MAY 2016
There is no Elevator to SUCCESS. You have to take the STAIRS.
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Contents
Publisher and Editor-in-Chief Kuanita E. Murphy, PhD Rural Leader Magazine, LLC is a digital publication that highlights every day people doing extraordinary things nationally and abroad. RuralLeaderMagazine.com RuralLeaderMag.com GetRuralLeaderMag.com
Contributing Writers John Doidge Leader Knowledge Expert Samuel Johnson Leadership Educator Tammy A. S. Khol President Resource Associates Corporation Dr. Sylvia LaFair Author, Leadership Expert, & Executive Coach Simon Oates Leadership Expert John Potter, PhD International Business Psychologist Ed Sykes Author, Leadership Guru, Speaker
5 Leadership-Four Sure Fire Ways to Improve Your Influence 6 Six Ways to Make Better Decisions
8 Leader As A Mentor and Director 10 Routine Health Screenings: We Can Do Better 12 Seven Secrets to Creating an Engaging, Entertaining, and Persuasive Speech 13 Three Core Leadership Strategies
16 Inspire Confidence to Become a Leader 17 Preventing Brain Drain: Important Aspects of Summer Learning Programs 18 Ten Techniques for Motivating Others through Chaos 20 Raising Backyard Chicken: Egging on the Farm-to-Table Movement at Home 22 Nationwide Need for Volunteer Firefighters Grows: Are you up to the challenge
14 Communicating with a System: Appreciating, and Respecting Individual Differences Rural Leader Magazine, LLC 400 West Peachtree Street Suite #4-529 Atlanta, Georgia 30308 info@ruralleadermagazine.com 1-866-293-1162 Fax 866-477-8873
Samuel Williams, III, M.D. Primary Care Physician and Geriatrician
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Editor’s Note
Reader's Voice
Dear Rural Leader Magazine, Thanks for the article on SMART Goals. It was a great piece to share with our church and leadership class!— Brandon C. Lexington, VA Dear Rural Leader Magazine, I was inspired by the story of in the April 2016 issue Trudy Terry. It is wonderful to learn of the rich talent in small communities. She is a gifted baker. I wish her much success. Wendy E.— Gatlinburg, TN
Dear Rural Leader Magazine, Enjoyed the article on Leader Examples and how to develop personal skills. As a leader, I think it is important to be self aware and to strive to grow continually. — Edward D. Eufaula, AL Dear Rural Leader Magazine, Thanks for the monthly inspiration. I love Rural Leader Magazine! You're awesome.— Lynda S. Jackson, MS
Dear Reader, Greetings everyone! Again, I am pleased to present the fifth installment of Rural Leader Magazine. April 30th marked the climax of the tri-state call for nominations for the 2016 Rural Leader Forty under 40 Class of 2016. We’re excited about the wonderful applications of highly qualified young professional in Alabama, Florida, and Georgia. The honorees will be announced in the coming weeks. Now, back to this month’s issue: it is all about motivation. As leaders, it is important to not only establish goals, but to maintain motivation. Inside this issue, we have assembled a series of articles to inspire and to encourage you to live your best life. Discover six ways to make better decisions (see page 6). Learn seven secrets to creating an engaging, entertaining, and persuasive speech (see page 7). You can also learn how to communicate with a system to appreciate and to respect individual differences in the work environment (see page 12). We including articles on the importance of health screenings (see page 10) and how to prevent brain drain, which is an important aspect of summer learning programs (see page 17). On page 18, discover ten techniques for motivating others through chaos (see page 18). And much, more! As always, I hope you enjoy this issue and continue to follow us on Facebook, Twitter, Instagram, Google +, and LinkedIn. Regards,
Kuanita E. Murphy, PhD Publisher/Editor-in-Chief
What you do matters. GetRuralLeaderMag.com | MAY 2016 3 @RuralLeaderMag
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Leadership-Four Sure Fire Ways to Improve Your Influence By Simon Oates
Leadership and influence are often mistaken as being the same thing. They're heavily connected - I agree, but influence is merely one strand, one element - one segment of being a great leader. Influence is often the most prolific, public and easy to identity elements of leadership, and I believe this is why it is commonly seen 'as' leadership as a whole. This article talks about how you can increase your influence, which will in some part, impact upon your ability to lead as a whole. I see the aura of influence as being generated by 4 stages: 1. The Image 2. The Reputation 3. The Idea 4. The Immediate Support. ** The Image ** The image is the public perception that you personally project about yourself. It can be crafted from what you wear, from how you speak, and even from where you're seen. This is probably the element of influence that we are most comfortable with - because in our everyday lives, we see that those with great influence, such as TV Actors, Movie stars and Politicians, present themselves in a very precise way, and aggressive defend their image in order to extend their influence. This is however only the start of creating an aura of influence - the other 3 factors are slightly less superficial, but nether the less very important. ** The Reputation ** The reputation consists of the public/communities public perception of your image. It is the sums of everyone's publicly held belief about what you do, what you stand for and what you have achieved. A politician could spend 7 years building a brilliant public image through charity work and high-key appeals to govern-
