In the realm of servant leadership, listening serves as the fundamental pillar that underpins effective communication, empathy, and understanding. By actively engaging in attentive listening, leaders can create an environment where individuals feel valued, foster trust, and build meaningful connections. Let us explore the transformative power of listening and its significance in servant leadership.
Active listening goes beyond merely hearing words; it involves entirely focusing on the speaker, acknowledging their thoughts and emotions, and seeking a deep understanding of their perspective. In servant leadership, active listening is paramount as it demonstrates genuine interest in others, validates their experiences, and fosters an inclusive and respectful environment. By dedicating our attention to others, we communicate that their voices matter and that we value their contributions, ultimately building trust and strengthening relationships.
When leaders embrace active listening, numerous benefits arise. Firstly, it allows leaders to gain diverse insights, as each individual brings unique perspectives, expertise, and ideas. This abundance of input can lead to more well-informed decision-making and innovative problem-solving. Moreover, active listening creates a safe space for open dialogue, encouraging individuals to express their thoughts, concerns, and aspirations freely. This inclusive atmosphere promotes collaboration, empowers team members, and cultivates a sense of ownership within the group, resulting in heightened engagement and productivity.
Listening is a gateway to empathy and understanding. When leaders listen attentively, they better understand others' emotions, motivations, and challenges. This empathetic connection allows leaders to respond compassionately, providing support and encouragement tailored to individuals' needs. By embracing empathy, servant leaders can create an environment where team members feel valued, seen, and understood. This fosters strong relationships and a sense of belonging, leading to increased job satisfaction, loyalty, and overall well-being within the organization.
Listening skills require conscious effort and practice. Servant leaders can employ several techniques to enhance their listening abilities. Firstly, they can practice active engagement by maintaining eye contact, nodding, and providing verbal or nonverbal cues to demonstrate attention. Secondly, leaders can engage in reflective listening, paraphrasing or summarizing what they have heard to ensure comprehension and show that they value others' contributions. Additionally, leaders can cultivate mindfulness, focusing on the present moment and silencing internal distractions. These techniques facilitate deeper connections, promote understanding, and foster a culture of active listening.
Listening impacts decision-making and problem-solving. By actively seeking diverse perspectives and valuing team members' input, servant leaders can gather a wide range of information and insights. This comprehensive understanding of various viewpoints enables leaders to make more informed and inclusive decisions that consider the needs and concerns of all stakeholders. Moreover, when leaders listen empathetically, they can identify underlying issues and challenges, allowing them to address root causes rather than surface symptoms. This approach leads to more effective problem-solving and sustainable solutions that resonate with the team and the organization.
Listening is not merely a passive act but a transformative force within servant leadership. Leaders can foster an inclusive, empathetic, and collaborative environment by embracing active listening. Through attentive listening, servant leaders empower individuals, build trust, and cultivate stronger relationships, propelling their teams and organizations to success.
Who is Jim Lindell
Jim Lindell is President of Thorsten Consulting Group, providing strategic and financial consulting, professional speaking, training and executive coaching. He is a Vistage Chair and responsible for two CEO groups in the Milwaukee area. He is an Award-winning Speaker and Best-Selling Author. Contact him at 262-392-3166 or [email protected].
It is often uncomfortable to talk about business failure. However, business failure is only half of a picture. The other half is business success. They are the “Yin and Yang” of doing business. Pro football teams review their prior week games to determine what worked and what didn’t. Plays that worked are repeated or enhanced, and plays that didn’t work are discarded or tweaked. The Bureau of Labor and Statistics tracks the number of business starts and the number of businesses that are still in existence by year – in essence, the “success rate.” Between the 1st and 2nd year approximately 20% of businesses disappear. Around year five approximately 50% of businesses have disappeared. Our focus should be on all tools and methods that help increase the success (and reduce the disappearance “failure rate.”) Note - not all businesses disappear for failure: some are sold, some are successfully closed down, etc. In this article, success and failure are captured in the phrase “Business Longevity.”
