Eight Steps For Building A Great Reputation And Influencing Perceptions

  • 09.02.15
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Eight Steps For Building A Great Reputation And Influencing Perceptions

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Category : Careers , Leadership , Management

The following Eight fundamental practices provide a key strategy in managing perception and developing a great reputation with your friends, family and business associates. While they are listed in sequential order, as an individual you will find yourself constantly moving back and forth among the elements as you work to build your reputation and influence the perception others have of you.

1. Build Relationships:

The relationships of “all” individuals within any human endeavor, is absolutely essential for success to happen, be they: husband – wife, parent – child, teacher – student, leader – follower, or coach – player. 
Evidence of a “healthy relationship” is that the relationship is challenging, honest, trusting, supportive, and that all issues can be worked through successfully

2. Model The Way:

You cast a long shadow of influence; others will listen to your talk, but watch your walk. You must constantly be building in a positive manner your “perception capital” and your “reputation capital.”

3. Listen To Your Friends:

You were born with two ears and one mouth – use them accordingly. 
You must listen with your whole being. To listen effectively you must ignore your own needs and concentrate your attention on the person speaking.

4. Challenge Your Friends:

Challenge your friends to do things and go to places they have never been before. You can help them open up to a bigger worldview. Challenge your friends to be open to change.

5. Inspire Your Friends

Inspiring your friends most always begins with a vision. A vision is about possibilities; it’s about the future. Successful people I have interviewed or known personally have at one time or another imagined a “significant” future. A vision acts like true north on a compass. It points the way to a specific destination.  Aristotle stated, “A vivid imagination (vision) compels the whole body to obey It.”

6. Enable Your Friends

Help him or her describe in their own words and their own descriptive thoughts, what it will take for them to enable their own future. You need to challenge others to truly think…so they can discover and take responsibility for their own vision of their possible future.

7. Dialogue With Your Friends:

To be meaningful and transformational, the discussions held between you and your friends must go beyond a simple conversation and enter the world of dialogue. The dialogue must involve insightful thinking about the world of work and include the non-business, social, family and personal world of your friends. People do not live in one world or another; their life is affected by the whole.

8. Value The Journey:

I once saw an advertisement that stated, “Having fun is serious business.” Being a person who is perceived to have a good reputation is serious business; however, it can and should be both enjoyable and fun. Some motivational speakers speak to the potential of living one’s dreams. When it comes to enjoying and having fun in your work and play I would speak to living one’s passion.

 

  • 09.01.15
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Success Stories

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Category : Careers , Leadership , Management

Success Stories from Clients

“Ingbretsen Consulting LLC has the great capacity to clearly define the issues, work effectively to develop consensus on the strategies and orchestrate the solutions required for success. The diligence, passion, and workforce knowledge Ingbretsen Consulting LLC demonstrates through clear and concise insight is exceptional.

The Spokane Area Workforce Development Council is now focusing its energy on the areas that will have the biggest impact on the council’s ability to enhance the workforce of our community thanks to the efforts of Ingbretsen Consulting LLC.”

Steve Dahlstrom
President and CEO of the Spokane Teachers Credit Union,  and Chairman of the Spokane Area Workforce Development Council

 “Ingbretsen Consulting LLC’s, experience, insight and candor were instrumental in helping our community understand its current manufacturing workforce needs and take the steps necessary for future success. Equally important was the skillful handling of engaging all stakeholders in the process of both defining the workforce issues and developing and implementing sound recommendations. Ingbretsen Consulting LLC brings enthusiasm, responsiveness, focus and professional expertise to bear when solving the client’s needs.”

Rich Hadley
Former President and CEO of Greater Spokane Inc. 

 With Roger’s help, our organization raised the performance bar and raised the skills of all of us who occupy a leadership role. His contribution now forms the foundation of the enlightened leadership with which we lead ourselves and others. His impact on the success of the company has been positively felt and will be for years to come.

LeRoy Nosbaum
Past Chairman of the Board and Chief Executive Officer at Itron, Inc.

 Through Roger’s coaching and leadership development process I acquired a better understanding of my strengths and how to capitalize on them. The eye opening experience improved my sense of confidence and I am now thinking more strategically. A wonderful experience!

Roberta A. Brooke
Former Executive Director International Trade Alliance

 Roger’s work with the senior staff at the Spokane Symphony was a big boost to the executive and supervisory effectiveness which we all discovered were needed. None of us had received much formal training when we were promoted to key positions. Roger’s experience, publications, and patient personal approach helped our effectiveness a great deal.

