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Actual for You - Accountability and Victimization-Getting Off the Hamster Wheel and Getting to Engaged Leadership
Common office interruptions, such as phone calls or visits from co-workers, can lessen your productivity. These interruptions are especially menacing when on a deadline. By following some key steps, you can keep office distractions at bay and get your work done on time.1) Take Advantage of Voice Mail. Phone calls are important to every job; however, when on a deadline, let the call go into voice mail. When you answer a phone call, your mind wanders from the task at hand. Unless you are waiting for an important call, when on deadline let the machine get it. Returning phone calls is easy, while returning to your train of thought is not.2) Do Not Disturb. Chatting with co-workers is the most common office "time-sucker." That's not to say that you should be anti-social, but sometimes it is important to separate yourself from others to complete your project. If someone other than your boss, tries to interrupt you while you are scrambling to complete a project, don't be afraid to tell them that you are extremely busy and don't have time to chat right now.3) Stay Focused. Although it is often tempting to let your mind wander,
Recent developments in the business world have suddenly produced huge unprecedented advantages for small business. The World Wide Web for instance has opened up the commercial market place in unprecedented ways for small business.For the first time, there is a level playing field where small business can compete alongside big business and even win.In other words the rules have changed dramatically. The result now is that what really matters for a small business now is how creative those behind the business are. This means that useful and unique inventions can be created and quickly pushed into the market at minimal cost.Even more important, the small business environment has now become the ideal place to create numerous new inventions and test them swiftly. The small business can then further develop the inventions that show most promise in the marketplace.This is virtually impossible to do with a big business that has plenty of bureaucracy, where wide consultations are required before any small decision is undertaken. The very opposite of a small business where decisions can be made swiftly and implemented on the run. Th
I recently gained some critical insights on accountability while attending a seminar by Keller Williams, the national real estate company. During the seminar we compared accountability to its opposite, victimization. The accountable stance in their model includes:Gaining clarity about an issue and defining the problem
- Applying attention,energy and focus
- Exploring possibilities
- Making plans for change
- Implementing change
Compare this to the victim stance which includes:
- Denial of business reality
- Projection onto others
- Deflection of ideas away from me
- Resignation
- Status Quo
Quite frankly, I never viewed victimization as the opposite of accountability. The model shows the distinction nicely as two different paths to a decision. In the accountable path, reality showed up, the leader became aware of the business reality, decided what to do and then took action. The accountable path is shown above. While not necessarily the easiest path, this approach provides the best long term business results. In the victim decision making path, the leader was confronted with current business reality: the company is losing market share, there is a problem employee who is also a good friend of theirs, they are just barely meeting the sales numbers. Management does not want to confront business reality so they place blame for problems on others. They may say things like, "We just don't have the people to get the job done," or "We didn't have good information." In the end, the leader as victim is left with hoping, waiting and resignation. Maintenance of the status quo is the outcome. Employee initiative and morale may remain low as well. How do we choose one path and not the other? How can we get effectively from one side of the decision making table to the other? As leaders, how can we get more of our people to act more often from the stance
Why Is It That Only A Handful Do?The market for copywriters, who can write mega-quick, money making emails, is HUGE.There are literally thousands of business owners and online entrepreneurs searching for quality writers to provide this service for them.But, quite frankly, most business owners have a difficult time creating timely, effective, money making emails. And here’s the reason why…It’s because business owners are hoping, wishing and praying that what they have personally written, will sell. Or, that they’ve hired the wrong person to do it all for them.It’s a proven fact (and it just makes total commonsense) that that the more NON INTRUSIVE contact a business owner has with their customers, the more the likelihood of greater profits.So how then, can an online business owner take advantage of the phenomenal opportunity that email provides? And, taking into account that, up to now, sending email, is FREE!What if I tell you that there are a number of secrets that you need to know? And, once you, or any person you’re looking to hire, can include these secrets into every future email that’s sent out,
I recently gained some critical insights on accountability while attending a seminar by Keller Williams, the national real estate company. During the seminar we compared accountability to its opposite, victimization. The accountable stance in their model includes:Gaining clarity about an issue and defining the problem
- Applying attention,energy and focus
- Exploring possibilities
- Making plans for change
- Implementing change
Compare this to the victim stance which includes:
- Denial of business reality
- Projection onto others
- Deflection of ideas away from me
- Resignation
- Status Quo
Quite frankly, I never viewed victimization as the opposite of accountability. The model shows the distinction nicely as two different paths to a decision. In the accountable path, reality showed up, the leader became aware of the business reality, decided what to do and then took action. The accountable path is shown above. While not necessarily the easiest path, this approach provides the best long term business results. In the victim decision making path, the leader was confronted with current business reality: the company is losing market share, there is a problem employee who is also a good friend of theirs, they are just barely meeting the sales numbers. Management does not want to confront business reality so they place blame for problems on others. They may say things like, "We just don't have the people to get the job done," or "We didn't have good information." In the end, the leader as victim is left with hoping, waiting and resignation. Maintenance of the status quo is the outcome. Employee initiative and morale may remain low as well. How do we choose one path and not the other? How can we get effectively from one side of the decision making table to the other? As leaders, how can we get more of our people to act more often from the stance
