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9 Super Annoying Habits I Hope You Don’t Have!

Since summer’s coming to a close … despite the sweltering and unseasonable temperatures around here … why not have a little fun at someone else’s expense. I just hope it isn’t you.

There are at least 9 Annoying Habits that are the most grating to me … and I’m convinced they represent latent and nefarious character flaws that will be even more annoying when they become visible.

9 Super Annoying Habits I Hope You Don’t Have!

9 Annoying habits I’d like to strangle you for!

Are there habits in others … not ourselves, of course … that you find particularly annoying?

There are probably a lot of simple ones … squeezing the toothpaste in the middle of the tube, leaving dirty clothes on the floor, not hanging up your towel … minor stuff in the scope of things.

Then, there are those … the ones that are the most grating to me … that I’m convinced represent latent and nefarious character flaws that will be even more annoying when they become visible … and I promise you, they inevitably will.

I know many of you won’t like this list

Some of you won’t like this list … because you’re on it … and yes, I probably will unfairly judge you if I witness this habit. Maybe these are just personal idiosyncrasies …. for you, maybe … but for me … mostly … not.

So, I apologize in advance … but this is just the way I see it using my infallible superpowers. I’m even going to tell you what I suspect lurks beneath the surface of these imperfections.

No, that word’s not strong enough. Oh well, you can judge for yourself, but let me know because I really want to know if I’m the only one who sees these.

But, I have to say this sure is fun

Don’t miss any of these 9 Super Annoying Habits … in case you have some of them

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How to Keep Smart People from Killing Each Other

While I am spending a little downtime with my family, I wanted to share with you a timeless article from our Leadership Library.

If you want to poison the well where you work, allow a Certified Jerk to roam free.

Mollycoddling is a pernicious and infectious organism you need to expel from your organization.

No Asshole Diagram

It’s easy to figure out how to deal with the Certified Jerk

This phrase is powerful in so many ways.

Smart people can often be prima donnas – I’ve heard those accusations myself … the smart people part, of course, not the second (and when it has been used, it’s typically disguised in less elegant terms) … but the brilliance of some people is often more blinding than enlightening.

Fortune magazine once asked Dr. Mehmet Oz about the best leadership advice he had ever received.

Keep reading so you don’t miss how to make the tough decisions

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There’s a simple one-word formula to Achieve Excellence

PREPARE to Win … or get ready to get your butt kicked!

I n our travels, we’ve seen plenty of obstacles to success, from making the tough decisions to staying focused on execution.

As if all that isn’t enough, there are still a few more barricades around the corner.

Lack of preparation is one of them.

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How many people have the will to lose?

How many of us have the will to lose?

Few, I’d guess, probably between zero and none.

How about the will to prepare?

The determination to do the unrelenting hard work to prepare to win … maybe not a lot more … and yet that’s exactly where the rubber mallet hits the lobster claw. Keep reading to embrace the key to success

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The Power of the “Elapsed Time Effect”

Time is the one thing we want more of … and yet more of it dissolves every day.

H ere’s one more way to get the most out of your day … every day.

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Don’t we all know there are many tasks or projects that require us to wait for something else to get done first … or for someone else to get something done before we can continue?

We know that “waiting for” stuff is a critical piece of our personal productivity program because it’s the linchpin of the critical “follow up” that we must always be doing.

So, that part is pretty obvious.

But, have you ever prioritized your tasks to make sure that you’re taking account of the “elapsed time” that something requires?

Here’s the simple hierarchy I try to use. See if it makes sense to you.

1. The 2 Minute Rule

If you can get it done in 2 minutes, do it, get it over with, move on. I think we all know this one.

Keep reading to put the Elapsed Time Effect to work for You …

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The One Big Change You’re Sick of Hearing About … And a Foolproof Way to Fix It.

There is at least One Irrefutable and Universal Truth

I t’s a pretty rare day when we don’t think about changing someone else, isn’t it?

If we could just get other people to change, to do things our way, to see the path as we do ….

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You may not know Tom Allender, but you’d be lucky if you did.

Several years ago, my wife mentioned that Tom had a reputation as a very insightful and heartfelt speaker and was appearing at the local parish in a few weeks to talk about relationships.

I was a little skeptical of getting “preached to” about relationships, but my wife was eager to attend, so I agreed to join her.

He was terrific and wasn’t at all “preachy” … and as he got started, you could see couples beginning to squirm, turning to each other and whispering versions of …

“How did he know that [about us]?”

… or “Have you already talked to him?” …

“I didn’t see him peeking in our window.” ….

What is that One Universal Truth?

It quickly became clear he could pinpoint the universality of the many things we face in our relationships with each other.

What I distinctly remember is his story about the married man who approached him one day to ask about an upcoming couples’ retreat:

Keep reading to learn about the One Universal Truth …

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How Many Times Have You Been Through This Revolving Door?

Remember how Mom used to say: “You know better than that?” 

