Mike Figliuolo – Page 42 – thoughtLEADERS, LLC: Leadership Training for the Real World

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Entries by Mike Figliuolo

How to Inspire Your Team to Embrace a Sense of Urgency

November 16, 2015 /0 Comments/in Books, Guest Blogger, Leadership, Training /by Mike Figliuolo

Your team needs to move with a sense of urgency. This doesn’t mean moving fast – it means moving with purpose. A group of firefighters can provide great insight into what moving with a sense of urgency means. Today’s post is by Tom Pandola, author of Light a Fire Under Your Business (CLICK HERE to get your copy). One of the big issues in business today is how to motivate a young workforce. Anyone in a leadership position knows how difficult it can be to instill a certain level of engagement within their employees and associates. This can be a difficult task, but if you are in a leadership position and accountable for accomplishing important work through the efforts of others, you need to start leading as though it matters. Much of what I have learned to be true about the subject of leadership was learned during my 25 years of firefighting in Los Angeles. The topic of motivating a sense of urgency within a workforce reminds me of one of the first greater alarm fires that I responded to as a rookie fresh out of the fire academy. Try to picture a large commercial building in flames, with smoke billowing high into the sky. Imagine all of the actions taking place by the multitude of firefighters carrying ladders and hose lines in every direction, fire engines pumping large amounts of water, and the continuous roar caused by the fire consuming everything inside the building, including the structure itself. I could feel the adrenaline coursing through my veins, and I was certainly taking on every task given to me with what I would consider an enormous sense of urgency! Running toward the burning building tasked with delivering a piece of important equipment that was needed inside, I was confronted with […]

Which type of person is harder to lead?

November 12, 2015 /1 Comment/in Books, Leadership, Poll /by Mike Figliuolo

Our reader poll today asks: Which type of person is harder to lead? – Slacker — they have talent but won’t apply themselves: 24.31% – Steamroller — they apply themselves but harm relationships: 48.91% – Stowaway — they avoid work and hope to go unnoticed: 26.78% Steamrollers need to be restrained. These folks are clearly tough to lead. A Steamroller gets momentum and gets things done which makes them especially challenging to deal with. The hard part is their accurate belief that they’re getting results so they don’t need to change their behaviors. The trick with leading them is helping them understand their rating is based upon results and relationships. As far as Slackers go, it’s about unlocking their motivation. For Stowaways, the key to improving their performance is holding them accountable and you investing more effort in changing their behaviors. The most critical step in leading any of them correctly is first getting an accurate assessment of what their behaviors truly are. Do you agree with these poll results? Let us know in the comments below! – Mike Figliuolo at thoughtLEADERS, LLC Did you enjoy this post? If so, I highly encourage you to take about 30 seconds to become a regular subscriber to this blog. It’s free, fun, practical, and only a few emails a week (I promise!). SIGN UP HERE to get the thoughtLEADERS blog conveniently delivered right to your inbox!

4 Things Leaders Need to Understand About Veterans

November 11, 2015 /3 Comments/in Balanced Lifestyle, Career, Leadership /by Mike Figliuolo

Veterans come in all shapes and sizes, from varied backgrounds, and with unique personalities. The one thing they all have in common is sacrifice. Your organization could likely benefit from having a veteran or two around. Here’s why. I’ve been fortunate enough to have had the opportunity to serve my country. It was 20 years and 20 pounds ago. The only fighting I ever did was in a bar (and it was totally justified). While my military experience differed from those of many others, I came to understand one thing about those who serve – they’re all willing to sacrifice of themselves every day. Your organization could learn a few things from vets. So today, on Veteran’s Day, I’d ask you to take a moment and reflect on the sacrifices vets and their families have made and think about how you can give something back to them (and get a lot more back in return. 1. The Sacrifice Just because someone doesn’t serve a combat tour, it doesn’t mean they haven’t made huge sacrifices. Veterans give up a great deal every day. Their pay is nowhere near what they could earn in the civilian sector. Their career progression is dictated to them. They’re asked to move to new locales on a regular basis. They spend protracted amounts of time away from their families even during peacetime. They work long, hard, physically demanding hours. They put themselves in harm’s way even during routine training. They’re celebrated and ostracized depending upon which side of the protest line they’re walking on. They give up a lot to serve.

