Arnold Business Advisors

At Truth@Work, an organization with which I am involved, we often ask the question: “What’s the value of one good idea?”

Recently, in listening to a CD coming off my monthly LIFE subscription, I was reminded of a story from Napoleon Hill’s Think and Grow Rich which illustrates the “value of one good idea”.

In the early 1900′s, Ivy Lee, called on Charles Schwab of the Bethlehem Steel Company. Lee briefly outlined his firm’s services, ending with the statement: “With our service, you’ll know how to manage better.”

The indignant Schwab said, “I’m not managing as well now as I know how. What we need around here is not more ’knowing’ but more doing; not ’knowledge’, but action; if you can give us something to pep us up to do the things we ALREADY KNOW we ought to do, I’ll gladly listen to you and pay you anything you ask.”

“Fine,” said Lee. “I can give you something in twenty minutes that will step up your action and doing at least fifty percent.”

“Okay,” said Schwab. “I have just about that much time before I must leave to catch a train. What’s your idea?”

Lee pulled a blank 3 x 5 note sheet out of his pocket, handed it to Schwab and said: “Write on this sheet the five most important tasks you have to do tomorrow.” That took about three minutes.

“Now,” said Lee, “Number them in the order of their importance.” Five more minutes passed.

“Now,” said Lee, “Put this sheet in your pocket and the first thing tomorrow morning, look at item one and start working on it. Pull the sheet out of your pocket every fifteen minutes and look at item one until it is finished. Then tackle item two in the same way, then item three. Do this until quitting time. Don’t be concerned if you only finished two or three, or even if you only finish one item. You’ll be working on the important ones. The others can wait. If you can’t finish them all by this method, you couldn’t with another method either, and without some system you’d probably not even decide which are most important.”

He went on, ”Spend the last five minutes of every working day making out a ’must do’ list for the next day’s tasks. After you’ve convinced yourself of the worth of this system, have your people try it. Try it out as long as you wish and then send me a check for what YOU think it’s worth.”

The whole interview lasted about 25 minutes. In two weeks, Schwab sent Lee a check for $25,000-a thousand dollars a minute. He added a note saying the lesson was the most profitable he had ever learned. Did it work? In five years it turned the unknown Bethlehem Steel Company into the biggest independent steel producer in the world, and made Schwab a hundred-million-dollar fortune, and the best known steel man alive at that time.

Source: Napoleon Hill’s Think and Grow Rich

While this story may be one you have not heard before, the concept of a “must do” list is likely nothing new to you.  We consistently observe that people are more effective and value daily priority list when they use them. So, why highlight “when they use them”?  We’ll let you ponder that question a bit.

So, what’s the value of one good idea?  Is it worth 25 minutes of your time to explore possibilities?  Contact us to set-up a phone call or schedule an appointment where we’ll test the waters.  Like Schwab and Lee, “After you’ve convinced yourself of the worth…send me a check for what YOU think it’s worth.”   Who knows, this brief conversation may be a pivotal time for you and your business.

Have a FANTASTIC day!

Are you investing in your employees and yourselves personal development? Or, with the economy, is this an area you have consciously cut back?

In a recent article from The American Society for Training and Development (ASTD), executives report a slight decline in learning development funding.  In spite of this, they still acknowledge the importance of investing in employee learning and development.

“The findings in our latest State of the Industry Report clearly demonstrate that executives and business leaders know their investments in employee learning and development are keys to survival, recovery, and future growth,” says Tony Bingham, President and CEO of ASTD. “Training and the reskilling of the workforce is a strategic driver for companies worldwide. We are encouraged to see that, despite economic uncertainty, business leaders know learning matters.”

The report shares that on averages, businesses invest $1,081 per employee for learning and development.  The specifics of these investments vary; however, a large percentage is invested in external resources in the form of workshops, seminars, and conferences.  While these environments provide value, learning development effectiveness and retention can be a concern for leaders.  Many have experienced sending their employees off to a 2-3 day seminar, their returning “fired-up”, only to watch this energy fizzle within weeks of the seminar.

