- Producer17/09/2017The Risks of MisinterpretationThe discussions on my last buzz were quite enriching, challenging and provocative to our minds. The need to see below the surface of human DiSC profiles was highlighted very strongly by Harvey Lloyd In one of his comments he mentioned that a D...
Comments17/09/2017 #22 CityVP 🐝 Manjit#10 I concur largely with @Edward Lewellen' comment about DiSC. I like such tools as DiSC and Myers Briggs because they build a particular perspective and therefore these tools act as sounding boards but they are not substitutes for decision, because they are purely contextual and where we pay regard to our social definition these tests are much like a Ouija Board, they will lead us to where we think the group consensus is about who we think we are and how we think others see us.
In the case of Ouija Boards http://www.bbc.com/future/story/20130729-what-makes-the-ouija-board-move the mystical movement comes from physical group effects, but in Myers-Briggs I would attribute group effects to our mirror neurons. For instance once upon a time I learned that my favourite thinkers were INTP on a Myers Briggs. I was disappointed when I first came across as an ENFP, but as I began to understand the tool and yet make more decisive choices, my trait began appearing as INTP. So much so that when I read the descriptions for an INTP, it further validated my "type".
The reality is that much like a horoscope, the type we read lines up with our belief or perception. Yet if we read a type description by error, we could make the reading applicable to us. When leadership is not that much different from witchcraft, then it is time to define leadership as 21st Century. Yet it is still contextual because how I define 21st Century leadership depends on my context for that. I like that Carl Jung described creating personality assessments about "types" as a "childish parlour game". So in the case of Myers Briggs, the originator of types had already warned about using his work as a plaything.17/09/2017 #21 Ali 🐝 Anani, Brand Ambassador @beBee#19 I love your honesty dear @Lisa Vanderburg. I respect people who question long-stsnding beliefs and assumptions. This is how we grow. I am not advocating DiSC as much as I am trying to create discuusions so thar we all may improve our understandings. For this reason I welcome all comments here. I hope that @Harvey Lloyd will comment so that we may have feedback from the other pole. I appreciate greatly your engagement in these discussions my friend.17/09/2017 #19 Lisa Vanderburg#13 Totally, wise @Edward Lewellen!
I've taken the tests with several differing answers. That's in great part due to how I'm 'feeling' (hate saying that word...you'll see why).
1. Because I was self-employed I don't fit into brackets that are really designed for corporate.
2. I no longer 'work' - I am a full-time care-giver for my husband.
3. Numbers 1 & 2 have amounted to colossal change in our circumstances; no doubt having an effect on my results.
4. It is too late to change anything! But I can trip over the cat with impunity, like the rest of us :)
I honestly think, in the last 10+years the circumstantial changes are the very reason I'm having difficulty coming to grips with the last couple of our much-loved @Ali 🐝 Anani, Brand Ambassador @beBee's buzzes, but I still applaud the mind-stretch and all the contributing commentees!17/09/2017 #18 Ali 🐝 Anani, Brand Ambassador @beBee#17 you are extremely humble dear @Joyce 🐝 Bowen Brand Ambassador @ beBee. Just a question for you. How many could write a comment of such value as you?
To be on the edge is more challenging as you are directly exposed to the external environment. You might feel destabilized sometimes, but that may be the edge to soething great to emerge.
As a reader of many of your buzzes you stand high my friend.17/09/2017 #17 Joyce 🐝 Bowen Brand Ambassador @ beBeeI hear you, @Ali 🐝 Anani, Brand Ambassador @beBee. I see you as such a valuable contributor here. My core was formed in turmoil, with worse than dominant progenitors. Thus I dwell in the land of the Rescuer, which hardly makes a dent. The stability of the current is necessary to make things work, and I see many in here as providing that stability. I dwell on the edges and refuse to deny those tendencies that manifest in corruption. Truth is--I could dwell in that corruption myself if my currents had been slightly different. Oh, how I envy those of you who dwell in the overwhelming swell of the current. I long to make a difference within the ranks of those who truly make a difference.17/09/2017 #16 Ali 🐝 Anani, Brand Ambassador @beBee#13 you afe saying myfriend @Edward Lewellen that the role identity may vary with circumstances. However; our core identity is more stable. As the DISC profiling results. Change with our moods in a way this means DISC tools are not representative of our core identities. This demands the thoughtd of @Harvey Lloyd. I have to think deeper- much deeper- of your comment for it has far-reaching effects.17/09/2017 #14 Edward Lewellen#9 Our Core Identity is the stabilizing force when external forces are exerted upon us. Our Role Identities are what crumble from external forces because they are fluid and are constantly changing. Our Core Identity gives us a touchstone to rely upon in any given circumstance.17/09/2017 #13 Edward Lewellen#6 Yes, the DiSC is very fluid. When I used to sell against the DiSC, that was one of the main reasons for companies to NOT use the DiSC. The U.S. Government recognizes that DiSC tools and the Myers-Briggs do not have high enough ratings in Validity and Reliability (Normed) to be used in hiring. Validity means that the assessment measures what it says it measures and Reliability means that it can repeatedly get the same results. Companies in the U.S. that have been challenged in court on the issues of hiring, promoting, succession planning, etc. using DiSC and Meyers-Briggs assessment results have lost due to the lack of Validity and Reliability and that they aren't Normed. A Normed assessment has a large population of people who have taken the assessment to satisfy the normal distribution of the Bell Curve. DiSC assessments are comparing the person to themselves. For instance, you said that you are 55% D and that is your highest rated trait. And, compared to your I, S, and C, it is YOUR most dominant trait. However, when compared to the general population, you probably rate differently.
I used to used to illustrate the DiSC this way; Let's say you wake up in the morning and you kick the cat, trip and fall, your coffee maker's timer didn't work, so you have no coffee, you go out to your car and it won't start, so you're late for work. You are asked to take the DiSC and you get your results. The next morning, you get up, your cat is purring and happy as you pet it, your coffee is ready, your car is running great, you get to work with time to spare and you take the DiSC. Your results will be different that the previous day.17/09/2017 #11 Debasish Majumder#9 i guess, the quality being disposed by one bears an inherent force to enhance the quantity and thus the quantitative value being determined. i wonder, the force being catapulted by the said external quality, though apparently not visible, but having the potentials to cause for one to extend his voluntarily support. however, with my little understanding with the subject you shared sir@Ali 🐝 Anani, Brand Ambassador @beBee i may dared to share my views.17/09/2017 #9 Ali 🐝 Anani, Brand Ambassador @beBee#8 Good thoughts dear @Debasish Majumder. I have consulted my researches and they all agree on dominance being caused by aggression or fear. If you would read the comment of my good friend @Edward Lewellen #5 he refers to the value of our core identity. To what degree this core identity is influenced by external conditions is a question that I leave to Edward. I really look forward to reading his comment.17/09/2017 #8 Debasish Majumder#7 i am in doubt sir @Ali 🐝 Anani, Brand Ambassador @beBee whether any act could be done without force? besides, can we distinguish aggressive and soothing dominance? involuntary as well voluntary, i guess, both are being largely guided by the external conditions. our willingness to extend support to one or to withdraw support from one is not just the mere fancy or whims of our cerebral, rather, it is the external quality which trigger us to act with a stimuli of different magnitude, resulting us to act accordingly, a force which apparently cannot be visualized, but its very presence we can feel and this reflections only occur in our brain.17/09/2017 #7 Ali 🐝 Anani, Brand Ambassador @beBee#4 No question that sharing is caring dear @Debasish Majumder. To care for the product of a mind that is worthy of it is truly commendable. But, you aren't obliged or forced to do it. What would you feel if you were forced to do it?
This brings the point that you shared this buzz, for example. I appreciate it greatly. It is a voluntary act. Aggressive dominance may try too force you to share. This is unacceptable. Is it?17/09/2017 #6 Ali 🐝 Anani, Brand Ambassador @beBee#5 MOW! This is a great comment my friend @Edward Lewellen. I really enjoyed reading it.
You wrote "The behaviors displayed were a result of who he had become, not who he is in his Core Identity". Towards the end of your comment you wrote "Your D and I measurement are more mid-range, so you've experienced this. Years ago, My D and C were extremely high, by finding my Core Identity, I'm now well-balanced" This is quite interesting as you say indirectly (and please correct me if I am wrong) that the DISC profile isn't like fingerprints as it changes with time. This is quite challenging. I wonder what @Harvey Lloyd would say.17/09/2017 #5 Edward LewellenGreat ongoing discussion, my friend! I'm going to add a comment that many traditional users of assessments, as well as psychologists, counselors, therapists, etc., usually disagree with. To set the stage, I have decades of experience with behavioral assessments, including being on the Executive Team of a global assessment company several years ago. I have helped create, sell, and implement behavioral assessments in organizations. After leaving that industry and staring my current business, I discovered that negative behaviors are not the result of who a person is as shown on assessments. Assessments tell us who they have become through their life experiences and learned from others, such as parents, teachers, and bosses. As you shared in the story about the father who is overly dominating, I guarantee that something happened that so emotionally impacted him that he felt compelled to act in such a way to avoid re-experiencing that feeling. The behaviors displayed were a result of who he had become, not who he is in his Core Identity. I have witnessed changes in people, like this man, that were so dramatic that their assessment results changed. Since assessments are self-reporting (answering as they see themselves), their results change to reflect that they see themselves differently. When they see themselves differently, they behave differently. Does this mean that he would go from being a High D and Low I to a complete reversal? Possibly, but not probably. What usually happens is equanimity. Especially on behavioral assessments that are much more in-depth than DiSC, I've seen people achieve balance, which means a much greater sense of happiness and satisfaction. Your D and I measurement are more mid-range, so you've experienced this. Years ago, My D and C were extremely high, by finding my Core Identity, I'm now well-balanced.17/09/2017 #4 Debasish Majumderthe creative bent of mind and their creations being largely depend on people who are accepting his creations and appreciate and eulogize him. it is the faculties of the people too which represents him as genius. so, their appreciations are equally essential for one to be get noticed. when i observe a lovely creation, i tend to share it in order to usher other to see and appreciate too. now, the question is my choice and its presentation. and in that case misrepresentation can too responsible to create a new controversy. i wonder, how misrepresentation could be judged? dominated mind too are responsible to promote chaos. however, lovely insight sir @Ali 🐝 Anani, Brand Ambassador @beBee! enjoyed read and shared. thank you very much for the share sir.
