Core Values Videos

Bigg Success is two years old today! What a two years it has been! Over the past two years, you ve given us two thumbs up in so many ways. You ve made us one of the regularly featured business career podcasts in iTunes. You ve helped us grow the number of people who visit our site every day. ___ ___ Bigg Success is not a two-seater. We love to hear from you. We re so happy that you ve been here to share your thoughts with us over the past two years. Because it takes two to tango. We couldn t do this if it weren t for you. We thank you so much for all your support. Bigg success is life on your own terms. It s two for the price of one here. We feel so fortunate to be able to work together. That s life on our own terms! Now on to the topic of today s post. There s a two-step in selecting your partner or partners. We got lucky on this one, even though we had two left feet! It naturally happened for us. But don t follow our lead. You probably want to be more intentional. There s a dichotomy at play your partnership must be two-faced. The first face: You and any partner should be like two peas in a pod. Partners must share the same vision and values or they will constantly be at odds with each other. For example, business partners must agree on whether you re in business to create current income or to build long-term wealth. Your strategies will be quite different with these two different visions of success. You also have to share core values. You will face some tough decisions on the path to bigg success. Partners with different core values may respond differently. The second face: Two heads are better than one. It s important to have a shared vision. It s important to have the same core values. However, if you share too many characteristics, your partnership will likely fail. You want a partner with complementary skills. If you both have the same talents and strengths, you would probably be better off with a different partner. There won t be much synergy in your relationship. You also want a partner with a different point-of-view. You want someone who takes a different approach. Otherwise, neither of you gets a critical review of your ideas. You needlessly waste time and money because your bad ideas don t get filtered out before you take action on them. We think these principles apply to any partnership. You can extend it as far as you want. It may apply to your partner in life, a partner in business, key employees or a joint venture partner on a specific project. The key to building partnerships that aren t two-dimensional is to understand this dichotomy when you select a partner. It s critical for creating synergy which multiplies your results more than two-fold. Get this right and you ll get two tickets to paradise partnership paradise, that is. And that s bigg success! Put in your two cents worth anytime. Review our show in iTunes. Leave a comment. E-mail us at bigginfo@biggsuccess.com. Call us at 888.455.BIGG (2444). However, whatever, wherever or whenever we love to hear from you! Thanks so much for reading our post today. Please join us next time when we look at a killer combination that s two things that lead to bigg success! Until then, here s to your bigg success! Subscribe to The Bigg Success Show in iTunes. Subscribe to the Bigg Success feed. Direct link to The Bigg Success Show audio file: http://media.libsyn.com/media/biggsuccess/00520-111209.mp3 Related posts Should You Go Into Business with a Friend? Entrepreneuring Life on Your Own Terms Thanks to You, Bigg Success is One Year Old! (Image in today s post by heyjoewhereyougoingwiththatguninyourhand,CC 2.0)

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Critical consideration of Reporters Committee "core purpose" standard for determining a limited "public interest" that can be balanced in favor of disclosure.

Zappos employees are always loking for ways to live the core values. Lauren shows us her teams entry in this months contest CLT contest.

The sixth and final message in the series "Life Development Plan"

The first message in the series "Live Development Plan"

Clinton Korver wrote a great article for Harvard Business Publishing. He talks about his experience running a start-up and why it s especially important during tough times to share information with your employees. He says that he went against the advice of his venture capitalists. They feared losing employees, customers, and other investors if the bad news got out. Clinton found that being completely forthright strengthened his relationships with his employees. One of my radio managers did that when our company wasn t doing so well. I appreciated the honesty and how it put all of us on the same page. Honesty is high on most of our lists of core values. However, do we really think that we should always be honest? For example, picture yourself standing with your best friend adoring her newborn baby boy. You think he s the least attractive baby you ve ever seen. She s going on and on about him, when she asks you the dreaded question Isn t he the best looking baby you ve ever seen? Would you tell her what you really think? Or would you pick your words carefully to avoid hurting her feelings? Of course, this is a different situation than the first one presented being honest with your employees, even when things are not going well. But it illustrates that there can be a second value at stake the desire to not cause undue harm. Is there a reason to tell your friend what you really think? What good will come from it? I ve come to believe strongly in open-book management. As a general rule, I think the more you share with your employees, the better. Having said that, I have found you also have to know your employees. Open-book requires a higher level of maturity from your employees. If that s not present, sharing more just creates undue emotional distress. The reason an ethical dilemma is a dilemma is because two or more core values at odds with each other. These situations flow up to the leader. You have to find a good solution. It s a personal decision. There likely will be disagreement on the best way to handle it. That s why it s so important to have a framework in place for these kinds of decisions. This framework will help you: be more efficient in making decisions like this make decisions that are consistent instead of all over the board build goodwill with all affected parties respect the face you see in the mirror at the end of the day We have a great resource that helps you set up the framework so when an ethical dilemma comes your way you re prepared. It outlines the three steps to solving an ethical situation: Know your core values Select an ethical model that helps you apply those core values Use a problem-solving process to work through the situation at hand So we ve presented an ethical dilemma today should you share all news with your employees, even the bad stuff? What do you think? Subscribe to The Bigg Success Show in iTunes. Subscribe to the Bigg Success feed. Related posts How to Attract and Retain the Next Generation of Talent If You Want to Increase Your Profit, Don’t Put Your Customers First Keep Your Employees Happy And Watch Your Profits Grow! (Image by darktaco)

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Sin promises satisfaction but delivers disappointment