After reviewing several other blogs and chatting with mom, I have decided to post about every two weeks. I’m enjoying the whole blogging experience even though it’s hard to tell if anyone is plugged in on a regular basis, other than mom. So, for this week I will ask a question and look for your reply. As before, this information will prove helpful in building the type of organizations we so desperately need in the not so distant future.
Scenario: Let’s say employees are allowed to spend 10% - 15% of their time developing skills that fall outside of their day-to-day job description within the organization. Let’s further assume that the employee is a novice in this area.
Question: How would you compensate them for their time and effort considering you, the employer, are giving them time to explore new career possibilities that they may feel passionate about?
Sidebar: Steve Mariucci, former head coach for the San Francisco 49ers football team, said he never wears a watch, because “I always know what time it is. It is always NOW. And NOW is when you should do it.” With that in mind decide what steps you can implement NOW to create the future you dream of.
Monday, May 31, 2010
Monday, May 24, 2010
Have You Identified Your Life's Purpose?
Tomorrow hundreds of people will ask themselves the question “what is their life’s purpose”. I wonder if this is perhaps the most asked question of all times, second only to “can you hear me now”? Some people will wait until they are closer to retirement age and then, as if they were sitting down for the first time, ask what was my life all about? How many of them truly had little insight as to what they could have achieved? What would have caused them to feel as though they had not lived the life they were meant to live? And why ask the question now, so late in life? And even then is all still lost? And if you’re not ready to retire, have you taken time to ask of others what their life meant to them and in what way were they able to impact those around them? And what impeded their ability to move forward? Or what facilitated their ability to act?
The scope of your impact may take a backseat to the ultimate question, “was there ever a time in your life whereby you felt inquisitive about a particular challenge in life? Perhaps you identified an opportunity to answer the call of an unfulfilled need in your home, community, school, work, church, city, state, county, etc. but never gave it much thought or put much effort into further developing the idea. Is it possible that this one idea represented the one thing that would answer your “Life’s Purpose” question? How would you know? One thing is certain if you don’t take steps in that direction you will never know.
The grander your idea the more insurmountable it will appear. But, if it represents the reason why you are here then the skills, knowledge, understanding, assistance, etc. you will need to make it a reality will come in due time. Just keep working towards the ultimate goal and know that if you ignite enough positive energy others will see to it that your “Life’s Purpose” out lives you.
If you haven’t defined your “Life’s Purpose” take stock of the things you do today. Examine closely that which appears to center around the status quo and ask yourself, “what am I missing”? Your “Life’s Purpose” is within your view, within your imagination. It’s matter of seeing the things that feel out of place to you. The things that make you feel as if something is not quite right. It’s the one thing that you realize would benefit others in a positive way. And the talents you will need to carry them out have a) already been given to you and b) are, more than likely, currently being honed.
Sidebar: You don't need a heart to manage resources. And true resources don't care if you have one, for they (buildings, cars, property) too have no heart. On the other hand, you need a heart, and often times a big heart, to lead people. Thereby, as 21st century leaders let's develop "Gigantically, big hearts" by first becoming more appreciative and tolerant of those around us.
The scope of your impact may take a backseat to the ultimate question, “was there ever a time in your life whereby you felt inquisitive about a particular challenge in life? Perhaps you identified an opportunity to answer the call of an unfulfilled need in your home, community, school, work, church, city, state, county, etc. but never gave it much thought or put much effort into further developing the idea. Is it possible that this one idea represented the one thing that would answer your “Life’s Purpose” question? How would you know? One thing is certain if you don’t take steps in that direction you will never know.
The grander your idea the more insurmountable it will appear. But, if it represents the reason why you are here then the skills, knowledge, understanding, assistance, etc. you will need to make it a reality will come in due time. Just keep working towards the ultimate goal and know that if you ignite enough positive energy others will see to it that your “Life’s Purpose” out lives you.
