time management

10 Leadership Lessons

by IPowerIdeas March 19, 2024

10 Leadership Lessons From Successful CEOs

An insightful guide for lessons you can learn from successful CEOs like Steve Jobs, Jeff Bezos, and Elon Musk.

Key Takeaways

Active listening, decisiveness coupled with flexibility and a culture of creativity are essential for effective leadership.
Leaders must possess excellent verbal skills, empathy and integrity to truly inspire and guide their teams.
Continuous learning, adaptability and maintaining a reality-based vision are key to navigating the ever-changing business landscape.

Today, it takes more than just management and strategy to birth a successful CEO; the shape of tomorrow’s business environment is veritably coloring itself outside those lines. It means to personify a combination of insight, sensibility, courage, foresight and the most essential — listening.

This article focuses on the virtues that have not only turned leaders such as Steve Jobs, Jeff Bezos, and Elon Musk into icons but also act as a formula for aspiring legends to understand the complexity of modern leadership.

Be a trained listener

The skill of active listening defines good leadership. It is more than just listening to words; it requires an active and deliberative process of understanding what other people say with different ideas from yours and truly comprehending their feedback. Typical leaders such as Steve Jobs even encouraged feedback that was incorporated into Apple’s product development, giving rise to revolutionary innovations.

Dialogue, as opposed to monologues from leaders, enables the development of a culture that causes potentials and ideas full of revolutions to unlock before remaining unspoken. As a method of encouraging teamwork, active listening ensures that every individual in the team feels appreciated and is given space to vent out their thoughts, following which a great feeling of belonging comes about, contributing positively to organizational success.

Decision-making: Be resolute yet adaptable

A business setting with rapid change makes it important to make decisions swiftly without compromising adaptability. Through his “two-way door” rule, Jeff Bezos showed how strong decisiveness coupled with flexibility could lead to success. Such an approach permits instant response if there is a low chance of reversals, hence encouraging an action-oriented culture in the organization. Flexibility, however, does not mean unresolved decision-making.

On the contrary, it reflects an openness to continuous adjustment of strategies depending on the change. This equilibrium is that the development does not restrict itself to relying upon apprehension, comparing sweats of progress were being squeezed out when under strain due to an excessively tight design environment and a quest for harmony with mediocrity over incorporating adversary perspectives into the blend.

Nurture a climate of creativity

Business competition depends on the creativity of any business human, and innovation is its lifeblood. Musk’s appreciation of failure as a way to innovate proves that a culture that encourages risk-taking and experimentation also promotes growth. The act of eliminating the fear of failure by leadership allows the creation of an atmosphere in which creativity and innovativeness become commonplace. Another peculiarity of this culture is that it not only produces breakthroughs in terms of products and services but also nurtures employees by making them feel their contribution to the company’s success.

Express clearly and convincingly

Effective verbal skills are a fundamental requirement for bringing visions to life. Successful conveyance of a vision means expressing your views in words other people would understand. It motivates them to evolve into part and parcel of the manifesto as long as they aim to achieve your dreams. Leaders need to acquire the ability to communicate their message in an inspirational laced manner that will bring out positive change, something which galvanizes and spurns passion amongst team members.

Lead with empathy

Empathetic leadership, as demonstrated by the new Microsoft and Satya Nadella’s work, involves being able to comprehend situations from individual team members’ perspectives while keeping in mind that their feelings matter. This strategy creates an environment where staff members feel seen, appreciated and included. Empathy in leadership does not imply that standards or accountability should be compromised; rather, it is about guiding with heart and compassion, improving team output and, most importantly, staff commitment.

First, assemble a good team and then trust them

The team behind it powers any form of success in any business organization. Leaders such as Richard Branson highlight issues beyond gathering a group of talented and competent individuals but also allow them autonomy, hence total accountability. This trust provides employees with powerful mechanisms, elevates their morale and catalyzes employee creativity. To build it is scenery that encourages individuals to be aware of the company’s achievements and do their best.

Be a lifelong learner

Signals from the business landscape constantly change in today’s world, and it is only through lifelong learning that leaders will be equipped with direction. As this is the case, leaders can learn a lot from Warren Buffet’s strong determination and commitment to constant learning. However, by following new trends, technologies and methodologies, leaders can make informed decisions with an eye on their organizations.

Adaptability is key

The crucial quality in a changing business impact is adaptability. Leaders such as Reed Hastings of Netflix have shown the need to respond to changes and be ready and able to pivot in response to new threats and opportunities. Such agility ensures that firms stay competitive and creative as they steer through the thorns of market dynamics.

Integrity above all

Integrity provided the foundation for trusting leadership. Those who, for instance, like Indra Nooyi, put ethical principles above everything else and transparency as guiding ideas not only cement trust within their organizations but also build a permanent legacy. Leadership integrity builds an environment of transparency and accountability needed so that organizations can survive through time, respecting their place in business society.

Maintain reality-based grounding in bold vision

To that end, ambitions and reality are not contrary but supplementary attributes of an effective leader. The characterization of Mark Zuckerberg best portrays the strength of recognizing a zealous leader who can dream big while acknowledging practical limits. At the same time, as leaders have visionary goals, they remain anchored, alerting their teams to drive towards attainable success so that boundaries are pushed without being sidetracked out of current realities.

I Power Seeds

Here are our takeaways and thoughts - pause and reflect, then nourish and grow!

Leadership is about guiding others to join you. Learning lessons go beyond simple speech; they serve as tools for change. Use them wisely to elevate your leadership journey from ordinary to extraordinary. Stay strong in your efforts, continue to lead, and always remember: the most exceptional leaders are those who plant seeds and cultivate leadership skills in others.

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Your Leadership Coach

by IPowerIdeas February 14, 2024

How to Optimize Time With Your Leadership Coach

Successful leaders can benefit from a small group of confidantes who can impart wisdom and help evaluate situations from an objective perspective. Investing in a leadership coach can help supplement this crucial circle of advisees.

Leadership coaches are often hired to work with individuals or teams to help polish rough edges, support transitions into new roles or provide insight as a thinking partner with no hidden agenda. They can provide knowledge and wisdom, helping businesspeople think situations through from an unbiased perspective. K nowing how to optimize your sessions with a coach can maximize the benefit for your professional success, as well as that of your company.

Before the first session, brainstorm a bit about the specific reasons you would like to work with a coach and what goals you might want to work toward. Goal-setting will be a major part of your first session. The key questions you will discuss may be What are your goals? What drives them? What goals do others have for you? Where does each goal fall in a priority ranking? No need to come to the first session with all the answers, as your coach will be able to guide you through this process. However, coming to the session with these questions in mind will help get the ball rolling so your coach can then help you define specific goals.

These goals should be specific, realistic and within a defined period. For example, my client John came to me a few years ago, and in his first session, he told me his main goal was to connect better with his Millennial staff. “For some reason, I just do not understand that generation,” he commented. I was impressed by his emotional intelligence in acknowledging his challenges and eagerness to truly connect with his team. His open-mindedness was going to be a great advantage. After walking through his reasoning behind this major umbrella goal, we decided to lay out defined and specific goals to help gauge his progress. The first one was to write down several instances of misunderstanding or missed connections with his reports in the past. Based on those anecdotes, we would be able to discover a pattern or potentially identify missed opportunities for communication.

Another definitive goal was to set up informal coffee chats with several of his Millennial staff to see if he could connect with them on a personal level and see if there were any similarities or differences in his ability to connect with them professionally.

This initial goal-setting conversation is meaty and can take a session or two. Once the goals are clearly established, you will walk through what success and progress looks like. Since most clients choose long-term goals, recognizing markers of progress and celebrating them can help keep leaders motivated and proud of their victories, no matter how small.

Once your goals are clearly defined, make a time commitment to meet with your coach on a regular basis, such as every other week. During these regular sessions, your coach will check in about your overhead goals and help you stay on track. I recommend taking five to ten minutes before each session to review these goals to have them top-of-mind during your conversation. Many clients choose to use a visual reminder, such as a simple Word document or—for the artistically inclined—a color-coordinated diagram.

