UpliftAnother1

Building Community Through Better Relationships

We Broke It Better

Miles & Herbie

“I played something that was technically wrong…” as shared by legendary jazz pianist, Herbie Hancock, referencing a performance with mercurial jazz giant, Miles Davis. Hancock continued “… I thought I had just destroyed everything. Miles played some notes and he made my chord right. I judged what I had played; Miles didn’t.” Despite his immense talent, Hancock was upset after making a musical mistake despite the piece’s complexity. Equally, he was concerned about the error’s consequences in front of a notoriously exacting taskmaster. But Davis methodically approached Hancock in the middle of the song, before an enormous crowd, then used his horn and moved the music back on track. The outcome was better. This is pure leadership!

Reason for Being Here
Every contributor has a specific purpose. Whether overseeing a complex international operation, or being that guy where “You had one job to do!”, acknowledge the reason for the selection. Sometimes the reason is simply availability. Then, be available. Other times, it is specific set of skills the very few people possess. Nevertheless, embrace the fact that additional gifts can be applied to the most basic responsibility. If the role involves managing others to achieve specific goals, then enforce the processes. If the role includes leading other leaders, then articulate strategy and expected outcomes.

In all situations, specify necessary skills to accomplish the assignment, then permit unique imagination. Leaders prepare for unexpected contingencies by being alert and receptive to innovating for better outcomes. Embrace unforseen possibilities in pursuing goals. Mistakes happen. Creativity corrects them. Value all contributions and deploy them with a singular focus on success.

Contribute Unique Gifts
After accepting an assignment and launching its execution, prepare to deploy all available assets in accomplishing the task. Expect to manage contingencies. A business task force may require a marketing expert. Instead of grabbing the nearest MBA, identify a proven problem solver. Effective leaders identify the most effective option for specific tasks. A proven problem solver with marketing experience, and an MBA should do the trick.

Bring them on board with clear expectations of maximizing their gifts. The most obscure life experiences have value. Great leaders inspire followers to exceed their individual expectations. Transcendent experiences result when every contributor brings all their attributes and is ready to contribute them. According to Shakespeare, “Some people are born great, other people have greatness thrust upon them.” Don’t be that guy who is unprepared to deliver when greatness is thrust upon him.

Conclusion
Returning to Miles Davis’ intervention, his correction produced a more innovative and musically interesting results. Hancock was relieved and Davis seized another opportunity to demonstrate his immense genius. Davis affirmed Hancock’s reason for being there while simultaneously validating his enormous talent.

Too often, in the eagerness to contribute, the journey’s purpose gets lost. While the destination is important, identify other benefits within the mission. Pursue goals with intense focus and attention, yet seize growth opportunities. Unexpected detours occur. Still, pay attention to the journey. The experience is equally important as the accomplishment. Embrace errors. Then, learn from and build upon the genius of innovative solutions. The result invariably leads to improved processes benefitting future accomplishments. But first, break it better!

By Glenn W Hunter
Managing Director, Hunter And Beyond, LLC

 

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November 8, 2017 Posted by | Better Communication, Better World | , , , , , , , , , , , , | Leave a comment

The Urgency of the Tyrant

Child_boss Tyrant

The Tyranny of the Urgent is a common phrase referring to people held hostage by immediate problems that they face. People cannot perform important tasks because they are trapped by urgent ones. Long term benefits are at the mercy of short-term demands. However, an equally counterproductive and evil relative also lurks. The Urgency of the Tyrant is when someone else’s problem becomes your problem. And, that someone has authority! Where’s coaching when you need it?

Lack of Planning
“Lack of planning on your part does not constitute an emergency on my part!” This clever quip is empowering until the poor planner exercises their authority. For example, the boss arrives late at the office following an early morning “networking meeting” with his golfing buddies. The report he needed two days ago, that he neglected to tell anyone, is now the nearest subordinate’s problem. The Tyrant has struck!

The subordinate cannot plan for such contingencies. They make the hard decision and sacrifice another priority. Consequences emerge from missed deadlines. Other leaders and peers question the subordinate’s competence. However, the subordinate’s best defense is contingency planning that anticipates the reckless leader. Enlist colleagues to absorb the resultant overflow that the Tyrant created. Likewise, be prepared to reciprocate among those colleagues. Reckless Tyrants do not discriminate. They wreak havoc from their egomaniacal vacuum. Defeat the Tyrant’s lack of planning by overcompensating with superior proactivity among a community of teammates.

