A Call to Decency & Integrity (D&I)

The 4th Monkey (3)

Decency is not a trade he frequently discuss. Yet, people know what it is when they see it. We would agree that people who are decent are trustworthy, with strong character traits, such as integrity. They are respected and held in high esteem. Decency is an acquired state. It is a function of diligence, conditioning, and a propensity to do the right thing. It is combination of characteristics, attitudes, and positive personal values, which causes people to gravitate to the as a magnet.

You may not have it as a goal, nonetheless it is a byproduct of being a good person. Decency is a positive side effect of good behavior. The individuals possess high moral standards and a solid reputation and track record.

Google defines decency as “behavior that conforms to accepted standards of morality or respectability.” It is often used in the context of someone being modest.

Decency surfaced on my first interview trip as a district sales manager. I was sent to help a district manager fill vacant sales of territories. The company had a structured interview program based on behavioral questions. We looked for competencies or behaviors necessary to do the job. Past performance / behavior was a predictor of future performance. Whereas there were no questions related to decency, it was evident, among the candidates.

One candidate rose to the top of my list. He had the requisite potential to be an outstanding sales rep. This was during a time when we were hiring recent college graduates for sales positions. There was one sales territory that was hard to fill. My favorite candidate evoked the word decency. He had the requisite skills, but I kept thinking, he is a thoroughly decent individual.

Decency translated into a culmination of many positive character traits. His overall demeanor was supported by quantifiable, specific behavior related outcomes.

Our interviewing questions covered such areas as presentation skills, product knowledge, administrative abilities, persuasion, teamwork, tenacity, resilience, creativity, and organizational skills.

Sandwiched between his answers were examples of

  • Fairness, equality, and good judgment
  • A hard-working personality
  • Faith centered living
  • Integrity and moral behavior with clients and competitors

Decency is an attribute, we relish in people who lead us, serve us, and befriend us. They have integrity which is characterized by the 4th Monkey (Shizaru) which is “Do No Evil”. Decency is not something we feel we can teach, but believe it was necessary for longevity and success in the long term. It may be a function of upbringing, conditioning, modeling behavior, practice, and reinforcement. Decency is often described as; you know it when you see it, or you can feel its presence in your gut.

In a highly competitive marketplace, decency can be a tiebreaker in hiring employees and building relationships and collaborations. We should determine whether candidates can play well in the sandbox, are good listeners and strong team players. They could essentially play well with others, driven by a sense of fairness and purpose, emotional intelligence, likability, and a desire to excel and achieve their inner greatness.

When we visually survey our workers and coworkers, if we find they have a sense of decency we could probably see the following.

  1. Authenticity
  2. Integrity
  3. Honesty
  4. Strong work ethic, based on productivity, quality and execution
  5. Treats people fairly, with dignity and respect
  6. Moral character as reflected in the stories they tell
  7. A sense of fair play

Answer the following question. Are you a decent human being? How do you know this to be true? Asked the coworker, relative or friend if they would consider you a decent person. Ask for examples.

The decent human being is the team player that people like to work with and want on their teams. Strong character individuals are sought after in every interaction that is important to us. It is advantageous to associate with decent people and hire, develop and promote in our organizations.

Copyright © 2020 Orlando Ceaser

 

 

The Core of More™ – Be Awesome from the Inside Out

MORE (2)

There are crucial components to your development that must be examined to accelerate your progress. There is a core set of skills, values or principles which can be debated, but factually, these key ingredients build on your present state. You have more depth and more in the core of your being you can imagine.

Let’s place four elements in this Core of More™. These elements confirm there is more in your core than you can imagine, yet you periodically ignore one or more components. They are Let it Go, Let it Glow, Let it Grow and Let it Flow. These ingredients will enable you to gain rather than regress and achieve success, that is surplus, but not necessarily excess.

Let it Go

Before you start and during your journey, there are nouns that you must displace. There are people, places or things that are excessive weight that must be discarded. There are situations, memories and perspectives you must release.  As a hot air balloonist will tell you, if they want to increase their altitude, sandbags must be cast overboard, or they will impede their ascension.

There are personal situations that try to hold you back and hold you down. In earlier articles I refer to them as the Hindre™ a person or force of negativity that attempts to hinder or restrict your progress.

Hindre

 

They must be released if you are to soar to the rightful heights of your potential. You may know these impediments. You must be open to receive information on people who are plotting against you. Additionally, you must change old mindsets and adorn new ways as you grab on to new beginnings.

