Tag Archives: self-awareness

Pursuing Your Purpose in 2015 – a format for fulfillment

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The teacher arrived at the author’s booth at the convention. She perused the books and educational resources on the display table. She previewed the posters and listened to the motivational CD’s that were present. She turned to the author, looked him in the eyes and asked a poignant question,” Why haven’t I heard of you? Why don’t I know you? These resources are exactly the kind of help I need to work with my students.” This scene was repeated by a local television actor on a network show. He was on a program, with the author, speaking and mentoring to students at a high school. While waiting for the session to begin, the actor reviewed the author’s latest book. “Man, why haven’t I heard of you?” he said.

Most of us are not fortunate enough to be challenged to live out our purpose in this manner.  The situations are real and reflect a question we should ask ourselves. Have the right people heard of us? Have they been exposed to our purpose and message? The objective is not necessarily notoriety. But wants to know if we are doing what is required to pursue our purpose. Are we doing what is necessary so that a wide range of people can benefit from the talent and skills we have to offer? I attended a Big-Money Speaker conference conducted by my coach James Malinchak. He suggested that we could use our financial success as one way to determine the level of service we are providing to others. Therefore, if we are pursuing our purpose and utilizing a format or system for fulfillment, we should see this reflected in how we measure success or influence.

We should constantly work to pursue our purpose. This begins with the identification of why we are on this planet. This can usually be suggested in our talents and the passion that we have for certain activities. In my case, it is reflected in the dedication and persistence in spreading the word around the world about leadership, excellence, motivation and utilizing our gifts. My keyword for 2015 will be ubiquitous, which means to be widespread. But, widespread does not mean everywhere or to everyone, it means that I must be widespread within a targeted area of emphasis, within my niche. We can’t be all things to all people or we will eventually dilute our impact and burn out in the process.

We should develop a format for fulfillment which will include a system we will follow to reach our goals. This system or process will be followed routinely as a discipline focusing on our purpose. I created The Know System™ in my book, The Isle of Knowledge, as a way to stay focused on making the right decisions to reach your goals. Great coaches will tell us to pick a niche and focus our attention in that specific area.

We should be determined to be “Known in our niche and famous in our family.” We should work strategically within a targeted area to meet the key customers and prospects and make them aware of our products and services. This awareness could be from attending and running workshops and conferences, conducting podcasts and webinars, or writing articles and blogging. We want to be perceived as an expert in our given area. Therefore, writing a book on the subject, may be appropriate, to establish us as someone who knows more about the subject then most people.

To be famous in our family includes your intermediate as well as our extended family. Are our relatives aware of our job and our purpose? This awareness will enable them to ask questions out of curiosity and to increase their knowledge. They can be inspired by the way we live and come to us for career advice. Our extended family may include friends, acquaintances, business contacts and people we meet at networking events. Do they know who we are? Do they know what we stand for? Do they know our purpose and the products or services we provide? We can use this phrase as a reminder to use the influence we were placed on this planet to acquire and deliver. We must be driven to be known in our niche and to be famous in our families. This will push us toward our responsibility of activating our talent and using it so that we are fulfilled. Our niche and family members may be able to help us achieve our purpose.

I am the entrepreneur mentioned at the beginning of this article. The words stated by the teacher and the actor are being used as a mantra to drive my behavior and performance. I am committed to entertain, educate and inspire action in people to achieve outstanding results. This compels me to deliver the messages and develop the resources to enable people to do their jobs, pursuing their purpose and making a difference. I am hopeful that these messages and resources will help people unlock their leadership greatness and develop a format to fulfill their dreams and provide the level of service necessary to enrich the lives of others. Please contact me if you have any questions about the content of this blog post, my speaking topics and the motivational resources of Watchwell Communications, Inc. I can be reached at Orlando.ceaser@watchwellinc.com, www.OrlandoCeaser.com and http://www.watchwellinc.com.

 

Copyright © 2015 Orlando Ceaser

Rudolph the Red Nosed Reindeer – Lessons in Handling Differences

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We are often started with the commercialization of Christmas. We are reminded to not lose sight of the reason for the season. This is valuable advice for Christians and others during this reverent time of year.

We grew up with Gene Autry Christmas classic of Rudolph the red-nosed reindeer. It is a delightful song, but also delivers a powerful message about encountering and handling differences. This song could start meaningful conversations about accepting others.

The song begins with a reference to the reindeer popularized in Clement Clarke Moore’s, “The night before Christmas”, also known as “A visit from St. Nicholas.” It begins with a roll call of Santa Claus’ reindeer that of course omits the name of Rudolph. As you recall, Rudolph was different from the other reindeer because of the luminescent quality of his nose. His nose was so shiny that it had either reflective qualities or it glowed like a light. This was enough to make him the object of ridicule and ultimately ostracism by the other reindeer.

This lack of acceptance is seen when children and adults are confronted with someone who is different from them. Our initial response is to make fun of the person and then to isolate them because of their characteristics, traits, heredity or idiosyncrasies. Many of us recall when we were young and begged for approval. Even to this day, there is something about us that makes us stand out from the crowd and the crowd lets us know it.

