Saturday Snippet

This is from Kim. Hello!

Thank the mice for this Saturday Snippet.

This week, the kitchen counter bore unmistakable evidence of small,furry, UNwanted guests in our home, prompting me to begin some long-overdue deep cleaning - you're welcome, children. I've started the purge.

Having always loved recipes, I have collected more in books, newspaper and magazine clippings, from family, friends and acquaintances who've generously shared their culinary delights than I'll ever live to cook. As I sorted through piles and piles of these forgotten treasures, amongst this morning's discoveries that fell to the floor is a reminder I jotted in some long-ago year on an itty bitty tear-off sheet from the University of Nebraska at Omaha (NO idea where that came from). I'll now re-write and hang for a daily reminder. May you be touched by its message and grace yourself to LIVE.


Let us be thankful for work we have done.

And let us be grateful for work put aside.

For work left undone speaks of choices, not neglect.

It tells of living fully, not of lonely shoulds.

Of catching unique moments in the lives of those who matter and focusing on what's important to us.


Take care. Be well. Be WUCA!

All People Want to Feel Appreciated

The "A" in WUCA! means "Appreciate." You may NEVER get a second chance to tell a person what they mean to you. Take every opportunity to tell someone how much you Appreciate them and how much good they bring to others.

As the clock counts down another year, we often reflect and feel the need to make some personal changes. We want life to be fun and light, not held back by grudges, anger, hate. As the "A" in WUCA! is how to express Appreciation, one action you can take is to show gratitude and forgive others in a unique and lasting way.

To lighten your heart-load, try writing a living eulogy to three people: someone you appreciate (they might be gone soon), someone who has "done you wrong" (let it go), and yourself (you must love and appreciate yourself if you expect others to love and appreciate you).

1) A living person you appreciate. Let a living person know just what they mean to you while they can hear/read the words. You choose the delivery method, with the goal to touch their heart in a very Be WUCA! Way to feel their life matters, has value, and meaning. Do it now - you may never get a second chance to tell a person what they mean to you. 

My story with my daughter, Erin, is here, it is "Why" we teach how to build great relationships. 

2) A person who has "done you wrong." The point of this writing is to release your pain. Think about the experience/s you've had with this person and write honestly, from your heart, ways you can forgive or appreciate them. If you do this exercise, you know the circumstances and whether it's wise to deliver what you've written. If not advisable, write it out and store or destroy the document and feel good you've let go of feelings whose tight grip may have stifled you. Feel GREAT and allow yourself to move on.

3) Yourself. What's on your heart you need to jettison to go forward free of guilt, shame, remorse, sadness? You're an incredible person - think of how amazing you'll feel when you lift that weight!

But where to begin? Here are some tips.

  • Praise the person and their wonderful characteristics.
  • You could include a condensed life history, details about family, friends, work/career, interests, achievements, favorite memories, favorite poems, songs, quotes, or religious writings, and recall your own memories.
  • Organize notes and drafts on a computer, plain paper, note cards, video - whatever method is most comfortable and familiar to you.
  • You decide the tone. Some  prefer serious, while others may want to keep it light. A mix of both, solemnity and humor, is usually best to allow the receiver to share in the celebration of a life. Their life.
  • Write in your own voice - the same way you would normally talk. Don't get bogged down by the formalities - your reader will want to feel like you are talking to them from your heart, not a script.
  • Deliver in the best way for the person and situation. If you're writing for yourself, celebrate YOU!

The most touching and meaningful eulogies are written from the heart - it doesn't have to be perfect. Whatever you write will be appreciated. Writing a eulogy is truly an honor for a person - your words will paint a picture through the memories, anecdotes, and stories you tell of their impact on Earth. 

One day, the person you appreciate won't be there. Take your chance. Do it now!!

Global Horizons

On the Leading Edge of Thought

Building Civility Around the World

The More Disruptive the Issue, The Higher the Cost it is To Resolve

In this issue of Frankly Speaking, we talk about disruptive, “wicked” issues. "Wicked" issues are those with high emotions, where many different opinions exist on how to solve the issue, and it is critical that the issue is solved for the organization to move forward.

Combating Democracy's Problems

The Community Engagement Institute

Learning from each other addresses democracy’s problems. Many times, citizens feel sidelined because they don’t think they can make a difference. “Wicked” issues, such as immigration policy or school consolidation, are framed in ways that promote divisiveness and not all options for solving them are considered. Democracies depend on constant collective learning and a system to promote dialogue.

The result is a lack of people participating in the decision making process or the perception that "the end is already decided, so why bother?" Decisions are often made by a small group or hastily without giving the public the opportunity to be able to reach shared or reflective, informed judgment.

