Lower Morale and Reduce Productivity

The basics in a management training program require that there is an understanding that managers can increase productivity by learning to increase morale. Reduced morale can lead to higher turnover (which is expensive,) sabotage, increased health challenges for employees, and an overall reduction in customer service (and sales.) “Old school” managers still try to manage by intimidation and threats to job security but the long term productivity results seem to be reduced due to internal sabotage or reductions in performance. A stressed out staff is more likely to show signs of “burn-out” if managers unnecessarily increase stress and pressure. Frustrated managers who take their anger and stress out on their employees do not get long term cooperation, reliable support, or loyalty from their staff. When there is a re-ocurring pattern of disrespect to employees, managers often create situations that reduce morale and lower productivity by other staff.

Employees are not stupid, in most cases, and a pattern of management disrespect or abuse will not have a long-term positive result. People will learn that they do not want to work in work environments that are made more difficult by abusive managers and poor leadership. Hey, this is NOT SOME NEW INFORMATION. We are coming out of a financial environment which has people feeling insecure and stressed. It is NOT the time to “kick them when their down” as some management seems to do. It is a good time to build support and mutual trust. Aside from business, it is also a time to be supportive of other people, especially employees, which can allow you to feel good just like when you can afford to make a donation to a deserving organization which helps with disaster relief. Yes, disaster relief begins at home with emotional support for the people you live around and WORK with. This is not “rocket science.” It is basic.

What would you think if you heard about a non-profit, community, health service who does not pay their health care providers much more than the minimum wage AND then sets out to abuse these professionals by taking away benefits, and staff positions, and even replaces providers who are off work for cancer treatment? (This comes from a true work example.) Does this sound like bully managers who can not expect loyalty from their under-paid staff? Does it sound like a situation that breeds “burn-out” and people looking to leave this organization? In this situation, I know that fellow providers are supporting one another, but the leadership and the managers are looking like bullies, and no one likes or supports a bully. As said before, the world is already stressful enough so we do not any more stress dumped upon us. Especially, we should not hire lawyers who work for the CEO’s who pretend to care for employees and say that they are saving the organization money by taking benefits from their poorly paid employees.

On the opposite side of this situation, there are leaders who attempt to keep their employees working to save jobs when things are slow. They may even reduce management costs, executive bonuses, and dividend payment to keep loyal employees working. They do not ship jobs overseas or out-source work to save money, where quality can be lost. There are even some organizations and executives who do not fight paying their fair share of taxes so that services that are required by our society can be funded, like schools/education. Sure I sound naive but “doing the right thing” is NOT negotiable, it has to be done or we are threatening to slip further into the role of being a 2nd rate world power with a reputation for being morally bankrupt and a greed driven culture.

It is time to step up to the plate and look out for each other as if we were all working to survive a natural disaster. In this case, though many do not take responsibility for their roles in it, we are in a man-made financial collapse. Our politicians and business leaders can step up and “do the right thing,” but history seems to indicate that greed and a “me first” attitude will win out, leading our economy in “marginal” direction. Lower morale is not just a business challenge but spreads to all of our society.

9 Benefits of Executive Coaching

Why executive coaching? Because study after study shows that coaching works! Executive Coaching is an effective tool for organizations and their key people in making changes in both the direction and impact of their work. It is a cost effective way to assist your key personnel to develop their skills in leadership, communication, strategic planning & implementation, focus and accountability.

The focus of the coaching relationship is on the client, on what the client wants to have happen, and on what will help them to achieve it. There is no other relationship that consistently offers this extraordinary level of support and encouragement. The coaching relationship is often described as “having your own personal navigator for the journey: someone who will help you find your way and stay on course”. Many business and professional people describe having a coach as their own “secret weapon”, someone who keeps them focused and on track toward their goals when the tendency otherwise might be to lose energy or become distracted.

How Can Executive Coaching Help You?
1. Gain clarity about and maximize your strengths.
2. Gain ongoing encouragement and accountability toward reaching your goals.
3. Reach higher levels of performance and results.
4. Become the leader you have always wanted to be.
5. Identify and align your life and work with your values.
6. Set and achieve individualized personal and professional goals.
7. Thwart your “inner critic” and other stumbling blocks which have previously sabotaged your success.
8. Develop and sustain balance between work and personal life.
9. Apply concepts from international research on positive psychology to learn how to become happier and derive more satisfaction from your life.