John Hancock
Spokane Symphony recent past Executive Director

 Roger is helping our organization raise the bar in growing an organizational culture of leadership and accountability. Although we are in the early phases of our work with him, we have already seen a solid return on investment. Roger has tremendous passion and knowledge about leadership and the ability to effectively share this with others. Now the leaders he has worked with are passing this same knowledge and passion on to others.

Tom Fritz
Former Chief Executive Officer for Inland Northwest Health Services

 Roger Ingbretsen has helped Cascade Windows using his leadership development programs which are based on practical application and his wealth of personal knowledge. Roger’s current research into the issues that are impacting workforce availability and readiness will assist us in creating career opportunities that attract and retain the best workforce. His innovative approach that combines past experience and futuristic design will position employers for success in the recruiting manufacturing talent. These approaches which are based on current research will be essential for any company wishing to compete successfully in our global economy.

Garman E. Lutz
Past Exec VP & CFO Cascade Windows

Roger’s extensive background and desire to raise leadership awareness and help those in front-line management positions was clearly demonstrated when conducting a series of twelve management workshops at our facility. His understanding and flexibility of working around manufacturing schedules was exceptional. His “real-world – “real-time” understanding of leadership principles and application are right on point.

Randy Quintero
Director, Human Resources Huntwood Industries

 Ingbretsen Consulting LLC provided a very insightful workforce assessment study with recommendations for talent shortage issues in both the Healthcare and Manufacturing sectors of our region. His assessment methods are sound and his recommendations well thought-out and clearly presented. His knowledge and understanding of workforce issues are exceptional.”

Stephanie McKinney
President/CEO Greater Flagstaff Economic Council

 Because of executive coaching confidentiality agreements the following endorsements are offered; but without name association:

  1. Roger has a coaching style that best serves the participant. He has a keen understanding and rich information library of the issues and opportunities, which growth oriented people can tap into. With his coaching, I discovered new ways to view and analyze my strengths and competencies related to personal and professional development.

  2. After twenty years in management, the last ten in executive management, I thought I had all the tools and had faced all the issues. I was wrong. The Leadership Coaching Development Experience helped me look at myself differently, ask new questions and provided me with some innovative tools and thinking. I found myself using this newly discovered knowledge from the very beginning of the program.

  3. Rogers’s leadership development process helped me change the way I viewed my organization. I now have a better understanding on what I should be concerned about and how to more effectively communicate with my group. The leadership development process also provided me better insight on how to detect problems, seize opportunities and take advantage of early wins in innovative thinking.

  • 09.01.15
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Workforce Development

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Category : Careers , Management

Workforce Talent and Development

When given the right attention and investment, People, and what they bring to an organization or a community, are an asset that appreciates over time. If we don’t invest in people we put in peril the global leadership America currently enjoys. If you don’t invest in your own development your earning power will not reach its full potential.

Now, faster than most imagined, a confluence of social, economic, but most of all technological forces are bringing a new twist to the world of work. We are entering the age of a Knowledge-based workplace where each person is becoming a “business of one.”

With over twenty-five years of research and direct workforce involvement, Ingbretsen Consulting LLC is prepared to show you how to effectively react to thechanging workplace environment. We can help you, your organization, or your communities, understand, assess and recommend action steps that can be taken to deal with the growing problem of workforce talent development.

As a coach, I work with “you the individual,” so you can have the impact you need to be more successful and satisfied in your career. As a writer, I provide real-world proven information you can apply immediately.

Ingbretsen consulting accomplishes in-depth analysis, which results indeliverables that are action driven to improve the individual, the workplace and the workforce.

If you need expertise in career issues, workforce skills panels, workforce gap analysis, workforce development council initiatives or training of front-line supervisors/managers, contact Ingbretsen Consulting LLC.

  • 09.01.15
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Leadership Workshop

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Category : Leadership

Leadership Development Coaching Experience© Workshop Overview

This is a 2 Day workshop with both days starting a 8am. and lasting until 5pm.

Session 1: A Focus on Your Assessments

  • Discover Your Strengths
  • Discover Your Personality Type
  • Learn How to Enhance Your Communication Skills
  • Discover Your Learning Style
  • Understand the “Seven Intelligence’s”
  • Learn How You Can Become a More Effective Listener
  • Discover Your Leadership Style?

