Happy Holidays from The Mouse House

Ok, so not really at the Mouse House when I am writing this but close enough to watch the fireworks at Epcot from my office window.  As many of you know I have had a very successful career in both property management and as a trainer and consultant in the property management industry.  I am so thankful for the fantastic people I have worked with and especially the ones that have touched my heart and soul.  I have had wonderful mentors as well as some fantastic teams who entrusted me as their leader.  When educating and training I assisted in the development of thousands of team members over the years to find inspiration in reaching personal and professional goals, and still have a file containing some of the exceptional comments I have received which I call my “Not having my best day file.”  I have used this to get the creative juices flowing if a mental writing block comes into play, as well as giving the occasional boost of confidence when trying to detail a training outline for a new presentation. 

When not visiting Michigan in February because I have a workshop to give (Who would go to Michigan in February unless they were being paid well for it?), or spending part of my vacation working on a new Power Point presentation, I do insure my downtime is quality which may include my passion for our aquatic world.   Most of my down time is working as a scuba diver for Walt Disney World and their Dive Quest program, and I might add doing some extremely interesting and I might say important things and getting paid for it.  My responsibilities have included safety diver coordinator for character diving, a.k.a. Mickey Mouse scuba diving in the 5.7 million gallon aquarium (see photo).  Pretty cool when you are the person responsible for making sure Mickey Mouse is alive for his next movie or parade event.  Other tasks have included helping capture a large spotted Eagle Ray for his regular vet checkup, or helping transport a 1,400 pound West Indian Manatee from Disney to the University of Florida for an MRI and getting him back home.  Or how about being responsible for training divers how to use chain mail suits safely so in the event the vet staff needs to capture a shark for a checkup, it is done safely.  Throw in having seen some unbelievable animals in the wild which most people may be lucky to see on National Geographic is down right awesome. 

I guess where I am going with all this is none of us knows what the future may bring.  We could be working extremely hard and performing extremely well, and the company we are with runs into financial problems.  You go into work to find your position has been eliminated!  Yes, happened to me.  Had my position not been eliminated I might not have been a speaker and trainer for the National Apartment Association and touched so many lives.  I might not be a scuba diver at the “happiest place on earth,” as it is called and work personally with the “big eared guy” himself.  After completing course work I am now a Disney Trainer, and been selected for a leadership position with the organization.  None of this would have happened had fate not touched me and something at the time that was perceived as “really bad,”  found a lighted path to what may be a new career.  So the next time life gives you lemons, find an adult beverage that requires lemon juice as you focus on moving forward.  Or if you don’t drink, make sure the ice cube trey is full and have a cold glass of lemonade. 

Happy Holidays

Larry

Training is not an event...it should be a process!

A recent accomplishment was being certified as a Trainer with Walt Disney Companies.  Pretty cool saying I am a trainer for Mickey Mouse.  While I have been providing training and education for over 15 years and previously taken TTT classes (that's Training the Trainer for those in Rio Limbo), being a Disney trainer is something few get the opportunity to say they are.  One thing is sure, Disney does things right and they look at training as a constant moving target and an evolutionary process.  We have Disney University and the Disney Office of Learning and Development, in addition to trainers within the organization by the hundreds.  As with my position on the Dive Quest dive team, we are always involved in training and re-training.  As an example, each year we have several courses we have to take even though we have taken them before.  This includes BBP, HAZCOM, Safety in Motion, and other important areas.  In addition, we are subject to training exercises at any time and without notice involving emergency response, CPR, and First Aid. 

Where am I going with this?  No matter what you are doing or what position you hold, training should be thought of as a process.  As in property management, we occasionally hold Fair Housing training with our team.  Some companies when they hire new employees do Fair Housing training, and believe they have done their job.  Problem is every year law suits say some members of our teams do not understand Fair Housing.  I have said in previous writings it is very evident from a survey I once did.   Out of twenty managers I had at a training session, only two could tell me the seven protected classes.  This is sad people, and proof we need to insure what and when we are training is as clear as why we are training.  