This can be illustrated with three types of people: the first is a planned, deliberate individual that is extraordinarily health-conscious and measures many aspects of their life. A second individual is a happy-go-lucky person who lets life evolve. Their motto is “Que sera, sera” (whatever will be, will be.) The third person overindulges in many aspects of their life. They do not control their eating habits or their drinking habits, and as a consequence, they are overweight, out of shape and in generally poor health. If we evaluate these three on their lifespan, which person has the highest chance of dying first? Some people have even begun to use health longevity specialists. These are physicians who focus on helping people extend the quantity and quality of their life.
This analogy can be compared to the business world. There are three types of businesses that fit the same profile. The first is a planful organization. They create plans, they execute the plans, and they measure the resulting success (or failure) of the plan. The second type of business goes from activity to activity depending on where the opportunity is most significant. They may also believe that generating sales will solve all the problems of the organization. The third type of organization is not planful and does not follow any discipline in regards to finances, employees, etc. Which of these three businesses is most likely to experience financial difficulties and potentially a shortened business existence?
This leads us to the concept of business longevity. Business longevity is the practice of assessing where an organization is, determining where the organization would like to be, and then creating the action steps for the business to arrive at its the chosen destination. This may sound similar to business planning, and yet it is much more expansive. The assessment that an organization should go through would encompass areas such as evaluation of historical financial trends, industry analysis, competitor analysis, environmental scanning using tools such as PESTLE and planning tools such as strengths, weaknesses, opportunities, and threats. It should also include a robust evaluation of future innovations and changes in society as a component of the SWOT analysis.
One of my favorite tools is the Altman Z-score. Traditionally this is a tool used to depict the likelihood of bankruptcy, however, the author uses this as an overall measure of the health of an organization similar to the way that a doctor uses a blood pressure analysis. Also, consider expanding the length of time financial information is reviewed. Current financial practices of comparing this year's results with prior years are too shortsighted. If you looked at any two successive years for Sears, the story of their failure does not “pop out.” If you review ten years of their financial information, it is plain to see how the company was declining. At a minimum, a company should understand their key financial metrics including the z-score and selected ratios (such as the current ratio) for a minimum of 10 years or the length the business has been in existence.
Who is Jim Lindell
Jim Lindell is President of Thorsten Consulting Group, providing strategic and financial consulting, professional speaking, training and executive coaching. He is a Vistage Chair and responsible for two CEO groups in the Milwaukee area. He is an Award-winning Speaker and Best-Selling Author. Contact him at 262-392-3166 or [email protected].
Over the last several years, business owners have struggled with a lack of employees, Covid, a virtual workforce, recession, a political divide, supply chain problems, inflation and war. What does it take to run a successful business amidst those disruptions? It’s tough enough to generate profits in a typical business environment, and it gets much more challenging in the abnormal business environment that we have right now.
How can you cope?
Business owners and employees must be resilient, deal with stress, and persevere no matter how long the tough times last. Let’s consider what you can do to push through stress, disappointment and setbacks on your road to success. Thinking about your mindset and resilience is essential to succeed in the long run.
Resilience refers to the ability of a person or group to bounce back from hardship. Being resilient is crucial to success because you can adapt quickly when faced with change. How do you develop resilience, and what are the most important traits for being resilient?
1. Develop flexibility. Try to be open-minded about new things and business approaches and explore different viewpoints on life issues with people who think differently than you. Flexibility builds creativity, confidence and self-esteem, which will help us persevere in difficult times.
2. Change your perspective. Practice changing how you view difficult times. For example, instead of focusing on the negative consequences of a challenging situation, ask yourself what lessons you can learn from this experience.
3. Consider how there may be some good aspects, even though they may not always be easy to see. Changing your perspective can help you put any difficult time into perspective. You’ll still need to deal with the issue at hand, but it won’t feel like such a burden if you’re looking at the positive side of things.
