How to achieve your New Year resolutions 2010

With just 2 years to go to the Olympics athletes know the challenge ahead! To be part of it (let alone winning medals ) will involve years of dedication and practice with a very clear and specific dream to be achieved. Assuming athletes are human (!! ) then maybe we can be successful by using the following techniques..
1. Ensure your outcome is positively stated
As there is a tendency to get what you focus on ensure that your focus is a positive one!
Answer the question “what do you want?”
2. Specify the context for your outcome
Does the outcome apply everywhere, under all conditions?
Answer the question “where , when , with whom will you want this?”
3. Express outcome in sensory specific form
How will you know it when it happens?
Answer the questions “what will you see/hear/feel/experience when you achieve this?”
4. Check this is within YOUR capability
The outcome should be formed so that its achievement is down to you!
Answer the questions “ what resources have you got/can activate/can gain to get this?”
5. Preserving your other outcomes/desires
How will this impact on other aspects of your life?
Answer the question “ will you lose anything you have now by achieving this outcome?”
6. Check this is worthwhile
Does the outcome match your values and beliefs?
Answer the question “ is the outcome worth what it will take to get it?”
7. What are the positive future consequences
Check the impact on yourself and those around you
Answer the question “how will your life (and others) be different?”
8. Do it!!
Answer the question “What is the first step and when will you start?”

Have a Happy , Fulfilling and Productive New Year !!

Great Leaders of the future will be adaptable, empowering, diverse, customer focussed and emotionally intelligent. These were the conclusions from a meeting of 20 MBA graduates (South West Alumni Network) hosted by the Open Business School and run by Paul Maisey of Buffin Leadership International.

After discussing known trends such as economic globalisation, demographic changes and the impact of technology the group went on to create their own model of what great leadership would be like in 2020. Below is the list of key areas - for current leaders to consider for their future development !!


1. Adaptable
- Able to respond to change at different speeds
- Uses different approaches in different situations
- Focuses more on a creative mindset than processes
- Less risk averse and willing to fail ( learn )

2. Empowering
- Will encourage leadership behaviours at all levels of organisation
- General style will be participative and coaching based
- Major focus on increasing teams knowledge base
- Collaborative working across teams and organisations
- Relationships built on listening and trust

3. Diverse
- Welcomes ideas from all cultures
- Inclusive working practices irrespective of gender , background etc
- Explores opportunities in dispersed way of working ( international )
- Utilizes blends of experience and innovation

4. Customer focussed

- Open to different approaches for different markets ( globally )
- Customer centric in structure and accountability
- Will involve customers in generating solutions to their needs
- A flexible and highly responsive ethos
- Will use Information Technologies to connect with wide range of customers

5. Emotionally Intelligent
- Values driven , intuitive leadership style
- Humble ( learns from mistakes and recognises others knowledge )
- Able to engage people in clear Vision
- Uses humour and emotions to draw on teams strengths

6 pathways to success for L & D professionals

Learning and Development professionals need to focus on six key areas to ensure they drive company performance , according to a recent meeting of the forum ( a group of 22 L&D professionals ) facilitated by Paul Maisey of Buffin Leadership International. Creative Problem Solving is core followed by adaptive learning processes, people engagement , results focus , teamwork and understanding.

Their Top Tips are

Creative Problem Solving

- Facilitate creative problem solving sessions to create and inspire ideas
- Develop innovative solutions to increase positive customer experience
- Create engaging training that opens staff to new ideas
- Drive and nurture creativity in communications
- Instil mindset that looks for new opportunities , new ways of working

Adaptive Learning Processes

- Develop a blended learning proposition focussed on business goals
- Support performance management with employee development via coaching programme
- Identify , share and reward cost effective best practice
- Build a positive training culture that drives team performance aligned to business objectives
- Identify and develop internal talent at all levels

People engagement

- Encourage people to identify and achieve personal goals that benefit the company
- Share ( open book style ) performance and successes
- Promote self belief
- Use new ideas/challenges to energise teams
- Support individuals and teams in taking ownership of issues



Results Focus

- Measure performance and recognise individual/team contributions
- Ensure L&D activities are match for current and future business needs
- Help people to maximise all their current skills
- Develop L&D programmes that drive greater quality and efficiency
- Measure impact of L&D activities on business priorities

Teamwork

- Establish cross functional relationships focussed on results
- Create and Celebrate role models of teamwork
- Develop supportive culture where sharing issues is encouraged
- Provide models of ways of team working
- Invest in teams that deliver results


Understanding

- Ensure company understands current and future needs of customers
- Learn from how other companies practices
- Encourage and listen to ideas from all staff
- Drive shared understanding of key objectives and issues
- L&D must be open , approachable and quick to respond


L&D professionals that adopt these 30 Top Tips will help to ensure their companies become better , stronger , faster.

Open University Business School SWAN Alumni Group Invite you to Leadership skills in 2020: what will we need?

