Major dilemma? How To Make the Right Decision!

A few times in my life I have encountered a major personal dilemma.  In each case, I had to choose a path that would have a major impact on my future. 

I was lucky to receive some good advice that first time - a wise family friend told me:

 "Step 1:  Make a decision in your mind to choose Alternative A.  Walk around for a few days, paying attention to how your gut feels.  Assume that Alternative A is going to happen, imagine how that will play out for you.  Notice how good (or not so good) you feel.  Notice how well you sleep.  Notice what your thought patterns are."

This is the important part - tuning in to that inside gut instinct of "What feels right".  If the decision isn't clear yet, don't worry.  Just keep on with the process.  

"Step 2:  Flip your mind to assume your decision moves to choose Alternative B.  Now walk around for a few more days, paying attention to how your gut feels.  Assume that Alternative B is going to happen, imagine how that will play out for you.  Notice how good (or not so good) you feel.  Notice how well you sleep.  Notice what your thought patterns are."

By this point in the process, you should be leaning toward one choice or the other, and your inner voice should be helping you make a decision.  

"Step 3:  Ask your spouse for an opinion, or those who you trust to be fair and honest with you."

 

Often, the spouse or trusted friend/family member will confirm your instinctive choice.   I have recommended this strategy to friends and colleagues, and a few have even come back to me within 24 hours of our conversation with a clear decision and great sense of relief.  
  

Trust your inner voice, pay attention and let the "mulling" of the facts and options help you make your best choice!

Corporate Athletes - How Sports and Business are Alike

Corporate executives are very much like elite athletes.   Read the following points and consider how great business executives and  world-class athletes exhibit exactly the same traits: 

1) PERSONAL "DRIVE"  AND AMBITION

The business executive moves up the corporate ladder by channeling long hours of work and mental focus constantly on the business.  On an extreme scale, corporate work ethic can sometimes be reworded as "workaholic".  These corporate athletes retain and capitalize on their intense mental focus -- their desire to succeed never wanes.  

  

The sports athlete moves up to world class status by employing unwavering effort and thousands of hours of practice, through the appropriate channels in their own sport (leagues, tournaments, competitions).  Sports athletes have an unparalleled drive to achieve, whether at a professional, world-class or Olympic level . They do not let anything deflect them from their goals - they exhibit incredible work ethic, intense focus and a "never-give-up" attitude.

2) TRAINING AND PREPARATION

Business executives begin their careers with education in an area of expertise, then progress by gaining varied experience in higher and higher levels of business.  Business training and preparation is both formal and informal. Learning the politics of people, business deals and corporate culture is often as important as any technical education.  

 Sports training and preparation begins in a similar way, with technical skills development as the foundation, complemented by increasingly complex nuances of learning in a particular sport.  The right mix of training to enable athletes perform using both technical skills (the  "science") and natural talent/ability (the "art") is key to elite status.  

3) CROSS TRAINING

Broad-based expertise is a key ingredient for successful business leaders.  Decision-making requires expertise in multiple disciplines (marketing, financial, operational).  Mentorship and career development programs are a great way to focus on this broader range of skill building -  MBAs are an example of diversified training in the business world.  

In sports, the importance of sport-specific training is always present; however cross-training adds complementary strengths and skills to support an ahtlete's success in a variety of situations.  Yes, hockey players may employ strength/yoga/core training to complement their speed skating and puck-handling skills.  Bikers and runners will add upper body weight training as part of their overall training plans.

4) CONTINUOUS SKILLS / STRENGTH BUILDING OVER A LIFETIME

Executives and leaders never stop learning or building their business, it's a "compound effect".  Some leaders will never retire - their business has been continuous for decades and stopping or retiring is just inconceivable.  Success to these individuals is often as much the journey as the destination.  

Athletes parallel this attitude.  Physical training never stops - the invested effort to achieve peak physical conditioning and elite performance levels is so significant, athletes are usually reluctant to stop or take a break because the decline in performance takes too much effort to recover later.  Often, the psychology of sport is embedded in an athlete's persona; their love of hockey, basketball, etc is a lifetime passion.

