Posts tagged thoughts

State of the Union – My Take

Jan25
2012 Leave a Comment Written by Steve

I am not one for writing about political matters, as it is one of those hot topics that is normally best left to the political experts. I am just your average US citizen. I like to think that I am informed, but I know that I am not as informed as I should be. I watched President Obama’s State of the Union address last night. The President laid out how he wanted to address the topics that we all think are important. I am not going to debate what  each point was or where I stand on it… I have my views and they are mine. Not going to share them. You have your opinions as well… Those are not the point of this post… The point is going to be my observation of what I heard and saw during the address to the nation.

When I heard – most Americans feel that Washington is broken. Well, that is my opinion. I don’t care which side of the liberal or conservative beliefs you are on… The fact is Washington is broken. There is no what that anyone is going to get anything really done in the current way Washington is working today. When the President was talking to the very simplest ideas of how things could be better. We all got to see that many stood and applauded and others sat and did nothing. There were a lot of examples of this. For me, I wanted to know where my Congressional folks were sitting and to see if they were in support or just sitting idly on their soft spot.  Why? Would let me know if my elected officials were doing the job that “I” want them to do. I was someone sickened by the way the display of the Congress is showing support for making America better.

How I am going to make it better? Well, that is a tough one – as I am only one person. I believe that actions have to start somewhere. I believe that I need to do something on my part to make where I live a better place. I owe it to my kids, grand kids and the future that comes. Back to my question, how am I going to make it better!

  • I have to first educate myself better on the overall reality of what I hear. I know that there is more ways to report out statistics and facts can get shifted a bit. I need to understand reality. I need to know more! Time to be an informed voter…
  • Understand how my elected representatives are doing with their voices and voting on those important topics. I need to see who is doing what, by their actions.  Asking the all important question, “are they acting on my behalf or their own?”
  • When it is time to vote… VOTE. The only way my actions are going to be heard is by voting. Doing my homework on the candidates, their past actions, promises that they make (and have kept) and the stance on “my beliefs”. I am only one vote, but if we all get out their and do our part, then change can happen.
  • Get involved… Spend time meeting with or corresponding with your elected officials. Time for them to hear my voice… If I think they are doing a good job on something – let them know. If I think they are off base – let them know (with options).

I hope to never witness a sight like I saw last night. When we see the party lines being drawn in a State of the Union address. Has this been going on forever? Yes, but it is time to stop. The President used an analogy to the US soldiers and how they must work together to accomplish their mission – or it will fail and people could get killed. He was trying to call out each branch of government on this. We are at a crisis level on almost everything – it is time to really work together to insure that America is the best it can be.

So, I am putting on notice to all of my elected officials: I am going to learn more, review your performance and let you know my thoughts. You want to stay working for me – you better be doing what is in my best interest (I am just like every other 98% of America).

Step up or get out of the way…

Photo: Copyright (c) 123RF Stock Photos

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Setting Expectations – How Far?

Jan24
2012 Leave a Comment Written by Steve

The other day, I asked a group of “new” managers, “what is the basic thing or task that you need to do for your employees?” The overwhelming favorite was setting expectations. Why is that? It is almost always the first thing that is taught to managers. You have to provide direction to your employees and the best way to do that is setting goals and expectations. They seemed to listen to that lesson well… What if you were to take it a look at expectations a bit further? Would you see the minimum set needed to be successful? How high of expectations do you give? We all have employees that go much further than the stated expectations. Those could be your raising stars. Do you set higher expectations for them? Do you tell them those expectations? If so, do you tell the other employees as well?  Draws out that do you provide a sliding scale of expectations?

