Your Gravitational Pull

Your Gravitational Pull

This blog post is part of the Next Top Credit Union Executive competition originally posted June 12, 2013.

nasa

Last week I sat in a science class with my four* soon-to-be-5th graders. There are 15 children in this summer class and the current topic of study was astronomy. Each of the 15 students did Internet research on different aspects of our planetary system and gave a three-minute presentation.

These kids were so impressive! They were engaged in listening to each other’s stories; asked relevant questions without bring prodded; and, challenged inconsistency of information presented by each other. It was apparent that the students, as a group, had effective practices of communication supported by the teacher.

A discussion on gravitational pull caught my attention. For example, a person weighing 80 pounds on earth weighs 175 pounds on Jupiter. The kids had fun imagining what it would feel and look like if they were, in a moment, double in weight. As their bodies moved around the room with the imagined increase in gravitational pull their voices were deeper, had greater reach, and their mood was compelling.

So, what is your gravitational pull? What can you do, today, to expand your capacity to be noticed in a positive way of leadership? I invite you to imagine you are on Jupiter, right now, as you read this blog, and just doubled your gravitational pull. How can you expand your leadership presence and potential?

“I want to develop more leadership competency and your feedback is important to me. What is something I do that works real well? What do you want to see more of from me?”

One way is to ask others what they see in you that they appreciate and what they want to see more of. The question you ask goes something like this, “I want to develop more leadership competency and your feedback is important to me. What is something I do that works real well? What do you want to see more of from me?” Thank your conversation partner and ask two more people, sort out what you hear and take appropriate steps.

Consider these other ways to get noticed as the CUES Next Top Credit Union Executive:

  1. Assess how much of your time goes into ‘consensus building’ and ask your team if more or less time is needed, why and what needs to shift to make that happen.
  2. Assess how much time you spend in being a leader and inspiring others.
  3. Evaluate how much you speak up in meetings and presentations (like the soon to be fourth graders mentioned above).
  4. How is your ability to look for consistency in information and can you readily identify patterns?
  5. What can you shift to support your team in getting out of the comfort zone of problem solving?
  6. Evaluate your networking practices and how they add value to the credit union.
  7. Look for opportunities to authentically celebrate small successes!

Lastly, a fabulous way to get noticed is to ask someone to nominate you, or be bold in your gravitational pull and self-nominate, for the CUES Next Top Credit Union Executive competition. The act of entering the competition is a game changer and a major step up into your potential.

Deedee

Deedee Myers is the Chief Executive Officer of DDJ Myers and will be one of the three judges of the finalist presentations at the CEO/Executive Team Network™ in San Diego.

*I have quadruplets (that’s four babies at the same time) moving from 4th to 5th grade.

The Nomination Investment

The Nomination Investment

This blog post is part of the Next Top Credit Union Executive competition originally posted June 5, 2013.

In a previous blog post, I suggested that every credit should nominate someone for the CUES Next Top Credit Union Executive competition. This week, let’s take the same conversation a slice deeper and ask why the nomination is important and what the investment cost is to nominate.

When I list the reasons why to nominate one, two or three of your employees, it’s hard to choose which reason stands out the most for me.  These are top of mind today:

  • Overnight increase in employee morale of the nominee
  • Overnight increase in employee morale of peers and direct reports to nominee—they’re lining up for the nomination next year
  • Your credit union recognized for being an organization that supports high performers
  • A contributing factor to recruiting and retaining top talent—worth a mention in your classified job ad
  • Your members see your credit union as top tier
  • National recognition of your employee, as winner or one of Top 15 and/or Final Five competitors
  • A great story to tell the board
  • A winning story to tell new recruits—look what can happen to you, too!
  • Your mentoring of employees has a direct ROI
  • Increases in member service scores, Net Promoter scores or other metrics that might be the focus of the nominee’s project
  • It’s scary to think about not having someone to nominate
  • Free leadership coaching for Top 15 and Final Five
  • The entire credit union employee and member groups vote for the nominee
  • And on and on

Let’s shift to the investment to nominate: ZERO. There is no dollar cost to nominate your employees. All it takes is a few moments to go to www.nexttopcreditunionexec.com/nominees to submit a name for nomination.

Last year, it was so rewarding to see the delight of the Final Five, the support they extended to each other during the competition and how the Top 15 benefitted from the leadership coaching. It is an honor to be nominated and I hope you can take this step on behalf of your credit union. Call me on my direct line at 602-840-1053 if you want to talk more about reasons to nominate.

Deedee

Identifying and Nominating Talent

Identifying and Nominating Talent

This blog post is part of the Next Top Credit Union Executive competition originally posted May 29, 2013.

Talent is the capacity for achievement and we all have it! How we use our talent is an individual choice, sometimes conscious or unconscious. I meet exciting people in credit unions who want to step out more in their potential and look for a foothold or launch pad to take more advantage of their talent to support teams and organizations. For some of us, it is easier to access our potential and for others, it is more difficult for a variety of reasons.

Here is what I say: nominate both for the CUES Next Top Credit Union Executive. The competition is ideal for those ready to showcase their developing vision and leadership skills and perfect for those who might find it more challenging to bring forward their ideas and innovations. Sometimes we need a presenting challenge or opportunity to step up our commitment of who we are becoming as a leader and we all need someone who believes in us.

