Rambling about Holidays, Business, Goals......

The holidays are an interesting time of the year. Interesting in that I'm always glad for them for many reasons, yet, they also bring about conflicting emotions.

Good emotions because of the time of year; not so good because business tends to slow down, it's harder to get appointments, and I'm rarely ready for business to slow down.

Many of us (you) keep ourselves busy with decorating, shopping, parties, etc etc etc. For years I've cleaned my office during this time of year, especially between Christmas and New years; my methodology has been to file what needs to be filed, throw the rest into a big draw and then file or throw away what is necessary later. Not really a good system.

My friend Blair at Prepare1 sent me a posting by Dan Miller recently where Dan focuses on the next year's goals in November. Wow.

So, for the past 2 weeks, I've been pondering and jotting what I want to accomplish in 2011 and then, taking my own advice and establishing not only what I want to accomplish (vision) but the goals and measurements.

Good stuff to ponder and get done during the holidays when I'm not spending time with family; better than filing the piles.

Blessings,

Danny

Seriously?

From guest blogger Steve Heston: www.SteveHeston.com

Broke a shoelace at the Milwaukee Airport at 7:30 AM today.

Went to the shoeshine guy to buy a replacement. "Can't sell shoelaces," said the SHOE shine guy. "They don't want us to compete with the gift shops."

Went to the gift shop. (Are shoelaces a good gift, and I just missed that?) "We don't sell shoelaces," the lady said.

So, I walked, slowly, to my flight to Minneapolis. Then, upon arriving at MSP, I walked, slowly, to the shoe shine guy. "Can't sell shoelaces," said the second SHOE shine guy of the day. "They don't want us to compete with the retail shops."

You guessed it. Five shops. No shoelaces.

You can't make this stuff up.

Steve
 
Steve is an executive at Axciom Corporation and a frequent guest blogger at In-the-Box Thinking.

Book: John Newton - "From Disgrace to Amazing Grace" by Johathan Aitken

What a remarkable man, life, and testimony. This is an incredible story of God's mercy and grace; rebelish as youngster and young adult, absent father he was trying to please, and slave-trader. Enslaved himself who came to know Christ after numerous near-death experiences.

Newton turned pastor with a strong bent to be ordained by England's mainline church and later strongly influenced Member of Parliament William Wilberforce. Wilberforce who was later responsible for the abolishment of slavery in England and set the stage for President Lincoln's plan for the United States.

Newton can be described as persistent and purposeful. He knew he was called by the Caller to his life, his marriage, and his vocation. That vocation wasn't just in a pulpit, but to a life dedicated to Christ and that is the way he lived.

Few men have changed history the way John Newton has done. Yet, he has managed to evade much of the publicity.

Jim Collins has appropriately said that the best leadership books are history and biographies; this book is must read for anyone interested in developing his or her leadership abilities.
 
This post originally appeared at In-the-Box: Read Well on May 06, 2008

MuRF 360 Evaluation

The MuRF 360 is a powerful professional development tool, that positively impacts an individual’s growth and career, and an organization’s success.

For managers, supervisors, and others in leadership positions, it can facilitate peak performance that generates improved productivity. The MuRF 360 quantifies a participant’s competencies, verifies the results from a variety of perspectives, and identifies ways to enhance skills.

The MuRF 360 Competency Feedback System is a multi-rater feedback process that provides managers and leaders with an opportunity to receive an evaluation of their job performance from the people around them – their boss, their peers, and the people whose work they supervise. From this feedback, managers can compare the opinions of others with their own perceptions, positively identify their strengths, and pinpoint the areas of their job performance that could be improved.

This assessment process is concerned with a manager’s job performance in nine skill clusters:

- Develops Others

- Develops Self

- Focus

- Job Requirements

- Leadership

- Mission and Vision

- Relationships

- Communication

- Adaptability


To learn morenabout how this tool can help you and/or your team, contact Danny Smith at 512-773-6528 or Danny@DannyLSmith.com.