Excellent Areas for Executive Coaching Include:
• Maximizing performance and results at work
• Developing, and fully utilizing a strong, highly engaged staff
• Successfully modeling and managing the challenge of change
• Starting a new area of business or expanding your current business in new and innovative ways
• Becoming more organized and in control of your time and space
• Preparing for or successfully navigating a career transition
• Developing new energy and stamina by becoming healthier, losing weight and changing your lifestyle for good
• Creating more joy, and revitalizing the passion in work

Executive and Corporate Coaching is for Increasing Productivity:
• Human Resources Departments interested in hiring external coaches
• CEO’s, executives, managers and other professionals who would like a coach
• Companies looking to launch a coaching initiative
• Initiatives to prevent and/or cure burnout
• Companies wanting the support of a coach in any of the following: Strategic planning, process re-engineering; creating a compelling vision; launching and developing teams; or 360-degree reviews.

Also, this is great support for business owners and entrepreneurs who have goals and long ranged plans.

L. John Mason, Ph.D. is the author of the best selling “Guide to Stress Reduction.” Since 1977, he has offered Success & Executive Coaching and Training (using Sports Psychology.) Contact Dr. Mason to discuss your specific requirements and to receive a tailored proposal for you or your organization.

Please visit the Stress Education Center’s website at www.dstress.com for articles on Executive Stress and Performance, free blog signup, and learn about the new telecourses that are available. If you would like information or a targeted proposal for training or coaching, please contact us at (360) 593-3833. www.dstress.com

Strategies for Hiring Winners: Executive Summary

Would you like to avoid hiring mistakes, if possible? The following are tips from executives interviewed especially for this article.

The secret to hiring “winners” is:
Know the job and your company’s culture, then find the correct person to fill the job.

Hiring mistakes are very costly. Estimates range from 1-10 times the annual salaries, with the general consensus being 3 times the annual salary. This is based on recruiting and training the wrong candidate (the mistake), waiting for the productivity that does not come, removing the person, dealing with morale and sabotage, replacing and training the next candidate. If you have an engineer or mid-level manager that earns $80,000 – $100,000 this can be a cost to your company of $240,000 to $300,000 for just one mistake!

90% of all hiring decisions are made by an interview. Interviewing is 14% accurate according to Michigan State University. This percentage can increase if you have hiring managers that are really well trained or if their intuition is very well developed. The training for interviewers must be extensive because as Victoria Perrault, VP of AFC says, there are “obvious problems” when the hiring interviews are a “fly by the seat of your pants” experience. She is leading AFC into a “Success Profile” approach to benchmark the critical success factors. Yvonne Myers, Director of HR at Legacy Marketing group (a 540 person insurance sales & marketing business), has found results to be “dead on” for their E.Q.I. Profile which creates a “footprint” (benchmark) which helps develop specific interview questions that determine the soft-skill competencies of their candidates for job success. These insure that the candidates will be the “right fit” for their organization.

More companies are assessing the competencies necessary for specific jobs within their specific cultures. Some companies are benchmarking their personnel and selecting the top performers and comparing assessment results with their poorest performers to discover the patterns of success that are required for top production and satisfaction on the job. More fortune 500 companies report that they are using assessments, which is up from 15% in 1985 to 30% in 1996 and expected to hit over 50% by 2002.

The assessments are also used for staff development, planning training, and to aid managers finding the ideal motivation for specific staff members.

Kent Sherwood, CEO of Sutter Medical Center of Santa Rosa, emphasized the need for “integrity” as the highest quality for leadership candidates. He also looks for honesty, reliability, follow through, and straight talking. Good candidates must have the skill set necessary or have the “inclination to learn in a reasonable time” with the appropriate personality to blend with the existing culture.

Fred Philpott, VP of Human Resources for Kendall-Jackson Wine Estates, uses a model to check for winning characteristics which include: A.) Technical/experience B.) Behavior: drive, urgency, ethics, Integrity, open communication, business acumen, global-strategic thinking, teaming-partnering, consensus, quick decisions, C.) Bottomline ability to influence and persuade.

Two of three companies either use recruiters or have used recruiters to get qualified candidates to interview. The other companies rely on internal referral and developing leaders from within the organization (which is a great retention strategy.)

