Author Archives: JoelFleischman.com

CLOSED FOR WINTER

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T.G.I.M.!

Below is the scene currently at the front entrance of our competition in Wrightstown.  You can call Miron for a delivery, just not this winter.

CLOSED FOR WINTER.

CLOSED FOR WINTER.

Miron, you see, goes south for the winter and is closing the place down.

At least he has the balls to actually close the place.

Much of our industry also closes for the winter.  They just don’t post it.

They cut back hours as far as possible.  Training is put on hold.  Growth is put on hold.  Costs are controlled tightly.  They crawl into a hole and try to ride out all winter has to offer.  Their “leaders” go to Cabo for a week, and then go to a “business trip” for another two.  And then back to Cabo for two weeks.  And in Spring they will come back with a fresh start.  So they tell themselves.  But they are even less prepared as they were to face the ever changing needs of their customers the season before.

Often all of us

CLOSED FOR THE WINTER.

Mentally and physically.

We say things like:

I will do it in Spring.

It’s too cold.

Not now.

Pretty slow today.

Not much happening right now.

Nobody is working.

Just not in the mood.

Bidding a lot.  Gonna be busy come Spring.

We count the days until Spring.

We watch the scoreboard of business and life… and the score is often bleak in Winter.  We should instead work on our blocking and tackling, knowing limiting mistakes will crush our competition and delight our clients.  We miss the opportunity to grow!

WE ARE CLOSED FOR THE WINTER.  But…

Improvement shouldn’t take a day off.

 

Did you know most people die before they are 21?

When we were young, we had dreams.  We were going to do something fantastic.  The sky was the limit.  We knew we would be better, way better than anyone you knew.

Then something happens…

We “decide” to settle for life.  Actually we never really decide.  It just happens.

Our dreams to “be somebody” died at some point.  We weren’t going to be a professional athlete, a singer, or a race car driver.  We settle.  We die.

But why can’t we be realistic? What’s wrong with being great in any role you have?  What’s wrong with being awesome?  Why does your current life have to be consider settling?  Maybe you are doing exactly what you were meant to do?   Or maybe we crave to be more, what better way to start THEN RIGHT FRIGGIN’ NOW?  Maybe we should live for what God has given you.

Are you living your life to your potential?  Is life just something you are getting on with?

There is no rewind button.  No pause button in life.  You don’t get an eraser.

LIVE NOW.

Helen Keller was asked what would be worse than to be born without sight.  She replied, “To have no vision.”

You must have a vision and then execute the plan.

You get one life.  Spring isn’t promised to you.  What if you don’t make it until then?  What impact will you leave THIS WINTER?  And almost worse, what if you make it until Spring 2015 and YOU haven’t gotten yourself or those around you better? Is that almost worse, haven’t you already died?

Despite your current circumstances, challenge yourself to be phenomenal.

It’s our passion to be busier NOW then we will be this summer.  Maybe it’s because we enjoy golf.  But I don’t think so.  This is the time to get in the film room, learn how to block and tackle, and get better.

1% better each day.

Now is the time to grow and change.

As the competition hibernates:

we work on ways to drive them crazy in Spring.

Spring is coming, will you be better?

 

– Joel Fleischman.  Joel is Head Coach of the solution providers for Drexel Building Supply.  (drexelteam).   You can follow him on twitter:  @JoelmFleischman.  He has provided solutions for builders and their clients since 1996 and a whole bunch of other stuff that you probably don’t care about.

 

 

THE MOST IMPORTANT PEOPLE IN THE WORLD

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TGIM!

The following has been forwarded around the world via e-mails since at least the year 2000…but still totally worth your time.

You don’t have to actually answer the questions. Just ponder on them.

Just read the e-mail straight through, and you’ll get the point.

1. Name the five wealthiest people in the world.

2. Name the last five Heisman trophy winners.

3. Name the last five winners of the Miss America pageant.

4 Name ten people who have won the Nobel or Pulitzer Prize.

5. Name the last half dozen Academy Award winners for best actor and actress.

6. Name the last decade’s worth of World Series winners.

How did you do?

The point is, none of us remember the headliners of yesterday.

These are no second-rate achievers.

They are the best in their fields.

But the applause dies..

Awards tarnish..

Achievements are forgotten.

