Archive for the ‘Optimizing Personal Results’ Category

What You Didn’t Learn in ECON 101 CAN Hurt You

Thursday, September 23rd, 2010

What criteria do you use for decision-making? If the amount of resources (e.g., time, effort, money) is the sole criterion, you could be making the wrong choices. A concept from Economics 101 called “sunk costs” illustrates why you may need to re-consider your decision-making criteria.

The term sunk costs refers to resources you have expended that cannot be recovered or re-done. They are in the past and cannot be changed. Time is probably the best example of a sunk cost, as it cannot be recovered. Making a non-refundable payment on a product or paying for a service that’s been rendered are other examples.

The problem arises when people use sunk costs to justify or make decisions about current or future actions. The problem is magnified when the existing or proposed path does not serve them well. For example, when I was a professor, a student who found she disliked accounting after deciding to major in it stopped by my office to tell me how excited she was about the human resource courses she was taking. Given this discovery, it seemed logical that she would change majors, yet she decided not to do so. The rationale for her decision was that she already had taken most of her accounting classes, and she didn’t want that time and effort to go to “waste.” Sadly, by using sunk costs as her decision criterion, she continued to move ahead into a field she disliked rather than one she truly enjoyed.

Here are some other examples of poor decisions based on sunk costs. Do any of them resonate with you?

    - Continuing to move forward with a project that is no longer aligned with the organization’s goals because of the money spent on its development.

    - Retaining an employee who is performing poorly because of the investment made in his training.

    - Sitting through a play you find boring because you’ve paid for the ticket.

    - Deciding to keep your old car instead of buying another one because of the money previously spent on repairs.

In each of the above examples, relying on sunk costs to decide whether to stay the course or go in another direction results in negative outcomes. I suggest two alternatives to relying on sunk costs as a decision-making criterion:

1. Resolve to cut your losses. That is, forget what you’ve already invested, and make the decision based on other things (including costs) that you CAN control or change and that will result in a better outcome. For example, walking out of the play and using the time to do something that does appeal to you will result in a much more pleasant evening.

2. Replace the sunk costs criterion with this one: ask yourself whether the current or contemplated course of action will serve you or your organization well today and in the future. The answer to THAT question is a much more effective guide to action than using sunk costs. For example, retaining a poor performer doesn’t serve either the individual or the employer well.

For those of you who never took ECON 101 or who didn’t pay attention during that course (because really, who believed any of these concepts would turn out to be useful?), you might be interested to know that there are other concepts that are just as important in “real life” as that of sunk costs. For example, comparative advantage comes to mind – i.e., the notion that by doing only the things we are really good at and delegating everything else to others who are good at doing those things, everyone comes out ahead. What other lessons from ECON 101 have you found useful? Let us know!

© 2010 Pat Lynch. All rights reserved.

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What’s In a Name? More Than You Might Imagine!

Tuesday, August 31st, 2010

What’s in a name? You might be surprised! Most people’s names are an integral part of their identity. After life itself, a name is the first thing parents generally give their children. It may be the result of long and careful thought, or it may be chosen to honor someone they admire or to continue a family tradition. It simply may be that the parents chose a name they liked. The point is that people’s names represent who they are. Names are personal.

There are some situations in which people’s names are changed for them. Alternatively, they may choose to change them on their own. For example, people often take new or additional names as part of religious rites of passage. On a more worldly level, some people may be given nicknames, or they may select their own. Records indicate that decades ago, many immigrants’ names were changed when they were processed into the U.S. at Ellis Island. They accepted the forced new identities because the urge to seek a new life in America was stronger than the need to hold on to the name they were given in their home countries. Changing one’s name when one gets married may be traumatic for some yet a welcome opportunity for others. For instance, those whose names are tied closely to their sense of identity or for whom there is a strong family connection may be reluctant to leave those monikers behind. Yet others cannot wait to shed their names, which may be cumbersome, or reveal something that their “owners” wish to leave behind (e.g., notoriety or fame), or cause implicit assumptions (e.g., ethnic identify).

