R7 Archives - M is Good

R7 Health Assessment

By | R7

M is Good has developed a new tool birthed from decades of experience working within organizations of all sizes and types in developing internal and external marketing and branding initiatives.

This assessment tool is inspired by Harvard Business Review, Gallup Research, Speed of Trust, and the Bible. Therefore, the assessment takes a Christian holistic view of the entire organization, going beyond measuring personalities and behaviors.

While most personality or behaviour assessment tools assume a targeted approach, the R7 assessment takes a holistic approach to an organization, and exposes specific “gaps” that need to be addressed. These areas range from employee engagement and trust, to effective vision, strategy development, brand, communication, motivation, and execution.

Once the results are in and the scorecard is analyzed, time and money can be better spent on managing the gaps and not trouble-shooting using a one-size fits all assessment. We’ve found while working with leaders and organizations, some will benefit from cultural or behavioural enhancement while others have specific issues in executing a strategy that effectively lines up with their vision.

In our experience, CEOs and leaders want a big picture of where they need to focus their attention, and once that’s highlighted, we can apply the right amount of rigor to achieve the right results at the right time.

Most of us are aware of CBS’s hit reality show and emmy nominated series, Undercover Boss, where a CEO goes deep undercover and spends weeks seeing things from an employee’s perspective, experiencing how they interact with their clients, and work with others.

Like UnderCover Boss, this R7 health assessment tool allows CEOs to experience the employees perspective, without being invasive or confrontational. It allows the organizational leader the opportunity to gather data and quickly identify gaps in the organization’s vision, strategy, brand and communication. It gives leaders an insider’s perspective on how employees, customers, and donors perceive the organization and their ability to communicate vision and strategy from the inside out.

The R7 health assessment is a strategic assessment tool that uses quantified data to quantify the potential gaps in your organizational purpose, vision, strategy, brand, and communication. This is the 1st assessment tool that looks at how your employees, clients, and customers perceive the executive team’s ability to communicate the organizational vision, strategy, and from the overall purpose from a Biblical perspective.

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How to find your passion

How To Discover Your Passion

By | R7

“What lies behind us, and what lies before us are but tiny matters compared to what lies within us.”

— Ralph Waldo Emerson (1803-1882). Philosopher, Poet, Author, Essayist

The desire to chase your passions is what inspires an individual to begin the journey of “how to find your passion.” We then go from living a task driven life to a purpose driven life by answering these two questions: what is my purpose and what am I passionate about? It’s the idea of leaving a level of bondage to pursue a life of freedom. An individual’s freedom looks entirely different from everyone else’s. Most of the time it’s not financial but actually spiritual. There is nothing more freeing and inspiring than an individual chasing their passions. These passions spark everyone around them, including their family, friends, and colleagues. It’s not about failure or success but the idea of chasing a dream.

How to Find Your Passion

The idea of creating and helping others with a God fearing organization unburdens an individual. An individual chasing their passions begins a new chemical reaction in their body and their thinking process becomes more of “how to find your passion.” This has been known as thinking with their heart not with their head. Anaïs Nin once said “And the day came when the risk to remain tight in a bud was more painful than the risk it took to blossom”. The Book of Matthew in the New Living Testament Bible says:

“You are the salt of the earth. But what good is salt if it has lost its flavor? Can you make it salty again? It will be thrown out and trampled underfoot as worthless. You are the light of the world—like a city on a hilltop that cannot be hidden. No one lights a lamp and then puts it under a basket. Instead, a lamp is placed on a stand, where it gives light to everyone in the house. In the same way, let your good deeds shine out for all to see, so that everyone will praise your heavenly Father.” Matthew 5:13-16 NLT

Just think how great it would be to lead an organization where your workplace is led by purpose and passion and your employees embrace the company vision. The Destiny session is the 1st of ten sessions in the R7 health assessment that begins the head to heart transformational process. This ultimately changes the task and skill driven model to a passion and purpose driven model. If you are a leader of an organization and want to find out more about R7, take our free test. R7 health assessment intangibles include:

Organizational intangibles:

1) Increase the quality of the conversation
2) Increase trust with management and employees
3) Start transitioning from task driven culture to purpose driven culture
4) Improve communication with clients, employees, donors and investors
5) Consistent messaging with clients, employees, investors, and donors
6) Increase the five levels of trust (Societal, Market, Organizational, Relationship, Self)
7) Enhanced Internal Motivation
8) Provide roadmap for producing a healthy Christian organization
9) Decrease turnover
10) Increase overall bottom line

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vision statement examples

Vision Statement Examples

By | R7

Vision is Emotional. God intended vision casting and “understanding the why” to be rooted in our emotions.

