Tuesday, September 27, 2011
Golden Anniversaries
Simple Things Matter: 50 Simple Things You Can do to Enhance Your Relationship
2. Snuggle in the morning before you get out of bed.
3. Recognize kindness with a thank you.
4. Call when you are going to be late.
5. Share a good bottle of wine while watching a sunset.
6. Be generous with your time for each other.
7. Compliment your lover about something they did today that made them special.
8. Hold hands often.
9. Bring home flowers when it is not a special occasion.
10. Leave a sticky note on your lover’s wallet or purse telling them to come home safely to you because you love them so much.
11. Ask your spouse about their dreams and their dreams for your future together.
12. Open doors for each other.
13. Take a bike ride together, bringing a picnic lunch for a secluded spot along the way.
14. Walk your dog together.
15. Fix your lover breakfast in bed for no special reason.
16. Say “I love you” several times during each day.
17. Treat your lover with courtesy at all times.
18. Help clean off the table and do the dishes after dinner.
19. Compliment your lover’s cooking.
20. Tell one reason why your lover means so much to you.
21. Take your spouse to their favorite restaurant in the middle of the week.
22. Touch your mate 100 times a day.
23. Surprise your lover by bringing lunch when they least expects it.
24. Prepare meals together as often as you can.
25. Spend an evening listening to music and making a CD of your favorite songs together.
26. Never let things get stale. Upend expectancies and delight your lover.
27. Always point out the positive attributes of your lover, both at home and in public.
28. Give your spouse a massage or a back rub.
29. Look directly into your lover’s eye when you are having a conversation.
30. Be your lover’s best cheerleader for their accomplishments.
31. Plan a bubble bath together and see where it leads.
32. Go dancing together.
33. Talk about everything. No topic is too small or too big. There are no sacred cows.
34. Always demonstrate respect for each other in your words and in your actions.
35. Schedule your annual physicals on the same day.
36. Plan a week of healthy meals together with foods that you both enjoy.
37. Write your husband a love letter and leave it for him to find in his underwear drawer.
38. Sit down and go over the finances together before you pay the bills for the month.
39. Take your lover to a movie, putting your arm around them like you used to when you were dating.
40. Go for a boat ride, car ride or train ride that isn’t planned and doesn’t have an itinerary.
41. Write personal Valentine’s Day cards today even though it's not Valentine's Day.
42. Turn off the television and talk to each other.
43. Sing a song together and to each other.
44. Go to Disneyland—just the two of you.
45. Plant flowers together.
46. Share a tuna melt.
47. Kiss each other passionately.
48. Go to the zoo together.
49. Share a shower.
50. Sit in your porch swing and gaze at the stars.
Monday, September 26, 2011
Four Ways to Lead a Successful Transformation - HBR
From HBR : Managing an organizational transformation, executives tell us, is like trying to change the wheels on a bike while you're riding it. You have to take your organization apart and put it back together in a new way, but you have to keep the business running at the same time. It's a lot to ask, and the senior leader bears much of the burden.
Being at the top of an organization makes you uniquely visible: consciously or not, you provide cues about what matters that everyone else will follow. When we were researching Beyond Performance, we found that little had been written about this crucial responsibility during a transformation. So we drew on our own involvement in scores of major change programs to identify the roles that only senior leaders can perform.
1. Make the transformation meaningful
Whether employees buy into a change effort can spell the difference between success and failure. Senior leaders tap into employees' energy by making the transformation personal and openly engaging them.
Successful leaders often allude to formative events in their own life to show their determination to overcome obstacles. When Andy Grove was CEO of Intel, he used his personal story of escaping Communist-controlled Hungary at the age of 20 to push the company to make bold decisions as they transformed into a giant in the semiconductor industry.
Connecting with people takes time and effort. Corrado Passera, CEO of Banca Intesa, traveled all of Italy to spread the bank's transformation story to its 60,000 employees. He told us, "You have to put your face in front of people if you want them to follow you."
2. Be the change you want to see the mindsets and behavior you want to see
When you're asking others to transform how they get work done, it's incredibly powerful for you to transform how you get work done as well.
After John Akehurst tackled underperformance at Woodside Petroleum, he admitted to us that "It took a lot of effort for me to recognize that I am responsible for the culture of the organization, and how dysfunctional my behavior was and what an impact it had on other people." Learning to be humble, to listen, and to trust intuition as well as analysis helped Akehurst and his team turn the business around.
Well-chosen symbolic actions can have an impact out of all proportion to their size. At Infosys, chairman N. R. Narayana Murthy habitually pays the difference between a single and a double hotel room when he takes his wife on business trips. He explained to us, "Credibility comes from eating one's own food before recommending it to others," an attitude that helped Murthy transform a company started with $250 in seed capital into a global leader in consulting and information technology.
3. Build a strong and committed top team
It's likely that not everyone on your team wants — or is able — to change. Ask yourself about each one: Does this individual know what they must do to make the transformation succeed? Is it clear what will happen if they don't get on board? Have I given them a chance to build the skills they need? Have I been modeling the target mindsets and behavior? If the answers are yes, swift action is warranted.
