- 03/12/2016A novel approach to writing improvement... Thanks to all who watched and made suggestions concerning the first take on this video. http.//www.learn2engage.orgBEFORE WRITING COMES THINKING - II Better writing through improved...
- 02/12/2016It’s time to stop thinking of performance management as a necessary evil. The first step to doing that is getting everyone on the same page about the purpose of performance reviews. In order to get a better understanding of how managers can better provide feedback to employees, let’s break down the basics of performance management -The 3 Keys To Successful Performance Managementtheundercoverrecruiter.com Let’s be honest: nobody likes traditional performance reviews. Managers hate trying to find time in their schedules to give employees a year’s worth of...
- Sales metrics focused on controllable sales activities can be managed by the sales manager and directly influence the performance of a sales organization. But they must be tracked to be managed and impact revenue. Here’s why -Why Managing Sales Performance Means Measuring Activitieswww.salesforce.com
- Click through for five ways organizations across all industries can empower their employees to work remotely, as identified by Five9.5 Best Practices to Enable Remote Workerswww.itbusinessedge.com Recent years have seen a significant increase in the remote workforce as developments in tech have given employees the freedom to work anywhere,...
- The survey looked primarily at the differences between Millennials/Generation Y (18-33 years old), Generation X (34-50 years old), and Baby Boomers (51-70 years old) in three categories: motivation, office design, and wellness and productivity.What does each generation prefer in the workplace? [infographic]www.itbusiness.ca It isn't just age that separates different generations in the workplace, but motivations, according to the Staples Business Advantage 2016 Workplace...
- Producer01/12/20162017: Year of AI ChatbotEvery year brings new technology forward and changes the way you market to and interact with your customers. According to Forbes, 2017 will be the year of the bot. People are starting to rely more heavily on technology than they ever have in the...
- Producer29/11/2016Bad Reputations Can Be Quite FavorableThis is the ninth in a series of buzzes entitled, "Rage Against the Machine." It recounts my experiences as a maverick manager working withing the constraints of corporate America. You'll laugh, you'll cry, and wonder how the hell we made it this...
Comments30/11/2016 #7 Randy Keho#5 Everything I talk about in this series happened just as I recounted it, Jim. You couldn't make this stuff up.
Coincidentally, the boss wants to talk to me about a raise this afternoon. I just completed another year's service.
If I hadn't taken nearly two years off to care for my father, I'd be in my 17th year with the company.
When a position opened up locally (where I started), they called me back. I've been overseeing a new account, which is our second-largest.
My new boss knows my track record. I worked with him at our South Chicago facility when we were equals.
He knows he's in for a lively negotiation. I've already softened him up for a frontal assault.
I've exceeded expectations and my customer contact considers me a God, having saved him more than the projected $150,000 in the first year.
However, I know that raises top out a 5 percent, which no one other than top-level corporate executives receive (actually, their annual bonus is often three times their annual salary). I'm shooting for 3 percent, which is more realistic.
It's usually a 2.5 percent across the board increase for managers. Your performance doesn't really matter, although you're supposed to get an annual review.
I didn't, which surprised our HR manager. I had to tell her it was time and she alerted the boss-man.
You gotta love corporate America.30/11/2016 #4 Randy KehoThanks for commenting @Franci Eugenia Hoffman @Kevin Pashuk @David B. Grinberg. I've made a career out of circumventing and/or changing the system without hurting anyone.
There's always a way around stupid rules and they usually end up benefiting you, your co-workers, and the company. Problem is, they often make the powers that be look like fools. They don't like that, so they make more stupid rules. That's the corporate mentality.
- Producer29/11/2016I'll Just Call Your CompetitionHow many leads did your team turn away this month from lack of phone skills? If you have worked in phone sales for any amount of time, you have heard phrases like, “smile and dial”, or, “they can hear you smiling over the phone…they can also hear a...
