Other

Are You Committed to Continuous Improvement?

Is continuous improvement a core value for your company?

Over a decade ago, I was asked by Vistage Worldwide to launch a CEO Peer Advisory group. My objective was to find successful CEOs who wanted even more success – by learning from other members of the group, other Vistage members (there are now 27,.000 In 20 countries), subject matter experts, and me. One of the goals we set for each of our companies was to turn them into CILOs- Continuous Improvement Learning Organizations. 

Over the years, many members sought a better system for holding staff accountable for their jobs and evaluating their success so they could help workers improve in whatever ways the worker and his/her supervisor thought would benefit the employee and the company. That led to the development of the Accountable 4 Success (A4S). The centerpiece is a clear and measurable Job Description with objective metrics which is used to evaluate job performance and culture commitment as needed – daily, weekly, monthly, quarterly, or annually. Most important, each area of responsibility includes a section  in which the supervisor and the employee specify an area for improvement, and the ability to measure success.

Carolyn similarly takes individual continuous Improvement to a higher level by linking it to the culture. In Is Your Company’s Culture Relentless about Improvement? She notes that just as companies aren’t satisfied with complacency – they want things done better, cheaper and faster – neither are employees satisfied with the status quo in their job. They want to acquire new skills in order to grow both personally and professionally. She notes that when some employees are improving that sparks ideas for others. The goal isn’t personal achievement or out-performing co-workers; the goal is to elevate human talent so people can contribute more to the company and be rewarded for it.


Does your company already have a CILO culture? If not, what systems are you using to create a relentless culture for continuous improvement? If your system is successful, share it with Presentation Excellence members. If not, feel free to check out Accountable4Success.com and learn more about how you can develop a corporate wide mindset and culture of improvement and growth for all. With all the headwinds to facing companies today, you’ll need peak performance from everyone within a CILO culture to thrive!

What’s Your Company’s Trust Rating?

Trust is earned.  When someone says they “trust” you or your company, they’re telling you that they believe in your truth, reliability, ability or strength to deliver on your claim/promise. It’s the conclusion you reach based on your past history and how you presented it. If you’ve earned trust, then you or your company is likely to outperform your “competitors” over the long-term.

Trust Across America found last year that the stocks of companies deemed more trustworthy have greatly outperformed others. After quantifying the value of trust by looking at 10 stocks of the most trustworthy companies 10 years ago, they discovered that 5 were bought by other companies and the other five gained an average of 868% vs. 278% for the SP 500.  Similarly, the 10 most trustworthy companies from five years ago and three years ago also handily topped the S&P 500.

How would you measure trust?  Studying companies like Microsoft, Nike, Nvidia and Starbucks, they focused on seven traits including:

  • Clarity of corporate purpose, values and culture. Employees know how to practice them, bring strategy to life and have systems in place to support what’s important and values
  • Corporate integrity. Leaders act in respectfully authentic ways, consistent with purpose and values
  • Culture of transparency and truth-telling, even when it hurts
  • Communication within the company as a priority before other stakeholders
  • Belonging – which is more than just diversity and inclusion
  • Focus on relationships vs. transactions, internally and externally
  • CEO serves as Chief Communications Officer to meaningfully connect internally and externally.

How do you measure trust? Which traits do you see most important in building trust among employees, customers and shareholders?  Do you use a Net Promoter Score, is it time for a trustworthiness Score?

It’s Showtime!

Whether you deliver one or a thousand presentations, the last thing you need to address is your own energy.  Yes, you’ve followed the rules to design and deliver a totally ADAP Presentation (Audience-Drive, Authentic Presentation), and in a few minutes before “the rubber meets the road”, it’s up to you. How do you become laser-focused, totally immersed in the process?

Years ago, a colleague of mine gave me his formula. In the last few weeks, I’ve heard the same great advice with different stories leading them to the same conclusion from Shizard Carmine, CEO of Positive Intelligence (with whom I’ve been taking a course to master PQ and how to use it in a new coaching program that will soon be available) and Marshall Goldsmith, one of the world’s top executive coaches. So, try it!

Murphy’s law sets the scenario:  "Anything that can go wrong will go wrong". So, regardless of all the preparation, negative forces can get in the way. The equipment suddenly breaks down; your flight to the presentation is delayed and the flight took 18 hours and your suitcase was lost, or the customer can’t make it and her intimidating boss is leading the meeting. How do you possibly step onto the “stage” with enthusiasm?

Just before getting on the “stage”, take a minute to remind yourself that “It’s Showtime”, and the show must go on, and YOU are the show. Stop into a restroom or its equivalent, put everything down, and look into the mirror. Look yourself in the eye, fix straighten your dress, tie, suit, or whatever “suit of armor” You’re wearing, and enthusiastically and out loud tell yourself “It’s Showtime”! And as you repeat it out loud watch how you stand straighter, smile, and feel more relaxed. 

In a recent blog, Marshall observed that’s how Broadway actors launch themselves despite the “headache”, foot pain, etc. If you’re a Positive Intelligence user, do a couple of PQs to switch your brain from one dominated by your saboteurs who are focused on the negatives to one which allows you to adopt the Sage perspective and its five powers.  In both cases, your positive, enthusiastic self walks on stage. And even though you may have stage-fright (which most people do have), you know that within 15 seconds you’ll be immersed in the ADAP delivery and focused on the audience impact.  Indeed, when Barbra Streisand opened at the Barclay Center many years ago, she confessed to still having butterflies when walking on stage, but knowing that they would end within a few seconds, enabled her to perform with the excellence she and her fans expected.

So, the next time you present – remember:  It’s Showtime!

