Combined Life and Work Experience

picture of pizza dough on a wooden countertop with other ingredients - purple onion, garlic, tomato's, yellow and red bell peppers and pizza sauce
đŸ“· by Lutfun Nahar Jesmin ©
Combined Life and Work Experience. – by Arnie Wohlgemut

Many of us strive for success – success based on our definition. In our pursuit, we will often be sidelined by our self doubt and mindset.

Recently I was researching the topic of separating work experiences from our home life experiences. What I discovered is, we really should not try to differentiate the two.

I believe that the experiences in our work and career life, shape our behaviour and mindset in everything that we do. I will explore several areas that may help you understand that we really live one life.

  • We experience life one ingredient at a time.

“Don’t judge the ‘taste’ of life by isolated experiences.”

We don’t taste life like a meal, carefully prepared, skillfully presented. We experience the ingredients in isolation, and sometimes it is messy.

For example, I love to make home-made bread. Measuring out each ingredient, combine them in the order that will produce the best results. If I were to eat or taste each ingredient on its own, I know that I would not like most of them. I do not know anyone who would enjoy eating 2 cups of flour, regular or gluten free or a teaspoon of salt. Yet when combined in the bread making process, they are key ingredients that aide in something tasty.

Much like the bread, an experience that happened at work or one that happened while on vacation, doesn’t matter, it all blends together to make “your bread” because it happened to YOU!

  • Don’t make trophies out of your failures and disappointments.

“Just because it tastes bad in isolation, does not mean it will not serve a purpose in the finished product of you!”

When we identify with a distasteful experience, we begin using comfort phrases to comfort our insecurities. For example: ‘that’s why I’m like that’, ‘I knew I could never do that’ or ‘I’m not good enough or smart enough’.

When you allow your identity to be consumed by an experience, you will always limit your power to overcome the obstacle. When your disappointment becomes a dead end, it has become a problem. It now becomes a trophy and will keep you in the comfort of a dysfunctional life.

In my life I have tasted many “ingredients” in isolation. Failure; disappointments; betrayal; financial hardships, to name a few. None of which tasted good yet each one has impacted whom I’ve become. Not just how I approach my business but also how I choose to live my life.

  • We are a summary of our life experiences.

“Your history has absolutely nothing to do with your potential. It does however have everything to do with your progress.”

We don’t always get to choose the transportation to our goal. What we do get to choose is how we respond to the experiences along the way. This is never easy!

How about you? Are you learning from your distasteful life experiences? If so, you can choose your mindset which will define who you become.

Developing an Asset Approach to Risk Management

Rethinking a Key Function Within Facilities – By Arnie Wohlgemut

Over the past 30 years, the facilities management industry has experienced building science innovations, more complex codes and the integration of technology into everyday operations. One key function that hasn’t seen much improvement is risk management programs, which are now of utmost importance.

Risk assessment is a foundational service for a facilities management team to deliver. With boots on the ground, these teams have functional insight into the entire organization.

Unfortunately, it is all too common for a company to conduct a business impact analysis (BIA) and omit a site and facility risk assessment. When a business creates a continuity plan by elevating one function such as IT or finance above other departments, believing the business cannot function without it, this may bring additional risk to the whole organization. This single-silo approach does not address the reality that site and function are uniquely linked.

“Despite all the talk about the importance of the risk assessments being the foundation for the development of a facility’s security program, it has been my experience that, relatively speaking, very few are actually done,” writes security professional Dr. Glen Kitteringham.

Why are there few risk assessments?

One reason might be that every facility manager faces a whirlwind of daily and sometimes hourly events that require their attention, from emergencies and reports to customer concerns. In order to handle these situations, exceptional management skills are required.

Secondly, the task appears to be quite daunting. To complete a full assessment and address the concerns found could potentially take up to five years, depending on the complexity of the business, changes in business operations and, most importantly, will power. Facility managers thrive on quick problem solving and thinking on a dime. There are very few key performance indicators that could be used to measure the effectiveness of the work and program at hand.

First Things First!

In order to be able to complete a risk assessment, a facility manager should have senior management’s full support—both financial support and also a commitment to see the assessment as part of the BIA and reinforce the business continuity strategy.