At work or is school, simply being the new person, the new kid on the block, the person who is an unknown, becomes a source for teasing or isolation. We often wondered,” if they would only get to know me, they would see that I’m just like them. “Rudolph was a reindeer, so he surely had a similar appearance, except for his nasal peculiarity. But suppose he was of a different color, from a different region of the country or had a different ability.  He would have manifested a difference that would have caused him difficulty until he was accepted. We usually ask the different party to fit in, when the real focus should be on them being accepted by the group.

Bullying is also a response shown toward those who are different. The song the does not indicate that Rudolph was bullied, but we can only assume that preventing him from “playing in any reindeer games” was not always accomplished in the most delicate manner.

The song does not tell us what Santa Claus was doing during the hazing or if he even knew about it. But, as a good leader, he engineered a very strategic response. He knew the talent and value of all of his reindeer. He evaluated the weather system for his next journey and realized he was going to encounter numerous blizzards. He knew that the solution to his problem existed among the ranks of his reindeer. He knew he had one reindeer that could help navigate the wintry delivery of toys to boys and girls around the world. This opportunity would be well received it if every reindeer benefited from his gift.

We can give Santa credit for waiting for the appropriate time to unveil strategy. He could have given the reindeer the opportunity to work it out amongst themselves, as so many people do in similar situations. They say such things as,” kids are just being kids, learning to navigate difficult situations will only make the recipient stronger and teach them valuable life skills and that which does not kill them will make them stronger, to paraphrase Friedrich Nietzsche the philosopher. Maybe the reindeer performed similar initiation rites to others in the group that had other distinctions from their peers. Maybe they solve their treatment of Rudolph as being harmless and natural.

The defining moment came,” one foggy Christmas Eve, Santa came to say: Rudolph with your nose so bright, won’t you guide my sleigh tonight?” Many managers, leaders and parents look for the opportune moment to use the skills of their people. The right moment to show the world and the individual, that they recognize their true value and wish to share this value with every member on the team. We can only assume that in the fictitious conversation, Santa’s encouraged Rudolph and told him about the value of his difference. He made him feel that he was something special and should never feel that he was not important and did not have a place. I’m sure he made him feel like an important member of the team. He validated his value by asking him to lead the team by moving up to the front of the line.

You remember the happy ending to the song. “Then all the reindeer loved him, as they shouted out with glee, Rudolph the red-nosed reindeer, you’ll go down in history! We know that in real life, responses to differences may not always lead to a happy ending. Sometimes the individuals have lingering insecurity, damage to their self-esteem and underlying resentment from the initial exclusion. But, so often when the difference that is ridiculed or denied is used for the benefit of the group, the organization, institution, group or community becomes stronger. The people learn a valuable lesson about inclusion. We are hopeful that when the person is accepted they don’t become complicit and act in the same manner when they encounter other people who are different.

If we remember the Rudolph days of our lives and commit ourselves to prevent them from happening to others, we will maximize their future contributions to our teams, families, organizations and communities. We will perform a noble act when leading by example with the lessons learned from Rudolph the red-nose reindeer.

Copyright © 2013 Orlando Ceaser

More works from Orlando Ceaser in Unlock Your Leadership Greatness and Unlock the Secrets of Ozone Leadership available at amazon.com and http://www.orlandoceaser.com.

Embarrassed in your career or Routed in pursuit of your dreams

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How many times have you suffered an embarrassing defeat in your career or on the journey to achieve your dreams? Imagine your career or dreams as a sporting event. There are many similarities you can make to use this metaphor to examine your performance. Reflect objectively on a time when you did not deliver your best performance. You can then use the sporting analogy to analyze your performance and subsequent actions to get back on the right track, to outstanding results.

I was watching one of my professional sporting teams experience a severe defeat. They lost 55 to 14 to a division rival. It could be classified as a beat down, embarrassment, retiring on the job or surrendering on national television. Whatever the classification, it was hard to watch. The coach looked confused. The quarterback was stunned. Offense and defense collectively were disappointed and the fans were upset. I wanted to gain something positive from this experience, since I invested time watching the game. I searched for a correlation in the world of business and personal achievement.

I knew there would be many commentators, patrons, fans and armchair quarterbacks who would list a number of reasons for the debacle. They would want the coaches and general managers fired. They would want someone to pay for the spectacle that humiliated the city and its inhabitants. Someone had to lose their job because of this performance or the lack of performing. Have you ever been routed by the competition? Are you secretly being annihilated at this moment? Have you ever wanted to fire yourself or put someone else in your position? Are you, in some area of your life, losing out to someone more strategic, better prepared with equivalent talent? Is their game plan a superior document? Are they marching to victory with superior execution, preparation and passion? Think about this honestly.

Imagine your career and dreams as a sporting event. Wouldn’t it be wise to make first round draft choices to benefit the team? If some failed to pull their weight, you could counsel and replace them if necessary. They should be making actions to benefit the team, not focused on individual achievement and unnecessary celebrations to the detriment of the group.

There was a time when you failed to execute your strategy. You knew what to do, but failed to rely on your fundamentals and your abilities to work together as a team. You assembled a team of advisers, coaches and friends who were not skilled at their positions. They were nice enough. They did not give you candid advice when you needed to receive it. They were more concerned with staying in your good graces and benefiting from associating with you.

