I used to work with someone who, when asked what his plans for the weekend were would respond with a list-yes- every minute of his weekend was planned out and each item was listed in the order it was to be accomplished, including the fun stuff. Even though I have met many more people that like lists I think he might be the most dedicated yet.
A business manager I once worked with was known as the ‘checklist’ manager; as long as each item on his list was checked off he considered the project successful, whether or not it really was. The checklist prevailed.
I have made the odd list now and again although they usually end up in the recycling bin long before any of the items get checked off-the lack of spontaneity in lists doesn’t fit too well with my personality. Yet, I have never missed a deadline in my life-ever; and I don’t forget to do things no matter how much stuff is floating around in my non-list brain. I have a feeling that Terry Small (http://www.terrysmall.com/archive.asp) could provide some insight to why that is but for me just knowing it works is good enough. I will make lists for other people if they let me know that is what they need from me, other than that my lists tend to be incomplete and rarely revisited.
As some of you know I have been doing volunteer work only for the past few years but have now decided that I miss getting paid (more than I thought I would) and have decided to get back into consulting on a fee/project basis. When I first came to this conclusion back in January there was the question of what, when, how, who; but the only ideas that were coming up were met with a strong resistance that I could not identify. So, off I went in search of answers, talking to trusted friends, reading whatever I could get my hands on etc. And you know what I kept encountering? Lists- yes, lists of what I should do to figure things out and some of those lists emphatically stated that I needed to make lists. No wonder it has taken me six months to figure it all out. But it is figured out and not a list in sight.
So, what works for you? Do you use lists to guide you through life or does spontaneity work better for you?
Wednesday, June 29, 2011
Do Lists Make Life Simpler?
I used to work with someone who, when asked what his plans for the weekend were would respond with a list-yes- every minute of his weekend was planned out and each item was listed in the order it was to be accomplished, including the fun stuff. Even though I have met many more people that like lists I think he might be the most dedicated yet.
A business manager I once worked with was known as the ‘checklist’ manager; as long as each item on his list was checked off he considered the project successful, whether or not it really was. The checklist prevailed.
I have made the odd list now and again although they usually end up in the recycling bin long before any of the items get checked off-the lack of spontaneity in lists doesn’t fit too well with my personality. Yet, I have never missed a deadline in my life-ever; and I don’t forget to do things no matter how much stuff is floating around in my non-list brain. I have a feeling that Terry Small (http://www.terrysmall.com/archive.asp) could provide some insight to why that is but for me just knowing it works is good enough. I will make lists for other people if they let me know that is what they need from me, other than that my lists tend to be incomplete and rarely revisited.
As some of you know I have been doing volunteer work only for the past few years but have now decided that I miss getting paid (more than I thought I would) and have decided to get back into consulting on a fee/project basis. When I first came to this conclusion back in January there was the question of what, when, how, who; but the only ideas that were coming up were met with a strong resistance that I could not identify. So, off I went in search of answers, talking to trusted friends, reading whatever I could get my hands on etc. And you know what I kept encountering? Lists- yes, lists of what I should do to figure things out and some of those lists emphatically stated that I needed to make lists. No wonder it has taken me six months to figure it all out. But it is figured out and not a list in sight.
So, what works for you? Do you use lists to guide you through life or does spontaneity work better for you?
A business manager I once worked with was known as the ‘checklist’ manager; as long as each item on his list was checked off he considered the project successful, whether or not it really was. The checklist prevailed.
I have made the odd list now and again although they usually end up in the recycling bin long before any of the items get checked off-the lack of spontaneity in lists doesn’t fit too well with my personality. Yet, I have never missed a deadline in my life-ever; and I don’t forget to do things no matter how much stuff is floating around in my non-list brain. I have a feeling that Terry Small (http://www.terrysmall.com/archive.asp) could provide some insight to why that is but for me just knowing it works is good enough. I will make lists for other people if they let me know that is what they need from me, other than that my lists tend to be incomplete and rarely revisited.