More Tips for Bouncing Back
Here are other ways you can be more resilient in difficult times.
• Practice mindfulness or meditation for 10 minutes each day.
• Increase your exercise by walking outside for 20 minutes daily. This will increase oxygen flow to your brain and reduce stress.
• Monitor your thoughts without judging or allowing them to distract you from the task.
• Over-aggressive goals could be counterproductive. Start small and then increase in scope and complexity.
• Identify what’s causing you pain, and find ways to release it. Let go of any expectations of perfectionism. They will only lead to frustration and negative feelings about yourself and make it hard to get things done on time.
• Recognize when you’re feeling negative emotions, and don’t let them take over your life completely. Remind yourself that everyone feels like this sometimes. But the feelings pass with time if you give yourself the space for reflection and the support you need.
• Spend time with friends who make you laugh!
Recover Quickly from Setbacks
There will be setbacks for your company, staff, family and you. Develop a strategy for bouncing back through difficult times. Here are four techniques:
1. Find meaning in the setback by asking yourself what was accomplished or learned. What did you do well?
2. Create an action plan to prevent similar setbacks from happening again. You might also want to change your work to be more prepared the next time a similar problem occurs.
3. Get involved now with your support system that includes family, friends and church groups.
4. Take a step back. Breathe and relax. Many of the problems are not that significant. Remember the saying “you’re making a mountain out of a molehill.”
Business people must be able to deal with whatever life throws at them—demanding bosses, tough negotiations or intense workloads—while maintaining high productivity levels. Remember to focus on what’s essential: your family, friends and values. When they read your eulogy, no one will mention your bank account, the square footage of your house or the revenue from your business. Mahatma Gandhi believed that if you couldn’t change the circumstances, you could change your attitude. He persevered through many adversities by being resilient. You can too.
Who is Jim Lindell
Jim Lindell is President of Thorsten Consulting Group, providing strategic and financial consulting, professional speaking, training and executive coaching. He is a Vistage Chair and responsible for two CEO groups in the Milwaukee area. He is an Award-winning Speaker and Best-Selling Author. Contact him at 262-392-3166 or [email protected].
Hiring can be a complex and time-consuming process. From posting job ads and reviewing resumes to conducting interviews and negotiating offers, many steps are involved in finding the right candidate for a position. However, one area often overlooked in the hiring process is reducing ambiguity in the offer letter. When extending or accepting an offer, it is essential to document all of the critical terms and conditions of the employment relationship. This includes the salary, benefits, job title, and any important items that could affect the candidate's decision to accept the offer or the employer's ability to fulfill its obligations.
The job description is one of the most significant sources of ambiguity in hiring. While a job description may outline a position's general duties and responsibilities, it may not cover all of the specific details that are important to the candidate or the employer. For example, a job description may not specify whether a position requires travel, overtime, or a certain level of education or experience. Without this information, candidates may accept an offer without realizing the full scope of the job, or employers may find themselves unable to fulfill their obligations due to a lack of clarity.
To avoid ambiguity, include all relevant details in the offer letter. This can consist of specific job duties, required qualifications, work schedules, and other essential items that could affect the candidate's decision to accept the offer or the employer's ability to fulfill its obligations. By documenting these details in the offer letter, both parties can clearly understand what is expected and avoid any misunderstandings or disputes down the line. Another area where ambiguity can arise is in the terms and conditions of employment. Include items such as the length of the probationary period, the process for performance evaluations, and the conditions under which the employer can terminate the employee. These details can vary depending on the company and the position, so documenting them in the offer letter is essential.
