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

 

Resilience and Another Starfish Story

starfish

Resilience is a way of describing your bounce back ability (BCA). A trait that is wired into our mental framework to give us the tenacity to govern our behavior. It is a portrayal of our stamina and stability and the survival instinct within us. We are formed, fortified and framed with the mindset to resist tough times. We are not saying that we are challenge proof, but challenging resistant, enabling us to bounce in the presence of hard times and hard surfaces.

Let me tell you another Starfish Story. This is different from the traditional starfish story. This story takes place in the ocean. Our hero or heroine is an injured starfish, that is wounded in the ocean. The injury either by accident or sustained damage from the encounter with a predator or a vessel in the water.

During this mishap the starfish was badly damaged and lost one of its points. The starfish has five arms, as we know from the pictures we’ve seen or the animals in an aquarium. However, they may have any number ranging from five arms, to over 50, but I digress. You may have been lucky enough to see these fascinating creatures, sometimes referred to as sea stars, and the they are not really fish.

Our starfish suffers what would be considered a devastating injury to most animals. Imagine this wounded animal moving around in the water eligible to die from the mutilation. However, the starfish has a quality that allows it to rejuvenate or regrow its arms. It is as if the starfish’s body, metabolism or inner programming remembers its original structure and works to replace it. This fascinating attribute allows it to live for 35 years.

Humans do not yet have this ability to physically rejuvenate, however mentally we are resilient. We may face a devastating appointment which takes away our drive and self-esteem. We may make a mistake which appears to be career ending. We may have our reputation tarnished to the extent we feel we may never recover. But like the starfish, we can rejuvenate, regenerate, replenish and reestablish ourselves with proper a mindset.

We can re-institute a positive, reassuring and confident state of mind. When we were infants and toddlers, there were qualities we had, such as curiosity, adventure, stamina, persistence and endurance. We could focus on something with relentless intensity and if we fell trying to get it, we had the resilience, the bounce back ability, after a moment of pouting to get back on our feet and resume our pursuit of the goal.

Later in life, many of us periodically, have these traits badly damaged and removed from our repertoire or body of skills. We may go through life psychologically impaired when we have the inmate ability to do something about it. We need to rejuvenate and regenerate the mental demonstration of renewed strength and resilience.  We need to re-grow these former strengths in order to sustain ourselves and renew our level of effectiveness.

Think back to a time when you were whole and constructed for success and survival. Remember how it felt to be fearless and confident. Remember the other starfish story and recapture what was lost or taken from you, so that you can replenish yourself and be structured to become your best. Remember the words of the philanthropist W. Clement Stone who was the proponent of PMA (positive mental attitude). He said that what the mind could conceive the and believe, it could achieve.

Think of the starfish and reach down within yourself to repair the damage and regain whatever you lost, the world is counting on you and your leadership.

Copyright © 2020 Orlando Ceaser

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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

Are You A Tonic Or A Toxin?

Tonicortoxin4thmonk (2)
Are you a tonic or a toxin? The 4th Monkey advises you to do no evil. Is your presence positive, beneficial, and invigorating or are you negative, detrimental and draining? The answers to this question will suggest whether you are a positive or negative influence on the lives of others.

Tonic

Do people walk away from you feeling, as if their spirits have been uplifted and inspired to have a great day? Are you epinephrine or adrenaline to someone needing a boost in their mood and enthusiasm? Are you an encouragement, a refreshment, a positive dose of energy? Are you the personification of Red Bull, 5-hour Energy or any other vitamin drink you can fathom?

My father loved Western TV shows. Invariably, there was an episode with a traveling medicine man. This salesperson would have an elixir which he swore would cure everything. This amazing tonic was exactly what the people needed to feel better, instantly. The medicine man was usually a Charlatan and the elixir / tonic was usually 80% alcohol. Nonetheless, the tonic was viewed as a positive concoction.

