Priorities

10 Key Questions for Leaders – Part 2

December 18, 2015

10 Key Questions for Leaders – Part 2

Leaders are faced with a myriad of issues each day, but one of their most critical responsibilities is to step back from the urgent and focus on the important. They must achieve a balance between the reactionary crisis mode and the proactive planning mode. This means pausing and reflecting on how they’re influencing behaviors to ensure the right outcomes. To accomplish that, there are 10 key important questions that, properly addressed, will strengthen both their leadership and their organizational effectiveness.

Engagement. How do you engage your team in what you’re trying to accomplish? Engagement is based on an emotional connection that energizes those involved to work toward a common goal. Competitive rowing teams, known as “sculling in crew” require all rowers to move in exact cadence with the leader for an efficient stroke. The leader is responsible for steering the boat, encouraging the crew and monitoring the rate of progress. Everyone knows their role and knows who to follow, and engagement is an important key to winning. Contrast this with a scenario where everyone is rowing at their own pace. They’re working at it, and they’ll make progress, but not nearly as fast because their behaviors aren’t aligned. Similarly, as the leader you must ensure that your team clearly understands the goal and that their efforts are coordinated, collaborative, and complimentary. This means making sure they buy into why the goal is important, and contribute their ideas on how to best accomplish it.
Innovation. Are you creating an environment that encourages new thinking? Innovation involves taking existing ideas, processes or products and combining them in new and different ways to meet customer or market needs. For example, electric vehicles are innovative. Some companies have innovation labs, or innovation hours (i.e. hackathons), but this approach ultimately needs to be embedded in the culture of the organization. New ideas must be nurtured and encouraged. Carl Winans, Co-Founder of Mega Tiny Corporation asked a good question at a conference I attended recently. “Are you creating or merely consuming?” In other words, do you just take in information and knowledge and use it, or do you integrate it to provide new and different output that is beneficial to others? Leaders’ interactions with employees should incorporate discussions on innovative topics, soliciting ideas, encouraging them to investigate the potential for success, and when appropriate, giving them a leadership role in operationalizing their ideas. This rewards innovation and reinforces the skills requisite for success.
Power. Do people follow you because of your power and position, or because you empower them? If you were no longer CEO, VP, or holding your current leadership position, who among your team would still want to follow you? John Maxwell’s book The 5 Levels of Leadership explains that at level 1, people follow you because they have to. But as you move to level 5, people follow you because of who you are and what you represent. You only have power over others to the extent that they grant it to you, whether through an employment relationship, or because you meet a financial, emotional, social, psychological or physical need. Once you cease to fulfill that need, or they find someone else to fulfill it, you become effectively powerless. On the other hand, as a leader you can empower others, or give power to them, by providing them with responsibility, enabling them to do something, or equipping them to accomplish a challenge. Giving power to others generates a virtuous cycle of enabling, growth, commitment and engagement.
Performance. What is the correlation between your effort and your outcomes? This is a sensitive issue, because all leaders like to believe that they’re exceeding the expectations of the individuals or groups to whom they’re accountable (and we’re all accountable to someone). But there are enough situations where no matter how intellectually capable or strategic the leader, their best efforts don’t move the needle forward as much as is needed or expected. Is their skillset incomplete? Is the internal business challenge too great? Are there insurmountable external economic or market forces that can’t be overcome? Marissa Mayer joined Yahoo in 2012 amid great fanfare about how she could turn the struggling company around. Three years later, the company has had to scrap its plans to spin off its extremely valuable stake in Alibaba Group Holding, and the market is currently valuing Yahoo’s core business at less than its cash on hand. While Mayer has upgraded content and worked to boost mobile revenues, some are publicly wondering how much longer the 6^th CEO in 8 years will last. Opinions vary on how to return Yahoo to success, but the performance question is one that every leader grapples with at some point. And if the effort is not producing the right outcomes, it may be time to find a new opportunity where the leader’s contributions will align with strong results.
Change Leadership. Are you leading your organization to be nimble, flexible and open to change? Change doesn’t happen unless the leader makes it a priority. Nikesh Arora, formerly responsible for all of Google’s revenue ($29B), and currently CEO-in-waiting at SoftBank Group of Japan, demonstrated this when he was first hired to run Google’s European operations in 2004. He doubled his initial 5-year revenue projection for the region, and created the analytical tools that were eventually implemented to track the financial condition of the global business. He’s known not to suffer fools, but his enemies respect him. Instead of changing his leadership style to fit into the company, Arora shrewdly changed the leadership perspective to mirror his own. He tells entrepreneurs “Anytime you can predict your trajectory, you should change it.” Change leaders don’t wait for external forces to drive internal business strategies. They anticipate the market, technologies, economy and customer needs; develop a flexible framework and goals for the future; then ensure that the right processes, strategies, technologies, and tools are in place to get there. Change leaders hold their organization accountable for results.