By doing so, employers can ensure that they comply with all relevant laws and regulations, and employees can clearly understand their rights and responsibilities, avoiding disputes or legal issues that could arise down the line. In addition to reducing ambiguity, documenting essential items in the offer letter can help build trust and establish a positive relationship between the employer and the employee. By clearly communicating all of employment's critical terms and conditions, employers can demonstrate their commitment to transparency and fairness, and employees can feel confident that they are making an informed decision. Reducing ambiguity in hiring is crucial for both employers and employees. By documenting all of the critical terms and conditions of employment in the offer letter, both parties can clearly understand what is expected. They can avoid any misunderstandings or disputes down the line: build trust, establish a positive relationship, and ensure that the employment relationship is successful and productive for everyone involved.
Connect with me!
I'm Jim Lindell of Thorsten Consulting. If your organization or association needs a speaker for a keynote or breakout session on practical business topics, please call me.
In addition, if you or your team needs executive coaching or leadership development, I can help your staff reach a higher level. Please give me a call. Thank you for your time.
Soft skills, which include emotional intelligence (EI), are becoming increasingly important in the workplace. For accountants, soft skills can be just as important as technical skills, as they help build strong relationships with clients, coworkers, and other stakeholders. Emotional intelligence, in particular, is essential for accountants to succeed in their roles.
There are five categories of emotional intelligence that are particularly important for accountants:
Self-awareness: Accountants with strong self-awareness understand their own strengths and weaknesses, and are better able to recognize and manage their own emotions. This helps them make better decisions, communicate more effectively, and build stronger relationships with others.
Self-regulation: Accountants who are able to regulate their own emotions are better equipped to handle stressful situations and maintain their composure under pressure. This can help them stay focused on their work and avoid making mistakes.
Motivation: Accountants who are motivated to succeed are more likely to set and achieve goals, take initiative, and be proactive in their work. This can lead to greater job satisfaction and a sense of fulfillment in their careers.
Empathy: Accountants who are empathetic are better able to understand the needs and perspectives of their clients and coworkers. This can help build trust and rapport, leading to stronger relationships and better outcomes.
Social skills: Accountants with strong social skills are effective communicators, able to build rapport, influence others, and resolve conflicts. This can help them work effectively in teams, manage client relationships, and collaborate with stakeholders across the organization.
In summary, emotional intelligence is critical for accountants because it helps them build strong relationships with clients, coworkers, and other stakeholders. By developing self-awareness, self-regulation, motivation, empathy, and social skills, accountants can become more effective and successful in their roles.
Connect with me!
I'm Jim Lindell of Thorsten Consulting. If your organization or association needs a speaker for a keynote or breakout session on practical business topics, please call me.
In addition, if you or your team needs executive coaching or leadership development, I can help your staff reach a higher level. Please give me a call. Thank you for your time.
Business culture is the way things get done in an organization. It encompasses the values, beliefs, behaviors, and attitudes that define how individuals and groups interact with each other and with customers. Culture is often described as the "personality" of a company and plays a crucial role in shaping the organization's success. It's important to recognize that no culture is inherently right or wrong. Each culture has its strengths and weaknesses, and what works for one organization may not work for another. What's crucial is that the culture aligns with the organization's values, goals, and strategies. It's up to the organization's leaders to shape the culture to create a cohesive and productive work environment.
In a formal culture, there are clear rules, regulations, and protocols that govern how individuals interact with each other and with customers. Communication tends to be hierarchical, with decisions made at the top and cascaded down the organization. Employees are expected to follow established procedures and adhere to strict standards of behavior.
The orchestra is an apt metaphor for a formal culture. Members of an orchestra must follow the conductor's cues and play their instruments in a precise and coordinated way. The conductor is the leader who sets the tone and direction for the performance.
In an informal culture, the focus is on relationships and collaboration. Employees are encouraged to share their ideas and opinions, and communication tends to be more horizontal than vertical. There may be fewer formal rules and procedures, and employees may be given more autonomy to make decisions.
The Irish Rovers, a folk music group, exemplify an informal culture. Folk music is often passed down through generations, with each musician adding their own interpretation and improvisation. Collaboration and spontaneity are key elements of folk music, much like an informal business culture.