If you are a tonic, people walk away from you feeling stronger, more positive and capable of success. Your actions are viewed favorably. When you are a tonic some of the following attributes are noticed.

• You are often invited to meetings and social functions
• People enjoy your presence and positive / constructive contributions
• People want to be around you
• People want you on their team, department or organization
• People learn from you and feel their careers are being enhanced
• People go out of their way to say nice things to you and about you
• You are sought after for advice, coaching and mentoring opportunities
• You are inclusive and ensuring that others are involved
• People recommend you and your services
• People do not hesitate to be your cheerleaders
• People want to work hard for you and do their best work

Toxin

Are you a toxin? Are you a slowly debilitating individual that sucks the life out of people and drains the energy in the room? Do people walk away from you feeling tired, irritated, weak in their demeanor and worst for having interacted with you? Are you the killjoy, the party pooper, the person elected most likely to impede? Do people change their direction to avoid you and to go out of their way not to invite you to their gatherings? If you answered yes to any of these questions you are a certifiable toxin.

The toxin is a poison. When they are added to a team, organization or social group; joy, productivity and progress are diminished. The toxin may include the following signs:

• Negative attitude and negative input to conversations
• Always have a negative, opposing view
• Will always suggest why things will not work
• The official carriers of gossip and negative news and expectations
• Politically dangerous due to the number of enemies they make
• Do not know when to be quiet
• Possess poor emotional intelligence skills (EQ)
• Believe they have all the right answers; condescending and arrogant
• Chronically disengaged and encourage others to follow their negative example
• Work to undermine programs, progress and performance
• Chronic complainers without solutions
• When people walk away, they feel listless, tired and mentally and physically fatigued
• Dissatisfied with work, constantly looking for a new job, but they never leave

Toxins are to be purged from the body and cleared by the organism / organization. This cleansing will improve health and enhance longevity. The word toxin immediately recalls images of pollutants that are hazardous to our bodies, health and well-being. Both words, tonic and toxin are applicable to our daily lives, which includes our interactions with people and our environment.

Being a tonic or a toxin can also apply to the workplace. Is the workplace a tonic, which enhances your spirits and personal growth or a toxin that intoxicates, paralyzes and brings you down?

Whether work is a tonic or a toxin can have a profound effect on your mood and development. They can influence whether you look forward to going to work every day or dread this daily ritual. A tonic can have a positive effect on your health and your interactions. However, a toxin can affect your attendance and be harmful to you and everyone who encounters you.

A toxic work environment can damage employees and make them irritated, frustrated, frightened and nervous. A tonic personality can be influenced by toxic character traits; breaking down their positive job outlook and their outlook on life. A change in leadership, location and environment may be the necessary therapy in extreme cases of toxicity. Conversely, inserting a dose of positive tonic is like delivering a breath of fresh air into a toxic workplace.

The question of the day, the question for reflection is, “Are you a tonic or a toxin?” When you determine the answer to this question. You must take the necessary steps to enhance or correct your status.

Copyright © 2019 Orlando Ceaser
Tonicortoxin4thmonk (2)

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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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

Work: A Love/Hate Relationship

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We have a curious relationship with work. We jokingly refer to it as something we just love to hate. We tend to gripe about work in our conversations which are often grounded in negativity. We often view work as a necessary evil, the daily grind or just a job and something to pay the bills. It is to be tolerated until we can do something about it or find something better. We view work with a captive mentality. It is something that we do against our will, as if someone’s forcing us to do it. We complain about work when we are hired, fired, quit or retire.

There are statistics and anecdotal comments that reflect our ambivalence toward work.  70 to 80% of people dread going to work every day. According to the Gallup Corporation, only 18% are fully engaged in the workplace. Conversely, if we find the job we love, we are told that we won’t work a day in our lives.

The Hate Relationship

When we speak of the things we hate about our job, it is generally focused on the manager or the fact that we are underutilized or in the wrong job. Leadership is responsible for the culture, with assistance from our co-workers. We may not think we are able to positively impact environment, unless we are a manager. Therefore, we may elect to put our head down, shut our mouths and do our job. These are survival and coping techniques we use when we cannot leave the job and must stay on board for the sake of our family and future.