So, what’s an effective alternative?  The leaders at LIFE have hundreds of years of combined experience and are recognized among the world’s top leadership experts.   LIFE has “systematized” a process for providing and reinforcing world-class leadership development.  Businesses and individuals are finding this “systematized” approach to be a much more effective means of provide personal development which is retained.

Here is a brief overview of LIFE:

“The LIFE business launched with the purpose of providing world-class leadership materials to business executives, entrepreneurs, corporate climbers, pastors, church leaders, administrators, community service leaders, public servants, teachers, parents, and anybody who will find themselves in a position to lead. When it gets right down to it, leadership is for everyone. Nobody will be able to make their way through life without needing the draw upon the toolbox of leadership. Sadly, many people lack these tools and therefore get to live with the consequences of being ill-equipped. These consequences include missed opportunities, unfulfilled career aspirations, financial woes, and broken relationships.”

It doesn’t take long to do a bit of research to find that investing in an entire year’s LIFE subscription is considerably less than a 2 or 3 day seminar.  Yes, for as little as $50/month, individuals are seeing dramatic changes in their business, organizations, families, and overall relationships.  Click here to read some of their testimonials.

As members of LIFE, we are plugging a variety of leaders into this leadership development system.  With a simple email or phone call, we can get you started with a LIFE subscription that includes a 30 day money back return policy on all its products.

Want to learn more? Please contact us today!  We guarantee you will not be disappointed.  Also, make sure you ask about The 3 for Free program!

Have a FANTASTIC day!

Happy New Year!

We hope you had some enjoyable time off over the Christmas and New Years holidays.  Additionally, we hope that you had time to do some personal reflection and are getting your goals and personal development plan put together for 2012.  We all, likely, have heard the Bible verse Proverbs 29:18:  “Where there is no vision, the people perish.”  Studies have shown time and time again that those with goals are far more successful than those without.

Today, I want to share a great CD that I recently received off the Launching a Leadership Revolution (LLR) series. In it, Chris Brady discusses The Trilateral Leadership Ledger which Orrin Woodward, co-author, and he talk about in Chapter 4 of their New York Times bestseller, Launching a Leadership Revolution.

The Trilateral Leadership Ledger is a measurement of leadership effectiveness and is made up of three key elements of leadership:  Character, Task, and Relationship.  In the book, Chris and Orrin give leaders the opportunity to assess their current effectiveness by rating themselves and allow others to provide feedback in these key elements.  This 3 min video, gives a great overview:

LLR: 6 – The Tri Lateral Leadership Ledger

So, how do you think you’re doing in the areas of Character, Task, and Relationships? What would others say?  Chances are, you can relate to doing fairly well in one of these areas and not so well in one of the other areas.

So, what are you doing to grow your leadership effectiveness? As we all know, growth is not optional (reference “You’re Either Growing or Dying).  I mentioned a CD off of the LLR series above.  The LLR series is a systematized process for leadership development which is in the form of CDs, books, and seminars.  With a reasonably priced monthly subscription, leaders receive four CDs and a book of the month with exceptional content.  This content comes from many of the Top 30 Leadership Gurus, as well as other great leaders, and will challenge you and your teams to elevate your leadership effectiveness.  To see firsthand testimonials as to how this, as well as other LIFE subscriptions, are impacting peoples lives, click here.  Additionally, contact us to learn more about  LIFE’s Leadership Challenge & no-risk guarantee.

Whether it be through a LIFE subscription or other means, we truly hope that you are committed to a personal development plan in 2012.  Our primary purpose is to aid others in their development while growing daily ourselves.  Do you need help preparing your 2012 plan?  We’d honor an opportunity to assist.

Have a FANTASTIC day!

Is your team dysfunctional?  How do you know? Did you know that we offer a simply online assessment such that leaders and their teams “know” their current situation?