(P. S. To learn more about Positive Intelligence, visit their website take the free assessment, and then contact me to discuss it; jerrycahn@presentationexcellence.com)

Build the Post Pandemic Life You Want

Some of the changes we’ve seen take place during the pandemic, such as engaged workers successfully working at home productively, actually are continuations of trends that started prior to 2020 (e.g.,  the rise of “gig” workers). At the same time, new trends were started… and now is the time to focus on some which will have positive outcomes in the post-pandemic era. In “The Important Role of “Responder’ in Leadership”, the author, a retired Navy captain, reminds us that one is to increase the extent to which we should challenge limiting beliefs; let’s unleash our potential for growth.

Among many important points she makes concerning leadership, is Dr. Morro’s comment that we can turn “predicaments into progress”.  “When I ran a VA hospital in rural Georgia, I knew telehealth would open us up to recruit better talent and the level of care we needed. We had such modest goals because of buy-in, regulation requirements, and adoption – then COVID hit and wiped those barriers away. What would have taken years to implement happened in a matter of days.”

In the first months of the pandemic, I shared examples of seemingly “impossible” feats of people and companies, as reported by McKinsey & Company and other observers.  Activities that were considered impossible to do or take years to implement, were accomplished in days and weeks because the goals outweighed worrying about the “resistance”. 

For instance, in one of McKinsey’s best reports on this topic, From Surviving to Thriving: Business after Coronavirus, they relate the story of a leading retailer who was exploring how to launch a curbside-delivery business; the plan stretched over 18 months. When the COVID-19 lockdown hit the United States, it went live in two days. There are many more examples of faster, smarter, ways of thinking.

Suddenly the need to keep business going by empowering responsible people to do the “right thing” enabled people to work from home on imperfect devices, without all the rules, regulations, safeguards, etc. that “centralized” office teams” had been using to slow progress. It may not have always been perfect, but with the right intentions, it generally worked. The key was to assess the risk, and then learn from the experience until a new better, faster, and/.or cheaper solution was apparent.

Think of things you, your family and close friends/colleagues were engaged in throughout this last year; how often did the traditional norms and rules serve as limitations and restrictions – only to lose those powers as we progressed forward? We thought we had to work during ”working hours” but now we create them by adding in time that used to be used for commutes; we thought deals needed our personal presence; Zoom filled the gap and will in many cases continue to do so.

As we forge the new “post-pandemic” normal, challenge assumptions, reduce red-tape, find new ways to be agile and service-oriented. Control has shifted; this is your chance to make the next normal more conducive to more responsive, efficient and effective processes!

Your Life Purpose: Rethinking It?

We’re privileged to work with people through several organizational perspectives, and by integrating them,  we have a sharper understanding of what’s important to people today.   We’re seeing people of all ages challenging career and life-style decisions that are made, and looking for new answers.

Through Age Brilliantly, we work with adults of all ages who want to lead fulfilling lives in today’s life-stage and future ones, and seek more information, inspiration, tools and support from peers, experts and resources to make better planning decisions. Through Presentation Excellence, we work with executives making important business presentations to clients, investors, management and employees. Through Vistage Worldwide, we work with company CEOs (often $5-500M firms) who are challenging company practices as well as their own desires to continue in the company.

As Lauren Weber noted in “Workers Wonder: Is My Job Relevant?” Covid-19 has exposed the fragility of life and the prior assumptions we made when we made career decisions; the brutal killings by police has exposed the systemic racial biases in our society and mobilized the Black Lives Matter movement. Both are forcing people to rethink what they want for themselves and others, and how to get it.  People are asking, “Does my work matter? And do I matter?”

In Reflections In Crisis, McKinsey & Co. shares a number of interviews that may resonate with  you. Imagine you’re in the early stage of your career and family, and often spend hours commuting to work and to clients. Because you’re on the road, you engage caretakers to take care of our young children – which makes you feel guilty because you know you could do a better job if you only had the time. Then, the lockdown comes and you find a way to juggle your schedule to provide quality care for your children and get your work done, because Zoom allows you to communicate without commuting. Should you go back to the old way of life or integrate how you attend to the different Age Brilliantly essentials of life (in this case: relationships, health, purpose and passion)? 

Creditcards.com (June, 2020) released a study in which 82% of the people in lockdowns reported not wanting to return to going back to work 5 days a week. (35% don’t want to return at all!) So, if you’re challenging your prior decisions, you’re not alone.

As more people share with us their perspectives, insights and decisions, we’ll share them with you. Please share your thoughts, by using the Purpose Forum on AgeBrilliantly. It’s the wisdom of our entire group that will help each of us make better decisions.

VIRTUAL Presentation Training Workshop

Be the Best Presenter You Can Be
Friday August 12th, 9AM to 5PM

More Info
Win More Bids! Get our e-book:
Present To Win The RFP
.

Need a Speaker for Next Event?

Request Today
Let us know your needs
For Business Owners & CEOs
Be an Even Better Leader
Outperform Your Competitors!
Learn why 21,000 leaders
belong to Vistage Worldwide

Does Your Website Attract
New Businesses?

In any industry, your site
can sparkle - and sell!

Request Evaluation
Get 15-min review of your website from Market Smith, leave with game-changing insights.

Company's revenue plateaued?


Maybe it's time to Re-brand!

Request DBC's Rebrand Plan

Market Your Company More Effectively!

Request free Book
'The Growth Gears'

Request today!
from Chief Outsiders

"Better Way" Webinars
View Many of Our Past Webinars

Learn, Enjoy and Prosper
youtube.com

Watch Some Executive Breakfast Club Presentations

Watch Video
executivebreakfastclub.com
HR. com recognized the Presentation Excellence Group
for leader excellence in the Leadership Partners & Providers category.

Calendar

July 2022
M T W T F S S
 123
45678910
11121314151617
18192021222324
25262728293031