I hope you had some time to sense your emotions that were taking place in your world over the past week. There is still time to get in on the no charge/no commitment TriMetrix EQ assessment insights report. A simple email to YourGuide@PromiseCulture.com requesting an assessment will get you hooked up with a significant value report to assist you in How you go about things, What drives you to do things and the Means by which you acknowledge and manage your emotions for better outcomes.
So last week we had you look at your awareness of your emotions in the workplace and social life. For many of us this whole emotion thing is foreign. Like traveling to a country where no one speaks your language, yet you still need to navigate to a specific end location or results. As you don’t speak the language, don’t live in that part of the world (your emotions world) you don’t even know how to communicate with your own emotions. I will say this, the younger you are or the older and more wisdom has set in, the slightly easier this is to engage with your emotions. This, from my perspective, is partly due to past practices of up bringing and more so today the emergence of allowing emotions to be a useful and important part of life itself.
You may recall my example from last week about my employee who lost a loved one and at the time I totally botched up how that situation should have been handled. (I’m actually very thankful that event took place because it has taught me many extremely important lessons which I share here so you don’t have to make the same mistakes.) That event needs to be broken down into some parts so we can all become better at understanding the value, importance and use of Emotional Intelligence in the workplace and in everyday situations.
The first part we touched on last week was becoming and being present and aware of the emotions of the situations. Being aware of your emotions and being aware of the social or other’s emotions. This takes some practice to get in communincation with our own emotions because we don’t or have not learned the language of emotions.
The second part is when we take our more natural action-based effort to manage, navigate or regulate our understanding of our emotions at a given point in time. We either act or not act so that our emotional intelligence can be a more contributive part of the best outcome rather than ignoring them.
The combination of awareness (you and other’s emotions) and the regulation (action taken or withheld) will, when orchestrated, have an enormous positive impact on the event outcome, the people involved and how your internal self resonates with the use of this newfound intelligence.
Another key in this emotional intelligence is the level or degree to which you are motivated to be aware and then to regulate your knowledge to the best results. Some of you may in fact have a real strong awareness of the emotions of yourself and others but elect to suppress the use of that information or regulate it out of the situation. Others might not be so in communication with their and other’s emotions but have a very high ability to regulate even the smallest of insights to an effective outcome. Your internal motivation and what is driving your core plays into whether you will use your newfound intelligence or simply sweep it under the rug.
Emotional intelligence is part of your daily business. Call JKL Associates a call at (313) 527-7945 or (407)984-7246 to make sure you are aware of the impact it is truly having.
For those of you who reached out to us for the no charge/no commitment TriMetrix EQ assessment offer – Congratulations on investing in yourself! For those who would still like to take advantage of our offer, send us an email at YourGuide@PromiseCulture.com and request the TriMetrix EQ assessment.
Last week we began a discussion about emotions in the workplace. This week and next we look a little deeper at your understanding of your emotions. Are you aware of your emotions? Is your day to day awareness such that when an event or transaction takes place, you sense what your emotions are at that moment in time? Are those sensations/emotions inwardly focused or externally focused? Are you sensing other’s emotions?
The first step in understanding is awareness. For years this whole area of emotions was pushed down or attempted to be hidden and dismissed for business life. It was somehow reserved for things outside of business. The reality is that this perception of separating emotions based on at the office or outside the office was false. The emotions were and still are present in each of us in all situations we are involved in.
We may have developed skills to reduce those emotions or in reality, regulate them more dramatically in the work setting because it was viewed potentially as a weakness if you had too much emotion in the workplace. I can personally say this was part of who I was in the late 70’s and early 80’s. As a young emerging manager in the high-tech world, it was survival and we did not have time for such nonsense as this soft stuff of emotions. “Just suck it up” or “Get over it” were some common phrases people would utter when such visual signs of emotion would present themselves in a co-worker. I give you a personal example. An employee came into my office to let me know that her grandmother had passed away and that she was going to need to leave and head home for the funeral. In my ignorance to her emotional needs, I jumped right into what needed to be done to make sure the business was not affected by this sudden change in operating plan. What was on her plate for the coming days, who would follow up with her cleints etc. I was not going to let this event impact the business. I totally ignored where she was at during the unfortunate loss in her world. Looking back on this event, I would not blame her one bit if she thought I was a complete jerk or any number of other words that could be inserted here. The facts are – I was a jerk. I was not aware of the emotions of myself or my co-worker at the time when they were most needed. I realize now how poorly I handled that situation. Maybe it took place to teach me a lesson but at what cost to the relationship between my co-worker and myself. I’ll never know the real impact it had on her. I do know the significant impact it has had on me and I strive each day to have a higher awareness of my emotions and those of my clients, co-workers, acquaintances, family and others around me.
