Archive for December, 2018

Effective Leaders Choose Humility Over Hubris

Thursday, December 27th, 2018

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Hubris occurs when a person exhibits extreme pride or dangerous over-confidence. It often signals a loss of contact with reality. For business leaders, hubris represents the gross overestimation of one’s own professional competence, accomplishments and capabilities. The impact on the organization is severe. Subordinates are often mistreated and company performance can suffer.

In a previous article for the Forbes leadership channel, I wrote about the research documenting the high costs of workplace incivility in terms of dragging down the organization’s performance and poisoning its culture. Leaders tainted by hubris give life to toxic environments, workplaces where incivility, and downright hostility often flourish.

However, the reverse can also true. Leaders who choose humility, and who model humbleness in their actions, create the opposite kind of environment. This environment is grounded in respect, tolerance, and outcomes that are mutually beneficial for the firm and for the individual. Leaders who are good role models tend to radiate positivity, and instead of spawning a downward spiral, they create an upward spiral that elevates pro-social employee behaviors.

Given the power of ethical leaders, why is it, then, that these leaders seem to be in short supply? Part of it is how our brains are wired. Due to evolution, humans have a negativity bias in which we tend to pay attention to and remember negative information more readily than positive information.

Positive behavior can also capture our attention, if for no other reason that it stands out from workplace norms. Actions by ethical leaders are most powerful in negative or neutral contexts, which shape what employees pay attention to and model. The actions also provide a model for how we are expected to act and interact with others. Leaders, therefore, can have a significant impact depending on whether their behaviors provide positive or negative cues on what others should value and, in turn, emulate. Thus, hubris versus humility is a critical choice for every leader in every situation.

Several research studies by Christine Porath and her colleagues show that positive behaviors by leaders are correlated with pro-social employee outcomes. Behaviors that model workplace civility have a greater impact than any of the traditional approaches associated with increased employee satisfaction. This includes providing meaningful employee feedback, effectively communicating a vision, providing developmental opportunities and even offering pay raises and bonuses for top-performing employees. Leaders who model civility have workplaces with the highest levels of employee engagement, satisfaction and retention, according to Porath’s work. Thus, it is not just a matter of stopping workplace incivility; it is equally important for leaders to actively shape positive behaviors that reinforce and normalize positive workplace civility.

Another line of research, positive organizational scholarship (POS), focuses on the ways in which leaders can enhance individual and organizational outcomes by leading with positive prosocial behaviors and interactions as opposed to negative, destructive actions. Scholars in this area focus on personal strength, resiliency, restoration and forms of inclusive leadership that help to maximize human potential.

As described by Kim Cameron, one of the originators of POS, leadership practices should create a “culture of virtuous action” within organizations. While a wide variety of leadership behaviors are involved in shaping this type of culture, there are four primary actions undertaken by leaders that emerge. I label it as the CARE Model of Effective Leadership, with the acronym standing for communication, authenticity, respect and ethics.

  • Communication styles of effective leaders may differ in some respects but all engage in positive, productive and purposeful interpersonal interactions. Poor or divisive communication styles lead to high workplace conflict and erode trust in leadership. A leader’s style of communication should also include gratitude that values people, their talents and their contributions.
  • Authenticity involves what Laura Morgan-Roberts calls “bringing your whole self to work” as a critical step in the process of becoming extraordinary. Her work suggests that authenticity has become one of the highest virtues for effective leadership. A leader’s authenticity gives permission for employees to present all aspects of their identities at work in a safe environment.
  • Respect means treating others in an ethical and responsible manner. Effective leaders set standards for behavior and serve as role models based on their actions and not their words alone. Instances of unfair treatment, unconscious bias, unwarranted favoritism, conflicts of interest and acts of injustice violate the trust necessary for high levels of employee engagement and a positive workplace culture.
  • Ethics must go beyond a written code and be modeled in the everyday behavior of the organization. This has value to the organization beyond the avoidance of costly litigation or a negative reputation. When ethical rules or the norms of justice and fairness are broken by a leader, employees often become morally disengaged. That can cause unethical behavior to spread throughout the organization. Ethical roles models, in contrast, help to shape a workplace culture where being fair and trustworthy is contagious.