Small communities and public institutions are facing daunting problems that can best be solved if all citizens are given the space to work together to produce common ground on the things upon which they do not agree. Traditional ways that communities go about solving problems may limit citizen participation, so when people disagree about what to do, it prevents them from joining forces.

Political institutions’ efforts to organize citizens can backfire by draining away the vital energy that people bring. Mutual distrust between citizens and many political institutions has been increasingly disruptive for decades. Citizens see politicians as unresponsive, as well as ineffective, and the political environment doubts that the general citizen is responsible and capable to make informed choices.

The Global Horizons, LLC Community Engagement Institute teaches community and elected leaders how to create safe, neutral space for citizens to work together in a session/s moderated by a professional trained in the art of Deliberative Dialogue:

 ·         Identify/name the issue in their own terms of what is most valuable.

·         Frame the issues so that a range of actions are considered and the trade-offs required are evident.

·         Make deliberative decisions weighing the trade-offs, to turn hasty reactions into sound judgment.

·         Identify resources that are available, even intangible ones like enthusiasm and commitment.

·         Organize actions in ways that builds upon the common ground identified and helps the other become better.

Asking questions in a different way can help open up the values of certain positions.

Questions such as:

·         How does this problem affect you and your family?

·         What do you think is the right thing to do?

·         What might be the consequences, both positive and negative?

·         What are our options?

·         Who else do we need to solve the problem?

·         What resources could we use?

·         Can we support one another?

·         What are we learning?

When you set up the process to allow citizen participation, great things happen. People actually get along! They come up with wonderful solutions that, when they come together, are better than any previously proposed.

To learn more or book a training on the art of Deliberative Dialogue, contact Kimberlee Spillers, or 712-250-0275.

We know how to help your organization move forward. Together.

Three Commitments to be an Effective Board of Directors

Frankly Speaking - Creating a Culture of a Board of Directors - The top responsibility for a board of directors is to set the direction, not manage the day-to-day operations of the organization. Organizations have a culture. That culture has been set by years and years of boards of directors' experiences and beliefs.

All organizations have a culture. That culture has been set by years and years of boards of directors’ experiences and beliefs. If you don't know what is your culture, you have a hard time growing your organization. 

Is your organization’s board healthy and working smoothly, achieving your vision? Here are some terms and crucial tips to be an effective board – in and outside the meeting.

  • Bylaws are rules under which you operate. Your bylaw rules determine the structure of your organization. Bylaws can be changed – maybe quite frequently – to reflect trends, membership needs, financial necessity, new thinking, to benefit the organization as you operate.
  • Board of Directors are those who advise and determine the direction of your organization and your board – most non-profit organizations have one. In fact, many for-profit corporations also have a board of directors. Ideally, a core group of committed individuals with diverse backgrounds and opinions, the most effective boards should gather every month and determine the direction that best-benefits the entire organization.
  • Retreat - Every board of directors should get together to look at the big picture of the organization and strategically plan every year. This retreat is often most productive at a location not commonly used, as new perspectives, thinking, and insight will surface.  

During those retreats, you can struggle with decisions, you can look at decisions, and you can have dissension among the ranks. But when you come out of your board meeting – any of them - you should have a Condition of Consensus.

 Condition of Consensus.

Condition of Consensus – Because you want a board of directors that is going to support the organization, work for the organization, and move the organization forward, effective, excellent boards require a Condition of Consensus. In the Condition of Consensus, you need to answer "yes" to the following three questions:

1.Do you understand the question or the issue at hand?”
 If you don't understand it, ask more questions until you are very comfortable with understanding the decision you have to make.
2.“Are you willing to live with the decision even though it's not your favorite option?”
Everybody doesn't always agree. We don't want a bunch of "yes" people on a board. We want people who have different opinions, experiences, and ideas of different directions the board and organization can go. But this question is, "Are you willing to live with the decision of the group, even if it isn't your favorite option?"
3.The third and most important one is: “Are you willing to walk out of the room and pledge to support the decision both publicly and privately?”
If you are on a board of directors and the board comes together with a majority decision and the majority says, "This is the way we go," ALL members must leave that room in support of the organization, whether or not you like the decision. Whatever the majority of the board says and the direction the organization chooses to go, can you, AND, are you willing, to walk out of the room and pledge to support the decision both publicly and privately to benefit the organization?

Many organizations hit rock bottom, splinter in different directions, maybe even disincorporate because board members were unwilling to support the organization both publicly and privately.

It's okay to have differences of opinion and it's beneficial to dialogue through those opinions to move the board and your organization in the direction the majority of the board sees best for the organization as a whole to move.

But once a decision is made, ALL board members must support that organizational decision.