Another important factor is how we train related to both presentation and content.  Not everyone learns the same way, and understanding learning styles is critical from a training perspective.  A learning style is an individual's natural or habitual pattern of acquiring and processing information in learning situations.  The three basic styles are auditory, visual, and tactile (also known as kinesthetic), with one critical aspect being we as trainers need to be able to identify the needs and comprehension of our learners.  When we hear a trainer speak, what is the first verifier that makes us want to listen?  Many studies say credibility is first, and proving the trainer is knowledgable about the subject will either enhance comprehension of the material or place up barriers.  Next is how the material is presented and how the trainer creates both a verbal and visual relationship with the learners.  Are they exciting in their presentation and create an environment the makes the material user friendly?  

Training is not something that happens the day we are hired, or waiting to see someone is not performing at their best to suggest additional training.  It needs to be pro-active and not re-active.  I have often heard, "we don't have time to add additional training."  So you have time to counsel team members when they are not performing, to deal with other team members who are unhappy because you don't have a motivational environment, or finding and hiring new people that leave or are terminated because we did not believe training was a process.  Make training a process and you might find things in your life and organizational, less eventful. 

Finding Inspiration!

Where do you find inspiration?  Being inspired can come from events, people, or from within based on our values and how we are raised.  Today I was working on my novel which is taken from a screenplay I completed some months ago and received a phone call from a friend.  In asking me what I was doing I explained I was in a writing mood and working on a novel.  He replied, "You're the busiest person I know and are always working on something.  What inspires you to do all the things you?"  "Well," I said,  I don't like to be idle and have a passion for what I do."  After all, writing a novel isn't one of those things most people would say they are doing on a Monday afternoon.  Those of you that know me understand my passion for writing, and today I was "inspired" to write.

Inspiration I believe comes from our values, in addition to events and others we come in contact with.  My hard work ethic I get from my Dad, and my values from my Mom.  I also get inspiration from the belief if we can't find opportunity in your life, find it!  You see being inspired to me is being creative in addition to sharing information.  When I write about business or property management, it is to share my knowledge and experiences to inspire others to exceed and excel.  When I write for fun, it is to inspire others to ask questions and see you must sometimes seek inspiration to enjoy it.  Today, I am writing for me, and that gives me so much pleasure internally.  When he asked what I was writing about I told him it is a novel about a magician.  This magician (ok some of you know I have some knowledge in this area), also happens to have another secret.  He is an agent for a secret government organization called M.A.G.I.C.  The acronym is Military Assisted Global Intelligence Command, and is known only to the President of the United States and a few military personnel at the Pentagon and in his administration.  This magician and his specialized team use magic and illusion to prevent terrorist plots and any global or international crisis that comes up.  The first screenplay is written and has been reviewed by Warner Brothers, and I have already started the sequel as well as turning the first movie into book form.  

So what inspired me to write?  One day this idea just popped in my head after watching Fox News and information related to a terrorist plot.  Within an hour I had an outline, a synopsis, and knew exactly what was going to happen and how it was going to happen.  I just needed the time to write it, which took about three months.  I know magic and illusion, have work in an intelligence billet in the military, and have a mind that sometimes might be a little "out there."  Putting this in book form is turning out to be a little harder than I thought.  Thank God I have a good editor and proof reader.  

Find inspiration in what ever you do, but find it.  Being inspired might be tackling a black diamond trail on a ski slope.  It might be learning to fly an airplane.  Or, in my case it is writing.  No matter what, all you have to do is look for it and inspiration can find you.

Leadership - Finding the leader in you

Just completed writing my second book, "Leadership - Finding the leader in you."  It's a quick read and a fun write.  It's a topic as many of you already know which I am very passionate about.  You can find it on Amazon.com for your Kindle, or if you have Kindle viewer can upload on your PC or MAC.  You can click on the Amazon like which will take you to the site.

