Category Archives: personal vision plan

What to do when your colleagues are annoying you

Whenever we have a meeting the table is always shaking. John seems unable to stop his leg from jittering.

Mary never puts her coffee cup away after she washes it. She leaves it on the sink for someone else to put it away. It’s so annoying!

Hun mumbles every time he speaks. I really can’t understand him. I wish he’d speak more clearly.

Every Monday morning Janet wants to tell me about the weekend achievements and dramas of her three children. When will she understand that I’m really not that interested!

Yes For Success, Life balance, plan for personal success, Gary Ryan, Organisations That MatterNo doubt you have these thoughts and feelings from time to time about your colleagues. Working with and getting along with other people is not always easy. Sometimes it is downright difficult. In fact, sometime these annoying behaviours can really drive you crazy!

Your challenge is when these little things become your focus. After a while it is all that you can see these people doing and that means that eventually you see the person as being 100% annoying. When this happens it is difficult to stay a high performing team. Group dynamics have a direct impact on team performance and your attitude toward your colleagues impacts team dynamics.

What can you do if you find yourself in this situation?

Success Magazine founder and editor Darren Hardy has a suggestion for your personal relationships when they start to become annoying and his strategy is just as useful for workplace relationships.

Use a notebook and write your colleague’s name at the top of the notebook. Each day for a month find something good about that person to write in your notebook. Train yourself to see the good things they do. Your list can contain work tasks that they do well or other contributions that they may be making around the office. As you add notes to your list, run your eye over the entire list.

Soon their ‘annoying’ behaviour won’t be all that you see when you look at this person. Your focus will have changed.

Taking this action won’t change the person’s annoying behaviour. Rather, it will help you to see that they are not 100% bad. In fact you’ll likely see more good than you have ever previously noticed. Your new insights about them will change your behaviour toward them. They will react positively to your behaviour and your workplace relationship and dynamics will improve. Most importantly you’ll be able to continue to work as a high performing team.

If you don’t believe that this strategy works then give it a go. My bet is that after only one week you will notice improvements in your workplace dynamics.

 

Gary Ryan enables organisations, leaders and talented professionals to move Beyond Being Good.

Community sport provides an opportunity to counter global unrest

The recent arrests here in Australia about alleged threats to randomly kidnap and publicly murder an Australian member of the public has certainly brought the reality of the conflict in the Middle East to our shores. The issues and problems involved are unbelievably complex. So complex that it is easy to feel like there is nothing you can do to improve world relations.

I disagree. I believe that we can make a difference one person, one relationship at a time. And community sport is a terrific vehicle to make that difference.

iStock_000009528668MediumI have been involved in community sport for a long time. I have been a senior coach of Australian Rules Football in suburban Melbourne, I coach an Under 15 Boys cricket side for the Oakleigh Cricket Club and I have been heavily involved in assisting and supporting the coaches for my eldest son’s local junior football team. My four eldest children are all involved in sport including basketball, hockey, gymnastics, school aerobics, cricket and Australia Rules Football.

The beauty of sport is that it brings people from different cultures together. This year we had three boys of the Muslim faith play in our premiership winning Under 14 football team. One of the boys is of Afghani decent and the other two boys are of Malaysian decent. They are three of the happiest boys I have ever had the pleasure to meet and are very popular with their team mates. Their families adhere to their faith and are wonderful people. It has been a pleasure to witness how the other boys in the team have supported their Muslim team mates throughout Ramadan. The boys play and have fun together. They are one. Their differences in faith is meaningless. They love and respect each other.

This year we have a boy of Chinese decent joining our cricket club. He has never played cricket before and his family have never had anything to do with cricket. They are on a steep learning curve. But so are we. As they are learning about cricket culture we are learning about their culture. Everyone is winning and everyone is learning how to see each other as equal human beings irrespective of our religious and cultural differences.

I remember when I was a senior football coach for the Monash Gryphons in the Victorian Amateur Football Association (VAFA). One of our team members was a student from Thailand and another was from Russia. Both boys were extremely popular because of their willingness to give our sport a go. But it was more than that. Everyone else at the club benefitted from Ott and Igor sharing their perspective on the world too. Once again we were all able to see each other as equals despite our differences.

