We are approaching my favorite day of the year! A three day weekend after a day with my family. My favorite way to spend the day is outdoors! But one thing is for sure: I toast the start of the holiday season with an eggnog latte.

Every year, that latte reminds me that I want to make my own eggnog, but all my research shows that the longer it ages, the better it tastes (though my husband would argue it never tastes good). Well, this is the year for me to make eggnog!

In my search for the perfect recipe I learned that eggnog was invented as a way to use up an abundance of eggs from early fall, when hens are laying aplenty due to the abundance of sunlight.  With sufficient sunlight, hens will lay an egg approximately every 25 hours. Sufficient sunlight is about 15-16 hours/day. Without less light, egg production slows down significantly.

The egg production from my 10 hens is currently around 1 egg per day.  In fact, none of my new peeps have laid an egg (at least I don’t think they have), even though they are 21 weeks old.

So, understanding the importance of sunlight for egg production, I have two choices: accept my measly harvest of eggs or put a light in their coop to make up for the sunlight deficiency.

The logical choice is to light up the coop. But there are potential negative impacts to their health. As we know, winter is the season to rest and rejuvenate, and if I keep my chickens working through winter, it could reduce their life expectancy.

So what is more important? Eggs or hen longevity?

How many of us are faced with similar choices – rest or keep working?  Do we keep pushing through the exhaustion in order to produce more, or do we allow ourselves time to rest? 

What about your employees? Are you allowing them time to rest and rejuvenate?  Does your vacation policy support allowing employees to unplug from their work and really rest, or do you encourage them to check in during their time off?  

In some of the companies I work with, people carry like a badge of honor that they work seven days a week or they work until 11pm every night. I know plenty of people who love their jobs, but if it consumes your or your employees’ lives, is it possible that that love has morphed into something unhealthy? Some people use work as a filler because they have no idea what to do when they aren’t working.

What if your work, or your employees’ work, were more than a filler? What if it work could be something you loved but also allowed you to follow other passions?

In his book The EOS Life, Gino Wickman defines the EOS life to mean: 

1. Doing work you love
2. With people you love
3. Making a huge difference
4. Being compensated appropriately
5. With time for other passions

My goal when working with my clients is to help them live their EOS life and to make that possible for everyone who is a part of their company.  

If you are ready to experience what that would mean to you, your employees and your business, email me and we can start your journey together!

For me, my EOS life will likely include some aged eggnog and hens who can relax over the winter, poised to hit record-setting egg production in 2022!

Happy Holidays!

I was talking with a business owner last week, and she mentioned she had an Instagram blog titled “My chickens are in love with my husband.” Then she told me how, that very morning, one of her hens had flown up on the windowsill and started pecking at the window. She told the hen her husband wasn’t home, so she flew down and laid an egg right next to one of his shoes.

I guess I’m not the only one who writes about chickens? 

But then I started to think about my chickens. They are definitely not looking for me. In fact, whenever they see me approach the coop, they scatter with haste.

Why the difference in how these two sets of chickens respond to human interaction? Well, I’m not an animal behavioral scientist, but I think it has to do with the type of interaction they received in their early peep-formative weeks.

This woman shared that she brought her peeps home when they were a few days old, and everyone was holding them, so they got used to human interaction and felt safe. 

My chickens were not held at a young age. They were raised by their momma hen, and that hen was very scared of me, my husband and especially my inquisitive hunting dogs.

I’d like to think there is some common ground between chickens who love their owners and those that are deathly scared of their owners. And this common ground is established according to the amount of interaction the chickens experience early on.

The same might be true when it comes to interacting with members of our own flocks. If we have too much interaction, we risk smothering each other, but if we don’t have enough, we lose connection.

Maintaining the appropriate level of interaction takes intentionality. When implementing EOS, we teach the importance of keeping the team connected by establishing a good meeting pulse. This meeting pulse instills accountability, enhances communication, improves team health, and accelerates results.

In the era of Covid, it has been challenging to find the right pulse to stay connected, which can have negative effects on key relationships. I also believe it gives us an excuse to neglect our more challenging relationships, both personally and professionally.

As you look at the relationships in your life, how do you see them functioning? Do you sense a lack of connection and alignment? If you want to gain traction toward your vision, you need everyone connected and moving in the same direction.  

If you want a proven process that can help accelerate your business in the right direction, I’d love to introduce you to EOS. Together, we can get the entire team aligned and working toward a healthy future. 