Thankful for Thanksgiving

It seems a bit corny to talk and write about being thankful during Thanksgiving. I mean, that's what we're supposed to be doing this time of year, being thankful. Right? Oh well, here's part of what I'm thankful for....


I'm thankful for my family, including my third granddaughter. Her name is Autumn. I'm thankful my 93 year old grandmother's beautiful funeral last week; 8 children, 15 grandchildren, 18 great-grandchildren, and 3 great/great-grandchilddaughters (all 3 mine). I've been to only a few funerals but this pastor and his words about heaven were...well, heavenly.

I'm thankful for God, Jesus dying for the sins of those who believe in him and living forever in heaven with our heavenly Father and I'm thankful for the Holy Spirit.

I'm thankful lot's of other things and people; kids, Cathy, friends, work, freedom, so many vets who have and continue to put their life on the line, did I mention Cathy?, health, struggles, opportunities, UT not embarrassing itself with a loss this past Saturday, Texas A&M doing the state proud (sorry Jim), Lake Travis continuing the tradition, Ty Egbert showing such leadership as Hyde Park fought so hard in their loss this past Saturday, Nolan for making it through the season even though he got up and reviewed films after the last loss, Gary Seale and Blair Ball's counsel and encouragement, Kelley's recovery and his doctors and nurses, Randy's (brother) dedication (praying for Lisa's healing), Steve Heston's Daily DireXion, Cathy, some awesome sermons I've heard on podcasts, people like Monty Maulding, the recovery from the loss of much of the work I'd done on my new website (arg...but thankful!), Bubba (amazing how a good dog can bring a smile to your face), booksbooksbooksbooks, and music - I'm thankful for music, and Cathy - I'm thankful for a great wife. And daughter-in-laws like Amy, and son-in-laws like Curtis; thanks Curtis for being a great husband and dad! And IN-LAWS...I'm thankful for In-Laws that love my kids. Speaking of great husbands and son-in-laws...Thomas Vetters-you're it! And Bryan Anderson, what an amazing dad (husband too I assume. Michelle?).

Ok..better wind down; a couple of posts from the past two or three weeks; I'm thankful for running across these videos. One of them I originally saw 3 years ago and the other Dan Cathy showed earlier this month. I'm thankful for TJ Morelli and Mike Carroll for bringing Dan into the two meetings I was at where he showed the video. Those posts/vidoes are Trust and Every Life Has a Story. If you watch either, or both, I appreciate feedback and comments on what you "got" from them; you can either post a comment on the blog post or email me. Thanks.

Blessings and have thankful Thanksgiving!


Danny Smith

What Kind of Job Are You Looking For?

Looking for a job becomes even more difficult than it already is when we don't really know what we'd "like to do."

Have you ever had someone ask "what do you want to do?" And, not know how to respond? Most, 99%, of us have to admit we really don't know. Or, we know but we are afraid to admit it.

MuRF Workforce Readiness Tool will help you understand what your strengths are and how to reach your highest potential. By understanding how you match cognitively, behaviorally, as well as through career interests, you have the greatest chance at success in life. The Workforce Readiness Tool will take those three key areas and match them to what successful people look like, based on a comparison to jobs listed through the O-Net.

If you looking for a way to establish direction before college, get clear in college, establish a new life-path, or simply verify that you are in the right career type for you to be happy, this tools can and will help.

Three Areas That Must Match Up For Career Success…
  • Cognitive Match
  • Behavioral Match
  • Interest Match
RP2 is offering the this comprehensive tool at $199.00 and including the following -

Personal Coaching: Two 30 min phone sessions, normally $150.00
1 ABC Assessment, normally $95.00
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All for $199.00

This comprehensive tool is the key to unlocking the potential for your future. We would love to assist you in finding your path to success in the future. Call or email us today at 512-773-6528 or danny@DannyLSmith.com

How to Grow, Manage and Optimise Your Internet Empire by ViperChill

This is an abbreviated version of the article posted at ViperChill. Hmmm....I believe you'll notice a similiarities with other parts of life.

