Ezine Arcive
The Award-Winning Monthly Resource for Professionals ########################################################### OUTCOME FOCUS REPORT Circulation 31,400 Vol 61 - January 2006 Publisher: Anne Warfield mailto:ezine@imp.us.com 888-imp-9421 or 952-921-9421 http://www.impressionmanagement.com © 2006 Impression Management Professionals ########################################################### By subscription only! Go ahead and pass this to friends. If you receive this from a friend and you want to receive your own copy, just email mailto:ezine@imp.us.com and put "Add me" in the subject line. To remove yourself from this list see bottom of this email. =================================================================== IN THIS ISSUE =================================================================== 1) What's In The News? 2) Outcome Focus Situation/Solution 3) Anne's Aha 4) Resources To Learn More =================================================================== 1. What's In The News? =================================================================== Learn more about IMP's Monthly Presentation Skills Seminar at the IMP Institute in Minneapolis, MN Upcoming Presentation Skills Seminar Dates in Minneapolis, MN: February 6-7, 2006 March 20-21, 2006 Upcoming Negotiation Skills Seminar Dates in Minneapolis, MN: March 23-24, 2006 Follow this link for more information, http://www.impressionmanagement.com/coaching.shtml or, email me at mailto:ezine@imp.us.com ++++++++++++++++++++++++++++++++++++++++++++++ Create your own imp@atomic.sparklist.com; using List Builder: http://www.listmedia.com/listbuilder/00623 ++++++++++++++++++++++++++++++++++++++++++++++ =================================================================== 2. Here's This Months Outcome Focus Situation/Solution =================================================================== Use as a training tool: Present the situation below to the group and have them brainstorm how they would best handle the situation. Then share the Outcome Focus answer and see how it relates or differs from solutions the group found. How to Avoid Being the Pickle in the Middle when Dealing with Conflicting Senior Executives Dear Anne, As a person in the marketing arm of our business, I often interact with many departments. The problem I am running in to is that my boss (who is a VP) and an internal client of mine (who is also a VP and peer of my boss) do NOT get along. My boss (I will call him Terry) and Brent (the other VP) constantly reject each others ideas and disagree with each other. Well, I need to satisfy both of them, as Terry does my review, but Brent is my client. I have had Brent ask me to do things and tell me not to run it by Terry, but to just do it. Part of the problem is that Brent likes to do everything at the last minute, while Terry likes things planned out. So at times Terry will park Brent’s project for a while to teach him a lesson and Brent will try to bypass Terry to teach him a lesson. I am really feeling caught between the two. I just want to do my job. Do you have any ideas on how to handle this? PS. Brent is a real sales type of guy who just likes to do things, while Terry is more analytical about how he approaches things. OUTCOME DESIRED: You want to be able to do your job so that it satisfies Brent, your client, and meets Terry’s needs without you ever having to take sides. OTHER PERSONS PERSPECTIVE: This one is tricky. You report to Terry so ultimately you need to meet his needs. However, Brent is your client so he can make your life miserable if you don’t meet his needs. In this situation you are being put right in the middle of their war zone. The first thing you need to do is level the playing field so you are not caught in the middle. Here may be the two gentlemen’s thoughts and positions based on the information you have shared with me: Terry: He wants to do a good job, be seen as competent, and have his area flourish. He wants you to meet your internal client’s needs as long as they don’t clash with your department goals. He wants to be sure things are done in a fluent manner, but done with precision. This means he will be more willing to take a longer path to get there and most likely, hates to rush in to things. Terry most likely has faith in doing things right in the first place so you don’t have to correct it on the back side. Brent: He wants to do a good job, be seen as competent, and have his area flourish. He wants his needs met and most likely, wants it to be done fast rather than waiting to make sure everything is 100%. To him the playing field is won by speed, while for Terry it is most likely won by accuracy. Both can be right depending on the situation. Brent most likely has faith that he can fix or correct things if they go wrong, so he would rather do things quickly. Both see you as a way to solidify or justify their own opinions and thus, put you in the middle. USING OUTCOME THINKING: Notice that I started both men’s perspective the exact same way- do a good job, be seen as competent, and have his area flourish. That is because both probably want the same thing but they each feel their way of getting it is the right way. You may also be dealing with years of bad blood as well. Regardless, we are ONLY going to focus on delivering what they want and we want to realize that what you are really dealing with is a difference in style of communication. Approach Brent with the following: "Brent I want to make sure that my team meets your needs as best as possible. One of the things I believe I can do to better speed things up for you is to make sure I get requests in as early as possible. I wanted to brainstorm with you on some ways I can work better with you upfront so that we don’t have to scramble on