Volume 2, Issue 11 | December 2018
How Have You Viewed The
Organizations You've Been A Part Of?

Having a true and deep understanding of relationships is key to delivering your best -- both in them and through them. And that goes not only for your relationship with other individuals but with organizations, entities, and missions as well. How do you view your relationship with your organization? How much do you and your organization represent each other's interests, goals, and priorities?

Nowadays, organizations are more representative of the workforce and its individual employees than most people may think or realize. For instance, through the accessibility the internet and social media have afforded...the world, more people are privy to what your organization stands for -- and therefore, to some extent, what you stand for. You are a component of that organizational reputation.

Truly understanding your organization is key to your development, because it allows you to realize and take note of whether or not you're in the right environment to demonstrate your best abilities. Understanding the mission and purpose of your organization allows you to determine whether or not it reflects you and what you want to achieve, for yourself and others.

The Coach It Out Podcasts this month cover your relationship with your organization. Quickshots covers the blog post Leaders & Followers -- How Do You Treat The Workplace Script? In The Books covers the book Awesomely Simple: Essential Business Strategies for Turning Ideas Into Action. The Self 60 speaks to the item You = The Organization.

Remember, this is YOUR newsletter, so reach out and participate by contributing to any one of the  Coach It Out Podcast series. The lessons and stories in each issue are timeless and will always be applicable, so check out The Last Five Archive at the bottom of the newsletter to reference older issues.

As always, feel free to forward The Monthly Leader to whomever you think would find the material beneficial and helpful. Don't hesitate to shoot me an  email if you need anything or have any ideas, recommendations, or feedback regarding any of the content here.

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All the best,

John M. Jaramillo
Founder and Leadership Coach
Coach It Out, LLC

(Photo by  Rob Symonds)

P.S. - If you didn't receive The Monthly Leader directly from Coach It Out, join the mailing list in the upper right-hand corner of this newsletter.
The Coach It Out Blog covers various le adership lessons and views in global and domestic news, business and workplace operations.

Leadership and management can overlap, but it's management that focuses on operating efficiently in the organization. Part of that managerial culture and responsibility entails being proactive toward the environment, so that mere reaction is not the summary of managerial performance.
Your Monthly Check-In
Topic: Your Organization

What are your organization's strengths? Weaknesses?

Have you witnessed your organization progress, plateau, or regress? Why and how?

What changes would you make to your organization?

How comfortable are you in your organization, overall?
Coach It Out's podcasts seek to provide insight, share ideas, and start discussions across four different series.

Check out the introductory episodes for the four series  here .

What would you like to hear about?

What would you like to discuss? Send some ideas.
Episode 18
by John Spence

Awesomely Simple breaks down the simple things companies neglect at their own peril which could make a great impact with stakeholders, those both internal and external. It covers steps, ideas, and strategies that are usually taken for granted and left to fall by the wayside.

This book supplements leadership development because it has a leader take everything into account with fresh eyes. Most leadership coaching work is evaluation -- and reevaluation -- of the current environment, to determine which resources are being used how and to what level of efficiency. Again, ongoing assessment and reassessment.

This book would benefit anyone curious about the small things an organization can do to make a big impact. Players in the organization of various ranks and titles should not feel that big impact and results only result from having a big budget. YOU should always consider the everyday, little things that can initiate a great ripple effect.
Provides a deeper breakdown of issues, ideas, and concepts covered in the Coach It Out Blog

Episode 21

Any organization will have its own culture and way of doing things. Oftentimes, it's the predictable approach of what's always been done. To combat that stagnation, new employees should be able to bring a bit of their own experiences to the table. And that new hire should understand what is in the organization and be ready to provide their own shift for that narrative.
Provides a deeper breakdown of each of
the items on  The Self 60  list. 

Episode 20

How in tune are you with your organization and its mission? Are you proud to represent the organization? Is the organization proud to have you as an ambassador? The relationships should not be passive endeavors. Both you and the organization should consider how you each play into the other's greater plans, narratives, and expectations. The understanding and perception should be there on both sides. The relationship is not a transaction but an investment on both sides.
Time Out

This section of the newsletter asks you to consider that sometimes a full stop needs to take place, which allows you to reassess which areas of your organization need to be reexamined and refined. Organizations cannot be viewed as entities made up of identical components, where it's believed sameness across the players is what contributes to the strength. Understanding the value of our differences and needs is powerful. The two sections below ask us to utilize that understanding.
The Workplace &
Mental Health
The Internal Needs Meet The External Environment


"It is in the best interest for everyone to continue to destigmatize mental illness and to connect affected employees with the comprehensive care they need. Leadership and HR must ensure that employees know how to access that support and care even if they do not wish to disclose an issue with their manager."

We're all human. Our roles in the workplace or in our businesses can't be completely detached from who we are personally and what makes us up. The personal and the professional -- those worlds aren't mutually exclusive. We need to understand each other and everything that might impact the work at hand and the organization we work in and represent.
Workplace Work Force
Cookie Cutting Candidates

Article Against

"...'fit' also has a connotation to it, implying that somebody should integrate with what you already have, moulding to what you are, falling in line and not bringing their unique self to the table. In these instances, 'fit' has become a platitude, in the same way people have played out the word 'passionate'."
How confident is your organization in what it is, what's it's doing and how it's doing it? Overconfident to the point it's blinded? Much like at the individual level, recognizing the value in something that is different from us and being open to it can present a monumental advantage. As in the individual cases, organizations need to step outside of what they know, stepping into the unknown and uncomfortable, to ensure they take off their blindfold of complacency.

Are your organization and its leaders ready to be challenged, to justify the organizational inner-workings and mindset? Or are they merely going to coast on what is familiar, safe, and cookie-cutter? Always remember how the power of bold steps taken today can impact tomorrow -- or not.
End Quote
"How often have you been in an environment where the external perception of leadership was at odds with the internal perception of that leadership?"
( Read More )

It's always interesting to see what an organization is and does on the inside, while noting what the perception is of the organization from the outside. There are cases where the culture is great but the reputation poor, and vice versa.

Producing and delivering great work is for nothing if the communication with and reputation to the outside world is poor or non-existent. Conveying the organizational message needs to be as strategic as the work being done. Beyond delivering great results, a focused and responsible image garners proper credit for the great work being done.
The Last Five Archive