- Producer14/09/2017Visualized LeadershipThe last few days have seen me engaged with a wave of email exchanges with Harvey Lloyd on many topics related to using the DiSC Profile in leadership, negotiations; reverse thinking, risk handling and team-building. All commentors on my last...
Comments17/09/2017 #135 Harvey Lloyd#132 I am unfamiliar with the PtC concepts and discussions. Given your question though i would propose that yes, a fifth element has emerged. Servant Leadership. This concept embodies the whole of leadership through serving with guided influence based on the broader principals of corporate responsibility (Internally and Externally).
Humans are the caretakers of organizations. Some leaders "take control" but control is elusive as you view the dynamics of an organization. I believe the popularity of personality profiling has gained review because our servant selves don't like what we see when the controlling leader herds creativity down a stifling path.
Servant leaders harness the best of humanity in each of their team members. I agree when we discuss the collaborative leader as the best. I see this as a view from the outside looking in. The word collaborative does explain what we observe.
From an personal discipline though, i would call it servant leadership as a personal paradigm. This results to collaborative opportunity.
Your question has extended the thought process and made me think. Thanks.16/09/2017 #132 Joanne Gardocki@Ali 🐝 Anani, Brand Ambassador @beBee, thank you for the innocent graph that pulls together complex issues. A few month ago I wrote Stephen Willis in the Power through Collaboration(PtC) group on LinkedIn with similar connections of DiSC profiles with the five PtC Types: Competitor, Preditor, Enslaver, Cooperator and Collaborator. There are an incredible number of parallels with four quadrant models. I am wondering if you are seeing an "ascended" fifth take shape in your discussions and musings? May your musings take you to places of wonder and back again to share with our world.16/09/2017 #131 Cyndi wilkins#128 Thank you for your kind assessment of my profile @Harvey Lloyd...I will work very hard to live up to that;-) In this I also agree...
"But more often than we expect its not really a power grab as much a scream of self preservation. To feel safe in a work or social environment, each of us require different signals. Also an environment i find safe can become very unsafe when i include my family."
You can bet your boots on that...How many people are easily manipulated when the well-being of their families is threatened. Most of us I'd imagine.
And I love your comment on Phil;s buzz...
"The skill of empathy can be deployed, but until we believe that we all share a journey and believe in each other it will be difficult to exact success from the
And to you @Ali 🐝 Anani, Brand Ambassador @beBee...thank you for allowing me to share a link to my buzz here...I would not do that without invitation;-)
https://www.bebee.com/producer/@cyndi-wilkins/respect-simplicity-and-humility#c616/09/2017 #129 Ali 🐝 Anani, Brand Ambassador @beBee#125 very true your comment is @Lisa 🐝 Gallagher. @Harvey Lloyd and I are trying to understand more how best to relate the WPD factor to the DISC profile. Some profiles are very logical for example and to find a way to awaken their passion is one of the issues that we are looking into.16/09/2017 #128 Harvey Lloyd#113 @Cyndi wilkins Your comments would state that you are probably a high S within the DiSC profile. I share that letter with you. With D being my dominate letter.
So this is something we share as being vigilante in identifying folks who destabilize and environment, no matter how they do it. I would want to note it is the motivation of the power grab/destabilizing, as i see it, that requires investigation before determination. I agree with your comments surrounding the sociopath power grabber.
But more often than we expect its not really a power grab as much a scream of self preservation. To feel safe in a work or social environment, each of us require different signals. Also an environment i find safe can become very unsafe when i include my family.
My larger point in the DiSC discussion is that we have the tools to discern whether we are dealing with pathological power grabs or if we are dealing with self preservation. A secondary point would be that we can help folks in the area of self preservation and reduce their stress levels and increase their creativity. Again, though, it would be difficult for me to assist the person who i have measured as a power grabber, so i must investigate.
We are talking a very few interactions before we discern the motives. Now once we identify the motives have at it in what ever course of action seems appropriate. I am afraid these days in the hype of media we tend to label and act. Frankl advised us, there is a gap between stimulus response and, we should use it to form our own opinion. Media is working hard with their polarization and labeling to close the gap, so we might agree and by the soap powder from their advertisers.16/09/2017 #127 Harvey Lloyd#122 I have given your question some thought and it is a good question. I believe we may start with WPD within a cycle of proactive processes. This is often met with some push back as others give immediate thought to ideas. This has the effect of diminishing our WPD and causing us to stop. So this brought the question forward how do some continue to hold on to WPD within adversity? Real or perceived.
Following this line of thought i believe i would answer your question by stating that WPD is a result. WPD is the result of many cycles of empathetic execution of goals and roles within life whereby you pushed through on small items. With each item growing in complexity that you have applied WPD.
The shield of faith grows around WPD as the scale of goals grows. One of the major bastions of great leaders is they believe in their people, goals and abilities. WPD is met with resistance but the cycles of success have created a defense system around the excitement.
All this to say that DiSC is one of the defense weapons we can utilize personally to protect our WPD when executing around our goals. Through understanding communications we may be able to reduce the impact of comments by others to simple misunderstanding and proceed with WPD.
The better we communicate in a goal oriented environment, the more cycles our WPD will survive. The more cycles, the more faith/confidence our WPD will mature in to.16/09/2017 #126 Lisa 🐝 Gallagher#59 Thanks so much for sharing my last buzz @Ali 🐝 Anani, Brand Ambassador @beBee, sometimes I get notifications that state "So and so and 3 others shared your buzz," but I may not know who the others were. I was in a nostalgic mood last night. It's a good place to be!16/09/2017 #125 Lisa 🐝 GallagherYou made many valid points @Ali 🐝 Anani, Brand Ambassador @beBee. You buzzes always amaze me because you mind is very deep. Without curiosity, I don't think I would enjoy life. It can lead us down paths we may have never dreamed of. Never lose the child within :)16/09/2017 #122 Ali 🐝 Anani, Brand Ambassador @beBee#120 thank you @Savvy Raj for commenting with such positive spirit. I equally happy that your observation is consistent with mine in that we practiced here the true effect of feedbsck comments.
Yes and it is amazing when we make others feel our curiousity to learn and to accept differences how discussions progress. The discussions here exemplify the value of leading with WPD factor prevailing.
You bring a new question to my mind. Even though it may sound trivial, but delving into it shows it is not. I hope you, @Harvey Lloyd and all great commenters here would consider it. To what level high level WPD leaders would need to know about the DiSC profile of his/her team members?16/09/2017 #121 Ali 🐝 Anani, Brand Ambassador @beBee#119 you truly remind us of the basics that we tend to forget @Deb🐝 Lange, Brand Ambassador @beBee. Curiosity and fear. I have just commented on the latest buzz by @Cyndi wilkins and she too brings these two factors in her buzz. Please Cyndi provide the link to your buzz as it is not easy to do now as I am using mobile phone.
Fear deprives us of curiousity. Even a fearful child shall be less creative and imaginative child that is allowed to experiment playfully his curiousity as your grandson is allowed to do Deb.
Your comment also reminds me of a previous comment here by @Harvey Lloyd in which he attended to the fact that D people may act sometimes because of thei fear.
We need to "Trust our emotions". To what extent can we do this if we act out of fear?
You bring many new thoughts and I am happy that you joined the discussions Deb.16/09/2017 #120 Savvy RajWill start of by highlighting these lines you have quoted that caught my eye..
"It’s not what you do, it’s how you do your job and why—the strengths and passions you bring to the table no matter where you’re seated”.
Truly Unique are our strengths when there are problems to solve
But in such thought collaboration they evolve
In the strength of many minds hearts spirit and souls in such transmission
Manifesting profoundness to envision
Creativity flourishes in every such attempt
In consideration than contempt
In inclusiveness of the strange
As it is just a matter of time for it to self arrange
Uncomfortably confounds it may today
Progress it will to wonder and awe another day.
And waltz on in the path of passion and drive new visions in the offing.
To evolve to solutions with such out of the box thinking ....
Thank you @Ali 🐝 Anani, Brand Ambassador @beBee..
I appreciate your inspired thinking and proposed thoughts here and have been following the many amazing angles in the comments are taking .
