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.

 

 

The Ultimate Turn Off

UNPLUGGED: the first known use of the word was in 1968, in reference to music recorded with acoustic rather than electrically amplified instruments.  These days, it means to refrain from using digital or electronic devices for a period of time.

Being on the other side of the world makes one think differently. Or at least it did me. Part of this had to do with the fact I was traveling alone, and had extremely limited access to the typical electronic communications gadgets I am accustomed to using. This was simultaneously nerve wracking and liberating. The stressful part had more to do with always feeling like I have to be plugged into the pulse of the world.  The liberation came from being able to ignore what is going on – at least for a period of time. Being 15 hours ahead of most of my family and friends also presented some rather interesting challenges and outcomes. They were all worth it.

One of the best results of limited access to world events is that it forced me to ask others, to pick up a newspaper, or simply not knowing.

When you are able to unplug from the day-to-day distractions life offers, you are more willing to consider doing things you might not normally do. One is to get out and talk to people. Yes, actually strike up a conversation and perhaps meet a future friend. The fact I was traveling alone and had years of practice of doing this made it a bit easier for me to be comfortable with this tactic. The truth is, I find it actually to be refreshing.

During my trip, I was essentially unplugged for more hours than I am typically in the know. During this down time, I had the opportunity to do some new things, see some sights and meet people I never would have met had I been tethered to my gadgets and Wi-Fi connection.

One new friend was building a development on one of the Fiji Islands. He had been patiently waiting for five years for his paperwork to be approved so he could start the actual building process.  He was now in the early construction phase, and anticipates opening his resort late next year. I never would have connected with this man if I had not met and agreed to have dinner with two people I became friends with earlier in the week.

When you take the time to unplug from the rest of the world, it also changes how your mind starts to process information. You begin to think through scenarios with an entirely new level of clarity and detail. This happens because you are not constantly distracted by all of the interruptions which either you allow to enter into your thought process by perhaps a simple “click” on a link, or because you switch between your gadgets to see what they might offer you from an information perspective.

Sometimes people tell me they are becoming less able to concentrate and potentially feel like they might have attention deficit issues. I personally think the gadgets have caused more people to feel like they cannot concentrate. However, when you allow yourself to get away from them, you become amazed at how your concentration levels improve.

Some people are too quick to depend on medication to help them to have better focus, and    we know the medication only provides a temporary solution. Yes, it’s my opinion, but who really wants to take more medication? Aggh, no one is the answer, contrary to what the pharmaceutical companies want you to do.

The good news is that there is potentially and more simple, non-pharmaceutical solution.

Are you ready to take on the challenge of unplugging?

Perhaps it will require some planning, but the results could be worth the effort.  Don’t deny yourself the opportunity to experience a whole new world – if only for 30 minutes, or half a day. . . or a week . . .  Just think of the possibilities!

I highly encourage you to take on this challenge experiment. I would love to hear what happens to you when you attempt to unplug, and then have success in doing so. I know you can do it, so don’t deny yourself the opportunity to experience a whole new world. Think of the possibilities of what will be unfolding in front of your very eyes, and the new people, experiences and things you will see. Mine were seeing a Mongoose, taking a mud bath, meeting an art dealer and General Manager of an incredible resort, and learning many new rules associated with the game of Rugby.

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

(6) Ways to turn up your aspirational thinking.

There are plenty of people to want to be like, but what if you are like me?  Someone who has always seemed to have a foggy image of who I wanted to be when I grew up?

Like many little girls, I wanted to be like my Mother.  I have always admired her many incredible qualities.

However, she was in an entirely different profession than I was, so aspiring to be like her professionally was not possible.  She was a nurse and I have always been a business person. My Father was a businessman, but I still am not sure exactly what he did. He never talked about his work. So, wanting to be like someone who does not communicate about their work is difficult, but I absolutely wished to have his and my Mother’s work ethics, which were both impressive.

I believe it is natural to want to be like someone you admire, especially if it helps to motivate you in some way.

I wanted to be like my parents based on some of the aspects of how they modeled their behavior, and which I admired.

Over the years, as a business professional, I had few other females to look to as role models. They were not physically present throughout the majority of my career.

