Michelle Ray

Business and Leadership Keynote Speaker

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The transactional age is dead. Long live the relational age of doing business

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The relational component in business dynamics has always been essential. However, with the proliferation of social media and competition for business on so many platforms, your ability to connect with a client or prospective client is your point of difference. In addition, we need to do so with a meaningful purpose. Doing business “quid pro quo” won’t work anymore;  especially at a time when  we seemingly do not have enough hours in the day and still find that we are subtly or not so subtly being distracted by annoying spam email and phone or text bleeps. All this noise has made us all the more savvy regarding attempts to build genuine versus phony business relationships.

Here are five quick ways to build purposeful client connections:

1. Pay attention to the personal side of a client conversation. This week, I remembered something a client told me almost a year ago about one of their children and he was impressed when I mentioned it during a phone call.

2.  When you reach out to a client, think about the most appropriate way to connect that works for them. Be flexible and put significant thought into the purpose of your letter, call, email or text message. 

3. Make an effort to educate yourself and keep current regarding the pressing business issues for your clients. What is “top of mind” for them? By including references to their world and their challenges, you are far more likely to build or maintain the connection.

4. It is tempting to live by Margaret Thatcher’s famous quote: “I am extraordinarily patient, provided I get my own way in the end!” Instead, respect the connection process and the client’s timeframe for decision-making.

5.  Teach others and live by example. Regularly remind your team of the human element when answering the phone or greeting a client at the front counter or reception. Otherwise, you may as well install a ticket machine!

Are you a “desk” potato? The benefits of workplace wellness

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It is one thing to be a “couch” potato…Are you a “desk” potato? Chances are that if you are both, you are heading for health problems. If your well-being is a value that you live by, then you are probably aware of the negative implications of being sedentary at your desk each work day and you make sure you get up and move whenever you can. How about your employer? The research confirms that optimum physical heath translates into better mental health. Therefore, better mental health means that both you and your employer will benefit because you are more productive. A “Living Strong” Blog report noted that by investing in wellness programs and encouraging healthier lifestyles, organizations will see improvement in employee morale, decreased absenteeism, lower health plan costs, improved productivity and increased company revenues.

In one of the only longitudinal studies undertaken on this subject, the University of Michigan proved that it pays to create a culture of wellness. They tracked the impact of a Midwest Utility Company’s implementation and investment in their wellness programs over nine years. The company realized a net savings of $4.8 million in employee health and lost work time costs. This week, CBS early morning news Health Watch segment featured New Jersey- based PHH Corporation as an example of an incentive-based wellness employer offering staff $1,000 a year to make measureable improvements to their heath. Many employees wear a pedometer and simply plug it in to their computers to track their walking success! They are rewarded for the miles clocked up just by walking around their workplace! The segment noted that for every dollar a company spends on wellness, their ROI (return on their investment) can be three to six times higher!

Adapting workplace wellness programs need not be financially prohibitive. Research the numerous pages available on line that describe best practices around the world.  Check out The Government of Alberta’s Healthy U webpage; as well as “Look Good Feel Great Always” blogs, great resources for you and your workplace to get healthy!

Sixty Seconds On-line: The new imperative for every business

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Life is just a minute. Only sixty seconds in it. Forced upon me, can’t refuse it, Didn’t seek it, didn’t choose it. But it’s up to me to use it. I must suffer if I lose it. Give account if I abuse it. Just a tiny little minute. But an eternity is in it! -Dr. Benjamin Mays

When I came across this amusing and interesting infographic that illustrates what happens every minute on the internet, it made me think of Alvin Toffler’s book, Future Shock,(1970), where he popularized the term “information overload”. Could anyone have imagined then how profoundly the world would change? Consider the enormous amount of information and dialogue happening on-line today. For example, every sixty seconds there are: 100+ new LinkedIn accounts, over 98,000 tweets, 1500 blog posts—the list goes on.

From a business perspective, consider what are you contributing to the social media conversation. The new imperative for us all is to keep up and connect. How are you linked in with this enormous amount of knowledge? Do you know your customers’ social media preferences and are you communicating with them based on their preferences, rather than your own? From a personal leadership perspective, how are you standing out in this ever-expanding crowd? Are you ensuring that you’re not intimidated by this vast global network, but are instead benefiting?

Where is your head? It matters more than your skill set!

