(COMFORI) Climbing the Corporate Ladder: From Assistant to Strategic Business Partner

Climbing the Corporate Ladder: From Assistant to Strategic Business Partner 
(COMFORI) Elite Secretarial & Administrative Conference 2014 

Business partner relationship definitely requires time, trust, effort and commitment from both you and your boss. Effective communication is vital on an on-going basis in order to ensure both sides are clear on each other’s’ expectations and boundaries. Do you have what it takes to be the strategic business partner to your boss? In this session you will be able to widen your perspective and learn on: 

• Understanding your boss’ expectations and identify the characteristics of effective business partnership. 
• Revealing the strategies for you to achieve the 3Ps in Empowerment at workplace - Permission to take on responsibility, Power to make decision and Protection for the decisions made. 
• The successful approaches in creating the WOW Factors by anticipating the needs that keep a long lasting impression to everybody.

(COMFORI) Climbing the Corporate Ladder: From Assistant to Strategic Business Partner from Kenny Ong

Sunway University Talk - Employers' Expectations

Sunway University Talk: Employers' Expectations

Sunway uni presentation by kenny ong march 2013 v1 from Kenny Ong

Real Leaders Eat Last - The Psychology of Leadership in the New Millennium

Marcus Evans Workplace & Organisational Psychology Conference, KL

• Considering different leadership and management styles to adopt what is best for your organisation in today’s working environment
• Specifying set competencies as guidelines for effective leadership
• Designing individual effective leadership development programmes to groom next generation leaders within your company
• Utilising “Real leaders eat last” and other unconventional concepts for leading staff in the new millennium 

Download Here: 

http://www.slideshare.net/kennyong/real-leaders-eat-last-the-psychology-of-leadership-in-the-new-millennium-presentation/download

Real Leaders Eat Last - The Psychology of Leadership in the New Millennium

View SlideShare presentation or Upload your own. (tags: real leaders)

Enhancing the Business Performance Management System for More Effective Business and Talent Management

MEF National Conference 2008, MANAGING PERFORMANCE FOR BUSINESS EXCELLENCE, KL

Enhancing the Business Performance Management System for More Effective Business and Talent Management

View SlideShare presentation or Upload your own. (tags: enhancing performance)

Big Fish Small Fish and its relation to Career Decisions

I was conducting a class on Career Development the other day and I raised a couple of questions concerning Career Options. The first question was simple, but raised a lot of eyebrows:

"Would you rather be a Big Fish in a Small Pond, or a Small Fish in a Big Pond?"

Let's translate that: For the same salary and benefits, would you rather have a big shot in a small company or a small shot in a big company?

There is of course, no actual answer to that question. However, a person's ability to answer this question will determine his or her ability to build their careers strategically, and not in a haphazard way, like most people do.

I found out that a couple of them had sleepless nights since then, wondering about their own answer to that question. Good for them.

What's your answer?


-TURD-

The New Role of Secretaries: Quick Tip 1

In the old days, you could judge the competency level of a Secretary by how fast they typed.

Now, Secretaries are evaluated on their competency based on how fast they can Cut and Paste.

Think about it.


-TURD-

Note: New Presentation Download

Hi.

I have just uploaded a new presentation for anyone who wants to download:
Where: Under the "My Presentation Downloads" section on the right
Event: Jobstreet.com Annual Sales Convention 2008
Title: New Year, New Beginning - Sales Success
File: Powerpoint, PPT
How: Download and save unto your hard disk.

Enjoy :)

-TURD-

12 Ways to Retain ‘Swing’ Talents in Your Organization

In my previous article, I wrote about ‘Customer Loyalty and Retention’ and brought to our attention a group of Customer’s known as the ‘Swing’ group. These are customers who stick around your business only because you happen to be the best alternative at the moment until they find a better alternative. This makes this group if customers valuable yet un-retainable in the long run.

Here, I would like to bring forward also the concept of ‘Swing’ Talents. To begin, there are two groups of Talent who are staying with you now: Loyal and Swing.

Loyal are those Talented employees who stick around your company either due to the job, the boss or the company’s mission/business/image. The moment any of these three does not seem right, they will start leaving.

On the other hand, Swing Employees who are Loyal to you because you happen to be the “Best alternative at the current moment until I find another alternative” situation. In other words, these are key talents who are ready to leave any moment no matter what you do to enrich their jobs or to give them a good boss. You are simply not their permanent choice.

