Tag Archives: plan for personal success

Harvard Research Aligns With Life Balance and Personal Success Program

Harvard University researchers Boris Groysberg and Robin Abrahams have recently released the findings of their research that involved almost 4,000 executives worldwide. Their article Manage Your Work, Manage Your Life (Harvard Business Review March 2014 p.p. 58-66) identifies key factors that are addressed by the Yes For Success 10 Module Program (keep in mind that the Yes For Success program has evolved since March 2007). Here are some of their key findings with the corresponding Yes For Success Module(s) that address that finding:

  1. Yes For Success Program For Life Balance and Personal SuccessDefine Success For YourselfThis is what the Yes For Success Program is about and specifically it is in Module 5 you get to put your definition down on paper
  2. Managing Technology – One of the Bonus programs inside the Yes For Success Platform is the 21 Module Yes For Career Success program where several modules are dedicated to helping you better use technology in the context of managing your time and achieving high performance
  3. Building Support NetworksModule 2 of the Yes For Success program includes a section on identifying your Personal Success Team, which is 100% about creating a support network
  4. Traveling or Relocating Selectively Module 5 includes a section that helps you to find the role that travel will play in your life, including the possibility of having multiple ‘homes’
  5. Collaborating With Your PartnerModules 2 and 5 address this issue, as does the specific actions that you identify in Module 8. If you don’t have a current partner, but want one, Yes For Success can help with that issue too (we have had weddings happen as a result of people executing their plans – including actions to find love!)
  6. There Are Multiple Routes To Successonce again all 10 Modules re-enforce this concept, while enabling you to follow a simple step by step process to identify your own answer and route to success. In addition, while everyone’s route to success is unique, it doesn’t mean that you can’t learn from the success of other people – Yes For Success is a community where members share their strategies that are enabling them to create success
  7. Life happensModule 9 includes a section on what to do when ‘life happens’ and things get in the way of you executing your plan

My own experience of facilitating the Yes For Success Program is that it works. The seven key points identified in the Harvard research are all addressed through the program. Find out more about the Yes For Success Program here.

Gary Ryan enables leaders and their teams to move Beyond Being Good™.

Jason Barrie’s Perspective On Health & Fitness

On May 1st 1999 Jason Barrie’s life changed forever. Playing local Australian Rules Football he was involved in a tragic accident, the result of which left him as an Incomplete Quadriplegic. Jason often describes himself as, “The luckiest, unlucky man alive“. Despite being an Incomplete Quadriplegic, Jason is able to walk. While his spinal cord was damaged in his accident, it wasn’t completely severed. This means that he has about 80% use of the right side of his body, but considerably less on the left side of his body.

The Yes For Success Platform is an online service that steps members through a process for identifying and creating a plan for life balance and personal success. Every month members have access to a Question and Answer Webinar where they can ask questions that relate to their personal success. The above video is a recording of the February 2014 member-only webinar. Usually these videos are kept for the exclusive use of members of the Yes For Success Platform.

However Jason’s story where he shares his perspective on health and fitness is so inspiring I just had to share it. Enjoy it and please feel free to share it with others.

Gary Ryan enables leaders and their teams to move Beyond Being Good™.

Chaos and order ARE the natural order of things

Dee Hock, Founder and CEO Emeritus of VISA International, arguably the most profitable organisation in the world, explains in his book One From Many, that chaos and order are the natural order of things.

Consider this. VISA exists to exchange value, represented by digital money. How can chaos be part of such a world? Surely everything must be ordered for VISA to function.

senior couple of old man and woman sitting on the beach watchingYet its founder argues that while it is human to desire everything to be in order, the natural order of life is that it isn’t.

To demonstrate please come for a walk with me. You are standing on the edge of the ocean facing inland. Slowly you walk up the beach. At first you encounter some small sand-dunes with no sand grass on them. Then you notice some larger sand-dunes with scattered sand grass. The sand grass gets thicker as you venture inland from the waterline. Gradually the sand grass begins to give way to small shrubs, then bigger shrubs. You start to notice less sand and more dirt under your feet. Soon you are entering a forest with tall trees and shelter from the sun and the beach seems a long way behind you.

This walk seems orderly. There is an obvious progression and change from sand to sand grass, to small shrubs and eventually to fully grown trees. Yet there is a large degree of chaos that exists within the order presented above.

Sand-dunes shift. Which seed of sand grass survives and which one doesn’t is seemingly random. The same issue exists for the seeds for the small shrubs and finally the larger trees. Chaos exists side by side with order.

Dee Hock created the word ‘Chaordic‘ to describe this reality.

People who do not understand that chaos and order co-exist are constantly frustrated. As much as we may try to make the world orderly, it isn’t. One of the primary reasons is that humans are chaordic by nature. We have the power of choice and will exercise that choice in both rational and irrational ways.

