Posts Tagged ‘Behavioral Patterns’
Friday, May 14th, 2010
One of the most exciting aspects of being an executive, an entrepreneur, and employee is what you can learn about yourself, on the way to completing a strategic plan, a new product launch, or finishing the filing.
Amazing things happen when you pay attention. “Attention to what?” you ask. Attention to your own behavior, to what pushes your buttons, what makes you sad, or mad, or glad.
And the workplace, where you spend so much of your life, is a perfect place to start the process of observing your own behavior. Sadly, we are all expert sat seeing other people’s flaws and problems than we are our own.
So, let’s make the weekend and next week the “Look in the Mirror” time for positive change that will impact the rest of your life. Think about it; would you wear the same clothes everyday for a week, or only eat hamburgers morning, noon, and night for a month.
“How stupid, of course I would not do that!” Yet, think about it; we say the same things, think the same thoughts, get angry with the same people about the same subjects over and over. It’s time for a change.
Once you begin to explore who you are in a new way unbelievable, amazing things start to happen. Take a notepad and write down what bugs you, and who. Do this for a day and you will begin to see patterns of behavior. You’ll notice you have not changed your people diet in a very long time.
Jim, who has the cubicle across from you, is loud. When he talks on the phone you cringe. How long has this been going on; months, maybe even years? Have you ever told him how disturbing his voice is for you? I’ll bet the answer is “No, are you kidding?”
As a workplace relationship expert I can promise you, you are not alone. Most of the time we “stuff it“; maybe that is part of the obesity crisis in our country.
Once you discover the pain points in your life, really look at them and how they keep recurring in many different situations you can do something about it. In “Don’t Bring It to Work” there are tips and tools to make change happen.
First, however, it is your job to be the leader of your own life and discover the themes that connect and make you annoyed and uncomfortable. Then you are at core issues to do something about it. It’s about you, it’s about me, and it’s about time.
Tags: Behavioral Patterns, Collaboration, Communication, discovery, family patterns, Leadership, leadership programs, motivation, Patterns, Relationships, success, team, Workplace Relationships
Posted in Business, Collaboration, Communication, Conflict, Conflict Resolution, Executive Teams, Family Business, Integrity, Leaders, Leadership, Leadership Strategies, Patterns, Team Building, Transformation, Workplace Relationships, leadership development | No Comments »
Friday, May 7th, 2010
All workplace relationships include personal stories that are often buried under the stresses and strains of getting the job done. We then never get to know each other past a quick “hello” and “see you tomorrow”. When a situation occurs that is life changing it not only changes the individual or individuals involved, it can also change the entire organizational culture. Jay Steinfeld shows us the power that rests with individuals who are willing to become self aware, explore the connection between personal and professional life, and make changes that are deep and profound. The courage to change, a core of all leadership development, is written in his words and actions.
How Empowering My Staff Powers My Business
by Jay Steinfeld, as told to Jennifer Alsever
After running two Houston window blind stores for more than a decade, Jay Steinfeld and his wife and business partner moved most of the business to the Web in 1996, founding Blinds.com, now a $50 million business and the No. 1 seller of blinds online. Yet after his wife’s death in 2002, Steinfeld underwent a personal transformation that changed how he did business.
Blinds.com CEO Jay Steinfeld
Ten years ago, I wasn’t as nice of a guy as I am now. I seldom complimented anyone. I wanted everything done my particular way, and I reamed out people when they failed, even if they did 90 percent of the job right. Then my wife Naomi died in 2002. We were married for 26 years. She was my best friend and my partner in business. Naomi’s death devastated me, but it also woke me up. At that point, both my parents had died, I had three kids to raise and I had a business to run. I realized I could not do everything alone.
A new mindset, just in time
I got counseling and poured myself into books on business and psychology. My favorites: “Good to Great” by Jim Collins and “Man’s Search for Meaning” by Victor Frankel. I realized my 70 employees weren’t my servants. I worked for them. They needed to be encouraged to take risks and empowered to do their jobs.
I sought out smart, top-level people for chief operating officer, chief marketing officer and chief technology officer so I could rely on them to develop their own departments. By giving them more leeway, I had more time to think about the future of the company, and we were all free to be more creative and come up with more ideas. I wanted them to seek continual improvement and experiment without fear of failure. I owe my company’s survival to that shift.
