Author Archive Tips

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Can You Tell an Ass Kisser from a Praiser?

It may not be hard to tell the difference but can be difficult to choose the right one.   The answer reflects the health of a leader’s Ego that can affect many aspects of his or her leadership— vision, image, power, stability, etc.   To take leadership to Level 5, it is essential for leaders to focus on the big picture than personal benefits, so they can make independent decision, open to new ideas, be fair to others, etc.   Jim Colin’s humility reflects of a healthy Ego that can make the focus nature.    It wastes time work on secondary behaviors.

On the other hand, it challenges many leaders to tell an ass kisser from a praiser or know talent at a personal level, not to mention to utilize an ass kisser.  The Executive 6Q Assessment helps leaders scan their development needs and use the right people.

What Can Impact on the Health of the Ego?

Parents are often the primary impact- the victims are usually unfavorable children or those overloaded with stringent standards.   To these parents, the children are never good enough, which weakens the health of their Ego.   Child neglect and abuse have the worse impact.   Primary caregivers are usually the next significant impact.  England King George VI’s stuttering had a lot to do with how his nanny mistreated him when he was little.  The rest are various people at society, such as teachers, schoolmates, bosses, colleagues, etc.

Victims can withdraw from society, like the King George V.   Victims can also look for approvals, be eager to tell the world how smart they are, or abuse others, which will destroy their vision, image and power.   Victims may also think that they can steal, rob and silence their competitors as they can do ANYTHING.  When a leader is eager to look for approvals, ass kissing is more musical than praise. The business empire will fall even faster.

By restoring the health of their Ego, many negative behaviors can go away quickly since they are secondary.   It usually takes a deep commitment and weeks to months with the right tools.  Behaviors reflect an injured Ego; therefore, it can be painful and slow to “better” the reflection.  Does every Ego have a quick solution?  We do not take cases that involve ethics and abuse.

Leaders usually have other needs, for example, innovation, leadership styles, conflict management, resilience development and other performance management, to further strengthen the health of their Ego.

Use the Right People

To use the right people is the first step to success.  An ass kisser can still serve certain purposes if management is setup right.   The background check and track records are necessary.  However, they cannot anticipate the future performance, which is the to determine if the person can do the job.  To do so, leaders need not only assess individual current capacities, but also their level, performance and potential under different weather.  “Honesty and self-awareness” that Psychology or behavior tests  rely on usually do not apply to an ass kisser.   Here is the comparison between the 6Q Whole System Approach and partial ones.

The world is changing fast.  The more leaders can anticipate, the better leaders can use the right people.  Although gut feeling is good, the leadership and performance MRI provides scientific evidences and therefore is more reliable.  We help leaders see more, see far, and win big.

            

Discussion

Does Level 5 Leadership development tie leaders with high standards?  No, only the right ones, and learning and development is as nature, healthy and easy as possible. Behavior and EQ alone cannot solve all issues, for example:
1. Unwise investments.
2. Use a wrong person.
3. Setbacks and failures.
4. Poor health.

It takes the right tools to empower leaders from good to great and build Level 5 leaders.  Let’s find the extra tools you need!

The Prince Synergy Team

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Can People Skills Alone Manage Conflicts Efficiently?

Conflict management for leaders is essential to leadership success because conflicts are inevitable as long as strategic shifts and structural changes are necessary.  How to manage conflicts has challenged many leaders.  Recently, a CEO wanted to improve his conflict management and was particularly interested in deep human knowledge.

Are people skills alone sufficient conflict management for leaders?  NO, because many conflicts are self-induced.  The Executive 6Q Assessment found that the CEO needed several puzzles– vision, innovation, deep knowledge of talent, etc.  One issue was that he could easily lose temper over low-grade errors.  Looking back, he has been at the top of his class from elementary to MBA.

Optimize Conflict Management with the Right Tools

Should we modify his behavior or ask him to consolidate with others publicly? No, instead I told him one story.