It seems to me that the capacity to randomly murder another human being is in part born in not being able to ‘see’ that person as an equal human being. Therefore, any activities, whether they be through sport or in classrooms at school and university, where we have the opportunity to build relationships with fellow human beings who are different to ourselves ought to be where we focus our energy. If we can’t build relationships and tolerate the differences of people within our own communities, how are we going to have any real impact on the world stage?

The constant media reports that link people of the Muslim faith to terrorism have catalysed interesting conversations around our family dinner table. My children are friends with Muslims. They play sport together. My children know that their friends and families are not and will never be terrorists. My children express their concerns to me that only a very, very, very small number of Muslims are terrorists. They point out that people of other faiths are also terrorists. Despite the complexities of this topic I do feel more at ease when we have these family conversations. I am pleased that my children are friends with children of different faiths and different cultures. I am pleased that my children are exposed to their friends showing a commitment to their faith.  It is the challenge to create a society where our differences are not a difference that gives me faith that we can make the world a better place. Community sport is the perfect vehicle to facilitate that reality.

 

 Gary Ryan enables organisations, leaders and talented professionals to move Beyond Being Good.

Leadership Insights Series Interview

Gary Ryan will interview his guest Ian Harvey, Co-Founder of FutureFit Studios. Ian has been State Manager for one of Australia’s largest health club chains and has put his lifelong dream into action by sacrificing literally everything to create a new model for health clubs for the industry.

FUTURE-FIT-LOGO-FINALIn a bold move FutureFit’s membership system is not based purely on time or ongoing contracts. Instead the membership system is based on … you’ll have to join us to find out!

Ian will also be sharing a further seven ‘Points of Difference’ that his new model contains compared to the existing Health Club offerings.

Upon registration you have the opportunity to submit a question that you would like Gary to ask Ian during the webinar.

Seats are limited so please register now!

Date: Thursday 9th October 1pm – 2pm (Australian Eastern Daylight Saving Time)

 Gary Ryan enables organisations, leaders and talented professionals to move Beyond Being Good.

Five Business Lessons From Community Volunteers

If you are leading a business and want to know how to provide great service, then read on and learn how a team of volunteers from the Montrose Football Club who play in Division 1 of the Eastern Football league provided an experience that the USA Revolution will never forget. This story will teach you about the power of creating a shared vision, the preparedness to tap into the special skills that people bring to their work and the willingness to work with competitors to create a service that produced mutual benefits for all involved. What business wouldn’t like to learn these lessons!

Gary RyanThe AFL International Cup (AFLIC14) has recently concluded with Papua New Guinea defeating Ireland in an exciting and dramatic game at the Melbourne Cricket Ground.

18 countries competed over 13 days in both mens and women’s competitions. Every player had to be a citizen of their country so no ex-pat Australians were included in their teams. This was truly an international competition.

In a stroke of genius the third round of the competition saw local teams throughout Melbourne host teams involved in the AFL International Cup, culminating in the Community Round where AFLIC14 games were held as the curtain raiser to the ‘main local game’.

My twin brother Denis Ryan is both the President of USAFL and the mid-field coach for the USA Revolution (the men’s team).

Montrose Football Club, who compete in the Eastern Football League were assigned as hosts for the USA Revolution. The “Revos” (as they call themselves) travelled to Montrose to train with them on Thursday 14th August before their game versus the New Zealand Hawks on Saturday 16th August.

The USA Revolution squad, coaches and support staff were ‘blown away’ by the hospitality shown by Montrose Chairman Rob Ewart, Senior President Tony Eastwood and their dedicated Sub-Committee that was led by Rod Buncle and Terry Dean as well as their band of merry helpers. While the USA Revolution were hoping for a ‘good’ experience from the Community Round, what they received was better than any of them could have imagined.

Lesson #1 Identify mutual benefits

Like most success stories the real work started many months ago when the EFL sent out an expression of interest to all its clubs about applying to become a ‘host’ for one of the games. Senior Club President Tony Eastwood saw the opportunity as one that would enable Montrose to take significant steps toward bringing its vision of being, “Seen as a quality EFL Division 1 club” into reality. He immediately contacted his Blackburn Football Club counterpart and discussed the possibility of putting in a joint expression of interest with Montrose to host the USA Revolution and Blackburn to host the New Zealand Hawks.