Session 2: Developing a Strong Management and Leadership Approach

  • Examine the Core Competencies of Managers and Leaders
  • Understand the Talents of Good Managers/Leaders
  • Learn the Ten Motivating Musts
  • Understand the Four Basic Needs of Followers
  • Learn How to Measure the Impact You Have on Those You Lead
  • Awareness, a Key to a Leader’s Success
  • Alignment, (focus) a Key in Leading Change
  • Behavior, a Key Attribute of Leadership
  • Visioning, a Key Role of Leadership
  • Twelve Observations of Present and Future Leadership

Session 3: Developing a High Performance Team

  • Learn the Eight Elements of Building a High Performance Team
  • Understand the Twelve Characteristics of High Performance Teams
  • See a Description of a Well-functioning Team
  • Understand the Eight Attributes of a Solid Team Member
  • Learn the “Four Domains of Leadership Strength” in Building a Team
  • Learn the Five Signs of Strong High-performing Teams

Session 4: Individual Leadership Coaching

  • Learn How You Can Focus On Your Leadership Development
  • Label Your Most Dominant Weaknesses and Mitigate Them
  • Learn How to Put Your Strengths to Work
  • Develop Your Strengths Action Plan

Session 5: Understanding the Dynamics of Change

  •  Learn the impact of Feelings, Resistance, Stress and Motivation
  • Understand the Two Types of Resistance to Change
  • Learn Why Change Results in Stress
  • Learn Seven Effective Ways to Reduce and or Manage Stress
  • Learn Why Change Fails
  • Learn How to Take Charge of Change

Session 6: Leading Strategic Change

  • Discover Six Great Killer Organizational Competencies
  • SWOT – A Great Tool to Develop Insight
  • SWOT Analysis Worksheet
  • Learn Why Visionary Strategic Change Leadership is Needed
  • Discover the Characteristics of a Vision
  • Learn How to Develop a Strategic Change Strategy
  • Learn How to Turn your “Vital Few Objectives” into your “Strategy”
  • Worksheet for Developing a Solid Strategy
  • Alignment is Key
  • Execution is the Bottom Line!
  • Make Your Culture Match Your Strategy
  • Effective Delegation, The Key to Your Success

 About Ingbretsen Consulting LLC:

Coach and author Roger Ingbretsen is a certified executive coach and organizational developer, providing organizational and career guidance to professionals, managers, supervisors and all individuals looking for “real world” career development and business information. His entrepreneurial approach will help you learn how to plan, lead and succeed in your career.

  • 09.01.15
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Leadership Development

Tags :

Category : Leadership

The Leadership Development Coaching Experience©

Leadership talent development and succession management planning are becoming a top priority for many organizations in today’s competitive environment. To ensure that the right talent is placed in key leadership positions, professional development and succession management cannot be isolated from the business strategy of the organization.

A key challenge for any organization is the development of leaders and an environment, which allows all stakeholders to realize their full potential. Improving the practice of leadership in an organization involves more than simply changing the personal behaviors of a few key individuals. It also requires organizations to create an integrated approach to identifying, retaining and “coaching” the necessary talent required in today’s competitive global market. Leadership development through coaching is becoming to organizations what a coach is to sports one of the requirements for winning.

Ingbretsen Consulting has developed a proven and well defined “leadership coaching” process which will produce results that can be powerful. The Leadership Development Coaching Experience© provides the insight, concepts and the strategy, for developing the organizations leadership.

The Leadership Development Coaching Experience© is a systemic process which will help embed “succession planning” in an organization. When used to the fullest extent, he process ensures that leadership development and succession planning are an integral part of the organizations talent management strategy. It is a “strengths based” approach that is designed to quickly develop the “high potential” managers and leaders of the future. Participants discover their strengths, talents, skills and competencies and learn how to use them for greater “leadership impact.”

Filling the pipeline with talented, high performance people is the admission price for future growth and building a winning team. As a leader, you are the steward of your talent pool. To be successful, the organization must seek to attract, develop and retain the best talent in positions that are critical to attaining its plans and priorities. That talent must also be capable of dealing with the biggest challenges facing the organization in both the present environment and future direction.

The Leadership Development Coaching Experience© can be used in for-profit, non-profit, private and public organizations. If you are a CEO, President, Vice President, Director, Manager or someone in a key leadership role, you can apply the principles of the leadership development process.

