day in a canoe
day in a canoe
Have you ever looked forward to an exciting business- or career-related development only to have it turn out to be a huge disappointment? Have you placed your hope in someone only to be let down? Have you set realistic expectations only to be frustrated by lack of progress? These disappointments are experienced all too often in many areas of professional life. It’s enough to make you wonder whether investing in relationships is a path to possibilities or an exercise in futility.
“Day in a canoe” is a metaphor for evaluating and managing relationships. Compatibility is necessary for relationships of every kind to be successful. Decisions involving your business, advisors, family and friends occur every day. Each decision carries consequence. While there’s always a risk of disappointment, I learned years ago that you can take steps to improve the potential for a positive outcome. READ FULL ARTICLE >
Whether you’re figuring out a critical business problem, working on a complex project or exploring a creative vision, the people on your team can make all the difference. The journey to success begins by bringing together a mix of individuals who can work cohesively, strategically and effectively towards a common goal.
But far too often I see smart leaders stumble by surrounding themselves with people who are just like them. The problem is that someone who reflexively says “yes!” to everything and never (diplomatically) questions the rationale behind your ideas and direction can’t help you identify the blind spots that lead to costly errors and wasted time.
Sure, a go-along-to-get-along mentality is a wonderful trait to seek in a travel buddy, but it can be decidedly less helpful in the business world. READ FULL ARTICLE >
While a relaxing day in a canoe can sound appealing, it can quickly turn sour if you don’t enjoy the people you’re with. Building relationships with quality people is essential for success. The wrong person on the team can spoil the entire group dynamic. Your results will be mediocre and much of your time will be filled with frustration as you deal with the bad apple.
As you build your financial organization and pursue your goals, think carefully about who should be in your canoe. After all, you are a reflection of the company you keep. There are lots of people to steer clear of. Here are a few examples of red flags to watch for: READ FULL ARTICLE >
What makes good people want to work for you? Is it a competitive paycheck, generous benefits and cool perks? Sure, an attractive compensation package and appealing extras are certainly a big part of the recruiting equation for employers and hiring managers. But there’s a lot more to it. Over the course of my career I have found time and again that the best job candidates are looking for more. They want to work for an organization with a clear mission and a truly team-oriented culture. They desire the opportunity to fully utilize their skills — and seek the encouragement to hone new ones.
The bottom line is that attracting and retaining top talent is essential if your financial company is going to be successful. Here are my tips for recruiting (and keeping) the best of the best: READ FULL ARTICLE >
I’m a sucker for a good analogy and I recently heard one that’s stuck with me. In fact, it’s helping me shift my approach to how I communicate with and lead my team. While at a powerful and intensive Stanford Graduate School of Business executive training event, my fellow attendees and I were instructed not to behave like hippos when we returned to our respective companies across the globe.
Then I got it. As we were reminded, a hippo has a really big mouth but small ears. And the more I thought about it, the more I realized that I had unfortunately adopted some hippo-like habits: talking at people, not with them. I had allowed ambitious goals to pull me off track. I was regularly speaking to my talented team members, but doing less listening. I recognized that, at times, I was acting like someone with a big mouth and small ears. READ FULL ARTICLE >
There are certain skills and traits that financial advisors absolutely must possess. If you’re an employer, it’s critical that you keep a close eye out for these strengths and characteristics when evaluating job candidates.
What are these key selling points to look for?
A financial advisor obviously needs to be able to help clients solve financial problems, avoid pitfalls, get organized and save time. And advisors today absolutely need to be equally adept with numbers and people. OK, so that’s always been the case. But I wholeheartedly believe the “good with people” aspect is increasingly crucial for financial firms to demonstrate from top to bottom if they are to win business in an industry rife with change and disruption. READ FULL ARTICLE >
Nathan Mersereau is President of Planning Alternatives, but he’s also known as the “Canoe Guy.” He believes there’s a powerful business case to be made for authentically forging meaningful connections with employees, colleagues and clients. Nathan uses his canoe question as a metaphor to help people evaluate and manage professional relationships. He frequently speaks about this topic at leadership conferences and industry events. He launched this blog to further the discussion and share insights on how to boost business by being people-focused. Learn more about Nathan’s 20-plus years in the financial industry here.
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Want to send kudos? Comments? Complaints? Questions about navigating an interpersonal challenge at work? Email Nathan