10 signs of incompetent managers

Author: Toni Bowers

I came across a great piece about traits that incompetent managers share. Written by Margaret Heffernan for FastCompany.com, this no-nonsense piece cuts to the chase and is about as true a list as I’ve ever seen. Here are the traits of incompetent managers, according to Ms. Heffernan:

Bias against action: There are always plenty of reasons not to take a decision, reasons to wait for more information, more options, more opinions. But real leaders display a consistent bias for action. People who don’t make mistakes generally don’t make anything. Legendary ad man David Ogilvy argued that a good decision today is worth far more than a perfect decision next month. Beware prevaricators.

Secrecy: “We can’t tell the staff,” is something I hear managers say repeatedly. They defend this position with the argument that staff will be distracted, confused or simply unable to comprehend what is happening in the business. If you treat employees like children, they will behave that way — which means trouble. If you treat them like adults, they may just respond likewise. Very few matters in business must remain confidential and good managers can identify those easily. The lover of secrecy has trouble being honest and is afraid of letting peers have the information they need to challenge him. He would rather defend his position than advance the mission. Secrets make companies political, anxious and full of distrust.

Over-sensitivity: “I know she’s always late, but if I raise the subject, she’ll be hurt.” An inability to be direct and honest with staff is a critical warning sign. Can your manager see a problem, address it headlong and move on? If not, problems won’t get resolved, they’ll grow. When managers say staff is too sensitive, they are usually describing themselves. Wilting violets don’t make great leaders. Weed them out. Interestingly, secrecy and over-sensitivity almost always travel together. They are a bias against honesty.

Love of procedure: Managers who cleave to the rule book, to points of order and who refer to colleagues by their titles have forgotten that rules and processes exist to expedite business, not ritualize it. Love of procedure often masks a fatal inability to prioritize — a tendency to polish the silver while the house is burning.

Preference for weak candidates: We interviewed three job candidates for a new position. One was clearly too junior, the other rubbed everyone up the wrong way and the third stood head and shoulders above the rest. Who did our manager want to hire? The junior. She felt threatened by the super-competent manager and hadn’t the confidence to know that you must always hire people smarter than yourself.

Focus on small tasks: Another senior salesperson I hired always produced the most perfect charts, forecasts and spreadsheets. She was always on time, her data completely up-to-date. She would always volunteer for projects in which she had no core expertise — marketing plans, financial forecasts, meetings with bank managers, the office move. It was all displacement activity to hide the fact that she could not do her real job.

Inability to hire former employees: I hired a head of sales once with (apparently) a luminous reputation. But, as we staffed up, he never attracted any candidates from his old company. He’d worked in sales for twenty years — hadn’t he mentored anyone who’d want to work with him again? Every good manager has alumni, eager to join the team again; if they don’t, smell a rat.

Allergy to deadlines: A deadline is a commitment. The manager who cannot set, and stick to deadlines, cannot honor commitments. A failure to set and meet deadlines also means that no one can ever feel a true sense of achievement. You can’t celebrate milestones if there aren’t any.

Addiction to consultants: A common — but expensive — way to put off making decisions is to hire consultants who can recommend several alternatives. While they’re figuring these out, managers don’t have to do anything. And when the consultant’s choices are presented, the ensuing debates can often absorb hours, days, months. Meanwhile, your organization is poorer but it isn’t any smarter. When the consultant leaves, he takes your money and his increased expertise out the door with him.

Long hours: In my experience, bad managers work very long hours. They think this is a brand of heroism but it is probably the single biggest hallmark of incompetence. To work effectively, you must prioritize and you must pace yourself. The manager who boasts of late nights, early mornings and no time off cannot manage himself so you’d better not let him manage anyone else.

Credits: www.techrepublic.com

Top 10 Day Trips

Sometimes you don't have a full weekend to enjoy your down time. Here are 10 destinations and activities that take only a full day whether it's by yourself, with your chicas, your family, or your honey!

