The Great Debate: How Great is Phil Jackson Really?

The NBA (National Basketball Association) Playoffs are just around the corner. The Los Angeles Lakers are again favored to represent the Western Conference led by controversial coach Phil Jackson.

Phil Jackson has won several NBA Championships (11) in his career. No coach has ever won more championships than he has. Yet, whenever people discuss Phil Jackson there is always a debate over how good of a coach he really is. The doubters always claim that he could not have won the first 6 championships without Michael Jordan, arguably the best basketball player ever; or the next three without Kobe Bryant and Shaquille O'Neal. I would have to admit; I think it is a discussion worth having.

However, not today.

You see there is a follow up argument that I think is more telling. Many supporters of Phil Jackson think he is a great coach. They argue that he could make any team better. Others say that without top players, he would not be as effective. They claim he needs top players in order to win.

Those of you that know me might be able to guess my opinion. Not only do I agree with the latter statement, I risk my reputation on it, and I have some evidence to back it up. I agree that Phil Jackson is a great coach. However, I do not believe that he could take a team with mediocre or poor talent to greater heights.

He is a great coach of great players. When he is coaching players with less talent, he is less of a good coach.

Why do you suppose that is?

Before I tell you why that is, I want you to consider how this relates to your own career success (or lack there of).

Phil Jackson is a great coach of great players because he is inspired and energized by coaching top players. For Phil Jackson, he is meant to serve top players. When he is coaching mediocre talent he gets frustrated, tired, and loses his energy and enthusiasm for coaching. That is why he "retired" from coaching coincidentally right after Michael Jordan retired. When he was presented the opportunity to coach Kobe and Shaq, suddenly the fire was back.

You've heard it before from me It's not skill. Phil Jackson's coaching skills do not diminish when he is faced with the task of coaching mediocre talent, but his potential for success shrinks in direct proportion to his shrinking patience and desire.

Now lets look at the other side of the equation, and another great coach. Bill Parcells is another Hall of Fame coach and his success is also dependent on the type of player/team he is dealt. Unlike Phil Jackson, Bill Parcells is energized and enthusiastic when he takes over a seemingly poor performing, yet talented team.

Every team Parcells has coached went from mediocrity to the playoffs within just a couple of years. Even the Cowboys, a team he left before they flourished, flourished with the talent he produced. One might argue that Bill loves to turn players into superstars, yet has little patience for them once they get there.

You see, it's not what we do that makes us happy it's what we do, coupled with who we serve, in alignment with our core values. Your potential, and the potential of your employees is more affected by the people they serve, than it will be by what they do. That is the key to engagement.

So how can you bring that into your organization? Decide right now who it is you serve that energizes you and inspires you.  Now go serve them in a way that is in alignment with your core values from now on.  As you build your teams be sure that you inspire them to serve the people you are meant to serve.  The more your people are inspired and energized by the same clientele that you are targeting, the more effeciently you can grow your organization..

If your team is in it for any other reason, it is likely that their potential will diminish with every passing day.

It's just too bad that Bill Parcells and Phil Jackson don't coach the same sport. They would make a great team.

Teaching Kids to Be Entrepreneurs

I grew up as an intelligent kid and a bad student. In High School I had a C- average and a lot of fun. I was always good at math so I used to ignore my teachers and try  to see how well I could do on the quizzes by myself.

I was so naive that I was convinced that my poor grades would have no affect on my ability to get into a good college or university.

This experience gave me a unique perspective 20 years later when I found myself in Bridgeport, Connecticut teaching Reading and Writing to inner city 7th graders.

It soon became clear to me what I had intuitively known for years: "The educational system is not designed to create successful people; it is designed to create good employees."

I want to share with you a video from a TED Conference by Cameron Herold. Cameron touches upon that very subject as he talks about Raising Kids to be Entrepreneurs. Watch this video and then leave me a comment letting me know what you think.

