues…you know what I mean.

I am sure there are more Life-Long Learning Options that you could add to this list.  However this TRIPLE III TIME message is intended to at least get you started!

Lately I have been on the road a lot and fortunately have had the opportunity to work with a wide variety of professionals from various fields.  The topics of organizational development and continuous improvement discussions ranged from customer service to personal growth to innovation in the workplace.  No two conversations are ever the same…and no pieces of creative, innovation advice I offer are duplicates.

Interestingly one of my sons recently asked: “What do you tell people when they ask you specifically to describe yourself as a professional?”  Well as you might guess I was NOT prepared for this type of question.  Deer hunting, fixing the lawn mower or playing music might be on my “expected questions” list…but not one on professional status.

Well I told him that I let people know I am a STRATEGIC DREAMER.  And before he asked just what the ____ is that?” …I went on to explain that a STRATEGIC DREAMER is someone who offers ideas, thoughts, projects, advice and/or recommendations that always keep people looking to the future.  Too often workplaces spend critical planning time discussing, debating and arguing about what happened in the past…and not near enough about the future!  I also stressed that A STRATEGIC DREAMER professionally encourages individual workers and entire organizations to direct more focus on something you can change…THE FUTURE…instead of trying to change the past.

As you can guess I’m not sure he thought his Dad was that deep a thinker.  But today for the sake of solid professional development, think about adopting a STRATEGIC DREAMER philosophy! Think about taking calculated risks, using technology to better help you, modifying cool customer service approaches, and thereby creating your own new future.

It just might put FUN back into your day job!

No one said working with people was/is easy.  Attitudes, personalities, age difference and family upbringing all play a huge role in effectively blending people together for a common cause.  However, doesn’t it seem that no matter the group or size, there is always at least one person that is critical of every aspect of what you are trying to accomplish.  You know what I mean:

•  “It’s going to cost too much.”
• “There will be a lot of paperwork involved.”
• “We probably won’t get permission.”
• “I think the color scheme is all wrong.”
• “It’s not big enough…or it’s too small.”
• “We might have to do it more than once.”
• “Will we have to let everyone in?”
• “Can’t we wait until we get more information?”
• “What is everyone else doing?”
• “We have never done it this way, so it probably won’t work.”

Well if you think about “Stepping Forward…Past the Critic”, my main point of advice would be to ask them” “Do you have a BETTER IDEA…and if not then let’s move forward!”  To often cool ideas get delayed or diminished due to the “it will never work” critics in a group.   Leaders…solid Leaders need to manage these growth challenges by taking the high road approach (i.e. Do you have a BETTER IDEA question).

Finally, be sure to look in the mirror and ask: “Am I a constant critic…or a constant contributor?”

It is always interesting and intriguing to witness the different occupations that evolve in our new world-of-work…and in the world of entrepreneurship! You know what I mean: Web Designer-to-Curriculum Specialist or Podcast Producer-to-Organic Foods Grower.  Well for this weeks TRIPLE III TIME message we are going to ask: What are the qualifications to be a good…no a GREAT Job Coach.

Just as a common starting spot, here is a brief Job Coach definition:

“Job coaching refers to training of an employee by an approved specialist, who uses structured intervention techniques to help the employee learn to perform tasks to the employer’s specifications and to learn the interpersonal skills necessary to be accepted as a worker at the job site and in related community.”

Next, think about who you know/remember that would be considered a GREAT Job Coach.  Well my first thought is my Dad….but he was a GREAT motivator…but not someone I would classify as a Job Coach.  Likewise, as I think about others that have influenced me as a professional over time…all seem to have more specific leadership traits…but not the combination of skills to specialize in Job Coaching.

If you spend a little extra time and analyze the role of a pure Job Coach…you realize you have to focus primarily on the person…and not the job they retain.  Actions like communication, goal-setting, and personal evaluation would be at the top of my list for effective Job Coaching.  Setting priorities, multi-tasking and example setting would also be professional development topics appropriate for discussion by a Job Coach.

BOTTOMLINE: I believe we all play the important role of Job Coach for someone everyday…EVERYDAY.  Whether it is for a child, a co-worker, a friend, a student, a colleague and/or yes even a boss…saying something that needs to be said…offering words of encouragement/advice…explaining difficult situations…or offering suggestions on future advancements…are all high quality Job Coach actions.

Finally, GREAT Job Coaching is a life-long learning skill…so keep on learning!