Looking back, this was such a misalignment of building a high performing business that all I can say is thank you for allowing emotional intelligence to become a more vivid part of leadership growth, development and success.
This week take a few minutes prior to, during and just after an emotionally charged event or transaction and allow yourself the opportunity to get a sense of where your emotions are and what that knowledge can potentially do to affect a better outcome for all involved in the situation.
Next week we will investigate the regulation of that awareness so you can not only be aware of your emotions and those around you but also the process of regulating that understanding for better results.
Emotional intelligence peak your interest? Call JKL Associates a call at (313) 527-7945 or (407)984-7246.
I recently read an article about the process of moving from a mind set of relevance to irrelevance. The information and studies gave some interesting insights about how, when younger we may be driven to success and realize some level of it and then later in life, we lose that “Gift” and because of it we begin to have a mindset of being irrelevant. Although I could agree and relate to many of the items in the article, it also caused me to think about some aspects of age or maybe better framed as maturity have on individuals in the business environment.
As younger talent we strived for accomplishment. Had defined goals and objectives which nothing would stand in the way of achieving them. During this time in our early business years there was no real conversation or acknowledgment of any type of emotion in the workplace. In fact, emotion being displayed or even considered in the workplace might be looked upon as weakness.
Well times have changed and from my perspective it is a very important and good evolution. No matter how intellectually we think we can manage our emotions, they are still there and are still at work. These emotions are working behind the scenes even if we think we are controlling them one way or another. It is like electricity going to a light bulb. When you turn the switch on, the energy flows to the bulb and gives off light. When you turn the switch off, the electricity does not stop behind the switch. It is just blocked from traveling to the bulb. The full power of the energy is still ready to light the bulb. It is just being blocked. This is how many people think they are controlling their emotions from even existing.
We have switches we use to manage the emotions inside of us. The challenge is how aware are we of the switches we have and what do we do with this knowledge to best navigate the use of our found knowledge of emotions? This gets back to my article I read. As younger people, we push forward at what might appear to be reckless abandon to achieve results. Emotions would just get in our way, so they were either directly or indirectly pushed aside. As we matured, our experiences – both wins and losses, hopefully taught us lessons. This additional found knowledge is what those of us gaining in age brings to the workplace. We may begin to feel a level of irrelevance as it pertains to the technical or intellectual aspects of the business, but our multicolored history brings an overwhelming value of acknowledging, understanding, and appreciating emotions and the profound effect they have on the success of any venture.
Over the next couple of weeks, we will look deeper at this arena of emotions or as it sometimes gets referred to “Emotional Intelligence.” The question you need to ask yourself is – do I understand what my emotional intelligence is? What level or amount do I acknowledge and then what or how do I then manage that understanding to bring value to myself, the business, my co-workers etc.
If you are anything like me, the above question basically stopped you in your tracks and you said – I have no idea. We have a solution for you. As part of raising the knowledge and understanding level on this topic, we are offering to you a complimentary (no charge/no commitment) trial copy of a report to assist you in your review of your behaviors, driving forces and emotions and how you go about navigating their use. To get access to the questionnaire to gather insights from you, simply email YourGuide@PromiseCulture.com and make a simple request for the Emotional Intelligence – TriMetrix EQ Assessment. Upon receipt of your request, you will be emailed an access code to complete the questionnaire. After your submittal of the response, we will craft your resulting report and email it back to you.
Want to get a fuller understanding of how emotional intelligence can be an attraction factor for your business? Give JKL Associates a call at (313) 527-7945 or (407)984-7246 and let’s discuss.
Let’s start with a shameless plug! JKL Associates gets involved in lots of business transition points. Helping startup entrepreneurs, moving a startup into a more stable mature phase of operation and helping the business leadership transition to a perpetuation strategy for their asset and legacy. Each of these transition points in the business require facilitated focus so that not only can a strategy be defined but more importantly action executed, and accountability enforced to realize the migration to the next phase of business life. Enough about JKL Associates, but this will all tie together as we look at the aspect of never stop selling.
A short time ago I was meeting with some business owners. One was transitioning out of the business and perpetuating the business to the other newer owner. During the course of the conversation the newer owner made a comment about his primary role going forward and I had to stop him in his tracks right there. It might have been inadvertently stated but he basically said that now because he was the owner, he did not have to sell anymore.