The Love Relationship

There may be a love side to work that is often not discussed. Rarely do we hear people say, “I love going to work, it is so fulfilling, encouraging and allows me to grow my skills to achieve my dreams. I love my job because it completes me; I cannot think of any place I’d rather be than at work.” We believe that the right job with the right manager and the right company, that fulfills our purpose, is out there, but we haven’t found it yet.

We should focus our attention to the overlooked facts that point to an affection some of us have for our jobs. There may be positive attributes that are lost in the stress and struggles from working in a toxic environment. If we look beyond the haze, we may see that work can amaze and provide us the opportunity to focus on personal dreams and enable us to acquire marketable and transferable skills. The workplace provides the option to network and meet people who will help us in our career development. Our socialization may be comprised of people we see at work.

Gratitude

It would be helpful to make a list of the things we love and the things we hate about your work. Find a quiet place and create a chart on a piece of paper or on your computer or tablet. Be very truthful and objective, as you complete these two columns. The nature of the job may fit into your strengths and your passions. For example, you may enjoy your manager and co-workers

After you have completed this assignment, study the items you have listed. Ask yourself the following questions;

  • How is this item contributing to my feeling about work?
  • How important is this item in my overall perception of my job satisfaction or dissatisfaction?
  • What can I do to increase or eliminate this as a concern?
  • Who should I talk to and explain my position?
  • How can I make the most of this concern to improve the overall development of my skill sets and career?
  • Am I honest about my assessment of these love-hate attributes?
  • How can I ensure that my response is benefiting the organization and putting myself in position to achieve my goals and dreams?

Where is the Love?

Gallup’s research also notes that people who are engaged at work usually have a best friend work. Early in my managerial career I noticed that certain managers surrounded themselves with people with whom they had a history. These individuals moved together from job to job and invariably brought these talented people with them. Apparently, they had cultivated a bond with these coworkers because of their talent and trustworthiness. There is a lesson we can learn from these relationships. They were an asset to each other as they climbed the company ladder. Therefore, work developed friendships and strategic relationships can benefit our careers. These individuals become investments and when they change companies, they can pave the way for us to join another organization.

My wife commented on how the corporate training programs enhanced my development. She knew me before I started working for the company. She saw me before the experiences and training programs and witnessed firsthand, my personal growth, development and transformation. When discussing difficulties at work, she would remind me to be grateful and express gratitude for the blessings I received.

Many companies have a list of direct and indirect benefits that they provide for employees. These benefits may increase the likelihood that people will love their jobs. Additionally, successful companies try to match people with the jobs consistent with their skill or potential. The direct benefits are pay for education through tuition reimbursement programs. There are vacation days, paid leaves of absence, company matching as a part of their 401(k) benefits. We may argue that companies must offer these benefits to be competitive in today’s marketplace. Yet, there are positive programs that we can use to benefit ourselves and family. Taking advantage of these programs could increase our positive perception of the company. We have a greater chance of loving work when we take advantage of these benefits. If we play our cards right, we can use the organization to develop the necessary skills to achieve our life’s purpose.

However, benefits alone should not anchor us to an organization that is tearing us down and burning us out. I spoke to a vice president recently who stated that she stayed with a previous employer because of their benefits, when there were no personal growth and career development opportunities. She indicated that she probably stayed there four years too long, when she could have grown and been better off in another environment, enhancing her career.

We have a love/hate relationship work, but we should mine for the valuable opportunities, benefits and resources we need to grow our portfolio, relationships and life experiences. When we step back and are strategic and objective, we observe and anticipate chances for skill development and financial security. We can accurately project the company’s potential value to us. And when this happens our love for work may increase, along with our level of gratitude.

Copyright © 2018 Orlando Ceaser