In the face of watching my favorite team gets spanked. I was forced to look inwardly and ask myself, where have I played a game that was not competitive and was not representative of my career goals, dreams or expectations? When did I disappoint my fans and let myself down? Where was I routed by an embarrassing act of incompetence, lack of passion and poor execution? Where did I collapse in the face of a stronger rival, due to intimidation or lack of preparation? After I face the reality that I have personally been routed by the competition, I can examine my response.

I was able to turn my season around. What did I do to make that happen? My responses to set backs are swift, instinctive and decisive. I don’t often think about them, but there is value in exposing the techniques I use. I can use this analogy and blueprint to help others. What tough choices did I make to get back on the winning track on the road to respectability? What tough decisions did I have to make pertaining to my personal habits and the individuals who influenced my behavior? Something happened. New habits were formed. Execution of the fundamentals was mandatory. I proved to myself that things could be and would be different going forward. I committed myself to excellence in preparation and execution. My past taught me to be patient with others, and I guide them recover from their own personal debacles and defeats. The objective is to instill the skills and strengthen the will and discipline to prevent it from happening again.

I go through life viewing the world from three perspectives. I want to entertain or be entertained, educate or be educated and inspire and be inspired to achieve dreams and career fulfillment. I can use setbacks such as a demoralizing performance of an athletic team to educate and inspire, even though it lacked the necessary entertainment value.

We are going through life continuing to hone our skills as a student of the game. This principle is at the center of the core messages delivered in my book Unlock Your Leadership Greatness. There are 10 principles to keep you from being embarrassed in your career or routed in your dreams. They are:

  1. Be fit for the role
  2. Be powered by a dream
  3. Be a student of the game
  4. Master the fundamentals
  5. Set high standards
  6. Always be creative
  7. Execute with passion
  8. Lead by example
  9. Make others better
  10. Serve others

 

Copyright © 2014 Orlando Ceaser

The “A” Game Chronicles – Discover and deliver it

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How often have you heard someone say or someone is told to bring their “A” Game to the competition? They don’t say bring a game, but the capitalized “A” game. I wonder if people know what their “A” Game looks like. How often have they seen it? Would they recognize it when they saw it? I wonder if they have ever challenged themselves at such a high level that it brought out their “A” game. Then they would know what it looked like and could therefore, duplicate it upon demand. They are told to get an “A” for effort, but you need the results to back it up

Their “A” game is heavily in demand. “A” is for action or “A” is for achievement. “A” is for the highest performance. I knew managers who were never rated at the top performance tier within their organization. Yet many of these managers would distribute these ratings without hesitation. My questions were always two fold. First, “How could you?” and secondly, “Do you know what awesome looks like, since you never received the rating? The same applies to someone’s “A” Game. Do you know what it looks like and does a manager know when it has arrived and how to bring it out in the open? An accumulation of “A” games should lead to the highest performance ranking and rating within the group.

There are apparently different standards for an “A” game. I suppose it is in the eye of the beholder. What measuring device are you using for an “A” game? Your “A” Game could be a function of the following:

• Attitude – your disposition spells confidence and could cause your best performance to explode out of your potential.
• Awareness refers to self – awareness, for you are in touch with your physical and mental capabilities. Your emotional intelligence (EQ) involves knowledge of people and relationships. When combined with competitive knowledge and personal or self knowledge you create a climate for your “A” game to develop.
• Aptitude – (IQ) – intelligence referring to mental skill and thinking enhances by hours of hard work, reading and analyzing your performance and expectations.
• Alignment – consistent with goals
• Achievement focused
• Action oriented – execution, passion and initiative

What the “A” Game is not – pseudo “A” Game or false positive

• Avoidance – hiding from your best performance and abdicating to other work you should perform yourself
• Absent – missing and engaged in inaction when you are expected on the job. When people are depending on you.
• Awkward – uncoordinated, undisciplined due to a lack of practice and poor technique.
• Average – In the same level as others. Your “A” game should be a moving target. The best you have today should be better than yesterday and below the high bar, you have established for tomorrow. This gives you something to aspire to within the range of your potential.

In delivering your “A” Game on a bad day you may be slightly short and deliver an “A-“Game, which is an A minus Game. But this is a whole lot better than a negative “A” Game. For this is the polar opposite to your best performance. This is essentially an “F” Game which is not acceptable.

Everyone brings a game to the arena, but you should make sure that it is your “A” game; an awesome effort that leads to an astonishing performance.

Copyright © 2011 Orlando Ceaser

Secrets of Success in Sales and Leadership

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This interview was given to Pharmaceutical Sales Representative Magazine and contains information that is still current and vital for today’s professional in any field.
“How do you describe your job? Do you feel that you are simply a salesperson whose only real duty is to sell as much of your products as you can? If so, this month’s column is for you! The average rep might get away with this mindset, but the best reps in this industry see their jobs in terms of both sales and leadership.

