Making lives better...

What can I say, we’ve been behind on our blogging because we’ve been doing what we do best; helping customers with their business challenges and making their lives better.

We’ve brought a number of new consultants onto our team and updated our website including testimonial videos from one of our customers and one of our consultants.

We’re more committed than ever to helping people tackle their business challenges to make their lives better, and are actively seeking new customers to test the capacity of our expanded team. If you or your organization need support in anything from leadership to general management, contact us, and let’s see if we can work together to bring your business to new heights.

-Alexander C. Cook MEng, MBA, PEng, PMP

Open to Change

We are in the middle of a 5-session project management training program and watching the participants embrace this new content has caused me to develop a profound respect for them.  Let's be clear, not everyone is embracing the content the same way, but enough are.

I can see it, in their focus and determination, and in their questions.  They are listening to new content and a new subject and they are being open.  They are looking at how they can take this new knowledge and apply it to their business.

It isn't "Well, the way we do it works fine so we don't need to change," it's "How can we be better?"  "How can we take these new ideas and make ourselves stronger?"

How this applies to the rest of us... Just ask yourself, when you come across new knowledge (from a peer, a book, a course, etc.) what do you do with it?  Do you assume its different than what you are doing and not worth looking at?  Do you assume that because someone else said it, it must be good?  Or, do you just go in with an open mind and willing heart; ready to take the best bits of everything you come in contact with to make you and your organization better.

Think about it, and next time, be open.

-Alexander C. Cook MEng, MBA, PEng, PMP

Reward for Risk

Reward for risk.  This is a great idea, right?  I mean, tech giants like Google do this kind of thing all the time.  They give people the latitude to try new things and reward them when it goes well; sometimes people are rewarded when it doesn't go so well - the bigger consideration is that when people fail (and put in their best efforts) they aren't punished for it.

I've seen many organizations try to replicate this.  They like the idea of innovation and of gaining critical competitive edges against their opponents and let's be honest, who wouldn't?  Yet, when put into practice this often seems to fall apart, and from my experience, it comes down to a single flaw in leadership.

If you want to implement this kind of program you need to not only communicate to your team that they will be rewarded for taking risks, but you need to mean it.  That last part, that is the critical flaw.  Most people don't like to fail, leaders included, so when they tell people to take risks, somewhere, deep down, they aren't willing to accept the consequences.  Your team will figure that out very quickly, and while you may be preaching that they need to be innovative and take more risks, if you won't back them on it, no one will stick their neck out.

This phenomenon happens not only with risk and reward but with many aspects of leadership.  If you talk the talk, make sure you walk the walk, and who knows, you might be rewarded for that risk.

-Alexander Cook MEng, MBA, PEngg, PMP

Photo Credit: http://1000lifelessons.com/risk-vs-reward/

Where does the leader stand?

I've just recently come across the now debunked wolf-pack photo, described as having the sick and elderly at the front, backed up by the strongest, followed by the rest, and finally, followed by the leader.  The leader at the rear watches the entire pack, seeing the big picture, the complete vision, and safeguarding everyone.  It's a nice visual.

This created an internet firestorm however.  Even if we neglect the fact that that is not how the wolf pack operates, there are many who are eager to point out that the leader at the back of the pack is unable to provide immediate feedback and direction, and could possibly be hiding behind their team (ready to sacrifice them as needed).

The truth is, everyone is right.  There is no one perfect method of leadership that applies to every situation.  There may be situations with teams where it is best to provide big picture guidance from the rear and situations and teams where getting in the trenches is the best way to lead.

This is just talking about a leader at the rear or the front but there is everywhere in-between.

Where do you think the leader should stand?

-Alexander C. Cook MEng, MBA, PEng, PMP

Debunked wolf article and photo credit: http://www.snopes.com/wolf-pack-photo/

How not to judge, and why people will follow you for of it...

Not judging is both very hard and very easy.

