February | 2019 | Leadership & Life Coaching

core values

In our success-stressed and driven world, there’s hot debate on what is success and what does it looks like. In my conversations I get a variety of answers, but most have a common theme that involves material status, possessions, wealth, or some form of recognized achievement. So, what’s your definition of success?

I’ve come to realize that I don’t share the same world view of success as most people. Although status, wealth, and fame can certainly be part of an equation for personal success, I believe they may be part of the reward but not the definition. I cross paths with many people living successful lives without those tangible results.

Each of us has an identity created by our faith, talents, strengths, and purpose. Some people take longer than others to figure out those areas of life and usually learn from mistakes made along the way. Pain can certainly become a platform for success. I believe people achieve life success when they remain true to themselves and continually live out their top five core values.

Your core values are the center of your being and define who you are and what you stand for. When you aren’t able to live out your core values, you may become frustrated, angry, depressed, and disillusioned, even if you have wealth, fame, or status. How many times have you heard someone who appears to have everything say:

Is this it? How come I don’t feel happy?
I thought I would feel happier.
That’s it? I still feel like something is still missing in my life.

When people are able to structure their lives around their core values, they tend to flourish and feel fulfilled.

My top five core values are leadership, authenticity, service, love, and obedience, which explains much of what and why I feel as I do. Although I love to lead, I don’t have to and can easily follow. However, I recently experienced how conflict with my leadership value created an overwhelming degree of frustration that most people wouldn’t have felt. Because of my gifts of administration, I gladly organize most mission trips. However, when I agreed to join another team, I became incredibly frustrated with its poor leadership throughout the entire process. I realized that if I wasn’t allowed to lead, I had to ensure that my core value of leadership was honored by only joining a team that was led well.

I propose that success has nothing to do with what you have but instead living a life that allows you to express your core values on a daily basis. Living out these values doesn’t necessarily mean you will have money or fame. My daughter is an animal advocate, dog foster, vet technician, and runs a non-profit dog rescue. I don’t know what her future holds, but I don’t imagine she will assess huge wealth. I consider her successful, because she’s living out her passion and core values. So, I ask again, how do you define personal success?

About the Author: Sandra Dillon is a professional coach with an extensive background in leadership and business coaching. She administers DISC® and Myers-Briggs/MBTI® testing, designs and facilitates workshops, and coaches both individuals and teams. She has a passion to help people be the best versions of themselves. You can learn more about Sandra or engage her as your coach by reaching out to her at coach.sandra.dillon@gmail.com or by visiting her website at www.shinecrossings.com

Competition drives businesses to innovative—but innovation isn’t just for the products and services they market. Innovation also includes how companies get the product to market. With “people operations” being a large cost to the bottom line, businesses are looking for ways to reduce pay or get more productivity from their employees. With change comes opportunities as well as challenges. With a changing mix of generational work preferences and soft skills, business leadership should be asking how the increase in remote working, competition for talent, and managerial coaching will affect their profitability in the future.

Remote Working

In more recent history, the open-floor plan with cubicles and few closed-door offices exploded throughout corporate America, touted by consultants as the next best thing to sliced bread as far as office design went. C-Suite took their bait on the selling points of innovation and productivity. How that concept passed any reasonableness test still baffles me today, but it’s easily explained as a cost reduction exercise in rent per employee under the disguise of collaboration. Open floors drove people to mediate their circumstances by either working from their home office or donning headphones to block noise and distracting hallway conversations. I would argue that employee collaboration took a step back, as technology allowed employees to work more remotely and independently.

Some employees who enjoy the freedom of working from a home office express feel less connected from their co-workers. Without face-to-face engagement, relationship bonds can weaken, and in many cases, remote employees never forge a relationship with new employees. Remote staff have limited opportunities for casual conversations in the break room while grabbing a cup of coffee or in the conference room before a meeting. Connection is built in small interactions over time and keeps the team accountable to each other.

Generational Work Preferences

Technology has enabled people to isolate themselves while working remotely. Even when a boss requires an employee to work in a cubicle, email and SharePoint allow one to communicate without a verbal conversation. Need to learn something new? YouTube probably has an instructional video.

Effective communication requires one to use all parts: words, tone of voice, and body language. Did you know that words comprised only 7% of the message? How much is lost in translation when one primarily uses email and other forms of word-based technology to convey messages.

A teacher recently shared that with every incoming 4^th grade class, the students resist more and more when asked to work in groups. They beg to do the assignment by themselves. What happened to the days when the teacher announced a group project, and the kids responded by raising their hands and pleading who they could work with. Are soft skills under attack and underdeveloped based on the technology advances?

Managerial Coaching

Technology has also shifted the responsibilities of supervisors by pushing more administrative duties onto their plates. Managers had to make room for these tasks, and in some cases, even added work assignments to the mix for the sake of increased productivity. What would you think was prioritized out of their day? If you answered, “time coaching their team and helping their direct reports be successful,” you’d be correct. Managers would like to spend 25% of their time coaching, yet many have no time left over other than to make sure the work gets done.

A Professional Coach Is One Solution

How will businesses respond to the changing work climate? They can certainly restructure work and put coaching at the forefront of a manager’s responsibilities. Given the prolonged impact of technology, some managers have never developed the skill of coaching or perhaps need a refresher. A professional coach can help a manager learn to be a better coach for his or her team.

A second option is to make business and leadership coaching available as an investment for all professional employees. In the past, coaching has been reserved for top executives, but the benefits of coaching can be leveraged at any level so long as someone wants to be coached. Many employees like the confidentiality afforded in a coaching relationship and feel less vulnerable asking for help from a coach as opposed to their direct manager.

Coaching Can Be Justified

Companies offer tuition reimbursement, training, and other educational options as a benefit to attract talent. Many also budget for personnel development. How much does your company spend per person on employee education and training? Coaching can be a value-add to this portfolio. Personalized coaching is a win-win and can be a company differentiator in attracting top talent, because it sends the message that we value you and want to invest in you if you are willing to invest in yourself.

Leadership & Life Coaching

Encourage, Challenge, and Inspire to Action

Month: February 2019

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