2015 Book of the Year – Man’s Search for Meaning by Viktor Frankl - John M. Ruh and Associates

Posted December 2nd, 2015 by John Ruh & filed under 2015 Book of the Year - Man's Search for Meaning.

2015 Book of the Year – Man’s Search for Meaning by Viktor Frankl

2015 Book of the Year

Man’s Search for Meaning By: Viktor Frankl

Victor Frankl (1905-1997) was a PhD, neurologist, M.D. psychiatrist and Holocaust survivor who in 1959, wrote the famous book “Man’s Search for Meaning”. The essence of the book is how he found meaning in all forms of existence even under the most brutal of circumstances (Only 1 in 26 survived the Nazi WWII camps). Man’s Search For Meaning will stay with you for a long time, but it will also teach you many things that you can put into practice to live a happier life by finding meaning in your every day life. It is a classic book about purpose and meaning.

Full detailed book reports are available by calling or emailing us john@johnruh.com, or call us today 773-775-6636.

Posted November 23rd, 2015 by John Ruh & filed under Chicago Business Consultant, Employee Survey Consulting.

The leaders of most organizations craft business plans for the next calendar year based off of numbers and statistics such as sales information when they are setting revenue goals. While you undoubtedly need to take these factors into account, there is one area that leaders frequently forget to draw data from. By only focusing on external factors such as market trends, leaders forget to account for internal factors that are crucial to their organization’s success. And if you don’t survey your employees, your next business plan is going to suffer.

The results from surveys are more commonly being used to influence management decisions and improve internal inefficiencies in order to meet the goals of an organization. Fine-tuning your surveys will help build employee engagement and positively affect the ability of your management team to manage your top talent.

The questions you will want to include on your survey vary depending on the type of industry you are in. For example, let’s pretend that the success of your organization depends heavily on innovating new products to simultaneously meet the needs of your customers and make your organization stand out from the crowd. When structuring surveys for your employees, you would want to give them an opportunity to voice their opinions and ideas. Use the surveys as a means to find out if any of your employees have bright and innovate ideas concerning new and more efficient ways to solve an old problem.

On the other hand, if your organization has a competitive advantage in the customer service department, you might use the survey as an opportunity to gauge the effectiveness of customer service operations. Do your employees feel that they have the right tools and processes to adequately meet the needs of your customers? If not, you have just identified a pain point that will be able to help you structure a plan for next year to improve your business.

By reaching out and engaging your employees with surveys to structure your business plan for next year, you are essentially aligning the ideas and efforts of your employees with your future vision of the company. Doing so will help bridge the gap between management and their subordinates. In other less favorable scenarios, employees don’t get a chance to voice their ideas and communicate potential problems because they are force-fed solutions from their superiors. Communication needs to happen in both directions to create the best plan for the future of your company, but business plans that are communicated from the top to the bottom of the organizational hierarchy seem obtuse and callous.

Because employee engagement has such a large impact on the success of a business, bridging the communication gap between the visionaries and the low-level employees is critical for your future. All it takes is one well-structured survey to provide organizational leaders with enough ideas and ammunition to create a business plan that will crush your competition and take your business to new heights.

For assistance with business planning and surveys, simply contact John M. Ruh and Associates.

Posted November 13th, 2015 by John Ruh & filed under 93600 Hours are spent working in life.

“Of course not!” you say.

Yet most of us will devote at least that much of our lifetime to our profession. That means for 11,700 days or over 46 years, many people work at jobs that are filled with feelings of discouragement, exhaustion and stagnation. This problem is universal. It can happen to you whether you are an executive or a secretary, a housewife or a sales person. It can be contagious, spreading to family members and co-workers. Worse, a bad attitude feeds on itself, triggering slides in group morale and productivity.

Then there are the others. These people, fewer in numbers, have work days that are crammed with energy, ideas, high spirits and success. I’m sure you know people like this. I do, and their “secret” has intrigued me ever since I was a teenager and began noticing this phenomenon.

What Is Their “Secret”?