Why then do they stay? Swing Talents are ‘loyal’ because:
1. Individual Relationships with people in the company
2. Convenience (at that point in time)
3. Contractually tied-up
4. Exciting Direct Incentives
5. No better alternatives in the market yet
6. Subordinates whom they love and love them back
7. No known alternatives in the market yet
8. CV friendly

OK then. What can we do? Well, other than pray and hope, I can only think of 12 ways:
1. Over Promote
2. Loans
3. Spot Bonuses
4. Block recruiters
5. The Spouse (and their Children, if possible)
6. Toys (e.g. iPODs, MACs, MP3s, 22” LCD Screens etc.)
7. Glorified Titles
8. Forced Ambassador
9. “Position” the competition
10. Sell the Dream
11. Give them a Best Friend
12. Appoint them as Internal Trainers

In other words, try to do some of these 12 things and hope for the best. At least you can say you have tried.

-TURD-

Top 4 Biggest Career Mistakes You'll Ever Make

A while ago, I was asked to speak to a group of young, eager, and aggresive post-studies executives who have just landed their first jobs but still unsure about their future. I was asked to talk on someting about Career Planning and stuff like that.

During the session, I was asked a substantial amount of questions concerning what would be the 'wrong' steps to avoid while climbing the career ladder. As a summary, I noted these 4 biggest career mistakes they'll ever make:

1.Keeping a career in line with your education
This is the first that came to my mind. I have seen and counseled many people whom were in despair halfway through their career lives, saddened by the fact that they are stuck where there are because of a wrong decision made concerning their education many years back.

My simple advice is this - look at the successful career professionals around you. You will notice that the common thing about them is that they are mostly doing something which is not directly tied to their paper qualifications (except for thos in professional jobs e.g. lawyers, accountants).

Do not ever let your education (or lack of) tie you down. Work on the career you want.

2.Getting career advice from your parents (or relatives)
This, to me, is mistake NUMERO UNO. Most parents have no clue to what a good career is and many parents (though out of good intentions) still insist on advising their children what to do.

Question: If you want to be a successful Engineer, who do you ask - your parents or a successful Engineer? The answer is obvious. Take advice from professionals. Parents should only give general advice - study hard, work hard, be honest etc.

3.Changing jobs without long-term strategy in mind
This is simple. The 500 dollar increment from another company may look interesting but may also kill your career in the long run. Change jobs only when you are very very very very sure that it is a strategic step to your overall career plans.


4.Letting your Boss (or company) manage your career
Never forget this one. You are your own boss and your own master. Manage your own career. Invest in yourself. Don't cry if your company does not send you for training. Save some money and go for your own training.


If you can take care to avoid these "Top 4 Biggest Career Mistakes You'll Ever Make", then you are on your way to a satisfying career.

-TURD-

7 Essential Management Skills for Career Survival

Two questions - Do you want a good career? Do you want a good career Fast or Slow?

If you answered positively to both questions, then you would want to carry on reading and find out the 7 Essential Management Skills you need for Career Survival.

Let us go back to the beginning: You want a Good Career fast? Well then, only PROFESSIONALS get to have a good career fast. BUT, Professionals have to pay a much higher price than semi-professionals and amateurs. So, do you want to be a Professional or Amateur?

OK, good. Since you are still reading I presume that you want to be a Professional in order to have a good career fast. What then are the 7 Essential Management Skills? Let us begin.

Firstly, are you interested in a Job or a Career? You have to learn how to differentiate the two. Check whatever you are doing now. If it's a job, you would have no interest in learning, no motivation to improve, no energy, no growth plans. If it's a career to you, you would be learning, always wanting to improve, lots of energy and have a firm growth plan. If what you are doing is a job to you, stop here. If it's a career to you, proceed.

The 7 Management Skills in summary are:

1. Managing your Job
2. Managing your Boss
3. Managing your Time
4. Managing your Relationships
5. Managing your Discipline
6. Managing your Attitude
7. Managing your Career

1. Managing Your Job
Remember this: "Know your job well, do it well, and be better than anyone else doing it." (this is taken from a book called "The Rules of Work" by Richard Templar). Bottom Line: You must be really good at your job before attempting anything else. Otherwise, it's just wasted efforts. Don't listen to those so called career coaches who ask you to 'dream' or 'envision' your career 20 years from now. That's just plain rubbish. If you are not doing your job well, or you are not the best in your job, don't even think about climbing the ladder. Do your job well first.

Make sure you know the difference between Activities vs. Results. What's the difference? We can either refer to our job in terms of Activities or Results. Whichever reference you choose determines your behaviors on a daily basis. Remember: Success depends on managing your job based on RESULTS-oriented thinking.