Leaders need to understand that ‘chaos happens‘ from time to time. A highly valued staff member resigns and tells you they are leaving the industry. The government changes a law which directly impacts your revenue. Your computer system crashes due to a virus.

I’m not advocating that you shouldn’t do whatever you can to increase order. Look at traffic on our roads as an example. What would happen to the road toll if we eliminated speed limits and traffic lights? It is hard to imagine that increasing chaos on our roads wouldn’t increase accidents and therefore deaths. Clearly more orderly roads are safer for us all. But accidents still happen and some humans choose to break the rules.

My point is that no matter how hard we try to control everything, chaos will find a way to penetrate our order. Why? Because, it is the natural order of things.

As a leader, your challenge is to develop the capacity to live with and manage chaos when it comes. Because it will come.

Gary Ryan enables leaders and their teams to move Beyond Being Good™.

How to receive feedback from your peers

One of the most critical features of a High Performing Team is the ability of the members of the team to be able to give and receive feedback.

If you think giving feedback is hard, how would you go when it is your turn to receive it?

Would you take it personally? Would you get upset? Would you want to get back at the person who gave you the feedback?

OLYMPUS DIGITAL CAMERAIn order for peer-to-peer feedback to be effective it must have a context. The only reason for providing feedback to each other is so that the person who is receiving feedback has an opportunity to help them be the best that they can be for the team. All team members need to share in their understanding of this reason for giving feedback to each other. Secondly, feedback is only ever based on opinion and should be supported by evidence. But evidence is subject to interpretation which is why the folk providing the feedback must understand that there may be other valid ways at looking at the evidence that they are using as the basis for their opinion.

Next, feedback is a two-way conversation. Too many people believe that because they have provided a peer with some feedback then that peer should immediately respond and change their behaviour. Treating feedback as a two-way conversation helps to keep the purpose of feedback in focus (to help the person be the best that they can be for the team) and allows a shared understanding to occur. Once my direct reports told me that they believed that I wasn’t a very good example of life balance, one of our agreed behaviours. Specifically they felt that eating my lunch while continuing to work put pressure on them to do the same. After I thanked them for their feedback and made sure that I fully understood what they had told me, I explained that the very reason why I ate my lunch at my desk was because of life balance. At the time I had three young children and as often as possible I wanted to be home by 6:30pm to have dinner with my family and then bath my children. There were certain tasks of my role that required that I was on site and I couldn’t take the work home to do after my children had gone to bed. So I had made a conscious choice to eat my lunch while I was working so that I could get home by 6:30pm.

The two-way conversation resulted in my direct reports having an increased understanding of my behaviour. It also raised another issue. My team wanted more social contact with me instead of everything being work oriented. At the end of the conversation we agreed that I would continue to eat my lunch as I had done, but that I would make more effort to have some social interaction with them.

A challenge when receiving feedback is not to be defensive. This is why it is important to make sure that you fully understand what you have been told, and the evidence used to support what you have been told, before you explain why you have done what you have done. Which, by the way, won’t always be possible. Sometimes you will receive feedback that is a surprise and while you may understand what you have been told, you may need some time to process it.

Your mindset when you are receiving feedback is to consider the feedback as a gift. When you have this mindset then you will be open to discovering what your gift is. Some gifts are great and expected, others are wonderful and unexpected and some gifts are for the giver of the gift, not the receiver of the gift (like the PlayStation I gave my wife for her 30th birthday many years ago…). No matter what sort of gift you receive, the first thing to say is, “Thank you.”

Many people are worried about receiving feedback because they are concerned about what they might say if they receive some feedback they don’t like. This is why having a mindset that feedback is a gift is so powerful. You always know what you are going to say after hearing the feedback. Once again what you are going to say is, “Thank you”.

Finally, I am a fan of the process of group feedback than too much one on one feedback. In a group feedback process the group should only report what behaviours they unanimously agree that you should cease, commence or continue. One on one feedback can result in personal issues being over emphasised and the status of your peers being under or over emphasised. Weight of numbers is what matters. That is why when my entire team of direct reports told me that they didn’t think I was a good example of life balance it was critical that I understood what they were telling me and why they were telling me. The two-way conversation enabled me to re-enforce that I didn’t mind that they had lunch breaks – what I cared about was results.

In summary:

  • Feedback must only be provided to help peers be the best that they can be for the team;
  • Have the mindset that feedback is a ‘gift’;
  • Always say “Thank you” after receiving your feedback;
  • Unanimous group feedback is more powerful than too much one on one feedback; and
  • Feedback is a two-way conversation.

Gary Ryan enables leaders and their teams to move Beyond Being Good™.