I have been studying and observing human behavior over the years. Based on this observation, I’ve developed some insights of how vision influences morale and productivity. I hope that by sharing these with you it will help inspire you to steer your life in the direction you really want it to go.

The Basis of My Approach

I believe every person, and, on a larger scale, every company has a vision. This vision embodies expectations, goals and values. I translate these abstract ideas into something tangible that I call “Your Way of Doing Business.” When this concept becomes clear, you and your managers can be much more effective. My method is not to train your employees directly. Instead, I work with you and your management team to define your individual way of doing business. This makes you better coaches for your staff.
The programs and processes that I suggest are not “quick fixes” or band-aid approaches. Once Your Way of Doing Business is defined, I use a support model I call the 3P approach. The 3P’s consists of using the right People, Programs and Processes that will support you and your company.
By working together with you and your leaders, I support you in developing lasting, well thought out solutions that solve the difficult ongoing challenges you face.

Please take time to think about your personal and company vision so that when we talk I will fully understand the shape you want your professional life to take.

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Posted November 12th, 2015 by John Ruh & filed under Why a Business Survey Employees?.

Are there ways you could improve internal efficiency, bolster productivity, and ultimately make more on your bottom line? Though you may already think that everything is optimized to run like clockwork, you may not have an accurate understanding of the big picture. The best businesses in the world constantly improve themselves, but you can’t improve until you first identify an opportunity in the form of a weakness. If you’re looking for a way to uncover inefficiencies and hidden problems in your organization, surveys are an invaluable asset. But if you forgo internal surveys, you may be ignoring problems that are growing larger every day.

How Surveys Add Value to Your Business

A survey will act as a course – correction mechanism for your organization. You need to have an accurate understanding of your employees and their opinions if you have any hope of pinpointing areas for improvement. The honest truth is that management staff aren’t working in the trenches, and they aren’t exposed to some of the problems and pain points that other employees experience every day. By using a survey to garner feedback from multiple levels of your organization, you will help raise management awareness of these types of issues so that a solution can be reached.

But surveys don’t only open a direct communication channel between employees and management personnel. They can also be used as a way to make a smoother transition. If you have a brilliant new idea for your company, it would be inadvisable to implement your new ideas without first warning your employees. Employees are humans, and humans are naturally resistant to change. A survey would not only give your employees an opportunity to warm up to a new change in the company, but it would allow you to get their thoughts and feedback concerning the new change. You may uncover better ways to execute your new idea and find better approaches as a result of employee feedback.

Honesty

Studies have shown that employees are a lot more candid when they take an anonymous survey. While surveys that aren’t anonymous still hold tremendous value, an anonymous survey will really help you connect with your employees and eliminate forced responses. By allowing employees to freely express their opinions in an anonymous survey, they won’t have to worry about what other people in the organization will think of them.

Engaging Your Employees

Your employees will become more engaged if you give them a way to express themselves. By giving them an opportunity to voice their opinions, they will feel like they have an impact in their work environment. Surveys will also help management determine how happy employees are in their work environment, which would help indicate things like the employee churn rate. Hiring new employees can suck up a lot of time and resources and lead to steep declines in productivity. But engaged employees will feel like stakeholders in their work environment and genuinely care about the outcome of the organization’s goals.

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If you need help creating surveys to garner feedback from your employees, just contact John M. Ruh and Associates, Inc. The sooner you get feedback from your employees the sooner you can improve your business.

Posted November 11th, 2015 by John Ruh & filed under Vision.

Do you have doubts about your ability to succeed? Have you met with naysayers along the way? Has your confidence been shaken? Well, perhaps my experience will give you hope.

