Roy's Blog: May 2022
May 30, 2022
Why ‘Audacious Unheard-of Ways’, Roy’s new book, is a winner
Source: Pexels
Roy’s new book ‘Audacious Unheard-of Ways’, is available May 31, 2022, and here’s why it’s is a winner.
What is it that sets you or your business offering apart?
Most companies don’t really have an answer!
As well, most people also don’t know what their secret sauce is either.
My good friend and marketing guru, Roy Osing has now written his seventh book in his ‘BE DiFFERENT or Be Dead’ Book Series, titled ‘The Audacious Unheard-of Ways I Took a Startup to a Billion in Sales’, and I was fortunate enough to be able to read his book prior to going to press.
Basically his book is talking about being different from the breed. What is your company’s uniqueness?
It’s about knowing HOW BIG you want your company to be and who you want to have as clients.
What do you have that’s impressive and what were your accomplishments?
Roy says: ’What you know doesn’t matter, it’s what you have done that matters.’
Makes sense!
The questions in his book are refreshing. Questions like: “What kind of leader are you?” As simple as the question is, do you have an answer?
Let’s pretend that you are in the middle of a very important potential new client pitch, and the final question is: “So, what sets you apart from the other agencies?”
You better have your secret sauce answer; an answer that solves their problem or issue.
Companies hire people and agencies to solve problems and you better show and prove to them that you can solve their problem better than anyone else.
Roy’s latest ‘Audacious Unheard-of Ways’ book gives real insight into the value differentiators for you, your company and its culture.
Fortunately you don’t have to wait any longer to get your hands on Roy’s book and explore his ‘Audacious Ways’ to be successful, including “What is your ONLY Statement?”
Roy’s book is an absolutely must read for anyone looking for practical and proven ways to skyrocket their performance and be astonishingly successful.
— Frank Palmer is Chairman of Palmer Stamnes DDB, Vancouver, Canada and one of the most accomplished advertising executives in the world.
- Posted 5.30.22 at 06:00 am by Roy Osing
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May 23, 2022
This is why 6/10 is an awesome personal score
Source: Unsplash
If you achieved a 6/10 on your performance appraisal at work would you be happy? Would others view your mark as a sign of success? Would you declare what you did during the year to be an amazing achievement?
I doubt that 60% would send you to lofty heights emotionally. Rather it would probably suggest that you are buried somewhere in the pack of averageness and that you are under performing.
That’s a shame.
Why is it that we view incredibility as a 9 or 10 and not a 6?
Many performance appraisal systems are loosey-goosey
We’ve all been victims of a soft loosy-goosey performance evaluation system that quite frankly exists in most organizations.
These systems are based on theoretical notions like:
— performance goals need to be “realistic “.
— really tough objectives will demotivate individuals and they will shut down.
— the objective of any performance management process should be to get a normal distribution of evaluations around the mean; there should be as many above-mean ratings as there are below-mean ones.
The truth is that in most performance management systems, goals are set at too low a level and performance ratings are inflated; it is relatively easy to achieve a 7/10 or higher in most organizations — this means that rather than results being evenly distributed around the mean performance rating, they are skewed to the right.
So, when someone gets a 6, they certainly don’t view themselves as over achieving, yet their performance could be above average or better if the performance system were not dysfunctional. Furthermore people who find themselves in this situation become demotivated and unsatisfied with their job.
And, if you’re a 9 in a system where everyone knows the success criteria for exceeding and excelling performers is watered down, your achievement is met with ‘ho-hum’ rather than excitement and celebration. Again, a demotivating event when it should be one of ebullience.
If the challenge is tough, a 6 should be accepted as reflecting a worthwhile achievement; it should be cherished.
I recall a situation in my company where the CEO declared that there were too many exceeding and exceptional performers as judged by the HR performance evaluation process.
“How can we have so many apparent stars when our corporate performance is below our expectations?” he asked.
His view was that there was a disconnect between how we judged people and the performance in the company that was achieved.
Group assessment is a great equalizer
He changed the system. He stated that there would be no more than 10% of managers/leaders who could be in the exceeding/excelling category and that there would be peer group assessment of the proposed ratings for every manager.
The way it worked was that every manager would present the performance ratings for each of their direct reports to a group of peers, where they would have to defend why they were giving a particular rating knowing that only 10% of the overall group of direct reports could be rated as exceeding or excelling.
So if I proposed to rate one of my direct reports exceeding job expectations at an 8 rating, I had to give evidence that supported my view.