You must let go of destructive habits, attitudes, the wrong crowd, the wrong thinking and other roadblocks that may block your progress.

Let it Glow

Your light, however you define it, must be allowed to shine. Your talent, skills, abilities, capacity and resources must be a beacon of hope, a living positive example. Your light must be an indicator of your presence, purpose and performance. As we sang in Sunday School, “This little light of mine, I’m going to let it shine. Let it shine, let it shine, let it shine.” When it shines, it has a glow, a luminescence that grabs people attention, pinpoints your location and potentially influences behavior.

Let it Grow

Skill level and impact will expand and enlarge your contributions. Influence grows as your abilities are refined and increased. You must devote time, effort, energy and insight received from teachers, mentors and coaches to improve knowledge and the quality of your work.

You will become a continuous learner and communicator, passionate about getting better in the priority areas of your life. Your light will get larger and brighter and more will take notice of you and more will be expected of you, as more are influenced by your presence. Your abundance will become a windfall to others, as you realize you are slated to get better, so others can benefit from your brilliance. You can state your growth as, “I’m proving myself by improving myself.”

Let it Flow

As it glows and grows, it will flow in the execution of your skill set and in helping other people. Work will become easier and more natural. Executing your tasks will appear effortless, mainly because you are in your sweet spot and you are streaming in success. It is captured in an acronym SMILE (So Make It Look Easy). An athlete will comment that they let the game come to them or the game slows down for them, as they improve their craft.

When you Let it Flow, your stream of influence will remove logjams that exist in your path. Your actions are fluid as a well-trained athlete, gliding through the race; a musician who makes playing the instrument look easy; a world class professional speaker in their comfort zone, delivering a powerful message, a leaf sailing on the water. You are caught up in the flow.

Professor Mihaly Csikszentmihalyi , has a concept of Flow which is defined as follows, “In positive psychology, as the zone, is the mental state of operation in which a person performing an activity is fully immersed in a feeling of energized focus, full involvement, and enjoyment in the process of the activity”1. It is a state where skills are consistent with the challenges presented to you. In the state of flow, you lose track of time and you are consumed in passion2. Simon Sinek says, “Working hard for something we don’t care about is called stress; working hard for something we love is called passion.”3 When you Let it Flow, your passion shows and when added to perseverance, you are exhibiting Grit4.

Flow Document (1)

Let it go, Let it glow, Let it grow, and Let it flow are part of the Core of More™. Apply these principles to help you achieve success in the professional and personal realms of your life.

Copyright © 2018 Orlando Ceaser

  1. https://en.wikipedia.org/wiki/Flow_(psychology)
  2. Csikszentmihalyi, Mihaly (1998). Finding Flow: The Psychology of Engagement With Everyday Life
  3. wordpress.com/2014/08/24/working.
  4. Duckworth, Angela (2016). GRIT: The Power of Passion and Perseverance

 

What is your From – To Story (FTS)?

Goals
Constantly, we are exposed to stories that grab our attention. They are tales of unbelievable struggle, growth and accomplishment. People have overcome tremendous odds the and circumstances to arrive at an unforeseen destination. They may be classified as from rags to riches, from poverty to higher education, from homelessness to home ownership or from working as a janitor to becoming the principal of a school. These stories show the power of the human spirit; the magnificence of vision, goal setting, perseverance, generosity, luck and encouragement.

Our hearts were warmed a few years ago by the story of a Ted Williams, a homeless man who was called the Man With The Golden Voice. He was given a job making commercials and later returned to radio. When you think about your life, you can also create your own personal From – To Story. Look at a point in your life, a different job or think of your current position or objective in life. Where were you? Where are you? Where do you want to go? What do you want to become? What is your purpose, your destiny or your goal?

When I was younger, I would read about individuals who stated that they were the son or daughter of a sharecropper. Their bio would state, from a sharecropper’s son they rose to the position of president of their own company; from a single parent to the position of a medical doctor; from the inner city to a position in higher education. I have known individuals who have gone from an administrative assistant position to a position in sales management. These examples are all around us.

You know who you are and where you’re From, now it’s up to you to establish, what is your destination, or more specifically, what is your To? What is the right To for you? Before you arrive at your ultimate destination, there may be a series of stops along the way, therefore, there may be multiple To’s in your forecast, in your future.

What does your dream scenario look like? What is the tagline that you would want attached to the beginning of any description of your life and accomplishments? Fill in the blanks below to give yourself some practice. Thinking about your responses may fill you with a sense of accomplishment, on how well you’ve done and how far you’ve traveled. It may also show you, how far you must go and serve as a reminder of your purpose, destination and destiny.