Humility over hubris is a clear choice for leaders who understand that there is substantial evidence for the impact of positive role modeling for producing effective organizational outcomes. Effective leaders should consistently strive to maintain the principles of the CARE Model. This approach creates a type of affirmative bias that focuses on the abundance of people’s strengths rather than on their weaknesses, and proactively leverages opportunities rather than avoiding or assigning blame for threats or failures.

Humility over hubris also recognizes that organizational effectiveness is not solely based on the leader; it is focused, too, on the development, health and well-being of those being led. Every choice and decision by a leader should involve being a positive role model of the four key components within the CARE Model.

The choice for a leader is clear. Choose humility.

 

This article was written by Audrey Murrell from Forbes and was legally licensed through the NewsCred publisher network. Please direct all licensing questions to legal@newscred.com.

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If you run a small business, you probably have become accustomed to working hard….really hard. Seven-days-a-week hard, with nary a day off. Admirable, but also dangerous, because you risk burnout, health problems, and grumbling employees. It’s up to you to create a healthier work-life balance, so here are five tips to get you started:

Shorten your workweek:

Nowadays, many business owners feel guilty if they work less than 10 hours a day, including weekends. This is sure to exhaust your mind and hamper your creativity. If you want to increase your productivity, shorten your workweek. Put in no more than 40 per week and try to not work on weekends. Remember, sitting at your desk for long hours doesn’t equate to productivity. Work the hours you actually need to and relax the rest of the time.

Use technology:

We live in the high-tech era, so let technology do some of the heavy lifting for you. Automate your workday with a suite of apps that collect, process and distribute information. AI apps can automatically generate your Twitter tweets, schedule your appointments and alert you to important news. Update your old apps – email campaigns are much more sophisticated than they were five years ago, so use a modern app to manage your email marketing.

Enter the cloud:

Are your data and apps still residing on a hard disk on your computer? That’s a shame because migrating to the cloud opens up all sorts of possibilities that can make you more productive and save you time. Look at apps like accounting, CRM, design, and development. They need to share data to operate most efficiently. By putting your databases on the cloud, you can take advantage of scalable software that is constantly updated and doesn’t take up valuable real estate on your computer.

Take a vacation:

If you feel you are indispensable all the time, you’ll never get any time off. You deserve a vacation, and two weeks of sun and fun will do wonders for helping you get through the remaining 50. Pick your least busy time of year, and either close up shop or assign tasks to employees you can trust. Maybe two weeks is out of reach right now, but try to get at least three or four days in a block, and build from there.

Stop fretting about money:

Many small businesses have variable cash flows that sometimes leaves them cash-starved. This constant worry will drain all the joy out of being a business owner. The solution is to create a relationship with a trustworthy business lender, like IOU Financial. You can borrow and pay back quickly on convenient terms, with never a pre-payment penalty. Daily or weekly payments mean no large monthly lump-sum repayments to worry about. And with loans up to $300,000, we can give you peace of mind for just about any circumstance.

You started your own business to make money, be your own boss and do things the way you want. But wasn’t the ultimate goal to achieve a happy life? Don’t wait until it’s too late – add some joy to your life right now. Adopt our five tips, plus ones you come across in other articles. If you work with a team, what better way to demonstrate the value you place on work-life balance than to practice it yourself? Protect yourself from burnout now, and you’re more likely to happily remain in business over the long run.

This article originally appeared in IOU Financial.

 

This article was written by Kaitlyn Hammond from Business2Community and was legally licensed through the NewsCred publisher network. Please direct all licensing questions to legal@newscred.com.

