Are you a Manager or a Leader?

Leaders exist at every level of an organisation, whereas Managers are hierarchical pinnacles. By its nature, the role of a Manager is that of control, unless that manager is a Leader. There is nothing wrong with being a Manager as long as it is where you wish to be.

So which one am I (one might ask)? In order to better portray this, I'll use a real example, that I observed yesterday while shopping for clothes. I asked one of the 2 charming shop assistants why he seemed rather low-key. He told me this short story. 

He said that the other shop assistant who is his manager (Store Manager) hired him, some weeks ago, as he was recommended by her husband. He was doing very well from the outset, so the creative Store Manager moved against convention and decided to pool the Store Sales and effectively share her commission with him, while he ramped-up his sales. It created an amazing harmonious, effective, positive, pleasant and rewarding environment for both; a great place to work he added. That lasted about 3 weeks.

Then, the morning of my visit, the pair received a call from the Store Manager's supervisor who asked them to promptly stop that practise. "You are meant to be competing"........... 

The shop assistant is totally disincentivised and is now wondering if this organisation is aligned with his value systems or whether he will just be there and just collect the salary.

Hierarchically, the Supervisor was "enforcing" the organisational edict of how people participate in their internal commission scheme. The Store Manager was incentivising her staff.

The point is that as managers we often forget the purpose of the process, in this case the commission process. Obviously it is, to incentivise the team and individuals specifically, to achieve better organisational results. We seem to fail to realise that the best results are achieved through effective and happy teams rather than through dogma. As a manager this individual was using his position to enforce company policy. As a Leader, he failed, as this achieved the opposite outcome to the intent of the policy/process.

So the answer to the question "Am I a Leader or a Manager?", seems straight forward to me. Am I an enforcer that utilises my position to control outcomes, or am I unleashing that Leader quality within each individual in my team to achieve results that eclipse my industry competitors?

In our definition, Leaders are those that create Leaders and Leadership starts with one owning the responsibility of taking a Lead in their own life! Whether you know it or not, you are a Leader! Leaders exist in all walks of life. They are mothers, CEOs, volunteers, spiritualists, care-givers, receptionists, and the list goes on. However not all these role players are Leaders.

http://www.aldogrech.com

Who's Your Boss?

not relevant but interesting

As a leader, this is a key question to keep in mind.

It is my observation and opinion over the many years that I led businesses, that there are 2 types of businesses, those that focus on the customer and those that focus on the shareholder. Now many will argue that these are not mutually exclusive, and maybe so. However. I believe that in most cases that I have observed, this is a valid statement.i believe that there is only one Organisation that is effective and meets the test of time and that is the Organisation that focuses on the customer. I also happen to believe that the Organisation that focuses primarily on its customer is better serving its shareholders.

The focus on shareholders is usually a short-term view of an Organisation. It is usually a 3 monthly cycle of achieving certain results. Where, if results are not met, the Organisation is severely punished. In order to meet these short term results, so called leaders resort to anything including getting rid of core staff (often not the ones that are obviously bringing the results, but are the hidden jewels, alas), selling core assets and diverting the Organisation away from its true vision, merely to keep investors happy. I use the word merely quite purposefully. As I believe the shareholders are best served if these decisions are not made, if they want long-term "success".

I am not saying that recalcitrant employees should not be addressed appropriately. However, getting rid of employees, merely for short-term results achievement, is tantamount to throwing away the baby with the bath water! This is a different issue and the subject of a separate article.

Shareholders are best served if the Organisation stays focused on its customers; it's vision, even as times get tough and as shareholders want blood. Of course, one needs to stay relevant and the business of a leader is in fact to continually measure the Organisational one page business plan against market ensuring its validity. However, once validated and/or trimmed, a true leader stays focused on the customer and not the short-term blood thirst of the shareholders. Shareholders operate out of fear and a true leader knows this, and is able to stay on course while managing shareholders expectations.

However, back to the original hypothesis. As a leader there is a key choice to make; the customer, or the shareholder. And this is not about politics and rhetoric. It is about conviction.

Practically, what does this mean?

The customer-centric leader understands that the Organisational best asset is the employee. They do everything to ensure that everybody is on board and on purpose. They ensure that training is provided for all to stay on purpose and eliminates those that refuse to adopt the vision and are not on purpose. These are not necessarily recalcitrant employees. However, sometimes, there are valid differences of opinion and there is no place for an employee with opposing views of objectives. This is like letting a cancer grow. An on-purpose Organisation is unstoppable, profitable and has longevity built-in; it can whitstand down-times and maximize profits in good times, better serving its loyal shareholders.

I would not call CEOs and Managers of shareholder-centric organizations leaders. They might be brilliant in delivering great short-term dividends. However, the organizations they build are not sustainable long-term, have tragic customer satisfaction levels and have limited longevity. They are the heroes of investors but create organizations with low morale high staff turn-over and as a result unsustainable. In the long-term, this is bad news for loyal investors and create cronic down-turns as they do almost anything (as shown in the GFC) to ensure short-term results. They might be Managers, CEOs, great analysers, politicians; often charismatic, but not Leaders.

Unfortunately, these individuals are the yardstick for our youth and this is a sad indictment for our civilization that has placed money as a god above all gods.

Obviously, investors are by nature transient and they pick and choose, dropping perceived hot potatoes for the new short term money making opportunity. This is sometimes good for the investors hip-pocket, but always bad for business.

Apple is a great example of my views. Its share-value has been savaged even as it enjoys, unparalleled customer satisfaction, unparalleled profits, unparalleled growth of liquid assets unparalleled equity for a company of its size and has effectively created 5 new global product categories; simply because it has not met shareholder expectations! Absurd...

As a Leader, it is your choice. Choose wisely as true deep-in-the-heart conviction, alignment and happiness is worth much more than the short-term financial reward. And be clear that choosing the customer over the shareholder is a sure guarantee of investor return, almost and oxymoron!