How to Grow, Manage and Optimise Your Internet Empire

Posted: 22 Nov 2010 05:57 AM PST

This is an article I’ve been waiting a long time for somebody else to write. Over the years, I’ve changed how I manage my online projects so drastically that I wished someone would come along and say, “Okay, Glen, this is how it’s done.” Sadly, that just never happened.

Instead of waiting around for some perfect solution – though there probably isn’t one – I decided to share with you all, the strategy which helps me to do what I do. Although my system is by no means perfect (and you should really just use the things you think will help you), it is the most effective I’ve found after years of running popular websites. Hopefully I can learn a thing or two from you all in the comments as well.

Day-to-Day Operations

This section is going to look at my advice for dealing with the day-to-day tasks of your online business. It’s so easy to get caught up the finer details and trying to be everywhere that you miss the bigger picture. Trust me when I say that I’ve found, from experience, the finer details should always be your last concern, and trying to be everywhere leaves you nowhere.

  • Don’t Work on Too Many Projects
  • Don’t Only Work on Sites Which Depend on You
  • Create a Space for Important Information
  • Quickly Identify the Best Use of Your Time
  • Limit Your Distractions
Finances

Although there’s a stigma against saying that you want to make as much money as you can, the goal with your internet empire should be to do exactly that. Of course; making as much money as you can in an ethical manner. It’s not worth making a lot of money from your audience in one shot if you’re going to dissuade them from making future purchases with you.


  • As Soon As You Make Money, Get Advice
  • Keep Your Strategy In Mind
  • If You Can Do Something Yourself, Do It
  • Track Your Expenses
  • Re-Invest as Much as You Can
  • Don’t Buy Anything You Don’t Need

  • Again, this is a cut and paste (abbreviated) version of the original. Good stuff about running any business.

    Blessings

    Natural Talent is Normally Stuffed....

    Marcus Buckingham, in his bestselling book, “First Break All The Rules”, tells us that it is a fundamental flaw the way businesses have been routinely managing their employees. The atypical business takes an employee's education into consideration during the interview, looks at the experience, and then expects results.

    Yet, as Buckingham points out, it is the rare employer that doesn't neglect the natural talents of its workforce.

    Natural talent is usually stuffed inside the employee and the longer the talent is not used, the more apt it is to not be noticed.

    Hence, a good SWOT analysis; determine your strength, weakness, opportunities and threats by completing a good assessment, survey or evaluation. These talents we have are many times hidden in our blind spots right along side un-used strengths and they're hidden by our weaknesses.

    If you'd like a free Assessment of Behavioral Characteristic, email me at danny@DannyLSmith.com; no charge, no obligation (limited offer expires 12/1/2010). You can read more about this and other assessments at http://www.dannylsmith.com/.


    Blessings

    Prepare to Number Your Days

    from guest blogger Blair Evan Ball @ Prepare1

    Prepare to Number Your Days

    by Blair Evan Ball on November 12, 2010


    Prepare to number your days. A few years ago while listening to one of the speakers at a seminar, I was taken back as to his approach with the remaining years of his life. While certain not a Gen Xer, his philosophy could have been compared to those with only a short time left here on earth. He had a large jar of marbles in his bathroom, and each week he would withdraw one marble. This was a constant reminder to him, that life has only so many years, make them count!

    In today’s fast paced world, it’s easy to get caught up in the moment and lose sight of our goals. One day melts into the next, and one day we wake up and wonder what happened to our plans and dreams. read more plus obtain a Free Report: "Quick Start Guide to Social Media Marketing" @ Prepare1 .

    Making the Business Case for Assessments - Concern #5

    The following is Concern #5 of an excerpt of Making the Business Case for Assessments by Ron Tepner and Dan Lezotte in Human Resource Executive Online.
    Concern: Does the assessment really work? I'm pretty good at reading people and generally know who I should and should not hire.