This buzz is unique in its path.But the buzz and its comments show the depth of so many thinkers and their many paths of vision put together in the contributions.. which creates a fodder for more understanding . A great buzz with great comments .16/09/2017 #119 Deb🐝 Lange, Brand Ambassador @beBeeDear @Ali 🐝 Anani, Brand Ambassador @beBee and @Harvey Loyd I love your energy, curiosity and enthusiasm. This curiosity and energy has evoked curiosity and energy in others. Once again, I sense if we choose to keep on being curious about ourselves, others, and life, we will be continually asking questions and learning and changing. So, if we apply the Disc and find out we are more on the decisive end of the scale and we are curious, we can learn to be resilient and move along the scale. If we are not curious, we may just say, "so what, that is how I am and that is how I am going to stay, especially if I have little empathy. I will not be concerned about my impact on others. So curiosity is critical if I am to learn and change. I am currently taking care of my grandson each week for some time, and I love his curiosity. He is in a state of continuous WPD. He is constantly exploring, poking, pulling, twisting, prodding, to see how things work, to see what he can do to things. His whole body is in a state of play. What is interesting is how as adults we think "play" is something you do in your leisure and "work" is what we need to do to achieve things. is this where we lost our curiosity? Thinking work is work and play is not what we are supposed to do as adults. My grandson is working at learning about life in play. He is learning, playing, working in a high state of WPD. If we go to a workplace do we see the same WPD in the state of the employees?15/09/2017 #116 Cyndi wilkins#114 Even if we have, it is all in the effort to make sense of the world as we see it @Ali 🐝 Anani, Brand Ambassador @beBee...I see several differing schools of thought...none of which I claim to be an expert...I have a great deal of respect for everyone who is courageous enough to put their thoughts out there at the risk of being challenged...and sometimes outright vilified...It is most often at those times I try to enter in to the conversation to create some semblance of balance...and I readily admit...I often fail. But it does not stop me from trying;-)
- 16/08/2017Questions that Recruiters Ask that are none of their business. A Forbes articlewww.forbes.com Recruiters sometimes ask job-seekers a lot of questions. Which questions are really none of a recruiter's...
- Producer06/08/2017Sensing DifferencesI am proposing the importance of a non-conventional sense and that is of sensing minute differences. I am explaining the vitality of this sense and highlighting its importance in our lives. I mean the minute differences that play significant...
Comments11/08/2017 #59 Ali 🐝 Anani, Brand Ambassador @beBee#58 This is a hugely thoughtful comment my dear friend @Vincenzo De Florio. It is deep and this part alone of your comment makes huge impact "we may see it with our senses though we don’t “see” it with our brains". I assure you that all my senses and brain "see" the wisdom in your words. I wish your time would allow you to write a buzz based on this superb comment. We need your brains my friend.11/08/2017 #58 Vincenzo De FlorioDear @Ali 🐝 Anani, Brand Ambassador @beBee, I agree with you completely! The way our apperception is designed is such that we react proportionally to the extent of changes we perceive. When a change is sensed as negligible, we may see it with our senses though we don’t “see” it with our brains. Indeed the ability to magnify small differences would be an actual superpower I would be very glad to have! A post like yours is very enlightening and useful, as it reminds us that we need to be self suspicious about our own assessments – about what is actually requiring our attention and what on the contrary may be safely excluded from our “input data”. The only tool that can help is reflecting about our choices and what came out of them “after the facts”; and maybe trying to learn from our mistakes.
Many thanks for such a great post, dear friend!08/08/2017 #57 Lisa Vanderburg#52 Seconded, along with @Sara Jacobovici. When people ask me about my husband's Parkinson's @Ian Weinberg (too many know too little and rarely more than meets their eyes), I tell them 'there's nothing wrong with his MIND, it's his BRAIN!' It's not exactly correct, but helps in interpreting - not as well as you have here!08/08/2017 #56 Jean L. Serio CPC, CeMAYour post also reminds me, Ali Anani, that customers are similar to employees. They often make simple suggestions managers and/or companies ignore out of hand. Customer suggestions are usually based upon experience with that company. And since, within reason, they know how the system works with that company, they offer their suggestion to help the company create a better system and thereby 'up' the level of customer service. In my experience not all customer suggestions can, or will, work. However they should certainly be given at least a few moments of consideration; the customer thanked for the suggestion. And - who knows? At a later date the company may discover that, once implemented, the simple customer suggestion may have saved them thousands of dollars, maybe more, and hours of valuable time.08/08/2017 #52 Ian Weinberg#37 #38 #47 Indeed we have not reached that level of understanding where we're able to discern precisely how and wherein the brain (the one between our ears and the only one which has cognitive function) the functions of perception, memory and cognition occur. We have projected observations and logical reasoning upon researched segments of neuroscience and thereby synthesized a model of neuropsychology. Flowing from this, we have identified the primary sensory areas which in the earliest time of of our development, receive the closest to pure sensory information. This then influences the secondary sensory areas where integration takes place with other sensory areas and thus primordial perception commences. This integrated information projects to higher areas where it receives an emotional tag (integration) and thereby establishes primordial cognition through the process of working memory (reflecting a reasoning function of the pre-frontal cortex). The unique subjective world view resulting from this expanding cognitive process in turn, projects to the sensory and sensory association areas influencing raw sensation as well as perception. We are effectively therefore influenced by the subjectivity inherent in our cognitive integration. It is only when significant incongruencies develop between our perception and cognition on the one hand and the external reality on the other, that we are forced to self-appraise and upgrade the integration at cognitive and perceptional levels, leading to greater awareness and thereby more objective and comprehensive integrations. Just my subjective contribution to the dialogue!07/08/2017 #51 Liesbeth Leysen, MSc. Brand Ambassador beBee, Inc.#26 awe!07/08/2017 #47 Phil Friedman#37 Sara> "... yet there is still a huge area to fill between seeing and understanding what we see..."
Precisely, Sara, because seeing is at the level of perception, while understanding is at the level of cognition.
We perceive through the senses, and we may train parts of our nervous system to react to things we perceive, without the intercession of cognitive function(s). But understanding is an emergent state that exists at the higher level of cognition. And to conflate the two is to commit what some philosophers call a "category error".
Consider that a 5-step ladder is composed of two "runners" and five steps. But the ladder is more than these seven pieces because unless arranged and connected together in the correct configuration, the pieces are just a pile of wood (or metal) and useless for climbing up anything. However, when the pieces ARE properly arranged and connected together, a LADDER emerges which CAN be used to climb up.
Yet the important point is that the ladder, as an entity, is emergent and exists at a higher "plane" than its component pieces. For even when the ladder is assembled, you do NOT find eight items (2 runners, 5 steps, and 1 ladder) but only seven. The ladder does not exist at the same level of reality as its component pieces.
Just as cognition and understanding do not exist at the same level of reality as the information of one's sense and perception. Cheers!07/08/2017 #44 Tricia Mitchell#40 dear @Ali 🐝 Anani, Brand Ambassador @beBee you are the metaphor king! I truly appreciate you sharing and commenting on my baby buzz. I drafted it yesterday, but the lunar activity is gifting me nausea, healing headaches and an incredibly skittish dog for the last few days. I hope to post the concluding part soon. I thank you again for your support & glad you enjoyed reading it.07/08/2017 #43 Ali 🐝 Anani, Brand Ambassador @beBee#41 Dear @Tausif Mundrawala- you surprise me again, but my planned next buzz centers partly around your comment here. I say cheers to you while raising my and holding a cup filled with nimbu paani with very little amount of rock salt added. Yes, some people the work place too salty. You offer a great analogy of balance in your example and I strongly suggest that you expand it to a buzz (poem if you wish).07/08/2017 #42 Tausif MundrawalaI like the analogy of a small difference certain chemicals can create. Your buzz made me remember of lemonade (here we call it nimbu paani)where in order to change it's taste and to make it more tangy only a minute amount of black or rock salt is added. A teaspoon would make it more salty and a minutest grain cannot make the taste felt which we were hoping for.
In your last buzz, our focus had been on leaders but here it's about employees. I myself have encountered many of this toxic employees who wish that the company could be locked forever. Instead of delivering and hoping for the best these are the hidden termites who always try to weaken the foundation of a company. They would blurt venomous rumors and talks about the company. In many cases their main motto is to dampen the self-confidence of their colleagues to the level where they would leave the company in haste. I have always remained a strong ship who have not allowed the pessimist storm to shaken my desire to achieve more.
Again a thought provoking buzz, Sir @Ali 🐝 Anani, Brand Ambassador @beBee07/08/2017 #40 Ali 🐝 Anani, Brand Ambassador @beBee#39 Dear @Tricia Mitchell- just prior to reading your comment here I commented, liked and shared your buzz on three platforms. It falls under the category of a must read.
I am glad that the womb of my buzz resulted in the delivery of such a great baby buzz that is lively and energetic.
- Producer31/07/2017How to Choose Your Best AdvisorOne of the most frequent questions we get is about choosing a good business advisor or coach. Some days, it seems like an entire university has sprung up and is happily pumping out coaches and consultants. Online and offline. Churning out...
Comments01/08/2017 #7 Charlene Norman#6 ROFL. Aleta, here is my logic. Once upon a time, someone much older than I told me it took twenty years to really learn one's craft. Then I was told it took twenty years to become an over night sensation. Then I learned it took twenty years to become skilled at anything and learn a bunch of life lessons. If we finish university in our early twenties, we start to mellow in our early forties. But we still need a few years to establish ourselves in our own businesses. That will take us to nearly fifty. (Assuming we stick to one thing.)
Sure, there are some folks who can be ready to be advisors before they are fifty, but not too many. And as you say, in not too many industries. Before fifty, most of us are focussed on ourselves, our families, our mortgages, our own worlds. It is (generally) once we hit fifty that reality hits us. We have a health crisis, the kids leave the nest, the main financial issues are done, one or both parents pass, we start to think about legacies and leaving our knowledge for others. In other words, we think about really helping mankind. Despite the fact that all humans feel special and unique, all humans go on this trip.
