UpliftAnother1

Building Community Through Better Relationships

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

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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

Compassionate Leadership Starts Early

Diverse Teen Leaders Group

A recent Mastermind Group meeting of civic-minded business leaders took an unexpected turn. A sidebar conversation turned toward social emotional learning. Ironically, the conversation started between two members who shared a common background with an organization identifying more with manhood, than anti-bullying. They surprisingly discovered that they also shared a passion in equipping youth with tools to build self-esteem and coping skills. Together they explored how their resources could jointly leverage greater contributions to healthier student communities. How do you inspire youth communities to build a more cooperative foundation? Start with developing leaders who understand how to respectfully engage their community!

Compassion
Compassion is not typically connected with leadership initially. However, for effective leaders to move followers toward results, they need to connect emotionally. Obeying because the leader said so, is a dangerous tactic. Empires fall when leaders demand blind faith and receive it. But connecting emotionally with a team is essential to gaining clarity for achieving the group’s vision. Emotional connection establishes followers who buy into group goals. High performance results because the group believes, not because they are compelled.

To establish such trust, communicating is vital. Effective listening is essential. Social emotional skills cultivate individuals to express their honest needs and expectations. Toxic leadership traps like groupthink are exposed and neutralized by honestly sharing ideas and priorities. Effective leaders can then embrace their groups’ needs, and benefit from their input and contribution. The best leaders understand the importance of intently listening before forming strategies. Imagine building communities based on fulfilling the growth of its members, rather than egos of its leaders.

Strength
“A leader without followers is just someone out taking a walk.” Effective leadership is truly strength with compassion. It involves vision. It focuses on service. By definition, a leader must have followers. For influencers in any particular community, identifying power brokers with a following is a common tactic. So is discerning where to locate available funding. Networking among ambitious changemakers often follows that path. However, connecting with pockets of influence that share an emotional bond also wields power. To harness strength in numbers, create alliances with the strongest bonds.

Nevertheless, to sustain strength, communal needs must be met. Communal needs prioritize the needs of the many, not just the powerful. Long-term strategies seek to cultivate the masses in advance of any rise to power. Therefore strategically, give future leaders the skills that they need to maximize their community’s potential. That community’s future resides in civil communication, then building emotional bonds. Teaching tools to communicate intellectually, as well as emotionally, creates leaders that cultivate engaged followers by serving their innate priorities. Subsequently, their strength results from aligning them with their broader good.

Takeaway
Functional and compassionate youth have a higher likelihood to become functional and compassionate adults. By giving leadership opportunities earlier in the youths’ development, communities improve the likelihood of growing through a spirit of cooperation, rather than fear. The local high school’s quarterback who also trains as a youth group leader acquires the capacity to develop skills to listen and lead into future service. The neighboring school’s chess champion and lead cheerleader can easily channel her developed skills in strategy, leadership, and enthusiasm into a path leading to legislative greatness. The social emotional tools are available for delivery. For those unconvinced of the importance of developing these skills, try not holding your belongings closer, or confirming that your weapon is accessible, the next time a group of raucous teenagers walk toward you at night.

By Glenn W Hunter
Principal of Hunter And Beyond

September 13, 2017 Posted by | Better Community, Better Person, Better World | , , , , , , , , , , , | Leave a comment

Intense Fellowship

Intense fellowship

Two people entrenched in a relationship with a strong faith-based foundation always achieve peaceful resolutions. Their love for each other and their commitment to their spiritual connection prevents anger and aggression. Then, their human emotions get involved and their faith-based engagement turns into an ugly argument! While the opening story plays very well on Sunday morning, make no mistake this is an argument. So, how did their personal, compassionate foundation escalate to the point that their relationship to each other and their higher power became compromised?

Argument
In the spirit of professed morality, intense fellowship is a wonderful euphemism. Highly charged disagreements may stem from any number of issues that attack couples. Friction results from carnal, financial, or social disconnection. Regardless, of professed faith-based commitments, communication breakdowns occur. Even beloved children’s behavior can ignite relationship explosions.

Nevertheless, disagreements must be addressed. Ignoring core issues or burying them under a cloak of religious doctrine only nourishes the seeds of destruction. Neither party feels better. The conflict simply festers and begins to attack other parts of the relationship. A social problem that is treated with retail therapy evolves into a financial problem. Intense fellowship only works when that approach is taken literally. Both parties honestly engage the conflict with raw emotions and expectations for common ground. Specific reasons may escalate the intensity. Still, identify the core issue and engage it. The ultimate goal focuses on preserving the relationship’s dignity.