As a plumber’s son, my dad told me that I didn’t know what end of the plunger to use (and he was right). By age eight he’d given up trying to teach me anything. Even today, if something needs to be fixed around the house, I call for my wife. When I was in high school, the principal told my dad I’d never make it in college. Dad wasn’t surprised. I think he was wondering how I’d gotten through grade school. My English skills stink, I’m not especially good looking, I possess few mechanical skills, I can barely use a computer and people tell me my jokes are corny. However, I did manage to make it through college with a degree in horticulture (alright, go ahead and laugh). Although I’m pretty sure that some of those snotty plants thought they were smarter than I was. I once asked my mom (after I had created two successful companies) why she never told me about my potential. She said, “I did not see any.” And yet, despite my shortcomings (I’m not too tall), I was able to start, grow, manage and sell three successful companies. And I now have a successful business consulting practice.

So what is the point here?

I committed to a vision and I took responsibility for making it happen. I figured out early what my strengths were and then I augmented my weaknesses with the right people, the right programs and the right processes. The point is that if I can do this, anyone can, if they just put a little thought into what they want, what they have and what they need.

So where do you start?

It all starts with your vision. Some people tell me that they don’t have a vision or they don’t believe in one because it is too abstract or sounds too grandiose. The truth is everyone has a vision although they might call it something else (goals, wishes, dreams etc.). Some people (the ones I call backseat drivers) might describe it as their expectations. These people wait around for someone else to take them where they want to go (this generally only happens in really bad movies).

What about the really hard challenges like the current business climate?

Everyone is dealing with the business climate (it’s like the weather), yet some still find success. You also have to deal with your present circumstances, plus your feelings and perhaps (I think about my childhood) an unsuccessful past. Accepting the fact that there are hardships does not mean it’s time to quit. It means seeing the reality for what it is (not easy to do) and moving to the “now what” position. Successful people use challenges and problems as a catalyst for action. Accepting hardships as something you can deal with rather than as an insurmountable obstacle puts a different face on them.

So now what?

Ask yourself this question, “so now what?” and see what answers occur to you. Look for answers that will keep you on the right track to achieve your vision and goals. If you need support, call or email us and let us support you at figuring out what you need to do. (This concept applies to your personal, company or departmental goals.) It all starts out with an inquiry into what you want and what you are committed to (“Nothing happens until one is committed.” Goethe). Then there is an interview (which is usually fun) that will force you to do some hard thinking. After that all you have to do is put the support you truly need in place and get into action so your vision and goals are alive and well (sounds easy, doesn’t it?).

Now get to work!

Be your vision, values and mission.

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Posted November 6th, 2015 by John Ruh & filed under Vision.

The One-Hour Interview

By: John Ruh

Like most of you, I have been intrigued, challenged and frustrated by the recent business climate. It has stimulated me to think again about how we account for the truly extraordinary, exceptional people — the creative thinkers, the outstanding performers, the dynamic catalysts for change. What is the secret of their excellence?

After more than 30 years of work and observation, my conclusion is that the answer cannot be found by adopting any program or attending any series of courses or following any set script. Those people whom we admire because they live according to a powerful vision and produce to their maximum are acting on a realization of the unique potential within themselves.

Their purpose comes from a clearly defined sense of self-understanding that gives direction to what they do. Acting on that, they create around themselves strong systems of support for achieving their goals. These systems of support may be environmental or financial or relational or other, the variations reflecting individual temperaments and particular needs and objectives.

Where does this leave the rest of us who experience ourselves in a less complete way? How are we different?

I would suggest that most of us simply have not focused on discovering the potential within ourselves and, from that self-knowledge, creating our own set of answers – whether that program involves personal fulfillment or an organizational plan.

Through my research and study, I have developed an approach to concentrating on those special qualities within ourselves that represent our best and should guide our lifestyle choices. With energy and commitment, I firmly believe that we can use that kind of self-awareness to inform and strengthen our personal and professional growth in creating our own excellence.

If you are sincerely interested in creating the support necessary to excel, I can assure you that, through a process that I call “A One-Hour Interview,” you will experience some insight into how to activate your own inner urge to motivate and drive yourself toward achieving your goals, your objectives, your dreams.

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Posted November 5th, 2015 by John Ruh & filed under Vision.

Is It Possible For You To Achieve Your Vision?

By: John Ruh

Everyone has a vision. You may call it your goals, expectations, ambitions, life’s purpose, or hopes and dreams, but no matter what you call it, it is there!