If you haven’t defined your “Life’s Purpose” take stock of the things you do today. Examine closely that which appears to center around the status quo and ask yourself, “what am I missing”? Your “Life’s Purpose” is within your view, within your imagination. It’s matter of seeing the things that feel out of place to you. The things that make you feel as if something is not quite right. It’s the one thing that you realize would benefit others in a positive way. And the talents you will need to carry them out have a) already been given to you and b) are, more than likely, currently being honed.
Sidebar: You don't need a heart to manage resources. And true resources don't care if you have one, for they (buildings, cars, property) too have no heart. On the other hand, you need a heart, and often times a big heart, to lead people. Thereby, as 21st century leaders let's develop "Gigantically, big hearts" by first becoming more appreciative and tolerant of those around us.
Sunday, May 16, 2010
Leadership Impact!
As a frontline leader where is your greatest point of "Impact’? If you’ve been in the workforce for any length of time and have managed to find your way to a new role in corporate life as a frontline leader you’ve probably come to the stalk realization that there is little you can actually change within the work environment. Without a doubt, you’ve managed to make minor changes; perhaps you’ve had several big wins relative to projects and annual corporate targets. But, few of us have had opportunities to create big sweeping change at the c-level. Our overall impact has been minimal as it relates to people. When was the last time you heard a corporate executive (c-suits) say that in some way ‘you inspire her/him'? When was the last time they (c-suits) shared with you what they have learned from you in regards to corporate life? When have they listened to you so intently that you felt like the coach? Remember, we’re not talking about project or budgets, but people and 21st century leadership changes.
Given our individual impact on leaders at the c-level is limited we should turn our focus to a more appreciative group whereby the intrinsic rewards in the coming years will be magnified. As frontline leaders, we are in a prime position to rewrite the future of leadership and we’ve seen enough and know enough to do it. We have experienced the ill effects of poor leadership first hand and more times than not in silence. While not from a lack of trying, but somewhere down the line we learned to speak when spoken to and to mind our own business. We also developed an understanding that having an opinion, good or bad, could ultimately be career limiting. For example, if you we’re the boss then you’re good bright idea may not be well received. Even worst, it may have been viewed as a threat to the powers that be. So we learn.
So, where is the point of impact? It occurs where frontline leaders effectively engage with frontline employees. In my opinion, the beginning of change lies firmly in the hands of the frontline leader. Thereby, please consider carefully, how you define great leadership (its okay to use yourself as an example) or what you like least in the current corporate leadership arena. If you want transparency in leadership, then create an environment whereby leadership in your department or business unit becomes transparent. If you feel frontline employees should hold themselves accountable to one another then talk about it and establish expectations. For example, if employees see you as their first line of defense when dealing with issues of accountability amongst peers coach them and send them back to the frontline to address the issue. There is a good chance that several of these employees will progress through the organization together; hence, the value of what they see, witness, hear, do, or say today is important and cannot be understated.
Challenge question: As a frontline leader what actions do you feel will have the greatest impact on future leaders? And as a frontline employee what would you like to learn from today’s frontline leaders?
Sidebar: We can’t develop the leaders of tomorrow ‘one at a time’. We are already in the red relative to leadership talent. We have to find ways to ramp up. In this month’s issue of Harvard Business Magazine (May issue) there were three articles on the subject of retaining star talent within organizations. One of the articles stated that two organizations have implemented some form of group/peer coaching process.
Given our individual impact on leaders at the c-level is limited we should turn our focus to a more appreciative group whereby the intrinsic rewards in the coming years will be magnified. As frontline leaders, we are in a prime position to rewrite the future of leadership and we’ve seen enough and know enough to do it. We have experienced the ill effects of poor leadership first hand and more times than not in silence. While not from a lack of trying, but somewhere down the line we learned to speak when spoken to and to mind our own business. We also developed an understanding that having an opinion, good or bad, could ultimately be career limiting. For example, if you we’re the boss then you’re good bright idea may not be well received. Even worst, it may have been viewed as a threat to the powers that be. So we learn.
