Week 31 - XLR8 The Passionate Leader

Take three minutes this week to view and listen to Earl Nightingale’s The Strangest Secret Movie. He was my audio father for over twenty years. Every month I would get a cassette. On one side was his message for the month. On the other was a guest with his/her message. In 1989, as I was driving on the thruway, a new voice on the cassette told me that Earl had died. I cried for 20 miles. Now, I never get tired of hearing his voice. Enjoy!

• Zig Ziglar’s Inspiration: 365 Days A Year
• My favorite quote for the week of August 2^nd – 8^th: “Though no one can go back and make a brand new start, anyone can start from now and make a brand new ending.” – Carl Bard
• Since the 6^th is Elaine’s birthday, I chose the quote for that day. Happy Birthday!!!
• Whenever anyone we are working with gets a new Leadership position, we always recommend The First 90 Days by Michael Watkins. After reviewing the key elements to pay attention to, we choose the top 2 or 3 to focus on.

• The Best Year of Your Life: Get Debbie Ford's Kit
• Week Thirty – Nurture the Child Within You
• Ask your parents, siblings or other relatives what you were really good at when you were 5 – 8 years old. Studies have shown that this skill or trait is linked to your ultimate fulfillment in life. Are you still using it?
• Week Thirty-One – Seize the Day
• Pick a day this week when your schedule allows for some unstructured time. Now ask yourself: “If I were going to seize this day and live it with such passion that I’m sure to remember it in a year’s time, what would I do?”
• Share that experience with all of us. Do it and comment!

• Creating a Culture of Leadership Development – A Drop for Your Bucket!!! Send an electronic drop or comment by going to the blog (click on this blog’s heading – Wake Up the Passionate Leader above) and click on the “comment” icon at the end of this week’s posting.
• So what happens if people cannot get an A? We do all the things that Ken Blanchard describes in Helping People Win at Work, but it’s not working. Perhaps a different seat on the bus is the answer - one more aligned with that individual’s strengths. I don’t mean transferring them to another department hoping it will work out there. We have to know what strengths are needed for a particular job and what that individual’s strengths are. Sometimes we just can’t make that person successful at our company. If we are constantly dealing with our poor performers, who is working with the star performers?

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