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Master Success By Making Everyone A Winner
Master Success By Making Everyone A Winner
Word Count:
597
Summary:
One key to helping yourself be a winner is to focus on a mindset that eliminates the element of competition. The problem with focusing on competition and making yourself a winner is that someone then has to lose. However if you focus instead on creating a win-win situation then not only will you be a winner then your success will foster the success of others and others' success will help foster your success.
While so much of our society is focused on competition and winnin...
Keywords:
eight steps to success, positive attitude, law of success, the success principle, success key
Article Body:
One key to helping yourself be a winner is to focus on a mindset that eliminates the element of competition. The problem with focusing on competition and making yourself a winner is that someone then has to lose. However if you focus instead on creating a win-win situation then not only will you be a winner then your success will foster the success of others and others' success will help foster your success.
While so much of our society is focused on competition and winning at all costs, this is ultimately a very destructive mindset. A team that works together is always stronger than a group of individuals only out for their individual purposes. If you can apply this principle to every aspect of your life then you can achieve tremendous success.
The truth is that if you set up competition in most areas of your life then you lose even when you win. For example, if you "win" an argument with your spouse what do you gain and what do you lose? Perhaps you scored the most points in the argument or simply wore down your significant other until they gave in. Now you have your way regarding your weekend plans or whatever was at stake. But what damage has been done to your relationship? How does your spouse feel about you? How will he or she feel as they participate in the activity you won? How much damage will accumulate to your relationship if you win the next argument? And the next?
The same is true about competition in other areas of your life. If you win a competition at work then you may reap benefits in term of recognition and even monetary rewards. But if your win comes at the cost of your co-workers then not only will they feel like losers but they may well resent your success. How well will you work together as a team in the future? What will happen when you need those people to work with you on a project?
So what is the alternative? After all, no one wants to be a loser and the perception is that if you are not a winner then you are a loser. But what if you can create a situation where everyone wins? What if you can eliminate the competition? Remember, your short term win is a long term lose if it damages your relationship with your spouse, child, co-worker, or friend.
How do you create a win-win situation? You have to keep your long-term goals in mind for that relationship which may mean that you need to remind yourself and reaffirm to the others involved that you value yourself and the other person (or people involved). You also need the maturity to strike a balance between strength of purpose and empathy. Finally, you need to believe that there is enough success for everyone. You need to be a big enough person to understand that there is more than enough for everyone so it does not cost you to share in the success. Helping or allowing another to succeed will not diminish your success and in fact may well enhance it.
Making the decision to change your mindset from win-lose to win-win is not easy and then following through with that philosophy change can be extremely difficult. Most of us have been conditioned from early childhood to compete in every aspect of our lives. However once you give up that competitive edge and focus on helping everyone win then you will be on a sure path to success in life.
BONUS : Title:
Mentoring Future Leaders: Setting The Framework For Success Within An Organization!
Word Count:
628
Summary:
Leadership advice!
Keywords:
Article Body:
“The best executive is the one who has sense enough to pick good men (women)
to do what he (she) wants done, and the self restraint to keep from meddling
with them while they do it.”
- Theodore Roosevelt, 26th president of the United States
Where have all the leaders gone? Where can you find a real leader today? The state of leadership today within organizations is at a critical point and how senior most leaders decide to act now will dictate what we experience in our tomorrowÂ’s!
To listen and observe senior leadership today, whether within the military (alarmingly, far too many senior officers are no longer cognizant of basic functional operations they are tasked with nor capable of running around the block without a needed trip to a hospital), within government (managers appear incapable of getting employees to work together and accepting an environment of disfunctionality as you canÂ’t get rid of a bad employee without a seemingly act of Congress) or within the business place (whereby a protectionist mindset to keep oneÂ’s own job by mid level managers causes a guarded interaction with others), would lead an outside observer to conclude that leadership development is evaporating before oneÂ’s vary eyes.
It seems, far too often great followers and future leaders are stymied by poor and ineffective organizational leadership development programs and opportunities. Recent studies by the American Business Institute and reinforced by a client survey by JMI revealed some powerful reasons that this mindset may be breeding.
Shockingly, survey data consistently revealed that the first mindset of a man when promoted in the workplace is around the theme of, ‘what must I do to get the next promotion and how fast.’ Whereby the first mindset of a women, promoted in the workplace centers around, ‘what is expected of me in this new position to succeed?’
A simple solution is to establish an environmental mindset of growing successful future leaders and placing present leaders on notice by active participation in some sort of a “Leadership Mentor Development Program”. Some effective guide posts for designing an effective Mentoring approach to cultivate and grow true leaders is to:
1. Select solid performers (not political lackies) that are at least two direct report positions removed from the individual to be mentored. This positional space between mentor and the mentee allows for greater interaction and giving on the part of the mentor.