5)  NATURAL TALENT / ABILITY ACCELERATES LEVEL OF SUCCESS

Natural business leaders with an instinct for making deals or obtaining innovative results will achieve greater levels of business success.  

The same principle applies for athletes - those with natural ability will excel because they have found their "niche" talent and are tapping it.

6)   PERFORMANCE UNDER PRESSURE

Imagine running a multi-million dollar company with thousands of jobs depending on you and competitors trying to cut you off at the knees on every deal you make.  Hundreds of daily decisions are necessary, each with big risks in terms of money, jobs or the business's reputation - and the days are  always 12-18 hours long.  

Athletes experience comparable pressure.  Mental focus and concentration culminates in competition; sometimes years of investment riding on one moment or one event.  Consider what goes through the mind of a golfer in the Masters Tournament, or how a hockey player handles overtime playoffs in the Stanley Cup.  

The key to reaching elite status, whether in business or in sport, is the combination of all the above factors:  preparation, hard work, mental focus and life experience all contribute to hone the capabilities and potential of each individual. 


Find your passion, then pursue it with determination and planned action!

Work problems? The answer = just be a Duck!

Feel overwhelmed with work, pressure, politics, hassle at work?  Sometimes life or work is akin to a storm that continues whirling around you and there is no way to escape. 

My advice to my peers and colleagues:  "Just be a duck.  Let the rain from the storm wash over your back and off your feathers.  You will survive this and the craziness will pass."  


Nature has designed the duck's feathers to repel water, and sometimes we ourselves need to mentally repel the negativity or chaos of our own situations.  The goal is find ways to "center" our focus and remain calm - that enables us to think more clearly to deal with the problems at hand.


Use this mental "self defense" strategy next time you are in the middle of a stormy situation - repel the external negativity and refocus yourself on what is important!

Life Lessons - Steve Jobs Commencement Speech to Stanford U in 2005

Performance Discipline - 7 tips for Winning Results

Managing people is usually the difficult part of a job - human interaction leaves much open to interpretation.  When an employee is not performing, there are many variables that contribute to the problem:

   - personal issues (these can cloud an empoyee's judgement or capability)

  - unclear expectations (ever try to do a job when you aren't sure WHAT to the job is?)

  - lack of job training (impacts capability)

The key question to ask:  "Is this employee trainable / salvagable to eventually perform the required job?" 

When your answer is "yes", the solution is usually added training or clarified expectations.  When your answer is "no", it's time for employee performance discipline.  Okay, so it's time for discipline.  Some hints:
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1)  Determine the specific expectations required on the job. 
Make sure there is a clear, written job description (this is the minimum performance delivery required for the employee to keep his/her job).  Review expectations with the employee - use examples to clarify how the job duties are to be performed or delivered.

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2)  Work with the employee to establish agreed upon standards for performance. 
These standards may include timeliness (ie. meeting deadlines), accuracy or quality levels, and completeness of job duties.  Often, employees, when asked what is a reasonable job standard, will commit to a higher level than the supervisor expects.  Make sure there are clear measures of these agreed standards so that the employee can self-monitor results and report back on a regular basis.

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3)  Follow up daily, weekly or monthly on measurement of standards. 
Frequency of meeting will depend on the degree of supervision appropriate to the situation.  Where results are below standard, identify solutions that both employer and employee can participate in (i.e. job-specific training by employer, self-study or extra care by employee)

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4)  When continued efforts to improve performance are not successful, written discipline is the next step. 
Before meeting, write down a specific list of performance deficiencies including specific examples of each deficiency.  When you are ready for the discipline meeting, keep this list handy and quietly (subtly) "tick off" each item on the list as you discuss with the employee.  This list will help keep you on track, ensure you don't forget anything and will also become your HR documentation if needed later.

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5)  Buy a box of tissues 
Keep them handy in case the employer/employee meeting becomes emotional.  If the employee cries, hand out the tissue(s) and wait......   resume the meeting and complete discussion of the deficiencies when the employee is composed.  