This month we speak with Orlando Ceaser, author of Leadership Above the Rim: The Poetry of Possibility. He has authored numerous articles, books and CDs, and has a comic strip on leadership, motivation and personal development. Formerly the Senior Director of Diversity for AstraZeneca, he is now a motivational communicator for Watchwell Communications, Inc, We speak with him this month to tap into his over 30 years of experience to learn how the best reps use leadership skills to get to the top of their field.

Orlando, you have worked with reps from a variety of vantage points. Why don’t we start by giving us a definition of leadership as it pertains to a pharmaceutical sales representative?

Leadership is defined in the eyes of the customer. The pharmaceutical sales representative, who helps their clients reach their vision of quality patient care, will be perceived as a leader. They will lead by example and develop credibility through technical expertise and outstanding customer service. Their responses to questions will be in the best interest of the customer. Their objectivity will create meaningful trusting relationships. They will be in the upper echelon of sales reps by using their talent, skills and resources to provide value and exceed customer expectations.

How do you see the industry’s most successful representatives using their leadership skills to advance their careers?

These individuals are not afraid to take risks. They will openly ask questions in meetings, volunteer for special projects and coach and challenge their peers. They recognize that each interaction is an interview, so their time in front of senior leadership is used as an opportunity to demonstrate their talent and tactics. They realize that the first step to a promotion is doing their current job to the best of their ability. The most successful representatives know that advancing their careers does not necessarily require a promotion or relocation. They may accept a lateral move, as well as a higher rung on the career ladder.

The successful sales representative will use a mentor or coach to help them improve their performance and counsel them on their career. They will develop advocates who are aware of their track record. These representatives are continuously learning and looking for ways to excel among their peers, by being competitive, but not in a negative manner.

If a rep doesn’t have a lot of experience in leading other people, where can he or she begin to get that experience?

Experience leading people can be gained on the job by taking the lead on projects and volunteering to assist their manager on special teams and with field training new representatives. They will gain valuable experience leading a team and learn to influence without authority. Additionally, there are opportunities away from the job where they can hone leadership skills. Sales representatives may volunteer in local community, religious, social, military and sports programs.

Sales representatives should let management know the scope of these leadership opportunities and the skills being developed. It is a good idea to have leadership development as a career objective and read books, take classes, attend seminars to help fulfill the leadership objective.

What do you think are the top one or two qualities and/or habits that make a great leader in this field?

Great leaders have the ability to rally a team to a cause greater than themselves. Marcus Buckingham, the author of First break all the rules and The one thing you need to know, says, “Great leaders rally people to a better future.” This vision of the better future is passionately presented, designed and executed. People follow because they can see how it will benefit them. Clarity in defining the future and optimism as they alleviate the fears of their team is necessary to keep them focused on achieving corporate and personal objectives.

What one or two qualities or habits do you think are very destructive in people who are in leadership roles?

I have noticed a number of leaders lose control of their organizations lacking integrity and trustworthiness. These are more than moral failing; they strike to the core of motivating a team to strive for the future espoused by a leader. If people don’t trust the leader this will impact morale, levels of engagement, productivity and sales results. It will also prevent the leader from retaining their top talent.

Additionally, in a global economy, leaders who are not inclusive or culturally competent will be a liability to their organizations.

What would you tell a representative who feels that they don’t have the basic skills or characteristics to be a leader? Perhaps they don’t like to be in the spotlight, or lack confidence in speaking out and giving their opinions, for example.

I would suggest reading books on leadership and discussing leadership skills with their manager. They may be mistaken regarding their ability to lead. In these current economic times, it may be a competitive advantage to acquire leadership qualities. For example, speaking up at meetings is a skill set that can be developed. Some people are introverts who like to process information differently and may take time to think through a response before commenting. Participation strategies and tactics can be devised to increase confidence and engagement. I know people who write down questions before and during a meeting to structure their thoughts. Others role play their responses before a meeting through mentally rehearsing their questions or practicing out loud.

Senior leadership makes decisions about the value of sales representatives from their ability to sell and their ability to lead. Expertise in selling today will cause leadership to ask the question, “Do they have what it takes to lead, tomorrow?”

The Humility Obsession – Suppressing your greatness

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As children we were told to downplay emotions and not to brag about our talents. We were to temper our enthusiasm and refrain from taunting and trash talking. Too much celebrating was unsportsmanlike and might make the other players feel bad. Additionally, we did not want the other party to return the favor and celebrate in our faces. If we won, we should be humble and defer a lot of our positive comments to the performance of team. The more we could transfer the secrets of our success to the team, the better. Individual greatness was to be placed in the background. We should be graceful in victory or defeat. However, if we are not careful, this could work against us.

If we are talented, we should display the talent and refrain from arrogance, I get that. It is character building and appropriate to put team first, I understand the principle. But, unless we have a solid self image, a strong will and self confidence, we might develop a humility obsession, which could diminish our level of participation in various situations.
No one likes a braggart. This concept is clear. We are haunted by virtual and physical images of people being loathed for their “I am better than you” attitude. We have become so worried about being perceived as being stuck on ourselves that we run in the opposite direction. We feel out of place talking about our contributions, which could affect our self image and self-esteem. We don’t want to become unpopular. Therefore, some of us overcompensate and use excessive humility to project an incomplete, less potent version of our true self.
Have you encountered people with great ideas, but will not bring them up in meetings? They are not particularly shy or soft spoken. They often have many of these innovative thoughts, but do not want to come across as a know it all. They were told to be humble and this meant to keep a low profile.