Comments29/11/2016 #3 Franci Eugenia HoffmanWhen I was in customer service, our company handed out mirrors. We were told to use the mirror to make sure we were smiling during our conversations with customers. I believe customer service can make or break a business, especially a new business. Nice post Noah.29/11/2016 #1 Jennifer SchultzGreat Buzz Noah - too many times companies are hiring the wrong people that lack even basic customer service and etiquette skills. They want to fill the spot quickly rather than seek out the right person that will have excellent communication skills to propel their business to be one that customers want to deal with. And they don't realize when their revenue numbers are dropping that it has to do with something this simple.
- Producer29/11/2016Why ‘them’ and ‘us’ should not exist in businessWhether it’s networking, mentoring or even interviewing graduates, I often get asked by students how I got to where I am. My usual reply begins with how I got my first internship, which I’ll come to in just a moment. But then thinking about this...
- Producer28/11/2016Ugh...Middle Managers or Meddling Managers?Definitely, workplaces are all composed of diverse categories of players (employees), and then there are layers of work wherein all enacting their own roles. It’s not necessary that everyone has the same amount of work, but, keeping in mind...
Comments29/11/2016 #7 David B. GrinbergI love this buzz, Mohammed. I agree that too many middle managers are not necessary and only complicate an already convoluted bureaucratic structure within corporations and government. Too many of these middle managers let a little authority and a big ego go to their head, with damaging consequences for employees and the work culture. Keep buzzing!28/11/2016 #6 Mohammed A. Jawad#4 Ah…You had traversed tough pathways, and now you are a seasoned professional with diverse experiences. Perhaps, to be ethical and get tangled in trivial and chaotic issues is the toughest part. I guess, you must, at many times, felt like hung in between two demanding scenarios. By the way, thanks so much for your comments.28/11/2016 #4 Randy KehoYou've just stated a case for unions, Mohammed.
I began my 20-year career in management as a member of the Teamster's union before being promoted into management.
I was promoted several times after that, of which I partly attribute to having been a union employee. I was aware of the particulars of the union contract and worked within its constraints.
I also knew how to bend the rules, which benefited the relationship I had with my team, while also achieving company goals.
In my case, as a middle manager, my performance was measured by the performance of my team of union members.
I wasn't allowed to leave until my last man's daily activities had been reviewed during a one-on-one meeting. My salaried days were much longer than their hourly.
Pay increases, as well as appropriate disciplinary actions, were all outlined in the contract, which usually spanned five years.
General managers were the ones who often ducked out early. As long as they achieved their objectives, accomplished by those below them, they were allowed to come and go as they pleased.
However, many got in hot water and eventually lost their jobs, because they got complacent. They no longer had a handle on their operation.28/11/2016 #2 Mohammed A. Jawad#1 Hello @Lisa Gallagher. Thanks so much for your thoughtful, comprehensive comments. Indeed, it all depends where one works…some workplaces are inspirational and some are simply compulsive with too many harsh rules and regulations. More than that there’s hovering phobias that come from middle managers…like you say this, that will happen or you do that, you’ll be fired. In companies where organizational culture speaks of respect and care, then one can find the presence of employee motivation and morale.
Here, I would like to say that there’s a unique similarity between a teacher and a company CEO: the former is a social scientist, whose primary role to impart knowledge and take care for nurturing pupils; the latter is a responsible leader, whose essential role is make rapport with his subjects, and lead his company and people for desired growth. So, both are builders, and they play a striking similar role.28/11/2016 #1 Lisa GallagherHi @Mohammed A. Jawad, I understand what you are saying! It would be nice if there was more concern shown for non-managment. I guess it all depends where one works. I know of places that everyone is treated with respect and cared about, they thrive and employee retention along with morale is quite high. I worked in a hospital for years- I couldn't leave early and there would have been no way to implement a rule like that for many of us. Yes, I could leave early if it was an emergency or if I asked far enough in advance because they would have to make sure there was staff to replace me. I do know of managers and middle management who leave early 1-2 times a week by lunchtime, they go for lunch, drinks and other outings like golf for example. It does hurt employee morale when they know this is taking place, management is paid 5 times as much and has much more leisure time, it also causes resentment. The example I used was related to another hospital I know of and I will say this, the CEO ended up getting fired after being there for over 20 years. He was the CEO for maybe the last 5 years of his employment there.
