Prioritizing Family Time w/ Christy Ogle Founder & CEO, Sometimes Spouse


While working three jobs, Christy Ogle earned a Bachelor of Science degree, with a major in Psychology. She has been married to her college sweetheart Max Ogle, for over 20 years and is the mother of three children. She has worked a JOB for several years and found that no matter how hard she tried; she was caught in the “paycheck to paycheck” world! About 6 years ago, she decided to go to work for herself and started Sometimes Spouse, a handyman and household services company in Waco, TX. The business became profitable in Year 1 and today has multiple franchises in 5 different states.

In this episode, Christy walks us through her journey and talks about her aspirations to go national and international with Sometimes Spouse in the upcoming years. Christy’s number ONE priority in life is to put family first and help other families to put their family first. She is on a mission to change the quality of life for 1,204,732 families by putting their families first!

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Discussing Failure w/ Paul Padmore, Founder and Creator of My Perfect Failure Podcast


Paul Padmore is the Founder and Creator of the Podcast, My Perfect Failure, that believes our failures are a vital ingredient for our future success. Although the subject is failure, My Perfect Failure takes a refreshingly positive spin on this subject leaving his audience with an abundance of tips, tricks, and tools they can easily introduce into their everyday lives.

You can learn about Paul and My Perfect Failure @ https://lnkd.in/eu7gmSz

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Listen to “Playing with Fear!” on Plan B Success Podcast!


Hot off the studio… The latest episode on Plan B Success Podcast is out!

Playing with Fear!

In this episode, we explore Fear for what it is. We discuss fear’s role in our lives and how we can take control of it to benefit from it!

Listen on any of your favorite platforms…

On iTunes: https://apple.co/2JCSysL

On SoundCloud: http://bit.ly/2YUJKDI

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Nurturing High Impact Decision Making…


Decisions, decisions and more decisions……

Voluntarily or involuntarily, consciously or unconsciously, there are numerous decisions we make every day. Big and small, they all collectively design our lifestyle, our personal and professional relationships and pave way for our life to unfold.

The larger the decision, the more profound its impact, the more cautious we should become to think through, deliberate and finally arrive at a decision before its executed. And, the smaller decisions that do not have that much of impact, should come to us pretty naturally. 

Why do you think so?

Is it because, when impact does not have much of an influence in the larger scheme of things, we make them quickly? Or is it because we do not have to think through much when we frequently take smaller impact decisions or because, if they do go wrong, there’s not much at stake and it can be easily corrected?

Take a moment, and reflect on this.

Decisions whose impact will be felt long term, which can be far reaching for years to come and can determine the course of our own or several other lives; require in depth deliberation before they are made and it is a very unique skill, that is not much recognized. We generally tend to sweat the small stuff more. Decisions with smaller impact are what we end up wrapped in. However, there are also larger decisions with long-term impact that get made without as much deliberation on our end. That is because they are decisions that have been made, perhaps numerous times by others and each has its own impact on the decision maker’s life and yet, they are made time and over again without as much deliberation by others because they are happening all around us.

It’s also important to note that all decisions are not made with a clear view of all details influencing such decisions. Many a time, though we may strive, there is information missing that allows for a more robust decision. And yet, the decision needs to be made. The best approach to take is to review the best possible, worst possible and a mediocre result of a decision before deciding on it, knowing that it’s a decision being made in imperfect circumstances. This will allow us to review the far reaching effects of the decision and help make a choice, where we can see ourselves live with that decision falling somewhere in the band of best to worst we have created.

While decisions are made to maximize the value of what we are set out to do, over time the values may change or shift and review of such a decision may still hold its viability in this situation.

Every success, failure, opportunity availed or missed is the result of a decision made or missed.  Making decisions quickly, consistently and effectively is the cornerstone of making strides in the right direction.

Decisions, although seem to be making us resolute at the point in time they are taken, they are instrumental in shaping us into who we will be. However, is it the same as who we want to be? That’s where our cognitive skill of decision making comes into play and its uniquely you, who determines whether who you want to be and who you will be are on the same path.