PS - This is a "Must Watch" video if you are a parent, employee or entrepreneur

Tell me what you think...
I will be talking a lot about this topic in future posts.

Calling All Leaders (Out)!

Are you really a leader? Before you answer consider this: The Webster’s Dictionary defines leader as: a person who has commanding authority or influence. OK, on the surface that looks good, but let’s take a closer look.


If that is the case, is leadership going to provide optimal growth and development? Are you creating leverage for yourself by following that definition? The answer is clearly NO!

If what you’re looking for is optimal growth; more money with less work, and ways to leverage yourself for more time and personal freedom (in other words true wealth) leadership will not get you there. Before we go any further I want to set something straight. Leadership is important to your success. You need to continually develop and improve your leadership skills throughout your life to reach true fulfillment. However, your vision needs to shift to the future, and that future has to include you doing less.

Let me explain. Leadership implies, and requires your authority. If you want more time, and personal freedom you will have to appoint a new leader to take your place. Consider the Presidency of the United States. Like many companies, there is one clearly defined leader. When his term is up we choose a new leader and change direction. Often times we change to a whole new leadership philosophy. Now let’s suppose we consider your business. If you continue to assume the role of leader, eventually you will be forced to do one of two things. The first is to choose your successor, who will undoubtedly put his/her own stamp on the business you built. It will lose some of your personal touch, and begin to evolve under the new leadership. The second option would be to sell your company. In either case you forfeit control of the business you have dedicated you life to.

Oh Wait! I almost forgot. There is one more problem with either of those options. You see, there is a direct relation to your leadership skills and the value of your company. However, the problem is; now listen to this very carefully: the stronger your leadership, the less valuable your company is in the marketplace without you? Ask yourself this question: If I were no longer here how much business would we lose immediately? Within the first quarter? Within the first year? Business Brokers know this and they devalue your company based on their perception of your leadership and involvement.

So what does all this mean? Simply put, you need a strategy that allows for leadership, growth and leverage at the same time. You do this by applying the 6 Simple Steps to Building a Better Workforce as you transition from leader to guide. Think about what this means. You maintain leadership control as you build leverage all while increasing the value of your company. Your ultimate goal is to separate your personal workload from the productivity and success of the company.

So it adds up to this… You create true wealth by leveraging your vision and dreams; building teams that believe in, and are committed to accomplishing your dreams with you. You have the option of staying as long as you want in as limited a role as you want while building a legacy for your family and community; or you build an organization that can sustain itself without you. This will contribute to company value in the marketplace, if in fact you decide to sell.



Start the New Year off right and start guiding your company in the direction of your dreams. Whether your ultimate goal is to increase the value of your company for future sale, or to build a legacy for future generations, begin today to make the changes.

Quitters! How many are you still paying?

I just looked up the most popular New Year’s Resolutions over the last few years. The top ten lists I came across vary a bit, but for the most part they are very similar. Most lists included spending more time with family and friends; improving health (reduce stress, exercise more, quit smoking, etc.); improving ones financial situation (get out of debt, make more money, save more); and almost all lists included getting a new job.

Several years ago I read an article in a Human Resource newsletter that suggested that finding a new job was the one New Years Resolution that most responders (more than 50%) failed to accomplish. Of course, this survey caught my attention. You see, the article was written in April, reflecting on the first three months of the year. If you’re an employee I am sure that these numbers don’t seem surprising, or disturbing in any way.

If you’re an employer, there is an entirely different story here. In fact if you are a small business owner, these figures represent the biggest obstacle between where you are today and where you deserve to be. I am not just talking from a business standpoint.

What does all this mean to you? Consider this: Using these figures, if you have 25 employees making an average of $33,000/yr, when you include Benefit packages you are spending almost $1 Million on payroll. If 50% of your people decided in December of last year that they wanted to leave, but stayed through March, you will have paid $125,000 to 12 people who have already quit your company, but continue to show up for the paychecks and benefits.