From ________ To ___________.

From ________ To ___________.

From ________ To ___________.

From ________ To ___________.

From ________ To ___________.

I wish you success on your journey. I look forward to the day when we can discuss where you are From and your arrival to the To that is right for you. Your, From – To Story (FTS) will be a benefit to you and enrich the lives of others.

Copyright © 2019 Orlando Ceaser

Authenticity Messages from The Scrolls of Greatness™

Mothermirrorlion1
There are countless archaeological discoveries that add to our knowledge of earlier civilizations, cultures and beliefs. You heard the stories of individuals stumbling upon a discovery, which greatly increased our knowledge. There may be scrolls of information in the earth that enlighten our paths.

There are scrolls of knowledge within you that validate your greatness. These texts confirm the greatness within you. The question is, how will you search through the caves, caverns and catacombs of memories and earlier instruction, to recover and discover knowledge and wisdom to achieve your grander purpose.

There are messages on authenticity that I gleaned from my excavations. They will ultimately be published in a future work entitled Scrolls of Greatness.

An Authentic Life

“Is your life a quotation or a paraphrase of the life of another or is it the original authentic paragraph God has written for you to include in His magnificent manuscript?”

Authentic Faith

“Most of your knowledge is based on faith. You were exposed to information packaged and provided to you by strangers and people you know. You are placing a lot of faith and trust in the character, motives and authenticity of others, which is the way it should be, because you cannot verify everything.”

Authentic, Non-manipulative Love

People should know that you genuinely love them; authenticity without manipulation. You want them to be happy, expecting nothing in return, no strings attached. I told a group of students that I drove an hour and a half to speak to them and I was not being paid for it. I wanted them to know that there are people who love them and expect nothing in return, but their excellence. We must learn to give back and I was compelled to do this, because it was done for me. “A young man spoke,” I wouldn’t do it, if I was not getting paid for it.” I responded, “If you thought as highly of you, as I think of you, you would do it, because I know you are worth it.”

Forgiveness

“Forgiveness should not dependent on receiving an apology or the knowledge of an impending apology. It may not be automatic. It may be difficult. But it should be authentic when experienced and expressed.”

Observations

“Many times, your words should serve as an observation and not a critique. However, there will be times when the order should be reversed. Authenticity improves the power of your communication.”

Share the Journey

“My message seems more powerful when I profile my pain. When I accept the blame,
I seem human. When I discuss my shame, I am vulnerable and real. People relate and identify with me when they can connect and feel that I am genuine, with good intentions.

Sometimes we do our journey a disservice when people only see the finished product and not the rough parts of our development. A glimpse into the construction, deconstruction, destruction and production processes, will heighten their awareness and appreciation of our struggles and what it takes to be successful. We will connect. The authenticity of raw, without disclaimers, and revealing our flaws, will open people to our stories and increase our chances to inspire growth.

The world wants to know how we made our names, the obstacles faced and how we overcame. Otherwise, people will surmise, we obtained the prize and never made mistakes, always received the breaks, were never afraid, that we possess a passing grade, but it was easy, and we always had it made.”

Copyright © 2019 Orlando Ceaser
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Artificial Experience (AE) and Performance Enhancement

William James change your life
Early in my sales career, I came upon a quote attributed to William James, the Father of American Psychology. The message was profound. “The mind cannot tell the difference between something that is real and something that is vividly imagined.” These words were mind blowing and changed my life. They were simple, crystal clear and sensible. I instantly recalled a dream that I had in childhood. I dreamed that I came upon a large mound of coins. I took a handful of coins and clinched them tightly in my hand. I wanted this to be true. I awakened with my fist clenched, my heart pounding and filled with anticipation. However, as I slowly opened my fingers, the disappointment was obvious. It was only a dream. A very vivid dream, but still a dream.

I became so fond of this technique, which was all around me, but I never noticed. It seemed sophisticated and more structured then daydreaming. Additionally, it was consistent with visualization and mental rehearsal. These were techniques used by athletes and performers to prepare themselves for competitions, performances, presentations and other events.