    Response: .....our hiring success prior to using assessments was less than stellar, although the success rate varied across our 2,300 stores. Too many new hires in the technician/mechanic position left within the first six months on the job, so we were always looking to bring in new technicians.


    We needed to show our field managers that more patience and care in the selection of technicians would pay off for them in the long run through lower turnover and greater productivity, leading to fewer open positions. To do this, we needed to demonstrate the value of assessments in a language they understood -- that is, the way assessments could help them grow their business.


    We believed that a clear demonstration of the value of assessments to business outcomes would allay most, if not all, of their concerns.

    To demonstrate the value of our assessments for the technician position, we conducted, with the help of our vendor-partner APT, a comprehensive validation study. For test developers, our approach would be referred to as a "predictive, criterion-related validation study."

    This study also provided our legal defensibility in the event our selection processes are challenged under Title VII....And, since we knew actual out-of-pocket costs associated with bringing a new hire on board (about $2,300 per hire), we were able to convert the differential turnover rates into a dollar amount. We conservatively estimated we could save $1.5 million in turnover costs by using the assessment and avoiding hiring those applicants in the bottom quartile.

    Ron Tepner, the vice president of human resources for Bridgestone Retail Operations, headquartered in Bloomingdale, Ill. Daniel Lezotte is Darien, Conn.-based APT's vice president for the Midwest Region.

    Making the Business Case for Assessments - Concern #4

    The following is Concern #4 of an excerpt of Making the Business Case for Assessments by Ron Tepner and Dan Lezotte in Human Resource Executive Online.


    Concern: The assessment will take control away from me in making hiring decisions. What if I really want to hire someone but the assessment says I can't?


    Response: As the positive impact of less turnover and higher productivity takes hold, the candidate pool will be populated with more qualified candidates from which to select. If the assessment results suggest a candidate is not a good fit, the manager will have several other qualified candidates from which to choose.

    (Note...remember that this is a tool that you choose how to use. You can hire whomever you'd like.)

    Making the Business Case for Assessments - Concern #3

    The following is Concern #3 of an excerpt of Making the Business Case for Assessments by Ron Tepner and Dan Lezotte in Human Resource Executive Online.


    Concern: Our applicants will not put up with an involved, time-consuming selection process -- they'll just go somewhere else
     
    Tepner and Lezotte's Response: One of the few advantages of a down economy is that more qualified applicants are available for open positions. While we should always be sure we are hiring the best person for the job and a person who has a high probability of success in the job, having a larger applicant pool provides us the luxury of being even more selective. In fact, we have found that many applicants (who are now employees) viewed our organization more favorably as a result of having gone through a rigorous selection process. We also believe that it honors our existing workforce to not just allow anyone into the camp and expect good folks to work with those who are not the best.

    Making the Business Case for Assessments - Concern #2

    The following is Concern #2 of an excerpt of Making the Business Case for Assessments by Ron Tepner and Dan Lezotte in Human Resource Executive Online.

    There is a shortage of available talent for our open positions and we can't let anyone "get away;" we don't have the luxury of being selective.

    Tepner and Lezotte's Response: The benefits of being selective outweigh the perceived lack of luxury. The new practice of requiring the assessment assures a larger population of more productive, longer-tenured employees who help create customer loyalty.

    Making the Business Case for Assessments - Concern #1

    The following is Concern #1 of an excerpt of Making the Business Case for Assessments by Ron Tepner and Dan Lezotte in Human Resource Executive Online.

    Concern #1: There is a shortage of available talent for our open positions and we can't let anyone "get away;" we don't have the luxury of being selective.


    Tepner and Lezeotte's Response: The benefits of being selective outweigh the perceived lack of luxury. The new practice of requiring the assessment assures a larger population of more productive, longer-tenured employees who help create customer loyalty.

