What is your driving passion?

There is only one true method of being able to stay in love with your work.  That is you must have a passion for what you do and the reasons why you do it.

How is it that people who work for NGO's and not for profits are able to continue with their work in spite of all the criticism, disasters and problems?  They have a passion for what they're doing.

Over the course of this last week I have been listening to a number of podcasts and other media that have all had a similar theme running through them.

Firstly I listened to a message delivered at the Teach for America conference.  The speaker was Jeremy Beard - and he was ALL GOOD!  You can view the video below.  His main theme is about making change in others lives.  using your skills and tools to be the difference.

Then I listened to a presentation by Colin Powell.  He was asked a question by a student at NYU about how we go about changing the world.  His answer was simple - one person at a time.  Yes  that is the best strategy.  It is also the only strategy with a 100% success rate.

Following on from these two listening events I had the opportunity to visit 20 young people who are currently in residence in the local Youth Justice Facility.  These kids have committed some of the worst crimes possible.  Of that there is no doubt.  The 'kids' are aged between 14 and 17 and are incarcerated for various lengths of time.

Why was I there?  I was one of a group who were tasked with letting these kids know what work and career options there are for them in the world.  These kids despite what they may have done are still human.  They have real feelings, real emotional need and real hopes and dreams.

My sincere hope is that through the 2 hours I was able to spend with them that maybe, just maybe, I have planted new seeds of hope while watering seeds already planted.  And that some of those kids get a vision for a life that is bigger than them.  Bigger than the wire fences that they live behind.  And bigger than the pasts they have to live with.

So what is my passion?  What is it that keeps me moving forward and my heart ticking?  People.

He aha te mea nui? He tangata. He tangata. He tangata. What is the most important thing? It is people, it is people, it is people.

I would happily do any job in the world provided I knew that I was making a direct difference in someone else's life.  End of story.

I have watched these next two videos and exhort you to do the same.  That way you to may just remember your passion and what it is that drives you.

 

 

What this organisation desperately needs is...

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Dealing With Negative Feedback

Three quick points about dealing with negative/constructive criticism -

1. Assess.  Was the feedback legitimate?
2. Review.  Was what was said relevant to your performance or your behavior?
3. Implement.  If you need to change something go ahead and do it.  If the feeddback was irrelevant or unnecessary - then ignore and move on.

In my view I find it is best to deal with what has been said and move on.

(Image: http://www.flickr.com/photos/timbutton/2554303661/\

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.

Quote of the Week

"Intellectual growth should commence at birth and cease only at death”  Albert Einstein.

(Image: http://www.flickr.com/photos/imran/103740700)

Communication Lessons - Change

Change is never easy and it takes alot of talk and discussion to get it right.

So whats the best process?  My personal feeling is that you should follow a similar communication plan lke this -

The managers top priority is to figure out -

• Who will be affected?
• How much affect will the change have?
• How long will the change take before it impacts on each group of people?

I recommend working with a ranking system.

• So those who are affected the most will rate a 10 c.f. the people who will be affected the least will rate a 1. 
• Try and figure out how localised or widespread the impact may be on the different persons and departments in the organisation.
• Then create more ratings for the amount of time it will take for the changes to start affecting people.  Again apply a scale of 1 to 10.

Now you, the manager, will have a score card that will be beginning to tell you - who, how and when.

My next recommendation is that you now start devising a communications plan for ensuring the right message gets through to all the right people at the right time.

 

I realise this is a very simple plan and method but I also subscribe to the philosophy of "Keep It Short and Simple".

(Image: http://www.flickr.com/photos/sookie/31219031/)

Making The Right Choice

What is the right choice to make in any given situation?  How do you know if the choice you are making is right or wrong?

I have been working through exactly this kind of situation.  It is a 'what should I do' situation.  So where should we start when it comes to making choices?