Accolades and certificates are buried with their owners.
Here’s another quiz. See how you do on this one:

1. List a few teachers who aided your journey through school.

2. Name three friends who have helped you through a difficult time.

3. Name five people who have taught you something worthwhile.

4. Think of a few people who have made you feel appreciated and special.

5. Think of five people you enjoy spending time with.

Easier?

The lesson:

The people who make a difference in your life are not the ones with the
most credentials, the most money…or the most awards.

They simply are the ones who care the most.

– Joel Fleischman.  Joel is Head Coach of the solution providers for Drexel Building Supply.  (drexelteam).   You can follow him on twitter:  @JoelmFleischman.  He has provided solutions for builders and their clients since 1996 and a whole bunch of other stuff that you probably don’t care about.

 

Hall of Fame- Integrity

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Hall of Fame Integrity by: Jon Gordon

A few weeks ago I attended the Cornell University Athletic Hall of Fame dinner where 11 new people were being inducted and honored. For the record, I was not one of them. : )
As I sat in the audience and listened to the honorees give their speeches, the stories they told contained lessons that went far beyond sports and I knew I had to share a few of these gems with you.
Kate Varde, a record setting softball player who graduated in 2004 didn’t talk about herself. She talked about her teammate Joanne Keck instead. Kate said, “As I look out at a room full of accomplished athletes, I’m aware that we all understand the sacrifices we make in pursuit of a common goal, but when that sacrifice threatens our personal success it is often much harder to act with the dignity and poise expected of us. An example of this is when I came to Cornell as a freshman and was chosen to start over a three year starter, Joanne Keck. I earned this spot because of my success with a bat, not a glove. It would have been natural for Joanne to treat me with anger and resentment, but instead she was the first person on the field to celebrate with me when things went well and the first person to pick me up when I was down. She showed the strength, selflessness, and grit that exemplify what true class looks like. Even when it was clear that we were competing for the same playing time, Joanne was a mentor to me. She advised me about the intricacies of the position despite how it might impact her personally. If I hit an important home run, she would be the first person lined up to congratulate me and celebrate the victory. When I made an error, she would be there to pat me on the back and tell me to keep my head up. She was a true leader that put the team first and reveled in our team”s success.”
David Eckel, a cross country track and field champion, shared a story from the fall of 1955 that took place during the Heptagonal Championship in Van Cortlandt Park in New York City. David said he led most of the race with his Cornell teammate Michael Midler right behind him in second place and Doug Brew from Dartmouth about 60 yards behind them. With about a mile left in the race David and Michael took a wrong turn and headed on a path away from the finish line. Doug Brew saw them going the wrong way and shouted to them, “You are off course! You are off course! You are going the wrong way!” David and Michael quickly got back on the right path and finished in first and second place while Doug Brew finished third. That year Cornell won the individual and team championship and if it wasn’t for the integrity of Doug Brew it never would have happened. Years later David and Doug still keep in touch and Doug said he never regretted it. He felt it was the right thing to do and that the Cornell guys would have done the same thing for him.
When I asked Kate Varde why she talked about Joanne Keck she said, “I have always felt that the true team leaders are the people who exert the same effort without the glory; the players who are enthusiastic and engaged in the success of their team regardless of whether they set foot on the playing field. Teammates like Joanne are a big reason why I am here.”
David told me he spoke about Doug Brew because he knew his induction to the Hall of Fame might not have happened if it wasn’t for the integrity and help of his competitor. Doug Brew could have easily let his competition go the wrong way and become a champion. Instead he became a champion of integrity.
Ironically on a night that was all about honoring the achievement of the individual it was clear that making it into the Hall of Fame requires the Hall of Fame Integrity and selflessness of others. And while very few of us will get elected to a Hall of Fame, we can all choose to live with Hall of Fame Integrity and receive the greatest prize of all – the gift of knowing we did things the right way and made a positive difference.
-Jon

 

 

LOVE ONE ANOTHER

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TGIM!  A message from a local Clergyman.

 

Love One Another
December 2, 2014

Dear Brothers and Sisters in Christ,

I hope that I don’t sound like an old curmudgeon, but it seems I went to school back when the dinosaurs roamed the earth! I know that some say that dinosaurs and human beings never coexisted, but it sounds good. Besides, what do you do with those old movies like “One Million B.C.”?