(more…)

10 Key Questions for Leaders – Part 1

December 2, 2015

Priscilla Archangel

Priorities, Results

10 Key Questions for Leaders – Part 1

What is the disruptive threat to your business model? Leaders should be constantly aware of ongoing threats to their business model and its products or services, and take action to address it. Jim Kennedy, Chairman and former CEO of Cox Enterprises provided a great example when he diversified his business away from classified ads to leverage the growing role of the internet, by successfully launching Autotrader.com. So make a list of all the products and services provided by your organization, your team, and even you, based on your skillsets. Now for each one, think about two or three ways that your product, service or skillset can be provided faster, cheaper or differently. What technological advances might make your current products or services obsolete? How might consumer preferences shift away from your current model? Believe in the possibility and probability of those ideas, then focus on how you’ll anticipate the future and address that threat. Shift your business model to where the customers are going, instead of where they are now.

Purpose. Why are you doing what you’re doing? Many organizations and teams shift into automatic mode as their activities become routinized. They assume that demand will continue for their products and services, and evolve into placing more focus on what they’re doing, or how they’re doing it, instead of WHY they’re doing it. But asking the question WHY, connects you to the purpose of your activities. It’s the motivator and driving force that inspires the team to the appropriate behaviors that will support it. Once they understand your WHY, an emotional link can form as they pinpoint their contribution to accomplishing it. The underlying WHY or purpose of an individual, team or organization typically does not change, because it’s a fundamental belief and value. According to Simon Sinek, the how and what changes as necessary to continue to support the WHY. When you know your purpose or your WHY and communicate it effectively, this clarity attracts others to you who recognize a benefit from it.
Failure. Where have you failed, and what insights have you learned from it? If you’ve never failed, you’ve never attempted something of impact and significance, relative to your abilities. Failure can add value when we learn something from it, and build upon it. Thomas Edison failed many times in trying to develop a light bulb. The Wright brothers failed initially before leveraging their underdog status to become the first in flight. J. C. Penney was sick and bankrupt before he built his namesake store into a retailing giant. But they learned from their failures, kept trying and eventually succeeded. The only bad failure is if you fall into shame and shut down afterwards. Instead, find a stepping stone to move forward. Failure is a requirement for growth. It’s accompanied by exploration, curiosity, pursuit, action, and flexibility. And most importantly, reflecting on and learning lessons that can be constructively shared with others.
Curiosity. What are you curious about? Curiosity is a precursor to learning. Though it’s easy to be consumed with the daily challenges of leadership roles, it’s important to take time to explore insights in related areas to stimulate thought processes, and spur new ideas. Research shows that successful CEOs are curious, and this curiosity leads to growth. Mark Zuckerberg, CEO of Facebook started his Year of Books online reading club to encourage discovery about different beliefs, cultures and technologies. And Richard Kinder, Chairman and CEO of Kinder Morgan reads about 50 books a year. He learns from how other leaders have confronted challenges, particularly overwhelming ones for which they had few ready answers. His curiosity in reading is linked to his interests, and fuels his passion for learning. So dig into those areas that you’re curious about, and your learning will form the basis for future growth.
Service. What does my team need from me in order for them to be successful? As a leader, your responsibility is to serve your employees, enabling them in turn to provide value to customers, investors, and the community. You serve your team by creating a compelling vision, and providing the processes, tools and structure to support innovation, recognition, teamwork, and success. Service requires a continual focus on others to understand their needs, motivations, and aspirations, and to provide them with opportunities for growth. This includes a measure of humility to steer the focus from your own, to the teams’ accomplishments, and to ensure that your decisions serve them and not yourself. Service also provides a greater connection to the team as you partner together in the organization’s success. Leaders who focus on service take responsibility when things go wrong. Leaders who focus on service empower their team. Leaders who focus on service attract, retain and develop talented people.

(more…)

Take a Break. Make Time for a Sabbatical.