A massive career development opportunity

In July 2010 I released my first printed book, “What Really Matters For Young Professionals! How to master 15 practices to accelerate your career“. Despite releasing my book I had a problem (fortunately it wasn’t selling the book). You see  I had originally written over 600 pages of content for my book but the market was saying that people wouldn’t buy a 600 page book.

YFCS Colour logoASo I trimmed my book down to 128 pages and even included a number of pictures to help the reader get from cover to cover. This meant that I had just under 500 pages of high quality content that hadn’t been used. Why not create an online course to support the book?

Did a better way exist to share my knowledge? At the time I couldn’t think of one. My work had seen me bridge the gap between university student development programs and corporate staff development programs. I was addressing educational needs about what to actually do in the real world that wasn’t being addressed at university. Time and again students (from both undergraduate and postgraduate programs) and graduate program employees would tell me, “Gary, we just don’t get taught this information at university. I know what you are teaching isn’t rocket science, but I didn’t know about it before and I wish I did. At least I’ve learned it now and can use this information about developing my employability skills to my advantage.

As my work evolved into Executive Coaching roles, even these people would tell me how they found the material enlightening and helpful in their roles, even though I hadn’t written the book or designed my course for them.

I’ve now been delivering these programs for over eight years in university faculties and schools as broad as business, law, education, pharmacy and even higher degree by research programs.  Universities don’t keep asking people who are teaching non-academic programs to come back year after year if the program isn’t any good and isn’t getting outstanding feedback from students.

At the start of 2013 I launched the Yes For Success Platform and included a new version of my book’s online course on that platform, except this time I gave it a makeover and called it Yes For Career Success. The course now includes 21 Modules, the extra five modules all being designed to help folk improve their formal leadership skills either at work or outside of work. You see, leadership is one of those skills you can’t learn by theory alone, you must do it. So I show people how they can develop their leadership outside of the work environment if necessary so that they can advance their career over time. I provide the tools so that you can consciously rather than unconsciously develop your skills. Conscious skill develop outstrips unconscious skill development any day of the week!

Those of you who know me personally will know that I genuinely want to help people to be the best that they can be. I am literally putting my money where my mouth is to back up that statement. For less than the price of two coffees I am providing as many people as possible (including you of course) with the opportunity to get access to the entire 21 Modules of the Yes For Career Success Program for under $10 for a full 12 months. Just the content on Systems Thinking is worth many times your fee to get access to this content. If you aren’t aware, Systems Thinking is a critical leadership skill that despite being identified by the Australian Government, the Business Council of Australia and the Australian Chamber of Commerce and Industry as an essential skill for effective leadership, is not being taught in any academic programs of Australia’s Group of Eight Universities, arguably the top universities in Australia.

This means that my program is providing you with an opportunity to master critical skills that aren’t being taught anywhere else. Clearly this gives you a significant advantage over your competition.

My offer is valid until midnight on Friday 31st January, 2014 and once again I am offering you 12 months full access to the entire 21 Module Yes For Career Success Program for just $9.97.

You can download the entire Course Outline here.

There are no bells and whistles about this offer. No marketing hoopla. It is a straight offer and that’s it.

I’m not going to repeat this offer again (those of you who know me will know that statement is true too). Click here to accept this offer.

Finally, too many people leave the responsibility for their development to someone else. Please don’t be like them. Take control of your career and learn how to master the employability skills that will separate you from the rest and enable you to have the career you desire.

If you have any questions or comments about the program, please leave a comment below.

Gary Ryan enables leaders and their teams to move Beyond Being Good™.

Fun Is An Important Ingredient For High Performance

This morning I read with interest Australian Cricket Vice Captain Shane Watson sharing his thoughts on Australian Cricket Coach Darren Lehmann. Watson reported that a big reason for the Australian Team’s Ashes Whitewash over England was the fact that Lehmann had created an environment where the players were having fun. Watson believed that this key element had been missing over recent years.

Big group of young jumping people.Fun. The word itself makes you smile!

International cricket is serious business. Whole nations thrive on the success of their sporting heroes. The media presence and diagnosis of performance is never-ending. While success is public, so is failure. You could easily understand that ‘fun’ was something you did outside something so serious.

Yet humans yearn for fun. We love it.

When I work with teams one of the first questions I ask them to discuss is, “If we were a high performing team we would…?”.

The vast majority of teams have included ‘fun’ as part of their answer to this question. To be clear a high performing team does not exist to have fun. Rather, having fun is one of the critical elements that contribute to creating a high performing team.

The fact remains that if you are not having fun, at least some of the time then you are unlikely to be a high performing team.

When was the last time that you and your team had some fun? If it has been a while, do something about it. A simple suggestion is to celebrate your successes.

