Have you or your team reached your full potential yet?

It’s easy to talk about reaching your potential. However, does anyone really have a roadmap, or is there actually one that exists to help you or your team achieve its maximum potential? Or, once you reach your or a team’s potential, is it possible to maintain this potential?

These are all really difficult and profound questions to consider, let alone answer. In terms of having a roadmap, yes, it is possible to have one, especially if you intend to get to where you desire to be. Potential can be a subjective concept, and depending on what you are measuring, your measurement criteria may or may not be accurate.

Some potential is more elusive and difficult to quantify. For example, people who are considered friendly and able to converse with anyone may have potential to have a career in sales. For those of you in sales, you know there are varying degrees of being a good conversationalist, and it might not have anything to do with being friendly. So, if you were in a position to judge someone’s potential about whether they would be successful in sales, you would likely need to factor in other criteria to help you.

Measuring potential is not a single dimension exercise. When you factor in assessing more than one person’s potential and are asked to determine an entire team’s collective potential, this becomes much more challenging to do. However, I have found it is possible to do this type of measurement. In addition to leveraging the Gallup StrengthsFinder Survey to determine each team members Top 5 strengths, there are a number of other criteria I overlay to help me.

Here are some of the criteria I apply to help me determine both an individual, as well as a team’s success potential.

  • You need to assess the motivation level of each person on the team. This can be achieved by asking them a series of questions which will reveal what their current motivation level is, and what level they have the capacity to get to.
  • Different from assessing someone’s motivation level, is determining what motivates them. You might be surprised by the variety of answers, and they are not all driven by tangible things you might expect to hear them tell you.
  • Each person has a different definition of what success means. When you find out what theirs is, it can provide clear insight into what their potential level is.
  • Find out what the team leader is doing to serve as a role model to help inspire and motivate their team to reach each of their potentials, as well as for the collective team potential.
  • Asking someone to visualize and then describe their vision of reaching their potential isn’t something most people are asked, especially in the workplace. This is more commonly asked in the sports team industry. However, it is a powerful method for both the individual as well as their leader to have insight into how the person perceives what their potential can look like.

There are numerous other methods I apply when I am helping leaders and teams help to assess people’s potential. All of the suggestions above can be applied to any industry, profession or career level.

In terms of addressing whether it is possible to sustain potential, my take on this is that it tends to vary. However, a high level of potential can be both achieved and maintained given the right circumstances to foster and nurture an individual or team’s potential. Consider whether you are a guardian of others potential, or detracting from it.

Kathleen E. R. Murphy is the Founder, Chief Performance Strategist and CEO of Market Me Too.  She is a Gallup Certified Strengths Finder Coachauthor of Wisdom Whispererand is a well-respected motivational and social influencer with a global following from her numerous speaking, print, radio and television media appearances.

Essentially every team is dysfunctional in some way. Our expertise is in uniting, motivating and bridging dysfunctional teams (sports & business), and turning them into epic ones.

 

 

Hope. Sometimes it’s all you need.

Upon doing some research on the concept of hope, I surprisingly found a limited amount of data on this topic. There was a significant amount of research on optimism, and hope and optimism could in fact be strongly linked to one another. However, they are in fact different. Part of the reason for this is because it has been harder for both sociologists and psychologists to do research on hope as a stand-alone concept. Additionally, it is hard to qualitatively and quantitatively measure.

In the context of a business scenario, whenever I heard the expression that hope is not a strategy, I always disagreed with this statement. Why? Because although strategy is grounded in looking ahead and formulating a plan of how to move ahead and grow, in my opinion, and from my experience, the basic concept of hope is also formulated and can be applied in a similar way.

Having a strategy does not necessarily provide you with energy and enthusiasm. It can provide you with a focus and direction. However, this needs to be supported by energy which can be derived from being hopeful the strategy is a sound and strong one. One of course, with the desire to provide a positive outcome.

Possessing the right experience is also part of the equation when we are talking about strategy. However, hope still plays a factor in your strategy, because you need people to buy into the concept of the strategy. Analytical data will be required to support your strategic plan, but you still need people to believe, and buy into your concept. Hence, being hopeful they will.

One of my past articles talks about having a positive attitude, and asks you to consider altering your thinking and imagining that everything will work out well . Yes, in my opinion positive thinking is involved in having hope. Some others might call this faith. However, I’m not going to get into the aspects of faith, as it can be interpreted in so many different ways.

