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Reflecting on our management style

(click for book summary)

Marshall Goldsmith works with executives.  To put it bluntly, managers with behavior problems.  It could probably be argued that Marshall should have a lot of business.  After all, we each probably exhibit some crappy little trait or another that riles our co-workers or demotivates subordinates and keeps us from rising professionally beyond a certain level.  Mine?  Well, to paraphrase an old poster I saw once, I used to be conceited.  But no longer.  Now I'm perfect.  ;-)

I like the description to Marshall's approach.  He trains people to behave effectively in the workplace through a brutal 360-degree feedback regimen.  His regimen solicits feedback from his clients' co-workers and commits that he won't be paid unless the client gets better.  And here's the deal, better apparently isn't defined by the client or even by Goldsmith.  It's defined by the co-workers.

In soliciting the co-workers, he's looking for four things:

• Let go of the past.
   
• Tell the truth.
   
• Be supportive and helpful - not cynical or negative.
   
• Pick something to improve yourself - so everyone is focused more on "improving" than "judging."

I like that last item especially.  By asking co-workers to help in changing the client's behavior, he's building a bond. 

In offering a peek at the book, this summary points out 20 common challenges in interpersonal behavior:
1.  Winning too much;
2.  Adding too much value;
3.  Passing judgment;
4.  Making destructive comments;
5.  Starting with "no," "but" or "however";
6.  Telling the world how smart we are;
7.  Speaking when angry;
8.  Negativity ("let me explain why that won't work");
9.  Withholding information;
10. Failing to give proper recgonition;
11. Claiming credit we don't deserve;
12. Making excuses;
13. Clinging to the past;
14. Playing favorites;
15. Refusal to express regret;
16. Not listening;
17. Failing to express gratitude;
18. Punishing the messenger;
19. Passing the buck;
20. An excessive need to be "me"

43% of employees disengage by the 3rd year

The Research section of T&D's April 2007 issue discusses findings from a study (Kenexa Institute of New York; n = 840,000 employees).  Key highlights:

• 72% of new hires are actively engaged.  (Not surprising.  Heck, early on I probably studied fire route exits in my zeal to learn all workplace policies.)
• But... 43% -- nearly half -- disengage by the third year.  Is that surprising?  Hmmm.  Sadly, maybe not.

You know, I looked at that graph again.  Doesn't it kinda look like a "Change curve"?  (Below.)

The idea that after a change event, an organization (or an individual) generally goes through a period of lost productivity as stakeholders in the change grapple with new meaning, new contexts, and so on.  Generally, it's at the dip in the curve is where communications, training, social interaction, and so on needs to be increased.

Translating that back to the study above, I can see parallels in some folks becoming disillusioned when they hit a new job "running" and then find that things aren't all as expected.  (But what is, right?)  This negatively perceived change can cause a "morale curve" of sorts to manifest in the same way as the change curve above.  It's in that sense that we as managers should be aware of this and institute programs of regular communication with those those we have responsibility for.  Indeed, one of the practice leaders in the study above suggested, "A lot of companies say they need new blood.  They spend a lot of time attracting people and as a result, create a situation where they allow the excitement of the new employee to dissipate... adequate training may not be provided... they're excited and want to make a real contribution, then the support mechanisms fade away..."

Visualizing Social Networks

Here's a great example of a tool that helps us visualize relationships in social networks.  The brainchild is a company called introNetworks.  I came across them through my affiliation with ASTD.  I took the liberty of placing a short little screencast  below (with a bigger view here) to demo the functionality on ASTD's site. 

Although, as I say in the s'cast, the practical applications are bigger than the implementation ASTD opted for.  For example, I can imagine a product or service organization that visually connects the needs of customers with a catalog of the company's products, solutions and services.  Or, how about social networks where I, as a member, can visualize "pins" (that's how other user profiles are represented in the application) of others in the network who have solutions or capabilities to match the needs I've identified in my own profile.

Blogging's double-edged sword.

I excerpted some of the highlights below from a recent WSJ article about bloggers and the double-edged sword they wield for themselves and their employers.  I think the article is worth a full read.  'May even be worth passing along to friends and colleagues.  Especially those who supervise or manage people.  Or those who run HR departments. 

In between the lines is validation of previous posts in this blog about the importance of scrutinizing our online presence.  (Previously blogged here and here.) 

