blog Archives - Page 2 of 28 - Price Associates

How Are You Showing Up?

By Jalene Case

“Eighty percent of success is showing up.” You’ve no doubt heard this popular quote by Woody Allen. But I would add that how you show up matters. Your interactions with others, and even with yourself, can shift from ineffectively blah to purposefully engaged when you’re thoughtful about how you show up. It’s palpable to everyone in the room.

My first coach taught me this strategy for getting the results I wanted from meetings. In addition to setting a clear agenda, she suggested asking, “Who do I want to be?” Think of this as defining how you want to show up, the energy you want bring to the space, the character traits that you want others to see and feel from you. I’ve taught this to many clients over the years, and they’re always surprised by the impact of this seemingly simply preparation step.

Prepare Employees to Look to the Future

By Dr. Evans Baiya

Without imagination, innovation stalls in the present. Futuristic thinking is a critical skill for everyone—business owners, leaders, veteran team members, and new hires alike. Without it, teams can’t imagine what the organization will look like in five, 10, or 20 years. They can’t imagine their future customers, sources of revenue, competitors, or even what it will be like to work at the organization.

These questions take imagination, and without the skills to answer them, an organization’s strategy and ability to innovate are at risk. As a skill, futuristic thinking requires the ability to see the big picture, roleplay long-term plans, make accurate predictions of possible outcomes, and determine the direction to take to fulfill those outcomes. If an organization can’t think beyond the present, taking advantage of changing landscapes in the market becomes much harder.

Clarity in Communication

By Dr. Lisa Aldisert

Everyone is getting busier, which is great for business but perhaps more challenging in execution. This continues to be more complicated if you are working remotely or in a hybrid situation.

During the most intense periods of the pandemic, employees adapted and got the work done clumsily but effectively. What’s different now is the pace and higher levels of expectations. Business is returning to previous activity levels and leaders need to help their teams adjust to expectations.

So what’s a leader to do? These suggestions may seem obvious, but this is one of those times where it’s important to go back to basics.

You Don’t Have to Write All Your Goals

By Jalene Case

In my 20s, a dental hygienist said to me, “You don’t have to floss all your teeth.” I said, “Great!” Then she landed the one-two punch with, “You only have to floss the ones you want to keep.” Her trick worked. I’ve been a devout flosser ever since. The same is true for goals: You don’t have to write all your goals, only the ones you want to achieve.

Like flossing your teeth, you know setting goals is important to do on a regular basis; however, do you understand why writing them is crucial? Let’s learn from the experts.

The results of Harvard Business Study found that:

83% of respondents had no goals
14% of respondents had plans but didn’t write them down and still, they were 10 times more likely to succeed
3% of respondents had written down their goals and were 30 times more likely to succeed compared with those who had no goals

Can You Find the Right Fit for Your Team?

How to understand and evaluate people to ensure the future of your organization. Episode #67

By Ron Price

These days, hiring and keeping talent is a never-ending conversation. With rapidly changing workplace standards and expectations from employees, finding the right people—and keeping the right people, in the right positions—is crucial to an organization’s continued success post-pandemic.

The key to ensure your future? The ability to understand and evaluate your team.

The problem is, many leaders think they excel at evaluating others. Some even say they have a sixth sense or gut feeling for people and will decide whether somebody fits in at their company within 30 seconds of meeting them. One study that says people form first impressions in the first seven seconds.

Greatness Starts with Optimism

By Mindy Bortness

To me, being optimistic is all about energy. When I approach a new situation with optimism, I’m bringing a lighter, more open energy into the interaction. This intention then becomes the focus. Despite what energy exists prior, or any somber facts that lead up to a current difficult situation, the infusion of optimism is always an energy reset for forwarding momentum and results.

Bringing optimism to the table allows others to move past their pain. While pain exists in the workplace—through tenuous relationships, tricky in-person/virtual settings, the stress of workloads, and fear of failure, to name a few—my goal is to always help people push through. I don’t want individuals to spend too much time in their pain; instead, I want them to acknowledge it and learn from it for their better future.

Help Your Employees Unleash Creativity

By Dr. Evans Biaya

Creativity is the cornerstone of innovation. As a leader, you want to foster imaginative thinking in your employees. The good news is that everybody has imagination. It follows that everybody is capable of coming up with ideas. Whether bad, good, or great, employees bring ideas with them to work every day.

So, what’s the correlation between creativity and innovation? The truth is, you cannot have one without the other. While creativity is thinking up new things—what could be versus what is—innovation is doing new things to bring new value. The product of creativity is the generation of ideas, and ideas are what innovation is built on. Innovation is simply applied creativity.

Is the Client Really Always Right?

By Dr. Lisa Aldisert

The adage “the client is always right” does not carry the heft that it used to…but it still bears the same kind of angst when deciding how to handle delicate or difficult situations involving our employees.

I’ve had clients who are militantly defensive of their clients, even if it’s to the detriment of a solid performing employee. And there are others who passionately support their people to the irritation of a disgruntled client.

There is no “rule” on how to handle this. And because one size doesn’t fit all, it means that you need to consider the circumstances in each situation before taking action.

5 Steps to Build a Culture of Ideation

By Dr. Evans Baiya

You could be missing out on $1,237 per employee in untapped ideas.

No, really!

According to a 2019 study by IdeaScale, each employee has on average $1,237 worth in unused ideas. A separate study also showed that employees come to work with an average of 8 to 10 new ideas every day that could help their work.

This means that there are potentially hundreds of thousands of ideas in any given organization ready to be considered, tested, developed, and implemented—ideas that are all around you. The key is to have the structure and the resources at hand to be ready to tap into employee ideas.

Allow Your Wild & Wonderful Wants to Bloom

A Method to Uncover What You Want

By Jalene Case

What do you want? This question is simple on the surface but the answers to it can sculpt your life, define your goals, and bring a myriad of emotions from frustration to fulfillment. By declaring what you want, you’re also deciding what you don’t want, and drawing a blueprint from which to build your goals. Consider the definition of want: to feel a need or a desire for; wish for. When was the last time you thought about what you truly wanted, desired, wished for?

‹ Prev 123 4 5 Next ›Last »

How Are You Showing Up?

Prepare Employees to Look to the Future

Clarity in Communication

You Don’t Have to Write All Your Goals

Can You Find the Right Fit for Your Team?

Greatness Starts with Optimism

Help Your Employees Unleash Creativity

Is the Client Really Always Right?

5 Steps to Build a Culture of Ideation

Allow Your Wild & Wonderful Wants to Bloom

OUR THINKING

Categories