Chat with your coach about specific situations in your work that present a challenge. Based on these anecdotes, your coach can help you recognize the markers of progress that you have already established or help you identify a pattern in your communication or leadership style that may be either detrimental or beneficial for your goals. By talking through situations in which you navigate obstacles or feel pride or challenged, your coach can guide you in examining tools and models that best work for you. Coaches can use specific stories to help their clients build an impressive toolkit for similar situations in the future.

A close group of confidantes can support leaders in their professional careers as they navigate challenging situations. However, it is important that these people are not “yes” people who agree blindly with everything. True advisors listen and support and can offer perspective when needed. Knowing how to optimize time with a leadership coach optimizes your investment. Set goals and keep them top-of-mind. Measure progress and celebrate your success, no matter how small. Commit to your regular appointments. Be honest and just show up. Most coaches do not expect you to come with homework to your sessions, but they do expect you to be present and open, because that is the only way they can truly support you and be the wise advisor they have trained to be.

I Power Seeds

Here are our takeaways and thoughts - pause and reflect, then nourish and grow!

Having a group of trusted advisors is crucial for leaders to navigate professional challenges, providing support and diverse perspectives rather than just agreement. Maximizing the benefits from a leadership coach involves setting clear goals, measuring progress, and being committed and honest in-person sessions. Success in leadership development hinges on being present and open during coaching, allowing coaches to offer the targeted guidance and support they are trained to provide.

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Featured Leadership

Cultivating Leaders Within

by IPowerIdeas February 13, 2024

Cultivating Leaders Within

The Key To Business Adaptation

As a company expands, launching various business sectors or establishing branches in different regions, it starts encountering difficulties in cultivating more leaders. This issue has been around for as long as modern corporations have existed.

Is Leadership In Our Genes?

The question of whether leaders are born or made always sparks debates. Let’s first define what set of traits we call leadership. Warren Bennis, the author of On Becoming a Leader, highlights several characteristics common to leaders: “a guiding vision, passion that provides hope and inspires others, integrity (which encompasses candor, maturity and self-knowledge), curiosity, and the willingness to take risks.”

Let’s see whether these traits are innate or acquired throughout life. Fortunately, there are numerous studies on this topic to lean on.

In studies conducted over the past decade that are still widely cited today, scientists have relied heavily on the statistical analysis of differences between pairs of twins to estimate the degree to which “leadership” correlates with genetic factors or life circumstances. The results show that the genetic component of taking on a leadership role is 30%, whereas the environmental influence is estimated at 70%. Other research in molecular genetics again involving twins estimated “the heritability of leadership role occupancy at only 24%.”

So, in general, leadership isn’t what we’re born with. Leaders—and especially outstanding leaders—grow over time through hard work and life experience.

However, depending on the leadership qualities and effort applied, one can get a leader of different scales: a soccer team captain, a company manager or a country president. If we look at this through the lens of business goals, the task of the company is to recognize leadership traits in team members and create conditions under which this set of qualities unfolds naturally.

Create a Space for Rational Risk

My recipe: Create an environment within the company in which employees who have only recently taken on a leadership position or are striving for it have the opportunity to make mistakes. To facilitate this, establish clear KPIs that measure intermediate stages of project implementation, allowing leaders to learn from errors and adjust their approach accordingly. Regular meetings should be held to review these KPIs, discuss progress and address any challenges. This will allow you to quickly halt a project if necessary to avoid significant losses. In such a system, team members can propose new approaches and strive for different results so the business doesn’t suffer.

Here are a few practical steps to support the development of leaders from within.

Create an atmosphere in which initiatives and new ideas are welcomed and encouraged. This motivates employees to be more active and propose fresh projects.

Cultivate leaders within the company by implementing a robust mentorship program that pairs less experienced employees with seasoned leaders to foster skill development.

Provide regular opportunities for advancement and professional growth, such as workshops, seminars and projects that challenge and expand teammates’ current skill sets.

Hire from your “alumni.” Invite former employees who have gained new experience in other companies to return to your team in new positions, enriching your corporate culture with fresh views and approaches.

Hire From Outside Or Grow Within?

This choice hinges on the company’s growth rate and current business tasks. Growing a leader from within may be preferable because they’ve already proven themselves. Sometimes, there’s an opportunity to invest in the future, preparing an employee to become a leader gradually, but other times, it’s necessary to solve a current problem quickly. In the latter case, companies might need to hire a manager from outside.

However, hiring a new person has its risks. For instance, they may not fit into the corporate culture. I believe being a successful leader is a combination of being in the right place at the right time and having the knowledge and experience needed. Sometimes, all the pieces of the puzzle match, but other times, you have to say goodbye to the manager after one or two reporting periods.

Balancing Leaders And Integrators

Tracking the number of leaders “grown” within the company can be useful for understanding trends and statistics, but it isn’t an end in itself. The balance between leaders and integrators in the team is important. Leaders are visionaries—they set the direction of movement and coordinate. However, if the number of leaders is too high, there’s a risk of creating a “company of visionaries,” which can lead to inconsistency of actions.

Should We Always Keep Leaders In The Team?

Now, the question of the economic feasibility of investing in growing leaders within the company becomes relevant. A n aphorism comes to mind: If you invest in people, you may risk losing them, but if you don’t invest in the team, you may lose the business.

I Power Seeds

Here are our takeaways and thoughts - pause and reflect, then nourish and grow!

Remembering that employees will eventually move on if they surpass the challenges of their current roles is crucial. This turnover is a natural aspect of business and can have a positive impact on the company and its workforce. Maintaining a healthy level of staff turnover is indicative of a company’s growth and evolution. Consequently, nurturing leadership within the organization is more than a mere task; it’s a strategic approach that propels us towards progress and development.

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Leadership Management Stories

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Farmers Restore Ancient Groves

by IPowerIdeas February 13, 2024

Farmers on Small Italian Islands Restore Ancient Groves and Local Production

Growers on Giglio Island and Capri are restoring centuries-old olive trees to revive a fading culture and protect unique island landscapes.

Italy’s small Mediterranean islands are treasure troves of natural and cultural wonders. Some, now known as popular holiday destinations, were once settled by peasants who practiced subsistence agriculture. Until the second half of the 20th century, it was common to find expanses of cultivated olive groves and active olive presses on most inhabited islets.

“I had been thinking for some years of running a farm with my family, but there was a bit of indecision because we already had another job,” he added.

“Eventually, I found great support in my wife Stefania Pellegrini and my cousin Emanuele Bancalà, and with them, I started to restore our almost 300 olive trees.”

Fewer than 1,500 people live year-round on the island, characterized by hilly terrain, steep terraces that slope toward smooth, pale granite cliffs, and a few sandy beaches much sought-after by vacationers during the warmest months.

“An olive mill has been operating on the island until the mid-1990s,” Bancalà said. “Our ancestors landed on these coasts between 1560 and 1570, and afterward, they were most likely engaged in olive farming.”

“Indeed, today, we are taking care of trees that have been passed down to us from our great-grandfather, who produced olive oil,” he added. “The company’s name is a tribute to him; Goffo is the nickname by which he was known in the village.”

“After having recovered our plots, we started asking fellow villagers if we could manage their lands through a rental agreement,” Bancalà said. “Our work has been highly appreciated, and several owners of olive groves ended up asking us to take care of their trees.”

“Today, this has become an important project for us since most olive trees are centuries old and represent a true heritage,” he added. “At the same time, we preserve the terraces and manage the land sustainably, using only organic fertilizers.”

Usually, the team carries out a drastic reform pruning of the trees to restore their vegetative-productive balance after years of neglect. They take two or three years to become productive again.

“We have cleaned up some plots where the olive trees could not even be seen since they were submerged by vegetation,” Bancalà said. “Moreover, some trees can grow eight meters tall. We prune them all according to the polyconic vase system and make them lower, up to a maximum of three meters. Those reformed a couple of years ago are starting to bear fruit again.”

The team now manages 750 trees and has planned field visits to evaluate the conditions of four new plots to take over in the coming weeks.

“The operations are not easy due to the steep slopes and irregularity of the terrain,” Bancalà said. “It is impossible to use vehicles, and the harvest is done by hand. Since some trees are even ten minutes walking distance from the main road where we park the van, carrying the bins full of olives can be quite strenuous.”