    Making the Business Case for Assessments

    The following is an excerpt of Making the Business Case for Assessments by Ron Tepner and Dan Lezotte in Human Resource Executive Online.

    The authors argue that, especially in a poor economy, assessments will show a positive link to the bottom line. They relay several arguments they needed to overcome when rolling out and generating buy-in for their company's plan.

    It is particularly important to "make the case" for assessments in a down economy where we have the unusual luxury of more applicants than openings, and the opportunity to be very selective in our new hires.

    And, we can ill afford hiring mistakes, or failing to maximize our selection effectiveness, in an economy where productivity and customer service are critical to overcoming the economic challenges that have created a very fine line between success and failure.

    As a human resource function, it is our objective to provide our field managers with tools to help them grow their businesses. However, we must first overcome perceived and real obstacles by demonstrating the value of the tools we are offering before we can expect our field managers to fully buy-in.
     
    I'll post these additional parts of this article, along with the corresponding responses, over the next few days:
    • There is a shortage of available talent for our open positions and we can't let anyone "get away;" we don't have the luxury of being selective.
    • Our applicants will not put up with an involved, time-consuming selection process -- they'll just go somewhere else
    • It's too inconvenient and time-consuming to ask an applicant to drive to a district office or testing location to take an assessment. We need them to start right away.
    • The assessment will take control away from me in making hiring decisions. What if I really want to hire someone but the assessment says I can't?
    • Does the assessment really work? I'm pretty good at reading people and generally know who I should and should not hire.
    To that end.....

    Exit Interview can be a Farce

    The number one reason a resigning employee gives his/her manager or HR person for leaving is "money."

    Yet reality is that most employees are not recruited to leave their jobs. The employee typically decides to look for a new job and interviews for the change. More money is sometimes offered, but not always. Even when money was the reason, the decision to leave was made long before the money was discussed.

    Our Online Exit Interview allows an organization to uncover what lead to the employee wanting to leave in the first place, thereby enabling the company to make the necessary adjustments to keep key talent.

    To learn more about this important tool, contact Danny Smith at 512-773-6528 or danny@DannyLSmith.com.

    BHAGS to SDABS

    In their landmark Built to Last study on the successful habits of visionary companies, Jim Collins and Jerry Porras noted that corporate industry leaders made “bold commitments to ‘Big Hairy Audacious Goals’ (BHAGs).”

    FranklinCovey in a 2002 published paper stated "not only must lofty, compelling goals (BHAGs) be well articulated and coordinated, they must also be translated into Specific Daily Activities and Behaviors (SDABs) that reach to the individual employee's job function. When the CEO announces the BHAG to increase revenue growth trom 7% to 15% per year, employees want to know answers to the simple questions, How? and What Am I Supposed To DO?"

    Corporate Goals (BHAGs) must be converted into Employee Behaviors (SDABs) in order to achieve Performance Results.

    This goes for individuals also. I posted recently about being able to measure how well you accomplish your mission statement.

    Stating and publishing mission statements and setting goals is very important, but just as important is accoumplishing both.

    1. Write your mission statement; keep it short - verb, action, result

    2. Measure it

    3. Set your goals

    4. Measure it

    5. Develop the behavior

    6. Evaluate and Correct 1, 2, 3, 4, 5, and 6.

    Treat these things as a "circled list" and as Collins would tell you about those that had great companies; "keep going around and around the circle, ...faster and faster you go around, the faster you'll get better results."

    To that end.......

    Multi-Tasking...friend or foe?

    How many things are your doing? Right now? Are you a mult-tasker? Do you do it well? Are you sure?

    My neighbor, Tom, told me a few months ago about a client of his that was teaching its employees NOT to multi-task. He mentioned an article that notated evidence of mult-tasking causing short-term memory loss. I was doing something else, I don't remember what, and don't remember the name of the article.

    Emails, webcams, phone calls, texting, youtube training, open-door policies....we take it as a matter of doing business that interruptions are normal and a mandate for getting it all done. But, this fast-paced/multi-tasking culture, according to research (google for articles), is hampering our productivity.