Hiring Winners Checklist:
1. Know the job – skills, experience, soft-skills, competencies. Develop clear expectations.
2. Know your company’s culture (Mission, Vision, Values)
3. Benchmark your top and bottom performers (assess the styles, behaviors and attitudes of your winners!)
4. Develop your interview process to adequately assess candidates’ necessary soft-skills
5. Hire the Right People for the Right Job!
6. Support and develop your key talent. Get them to love your company!
7. Continuously re-assess your hiring process.

W. Edwards Deming said, “If a person is not performing as expected, it is probably because they have been miscast for the job.”

Special thanks to all the business leaders who contributed their business wisdom and experience including (in order of interview dates): Kent Sherwood, CEO of Sutter Medical Center of Santa Rosa Deborah Meekins, President and CEO of Sonoma National Bank Greg Peters, President and CEO of Mahi Networks Victoria Perrault, VP of Administrative Services of AFC Seritta White, CEO of S.K. White Consulting Fred Philpott, VP of Human Resources of Kendall-Jackson Wine Estates Rob Thorson, Manager of Human Resources of Westamerica Bank Shirley Gordon, VP for Northern California of State Farm Insurance Yvonne Myers, Director of Human Resources of Legacy Marketing Group Martin Grove, District Manager of State Compensation Insurance Fund Paul Herrerias, CEO of Herrerias & Associates

This executive summary is based on interviews and research conducted by L. John Mason, Ph.D. of the Stress Education Center.

For a detailed report on the Hiring Winners and Retaining Key Personnel please contact Dr. Mason at mason@dstress.com or (360) 593-3833. Ask about a proposal for benchmarking your top performers with special assessments that are designed to help you match their behaviors and attitudes with potential new hires.

L. John Mason, Ph.D. is the author of the best selling “Guide to Stress Reduction.” Since 1977, he has offered Executive Coaching and Training.

Please visit the Stress Education Center’s website at http://www.dstress.com for articles, free blog signup, and learn about the new telecourses that are available. If you would like information or a targeted proposal for training or coaching, please contact us at (360) 593-3833.

7 Steps to Prosperity and Wealth

3 P’s (Productivity, Performance, and Prosperity) Process: Life Prosperity Program

What is prosperity and wealth to you? If you are willing to work and you can find the correct vehicle to create financial success, then here are the seven steps to attain your goal.

I qualified the offer because this is not a get rich quick scheme or a win the “Lottery” fantasy come-true article. It requires that you have a desire to work for the success that you deserve. Sometimes a key to success is to find the business or service that you are most passionate about and a way of presenting this to potential consumers. There are other articles and coaching that can lead you to the discovery of the best financial endeavor for you…

The 7 Steps are:
1. Set Your Goal
2. Overcome your barriers to success… Take Responsibility!
3. Create your plan… Map your path
4. Visualize your Success (and Create Affirmations that lead to your Goal)
5. Work Your Plan… Dedicate some time and energy to Achieving your dream
6. Let Go of Expectations that will Prevent your Success
7. Show Gratitude for your life and Success and find a Positive way to give “Back”

Are you ready to get to work? This will be your basic outline of the steps you need to move to success.

1. Set Your Goal
Think Big! What do want to achieve? How do want to be living? Where do you see yourself in 5 years? How much money do you want? How soon do you want it? Can your business endeavor allow you to reach these goals? For example, if you are working part time at WalMart can you expect to acquire $3 Million Dollars by Christmas? Probably not! You will need to find and develop another financial vehicle to get you to your dream, and to do this by the upcoming Christmas Season may be a challenging time frame.

Without a solid, articulated and specific goal, you can not get in the game. Many people require assistance with this first step. There are small business support organizations and business mentors from an organization known as SCORE (look for score.org to find a local office in the United States.) Do not let them steal your dreams, but get advice regarding how your business might start or how to enhance your venture’s operations. They can even help you develop funding after you create a solid business plan. (Do not be afraid to ask for help or, at least, feedback from people who know business These people will be your Role Models or Mentors, or Coaches or possibly your partners…)

Do not skip through the first step! You will need to establish a Goal to set your sights on. The more specific you can make this, the better, and faster, you will get your best results.

2. Overcome your barriers to success… Take Responsibility!
If you have never been financially successful before…. WHY? You would really benefit from knowing why. What are your limitations? What have you learned from the past? How can you accept responsibility for any obstacles that you have encountered in past endeavors? You may even have to ask the hard questions about why you needed to “attract” the past lack of success. If you look to blame external sources, you may be missing an opportunity to learn how to control these situations in future situations. Taking Responsibility is difficult for the people who need this the most. It is too easy to quit when you can find a reason or excuse that is beyond your control… I repeat, this is easier said than done, so be prepared to reach out for assistance overcoming limitations and barriers.

