Tag Archives: #reinvent

PIP Title Means What? #agreesharon

#agreesharon

Life is filled with so many interesting moments that I decided to create a weekly conversation starter around one of the more entertaining observations made during the previous week. Nothing too complicated — fun to see how people answer the question.

 Let me know what you think.

out of date clockA business acquaintance recently referred to herself as a PIP – a “Previously Important Person”. While I chuckled, I was also saddened by the expression. With the daily transitions that each of us are making through professional responsibilities, child-rearing, parent caregiving, volunteer roles and more, we will often move into and out of the spotlight.

How can we avoid feeling like we were “previously important”? 

How do I Know What I do Not Know?

This question can have a pivotal impact across any aspect of our lives. If only, I had known that? Why didn’t someone tell me? Can I backdate it?

“Knowing everything” is impossible however creating an infrastructure of information/data which heightens your awareness of issues that are applicable to your situation can be improved. Here are six ways to increase your chances of asking the “right questions” to ensure that you are getting more of the “right information” coming your way:

question marks

1. Ask incident related questions vs general questions.
Instead of asking: How is it going today? Or how is business, start asking more specific incident-related questions:
• Tell me about the last new piece of business you closed
• Tell me about the last employee you hired
• Did John give you an update on the five client requests made during the March 10 meeting

2. Ask the same question more than once to different people.
Did you ever call a utility company or insurance company and receive completely different answers to the same question — from two different people within the same 60 minute period of time. It happens every day and it goes beyond the quality of the service training. It reflects the experience and the empowerment levels of the person handling your request. Hang up the phone and call back if the answer is important enough to you!

3. Let me tell you what I am going to tell you, and then tell you what I told you that I would tell you.
Creating awareness and interest is a never-ending marketing challenge, Studies show that making an impression on someone can take anywhere from 7 to 20 exposure points across multiple channels of influence.
In addition to telling your story multiple times and in multiple ways, remember to stop and ask questions that are as specific as possible. In small discussion settings, pull from your knowledge of the participants history to open up the dialogue. Whenever possible, the goal is to understand how someone else handled a situation. Are there insights that would help you ask different questions?

4. Can I prevent this from happening again?
We all have situations that annoy the heck out of us, especially since they keep happening again and again. We come up with a plan to remedy the situation so that eventually we are less annoyed and more adept at handling the situation. However, have we truly resolved the core reason behind the incomplete transaction, the never-ending disruptions, or the repetitive errors that need to be corrected?
The application of: How do we know what we do not know in this situation is to make sure to let others know how a problem was solved. This supports continuous improvement in work flow and case management so that the root cause of the situation can be adjusted!

5. Ask someone who really cares.
Some people give their heart and soul to specific causes. Find those who have walked in your shoes. Others devote their lives to providing the support services to the situation you are seeking answers. Ask someone who truly cares, as their answer will point to both the emotional and functional issues that are pivotal to your success.

6. Having the courage to take a leap of faith.
The amount of information in our domain is doubling within brief periods of time. Analysis-Paralysis is no longer possible. A smart pilot program can mitigate the risk. Small changes that can be seen in a conservative culture as acceptable iterations to the process……..move the process forward.
Former NY Mayor Ed Koch created an environment of wanting feedback by including his famous “How am I Doing” question with every appearance. How do you know what you do not know? Start by taking an inquisitive nature to life, always looking for new ways to make the questions you ask more insight.

In keeping with this philosophy, I ask you to share a question with me that you now ask on a regular basis that has made a difference in your life.

 

 

Water Bottles on Demand

water bottles

Give a man a fish and he eats a meal; Give a man a fishing rod and he feeds himself forever. Give a man a bottle of water and he can drink throughout the day. Maybe…..however it is worth taking note of the modern version of a hotel water fountain. It certainly makes it easier for us to stay hydrated in an environmentally-friendly format throughout the day.

Here’s an interesting water bottle factoid: “According to the Container Recycling Institute, 86% of plastic water bottles used in the US become garbage that ends up in landfills throughout the country. Considering that approximately 60 million plastic water bottles are used every day in the US, we can assume that nearly 18,834,000,000 end up in the landfill each year. Each bottle can take up to 700 years to decompose.” (Source)

Are you using a singular water bottle throughout the day — one that you carry with you and refill as required?

Non-stop Tidbits

#agreesharon

Life is filled with so many interesting moments that I decided to create a weekly conversation starter around one of the more entertaining observations made during the previous week. Nothing too complicated — fun to see how people answer the question.

Let me know what you think.

Learning something new every day does not change with age….that’s good to hear! Source: AARP Research #DisrutptAging

I recently started keeping notes on the new things that I observe during the day…..when you take the time to write it down………you realize how much you take for granted. So much activity! So many nuances.baby at mirror

He can mix a great drink OR position you correctly on the X-ray machine

#agreesharon

Life is filled with so many interesting moments that I decided to create a weekly conversation starter around one of the more entertaining observations made during the previous week. Nothing too complicated — fun to see how people answer the question.