This is a critical element if you are on a board of directors, or if you are in any organization - do you fully support it? If not, maybe you and the organization should part company.
Global Horizons, LLC focuses on the culture of your organization, not projects.

Many organizations have a long to-do list and they don’t know why they can’t get people on board.

People will support organizations that have and know their purpose.

They don’t support organizations that just do projects that some members want to have happen.

If you want your organization to grow, have a culture with purpose.

Spillers on the HiMama Podcast for Early Care and Education

Episode 64: Be "WUCA": Welcome, Understand, Comfort, Appreciate

Frank Spillers wants you to create a classroom environment where people (children, administrators, educators) can be engaged. "Be WUCA to yourself and the people you work with". Spillers works with different childcare providers to help them identify engagement techniques and helps them to be happy in the work they do. He often asks "Are you passionate about kids?" - if the answer is no, then Spillers says they're doing more damage to the sector than you are helping. When we have engaged people working with children, their impact is far reaching. "People will stay where they are appreciated and where they feel welcome".


The Preschool Podcast by HiMama

2017 Social Media Distribution

The Preschool Podcast is a platform for leaders in early childhood education to share their experiences, thoughts and insights in the world of early learning.  If you work in a daycare, child care or preschool setting, the show will provide you with practical advice on managing your organization, center or classroom, as well as thought provoking discussions about the field of early childhood education.  Our goal with The Preschool Podcast is to provide knowledge and inspiration for the leaders of tomorrow by engaging in conversation with the leaders of today!

We are Looking for Committed Communities - Are you one of them?

Are you a rural region looking to grow your small community population and create wealth? Are you a rural region that will do whatever it takes to transition into a growth mindset? We are searching for committed small communities willing to do what it takes to grow, engage, and welcome people, their ideas, and businesses from all over the world. Here is what we are looking for:

Committed Small Community Guidelines

A region of three to six communities commits to:

 1.   Grow population and decrease area poverty.

 2.   Implementing the Small Community Institute process for five (5) years to allow cultural change for growth.

 3.   Change decision-making from a top-down to bottom-up approach using participatory,       community-driven engagement.

 4.   Change economic development philosophy from recruiting companies to recruiting, welcoming, and integrating people.

 5.   Adopt civility resolutions at city, county, school boards.

 6.   Strong telecommunications support and access with active participation by Internet providers.

 7.   Three of the region’s larger businesses are willing to implement the Small Community processes within their company.

 8.   The school district as an active participant that allows student and staff professional development through Global Horizons.

 9.   The hospital/healthcare system as an active participant that allows staff development through Global Horizons.

10.   Invest time, energy, and resources to develop a cooperative, collaborative community spirit.

Communities need to be committed, not just interested in growing. That means doing whatever it takes, whatever is necessary to change. 

Communities that want to grow need to take a risk and find out what all of their community members think. I am not talking about just sending out a survey. I am talking about designing very specific public sessions so all people can come and voice their values-based opinions and then create processes that address community perceptions to turn around your decline. 

It is not easy for chamber of commerce, economic development leaders, or public officials to admit that their town is not a perfect place to live. But, if your community is brave enough to dig into your culture and find out the reasons why your community is not growing, you can turn around your trends to grow your population and create wealth. 

If you are committed to growing wealth in your community, we look forward to talking with you. Contact us now at!  Let's grow!

Small Community Leadership Development Institute

Small Community

Small Community Leadership Development Institute (SCLDI) relies on individual development enhancing small community capacity. SCLDI equips people with tools and understanding of small community decision-making and allows their views to be expressed and incorporated into development and planning. New skills enhance effectiveness in addressing issues affecting small communities, strengthening community capacity to identify opportunities and approach issues in innovative ways.

The Institute is a 24-hour, face-to-face course in groups up to 25 people, that takes an honest look at ourselves and communities. Using the book, "The Be WUCA! Way, the ART of getting along," authored and led by Frank and Kimberlee Spillers, the timeframe of the 24 hours is flexible to the group.

Read on for curriculum elements, intended participants, what you'll learn, and why you should take this course.

Bring Small Community Leadership DEVELOPMENT INSTITUTE home

The Small Community Leadership Development Institute is ideally suited if you are a/an:

Young leader. A person who wants to get involved. Government employee. Business owner.  Manager. New resident. Student. Positional leader, like a school superintendent, physician. Non-profit board member. Chamber of commerce member. Economic development board member. Elected official. Anyone who is:

  • intent on living both a successful and meaningful life.
  • committed to lifelong learning and personal growth.
  • hungry to make a significant positive impact in your community and the world.
  • anxious to discover and further develop your natural leadership strengths.
  • ready to take responsibility for the impact you have on others as a leader.
  • willing to share your leadership journey with your community.