2. Managing your Boss
There are four parts to this: Understand and find solutions for your Boss' problems, Manage your Boss as a Client not a Boss, Manage and influence your Boss based on his Personality, and finally learn how to deal with Bad Bosses as well as when to give up and walk away.

3. Managing your Time
Time is irreversible, so make the best use of it every second of your life. What you really Value is found in how you spend your Time and Money. Love is spelt as T.I.M.E. to your loved ones. Interruptions will always happen, so plan for them every time. Time investments compound, so be patient and persevere. "I don't have time" is a sorry excuse for someone who has placed the issue as a lower priority. Time required for something expands according to expectations - which means that if you set an urgent time-frame, it will be done fast. If you set a long and relaxed time-frame, it will be done slow.

Only three things really matter in Time Management: 1) Learn how to Prioritize, 2) Develop and use a To-do List, and 3) learn how to Maximize Time

4. Managing your Relationships
Why? Because good performance and skill won't get you very far. You need others to succeed.
You cannot get people to listen to you if they don't like you. And if they don't listen to you, you won't accomplish anything! Remember that Relationships = Expectations. You must know the expectations and manage those expectations.

People are interested in themselves, not in you. What is the most interesting subject in the world to them? THEMSELVES. Take four words out of your vocabulary: "I, me, my, mine" and substitute for the most powerful word: "YOU". Remember that the more important you make people feel, the more they will respond to you. Avoid arguing.

5. Managing your Discipline
Discipline consists of three parts: discipline in Habits, discipline in Self Development, and discipline in Feelings.

Control your habits, and you can control your Success. Failure is also because of habits. The only difference between those who have failed and those who have succeeded lies in the difference of their habit. Think about it - your actions are ruled mostly by your habits. Only a habit and control another habit. It takes an average of 21 days to form a new habit. The goal habits: It will be part of your subconscious mind. You need to form good habits in 3 areas: Thinking, Speaking, Doing.

Self Development is an Investment in your self. Investment means how much Time and Money you spend on your self. Nobody is going to invest in you. Start Early because small differences compound in the long-term.

Control your emotions. "Anyone can become angry - that is easy. But to be angry with the right person, to the right degree, at the right time, for the right purpose, and in the right way - that is not easy." (I think this is by Aristotle)

6. Managing your Attitude
List down Bad Attitudes - and reverse them. Be careful of 'us' vs. 'them' thinking. Serve before expecting to be served. Have high standards for yourself. Never complain about how hard you work.

7. Managing your Career
Just remember the following biggest career mistakes a person can ever make: Keeping a career in line with your education, Getting career advice from your parents (or relatives), Changing jobs without long-term strategy in mind, and Letting your Boss (or company) manage your career.

Remember: If you are not doing your job well, or you are not the best in your job, don't even think about climbing the ladder. Do your job well first. Don't say I didn't warn you.


-TURD-

Leadership RDA for RDA

Two questions: How do I detect a potential leader? How do I know whether a leader is progressively growing?

These two questions concern two groups of people i.e. organizations that are looking for & developing leaders, and individuals who want to become leaders.

Now, to answer the first question:
A person can detect leadership potential through RDA. In the nutritional world, RDA stands for Recommended Daily Allowance, which in essence, stands for something that you have to intake on a daily basis if you want to remain healthy.

Well, in essence, to become a leader (or to detect a potential one), a person needs the Leadership RDA – which stands for Relationship, Discipline, and Attitude. These three characteristics will determine a person’s leadership level. In other words, the higher the basic RDA a person has, the higher the person will grow in leadership.

What then, are the components of Relationship, Discipline, and Attitude? Let me briefly explain:

A. Relationship

1. Why? Good performance & skill won't get you very far. You need others to succeed.
2. Five Rules for Successful Relationships:- Be Yourself, Be of Value, Be Consistent, Be Truthful, and Do What You Say
3. You cannot get people to listen to you if they don't like you. And if they don’t listen to you, you won’t accomplish anything!
4. Relationships = Expectations. You must know the expectations and manage those expectations.
5. People are interested in themselves, not in you
6. What is the most interesting subject in the world to them? THEMSELVES
7. Take four words out of your vocabulary: “I, me, my, mine” and substitute for the most powerful word: “YOU”
8. Remember that the more important you make people feel, the more they will respond to you.
9. Avoid arguing.
   

