Although many of us most easily recognize risk in its physical form, it can also be emotional and intellectual in nature. Every one of us has a different tolerance for risk, and we all have a different starting point when it comes to facing different risks. This applies to relationships, business and life in general.

When we face risk, we learn about ourselves. We may learn what our limitations are but, most importantly, we learn about what our limitations ARE NOT. This can free us to try new things and to be more successful than we were before.

To learn about ourselves we must leave our “comfort zone” and go to a place that is new. However, if we venture too far out of this zone, we enter the “panic zone”, a place where the surge of adrenalin will fog our minds and paralyze our muscles.

For best learning we want to venture into the challenge zone, that sweet spot between comfort and panic where we can stretch ourselves in productive ways.

When you find yourself in a situation that seems uncomfortable for any reason you are likely stepping outside your comfort zone. When this happens we should Pause, Reflect and Respond.

Pause: stop and take a deep breath to center and calm yourself.
Reflect: take a look at what is happening, what you believe to be true versus what you know to be true.
Respond: Chose the action that will get you the best long term results.

Using this simple strategy will help you meet challenge effectively and learn in your challenge zone.

We all know things are tough right now and at first I allowed this to control me. I was stressed out and in a bad mood. However, after reflecting upon my circles of influence and my circles of concern (I will expand on this more in a future blog entry) I decided I was approaching this situation all wrong.

There are basically two strategies you can use to make it through 2009. You could choose to lay low, cut costs, cut spending and hope to survive or you can focus on growth and innovation. We as a company have chosen the later.

We all know this recession will end; it is just a matter of time. Therefore, we have decided to focus on growth and innovation with the goal of emerging from 2009 stronger than we went into it. Now I am not foolish and I don’t think that we will set new financial records this year so this is not my definition of growth. What I have defined as growth is the growth of our company, our team and each individual on the team.

We are embarking on many corporate and personal development projects this year. We are developing new programs, researching new curriculum, and undertaking personal development initiatives. We are choosing to focus on innovation and growth rather than survival. We are planning to Thrive and not just Survive (following the lead of one of our team building programs).

Will these initiatives cost us time and money; yes. But this investment will pay huge dividends in the near future.

What is your choice going to be this year?

Leading people is difficult enough, but when you factor in generational differences it becomes downright complex. The challenge for any leader is to get the most from their team members. In order to do this the leader must constantly flex their style to meet the needs of each individual. It is not the responsibility of the team member to meet the needs of the leader, but rather the other way around.

This topic can be discussed from the viewpoint of leadership style and personality, but one of the increasingly popular questions is “How do I lead people from different generations?”

The three basic generation groups I will discuss in this blog are the Boomers (1946-1964), Gen X (1961-1980) and Gen Y (1976-2001).

When leading Boomers they want to know that their role and opinion counts. They want to feel that they are an important part of the organization. They want structure and conformity. Change is often a challenge for Boomers. They are willing to work hard and put work first.

Gen X team members have a greater need for balance between work and personal life. They need flexibility and a less rigid structure. They still value structure, vision and policy, but need to have the ability to adapt it when necessary. They do not always need the flexibility, but need to know they have it if they want it.

Gen Y wants to be a part of something big. They will work hard if they see a big return on their investment. This applies to organizational results, but there needs to be a personal reward as well. Gen Y will often place their personal life first and are not always willing to work the same long hours as the Boomers. Gen Y are risk takers and are not worried about failure.

When leading these three groups, keep the following strategies in mind:

Boomers

Ask for their opinion when making a decision

Get them involved in brainstorming

Ask them to put ideas into action and trust them to follow through

Give them responsibility to make sure things get done

Gen X

Provide your vision, but allow them to discover their own strategies within communicated parameters

Give them time to discuss and make a thorough plan

Link performance to reward

Provide opportunities for personal time

Gen Y

Break tasks down into small chunks and set goals for each chunk

When involved in decision making leave room for flexibility, but set guidelines so that possibilities are limited

Provide them with the latest technology

Track their performance and meet with them on a regular basis

Becoming a lifelong learner is critical to personal and professional success. Science has taught us that without constant challenges our brains will start to lose their agility. What can you do then to become a lifelong learner? The answer lies in goal setting.

Goals provide direction and motivation and they don’t need to be complex and time consuming. Goal setting has been a big part of my life. Without a goal I find that I seem to float into a bit of a holding pattern. All aspects of my life are affected. I lose energy and focus.

For me, many of my goals are physical in nature; running a marathon, climbing a mountain, or most recently becoming a ski instructor.

I just finished my Level 2 CSIA ski instructor certification. In accomplishing this goal I will earn $2 more per hour when I teach skiing on the weekends and be qualified to teach a wider range of ski student, but these are obviously not the reasons I did this. Taking this course forced me to learn new skills and to hone existing skills. It made me think critically, it made me develop new abilities, and it gave me something to commit to and to focus on. I believe that something as simple as developing myself as a ski instructor will make me a better husband, father and business leader.

Some of you reading this blog know exactly what I mean and likely have many goals in mind or in action right now. Others may be at a loss for what to do. The easiest way to set a goal is to find something that you are interested in. Start a book club, take a course, develop a new hobby or think back to your youth and pick up on a long forgotten interest. The key is to pick something and make a plan. Keep it simple and make it happen. You will be a better person for it and you will be a lifelong learner because of it.

Welcome to my web site and my blog. This blog has just been set up and is in the process of being developed. If you are looking for information on my keynote talk please go to http://www.summittraining.com/programs/programs.html and click on the Learning In Thin Air link. If yo are looking for information on our training programs go to http://www.summittraining.com/programs/programs.html. if you are looking for information on our Team Building programs go to http://www.frontiergroup.biz/programs/programs.html and explore our many options.

I will continue to update this blog or a regular basis so please come back soon.

Best regards, Scott.