Good, clean vision statement examples and personal vision statement examples cover the what, who, how and where. Learning how to write a personal mission statement gives an individual better insight on how every part of a vision is equally as important and gives an organization something to stand on.

For instance, the neocortex is responsible for the who, what, when, where and how. Its main focus is to respond to rational and analytical thought and language. Whereas, the limbic system of the brain is responsible for regulating emotions or all of our feelings, such as trust, loyalty, love, hope, and sincerity.

Good, clean vision statement examples and personal vision statement examples cover the what, who, how and where. Learning how to write a personal mission statement gives an individual better insight on how every part of a vision is equally as important and gives an organization something to stand on.

For instance, the neocortex is responsible for the who, what, when, where and how. Its main focus is to respond to rational and analytical thought and language. Whereas, the limbic system of the brain is responsible for regulating emotions or all of our feelings, such as trust, loyalty, love, hope, and sincerity.

Investing time and energy and going the extra mile with your efforts is usually not in the neocortex rational thought category of the brain rather it is more of an emotional decision. Hearing vision, casting vision, and communicating stories of life changing moments are part of the limbic system.

Extraordinary behavior begins with connecting with people on an emotional level, a why level, not a who, what, when, where neocortex level.

Winning hearts and minds to life changing experiences in non profit organizations requires a leader who leads with why. Want to see a ministry fail? Look at their lack of vision. In short, marketing to the heart means casting vision. Creating short, easy to understand, memorable vision statement examples and personal vision statement examples can be more inspiring than a bunch of sentences chocked full with all the details. Marketing to the brain and strictly adhering to logic means staying too close to features, benefits, and value-cost propositions.

Organizations that fail to communicate their vision and sense of why, force the consumer to look at strictly logic based information which could leave the buyer filled with doubt and anxiety about the product and second guess the purchase. Some research has suggests leaving the why behind and leading with only what the consumer wants.

Henry Ford sums it up the best saying “If I had asked people what they wanted, they would have asked for a faster horse.”

Writing a Vision Statement

Writing a short, easy to understand, memorable vision statement and leading with vision throughout the organization engages the limbic system and is a balance between science, core values, beliefs, and passion.

Beliefs, values, and passions are the backbone for crafting a fantastic vision statement. It is our God given desire to feel like we belong. We crave to be around tribes of people who share similar beliefs, passions, and values. When an organization communicates their why with flawless execution, the organization will produce raving fans.

Vision is inspiring and extraordinary when an organization sticks to it for decades and stays true to brand. When an organization takes the time to apply rigor to their vision, these raving fans become dedicated raving fans. A vision statement is a vivid idealized description of a desired outcome that inspires, energizes and helps create a mental picture of the future. And as we know it now, vision engages your clients, donors, and employees emotionally and connects them to an organization and helps them feel like they belong.

Over the years we have crafted many vision statement examples and helped many organizations raise millions of dollars to help grow the Kingdom of God.

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Digital Marketing Strategy

Digital Marketing Strategy

By | R7

A Digital Marketing Strategy is the plan of action. Benjamin Franklin once said “If you fail to plan, you are planning to fail.” Lets re-read this one more time. Benjamin Franklin once said “If you fail to plan, you are planning to fail.”

Let that sink in before reading the next words. We can wait.

Ok, moving on. There are countless digital marketing strategy plans, consultants, coaches and planners who have different philosophies on the strategic management process and brand strategy consulting. This includes quarterly plans, bi-annual plans, annual plans, and 3-5 year projections. The R7 Health assessment has adopted a collaborative philosophy and approach to strategy. Our philosophy is simple, develop a plan that is baked in vision, prayer, purpose and trust. A digital marketing strategy that works, is a strategy that all team members can agree on and execute. A spirit of unity. The R7 strategic approach is based upon purpose, vision, and trust not activity, formal education, skills, and job titles. A strategy that works is focused on team members executing the plan on a daily, weekly, monthly basis. A strategy that works is a collaborative organic plan. This plan can be a weekly, monthly, quarterly or bi-annual projection but also must be executed on a daily, weekly, monthly basis and it should be grounded in purpose, vision and trust.

