Don't leave communications to chance...

Early in my career we hired an HR communications director – basically an internal PR position. Making sure that we had one voice when speaking to employees. And all internal communications were branded similarly. It was a huge improvement in our overall communications that permeated our workplace culture. Companies often assign these duties to an admin who may or may not be skilled or have the time. Handbooks, newsletters, new-hire welcome announcements, pre-shift messaging, and so many other communication channels that help keep employees in the loop. Poor or ineffective communications is one of the most common complaints we see in employee surveys – as in: ‘nobody told me’ OR ‘I was the last to learn’. Most companies obsess over external PR and shareholder communications – while important, ensuring that employees know what’s going on is equally, if not more, important. These kinds of communications help employees answer customer questions and improve overall morale. Equally important is having a proven and known methodology of cascading information throughout an organization – make sure your managers and supervisors know their roles in getting the word out. This isn’t something you want to leave to chance or the rumor mill. Find your organization’s voice, then use it today.

 

David Sedaris (born 1956): American humorist, comedian, author, and radio contributor.

Believe it to become it...

In addition to his many names and titles, today’s author was known as the “Lion of Judah” and was reportedly a direct descendant of King Solomon and the Queen of Sheba. He had no trouble becoming bigger than he had been. A lesson here is that when presenting yourself in new situations, like a new job, it’s good to be courageous and take a broad outlook, to learn all you can and take on a meaningful role, and to get involved in as much as you can to contribute all that you can. But act only when you’re qualified, listen carefully to gain perspectives, and remain humble. Being bigger doesn’t mean that you’re better, only that you may be more capable. Let your work speak for itself rather than boasting about it - people appreciate effort more than talk. And when you get in, go all in. Work hard and smart, perform with precision and passion. And project a positive, can-do attitude. Believe it and you become it. That’s how to create a solid reputation today.

 

Haile Selassie I(1892 – 1975): Emperor of Ethiopia from 1930 to 1974.

Learn more: https://en.wikipedia.org/wiki/Haile_Selassie#Residences_and_finance

Help others reach their full potential...

We learn so much from the cartoon characters of our youth. The lesson here is that all the potential in the world is practically meaningless unless it’s developed into meaningful contributions. I think newly hired employees have this heavy burden – they impressed a hiring manager of their potential and feel they must live up to it during their introductory period. I believe that hiring managers must provide the support, coaching, and sense of security to bring out this potential. And if the employee makes a mistake or falls short, continue that support. Let new employees know what behaviors and results are expected and focus your coaching on helping them learn enough to begin show their potential. This must be a partnership: let your hiring managers know that the burden of making a newly hired employee successful is equally on them and their new employee and that they must do what it takes to put them in a position to be successful. They must understand the enormous investment of getting a new employee hired and trained and that they will be evaluated by how well they secure a return on that investment. In that, they both share the burden of that potential. Make sure you have an excellent training plan to make sure new hires become productive employees today.

 

Charlie Brown is the principal character of the American comic strip Peanuts, depicted as a "lovable loser". The character's creator, Charles M. Schulz, said that Charlie Brown "has to be the one who suffers, because he is a caricature of the average person.

Find work that excites you...

Young people often ask me for career advice – I tell them it starts with what you love to do. And surprisingly, many don’t know. They should start with the school subjects they liked most – science, math, English, history – each can be tied to job choices. If it’s their first job, think about all the work you’ve seen people do, and make a list. While everyone says they like working with people, I ask them to define that, and many can’t. Did they like playing with others in school sports or the band and did they like working with others on school projects. If yes, look for jobs that emulate that and if no, then look for jobs where they can be individual contributors. And when considering a service job, I ask if they like being interrupted – because that happens all the time. It’s best to start with industries, then companies and the jobs within them. Recruiters can tell you about each and you can look up more info online. The point I’m trying to make is this: your work is to discover the right work for you, so take time to whittle the choices down. See if you can shadow someone you know – I did… it was a friend of my parents, and he always took time to talk to me. When I asked, he took me to the paper manufacturing company where he was the HR Manager and though I didn’t know beforehand what that was, he made an impression on me that lasted throughout my career. When that happens, as it did with me, you’ll have found something that you can put you’re your heart and soul into it today.

