Posts tagged people

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.

Posted in Hockey, Leadership, Observations - Tagged , , , , , , , , , , ,

Leaders Born or Created?

Nov08
2011 2 Comments Written by Steve

The few days back, I saw a tweet go out that asked are leaders born or can they be made. Just two days ago, I overheard a discussion at the local Starbucks on this topic. I have heard many different arguments over the years. I go with both! When I was coaching youth sports, I get the opportunity to witness first hand those young folks that are born into leading. The experience that I am going to share comes from coaching youth hockey ages 7-10. There was always one or two players that just stand out from the other players as leaders. Many of my peer coaches would say that they are their best players and lead by example. Which probably is the case more times than not, but I had a few rare players that were not the best players but were the best communicators and team mates. At those ages, they did not really have any time to learn how to do that, they just did it. It comes natural. When I look back and then look towards today – those leaders are still leaders, just doing it in different places.

I do think that some training and coaching of people to be leaders is possible. In the workplace, you get to interact with many different folks, some standout for their potential in leading a team. From  my experience I have seen both sides of the spectrum. Those folks that have the ability, but really want nothing to do with leading. They prefer to just do what they are doing. Other folks want to be leaders, but frankly, don’t really demonstrate the initial abilities or characteristics necessary. Having discussions with both sets of folks is interesting. For me, I want to make sure that my teams are set up with secession plans. I want to develop my folks to help them achieve their dreams. Here is where I believe that training and mentoring comes into play. Everyone has a blind spot or two that needs attention. When you step into a management role and really want to do well, you need some training. You really need someone to help you with highlighting those blind spots and putting focus on the “right” areas. Training and follow-up will help lessen the blind spot. For me, leadership is something that is a life-long learning experience. There is always something new to learn or find out about yourself.

Leaders need to be honest, have a demonstrated track record of success, be excellent communicators, place an emphasis on serving those they lead, be fluid in their approach, have laser focus with a bias toward action. Some of those items come natural. Others can be helped along. So, when I hear or see that question about are leaders born or created, I go with both…

Posted in Leadership, New To Management - Tagged , , , , ,

Is Your Team Successful?

Nov02
2011 Leave a Comment Written by Steve

One of the most frequently asked questions that I got during my training days of “New to Management” was around how do, as the manager, know if my team is successful or not? Great question for managers to ask. I used to think that I had a good team that was delivering their on the objectives in a timely and cost efficient manner was a very good indicator of how well things were going. Sounds good, but there is so much more. No one every really likes to answer a question with a question, but I wanted to use the complete class to brainstorm what a successful team could look like. Off goes the question… “what is your view of a success team?” Here is what followed..

  • A team that works together to accomplish whatever is set in front of them.
  • A team that works whatever hours are necessary to accomplish their goals.
  • Hitting their numbers, pushing product and doing a quality job.
  • The team gets along.
  • Someone in the team sees a problem and the team handles it.
  • Each member of the team is pulling their own weight.
  • Team is not afraid of failure, as they can accomplish anything they set their mind to it.
  • I as the manager, do not have to be “too” involved. The team understands that they are empowered.
  • Work gets done, on-time and within budget.
  • The team helps each other out.

These all sound pretty good, right? I can remember in my early days as a manager thinking if my team was to accomplish these or a subset of them, I felt pretty good. I used to hear from my management that my team was the best one of all of the teams in the department. That was not enough, as upper management to me, is not there daily or in the trenches when work is getting done.  As I gained more experience with managing teams, I started to really look underneath the surface and see how the team was really working together. Asking myself, how does the team accomplish the work that is set out in front of them? What is the overall commitment level of each and every team member? Do they really work together? What motivates the team members to do new and interesting stuff (innovation)? I started to develop my own scorecard for success of the teams that I led.

