Retired Guy Series Update: Last One for 2011

Dec29
2011 Leave a Comment Written by Steve

The past month, I have been hit by email updates about what am I up to. Someone actually wrote to say, why no update to the Retired Guy series. I am shocked… I really did not think that people actually read those. At least there are a few. Now is the time to update..

From the personal side:

  • The hip replacement has gone as planned. Everything is healing as expected. The physical therapist is happy with the progress. It is looking like I should be able to get back in the gym within a week or two. Just in time for me to work on getting some of the weight off, from sitting around during the holidays.
  • Thanksgiving and Hanukah went well. Getting together with family and friends is something special every time we do it. Watching the grand daughter’s open up their presents is always a delight. Those faces light up!
  • Holiday and birthday parties. Our house was used for Haley Elementary staff holiday party! The weather sucked that day, by Arizona standards. It was rainy and cold, which took the party to the inside. There were 69 or so folks at this one. My wife did an amazing job! The other party was for my grand daughter, Melia, she turned 3. My daughter decided to use our backyard for their party. Both were awesome events.
  • We are in the middle of some projects at home. House painting (inside) is underway. Since I am not able to really do the painting, I am having some amazing people do the painting. They are doing a very nice job (and they are extremely clean about it).

From my other activities:

  • I continue to take care of the Haley Elementary Facebook page. We are starting to really see some traction from the parents and teachers on using this for events. The calendar is working out great. We continue to add photos as well. The other day, one of the local newspapers started to share our information out.
  • We are in the last couple of days left in 2011 and Az4Education is busy working on getting the last bit of charitable donations by the end of the year. So, if you are in Arizona and what to help a student out – check us out!
  • I continue to look for my “second” career. With the end of the year, I am starting to notice more jobs opening up. Some of them have definitely caught my attention. Submitted a few job applications to those. We will see what happens.
  • Got together with some of my old co-workers. I definitely enjoy meeting up and catching up with those people. They are great friends. We talked about everything under the sun. Some of the topics were No Pants, good times, plans for the future, help needed and just general BS. It was all good stuff.

From the Blog side:

  • I am working on changing the theme. It is time. I have narrowed my choices down. I am deciding between the Thesis or Genesis Themes. Anyone have a preference? Remember, I am a novice at making changes…
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New Year, What Are You Going To Do Different?

Dec28
2011 Leave a Comment Written by Steve

It is that time of year where we are start to think about what our new year’s resolutions are going to be. There are those that are personal, like losing weight, exercising more, taking better care of yourself, being nicer to those that you love and smiling more. Those are pretty standard stuff… My list is:

  • Taking care of myself. I know that I need to do this, as I am not getting any younger. My adult children, remind me about all of the new parts I have and I need to do a better job of not needing anymore. They are right!
  • Losing some weight. Goal this time is about 15 pounds. I put on some weight late in this past year, hip surgery and not being able to go to the gym have that effect.
  • Getting back on my gym routine. The middle of January, I should be released from my hip replacement. Physical therapy is going well!
  • Smile more! Do what makes me “happy.” Spending more time with family. Need to get more hugs from my grand daughters.

How many folks make professional resolutions? Do you sit down and focus on what you would like to change? I do… These resolutions are different from the stuff that I have to work on within the job. These are the ones that I want to do better in, for me and my team.  I usually write them up and share them with my team. I want them to help me… Makes me feel more accountable. Here is my list:

  • Continue to focus on my volunteer work with Az4Education, Valley Big Brothers, Big Sisters and Haley Elementary. I would like to add one more to my list – So, searching for that non-profit that I can either volunteer or work for…
  • Start writing my manifesto. I have been talking about this and really need to do it! I have a couple of folks that have asked. Time to stop talking and deliverable. Getting stuff done.
  • There are more coming…

What are you thinking about? Care to share?