Boosting sales through brainstorming
Our company’s sales hit $50 million this year and profit went up 17 percent. But for the past two years, the market for window blinds has been in a tailspin. Dismal new home sales means dismal blinds sales. Two large regional blinds manufacturers recently filed for bankruptcy, numerous retailers closed their doors, and the industry’s sales are again down 25 percent this year. To grow, let alone survive, we knew we had to do something. But I didn’t take it on alone like I might have a decade ago. It had to be all of us innovating and trying new ideas.
Some of the risks we took were complete flops. One crazy idea that failed miserably was advertising on dry cleaning hangers. We tested three different messages, and each was worse than the other. We tried revamping the category pages on our website, spent a lot of time asking customers what they wanted, did internal focus groups, and went live showing the new page to half of our visitors, and the existing page to the other half. We saw zero change in sales.
Solving customer problems pays off
One of easiest ways to rev up innovation was simply thinking about our customer’s problems. What might prevent someone from buying blinds online? We figured out that customers get overwhelmed by the thought of measuring and installing blinds themselves, so we made about 65 two-minute videos that explicitly show how to measure and install blinds. My daughter, Esther, our PR manager, regularly searches Twitter for tweets about installing blinds. She responds with links to our videos. So far, the web pages on our site with videos bring in about 15 percent more revenue than the ones that do not.
We also spent $150,000 and six months building a widget that helps buyers who don’t know what they want. They answer questions such as if they have kids or pets and what’s more important to them, price or blocking out light. That tool gave us another 15 percent lift to our sales.
Finding partners for profit
Letting my chief marketing officer, Daniel Cotlar, and his team run with ideas has been huge. By doing cross promotions with Flowers.com, Cooking.com and OmahaSteaks.com, they helped boost our gross margins per customer visit by 25 percent over the past two years. Someone who buys a certain amount of blinds get discounts from other companies, and vice versa. This turned out to be a really low-cost way of marketing.
My senior leadership team also drove the boat on an idea to partner with big-box retailers — an idea that for years was pretty scary. We worried that if we partnered with big-box stores, offering them technology so their online customers could buy blinds, we would create big new competitors. But whether we helped big-box stores or not, they would eventually get into the blinds business, and the bad economy was a good time to do it. We wound up striking deals with Office Depot, Linens & Things, Window World, Rugs Direct, and Overstock.com. We do all the selling, fulfillment, customer service, technology — everything. It’s been a pretty good deal for us: It’s looking like it might increase sales by 10 percent this year.
Testing, testing, testing
I could not have done this alone. Free-flowing ideas are key. Risk taking is key. It’s all about testing and retesting ideas in small ways and then continually improving them. We set 90-day goals and check in with each other every 30 days. Today, we get more done in 90 days than we did in all of last year. It’s a complete culture shift – one of clear and focused execution. I know it because when I come to work every day, our employees are energized. And we still have jobs. In fact, we’re hiring.
Sylvia’s Response:
Thanks Jay for sharing so openly. Your desire to search for meaning is powerful. The fact that it changed the way you do business is a great example of my hypothesis that we can change the world of work as we become more self aware.
In “Don’t Bring It to Work” there is a list of the 13 most common difficult behavior patterns in the workplace as well their complimentary positive opposites.
As I read about you I saw how the “persecutor” aka bully boss can morph into a visionary. Instead of pointing a finger at people that same finger can be pointed upward toward a vision of better ways to work together. That is exactly what you did. Also the super achiever in you turned into a creative collaborator. And the fruits of your personal search are being felt throughout your company.
I would classify you as an “elegant leader” and just want to acknowledge how out of the ashes of your personal tragedy there is a whole company that has benefitted.
Well done!
Tags: Accountability, Behavioral Patterns, Book, Coaching, Collaboration, Communication, Conflict, Education, Family-Based Patterns, leadership development, leadership programs
Posted in Uncategorized | 1 Comment »
Wednesday, March 24th, 2010
Kraft and Cadbury have not begun a most happy union. It is said that “In the beginning is everything” and that being the case, expect some unhappy times ahead.
There are so many layers to peel away. When there is a “takeover” or even a more friendly merger it is not unlike creating a step family. I have been part of several US/UK mergers and if the cultural issues stay under the surface they come out as people wearing gorilla suits….ready to fight for their own survival.
Here is my response to the BNET article about the issue of trust in this combined organization.
In the book “Don’t Bring It to Work” there are lots of examples of how we all, and that means all of us, react by replicating childhood behaviors. We ignore, deny, send the ‘little brother’ to get yelled at (as Irene did).