It has been a while since I last wrote about my chicken adventures. In late June, our flock grew to 20. Our three broody hens hatched 14 peeps. At some point, I’ll share that whole rather stressful adventure, but for now, I’ll skip over becoming a chicken grandma and instead turn my attention (and your attention) back to my mean rooster, Oden. If you recall, a few months ago I wrote an article titled “Right Seat, Wrong Chicken.” Oden’s behavior continued to escalate after recovering from the Great Chicken Massacre. It got to the point that I was working my chicken duties around his schedule, i.e., only entering the run when he was in the coop, which resulted in late nights and early mornings. 

A few weeks ago, my chicken coach came to visit. She marched right into the run and headed toward Oden. He sensed her lack of fear and retreated. Then she caught him and put him upside-down. And once a chicken is upside-down, the balance of power shifts—at least for the person who put him upside down. I held Oden for a while, and we eventually let him resume his daily activities. But I soon learned that until I caught him, he would still be aggressive with me. So, the following week—I did it! I caught Oden myself and held him upside down. Now I am at the top of the pecking order, and Oden has become a “Right Chicken, Right Seat” member of my flock.  

I can think of two ways to pivot this story toward business: overcoming our fears or becoming a better leader. Given the current shortage of employees, I’m going to pivot toward leadership. 
Most employers are struggling to find people to fill their open positions, especially people who show up on time and want to do the work. This shortage results in either settling for less-than-ideal candidates or slowing growth until more employees can be hired. 

It might help to think about the reasons for the employee shortage. After surviving the pandemic, many people have changed their priorities, and this shift has impacted the way they view their work. They may be less willing to take a job just to earn a paycheck. Based on my research, there isn’t a shortage of employees, but rather a shortage of enticing opportunities. I’d like to offer up three questions that may help you reframe your approach to attracting and retaining your ideal employee.

1. Is there consistency between what you say you want and what you accept? As we say in EOS, you get what you tolerate. In a time when finding qualified employees is very difficult, it may be tempting to tolerate employee behavior that is contrary to your core values. But that behavior is eroding your culture and lowering the standard for everyone. Addressing that employee with clear examples of the type of behavior that you won’t tolerate is the best way to tackle the problem.  If he or she can’t adjust their behavior, you will need to make the hard decision to let them go. It has been my experience that such decisions are rewarded as other employees step up to fill the void.
2. Are you clear about your vision and your core values?  Are you using those to inform your hiring decisions? A person with passion for your vision who demonstrates your core values on a daily basis will outperform any other employee. If you share your vision and core values during the recruiting and hiring process, the odds of attracting an ideal candidate will increase.  Yes, it will narrow down the number of candidates, but the quality of the candidates will be much higher.  
3. Are you managing your employees in such a way that they can’t imagine not working for you? This can be an uncomfortable question to answer. But if you can answer it in the affirmative, you will have an advantage over other companies competing for the same pool of candidates.  What would it take to have employees who are fiercely loyal to you and your company? (Hint, it isn’t a higher salary.)

If after answering those questions you find that there are opportunities for improvement, I’d like to introduce you to EOS (Entrepreneurial Operating System), an operating system that helps owners and their leadership teams get what they want from their businesses.  When implementing EOS, I teach how to utilize a simple set of tools that help you clarify your vision, gain traction on that vision by instilling discipline and accountability throughout the organization, and then transform your leadership team into a healthy, cohesive, fun-loving group of people who actually like working together.  This system will help you run a better business and, quite frankly, run a better life.  

To get started on regaining control of your business, attracting the right people and accelerating your growth, all you need to do is email me. I can tell you that this system worked for me personally: ever since I addressed my Right Seat, Wrong Chicken issue, I have been able to live a better chicken mama life.

If you recall, the outcome of the big chicken massacre was a traumatized rooster (Oden) and an unscathed hen (we named her Sally the Survivor). The end result of one hen and a feisty rooster is an oversexed hen.  I needed to solve my immediate problem: finding more hens.  Since I have Icelandic chickens, breeding with other types of chickens isn’t an option.  So, I did what everyone does when faced with a problem these days and turned to social media.  In my Icelandic Chicken Mama Facebook group, I asked if anyone had any hens I could buy in my local area.  Fortunately, there was one woman who agreed to sell me some of her hens though the price was a bit steep.  We did the exchange in the parking lot of Buy Buy Baby in Clackamas, Oregon.
 
I drove them home and planned on waiting until after dark to introduce the hens to their new home and family, but then changed my mind and decided to give them a few hours to acclimate prior to heading to bed for the evening.  Well, that was quite an experience.  Oden, the rooster, was overwhelmed with all his new options, and Sally was less than pleased to have to share Oden’s attention.  I have a video of this introduction if you are looking for a little chicken entertainment.  
 