CxO has proven alternative methodologies to turn your Organisation into a sustainable, long term, great entity. http://www.CxOconsulting.com.au. Aldo Grech is the managing Partner and Leader of CxO.

The Winning Curse

News is often full of fallen heroes; fallen to drugs, crime or bribery. Leadership is not the same as management or winning at all costs. Leadership is about being the best of who we are, leading by example and in the process creating other Leaders, not followers.

Hero worshiping is creating serious anomalies in our society and there is a need for our prime caregivers and education systems to re-frame and redefine how we are motivating our youth and what success means.

Ego is not the same as self-worth and self-respect. Ego is the opposite!

In my opinion Ego is the result of self-denial, where the value of oneself is so low, that from a young age we start comparing ourselves with others to create an avatar of ourselves that becomes our Ego; that we manipulate like a chameleon in every aspect of our life (friendships, relationships, work, play, etc) in order to cover-up that innate sense of worthlessness. This is exacerbated by the emphasis of our care-givers, from a very young age, where we are compared with others and where others (winners!) are established as yardsticks of success. Being individuals, we never match those others that we are compared with and that which we are taught to revere and thus starts the process of creating our fake avatar, the chameleon.

In this process, depression is a very likely path as we learn to suppress that who we are while we act in behaviors that make us appear to be successful, as defined by others. That suppression leads to depression.

And depression is not even the worst outcome. Performance enhancement drugs, bribery and crime often are outcomes that destroy our lives and those of those around us.

Our newspapers are currently full of devastating news like Pistorius, Lance Armstrong, extensive doping in Australian sports, and other fallen heroes/organisations.

The issue, is that instead of looking at this as an epidemic of our times, driven by our trained focus to "win at all costs", we look at these disasters as individual cases. Doing so, we continue making a bad situation worse.

The answer is simple but not so easy to deploy. It is simply about motivating our young to explore that which motivates them from the inside and for them to feel contented and loved for simply being who they are; rather than the unnatural pressure from day one to be better than the Jones's, to make more money, to drive better cars, wear set brands, etc...

And there is nothing wrong with aspiring to having the best that this world has on offer, and more. The difference is the motivation that gets us to achieve these, that needs to be internalized rather externalised; meaning, motivated from within rather than motivated by comparing ourselves with others.

Whether you are a mother, a school teacher, a manager or an orator, be a Leader and inspire others by motivating that beautiful energy that lies within them that will yield astounding results to themselves, your family and your organisation.

In our definition, Leaders are those that create Leaders and Leadership starts with one owning the responsibility of taking a Lead in their own life! Whether you know it or not, you are a Leader! Leaders exist in all walks of life. They are mothers, CEOs, volunteers, spiritualists, care-givers, receptionists, and the list goes on. However not all these role players are Leaders.

http://www.aldogrech.com

True Leaders Redefine Success

As a reader of my musings, you would know my definition of Leadership. Please refer to the bottom of this page to refresh yourself.

Consciously or subconsciously, most people will refer to success in terms of money, winning or corporate hierarchical achievement. In any case, it refers to making more or being more in reference to others.

I believe, this emanates from a human condition of less-than, of inadequacy, fear and shame that puts us on a never ending path of futility, chasing that which will not bring us true happiness. True success, I believe is being the best of who we can be in those areas of our passions and essence, when we are in our element. Somebody defined success as "wanting what I already have!"

When we use externals as measures for success, all we are doing is punishing ourselves be establishing success criteria that refer us to third-parties, a formula for unhappiness. If the measure of success is money, then if we do not have enough, we have failed, and how much is enough anyway. If the next promotion is the measure of our success, then, if a third party chooses not to promote us, we are placing the measure of success in the hands of another. If we define success as winning a race, then there are endless permutations that will give us, or not, the result we expect, and so, again, we place our success in the hands of others or third party conditions.

Now, I am not saying that there is anything wrong with money, winning or corporate achievement. However, if we link success (and happiness) to these outcomes, then we are handicapping ourselves.

Leadership comes from deep within us. It is the externalising of that gift that we were born to be. It is that childlike energy that does not fear or even understand the concept of being shamed or being ridiculed. It is based on self-respect and the respect of the opinion of others, and does not conclude that the opinion of others, if different to ours, makes us wrong... just different. Diversification is the essence and colorfulness of humankind.

It is also that confidence that allows us to accept 3rd party opinions of us and is able to dispassionately take from it that which serves us and discount the rest.

A true leader, motivates themselves and others by expecting the best of themselves and others and creates environments where mistakes are a positive element of progress. They do not pejoratively compare and understand that the richness of the differences are what makes their environment an enjoyable success.

In our definition, Leaders are those that create Leaders and Leadership starts with one owning the responsibility of taking a Lead in their own life! Whether you know it or not, you are a Leader! Leaders exist in all walks of life. They are mothers, CEOs, volunteers, spiritualists, care-givers, receptionists, and the list goes on. However not all these role players are Leaders.

http://www.aldogrech.com

An Intersection

Depression or Mid Life Crises are the intersection for Nature and Nurture! Enough said for now........

If You Are Not Enjoying It, Stop Doing It!

Statistics about unhappy employees vary significantly from 19% to 60% plus, as do the perceived reasons why. But even at 25%, independent of the reason, this is a significant number of people who spend most of their day engaged in stuff they do not enjoy.

As an example, according to Gallup Q12 survey, "26 percent of U.S. workers 18 or older are extremely satisfied with their work, 55 percent moderately satisfied, and 19 percent are dissatisfied by their work. That 19 percent represent 24.7 million U.S. workers who are not committed to their jobs, are working below their potential and don't plan to be with the company in a year. They also miss more days of work and report having high negative stress." [Dissatisfied workers: a multi-billion dollar industry. By John Burke, Bankrate.com]. That is, 74% not completely satisfied.

"It comes as no surprise to learn from a study published this week that, although Britons are twice as rich as they were in 1987, they are no happier," according to The Telegraph!

Happiness is a simple equation!

