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Leadership Development: I Add Positive Value to the Lives of Others!


“You see in life, lots of people know what to do, but few people actually do what they know.  Knowing is not enough! You must take action.” Tony Robbins

Here is a five step process I use to add positive value to the lives of others.  This plan can be customized to fit specific needs.

  1. Analyze
  2. Design
  3. Develop
  4. Implement
  5. Evaluate

List your unique abilities, talents, strengths interests and passions.  Then choose an overall purpose for your life.  For some people, it may take hours to think it through; for others it may take days or longer.  Once you’ve honestly assessed yourself, clarify your purpose by writing it down.  Then choose a vehicle with which you can serve people that is in alignment with your purpose. Begin living your life with meaning today.

Here is an example of how my wife and family decided to implement the Five Step Plan.

So my wife and I started another business in our free time.  It’s called Agape Beverages.  I apologize that when I first started my Training & Development business I did not offer free coaching or to design a personal improvement plan as a free sample.  This would have been too expensive and time consuming.  However, Agape Beverages my new family business is COFFEE, and I will be glad to offer you some free samples just because I can!  My coffee is “100% USDA Certified Organic” and I am offering you the opportunity to receive a free sample of coffee just by commenting on this blog post telling me, “How do you drink coffee (black or with cream and sugar)? Or, do you drink tea (green or black)?  I even have mocha and hot chocolate.  I will send you the free sample based on your comment and I will send it to you by mail at no cost to you.  No strings attached.  I would only ask that you share the coffee with your loved ones too.  Hey, I am in the coffee business and I want to share my great tasting coffee and opportunity with everyone.  Thank you for your support!

W. Clement Stone says, “When you discover your mission, you will feel its demand.  It will fill you with enthusiasm and a burning desire to get to work on it.”

I have found my mission in life.  My burning desire is to help and to serve others.  I add positive value by listening, coaching, assessing, motivating and designing successful implementation plans designed to improve performance in alignment with their personal dreams.

Success means doing the best we can with what we have.  Success is the doing, not the getting; in the trying, not the triumph.  Success is a personal standard, reaching for the highest that is in us, becoming all that we can be.” Zig Ziglar

Decide, Commit, Succeed!

Have you found your burning desire?  Please leave a comment below.

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The 2nd Step to Improving Performance: Design


When called on to improve performance by a friend, family member, or community organization to help solve a problem or improve a situation, designing a unique plan is critical and vital for success. This is the second part of a five part series for Improving Performance.  After a thorough review of gathered data, we are able to move on to the next step of designing a performance improvement plan in order to add positive value. Over the next four days, I will share with you the steps I go through when I am called on as a consultant to improve performance. These steps are useful for Individuals, Families, Communities, and Organizations.

The 2nd Step to Improving Performance

Design is the second step to achieving improved performance.  After collecting research and analyzing information we have an idea of what the problem is and how to address it within the learning characteristics of the unique individual organization.  In order to set up a winning design for a successful performance improvement plan, I must explain two critical and vital components to the performers and organization: what is the desired outcome and how will this desired outcome be evaluated.   Without these two critical and vital components, false expectations can derail the best improvement performance design plans and lead to disaster.  In order for plans to be successful we have to create a plan and clearly communicate specific, measurable, attainable, realistic, and timely goals with a combined effort of self-evaluation against desired goals along the way.

After gathering vital signs of the organization through questionnaires, interviews, focus groups and formal discussions and thorough analysis, I have insights to design a successful performance improvement plan.

Designing learning objectives and evaluation plans that satisfy specific needs will create and easily identify areas of quick wins in order to build momentum quickly and keep performers and organizations engaged.  A dull plan does not work well and too challenging of a program will disengage performers.  So understanding your learner characteristics and learning style is critical in moving closer to the desired maximum performance.

During design, I have to gently instruct and remind performers and participants this plan is to move their performance and their organization closer to their decided results.  Every person is valuable and is an asset.  I have to identify the unique and individual asset to learn how to use it properly by sharing it with the performer and organization.  As an example, if a person has a great personality and has a good sales history but is not a morning person, we have to put this information to use in the most practical winning way for the performer and organization to succeed.  Do not have this person on the morning shift greeting and selling to customers—they are not in their winning position to add positive value and are self defeating in the process.

I have to design with the performer’s ideal situation to perform and decided maximum performance in mind, along with the organization’s available resources.  I have to decide where to disrupt and stop a bad pattern to begin creating a new pattern of success.  Sometimes all it takes is a gentle reminder, a little better communicating the process of existing programs. Other times we may have to purchase a new performer or create a new design to satisfy the needs of the performers of the current organizational systems.

We can’t just get rid of people; I feel and believe it is a waste of resources—time and money.  Designing a successful performance improvement plan identifies ways to use existing assets and resources to move them to desired outcomes—to maximize investments.  The designing process can be smooth with willing participants wanting to make improvements. So, in the beginning the analysis is critical and vital to a successful design phase of an overall improvement plan. When designing, I often times simply have to re-boot and re-organize the information so the performer can identify the potential of the equipment and supplies required to meet the goals and evaluation of those goals to see the improved performance and maximum results.

Designing a performance improvement program is essential for improved organizational performance to increase and improve the desired goals and improved performance of individuals, families, communities, and organizations.

Stay tuned to tomorrow’s topic on improving performance: Development.

Decide, Commit, Succeed!