Manage Emergencies
What can victims do? Getting angry or vengeful certainly does not help. Negative emotions drain time and energy from fulfilling the impossible assignments. To survive, reprioritize assignments quickly. According to Gene Kleiner, “The more difficult the decision, the less it matters what you choose.” Choices fall in the “Damned if You do, Damned if you don’t” category. The choice is real; so are the consequences. Choose anyway.

However, long-term issues remain. Once a subordinate performs a miracle, the Tyrant returns with equally impossible tasks. It is his true nature. Like most tyrannical regimes, escape is an attractive option. The tyrant already has authority and no incentive to change. Subordinates have alternatives. Upon considering equally brutal choices, ongoing submission is a possibility. But, finding a new environment, galvanizing fellow oppressed colleagues, standing up for individual respect are also options. Explore possibilities that maximize personal attributes for individual gain. Consequences maybe difficult, but that cannot silence the right for dignity.

Takeaways
Tyrants emerge in many types of organization. Often, bullies are bullied themselves. However, loyalty to an oppressor is really enslavement! Explore options. Coaching helps. Prepare for promotions, develop new skills, explore different life choices, pursue personal happiness. Find new inspiration that empowers fulfillment beyond the Tyrant. Waiting for the oppressor to lose creates additional burdens. Having courage to escape oppressors because skills, talents, and value exceed current situations builds a path to liberation. A Tyrant has power through fear. Overcome the fear through individual efforts. Then, facilitate community. Ultimately, pursue conquering the abuse, then own your personal value.

By Glenn W Hunter
Managing Director of Hunter And Beyond, LLC

October 13, 2017 Posted by | Better Business, Better Community | , , , , , , , , , , | Leave a comment

Did Coach Really Play?

Coach Denzell

An old mentor often reminded, “Old age and treachery will always defeat youth and skill.” Players, clients, mentees are routinely curious about their coaches’ actual skill level. Young talent wants to know whether the person responsible for developing their talent actually has talent. Anyone can read a book, or watch a video, and claim knowledge. But, is their knowledge even relevant? Ultimately, rising superstars ask the wrong question. It is not, “Did Coach ever play?”. The question is does the coach have the skill and knowledge to maximize emerging talent.

Skill
Competitors who enjoy early success quickly recognize their own greatness. Unfortunately, they often blur the lines between their greatness and potential. They confuse a few accomplishments with enduring success. While their peers rave about their awesomeness and unlimited ceiling, these young superstars miss the point that ongoing skill development is necessary to maintain their status. Typically, outstanding performance for a season, a quarter, or a project quickly forecasts to legendary careers. What could go wrong?

The challenge is that over-hyped skill lacks perspective. Successful coaches, through wisdom, are exceptionally aware of perspective. Self-absorbed greatness never acknowledges the competitor obsessively training in the shadows. The district’s top performer often ignores the fact that several other districts exists that also have top performers. An effective coach acknowledges true competition and provides training in anticipation of unseen threats. Often, great coaches possess surprising skill level because that is the foundation for their superior insight.

Knowledge
Because effective coaches have earned the scar tissue to deliver essential knowledge and wisdom, they exercise the ability to enhance their protégé’s skills, discipline and perspective. Knowledge is not necessarily knowing more. It is not necessarily doing more. It is often knowing how to access it, then knowing how to deploy it. Effective coaching impacts performance through growing the mental aspects. Great coaches prepare competitors better against what they do not know, not through praise for what they have already done. The coach’s demonstrated skill is secondary.

For the protégé, improving their approach to their craft is more important than pure talent. Preparation and execution drive enduring results. Great coaches are experts at delivering knowledge so that it is received. Websites can provide instruction on sales professionals effectively overcoming objections. YouTube videos can demonstrate how a quarterback should read a defense. But, the right coach delivers clarity to anticipate sales objections and earn trust before problems emerge. Or, he explains what the defense leaves exposed upon committing to the first two offensive options.

Takeaway
Ultimately, effective coaching prepares the protégé for success in competition. The fundamental goal remains the same regardless of the playing field – outperform the opponent. Mistaking natural talent for ongoing excellence is a common flaw. Continuous preparation using all available resources is a recipe for success. Equating great coaching with great skill sets is fundamentally flawed logic. The value in coaching is insight, not past accolades. Nevertheless, fully expect that superior coaches have at some point, been high performers in their discipline. More importantly, be sure that they meet an individual, explicit developmental need. Whether athletic endeavors or business performance, coaches prepare protégés for battles that they may not know are coming, let alone prepared to win them. Coaches develop results. Find one that fulfills that function!