I acted like him until I suffered from Traumatic Brain Injury due to an auto-accident.   In the beginning of my recovery, my cognitive ability was about elementary school level.  I could be easily frightened when I walked on the street since I did not know what to do, so I had to hold my father’s hand.  Gradually, my cognitive ability came back, so did my confidence.  One day, I was no longer afraid.    Even since, I have learned to be empathetic with those who commit mistakes—they do not want that happen, either- and in the meantime, inspire them to learn from their mistakes and grow.

The CEO thanked me for sharing my story.  He has faced the same conflicts fewer and fewer each day.

Like EQ and behavior alone cannot build a Level 5 leader, the key to improve conflict management is to evaluate leaders’ underlying structure, choose the right follow-up strategies, models, practice classes, and not to waste time on the secondary behaviors.  Self-discovery is important but not always efficient.   Public consolidation with others often come with unnecessary humiliation and resistance, which can slow down the problem solving.   Existing 360° assessment results are helpful, and there is no need to repeat the assessment since it mainly collect observation, not the root causes.   Most training on conflict management for leaders can be done in an efficient and comfortable way, such as listening to a story like the above CEO.

How to Optimize Conflict Management for Leaders Efficiently?

There are two kinds of conflicts—self-induced and environment related.  Is it easier to improve self or change others?  A great leader needs both.

A leader’s fairness comes first.  Otherwise, conflicts can emerge anywhere if the leader tries to disregard others’ benefit, take advantage of others or play personal favor since no many people are stupid.   What comes the next is leaders’ vision, Ego, innovation, leadership styles, legal sense, structure making, resilience, etc.  Why?  Most people would rather tolerate a leader’s people skills if the leader can see far, take right action, and be fair.

Many leaders do not know their talent deep enough, which affects how they task talent, execute their strategies, and prevent conflicts.  The lack of deep knowledge of their talent has a lot to do with the leadership and talent development history– most institutions focus on IQ, EQ, and LQ but fail to know the other half of the human system.

In addition to taking the right action, leaders can win hearts easily in daily work through mental and health management.

Different root cause require different solutions, which can be diagnosed first.   Usually,  the Good to Great Leadership CLASS 1 minimizes self-induced conflicts; CLASS 2 deepens leaders’ talent knowledge, leadership styles and conflict management skills; and X-Class helps to win more hearts and save more human capital.   Clients can start to see results in days to weeks like the CEO did in the case above.    No need to worry if someone has had too many complaints.   In fact, the change can be more impressive than others’.  And we will help to magnify the change elegantly.

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How we help clients

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About the Author 
Bin Yang is the author of What Stop Leaders from Good to Great, and the Managing Director of The Prince Synergy (www.theprincesynergy.com), a leading consulting firm that explores missing tools in leadership and success, and solves the hardest issues that no one else can.

If you’d like to learn how to be a great leader and enhance your 6Q instead of IQ and EQ alone, consider reading the life stories in the book and trying the mini quiz.  The webinars are also available for hands-on experiences. The Prince Synergy customizes most of its classes and programs based on the Executive 6Q Assessment results.   For more information or to schedule an interview, lecture, or appointment, please contact 310-668-1828.

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the US Second, China First?

Recently, the World Economic Forum reported global growth distribution.  To many people’s surprise– the US is second, and China is the number one!   How do you feel?  How does the fact impact your business and strategy?

I remembered one day in 1996; one instructor suddenly told the whole class that China was a butter-flyer– although it waved its wings vigorously, it had no impact on the world. Instantly, every class mate turned around to look at me since I was the only Chinese there.

After the class, I asked the teacher why she said so. She felt a little embarrassed and said, “You can call the US a butter-flyer as well.” I disagreed. Instead, I asked her, “Why do you think that the US cannot punish China now?” She could not answer. I told her, “Because the US has a lot of business in China; therefore, punishing China would backfire its economy.” The teacher was astonished, and I continued, “Every country in the world is on a chain; therefore, the change of one country would impact the rest.” The teacher was speechless.