For many people, their fear of success or distrust of money (or wealth) can be major barriers to achieving success. Do not become a victim to past programming or childhood experiences. You are ready for success and you deserve the benefits of financial security and wealth. Do not give in to negativity or bad habits. It is time to behave like a winner! This is a challenging, but important, step that often requires personalized attention.

3. Create your plan… Map your path
You need a “road map” that will take you to your goal. You need to break down the small steps that will lead you down the pathway to your success. Some people forget these details. They might act too quickly and fail without a good, thoughtful plan. Some people over plan and do not act. You need to find the balance. Create a workable time frame. Get the resources you will require to execute your plan.

Reward yourself for each small achievement. Celebrate the steps that you take on the path to your success. If you are moving toward your first $1 Million dollars, you should celebrate your first $100, then your first $500, and your first $1000, etc. I did not say go out spend all your profits, but you need to acknowledge the victories along the way. Let these help to build your momentum.

Also, remember that along your path, you may find alternatives or additional sources of revenue that will get you to your goals more quickly. Be open to these and be flexible.

4. Visualize your Success (and Create Affirmations that lead to your Goal)
After you have created your plan, then you must visualize this plan succeeding, not in the future, but as if it were happening NOW!. It is best to visualize, or see, success coming to you. Also, FEEL the success. Feel all of the excitement and joy. Bask in these great feelings as you desire the success, again, as if it were already occurring. HEAR the sounds of success. What would this victory sound like to you?

There are skills that you can learn and use for creating positive affirmations. You repeat these several times throughout your day. The affirmations are the positive advertising that you need to develop the unconscious habit patterns that will lead to your success. Powerful affirmations that are in the present, positive, and emotional will work the best for achieving your goals. Build a “Vision Board” with pictures of your desired lifestyle and post this where you will view it daily.

5. Work Your Plan… Dedicate some time and energy to Achieving your dream
You have to get out there and work your plan. Talk to everyone. Network. Market. Sell! Produce your product or service… Demonstrate your passion, skill, and enthusiasm. Do not miss an opportunity to share your dream and visualize your success. When you are exercising, visualize your plan and its success. Before bed and right after waking, say your affirmations. Make your calls. Send your letters or e-mails. Learn about the things that you can do to better market yourself and your product. Learn about additional successful strategies that you see your successful role-models using.

Habits can be difficult to change. We do not like change, most of the time, but we have to gradually allow ourselves to push through to new habits of success. It can take time, so DO NOT GIVE UP! Getting discouraged and quitting is all too common for many of us. People like to work very hard and then succeed though hard work does not guarantee success. However, you may be surprised how easily your success will manifest when using these 7 steps.

6. Let Go of Expectations that will Prevent your Success
The harder you TRY, the more challenging success can get. Have you ever NEEDED a job or NEEDED a relationship? Did it seem like the more you needed or wanted your desired outcome the more obstacles seemed to appear? The more you push, the less success you get. You must learn to have powerful visualizations but less “Attachment” to the outcome. Be pleasantly surprised and try to drop your expectations. Expectations screw things up! Learning to “Let GO” physically, then emotionally, and then spiritually, will serve you well, but again, is easier said than done. Our Ego gets in the way and does not allow the success to flow freely to us. Our Ego wants to push and to “Own” the success. When our dream arrives or our goal is achieved, it will be more a “gift” from the universe… A gift you must celebrate… A gift that you deserve!

7. Show Gratitude for your life and Success and find a Positive way to give “Back”
Be grateful for all the blessings you have, no matter how small. Appreciate the assistance and guidance that you get along the way. Celebrate and share your prosperity by assisting others. This does not mean giving all your money, or all your time, or all your resources away, but be willing to support and honor, with respect, any and all travelers you meet along the way. We are all in this together, on some level, and we must be willing to “give back” in some way…

Mentoring others can be a great networking opportunity and a way of giving support.

These 7 steps work best when you get them tailored to your specific requirements. You may need to find mentors or coaches to assist you developing and executing your plan. You may require an accountability partner (or coach) to help keep you focused. You may want to develop a supportive Master Mind group that will assist you in moving toward your success. Very few of us can make it through all of these steps alone, so consider the assistance that you require to clarify these steps and then to help you to maintain your focus as you move down your path toward your goal.