B. Discipline

1. Discipline consists of three areas:- Habits, Self Development, and Feelings
2. About Habits: Your success depends on what you do. What you do depends on who you are. Who you are depends on Habits. In summary, what we do, say and think is 90% controlled by habits.
3. About Self Development: It is an Investment. Investment = Time + Money. Nobody is going to invest in you. Start Early. Small Differences compound in the long-term.
4. About Feelings: “Anyone can become angry –that is easy. But to be angry with the right person, to the right degree, at the right time, for the right purpose, and in the right way – that is not easy.” If you cannot control your feelings and emotions, forget about being a leader.

C. Attitude

1. List down Bad Attitudes – and reverse them
2. Be careful of ‘us’ vs. ‘them’ thinking
3. Serve before expecting to be served
4. Have high standards for yourself
5. Never complain about how hard you work
   

OK…now, for the second question: How do I know whether a leader is progressively growing?
The answer is very easy. Is the leader taking their RDA for their RDA? In more explicit terms, is the leader taking their Recommended Daily Allowance for their Relationship, Discipline, and Attitude. In even more explicit terms, is the leader, daily, progressively, improving on the three aspects?

This is where leadership development comes in. Forget about teaching delegation, empowerment, leadership styles, employee engagement and all those other hooplas that consultants try to sell to you. Get the basics right first. If your potential leader is not strong in the three basic areas of Relationship, Discipline, and Attitude and doesn’t have a daily regime to improve on them, you need help. Otherwise, find another leader.


What else do you need?

-TURD-

Never Learn

I just received this great image from my sister:


This explains EXACTLY the problem most people have with admiting and learning from their own mistakes. This is turn causes most people to continue failing over and over again, and never being able to achieve their potential.

In fact, I find that 'Leaders' are the people most at fault in commiting the above.

Sad isn't it?

-TURD-

TIME to know

Before we can start to really 'manage time', we need to know a few things about it:

1. Time is irreversible
Every second is precious. Once a second passes, you can NEVER EVER claim it back. Do no waste it with activities that do not add any value to your life. Analyze all the time wasters in your day. Use the "Off" switch on your TV. Play with you kid.

2. Value = Time + Money
What a person really values in their life can be tracked from where they spend their discretionary Time and discretionary Money. A person can lie and boast about how much they value their spouse, but if they spend their time and money on stuff other than their spouse, I know they are lying.

3. Love is spelt as T.I.M.E. to your loved ones
This is obvious. The most precious gift I can ever give to my wife (according to her) is my time.

4. Interruptions will always happen
It always surprises me how so many people keep giving the excuse that they don’t have enough time to complete something or meet a deadline because they were “interrupted”. ‘Interruptions’ is a part of life – it will always happen and we should just accept it. In everything that we plan, always always always always build in the interruption factor.

5. Time investments compound
Two facts about compounding: the earlier the better and starting small will always compound to something big down the road. As such, the investment of time in anything (relationships, self development, planning, etc) must be done with these two facts in mind. In other words, “Start small, grow fast”.

6. “I don't have time” = lower priority
When somebody tells you that they ‘don’t have time’ for something you ask them to do, it means only one thing – your request is of lesser priority than whatever they hand in hand. Managing time means managing your priorities and making sacrifices (more on this in a later post)

7. Time required for something expands according to expectations
This is a tough one explain, but I will try. Let me ask you question which you have to honestly answer… “Do you get more or less work done on the day before a long holiday compared to your other work days?” More work done? Why? Simple. On normal days, we expand our time to complete tasks to fill up the time available. In other words, the excuse of “I don’t have enough time for…’ is not valid. It just means that you have not learned to optimize your time.

Time to do something.

-TURD-

Selecting Leaders

I get a lot of mails and enquiries regarding a few recurring but interesting questions:
“How do I get one of my teams to respect the team leader?”
“We have a team that is in conflict with the leader. How do we force the team to stop it?”
“One of our leaders is facing heavy resistance from his team. What can we do?”
“A department in our company works well together only when their manager is not around. What can we do?”
“Which teambuilding course should I send one of my teams together with their leader so that they can cooperate better?”
“What can I do to team members who talks disrespectfully about their leader?”


Before I go forward, let me get a few things straight:
The problem lies with the leader, not the team. Therefore, sending the entire team to a teambuilding course will worsen the situation.
Respect must be earned by the leader. Management cannot force the team to respect the leader.
The team has a choice to respect or not respect the leader. It is their right. However, as long as the leader is around, they have to listen to instructions from the leader, otherwise it is insubordination.