So, where is the point of impact? It occurs where frontline leaders effectively engage with frontline employees. In my opinion, the beginning of change lies firmly in the hands of the frontline leader. Thereby, please consider carefully, how you define great leadership (its okay to use yourself as an example) or what you like least in the current corporate leadership arena. If you want transparency in leadership, then create an environment whereby leadership in your department or business unit becomes transparent. If you feel frontline employees should hold themselves accountable to one another then talk about it and establish expectations. For example, if employees see you as their first line of defense when dealing with issues of accountability amongst peers coach them and send them back to the frontline to address the issue. There is a good chance that several of these employees will progress through the organization together; hence, the value of what they see, witness, hear, do, or say today is important and cannot be understated.
Challenge question: As a frontline leader what actions do you feel will have the greatest impact on future leaders? And as a frontline employee what would you like to learn from today’s frontline leaders?
Sidebar: We can’t develop the leaders of tomorrow ‘one at a time’. We are already in the red relative to leadership talent. We have to find ways to ramp up. In this month’s issue of Harvard Business Magazine (May issue) there were three articles on the subject of retaining star talent within organizations. One of the articles stated that two organizations have implemented some form of group/peer coaching process.
Monday, May 10, 2010
Hope Is Always Alive!
Where will the next generation of corporate leaders come from? What are they doing today? What information do they have? What don’t they know? What will their future look like?
They are on the frontline or at the front door of your organization today. They are trying to figure a lot of things out about themselves and the organization they work for. The information available to them is simply amazing. They can YouTube, twitter, stream, text, get LinkedIn, chat on FaceBook, and blog, just to name a few. Even though some of them are working, many of them are not. They believed in a system that said “if you get a college degree you will have a good job” and someday make lots of money. So, what happened to the most recent graduating classes? After more than a year several of them are out of work and still looking for a job. Many who thought the fast food chain or entry level retail spots were temporary, just something that afforded them a flexible schedule which allowed them plenty of time to study and socialize now find themselves working fast food or retail full time with a college degree. And the next wave of graduates will join them in just one month. It’s not the way it was suppose to happen.
CHIN UP: First let me encourage you to hold onto your hope! We are a nation of great people and like many situations we will work our way out of this one as well. So, what can you do for yourself today if you are not fully employed? First of all, don’t waste time. Second continue the learning process outside of school by putting your knowledge and skills to work, volunteer. In the long run this will give you an advantage over other applicants who are facing a similar situation when the opportunity presents itself. Someone once said luck occurs when preparation meets opportunity. Hence, you have to be ready to leverage the moment.
Now, let’s say everyone is doing something, working for compensation or volunteering. The next thing you have to do is accept the fact that you have to create the future you want. And you do that by constructing in your mind the positive impact you can make on the world around you. Look for something no one else is doing an unfulfilled need. What problems haven’t been addressed? This is a great time to discover how best to leverage your new skills, in untraditional ways. Remember, you are unique. Find ways to add value. Do things that help others succeed! Don’t look to do the same thing everyone else is doing. Most of them are just maintaining the status quo. You don’t build a better future by running in place.
You have a degree; but have you discovered your strengths, do you know what makes you smile, what brings you the most satisfaction at work? If not, you have a lot of discovering to do, experiment. Try different job assignments until you find one or two that you either a) really feel good about or b) really excel at. Then when the economy picks up and new opportunities become available you can highlight all of your wonderful accomplishments. Show them you are a self starter who knows how to go above and beyond.
Sidebar: If you can afford to stay in school then commit two more years to getting a second degree, but in a completely different field. Why? One thing I’m beginning to notice is that people start off on one track, which hopefully they enjoy, however they develop new knowledge about themselves in the work environment and want to take on new challenges doing something that is nrelated to the first degree. The problem then becomes trying to make the leap from current duties to pursue new opportunities. Because so many people in professional positions today have a degree, organizations don’t know how to help you make the transition. They first check to see if you have all of the right boxes filled. I personally think, where this happens, it’s unfortunate. There is so much more to a person than just the degree she/he has earned. But, to you I say, be prepared.
