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Run, Pass or Kick?

Posted by Mark Sorrels on January 01, 2000
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Category : Blog, Leadership

Years ago Ford Motor Company sponsored a football competition for young boys called Punt, Pass and Kick.  Well, today, I am writing about “Run, Pass or Kick?”  There are several offensive ways to score in football.  You can run with the ball or pass the ball across the goal line.  You can also kick the ball through the uprights of the goalpost.  Now to be sure, kicking the ball scores fewer points than the other two methods.  However, the end result is the same; they all score points!   And, they all are the result of forward movement. So, what

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Constructive feedback gains more results when done in a consistent manner. It creates better relationships built from trust and respect. When leaders are constructive, they have better chances of their team members hearing them. When leaders are being negative, demeaning or demoralizing, they are most likely creating distance and anger. Common practices which are most often utilized for providing feedback include the following: Always start with a positive statement. Avoid attacking or judging personal characteristics. Instead make suggestions on how to improve behavior. Provide options for improvement. Ask questions to make certain the team member understands the conversation. End the

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  I recently chatted with a man who works for Southwest Airlines, a company widely known for its positive corporate culture . . . and its dramatic success. This man’s face lit up as he described the things that Herb Kelleher, Southwest’s founder, had done to create a culture that celebrates people and their successes. He said that he and his friends love working for Southwest. “It’s the quality of our leadership,” he told me; “if they were selling underwear, I would buy their underwear!” He was being humorous, but the comment stuck with me. What creates that kind of

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The Economics of Putting People First in Corporate Leadership, Part Two By Jack Lannom In my previous post, I defined economics as the science of human choice, necessitated by the circumstances of limited means. What does “the science of human choice” have to do with putting people first? Simple: the connection is in the choices we make. And the People First philosophy encourages us to choose to seek the well-being of others before we seek our own.   Seeking the well-being of others is not an altruistic mindset reserved for moms and missionaries; it works in the business world as

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The Economics of Putting People First in Corporate Leadership, Part Three By Jack Lannom I’ve been talking about the solid economic practice of putting people first in Organizational Leadership. I introduced you to Dr. Adam Grant of the Wharton School and showed you how his philosophy echoes the wisdom of the ages: Let no one seek his own, but each one the other’s well-being. I also showed you how two companies—Southwest Airlines and Wegmans—have employed this philosophy and enjoyed tremendous success. I’ve met people who mistakenly think that the People First® leadership philosophy discounts the importance of profits. That simply isn’t true. I’m

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BLACK BELT LEADERSHIP Black Belt Leader as Martial Artist “Do not look upon this world with fear and loathing. Bravely face whatever the gods offer.” — Morihei Ueshiba, the founder of Aikido                                                                                                                                           

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Strategies to Change

Posted by Al Foxx on January 01, 2000
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Category : Blog, Change

Changing What You See  If you put me in charge of any of the large or small rehab facilities where I’ve helped create and shape goals by sharing my experience, strength, humor and hope, I’d want the staff to teach  rehabilitating clients this simple attitude changing strategy: Don’t fight it-trust the process. Look for ways to grow. Disabilities can devastate your mindset. Reframe your perspective. Have healthy self talk. Look for ways to help others. Don’t Fight Change-Trust the Process The harder you fight changes, or any unpleasant challenge, the tougher they get. Acceptance is the key. Fighting change is like fighting the universe. It was here

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Have you ever sat in a meeting where people were afraid to share information that would redirect the focus of a project or change a decision about an investment? When the meeting was over, people left knowing that a different course of action could make a real difference in the outcome.When was the best solution discussed? Usually behind closed doors and away from the decision-makers that REALLY NEED TO KNOW! These decision-makers hold the purse strings to investments, bonuses and money for training and developing their people, and control the future path for growth. If anyone needs to know about problems

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The Economics of Putting People First, Conclusion By Jack Lannom I’ve been talking about the philosophy of putting people first and the ages-old exhortation: “Let no one seek his own, but each one the other’s well-being.” If you missed any of the posts, you can get caught up here, here, and here. So what should they be teaching in business schools? Adam Grant is teaching it at the Wharton School: we should look to give to one another, rather than take from people or push past them. We should seek to serve one another, rather than to be served. “Let

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We’ve all done it. You meet someone and within seconds you forget their name. There you are starring at them thinking “Oh my God, I did NOT just forget their name. They JUST told me their name. How could I forget?” The problem is we did not store it in our short term memory. Once it’s in our short term memory, we can move it to our long term memory, also known as Active Memory. The amount of information that can be stored in short-term memory can vary. An often cited figure is plus or minus seven items, based on the results

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