That's what happened at Seagate, the world's largest manufacturer of hard drives, during its transformation led by Steve Luczo: "We said, we will work as a team. So we needed to find out who was on the bus and who was not and to do it fast. I got rid of two top people in the first three to four months."
Taking tough decisions can have a surprisingly positive impact on the rest of the organization. High performers become more motivated, low performers opt out, and those in the middle realize they need to raise their game.
4. Relentlessly pursue impact
In a change effort where real value is at stake, there's no substitute for simply getting involved in the details. Kicking off a transformation is one thing, but sticking with it is what really counts.
Larry Bossidy, reflecting on leading a transformation of AlliedSignal, wrote, "Many people regard execution as detail work that's beneath the dignity of a business leader. That's wrong ... it's a leader's most important job." This means getting involved in the problem-solving on high value initiatives, making quick decisions when barriers appear, and staying on top of the numbers. We've learned that the adage "In God we trust, everyone else brings data to the table" fully applies during a transformation.
By playing these four roles, the most senior leader can greatly improve the odds of success for any organizational transformation.
Sunday, August 28, 2011
Steve Job's Best Quotes - WSJ
By Jennifer Valentino-DeVries
Steve Jobs has stepped down as CEO of Apple, the company he founded and turned into the largest technology company in the world. Although his tenure as CEO will be remembered for ushering in fundamental changes in the way people interact with technology, he has also been known for his salesmanship, his ability to turn a phrase – and a knack for taking complicated ideas and making them easy to understand. Below, a compendium of some of the best Steve Jobs quotes.
On Technology
“It takes these very simple-minded instructions—‘Go fetch a number, add it to this number, put the result there, perceive if it’s greater than this other number’––but executes them at a rate of, let’s say, 1,000,000 per second. At 1,000,000 per second, the results appear to be magic.” [Playboy, Feb. 1, 1985]
***
“The problem is I’m older now, I’m 40 years old, and this stuff doesn’t change the world. It really doesn’t.
“I’m sorry, it’s true. Having children really changes your view on these things. We’re born, we live for a brief instant, and we die. It’s been happening for a long time. Technology is not changing it much — if at all.
“These technologies can make life easier, can let us touch people we might not otherwise. You may have a child with a birth defect and be able to get in touch with other parents and support groups, get medical information, the latest experimental drugs. These things can profoundly influence life. I’m not downplaying that.
“But it’s a disservice to constantly put things in this radical new light — that it’s going to change everything. Things don’t have to change the world to be important.” [Wired, February 1996]
***
“I think it’s brought the world a lot closer together, and will continue to do that. There are downsides to everything; there are unintended consequences to everything. The most corrosive piece of technology that I’ve ever seen is called television — but then, again, television, at its best, is magnificent.” [Rolling Stone, Dec. 3, 2003]
On Design
“We think the Mac will sell zillions, but we didn’t build the Mac for anybody else. We built it for ourselves. We were the group of people who were going to judge whether it was great or not. We weren’t going to go out and do market research. We just wanted to build the best thing we could build.
When you’re a carpenter making a beautiful chest of drawers, you’re not going to use a piece of plywood on the back, even though it faces the wall and nobody will ever see it. You’ll know it’s there, so you’re going to use a beautiful piece of wood on the back. For you to sleep well at night, the aesthetic, the quality, has to be carried all the way through.” [Playboy, Feb. 1, 1985]
***
“Design is a funny word. Some people think design means how it looks. But of course, if you dig deeper, it’s really how it works. The design of the Mac wasn’t what it looked like, although that was part of it. Primarily, it was how it worked. To design something really well, you have to get it. You have to really grok what it’s all about. It takes a passionate commitment to really thoroughly understand something, chew it up, not just quickly swallow it. Most people don’t take the time to do that.
“Creativity is just connecting things. When you ask creative people how they did something, they feel a little guilty because they didn’t really do it, they just saw something. It seemed obvious to them after a while. That’s because they were able to connect experiences they’ve had and synthesize new things. And the reason they were able to do that was that they’ve had more experiences or they have thought more about their experiences than other people.
“Unfortunately, that’s too rare a commodity. A lot of people in our industry haven’t had very diverse experiences. So they don’t have enough dots to connect, and they end up with very linear solutions without a broad perspective on the problem. The broader one’s understanding of the human experience, the better design we will have. [Wired, February 1996]
***
“For something this complicated, it’s really hard to design products by focus groups. A lot of times, people don’t know what they want until you show it to them.”
“That’s been one of my mantras — focus and simplicity. Simple can be harder than complex: You have to work hard to get your thinking clean to make it simple. But it’s worth it in the end because once you get there, you can move mountains.” [BusinessWeek, May 25, 1998, in a profile that also included the following gem: "Steve clearly has done an incredible job," says former Apple Chief Financial Officer Joseph Graziano. "But the $64,000 question is: Will Apple ever resume growth?"]
