Posts Tagged ‘leadership’

Leadership: 9 Ways to Successfully Navigate Changes, Tragedy and Triumph – Implementing the Never Give Up Perspective

Friday, March 23rd, 2018
My entry into the world of professional speaking came about when I wrote my first book Kidjacked: A Father’s Story. It told the true events that rocked my world to its foundation. You see, when my kids Jonathan and Alexandra were 4 and 2 years old they were kidnapped and taken to the Middle East by the person I trusted most- their mother, my wife Liza! Leadership was not foremost on my mind, But as it turns out, it needed to be.

Yeah, I was devastated, lost and emotionally trashed. And yet, I accomplished what few people said that could ever be done. I located them, came up with a less than fool proof plan and eventually was successful in getting them home to America! And, I had the honor and pleasure of raising them…except for a few moments in the teenage years!

Today, my kids are grown, I’ve remarried and with the extraordinary help of my fantastic wife Meg, we raised two wonderful adults.

Today’s world is filled with horrific stories.
It’s difficult to pick up a paper, read an article online or talk to a coworker without discussing a school shooting, another woman being harassed or worse at work or cyber or personal bullying.

Okay, the bury our head in the sand approach is not working. And, we complain, almost in unison that this and that must end. Today! Yet, it all continues, we feel helpless and there often appears to be no end in sight. It requires individual leadership.

Feeling like crap, are you? Well, happily there IS something you and I can do. I learned it many years ago and I call it The Never Give Up Perspective.

Here’s how it works.
Are you old enough to remember when seat belts were often not worn in cars? No laws required it. How about drinking and driving? Smoking on airplanes? Same sex marriage? Legalized Marijuana? Laws, laws and more laws! So, how does change professionally and personally take root and grow into a movement and more? Here’s how change works and keeps going:

  1. Communication
  2. Sharing information
  3. Getting mad
  4. Losing someone/something you loved
  5. Doing something. Speaking up/speaking out
  6. Be brave
  7. Realizing that whatever you’re aiming for takes time
  8. Building a base of support
  9. Never ever under any circumstances giving up!

You have something(s) you’re passionate about at work. Something that MUST change.

We all do. Be that voice. Be brave. Know that others feel the same way and are looking for a leader to support.
You’ve seen the ugly in life. You’ve seen the inappropriate in the workplace. The leader is you. The first move is yours.

Moms got MAD and driving while drunk laws changed.

People did not want others smoking on the plane and in restaurants/bars. Laws were enacted.

People wanted people to marry whomever they choose. Laws were changed.

Seatbelts-new laws

Inappropriate behavior in the workplace- laws, regulations and PEOPLE being brave and speaking up!

Kids kidnapped– Moved forward, fell down many times and never gave up. So, did all of the women and men who made the changes above.

Safer gun laws that protect our children and citizens… Perhaps closer then we think!

As humans we’re often quick to complain, quick to judge and slow to react.
History shows us that it is often the act of 1 person that begins to move a cause or action at work or in society forward. A brave woman in Selma. A brave man in San Francisco, a group of mothers and more!

Please, don’t wait for that women to come forward. Don’t watch to see which man will speak up. Instead, be that person that so many are waiting for. It always begins with a single voice. Perhaps yours.

#METOO, gun violence, workplace harassment, bullying, cyber shaming. How do you deal with these things? Do you speak out against this and more?
Are you willing to be THAT voice of change professionally and personally? We’re counting on you! We counting on your leadership, communications and guidance.

Interested in having me speak at an upcoming event? Let’s chat.

Want more productivity tips?

Read my monthly blogs to get tips and tricks on increasing productivity, improving communication, and living your best life  – http://scottlesnick.com/blog/

Scott Lesnick is a popular keynote speaker, author and trainer.
Learn more at www.scottlesnick.com

Leading & Communicating With Generation Z- pt.2

Tuesday, February 27th, 2018

Generation Z, The igen, Globals etc. – pt.2

Today’s workplace is a collective of 4 or 5 generations working side by side. Communication isn’t always easy, Millennial’s are all grown up and a new generation is poised to enter the workplace. This group, roughly defined as anyone born between 1995 and 2010, already make up a staggering 25 percent of the U.S. population. I call them Gen. Z.

I recently had a phone conversation about this newer generation and more and wanted to share the highlights with you for your consideration.

I could feel Carmen clutching her phone on the other end of the line. Her voice was curt, the anger palatable and her confusion very real. She read my Linked In article on generations and reached out with an email that at first glance appeared to be a short novel. As a manager, her staff and other leaders were having trouble successfully navigating the 5 generations at her company.