A woman in the health club made the comment, “why can’t I see myself as my friends see me.” They told her that she was intelligent, creative and attractive, but she could not embrace those words for herself. She was caught up in the humility obsession and could not feel good about her appearance and intellect. Many of us tend to resort to self-deprecating words and behaviors because of the guilt we feel around placing ourselves at a higher level than those around us. We don’t want to be perceived as a target for ridicule which is often the case when people display a lot of confidence.

There is untold and untapped talent within our communities and corporations that will not step forward because of an inappropriate perception of humility. Some of these individuals are not shy or insecure, but may be driven to holding back their greatness because they were told to be seen and not heard.
This humility obsession causes us not to be satisfied with certain aspects of our career achievement or personal accomplishments. A humility obsession makes us afraid to take credit for our success. We fail to disclose the full range of our competence. We may not acknowledge the value of our role in achieving and exceeding objectives.
There are numerous solutions to the humility obsession. First, we need to concentrate on our motives and our intentions. Secondly, we should bask in our blessings and realize our gifts are to be shared with others to entertain, educate and inspire them to take positive action. We concentrate too much on the fall from grace if we jinx ourselves by being too proud of our work. “It is best to be humble rather than to be humble.” This is the mantra we repeat in our heads. We have what we have because of fate, so we shouldn’t get carried away with our role in the process. However, we must be thankful for our blessings and not feel guilty. Thirdly, we need to stop and celebrate who we are and what we’ve done. Our positive achievements should be a matter of record and we deserve accolades for the discipline required seek and secure excellence.

In my seminars on the Know system™, I take approximately 10 words from the word know to illustrate the Know System™ Decision Making Model. One of the keywords found in the word know is the word “on”. We have to be on at all times, which enables the people and resources we need to find us. When we are on message, on fire, on target or simply turned on, we are closer to being fulfilled. This also unleashes the winning instinct within us which drives us to become successful.

Humility has its merits. I am not advocating arrogant, obnoxious or condescending behavior. We should not be self absorbed or condescending. It is true that a bad case of arrogance can propel people from you rather than draw people toward. However, we must not use the humility obsession to deprive us of participating in life to the fullest. We should not use it to diminish our progress, success or achievements or to deprive the world of our skills, talents and abilities.

Humility is good, but a humility obsession makes us feel inhibited and unnatural when we want to express our greatness. We need to be secure in to allow people to utilize their talents and abilities and celebrate excellence without fearing ridicule from others. Humility if improperly used prevents us from appreciating the work we’ve done and the results we’ve achieved. We are worried about what people will say about us. We don’t want to be that person who is arrogant. But this aversion to arrogance can affect our confidence and self-esteem in the long run and cause us hours of discontent.
Copyright © 2014 Orlando Ceaser

Leaders are not mind readers

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There is value in leaders being aware of critical issues in the workplace. The quality of leadership decision-making is based on the quality of information or data on hand. You may feel that any leader worth their salt should have access to information that will help them do a better job. Leaders have many talents, but clairvoyance and mind reading are not within their skill set. Therefore, it is important for their teams to practice full disclosure on matters critical to the success of individuals, teams and organizations.

There are three areas I would like to emphasize to make my case. They are career status and updates, environmental hazards and new ideas.

Career expectations and updates

Current aspirations

Is your manager aware of your career expectations and personal goals? An employee became frustrated when he did not receive an assignment he cherished. He felt his performance would convince his boss that he was the ideal candidate for the job, but he never stated his interest. When I sold encyclopedias, I often used the ‘B’ volume for its excellent article and pictures about birds. The article began with a picture of a mother bird with a worm in her mouth. There were several baby birds in the nest. The question on the page was which bird will get the worm? The answer of course was the ones who made it known that they were hungry, by screaming with their beaks open. Individuals must vocalize their interest and make them known to their leaders by their actions.

Career alerts – changes in expectations

If you have career aspirations that have changed, wish to lead a project team and possess insight and ideas that could benefit the company, you must let them know.
Leaders have an understanding of your career limitations or restrictions. If this information becomes outdated or you have changed your mind, the only way they will know this, is if you bring it to their attention.

If you have changed your relocation flexibility, please keep your manager informed. Leaders are not like the notice included in your monthly bills. The notice asks if there is a change of address, please provide the new information. You must adopt the same procedure regarding career updates. It is also important for you to be objective when others around you are promoted who do not have your restrictions. You cannot be frustrated when others are moved ahead of you because of their ability to relocate to accept choice assignments.

Greg was very upset when a person with less tenure was promoted and relocated to the home office. He spread negative comments and felt it was unfair. When confronted with his displeasure, he indicated that he should have been considered for the job. When he was asked if his relocation restriction had been removed, he lowered his head and said it had not. He was reminded that he would have been in consideration if he could relocate. He was challenged to be more positive and to represent himself as the kind of leader who could be promoted in the future. He stated that that he wanted someone to ask him if his status had changed. He agreed to take responsibility for this task, since it was his career.