Let me know what you think.

colorful puzzleThe age-old question of “What do I want to be when I grow up” is never easy to define….and I am always fascinated by the stories of those who truly changed the direction of their work, using skills in a completely different application.

I was recently making small talk with an X-ray technician. He told me about decades spent as a bartender and restaurant manager. Earlier days included time in the military.

It was humorous ….. and then the career links became oh so obvious: Helping others. Customer Service. Measuring items that come together within a followed formula. People-facing. Patience. Ability to handle emotionally charged environments.

When was the last time you used one of your skills in a completely unrelated situation?

puzzle coming togehter

Generational Diversity in the Workplace; Myths and Realities

Time Flies. Did I Act that way at the age of 22—– YES, you did!

Human tendency looks at each new generation and sees radically different behaviors than those which they themselves expressed. Wharton Business School Professor Peter Cappelli   says that “many managers overemphasize the generational differences, in part, because they forget what it was like to be young themselves.” Is this a true or cynical comment?”

A multi-generational workplace is not a new phenomenon. So what, if anything, is different today?

NYHRPS Forum participants gathered to explore this question on the morning of July 14 when they gathered, under the facilitation of Bo Young Lee, Global Diversity & Inclusion Leader for Marsh LLC.

Across the generations, we hold many common human values and goals. Yet, we view others through a lens that says ‘what experiences have we shared” and in turn, we apply judgments that are often broad brushed and untrue when we see behaviors that appear unfamiliar to us. As a group, the NYHRPS participants agreed that regardless of the common values and goals shared by the five generations living in the 21st Century, the digital natives, born after 1980, is behaviorally different. Technology has allowed them to connect in ways never before experienced and to work fluidly across borders and boundaries to gain access to information in real time to make decisions. techno millenials

Rather than focusing on the wonderful impacts of technology into their/our lives, we focus on the behavioral differences that this younger generation exhibits. Perhaps, we need to take a breath and say “Enough!”

What should HR leaders be doing to create a workplace that supports open communications and understanding across all ages, and builds on the unique values and strengths of each generation?

Bringing diverse groups of people together is not the same as making the individuals feel included. Forum members were asked to consider the way traditional Diversity programs address, or fail to address, the multi-dimensional backgrounds of the individual. Progressive teams are using an intersectional approach which demands that we shift the conversation away from distinct labels and categories to a broader view of the person.

creative-desk-pens-school-mediumImpact: Workforce estimates by 2020 show millennials comprising over 50% of the population, with a profile that includes nearly 40 percent non-white race or ethnicity. Traditional labels no longer apply, and many millennials frown on labeling anyway. (Pew Research in the Deloitte University Press 

Radical Transparency, a concept where there are zero hidden agendas and information is made available to everyone, has become a norm for Millennials.

Impact: With unprecedented access to information, and growing up in a networked world where you can establish a relationship without ever meeting someone, millennials take an approach to trust that differs from previous generations.

Millennials are radically transparent because they want to create a level playing field and trust people intrinsically. They embrace an egalitarian approach to work. Likewise, with this plethora of information available to them, they want to be heard and they want their opinions to be considered — in spite of the years of experience they have yet to live.

Command and Control Organizational Structure vs. Collaborative Structure: Today’s hierarchical pyramid structures are less likely to work for the senior leaders of 2030. How should HR leaders be redefining the way we develop tomorrows’ leaders, given the increasingly diverse global environment?

work structureImpact: Millennials have been brought up in a structured world with hyper scheduled programming. However, within that construct of scheduling and structure, the millennials’ schedule was based on their individual dreams and aspirations. Contrast this with boomers who were raised with a pre-determined structure. (Think daily print newspapers vs real time, self-defined news feeds.)

Does one structure have more accountability? Yes and No. Understanding the specific business line is important as highly regulated industries must include a series of imposed operational requirements to remain in business. That being said, many of today’s most successful initiatives have been exponentially enhanced through collaborative environments where intrinsic motivations, as compared to imposed motivations, lead the business process.

O tempora o mores“, an age old colloquialism from Cicero criticizes present day attitudes and trends. As leaders, we will do ourselves and those from other generation’s justice with an attitude that displays more flexibility toward those we work with. Let patience and learning prevail.

Get Real! Purpose + Calling + Balance

The New York Human Resources People and Strategy Group recently hosted an insightful presentation featuring social entrepreneur Aaron Hurst.