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Paul G. Stoltz, Ph.D. has written a fascinating article in Psychology Today, entitled: “Six Ways Mindset Helps You Win at Work.” Thousands of employers in numerous industries and countries were asked if they would prefer to hire a candidate with “perfect skills and qualifications” or one with a mindset that fit the job and company. Almost unanimously—98 per cent—they chose the candidate with the right mindset. The companies further believed that they could predict the mindset of people they would want to hire within the next decade (96 per cent) and thought it far more likely that new hires would develop necessary skills rather than an appropriate mindset (97 per cent). People with the right mindset were chosen as more likely to receive a pay raise or promotion. Perhaps most incredibly, when asked how many ‘regular’ employees they’d trade for a person with the right attitude, the average response was 7.2.

Dr. Stoltz’ findings show that a positive attitude and a demonstrated positive mindset—one which shows “openness and connectivity,” “integrity and kindness,” “resilience, tenacity and intensity”—are a far more valuable attribute than any other, whether looking for a new job, a pay raise or a corner office. The right attitude makes any employee as valuable as seven of his or her peers in the eyes of coworkers and managers.

In recent years, we have witnessed a proliferation in the number of “happiness” books and surveys. It makes sense that most of us see this as the optimal way to live life and look for resources that help us to achieve this state of being.  In fact, the quest to measure happiness has gone global. In 2008, the World Values Survey found that freedom of choice, gender equality, and increased tolerance are responsible for a considerable rise in overall world happiness.

In her book “Happiness at Work…Maximizing your Psychological Capital for Success” Jessica Pryce-Jones says that “the starting point of happiness at work is that it is self-initiated.” This supports my argument that practicing personal leadership; taking charge of our thoughts and actions, is a choice that is always available to anyone who is ready and willing to lead themselves.

Try this quick quiz (answer “yes” or “no”) to see if you are in the right headspace at work:

  1. I speak well of my colleagues in their presence as well as their absence
  2. I express any concerns regarding people and processes in a positive manner
  3. I give the same level of service internally as I do with my external clients
  4. I am aware of my non-verbal communication
  5. I think before I speak; most of the time
  6. If there are misunderstandings, I am able to let them go rather than ruminating
  7. I think of my work in “big picture” terms, rather than routine or mundane
  8. I recognize positive consequences of honing my listening abilities
  9. I am conscious of my mood and how it impacts others
  10.  When I attempt doing something that takes me outside of my comfort zone, I consider the “best case” rather than “worst case” outcome.

Scoring

 7 – 10 “yes” responses

You understand that your mindset contributes to the overall atmosphere. When you put your best foot forward, you realize that your actions create synergy. You can “rise above” the differences and maintain a positive outlook.

 4 – 6 “yes” responses

You are conscious of your thoughts, however you often feel powerless over them. Although you recognize that changing your outlook and responses could be liberating, you find that concentrating on the positive takes more effort

 3 or less “yes” responses

Focusing on the “negative” is habitual and your self-perception is limiting your opportunities; professionally and personally. The willingness to view people and situations through a different lens isn’t a priority. You may be at “burnout” and need more than a vacation or a job-change to get out of your own head.

Lessons in Leadership, Business and Team Spirit: The Vancouver Canucks 2011 Stanley Cup Run

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I immigrated to Canada from Australia during the Stanley Cup playoffs in 1994. Although I had already experienced some exposure to Canada’s passion for the game of hockey, nothing compared to the reaction of Vancouverites cheering on their beloved Canucks’ magical run during the post-season.  In Vancouver, many of us remember the heartbreak of that Game 7 loss to the New York Rangers.  Seventeen years later, it is on again…only this time, the expectations of the team going all the way existed right from the start of the season.

What is it about this team that sends an entire city into a complete frenzy? How has it come to pass that over 100,000 people have watched the game on big outdoor screens downtown? Over half the population of the province has been watching the playoffs!  Millions of us are dreaming about the moment when Henrik Sedin will finally hoist that cup over his head. Imagine what will happen here if the Stanley Cup comes to Vancouver for the first time.

How has this excitement been generated? Looking at the Canucks season and playoff run from a leadership and team spirit perspective, there is a lot one can say about how they have been managed, motivated and inspired to succeed. Here are some perspectives on the Canuck’s success principles that have direct applicability to business and the workplace:

1.       Great leadership

General Manager Mike Gillis took some risky, unpopular decisions when he joined the organization in 2008. One can argue that no matter what the outcome of this series may be, the parallels for business leaders are as follows:

*      Building a team with depth while recognizing the unique strength of individuals; combining to create a phenomenal powerhouse of an organization from the inside out

*      The hiring and firing of key players and personnel

*      Significant, strategic acquisitions of talent over the long-haul

*      Untiring support for his coach and management teem

*      Above all, confidence in his own judgement. He trusts his gut-feelings.

