Not Too Late!!

Accountability Transformation


Key Point: Many of you are acting exactly the same way as you were in 2014. You may think, “so what? What is the real difference between Dec. 31 and Jan. 1? This New Year’s resolution stuff is a bunch of hooey.” On the other hand, most of us do look for certain times to commit to a shift… To initiate a positive change… And obviously transitioning from one calendar year to another is a milestone time to do it. So perhaps you shouldn’t give up on the idea. IT IS NOT too late.

Please consider following the review framework to 2014 that I provided in my blog. You will see patterns that will be instructive for your 2015 plan, (it will take you about 20 to 30 minutes). Then apply the framework for building your 2015 vision and objectives as presented in my follow up blog, (same time commitment). The feedback on the value of applying this outline has been exceptional. Do you think it’s worth investing about an hour to review and refresh who you are, where you’re going and what you’re doing?

Now here is some additional insight to help you breakthrough regarding your 2015 success. The equation below is by a scholar named David Gleicher, as noted in a recent Forbes Magazine article. It was actually created in the context of organizational change management, but it works magic for personal behavior change, too. The Gleicher Change Formula states:



Dissatisfaction x Vision x First Steps > Resistance

The equation reinforces the understanding that the combination of your current dissatisfaction, goal clarity and specific action plan must be greater than the resistance (i.e., pain) associated with making the change. The power of this equation is in realizing there are two ways to win. You can increase the left side of the equation (the size of your motivation, goals and plan), or you can decrease the resistance on the right side of the equation.

Character Moves:

  1. Review my blog’s 2014 framework and you will identify areas you want to keep building on and things you are dissatisfied with (The “Dissatisfaction” in the formula above). 
  2. Create a vision and objectives for 2015 (the “Vision” regarding the formula above) by applying steps from the 2015 blog
  3. Identify key first steps you can take and remember small incremental steps are usually better, (the “First steps” in the formula above).
  4. Now add a little extra that people don’t spend as much time on. It can be a difference maker. Determine what keeps you from progressing and think about ways of reducing resistance, (the “Resistance” part). Remember that some action propels you forward. Eliminating resistance is taking away the excuses. And that little but important ingredient will help you make a meaningful forward shift in 2015 possible. You can do it. You’re worth it!

Less resistance in the Triangle,


One Millennial View: People seem to get a smug pride from avoiding any celebration of New Years Eve. I’ve heard some people I know boastfully say, “I was in bed by 10:30 p.m. on NYE.” Notice how they never just say they did “nothing.” By telling us they purposefully didn’t participate, they’re sending the message that they outsmarted all us “amateurs” who attempted to ring in 2015 with spirit. If that’s what you prefer, great! Good for you! We’re aware you didn’t have to spend money, have plans go awry, you avoided a rough morning, and nothing went wrong. But also, nothing happened for you! You created no new experience. No effort was made. None. Is that how life or celebrations are supposed to take place? Not in my opinion… We all know the reasons why NYE can be a stress machine or disappointment filled waste, but with the right attitude and good company, it’s fail safe. The “non-celebration” is avoidance behavior and fear of hassle. With just a small amount of planning, you can create a much better story for yourself, and perhaps the perfect start to something new. It’s true, it’s not too late, but if 2015 feels equivalent to NYE, don’t be “in bed by 10:30 p.m.”

– Garrett

Edited and published by Garrett Rubis


What New Skill Are You Going Learn in 2015?

Accountability Growth mindset Personal leadership


Key Point: Commit to developing at least one new skill that will make you more valuable to your organization and the overall market in 2015. Be mindful and intentional about what it is. Really think about it and develop a bit-by-bit plan to get there. Remember the best investment is in YOU. The following is an excerpt from a recent HBR article on the subject. Amy Gallo is a contributing editor at Harvard Business Review. Follow her on Twitter at @amyegallo.

“What the Experts Say

‘Mastering new skills is not optional in today’s business environment. ‘In a fast-moving, competitive world, being able to learn new skills is one of the keys to success. It’s not enough to be smart — you need to always be getting smarter,’ says Heidi Grant Halvorson, a motivational psychologist and author of the HBR Single Nine Things Successful People Do Differently. Joseph Weintraub, a professor of management and organizational behavior at Babson College and coauthor of the book, The Coaching Manager: Developing Top Talent in Business, agrees: ‘We need to constantly look for opportunities to stretch ourselves in ways that may not always feel comfortable at first. Continual improvement is necessary to get ahead.’ Here are some principles to follow in your quest for self-improvement:’

Principles to Remember


– Select a skill that is valued by your organization and manager

– Divide the skill up into smaller, manageable tasks 

 – Reflect on what you’ve learned and what you still want to accomplish


– Try to learn in a vacuum — ask others for guidance and feedback 

 – Rely solely on your boss for advice — you may want to involve someone who isn’t responsible for evaluating you

 – Assume it’s going to happen overnight — it usually takes at least six months to develop a new skill.