Gary Ryan enables leaders and their teams to move Beyond Being Good™.

Creating Life Balance in 2014

Life Balance should be judged over a year. Not over a day. Not over a week and not over a month!

Hopefully you are using the festive time of the year to take stock and re-energise. Reflect on your successes, achievements and challenges from 2013 and then look ahead to 2014 and beyond.

14No doubt many of you have created New Year Resolutions. If creating more Life Balance is one of those, here are a few tips to help you achieve that goal.

1. Understand that in creating Life Balance you have many periods of being ‘out of balance’
When you judge your Life Balance over a year you will be okay with the fact that at various stages you will be ‘out of balance’ for periods of time. If you have been in a job for a while, or are studying then you will know the peak periods for your work or study. During these periods going on holidays is out of the question and your social life may take a backward step too. This is okay. Take note of when those ‘busy’ periods will be occurring and plan for them. In doing so you can be proactive with your friends and let them know that you may be hard to catch for the time that you have identified.

2. Book and pay for holidays in advance
I learned this tactic back in the late 1990s when I was suffering from overwork and fatigue. At that time of my life I used to wear my unused holidays as a badge of honour. “Look everyone. I work so hard I haven’t taken holidays for years!” As it turned out it was a silly view of the world to have as I was tired and lacked the energy to do my job properly. A good friend explained to me how he managed his energy by booking for and paying for his holidays in advance. That way both he and his family had something to look forward to throughout the year and because the holiday had already been paid for, it actually happened!

In activating this tactic I also learned that amazing deals are on offer providing you book and pay during the Xmas – New Year period (your holiday doesn’t have to be during this period, you just have to have booked it for some time during the year and have paid for it). This has literally saved me thousands of dollars – which contributes to the financial aspect of my Life Balance too!

3. Set physical goals

Lots of people set weight loss goals at this time of year. Unfortunately most people don’t get anywhere near their target weight because a specific weight is the wrong goal to have as your main goal. It is far better to set a goal that involves the achievement of a physical activity such as playing a sport on a regular basis, completing a hiking holiday or  completing a 20 kilometre walk. This year I will be supporting my wife Michelle as she prepares for her third Oxfam 100 Km Trailwallker in May. As one of her training partners I will be doing a lot of walking with her.

To enhance this tactic have ‘rolling goals’. Set multiple goals that will require you to have to keep fit so that you can achieve them. This helps to cut the risk of achieving a physical goal and then slipping back into bad habits after the goal has been achieved.

Use these three tips to help you to create the Life Balance that you desire. If you would like to learn more about creating Life Balance please visit here.

Leadership and Peak Performance Insights From Steve Moneghetti Recording

 

 

Steve Moneghetti is a world-renowned marathon runner who represented Australia at the sport’s highest level over many years.

Steve MoneghettiWhilst competing at these major championships he held a number of leadership roles within the team structure.

Since retiring at the Sydney Olympics he has held management roles at the Victorian Institute of Sport (Board Chairman), Australian Commonwealth Games Association (Mayor of Melbourne Games Village and Chef de Mission of Australian Team in India) and Athletics Australia (National Selector and National Team Manager).

Steve shares his insights about Leadership, Teamwork and High Performance.

Video length: 59:24

Gary Ryan enables leaders and their teams to move Beyond Being Good™.

Leadership and Peak Performance Insights From Steve Moneghetti

Steve Moneghetti is a world-renowned marathon runner who represented Australia at the sport’s highest level over many years.

Steve MoneghettiWhilst competing at these major championships he held a number of leadership roles within the team structure.

Since retiring at the Sydney Olympics he has held management roles at the Victorian Institute of Sport (Board Chairman), Australian Commonwealth Games Association (Mayor of Melbourne Games Village and Chef de Mission of Australian Team in India) and Athletics Australia (National Selector and National Team Manager).

With a degree in Engineering and education qualifications he is now the Director of a successful sports consultancy company.

Join Gary Ryan from Organisations That Matter as he interviews Steve to explore leadership and the achievement of high performance in all aspects of your life.

This is a free online event.

Date: Tuesday 17th December 2013, 10am – 10:40am (ADT GMT+11)

Register now as seats are limited.

Gary Ryan enables leaders and their teams to move Beyond Being Good™.

LinkedIn For University Students

 



LinkedIn isn’t just for people who have started their careers. Used correctly, LinkedIn can help university students to jump-start their careers.

In this video Gary explains how to set up your profile, how to give and receive endorsements and recommendations, how to properly connect with people, how to use the group function effectively and how to build online to face to face business relationships.

While the video is tailored to university students, the tips and step by step guides are useful for anyone who wants to improve how they use LinkedIn to advance their career.

Gary Ryan enables leaders and their teams to move Beyond Being Good™.