 Lessons: Surround yourself with great people who possess talents and strengths that are different to yours. Believe in yourself and your decisions as a leader and this will resonate throughout your entire organization.

 2.       Resources and support

 No stone has been left unturned by management in terms of providing the support to the front line to excel, i.e. the players have access to an array of personnel as well as resources to ensure that they can perform at their best. 

Lessons:  Give your team the tools they require to succeed and understand their individual personalities and needs. While it remains true that the whole is always greater than the sum of its parts, recognize that the motivators for each individual differ.

 3.       Creating a sense of community

 “Canucks Nation” is at fever-pitch, even during the off-season. The Canucks are a community on and off the ice.  The players’ and the organizations’ dedication to causes such as the Canucks Place Children’s Hospice are an outstanding example of making a difference outside of their workplace. 

Lessons: People thrive when they feel they are part of something bigger than themselves. By channelling altruistic energy into a meaningful cause, team spirit comes alive and productivity thrives.

 4.       Rising above obstacles outside of one’s control

Politics is part of business. Much has been written about the refereeing, “conspiracy” theories and the politics of the NHL.  At critical times facing intense pressure, the team has remained focussed on the “big picture” and management have not bought into these distractions.

 Lessons: Choose not to buy into morale-busters such as negativity and gossip. Cultivate a positive mindset and recognize that unfortunately there are naysayers who will try and sabotage your success. In Australia this is known as the “tall-poppy syndrome” (when others will try to cut you down to boost their own low self-esteem).

 5.       Commitment to the goal

The ultimate reason for success this season is the fact that the team and the organization have kept their eye on the prize. Everyone is acutely aware of the stakes and shared the responsibility for successes and mistakes. Their allegiance to one another and their unwavering belief is a key ingredient for winning; they have done so one game at a time for a total of 106 games to date.

Lessons:  Goals are easier to achieve when they are broken into manageable pieces. When the entire team shares the same conviction and remain clear about the ultimate objective, everyone wins.  

Summary:

 As a leader, if you and your organization can replicate these principles with patience, perseverance and persistence, your teams and clients alike will be cheering in the stands, excited about your energy and proud to be associated with your achievements.

Are you maximizing your ROL? (Return on Leadership)

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 How to the Team of One (That means YOU) to maximize your ROL:

The most important lesson learned from the recent recession is that self-leadership is a pre-requisite for business resiliency, client retention and overall personal fulfillment. As a business owner or leader charged with the responsibility of business growth, the key to maintaining and building momentum, market share as well as buy-in from your team is to realize the power of positive influence. You can profoundly affect the atmosphere or your workplace and opportunities for expansion of your customer base by being truly in sync with how you lead yourself. Your “ROL” (Return on Leadership), will be evident not only by the bottom-line results, but also by the intangibles; the sense of pride and ownership that your team feels regarding their work, the atmosphere of camaraderie and the strength of their business relationships. Never underestimate the impact of your attitude on your business, your staff, your clients and your balance sheet. Corporations, small business operators as well as individuals need to be reminded more than ever that through their own demeanor and the lens they use to view the world, they can control their own reality. The essential ingredient for successful business outcomes is mastering the ability to take charge of yourself first.  

Here are my Top Ten Tips to Maximize your ROL:

  1. Take charge of your thoughts…your thoughts lead to your actions
  2. Have a personal vision. Who you are is not what you do for a living
  3. Focus on others and in turn they will then be more likely to focus on you
  4. Tap in your innovative potential and give yourself breathing space to find it
  5. Develop your awareness of responding, rather than reacting to situations and events
  6. Make a decision to let go of control and build your capacity to trust in the ability of others
  7. Keep an open mind. Perspective is everything
  8. Be willing to do things differently. Be a leader, rather than a follower
  9. Consciously shift your attitude when self-doubt arises
  10. Apply the power of positive Influence during every encounter

 Watch and/or sign up for Michelle’s next newsletter coming soon for more strategies to lead the team of one!

