Meaningful Resolutions

Year after year, we make the same resolutions:

I'm going to lose weight.

I'm going to spend more time with my family.

I'm going to work out.

I'm going to quit smoking...

... fall in love, get organized, stop something, start something.

How about this - stop making the same old annual resolutions that don't ever amount to much?

How about one single resolution, "This year, I will transform my life."

In his book "Resolved, 13 Resolutions for LIFE," Orrin Woodward outlines 13 resolutions that can do just that - transform your life. Imagine if you would focus on just one of these every week for the next 13 weeks, and repeat that for three more 13-week cycles the remainder of the year. Where would you be this time next year?

If these resolutions sound like a meaningful challenge for you, and you are serious about pursuing them, let's talk!

Orrin Woodward’s Thirteen Resolutions from RESOLVED

1.) Purpose: I resolve to discover my God-given purpose.

I know that when my potential, passions and profits intersect, my purpose is revealed.

2.) Character: I resolve to choose character over reputation anytime they conflict.

I know that my character is who I am, and my reputation is only what others say that I am.

3.) Attitude: I resolve to have a positive attitude in all situations.

I know that my beliefs determine my attitudes, which lead to my results.

 

4.) Programming the Elephant: I resolve to align my conscious (ant) with my subconscious (elephant) mind towards my vision.

I know that ending the civil war between them is crucial for all achievement.

5.) Game Plan and Do: I resolve to develop and implement a game plan in each area of my life.

I know that planning and doing are essential parts of the success process.

 

6.) Keeping Score: I resolve to keep score in the game of life.

I know that the scoreboard forces me to check and confront the results, making the needed adjustments in order to win.

7.) Friendship: I resolve to develop the art and science of friendship.

I know that everyone needs a true friend to lighten the load when life gets heavy.

 

8.) Financial Management: I resolve to develop financial intelligence.

I know that my wealth is compounded when incomes are higher than expenses over time.

 

9.) Leadership Resolution: I resolve to develop the art and science of leadership.

I know that everything rises and falls based upon the leadership culture created within my community.

10.) Conflict Resolution: I resolve to develop the art of conflict resolution.

I know that relationship bombs and unresolved conflict destroy a community’s unity and growth.

 

11.) Systems Thinking: I resolve to develop systems thinking.

I know that by viewing life as interconnected patterns rather than isolated events, I improve my leverage.

 

12.) Adversity Quotient: I resolve to develop Adversity Quotient.

I know that AQ leads to perseverance in overcoming obstacles and setbacks.

13.) Legacy: I resolve to reverse the current of decline in my field of mastery.

I know that a true legacy leaves the world a better place than I found it.

The #1 Reason Leadership Development Fails

From Mike Myatt, Forbes.com Contributor

Over the years, I’ve observed just about every type of leadership development program on the planet. And the sad thing is, most of them don’t even come close to accomplishing what they were designed to do – build better leaders. In today’s column I’ll share the #1 reason leadership development programs fail, and give you 20 things to focus on to ensure yours doesn’t become another casualty.

According to the American Society of Training and Development, U.S. businesses spend more than $170 Billion dollars on leadership-based curriculum, with the majority of those dollars being spent on “Leadership Training.” Here’s the thing – when it comes to leadership, the training industry has been broken for years. You don’t train leaders you develop them – a subtle yet important distinction lost on many. Leadership training is alive and well, but it should have died long, long ago.

This may be heresy to some – but training is indeed the #1 reason leadership development fails. While training is often accepted as productive, it rarely is. The terms training and development have somehow become synonymous when they are clearly not. This is more than an argument based on semantics – it’s painfully real. I’ll likely take some heat over my allegations against the training industry’s negative impact on the development of leaders, and while this column works off some broad generalizations, in my experience having worked with literally thousands of leaders, they are largely true.

An Overview of The Problem

My problem with training is it presumes the need for indoctrination on systems, processes and techniques. Moreover, training assumes that said systems, processes and techniques are the right way to do things. When a trainer refers to something as “best practices” you can with great certitude rest assured that’s not the case. Training focuses on best practices, while development focuses on next practices. Training is often a rote, one directional, one dimensional, one size fits all, authoritarian process that imposes static, outdated information on people. The majority of training takes place within a monologue (lecture/presentation) rather than a dialog. Perhaps worst of all, training usually occurs within a vacuum driven by past experience, not by future needs.

The Solution

The solution to the leadership training problem is to scrap it in favor of development. Don’t train leaders, coach them, mentor them, disciple them, and develop them, but please don’t attempt to train them. Where training attempts to standardize by blending to a norm and acclimating to the status quo, development strives to call out the unique and differentiate by shattering the status quo. Training is something leaders dread and will try and avoid, whereas they will embrace and look forward to development. Development is nuanced, contextual, collaborative, fluid, and above all else, actionable.

The following 20 items point out some of the main differences between training and development:

1. Training blends to a norm – Development occurs beyond the norm.
2. Training focuses on technique/content/curriculum – Development focuses on people.
3. Training tests patience – Development tests courage.
4. Training focuses on the present – Development focuses on the future.
5. Training adheres to standards – Development focuses on maximizing potential.
6. Training is transactional – Development is transformational.
7. Training focuses on maintenance – Development focuses on growth.
8. Training focuses on the role – Development focuses on the person.
9. Training indoctrinates – Development educates.
10. Training maintains status quo – Development catalyzes innovation.
11. Training stifles culture – Development enriches culture.
12. Training encourages compliance – Development emphasizes performance.
13. Training focuses on efficiency – Development focuses on effectiveness.
14. Training focuses on problems  - Development focuses on solutions.
15. Training focuses on reporting lines – Development expands influence.
16. Training places people in a box – Development frees them from the box.
17. Training is mechanical – Development is intellectual.
18. Training focuses on the knowns – Development explores the unknowns.
19. Training places people in a comfort zone – Development moves people beyond their comfort zones.
20. Training is finite – Development is infinite.

If what you desire is a robotic, static thinker – train them. If you’re seeking innovative, critical thinkers – develop them. I have always said it is impossible to have an enterprise which is growing and evolving if leadership is not.Thoughts? Please leave your comment for a discussion.