Testing Leadership Mettle…


I am sure you have heard, more than once, that every individual is unique. The hot buttons of each one of us are different. However, we all aspire for and come together as teams and organizations, in pursuit of the achievement of objectives much larger than our individual selves. Some tend to do it better than the others. While we work together toward common objectives, there are multiple threads and hot buttons that need to be managed at the team and individual levels. This ultimately constitutes leadership and its varying degrees of efficiency that determines the health of the organization.

The premise of leadership is founded on the universal notion that a leader can motivate individuals and energize them to go from their current state to a desired state of optimal productivity. However, to do that, a capable leader needs to understand individual motivational needs and be able to work on them. Without intervening at the individual level, optimal productivity and more importantly, a willing pursuit of common objectives of the team or organization at the highest levels, is not possible. It should be a prerogative of every manager to understand their individual team member motivational needs and to be able to act on them, to bring common objectives achievement into focus.

While we all have finite time and energy to do a multitude of tasks, an important aspect of management is the ability to interact with teams and its individual constituents. Many a time individuals themselves do not have a clear understanding of their own motivational needs. This is where the need for a mentor becomes clear, in order to help the individual grow. Mind you, I say a mentor who can help individuals identify their own needs and help them focus on fulfilling those. External motivation has limitations and the focus should be on awakening internal factors of motivation for the individual and igniting the spark within to have them act on their own needs.

The best form of motivation however, is inspiration. If the leaders embrace the principles they spout and act in ways to show that they embrace what they preach, it goes a long way in inspiring others, that look up to them and respect them, to follow and reflect better selves.  Do note that a leader cannot actively try and inspire someone; it is for the others to get inspired. Hence, leaders can do themselves a favor by not always focusing on external motivation for their teams, but embracing ideals they would like to propagate within the cultural fabric of the organization. These will find ways of spreading through the organization as inspiration. And inspiration allows willing changes that individuals make in how they act and behave, purely because they believe and also out of respect and the need to see themselves in the same frame as those they look up to.

A leader’s effectiveness is determined by the inspiration they can invoke within their team. A key aspect that leaders need to take note of is that not all individuals are made equal. Some are motivated to do the minimum for a paycheck and others, to do just enough to hold on to the job. Inspiration may not awaken in them due to multiple personal complexities and it becomes important to recognize and understand, that a team is made of individuals with varying levels of motivation and it’s the leader’s job to ensure that this mix doesn’t affect the team objectives in a detrimental way at any time. The key is to work on individuals feeling engaged in their roles, for that is when they have the freedom to be creative and express themselves through their work in the best possible ways.

While setting an example and inspiring the individuals is the highest tenet that a leader should hold themselves to, communication is a two way street, where they should be willing to listen to the feedback and act on it, for the benefit of everyone involved. Transparency and empowering individuals to unleash their creative freedom in their roles goes a long way in bolstering their attitudes and getting the best out of them. Caring for each other, is finally the one aspect that cements a great relationship between everyone where no matter the challenge, they will all rise up together to take it on.

Playing with Fear


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Fear is a primal response to threat. And, it has played a crucial part in the management of human instincts and survival trends through the ages. While it served its purpose of taking a fight or flight decision when faced with physical danger during primitive times and also serves for the same, during modern times; it has also shaped into a formidable management tool through the industrial age to modern times. This time, it’s not necessarily about facing physical danger but facing uncomfortable situations as a result of not following planned direction. However, it’s usage and potency is arguable and I am sure there will be people on either side of the fence deliberating fear’s effectiveness as a management tool.

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Today, I am more interested in exploring fear for what it is and how, as an individual and leader, you need to understand it, to use it effectively to your advantage. Like someone said, risk or danger is real, but fear, it’s a choice. Either you can decide to let it control you or you take over the reins and control it. And, if you do manage to take the reins in your hands to manage fear, let me assure you, you will experience freedom in its full glory.