If you cancel the rest of the meeting once crying commences, you will have to redo the discipline discussion all over again at a later time -- it's better to complete all of the issues in one meeting and get the pain over with. 

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6)  Conclude the meeting with a solution and action plan with dates for followup. 
This is usually a list of performance standards to remain employed (stated to the employee in a letter).  

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7)  Have a Plan B in the back of your mind, in case an employee is beligerent or insubordinate. 
There will be situations where an employee will never admit performance problems or who, by the end of the meeting, you will realize they are "unsalvageable" in terms of ever getting to required performance levels.  In these more severe cases, having a more serious discussion about termination or resignation can be appropriate.  You may also keep a termination letter handy (with researched severance options etc), to be presented only in a worst case scenario - this can save you the difficulty of rescheduling a separate termination meeting later. 

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Where possible, work on training, clear expectations and ways to salvage employees - this is the mark of true leadership!

5 Key Ingredients for Success -- in Sports and Business

The following tips come from a sports coach at Shelby High School in Montana, Ray Wanty.  Ray distilled his learning and coaching of successful athletes into 5 key elements.  I think these 5 key elements apply equally to business, and even to overall personal success.  Consider them and see if you agree:

The Level of  Our Success is Dependent on…

1. The Daily Habits We Create
     - am I creating good habits? 
     - am I getting rid of bad habits?
     - do I add new habits regularly that keep me growing and developing?
     ... my daily habits become the core expression of who I am

2. Our Most Dominant Thoughts
     - my thoughts drive my feelings, which drive my behavior
     - positive thoughts will keep me upbeat
     - I need to control and focus the "channels" in my brain
     ... my thoughts eventually become my beliefs and my behavior and my destiny

3. How Well We Serve Others
     - my interaction with others builds my own network and support system
     - my service to others builds my esteem and credibility
     ... my behavior in my community establishes my reputation and esteem

4. The Amount of Sincere Gratitude You Show
     - my sincerity and gratitude provide opportunity for leadership
     - my sincerity and gratitude allow me to fully enjoy my successes
     ... my sincerity and gratitude will build and strengthen my relationships

5. The Level of Commitment Towards Your Passion (Singleness of Purpose)
     - Commitment to my passion helps me remain focused on the end goal
     - Commitment to my passion heps me fend of distractions
     - Commitment to my passion increases my speed of success
     ... Commitment and Singleness of Purpose is the ingredient that links my thoughts, behaviors, support systems and relationships together to attain success

Leaders Cannot Be Blamers: 3 Things - guest post by QAspire

The true test of a leader is when things don’t go as planned. Worst yet, when things fail.

In an organizational context, I have seen so many leaders who drive the project/initiative right from the beginning – yet when the project fails, they blame others. They blame senior management, the organization culture, their own team members and sometimes even the customers. It tells me something – if you decide that you want to blame “others”, you will invariably find those “others”. That is an easy choice, and the one that puts everyone down.

When leaders indulge into the blame game, they lose respect because they throw a negative vibe around. This vibe is powerful (and sometimes even viral), because it comes from someone who is supposed to be a leader. It spreads fast, harms reputation of leader and culture of the organization on a longer run.

If you are a leader at any level, here are three things worth noting:

• Blaming is easy but taking responsibility, learning from mistakes and implementing those lessons to improve constantly is difficult. It is these difficult things that makes a real leader. Similarly, for an organization, building a culture where people are not afraid of taking responsibility is critical.
• Leaders need to watch and choose their words. Every conversation with others is an opportunity to make a difference. When you talk negative, focus too much on problems and blame others, you are missing the opportunity.
• Leadership is about using “we” language more than “I versus them”, and that kind of leadership owns the failures as much as they own their successes. It is about celebrating the contributions from each team member when team succeeds, and take collective ownership of failures, learn from them and improve. It is also about knowing when to step up and take the lead, versus when to step down and let people perform.