ment, but one little scandal with a mistress or dodgy deal may not actually affect his image at all (He is still the same person as he was yesterday), however his reputation will be in ruins, because regardless of his image - the public are now voicing very negative things about him, and hence his reputation, and thus his leadership potential, is greatly diminished. ** The Idea ** A good idea that is followed by many people, when you strip away the media coverage, and the hype, and the testimonials - is a moral, rational, and just idea. Although we may cry out at the 'state of the world today' and blast the continuing decline in immorality - it's true that 'good' causes still receive support - and more than ever, the public, or indeed your workforce, will support and idea, and 'want' to be convinced of its merits, if at its heart lies a morally right decision. ** The Immediate Support ** I don't care whether you attempted to hire the most independent thinking workers in the City of London - your employees will still act like sheep most of the time. To follow the crowd and just 'do what everyone else does' comes naturally to Humans, as it is an instinctive behavior that helps to protect us from harm. Many politicians use this fact to influence others, and you can do the same. Practically speaking - this involves securing 'public' support for your idea before it actually becomes public. This may involve holding private consultations with members of staff and perhaps tweaking your idea to better fit your employees. When you believe you have gained a 'critical' amount
of supporters (Around 20-30% of individuals), you can finally bring your idea to the public. So, for instance if you work in a kitchen fitting company with 10 kitchen fitters underneath you. You would need approximately 2-3 kitchen fitters giving their silent and confirmed support before you pushed through a policy change of requiring the fitters to give their customers 'satisfaction' questionnaires after each job. If, in response to your announcement - 20% of the crowd instantly respond positively, this greatly increases the chances of others being persuaded before they even give the other option clear thought. And the more people that convert as soon as possible - the more momentum the idea generates and soon it will become an unstoppable force. So you can see that all 4 elements of influence are absolutely essential to being able to influence employees, staff, or maybe even family members. You can use these principles to develop your leadership skills over time. Different managers with differing leadership styles may 'use' these principles in different ways, but the effect is always the same. —
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Six Ways to Make Better Decisions By John Potter, PhD
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ne of the things about really effective managers and leaders is that they have to be able to make good decisions. However, decision making is not always a simple process. There are invariably many uncertainties, pressures and risks to be assessed and the effective leader and manager has to establish a robust process for ensuring that the decisions she or he makes are sound. One of the key issues in decision making is to address the issue of uncertainty. Firstly we have to identify the objective of the decision. What are we trying to achieve? What are the important issues in terms of how we go about sorting out the situation and in the outcomes we ultimately create? How will we know if our decision has been successful? Secondly, we need to create an environment in which decisions can be made effectively, involving all those individuals who will be affected by the decision. The old world of ‘command and control’ is acceptable for many crisis situations but does not tend to produce long term ‘hearts and minds’ commitment. A decision-friendly environment where people can offer their ideas freely is important to gain high levels of commitment. Thirdly we need to understand clearly the full range of issues involved in the decision we have to make and how these issues will be affected by the decision. You cannot make a good decision unless you frame the problem properly. Number four is that we have to generate alternatives. In the absence of alternatives there can be no genuine decision as the outcome will be predetermined. It is important to create an atmosphere where brainstorming and other creative techniques can be used to create a broader approach to thinking about the issues involved and create as many alternatives as possible.
Evaluating the alternatives is number five on our checklist and at this stage it is important to consider risk, financial implications and the extent to which each possible solution adheres to the values of the organization. Number six on our list is to choose the best solution or alternative that meets our criteria of level of risk, financial implications and whether the decision fits in with the espoused or spoken values of the organization. Decision making can be made a lot easier by including other people and talking around issues on the basis of risk, financial implications and how the proposed decision meets what people in the organization say is important. One of the major decisions we all have to make is about career and our financial future. To that end, many people feel it is important that we are not exposed to just one source of income but that we establish various revenue streams on a personal level to cope with every increasing changes we all experience in our professional and work lives. Some people buy property, others act as consultants and an increasing number are looking to the incredible opportunity offered by the Internet as a way of creating personal financial security. Did you find this article useful? — About the Author John Potter is a leading international business psychologist who regularly gives out free information. Making the decision to choose the lifestyle that will make you financially independent is one of the most important decisions you will make during your life. If you would like to know more about how to develop a second source of income to protect your future with full video and tutorial support please visit the website www.MaverickMoneyMakersWinsOnline.
