Team Culture

Some times the behaviors and words that you use as the manager/boss can be mirrored and magnified by those who report to you.  Recognising these behaviors and managing them can lead to positive benefits if dealt with well or negatively if you allow the behaviors to continue.  It pays to be careful with your words and watch what you say both in public and in private.

Here are some areas I recommend you watch out for and reflect on within your team-

• What others say.  What are team members saying?  Are they being constructive or destructive?  If you don't like what they are saying is it possible they are copying you?
• What others do.  Reflect on your team members behaviors.  How do they cope with stress?
• How others react.  If a particular situation didn't work for a team member - what happened next?  Did they go off and sulk?  Did they kick the rubbish tin?  Or do they give people the silent treatment?

Each of these types of behavior and reaction if left unchecked can create animosity amongst people and can possibly lead to a destructive working environment.  So how do you try and fix these things?

1. Confront negative behaviors.  If someone is annoyed or angry as a once off, the best strategy may be to let it go.  If the person has an ongoing issue with their behavior then you, as a manager, need to confront that person and explain to them the effects that their behavior is having on the rest of the team.
2. Coach people to change.  Put on your 'Dr Phil' hat and coach the person towards positive behaviors and methods for reaction.  This is a less confrontational method for getting people to change.  Coaching them requires that you - name the behavior, assess what causes it and develop methods for dealing with it in a more positive and constructive way in the future.
3. Model the behaviors you expect to see in others.  You are the role model and the leader.  Behave like one.  If you lead others will follow.

"“A leader leads by example, whether he intends to or not.”

(Image: http://www.flickr.com/photos/defenceimages/4830087927/#)

Amplification

Here is an interesting point that I have been musing on lately - when you are the boss, what you do is amplified in the eyes and ears of your workers.

So how does a manager work knowing this?  Knowing that everything you do is accentuated and overblown by all those under you every time you do something?  This can be quite a daunting thought.

As always here are my thoughts on this topic -

1. Be courageous.  Don't hold back - keep moving forwards.  Let your employees challenge your thinking, your business model and the way you work.  Then they will follow and begin to do the same..
2. Listen first, speak second.  When you listen to others and act upon their ideas and initiatives - everybody wins.  You feel good for having a success and they feel good because you listened to them and made progress.
3. Lead how you want others to follow.  Followers and employees will copy and mirror back to you the behaviors that you engage in.  What behaviors do you want from your employees?  Start acting those behaviors yourself first.

Above all else remember the golden rule- "Do unto others as you would have them do unto you".

(Image: http://www.flickr.com/photos/maurymccown/582178380/)

Book Review - The No Asshole Rule

When was the last time someone you work with or work for - really annoyed you or upset you in the office?

What did you do about it?  Did you ignore the behavior in an attempt to hope it will go away or did you confront the person and discuss what the behavior?

 

In the book "The No Asshole Rule" the author looks at just these types of situations and looks for ways to empower average people to deal with these types of behavior.  Bob Sutton is not one to shy away from using strong (appropriate) language to label behaviors that suck.

So whats the book like?  Short on depth but long in tips and hints.

I enjoyed the first couple of chapters of this book but soon moved through the remaining content pretty quickly.  Don't get me wrong this is a great book but don't expect it to take any more than a week at the most to read. 

If you have people who behave like asshole's,  you want to know how to deal with asshole's or you want to avoid hiring one - then get this book!

(Image: http://www.flickr.com/photos/benmurphyonline/3845562564/)

What sort of boss are you? Take the test.

Take the test - you might be surprised.

http://electricpulp.com/guykawasaki/arse/

Motivating People

I have found in my experience it is better to manage staff with a carrot than a stick. When people operate out of fear or a lack of security then they are not in the best mind space to give their best.

Here are a few tips for creating a work environment that will enable workers to give their best -

1. Talk about the situation using positivity.  This is not a call to ignore the truth but rather be careful and smart about the way you present the facts and express the situation. 
2. Reverse the negative to create positive results.  If the business or organisation is in trouble financially there are two ways to inform employees of how they can contribute to change.  The first os to tell them redundancies are coming and the doors will soon be closing.  The second way is to get the employees to start making positive changes in their areas to lift production and end results.
3. Reinforce changes and positive results using tangible rewards.  When staff start to contribute and make changes to their work make sure they and thanked and when possible rewarded for their efforts.

If you choose to use fear as a self-motivator that is your choice.  If you choose to use fear as a motivator for others - I would ask that you reconsider.

You can also check out this article by the Credit Union Times that speaks about the negative effects of using fear as a motivator.