In a chaotic culture, there may be little structure or organization. Communication may be unclear or even non-existent, and there may be a lack of direction or strategy. Employees may feel unsupported or uncertain about their roles and responsibilities. A heavy metal group is an appropriate analogy for a chaotic culture. Heavy metal is known for its loud, aggressive sound and rebellious attitude. The lack of structure and rules in heavy metal music is often seen as a form of artistic expression, but it may also lead to chaos and disorganization.
A "go with the flow" culture is characterized by a sense of fluidity and adaptability. In a "go with the flow" culture, employees are encouraged to be flexible and open to change, and there is a sense of collaboration and cooperation among team members. A jazz group provides a good metaphor for this type of culture, as jazz musicians often improvise and build on one another's ideas, creating a dynamic and evolving sound. In a "go with the flow" culture, employees are empowered to take ownership of their work, and are encouraged to experiment and take risks. This can lead to a sense of excitement and innovation, as employees work together to explore new ideas and approaches. However, without clear guidelines and procedures, a "go with the flow" culture can also be unpredictable, and may require strong leadership to ensure that everyone stays aligned with the organization's goals.
In conclusion, understanding the culture of an organization is crucial to its success. Culture is the way business gets done, and it shapes everything from how employees collaborate to how they approach problem-solving and decision-making. It is important to recognize that there is no "correct" culture, and that what works for one organization may not work for another. However, it is also important to ensure that the culture is aligned with the organization's strategic goals, and that employees are recruited based on how well they fit with the culture. Hiring the wrong employee can spell disaster for an organization, particularly if the employee does not match the established culture. While it may be tempting to shake things up by hiring someone who is radically different from the rest of the team, this can lead to conflict and dysfunction. Instead, future employee recruitment should focus on finding candidates who are a good fit with the culture, and who share the organization's values and goals. Ultimately, a strong culture is a competitive advantage for any organization. It creates a sense of unity and purpose among employees, and can help to attract and retain top talent. By understanding and nurturing the culture of the organization, business leaders can create a thriving and successful enterprise that is built to last.
Connect with me!
I'm Jim Lindell of Thorsten Consulting. If your organization or association needs a speaker for a keynote or breakout session on practical business topics, please call me.
In addition, if you or your team needs executive coaching or leadership development, I can help your staff reach a higher level. Please give me a call. Thank you for your time.
Recently there was a commercial about Guinness starring Joe Montana, the famous football great. Unless you're a football fan, you might not even remember Joe, one of the greatest quarterbacks ever. In the commercial, Joe is sitting at the bar. And a young person beside him, unaware of his celebrity status, asks him if he used to be a tennis player. Rather than challenging the young kid about his football greatness, Montana smirks and says, "Sure, kid."
In this article, I want to talk about legacy versus impact. Many people worry about how they will be remembered once they are gone. What will their legacy be? Or how will they be remembered? Concerned about being remembered, people try to establish non-profit foundations, achieve some form of greatness, have their name on a building or company, make an endowment to a University, et cetera. But here's the problem these legacies will, for the most part, not be remembered. And I don't say this out of meanness or to discredit those that want to do something good. However, most of us will not be remembered in the long run outside of our loved ones and close friends.
Think of famous historical people. Unfortunately, some of the names you remember have a negative connotation because the people did horrible things. On the other hand, some people did beautiful things. And yet, after a short period, just like Joe Montana, people will not remember it or remember a name but have nothing else associated with it. So this doesn't mean we don't try to achieve good things for the rest of society, but I would suggest that we change our outlook and not think about how you will be remembered years from now. Think about what impact you can have today because, as we help one another, other people will start to develop thoughts and memories of their interactions with you. It will lead to one form of a legacy of helping others.