The facility manager must also be willing to carve out time and resources towards meaningful progress. Having a set of goals that can help to track advancement is imperative. What is important to understand though, is not all the steps are needed at the beginning.

Where to Start?

A facility manager needs to build internal relationships with:

  • Human resources to support facilities expansion concurrent with company growth;
  • The IT department for technology integration;
  • Finance to assist with the implementation of capital planning and funding;
  • Purchasing for vendor management and procurement services; and
  • Production department to support the creation of the final product.

A facility manager needs to build external relationships with:

  • Engineering consultants to provide advice and services related to facility operations and improvements;
  • Maintenance contractors to provide services in support of the business continuity program;
  • Suppliers of materials and products for daily operations; and
  • Regulators and inspection services to remain in code and regulation compliance.

Identification and Elimination.

When approaching the risk assessment, use the three most valuable asset categories of every business. In each of the three categories, ask: what are the primary threats you believe need to be addressed and what is the effect on the business if the threat is realized? This will help identify the first steps or areas to evaluate and the level of importance.

People

People deliver services and bring ideas and creative energy to all elements of a business. They need to feel safe in and around the facility. For example, they expect a manager to have control over who and what enters the building. This control, to a varying degree, might be needed to protect the production environment and to secure inventory and intellectual property.

Data

This is information about what the business does, how it is operated and what future plans may arise, either in digital or physical form

Information is becoming increasingly more difficult to protect and preserve. A facility manager may not have the responsibility to protect against an outside cyber attack; however, they can protect the space in which this data is housed. From physical access control, protection from natural disasters, to climate-controlled server and data processing rooms, these all are part of the risks that require reviewing in order to implement the right resolution.

Facilities

This is where the business is conducted, where people and data are woven together to form the tapestry of the business, and risk within the facility can extend to the suppliers.

The challenge for facility managers is to look past typical building elements, such as roofing and windows, or services such as power, HVAC, and water. The risk could be caused by a natural hazard, but also a poor thought-out design.

Coaching and Closed Roads!

Emergency Road Closed sign in an Ontario Canada winter storm.
Coaching and Closed Roads! – by Arnie Wohlgemut

“The storms of life can either make you better or bitter.”

Dr. D. K. Olukoya

This past winter I was travelling with some friends along the Lake Huron coast in terrible weather. The county where we were heading to, had issued a winter storm warning. We had already travelled 2 hours from home and being only a short distance away from our destination, we chose to continue. The plan was to meet other friends for dinner in his town on the Lake Huron coast.

As soon as we approached the coastal highway, we came across a road closed sign. The highway was closed by the police because of poor road conditions, and reduced visibility from the winter storm.

We needed to make a decision. Do we take the highway despite the danger or the risk of a traffic fine, an accident or worse and if so, will conditions change enough for us to travel back after dinner?

“You can be in the storm, but don’t let the storm get in you.”

Joel Osteen

Isn’t that a typical scenario in areas of everyday life also? We believe we are making progress only to be greeted with a “road closed” sign. Many times, our visibility is obstructed by the sting of failure.

In my career there have been many times when I was stubborn and pressed on past the obvious road closures. My stubbornness seldom was rewarded with the progress I was hoping for. Fortunately, there are experiences that we you can only learn in a storm.

“Knowing yourself, is often the key to an engaged work life. Remember to invest in yourself by leaving room for thought and contemplation.”

Marla Gottschalk

I have a circle of friends and experienced mentors who I have come to rely on to provide clarity and coaching advise when I find myself in these situations. They have taught me to slow down, reflect on the obstacles and evaluate the probability and risks of proceeding.

This is the essence of good coaching. A coach will not provide any answers, they will show you which roads are open and possible and it’s up to you to choose which one to drive down.

Do you have a coach, or even a mentor who will provide guidance in your journey?

Paradox of Entrepreneurial LeadershipïżŒ

Woman sitting on an office chair outdoors in a flowing river.
đŸ“· by Geoff Coleman ©

I recently had the opportunity to present a webinar in which I reviewed the differences and overlap between leadership and entrepreneurship. One of the character traits I explored was that many entrepreneurs are motivated self-starters. They have a robust work ethic and a deep passion for their dream. Some of the character traits that we explored for inspiring leaders was that they are courageous, empowering, and authentic.