For these reasons and others, names often are personal. So when others misspell or mispronounce people’s names, it shouldn’t be a surprise that they take such errors personally. If these “mistakes” are intentional, they might be interpreted as a sign of disrespect. If unintentional, they may signal lack of attention to detail, or indifference toward the individual. Because writers’ and speakers’ intentions generally are not known, people often assume the worst and take the error as a sign of disrespect. As a result, the relationship goes downhill from there – or never gets off the ground.

Here are two questions for you: when others spell or say your name erroneously, do you correct the mistake or do you let it go? Whatever your choice, how does it work for you? If you let the error go, you may find that continued exposure to someone who continuously misspells or misstates your name is analogous to a pebble in your shoe: initially a minor annoyance you decide is not worth fixing, its continuous rubbing ends up causing a blister or other injury that affects the way you walk. Now your body is out of alignment. Isn’t it worth taking the time to remove the pebble in the first place?

In the workplace, what happens when you don’t know your employees’ or co-workers’ names? Or worse yet, what if you know them but don’t use them? People have reported feeling invisible or de-valued when others don’t have the courtesy or respect to call them by name and/or to use their names correctly. Think it doesn’t matter? I’ll never forget the words of an information technology director of a large healthcare organization who was seeking another job: “My office has been next to the CIO’s (Chief Information Officer’s) office for three years. He doesn’t even know my name.” Is it any wonder that his colleagues and employees were leaving in droves?

There’s a really simple preventive measure you can take to ensure your employees and colleagues feel respected and valued: learn and use their names correctly. The return on investment (ROI) on the time spent learning names is huge. Think back to the time when your career was just beginning. Was there a person in authority in the organization, perhaps an executive or the business owner, who knew you by name? Or going back even further, was there a time when a teacher or a professor called you by name without having to refer to the class roster? Do you remember your reaction? Perhaps the experience of someone else’s knowing and acknowledging you left you with an added sense of importance and/or a greater sense of visibility.

I encourage you to learn and use others’ names. Watch the change in those around you when you do. Make someone’s day. It’s an easy and effective way to acknowledge and validate people who otherwise might believe they are passing through life unnoticed. And you might just feel better yourself.

© 2010 Pat Lynch. All rights reserved.

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How to Sustain Behavioral Change in the Workplace

Thursday, July 29th, 2010

Given the dynamic environment in which we live, it should come as no surprise that some behaviors that worked in the past become ineffective over time. As a result, managers not only must persuade employees to adopt new behaviors, they also must ensure that workers sustain the desired changes over time. So what’s a manager to do? When asked to answer this question, I came up with over three dozen effective tools that help individuals sustain behavioral change! Here are five of them:

    1. Identify and focus on what’s in it (i.e., the behavioral change) for ME. The best motivator I know is enlightened self-interest. However, the key to success is focusing on individual interests, not on those of the team or the organization or the family.

    2. Create a very clear and compelling picture of the outcome, and explain how the desired behavior supports it. People who see the connection between behaviors and outcomes are much more willing to embrace the desired change and sustain it over time.

    3. Leaders must identify and demonstrate clearly the desired behavior. It’s not enough to say “Don’t do X.” You must go further and demonstrate (not just verbalize) the desired behavior, Y. People need a “picture” of the behavior you are requesting, something to replace the one that represents the current behavior. Otherwise they will revert quickly to what they know.

    4. Reinforce the desired behaviors. Make sure the infrastructure (e.g., performance management and reward systems) supports the desired behaviors.

    5. Celebrate successes along the way, not just final outcomes. This keeps the focus on the achievement of the desired behavior in the short-term as well as in the long-term.

The good news is that these tools work outside the workplace as well! To learn about three suggestions for how to sustain personal behavioral changes, I invite you to take a look at my article Promises, Promises: Three Ways to Achieve Lasting Behavioral Change in Your Personal Life. And let me know how YOU create and sustain lasting behavioral change!

© 2010 Pat Lynch. All rights reserved.