You may have had this experience when you go to a funeral of a loved one, your mom, or your dad. Somebody comes up to you and says, "Do you know there was a time when your mom or dad did this for me? It was so unique, and it impacted my life." And once we affect other people's lives, you can be assured that you will be remembered most appropriately. Contrast that with the statues and monuments that you have visited. Go back and challenge yourself. Do you know what the person stood for? Do you know what they did for society? Even today, our society is questioning our history, and people are tearing down monuments for various reasons. Those monuments were erected to honor individuals of that period. They had made a significant impact on their community, at least from the perspective of their peers. You may not be able to have a long-lasting legacy, but you can impact the lives of people today, which is more significant.
Connect with me!
I'm Jim Lindell of Thorsten Consulting. If your organization or association needs a speaker for a keynote or breakout session on practical business topics, please call me.
In addition, if you or your team needs executive coaching or leadership development, I can help your staff reach a higher level. Please give me a call. Thank you for your time.
I want to talk to you about ChatGPT and ESG. I think ChatGPT is a phenomenal tool and will change everything we do in business today. I want to highlight a concern as I asked ChatGPT about ESG. I gave it two questions that were identical other than one word. One sentence was: argue against companies adopting ESG. And the other was: to argue for companies adopting ESG.
Here is the response to the first question, argue against companies adopting ESG. " As an AI language model, It is important to present our arguments on both sides of an issue. Even if I personally believe that adopting ESG (environmental, social and governance) is beneficial for companies and society as a whole. So here are some potential arguments against companies adopting ESG. " The preceding was verbatim from ChatGPT.
ChatGPT provided a nice list of arguments against adopting ESG. The first was increased costs, one of the concerns of CFOs today. Does it cost too much to follow an ESG agenda? Second, ESG policies may have a limited impact on the environment or society. The third concern was that there might be a competitive disadvantage because the competitors may not adopt ESG and incur costs or compliance issues. The fourth item was a lack of standardization. Across the globe, people are interpreting ESG in very different ways. As a result, there isn't one standard report being used, and comparisons are difficult. And finally, the risk of shareholder backlash. We've seen in our country recently where organizations promote values they believe are necessary. Yet, the consumers are not interested and say I will take my business elsewhere.
Next, I asked ChatGPT to argue for companies adopting ESG. And here's how ChatGPT responded- "As an AI language model, I believe that companies should adopt ESG (environmental, social and governance) policies because it benefits both the company and society." Here are some arguments in favor of companies adopting ESG:
1. A company can improve its reputation. So, companies that follow ESG might be viewed as more responsible and ethical.
2. Companies can reduce risk. Suppose companies employ more tools and tactics to monitor the items that impact the environment, society and governance. In that case, there's a good chance that they will eliminate risks that could hurt the company.
3. Companies can increase innovation and creativity with ESG policies.
4. Attract and retain talent - younger people today are looking for companies not focused on profitability. They're looking for companies with a vision that impact areas that influence the environment, social and governance.
5. Long-term financial performance. ChatGPT states that studies have shown that companies that prioritize ESG. Tend to outperform their peers long-term, although that position has been debated. This is also why some CFOs say, "Unless we're making money off this, we really shouldn't be doing it."
Both positions for and against are pretty well presented from ChatGPT. However, the concern that I have is with the bias of ChatGPT. I asked two separate questions; argue for and argue against ESG. Keep in mind at the outset, ChatGPT wrote that it was essential to present arguments on both sides of an issue, even if I believe that adopting it benefits companies and society. However, when I asked ChatGPT to argue for companies adopting ESG, it never mentioned that there were both sides to the argument. It just wrote I believe that a company should adopt ESG policies because it is beneficial. ChatGPT didn't mention anything about having two sides to the argument.
What is the lesson?
As we use ChatGPT, remember to question the information for potential bias. ChatGPT is revolutionizing the way we are and will be conducting business. The expansion of AI tools will be tremendous in the following months. Learn and adopt with caution.
Connect with me!