Now, I wasn’t excited about paying what I paid for my hens, but the reality was that I needed to solve my short-term issue in order to make sure Sally survived.  I considered my options – purchasing chicks, purchasing eggs or paying an arm and a leg for hens.  I picked the best of the less than ideal options and moved toward implementation.  
 
I’m sure there are many of us who haven’t liked our options over the past 16 months.  Wearing a mask, social distancing, not seeing friends, not traveling, cooking all meals at home, etc.  But one thing I’ve learned as an adult is we often have to make hard decisions based on the current situation we are facing.  
 
When I’m implementing EOS with a client, I work to help them get better in three areas: Vision, Traction and Healthy.  Vision means that everyone is clear on where the organization is going and how it will get there.  Traction means no matter where you look in the organization, you see people executing on that vision with discipline and accountability. Healthy means transforming the leadership team into a cohesive, fun-loving group of people who genuinely like working together.  
 
Guess which one is the hardest to do? Yep – transforming the leadership team into a cohesive group of people who are willing to be open and honest with one another.  Conflict is difficult for most people, and as a result, they avoid it.  The sad reality is that avoiding it doesn’t make it go away. In fact, in many ways, it festers and ends up causing more issues than you can imagine.  Engaging in a lively debate is critical to working through the issues facing an organization.  If your leadership team can’t engage in those conversations, the decisions that are being made may be taking you farther from what you are trying to achieve, not closer. 
 
If you sense that your team is not making the hard decisions because they are avoiding conflict, you could be heading for trouble.  If you are ready to take the bold steps to work through those issues but you aren’t sure where to start, I can help you.  Making the difficult decisions now will help position the organization for growth in the future.  Are you ready for a new future?  Email me now and we can start working on achieving it today.  

Many of you have asked who killed my chickens.  If you haven’t been following my ongoing chicken mama saga, you can find my last article here.  But, just to quickly summarize, something killed six of my eight chickens, leaving a traumatized rooster without tail feathers and an unscathed hen.  
 
My husband and I have spent days pondering the demise of our chickens.  To answer the question succinctly, we aren’t exactly sure. But there are two clues that shed some light on the answer.
 
First, one of the chickens was found in our backyard.  Our chicken coop is in the front field and requires either walking down the driveway or strolling through the woods to get to the coop.  Even back in our short-lived, free-range chicken days, no chicken ever wandered up towards the house.  They ran (or flew) for cover in the trees and away from our dogs.  So, something brought this chicken to our backyard.
 
The second clue takes a little to set up, so bear with me.  As you may recall, we have a chicken coop enclosed within a 10×10 run with a gate.  At the request of our chickens, we expanded this run to include a 20×30 play area that has poultry fencing on the sides and is covered with bird netting.  This play area isn’t designed to keep them safe at night, but during the day it does keep them contained, and the netting keeps winged predators out while preventing the chickens from “flying the coop.”  Our chicken coop has an automatic door opener, which protects them at night, and when we closed the run gate in the evening, the chickens were also predator-safe.  After the chicken massacre, we added chicken coop fencing around the play area and staked it down.  And we committed to closing the run gate every night to protect them even more.
 
In honor of my husband’s birthday, I dressed the dogs in their birthday bandanas from Bailey’s Bandanas. The morning after his birthday, JacX (the puppy) returned to the house after “doing her business” without her bandana.  That morning, as I walked up to let the chickens out, I was lamenting that I would have to order another bandana as the dogs look so cute with them on.  When I arrived at the chicken coop, I found the bandana.  Smack in the middle of the play structure.  You know: the one surrounded by chicken coop fencing.
 
Yep, our “bird dog” used her nose and paws to pry up the stakes, lift the fencing and enter the play structure.  Fortunately, the chickens were locked up in the run and she couldn’t get to them.
 
As I reflect on why JacX would do that, I think she might have started taking “liberties” with her title of bird dog.  Instead of thinking of herself as a dog that retrieves the birds her dad shoots, she started to think of herself as a dog who retrieves all birds, regardless of whether her dad shot them.  
 
And while I’m not happy with her at all, I think that in some ways we can all relate to her.  How many of us have taken ‘liberties” with our titles or our responsibilities over the past year?  Think about it – how many of us have transitioned to less formal business attire while working at home (or at least from the waist down)?  Or how many of us have found out that without all the idle chit-chat, we can actually get all our work done 15-20% faster, thus allowing us to shrink our work week?  Or perhaps we have “shirked” those responsibilities that we really don’t like doing or never found any value in completing?
 
As we move into a post-pandemic life, most businesses will start having employees return to work in the office full-time.  This will definitely be a period of adjustment.  I’d like to propose the following three suggestions on how to preserve the benefits of the past year while ensuring that the company is poised to grow and thrive in this new economy.  