While fierce competitors on the field, the Montrose and Blackburn Football Clubs understand that they both have a responsibility to grow the game and to set high behavioural standards for their members, players and communities. The clubs play off for the One Punch Cup which is a game where they raise awareness about the dangers and injuries that arise from nightclub fights. (Kyle Matthews was playing for the Casey Scorpions as an up and coming VFL star. He was punched in a fight at a nightclub, fell and hit his head causing serious head injuries. Kyle has an association with the Blackburn Football Club and his best friend plays at Montrose)

Leveraging the success of working together on the One Punch Cup the two clubs’ application to the EFL was accepted and the third round game of the AFLIC14 was scheduled to be played at Montrose.

Lesson #2 Give talented people the autonomy to use their talent

Gary RyanTerry Dean and Rod Buncle quickly formed a sub-committee to make sure that the day was a success. They worked with their team including Jenny McArdle, Kerry Schilling and members from the Montrose Coterie Group to make sure that the day was a special event for everyone. Using his corporate skills, Rod created a very detailed schedule of events that also included a link to the AFL’s vision for the community round. This ensured that everyone involved in hosting the event, which was upwards of 35 people, knew exactly what they had to do and when to do it. This is an example of letting good people use their talents and skills in the service of a vision that truly is shared.

Lesson #3 Identify, develop and share your vision of success

The Montrose and Blackburn Football clubs wanted to make sure that members from both teams had an experience that showed them what playing community football in Australia was really like. As a result of their research they became aware that the Revolution players rarely played at anything other than make-shift fields, and most often got changed out of the back of cars or in tents.

In light of this understanding, Rod, Terry and their team went to extraordinary lengths to create the experience that the international players would never have imagined. They approached the EFL and requested that the football Record for the EFL 17th round be designed to feature the USA Revolution and New Zealand Hawks teams. The EFL accepted the request and ensured that both the cover of the record and the middle pages were dedicated to the AFLIC14 game. This is an example of ‘managing up’. Through Rod and Terry’s influence the EFL was able to see how they too would benefit from helping to showcase the AFLIC14 game (they also provided 250 extra copies of the record at no charge!).

The Revolution squad members, coaches and support staff were all provided with a ‘showbag’ that included a membership to the Montrose Football Club, a miniature Montrose Football and a Montrose club cap. In addition, each locker in the changeroom was adorned with information about one of the USA players including their jumper number, name and other details. This information also adorned the walls of the social rooms. Rod and Terry explained that they had done this so that not only would the Revolution players feel at home (and have a real experience of having their name on a club locker), but it would also make it easier for the Montrose players, committee and supporters to engage with them and use their names.

It is this level of thinking that drives high performance. To bother to find a way to help their own community to engage with the Revolution players on a personal level is exactly what high performing organisations do.

Daniel Pink in his book Drive describes ‘Purpose’ as one of the three key elements for creating engaged and self motivated employees. This story highlights the power of a purpose that really matters to people. People want to be part of something bigger than themselves. Why else would all the volunteers from the Montrose and Blackburn football clubs go to such lengths to create the experience that they provided for the Revolution and Hawks players? The question for you is, “How do you create a sense of purpose for your employees? One that will genuinely engage them and enable them to use all of their talents in the service of that purpose.”

Lesson #4 Connect with all your stakeholders

Gary RyanA lasting memory for me is the image of the USA Revolution players leaving the field at the end of their game clapping the Montrose community as a sign of their appreciation for their support. In unison the Montrose community clapped them back. It was a pure moment that was about Australian Rules Football and the (now) international role that local clubs are playing in helping to take the game beyond Australian shores.

More than 1,500 people attended the game including many local residents who hadn’t been to a game (This game would normally attract about 600 people). As an introduction to the club they could not have had a better experience. The term “win/win” is thrown around a lot these days but on this occasion the Montrose and Blackburn football clubs did themselves proud and could not have been better hosts for our international guests.