A reluctance to keep leadership informed on key aspects of your career can cause you to develop an unhealthy and unwarranted negative attitude towards leadership and the organization.

Acquisition of new skills

If you have acquired new skills through education or volunteerism outside the company, these new skills should become a part of your corporate resume. Skills such as organizing, administration and facilitation acquired on large civic, association or church projects might be transferable to the workplace.

Environmental hazards

A leader may not know about the poor working habits of some of your coworkers. These employees may not be shouldering their fair share of the work load. These individuals could be a drag on the team by damaging the morale of the group. These people are environmental hazards who could erode the culture of the unit. The attitude that says,” the leader is being paid the big bucks, so let them figure things out on their own,” undermines the effectiveness of hard-working individuals, the team and the organization. Failing to expose inefficiencies and ineffective people will eventually harm everyone.

If there are time wasting and budget draining activities, they should be discussed with your leadership as soon as possible. Ineffective procedures should be disclosed in a tactful manner.

A leader may inadvertently offend someone in your department or group. The manager may not be aware of this. Find a way to bring it to their attention, rather than allowing it to fester and endanger productivity.

The presence of such dangers may impair the well-being and effective functioning of the team. It is incumbent upon you to step forward and tell the leader. When you are close to the situation, you have the best view. The leader cannot read your mind and extract the necessary information. You must tell them.

New ideas

If you have talent and a skill set that is not been shared, maximum benefits are being minimize. Find a way to inform people about your gifts, whether in a meeting, by memo or through your mentor. If you have an idea or a better way of doing something, which could cost the company time and money, it would be a travesty for you not to disclose this information. The personal recognition and praise you receive could be financially rewarding.

Sharing information should not pose a threat to your career. If the organization punishes the messengers, you have to be very careful, but the information must be disclosed. You may handle this by participating in employee, satisfaction and engagement surveys, writing anonymous memos in suggestion boxes and / or relying on a trusted member of leadership in another department. The leader is not a mind reader, so you must adopt creative and straightforward measures to keep them informed about information vital to the well-being of everyone.

Copyright © 2014 Orlando Ceaser

6 Ways to Cope with Irreconcilable Differences at Work

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There are relationships where both parties decide that it is pointless to continue. They do not and probably will not ever understand each other. They are constantly in a state of disagreement whether verbalized or not. Some type of discontinuance, whether separation or divorce is contemplated to dissolve their partnership. They have reached the boiling point of irreconcilable differences.

There are similar circumstances on the job. There is a cold, but cordial work environment. The job may even be hostile, intimidating and dead end without opportunities for advancement. People cannot get along with their coworkers or their supervisor. The tension in the air becomes unbearable but resignation is out of the question. Quitting for a variety of reasons would not be in their best interests. The economy is treacherous and finding a new job is risky. They have a family to feed and financial obligations.

Let’s bring the situation closer to home and make it more relevant. Your manager may be a jerk. She is making life unbearable. She cannot get rid of you because you are doing your job and have not broken any laws. She would rather have her person working in your position. She cannot remove you for fear of a lawsuit.
Additionally, you may have a skill set that the organization values and the manager cannot afford to get rid of you, but you no longer find the job challenging. You want to be promoted to another position, but they cannot see you doing any job other than your current assignment. You are stuck in corporate cement as opposed to career quick sand.
You are at an impasse. You can’t live with her and you can’t live without her. You have to cope with irreconcilable differences.

A manager for a small company inherited an employee who was a powerful, persuasive salesperson, but ultimately could be a liability to the organization. Management loved this individual and viewed him as a sales representative for life. However, the sales person had aspirations to be promoted. The more he was held to corporate standards, the more frustrated he became. One day in frustration, he stood up in a restaurant, pointed his finger at his boss and said these words; “I understand that you don’t like me and have never liked. If it was up to you I would’ve never been hired. If we can’t get along, we might as well get it on” (a reference to physical confrontation). The rep was at his wits end and surely felt he was coping with irreconcilable differences.

How do you cope with irreconcilable differences, when you cannot walk away from the job? What do you do when you have no place to go and are unable to leave your position? You must first acknowledge that the situation is toxic. A negative state of mind could damage your health and other areas of your life. Conduct an accurate assessment of your performance and career aspirations. Recognize that you may have played a small role in the bad relationship. The six tactics below may help you cope with irreconcilable differences at work. You may wish to debate these suggestions with co-workers and friends in order to arrive at a strategy that will work for you.

1. Make the most of the situation
2. Work hard and try to get transferred?
3. Work hard and try to get your boss transferred?
4. Seek counseling through the Human Resources Department
5. Recruit advocates – mentors, coaches or allies
6. Schedule a meeting with your boss

Make the most of the situation

This is generally seen as a grin and bears it approach. This does not necessarily mean for you to suffer in silence. You may look on the brighter side of things, such as being grateful that you have a job. You may display a positive attitude and devote yourself to the quality and quantity of work needed to excel. Through this entire process you must throw yourself into doing your best work, although you may not be fully engaged.

