Watch your thoughts, because they become your words
Choose you words, because they become your actions
Understand your actions, because they become your habits
Study your habits, for they become your character
Develop your character, because it becomes your destiny.
San Antonio, Texas,
13th – 18th April, 2015
Over 300 LMI delegates attended the World Convention “Whatever You Ardently Desire”
“Desire is the quality that transforms individuals from average achievers to true champions”
One of LMI’S key beliefs throughout its 50 years of influence in developing the true potential of people and organisations in the 60 countries in which it operates is:
“Whatever you vividly imagine, ardently desire, sincerely believe and enthusiastically act upon must inevitably come to pass!”
The CEO of LMI Randy Slechta gave 3 keynote addresses to the delegation during the conference. Key extracts were:
“Breaking the Success Barrier”
- Leadership is the Number 1 talent issue facing companies
- Only 13% of companies say that they do an excellent job in developing their people.
- The key question is how do you take your human resource and turn it into a competitive advantage? – through leadership
- Investment in leadership development increased by 15% last year.
- You cannot just go out and hire people, you have to develop your own people.
- The top reasons for leadership failure are:
Interpersonal leadership skills 68%
Personal skills, management and focus 45%
Technical and business skills 15%
- Companies are training people in just education skills in leadership and they don’t know how to develop interpersonal skills.
- Turning information into a skill is a different learning process.
- You learn by practicing leadership
- There are 3 barriers to success in developing leaders:
- Fixed Attitude
- When people spend most of their time defending their attitude
- They tend to choose things they know they can be successful at rather than things that can make them grow.
- Learning is not about sitting back and being spoon fed, it’s about going out and finding information.
- Organisations will stop in their growth and maturity at the same point as their leaders stop growing.
- The greatest obstacle to discovery is not ignorance but the illusion of knowledge.
- “Until you can empty your mind, no more can go in”
- How do I grow my business without me having to change? What most bosses think and say!!
- People need to develop a growth attitude.
- Focus – Singleness of Purpose
- All of us need regular focus
- The average attention span of a person has decreased from 12 seconds to 7 seconds over the last 10 years (1 second less than a goldfish!)
- We are so distracted by people wanting our attention. We have become lees focused.
- There are too many interruptions and distractions in companies.
- The ultimate challenge of leadership is maintain focus
- “If you chase two rabbits you will catch neither”
- LMI is in the change, leadership, motivation and results business.
- Need to master the skills in which you specialise not just do a bit of everything
- Concentration is the key to economic success. Catch the vision of what the vision can be.
- When you try to do 2 things productivity goes down by 20%, 3 things by 30% and 4 things by 50%.
- This is a slow slide into failure
- The mass of people go to the grave with the song still in them
- Every one of us has much more ability than we ever use.
- Live for today and tomorrow
- People who lack desire are always too busy to do what needs to be done!!!
- Desire multiplies our capability
- How can I do the things I need to do to be more successful? – Have an ardent desire.
“Whatever You Ardently Desire”
- Desire is the ultimate quality of successful people.
- Desire is the quality you need to grow.
- If I cannot do it by skill I will do it by hard work.
- Compared with what we ought to be we are half awake.
- You cannot solve a want to problem with a how to solution. If you do not have enough want you will never solve the how to!!
- The want to is the desire.
- Desire is an overwhelming inner desire for change
- How do we develop desire?
Most of us plateau when we lose the tension between where we are and where we want to be.
The gap between the vision and reality is desire
If you don’t’ have desire nothing is going to change
Lack of desire is a result of your goals not being clearly defined.
People make the mistake of not setting “tangible” goals. Tangible = Sensory
Is your brain able to touch, feel and see the goal? You need the sensory aspect. It’s a memory trigger. Our brains work with memory triggers. They bring your goals to life.
Make your goals a three dimensional image
You need to develop a very vivid imagination to see and anticipate the realisation of your goals – the experience that you will remember.
We cannot become what we need to be by remaining what we are.
Because many people are comfortable and happy with what they are they do not have a desire for change
- LMI through its leadership processes and multi – sensory learning helps people to set personal goals to develop the way they think and act to realise their true potential and focus on success outcome results for them and their organisations.
Realising Our Potential
How do we realise our potential by climbing the mountain of success?
A life time journey of self – development and personal growth towards achieving our clearly defined personal and worthwhile goals is like climbing as mountain.