I go back to my annual resolutions, goals and objectives that I set for myself in December of last year.  Those goals are - 1.  Compliance, 2. Excellence and 3.  Teamwork.

So the situation arose where I had to pick between a good option that was mainly for my benefit or an option whereby I would forfeit personal gain in order to be involved with and develop my team.

Okay - so it doesn't sound that bad - but - giving up a financial reward for little effort isn't as easy as it may sound.  I was pretty keen on ensuring I got the best personal reward.  Until I started reflecting on where I am at and what is important to me in 2010.

So I chose to go with the team option.  Giving up a bit of money in the short term I decided was a poor way to get ahead when compared to the benefits and rewards of working with the team to grow the financial benefits and rewards for everyone.

Guess what - after I made the decision to stay true to my goals I had a pair of breakthrough moments.  One - the conflicting appointment was shifted so I can still make a personal gain, and two - I may have a chance to do something I have always dreamed of and may now be able to do.

Moral of the story - stay true to yourself, act and think with integrity and the rewards will come your way.

(Image: http://www.flickr.com/photos/will-lion/3122985108/)

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

Leadership Lessons - From TED

This is a great video and while there are lessons given by the presenter, here a few more bits that I would like to add to the conversation -

• Taking the initiative is important. Somebody has to get started - right? The first mover see's an opportunity and grabs it. Completely unaware or without thinking about the outcomes or opportunities the situation provides he runs on instinct and it works.
• Recreating the first time never quite has the same spontaneity or freedom of choice to it. But the second time allows for better organization, co-operation and consistency.
• The first person always takes the risk to get started - but those who follow are better able to improve the product.
• The first person will always remember being the first person but may not receive the same credit he thinks he may deserve.
• Unless - the first guy is able to repeat his success on multiple occasions and to improve the style and outcomes of his offering.

Being first is cool very cool but through waiting and watching - you can improve and grow upon the successes of others.

(Image: http://www.flickr.com/photos/lerdobi/422218584/)

Don't Leave Your Job - Here's Why

This 'Management Tip of the Day" from Harvard sums up my present feelings absolutely.

MARCH 24, 2010, 3 Reasons You Shouldn't Leave Your Job

You may be unhappy, fed up, and ready to bolt from your job. Instead of running out the door, take a deep breath and consider these three reasons to stay where you are — at least for now:

1. Relationships matter more than money. You may think you can find a job that will pay you more, but you will be leaving behind a wealth of relationships. When weighing your options, don't forget the value of the network you have now.

2. It's less urgent than you think. Job seekers who are desperate to get out of a job tend to do less research about potential employers. Strategically plan your next career move instead of running away.

3. You're likely overestimating yourself. Research shows that most job seekers overestimate their skills and prospects. Before you leave, take the time to do a realistic assessment of what you have to offer.

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This is one area that I battle with quite a bit.  Whenever things aren't going quite right, the politics are too much to handle or I just get sick of the BS my first inclination is to look elsewhere for employment opportunites.  That is the subjective view.

But when I sit back and take stock objectively of where I am at as far as career development and the opportunities afforded to me -  I am actually in an excellent place of work right now.  Am I thinking of leaving - no, probably not.  I think I'll just wait and see what comes along.

Breakthrough in 2010

Here are four keys to breakthrough that Zig Ziglar has posted on his weekly newsletter -

Insight #1: Integrity makes your mission possible.

Insight #2: Wisdom chooses the right doors at the right time and helps you come up with the right plan.

Insight #3: Strength and discipline give you the fuel to reach your goal.

Insight #4: Hope keeps your boat afloat.

Lets add some application to those keys. Here are my thoughts -

1. Integrity. Choosing to do what is right even when it seems certain doing what isn't right would be so much easier. Trust is everything.

2. Wisdom. Listen to the small voice that speaks to you in your mind. It is called your conscience and it is valuable. Ignore it at your own risk.

3.Discipline. You need to set a goal, focus on it, remind yourself what it is and then work out the small steps you need to take to fulfill it. Then ACT!