***
“This is what customers pay us for–to sweat all these details so it’s easy and pleasant for them to use our computers. We’re supposed to be really good at this. That doesn’t mean we don’t listen to customers, but it’s hard for them to tell you what they want when they’ve never seen anything remotely like it. Take desktop video editing. I never got one request from someone who wanted to edit movies on his computer. Yet now that people see it, they say, ‘Oh my God, that’s great!’” [Fortune, January 24 2000]
***
“Look at the design of a lot of consumer products — they’re really complicated surfaces. We tried to make something much more holistic and simple. When you first start off trying to solve a problem, the first solutions you come up with are very complex, and most people stop there. But if you keep going, and live with the problem and peel more layers of the onion off, you can often times arrive at some very elegant and simple solutions. Most people just don’t put in the time or energy to get there. We believe that customers are smart, and want objects which are well thought through.” [MSNBC and Newsweek interview, Oct. 14, 2006]
On His Products
“I don’t think I’ve ever worked so hard on something, but working on Macintosh was the neatest experience of my life. Almost everyone who worked on it will say that. None of us wanted to release it at the end. It was as though we knew that once it was out of our hands, it wouldn’t be ours anymore. When we finally presented it at the shareholders’ meeting, everyone in the auditorium gave it a five-minute ovation. What was incredible to me was that I could see the Mac team in the first few rows. It was as though none of us could believe we’d actually finished it. Everyone started crying.” [Playboy, Feb. 1, 1985]
***
Playboy: We were warned about you: Before this Interview began, someone said we were “about to be snowed by the best.”
[Smiling] “We’re just enthusiastic about what we do.” [Playboy, Feb. 1, 1985]
***
“We made the buttons on the screen look so good you’ll want to lick them.” [On Mac OS X, Fortune, Jan. 24, 2000]
***
“It will go down in history as a turning point for the music industry. This is landmark stuff. I can’t overestimate it!” [On the iTunes Music Store, Fortune, May 12, 2003]
***
“Every once in a while a revolutionary product comes along that changes everything. … One is very fortunate if you get to work on just one of these in your career. Apple’s been very fortunate it’s been able to introduce a few of these into the world.” [Announcement of the iPhone, Jan. 9, 2007]
On Business
“You know, my main reaction to this money thing is that it’s humorous, all the attention to it, because it’s hardly the most insightful or valuable thing that’s happened to me.” [Playboy, Feb. 1, 1985]
***
“Being the richest man in the cemetery doesn’t matter to me … Going to bed at night saying we’ve done something wonderful… that’s what matters to me.” [The Wall Street Journal, May 25, 1993]
***
Q: There’s a lot of symbolism to your return. Is that going to be enough to reinvigorate the company with a sense of magic?
“You’re missing it. This is not a one-man show. What’s reinvigorating this company is two things: One, there’s a lot of really talented people in this company who listened to the world tell them they were losers for a couple of years, and some of them were on the verge of starting to believe it themselves. But they’re not losers. What they didn’t have was a good set of coaches, a good plan. A good senior management team. But they have that now.” [BusinessWeek, May 25, 1998]
***
“Innovation has nothing to do with how many R&D dollars you have. When Apple came up with the Mac, IBM was spending at least 100 times more on R&D. It’s not about money. It’s about the people you have, how you’re led, and how much you get it.” [Fortune, Nov. 9, 1998]
***
“The cure for Apple is not cost-cutting. The cure for Apple is to innovate its way out of its current predicament.” [Apple Confidential: The Real Story of Apple Computer Inc., May 1999]
***
“The problem with the Internet startup craze isn’t that too many people are starting companies; it’s that too many people aren’t sticking with it. That’s somewhat understandable, because there are many moments that are filled with despair and agony, when you have to fire people and cancel things and deal with very difficult situations. That’s when you find out who you are and what your values are.
“So when these people sell out, even though they get fabulously rich, they’re gypping themselves out of one of the potentially most rewarding experiences of their unfolding lives. Without it, they may never know their values or how to keep their newfound wealth in perspective.” [Fortune, Jan. 24, 2000]
***
“The system is that there is no system. That doesn’t mean we don’t have process. Apple is a very disciplined company, and we have great processes. But that’s not what it’s about. Process makes you more efficient.
“But innovation comes from people meeting up in the hallways or calling each other at 10:30 at night with a new idea, or because they realized something that shoots holes in how we’ve been thinking about a problem. It’s ad hoc meetings of six people called by someone who thinks he has figured out the coolest new thing ever and who wants to know what other people think of his idea.
“And it comes from saying no to 1,000 things to make sure we don’t get on the wrong track or try to do too much. We’re always thinking about new markets we could enter, but it’s only by saying no that you can concentrate on the things that are really important. [BusinessWeek, Oct. 12, 2004]
On His Competitors
Playboy: Are you saying that the people who made PCjr don’t have that kind of pride in the product?