For me, those questions are tough to answer. Why? Couple of things come to mind right off the top. First, when you lay everything out in a nice neat package, you may lose the creativity of those high performing stars on your team. They will not have the freedom to stretch on their own. I have worked in two types of rewards systems. Merit systems would struggle with setting up the higher expectations and having everyone or almost everyone meet those expectations you have set out. You would be basically telling the team here are the expectations, but at the end of year we will not be able to reward all the same. The other was a flat time in grade system. This system sets you have to be in grade for a minimum timeframe before promotion. Depending on where you fall is more important than what you have done (for the most part). As an employee, I wanted to know how I could move up and be extremely successful. Almost all of the employees I have managed wanted the same.

From experience,  I have had managers that have communicated the exceeding expectations set and others that would not. For those that would not, I would simply ask, “Describe what that may look like?” The answers were all over the place. I did get what was felt an honest answer, “I’ll know it when I see it.” When you stop and really think about that you have two simple thoughts. The manager has not clue would probably be the first thing that pops in… Think some. I took it as if I truly want to be a high performer, I have the door open as to what that means. I can do whatever I think is right (of course, within some set of rules) and make it happen. Stand out and be seen! Raising my value (to myself, my team and organization).

What would you do? Those “new” managers really struggled with this question. From the experienced crowd – what would you really do

Photo from: Copyright (c) 123RF Stock Photos

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Change… Really?

Jan20
2012 Leave a Comment Written by Steve

I have listened to many a sermon (well, maybe just a call to action) from the leader of an organization that started out the year with a “New year, need for change – an organizational change…” How many times have you seen the new organizational charts come out with some shuffling of the decks, or “new” folks coming in? The call is for organizational change… Can that really happen? My honest opinion is “no!” No matter what you do to shuffle the deck or add a new person to the organizational chart will do nothing. What does it take for “real” organization change? Think about that for  a minute. I think we all have ideas about that. Well, here is my take…

Look at yourself: If you want change you have to be the first one to step up and make the change that you want. How many times have you watched the leader say, “we need to change and here is where I think we need to go”? This is the one area that we can learn from those that have failed in the past. I really feel that the change starts at the top. I used to tell my team, “hold me totally accountable. If I am failing, tell me!” Step up and lead.

It is a two way street: Make sure that you are making it more than just a powerpoint presentation. Have open and honest communications with your team. I know we all have seen the nice slides and gotten some charge out of them, but when you want to go deeper, there was nothing deeper. Make sure you have open lines of communications.

Make that change – obtainable: It is easy to look at something that is so far out there. We all like to have visions of grandeur, but please be realistic. Make sure that everything that you want is something that CAN happen…

Get the troops involved: If you really want change, you better figure out how to include your team. Setting expectations is something we all have to do. There is no question about that. It is important how you include your team in that process. The most successful changes that I have witnessed have one thing in common, everyone was standing together around the vision. Start small and encourage them. The rest will follow, especially if you have done the first 3…

Don’t rush the troops: It is always easy to push for results. Be patient, please. Take your time and encourage your folks. Failure is always just around the corner, especially if you rush everyone. Stand firm, but remember that patient is a virtue.

I bet there is always more that one can do to make sure that the change that they want, will happen. From my experience, these are the things that I need to have to look at. Do you have anything to add?

Photo… Copyright (c) 123RF Stock Photos

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Show Your Stuff. How’s The Value?

Jan16
2012 Leave a Comment Written by Steve

What a day Friday the 13th was. I was running around doing stuff! Lot’s of stuff. For most people it is that time of the year for performance appraisal’s. A few folks were discussing the validity of performance appraisals and how to really measure one’s worth. Throw a question out like that and the creative juices start to really flow.

How do you know that you are providing or increasing your worth to the organization? Here is some of that discussion and some additional thoughts from writing this blog post.