It is time we really took charge of what happens when we feel attacked or betrayed and find new ways to “practice safe stress” by learning to look at and change old, outmoded behaviors that were there for security and survival yet, keep us defending, protecting, and justifying rather than move to a more adult place.
Tags: Behavior, Behavioral Patterns, Business, Don't Bring It to Work, Family, Fear, Leadership, Leadership Strategies, Merger, Safe Stress, Trust
Posted in Business, Collaboration, Communication, Conflict, Executive Teams, Fear, Integrity, Leaders, Leadership, Leadership Strategies, Management, Money, Patterns, Trust, leadership development | No Comments »
Monday, March 8th, 2010
Edmund Pettus Bridge
Yesterday was a day of glitter and glitz at the
Oscars. It is often interesting to see what else has happened on the same day through history. The big one that stands out is “Bloody Sunday” on March 7, 1965.
The connection with the Oscars is to see so many people of color walking grandly to the stage for awards and think about those people of color who, 45 years ago also walked. What a different walk that was, across Selma, Alabama’s “Edmund Pettus Bridge”, where they were met with tear gas and police clubs during a voting rights march.
It was a courageous time when so many still in their teens banded with leaders who were willing to put not just their names on the line; their lives were also up for grabs. Here is where 600 plus individuals came together to say “It will stop with me”.
This was an active solution to lives lived in fear. It was where those who had been victimized for generations threw off the victim mantle and began to explore options, to take charge of their lives in a new way.
The color lines are more blurred at the Oscar ceremonies than ever before. There is a camaraderie based on creativity and a search for excellence. The film “Precious” however, shows that the poverty and sadness of past generations of poverty and struggle still has a long way to go. Yet, and yet, there is the beauty of the human spirit that shines through and gives hope that we are, albeit slowly, moving in the right direction.
However, some stay so, so stuck; when it was announced that Arne Duncan, Secretary of Education is to meet with students at the Robert E. Lee High School in Montgomery, Alabama on Tuesday, to commemorate the anniversary of Bloody Sunday, there was controversy. The school had opposed the march those long years ago and therefore this opposition should still be respected, so goes the rhetoric.
When do we let go of the past and move to higher ground? When do we clear the past to free the present? In some places it simply and sadly takes longer.
Tags: Behavioral Patterns, Conflict, Diversity, Education, Ethics, Leadership, leadership programs, pattern aware
Posted in Collaboration, Conflict, Diversity, Education, Ethics, Fear, History, leadership development | No Comments »
Monday, March 1st, 2010
There is an interesting new TV program airing this Friday; “Who Do You Think You Are?” based on finding the long lost ancestors of celebrities.
This is not just for the rich and the famous. I believe we all would benefit from finding out more about where we came from, and what patterns of behavior were handed down from generation to generation.
Most of us are interested in ourselves and don’t care all that much about the stories of those who came before us. We are polite when grandparents talk about “walking miles to school on dirt roads in flimsy shoes with only an apple for lunch.” We say to ourselves that times have changed and that was then, not the way it is now. We want to stay in the present and not look back.
So, what is the value of searching for ancestors and finding out more about where we came from? Lisa Kudrow, of “Friends” fame and producer of the new series put it clearly “We always forget how important history is. It informs everything that happens after.”
In “Don’t Bring It to Work”, there is a way to begin the search for your own history, because Kudrow is right, the past does inform everything that happens after. In the book is an outline of a “Sankofa Map”. The word Sankofa comes from Ghana and means “clear the past to free the present”.
What we know we can change, what remains hidden, can haunt us. No, it is not possible to know all the details; that is not what matters. What matters is finding the themes that have tumbled through our histories. So, often with a little time and willingness to dig down, the pieces of our personal histories are available to us.
It is so important for leaders to take the concept of self awareness into the long-ago past and find out how the patterns handed down from great grandparents to grandparents to parents to children through the ages impact decisions made right now.
The stories we learn about can be fascinating and shed light on why we do what we do. Every family has its share of heroes as well as villains and we can then pull on the positive patterns and stand on the shoulders of the past rather than repeat it.