Bottom line:

Leadership is not just about enjoying the fruits of success. It comes with a fair share of failures as well. We cannot be the leaders who blame others.

   
http://qaspire.com/blog/2011/03/07/leaders-cannot-be-blamers-3-things/      posted Mar 6.2011

Nightmare team projects - tips to "turnaround" into success

My worst team project ever turned into my most successful accomplishment.  How?  By rebuilding the group into a great team! 

A DAUNTING TASK +  IMMOVABLE DEADLINE



Here was the recipe we started with:

- a daunting task never-before accomplished in our business or industry,

- an immovable deadline (failure could sink the business),

- a team of intense, diverse individuals who fought, stormed and drove each other crazy.  

Imagine the following individuals (identities have been changed to protect privacy):

Chris - a.k.a. "Eeyore", the gloom and doom guy.  Slow but thorough in his work.  Knows operational issues within the company better than most.



Sandy - a.k.a. "Gerbil on speed" - talks forty miles a minute, thinks even faster.  Easily annoyed by people who cannot keep up to her trail of thought.  New to the company but quick to understand and improve processes.

Jerry - a.k.a. The Comic with a strange, warped sense of humor.  Giggles  and offers humorous (or not so humorous) commentary without mercy until the group cannot stand it.  Very high technical skills, can troubleshoot anything in the business.

Alex - Social butterfly.  Loves coming to work, but gets little done because of time spent walking around and chatting.  Good understanding of market issues which could impact the project.

Ryan - Control freek.  Project leader in charge of making the objectives on a very tight deadline with the above individuals, who are the only "experts" in the particular areas needed on the project.



Month 1 - the group worked on this project 50% of their time.  They spent every afternoon in month 1 formulating a critical path timeline with key milestones.   Ryan (the leader) was late to most meetings, building resentment in the group for wasting their time.  Within 2 weeks, every individual had complained about other team members to anyone in the company who would listen.

.......time for group dynamics review: 

1) admit breakdown within the group

 - gain acknowledgement from all group members of frustration

 - identify key frustrations and areas of breakdown

 - group identified frustrations into "themes"

2) review end vision and goals to ensure all group members agree

- identify "gaps" in vision

- brainstorm solutions to gaps

- conclude with all group member on the same page for the "final vision"

3) have the group set its own ground rules of behavior

      - attend meetings on time - personal commitment

      - come prepared with all relevant materials

      - don't commit to more than you can deliver

      - acknowledge the others' contributions

      - agrue respectfully if you disagree with an approach

      - bring solutions not complaints to the group

      - MRI (most respectful interpretation) used at all times

4) identify group members' strengths and contributions

     - senior leaders regrouped with the team in a teambuilding setting

     - senior leaders identified each group member's unique contribution to the team

     - team members each acknowledged their own individual styles and the advantages of the group's diversity

This DISC evaluation process helped "restart" the project - members refocused on the end goal, learned to appreciate team members' differences and were able to gain traction in their execution of the project plan.  
Bottom line: don't forget to deal with the people issues on your project - they are the key to your eventual success!

Business Introductions - add value to your own business network

Building a network of business contacts takes time and patience.  One great way to expand your network is to add "introductions" to your regular routine. 

1) Utilize business cards - when you meet someone interesting, ask for their card and jot a comment or two on the back regarding the conversation / issue / opportunity:

 

USE BUSINESS CARDS TO STRENGTHEN RELATIONSHIPS



2) expand your electronic contact list, add new business cards into natural groupings (by interest, business opportunity, etc).  Make notes of issues, interests and possible introductions where possible

3) use a business card scanner to easily enter your business contact information electronically.  Technology has made these card readers easily accessible and useable for very reasonable prices at office supply stores.

4) when you meet someone who would benefit from an introduction to another contact, ask their permission to provide an introduction -- note the "introduction" opportunity on the back of their business card to jog your memory later.