I would like to consider two overlapping characteristic traits and explore their role in both leadership and entrepreneurship.

“Entrepreneurial leadership is a mindset that focuses organizations on turning problems into opportunities that create economic and social values.” – Stephen Spinelli

Common trait #1: Creativity

The predominant thinking is that entrepreneurs are creative. They embrace creativity in pursuit of their dream. This is fuelled by the belief that their dream is to create something new and when that happens, it supports that belief. They are seen as persons thinking outside the box.

On the other hand, the predominant thinking is that leadership generally does not require creativity. Many effective leaders are seen as persons building effectiveness inside the box.

Consider this: Is there more creativity by thinking outside the box or is there just as much creativity by thinking inside the box, within the constraints posed by business or corporate limitations?

In my experience, creativity is needed to not only create something new (such as a product, app or game) but also needed to inspire or ignite a passion buried deep within someone. We often associate creativity with the ability to see potential in a situation but creative leadership might also be the ability to see potential in a person and more than this; to call out that potential within the context of the organization.

“The most effective leaders realize that, to keep improving, they must think of themselves as both teacher and student.” – Rich Sheridan

Common trait #2: Eagerness to Learn

The predominant thinking is that entrepreneurs are eager to learn. They embrace the need to learn in pursuit of their dream. Successful entrepreneurs are able to sort through information and apply what they believe supports the development of the dream.

On the other hand, the predominant thinking is that learning is less important in leadership. This is fuelled by the fact that leaders often focus their efforts on developing soft skills (abilities not unique to any job) rather than the teachable and measurable abilities we call hard skills.

As entrepreneurs or leaders, we may not always see the need to learn new things but we should never assume that we know everything that is needed to complete the job.

What I have learned from researching the common character traits of entrepreneurs and the skills of an inspiring leader, there are many situations where both are needed to fulfill a dream.

The plethora of “personal inventory” programs designed for leaders (Lumina Spark, DISC, Meyers-Briggs, etc.) is clear testament to this; tending to focus on character trait assessment and which traits leaders should work to develop.  These programs implicitly assume there’s always something more to learn, some specific trait to further develop which is precisely the point.

Should you need assistance in selecting a personal inventory program, please reach out to me.

Four Reasons To Serve Your Staff

Hands holding a plush heart with a note attached "serve with heart!"
đŸ“· Shutterstock

Four Reasons to Serve Your Staff!   By Arnie Wohlgemut

If you search the Internet, you will find over 900 books on servant leadership plus many more on related subjects.  I was surprised to find this topic has been around in management and leadership circles for nearly 50 years.

Why all the talk about servant leadership?

Is being a leader who serves their team the only attribute to being an inspiring leader? I truly hope not!

If we wish to create a work environment that is inspiring, then serving others plays a big role.

Here are four reasons from a few of these authors why we should serve our staff:

“If we want to be good leaders, it is our job to help the people we lead or work with, be good at their jobs. This doesn’t mean doing their work for them; it means we help them get the resources, the information and the support they need to perform at their natural best.”

Simon Sinek
  1. Our team’s effectiveness is our responsibility! I have often said that as leaders we must remove barriers that prevent our team from being successful. Red tape, long approval processes, consultation and engagement plans must be simple!

“It’s improper for one person to take credit when it takes so many people to build a successful organization. When you try to be the top dog, you don’t create loyalty. If you can’t give credit (and take blame), you will drown in your inability to inspire.”

Jim Sinegal

2. It deals with our egos. Your new promotion or status in the organization was hard fought for. We can quickly develop pride in our achievements. Helping others succeed can keep it real and remind us of where we came from.

“Authenticity is the alignment of head, mouth, heart, and feet – thinking, saying, feeling, and doing the same thing – consistently. This builds trust, and followers love leaders they can trust.”

Dr. Lance Secretan

3. People love authentic leaders. We are often role models. Many will look at what you do as a good leadership example. People will particularly notice your attitude towards the team and their success.

“Your rewards in life are in direct proportion to your service.”