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How to Create a Personal Rewards/Recognition Program

Friday, June 25th, 2010

Do you reward yourself on a regular basis? If not, why not? If you do, give yourself a pat on the back – or whatever form of recognition works well for you! Paradoxically, perhaps, most people work best when they take the time to care for themselves. This includes rewarding or recognizing themselves on a regular basis. Yet to many people, self-care is a foreign concept. Recently I wrote an article that lists and describes six suggestions for developing a personal rewards/recognition program. Here are shorter versions of three of these ideas:

1. Identify the types of rewards and recognition that you value.

The first step in creating an effective reward/recognition system for yourself is being clear on what you want and need. This may require some outside-the-box thinking! Consider things that are meaningful to you and require little or no cost, such as taking a walk in nature, reading a good book, getting together with friends, or simply relaxing.

2. Experience the power of recognition.

Are you one of the many individuals who fail to give themselves credit for their achievements, or who refuse to accept recognition from others? If so, I have some advice for you: stop it! Instead, start listening carefully to what attributes or accomplishments others praise you for, and take ownership of the things they say. Allow yourself to acknowledge who you are and what you have done. Ask close friends or family members to identify some of your best characteristics or achievements, and reflect on the positive impact they have on others. Do not wait until you have finished a task or project to reward or recognize yourself; making progress is worthy of recognition as well. Incorporate meaningful forms of reward and recognition liberally into each day.

3. Connect rewards with performance that you can control or influence.

Few things are more de-motivating to people than being offered rewards for achieving outcomes over which they have little or no control. So why do they do it to themselves? Those who engage in this type of behavior are wreaking havoc on themselves and diminishing the quality of their lives. Instead, make sure that the personal goals you set for yourself are achievable. Break medium- or long-term goals into shorter pieces and celebrate your progress as you move along the path to completion.

For additional details about these ideas or to read about the remaining suggestions, I invite you to take a look at the article How to Optimize Your Personal Rewards/Recognition ROI. Then let me know your favorite way to recognize your achievements.

© 2010 Pat Lynch. All rights reserved.

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What Training for a Marathon Can Teach Us about Business

Friday, June 25th, 2010

As I announced on this blog last month, I am training with Team in Training to walk the Nike Women’s marathon to raise money for the Leukemia & Lymphoma Society. This will be my eighth marathon with Team in Training, so I’ve had a lot of time to think about the parallels between training for a marathon and optimizing business results. In fact, while I was training for my last marathon in 2008, I wrote an article that listed 11 business lessons. Since that time, I’ve come up with two more lessons that have a huge impact on organizational success:

1. The importance of having a compelling value proposition

Team in Training’s motto, or value proposition, is “Saving lives, one mile at a time.” Wow! From a fundraising perspective, this statement provides a compelling reason for people to donate, whether or not they have had personal experience with a blood-related cancer (e.g., leukemia, lymphoma, myeloma, Hodgkins’ lymphoma). Who wouldn’t want to support such a noble cause? From a participant’s perspective, this statement provides the inspiration to join the cause and the motivation to continue as the training miles increase, and it is the reason you dig deep down to find the internal strength you didn’t know you had to grind out 26.2 miles and cross the finish line. What actions does your organization’s value proposition inspire?

2. The impact of sharing results

Whether people are considering donating to the Leukemia & Lymphoma Society or signing up to train for a marathon, they want some assurance that their participation will make a difference. There are two ways that I help others understand the impact of their support. First, I share some compelling data. For example, thanks in large part to the Society’s research efforts, the survival rate of the most common form of childhood leukemia has skyrocketed from about 6% in the 1960s to over 90% today. Second, I put faces to these statistics by telling the stories of some of the people I have been honored to meet during my 16 seasons with Team in Training. Those stories relate how we celebrate the successes of those in remission, encourage and support those who are going through treatment, and renew our resolve to conquer the scourge of cancer to honor those who have lost their battles. What stories does your organization tell to demonstrate the value it provides?

If you would like to support my efforts to “Save lives, one mile at a time,” you may make a tax-free donation on my Team in Training web site. And watch for my progress throughout the season!

© 2010 Pat Lynch. All rights reserved.