In my grammar school, the sisters prepared a well-defined curriculum. In seventh and eighth grade, we would have four days of religion, but on Fridays, we would have a class on Christian courtesy. As a young boy, I would think, “what a waste of time.” Everything in this class was just going to be a rehash of what our parents taught us at home. Of course, the sisters emphasized that courtesy was a sign of respect for God’s greatest creation – man and woman – and Jesus elevated that dignity by becoming one with us. Therefore, it was extremely important that we reflected this in our behavior toward others: respect for God and neighbor. Our actions said something about our appreciation for others and ourselves.

Today, I would like to propose that all schools reinstitute Christian courtesy or civic (civil) courtesy. It seems to me that simple manners have been lost. How many of us fail to hold a door open for someone struggling to enter a store or a restaurant? When was the last time you saw someone offer their seat on public transportation to an elderly person or a pregnant woman? I am sure that most of us have experienced people cutting in line or jumping to the front because they feel their time was more important than yours. Of course, the terms “sir” and “ma’am” have all but been lost to the common vocabulary for decades. They have disappeared along with words like “please,” “thank you” or “you’re welcome.” It is now almost a shock for someone to be polite.

We could blame this phenomenon on the loss of the sacred, the destruction of family life or even a lack of simple humanity. It is an obvious fact that if I don’t respect others, how can I expect others to respect me? With our increasing technological society, human contact may diminish. Maybe it’s time to teach how one expresses respect through actions. Therefore, it’s very important that we know how to act when we encounter someone in the flesh. We do know that Christ would want us to treat each other with respect as brothers and sisters and, PLEASE, LOVE ONE ANOTHER.

Christ at the Core,

Most Reverend Jerome E. Listecki
Archbishop of Milwaukee

 

 

NEVER EVER EVER GIVE UP

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TGIM

NEVER EVER EVER GIVE UP.

T E A M.

Former Navy SEAL Marcus Luttrell, who was portrayed by Mark Wahlberg in the “Lone Survivor” movie, spoke to the University of Alabama football team before their victory over then-No. 1 Mississippi State.

“If you are part of something that your whole livelyhood depends on another man… that’s where that bond comes in… rely on each other, sacrifice for each other…if you are going to walk thru me you better bring help, because I got my boys right here helping me. ”

Please click to watch.

https://vid.me/e/GE6c?autoplay=1&loop=1

 

 

– Joel Fleischman.  Joel is Head Coach of the solution providers for Drexel Building Supply.  (drexelteam).   You can follow him on twitter:  @JoelmFleischman.  He has provided solutions for builders and their clients since 1996 and a whole bunch of other stuff that you probably don’t care about.

SHELLY

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TGIM!

THANK GOD IT IS MONDAY!

Most days I stop at the local McDonald’s for coffee.  While I love and support local coffee shops as much as I can (they are a lifeblood of small communities) the McDonald’s drive-in is a few blocks from my house and a quick and cheap way for me to get my caffeine fix in the morning.

For many months my normal routine was interrupted by the lack of service I received at my McDonald’s each morning.  In fact it really drained me some mornings.  The routine was lifeless and worse than a transactional service.  I stopped on an average of 5 days a week within 20 minutes of the same time and always ordered the same thing.  You know you would think after awhile I would get a thanks or a smile or SOMETHING.  Nothing.  It even became a game for me.  OK, someone will say at least “Hi” to me.  Come on, I can do this!   I would say an extra smiley, GOOD MOOO-RRRNING.  Zilch.  Nadda.  They would say, “please pull ahead to the second window.”  They would look right thru me like I didn’t even exist.  Every. Time.

And there was one person, she, whoever she was, that was worse than all of them.  She hated her job.  She hated me.  She hated something.  Because, wow, I could feel that negative blow right into my vehicle.  No matter what I did, she hated it!

She was like the Soup Nazi of my morning.

I even told this story to some Drexel fellow team members.  And one said, “Have you ever asked her, her name?”   I said no, but I would try, even though I had little faith in that.  She was the coffee nazi, nothing will work.

Even though I have a wide comfort zone, it still took me four or five times to muster up the courage to do it.

And then I did it.

I finally pulled up, took a deep breath, and did the following:

“Hey, we do this every day.  I should at least know your name, and you should know mine.  My name is Joel.”

She then SMILED and said, “My name is Shelly.”