“Despite the difficulties, including the weather issues of the last few years, we maintained high-quality standards and achieved great results that repay all the efforts. Added to this is the awareness of the landscape and environmental value of our work,” Bancalà said.

“One day, while walking in the restored plots at the end of the work and commenting on the great results of the restoration, we came up with the idea of recovering all the abandoned lands of the area and the olive trees growing on them,” Lelj said.

“So far, we have succeeded in recovering about 30 hectares of groves, and we usually manage to restore one or two hectares every year,” Lelj said, specifying that they not only clean up the land, prune the trees and maintain the terraces but also plant new olive trees.

“We added approximately 700 trees to replenish the sparser orchards,” he said.

I Power Seeds

Here are our takeaways and thoughts - pause and reflect, then nourish and grow!

Just a “feel-good” story of being innovative and excellent management and leadership skills to turn a almost far-gone situation into one of renewed growth and prosperity.

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Leadership Team Building

8 Leadership Strategies for Maintaining Morale

by IPowerIdeas February 13, 2024

8 Leadership Strategies for Maintaining Morale in Tough Times

Rebuilding team motivation after business setbacks is a major leadership challenge

Most successful business leaders will tell you that their primary motivation is to “change the world” and to build something lasting, not to make a lot of money, while the conventional wisdom is that employees work for money, above all else.

From Leadership Lessons of the White House Fellows by Charles P. Garcia, summarizes that employees value having strong leaders, who incentivize them to do their best, just as much if not more than money does.

For action, he provides a list of principles for business owners and managers alike, derived from his first-hand discussions with some of the nation’s greatest leaders.

Energize your team.

Instead of being the type of leader who sucks the energy away from others, resolve to be the kind of leader who strives to bring passion and positive energy to the workplace every day. Your employees have just helped you pull your company through one of the nation’s worst economic periods. It’s time they had a source of positive energy.

There’s more to life than work.

Great leaders have deep reserves of physical, spiritual, and emotional energy, and that energy is usually fueled by a strong and supportive relationship with the people they love, regular exercise, a healthy lifestyle, and setting aside time for reflection.

Put your people first.

No organization is better than the people who run it. The fact is that you are in the people business–the business of hiring, training, and managing people to deliver the product or service you provide. If the people are the engine of your success, to be a great leader you need to attend to your people with a laser-like focus.

Act with integrity.

In a time when news reports are filled with the stories of private and public leaders who’ve acted inappropriately and have gone against the best interests of their employees or constituents, showing your employees that you value integrity can help motivate them and create a sense of pride for your organization.

Be a great communicator.

Leadership is influencing others, and this cannot be achieved without effective communication. If you’re struggling with communicating with your employees, first work on your ability to influence individuals by choosing impactful words to carry your message. Then you need to figure out how to communicate to a larger audience.

Be a great listener.

The most effective leaders are the ones who take the time to listen not just to their team members’ words but to the priceless hidden meaning beneath them. Remember that during good times and bad, sometimes your employees just need someone to talk to. Communicate to them that you are always waiting with open ears.

Be a problem solver.

Post a sign above your office door that reads, “Don’t Bring Me Problems. Bring Me Solutions.” Then set about the task of guiding each person on your team toward the goal of becoming a top-notch problem solver during this crucial period.

Lead through experience and competence, not through title or position.

Mentor your employees, encourage them, and make partners out of them, and your organization is sure to benefit. If you want to survive the tough economy, that’s exactly the kind of leadership motif you need for your organization.

I Power Seeds

Here are our takeaways and thoughts - pause and reflect, then nourish and grow!

The core tenets of effective leadership remain constant regardless of circumstances, whether in times of prosperity or adversity. However, in times of constraint, adhering to these principles becomes even more crucial as they can make the difference between triumph and defeat. It is imperative to begin inspiring and rallying your employees by implementing these fundamental principles now. By doing so, your team will help you through the forthcoming challenges.

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Leadership Stories

Dolly Parton’s Secrets to Success

by IPowerIdeas February 12, 2024

Dolly Parton’s Secrets to Success

Hard Work, Delegation, and Personal Style

Here is a summary of Dolly Parton’s journey to success, her hands-off management style, and the role of personal style in the workplace.

Dolly Parton, the legendary singer, and savvy entrepreneur has built an empire that extends far beyond her music. In a recent interview with Bloomberg, the 78-year-old icon shared her secrets to success, management style, and the importance of appearance in the workplace.

The Power of Hard Work and Delegation

Parton’s journey to success is rooted in hard work, determination, and a keen ability to delegate. The singer-turned-businesswoman manages an impressive portfolio of ventures, including Dollywood Theme Park, Doggy Parton pet apparel, and a fragrance brand. Despite her extensive wealth, Parton maintains a hands-off management style, trusting great people to run her various businesses.

“I believe in finding smart people and letting them do their jobs,” Parton said. “I like to be creative and come up with the ideas, but I rely on my team to handle the day-to-day operations.”

A Blend of Intuition and Higher Wisdom

When it comes to managing senior executives, Parton values creativity, instinct, and higher wisdom. She trusts her gut when making important decisions and believes in letting people show themselves, whether they are a good fit for their roles or not.

“I think it’s important to listen to your instincts and not be afraid to make changes if something isn’t working,” Parton explained. “I’ve learned to let go of people who aren’t the right fit for their roles, and I rely on my faith to guide me in making the best decisions for my businesses.”

Dressing for Success

In addition to her business acumen, Parton is known for her signature style and appearance. She believes that looking the part is an important aspect of success in the workplace, but encourages employees to add their personal flair to their attire.

“I always say, ‘You should look like a woman and think like a man,'” Parton said. “But that doesn’t mean you have to sacrifice your personal style. I encourage my employees to follow the dress code, but also to be comfortable and bend the rules a little bit.”

In conclusion, Dolly Parton’s success story is a testament to the power of hard work, delegation, and intuition. By surrounding herself with great people, trusting her instincts, and valuing creativity, Parton has built an empire that continues to thrive. And when it comes to appearance in the workplace, Parton encourages employees to find a balance between professionalism and personal style.

I Power Seeds

Here are our takeaways and thoughts - pause and reflect, then nourish and grow!

I have always been a fan of hers and all that she stands for. Her business acumen is matched to her passion and drive that makes her incredible innovative and successful. She provides an invaluable example of an ideal leader.

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Why Hope is the Overlooked Leadership Trait

by IPowerIdeas February 3, 2024

Why Hope is the Overlooked Leadership Trait that Makes Organizations Thrive

Being a hopeful leader and moving forward with a clear vision can make your team’s and company’s future better and give you some ideas on how to do it.

Key Takeaways

Individuals with high levels of hope have more goal-oriented strategies than those with low levels of hope.

Hopeful leaders acknowledge the challenges they face and those they lead, but they are motivated and hopeful that they can collaboratively find a solution.

A common question among leaders and organizations is, “What type of leader is the most effective at helping organizations thrive?” Often, the focus is on clear leadership traits, such as emotional resilience, courage and patience. These traits are critical to the success of a leader, but there is one overlooked trait that can help propel good leaders to becoming great leaders. A trait that can help organizations thrive, especially in the current climate of rapid change and uncertainty, is hope.

One of the best and clearest definitions of hope, from the Cambridge dictionary, is “to want something to happen or to be true, and usually have a good reason to think that it might.”

That second part, having good reason to believe that something good can happen, is what sets hopeful leaders apart from optimistic ones. It’s obvious that pessimist leaders are demotivating to the individuals they lead because they focus on challenges, not solutions. What is less obvious, however, is that optimists are also ineffective leaders. Optimists focus on the positive but tend to overlook or de-emphasize the reality of the challenges they and their teams face. Surprisingly, like pessimists, optimists fail to focus on solutions because they believe everything will work out without focusing on how they will make that happen.

Hopeful leaders, as this definition implies, acknowledge the challenges they face and those they lead, but they are motivated and hopeful that they can collaboratively find a solution. Leading with hope allows leaders, and thus their teams, to imagine a better future. This positive but realistic outlook creates energy that can push the team towards finding solutions to their problems and reimagining how work can be done more efficiently, effectively, and enjoyably.