October 1, 2015

Priscilla Archangel

Leadership, Priorities

Take a Break: Make Time for a Sabbatical

Many years ago, I was fortunate enough to attain the coveted promotion that I desired in my company. I was appointed to an executive position in a newly formed and fast growing business unit that energized me, provided a great fit and growth opportunity in my areas of strength, and stretched my mind to deal with a myriad of complex issues all at once. At the same time, I was in the final phases of a doctoral program, completing my research and writing my dissertation. Either situation by itself was intense and at times stressful; but put them together, and words can’t adequately describe the pressure to perform well.

(more…)

What Does Your Culture Look Like?

July 31, 2015

Priscilla Archangel

Leadership, Priorities, Results

What Does Your Culture Look Like?

We live on a corner and almost every summer day as part of my morning exercise, I walk down the side street of our home. The sun is still rising. The dew hasn’t yet vanished from the grass. Everything looks fresh and green. The bushes that we so carefully planted around the perimeter of our home several years ago have grown substantially since the lawn service gave them their spring trim. As each day goes by, I realize that some parts of the bushes are REALLY growing out, and maybe it’s time for a mid-summer trim earlier than we anticipated. (more…)

Insanity Check

December 31, 2014

Priscilla Archangel

Accountability, Priorities

Insanity Check

“The definition of insanity is doing the same thing over and over and expecting different results.” This often quoted statement has been attributed to a variety of people (including Albert Einstein), but it provides a good motivation to begin your new year.

With the beginning of 2015 many people are thinking about New Year’s resolutions. What do they want to accomplish this year? What do they want to do differently? Even for those who swear off such annual declarations (many of which are only kept for a month or two), most people still take the time to pause and consider what they want to experience in the New Year. Whether or not you advocate setting resolutions, it is important to periodically assess your activities to make sure they’re properly focused to support accomplishing your objectives.

So take an insanity check. This is the time to evaluate your personal, professional and organizational strategies and make the necessary adjustments to ensure not only progress, but attainment of your goals. In what areas are you sticking to the same plan, but expecting different results? What isn’t working…yet? Where are you or your organization struggling? Where are you and others frustrated? Here are several keys to your insanity check.

Build Momentum

The change initiatives you have started may take time to build momentum until you actually see visible progress. You’re laying the groundwork for improvement, building a foundation, and driving beliefs and values that will spill over into behavioral changes. You may be personally impatient, or stakeholders may be pushing you for quick results. But make sure your plan is solid and that you’re on track in following it. Stopping or pausing will undermine your momentum and you’ll almost literally have to start over. So keep pushing, and build momentum, your goal is in sight.

Pull The Lever

Identify the critical lever for change and focus on it. This critical lever is at the center of the problem, and supports and reinforces what is not working. Like a house of cards, if you pull it, everything that it supports will collapse, and that may be a good thing. Pulling the lever may require repositioning your team, changing your structure, developing a different strategy, or shifting your own leadership style.

Manage Time

Time is one of the most valuable resources you have, so use it wisely. Rather than succumb to the many demands on your time, control how you spend it by prioritizing those activities that add value to what you’re trying to accomplish. I admit that I can get caught up reading business books and articles that are really interesting, aren’t necessarily relevant to the project that I’m working on. , so I have to refocus myself as well. Determine what activities add the most value; find the ones that are really drivers of significant change, and adjust your time accordingly.

Decide Now

Deeply embedded problems require tough decisions. You must be willing to let go of people, processes, or products that you previously invested in, but now are not providing sufficient return. Further delaying these decisions means that you’re expending and wasting valuable time in areas that won’t payoff. You likely know what you have to do, but you’re avoiding the unpleasantness of doing it. Instead of focusing on the negative, focus on the positive outcomes.

Move your people to positions where they can add more value, or provide a bridge for them to transition outside the organization where they can find a better suited opportunity. If they’re not delivering, they typically know it and are feeling some level of stress related to that. Avoiding the obvious issue only makes the pain worse over time.

Your team or customers will tell you the processes that aren’t working (if you don’t already know it). Set an aggressive and almost impossibly quick timetable by which they need to be fixed or eliminated. Others will thank you for it and be relieved that you finally addressed the problem.

