Too Expensive, Too Costly

(Image Courtesy of Pixabay.com)

“They said I was too expensive.”

It happens.

In the world of consulting, coaching, helping, serving, and assisting others you are going to be rejected.

People reach out, they need help.

You carefully craft a plan, program, event, or system.

You send that thing you created into the world.

You may or may not hear from them right away.

Sometimes they say No.

Sometimes they blame the price.

“It was too expensive. It was too costly.”

The first temptation is to lower your cost. “Did I charge too much?”

But your time, your talents, your efforts are valuable.

There is some truth to what they said.

It was going to cost them.

The cost of being accountable.

The cost of stretching beyond their normal pattern or rut.

The cost of doing the hard work, over and over again until they get results.

The cost of making sacrifices to change their current situation.

Maybe they were not ready because the cost was too high.

Rejection can be hard.

Don’t give up.

Keep consulting, coaching, helping, serving, and assisting others.

Keep creating plans, programs, events, and systems.

Your tribe, your group, and your people know that the change they desire will be expensive and it will be costly. They also recognize the true cost is their sacrifice and hard work, and they are willing to pay that price.

The Weeds

(Image courtesy of Pixabay.com)

“You’ve got to stay out of the weeds.”

Leaders are told all the time to stay out of the weeds.

The more senior the position the more we hear this advice, and these words about the weeds.

“Let’s stay up at a 30,000 or 40,000 foot view on this issue.”

Then the advice switches to altitude and taking a big picture view.

Simple advice: stay out of the details and keep your distance.

This weed/altitude advice attempts to keep us from micromanaging the operation.

But over time, this weed/altitude advice keep removes us from the action.

Ironically, when we stay “out of the weeds” too long, weeds start to sprout, root, and take hold in our organizations.

Weeds of poor customer service.

Weeds of missed deadlines.

Weeds of a culture not focused on deliverables.

Weeds of excuses and justifying the lack of results.

We may need more balanced advice.

Sometimes get in the weeds and stay close to the action.

Sometimes you need to get your hands dirty. You need to get in the dirt and pluck weeds.

When should you get in the weeds?

When a pattern of customer complaints emerges?

When deadlines are missed?

When more time is spent justifying than solving?

Maybe regularly enough before patterns of complaints and lack of results can take root.

Gardens need regular weeding. Our organizations need regular weeding too.

If you don’t spend time in the weeds, those weeds may be the thing that chokes out your organization. Weeds make us vulnerable to losing market share, customers, and good employees.

Balancing time in the weeds and big picture thinking time will have to be a topic for another day. But for now, if you have been up at 30,000 or 40,000 feet and removed from the action; walk around, get close, and look for weeds. And when you find weeds, get rid of them.

First Place

There is something special about being in First Place. You worked hard, put in the time and effort, made sacrifices, and you took the lead.

This First Place status may be with your customers, your employees, your team, your family, or your relationships. They appreciate the work it took to get into First Place, and you are proud of your accomplishments and they are proud to put you in First Place.

But there is something tempting about being in First Place. Once you arrive, the temptation is to rely on the good will you built along the way. Your First Place status is like a trophy put on a shelf and keep pointing at when interacting with those same customers, employees, teams, family, or relationships.

Your over-reliance on your past actions can lull you into almost feeling entitled to be in First Place regardless of our current effort or actions.

“Look at what I did for you.”

Pointing to the past becomes your mindset, and your language.

First Place is not a destination.

First Place is not a trophy to place on the shelf and continually reference.

You are not entitled to First Place.

First Place is more of a journey, a continual effort towards something great.

First Place is the culmination of your daily work, effort, conversations, and progress.

Instead of focusing on, always being in First Place, try focusing on each day’s actions and ask yourself a few questions.

Did I bring value today?

Did I help others?

Did I connect with those who matter?

Did I focus on the important things?

Did I make a difference?

When you answer “YES” to these on most days, your status with those around you should take care of itself.

P.S. Sorry for the long hiatus from writing, I have missed connecting with you through words.

 

A Hope-Filled Plan

We make plans all the time.

One of best parts of coaching is helping leaders, organizations, and people make and carry out plans.

Over the years, I have noticed two distinct types of plans.

Plan type one is the safe bet. Rooted in “reality” this plan type is achievable with a little stretch, but when you dig this plan is the result of future fears, doubts, and concerns.

“You gotta be careful, we are not sure what things will be like next year. What if the business takes a downturn? What if this doesn’t work?”

I nicknamed Plan type one, the Hopeless Plan.

The Hopeless Plan starts with a laundry list of what can go wrong and assumes that all prior time not completely focused on this direction has been a complete waste of time, and there may not be enough time to try anything new or risky.