Benefits. By the end of this Institute, you will:

  • recognize your personal leadership strengths and how to use them most effectively.
  • perceive and build on strengths in others to create powerful alliances and achieve mutual goals. 
  • identify and break through self-perceived limits. 
  • understand and appreciate your unique personal abilities to lead.
  • learn to draw on your abilities to influence, inspire and develop collaborative relationships.
  • learn to respond effectively to dynamically changing conditions in the world and how your community fits into that dynamic.
  • become aware of your impact on others, create your desired impact, and take responsibility for that impact in all aspects of your life.
  • possess an enhanced view of yourself as a leader, ready to assume new responsibilities and leadership roles.

Participants will learn to:

  • recognize and utilize deliberation as a tool to bring positive discussion to community issues.
  • motivate individuals to become enthusiastic volunteers who participate in community organizations.
  • develop a vision for the future.
  • understand relationships and what they mean to growing communities, organizations, and businesses.
  • be an effective board member.
  • identify community, organizational, and business assets in people.
  • identify resources for entrepreneurs.
  • develop an understanding of leadership fundamentals.
  • create opportunity for peer networking.
  • develop knowledge of local, formal leadership structure.
  • create opportunity for participants’ short- and long-term involvement in community.

Global Horizons will:

  • have class members identify community leaders. 
  • utilize an appropriate curriculum to guide discussions regarding leadership.
  • recruit a variety of leaders to present on their leadership style.
  • encourage interaction to meet new people through a meal each gathering.
  • schedule social events within and between communities to build trust and foster business.
  • have each class member share their background and current involvement in the community. 
  • help participants list various groups and leaders of the community, looking for potential new.
  • invite community members as speakers to share their story and respond to questions about their experiences.
  • have class members interview one person not participating in the class and make those interviews available to the whole class to learn tips and gain knowledge and understanding.
  • have the class identify a community project to complete.
  • make a list of class members available to local groups and organizations who may benefit from a pool of new trainees.
  • have class members make a one-year commitment to a group/organization.

Curriculum elements in lecture, reflection/implementation worksheets, presentation formats

  • Understand your personality
  • Develop a positive leadership style
  • Develop a personal, positive image
  • Work with others in a positive manner
  • Trustful relationship-building
  • Develop a positive team in your community
  • Create positive change and address issues your community faces
  • Motivate volunteers
  • Civilly address public issues in safe public space
  • Involve the public in decision-making
  • Be an effective board member
  • Develop and include your youth
  • Encourage entrepreneurs/help existing businesses succeed/business succession
  • Create positive visions and develop strategic steps to attain your vision
  • Develop a tool chest of resources
  • Learn how to fail
  • Identify a community project

Keep in mind

Vision, collaborative planning, and collaborative partnerships are the essence of effective community leadership. Though it can be learned, community leadership is not a science, and no one set of practices ensures effective leadership. Community leadership needs to be flexible to suit different situations. Leaders need sound knowledge of people and resources to act as creative problem-solvers.

Leadership involves commitment, not just interest.  Commitment is most effective combined with purpose, passion, shared vision and goals to get you where you want to be. Shared vision works best  when community-centered, not self-serving.

Trust is a major indicator of effective leadership, with a number of sources. It may come from the personal integrity of a leader, from his/her hard work or from previous engagement with the community. An important outcome of such engagement should be the willingness and ability to listen and recognize that no one has a monopoly of truth. Trust may develop when leaders, through their attitudes, approaches and actions, indicate they recognize that responsibility is owed to people as well as the bottom line of the project.

Ready to start? This is a wonderful opportunity for individuals to apply new learning in your personal, workplace, community life to provide clarity. Unity. Collaboration. New energy that generates wealth. 

The future of small communities is determined by the development of great leaders! 

Contact Kim, 712-250-0275 or

Let's go!

Small Community Development Institutes

“The significant problems that we face cannot be solved at the same level of thinking we were at when we created them.”  Albert Einstein

Effective measures of every rural economic development effort should be: 

  • What we are doing to increase our population?
  • What are we doing to decrease poverty? 

Since rural counties across the country have lost more population than gained, this quote and goal should be in every conversation of every rural board, organization, and business if there is to be growth in rural America.

Gil Gillespie, retired professor of sociology at Cornell University in Ithaca, NY, points out, “population and poverty are complex issues with many causes. Population is important, but having a citizenry with a good balance of ages, a high rate of good livelihoods from their own businesses and employers, and interest in and commitment to the locality, are also needed."

    This pyramid shows where new jobs are created, but most economic development programs are geared to recruit “that” business to town so we can create “good” jobs. If we attract “that” business, it may be good for the community, but a loss for the community “that” business left. We’ve just shifted location, and perpetuated a win-lose game plan.