“If they did, they wouldn’t have made the PCjr.” [Playboy, Feb. 1, 1985]
***
“Some people are saying that we ought to put an IBM PC on every desk in America to improve productivity. It won’t work. The special incantations you have to learn this time are the “slash q-zs” and things like that. The manual for WordStar, the most popular word-processing program, is 400 pages thick. To write a novel, you have to read a novel––one that reads like a mystery to most people. They’re not going to learn slash q-z any more than they’re going to learn Morse code. That is what Macintosh is all about.” [Playboy, Feb. 1, 1985]
***
“The only problem with Microsoft is they just have no taste. They have absolutely no taste. And I don’t mean that in a small way, I mean that in a big way, in the sense that they don’t think of original ideas, and they don’t bring much culture into their products.”
“I am saddened, not by Microsoft’s success — I have no problem with their success. They’ve earned their success, for the most part. I have a problem with the fact that they just make really third-rate products.” [Triumph of the Nerds, 1996]
***
“I wish him the best, I really do. I just think he and Microsoft are a bit narrow. He’d be a broader guy if he had dropped acid once or gone off to an ashram when he was younger.” [On Bill Gates, The New York Times, Jan. 12, 1997]
On Predicting the Future
“I’ll always stay connected with Apple. I hope that throughout my life I’ll sort of have the thread of my life and the thread of Apple weave in and out of each other, like a tapestry. There may be a few years when I’m not there, but I’ll always come back. [Playboy, Feb. 1, 1985]
***
“The most compelling reason for most people to buy a computer for the home will be to link it to a nationwide communications network. We’re just in the beginning stages of what will be a truly remarkable breakthrough for most people––as remarkable as the telephone.” [Playboy, Feb. 1, 1985]
***
“The desktop computer industry is dead. Innovation has virtually ceased. Microsoft dominates with very little innovation. That’s over. Apple lost. The desktop market has entered the dark ages, and it’s going to be in the dark ages for the next 10 years, or certainly for the rest of this decade.
“It’s like when IBM drove a lot of innovation out of the computer industry before the microprocessor came along. Eventually, Microsoft will crumble because of complacency, and maybe some new things will grow. But until that happens, until there’s some fundamental technology shift, it’s just over.” [Wired, February 1996]
***
The desktop metaphor was invented because one, you were a stand-alone device, and two, you had to manage your own storage. That’s a very big thing in a desktop world. And that may go away. You may not have to manage your own storage. You may not store much before too long. [Wired, February 1996]
On Life
“It’s more fun to be a pirate than to join the navy.” [1982, quoted in Odyssey: Pepsi to Apple, 1987]
***
“When you’re young, you look at television and think, There’s a conspiracy. The networks have conspired to dumb us down. But when you get a little older, you realize that’s not true. The networks are in business to give people exactly what they want. That’s a far more depressing thought. Conspiracy is optimistic! You can shoot the bastards! We can have a revolution! But the networks are really in business to give people what they want. It’s the truth.” [Wired, February 1996]
***
“I’m an optimist in the sense that I believe humans are noble and honorable, and some of them are really smart. I have a very optimistic view of individuals. As individuals, people are inherently good. I have a somewhat more pessimistic view of people in groups. And I remain extremely concerned when I see what’s happening in our country, which is in many ways the luckiest place in the world. We don’t seem to be excited about making our country a better place for our kids.” [Wired, February 1996]
***
“You can’t connect the dots looking forward; you can only connect them looking backwards. So you have to trust that the dots will somehow connect in your future. You have to trust in something — your gut, destiny, life, karma, whatever. This approach has never let me down, and it has made all the difference in my life.” [Stanford commencement speech, June 2005]
***
“Your work is going to fill a large part of your life, and the only way to be truly satisfied is to do what you believe is great work. And the only way to do great work is to love what you do. If you haven’t found it yet, keep looking. Don’t settle. As with all matters of the heart, you’ll know when you find it. And, like any great relationship, it just gets better and better as the years roll on. So keep looking until you find it. Don’t settle.” [Stanford commencement speech, June 2005]
***
“When I was 17, I read a quote that went something like: “If you live each day as if it was your last, someday you’ll most certainly be right.” It made an impression on me, and since then, for the past 33 years, I have looked in the mirror every morning and asked myself: “If today were the last day of my life, would I want to do what I am about to do today?” And whenever the answer has been “No” for too many days in a row, I know I need to change something.
“Remembering that I’ll be dead soon is the most important tool I’ve ever encountered to help me make the big choices in life. Because almost everything — all external expectations, all pride, all fear of embarrassment or failure — these things just fall away in the face of death, leaving only what is truly important. Remembering that you are going to die is the best way I know to avoid the trap of thinking you have something to lose. You are already naked. There is no reason not to follow your heart.” [Stanford commencement speech, June 2005]
***
“I think if you do something and it turns out pretty good, then you should go do something else wonderful, not dwell on it for too long. Just figure out what’s next.” [NBC Nightly News, May 2006]
***
And One More Thing
“No one wants to die. Even people who want to go to heaven don’t want to die to get there. And yet death is the destination we all share. No one has ever escaped it. And that is as it should be, because Death is very likely the single best invention of Life. It is Life’s change agent. It clears out the old to make way for the new. Right now the new is you, but someday not too long from now, you will gradually become the old and be cleared away. Sorry to be so dramatic, but it is quite true.