My usage initially was preparing for sales calls. This was very evident in my initial sales training in pharmaceutical sales. The six new sales representatives were preparing for videotaped presentations with our sales trainers. The tension level was very high in the room, as five employees were rushing to make practice presentations before presenting to the trainers. I was in the hallway visualizing my upcoming scenarios and preparing my responses. I realized that I could mentally role play more presentations than I could physically demonstrate, therefore I was structuring my thinking. This would allow me to create artificial experience and have déjà vu moments within each sales presentation. My confidence was elevated, and I performed better than I would have otherwise. I was not as nervous as my peers and felt more comfortable through my means of gathering artificial experience. I explained my method to my peers, and everyone implemented this technique, which I feel was helpful in completing our sales training, especially the videotape portions.

The practice of cultivating artificial experience allows us to simulate many situations and improve our performance in our current reality. We also can accelerate the pace of learning through many scenarios to increase our ability to think on our feet.

Airline pilots go to through many hours of flight simulation training to expose them to a variety of scenarios which may occur in flight. The objective is to create the type of muscle memory or response memory, so that when they are in actual situations, they can draw on this artificial experience to perform effectively.

Many people new to their assignments feel apprehensive because they do not have the same level experience as their peers. New managers may be in situations where they are managing teams where individuals have been with the company longer. Millennials may be managing baby boomers. Managers may be managing a very diverse team. It is a reality that artificial experience, along with coaching, mentoring and researching the past can contribute to elevating competence and confidence.

Artificial experience along with other leadership techniques, such as emotional and cultural intelligence can assist in individual and team performance and personal development.

Copyright © 2019 Orlando Ceaser

The 4th Monkey Matters

4th Monkey
Leadership is consistently emphasized as a valuable set of skills for individuals charged with managing a business, performing in athletics and other interactions and endeavors involving people. There are numerous theories, books and training programs about leadership and the necessary characteristics and attributes of a strong leader. Integrity in business is one of the key leadership traits, often cited as critical when dealings and interacting with others.

Leadership is a discipline that is highly regarded in the annals of personal and organizational development. Effective use of this skill contributes to the successful implementation and execution of strategies that enable people to achieve expectations. Studies have indicated that diverse teams with strong leadership perform better. Strong leadership allows individuals to handle the disruption and challenges they may encounter while managing and working in a diverse environment, where differences of opinions, styles and approaches, among team members is prevalent.

The 4th Monkey is known as Shizaru in Japan. He receives very little attention, since most are familiar with his counterparts; see no evil (Mizaru), hear no evil (Kikazura), and speak no evil (Iwazura). His function is to do no evil, which you could argue is the most important monkey. The 4th Monkey’s emphasis is on right practices and behaviors. The proper way to meet people and treat people are just a few of the important actions. Being trustworthy and ethical are also essential elements.

The age-old saga of the monkeys places the emphasis on lack of involvement. If you do not see, hear or speak evil, you will minimize conflict. However, the 4th Monkey matters and transcends complacency and instructs the leader to exert their character and insert their presence into situations, to lead people to a mutually beneficial decisions and destinations.

The 4th Monkey matters. Do no evil is critical in leadership, as we lead in all areas of our lives. The 4th Monkey should be a mascot for a leadership team to validate the importance of ethics and right behavior. Let us focus on the workplace. In the business setting what are some of the wrong (evil) characteristics we can highlight?

Here is a top 10 list of principles that illustrate some examples of do no evil. This is by no means, a comprehensive or exhaustive list. Also, the list may be challenged and amended, for you may have other principles which are equally or more appropriate to your business and experience. Nevertheless we are in agreement that the 4th Monkey matters in the workplace.

Please review this list for it shows the interaction and compatibility between the 4th Monkey and your ability to lead. These principles will illustrate the importance of integrity by internalizing these 10 proposed principles from the 4th Monkey. Implementing these practices can highlight and contribute significantly to your results.

Notice below and, in your discussions, that there are evils / crimes of commission and omission. Failure to do the right thing, in the right situation, can be construed as a malicious act of omission.

1. Do not demonstrate poor character and lack of integrity
2. Do not lie (knowingly give false or misleading information)
3. Do not bully or intimidate others
4. Do not harm people’s dignity and self-respect
5. Do not misrepresent data (to deceive or protect)
6. Do not violate people’s rights or property
7. Do not discriminate (no favoritism and nepotism)
8. Do not steal (ideas or intellectual property)
9. Do not gossip, demean and discredit a reputation
10. Do not fail to give direction and authentic feedback

During my anthropology class in the first year of college, I was introduced to two attributes particular to certain monkeys. The first concept was brachiating, which meant the hand over hand movement of monkeys, as they travel from branch to branch (children perform this activity on the monkey bar). This reminds me of a leader who not only takes the high road, but is performing at a high level, to very high standards. This visible performance is noticed by others, especially those who are on the ground, and those traveling with them.