I too have met a few folks who could be great advisors at less than 50 years old. They simply lacked the patience to pull it out of me at the time. (And that 'pulling it out of us' is more than half the job when the relationship is right. )
Love your analogy of box of chocolates. Indeed.01/08/2017 #3 Phil Friedman#2 I agree entirely with you, @Whitney Raver. Youthfulness is not, in itself, a handicap. Indeed, youthful vigor and a fresh outlook are valuable assets. However, that should not be confused with a total disregard for the value of relevant experience -- something that too many "younger" people engage in, especially on social media. Just because on social media someone can, with a few keystrokes, add the title if "guru" or "ninja" or "expert" to his or her resume, that does not make that person such. Cheers!01/08/2017 #1 Phil FriedmanOMG, @Charlene Norman, are you actually suggesting that hard, relevant experience is something to be sought in a business coach or advisor? What a novel -- and un-Millennial -- idea that is.
Seriously, there is one point I am moved to add. Do not hire someone who is not prepared to work on what I call a "transparent" basis. What does that mean? Well, a good coach or advisor or consultant is never visible and never leaves any tracks. His or her focus is on YOU and YOUR BUSINESS, not on using you as a case study on the basis of which to close the next gig.
Good solid advice here... from someone who is obviously well experienced. Thanks for raising the bar. And cheers!
- Producer25/07/2017Questions to Help You Mind Your Business... Question #1A Blog Series by Graham Edwards and Renée CormierThis is the first in a series of thoughts and opinions by Graham Edwards and Renée Cormier — click here to read the backstory and inspiration (if only for the entertainment). It should be noted that...
Comments26/07/2017 #3 Jerry FletcherNice Series. Fellow travelers in the marketing space have some of the same ways of getting at things. In my marketing pantheon it starts with the corporate Vision followed by the Ps: 1. Prospect Viewpoint 2. Profitable Niche, 3. Position, 4. Persona, 5. Promotion, 6. Performance, 7. Perception, 8. Prospect Feedback all wrapped round by a circle of Trust. Here's a vdeo of how I approach it: https://vimeo.com/18553458025/07/2017 #2 Don 🐝 Kerr@Graham🐝 Edwards @Renée 🐝 Cormier A very good start to this series as you are beginning at the beginning which is such a good place to begin! I might only add one tool to your analyses and that is one which complements the SWOT. I have found undertaking at PEST (Political. Economic. Social. Technical) analysis is also very useful. It forms part of my Brand Clarity exercise wherein I help companies define the essence of their brand. Good stuff folks. Will share.
- 04/11/2016In my recent post on Inc., I talked about how CEO engagement on social media can be a community builder. I listed our very own @Javier 🐝 beBee along with T-Mobile CEO John Legere and Hootsuite CEO Ryan Holmes as three top CEOs on social media that understand how to use it to build a brand.
Link to article on Inc: bit.ly/topCEOsonsocial
Comments04/11/2016 #8 Deb 🐝 HelfrichWhen you are ready for the follow-on article, Richard Branson is such a classic example of how a decent and caring human being can be the heart of a very profitable empire. He listens. And I bet he is very involved with his social media team. There is a real synergy there.....
- Producer19/07/2017Fingerprint of ChangeIt is customary for the attendees of conferences to report to their respective organizations on the activities of the conferences they attended. This time I am kind of a journalist reporting to the beBee community on the conference that I...
Comments23/07/2017 #26 Ali 🐝 Anani, Brand Ambassador @beBee#24 - again dear @Deb🐝 Lange, Brand Ambassador @beBee- you are spot on. I am writing now a buzz on why KPIs sometimes are irrelevant and cause us to have tunnelling effect. I voiced similar thoughts to yours on the conference. Kodak focused on great KPIs and advanced rapidly, but only to get blind to the emerging opportunities and threats of the then emerging electronic camera. We have built many paradigms based on KPIs such as the balanced scorecard. That is fine, but then I need to understand that how could KPIs work with complex systems and their unpredictability as you explained wonderfully in your comment. Apparently, we lose our senses sometimes by following trends and without enough consideration of their limitations.23/07/2017 #25 Ali 🐝 Anani, Brand Ambassador @beBee#23 An amazing comment with its high quality dear @Deb🐝 Lange, Brand Ambassador @beBee. You are right as we have abandoned many of our good practices and replaced them with less functional ones. Your examples reflect your deep understanding and practicing of solid self-organizing activities. When we adopt approaches that force the tablet in our throats and expect great results then we shall be fooling ourselves. People shall be more engaged if they work on things they like and are attracted to them. You explained this perfectly well.23/07/2017 #24 Deb🐝 Lange, Brand Ambassador @beBeeOn your conversation re KPI's - I remember earlier in my career we focussed on clearly identifying the outcomes we wanted to achieve. Once again this fine for known tangible activities. I want to plan to fly to London. I know my outcome and I plan the actions to get there. But the outcome of the trip is less known. I may have a vision for wanting to meet with people and have inspiring conversations that lead me to make better choices in the world. Or I may envision meeting like minded people who have a problem and I can help them solve that problem with my experience and expertise. How I go about the meeting, interacting, conversing, understanding, with these people is less predictable. There are so many unknowns. there are so many things that may emerge that I have to work out how in the moment using my resilience and wit in the moment. I may have a KPI that states I bring back "x" amount of business. If I focus on that specifically, perhaps I miss some other opportunity. I think we forget that we develop these things to help us achieve something and they are guides. We try to make them black and white and set them in concrete. The world is just not like that. The more complex, the more resilient we need to be, which means discarding tools that no longer work for us and creating new ones. And doing that again and again.23/07/2017 #23 Deb🐝 Lange, Brand Ambassador @beBeeDear @Ali 🐝 Anani, Brand Ambassador @beBee graet to hear your report from your conference. It sounds like it was organised using a methodology like "Open Space" - I have facilitated many events using this method and it has its' foundation on self-organising systems. I think many organisations could use this method internally and it would free up much energy inside an organisation. Many people complain about all the meetings they have to attend. With Open Space organisation you would choose to go the ones that are relevant for you - you would also share responsibility for making the meeting work - and be freed up to host different types of exchanges. As I have been around for awhile it was methods like Open Space, Conversation Cafe, The Art of Hosting, Search, Circle Dialogue processes that emerged and made a big difference to the conversations people had many years ago. It seems like everything there is a cycle, and now many of these methods are either no longer used or have faded into the background again. So I was delighted to hear of your conference being organised like this. there are so many valuables methods for organising people in more meaningful ways it is a shame they are not used more.21/07/2017 #22 Ali 🐝 Anani, Brand Ambassador @beBee#20 dear @Steve Brady- your comment is enough to reflect many realities. I agree with your super thinking and suggestion of turning our thinking inside out. This is the way to find new awareness of reality. Sometimes opportunity presents itself for us to become aware of reality. Accidentally only yesterday a new hashtag captured the interest of Jordanians and I shall share this example in my next buzz. I thank you for you= time to share your lovely comment21/07/2017 #21 Ali 🐝 Anani, Brand Ambassador @beBee#20 ;dear @Steve Brady- your c[mment is enough to reflect many realities. I agee with your super thinking and suggestion of turning our thinking inside out. This is the way to find new awareness of reality. S[metimes opportunity presents itsel for us to become aware of rea)ity. In cidentally only yesterday a new hashtag captured the interest of Jordanians and I shall share this example inmy next buzz. I thank you for you= time to share your lovely comment21/07/2017 #20 Steve BradyDear @Ali 🐝 Anani, Brand Ambassador @beBee, thank you for sharing this with us. Your comment that CSR needs an "inverting of thinking" approach resonated with me. May I suggest it may even need turning inside out, being shaken, and possibly tossed around the room also! I want to also mention @Deb 🐝 Helfrich's comment. Her insight: "KPIs and CSRs both have this worldwide blindspot built right in unless companies really examine the framework both initiatives provide. It saves time to have a shared list of key performance indicators in reviewing certain slices of employees work. But there is a real danger that only things that fit in the previously determined framework will be noticed" is profoundly important. Research of any kind is limited by the nature of the "tools" we bring to the task. Our consciousness or awareness of what really matters needs to be moulded, not just by cultural norms, but rather also by what many are realizing deep within their hearts. Human resources (gee I dislike that term!) can be seen as commodities or as vital contributors to the hive that every company can be.20/07/2017 #19 Ali 🐝 Anani, Brand Ambassador @beBee#18 My dear @Cyndi wilkins- I am truly thrilled that you noticed the parallism with hives. I am so happy that you did. Yes, hives on beBee are a form of self-organizing with the possibility of pollinating each other. It is pollinating and NOT pollinating. You made my day.20/07/2017 #18 Cyndi wilkinsThis is a perfect example of understanding the 'uniqueness' of each human being and the value they bring to an organization...Be it complex Corporate functionality or simply pollinating 'the hives' with valuable insights to perhaps assist those in areas of struggle to strengthen the 'hive' or business as a whole.