When I think of having hope towards a situation working out favorably, I literally feel like my brain chemistry changes. I also am aware that my attitude frees up my brain to focus my mind differently. In a much more creative and insightful way. An example of this would be the concept of brainstorming. Brainstorming in the sense of being challenged with a scenario, and having to come up with solutions for how to solve the situation.

Let’s consider some ways you can apply being hopeful to any situation. Perhaps one you are facing which might be considered negative, or less than desirable.

  • If you are on a sports team, and your team is losing the game, when you and the rest of your team are hopeful your team can win, you will notice a dramatic shift if everyone rally’s behind the belief this can happen.
  • Let’s say you are a salesperson, and you are not making your number for the month. Having hope and thinking both strategically and positively, versus giving up and accepting you will not meet your number for the month requires a healthy dose of hope.
  • When you are faced with hearing bad news of any kind, you have a choice. You can accept the bad news and wallow in it, or have hope that the bad news might in fact be the catalyst to have you consider different approaches to altering the outcome of the news.
  • Asking others to be hopeful for you may not seem practical or something you would consider. However, when you surround yourself with more positive thinking people, it can have a dramatic impact on your situation. I’ve seen this happen hundreds of times.
  • Life is a journey, and is hard if not impossible to predict all of your life and business outcomes with 100% certainty. However, you can be more hopeful with your attitude, which takes less energy than being negative about future outcomes.

Since there is no such thing as a crystal ball to predict our futures, my point about considering hope as part of your life or business strategy, is to get you to think about a concept which you might not be comfortable with. The flip side is that hope may in fact provide you with the positive outcomes you would want to achieve. Having hope is a choice, and a fairly easy one to embrace. My hope is that you give this concept some further thought.

Kathleen E. R. Murphy is the Founder, Chief Performance Strategist and CEO of Market Me Too.  She is a Gallup Certified Strengths Finder Coachauthor of Wisdom Whispererand is a well-respected motivational and social influencer with a global following from her numerous speaking, print, radio and television media appearances.

Essentially every team is dysfunctional in some way. Our expertise is in uniting, motivating and bridging dysfunctional teams (sports & business), and turning them into epic ones.

Hope. Sometimes it’s all you need.

Upon doing some research on the concept of hope, I surprisingly found a limited amount of data on this topic. There was a significant amount of research on optimism, and hope and optimism could in fact be strongly linked to one another. However, they are in fact different. Part of the reason for this is because it has been harder for both sociologists and psychologists to do research on hope as a stand-alone concept. Additionally, it is hard to qualitatively and quantatively measure.

In the context of a business scenario, whenever I heard the expression that hope is not a strategy, I always disagreed with this statement. Why? Because although strategy is grounded in looking ahead and formulating a plan of how to move ahead and grow, in my opinion, and from my experience, the basic concept of hope is also formulated and can be applied in a similar way.

Having a strategy does not necessarily provide you with energy and enthusiasm. It can provide you with a focus and direction. However, this needs to be supported by energy which can be derived from being hopeful the strategy is a sound and strong one. One of course, with the desire to provide a positive outcome.

Possessing the right experience is also part of the equation when we are talking about strategy. However, hope still plays a factor in your strategy, because you need people to buy into the concept of the strategy. Analytical data will be required to support your strategic plan, but you still need people to believe, and buy into your concept. Hence, being hopeful they will.

One of my past articles talks about having a positive attitude, and asks you to consider altering your thinking and imagining that everything will work out well . Yes, in my opinion positive thinking is involved in having hope. Some others might call this faith. However, I’m not going to get into the aspects of faith, as it can be interpreted in so many different ways.

When I think of having hope towards a situation working out favorably, I literally feel like my brain chemistry changes. I also am aware that my attitude frees up my brain to focus my mind differently. In a much more creative and insightful way. An example of this would be the concept of brainstorming. Brainstorming in the sense of being challenged with a scenario, and having to come up with solutions for how to solve the situation.

Let’s consider some ways you can apply being hopeful to any situation. Perhaps one you are facing which might be considered negative, or less than desirable.

  • If you are on a sports team, and your team is losing the game, when you and the rest of your team are hopeful your team can win, you will notice a dramatic shift if everyone rally’s behind the belief this can happen.
  • Let’s say you are a salesperson, and you are not making your number for the month. Having hope and thinking both strategically and positively, versus giving up and accepting you will not meet your number for the month requires a healthy dose of hope.
  • When you are faced with hearing bad news of any kind, you have a choice. You can accept the bad news and wallow in it, or have hope that the bad news might in fact be the catalyst to have you consider different approaches to altering the outcome of the news.
  • Asking others to be hopeful for you may not seem practical or something you would consider. However, when you surround yourself with more positive thinking people, it can have a dramatic impact on your situation. I’ve seen this happen hundreds of times.
  • Life is a journey, and is hard if not impossible to predict all of your life and business outcomes with 100% certainty. However, you can be more hopeful with your attitude, which takes less energy than being negative about future outcomes.