This entire story was driven by volunteers, all of whom have busy lives. The success they created was because of the power of sharing a vision that was bigger than any person, allowing talented people to work together for the common good, and through understanding the expectations of the community they were serving and doing everything possible within their limited resources to exceed those expectations.

No doubt a lot of hard work went in to hosting the event. No success comes without hard work. No doubt you work hard too. But you might not be getting the success you desire. If not, re-read this article and pick out the many lessons that will help you and your team achieve the type of excellence that the Montrose and Blackburn football clubs provided the USA Revolution and New Zealand Hawks Respectively.

 Lesson #5 Great service builds lasting relationships

As an anecdote to this story several Revolution players have already commenced talks with Montrose to come out and play with them in 2015. Montrose views this as an opportunity to strengthen their ties with USAFL and are eager to build on their AFLIC14 experience.

 

Gary Ryan enables organisations, leaders and talented professionals to move Beyond Being Good.

Three frogs

Here’s a riddle.
Gary Ryan, Organisations That Matter, Yes For Success

Three frogs are sitting on a log.

One decides to jump.

How many are left on the log?

Answer: Three.

Deciding to do something is not the same as doing it.

With regard to creating personal success, making the decision to take action is a critical step in the creation process for success. But it’s not the same as taking the action itself.

Success actions can include starting new things as well as stopping the things and habits that you need to stop doing to make room for the success that you desire. You must also keep doing the things that you are already doing that are helping to create success in your life.

When you make a decision to create success you must follow it up with action.

Gary Ryan enables organisations, leaders and talented professionals to move Beyond Being Good.

Making the impossible possible

This weekend my daughter and second son will be competing in the National School Aerobics Championships on the Gold Coast. This will be the third year in a row that my daughter has participated in the championships and the first time for my son.

Gary Ryan, Organisations That Matter, Yes For SuccessWhile my daughter is in Year 6, my son is in Year 4. He is the only Year 4 in the team and the only male which is a terrific achievement.

His involvement in the school aerobics team is part of the ripple effect of my daughter Sienna making the impossible possible back in 2012.

In 2011 Sienna was in Year 3 and competed for the first time in her schools aerobics team. Sienna was in the school’s third ranked team. They did very well for a team of first timers but didn’t make the State Championships. The school’s number one ranked team not only won the State Championship but also went on to win the National Championship later that year. All the girls in that team were in Year 6.

As a result of winning the National Championship, and despite the fact that all the girls who had participated in the team had graduated and moved on to high school, all the school’s aerobics team were promoted to a higher division for the 2012 season.

While having our family dinner during the first week of school for 2012, Sienna said, “Dad, I’d love to be in the top team for aerobics this year, but it’s impossible!”.

“Why is it impossible?”, I asked.

“Well, last year I was in the bottom ranked team and we didn’t even make the state finals. Because our top ranked team won the National Championships last year our whole school was promoted up a level. Plus, only Year Six girls were in the team last year and I’m only in Year Four. So Dad, as I said, it’s impossible!”

“Okay”, I pondered, “When are your trials for the aerobics squads?”

“March.” Sienna replied.

We worked out that Sienna had six weeks between the conversation we were having and the date of the trials.

“Sienna, let’s assume that it was possible for you to make the top ranked team this year. I know that it might be difficult, but let’s just pretend for a moment that it is possible. What do you think you would have to do to make the team?” I asked.

“Well, I’d need to practice.” She replied.

“How much practice would you need to do?” I inquired.

“Probably every day”. (A good response!).

“Okay, how long do you think you would need to practice?” I continued to probe.

“Hmmm, maybe ten minutes?” (A great response from a nine-year old girl).

“That sounds great. Ten minutes for every day equals seventy minutes of practice per week. What else do you think you could do?”

“Maybe I could ask my teachers what sort of practice I should be doing?” Sienna suggested.

“Excellent, that is a great idea. That way you’ll get the best value from your practice. Will you agree to do what you said you will do, at least that way you will give yourself a chance to make the top team.” I said.

“Okay Dad, it’s a deal!” Sienna exclaimed.