    Small business is the backbone of this country, creating 98 percent of all jobs on Main Street, in our neighborhoods, and countryside. Rural communities must undergo cultural transition in their economic development mentality that recruiting businesses will be our saving grace for jobs, because rural communities don’t have the workforce and can’t afford to give away the taxes required to compete to get corporations to locate in their town.

    Small communities must work differently – together – to grow, and may have to work around “good ol’ boys” clubs. Leaders may say, “We don’t have to do anything different, we're already doing this.” Recruitment approaches and decades-old methods of attraction worked then, but if still the primary form of economic development, communities lose population, schools, hospitals, and youth.

    What's needed: a systematic process for small community development

    Communities need a systemic, organized entrepreneurial process that allows people to explore business creation, ownership, and succession. There are resources to create pieces of the system such as business plans, financial statements, goal-setting, and pots of revolving loan funds. However, the best approach is a complete ecosystem that instructs, supports, and nourishes business owners AND a community who buys their goods and services.

    Processes that begin steady, consistent, long-term cultural transition to increase new leadership, address long-term, cultural issues and bring historically "warring" communities together see lasting success. Using bottoms-up, relationship-building, image-changing, sustainable approaches to grow rural areas, these Institutes build civility and have great growth benefits through building and strengthening relationships within and between communities.

    What can I do?

    Think of your community. Are any of these issues being addressed at your city council/board of supervisors/economic development team/school board meeting or coffee shop?

    • Do you have young people that are engaging in leadership positions and new ideas being promoted?
    • How do does your community get along with neighboring towns? Collaborate or resent? Why? Is it beneficial to either of you?
    • Are elected officials talking about population decline and increasing poverty? More importantly, what is being done about it?
    • Is economic development being done the same way as it has for the last 100 years? What's happening?
    • How are attitudes? What is said of each community and the county? What do you say about it? Your youth? If asked by a stranger, “What is great about living here?” and the answer is, “There’s nothing to do here, I can’t wait to get out,” is that the message to send guests who could be looking to bring a family and/or business?
    • What about income opportunities? Not everyone is cut out to work for someone else. Do you encourage and support people starting or own businesses?

    Rural economic development must address people and poverty. Approaches must change if rural America is to grow. 

    Learn how with Global Horizons' Small Community Development Institutes. 

    Cultural Transition Institutes

    Cultural Transition Institutes

    The Key to Success: Relationships

    Starting a new school year? Job? Awesome career transition? Move to a new town? 

    Let me give you some helpful hints.

    Everything you do for the rest of your life will involve relationships in every aspect or your life: family, work, teachers, volunteer, and even with yourself. The relationships you build will determine ALL your successes and ALL your failures.

    I only teach attitude and how to create and build great relationships. I don't teach reading, writing, or math. Those are skills you can learn from YouTube.

    If any relationship you are in is not going the way you want, you can be certain you are compounding the problem by continuing to give energy, focus and attention to the actions you dislike or don’t want. When you say, "I don’t get along with my parents," or teachers, or someone with whom you work, you define the relationship in terms of what you dislike. When your thoughts and words are on what you don’t want, it will continue to be the story of the relationship. If you want the relationship to improve, focus your energy on what you love about it and what you want it to be like.

    So, as you head back to school or a great new career move, or your newest job, try these to create meaning in your life.


    • All your actions determine your results. Don’t blame others for what happens in your life or how your life ends up. It is how you respond to others that create your circumstances. The words you use govern how you perceive the world you live in and how the world perceives you.


    • Actively listen to understand the other person, not just wait to talkListen to their stories. Look them in the eyes. Listen for their experience and wisdom. You don't know it all.  Ask more questions about others and tell less about yourself.

    Be True to Who You Really Are.

    • Explore your passions. Don’t allow others to dictate who you should be and what you should do.
    • Find your purpose and determine your “Why.” You were put on this Earth for a reason, so keep true to yourself. Create in your mind a clear picture of the future you wish to live. A vision is a strong force to allow you to become who you are.
    • Make clear, SMART goals as stepping stones to your vision- goals that are specific, manageable, attainable, realistic, and timely. When you follow your dream, have a passion/desire, and you embed it in your heart, you create a happy, satisfying life worth living.

    Express Gratitude.

    • Appreciate everybody who comes into your life - good or bad. They're with you for a reason, so be thankful for the lessons you learn from them.
    • Forgive anybody who has harmed you in any way. Hanging on to "what they did," and trying to "get back at them" only gives them power and control over you.
    • Write a Living Eulogy for those in your life you love and hate. Let go of the past and always take the opportunity to tell someone what they mean to you when you can. "Someday" may be too late.