Word of the Week - Evolve

e·volve (-vlv) v. e·volved, e·volv·ing, e·volves

1. a. To develop or achieve gradually: evolve a style of one's own.
b. To work (something) out; devise: "the schemes he evolved to line his purse" (S.J. Perelman).

2. Biology To develop (a characteristic) by evolutionary processes.

3. To give off; emit. (Image: http://www.flickr.com/photos/absche/3054927857/)

In order for the manager to have a long and successful career like most things there must be a process of evolving and change.  No one person ever starts with all the answers, skills or key ingredients to be successful.

One key requirement is for the manager to be able to spot new trends, understand new technologies and be able to interact and work in a co-operative way with others.  Not onle does the manager have to be able to spot the trends they must also develop a strategy for incorporating or changing to embrace those changes.

It seems to me that the older we get the harder it is to keep in touch with the technological changes and demands of the day.  However the skills required to manage and interact with people don't change - much.
The medium is different but the message's are essentially the same.

So what are the message types - encouragment, endorsement, coaching and leading.  No matter how many changes the rest of or work undergoes these essential skills are timeless and will not change.

So there are two main points to this post -

1. To be a successful manager you need to be prepared to evolve and change your style and skills to ensure your longevity. 
2. The mediums for dealing with people have changed but the messages are the same.

If you have great people skills but cannot evolve to use technology I would expect that you will end up in a more manual close range type role c.f.a mre technical managing from a distance type role. 

"To sustain longevity, you have to evolve. "  Aries Spears

Book Review - Scroogenomics

A great book?  No.  A good book?  Yes.  An interesting book?  Absolutely.

Joel Waldfogel, wrote a book called Scroogenomics exploring the pro's and con's of purchasing goods and spending money at Christmas time. 

The pro's - people get stuff.  The con's - people get stuff they don't want or need that has bought by other people who have sent their time looing for and buying stff that could very well have been a waste of ther time.  Time that could have been far better spent pursuing productive outputs.

So what's the problem?  Too much stuff is given by people to others with either little thought or no thought at all.  The solution?  Give cash.

There you go - 146 pages of book content condensed into 4 paragraphs. 

It's worth reading.  Seriously.

Book Review - Pains In The Office

Following on from their previous two best sellers - 'Pains on Trains' and 'Pains in Public', Andrew Holmes and Dan Wilson have gone on to write another great book - 'Pains in the Office'.

The 'Pains' series looks at everyday situations where people interact with other people and attempts to create character profiles for them. For this book the authors have identified 50 personality types that frequent the offices of all company's the entire world around.

Here are some examples -

• The Ball Breaker. Females who want to emulate men and copy some of their worst traits in order to try and be one.


• The Competitor. Failure is not an option. Kisses the butts of those in power and kicks those of everyone who is not.


• The Little Big Man. Short people who attempt to make up for their height deficiencies by being bossy and absolutely unhelpful.


• The Moaner. Some people are just never happy.

Included in each chapter are - ratings on the strength of the pain, the rarity factor, seasonal variations and some fun strategies for dealing with the pains.

This book is a bit of fun. As with its subject matter you can't take it too seriously. I recommend picking it up, having a read and moving on. When you're finished - keep it on your shelf for future reference. You'll need it!

Dilbert - Classic!

There are two stories being told in the above -

1. The way you see yourself is powerful. If you let negativity to cloud your thinking your actions will follow in a negative way as well. Think positively and see yourself in the same way and you can change your life! See 'The Winners Bible' for some great ideas to get you started.
2. The way you see a task is powerful. You can choose to get better and follow a line of constant improvement or you can stay stuck.

"I realized that if I was going to achieve anything in life I had to be aggressive. I had to get out there and go for it ... I know fear is an obstace for some people, but's an illusion to me." Michael Jordan.

Take a Break

An important part of managing is knowing and understanding your energy cycles. Energy cycles are governed by what you eat and the amount of rest you have.

Here are a few tips to help you through the year -

1. Keep a diary. Keep a hourly record of your energy levels over a fortnight and map the trends. What time's were you full of energy and ready to go? What time's were you on a low and needed a boost?


2. Plan your year. When you put together your annual leave plan make sure you take breaks right across the year and most importantly when you will need them. Aim to have a few spare days up your sleeve for those days when you just can't face another day at work.


3. Eat right. Your energy levels will rise and fall based on your diet and fitness levels. If you eat right then your food should provide a constant amount of fuel throughout the day to enable to be balanced.
   
   
4. Take breaks. You might feel like you are accomplishing more by skipping your coffee break but you may actually be achieving less. Take your regulated breaks when you can. If you are busy - reschedule your break for a better time - but don't skip it! Your body and brain's need to take a break. Then when you come back to the task you wil feel more fresh and you will be able to apply yourself better to it.