Since there is no such thing as a crystal ball to predict our futures, my point about considering hope as part of your life or business strategy, is to get you to think about a concept which you might not be comfortable with. The flip side is that hope may in fact provide you with the positive outcomes you would want to achieve. Having hope is a choice, and a fairly easy one to embrace. My hope is that you give this concept some further thought.

Kathleen E. R. Murphy is the Founder, Chief Performance Strategist and CEO of Market Me Too.  She is a Gallup Certified Strengths Finder Coachauthor of Wisdom Whispererand is a well-respected motivational and social influencer with a global following from her numerous speaking, print, radio and television media appearances.

Essentially every team is dysfunctional in some way. Our expertise is in uniting, motivating and bridging dysfunctional teams (sports & business), and turning them into epic ones.

Market Me Too also works with individuals from students to C-level executives. The individuals, business and sports teams we work with are coached on how to leverage and apply their peak performance talents on a daily basis. Our coaching produces repeatable, measurable and amazing results personally and professionally. Need proof? Just talk to our clients, or read through our testimonials.

If you want better and different results, let’s talk. We know how to help you get them. Contact Kathleen at kathymurphy@me.com or (339) 987-0195.

“NEW!” Guide for Teams:

Every team is dysfunctional at some point.  Click on the link below to obtain a “free guide” with (5) Proven Strategies To Turn Your Dysfunctional Team Into An Epic One

Don’t fire them. Nope. Fire them up!

In 1994 Frank Pacetta wrote a book called ‘Don’t Fire them. Fire them up!”. I heard about this book recently. Although in full disclosure, I have only read the first two pages to get the gist and context of what was going to be conveyed. To my delight, the book was about motivating yourself and your team!

Since I often write about teams and motivation, knowing this small amount of information was enough for me. However, the thought of retaining an employee that others might fire seemed a bit controversial. Perhaps unconventional, but it got me thinking about the scores of people I have seen fired, instead of Frank’s concept of firing them up.

If you are a Human Resources professional, or manager, you are likely cringing at the thought of retaining someone that many think should be fired. Most HR pros are also accustomed to having to go through strict procedures prior to releasing someone from their team. All to essentially cover the company’s posterior, since the US has become highly litigious about this sort of thing.

Back to the concept of firing someone up. What if instead of firing people, management figured out how to motivate them? Perhaps they are not motivated because of who they work for? Or, possibly they are in the wrong role? Maybe it has to do with your company culture?

Possibly it’s the person, and they are simply not motivated.

Deep down inside, most people are motivated, but they sometimes need someone to help them to figure out what motivates them. When this happens, look out! Why? Because you might not recognize this newly motivated individual, and I guarantee you will be thrilled with their new attitude.

I can’t tell you how many people I have had conversations with who have told me they are in their current role because someone else told them it was a great occupation. Uggh. Wrong reason. This is also potentially the culprit for why so many people need to be fired up, or realigned with another role. Have you been there? Or, do you have someone on your team who falls into this category?

When someone is hired at a company, they each are making an investment in one another to be successful. As we know, not all investments pan out the way we want them too. However, with people, there is more you can do to position the investment for a favorable return. It can literally start with properly on-boarding them in their role. Doing this helps to literally inspire them to want to work at your company. Although I realize this might be a stretch in some roles.

If you properly on-board someone in their role, both parties will more rapidly know if the position is the right one for them. When this happens, if the person is not right for the role, this is when the “firing them up” concept can kick in. Instead of referring to it as “firing them up”, let’s think about it as a realignment of talent.

Depending on the size of your company, you may or may not be in a position to realign talent. Although if you are able to do so, both parties will typically benefit from this. Not always, but instead of dismissing a person from your company, consider taking another look at the talents they have to offer the company in a different role.

Doing this can be highly motivating for the person who was realigned, and their new manager and the different team they are on will also benefit from their positive energy of starting a new role. Are you willing to give this concept of firing someone up a chance? I hope so, as you might be pleasantly surprised with retaining versus letting someone go. Just think, they might instead be on a track to inspire others, and be a role model employee!

Kathleen E. R. Murphy is the Founder, Chief Performance Strategist and CEO of Market Me Too.  She is a Gallup Certified Strengths Finder Coachauthor of Wisdom Whispererand is a well-respected motivational and social influencer with a global following from her numerous speaking, print, radio and television media appearances.

