Building Community Through Better Relationships

The Next Best Idea

Biz Team Ideas

Great leaders do not have exclusive rights to great ideas! Mediocre leaders definitely do not, regardless how much they believe they do. In making decisions, request ideas with the expectation of exploring them. The purpose is to create an environment of creative problem solving, not placating contributors. Every idea is not good, nor salvageable. But, the right process increases perspectives and ideas for circulation. Progress despises ninth place trophies. Monday’s idea may be dumb, but Wednesday’s idea may be game changing. But the group never gets Wednesday’s idea, if Monday’s ideas are choked. Avoid embracing the second best idea. But, the next idea may be the best for organizational growth.

Trust the Process
Encourage contributions. Leadership conveys authority, not ultimate intelligence. Evaluate and digest each suggestion. Celebrate creativity and input. Effective brainstorming accepts all ideas before a vetting process starts. In many circumstances, time does not permit the acceptance of all ideas. However, by creating the environment where encouraged ideas surface, more ideas emerge under any time constraint because of trust in the process. More ideas, more diverse opinions result in more opportunities for an optimal solution.

Leaders belittling inferior contributions effectively choke future contributions. Not discouraging the idea is vastly different from endorsing inferior input. Accepting and evaluating assorted contributions need to be part of the organizational culture. Contributors with seemingly dumb suggestions often facilitate discussions that challenge assumptions. The possibility clearly existed, but fear of challenging established protocols most likely stifled it. Open processes generate unconventional ideas that lead to innovation. Allow the group to benefit from new ideas.

Reward the Result
Leaders have authority which typically involves making decisions. Weak organizations fixate on making motions and casting votes. Sometimes protocol dictates that process to prevent abuses of power. Other times organizations default to that position to pretend to value all contributions. Still other times, organizations default to mediocrity by cowering behind fairness. But, effective leadership makes decisions! Part of the decision making process is rewarding contributions. Ideally, the expectation becomes that the best executed opportunities will deliver the best results. Give the organization the opportunities to execute the best ideas. Encourage ideas with clear and conspicuous rewards based on open input.

Requesting more input enables more innovation. Many problems result from old assumptions leading to poor performance. Poor performance can be avoided by growing a culture that actively welcomes and rewards the best ideas. Seek the best paths to the most favorable results. Assuming that the leader has all the answers is a recipe for disaster. Leaders make errors. They subscribe to poor theories. Sometimes they genuinely believe lies, then innocently spread them. Consequently, test seemingly bad ideas to unlock potentially valuable insight. Cultivate different perspectives. A different set of assumptions and experiences may result in unexpected value.

Ultimately, leaders who genuinely ask for contributions get them. Dealing with suggestions honestly, respectfully, and authentically creates an environment where suggestions have a chance to contribute to the greater good. All ideas are welcome. They may be discarded. They may be lousy. But, they are welcome. Seek the value in the bad ideas. Challenge assumptions. Leaders may have more authority. They do not have exclusivity to accuracy. Solicit ideas. Be open to new insights. The proposed solution may be lousy. But the next, best idea, that surfaces because the group believed in the process, may be the most valuable of all!

By Glenn W Hunter
Principal of Hunter And Beyond

May 10, 2017 Posted by | Better Business, Better Communication | , , , , , , , , , | Leave a comment

Accountability To What?

Buffalo Stampede

A herd of majestic buffalo rumble across the prairie creating a deafening roar. The ground literally shakes as they hurry in loosely orchestrated chaos. Upon reaching a cliff each one races beyond the edge and crashes into the rocks below. The insanity of the thundering group is catastrophic. At least, the group reached their tragic demise together. Buffalo herds, like traditional organizational structure, are built on blind loyalty to the larger group. Their success assumes higher collective intelligence. Sometimes, groups are wrong. People get hurt. Who was in charge?

Improving Performance
Leaders are established to help groups achieve specific results. Considering that such groups are collections of individuals seeking a common purpose or goal, leadership provides a structure facilitating that achievement. Particularly with time-sensitive goals, everyone running faster is a reasonable tactic. But, what about the individual? Is there contribution valued? Or, are they expected to be a component of some unknown, or loosely defined, plan?

Optimally, a group that unites for a specific goal features contributing members. By accessing more individual input, the group potentially benefits from increased output. A good plan is necessary. Additionally, it requires a leader taking responsibility for execution. By getting individuals to improve their input with better contributions, leaders coordinate and enhance results. In the absence of a leader, too often one emerges who will accept responsibility and the glory. But, does this truly meet the members’ of the body individual needs? Who is accountable?