- Producer28/11/2016What Can Steph Curry Teach Us About Performance?Look at that picture again. A thing of beauty.If you have seen this young man play…it is a thing of beauty.Keep looking. What do you see in him that is in you? If your answer is, “nothing,” look again.I see maximum confidence and performance. I see...
Comments29/11/2016 #1 Donna-Luisa Eversley@Noah Carmichael, MBA you are writing on an athlete I greatly admire. He is the performance of physical training, mental conditioning, spiritual conditioning and belief and real living. He is not perfect, and knows this. He sure makes it a great practice to keep improving and enhancing himself through his craft! Yup... guess I'm a fan :-)
- 28/11/2016Successful sales managers do well for many different reasons; likewise, unsuccessful sales managers fail for many different reasons. If you are a sales manager or VP, ask yourself if any of these issues have ever caused problems for you or others you know -7 Reasons Sales Managers Failxpotentialselling.com Why do sales managers fail? Here are seven reasons why sales managers don't meet expectations and how to avoid them with your sales...
- 28/11/2016It is important to consider how you structure your business internally in order to maximise external engagement with suppliers and, more importantly, customers.How To Align Your Business For The Modern Ageniume.com Around fifteen years ago, I started on a project to set out my vision of the modern business. Having revisited what I wrote then with the World as it is now, I can re-assuredly report that there are indications that my vision is coming to life.The...
- Producer27/11/2016Do You Have Effective Communication Skills?Do you have effective communication skills?Effective communication skills are an essential part of being in relationship with a spouse, a boss or even developing a relationship with an audience before whom you are speaking. People who find that they...
Comments29/11/2016 #5 Lori BoxerIt sounds so simple: "Say what you mean." But all too often, and this happens to the best of us, what we try to communicate gets lost in translation despite our very best intentions. We say one thing, the other person hears something else entirely, and misunderstandings, frustration, and conflicts ensue. I do think people CAN learn how to communicate more clearly and effectively once they understand that communicating is more than just exchanging information. It's about understanding the emotion and intentions behind the information. It’s not only how you convey a message so that it is received and understood by someone in exactly the way you intended; it’s also how you LISTEN (and many confuse HEARING with LISTENING) to gain the full meaning of what’s being said and to make the other person feel heard and understood.27/11/2016 #1 David B. GrinbergThanks for the sound advice, Noah: "Communicating is all about getting your message across to other people clearly and in a way that both you and they understand. However, communication is also about receiving information that others are sending to you."
I would also add the following:
1) Contrary to popular belief, most communication is non-verbal. Thus, pay very close attention to body language. Remember, we are all visual beings.
2) Remember that sometimes the real message lies in what is NOT said. Thus, learn to read between the lines, so to speak.
3) Repeating your message will help get the point across. Just make sure to keep the messaging consistent.
4) Per Noah's last point above, become an active listener to be a better communicator -- as most people don't learn anything when they're talking.
Thanks again, Noah, for the awesome buzz!
- 27/11/2016"How to Motivate Employees in Times of Crisis"www.linkedin.com Leading is a challenge. Moreover, leadership in times of crisis is navigation through complexity, diversity, uncertainty. A definition of the word "motivation" in a business dictionary is...
- Producer26/11/2016Sales Leaders: Do You Inspect What You Expect?If you have ever managed a sales team, you have heard this before, "Inspect what you expect." Today, we will look at taking our leads that our marketing team has now handed to sales and understanding the importance of knowing where those leads are...
- Producer24/11/2016Hiring a mentor, I’d die first! Why do I need to hire a mentor?‘I need to concentrate on reducing costs, increasing value or improving efficiency, not get all touchy feely about business and certainly not having a mentor.’I’ve heard this so many times. Business people across the globe hold those three Greek...
- Producer16/11/2016Creating the Conditions for Business and Personal Vitality PART 1Atlassian Foodbank THE STATUS QUO The status quo on reviewing the health of a business often looks like a medical diagnostic looking for the visible and measurable. We may look at numbers of clients, money in the bank, costs, turnover,...
