The 2010 scorecard - how did I measure up?

To be perfectly frank - 2010 was a fantastic year workwise.  I originally set out with three work goals that were focussed on both my individual performance as well as lifting the overall performance of my team.

Thise goals were -

• Compliance. 
• Excellence.
• Teamwork.

Here are the big wins -

• Pay rise.  (Always nice to get)
• Travel - domestic and international.
• Additional team member.
• Confidence and growth.

What didn't go so well?

• Allowing others to take responsibilities that fall under me.
• Inability to deal with poor perfornance.
• Lack of forwardness.

Overall 2010 was a completely stand out year.  My key goals were not only met but exceeded.  I am really looking forward to 2011 and seeing what possibilities and opportunities lay ahead.

Orwell's 1984 - My challenges for 2011

The novel 1984 is one of my absolute favorite books of all time.  In this book the world we read about is run by a single(?) figure known as Big Brother.  All the people of the world are subjected to draconian laws and are hemmed into small boxes that define who and what they ultimately are.

In this book Smith attempts to break free from the system and begin a new course of life.  He indulges in the pleasures of true relationship as well as nostalgia and memorabilia only to have the system know what he is up to and then shut him down.

So this book isn't necessarily directly related to management but then again it is.  Here is my motto for 2011 based on the lessons in this book - DO NOT CONFORM.

Don't get me wrong, I work for a great employer.  My issue is about not allowing myself to fall into the mindless trap of simply turning up, clocking in and clocking out at the end of the day. 

Here are my strategies for the New Year -

• Challenge the status quo - do things different.
• Go out on a limb and find things that will challenge me.
• I work in a team and with real people but not for a faceless corporation.
• The individual and their person is respected above all else.
• Avoid and ignore faceless and factless dictates from others.

A bit harsh?  I know.  Stay tuned for more positive and cheery blog posts in the next few days.

 

3 Ways to Become a Thought Leader

Everyone has a personal brand these days. But if you want to move ahead you need to be more than the "finance guy who understands the business." Distinguish yourself as someone with a truly unique perspective respected inside and outside the organization. Here are three ways to do that:

1. Build your online presence. The internet is a perfect place to start showcasing your knowledge. Post comments on blogs, write your own posts, and connect with other bloggers to create a network.
2. Win some awards. Identify awards that matter in your industry and don't be afraid to nominate yourself, or convince colleagues to do it for you.
3. Flaunt well thought-of affiliations. Your associations aren't always in your control but if you have a degree from a top school or testimonials from important people, display them prominently. Credibility by proxy is valuable.

via: Harvard Business Review (Management Tip of the Day - December 21st, 2010)

Christmas Break

I am now officially on Christmas holidays and have a full two and a half weeks away from work.  I will attempt to write some blog posts during my break but make no promises.

Thank you for taking the time to read my blog.  There are billions of them out there in the blogosphere and I deeply appreciate tou taking your time to stop by and read my thoughts.

Feliz Navidad and I will see you again in the new year if I don't catch up with you before then.

Social media can be hazardous to your health

With the multitude of social networking tools and systems avaialable today it has become super easy for employees to vent about those people that they work with or work for.

Social media is a two edged sword.  People can connect together really quickly and remotely with ease.  Therefore the sharing of information is super easy.  The issue arises when the information and casual conversation becomes negative and pointed at people.

Remember every friend you have on facebook or through twitter can see the conversations that you are having.  And they might, just might, tell the person who you have been talking about what has been said about them.

"Be careful out there people."

 

Cross organisational relationships are necessary

One of the biggest areas that I have had to work hard on over the past few years has been keeping in touch with others in my organisation.  While the building I work in is located on the main campus we are seperated both physically and psychologically from the rest if the campus.

Our building is the only one of three buildings that are not located in the central layout of buildings.  Of the other two buildings one is used only for special occassions and the other building is serviced by and for our clients - the students./

So what strategies have I employed to keep in touch with the main campus?

