Encouraging engaging education

Take a moment and check out this fantastic advert that was produced for the NZ Air Force.

How and why does it work?  Contrasts and comparisons.

• Boring teacher, boring classroom, boring lesson.

Versus

• Exciting technology, exciting opportunity, exciting response.

Then there are the sub themes that really make the advert great.

• The girl who gets on the helicopter was the only student trying to learn in class.  This tells me self-motivation is a huge factor.
• The girl stands up in anticipation of what might come well before the others.  Therefore she senses opportunity before it happens.
• She only has to be asked once before she runs out the door to embrace the opportunity. 
• No one tells her what the risks are or what the withdrawal policy is.  The air force want risk takers who are prepared to jump in boots and all.

So there you go.  Even if you hate what it is you are doing or learning - be aware that opportunity is never far away.  You need to be open and aware that it could happen at any time.

Would you take the risk? 

This year I step up

(Authors note - this post is my Chinese New Year resolutions list.  Chinese New Year celebrations run from February 3rd to 18th, 2011).

The big area that I am doing a lot of reading about and self reflection on at the moment is around being authentic.  Authentic as a person, an employee and as a manager.  (See book review of Linchpin).

This is one area that I have struggled with over the past three years.  I have spent a lot of time and energy thinking that I had to be watching my back, keeping others in check and ensuring that I was doing everything possible to protect myself.  That said - I was being Defensive.

Don't get me wrong I have been able to generate some fantastic results and have some life changing experiences not to mention getting to work with the best administration team any person could ever wish for.  What I was doing though was struggling within myself to feel like I was achieving real results and as a result was very down on myself.  This shone through the most when I went to a few job interviews - and I was really, really bad.  ;)

2011 is the year that I switch up and go into Offensive.  I remember an old saying that a friend of mine uses "Offense is the best form of defense". 

I could and have spent a lot of energy trying to have a secure position.  But I can see that my strategy was both flawed and misguided.  So what am I doing different?

• Creativity.  I am generally pretty creative but haven't put as much emphasis on this area as I should have been doing.  This year - I step up.
• Spontaniety.  I will relax around others, not be concerned what their motives may or may not be and have FUN.  This year - I step up.
• Speaking up.  After you get smacked down a few times it easy to be reluctant to confront people or to have the courage to speak up.  This year - I step up.

Having finished reading Linchpin by Seth Godin I feel inspired to a) be myself, b) have fun and c) bring my authentic self to work - everyday.

 

Supporting Others in Their Quest

Helping others to achieve both the thinkable and the unthinkable in their careers or their lives is an important facet within the role of the manager.  Having other people move up through the organisational ranks and start fulfilling their potential is a very rewarding experience.

What happened recently was I spotted a learning/professional development  opportunity.  As soon as I saw what was entailed and the relevancy of the content I instantly thought of a fellow employee whom I thought would enjoy the conference as well.

So there were a few key opportunities that I saw and pounced on that enabled my colleague to get the most out of the time we had while attending.  Here are those times -

• In the car.  When you are travelling you have a captive audience.  It's not like they can go anywhere.  Before we left I thought of things to talk about such as career development and goals, as well as a number of commendations and recommendations.  In the car - there isn't much time to  think about anything else.
• During the breaks - those we know.  Others from our larger organisation were also in attendance yet the person I travelled with didn't register that he knew those people.  So what I did was have an offline conversation and actually set the two on a path towards each other that was mutually beneficial.  The outcome was that both sides have decided to co-operate more on specific projects and to continue the development long after the conference has finished.
• During the breaks - those we don't.  I am a people person.  I have no problem with talking to others.  So one thing I always attempt to do while at conferences is meet others whom I can commend and recommend to my work colleagues.  I look for SME's (subject matter experts) and set them up with people I know who need help in those areas.  So I effectively do is become like the Yellow Pages and provide links between people with a need and those who can provide a solution.

Every minute of the day gives us opportunities.  What we do with each minute is our choice.  We can choose to embrace the time we have or watch it sail by.  I prefer to invest my time.  Invest in myself and my development as well as the development for others.

(Image: http://www.flickr.com/photos/mjm/132988654/)

Choose Flexibility

Being flexible in your skills and talents is a vital key towards being employable long term.  I have heard it said that a person should complete an undergraduate degree in one specific area and then in post-graduate study work on skills and understandings that will make you flexible.