Comments29/11/2016 #22 Deb LangeThanks for doing that extra research @CityVP Manjit#21 there are many experiments and studies that are not valued at the time. I was lucky enough to work with a Manager and his Unit for a year in one of my consultancy projects.we did transform the culture from control and alienation to high trust and collaboration, etc We did not realise how good work was until the end of the year when the Unit self organised to review the year, and plan the next one. the barriers we dissolved and the emergence of good will and creativity were significant.28/11/2016 #21 CityVP ManjitThe final part of my inquiry and fascination with what you introduced in this buzz with the Peckham Experiment was finished this morning as I investigated actualities about the closure of the center. Mythologies tend to be built up over time and it is always both prescient and insightful to get a deeper understanding of why a center that was so progressive in this thinking was shut down. That evidence is available and it balances out what led to the closure of the center.
‘Smashed by the National Health’? A Closer Look at the Demise of the Pioneer Health Centre, Peckham by Philip Conford
This piece completes the picture of the Peckham Experiment for me and in addition adds something fundamental to my knowledge, which was Scott Williamson's attempts to create a practice that opposed pathological thinking i.e. an alternative to pathology, which he called "ethology". It turns out that ethology is credited to others rather than anything to the Peckham Experiment and here one paper does discuss "Human Ethology and the Pioneer Health Centre". This document also introduces the role of Michael Chance and his encounter with the Peckham Experiment.
Between the Clinic and the Laboratory: Ethology and Pharmacology in the Work of Michael Robin Alexander Chance
https://www.ncbi.nlm.nih.gov/pmc/articles/PMC2766138/28/11/2016 #20 CityVP Manjit#19 I know about this experiment because you introduced me to it and then I was captivated all Sunday afternoon to learn more about it. What I instinctively know that projects like Peckham are only kept in the public consciousness by people who have a much more extensive time relationship i.e. they can think over much longer-terms and therefore have a larger perspective.
This is where one individual in that project caught my attention and that was Eileen Conn MBE. I noted her work in Whitehall, and her work on Living Systems and Complexity. In 2010 she was involved in a discussion at a gathering of the 1st International Workshop on Complexity and Real World Applications in Southampton.
1st International Workshop on Complexity - Discussion : Are Conversations Emergent?
What I find in the discussion is the usual organizational references such as Chris Argyris, but also mention of Ralph Stacey, who is still alive and whose work I find most compelling as a thinker. It was through Stacey I saw a richer view of uncertainty.
Ralph Stacey - Complexity and Paradoxes 2015 Video
Along with Eileen Conn, Dr Lisa Curtiss is another keeping the Peckham Experiment in the community consciousness and her interview with Henrietta Trotter (who was involved in the original Peckham Experiment) is interesting also
Interview: Lisa Curtiss with Henrietta Trotter
https://www.iriss.org.uk/resources/irissfm/peckham-experiment-henrietta-trotter-conversation-lisa-curtice27/11/2016 #19 Deb Lange#18 Dear @CityVP Manjit wow, you certainly know about this experiment. One of my formal studies is in Social Ecology - I gained a Masters Degree through my own research on my own practice as a Management Consultant working with organisations many years ago. My Professor, Richard Bawden for my thesis was the Professor of Systems Thinking. Western Sydney University is renowned for systems thinking. The Peckham Experiment was brought to my attention by the Head of the Social Ecology Faculty. Emeritus Professor Stuart Hill, who is now retired from university life. Peckham is profoundly important. I have been lucky in my career to work with some Managers who have been willing to experiment and shift controlling cultures to cultures where people have the freedom to self-organise. This has contributed wonderful results. But this experiment for 14 years has the evidence that I need to provide. Unfortunately, I do not have statistics for most of my work, it is all anecdotal, even over a year, as we did not know we would create such success. We were experimenting. Today more than ever people want evidence before experimenting and Peckham is a rich source of evidence.27/11/2016 #18 CityVP ManjitThe bit I did not read before a.k.a. "The Peckham Experiment" simply captured my imagination as I realized what it was I reading. When Williamson died in 1953 and Pearse