Yes, for a small nominal fee, we offer an online assessment and debrief.  The assessment tool we utilize is Patrick Lencioni’s, The Five Dysfunctions of a Team, online assessment which team’s all around the world are utilizing and finding great value.  Lencioni states:

“The Online Team Assessment provides a tangible, measurement tool for the Five Dysfunctions of a Team model. The Team Assessment report offers customized data outlining a team’s strengths and weaknesses, recommendations for overcoming potential dysfunction and specific instructions for debriefing the results.

Since 2004, approximately 50,000 individuals have gone through our Assessment. A variety of teams—from Fortune 500 executive teams, to NFL coaching staffs, to school principals and their teachers—have used and benefited from the Assessment. With only 38 questions, this tool provides a quick, effective snap-shot for team performance. “

Click here to see a  Sample Team Assessment Report .

For your reference, fees are dependent on the size of the team.  Typically, individual assessments, a summary report, and debrief with your organizations main contact is completed for $1499.  A small investment in your team to “know” the true health of your team. For more details, please contact us.

Early on in my career, I was at an offsite meeting for up and coming leaders and the CEO of our company (we’ll call Dave, not his real name) made a comment that has always stuck with me. Dave said, “In business, you’re either growing or dying”. Intuitively, that made a lot of sense. I think we all can relate to this statement and it may seem a bit “elementary”.

In my years of leadership, I have heard this phrase used and, with a few exceptions, have supported it completely. Through the years, I’ve been a part of many aspects of business growth to include: mergers, acquisitions, expansions, new facility constructions, start-up/early stage businesses, and others. Without getting into details, I would say that I consistently noticed that our “growth” was at the sacrifice of others “death”. So, what’s the difference in a business which is “growing” versus “dying”? Well, while there are several factors, I believe most will agree, as John Maxwell quotes: “Everything rises and falls on leadership.”

So, if “growing” as a leader is important, what’s the best approach? Well, first, it all starts with “personal responsibility”. Great leaders take personal responsibility for their personal growth independent of what environment they find themselves. And, a common thread we see with great leaders is that they are avid readers. (Yes, Chris Arnold, who used to joke about how little he read, did say, avid readers.) While there is a place for workshops, seminars, and offsite meetings which I regularly attend and facilitate, plugging into great leadership development content on a daily basis is the best method I have seen to date for continual growth as a leader.

In fact, we are so committed to this approach that we have now partnered with LIFE (Living Intentionally for Excellence) which is lead by two of the World’s Top 30 Leadership Guru, #7 Orrin Woodward and #12 Chris Brady as well as other great policy council leaders. LIFE has a systemized process for the personal development of leaders which is in the form of CDs, books, seminars, and association. It is through subscriptions to life transformation information and association with like-minded people and mentors, that individual are growing their leadership abilities. This growth is not only transitioning to growth in their businesses, but also their families and communities. Check out some of the personal testimonials by clicking here.

So, as a leader, do you read 1, 2, 5, 10 or even more books per month? If not, what if you did? Please notice I did say “read” as statistics do say that the majority of books purchased are never read. Also, how do you decide what to read? Where do you find the best information? With the internet and e-books, there are a tremendous amount of choices out there to choose; so, I caution you to make wise choices. For example, would you rather read a book on how to be a great leader written by someone with “results” or a person who has failed multiple times as a leader and decided to write a book on “how not to fail”? This is another reason I have chosen to partner with LIFE as they only provide information from those who have demonstrated results at a competitive price.

So, what is the best approach? We find that it is a combination of partnering with a 3rd party coach/mentor who can aid in providing an assessment of you and your teams present situation, facilitate an align toward a “growth” mindset, and getting plugged into a systematic process for continual reading and learning.

Are you and your team “growing” or “dying”? How do you know?

Need some help in assessing? We’d love to talk.

For more information on how to become a member or customer of LIFE, contact us.