As a result of new insight gained from the Leadership Development Coaching Experience© a more highly energized leadership team will build off and enhance individual and organizational strengths and competencies. They will also seek answers to, and more precisely define and articulate:

  • A clear mission statement — Why do we exist? What is our organizational purpose?
  • A compelling vision — What clearly describes our future desired state? What fulfills the mission?
  • A solid strategy — What is the logic and tactics that will ensure the mission and vision will be achieved?
  • A reevaluation or restatement of organizational values — What are the values the organization will both espouse and live by, that will satisfy all stakeholders’ needs? What culture do we want to create?
  • A greater focus on sustainability, growth and talent — What do we need to be doing today for our survival? What do we need to be doing to ensure future growth? What talent do we need to do both?
  • A strong emphasis on creativity, innovation and implementation — What products, services or other deliverables will support personal and organizational growth? How do you take these from a dream to reality?
  • A possible structure change — How do we best organize to bring about the changes needed to facilitate new organizational demands, desires strategies and needs?

My research on dynamic organizations and practical experience as both a leader and an “internal leadership coach” has shown how important the understanding of the above stated conditions are in the implementation of a cost effective and successful leadership coaching process. They provide the building blocks needed to enhance, create and build organizational success. They are the “touch-stones” that leaders can continually go back to when seeking a higher level of personal and organizational achievement. The seven statements are the essence of the Leadership Development Coaching Experience©.

  • 09.01.15
  • 0

Career Guidance

Tags :

Category : Careers

Look to Ingbretsen Consulting LLC to find the answers to successfully navigate through the turbulent times of change and career uncertainty…

Our economy is a mess, and we are in uncharted territory. Most everyone is feeling the pinch, especially if they now find themselves unemployed or wonder if they are the next one to lose their job.

Unfortunately, most people put more planning into their next vacation than they do their career or more realistically their “careers.” I say careers, because you will most likely have many in our constantly changing economy. When the pink slip arrives most people have no idea of what their next move will be. If you are wondering what to do next, now is the time to seriously take the necessary steps to “continuously plan your career.”

This is a very important point. Today is important! Today really matters with regard to your next career. You must begin “today!” to develop and implement an action plan, which will create your future. No one will do this for you. Creating your future is strictly up to you!

The first step is to take some reflective time and assume more personal responsibility to think through your next action so you can take control of your future. Begin to think and act like an independent contractor representing a company called, “You LLC.” LLC stands for… “Limit your Liabilities Constantly.” A liability is working in a job, which has a limited future or anything (training, behaviors, location) that is holding you back from being more successful in the future workplace. The “You LLC” concept speaks to a change in personal mindset in which you think of yourself as a company.

You LLC are a business that sells you… your ideas… and your value to others. You LLC should be a company with a mission and vision statement, goals, values and a strategic plan to meet your desires and the expectations of the market place. Your personal company needs to be agile and quick to respond to change, a company, which gets the best results possible in everything it does. You LLC should be a company, which is flexible, responsible and has a passion to protect and ensure its future survival.

When working for “You LLC” the following six questions can help you focus and take responsibility for your own personal career change process.

  1. What liabilities do I presently have (lack of hard or soft skills, lack of training or education, lack of a solid work ethic or a good attitude, etc.) that I must correct quickly?
  2. What four or five important trends (outsourcing, job going overseas, a slowing demand for my services, etc.) are affecting my job or career plans today?
  3. What are the two most important actions I need to take immediately to ensure I stay ahead of these trends and prepare for a new career?
  4. What are my strengths, talents, competencies and skills, and what am I truly passionate about doing for many years to come?
  5. What sunrise jobs or new career field truly interests me, rather than sticking with a soon to be a sunset and obsolete job?
  6. Based on the above, what will I most likely be doing in six months, one year, three years, and five years from now if I do, or do not, invest in my career options?

When you begin to formalize answers and develop an action plan to address the above questions, you will begin to uniquely equip yourself to meet the changes the future will certainly bring. You will be better prepared to deal with a wider variety of challenges and reduce your level of fear and anxiety. Most importantly the answers will help you design a “survival road map” to effectively guide you through the constant journey of change from the present to the future – from unemployment to employment or from one career to the next.

Are you still looking for career answers?

Call 509.999.7008 or send an e-mail to roger@ingbretsen.com.

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