Today, every country in the world is still in the same chain. The change of one country still will impact the rest.  The resource, market, talent, and governmental system in the Eastern and Western world still have their pros and cons although some elements have changed.  It is essential to see far, optimize innovation, make wise investments, and keep lasting growth.

Everyone can be “an underdog” sometimes. The winning philosophy is simple– If a Big Man Scores 80-90, You Score 110-150, and there is a way! Your leadership and top team performance are the key to your success.

Achieve more in 2018!

About the Author:

Bin Yang, Managing Director at The Prince Synergy
Los Angeles, 310-668-1828

Coming Programs and Classes

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Case Study: Should A CEO Be Charming?

Mr. M, the CEO of a large construction company, was excellent in construction work and devoted to his job.  However, he was impatient with his staff’s “silly” questions and wanted the team to follow his development model. He also liked to wear his college outfits wherever he went.  As a result, his chairman concerned his manner and image could cost their business opportunities.

The Executive 6Q Assessment found that Mr. M was excellent in schools, from elementary to university.  He had a healthy Ego and was sharp in decision-making, learning, customer needs satisfaction, etc.  However, he was weak in emotional control and expression, poor Public Relationship awareness, and had limited conflict management skills and leadership styles.

Bring Internal Charm Out
We recommended custom “Be Charming, Win Heart and Minds” to address his issues.   Mr. M quickly understood the gap between his self-awareness and others’ perception, his natural skills and professional levels, and developed the skills and styles needed.  In less than three months, he won the hearts and minds of his staff back.

DISCUSSION:
Should a CEO be charming?  Of course!   Our CEO studies have found that no CEO can achieve desirable results if others cannot perceive his or her leadership properly.  People skills or physical appearance alone cannot make a charming CEO, not to mention an exceptional CEO.  Being charming also means less conflicts and resistances to handle and more hearts and minds to win.

Most CEOs do 1 of 2 things: (1) speak to other CEOs and ex-CEOs and (2) talk to a professional coach.  The first can advise Mr. M based on their experiences, and the second mainly encourages Mr. M. to find his own solutions or give him some EQ tools and behavior modification.  Neither could solve Mr. M’s problems quickly.  For more discussion, please read Identify  Your Missing Software, Go from Good to Great Efficiently Chapter 5.

Relate reading:
Should a CEO Be Charming, Win Hearts and Minds?

More Case Studies 

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Case Study: Can He Handle the Job?

Mr. B, 38, with MBA and ten years of experience at a well-known leadership consulting firm in roles from consultant to local VP, was promoted to Regional Manager to boost regional sales and minimize turnover. Two months later, sales remained flat, and turnover had increased. His pregnant wife was very unhappy as he spent a great deal of time away from home due to the new job. He was so burned out that he was contemplating resignation when he met us.

Work from Inside Out
The Executive 6Q Assessment found Mr. B was an excellent consultant with many great leadership characteristics, such as decision-making, learning, EQ, persuasion, etc. However, he was weak in sales and marketing, and challenged in public influence, emotional expression, and energy restoration, and other that were not significant to a local VP.

Advice
Optimize emotion expression immediately to first take care of his family crisis so that he could focus on his new job and later build intimacy with clients and colleagues.   Customize training to target the rest issues. Provide him additional company support while he was learning.

Focus on His New Role
Through 30 minutes of training, he learned how to share his professional stress with his wife, win her understanding and support, and how to connect with clients and colleagues more deeply with the same skills.  After the 30 minutes of training, he eliminated his family problems.  One week later, he gained more confidence with his new role and could connect with clients and colleagues more deeply.

After just 90 min assessment and 30 min training, Mr. B made a breakthrough and saved his job and region.

Have you wonder what would happen had he gone to a coach to discover the solution on his own?   Why his leadership firm could not anticipate his development needs or support him efficiently during the crises?  You can find the answer in  What Stop Leaders from Good to Great Chapter 8.

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How Children Study, Handle Setbacks & Failures Is Very Different!