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Leader as a Mentor and Director By Tammy A.S. Khol
As a leader you must be many things to many people. We have discussed in previous posts the need for a leader to be a visionary because involving people in realizing a compelling vision provides a beacon for the future and a standard of excellence. We have also talked about the leader’s role as a coach. A leader as a coach reinforces the results they believe people are capable of achieving as winning depends on execution. In addition to the roles of visionary and coach there are two additional roles that round out an exceptional leader: The role of mentor and the role of director. The Leader as a Mentor While many aspects of the mentoring role are similar to coaching, the significant differences lie in the mentor’s advisory or teaching role. A mentor is a trusted advisor and tutor. Mentors share the benefit of their experience and knowledge. It is a critical role in developing individuals who will collectively be responsible for the success of the organization. As a mentor you should seek innovation, encourage experimentation, reward appropriate risk taking, drive out fear, and create an environment where everyone communicates freely, honestly, and positively. Establish an environment that encourages and rewards people to develop their skills, improve their
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results, and learn new skills. Actively seek to help people learn from your experiences and knowledge. Develop a culture where people feel responsible for their own results and are supportive of others, as well as provide the model, knowledge, training, and freedom to achieve their goals. Today’s leaders must foster a culture where continuous learning and continuous improvement are the norm not the exception. The Leader as a Director In the director’s role, the leader is like a symphony orchestra conductor. Everyone knows their part, comes in on cue, and maintains the tempo that had been established. The conductor does not play the instruments, that is the role of the musicians. Each musician does not decide when to play, that is the role of the conductor. The role of the conductor is to elicit the best possible individual performance in concert with the entire orchestra to create a symphony of sound. The leader/ director establishes the direction for the organization and for the people. This does not mean the leader is the authoritarian expert who knows all of the answers. Rather, it means that the leader, as director, gathers the input and ideas from everyone in the organization, establishes goals, and aligns the resources to
achieve those goals. The director creates conditions under which peak performers can thrive. The director continuously evaluates whether the direction serves both the organization’s best interest and the best interest of all individuals involved. All leadership behavior must create an environment in which people are encouraged to seek out innovative ways of doing things which will ultimately lead to more revenues or lower costs. Excellent leaders use their complimentary skills as a visionary, a coach, a mentor, and a director to accomplish just that.
In the words of former President Dwight D. Eisenhower, “Leadership is the art of getting someone else to do something you want done because he(she) wants to do it.”— About the Author Tammy A.S. Kohl is President of Resource Associates Corporation. For over 30 years, RAC has specialized in business and management consulting, strategic planning, leadership development, executive coaching, and youth leadership. For more information visit http://www.resourceassociatescorp.com/ or contact RAC directly at 800.799.6227.
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Routine Health Screenings: We Can Do Better By Samuel Williams, III, M.D.
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f you walked into your doctor’s office for a routine physical examination and your physician said that your examination was normal then you would probably be very happy. Before you left the office you would probably have some lab work to screen for things like anemia, kidney disease, diabetes, high cholesterol, and STDs. Your doctor would probably also recommend age appropriate screenings for common cancers such as colon, breast, and cervical cancer. If you’ve been a pretty healthy person most of your life, not smoked tobacco, and had a family history free of common chronic ailments then you would likely feel confident that your labs and screening tests would come back normal. If you were like many patients, you may even tell you doctor that you prefer not to have labs or cancer screenings. If you had no medical and family history then you would probably be right, that your labs and screening would be normal. You would be able to
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go home and rest assured. However, what would you do if, for example, your colon cancer screening came back abnormal? How would that make you feel? What would you do if you declined to have an appropriate screening, and then later was diagnosed with colon cancer? Would you be happy with that choice? In Jefferson County, Georgia there is a high prevalence of colon cancer. I recently attended a presentation at Jefferson Hospital confirming that screenings for colon cancer need to improve in the county. There are many theories why some decline colon cancer screening. These include medical mistrust, mis-education, and lack of education amongst others. In addition, some may also be embarrassed because they feel colonoscopies are invasive. Some people have reservations about having a colonoscopy—an examination that involves the insertion of a long “looking device” called a colon scope through the intestine to look for suspicious
lesions. Personal and family history of obesity, smoking tobacco, low fiber diet, history of colon polyps, and colon cancer are among the many risk factors for developing colon cancer. If colon cancer is detected early enough then the resulting treatment(s) do save lives. If it’s not, then the resulting lack of treatment can be life threatening. There is more than one way to screen for colon cancer including screening stool samples for the presence of blood, colonoscopies, and virtual cat scans. The simplest screening test is the fecal immunochemical test (FIT). All you have to do is obtain a small stool sample and mail it to your physician. Your physician’s lab technician will examine the stool for the presence of blood and if there is any present then your doctor will contact you for further
testing, which is a diagnostic colonoscopy. It is important that hospitals, physicians, and communities work together to address disparities in areas such as colon cancer screening. Working collaboratively, in this way, helps to save lives. If you are interested in colon cancer screening, then please contact your primary care physician and/or purchase a self-administered Fecal Immunochemical Test. If purchasing a do-it-yourself kit, then make sure to contact your physician if your results are abnormal.— About the Author Samuel Williams, III, M.D. is a primary care physician and geriatrician at Jefferson Hospital in Louisville, Georgia.