To Sienna’s credit she went and did what she said she would do. She asked her teachers what she should be practicing on and then she went and recruited two of her friends who had participated the previous year (they had also been in the third ranked team) to practice with her at recess and lunchtime. In reality she spent much more than ten minutes practicing each day, but it seemed more like fun than practice so she didn’t notice the ‘extra‘ work she was doing.

In addition, what do you think happened when the teachers who were responsible for the team did when they were on yard duty? Yes, they came over and provided more coaching. This is called the Law of Attraction. Sienna’s teachers who were passionate about their teams couldn’t help but be attracted to the area of the playground where the girls were practicing.

What do you think the Year Six girls were doing during this period? Were they training? No.

When the trials eventually came in March what do you think happened?

Not only did Sienna make the top ranked team, but so did her two friends!

The impossible had become possible!

What a wonderful life lesson!

Despite having three of the team being in Year Four, the seven member squad became State Champions. They then went on to win a Silver Medal at the National Championships and they were the only team that included girls outside of Year Six.

If Sienna had not been able to challenge her own mindset about what was possible, she never would have given herself a chance to make the impossible possible.

There are no guarantees in life, but the willingness to focus on what you want to achieve, coupled by the desire to find out what work is required and to then go and do that work at least gives the impossible a chance to come true.

Sienna’s National Silver medal was a bonus. In my eyes she was a winner the minute she started to put her promise into action and started training.

How often do you let your view of the impossible stop you from giving yourself a chance to make whatever you want to have happen become possible?

Focus on what you want to achieve, do your research and work out what you need to do to make it happen, and then go out and do it. At least you’ll be giving yourself a chance.

Sienna’s success encouraged her younger brother to get involved in school aerobics. Due to his big sister’s experience he knew that it wasn’t impossible for him to make the top team. The ripple effect of Sienna’s willingness to maintain focus and to do the work required to create success is now into its third year. Irrespective of where the team places in the National Championships, the life lessons that they are learning highlights that they are already winners.

Gary Ryan enables organisations, leaders and talented professionals to move Beyond Being Good.

Be aware of your employability skills

Recent research by Mark McCrindle and his team has indicated that a current school leaver can expect to have 17 employers throughout their career. This equates to three different employers every decade.

iStock_000009570322SmallWhat some of you may find surprising is that the current data for people 45 years and older is that your job tenure average is six years and eight months. This means that more experienced people find themselves out looking for work more than ever.

In this context, conscious development of your employability skills is not just for young people. It is also critical for more experienced people to continually develop your employability skills, given you will also be looking for work at least 1.5 times every decade (and that number is predicted to climb over the next decade).

The challenge for those of you who are more experienced is that while you have experience, you haven’t consciously developed your employability skills. In fact, you are unlikely to know what they are!

If you would like to learn about what employability skills are and how to capture stories that show how you have developed them (which is vital for successful interviews) you can download the first two chapters of my successful book What Really Matters For Young Professionals! for free here. The first chapter explains what employability skills are, and the second chapter teaches you how to capture examples of how you have developed them so that you can recall these stories in interviews.

Once you understand how you have developed your employability skills it is critical that you keep developing them. Your reality is that as more and more people enter the job market with the same skills that you have, the key differentiator between you and someone else is not your skills but how well you have developed your employability skills. In fact, well-developed employability skills are much like a parachute for your career. So check out the free chapters from my book and get moving on protecting your employability.

Gary Ryan enables organisations, leaders and talented professionals to move Beyond Being Good.

Schools and Universities are NOT Businesses

Simon Sinek clearly articulates the power of purpose in his book Start With Why: How great leaders inspire everyone to take action . He explains that when you understand Why you do what you do, then you have more power to take actions that are consistent with living your purpose.

When you start with why, people follow leaders for themselves. They do not follow leaders for their leaders.

Question Mark SkyWhat is the purpose of our schools and universities? Do they exist to make money? Is that their purpose?

Or do they exist to help children and adults learn how to learn so that they can contribute to creating a better world to live in?

Imagine a school whose purpose was to make money. Business people would be invited on to the school board and no doubt astute business decisions would be made to make sure that the school did indeed make money. Intuitively, what do you think that school would be like to go to? Sure, there would be talented teachers there. But would a talented teacher be 100% engaged with the idea that what they were doing was first about making money? Yes they would receive a nice pay-cheque, but would that make that teacher fully engaged with why the school existed?