Changing Behavior
Actually, leadership’s challenge is meeting the individual needs of the members of the body. The old saying, “If you want to be a leader, grab the baton and get in front of the parade.”, is both witty and frightening. Declaring a leader in the absence of one, does not mean the group’s needs are prioritized nor met. It definitely does not mean that individuals’ needs are prioritized and met. Yes, the leadership box is checked. Now, the herd is prepared to be led off the cliff, instead of randomly charging off it.

New and improved behavior requires individual accountability. To get behavior to change, every member must find individual benefit. When real leadership is applied effectively, processes and opportunities exist to develop individuals within the group’s framework. The body does not need four well developed arms to maximize performance. It needs two functional arms and two functional legs to perform in accordance with the established design. Sustainable results happen when individual components develop in alignment with the group’s success.

Essentially, the leader needs to equip group members to develop fully. The group members need to be equipped to fulfil their individual goals. Sounds like a lot of selfishness in the name of the team. However, individual self-interest is not selfishness. And anyone who claims that it is, secretly is unhappy that they do not have the group’s blind loyalty. Improving performance is easy. Changing behavior is hard. All members must contribute toward accountability to align behaviors. Otherwise, the result is ineffective leaders who essentially join the group in running off the nearest cliff.

By Glenn W Hunter
Principal of Hunter And Beyond

April 20, 2017 Posted by | Better Business, Better Community | , , , , , , , , , , , | Leave a comment

Champion Building Ingredients

Red Velvet Cupcakes

I love gourmet cupcakes! Great cupcakes are a combination of presentation, aroma and of course, sweetness. The price tag does not make the cupcake great. The difference is how all the ingredients come together for a superior experience. Likewise, great teams deliver superior performance when all their ingredients come together. The right combination mixes in just the right way to create extraordinary results!

Acquire Talent
Talent is an essential ingredient. Talent wins championships! But, talent is merely a great place to start. The end product is likely to be better when starting with great pieces. But through their individual greatness, the pieces still must complement each other. Excellent coaching clearly facilitates developing cohesiveness. Nevertheless, the talent must be cultivated to perform as a unit. To get the most from the collective contribution, individual greatness may have to be sacrificed for the benefit of the whole. Or in the cupcake world, the great cupcake may sacrifice a little sugar in the cream cheese icing so that the icing’s tartness accentuates the super sweet decadence of the cake beneath it. The masterful cook acquires superior ingredients in order to combine them in such a way that maximizes their collective flavor. Ultimate success occurs when all ingredients contribute toward combined, optimal greatness.

Bring Passion
To achieve heightened levels of performance someone must really know how to cook. The ingredients are important. The recipe must be meticulously executed. But, the intangibles are absolutely essential. It really is more the chef, than the ingredients! For building a team, synergy represents the intangible. The combined ingredients produce more than they can individually produce separately. Passion is an intangible that creates value. Fundamentally, passion creates life! And, it makes the team work together better. But, that passion has to be channeled properly. That is the leader’s job. The ingredients must strategically interact to result in exciting accomplishments. Consequently, a great team emerges when every member accepts their individual role toward making the team great. Then, they passionately perform.

In conclusion, talent is the ticket to ride. Passion makes the ride epic! Commitment facilitates the ingredients to contribute more than they can singularly. Then, the coordinated effort delivers the result; it wins the prize! Championship-level output is not just ingredients and cooking. It is all elements passionately cooperating toward a common good. Good ingredients will get you eating cupcakes. A great recipe expertly executed will keep you wanting more. But by adding commitment to the process, people keep eating cupcakes until they have to loosen belt loops. Build the team that passionately wants to keep succeeding. Let’s grab another great cupcake!

By Glenn W Hunter
Principal of Hunter And Beyond

July 31, 2016 Posted by | Better Business, Better Community | , , , , , | Leave a comment

Chasing Yesterday

Chasing Yesterday

“Only put off until tomorrow what you are willing to die having left undone.” ~Pablo Picasso. While Picasso was an extraordinary artist, his fatalism would mercilessly crush most overworked, time-compressed commoners. Yes, today’s priorities may unfortunately extend into the next day. But, in a world where emergencies do not stop when the shift ends, how do you catch up to ongoing assignments and responsibilities? Chasing yesterday reflects the hopeless case of one day’s action items rolling over to the next day where they collide with the new day’s action items!

