Posted on Thursday, November 12, 2015

Are You Leading Under Fitbit Rules; Finding The Pulse Of The People?

I love people watching and am keen observer of their actions. Two of my higher level strengths is connecting and relating. These two strengths are so strong and developed that at a networking event I can tell you who belongs to who, who is avoiding who, and who doesn’t belong to who but spending a lot of time together.

Don’t worry I do not share your secrets. I have discovered and noticed as an increasing technology society we are leading our lives under Fitbit rules. These are just a few ways society is being led by technology.

When to take action (beeps when you have been sitting for an hour)
Calculating goals for you (calculates what your goals should be)
Celebration (lets you know when you have reached your daily goal)
Pulse, Sleep (keeps track of your pulse, sleep habits, calories, etc.)
Distance (lets you know if you have made the distance goal, redundancy implied)

My question to you as a leader, are you finding the pulse of your people?

People do not know where they are going unless goals and the path are laid out. When goals and the path is not clear; people set their own goals, or end up somewhere else. “People need responsibility, they resist assuming it, but they cannot get along without it.” ~ John Steinbeck

As a leader of “self” what actions are you not fol
lowing through on? Your actions are being shown in large lights and even in Fitbit rules your actions are shown with a back-light in the dark. There is not hiding your leading actions, so again I ask as a leader of “self” what actions are you not following through on?

“The world has a habit of making room for the person whose words and actions show that he knows where he is going.” ~ Napleon Hill

Below are five areas of connection and caring actions to bring into the bright lights of your leadership. The pulse of the people is hungry for strong leaders without oppression and modeling success with transparent integrity.

Consistent in Challenging your team: create goals for them and push toward the next level of success
Cheerful Confidence believing in their talents: bring people into their strengths and they will start believing in their success too.
Creative Conversation leads to innovation: bring shifts to conversation to bring back sanity from the insanity of having the same conversation bringing the same results.
Commit to leading yourself and others: invest in adding value by education, growth-opportunities, coaching, mentorship programs, etc. . . .
Communicate Clearly and speak truth: crucial conversation with brings about a quicker shift in success for you, your people and the organization.

Change the pulse of your people to healthy conversation around the water cooler, if you do not give them knowledge, goals, and sustainable actions they will make it up, gossip, or go somewhere else. “All human beings by nature desire to know.” ~ Aristotle

In “celebration hands” I applaud you and celebrate your success!

Look UP & OUT!

Tracy Worley

Posted on Thursday, September 24, 2015

Reality of Leadership Did You Ask to Lead

Where is reality kicking your leadership pants?

Tracy Worley

Tracy Worley is America’s leading grace coach, international key-note speaker, trainer, syndicated radio host, author, and potential seeker, strategist and CEO of three values leadership based organizations. She works with business executives, entrepreneurs, and leaders world-wide to develop potential, tailor employee engagement modules, and turn up the volume on individuals and organizations potential personally and professionally.

Tracy knows firsthand about what it takes to find your potential, Individuals and organizations have individual cultures, stories, and rhythm – Tracy’s innovative style knows how to make it work. With a background in business management, business communication, project management, and life’s drama, Tracy found herself running a multi-million dollar organization at the age of 25.

Tracy knows from life experience the ups and downs of colossal failure and the elation of success beyond imagination.

But it’s exactly all these experiences that built character, knowledge, wisdom, and intuitive insight into individual and organizational potential. Tracy is highly intuitive, perceptive, and a world thinker in connecting what you cannot see. These gifts give her the ability to strategize with clarity where you are, where you want to be, and how to get there. Tracy’s expertise: training highly successful people to lead with authenticity to the desired success her client’s desire and deserve.

Most of us end up in a leadership role by being promoted or asked to take over projects at an ever growing rapid pace. Common practice is to promote those with seniority, even if the employee is given no management or leadership training.

The numbers are still staggering on how many organizations are behind in training leaders within their organizations. A research article in the Deloitte University Press* states;

“Leadership remains the No. 1 talent issue facing organizations around the world, with 86 percent of respondents in our survey rating it as “urgent” or “important.” Only 13 percent of respondents say they do an excellent job developing leaders at all levels—the largest “readiness gap” in our survey.” Deloitte University Press

If 86% of respondents admit that leadership is “urgent” or “important”, but only 13% of respondents are doing anything about it, then where is this disconnect coming from?

The reality of leadership is that most leaders did not ask to lead, and do not realize everyone is a leader in their organization regardless of whether they asked for it or not. As I work with organizations and entrepreneurs, it is clear that personal and professional development is essential and will always be the “golden key” to raising leaders.