Unprofitable products or services draw resources from the rest of the organization and literally pull others down with it. Think of a rose bush that through careful pruning of dead or unfruitful branches enables the remainder of the bush to receive the necessary nutrients to bloom beautifully. Such products and services may have a legacy with the organization, or be a favorite of some leader, but culling them quickly will add value to the remainder of the organization.

Remember…working harder on a bad plan doesn’t make the plan good. Doing the right thing at the wrong time won’t achieve the desired results. Smart moves at the right time are key to getting what you want.

Picture courtesy of Google Images

Shift: Strategic Reinvention

October 31, 2014

Priscilla Archangel

Capability, Priorities

Shift: Strategic Reinvention

Steve Ballmer has a new lease on life. After more than three decades at Microsoft as employee number 30, he retired as CEO in February 2014 and is looking toward the future. He’s also number 18 on Forbes’ list of wealthiest Americans with $22.5 billion, so he discussed his plans for the future with George Anders for that magazine’s recent issue.

First, Ballmer’s purchase of the Los Angeles Clippers earlier this year will take a large chunk of his time. This was the third time he tried to purchase an NBA team. Many believe he overpaid for the opportunity, but it aligns well with his love of the sport, and focuses him in an entirely different direction. Second, though he’s no longer involved with the company, as the largest individual Microsoft shareholder (333 million shares!), he will continue to closely monitor his investment. He’s also using his vast experience to teach MBA students at the Stanford Graduate School of Business. This is part of evaluating his legacy as they analyze the successes and failures of his former company.

(more…)

The Right Questions

April 30, 2014

Priscilla Archangel

Priorities, Purpose

The Right Questions

“What do you want me to do?” Gregg Popovich, head coach of the San Antonio Spurs sometimes empowers his players by stepping back, and letting them figure out their next step in the game. They’ve risen to the occasion by giving “Coach Pop” 16 consecutive winning seasons, more than any other active NBA coach.

“How to you turn this company from aid provider to economic development?” Blake Mycoskie, CEO of TOMS Shoes faced this question during a two year break from running his company, during which he reflected on his future role. The answer? He’s started TOMS Roasting, which sells beans in grocery stores, and in his branded cafes. Mycoskie found that coffee farmers provide the best economic development in the countries to which they donate. So to continue his model of “buy one give one”, for each bag sold TOMS will provide one week of clean water to a person in need, and for each beverage sold they will provide one day of clean water. Water is the number one ingredient in premium beans, yet many people in these countries lack clean water for their personal use.

“When are you going to drop the ‘interim’ title?” Jay Stein, then Interim CEO of Stein Mart, an off-price retail store, was asked this question several years ago by a reporter. Jay is the grandson of founder Sam Stein who started the family store in the early 1900s, and now boasts $1.3 billion in sales from 266 stores, with another 25 in the works. Jay had retired after heart by-pass surgery thinking that someone else could do a better job running the company. But after three failed CEOs he stepped in again on an interim basis. This reporter’s question caused an epiphany as he recognized the negative impact of continuously shifting and ineffective leadership. His response? “Right now.” They made a public announcement and the organization has moved smoothly forward.

The Power of a Question

These are examples of the right questions; powerful questions that once answered, provide direction, clarity and purpose. They’re necessary for our continual development and well-being; indispensable and essential for our growth. The right questions may ask What, Why or How. They’re designed to coach, facilitate and motivate others to think deeply into their situation and determine their next steps. My friend Christian Simpson, an internationally acclaimed expert in professional coaching, describes this as effective questions that invite the person to a greater level of discovery, clarity and action. Properly posed and authentically answered, they create buy-in to the future.

Whether in a group meeting or one-on-one dialogue, the right questions can refocus the discussion, reenergize the conversation and restructure the approach. They can cut to the heart of the issue; cause you to stop and think about what you’re doing and why; and challenge you to make the right decision for the right reason.

The Right Perspective

So possibly you’re wondering how you can leverage the power of the right questions to have more productive business and personal discussions, ensure alignment of specific decisions with your vision or mission, generate increased business, or to coach others towards success.

Asking the right questions is a matter of perspective. It requires an objective look at the situation, or the ability to step back for a moment and view the proverbial forest instead of the trees. It may require a deeper look into the future. It requires greater interest in letting the other party find the right answer, than in you telling them what to do. It’s a matter of getting them to think through their priorities, objectives, and strategies and come to their own realization of their necessary actions. It may require listening deeply to what is not specifically stated, to the underlying motivating principles and priorities. It may involve asking the question that is screamingly obvious to you that no one else dares to ask or that everyone else is blinded to; or probing deeper into the circumstances and thought processes of the people involved.