Central Pa. Goddard School Will Expand

Tuesday, December 18th, 2018

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The Goddard School located in York, PA is expanding. The new facility will be similar to the current building but will also include an indoor play space, outdoor STEAM (science, technology, engineering, arts and mathematics) and music classrooms, a faculty lounge and a kindergarten classroom.

CLICK HERE TO READ MORE>>>>

Management Tip: Calmness Counts

Thursday, December 13th, 2018

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Over the years I’ve spoken with a small army of people who’ve told me essentially the same thing: They had a good job but they just couldn’t take the agitated, excitable, too-high-octane temperament of their boss.

Or to put it another, simpler way, as the old management saying goes, “People leave managers, not companies.”

It was a phenomenon I came upon repeatedly as I was researching my book The Type B Manager. Too much intensity can wear employees down. While calmness is something employees can rarely get too much  of. The more, the better.

This makes good sense when you realize that, at its core, management is all about accomplishing work through others. Following are three reasons why calmness is a substantive managerial asset.

It’s reassuring.  Calmness inspires confidence. It’s a leadership style people want to follow. In most jobs (less so in the remote working world of course), you spend a lot of time with your boss. It’s only natural to want to feel comfortable about that — rather than having your stomach perpetually tied in knots.

It creates a better environment to solve business problems.  It helps employees (and organizations) make good decisions. The best decisions are well-thought-out and analytical, calmly and rationally made. Impulsive decisions made in the heat of the moment (why do I keep thinking of a certain president here?) are generally not the best way for any management to operate.

It’s conducive to loyalty and productivity. Employees respond well to calmness. Over the long term it’s a pleasant, easy attribute to work with. Employees are apt to remain loyal to a calm, effective manager. And long-term loyalty breeds productivity.

Calmness isn’t one of those big marquee qualities we tend to hear a lot about when celebrating rock star executives. But it probably should be.

 

This article was written by Victor Lipman from Forbes and was legally licensed through the NewsCred publisher network. Please direct all licensing questions to legal@newscred.com.

Goddard School Opening in Westport

Tuesday, December 11th, 2018

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The Goddard School of Westport, CT is anticipated to open in the summer of 2019.

CLICK HERE TO READ MORE>>>>

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In his latest contribution to Forbes, Paul Koulogeorge, VP of Marketing, Advertising and Public Relations for Goddard Systems, Inc., explains how the company overhauled its corporate communications and offers insight and advice on how other leaders can benefit from improving the way they communicate.

CLICK HERE TO READ MORE>>>>

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Last week, I hopped on a video conference with a client, and the first thing he said to me was that I looked tired. As a career consultant, that’s never the first thing you want to hear from a client you’re supposed to be motivating and energizing. I actually was exhausted after a couple long nights with our 11-month old struggling to sleep with her cold.

However, it reminded me that when you’re the face of your business, there often isn’t room for you to look tired, even when you are. Your business’s survival and growth depends on your ability to show up at every single client engagement full of energy and enthusiasm so you can not only get the job done but also give your clients the confidence to know you can get the job done.

Being self-employed involves more than just building a business from scratch, bringing in clients, and delivering a useful service or product. It involves maintaining a positive mindset and firm belief that you absolutely will succeed so you can always bring your A-game to everything you do.

While running my own business has been incredibly rewarding, and I wouldn’t trade it for a stable full-time corporate job like the one I used to have, self-employment has also been the most challenging professional endeavor of my life. Building my own personal brand, managing all aspects of my business, and figuring so many things out on my own without any sort of roadmap to guide me can be exhausting, both physically and emotionally.

Unsurprisingly, the majority of small businesses don’t survive beyond the first few years, a statistic that always looms in the back of my mind. So here are two principles I’ve kept in mind that have helped me stay productive during the more challenging parts of my own journey when I felt like stepping off the gas.