I love the parallel you have created here @Ali 🐝 Anani, Brand Ambassador @beBee....in reference to this platform...with all bees contributing their unique expertise to each of the hives of their interest, we are building a sustainable platform for those looking for a voice where they may have otherwise been squelched into silence;-)20/07/2017 #17 Ali 🐝 Anani, Brand Ambassador @beBee#16 Thank you so much for your compliment. I say that the conference was well-prepared and the environment was very supportive. The engagement of participants was beyond expectation. Yes, and I wonder who dared to coin the term headhunter. Coining a term reflects on the person who coined it. What if he had opted for bees for our hive? You know this is a rather unspoken value of beBe- the hives are the attraction and attention of talents.20/07/2017 #16 Jean L. Serio CPC, CeMAClearly you were an excellent choice for a speaker at the 'Fingerprint of Change' Conference, Ali. And it sounds as if you enjoyed your time presenting at it; with an audience who, no doubt, appreciated your invaluable input. I also appreciated Joanne Gardocki's comment regarding people being treated as talent. In fact, today companies have individuals called 'Talent Attraction Strategists'; hopefully finally eliminating the ugly word 'headhunter'. Now if only company presidents and ceo's remembered that good talent is how and why a company grows and prospers. And, yes, as Sara Jacobovici suggests - you should add 'journalist' to your curriculum vitae!20/07/2017 #15 Ali 🐝 Anani, Brand Ambassador @beBee#9 I do all the participants of the conference would read your comment @Joanne Gardocki. The issue of "HR is evolving from personnel function to talent management" was a prominent topic during the presentations and discussions. Yes, I am personally very glad by your observation spotlighting this hugely relevant issue.20/07/2017 #12 Ali 🐝 Anani, Brand Ambassador @beBee#5 @Deb 🐝 Helfrich- I always enjoy the depth of your comments. You mentioned indirectly the butterfly effect of a smile and how t could be a great motivator for employees and beyond the capability of any KPI.
I am referring to your comment in my next buzz. The idea of the buzz is that we tend to divide organization as simple, complicated, complex, chaotic and unknown. Yes, the work of some organizations might be simple, but the human employees (not robots) are complex bodies). That said the question then becomes how simple is a simple organization? I find the idea of self-organizing organizations is also extensible from self-organizing teams. Your smiling comment brought a butterfly effect on my and is urging me to write on this topic.20/07/2017 #11 Ali 🐝 Anani, Brand Ambassador @beBee#3 hank you so much for your supporting comment @Sara Jacobovici. Yes, the organizers did a superb job. A conference need quality speaker, engaged audience and 'Sustaining" environment. The conference achieved all. Thank you for your trust in me.20/07/2017 #9 Joanne GardockiWhat a wonderful hopeful message, @Ali 🐝 Anani, Brand Ambassador @beBee, thank you for the buzz report. I can't fully describe the sense of relief when I read HR is evolving from personnel function to talent management. It is degrading for people to be handled as widgets that fit anywhere and then disposed of with the same algorithm as excess stock. Understanding that people bring talent and value is so important to cultivating, growing and engaging that talent within the company for a better bottom line.
Comments14/07/2017 #1 CityVP 🐝 ManjitMy only caveat is that we already exist in a heavily PUSH society where people are taught to get themselves noticed in what becomes an arms race for attention. A lot of energy is expended through PUSH and it is in some ways a bit like a pyramid scheme, the people pushing at the top are gaining the lion share of the advantage.
It is important to balance or at least find an different mindset and rather than push back at the push society, find a new space which is PULL. Personally I think PULL is far more powerful than PUSH. I don't see PULL as an alternative to push, only a way of thinking differently.
PUSH will always be a dominant feature of a dog-eat-dog society, there is no getting away from that, but with PULL we can try to become a little bit more human and little less dog.
- 11/07/2017What is the value of enhancing your emotional intelligence? Check out this infographic and then read my latest in Inc: https://www.inc.com/john-white/how-jeff-bezos-and-ursula-burns-build-success-with.html
Comments11/07/2017 #1 CityVP 🐝 ManjitRemove the gloss and stock photo images and the reality of leadership success is that emotional intelligence for a leader like Jeff Bezos refines the success producing side of ruthless leadership.
It is fine to entertain EQ as a part of the new age toolbox, but Jeff Bezos is not new age, he knows how to get things done in an arena feint hearts will not be found.
Otherwise the very things detailed are a factor of natural emotional maturity that people grew into with or without EQ.
- Producer03/07/2017Low-Performers: Punishment or Support?When you manage or lead people, you know to expect that things won’t always be sunshine and roses. Your role requires you to lead, motivate, and inspire to get the results your company wants. Your role also requires you to be involved when people...
- 22/06/2017She (Patty McCord) helped foster a different type of culture at Netflix, then was fired for a business decision but on the way she created a culture deck that top leaders like Sheryl Sandberg applaud
2 Original Deck :
https://www.slideshare.net/reed2001/culture-1798664/12-12ImpactYou_accomplish_amazingamounts_of_importantShe Created Netflix’s Culture And It Ultimately Got Her Firedwww.fastcompany.com Patty McCord created Netflix’s revolutionary culture, treating employees “like fully formed adults,” but did that culture force her...
- Producer07/06/2017If You Want to be a Thought Leader, You Must First be a LeaderIf You're a 'Thought Leader' that isn't Leading, You aren't Making Much ImpactWe've all met someone who claims to be an authority in their field, but seems to have more interest in self-aggrandizing than in truly advancing industry. These...
Comments12/06/2017 #17 Tannis Liviniuk#11 Great addition @Sara Jacobovici. You make a great point about the leader's role in ensuring growth and taking responsibility when things don't go as expected. A good leader owns the results, good or bad, and gives credit to the team when it is due. Thanks for posting! You added some great additional points and insight to the discussion!12/06/2017 #16 Tannis Liviniuk#10 I couldn't agree more @Sara Jacobovici! The attachments that you reference are key to sustaining the initiatives. Too often ideas fizzle out due to lack of knowledge or support. Building a stronger network, connecting with others, and sharing ides, will help us ensure that advancement is possible.12/06/2017 #15 Tannis Liviniuk#5 Good Point @CityVP 🐝 Manjit. Leadership metaphors are often overused, and not always representative of the message that we are trying to convey. I use the analogy of digging holes as I often observe the struggle of thought leadership in my industry. There are a lot of great ideas out there, but many focus all of their effort on trying to change the industry alone. To make monumental change, you must inspire the masses to help you dig below the surface. Only then can we build the foundation, as you referenced.12/06/2017 #12 Erroll -EL- WarnerLeaders must have the characteristics so others can follow. Leaders should not feel intellectually challenged by subordinates. Leaders should take the opportunity to nurture the ability of their subordinates.When it comes to leadership there should always be transparency, accountability, humility, respect, honesty, confidentiality, dignity, and empathy.11/06/2017 #11 Sara JacoboviciPart Two: Your concluding paragraph @Tannis Liviniuk is great. If I may, I would like to add, "To do that, start handing out some shovels", in a responsible way. "One's philosophy is not best expressed in words; it is expressed in the choices one makes... and the choices we make are ultimately our responsibility.” -
A leader, a person in a place of power and position, is responsible at all times; to ensure that things continue to go well during the prosperous times, times of growth, and who takes responsibility during times of instability and turmoil. No leader is expected to be flawless, only to be human. In this way, a responsible leader develops and grows into achieving success and “greatness”. Thanks for the opportunity to engage in this discussion.11/06/2017 #10 Sara JacoboviciPart One: Thank you @CityVP 🐝 Manjit for bringing my attention to @Tannis Liviniuk's buzz. Kudos to you Tannis for taking on a difficult topic. Too often, articles written about leadership appear cliche and "formula"oriented. I appreciate you taking the time to focus and offer some depth to the qualities of being a leader.I would like to focus on one you mention and humbly expand on another. You write, "...everyone is working on their own ideas, and so we dig a lot of shallow holes....Team collaboration is the key to best practice and innovation advancement. Yet, so many are hesitant to share innovations with others for fear of losing competitive edge." The discussion of establishing, not only, connections with others, but what I refer to as attachments, are crucial. As you point out, there is a hesitation to sharing with others.ther and say, there is a sense of fear or risk to forming attachments. But a leader knows and understands that when you give up the idea that the work and success are yours alone and forms the appropriate attachments, you are establishing the foundation of success.11/06/2017 #8 Ali 🐝 Anani, Brand Ambassador @beBee#5 Thank you @CityVP 🐝 Manjit for tagging me to this important buzz by @Tannis Liviniuk. I published a buzz using four different metaphors on leadership:
4 Metaphors for leadership- Is it more of Same? I used the divers metaphor, The perfume bottle metaphor, the reaction vessel metaphor and the driving cars metaphors. I also published other related buzzes. In my buzz of today "Growing on the Cliffs of Challenge"
I explain using the tree metaphor why leaders must have what Tannis mentioned in her buzz "Humility is a Key Trait".
I enjoyed reading this buzz immensely and I see eye-to-eye with its content.11/06/2017 #5 CityVP 🐝 ManjitThere are times when we still use out-dated metaphors like 20th Century military mindsets and often it ends in the description as a war for something i.e. "a war for talent". The reality of leadership is that it is not a conventional war. Our metaphors for leadership are outdated.
This buzz is a metaphor for shoveling a greater foundation. This will for a start be of interest to my good friend @Sara Jacobovici and @Ali 🐝 Anani, Brand Ambassador @beBee The idea of holes here symbolizes the enormity of the construction to come in our builder age.
Donald Trump builds hotels but he is a real-estate marketer who is a brand builder and not a nation builder. The people who voted for Trump had dreams of a builder to "make America great", the same slogan used by Ronald Reagan's campaign. Reagan's "make America great" was brand based, or at least the kind of brand that is best formulated by an actor. America wanted a builder leader to dig huge holes for rebuilding the foundation of America - but it elected a shallow hole personal brand.
