Home » Visionary

Category Archives: Visionary

Needs: What’s Real & What’s Aspirational by Dr. Bill DeMarco

Dr. Bill DeMarco

Values, History and Folklore, are the core elements of culture at a point in time.  They are our link to our personal past…handed down to us by all those who came before us. This is true of our ethnic culture, our tribal culture, our national culture, our religious culture, and our personal culture, to name just a few.   Since we are the link to our past, we are caretakers of something precious as we hand it down to future generations.  Since culture is a living thing, it does change over time, but ever so slowly.  Just think about it; there is some behavioral mannerism, belief, perception that you got from an ancestor who lived a hundred or many hundreds of years ago.  To use a modern expression, “You are Connected”.  There really is nothing new under the sun, other than our choice of what we will do with our cultural inheritance.  Since culture is a living phenomenon, we will make our choices and then pass the culture on to future generations, along with our contributions.  That is the way it is and that is the way it will continue to be.

Image 1: DeMarco Culture Model

© 2003 Dr. Bill DeMarco

All of this gets us back to our discussion of Values.   I described Values as “the unique blend of perceived NeedsBeliefs, and Attitudes that live in the behaviour of most members of a society”.   Needs are one of three segments of the Values element of my Culture Model (Image 1).  Needs, along with Beliefs and Attitudes, taken separately and in their interaction, make up our unique Values proposition.

Within a cultural context, Needs are similar to what Abraham Maslow (Image 2) describes as the fundamental requirements for survival, safety and belonging. They have everything to do with the necessities of the human condition, and nothing to do with a luxury car in the garage, a kitchen with granite counter tops, and two weeks in Saint Kitts! The latter, at the extreme end, has more to do with our image of “Esteem”.

 

 

Image 2: Maslow’s Hierarchy of Needs

 

 

Maslow’s work linked Needs to motivation.  While his groundbreaking work is still challenged by some, I find his conclusions compelling.  Satisfying individual and group needs at the three basic levels in the above image greatly facilitates our ability to incorporate our Beliefs into our Values system. Remember I wrote earlier that if we want to know what our real values are, look at our behaviour and not our words.  There is a strong link between our ability to survive and our ability to put our Beliefs into action.

 

Here is a simple exercise that can help identify our real personal needs. It involves reading and reflecting on the bottom three categories of Maslow’s Hierarchy of Needs (Image 2).  Then make a list of what those Needs look like in your life.  Put that under a category labeled “Needs”.  Everything else that comes to mind, put under a category labeled “Wants”.  There is nothing wrong with “Wants”…Just don’t confuse the two!

 

Meaningful reflections!

 

Dr. Bill DeMarco

 

“Innate” – One Word That Changes Everything, Baron A Rohbock

Are leaders born or made? I have the answer! Baron A Rohbock

 

baron a rohbock

Baron graduated with honors in Business Administration and Leadership. With a passion for training and working with teams, he entered the Learning and Development field as Director of Training for Taylor Hartman, author of The People Code (previously published as The Color Code).
With a wide breadth of knowledge in leadership, Baron returned to the training industry to combine first hand management and executive leadership experience with a passion for working with people to shape results while revealing individual and collective talent. In 2011 he started Core MotivAction, an innovative brilliant training company dedicated to people and team development.

Dick Ruhe | Leadership Speaker

Dick Ruhe | Leadership Speaker

[youtube=

 

Dr. Dick Ruhe is a cherished motivational speaker, as well as a celebrated corporate consultant and trainer. Throughout his highly spirited presentations on productivity improvement, change, and customer loyalty, Dick insightfully connects with attendees’
core issues and inspires a deep desire for success. Based on his extensive management and supervisory experience in the private and public sectors, Dick shares a myriad of amusing stories that absorb audiences and create an unforgettable experience.

As a senior consulting partner for The Ken Blanchard Companies®, Dick Ruhe is the author of the training program Total Quality Leadership. He has also worked with Tom Peters, Gordon Lippit, and Paul Hersey. Dick has served as a regular columnist for Sales and Marketing magazine and has been published in Training and Development, Western Business Systems Journal, Proceedings of the Academy of Management, and Executive Excellence.

A past chapter president of Sales and Marketing Executives, Dick Ruhe is a member of the International Customer Service Association, the National Speakers Association, the International Platform Association, the American Society for Training and Development, and the American Society of Quality Control.

Dick Ruhe received his MBA from the University of New Haven and his doctorate in human resource development from George Washington University. He is the author of Getting Major Results, a field book for change and leadership.

 

What one thing would you do if you knew that you could not fail?

Greatness loves the relentless – Robin Sharma

Have the Vision to Imagine it

There’s a difference between interest and commitment

 

There’s a difference between interest and commitment

Let’s talk to each other

Harvard Business Review: #1 Key to Motivation

Harvard Business Review: #1 Key to Motivation

[youtube=

In a multi-year study, researchers at the Harvard Business School first asked 600 managers from dozens of different companies to rank the impact of five factors that are normally associated with motivation – recognition, incentives, support from managers and colleagues, clear goals and a sense of making progress. In this first phase of the study, recognition for good work was ranked by managers as the most important factor in motivation.

Seth Godin on the Difference Between Leadership and Management

Seth Godin on the Difference Between Leadership and Management

[youtube=

Bestselling author Seth Godin says that “Management and leadership are totally different things. You think you are being a leader, but you are probably being a manager.”
He goes on to say, “Managers figure out what they want done and get people to do it. Managers try to get people to do what they did yesterday, but a little faster and a little cheaper with a few less defects.” But this is not leadership.