Tags: Behavioral Patterns, Communication, Conflict, Emotions, family patterns, Family-Based Patterns, Health, History, Leaders, Leadership, Media, Money, Neuroscience, pattern aware, Patterns, Power, Relationships, Sankofa
Posted in Collaboration, Communication, Conflict, Diversity, Education, Employers, Ethics, Executive Teams, Health, History, Integrity, Leaders, Leadership, Management, Media, Money, Neuroscience, PatternAware, Patterns, Psychology, leadership development | No Comments »
Thursday, February 25th, 2010
Sometimes there is a frustrating moment when you are not sure what you see, hear, and feel is making sense to anyone but you. It is making you crazy. Are you the only one wondering what is going on in this meeting? Are you are the only one sensing the tension and disconnect?
Maybe, just maybe, it is not what is happening in the room at that exact time. Perhaps, it is a memory trace of a past event in your life, and there you are, in a sense, re-living it.
The scientific term for this is called an engram. Here is an example: You are a toddler and the family is going to the beach for the first time. Everyone is excited about flying from land-locked Oklahoma to Florida.
Your parents talk about swimming in the ocean, the warm blue water and the pretty white waves. You are old enough to know this will be special.
Then you get to the beach and it is pouring rain. You stand with your family on the motel patio and sense the upset and annoyance.
Now, fast-forward: you are a grown-up and you are taking your family to the beach. It is a sunny day and everything is working perfectly; except, you are depressed and sad. Do you feel as though you are crazy? Of course you do!
Blame it on your brain. The old trace memory from long ago has kicked in, and while it is certainly possible to shake off the upset, you wonder why it happened in the first place.
Many times we can go back and connect the dots of old memories; often we can’t. So, if your feelings are not connected to the situation of the moment, know it is an earlier pattern from the past at play.
Remember: 1. You do bring your past with you whether you want to or not.
2. Every thought and situation is recorded in your memory system.
3. Present reactions may be knee-jerk responses to the past.
So, when the guy next to you in a meeting says something that presses your buttons non-stop, ask yourself if this is from what is actually happening in the present, or does he remind you of your older, know-it-all brother who used to drive you crazy?
You can learn more about patterns by going to www.sylvialafair.com and take the pattern aware test to see what drives you to distraction.
Tags: Accountability, Behavioral Patterns, Book, Coaching, Communication, family patterns, Family-Based Patterns, Psychology, Relationships, Workplace Relationships
Posted in Accountability, Avoider, Business, Collaboration, Communication, Conflict, Diversity, Employers, Neuroscience, PatternAware, Patterns, Psychology, Reflections, Super Achiever, Transformation, Trust | No Comments »
Saturday, February 13th, 2010
Why not make Valentine’s Day into a week celebration; or a month, or a whole year? Be a leader and help position it as a daily delight, day after day.
Now, let’s talk about a rare gift that can become a Valentine phenomenon; one without an expiration date like flowers, chocolates, or dinner at a candle lit restaurant. What I’m talking about you can give and keep giving for years. It is…. drum roll please….. an insurance policy!
Yee gads, you say; nothing romantic about an insurance policy. In fact that can be somewhat depressing. They are there for accidents, floods, earthquakes, and death. Go away, I hear you mumble.
Just listen for a minute….. I’m talking about something so radical, so revolutionary in the insurance field it can only be called “love insurance” and it takes a certain type of person, a true visionary leader, to understand the power of what I am saying. If you have vision and grit, then keep reading……give the gift of pattern busting!
Huh, you say! Not very romantic! And maybe you are thinking, how does whatever the heck pattern busting is, relate to insurance? Here’s the net-net. You know it is important to eat right and exercise to keep fit. You know you need to be seen for a regular check up by your dentist and physician. Those are preventive measures for health and longevity.
So, why not also consider your emotional well being, your emotional intelligence; important at home as well as for your career. You see, when you are healthy both physically and emotionally those around you benefit. Beginning to see the “love insurance” tie in?
What we have learned from a decade of facilitating the blockbuster program “Total Leadership Connections” is that it includes a built in insurance policy. Our insurance policy has an action component; it is called the OUT TECHNIQUE.
Here’s how it works: once you learn to observe your behavior patterns, the ones that always get annoyed stares from your family or your co-workers; you can learn to stop that dreaded behavior. Life becomes easier. Then, when you understand where these patterns began and what to do about it, you have even deeper and longer lasting change. And for the home run, when you transform these patterns to the positive side…. that’s where the “love insurance” kicks in.