As some of you know I have been doing volunteer work only for the past few years but have now decided that I miss getting paid (more than I thought I would) and have decided to get back into consulting on a fee/project basis. When I first came to this conclusion back in January there was the question of what, when, how, who; but the only ideas that were coming up were met with a strong resistance that I could not identify. So, off I went in search of answers, talking to trusted friends, reading whatever I could get my hands on etc. And you know what I kept encountering? Lists- yes, lists of what I should do to figure things out and some of those lists emphatically stated that I needed to make lists. No wonder it has taken me six months to figure it all out. But it is figured out and not a list in sight.
So, what works for you? Do you use lists to guide you through life or does spontaneity work better for you?
Monday, June 27, 2011
Pondering Social Gaffes-A New Perspective?
There has been quite an upsurge in social media/networking related gaffes lately (isn't gaffes a good word for this as it is defined as a "social blunder"?) and mixed into this is the debate about the online 'outing' of people involved in the riot in Vancouver two weeks ago.
What strikes me about so much of the commentary is that 'social media/networks' are commonly named as the culprits in whatever problem is at hand. Social media/network tools are just that-tools, any gaffes that occur while using those tools are created by the user.
Social media/networking tools can be used in a positive or negative manner-the choice and the responsibility for which way it goes is up to the user. This is why it is a good idea for parents to teach responsible use of social media to their children and provide ongoing coaching; it is also a good idea for managers in organizations to ensure that there is an effective social media policy and that employees are trained, coached and reminded as to appropriate use of the tools. Yes, it is the individuals responsibility but this is still a fairly new tool which is now experiencing rapid growth and change.
The 'how to' of using the tools is a technical training need; the 'what' of the content that one posts falls into the realm of interpersonal skills, reputation management and personal responsibility and accountability. The technical training is relatively easy, the personal development skills are a little more complex but you can start with respect-for oneself and for others.
What strikes me about so much of the commentary is that 'social media/networks' are commonly named as the culprits in whatever problem is at hand. Social media/network tools are just that-tools, any gaffes that occur while using those tools are created by the user.
Social media/networking tools can be used in a positive or negative manner-the choice and the responsibility for which way it goes is up to the user. This is why it is a good idea for parents to teach responsible use of social media to their children and provide ongoing coaching; it is also a good idea for managers in organizations to ensure that there is an effective social media policy and that employees are trained, coached and reminded as to appropriate use of the tools. Yes, it is the individuals responsibility but this is still a fairly new tool which is now experiencing rapid growth and change.
The 'how to' of using the tools is a technical training need; the 'what' of the content that one posts falls into the realm of interpersonal skills, reputation management and personal responsibility and accountability. The technical training is relatively easy, the personal development skills are a little more complex but you can start with respect-for oneself and for others.
Tuesday, June 21, 2011
A Follow Up Thought
How to handle the situation of an employee that is identified via photo or video or a social networking site as a participant in the riot is done on a case by case basis and it will be interesting to see if any of the people fired in the initial days challenge the firing. I think that the strong emotional response to the riots by many, coupled with the photos, videos and social network posts have created a unique situation.
People are applying pressure to some of these employers to fire the involved employee and in concern for the reputation of their business they are responding quickly. In a normal process this is less likely to occur and the employee is more likely to seek professional advice and challenge the firing. This situation isn't 'normal'-the level of public shaming of the riot participants means the employers have evidence that the reputation of their business is at stake in the form of emails and letters from the public. Perhaps the people fired will prefer to avoid as much further publicity as possible while they deal with the justice system and try to figure out how to rebuild their lives, which means they are less likely, in this public arena to challenge the firing. But we shall see. Human Resources professionals should understand the legal perspective of such firings and we also know that outcomes are based on the whole picture.
I would caution employers to use less dramatic means than immediate dismissal until a proper investigation is completed but I think most HR professionals have experienced the 'knee jerk' style of response from a business owner or manager that feels the reputation or security of their business is on the line. We must be able to offer temporary bridging solutions and counsel in considering the situation objectively.