“Most credit unions, in my opinion, have at least one person who should be nominated for this competition.”

Most credit unions, in my opinion, have at least one person who should be nominated for this competition. I suggest you look at your staff and indicate your commitment to their growth through a nomination. Last year, we heard from several competitors that it was a boost to their self-confidence to be nominated. They wanted to show up better at work, learn more, produce more, and be seen as a true leader. The mere act of nomination forwards the perception of the nominee’s self-confidence, sense of self, goal orientation, and personal effectiveness. And, there is no out-of pocket expense!

Credit unions are in a critical place in their history; emerging leaders need support and commitment of their CEOs and managers and this competition is pivotal in support. The learning experience for last year’s competitors was phenomenal. We heard reports about the uncovering of new ways to use talent, add value to the credit union, and develop skills that were under the radar. This is a win-win for your credit union and your leader!

So what are you waiting for? Nominate someone today!

Your Gravitational Pull

How to be Recognized

This blog post is part of the Next Top Credit Union Executive competition originally posted July 6, 2012.

Sitting around the dinner table in the evenings is a perfect time for practicing relationship and developing the art of conversation. My dad used to tell my siblings and I that dining is a place to have conversation while you just happen to be eating. He had a knack for making people feel special, that they made a difference and were important. So, last week, during dinner, I asked my dinner companions what they think is important in a leader, how they recognize leaders, and what they want to see in a leader if they decide to follow someone. Here are some of the conversation tidbits we discussed during dinner. It is amazing to me that several of them are the very same things we discussed at the dinner table years ago.

  • Someone who makes and keeps commitments is trustworthy and reliable. No matter how small or large the commitments are, keep them with a positive attitude.
  • Speak in such a way that others feel special and believe they make a difference. Ask questions, with authenticity, in the interests of others, and about what they enjoy and what is important. Understanding what is important to others is an important part of developing relationships.
  • Make a difference and inspire others to make a difference. Believe in yourself and others will be inspired to believe in themselves.
  • Extend beyond your inner circle. Develop projects that extend value beyond your own credit union and add value to the larger community of your region, the country, and globally.
  • Look for opportunities to give yourself away. The work you do should be so enjoyable and meaningful that you would do it for free.
  • Be a continuous learner. Leaders need to be continual learners; what is your ongoing learning plan.
  • Express thanks and appreciation to your mentors and supporters. Keep them updated on your progress and ask for feedback.
  • Start and end each day with a smile and gratitude and carry this attitude into your video and blog.
  • Speak with the passion from your heart!

Your video needs to be you, your true self and a representation of your core belief system. Listen to how you speak and notice if your heart resonates with your words. If you do not feel your words evoking passion from your own heart then you need to start over and find a passion and purpose that is you. Once your words and passion connect, then your viewers will really hear you! This is true leadership.

Deedee

How to recognize talent: A few tidbits to consider

How to recognize talent: A few tidbits to consider

This blog post is part of the Next Top Credit Union Executive competition originally posted June 1, 2012.

Binocular

Photo by Andre Nantel

Recognizing talent in credit unions is an easy thing to do. The CUES Next Top Credit Union Executive competition is a chance for every nominee, and their credit union, to be a winner. As a nominator, you have a valuable opportunity to make a difference in developing talent. Over the years, I have collected and formed ideas on how to spot good talent and want to share some with you. I hope these tidbits are helpful.

  • Energy and confidence are so important; energy shows up in how a person walks, how they pace through projects and conversations, and how they stay connected in a conversation or meeting, especially a long one. For example, does your potential nominees ebb and flow in energy, or  are they modulated and produce an assessment of continuity and consistency?
  • Confidence and self-efficacy are key attributes to learning. As a nominator, what is your assessment about the talent’s ability to perceive and respond to situations and execute as the role or initiative requires?  A person who constantly second guesses will make more mistakes and their second-guess energy may stifle others on the team.
  • Viewing challenging problems as learning opportunities contribute to ongoing leadership growth. How does your talent perceive tough problems, obstacles, and resistance? Talent who can get out of the box and expand their peripheral vision to seek or create innovation solutions are worthy of attention.
  • Individuals who ask for guidance from mentors and request support in learning opportunities have strong self-efficacy. Look for someone who asks for more assignments, even if the task or initiative is outside their immediate area of responsibility.
  • Another important attribute for next best talent is they ask clarifying questions rather than jumping feet first without looking. And, they complete initiatives and projects on time and within expectations.  Look for repetitive and consistent completion as a standard, rather than the exception.
  • Inclusivity of others in learning and exploring opportunities is a leadership move. Does your potential nominee easily offer support, provide opportunities to others for learning, and speak praises and virtues of peers in public?  Inclusion is indicative of a worldview that it takes a team to win, not an individual.
  • The leadership attribute that makes a major difference is MOOD. It is a true skill of self-management and leadership when a person has a practice to minimize stress and elevate mood in times of difficulty or facing difficult tasks.

This is an exciting and valuable opportunity. Be open in conversation with your nominee, listen to what they want in their leadership development and use these tidbits as a guide in your conversation.

Do you have someone who comes to mind? Someone you feel could be the CUES Next Top Credit Union Exec? Why not take the time and nominate them right now?

Deedee

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