The second attribute was that many monkeys had a prehensile tail. This tail enabled the monkey to achieve additional agility and movement because of its ability to grab on to objects, which gave them greater flexibility and agility. Effective leaders must grab onto knowledge, information and concepts better than their peers. I propose that the 4th Monkey provides a metaphor of leadership dexterity to those individuals who are truly practitioners of effective leadership.

The 4th Monkey matters and enables us to lead and form natural alliances with our constituents, followers and others as we demonstrate and develop leaders, in order to transform their operations into successful, individual honoring enterprises.

Copyright © 2019 Orlando Ceaser
Web-sites: orlandoceaser.com
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Mother – My First Leader

Mothermirrorlion1
My Mother saw the lion in me. This is not because my astrological sign is Leo, which is represented by a lion. She told me to take charge and showed me how to step up and take responsibility for my actions to benefit others. We usually think of leadership as a masculine trait, but the seeds of leadership development have maternal roots which blossomed under the tutelage of others.

Mothers initiated our leadership education. She was the driving force behind our early physical, mental, educational and spiritual development. Mother planted the seeds of leadership by modeling behavior, holding us accountable, introducing us to new experiences, coaching and encouraging us, cultivating gifts and pushing us out of the nest to participate and get involved in our surroundings.

Mother allowed us to explore different activities to find our talents. We were creative around her and she celebrated our ingenuity. Many of us have memories of our Mom taking us to the park, shopping and various school and church programs. She was eager to compliment us when we did something well and quick to discipline us when we were out of line. She was so proud of us. By supporting our interests she identified our gifts and bolstered our confidence.

We were her team. The climate in her leadership environment allowed us to blossom as we outwardly and subliminally listened to the valuable messages. We were constantly infiltrated by leadership qualities that emerged as she navigated the parenting process.

• Setting the vision for a possible future
• Establishing values and beliefs
• Providing direction, opportunities and resources
• Encouragement and reinforcement
• Discipline, feedback and developing healthy habits

Setting the vision for the future

We were told we could be anything we wanted to be. We were challenged to be and do our best. If we were going to be a janitor, we were told to be the best janitor. Education was strongly touted as the key to our future, as something no one could take from us. When I finished 8th grade, Mother asked, “What is next?” High school was the correct response. After high school, she asked, “What is next? I responded college, as we had discussed so many times since 8th grade. It was drilled into me at an early age that I was someone special and she saw me reaching my God given potential.

Establishing values and beliefs

The rules and regulations of life, the values and beliefs to guide our behavior and understanding of the world, were initially from our Mother. The stories she read, the lessons we learned in her presence and the experiences we received during playtime. She was the moral and religious center of the home. She showed what was important by how she spent her time and through the chores she distributed and the discipline she delivered. She practiced what she preached and walked the talk. My Mother was a continuous learner and went back to school and became a Registered Nurse. Additionally, she gained a BS degree after all of the children finished school. She was always active in community, school and church affairs.

Providing direction, opportunities and resources

We were instructed in the ways of approved and acceptable behavior. We were warned about actions that would not be tolerated. We were not going to embarrass and shame her or the family. My Mother was a stickler on manners and polite behavior. We had standards of good conduct which was anchored in the Golden Rule.

Mother gave us opportunities to express our opinions and grow our talents. I had a number of jobs through the years. I worked as a shoe shine boy, a paper boy, shoe salesman and shoveled snow to make extra money. I learned the value of hard work and how to handle money. I also benefitted from collecting money from her Avon customers. I could always count on her doing anything to see that I had what I needed. She paid for my art supplies, new clothes to march in a parade and prepared me for many other school projects.

Encouragement and reinforcement

When we fell she picked us up and made us feel better. She always knew what to say when we were hurting. She was our biggest fan. She had confidence in us. My Mother had many children and she treated us all differently and there were no favorites among the children. If she was leaning toward one of the others, she was open to talk about it. My Mother told me I was the Chosen One. My response was chosen by whom to do what? It was her way of letting me know there was a purpose for my life and I had to find out what it was. When others seemed to abandon us, Mother was always in our corner offering words of support, guidance and forgiveness.

Discipline, feedback and developing healthy habits

Mother was known for providing simulations to prepare us for life in the real world, although we did not call them simulations. She gave us positive and reasonably realistic feedback when we did well. She checked our homework to make sure it was done and done correctly. She did not let us off the hook. She held us accountable for our actions and helped lay down the law and maintain the order.