4. Hope. Don't let setbacks or disappointments keep you from being happy or acheiving your goals, Rather use setbacks, criticism and negative feedback as markers and signs of areas in your life that still require work.

Make 2010 work for you!

Scenarios for Strategy and Planning

"The tales we tell are just as important as the facts and figures we learn. Stories help us try on different possibilities to see how they fit!" (Brian Fies).

Having the ability and making the time to glimpse the future is an important part of the managers role. Here's how you can get started -

1. Imagine the future. Get wild! What does the future look like to you? How will you know when you have crossed your finish line?


2. Think backwards. What steps were taken that created the end picture. How did you get to the end result and who did you need to get there. What money was required? Did you need venture capital? How many employees will you need along the way?


3. Create practicable steps that you can implement today. Start with the smallest steps and then move on from there.


4. Keep reflecting and keep updating the end picture and stay flexible enough to get there.

Creating a vision for people to work towards is one part of management. Working out what steps are required to get there separates the dreamer from the visionary.

Know Thy Self

One key method for ensuring you are progressing as a manager and a person is to engage in reflection time. Yes, this does include some soul searching but not necessarily in a spiritual way.

One great method is to spend the last 10 minutes of every day writing down your thoughts under the following categories -

1. What went well today?


2. What didn't go so well?


3. What could I have done differently?


4. What will I do differently tomorrow?


5. What do I need to accomplish tomorrow?


6. What do I need to finish the number of days I have left this week?

By reflecting and improving on the little areas in life then you are well able to make adjustments that will work better into the future.

"If we don't change our direction we're likely to end up where we are headed". Chinese proverb.

"The self aware person is able to gain an accurate and appropriate perspective on events in their life, and instinctively brings simmering feelings into awareness. The self-aware person is a positive person, and recognizes that there are only ever 'positive people' or 'negative people' in life, business or sport" (Lead to succeed - Craig Lewis).

Change Manager

Change Management.

Definition -

A company or person charged with - adapting to change, controlling change, and effecting change.

Qualities required -

• high levels of commitment,


• motivation,


• optimism,


• self-confidence,


• influence and


• initiative.

Have you got the goods?

Job Currency

Cur·ren·cy (n. pl. cur·ren·cies )

1. Money in any form when in actual use as a medium of exchange, especially circulating paper money.
2. Transmission from person to person as a medium of exchange.
3. General acceptance or use; prevalence.
4. The state of being current; up-to-dateness.

How do you rate yourself in terms of currency?

Are you worth what you are being paid or should you be receiving more?

To get the most out of your working life -

• Know what you are worth. If you don't know - ask someone who does.


• Don't settle for less than your true value (unless you choose to)


• Don't think you are worth more than you really are. Be realistic.


• Remember - money isn't everything.


• Change grow and keep up to date.

Stay current and currency will follow!

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

Growth and Improvement

It is easy to become sluggish and comfortable in your current position. The challenge is to keep getting better. Constant improvement and change. How do we get challenged?

Try these ideas -

• Read authors you disagree with. Write a retort and send it to them.
• Read books at your local library. Read about subjects you have no idea about. What about - Nursing? Bio-mechanics? Physics?
• Talk to others. Find people who are doing something and are getting somewhere. Get them to challenge you.
• Learn from the best. I quite like these series of videos being produced by the London Business School -

Change Management

McKinsey Quarterly.com have republished one of their great articles on Change Management and people.

Here's a brief overview -

1. Provide purpose. People want to know what's in it for them.
2. Reinforce the message. Emphasise the message repeatedly.
3. Skill employees for change. Train them and prepare them before and during the change process.
4. Consistent role models. Choose some key people to model and example the types of change that the organisation wants to achieve.

These messages are as true today as they were back in 2003 when the article was first published.

(Original article: The psychology of change management, Emily Lawson and Colin Price)