Bouncing Back is Key Skill in Workplace

By Carol Kleiman — Chicago Tribune

Resiliency: Ability to recover rapidly from illness, change or misfortune. Buoyancy. Elasticity.
- Webster’s New College Dictionary

Go with the flow. Thrive under pressure. Keep on keeping on.

All these terms describe someone who’s resilient — a trait especially needed in today’s stressful and rapidly changing workplace.

“Being resilient is critical today. People have come through the rah-rah ’90s — which were great for you, but also exhausting because you worked longer hours and had the relentless pressure of the global marketplace.

“Now you have to deal with the stress of economic conditions and uncertainty about employment. And, at the same time, the state of business today is that people have to perform optimally under consistently stressful and challenging conditions.”

That’s the observation of an expert on the subject, Karen F. Noble, senior consultant at WFD Consulting, a work/life consulting firm in Watertown, Mass. Noble, who has a master’s degree in psychology and has been in consulting since 1978, reports that a recent survey by her firm shows that only 52 percent of 1,249 workers said they are able to manage the daily pressures of their jobs.

Slightly more than half — 54 percent — asserted they can maintain their job performance during times of change; 25 percent reported being physically or mentally drained by the end of the day; and, only 42 percent responded that they “always have enough energy” to complete their responsibilities both at home and at work.

“Resiliency is the ability to bounce back from difficulties, to manage pressure and to adapt quickly to change while you continue to perform your work at a high level,” said Noble. “It means thriving in the face of challenge.”

The consultant has observed an increasing need for workers to be resilient.

“The train’s been on the track for the last six to nine years,” said Noble. “And now workers are beginning to bottom out. At the same time, many companies are starting to recognize this phenomenon and the need for their employees to be fully engaged for the business to compete at a high level.”

Being able to survive change is such a necessity in the world of work/life balance that Noble’s organization has devised a “resiliency survey” and a briefer “resiliency scorecard” to help companies identify practices that “deter elasticity.” Often, a key cause of stress — the opposite of resiliency — is lack of employer support.

As a result, Noble reports that some businesses that are trying to train employees to be more resilient are focusing on “habits, health, diet and time for yourself.” And, of course, flexible scheduling.

“One executive even established a committee for employees that created fun activities in the workplace,”the consultant said. “As a result, employee satisfaction increased and business results went up.”

I asked Noble where she ranks on the resiliency scale. “I’m pretty resilient, because my company is there for me,” she said.

In 1993, for example, when the consultant was a single mother with two children, ages 8 and 10, Noble was supposed to go to California — the opposite coast — for interviews with executives and to run a focus group for hundreds of people.

“But my babysitter literally fell off this planet,” she said. “I called my manager and he told me not to worry, just to do what I had to do. His understanding made all the difference. I knew if I couldn’t work it out and the meetings had to be canceled, I would never be punished.”

That support freed her to be resilient: “I was able to get on the phone and line up friends to baby-sit,” said Noble. “If I had feared I would lose my job, my stress would have been off the map, I would have been less able to solve the problem - and I probably would not still be at this company.”

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Discontent is the first step in the progress of a man or a nation. - Oscar Wilde

Progress is impossible without change, and those who cannot change their minds cannot change anything. - George Bernard Shaw

We’re one month into the New Year. Is it what you had anticipated? Are you happy in your job? Do you see yourself continuing to learn and grow and make more money? If you didn’t answer yes to those three questions, than you need to reevaluate your career and determine what changes may be necessary.

If you’re unhappy or dissatisfied with your current position the worst thing to do is wait it out, to sit in your cubicle, think about how frustrated you are and complain about it. We’re not recommending you make a rash decision and quit your job tomorrow. But we are suggesting that now is the perfect time to assess and determine the course of your professional future.

Reflect
There are three methods to gaining wisdom. The first is reflection, which is the highest. The second is imitation, which is the easiest. The third is experience, which is the bitterest. - Confusius

You need to take the time and assess your current position. What about it do you enjoy? What about it do you wish were different? Are you in the right industry or do you need to reconsider occupations? In order for you to best prepare for an ideal future you need to consider all your options, not just those that are most convenient. Think about starting your own accounting practice or earning additional income as a tax preparer. Reflect on those things you enjoy and explore all the career possibilities that exist within that field. And if necessary, do a little research. Talk to professionals in your industry of choice and see what advice they offer. It’s important that you not let your current “rut” determine the course of your career because the longer you stay in a job you don’t enjoy the more difficult it is to extract yourself from that dreary cubicle.