So why flexibility?

1. Flexibility keeps you supple.  Being supple means that you can bend with the strains and stresses of life as well as at work.
2. Flexibility makes you strong.  As your skills develop so does your strength.  You become more able to withstand the rigours of life and business.
3. Flexibility gives you speed.  Speed is the ability to adapt and change as quick as you can when you are required to.

Flexibility will stand you in good stead as far as your career is concerned.  If you are supple, have speed and are strong then you will go well and go long.

(Image: http://www.flickr.com/photos/37167854@N08/3634829275/)

Where to from here?

Career planning is important.  Having an idea of where you are heading, having goals to get there and a plan to match are vital to enabling you to achieve success.  Lets look at the three areas -

• Goal.  This is the end point or the dream finish.  I recommend that you view the following pages which provide some great ideas around goal setting and SMART goals.
• Plan.  This is the way/method you will use to head towards your goal destination.  The plan could be to sign up for some classes or University study.  It could be you would like a coach or a mentor.  Planning will help you make steps forwards.
• Timetable.  The timetable adds to your goal some urgency and framework.  By having a clearly labelled time you are more likely to get motivated to get up and get going.

Once you have a plan and get started moving towards your goal remember to - stay flexible!  There is more than path up the mountain and things may not always turn out as you want them to.  But keep moving forward and adjust the three factors - goals, plans and timetables - to suit your current environment and ability to achieve.

“Never measure the height of a mountain until you have reached the top. Then you will see how low it was.”  Dag Hammarskjold .

(Image: http://www.flickr.com/photos/lamerentertainment/1581770980/)

Adding Value To Yourself

What you bring to the interview table as a manager is your potential and your value adding potential for your possible future employer.  Here are a few tried and true ways that say "I have what you need" on your CV.

1. Higher Education.
2. Proven Results.
3. Affiliations and Memberships.
4. Conference attendance.

Which of these have you completed/proven/attended in the past 24 months?

The Crucial Skill for Tomorrow's Leaders

The Crucial Skill for Tomorrow's Leaders

By clicking on the link above you will be transported to the HBR website where you can watch an interesting little video on what being a leader in the future will look like (according to some of todays leaders).

I enjoyed it - thats why I have linked this post to it.  You  enjoy it too.

(Image: http://www.flickr.com/photos/tsevis/2313082920/)

The Female Vision

It is my opinion that in business the ladies do not get as much credit as they deserve.  I know many women who are strong and courageous yet never seem to reach the same heights as the gents.  Well not nearly as quickly anyway.

Today I was notified that a manifesto entitled "The Female Vision: Defining Womens Strategic Strengths" published on the changethis.com website.  Written by Sally Helgesen & Julie Johnson the manifesto assess the strengths that ladies bring and acknowledges the differences that these strengths bring and how they need to be embraced within the modern organisation.

So here are a few of my observations about ladies in organisations 0

1.  In my experience women tend to be a bit more hesitant than the men to make a decision.  Is this a bad thing?  Absolutely not.  The problem is that because business is dominated by men who want quick actions, responses and answers - there is little time to contemplate or to be viewed as being hesitant.

2.  Also in my experience ladies tend to not work to talk about or impress others with their skills and results.  I think women assume someone is going to notice their good work and reward them accordingly.  I think there is still a great deal of sexism that needs to be overcome on this point.  Men (generally) notice other men's work before they notice the results being produced by a lady.

3.  Women require closer social links and relationships than men.  The higher one gets in an organisation the less and less opportunities there are to relate to and interact with other females at the same level.  There is an old adage that "It's lonely at the top".  This is true for men and even more true for women.  In my view I think ladies find being at the top an incredibly place to be at without having the emotional support and interaction with others.

The CE f my organisation recognises that ladies bring different skills and attributes to the job.  And we have almost a 50/50 split at the very top level.  If only other organisations could work in the same way...

(Images: http://www.flickr.com/photos/saad/2203516616/)

Political Player or Political Animal?

One strategic understanding (emotional intelligence) you will need to forge the ability to figure out -

• Who are the players?
• Who are the political animals?

Sometimes it is hard to tell the two apart. 

Me - I'm a player and use different situations and people to achieve where I want to get to and what I want to do.  Most times people can't tell what I'm up to.  I keep my motives to myself and I am not in a hurry to get the top.  I use my personality to win friends and influence people and I assure that both parties win.  That's what makes a player.