The right questions also require the right timing for the respondent to be receptive. I had a discussion with a client several months ago regarding a colleague that he continually wanted to include in meetings. The colleague was well known in certain business circles and brought a level of credibility to his team, but the colleague’s area of specialty wasn’t well aligned with this client’s business goals. Finally, the timing was right for me to directly ask what value this colleague added. The client thought for a moment and came to the realization that there was no value, but he now owned the decision. Similarly Coach Pop’s timing in letting his team figure out the right next strategy helped them to better understand how to apply their skills to the challenges on the court.

Blake Mycoskie and Jay Stein’s right questions helped them make major decisions in their work and their lives. They didn’t avoid the response but embraced it and experienced growth. So appreciate and value the people in your life who are insightful and who venture to ask you the right questions.

Your Thinking Spot

February 28, 2014

Priscilla Archangel

Priorities

Your Thinking Spot

Imagine yourself escaping from the daily pressure of decisions to be made, demands on your time, and disruptions to your schedule. You find a quiet oasis, where the atmosphere is suited for relaxation, reflection and rejuvenation. It is carefully designed to provide just the right amount of stimuli to enhance your productivity and creativity. You’re able to think through problems, strategize, and plan your next steps. This is your thinking spot; the environment where you’re optimally suited to work through the challenges in your life and work.

While the thought of periodically removing oneself from the hub of activity is scary to some people, some of the most successful leaders have made a habit of frequenting a thinking spot.

Harry Frampton, executive chairman of East West Partners, a property developer, manager and brokerage in Avon, Colorado has a vacation home in Hawaii where he and his wife spend about 12 weeks each year. His visits there during the 2009 recession helped him get away from overwhelming problems and think through which projects to put on hold, and which ones to move forward on.
Martin Puris, an advertising executive and owner of Puris and Partners has a vacation home in Long Island’s Hamptons where he and his wife spend most weekends. There he has some of his “best creative thoughts”, and can think “uncluttered and focused”.
Dan Cathy, president of Chick-fil-A, a fast food restaurant chain headquartered in the Atlanta area has a “thinking schedule” that helps him to prioritize intentional thinking. He blocks out a half a day every two weeks, a whole day each month, and two or three days each year to make sure he blocks out distractions and keeps focused on the primary things in life.
John Maxwell, internationally known leadership guru and author has a “thinking chair” in his office. He brings a list of issues to think through while he sits in the chair and spends the necessary time to gain clarity on them.

Productive Thought

Effective leaders understand and embrace their thinking spot. They plan time to think that includes:

Reflecting on what did and didn’t work in the past.
Focusing on the present challenges.
Planning for the future.
Creating new solutions.

Their thinking time may include different forms of solitude. Jim Collins, author of Good to Great, describes Darwin Smith, the unassuming but successful CEO of Kimberly Clark for 20 years, as spending his vacation time on his farm in Wisconsin, digging holes and moving rocks on his backhoe. While this may have looked totally unrelated to his leadership role, it no doubt provided the quiet thought time needed for the demands of his position.

Steve Wozniak co-founder of Apple designed the first personal computer working alone. He met with others periodically to discuss the technology and possibilities, but he largely toiled long hours by himself, thinking through the process necessary to reach his goal.

Find Your Spot

So where do you get your inspiration? Where is the spot that stimulates your thinking? Have you carefully protected that environment to ensure that it’s conducive to your needs? How often and for how long do you frequent it? What has it produced for you in the past? Do you run from it or to it? In other words are you comfortable sitting in quietness or do you need high activity and stimulation around you? Does the thought of sitting still make you nervous? Are you constantly thinking of all the other things you can do instead of being there?

My preferred style is to spend quiet time in the early morning in meditation and prayer. I focus on what I need to accomplish for the day, engage in positive self-talk, reflect on my priorities, and thank God for His goodness. Ideally, if the weather and time permits, I’ll take a walk, alone with the unlimited expanse of nature. Sometimes I get great ideas during this process, and at other times mental breakthroughs will come later in the day, but I know it’s a product of that time alone.

The key is to understand the environment where you’re most productive, and replicate that on a regular basis. In your gut, you know when you do your best thinking. You know the right atmosphere for you to generate ideas, work through problems, develop your action plans, and learn new information. You know where you get your energy, ideas, and motivation; your time of fruitfulness where seeds of ideas take root, are carefully formed and watered over time until they finally blossom. Make it a priority to find and frequent that thinking spot.