Refocus
Focus on your potential instead of your limitations. - Alan Loy McGinnis

Once you determine whether or not you want to stay in your current position you can refocus your attention. What do you need to do to accomplish your career objectives? Do you need to focus your energy and attention on earning a promotion, finding a new job, getting additional training, or exploring financing options for that accounting practice you would like to start? After considerable reflection you should be able to determine where next to focus your professional efforts. Consider making a To-Do list indicating what you must do in order to achieve your career goals.

Act
Never by reflection, but only by doing is self-knowledge possible to one. - Johann Wolfgang von Goethe

You can reflect and plan all you want, but nothing happens unless you act. It’s important that after you reflect and refocus you take the necessary steps to realize your goals. If necessary, make them small and simple. Pace isn’t as important as progress.

If you don’t take the time to evaluate your career, chances are you will keep plodding along at the same pace and in the same rut. You deserve to enjoy your life’s work, and now is the perfect time to reflect and assess your current position. Job satisfaction is a crucial element in your overall satisfaction of life. Take some time today to reflect, refocus and act!

By Carol Kleiman — Chicago Tribune

Have a heart: Richard Harris, president of Sales Recruiters International in Bedford Hills, N.Y., says he has ”no qualms” about being called by the much-used term “headhunter” - despite the fact that sometimes that term isn’t very friendly. But Harris adds this: “We may be characterized as headhunters, but we’re really recruiting hearts.”

Joyce Gioia, president of The Herman Group, an employee retention consulting firm based in Greensboro, N.C., agrees wholeheartedly, saying that Harris “is right on the money. The key (to retention of employees) is to win the hearts, as well as the minds, of the people who work with you.”

What the two experts are talking about is a kinder, gentler way of doing executive recruiting. Which I agree sometimes is needed - with all my heart.

Absolutely, positively: If you have the kind of personality that consistently accentuates the positive, you “are less likely to burn out on the job or to be looking for a new one.”

That’s the finding of researchers at Tulane University in New Orleans, who did an analysis of 205 studies on workers’ attitudes toward their jobs. The studies represented 62,527 employees nationwide and the results were published in Psychological Bulletin.

At the same time, another conclusion of the research, whose prime author was Carl Thoresen of Tulane, was that workers with negative attitudes are “likely to feel burned out, distance themselves from co-workers and think about finding a new job.”

Does this mean it’s not always your boss’ fault if you’re unhappy at work, that it’s your basic personality that determines your reaction to the daily grind? Whatever the reason for negative attitudes by workers, being dissatisfied about the work you do and where you do it seems to be on the rise.

“Americans are growing increasingly unhappy with their jobs,” according to a report by The Conference Board, a nonprofit business membership organization based in New York. “The decline in job satisfaction is widespread among workers of all ages and across all income brackets.”

The report, based on a survey of 5,000 U.S. households, shows that today 50 percent of employees indeed are content - but that number is down from 60 percent in 1995. And the largest decline in job satisfaction was reported by workers ages 35 to 44 years. Another finding: “Approximately one-quarter of the American work force is simply ’showing up to collect a paycheck.”‘

Resume rules: As the Internet continues to expand its job boards and Web sites of employers seeking workers, the requirement to post resumes expands. It’s a fairly new way for job seekers to apply for work, so the questions continue.

One common concern is the pragmatic one of how to e-mail your resume and cover letter once you complete them. Some good advice comes from Kevin Donlin, a resume writer and contributor to CollegeRecruiter.com. “Attach your resume to the e-mail, sending it as an attached file,” advises Donlin, author of the self-published book, The Last Guide to Cover Letter & Resume Writing You’ll Ever Need ($17).

But that’s not enough: “Send your resume in the e-mail, too,” he urges. “Attachments can and do get scrambled during transmission, making them impossible to open. … So copy and paste the material into the body of your e-mail.”

And that covers all cyberspace possibilities.

Carol Kleiman is the author of Winning the Job Game: The New Rules for Finding and Keeping the Job You Want.