By Glenn W Hunter
Managing Director of Hunter And Beyond, LLC

September 22, 2017 Posted by | Better Communication, Better Person | , , , , , , , , , , , , | Leave a comment

Naughty Manager

Old School Manager

Bad managers aren’t born. They are made. Unfortunately, they are often made very early in life. Unlike genuine leaders who continuously evolve and grow, immature managers get some authority and park. It is not really the managers’ fault that they were made that way. It is totally their fault that they refused to acquire skills and evolve to the point they develop team members. Consequently, they fail to deliver sustainable results. Their small mindedness is evident in their behavior, motivation and lackluster productivity. Leaders take responsibility for their teams’ results. Mangers should aspire to assume responsibility for others, as opposed to barking about their authority and whining about their lack of respect.

Old School Guy
“I’m just an old school guy. That is how I came up in the business.” is a common statement by stagnant managers. What that really means is that they are old and lazy. You don’t want to work to improve. You don’t want to be held accountable for progress. Progress requires learning skills. It also requires accepting responsibility for better communications. Old School Guy complains that no one listens. He is oblivious to demonstrating respect or earning it with people skills.

When results become a problem, discipline is the default. Teams do not produce for Old School Guy because they do not like him! While this manager quickly points to his 20 years experience in the business, his more mature superiors regretfully recognize that he really had one year’s experience 20 times! But like any naughty child, opportunities to learn to improve happen. If only he grasped the opportunities to learn. If only….

New School Results
Communication, inclusion, dialogue are not fads. Results emerge by getting colleagues to buy into both vision and goals, then working hard toward metrics. Being the boss is not most important. Delivering results is. Communication requires listening first. As a leader, authority means having the last word. Is the first one necessary, too? For leaders who listen poorly, practice using phrases like: why do you think that?; what have you seen work in this situation?; how would your idea impact your direct reports? The magic happens when the leader embraces the silence after the question and listens!

Better questions yield better answers. Honest dialogue cultivates better solutions. Ask any child, the threat of pain promotes additional lying. Remove the pain through open, pre-emptive dialogue and more honesty results. Subordinates tend to respond better when they are genuinely heard. As a leader, make the decision. Also, consider other perspectives. Disregard the team’s input long enough and leaders will have no followers. And, a parade leader without a marching band is just someone with a stick taking a walk.

Ironically, the beauty of team success is that when it happens, enough credit is available to share. This by no means suggests rewards are distributed equally. It means the team wins. Nevertheless, mistakes happen. All knowledge does not reside in the masses. Bad decisions occur. Naughty managers start blaming everyone else in those times. However, according to leadership expert, John Maxwell, “Leadership is taking responsibility while others are making excuses.” Leaders stand tall with integrity in tough times when that attribute is most valuable. No excuses. No threats. Just clear direction and accountability. Seize opportunity to lead. Or, just pout alone with no other toys to abuse!

By Glenn W Hunter
Principal of Hunter And Beyond

August 2, 2017 Posted by | Better Business, Better Communication, Better Person | , , , , , , , , , , , | Leave a comment

Overcommunicate

Dysfunction Overcommunicate workplace-bullying-1

How many relationships turn for the worse because someone else does not communicate enough? Organizationally, romantically, relationship dynamics work the same. A listener checks out, then the speaker overcompensates. The opposite of overcommunicate is not under-communicate. Overcommunication’s opposite is disinterest! Considering that Dr. Albert Mehrabian’s legendary research states that up to 93% of emotional communication is non-verbal, overcommunicating requires two parties to be over-exposed to language, tone, and visual cues in a conversation. Consequently, in the time for a listener to roll their eyes, communication has smashed into a roadblock. One gas-face, or daydream, during a discussion and communication suffers. Overcommunication? How about at the beginning paying attention explicitly and implicitly to what is said?

Lack of Respect
Across groups and organizations too often co-workers suffer from self-absorption. Typical they feel that they are under-challenged and definitely under-paid. They do not respect their role, or their superiors in too many instances. According to comedian George Carlin, “Most people work just hard enough not to get fired and get paid just enough money not to quit.” Purpose is an afterthought.

Overcommunication typically occurs after the lack of communication has created an impasse. Lack of respect precedes the lack of communication. Regardless of the relationship’s structure, people pay attention to people whom they respect. No respect leads to minimal communication. Lips move. The other party nods during pauses. The verbal affirmation, meaningful response, or insightful questions that are signs that communication transpired is missing. Consequently, understanding is absent. Communication does not occur and respect is doomed!

Lack of Care
Unwillingness to care creates a similar dysfunction. Communication fails, then overcommunication seeks to fill the gap. The classic story of the aloof teenager being scolded in high school illustrates this point. The teacher accurately, but poorly worded, berates the disengaged teenager for not paying attention. “Child, what is wrong with you? Are you ignorant, or apathetic?” Then, the teenager makes eye contact with the teacher long enough to respond: “I don’t know and I don’t care.”