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Catch the Development Needs of a Leader before “the 360 Degree Assessment”

Great leaders are the key for an institution to go from good to great.   To identify the development needs of a leader ahead of time and take early action will enable both institutions and individuals to achieve more and better than to do so after they step on the spot, based on the 360 Degree evaluation.   This is what we called “Catch the Development Needs of a Leader before the 360 Degree Assessment.”  When the leader grows, institutions can also benefit from greater leadership and management continuity.

Many people wonder- how can The Prince Synergy catch development needs of a leader before 360 degree?  A person’s internal structure and capacity usually remains the same unless significant events emerge.  The capacity that each task requires can be estimated.   What challenges other institutions, including top MBA, is how to anticipate the capacity change under raining days and storm since they cannot get to the entire 6Q structure but tech, behavior or psychometrics alone.   However, this is not an issue to us.

Leadership Development History Review

Looking back, IQ was over estimated in leadership development until Daniel Goleman brought in EQ.  Lominger expanded a part of IQ and EQ– breadth of experience, operation, and motivation– and add Learning Q.   Michael Porter strengthened IQ with strategy and competitiveness.  Peter Drucker perfected management.  Jim Collins defined 5 levels of leadership within the 3Q.  But no anticipation and solution if leaders crash in setbacks and failures (Adversity Quotient, AQ), lose health (Health Quotient, HQ) or face many other issues.

However, all 6Q are integrated, for example, poor AQ and HQ can shut down IQ, EQ and LQ.    It is impossible to know the root cause(s) without knowing ALL associated facts.  Subsequently, it is impossible to anticipate development needs of a leader, take the right action, and achieve fast and lasting results.   It takes the right talent, knowledge, learning, innovation, motivation, resilience, resources, energy, and others to meet new challenges and beat setbacks and failures.


Behaviors are the reflection of the underlying 6Q structure and often change as environments change, especially under failures.  For example, Napoleon committed suicide after the Allies defeated him, which was not his normal behavior.   To save his life would not change his environment but only gave him the opportunities to rise again.   He had to change his capacity in order to defeat the Allies.  Unfortunately, he did not succeed. To help CEOs and other elites go from good to great and become exceptional is the same.   The 360 degree can observe behaviors but not the causes and potential issues beneath; therefore, behavior modification can be slow or unfruitful, and traditional leadership development that is based on the behavior approach has poor impact.

By evaluating individuals’ underlying 6Q structure and the challenge ahead, we can anticipate the development needs of a leader at different processes and stages and take early action.   Can He Handle the Job?  is a good example.  The Executive 6Q Assessment is the core assessment that scans elements needed at different processes and stages like MRI.  Please watch the video “Find the Missing Tools in Motivation” for a live illustration

In addition, leaders are needed most in uncertainty and complexity that often require more than IQ, EQ and behavior tools that top MBA and firms provide.  The unique development needs of a leader can be personal, interpersonal and organizational, for example strategy, leadership style, talent management, etc.  A lack of the right tool make many possible impossible and turn months into years.

 (Leadership & Performance MRI)

There were 253 CEO Replacements at Fortune 1000 in 2014, Man: Woman = 252:1.   Would it be better to catch the development needs of those CEOs before the final 360 degree evaluation and empower them with the right tools?  It is easy to understand that leaders’ internal structure makes the difference between good leaders and great ones.   In fact, the challenges that they have to meet and the tools that they have also contribute to their success, which is also called “luck.”  Just imagine what would have happened if Franklin Roosevelt had to run marathon.  The time, place and tools all matter. 

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Want to catch your development needs before 360
Degree?   
Take a quick quiz 
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Benefits to Catch Development Needs of a Leader before 360 Degree

Too many.  In general, it enables leaders to leverage human capital more efficiently:
1. Take early action.
2. Inspire, excite and keep others efficiently.
3. Use the right people.
4. Build a high-performing team.
5. Shorten the time and money needed to achieve goals.