When we broke the rules, the punishment usually fit the offense. She wanted us to get in the habit of doing our best and acting properly. There was a saying and a television program that said, “Father knows best.” If that was true Mother knew that and all the rest.

My Mother challenged me to learn and present a very long drama poem when I was ten years old. The Creation by James Weldon Johnson was in her English literature text book when she was in night school. She worked with me and checked with me until I mastered the piece. I began performing it in church services all over the city for many years. She brought out my gift of public speaking and made me comfortable in front of crowds.

I realize that some may have a different opinion of their Mother’s role in sowing and demonstrating leadership principles into their lives. Some may have received examples of how a leader should not perform. Nevertheless, we know the value of strong leadership in altering the course of lives and organizations.

When we search our memories and review the books, theories, seminars and the performance of actual leaders, let us not forget where many were first exposed to lessons on leadership. We should recognize and celebrate the awesome contributions of Mothers. They should be honored for the role they play in developing leaders of today and leaders of tomorrow. During the time we spent on our Mother’s knee, in her lap or at her feet, we were overtly or covertly immersed in the relationship between Motherhood and leadership.

Copyright © 2010 Orlando Ceaser

The All – American You

All-American status is conferred upon athletes who have distinguished themselves among their peers. They are the top performers in the minds of designated observers, i.e. coaches and sports writers. Most athletes covet this recognition, but most do not receive the award. There is All-American potential in each of us, as we pursue our potential and the greatness in the workplace.

The All-American You would be your best self. Analyze your skills honestly and acknowledge, there is a discrepancy between your output and your opportunity; your strengths have not reached their full capacity.

The All-American You is the persona that qualifies you for the highest level of distinction. It is a personal reflection of exemplary performance, for sacrifice above and beyond the call of duty or expectations. How should you set up a program of ignition and recognition to achieve All-American status?

You may begin with the following:

1. Determine and examine what is important to your organization.
2. Compete with other employees against criteria you establish and the what
is important to the organization. (Our similarities bring us together,
but our differences and distinctions set us apart and magnify our
competitiveness.)
3. Personalize the program – sit down and write what you want to
accomplish.
4. You must ask; What level do I aspire to achieve?
5. What are my goals, aspirations, dreams and objectives?
6. What recognition have I achieved that could elevate me to a higher
level?
7. What do I have do to be the best in my chosen profession?

Brian was an All-American defensive end at Western Illinois University. Recently he received a letter requesting him to visit Western to see his name on the All-American wall. He took advantage of invitation from his alma mater. The wall is visible to everyone who visits that wall, which further endeared him to institution. You may wish to create a wall for personal encouragement. A vision board shows what he would like to achieve, while an All-American board this your achievements.
BCFootballWestern


All American status is personal recognition and acknowledgment for expressing the greatness within you. It doesn’t matter if you consider yourself All-Company, All-Region, All-Nation, All-Region or All-Department, but you must humbly confess the value of your contributions. Since we are in a global society you may want to visualize yourself as All-Global or All-International.

An All-American designation could place an athletic flare to your self-talk and competition in the workplace and market place. This could breathe excitement into how you approach work and increase your level of engagement.

The All-American You is ready to be exposed to the world. Your peak level of performance should be released, must be released for you to achieve your best result. This will garner you the recognition, reputation and credentials you deserve.

Here are a few additional questions you may consider on your quest to finding and releasing the All-American You.

1. What statistics will you track? You need a means of gauging and
measuring your performance against a goal.
2. What press / notification will you receive? Recognition will be given to
you or should be discussed with your boss when you surpass certain
milestones
3. Who is cheering for you during the competition? You need individuals who
will be your advocates and cheerleaders to encourage, motivate and
propel you along your journey.
4. Are you aware of the competition developing strategies to nullify your
effectiveness? People will develop strategies to curtail your success,
what will you do to combat their actions? What are the counter
strategies and tactics you will execute?

My book Unlock Your Leadership Greatness, explores 10 principles to help you become an impact player, which could qualify you to be an All-American in your field.

All-Americans must commit to continuous growth through better conditioning, refining skills to achieve superstar status. You will consistently bring the All-American You to work. Eventually, your name will be posted on the wall, for excellence in your field. You can achieve the greatness in you by becoming the All American You.