“Your time is limited, so don’t waste it living someone else’s life. Don’t be trapped by dogma — which is living with the results of other people’s thinking. Don’t let the noise of others’ opinions drown out your own inner voice. And most important, have the courage to follow your heart and intuition. They somehow already know what you truly want to become. Everything else is secondary.” [Stanford commencement speech, June 2005]
Wednesday, June 15, 2011
How do you get kids ready to become entrepreneurs?
How do you get kids ready to become entrepreneurs?
Journal Report
Read the complete Small Business report.
The classic answer, of course, is the lemonade stand: Encourage your kids to start a homespun business instead of just bugging you for money. But entrepreneurs and educators say the real solution goes much deeper than that. There are crucial psychological traits an entrepreneur needs to succeed, they say, and parents should help kids develop them at every opportunity.
Here's a look at those attributes—and how to foster them.
Adventurous
Parents should urge kids to explore their environment—and don't let them get too comfortable, advises Arthur Blank, co-founder of Home Depot Inc. and owner of the National Football League's Atlanta Falcons. That means urging them to ask questions constantly and develop an inquiring mind. For instance, "get them the right kind of toys—in which kids must figure out for themselves what to do," he says. And "on vacation, try different restaurants outside their comfort level."
Pierre Omidyar, founder of eBay Inc., agrees that exploration and inquiry are crucial lessons. "Our kids seem to thrive in situations that engage their curiosity and allow them to explore and discover the world around them on their own terms," Mr. Omidyar says.
In his own childhood, he was immersed in both Persian and French culture thanks to his parents' backgrounds. "Being exposed to and learning about these cultures taught me early on that there are different ways to think about any single situation, and that you don't always have to do things the way they've always been done," Mr. Omidyar says.
Dependable and Stable
Pramodita Sharma, a visiting professor at Babson College and director of the school's STEP Global Project for Family Enterprising, also advises parents to help their kids develop an inquiring mind. But she says a couple of other traits are just as important: conscientiousness and emotional stability.
Parents should insist that kids deliver high-quality work at the promised time, whether it's chores, homework or extracurricular activities. And parents should model good behavior, demonstrating control when emotions run high. They should also urge their children to take steps such as waiting to respond when they lose their temper.
Observant
Parents should help kids recognize that their world is full of business opportunities, and finding them just takes some careful observation and creativity.
Christine Poorman, executive director of the Chicago office of the Network for Teaching Entrepreneurship, which provides an entrepreneurship course for at-risk youths, says students are encouraged to walk around their communities and evaluate business needs. One student found her neighborhood's bodegas and hardware stores didn't have an online presence, so she created logos and websites for them.
Real-estate magnate Sam Zell also puts a high value on teaching curiosity and observation. An entrepreneur, he says, is always "seeing problems and then seeing solutions."
Sometimes those problems aren't as obvious as they look. "When I was 12, my parents moved from Chicago to the suburb of Highland Park," says Mr. Zell. Every day, "I would go into the city by train after school to attend Yeshiva school. I noticed that under the L track, they were selling Playboy magazines. I would pay 50 cents apiece for them and then bring them home to the suburbs to sell to my friends for $3—it was my first lesson in supply and demand."
Team Player
Sports can be a great classroom for entrepreneurial values. Mr. Blank says his six children, who have all played a variety of sports, have had to learn how to deal with setbacks and how to move past losses. "Sports teach how important teamwork is. The germ of the idea for Home Depot was with Bernie [Marcus] and me, but we also needed the ability to get other people excited about the idea—to get in the game, so to speak," he says.
His son Joshua is captain of his eighth-grade soccer team, he says—a role that will help the boy learn about leadership and inspiring others, as well as playing his own position.
"Not winning every game and teamwork—these are all good lessons for entrepreneurship," Mr. Blank says.
Solitary pursuits can instill good values, too. Jim Koch, founder of Boston Beer Co., found climbing mountains a good building block in becoming an entrepreneur. "Climbers are a lot like entrepreneurs. They are willing to put themselves in a risky situation and then once there they become careful and cautious and try to reduce and eliminate the risk," says Mr. Koch, who taught mountaineering for Outward Bound in British Columbia in the 1970s.
Lead by Example
In the end, many entrepreneurs say the most valuable thing you can do to teach your kids about entrepreneurship is to practice it yourself.
For Mr. Blank, his parents were his biggest influence on his becoming an entrepreneur.
"I saw living examples of entrepreneurs," he says. "My dad was 39 years old when he started a pharmacy wholesale business. He passed away at 44 when I was 15. My mother, who was 37 at the time, had no business experience but was a risk taker in her own way. She grew the business and later sold it to a larger pharmaceutical firm."
For Scottrade founder and chief executive Rodger Riney, the entrepreneurial model was his grandfather, who owned several small businesses in Hannibal, Mo., including a fertilizer plant, cemetery, grain elevator, insurance firm, alfalfa plant and trailer-rental business.