Taking time off and not being in the office is just as if not more important as being there!

Think Yourself Happy

What you think and what you think about yourself are the two most vital keys in determining your success.

My 2010 resolution moves along the lines of positivity and the building of self confidence.

How am I doing it?

1. Daily affirmations. One I am using at the moment is the affirmation card from Zig Ziglar.


2. Reading positive books.


3. Listening to positive and confidence building podcasts. Check out the "My Thought Coach" podcast on iTunes. It has some fantastic thoughts lessons for everyone to learn.


4. Not being so sensitive to the words of others. I am working through learning how to figure out which criticism's are valid, which aren't and then dealing with them correctly.


5. Self reflection. Not so much a diary but rather a critical reflection tool for reviewing events throughout the day - those that went well against those that didn't. Then creating a plan for moving forward the next day or finding a way to strengthen any areas that need it.


6. Talking positively. Being careful about what I say and trying to avoid words or statements that are negative, slanderous or just a waste of time saying.

It is going to be a good year - this year!

Use Your Strengths

Every person has various abilities, strengths and weaknesses. If you want to move ahead in life it pays to know what abilities you have, what your strengths are and just as important is knowing what your weaknesses are.

Maximising your strengths is a good thing. Strengths are just that - strong points are the levers you can pull to get ahead. use them to create momentum, build credibility and

Weaknesses aren't a negative or a blight on you. Rather they are areas that you can either choose to develop and grow in, or find others to work with who have the strengths you need.

"My attitude is that if you push me towards something that you think is a weakness, then I will turn that perceived weakness into a strength." Michael Jordan

Don't become obsessed with correcting your weaknesses to the point where you discontinue to work on your strengths. Rather know your weaknesses, do some correction work - and become a more well-rounded manager.

"If you accept the expectations of others, especially negative ones, then you never will change the outcome." Michael Jordan

Positivity

Don't listen to people who drink Haterade!

Such great advice. Be careful who you listen to! Others perceptions and opinions can easily cloud your judgement and ruin your day.

You reap what you sow and if you are negative - you will get all that negativity coming back at you!

Kathrien Ahn wrote this really cool manifesto on Change This! about positivity. Check it out!

Main points -

• Life is unfair
• Don't compare yourself to others
• Accept yourself for who you are
• Don't look to material things
• Find your escape
• Make time - love, family, friends
• If you don't feel positive - fake it
• Be grateful
• Laugh

And the BIG one -

• Dig deep, find your talent, and dream big.

Customer Service - Rarotonga Examples

We had a couple of interesting instances while travelling and staying in Rarotonga.

Virgin Blue Airlines. Cut price airline that used friendly staff. Excellent informal service that everyday people could relate to.

• Guess what? The plane was absolutely full!


• Why? Virgin have figured out what customers want and they give it to them. Cheap holidays and the ability to travel.


• How do they do it? Cut the frills.


• Lesson? Know your customer and what is driving their decisions.

Hotel attendants. At the hotel we were staying at the reception girls had to be asked/told quite specific instructions for them to act on them. We visited another hotel and the levels of service were far better.

Example - calling a taxi.

• Hotel 1 - we asked for a taxi to be ordered and were told to come back later and the person would do something. This was nothing short of being fobbed off.


• Hotel 2 - we asked for a taxi to pick us up a bit earlier. The taxi company wasn't listed in the phone book. What did the reception girls do? Rang directory and locals to get the phone number.

Huge differences in the level of service. Hotel 1 could move from 3 stars to 4 stars with some training of staff to understand their customers better. A little initiative goes a long way.

Professional Development

One of the interesting points that came out of one of the talks at the ATEM conference was around professional development (PD).

Should PD always be linked directly to achieving the workplaces business goals? That is where does training end and development begin?

A number of organisations blur the lines between the two. One great story was about a manager who encouraged their person to engage in raranga (weaving). Through this practise the person became more relaxed in the workplace and then their work rate and quality improved.

This semester I have decided to do a course in creative writing, particularly poetry in the second half. Will this directly change or improve my performance towards the business goals? Maybe - but indirectly.

As managers we need to be aware of people's needs at the time, and maybe not doing formal study, such as a diploma, is as valuable to a person. However through them doing study that engages them on different levels - that may be of more value and worth, primarily to them, and then on to us as an organisation.

Here is a poem I coined to begin the course with -

The Urge.

And so it begins, the urge to write,
But do we begin, no that can't be right,
And so the tutor says - don't start just wait,
And I sit here musing, restless, going stagnate

Bring on week two, with pencil and pen,
Maybe I'll start, maybe begin,
In the meantime, I'll muse and I'll dream
Of stories well written, and eclairs filled with cream.