Copyright © 2019 Orlando Ceaser

A Mutiny Through Lack of Engagement – A Silent Rebellion

JC-Penny
A mutiny occurs every day in organizations all over the world. They don’t usually make headlines or the business sections of publications. They may not display visible signs of hostility. They may not involve physically taking over a facility and relieving leadership of its command. The approach is subtler but devastating.

A mutiny is defined as forcible or passive resistance to lawful authority (Merriam – Webster’s dictionary). The word and concept, I observed recently while watching Marlon Brando and Trevor Howard in the 1962 movie classic, Mutiny on the Bounty.

The mutiny, in our context, is a revolution where people withhold potential and productivity. They will not give 100%. People who hold back on their best effort or potential. The revolt is on the inside. For example, they may not be totally engaged at work. They may give a quality performance, but not the virtuoso performance of their best effort. Some employees will adopt an “Over My Dead Body” mindset (OMDB), which means they theoretically would rather die than give their total cooperation to an organization or manager that does not respect or trust them. Workers may decide that the company does not deserve their best, therefore their masterpiece ideas, solutions and discretionary effort will be withheld; an insidious mutiny against unsuspecting leadership.

Mutiny on the Bounty is a story based on an actual event. The HMS Mutiny Bounty sailed in 1787, under the leadership of Captain, William Bligh. He was a difficult leader, whose ruthless leadership style focused only on the mission and not his men. One of his famous lines from the 1962 movie was, “Cruelty with a purpose is not cruelty, it is efficiency.” Captain Bligh was overthrown by members of his crew, led by Fletcher Christian (played by Marlon Brando) after demonstrating heartless behavior which led to the death of several of his men.

How do you stop a mutiny?

How do you stop a mutiny before it happens? Selecting a leader with the right skills, reputation and temperament is a good start. Open lines of communication and an atmosphere of trust through transparency and fair play creates a climate of accountability. In the movie, the sailors did not have their captain’s superior or someone in the function of Human Resources to hear their grievances. An effective human resources department provides an avenue for people to express their problems with leadership. Many times, such a person or department is not on-site. However, the organization may have an HR department or someone in that function to contact.

The beauty of our current leadership/managerial landscape is that many organizations have ascribed to the notion of a healthy work environment. There are employee surveys, satisfaction surveys, and engagement surveys to take the temperature or climate of the company. These surveys can uncover problems and managers can be presented with data and held accountable for changing their environment. These surveys are strengthened with direct contact with management and human resources to ensure the environment is conducive for maximum productivity.

It is imperative as a leader to gauge how your people are responding to your direction and the culture in your environment. A worst-case scenario may develop where people mentally abandon the company, but stay on the job, because you failed to address a toxic culture.

Managers can evaluate their culture through The Know System™ which could provide a simplified look at their environment. The Know System™ featured in the book The Isle of Knowledge is a fable about making better decisions. The story helps the reader to find the problems, solve problems and make better decisions.

The Know System™ is easy to use and helps the participants gather information to enhance the quality of their decisions and discussions. Let’s begin with 6 words from the word Know and a few related questions that relate to company culture.

1. Won – What would a winning culture look like to you? What type of atmosphere, level of engagement and customer satisfaction scores would represent success to you?
2. Know – What do you know and need to know about your culture and the people in your organization? (This can be enhanced with the words who, what, where, when, how and why, if appropriate)
3. Now – What are you doing now to ensure a healthy habitat? Are you placing priority on the proper indicators?
4. No – What are you doing that you need to stop doing? What goes against your culture and stated values that you need to say no to? What do your people want you to eliminate or stop doing?
5. On – You must always be vigilant to monitor culture and maintain a proper cultural air quality. What are you doing to track leading indicators of a great culture? How are you measuring your work environment? Some companies use a stop, start and to stay approach. What should they stop doing (say no to), start doing and continue doing regarding their culture? This could involve training, new goals and diversity and inclusion strategies.
6. Own – Do you own the culture as evidenced by leadership behavior? How are you holding yourself and others accountable? How are you reporting your performance and interest in a strong culture to your people?

When the organization does not feel like a respectful place, people feel that the company let them down and cannot be trusted. Mutiny or thoughts of mutiny are indicators the culture has failed or is failing many of its workers. They may resort to subversive action and taking matters into their own hands.

In the closing scene of Mutiny on the Bounty, Captain Bligh, who was overthrown and placed in a lifeboat with a few men and rations, finally arrived in England. He was not blamed for the mutiny; but it was “noted that officers of stainless record and seamen decided to revolt against him” and a mistake was made putting him in charge of the ship.