This brings me to a recent observation while refereeing a High School Soccer game. While I was refereeing the sideline for a Junior Varsity game on the parent side, the home team Varsity Soccer team was causing a ruckus. Yes, this is normal behavior and usually the parents are causing the issue. Back to the team, they were yelling profanity, negative jokes about their own team members, and in general not setting a great example of respect for others.

My response was one of delicate but stern warning, “I only want to hear positive comments and cheering from this section.” The shock and awe of surprise that anyone would call them out on their bad behavior was priceless. I heard a few other comments about me throughout the game, but as usual when refereeing the parent side, most of the comments, slander, and disgust for our calls rolls off our backs.

At the end of the game, I pulled the Varsity coach aside and told him of the incident. “Coach you have a great team this year, and we are the sum of who we choose to hang out with. Your team members are leaders on the sideline, and I know you would not expect anything less of them.” The coach was appreciative, and the next week at the Varsity game the team was a little sheepish, but also seemed to understand the reality of being on a Varsity team. They are leaders. Perhaps not by choice, but now they are aware that they are leaders and people will follow.

Here are a few ideas for a Leadership Plan:

Internal training program: Develop a video series or testing series to continually add value and knowledge.
Budget for training/education leadership programs: Reinstitute or create these programs. Many organizations cut these programs in 2008 and did not bring them back.
Mentorship programs: These programs are the most cost effective and added value to your organization. Current leaders are sharing, pouring, and also learning from those who they are mentoring. No longer does the organization have an intellectual property “leak” because knowledge is being shared.
Leadership assessments: Have you interviewed and given all of your team members a leadership assessment? Seniority should not dictate promotion; the most prepared and willing should be your next promotion.
Succession planning: Does your organization have a plan in place for all leadership roles?

I build content and programs for organizations, and the first thing I ask for is an outline of the above. And if there is content for the programs, I ask for that as well. You see, 100% of organizations have blind spots in developing and lifting leaders in their organization. Not by neglect, but by default.

I welcome your questions on where to start or am willing to look at your current plan. Please contact us today, as we are committed to adding value to leaders–which is everyone. Reality kicks our pants! No matter what you do or where you are, people are looking to you for the next step through your actions.

Challenge Question: Where is reality kicking your leadership pants?

Look UP & OUT!

Tracy Worley

Deloitte University Press Link

Global Leadership Survey & Data Link

Tracy Worley (2015) Authentic Leadership, Authentic Self

Canwell, Dongrie, Neveras, Stockton (2014), Deloitte University Press

Posted on Thursday, April 16, 2015

Allow Temporary Discomfort to Clarity

Tracy Worley

Tracy knows from life experience the ups and downs of colossal failure and the elation of success beyond imagination.

We have all heard “No Pain No Gain”, this is true in any area of growth up and out of current circumstances, success, and leading others.

The pain comes from the discomfort from being outside of your comfort zone. Some discomfort comes from planned growth and other discomfort comes from bad experiences. What sets you apart from others is learning from all experiences good or bad and applying the lessons learned. John McDonnell said, “every problem introduces a person to himself.”

A problem to me is an opportunity for growth. I also state and have my team not say “we have a problem”, I have them change the world to challenge or opportunity. Every discomfort is a temporary lesson to clarity. Life has a way of giving you more than you think you can handle from loss of a spouse, child, parents, job, divorce, natural disasters, etc…at the end of each life changing scenario you come through the back end with more clarity, purpose, and strength.

Discomfort in hiking 4,000 vertical we found something of significance! The payoff of the view, wildflowers, and great satisfaction of accomplishment!

I’ve never known anyone who said, “I love problems,” but I’ve known many who have admitted that their greatest gains came in the middle of their pain. ~ John C. Maxwell

My personal life of discomfort has truly shown how attitude and looking for the lessons in clarity has created a life of significance and the gift of coaching others through my own experience of divorce, loss of children, loss of a job, hiking 14K+ mountains, sky-diving, and so on. . .these few examples from my stories give courage to character. Given strength, wisdom and knowledge to take into the corporate arena with a fierce understanding the discomfort is only temporary for the team to achieve something of significance!

Attitude is the number one trait of achieving great clarity through the Law of Pain. Virginia Satir states, Life is not the way it’s supposed to be, it is the way you cope with it is what makes the difference. Experience is the best teacher but the examination and taking lessons from each experience is key to the clarity of significance. Where there is no conversation of discomfort innovation becomes stagnant and the clear road ahead becomes foggy.

Look at current or past experiences to find creative clarity of moving forward:

Define the challenge or opportunity (a.k.a. problem)
What is the emotion involved and understand why (dig deep)
Articulate and outline the experience and lesson learned (like Thomas Edison stated, just one more way not to make the light bulb which took him 10,000 tries)
Now outline desired change to move forward with clarity (brainstorm numerous pathways)
IMPLEMENT course of action from the temporary discomfort to a life of significant clarity

Discomfort, Pain, and Clarity is not something kept on your daily agenda, but I promise once you define them as outlined above the temporary discomfort will bring you to achieving something of significance! Not sure where to start , please feel free to contact me!