His mother's lessons in the Golden Rule were another big inspiration. "I paid attention to that and tried to treat people the way I wanted to be treated, and that later translated into how I wanted to treat my customers," Mr. Riney says.
Ms. Haislip is a writer in Chatham, N.J. She can be reached at reports@wsj.com.
Monday, March 28, 2011
Saturday, February 5, 2011
Sunday, January 23, 2011
Activity Vector Analysis
In 1950 John Cleaver created a 24-question forced-choice instrument from the Activity Vector Analysis. This instrument required the participant to select two words from four choices -- the word that was the MOST and LEAST like them.
In 1970, two professors from the University of Minnesota -- John Geier and Dorothy Downey -- created the DiSC® Personal Profile System, which took the responses from Cleaver's 24-question forced-choice instrument and identified a total of 15 classical patterns that emerged. They created a company called Performax Systems International to promote this assessment. In 1984, Curt Carlson (also a graduate of the University of Minnesota) purchased Performax Systems International and created Carlson Learning Company.
In 1994 the Personal Profile System was revalidated. Since the meaning of some words had changed over the years, some of the words were changed in the forced-choice instrument, and four more tetrads were added. Today's DiSC® assessment includes a total of 28 tetrads.
After Curt Carlson died, his company sold the DiSC Personal Profile System to The Riverside Company in 2000, which soon thereafter became Inscape Publishing, Inc. (Inscape is a hybrid word created from internal landscape.)
Today, more than 50 million people around the world have benefited from using the DiSC® assessment. Inscape Publishing has trademarked DiSC® with a small "i". The DISC model itself cannot be patented because Marston never developed a product to patent. He created the model and theory behind it, but never created an actual product that could be sold. Therefore, a number of companies have since created profiles based on Marston's model. The original assessment tool is the one created by what is now known as Inscape Publishing, Inc. You can always tell if you have the original assessment by looking for the small "i" in DiSC®.
In addition to DiSC, Inscape Publishing has created a number of other assessments and learning tools. We invite you to spend some time looking over the many samples, which you will find links to on this site.
* * * * * * * *
What does DiSC Mean? DiSC® is a non-critical tool for understanding behavioral types and styles. It is designed to help people explore personality and behavior types so they can better understand themselves and others. Each person's DiSC® profile is based on the combination of these four primary behavioral dimensions:
Dominance:
Direct, driver & decisive -- D's are strong-minded, aggressive, strong-willed people who enjoy challenges, taking action, and immediate results.
They thrive on power, prestige, authority, and individual accomplishment. They fear being taken advantage of through loss of control. Their focus tends to be on the bottom line. They ask WHAT questions. A good high D slogan: Just do it! (good with RESULTS)
Influence:
Social, optimistic & outgoing -- I's are "people" who prefer participating on teams, sharing ideas, entertaining and energizing others. They like to gain consensus.
They thrive on popularity, recognition, expression, and talking. They fear loss of social approval. They focus on shaping the environment by influencing or persuading others to see things their way. They ask WHO questions.
A good high I slogan: Don't worry, be happy! (good with PEOPLE)
Steadiness:
Stable, sympathetic & cooperative -- S's tend to be helpful team players. They prefer being behind the scenes, working in consistent and predictable ways. They don't like rapid change, and they don't like conflict. They are often good listeners.
They thrive on team work, structure, predictability, and calming down excited people. They fear loss of stability in the environment and abrupt changes. They focus on cooperating with others to carry out the task, being patient and loyal. They ask HOW questions. A good High S slogan: Don't rock the boat! (good with PROCESSES)
Conscientiousness: Concerned, cautious & correct -- C's usually plan ahead, constantly check for accuracy, and use systematic approaches. They thrive on details, proof, critical thinking, analysis, accuracy, and perfection. They fear criticism of their efforts or actions. They focus on quality and accuracy. They ask WHY questions. A good high C slogan: Measure twice, cut once! (good with DETAILS)
Wednesday, January 19, 2011
Six Keys to Changing Almost Anything - HBR
Change is hard. New Year's resolutions almost always fail. But at The Energy Project, we have developed a way of making changes that has proved remarkably powerful and enduring, both in my own life and for the corporate clients to whom we teach it.
Our method is grounded in the recognition that human being are creatures of habit. Fully 95 percent of our behaviors are habitual, or occur in response to a strong external stimulus. Only 5 percent of our choices are consciously self-selected.
In 1911, the mathematician Alfred North Whitehead intuited what researchers would confirm nearly a century later. "It is a profoundly erroneous truism," he wrote, "that we should cultivate the habit of thinking of what we are doing. The precise opposite is the case. Civilization advances by extending the number of important operations which we can perform without thinking about them."
Most of us wildly overvalue our will and discipline. Ingenious research by Roy Baumeister and others has demonstrated that our self-control is a severely limited resource that gets progressively depleted by every act of conscious self-regulation.
In order to make change that lasts, we must rely less on our prefrontal cortex, and more on co-opting the primitive parts of our brain in which habits are formed.