It is my observation that apparently, we spend a large portion of our day involved in activities that do not give us pleasure and at worst give us great displeasure, and in an effort to justify this we do even more of what we do not enjoy to earn more money. Examples include overtime and taking on even more responsible roles in environments that make us very unhappy.

Of course we need that extra money to buy more of those things that "promise" to make us happy. Bigger car, bigger house, more houses, more cars, travel, more gadgets we do not need, branded fashion items that tell the world that we have made it, etc. These are just a few examples.

So the equation is simple. We spend our life in a viscous cycle, doing those things we do not enjoy to generate enough money to then do those things that have that allure of happiness, as marketed in movies, songs and those pesky product ads.

The equation is simple mathematics that patently points-out a better way. It goes like this:

Place all the excesses in your life on one side of the equation. Come-on you know what they are, I mentioned some of them above. Be absolutely merciless about this and no, you cannot hide that extra iPad mini when you already have the 2 previous generation iPads sitting in that drawer, include them! Once you have ruthlessly included everything that is not absolutely necessary in your life, (including travel), then sum the yearly costs of these and deduct them from your collective salaries of your household. Take a lower paying role that makes you happy. (See "Your passion and purpose" section below).

Yes, you might think this a naive concept, but stay with me, read on...

Statistics track perceived realities, which are not necessarily real!

There is much new understanding about family-of-origin and related psychology. Leaders like Pia Mellody and Shirley Smith have done a lot of good work in this area, that I believe are branches of Carl Jung's work that also led to the Myers-Briggs Type Indicator (MBTI), a popular psychometric instrument. Jung considered individuation, the psychological process of integrating the opposites, including the conscious with the unconscious while still maintaining their relative autonomy, to be the central process of human development.

It is my view that statistics deal with the conscious. In statistics, people are asked for their views and on the basis of the results, conclusions are drawn. So, for example, if you ask an unhappy employee why they are unhappy, there is a high likelihood that the responses would include; not enough money, bad manager, company culture, etc... It is highly unlikely that they would respond, I am unhappy in this job and effectively most jobs in my career because I made a bad career choice, or because I am compromising myself for money. Probably you are thinking right now, what a whole lot of victim talk. Well maybe, but I beg to disagree.

Such is the brainwashing that goes-on from the early days of our lives, (effectively rail-roading a naturally perfect human being into an unhappy corporate creature), that in most cases, we unconsciously follow the beaten path and subconsciously hate most of our existence. Because it is subconscious, we are not aware of it and merely see the symptoms such as, depression, suicide, alcoholism, addiction, crime, etc. But even then, we make the person wrong, give them drugs or lock-them up and pretend all is OK. Again, this is all happening at a subconscious level and we are not aware of this pretense and our Ego (conscious self) feels OK about itself.

Your passion and purpose

But don't despair, there is a better way. Back to our simplistic and even naive equation above. For it is easy to postulate that there is a better way without recommending options/visions. Play along with me for a while, even humor me.

In my introduction, I suggested that in your equation, you should eliminate any non-essential expenses including travel, luxury cars, etc... Now here is the clincher.

It is simple but not easy!

The trick is to separate your passion from your Ego stroking. What I mean is in those things that you found so difficult to remove from that equation to bring your costs down, which are the ones that are truly your passion. How do you know? Those things that are truly your passion, give you that beautiful childlike warmth, you smile when you think of them. Your whole being lightens-up when you think about them. They are not about how others see you (Ego), they are about how you feel inside, independent whether others know about it. Once you have found that gem(s), engage yourself in them, whole-heartedly. It gets even more challenging,; you might get a sense of guilt (as if you do not deserve these little luxuries) and often, this sabotages our life and keeps us slave to our corporate-centric existence. But stick to it. Talk about it with those people who you know will support this part of you. Engage with people and associations that are aligned with your passion. Do it for more than 30 days in a row, independent of what "noise" comes-up to distract you. When you start doubting yourself, make a few calls to those that support you. Fake it till you make it.

For example, if Travel is your thing, do research as if you are going travelling. Start a Blog. Give free advise to friends. Join online travel sites that require feedback and write your thoughts.

Eventually, it will become your new normality. Before you know it, it might even become your new line of work. It might even mean you have to give-up your day job... Who knows. Have faith.

Is that what you really want for your kids, or is that your fear that you are imposing on your kids?

Reading this, parents will certainly feel a level of dismay, even anger that somebody would consider suggesting, in an article aimed at Leaders, that we should eliminate basic luxuries and consider earning less! "And how do I pay for my children's education" I hear you say in exasperation. "I have to give my kids the best education money can buy if they stand a chance in this cut-throat life we live in!" you might add. Well you might not say these exact words, but if you do or even if you feel this type of sentiment, consider the last statement in quotes. Is that what we are training our kids for? Is this really the best future we can hope for, for our kids, the next generation. Or is this extreme focus on "education" coming from our fears. Again, unfortunately this happens at a subconscious level. At a conscious level we are thinking that this is the best future we can plot for our kids, logically! We love our kids and want the best for them. Get in touch with that childlike voice inside you; the one that knows where your passion lies and ask that voice, what the real future you wish for your kids looks like. I am sure the answer will be something like, "I want my kids to have a happy, fulfilled life, full of everything they desire".

But then, immediately, fear comes-up, Ego takes over with statements like, "Grow-up, this is not real, this is just a romantic childish notion".

Childish is not the same as childlike. Childlike is our passion and purpose. Childish is the fear that requires to build that Ego that protects us in this big bad world. I just remind you that most of the Leaders we have come to admire are high-school drop-outs; Bill Gates, Steve Jobs, Richard Branson, etc... They just followed their childlike passion! Isn't that what you want for your kids, abundant happiness and financial abundance... And that might well be a corporate career or not! Either way, as long as thet innate passion and purpose is respected and encouraged, the objective is achieved.

Now let's get honest

OK, we all want to be seen to be successful, right? Wrong! This is the crux and the answer.