“I am too old, and should have started this a long time ago if I really wanted to do this…”

The Hopeless Plan acts like a constricting funnel of all good, cool, and creative ideas, and severely limits what seems possible.

But we have to give The Hopeless Plan a little credit since it does result in small achievements or progress.

But there is another plan type.

Plan type two acknowledges the present reality, but does not allow the same limitation.

I nicknamed plan type two: A Hope-Filled Plan.

A Hope-Filled Plan acts like an amplifier taking the history, the experience, and current resources,  combining them into a vision of the future that seems larger, possible, and exciting.

A Hope-Filled Plan is risky, interesting, and requires you to keep moving.

A Hope-Filled Plan allows you to dream and see beyond the present circumstances.

Recent examples of A Hope-Filled Plan include:

  • A mid 40’s attorney who dreamed of being a foreign service officer taking the leap to give up a successful practice for uncertainty and overseas travel.
  • A late 30’s language professor who suddenly realized they wanted to become a doctor and is starting med-school.
  • A person in their 50’s packing up and moving to a new city, without a job or a home.
  • A person too old to get back into the military traversing the process and waivers to restart a career they miss and enjoyed in their youth.
  • A 70-year-old builder of organizations taking the lead to build another one (ironically in the same area that was intended to be a retirement destination).

Plans are good.

Plans help you achieve your goals.

But choose your plan type carefully.

A Hope-Filled Plan may be what you really need and deserve.

The Outsider Perspective

Sometimes we gravitate towards people who are similar to us, or have had similar experience.

They have “walked in our shoes” and we assume they understand us, our issues, and our struggles.

This gravitational pull becomes stronger during training or workshops when you ask people to break into small groups. The same industries, positions, and titles want to talk to others with similar positions in similar industries with similar titles.

To disrupt this tendency during a recent day-long workshop on Coaching, we encouraged each person to find someone radically different from their industry, position, or title. These pairs would practice coaching each other through a current struggle or challenge.

After a few awkward moments, the partners found each other and began to coach each other through the framework we provided. We emphasized that the right coaching framework allows you to help others despite not being a subject-matter expert in their field. (The beauty and the risk of interactive training is you get to see first-hand whether or not your ideas and concepts really work. Sometimes you brace yourself for potential failure.)

We were about to see this coaching concept tested with one particular pair that were so radically different (law enforcement and water treatment) that we paid close attention to their progress.

During the debrief, we heard from those being coached, and the practicing coaches.

We waited to hear from our radically different pair.

“You know, I was a little hesitant at first. I thought, how could they know anything about what I do? But it was the Outsider Perspective that made me look at this in a way I never considered.”

The Outsider Perspective isn’t immersed in our world, so they ask hard questions (they don’t know what they are not supposed to ask).

The Outsider Perspective isn’t bound by our perceived limitations, so they offer insight into potential solutions.

The Outsider Perspective is looking at your issue, problem or challenge with a fresh point of view.

The Outsider Perspective can challenge your assumptions and your bias.

The Outsider Perspective may be exactly what we need.

 

A Changed Mind

It started out like any other goal setting session. One person was a little late. When they arrived, there was instant credibility as they entered the room. They took their seat at the head of the table.

Head of the Table.

Introductions. Head of the Table had done just about everything. They were in their mid to late 80s, held prestigious positions, made a difference, and created things. Decades of life and success.

Head of the Table. Decades of Life and Success.

The goal setting and strategic vision session began. Before too long, Head of the Table (before it was time) stated a clear and specific goal that set the stage. The goal was bold, big, and a little disruptive. You could see the goal pass through the group like a wave.

Head of the Table. Decades of Life and Success. Goal shared first, Setting the Stage.

The discussion keep moving and started to flow. There were other voices, other perspectives, other ideas. As the day progressed, there were more voices, more perspectives, more ideas.

Head of the Table. Decades of Life and Success. Goal shared first, Setting the Stage. Other Perspectives, other Ideas.

Then something happened. There was a shift. Head of the Table made another bold move, yet another surprise. Head of the Table announced that after hearing the other perspectives and the other viewpoints, their original idea was not as good, not as applicable, and not what the organization needed. They had a changed mind.

A Changed Mind.

The room energy got an immediate boost. Some of the more timid and less experienced participants (who had introduced the different ideas and perspectives) found their voice. Those voices began to participate with a new-found confidence as they felt able to share their vision of the new, the different, the better.

A Changed Mind. People finding their Voice.

As the day moved towards conclusion, the goals, the vision, and the plan started to take shape. Building a plan was not the exclusive thing built that day. Excitement was building for the new future and direction of the organization.

A Changed Mind. People finding their Voice. Building Excitement for the Future and Direction.

Thank you Head of the Table for leading the way, for staying engaged and active over so many decades, and for demonstrating to all of us the power, and impact of a Changed Mind.