    Live a life where you keep learning. 

    Live a life so when people ask you how you are, you can say, “I am better than I used to be.”

    Above all else, live a life that builds people up.

    Go make a great life.

    Bullying in the Schools Will End When the Adults Stop Bullying Each Other.

    To Be WUCA! is to Welcome, by having a great attitude; Understand, by listening and being open to other’s ideas; being Comfortable in knowing your own passion, purpose, vision, and goals; and Appreciating by expressing gratitude. It is a simple idea. Maybe too simple, because this is not what I see people living.

    This is why I am more than a little perplexed at blaming youth for bullying.

    Yes, they do need to take responsibility for their actions and yes, we do have a problem with bullying.

    But are we focusing on the root cause?

    Look around!

    All I have to do is look in my email inbox or on my Facebook page to see each political party calling people in the other party names, or women telling men and men telling women that each other’s opinion does not matter, signs and sayings that people post inferring that when people think a certain way, they are somehow un-American or un-Christian, or that if you are not born in this country you are not paying taxes and using all of our services for free.

    Have you been watching the presidential campaigns? It is no wonder that we have kids that bully.

    We have grown men, who want to be President of this nation and represent all of us, calling each other “liar” and pointing fingers telling them that what they think and what they do is wrong. Politicians shout on television and radio waves saying others are “stupid” for stopping “this idea” from going forward.

    And people send money to support this type of behavior.

    When adults in communities gossip in coffee shops or in beauty parlors about how so-and-so got to the top by lying and cheating, are they simply jealous of someone’s success? The message is they want to see other people fail.

    Or radio talk show hosts and writers hiding behind "free speech" call others derogatory names.

    What kind of modeling are we doing as adults? Do we say, “If your values are not like mine, you are wrong?”

    Back to students.

    Our schools are reflections of our communities: test scores, people on free and reduced lunch, bullying, lack of motivation, and lack of respect for teachers are examples of community life.

    Kids are blamed on how big a problem bullying is in schools with when all you may have to do is look within the families and the community.

    What is the matter with kids today? Look to the adults that model behavior.

    What is the answer to bullying?

    Adopt a Be WUCA! strategy in your family, community, church, and school - in all areas of your life! Live to

     Welcome, Understand, Comfort, and Appreciate others.

    We’ll be amazed at the turnaround this country will see.

    Never Give In, Never, Never, Never, Never!

    Churchill famously said, "…never give in, never, never, never, never—in nothing, great or small, large or petty—never give in except to convictions of honor and good sense."

    Churchill said this on the 29th of October, 1941, in a speech at the school he attended as a boy, Harrow School just outside of Central London.

    Churchill went on to say: "Never yield to force; never yield to the apparently overwhelming might of the enemy."

    What does that mean to "Never give in?"  It means never give up, and don't quit! It means to not listen to those who say you can't.

    It means not to listen to that small voice in your head that tells you all of the things you can't do because of the people in your life who told you you weren't worthy. 

    It means not to defeat yourself even before you start. It means to never picture a failed outcome even before you start. 

    Success means persistence and to persevere! It means to listen to those who cheer you on and see in you talents and abilities that you don't see in yourself. It's to turn a deaf ear to those who tell you "it won't work, it will never work," or "you have never been able to do anything like this!" 

    So, what do you need to be successful? 

    You need someone by your side that will cheer you on. Someone that will present possibilities, Someone that sees more in you than you see in yourself.

    When you have someone to encourage you, to motivate you to push yourself beyond what you can see, you will be the success you only dream about. 

    And you will be much happier because you became what you were created to do.

    WUCA! coaching makes sense for you because you surround yourself with people that cheer you on. People that help you find your passion and purpose. People that help you succeed by giving you the courage and perseverance to achieve your vision of where you want to go. 

    Relationships are in all growth. Communities, businesses, families, churches, and even you grow through relationships. Don't give up on your relationships.  Be WUCA! Coaching is a great process to build relationships that create growth. 

    Let us help you keep moving forward and building your relationships. Contact us now! 

    Disengaged Workers are Robbing Your Business.

    In your workplace, if the environment is not right, your workforce is not productive and it is your managers who are the likely productivity killers. Not because they are wasteful with your product; it's because they are wasteful with your people.

    American businesses are spending more than $300 billion on stress-related health issues. Your business can increase profit margins when you WUCA! 'ize your workplace environment.

    In his book, The Coming Jobs War, Jim Clifton writes “Gallup has determined that 28% of the American workforce is ‘engaged,’ another 53% is ‘not engaged,’ and a staggering 19% is ‘actively disengaged.’"