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Seven Secrets to Creating an Engaging, Entertaining, and Persuasive Speech By Ed Sykes
I was recently coaching one of my presentation skills students, and he shared that during a business meeting he was following another speaker. Just before he was to speak, one of his colleagues asked him the following question: “You are not going to be boring, are you? Knowing and seeing my student in action, I knew he was not boring. I suggested to my student that what the questioner was really asking was, “You are not going to be like the last speaker I heard with their monotone presentation style, are you?” Just as spices make your favorite meals more delicious to eat, vocal variety, the way we use our voice, vocal rates, pitch, tone, pausing, makes your presentation appetizing to the audience’s ear. When using a monotone voice to convey your message, you will lose your audience and your message will lose its power. When you use vocal variety in your presentation,
you create a more engaging, entertaining, and persuasive audience experience. The following are seven secrets to developing your vocal variety and giving an outstanding presentation every time: 1. Read a Children’s Book Out Loud – Children’s books are wonderful tools for working on your vocal variety. If read correctly, you will see the wonder in a child’s face as you share the excitement of the story. The same holds true when you tell a story when presenting to an audience. By using your powerful vocal variety skills, you will engage the audience with your presentation. Read a children’s book out loud to your children or friends. My favorites are Dr. Seuss’s “Cat in the Hat” and “Green Eggs and Ham” because Dr. Seuss’s writing style forces you to work your vocal rates, pitch, tone, pausing, etc. You can’t read his books in a monotone voice and be successful.
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Explain to your friends what you are trying to accomplish with the reading. Read out loud and have fun. 2. Punctuate Your Notes – Use bold face, underline, and italicize key words in your speech so that you know when to accentuate key words. Add extra space or add additional dots between words or sentences to show pauses. Customize your annotations to fit your needs in front of the audience. 3. Tape Yourself – The best investment you can make is a digital recorder or camcorder. These tools will give you a true reading of your speaking ability. Record different versions of your speech until you achieve the version you want to use. 4. Seek Feedback – Work with a “presentation partner” who will give you earnest, constructive feedback. But most importantly, have the courage to listen to the Continued on page 15
Three Core Leadership Strategies By Dr. Sylvia LaFair
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id you ever learn to play chess? Not the most popular game for this century when we move at the speed of light. However, it is a vital game for anyone who runs a business. Whether you formally know where to position a knight or a pawn on a board, you do this with employees and customers all the time. What are the key elements of working to win? Interestingly, they model the personal development model of success. No surprise, we take ourselves with us wherever we go. The more we know about our behavior, the better we are in strategic design. Here are the 3 key elements to consider in the chess game of work and the even bigger chess game of life: Physical strategy: You are an instrument that fits into a larger orchestra group. So, position yourself to be heard in the most appropriate way. In meetings don’t just plop yourself in a vacant chair; get there early and wait until you see the best seat at the table and then sit there. It may be caddy corner from the boss or facilitator, or perhaps next to a champion of
your work, or maybe next to your seeming “enemy”. Remember the old saying “Keep your friends close and your enemies closer! Emotional strategy: Careful what you say. Even more important is when you say it. Back to the orchestra metaphor: the best conductors are super respected because of their sensitive and perfect timing. So pay attention to when you speak up or when you choose to remain silent. The power of the spoken word and the power of silence are a major part of strategic intent. Mental strategy: Keep the end in sight even when the end is no where in sight. Ask yourself over and over what you want as an outcome. See it, hear it, feel it, and keep it in the forefront of your thoughts as you go where you want to go. However, and this is a big however, do not be attached to the outcome. Know that the way to the moon was not in a straight line adjustments were continuously made with the end point as the win. It is critical for you to know that all strategy is about people. As human beings we filter information through our senses and our senses are tied to our emotions.