More Education Helps You Move Up

Positive attitude will certainly affect your altitude, but your smile will get you a lot farther when you have the training to back it up. If moving your way up in the accounting and bookkeeping field is in your future, you owe it to yourself to check out the Professional Bookkeeper course. In four short weeks, you will get the hands-on training to become an accountant. Don’t let lack of certification hold you back. Find out more today!

See How Learning Accounting with the Professional Bookkeeper Program Brightens Your Future

A Personal Mission Statement: Charting Career Success

Fortune 500 companies, and even little mom and pop shops, compose mission statements to express what their organization does. Once completed, it can enable the organization to make decisions that will help them accomplish their vision and be a good measure of company success. For example, Universal Accounting Center’s mission statement is “to equip students with the education, skills and confidence needed to enjoy a successful career in full-charge accounting, bookkeeping and tax.” UAC uses this mission statement to measure their success; when their students succeed (“equip[ing] students…to enjoy a successful career…), so do they.

Like any organization, you would like to enjoy success. A clear mission statement can help you express what you hope to become, enabling you to make choices that will get you there, and measure your success once you do.

What is a personal mission statement?

A personal mission statement is a concise and specific declaration of your career goals. It should be no longer than 2 sentences and no more than 30 words. Begin with “My career mission is…” Here are some examples:

My career mission is to become competent in small business accounting in order to help local businesses succeed.

My career mission is to become an accountant specializing in not-for-profit business accounting so I can ensure the success of volunteer organizations.

My career mission is to start my own business as a full-service financial provider to help small businesses thrive and spend more quality time with my family.

Writing a mission statement

It’s one thing to look at a few examples, but how do you compose your own personal career mission statement? First, ask yourself a few questions (and take notes):

• What natural talents and abilities do I possess?
• What am I passionate about?
• What do I want to do?
• What do I value (integrity, passion, relationships, family, etc.)
• What do I want to contribute?
• Who do I want to influence?

Once you’ve answered these questions, look over your answers and see what connections you can make between your values, your passions, your talents, and who you would like to impact. Then write a few mission statements and see which appeals to you most. When you’ve decided upon your mission statement, put it somewhere you can read often, and consider how you’re measuring up.

Mission statements should continually evolve

Just because you’ve written it down on paper (even if you’ve embossed it with gold ink), doesn’t mean you can’t continually change your mission statement to reflect your growth and maturity as a person. Perhaps as you begin advancing in your career, you’ll realize that your initial mission statement needed to be influenced by job experience; you may choose to alter your career path because of what you experience on the job.

Regardless of how much it changes, a personal mission statement can help you chart your career path and be more successful.

How Universal Accounting Center can help you realize your mission

If any of the sample mission statements above appeal to you, UAC offers an amazing opportunity to help you realize your career goals. Since 1979, Universal Accounting Center has been teaching students the proper method of small business accounting. While a university education may take years and will not give you the practical experience necessary to manager small business finances, UAC has programs that only take weeks of your time and provide you with years of success. If you’re interested in doing small business accounting and would like to receive the designation of Professional Bookkeeper, take a tour of Universal Accounting Center today.

Serving Subscribers with Our Free Newsletters

We enjoy sending you information that we hope improves your efforts to advance your accounting career. Our three newsletters, AB Tips, Tax Tips, and Career Tips, are intended to help professionals like you advance in whatever their current position in the financial field. The AB Tips Newsletter is designed to share accounting and bookkeeping tips with subscribers. Intended for individuals with their own accounting practice or for those who would like to start their own practice, we specifically include tips on how to market your services, how to streamline tasks, how to organize your office space, etc. Our Tax Tips Newsletter is for tax preparers or those interested in tax preparation. We provide tax news, information on starting your own business, tips on building your clientele, etc. And finally, we have our Career Tips newsletter, for those of you who work or would like to work in the accounting field. In this newsletter we include information on getting the right job, advancing in your field, moving into management positions, etc.

As we learn more about your needs, we alter our approach in order to better serve you. We’re adding a few things to the newsletter that we hope you enjoy. Here’s a breakdown of what’s included and how we hope it helps you.

Two articles

Since we began running our free ezines over two years ago, we have included two articles every issue that offer accounting and tax information, tips on running and marketing a small business, career guidelines and promotional pieces. The newsletters provide us with the opportunity to share our products and services with those we believe they best serve. Universal’s programs are top of the line and life-changing; we promote them because we know they help people like you achieve career goals and realize your business dreams.