By Kage Gozun

1. Viajes del Sol


The brainchild of designer Patis Tesoro, the Viajes del Sol (Travels of the Sun) is comprised of 16 establishments in Laguna and Quezon that deal with art and/or culture. This is not a packaged tour but rather a suggested itinerary for those who wish to learn more about the area and maybe pick up some good eats and treats along the way.
For more information: www.viajedelsol.org

2. Trek through Mt. Pinatubo.


Strap on a sturdy pair of sneakers, slather on the sunscreen, and take a scenic trek through Mount Pinatubo. The hike is over easy terrain so even first-timers won't have a hard time. Some day tours also include a stop at the PDC Spa.
For more information: www.travelph.com

3. Club Manila East. Taytay, Rizal


Get wet and possibly even a tan without having to be at a beach! Club Manila East is best known for its in-house surf lessons at their wavepool. Book lessons in advance through the Philippine Surfing Academy and get your first taste of surfing, without being in the ocean.
For more information: www.clubmanilaeast.com or look for Philippine Surfing Academy on Facebook

4. The Binondo Wok, Chinatown


Combine two pleasures by feasting with both your eyes and taste buds during this tour of Chinatown's best. The tour, led by Ivan Dy, is a taste trip that is best experienced rather than read about. Bring along your cameras to capture the sights of Chinatown, as well as the delicious meals.
For more information: www.oldmanilawalks.com

5. Zoobic and Ocean Adventure, Subic


Drive down to Subic and enjoy two great family treats! Zoobic boasts of the only tiger safari in the country. There is a guided tour of the park, which covers different species on display, including a petting area for the smaller kiddies. Afterwards, if you've still got the energy, check out the nearby Ocean Adventure park for a chance to get up close and personal with marine life. There are sea lion, dolphin and false killer whale shows as well that delight audiences of all ages.

6. The Angono Rizal Art Tour


Angono is considered one of the major hubs for art in Luzon as evidenced by the numerous galleries. Many artists hold residences-cum-galleries that are open to the public. Dona Aurora Street features the works of the Franciscos, Charlie Anorico and other greats. Other must-sees are the Blanco Family Family Museum and the Nemiranda Art House. Round off the day with an exotic meal at the famous Balaw Balaw restaurant, that lists crickets, frogs and coconut worms on the menu. For the faint of stomach, more traditional Tagalog food is on offer.

7. Ilog Maria and Food Tripping in Tagaytay


Make a day of the fresh air and great eats in Tagaytay. Start with a delightful meal at Breakfast at Antonio's (if it's cold, have a cup of hot cocoa) before driving down to the Ilog Maria facility to pick up honey-based products made with the farm's in-house bee hives (the body soaps and the shampoos are very popular). If you find yourself with a need to nosh, drop by Sonja's Garden for fresh veggie dishes or to Leslie's if you're more meat-inclined (they are famous for their bulalo).

8. Siete Lagos, San Pablo


The seven scenic lakes of San Pablo carry large historical significance for the locals of the area. All can be visited within the day. The twin lakes of Yambo and Pandin with Yambo are supposedly the most amazing of all seven. Weather permitting, swimming can be an option. You can even rent rafts from the locals for some down time on the water.

9. Corregidor Island


The historic island offers chances to see an underground hospital (Malinta Tunnel), artillery batteries and other relics from World War II. Aside from these, you can spend the day hiking, rock climbing, and surprisingly, even snorkeling.
For more information: www.malinta.com

10. Lago de Oro, Calatagan, Batangas


Don't have the time to go all the way to Camarines Sur? Then pack your bikinis and head to Batangas instead. The cable and ski park at Lago de Oro is a great place to learn wake boarding, meet new people and get a tan!
For more information: www.lago-de-oro.com

Finding balance between supporting the technically savvy vs. the technically challenged

Some people embrace new methods and updated technology, while others cling to the old familiar ways. How do you find balance between supporting those two extremes?

——————————————————————————————————————-

A friend of mine, who also provides user support, was commenting to me recently about his frustration when people don’t take the time to learn new methods, keep things updated, or embrace new technology when it’s provided. He had a couple of specific issues he was frustrated with.

If seems that not all people he supports update their various e-mail distribution lists when they’re provided, and when others get left off future e-mail notifications, he’s the one who has to field the complaints. He’s in a position where he doesn’t have direct access to the computer users he supports (or their computers), and he has to rely on them to import updated e-mail address distribution lists on a regular basis. Only about half of them, he says, will regularly and immediately update their contacts list.