Don’t Celebrate Too Soon

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Last year, I was invited to be a presentation skills trainer at the European headquarters of a large corporation. After a few discussions over the phone, I eventually traveled to meet the team in person, and after my initial pitch presentation, they seemed impressed. They even went on to ask me whether I could share a proposal to roll out my public speaking workshops to several more of their offices in Europe. They agreed to my fees, and we even booked tentative dates. Everything looked promising.

When I was confirming final details, I literally never heard from them again.

The workshops never happened. The opportunity fizzled out. Just like that. To this day, I still have no idea why. 

I can’t tell you how many times I’ve had a big opportunity come up, just to have it fall through later. Or to get excited about a new collaboration, only to later find out about some catch. Or to feel like I’ve finally found the perfect person or team to hire, only to later realize it wasn’t meant to be. 

These days, I make a point not to celebrate too soon. I, of course, remain committed and engaged through to the end, but I try to detach myself from an assumed outcome to avoid a bigger let down in case things don’t work out. This mentality also forces me to ensure I’m still working hard to earn business, create other content, or nurture other client relationships so I’m not dependent on any single engagement necessarily proceeding.

Remember That Seeds Can Sprout At Any Time

 

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When I look out into the sea of independent business owners and solopreneurs, it’s hard not to notice those who have built a huge following or achieved enormous growth, especially because these exact people tend to be the ones featured in the popular press.

On the other hand, having run my own business now for five years, although it’s grown steadily, I’ve never felt like I’ve achieved a similar level of explosive growth. When I put out my first podcast episodes, I had hundreds of listeners, not thousands. When I posted my first career change videos and blog posts online, I got a handful of views, not millions. 

I sometimes wonder if my efforts will eventually bear some real fruit.

Sometimes they do, but sometimes, they don’t. So I just try to remind myself that you just never know when the seeds you plant will finally sprout.

I’ve had former colleagues whom I worked with over a decade ago become clients. I’ve had videos I posted online years ago lead to a big keynote speaking opportunity. I’ve had article pitches initially fall on deaf ears, but eventually get published months, even years later.

You just really never know when you will turn a corner. Keeping this in mind can help you keep going when you feel like throwing in the towel.

Maintaining A Positive Mindset Is Critical To Growth

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I’ve had plenty of times when I didn’t gain the traction I wanted to after a ton of work. Remembering that business ownership is indeed challenging and doing my best to be persistent during these inevitable moments of frustration has helped me stay on track and remain in the game through the tough times.

I certainly don’t have it all figured out, but five years in, my business continues to expand, my work remains incredibly fulfilling, and I can’t imagine walking away from this dynamic, rewarding ride as a self-employed business owner anytime soon.

 

This article was written by Joseph Liu from Forbes and was legally licensed through the NewsCred publisher network. Please direct all licensing questions to legal@newscred.com.

Sheetal Patel is the onsite owner of the newest Goddard School opening up in Pearland, TX.

CLICK HERE TO READ MORE >>>>

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Goddard Systems, Inc.’s (GSI), the franchisor of The Goddard School, annual franchisee convention was held in Nassau, Bahamas. Recipients of its yearly awards were announced to honor model franchisees who contribute to their communities through service-based projects and provide high-quality childcare with leading health and safety practices.

Goddard School franchisees attend the convention because they know it is essential to running a successful business.

“Ideas generated in workshops and time spent with fellow owners keep you up on latest trends and changes in the industry/business. Networking is paramount at these events and provides so much connection amongst GSI and Franchisees,” said Barbra Bryan from Mooresville, NC.