That’s when you, your family and those you work with see the changes, hear you differently and respond to you in new and happier ways. So, take a free quiz, and find out what patterns are keeping you from being in the best shape possible. And you can call us for a free consultation on effective ways to bust through the old behaviors; the ones that get in the way of optimum living. Take a step in the direction of getting everyone the best insurance policy on the planet. Go to www.sylvialafair.com or call us at 570 636 3858. Let’s make Valentines Day more than a time of wine and roses and chocolate.
Tags: Behavioral Patterns, Business, Coaching, Communication, Conflict, Leaders, Leadership, leadership programs, Transformation
Posted in Business, Coaching, Executive Teams, Holiday, Integrity, Leaders, Leadership, Management, PatternAware, Patterns, Transformation, leadership development | No Comments »
Wednesday, February 10th, 2010
hubris: overbearing pride or presumption
The word hubris is a fascinating one. It contains a warning: When you are too sure of yourself, beware of a fall!!! It is a great lesson to learn, both on a personal and a professional level.
Remember Enron; weren’t they called “the smartest guys in the room?” Whatever happened to Atari? How about Fannie Mae? Those who work, or used to work, on Wall Street have had to, or should look up the word hubris.
And Toyota. What do we say about that icon of excellence? A key to looking at what goes wrong with great companies is detailed in a book written by Jim Collins “How the Mighty Fall”. It is an important analysis of what he calls “the arc of tragedy” that can happen to the best of companies when hubris comes calling.
Collins outlines five key points to pay attention to. So, if your company is having a high-time, even in this still wobbly economy, pay attention. At the first stage, where hubris is magnified, there is a sense of invincibility; nothing can change the trajectory of success. The pattern of denial enters front and center and everyone is so busy congratulating each other that there are no checks and balances, no little kid saying that maybe the emperor is naked.
Next is the “more is better” mindset. As anthropologist Gregory Bateson pointed out, “At some point more, including even oxygen, becomes toxic”. This seems to be the curse of our modern society, and perhaps the present economy is helping to create a course correction. Core values become greed and over- expansion.
Then denial becomes pathological. Bad news is ignored and distorted rose-colored glasses are worn by everyone in the company (or the country). This is where the proverbial deck chairs are rearranged, i.e.: reorganized without being able to admit what is not working and make basic changes.
Next phase is common in companies, as well as personal relationships. Maybe an acquisition will make it all better, or for a couple it’s time to have a baby to solve the difficulties. There is a sense of desperation and none of the core issues are targeted. More denial and salve, with no medicinal value.
Finally, the great have fallen, and as we have seen all too often in the past several years, there is the death of a company, a last gasp before patterns of denial and avoidance offer the final blow?
Is it time we look hubris in the face, own our own shadow behaviors, and learn a new way to transform companies, transform ourselves, when we get so far off track? The next few months should be great learning times for all of us.
Tags: Accountability, Behavioral Patterns, Book, Business, Communication, Economy, Executive Teams, hubris, Jim Collins, Leadership, Patterns, self-reflection, Toyota, Workplace Relationships
Posted in Accountability, Avoider, Boss, Business, Coaching, Collaboration, Communication, Economy, Employers, Ethics, Executive Teams, Integrity, Leaders, Leadership, Management, Media, Money, Patterns, Super Achiever, The media, Trust, leadership development | No Comments »
Monday, February 1st, 2010
Leadership and creativity are linked at a core level. Great leaders are also artists in many areas. The following amazing photographs show us how, if we trust each other and find that core creative place, we can make the ordinary extraordinary!
In Japan, rice is essential to life, both for food and as a way of life. Rice planting season has made this very small island culture into one where there is cooperation and collaboration. You can only plant and harvest rice in certain seasons, and it takes the effort of many to make this happen. Once the basics of planting are no longer an issue, look at the creativity that can come with doing the same thing year after year and making it new and unique.
As I looked at these photographs I wondered who came up with the ideas. Then I thought……………who cares? It is a team effort, and the results speak for themselves. Having been to Japan many times, I was always fascinated by the lack of “me, me, me” ego so often seen in the West. Collaboration is at the heart of the hard work that went into these works of art. Enjoy.
Stunning crop art has sprung up across rice fields in Japan, but this is no alien creation. The designs have been cleverly planted.
Farmers creating the huge displays use no ink or dye. Instead, different color rice plants have been precisely and strategically arranged and grown in the paddy fields.
As summer progresses and the plants shoot up, the detailed artwork begins to emerge.