The need for external promotion of "I have a Mercedes (and I am not knocking car-lovers, it is my passion too), so I am successful," is actually a camouflage for insecurity and fear. Fear is at the base of Ego. The opposite of Ego is purpose and passion. When one is in their purpose and passion and as Sir Ken Robinson calls it, our Element, one does not need to externally promote how successful one is. One just is! In our Element, we are happy, content, complete and those around us see it, feel it and benefit from it. The alternative is what society seems to have chosen; to be a slave of the tax system and those banks that continue to rob your money away.

As a Leader, whether that is a Leader of an organisation or a mum, it is your responsibility to act now to bring real lasting happiness to yourself, your organisation or your family.

Your choice.

In our definition, Leaders are those that create Leaders and Leadership starts with one owning the responsibility of taking a Lead in their own life! Whether you know it or not, you are a Leader! Leaders exist in all walks of life. They are mothers, CEOs, volunteers, spiritualists, care-givers, receptionists, and the list goes on. However not all these role players are Leaders. http://www.aldogrech.com

Did Scalextric Predict How We Would Be Getting Around in the Future?

As a child one of my favorite toys was my ever growing Scalextric. I begged, borrowed and exchanged my other toys with others that would prefer them to their Scalextric tracks, so that my small oval doughnut shaped track became a snaking trail of tracks that weaved its way through most of the rooms in my house to my mum's chagrin and dismay!

Scalextric for those of you too young to remember them, were little electric slot cars that used a slot on a track so 2 kids could compete in a race to the death. My favorite car was a Porsche that I had tweaked with my secret formula of weight distribution and brushes to make it hug the track and go faster around corners!

So what (do you say), has this got to do with today's (future) methods of getting around.

Well, I am sure you have heard of the EV (Electric Vehicle). I am passionate about cars and very interested in EV's. I have followed the death and rebirth of the EV with much passion and interest. I believe it is the way of the future if we want to preserve our beautiful planet.

However, like you, I agree that there are 3 things that need to change to make an EV a true option:

• Accessible cost of purchase
• Green Electricity
• Range (the ability to cover similar kilometers for a charge as a fossil-fuelled car is able to do on a tank full).

The first 2 points are merely a matter of economies of scale and customer choice (many countries already have a choice for residents to purchase non-fossil fuelled electricity).

Range
In an EV, there is a motor that is propelled via batteries that then require charging, more-or-less every 120Kms. The absence of charging stations every 100 or so kilometers, makes it rather difficult.

Well, here is where Scalextric comes in. In Scalextric, the slot on the track achieves 2 things in one go. It helps guide the car on the track, which in the case of a car, the driver does and it also provides electricity to propel the motor that turns the wheels. And no, I am not proposing we cut a slot along all our roads. However, there are today very effective technologies readily available, prospected by Mr Nikola Tesla, way back around 1893, that provide a very effective solution. It is called "Wireless Power Transfer via Strongly Coupled Magnetic Resonances". To put it simply, in this scenario, roads would be built with an embedded technology that transfers electricity to the car through electromagnetism that in turn powers the motor that turns the wheels. Just like that, no wires, no plugs, just endless supply of green electricity; wherever there is a road surface. And no, there is no risk of electrocution!

And if you do not believe it can be done or that it is in the far distant future, just look at this; http://www.youtube.com/watch?v=3w8E34xvYis

So what is delaying the roll-out of such roads? Good question. The simple answer is the self interest of strong Petrochemical lobbyists!

The technology is here today. We all should be writing to our local politician, incessantly to invest in and support "Road based wireless EV charging".

Be a leader in your community and speak-up for Green Transport.

In our definition, Leaders are those that create Leaders and Leadership starts with one owning the responsibility of taking a Lead in their own life! Whether you know it or not, you are a Leader! Leaders exist in all walks of life. They are mothers, CEOs, volunteers, spiritualists, care-givers, receptionists, and the list goes on. However not all these role players are Leaders. aldogrech.com

Celebrate Mistakes

Leader definition according to Dictionary.com - a person or thing that leads; a guiding or directing head, as of an army, movement, or political group.

Leader definition according to Oxford Dictionary - the person who leads or commands a group, organization, or country; the person or team that is winning a sporting competition at a particular time; an organization or company that is the most advanced or successful in a particular area.

Today we redefine Leadership. Leadership is not exclusively related to the work environment. Leadership is about being in our element, operating from our essence. I have real life examples to make the point in a work environment that equally applies to all walks of life. The example is a real organisation in decline and in real trouble. In administration and having lost six hundred thousand dollars. I will later show you how Leadership utilising this new definition, has impacted this organisation.

We are all born natural leaders. But leadership is often educated out of us in our early days to conform to normality, through fear of mistakes.

We celebrate mistakes!

In this organisation the Staff to choose their CEO. I am that CEO. I, in turn nominated the customer as our CEO and delegated myself as his assistant. We instituted weekly meetings where the team was encouraged to bring their mistake to the table. If people did not, we assumed that they were not trying hard enough. Management is about control and as a result driven by fear of failure. Without risk, there is no growth and risk brings fear of mistakes. It is our responsibility as leaders to remove fear of mistakes as that's where the gold lies. Be-it at home or at the workplace, where there is fear of making mistakes, growth and creativity are greatly hampered. As a child, every fall was a step closer to our first step. The light bulb might never have been invented if it wasn't for thousands of mistakes.

"You mean I can do what I want, when I work for your company." Yes, this is your company. You turn-up when you want to and approach your role in the way that feels best for you. If the customer is satisfied, then so are we! "Really??? But when I expressed myself freely as a young child, I was told to grow-up and stop being silly!!!"

Such is the rigorous and pervasive normalisation training from our early days in in our culture generally, that fear, whilst undesirable, feels comfortable (the comfort of the known) where-as true freedom of expression is difficult and challenging. Happiness at home and at work relates more to the freedom of self-expression than it relates to how much we earn. Fear marginalises us. It makes us feel like frauds among peers. Operating from our essence, without fear of failure makes us Leaders. Leaders are creative and motivate others to operate from their core and their essence. They remove barriers of fear and shame. They motivate by respecting the individual for their individuality rather than rail-roading them into conformity of standards, hierarchy, roles and KPIs.