I knew how to help her connect Millennials and Gen Z. I had the ability and knowledge to assist is creating a company culture of generational understanding, mentorship and better communications.

After readying her email, I replied- “Not a problem, I can help you. Let’s chat.”  I sent her a few ideas/documents that would help her think differently and take action even if she didn’t want to talk.

The tone of her email suggested that she was reaching a “desperate measures faze” where employees could get written up, lectured or even fired! It was serious.

We spoke the next day.

Carmen- Thank you for taking the time to speak with me, Scott. I need help. We have poor communications between generations and it is causing friction, anger and lowering our productivity. What’ve you got?

Me- My pleasure, Carmen. Your email pointed to the communications and I agree. And understanding, information and clear perspectives from each generation and you’ll gown connections and relationships between employees. I’m very confident that these steps will address your main pain points and improve productivity too.

Carmen- Perfect! When can you come out to see us? The sooner the better.

Me- There’s more.

Carmen- You’ve sold me. I’m in, Scott.

Me- Thanks, but I have a few more tips that I want to send you via email. They will help you put a bandage on things. This will benefit many and is easy to implement. I’ll add some mentoring ideas too.

Carmen- That’s great. Why are you doing this? I already said I want to bring you in

Me- Generation Z is young and open to your guidance. The will stay at a job longer and want to be mentored and guided. Millennial’s are a little older, better established and have the ‘different work perspective’ as you mentioned in your email. I want you to consider connecting these two generations now, today because they’re huge in numbers and speak a similar language.

Our conversation changed to gen X and Boomers. Of course, I had solutions and happily offered a few.

We spoke availability, presentation type and fees.

All good.

Carmen- By the way Scott, I’m a Millennial. I’m 33. I believe in what you said, but I can’t seem to get upper management and staff to come together. We’re stuck!

Me- Well, as you know, I’m a professional speaker and author. It’s my job to come and offer a fresh outsiders perspective, answer your pain points and offer up actionable solutions. Plus make sure we have fun along the way.

This is not difficult. And, once we begin to understand what’s getting in the way of our communication between generations or departments the sharing of information and productivity begin to grow. It’s a really cool thing to watch.

Carmen- You’ve given me a lot to work with already for free. Maybe I don’t need to bring you in after all (said laughing.)

Me- Half of what I do with clients is prepare them for the deliverables I’m going to bring. It makes my job easier because sometimes some work is done before I arrive. Folks are more open. Signs of improvement are visible. That’s a good thing.

But, you should still bring me in. You know why?

Carmen- Yes, I do. Because we’re not going to accomplish this without help.

Me- Yep. And, it’ll be fun too!

 

Carmen booked me for a full day for 2018.

Carmen recognized her strong company had generational issues that were getting in the way of workplace productivity. She reached out and I am grateful.

What issues do you need to address at work? Are your teams generationally challenged? Who are you going to reach out to for assistance? Is you leadership ready to embrace this new and powerful generation?

Scott Lesnick is a highly requested keynote and interactive trainer.

Learn more about Scott at http://www.scottlesniclk.com/

 

 

Igniting Your Productivity with Great Leadership

Wednesday, January 17th, 2018
Productivity is essential to maintaining growth.

2018 is going to be filled with buzz words like:
Artificial Intelligence (I know a few folks who seem to have this!)
Dark Data– Collected information that organizations have yet seldom use
Millennials– Their power (75 + million) is increasing and they will have a voice and say in everything from politics to business!

The list is vast. The U.S. is changing as it always does and regardless of your politics, productivity demands remain constant.

 

Professionally and personally we are tasked with a difficult chore. One that never goes away. Our jobs desire/demand higher productivity. Our management, nicely or not, are always looking at us to grow our productivity. And, our lives outside of work don’t necessarily stand for a decrease in productivity either. Hell, it’s a miracle that we keep it together so well MOST of the time!

 

Each of us desires higher productivity especially when face with limited resources or significant change. Isn’t this something that we face every day in business?

 

So, what’s getting in our way? What are these barriers that attempt to thwart high productivity?

 

To begin with, it could be that eternal quest to increase sales, grow profits &/or have better communications between departments. It could be limited budgets, understaffed companies or even slackers!

 

It can be a lack of resources, limited budgets or navigating significant change.