As you might imagine, and for those of you who have worked directly face to face with me, my intervention on this matter was not some subtle thought after the newer owner was finished with his statement. No, I jumped in the conversation and interrupted the moment to create a “Teachable Moment” in the mind of the new owner. As an owner you might employ salespeople etc., but as the owner, it is your personal obligation to always be selling for profit. I did this not only for his benefit but equally for the transitioning owner’s benefit as well. You see, the selling owner will need to get part of his payout from future revenues of the business and it is critical that sales, profit, cash flow etc. are maximized for all involved.
The point of this week’s insight is to always be aware of your wondering thoughts. As you lead your team to growth you need to mentor them not just in the technical and intellectual aspects of the business but also in the fundamentals of “Cash is King” and profit proceeds before expenses or all you are in business for is to pay other people.
I have witnessed too many good businesses lead by good leaders get to a transition point and not fully transition this very basic understanding of always selling and always making sure profit is the objective. I do need to clarify that when we are speaking of profit in small and medium sized businesses, I’m really focused on CASH and not some end of the month, quarter or year financial statement which your CPA produces and tells you if it is black or red. You made money or lost money after adjustments. Last time I checked, you can’t take your family on vacation or pay for college or make the mortgage payment with adjustments. Yes, it is wonderful to allow your CPA to gather you additional value in your profit line with these magic tricks of the accounting code but as business leaders we need cold hard cash profits to ultimately be successful and turn your business from paid job into career financial portfolio asset.
This peak your interest? Give JKL Associates a call at (313) 527-7945 or (407)984-7246 to begin engaging for PROFIT.
Last week’s 3-minute insights caused some vibrations back to us and oddly enough we planned for one of the questions which came our way. So, what is it that future employees are looking for when they seek employment?
This is a very broad question and topic as it depends on the arena, type and compensation level the seekers are pursuing employment. If we start with those who have graduated from some level of college, they are looking for a means to get into the workplace. Some will talk career, but most are needing a job. They need some reasonable level of compensation as they are desiring to be out on their own and many of them have some level of student debt they must begin to pay for. They also have a variety of other expenses which to some degree they did not have to deal with until now. All of these desires to be more independent, being self-responsible etc. causes their compensation requirements to be formidable and potentially out of alignment with the balance of compensation to expense ratio on the minds of the business owners.
If we consider resources at the working age which do not have college degrees and also are not in the skilled trades or as I refer to them the “hands” industries, these folks are needing money to pay bills. They too desire their independence but potentially due to a lack of foundational financial management knowledge struggle with life expenses and income capabilities. This group is being supported by many of the minimum wage movements to narrow the gaps between expense and income for basic living.
The third grouping to be discussed are those who have elected to not choose college and seek out the skilled trades. This group is in significant demand. For the past 20 plus years many younger people were pushed toward college and the “Professional” industries. This group needs a place to get started. They are green to their industries and their talents reflect that same gap. Unfortunately, much like our second group their skills of expense to living ratios is out of sorts.
One key to all of these resources is that they are driven by different purposes than prior age groups. It is not that their purpose or why they doing things is good or bad, right or wrong, it is just different. They all want to be part of society and in their own way contribute. Prior generations put lots of energy in results through money. These groups as stated previously need finances to live but they are purpose driven in a different way. They define a purpose and then seek out how to achieve that purpose through how they live their life vs. buying the purpose. Their purpose if far more intrinsic (feelings and emotionally based) as opposed to extrinsic (more into the tangible and details).
As business leaders we can either resist this change in the future of employees or open the communication to navigate to a common ground where both levels of purpose can be attained. This week take a look at the gaps in your employment workforce. What is driving the various resources in your organization? Does the business have a core purpose and do the employees align with that purpose? Those which align can gain energy from being part of that purpose. Those who seek alternate purposes are involved in the business but gain their purpose externally from the business. Both can be good staff but when push comes to shove on compensation, those who align with purpose will be less contentious and those not aligned will always be looking for more compensation and seek out alternate employment.
Wondering what your organization’s purpose is? Give JKL Associates a call at (313) 527-7945 or (407)984-7246 to start the conversation.
I heard it again the other day from a businessperson complaining about the younger generations and how lazy they are in the workplace. My initial reaction could have been to agree with them, but do to some of my experiences and some looking into this perception I decided to ask a few questions to dig a bit deeper into the person’s concerns.