1. Communicate.  Don’t assume your employees know what you have been thinking and planning for the past year.  As we teach in EOS, in order for an employee to hear you for the first time, they need to hear it seven times.  So, get clear on your vision and your path to achieving that vision and then start communicating.  If you feel like you are overcommunicating, or you’re getting tired of repeating yourself, pat yourself on the back and keep on communicating.
2. Be clear on everyone’s responsibilities. A year is a long time to firmly establish habits, good or bad.  So, as you move towards “re-entry” make sure that everyone is clear on what is expected of them.  One EOS tool that I like to use is the 5-5-5.  This tool can be used to reinforce core values, describe the employee role in the organization and define their quarterly “rocks” (business priorities). 
3. Be human.  One of the benefits of the past year is the melding together of our personal and professional lives.  We have learned how to work from home and balance remote learning for our kids, how to manage barking dogs during Zoom meetings and how to support each other during periods of tremendous stress.  My hope is that we maintain that same level of care and concern in our post-pandemic lives. 

If you find that you or your workforce isn’t ready to navigate the new realities, please reach out to me.  I can provide you some tools and techniques that will make this adjustment much easier for all parties involved.  And, perhaps, we can learn how to leverage some of those “liberties” into a more fulfilling life.

As my husband and I started talking about getting chickens, we created our vision: free range chickens that laid lots of eggs.  

As you know, the first round of chickens were free range but they stopped laying eggs in our coop.  Our second round has been confined to our run and the quantity of eggs has slowly been increasing.  But, the free range part isn’t going so well.  We have two issues, first our dog JacX who believes her job is to catch the chickens and bring them to my husband (Mike is working on addressing this issue with the dog trainer).  

But, our other issue is Oden, the rooster. The reason we have a rooster is twofold: first, roosters will protect the hens, and second, having a rooster allows me to continue the bloodline without purchasing additional chicks.

Oden is very good at protecting his hens. But about a month ago, my husband went to put them in for the night, and Oden wasn’t quite ready to turn in. My husband gave him a gentle nudge toward the coop, which Oden didn’t appreciate. His response was to flog my husband. While my husband didn’t dwell on the incident, Oden apparently isn’t over it yet. He now likes to strut up to me or my husband to challenge us. Fortunately, Oden has learned the word “No.” But it has definitely reduced the fun in caring for the chickens. In fact, I can’t be in the coop when he is walking around, as he will come up and try to challenge me (he hasn’t tried to flog me yet). 

Based on our Chicken Values, I’ve been wondering if we have a Right Seat, Wrong Chicken problem.

The phrase “Right Person, Right Seat” comes from Jim Collins’ 2001 bestseller Good to Great. The “Right Person” is someone who shares your organization’s core values. The “Right Seat” means that person is using the skills and talents they were born with. When implementing EOS, I teach my clients that in order to achieve their vision, they need 100% of the individuals in their organization to be “Right People, Right Seat.” If you don’t have that, the organization’s performance will suffer. Allow me to explain. 

Let’s say your situation is Right Person, Wrong Seat. You have someone who shares your company’s core values. They fit your culture like a glove, but they aren’t doing a job that is in line with their skills and abilities. Typically, management makes excuses for the person by saying things like, ”He has been here since the beginning,” or “I really want her to finish her career with us.” So, you either tolerate underperformance or begin to create workarounds to ensure the organization still meets its goals while keeping that person in his/her seat. That results in inefficiency, chaos and reduced performance. 

The other challenge you may face is Wrong Person, Right Seat. This is someone who is really good at the job but doesn’t demonstrate the organization’s core values. I’ve witnessed this with a really strong salesperson who will win at all costs, even if it means sacrificing the company’s core values. It might also happen when you have a very knowledgeable technical person in a key role, or possessing a unique understanding of the product or service being provided. Organizations often feel they can’t possibly let that person go, because they will lose their competitive edge, and if that employee were then hired by a competitor, the company’s secrets could be shared. But I have seen first-hand that letting a Wrong Person go actually liberates other individuals in the organization to step up and fill the void. And oftentimes, after the person is gone, the leadership team will start to hear stories about how this person was eroding the culture and the company’s reputation.

If you sense that someone in your organization is either the wrong person in the right seat, or the right person in the wrong seat, I challenge you to do something about it. Achieving your vision requires that you address those issues within the organization. If you aren’t sure what to do or how to approach this issue, I can help you get clarity on how best to address it for the greater good of your organization.

Oh, and did I mention that one of my 18 week old chickens is a rooster…