5) link up two or more individuals who may have a mutual benefit by email:

   "Joe, I met Suzie Cue, who is an entrepreneur in the same business you are.  She has some interesting marketing ideas that you might also benefit from.  Suzie, I have known Joe Shmoe for 10 years and he runs a great small business in XYZ community.  I think you two would enjoy meeting over coffee to discuss common business interests.  Please consider this an introduction to both of you.  your emails are as follows:

    joeshmoe@anyweb.com   suziecue@bizzness.com "

I have made an effort to facilitate at least 2 or 3 introduction per month.  Over the years, I have had many thank you's from those folks I have introduced - and some great stories of new opportunities and alliances formed.   What a great feeling to know you have positively impacted other businesses in your circle of colleagues!

Listening - the lost art that improves results

Smart people talk fast and think fast.  Often, they struggle to "slow down" and LISTEN.

A wise CEO once told me that enthusiastic employees (especially smart ones) are often so busy thinking forward to plan a response that they are not hearing the conversation of the moment, and miss key points or issues in a given situation. 

How does one stay "in the moment" and really hear the full conversation?  This is a skill that can be practiced. 

1) Prepare your mind ahead of time, stop all non-relevant activities before your conversation begins.

2) Mentally review the topic or subject matter beforehand -- also consider your audience - who are you listening to?  do you know the details or background of the issue at hand?

3) Maintain eye contact at all times, try to focus on the key points of the conversation - show the speaker that you are sincerely interested and fully engaged in the conversation

4) When your mind wanders, gently bring it back to the present moment, to the key points of conversation.  Keep repeating this behavior and you will improve your concentration ability

5) Avoid distractions - position yourself away from noisy areas and known distractions

6) Acknowledge any emotional reactions from the speaker - anger, sadness etc. 

7) Remain calm yourself, particularly if you are emotional about the topic.  One trick?  Breathe slowly and focus on calm, slow breaths as you watch your speaker.  Remember that you are there to listen and understand, not to respond emotionally.

8) Repeat back the essential points of the discussion - the speaker will feel "heard" and "listened to".    Difficult situations can be diffused simply by allowing the speaker to vent and be acknowledged.

9) Use non-verbal signals to acknowledge your speaker (nod your head, lean forward, smile, etc)

10) Stay neutral - try not to formulate a "position" that agrees or disagrees - simply encourage the full exploration of the issue / train of thought

Career Acceleration: 4 Essential Elements (pt4: the 4-eye'd employee)

The following is based on a presentation made to the UBCO (University of British Columbia Okanagan) female business students affiliated with the Sauder School of Business on January 28, 2011. (Presenters: Meryle Corbett, CMA,FCMA CFO of Kelowna Flightcraft Group of Companies; and Paulette Rennie, President of ValleyFirst Credit Union)

What strategies will make YOU successful in business? A group of C-suite executives agreed that the key to a rising business career includes four main characteristics. They are described below in our series, "The 4-eyed employee" :

So what are we talking about? The first "eye" or "I" attribute is the underlying foundation for business success:

INTELLIGENCE

The second "eye" or "I" attribute is the secret to longevity in your career:

INTEGRITY

The third "eye" or "I" attribute is the driver of where and how far you go:

INITIATIVE

The fourth "eye" or "I" attribute is the attribute that will accelerate your accomplishments:

INTUITION

This is the magic ingredient that makes careers soar!  Even though you can be intelligent, of the highest integrity and a great worker with lots of initiative, sometimes it's a combination of luck, timing and "street smarts" that will make your career take off.

a) Read body language and get to know your customer / boss / client

One great style assessment tool is the DISC model:  Dominance, Influence, Steadiness, Compliance.    Are you task-oriented, needing a high level of control over your world?  Are you a relationship-based consensus builder?  Are you an analyzer preferring routine activity?  are you most comfortable with rules and regulations and heavy structure?    Do you have problems relating to peers because their style is different than yours?  Do you have problems with team members  or subordinates "clashing"?

The DISC assessment tool enables individuals to view their leadership and business style in a comparative way to others, and offers solutions to help them leverage their own styles to work most effectively with others.  Learning how to read your audience can enable higher levels of success.  

b) Use your right-brain creative side as well as your left-brain logic. 

