Arnold Business Advisors

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!

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.

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!

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!

When you go to McDonalds, why do you go there?  Is it for the great hamburgers?  Maybe the great icy coke, thick shakes, sundae’s, or apple pies?  Or, maybe, it’s none of these and it’s really about the “experience”.  The “experience” of convenience, kids playing on the playground, consistency of how the food tastes, clean bathrooms, and more.  So, when it comes to the “experience”, how do you describe this to someone?  Simply put…you don’t! Really, you have to “experience” it for yourself firsthand in order to “get it”.

Well, the same holds true with High Performance Coaching.  You don’t “get it” until you “experience” it. Whether you’re looking to grow profits, create a culture of excellence, learn how to influence people, be a better husband/wife, or improve other aspects of your life, the process is very similar.  And, a key part of that process is having a catalyst, change agent, coach, or non-biased third party to act as a sounding board, maintain a focus on vision, push you for commitment, provide accountability, as well as many other aspects of support.

As an example, we recently had a conversation with an owner who was of the typical, “I don’t need someone to tell me how to run my business” mindset.  After several months of coaching with their Team, this individual admitted that they were initially of this mindset; however, believe our contribution was one of the best things that has ever happened to their business.  We hear this same story over and over once people get past the initial resistance and choose to start to engage in the “experience” of High Performance Coaching.

By the way, we should mention that we also pay for and value this type of “experience”.  While we are continually learning more and more about coaching, success, leadership, and other aspects of personal and team development, we too still need someone or, in our case, teams of individuals coaching and mentoring us as leaders.  We pay as much, and in many times more than, our clients for these types of services which has aided us in seeing revenues increase 31% and profits increase 57% this year.

Arnold Business Advisors LLC provides a wide range of coaching experiences for businesses and individuals. Our client portfolio is diverse and includes international coaching clients. We don’t claim to be the least expensive option for coaching services; however, we do focus on “success” and exceeding expectations.  What this looks like is normally a significant multiple of our fees.

Are you ready to test the waters on this “experience”?  Your one click or phone call away and we guarantee satisfaction.

Have a FANTASTIC day!

Best regards,
Chris

Yes, it takes a lot to admit it; however, it’s true.  Mom always told me if I couldn’t say anything nice, don’t say anything at all.  Well, I have since learned that words spoken with the intent of building others up is a good thing and these words are offered with this intent.

We haven’t come across a leader or team who isn’t dysfunctional.  What we do see in a lot of situations is that leaders, and their teams, are not “conscious” of these dysfunctions.

A great book in aiding in the identification of some dysfunctions is Patrick Lencioni’s, The Five Dysfuctions of a Team.  “This gripping fable centers on Kathryn Petersen, an old-school CEO who comes out of retirement to accept the monumental task of transforming a dysfunctional group of high profile, egocentric executives into a cohesive and effective team. With an amazing gift for building teams, Kathryn forces her colleagues to confront the behavioral pitfalls that destroy most teams and adopt the five characteristics of a truly cohesive one.” You may view a summary of the five dysfunctions by clicking here.

Foundational to Lencioni’s “five dysfunctions” is the “absence of trust”.  We typically see “trust” issues in every organization which is why our role as an independent, non-biased coach is important. Some say trust is built over time.  Our experience is that this process can be greatly accelerated with the right assistance.

In addition to trust, we have experienced the fruits of team’s getting “conscious” of all these dysfunctions and developing strategies to minimize these dysfunctions on countless occasions. Our core competency is in accelerating the “getting conscious” process and bringing practical solutions for minimizing these dysfunctions resulting in the manifestation of High Performance results.

In their book, Lead Like Jesus, Ken Blanchard & Phil Hodges provide “lessons for everyone from the greatest leadership role model of all time”.  One of these lessons centers around “EGO”.

Yes, we all have one and we all likely could use “The Twelve Steps of EGO Anonymous” discussed in this book.

Whether in a biblical setting or aiding businesses and individuals in a secular setting, our High Performance Coaching process is fundamentally rooted in the characteristic of servant leadership.  In order to be a servant leader, one of the first steps we need help in is the acknowledgement that we have an EGO problem.

So you say, what’s an EGO problem?  My experience is that it primarily involves my pride, wants, needs, and drive for “success” negatively impacting those whom I have been given the opportunity to influence. I will also note that as much as I value being a servant leader, my EGO gets in the way routinely which is why I surround myself with other servant leaders and coaches who provide insight and accountability.

Is it time for you to enroll in a twelve step process?  We’d love to discuss further.

We often get the question, “what’s a team alignment?”  Differentiating from to typical team building exercises, here are a few words to describe what an alignment “is” and “is not”.

Is:                                                            Is Not:

Data based                                           Generic
Real issues/real-time                             Training
Beginning/continuation                           Quick fix
Participant dependent                            Facilitator dependent
License to engage                                 Spectator Sport
Opportunity                                           Guarantee

This transformational process accelerates breakthroughs for your businesses most difficult challenges, introduces a context for high-performance, and elevates teamwork and communication.  It consists of an upfront assessment, an off-site meeting, and follow-up coaching.

The Goals of Alignment are:

• Assess Current Situation
• Identify/Address Key Issues
• Create Structure Process to Engage
• Align toward High Performance Protocols

Do you have an interest in further discussing your biggest challenges and how a Team Alignment will facilitate breakthroughs to these challenges?   Please contact us to learn more.

What are your biggest challenges in 2011?
What’s keeping you up an night?
What’s that “elephant in the room” you’re avoiding?

In speaking with a client this past week, we were discussing the challenges around sharing “pain” within businesses.  While most experience some type of pain within their business daily, the natural tendency is not to readily admit it.  Whether it’s a matter of pride, a sign of weakness, or some other pay-off, it’s simply not in our human nature to admit our struggles.

High performance teams and individuals readily admit their “pain” and actively seek possibilities to move beyond.  We’re interested in better understanding your pain and connecting you with the “right” resources to help.  Please contact us to further discuss.

Are you looking to take your team’s performance to the next level?

Our High Performance Team Alignment is a transformational process which accelerates breakthroughs for your businesses most difficult challenges, introduces a context for high-performance, and elevates teamwork and communication.   The fundamentals of our process center around the following key characteristics:

Responsibility – Own you and your team’s results

Authenticity – Open, honest, revealing, committed to “candor”

Trust – Agreements are kept, no hidden agendas

Contribution – 100% participation, bring what’s wanted and needed

Commitment – Whatever it takes, willingness to pay all the necessary prices

This process consists of an upfront assessment, an off-site meeting, and follow-up coaching.  We break down barriers within the team, insure commitment to performance, and focus the team on clear visions and goals.  This is an alignment and NOT a team building exercise for which we aid in facilitating every step of the way.  If you have a business, sports, non-profit, or any other type of team which is aspiring for greatness, we would love to be a part of your success story.

Please contact us to hear more of an overview of our process.