Relationship
By keeping the relationship at the forefront, navigating intense fellowship has hope. Equally important, a path to resolution can surface. Removing the emotion from the equation, is a simple solution, Unfortunately, it is minimally effective. The emotion is what brings meaning to the relationship. Whether it is love of money, love of family, love of self, or even a common enemy, emotion cannot be assumed away. Whether managing the conflict requires reconciling faith, values, or matters of conscience, embrace the necessity of emotion. It is not leaving. Do not pretend that it will.

Upon establishing the emotional foundation, then address the intensity. Honor the other sides’ passion. Identify the non-negotiables. Understand what is really wrong on each side. Is there ignorance concerning key elements of the issue? Or, is apathy concerning the other side’s perspective the battleground. Genuinely explore the ignorance or apathy question, because “I don’t know and I don’t care” is not a helpful attitude! Prioritize the connection and the morals that hold it together.

Takeaway
When intense fellowship properly runs its course, the intensity subsides. The fellowship endures. Maintaining relationship is the foremost goal. Once the relationship collapses under the argument’s weight, the only two choices are abandon or rebuild. Truly consider whether the point that led to the intense fellowship is the final battleground. Regardless of specific beliefs, intense fellowship tests both sides’ positions and values. Before winning arguments at all costs be sure of the willingness to collect the broken pieces. Beware of scorched earth victories. Winning the war means rebuilding the defeated lands. With regards to individuals or community, reconciliation reinforces the priority of fellowship in the first place.

By Glenn W Hunter
Principal of Hunter And Beyond

September 6, 2017 Posted by | Better Communication, Better Community | , , , , , , , , , | Leave a comment

I’ll Make the Call

Business Storytelling

“It’s not what you know, it’s who you know!” Pathetic talking heads spew this cliché to advocate the virtues of networking! Supporting this madness are countless “thinkers” increasing social media contacts to justify claims of being connectors. Professionals seeking help need more “doers” and fewer “thinkers”. Networking means serving, and consequently human contact. Serving another person’s needs demands contact with other people. It eventually requires people exchanging ideas. Fundamentally, doing a favor, performing a service, or connecting colleagues, depends on establishing communication. Simply, someone must make the call.

I Know A Guy
Continuing with mindless clichés, claims to know someone who can solve someone else ’s problem have become laughable. Nowadays, knowing a guy can mean having attended a prestigious kindergarten with Ms. CEO, or just started following this individual on Instagram upon seeing their “sick pics in Vegas” after they spoke at last week’s conference. Regardless, the implication screams “shallow relationship”. Knowledge is good, but genuine relationship is better.

Someone with a need, whether a referral or a recommendation, truly requires connectivity. The request implies personal closeness. “I know a guy” only suggests awareness. Awareness does not solve problems any more than driving past Krispy Kreme (and that cursed red light) delivers weight loss! To serve a colleague’s need, understand the specific request. Probe for the pain’s core and the desired remedy. Then, seek a solution through personal connectivity. Profiles, handles and email addresses are irrelevant. Leveraging an established relationship to propel another one initiates the process.

The Guy Knows Me
To maximize the ability to help another, the connection should be selfless. Bragging about the depth and breadth of a network typically minimizes the ability to serve and solve. Possessing a network that features influencers and problem solvers who want to help, maximizes value. “The Guy Knows Me” communcates that the network has willing individuals who accomplish goals. Such relationship’s foundation features a history of trustworthy performance that benefitted both parties. “The Guy” has tremendous incentive to cooperate. They already know the benefits resulting from helping. It has happened before.

At the core, networking represents accumulated social capital from investing in favors and generating strong returns based on execution. Generating such returns require active and personal effort. Connecting a colleague with a need to a professional with a personal incentive to help, leads to a genuine effort for success. Beyond having lots of followers, is having the right followers. Ask favors from someone who can deliver results, and who wants to deliver results for the person asking. Productive professional relationships commonly have this dynamic.

Takeaway
Actually, the initial, pathetic talking head is not absolutely wrong. The speaker simply finished their slightly disjointed thought too quickly. “It is not what you know; it is not who you know; it is who knows you!” When requesting a referral or favor, be sure to ask the professional who knows someone significant that wants to help. Such networking contacts are in demand because they deliver. These relationships drive results. Value these relationships and actively look to reciprocate. All contacts are not created equal. It truly matters “who knows you.”