We also use the newsletter as an opportunity to expose you to our many free resources, including personalized information from our President and CEO, Allen Bostrom in Allen’s Blog, UAC’s accounting and tax forums, the newsletters, and the Universal video tour.

Recently we’ve responded to requests for purely informational pieces as well. Last summer we asked newsletter subscribers to tell us what you wanted to read about. For the past six months we’ve tried to include articles on all suggested topics. Each newsletter contains one, if not two, informational pieces. We continue to welcome your feedback as we write articles intended to help you improve your accounting career. Please visit our forums for a chance to give us feedback on past articles and suggestions for future articles.

Press Releases and New Products

We want you to be in the know about everything Universal, so we include all press releases, enrollment offers, and information about new products in our newsletters. From our new interactive testing center to our customized Professional Bookkeeper Program for Canadian residents, we want you to be the first to know what’s happening at Universal Accounting Center.

Quotable Quote

Everyone could use a little inspiration now and then, so we like to include a quotable quote in each issue of our newsletters. Funny quotes, somber quotes, quotes that make you want to get up and accomplish something, we try to include a variety that inspire and uplift.

“The Bottom Line”

And last but certainly not least is an upcoming addition to our newsletters: a video clip we call “The Bottom Line.” In the serious world of financial statements, taxes, and projected profits, the bottom line is that we like what we do and can enjoy a good laugh about our profession. The humorous clip is intended to help lighten your load and improve your day. We hope you look forward to this new feature and share it frequently with coworkers, family, and friends.

We want our newsletter to help you move forward in your goals as a financial professional.So stay tuned as we continue to improve our newsletters so that they can better serve your needs. We appreciate your support.

Avoid 8 Common Newbie Mistakes

(Part One of a Two-Part Series)

Being the new kid in the cubicle can be both exciting and nerve-wracking. You want to make a good impression and fit in all at the same time. Annie Fisher, senior editor at Fortune Magazine, reported that according to research performed by the Employment Policy Foundation, one-quarter of new employees don’t last a year in their new jobs. 46%, nearly half, don’t last 18 months. Statistics don’t favor the newbie, but that doesn’t mean you won’t last in your new position. One way to increase your longevity with a new employer is to avoid common newbie mistakes. Take care to avoid the following four of eight common missteps:

1. Disrespecting corporate culture
The saying goes, “Curiosity was framed. Ignorance killed the cat.” Every company has its own culture and often a new employee’s inability to recognize and appreciate that culture can get him/her into trouble. An article run by CollegeRecruiter.com discussed an Office Team survey revealing that 17% of employers named ignorance of corporate culture as the most damning new employee mistake. From talking too loudly on the phone to addressing colleagues inappropriately, if you’re not careful the little things you do can draw negative attention you way. The best way to avoid this mistake is to step lightly those first few weeks; watch and listen to get a good feel for that corporate culture so that you can respect its subtle nuances.

2. Not asking enough questions
A Chinese proverb says “He who asks is a fool for five minutes, but he who does not ask remains a fool forever.” You’re new; people expect you to ask questions. You may want to shine by being a quick study, but blindly going about your job may jeopardize your standing. When you try to tackle new tasks and projects without getting the guidance and direction you need, you risk doing things incorrectly, causing more harm than good.

3. Lacking integrity
Ralph Waldo Emerson once said, “A little integrity is better than any career.” And it looks like you’d be hard pressed to succeed in your career without it. A lack of integrity is a character flaw that quickly becomes an employability issue when a boss recognizes that a new employee isn’t trustworthy. There’s no need to employ individuals if their honesty and ethics are questionable. In the words of Alan Simpson: “If you have integrity, nothing else matters. If you don’t have integrity, nothing else matters.”

4. Not following the rules
Mavericks make good movie fodder. They don’t usually make good employees, especially when they’re new. You may not agree with certain rules and believe the company would be better off without them, but until you’ve proven yourself as a stellar employee you have no place exhibiting rebellion in order to make a point or stand out.

Regardless of the statistics, you can make a positive impression at your new place of employment. And if you’re paying attention you can ensure that you avoid common pitfalls that could put your job in jeopardy. Come back next week to read the final four mistakes new employees often make.