Expiring Action Items
Before combating these runaway priorities, put them in a category before the next day arrives. Execute a divide and conquer strategy. Expiring items are activities with an expiration date. Priorities that must be done by today or the opportunity is gone. Request For Proposals fall into this category. Identify these quickly so that responsibility is met before the expiration window passes. Also, lunch has an expiration date. If you work through lunch and don’t make other plans, you will go hungry for that day. And, no amount of rabbits pulled out of your hat can erase that noontime hunger. Prepare better going forward to avoid that pain. But for the moment, accept that you are hungry and defeated.

Exploding Action Items
These items come with a time frame and a catastrophic event. These action items must be prioritized and managed with a call-to-action for additional resources. Payroll functions are exploding items. Organizational Armageddon results from incomplete payroll functions. Hell knows no fury like an unpaid employee! When these problems are identified, they are resolved before most other functions (except larger exploding items). Expiring items that rollover remain incomplete. The train has left the station. Exploding items leave collateral damage! When items are trending toward rolling over to the next day, test their urgency. If there are serious consequences, then take action. Escalate their priority. Items that are not urgent require acceptance that they will rollover to the next day. That item can then be chased again. But, minimize those still.

Chasing yesterday imprisons. Alternatively, ignoring problems means someone else inherits the responsibility. “Not my job” works for the individual. It sucks for the team, particularly when others depend on your contribution. Chasing yesterday results in unfinished business. Watching yesterday’s action items rollover slows progress. Furthermore, ignoring yesterday’s commitments multiplies problems. Determine whether you have expiring or exploding action items. Make a call. Manage the consequences.

By Glenn W Hunter
Managing Director of Mo Patton Sports, LLC
Principal of Hunter And Beyond

~Thank You T.P.

May 30, 2016 Posted by | Better Business, Better Communication, Better Person | , , , , , , | Leave a comment

Do You Play or Do You Do?

Sushil of India celebrates his victory over Gogaev of Russia in their 66 kg men's free style gold medal match at the World Wrestling Championships in Moscow

A major highlight being in the sports media business is watching various athletes perform. A question came up recently, why do basketball athletes play and wrestling athletes wrestle? They don’t play wrestling; they wrestle! Wrestlers are a proud, fanatical group. Their sport is not merely an activity, it is a verb!

In managing Mo Patton Sports, the same question echoes: are we playing or are we doing? Like any business, it is important to know the product. Ours is sports reporting on local high schools. We know our audience. It is local high school athletes, fans, and the communities they represent. We require absolute clarity to our customers’ needs. We tell stories that ignite the passions and foster relationships with our audience so that we can connect our sponsors to them.

While better athletes bring determination, discipline, and passion to their activity, it is still identified as play. A school of thought exists that high achievement can occur when your work is your play. Another school of thought says, nothing substitutes for hard work! Entrepreneurs and other professionals can enjoy their work immensely. They can be unreasonably passionate about their companies. But until they are grinding at it relentlessly, they cap their success. Study your craft, analyze your competition, practice your presentations, get expert coaching to prepare for victory, then prepare some more. Players get this. But, does this approach maximize performance?

Another way to contribute to an organization or endeavor is by discovering great ideas. Deploying talented people to come up with smart ideas is a long-established exercise for businesses to chart a path to success. However, the ideas are not the secret to profits. Execution is. The road starts with ideas. Then, intelligent planning needs to happen. But value only results from doing! The most brilliant thinkers cannot predict every contingency. But, the person who acts and delivers results is the one that makes the difference by actually creating value. Do something to get something!

Like the aforementioned wrestler, the performer and the performance are inextricably linked. Wrestling literally involves one performer competing against another performer where skill and competence is singularly exposed. Likewise, doers’ contributions are individually exposed. A seller either closed the deal, or did not. They may achieve another round of negotiations, but business is not consummated until a seller sells and a buyer buys. The performance keeps you employed. Likewise, the individual or group that produces the good or service has to be a doer. Imagine going to a law office and the lawyer tells you I think we should win this case, sends you a bill and heads to the golf course. Clearly, work must be performed!

Doers contributing to an individual mission or organization, own their individual results at some point. While someone may receive the work product and then add additional value to it, for doers, their contribution can be tracked to the source. Once success singularly defines your contribution, you fully understand the commitment and responsibility that you have in personally performing. Athletes that get this, embrace the responsibility to perform as part of their identity. The same is true for professionals. Do not play with the idea that your contribution does not matter, or that it is only a small part of the overall performance. Own your singular excellence and carry that with you in every competitive encounter and the results will reflect your success. Don’t play, do!