Let's start with the very hard.  We are all different, from our experiential backgrounds, to our upbringing, to our emotional resiliency, to how we are feeling that day, to... ad infinitum.  This means that your perspective is not the same as someone else's, and someone may say something that seems legit to them but is absurd to you.  Looking through our own lens it is very hard not to judge people.  Judging people is often used as a coping mechanism, or a tool to build one's confidence by putting others down, however, it also is a destroyer of relationships and a sure way to be labeled "that guy" with respect to unhelpful judgments and contributions (see photo above).

As leaders, that is not at all what we want.  Trust is a key component to leadership, and the ability to listen open and honestly (without judgment) is a critical trait.  We use this particular trait in our Checkrides as an indicator of one's leadership ability.  It seems so simple, but many people falter here; the question is why?

Let's go to the easy part of not judging.  Action takes effort, be it through a pointed comment, or a smirk when someone says something you don't agree with.  One of the easiest ways to not judge is to simply not act.  Save the effort.  Don't say anything.  Don't give them a funny face.  Just listen, openly, and without judgment.  At this point you are probably thinking, Alex, come on, just because I don't show it, doesn't mean I'm not thinking it.  True.  One element of leadership is that ability to listen openly without judgment, and performing that is already an excellent step to building trust.  The next step is compassion and empathy.  We are all human, so no matter what someone does (or how absurd it seems) put yourself in their shoes, and have some compassion for their situation and how they got there.  If you can do that, you might find judgment just falls away as you open road to "how to fix the situation" instead of focusing on "how did we get here?"

If you can do that, you might just find people begin to trust you.  They'll know that they can come to you with anything, that they won't be judged for it, and that you can help lead them where they need to go.

-Alexander C. Cook MEng, MBA, PEng, PMP

Photo Credit: http://www.chilango.com/cultura/12-leyes-que-provocaron-risa-y-coraje-en-mexico/

Welcoming People to Your Team

We've been doing some work on influencing, and building relationships, and since we are expecting a new team member to join us any day now, it got me thinking about when new people join a new team.

I've joined a number of different teams, and been around for people joining our team, and the biggest thing that laid the foundation for a positive and powerful relationship was simply caring.

Here are a few things to think about when bringing someone new into the team:

Preparation - Have you ever had it when you showed up for a new job and they didn't know who you were?  Or maybe they just didn't know where you would sit or what you would be doing.  By being prepared the new team member feels like you made an effort to bring them into the team, and it makes the stressful situation of joining a new team a little less... stressful.

Onboarding - some companies have a process for this, which is great, but many don't, and most teams don't.  It doesn't need to be something fancy but simply introducing a new person to your team, what they'll be doing, the layout of the office, making sure they have supplies, etc., can make a huge difference.  Helping someone get the lay of the land can accelerate their adoption into the team.

Openness - No matter what team you join it can be difficult to meet new people, let alone remember their names!  Be open, offer to answer any questions, and check in with the new person to see how they are doing of if they need any help.  Showing that you care enough to put a little effort in can create a rock solid foundation for a lasting relationship.

For example purposes, doing all of this is easy, and it is as simple as "Hi Bob, welcome to the team, we've been expecting you, your office is over there, bathrooms and the kitchen are over there, and if you have any questions feel free to come ask me anytime.  I'll come check on you later to make sure you're finding everything alright."

It can be so easy to make a good impression, and a bad impression can have long lasting and demotivating results, so you may as well make it a good one.

Question for the interweb: Have you ever had a particularly good or bad experience when joining a new team?

-Alexander C. Cook MEng, MBA, PEng, PMP

Photo Credit: https://www.askideas.com/22-best-welcome-to-the-team-picture/

Celebrating Everyone!

Waking up from celebrating Canada's 150th birthday reminds me that not just momentous occasions need to be celebrated, but the little ones too.

Everyone's leadership style is different, and everyone is different, so it is important to find a point where those two things mesh.  Some leaders praise small and large successes regularly, while others give only hard earned and well-deserved compliments.  In a similar manner, some people need regular praise to stay motivated, while others need only the occasional nod of approval.   It's kind of like a car.  If you try and change gears and the gears aren't going at the same speed, they groan and grind and can sometimes explode, so it's important to make sure you are on the same page.

As a leader, we need to think about more than just ourselves.  Forget your natural tendencies for celebrating success, and think about those around you.  What speed are they going at?  Do they need constant praise, or will it make them feel like you are babying them?  What does the person need?