What is your intuitive response to this scenario?

Imagine, on the other hand, a school whose purpose was to help children to learn how to learn so that they could contribute to creating a better world. Imagine that same talented teacher working in that school. Intuitively, how engaged with the school do you imagine that teacher would be?

Which of these two teachers would be more likely to go above and beyond the call of duty on a regular basis because of the purpose of their school? The one whose actions will help the school make more money, or the one whose actions will help children learn how to learn so that they can contribute to creating a better world?

If you are reading that I am suggesting that business people should not be on school or university councils then that is not what I am suggesting.

Schools and universities need to be rigorous in their financial practices and learn from the business community about how to make the best use of their money. But the reason for using business principles should always be in the context of serving the purpose of education. Education should not be used as the context for serving the purpose of making money.

Schools and universities require soul and a sense of belonging. The purpose of education must always drive their use of business principles, else they risk serving the wrong purpose and will diminish the education experience of the children and adults they serve.

Based on your experience, what is the purpose of your school or university?

You can view Simon Sinek’s Ted Talk here.

Gary Ryan enables organisations, leaders and talented professionals to move Beyond Being Good.

Two Types of Errors

There are two types of errors that we make. The first type is public and can be easily reviewed.

The second type is not obvious and are not easily reviewed so they are nicely tucked away ‘under the carpet‘.

Gary Ryan, Yes For SuccessThe first type is errors of ‘commission‘. These are errors when we do something that should not have been done. We plan poorly. We execute poorly. We review poorly.

Good operators review these errors and make adjustments so that they do not happen again. They learn.

The second type is errors of ‘omission‘. These are errors when you don’t do something that you should do. You don’t call-out unacceptable behaviour. You don’t speak up at a meeting when you ‘know‘ that the decision that has just been made is going to fail. You see an opportunity to improve yourself but you let it slip by.

Please note that errors of omission are not errors that you judge in hindsight. They are errors caused by not taking action that you knew you could have taken at the time the error occurred.

Errors of omission are just as important as errors of commission to review. If you keep repeating the same errors of omission then you will reduce your capacity to learn and to become the very best that you can be.

Asking yourself, your team or your organisation to identify actions that you knew you had the opportunity to take but you didn’t take provides an opportunity to review the thinking that stopped you from taking the action when the time was ‘right’. Exploring these examples will provide you with real learning that will better position you the next time similar situations arise.

Gary Ryan enables organisations, leaders and talented professionals to move Beyond Being Good.

Control your development

On the surface it may seem a little odd that I am suggesting that you should maintain 100% control over your personal and professional development.

running person on white background. Isolated 3D imageThe reality is that too many people hand over the responsibility for their development to their employer. They have a parent-child view of their relationship. Their employer ‘the parent’, will look after them and make sure they are properly developed.

The problem here is two-fold.

1. What if the employer doesn’t develop you? and

2. What if they don’t develop you properly?

The answer to both of these questions is that you suffer. No doubt the organisation will suffer too, but the organisation can get rid of you and then you really suffer. The risks associated with handing over 100% of the responsibility for your development are far too high. Yet that is exactly what most employees do.

Even if your employer is a ‘good‘ employer and provides lots of opportunities for you to develop, be prepared to go outside your organisation to develop the things that you need to develop. Be prepared to invest in your development. Treat the opportunities that your ‘good’ employer provides as a bonus.

This way you’ll continue to develop your talents and you will continue to be the best that you can be. Your talent won’t be at risk of being reduced over time.

Not developing your talents is guaranteed to cut your employability and long-term security. Not an outcome you want!

What I find interesting is that I spend about 30% of my time working with talented undergraduate, postgraduate and PhD university students. These students give of their time to get access to the various development programs that I facilitate. They don’t have to attend these programs. They are in control of their development.

Yet when they get a job, these very same students then hand 100% of the responsibility for their development over to their employer. It sounds crazy because it is!

My message is simple. Maintain control over your development.  Forever. Period.

Gary Ryan enables organisations, leaders and talented professionals to move Beyond Being Good.