She knew we could make better decisions. So, why did she have to say this so often?

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It wasn’t that we were ignorant or unaware of what was supposed to be done.

Quite the contrary. We knew damn well what we were supposed to do but we just didn’t want to do it.

Why not?

Why Don’t We Do What We Know We Must Do?

That’s the eternal conundrum, isn’t it my friends? Why don’t we do what we know we must do?

Continue reading to detect the symptoms & learn the solutions for indecision …

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Accountability | What Does It Really Mean?

Accountability comes up as one of the top 3 issues on the minds of CEOs in almost every conversation I have with them.

T hey know, deep in their bones, that unless they build an organization that embeds this elusive concept into its DNA, the chances of achieving their goals will be equally elusive.

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When does Accountability begin?

“When is it no longer my responsibility to get people to complete their assignments … and where does their responsibility to perform begin?” a North Bay CEO asked me recently.

“Your responsibility never ends … and neither does theirs,” I said.

“Your job is to work tirelessly to build accountability into the organization so that your team understands that being held accountable is the cornerstone of a strong, successful organization. It is not punitive.”

Recently, we’ve discussed personal accountability as the “singular touchstone of professional success over which we have the greatest control.”

We’ve also discussed the After Action Review a valuable teaching tool that reinforces accountability and inspires a culture of continuous improvement.

An organization focused on accountability might be seen as the thread that connects our personal accountability

–talking the talk, and, the After Action Review as …

walking the walk.

But what is it, really?

What is Accountability … Really?

In simple terms, accountability is a willingness to accept responsibility for our actions.

It’s being reliable and making certain that the commitments we make, from the perspective of others, have been kept. For a responsible culture to prevail, each of us must make certain that those commitments are honest – and honored.

At the core of accountability is the requirement to set clear expectations.

Keep reading to make sure you understand what Accountability really means

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Accountability | The 4 Key Principles of Powerful After Action Reviews

After Action Reviews are a powerful force to learn from what went right … and what went wrong.

L earn these 4 Principles to make it work for your team and organization.

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Many years ago when we lived in the Midwest, we became very good friends with a young couple down the street.

He was a fellow fraternity brother, from another college, but I remember him as a super bright physician with a unique ability to describe complex medical subjects in layman’s language.

After Action Reviews are for Learning – NOT Blame

One day, he asked me if I’d like to go to work with him on Saturday. He’d show me around, we’d have lunch, hang out.

He couldn’t leave for lunch, but he would bring along some homemade sandwiches, bologna with lots of ketchup, he said, and I could sit in his pathology lab as he performed an autopsy … and while he was cutting and sawing, we would enjoy our lunch together.

It was when he started laughing that I realized why my vision of an overloaded bologna sandwich, dripping with ketchup alongside an autopsy table, was kicking up a firestorm in my gut.

Keep reading to capture the 4 Key Principles of After Action Reviews

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Can Radically Different Cultures Produce Equally Great Results? Part 2.

Last week, in Can Radically Different Cultures Produce Equally Great Results?, I posed the question: If measured by financial performance, can dramatically different organizations be equally successful?

I n this short series about culture development, we’ll take a look at how sound business principles and cultural patterns often collide within an organization’s walls.

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How can opposing cultures both succeed?

In many ways, it doesn’t seem fair that both charitable and churlish cultures can thrive.

It’s easy to embrace the benevolent culture created by Sid Rich (we’ll call it Company South, “S” for Sid) as profiled in the first article in this series.

His company deserves to be successful.

Wouldn’t it be great if that was the company you worked for?

Strive not to be a success, but rather to be of value. ~ Albert Einstein

What if you’re stuck on the other side of the tracks?

Contrarily, when you look across the aisle at the rough and tumble world of Company North (“N” for Nasty), highlighted by temper tantrums, public floggings and a petulant devotion to spending a dime on anything, we’re either glad we’re not working there … or wishing we didn’t.

Some powerful lessons are evident as we compare and contrast these companies, their styles and culture, although some lessons are not very inviting.

continue reading to see some of these cultural differences

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Can Radically Different Cultures Produce Equally Great Results?

There’s more emphasis every day on the value and influence of culture on business success.

W hat does it mean if your culture is dysfunctional and your employees think it’s a train wreck?

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“He threw a lead crystal ashtray at his son’s head?“ I asked. ”Thank God he missed.”

“He threw his secretary’s typewriter through a second story window – it wasn’t open – into a parking lot full of cars below?”

These are just a few of the stories I heard after I joined the firm.

You do not lead by hitting people over the head – that’s assault, not leadership.” ~ Dwight D. Eisenhower

Ever feel like you were a galley slave?

In short order, I recognized that the company’s cultural ancestors probably included a toga-clad, sweat-drenched galleon driver pounding out a cadence of “ramming speed” with a wooden mallet.

Their cost-containment strategy was medieval.

Keep reading to capture some of the most important elements of a great culture

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