 

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Best Week of the Year, Productivity Wise

Dec26
2011 Leave a Comment Written by Steve

When I was working for a large enterprise, I used to love coming into work the week after Christmas. Why? Simply put, there were very few folks around. Seems like everyone loves to take that last week off to spend time with the family or just relax. Me, I went into the office for one thing… To get stuff done! Why? Far fewer distractions. With most of the office staff off, the cube farm was extremely quiet. With most of my team out, I had less to keep up on. Giving more time for me to get manager stuff done. No due dates were ever place on the last week of the year. Sounds silly, but review almost all of the stuff that you ever had to get done. Did it ever fall on the last week of the year? Again, more “free” time to get the other stuff done.

What I used to focus on that last week of the year!

  • Employee performance appraisals. If your company uses a review system, this is the week to really sit down and focus on the overall performance of your employees. Quiet time in the office – is a wonderful time to sit and think, jot down some notes on each employee (accomplishments, strengths and areas to work on).
  • Next years plan in more detail. I used to have to submit my yearly plan around Oct of the year before. Usually by the end of the year, you would receive your budget and such. Use this week to really lay out the upcoming years plans, expectations and goals in a rev. 0 fashion. Once everyone is back, go over the rev 0 plan and firm it up with your teams inputs.
  • Reflect back on the past year. Write done the accomplishments and successes that your team and you have done. Share it with the team with a nice thank-you note (it should be in their inbox when they come in).  I would send off this to my manager, to share what the team has done. Most managers, would copy all and add their thanks to the team as well!

What would you do with this week?

I truly enjoyed going into the office! The stuff that I got done was important to me and my team.

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So You Can Judge Talent?

Dec19
2011 2 Comments Written by Steve

Talent can be judged? Think back to a time when you thought this person was going to be the cat’s meow, did they end up that way? I always thought that I could judge talent. Pick the raising star from a herd of folks! Well, it is amazing how many times I have gotten it wrong. Why? When you are judging talent, you put forth your bias toward the folks. You may find a person that is a younger version of yourself and think, well, that is the star. Take a look at the criteria that you are using to judge. Is it really fresh? Does it cover everything? Probably not. I was asked to judge a Spelling Bee for a local elementary school. I thought way not test out to see if I could pick the winner after sizing up the 12 participants. I watched and listened as they were getting ready to start (using my filters to see which one would stand out). Once again, I did not do well.

Since I normally would get it wrong, I stopped really judging and just let the work define the person. It is easier to focus my attention on the team and the folks that are the real talent will raise to the top. Set up an environment where those folks can flourish. How is that?

  • Teamwork: As the manager you need to set up a truly team atmosphere.  Have it be a collective group, that works on the complete picture. I like to involve everyone in the setting of goals, timelines and have them work together to achieve those amazing results. There are many traps to watch out for… So, it takes a lot of effort on the managers part to make sure everyone is aligned and moving in the same direction.
  • Diversity: It is something that is talked about a lot. Some folks think of this as only the different cultures, but it can include age. Make sure that when you are hiring that you keep in mind, your team. If you already have a very mature team, maybe hiring someone younger or fresh out of school – can help add to the team. You have to be willing to take chances to make the team better.
  • 8-5, no way: Don’t know any other way to put this category, it is not about being in the office from 8-5, Monday thru Friday. It is about getting the work “DONE.” It is simply about the productivity of each individual and the team as a whole. I used to have status review meetings that were about 20 minutes long. It was a simple way for the team to keep an eye on the work. Work that they knew would be coming their way and when.. Work that they could help out another, if needed. As a manager, it is great to witness the team helping each other. Mandatory hours don’t really work…
  • Set stretch goals: When the team has worked out their plan and timelines – add a stretch goal. Everyone loves challenges. When you set up the stretch goal remember to not do it every single time. Do it on those particular important ones, that could be a breakthrough or a key deliverable to help the larger organization win big. I have found that all teams, love to win big. Some pretty amazing outcomes have happened from a stretch goal that was extremely visible to the organization.