Not caring has deeper ramifications than lack of respect. Without respect, acknowledgment can still occur. Not caring creates an emotional vacuum. Overcoming the emotional void that leads to overcommunication is nearly impossible. Overcommunication results from an overcompensating mechanism from a prior lack of communication. Without caring, an individual will not even fake a relationship. Consequently, communication fails to launch. Overcompensation to enforce the point results. Overcommunication starts. It does not matter.

When poor communication fundamentals invade any relationship’s or organization’s culture, accountability falters and performance erodes. The following office sign summarizes this phenomenon: “Helen Waite takes care of such problems. If you have a problem go to Hell-En Wait!” But, to save this environment, communication has to be prioritized at every level of interaction. Fundamentals, like listening, seeking clarification, and acknowledging common understanding, have to be practiced repeatedly and routinely. Communication starts with respect and accelerates with caring. So, when does overcommunicating intercede? It does not! Overcommunication is a compensating behavior. Get it right the first time. Listen and seek understanding! Then cooperate. That is how functional people operate.

By Glenn W Hunter
Principal of Hunter And Beyond

July 5, 2017 Posted by | Better Communication, Better Community, Better Person | , , , , , , , , , , | 2 Comments

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

Prepare to Win, Perform to Win

allen-iverson practice

“We’re talking about practice. Not a game!… We’re talking about practice.” Hard core professional basketball fans still love quoting Allen Iverson’s practice rant from 2002. Iverson was making a point about the importance of performing even at the risk of minimizing preparation. Despite being an exceptionally unique and productive performer, history argues that he may have benefited from better practice habits. Unsurprisingly, in other competitive arenas, like business or entertainment, that truth regularly faces performers. Yes, we are talking about practice!

Preparation
Preparation for superior performance is not a singular act. Musicians practice regularly regardless of immediate performance obligations. Likewise, highly accomplished business professionals routinely identify opportunities for additional training in their areas of expertise. In fact, over-achieving professionals, will take time to train others in order to sharpen their own mastery. The preparation involved in their presentations promotes peak performance. The process clarifies their best thinking so that they can effectively provide maximum value to their audience and marketplace.

School children learn that practice makes perfect. Athletic coaches are fond of saying, “Perfect practice make perfect.” The truth about preparation regardless of the field, is that it is a necessary part of the process toward excellence. The more repetition endured in preparation, the better prepared the competitor will be to maximize their performance when the stakes are highest. Undoubtedly, talent provides several advantages. Yet, skill can be developed and improved. Preparing to perform is a skill that in turn enhances skill. This two-step tactic delivers superior results.

Performance
So, what happens when it is time to perform? And, how important is experience? Simply put, more experience produces better performance. When stakes are highest, no professional performer really wants to be searching for a solution. More practice, more preparation, and more learning activities eventually result in better equipped opportunities for superior performance. “If you stay ready, you don’t have to get ready.”

Skills and knowledge necessary for peak performance have typically already been explored. Perhaps a coach is available to share their experience in managing potential situations. Perhaps the repetition of intentional and intense practice included multiple scenarios expected to occur in competition. Successful sales professionals consistently rehearse and refine their pitch so that they can effortlessly overcome objections and conquer competitors. “Fortune favors the prepared mind.”, according Louis Pasteur. Take the time to prepare in your area of expertise so that your knowledge and discipline are engaged to propel you to targeted success.

The benefit of practice is that the prepared mind secures the advantage. In any competitive endeavor, the competition most likely expects to win, also. The nature of competition demands outperforming an opponent. Practice provides the edge. Structured and disciplined practice provides a bigger edge. Regardless, of the field, winning through competition produces rewards. Generate more sales, score more points, raise more money, discover a cure faster, save more souls. Winning is not an event; it is a process. Target the results. Prepare to win. Perform to win. Embrace the rewards.

 
By Glenn W Hunter
Principal of Hunter And Beyond

April 13, 2017 Posted by | Better Communication, Better Person | , , , , , , , , , , , | Leave a comment

All My Previous Addresses

mansionshack

“I think we are a product of all our experiences.”, according to legendary banker, Sanford Weill. That quote became crystal clear when a pastor friend became privately furious when someone tried to take advantage of him in a business deal. The adversary mistakenly took the pastor’s kindness for weakness. Consequently, the pastor planned to attack more than his character. Considering that the pastor grew up in violent communities, his plan involved more wrath than forgiveness. Nevertheless, the small group erupted with laughter when the pastor threateningly snarled about his adversary, “He doesn’t know all my previous addresses!”

