Business Tip Tuesday 🚀

The more I think about negotiation, the more I see that it’s something we do every day—often without even noticing. Every choice we make, every commitment we take on, and every action we follow through with is a form of negotiation. These decisions shape our future, whether we realize it or not.

Throughout my journey, I've come to understand the concept of "coulda, shoulda, and woulda," and I'm certain you have too. Have you ever caught yourself uttering these words?

"If only I could do this, I really should be doing that, I would do it if only…blah, blah, blah!"

It can be overwhelming if you allow it to consume you. What's more, it can be intensified if you label yourself as lacking creativity on one end of the spectrum, or overly creative on the other end, struggling to bring it all together. The truth is, we all have our challenges to face.

But remember, you are not alone in this.

Ethics bleed into all we do and wherever we do it in our lives. Understanding our individual and organizational compass is critical in leadership. As circumstances evolve and technology expands and tests our limits, what keeps our personal and corporate behaviors in check? Our ethics does that. How we behave when no one is looking is critical for success in any organization but sometimes overlooked or assumed to be a certain way. 

When building your mindset and behavioral beliefs, my question is, does your model of mindset and behavior beliefs align with the organization? If not, why? If so, how can you grow and expand it?

What drives employee engagement? Commitment in the family business requires priority from everyone. The word "priority" might be a strange qualifier, but let me explain.

I believe commitment begins on a personal level. Without the foundational personal commitment skillset established as a priority, one cannot have high professional or organizational Commitment abilities.

Further, I think a connection links character with commitment. Commitment reflects what you want, and Character indicates how you will do it as a leader. Therefore, developing and maintaining a family business organizational Vision, Mission, and Values Statement is imperative. If you are serious, a family governance constitution formalizes with priority all family expectations, deliverables, and responsibilities.

Self-awareness is required in Leadership. Reputation is a prerequisite to effective Leadership. Reputation is everyone's responsibility!

It is the leader's job to ensure that Reputation is managed effectively! But make no mistakes, it is everyone's job to maintain and elevate organizational Reputation. Trust, performance, and engagement are critical for a strong Organizational Reputation.

Reputation is a long-term word. One must have a vision of what one desires to be known for and work towards it in the good, bad, and in between times. There will be bumps, bruises, and damaged egos along the journey. Reputation is built by a demonstrated long-term body of work, personally, professionally, and organizationally!

Hi, I’m Janese! I’m a student at Syracuse University and have been an intern for Jeff Rogers for the past several months now, and let me tell you, it’s been nothing short of exciting! I’ve gotten the chance to delve into topics like engagement, blindspots, learn about all the leadership development series offerings, and above all, be super hands-on with the JRCI team!

Although this is different from the Business Tip Tuesdays that you've come to expect each week, today’s article (written by me!) is still aimed to share a valuable perspective of what I've been able to learn from the Jeff Rogers Coach team about prioritization!

Why Goal Setting Matters

A goal-setting study sponsored by the Ford Foundation found that:

• 23% of the population has NO IDEA what they want from life & as a result, they float around aimlessly.
• 67% of the population has a general idea of what they want but don’t have any plans for getting it.
• Only 10% of the population has specific, well-defined goals, but even then, 7 out of 10 of those people reach their goals only half (50%) of the time.
• The top 3% of the people in the study achieved their goals 89% of the time.

• What was the difference?  They found that of all the possible variables, the only difference between the top performers and the rest was that the top 3% WROTE DOWN THEIR GOALS.

Building work relationships and building your communication style inventory is about managing objections. Often, as a manager, we receive inbound objections regularly. If we take them personally, it can become overwhelming for many. Think of it this way: an objection is a form of engagement. You have a starting point!

Welcome to the true signal, engagement! What?