My peers then had the opportunity to challenge my rating based on how they saw my direct report and how they viewed my report in comparison to their own.
Debates raged on and the process eventually resulted in the desired distribution of performance ratings. In fact we were instructed to continue with these group evaluations until the CEO’s objective was achieved.
Managers who were initially rated an 8 or 9 were lowered to a 6, 7 or lower and some were actually raised from the meeting job expectations level to exceeding performance.
What happened then was truly remarkable although it took time to achieve.
After a few years of going through the peer group evaluation process, people began to look at 6’s — or 5’s for that matter — differently.
They began to be (correctly) viewed as worthy measures of challenging performance. It took some doing to get a 6 was a familiar topic of conversation around performance evaluation time.
A ‘6’ became a ‘9’
A 6 became a worthy achievement because goals were set to be challenging to achieve, and overrating of performance was all but extinguished.
So if you’re in HR, encourage management to set challenging, unreasonable objectives for their people and introduce a peer ratings adjudication process to ensure that ratings better reflect performance.
If you’re stuck in an organization where the culture is such that 6’s are disparaged, it’s a sure sign that performance evaluations are overly inflated and people are over rated for the work they’re doing.
Find a culture where 6’s are cherished and you’ll know that leadership sets tough challenging goals and expects overachieving performance as the norm.
Cheers,
Roy
Check out my BE DiFFERENT or be dead Book Series
‘Audacious’ is my latest…
- Posted 5.23.22 at 02:16 am by Roy Osing
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May 10, 2022
What is breakaway leadership and how can you achieve it?
What is ‘Breakaway Leadership’ and how do you achieve it?
Breakaway Leadership dispels the MYTHS out there that a leader must:
❌ Have charisma.
❌ Have vision to ‘see in the future’.
❌ Command and direct people.
❌ Act with precision.
❌ Delegate, NOT micromanage.
❌ Be ‘BIG PICTURE’ minded and not get bogged down in detail.
“Leadership charisma is ‘communications on steroids’ and a classic case of style over substance.”
#Audacious
Breakaway Leaders, on the other hand, practices Audacious Unheard-of Ways focused on:
✔️ DIFFERENCES not similarities.
✔️ THE ONLY ONE—not one of many.
✔️ ’CRAZY’, not normal.
“Gem #1 that will make you a dauntless leader — STOP! doing stuff.”
#Audacious
✔️ CONTRARIAN not ‘going with the flow’.
✔️ PRACTICAL MOVES not theoretical textbook prescriptions..
✔️ EXECUTING and learning, not planning.
✔️ REACTING not predicting.
✔️ CUSTOMERS not products.
✔️ SERVING not selling.
✔️ INDIVIDUALS not crowds.
“Gem #2 that will make you a dauntless leader — STOP! following so many textbooks on leadership.”
#Audacious
✔️ “How can I HELP?” leading not “Do this!” managing.
✔️ CREATING not copying.
✔️ Helping FRONTLINERS not following the boss.
✔️ MICROMANAGING—DIY—not excessive delegation.
Food for thought and, for those leaders who want to step up their game, the necessary ingredients for an amazing and successful career.
Cheers,
Roy
Check out my BE DiFFERENT or be dead Book Series
‘Audacious’ is my latest…
- Posted 5.10.22 at 07:01 am by Roy Osing
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May 9, 2022
Why rare qualities in people result in amazing careers
Why rare qualities in people result in amazing careers.
Ever asked yourself these questions?
— “Am I intelligent?”
— “Am I qualified?”
— “Am I skilled?”
— “Am I competent?”
— “Am I good enough?”
— “Am I capable?”
Probably, at some point in your working life, one of these questions has crossed your life.
But have you ever asked yourself “Am I rare”?
You may not have, and yet this is the most important question of all to ask.
RARE people are:
▪️The ONLY ones who do what they do
▪️Special
▪️Unique
▪️Memorable
▪️Unforgettable
▪️One of a Kind
▪️Distinctive
▪️Stand outs in a crowd
▪️Weird in an amazing way
All the qualities of someone who is noticed in the crowd.
Someone who will attract attention.
Who others will notice.
Who will have a chance to show what they’ve got BEFORE others more commonplace.
BE RaRE.
BE the topic of conversation and object of someones attention.
BE the ONLY one who offers unique solutions to problems.
BE contrarian.
BE creative not a copycat.
RaRE is the prerequisite to success.
Cheers,
Roy
Check out my BE DiFFERENT or be dead Book Series
‘Audacious’ is my latest…
- Posted 5.9.22 at 04:11 am by Roy Osing
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