Mums can be Leaders. Artists can be leaders. Receptionists can be Leaders. Leaders are not hierarchically or financially motivated. Managers are! Yet, in my experience, the hardest thing is for people to trust that they are allowed to make mistakes and that they are allowed to "be themselves"! That's the real test. I was fortunate to work closely with Stan Shih (founder of Acer Computer). He believed that mistakes are the cost of education and losses applied to our training budget. Stan's company became the 3rd largest global PC manufacturer. When we set-out to be the best of who we are, doing what we believe not for financial or hierarchical advancement, as Steve Jobs showed, we end-up changing the world and receiving great financial reward.

So, operating from our Essence, is the best way to look after the board and the shareholders. We, met our customers and asked them many questions about us. We turned rhetoric and clichés into actions, marketed less, established customer-centric internal vision, eliminate non-profitable products, allowed the organisation to self realign behind the new vision, did not replace sales staff that left, removed the Sales Department, re-distributed the amount traditionally allocated to sales commissions into incentives for all. Most suppliers abandoned us. This had a significant impact on our Vision and had to choose a new, more profitable and sustainable direction. Gave 40% of company to staff and shared it equally between us.

We got the team to have more fun, flexible working hours, Foosball at office, Go carting & Karaoke nights, hours/days off without impacting leave entitlements, worked smarter not harder, Eliminate manual processes, open space environment and more. 14 staff spend less time at work, produced more than 29 did, revenues continued to slide! Profitability went up SIGNIFICANTLY, finishing 2011/12 with six hundred thousand dollar profit (a one point two million dollar turn-around) and on track to a record two point six million in 2012/13.

A new Definition

We need a new definition of humanity. One that is not based on historic structure that defines us by colour, sex, creed, geography, financial wealth, age and stature.

We are born naturally fluid with an ability to morph ourselves to an environment. Unfortunately the "normal" environment we have created is not natural at all and forces us onto a train track called age with milestones of what is expected as achievement at certain ages. So by age x we are meant to have started spelling and by age y we are meant to have started mathematical computations, at age z we get married, and so on.... Those that do not comply, are somehow cast aside as lesser human beings as defined by academic "progress" or cultural limitations. Those that do are mostly on a treadmill of further expectations of "success" as defined by a third party and are white-knuckling it through in case they fall off this path into the abyss of "non-peak performance". And this supposedly is progress!

Just writing that previous paragraph has made me feel stressed. Let alone living it!

This linear path of progression in our lives, is designed around the needs for banks to make money from interest and for governments to continue re-inventing new taxes that they mostly squander as proven in the last Global Financial Crises.

So, now that obviously money has no value as governments in cahoots with the reserve banks continue to print money to hand-over to those that quickly redirect it to their bank accounts and where in America, 20 individuals are worth more than half the population there, has the time come for the majority to redefine what human life is all about and what defines humanity?

Beware of "Talking" Managers

Beware of your managers that talk a lot about their strategies, strengths, team building concepts, etc.....

The old adage "the proof is in the pudding" is very apt here. Furthermore, usually managers that talk a lot about these "methods" are often found to be dropping slogans to big-note themselves (usually out of fear) and are a long way from understanding let alone adopting these methods - They require Leadership training.

As an example, I recently observed a manager that whenever involved in meetings (be-it one-on-one or in a group) talks at the rate of knots. She stresses that in her view it is all about listening to the team and operating on the basis of team feedback. However, at no stage did she really stop long enough to catch breath, let alone to create a real space where the team could contribute.

In a particular meeting, one of her team members, who was the only one still eager to rise above the barrage, and raise a point during question time was met with a "close" response! Something like, "I will collect everybody's feedback and take it to management'". Wow; his was feedback had she teased it out!

This is not to say that these managers will not meet the lowest required threshold to performance, embellished by their constant "qualifying" to management that all the negative outcomes are a result of externalities and that they are doing their best in "the given circumstances". Just that these managers end up with a team that is not truly empowered, losing the Leaders (as defined by CxO Consulting) amongst them and always struggling to get there, rather than allowing the team energy and capabilities to truly maximise opportunities and to grow into previously uncharted territories.

These type of managers are certainly not Leaders and will not create a Great Organisation complete with Leaders at every level.

It might be however that as the Leader of your organisation, you prefer this type of "driven" (as often, vocal is confused with driven) manager. Unfortunately, if this is you, then the prognosis is not good for your organisation. Your competition and their Leaders are operating in a different paradigm and will more likely than not, eclipse you.

Be a true Leader and ensure that your managers are Leaders too and that their Leadership shows-up in visible results, without the excessive "talking".

Listening is the domain of the wise, excessive words are the domain of the fearful.


Aldo Grech - CXO Consulting

Energy is Energy

Energy is neither positive nor negative, it is just energy.

Energy is a gift of our nature that passes through us in response to a given situation. As it passes through us it gets coloured as positive, negative or neutral on the basis of our Ego, our upbringing, our state of mind. Based on this judgement, we then respond in a given way, either reacting negatively, positively or, not at all. These moments, unless seized as opportunities, are squandered gifts.

True Leaders, perceptively understand that every time this energy within them is triggered for a given situation, it is a GREAT opportunity to grab the moment and respond with an approach that engenders empowerment, growth, well-being and empathy.

Others that have not understood this basic, and often unconscious reality, automatically react through the filter of right or wrong. They do not understand that ultimately, there is no right or wrong except that, which has been tattooed in their brain. Our brain is a strong and capable resource that protects us on the basis of what it knows - OUR HISTORY.

Leaders understand that our history is not who we are. We are everything there is and our brain is only able to give us a small percentage of reality limited by our years on this planet; and should we be guided by this, then we are missing-out on the bigger picture which is available to each and everyone of us.