One of my favorite authors is Patrick Lencioni.  I find all of his books to be very easy reads and truly applicable to leaders ranging from billion dollar corporations to small business owners looking to improve their leadership skills.  Glancing at my book shelf today, I was reminded of Lencioni’s, The Five Temptations of a CEO.

The fable in this book tells the story of Andy, CEO of a multimillion dollar corporation, who runs across Charlie, an old man in a janitor suit, on a late train ride home from the office.  Charlie engages Andy in a conversation which is quite thought provoking and unveils The Five Temptations of a CEO.  The following is a summary of these temptations which Lencioni provides:

“Temptation #1: Status

Strategy for Overcoming: Focus on results

* Publicly commit to measurable results

* Evaluate your success based on these results alone

Temptation #2: Popularity

Strategy for Overcoming: Hold people accountable

* Confront direct reports immediately about behavior and performance

* Clarify expectations up front to make confronting direct reports easier

Temptation #3: Certainty

Strategy for Overcoming: Provide clarity

* Set public deadlines for making key decisions

* Practice making decisions without complete information around less risky issues

Temptation #4: Harmony

Strategy for Overcoming: Establish productive conflict

* Draw out differing opinions and perspectives from staff members

* Engage in and allow passionate discussions about key issues

Temptation #5: Invulnerability

Strategy for Overcoming: Build trust

* Acknowledge your own weaknesses and mistakes

* Allow direct reports to see your human side”

I enjoy this book for various reasons; however, the story involving “a janitor” is definitely a highlight.  You see, years ago in leading a manufacturing facility, I had one of those life changing conversations myself which involved a janitor.  Following a meeting with the leadership of the union representing that facility, I was cornered walking out of the room by one of their representatives.  He looked me straight in the eye and said, “Chris, you truly believe the janitors job is just as important as your job, don’t you.” To this I reply, “Absolutely!  We may have different roles on the team; however, mine is no more important than any other.”  This man’s recognition and approval of my servant leadership style was a cornerstone for me as a leader.  Also, validating this approach is that particular team’s realization of a 400% improvement in profitability within a 18 month period.

So, can you really learn something from the janitor?  When is the last time you tried?  You see, most leaders are too focused on Temptation #1:  Status that they would never dream of spending time with a janitor.

Feel like challenging me on this one?  Don’t worry, it’s not the first time.  For you Colts and Peyton Manning fans, you likely could make a case that Peyton’s role is far more important than the janitor who cleans the locker room.  Based off the results we are seeing on the field this year without Peyton, the evidence may support this thought.  However, is this really the truth, or could there be another possibility?  What if the janitor didn’t do his/her job?  Go ahead; play that one out.

So, do I really believe that that the janitor could have lead the turn around of a facility or quarterback of the Indianapolis Colts?  As one whom studies and coaches individuals and their teams in the area of leadership development, I would pose to you that this is the wrong question.  Clearly, some leaders are gifted and continually are pursuing excellence over and above others they lead.  The question is do these leaders have the humility to roll up their sleeves, clean a few toilets along the way, and acknowledge the contribution of everyone on the team.

For a more in depth review and information on Patrick Lencioni, The Table Group, and his books, click here.

Need an assessment of your team’s performance and how your personally doing on these temptations.  We have a process that will help and would love to discuss.

Have a FANTASTIC day!

“LIFE (Living Intentionally For Excellence) is a movement of entrepreneurs dedicated to raising the bar on themselves and their communities for life.  Consistent success is never achieved without a goal of excellence.  Often, people choose pleasing means and then accept whatever means are necessary to achieve it.  Winning is for the few, but anyone can choose to be a part of that few – the few who will do what it takes to win – the few who choose the live intentionally for excellence.”  pg. 188 LIFE by Chris Brady and Orrin Woodward

LIFE is a business system combining world-class intellectual property in the areas of Leadership Development, Personal Development, Community Building, and LIFE Coaching which serves individuals and communities who are Living Intentionally For Excellence.