That is just the tip of the iceberg. My most difficult challenge is also the most painful. It is painful for me, and it is painful for my clients. When people consider bad hires they envision the person who sends his/her evil twin to work on the first day. The person looks and talks like the person in the interview room, but he/she doesn’t act the same. All everyone can say is “who hired this idiot?” The fact is those people usually don’t stay very long. Here is the bombshell – for most companies your worst hire is still there. He or she has checked out a long time ago, yet continues to take home paychecks and benefits.

Want proof? Think of the last few “key people” that left your organization. Considering the overall scheme of your business strategy - are you better off with that person gone? Many Business leaders I speak with tell me “Bob moving on was the best thing that could have happened to us.”

If you want 2011 to bring you better health; more time with your family and friends; help the people that work for you to find a “better” job somewhere else. You will feel better, they will feel better and your company will have a new opportunity for growth.

The Mastermind of One...

Trying to figure out that next step? Consider a MasterMind of One

     Do you have a great idea for a new business, project or product but just can’t figure out how to make it work? Are you 100% (or at least 65%) convinced that your idea is a winning one? The problem is ideas never amount to success unless they are implemented. And here in lies the problem. You have no idea what to do next.
     This is a problem I run into constantly. Often times thinking about my idea only makes the problem worse because I have this tendency to expand my idea rather than shrink my idea into actionable items for today. Instead of thinking about how to start I imagine world wide distribution, celebrity endorsements and shaking hands with Oprah in front of a live studio audience. Suddenly the task seems to daunting and before I know it that incredible million dollar idea slips into the abyss for eternity.
     Perhaps your difficulty is a step removed from the dilemma just described. Maybe your challenge is the idea itself. All you know is that you don’t want what you have now. You are convinced that implementation will not be a problem. You just aren’t able to come up with any viable options.

Does any of that sound the least bit familiar to you?
     We all experience these types of situations on a regular basis. It is a normal process of expansion. It also the biggest cause of frustration, doubt and fear for most people in search of something better.

     That is why it is so important to put systems into place that will help give you direction and guidance. The need for this assistance is so great that the entire business coaching industry has been founded to fill that need. The number one objective for any business coach is to help their clients figure out “what to do next.” If you do not have a coach now you should look one up. (I have several coaches now and always will – and oh, by the way, it is very likely that every successful person you have ever aspired to be has one too.)

     Many successful professionals rely on mentors to help guide them through their lives and careers. The mentor/mentee relationship is a little less formal. The objectives are a lot broader. Dictionary.com defines mentor as, “a wise and trusted counselor or teacher.” You may work alongside your mentor every day or you may call your mentor every couple of months to ask a question or to get feedback or guidance. According to Oprah Winfrey, “A mentor is someone who allows you to see the hope inside yourself.”

     Another effective solution is Masterminding. Mastermind groups are forming all around the world. Business people with similar goals and ideals gather together and discuss ways to further their projects, products, or businesses.

According to Karyn Greenstreet, author How to Start a For-Profit Mastermind Group:

“There is synergy of energy, commitment, and excitement that participants bring to a Mastermind Group. The beauty of Mastermind Groups is that participants raise the bar by challenging each other to create and implement goals, brainstorm ideas, and support each other with total honesty, respect and compassion. Mastermind participants act as catalysts for growth, devil’s advocates and supportive colleagues.”

     I am a huge advocate of Masterminds, however groups of this nature could take months to form, and even longer to develop into synergized catalysts for growth - especially if you are still searching for that initial idea.

Well, believe it or not, there is a way to streamline the Mastermind Process.

    Better still you can invite some of the smartest and most influential people in any field depending on your specific need and they will show up every time without fail for free.