Once the environment is set, you can watch your people grow. For those that still like to judge talent and make assumptions on who is that star.. Did the star rise? Did someone else really step up? How  about the team? I have found some pretty incredible people that would have gone unnoticed if I stuck to my first impressions. I would rather have all or almost all of the team be stars… It is the team environment that you set up that is better than just your judgment.

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When Approached, What Would You Do?

Dec15
2011 1 Comment Written by Steve

How many times has this happened to you or maybe someone you know? There is a particular opening in your overall organization and the manager of said opening approaches you and asks, “You are going to apply for that manager opening, right?” You knew about the opening, so that is no surprise. You know the department and some of the people on the team. You are put on the spot by the question. What do you answer? Probably the easiest answer off the top of the head is, “sure, I am going to apply.” How about, “let me think about it some and I will let you know.” Or maybe, “thanks, but I really don’t think this is the right position at this particular time.” There really are only three choices, yes, no or maybe (how you wrap them, is up to you).

If you are like most people, you probably said, “yes, of course.” Manager leaves and you sit back and think about what you just had done. Do you really want to take on that manager role? You start thinking deeper on the subject.  You also start thinking about is there going to be interviews or were you contacted because you are going to get “tagged” for the position. Either way you are just thinking.. Sometimes those thoughts lead you to this is really the right time, right opportunity and that you really want to take on the position. On the other hand, the deeper thoughts really have you thinking that this is not the opportunity for you. The very next thought goes to, “What am I going to tell the manager?” You start to think that maybe the best answer was, let me think about it and I will get back to you.

Well, if your decision is to not go forward. Time to let the manager know. The sooner the better. Be prepared to answer a follow-on question, “why the change of heart?”

If you want the position, update your resume and start thinking about what you would do if you are awarded the position. When I am helping others with this step, I listen to what they think is going on with the position and how they can really make a difference. I just say to them, “you have the makings of a very passionate answer to the why do you want this position question.” Refine it! If you are like me, you probably have already started to think about what the first steps are going to be.

  • No longer than a 30 Day Plan: Meeting the team, customers and stakeholders. Getting an overall impression on how the team is doing. Watching how the work is accomplished. Looking for key missing ingredients that maybe missing in the process, planning and execution. At the very end, drawing up you initial asset.
  • Day 31 – meeting with your manager on you particular thoughts on planning what is going to happen next. Call out any help needed from the manager. Ask the question, manager did others from the team apply for the position of manager as well? Just need to know who or whom. How you deal individually with them will be different.
  • Start working with the team on your overall feedback you have received and maybe some thoughts on what is next. Work with the team to develop a 90 day action plan. Put some stuff out there (that you see or heard) and how would the team address. If the team struggles with doing this, facilitate the process (help them).What you want is a solid team developed 90 day action plan.
  • Keep on eye on the 90 day action plan! Keep it in front of you, your  team and your manager. Need to hold each other accountable. Review the complete 90 day plan at the end – show successes… Work on the next window (I like 90 days).

What would you do?

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Collaborative Problem Solving

Dec07
2011 Leave a Comment Written by Steve

I found a post from a couple of years ago, that I wrote inside of my past employer that I thought would be a good one here. Of course, I have updated it some! When you think about collaborative problem solving you think of trying to herd cats to accomplish fixing something or maybe you welcome the opportunity to get the collective team together to fix something. How well does collective problem solving work for you? For me, early on in my career, I used to get a mixed bag of results. I sometimes welcomed or dreaded using collaborative problem solving. Why? Simply put the barrier of success could be me or you or someone on the team. Think back to the problem – was it really a problem or maybe an individual made it a problem? Add more people into the mix, the problem can really be far from really what is happening. So, what do you do??

Keep the focus on the simply on the problem. Of course, that means that you and the team need to spend sometime truly identifying the problem. Clearly and concisely as possible. Identify the gap on what is happening and what should be happening. Define that desired state! First step in collaborative here is getting agreement on the problem. Once agreed upon, write it down – keep it visible.