Two of the three fired have publicly admitted their participation in events although both of them seem to be struggling with understanding why their integrity is being questioned.I am saddened that some members of the public are showing the same lapse in judgement in their calls to destroy the lives of these participants, that some are employing threats and bullying to vent their anger.We may see some precedence setting in these cases in the coming months depending on how each person chooses to proceed.
People are applying pressure to some of these employers to fire the involved employee and in concern for the reputation of their business they are responding quickly. In a normal process this is less likely to occur and the employee is more likely to seek professional advice and challenge the firing. This situation isn't 'normal'-the level of public shaming of the riot participants means the employers have evidence that the reputation of their business is at stake in the form of emails and letters from the public. Perhaps the people fired will prefer to avoid as much further publicity as possible while they deal with the justice system and try to figure out how to rebuild their lives, which means they are less likely, in this public arena to challenge the firing. But we shall see. Human Resources professionals should understand the legal perspective of such firings and we also know that outcomes are based on the whole picture.
I would caution employers to use less dramatic means than immediate dismissal until a proper investigation is completed but I think most HR professionals have experienced the 'knee jerk' style of response from a business owner or manager that feels the reputation or security of their business is on the line. We must be able to offer temporary bridging solutions and counsel in considering the situation objectively.
Two of the three fired have publicly admitted their participation in events although both of them seem to be struggling with understanding why their integrity is being questioned.I am saddened that some members of the public are showing the same lapse in judgement in their calls to destroy the lives of these participants, that some are employing threats and bullying to vent their anger.We may see some precedence setting in these cases in the coming months depending on how each person chooses to proceed.
Monday, June 20, 2011
What Will You Do If An Employee is Identified in the Riot?
The aftermath of the riot last week is still in the early stages, damages are being assessed, photos and videos and social networking sites are being reviewed to identify participants and many people are posting articles, blogs and comments on what they think caused it and what should happen to people who were involved.
So far at least three people have been fired from their jobs, either because they were identified in a photo or video or because they bragged about their participation on a social networking site and were associated with a business. There may be more such firings over the coming weeks. Clearly the costs to business are not restricted to the downtown core as the businesses that had these employees not only have their reputation at stake, they now have a cost to hire and train replacement staff. There will also be a ripple effect of costs related to these people now being unemployed and likely will face greater challenges in being reemployed.
The three employees noted above were all fired within a few days of the riot based on the publicity generated by the photos and videos and understandably business owners/managers will have concerns about their companies’ reputation. One of the three was fired because she was identified as stealing from a store during the riot, which raises another concern for an employer.
Is an immediate decision to fire these employees the best choice? The emotions in the metro area are running high right now and decisions are somewhat forced by the demands of customers. However, what decisions are made in calmer times when an employee is alleged to have committed a crime? Rarely are they immediately fired, sometimes they are suspended with or without pay, sometimes they are transferred to a low risk role temporarily until a proper investigation takes place.
I don’t think that there is one right answer but what do you think? What will you do if an employee in your organization is identified as a participant in the riot?
So far at least three people have been fired from their jobs, either because they were identified in a photo or video or because they bragged about their participation on a social networking site and were associated with a business. There may be more such firings over the coming weeks. Clearly the costs to business are not restricted to the downtown core as the businesses that had these employees not only have their reputation at stake, they now have a cost to hire and train replacement staff. There will also be a ripple effect of costs related to these people now being unemployed and likely will face greater challenges in being reemployed.
The three employees noted above were all fired within a few days of the riot based on the publicity generated by the photos and videos and understandably business owners/managers will have concerns about their companies’ reputation. One of the three was fired because she was identified as stealing from a store during the riot, which raises another concern for an employer.
Is an immediate decision to fire these employees the best choice? The emotions in the metro area are running high right now and decisions are somewhat forced by the demands of customers. However, what decisions are made in calmer times when an employee is alleged to have committed a crime? Rarely are they immediately fired, sometimes they are suspended with or without pay, sometimes they are transferred to a low risk role temporarily until a proper investigation takes place.
I don’t think that there is one right answer but what do you think? What will you do if an employee in your organization is identified as a participant in the riot?