    From Microsoft to Vanderbilt to Stanford and points between and beyond, the facts are proving that multi-tasking causes distractions, additonal time to get the same amount of tasks done, makes even simple tasks more difficult, and you to get worse at it the more you do it.

    Multi-tasking; Not a good part of your box.

    To that end...focus

    What Do You Say When You Talk To Yourself?

    "What To Say When You Talk To Yourself," by Shad Helmstetter, was the first book my wife Cathy ever saw me purchase. That was almost 25 years ago and what I say to myself is as important today as it was back then.

    What are you telling yourself? Be mindful and purposeful, because it matters greatly.

    I know that if you're having problems you keep thinking about problems.

    Please don't develop a "whatever will be will be" mindset, or attitude.

    Struggle through your problems; don't waste them.

    But think great thoughts.

    Blessings

    Plus...when we're in the right job, we're just happier people!

    Research has demonstrated that the level of job satisfaction an employee experiences is directly related to the quality of the job fit. It has also been proven that unexpected turnover is very often a function of job dissatisfaction. Our assessment tools are designed to maximize the capability of a company to accurately fit an individual to a job. These assessments are effective in accomplishing this task for three important reasons.

    1. they measure the level of satisfaction and the reason(s) for dissatisfaction throughout the entire organization.

    2. these tools enable you to dig further into the perceptions of individual leaders held by their circle of influence.

    3. the tools allow an organization to identify potential candidates who have the workplace qualities that have been proven to predict both success and satisfaction.

    Plus...when we're in the right job, we're just happier people!

    For more information about how these tools can help you and/or your organization, please contact Danny Smith @ 512-773-6528 or danny@DannyLSmith.com.

    Speed coaching: Advice that's good, quick -- and free - Related Stories - SmartBrief on Entrepreneurs

    Speed coaching: Advice that's good, quick -- and free - Related Stories - SmartBrief on Entrepreneurs

    Every Life Has a Story

    I've had the pleasure to hear Dan Cathy, President of Chick-fil-A, speak twice this week; once at a Business Missions gathering and then at our local mortgage bankers luncheon. Dan showed this video at both gatherings.

    After the luncheon, I had someone walk up to me and say "wow, I have some people in our office that sure need to watch that video, because they don't get the fact that we have real people we are dealing with."

    We should all recognize that everyone has a story and the results of that story, and how we deal with it, is what we bring to the table of life everyday. This comes through in how we influence others with our words; both spoken and in email.

    We are all sales people because we are all influencing.

    Mr. Cathy said many things that we really good, but one thing he said was simple, but profound. "How we treat people, even those we have minor contact with, might not change their circumstances. But it can help or hurt how they cope."





    Blessings

    Trust. What Does It Mean to Sales, to Conflict, to Followership?

    One of my "daylies" is to think about the recent past and what sticks out at me about meetings, appointments, conversations, etc, etc. I'll then right down those thoughts and compare to any notes; typically this takes 3-5 minutes and I move on. Ever so often, something causes me to pause and dig deeper.

    This morning was one of those ever so oftens. My thoughts kept running to sales, conflict, sales, following, sales, conflict...

    For whatever its worth, those thoughts led me to this video about trust. I first saw it almost 3 years ago when I was going through Covey's Speed of Trust train the trainer in DC. Let me know what you think.



    Blessings,

    Everyone Sells...Unlock the Salesperson In YOU!!!

    Everyone sells. EVERYONE.

    The dad telling everyone how cute the new baby is...he's selling.

    The applicant in an interview....she's selling.

    The daughter begging dad to drive his car...selling.

    Did you tell someone about a movie and say "you've got to go see..".....selling.

    How good of a sales person are you?

    The young man walking his date up to her door for a goodbye kiss....selling. The lady shopping and asking for a discount, for whatever reason...she's selling.