Celebrate your Productivity, your Performance, and your Prosperity.

L. John Mason, Ph.D. is the author of the best selling “Guide to Stress Reduction.” Since 1977, he has offered Success & Executive Coaching and Training. His new “Life Prosperity” retreat process guides his clients to personalized success strategies that lead to increased productivity and prosperity.

Please visit the Stress Education Center’s website at Stress, Stress Management, Coaching, and Training for articles, free newsletter signup, and learn about the new telecourses that are available. If you would like information or a targeted proposal for training or coaching, please contact us at (360) 593-3833.

#1 Waste of Time and Energy

A Case for Executive Coaching:

There has always been a huge amount of waste in America. Heck, we have made a fine art of wasting our resources, but the catastrophic effect of wasting our time, our money, our energy, and our health on our lack of positive attention to the excessive stress in our lives is mind boggling stupid!

If we could avoid accidents and focus better on present assignments, we could save a huge amount of time and energy. This will save us money and improve our productivity… A very simple concept, but an easily ignored solution to our huge problem of wasted resources.

An executive vice president of a large financial institution was referred to me for Executive Coaching. He was actually sent by his physician because he was challenged by high blood pressure and GI complaints as a habituated response to his daily work stress. Let’s call him Bob. Bob was very successful and in his mid 50’s. He admitted that his real motivation in seeking coaching was that he was suffering from “Burn-out.” We decided to help him to manage his stress related symptoms because these “distractions” were keeping from enjoying his work. I gave him background information regarding the physiology of stress to help explain how and why the stress response manifests in physical or emotional symptoms. I also explained that stress wastes his time, uses up his energy, and creates distractions that can lead to wasteful mistakes. Bob agreed to listen to some guided relaxation CD’s that would teach him to control his habit of holding stress in his circulatory system and GI tract.

We met once a week to check in and to upgrade his stress management strategy. There was a huge struggle in the first few weeks because Bob could not “find time” to listen to the 20 minutes guided relaxations. At our fourth session, I “fired” Bob. I explained that it was a waste of our time and his money to continue this work if he was not going to follow through. (Note: the understanding of the theory of stress and stress management is almost never enough… one actually needs to practice stress management to master it to get the best results.) Bob had never been “Fired” from anything and he pleaded with me to give him one more chance… He figured out a way to use the CD before work. In two weeks he returned with a positive response. It was not that his blood pressure had dropped, because that requires 8-12 weeks of regular practice for most people. Bob said his GI complaints were a little bit better. But, Bob’s biggest revelation was that in 2 weeks of practice he could get his 8 hours of work done in 6.5 hours and this freed time to work on “back burner” projects (that were more interesting to him.) He was getting more done in less time AND having more fun! His “burn out” (due to overwhelm) was slipping away. Bob was sold on this stress management process because he was feeling better and being more productive. He realized how much time and energy he had been wasting!

Bob’s story is far from unique. I have heard this hundreds of times. Americans have a difficult time “sitting still” and resist practicing stress management to prevent problems or to improve their quality of life. If you found the “right” stress management technique, one that will work for you, the practice will free up your time, energy, and improve your focus. Research indicates that 20 minutes of deep relaxation can re-place the need of up to 2 hours of sleep. The sleep that you do get will be deeper and more restful. That is another huge problem for Americans, we do not get enough quality sleep/rest and our health and productivity suffers.

If you could feel better, save time, improve your productivity and focus, and have more energy would you spend 20 minutes of your valuable time practicing stress management? Stress management can even help to slow the aging process and may help you from the eating habits that make you gain weight.

Getting trained or coached in stress management is not expensive. The skills you will learn will last a life time and may prevent, or reduce, the need for costly medications. You might be able to minimize, if not eliminate, stress related symptoms that impair the quality of your life and negatively affect your productivity.
My challenge to you after reading this article, will you get up and do something to manage your stress or will you just stick your head in the sand and re-enter your state of denial??? Effective stress management often includes a combination of regular relaxation (or meditation,) some physical exercise, and a decent diet that avoids caffeine… Also remember that alcohol, medication, or drugs are not good long term solutions for stress management.

Please take good care of yourself.

L. John Mason, Ph.D. is the country’s leading expert on stress management and the author of the best selling “Guide to Stress Reduction.” Since 1977, he has offered Success & Executive Coaching and Training.
Please visit the Stress Education Center’s website at Stress, Stress Management, Coaching, and Training for articles, free newsletter signup, and learn about the new telecourses that are available. If you would like information or a targeted proposal for training or coaching, please contact us at (360) 593-3833.