Before an organization executes a digital marketing strategy, the purpose and vision should have clarity, clear communication and deep levels of trust established. Clarity and Chaos are not related, and can’t coexist. If there is clarity there is no chaos, and if there is chaos and confusion there is no clarity. Managing chaos is not putting out fires, managing chaos means confronting the core issue(s). The organizational core issue(s) for chaos is clarity in the vision, and organizational trust. As a seasoned marketing firm, we understand good and bad messaging. One of my favorite client relations stories comes from a client in Australia.

After a long flight to Raleigh from Sydney, Australia with many meetings throughout the week, the client looks us directly in the eye and says this marketing piece is turd rolled in glitter, it is a piece of crap that sparkles! We laughed and enjoyed the moment, and later began to analyze their words of wisdom. Rolling a turd in glitter, is a turd in glitter. We realized flushing the turd is the best remedy for clean air. Understanding content and rewriting the content based upon the vision is bringing in fresh air. Having trust and an authentic relationship with the client is inspiring, and collaborative. The shock of an Aussie calling our work sparkling crap was priceless. Going back to the client and asking vision level questions was collaborative and fun.

Understanding the why of the organization, and building the strategy and creative aspects from the why is a strategy that organizational leaders, clients, and employees can trust. Taking a step back takes time, builds trust and is the right strategic move. When trust is high the cost of producing and communicating to clients and employees are low and the speed by which the organization produces and communicates is fast. Conversely, when trust is low the cost of producing and communicating to clients and employees are high and the speed by which the organization produces and communicates is slow. According to Gallup only 10% of the United States employees trust management and only 1% of the global workforces trust management.

In summary, R7 strategy has a foundation of purpose, vision, and trust. Executing a digital marketing strategy based upon vision and trust allows the organization to be more profitable. Emotional and physical profitability with the client and employee engagement, eliminates high degrees of miscommunication and chaos, increases the bottom line, and increases the quality of the conversation. Remember chaos and clarity cannot coexist in an organizational setting. The R7 Health assessment will allow the organizational leader the opportunity to evaluate organizational strategy. The R7 Health assessment assesses an employees temperament with anonymity and gives the organizational leader the proper tools to help the organization grow into a more healthy Christian organization.

Take our free health assessment and and find out how we can help you lead with vision and build a healthy Christian organization.

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Strategic Brand Management

By | R7

Building a great brand and company starts with proper strategic brand management!

Branding is one of the most misused and misunderstood words in the marketplace today. I know this from my 15 years of working on effective strategic brand management with entrepreneurs, CEOs, organizational leaders, and executive teams. I’ve had my fair share of successes, and failures. While there are many variables that go into building a great brand and a great experience, the first step is building a great brand’s promise.

The brand promise is the foundational statement for all branding, the internal statement that drives the creative work of the organization: usually not a public statement. Below is fantastic checklist for building a great brand promise:

1) Understandable
2) Believable
3) Unique (different from others)
4) Compelling (is it something valuable to the end user)
5) Delivery is 100%
6) Measurable
7) Something you can control

How well organizational leaders understand and manage the brand promise will determine it’s success. A great brand promise advances beyond just making money and managing perceptions in the marketplace, it is the foundation for all creative communication. The creative communication includes brand strategy consulting – website content, video promos, commercials, all print media, SEO, and SEM content creation.

Since brands are defined by the experience others have with it, we need to take a closer look at what the executive team is communicating and what product, good or service is being delivered. The R7 brand uses the strategic brand management plan and vision as foundational pieces when crafting the brand promise. If these pieces are not in place there is usually a gap in the organizational brand promise and what the brand delivers. Some marketers would call this gap “brand confusion” or “brand disconnect” and if it’s really bad it is an “identity crisis”. To understand if there is a brand disconnect or crisis here are some questions to ask the executive team or employees:

What is the organizational brand promise?
Are we clear about our brand promise?
How well do we deliver on our brand promise?
What is branding in marketing?

When building the brand promise awareness is critical. Can the leaders of the organization deliver the brand promise with 100% consistency. One common pitfall for not delivering 100% on the organizational brand’s promise, stems from too many services, or perhaps too many features and options. As consumers, we love to have options, but we want clarity with our choices. We love the power of having choices, but we crave convenience. Spending time to refine the brand, its services and offerings based upon the organization’s overall purpose, vision, and strategy may be emotionally challenging; however, it will make it easier for customers to choose your service or product.

The organizational brand’s promise is one that needs to be measured internally and externally. How the executive team operates, manages, communicates and delivers are the internal benchmarks. For external benchmarks, customers will grade their experience with the brand and how well it was delivered. If it’s too difficult to measure, then the promise is too complicated, therefore it will fail on not only setting expectations, but delivering on them.