Fear, like many things that are the most potent when used in calculated measures, is the most effective, when used sparsely. Life is a swing, there are ups and there are downs. That’s a given and most of us have experienced it and continue to experience it. There is euphoria with the ups and fear with the downs. However, with effective preparation and management of the downs, fear doesn’t have to rule you when you are experiencing them. Fear, at optimal measures, can be a great motivator for yourself as well as when applied to a team that is pursuing a goal, to nudge them in the direction of achievement, deft responsibility management and understanding accountability. In such situations, triggering fear can help with the release of tension and buildup of energy to tackle the problem at hand and eventually result in a sense of accomplishment.

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However, when fear starts to engulf you or you end up using it beyond its potent value, it can be very damaging; its potency is lost to keep you or your team on track and as a result, chaos can take over. Knowing when to pull back is as important, if not more than to when and how much to push. When fear takes control, it tends to paralyze creativity and decision making prowess. As a result, there is a tendency to shift responsibility and depend on others’ decisions to act on, in order not to be held accountable. That just goes against the grain of accomplishment and progress. Be what you expect of others. Foster a flexible and positive atmosphere where mistakes are allowed but challenged not to recur, and when not on track, to come back to it. Knowing that its okay to screw up, so long as you learn from it and get back on track, helps everyone and instills a sense of camaraderie and trust among co-workers. It’s also important to understand that being on a constant alert to tackle stress is not healthy and can cause burnout. Winding down, relaxing and rejuvenating before picking up the mantle, is all a part of fostering the right stress management process.

On the individual front, fear tends to curb adventure and can hold you back for no reason. Any venture can either flourish or flounder. The risk or reward for any steps you take, tend to stay defined. If you fail, have the willpower and planning to get back up and try again. It can’t get worse than that. Then, why, let fear take you over and hinder you from make an attempt for a prolonged period, when there is a decent chance of you succeeding? Go ahead, and do what you plan to do. Believe me, the rest will all follow through.

Frontline Performance Management-What​ it means to the top-line, bottom-line ​ and organizational ethos!​


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An organization and its performance are dependent on the day-to-day functioning of its frontline employees who generally make up the bulk of its workforce. The tactical stewardship of execution is in the hands of the frontline staff that reflect the company culture and its values to the customer. And generally, these associates who are the majority of an organization’s workforce are the ones affected by several challenges across industries – low levels of motivation, economic and emotional stress, stressful work goals and management pressure to meet them, poor growth prospects, all of which result in high levels of attrition.

Today’s organizations are moving toward building their future prospects on customer experience. According to a recent article I was reviewing, an estimated 90% of all organizations are expected to craft themselves around customer experience by 2025. With customer experience becoming such an integral part of an organization’s success, it’s important to re-focus on the frontline staff who are the face of the organization to the end consumer. Although technology in its various forms is making in-roads into customer experience, the human element is still very much an integral part of the value an organization provides to its customer base. Be it retail, airlines or business process outsourcing, frontline employees play a major role in day-to-day activity and customer interaction.

With customer experience playing such a vital role in the performance and growth of any business, productivity and progress of the frontline staff becomes that much more important and its imperative to focus on them to ensure that there is a fair exchange of value going on.

With a slew of challenges, from financial wellbeing, poor work environment, boredom, and lack of challenges to stimulate creativity, poor growth prospects and high-pressure micromanagement to reach goals established by management without any space to induce their own personalities in what they do, the frontline employees continue to paint a poor picture of the organization to the end consumers, and move between jobs frequently trying to find a suitable position and organization to work for. As a result, management challenges include finding the right associates, coaching and training them to only lose them and work on the next while also battling work goals that need to be met. Dealing with the revolving door continues to be an impediment that affects operational and financial goals of organizations.

How can an organization double down on and tackle this issue, especially in these times of renewed focus on consumer experience to drive the engines of an organization?

That is where building a culture of empowerment comes into play. The frontline employees are the visible face of the organization. Development of a culture of performance through focused drive, clarity of mission and vision, and imparting value individually and as a team, should become the tenets of frontline management.