By Glenn W Hunter
Principal of Hunter And Beyond

August 30, 2017 Posted by | Better Business, Better Communication | , , , , , , , , , , , | Leave a comment

Permission to Fail

Enfante Terrible

Legendary college football coach, Bear Bryant, quipped, “The first time you quit, it’s hard. The second time, it gets easier. The third time, you don’t even have to think about it.” Why would a competitor give up when the thrill of victory is possible? Most likely, he did not quit because the desire to win was missing. That quitter accepted permission to fail! The offer may or may not have been extended. Regardless, quitting is the final step toward accepting responsibility for not contributing. But, why would anyone withhold their talents and gifts from a noble cause? Why give up on the team?

Authority
Typically, an authority figure is in position to grant permission. A parent permits a teenager to take the family car. However, a contributor, like the previously mentioned athlete who chooses to quit, has abandoned protocol. Their needs supersede the needs of the group. Essentially, a pompous act of selfishness leads to quitting. The act represents a total disregard for authority.

More importantly, the quitter is being selfish with their gifts. All teammates and participants have skills and talents to contribute. The individual that hijacks authority by withholding their gifts essentially limits the entire group. Authority weakens and all members are penalized. The selfish contributor has passively extended permission to fail for the rest of the team. Quitting becomes an option. The weakest element has now assumed authority. The group suffers because of one member’s selfishness.

Victory
Nevertheless, permission to fail is not a decision to fail! Strength in numbers still holds possibilities. Furthermore, superior leadership can reverse the trend toward defeat. Most importantly, cooperation by the group has the ability to rally success. Permission is not a proclamation. Failure is not final. No one needs to replace the quitter. Everyone else jointly contributing more to the cause will more than compensate. Simply rally the troops.

Besides, victory results from a process, not just an event. Because a selfish individual usurps authority to the detriment of the team, that does not guarantee sustained poor performance. Teamwork genuinely uplifts the group’s capability. Subtracting the selfish individual who undermined morale opens the opportunity for superior performance for the survivors. Better performance results from the group seizing the opportunity for excellence. The projected permission to fail has become stripped of its power.

Permission to fail is a singular decision in a long-suffering process. Successfully pursuing victory requires endurance. In fact, failure is part of the longer process. According to Winston Churchill, “Success consists of going from failure to failure without loss of enthusiasm.” So, iterate and improve. Jettisoning dead weight is actually part of the bigger process. Persevering together is too. Let the loser claim permission to fail. His self-centeredness will comfort him in his loneliness. Conversely, champions are built on comrades uplifting each other toward a common goal. Dismiss the losers’ authority over very little. Kick him out quickly. Then, together accept authority over very much, resulting in permission for success.

By Glenn W Hunter
Principal of Hunter And Beyond

 

August 9, 2017 Posted by | Better Community | , , , , , , , , , , , , | 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

Outwork The Next Guy

running uphill

Two hikers walking in the woods come across a large bear playing with her cubs. Mama bear roars at the hikers! While both hikers try to remain calm, one hiker reaches into his bag and slowly pulls out his sneakers. Mama bear roars again while deciding whether to maul the intruders or just scare the people. The second hiker whispers, “You will never outrun that bear.” As the first hiker finishes tying his second shoe he quietly responds, “I don’t have to outrun the bear; I only need to outrun you!” The first hiker clearly understood what many competitors miss. He does not have to defeat all competitors, he just needs to outwork the next guy.

Be Prepared
“Fortune favors the prepared mind”, according to Louis Pasteur. Preparation comes before success alphabetically and procedurally. Who really packs tennis shoes to go hiking? Preparation is not a singular event. It is a habit; a mindset! Obsessive preparation halts progress. Everything is planned and nothing happens. But, purposefully planning to win works.

Effective preparation begins with the end in mind. Defining goals is a great start. Defining success is another essential element. If the plan is weight loss, then identify a target amount. If the goal is to earn a million dollars annually, then personal results dictate earning $500 per hour for a plan to work 40 hours per week and enjoy two weeks vacation. Setting goals, creating a plan, and executing that plan is essential to success. Unfortunately, performance does not occur in a vacuum. Achieving lofty goals demands outworking others.