References
—. “Rookie Mistakes Lead to Most Common New Hire Slip-ups.” CollegeRecruiter.com
Accountemps. “Top Five Mistakes When Starting a New Job.” July 2007. SmartPros.com
Fisher, Anne. “Fatal Mistakes When Starting a New Job.” 2 June 2006. Fortune. CNNMoney.com.

The 8 P’s of an Effective Accounting Manager:

Do You Have What It Takes?

Being promoted to accounting manager is quite a feat. This means you’ve proven to your boss that you are a competent and responsible accountant who can be trusted to manage other accountants. Unfortunately, like most accounting managers, you’ve been trained as an accountant, and not as a manager. So how do you rise to the position? Experience will provide you with the best schooling, but to avoid major obstacles and find success more quickly, here’s a crash course in managing that will put you on the right track.

1. Permit others to do their jobs
Because you’re a good accountant, it’s tempting to look over shoulders and micromanage a time or two. But remember, your new job is more about managing than it is about accounting. You can best promote success by enabling your team to succeed. This means that rather than telling them how to do their job (which you might occasionally have to do), you enable them to do the best job they can. Be sure they have the resources they need, eliminate unrealistic deadlines, and, if possible, provide them with proper training. You need to change your mindset and see yourself as a facilitator.

2. Provide vision and support
Good managers inspire success with clear vision. In essence you are the sage for your department, they will look to you to get the long range vision as well as the details in the minutae of each task. It is your job to look to the future and envision positive changes within your department. Once you’ve shared this vision, you need to provide your team with the necessary support to accomplish the vision.

3. Practice good communication
Without good communication skills, you’ll find it difficult to lead your team anywhere, because without clear direction they won’t know where to go. You must clearly communicate your vision, your objectives, and your expectations. Facilitate the communication with your team. Don’t become the “preacher” but the “teacher” or your team will quickly tune you out. Communication runs both ways; you must listen well and engage in productive discussions with your team.

4. Pilot< your team
It is the Captain of the ship that has the wheel, and your department is no different. Someone has to steer the department, and as the accounting manager, that would be you. The first requirement in becoming a good leader, is in having the confidence to lead your team. Recognize that you were promoted to this job for a reason, and if you don’t have confidence in yourself right now, at least trust that your boss does. If you see yourself as “one of the accountants,” working shoulder to shoulder with everyone else, the team you manage will see you that way as well. You must take charge and lead your other team members along to the goals set for the department.

5. Plan for success
Who set’s the goals for the department? Sure, sometimes the goals come down from above you, but most of the time you and your team will have the discretion to set goals that you can not only meet, but stretch your abilities as a group. It’s cliché because it’s true: if you fail to plan, you plan to fail. Managers look ahead, anticipating difficulties, critical events, and opportunities to move forward. If you want to succeed, you must take the time to evaluate the department’s current standing and make plans for improvement.

6. Pose questions
How could we change this procedure to save time? What about the current system is/isn’t working? What can we do this year to increase the company’s tax deductions? Asking questions is a good way to boost success. Don’t be afraid to question the way things have been done, or even the changes you have made upon becoming a manager. If you give yourself permission to question, you’re giving yourself permission to improve.

7. Problem-solve
Much of your job as accounting manager will be dedicated to putting out fires. Learn to problem-solve and resolve conflict with as little smoke as possible. If necessary, read up on critical thinking skills and negotiation. Always search to hear before you seek to be heard. Many times a difficult situation is mitigated just by the composure the manager has in the situation.

8. Protect your employees
You provide a buffer between your team and the BOSS. I remember being cornered by my boss for the approach I took on an important project. I was relieved when my manager stepped forward in my defense. We talked about this project extensively, he explained, and I made it clear that I trusted him to complete this project using this approach. Imagine how my loyalty for this manager increased when I realized he was on my side. Obviously, there may be times when a member of your team makes bad choices and needs to be held accountable. But you should see yourself as an advocate for those you manage.

Becoming a manager can certainly be daunting, but give yourself the time to learn how to manage, realizing that this new position is very different from your role as accountant. With a little time, and the 8 P’s of managing success, you’ll find that maybe you’re more of a natural than you first thought.