Better pay and employment conditions are the first tenet. It’s important for organizations and management teams to understand that the first line of employees on the job is the most vital arm of an organization and its long-term success. Since these employees are on the lowest rung of the ladder, doesn’t necessarily mean that they should be the lowest paid, more importantly, they should be paid to have a decent living base, without the worry of day to day financial challenges in their personal lives which tend to have an impact on their performance at work. All employees should be treated as an extension of one work family. Equanimity of base pay and benefits go a long way in improving employee morale. Pay for performance, whether positive or negative has some implications on performance, but not necessarily long term.

Next, support through training and coaching is important to ensure clarity of purpose for frontline employees. Each individual needs to understand, not just their work but also the impact it has on the larger scheme of things. They need to understand their contribution and value they bring to the organization, to own it and impart it on a daily basis to their best. Coaching, especially through peers or managers on a one on one basis reflects the investment the organization is willing to make in them, as valued employees, to learn about their strengths and weaknesses and help them cope to get better, and more importantly to advance in their careers. Frontline employees should be coached to look at their roles, less as jobs and more as careers where they have opportunities for advancement, provided they work on their specific strengths to take the lead as opportunities come up within the organization.

Empowerment is also a vital aspect of this puzzle. Generally, frontline roles are treated as jobs with high attrition and to be easily replaced with the next person coming in. It is also assumed that the role is a set of repeated tasks to be performed thus boxing in the role. That notion has to change. These are probably, the most important roles within an organization as the first line of customer interaction. Empowering the frontline employees garners multiple benefits for the individuals in the roles as well as for the organization. By empowering the employees to identify challenges, think creatively and come up with ways and means to interact with consumers, find and execute solutions to the challenges, the organization gains to improve upon its frontline as well as other specific challenges, finds new ways of interacting with consumers, thus raising customer satisfaction and loyalty with the organization and also helps identify the difference makers within the employees and offer them better career growth prospects. This empowerment also boosts employee morale as they feel challenged and in control of their work execution, thus bringing the best out of them. Productivity boosts can be seen in employee work ethic and improved influence on organizational performance resulting in higher revenue at the same or lower costs and better profit margins allowing the organization to experiment further and provide better opportunities to its employees. Further, the brand recognition and goodwill gained in the market is invaluable.

All of the above alleviates stress from the work environment, focuses on training, coaching and empowerment than micromanaging, using positive and negative motivators that have a limited shelf life and more importantly, brings the employees and management closer as one work family out to succeed together, working on a unified mission and vision, that they all take pride in.

The Dream Act!


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Nothing worthwhile happens in a jiffy. At the same time, it doesn’t need to take ages to make it happen as well.

Anything and everything that you want to do, be it to excel in a class, lose weight or build a ripped body, land that promotion or build your own business, all of this needs planning and effort on your part to make it happen. Whether you realize it or not, there is a certain level of planning that goes into architecting your life and everything you want to do with it. It’s when this planning is poor or not in complete recognition of factors affecting you and what you seek to do, that efforts fail. But worse than that, is not making an effort at all. You could do all the planning in the world and still not move an inch on executing your plan. Do not wonder when you hardly see any results. You could be most efficient up there in your head, but if that efficiency and execution do not hit the ground in real life, you will be exactly where you are, building large castles in your head.

The power of vision and planning is immense. But the best of plans are laid to waste due to a paucity of will to execute on them. More than the whole exercise of execution that might seem like a lofty task right at the beginning, let me say, that the conviction to start is important. You have the vision of what could be and a solid plan to back it up to show that yes, if executed this can mean an immense change for you and those around you in real life. However, envisioning the expanse of the execution and unforeseen challenges that you might come across overwhelm you. That is where you need to reign in the horses of your ever-wandering mind which starts to create this maze of “if, thens and buts” that tend to hamper your enthusiasm before you even begin. Human mind has a way of controlling you and sometimes, you have to know when to control your mind.