So, how do you become a more hopeful leader? Here are six quick tips:

Name the problem or obstacle. As a hopeful leader, you must first acknowledge a problem to be fixed or an obstacle to overcome.

Create a viewpoint of possibility or hope. Next, you must bring a spirit of “possibility” that you and your team can figure the problem out. The key to ensuring this viewpoint is hopeful, and not just optimistic, is to clearly articulate that you may need to iterate to find solutions and state why the solution is likely to work. It’s essential that those being led feel confident that a solution is indeed possible.

Set clear goals and action items to execute that vision. After making it clear, a solution can be found, and clear goals and action items on how that problem will be addressed or that obstacle will be overcome can be set. Making these SMART goals (Specific, Measurable, Achievable, Relevant, and Time-Bound) is best.

Implement those goals/action items. Next, you must implement the solutions. Make it clear that this is the first attempt or iteration on the path to success, of which there may need to be many.

Keep trying until the problem is solved or improved (make multiple iterations). If the first set of goals doesn’t work, it’s important to call it quits when needed and then move on to the next solution. A hopeful leader is very good at taking alternate paths when the way forward isn’t working and clarifying that there is still a way forward, even if it requires a bit of trying.

Celebrate successes. Of course, you should celebrate achieving the larger goal, overcoming the significant barrier or obstacle, and finding the ultimate solution. But also celebrate the small successes along the way to keep the team motivated to keep iterating to find solutions.

Remember the power of being a hopeful leader and moving forward with a clear vision that you can make your team’s and company’s future better and have some ideas on how to do it.

I Power Seeds

Here are our takeaways and thoughts - pause and reflect, then nourish and grow!

Hope as a leadership trait inspires resilience and optimism, enabling leaders to envision a better future and motivate their team to overcome challenges and pursue shared goals with persistence and determination.

Related Books and Resources

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20 Essential Soft Skills Leaders Should Build In The Workplace

by IPowerIdeas February 3, 2024

20 Essential Soft Skills Leaders Should Build In The Workplace

As the workplace continues to evolve with advancements in technology, so too are the skill sets demanded by employers seeking top talent. While technical expertise matters, interpersonal soft skills are becoming more important than ever for professional success.

Here, 20 Forbes Business Council members discuss the soft skills that will be increasingly valuable and practical strategies professionals can employ to cultivate and sharpen these skills. Whether you’re a seasoned executive or just starting your career, understanding and working on these skills will be crucial to thriving in the workplace.

Reverse Mentorship

Part of being a leader means cultivating next-level leaders while also remaining open to learning from them. If you have the ability to upskill through exposure to diverse opinions, then you will be able to keep up with evolving market and workplace dynamics as different generations enter the workforce and change business expectations. – Afshan Hussain, Havas Health & You

Continuous Learning

One crucial soft skill for the future workplace is continuous learning. Professionals can cultivate this skill by adopting a growth mindset, seeking feedback, staying curious, embracing experimentation and developing adaptability. Continuous learning also involves the ability to unlearn ingrained concepts and learn from scratch, challenging assumptions that may have seemed written in stone. – Mila Smart

Dignity and Respect

Dignity and respect are valuable soft skills for the workplace of the future. Surprisingly, it’s still in short supply. I see people being disparaging to those they disagree with all the time. Kindness is chemistry, and these behaviors are the gateway into the human brain. When you demonstrate dignity and respect consistently and predictably, those on the receiving end will build a relationship around your needs. – Robert M. Donaldson, Collaborative Strategies Consulting Inc.

Empathy

Demonstrating empathy can strengthen staff relationships, promote trust and understanding and create an inclusive and supportive environment. It encourages staff to share ideas, increasing morale, innovation and productivity. Leaders can cultivate empathy through active listening, encouraging open dialogue and displaying empathy in their actions and words. – Ryan Adams, GeoLinks

Verbal Communication

Verbal phone skills are valuable skills! It’s surprising how many younger employees are uncomfortable making phone calls compared to email or texting. Our customers want to speak with us on the phone. Communication style and methods have changed over time, but professionals need to know how to have a clear phone voice, patience, good listening and strong verbal communication skills. – Nasutsa Mabwa, ServiceMaster Restoration By Simons

Resilience

The world will continue to evolve, so those who develop the resilience to overcome obstacles will succeed. To build resilience, focus on building a trusting relationship with your boss and co-workers. Those relationships are key to resilience because no one accomplishes anything alone. Having someone you can depend on is key in challenging situations. – Liz Haberberger, Dale Carnegie Missouri

Self-Awareness

Have a keen sense of self-awareness. An unfiltered understanding of your strengths, weaknesses and areas for improvement will take you far. This self-awareness allows you to make informed decisions about your professional development and adapt your approach as needed. This makes you able to accept constructive criticism and focus more clearly on goals and areas of improvement. – Elizabeth A. Douglas, Esq., Douglas Family Law Group

Active Listening

Design, analysis, product and service development and delivery all depend on understanding what people want and need. The best way to collect that data is active listening. This means being able to assess not only what is being said but the tone, intonation and body movement, which all are key parts of communication. – Gary Romano, Civitas Strategies

Adaptability

Adaptability is a crucial skill. The only thing constant in business is change. This could be anything from technology to leadership changes and everything in between. Whatever change it may be, the key is to take the time to understand what the changes are so you can quickly go through the change curve and embrace the change in front of you. By doing this, you can position yourself as a valuable asset. – Sherry Taylor, Office Depot

Communication and Collaboration

The essence of leadership will be leading diverse teams with a strong focus on communication and collaboration—skills often seen in women leaders. However, societal biases still favor traditional views of leadership as aggressive and tough, which are traits typically associated with men. We’re committed to reshaping these perceptions and championing a more effective leadership model. – Julia Rafal-Baer, ILO Group

Emotional Intelligence

Emotional intelligence will be crucial in the future workplace. It involves empathy, self-awareness and interpersonal skills. Professionals can cultivate it by practicing active listening, understanding different perspectives and regulating their own emotions. – Tomas Keenan, Step It Up Academy

Self-Regulation

We are frequently triggered in business. As we work with people who are different from us, many of us have the responsibility of leading them. An essential interpersonal skill to develop is self-regulation. Our ability to be self-aware enough to know that we are being triggered and then choosing to manage our tone, facial expressions, body language and energy is key. Self-regulation also increases credibility. – Bill Dickinson, C3 Leadership

Self-Reliance and Autonomy

Self-reliance and autonomy will be crucial soft skills in the future workplace, especially as the world shifts towards remote work. Professionals can cultivate this by setting personal goals, managing their time effectively and continuously learning to solve problems independently. – Nick Zviadadze, MintSEO

Anger Management

The most important skill is anger management. The workplace of the future will undoubtedly become more diverse, attracting many unique humans with different experiences and resources. These cultural differences may cause conflicts to occur. Therefore, it is most important to control your own emotions while being considerate of the other person’s feelings. – Karita Takahisa, UNIFY PLATFORM AG

Video Chat Behavior

Video meetings are here to stay! Professional video chat behavior, like proper camera setup, looking into the camera instead of the corner of your screen and great lighting, make all the difference. Book a session with a career coach or search YouTube for resources on how to improve your video chat skills. – Emily Reynolds Bergh, R Public Relations Firm

Vulnerability

Vulnerability creates trust, and trust is the currency of leadership and inspiring others to do great work. It doesn’t mean spilling your heart on everything and crossing professional boundaries, but it does mean recognizing the humanity in others and drawing out the best in others by “going first” to build a culture of trust. – Jason Murray, Fringe

Work Ethic

I think in an ever-changing labor market where employees are becoming more assertive when it comes to what they want, one soft skill that employers will value the most is work ethic. The ability to turn up and do over and beyond what is required will be a big game-changer in a world where quiet quitting has become the norm. – Erik Pham, Health Canal

Compassion

Compassion will be increasingly important as our country struggles through issues like health care costs and access, a broadening wealth gap, housing affordability, education costs, automation and all the other factors that make stress a limiting factor in the workplace. People are people, not “resources,” and seeing them as such is critical for restoring dignity and commitment to work. – Cameron Deemer, DrFirst

The Ability to Connect with Others Digitally

The ability to form true, connected relationships with others through a virtual platform is going to be a superpower. Teams are getting more and more spread out, so people are going to have to be prepared to achieve connection digitally. Leaders who are real and vulnerable can create enough safety to openly discuss the reasons why their teams aren’t naturally getting better results and progress. – Alex Cooke, Phase 3

Initiative

I love people with lots of initiative who are self-aware enough to really align and ask “why” questions before they run with something. Initiative absent of alignment can often create a lot of rework, and time is money. – Courtney Folk, Renewal Logistics

I Power Seeds

Here are our takeaways and thoughts - pause and reflect, then nourish and grow!