Thursday, June 16, 2011
Leadership and What Happened In Vancouver
I am sure many of you have already read or heard the news about the riot in Vancouver yesterday. After reading posts from some business owners whose business premises were badly damaged and/or looted last night it led me to think about how the leaders or managers in these organizations will help employees deal with the effects at work. Also, how the business owners and managers deal with their own feelings about seeing all the hard work and effort that went into building an attractive and successful business treated with such violence and disrespect.
There are several points to consider in this:
Some of the businesses were open and employees were trapped in the buildings while the rioters broke windows, trashed the interiors and fittings and looted products. They likely experienced emotions ranging from fear to anger. Their families and friends may have been at home worrying about their safety.
Other employees may have been watching from home and wondering what this meant for the upcoming shifts, their income and what kind of damage they would have to face when they returned to work. The potential loss of income because their workplace was severely damaged may cause serious problems for employees that rely on each paycheque to manage. The uncertainty as to when they will again be scheduled to work, what might be asked of them in repairing and rebuilding the business and what the business leadership will do in response will be part of their thoughts in the coming days.
What Business Leaders and Managers Can Do
First acknowledge your own feelings regarding this and share this calmly with employees. If it is possible to hold an in person meeting with employees-do so and allow people to talk about their concerns. Answer questions that you have answers to and let them know approximately when you will be able to answer questions that you may not have answers to right away.
Include employees in the repair and rebuild process in any way possible-taking action to get back on track is encouraging and allows people to replace negative emotions with a sense of purpose and pride.
In circumstance where it isn't possible to meet in person with employees set up an online presence to post information and encourage and respond to questions and concerns.
Provide a clear and concise information sheet for employees detailing accurate information that they can share with others and to respond to customer inquiries.
What suggestions do you have for business leaders and managers? What have you done that has helped?
There are several points to consider in this:
Some of the businesses were open and employees were trapped in the buildings while the rioters broke windows, trashed the interiors and fittings and looted products. They likely experienced emotions ranging from fear to anger. Their families and friends may have been at home worrying about their safety.
Other employees may have been watching from home and wondering what this meant for the upcoming shifts, their income and what kind of damage they would have to face when they returned to work. The potential loss of income because their workplace was severely damaged may cause serious problems for employees that rely on each paycheque to manage. The uncertainty as to when they will again be scheduled to work, what might be asked of them in repairing and rebuilding the business and what the business leadership will do in response will be part of their thoughts in the coming days.
What Business Leaders and Managers Can Do
First acknowledge your own feelings regarding this and share this calmly with employees. If it is possible to hold an in person meeting with employees-do so and allow people to talk about their concerns. Answer questions that you have answers to and let them know approximately when you will be able to answer questions that you may not have answers to right away.
Include employees in the repair and rebuild process in any way possible-taking action to get back on track is encouraging and allows people to replace negative emotions with a sense of purpose and pride.
In circumstance where it isn't possible to meet in person with employees set up an online presence to post information and encourage and respond to questions and concerns.
Provide a clear and concise information sheet for employees detailing accurate information that they can share with others and to respond to customer inquiries.
What suggestions do you have for business leaders and managers? What have you done that has helped?
Monday, June 06, 2011
How Can The MBTI Help Me Work With Others?
One example is when you consider people who have opposite preferences but need to problem solve.
ISTJ
Introversion
Sensing
Thinking
Judging
ENFP
Extraversion
iNtuition
Feeling
Perceiving
Understanding these preferences is very helpful when problem solving with co-workers. Each of the above preferences approaches problem solving from a different ‘place’ and understanding this means that you can reduce the noise in problem solving and recognize that each person will make a valuable contribution but will begin and end from different places.
So, ISTJ will “Look at Facts” then "Apply Logic” then "Consider People” then "Look at the larger picture."
And, ENFP will “Look at the larger picture”, then “Consider People”, then “Apply Logic”, then “Look at Facts”
Each person proceeds through the process from different places. What often happens when we don’t understand preferences is that the ISTJ makes a statement that the ENFP takes exception to, certain that they are missing the people aspect, or the ISTJ thinks the ENFP is 'too' focused on feelings. Yet if each person understood that it is simply where we start from they could have the conversation stay on track. Let each person make a contribution and then make a decision based on the information provided.