I am sure @Javier 🐝 beBee and @Juan Imaz will appreciate the foundation layers Tannis Liviniuk has written about here.
- 02/06/2017Great report on employee engagement by HR Magazine. Looking at all the facets of building a holistic engagement strategy, with focuses on neuroscience, data mining, line managers, and more. http://bit.ly/2qGlCDJ
Comments02/06/2017 #9 CityVP 🐝 Manjit#8 In terms of resources definitely not fair but in terms of practice, all I am saying is that asking for personal information after the invitation is not something I am cool with whether it is Deloitte or HR Magazine. What Katie Jacobs provided is "DOWNLOAD OUR FREE REPORT" but it is not free. If she wrote SIGN UP FOR OUR FREE REPORT I have no problem. It is not about David & Goliath here, it is my own memories of bait & switch. If that is the engagement then in terms of engagement that is for me the irony here. I don't find that engaging.02/06/2017 #8 Friddy Hoegener#4 @CityVP 🐝 Manjit I hear what you are saying but I don't think it's fair to compare the resources that a company like Deloitte has with HR Magazine. For HR Magazine those articles are a core business strategy and as you pointed out a vital marketing strategy to identify potential customers. Deloitte just likes to demonstrate their expertise and capapilities. David vs Goliath02/06/2017 #5 CityVP 🐝 Manjit#2 @Jennifer 🐝 Schultz check out the link I provided on comment #4 - the PDF URL is https://dupress.deloitte.com/content/dam/dup-us-en/articles/employee-engagement-strategies/DR16_becoming_irresistible.pdf02/06/2017 #4 CityVP 🐝 ManjitThere is one thing that irks me about HR Magazine, that its partner We Thrive needs our email in order to share this report.. My reaction, if that is what We Thrive call engagement, I am not that engaged with these kind of marketing tactics.
Now compare that with Deloitte writing a report about engagement being "irresistible", even though this article is from 2015, I can both read the article and they provide a download button, which provides the option to save a PDF. In this case here that is a very engaging thing to do, so who do I trust and support when it comes to who engaged better?
Deloitte vs. We Thrive 6-0, 6-0, 6-0
Game Set and Match :-)
- Producer13/05/2017How Companies Can Foster Work-Life Integration to Maximize ProductivityNews flash for employers: too many traditional work management models are antiquated in today's high-tech Information Age. Put simply, they don’t result in high productivity, accountability or employee engagement. New times call for new...
Comments10/08/2017 #19 Tricia MitchellGreat buzz, @David B. Grinberg & an impressive 2.9k eyes on it! Thanks for sharing it with me. As I was reading, I was thinking about the micro-manager types potentially having an apoplectic fit, so I'm glad you addressed it further in your buzz. I think I read about ROWE in a google type article, which basically said it doesn't matter how the work is done, as long as it is done; i.e. results focused. I sympathesise with companies; an image of that scenario with the 'older generation' relative who isn't politically correct & is set in their ways, sprung to mind. That's not an excuse; it's exactly because of the pace of change that companies need to become more flexible & responsive to change. They have AI and discourse regarding threats to employment; Millenials with different aspirations & expectations of work compared to their predecessors, and if they tripped themselves up before, trying to be politically correct, there's a whole host of self-defining terminology to wrap their heads around in relation to people who are gender neutral.
The changes are necessary but living and working in a VUCA world is something that is offering challenges and opportunities to us all. The only post I wrote that referenced employer benefits to attract Millenials was in a health & well-being context https://www.linkedin.com/pulse/your-work-policies-making-staff-sick-tricia-mitchell I was reading Clayton Christensen's work some years back on disruptive innovation, but then my direction changed & the focus shifted.
Schulte's comments point to the benefits of mindfulness or meditation & is a great argument for shifting from head-based leadership to heart-led/compassionate leadership, integrating logic with gut intuition.26/05/2017 #17 Aaron 🐝 SkogenYou know @David B. Grinberg, it comes down to "Life". While I don't like the song as much, I love the lyrics:
“no such thing as spare time,
no such thing as free time,
no such thing as down time,
all you got is life time… go!”
—Henry Rollins, Shine
Now apply that to the various aspects of life, whether personal or professional and you have something.
I didn't mean to sidetrack, yet felt like sharing that. Enjoyed learning about the ROWE method. It seems that many of the organizations I have worked with are still stuck in 20th (some even in 19th) century employment models. Which begs the question, are we ready for change? There are days, and despite our best efforts, that I think the answer is a "no".
Interesting statistic I heard a while back from the Dept. of Labor, that ~65% of kindergartners today will work in jobs that don't even exist today. . . I wonder what the model will look like for my 5 year old in 20 years. . .26/05/2017 #16 CityVP 🐝 ManjitFirst of all David, this article and thinking in it is excellent with one proviso which is the expression "work-life".
It is good that we are challenging the nonsense term "Work-Life Balance" and it represents 20th Century thinking, but changing it "Work-Life Integration" makes sense but it is still placated in 20th Century thinking.
What you have written is an ideal situation but this is not the world most organizations live in. If proof be needed that they are not, it is in acceptable prejudices such as ageism still dominant both as mythologies and memes - 20th Century thinking.
The modern organization is still on the track of career path thinking. This is why I find personal branding as a concept equally antiquated as the expression "work-life". The career path is predicated on education, then the career-path and then retirement. This is classic 20th Century mind.
Your article and thinking is not antiquated, because the 21st Century value in it lends to what I call "Life Path Thinking". Life path is the integration because it first places meaning back in the home, and secondly it does not discern about work which is paid and which is beyond profit (Note I did not use the equally antiquated wording NON-PROFIT).
Organizations continue to hire leaders with 20th Century thinking - we hire people with antiquated notions of leadership. I know when an organization has hired 20th Century leadership because that organization uses antiquated terms. LIFE PATH not work-life. In this regard I am the voice of the 21st Century.16/05/2017 #13 Danish CharlesGreat article.
I believe adapting new techniques eg: Automation process and using support of useful software’s in production and operation side will help to improve productivity and better result. Developing technical research team is a useful part for every industry.15/05/2017 #12 Pascal DerrienSome topics of interests inded and great pointers, companies are not at the races on this, I was given 4 Mach hires a while back along side a book on how to manage millennials I laughed and never read the book they all left the company , different values and not caught in the rat race yet for some that's it14/05/2017 #7 Chris 🐝 Guest Cert.Prof.Acc.SAThanks David, very thoughtful article. The elephant pic says it all "Balance is Key". Some people may need the discipline of being in the office to produce their best/ other may thrive by working from home. The model should always allow both options in my opinion.
Having said one needs to reflect on why the Yahoo CEO (for e.g.) stopped the "working from home" concept; there must have been a downside?14/05/2017 #6 Lisa 🐝 GallagherExcellent buzz as usual @David B. Grinberg. You brought up a lot of great points. I can think of jobs where people are employed to work 8-10 hours per day and possibly put in on average 3-4 hours. I'm going back to my experience in an office. I will say, it seems those who were paid less did more work and upper level managers spent a lot of time doing nothing ( I kid you not). Now, I don't want to insinuate that it's like this in most offices, that was my personal experience.
This made me laugh but there is truth in it: "Even work-life balance experts are awful at balancing work and life." I'm sure it is hard but it's possible if people brainstorm. Integration is key.
Personally, I'd love to see many more Companies who can afford to have work done outside of an office hire more remote workers. I'm going to be frank, there would be less people on disability if they were able to work from home. There are many capable workers who would work hard and be dependable if they were afforded jobs within their homes. There are opportunities in larger cities for hotels, airlines (IE; Customer Service, Reservations etc... ) but not in rural areas. I hope we see trends changing.14/05/2017 #4 Phil FriedmanMany good points here, David, plus more than a small measure of wisdom. As you correctly point out, people should be paid for what they produce, not for the hours they spend producing virtually nothing. As a consultant, I would add that people are entitled to be paid for what they know, as well as for what they do. Because what they know can make or save money for those who employ them. Thanks, David, for speaking truth. Cheers!14/05/2017 #3 Erroll -EL- WarnerThe problem is most Human Resources and recruiting professional don't have the modern equipment to do their jobs. In addition, most are not exposed to the latest training strategies and techniques to perform their job effectively. A recent survey stated that 60% of executives are not satisfied with their Human Resources and recruiting team. Those executives are the ones to blame rather having them complaining. Institutions are recruiting low-level talents and placing them into competitive positions they are unable to manage. Such situation creates dissatisfaction among employees. Also, many organizations lack open communication which intern prevent the creation of innovative ideas and transparency.
- Producer26/05/20176 Benefits of Flexible Working Hours for Start-UpsEntrepreneurs are faced with the difficult decision of having a fixed or flexible work schedule for their employees. The digital age has brought with it the option to work from anywhere. Remote working and flexible hours are tomorrow’s norm....