GSI is proud to present the 2018 convention award categories and winners:

Brand Ambassador Award

·         Vince and Nancy Radosta, Castle Rock, CO

Humanitarian Award

·         Leisa Byars, Hendersonville, TN

·         Anthony and Ada Vassallo, Norwood, NJ

Leadership Award

·         John Agaman, Sparks, NV

Philip Schumacher Award

·         Shauna and Jeff Barison, Redmond Ridge, WA

Rookie of the Year Award

·         Brooks Coatney, Fayetteville, AR

Circle of Excellence for Education Award

·         Dolly and Monty Kalsi, Bethlehem, PA

·         Mark and Wendy Reinhart, Anderson Township, OH

·         Mike and Janelle Glasser, Bare Hills, MD

·         Butch and Maria Aggen, Cedar Park, TX

·         Jim and Debbie Womack, Chesterfield, VA

·         Dina and Matt Speranza, Cranberry Township, PA

·         Amber and Dave O’Brien, Forest Hill, MD

·         Jim and Jill Worley, Gaithersburg, MD

·         Susan Hoy and Tim Hoy, Hillsborough, NJ

·         Michael Smithers, Ladera Ranch, CA

·         Kellie McDonald, Lake Orion, MI

·         Dipti Singh, Millersville, MD

·         Shauna and Jeff Barison, Redmond Ridge, WA

·         Ryan and Chelli Motherway, South Reno, NV

·         Denise Cross, Reno (Somersett), NV

·         Melanie and Bill Hyatt, Simpsonville, SC

·         Lissa Knox and Erin Goulet, Snohomish, WA

·         John, Jody and Kristen Agaman, Sparks, NV

·         Ted and Robin Ray, Sugar Hill, GA

·         David and Donna Raye, Third Lake, IL

·         Fran and Bryant Lubbs, Wayne, PA

Circle of Excellence for Operations Award

·         Olivia Teja and Kamal Desilva, Bellevue, WA

·         Angela Norman, Centerville, OH

·         Kate Joseph, Cincinnati, OH

·         Jim and Jill Worley, Gaithersburg, MD

·         Jyoti Verma, Henderson, NV

·         Kellie McDonald, Lake Orion, MI

·         Sheeba Mathew, Marriottsville, MD

·         Dipti Singh, Millersville, MD

·         Wendy Somers, Newtown, PA

·         Bob and Lori Santo, Peters Township, PA

·         Melanie and Bill Hyatt, Simpsonville, SC

·         Pete Joseph, South Lebanon, OH

·         John, Jody and Kristen Agaman, Sparks, NV

·         Ted and Robin Ray, Sugar Hill, GA

Circle of Excellence President’s Club Award

·         Jim and Jill Worley, Gaithersburg, MD

·         Kellie McDonald, Lake Orion, MI

·         Dipti Singh, Millersville, MD

·         Melanie and Bill Hyatt, Simpsonville, SC

·         John, Jodi and Kristen Agaman, Sparks, NV

·         Ted and Robin Ray, Sugar Hill, GA

Outstanding Market Award – Phoenix, AZ

·         Nicole and Matt Bigham and Beth and Vince Valentino, Buckeye (Verrado), AZ

·         Jake Thompson, Cave Creek, AZ

·         Todd and Christine Goldberg, Chandler, AZ

·         Van Phan, Gilbert (Higley), AZ

·         Penny Mekhanik, Gilbert (East Germann), AZ

·         Karen and Keith Latchaw, Gilbert (Warner), AZ

·         Natalia Elfimova, Scottsdale, AZ

·         JoEllen Johnson, Goodyear, AZ

Outstanding Customer Experience Award

·         Todd and Christine Goldberg, Chandler, AZ

Director of the Year Award

·         Stacey Molnar (director), Karyn Smykowski and Suzanne Hanf (owners), Toms River, NJ

Anthony A. Martino Scholarship Award

·         Sabreena Leach and Cindy Pyatt, Oakville, MO

 

“As proven by this year’s honorees, choosing to operate a School is more than just a good business decision,” said Joe Schumacher, CEO of GSI. “Our franchisees choose to make a profound impact on the lives of future generations.”

The Goddard School focuses on learning through play for children from six weeks to six years old. This year marks the system’s 30th anniversary in business. Learn more about franchising opportunities with The Goddard School at www.goddardschoolfranchise.com