    He defines “engaged” workers as the best colleagues. "They cooperate to build your organization. They are the creative force behind everything good that happens in an organization. They are the only people in your organization who create new customers.

    "Disengaged workers are just there, killing time with little or no concern about customers, productivity, profitability, waste, safety, mission and purpose of the teams, or developing customers. They’re thinking about lunch or their next break. They are essentially checked out. Most importantly, these people may not just be part of your support staff or sales team, they may sit on your executive committee.

    "Actively disengaged workers are hostile, disruptive, troublemakers who are there to dismantle and destroy your company. They exhaust managers, have more on-the-job accidents and cause more quality defects. They contribute to ‘shrinkage’ – as theft is politely called. They are sick more often, miss more days, and quit at a higher rate than do engaged employees.

    "Whatever the engaged do, the actively disengaged seek to undo, and that includes problem-solving, innovation, and finding new customers. When you’re in a meeting with nine other people, odds are that two of them are taking notes to make sure whatever you’re planning doesn't see the light of day."

    Businesses, organizations, schools, communities, and families all need an environment that engages - and is enjoyable! We know how: learn the Be WUCA! Way. 

    You can hire the best talent in the world, but if they aren't working to make you and your organization profitable, you have wasted your time and money.

    Give us a call at 712-250-0275 and let's talk about how to increase your bottom line and build a more productive, enjoyable environment!

    Some Places Just Don't Want to Grow!

    C.A.V.E. people - Citizens Against Virtually Everything.   

    W.A.V.E. people - Workers Against Virtually Everything.  

    P.A.V.E. people - Parishioners Against Virtually Everything.  

    N.I.M.B.Y. people - Not In My Back Yard! 

    Every state, community, organization has people like these folks, but we tend to discount them or say, “That's just them. They always look at the negative.”

    If you want to grow, but have issues in your community where you just can't get moving because of some people or obstacle, take an honest look at the issues that keep your community/ies "stuck." 

    Look at your community culture.

    I have served in chamber of commerce and economic development organizations my entire professional career and I know those organizations are paid to promote all the good the community has to offer.

    However, communities that thrive are those who will publicly look for the bad, as well as promote the good. Thriving communities commit to being better.

    If you are committed, you will do whatever it takes. You stop blaming other people and circumstances for your situations. You learn what you need to learn. You practice what you need to practice. You put all attention / focus on how you will achieve your goals.

    How do you know what needs to be addressed if you don’t look at the downside of your community?

    Here are two pain points:

    • Are you increasing population?  and
    • Are you decreasing poverty?

    Making headway on these two goals signals how welcoming people find your community.

    In my research, states with a higher population of non-native-born citizens - people who were not born in, but are living in your state - are growing at a faster rate and have higher incomes than states with a higher population of native-born; those born in and living in the state.

    Ask those who moved into your community - people who do not have grandparents buried in the local cemetery - if they feel welcome and feel they belong. Even if they've lived there 20+ years.

    Ask those who come to your church and sit in somebody else's pew.

    Ask your youth. Do they feel they belong? Do they see a future in your town?


    Look at your culture. How your community "grew up."

    To address these issues, you need to start with Why? Why does your community exist?

    Do you know “why?" Are you asking? 

    Are you digging to find the "problem behind the problem" when the community disagrees? Do you ask for value-based opinions from your citizens on issues your community needs to solve?

    Convene a Community Engagement Institute to find your culture.


    Neighboring Towns and Growth

    Why do we not like the community down the road? Is it because of athletics? A school merger? Because they stole our county charter 120 years ago? Or maybe, more than 100 years ago, our community had a competition who could hate their neighbor the most. One did.

    Identifying, understanding, and breaking down the walls of conflict, perceptions, and hate is the first step toward growth as a region.


    How Issues Become "Issues"

    Whether in a family, church, school, business, organization or government, an issue goes through stages. When an issue is emerging, those involved and affected perceive their choices and choose their "sides" in resolving the matter.  The more involved we keep people and include as many choices as possible to solve the issue, the less disruptive the issue.

    If we take away choices, voice, and input from those involved and affected, the issue becomes increasingly disruptive. People who do not know how an issue is decided, and are not a part of how the decision is made, do not trust the outcome.

    So, the more disruptive the issue, the higher the cost that issue is to resolve in time, manpower, and/or money.

    Some communities do not want to know other people’s opinions. It is like they want their deep, dark, secrets to stay hidden, thinking, "if we don't talk about it, it doesn't exist." 

    Are you like that? Or do you want to change so you can grow with new people, ideas, energy?


    You go to the doctor's office to find out why you are not well. You want that doctor to be honest with you and tell you how to get better. 