However, there have been a few women who significantly and positively influenced my career. One of them is Myra Hart. Myra was my first real boss when I was working at the corporate headquarters of Staples. This was at the time when Staples had only four stores and were in the process of taking the office supply industry through an enormous paradigm shift.

Myra was the only “C” level woman executive on the team, and she and co-founder Tom Stemberg were both newly-minted Harvard Business School graduates.

Myra was the only woman executive, so I carefully watched her style of interacting with the other executives, and how she led our Growth and Development team.

Since I did not have anyone to compare Myra’s management style to, I was able to, later on, model from her management style in the leadership roles I have had. There were a couple of other business women who influenced me and who I aspired to be like.  As my management career progressed, I realized there wasn’t anyone else I wanted to model.

This was an epiphany, and made me realize I had to strike out on my own and simply make a commitment to be the best I could be at whatever I chose to pursue, including serving as an inspirational and motivational leader for others. I am on my way to do this as I write these words, so keep your eye out for me in places you might not expect to see me.

Having goals and finding people or things that inspire you are important tools, and can serve as your compass when you need them.

You may not be in a place right now where you have a person or something to inspire you, but keep on the lookout as most people can benefit from having one or both of these.

Something that kept me motivated was the ability to travel outside of the United States. I was able to start accomplishing this dream when I was in my early 30s, and have continued to leverage travel as an inspirational tool.

Here are six things to think about when trying to determine what can help you decide what you want to do professionally, or personally.

  1. Print, or cut out images that inspire you, or that you aspire to either possess, or be like in the future. Place them on a piece of poster board, and in a location, you can look at it every day, or on days when you need visual inspiration.

 

  1. Create a list of people you admire.

 

  1. Write down the characteristics of the people or things you want to be doing. Use this list as inspiration.

 

  1. Think about some of the qualities or characteristics you already possess which will help drive you towards who or what you aspire to be, or do. Chances are, you have more of them than you might think.

 

  1. Have you considered whether you might be someone that other people aspire to be like? Perhaps people have told you they admire you, your work or something you have a talent for.

 

  1. Set a realistic goal to work towards achieving what you want to do, and then keep yourself accountable. This takes discipline, but it will be worth the effort.

Now that you have some ideas about how to map out having someone or something to aspire achieving, don’t just give this lip service or put the idea up on a shelf, go out and start making it happen. As the saying goes, “there is no time like the present, and the present is now.”

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

 

Why are you ghosting people?

Having strong communication skills is a part of the foundation to both your personal and professional success. When you choose to eliminate or not practice aspects of your communication skills, this is equivalent to not taking care of yourself. When you make this decision, just like not taking good care of yourself, there are consequences. Some you might not immediately see, but over time, your Ghosting tendencies will negatively impact you.

For instance, if you repeatedly choose to hit the “ignore” button on people who are legitimately trying to reach you, I guarantee you this will adversely impact your reputation. Sure, there are plenty of people who may be trying to connect with you that you are not interested in having them do so. However, instead of ignoring them, simply let them know you are not interested in having a conversation with them at this time. Yes, it’s that simple, and yes, this is the right thing to do. No excuses.

Generally, when someone is trying to get in touch with you, they have a moderately good reason to do so. Perhaps their timing to connect with you isn’t the best, but they don’t know this. Especially if the reason for connecting with you might be legitimate. In my opinion, you do owe this person a conversation, or a quick email or text to acknowledge them. This is so easy to do, and if you are not doing this, I’m going to call you out on being both lazy, and rude.

Yes, this sentiment may appear to be harsh, but I can’t tell you how many times I have witnessed or heard stories from people about how they had an amazing offer or message to deliver to someone, and they could not get the person to acknowledge them. What a shame.

Ever had this happen to you? It shouldn’t, but the challenge is that people who Ghost others typically do not get called out on this bad social and communication behavior. Hence the reason I am discussing this concept, especially for those who are the Ghosting culprits.

So, should you simply give up on those who are Ghosting you? Some would say yes. However, I think you need to be persistent. Especially if you have something really positive to get through to them about!