If your organizational team has settled on a single promise, but it’s not delivering 100%, then don’t despair as there are many brands that do not deliver 100% every time. Consistency will determine the life cycle of the brand, so figure out the steps to achieve 100% quickly,so there is consistency. Involve your team and your customers because their feedback will prove invaluable.

Delivering 100% on your brand promise needs to become priority #1. Do not stop until your organizational leaders can say, we deliver 100% on our promise.

Once you’ve defined and mastered proper strategic brand management and the correct brand strategy consulting, the next step is how to communicate it clearly and how do we measure it for success. R7 Brand and the R7 Health Assessment delivers clarity to the organizational leaders. Try out our free R7 health assessment.

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Integrated Marketing Communications

By | R7

Effective and active listening are important elements of communication.

Integrated Marketing Communications ensures that all of forms of communications, such as business communication solutions and strategic business communications, are carefully linked together to work in complete harmony. We’ve all been frustrated and perhaps inspired on both ends of communicating our message through these elements:

  • Internal vs. External
  • Formal vs. Informal
  • Official vs. Unofficial
  • Vertical vs. Horizontal
  • Written vs. Oral
  • Verbal vs. Non-Verbal

Every one of these elements are important tools when communicating. When it comes to the R7 Communication phase of our process (Step 5), we like to concentrate on the “Who” and the “Why” of the communication cycle.

The “Who” of Communication

We use the Power of Who, written by Bob Beaudine, to execute these communication principles. In his book, Beaudine illustrates that the best things in life are people: family, friends, and occasionally, our neighbors. The next best thing is helping families, friends and neighbors. Obtaining material things, such as cars, houses, and boats are the furthest thing away from feeling productive and having a fulfilled life. As Christian, we long to glorify our God with our talents and our abilities, so having our identity in material objects is trite and empty.

The Best Way to Communicate Who We Are

The best way to communicate who we are to our family, friends and neighbors is through our personal vision statement. The best way to communicate our vision is through our passions. The most effective way to communicate our passions is uncovering and understanding our passions, apply rigor to those passion and developing a personal vision statement. Having our personal vision statement and strategy for our life is the ultimate prize.

Vision brings clarity and understanding to our everyday actions and behaviour which leads down a path to a productive fulfilled God-inspired life. Communicating your vision to friends, family, neighbors and people you meet everyday is the fastest most effective way for people to understand who you are and how you can help them or they can help you. Your personal vision statement is the world series, stanley cup, and super bowl of communicating your “why” to the world.

“If you really want to pursue a worthy goal or make a significant change in your life, don’t go external in your approach, go internal.”  Bob Beaudine

The Biggest Problem

I once asked my senior video editor and a professional hockey player the same question and they both came back with the same answer. I asked the video editor “What is the biggest problem with video editing?”. I asked the professional hockey player “What is the biggest problem with professional hockey?” They both answered. Communication.

Communicating your individual vision or organizational vision through any of the above channels is one of the most impactful forms of integrated marketing communications when dealing with the modern Christian world.  Believing in your personal or organizational vision moves from the neocortex of the brain to the limbic system part of the brain. Once you believe and engage the limbic system there is physiological emotional response. This response engages belief and commitment into your everyday behavior.

The best things in life are free. The best things in life are not things. The value of family, friends, and faith points us to the realization that what matters most in life is all wrapped up in our identity with Christ and how we communicate our passions to inspire people, especially when your vision glorifies God. -Anonymous

The “Why” of Communication

Being passionate about something is what motivates us to pursue it and communicate it with belief. No emotions, no activity! Abraham Maslow (1976), stated all human beings are trying to achieve a sense of importance, a sense of significance, and have a high need to feel capable. In Lee Iacocca’s book Where Have All the Leaders Gone? (2008), he pointed out humans have a need to feel significant and useful leaders must create a culture that inspires and moves associates to pursue goal attainment-both theirs and the organization’s.

Yes there are many books written on the best practices and elements to communicating. I have personally read many of them, and the techniques are outstanding. I have also been around some of the most inspirational people in the world, and they all have started with communicating their “Why” to the world.

“No soldier gets entangled in civilian pursuits, since his aim is to please the one who enlisted him.” – 2 Timothy 2:4 ESV

Here’s How We Can Help

M is Good has developed a new tool birthed from decades of experience working within organizations of all sizes and types in developing internal and external integrated marketing communications and branding initiatives. This assessment tool is inspired by Harvard Business Review, Gallup Research, Speed of Trust, and the Bible; therefore, the assessment takes a Christian holistic view of the entire organization, going beyond measuring personalities and behaviors.