Learn more about the accounting business

10 Winning Characteristics

Courage-not complacency-is our need today. Leadership not salesmanship. - John F. Kennedy

As we finish out the year, now is the perfect time to do a little self reflection and determine what you want from your career in 2008. If you’ve considered moving up in your current organization or perhaps within another, you must decide whether or not you possess the necessary leadership characteristics to truly lead your company to success. The following 10 characteristics are found in many great leaders. How many of them do you possess?

1. Positive. You don’t find many Negative Nellys in leadership positions. Most are extremely positive, looking for ways to see the glass as half full regardless of current circumstances.

2. Proactive. Leaders don’t wait for things to get better, they make them better. This requires you to be thinking of innovative ways to approach problems and devise solutions. You are active, not passive, about your job.

3. Good communicator. In order for a leader to be able to lead a team, he/she must be able to communicate clearly and effectively.

4. Open-minded. Some may think leaders have all the good ideas. That’s not true. Leaders are able to recognize good ideas, regardless of who came up with them. This requires them to be open-minded and willing to give credit where credit is due.

5. Confident. That’s confidence not arrogance. Coworkers are not interested in working for an arrogant leader, but they do appreciate being led by someone who has a quiet confidence about them, recognizing that they can lead a team to success.

6. Passionate. Enthusiasm can compensate for a lot of weaknesses. When a leader is passionate about the job they do, the direction they’re heading, and the goals they’ve established, it’s contagious, getting everyone excited about a project.

7. Respectful. It’s important that leaders treat everyone with respect, regardless of whether or not they deserve it. People want to work with a leader who shows them respect. And you’d be amazed at how much respect you earn by being respectful yourself.

8. Inspiring. Good leaders are able to communicate a vision that inspires everyone on the team. They can motivate team members who may have been resistant, and they move others to believe when they may have previously been doubtful.

9. Delegator. The best leaders recognize that they can’t, and shouldn’t, do everything themselves. They delegate well, divvying out tasks to team members who can adequately perform them. They also recognize that team members have unique skills and abilities that can contribute to the success of a team.

10. Motivated. You don’t become a leader by sitting back to watch others do all the work. Leaders are motivated to keep moving, to work hard and see the fruit of their labors.

Becoming a good leader is a process. Most work to develop these characteristics over time. So if you don’t possess all ten right now, it doesn’t mean you can’t lead, it just means you have a few things to work on in order to improve your leadership abilities. So focus on which character traits you need to develop and get moving! 2008 could be your year to shine as company leader.

“The quality of leadership, more than any other single factor, determines the success or failure of an organization.”
– Fred Fiedler & Martin Chemers, Improving Leadership Effectiveness

“People ask the difference between a leader and a boss . . . . The leader works in the open, and the boss in covert. The leader leads, and the boss drives.”
– Theodore Roosevelt

When your practice grows enough to sustain one or more employees, you must exercise good leadership skills in order to direct your staff with inspiration and focus. When a team feels that it’s lead by someone with powerful vision who values their participation and inspires them to do great things, the business will thrive and the employees will contribute greatly to its success. But as an accountant or bookkeeper, the leadership role may feel a bit oversized or awkward. Don’t let that stop you from running a winning business. You can develop into a strong leader as long as you are willing to focus on a few things. Here are 4 traits of influential and inspiring leaders. Try a few on for size.

1. Vision

Theodore M. Hesburgh, retired president of the University of Notre Dame, once said, “The very essence of leadership is that you have to have vision. You can’t blow an uncertain trumpet.” Leaders envision what can, but hasn’t yet, been achieved. They have a clear picture of where they want their business to go and how it can get there. Unwilling to settle for the status quo, leaders are striving for improvement, progress, and continued and amplified success. But more than that, good leaders can share this vision with their staff and communicate it in a way that makes it clear, reasonable, and most importantly, inspirational.

But how do you do that? First you must have a vision. What do you want your business to become? Be willing to release limitations and think big. Imagine that success in your mind. What does it look and feel like? Then create a strategy. What will it take to accomplish that vision? Design a 5-year, 10-year, or 15-year game plan and take the actions necessary to achieve it. And most importantly, develop a dialog about that vision and plan; share it with employees. Practice talking about your vision in a way that is dynamic and exciting.

2. Passion

I once taught part-time at a university. I didn’t have as much experience or expertise as my colleagues, but my students seemed to enjoy my classes. On teacher evaluations the reason became clear. The most popular response I received was, “The teacher is passionate about the subject.”