The challenge to rise above and prioritize your life

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In the past few weeks I have been on a rollercoaster of emotions; juggling business with the rapid decline of my father’s health. Is it humanly possible to do both? When you have to put yourself to the test, you quickly discover where your priorities are. Unfortunately, I have been in this place before. Almost six years ago, I lost my mother. Now, I am facing the loss of my surviving parent. Until only a few years ago, my father had never suffered from a major illness. In fact, it was rare that he ever had a cold.  Eighteen months ago he was diagnosed with cancer. As he approaches 91 years of age, his cancer has spread rapidly and he is deteriorating fast.  I left Vancouver and went to Australia 10 days ago as I could not sit still and wait another day. It became very clear to me that I made the right decision to be with my father. To put it simply, I had to ask myself “in what state do I want to see my Dad?” His smile was worth everything. He is still hanging on, although he is very weak.

If you are questioning where to place your professional or personal priorities, don’t wait too long to make your decisions. Trust your intuition and you will not regret your choices. The jetlag and exhaustion is something I could live with. Not acting on my gut feeling would have left me remorseful. We don’t have to experience the inevitability of the most significant events in our lives to teach us these lessons.  Instead, we can accept that we cannot do everything and choose to do the most important thing. For anyone reading my blog who has gone through the loss of your parents, I would welcome your advice and support.

Effective Change – A Step-By-Step Plan

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Interview by Jon Wetzel of Lean for Everyone

Michelle Ray, a Certified Speaking Professional and the CEO of Walkabout Seminars International and an expert in Personal Leadership and Workplace Relationships, joins Jon Wetzel from Lean for Everyone to discuss steps to encourage positive change and engagement, the role of leadership attitude and intercompany relationships in effective change and how to overcome the biggest negative influencers.

J Wetzel: Please give us a quick overview of your background and focus.

M Ray:I started my business here in Vancouver, Canada in 1995. My background is that I have a political science honours degree, and I began my career working in the media industry in Australia, and then segued into non-profit as well as business, and moved to Canada and established my business here. I have been addressing the topic of personal leadership, and then, more recently, the multi-generational workplace, particularly over the last few years.

J Wetzel: I have a question for you and it has to do with multi-generational relationships and effective change. It’s a big stumbling block for everyone from upper management to the shop room floor. In your experience, what are the top three things everyone should do to encourage positive change and engagement?

M Ray: I think there are really three things. First of all, for people in business process management it’s a natural thing to deal with change on a regular basis. I believe that there are some essential things that we can do, particularly in a leadership role, but for everyone involved in the process. The first thing is that we should acknowledge the discomfort. People are uncomfortable with change. They get into their comfort zone. They have an idea, they have an emotional investment in that idea and in the process that they’ve created. I think it’s really important that when we’re about to change something to acknowledge how someone else is feeling about that change. I don’t think that happens often enough, so we need to be open about acknowledging how the other person may feel about how it affects them. That’s the first thing, have empathy around how someone is reacting to change before you can expect them to be involved in the change. The second thing is to involve people in the process. Everyone collaborates in a business process, so when we’re making decisions I think the most important thing is to make sure people have a say and they are involved in the entire change process. The third thing is to position change in a way that we acknowledge how it affects the individual first. I think this is a step that gets missed first, because if we can point out the benefits to the individual, how does it positively benefit you when we make this change, then you’re more likely to get buy-in. If we just simply talk about how it benefits the organisation and ultimately, of course, how it’s going to benefit our clients, I think it’s really a good idea to remember to talk about how it benefits the individual, because that’s what people want to know. How is this going to affect me? So show them the positives first.

J Wetzel: I know an organisation is made of individuals, like you were saying. What role does leadership attitude and inter-company relationships have on effective change in today’s multi-cultural and multi-generational organisations?

M Ray: I think it’s never been more important for leadership to realise the influence that they have in terms of change, in terms of inter-company relationships and the diversity of our workforce. I think that a savvy leader recognises the strength of having that cultural and multi-generational diversity because it brings different perspectives, and it shows us different ways of doing things. That’s one really important point that I would think is key for leaders.

J Wetzel: How can we nurture this?

M Ray: I think when it comes to the multi-generational workplace especially, to recognise that every generation deals with change differently, and also every generation works differently. For example, if you think about Generation Y, which is the most recent generation to come into the workplace, those born after 1982, if you consider that they grew up with technology from the crib, it’s much more understandable that they would be more comfortable with technology and with change because it’s been the norm to them all their lives to see a lot of change, to experience the age of speed. I think if you can understand those different perspectives and why they exist, and the values and attitudes of the different generations, and be able to capitalise that as a leader, you’re going to have a very highly-engaged workforce.