Comments27/05/2017 #13 Robert CormackCompanies that reject flex-hours are a bit of an anachronism, much like publishers still demanding manuscripts be sent by hard copy (with self-addressed envelopes). As a freelancer for 25 years, I only dealt with one client (agency) requiring me be on site every day (the president didn't trust anyone). Trust is really the issue here. If you're insisting that everyone be on-site, working traditional hours, etc., you actually lose something in the process. Good thinkers are working around the clock. They construct ideas, notions, strategies even in the shower. Imagine going from this environment to being forced into an office (and a cubicle) each day. The noise is deafening and so much time is wasted with chatter and silly "requirements." If Gates is serious (Microsoft still requires staff to be on site), he should show by example how effective letting people work in their own environments (on their own hours) can be. My best working time is 4:00 am. Between then and 9 o'clock, I accomplish more than a week in an agency. Thanks for the post @Juan Imaz. Very interesting.26/05/2017 #12 David B. GrinbergJuan, I also want to add per point #6 that studies and anecdotal evidence show that more Millennials view work autonomy as a non-negotiable job criteria. Moreover, Millennial workers are in high demand and will soon comprise the majority of the global workforce compared to other age groups, especially as Baby Boomers and GenXers increasingly retire. I also assume that Gen Z -- the younger cohort of Millennials -- will also demand flexible work options as a prerequisite for considering any job offer. Although most members of Gen Z are still in high school, the oldest members of this demographic are starting to graduate college and embark on their first professional jobs. Therefore, flex work is a major incentive to them as well.
Thus, it's important for employers to recognize why flex work makes good business sense from the standpoint of recruiting, hiring and retaining the best available talent, particularly among a new generation of young people. Employers who ignore flex work options do so at their peril, as talented applicants will be hired by the competition. On the employee side, it's critically important to remember that with increased work autonomy comes increased accountability and trust by management.
Thanks again, Juan, for a terrific and timely read. FYI - here's another buzz I wrote about an emerging flex work management model: Results-Only Work Environments (ROWE) https://www.bebee.com/producer/@dbgrinberg/new-work-paradigm-for-millennials-gen-z-is-results-only26/05/2017 #11 David B. GrinbergKudos, Juan, on another brilliant buzz full of important insights and astute advice. I've been a long-time proponent of work flexibility because, put simply, it just makes good business sense in today's fast-evolving mobile, digital and virtual high-tech workplace.
Thus, I hope employers take note of the business benefits you point out of allowing flexible work options for employees -- which, as you note above, increases engagement, productivity, morale, job satisfaction, and company loyalty (among other things).
FYI, here's my buzz from June 2016 on the Top 10 reasons why telework makes good business sense https://www.bebee.com/producer/@dbgrinberg/top-10-reasons-why-telework-makes-good-business-sense-in-the-digital-age26/05/2017 #9 Matt 🐝 SweetwoodQuite frankly this is at the heart of why most people, including myself, would chose to work for a start-up. After having run a company that operated for 12 hours a day, 7 days a week, I wanted a job that afforded me the time-space to be creative in way that was better for me. A traditional CEO role at a traditional company would simply have me in the same grind I left when I sold my business. beBee offices are in a Wework in New York which is filed with start ups. The flexibility of work hours can be seen on the faces of people walking around there. They are happy, they socialize more and just seem way more creative. This is a great post, sharing... @John White, MBA @Virag🐝 G.26/05/2017 #7 Liesbeth Leysen, MSc. Brand Ambassador beBee, Inc.thank you, start-ups will be grateful for this post!26/05/2017 #6 Liesbeth Leysen, MSc. Brand Ambassador beBee, Inc.king bee post!26/05/2017 #4 CityVP 🐝 ManjitI am glad that this buzz leads with the word "Workers' and not "Employees". Workers should denote those people who do the work. That is not necessarily true with the word "employees" when it means being employed under someone else's dime. Employees are pampered in large organizations but workers still do the work.
The next key word is agile. Agile works when the workers an organization hires are really good, they know how to do the job and the organization has headhunted the best of the best - so why then would an organization stand in their way and create rules that impeded and get in the way of their job. If you hire the best, let them work and here flexible hours are intelligent hours. It is a win-win - a worker that wants to work and wants to flourish using abilities and gaining new abilities.
The reason organizations with bloated HR need to create policies is because not all organizations can command the best minds, so an organization hires B-Players or what Steve Jobs called BOZO LEADERSHIP and the whole organization is then either dumbed down or policy driven because the policy is to protect the organization from bad workers. This is when comedies like Office Place find their material for "TPS Reports" and having these "Lumbergs" https://www.youtube.com/watch?v=Fy3rjQGc6lA In this case flexible work is a crazy idea - to give people who are experts at playing the game, the opportunity to game flexible time - not good.
Bottom dollar, hire really good people, get out of the way unless they ask for development and then work on a win-win basis, but hire a good person and throw them into an "employee culture" and expect the good person to be the one who is burned. So if your organization needs to downsize, do not call me - I have become very tired watching over decades, this kind of BS. Flexible work is not BS but it needs to stay clear of BS in order to create a win-win scenario.26/05/2017 #3 AnonymousThank you @Juan Imaz for sharing your excellent approach to enlight the flexibilty's prism. I like very much the idea like compensating differentials to steer the work efficiency needs, targeted. That can be an entire package of well-being in corporate life, to reduce the paradox of the risk intermingling between work and family life, if strict boundaries can be set and shared both sides.
- Producer05/05/2017Partner with my team for Recruitment ServicesI add passion, value and purpose to my personal and professional life.My professional purpose is to transform the way employer's interact with job-seekers and help recruitment grow; Transform the way companies interact with customers and help...
Comments06/05/2017 #22 Liesbeth Leysen, MSc. Brand Ambassador beBee, Inc.#12 my pleasure @🐝 Fatima G. Williams!!!06/05/2017 #17 Tausif MundrawalaBeing an excellent bee you are a wonderful human being as well. You are at the right place at thecroght time. Your traits as a friend and a person allows you to be an effecient HR person. If the need arises then would surely contact you for job. I am blessed with such a wonderful friend. I wish you luck for your future endeavors my friend,@🐝 Fatima G. Williams06/05/2017 #16 🐝 Fatima G. Williams#1 Sign up on www.aptresources.ae for job opportunities and send me a message or email on email@example.com to help you source candidates.
To those interested in my recruitment services. Let's get on a call to discuss the services and terms of the business and also to better understand the kind of people you want in your team.06/05/2017 #12 🐝 Fatima G. Williams#2 Thank you for all the support @@Julio Angel 🐝Lopez Lopezjuli and @Liesbeth Leysen, MSc. Brand Ambassador beBee, Inc.lie and @Chris 🐝 Guest Cert.Prof.Acc.SAChris 🤗🐝🤗06/05/2017 #4 David B. GrinbergFatima, I wish you all the best and much continued success with your important work. I've shared this buzz on three hives: "Human Resources Professionals" and "HR Recruitment" and "Recruitment."
Please have a wonderful weekend and keep buzzing. Thanks for all YOU do!05/05/2017 #2 Liesbeth Leysen, MSc. Brand Ambassador beBee, Inc.wow queen bee shining star, what a beautiful post!!!! @🐝 Fatima G. Williams
- Producer19/04/201740 Years of Research Proves Women Are Better Managers Than Men Because They Tend to Have This Crucial SkillIn a Gallup report based on over four decades of research, including the analysis of 27 million employees' responses, female managers outperform their male counterparts when it comes to driving employee engagement. Gallup defines engaged employees...
- Producer19/04/20177 Essential Elements to Consider When Writing an International Executive ResumeI had the privilege last Friday of listening to a webinar led by Tim Windhof, an international executive resume/CV writer. Tim explained many of the challenges U.S. and Canadian writers can face when writing these job search documents for an...
- Producer18/04/2017Are you wasting money and time on leadership training? Some very interesting research suggests there is a strong negative correlation between the amount of money spent on leadership training and development, and people’s confidence in their leaders. (My Bold) “Leadership training and development...
Comments21/04/2017 #13 Judy MackenzieI have worked with leaders and managers all my career. I have created and trained management staff in some innovative but still classroom based learning. I have to admit these programs didn't have the kind of longstanding impact I had hoped for.
The most effective and applicable results came from group coaching on collective challenges and opportunities. Everyone is too busy to sit still when the learning is not immediately applicable and results oriented with follow-up support. I say NO to the big black binders on the bookshelves of managers across the country.
There is one small issue (total tongue in cheek) with group coaching and that is there must be a philosophy or strategy to tie the coaching too. That is still lacking in too many companies.19/04/2017 #11 Phillip HubbellTwo things…leadership courses, as conducted by companies, is often about the latest touchy feely effort to not actually lead. A lot of it is about codifying some sort of egalitarian process of trying to make people be happy and loyal in the face of job loses designed to make the stock look better. Second, a lot of these programs are aimed at the people who will not be considered for promotions because everyone doesn’t get to be a leader, so trying to teach everyone to be one is kind of pointless. Leadership training should be directed only at those who have a chance at becoming one, even though the qualities the programs are trying to instill don’t really make someone stand out as the company’s first choice.19/04/2017 #10 Jerry FletcherLeadership is truly a sticky wicket. The conundrum, to my way of thinking, is emotion versus logical. The idea that we must share the vision of an outcome before we are willing to accept a leader sounds good logically but it doesn't account for charisma, charm and persuasiveness. To be a good leader you supposedly need a good Emotional Quotient score and that gives you a lift in confidence. Again, there is a chasm between emotion and logic that is not being dealt with. How can we leap the chasm?19/04/2017 #9 Devesh 🐝 BhattUnlike Master, Superior, Manager, Guide,Guru, Mentor, Frontrunner and popular synonyms leader has some additional synonyms like Pioneer, inventor, Initiator, discoverer and the overly debated word disruptor which i feel as a mismatch.
In India, training saves taxes and Leadership is a much loved word because many in management like to "follow" US trends.