Another issue he’s been having is when some people don’t fill in pre-created forms on their computer. These specific forms are ones he’s created that would automatically tab to the fields that needed to be filled out, and then could simply be e-mailed back in their completed state. But many people, for some reason, would rather print out the form, fill it out by hand, scan it into a different file, and send back the scanned file. Why they didn’t take advantage of the easier and time-saving form that was provided is anybody’s guess.

I didn’t have an answer to his frustrations, but I suppose he just wanted a sympathetic ear to listen to him vent. I suppose I would call or e-mail the people who seem to be falling short and offer to lend whatever help they might need to get things right. If they continue to fall short, I’d continue to send them e-mails to keep reminding them. When you don’t have direct access to the people or their computers, like in his case, it could present a bit of a challenge.

Do you have any similar experiences finding balance between supporting the technical savvy versus the technically challenged (or, in some cases, the technically lazy)?

10+ interview questions that will help reveal a candidate's true qualities

Today’s IT job hunters are often so adept at fielding interview questions, it can be difficult to get a read on whether they’d be a good fit for your organization. Asking some of these questions may give you a glimpse of the person behind that candidate facade.

---

Determining a candidate’s technical skills is a major goal in an interview, but finding out how the person will fit into your organization’s culture is also essential. These days, however, candidates tend to be interview-savvy and well rehearsed in responding to typical questions. So how do you break through a candidate’s facade and find out what you really want to know? Here are some questions you may want to consider asking to help you gain some legitimate insight into the person you’re interviewing.

Note: These suggestions are based on the article “Questions I’d like to ask the next time I’m hiring,” along with some member suggestions. It’s also available as a PDF download.

1: How’s your stamina?

We’re not talking primarily about physical stamina here, although that’s part of it. In a lot of shops, the workload can grind people down if they aren’t strong enough to handle it. It’s important to let candidates know that a position will be demanding-as well as to see how they rate themselves in the fortitude department.

2: How hard have you been working lately?

Even the most industrious employees can lose the habit of working hard if they’ve been in a situation that doesn’t require it. And a candidate who’s fallen into “coasting” mode may have trouble ramping up for the effort you require. Conversely, a candidate who speaks enthusiastically about being engaged in challenging projects may well be a self-starter who could energize your team with his or her commitment and work ethic.

3: How do you react to being told “No”?

A big part of the typical manager’s job is telling people why they can’t do something-either because they don’t have the money or resources or because an idea or proposal is no good. And let’s face it: Some folks don’t handle being told No that well. A candid response to this question may not tell you for sure how well candidates handle the issue, but it could give you a picture of whether they’re aware of their own tendencies.

4: Can you handle telling other people “No”?

If don’t want to be the DDrN (Designated Dr. No) for the organization, you need people on your team who are willing and able to share the load. Of course, you don’t want someone who’s chomping at the bit to slap people down, either. But it can be revealing to see how many candidates respond along these lines: “I don’t really feel comfortable telling other people they can’t do things. I just worry about my own responsibilities.”

5: How good are you — REALLY — at handling change?

Everybody asks this question, so of course every candidate has a prepared answer. It goes like this: “I think it’s important to be flexible and adapt to new circumstances. One time, [insert anecdote illustrating ability to manage change here]….” This is a critical problem for managers, because the pace of change continues to accelerate, but a lot of job candidates are extremely uncomfortable with it. Trying to identify those folks during the interview process may require you to ask about it point-blank–and then hope that the candidate will abandon the script at some point so you can have an earnest discussion.

6: Are you a good scrounger?

A common interview question centers around a candidate’s problem-solving capability. But this question focuses on a candidate’s ability to come up with the resources out of what he or she has on the shelf. (Think of the James Garner character “The Scrounger” from the movie The Great Escape, who comes up with camera, pipe, or whatever else the POWs need when planning their breakout.)

7: When conflict arises on your team, how do you handle it?

This is one of those questions that can easily be fielded with a stock answer and a polished anecdote, so it’s up to you to try to elicit something more illuminating. Often this will just be a matter of asking follow-up questions (and these don’t have to be formulaic; just have a conversation around what the candidate has told you). You can also pose a scenario and ask candidates what they might do in a particular situation. Is this approach contrived? You bet it is. But it will challenge candidates to think on their feet and may provide useful clues about their personality and conflict management skills.

8: What have the last few years taught you?

Anyone who’s been in IT for awhile knows that the industry has had some serious ups and downs. This questions is designed to get at what the job candidate has learned through the periods of explosive growth as well as through the tough downturns, tight budgets, and shifts in the job market.