We presently are seeking business partners who are hungry, teachable, ambitious, and honorable to lead the launch of LIFE which begins on 11/1/11.   Click here for additional information and contact us to further discuss.

Recently, I have had the opportunity to read Chris Brady’s book, RASCAL.  In this book, Brady defines key characteristics of a Rascal Leader and even has a self-assessment for testing your “rascalinity”.  Brady’s humor and passion clearly make this book an easy read and his heart for freedom is readily apparent.

In particular, one of the things that I related with this book and wanted to pass along to you is “The Battle Plan – The Productive Loop.”

As you will likely recall, Arnold Business Advisors LLC mission is aiding businesses and individuals in truly defining what “success” looks like and building strategies to achieve this “success”. Substituting the word “success” for “dream” in the loop, we offer the following.

Brady states:  “Rascals start out ignorant like everyone else.  They simply don’t know what they don’t know about a certain subject, and they may not even realize they are Rascals.  But then new information finds its way into their consciousness, either through a good book, a friend, a life experience, or whatever.  The new information suggests a path toward accomplishment, a route of opportunity, an idea to be tried.”  Or, in our terms a “picture of what ‘success look’s like’”.  From this, the process begins.

Whether it’s someone looking to find a new career, start a business, partner with a new business, increase sales, work through a difficult relationship, raise their leadership capabilities, increase team effectiveness, or many other circumstances, individuals become aware of the possibility of “success” and normally immediately are skeptical. Things like, “I’m not good enough to do that” or “we’ve tried that before” come to mind.  However, then, “curiosity” is raised leading to a process of “learning”, followed by “excitement” to a point where we need to take some “action”.  But, prior to this “action”, we have that critical step of “overcoming fear”.

Assuming a Rascal “overcomes fear”, they immediately transition into action which enters the “Productivity Loop” and progress is seen.  However, our experience is that many don’t “overcome fear” which leads to “inaction, becoming paralyzed and frustrated” to a point where they meet the “Fork In The Road”.

You see, it’s not the initial lack of overcoming fear that diminishes our dreams or picture of success, it’s at the “Fork In The Road” that most experience the “make it or break it” decision. Will we “wimp out” or, as “Rascals”, will we reengage in our dream and press on to a point where we find ourselves in the productivity loop and having the experience of “Being In ‘The Zone”!”

Brady states: “‘The Zone’ is a concept that describes a peak performer in a moment all their own, where they are doing exactly what God built them to do, to the best of their ability, with all of their faculties aligned and intensely focused.”   It’s that point at which we’re hitting on all cylinders and seem invincible.  I’m sure you have experienced it at points in your life.

So, how are you and your team with being “Rascals” and operating in “The Zone”?  What’s your “rascalinity” score?

It’s our experience, which Brady also comments, that most need a coach or mentor to continually stay in the Productivity Loop.  He states that this coach or mentor should “have fruit on the tree” and not just “academic knowledge” for aiding in Rascal development.  For this reason, we mentor with those who “have fruit on the tree” and provide the same for our clients.  Would you like to further discuss? Click here to email.

Dare to be a Rascal and have a FANTASTIC day!

Best regards,

Chris

P.S.  For more blogs on fear, click here.

Recently, I have had the opportunity to read some of Ken Blanchard’s books and share time with a few leaders in one of his organizations.  One of the things which has become quite obvious through my studies is why Ken finds himself at the top of the leadership development community.  From the beginning, with The One Minute Manager and Situational Leadership to now, Ken and his teams have aided thousands of organizations on implementing the principles of what is often referred to as “servant leadership”.

Most recently, I was reading Blanchard’s book Whale Done – The Power of Positive Relationships. This is the story of a man named, Wes, who found himself visiting Sea World to “get away” from his draining corporate job.  During this “get away” Wes encountered a life changing experience.  After observing a SeaWorld show with killer whales, Wes asks the lead trainer, Dave, the question, “What’s the secret?  How do you trick these animals into performing for you?  Do you starve them?”  With much surprise, Dave shared principles the entire team of trainers learned from Shamu, one of the world’s largest killer whales.  Taking it a step further, Dave reveals that these same principles learned from Shamu are principles leaders all around the world are implementing with their teams.