As we had our discussion a few interesting elements began to emerge. Lots of people like to banter around this whole generation gap or difference between the various age groups. Boomers vs. Gen X or Millennials and Gen Z, which ever grouping you want to compare there are always going to be differences. The issue we began discussing was not specific to an age thing but more of the environment these groups were brought up in. Depending on when they were raised and maybe more importantly to our discussion was how they were raised is having the greatest influence on this impression of a generation of lazy people.
There is no doubt about it there are individuals who, based on their upbringing come into the workplace without the mindset or skill set to contribute on a regular and consistent basis. The past cycle of time has fostered many entitlements that potentially, at their onset, were not intended to grant unlimited or untethered consequences. The reality is that each subsequent grouping wanted better for their children. This is natural to want more or better things for those coming after you. The challenge was that the same people complaining about the “lazy” generations are the same people who contributed to the problem. To a degree they don’t want to blame themselves, but they directly contributed to the issues.
Developing work ethic requires the action of doing work. It requires the acknowledgment of reward for making a contribution through working toward something – an end goal. When we take away the fundamental learning of working toward an end objective and reward for just showing up then we continue to perpetuate the environment of not having to work and the work ethic of reward for contribution slides away.
We need to stop blaming or singling out resources, who, to a degree, have not had to work for reward. We need to help them embrace the self-value they receive for taking specific action to contribute and receive not just acknowledgment for work well done but also for the self-value they bring to themselves in the process.
In my personal view on this rather touchy subject, there are many younger resources entering the workplace that still do have quality work ethics. These resources are employed or will be quickly employable. They don’t have time to complain or spend time voicing their opinions about how work life should be compensating them and what work should allow them to live their lifestyle without regard to cost of living vs. the rewards for working for a living.
This debate will not be going away anytime soon. As business leaders we need to be open minded to the full suite of reasons how resources are ending up in the workplace. Business leaders will need to address some of the fundamental work-related aspects which might have been part of prior employees makeup but today cannot be considered to be already understood. Yes, it can be frustrating but the business leaders of today contributed to the outcomes we are dealing with today so take some ownership and put in place ways to assist future resources to develop the talents needed to be a best-in-class workforce.
This week look at how your organization is setup to engage employees into being the best at not just their role but also for themselves. The more you invest in helping your team be a fuller contributor to themselves the more they will be oriented around contributing in their work role.
Wondering how you can review your organization for opportunities in building a best in class workforce? Give JKL Associates a call at (313) 527-7945 or (407) 984-7246 and let’s have a conversation.
Sending this out a day earlier as most everyone will be taking some time off to celebrate our nations birthday.
Celebrations of the passage of time are important to our existence. They measure more than just days, weeks and years since a given point on the calendar. They are a testament to being alive and contributing in one way or another.
As we celebrate, and looking at our nation 200 plus years in its infancy, we have by no means figured it all out. Just like an adolescent passing through the teen years to adulthood there are awkward times. In the end it gets figured out and time passes to celebrate yet another year.
Our great nation has been passing time and has figured out each trial and tribulation. It will continue and our freedoms will be preserved. It is ultimately the American way.
Questions or comments – email us at email@example.com or call our Offices – MI at (313) 527-7945 FL at (407) 984-7246
Even the best mountaineering people in the world enlist the help of a Sherpa when making the climb to the top of the highest peeks in the world. World class mountain climbers are the best at what they do. They are skilled in mountain climbing. They prepare for their journey for many months and have the plan well formulated. Yet when they arrive at the base of the mountain they get a guide. A Sherpa who knows the lay of the land and can not only guide them but also provide critical insights into their safety and well being.
That is what separates the best climbers in the world from the rest. They already know and have prepared for their climb but still enlist the Sherpa to give them guidance to take them to new heights. These skilled climbers have had to reduce their ego and understand that threw the involvement of the guide they will increase their chances to achieving their goal and ascend to the top of the mountain.
I find too often that some business owners and leaders don’t view their climb to success and better result in the same fashion. To them it is all about their knowledge and capabilities and not the collective mind set.
I understand this all to well. Years ago when entangled in the corporate setting, putting one step in front of the other climbing the supposed ladder of success there was an inner feeling of reward when I accomplished something. By not having others involved (or so I had convinced myself) I could relish in the victory. In my own mind savor the sweetness of doing it on my own. The reality was it was not just me but the collective that succeeded. This taught me some valuable lessons which have shaped my contribution to those clients we are proud to serve.
As time went on, I realized that the path to results is much cleaner when you enlist a guide to help you through the terrain. Someone who can not just give guidance but also assist in helping you sort out best decisions and the means to put them into action. It was not about giving up that I was not smart enough or strong enough but more about using the valuable insights of a Guide or Sherpa to assist in the navigation to better, higher, greater results.