Earl Nightingale

4. We achieve more when we are empowering. This is true statement, there is only so much we can do on our own. Empowerment is different than delegation. It is a deliberate act of sharing power. An empowering leader builds relationships on the foundation of trust and respect for each other. The more your team achieves, the more successful you and your organization will be. That is where the rewards are!

That is just a snapshot of the “WHY” behind servant leadership. I hope you will step up to the challenge of “servant leadership” and enjoy the benefits of the new collaboration and positive energy!

In the Market For Misery?

Photo Shutterstock
In the Market for Misery? by Arnie Wohlgemut

Where do you turn to get feedback? Sometimes we go to the strangest place or a special someone to get feedback. I know I have, more often than I wish to admit.

For example, I have asked workshop participants for feedback by asking what they thought about the session, not knowing if they have ever presented at a workshop of their own. What I should have asked was, if there was anything from the session that they will incorporate into their work or home life.

I’m sure at some point, we have all experienced a bad server at a restaurant or, we have met various people who intimidated us and not spoke highly of either. What I have learned is, turning a personal experience into an absolute truth, puts us in the market for misery.

“We have a habit of turning a personal experience into an absolute truth”

Arnie Wohlgemut

1. “Are they qualified to provide feedback?”

I was speaking with a client last week about a recent situation that was happening to him, and the one and only negative feedback he received among the positive ones was really bothering him. We discussed the value of who he was getting feedback from and if they were knowledgeable enough to make such accusations and how he could’ve improved. The short answer was “no”!

Why do we accept leadership advice from those who have never been leaders? Or ask for business advice from someone who has never started a new business?

Why?

Because sometimes we need confirmation that our failure is justified, confirming our own self-doubt, turning our own experience into an absolute truth.

“True intuitive expertise is learned from prolonged experience with good feedback on mistakes.”

Daniel Kahneman

2.   “Are they in a legitimate position to provide feedback?”

I also believe that in our work experience, we have people in a position of authority that can provide valuable feedback. If you’re fortunate, they will provide feedback based on personal experience and expertise. This is where their leadership skills and experiences are valuable. If they care about you and your growth, they will provide feedback that is important for your success.

“When setting out on a journey do not seek advice from those who have never left home.”

Rumi

3. “Pessimism is easy.”

All feedback, regardless of the source, should be subjected to your reflection and intuition on how to apply it. Do not be in the market for misery!

If you accept all feedback as the truth, you open yourself up to the misery of self-doubt. Self-doubt is the kind of villain who can easily be mistaken for a hero. It sneaks up on you. It slowly slithers through your mind, slowly suffocating your self-confidence.

My challenge for you, as it is for anyone who wishes to improve and grow, be careful on who you ask for feedback. They should be a person you respect or someone you admire for their related success.

If you receive unsolicited advice, do not be afraid to ask them questions in return, such as, why they are giving you advice that was not asked for.

The Power of Silence, Wisdom from Pooh and Piglet.

đŸ“·  by JD Hancock ©
The Power of Silence, Wisdom from Pooh and Piglet. – by Arnie Wohlgemut

Over the past 9+ years I have written hundreds of blog posts about my life experiences in leadership, inspiration, workplace relationships and more, along with published magazine articles, and several thousand posts on social media. From time to time I come across a story that is worth retelling. This story was sent to me by a friend, and it struck a chord in my heart I hope it does for you too.

~

It occurred to Pooh and Piglet that they hadn’t heard from Eeyore for several days, so they put on their hats and coats and trotted across the Hundred Acre Wood to Eeyore’s stick house. Inside the house was Eeyore.

“Hello Eeyore,” said Pooh.

“Hello Pooh. Hello Piglet,” said Eeyore, in a glum sounding voice.

“We just thought we’d check in on you,” said Piglet, “because we hadn’t heard from you, and so we wanted to know if you were okay.”

Eeyore was silent for a moment. “Am I okay?” he asked, eventually. “Well, I don’t know, to be honest. Are any of us really okay? That’s what I ask myself. All I can tell you, Pooh and Piglet, is that right now I feel really rather Sad, and Alone, and Not Much Fun To Be Around At All. Which is why I haven’t bothered you. Because you wouldn’t want to waste your time hanging out with someone who is Sad, and Alone, and Not Much Fun To Be Around At All, would you now.”

