Critical Influence Skills That Get Project Managers a Powerful Seat at the Table

http://www.projectconnections.com/promo/webinar-20100623.html

Session Overview:
Influence is "the capacity or power of persons or things to be a compelling force on or produce effects on the actions, behavior, and opinions of others." This session brings that definition to life in the project setting, to show how much project and organizational power a PM can actually have even without any direct authority; how to identify your current influence shortfalls and do something about them fast; and how the art of genuine well-meaning influence on projects can be unexpectedly fun and liberating for those in the challenging PM role.

What You'll Learn:
What powerful influence looks like in the project setting
The project manager's necessary span of impact
What it means to have your rightful seat at the table
How the most impactful project managers build and exercise their influence
Critical sources of credibility in the project setting
The business, project, and people insights that matter the most
The communication skills that result in the highest level of influence
How influential PMs act every day

Healthy social media management curbs risks, adds business benefits

Healthy social media management curbs risks, adds business benefits

The Danger of Digital Isolation

In this morning's briefings, this headline caught my attention - just as they wanted. The lead-in... "Communication technology can make leaders "more current and knowledgeable," but James Champy writes that he sees the potential for plugged-in leaders to become more distracted and remote. A sense of connection can be deceiving, he warns: "Technology, in the hands of unskilled leaders, can create distance, and even a false sense of security." This linked to Harvard Business Review online/Imagining the Future of Leadership blog (http://blogs.hbr.org/imagining-the-future-of-leadership/2010/05/does-leadership-change-in-a-we.html).

I find this interesting because the term leader is so loosely used in today's workforce.

Leadership Sabotage: Intentional or Not?

Leadership Sabotage: Intentional or Not?

Well written with very good insights and red flags to observe. Worth the read.

The Harvard Business Review whitepaper "ReThinking Marketing" is engaging. Out with the CMO and in with the CCO

The Harvard Business Review whitepaper "ReThinking Marketing" is engaging. Out with the CMO and in with the CCO - a position that will test corporate life-expectancy. There is an expectation that will only increase with time. That expectation is that customers expect to have access to companies - at a level never before available.

"Yet never before have companies had such powerful technologies for interacting directly with customers, collecting and mining information about them, and tailoring their offerings according. And never before have customers expected to interact so deeply with companies. To compete in this aggressively interactive environment, companies must shift their focus from driving transactions to maximizing customer lifetime value.
For example, I had a bad experience with Yankee Candle ---- that could have altered my opinion, permanently. What happened was I contacted a Vice President - who personally got involved, resolved it to my total satisfaction and treated me with total respect. Consequently, I will be a lifelong customer of Yankee Candle ... on a ongoing and predictable purchasing basis. They have also earned my respect - and consequently WOM advocacy. .

I personally know what goes into developing client relationships that survive years. As a professional customer advocate, and my corporate experience demonstrates that, as well as the testimony of those who have worked with me. I was bridging the gap between corporate management (top tiers) and customers beyond 'customer support'. But I have to give Timeplex the credit. Timeplex was a company I worked for in the 80's and 90's, and who understood relationship-building and increasing the unique customer value beyond the purchase order, years before the curve.

More to come...

Maslows 19 Traits & the Unexamined Life

Just read a great article on Meryl Streep. This is a very flattering piece but is also talking about Maslow's 19 Traits. I remember when Streep was almost mocked because of the roles and accents she had to have. Then the world discovered her humor and comedic talent. Great piece and it even has something for us...http://social.successtelevision.com/pg/blog/Donald_Van_de_Mark/read/12668/streep-wise

... and right behind that, another terrific article that we all can use. If I could make one change, all of these lists or models exclude something I truly believe in - planet consciousness. The earth - and all its inhabitants - not just humans. We are an integral part of the matrix - and to think we are exempt or "... http://www.successtelevision.com/index.php/Wisdom/Insights/personality-traits-and-success.html

... and finally, a really good piece about character. 

 http://social.successtelevision.com/pg/blog/Bud_Bilanich/read/1179/how-many-top-character-strengths-do-you-have

Socrates said it best: The unexamined life is not worth living.  Socrates is one of my true life heroes.  I soaked up his philosophy and beliefs, because they aligned so closely with my own and affirmed them. Let me ask you - do you know anyone who doesn't seek self-improvement?  Who can learn to be more humble - truly humble.  How many of us suffer from egoism? 

For me, I didn't have a "work personality" and the "home personality".  I was pretty much the same all the time.  That is why many of my colleagues know of my principals and passions... and can see how I integrated them into my life.  They didn't get checked at the corporate front door.

The last is really good for a self-examination checklist or word association exercise.  Enjoy.

   

The Uber-Connected Organization : Harvard Business Review article

HBR has a really interesting article talking about how companies can directly benefit by enabling their employees to participate in social media "passive connectivity".  In fact, it's even more than enabling - its accommodating.  The consensus is that the workforce that will replace Baby Boomers - will expect it.  "Has blocking Facebook today become the equivalent of denying an employee access to a phone at work 40 years ago, or email 20 years ago?".  I actually remember - quite vividly - corporate policy of no personal phone calls at work, unless it is an emergency.  The Millennial Generation will be almost half the workforce as early as 2014, so companies need to contemplate how they will (if not already) integrate this into their corporate planning.  "Those born between 1977 and 1997 - the ones you need to hire to replace the retiring boomers - are networked 24/7...".  To read the whole article, and reader comments, go to

http://blogs.hbr.org/cs/2009/11/the_uberconnected_organization.html?cm_mmc=npv-_-MA