died in 1978, I am sure that neither would have thought that their legacy (The Peckham Experiment) would be carried forward by The Pioneer Health Foundation into the 21st Century despite the NHS ending their work in 1950. I loved the Biblical quote they used to describe how the work of the two pioneers lives on http://bible.oremus.org/?passage=John+12:24 It is quite remarkable that something that could have been easily forgotten is kept in the memory by only a handful of people. The quote is in the June 2016 blog post by Lisa Curtice "The Roots of Democratic Culture". What else is in there is a reference to Eileen Conn - so who would have thought that the London Borough of Peckham would have a thinker who has contributed to living systems and complexity thinking http://www.peckhamvision.org/wiki/images/b/b2/2014_Eileen_Conn_biog_for_Peckham.pdf - I must say, what an incredible link and related linkages. Deb, how did you come to know about The Peckham Experiment, when this would only be knowledge to a handful of people in a select part of the healthcare profession? I was quite absorbed by this today.24/11/2016 #15 Deb LangeI was lucky enough to attend a workshop with Margaret Wheatley over 20 years ago just after she published Leadership & the New Science her work provided a great source of nourishment to me. I had another experience later in with her and Otto Scharmer before he had published his work on Presence so I feel lucky I have been in the flow of seeking out great practitioners throughout my life. Thank you for pointing me in another direction with your references which I will follow up. #1224/11/2016 #12 CityVP ManjitAs I read this buzz it provided me the same visceral experience I had when I opened up a book by an author I had not previously had heard of before, and that author was a woman called Margaret Wheatley. http://margaretwheatley.com/
The second immediate experience is one that is far more topical and involves @Aurorasa Sima and her work with Mike Bosworth Leadership and Story Seekers. As I began appreciating Mike's worldview, I now have a lens of story that I immediately see in this buzz. Whereas in my old lens, I would lead with my distaste for many human resource practices whose assumptions are just blindly and blithely accepted as industry norms, in this new lens what I read here discards the need to point at a particular profession.
Instead the language of vitality speaks for itself and it speaks to greater depths than to engage in a what is wrong with HR lens. Which is fascinating in itself because if there is one thing I should have learned from the insights of Margaret Wheatley, it is that she focuses on "what works" rather than what does not work. In terms of story telling this buzz is a great example of the way I have now seen in the Bosworth approach.
All of this flows well into showing what is packed into the trust and autonomy diagnostic. I am not particularly a fan of 2x2 grids but they do help people to see things with the caveat that it is not the tool that is the magic but the thinking. I love the thinking here and for sure it is a deep reminder what I found so great in my first encounter with the thinking of Margaret Wheatley.23/11/2016 #9 Sara Jacobovici#7 Sorry @Deb Lange. Looks like my message got cut off. What I was saying was the following: "The conditions for human vitality in business are not dependent on what business we are in. Every group of people that co-exist and work together will thrive and generate vitality if allowed to co-create the conditions for vitality to emerge." AND "What was critical in the Peckham experiment was the ability to allow confusion and chaos to reign as people learnt how to self-organise and co-create high trust and autonomy to achieve well being for themselves and the collective." From my perspective, I see these as two thirds of a whole environment for growth and success. Looking forward to part 2.22/11/2016 #6 Sara JacoboviciBravo @Deb Lange! Looking forward to part 2. Hard to isolate concepts from part 1 as they are all connected. I will highlight the following two:
"The conditions for human vitality in business are not dependent on what business we are in. Every group of people that co-exist and work together will thrive and generate vitality if allowed to co-create the conditions for vitality to emerge." AND "What was critical in the Peckham experiment was the ability to allow confusion and chaos to reign as people learnt how to self-organise and co-create high trust and autonomy to achieve well being for themselves and the collective." Two thirds of21/11/2016 #3 Deb HelfrichI could have sworn I wrote a comment on this incredible buzz a few days ago.....maybe it got too long and I copied it over to check the length and then forgot to hit submit.