There is no other way. Charts and statistics can only take you so far. Without understanding the rest of strategy you will never be able to have the satisfaction of saying “check mate” to show your strong ability to win and win big. One of the best gifts I was given as a teenager was a book that was required reading titled “How to Lie with Statistics”. It was then I truly knew that no matter how much I wanted to believe in a safe, clear, secure, and bottom line world of numbers that don’t lie I realized that was naïve. So, early I learned that the ones putting the numbers down on the paper are human beings who all see things through their own filters and in my leadership development I realized that the scary, confusing, complex world of emotions would always be a major factor in making strategy work.— About the author Dr. Sylvia Lafair, Author, Leadership Educator, Executive Coach for over 30 years is an authority on leadership and workplace relationships. She is President of Creative Energy Options, Inc. Visit www. ceoptions.com and www.sylvialafair.com GetRuralLeaderMag.com | MAY 2016 13
Communicating with a System: Appreciating and Respecting Individual Differences By Samuel Johnson BA
Like it or not we all live and communicate within systems. A system being defined as a group of people with which we must interact on a regular basis. For most of us we all have to go to work, we all go home to our families, and many of us are involved in other systems such as Church, Teams, and School. That being said it is very important to learn to communicate effectively with the people within our systems. It is important to learn to appreciate and respect the different personality types, the different strengths that individuals offer within our system. Conversely it is important to recognize and respect the weaknesses of people within our system. We all have our behavioral strengths and weaknesses, respecting those differences creates healthy systems. When the individuals of a system respect one another, work off each others' strengths, then that system thrives. When individuals don't understand or appreciate differences in others then the system becomes unhealthy and begins to fail. This is what makes effective communication and understanding the emotions of normal people important because all of us are different. Each of us interacts and perceives the world differently based on how we are mentally wired. So, what are the major differences and how do we
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know the behavioral preferences of our peers, how do we know about their strengths, their weaknesses? Think of it like this, when a new business opens there was someone that drove the idea, someone with the determination that thought it could be done. Many business owners are dominant, direct, and decisive leaders. Without these behavioral characteristics we wouldn't have new businesses popping up. In this scenario we will call the business owner a type "D", and in general population only 10% of the world has this behavioral style. After deciding the business could be built someone needed to help finish designing it. Someone needed to help create the infrastructure, the processes, how to track the company information. We needed someone that was calculating, creative, and careful, we needed a Controller. This person is generally more reserved and task oriented, they are very logical, they make great accountants and technicians within a company. In this scenario we will call the Controller a Type C, and in general population approximately 20-25% of the world has this valuable behavioral preference. Once the Controller had designed the company with the supervision and input of the business owner. We needed someone to sell the idea, we
needed someone to tell everyone in the world about it, we needed a sales person! This person is generally outgoing and people oriented, they are inspiring, influential, and interactive. We will call this person a Type "I" and they represent about 25-30% of the population. After all had been organized the company needed customer service representatives. We needed people who were supportive, stable, and steady. This person is generally reserved and people oriented, they represent a majority of the population, approximately 30-35% of the world is a Type "S". The "S" is the glue of an organization because they are so supportive, preferring team work and cooperation. Together with these 4 behavioral preferences we have a fantastic team, we have someone that is in charge, someone who is good with all of the details and planning, someone to sell the product, and someone to work with current clients. If we lose one part of the team we stop functioning. Or if we don't respect a certain type of behavior we end up with problems in our system.
One thing that is important to remember is how difficult it is to do someone else's job. You can ask almost any sales person if they would like to do the accounting and they will almost always tell you, no way! Most accountants or system designers can tell you right away they don't want to be a sales person, most don't want to have to talk to people all day long or stand in front of a group and give a presentation. Respecting each other's natural behavioral differences is critical when we are in a system. So if you are wondering why one of the systems you are in has too much tension and is uncomfortable, perhaps learning about the emotions of normal people, or studying DiSC, could help turn that system into a thriving respectful team again.— About the Author Sam Johnson teaches effective communication and leadership skills through personality theory. He is certified in DiSC Personality theory and Professionally trained in Myers Briggs. His academic background is also rooted in communications skills and leadership.
Seven Secrets, continued from page 12 nuggets of help and act on it. 5 Listen to Favorite Speakers – Pick two or three favorite speakers that you enjoy listening to, and analyze what make them good speakers. Ask yourself what vocal techniques they use to engage and entertain their audience. Then, challenge yourself to adapt those techniques to your speaking style. 6 Master the Pause – In today’s fast-paced world of fast solutions, fast information, and fast television and movies, we rarely have time to pause. Pausing is one of the most powerful tools to engage your audience. Learn to pause before an important statement to add impact to your statement. You can use pauses for a shift in your presentation to let your audience know that there is something different coming up. 7. Create Drama – Along with working with a
presentation skills coach, take a drama or acting class. A good drama class will teach you the secrets to interacting and engaging the audience. You will learn how an actor uses their voice to get the audience to feel a certain way and react accordingly. Developing your vocal variety skills will enable you to take your presentation skills to the next level. Use vocal variety to entertain, engage, and move your audience and you will be a great speaker who will own any audience.— About the Author Ed Sykes is a professional speaker, author, and leading expert in the areas of leadership, motivation, presentation skills, customer service, and team building. Write to esykes@thesykesgrp.com or (757) 4277032. Visit online at TheSykesgrp.com, and signup for the free newsletter, OnPoint.