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13 Life-changing Lessons for High School and College Graduates

Sunday, May 9th, 2010

Below are thirteen lessons that have transformed my life. The sources of these lessons represent a variety of wise people, some of whom I know personally and others only through their writing. As a former university professor, I offer them to graduating seniors as they set out on the next stage of their journey through life. Others are welcome to them as well!

1. Sometimes we have to let go of the good things in life to make room for the really great things.

2. Focus on your strengths, not on your weaknesses.

3. Face your fears; they never are as bad as you imagine they are.

4. We find the things we search for: whether we choose to look for the positive or the negative, we will find it.

5. Harnessing the power of the subconscious mind enables us to realize our dreams.

6. Life is much richer when we realize we live in a world of sufficiency.

7. Focus on the “what;” the “how” will take care of itself.

8. Who I am is good enough.

9. We’re looking for success, not perfection.

10. Allowing age to be a barrier to your dreams is a travesty. How old will you be in __ years anyway?

11. While we can’t always control every situation, we always get to choose how we experience it.

12. We are the only ones responsible for our feelings and our happiness

13. Use this criterion for decision-making: does [name the action or outcome] make your heart sing?

© 2010 Pat Lynch. All rights reserved.

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Only YOU Are in Control of the Quality of Your Life

Friday, April 30th, 2010

Have you ever been faced with a situation in which you are so fearful of something that it prevents you from enjoying life? Yesterday on a flight from New York to Long Beach, I sat next to someone who was very fearful about flying. The concept of a huge piece of metal filled with people and their belongings moving hundreds of miles an hour in the sky just didn’t seem natural to her. Throw in some turbulence, and she was a basket case. In talking with her about the basis for her fear, I learned it all came down to the fact that she had no control over the aircraft. As a result, she experienced flying as a nightmare.

The April edition of my newsletter, Alignment Solutions, contains a series of articles that may help people who find themselves in similar situations – i.e., those in which they believe they have no control over what is happening around them. Although it often is true that there are people and things in the environment over which we have no control, there is something we always retain: our ability to choose how we experience those situations. As a result, we have more control than we might imagine. In fact, making a few changes in our perspective enables us to recognize and focus on what we CAN control, thereby increasing our quality of life significantly. If you are interested in finding out how you can exercise your ability to transform your life experiences in a positive way, I invite you to take a look at these articles. And let me know what you think!

© 2010 Pat Lynch. All rights reserved.

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Removing Personal Barriers to Success

Friday, April 9th, 2010

What obstacles prevent you from being successful in your life? I have observed two related barriers that result in misalignment between people’s abilities and their desired outcomes; both are self-imposed. Could one or both of these be holding you back?

Obstacle #1 comes in the form of conscious or unconscious beliefs that limit our expectations about what we can or cannot do. In addition to the boundaries that others impose on us, we often create our own artificial barriers to pursuing our dreams. For example, when I was in my late 20s I convinced myself that I could never achieve my dream of going to law school because I would be 30 years old by the time I finished. My belief that 30 was much too old to be starting a new career caused me to discard this “impossible” goal.

Obstacle #2 occurs when we accept others’ untested assumptions about our abilities. For example, as a university professor I continuously met people of all ages who had no idea that they could succeed – however they defined success – simply because no one had ever set high expectations for them or told them they were capable of much more than they suspected.

The misalignment that results from these two obstacles blocks our path to success and results in high personal costs. By settling for less, we short-change ourselves and others. Here are two suggestions for removing these obstacles to personal success:

Suggestion #1: Identify one self-imposed barrier, something that is holding you back from achieving a desired outcome that seems beyond your reach, such as writing a poem, running or walking a marathon, or putting your needs ahead of your family’s needs. Test the limits of this boundary – e.g., write a poem for yourself, sign up to train for a marathon, skip a family gathering in favor of doing something for yourself. See what happens. I would be willing to bet that you find you are able to go a lot further than you had imagined – i.e., there is a lot more “stretch” to that boundary than you had thought!