Debunking the Myth of Work-Life Balance

November 9, 2015 /0 Comments/in Balanced Lifestyle, Career, Guest Blogger, Leadership /by Mike Figliuolo

Work-life balance is a myth. It’s actually all about work-life choices. Once you understand you have choices and make them intentionally, it’s much easier to be satisfied with your career and your life. Today’s post is by Nigel Dessau, creator of the 3 Minute Mentor. One of the most famous mythical creatures in history is the Unicorn. Appearing in countless books and movies, the legendary animal can be drawn, painted, and animated, but no one has actually seen one. That’s because they’re not real. Similarly, the concept of a ‘work-life balance’ is a myth. Everyone strives to attain a work-life balance. Countless books and websites try to teach you how to find that perfect sense of stability. But here’s the catch: it doesn’t exist. However, before putting aside the utopian dreams of the HR team and falling into depression, there is hope. While you will never achieve a work-life balance, you will find work-life choices. According to the dictionary, choice is the “act of picking or deciding between two or more possibilities.” Unlike balance, which implies an equal amount of weight on each side of the scale, choice means you allow one side of your scale to be heavier than the other. Instead of finding that state of equilibrium, sometimes we need to choose our career, and sometimes we need to choose life or family. But you can always switch course and change your mind later. When younger, many people tend to focus on their career. They work longer hours and dedicate more of their effort to fast-tracking their career. As family and community involvement increase, many choose to dedicate less to work and more to life. While some people make these choices mindfully, others do not, and are surprised by where they end up. That’s why about half way […]

How well do you recognize when something will negatively trigger you?

November 5, 2015 /0 Comments/in Career, Communications, Leadership, Poll /by Mike Figliuolo

Our reader poll today asks: How well do you recognize when something will “trigger” you in a negative way? – Extremely well — I know my triggers and mitigate them before they happen: 11.37% – Very well — I recognize when I’m being triggered and act accordingly: 47.56% – Well — I can recover quickly when I’m triggered: 25.99% – Not well — I have trouble reacting well when I’m triggered: 14.15% – Poorly — I’m not aware I’ve been triggered until after the damage is done: .93% Mindfulness matters. Everyone gets triggered. The leader’s challenge is to react to triggers appropriately. Losing your composure only takes a second but lasts much longer in terms of the negative perception you’ll create. Spend time thinking about things that trigger you (phrases, people, events, situations). Be aware of situations where triggers will be present. Have a plan for how you’ll react to a trigger in advance of putting yourself in the situation. The sooner you’re able to recognize triggers, the easier it is to demonstrate an appropriate behavioral response. Do you agree with these poll results? Let us know in the comments below! – Mike Figliuolo at thoughtLEADERS, LLC Did you enjoy this post? If so, I highly encourage you to take about 30 seconds to become a regular subscriber to this blog. It’s free, fun, practical, and only a few emails a week (I promise!). SIGN UP HERE to get the thoughtLEADERS blog conveniently delivered right to your inbox!

5 Personal Leadership Lessons I Learned from My Daughter

November 4, 2015 /1 Comment/in Balanced Lifestyle, Leadership /by Mike Figliuolo

Daughters are awesome. They’ll also make daddies insane. I’m blessed with two of them. I’ve learned a great deal about leadership from them and have grown personally a great deal from having them in my life. Here are a few things I’ve learned from my eldest. My eldest daughter Danielle just had a birthday. She’s also my first-born. On the day of her birth, I find myself reflecting on many of the things she’s taught me over the years. Today I’d like to share some of the lessons I’ve learned about how to be a better leader and a better person based on my relationship with her over the past couple of decades. 1. Find a passion and hurl yourself at it. Danielle found crew (rowing) in high school. No one in my family had ever rowed but for some reason, it fit for her. She threw herself at it wholeheartedly. The result of her commitment was some fantastic performance and wonderful memories. She taught me that even if you’ve never done something before, if you want it bad enough and truly enjoy it, you can achieve amazing things in a short period of time. I’ve shared some of her perspectives on leadership and rowing in previous blog posts. Give this one a read. 2. Know when your passion has waned. When she entered college at The Ohio State University, she became a member of the NCAA Women’s National Championship Rowing Team. Talk about stepping your game up a notch! For the first two years, she continued throwing herself at the sport. But the combination of rigorous academics (taking classes like molecular genetics and organic chemistry) and a brutal rowing practice schedule forced her to make a choice. One day she said “Dad, my passion for it is gone and […]