"What was critical in the Peckham experiment was the ability to allow confusion and chaos to reign as people learnt how to self-organise and co-create high trust and autonomy to achieve well being for themselves and the collective. "
This goes against so much of the formulaic, listicle type advice we are swimming in these days and yet we see the results all around us that the best outcomes are coming from outside of the corporate cultures. At a certain point, a modus operandus becomes stagnant and sterile, but the organization is too large to change.
Whereas people are quite flexible and adaptable and willing to work for the combined personal and group good. But to allow these capabilities to flourish, one has to stop planning quarterly deliverables to be met, and introduce some chaos in order for the new to be created.
The further fact is that trust and autonomy foster wellbeing and better health fosters better cognition and performance and the feedback cycle of a living, dynamic human always learning and growing will ultimately pay enormous dividends for any group they belong to.
We see it on beBee. The Ambassador program took some heat from some unenlightened corners because it was rather vague. But in not specifying exactly what is to be done, Javier and Juan have opened up to the unimaginable becoming real as each person goes about promoting beBee in the ways that they believe are most authentically meaningful. We can all see this is a better approach than telling 50 people to all do the exact same thing. It would be easier to measure, but the ultimate results would likely pale in comparison to trusting folks to take on the task in their own inimitable ways.
- Producer24/11/2016Humility – I’m the BOSS! That’s WHY!‘Good enough’ is no longer good enough. Most gold standards are being overworked and overused. Business is almost always looking for something better. So, as a leader to find that additional ‘something’ that can elevate ‘good enough’ to outstanding,...
- Producer23/11/2016NEW GIG? Do This...Nice work on getting the new job! I know how hard it is to go through that process. I've done it a few times myself, and one thing I have learned is you really don't want to waste all that effort and the joy of being selected by not having a plan...
- 23/11/2016As the big day gets closer, it’s natural to become nervous and begin considering how you will fit into the company culture. Luckily, there are straightforward strategies to fit into a new job and adapt to a new workplace environment -How to Fit into a New Job and Adapt to Company Culturewww.business2community.com Starting a new job is an exciting time. You’ve already conquered the stress of how to land the job you want, and that’s a huge sigh of relief. Now, not only is a first paycheck in the near...
- Producer23/11/2016It’s the Most Dysfunctional Time of the Year: Dealing with Family on the HolidaysThe holiday season evokes many joyous emotions and memories. Yet, research repeatedly demonstrates how the holidays cause increased levels of stress, anxiety and depression. Sadly, for many people gathering among family is not an experience of joy,...
Comments23/11/2016 #7 Richard Buse@Ari Sytner. Wonderful advice. Thanks for sharing. I grew up amid a large extended family (17 uncles and aunts). Personalities and degrees of tactfulness varied greatly among extended family members. As you mentioned, finding ways to disarm and connect is far preferable than other common reactions when confronted with questions or comments that might be deemed obnoxious or inappropriate.23/11/2016 #2 John ValledorMy approach to the suggested anxiety here reflects a different frame of reference. Try this. Imagine if one, some, or all of the people in your gathering were suddenly gone. It would suck more. So, yeah, this approach makes family and friends gatherings, awkward moments notwithstanding, a little more meaningful.
Wishing you a joyous family gathering!
- Producer23/11/2016Strangers: Would you help them out?I often get asked why I spend a considerable amount of my spare time giving back to strangers in some shape or form. More often than not I really and I mean really struggle to answer the question. It’s complicated to put into words because it’s just...
Comments24/11/2016 #6 Jared Wiese 🐝Alexandra, this is one of the best articles I have read in a long time. Short, factual, provoking, inspiring... And oh so sweet!
THANKS for paying it forward by writing this. Especially, this time of year!
I especially loved your quotes! I will refer to this post often!
- Producer22/11/2016How Do You Talk To Your Data?Data is worthless if you don’t know how to communicate the findings to the right audience. Period!Too many times as a manager or executive we get caught up in our mounds of impressive data to the point where it paralyzes us. Most managers have been...