Maybe celebrating the momentous achievements of a country is enough, but for some people, it is celebrating the little victories that really shows you've been paying attention, and really has the power to motivate.

-Alexander C. Cook MEng, MBA, PEng, PMP

Image Source: http://www.digitalistmag.com/lob/human-resources/2014/12/24/5-ways-to-celebrate-success-with-your-team-in-2015-01967947

Why Trust is Important

It's twice as hard to watch your front and back at the same time as it is to just watch your front.  Actually, it is probably more than twice as hard.

In order to achieve the highest levels of productivity, a team must be immersed in trust.  This means that followers need to trust their leaders as much as leaders trust their followers.  If we want people to be open, and honest, and provide their best ideas and efforts, they need to know that they are in a safe place to do so.  They also need to know that if you let them go on a limb, and it snaps, you'll be there to catch them.

There are so many reasons why we need trust in our working (and all other) relationships, but it still seems to be absent in many teams.  Just remember, without that foundation of trust, people will be reserved, and will always keep one foot out the door.  Build that trust.  Build loyalty.

Our Check Ride assessment looks at a number of criteria surrounding trust because we know that without it, your team will never truly be successful.  Sure, you might complete your projects successfully, but without that trust, your team will never reach its full potential.

Just think, have you ever worked with someone that you knew would have your back, and you knew would support you no matter what out-of-the-box idea you threw their way?

I certainly hope so, and if not, maybe it's time to foster a bit more trust.

-Alexander C. Cook MEng, MBA, PEng, PMP

Image Source: https://i2.wp.com/intelligenthq.com/wp-content/uploads/2015/06/trust.jpg

Knowing when to Pull Over

You and I lead busy lives. Many family members, life partners, business colleagues and friends depend on us. Some days it is hard to meet all of these expectations. Some days I can't! So how do we make it to the end of each day without 'hitting the wall'. Our daily fuel comes from physical, emotional, and spiritual sources. We hit the wall when we spend more fuel than we take in.

Sometimes these sources of fuel or energy get shut off. Sometimes I don't connect emotionally, spiritually or even physically with energizing and replenishing activities for days. Sometimes this goes on longer. Awareness is the first step towards ensuring a continuous fuel or energy supply. Yes, I'm talking to you-wake up to those relationships, activities and opportunities to replenish yourself. Stop being dominated by those people, causes and news reports that drain your energy. Pull over out of the fast lane to become aware of your refreshing energy sources and depleting drains.

Assert your right to be energized by the things you do, the people with whom you live, work and play. If you do, then maybe, just maybe, you can be that pillar of strength and resilience that so many in your life have come to count on. See picture above of Atlas holding up the world: "MAN Atlante fronte 1040572" by Lalupa - Own work.

-Ron Guidinger BEng, MBA, PEng, PMP

When is the right time for a coach?

When was the last time you saw a football team without a coach?  Or a kid's soccer team?  Or really any kind of athlete (professional or not)?  Pretty much never, because all the time is the right time for a coach.

Coaches/teachers/mentors are invaluable (and often undervalued) influences in our lives that can help us become better versions of ourselves.  Sometimes that means picking us up when we fall down, and sometimes that means knocking us back down a few rungs on the ladder.  The point is, they are there to support us with what we need, not necessarily what we want.

Sports demonstrate some very visible examples of coaches, due to the highly competitive and highly public environment, but business is also highly competitive; so is life.  We all have these influences, from our friends, to colleagues and co-workers.  They help us out along the way.

Not everyone requires a professional coach, but once you find yourself in a more specialized environment (like leading a new team, or an organization, for example) it can be hard to find those supports around you.  That is the time when you need a professional coach, though you can, of course, enlist a professional coach at any time.  Professional coaches are not just there by chance, you can interview several and pick the one with the skills you need and a personality that can drive you to become your best self.

Just think, professional athletes use professional coaches in their hyper-competitive environments, maybe it's time you did too.

-Alexander Cook MEng, MBA, PEng, PMP

p.s. On that note, if you are looking for a professional coach, we can help!