We shook hands awkwardly and I thought.  Hmmm… that was odd.

The next day it happened.

SHELLY SMILED WHEN SHE SAW ME AND SAID GOOD MORNING.  AND SHE LOOKED AT ME.  NOT THRU ME.  AND I SAID, “GOOD MORNING SHELLY.”

AND THEN THE SAME THE NEXT DAY.  AND THE NEXT.

One day she even stopped me to talk to me about the lunar moon.  She pointed it out to me.  She cared about me.  And I her.

And you know I probably wasn’t looking at her either.  It had to start with me.  It has to start with us.

And that’s what we are here for.  To connect with people.  Even people you have no connection with.  And life gets better.  1% each day.

– Joel Fleischman.  Joel is Head Coach of the solution providers for Drexel Building Supply.  (drexelteam).   You can follow him on twitter:  @JoelmFleischman.  He has provided solutions for builders and their clients since 1996 and a whole bunch of other stuff that you probably don’t care about.

SELF LEADERSHIP IS A CORE VALUE

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TGIM!
Accountability I believe is the single most important thing our team needs to work on.  I am not even sure if we all even understand it yet.  Please read below.  – Joel
From BIG BUILDER MAGAZINE, thank you Raina for the tip!

Accountability: The Center of a Healthy Culture

By:

“The vast possibilities of our great future will become realities only if we make ourselves responsible for that future.” –Gifford Pinchot

Social influence is a powerful thing—whether for good or for evil. As a big believer in positivity, I’d like to see it used for good—promoting a culture of self-improvement, positive attitudes, and accountability. Accountability is about committing ourselves to stay above circumstances, both in how we think and in what we do. A culture of individual accountability creates a good kind of social pressure that recognizes each person’s responsibility and ability to be part of reaching a higher standard.

You know you have a culture of personal accountability when team members and leaders actively follow these guidelines:

1. They take personal ownership of performance and outcomes.

Growing up, my dad never let me blame anyone or anything. He said, “When you point a finger at someone else, there are three fingers pointing back at you!” Adopting a mindset of total ownership is crucial to succeeding, no matter the market conditions. People’s reactions to falling short demonstrate whether they blame or claim. Looking first at our own behaviors and mindsets demonstrates personal accountability, while blaming circumstances demonstrates a victim mindset.

2. They proactively pursue solutions.

The victim mindset also leads to waiting for instructions at an impasse rather than taking charge and proactively seeking the information needed to make a decision. Rules can provide an excuse to remain complacent. When team members are willing to challenge the “rules” (or standard procedures) as well as their own assumptions, you have a climate of accountability.

As uncomfortable as it is to think of the willingness to break rules as a good thing, it is true. Team members must feel the freedom to challenge the rules to best support the team. What you really need is individuals who will take ownership over finding solutions.

Without conflict, there is no change. Doing what’s uncomfortable helps us become the best version of ourselves, pushing us outside of our comfort zones.

3. They see the connection between their effort and results.

When the social influence tends toward the belief that the future is what you make it, you have cultural accountability. Success is linear—rising and falling with effort. Productive thinking says, “What I am currently doing equals what I am currently getting. If I improve what I am currently doing, then I will improve what I am getting.”

The opposite is the belief that efforts don’t matter and success is up to the gods—who either shine down on you or don’t. We’d never identify ourselves that way, but some-times, we operate with that mindset—with underlying beliefs that say it’s not up to us. We say things like, “Good luck” or “I got lucky.” We also make excuses when we fail.

4. They plan ahead.

Executives hold entire meetings just to plan for the next quarter or for upcoming years and events. This is expected, not extraordinary. But you know you have cultural ac-countability when team members at every level think ahead instead of just reacting to their current day’s or week’s situation.

A salesperson saying, “I sold 20 units this year and I’m gonna sell 30 next year,” isn’t extraordinary. On the other hand, an employee with a well-thought out plan in place to reach that goal demonstrates personal accountability. They’ll go beyond saying they’ll make two sales in January and four in March because “it’s seasonal” or “the market is better.” They’ll think through a plan for driving traffic when it’s low and reaching out to realtors.

Similarly, they think through the resources available for an effort. They know they are accountable for their own performance and aren’t going to just jump in and pick the first option.

Planning is about being realistic, working out a plan, and examining options before act-ing.