Now someone who is unashamedly working the system to get up the ladder as quick as possible - now that's an animal.  Someone who is willing to use others as much as they can to achieve their own good, someone who targets managers, directors and ignores the little people in a business in an effort to climb - that's an animal.

Me - I don't care much for animals.  Political ones anyway. 

Beware of animals - they bite!

(Image: http://www.flickr.com/photos/gotmikhail/4201474510/)

Dante - Inspirational.

"In the middle of the journey of our life I found myself in a dark wood, for the straight way was lost."  Dante.

Every day we make choices that lead to results and outcomes.  My question today is what questions, results and outcomes are you effecting as a manager and as a human?

Dante's thoughts are interesting in that he realises midway through his journey that he has actually lost his way, he has strayed from the path and he is need of some enlightening to get started again.

Goals, plans and mission statements are valuable management tools that will guide you through your management journey and will ensure that you do not fall asleep at the wheel.

Here are some action steps to take that I recommend you take over the weekend -

1. Consider where you are currently at.  How are your job, your goals and your life progressing?
2. Write down some short term goals that you can achieve in the next four weeks.
3. Write down some goals that you want to achieve in the next 12 months.
4. Read a biography or two.  Find someone inspirational and who will challenge you (Richard Branson or Queen Noor).  Summarise the key points of their life and consider the decisions they made that set them on a new path.
5. Write yourself a new personal mission statement.  Think about who you are and what you want to achieve in your lifetime.

Today is the day to arise from your slumber, take stock of who you are and risk it all to achieve the unthinkable.

"From a little spark may burst a flame".  Dante.

(Image: http://www.flickr.com/photos/laurentreece/4458204226/)

What cost - opportunity

Some opportunities in life are just too good to let go.  So when the chance came up to join a team of experts and professionals in my field of work - how could I say no?

Here's the real lesson of this story.  The opportunity of a lifetime (this is a voluntary position) was handed to me on a plate.  I said yes.  But the same opportunity also has implications for my existing (paid) employment such as - time away from work (not a lot but some), extra meetings (again not that many) and a bit of effort is required.

Now if my employee came to me and told me that such an opportunity existed for them to grow themselves and gain some new skills that benefit -

1. them in the first place (major reason and weighting);
2. their ability to do their job (a good reason but not the majority);
3. help the entire industry (a very good reason with some weight added),

what do you think I would say?  Yes, absolutely, go for it.

What answer do you think I got?  No.  So what did I do?  I ignored the answer I got and decided to go for it anyway.  So what is the cost going to be?  A couple of annual leave days a year to attend extra meetings and a few extra hours in the office to cover any time spent doing voluntary work for the organisation.

The best opportunities in life will cost you something.  Having the ability and opportunity to pursue the rewards of what you really want in life - far outweighs the meagre cost of travelling the road to get there.

"Sieze opportunity by the beard for it is bare behind"  Romanian proverb.

(Image: http://www.flickr.com/photos/joriel/2421678471/)

Understanding Your Place in the Team

Sports provides some great analogies and illustrations for the everyday manager and the everyday employee to use to better understand the workplace environment.  Today let us look at the roles within teams.

Sports teams usually have a combination of the following sorts of players -

• Starters,
• Reserves,
• Developing Talent, and
• New Recruits.

Knowing which one of these positions you fit into and currently hold can help you better understand the whys and how's of your job.

The starter - usually means you have had time to develop your skills, you understand the game plan, you have chemistry with your fellow team mates and you are reliable without being boring.

If you are a reserve - this probably means you are good at what you do but there is someone who is that little bit better than you are.  This isn't a crisis situation but it allows you the opportunity to watch what the starters are doing and to work on your own game out of the spotlight and the glare of watching crowds.

Developing talent - is usually a younger person who has been in the team for a while but still doesn't fully understand the game plan or doesn't yet have the same levels of chemistry with the remaining team members as the reserves do.  Developing talent is also usually on rotation which means they are exposed to the spotlight every so often and then are sent back to training for more development.

New recruits - doesn't need much explanation.  The great thing about being a new recruit is that you haven't yet been in the team long enough for your skills and personality to have been pigeon holed.  So the new recruit can showcase their skills and grasp opportunities that developers and reserves may not have the same opportunity to show off.  Recruits need to make the most of every chance they get to impress and build.