J Wetzel: I understand now from the positive side, understanding the multi-generational and, of course, multi-cultural Gen Ys. On the flip side, what are the biggest negative influencers to leadership engagement in change?

M Ray: I think that really negative attitudes are the biggest negatives, if you will, and also a lack of open-mindedness. Unfortunately we still see this in the workplace that people haven’t accepted the diversity again from a multi-generational standpoint. Some generations have a harder time with it than others. Some individuals have a harder time than others. The key is that we have to look at our own attitude. My premise is that you can’t have an engaged workforce, as a leader, unless you’re prepared to be engaged yourself.

J Wetzel: How do we avoid these negative influencers?

M Ray: I think we have to examine our own attitudes and we have to educate ourselves and be open to those changes as well, and to realise what motivates people. Really, the biggest motivators are intangible, so if we create an atmosphere where people can express themselves openly, where they feel positive energy being at work themselves, and a culture that is a very highly-energised, innovative culture, then it’s going to solve your problems about people looking elsewhere, wanting to take another job. Perhaps you may be thinking about what would happen if you lost that talent, if it walked out the door. That’s why it’s really important to understand that the greatest motivators are generally motivators that are intangible, and we create that atmosphere together. Everybody has that responsibility.

J Wetzel: We’ve talked about how to deal with increased positive change and engagement, how to nurture it, and, of course, what to avoid. If you had one piece of advice that you could give to our community about achieving and managing change in their work and personal life, what would that one piece of advice be?

M Ray: I would say realise that it’s important to expect the unexpected. Change is normal. It’s a natural, organic thing and we all go through peaks and valleys in life, and in business. If we can just appreciate that it’s a normal, natural part of life and business, I think it makes our lives a lot easier.

J Wetzel: At the IQPC event you’re going to be running a workshop on building workplace relationships. Can you give our community a snapshot into some of the content you’ll be covering?

M Ray: Certainly. As we discussed a little already, I’ll be helping the audience understand the diverse workplace from the multi-generational standpoint. I’ll be helping them to understand that it’s the lens we use to view the world that has shaped our attitudes and values, and each one of us are products of our time. So because we have been profoundly affected by specific watershed events in our lifetime, that’s why we have a different generational lens. I’m going to be addressing the different values and attitudes, how to motivate the different generations, and also to appreciate our similarities, which I think is another key point. It’s not only about our differences. Sometimes when we focus on differences it polarises those differences. If we look at what we all have in common, which really is underscored by the fact that we all want to be understood, it helps us to have a more effective workplace.

J Wetzel: It sounds like it’s really going to be a great workshop. I wanted to actually thank you, also, for your time today. It’s been great hearing about the work that you’re doing, and some of the principles that you use, and the overall content that you’re going to be talking about at the workshop. We look forward to hearing more about the event in April too. Do you have any last words for our listeners?

M Ray: Definitely. Remember there’s also a keynote presentation, The Power of Personal Leadership and I know that’s going to be on the second day. Be prepared to come and be engaged and be inspired and to enjoy yourself, because the more we participate the more we’ll enjoy the conference overall. I look forward to being there as well as on the panel on the last day.

J Wetzel: So, basically bring a positive attitude?

M Ray: You’ve got it.

J Wetzel: Thanks again, Michelle, for your time. You can hear more from Michelle Ray and other experts at the IQPC Process Excellence Week Europe, which will take place on April 4th – 8th 2011 at The Brewery in London, UK.

For additional details about the event please visit www.processexcellencelondon.co.uk, call the IQPC enquiries team at 0800 652 2363, or email enquire@iqpc.co.uk.

If you want to learn more about Michelle Ray you can go to her “Meet Michelle Page” at michelleray.com. If you want to hear the podcast you can go to Michelle’s website and listen here: Motivational Speaker on IQPC Podcast

And to access the Lean for Everyone blog, please visit www.leanforeveryoneblog.com.

Queenslanders…You are legends!

