5 Questions to Match Your Style to Your Job

Man Working on Personal ComputerAre you a jack of all trades or are you a subject matter expert? Review the two definitions below. Think about the type of work you do now…which term best describes you in your current role?

generalist: one who has broad general knowledge and skills in several areas.
specialist: a person devoted to one particular branch of a subject or pursuit.

Some people are very passionate about having extreme task variety. They love to do a little bit of everything and get bored when focused on one thing. Others are very passionate about having a specific area of focus and being able to dedicate the majority of their time to learning and mastering that pursuit.

Now review the two definitions again. Think about the type of work you like to do…which term best describes you when you’re happiest and at your best?

If you answered the same way both times, then you’re likely on the right path. If the type of work you perform in your current role is not in alignment with how you work when you’re at your best, then it’s time to consider some changes. Analyze your current role to see if there are adjustments that can be made to position the role to better suit your style. Or, perhaps you need to consider if the solution is to find a more suitable position within the organization or elsewhere.

Begin by asking yourself some questions…

What does my ideal job role look like?
Where are the gaps between my current role and my ideal role?
How can I begin to close those gaps?
What obstacles to change am I likely to encounter?
Who can help me facilitate the changes that need to be made?

If you’ve discovered that you’re a specialist in a generalist’s role, or vice versa, preserve your sanity and increase your happiness by making the necessary changes. Navigating this type of journey can be a difficult, overwhelming adventure and you’ll need help.

Sounds like you could use a good coach.

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Why Is Your Tummy So Big? (4 Factors for a Powerful Question)

(Editor's Note: This is not the author's tummy.)

(Editor’s Note: This is not the author’s tummy.)

I’ve always battled with my weight. This last year has been especially tough as I’ve had to take a break from my other career (as a prolific goal scorer in adult recreational soccer leagues) due to nagging injuries that have turned into chronic injuries. I started playing almost 30 years ago and haven’t had any significant periods away from the game until now. The wear and tear has caught up with my knees and ankles.

When you’ve got chronic pain in your knees and ankles, getting regular aerobic exercise is a challenge. It hurts to walk, let alone to go for a jog or a run. Exercise for me has always been specific to the sport I’m playing. Take away the sport and I don’t get enough exercise. Take away the exercise and my clothes fit tighter than they should be.

I’ve been telling myself that I need to do something. Yeah, tomorrow I’ll do something. Of course, tomorrow soon turns into yesterday, then last week, then last month, and here I am still sitting in my recliner. So one night while I’m sitting there with my 5-year-old son, he turns to me and asks, “Dada, why is your tummy so big?”

As soon as the words left his lips, my wife chuckled and then got embarrassed for me. I initially had a similar reaction. Kids say the darndest things…often when you least expected or are prepared for them. During my pause to think about how to respond, I realized he’d asked an incredibly powerful question. For his purposes, I used it as a teaching moment and answered it with a simple statement about the importance of a healthy diet and exercise, and that I needed to get better at both.

The answer I gave him was good enough for him, but it wasn’t good enough for me. Like most Dads, I want to be a superhero in my son’s eyes. And, I don’t want my alter-ego to be “Flabby Man.” So his question got me off the recliner and moved me into action. I did some research on local gyms and will be signing up for one this week…let the journey begin.

Upon further reflection, here are four factors that made his question so powerful:

  1. The Person Delivering the Question. There’s built in credibility. He looks up to me and I don’t want to disappoint. Most importantly, there’s an established positive relationship.
  2. It Lacked Judgement. Consider the alternative that most of us are used to hearing…“have you lost weight?” Which is roughly the equivalent of saying, “you were fat and I can’t tell if you’re any less fat than you used to be.” The best questions are those that aren’t judgmental, accusatory, or have hidden agendas. I honestly don’t know if my son loves my big tummy or is disgusted by it, he just wanted to know why it is the way it is. But…
  3. It Caused Me To Think. I was pushed to examine the factors behind the issue in question. And…
  4. It Motivated Me Into Action. After voicing the factors that led to the issue, I was motivated to consider the solutions and to act on them.

Good coaching sometimes comes when you least expect it and from those you least expect it to come from. Out of the mouths of babes.

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Seriously, How Are You Doing?

“How are you doing?”

What a loaded and complicated question. Even though I hear it on a daily basis, and know it’s coming, it always catches me off guard.

It can be incredibly difficult to tell if the person posing the question really wants an honest answer. More often than not, they’re using it as a simple greeting. Like when you pass someone in the hall and, without skipping a stride, have this simple exchange:

“Hey, how are you doing?”

“Good, you?”

“Good, thanks.”

Continue reading

9 Questions to Prepare You for Coaching

You’ve made the decision to hire a coach…now what?

If you want to hit the ground running, you need to help your coach understand who you are and what you hope to accomplish. The following questions can assist you in being better prepared to begin your coaching journey. Share your answers with your coach so that your coach is able to adjust her approach to one that is best suited to your style and needs. Your answers to these questions will allow your coach to better help you in gaining further clarity on your goals and to help you achieve them faster.