9: What type of people do you like to work with?

Even if you get a canned response here, you may be able to get a glimpse of the candidate’s personality. Previous experiences and genuine preferences will often filter through to their answers. For example: “I like to work with people who really know what they’re talking about, not people who just want to show everyone how smart they are”; “I like to work with people who I can bounce ideas off of”; “I like to work with people who respect what I do.”

10: How do you stay current?

Since this one comes right out of Interviewing 101, most candidates will be ready for it. But it’s still a critical question that must be addressed. The technology changes so quickly that all of our past experience decreases in value daily. You can’t hire an IT professional without assessing their plans to keep abreast of new products and technologies.

11: What’s the toughest thing you’ve had to do professionally?

This question also comes out of the interviewing playbook, but it’s still a good one. It’s interesting to see whether the candidate mentions some technical achievement or project or discusses something more personal instead — for example, having to fire an employee.

12: How would you describe your perfect job?

You can learn a lot from the responses to this question, and it may spark a lively conversation as well. You might discover that the candidate is quite assertive in describing what he or she wants a position to provide; in fact, you may learn a thing or two that will help you craft a better job description for the position. You might also find out that a candidate has some unrealistic expectations about the respective roles of employer and employee-which could lead to disappointment and poor performance if left unaddressed.

13: If you could take back one career decision, what would it be?

This is a pretty good shot-in-the-dark question. There is certainly no “right” answer, but it can be useful to see how candidates respond. Can they point to something instantly or do they have to consider? Maybe they’ll be confident enough to admit, “I can’t think of anything substantial. So far, I’m pretty pleased with how my career is going.” Sometimes, ambivalence or dissatisfaction come to light, suggesting that they’re headed down the wrong path altogether. Regardless of their answer, this question can lead to an interesting discussion.

Credits: www.techrepublic.com

Four resume tips for older workers

People aged 55 and older are twice as likely to experience age barriers in employment than any other discrimination. Here are some resume tips on how older workers can get around this issue.

——————————————————————————————————————-

According to research from the University of Kent, from age 55, people worldwide are nearly twice as likely to have experienced age barriers than any other discrimination.

I’ve heard a lot from my older readers in regard to age discrimination. Some talk about discrimination they’ve faced while on the job, but even more of them point out discrimination they face when they’re looking for a job. The latter is perhaps worse because it’s harder to prove. After all, how can you prove that a hiring manager, in the privacy of his office, took one look at the college graduation date on your resume and tossed it?

Although it doesn’t look like our youth-obsessed culture is going to change any time soon, there are a few things that you, as an older worker, can do to give yourself a fighting chance at landing a job. One is to craft your resume in such a way that your accomplishments and skills are highlighted instead of the number of years you spent developing and achieving them.

First, leave off the dates. Don’t include your birth date, graduation date, or, if you can avoid it, dates of employment.

Consider using a chrono-functional resume. This resume is organized around functional skills clusters. You can list a bare-bones work history at the bottom of your resume, but only after you’ve emphasized the relevant skills; this de-emphasizes the dates. It may be a little difficult to discuss functional skills without, for example, mentioning particular software versions you’ve worked with (which would then indicate the time span within which you were working), but it can be finessed.

List only the last 10-15 years of work experience. There’s no need to list anything further back than that.

Instead of citing 20 years of experience, identify your benefits to the employer and put them into monetary terms. Back up your accomplishments with facts that are benefit-based. Sell them from the perspective of the result of your work and how it served your present and previous employers.

Last — and this advice holds not just for the sake of your resume but for your career in general — keep your skills current. If you can show that you are constantly learning and moving forward, then you can do your part to dispel the old adage that old dogs can’t learn new tricks.

Credits: www.techrepublic.com

Change the registered owner of Windows XP the easy way

By: Greg Shultz

When you install any version of the Windows operating system, a part of the installation procedure prompts you to enter the user’s name and the name of the user’s company. This registration information is stored in the registry and can be changed by carefully editing the data with the Registry Editor. However, not everyone is comfortable with firing up the Registry Editor and delving into its data. Even if you’re familiar with editing the registry, it’s a time-consuming job. Wouldn’t it be nice if you could just pop open a dialog box and enter the new registration information? Well, now you can.