Thanks to everyone to encouraging me to write it.

Larry

Assets are more than property...they are our people!

As I have finally hit my 30,000th visit to my web site, I thank the hundreds of you that have commented or contacted me on how it has motivated you to exceed and excel. Now I don't say this to boast or brag, but to stress the point of sharing information and how it can expand horizons.  I have equally learned from your comments and feedback, making this what is was originally intended to be...a learning experience for everyone.  Whether marketing, leasing, sales, or any task we may take on, most of the time we depend on others in reaching goals and objectives.  

A topic that I have loved to present and speak on has been hiring and in particular hiring the right person for the right job.  I have a full day workshop I present on this, and has been one of my more requested topics.  In my opinion, it is also the most important!  I can present or train on leasing, marketing, risk management, maintenance, budgeting, financial analysis, etc., etc., etc.  The end result if I do not have the right team to implement actions in all of those areas to reach goals and objectives, basically "I'm fishing without bait."   I may enjoy the water, the tranquil environment, and even the sunset, but basically I'm not taking anything home at the end of the day.  Whow, I just thought of that!  

If you have ever read "Good to Great" by Jim Collins,  one of the primary things he highlights is "People are not your greatest asset; the right people are!"  Now think about it, we all have people but do we have the right people and the best people.  If I were to ask you if you left today to start you own property management company or business, who would you take with you and why?  Think of those people that really make a difference to your current organization.  Then think of those that you would not take and why.  Last, think about what you could do to help those on the lower rung of the ladder to climb higher.  Now we are touching into what a true leader does consistently to insure we think of our people as our assets.  We can renovate or fix up a property to improve and make it more marketable, however, we don't always look at what we can do to insure our people assets are also able to excel.  

Another area is if we have done all these things, what do we do with team members that do not develop into those we would take with us.  I believe we all know the answer, and it is not the easiest or an area anyone from a management or leadership likes to deal with.  Question: If I made changes...hard decisions, how much more would it add to the success of the team and therefore my success?  We do not work in a vacuum, and the our success as well as the success of our team or department is based on decisions we make related to the people we hire and position within the organization.    Jim also said in his book; "Get the right people on the bus, get the wrong people off the bus, get the right people on the right seats on the bus, and the bus will take you somewhere great."  

Who do you have on your bus and are they the right people and in the right seats?  Remember, you are the driving force of the bus and it is up to you if the bus reaches the desired destination.  The right maintenance, the right fuel, the right stops, the right speed, and the right direction are in your hands.  And as you have heard me say before, "Now go lead!"

What the future holds...only time will tell!

While those of you that know me understand my love for property management, there may be something new coming on the horizon.  When not speaking, training, or consulting I just happen to work for a mouse...Mickey Mouse that is!  Disney  has been great in working with my schedule, and as you also probably know I get to do some pretty cool stuff diving with nine to ten foot sharks on a daily basis.  When I decided to leave my speaking and consulting company and return to corporate life a few months ago, I knew I should keep my options open.  In doing that I decided to apply for the Disney Leadership Casting Call, which is not easy getting through the multiple hoops and being placed in the leadership pool for possible positions.  Several personal interviews, then panel interviews, then more personal interviews, and maybe out of hundreds of applicants you are selected.  Well, I was notified this past Friday that I am in the pool and waiting to hear further.  

I have come to admire Disney and the basic principles they stand for.  Just as in my career with property management and training, Disney truly looks at creating excellence.  If you have ever visited Disney World or Disneyland, you understand what I am talking about.  After all any company that can make a people trap run by a mouse must be doing something right.  The details make the difference as professionals in property management, and it is evident details are very much a part within Disney.   From the plush landscaping to the elegant costumes and parades, everyone would like to say, "I'm going to Disney World."  And to think I work there and spread pixie dust every day!  Pretty awesome in addition to being the favorite among friends and family members that come to Orlando for some odd reason.  Also interesting that relatives I had not seen or talked to in over a decade now have found my phone number when planning a trip to the Magic Kingdom.  