Character Moves: 

  1. Choose wisely and commit. Be thoughtful about what skill(s) you chose and be honest about how ready you are to take the learning on. Be clear about how learning the skill will increase your personal equity. Do not assume a new skill will come to you as a matter of course. If you are not intentional about this, at the end of 2015 you will have another year of experience but little progress regarding progressive and differentiating services to show for the time investment.Tjeff
  2. Follow a game plan to get there. Vision is great, but action towards that vision is the difference maker 

P.S. yes, I do have my 2015 new learning objectives and game plan

Self-investing in The Triangle,


One Millennial View: This is a great reminder and something that a millennial or younger employee might be able to take the best advantage of. As a good friend of mine once said (during a successful job interview, no less): “Hey, I have no kids, no dog, no mortgage…” His message to the interviewer was that his priorities could tailor to the job he was gunning for, and he could make the time to do something like learn extra, valuable skills. I too have no kids, no dog and no mortgage… If I have time to Netflix on a Tuesday, I have time for new skill learning too. Time to draft that game plan.

– Garrett

Edited and published by Garrett Rubis

The Leadership Future IS now: 2015

Contribution Organizational leadership Respect


Key Point: A note to people in formal leadership positions: Get current, get great or please get out! I’m writing this blog just before the clock strikes midnight on Dec. 31. It is clear to me that it is time to be more aggressive in respectfully assessing and removing leaders that are unwilling or unable to lead in ways that inspires and compels people to do their best work! Here is a set of leadership principles to consider:

1. Do you encourage your team to work and get results anytime, anywhere? Even if you have a face-to-face business where customers show up at specific times, you need to consider a flexible and mobile model. Expecting people to show up at certain times without a reason and/or to sit for eight hours in cubicle because that’s what defines a “work day” is no longer useful. Working where and when you need to in order to get the desired results is what counts!

My next step? I am going to press for zero sick time and removing seniority based vacations. I like everyone having five weeks of personal time each year regardless of role or tenure. And, if you’re sick longer then a week, let us know so we can help in any way. I also advocate a three month paid energizer sabbatical (additional seven weeks) for every position, every 10 years.

2. Do you inspire, expect and teach your team individually and collectively to be continuous learners and executers versus expecting them to be an outdated, so called “knowledge worker?” What your team knows today is less important than their ability to continuously learn and apply new insights to improve results for their customers, processes and teammates.

My next step? I like the idea of everyone using whatever digital media they like to openly publish weekly or bi-weekly stories on what they’ve learned and how they’ve applied that learning. The stories would be personally and digitally archived and shared for all to experience and learn from. People start to see themselves as legacy story makers.

3. Do you expect and help all of your team members to be leaders regardless of position? Of course formal leadership involves the responsibility to navigate people, capital and technology and this requires management. However, everyone on your team must consider themselves as a leader and impact player. Order takers and “just cogs in the wheel” are no longer reasonable or acceptable.

My next step? Everyone in the company must with regularity (maybe twice a month) story and demonstrate how they have “wowed” a customer or team member and/or taught or coached a customer or team member something of value. No exceptions.

4. Do you provide ways for people to define and determine their own career paths including speed to competency and proficiency? Old style vertical, exclusively top-down controlled and permission based is outmoded, too slow and restrictive.

 My next step? Future succession/career planning will involve visual storyboard career paths that each team member digitally carries with them. The storyboard is populated with key self-learning’s, results achieved, content shared, thought leadership, key failures, and future role possibilities.

5. Do you promote collaboration, total authentic transparency, risk free idea sharing, open learning based self evaluation, everyday innovation, fast failure , and a growth mind set?

My next step? I’d like to find a way to kill company-wide email, have everyone use digital social collaboration tools like “jam” at every level and promote an open all to see “Net Leadership Impact” score, where leaders are publicly rated. For example, the “Glassdoor” of leadership.

Character Moves:

  1. Asses where you and your team are relative to the above? Be bold and creative in designing the kind of situation that net promotes the above principles. Why not? Be hungry! Be a catalyst! Be more!
  2. If you aren’t capable and interested, please reconsider your suitability for leadership in 2015, (and I haven’t even covered leadership “table stakes,” like having a clear purpose, setting clear outcomes, giving recognition, etc).

2015 Leaders in The Triangle,


One Millennial View: I support all these steps. I like producing results and making a positive contribution in the workplace. I dislike sitting at a desk, swiveling in an office chair just because my freedom depends on what appears on a clock. I’ll tell you what! If you need me, I’d rather be the obnoxious person talking to you from the treadmill at the gym, or send an email from the laundry room than just rot in the office “because.” Leaders should know I’m always available from anywhere. 

– Garrett

Edited and published by Garrett Rubis