the back side for you. I realize this puts extra pressure on your team and I would like to alleviate that but planning more upfront." Then listen to what Brent says. If he says anything derogatory about Terry, say something like, "Brent, I realize that you and Terry have your differences. I would appreciate it if you and I can focus on ways I can work better for you and meet your needs instead." Just stick to what you can do to help him. If he pushes comments about Terry, just say, "You each have a different style of doing things. I can appreciate each and am confident I can deliver your needs, Brent." I would approach Terry with the following: "Terry, I really want to do a good job for you and make sure I take care of our clients in a timely manner. I also realize that one of my clients, Brent, and you do not always see eye-to eye. I realize that for Brent speed is of the essence and at times that can mess up our department. I believe I can work with Brent to get his requests and needs in a timely manner so that we meet his need for speed while not messing up our department. I think this would really help in making our area run smoother while meeting Brent’s needs. I will keep you posted." If Terry bad mouths Brent, then I would say, "You have different styles and I appreciate aspects of each of them," or "If you are willing to give me more flexibility, I believe I can manage his account with very little interaction from you so you don’t have to deal with him. Is that acceptable with you?" If that doesn’t stop it, then you need to be more direct and say something like, "I would appreciate it if we can stick to what we need to work on here" and go right on as though they didn’t say anything bad. SPECIAL NOTE: Send Anne your situation to be included in an upcoming E-zine. mailto:ezine@imp.us.com =================================================================== 3. Anne's "Aha" =================================================================== Listen to Anne speak about Outcome Thinking! Click on this link: http://www.audioblogger.com/media/30006/99358.mp3 ************** Want To Perfect Your Skills? ************* Order Anne's Book, Outcome Thinking: Getting Results Without The Boxing Gloves! Follow the link below: http://www.impressionmanagement.com/products.shtml **************** Quotable Quotes: **************** "The best way to get people to think out of the box is not to create the box in the first place." Martin Cooper ==================================================================== 4. I Want More Resources So I Can Perfect My Skills ==================================================================== Order Your Success Tools Online: http://www.impressionmanagement.com/products.shtml ==================================================================== FREE ARTICLES AND BACK ISSUES ==================================================================== We have many articles available for your publication, company newsletter, etc. Articles can be viewed at http://www.impressionmanagement.com/articles/index.shtml All you have to do is print the article in its entirety along with the byline at the top and the credits, and complete contact information at the end of each article. I would appreciate a tear sheet or electronic copy too. Back Issues of the Outcome Focus E-zine can be viewed at http://www.impressionmanagement.com/ezine/index.shtml ==================================================================== About Anne and IMP ==================================================================== Anne Warfield, CSP* President Impression Management Professionals 15768 Venture Lane Minneapolis, MN 55344 952-921-9421 888-imp-9421 952-921-9420 Fax Email: mailto:ezine@imp.us.com Visit us at: http://www.impressionmanagement.com "A true leader is not one you look up to because they are the best. A true leader is one that draws the best out in you." Anne Warfield *CSP- Certified Speaking Professional; a designation held by only 7% of all speakers nationwide Member of the National Speakers Association <<<>>> <<<>>> <<<>>> <<<>>> <<<>>> <<<>>> <<<>>> <<<>>> <<<>>> <<<>>> Copyright © 2006, IMP. Feel free to share information you learn. All we ask is that you credit us as the source as everything we are putting in here is copyright protected by our office. Copyright note: Submission of an e-mail message or artwork affirms that you are able to and have given Anne Warfield non-exclusive permission to reprint the content of your message in all forms, electronic or otherwise, in all languages throughout the world. Privacy Statement: We will not distribute your address to anyone. Period. If you received this from a friend and you want to receive your own copy, just email mailto:ezine@impressionmanagement.com and put "Add me" in the subject line. To remove yourself from this mailing list, simply follow the instructions at the end of this email. or, Forward a copy of this message to mailto:ezine@imp.us.com with the word "Remove" in the subject line. <<<>>> <<<>>> <<<>>> <<<>>> <<<>>> <<<>>> <<<>>> <<<>>> <<<>>> <<<>>>
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I used to have 300 sales people giving 300 different sales presentation messages. I now have 300 people delivering a consistent message in their own authentic style.
-Brad Boyer,
American Woodmark
If you had ever told me a group could transform so much after just two-days I never would have believed it. The power of sustaining it afterwards with your long-term coaching/HOT sessions has caused everyone to constantly apply this way of thinking. Our discussions, meetings, and trust have gone to such a higher level. As a Vice President that makes my job so much easier. We no longer avoid the elephant in the room!
-Tricia Dege,
HealthPartners