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Inspire Confidence to Become a Leader By John Doidge
Inspire confidence in others to command respect and loyalty. Developing the self belief and confidence needed to be a leader. One of the best ways to measure success is to look at ourselves through the eyes of others. Are we looked up to? Are we respected? Some of us are leaders, others are followers. The higher levels of success come from becoming a good leader. To get to the top we need the respect of others to perform our will. No one has ever reached the top solely by relying on themselves. That is why we need to look carefully about the type of relationship we decide to form with others. We need to inspire confidence. So what are the ingredients of leadership? Among the most important is self belief. It should be pretty obvious that you are unlikely to get others to follow you if you do not have confidence in your own abilities. The display of confidence is crucial for several reasons. First of all, it gives a clear physical presence of leadership, a rallying point for others. Secondly, it inspires confidence in others knowing that there is a strong hand on the tiller. No finer example of this can be found than the tradition among 18th and 19th century captains to remain a visible presence on the deck of a ship right in the heat of battle, a tradition that cost the great Lord Nelson his life but inspired his men to victory and beyond. Thirdly, confidence creates an aura of invincibility in negoti-
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ations and other high pressure situations. Keep your cool, and enjoy the benefits that confident, clear decision making will bring. Of course it would be naive to assume that the majority of leaders in the world of business are motivated by helping others. Yet the best lead companies understand who the best people to do business with are. They both have an atmosphere of mutual respect and decency and include sound and just morals among their most important guiding principles. Being a good leader requires hard work. But it will be worth it, because people will be far more likely to go the extra mile for you if you inspire confidence such that they respect you and your principles. A good leader is able to command respect with out being a tyrant or a push over. A good leader finds that people and opportunity attract themselves to him. This is because the good leader has struck the right balance of being just and fair but firm and hard headed when necessary. In the same way that the first priority of any captain is to put the interests of the ship as a whole before anything else, so too does a successful businessman or manager put the interests of their enterprise or project before anything else. A good leader must not be afraid of what others think of him for this is negative thinking and will affect his confidence and leadership ability. You must be knowledgeable about every aspect of your profession or business. There must not be a single aspect of your organization
that you do not know anything about. You must be prepared to ask questions, read and do research. Stay abreast of all the most topical issues. Make sure that there is no part of your role or organization that you cannot advise about or comment on. Wise men once said that knowledge is power and it is true. With knowledge you gain leverage among others. The experts you liaise with will respect you for the trouble you have taken in getting to know things you are not expected to understand. The more strings you add to your bow the more confident you will become in all of your daily activities. This also sets an exam-
ple to everyone else you are connected with. It should inspire confidence in others to become greater.— About the Author John Doidge has a science background leading him to a fascination and curiosity about the whole package of the universe and how the mind interacts with the physical within it. By understanding our relationship with nature the aim is to aid our mental development to fulfillment, with belief through knowledge. If you wish to continue your journey of exploration into developing your mind visit http:// www.killnegative.com
Do you hear that? It’s the cheering of students as they run through the hallways on the last day of school. They’re excited for three months of playing outside with no teachers and no assignments. What will they get into this summer that will keep them entertained, active, using their brains and socializing with peers? “It can be tempting for kids to fall into the old habit of lounging on the couch in front of the TV all day when out of school. Students often don’t get an adequate mix of challenge and fun during the summer months,” says Ellen Marks, Curriculum Director of Bricks 4 Kidz(R), an award-winning summer camp and after-school program. “Summer is an ideal time for them to take on new challenges, engage in critical thinking and have fun with peers in an energetic atmosphere.” Luckily, you have somewhere to turn to shift your
children’s summer break into a fun learning opportunity. The last day of school comes faster than you think, so there’s no time to waste. If you’re looking for a way to combat couch-potato syndrome and keep your child entertained, an exciting summer camp program may be just what your family needs. A pool of talented Bricks 4 Kidz camp teachers are waiting to help your children grow while having a blast. Your child’s summer camp should: Use relatable and engaging tools LEGO Bricks are the ultimate informal learning tool, especially in the summer when kids are wishing for more fun playtime. Not only do they prompt kids to naturally practice methods of engineering through hands-on building, they also engage their imaginations and boundless creativity. Gears, motors, robotics, and LEGO computer Continued on page 22
Preventing Brain Drain: Important Aspects of a Summer Learning Program
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By Ed Sykes
Ten Techniques for Motivating Others Through Chaos
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otivation in the work environment has changed. Change has become the norm. Also the motivation level of employees has changed. This can lead to increased dissatisfaction and decreased productivity. Here are ten techniques for motivating your employees to succeed during chaos: 1. Take Care of the Little Things to Motivate Others Doing the little things well will show that you respect your employees. Making sure you are on time for meetings, saying “good morning” and “thank-you,” and returning phone calls and e-mails in a timely manner goes a long way to showing your employees that you care during chaotic times. 2.Be an Active Listener to Motivate Others Recent research stated that the average supervisor or manager only invests two hours per year applying “pure listening” skills. Pure listening is when you are listening to your employee you are not: § Multitasking § Ordering your lunch § Watching people walk by your office. § Answering telephone calls § Setting up appointments To be a pure listener you must be an active listener. Good managers do more than pay attention. They genuinely care about people and never talk down to them. They ask their employees about their goals and dreams, their past achievement, their concerns and challenges during this chaotic time. They listen with their hearts and minds. They respect the employee’s thoughts and opinions. They realize that the employees sometimes have the best answer for achieving more through chaos. 3. Walk Your Talk to Motivate
