Nothing gives me more pleasure than being able to facilitate a successful outcome for others!

Not unlike many other companies out there, this is a down time for you. Sure the dream is to have a full schedule, and certainly something to shoot for. But for many companies, they just know that this time of year is slow – always has been. Accepting that is a good first step. Perhaps you can turn that into an advantage by using the extra time to really dissect SagePresence, really look at yourselves and the company? Look back over the past year. What are you as a company in need of to get better? Where are your strengths and how do you build on those? What do you need to work on? Maybe it’s time to go over the goals/plan with a fine-toothed comb? Sit together and discuss each others individual goals and how, by working together, you can achieve them with each other.

I’m guessing you’re doing these things already. Use the down time to your advantage. Get the vacation out of the way, get to the gym more, spend more time with the family. Take on those projects that have been on the back burner because you had such a great last year and couldn’t get to them. Go learn something you’ve always wanted to learn. Do something you’ve always wanted to do.

I bring you guys up all the time at work. I send these blogs to management. I get them to agree on our NSHB and then show them how SagePresence can help us. They haven’t bit yet, but persistence is a virtue!

In the last decade, I have helped many, many people recognized that truth, because they didn’t see it. They had it (the “inner eagle”) in them all the while, but they did not realize it. Once it was shown to them, they no longer needed the external validation. So it was worth it to spot the fragile voice, and strengthen it to independence.

I believe that there is a dualism of responsibility relating to development. It is our own responsibility to spot our inner strength. And if you are a leader, it is the leader’s responsibility to spot the people who don’t realize this and help them see it. Ultimately (to your point) it is the individual who must ultimately take the step, but I have never regretted helping “hatch” the inner eagle, and I’m encouraging the leaders out there to be on watch to spot it, and foster it. I’ve seldom had to ignite it twice.

Thanks for the great point, DeeDee, and I appreciate your sharing!

This post reminds me of to today’s message from Rev. John Hagee, interpreted from the Word: Don’t be a prairie chicken if God designed you to be an eagle. You’re an eagle, so don’t be afraid to soar!

I hope I can figure out where I set those!

a) Yes, there is something about PAYING for something that makes people listen. It’s not an oddity though, the same is true for individuals. If you offer “free coaching,” you won’t make the impact that you’ll make when you charge. Paying is a commitment to grow. The commitment leads to the committing. That’s half the effect right there.

The second half of the effect is equally simple: People listen to OUTSIDERS. People listen to me because I’m “out here.” If I were hired by one of the companies who uses me, they would “own me” at that point, and they would stop listening. I have coaches too, and half the time, what I need them to tell me what I already know, and what I tell others. Why? I need confirmation. I know that I know it already, but when I hear it, I say, “Yes! I knew that! I TEACH that. Thank you for confirming.” When a psychologist needs help, they don’t go to the mirror. The outside perspective is what people need – a perspective to check their perception of reality against.

b) If I understand this right, it’s the same as “a.” It’s the outside perspective is why you just package their great ideas, and then… FINALLY… the company excepts them as a reality. Just last week Pete and I came up with an idea. But we were skeptical of ourselves. We hired an outside consultant we respected. When she confirmed the idea as wise, we believed it too. Before, we didn’t. So outsiders draw out insider ideas, present them back, and then they stick. It just works.

c) I love your statement, “a LITTLE expertise.” We are nurturers who take the fragile side of people and make them strong. Because of our authority as consultants, we have the power to GIVE PERMISSION. We give them permission to grow using what they already have (isn’t that one of the points you made? That you already have what you need?). Then when we give them permission, they gain courage from us, and step up. We only need to offer them “a little” expertise because the “product” we’re culturing is THEM! Correct?

So with a, b, and c, management listens. I wouldn’t fret it. Everyone needs an “objective opinion.” We provide that, and I’m sure you offered great insight.

Thanks, Mary I think the answer to the question is “PERCEIVED OBJECTIVITY and OCCUPATIONAL AUTHORITY.” It doesn’t matter who has it. Someone has to, and that’s often our job! Best to you!