Starting on a team is never a guaranteed position.  Neither is being on the bench.  One thing great coaches understand is the capability and potential of their players and they have the skill to know when someone needs a rest, when they are peaking or when it is time to cut them loose.

So which type of player do you think you are?  Do you understand your role and how pivotal it is?

(Image: http://www.flickr.com/photos/brianauer/3766020250)

Exit Strategies - Leaving A Job

So you have decided to move on from your job in search of a better opportunity or a career change.

Here are a few ideas to make sure that when you leave your current place of employment a bit smoother -

1. Be Honest.  Let your current employer know the real reason for your wanting to leave.  If it's for a good reason or for career development - that's great.  If the reason is you are unhappy or upset at least give your employer the chance to speak about the issues and try and reach a positive resolution.
2. Keep it sweet.  Don't burn your bridges after you have crossed them.  You never know when or where you may meet again with your colleagues and if you might need a favor from them.
3. Stay open to possibilities.  If you are a star employee there is every chance that the organisation will not want to lose you to a competitor.  Try speaking to your HR department and see what possibilities exist in other departments or sites before committing to leaving.

This cartoon was too good not to share. 

Book Review - Getting From the Cubicle to the Corner Office

This book reminds me of an excellent cook book.  It is filled with how to recipies and illustrations to empower you to achieve success.  The author Joel Weiss is a guy that has gone places and has acheived great things and has the credentials to say what he does in this book.

In this little and light book Joel reflects and focuses on the little things that can make the difference to your career and can help you to get to the job and position you really want. 

The book is made up of a bunch of short chapters and looks at a different aspect of the business life and provides clear how to hints and thoughts on how to be a better manager, co-worker and employee.

Topics covered include - communication, reporting techniques, how to get a promotion.   Short punchy chapters that get straight to the point and leave you with clear and precise directions.

My overall impression - this is a great little book filled with helpful hints and easy to understand directions.  This is not a book that deals with the vague ideas and possibilites of strategy and management theory but is written (just like this blog) for the everyday people out there who want to be the best that they can be (without the bs).

It is a book however that if you should choose to heed the lessons will assist you to get ahead.

You can purchase a copy of the book through Amazon by clicking on this link - http://www.amazon.com/How-Get-Cubicle-Corner-Office/dp/1586855247

Job Management - It's all in the way you market yourself

Traditional job seeking websites list positions that are put their by employers looking for the right kind of person.  This process involves -

• Having a position to offer;
• Knowing what you are looking for before you advertise;
• Having no idea who is going to apply or what the quality of applicant may be;
• Then spending hours and hours looking through and vetting CV's and reumes that were a complete waste of time.

What alternatives are there?

1. Hire people on short term contracts.  Make an initial contract no more than three months in length and watch how the person goes.  Are they a a fit?  Are they who you thought they would be?  Does their skills match their CV?  If not, you still have an opt out option.  This is fairer on them and you as well.  And if the person fits the organisation they already know the job and can continue on at full speed.
2. Use social media to source people.  Find someone who knows someone who has the skills you are looking for and find out before you hire where they are at.  This is also a great way to pick up people who may currently be overseas and are returning soon but don't want to commit in to big a way upon their return.
3. http://www.greensky.co.nz/  This website reverses the standard 'looking for employment' process.  Employers can browse over the CV's and resumes of potential employees and can pre-decide who looks like a great fit for the company.  It is also a great wat to see peoples CVs and work historys in advance.  This kind of self advertisement also takes a bit of nouse and ago which are probably both skills that your organusation needs.

Try it.  It works.

(Image: http://www.flickr.com/photos/jfgallery/3537124962/)

Finding The Right Employee For Your Business

The great people over at Fuel Advertising know how to communicate to people.  They understand what you and I know but most marketers just don't get.

"People are human.  People have a sense of humor.  People are real."

So, Fuel needs a person to help create adverts.  Sounds simple enough?  Sure.  And that is exactly the level of person you would attract should you choose to advertise for someone with those skills.

What does Fuel do right?

1. 
   
   Make the position title legitimate and current.  'Ad Mechanic' now there is a job title that inspires and sets a level of expectation around the persons skills and capabilities.
2. 
   