As leaders we don’t naturally or innately have these soft skills. Through seeds and cultivating, leaders can grow their soft skills.

Related Books and Resources

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Breaking Out of the Matrix

by IPowerIdeas February 3, 2024

Breaking Out of the Matrix

How to Take Control of Your Life and Create a More Fulfilling Future Find freedom and fulfillment by embracing new paths and opening your mind to abnormal experiences.

Key Takeaways

Recognizing and embracing life’s abnormalities, or “glitches,” can lead to new opportunities and a more fulfilling future.
Making small, intentional changes in routine behaviors can result in liberating and significant life transformations.

Plea

Breaking out of the matrix sounds like fun, but what exactly is the matrix anyway? Maybe you’ve seen the film The Matrix (and if you haven’t, I am judging you), and it felt a little too abstract or other-worldly to relate to. You can think of the matrix as a set group of things that affect the way situations develop.

In our lives, we may hear the phrases, “It’s my lot in life” or “That’s just the way it is” to describe situations that we feel are out of our control. I know I’ve felt that way before — like the hand I was dealt is all I have to work with. But if you’re familiar with the film, you’ll recall that Neo, the protagonist and Chosen One, began to experience glitches, or moments of clarity and reality that were out of the norm.

Don’t get too excited; we won’t be catching bullets mid-air any time soon. But I want to encourage you to consider the abnormalities in life and to embrace new paths for a more freeing future as an entrepreneur, business leader and — most importantly — as a human being.

The Mundane

Think for a moment about what your typical day looks like. Then a typical week. And finally, a typical month. Do you notice any patterns? Habits? Do you wear the same outfits like a cartoon character every day? Sometimes I feel like Wednesday Addams with the amount of black I wear. Do you drive the same route to work and stop at the same coffee shop? Do you end up having the same conversations and small talk with people you see regularly? Here’s the point: When we aren’t thinking too deeply about the things we do, we end up repeating them over and over again.

As author and neuroscientist, Joe Dispenza explains, the same thoughts lead to the same actions, which lead to no new or significant changes. You don’t have to think when you’re in the matrix of life. In fact, the matrix doesn’t want you to think.

Get Glitched

When I think of glitches, I used to associate them with something going wrong or awry. “My car engine isn’t working, it’s glitching.” “My laptop is glitchy.” Or, a regular for me when I stumble over my words: “My mouth is glitching.” But ever since I’ve opened my mind to abnormal experiences, I view glitches simply as little moments that seem odd or curious and need attention.

For example, if a stranger strikes up a conversation with me about a recent book or author I’ve just started reading (true story), that feels like a glitch in the matrix. Something broke through in that moment and connected us in a strange way. Another time, I was cleaning out an old wallet and found a Health Savings Account (HSA) debit card from two jobs ago, and I happened to log into my account — surprised it was still active — and discovered hundreds of dollars just sitting there. Thirty minutes later (remember, this is also a true story), I got a call from a medical provider whose first question was, “Do you have an HSA account that can cover this expense?” Glitch? Well, some might call it synchronicity or luck or divine intervention.

But it’s moments like these that are out of the ordinary and indicate, at least to me, that there’s been a breakthrough. The key to these experiences is to ride with them. Embrace them. Don’t shrug them off as weird instances (but they are weird, I 100% agree). This is where the magic happens.

Not the Magic Kingdom, but Still Magical

Let’s take a moment to pause here. You don’t have to believe in magic. Or miracles. Or anything in the realm of the intangible. But if we want to see an undeniable change in our lives, a “quantum flip” if you will, we must be open to the mystery of the magical. These are the stories we love to read about: the person who faced multiple tragedies and later became a world-famous movie star (Keanu Reeves in case you were wondering).

Perhaps in your personal life, you’ve witnessed a loved one turn their circumstances around to experience a fulfilling, exciting life. We may ask how it happens. Well, it happens in those moments of fear, anxiousness and hesitation. It happens in those moments when you just go for it. When you take a wrong turn or when you pick a new coffee shop, unafraid of doing something different, and you allow whatever is around the corner to happen. Life is waiting for you to shake it up.

Be Freed

These moments are small, seemingly insignificant decisions that could totally free you from the matrix. In my life, I’ve experienced quantum flip moments many, many times. One in particular was when I made the tough decision to quit a fairly stable but problematic job. The decision was made without a backup plan, and it put my family in a one-income situation that scared me. Within two weeks, however, my lost income was more than made up for with the small business my husband and I operated.

I took a leap, and it liberated me. I felt freed. I felt a trust within myself I had never felt before. And that trust is really a major point in this piece of written content. I want whoever is reading this to be freed. Freed from the stress of your high-paying but miserable managerial position. Freed from the burdens of financial forecasting or debt you’re taking on as an entrepreneur. Freed from the fear of what to do next or of not doing anything at all and becoming complacent.

Author’s Summary

Whatever being freed from the matrix means for you, whatever your desire is, I hope with all my heart you find your freedom. It starts small, so small. But believe me, however small you think your start is, the payoff is huge. Switch things up. Take a new route to work tomorrow. Wear your hair differently. Say hello to a stranger. Quit your job and hop on a plane. This life we live is full of surprise and mystery, and the best part is that it isn’t only for a select few. It’s for us all. And if your “lot in life” sucks, pick a new lot. We only have one life to live. Don’t you want control over yours?

I Power Seeds

Here are our takeaways and thoughts - pause and reflect, then nourish and grow!

This is a powerful article and one that we can all relate too. How many times in your life have you gone out of your comfort zone or embraced these “crazy moments” or “glitches” and come out on the other side feeling great?! But too often as the author notes, we ignore those “glitches” and go the safe route. Push yourself and trust your instincts and go out of your comfort zone. You will have a more joyful and fruitful life.

Related Books and Resources

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Featured Leadership

Master the Art of Storytelling with ChatGPT

by IPowerIdeas January 1, 2024

5 ChatGPT prompts to master the art of storytelling

A story is a simple and compelling way of communicating information. Stories transcend language and generations to be retold for decades. In your business, stories generate team buy-in and customer loyalty. They make prospects want to buy and journalists want to write about you. But is your story worth retelling? Without practicing the art of sharing your story, you could be missing a trick.

Get good at sharing your story by becoming a master in telling it. Hone this skill to unlock more opportunities for growth. Let ChatGPT turn you into a storytelling pro. Copy, paste, and edit the square brackets in ChatGPT, and keep the same chat window open so the context carries through.

Unlock the full power of storytelling in your business with these ChatGPT prompts (click the PowerPoint deck below). Understand your audience to ensure your message resonates deeply. Craft a story that’s felt, not just heard, and bring it to life by evoking emotions and appealing to all the senses so you’re unforgettable. Finally, refine your delivery, turning weaknesses into strengths for maximum impact on every listener in front of you. Practice this once then repeat for every audience. Train the skill of storytelling until it comes naturally, so your stories become powerful tools of engagement and influence. Your journey to becoming a master storyteller starts right here.

I Power Seeds

Here are our takeaways and thoughts - pause and reflect, then nourish and grow!

Storytelling is an influential skill to include in your toolbox, and as with any skill, regular refinement and practice can greatly enhance its effectiveness within your leadership approach.

Additional storytelling content:

Storytelling Can Build Strong Teams – Part 1 and Part 2

Related Books and Resources

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Measure Things That Makes Sense

by IPowerIdeas December 21, 2023

Measure Things That Make Sense: 6 Data Points Every Leader Should Master

What matters most? What data should you be measuring to make a huge impact?