Let’s Chat.

Click here and fill out the form on the next page to get started.

How To Create An Action Plan

By | R7

Now we are ready to take action!

Whew! Did we really make it through the R7 health assessment? We are now ready to help you learn how to write an action plan. You are probably asking first “what is an action plan” or better yet “how do I write an action plan”?

Before the R7 Health assessment, action is all an organizational leader or executive team knew. In fact, action prior to purpose, vision, and strategy is chaos. Chaos lives on confusion, fear, stress, and anxiety. Interestingly, the logo for chaos is arrows going in every direction.



In fact, we do “Action” so well it has become the identity of the organization. Throughout the years we forget about our identity and purpose and pride ourselves on how fast we can move. When we’re moving this fast we wonder, is time moving faster or are we moving slower? This is a rhetorical question.

The image I see here is a truck with all the power in the world but has no tread on its tires, so it’s just throwing mud everywhere. Have you ever stood behind a truck throwing mud everywhere? It’s overwhelming. From a distance, it looks cool and productive but really it’s just an overwhelming waste of energy.

truck-spinning-messThat was then, but this is now. Because you and your organization have been through the R7 Health Assessment, creating an action plan example starts with vision, strategy, brand, communication, prayer, prayerful thinking and meditation. Action has a foundation. Action has a foundation. Action has meaning. Action behind the action is vision. Action has the “Power of Who” behind it. Action has the Holy Spirit behind it. Action is strategic. The visual image I get when communication action inside of R7 is the sonic boom (I am not talking about the video game character).

sonic-characterI am visualizing the actual airplane sonic boom.

sonic-boom-jet2The sonic boom occurs when an aircraft travels through the air faster than the speed of sound. As the plane passes through the air it creates a series of pressure waves in front of it and behind it, similar to the bow and stern waves created by a boat. These waves travel at the speed of sound, and as the speed of the plane increases, the waves are forced together because they cannot get out of the way of each other. Eventually they merge into a shock wave, which travels at the speed of sound – approximately 760mph (1,225 km/h), as a vapour cone forms behind the aircraft as atmospheric water is condensed.

sonic-boom-jetThe sonic boom is fast and powerful, it has purpose and direction and attracts the attention from the people who visualize it, everyone sees it but the pilot. The one who creates it doesn’t get a chance to see it because they are long gone, because the power of their vision and purpose, their trajectory is in another atmosphere. The action thrusts the visionary into the next realm quickly with flawless execution. There is no glory in the boom for the one who created it but only for those who witness it. Their glory is with their heavenly father.

When your vision is focused, flawless execution power and purpose radiates inside you and around you much like a F-16 traveling at low altitude.

Hopefully by now you are pretty familiar and now know how to write an action planYou can now become the pilot and enjoy the testimonies of people seeing your sonic boom. Sign up for your free R7 Health Assessment today.

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The Power of Thank You

By | branding, marketing, R7

For the past several years, there has been a shift in the philosophy of “Thank You”. In the late ’90s and early 2000s, the “Power of Thank You” was simple and common in our everyday dialogue. It was more of a quid pro quo (something that was given or taken in return for something else). Consumers would see a “Thank you” occur in tangible forms like notes, emails, and even a gift card.

Because of the onslaught of digital consumption, the “Thank You” philosophy as we know it has shifted. User experience and instant product reviews have significantly changed how we shop, purchase, and engage with a product(s), good(s), and services. Consumer reviews have always been very powerful, but now they have an instant voice. Potential consumers, employees, donors, clients, and contractors are instantly listening, watching, and engaging. Because of this shift, reviews and organic search rankings have tremendous power. An awesome user experience backed with a great product…5 stars! A terrible user experience, with a bad product…1-star review.

In this new digital world, organizational leaders are no longer the hero.

The consumer is the hero and the organization is their guide. Engagement with the consumer, or lack thereof, is a reflection of the organizational leader’s heart. Digital marketing has become a megaphone for the organizational identity, a direct reflection on how organizations behave and interact with the consumer. If organizational leaders see themselves as the hero, consumers will see the organization as lazy, out of touch, and perceived as disrespectful and not engaged with the needs of their consumer.

In this new “Thank You” philosophy, it is critical to acknowledge that the changes in the digital culture are rapid and engagement is happening instantly. Engagement is no longer an hour from now, not two days from now, but right now.

Competitive prices, efficient customer service, a smooth check out process, and timely delivery are no longer exceptional services, they are a basic commodity for any organization or business.