Of course, it will be very frustrating to pursue trying to communicate with Ghosters, but it will be worth your patience to do so. I personally have an example of a Ghosting scenario I am contending with. Both my persistence skills and patience is absolutely being put to the test. However, I know when I get through to this Ghoster, they will be regretful of having acted this way.

The scenario involved with this Ghoster includes providing them with an opportunity to elevate both their personal and professional status in the local community. It also includes having others in their professional circle benefit from connecting with me too. Due to the reason so many people can be positively impacted by me getting through to this Ghoster is what drives me to pursue this opportunity. Why? Because I professionally know it is fortuitous for them, and others they have an impact on.

If you recognize yourself as being a Ghoster, I ask that you seriously consider why you are behaving this way. Or, are you not intentionally aware of the fact you are doing so? In the situation I am dealing with, I hope for their sake it is the latter. There is always time and space to increase a person’s awareness and communication skills. Dropping your Ghosting habit is certainly towards the top of the list of eliminating, and retiring this bad habit for good.

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

 

Are you a responsible leader?

If you were to ask the majority of leaders if they felt prepared for the role they are in, the answers you would receive might not be what you would expect to hear. In fact, statistically most leaders are under or not well prepared for assuming the leadership role they are in. So how does this happen?

Perhaps you have heard of “The Peter Principle”? If not, it’s basically the concept that many leaders in organizations keep getting promoted until they reach a level of respective incompetence. This isn’t exactly reassuring when you look around and wonder if perhaps the leader of your organization fits this description. Worse, is when this might in fact be you, and you know you are in a role well beyond your capabilities.

When you consider the experience leaders are expected to have prior to stepping into their respective role, you would expect them to have been vetted along the way. For starters, being proficient and capable of assuming this role. However, this is a gross assumption. It is also one of the ways people who become leaders, and who are weak ones end up in a leadership role. The problem is partially with the lack of checks and balances of the leadership vetting system.

Another challenge which allows weak or ill prepared leaders to step into their roles, is the fact there are too many “yes” people in organizations. If you are not familiar with “yes” people, chances are you might be one. In other words, it is far easier for people to agree and say “yes” to a leader, than it is to disagree.

When someone does not agree with a leader, and they are not trusted and respected by the leader, they run the risk of being labeled contentious or difficult. Although in reality, strong leaders would want more people to say “no” or not agree with everything.

So, what can be done to prepare leaders to be ones we look up to, are motivated by and respect? Here are some suggestions to get you started.

  • You probably have heard of an intervention. The ones typically associated with someone who has a severe problem and a group of people gather together to support getting the person with the problem help. The same concept can apply to weak leaders, and should be organized with the support of the head of human resources. If it is a small company, the second person in command of the company, along with the majority of the upper management team should be involved. I highly recommend you consult also with an outside and neutral party experienced in this type of intervention.
  • In less dramatic situations, assigning someone to open the dialogue with the leader about how they view their leadership style is a strong place to start. Often, the leader is unaware others perceive their leadership capabilities and style in a less than desirable manner.
  • Don’t assume your leader has had recent or relevant training to help support their role.
  • Leadership training is something which should be ongoing throughout their career.
  • If your leader has not taken leadership training in the last 6-12 months, it’s time for them to take a course. This can be monitored by the head of HR, or if you are the leader, make sure you have recently taken a leadership course.
  • If you are a leader, consider joining a group of CEO’s to help support your leadership evolution. There are a number of these groups throughout the country, and chances are you might have one in your city. If not, there are virtual CEO “round table” groups you can consider joining.
  • Determine what type of strengths the leader relies upon the most. This can be done with the assistance of a number of different and objective testing methods. Being a Gallup Certified Strengths Coach, I can highly recommend the StrengthsFinder survey which can determine what their top (5) strengths are. I have leveraged the results of this survey to help numerous leaders, as well as the people and the teams who support them. I guarantee it will be one of the best and most affordable investments you can and should consider.

Having responsibility for others and their careers and livelihood is an enormous responsibility. Since most people are not born leaders, but instead become and evolve into this role, recognize they are generally not prepared well for the role they are in. When you look at and realize your leader is in this situation, your expectations will be more realistically set for the outcome of what they are capable of achieving.

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