Problem must matter! Above you got agreement on the problem, that is a powerful first step. Getting the team to really focus on what the expected outcome will be and how great it will be for them will add a layer of frosting on the teams cake. Some of the team may agree on the problem and just go about doing the same old stuff (status quo), but keep the focused on the why and benefits will keep them from the status quo.

Let team discuss concerns and potential barriers. Giving the team an opportunity to put forth all of the concerns (some of that will be their personal agenda) and desired outcomes gives everyone a clear view. So, create that safe environment to get people talking.  If everyone was just to let the team lead do everything from identifying the problem, why and desired outcome – nothing will change. Get everyone involved, actively involved.

Get everyone on board. I know this seems like just me summarizing what was above. Think about it awhile… If you are the leader of the team, this area is going to be the toughest for you. Your team may say that they are on board. They may even give it a try. Actions speak! Watch closely for individuals that a still posturing or holding out for their solution. Be ready to act on your part quickly. Remember this is the whole team.

Over the years, I have seen better results when I apply the above. Is it completely successful? Not really. Collaborative problem solving is difficult and requires time and effort. When collaborative problem solving is done right, it is a very powerful tool. It also, demonstrates to the complete team that they are a high performing team…

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We Have Entered – The Thankful Season

Nov30
2011 Leave a Comment Written by Steve

I truly enjoy this time of the year. It is the holiday season for thinking about the year and what are you truly thankful for. For me, as a manager, I used this time to think back over the year and reflect on everything. I used to write down into three lists (Good, Bad and Just Ugly) how things went, how the team performed, how we learned, how we had grown and who had done an outstanding job. Sitting down reflecting is something that people talk about as a necessity, but rarely really do it (well). Writing it down, makes you really think about those situations. You have to ask questions like was this positive, did it have significant impact, what was learned and so on… For my teams, I usually ask them to do the same thing. It is nice to use, as a team building exercise for a pot luck or team dinner. Everyone gets an opportunity to share their observations.

Looking at the list can be a very eye opening experience. You can see trends for the year, that maybe while you were in the thick of things – just did not notice. I have seen growth within my teams in some areas that I would have guessed were not strengths. I also can notice if my team is slipping. I can notice the folks that really have stepped up and done some pretty incredible things.

“Seeing” is just part of what you should do… Next comes actions – you know the “doing” part. I like to send personal notes to the folks that have really stepped up. Let them know that I am thankful for those actions (spell them out in the note) that they had take. If you noticed, you should say something. From the team’s standpoint – I like to look at those trends and identify training or team building activities that can help our team grow next year. When the team does the same reflection, it is powerful stuff – when we pretty much notice the same areas. Now we have the complete team looking objectively, and we can put in place some solid plans for improvement.

Here is your assignment:

  • Sit in a quiet place. Just you, your paper, pencil (or pen) and your thoughts.
  • Reflect back on your year… What was the good? What was not so good or What could be better? Who really stepped up and did some incredible stuff?
  • Once you feel you have captured everything. Reread them each and look for trends and opportunities that must be taken.
  • Develop your plans for next year!

If you are a manager, if you feel comfortable, ask you team to do the same exercise (for themselves and the team as a whole). As the manager, you can have your team share their thoughts and reflections on the team. Then develop the team plans after all your data is received. I typically have the team use their personal reflection for their performance appraisal and development plans.

Let me know how it goes?

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Observation: Generations Are Different

Nov22
2011 Leave a Comment Written by Steve

This week is Thanksgiving. For me, it is time to spend with family and friends. As part of preparations for Thanksgiving, my wife started the self-cleaning setting on the oven. The smell of that working, just drove me out of the house. So, I went to my usual spots that offer free wifi by the house (Starbucks and Basha’s). I had plenty of time to sit and observe people. I enjoy people watching!