Be Careful Which Bus You Get On: Having a Fulfilling Life and Career

November 2, 2015 /2 Comments/in Balanced Lifestyle, Books, Career, Guest Blogger, Leadership /by Mike Figliuolo

If you’re not mindful of the direction your life is headed, you might end up somewhere you’re unhappy with. Be deliberate and intentional about where you’re headed. Answer this set of four questions to get a better sense of your direction. Today’s post is by Donna Stoneham, PhD, author of The Thriver’s Edge (CLICK HERE to get your copy). We all face crossroads moments in our lives and careers, those times when we feel compelled to change direction. Those choice points most often arise because we feel inspired to embark on a new adventure or we’re desperate to change the situation we’re in. One of my biggest choice points came seventeen years ago, when I realized that if I didn’t change the bus I was riding on, I might not even be around to have a life and a career. At the time, I was in my late thirties. I was running my own coaching and consulting practice, starting a new women’s leadership company, and I was going to graduate school, consistently working seventy to eighty weeks. I was employed as a consultant on a change management project for a division of Fortune 500 Company, partnering with a Vice President named Ellen to help to “humanize” her organization. Ellen and I had developed a close friendship over the two years we’d worked together on the project. She’d become a corporate mentor to me and I, an informal coach to her. One day in late September, Ellen and I met for lunch. She was reeling from her performance review earlier that morning that hadn’t gone well. Working 24/7 with little support, Ellen had single-handedly attempted to change the culture of her organization. Her efforts threatened her boss and some of the senior leadership team as their hierarchical and dictatorial approach to […]

How well do you motivate your people?

October 29, 2015 /0 Comments/in Leadership, Poll /by Mike Figliuolo

Our reader poll today asks: How well do you motivate your people? – Extremely — they’re constantly fired up: 7.74% – Fairly — they’re motivated most of the time: 78.64% – Somewhat — I have to push to motivate them: 9.6% – Not very — it’s a struggle to motivate them: 4.02% They look to you for motivation. Motivating and inspiring your people is one of the primary services you provide to your team. Sure, their paychecks matter but they need to see where they fit in and how their work contributes to a greater goal Given that, learning new ways to motivate and inspire your people should be high on your list of skills to build. While “most of the time” is good, the incremental value of “constant” motivation makes the difference between “good” and “great.” Do you agree with these poll results? Let us know in the comments below! – Mike Figliuolo at thoughtLEADERS, LLC Did you enjoy this post? If so, I highly encourage you to take about 30 seconds to become a regular subscriber to this blog. It’s free, fun, practical, and only a few emails a week (I promise!). SIGN UP HERE to get the thoughtLEADERS blog conveniently delivered right to your inbox!

Get More from Negotiations through Proper Anchoring

October 28, 2015 /0 Comments/in Entrepreneur, Leadership, Sales, Strategy /by Mike Figliuolo

Most negotiations have an opening bid. That bid becomes the anchor that the rest of the negotiation centers upon. If you’re good at setting anchors – and at avoiding being anchored to a number you won’t like – you’ll get more out of your negotiations. There’s an interesting dynamic that can happen in negotiations. It’s called anchoring. Anchors are initial points from which you are going to negotiate. They can lock you into a position and unfair anchors can kill a deal. If you’re presented with an unfair anchor, consider walking away. Also understand if you give the other party an unfair anchor, they may walk away. When you got to set an anchor, base it in reality with data or assumptions. If I tell you I want to sell you a car and it’s $75,000, that can come across as an unrealistic price. If instead I tell you “the Blue Book value of this car is $100,000 because it’s a one-of-a-kind limited edition but I’ll start the negotiation at $75,000” my initial anchor seems a lot more reasonable. Many times the final offer in a deal will end up within a reasonable distance from that initial anchor. For example, if you anchor your deal at $100 upfront and that’s your first offer, more often than not, you’ll end up between $80 and $100. If instead, that first anchor was $500, you’ll end up between $400 and $500. That anchor can drive the final deal price a great deal. Now understand that anchor also has to be based in reality. You can’t just throw a huge number out there without some basis in fact. If you receive an anchor from the other party and you don’t like it, change it! Go from one metric to another and that’s an easy […]

Are You Stuck In The Manager’s Dilemma?

