I loved listening to him. Zig Ziglar offered up powerful encouragement dressed up in a charming southern accent. He was a master of motivation. Zig loved to say, “You don’t pay the price, you enjoy the benefits.”
Do you like to struggle? You might be thinking, “Does anyone like to struggle?” Surprisingly the answer is a resounding “Yes,” because the greatest achievements, discoveries and breakthroughs in history were uncovered in the face of struggle.
Kids are natural born questioners. Fearlessly pursuing their curiosity. As kids we would ask “Why?” repeatedly and without a moments hesitation.
Most of us wore our parents out asking why? Then as parents, we faced the same onslaught of curiosity. “Dad, why is the sky blue?” I still don’t know why the sky is blue but I do know that questions are powerful.
Would you like to be better or get better? There is a subtle but powerful difference between the two.
Who doesn’t want to be better—right? No one would object to waking up tomorrow and being better in every role and responsibility in their life. So asking if you want to be better is an irrelevant question because the answer is obviously yes.
The title caught my eye—Unoffendable. I laughed at the thought that some people might be offended by the mere suggestion of being unoffendable.
Is unoffendable even a word? I have to wonder because every time I type it a red line pops up under it suggesting it is either a “made up” word or misspelled.
Do you make too much of stuff that doesn’t really matter? I know I have. How is it that what we embrace as vital, urgent and important at a given moment clouds our perspective on what is truly important?
This past weekend we may have witnessed one of (if not) the greatest Super Bowl game in history. Tom Brady and the New England Patriots engineered the ultimate comeback in Super Bowl history to send the game into overtime.
One of the greatest shifts in business history is currently unfolding. A generational transformation is underway that will open the door to an unprecedented opportunity for impact for Millennials and their organizations.
You can gain a significant advantage by both recognizing and seizing it. It begins with organizations of all types clamoring to attract quality talent. But beyond attracting talent how organizations respond to this generational transformation may well predict not only future success but survival.
The text message read, “I am tired of living on the defensive, can you help?” I could have pecked out that text message many times. I think most of us could. We might say it any number of ways but it screams one thing—“I’m stuck, can you help me get unstuck.”
Stuck is that sinking feeling you have in the pit of your stomach that says you are on the defensive. It a position in the race where progress is halted and you begin drifting away from the finish you envision.
Did he say what I thought he said? He most certainly did. He called it, “a phenomenon.” It is most certainly an annual event. But to call it a phenomenon would be overstating it.
A phenomenon is defined as an unusual, significant, or unaccountable fact or occurrence; a marvel or remarkable occurence. So it is clearly not a phenomenon. You might argue it is significant (it is), but remarkable—unfortunately not.
It’s that time of year—annual review time! Auditors and accountants have created an industry out of it. For the next few weeks, employees and managers will engage in the ritual of year-end reviews.
News media will pour over their coverage and create their “Year in Review”. Even Facebook will create a personalized year in review for you. It’s easy, simply push a button and your social media will be decorated with hats, bells, whistles and confetti.
Starting is easy—it’s finishing that is difficult. You’ve been there. We’ve all been there. One lap, one quarter, one period to go. How you finish is what separates a good legacy from a great one.
When the finish line comes into view it can give rise to a range of emotions—especially if the stakes are high and the important people in our life are counting on us.