  •  Make sure that your work is part of the bottom line. Make money for the company and you will be valued. Think of it as a return on investment. Think of your work and make sure that you are providing an ROI on everything that you offer (time, skills and so on).
  • An oldie but goodie, time is money. Watch your organization and see is everyone valuing time is money? Spend your time wisely. Would you invest 8 hours doing something that you can deliver in less time with the same results? I think of presentations as an example, putting in way too much time putting pretty charts, pictures and words that add no value to your work. We all can spot fluff when we see it. Make sure you are not producing fluff.
  • Only you can sing your praises. This one is a hard one, sing too loudly and you cause harm. For me, I always made the comment that my work should speak for itself. Well, that is not the case. Make sure that your manager understands the effort you put into the job and the results that were produced. It is a delicate balancing act. If you don’t do it, you will lose out…
  • Learn to say “no!” I used to think that “no” was a bad thing. From my many years of experience, most managers love to heap on the work to those that deliver. Getting on that treadmill will have an overall effect on your work. Start missing deadlines or having quality issues – that will have a bigger effect on your value. Only takes a few mistakes to wipe out your hard work.
  • Listen and learn. If you don’t know what you don’t know, then seek out some knowledgeable advice. Do we all really know everything? We all know people that think they know and dance around it. How does that really look? Saying you don’t know now, but will get the knowledge soon, will be valued over dancing on that topic. Most people dance pretty bad.
  • Everyone needs to know sales. Not sales in the sense of selling a product, but you do need to sell yourself. This is not making yourself better than you are. If you are pitching an idea to your organization, you have to be convincing and sound. You have to know how to talk about the overall value, what is needed and defend your ideas with solid research and passion.
  • Have a life! A couple of items come to mind quickly. I have written about vacations that turn out to be working vacations. As a manager, you set an example that your organization will follow (or at least the expectation has been set). You need your time off.. The other one, sometimes is hard to pinpoint. I have learned a valuable lesson since retiring. I am not measured only by my job and my accomplishments. Life is short and there is so much out there. Getting that life will give you lessons that maybe will apply at work. At the very least, the rest will do you good.

There probably are more, we just ran out of time… Do you have any to add? Please share!

Photo Copyright (c) 123RF Stock Photos

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What To Look For – Next Opportunity

Jan10
2012 Leave a Comment Written by Steve

Copyright (c) <a href='http://www.123rf.com'>123RF Stock Photos</a>

As many know, I have been looking for a “second” career. I heard someone use the term that I was semi-retired. I guess that is true. I really am not ready for “real” retirement. I have way too much to give and learn. Not finished by no means. So, I was thinking about what I would be looking for in that next organization or company. Here are my top three things I hope to encounter on my search.

Organizational Culture: Is it defined? Can I get a sense of what the culture is from looking at the organizations website, social media presence or networking with employee’s both present and past? I really want to understand the culture of the organization. It is extremely important to me that I find something that matches up to my skills and passions when I looking for that second career. When I am being interviewed, I also sit and learn from the interviewer. Get a sense of the teams culture within the larger organizations culture. Is it the same? Gives you some questions later on.

Reviewing the hiring process: There is much to be learned from experiencing the hiring process from the beginning. How difficult was it for you to get into the job req system and apply. Nothing worse than getting in and almost submitting to have the system just fail at the end. I know many companies use an automated system for this work. The question that comes to my mind is, “did they pick one that is user friendly, or just not?” Many larger companies may outsource their recruiting process and only pass on the reqs that they feel fit. This sometimes will frustrate job applicants because everything seems to go into cyberspace. When I get passed all that, I usually am observing how everything goes. Is it smooth? Organized? All of the process is the organizations audition for you. Bad experience there, may kick off a bad experience later on.

Respected Leadership: In this day and age, we get information from many different sources. Finding out about the organizations leadership and how they train their future leaders is pretty simple to find. Do some simple searches. What I am looking for is an organization that has some respected leaders in their industry. Look at the vision of the organization, the people that work there and training for those leaders.