5. They take responsibility for how their actions impact others.

Ted Terry, CEO for Crescent Homes, says that in order to have an “unleavable” culture, there must be a team mentality. “Instead of being micro-managed,” he says, the environment must demonstrate that “we need everyone’s ideas to make our team better.”

The team mindset also leads to the understanding that, for better or for worse, every-thing we do affects others. This goes for the obvious things (like whether or not we fol-low through on commitments) as well as for those that have unintended consequences.

Many of us pride ourselves at being proactive and doing what needs to be done, whether it’s our responsibility or not. If it seems like the right thing to do or what the client or company needs, then we’ll step in. This is often a good thing.

The problem is that taking initiative to do someone else’s job can end up crippling that person. They may end up removing the task from their mental to-do list and perpetuating the cycle of someone else picking up the slack.

They may also end up defensive, thinking, “What was wrong with the way I was doing it?” They may perceive the support as negative feedback or even feel misjudged because they simply had not had a chance to do the job yet. When this happens, they feel that their effort does not count, which lessens the chances that they will take accountability for their work in the future.

A well-intentioned action may have a negative effect on someone else’s performance. The person who is accountable must have clear expectations and feedback on the timing and quality of their job. This is much more productive than someone taking over their responsibilities.

Accountability means making choices, approaching work, or accepting decisions that support other people’s accountability and what is best for the team.

The bottom line is that sometimes, taking charge means stepping back and getting out of someone else’s way.

6. They govern themselves.

At every level of the company, employees spend very little time getting direction from their boss. Most of the time, they direct their own work and are responsible for de-termining how things get done. We’re our own leader – and the only leader available to us most of the time.

Accountability is about each individual maintaining that leadership position. It’s self-leadership. The person in charge of you most of the time is you. Our success, while it may be influenced by many other factors, is really up to each of us. In fact, looking to someone else for direction leaves us rather vulnerable.

A culture of accountability doesn’t get leadership off the hook. After he finished the grueling work required to be a contestant on the weight loss show The Biggest Los-er, Erik Chopin got a lot of advice he judged as silly. He’d just kicked butt to lose 200 pounds and thought he’d learned what he needed to learn. “Beyond the finish line, I’d heard from so many people [that] maintenance is the hardest thing,” Chopin said. “[I used to think,] ‘Try losing 200 pounds!’ But maintenance really is a lifetime.” Even after building a culture of accountability, employees need support and leadership if they are going to have sustainable success.

COMFORTABLE IS A SCARY TRAP

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TGIM!

Comfort is a scary trap!  That favorite chair or couch of yours is a trap; it’s a death sentence.  God did not create you to be a sloth.  Your current customer base and current role here is a trap!  \

While balance is important and at times you need to put the race car in the shop, doing it too often can cause you to stall and never get back in the race!

You must keep grinding and change and grow OR ELSE!

It is easy to assume our customers will be around forever and we can always ride our “horses.” We might even complain about them, or get sick of them, you know those darn top customers are so “needy.” (Oh my gosh do I cringe at that last sentence.)

The top 20 accounts in each location make up 80% of our business.

We should never take them for granted.  We need to be grateful for them and thank them as often as we can.  Our job is to watch out for them, protect them, and take care of them.

In fact, we might even be friends with these top customers; we might get super comfortable… THAT’S THE TRAP!

***

However..  no matter how busy we are, you can never stop looking for new customers! Customers die, go out of business, shrink, change their business model, or sometimes we lose all or portions of their business to our competition if we get lazy.  (Thankfully that happens about as much as a Democrat agreeing with a Republican).

Stay with me here…

I will PROVE IT TO YOU.

This is the TURNOVER OF CUSTOMERS on our TOP 20 ACCOUNTS from 2008 until now. That’s only 6 years:

Campbellsport has 12 new accounts out of 20 since 2008

Berlin has 12 new.

Kiel has 15.

Brookfield has 17 NEW and that is from 2010!

70% of our TOP 20 ACCOUNTS WERE NOT IN THAT GROUP IN 2008!

If we would of got comfortable in 2008 until now, we would all be working for someone else… Drexel wouldn’t exist.  Even if it’s not comfortable … it is necessary to always be on the lookout for new customers.

How will we survive and thrive in 6 years?  Good chance it will be from finding new customers and staying uncomfortable.