By Glenn W Hunter
Managing Director of Mo Patton Sports, LLC

March 8, 2016 Posted by | Better Business, Better Person | , , , , , , , , , | Leave a comment

Leading, Serving and Spoiling


A kid wants ice cream for dinner. Dad says it’s OK. He’s only a boy once. He can eat vegetables and grilled skinless chicken tomorrow. But, tomorrow brings a bigger outburst resulting in more ice cream. The next day is fast food after a late school event. Very soon the kid has obesity issues and subsequent social challenges. And, it all started because ice cream for dinner “is not that bad”. Lack of discipline and accountability, that is what was so bad!

In a business, the organization is an entity to itself. The entity has members and leaders. Leaders are often financially, socially and emotionally invested in the organization’s success. But, the leader is fundamentally a member of the organization and separate from it. In operating a team to lead the organization, it is unhealthy for the needs of one founder, one leader, one stakeholder to supersede the needs of the entity. All leaders must have a contributing role and be held accountable to fulfilling those responsibilities. Dysfunctional leadership that caters to one individual’s specific whims are vulnerable to setting priorities that fundamentally inhibit the organization. “The founder deserves a bigger bonus despite our cash crunch because of all he has done for the organization.” Or, “Let’s approve funding the CEO’s pet project because his ego is so invested, despite that all market research points to the confirmed death of that market.” Coach Tom Landry described, “Leadership is getting someone to do what they don’t want to do, to achieve what they want to achieve.” Placating a spoiled founder helps no one in the short run, nor the long run for that matter. It simply demonstrates that true leadership failed!

Organizationally, collaboration maximizes value. Several people aligned toward a common goal can do more than one person performing at maximum effort, or many people working hard individually. Effective organizations rely on coordinating efforts such that all contributors have a role and the obligation to perform it. When one individual overrules the group in performing its duty, the dysfunction poisons other leaders, and then other contributors. The organizational dynamics must be in place for correction and clarity. If Dad continues to serve the kid ice cream for dinner, then Mom needs the authority to remind both of them that healthy food choices are a family priority. Let the kid cry. Do the right thing! As leaders, proper stewardship requires making the most intelligent and practical decisions possible to maximize the performance of the entire team’s objectives.

Maximum productivity is most probable when an organization’s leadership prioritizes the value of the entire entity. Of course, leaders have egos. They have agendas. They have personal biases. They also have a responsibility to serving the entire entity. This responsibility includes nourishing, cultivating and maturing the total organization, not just the first among equals. Leaders must lead. Teams better cooperate. The competitive marketplace is hard enough to defeat without internal egos siphoning energy and creating obstacles from inside the organization. Ultimately, the choice is simple. Leaders can work together for the entity’s greater good or they can placate privileged parties while presiding over inevitable failure.

By Glenn W Hunter
Managing Director of Mo Patton Sports, LLC

March 6, 2016 Posted by | Better Business | , , , , | Leave a comment

Be An Impact Player

In leading Mo Patton Sports, a progressive sports media company, I need to be visible and engaged at athletic and business events. Recently, at a state championship game, I saw a local sports superstar in the stadium stands. Or better yet, he saw me. While walking the sidelines, I routinely glance into the stands to observe the fans. I want to know how they are engaging the game. While glancing in the stands again, our eyes connected. More importantly, he waved and pointed at me to make sure that I saw him. I pointed back and we shared a smile. This young, talented and engaging athlete made an impact because he was aware and recognized the influence that I represented in his environment.

People have several opportunities to make an impact. In organizations, assistants can save the day by performing an administrative miracle for an overburdened manager. Teammates can come off the bench to make a game saving play. Clearly, impacts result from an individual using skills that they already have in an extraordinary and valuable way.

Communities, organizations and teams benefit from people who go beyond typical expectations to achieve goals. Significant contributions result from seizing opportunities to be exceptional. Executives who remember the names of underlings, then additionally recall the names of their spouses and children, are extraordinary. All of sudden, employee number 2241 firmly believes that she is an important contributor and is willing to go the extra mile to demonstrate and justify her importance. Her performance trends toward Exceeding Expecations and the reason is that the executive prioritized remembering details about her from an earlier conversation. That leader is an impact player as a result of facilitating superior efforts leading toward executing meaningful results. Susan in accounting has transformed from employee 2241 to become an internal advocate for leadership’s caring for the hard working staff that contributes to the business. Susan is exponentially influencing the company’s success because the executive made an extraordinary and valuable gesture.