Put simply, the more behaviors are ritualized and routinized — in the form of a deliberate practice — the less energy they require to launch, and the more they recur automatically
What follows are our six key steps to making change that lasts:
1. Be Highly Precise and Specific. Imagine a typical New Year's resolution to "exercise regularly." It's a prescription for failure. You have a vastly higher chance for success if you decide in advance the days and times, and precisely what you're going to do on each of them.
Say instead that you commit to do a cardiovascular work out Monday, Wednesday and Friday at 6 a.m., for 30 minutes. If something beyond your control forces you to miss one of those days, you automatically default to doing that workout instead on Saturday at 9 a.m.
Researchers call those "implementation intentions" and they dramatically increase your odds of success.
2. Take on one new challenge at a time. Over the years, I've established a broad range of routines and practices, ranging from ones for weight training and running, to doing the most important thing first every morning without interruption for 90 minutes and then taking a break to spending 90 minutes talking with my wife about the previous week on Saturday mornings.
In each case, I gave the new practice I was launching my sole focus. Even then, in some cases, it's taken several tries before I was able to stay at the behavior long enough for it to become essentially automatic.
Computers can run several programs simultaneously. Human beings operate best when we take on one thing at a time, sequentially.
3. Not too much, not too little. The most obvious mistake we make when we try to change something in our lives is that we bite off more than it turns out we can chew. Imagine that after doing no exercise at all for the past year, for example, you get inspired and launch a regimen of jogging for 30 minutes, five days a week. Chances are high that you'll find exercising that much so painful you'll quit after a few sessions.
It's also easy to go to the other extreme, and take on too little. So you launch a 10-minute walk at lunchtime three days a week and stay at it. The problem is that you don't feel any better for it after several weeks, and your motivation fades.
The only way to truly grow is to challenge your current comfort zone. The trick is finding a middle ground — pushing yourself hard enough that you get some real gain, but not too much that you find yourself unwilling to stay at it.
4. What we resist persists.
Think about sitting in front of a plate of fragrant chocolate chip cookies over an extended period of time. Diets fail the vast majority of time because they're typically built around regularly resisting food we enjoy eating. Eventually, we run up against our limited reservoir of self control.
The same is true of trying to ignore the Pavlovian ping of incoming emails while you're working on an important project that deserves your full attention.
The only reasonable answer is to avoid the temptation. With email, the more effective practice is turn it off entirely at designated times, and then answer it in chunks at others. For dieters, it's to keep food you don't want to eat out of sight, and focus your diet instead on what you are going to eat, at which times, and in what portion sizes. The less you have to think about what to do, the more successful you're likely to be.
5. Competing Commitments.
We all derive a sense of comfort and safety from doing what we've always done, even if it isn't ultimately serving us well. Researchers Robert Kegan and Lisa Lahey call this "immunity to change." Even the most passionate commitment to change, they've shown, is invariably counterbalanced by an equally powerful but often unseen "competing" commitment not to change.
Here's a very simple way to surface your competing commitment. Think about a change you really want to make. Now ask yourself what you're currently doing or not doing to undermine that primary commitment. If you are trying to get more focused on important priorities, for example, your competing commitment might be the desire to be highly responsive and available to those emailing you.
For any change effort you launch, it's key to surface your competing commitment and then ask yourself "How can I design this practice so I get the desired benefits but also minimize the costs I fear it will prompt?"
6. Keep the faith.
Change is hard. It is painful. And you will experience failure at times. The average person launches a change effort six separate times before it finally takes. But follow the steps above, and I can tell you from my own experience and that of thousands of clients that you will succeed, and probably without multiple failures.
Monday, January 3, 2011
Oxymorons
2. original copy
3. old news
4. act naturally
5. pretty ugly
6. living dead
7. jumbo shrimp
8. rolling stop
9. constant variable
10. exact estimate
11. paid volunteers
12. civil war
13. sound of silence
14. clever fool
15. only choice
Great Proverbs
Whenever you find yourself on the side of the majority, it is time to pause and reflect. - MARK TWAIN
Anyone who lives within their means suffers from a lack of imagination - OSCAR WILDE
Monday, December 20, 2010
Assertive Communication
1. Mottoes and Beliefs
* Believes self and others are valuable
* Knowing that assertiveness doesn't mean you always win, but that you handled the situation as effectively as possible
* "I have rights and so do others."
2. Communication Style
* Effective, active listener
* States limits, expectations
* States observations, no labels or judgments
* Expresses self directly, honestly, and as soon as possible about feelings and wants
* Checks on others feelings
3. Characteristics
* Non-judgmental
* Observes behavior rather than labeling it
* Trusts self and others
* Confident
* Self-aware
* Open, flexible, versatile
* Playful, sense of humor
* Decisive
* Proactive, initiating
4. Behavior
* Operates from choice
* Knows what it is needed and develops a plan to get it
* Action-oriented
* Firm
* Realistic in her expectations
* Fair, just
* Consistent
* Takes appropriate action toward getting what he/she wants without denying rights of others
5. Nonverbal Cues
* Open, natural gestures
* Attentive, interested facial expression
* Direct eye contact
* Confident or relaxed posture
* Vocal volume appropriate, expressive
* Varied rate of speech
6. Verbal Cues
* "I choose to..."