Most people experience stress some time in their life. It can come when the environment is providing stressful conditions or it can simply be brought on by the body's own mechanism. Undoubtedly one of the leading stress related conditions is that of the workplace. Indeed there is a very significant number of people taking time off work because they are stressed, leading to massive loss to businesses, not only because of sick days employees take but also because it leads to a lack of concentration, poor or reduced performance, tension and irritability leading to workplace conflict. Work stress relief is thus a beneficial program to be provided by an employer. If employees are not funded then it may do them good to provide it for themselves.There is nothing to be ashamed of for a person who suffers stress. Stress is generally a normal condition of the human body. If stress persists however is not normal and can lead to mental and physical problems. If workplace stress is not dealt with effectively it can create an explosive type of work environment. Workplace stress relief is becoming a major issue that is being addressed not only be mega bu
- Applying attention,energy and focus
- Exploring possibilities
- Making plans for change
- Implementing change
Compare this to the victim stance which includes:
- Denial of business reality
- Projection onto others
- Deflection of ideas away from me
- Resignation
- Status Quo
Quite frankly, I never viewed victimization as the opposite of accountability. The model shows the distinction nicely as two different paths to a decision. In the accountable path, reality showed up, the leader became aware of the business reality, decided what to do and then took action. The accountable path is shown above. While not necessarily the easiest path, this approach provides the best long term business results. In the victim decision making path, the leader was confronted with current business reality: the company is losing market share, there is a problem employee who is also a good friend of theirs, they are just barely meeting the sales numbers. Management does not want to confront business reality so they place blame for problems on others. They may say things like, "We just don't have the people to get the job done," or "We didn't have good information." In the end, the leader as victim is left with hoping, waiting and resignation. Maintenance of the status quo is the outcome. Employee initiative and morale may remain low as well. How do we choose one path and not the other? How can we get effectively from one side of the decision making table to the other? As leaders, how can we get more of our people to act more often from the stance
Thinking about changing your career... but worried that you may not have the background or qualifications to make the change?In some cases, you're right to be worried. Some careers do require you to possess specific qualifications and experience.However... it could be that your concern isn't warranted at all.Actually, you may have "credentialitis" - you think you need some kind of credential to qualify you for a promotion, new position or career change, when you actually have all the skills, talent and knowledge necessary.Funny, really.I always considered qualifications and credentials to be short-hand for skills and knowledge... but not the only "short-hand" and not necessarily indicative of the most valuable skills and knowledge.For example, what if you're an entrepreneur who left high school before graduating, launched a super-successful business which you ended up selling, and now want to be the marketing manager of a large, established company?If you suffered from credentialitis you may believe that you aren't qualified to become that marketing manager.So much so that you seriously consi
California is a notoriously bad state to do business in. Regulations, worker’s compensation and tax issues overwhelm companies. Seeking relief, many incorporate in Nevada. Unless done carefully, this decision can lead to disaster.Doing Business - JurisdictionJurisdiction is a legal term used to define who has authority over something. Applied to this article, the term refers to the issue of which state has the right to regulate a business. In California, the issue boils down to whether you are considered to be “doing business” in the state.California is the one of the most aggressive states when it comes to defining jurisdiction. If you maintain offices or have employees in the state, you are considered to be doing business here. You must register with the state and pay taxes even if incorporated in another state. This tends to makes incorporating in Nevada an expensive option since you have to pay fees twice.If you are caught “doing business” in California without having registered, you can be in for a rough time. Initially, back taxes and fees come due. You are also going to be fined and probably suspended from doing bu
These questions are especially critical for a new leader who is on-boarding. For me, increased understanding comes from the work of Drs. Noel Larson and Jim Maddock and their victim/perpetrator model. The denial of reality occurs in two typical ways: as the victim who experiences reality and shrinks from it or as the perpetrator who has a similar uncomfortable experience or feelings and lashes out, attacks, blames or ridicules other.
Victim/ Perpetrator: As victim, I experience being at the effect of what I experience, e.g. you have made me feel bad or it's your fault. I am not comfortable or at ease with my experience and am not willing to acknowledge my discomfort. The victim usually shrinks away from the experience. As perpetrator, I am uncomfortable with my own inner experience and lash out at you, attack you and actively work to make you feel at fault for my unpleasant experience.Energetically, victims and perpetrators both engage in pushing reality away from themselves and projecting onto others what it is they are feeling or thinking. Some typical statements might be, "You did it" or "It's the resources the other guys now have" or "That does not work here." Both victim and perpetrator are victimized by what is happening in their external world. Neither one acts as an accountable leader. A special type of victim comes from another model developed by Dr. Larson This type is known as the victim/over achiever and in my experience is present all over the business world. Most often victim/overachievers show up as the drivers in high tech, fast paced companies. Typically, these people were victims of their circumstances early in life and their modus operandi is now to be the best at all times in all places. Businesses love them and leaders love them, because they always get a lot done and do it well. They rise to the top. It all works great with them until things go badly with a customer, at a particular meeting or in a certain quarter. Then watch out: they become the best perpetrators, aggressive, attacking, ma
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