What can organizational leaders do to embrace this philosophy?

The new power of “Thank You” is about thanking the customer (the hero) by providing them with what they deserve.

What do they deserve?

They deserve, a world-class engagement experience linked to an exceptional product. Engaging the consumer through the decision making, purchasing, and follow up process is the start of the world-class experience and the beginning of embracing the new Power of Thank you.

Harnessing the new “Power of Thank You”, will have significant and overwhelming benefits. Employees rave about the company, consumers instantly share, like, and instant message friends. Your donors become raving fans and your best salespeople, click-through rates and impressions go up, while bounce rates go down.

And what do organizational leaders have to do for this honor?

Here are a few tips from companies that are exceptional.

First, Embrace change. Zappos leaders embrace the change necessary to provide customers with better products and engagement process.

Deliver WOW Through Service; Embrace and Drive Change; Create Fun and A Little Weirdness; Be Adventurous, Creative, and Open-Minded; Pursue Growth and Learning; Build Open and Honest Relationships With Communication; Build a Positive Team and Family Spirit; Do More With Less; Be Passionate and Determined; Be Humble.

Tony HsieghZappos CEO

Second, for the love of God, experience your own product. REI leaders experience their own product and work together to inspire and educate.

Our core purpose guides everything we do: we all work to inspire, educate and outfit for a lifetime of outdoor adventure and stewardship.

Jerry StritzkeREI CEO

Third, change the lens. Amazon leaders have changed their lens on how they see themselves and their customers. Amazon leaders are not the hero, their customers are the hero.

We see our customers as invited guests to a party, and we are the hosts. It's our job every day to make every important aspect of the customer experience a little bit better.

Jeff BezosAmazon CEO

These simple steps will change the process and create a world-class front end experience, resulting in the consumers saying thank you on the back end.

In part II, I will dive deeper into the practical steps for organizational leaders to implement the new “Power of Thank you”, starting with how to engage their own product and finish with how to shift the lens of the hero from the organization to the consumer.

Critical Thinking Skills

By | R7

Learning the core of critical thinking skills allows you to make better choices.

At its core, thinking can be broken down into 3 categories: creative thinking, problem solving, and critical thinking. Creative thinking involves imagining, inventing, changing, designing and creating. Problem solving includes improving, refining, finding, and inventing new criteria to mash up. Critical thinking incorporates analyzing, breaking things down, comparing, categorizing, listing, and ranking.

An individual who takes the time to think increases the organizational bandwidth for all solutions. Throwing more tasks and more information at someone will not make them thinkers or help the organization grow. Believe it or not, it will only increase turnover and decrease morale. The reality is that our society is terrible at critical thinking skills. We must encourage employees and donors to help us think. Taking the time to think is the foundation of democracy. Here are four universal examples of critical thinking:

1. Making distinctions between ideas, objects, and the pros and cons
2. Looking at systems and picking them apart
3. Recognizing relationships in the community
4. Looking at multiple perspectives to increase compassion and empathy

One of my favorite articles ever written is theMaking of a Corporate Athlete by by Jim Loehr and Tony Schwartz. It’s a white paper, that is a scaled down version of their book The Power of Full Engagement, Managing Energy, Not time, is the Key to High Performance and Personal Renewal. Their book is one of the key factors of why Think is number 6 in our process. In fact their book is foundational to understanding an individuals ideal performance state, and also understanding oscillation and programs.

Building “Think” into our process allows an organizational leader the opportunity to reach their ideal performance state. As Jim and Tony point out, an ideal performance state involves a physical capacity, emotional capacity, mental capacity, and spiritual capacity. Each one of these capacities needs time oscillate. Rituals that promote oscillation—the rhythmic expenditure and recovery of energy—link the levels of the capacity pyramid.

The R7 Health assessment is not a program it’s a process.

A process that helps provide clarity to Vision and creates an environment for reflecting and applying rigor to daily tasks is where the message hits the tip of the sphere. The R7 health assessment is a highly collaborative process. A process is very different than a program. A program has hard and fast rules while a process takes innovation and collaboration with team members to execute.

For instance, vigorous exercise can produce a sense of emotional well-being, clearing the way for peak mental performance. Peak performance in business has often been presented as a matter of sheer brainpower, but we view performance as a pyramid. Physical well-being sits at its foundation. Above that rests emotional health, then, mental acuity, and at the top, a sense of purpose. The ideal performance state requires peak performance under pressure and is achieved when all levels are working together. All levels cannot work together if there is not proper oscillation within each of the capacities.