Where You’re From
As a man of God, the pastor had attained a respectable position in his community and among his congregation. As a troubled youth he had learned how to extract revenge and never show weakness. Whether earning a PhD from Oxford or a GED from the School of Hard Knocks, people apply lessons from their individual history into their personal growth. Every individual’s past is a foundation for their future. The strength used to navigate through a ruthless past is the same strength used to develop unconquerable character. The caterpillar that enters the cocoon has the same character as the butterfly that releases from it. The transformation equips it with better tools, but the tenacity to escape and ability to fly was in there all along. Success requires acknowledging the past; all of it. Channeling experiences from early conquests to develop new and improved skills result in future victories.

Where You’re Going
Everyone is heading somewhere. Many sermons point out, “You’re either going into a storm, in the middle of a storm, or coming out of a storm.” Regardless, progress is about the journey, not just the destination. Be aware of both. The journey is not linear. Pick a direction anyway. Pursue the mountain top that everyone sees, yet fear prevents them from ascending. Those left behind will hurl discouragement from the valley. Others will present obstacles from above fearing progress will soon overtake them. Nevertheless, grasp all previous experiences to build momentum. Let the insults and obstacles serve as stepping stones toward progress. Feel free to lead others also willing to ascend toward higher destinations.

“Do what you can, with what you have, where you are.”, according to President Theodore Roosevelt. Ultimately, individual skills, experiences and values are the most prized possessions. Limits do exist. But, they usually exist well beyond where most people dare to climb. You did in fact live at your previous address. And, then you lived at another address. No one needs to know all your previous addresses. But as you climb, the new address is the one that matters. And, the next one does too. Furthermore, the same skills and characteristics that began the ascensions serve as the foundations for the next plateau. Progress prohibits remaining at previous addresses. But, it is essential to remember the lessons they provided, and the power that they birthed!

By Glenn W Hunter
Principal of Hunter And Beyond.

February 8, 2017 Posted by | Better Community, Better Person | , , , , , , , , , , , | 1 Comment

The Idolatry of People

You Are Enough

You. Are. Enough. Let me repeat that so it goes through. You. Are. Enough. ~Unknown.
Why do people look externally for internal validation? An individual falls short then, looks outwardly for someone else to elevate them. “If only I was more like my hero then, I would be more successful.”, runs through too many minds. Furthermore, individuals exalt others to a status that no human could reasonably expect to achieve. Heroes, idols, rock stars are titles that are commonly thrown at someone with extraordinary achievements. Left unchecked, these titles evolve into worship. However if worship is eternal, why do people continue to search for divinity among mortals?

Idolizing External Accolades
Heroes are loved. They defend our faith and honor. We admire the results of their actions and celebrate their accomplishments. For example, world champion athletes are exalted as heroes. They receive fame, fortune and public adoration. People idolize them. But these heroes demonstrating poor personal choices or criminal behavior is nearly a cliché. Their achievements are real. The resulting glory is real. Where their fame manifests in bad behavior and worse choices, their eventual fall from grace is real, also! Connecting achievement with character is a recipe for disaster. Tremendous success does result from tremendous sacrifice. Conversely, worshiping the accolades without acknowledging the choices exposes followers to disappointment; then searching for the next idol.

Valuing Self-Worth
Establish your individual values. Assuming someone else’s values means you have also accepted their flaws. Selecting an individual to worship at a conveniently self-serving moment where their greatness is displayed is foolish. Deliberately ignoring struggles and compromises that make up their character, yet contributed to their success, is similar to worshiping Lady Luck after receiving successful lottery numbers. One has nothing to do with the other. Instead, build better character as a result of conquering personal struggles. Was there a personal lapse in judgement resulting in a personal catastrophe? Get up! Leverage previous good decisions to erect another pedestal that is higher than the one from which you fell. You are worthy because you survived, then ascended! Value each win. You earned them. Now, focus on replicating them! These steps build unique greatness.

Too many individuals want to make idols of other people. But, these other people are flawed. And when they fall, the next human idol takes their place. Stop that. Instead, admire values. Emulate positive traits. But, never exalt people!

Own your individual destiny by developing personal skills emphasizing your own strengths. You have them! Next, identify your time frame. You control that! The idolatry of people demands bowing before a fallen god. Instead, develop individual talents to achieve desired outcomes in concert with personal values. Accept your individual blessing. Discovering and developing unique experiences grows your internal worth. Possess the courage to identify and display your inherent greatness. “You are enough.”

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

Thanks DP!

April 20, 2016 Posted by | Better Community, Better Person | , , , , , , | 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.

Extraordinary
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.

Valuable
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