Note: This tool was originally published in October 2002 and is designed for Windows XP and earlier versions of Windows — not for Windows Vista or Windows 7.

I’ve developed the Registration Changer, a tool that makes quick work of this tedious task. To create the inner workings of the Registration Changer, I combined features made available by Windows Script Host and VBScript to create a script. Then, to give the utility a neat user interface, I packaged the script in an HTML Application (HTA). In this Daily Drill Down, I’ll introduce you to my Registration Changer utility, which is available as a free download, and explain how it works.

A closer look at the registration information

Registration information, which consists of the owner’s name and a company name (if specified), is stored in the registry as simple text strings. The owner’s name is stored in the RegisteredOwner key, while the company name is stored in the RegisteredOrganization key. Registration information is displayed on the General tab of the System Properties dialog box under the Registered To heading, as shown in Figure A.

Figure A

The user’s name and the name of the user’s company appear on the General tab of the System Properties dialog box under the Registered To heading.

This is fine as long as the user sticks with that system, but you’ll want to change the entries when they pass along the system to someone else in the company.

Back up!

Always use caution when working with the registry. Unintentional changes made to the registry can cause the system to crash. Always back up your system before opening the registry.

As you may know, the underlying structure of the registry in each of the Microsoft operating systems is very similar. However, there are slight differences. In the Windows 95, Windows 98, and Windows Me operating systems, the RegisteredOwner and RegisteredOrganization keys are stored in the key:

HKEY_LOCAL_MACHINE\SOFTWARE\Microsoft\Windows\CurrentVersion

In Windows NT, Windows 2000, and Windows XP, the keys are stored in the key:

HKEY_LOCAL_MACHINE\SOFTWARE\Microsoft\Windows NT\CurrentVersion

Blank keys

Keep in mind that either or both of the RegisteredOwner and RegisteredOrganization keys can be blank. In other words, the keys exist in the registry, but they contain an empty string.

Automating registry changes

As I mentioned, manually editing the registration information stored in the registry via the Registry Editor can be a tricky and time-consuming operation. Fortunately, the Windows Script Host provides programming methods that allow you to quickly and easily automate the process of editing the registry. The two methods that I use in this script are the RegRead and RegWrite methods.

As its name implies, the RegRead method allows you to access a key in the registry and read the value stored in that particular key. Likewise, the RegWrite method allows you to change the value of any particular key in the registry.

The Windows Script Host actually provides you with one more method for making modifications to the registry, the RegDelete method. However, since the Registration Changer utility doesn’t really need to explicitly delete anything from the registry and because the RegWrite method can actually overwrite an existing value, I didn’t need to use the RegDelete method in the script. Nevertheless, it’s good to know that RegDelete is available.

In order to use the RegRead and RegWrite methods, you need to know the exact name of the key in the registry that you want to edit, as well as its exact path. You also need to know what type of data the key holds. Without getting into too much detail on this last point, there are actually four different data types that the registry contains: strings, 32-bit unsigned values, binary data, and expandable macro strings.

Installing the Registration Changer utility

Once you’ve downloaded the Registration Changer utility installation package, simply double-click the RegChange Installation.exe file. When you do, the installation program will prompt you to choose a folder in which to install the application. If the folder doesn’t exist, the installation program will create it for you.

After you install the Registration Changer utility, you’ll see the following two files in your chosen folder:

RegChange.hta

RegChange.ico

Of course, the RegChange.hta file is the HTA file that you’ll use to launch the application. The RegChange.ico file contains the icon that the HTA uses for the control menu and the taskbar.

Using the Registration Changer utility

Using the Registration Changer utility is easy. After you install the utility, just double-click the HTA file to launch it. If you prefer, you can create a shortcut to the HTA file and place it on your Start menu. Once you launch the Registration Changer utility, you’ll see the main screen shown in Figure B.

Figure B

The Registration Changer utility makes it easy to change registration information.

To begin, you need to select the operating system you’re using. As you can see, the operating systems are grouped according to the location in the registry in which the RegisteredOwner and RegisteredOrganization keys are stored. If you fail to select an operating system and click either the Display or OK buttons, you’ll see the error message shown in Figure C. When you click OK, you’ll be returned to the main screen and can start again.

Figure C

If you fail to select an operating system before you proceed, you’ll see an error message.