A Sengoku warrior on horseback has been created from hundreds of thousands of rice plants. The colors are created by using different varieties. This photo was taken in Inakadate, Japan.
Napoleon on horseback can be seen from the skies. This was created by precision planting and months of planning by villagers and farmers located in Inkadate, Japan.
Fictional warrior Naoe Kanetsugu and his wife, Osen, whose lives are featured on the television series Tenchijin, appear in fields in the town of Yonezawa in the Yamagata prefecture of Japan.
This year, various artwork has popped up in other rice-farming areas of Japan, including designs of deer dancers. Smaller works of crop art can be seen in other rice-farming areas of Japan, such as this image of Doraemon and deer dancers
The farmers create the murals by planting little purple and yellow-leafed Kodaimai rice along with their local green-leafed Tsugaru, a Roman variety, to create the colored patterns in the time between planting and harvesting in September.
The murals in Inakadate cover 15,000 square meters of paddy fields.
From ground level, the designs are invisible, and viewers have to climb the mock castle tower of the village office to get a glimpse of the work.
Closer to the image, the careful placement of the thousands of rice plants in the paddy fields can be seen.
Rice-paddy art was started there in 1993 as a local revitalization project, an idea that grew from meetings of the village committees. The different varieties of rice plants grow alongside each other to create the masterpieces.
In the first nine years, the village office workers and local farmers grew a simple design of Mount Iwaki every year. But their ideas grew more complicated and attracted more attention.
In 2005, agreements between landowners allowed the creation of enormous rice paddy art.
A year later, organizers used computers to precisely plot planting of the four differently colored rice varieties that bring the images
Tags: Accountability, Behavioral Patterns, Collaboration, Diversity, Economy, Family-Based Patterns, Japanese art, Leadership, leadership programs, Natural art, Resilience, Rice, Workplace Relationships
Posted in Collaboration, Communication, Consulting, Diversity, Economy, Education, Employers, Ethics, Executive Teams, Honor, Integrity, Leaders, Leadership, PatternAware, Patterns, Power, Psychology, Reflections, Super Achiever, Team Building, Transformation, Trust | No Comments »
Wednesday, January 27th, 2010
We all hear each other, can’t help that. Even when we put our fingers in our ears, much of the sound bleeds through. It’s easier to close our eyes and block out the view. With sound, it is much more difficult.
When a leader is making a point and wants what he or she is saying to register in another person’s brain, the most important thing to do is check out what is said – often what is said is not always what we really hear. Let me repeat………Often we say things thinking we have gotten through to others, and they stare at us blankly. The sounds went in, not the meaning.
To get your point across, you must be consistent, clear, and credible. Listen up! To get your point across you must be, let me say it again — consistent… clear… and……….. credible.
Now let me take what I said even deeper. Research by the Pritchard Group indicates that to really, and I mean really, really prove your point, you need to repeat what you have said eight times. Yes, that is correct EIGHTtimes.
When you repeat concepts with consistent words and actions eight times, your chances of getting key points across increase exponentially. You see, repeating what you want heard eight times gives your nervous system time to fire the neurons in a repetitious way.
Now, most of you never heard of Hebb’s Law, yet it will help you right now. Hebb was a neuroscientist who came up with a great sound bite. He did this in an era when sound bites were uncommon, and so he was a real pioneer in science and in marketing. His law states that “neurons that fire together wire together”.
If he were alive today, he would encourage you to repeat your important statements eight times. My guess is that Hebb would also suggest that when you repeat your statements eight times, you need to be along with consistent, clear and credible. And, he would assure you that by the time you get to your eighth repetition, you will be known as a consistent, clear and credible leader.
This really works. Today we would call it pattern repetition. And what we want to do is reinforce healthy patterns like: courage, collaboration, and cooperation. That’s what we do in our Total Leadership Connections program (repeat this last paragraph seven more times please!)
Now it’s time for a pop quiz:
To be a leader who is seen as consistent, clear, and credible, how many times should you repeat your statements to drive a concept home? Mail your answer to me at www.sylvialafair.com and get a surprise prize…..or maybe eight!
Tags: Behavioral Patterns, Hearing each other, Leadership, leadership programs, Listening, Repititions, Team Building, Workplace Relationships
Posted in Accountability, Avoider, Boss, Business, Coaching, Collaboration, Communication, Education, Employers, Executive Teams, Leaders, Leadership, Neuroscience, PatternAware, Patterns, Trust, leadership development | 1 Comment »