More important is to know that you just need to start and take it, one day at a time. You still need to have your clarity of vision but plan to execute, more for the mid to short term. Most important, go with the flow and start on it. Every small step counts; every daily challenge overcome is triumph. Soon, when you look back at the journey you took, there are miles of steps taken, dozens of challenges overcome and your vision unfolding in real life, right in front of you.

Never let go of your dreams! Never let them be just dreams!

Dreams do come true, only if you come through for them!

Image Courtesy: FreeDigitalPhotos.net

Sales, Marketing and Client Management – Influence of the Art and Science of it


Sales, Marketing and Client Management are key functions that, when done right, help with continued sustenance and healthy growth of an organization.

What makes someone a great sales person or passionate client management professional?

While having the aptitude to truly enjoy the responsibility of these functions is a given, the blend of having an upbeat attitude, charisma and innate traits that go with being convincing and having superior negotiation skills go a long way. Certain traits are a part of the personality and other skills can be attained or rather, fine-tuned through training.

Generally, future performance in sales and client management roles are judged based on past performance. Considered a predictable indicator, there is only so much reliability you can attribute to this.

Coming back to the art of sales, marketing and client management, prowess in these areas is based on aptitude, attitude, personality-based traits and learned skills.

When you consider using the art side of sales, marketing and client management, decisions are made and acted upon based on gut reactions, and end results rely much on personality traits and learned skills to help drive closure.

However, when we come to the science of it; that is where you see an impact of the industry and solution/ product knowledge, technical prowess, understanding of competitive landscape, market dynamics and more.

In today’s world, data plays such an important role in not just decision making, but facts based decision-making. Efforts are made to understand and simulate client needs, in many a case even before, the clients themselves know of their needs! That’s where the science of marketing comes into play to educate clients about their unforeseen needs and then, propose solutions to fulfill such needs.

The science of it all helps differentiate impactful marketing, trusty and inspired relationships with prospects and clients and helps further build on pure transparency of relationships as true partners engaging in solving the same problems, and not as two counter intuitive entities playing the roles of a buyer and seller, where the relationship is based on individual organizational interests and revenue plans than working together as partners to solve problems to the benefit of both.

In the latter scenario, there is true cross pollination of ideas and experimentation of new solutions as true partners.

In summary, an understanding of market dynamics, competitive landscape, true customer needs, product and solution specifics in relation to solving customer needs go a long way in closing deals and maintaining long term reference able clients as true partners that mutually thrive. This knowledge differentiates true sales, marketing and client management professionals as trusted partners from those that rely purely on the art of it. It also has a very profound impact on industry and organizational acceleration in their respective realms of pursuit and immensely influences their success.

Image Courtesy of FreeDigitalPhotos.net

It takes a village to raise a child!


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It takes a village to raise a child, they say.

Whether on a job, running a business, when in school or even when raising a family, any pursuit demands constant self-analysis in comparison to the environment around to assess where and how you fit in, to make the most effective impact on what you have set out to do. I have come across many that pay more attention to what they do not know or aren’t the best at than what they do and rock at.

For instance, those with strong technical skills question the business acumen they possess while those with a strong business background, question their technical knowledge. Financial whiz’s’ are uneasy with specific business domain knowledge they work in. Operations stalwarts tone down when it comes to business development.

This is something that I have seen to be very dominant in our times. Being aware of your shortcomings is wise and essential. But, to fret over it is not. Not everyone can be a star at everything they do. What is important is that they make an effort to know about things the best they possibly can so they are, in the least informed, when it comes to understanding how that fits in the big picture and this gives them the ability to make good decisions, many a time in their own work realm.

When you know your preferences, likes and strengths, focus on being the best at them. Do not worry about the rest. In fact, find the best possible help you can get on things that you are not very good at. It’s smart to surround yourself with people who are better than you so that you have that part of what you want to do covered. Now, you can focus on what you are excel at and trust others to focus on what they are good at so, all around, you come out successful. Remember, everything in life is a team effort; no one person did it all!

Image Courtesy of FreeDigitalPhotos.net