I'm Jim Lindell of Thorsten Consulting. If your organization or association needs a speaker for a keynote or breakout session on practical business topics, please call me.
In addition, if you or your team needs executive coaching or leadership development, I can help your staff reach a higher level. Please give me a call. Thank you for your time.
I want to talk to you about why businesses fail. If you like the information that I'm providing, please subscribe to my channel. I intend to give you more and more business techniques and tips to help you succeed in your career. But today, we'll focus on why businesses fail.
Consider the image in the video; the ultimate problem is business failure at the center, but what leads to this? At the very start, people make bad decisions, or they might even make no decisions, but either way, that action winds up impacting the organization. Then, we typically see poor decisions' impact on your income statement. It impacts your profitability – the wrong decisions will ultimately hurt your profits. As profits start to be reduced, the cash and the working capital erode. I often joke that no company has failed due to running out of cash or working capital, and I tease people because failure is often thought of as "running out of cash" or "lack of working capital" as the chief reasons for going out of business.
Unfortunately, companies go out of business because of the bad decisions that were made or not, impacting profitability. As a result, profitability decreased, resulting in cash erosion and, finally, organization failure. The real reason that business fails is because of incompetent management teams because they are the ones that act or fail to act. Management decisions, actions or lack of action drives the business. There can always be unique situations, such as the Fukushima tsunami or the COVID-19 virus, that force companies to close. However, even these events should have generated some prevention planning as part of the strategic planning process. There should have been an identification of threats that would have included severe events, as mentioned, and resulting discussion of actions to be taken. The question should have been, what happens if our business gets shut down for a while? And accordingly, what steps should we take today to protect the organization?
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My name is Jim Lindell. I'm a CSP-certified speaking professional and an executive coach, and I have been doing both for the last couple of decades. Please contact me if your conference needs an entertaining, practical business speaker for keynotes or breakout sessions. If you'd like to see your career grow, please talk to me about being your executive coach.
"We are not retreating. We are just advancing in another direction."
I love the quote's simplicity and positivity. Too often, we continue on a particular path in our personal lives and business careers, when perhaps we should choose an alternate route. It's not always easy to see where the alternate path may end up, but the current direction might lead us into a terrible situation or severe limitations. Whenever we can assess the situation, ask ourselves, "are there alternatives out there that would be worth considering in our business and our careers as well?" We should determine where we or our business is going utilizing strategic planning. Also, consider contingency and succession plans in case something happens. For example, when facilitating strategic planning, people ask me, "Should businesses have seen Covid coming?" And the answer is yes, absolutely, they should have. Now when I say that, that's tongue in cheek because we might not have recognized Covid specifically. Still, somebody in the strategic planning process should have said, what if something happens, like a tsunami, an electromagnetic pulse, something ridiculous that could shut down our business? At least at that point, someone would have said, "let's talk about what happens if the company gets impacted severely. This allows us to discuss contingencies or even succession planning. So when you think about your career or business, constantly evaluate alternative paths. Be aware of events or concerns that might force you to use an alternative approach. Most importantly, take the time to prepare yourself or your company for any of these areas that could significantly impact your organization.
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My name is Jim Lindell. I'm a CSP-Certified Speaking Professional and an executive coach, and I have been doing both for the last couple of decades. Please contact me if your conference needs an entertaining, practical business speaker for keynotes or breakout sessions. If you'd like to see your career grow, please talk to me about being your executive coach.
Nature can provide businesses with valuable insights. Nature’s complex systems and adaptive strategies can be used to inform decision-making and identify new opportunities. By studying the strategies used in nature, businesses can gain valuable lessons that can be applied to their operations.