Pooh looked at Piglet, and Piglet looked at Pooh, and they both sat down, one on either side of Eeyore in his stick house.

Eeyore looked at them in surprise. “What are you doing?”

“We’re sitting here with you,” said Pooh, “because we are your friends. And true friends don’t care if someone is feeling Sad, or Alone, or Not Much Fun To Be Around At All. True friends are there for you anyway. And so here we are.”

“Oh,” said Eeyore. “Oh.” And the three of them sat there in silence, and while Pooh and Piglet said nothing at all; somehow, almost imperceptibly, Eeyore started to feel a very tiny little bit better.

Because Pooh and Piglet were THERE.

No more; no less.

__________ A.A. Milne creator of Pooh, E.H. Shepard the original artist.

The Magic of New Years Resolutions?

The Magic of New Years Resolutions? – by Arnie Wohlgemut

Lucy was leaning against the fence with Charlie Brown. “I would like to change the world”, she said. Charlie Brown asked, “Where would you like to start?” She replied, “I would start with you.”

~

I typically hear in the last few months of the year a lot of folks say, “I can’t hardly wait for this year to end.” Granted, the pandemic has been hard on many.

When I hear this type of statement, it sounds like we expect all our stress or troubles to mysteriously disappear, as if a new year on a calendar has the power to change your life or change YOU.

It is not magic! Your life will not instantly be better. The ‘Hoover People’, those that suck the life out of you, will still be there!

You must be willing to change.

I believe that we don’t have to wait for a new year in a calendar to prioritize what we would like to change or accomplish. In fact, the moment when we realize what we would like to change or accomplish at any point of the year is the time best to write it down-whether it’s January or June.

Writing it down is an important first step, followed by planning. The simple act of writing implies commitment and is harder to both ignore and forget!

Here are some thoughts I believe can help you begin making the change you have identified.

“Success is most often achieved by those who don’t know that failure is inevitable.”

Coco Chanel
  • Achieving your goal or reaching your target accomplishments requires self-confidence. Yes, you need to believe in yourself and believe you have access to all the knowledge and resources you need.
    • A person with self-confidence finds strength from inner conviction and continues when problems arise.
    • As a leader, your influence is shaped by how much confidence others have in you.

“The best preparation for tomorrow is doing your best today.”

H Jackson Brown, Jr.
  • Achieving your goal or reaching your target accomplishments requires the best from you.
    • Good is the enemy of best. In everything, do the best you can.
    • Put your heart and strength from your inner conviction to good use, then move forward.

“When you do the things in the present that you can see, you are shaping the future that you have yet to see.”

Idowu Koyenikan
  • Achieving your goal or reaching your target accomplishment requires you to act.
    • Set a deadline. This forces us to prioritize and shake off the spirit of procrastination.

“A bad plan is better than no plan, and the most important quality of any plan is the flexibility to change.”

Judson L Moore
  • Achieving your goal or reaching your target accomplishments requires you to have flexible expectations.
    • As leaders we know we need diversity, in experience and opinion. Having flexible expectations allows you to have faith in your own ability and that of your team members.
    • Often, we learn too late what is really important and what is not. Be a quick learner.

I truly hope success will find you; no matter when you select a goal or target some specific accomplishments. Reach out to me anytime, I would be willing to help.

Just Do You?

Just Do You? – by Arnie Wohlgemut

Great achievement is usually born of great sacrifice and is never the result of selfishness.

Napoleon Hill

Have you heard the saying – “Just Do You”?

What does that really mean? Do you even know “YOU”?

Have you done the hard work of really knowing why you’re here, how that influences how you will be while you’re here, and what you will do to fulfill your purpose?

I’m conflicted when I hear this term. Part of my understanding of that term supports my beliefs that you should know your purpose for being here – on this earth – doing you as you were meant to be. On the other hand, I believe it supports being selfish or self-centred.

Self-centredness.

Putting yourself first is not selfish. Thinking about yourself constantly is selfish. Please respect the difference.