   Give the applicants and position some respect.  The role is about the ability to use initiative, problem solving skills and mix them together with some creative flair and BOOM there you go - Ad Mechanic. 
3. 
   
   Speak to people in the same way you want them to hear you.  The message is clear and simple.  There is no ambiguity about what is going to be expected of you should you be the chosen one.

The next time you choose to look for people to join your team keep these ideas in mind.  I'm picking that the team at Fuel will have received a whole bunch of applications and there will be some great applicants too! 

So when we take the time to respect people, their skills and give them opportunities to develop there will be no shortage of people lining up to join your team.

Quote of the Week

"The best asset during inflation is your own earning power.  Anything you do to improve your own talents and make yourself more valuable will get paid off in terms of apropriate real purchasing power.

If you do something well, whether you're a major league baseball player, or if you're a good assisstant, whatever it may be, you are your best asset".

Warren Buffett.

(Quote from: Warren Buffett's Management Secrets;
Image: http://www.flickr.com/photos/samanthasteele/3983047059/in/photostream//)

The Secret to Success - Longevity

One thought that keeps interseting me is the fact that a lot of successful managers and leaders have stayed true to their businesss skills and quite a few of them have spent their entire careers working for one employer.

This reminds me of the fable - "The Tortoise and the Hare".  At the end of the day the hare was found lacking and the tortoise showed internal fortitude, diligence, discipline and mental toughness to keep moving towards his goal - even though it appeared he never had a chance to acheive his goals.

Imagine the SWOT analysis you could carry out on that scenario!

1. Strengths.  Hare - FAST!  Tortoise - slow.
2. Weaknesses.  Hare - complacency.  Tortoise - speed.
3. Opportunities.  Hare - new personal best.  Tortoise - show inner strength through focus and determination.
4. Threats.  Hare - birds of prey.  Tortoise - sunset.

I am picturing the hare as being the person who is always in a hurry to make the next move.  Not so much within an orgnisation but certainly across different businesses and organisations.  The tortoise may take a lot longer to reach the same heights as the hare but you can be rest assured there will be few risk areas of concern with the tortoise. 

The hare in it's haste does not stop to reflect on the path travelled or what it would do differently next time.  The tortoise does.  It may stop, think about and take the safely, safely route but it will ensure that when it reaches it's destination it won't have to double back or repeat any parts of the course.

In my view (as a middle aged manager amongst other things) I am thinking the right way for me to progress at the moment is to climb the career ladder one rung at a time, to learn and know the business from the inside out and to let my work speak for itself.  The tortoise approach to career management. 

At least for now anyway.

"If people knew how hard I worked to get my mastery, it wouldn't seem so wonderful after all." -Michelangelo

(Images: http://www.flickr.com/photos/nickpix2008/3359845702/ and http://www.flickr.com/photos/sea-turtle/3310386145/)

CEO Interview - Laura Alber

Here is an excellent example of what anyone (male or female) can accomplish if they put their mind to it.

In this video Laura Alber reflects on her career and shares her thoughts on how to succeed in business.  There's also a whole lot of thoughts on how to be the boss and retain your own style and personality.

Try this video and see what you think -



Awesome!  The world needs more women at the helm.

CEO Interview - Anne Mulcahy

McKinseyQuarterly.com strive to be the best.  There is no doubt about that fact.  How do I know?  Every few weeks that email out updates that summarise the latest and greatest content that they have available.

This month there are interviews with three top CEO's who share some of the lessons they have learnt through business.  One of the interviewees this time is Anne Mulcahy.  

Past Chief Executive and current Chairperson of the Board at Xerox - this is one very cool cat!

Here are the major points that Anne expressed -

• Don't surround yourself with yes people.  Have people on staff and on board who will challenge your decisions and will be honest with you.
• Get the right people!  You can create forward momentum by selecting the right people at the outset.  And if those people aren't the right people - go out and find them!
• Create a team that will fill your weaknesses while also challenging your strengths.
• Ask hard question of yourself and others; and have them ask those same hard questions right back at you.
• Learn what not to do.  Knowing when not to do something is just as significant as knowing when to do something.
• Timing is everything.  "Timelines trumps perfection".  Take a risk, have a go - but be smart about it.

You can read the original version of this article by clicking here and heading over to McKinsey.

You will also be able to fnd another great interview with Anne at the Corner Office.