2. Allow the relationship to be both ‘Formal’ (measurement protocols and assignments) and ‘Informal” (conversational and relationship driven) in contact.
3. Have predetermined objectives for both mentor and mentee and an objective means by which to measure and hold all parties accountable.
Most organizations in their efforts to remain competitive in the past have actually created their vary problems of the present by expecting great leaders from within to step forward and lead teams to greatness. By creating environments of competition within, individuals have actually seen what gets rewarded is what they will do, and for most this seems to be how do I attract the spotlight directly to me and at me in a favorable manner and do so at any cost.
The costs of the past will pay heavy penalties in our future unless senior leaders remove reality blinders and institute rigorous developmental programs to ensure a prosperous future.
###
Jeff Magee, Ph.D., PDM, CSP, CMC can be reached at jeff@JeffreyMagee.com, toll free 1-877-90-MAGEE or www.JeffreyMagee.com for more information on keynotes, training seminars and skill development resources. For more information and ideas get your copy of, YIELD MANAGEMENT: the Leadership Alternative, by CRC/St. Lucie Press (ISBN# 1-57444-206-6 / $29.00) and of ADVANCING IN YOUR CAREER (ISBN# 0-9641240-7-6 / US $15.95) Â… to see other exciting resource book, audio and video titles, go to www.JeffreyMagee.com/library.asp !
Mentoring Future Leaders: Setting The Framework For Success Within An Organization!
Word Count:
628
Summary:
Leadership advice!
Keywords:
Article Body:
“The best executive is the one who has sense enough to pick good men (women)
to do what he (she) wants done, and the self restraint to keep from meddling
with them while they do it.”
- Theodore Roosevelt, 26th president of the United States
Where have all the leaders gone? Where can you find a real leader today? The state of leadership today within organizations is at a critical point and how senior most leaders decide to act now will dictate what we experience in our tomorrowÂ’s!
To listen and observe senior leadership today, whether within the military (alarmingly, far too many senior officers are no longer cognizant of basic functional operations they are tasked with nor capable of running around the block without a needed trip to a hospital), within government (managers appear incapable of getting employees to work together and accepting an environment of disfunctionality as you canÂ’t get rid of a bad employee without a seemingly act of Congress) or within the business place (whereby a protectionist mindset to keep oneÂ’s own job by mid level managers causes a guarded interaction with others), would lead an outside observer to conclude that leadership development is evaporating before oneÂ’s vary eyes.
It seems, far too often great followers and future leaders are stymied by poor and ineffective organizational leadership development programs and opportunities. Recent studies by the American Business Institute and reinforced by a client survey by JMI revealed some powerful reasons that this mindset may be breeding.
Shockingly, survey data consistently revealed that the first mindset of a man when promoted in the workplace is around the theme of, ‘what must I do to get the next promotion and how fast.’ Whereby the first mindset of a women, promoted in the workplace centers around, ‘what is expected of me in this new position to succeed?’
A simple solution is to establish an environmental mindset of growing successful future leaders and placing present leaders on notice by active participation in some sort of a “Leadership Mentor Development Program”. Some effective guide posts for designing an effective Mentoring approach to cultivate and grow true leaders is to:
1. Select solid performers (not political lackies) that are at least two direct report positions removed from the individual to be mentored. This positional space between mentor and the mentee allows for greater interaction and giving on the part of the mentor.
2. Allow the relationship to be both ‘Formal’ (measurement protocols and assignments) and ‘Informal” (conversational and relationship driven) in contact.
3. Have predetermined objectives for both mentor and mentee and an objective means by which to measure and hold all parties accountable.
Most organizations in their efforts to remain competitive in the past have actually created their vary problems of the present by expecting great leaders from within to step forward and lead teams to greatness. By creating environments of competition within, individuals have actually seen what gets rewarded is what they will do, and for most this seems to be how do I attract the spotlight directly to me and at me in a favorable manner and do so at any cost.
The costs of the past will pay heavy penalties in our future unless senior leaders remove reality blinders and institute rigorous developmental programs to ensure a prosperous future.
###
Jeff Magee, Ph.D., PDM, CSP, CMC can be reached at jeff@JeffreyMagee.com, toll free 1-877-90-MAGEE or www.JeffreyMagee.com for more information on keynotes, training seminars and skill development resources. For more information and ideas get your copy of, YIELD MANAGEMENT: the Leadership Alternative, by CRC/St. Lucie Press (ISBN# 1-57444-206-6 / $29.00) and of ADVANCING IN YOUR CAREER (ISBN# 0-9641240-7-6 / US $15.95) Â… to see other exciting resource book, audio and video titles, go to www.JeffreyMagee.com/library.asp !