October 26, 2015 /0 Comments/in Balanced Lifestyle, Books, Business Toolkit, Career, Communications, Guest Blogger, Leadership /by Mike Figliuolo

A by-product of our “overworked economy” is that it is increasingly easy to inadvertently slip into unproductive habits that make it hard to get great work done. However, one quality that distinguishes the good leaders from the truly great ones is the capacity to recognize and shift those patterns in real-time. Today’s post is by Jesse Sostrin, author of The Manager’s Dilemma (CLICK HERE to get your copy). The Manager’s Dilemma, a phenomenon that affects roughly 80% of all managers, is one such pattern that is riddled with deceptive tendencies that make it difficult for leaders to change the subtle, but destructive habits that cause even the highest-achievers to get bogged down. The dilemma gets triggered when your demands and responsibilities increase, yet the resources you have available to meet them do not. The problem with this inverse equation is that when demands outpace capacity you end up negotiating with yourself about which fire of the day you will put out while others are painfully neglected. I call this set of imperfect choices the manager’s dilemma because it is truly a no-win situation without an obvious solution. How a manager approaches his or her dilemma becomes the crucial pathway to either breakthrough and success or burnout and failure. The dilemma is more than your everyday stress. There is a big difference between episodic stress where you might say “I’m feeling maxed out!” and the consistent form of stress caused when you are stuck in the manager’s dilemma. For one, stress increases when you have too much work, too little time, and too few resources to do it. A temporary imbalance of these factors triggers normal stress in the average person. If you are in an industry that has peak periods where your workload fluctuates significantly, then you may even be […]

Is your work life out of balance?

October 22, 2015 /0 Comments/in Balanced Lifestyle, Poll /by Mike Figliuolo

Our reader poll today asks: What best describes the mix of work you do? – I like every bit of my work: 15.18% – I like most of my work but dislike a portion: 70.68% – I like and dislike my work in equal proportions: 6.7% – I dislike most of my work but like some of it: 6.55% – I dislike all the work I do: .89% A generally happy workforce. You spend more time at work than you likely do with your friends and family. Given that, you’d better enjoy what you do. We always hear about “work-life balance” but there’s also “work-work balance” – having enough work you enjoy doing to balance out the work you dislike. If you find yourself out of balance, realign your priorities, look for ways to eliminate unattractive work, and discuss your role with your boss. If you’re truly miserable, think seriously about finding a new role – life’s to short to be out of balance at work too. Do you agree with these poll results? Let us know in the comments below! – Mike Figliuolo at thoughtLEADERS, LLC Did you enjoy this post? If so, I highly encourage you to take about 30 seconds to become a regular subscriber to this blog. It’s free, fun, practical, and only a few emails a week (I promise!). SIGN UP HERE to get the thoughtLEADERS blog conveniently delivered right to your inbox!

6 Reasons Your Offsites are Terrible

October 21, 2015 /1 Comment/in Business Toolkit, Communications, Leadership, Project Management, Training /by Mike Figliuolo

Your offsites and training programs aren’t effective because of a few typical planning mistakes. With a few tweaks and openness to changing your approach, you can run a great offsite. Offsites are a great way to share focused content, build relationships, spend time away from the office discussing key issues, and re-energize your team. More often than not they turn into rushed, mind-numbing wastes of time filled with forced fun. Why do they devolve to this so often? Planning. Plain and simple. Poor planning. I’ve seen and run my fair share of offsites. Sometimes I’ve been a participant. Others I’ve been in charge. Still others I’ve been the content being delivered. After over a decade of doing this, I’ve identified a few common issues that make for terrible offsites. I’d like to share those issues and more importantly offer some thoughts on how to rectify them. Issue 1: You Put Ten Pounds of Crap in a Five Pound Sack “Hey we’ve got 8 hours of offsite time. Let’s have eight one-hour sessions.” Fail. People see offsites as a rare opportunity to get everyone together and as a great way to share a ton of content with that group. Unfortunately we try to share too much information during the offsite. Let’s talk planning math. If you have an 8 hour offsite, you can have 5.5 hours of content. No more. Why? 1 hour for lunch, 30 minutes for breaks (one morning and one afternoon), 30 minutes of “meeting friction” in the morning as people arrive late and 30 minutes of “meeting friction” in the afternoon as folks leave early because they have a flight to catch. 5.5 hours. Period. And if your offsite is more than 50 people, take off another 30 minutes because the breaks will take that much longer […]