  • Getting the work done in a timely and cost effective manner – this still is the overall measure of success. That never changes as this is the most visible to the complete department. Getting your work done. If you don’t you won’t be around much.
  • Gauging the overall free flow of ideas and information – having great discussions about how to improve, how to do stuff better, or what is really happening. Having a team that shares the good, bad and ugly when it comes to team self reflection. Doing this in a constructive and not threatening manner. Working the problem rather than focusing on the individual.  The discussions were pretty lively and listening to them build on each other’s thoughts, made me see that a complete diverse team is better than a set of individual’s. Where I worked we used to do a yearly plan for the upcoming year. I used to include my complete team in this exercise. Set up some basic assumptions (budget and rev 0 goals) and what the team work together to set the plan together. The overall ownership of that plan was strong among the team. I usually had to point out that we must not try to do too much, we realize that year over year stuff happens, we must be flexible.
  • Balanced workload – for all team members. It is an easy thing to say, but in practice very difficult to manage. Here is where the manager really has to know what is going on with each individual on the team. Is there too much work being loaded up on all, too much on a few or not enough on some. The team members want to do a good job, they really want to receive praise and better raises and doing more work than the others seems the easiest way to demonstrate worth. Not good for the team.
  • True development plans in place for everyone. “True” development plans require much work from the individual team member and the manager. The team member needs to be honest in what they want to do, how they do it and what do they want to be when they grow up. What is their passion? The manager than becomes the coach and helps to develop a plan that works for the individual and the team. Sometimes the individual’s passion is not within the team overall direction. The manager has to make sure to balance and do the best in every situation. I have had to help get new positions for my team members to insure that the best of the employee, team, department and company were winning.

Some of these items can be measured by metrics, but most of them are more on how you know the team is doing. Spending time with the team in different ways. Being an observer during meetings – rather than talking 100%. Facilitator during planning meetings – rather than telling what will get done. Walking around the office, listening to the team working together – rather than sitting in your office. Asking questions and listening to the answers – rather than assuming you know what is happening. It is easy to take control as the manager.. You may even think that is why you are the manager. Observe, listen and act when necessary – that is truly what your team wants.

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Retired Guy: Long Time, But…

Oct31
2011 Leave a Comment Written by Steve

I have been neglecting my “Retired Guy” series. When I started this series, I thought it was a way to keep my friends updated on my happening’s. I never thought that I would get much readership. The other day, I got an email asking for an update to what I have been doing. Followed by another one. A direct message came in. Followed by a couple of instant messages. I guess people were reading the series. About time for me to put forth an update. Hope you enjoy!

  • As many know, I decided to have a total hip replacement on my right side on my birthday. Nice present to give yourself. Everyone had fun on Facebook and Twitter with that one. I am so thankful that I have folks around me that keep my spirits high during something like that. My family was completely awesome! To update everyone – I am doing very well. It has been a little over two weeks and I am moving around quite well. Just waiting for my okay to drive.
  • Az4Education is moving ahead full stream. Been busy working to increase visibility and get the word out. We have seen an increase of tax deductible donations. Of course, we would like to see some more. Non-profits are definitely feeling the effect of the economy. We have seen a huge increase in scholarship requests. Our organization would love to give more.. We just need more to give.
  • Took a short break from searching for my “second career” because of the hip replacement. Hip replacement is going well, now it is time to restart that search. I was able to find three positions to apply for. One of them has already scheduled an interview. Still getting positive vibes from applying. Hopefully, I will find that position within a company that fits the both of us. I have so much to give and yet some much to learn.
  • I am still volunteering with Valley of the Sun Big Brothers, Big Sisters.
  • Continuing to be a community member within the Haley Elementary site council. We are focusing on making the community around the school to be the strongest in the district. For my part, I am helping them with using social media to get their message out. This gives me the opportunity to learn and try stuff.
  • Had some interviews with Experience Matters. They just kicked off the very first set of folks that are helping non-profits. Even though I was not selected in the first round, I hope to hear a more positive response when the next group is selected. Giving back is very important to me.

Time is what you make of it. My time over the past month’s has been a bit fragmented. Since my health is in order, it is time to get focused and serious again. Time for me to be all in. Getting out and about…

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Sign of the Times?

