What Steps are You Taking to be More Than Green(TM)?

October is Power Smart month.  Although this program is promoted by BC Hydro (the provincial utility company) it is a program I believe is important.  It is a reminder that each of us – as individuals, businesses and industries should be taking stock of how we use power in our everyday life.

More Than Green™

A key component of Ignite Leadership International is our More Than Green ™ approach to business.   This program is integrated into everything we do – individually, as a team, as a business and as members of our community. [Read more…]

That’s Impossible

Good Advice

by Elsa (6yrs old) copyright 2012 Ignite Leadership International

 Sometimes We Just Have to Have Fun!

 

 

 

 


Bad Decision or On-Track?

Today I have heard a lot of discussion on the radio surrounding the Hockey Hall of Fame announcements and the induction of  Pavel Bure – a former Vancouver Canuck.   Pavel Bure was recruited by the Vancouver Canucks just prior to his defection from the Soviet Union in the early 1990’s.  Pavel was known as “The Russian Rocket” and demonstrated his phenomenal skill while wearing the Canucks uniform. (sidebar:  I was thrilled to have watched him live on several occasions).

Pavel wasn’t a typical Canuck in that he wasn’t a major contributor to the community.  In my opinion, the Vancouver Canucks have set a high expectation on their team, and management, and their participation in community and charity efforts.  This can be quite different than other teams who have a lower bar in place.  Add to that, Pavel’s rocky departure from the Canucks.  Two years ago, Vancouver retired the jerseys of three key players in Canucks history and added others to a newly created Ring of Honour.  Pavel was not chosen for either.

At the time, I remember writing a blog post on how honourees were chosen.  Hockey skill,  leadership, community (social) and team contributions were all key factors.  Each of the players chosen unquestionably met each of these criteria.  Roll ahead to today.  Pavel Bure was inducted into the Hockey Hall of Fame.  He was arguably one of the best goal scorers of all time, so from that perspective a good inductee choice.  Sportscasters spent the day questioning why Bure hadn’t had his jersey retired or been added to the Ring of Honour.

How does this hockey story apply to you as a business person?
If you have established criteria for a particular role or recognition award that reflects your values, do you ignore some of those values and only focus on one component of the criteria to recognize an employee or co-worker?
I contend that an organization is only truly successful when their values are integrated into every aspect of their business activities.  These values are not just words on a wall, but living and breathing components of every action embraced and demonstrated by all levels of the organization.

I have been working with a client of mine on a project where the work we were doing had to truly integrate the four key values of the organization.  This made our work so interesting and provided a great “bar” to measure our work against.  It added life to what otherwise may not be “alive”.  Over the past year while I have been working on changes within my own business I have become very clear on my own values and they have become strong determinants in deciding what work to take on, who I work with, what I do and what I wish to project to others.

Are you really clear on your own personal values?  Do you know the values of your business (or those of your employer’s business)?  Are these values integrated into every component of the organizations activities, culture and decisions?  If no, why not?

Next Steps
1.  Become very clear on what your personal values are?  Evaluate how these values fit with your employer or business values.
2.  Identify ways to integrate the values of your business/organization into decision making, actions and the overall culture.
3.  Take steps to recognize when values, decisions and actions are all in alignment!  How does that look/feel and what does it mean to you and your team?

So, should Pavel Bure have his jersey retired?  I don’t think so because he didn’t embrace all of the components so important to and reflected in Canucks who embraced their values and culture.

Will Change Hurt or Help?

In my work, I am always dealing with change.  It may be helping clients to implement new systems, facing behaviours that are not working for them, creating new products/services, starting a new business or switching jobs (or careers).  No matter how we look at it, change is a constant.  There are many commonalities in how business owners, leaders, organizations and industries are dealing with this reality but there are also many differences.  Some organizations are internalizing the changes (looking inward and identifying ways to restructure, identify efficiencies, and plan for the future), while other organizations are looking outward for support and ideas in addition to looking inward.  It doesn’t matter if the organization is large or small, there are examples of both approaches in each category. [Read more…]

Contrasts of Life

As I travelled from meeting to meeting today, I observed, heard and experienced so many situations that were such contrasts.  Here are some of the scenarios…

Scenario 1: A mother walking with her toddler down the road was dressed in a parka with the jacket closed and fur-lined hood was up and drawn tight.  On the opposite side of the street was a middle-aged man dressed in a Hawaiian style short-sleeved shirt, shorts and sandals walking his dogs. [Read more…]

Leadership – it’s challenges and opportunties

John Furlong recently spoke at the TEDx-SFU event in Vancouver.  I hope you will enjoy his talk and gain some leadership insights.

[Read more…]

Eyes Wide Open

For those of you who have been following my blog for the past month, you know that I have undertaken a huge change in my business and my branding.  This change started about one year ago and required a lot of dedicated focus and decision making along the way as I visualized, clarified, implemented, tweaked things at every stage.  Most importantly the process hasn’t ended!

The past month since I launched Ignite Leadership International has been an exciting one, making the hard work worthwhile.  What I have found that forcing myself to re-position my business and stay focused on a few major goals has allowed me to also see so many new opportunities that align with my vision, mission and values.   It has also allowed me to better communicate who I am, what I do and with whom.  This has attracted the right people into my life.   I have located joint venture partners, new clients, new business tools and programs to better support my clients and I am more content. [Read more…]

Changing Processes – how to get started

I enjoyed reading this blog entry by Jack Jacoby so thought I’d share it with you. Jack presents some good points for all size organizations. Others would only apply to large organizations but we can all learn from different approaches.

You know something is wrong with the process but you don’t know where to start. Here are some rudimentary steps that will get you going and some cautions and traps to avoid. [Read more…]

Tides of Change

Change is a constant.  There are many commonalities in how business owners, leaders, organizations and industries are dealing with this reality but there are also many differences.  Some organizations are internalizing the changes (looking inward and identifying ways to restructure, identify efficiencies, and plan for the future), while other organizations are looking outward for support and ideas in addition to looking inward.  It doesn’t matter if the organization is large or small, there are examples of both approaches in each category.

Some of the changes that are happening include:

  • hiring freezes resulting in existing employees to taking on more work.
  • reorganization of duties between employees.
  • lay-offs and closures, which impact the morale of the organization.
  • cut-backs or discontinued funding for projects or programmes.
  • revisiting the organizational vision and strategic objectives
  • shortening the horizon of the strategic plan (from the traditional 3-5 years into shorter term objectives)

What changes are you experiencing in your organization or industry?  What trends are you seeing?  Will these trends impact how you do business?  Is there a better approach — internal vs external?

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