 

And, I see businesses and speak to C-level executives that are still managing their staff like it is the 1940’s-50’s! Of course, this is going to change but it’s taking too long. They’re killing retention, reducing employee morale and cutting into their profits.

In my new keynote, I address this and much more with an idea:
In order to truly resolve this problem, achieve our goals and increase our productivity, we must understand that resourcefulness/ingenuity requires considering multiple angles/perspectives of the same resources.

Resourcefulness comes from having the context/ability to see things well enough to understand how you can use what otherwise appeared to be a constraint.

All these ways we’re trying to grow our productivity aren’t necessarily solving the actual problem.

Your sharing of information and open communications increases productivity. Yet, some of us want to hoard it like it’s the winning Powerball ticket!

Dark Data– please consider the steps that you can take a work to increase the open sharing of information, context and perspectives.

AI– Company information and communications will once again be shared via messenger apps. The new generation messages will provide a more cohesive platform for staff, management and C-level to share, compare and report. And, companies in the AI marketplace will now offer systems to do mundane work, freeing up employees to focus on the more critical projects that use their talent and grow productivity.

Millennials – Look, I’ve been preaching for years now. I hope that my words have reached you. The future of our jobs, your success and productivity depends, in great part, to this generation. 75 million plus, passionate, progressive and poised women and men positioned to lead this country in business, politics, science and much more for the next 50+ years.

What are you doing to increase your workplace productivity? Are you working in an environment that shares information, has open doors and encourages employees to share even between departments? Are leaders helping or getting in your way?

Will you assist in the transformation from sharing information when necessary to sharing information at all times in an effort to grow workplace productivity, increase employee satisfaction and grow staff retention?
Scott Lesnick is a keynote speaker, trainer and author.
Learn more at: www.scottlesnick.com

The Productivity Fix

Tuesday, May 2nd, 2017

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In my new keynote, I share the not-so-secret information that sometimes slows our productivity and offer up powerful solutions that are quite effective in increasing it.

It’s feels like the more effort we put in place to increase our productivity, the more hurdles pop up in an attempt to slow our progress.

Leadership, open communications and the ability to be resourceful are essential.

The problem is that constraints get in our way and limited resources only add to a decline in productivity. And, we’re often scrambling to keep our workload from getting the best of us.

There’s little doubt the each of us wants higher productivity, not less, when faced with these constraints.

It can affect any and all departments and all positions in the company as well. From leaders and management to first year employees.

Sometimes, we’re aware of the barriers and other times not so much. But, it’s this desire to remove them that is essential to growing productivity, retaining employees and growing workplace satisfaction.

Think about what’s at stake

Sales, marketing, production, admin, HR, IT, company initiatives and more have the opportunity to receive and deliver more information if they can identify the staff that could benefit from it.

Our customers benefits too, because the sharing of information that is not secret or proprietary can increase sales, inventory and margins.

Resourcefulness is essential in increasing productivity as history shows us repeatedly.

Too often, we recognize and even complain about the resources we don’t have. We’re quick to point out what’s not working or why we cannot produce like we used to produce.

The answer is based on studies for my new book, 28 years in corporate America and workplace observations, both inside and on the streets, where deals are made and lost.

Think about Gates and Allen. They began with Traf-O-Data. It read and processed traffic tapes but was too expensive for municipalities. They failed.

But Paul Allen and Bill Gates of Microsoft fame took inventory of the resources they had, looked at multiple perspectives of these resources and focused on microprocessors.

These efforts would eventually lead them to an inexpensive desktop computer that ran on microprocessors for much less then what was available.

Today Bill Gates is worth $70 billion and Paul Allen $20 billion. That’s leadership and productivity!

To increase our workplace productivity we must consider multiple perspectives of the same resource.

Doing this while sharing information with coworkers and different departments at work will:

1-Give you an advantage over your competition

2- Increase productivity

3- Grow employee retention

What are you going to do to assist your teams to increase their productivity?

 

Scott Lesnick is an international speaker and author. Learn more at www.scottlesnick.com

Mirroring Margaret’s Management Mojo and Leadership

Thursday, April 13th, 2017

It’s safe to say that Margaret is one of the finest managers I’ve ever met. She’s a rare combination of great insight, intelligence, forward thought, deep caring, tremendous leadership, problem solving skills extraordinaire and so much more.

So, you may ask, why aren’t more leaders like Margaret? I wondered too, so I asked her to explain her management philosophy.

Me– It apparent to me and those you work with that you’re a cut above other managers at your company. Why is that?

