Book review: Showing Up For Life

Bill Gates' father (William Gates Sr) has taken the time to collect his thoughts and collate them into a handy little book of wisdom.  There are lots of stories and anecdotes that span an entire century and reach from the early 1900's all the way through to 2009.

This is a book deeply set in reality.  There are reflections on surviving the depression, hard work, starting out in life and integrity.  After being married for 42 years Mrs Gates passed away and there are some very nice reflective yet instructful stories from the life of Mary Gates as well.

What I really enjoyed about this book is it's honesty and it's sincerity.  This is not a book about Microsoft or Bill Gates but a book about life.  How to live, make the most of everyday and ultimately leave a lasting legacy through the words you say, the acts you complete and the influence you leave behind.

This is not a management book (in the purest sense).  This book is a common sense guide to life packed full of wisdom and insight.  The evidence that Mr Gates' experiences and philosophies work is best shown through the results of his family and legacy.

You can also check out Mr Gates own thoughts here as well.

Employment matters and discussions.

When it comes to discussing peoples employment matters (especially in regards to contracts) then be early, be sincere and be honest,  No one likes to get screwed.  Remember - you reap what you sow.

Team Values Pt 5 - Honesty

“Integrity is telling myself the truth. And honesty is telling the truth to other people.”  Spencer Johnson.

When one of the values that underpins and guides your team is honesty then that enables everyone to deal with the issues as they really are.  If someones work is exemplary they should be told so.  If someones work is crap then they need to be told that too.

Honesty as a value does not give free licence to pick on people or to be destructive.  What it does do is allow everyone to say their piece, deal with the issue and move on.

I recommend the Toastmasters method of giving feedback -

• Commend
• Recommend
• Commend

Honesty - it works.

(Image: http://www.flickr.com/photos/sunnyuk/2390099471/)

Handling the Tough Conversations - Resignations

Having a staff member that you trust, admire and is a star tell you they think it's time to move on can be tough.  This is a person that you have invested time and money into and now they are ready to move on.  So what do you do?

1. Be honest.  There is no point pretending that you aren't disappointed or are gutted.  Lying or trying to sugar coat your feelings is not going to achieve anything.  Let the person know how you feel without being fake.  If the persons role is going to be reviewed or let go of in the future say so.  Don't tell the person you are going to give them more money or more opportunities if you know you aren't or can't deliver.
2. Be truthful.  Let the person know what you really think of their work.  If they are a star let them know that.  If they are not such a great employee let them know that too.  You aren't perfect, your organisation isn't perfect and probably neither is the remuneration or salary package. If those three things were perfect - then why are they leaving?
3. Consider future development opportunities.  This is the part where you make them an offer that equates to a financial bonus or reason for staying.  I recommend enrolling the person into further studies or into some sort of professional development program.  That way both your organisation and the person will benefit from increased learning and understanding of the job. 

At the end of the day people have a life and a journey they are on.  Sometimes people want to stay with you because are going right.  Sometimes people want to leave.  The way you handle the leaving conversation is almost as important (if not more important) the induction conversation.

(Image: http://www.flickr.com/photos/macwagen/3351539/)