Why your current situation isn’t the problem

So you’re facing a bit of a business crisis. It might mean answering to shareholders, investment being put on hold, or even layoffs.

At a lower level, it may be that bonuses aren’t paid, promotions are passed over or individuals are held accountable.

It’s a problem, right?

Wrong.

How can the result be THE problem, when the result comes at the end?

Yes, the result may cause a problem and bring consequences, leading to a different set of decisions.

The real problem came earlier – and it was probably one of these:

The Unhelpful Mindset. Often driven by the size of the target, the quality or price position of the product or service or even how well your people feel supported by their manager, colleagues or other departments will reduce performance.
Reward Strategies. It could be the way you manage your people. Do they feel valued and appreciated? If there is a perception that others are valued more, then this ‘treatment’ will lead to a sense of unfairness and unhappiness and lower productivity – or worse.
Systems and Processes that make it hard for people to do their job can be immensely frustrating. Whether I am trying to win business, serve customers or support the internal teams I want to feel like I have the tools to do my job well. ‘Fighting the internal systems and processes is frustrating and reduces productivity. Worse still, you’ll lose your good people.
Measurement. When you measure the wrong things, you not only drive the wrong behaviours and limit your performance, you seriously p*** off your people. They don’t get it and you end up creating value destroying processes just to report on the wrong things.

Facing one of these issues is bad enough, but more than one and you’re in big trouble!

Ask yourself – to what extent …

… is your peoples’ mindset focused on ‘how to’?

… is the way you reward and acknowledge their contribution motivating them?

… are your systems and processes enablers for your people?

… do you measure the things that add the most significant value to your business?

Thinking Focus specialises in transforming business performance by unlocking potential in people. Why not give us a call to discuss your current situation and how we can help? You can also tune in to our podcast series – ‘The Question is…’ available now on iTunes.

Posted On October 29, 2017 By Ricky Muddimer In Continuous Improvement, Culture, Leadership, Productivity, Sales Mindset /

What is the value of a growth mindset to business?

Having the right mindset is often talked about in companies, but how can a mindset make a difference to results.

Paul and Ricky discuss how a growth mindset can help deliver better results, allowing individuals and teams to grow and learn from their failures as well as their successes.

The idea of mindset comes from the psychologist, Carol Dweck, following extensive research on achievement and success. In the podcast, Paul and Ricky explore how people often approach the world with one or two different mindsets. A growth mindset allows you to see the world as abundant and to have the ability to grow and learn from situations. In a fixed mindset, people will tend to have a more emotional reaction and look at the world in a very specific way.

In business scenarios, Paul and Ricky discuss how it can be very useful to promote a growth mindset. In the 21^st century, modern economy things are changing all the time so can we really afford to have a fixed mindset? They go onto consider the benefits of a growth mindset. Fundamentally, it allows us the ability to learn from failure as a group, individual or organisation. People with a fixed mindset may use up a lot of time, energy and resource when they could be moving forward.

It’s possible for many of us to have a combination of the two but how do you achieve a growth mindset in an organisation? Paul and Ricky examine how leaders have an important part to play, for example, in the way questions are asked. If a mistake occurs, the first question many people might ask is why it happened? This will need to be considered, of course, but someone with a growth mindset will ask what can we learn and take away for the future?

Paul and Ricky conclude their discussion by looking at how a growth mindset in the world of business can help deliver better overall results because it allows forward thinking to thrive.

The Thinking Focus: The Question Is podcast series is available to download on ITunes.

Posted On October 18, 2017 By Paul Hutchinson In Leadership, Podcasts, Sales Mindset, The question is /

How can you motivate your team more effectively?

Ever wondered if there was anything you could do to motivate your team to achieve the goals and tasks that they have been set?

Ricky and Paul ponder this by exploring how relevance and purpose can be used to engage and motivate.

Ownership is key when it comes to approaching tasks or goals with energy, enthusiasm and passion. In the podcast, Ricky and Paul discuss the importance of giving a team clarity about what they are working on and outlining the purpose. Sometimes, leaders can too easily become caught in the detail of what needs doing but the focus needs to be on the vision and getting people to buy into that vision.

They explore how the issue of relevance is key to motivating a team. It’s important to make sure everyone knows how they fit into the bigger picture. How is it relevant to them and the wider organisation? Ricky and Paul consider how at work some people can be on auto pilot: they do what is asked of them very well but don’t see the connection to the bigger picture.