Margaret– I’m not comfortable comparing myself to other managers. Earlier in my career, I worked on defining my role, what I should be working on, what to delegate and how to “manage up” i.e. my manager.

This thoughtful approach has allowed me to become a better manager. And, others see this approach and are drawn to it. I try to be fair. It’s important.

Me– Aren’t you afraid of getting to close to those you manage i.e. everyone wants to be your friend which could lessen your effectiveness?

Margaret- Everyone doesn’t want to be my friend. While I genuinely care about the people I manage, there is still a difference between personal and professional friendships.

Me- You seem to care a lot, assist others and even have employees from other department coming to you for advice. Why is that?

Margaret- Perhaps all managers are not equal. I guess I have thoughts, ideas and ways to improve their job that they want to bounce off of me. As I said before, I’m a good listener. I cross departments often, I reach out a lot and folks know me. That makes it easier for us to

Me- Sweet! Do you have a management philosophy?

Margaret- Not really, no. I prefer to manage people the way that I would want to be managed. My role is to listen carefully, help others grow, point out ideas that staff may not of seen, reduce barriers, provide other perspectives and help make individuals more productive aka the best they can be.

Me- Okay, so managers are liked, loved despised and tolerated. You are liked and loved. That’s impressive. What’s your advice to other managers?

Margaret- Spend time with the people you supervise. It can be tempting to cancel meetings with your staff, because you have a lot of other things to do. My advice is to always make that meeting happen even if it needs to be postponed. And, some need a personal touch, others with task. If you spend time with them you’ll know!

What is you managing style?

How close to Margaret’s style of managing is your manager’s?

Learn more at www.scottlesnick.com

Com-mu-ni-ca-tion: The KEY to Productivity, Job Satisfaction and Retention

Monday, December 5th, 2016

Com-mu-ni-ca-tion:

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Com-mu-ni-ca-tion: The KEY to Productivity, Satisfaction and Retention

Why is this not task completed?

How come you aren’t you getting MORE done?

Why am I a crappy manager? Oops, scratch that one!

The many benefits of my decades in corporate America and now as a professional speaker are the lessons I learn from leaders. This includes what TO do and what NOT to do with regards to great communications with your staff.

Surprisingly and appreciated by yours truly were men and women at several recent conferences I presented at who had admitted to me that they strive to communicate better but either don’t know how or don’t have the time.

Here are Scott’s 7 tips to better communications with everyone. Please remember that when used properly, great stuff happens. The stuff I’m referring to includes, but is not limited to the title above.

  • Listen- Your staff has things to share. Things you need to know. But if you’re TOO busy then…
  • Access- What do they need, how can you assist? What else can I do to move them forward?
  • Open that door- I am honored that folks share so many professional and personal stories with me because I learn and grow. I have learned that some staff/employees feel that you’re difficult to approach or that you will yell at them. So, they don’t bother and productivity suffers.
  • Two Minute Drill- Listen and help your staff understand how and why what they’re doing matters, who it affects and the outcomes it will produce. Or, as one C-level put it-“I need to shut the hell up and let them talk. Then, my words are more helpful; I can assist in some way and reassure them that they are heading in the right direction.”
  • Big Pic- Employees (especially Millennials) want to understand the big picture, how they are involved and what the desired outcomes are. The days of holding back information have passed. It’s sharing time!
  • Dampening ones enthusiasm- Or DOE lowers productivity, lowers retention and more. Today’s workplace currency is great communications! Spread it and watch the positive growth in your department, your workplace and your world.
  • Want to make a bet? If you think the six tips above are lame, don’t work or are “above” you, then please ask yourself this one question.

How do I want those in my professional and personal life to communicate with me?

 

Yeah, I thought so. You get it!

 

Scott Lesnick is a Professional speaker and author

Learn more at www.scott lesnick.com

 

 

 

 

 

 

 

 

Stop Saying Yes All the Time. Workplace Strife!

Monday, November 14th, 2016

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Thank so much for asking me to do more at work. I appreciate you’re trust in me, but my plate is 12” in diameter and you’re giving me three plates filled with crap!”

 

Okay, last week’s conference keynote ended with applause, mostly smiles and brisk book sales. It’s an honor to get paid to speak, but the real honor for me is the people I get to connect with. The workplace staff who do the heavy lifting.

They share some pretty deep things with me in confidence which we speakers are used to. We share on stage and some feel compelled to share with use in the back of the ballroom, hallway or in this case on my way to the restroom.

My bladder was full of water and I was ready let nature take its course.