Date: Wednesday 25 November 2009
Time: 18:30 registration, 19:15 start, 21:00 finish
Venue: OU Regional office, 4 Portwall Lane, Bristol, BS1 6ND
Directions
Cost: £15.00, guests welcome, certificate of attendance available

For more information about the event and to download a booking form, please visit our website. Completed forms should be returned by email to j.e.barker@open.ac.uk or by fax to +44(0)1908 655102.

Alternatively, please call Janet on +44(0)1908 659262 if you wish to make a booking, or have any questions.

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Do you want to be a Great Leader in the Future? How will the work environment have changed? What trends will drive the skills and knowledge we will need?

Do you want to be involved in creating the answers and the future?!

Then come along to this session. All you have to bring are what Poirot would call “those little grey cells” and a willingness to join-in. We will explore key leadership themes and create our own map of Leadership in 2020.

Due to its highly interactive nature numbers will be limited to 20 people

During the session you will actively experience the unique Mind Wizard process and discover how to approach challenges and problems in a creative and unique way.

Paul Maisey

With a successful track record of over twenty five years Paul helps firms to identify compelling VISION and VALUES, embed the success habits of highly effective LEADERSHIP and CUSTOMER SERVICE, engage in collaborative COACHING and ensure High Performance TEAMWORK.

He has a passionate, challenging and determined style with an excellent track record in driving change at all levels. A leadership style that is motivational, consultative and engages team’s skills he is results orientated and uses highly effective interpersonal skills to work with a wide range of stakeholders.

He will shortly be featured in a SKYTV documentary on Leadership.
Christine Sargent
Head of Alumni Relations
OU Business School Alumni Office,
Michael Young Building, Walton Hall,
Milton Keynes, MK7 6AA, United Kingdom

Buffin Leadership International Invites you to our London Franchise Open Evening

Paul Maisey at the WG Chartered Accountants Executive Forum in Cheltenham

A recent government backed report – Engaging for Success – looked at the role of Employee Engagement in surviving the recession and producing high level performance results. It concluded that better engagement could do more than “anything else“ for the success of UK businesses. Below are some highlights and thoughts on how you could make a difference.

WHY?
The report outlined the enormous amount of evidence that higher employee engagement leads to better customer service and better financial performance.

Did you know that
• a massive study of 50 organisations and 664000 employees showed that high engagement lead to a 13% increase in net income whilst low engagement lead to a 4% decrease in net income
• on average people who feel engaged by their company only take 2.7 days per year sick absence whilst people with no sense of engagement take 6.2 days

SO WHAT SHOULD WE DO?
The reports says you could focus on
• visible leadership
• clear shared vision
• treating people as individuals
• listen to your employees

I think that the frameworks provided in “Leading at a higher level “ by Ken Blanchard will give you some excellent ideas.

In particular
1. SCORES – the six elements found in every high performing company
2. SHARED INFORMATION – so that everyone in the company can make the right decision
3. COMPELLING VISION – to energise and focus people
4. ONGOING LEARNING – changing and striving to get better
5. RELENTLESS FOCUS ON CUSTOMERS – an obsessive drive to keep customers
6. ENERGISING SYSTEMS – ensuring structures and processes are aligned to improving results
Shared power – teamwork, collaboration and engagement

You can see a full copy of the Engaging for Success report via www.tinyurl.com/macleodpm

Have a great August
Paul Maisey

Positive "can do" leadership has a positive impact on company performance. In challenging times people look to their leaders to set a tone, direction and drive. High levels of energy lead to actions which drive results. How then as leaders do we keep our energy levels high?

Consider:

1. WHAT MAKES YOU TICK?
Be true to your own values and beliefs. If you believe in something then that finds expression through what you say and do. Demonstrate and talk about your passion for the customer, product, marketplace – whatever gets you fired up! Imagine how great it would be if everyone shared your dream and were passionate about working towards it.

2. PLANNED SPONTANEOUS RECOGNITION
Set yourself a target each day to catch someone doing a good job and praise them! Re-inforce the positive actions that your team take. Appreciate those that always turn up on time, put in that little extra, provide banter and wit. Seek to celebrate a different aspect each day. You will feel great too!

3. LETS GET PHYSICAL
High energy is supported by an energy producing system – your body. Being fitter produces more energy potential so why not walk a bit more , use that gym membership. Consider parking a bit further away from the office/factory – get 15 minutes of extra fresh air and exercise.

4. CHANGE A HABIT
Right handed? Try writing your name left handed ! We become our habits so to improve we need to change old habits/add new ones. You’ll suddenly notice new things ( previously taken for granted ) and feel different. Why not just spend a £1 a day differently to normal. Imagine the possibilities!

5. SET A VISION
Generate a clear VISION for SUCCESS in all the areas ( and beliefs ) that are important to you. What would it look like , feel like , sound like ? How would you know when you had got there ? Share this vision with those important to you.

Have a great time having a great time!

AND for further thoughts on Leadership take a look at our new Video!
Click here to watch it on YouTube.
Paul Maisey