      This practice I have used myself on many occasions and have suggested it to many clients with consistent results. The technique I recommend is a slight adaptation from the Invisible Mastermind developed and written about by Napolean Hill in his all time best selling book Think and Grow Rich.
I call my technique MasterMind of One and here is how it works:

Step One: Define your problem

Having a problem is not enough. If you want to solve your problem you must be able to define your problem. If you can’t define your problem, remember your sources of power and ask yourself, “Is this a Time problem, Money problem or Energy problem?”

If this is an implementation problem then ask yourself, “What do I want my final outcome to look like?” “What parts do I have now and what parts are still missing?” (Remember; some parts may be independent of others so if you eventually need all the parts don’t worry about the order in which you develop them)

Step Two: Create your invitation list

This is the fun part. Imagine you somehow got a hold of God’s Rolodex and suddenly you had access to everyone in history. Who would you want to ask for help with this problem? Who do you respect and consider being the expert in the field for the issue at hand?

(Here is a list of some of my favorites: Napolean Hill; Bob Proctor; Stephen Covey; Wayne Dyer; Michael Port; Timothy Ferriss; Steve Little; Tom Peters; Sun Tzu; Joe Vitale; Jeffery Gitomer; Jack Canfield, Keith Ferrazzi, Zig Ziglar, Brian Tracy, Jim Rohn, Tony Robbins, Dan Kennedy, Bill Glazer, Frank Rumbauskas and others…)

From your invitation list choose the 6 most relevant advisors to your current situation. I find that six is a good number. Less than six may limit your solution options and more than six can become a little hard to manage. If you are having a hard time narrowing the list this is a good time to practice using your intuition.

Step Three: Gather up your invitees

Go to your bookshelf and/or library and gather up your “advisors.” To do this I simply grab a book by each of the authors on my invitee list. It is a good idea to read at least one book by the author so you can get a good sense of their thinking styles and conversation style. To increase your overall experience you can search the internet for audio files of your advisors and invest the time to listen.

Step Four: Schedule your Meeting

Grab your Calendar and block off a 30-60 minute block of time that you will not be disturbed. It is very likely that you will not need the entire hour but that last thing you would want is to cut your Mastermind meeting short.

Step Five: Facilitate your MasterMind of One

My technique is simple and effective. Place each book in a chair; at each place sitting of a table; in a circle on the floor in your office or bedroom. Create a quiet and relaxing setting. If you meditate on a regular basis create the same atmosphere that you do when you meditate. I like to listen to alpha or theta wave audio files with headphones to facilitate deeper relaxation and freedom from distractions.

Take 3-4 deep relaxing breaths: inhale through your nose for a count of six, hold it for a count of 12 and exhale for a count of 18 and close your eyes. Once you arrive at a relaxed meditative state begin to prepare mentally for your MasterMind session. Once prepared simply invite your attendees to come and sit.

Visualize each advisor entering the room one by one and see yourself greeting them with a firm handshake and a friendly professional smile and escorting them to their assigned seat. Once everyone is present and seated simply explain your situation to your advisory board and let the discussion begin.

What you can expect…

Outcomes will vary however in my experiences a very lifelike circumstance is created. There is a genuine connection felt between me and my advisors and a great deal of trust is established immediately. In most cases one advisor will step up to volunteer some guidance often assuming the role of spokesperson for the entire group. The direction is clear and concise. Action steps are clearly defined and there is a sense of accountability created between you and your MasterMind of One.

Suggestions:

1.) It is a good idea to have a notepad or journal and a pen nearby. It may sound strange but your first experience can be a little overwhelming. My first experience was so enlightening that I was overcome with excitement; so much so that I almost forgot the content of the meeting.

2.) Take one action step toward the completion of your project. Even the smallest step, no matter how insignificant it may seem can increase the chances of success greatly: make one phone call; send one email; write one paragraph. Just do something before you go officially close the meeting.

3.) Make this a part of your problem solving systems for growth and development..

4.) Try it today!

Good Luck and as always…

Do Great Things!

Michael J Stone