Facilitating success in an organization ultimately needs to be reflected in tangible contributions. Feel good anecdotes are great for morale. But organizations thrive on measurable progress. An impact player must affect the final score, the bottom line. The enthusiasm that is created by positive recognition has to transform into quantifiable results. Successful leaders give their contributors the resources to produce the desired metrics. Consequently, impact players possess, develop and deploy a combination of effort, tools and performance. Value is typically focused on financial gains, but it can equally apply to cultural improvements. Reduced absenteeism, increased skill development, or demonstrated teamwork are also ways organization experience value. And, they directly result from people behaving constructively. Impact players who contribute their skills and esprit de corps eventually maximize productivity.

Be intentional. Be an impact player. Scrutinize your skill set. Develop your attributes to the point that your contribution is extraordinary and valuable. People will notice. You will notice. Seek the opportunity to repeat the process. Then, encourage others to follow your example. And, always be prepared to request and accept the additional rewards!

By Glenn W Hunter
Managing Director, Mo Patton Sports LLC

January 7, 2016 Posted by | Better Business, Better Community, Better Person | , , , , , , | Leave a comment

I Need Your Contribution!


A charismatic leader purposefully walks among a group of subordinates, then sternly declares to them all, “I need your contribution!” Leaders often ask for someone’s contribution when what they really mean is “work harder and get done what I want accomplished”. In a classroom setting, “I need your contribution” means that a student needs to add to the discussion or solution. In both cases, an authority figure wants to extract more effort for better results. But, what if the statement implied a sincere desire for the leader to get a personalized contribution for the follower’s benefit?

In a certain group setting, Meagan wanted to contribute badly. The results-focused leader seized the opportunity to allow Meagan to demonstrate her expertise. She performed the required task with excellence! Unfortunately, her contribution only marginally contributed to the group’s efforts. The leader still needed better results. He needed the entire group to contribute. As it turns out, Meagan’s contribution empowered her peers to perform more enthusiastically. They added unique skills and solutions to the group’s challenges. They innovated, they collaborated, and they shared in the group’s progress. And, eventually they all added their piece to the group’s success.

“A leader is best when people barely know he exists. When his work is done, his aim fulfilled, they will say: we did it ourselves.” ~Lao-Tzu. Typically, “I need your contribution” exposes an authority figure as condescending. When presented in a progressive tone, the same sentence empowers a team to bring individual talents for their communal benefit. Optimally, “I need your contribution” means that each person claims their purpose. Everyone must perform their purpose for everyone to benefit. A title does not reflect expertise. However, it does reflect responsibility. Leaders are responsible for results. The wise ones take full advantage of every resource to achieve them.

Leaders don’t need to make their teams better. Leaders need them to be better. To encourage teams to want high performance, the motivation must first come from within each team member. Groups that are empowered with skills (training) and encouraged to contribute for their own communal benefit (purpose) will be much more effective than any leader using a carrot, stick, or other incentive. Effective leaders need their Meagan’s contribution in order to generate the results that the whole group expects and deserves. Essentially, they need Meagan’s courage so that everyone else will contribute and exponentially raise the collective bar. Then, everyone benefits.

Reflect on your organizations, teams, and groups. What are you truly trying to accomplish? Does each individual member feel the need to contribute? Is the leader really willing to accept the group’s contributions? Confident leaders “need your contribution” for both their individual and all contributors’ benefit. An effective leader’s objective is delivering results, not hoarding accolades. Share the accolades, earn the results. Remember to say thank you!

By Glenn W Hunter
Principal Of Hunter & Beyond
Thank You MM!

April 13, 2015 Posted by | Better Business, Better Community | , , , , | Leave a comment

Just Passing Through

Too many people go through life just passing through. They neither contribute, nor take away too much. They don’t disrupt the status quo. They exist. Then, they no longer matter.

My friend, Bill, told me how he unceasingly seeks to help others. His occupation requires him to help people manage very personal issues and he makes a good living. He offers his expertise. He shares his resources. Ultimately, Bill solves problems. He refuses to live just passing through. He positions himself so that life passes through him!

Although Bill requires a specialized skill set to perform his job, his extraordinary performance has little to do with a singularly unique talent. Basically, Bill cares about people… a lot! Like a farmer cares about his land, his crops, and his livestock, Bill cares about his profession, his contacts, his prospects and his clients. He invests time in understanding them all. He sows seeds in them to increase their understanding. He also invests time in them to make sure their needs are met in other parts of their lives. If Bill knows a resource who can help someone with any problem, he connects that someone with the solution. Consequently, he generates tons of trust and lots of favors. In essence, Bill serves as a pass through for his clients and connections to achieve a more satisfying life.