 

– Joel Fleischman.  Joel is Head Coach of the solution providers for Drexel Building Supply.  (drexelteam).   You can follow him on twitter:  @JoelmFleischman.  He has provided solutions for builders and their clients since 1996 and a whole bunch of other stuff that you probably don’t care about.

5 Ways to Be Happier at Work

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Happy Monday. TGIM!

 

Another excellent take from Jon Gordon.  I swear this is not simply a re-paste of Jon Gordon’s work.  It just that him and I align quite often.

 

5 Ways to Be Happier at Work

Here are some strategies to be happier at work. We can choose to fill our days and the rest of our year with positive energy!

Monday

Focus on “Get to” instead of “Have to” – While driving to work focus on what you “get to” do instead of what you “have to” do. With gratitude realize that you don’t have to do anything. You get to go to a job while so many are unemployed. Gratitude floods your body and brain with emotions that uplift you and energize you rather than stress hormones that drain you.

Tuesday

Don’t Expect your Boss, Co-workers and Customers to Make you Happy – Realize that happiness is an inside job. Our happiness has less to do with forces outside of us and more to do with what’s inside of us. The way we think about work, feel about work and approach our work influences our happiness at work. For instance, just by making yourself smile you produce more serotonin in the brain-which makes you feel happier. You’ll also be happier when you focus on what you are giving instead of what you are getting.

Wednesday

Don’t Seek Happiness – Ironically if you want to be happier don’t seek happiness. Instead share your strengths and decide to work with passion and purpose and happiness will find you. The research shows that people are most energized when they are using their strengths for a bigger purpose beyond themselves. Whatever your job, decide to bring passion to it and find purpose in it. I’ve met bus drivers, mortgage brokers, janitors and fast-food employees who are more passionate about their jobs and happier than some professional athletes making millions of dollars. Every job will get mundane and “old” if you let it but purpose and passion keep it fresh and make you happier.

Thursday

Focus on Excellence instead of Success – When you focus on success you can easily fall into the trap of comparing yourself to others, looking over your shoulder, feeling envious, playing office politics, and competing against coworkers instead of collaborating. However, when you focus on excellence you measure yourself against your own growth and potential. You strive to be the best you can be. You simply focus on getting better every day and this makes work more meaningful and rewarding.

Friday

Celebrate Together – While we shouldn’t depend on others to make us happy, by building a positive team or support group at work we will be happier. So instead of expecting others to make you happy, you proactively create the positive relationships that enhance your engagement, productivity and happiness. One great way to do this to huddle with your team/group at the end of the week and have each person share their accomplishments, victories, and great moments of the week. This will produce great feelings on Friday that inspire you and your team to come back to work and make a difference on Monday.

HOW TO GET MORE DONE

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How To Get More Done Each Day

Original post  HERE.

ID-100138959-2Productivity is everything in business. Being more productive leads to more promotions, more pay, and more personal satisfaction. Here are seven simple and direct methods from your friends at Dale Carnegie Training of South Carolina that you can use today to get more accomplished:

 

Work Harder — Work harder and concentrate with greater intensity on your work. You can focus single-mindedly and discipline yourself to work without interruption, diversion, or distraction. You can work harder than anyone else, which is a secret to great success.

Work Faster — Work faster and pick up the pace. You can develop a faster tempo. You can move more quickly from place to place and from job to job. When you combine working harder and working faster, you can get more done in a single day than most people get done in a week.

Batch your Tasks — You can batch your tasks. You can do a series of similar jobs together, taking advantage of the learning curve.

Do More Important Things — Make a list and rank which duties are important.  Also, look for ways TO ELIMINATE tasks.  Many tasks we do might not actually be important any more.

Do Things You’re Better At — Do things at which you excel. The better you are in a key skill area, the more you can get done, and at a higher level of quality. Because you are better at these tasks, they will be easier for you, so you will get them done with less effort, and you will have more energy as a result.

Make Fewer Mistakes — To get more done, you can make fewer mistakes. You can take the time to do it right the first time. You’ve heard it said, “there is never enough time to do it right, but there is always enough time to do it over.” One of the best time management techniques is to do it right the first time, even if it takes a little more effort and concentration.

Simplify the World — You can simplify the work by reducing the number of steps necessary to complete the task. This makes the job simpler and easier to get done.