So if Leadership is what you are aspiring to, then remember to question any auto-response your brain triggers when faced with what you then perceive as calamities, crises and issues. Better still, feel your way through a situation, trusting your god-given intuitive self rather than being limited by your history; your brain.

These are challenging choices to comprehend as, as you are reading this, your brain might be giving you all sorts of triggers, informing you to view this negatively and to discount it as "a great theory that will never work in the real world", or some similar notion. If this is you, then make the leap of Leadership and allow yourself to see beyond the tyranny of your history to embark, one "calamity" at a time towards your full potential that already exists within you and that your history is holding you back from.

In fact the brain, by its nature is selfish as it, to a large degree, exists to protect you.

Leadership is everything but selfish.

Aldo Grech - CXO Consulting

Unedited

I write what, how and as I feel and with little editing. I certainly do not avail myself of 3rd party editors. Many of you that have read my articles will absolutely agree with a nod of the head and an "Aha"!

I refuse to put the make-up on my writing.

This may be because at the young age of 7, I won an award for an article I did not write. My uncle, the headmaster wrote it for me! This was somehow meant to help me in my path in life; I guess the more awards bestowed on me, the more intelligent I appeared, or something. What it actually accomplished for that younger version of me, was shame that I was obviously considered unable to write my own article, and at that young sensitive age, I seriously, was not, nor should have been. Rather than empowerment, I was left with a lesser-then feeling as obviously the implication was that at that young vulnerable age I should already have been running a publishing empire all with editors, printing presses and brilliant marketers!

On the other hand, it may be because, I want to show-up for who I am, without make-up. And if there are those that will judge me because sometimes my grammar is long-winded or my spelling sometimes erratic; then probably they are not my target audience.

In my writing, I am sharing myself, and I wish this to be felt even more than read. My beloved siblings have often remarked, " Aldo, your messages, passion and concepts are absolutely felt in your writing and here are some spelling corrections......". I am grateful and obviously gladly go ahead and correct the spelling. However, what matters to me is their and other friends' and readers' feedback, that my messages and passion are palpable, and so I have achieved my objective.

I thank those that still persist in reading my musings and hope that you get something from them; if nothing else, the gift of Leadership through authenticity. I encourage you to respect your natural and innate passion and purpose and show-up for who you are. You only need around you those that respect you for who you are now, and can do without those that expect perfection from you, as this, at best is unreal and certainly not who I am now! Perfection is so seriously overrated anyway.

True abundance (even the financial kind) is mostly found in authenticity in whatever we do, while riches can be made from inauthenticity, but often that comes with many layers of despair and depression. Your choice!

Aldo Grech - CXO Consulting

Believers and Chameleons

Leaders are believers. The rest are chameleons. And there is nothing necessarily wrong with any of these options as long as this is a conscious choice. By believers we do not mean religious or cultural beliefs, but organic and granular beliefs we were born with (our purpose and passion) often derailed and apparently lost in the process of turning us natural beings into normalized (domesticated) beings.

We all have innate beliefs and most of us, mostly subconsciously, discount them to blindly follow others' (civilization trains us towards this); we become chameleons, adapting to environments with the main objective being safety! Never quite exposing our authentic selves.

The few of us that live by our beliefs and values, have tapped into that leader that exists in each and every one of us.

This simple concept of personal beliefs and values, is often a great challenge for most of us preferring instead to live an inauthentic life that leads us to depression and despair. Most then medicate (often subconsciously) through things such as need for money, authority, shopaholic tendencies, alcoholism, workaholism, gambling, drugs and various other forms of obvious and often less obvious addictions.

These distractions are meant to fill that gaping hole left by our self-avoidance and self-negation, but they often do not and the only answer then is prescription drugs, which is no option at all. Well, maybe one step better than the suicide option!

Living from our authentic self is the only answer and the magic of leadership and self-fulfillment while contributing to society from our purpose and passion. The alternative is not a feasible option as most of us, in our authentic moments of clarity, are able to see but seem unable to follow-through.

So, be a leader in whatever you do; at home, at work, in your hobby, etc. And discover the leader in you that will lead you to greater peace, fulfillment and abundance.

Else, there is always prescription drugs and the despair of Ego.

Aldo Grech - CXO Consulting

The Future Is Uncertain

The cycle of change has sped-up to a degree where we now have catastrophic and micro economic cycles, making the present unpredictable, let alone the future. This does not work well for traditional managers and traditional Marketing 101 plans.

5 - 10 year business plans are, at best a wish list and certainly not how the future will turn-out; and even if it did turn-out according to your plan, so much change would have transpired that you would have only managed to suffocate your organization, should you have managed it to the 5 year plan, as your nimble competitors would have sped past you at the speed of the unstoppable change we are experiencing.

So how is this good news?
Well, those that sped past you while you were anchoring your organization to its plan (the past), certainly have some answers.

Managers Manage, Leaders Lead. These 2 are not mutually exclusive. In fact, management is a role, while Leadership is an attitude, an approach. If as a manager you are not a Leader, you are probably short-changing your organization, your team and yourself.

Leadership, on the other hand is not about limiting, white-knuckling, anchoring and holding-tight to that plan. This only produces stress, depression and a paralyzed organization. Yes, Leaders have a 5 and maybe 10 year Vision for their organisation. However, true Leaders tap into their passion and purpose to find the creativity within them to inspire their teams towards a future tha, in augmenting the organizational Vision, fulfills their team's purpose and passion.

This sounds easy, simple and even simplistic. And whilst this concept is easy, the practice certainly is not. It works against convention (the past). Everything within us tells us it is unsafe, unchartered, unorthodox and even fool-hardy. Why should I stick my neck out? Why not follow the beaten track? At least that way I can always blame the system and keep my job. This is unfortunately, now, old thinking. No organization is safe from absolute failure as we have seen in the recent (and ongoing) Global Financial Crises. Your organization could be gone and so would the safety of your job unless you inspire your team to endorse Leadership by operating from their purpose.