* "What are my options?"
* "What alternatives do we have?"
7. Confrontation and Problem Solving
* Negotiates, bargains, trades off, compromises
* Confronts problems at the time they happen
* Doesn't let negative feelings build up
8. Feelings Felt
* Enthusiasm
* Well being
* Even tempered
9. Effects
* Increased self-esteem and self-confidence
* Increased self-esteem of others
* Feels motivated and understood
* Others know where they stand
Clearly, the assertive style is the one to strive for. Keep in mind that very few people are all one or another style. In fact, the aggressive style is essential at certain times such as:
* when a decision has to be made quickly;
* during emergencies;
* when you know you're right and that fact is crucial;
* stimulating creativity by designing competitions destined for use in training or to increase productivity.
Passiveness also has its critical applications:
* when an issue is minor;
* when the problems caused by the conflict are greater than the conflict itself;
* when emotions are running high and it makes sense to take a break in order to calm down and regain perspective;
* when your power is much lower than the other party's;
* when the other's position is impossible to change for all practical purposes (i.e., government policies, etc.).
Elements of the Aggressive Style
1. Mottos and Beliefs
* "Everyone should be like me."
* "I am never wrong."
* "I've got rights, but you don't."
2. Communication Style
* Close minded
* Poor listener
* Has difficulty seeing the other person's point of view
* Interrupts
* Monopolizing
3. Characteristics
* Achieves goals, often at others' expense
* Domineering, bullying
* Patronizing
* Condescending, sarcastic
4. Behavior
* Puts others down
* Doesn't ever think they are wrong
* Bossy
* Moves into people's space, overpowers
* Jumps on others, pushes people around
* Know-it-all attitude
* Doesn't show appreciation
5. Nonverbal Cues
* Points, shakes finger
* Frowns
* Squints eyes critically
* Glares
* Stares
* Rigid posture
* Critical, loud, yelling tone of voice
* Fast, clipped speech
6. Verbal Cues
* "You must (should, ought better)."
* "Don't ask why. Just do it."
* Verbal abuse
7. Confrontation and Problem Solving
* Must win arguments, threatens, attacks
* Operates from win/lose position
8. Feelings Felt
* Anger
* Hostility
* Frustration
* Impatience
9. Effects
* Provokes counteraggression, alienation from others, ill health
* Wastes time and energy oversupervising others
* Pays high price in human relationships
* Fosters resistance, defiance, sabotaging, striking back, forming alliances, lying, covering up
* Forces compliance with resentment
Elements of the Passive Style
1. Mottoes and Beliefs
* "Don't express your true feelings."
* "Don't make waves."
* "Don't disagree."
* "Others have more rights than I do."
2. Communication Style
* Indirect
* Always agrees
* Doesn't speak up
* Hesitant
3. Characteristics
* Apologetic, self-conscious
* Trusts others, but not self
* Doesn't express own wants and feelings
* Allows others to make decisions for self
* Doesn't get what he/she wants
4. Behaviors
* Sighs a lot
* Tries to sit on both sides of the fence to avoid conflict
* Clams up when feeling treated unfairly
* Asks permission unnecessarily
* Complains instead of taking action
* Lets others make choices
* Has difficulty implementing plans
* Self-effacing
5. Nonverbal Cues
* Fidgets
* Nods head often; comes across as pleading
* Lack of facial animation
* Smiles and nods in agreement
* Downcast eyes
* Slumped posture
* Low volume, meek
* Up talk
* Fast, when anxious; slow, hesitant, when doubtful
6. Verbal Cues
* "You should do it."
* "You have more experience than I do."
* "I can't......"
* "This is probably wrong, but..."
* "I'll try..."
* Monotone, low energy
7. Confrontation and Problem Solving
* Avoids, ignores, leaves, postpones
* Withdraws, is sullen and silent
* Agrees externally, while disagreeing internally
* Expends energy to avoid conflicts that are anxiety provoking
* Spends too much time asking for advice, supervision
* Agrees too often
8. Feelings Felt
* Powerlessness
* Wonders why doesn't receive credit for good work
* Chalks lack of recognition to others' inabilities
9. Effects
* Gives up being him or herself
* Builds dependency relationships
* Doesn't know where he/she stands
* Slowly loses self esteem
* Promotes others' causes
* Is not well-liked
Monday, November 1, 2010
3 Requirements of Change Efforts
Know the 3 Requirements of Change Efforts
Setting a new direction, changing behavior, or transforming a culture is never easy. Before you start down the road of change, know three of the things you'll need on your journey:
1. A clear destination. Many change programs fail because not everyone understands where they are headed. Be clear up front with everyone who needs to change about what the end point looks like.
2. A starting point. Big goals are intimidating and sometimes paralyzing. Get started by taking small steps toward your goal. Momentum will build.
3. Persistence. Most change efforts look like they will fail at some point, usually in the middle. Don't give up prematurely. Find a way around obstacles, make necessary alterations, and keep going.