For years, I have been intrigued about how we account for the truly extraordinary, exceptional people—the creative thinkers, the outstanding performers, the dynamic catalysts for change. What is the secret of their excellence?

After more than 20 years of work and observation, I have come to the following conclusion: Those people whom we admire because they live according to a powerful vision and produce to their maximum are acting on a realization of the unique potential within themselves.

Their purpose comes from a clearly defined sense of self-understanding that gives direction to what they do. Then they create around themselves a strong system of support for achieving their goals.

Most of us are simply unaware of our strengths. We’ve been taught to focus our energies on what we are not rather than on what we are. As a result, we undermine our own self-confidence.

Once we become more fully aware of who and what we are, accept ourselves and focus on our own strengths, we can begin the process of achieving our potential.

Through years of observation, study, interviewing and research, I have developed an approach to assisting individuals who are truly committed to achieving their vision. I believe that by helping you to see yourself in a new light, you can start the process for change and customize a program that supports your vision.

Everyone has a vision. You may call it your goals, expectations, ambitions, life’s purpose, or hopes and dreams, but no matter what you call it, it is there! If you are interested in clarifying and pursuing your vision, I can promise you that by starting a dialogue with us, you can begin the process of finding the answers that lie within you.

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Posted October 21st, 2015 by John Ruh & filed under Chicago Business Consultant.

Do you know where your business is going? Are you headed towards financial freedom and success or are you setting yourself up for disaster? In order to have a clear understanding of where your business is going, you need two things: realistically achievable goals and a way to measure your progress. If you lack either one, you won’t have any signposts to guide you on your way to success – and you could easily get lost along the way. Without a clear road map to your destination, the worst case scenario is wasting unbelievable amounts of time and money and losing everything after poring your blood, sweat, and tears into your company.

The Centerpiece of Your Road map: Your Vision

It doesn’t matter how big or small your business is. Every business needs a vision! You need to put your dream down on paper and spell out your commitments, what it will take to make profits, and how you will grow within the next three to five years. Writing your goals down has a huge impact on your chances of success with any endeavor, but without doing so you will easily become distracted or lost and forget your original goal.

Once you have a crystal clear definition of your goals, the next step is to break your challenges into smaller problems. Iron out the details of what needs to happen in the first year to move closer to your vision. This document is called a mission, and it will help you produce a plan that will spell out specific tasks and deadlines. Planning will help give you concrete steps to take that will move you closer towards success. If you have never performed this process before, you need to reach out to a business planning professional to ensure your business is headed in the right direction.

How Employees and Leaders Impact Your Vision

Your employees may not be as invested in your vision as you are or they might not wholly understand it. As such, you need to make sure that your leadership team does an exceptional job of guiding employees to take actions that will bring you closer to your dream. Without a strong leadership program, your business will fall victim to inefficiency. It is the responsibility of leaders to communicate and translate the vision to their subordinates, but a weak leadership infrastructure can be disastrous for your business.

Charting a Course Towards Success

It’s time to stop procrastinating and time to answer the question, “Where is my business going?” Has your business charted a course towards success or do you feel lost at sea? For help finding your way, we offer leadership tools and leadership workshops that will help your leaders guide employees to your vision more efficiently and effectively. In addition, we offer various consulting packages that are designed to meet the needs of different sized businesses.

Remember that without a well-defined vision and an effective leadership team, it will be nigh on impossible to find success. If you don’t know where your business is going, consider seeking the help of an experienced professional to your business on the right track.

A Compass for Your Business

To establish a clear plan and future for your business, don’t hesitate to contact John M. Ruh and Associates. Without a plan, you will end up squandering your time and wasting a lot of energy.

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Posted October 8th, 2015 by John Ruh & filed under Chicago Business Consultant.

It’s time to start thinking about your business plan for next year. You might be thinking that it’s too early to start planning for the following year, but you would be remiss if you waited too long. The following are some things you can proactively do to prepare and improve your Chicago Business for the future.