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The Australian Spirit is alive and well in the Queensland Floods, Australia

In Australia, the saying “you’re a legend” generally applies to an outstanding individual. What the world has witnessed in the past few weeks is the stuff of ordinary people doing extraordinary things….The entire State of Queenslanders are legends; displaying an unshakeable determination to help others pull through their biggest natural disaster. I continue to be moved by the stories of generosity and caring displayed by my fellow countrymen and women during the state of Queensland’s most difficult time in their history.  Australians possess a unique spirit of mateship that truly is unparalleled. Yesterday, the call went out for volunteers by  Brisbane City Council. Over 10,000 people showed up at various gathering points to help flood victims and begin the massive clean-up task. They arrived with buckets, shovels, sunscreen, mosquito repellent and lunch. Instructions were provided on the council website regarding how to prepare oneself physically for removing heavy piles of debris. Residents and business owners have also been advised to take extreme care as they return to hazardous conditions. There are warnings to watch for snakes that are retreating from the floodwaters. The stench from the mud and rot was reportedly overwhelming. Nurses were on hand to administer free tetanus injections. These conditions have not stopped people who arrived in droves to help.  In fact, there was an oversupply of volunteers. People were turned away due to an overwhelming response.  They will keep coming as there will be no shortage of tasks as cities, towns and the state of Queensland slowly rebuilds.  The human and financial toll is already significant. The stories of heartbreak emerge daily. Yet there is no doubt that the moral fibre of Australia survives and thrives while enduring the unpredictability of Mother Nature.

I love a sunburnt country,
A land of sweeping plains,
Of ragged mountain ranges,
Of droughts and flooding rains.
I love her far horizons,
I love her jewel-sea,
Her beauty and her terror –
The wide brown land for me!

Except from Dorothea Mackellar’s
“My Country” (1904)

Letting go and staying relevant in 2011

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I am not into New Year’s resolutions. Most of us know that we can have the best intentions; often setting ourselves up with unrealistic expectations. Instead, I prefer to look at letting go, have no regrets and establish realistic goals that I can break down into manageable, bite-size pieces. However, as we approach the end of the first decade in the new millennium, I have realized that that my methodology to establish short-term and long-term goals will be influenced by an ever-changing business and technology landscape…more than any other time.

“Relax…It’s only uncertainty”…Dr. Graeme Codrington, Montreal, December 6, 2010

The motivation for this particular blog comes from a recent experience I had in Montreal. I am a believer in professional development. As a speaker and educator, I work with organizations who invest in developing their people. Therefore, it is a value that I practice myself.  I attended my own association of professional speaker’s annual convention a few weeks ago. This year it was known as “The Unconventional Convention…A Quantum Journey.” Everything about the sessions and the speakers demonstrated the power and wisdom of doing things in an “out of the ordinary” way.

Why? Because the times we’re in demand creativity and innovation in order to survive. There is no “normal” anymore.  Without acceptance of this fact,  entrepreneurs, business owners, leaders and individuals will become irrelevant; just as many other businesses have disappeared because they could not or world not adapt. By “irrelevant”, I am referring to your business, your brand and the manner in which you interact with customers.  Think about the application of this truth; regardless of where you work or the nature of your enterprises.

From my perspective, re-thinking the way business is done is the new imperative.  For example, if I wish to grow professionally and personally, I need to let go of what worked five or ten years ago and do things differently.  New technologies have made it possible to work virtually; from anywhere in the world. The evolution continues regarding the manner in which we communicate. If my clients or prospective clients wish to connect with me through social media, then I need to adapt accordingly. If they tell me that they no longer want hard-copy handouts or will be using electronic evaluations from now on, then I need to respect their green initiatives. As a disseminator of information, I realize that audiences now interact during presentations by using smart phones to spread the word, take notes or share ideas with each other instantly. How do your customers wish to interact with you? Can you accept it?

The new realities of how we connect and interact obligate us to remain relevant. It is no longer easy to stay comfortable and continue to do we have always done.  The marketplace and speed of change won’t tolerate complacency. Doing “business as usual” may have worked prior to the great recession. The problem was that this mindset that got so many businesses into trouble. One could reflect on recent times and conclude that the economic meltdown was necessary to shake us up in order to re-think the way we do just about everything; a giant wake-up call from which we are still emerging. 

Ask yourself:

  • What will you priorities be in 2011? Are they in balance?
  • Are your values congruent with how you live each day?
  • How will you differentiate yourself?
  • What are you willing to let go of?
  • What positive changes will you make to your attitudes regarding customers and technology?
  • How will you practice creativity and innovation; personally and professionally?
  • What will you dare yourself to do differently in 2011?

Wishing you all a happy, peaceful and prosperous new year.

Michelle