OK…with that out of the way, let’s start looking at the questions above. What strikes you as a common theme? You are right – Selecting the Wrong Leader. There is another related theme though – Selecting a Right Leader who is Not Yet Ready. These main theme – Selecting Leaders, appears to be the major root cause for a lot of organizational and team problems.

Selecting the wrong leader can cause the following (among other things) in the team:
Demotivation
Anger and Frustration
Conflict
Silent rebellion
Confusion
Constant gossiping and bickering

So… the RM1,294,856 question is… “How do I select leaders?”. To tell you the truth, if I had the answer, I would be filthy rich by now, in a yacht in the Carribean sea, enjoying my freshly squeezed orange juice, and not bothering to write anymore blogs.

But, I do have some clues. At the heart of selecting potential leaders, lies three basic criteria that MUST NEVER be compromised:
1) Track Record – has historically performed well consistently, managed to get things done regardless of the odds or lack of resources, and have been willing to roll up their sleeves for dirty work
2) Relationship Building – managed to influence peers without formal authority, able to gain respect based on character, can get people to like them
3) Emotional Control – I don’t need to clarify this one.


My advice is this – if a potential leader does not qualify ALL THREE of the above, it is better not to make that a person a leader yet. However, all three can be developed.

If you decide to do otherwise, I can guarantee all hell will break loose. You will keep the leader but lose your members (either physically or mentally).

Don’t say I didn’t warn you.

-TURD-

Power Points for Powerpoints

It still surprises me how so many people take their Powerpoint presentations so lightly. As part of my work, I have to sit in to quite a few presentations by subordinates, peers, project members, consultants, sales people, vendors, etc. and a large percentage of these people presenting clearly show me that they have not done enough homework on their skills with powerpoint presentations.

Let me get to one thing straight – public presentations are what I call “career defining moments”. It doesn’t matter the content or audience. At any point in time you are asked to present in public, it means that your entire image and personal brand (whatever you call it) will be subjected to review. This review will in turn influence their perception of your competence. I know this is unfair, but that’s just how it works.

So… in order for us deliver better powerpoint presentations (or any form of public presentations), you may want to take note of the following…

For Presentations in General:
1. Handouts – you have pass out Handouts according to Protocol. Meaning…the first person receiving it should be the highest ranking person in the room (usually the Chairperson), followed by the next highest ranking, and so on.
2. Powerpoint skills – learn everything you can about operating and manipulating the powerpoint program. I have seen so many presenters embarrass themselves by showing how incompetent they are with a powerpoint program when something goes wrong. To me, it’s just plain laziness for not being an expert in powerpoint programs.
3. Handouts 2 – Powerpoint slides are used for highlighting main points. DO NOT (NEVER) cut-and-paste detailed stuff on slides such as charts, excel tables, etc. No one can see it and it makes you look dumb. The detailed items should always be given as handouts.
4. Details – How detailed your presentation should be must always correlate with the audience. I don’t care how clever you are or how many PhDs you have. If you are presenting to Top Management, or to an audience outside your realm of expertise (eg. IT presenting to Marketing), avoid using technical terms, jargons, and abbreviations. No one understands you.
5. Always give a copy of your presentation to the Chairperson/Boss/Client at least a day BEFORE the presentation.
6. In any presentation, you have to TALK to the audience, not read or make a speech. We don’t want speeches. We want conversation.
7. The order of presentation should be: Summary-Content-Q&A-Action/Summary-Thank You. Never start with a “Thank You for inviting me…”. End with it.
8. NEVER switch off the lights for a powerpoint presentation. If you have to switch off the lights in order to read your slides, then there is something wrong with your slides (font, color, layout).
9. YOU are the Star, not the slides. Remember that.

OK…now something more specific on Powerpoint Slides:
1. Use as little words as possible
2. Use Large Fonts (min. Arial, size 18 for small rooms, min. Arial size 22 for big rooms)
3. Learn how to expertly operate and manipulate the LCD projector
4. Use numbered or bulleted lists
5. DO NOT talk to the slides when presenting. Face the audience and maintain eye contact.
6. DO NOT fit many things into one page
7. DO NOT get fancy with slide transitions, builds and other custom animations


Go ahead. Do something.