People seek leaders when then are unable or unwilling to lead themselves. People doubt leaders because they do not want to give another power but do so immediately out of fear and doubt.
Wannabe leaders often question power centres and not the source of power itself, the undercurrents of shared fears beneath the evident shared interests.
A leader is someone with a functional solution permitted by the rest to implement it. Maybe it is out of trust, maybe it is a desperate scenario and the trust is built along the way. It hardly matters because leaders are gauged in retrospect and that too is reduced to the scale of sceptism wherein few are considered lucky to get away with messups.
My clients try to force fit a leadership program within my consulting assignments as a way to save taxes and look good to their management, everywhere i have the same thing to say.
Find a solution, find a way to get it implemented with justifiable credit to all involved. If people see you as a doer, they will follow.19/04/2017 #8 CityVP 🐝 Manjit#7 Fascinated by this idea "jantelagen" and the moment I read it, I was whirling around Google wanting to know much more about this, and found links like this
http://blogs.transparent.com/swedish/the-downfall-of-jantelagen-%E2%80%93-social-media/ View more#7 Fascinated by this idea "jantelagen" and the moment I read it, I was whirling around Google wanting to know much more about this, and found links like this
Personally I am interested in the idea of equanimity and jantelagen seems to be blend of equanimity, humility and political correctness. I am not a fan of political correctness but I have a soft spot for equanimity.
Each individual must process jantelagen commensurate to so many variables and factors of their own being, and as i read various links across the net about this, that is the first thing that came through, that the knowledge, nuance, experience and disposition of the individual discussing jantelgan both coloured and informed what it actually is.
By itself it is an interesting cultural practice. There is both an intelligent aspect to it and a restrictive and suffocating aspect. Close19/04/2017 #7 Bengt Hahlin#6 Hi Sue,
Yes, it is in a strange way both a complex and “simple” subject at the same time.
I made a comment (see below) on a buzz from @john-white about “haters” which I also think have some bearing on this discussion too. I.E. the pressure from society/school/work etc. against those who stand out as achievers. Except of course for sports stars and certain celebrities (which makes for an interesting discussion about our society’s values).
All of this, plus other “things”, doesn’t exactly make it easy to find the leaders with the “right stuff”. Nonetheless, this makes it even more important that we as a society succeed with this.
“In Sweden and the other Nordic countries it is called ”Jantelagen”. It has been around for a long time. But it is not so much about hatred as envy and a condescending attitude towards individuality and success. Jantelagen refers to a mentality that de-emphasises individual effort and places all emphasis on the collective, while discouraging those who stand out as achievers.
The author Aksel Sandemose in a novel from 1933 formulated the 10 laws of Jante like this:
1. You're not to think you are anything special.
2. You're not to think you are as good as we are.
3. You're not to think you are smarter than we are.
4. You're not to convince yourself that you are better than we are.
5. You're not to think you know more than we do.
6. You're not to think you are more important than we are.
7. You're not to think you are good at anything.
8. You're not to laugh at us.
9. You're not to think anyone cares about you.
10. You're not to think you can teach us anything.”18/04/2017 #6 Sue BryanThank you for this Bengt. Leadership is a complex subject. I think that few people, through their schooling have ever seen strong leadership in action, as western schools depend so heavily on controlling behavior through manipulation, bullying, shaming and sometimes - rewards, not strong leadership.18/04/2017 #5 Harvey Lloyd#4 In leadership we have to focus on the whole and then serve the individual to that end. Some how we have gotten this upside down. We are serving the individual at the expensive of the whole. I don't want to pour unity down every ones throat but but leadership requires the whole of the goal to be first. Secondarily we can tame schedules and execution around the individual.
Great conversation and we need to discuss these variables as we look at growing from where we are to where we want to be.18/04/2017 #4 Bengt Hahlin#2 Hi Harvey,
A very valid point. It is always useful to look at a problem/situation from very different angels/views. In addition, the way the education standards/results in Western Europe and USA have gone down in the last decades is not encouraging. Nonetheless, this in no way diminishes the leadership role, but it makes it much harder.18/04/2017 #2 Harvey LloydI share your observations but look at the other side of the coin. Those being lead. Leaders can't lead those whose views are so narrow as to exclude others/group's/goals that are based on the whole of the company/country or region. Leaders are attempting to lead folks to a goal who are all individuals, developing their brand.
My report card from many years ago had a check box on it that related to this other side of the coin, Does not play well with others.
Until education begins in the area of common good that we can all live within, the leadership will not be able to organize teams towards goals effectively.
- Producer15/04/2017LEADERSHIP CLINIC! AMAZING!Of late, I came across an Advertisement regarding “LEADERSHIP CLINIC!” Leaders are ailing, failing to comply, their skills needed to be honed. So that they can deliver effectively and manoeuver the crisis they are confronting, locally, nationally...
Comments16/04/2017 #12 John RylanceThe Charge of the Light Brigade had no backup plan and look what happened to them.
Actually I suspect plan A, includes alternatives to cover all possibilities. Not to do so is foolish. You can't always predict what someone else is going to do. Their actions may need plan B, if you've only got one approach then your plan you will fail.
Winning formulas need to be flexible, changing them at any stage. Isn't a sign of failure it's proof you are reacting to ever changing situations.16/04/2017 #9 Ali 🐝 Anani, Brand Ambassador @beBeeIn an advanced version of the tortoise and hare story is that at the end they decided to share responsibility and found a common ground on which they could elaborate. One to carry the other onland and the other to carry the mate in water.Leadership can find creative solutions instead of conflicts.
Thank you @debasish majumder for your interesting read. Sharing16/04/2017 #8 Wayne Yoshida@debasish majumder - Interesting you selected the picture of Elizabeth Holmes of Theranos for this post. She is not one of my heroines. She is one of my examples of how **not to lead** and how not to make decisions and I disagree with her about not having a plan B.
Take look at this story, you may find it interesting....
http://www.vanityfair.com/news/2016/09/elizabeth-holmes-theranos-exclusive16/04/2017 #7 Liesbeth Leysen, MSc. Brand Ambassador beBee, Inc.very inspirational @debasish majumder 'nothing is impossible in the dictionary of man' true!
- 14/04/2017JOB FAIR ALERT - OVER 1,000 JOBS!!!
Take a look at this list of employers. All HIRING at our Bucks County Spring Job Fair on April 26th at Neshaminy Mall. Grab a friend, polish up your resume and let's get you a job!
#jobfair #careerfair #jobs #careers #BucksCounty
Comments14/04/2017 #1 CityVP 🐝 ManjitExcellent Jennifer ! Love the Recruitment Queen brand and how you have let it sit in the background with emphasis on job seekers and the employers showcased at the fair. It is quite a challenge to have this many employers to be at a job fair, free of employment agencies and people selling educational courses. Well done !
- Producer13/04/2017Producing the best!Image credit: Paroxysm on Human Resource Management In his buzz, Why the Best Make the Worst?, Ali Anani challenges us with the following question and statement: “Why the best fail to produce the...
Comments13/04/2017 #7 CityVP 🐝 ManjitWe don't often do the simplest thing which is to deal with people as a human being, instead we have policy makers and then we force fit the human being through a prescribed prescription, and often my angst at human resource practices is at this most simplest level. Human as a resource then stops being human as a being and meaning flies away, leaving the mean, and thus our organizations actually contribute to a mean world, rather than a meaningful world.13/04/2017 #2 Mohammed A. JawadAn excellent, thought-provoking post. Perhaps, we ought to realize that it's in the right knowledge that makes us sensible to cultivate chiseled culture, and this in turn make everything clear and easy to give best outcomes. Indeed, investing time in people with sound teachings and mentoring is the best initiative.13/04/2017 #1 Ali 🐝 Anani, Brand Ambassador @beBee@Sara Jacobovici- I shared this buzz on three hives not because I am only honored to have a mention in it, but also of its deep meanings. You completed the Golden Circle by writing "But if you define the criteria as, the individual can demonstrate that he or she is able to take initiative, then you are able to produce the best because you understand how and under what circumstances the individual can thrive". The why is answered promptly by the understanding how and then what to extract the best out of people. It is not only the simple rule; now, I also believe it is the simple rules of asking as well.
This is a buzz you can be proud of for long times.
- Producer29/03/2017What do you see when you look at this picture?There seems to be some question regarding this photograph...Is it ...a pithy motivational saying for your wall? a commentary as to why many people miss opportunities?a reminder that nothing comes without hard work? just a bad picture with a scratch?...
Comments03/04/2017 #2 CityVP 🐝 ManjitI don't view this as opportunity in relationship to the work required to realize that opportunity but of course I can, nor do I view it as the opportunity lost due to organizational leadership that fail to cultivate vigorous debate between its executives - the example given is suffice and we tend to look this scenario through the lens of focusing on leadership rather than hidden talent.
What I look at is the literal view of it, which is all the talent left on the shelf because executives view them as hired hands and cannot get beyond the prejudicial view of seeing people either as a "workers". Unless a leader is vested in creating a relational system that provides deeper insight into talent the extent of under-utilized talent is massive loss in potential and abilities.
Overlooking people reminds me of William Golding's book "Lord of the Flies" - that leadership is contextual, in a different setting it yields different leaders and missed opportunities - but the prejudice which is inherent today, whether we are prejudiced through seeing workers as workers, or we ascribe to our own personal brand tribe, that leads me to the kind of opportunity that is the gravest oversights imaginable, underestimating the talent that is in our midst, simply because they wore overalls.