If you are looking to promote your training or coaching career, please investigate the Professional Stress Management Training and Certification Program for a secondary source of income or as career path.

9 Tips for Management Success

Skills Necessary to Be an Effective Boss

Would you like to improve on your management skills? Whether you are a business owner, an executive, mid level manager, or beginning supervisor you can develop your skills which will increase the productivity of many of the people who report to you. Though simple in concept, these skills may require practice and dedication to master, unless you are a “natural” manager. (Even “natural” managers can improve their skills, and if you are a “natural,” you already know that you can be even more effective.)

Working with people requires interpersonal skills that can come more easily to some people than others. Especially if you have been promoted because you have great technical skills and experience, you will want to avoid becoming a victim to the “Peter Principle.” The definition of the Peter Principle is as follows…

“The theory that employees within an organization will advance to their highest level of competence and then be promoted to and remain at a level at which they are incompetent.”

[Author Laurence Johnston Peter (1919-1990).]

The level of incompetence suggests that people will rise to a level of management that they are untrained to do with success. Managing other employees with skill and competence is often the level that proves most difficult.
To become a successful manager requires certain awareness and then specific skills at communicating, motivating, time management, effective delegation, training, hiring winners, personnel evaluation (or appraisal), self-awareness, and healthy self-confidence. You can neglect any of these qualities/skills and still get by as an average or poor manager or you can confront the personal challenges and develop into a good boss and successful manager. Good, to great, interpersonal skills will help a lot but not everyone has these skills when are getting started in managing.

To become skillful, you first have to realize that may not be perfect and that you would be willing to make positive changes to some deeply held beliefs or habit patterns. Sometimes we have to “unlearn” habits or techniques that we have used, or seen used by our parents, teachers, ex-bosses, or mentors. As an example, have you ever seen a frustrated parent or manager yelling emotionally in an upsetting moment. There may even have been violence or intimidation expressed and you realize that in the modern world of work, this is not acceptable as a motivating or guiding management concept. These explosions of emotion may work once or twice, in the “short term,” but will not work effectively for long term success. “Explosions” tend to damage relationships and may require too much time and energy to repair, which can be very difficult to do if your employment has been terminated.
There can be frustrations in interpersonal interactions, however, but appropriate managing in these difficult situations is what sets the great managers apart from less prepared, less successful managers.

1. Your personal motivation to be open to change and the desire to become a great manager is essential.

2. Self-awareness regarding your strengths, and more importantly, your challenges (your flaws/weaknesses) is very important. It is best to know, and understand, your own style of communication, your own motivations, and the difference in the styles and motivations of the members of your team so that you can communicate with, and then motivate, all team members most effectively.

3. Your abilities to communicate can be developed and enhanced to allow you to manage more effectively. Especially important is the ability to listen and the patience to really understand what you are hearing from your communication partner. (Do not rush to respond. Show respect and draw your partner out until you can clearly re-state what they are attempting to communicate.)

4. Negotiate a fair resolution, where possible. Rally your communication partners allegiance to your mutually agreed upon solution. Set a reasonable and verifiable timeline for accomplishment of the goal or project. “Clearly prioritize” the efforts of the project, the team, and each individual’s role in the project.

5. Offer support (and mentoring) along the way, without micro-managing along the way. Positive feedback and, most importantly, plenty of positive recognition (and celebration) for positive movement and ultimately for success will be worth your time and effort.

6. Show respect and try to see your partner’s point of view without overtly judging. Good delegation tolerates solutions that may follow a different path than you might have chosen. Though taking responsibility for their decisions and actions can be a very important step by your employee and should be discussed in the planning (job description) phase of the delegation process. (It is best, where possible, to allow for creativity by your team members.) Find ways to get your people to “fall in love” with your project, and hopefully, your company by allowing creative input into the project development process.

7. Clarity is important and should include the “big picture” of what is desired for long term success of your organization and how all of your individual team members will fill the necessary roles to accomplish the objectives of the project at hand. (Everyone needs to know their roles and their value to the project.)

