This video looks at the “Ring of Fire” in Northern Ontario including its location, the initial discovery, its tremendous potential for Ontario and Canada, and some of the challenges facing it’s development.
This video looks at some of the treasures that abound beneath the surface, in Ontario’s far North. It also looks at some of the problems involved in their extraction
The person is standing before you, waiting for your response – What do you do?
Will you seize the moment and attempt to establish a meaningful relationship? Or will you answer “off the cuff”; and let the moment slip away?
A common meeting ground these days are the networking meeting where people gather for a meal or a snack and are given one minute to let the others know what you do. Do you have a carefully crafted message, or do you simply speak off the cuff? Michael Eisner (of Disney Studios fame) once observed, “When an idea can’t be articulated simply, crisply and accessibly, there is usually something wrong with it. When I hear a good idea, it has an affect on my mind and body”.
Sometimes the response to this opportunity is referred to as an “elevator speech”, (because it should not take longer than two minutes), or sometimes as a “defining statement”.
The person is standing before you; has asked you a simple question, and is waiting for your response. How you answer that question can have a great influence on your future business relationship with that person!
But how do you do it? What constitutes a defining statement? How do you use it? First it must be conversational, and delivered in an easy relaxed tone. And it must appeal to what people want – what will motivate them. Use simple language so that a larger percentage of the people can relate to the goals and aspirations.
Obviously your speech should be used often, and can be modified according to the results you obtain. The most important thing is to use it as often as possible.
My speech? “I work with people who want to improve their performance and productivity; and with organizations that want their people to grow and perform at their best.”
“Alice came to a fork in the road. ‘Which road do I take?’ she asked.‘Where do you want to go?’ responded the Cheshire Cat.’I don’t know,’ Alice answered.‘Then,’ said the Cat, ‘it doesn’t matter.” ― Lewis Carroll, Alice in Wonderland
Success is something most of us would like to achieve – in everything we do! But the road to success is not an easy path to follow. It is full of twists and turns, potholes and ruts, false signs and impediments. Decisions have to be made all along that road and the decisions we make are up to us.We are responsible for the decisions we make -100 % of the decisions – 100% of the time.It is up to us!
We must learn from the mistakes we make, and carry on. The road is passable! Conventional wisdom indicates that the road to success involves a vision, a plan and action. Dr. Robert Schuller has said, that “If you can conceive it in your brain, and believe it in your heart, then you can achieve it.” Inscape Publishing Company, in their Everything DiSC® Work of Leaders’ assessment, uses a framework of Vision, Alignment and Execution to help in understanding leadership behaviors, and how they impact effectiveness. [Read more...]
The saying “no man is an island” is nowhere more true than in the fast-paced business world of the twenty-first century. Whether you are a member of a business team or a member of a corporate department, your success is largely dependent on the quality of your relationships with your fellow workers and clients. But relationships don’t just happen, they have to be built; and the number one ingredient in building strong relationships is TRUST.
Trust is the foundation on which all lasting relationships are built; and building trust is a skill. Most people assume that by being trustworthy, they build trust. But that is not necessarily true! There are many trustworthy people in our business world who are ineffective at building relationships, and therefore, at managing – because they do not know how to build trust.
Building trust is a three step process that involves:
- Understanding the “Elements of Trust”
- Identifying your own strengths and limitations
- Using adaptability to build trust. [Read more...]
Recently I was shown an article that appeared in our local paper entitled “Goal-setting spells trouble for relationship” – and was asked to comment. The article was about a young girl who had been raised by her parents to set goals, work diligently at them, and realize success by achieving them.
The problem was that her boyfriend was not as goal oriented! In fact he did not set goals because he did not believe they would be met. Talk about a self- fulfilling prophecy!
The young lady felt that their relationship was in jeopardy because of their differing views on goal setting. She declared that she was not prepared to change, and felt that her boyfriend’s attitude would likely be a problem unless he changed.
To my mind there is no question that the road to success involves the formation of a vision – where you want to go; the development of a plan that will take you there; and putting that plan into action. Or as Mark Hughes has indicated in a recent sermon: you must perceive a vision or goal, pursue that goal, and persist until you have achieved your goal or vision.
In the fast paced ever changing business world of the 21st century, high functioning teams have become the norm. The very well-being, and/or survival, of many companies depend on these teams for their very existence. To reach high competency each team member must have a clear understanding of his/her personal strengths, a real appreciation of the difference in others, and how their strengths interact with those of others. This knowledge is the foundation for successful team development.
On the other hand, each member of a team is an individual with his/her own characteristics and behaviorial preferences. Their success as a member of an operating team will depend, to a large extent, on how well they interrelate, and capitalize on the strengths of each individual team member.
Leaders must be aware that each team is composed people who are different – with different needs and wants. Effective leaders understand that “one size does not fit all”. They adapt their approach to meet the needs of their followers.