Others If you expect your employees to arrive early, then you arrive early. If you expect your employees to keep their promises, you keep your promises. If you want your employees to keep to high standards, you keep to high standards. Your employees are watching you even when you don’t think they are watching you. So set the tone. Once you walk through the doors of your organization make sure you are positive and upbeat if you expect your employees to be positive and upbeat. 4. Let People Know They Make a Difference to Motivate Others At the top of many lists of what motivates employees, more than money, is knowing that they make a difference at work. One of the most powerful methods of letting your employees know they make is difference is…praise (Go to article Appreciate to Motivate to learn how). The praise should relate to how the employee helps achieve the overall mission of the organization. 5. Communicate Clearly to Motivate Others Communicate so that others understand what you want to achieve. Adapt your communication to the audience you are speaking. Constantly communicate your vision and goals so that there are no misunderstandings. The clearer the vision, the clearer the communication, the clearer the opportunity for success. 6. Help Employees Succeed to Motivate Others People go to work to succeed, not fail. It is your job to understand your employee’s strengths and weaknesses so that you can put them in the best position to succeed. If, for example, you find out that an employee is lacking in a certain skill set to succeed during a change then provide the
coaching and training to make them and your organization successful. The best managers minimize or eliminate their employees weaknesses and while building on their strengths. Remove any and all barriers to success. 7. Focus Your Team on the Goal to Motivate Others Focus your employees on the end result, the overall team goal. Once you successful communicate this your team will band together to defeat any obstacles that get in the way. 8. Create High Standards to Motivate Others High-performance organizations set high standards for their people. Employees want to know what is expected of them, how their performance is measured, and what rewards they can expect when they exceed the standard. Make sure the standards are consistently applied to each employee. Make sure each employee understands how the standards are measured so that they know how to reach it. As each plateau is reached, set new goals. 9. Help Your Employees Compete and Win to Motivate Others Develop goals that help all your employees excel. Make your goals inclusive not exclusive. This means that everybody is working together and wins together. Have your employees complete against the goal, not each other. 10. Reward Outstanding Achievement to Motivate Others Find ways to recognize your achievers in a public way. The more you reward employees for excellent achievement, the more you receive more of the same behavior. Make sure you are consistent with the way you contribute rewards to your employees. Very important, make use you communicate exactly why the employee is
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being rewarded. And last, reward as soon as possible to the action. Some of the ways you can show recognition are: § Idea board § Initiative Board § Star Spotlight § Certificates § Gift cards § Say thank-you § Lunch Apply these motivation techniques and you will
motivate others to achieve your goals during the most challenging of times.— About the Author Ed Sykes is a professional speaker, author, and leading expert in the areas of leadership, motivation, presentation skills, customer service, and team building. Write to esykes@thesykesgrp.com or (757) 4277032. Visit online at TheSykesgrp.com, and signup for the free newsletter, OnPoint.
Raising Backyard Chickens: Egging on the Farm-to-table Movement at Home
As more Americans choose restaurants that take pride in buying from local farms and cooking in season, many families have brought these farm-totable values home with them. That may feel like the latest trend to emerge from the culinary world, but its roots run deep on family farms; the benefits of growing your own food and living “backyard-to-table” have been practiced there for generations. A backyard-to-table lifestyle has countless benefits: saving money at the grocery store, living more sustainably, knowing exactly where your healthy foods come from and spending quality time with your family - to name a few. And, for families seeking to grow more of their own food, it’s important to know the appeal raising backyard chickens plays in living
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this movement year-round. “Many people begin exploring the backyard-to-table trend by raising their own vegetables, fruits and herbs, but you don’t have to stop there,” says Lisa Steele, top-selling author of “Fresh Eggs Daily” and “Duck Eggs Daily,” and creator of the popular backyard chickening website FreshEggsDaily.com. “Raising your own flock of backyard chickens provides a reliable source of wholesome eggs, and chicken droppings provide excellent fertilizer for the garden,” Steele says. “From the coop to the garden to the kitchen, it’s a fun and rewarding way for families to spend time together, and raising poultry teaches about a sustainable lifestyle.” Spring is the perfect time to start a backyard flock,
Steele says. Tractor Supply Company, the nation’s largest rural lifestyle retailer, celebrates the arrival of spring with its popular Chick Days event in its stores throughout the country. You can visit nearly any Tractor Supply location, see and select live chicks to begin your flock, and get all the equipment, feed and advice you need to successfully cultivate the baby chicks into an egg-laying flock. The chicken experts from Tractor Supply offer some tips to get you started: * Before buying chicks, prepare. They’re babies and will need special care, including a “brooder guard” to help keep them warm. This can be as simple as a cardboard box or circular cardboard fence. Add a heat source, such as a 250-watt infrared bulb placed 18 inches above the ground. Disinfect the area with chlorine or ammonia and spread a few inches of wood shavings on the ground. The day before bringing chicks home, turn on the lamp to ensure the litter is thoroughly warm. * Poultry require clean, fresh water at every age. A 1-gallon chick waterer refreshed regularly will provide plenty of hydration for a small flock. * Keep the lamp on 24 hours a day during the first week the chicks are in their new home, and then gradually reduce the amount of light to 12 to 13 hours per day. * Pay attention to how the chicks behave. If they crowd into the corners of the brooding area, away from the lamp, they may be feeling too warm. If they chirp a lot and huddle under the lamp in a pile, they