    How many times did you ask for something today? You were selling everytime. Did you talk about a candidate and why you like one over another? You were selling.

    Call it what you want, you were trying to get someone to do what you wanted. I t  i s  c a l l e d  S.E.L.L.I.N.G....period-the-end...selling.

    Do you work with others in an office, or talk to customers about ANYTHING? selling.

    Do you want to improve your sales ability? If so, we can help. Call or email us about the SMARTS profle report. SMARTS is short for Sales Marketing and Representative Traits Survey.

    Danny Smith
    512-773-6528

    No Matter How Dorfed Up Things Are....Vote

    “The best argument against democracy is a five minute conversation with the average voter.”

    “It has been said that democracy is the worst form of government except all the others that have been tried.”
    - Winston Churchill


    Thanks for this post from Guest Blogger Steve Heston, VP at Acxiom Corporation

    No matter how dorfed up things are, and no matter whom you blame for how dorfed up things are…democracy is still the best thing going.

    Today, people will head out to the polls, hopefully, in record numbers. By exercising their obligation to vote, they’ll make their wishes known. Once it’s all over, some people will get to go represent us, and some people will lose their right to do so. Some of the new people won’t be as good as we pray they will be, and some of the old people will prove to not be as awful as we thought they were. Some of the new people will prove to be as good or better than we hope, and some of the old people will prove to be every bit as bad as(or worse than) we thought they were. It’s sort of a crap shoot, isn’t it?

    Still, we get to vote. We get to vote without fear of someone killing us because we voted, and without fear of someone killing us for simply trying to vote. We get to vote. There are other places besides the polls we get to vote. We get to vote at home. We get to vote at church or by deciding where we spend our money. We get to vote at work. We get to vote multiple times each day, and when we do, we inform, influence and, to some degree, dictate what happens next.

    Voting is our means of exercising choice. Our choices create our tomorrows. And we do get to choose.

    We don’t get to choose everything, just like we don’t get to choose what the people we vote in to office today will actually do tomorrow, but as Winston said, while it ain’t perfect, it’s still pretty good. The same is true of our worst days, compared to the majority of the world. While they ain’t perfect, they’re still pretty good. Our worst days are better than some people’s best days. And a lot of that is because we get to vote.

    Since we get to vote, today is more than pretty good, and it’s a pretty good day to make something incredible happen…

    Thanks for this post from Guest Blogger Steve Heston, VP at Acxiom Corporation

    Moving Forward: Where Are You?

    In any environment there are plenty of people who don't like their job. Yet it is especially interesting in times such as we have today where so many are unemployed. Two years ago when unemployment started rising it was the lower wage earners being laid off, then that trickled, or flooded in some cases, all the way to the upper wage and white collar executives.

    And we still have people with jobs who don't like their jobs; attorney's, clerical, nurses, business owners, underwriters, sales people, accountants, pastors, doctors, and the list goes on.

    Many of us have based our careers on competence; we have, or can gain, the talent, aptitude, skill and knowledge to do the job. Thus, that is what we will do. Wrap that up with family, house, debt and expectations and we can have a bundled mess.

    I've repeated many times the phrase you'll be in the same place five years from now as you are now except for what you listen to, watch, who you associate with and what you read. And, as important as that is, trusting and knowing who you are, and who others believe you to be is more important.

    Brad McCoy, Colt's dad, says "prepare the children for the path, not the path for the children."

    Knowing your behavioral characteristics, seeing them written in a report generated from what seemed to be a silly group of questions, is eye opening.

    Our ABC Assessment -
    • identifies a person's primary behavioral tendencies when working with others
    • identifies the way in which a person will respond to stress, conflict, leadership, and followership
    • provides a tool for how to better manage one's behaviors for the benefit of the individual and the team.
    If RP2 Development can help you or your organization, call or email us at 512-773-6528 / danny@DannyLSmith.com.

    To that end, search the matter out and know yourself; reveal your blind spots and learn your true self.