They are on the frontline or at the front door of your organization today. They are trying to figure a lot of things out about themselves and the organization they work for. The information available to them is simply amazing. They can YouTube, twitter, stream, text, get LinkedIn, chat on FaceBook, and blog, just to name a few. Even though some of them are working, many of them are not. They believed in a system that said “if you get a college degree you will have a good job” and someday make lots of money. So, what happened to the most recent graduating classes? After more than a year several of them are out of work and still looking for a job. Many who thought the fast food chain or entry level retail spots were temporary, just something that afforded them a flexible schedule which allowed them plenty of time to study and socialize now find themselves working fast food or retail full time with a college degree. And the next wave of graduates will join them in just one month. It’s not the way it was suppose to happen.
CHIN UP: First let me encourage you to hold onto your hope! We are a nation of great people and like many situations we will work our way out of this one as well. So, what can you do for yourself today if you are not fully employed? First of all, don’t waste time. Second continue the learning process outside of school by putting your knowledge and skills to work, volunteer. In the long run this will give you an advantage over other applicants who are facing a similar situation when the opportunity presents itself. Someone once said luck occurs when preparation meets opportunity. Hence, you have to be ready to leverage the moment.
Now, let’s say everyone is doing something, working for compensation or volunteering. The next thing you have to do is accept the fact that you have to create the future you want. And you do that by constructing in your mind the positive impact you can make on the world around you. Look for something no one else is doing an unfulfilled need. What problems haven’t been addressed? This is a great time to discover how best to leverage your new skills, in untraditional ways. Remember, you are unique. Find ways to add value. Do things that help others succeed! Don’t look to do the same thing everyone else is doing. Most of them are just maintaining the status quo. You don’t build a better future by running in place.
You have a degree; but have you discovered your strengths, do you know what makes you smile, what brings you the most satisfaction at work? If not, you have a lot of discovering to do, experiment. Try different job assignments until you find one or two that you either a) really feel good about or b) really excel at. Then when the economy picks up and new opportunities become available you can highlight all of your wonderful accomplishments. Show them you are a self starter who knows how to go above and beyond.
Sidebar: If you can afford to stay in school then commit two more years to getting a second degree, but in a completely different field. Why? One thing I’m beginning to notice is that people start off on one track, which hopefully they enjoy, however they develop new knowledge about themselves in the work environment and want to take on new challenges doing something that is nrelated to the first degree. The problem then becomes trying to make the leap from current duties to pursue new opportunities. Because so many people in professional positions today have a degree, organizations don’t know how to help you make the transition. They first check to see if you have all of the right boxes filled. I personally think, where this happens, it’s unfortunate. There is so much more to a person than just the degree she/he has earned. But, to you I say, be prepared.
Monday, May 3, 2010
Cultural Statement Misalignment
Most organizations have very meaningful organizational or corporate cultural statements designed to identify the values, beliefs and norms of the collective whole. However, in many organizations the cultural statement is viewed as a cliché? Why? In your opinion, what are the ill effects of a cultural statement that is not in alignment with the overriding reality of corporate life? What can 21st century leaders do to make the cultural statement a reality at every level within the organization?
21st century challenge: In keeping with the theme from the movie Blind Side, whereby the young football player was instructed by Sandra Bullock, playing the role of Ms. Tuohy, to view the members of his football team as his family, and to protect the quarterback’s blind side.
With that in mind, If the quarterback was representative of the organization as a whole, how would you finish this statement?
An organizational cultural blind side exist when…?
21st century challenge: In keeping with the theme from the movie Blind Side, whereby the young football player was instructed by Sandra Bullock, playing the role of Ms. Tuohy, to view the members of his football team as his family, and to protect the quarterback’s blind side.
With that in mind, If the quarterback was representative of the organization as a whole, how would you finish this statement?
An organizational cultural blind side exist when…?
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