What will the future bring?  Who knows and only time will tell.  Could it be I return to property management in some position?  Will I start a new career path with Disney as part of their leadership team?  You know what, either one would be an opportunity and I would be extremely happy either way.  After all I have have a passion for property management, and have found a new passion for creating a different kind of magic with Disney.  As I have always said, "If opportunity knocks you should at least answer the door." 

Creating Excellence

Whether training, coaching, or consulting, the end result is to create excellence and guiding others to exceed and excel.  From a leadership perspective it's helping others dig as deep as they can, sometimes showing employees how they can do more then they ever imagined on their own.  To excel means reaching goals through showing them they had the potential to reach but maybe didn't have the confidence to see what was possible.   Creating excellence may be related to working with individuals or a team, and on a larger scale with an organization.  If you are passionate about creating excellence and can communicate it, that passion can be transferred to those you are working with.  So where does one start and how do we measure success?

The first stage is completing a needs analysis or needs assessment.  This is where you have to put on several hats including being an effective listener (my Mickey Mouse hat), asking the right questions (my attorney hat),  asking exploratory questions (my detective hat), being receptive and understanding (my warm and fuzzy hat), looking at all the options which lead to excellence (my Einstein hat), not being afraid to step out of the box and take a risk (my John Wayne hat).  

Next, formulating a plan or "path to success" related to the goals and objectives.  This means a different set of hats including being able to present and communicate what needs to be done and why (my Ronald Regan hat), identifying what assets or tools you will need in completing the mission (my mechanics hat), guiding or navigating others in seeing the vision (my explorer hat), and being ready to address the resistance to change (my protective helmet/hat).  

So many hats, so little time to wear them in!  Which takes us to the next part which involves implementing and taking into consideration time constraints and expectations.  Upper management wants measurable results and if you give a time frame for when they should see positive change, you had better deliver.  With any individual or team and meeting time goals first you must have clear goals and expectations.  If I've said it once I've said it a hundred times you can't hit a target if they can't see it, understand it, and have a vision in the path to reaching it.  Make sure you communicate expectations in both clarity and in relation to time.  If I say I need a report next week, it could mean Monday or could mean by Friday.  Same thing in regard to other time considerations including sales/closing goals, new account contracts, specific financial results (i.e. meeting budget), or personal accomplishments (completing a class or course). Be specific in your expectations or be ready for disappointments.

Communicate accountability and at all levels.  The lack of accountability has been said to be the downfall of many organizations and teams.  In an organization where there is a lack of accountability, people tend to blame everyone else and nothing positive gets done.  Having leaders that are not accountable will bring down a team and an organization faster than anything else.  Part of the reason is being accountable means taking responsibility.  Leaders must be willing to empower through responsibility, have an open and transparent way of providing both positive and negative communication, an open way to provide praise and recognition,  and acknowledging team achievements by being an effective leader not necessarily a cheer leader.  A good leader will learn from their mistakes.  A great leader will admit them!

Last but not least never being complacent and continually looking for ways to excel and exceed.  The job never ends when a goal or objective is met, it is just starting.  The bar has to be continually raised to avoid an organization and even individual positions from becoming stale.  When staleness sets in, employees leave which means a leaders job is never really done.  We constantly have to be looking for ways to motivate and inspire our teams and personnel, new ways of perfecting our trade, and never being afraid of change.  Look at what has happened just within technology in the last 20 years, and they way it looks it's only a beginning.  Now go lead by creating excellence.  The ladder to success is only limited by your passion and inspiration (and maybe a little perspiration).  Remember management is climbing the wall of success.  Leadership is making sure the ladder is on the right wall and tall enough to reach the top.