While Bill easily identifies resources to help his clients and connections achieve their goals, he clearly understands that he must satisfy his own needs. The favors that he so easily brokers require constant care and cultivation so that they meet everyone’s needs. Even in sharing his time and attention, Bill is aware that he creates value for others. He does not keep score on who he helps and who owes him favors. But, he is aware that by regularly sharing, he constantly generates opportunities returning back to him. Consequently because Bill sows so aggressively, he has no problem successfully reaping. Because favors, value and goodwill flow through him, he has earned the right to partake in the bounty. Not only does Bill reap, but his connections are eager to return the benefits that he has provided for them. As highly valued favors pass through Bill to others, more opportunities pass back to him.

Ultimately, Bill creates value because he is ready to contribute. Legendary columnist, Dear Abby once advised, “The getting is in the giving”. To appreciate fully this belief, people yearning for success must accept the challenge to find their individual gift. Furthermore, they must share it purposefully and powerfully to contribute to other’s well-being.

However, you must not humbly wait for reciprocity. Instead, be intentional to extract value from what you create. Reap what you have sown. It’s OK to receive. Just being willing to deposit first. Put your skills, relationships, and resources to work. Accept the withdrawals and the resultant interest! You earn that privilege by generously passing through more value for as many people as you can. Now, that is success!

By Glenn W Hunter
Principal of Hunter & Beyond

April 6, 2015 Posted by | Better Business, Better Community, Better Person | , , , , , , | 2 Comments

Live By Faith, Opportunities Are Imminent

Two accomplished business professionals were discussing their next major move. They moaned about the state of the economy, pressures in their personal lives, and the lack of support for business growth. Finally, the older professional leaped up and exclaimed, “I have to live by faith because the opportunities are imminent!!” If not now, when? Despite all the unique circumstances that trouble people in their daily lives, opportunities abound in every corner of life and society. So, who is really interested in securing them and expanding their fortunes?

Either someone believes opportunities are available, or they don’t. The belief is not necessarily rational, emotional, nor logical. It is simply a matter of interpreting the facts. The person who firmly believes that opportunities for progress are available will seek those opportunities wholeheartedly. The person who does not believe will not bother looking. It is easier to sit on the sidelines and complain; where they will find plenty of company. But the conqueror who exercises faith and seeks fortune, will eventually discover it. Criticism will come from the sidelines: she is too good for us; or worse, she doesn’t remember where she came from. Conveniently, they have forgotten the chance they had to join the adventure.

Unfortunately, opportunities do not wait on the side of the road. Pursuing unseen opportunities require preparation, then action. They start with a dream. And, dreams mean work! Gathering the tools, earning the education, and accepting responsibility for consequences are all part of the work involved in securing opportunities. But, the journey is not simple. The necessary activities are not routine. The opportunities are not obvious, but they are imminent! First, faith must be summoned to believe that opportunities are there. Now, action takes control to relentlessly seek them. Test what you find. Analyze the results. Keep pursuing until discovering the outcome that you deserve.

Men rarely marry the first girl they kiss. It is equally unlikely that the first attractive opportunity is the best one. The adventure must focus on the desired result. Upon believing that your destiny of wild success is available, what sense does it make to stop looking after only finding moderate success? Before seeking your imminent opportunity, start with a clear vision of what your individual success looks like. Your success is not defined by the media, your community, or your family. Each of us has an individual and personal destiny. Identify it, then seek it singularly. Your vision of success may evolve and change. Nevertheless, if your faith clearly points toward a certain destiny and you are equipped to do the work, then relentlessly pursuing your desired result is the final step.

Take a leap. Make a change. Ultimately, the optimist and the pessimist are both correct. If your faith leads you to an optimistic future, then begin the good works to achieve it. As for the pessimists who believe that disaster and pain is around the corner, just stay put. You will never be lonely waiting. Furthermore, disaster and pain will actually find you. Then, you can say that you were right. A negative outcome found you. However, for the professionals who decide to live by faith because the opportunities are imminent, prepare your skills, grab your tools and go get it!

By Glenn W Hunter
Principal of Hunter and Beyond

Thanks ADW!

February 2, 2015 Posted by | Better Business, Better Person | , , , , , , | 1 Comment