Today was an outstanding day for it. At the local Starbucks there were lines both in the drive thru and inside. I just sat and watch the interaction around me. Since the lines were not going down (more people just kept coming in), I went to a different area of the shopping center, Basha Grocery. Another place that was pretty full in the sitting area. I pulled up a spot on the counter and observed there. What I was watching was the different generations and how they go about their morning routine.

Inside Starbucks, they were pretty full with generation X and Y folks. A few boomers were in the house, but very few. Watching the folks interact definitely demonstrates the difference within the generation. Most of the X’ers were busy discussing with each other how long the lines were, how much they were looking forward to Thanksgiving and how bad the economy and the political leadership was doing. There were a few of them busy working away on their laptops. I noticed email mostly.  The Y’s were busy too, they did not share many words with anyone. They were busy using their smart phones to stay on top of things. In fact, one mother said to her daughter, “will you put that thing down, all you ever do is use that thing 24×7.” The reply back was pretty good, “well, you are communicating with your friends and so am I – they are just not here.”

When I was in Basha’s, the crowd was definitely different. The folks that hang out there in the morning are mostly baby boomers. They were drinking their Starbucks and having donuts. They spent most of their time talking with whoever passed by. Many of them were sitting by themselves and were just reading the paper or sitting in silence until someone walked by. It was definitely a gathering place for them. Their conversations were centered on health, family and worries about social security.

When you are out and about, take some time to just observe people. Look at the difference of folks, like age, and how they interact differently. This will help you interact better with them. When I was in Basha’s, I said hello a lot. I needed to be prepared to have discussions with folks that I just did not know. We talked about everything and anything. In Starbucks, it was bit different. For most of the folks, they just looked at me and moved on with their morning routine. For the some of the Y’s, they would see my laptop and smart phone, and would stop to say hi. I just needed to have some of their “toys” to seem to fit in.

Communicating with the different generations is sometimes difficult. When I was with the boomers (my peeps), they settled to hear a bit but their stories were really good. The generation X folks, they were the one group that did not open up. They pretty much kept to themselves. For the generation Y folks, they opened up pretty easy (once they saw my toys) and we had some really good technology discussions. They focused on what I use, what they use and were open to trying new things. Overall, it was a great morning!

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Job Search: My Point of View

Nov18
2011 4 Comments Written by Steve

Some of you know that I have decided that retiring at this time of my life, is not for me. Still have plenty of time left on for a solid second career. I have read plenty about the state of the economy and the job market out there. For me, I have been isolated from that because I worked at my last place of employment for 28+ years. My journey to starting that second career has been an eye opening experience.

How so:

  • 40 is the old 50: Back in the day, people in their 50′s used to find employment difficult. My research has indicated that the threshold has moved to 40′s. So, for me just tipped into his 50′s, I get to face a bigger challenge.
  • Don’t think that your old paycheck is going to be your new paycheck:  For anyone that thinks that they are going to see more (or even about the same), you better check your expectations at the door. I met a few folks in my networking that complained that they were offered positions that were $20K less than they made doing exactly the same thing they were doing at their last place of employment. I never thought that I would be making the same amount of money I was, that would be expecting too much. I do expect to get a fair wage for the work that I am going to be asked to do. Nothing more! I have done the research on-line  and feel comfortable with the salary expectations that I will likely see.
  • Experience is key: I have had a diverse background within those 28 years, but even that sometimes excludes me from working in a different industry than before. Since I was in corporate America, I am less likely to get a social sector job. Since I was in manufacturing of semi-conductors, I am less likely to get a manufacturing job in pharmaceuticals. Since I was have management experience in information technology, I am less likely to get a management position in call centers, warehouse operations or logistics. I know this from the simple email back on my resume, “you don’t have experience in XXX.” I did not have experience in those areas before I started either.. I can learn, I can take the experiences that I do have and apply and adapt. I am a bright and capable person.
  • There is a black hole in cyberspace: No matter how many times you apply there will be times that you just will not  get an answer. I am not sure that the job application and submittal system the companies are using work as they should. Since most have some sort of automated system, you would think you would get a message that informs you of status. Have your application, reviewing your application and rejecting application. I have seen the received message from many of the applications I have submitted. After that, well, what for it; nothing.