Beware of persistent anger. If you are constantly angry, you may develop ulcers, headaches and an overall feeling of grumpiness at work and at home. People around you will suffer with you; work performance will be stunted by your low level of engagement, because you are not happy. You can be patient and tolerate your plight. Your boss may leave the department through resignation, termination or promotion.

Work hard and try to get transferred

People have been known to put their nose and shoulder to the grindstone in hopes of working their way out of their circumstances. The prevailing philosophy is to work as hard as you can and be rewarded for your diligence and discipline. This strategy can work, unless your manager is working to undermine and missed represent your effectiveness. You can be driven to succeed, even in a toxic environment when you are growing your skills and working toward a goal.

Another manager, through networking with other departments, may request your services. They may become aware of new skills you required. Obtaining additional education and training may work in your favor and increase your value in the eyes of others.

Work hard and try to get your boss transferred

The same methods used above may catapult your manager into a new position. You may breathe a sigh of relief, but if the underlying problems have not been solved, this individual can harm your career aspirations from a distance. If there are misunderstandings that need to be addressed, you may have to face them courageously alone or have a trusted mentor intercede on your behalf. It may seem insincere, but you may have to act as if things are not as bad as they are, in order to survive. You may have to use your acting skills to minimize friction and give the illusion of a harmonious working relationship.

Seek counseling through Human Resources

Many people are reluctant to go to the Human Resources Department to complain about their manager or the environment on their team. They fear HR is working as the right arm of leadership and will sabotage their employment. Some companies have an Ombudsman who is present to hear employee complaints, which makes disclosure easier. If individual courage is viewed as foolhardy, the power of a group may be necessary to add additional credibility to your complaints. This is often the last resort when the person feels they cannot take it any longer; when the benefit outweighs the risks.

You have heard manager say,” you don’t have to like me or love me, but you must get the job done.” The same applies. Your manager or coworkers do not have to like you or love you but they must respect you, as you get the job done.

Recruit advocates – mentors, coaches or allies

You may have a mentor, coach or ally on speed dial or retainer to help you plan your strategy for coping with a manager who is out of control. They can advise you on the next steps take in dealing with your predicament. If the manager goes beyond acceptable rules and regulations, they can advise you on the approach to HR. They may also be helpful in calming you down and allowing you to see your role in any of the difficulties. It is always good to have consultants to bounce ideas off of to learn from their seasoned perspective.
You may have a trusted friend in higher places who can hear your tales of woe and help craft a strategy to make your life easier. They may talk to the guilty offending party or help you get reassigned.

Schedule a meeting with your boss

You can call a meeting to discuss your feelings and job performance. This will enable you to clear the air of all misunderstandings, so that your boss knows how you feel. Ask for their assistance in helping you achieve your goals for the betterment of the organization. Solicit feedback on the things you can do better to help them in their job.

If you try this approach before and it did not work, be careful. If you heard others try the same tactic and suffered, scratch this suggestion from your list.
A good leader would take your information and check the perceptions of others in your group. The appropriate corrective actions will strengthen the leader’s ability to achieve personal and team objectives.

It is important to strengthen the relationships with people at work. Invariably, difficult relationships will exist in the workplace. You may have to address the problem head-on, because walking away may not be an option. As uncomfortable as it may seem, coping with irreconcilable differences may be the only course of action.

Copyright © 2014 Orlando Ceaser

Aha moments of a different kind

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The Aha moment is that period of enlightenment when you realize a profound truth. The Miriam Webster dictionary defines it as, “a moment of sudden realization, inspiration, insight, recognition or comprehension.” The concept is everywhere, ubiquitous if you will. Business conversations around the water cooler, comments made in meetings, and words printed in business literature and popular magazines focus on the aha moment.

Today’s aha moment is only one interpretation of the word that I encountered when I was growing up in the city of Chicago, Illinois. My first perception of the aha moment was not the classic definition around a moment of illumination. I was not trying to solve a problem and the solution eluded me and then out of the clear blue sky, presto! The answer appeared.

I would like to talk to you about aha moments of a different kind. Aha moments in my early days could have easily referred to the word that was shouted at me whenever I was caught. Someone jumped out of the bushes and screamed aha with the emphasis on the second syllable. It was a gotcha moment. I was busted, found out. It was a sound of discovery. My friends had cornered me in a game of hide and seek. I can hear him saying I got you.” I guess you can say my aha moment meant that I was discovered. I did not have a personal revelation, I was the personal revelation. I was the object of a surprise attack and my assailant screamed loudly to punctuate their victory.

In the first aha moment we discussed, equal weight was given to each of the syllables. The second aha moment had a greater accent on the second syllable. I am proposing a third aha moment where the stress is on the first syllable. This is the aha that was used when people laughed at me or ridiculed me. I can still hear the strident sound on the first syllable as they yelled out, “aha!” I heard this mocking sound several times during my childhood. Many times I was the new kid on the block and there was always something about me that caused others to laugh. Additionally, I remember low levels of disrespect occurring early in my college days. Whenever someone wanted to make fun of me, I would experience one of those aha moments which did not elicit fond memories.