1. Evaluate and Measure the Success of Your Current Plan

Measuring the success of your current business plan will help uncover ways you can improve your plan for the next year. Did you hit all of your goals? Was your execution perfect, or can you improve the efficiency of internal processes? We are already over halfway through the year, and by now you likely have a pretty good idea of what worked in your current business plan and what turned out to be a colossal failure.

However, know that some things take more than half a year to produce tangible results. If you know that your endeavors are a long term investment, it may not be time to throw in the towel. On the other hand, your time is valuable, and if you haven’t seen any return on your investment of time or money for a specific goal, it might be time to acknowledge defeat. Though failures are often cursed, they also provide opportunities. Look for areas of weakness or flat out failures in your current business plan to move in the right direction.

2. Open Internal Communication Channels with Surveys

Even though surveys are a great way to uncover and address problems in your organization, too many leaders fail to correctly apply this tool. By surveying subordinates, you will be able to get honest feedback that indicates how your employees feel about your internal processes, management, and progress.

If you opt to make your survey anonymous, as you should, you will be shocked to discover people’s perception of your company. But don’t make the mistake of thinking that it will just create negative criticism – it can also give employees the chance to offer their own unique ideas to improve your organization.

3. Make it a Habit to Constantly Improve

If you don’t continually reflect on the choices your organization has made, the impact of those decisions, and how closer they brought you to your goals, you will have a hard time making progress. Self-reflection is tremendously important, and you need to reflect on your numbers such as customer-acquisition cost, profits, expenses, and where the majority of your sales are coming from.

Savvy business leaders know their numbers like the back of their hand, and if you haven’t been monitoring these numbers it’s time to make a change. Then set new goals that are realistically achievable based on your current numbers. This will create a roadmap that will help you understand when you are deviating from the path to success.

Preparing for Next year

To get a leg up on the competition and prepare for next year, contact John. The sooner you prepare, the greater your chances of success in the future.

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Posted September 29th, 2015 by John Ruh & filed under 3 Simple Steps for Annual Business Planning.

3 Simple Steps for Annual Business Planning

Leader to Leader

By: John Ruh

Chicago Business Planning and continuous Improvement. We absolutely/positively must complete 2015 well (take care of business), get our strategic initiatives (continuous improvement projects) completed and design a super game plan (be it individual, departmental, or company) so we can enroll the support we need to have a successful 2016.

It takes time to do this well, so let’s start now.

Step 1: November: Focus: Annual Review (everyone)

A. Do an annual company survey to get everyone’s input so we can enroll all stakeholders and show our respect for their participation.

B. Review/analyze your 2015 budget and your preliminary 2016 budget.

C. Complete all key 2015 continuous improvement initiatives and projects.

Step 2: December: Focus: 2016 game plan.

A. With key inside and outside manager/leaders create a 2016 game plan.

B. Managers do their departmental plans and possibly complete annual individual reviews.

C. Make sure that budget and support needs (including key continuous improvement initiatives) are outlined to support A & B.

Step 3: January: Focus: Roll out of game plan

A. By January 15^th, rollout key 2016 goals. Ideally this will include your long-term vision, mission and key values. Doing that will present a code of conduct. As a group, outline the support you truly need.

B. Reinforce that continuous improvement needs to be a habit in 2016 and start key initiatives. (Critical to make CI a habit vs. doing only when problems occur.)

C. Review the roles and mission of each position and put them into the game plan.

Special Offer

Survey contracted by October 30^th = (10% discount)
One free session with John and/or one of his specialists on how to do 3 Step Implementation

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773-775-6636

2015 Book of the Year – Man’s Search for Meaning by Viktor Frankl

How to Use Employee Survey Data to Plan

Would You Spend 93,600 Hours Doing Something You Did Not Enjoy?

Why Should a Business Survey Their Employees?

I’m Living Proof You Don’t Need Nuttin’ to be Successful

The One-Hour Interview

Is It Possible For You To Achieve Your Vision?

Where is Your Business Going?

Chicago Business Planning

Annual Business Planning – 3 Simple Steps