Safe is not the same as pragmatic. Risk awareness is not the same as risk aversion.

So take a risk-aware and pragmatic approach towards restructuring your organizational DNA to have inbuilt change endorsement; another phrase for Leadership. This is achievable through a commitment to Leading by example of authenticity, purposeful approach, encouragement, empowerment and absolute determination of eliminating lethargy and inertia.

Be a Leader and empower the Leadership in others so collectively you are able to develop a dynamic and sustainable organization. An organization that operates out of respect for the individual, the team, the community and the environment.

The time of lip-service of Environmental Friendliness and Employee EMpowerment is gone. True Leaders know this and those organizations that seem to be unstoppable even in these times are likely to have already endorsed these basic concepts and deployed them.

Your organizational greatest asset is your people and if your management team still sees them as a liability and an easy cost-cutting method, I feel your organization is going to face a challenging future indeed.

Read authors like Seth Godin and books like The Accidental CEO by Tom Voccola and you will see you are not alone in understanding that the future of your organization is written with different rules to those that got it here. And seeing that few organizations have been able to endorse, let alone deploy these concepts, you will be on of the first organizations to join the few that seem to be speeding towards a prosperous and abundant future for themselves, their teams and their investors.

Aldo Grech - CxO Consulting

A sales executive without a CRM system is equivalent to a writer still using her typewriter!

I have heard so many excuses as to why a sales executive might not utilize the Organisational CRM, and they range from the sublime to the ridiculous. Examples include; not as good as the one I used in my previous Organisation, I prefer my paper based system, I have my own and I'll load it on the company PC, I find it slows me down having to enter all that superfluous data into the system, and many more!


Any team members that utilize these and other excuses should never be part of a progressive sales effort. Having said this, there are many reasons why sales executives might be utilizing these cover-ups and they may include; previous bad experiences suffered at the hands of inadequate managers or even at the hands of your managers, lack of induction training, non-enforcement of Organisational tools, in rare cases - a desire to keep knowledge away from the Organisation that employs them. You get my point, none that you wish to accept in your Leading Organisation.


Sometimes however, it is the non-integrated concept that proves to be the Achilles heel; that is, organizations with badly implemented CRM systems that are not integrated into the standard sales process, as an example still utilizing spreadsheets for reporting, systems that do not feed straight into order-raising/invoicing/forecasting, etc..


So, if you are a Leader of a progressive Organisation, ensure that you have followed the "paper" process confirm that there is only one process, utilized by all and that is designed around eliminating paper.


If you are a Sales Executive, engage your Organisational-supplied CRM (none of them are perfect and sometimes there are good reasons for the differences), speak-up and request training, changes, and enhancements. But do not do so unless you can clearly show that you have utilized the system as otherwise it will be clear that yours are just excuses and will not be taken seriously. You can always leave and join a dinosaur Organisation that allows you to operate without their approved CRM system; and you know what happened to the dinosaurs.


Aldo Grech - CXO Consulting

Leadership Cannot be Trained! But......

Managers, CEO's, and other similar titles, are manufactured human concepts that are based around a set of specifications (job descriptions) mainly designed at the start of the industrial revolution to slot people into roles, to deliver results for business owners or to create support infrastructures around these businesses.

Indeed a very successful number of decades have transpired that seem to have vindicated this structure. However, this is also the structure that created the destruction and greed, that resulted in the GFC (Global Financial Crises).

Like those explorers before us, that gave us access to lands far away and that have reached out into the cosmos, Leaders seem to come out of nowhere and stretch our imagination further than we thought was possible. Leaders like Steve Jobs, Bill Gates, Richard Branson and Larry Ellison were orphans, nerds or school drop-outs. before they redefined the same world we live in.

There is no curriculum that these people followed to realize their visions to achieve such outstanding results. They merely believed in, and focused on their innate intuition, the Leader inside each and every one of us; our purpose.

Now there have been many studies, writings and biographies, designed to explain the phenomena, that these and other similar luminaries are. However, none of this literature will make another person a Leader. One might break down the successes into studies and come-up with formulas for success and possibly emulate some of their successes, but rise to their measure or even create new disruptive directions, highly unlikely.

However, there is a way, (the way these luminaries achieved their amazing feats) simply by tapping into your innate Leader, by following that which your heart tells you. Doing this because of your belief, passion and conviction and not because you need a job, a stylish car, a house the envy of the neighbourhood, or other "normal" objectives. Because you, like each and every one of us, have been blessed with an innate design that created us and made us unique. Humanity needs your unique intellect, creativity and contributions and you know what they are, if you stop the noise of "normality" and tap into the silence of your gifts. Share them with the rest of us, as this is your god given right and duty. Be proud of your purpose and do not be derailed by the voices of fear from those that, "wish the best for you", and plagued and shackled by "normality", divert you from your natural course. They too will be inspired by your eventual achievements. Be a Leader and show us the way in your chosen field, craft, business or adventure.

Go, be a Leader whether you are a store person, a reception, sales manager, CEO, entrepreneur or even a parent, and create the new in whatever you do.

Compromise a Lose/Lose Strategy

A compromise is when 2 or more individuals almost agree, are almost happy and almost accept a less than ideal outcome for a situation. So at best, these individuals have accepted not to be totally happy, at peace, content, etc...

We have been trained to believe this is OK, and it has to be, for a society that is co-dependent. Co-dependency is not the same as respect and support. In fact it is the opposite. A compromise is about me not being true to my beliefs, visions, opinions and values, for the misguided purpose of making you happy; and this is also true for the other, who I reached a comprise with. It is synonymous to saying that my views are not totally valid unless you agree with them and vice-versa. Absolutely unacceptable!

This is both untrue and unhealthy and points to inappropriate engagement models.

My truth remains true to me independent of what you might think and at the very least, you should respect that I have every right to hold my views as it is for you. The true strength of a healthy relationship is where I honour your truths, views and ideals and you, mine. This is true relating independent of whether it is a parent/child relationship, husband/wife and any other healthy relationship.