Not so fast!

Rounding the corner I spotted the “Men” sign and quietly smiled as relief was literally in sight.

But, between me and the sign was the women’s bathroom. Out came three attendees who quickly stopped me, formed a half circle and began to tell me how much they enjoyed my presentation and actionable takeaways.

I was once again honored. And, I continued to give proper eye contact to each as my bladder reached Defcon 3!

Kasha was the ‘leader’ of this passionate threesome.

Them- Why doesn’t management understand how busy we are? Why do they continue to shove more work in our face as if we are multiple people?

Me- Well…

Them- And, How in the world are we suppose to say NO! It’s not permitted. It’s a sign of laziness.

Me- I see… (trying to respond and bursting from within)

Them- We love our jobs, but our managers are all over us all the time and we’ve about had it!

Me- Wow! I can see that you’re upset and I have a couple of thoughts. May I share them with you?

Them- Share away-‘cause we need to say NO sometimes and are frightened of losing our jobs. We can’t afford that, Scott!

Me (smiling and reaching Defcon 4!) Managers often don’t realize how busy you are. They shove more work your way and have a few plates of their own they are sifting through.

Have you tried sitting down in your 1-1 meeting and showing-not telling them what you’re up against? This can work really well!

Them- Yeah, they will tell us that everyone is busy and we all have to “pitch in.”

How much “pitching in can we do before we crack or look for another job? ( All three nodding in unison.)

Me- My guess is not much longer. So, how about trying this once.

Ask your manager for 20 minutes. You’ll only need 10. SHOW them what you have going on for the next 30-60 days and the amount of hours it will take per week to complete. If it’s too much they’ll know right away.

You’re not saying no, you’re saying I need your help. I need your guidance and support. My experience is that they will assist in prioritizing, give you breathing room and even take away some less important projects.

Them- Hmm. Never tried that approach. That could work. Seems possible.

Me- Let’s chat about this some more. I just have to run to the men’s room and I meet you at the reception to continue our conversation.

Disaster averted by 1 Defcon!

The cocktail reception was great and our conversations turned to family, vacations and food!

The workplace is like many other places. It is delicate, filled with talent and emotion and in need of constant communication to grow knowledge, empower employees and increase retention.

 

To learn more visit- www.scottlesnick.com

 

Politics, Religion and Pizza

Monday, August 15th, 2016

 

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Today’s insight focuses on an important part of our fabric It’s calling again and again and will we’re able to ignore it for a while; its power can overtake us in a moment of weakness.

Sure, I’m talking pizza-hot or cold! But what’s my pizza got to do with this political and religious stuff you lead with, Scott?

Well, the stuff that fills a person’s soul on the first two issues used to be something we mostly kept to ourselves. Many still do, but there has been an increasing attempt from many in the last, say, 15 years to tell you how to think and what to believe.

Before this, we had little care of our family and friends’ political views. We just wanted to get along. Religion and politics was discussed and mostly forgotten during holiday meals.

Not so in 2016.

Today, folks want to tell you who to vote for, which religion, if any is the best and won’t like you as much if you disagree.

I mean would you ever tell someone which ingredients to put on their pizza? I mean, would you! Hell no, that’s against the laws of…..um….PIZZA!

Today’s workplace is filled with passion, purpose and people with opinions. Important, yes but we tend to push the line of personal beliefs and choice more than ever.

So here are 5 ways to stay friends, grow relationships and not get punched!

  • Hey, your political opinion is you own. Please keep it to yourself unless asked. We have our own thought process and are able to navigate things just fine. We got to work today all by ourselves didn’t we?
  • Religion is all over the place. More than politics. So, SHHHHHHHH. People don’t really care where you are on this topic. If they do ask, than it’s open season to chat.
  • Remember 1 & 2 because it can save you a relationship or 3!
  • Listen, respect and acknowledge statements even if they are different than yours. You want the same, right? Ha, trick question – I knew you did!
  • Lastly, pizza. You like anchovies and barbecue sauce. I don’t. It’s okay because I ain’t even going to try and convince you to try my delicious black olive and onion ZA. Why would I?

Yet, we sometimes think that we can sway political and religious opinions over a cup of coffee or adult beverage.

Work and life are fun, challenging and full of twist and turns. And speaking of turns, I know this great pizza joint that make thin crispy crust with great sauce too.

Care to join me? We can discuss….sports?