1. Provide a common language.

Language might seem like a silly thing to measure. But it also may be the most important thing you can track. Are we all understanding the words we use in the same way? Companies are finding ways to provide all employees with the exact same definitions to the exact same words. It’s important that your teams are understanding the same definitions of words as you do.

2. Be only sincere.

Yeah, I understand ‘sincere’ sounds cliché and overcooked. It’s a concept we all understand, yet many (people and organizations) find so difficult to practice. Whether it’s an engagement program, recognition program, or team-building exercise, many employees just don’t believe in sincerity anymore. What’s the issue? Employees aren’t actually believing that their employers honestly care about their wellbeing. If we don’t all start practicing sincerity, people won’t believe any of us about any positive steps we try to take.

3. Understand your impact on the actual recipient of your work.

While many companies, teams, and leaders measure outward-facing data points (sales, customer satisfaction, etc.), many don’t measure internal data points. Yeah, as a leader you might be tasked with performance reviews. But what if that employee’s work doesn’t personally impact you? For example, what if a certain designer is always late at presenting a sales deck to the sales representative who requested it? As a leader, you might simply assume the presentation wasn’t a success. Ask yourself who the recipient of your work is and start tracking the way in which they receive it.

4. Know what failed and discover why.

This might seem like an obvious thing to track—failure. However, the word ‘why’ in this bullet point is the important aspect. For example, if your employee engagement scores are low, you might try to increase them by giving employees more reasons to engage. Makes sense, right? Wrong. If you can’t figure out what’s causing low engagement to begin with, you might be spending pointless resources on a program that won’t work. And if you continue to try to solve the result of a different issue, you’ll just be running in circles.

5. Know what succeeded and always question how it could have been better.

This might sound harsh and like I’m not endorsing celebration. I’m a huge fan of celebrating wins. Celebrate the success, but continue to seek ways to improve—cutting costs, improving efficiency, delighting customers, and keeping your teams excited about the next great achievement you’ll accomplish together. Perfection isn’t a goal. Constant improvement is. Measure the small wins.

6. Focus on improving the wellbeing of yourself and the people around you.

Some people may need a ride to clear their head and get their heart thumping. Some might desire a snowy race down a steep ski hill. Others may enjoy watching a beautiful sunset. And others might prefer a spirited argument. The point is, we are all different. What does that mean? It means if we want to measure things that improve ourselves and the people around us, we need to start measuring the wellbeing of each individual person. We need to know people for who they really are, and we need to care about improving their lives.

I Power Seeds

Here are our takeaways and thoughts - pause and reflect, then nourish and grow!

Brief but valuable article.

Related Books and Resources

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4 Proven ChatGPT Leadership Prompts

by IPowerIdeas December 20, 2023

4 Proven ChatGPT Prompts to Transform Your Leadership Style

Level up your leadership game at work with these effective ChatGPT prompts!

Leadership is an essential trait, especially for entrepreneurs and business leaders. Whether it is strategic decision-making or delegating tasks, having strong leadership skills is a beneficial pursuit. But everyone has a unique style of leading a team and making things work. So, if you are looking for methods to improve your leadership skills, ChatGPT is a great resource to rely on.

To access these prompts, you’ll need to create an account, which we highly recommend. Signing up is free, and by entering the questions along with your responses, you can gain valuable insights into your leadership style. Remember, self-awareness is a key component in recognizing your strengths and developing your unique leadership style.

I Power Seeds

Here are our takeaways and thoughts - pause and reflect, then nourish and grow!

In this post, we’re excited to present several ChatGPT prompts designed to enhance your leadership understanding and abilities. Included in the accompanying PowerPoint presentation are two out of four selected ChatGPT prompts and responses. These chosen prompts are particularly beneficial, offering distinctive perspectives and insights that can help you refine your leadership approach.

Related Books and Resources

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Books Leadership

Come Up For Air

by IPowerIdeas December 18, 2023

Want to read a fresh look and perspective on becoming more efficient and effective? This is a valuable book with insights and tips to help increase efficiencies in work flows that resonates with common sense and logic while Sonnenberg’s suggestions and proven recommendations reduce waste and costs. Check it out!

“Come Up for Air: How Your Team Can Leverage Systems and Tools to Stop Drowning in Work” by Nick Sonnenberg is a guide aimed at businesses and teams who are struggling with inefficiency and overload.

The book primarily focuses on the following key points:

Diagnosis of Common Workplace Issues: Sonnenberg identifies common problems in modern workplaces, such as over-reliance on meetings, email overload, and inefficient communication and project management practices.
Introduction to the CPR Framework: The core of the book is the CPR Framework, which stands for Communication, Planning, and Resources. This framework is designed to help teams streamline their operations.
- Communication: Strategies are provided to improve internal communication, reducing email clutter and meeting inefficiencies.
- Planning: Focuses on effective project management and task prioritization, helping teams to work on what matters most.
- Resources: Covers the optimal use of tools and resources, including the adoption of technology to automate and streamline work processes.
Implementation Strategies: Sonnenberg offers practical steps for implementing the CPR framework in any organization. This includes tips on choosing the right tools and technologies and customizing them to suit specific team needs.
Real-world Examples and Case Studies: The book includes examples from various companies that have successfully implemented these strategies, providing readers with real-world context and practical insights.
Focus on Culture Change: Emphasis is placed on the importance of fostering a culture that embraces continuous improvement, efficiency, and effective collaboration.
Long-term Sustainability: Sonnenberg also discusses ways to maintain these systems over time, ensuring that the improvements are sustainable and adaptable to future changes.

Overall, “Come Up for Air” is a practical guide for teams and organizations looking to improve their productivity and efficiency through better systems and tools. It’s especially relevant for those who feel overwhelmed by the pace and volume of modern work.

He recommends Asana as a work management tool.

I Power Seeds

Here are our takeaways and thoughts - pause and reflect, then nourish and grow!

We don’t want to provide spoiler alerts, so here are just a few notable points from the book to pique your interest.

Sonnenberg’s book offers a fresh perspective on enhancing meeting productivity. It’s packed with innovative tips to streamline meetings, save time, and reduce costs due to inefficiencies. For instance, it suggests empowering team members to opt out of meetings where they can’t add value. It also points out how people tend to fill a meetings scheduled time with unnecessary discussions. Synchronous communication is another key recommendation for more effective collaboration, steering clear of ineffective meetings.

The book’s insights are echoed in EOS, underscoring their importance.

I recently had a personal experience that illustrates these points. Someone proposed a 30-minute meeting with me and another colleague, but I suggested a quick Teams chat for efficiency. Despite this, a meeting was insisted upon, which concluded in just 5 minutes – a clear indication that a chat would have sufficed. This is one of the challenges many of us face is the culture of “we have always done it this way” (booking meetings) as well as a culture of not embracing technology to streamline and improve workflows.

Another common scenario, that we are sure you can relate to, is when meetings ending early, with the host remarking about ‘giving back time’. This, as Sonnenberg notes, is a symptom of inefficiency, leading to financial losses and reduced productivity.

Sonnenberg advocates for a test: reducing meeting times by 15 minutes, using agendas and collaboration tools like Teams, and then assessing the annual cost savings. This approach, along with transitioning to a Pull vs Push communication strategy, can significantly reduce the ‘data scavenger hunt’ that consumes valuable time. His staggering examples encourage readers to evaluate these strategies in their own workplaces.

After applying these methods myself, I shared a 5-minute summary and demonstration where I received significant positive feedback and interest in the book. Here is the PPT.

In conclusion, this book is a must-read for anyone looking to optimize their workplace efficiency.

Related Books and Resources

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KPIs vs OKRs (Series Part 3) – Which One Should You Use?

by IPowerIdeas October 6, 2023

KPIs vs OKRs (OKRs Part 3) – which one should you use?

Key Performance Indicators (KPIs) and Objectives and Key Results (OKRs) are both performance measurement frameworks used by organizations to track progress and achieve their goals, but they have some key differences:

1. Purpose:

o KPIs: KPIs are used to measure the performance of an organization, team, or individual against specific, predetermined goals or benchmarks. They are often used to monitor ongoing business operations and track how well an organization is performing against its strategic objectives.

o OKRs: OKRs are more focused on setting and achieving specific, measurable objectives and results. They are typically used to align teams and individuals with the strategic priorities of the organization and drive progress toward ambitious goals.