Therefore, developing critical thinking skills is one of the most critical steps in the R7 Health Assessment. They are essential for reaching an ideal performance state, increasing human potential, and boosting corporate performance.

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How to Build a Unified Team that Competes Everyday

By | R7

Ep 31 – How to Build a Unified Team that Competes Everyday
Apply Rigor

00:04 / 23:19

It’s been an amazing year being a sports psychology coach for six teams. Four of them went to the national tournament and two of them won it all! Working with both sports teams and some of the best and brightest Christian organizational leaders over the past 19 years, I have seen a trend. Successful sports teams and successful organizations follow the same steps and processes to create a unified team that competes every day.

Here is what I have learned: Highly successful teams compete with Peak High Velocity (PHV), they have laser-like focus, empathy, and have a passion for excellence. Let’s examine a six-step process for how to build a unified team that competes every day.

#1 Vision

Vision is at the core of every successful team. Vision is a short, portable, easy to understand, memorable, and inspiring statement that teams use as their north star. A properly written vision statement is more inspirational than it is factual. Vision connects to the limbic system of our brain, which is where our emotions are housed. Therefore, a strong vision causes people to become emotionally invested and tied into a clear and compelling future. Some of the most inspiring vision statements are seven to eleven words without conjunctions. Successful vision statements are ones that inspire, motivate and provide clear direction for the future.

Southwest Airlines’ corporate vision is – to become the world’s most loved, most flown, and most profitable airline. Do you see it? Southwest uses this vision to motivate, invigorate, catalyze, and engage their employees. They believe that they are put on this planet to not only change the airline industry, but the entire world. Love comes first for them. If the world loves them the most, then they’ll fly on their planes, which will make them the most profitable airline.

Is this possible? Is it bigger than Southwest? Are they the most flown every day? Are they the most profitable? The answers to all of these questions is – NO. However, it’s learning to live in and strive for this vision that attracts so many employees and flyers to Southwest, their north star. The big question then is HOW will they accomplish this? Good question. Keep reading and we’ll get to that in a moment.

#2 Strategy

Where vision connects to the limbic system, mission, which gives birth to strategy, and connects to the neocortex. Mission and Strategy are the nuts and bolts needed to answer the questions – How, Who, What, Where and When? How will you make the vision a reality?

The Southwest Airlines mission is simple:

Dedication to the highest quality of Customer Service delivered with a sense of warmth, friendliness, individual pride, and Company Spirit.

With a vision to be loved, offer the most flights and maintain the highest profit, the mission beautifully answers the question of, “How?” Have you ever flown on Southwest? If you have, you know, like I do, that this mission is executed every single day. It’s not out of the ordinary to be on a flight where the flight attendant announces and sometimes leads the other travelers in singing happy birthday to a passenger on the flight. It’s not rare to see gate agents engaging in meaningful conversations with passengers and checking them in with warmth and sincerity. It’s more common than not to see Southwest employees having so much fun that it causes you to smile.

Inspirational leaders that want their teams to compete every day with PHV use their vision and mission, to establish clarity, and they stick to it. This allows players and employees to be better equipped to move forward together as one unit. Power is established with unity, unity is the behavior behind the vision and mission, and this is the strategy.

As a side note:
Strategy builds trust because it enables organizational leaders to edify their behavior with their language. Building trust and establishing clear roles can help to drive awareness and empathy around individuals with both high and low emotional intelligence (EI). High EI people don’t allow circumstances to hold their emotions hostage. They are the masters of their emotions, as opposed to being a slave to their emotions.

#3 Brand and Culture

Vision + Culture = Brand. Let that sink in. Unified teams that compete every day have a brand. Sometimes that brand is not as strategic as organizational leaders and coaches want, but it’s there. In fact, it’s there 100% of the time, regardless if the coach or organizational leader was strategic or not.

Southwest’s Airlines brand is easy to identify – a loving airline operated by fun people who help you have fun when you fly. Their vision matches their culture. Southwest is organized and strategic, and it shows. It is a completely different experience compared to other airlines that love to tag passengers for every fee under the sun. As airline passengers who are frustrated by all the inconvenience fees, like the air we breathe the moment our feet hit the airport. Southwest understands this process and has crafted a vision and culture to communicate its brand, a refreshing experience like “Bags fly free” policy is one example of eliminating fees and taking the frustration out of air travel. Face it, paying for bags isn’t fun!