Oct25
2011 Leave a Comment Written by Steve

This past month has been a pretty interesting one for me. I have heard and witnessed some things that just make me think, “Do you really mean what you just said?” I am seeing a trend that is making question the overall importance of gathering feedback. I believe that I have had over 5 different occasions of someone that was providing a service say that you will be receiving a survey and please make sure to give me good scores. At first, I just thought maybe the first person, was just trying to be cute and is really warning me that I will be getting a survey (email or call). This happened time and time again… What gives?

Does the company really use the feedback? If their employee’s are already asking or telling to make sure that they get good feedback. What does the company get? Do they really get the right level of feedback from the customers? Is this really a good indicator of the service level? There are so many questions that my head was spinning thinking about this post. Since I was a manager and feedback to me was important on the employee side, my first thought was to that any feedback that was solicited this way is really void of meaning.

What does that employee get? Does the company reward their customer service reps by the quality scores? Maybe that is how the bonus or salary structure is for the employee. Hence, part of me, would definitely see why they may want to solicit positive feedback. Again, putting my manager hat on, I would have hoped that each customer service rep would be doing the utmost best work with each client. Insuring that a positive experience was had by all. So, that when the survey does come out, the client would remember that experience and share in their feedback.

What if no survey is submitted back? My first thoughts now when I hear, “make sure that you provide good feedback on me from the upcoming survey?”, is to not fill out the survey at all. Why would I? Seems like a waste of time. Then I think back to the person that did this and see if they really did provide a positive experience? No shame in filling out a positive survey, if a positive survey is warranted. Maybe that is tied to the pay of the rep! If that person has done an outstanding job, both the company and rep should know that.

Are we setting up a quality system to fail? Seems to me, if I am getting a heads up on the survey and how I am supposed to respond, then that particular system is broken. Don’t you think so?

Here is my plan from now on…

  • I promised to fill out all survey’s. With the information from my experience.
  • If the rep uses any phrase that highlight’s how I am supposed to react to the survey – they will get the scores from the experience. With one big comment at the end, the fact that I was asked to respond positively toward the survey.
I hope that this new trend or “sign of the times” is quickly removed from all service folks pitch. There really is no need to warn the customer or client about how to respond. Just seems wrong.
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Motivating Your Team (Workplace or Sports)!

Oct21
2011 Leave a Comment Written by Steve

Over many of my posts, I try the lessons of my experiences in managing and coaching sports teams to highlight a particular subject better. This post is more on motivating your work or sports team. What is motivation? Simply put means to “move” to a goal or end point. Motivation is part of the standard management jargon. Leaders are required to motivate their people. How is that really done?

For me, I see two very clear and different approaches.

  • Carrot and Stick Approach – Dangle that carrot out in front of the donkey (employee) and try to get him to where you want to go. Looking at what carrots we have as managers – you have raises, promotions, stock options and cash awards. Or you can use the stick (corrective action plans, written warnings). Each method may cause some movement. Effective? I doubt that any leader can really motivate for the long haul. In sports, the leaders that stand out in my mind are Bobby Knight and Bill Parcells. Each has been a winner wherever they have been. Problem is, that approach without any changes gets old very quickly (also requires participants to like that style).  When was the last time we saw that level of belittling of employees? In the old days, I do remember some leaders motivating this way.
  • Working together to achieve success. I wrote a month or so ago that I really did not see that the manager is solely responsible to motivating the team. I stand by that. The team should work together to set up achievable goals, practice or train for success, track progress and celebrate success. I have been coaching for over 20 years. My initial coaching style was tied directly to what I had experienced as a youth. That hard charging, in your face, carrot and stick style. Over the years, that style has changed significantly. I think this is where the successes with my work teams help me be a better sports team coach. I have had to learn that not all players respond to that style (and over the years there are less and less players that do respond). When I look at coaches like Mike Krzyzewski and Phil Jackson – you see them more for an even different style. Not a carrot or a stick but one of encouragement.  In order for that to work, you must get to know your players, find out their strengths, help them overcome their fears or roadblocks and provide praise for their achievements. They set expectations of their programs, players and work hard to prepare. For me it seems to work both in sports and the workplace.