    The "doctor" is in.

    Global Horizons has championed civility-building, community growth processes for more than 25 years.

    Build civil relationships to address motivation and community issues that keep you "stuck." 

    Give us a call. 712-250-0275.


    Native-Born per state 25+ -
    Growth rate per state -
    Richest States by income -

    Sow and Reap - What Would You Do?

    Author Unknown

    A successful businessman was growing old and knew it was time to choose a successor to take over the business. Instead of choosing one of his directors or his children, he decided to do something different. He called all the young executives in his company together.

    He said, “It is time for me to step down and choose the next CEO. I have decided to choose one of you.” The young executives were shocked, but the boss continued, “I am going to give each one of you a seed today – one very special seed. I want you to plant the seed, water it, and come back here one year from today with what you have grown from the seed I have given you. I will then judge the plants that you bring, and the one I choose will be the next CEO.”

    One man, named Jim, was there that day and he, like the others, received a seed. He went home and excitedly told his wife the story. She helped him get a pot, soil, and compost and he planted the seed. Every day, he would water it and watch to see if it had grown. After about three weeks, some of the other executives began to talk about their seeds and the plants that were beginning to grow.

    Jim kept checking his seed, but nothing ever grew. Three weeks, four weeks, five weeks went by, still nothing. By now, others were talking about their plants, but Jim didn’t have a plant and he felt like a failure.

    Six months went by — still nothing in Jim’s pot. He just knew he had killed his seed. Everyone else had trees and tall plants, but he had nothing. Jim didn’t say anything to his colleagues, however, he just kept watering and fertilizing the soil. He so wanted the seed to grow.

    A year went by and the CEO asked the young executives to bring their plants to work for inspection.

    When Jim told his wife that he wasn’t going to take an empty pot, she asked him to be honest about what happened. Jim felt sick to his stomach. It was going to be the most embarrassing moment of his life, but he knew his wife was right. He took his empty pot to the board room.

    When Jim arrived, he was amazed at the variety of plants grown by the other executives. They were beautiful – in all shapes and sizes. Jim put his empty pot on the floor and many of his colleagues laughed; a few felt sorry for him!

    When the CEO arrived, he surveyed the room and greeted his young executives. Jim just tried to hide in the back. “My, what great plants, trees and flowers you have grown,” said the CEO. “Today one of you will be appointed the next CEO!”

    All of a sudden, the CEO spotted Jim at the back of the room with his empty pot. He asked Jim to come to the front of the room. Jim was terrified.  He thought, “The CEO knows I’m a failure! Maybe he will have me fired!”

    When Jim got to the front, the CEO asked him what had happened to his seed. Jim told him the story. The CEO asked everyone to sit down except Jim. He looked at Jim, and then announced to the young executives, “Behold your next Chief Executive Officer — Jim!”

    Jim couldn’t believe it. "Jim couldn’t even grow his seed. How could he be the new CEO?” the others said.

    Then the CEO said, “One year ago today, I gave everyone in this room a seed. I told you to take the seed, plant it, water it, and bring it back to me today. But I gave you all boiled seeds; they were dead – it was not possible for them to grow.

    “All of you, except Jim, have brought me trees and plants and flowers. When you found that the seed would not grow, you substituted another seed for the one I gave you. Jim was the only one with the courage and honesty to bring me a pot with my seed in it. Therefore, he is the one who will be the new Chief Executive Officer!”

    • If you plant honesty, you will reap trust.
    • If you plant goodness, you will reap friends.
    • If you plant humility, you will reap greatness.
    • If you plant perseverance, you will reap contentment.
    • If you plant consideration, you will reap perspective.
    • If you plant hard work, you will reap success.
    • If you plant forgiveness, you will reap reconciliation.

    Be careful what you plant now. It will determine what you will reap later.

    Change: With a Hammer or With Time

    People love change, they just don’t like transition!

    If it wasn’t for change, we would not have electricity, running water, or indoor plumbing. We would still be using the teletype, drums, or fire as our form of communication.

    But what is it about change that people do not like? It is the part of change that makes them uncomfortable. 

    Good leadership is all about scanning the landscape and looking toward the future to help make circumstances better for all involved. Great leadership is all about helping people make the transition through the change that needs to take place.

    That is why change cannot happen quickly. People need timie to get ready for the change to take place. People don’t resist change, their programming does.

    Great leaders help people transition from one habit to another. The period of transition, is when you make the best out of the new!

    Think of the change you want as an ice cube. Frozen in a particular, solid shape. There are only two ways to change an ice cube! A hammer or time!

    Change .jpg

    Change happens all the time. It is the great leaders and managers that create an environment where the transition from one habit to the other is meaningful.