So, what to do:

  • Get out and make contact with hiring companies: Linkedin does a pretty good job of contacting your network to job openings. They even have recommendations for who in your network that can potential help with the hiring manager. I have done a little digging and have been able to actually reach out and touch folks. The are so many social tools that can help you. Some would say this seems like stalking, not if you do it right. Reaching out in a professional manner about potential openings or even openings that you have seen could help you get passed the black hole.
  • Don’t act your age: Stereotypes are out there for a reason, well most of the time. If you are older, than don’t act older. Have the energy and drive that the hiring folks are looking for. Get formal with the new social tools and network. Don’t think that they will come to you. You have to want it! I have heard from some of my friends my age that it is tough out there, those younger job applicants are stealing all the jobs. Well, if you want to beat them, than you better act like them (and you have one better – you have the experience to back it up).

I have been fortunate enough to get passed the black hole a few times. I have been called for interviews! Nothing sounds better than hearing a voice on the other end, ask you if you would like to come in an interview for the position you have applied for. You pretty much walk on the clouds after that call. Reality starts to set in.. Time to get prepared. Clothes all dry cleaned? Haircut? Research the position? Company? Get your questions in order? Get prepared! The last couple of times, I have made it to the short-list of candidates (more interviews). Then you sit and wait for a decision to be made and hopefully in your favor. I still have not gotten that message that says – “Congrats – we would like to hire you.” I will keep on trying.

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Leadership Lessons from College Football

Nov11
2011 1 Comment Written by Steve

Over the past few years, we all have read the disturbing news about college football programs in the middle of a scandals. The latest one is Penn State. I never want to kick a person when they are down or perceived to be down. That is not my style. What kicked off this scandal is the worst thing imaginable. I have coached youth sports for most of my adult life and when I hear what happened, it make my stomach turn. Just terrible! I hope that the alleged victim’s get all of the help they need to get over these horrific acts. My intention is not to look at each set of scandals and place blame or point a finger at people. If we learn nothing from what has happened over the past 5 years, we should learn to how to handle leadership within the programs that most of America watches with a passion.

Here are some things that I believe that should be considered:

  • Setting up very discreet reviewed time limits. Most programs or employees have yearly review of performance. I think within that particular review the overall review should not just be able wins, loses and where did you end up within the BCS ranking. It is time to really demonstrate leadership… Develop a package that is about graduation rates, GPA for student athletes, social and moral code of conduct and really focus on life learning. It is all about accountability for everything a program should stand for. These reviews should be tough and really focused.  Stand up and celebrate your successes.. Work on those items that missed the mark.
  • Succession planning. It is time to make sure that within every program there is a real and developed succession plan. Setting up your program and keeping it for the long haul is really how well the program develops the talent that they have and attract. In this day and age, with coaches moving to head coaching positions all over, succession planning could be a difficult task. If you have the right people and take care of them, they will stay. If not, than they will take the lessons learned and apply those to another institution. Which if done right, just means another great program will start up. Everyone wins…
  • Hold everyone (up and down the organization) accountable for the overall organization! For college football, that is being accountable to the university and what the code the university stands for. The football team (players and coaches) are not the university, but need to be a reflection of the university.

It amazes me how many coaches have written books about leadership and then we watch them fall from their soapbox. Ever leader has to take a look deep into themselves and be proud of every aspect of their actions. From all indications, coach Wooden was spot on in his teachings and actions. That is one example that I have modeled my coaching after. Don’t get me wrong there are lots of fine examples out there. Some really recent coaches that are doing the right things, right. I just hope that they can keep their course and not let someone or something distract them from complete success.

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