Want to learn more? Click Below:

Look UP & OUT!

Tracy Worley

John C. Maxwell (2012). 15 Invaluable Laws of Pain, Chap8.
Tracy A. Worley (2015) GRACEbreak Radio

Posted on Tuesday, April 14, 2015

Are You Creating The Future You Want

Tracy Worley

Tracy knows from life experience the ups and downs of colossal failure and the elation of success beyond imagination.

Powerful statement, Are you creating the future you want?

Whether your are a Home Engineer, Entrepreneur, or work within someone else’s corporate structure I DARE YOU TO ASK YOURSELF, “Am I creating the future I want?”

The first step toward success is taken when you refuse to be a captive of the environment you first find yourself in.” ~ Mark Caine

Creating the future you want is not a narcissistic question so allow yourself to release any “selfish” notion with the question. Creating the future you want is growing your potential in the right environment. Your environment is made up of your daily agenda, people, places, and things.

Yourself: Few people will share your enthusiasm for growth and moving up and out. Here are a few statements to focus on for your self-growth and creating a positive environment(can also be applied to your home or work team): 1) Others are ahead of me (if you are the smartest person in the room, you are in the wrong room 2) You are continually challenged 3) Your surroundings are affirming 4) You are out of your comfort zone, DAILY 5) You wake up excited 6) Failure is embraced and not your enemy 7) Others around you are growing 8) Growth is modeled and expected .

Whether you are a success or failure in life has little to do with your circumstances; it has much more to do with your choices.” ~ Nido Qubein

People: This truly is the law of sacrifice as to go up we must give up and often this means relationships and or an environment holding us back. Jim Rhone states, “We become like the five people we spend the most time with.” Ask yourself, are there people in your top five holding you back? These people determine as much as 95% of your success or failure in life. This is one of the hardest because you need to sacrifice time spent with people you know and love. However, you do not have to “dump” them just spend less time and create a reference group who will challenge you to be more tomorrow than you are today! My personal best is when I spend time with my mastermind group, they model all of the 8 areas referenced in the YOURSELF category and I am my best when others around me are growing!

You cannot take this journey alone, not if you want to reach your potential. The most significant factor in any person’s environment is the people. If you change nothing else in your life for the better than that, you will have increased your changes of success tenfold. So think long and hard about who you’re spending the most time with, for where ever they are headed, so are you. ~ John Maxwell

Focus: “Today is when everything that’s going to happen from now on beings.” ~ Harvey Firestone Jr. A great lesson is what is the happiest moment of your life? The answer, right now! Focus is moving forward today despite yesterday, this morning, or whatever is in your mind, body, or spirit holding you back. Don’t wait for change to happen, focus on the change and take one step forward. Just as a little one learning to walk, you will be wobbly, fall, and perhaps get scraped up. However, when when taking charge, laugh, and learn from the wobbly-fall you quickly find a way to RUN!

The bitter ingredient in your future is the unwillingness to try: If you do not try to create the future you want, you must endure the future you receive. ~ Tracy Worley

Self leadership is the start to creating the success you desire and creating a dynamic team of leaders who will succeed beyond your “business-plan” expectations. I am sure this peaked your interest . . . “succeed beyond business-plan?” Yes, and if you want to find out more please feel free to contact me because what keeps your team alive is you!

Want to learn more? Click on Law of Environment.

Look UP & OUT!

Tracy Worley

John C. Maxwell (2012). 15 Invaluable Laws of Growth, Chap6.
Tracy A. Worley (2015) GRACEbreak Radio

Posted on Wednesday, February 4, 2015

ISO: A DONKEY NOT AFRAID OF DYNAMITE

Tracy Worley

Tracy knows from life experience the ups and downs of colossal failure and the elation of success beyond imagination.

The DONKEY leadership principle. Donkeys have the heart and courage to haul large loads and navigate narrow pathways overlooking 10,000+ foot cliff faces. The amazing fact is they navigate the trail without a lead. Just set the Donkey’s on the trail and they will navigate without micro-management.

I am blessed to live in the rugged Rocky Mountains and a lot of our back-country horse friends have swapped out their elegant steed for a Mule or Donkey as they are more steady, less spooked by change, loud noises, and whether the tough terrain without a lot of fuss.

This is great opportunity to look at your team. As Jim Rohn states eloquently, “You are the sum of the five people you spend the most time with.” Your team spends a lot of time with you and each-other.