Career Acceleration: 4 Essential Elements (pt 3, the 4-eye'd employee)

The following is based on a presentation made to the UBCO (University of British Columbia Okanagan) female business students affiliated with the Sauder School of Business on January 28, 2011. (Presenters: Meryle Corbett, CMA,FCMA CFO of Kelowna Flightcraft Group of Companies; and Paulette Rennie, President of ValleyFirst Credit Union)

What strategies will make YOU successful in business? A group of C-suite executives agreed that the key to a rising business career includes four main characteristics. They are described below in our series, "The 4-eyed employee" :

So what are we talking about? The first "eye" or "I" attribute is the underlying foundation for business success:
INTELLIGENCE
The second "eye" or "I" attribute is the key to career longevity:
INTEGRITY
The third "eye" or "I" attribute is the secret to how far your career will rise:
INITIATIVE
1) Stand out from the pack:  Produce  at least 10% more than your competitors
You need to position yourself above the crowd in order to accelerate your career.  This means getting noticed by management for producing results superior to your competitors.
     - quantity of work is higher - find scalable improvements, efficiencies that save time
     - quality of work is superior - what makes a boss notice you and your work?
     - deliver more than is expected - anticipate what your boss will ask or need
If you can find a way to be seen as "above the crowd", you are on your way to winning promotions and moving up the career ladder.

2) "Results" are more valued by management than just "Effort"
Think about it:  if one employee puts in 50% more effort but delivers the same results as the average employee, he/she is inefficient compared to the others.  In fact, this inefficiency is probably even costing the company overtime.  RESULTS are what count in the long run and what get you noticed in the workplace.  

Career Acceleration: 4 Essential Elements (pt 2, the 4-eye'd employee)

The following is based on a presentation made to the UBCO (University of British Columbia Okanagan) female business students affiliated with the Sauder School of Business on January 28, 2011. (Presenters: Meryle Corbett, CMA,FCMA CFO of Kelowna Flightcraft Group of Companies; and Paulette Rennie, President of ValleyFirst Credit Union)

What strategies will make YOU successful in business? A group of C-suite executives agreed that the key to a rising business career includes four main characteristics. They are described below in our series, "The 4-eyed employee" :

So what are we talking about? The first "eye" or "I" attribute is the underlying foundation for business success:

INTELLIGENCE

The second "eye" or "I" attribute is the underlying foundation for business success:INTEGRITY

1) Your Reputation is Forever - you own it (no one else)!!
Your reputation is your own personal brand. How you develop and nurture it is totally up to you. Large corporations are increasingly protective of their brand an reputation - the latest trends in risk management are related to "reputation risk". 

                                                                                                                

I learned a great lesson early in my career when I had a choice to exercise a little-known clause in a contract that was to my company's advantage and the supplier's disadvantage. The spirit and intent of this contract did not intend to provide such a favorable advantage to my company, and would have been a significant "sore point" in the supplier's view. My choice? Exercise the clause and make a few more dollars, or forego the clause to keep the longer term relationship.

Have your own moral dilemma? consider the impact of your options in the next 10 minutes, the next 10 months, and the next 10 years before you make your final decision (click here to see the book by Suzy Welch, 10-10-10)

2) Take the "high road" - it will pay off later!
There will be moments in your career when you are the object of gossip or nasty politics. Sometimes our first reaction is to "fight back" and knock down our opponent regardless of the impact on others.

a) What goes around comes around:

A former colleague of mine gained a reputation as a tough-minded negotiator who loved to find weakness and then exploit it to the maximum. Deals were a game, and he had no mercy dealing with staff, nearly always leaving them frustrated or in tears. After a few years, people hated to deal with him. Eventually he moved on to another company and I have heard that many former colleagues have declined to do future business with him.