Be sure to select the correct operating system

It’s imperative that you select the correct operating system for this operation to be successful. If the operating system is incorrect, the Registration Changer will apply the changes to the wrong location in the registry. When that happens, the registration information you wanted to change will remain unchanged, and unnecessary garbage will be added to the registry. If you happen to apply the changes to the wrong operating system, you can easily remove the unnecessary garbage by running the utility again and leaving the text boxes blank.

After you select an operating system, you may want to see the current registration information for the system. Just click the Display button. When you do, you’ll see the current registration information displayed in the dialog box, as shown in Figure D.

Figure D

The Registration Changer utility can display the current registration information before you make any changes.

If you want to change the registration information, just enter the text in the appropriate dialog boxes and click OK. When you do, you’ll be prompted to confirm the operation before you proceed, as shown in Figure E.

Figure E

Before the Registration Changer makes any changes to the registry, it gives you a chance to abort the operation.

If you select No, you’ll be returned to the main screen and can start over. If you click Yes, the Registration Changer will apply the changes to the registry. You can then instantly check the results by clicking the Display button. When you’re done, just click Cancel or click Close, and the main Registration window will close.

Blanking out registration information

If you prefer to simply blank out the registration information rather than enter new names, just leave the text boxes blank and click OK.

That’s all there is to it. The Registration Changer makes it easy to edit the registry without fear. As I stated earlier, be sure to back your system up before you go poking around in the registry. It’s not something you should do lightly.

Credits: www.techrepublic.com

Four health-promoting job traits

Are some jobs healthier than others? Well, yes, and we’re not just talking about extremes, like how a macrobiotic chef job might be healthier than, say, that of a matador or bomb defuser.

According to this piece by Maria Hanson on Yahoo HotJobs, there are certain characteristics of a job that have been scientifically shown to produce big health benefits. The characteristics are:

1. Autonomy/Personal Control — The more personal control people have in their lives, the less their chances of depression and heart disease and the better their health in general.
2. Mentally Demanding — If you use more brain power on your job, you’re less likely to develop Alzheimer’s disease.
3. Low Stress — Research shows that stress can contribute to problems like heart disease, headaches, chronic pain, lowered immunity, and even obesity.
4. Social — Hanson says jobs that require social interaction can lower blood pressure, decrease heart disease, prevent depression, keep you cognitively fit, reduce stress, and increase lifespan.

This data made me wonder about what specific job characteristics could contribute to poor health. And it occurred to me that three out of the four examples above could, if experienced in the extreme, also be detrimental.

For example, if you have too much control, as in ownership of a company, you might be under extreme stress. I’m the type of person who perfers autonomy, but some people are very uncomfortable with that type of freedom.

Also, if a job is too mentally demanding, you could be so preoccupied with it that you neglect other activities that keep you healthy. Have you ever been so drained from thinking too much that you’re “too tired” to exercise?

I understand that having some social aspect to a job is healthy, but I can also see how the nature of the people you have to interact with could alter your stress level for the bad. Can you say “Help Desk”?

Credits: www.techrepublic.com

50 Things Successful People Have in Common…

Self-help books are an amazing channel for finding nuggets of “betterment” for personal development…  HOWEVER, the truth is that 90% of ANY self-help book is pretty much worthless.  The author has a brilliant concept that is then repeated 2000 times to many until you hit the last chapter and the train ride’s over…

What if you could take every self-help book and condense it down into that most interesting 10%….  Well, I found it about 4 months ago and after review some thought I present you with with the “50 Things Successful People Have in Common“:

Let it soak in:

—–

1. They look for and find opportunities where others see nothing.
2. They find a lesson while others only see a problem.
3. They are solution focused.
4. They consciously and methodically create their own success, while others hope success will find them.
5. They are fearful like everyone else, but they are not controlled or limited by fear.
6. They ask the right questions – the ones which put them in a productive, creative, positive mindset and emotional state.
7. They rarely complain (waste of energy). All complaining does is put the complainer in a negative and unproductive state.
8. They don’t blame (what’s the point?). They take complete responsibility for their actions and outcomes (or lack thereof).
9. While they are not necessarily more talented than the majority, they always find a way to maximize their potential. They get more out of themselves. They use what they have more effectively.
10. They are busy, productive and proactive. While most are laying on the couch, planning, over-thinking, sitting on their hands and generally going around in circles, they are out there getting the job done.
11. They align themselves with like-minded people. They understand the importance of being part of a team. They create win-win relationships.
12. They are ambitious; they want amazing – and why shouldn’t they? They consciously choose to live their best life rather than spending it on auto-pilot.
13. They have clarity and certainty about what they want (and don’t want) for their life. They actually visualize and plan their best reality while others are merely spectators of life.
14. They innovate rather than imitate.
15. They don’t procrastinate and they don’t spend their life waiting for the ‘right time’.
16. They are life-long learners. They constantly work at educating themselves, either formally (academically), informally (watching, listening, asking, reading, student of life) or experientially (doing, trying)… or all three.
17. They are glass half full people – while still being practical and down-to-earth. They have an ability to find the good.
18. They consistently do what they need to do, irrespective of how they are feeling on a given day. They don’t spend their life stopping and starting.
19. They take calculated risks – financial, emotional, professional, psychological.
20. They deal with problems and challenges quickly and effectively, they don’t put their head in the sand. They face their challenges and use them to improve themselves.
21. They don’t believe in, or wait for fate, destiny, chance or luck to determine or shape their future. They believe in, and are committed to actively and consciously creating their own best life.
22. While many people are reactive, they are proactive. They take action before they have to.
23. They are more effective than most at managing their emotions. They feel like we all do but they are not slaves to their emotions.
24. They are good communicators and they consciously work at it.
25. They have a plan for their life and they work methodically at turning that plan into a reality. Their life is not a clumsy series of unplanned events and outcomes.
26. Their desire to be exceptional means that they typically do things that most won’t. They become exceptional by choice. We’re all faced with live-shaping decisions almost daily. Successful people make the decisions that most won’t and don’t.
27. While many people are pleasure junkies and avoid pain and discomfort at all costs, successful people understand the value and benefits of working through the tough stuff that most would avoid.
28. They have identified their core values (what is important to them) and they do their best to live a life which is reflective of those values.
29. They have balance. While they may be financially successful, they know that the terms money and success are not interchangeable. They understand that people who are successful on a financial level only, are not successful at all. Unfortunately we live in a society which teaches that money equals success. Like many other things, money is a tool. It’s certainly not a bad thing but ultimately, it’s just another resource. Unfortunately, too many people worship it.
30. They understand the importance of discipline and self-control. They are strong. They are happy to take the road less traveled.
31. They are secure. They do not derive their sense of worth of self from what they own, who they know, where they live or what they look like.
32. They are generous and kind. They take pleasure in helping others achieve.
33. They are humble and they are happy to admit mistakes and to apologise. They are confident in their ability, but not arrogant. They are happy to learn from others. They are happy to make others look good rather than seek their own personal glory.
34. They are adaptable and embrace change, while the majority are creatures of comfort and habit. They are comfortable with, and embrace, the new and the unfamiliar.
35. They keep themselves in shape physically, not to be mistaken with training for the Olympics or being obsessed with their body. They understand the importance of being physically well. They are not all about looks, they are more concerned with function and health. Their body is not who they are, it’s where they live.
36. They have a big engine. They work hard and are not lazy.
37. They are resilient. When most would throw in the towel, they’re just warming up.
38. They are open to, and more likely to act upon, feedback.
39. They don’t hang out with toxic people.
40. They don’t invest time or emotional energy into things which they have no control of.
41. They are happy to swim against the tide, to do what most won’t. They are not people pleasers and they don’t need constant approval.
42. They are more comfortable with their own company than most.
43. They set higher standards for themselves (a choice we can all make), which in turn produces greater commitment, more momentum, a better work ethic and of course, better results.
44. They don’t rationalize failure. While many are talking about their age, their sore back, their lack of time, their poor genetics, their ‘bad luck’, their nasty boss and their lack of opportunities (all good reasons to fail), they are finding a way to succeed despite all their challenges.
45. They have an off switch. They know how to relax, enjoy what they have in their life and to have fun.
46. Their career is not their identity, it’s their job. It’s not who they are, it’s what they do.
47. They are more interested in effective than they are in easy. While the majority look for the quickest, easiest way (the shortcut), they look for the course of action which will produce the best results over the long term.
48. They finish what they start. While so many spend their life starting things that they never finish, successful people get the job done – even when the excitement and the novelty have worn off.
49. They are multi-dimensional, amazing, wonderful complex creatures (as we all are). They realize that not only are they physical and psychological beings, but emotional and spiritual creatures as well. They consciously work at being healthy and productive on all levels.
50. They practice what they preach. They don’t talk about the theory, they live the reality.