I use the word DONKEY as an acronym for leaders to do a quick check of where they are in the spectrum of team awareness:

If you have answered no to any of the above DONKEY questions this is a great opportunity to reflect, respond, and re-evaluate your process to let your team step up to the rock-face with confidence!

IS YOUR TEAM TAKING RISK ON THE CLIFF?

Look UP and OUT!

Tracy Worley

Posted on Thursday, January 29, 2015

Do You Have Leadership Poop in Your Sand Box

Tracy Worley

Tracy knows from life experience the ups and downs of colossal failure and the elation of success beyond imagination.

FOCUS ~ CLARITY ~ DISTRACTION

Yes, I asked the question and Poop is the word!

When working with my Executive clients I have found a common denominator when they are not on track, loss of focus, clarity is cloudy, and distracted from their main goals and purpose.

The common denominator: They are busy playing in someone else’s sand box!

What does this mean? When you are at a high level of success innovation and creativity is imperative to moving your organization and team forward. The tendency at this level is to look, play, and model what other people are doing; play in their sand box.

When playing in someone else’s sand box I can guarantee you will be the one to dig up all of their Poo-Poo that has been buried. Your organization has a unique culture, purpose, passion, mission, and vision all your own for a reason. So stay in your sand box, invite others to play in yours to build, innovate, and create sustainable organizational mission, vision, purpose, and passion. Caution, be selective of who you invite in so they do not leave a smelly deposit behind and your team has to spend time cleaning it up.

A Few Sand Box Tips:

Invite others to your sand box to add value to your organization.
- You know where the poo-poo is buried so you can stay focused in the Main Thing.
Visit and invite others to your sand box.
- When playing in some one else’s sand box; observe and ask a lot of questions
- Invite trend leaders to your organization and ask questions and have them give perspective fitting your purpose, passion, mission, and vision.
Create space and time for your team to innovate and create
- Weekly or monthly team meetings to white board ideas.
  - Invite others in your organization not on your team for their perspective
  - Invite experts outside of your organization to glean a different perspective.

NOTE: These conversations with just your team or inviting individuals from the outside give you an ROI of better processes, boost of energy to your team, and often an outline of best practices implemented to a level of achievement you did not see before.

Are you in your sand box today? Is there someone in your sand box that needs to be scooped out?

Is Your Leadership on Auto-Pay

Tracy Worley

Tracy knows from life experience the ups and downs of colossal failure and the elation of success beyond imagination.

Is Your Leadership on Auto-Pay

I recently came to a conclusion that Auto-Pay does not make my leadership easier. I have found myself in situations where Auto-Pay was not working and then receive a notice of PAST DUE.

Which begs the question is my leadership PAST DUE? Please bear with me as with Leadership always parallels to human stories and there are far too many stories where individuals pass-away but their accounts stay in auto-pay for months.

Two Questions: would your team navigate the plan with clarity if you went on Auto? Would your team even know you are on auto?

There is a definitive fine line between leading with involved clarity and letting your team do what they do best vs. being completely absent (the third is micro-leading).

With all negative or positive situations I sit back and ask myself a few questions:

What did I learn?
- How can I apply for future success?
What or how should I move forward?
- Small course adjustments.
Is this still a correct course toward the goal?
- Is the main thing still the main thing?

If you Google the benefits of auto-pay all sorts of benefits come up from saving time, security, easy, cost-savings, convenient, etc. . . . Leading an organization or team we tend to apply auto-pay to our day. When hiring individuals the expectation of what is required of them is in their job description. However, how often do we communicate with clarity the objective, planned goals, and the benefits of their role?

Here are a few ways to take your leadership off of auto-pay and into engagement where true success lies toward your organizations planned goal:

Clarity
- Gives design to your purpose.
- Gives direction to your team.
- Creates innovation in developing strategies and systems to keep within the lane of the desired outcome.
- Goals are measured progress; create a plan with clarity and everything will build toward your success.
- Integrate a plan as goals are the measured components to success.

“Systems permit ordinary people to achieve extraordinary results predictably.” ~ Michael Gerber

Message
- Communicate to your team frequently; remember it takes around seven times before a message is received.
- Communicate the message in several ways; verbally, written, and in practice.
Model
- Daily if not weekly model the behavior and follow the system of clarity set into place.
- Your team must see you in action and not AUTO; action lends to modeling the behavior to success.

“Knowing the future is difficult; controlling the future is impossible. Knowing today is essential; controlling today is possible.” ~ John C. Maxwell

Leadership on auto-pay leads to destruction and rarely leads to the desired outcome. Leadership is intentional by checking in daily/weekly and engaging in conversation with your team to sustain the clarity and momentum to your planned success!

Look UP and OUT!

Tracy Worley