In this interactive and provocative session, Aaron presented his concept of a “Purpose Economy”, in which purpose will replace information as the dominant economic driver. Embedded in this new definition of purpose are the concepts of:
• Choice
• Calling
• Self-awareness

The desire for purpose, calling or self-fulfillment is not new. However in today’s society which allows 24/7 connectivity, availability and choice…… the boundaries between our work and personal lives is often non-existent. The concept of work: life balance has become a concept of work: life integration. The premise of seeing one’s act of labor as fulfilling and satisfying —regardless of the role one plays in the world of work—- provides the consistency that allows us to thrive in everything that we do.

Research has shown significant levels of employee disengagement and frustration. Further studies surmise that the disengaged workforce is less productive, less dependable, and less loyal to the work-team. Infusing the purpose approach into every aspect of our lives becomes critical. The concept starts with an attitude. Individually, we create purpose by choosing how to approach a job vs. only looking at the actual content of the job that we are doing.

Some industry articles attribute this shift in philosophy to the millennial; I think the fundamentals of the purpose concept have been percolating for a very long time. Our aging society, sandwich generations and millennial attitudes have allowed these frustrations to be channeled in a positive direction. As a member of the Boomer generation, I grappled with work: life balance as I entered my parenting years and was an active participant in remote work schedules, freelance contracts and career off-ramps. The Purpose Economy addresses the personal interests and demands of individuals by “allowing us to publicly balance our multiple obligations”.
balancing act photo
How can we combine passion and expertise consistency in our lives –vs. – looking to our volunteer work and hobbies to fill in these gaps? Does each of us have the ability to work with purpose and to live with purpose? Is this a learned activity? Will this increased awareness obligate everyone (the employers, the employees, the clients and the providers) to realize that work: life integration is reasonable and attainable? The answer is a definite YES!

Aaron shared four recommendations with the audience that can be viewed as opportunities for both the individual as well as the collective employer/work environment to support purpose-oriented activities. They are:

1. Develop individual self-awareness. As an employer, strive to assist your employees in building their self-awareness.
• Those who demonstrate calling in their daily lives see their actions as being bigger than them. They are motivated by the ability to impact others in positive ways. They are confident in their actions being consistent with their driving emotions.

2. Tailor your work to reflect the purpose(s) that motivate you. As an employer, allow the employee to tailor their work to boost their own sense of purpose.
• Doing this involves the deepening of relationships, defining opportunities for growth and maximizing the impact that someone can make in a situation.

3. Connect your personal purpose with your organizational purpose. As an employer, allow your employees to understand the impact of their labor on the bigger picture.
• People who behave from a position of purpose or calling see their efforts as providing positive growth. The power of continuous learning is important to all of us.

4. Celebrate and connect with others who share your approach to life. As an employer, create opportunities where individuals who share a common perspective can learn and grow together (This does not mean that they work together, Rather that they serve as motivators for each other.)
• I note that this example was given within the context of bringing people together who tested with similar purpose profiles. People with different functionalities and backgrounds were able to gain a new perspective on subjects that they had no understanding— when the sharing was made with someone else who shared a similar purpose-perspective. As a marketer, this reiterates the importance of the emotional connections that we create within all aspects of our lives.

May the spirit of purpose guide us successfully into a fulfilling 2015!great miinds quote

Leveraging Today’s Workforce for a Competitive Advantage

Traditional employment models and traditional retirement models are changing daily as 10,000 Baby Boomers born between 1946 and 1964 celebrate a 65th birthday — previously coined “retirement age”.  The aging of the workforce presents employers with challenges related to compensation, retirement, work preferences, knowledge transfer, and so much more. This environment demands a methodical and holistic strategy for managing a multi-generational workforce.

This article will summarize the @Fedcap hosted #SolutionSeries  with a guest panel that included Dick Cattani of the Compass Group, Dr. Kathleen Christensen of the Working Longer Program of the Alfred P Sloan Foundation and Sandra Timmermann, Founder of the MetLife Mature Market Institute.  The discussion focused on today’s changing workplace demographics.

One of the first things to acknowledge within this transformational change is the wide variety of nomenclature that is used to address the individuals that sit smack in the center of this demographic shift.  During the 45 minute panel discussion, reference was made to:

  • The Baby Boomers
  • High Potential Late Career Individuals
  • Older Workers
  • Aging Americans
  • Those preparing to Age Gracefully
  • Seniors
  • Transitioning Employees
  • And, a few more phrases!

So what are some of the impacts that this aging workforce is creating in the marketplace:

Our longer life expectancies have created a 30 year retirement after a 40 year career. Uh-oh!

Perhaps the word retirement needs to be redefined to reflect a life stage that occurs much, much later in one’s lifetime. Employers need to start thinking about a longer working period during which individuals are looking for a balanced life that includes continued work, play, volunteerism and more.