may be feeling cold. * At 6 weeks old, chicks should be ready to move in to their chicken coop. You can purchase a wide selection of chicken coops and hutches from Tractor Supply and TractorSupply.com, or find detailed instructions for building coops on the Tractor Supply online Know How Central. * Chicks require different kinds of feed than adult birds. Until they’re about 8 weeks old, chicks should eat a special chick “starter feed” with more of the protein that young birds need (available at all Tractor Supply stores). Feed them following the bag directions, but only buy a month’s supply at a time to ensure the minerals and vitamins stay fresh. * Between eight and 18 weeks, your flock should be eating “grower feed.” A grower formulation helps a young hen develop into a reliable egg layer. At 18 weeks, your flock can transition to adult feed. To encourage egg production, a feed with 16 to 20 percent protein is recommended. “Layer feed” contains calcium so eggshells stay hard. In about 24 weeks, your flock will be established, and your family can begin enjoying fresh, wholesome eggs every day. As well, home gardeners will enjoy the natural pest control and outstanding fertilizer chickens naturally provide. Truly, for Americans looking to live more sustainability and embrace the backyard-to-table movement at home, backyard poultry is the next big thing in food.—BPT
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Preventing Brain Damage, cont'd from page 17 software programs also help children grasp technology in ways they might not during the school year, so they’ll experience a whole new level of amusement. When building with LEGO Bricks, it’s only natural that kids will develop enhanced spatial awareness, visual processing, and fine motor skills. Even better, the Bricks 4 Kidz proprietary models and camp activities are centered around popular themes that kids love! Get children away from TV and video games
Don’t let your kids sit at home in front of a screen all summer. “Children need a chance to experience working in a group setting as well as on their own,” says Michelle Cote, founder and president of Bricks 4 Kidz. “ Group work allows them the opportunity to collaborate and learn about their peers, while working alone helps build self-confidence. Creative and imaginative play is also beneficial to child development, so help your kids get up off the couch and into an environment that encourages both playtime and learning.” Kids can easily avoid brain
drain this summer when they learn through playing. Put them in a program that will employ their minds while having fun and making friends along the way. To find a program in your area, visit www.bricks4kidz.com. You can learn more about their programs and new summer camps by searching for a location by state or zip code.—BPT
Nationwide Need for Volunteer Firefighters Grows: Are you up to the challenge? Did you know that 87 percent of America’s 30,000 fire departments are either fully or partially staffed by volunteers? The peace of mind that these firefighters provide their communities is irreplaceable, however, the number of volunteers is declining rapidly. This shortage is threatening the effectiveness of fire departments nationwide, ultimately putting many communities at risk. Volunteer firefighters act as the first line of defense in an emergency, provide medical services and protect more than 50 percent of Americans, particularly in rural communities. These men and women
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dedicate significant training hours to ensure they are prepared, often at their own expense. “Firefighters respond to more than 31 million emergency calls each year - three times the number of emergency responses in 1980,” said Volunteer Fire Chief Timothy S. Wall, chair of the International Association of Fire Chiefs (IAFC) Volunteer and Combination Officers Section. “To protect people and property in our communities is an enormous responsibility, but our fire departments are facing many challenges, especially with recruitment and retention of volunteers.”
The decline is the result of fewer people stepping up to volunteer, and the average age of volunteers is increasing every year. Want to help? Considering supporting your local fire department in the following ways: Become a volunteer firefighter As the need for volunteer firefighters grows, the leading manufacturer of residential fire safety products, Kidde, has teamed up with several fire safety organizations to launch the Step Up and Stand Out campaign. This nationwide campaign aims to raise awareness that local fire departments need volunteers in order to keep communities safe and recruit new volunteers. Recognize a volunteer in your community Nominate a volunteer firefighter to help your local department earn national recognition and valuable prizes. The Step Up and Stand Out campaign includes a contest hosted on Firehouse.com/vf, which invites the public to submit a brief video nominating a current volunteer firefighter or support volunteer to receive recognition for their community service. Submissions will be accepted until May 21, and online public voting will begin in June. Five finalists will be announced in August and a final public vote
will then determine the grand prize winner, who will be revealed at Firehouse Expo in October. The five finalists will receive Kidde smoke alarm donations, industry memberships, NFPA Fire Prevention Week Kits and more. The grand prize winner will also receive a $1,000 department training grant. Be proactive about fire safety in your home Help protect your family and your community’s firefighters by ensuring your home has working smoke alarms. NFPA reports that a working smoke alarm cuts the chances of dying in a fire in half. Ten-year sealed battery smoke alarms, like Kidde Worry-Free alarms, use one battery for the life of the alarm to provide 24/7 fire safety protection and eliminate the hassles of low battery chirps. On average, families have less than three minutes from the time the first smoke alarm sounds to escape a fire, so it’s important to get everyone out efficiently. One of the best ways to be prepared is to create a home escape plan with your family. Practice regularly - both day and night - and know two ways out of each room. Always remember three rules: get out, stay out and then call for help.—BPT
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