Steve Wozniak reference from iWoz: Computer Geek to Cult Icon: How I Invented the Personal Computer, Co-Founded Apple, and Had Fun Doing It by Stephen Wozniak with Gina Smith, W. W. Norton & Company, Inc. New York, NY, 2006.

John Maxwell reference from Success 101: What Every Leader Needs to Know, Thomas Nelson, Nashville, TN, 2008.

Picture from IStockPhoto

The Giving Challenge

July 1, 2013

Priscilla Archangel

Character, Priorities

The Giving Challenge

What would you do with $4.5 billion? Most people would start with a list of how they’d invest it and what they’d purchase. But John and Laura Arnold have decided to give it away. John began his career as a successful natural gas trader at Enron. He left before it went bankrupt, and founded a hedge fund. He’s known as an introvert, very smart and low key, but diligent in his research of every detail around his oil investments. His ability to correctly anticipate gas and commodities prices paid off handsomely so that in October 2012, a few years shy of age 40, he closed his fund and retired.

He and Laura, a Yale grad and former corporate attorney, then focused their energy on the John and Laura Arnold Foundation, with the vision of giving money where it can produce the most good. For example, they’re funding projects that could make a difference in criminal justice sentencing guidelines, or how our bodies process food which could impact how obesity is treated.

The Arnold’s know that some of their projects will fail, but they’re betting on the upside risk that some will be a big success and will positively impact society. Their style of “high impact philanthropy” is increasing among the super wealthy. Rather than simply writing a check to the many existing worthy causes, they’re looking for opportunities to fund social initiatives, eradicate societal ills and solve vexing problems. They want their money to have a long term effect.

They also don’t believe in “dynastic wealth”, or giving the money to their three children, because they feel it’s important for them to learn to create wealth for themselves. They’ve seen too many examples of children who’ve made poor decisions with such an inheritance, and don’t want theirs to feel entitled. John and Laura also think it’s a mistake to believe that having more money makes children happier or more productive. They share the perspective of other billionaires like Warren Buffett that there’s no value in gifting large sums of money to their kids.

While most of us can’t directly relate to building this level of wealth, much less giving it away, their story raises some questions that we can relate to.

Are you making money for what you can do with it, or for how you can help others? Even while the Arnolds were massing their fortune, they were talking to others about causes that they could fund. So as you’re making money are you thinking and talking about who you can help, or just what can you buy? Are you looking for opportunities to help others? Are you looking for meaningful causes that can benefit from your support?

Do you believe your giving can make a difference in the lives of others? Maybe you don’t have “high impact” funds, but low impact is better than no impact. If you’re able to help only one person and make a difference in their life, then it’s a worthwhile effort. You can pay it forward.

Are you giving a gift that keeps on giving? Yes, there are times when many people need a “fish”, but at the same time they need someone to “teach them to fish”. So will your gift help better a life or a situation long term?

Are you taking a risk with your giving? Philanthropists know that the organizations they give to won’t always be successful in their mission. There are risks involved, and the greater and more game changing the potential impact, the greater the potential risk. But sometimes those are the causes that need benefactors the most.

Do you investigate the credibility and effectiveness of the organizations that receive your money? In spite of the risks associated with various social initiatives, you should still scrutinize the organizations that receive your hard earned funds with the same degree of detail that you would scrutinize a potential investment decision. You do have a responsibility to ensure that you properly evaluate their track record of accomplishing their goals, and reaching the target market.

Is your giving reactive or proactive? Requests for donations come from many sources. There are appeals for support from robocalls during the dinner hour, panhandlers on the street, co-workers’ fundraising initiatives, church building drives, political campaigns, financially strapped friends, and educational institutions. Many of these entreaties are for worthy causes, but every worthy cause isn’t the right cause for you. You are chief steward of your resources, and it’s important to proactively determine your giving priorities, and the circumstances under which you’ll respond to such requests instead of letting someone else determine them for you. This will provide the framework for you to appropriately respond when the time comes.

So if you don’t have $4.5 billion, let’s start a little smaller. What would you do with $450, or $4,500 or $45,000? What are your giving priorities? What organizations would you allocate it to? How would you use it to make an impact in the world around you? Spend some time pondering this, and as you do so, you’ll begin to find more meaning in your giving. You can make a difference at whatever level you are…..just give.