Get Started
“A journey of 1,000 miles starts with a single step.”, according to Lao Tzu. So, what’s the first step? In academic settings, students receive a syllabus which outlines class expectations and guidance for how grades are calculated. Reading the syllabus is a great way to get started toward earning an A. Competitive athletes start preparing for the next season after a brief period of rest and healing, by targeting specific skills to improve. At that performance level, the competition is particularly fierce, leaving little room for backsliding.

But, preparation is just the start. Next, repetition becomes the focus. Identifying areas of improvement is useless without dedicated skill development working toward progress. High performance results from preparing, starting, and executing. Each step closes the gap toward the goal. Measure progress. Keep score. Tenaciously work toward specific metrics to stay ahead of the competition. And, if progress is unsatisfactory, then reevaluate preparation and the plan. Confirm that the stated target is the desired outcome. Changing routines for better results is allowed.

Back to the hikers, packing sneakers in the bag was a great idea. However, if the hiker was grossly out of shape, escaping the bear is futile. Good preparation without dedication toward improvement leads to being mauled by a bear. Prepare, start, execute! Regarding results, consistency applies equally to collegiate athletes and second grade students; the same for social workers and CEOs. Most importantly, collaborating with the other guy that you outrun, elevates both of your performance. Iron sharpens iron. And, if you are both prepared, then get started, and execute with excellence, you both may outrun the bear!

By Glenn W Hunter
Principal of Hunter And Beyond

July 26, 2017 Posted by | Better Person, Better World | , , , , , , , , , , , , | 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

Defeating the Enemy Within

OVER-COMING-OBSTACLES2

Why do heroes always win? Because winners write history! Upon emerging from the battlefield, heroes create the legend. However, conflict and competition does not produce winners without producing ancillary damage, or unintended consequences. Sometimes winners lose comrades, integrity, or dignity. Nevertheless, no one else cares much about the failures that heroes endure on their way to epic accomplishments. Heroes simply win! But inside, winners know the sacrifices, scars and compromises involved with victory. So, how do they manage that internal conflict?

Emotion
“If there is no enemy within, the enemy outside can do us no harm” is an old African proverb. The enemy within magnifies vulnerability. Fear, insecurity, emotional baggage can cripple any effort. The emerging victor must first overcome their internal conflicts. The successful combatant must be emotionally superior to their adversary. They require more resolve and focus. Unyielding belief in victory is an exceptional advantage. Feel the fear and do it anyway!

Realize that fear is a notable weapon. Winners first attack opponents with heavy doses of negativity. In the heat of battle, “it does not matter whether I win or lose. It matters that I win and you lose!” In individual or group competition, projecting a losing mentality on the opponent creates huge advantages. Before engaging the enemy expose weakness in their character, their cause, and their core beliefs. Strip away the adversary’s why! Create doubt. The winner’s story will read that he crushed his enemy. In reality, he defeated the loser in the mind before even attacking the body.

Logic
To secure their inner advantage, winners must eliminate their own disabling thoughts. Kick out the enemy within! Confidence is fickle. Bravado is relatively easy to conjure and project. Real courage is trickier. Logic is an empowering agent. Identify core advantages. Size, strength, intellect are tangible attributes. Find advantages and create a battleground based on those characteristics. Logic has to make sense. It does not have to be accurate. Create logical structures to trick opponents into seeing obstacles that you wish to impose as the winner. Convince enemies that giants are waiting to kill them. They never have to know the giants are only windmills.

Victory ultimately relies on tactics. Whether deception or brute force create advantages, winners still must execute their plan. A combatant can psyche himself up to start, but eventually in the heat of battle, he must believe in his advantages. The enemy within who is a secret coward, must build a belief structure that has confidence in their attributes. Superior execution, according to a plan, becomes the dominant weapon once fear has been placed in the opponent and the winner performs with precision.

Is it emotion or logic? Both provide advantages in overcoming adversity. Master deploying one or the other… or both. Use tools, like obedience and faith, to remove internal obstacles, then focus on explicit goals. Whether the combat is a physical conflict, or a personal best performance, bring both a logically structured plan and an inspired mindset to the battle. Create a plan and execute. Personal success depends on it. Individual victory requires it. Defeat the internal adversary. Then, march over external enemies’ decaying carcasses. Write the epic story of your resounding conquest. Then, dominate your next challenge with confidence, experience and success.

By Glenn W Hunter
Principal of Hunter and Beyond

June 22, 2017 Posted by | Better Community, Better Person | , , , , , , , , , , | Leave a comment