A mutiny may be disguised by a series of resignations and requests for transfers. Your top performers or the most influential members on your team may leave, causing a chain reaction of departures. Management must be perceptive, accessible and periodically check the culture pulse of the organization. People must believe that leadership is authentic, transparent and sincere and practices their core values. Trust will be enhanced when people really believe that they are the number one resource in the organization. Otherwise, silent mutinies will go unchecked, unnoticed, and people will be unfulfilled, and the cost to business, substantial.

Copyright © 2016 Orlando Ceaser

4 Ways to Avoid Comfort in the Danger Zone

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We often speak of the need for someone to get out of their comfort zone. We want them to try something different and more challenging in order to build their skills. Judith Bardwick wrote a book Danger in the Comfort Zone which expands upon this concept. One day, my wife trying to recall the title of the book, referred to it as Comfort in the Danger Zone, which may be the way we need to think of it to guard against complacency.

The Danger Zone is not an area with signs that say; Keep Out, No Trespassing, Caution, Warning or Danger Zone Ahead. On the contrary, there may not be any indicators that the area in which you reside has any potential hazards labeled. There may be an assumption that you are self-aware and old enough to know better. The Danger Zone could be situations or relationships at work or in your personal time. It is a place where your behavior could compromise your life and your livelihood in a negative manner. The Danger Zone can be a moving target, or it may involve shifting circumstances.

In a Danger Zone, you may not recognize the hidden pitfalls that may exist. However, here are at least 4 behaviors that put us at risk.

Lack of continuous improvement

If we are negligent and refuse to continuously improve our skills, we may wake up one day to discover that we are not compatible with our customers. We lagged behind the times and the mandatory evolution in skills that keep us competitive and relevant. We discover the bar is raised and others, around us have emerged with greater skills and more up-to-date knowledge and technology. They are formidable competitors, who have forged ahead of us on the career ladder for promotions and job retention.

Inappropriate conversations in the workplace

There are certain conversations, language and behavior that is not acceptable at work. We have become relaxed and too casual in our conversations in the workplace. With the emphasis on diversity and inclusion, organizations are hiring people with a variety of differences, similarities and sensitivities. In the era of a more respectful workplace, we must be respectful of everyone. We must adjust conversations and interactions which are out of line with current morays and expectations. It is now apparent through high profile lawsuits, that inappropriate conduct will not be tolerated, and the consequences will be severe.

Let down your guard

There is a lot written about self-awareness in the workplace and in our relationships. One day I was joking with an employee and I watched, as he became very comfortable and casual in his speech toward. At one point he offered a swearword, as he would with his friends at the bar. I watched him as he left the room, happy about his conversation with the boss, not realizing what he done.

Later, he walked by my office and I called him in for a brief discussion. I began by apologizing to him for my role in setting up an environment where he felt too comfortable. “You said something,” and I looked him in the eyes, “that could get you destroyed.” You don’t ever tell me what I am full of in the course of a conversation. However, I’m sorry, I apologize for my role. But the lesson for you is to never put yourself in a position where you become so comfortable that you are not aware of words that are coming from you. I said no harm no foul. It was my fault.” There was no harm, but there was a foul, but I promised him that I would not use that against him, and I did not. Subsequently he was promoted to a District Sales Manager position and is still with the organization performing at a high level. You must always increase your awareness and be on guard.

Lose sight of the value of people at every level

When we are in the Danger Zone, we may tend to devalue some of the people around us. If we decide that some individuals or some group does not have an impact on our career, we may shun them and not go deeper in building a connection or relationship. We may develop a reputation of only socializing with certain people, who we think can help us. This shortsightedness can work against us, especially, if those individuals get promoted ahead of us and they remember how we treated them.

I recall a situation where one of my peers made disparaging comments about me behind my back. Ultimately, I returned as his manager and I received a curious phone call from him. He apologized for comments he had made, 10 years earlier. Whereas his confession was noble, I asked him a question that he tried awkwardly to answer. My question was,” If I was not coming back as your manager, would we be having this conversation?” Spare yourself these uncomfortable moments and negative career impact by treating everyone with value at every level.

We must not get too comfortable in the Danger Zone. Our continuous focus on improving our skills, shying away from inappropriate conversations, not letting down our guard and losing sight of the value of people at every level will be richly rewarded. These four points will assist us in growing our careers and strengthening our relationships.

Copyright © 2019 Orlando Ceaser