Also, The Learning Circuits blog also had some lively discussion about this back in October in their monthly "Big Question" "Should All Learning Professionals Be Blogging?"   The general sentiment was yes.  Among other justifications:  it helps each of us form and structure thoughts, practice written communication, justify arguments, and so on.  Personally, I'd add to that the fact that blogging also seems to make me more aware of things around me.  I figure that's because I'm subconsciously always looking for things to talk about, so I tune in more.  (Though my wife may challenge that claim.)  ;-)

One quote I love from the article below:  "Everybody has an online identity whether they know it or not, and a blog is the single best way to control it,"

How Blogging Can Help You Get a New Job - WSJ.com  Annotated

   
• Ryan Loken, a Wal-Mart Stores Inc. recruitment manager, says he spends one to two hours a week searching through blogs for new talent or additional information about the candidates he has interviewed. "Blogs are a tool in the tool kit," he says.
   
• Web journals have helped him fill 125 corporate jobs
   
• In addition to blogs that focus on their industry or field of interest, recruiters say they check candidates' blogs about noncareer-related topics for evidence of writing skills and clues to how well rounded they are.
   
• Greg Sterling, a strategy consultant for Internet companies and a blogger in Oakland, Calif., describes job offers as "a natural byproduct of the exposure you get from blogging." He says he gets about 15 inquiries a month
   
• Mr. Sterling believes that one reason his Web journal, Screenwork, regularly generates job offers is that he has never written about wanting them. "If you [blog] to get a job, you'll be less successful," he says. "It's just like dating. If you appear too hungry, nobody wants to date you."
   
• Debbie Weil, a corporate blogging consultant in Washington and the author of "The Corporate Blogging Book," which was published last summer. "Everybody has an online identity whether they know it or not, and a blog is the single best way to control it," she says.
   
• "You're going to be Googled. No one hires anyone or buys anything these days without going online first and doing research."
   
• Indiscrete bloggers can derail job opportunities.
   
• Some companies encourage employees to blog because they can use them to recruit others.

Line Rider Ubermax

This one's just for fun while your sittin' around at your desk eating lunch.  (But, just in case you're here during company time, just keep that ALT-TAB key at the ready.)  ;-)  Oh yeah, if you can get away with speakers or your earphones on, it's worth a listen.

Linerider by "emo pixel" on Metacafe.

The other blog

I didn't want to activate the publicity and feeds for it yet until it had some legs under it.  Training Jots is just getting started and feeds another passion of mine:  short software screencasts.  You can check link to it here.  And subscribe to its RSS feed here.

Cover Letters from Hell

From Killian&Company with some funny excerpts of cover letter openers and lines.  (Oh god, now I'm self-conscious about this post...)

Cover Letters From Hell - Killian & Company Advertising - BRANDING AGENCY CHICAGO | CHICAGO ADVERTISING AGENCY | STRATEGIC MARKETING CHICAGO | ADVERTISING AGENCY | ADVERTISING COMPANY CHICAGO | BRAND CONSULTANTS CHICAGO | INTEGRATED MARKETING CHICAGO | BR  Annotated

• "I expect the position to pay commissary to that of its value, as well as to the performance completed."
• "It is my desire to develop and generate the revolving scheme to filter to the consuming public in."
• "I also have a degree English which serves me well in editing text for poor grammer or typos."
• "I am seeking a new position as i have recently been laid."
• "Strong writing abilities. Able to analysis data and problem solve."
• "I am getting to my goal, slowly but surly."

 

Professional presence

Web Worker Daily » Blog Archive Why You May Need an Online Persona «  Annotated

Employers are realizing that what people do online can actually prove their value as potential hires, not just rule them out based on drunken photos or revelations of other past missteps

77 of 100 recruiters said they use search engines to check out job candidates

one in four said they use Internet search engines to research potential employees

One in 10 said they also use social networking sites to screen candidates

In today’s job market, turning up missing on the Web may not be a fatal flaw...But over time, the lack of a Web presence...may well turn from a neutral to a negative

The article also summarizes some tips for building your online professional presence including:

1.  Buy your domain name;

2.  Understand your Google profile.  (I blogged about this in a previous post:  "What online legacy are you leaving?"

3.  Own your brand;

4.  "Destroy the evidence."

Animator vs. Animation

I love this animator vs animation loop.  I'm thinking of embedding this in my PowerPoint slide presentations so it'll play as a loop during meeting breaks.