This week as you look at ways to improve yourself and your business give some consideration to enlisting the support of a guide. Someone who is not going to run your business for you but someone who can assist in helping you run your business even better.
Should you have a Sherpa to assist you in climbing your business to new height? Call JKL Associates at (313) 527-7945 to enlist your “Promise Guide” to help you ascend to hew heights.
Are you someone who already journals? Maybe you have already discovered the power of journaling? Maybe it is time to share your discovery with others so they too can grow and improve by journaling.
Journal writing seems to come an go over time. Right now there appears to be a resurgence to this understanding process. Some people do it to document their passage of time. Others do it as an expression of their creativity. Yet still others may do it to capture their mind set during unique times so that they can better reflect on how those mind sets effected the outcome. What ever your reason, the process of journaling can add many new and interesting insights to your life and business.
When I engage owners of businesses to assist them in taking themselves and their organization to new better level of results, I encourage them to journal daily. Taking just a few minutes each morning or evening and capture what is going on in their world, their mind, their business. Just to write it down without over thinking it or trying to polish it up. Just the simple act of capturing your thoughts and reviewing them over time can help you discover some profound things about you and or your business.
It sounds and is very simplistic at its core but it is not always easy to do. If you currently are not a person who journals then you are going to need to form a new habit. You will have to find some 5 to 10 minute window to separate yourself from the world and journal. That new time slot is not always available and it is easy in todays world to find a dozen things to put in its place. The other challenge is that just by writing a few things down you won’t see the value right away and in our instant gratification society the magic won’t just suddenly appear after a couple of days. Sometimes it takes weeks to capture enough stuff to be able to extract some themes you might want to explore and understand in more detail. Then comes the challenge of looking at your journals and maybe for the first time seeing things about yourself or your business that you really did not want to look at so you avoided them. Not that it is front and center and you may feel compelled to take some different action.
It is these gems of journaling that we improve ourselves to be better than we were. Making ourselves better will in turn make our businesses better.
This week make a commitment to improve. Start journaling! You can go out and buy a new paper journal or you can simply start jotting stuff down in a digital file. There are also journaling tools you can digitally record your daily items and store them in the cloud. I use all three to capture the events of my world and use these insights to constantly better myself and those who give me the honor and privilege to be part of their lives and businesses.
Want a journaling Promise Guide? That person to share your thoughts with so they can give feedback insights to help you improve? – call JKL Associates at (313) 527-7945 and we will get you set up.
When it comes to a driving force behind a winning attitude you can almost always attribute it to that deep down reason – that “Purpose” or why someone is willing to go above and beyond in order to accomplish something. Given the right purpose that resonates with some one they can do remarkable things. They can endure longer cycles. They can weather more severe storms. They will perform regardless of the environment around them.
The same holds true for groups and teams. Consider sports for a moment. Think of a team who had the best talent but was unable to win the championship. Think also of the team that when the chips were down they mustered the synergy to collect themselves and win the big game even when they were the less talented of the competitors. The difference was the drive behind them – their purpose.
Purpose is not a result. The win of the game or the achievement of the goal is not the purpose. That may be one of the accomplishments attached to the purpose but the results in and of itself is not the purpose. For example, the purpose for you to lead a business in not profit. Yes you want to make profits but that happens when your core purpose is realized and executed. The profit value is just the measurement of how well your purpose drove you toward the “WHY” you were seeking.
In our world, we tend to gloss over the true driving forces such as Purpose. This may be because it is sometimes hard to articulate. We can’t put it into words because we have very rarely taken the time to step back and capture what our purpose really is. We struggle with this because we don’t want to share some of our most inner feelings with the outside world. It can also be because so many other people tell us that it does not matter. Why waste your time on that – just go out and do something even if it is out of alignment with who you are.
We see this manifest itself in businesses where there is no defined purpose and employees turnover because all they are viewed is through the lens of hands rather than soul. Purpose nurtures the soul which is the food which drives the mind and body. This is the area which can withstand hurricane force challenges and remain standing to fight another battle. When your organization not only takes time to define and embrace your purpose for being, you will be able to attract those individuals who share in your same purpose. Together like the sports team with average talent who wins the big game, your organization will accomplish feats not originally seen as possible.
This week, look around you at your team. Do you really know what each of their purposes are? Would they align with your purpose? Does your business exist for a purpose?
Purpose drives results so now is the time to engage JKL Associates by calling (313) 527-7945 to start to embrace your “Purpose.”