By giving people a level of autonomy, we can give them the freedom to express themselves and go after goals in their own way. They can deliver them in the way that feels most appropriate and bring a different perspective into the equation. Ricky and Paul refer to the book Drive by Dan Pink which looks at this issue in more detail.

The pair conclude their discussion by breaking the process of motivating a team more effectively into five steps: clarity, purpose, involvement, autonomy and ownership. We are likely to see real benefits and value if we can get people to own the task or goal. This will be apparent in the way they apply themselves and have a knock-on effect when it comes to the wider aspirations of the organisation.

The Thinking Focus: The Question Is podcast series is available to download on ITunes.

Posted On October 4, 2017 By Ricky Muddimer In Continuous Improvement, Leadership, Podcasts, Productivity, The question is /

How does visualisation help goal defining?

Is visualisation an effective goal defining technique, or is it just day dreaming.

If you have big goals or aspirations, visualisation can be a very effective technique. Rob discusses with Ricky how you can use your imagination to define your future.

None of us know what the future holds but visualisation can be a helpful way of gaining clarity and harnessing our imaginations. Rob and Ricky begin by exploring how some goals are clinical and straightforward, set targets for example. But bigger goals focused on the future require a different approach and this is where visualisation comes into play.

They explore the issue of retirement as another example. Many people can talk very precisely about their retirement even though it may be as far off as 15 years away. To have such clarity, they must have thought about the matter a lot and be very motivated about what retirement is going to bring them. Essentially, they have achieved a level of clarity through visualisation.

Rob and Ricky go onto explore how visualisation has a couple of elements: the first is clarity and the second is focusing on what we want to achieve. By using our imaginations to build a picture of the future, we can define our goals.

Senior Managers will often spend a lot of time thinking about the future. Rob and Ricky explore how they can bring that visualisation to life, enhance their passion and energy, to take the rest of the team on the journey.

Visualisation helps us to turn off rational or scientific thoughts and tap into our imagination enabling us to work towards something we really want to achieve at a future point. To all sense and purposes, it’s about sketching a picture and then giving others the opportunity to add colour and fill in the gaps.

Posted On July 26, 2017 By webadmin In Continuous Improvement, Leadership, Podcasts, The question is /

How can you get your team to contribute more ideas?

Ever asked one of your team, what do you think we should do?

Did you even get an answer?

Getting people to contribute ideas sometimes can feel like pulling teeth, but it does not need to.

Rob explains to Paul how, with a few simple steps, you can help everyone channel their creativity and expand the range of ideas available to you.

It can sometimes a feel a bit like pulling teeth when it comes to getting people to come up with ideas. In the podcast, Rob and Paul explore a few simple steps that can make the whole process run more smoothly.

At the outset, we need to be clear of the benefits when engaging a team to generate ideas. In the podcast, Rob and Paul discuss how it’s a two-sided equation. As team leader, we must be willing to let go and let others come up with their own ideas in the knowledge those ideas will subsequently be valued and considered. In turn, the benefits to the organisation are you can harness the collective thinking power of the group rather than just relying on one source.

Rob explains a lot of creativity comes from a combination of different ideas. It’s important to break the process into two parts. Some people are very good, for example, at coming up with lots of ideas whilst others are talented at evaluating those ideas. There needs to be a clear topic and a clear rationale: we then need to apply techniques to generate ideas and establish afterwards how these will be taken forward.

The pair conclude their discussion by focusing on a strategy known as the 20-idea method. It’s a simplistic but powerful way to solve challenges and get the creative juices flowing. It involves setting out a clear topic which is usually posed as a question. Everyone then individually writes down their ideas. Not only does this method generate a volume of ideas, we can achieve a wider scope of ideas. It allows us to compare, contrast and add to ideas with the further benefit of ensuring the whole group is involved.

The Thinking Focus: The Question Is podcast series is available to download on ITunes.

Posted On June 28, 2017 By Paul Hutchinson In Leadership, Podcasts, Productivity, The question is /

Why we dread difficult conversations

The ‘difficult conversation’ is something that, as managers, we all have to face up to at times in our careers. Whether it is having to tell someone that their performance is not up to scratch, having to share changes to the structure, process or work environment or let someone go, it can be a daunting prospect whatever your level of experience.

Why do we find it daunting? The answer lies in how you talk to yourself.