How Can The Prince Synergy Catch Development Needs of a Leader before the 360 Degree Assessment?

Our services are the integration of Business, Law, and Medicine, including Psychology, which allows us to evaluate a leader or an elite at macro and micro levels. Our founder invented the 6Q Approach when she was looking for tools to recover herself from Traumatic Brain Injury and then help her patients meet challenges, beat setbacks and stay healthy.   Many case studies in this book What Stops Leaders from Good to Great are the successful examples of the 6Q Whole System Approach.   Here are some: 
1. Should a  CEO be Charming?
2. Eliminate Stress with the Right Law
3. Can He Handle the Job?

Can The Prince Synergy foresee Everything in the World?

We wish so.  However, we know how to handle setbacks and failures and can enable leaders and other elites to be ready for the worst.  We know what is possible, impossible, and can get leaders and talent ready fast.

The world is changing fast.  Different challenges demand different capacities.  What is insignificant today can be significant tomorrow.   What is significant today can lose value over night.  The fast CEO Replacements at Fortune 1000 in 2014 can be minimum had businesses anticipated their development needs and taken early action.   To catch the development needs of a leader or an elite requires a systemic approach.    For more information, please read the book What Stops Leaders from Good to Great.

A Right Start, A Strong Start is the diagnostic program that enables leaders and other elite to catch their development needs before the 360-degree assessment and choose the best follow-up strategies, models and group practices.   All leadership group classes are linked together.   Leadership, from Good to Great is the All-in-One program.

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How we help clients
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The Prince Synergy Team

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Case Study: Eliminate Stress & Insomnia with the Right Law

Almost 100% CEO suffer from stress, and 85-90% executives suffer from Insomnia due to stress. 

The key to managing two successfully is to use the right tools, including Law, instead of one tool for all issues.  Here are two cases that our founder had at the clinic and a government lobby.

Case Study 1– How to Eliminate Insomnia due to Stress:

An attorney came for insomnia and anxiety.  Because his parents left all their money to him but nothing to his sister, his sister kept on suing the family, and he had to manage.  Subsequently, he developed insomnia due to stress and anxiety.  He had visited several other firms before he came to us and was quite familiar with standard maneuvers, such as position change.  Ms. Yang asked him if his family had set up a family fund. He said no.   Thus, Ms. Yang told him, “Set up your family fund, so you do not have to give your 40% to Uncle Sam, but give it to your sister.” The attorney was speechless.  No more sleeping pills or therapies needed for his insomnia due to stress.

Case Study 2– How to Deal with Stress in Workplace
A real estate company must have a business license to do business in one district in a major global city a few years ago. Before that, the company must have property in that area. One company had invested most of their money in another area. Their representative begged a government officer to give them an exception. The officer insisted that they must have a property first. The agent was almost burned out. Dr. Yang happened to be nearby.  She asked the officer, “Is there any requirement for the size of the property?” The officer was astounded because there was none, which meant the company could buy 1-square-inch property and get the license.

DISCUSSION:

From the above cases, you can see that you can deal with stress, insomnia, and other stress-related health issues efficiently with the RIGHT tools.  Deep breathing, positive thinking, and others are too general.  Smoking, alcohol, and drugs often come with long-term damage.   Here is a short video (4’55”) regarding how to deal with stress, insomnia, and other stress-related health issues. Physical and mental health management is a part of executive health quotient.

Furthermore, the law utilization is an important part of Level 5 leadership. Winners not only know the right law, but also can seek opportunities between laws, and create their own law.  The key is to think without a fixed frame, which is also essential to building Level 5 leadership.  To help leaders use Law, think without a fixed frame, and manage stress, insomnia and other stress-related health issues for self and team is a part of The Prince Synergy Level 5 leadership program curriculum.

Do you have the right tools to deal with stress, insomnia, other stress-related health issues, and build Level 5 leadership?  Take a short Leadership Tool Quiz.

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Video: How to Deal with Stress & Stay Healthy?