Here is a great book about eradicating negative people in the workforce:      

The No Asshole Rule-Civilized Workplace Surviving 

Career Acceleration: 4 Essential Elements (pt 1, the 4-eyed employee)

The following is based on a presentation made to the UBCO (University of British Columbia Okanagan) female business students affiliated with the Sauder School of Business on January 28, 2011.    (Presenters, Meryle Corbett, CMA,FCMA, CFO at Kelowna Flightcraft Group of Companies; and Paulette Rennie, President of Valley First Credit Union)

What strategies will make YOU successful in business?   A group of C-suite executives agreed that the key to a rising business career includes four main characteristics.  They are described below in our series, "The 4-eyed employee" :

So what are we talking about?  The first "eye" or "I" attribute is the underlying foundation for business success: 

INTELLIGENCE  

 1) Education will amplify your career potential

A degree, diploma or certification will give you the fundamental knowledge in your field to be successful.  

Statistics show higher education leads to higher lifelong earnings.  

My mother always told me "get a career so you never have to rely on a man" -- maybe that comment dates me into that 70's generation, but Mom's advice has served me well over the past 30 years:   I always know I bring a full contribution to the table, both at work and in my relationships.  When I feel my back is against the wall, I still have exit strategies and options.

What's your sentence? ...how will YOU be remembered?

Pay me more, please: Effort vs. Results

Over the years, many employees have expressed unhappiness when they receive an "average" pay increase.

My first question to them is, "Why should you receive a higher increase than the rest of the group?"

The answer?    ... "Because I have worked harder than anybody else".

The dilemma here is this: just because an employee works harder, does not mean he/she creates better results.  In fact, an employee who stays late often, plugs in more hours (but does not complete any more volume of work or add improvement to the business) might be actually more INEFFICIENT.

How does an employer look at compensation?

Confidence

Job References DO count - never burn a bridge!

This week, I've had several scary job reference requests.  Three out of four had an unhappy ending.  So do job references really make a difference?  Listen to 4 stories and decide for yourself......

He said/She said: differences between the sexes

Are there really differences between male and female when we're working in the office? 

Example:  She sits through the meeting, wanting to make a point about errors and mistakes happening from one particular group.  But because she doesn't want to be perceived as a b**ch, she says to everyone in general, "There are some areas of our business that are making significant mistakes.  We all need to fill out paperwork correctly so we are accurate when paying our invoices."    What the guy (who was actually causing the actual problem) heard?  "There are some areas of our business that are making significant mistakes.  Good thing it's not me."
......moral of the story:   go privately, one-on-one, to the individual and politely explain the IMPACT and RESULTS of making the mistakes.  ASK SPECIFICALLY  for better accuracy and follow-through.   A close guy friend of mine once told me, "We guys are dense and you need to be specific -- do not assume we will fix anything unless you say to our face that it is an issue."

Surviving office overload in 2011

Ever feel like your brain is already drained and it's only 10am in the morning?  In our office, the post-December crush means finishing the financial results for 2010 and then getting ready for auditors.   Spreadsheets, journal entries, status reports, reconciling calculations, spreadsheets, analyzing the numbers, more spreadsheets.........


So how do you refresh yourself and keep from sinking into a mental fog?   Try one or more of these ideas to shake up the doldrums:


1)   Skip the inter-office mail and take a quick walk to personally "deliver" a document from your out-basket.  You can add a quick verbal comment and "context" about the document to your intended recipient -- saves them time and gives you a mental break


2)   Turn on a music channel for background on your computer (quiet, though, so you don't disturb your neighbours!)


3)   Stand up and stretch, then pop a couple of TicTac mints from a stash in your desk (yes, we all have a stash of goodies in our desk, don't we?).  This will shift your environment and liven different sensors in your brain.


4)   Walk to the water cooler and top up your glass with water, and even add a flavor packet like Crystal Lite.   While you are up from your desk, do a few arm or leg stretches.  When you get back to your desk, check your email or return a phone call to change up your routine.


5)   Sort your desk into piles of work:
       "A" pile is the most critical (must be done today),
       "B" pile is important (could be delayed to end of the week)
       "C" pile (nice to do or small quick items,with no deadlines expected). 
Then process ONE THING in any pile that has been annoying you or that you have been avoiding completing.  You will feel so much better getting organized and removing irritations off your desk!  After that, focus on the A pile first for the rest of the day.