Your self-talk is the voices in your head; we all have them. You ask questions and say things about people, about the situation or yourself. These voices will either be helpful or unhelpful.

Is your self-talk working for you or against you?

We are great imagineers; we play out given situations in our mind. We search our memory banks looking for examples from the past; we look to the future playing out the conversation with the person.

You imagine their reaction. You can almost see them vividly kicking off, crying, shouting or arguing. You remember similar situations and how others may have behaved/reacted to this type of news. This imagined future will create emotions and will position our state of mind. Do we see this in a calm, rational way or how most of us see it: as difficult, challenging or potentially confrontational? Our imagination creates the story, the narrative of how we see the conversation going. It is this story that informs how we prepare. If we have imagined a difficult conversation, we are likely to go into it with a level of emotion, expectation and tension. Hardly the best preparation!

What can we do to prepare ourselves for these types of situations?

The great thing about your self-talk is that you can control it. You just need to programme it in the right way. If you find yourself in an unhelpful mindset, the simplest way to change that mindset is to ask yourself three questions:

1. What could you say that might be more helpful?

2. What memories could you recall that might be more helpful?

3. What future could you imagine that might be more helpful?

These questions are part of the Thinking Focus Self-Talk Model, a mental model designed to help you to find ‘ingredients’ to create a more helpful mindset. You can harness the helpful mindset to prepare yourself better for the conversation you need to have.

We believe that individuals, teams and business units underperform. Not because they want to, not because they intend to, but because they can’t get out of their own way.

This may not be down to them; it could be the culture or work environment. Our experiences shape our mindset and work habits, often causing people to get stuck.

Posted On June 1, 2017 By Ricky Muddimer In Culture, Leadership, Sales Mindset /

How does your leadership cocktail taste?

We’ve all met leaders who are driven. They have a particular mindset; one of constant improvement, of never wanting to stand still. They are relentless in their quest to deliver. They blend key ingredients to unlock that perfect flavour of performance.

When was the last time you tasted the ideal blend of leadership? How did it taste?

When it comes to inspiring team to perform, there are some key ingredients and some leaders are driven to find the perfect balance of flavours to inspire their team to achieve their goals.

So when you think back to the last time you saw strong leadership, ask yourself what key drivers informed that cocktail. Was it driven by the need to be more productive, maybe increase efficiency, be more innovative and creative? As leaders, we have to find the ideal mix of ingredients to get our teams to perform. What is your ideal ‘taste’? What is the blend you need to achieve your objectives?

The test of leadership is to get the ingredients right. To blend those ingredients in perfect measure and most importantly to maintain the right mix to ensure sustainable performance.

It is my view that leaders are responsible for blending three (not so secret) ingredients; to provide clarity and purpose for their organisation, to create an environment where their people can and (more importantly), want to perform, and finally, to equip their people with the capability to deliver. This seems to be a complex cocktail. Getting it right will have huge benefits. Get the right blend, and you instantly recognise it and the taste is amazing.

What happens when the flavours don’t work?

If the mix is slightly off, the imbalance leads to a plethora of issues. Amongst other things; disengagement, missed opportunities and worst of all a dissatisfied end customer. All of which have a cost and, like a dripping tap, will have dripped away before you even realise.

People are your greatest asset; they are key to your business achieving its strategic aims. Business invests heavily in kit, inventory and machinery, they protect it, service and maintain it. They look after it to best optimise it. Do you approach your people in the same way? Do you invest in them the way you do your systems and machinery? After all, they are the ones who can make or break a process, optimise a machine and delight your customers.

A major bank I worked with embarked on a development programme to get their ‘mix’ right. They involved the people and outlined the aims of the programme. They created an environment where their people could own a challenge of their choosing. They could approach it in any way they chose. Before they started, they equipped their people with tools to help them. The impact was huge.

The bank found that their people picked things that bothered them the most, they challenged assumptions and broke down cross-functional barriers. They reduced call wait times by two-thirds. They saw 30% reduction in calls into their contact centre by increasing the quality of customer communication and through challenging their processes they reduced operating costs by 25%. Their single biggest win was to challenge the perception that the IT team were too busy and together they fixed a long-standing technical issue that released capacity they valued at nearly £4m.

They achieved a perfect blend for them. People had clarity and were invited to take the challenge. They understood how they could make an impact and received development with the tools and an environment in which they could perform. And, perform they did, beyond the expectations of anyone!