2. Structure:

o KPIs: KPIs are often quantitative and can be lagging indicators. They provide a way to measure outcomes and results based on historical data.

o OKRs: OKRs consist of Objectives, which are qualitative and ambitious goals, and Key Results, which are specific, measurable, and time-bound milestones that indicate progress toward the objectives. OKRs are typically forward-looking and encourage a focus on outcomes.

3. Scope:

o KPIs: KPIs can be used at various levels of an organization and are often tied to specific departments or functions. They are useful for ongoing performance measurement.

o OKRs: OKRs are typically set at the organization, team, and individual levels, with a strong emphasis on alignment. They are usually set for a specific time period (e.g., quarterly) and are meant to be more agile and adaptable to changing priorities.

4. Frequency:

o KPIs: KPIs are often reviewed on a regular basis (e.g., monthly, quarterly) to assess ongoing performance.

o OKRs: OKRs are typically reviewed more frequently, often on a weekly or bi-weekly basis, to ensure teams stay on track toward their objectives.

5. Ownership:

o KPIs: KPIs can be owned by specific departments or individuals responsible for specific aspects of the business.

o OKRs: OKRs often emphasize collective ownership and alignment, with teams working together to achieve shared objectives.

In many organizations, they use a combination of both KPIs and OKRs to strike a balance between measuring ongoing performance (KPIs) and driving ambitious, outcome-oriented goals (OKRs). The choice between KPIs and OKRs depends on an organization’s specific goals, culture, and the need for agility in responding to changing circumstances.

I Power Seeds

Here are our takeaways and thoughts - pause and reflect, then nourish and grow!

This three-part series will help you figure out which framework works best for you and your organization. This third part provided the seed to help identify whether to us OKRs or KPIs. Let us know which one you choose.

If you had any thoughts, let us know below in the Comments section.

Hope you enjoyed the post.

Related Books and Resources

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The Power of OKRs (Series Part 2) – Implementing a Framework

by IPowerIdeas October 6, 2023

The Power Of OKRs (OKRs Part 2) – Implementing a Framework That Insures Employees Work Together On What Is Most Impactful

First created in the 1970s by Andy Grove and later popularized by John Doerr in his book Measure What Matters (link below), OKRs (objectives and key results framework) can help any organization to enforce a systematic, disciplined process that makes sure employees are working together on the most important actions that will impact the organization. This system encourages employees to focus on what’s vital rather than what’s immediately in front of them. A properly implemented OKR system makes sure that the crucial tasks that will move the business forward get finished first before employees focus on less important activities.

Many of today’s most successful companies regularly use OKRs, including Google, which has been using the framework since the beginning. This shouldn’t come as a surprise — Doerr was one of the company’s earliest investors. In addition to Google, many other well-known companies use OKRs, including LinkedIn,  Twitter, Dropbox, Spotify, Airbnb, and Uber.

Do I need OKRs?

OKRs are helpful for most organizations, independent of size, industry, or organizational structure. Here are a few questions to ask yourself to determine if OKRs would be helpful to your business:

Are your teams poorly aligned? Are there evident silos between groups?
Do you suffer from low or inconsistent employee engagement?
Do your projects often have unclear outcomes or objectives?
Do you lack a clear process to determine what a project’s objectives should be?
If you ask your employees what they accomplished last month, will you likely get a list of tasks they’ve completed rather than results obtained?
If you ask your employees what the company accomplished that moved it forward last quarter, would you get mostly blank stares?

If you answered “yes” to any or all of these questions, introducing OKRs to your organization may be just the thing you need to resolve these problems.

Common OKR traps and mistakes

When implementing OKRs, there are some common mistakes people make that can set you up for failure.

Problems occur when a leader organizes a companywide meeting and announces, “We’re going to start using OKRs,” but then fails to provide guidance to the organization on how to develop OKRs and actually make proper use of them. Each team or department then goes off independently and tries to figure out what is expected of them.

Unfortunately, what typically happens next is that each silo in the organization continues to operate as a silo. Different groups make assumptions about the expectations of other groups and build them into their plans. When they are not able to successfully deliver on those plans, they claim it’s because the other team didn’t do what they needed them to do.

When OKRs are created in silos, you do nothing more than strengthen the negative aspects of those silos.

It’s easy to fall into various OKR traps that make them not useful, not attainable, or simply irrelevant.

Here are six common OKR errors (traps) to avoid:

Trap #1 – Confusing committed and aspirational OKRs.

You need both committed OKRs (those that are mission critical to the company’s success) and aspirational OKRs (those that stretch an individual or team to do better). It’s important that these two types of OKRs be identified as such. Otherwise, if someone thinks a committed OKR is merely an aspirational one, they won’t be as fully driven as they need to be to achieve it. In addition, if someone believes an aspirational OKR is actually a committed one, they may put excessive effort into meeting the objective, and either miss other, more important objectives, or become disillusioned with the process.

Trap #2 – Developing “business as usual” OKRs.

If your OKRs simply define what steps your company is already doing, then they aren’t useful to help you grow or inspire change in your company. You can’t desire a change or growth in the company but have OKRs that simply outline your current results. Don’t define an OKR that says, “Have at least as much revenue as last year” when what you really need is to grow revenue by 25% this year.

Trap #3 – Crafting timid aspirational OKRs.

Aspirational OKRs are useful for encouraging growth and stretching the bounds of your company. If you are timid in defining your aspirational OKRs, you won’t be stretching your bounds. Almost by definition, only some of your aspirational OKRs should be achieved. If you are constantly meeting all of your aspirational OKRs, you are not “aspiring” high enough.

Trap #4 – Sandbagging.

Setting an OKR that is very easy to achieve is not useful to you or your company. Your OKRs need to establish true goals, and not reflect an easy-to- accomplish challenge. If you are planning on building 20 new features this year, don’t set an OKR that says you will build “at least 10 new features.” Sandbagging helps nobody.

Trap #5 – Setting low-value objectives.

OKRs should be your most important goals. Don’t establish OKRs for every metric you monitor, and don’t establish OKRs for low- value objectives. Setting an OKR for the number of customers that use the new settings menu on your toolbar isn’t important unless increasing the use of that menu is an important goal for the company.

Trap #6 – Pursuing a siloed implementation.

OKRs must represent a cross-functional view of your company, and must be implemented, refined, approved, integrated, and adopted in a cross-functional manner. Implementing OKRs within silos, without visibility across them, is a quick way to create tension and result in organizational failures.

Next steps: How do I get my organization behind an OKR approach?

When you start the process of implementing OKRs, you must first decide at what level to implement them. For OKRs to be truly successful, they have to be implemented at the highest possible level of the company and cascade down from there to the rest of the organization. This is essential, but very few people can influence an entire organization, especially a large one.

If you are the CEO or founder of the company, then you can and should drive the OKR initiative from the top, where it will have the most positive influence on the rest of the company.

If you are a CPO, a GM, or VP of a group or organization, or even a director or senior manager, you can implement OKRs in your area of influence. But the need for cross-departmental communication doesn’t go away even if the sphere of OKR implementation is smaller. You need feedback review processes and other communications channels with the groups outside of your implementation bubble in order to enable the needed cross-functional alignment.

Here are the essential steps to get started:

Determine the highest level within the organization that you have influence over, and at which you can implement the OKR process.
Establish the OKR process with the leaders at this level of the organization. Then put the processes in place to cascade them down the organizational chain.
Create review and feedback processes that reach out cross-functionally from your implementation bubble so that other teams have input and feedback into your process.
Publish your OKRs within your group, and globally outward to the rest of the organization.
Review and revise your OKRs as necessary. It’s good to review them weekly or monthly, and then update them quarterly or annually (as your business needs require).

If you can only implement OKRs in a relatively small corner of your company, that does not negate their value. Just remember that the impact of what you do extends beyond your group, and you need to listen and respond to requirements that are provided outside of your more limited OKR process. If you do that successfully, and OKRs help improve your part of the organization, the effect will be felt outside of your group—and you just might be responsible for creating positive change across the entire company.

I Power Seeds

Here are our takeaways and thoughts - pause and reflect, then nourish and grow!