1. Attend social times.  Morning tea, lunch times and other breaks are a perfect time to catch up with what is happening around the traps.  Be careful though - avoid the negativity and any rubbish talk that may take place.
2. Join working parties.  If a project is going on somewhere then get involved.  Joining into a cross organisation project is a great way to extend your influence and also your connections.
3. Get out of your chair.  The old adage goes that if you want friends then you first need to be a friend.  Nothing has changed.  People enjoy personal contact and speaking to someone in real life.

Staying in touch with people is not hard but it does require hard work and discipline.

Office relationships: Management funny

Honor those who deserve it!

One of the best things that has been instituted within my workplace is the annual awarding of the CEO awards to those staff members that have displayed exceptional and outstanding qualities during the previous 12 months.

In the beginning a lot of staff were blase about the whole thing due to it's being so new.  Staff wondered just how long the gimmick would last.  I am proud to say that 2010 was the fifth time that the awards have been given out and the recipients this year were stellar.

Here is what is great about the awards -

• Hard workers are rewarded and honored by both management and their peers.
• There is a financial reward for continued professional development which means the business is prepared to reinvest into those people and have their success shared around.
• The ongoing awarding over the years adds an element of prestige and glamour. 

The awards are a bit like the Oscars in that those who have shown both longevity and stand out achievements become the winners.

One important aspect of handing out awards is that they must be relevant, timely and the recipients must be held in high regard.

Rubrics: the mechanics of effective evaluation

A rubric is a tool that is used in self assessment and effective evaluation.  "A rubric is an explicit set of criteria used for assessing a particular type of work or performance." (tltgroup.org)

What a rubric does is provide a multi-level framework for detailed assessment.  In the same way as a graph there is a X axis and also a Y axis.  Then at regular stages or intersects, a line is drawn and eventually a series of boxes beome apparent.

So a rubric uses multiple points of source data to create an overall picture of the subject.  Evaluation moves from a yes/no strategy to a multi faceted approach that is far more robust.

The way we apply the rubric for evaluation is by comparing hard data against soft data.  So on the X axis we apply a points scheme for quantitative data.  Where a measure has been reached a value is given to the outcome.  For example - if 30 sales are made within a month then that value may be 5, repeat sales equal 7 points and so on and so on.  When a total is reached then a point is plotted on the rubric.

On the Y axis a self assessment exercise takes place.  This is where reflective practice is carried out and the individual and their manager reflect on the qualitative data and create a value also.  One factor may be the measurement of customer satisfaction for any given sale.

Interestingly - you effective evaluation requires the application and submission of evidence for both the qualitative and the quantitative.

So when we combine the X axis and the Y axis data points we have a point of reference in the rubric.  Where rubrics differ from standard plot graphs is that the final outcome or result is dependant upon multiple factors and the final assessment or grade given falls into a described area rather than being a single data point.

For example - a rubric could contain quadrants.  Poor, Average, Good, Excellent.  Depending upon the X and Y scores the final data point will end up in one of those areas.  Once the rubric has been completed - then you have a starting point from which to start making changes.

For more detail on creating a rubric I recommend you check out this video -

Honor those who deserve it!

One of the best things that has been instituted within my workplace is the annual awarding of the CEO awards to those staff members that have displayed exceptional and outstanding qualities during the previous 12 months.

In the beginning a lot of staff were blase about the whole thing due to it's being so new.  Staff wondered just how long the gimmick would last.  I am proud to say that 2010 was the fifth time that the awards have been given out and the recipients this year were stellar.

Here is what is great about the awards -

• Hard workers are rewarded and honored by both management and their peers.
• There is a financial reward for continued professional development which means the business is prepared to reinvest into those people and have their success shared around.
• The ongoing awarding over the years adds an element of prestige and glamour. 

The awards are a bit like the Oscars in that those who have shown both longevity and stand out achievements become the winners.

One important aspect of handing out awards is that they must be relevant, timely and the recipients must be held in high regard.