 

Scott Lesnick is a high content speaker and author. Learn more at www.scottlesnick.com

Leadership, Staff and Workplace Excellence

Tuesday, October 27th, 2015

The pendulum has swung back in favor of workers. Businesses are hiring, unemployment is hovering around 5.5%  or less and workers understand that there are many more work options available. Retention is always an issue and now you have to fight hard to keep your best from jumping ship – a right they have and will exercise when appropriate.

Our competition is stronger than ever. Our business goals increase yearly but the leaders with unhappy staff will lose them in the blink of an eye.

New hires understand that the options are out there and will make up their mind within 30 days of starting a job how long they plan on staying.

You ain’t got much time to make them satisfied, comfortable and committed. Great leadership is essential!

Excellence comes from more employee training, a watchful eye on their wants, needs and desires and an overall feeling that they matter and that you care.

When I conduct breakout sessions, I often include an activity that allows us to “deep dive” into issue. Sure I can present but a room full of talent can always come up with more ideas, thoughts and recommendations than one person can offer.

Here is what I learned at three different conferences I presented at last summer about what employees want. I’ve shortened the list down to seven. They are:

  • Training, training and more training. The reason- more knowledge, better opportunity for advancement & improved skills.
  • Cross Training– They want to better understand what others at the same company do and how it affects their role. Plus, they may find an area of the company that they are better suited for.
  • Employee recognition- Sure, you remember when we did more of that! Well, they want it to come back. Gas cards, bonus, lunch. Employees need to hear that they matter, make a difference and are an integral part of your team.
  • Ask them. Asking for feedback and input grows trust and builds relationships. Plus, great ideas can come from anyone at work but you have to ask.
  • Cross mentoring. Attendees have convinced me that mentoring not only works, it moves projects and employees along faster. Because we are now seeing Boomers & Xers specifically working with Millennials and the results are mostly very positive. Millennials can offer fresh perspectives, are a whiz with technology and are fast learners. Older generations have plenty of experience and are often in a higher profile position. Legacies are left by those in their forties and up, mentees advance faster than those who are not mentored and succession planning is stronger as a result.
  • Humor me. Lighten up, lose the “boss” attitude and come down to our level. Today’s best leaders understand that relationships increase productivity, grow business and make for a ‘lower stress’ work environment. No laughter, no fun, no appreciation. Where would you rather work?
  • Social gatherings. We understand that outside of work people let their hair down and tend to relax. Some more than others! New bonds are formed, relationships grow and leaders show their ‘off site’ personality. When offered and organized, the results can be tremendous and the cost to benefit ratio low!

Excellence in anything requires dedication, assistance and time. Today’s leaders lead from the sideline, in the trenches and wherever they can to be effective.

How do you lead?download (1)

Roses Are Blue

Monday, August 10th, 2015

 

 

 

 

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As Leaders, we all know the importance of compromise in our professional and personal lives.

Without it, things fall apart quickly. With it, opportunity improves and progress is made albeit sometimes slowly with challenges along the way.

However, your ego can get in the way along with personal feelings. Susan knows this first hand.

As a C-level executive, she has seen a lot and been through even more. At a recent conference she shared with me one of the reasons she beat the odds and rose to the top – not only as a woman but as a mother, wife and dedicated employee.

“Many managers around me were working towards the same goals as I was; climbing the corporate ladder. Leadership was in our blood. Most of them didn’t succeed. Time after time I would sit and watch as good people around me self-destructed, gave up or moved on. It wasn’t confidence or lack of ability that slowed them down or ended their careers; it was their desire to compromise.”

She explained, “People respect compromise Scott. They also appreciate it especially if you’re on different sides of an issue. They hate and I mean HATE those who are inflexible. Communication is so very important.”

“This is nothing new,” I replied. “Compromise has lead to many great accomplishments for thousands of years. What’s the key to reaching compromise and avoiding an impasse?”

“Well, it begins with repeating the other person(s) goals, demands, and desires back to them in a succinct manner,” Susan continued. “The key is making sure that each side understands what is at stake as well as the position of the each party involved. People who are not flexible lose in the long run. Those who can grit it out with less emotion and more productive dialogue win!”

“What does it matter the color of a rose? Red, yellow, pink. We can dye them to fit any occasion-even blue. Compromise allows conversations to move forward. Solutions are often reached and both sides can feel a sense of victory. Without this, you end up at an impasse,” she explained.

“That can cause ill will, lack of progress and a decrease in overall productivity and efficiency. No one needs that!” she concluded.

What are your challenges at work? Do you look for compromise and lead well or do you say it’s my way or the highway?