Credits: http://thedewview.com/2008/08/18/50-things-successful-people-have-in-common/

How to Fix Your Grammar

By Barbara Wallraff 

Good English sounds smart, and every one of us could stand to sound a bit smarter.

Just ask the president. A year ago he had trouble with I and me, saying things like "President Bush graciously invited Michelle and I…." But someone clarified this point of language for him: Whichever word you'd use if you were the only person involved (as in "President Bush graciously invited me") is the word you should use when someone else is, too. More tips:

"It's" So Easy
On paper many people are tripped up by it's versus its. The apostrophe in it's ("it is"), just like the one in we're ("we are") or I'm ("I am"), is standing in for a missing letter, in this case the i in is. That is its role. As opposed to: "That is it's role." Which would mean "That is it is role." Which in fact means nothing.

Beware the "Literal" Agenda
A literal-minded person lacks imagination. So does a "literal" expression: It means exactly what it says. So if you tell someone, "I'd kill to have your job—literally," watch out! You've just made a death threat.

That's Repetitive. And Redundant!
A sentence that starts with "The reason is" shouldn't continue with "because." "The reason" has already done all the work, leaving nothing for "because" to do. Other notorious wastes of words: "I thought to myself" (who else would you think to?), "advance reservations" (yep, that's when they're made), and "I am busy at this time" (but not so busy that you didn't have time for three useless words).

Credits: www.oprah.com

How to Tap into What Really Motivates You

By Daniel H. Pink 

The most effective incentive on the planet? It's not a pile of cash, praise or gold stars. There's a far more powerful motivation, says Daniel H. Pink, the guy who turned Oprah on to the power of right-brain thinking, and he's not talking about denial or punishment, either. Scientists are discovering a far more powerful third drive. To tap into it, you need to develop three things: a sense of mastery, autonomy and purpose. Here's how…

1. Discover Your Reservoir of Grit
The thirst for mastery is akin to the thirst for water. It keeps the soul alive. So what is the best way to cultivate a sense to accomplishment? An interesting answer recently came from a group of researchers studying new cadets at West Point to understand why some students dropped out. All the recruits were talented, but the successful students shared a certain quality: grit. Everyone has a reservoir of grit, though you can't tap it for a random endeavor. (There's a reason Dara Torres didn't become an accountant. As a kid, she was willing to swim 2000 yards at 5 a.m.—not balance her mom's checkbook.) To figure out where your reservoir of grit is, ask yourself: "What would I do for free?" Or: "What I'd really like to be doing now is ________." The answers point you toward areas where you'll naturally persevere—and improve.

2. Figure Out Where You Can Be Your Own Boss
We come into this world curious and self-directed—just look at any toddler—but we can become passive and inert in mundane situations, like when we're stuck on the low end of the office totem pole or in the cook/housecleaner/chauffeur role at home. Two business school professors, however, found that people in the least-empowered positions can develop a sense of autonomy. They studied the performance of hospital cleaners, and found that those who went beyond doing the minimum job requirements—chatting with patients or helping make nurses' tasks go more smoothly—reported an increase in job satisfaction. By reframing their duties, the janitors helped make their work more fully their own. This isn't just about taking on more responsibilities. It's about exploring what you can do differently to make your role, whatever it is, more interesting. If you reframe "I have to go the grocery store" to "I'm a player in the worldwide supply chain for food"—okay, no one but a nerd like me will do that—but you could choose to see how your choice of eggs can affect a larger system. Or you can make a game of it and see how fast you can get in and out of there. Either way, you're not at the mercy of a to-do list; you've taken control (if only in a small way) of your time, efforts and responsibilities.

3. Find Your Sentence
Seeking purpose is part of how we're wired—by doing something that endures, we prove that we were here, that we mattered. Clare Boothe Luce once told John F. Kennedy, "A great man is one sentence. Abraham Lincoln's was 'He preserved the Union and freed the slaves.' What's yours?" If you can't seem to access your purpose in life, I've found the best place to start is with Luce's question.

Credits: www.oprah.com