First, let’s consider Meerkats. A group of meerkats stand up and look around to protect themselves from predators. They are constantly on alert and use the power of their collective vigilance to remain safe. This is an example of a reactive outlook, where a response is made based on external stimuli. The strategic outlook of a company is very different. Companies look ahead to anticipate changes in the market, identify opportunities, and make proactive decisions to optimize their operations. Companies use a range of analytical tools to assess their competitive environment and make decisions that will secure their competitive advantage. This type of outlook is proactive, rather than reactive, as it attempts to anticipate potential threats and capitalize on emerging trends. The two outlooks are very different, but both are important for survival. Meerkats must remain alert to protect themselves from predators, while companies must be forward-looking in order to remain competitive. Both outlooks require a certain level of vigilance and awareness in order to be successful.
Second, let’s marvel at the Eagle. An eagle has great vision which allows it to spot fish in the water from high altitudes. The eagle uses its keen eyesight to quickly identify potential prey and swoop in for the kill. This type of vision is based on instinct and is reactive, responding to external stimuli. A business also needs great vision, but in a different sense. Companies must look ahead to anticipate changes in the market, identify opportunities, and make proactive decisions to optimize their operations. Companies use a range of analytical tools to assess their competitive environment and make decisions that will secure their competitive advantage. This type of vision is proactive, rather than reactive, as it attempts to anticipate potential threats and capitalize on emerging trends. The two types of vision are very different, but both are important for success. Eagles need sharp vision to spot prey, while businesses need to be able to anticipate changes in order to remain competitive. Both require a level of awareness and insight to be successful.
Finally, consider Ducks and Geese. Ducks and geese fly in formation to reduce the effort for those farther back. By flying close together and in a V-shaped pattern, the birds can take advantage of the air currents created by the front birds, reducing the effort and energy required for the journey. This type of teamwork is instinctive and reactive, responding to external stimuli. Business teams also help one another out, but in a different way. Companies rely on their employees to work together and share knowledge to increase efficiency and productivity. This type of teamwork is proactive, rather than reactive, as it encourages collaboration and knowledge-sharing to achieve a common goal. The two types of teamwork are very different, but both are essential for success. Ducks and geese must work together in the air to reduce their collective effort, while business teams must cooperate to reach their objectives. Both require a level of cooperation and collaboration to be successful.
Connect with me
My name is Jim Lindell. I'm a CSP-certified speaking professional and an executive coach, and I have been doing both for the last couple of decades. Please contact me if your conference needs an entertaining, practical business speaker for keynotes or breakout sessions. If you'd like to see your career grow, please talk to me about being your executive coach.
How can we make “Better Mistakes Tomorrow? Using a simple 5-step approach, our mistakes become fantastic platforms for growth. Yes they may be painful, but in the long run there is wisdom, knowledge and growth in our mistakes.
If you want to increase your sales, focus on customer pain. Benefits of your products and needs of the customer are important. However buy decisions will first focus on customer pain. The customer may not even recognize the underlying reason that select your product or service. #sales #salestechniques #CPA #CEO #vpsales #coaching #salescoaching
PART 4 - 4 Essential Considerations Before Going into Business! Part 1 – Why be your own boss? Part 2 – Ideas and dreams. Part 3 – Risk. Part 4 – Your significant Other. These items precede your business plan, entity creation, and business structure. This video is the 4th and final consideration #entrepreneur #startup #startupadvice #coaching #boss #CFO #cpa #franchisee #franchise
PART 3 - 4 Essential Considerations Before Going into Business! Part 1 – Why be your own boss? Part 2 – Ideas and dreams. Part 3 – Risk. Part 4 – Your significant Other. These items precede your business plan, entity creation, and business structure. This video is the 2nd consideration #entrepreneur #startup #startupadvice #coaching #boss #CFO #cpa #franchisee #franchise
Jim Lindell is a National Speaker, Author, and Vistage Chair. He is motivated by helping others improve their lives and businesses.
He is President of Thorsten Consulting Group, Inc.
Order Jim's book - "Controller as Business Manager".
controller as business manager - jim lindell - thorsten consulting group
Controller as Business Manager