When standing at the bottom of a mountain some people say “it just looks too tough and dangerous” They are known as “Quitters”. A “quitter never wins and a winner never loses” 90% of failures come from quitters -30% of the population.
Some people start to climb the mountain and perhaps get half way up and stop for a rest and put up their tent. They become comfortable and cosy and say to those passing by “come in and join us, it’s warm in here” They never move on. They are known as “Campers” – 60% of population
But there are those people who have a burning desire to reach the top of the mountain and prove themselves and experience success through dogged determination and persistence. They never give up. They have the desire to test themselves at each step on the way and develop their potential.
They are known as “Climbers” – 10% of the population
LMI’s desire is to help to get people started, to develop their self – motivation and self – confidence and to give them the goal setting and action planning leadership tools to continue on their journey whatever obstacles beset them on their way.
There are 3 reasons why people fail and do not realise their potential:
- Do not start
- Do not finish
- Or do not anticipate the future and change
For as long as most of us can remember, there’s been a concerted push to improve the productivity of our organisations and the people within them. Governments of all persuasions have set in motion initiatives designed to stimulate economy activity, drive productivity and enhance national and organisational balance sheets.
Private enterprise has up-sized, down-sized, right-sized. It has invested in technology, equipment, human capital and all with the notion that productivity is something worth striving for and to deliver upon.
Yet there’s an elephant in the productivity room that needs to be acknowledged – we don’t all share a common definition or understanding of productivity. We’re not all on the same page when it comes to determining what it is we’re seeking to improve.
For some, productivity equals profitability – the bottom line is their best indicator of their productive use of resources. For others it means getting more output in the same time or for the same cost.
The range of definitions used by leaders, managers and employees in the latest Leadership, Employment and Direction (L.E.A.D.) Survey provides a clear paradox – how can we measure and improve something that is so inconsistently understood or defined as productivity is currently?
There are lots of ways to define and measure productivity in organisations.
Which ONE of the following definitions comes closest to how productivity is defined/ measured in your organisation?
|Leaders %||Managers %||Employee %|
|Achieving greater output in the same time or for the same cost||18||13||16|
|Efficiency of production||10||12||13|
|Achieving the same output in less time or for less cost||10||15||13|
|Some other definition and measure||9||8||9|
|Effectiveness of production||7||7||6|
|Rate of output per unit of input||6||7||5|
|We don’t define or measure productivity in our organisation||6||7||4|
Despite the lack of a unified definition of productivity, more than half believes their organisations are actually meeting or exceeding productivity expectations – the largest proportion meeting rather than exceeding expectations. Further, the vast majority in all groups is able to rate their organisation’s productivity by their own definition:
How would describe the productivity of your organisation currently?
|Leaders%||Managers %||Employee %|
|We’re exceeding productivity expectations||16||14||11|
|We’re meeting productivity expectations||40||43||43|
|We’re a little below productivity expectations||35||29||29|
|We’re well below productivity expectations||6||9||7|
And further, the majority of leaders and managers believe that their productivity is improving. Leaders in particular claim to be seeing improvements in productivity well ahead of managers and employees who are more conservative in their ratings of productivity improvements.
Lately has the productivity of your organisation generally been…?
|Leaders %||Managers %||Employee %|
|Improving a great deal||15||12||9|
|Improving a little||40||33||37|
|Worsening a little||15||16||14|
|Worsening a great deal||3||4||4|
So does this mean it is of little significance how we define productivity, so long as we’re meeting whatever expectations have been placed under its banner and that it is improving over time?
No – the consistent definition and measurement of productivity is a vital starting point to improvement. What gets measured gets done and what gets measured well gets done well. If we hope to improve the productivity of our organisations and nations, we must first understand what it is and what we can do to impact on it in a positive way.
I’m driven by my passion. I would pay someone to do what I do.
If you do it for love the money comes along anyway
Have fun working. Nothing comes easily.
Practice, practice, practice.
The successful person is the average person focused.
Get really good at something
Push, push, push
Push through self – doubt, shyness, fear of failure.
Persistence and determination are key to success.
A winner never quits and a quitter never wins.
It is a privilege to serve others and give them value.
Listen, observe, and be curious. Ask questions, make comments.
Persist through failure and the obstacles you face. Never give up until your goal is reached
Roger Waplington, LMI-UK