The objective is for work: life balance, not workplace separation or a career conclusion.  In fact, just the other day my friend Judy, who recently made a retirement agreement with her corporate employer defined retirement as “the ability to work on my terms” – no change to her work ethics or to the  ferocious vigor that she pursues in her work – but, “on her terms”!

The time is ripe for new models of worker engagement.

A diverse workforce needs to include the aging American work patterns.

“Businesses are not thinking about an older workforce except for graceful exits” said Dr. Kathleen Christensen. “Business has spent a lot of time recently creating a diverse workforce” said Dick Cattani, and the definition of diversity did not include the aging workforce.

Hearsay conversations revealed mixed findings on those corporations that are putting formal programs in place to respond to the aging worker trend.

Employers are fast realizing that the aging worker population presents a complex employee profile.  

Our lifecycles include Adult 2.0

Timmermann referenced a new lifecycle stage called Adult 2.0. Others have referenced this period as our Encore years, our Second Act or Life Reimagined. For Timmerman, the 21st century creation of Adult 2.0 is similar to the recognition of the adolescent life stage during the 1930’s; it is a unique period of time filled with change, growth, exploration and experimentation.

With the creation of adult 2.0, we move through life in five stages: childhood, adolescence, adulthood, adulthood 2.0 and old age.

Employers will want to take another look at this new generation of 2.0 adults and remember that most are Boomers who influenced so many aspects of society as they moved through the last several decades. Whether these trailblazers continue to work or become agents of change in their communities, they will define what it means to live and to contribute in this new stage of life, now and for future generations.

Look around – for many — 2.0 includes many re-incarnations of their identity, incorporating new talents, hobbies and relaxed attitudes!

Millennial and Boomers have more in common than first appears! Think Work: Life Balance 

When talking to the win-win that flex-scheduling can provide, imagine the impact on a millennial, born after 1980, whose flex schedule allows them more time with their young children. Simultaneously imagine the Baby Boomer, born between 1946 and 1964, whose flexible schedule allows them more time to pursue their hobbies, their volunteer interests or their family caregiver commitments.

Scheduled in a complimentary fashion, the millennial employee, the boomer employer and the employer have all received flexibility which meets their needs. Everyone wins. Everyone feels better and everyone believes that they have achieved some sense of control in their work: life balance.

Flexible Work Schedules are Strategic Tools for Developing Human Capital 

The panelists acknowledged that numerous studies have shown the positive impact on productivity, employee engagement and employee satisfaction levels when flexible working schedules are employed.  To do this necessitates a culture of respect and trust and will evolve through a new style of win-win negotiation in the workplace. “Companies should not view flex-schedules as an employee accommodation or an employee perk, but rather as a strategic business tool that they use to strengthen their employee capital “, said Dr. Christensen.

Boomer Weaknesses and Millennial Strengths often Mirror Each Other 

Example #1:  Strategic thinking, the ability to lead through a crisis, and a brain-bank of Best Practices are traits most likely achieved only through the tenure and experience of someone aged 50 plus. Technological literacy and the use of social media channels may (or may not) be easier for the millennial.

Put together correctly, the productivity outputs of this duo can be multiplicative.

Panelists referenced the creation of mixed-age teams that have been empirically tested in Europe and the results showed that the inter-generational teams proved most productive and gratified for all participants.

Example #2: Boomers and millennials want to do good work and they want to be recognized for same. Careers take on many variations of a bell curve; for many Baby Boomers in traditional corporate backgrounds, they spent the decades of their 30-50 years climbing the corporate ladder and playing the political games. In the traditional workforce the millennial are now entering the heat of their ladder-climbing career stage.

Team efforts which allow for coaching, mentoring and knowledge transference can benefit both employer and employee alike.

Companies have a bias against the older worker  

In an AARP survey of registered NYC voters over the age of 50, one third said that they or someone they know has experienced age discrimination in the workplace. Myths, stereotypes and biases are common.

Companies have a bias against the older worker. Wikipedia defines a company as “an association or collection of individuals, people or “warm-bodies” …. Company members share a common purpose and unite in order to focus their various talents and organize their collectively available skills or resources to achieve specific, declared goals……”

We change companies by changing the individuals who make decisions for companies. 

  • What is your business doing to recruit, engage and retain talented employees at different career stages?
  • How does your business use a multi-generational approach to creating work teams across the organization?

Repeat: We change companies by changing the individuals who make decisions for companies.  

Healthy, well-educated, enthusiastic people of all ages want to have a seat at the table. It is one’s attitude, not one’s age that defines one’s abilities to make a difference!

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The FedCap Solution Series gathers employers’ nonprofits, advocates and other thought-leaders to analyze the barriers between Americans and economic independence – and to develop informed and actionable plans to break through those barriers. The Fedcap Solution Series is designed to trigger discussions and frame the questions that ultimately lead to the right solutions