Suggestion #2: Test others’ assumptions of your abilities. Give others the gift of seeing their abilities through your eyes. When you run across someone who appears to be held back by erroneous beliefs about his/her abilities, encourage that person to test those limits. Help others raise their expectations by challenging them to identify higher level outcomes than they had imagined possible. The reward is likely to be a richer, more joy-filled life.

What will you do today to ensure you are not standing in the way of your dreams?

© 2010 Pat Lynch. All rights reserved.

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Do You Recognize and Own Your Value?

Wednesday, March 31st, 2010

A number of years ago, one of my relatives who is a successful sales person decided to take a job with a different company in the same industry. When I called to congratulate him, he told me he was studying the catalog of his new employer, which didn’t surprise me. What did surprise me, however, was what he told me next. He confessed that he was afraid that his new boss would fire him when he found out that he didn’t know the new company’s products inside out.

At first I thought he was kidding, but quickly realized he was serious. Thus it was a revelation to him when I suggested that the reason he was hired was not because of his knowledge of the equipment he would be selling; rather, it was because he has a talent for being able to sell anything to anyone. I explained that it’s easy for employers to teach people about their products. What they cannot teach are talents, which are innate. In short, he had no idea of his true value.

How many times do we see people – ourselves included – who are unaware of the value they provide to others? Because our talents come naturally to us, we tend to overlook them because they come easily. I believe this is one reason why we fail to recognize their value to others. After all, didn’t we grow up hearing phrases like, “No pain, no gain?” Surely things that come easily can’t be worth much to anyone, right?

We couldn’t be more wrong! I challenge you to take a close look at your talents. Better yet, ask some of your close friends to tell you what talents they see in you, and how valuable they are to others. And then start owning that value, if you don’t already do so. I invite you to let us know what you discover!

© 2010 Pat Lynch. All rights reserved.

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Language: The Key to the Quality of Your Environment

Wednesday, March 31st, 2010

What if I told you that you could dramatically increase the quality of your environment simply by your choice of words? It’s true: our words shape our beliefs, which inform our behaviors. The words and phrases we use significantly influence the decisions we make and the actions we take.

To see how easy it is to change our behavior simply by changing the language we use, try this quick exercise. Think of an upcoming social engagement or event about which you feel ambivalent. Now jot down all the reasons why your going would be a really bad idea. Your list is likely to cause you to decline the invitation immediately! Before you do that though, write down all the reasons why you would love to attend. Without a doubt, that list will make you wonder why you ever considered skipping the event!

The way we talk to ourselves and others creates our reality. This means that we get to choose how we experience the situations with which we are faced. Do we want to go down a life-affirming path, or an energy-draining path? Our behavior will follow the images we envision based on the words we select and the questions we ask. Each of us has total control over our language, and thus how we experience our environments at any given time. In addition, we can influence the quality of others’ environments simply through how we frame our questions to them. That is, our questions will lead others to seek the answers in either positive or negative directions.

For example, consider a situation in which managers want to raise the organization’s customer service level from competitive to distinctive. Which set of questions below contains language that is likely to create a motivating learning environment that will encourage employees to hear the lesson and become part of the solution?

    - What complaints have you heard from our customers this week?
    - What did we do wrong in serving our customers this week?
    OR
    - What is the most inspiring compliment you heard our customers pay us this week?
    - In what ways did we delight our customers this week?

In this case, two different choices of language result in totally dissimilar answers, and thus in vastly divergent learning environments.

Here are examples of five common scenarios in which the language chosen prompts totally different responses:

    Dealing with an irate customer:
    “We can’t do that” vs. “Here’s what we can do”

    Persuading a decision-maker to adopt a program:
    “Here’s how much the program will cost” vs. “Here’s the return on our investment”

    Allocating scarce resources:
    “What services should we cut?” vs. “What value can we offer our customers?”

    Improving performance:
    “What are our weaknesses?” vs. “How can we leverage our strengths?”

    Optimizing business results:
    “What obstacles does this challenge create?” vs. “What opportunities does it present?”

What are some of the ways in which you have improved the quality of your environment by choosing your words carefully? Let us know!

© 2010 Pat Lynch. All rights reserved.

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