Essentially every team is dysfunctional in some way. Our expertise is in uniting, motivating and bridging dysfunctional teams (sports & business), and turning them into epic ones.

Market Me Too also works with individuals from students to C-level executives. The individuals, business and sports teams we work with are coached on how to leverage and apply their peak performance talents on a daily basis. Our coaching produces repeatable, measurable and amazing results personally and professionally. Need proof? Just talk to our clients, or read through our testimonials.

If you want better and different results, let’s talk. We know how to help you get them. Contact Kathleen at kathymurphy@me.com or (339) 987-0195.

“NEW!” Guide for Teams:

Every team is dysfunctional at some point.  Click on the link below to obtain a “free guide” with (5) Proven Strategies To Turn Your Dysfunctional Team Into An Epic One

 

Infobesity. Do you have it?

Yes, I’ll grant we live in a time of information abundance, but at what point is having too much of a good thing, not a good thing? Just like anything, excess can be curbed by moderation. However, how do we go about moderating the level of information we have to deal with on a daily basis? This conundrum applies to both our professional and personal lives.

Have you felt the increased level of information bombardment in the last five years? If you have any type of communication device, you absolutely have. I didn’t coin the term infobesity, but when I heard the term recently, it encapsulated both a challenge and emotional response simultaneously.

Since my profession involves communication, having access to an immense amount of information for me is a positive scenario, but I don’t need access to it 24 hours a day. Sure, we can all benefit from having access to a plethora of information about anything we are interested in learning more about, but how do we know when we have reached a saturation level?

For me, I know I have reached my information saturation level when I start to turn off all of my electronic gadgets. I seem to literally get to a place when I just can’t take any additional information. Since I’m a curious person by nature, when I begin not to be interested in learning more about something, I know I have reached my maximum level of taking in new information.

So, how can you determine or know when it’s time and you or perhaps your team have reached your infobesity level? Here are some ways to help you to determine this, followed by suggestions on how to put yourself on an infobesity diet.

  • You begin to lose focus on the information you are reading or viewing.
  • The information does not have the initial excitement and appeal it normally would have.
  • Similar to losing focus, you become easily distracted and are not able to concentrate on taking in the information.
  • If you are attempting to study and learn from the content, if you were to take a short break, would you be able to recall what you were learning? If not, you have reached or exceeded your information saturation point.
  • If you are presenting information to a group, you begin to notice that the majority of the people in the audience are not looking at you, and they are not taking notes on what you are saying.
  • You are normally energized by taking in information, but you suddenly feel like you are becoming tired, and perhaps want to take a nap. This is your brain subtly telling you to take a break.

Suggestions on how to put yourself on an infobesity diet.

  • Do something else which will not require reading, listening to or watching information for at least 15-30 minutes. In other words, get up and do something which requires you to move your body around.
  • Give someone a call, or talk to someone in person.
  • Depending on the time of day, and if possible, turn off your gadgets for as long as you can. You won’t miss them, and they will not be distracting or tempting you to pay attention to them.
  • Experiment with limiting the type of information you take in on a daily basis.
  • Strive to have a variety of information delivery options (e.g., internet, radio, tv, live trainings, etc.).

Now that you know infobesity is a concept, and how to deal with it, you will be on your way to having a healthier and more balanced approach to dealing with information overload. Enjoy the forthcoming positive results from your infobesity diet.

Kathleen E. R. Murphy is the Founder, Chief Performance Strategist and CEO of Market Me Too.  She is a Gallup Certified Strengths Finder Coachauthor of Wisdom Whispererand is a well-respected motivational and social influencer with a global following from her numerous speaking, print, radio and television media appearances.

Essentially every team is dysfunctional in some way. Our expertise is in uniting, motivating and bridging dysfunctional teams (sports & business), and turning them into epic ones.

Market Me Too also works with individuals from students to C-level executives. The individuals, business and sports teams we work with are coached on how to leverage and apply their peak performance talents on a daily basis. Our coaching produces repeatable, measurable and amazing results personally and professionally. Need proof? Just talk to our clients, or read through our testimonials.

If you want better and different results, let’s talk. We know how to help you get them. Contact Kathleen at kathymurphy@me.com or (339) 987-0195.

“NEW!” Guide for Teams:

Every team is dysfunctional at some point.  Click on the link below to obtain a “free guide” with (5) Proven Strategies To Turn Your Dysfunctional Team Into An Epic One