ISTJ
Introversion
Sensing
Thinking
Judging
ENFP
Extraversion
iNtuition
Feeling
Perceiving
Understanding these preferences is very helpful when problem solving with co-workers. Each of the above preferences approaches problem solving from a different ‘place’ and understanding this means that you can reduce the noise in problem solving and recognize that each person will make a valuable contribution but will begin and end from different places.
So, ISTJ will “Look at Facts” then "Apply Logic” then "Consider People” then "Look at the larger picture."
And, ENFP will “Look at the larger picture”, then “Consider People”, then “Apply Logic”, then “Look at Facts”
Each person proceeds through the process from different places. What often happens when we don’t understand preferences is that the ISTJ makes a statement that the ENFP takes exception to, certain that they are missing the people aspect, or the ISTJ thinks the ENFP is 'too' focused on feelings. Yet if each person understood that it is simply where we start from they could have the conversation stay on track. Let each person make a contribution and then make a decision based on the information provided.
More About Tests and Assessments
Following up my post on assessment and tests in the workplace I thought I would talk about the MBTI ® specifically today. Partly because this instrument is so widely used but also because it is subject to a fair amount of inappropriate use and misunderstanding. Note: I am putting up two posts today-one on appropriate use of the MBTI and the second with a little example of how it can help us work with others.
When we take the training to become certified to use the MBTI we receive an Ethical Guidelines document that reiterates the appropriate and inappropriate uses of the instrument and are expected to comply with these guidelines.
You may have noticed:
There are several questionable sites on the internet that pretend to provide a ‘free’ MBTI questionnaire but it is important to know that you are not getting the full questionnaire and that the results are most often wrong.
In addition the proper use of the MBTI requires that the certified practitioner provide a consultation or debriefing on the report-both to verify the results, explain what the results mean and provide some tips on how to use them.
There are some websites that offer the full version of the MBTI for a fee (usually between $79-99) but either do not offer the consultation or make the consultation optional. This means that they are purchasing the online questionnaire and charging a fee for providing you access and the report. Both practices are considered to be inappropriate uses of the instrument and you will not realize the potential of the report by using such services.
Most practitioners that are using the instrument appropriately will offer access to the questionnaire and the consultation for a range of costs between $125-$400. Each offers a different level of consultation so it is up to the client to determine what they want to achieve.
There have also been many reports of companies using the MBTI for hiring purposes. The Myers-Briggs Type Indicator is not approved for use in hiring as it details preferences but does not tell us anything about individuals’ abilities. It is also true that it is possible for someone with one specific set of preferences to utilize the other preferences when appropriate and often simply need guidance on how to do so.
When we take the training to become certified to use the MBTI we receive an Ethical Guidelines document that reiterates the appropriate and inappropriate uses of the instrument and are expected to comply with these guidelines.
You may have noticed:
There are several questionable sites on the internet that pretend to provide a ‘free’ MBTI questionnaire but it is important to know that you are not getting the full questionnaire and that the results are most often wrong.
In addition the proper use of the MBTI requires that the certified practitioner provide a consultation or debriefing on the report-both to verify the results, explain what the results mean and provide some tips on how to use them.
There are some websites that offer the full version of the MBTI for a fee (usually between $79-99) but either do not offer the consultation or make the consultation optional. This means that they are purchasing the online questionnaire and charging a fee for providing you access and the report. Both practices are considered to be inappropriate uses of the instrument and you will not realize the potential of the report by using such services.
Most practitioners that are using the instrument appropriately will offer access to the questionnaire and the consultation for a range of costs between $125-$400. Each offers a different level of consultation so it is up to the client to determine what they want to achieve.
There have also been many reports of companies using the MBTI for hiring purposes. The Myers-Briggs Type Indicator is not approved for use in hiring as it details preferences but does not tell us anything about individuals’ abilities. It is also true that it is possible for someone with one specific set of preferences to utilize the other preferences when appropriate and often simply need guidance on how to do so.
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