This three-part series will help you figure out which framework works best for you and your organization. The second part provided some valuable insights of traps to avoid as well as ways to get your started.

If you had any thoughts, let us know below in the Comments section.

Hope you enjoyed the post.

Related Books and Resources

Click on any of these books and grab them off Amazon or click one of our website resource links.

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Brief Summary of OKRs (Series Part 1) – What are They?

by IPowerIdeas October 6, 2023

A Brief Summary of OKRs (OKRs Part 1) – What are They?

Objectives and Key Results (OKRs) is a goal-setting framework widely used in organizations to drive focus, alignment, and accountability.

In essence:

Objectives (O) are clear, ambitious, and qualitative goals that express what an organization or team aims to achieve. They provide a sense of direction and purpose.
Key Results (KR) are specific, measurable, and time-bound metrics that quantify progress toward achieving the objectives. They define how success will be assessed and measured.

What are OKRs Good for?

Objectives and Key Results (OKRs) are a goal-setting framework that can be highly effective for a variety of purposes within an organization. Here are some common scenarios where OKRs are particularly useful:

Strategic Alignment: OKRs help align teams and individuals with the overall strategic goals of the organization. They ensure that everyone is working toward common objectives, fostering a sense of purpose and direction.

Focus: OKRs encourage teams to prioritize their efforts by setting clear objectives. This focus can help prevent “goal sprawl” and ensure that resources are directed toward the most critical initiatives.

Measuring Progress: The key results component of OKRs provides measurable outcomes, making it easier to track progress and success. This data-driven approach helps organizations make informed decisions about where to allocate resources and efforts.

Accountability: OKRs create a sense of accountability among team members. When individuals and teams set their own OKRs, they take ownership of their work and are more motivated to achieve their goals.

Adaptability: OKRs are often set for shorter time frames (e.g., quarterly), which allows organizations to adapt to changing circumstances and market conditions more easily. If a particular approach isn’t working, adjustments can be made in the next OKR cycle.

Cross-Functional Collaboration: OKRs can encourage collaboration between different teams and departments. When OKRs are designed to require cooperation between groups, it can foster a more integrated and cooperative organizational culture.

Employee Engagement: OKRs can boost employee engagement and satisfaction by providing a clear sense of purpose and progress. When employees see how their work contributes to larger goals, they are more likely to feel motivated and fulfilled.

Innovation: OKRs can be used to encourage innovation and experimentation. By setting objectives that include exploration or learning, organizations can foster a culture of continuous improvement and adaptability.

Transparency: OKRs are often shared throughout the organization, increasing transparency. This transparency can build trust and help employees understand the big picture, leading to a more cohesive and informed workforce.

Performance Management: OKRs can be linked to performance evaluations and compensation. When done correctly, this can help reward high performance and ensure that individual and team goals align with organizational goals.

In summary, OKRs are versatile and can serve various purposes within an organization. They are particularly effective in promoting alignment, focus, accountability, and adaptability, which are essential elements for achieving strategic goals and staying competitive in today’s rapidly changing business landscape.

I Power Seeds

Here are our takeaways and thoughts - pause and reflect, then nourish and grow!

The question I pose to you is, are KPIs, CSFs, or OKRs the right framework you are looking for and which one will provide the valued outcomes you are trying to achieve (see link below)? This three-part series will help you figure out which framework works best for you and your organization.

If you had any thoughts, let us know below in the Comments section.

Hope you enjoyed the post.

Related Books and Resources

Click on any of these books and grab them off Amazon or click one of our website resource links.

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Management

Top 10 Tips for Effective Time Management

by IPowerIdeas September 28, 2023

One of the most sought-after skills in today’s fast-paced world is effective time management. Balancing work, personal life and various commitments can be quite a challenge.

Set Clear Goals and Priorities

Start your journey by setting clear goals for what you want to achieve. Break these goals into smaller, manageable tasks and prioritize them based on their importance and deadlines. This approach will give you a clear roadmap to follow.

Create a To-Do List

Maintain a daily to-do list to keep track of tasks. Be realistic about how much you can accomplish in a day and avoid overwhelming yourself. Check off tasks as you complete them; the sense of accomplishment will motivate you.

The Pomodoro Technique

Try the Pomodoro Technique, a time management method that involves working for 25 minutes and then taking a 5-minute break. After completing four cycles, take a longer break. This technique boosts productivity and prevents burnout.

Learn to Say No

Don’t overcommit yourself. Learn to decline tasks or projects that don’t align with your goals or schedule. Politely declining will give you more time and energy for tasks that truly matter.

Use Technology Wisely

Embrace time management apps and tools. Calendar apps, task managers, and note-taking apps can help you stay organized. Set reminders and allocate specific time slots for different activities.

Delegate When Possible

You don’t have to do everything yourself. Delegate tasks that others can handle, whether at work or home. Delegating not only saves time but also empowers others.

Avoid Multitasking

Contrary to popular belief, multitasking can hinder productivity. Focus on one task at a time to ensure better concentration and higher quality results.

Organize Your Space

A cluttered environment can lead to a cluttered mind. Keep your workspace tidy and organized. A clean environment can enhance your focus and efficiency.

Learn to Manage Distractions

Identify your common distractions and find ways to manage them. Turn off non-essential notifications, designate specific times for checking emails and social media, and create a focused work environment.

Practice Self-Care

Effective time management isn’t just about work; it’s also about finding balance. Prioritize self-care activities such as exercise, relaxation, and spending time with loved ones. A well-rested mind is more productive.

Conclusion

Mastering time management is a journey that requires patience and practice. By setting clear goals, staying organized, using techniques like the Pomodoro Technique, and taking care of your well-being, you can significantly enhance your productivity and lead a more fulfilling life.

Remember, it’s not about doing more; it’s about doing what matters most.

I Power Seeds

Here are our takeaways and thoughts - pause and reflect, then nourish and grow!

Time management has been over-used and seems cliché. But in the end, having strong time management skills is critical to be efficient and effective in what you do. There are many examples from Bill Gates to Mark Wahlberg have incredible tight schedules where their time is booked every 15 minutes during their awake hours.

Check out this book that is related to this topic: The Checklist Manifesto

If you had any thoughts, let us know below in the Comments section.

Hope you enjoyed the post.

Related Books and Resources

Click on any of these books and grab them off Amazon or click one of our website resource links.

Original Article

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Management

Improve Time Management Skills

by IPowerIdeas August 21, 2023

Summary:

This article provides valuable tips to enhance time management skills. It emphasizes the importance of setting goals, prioritizing tasks, avoiding distractions, and optimizing productivity. By implementing these strategies, individuals can effectively manage their time and improve their overall performance.

Time management plays a crucial role in ensuring productivity and success. To enhance this skill, it is essential to start by setting clear goals. By defining specific objectives, individuals have a sense of direction and can prioritize tasks accordingly. Additionally, breaking down larger goals into smaller, actionable steps helps in making progress.

Definitions:

Time management: the process of organizing and planning how to divide your time between specific activities

Productivity: the measure of how efficiently tasks are completed within a given time frame.

Prioritizing tasks is another key aspect of time management. It involves identifying urgent and important tasks and allocating time accordingly. By focusing on high-priority tasks, individuals can avoid getting overwhelmed and ensure that vital activities are accomplished in a timely manner.

Distractions can hinder productivity and waste valuable time. It is crucial to minimize distractions by creating a conducive work environment. This includes turning off notifications on electronic devices, utilizing time-blocking techniques, and establishing boundaries with colleagues or family members.

Productivity can be optimized by employing various strategies. Time-blocking, a technique that involves allocating specific time slots to different tasks, helps in maintaining focus and avoiding multitasking. Additionally, taking regular breaks, practicing effective communication and delegation, and leveraging technology tools can significantly enhance productivity levels.

I Power Seeds

Here are our takeaways and thoughts - pause and reflect, then nourish and grow!

These are simple and very valuable buildings blocks regarding time management. Dig deeper into the areas you individually need more focus on and hone your skills. You will find time management, as sometimes can be over-emphasized in management training, can be a critical component in your productivity toolbox. Check out the book summary for “Come up for Air” in the Book Reviews section of this site.

Enjoy.