Juggling Elephants Blog

What have you done to improve your performance in one or more of your rings?
-Juggling Elephants, page 106

Let's hear it for constructive feedback! Okay, your groan confirms what we already know-most people just don't like feedback on how to improve. I admit it is sometimes difficult for me too. In today's workplace, however, it is critical to constantly examine our skills and make improvements when possible. Even in our roles as parents and spouses we ought to be willing to seek ways to improve our performance.

The next time you are seeking (or simply being given) feedback, consider these points:

• Does the person giving you feedback have your best interests at heart? Do they know your purpose?
• Has their feedback been validated by others or your own thoughts?
• Is the feedback based on a tested instrument that has given valid results?
• Will following the changes recommended by the feedback help you more effectively accomplish your purpose?

If the answer is "yes" to most of these questions, then its probably a good idea to heed it. After all, your goal is more standing ovations, right?

Labels: self-improvement

In our Juggling Elephants training program we have a section where we work through "bad acts" that have crept into our lineup. Things that inhibit our ability to get more important things done. In recent weeks I have increasingly heard the act of "Facebook" or "MySpace" shared as one such act. Of course we clarify the bad act as "too much time on Facebook or MySpace" because in and of themselves, these sites are not bad. How we use them determines their impact (positively or negatively) on our lives.

The classic line most people give in a training session is, "I had a couple minutes so I went to my page and then found myself still sitting there an hour later. Time just flew by." It is so easy to do.

If you're trying to limit your time with social media, web surfing or other activity, consider getting a timer. I have an inexpensive digital one that I keep on my office desk and also one in my home. Set the time you are allowing yourself to have for an activity and then you have a steady reminder that your time is dwindling. You will also find that you prioritize what you want to get done (or do) because you have limited time resources. And the shrill "beep beep" will be enough to remind you that it's time to go to the next act in your lineup. Yes, you have to have the discipline to pull yourself away from the activity-you're the ringmaster of your circus.

I also use it for conference calls, working on projects or anytime I need to manage the time I spend on any task.

Labels: productivity, time management, willpower

While spending time with my 5 year old last week, I had to laugh at her "babbling." She would just talk and talk, sometimes making sense, sometimes saying things that only she could understand it's meaning or intent. At one point, I invited her to help me solve a minor problem (to build her critical thinking skills, of course). She would offer an answer and then continue talking about it, often to the point that I forgot her solution. At one point I simply said, "Just stop talking for a minute and let me think about it."

Sometimes I need to take my own advice. I am guilty of "talking too much." Silence between people is not a bad thing. It gives us time to reflect, ponder and evaluate. We certainly wouldn't want a ringmaster of a circus to babble on about an act. Introduce it, give me the facts, and then get out of the way.

In my travels I have come to really appreciate conversations with individuals for whom English is not their primary language. They use only the words needed to get their point across. There are often moments of silence while they think of the words they want to use, and that gives me time to think about what they are saying. I have learned much about true conversation from such people.

Today, why not try to choose your words more wisely. You might just find yourself a better conversationalist, and that people around you are more in tune with what you are really saying.

Labels: communication, conflict resolution, personal growth

While I do meet many ringmasters who have a solid sense of passion and purpose, I also meet a significant number of people who are less than excited about the direction of their circus. It's frustrating because they have so much to offer their company, their family and others around them.

Sadly, the root cause is often a lack of confidence. They haven't had enough individuals in their circus clapping and cheering them on in their performance. They haven't been reminded of how important they are to an organization, family or community. They have allowed the perceptions and callousness of others to diminish their determination, purpose and success.

If you are one of those people, remember the words of Eleanor Roosevelt. If you know some individuals suffering with an inferiority complex, make this the day you encourage them and remind them how important they and their talents and skills are to you, your organization and in the circus of others.

Labels: leadership, Quotes, relationships, ringmaster

While on a flight yesterday I overheard the conversation behind me. A group of people were on their way to some type of conference. I'm not sure of the purpose of the conference, but it was part of their work responsibility. Here's the gist of the conversation. We'll call them Attendee 1 and Attendee 2:

Attendee 1: Do you know what we're supposed to do at this conference? What sessions do I have to go to?
Attendee 2: Well, you are required to go to the opening reception tonight, and tomorrow night they have a real neat off site dinner planned. I try to go to several of the sessions. Sometimes they are interesting. I normally sit in the back, and if they don't keep my interest I just leave.

I shuddered. Two people attending a conference, probably at the expense of the company, and one is clueless while the other's priority is a good meal. What a tremendous return on investment the company will get for sending these two people.

My question is, "Where is their manager, supervisor or boss in the equation?" If I were sending (or allowing) two people to go to a conference on company time, there are a few things I would do as their ringmaster to insure that the experience was of benefit to them and the company. They would include:

• Reviewing the agenda with the attendee. Most all conferences post their agenda, including breakout sessions, on their website. At least request it from the attendee even if you don't review it with them in person.
• Reflect on the best "acts" for the attendee. Review sessions that have will have content specific to the attendee's job responsibilities and/or company strategic interests. You don't have to choose all of them, but at least give them some guidance-especially if they have not attended a conference like this in the past.
• Remind them to take advantage of networking. So many good ideas at a conference come from table discussions at meals, breaks and at informal moments.
• Encourage them to enjoy some "self ring" time. If you are familiar with the area suggest an activity they could do during some of their free time-or direct them to someone who could be of help in knowing the local area. Web information is plentiful, but an individual's first hand experience is sometimes the most efficient way to garner insights.
• Follow up when they return. Talk with them about the experience. Let them share information from the conference that is of benefit to the company and their coworkers. Ask how, as their "ringmaster," you can help with any new directions or initiatives that grew out of the conference. Perhaps even set the follow up time with them PRIOR to their attendance at the conference. Accountablility in today's business climate is a necessity, not a luxury.

Conferences just offer too much benefit to an organization to be missed because a ringmaster didn't take the time to effectively prepare a performer for this act in their work ring.

Labels: employees, leadership, meetings