So, what do killer whales have to do with training humans? More than you think!  As the story relates, and has been demonstrated by many organizations adopting principles, Blanchard outlines, “WHALE DONE” leaders and their organizations consistently outperform “GOTca” managers.  WHALE DONE leaders are focused on improving relationships by building trust, accentuating the positive, and redirecting energy when things get off track.  Emphasizing this “power of positive relationships”, Blanchard notes “You can’t punish a 9,000 pound Orca Whale, and then expect the trainer to get in the water with him.  Just as you can’t beat on your work team and expect them to improve their productivity at the end of the quarter.”

While the concepts discussed in this book seem quite simple, they tend to be more complex to implement.  For example:

“The WHALE DONE Response

·         Praise people immediately.

·         Be specific about what they did right or almost right.

·         Share your positive feelings about what they did.

·         Encourage them to keep up the good work.”

Simple…right?  Well, when is the last time you heard your boss, spouse, parent, coach, etc. provide you with this type of WHALE DONE response?  It may have been awhile.  This isn’t a criticism of these folks. It simply is that our culture tends to have been raised by “GOTca” managers.

These are the types of leadership principles and many more like them which we study daily and work with businesses and individuals to implement.  As a matter of fact, we encourage you to stay tuned for an upcoming announcement associated with our recent partnership with two of the world top leadership gurus.  Developing leaders and their teams is clearly our passion and we’re focused on continuing to surround ourselves with the world’s top leaders in order to best support businesses and individuals we serve.

If you would like to learn more about “servant leadership” or High Performance Leaders and their Teams, please contact us.  We would be glad to offer books, CDs, personalized coaching, and strategic consulting services to anyone sharing our passion.

In reading this past week Leaders Without Borders by Doug Dickerson, I was reminded of one of my favorite visualizations of teamwork.  It is the “V” formation used by flocks of geese in teaming up to fly.  My friends at Bright Launch have done a good job summarizing a few facts which we would like to pass along to you today.

• “Fact 1: As each goose flaps its wings, it creates an “uplift” for the birds that follow. By flying in a “V” formation, the whole flock adds 71% greater flying range than if each bird flew alone. Lesson: People who share a common direction and sense of community can get where they are going quicker and easier because they are traveling on the thrust of each other.
• Fact 2: When a goose falls out of formation, it suddenly feels the drag and resistance of flying alone. It quickly moves back into formation to take advantage of the lifting power of the bird immediately in front of it. Lesson: If we have as much sense as a goose, we stay in formation with those headed where we want to go. We are willing to accept their help and give our help to others.
• Fact 3: When the lead bird tires, it rotates back into the formation to take advantage of the lifting power of the bird immediately in front of it. Lesson: It pays to take turns doing the hard tasks and sharing leadership. As with geese, people are interdependent on each other’s skills, capabilities, and unique arrangements of gifts, talents, or resources.
• Fact 4: The geese flying in formation honk to encourage those up front to keep up their speed. Lesson: We need to make sure our honking is encouraging. In groups where there is encouragement, the production is much greater. The power of encouragement (to stand by one’s heart or core values and to encourage the heart and core values of others) is the quality of honking we seek.
• Fact 5: When a goose gets sick, wounded, or shot down, two geese drop out of formation and follow it down to help and protect it. They stay with it until it dies or is able to fly again. Then, they launch out with another formation or catch up with the flock. Lesson: If we have as much sense of geese, we will stand by each other in difficult times as well as when we’re strong.”

Source:  http://brightlaunch.com/resources/blogging/team-work

How’s your team doing with these fundamental principles?  We’d love to aid in your assessment and future development!!

Have a FANTASIC day!