Passion is contagious. One way you can ignite your vision is with passion. If you’re truly excited about something, that excitement will spread throughout your office, touching everyone who works for and with you. If you don’t currently have something that impassions you about your business, find something quick. That passion will drive you, and your team, toward your vision.

3. Team Leader

Theodore Roosevelt once said, “The best executive is the one who has sense enough to pick good men to do what he wants done, and self-restraint to keep from meddling with them while they do it.” Remember that you’re trying to lead employees in the direction you would have them go, not push them. We trust that you’ve already hired competent individuals who you trust to do the work you assign. You should do the best you can to motivate and inspire your employees with clear direction, and then let them do their work. Also remember that some of the best ideas will come from your own employees. Be open to their feedback and willing to learn from what they share.

4. Character

Employees are more likely to follow leaders they respect. And employees respect leaders with good character. In all that you do see that you’re honest, hard-working, reliable, equitable, and trustworthy.

While you may not feel like a leader right now, you can become one that employees would be proud to follow. Evaluate your current leadership style and see how you might implement two or more of the above traits. And give yourself the time to learn and improve. You may be surprised at the natural leadership instinct within you.

‘Know Thyself’

Discovering what really stirs you is a good start toward finding balance between work and life

By Carol Kleiman — Chicago Tribune

THE AMERICAN DREAM. Is it a dream or actually a nightmare — one that may be at the root of much of the stress in the workplace and at home?

The upside of the American Dream is that it strongly asserts that no matter who you are or what you do, if you are hard-working, honest, dependable, conscientious and loyal, you’ll get to the top. Its positive aspects include a vision of job security, raises, promotions, health benefits, retirement insurance and even respect.

And they all are good thoughts to keep in mind.

But there’s also a downside, a negative underbelly to the dream that can create a lot of problems for anyone who wants to have both a fulfilling personal and professional life.

“The American Dream also says that’s what’s important is to make a lot of money, to have a lot of stuff, to be powerful,” said Judith Citrin, a stress and nontraditional health counselor, teacher and lecturer based in Wilmette, Ill.

“While it’s important to have a dream to make a dream come true, this particular one seems not to be working for a lot of folks.”

Citrin, a prominent sculptor and painter, has “helped people discover themselves” since 1978 and was on the staff of the Oasis Center, a personal growth organization in Chicago, from 1981 until its closing in 1999. She has led healing workshops and training sessions worldwide.

“When people are so caught up with making money and having material possessions, they’re disregarding their very human needs for companionship, solitude, time with family and communication with nature,” she said.

Trying to make the American Dream come true can be quite a challenge for some people who, nonetheless, work very hard to achieve it.

“I see a lot of very tired people - they’re exhausted,” said Citrin, who is working on a book she describes as “my own inner journey.”

The consultant observes that today’s employees “often work 60 to 80 hours a week to maintain what they think will give them pleasure - and then they find they’re not being fulfilled.”

And no achievement ever seems to be enough.

“The idea of an American Dream is very seductive, because if you try to make it a reality, you develop an addiction for more,” Citrin said. “There is no end to it, and what it doesn’t address is the emptiness it creates. Feeling fulfilled is not an outside job, it’s an inside one.”

Citrin believes that only following the so-called American Dream is “the wrong route to inner peace and happiness.”

And increasingly, others are echoing her thoughts.

The therapist says many of her clients are saying, “Enough, enough. I’m not taking this anymore. I want to be a full person. I want to have a life.”

She keeps her own balance by “doing yoga, smelling the budding green grass and taking walks every day. Communing with nature makes whatever issues confront me become smaller, less than a grain of sand.”

And Citrin, who wants to help people to “become whole,” suggests a way to begin to replace the American Dream with a better vision:

“Know thyself,” she advises.

Identifying “the things that stir you deep inside . . . that make you deeply happy” is a good start for creating a road map for work/life balance, according to John Clark, author of The Money is the Gravy: Finding the Career that Nourishes You (Warner Books).

Clark, who was a highly successful commercial lawyer and managing partner of a prominent law firm in New Zealand, gave it all up to begin a journey toward “self-fulfillment.”

He, too, believes the dream of success, with its “sterile connotations of money, status and duty,” may lead to what he calls “career angst,” instead of the more desirable “career bliss.”

“You may achieve a healthy bankbook and public esteem, but that’s all,” Clark says.