Video Transcript:

Studies have found that about 100% of CEOs and 80% of elites suffer from stress.  Most people deal with stress with limited symptom relieves, for example meditation, deep breathing, music, yoga, smoking, alcohol, drug, and food.  These methods can relax mind and body but do not solve problems, so the same stress will come back.

A good stress management requires two parts—the right tools to meet challenges and relieve stress.  Usually, the root cause of stress is a lack of the right tools to meet challenges, which can be technical and psychological.  Individuals need symptom relief to keep a clear mind and body.  Because human body can quickly develop immunity to one tool, it is better to have 4-5 relaxation methods for stress at each level.

Without the right tools, productivity and creativity can suffer.   People can develop stress-related health issues or worsen existing ones, for example, heart attack, stroke, insomnia, diabetes, fibromyalgia, etc.  I first met this group at clinics.  In fact, medical treatments are also symptom relieves here since they cannot provide the tools to meet challenges, and can become increasingly expensive if the stress keeps coming back.

The key to deal with stress and stay healthy is to find the “missing software” to achieve your goal.  When you are ill, have your root cause of stress and symptoms taken care at the same time.

What can be the challenge?   Each person has 6Q.  You probably already know IQ, EQ and learning Q.  Individuals also need adversity Q to manage storm, health Q to keep energy and public influence Q to utilize resources.  Complex tasks usually involve the whole 6Q system, where every element at each step and stage matters.   100% of CEOs suffer from stress because they mainly handle complex issues.

However, schools mainly give us some tools in IQ and EQ.  Hospital can cover some health issues.  To find the missing tools to solve your unique issue, you need to explore more, which can be struggling.  In addition, a sad truth is that not every doctor want you to get to the root cause of your stress because they want you keep going back to them.

I first helped people deal with stress and stay healthy during my residency.  I noticed that, usually, once I found their missing tools, many got well quickly, including the same day.  Their re-occurrence rates were minimum.  That is how I invented the 6Q whole system approach.

You can deal with stress and stay healthy with the right tools.   Come to our 2-hr webinar for hands-on experience or attend our class, “Be Happy & Be Your Own Doctor First!

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The Best Holiday Gift to Your Family & Friends for 2018

In this holiday season, would it be great to connect with your family and friends more deeply?  What is the best holiday gift?  Flower?  Candy?  Spending time together?  These are all great holiday gifts.  However, the best is the solutions to the “intractable issues” to fulfill their dream and be their best.

Unlike computers, human capacity can fluctuate under change and storm, which involves adversity Q, health Q, and public influence Q besides IQ, EQ, and learning Q. Behaviors can mainly reflect the 6Q structural change instead of making the change. About 30-40% “intractable issues” in leadership and performance are born because IQ, EQ and behavior tools alone cannot solve complex problems efficiently.

Where will the approach difference impact? Many areas, for example,

  • How to optimize innovation and build resilience to build Level 5 leadership
  • How to choose the right talent to optimize success
  • How to stay healthy under stress and minimize healthcare costs (e.g: insomnia, headache, fast aging, heart attack, stroke, etc)
  • How to help children learn faster and better when motivation does not work.

To fulfill dreams in this fast-changing world, it is better to go beyond traditional EQ & IQ approaches, get to the root causes of behaviors, identify “missing software,” and make learning as easy as possible. By doing so, you often can be 10 times faster than others and identify efficient solutions to 30-40% of “intractable” issues.

A lot of time can be saved. Many dreams can come true, stay alive or continue.

In the holiday season, we first like you to view things differently, so you can choose the best holiday gift for your family and friends efficiently:

In addition, we offer $400 -1000 discounts to many of our book, classes and programs to make the best holiday gift more available.

There is also a special bonus: free Executive 6Q Assessment to investment $6000 & above ($1800 value). The discounts and bonus will expire on Dec 31, 2017.

Happy Holidays! Have a Wonderful 2018!!

Please feel free to contact us with your concern.

The Prince Synergy Team