  • What do you want from your coaching experience?
  • If you could achieve something spectacular out of the coaching what would it be?
  • What causes you to perform at your best?
  • What would you like to tell your coach about you and how you make changes?
  • How have people successfully given you feedback about potential blind spots?
  • What could get in the way of a successful coaching experience?
  • What advice do you have for your coach about how to interact with you to make the relationship powerful and productive?
  • How will you know that the coaching process is working for you?
  • What is the first step you could take that would make the greatest difference in your current situation?

Coaches, what questions would you add to this list?

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To Beat Defeat is Really Neat

The last couple of days I’ve been doing some redesign work on our department intranet site. Things were moving along pretty well until I encountered a problem. I knew what I wanted to do and felt confident I knew how to make it happen but, for whatever reason, it just wasn’t working.

I was puzzled and slightly frustrated since everything appeared to be done correctly. I had reviewed and analyzed all the little details of my work to see if I missed something. I couldn’t find anything. So I started experimenting with different settings that might have contributed to my problem. That didn’t work either. At this point, slight frustration turned into genuine frustration.

I picked the brain of my colleague in the office next door as he’s worked on a similar project. He couldn’t find anything out of place either and suggested I call our expert up in the I.T. department. But by this point, I was committed to figuring this one out. I refused to admit defeat!

After attempting every possible minor adjustment without success, I discarded ALL my work and decided to start over again from scratch. As far as I know, I did everything the same the second time around only this time, it worked! I threw my hands up in victory and danced around my office while laughing uncontrollably. (OK, so I may have exaggerated that a bit but I was obviously pretty pleased with myself.) Even though I can’t tell you exactly why it worked the second time but not the first, I did learn some new techniques and approaches throughout the problem-solving process.

The takeaway here is that there is a huge learning opportunity and an enormous level of satisfaction to be gained from solving a problem. And in order to solve a problem, you need to allow for the extra time involved. In this instance, I spent an extra two or three hours that I hadn’t originally planned for but the emotional return far outweighed the time investment. Had I escalated the issue to our I.T. department, the problem may have been solved a little quicker, though no guarantees, but I wouldn’t have the same emotional attachment to the outcome that I am currently experiencing. I’m still smiling!

What emotions do you experience when you solve a difficult problem? Do you learn best by doing? If not, what type of learner are you? And finally, leaders, are you allowing room for your people to problem solve?

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The Corporate Ladder: To Climb or Not To Climb

Last week I read a great post by Ted Coine over at the Switch And Shift blog that really resonated with me. The title of the post was, “You and Your People: Very Different Motivations.” In his post, Ted challenges the common leadership assumption that all employees want and need to continue their ascent up the corporate ladder.

“One of the worst problems we have is that we put ourselves in the shoes of others, rather than trying to understand what the world looks like to them from their shoes.”

In his post, Ted shares the story of a friend who is currently in an uncomfortable place of contentment in her current role. As she or anyone who has found themselves in this situation can attest, it is uncomfortable because you don’t want your being content to be misinterpreted as being unmotivated or disengaged. To avoid these dreaded labels, here are some tips to consider when explaining to your supervisor that, “All I really want is to do my job even better than I do now…”

  • Know Your Role, Grow Your Role. Understand and be able to explain how your role adds value to the organization. Additionally, continually look for ways to enhance and improve your role and be prepared to share those ideas.
  • Share How Your Vision and Values Align With Those of the Organization. Even if you’re not 100% totally aligned, sharing the commonalities can go a long ways toward helping your supervisor understand that you’re still on board with the program.
  • Request More Frequent Reviews/Check-Ins. Never say never…6 months or 6 years from now, you’re liable to change your mind and want to start climbing the ladder again. Whether that’s the case or not, requesting more frequent feedback helps demonstrate that you’re serious about continuing to excel in your current role, while also providing a forum to discuss future opportunities should they arise.
  • Help Them Get To Know You Better. Odds are your feelings of contentment are influenced heavily by what’s going on in your personal life. Allowing your supervisor to have some insight into that should help them understand why you feel the way you do.

Do you have any other tips? Have you ever had this conversation, either as employee or as manager? Share your thoughts in the comment section below.

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Who Is My Audience?

I recently saw a well-known company’s new ad campaign for the first time. And while I thought it was creative and well-executed, I couldn’t help but think that it likely wouldn’t resonate with 75% of their target audience. And while that in itself is a big problem, a bigger problem came to mind…not only would the campaign likely not resonate with that large and substantial majority of their audience, but it might actually offend or push some of them away altogether.

Obviously, I doubt pushing existing or potential clients away is that company’s intent. However, it reminds us of a very important question we all need to ask at times…
“who is my audience?”

Whether you’re an organization unleashing a new ad campaign or a leader trying to influence a call to action, it’s important to know and understand your audience. You might have the greatest idea in the world but if you aren’t able to pitch it in a way that appeals to your audience, then it becomes a wasted effort.

Leadership is about influence. And in order to influence, you must be able to connect with your audience. Once you’ve identified your audience, consider their demographic profile to make sure you’re connecting on a relatable level. Try to identify potential problems with your approach up front so that you can correct ahead of time. If you think your message could possibly alienate or offend a portion of your audience, stop and adjust.

The next time you find your leadership influence isn’t influencing, stop and ask yourself, “who is my audience?”

Can you think of a time where your message wasn’t effective, or you got into trouble, because you weren’t in tune with your audience?

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