-TURD-

My Boss, the Client

Here is something I shared in some trainings about managing bosses:

1. RULE: Do not treat your boss as a boss. Treat your boss as a Customer
   
   What I have learned about properly managing clients and customers:
   a. Make them look good and they will make you look good
   
   b. What ever you give to the CEO (bis boss), give to the HR Manager (direct boss)
   
   c. You better be more prepared than the client
   
   d. The client wants results, not activity
   
   e. No matter how much I hated my client, he is still the one buying rice for my family
   
   f. Clients don’t like to hear the word “No”. They prefer “Maybe”. The best is “Yes, can be done.”
   
   g. Clients will pay you for one job but request ten other jobs for free if they can.
   
   h. You have to produce first, then only get paid.
   
   i. If you want a big project, aim for the small project first.
   
   j. If something goes wrong, the client will kill the consultant. He won’t kill anyone else.
   
   k. A client will pay you the rate that they think you deserve, not what you think you deserve.
   
   l. A client won’t pay for your development. They expect you to get better by yourself. If not, they just look for another consultant.
   
   m. You are not the only consultant they can hire. Are you better than the rest? How do you know?
   
   n. The client is always right. Agree first, try to change later.
   
   o. Clients hire you to solve problems that they cannot solve or do not want to solve.
   

You will thank me for this someday.

-TURD-

How to reach your maximum Potential

You think you've got potential? You think you are the special 'one' and the world will open up for you? You think that talent is all it takes? Boy have I got news for you...

Ok Ok. You've got Potential, and you know it. Interested in maximizing your potential to the fullest? Here goes:

1.Grow up
Stop whining and complaining. Life is not fair. Get used to it.

2.Understand Yourself
Know who you really are. Put your strengths to good use. Beware your weaknesses.

3.Invest in Yourself
Invest = Time + Money. Go do it.

4.Eliminate “Cannot be Done”
These three words will stop you from going far in your career. Stop it.

5.You are being observed all the time
Performance Appraisal is conducted on you 365 days a year. Don't forget it.

6.Everything depends on Relationships
If people hate you...well, it's hard to get things done.

7.Choose your close Friends
Close friends influence your character, thinking, and attitude. Enough said.

8.Serve
Aim to be always of service and you can get anything you want.

9.Control and use your Emotions
Gettting angry at the right moment in the right place is crucial. Practice.

10.Discipline
Do important things first. Prioritize things that are of Value. Switch off your TV and go play with your kid.

Time to do something.

-TURD-

Leadership Contradictions

"in the past 18 months, we have heard that profit is more important than revenue, quality is more important that profit, people are more important than profit, customers are more important than our people, big customers are more important than small customers, and that growth is the key to our success. No wonder our performance is inconsistent"

The number one Leadership Challenge is that leadership itself is full of contradictions. However, a great leader is someone who can accept and use both sides of the contradictions at the same time.

The contradictions become even more and more ridiculous when a person rises in the leadership hierarchy. The following are some leadership contradictions that will pose difficult leadership challenges to all leaders:

• Decisive
  Accept uncertainties. Decide on what you need to decide and get on with it.
  
  BUT…. Not Decisive
  Think Gray (not black, not white), Delegate the decision-making, Put off to tomorrow - Timing of decision is as important as decision
  
  
• Dependent
  A leader must learn to trust and depend on their people
  
  BUT… Independent
  Ability to simultaneously view things from two or more perspectives
  
  
• Get advise from Experts
  
  BUT… Be careful of Experts
  Never take experts too seriously & Never trust experts completely
  
  
• Take recognition
  For losses
  
  BUT… Don't take recognition
  For victories
  
  
  
• Focus on present
  Reality, Results, Systems, and Processes
  
  BUT… focus on future
  Strategic foresight & Vision
  
  
  
• Skills are important
  
  BUT… Skills are not important
  Especially in human relation matters
  
  
  
• Its not what you say, its what u do that's important
  
  But… its not what you do, its what u say that's important
  
  
  
• You are in control (resources, processes, systems)
  
  But… You are NOT in control (people)
  
  
• Need ego (confidence)
  
  but… cannot have ego (pride, inflexibility)
  
  
• Decision based on feelings
  
  But… Decision CANNOT be based on feelings
  
  
  
• Leadership is the goal (influence, credibility, trust)
  
  But… leadership is NOT the goal (achievement, next level leadership, improved lives)
  
  
  
• Continue changing
  
  BUT… Consistent (values)
  
  
  
• Big view (business, community, lives)
  
  But… Small view (individual lives)
  
  
  
• Leadership is all about Inward (mind)
  
  BUT… leadership is all about outward (measure of success)
  
  
  
• Mature (thinking, actions)
  
  BUT… child-like (explore, why?, ideas)
  

Who said being a Leader is easy?

-TURD-