There may be value in the three interpretations of the aha moment. In the classic sense, when did you encounter enlightenment and insight when searching for a solution to your problems? If you are constantly focused on your problems and screening potential solutions, you may have the Eureka moment and scream aha!

Secondly, you may recall the times you were caught performing a positive or negative activity. You may successfully devise a strategy to ensure it doesn’t happen again. Strategic planning of this nature can ensure that you stay far ahead of the competition and your adversaries.

Thirdly, you may remember when you were intimidated by those in control who wanted to stifle your influence. This awareness of competitors will keep you on your toes and cognizant of those who want to replace you or thwart your efforts. This awareness can lead to the appropriate counter response to gain credibility and respect.

In our age of seeking clarity in our communications, it is always critical that we are on the same page with the same interpretation of words, concepts and strategies. When we say an aha moment, we have to make sure that people have the same understanding to match our intentions. I know, in most instances, people are generally speaking of an aha moment as filled with profound insight and inspiration. However, in the back of our minds, we may find value in thinking about aha moments of a different kind.

Copyright © 2014 Orlando Ceaser

Achieve the dream – Unlock your leadership greatness

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Dr. Martin Luther King Jr. was as a civil rights leader. He was an activist who had a powerful transformative dream, which galvanized a movement and a nation toward positive change. Each year on the anniversary of his birth I listen to a recording of his greatest speeches. During his “I have a dream” speech, I clearly see the role that everyone can play. Dr. King emphasized a compelling vision of the future which will require leadership at many levels in society, to bring it into fruition.

A leader is characterized as someone who has a vision for the future which excites people to the extent that they want to be a part of the new reality. Dr. King in his speeches and his actions, challenged us in at least four areas. He wanted us to achieve excellence, focus on economics and equality, as well as improve our circumstances and relationships, through education and nonviolence.

Dr. King’s dream should be placed in the context of a vision for a better nation and a better world. We will achieve this dream and many others through leadership. We therefore, must play a major role in develop strategies and plans to reach lofty objectives. We must unlock our leadership greatness, in order to make the dream a reality.
I have determined at least 10 attributes which would be instrumental in helping us to unlock our leadership greatness, to achieve the dream. I will address six of them in this blog. The entire 10 will be present in my new book “Unlock your leadership greatness.”

• Powered by a dream
• Student of the game
• Set high standards
• Lead by example
• Make others better
• Serve others

Powered by a dream

You must be powered by a dream, which gives you direction and a destination. I have already mentioned the importance of the dream and what this vision could do to energize people. The dream gives us purpose and passion and a strong reason to succeed.

Student of the game

We have to be students of the game, to gain a better understanding of the rules and regulations, as well as the instructions on how to live and relate to people who are different from us. When we understand the game, we increase our self-awareness and knowledge of people and their differences and similarities. When we act like a student, we are inquisitive and continuous learners, always focusing on education. We realize that education is internal and therefore, it is something that people cannot take away from us. Education is something that allows us to qualify for opportunities and if these opportunities are not granted, we have the knowledge and wisdom to make a case for demanding equality and justice.

Sets high standards

When we unlock our leadership greatness, we set high standards because we recognize the value of setting a high bar to push ourselves to unbelievable heights of achievement. We will not tolerate something that is less than what we believe we are entitled. The high standards will cause us to reach higher and prepare better. The high standards will demand us to act in a way consistent with our self-image.

Lead by example

We understand the value of image. We know that reputation is a powerful motivator. When we lead by example, others will follow us and hold us accountable to ensure that our actions are in alignment with our vocabulary. When we lead by example we have the power and capacity to attract others to our leadership. We will recruit people one by one in our passionate pursuit to improve the world.

Make others better

Through our actions we engage in activities where we received a personal benefit. Customarily, we asked the question, “What’s in it for me?” The personal benefit is a driver for our behavior. Individuals, who operate at a higher level, realize that if they make others better, they will receive a benefit in the short-term or somewhere down the road. The benefits are not the reason for their actions, but are coincidentally, a byproduct of their generosity. Dr. King and his leadership, was known for mentoring young men and women. He practiced the art of making others better. If we are good in a certain skill area (subject) and have a neighbor who is not, we are to help them become better. They need to get to a competency level which will allow them to be successful. If they are good in the area where we are deficient, we need to be open and receptive to their instruction. There is strength in numbers and we should never try to tackle difficult situations on our own. When we make others better, at some point in our lives, we will receive appreciation to enhance our situation.

Serve others

We recognize that we are not here solely for our own purpose. When we were children, there were two axioms that were emphasized with regularity. The first is the golden rule. We should do unto others as we want them to do unto us. Secondly, we were told to walk a mile in someone’s shoes, to get a better understanding of their character and the circumstances that shaped them. When we unlock our leadership greatness, we are immersed in a desire to serve others. We have learned the power of humility and being connected in an inter-dependent manner to those around us.
Dr. Martin Luther King Jr. placed a major emphasis on economics, excellence, equality and education. These areas would be highlighted in the achievement of his dream. One of the catalysts to making his dream a reality are individuals committed to his dream who have unlocked their leadership greatness.

Copyright © 2013 Orlando Ceaser