Source articles from WSJ.com and ChristianPost.com

Business Values Add Value

December 1, 2012

Priscilla Archangel

Leadership, Priorities

Business Values Add Value

A recent interview with Jack Dorsey, the billionaire founder of two well-known tech companies, Twitter and Square, in the November 5, 2012 issue of Forbes, provided insight into one of the keys to his success as an entrepreneur. Twitter has 500 million members communicating across the globe. Square has changed the way 2 million businesses handle financial transactions, and Starbucks is expected to exclusively use that technology in their U.S. stores in the near future. At Square’s San Francisco headquarters, employees work at rows of desks in open spaces, or at tall tables; and conference rooms are glass enclosed. Dorsey spends 90% of his time with people who don’t report to him, and does a lot of his work at these tall tables in an open space so that he’s easily approachable. He also requires that at any meeting where more than two people are present, one of the attendees must take notes and send them to all the employees. This open style of communication and interaction is important to Dorsey because he believes in serendipity; that his team learns just by spending more time around each other. This has become a core business value for his companies, and drives how they operate.

Core Values

Bruce Gibney and Ken Howery identify core values as one of Four Things to Get Right When Starting A Company in the May 9, 2012 issue of the Harvard Business Review. In particular, they state that when teams develop, they must quickly decide how they want to do business, because culture seems to become entrenched after about 24 employees are hired. Coherent and clearly communicated business values improve the quality, efficiency and consistency of decisions throughout the organization. Founders, leaders and employees are able to use them as a basis for ensuring alignment and proper direction when considering different courses of action.

For new and developing businesses, values are best developed up front along with the business concept and processes. They should be the guiding force, not the lagging afterthought that explains how they do business. Not only is this important for the individual entrepreneur who may be the sole employee (solopreneurs), but as the business grows, that entrepreneur must be able to clearly identify and communicate core business values when interviewing prospective employees, and establishing business processes and organizational norms. They are communicated to others through marketing and branding strategies, policy decisions, workplace norms and customer interactions.

The process of identifying and developing core business values requires thoughtful discussion among the founding leaders of a growing business at each step of the process. Solopreneurs might have these discussions with a business coach or consultant. The point is to think through all aspects of the business process and how the business promise will be fulfilled and aligned with the business values. They are typically very personal based on the priorities and preferences of the individual leaders.

Such discussions may be ongoing as the business evolves and grows. Throughout the process of adding more employees, customers and stakeholders, these values are communicated through behaviors and decisions. Just as leaders are at the core of establishing business values, employees are at the core of fulfilling the promise of the business values. Thus it’s important to engage them in understanding how their behavior contributes to and support values.

Start the Discussion

Consider the following questions.

How will my product provide value to my customers?
What are my quality standards and how will I ensure that they are reinforced?
What criteria will I use when deciding who to collaborate with or to do business with?
How do I want to serve my customers? How do I want them to remember me?
How and what should my employees communicate with one another, and how do we establish our work processes and environment to support that?
What are our financial resources and options?
What are my leadership styles and attributes, and how will I make sure that my employees are motivated and engaged?

Gibney and Howery cite Facebook’s “focus on impact” as an example of explicit business values or principles guiding a company in a more successful direction. Facebook’s 5 core principles are Focus on Impact, Move Fast, Be Bold, Be Open, Build Social Value. Theirs is almost more of a social mission than a business focused on revenue.

Whether you lead a business, non-profit organization, work team, volunteer organization, or your family, take the time to think through your core values. Define and discuss them with your stakeholders, and ensure alignment in all your decisions. As you collaborate with others, ensure that they share similar values. Clearly defined, shared values are a critical part of your personal and professional success.

Read the Forbes article at http://www.forbes.com/sites/ericsavitz/2012/10/17/jack-dorsey-the-leadership-secrets-of-twitter-and-square/

Read the HBR article at http://blogs.hbr.org/cs/2012/05/four_things_to_get_right_when.html

10 Key Questions for Leaders – Part 2

10 Key Questions for Leaders – Part 1

Take a Break: Make Time for a Sabbatical

What Does Your Culture Look Like?

Insanity Check

Shift: Strategic Reinvention

The Right Questions

Your Thinking Spot

The Giving Challenge

Business Values Add Value

Leadership Tips