Strategy + Brand = Core Values. Think about it. When companies and teams have a clear plan to accomplish their vision, each team member knows their role and why they are doing it. A compelling brand backed by authentic and transparent core values will give employees and consumers alike a sense of unity, direction, and purpose. What are teams that compete every day doing in order to exude their brand? They have properly set core values and core behaviors that can be traced back to their strategy, brand, vision, and mission.

Southwest has its core values housed in two main buckets. The first is “Live the Southwest Way”. Their values are a way of life and mean three distinct things:

  1. Warrior Spirit – They battle through adversity and never quit.
  2. Servant’s Heart – They live to serve others.
  3. Fun-LUVing Attitude – Fun MUST fuel function.

The second bucket is “Work the Southwest Way”. These values guide how they do what they do:

  1. Safety and Reliability – No one will fly on an airline that is not safe and/or reliable.
  2. Friendly Customer Service – You are their hero and they want you to know that you have a “friend” at Southwest.
  3. Low Costs – Money shouldn’t be a barrier from being treated like royalty at an airline. Do you realize that they don’t have first class?

A side note:
Try asking some of your clients how they feel after they work with your team. The answer will give you some clues about your unique brand. It could be a brand of value, encouragement, or timely execution, but every team has a brand.

#4 Communicate Vision and Strategy

At this point in the process, leaders, managers, and employees apply rigor and hustle. The harvest is plentiful but the laborers are few. Teams that compete every day are relentless about casting vision – in fact, they are pretty tired of casting vision. As a coach or organizational leader, finding creative ways to communicate the vision, mission and core values is 90% of the job. Finding ways to tie these important guiding principles into meetings, emails, 1-on-1’s, and other daily tasks takes a lot of effort. Amazing organizational leaders and coaches are never satisfied. Hope is the breakfast of losers, while discipline, rigor, and tenacity are the breakfast of champions.

Southwest communicates through their leadership network with consistency, empowering its employees to live out “The Southwest Way”. Their attitudes are not manufactured. They are so dialed into the company’s vision, mission, strategy, and values that communicating these standards are both normal and natural to them.

Continue to find and create conversations around vision and culture.

#5 Pray

Prayer is the most powerful force on the planet. Leaders and coaches that have left a legacy have found an inner peace that helps them manage the peaks and valleys of life and leadership. They encourage their team to create moments to quiet their minds. The end result will be greater clarity and higher EI.

We can’t speak to this one in regards to Southwest. We don’t know if they pray. We can only speculate because it is no coincidence that their employees have more focus on living out their values than most. In order to do this, you have to have extreme mental clarity and the only way to do this is to create moments to quiet your mind, make decisions, and focus.

As a side note:
Gary Kelly, CEO of Southwest Airlines, is a champion of servant leadership and caring. Here is a quote from his Linkedin Blog:

“To be a leader, you have to care about everything; you have to feel it – vision; quality; innovation; talent; customers; profits; shareholders; and employees – especially your employees; your people.”

#6 Action

This is where it all comes together. Plan regular review cycles. Manage and eliminate distractions that don’t advance the vision. Find ways to manage your teams’ mental, emotional, physical, and spiritual (MEPS) aptitudes.

When it comes to action, Southwest pushes team first in terms of goals, accountability, and compensation incentives. Many companies shy away from the team approach thinking that people may hide in the group, but that hasn’t been the case for them. Their team-based system is driven by continuous improvement, and free-riders are exposed very quickly and replaced by people more willing to commit themselves to real performance challenges.

Great companies and organizational leaders like Southwest and Gary Kelly reward what they want to see replicated and encourage people to live out the company vision, mission, strategy, and values.

If things don’t work perfectly at first, it’s ok. Keep working the plan, and trust the process. Understand that all great companies, coaches, and leaders are tempted to jump into areas or lanes that they shouldn’t in order to manufacture progress, or get results quicker. Leaders like Gary Kelly are addicted to progress, grit, and rigor – they are passionate about what they do and how they communicate it. Vision cast, encourage, coach, and hold people accountable – then repeat!

“Last year, we flew 125 million customers, the most of any U.S. airline. It took over 50,000 employees to serve those customers, operating one of the world’s largest fleets of over 700 aircraft. A $20 billion company like that demands two things: Leadership and Teamwork. They go hand in hand”- Gary Kelly CEO Southwest Airlines

These six steps are the skeleton plan for a unified team that competes every day. If you know of any high performing teams, compare them to the list and see what you find. You may be surprised and encouraged all in one!


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How to Build a Unified Team that Competes Everyday

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