My challenge to you as a leader is to ask yourself and your teams:

How clear are you about what you want and what is compelling about it that your people should come with you on your journey?
What environment do you have, is it conducive to delivering your strategy?
How effective are you at optimising the capability of your people, with tools, systems and process?
What impact would the perfect cocktail have on your business or team?

We believe that individuals, teams and business units underperform. Not because they want to, not because they intend to, but because they can’t get out of their own way.

This may not be down to them; it could be the culture or work environment. Our experiences shape our mindset and work habits, often causing people to get stuck.

We create mindsets that unlock productivity and realise potential.

Posted On May 25, 2017 By Ricky Muddimer In Leadership /

How can you motivate yourself?

Everyone has to get involved in things that they would rather not be doing. To get these things done we need to master the art of motivating ourselves.

Ricky and Rob explore, how can you motivate yourself?

We all know there are times at work when we need to get involved in projects or tasks that we would prefer not be have to do. In our podcast, Rob and Ricky discuss just how to make a connection and get motivated.

On a personal level, it’s likely most people will be more enthusiastic and therefore more likely to do a better job if they make a connection on some level. In the podcast, Ricky and Rob explore how sometimes the only motivation is that we have to do the task because it’s part of the job. How can we learn to attach importance and value to our work if this is the case so it becomes a personal and greater goal?

To be motivated, we need to see the bigger picture. Rob explains if we see things as having to do them, the motivational goal is only ever going to reach a certain level. To attach more importance, we need to see the job as a personal or community goal which will in turn increase motivation levels.

Ricky goes onto explore how if we can make a connection at a personal level, it will make a positive impact on productivity and the quality of our work. We will be able to put in more energy and vigour for the greater good of the organisation.

A useful checklist when getting motivated is asking the questions What, Why and Can I? This will give us focus to move forward with the job in hand. What is it we need to focus on? Why is important personally, to the team and organisation? Rob and Ricky wrap up their discussion on a positive note examining how we all need to believe that ‘we can’. This will instil a level of confidence in turn boosting our motivation.

The Thinking Focus: The Question Is podcast series is available to download on ITunes.

Posted On April 19, 2017 By webadmin In Culture, Leadership, Podcasts, Productivity, The question is /

Managers, how to get out of the way and improve your performance

Sshh! Mastering the art of getting out of your people’s way seems to be one of the best-kept secrets in business. I mean as managers it takes a leap of faith to allow your people the freedom to get on with it.

The truth is that treating your people with respect and trusting them to do the right thing will reap real rewards. Your performance will increase, significantly. Your engagement scores will rise, your attrition will fall, compliance will improve.

The way we are managed and led continually fails us, the need to report, to know what is going on, the fear of being caught out and exposed by colleagues drives manager behaviours to be more over bearing.

Dan Pink in his book, Drive, talks about the science behind motivation; where a role requires a more cognitive approach than traditional carrot and stick approach, the latter fails consistently.

Exploiting these three fundamental principles will reap tremendous benefits.

Autonomy

It is highly likely your people understand the direction of travel; it is even more likely that they know what the key issues are along the way, what they want is for you to get our of their way and let them get on with it.

Allow them to decide how they will get there and you will see a level of engagement, creativity and problem solving that will amaze you. We see this all the time in our workshops; our clients are continually blown away by their people, they willingly take on business challenges over and above their day job and come back with remarkable results.

Mastery

We like to get better at stuff, we enjoy taking on challenges and making a contribution, and we don’t always want rewarding for it! Counter-intuitive right? Not if you look at examples like Wikipedia, built on free contributions, developers give their time for free to improve open source software for the betterment of the user base. What if, your people could choose the skills they want to develop and focus that time on improving your business. Win-win? I think so.

Purpose

Your best people are attracted to more than just the money; they want to feel that their work has meaning. Your purpose, provided it is meaningful is fundamental to engaging your people, this is the north star, this is the guide for both autonomy and mastery. If I connect with the purpose and I am allowed to apply myself I will give more than just what you expect; I will excite you with my passion and energy. Why; because you treat me like I am a person and not a machine, just designed to shift a widget!

Getting out your people’s way makes sense commercially and scientifically, so why not give it a go.

Don’t take my word for it; Dan Pink says it far more eloquently than me in his book Drive and this short YouTube clip https://youtu.be/u6XAPnuFjJc

Posted On April 15, 2017 By Ricky Muddimer In Leadership, Productivity /