 

Siddhartha Gautama, commonly referred to as the Buddha, was a wandering ascetic and religious teacher who lived in South Asia during the 6th or 5th century BCE and founded Buddhism.

You have the right to love your job...

When hiring for attitude, passion is a good one to screen for. Problem is, you can’t just ask someone in an interview if they’re passionate about what they do – of course they’ll say yes. Instead, ask them what they like to do best at work, then ask them why. If their answers (that’s right – multiple answers to make their point) don’t include a light in their eyes, a straightening of their posture (almost like they’re sitting on the edge of their seat), a smile that lights up their face, gesturing with both hands, and genuine excitement then they don’t have it. Don’t make excuses for them like it’s not professional to get excited – an interview is the place where they should get excited. Face it – if they don’t get excited there, they never will. But if they do all those things, you’ll know they can be passionate about their work; then remind them when you hire them that you know they’re passionate and you expect them to bring that to work every day. And any day after that when they’re not passionate, find out why. And if the reason is because you and the work environment somehow don’t allow it, fix that. Because the worst thing is to have people with a passion not be able to show it today.

 

William "Willem" Dafoe (born 1955): American actor and recipient of a Volpi Cup Award for Best Actor, nominations for four Academy Awards, a British Academy Film Award, and four Golden Globe Awards. 

Get everyone involved...

The workplace is one of the last great melting pots – companies hire a diverse group of people who then respond to a strong incentive to get along. The trick is for leaders to learn the strengths and weaknesses of their team and manage them appropriately. And creatively. There will be outgoing employees – they’re like an open book. There will be introverts – they need a careful and gentle approach to learn what they can contribute. Angry ones looking for reasons not to get along and quiet ones looking to just get by. This is the perfect environment for unfreezing, team building, and nurturing engaging discussions to break down barriers and open everyone up. Assigning special duties, creating teams, listening to suggestions – all designed to learn what perspectives and ideas they might bring to the group. In this you’ll most likely find the ones who have the most to teach the team. Even if it’s only one thing, something they’ve seen or learned before – those can be gems. Often from the ones you least expect. Teams don’t happen quickly or without a little help – step in when you see openings, engage with everyone (especially those most receptive) – even the slightest ember can be fanned into a good flame. Get everyone on your team involved in the work at hand and see the kinds of learnings that develop today.

 

Malcolm Gladwell (born 1963): Canadian journalist, author, public speaker, podcast host (Revisionist History), and staff writer for The New Yorker since 1996. 

We're captive on the carousel of time...

When people are young, old age seems impossibly far off, too far in the distant future to think about. Once there, it’s hard to fathom where the time went. I can’t believe that I’m now the old guy in the room – I don’t quite feel it (although that’s less true every day) and not sure I measure up to those I used to look up to. I remember meeting the man who mentored my father, and the man who my father mentored who ended up mentoring me; I was in awe of that continuum and am blown away that I’m now older than the guy who mentored my father. When I broke into the gaming business, there were old-timers we sat and listened to who seemed older and wiser than we could ever become; I’m now older than they were then. Truth be told, I feel more out of breath now than they seemed back then, and I’m not sure the breadth of my experience is nearly as deep as theirs was. But that’s the way it is – people listen to our stories like we listened to theirs.  We must accept it when our time comes and use it to help others develop their own perspectives; and learn to enjoy the view of passing times; and remember the mountains climbed. And know with certainty that the youngsters will be right where we are today.

 

Ingrid Bergman (1915 – 1982): Swedish actress often regarded as one of the most influential actresses in the history of cinema.[1]

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[1] She won numerous accolades, including three Academy Awards, two Primetime Emmy Awards, a Tony Award; these accolades make her the youngest performer to achieve Triple Crown of Acting and one of only four actresses to have received at least three acting Academy Awards (only Katharine Hepburn has four).