Finding information is easy – you just have to look. Using that information and what you know about yourself – well, that is where you can put yourself in the best situation. When I am sitting down doing my due diligence, I am looking at those three factors. It starts with organization research on culture (fit me, go to apply). Apply and the hiring process should allow you the opportunity to audition the organization. Basically answering #2 and #3. Hopefully all works out…

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One Year Later

Jan03
2012 2 Comments Written by Steve

Time flies! On this day a year ago, I officially retired and left the building at Intel. When I decided to retire, I was worried about what the future was going to bring and how would life after 28 years at Intel be like… All in all, I have been pretty happy with everything that has been going on. See the Retired Guy Series for the updates…

I got a few questions that I thought I would take some time to write my thoughts on.

1. Are you happy with your decide to retire? Answer: Most definitely! I have had plenty of time to do many things, that I would not have time for, if I was still working. I have done plenty of volunteering! I have done plenty of reading! I have been able to dedicated more time to my family. I have been busier in some areas than if I was still employed.

2. What do you miss most? Answer: The people! I have met a lot of smart and dedicated people over my 28 years. Some of those folks, I stay in contact with even after I have retired. Not to say that I haven’t met some great people in all of my volunteering, because I have. I had built relationships over many years with folks that are all over the globe. I just can’t keep those relationships going as they were. So, I have new relationships that I am building to few that void.

3. What are you plans moving into year 2? Answer: More volunteering and getting back into the workforce. Let’s face it, with my wife working and me not – the dynamic of retirement is not really what I want. So, I have rested for a year. Got healthier! Refocused my priorities! My second career will be a joint relationship… What I mean by that is, the company or organization and myself will be a great fit for each other. I don’t want a job! I want to have a real partnership. Which brings out the best in both of us… I also will not stop volunteering. It has been a very rewarding experience that I want to continue. I will make “time” – that is a promise.

I had a great experience over my work history. I have given plenty to the company, to the organizations that I worked for and the people that I have met along the way. I have gotten plenty back as well. I still feel like that is what I want in the future. I look forward to  what the future holds.

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Top Ten List of My Most Hated Mgmt Terms

Dec30
2011 2 Comments Written by Steve

As 2011 is leaving us, it is time to have certain phrases or words that should leave as well. You know those management terms or sayings that stick with certain people. Think of a weekly meeting or maybe a project review and listen to the terms that you hear… I bet it will not take long for you to find some that just need to stop being used.

Here are those that want to leave 2011:

  1. Transparency… What is that really? If you were trying to figure it out, you would have to be like a spelling bee contestant. “Can I have that in a sentence please?”
  1. Thinking Outside the Box… I know this one has been around for quite sometime, it is definitely time to hang that one out to dry.
  1. Drill Down… This is for the folks that don’t understand the concept at a higher level. Hence you have to drill down for them to understand. Well, as the manager this truly makes you look pretty dumb (at least to your folks).
  1. Reaching Out… The only thing that should reach out is a baby asking to be picked up or hugged. Otherwise, just say, “Get in contact with xxxx.”
  1. Thought Leadership… Let’s not make up terms that just dummy down their overall intent. This one comes across as an oxymoron, just like military intelligence. Sorry – stop it!
  1. Boil the Ocean… Why would you think about boiling the ocean? I think we all understand that the task at hand is going to be difficult – or maybe not (just say – “this is going to be difficult.”)
  1. Going Green… This is one that is fashionable and we all want to seem hip and cool. After the first time, this gets very old.
  1. Internalize… Another one of those that I am sure have been around for a couple of years. Are you asking me to think about it some more? If so, then say that.
  1. Let’s ask out stakeholders community… Maybe it is me, but I have already discussed with those folks in the know and what I am saying is with their comments in mind. Should be part of all discussions that information is gathered before a recommendation is come up. Once a recommendation is ready, no need to ask the stakeholders again. Sorry, waste of time. Or maybe you really don’t trust your folks.. Whichever – stop!
  1. Drink the Kool-aid, Eat Our Own Dog Food… Or anything else that just means we have to try it before we ask others too. So sick of these…

Have any that drive you nuts?

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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.

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

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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