We are all after truth and in care-taking, we abandon truth and choose what amounts to deceit.

An old adage goes, "I rather be hurt by the truth than a lie", and yet the latter seems more acceptable which is what compromise is all about. Our truths than become trapped behind the "but I do not want to upset him/her" behavior, that then turns to resentment and eventually probably rage and who knows what else.

So let's never choose a compromise, rather respect for each others opinions which is fertile ground for truth, intimacy and growth.

There Is No "I" In Nature

We live in an ecosystem that's made-up of subset and superset ecosystems. They are inter-reliant and by their nature are very fragile. This fragility ensures the ongoing evolution of the same ecosystem that relies on this mechanism as its method of survival and development.

Humankind is an ecosystem within this ecosystem. Unbalance in an ecosystem creates shifts that alter our ecosystem for the better; survival. Sometimes this happens at the cost of some specious as we have seen with the dinosaurs. If humankind really desires longevity in this ecosystem, we need to respect this balance or suffer the worst possible outcome for our kind.

All ecosystems are constantly in a state of change and rebalancing as they become more and more resilient. Humans are one phase of this ongoing ecosystem change. So by design, we are transient and as we transition to our next stage (should there be one), we need to work collectively towards this aim. There are many nascent initiatives, towards this goal, some spiritual, some industrial and others conceptual. I believe that the real answer lies in the "WE". The energy that lives these ecosystems is one energy and it is the same energy that is us. It is one and the same energy that lives and breaths us as does trees, and every other living organism. As one, we are able to continue the evolution of our species. As "I", we are one-by-one, driven by the greed and ego of "I" destroying the "We", our same humanity as we destroy our planet.

The "I" results from our upbringing, in a society that has been galvanized by the success of the individual. But this is a misguided notion as real success stories are underpinned by the work of a collective rather than one individual. The greed of our Ego is driving us to compete at any cost, in the process losing ourselves, our families, our sense of compassion and more importantly humankind, as we race blinded by the objective of being the ultimate winner who, in our culture is defined as the one with most money.

There is no "I" in nature but the collective "We" that includes the cosmos, our solar system, our beautiful planet, the trees, the oceans, you and I. Our fear and shame drives our Ego to achieve at all cost, in the process losing everything. And yet, the alternative brings so much more adundance, peace and happiness, bundles of compassion and a humanity that lives as one with nature and itself.

Call me a dreamer. However, at 55 and many of these years driven by greed, I see the only real alternative we have, which is to focus on our creativity rather than the greed of Ego. The only real and sustainable wealth!

To iPad or not to iPad

The following are my comments on an article recently published about the new Apple iPad.

I remember the die-hard apple lovers, knocking the PC decades ago (using similar arguments to the ones above) and we all know how things evolved from there.

Now the non-apple die-hards are at it and they are equally as out of touch. Your technology arguments might be correct. However, as Microsoft proved with it's PC OS and applications, Apple is showing that it learnt it's lesson and now engages the industry developers to produce apps that will make its hardware successful. Except that Apple has a new weapon in it's arsenal, great design.

iPad is a paradigm shifter that contemporaries are not able to comprehend and I am sure history will show that negative views are just "limited vision"!

Aldo Grech - CxO Consulting

Corporate anorexic lethargy

We see it in most interviews, most meetings, strategies and decisions.

Cleverly it has been perfectly masqueraded in sophisticated concepts such as steering committees, team-work, delegation, "I'll talk to my people"..... you get the point. Not that some of these are not important business concepts. However, one needs to ask themselves, "am I getting involved in these processes to cover my arse (or CMA as one of my colleagues recently explained to me!), or am I clear about what I know needs to happen in this situation and I wish to get everybody's feedback to ensure the best possible outcome"?

This sounds like a subtle (but significant) diversion between the two. And the diversion is fear. Fear is at the core of corporate decision-making. After-all, I need my job and why should I stick my neck-out and get victimized by those that decide my tenure. Our experience is that this fear is experienced at both sides of this discussion. The "manager" is equally as fearful as you, in case they authorise the wrong proposal as they too report to somebody; and so on and so forth.

The end result is mediocrity.

Volumes have been written about agile businesses. Agility is key, especially in today's interconnected world. We have introduced amazing efficiency tools and yet, as always, the biggest expense in an organisation is human resource and organisations that allow this "fear" to manage decision-making are ensuring that this already significant cost, is even larger.

So what are we doing about turning this significant expense into an investment. The problem is where do we start. It is a chicken and egg situation. Most are not prepared to stick their neck out, and even when they do, those around them feel it is their responsibility to protect them from themselves. So, the result is corporate anorexic lethargy (CAL) where expensive time is wasted wallowing and avoiding the unavoidable, making a decision. We have all heard that not making a decision is ALWAYS making the wrong decision. "Oh but at least I get to keep the job, after all, nobody was ever sacked for not making a decision"!

How do you gauge CAL? What internal research do you regularly carry-out to monitor the (hopefully) decreasing levels of CAL within your organisation?

For the problem here is about creating an open environment where fear is parked at the door. Fear is not the result of how you or your managers behave and manage. However, you and your managers could trigger the fear that exists within most human beings. This fear is the result of the "wounded child" inside most of us and rears its ugly head when threatened, and the person in fear has no power over it once threatened!

So what do we do?

The short-term answer is to ensure empathy at every level of your organisation as a result of your understanding as a Leader that the best in everybody is found by allowing them to freely contribute their best creativity within their role.

The long-term solution is to devise programs that free your people from the tyranny of the "wounded-child" that once freed and in your nurturing environment will transform your business into a GREAT organisation.

A true leader has already faced this fear and is already ensuring that the nurturing and empathetic environment has been created and they are your toughest competition should you be competing for the same business. ("The Accidental CEO", available from CxO is a great read regarding this subject).

CxO engages experts in the field of "wounded child" and "adaptive adult" to unleash your organisational true potential. Contact us for further information.

Aldo Grech - CxO Consulting