8. Honor and acknowledge as many individuals, and of course the team, as often and as much as possible. This is especially true when deadlines are tight, team work is good, and creative solutions are developed. Rewards and acknowledgment do not always have to be in financial rewards (though team members who are high “Utilitarians” will require appropriate remunerations or other forms of compensation for their successful work.) Not everyone is motivated, solely, by money. This is where knowing your people will work as a successful retention strategy. Be creative in providing recognition and rewards.

9. You need to really care! Care about your team. Care about the project. Care about the company/organization, if at all possible. Your team will know if you do not “really care” and they will treat the project in the same way they see (or feel) their manager’s level of commitment.

If you find that you require clarification on any of these tips or could benefit from coaching to enhance your skills then find the best coach, trainer, or mentor to get you to the level you require. Do not think that you have to “re-invent the wheel” or figure it all out on your own, get feedback and assistance. Recognizing where you require assistance is the most important step you can make toward your eventual success. People who do not know how to ask for help are often the ones who do not reach their full potential. If your organization does not support you in your quest for improvement then consider doing this for yourself and possibly exploring other more supportive and empowering organizations.

Many managers have great technical: training, experience or skills, but have not been coached or mentored as managers. If you are looking for coaching or management development, please consider the Professional Management Coaching Program for manager skills training.

L. John Mason, Ph.D. is the author of the best selling “Guide to Stress Reduction.” Since 1977, he has offered Success & Executive Coaching and Training.

Please visit the Stress Education Center’s website at www.dstress.com for articles on Stress, Stress Management, Coaching, and Training, free newsletter signup, and learn about the new telecourses that are available. If you would like information or a targeted proposal for training or coaching, please contact us at (360) 593-3833.

If you are looking to promote your training or coaching career, please investigate the Professional Stress Management Training and Certification Program at www.dstress.com for a secondary source of income or as career path.

Having Emotional Balance at Work

In many companies, the work culture includes many difficult requirements. Long hours, intense competition, conflicts, changing priorities and trying changes which create the need to adapt. If you do not have “Emotional Balance” you run the risk of burning out or getting into other physical or emotional difficulties. “Being Centered” or balanced are concepts that are easier said than done. Most of us do not even know what emotional balance is, what it feels like, or realize that it is an ever changing situation that we have to continuously pay attention to and change with. The pulls from “internal” company needs and “external” (outside work) expectations can feel insurmountable. Each of us are different and the way we respond to the various sources of pressures will also be unique. To beat being a victim to these pressures we must:

1. Understand specifically how you respond in your own individual and unique habitual way. By knowing this you can find the systems that hold this habitual response and learn to minimize, if not eliminate, the negative manisfestations of the pressure.

2. Learn what Balance feels like so you can determine if you are off-balance. It is difficult to learn to relax into a “balance state” but it is worth it for most people because it feels good and saves so much time and energy.

3. Find the 8 essential areas of your life and learn to honor the ones that you do not make time for in your life. This will help to re-prioritize your life and give you greater balance as you pursue your long term goals and aspirations. The 8 essential life areas include: career, finance, family, friends/relationships, education/life long learning, health, creativity/aesthetic, and honoring the spirit. If you do not have a plan for honoring each of these 8 areas then you may not have balance and may have to fight to sustain emotional and physical health and well-being.

4. Finally, you must take (or make) time for yourself. Often, by taking time to regain balance you find that you SAVE TIME and ENERGY. Many people forget this principle until a major negative manifestation takes place. The body will get your attention in rude ways if you do not honor your commitment to self-care and maintaining balance. No time, is the excuse most often heard and people hide behind this idea.

Finding your balance and re-prioritizing your life goals is not an easy task and often can not be done effectively without external counsel, coaching, or mentoring. It is worth your investment of time, energy, and resources if you want to be most productive and have the best quality of life. If for no other reason, you may want to be a positive role model for the important people around you.

There are many principles taken from Sports Psychology that can help executive leaders to find their balance and to get the pressures and competitive forces to have minimal impact on their performance. These same principles help “world class” athletes move ahead of their competition. Just attend to the upcoming Olympics competition to find that more than 60% of the athletes training involves the “mental side” which helps to create balance for the winners. The mental side of training trims away the unnecessary distracts that rob the athlete of energy or the flexibility needed to win.

Emotional Balance reduces distractions that can lead to team turn-over, increased replacement costs, health cost containment, better communication and leadership, increased productivity and enhanced performance, and increased bottom-line in sales, services, and productivity.

If you find that you would benefit from coaching support, considering contacting the Stress Education Center at www.dstress.com or call 360-593-3833