For managers, I think we need both items in our leadership toolbox. There will be situations that the old carrot and stick method to help breakthrough to a higher performance that could work. Use in moderation…  Setting the foundation for moving to our overall goals is really through the encouragement of our employees. Set solid expectations, help encourage through the good and rough times and achieve. Pull in your team and have them work with you on setting up that solid foundation that you are attempting to put in place. Discuss, listen and change as needed. As managers and coaches, we just need to recognize what needs to be done and do it.

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Personal Thank-you From Steve

Oct18
2011 6 Comments Written by Steve

As many of you know, I was going in for my second hip replacement surgery last Thursday (10/13). That date is a joke for many as it was my birthday and who else would have scheduled their surgery on their birthday. All joking aside, the hip was bothering me so much that the day did not matter. No one can exactly tell, why and how the joints just failed. It was probably all the contact sports I played over the years, the lack of proper stretching or maybe a combination of both. Either way, both hips have now been replaced.

The big joke with my family is no one wants to go to the airport with me. I get the extra pat downs and screening due to setting the alarm off. I just added another place for the alarm to go off. See me in the airport – realize I plan on at 2 hours before hand. Gives me plenty of time…

Right now, I feel great! I am doing what I am supposed to by taking it easy, exercising and resting. I would to thank everyone for their good thoughts and prayers for my recovery. Those nice words by email, Twitter, Facebook or Google+ are always a welcome sight. Realize that I will be a bit slow to post to my blog for the next couple of weeks – you will understand.

So – thanks again to everyone…

Posted in Observations

Team Dynamics

Sep26
2011 Leave a Comment Written by Steve

Have you ever just sat back and taken an assessment of your team? Thought about how well they work together (or not)? Tried to figure out how to get the team more productive? As managers, that is our biggest role in really getting our team to perform better. The better the team performance definitely demonstrates a better manager. Some would argue that maybe the manager does not play a big part in the overall performance of a team, but I do. All it takes is to look at a failing team and how quickly is it blamed on the manager. Sports usually fire the manager before it rids itself of players. Same holds true for business types, just not in the news as much. Give credit for good managers having performing teams.

So what all goes into a solid team? What can you as a manager do to have the greatest impact? For me, there are a number of web based tools out there that can help you walk through an assessment of your team’s dynamics. Do a Bing or Google search – I have used many different types. There is not one that I have found that is a great one stop shop that I would recommend over the others. Each assessment tool is just that a tool to help you identify areas of potential work that needs to be done. First and foremost, you as the manager, need to find a quiet spot and clear your head of everything. You need to really be honest with “your” assessment of your team. Remember the end goal is to make your team perform better, rather than making you think they are better. Once you are ready, grab one of those assessments and walk through your team’s dynamics.

What did you find? I have written my Leadership Checklist to help me (and others) to help make sure that the manager (you) are doing your part in the process. Look it over, hopefully you are doing those and everything else.

One of the areas that I want this post to focus on is something that most assessment really struggle to cover. It centers on how tight the friendships are with your team. I want you to think back when you were growing up with your friends. When there were two friends working together was fairly easy. Do you have only a two person team? Normally not. So, when a third friend came in, how did that go? Usually after awhile stuff ended up two against one. Do you have a three person team? Probably not. Add more folks to the mix and the team starts to break up in to smaller sub teams. Something to watch out for. That is not always a bad thing, if the team is working for the good of all…

Friendships have its positive effects:

  • Friends usually communicate better together. Drawing others into the discussions. Gives the team a good “social” feel. People usually enjoy working together. Which has an impact on behavior and results.

There are negative effects as well:

  • With a team of 3 or more there is a feeling of being excluded. Remember growing up… Maybe it was not you feeling excluded, but did someone feel excluded? Causing not all of the team to participate in decision-making. You can easily start to have sub-groups forming. Causing communication to further breakdown. Now information will not flow freely among the team. The teams overall performance will suffer, count on it.

When you are sitting down thinking about your team and that assessment, remember to revisit the natural factors of friendship and how it will influence the overall team. With the positive you would rather have inclusion… Exclusion is just plain wrong.

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