Anonymous

One thought that comes to mind is that this ‘just do you’ mantra can be incredibly selfish. The focus is on you, what makes you happy, what makes you look good.

It’s hard in life to avoid all conflicts, and it take courage and love to engage with someone who claims: “I didn’t change, I just found myself.”

If you really believe that you are here on earth to be selfish and only love yourself, great, however that is not everyone. I do not suggest that you hate yourself but have a balanced approach to loving yourself and loving others.

Avoid conflict.

Selfish people also tend to have victim mindsets
 Their actions plant seeds of loneliness; then they cry upon the blooming.

Steve Maraboli

I have noticed that when I meet someone living this mantra, I initially smile and show no reaction. It is my way of avoiding conflict.

I am confident that there are those who adopt this mindset using it to avoid conflicts as well.

To avoid all conflicts doesn’t foster deep healthy relationships with others in the workplace. It doesn’t foster a healthy relationship with our community or our planet. I also believe that this does not bring you lasting joy and happiness.

Self absorbed people only think about what makes them feel good in the moment – they don’t have any respect or regard for anyone else. Then they wonder why their relationships fail.

Copycat behaviour.

Eventually losing oneself in the process of adaptation is equivalent to losing one’s self identity.

Ashwin Sankar

Merriam-Webster dictionary defines a copycat as one who imitates or adopts the behaviour or practices of another.

You are unique, there is only one person like you and that is you. So why do we copy others or adapt so intentionally that we become something other than who we were meant to be?

I encourage you to seek out resources and coaching that can help you learn about your personal destiny, character and calling (or as we call it; your “WHY-BE-DO¼”).

I would be happy to help you discover and write your own personal destiny, character and calling statements.

A Greater Purpose – Insights from 4000ft.

A Greater Purpose – Insights from 4000ft. – by Arnie Wohlgemut

This past weekend, a friend of mine Luis, took me on a sightseeing airplane tour. He masterfully guided his four-seater airplane at 4,000 feet, along the Lake Ontario coastline. We flew over Niagara Falls, headed north along the Lake Erie coastline and back to our point of departure.

It struck me on how vast and beautiful our country is. I saw open farmland dotted with windmills and trees. There were highways and rural roads crisscrossing the landscape as far as the eye can see.

As I looked out at the scenery below, I wondered how many obstacles needed to be overcome to create such a map of beauty. I suddenly found myself pondering about the many seemingly large objections I had dealt with in previous jobs, and how small they were in comparison to the bigger picture I was seeing.

“In every situation there is always a bigger picture and a greater purpose. Don’t miss it.”

Fiona Childs
  1. Every greater purpose has an origin, a seed of inspiration.

Time and time again I would hear people criticizing senior management, and CEO’s for only seeing THEIR world at 30,000 feet. Equally, I hear how little time and effort was put into sharing the big picture, or the greater purpose with others on the team.

The role of the CEO and senior management is to guide the company towards the big picture, the dream or greater purpose that was the inspiration for starting that business in the first place.

“Fear makes the wolf bigger than he is.”

A German Proverb

2. Acknowledge the fear and resistance to change.

The fact remains, senior management often have the best view of the bigger picture or understanding of the greater purpose. However, not sharing these can lead to unnecessary fear, speculation of issues seeming larger than they are and worse, resistance.

Competent leaders know that fear can paralyze individual team members. Effective leaders take steps to address these fears.

“You will never do anything in this world without courage. It is the greatest quality of the mind next to honour.”

Aristotle

3. Acknowledge the fear and resistance to change.

In my experience, many fears and concerns are rooted in our natural or selfish resistance to change. We “like” our world the way it is. We “like” our life, even when it is not enjoyable or uncomfortable.

It requires courage to pursue the greater purpose, but also courage to willingly listen to the fears and concerns of others. We may not be able to address all of them, but we will have a better understanding of what those fears are.

As I looked out the windows of my friend’s airplane, I was glad to see that despite objection and roadblocks, there were big gains towards the greater purpose we had adopted.

Everyday as leaders, we have the opportunity to share the greater purpose with those we work with. Be courageous. Help them understand what you are trying to achieve and why. Help them to see the dream while encouraging them to add to the greater purpose.