No matter what, it's all good...

Tomorrow morning when you look in the mirror, think back to all the days of your career. However long you’ve been working, there are sure to have been both ups and downs. Like many of us, you probably had a few jobs that left you wondering where it was going – but those probably spurred you on to find something better.  Even in the best of jobs, there were probably times when you struggled and others when you soared – like everything in life, it’s the struggles that put the good times into perspective. As I look back on the many years of my career, even the worst jobs seemed to have taught me something that I’ve used in the best ones. Like the time I worked on an assembly line making air conditioners – I was the new kid and the ‘lifers’ taunted me with mis-directions and jokes; to this day it always reminds me about the importance of good onboarding practices and bosses who walk the floor. And an industrial accident that left me disabled was a tough pill to swallow (no pun intended) – but it ultimately led me to being such a staunch supporter of providing second chances. Let the memories of where you’ve been help you feel pride for all you’ve achieved today.

 

Avijit Das (born 1986): Indian Kuchipudi (dance) performer, teacher, choreographer, and vocalist.https://en.wikipedia.org/wiki/Avijit_DasNo matter

Don't be afraid to ask for help...

Most managers tell their employees to ask for help when needed – not surprisingly, many employees don’t. I suppose it’s because they’re fearful of looking weak. We all want our bosses to think we can do anything, but the risks involved with doing things wrong outweigh the false pride associated with that silence. But I don’t blame the employees – that worry is built into the hierarchy at many companies, and that must be pro-actively addressed by leaders. That starts with onboarding – building relationships based on openness and trust; it continues through job training and coaching – always being there so that employees feel safe in being honest; and it continues every day when managers continuously interact with and coach their employees – reinforcing that trust so that employees know that it’s a safe environment for open discussion. Meaning leaders must use the skills associated with emotional intelligence and servant leadership, showing that openness, honesty, trust, and humility are woven into the workplace culture. Only then will employees open up and humbly ask for help when it’s needed. When that happens, remember it’s all about the person asking for help – leave yourself and your ego out of it. Then, both you and your employee will get what you each need and be proud to work there. Create a safe and trusting workplace today. 

 

Pauline Joyce Meyer (born 1943): American Charismatic Christian author, speaker, and president of Joyce Meyer Ministries.

Stand up straight...

I bet your mother always told you to ‘stand up straight’, ‘comb your hair’, ‘tuck in your shirt’, pick up your feet’, and so many more things related to your overall appearance – mine did. But back then those things weren’t cool… frankly, I just thought that was just a mother’s way. Then I started hiring people and immediately saw the correlation between sitting up straight during an interview and one’s approach to taking care of business. Those were the people who took pride in their personal appearance and presentation, showed up on time every time, looked people in the eye, were the most interested and attentive to what was going on around them, took personal initiative and then volunteered to do more, were curious and thoughtful, smiled a lot and were great at taking care of others (customers, other employees, and the workplace). They were the ones who knew that their posture reflects more than just your physical alignment; it projects a positive attitude and pride in what you do. That realization hit me right between the eyes: first, that mothers know best and should be listened to, second, how foolish I was to have generally ignored her precious advice, and third, how much I now miss her (and her advice). Think about all the things your mother told you and how spot on her advice was, both personally and professionally. Then remember to stand up straight today.

 

Dr. Steven Weiniger is a world leader in the field of posture improvement and author of the book Stand Taller Live Longer; he’s known internationally as “the posture expert”. 

https://standtallerlivelonger.com/dr-steven-weiniger/

Practice positive reinforcement...

Early in my gaming career I wanted to find ways to create a positive workplace culture at the Golden Nugget. After much study and debate we settled on promoting the concept of ‘catching people doing things right’. We had lots of rules and a habit of disciplining people for every infraction – managers reveled in writing employees up. But then, while studying the causes for high turnover, employees in the housekeeping department told me that supervisors never seemed to recognize any of the things they did right. So, we ran a pilot program in that department, asking those same supervisors to give 2 commendations for every disciplinary write-up.  Managers thought this was crazy but within 6 months turnover was down by 33% and employee morale was noticeably increased. All because those supervisors learned the importance of saying ‘good job’ and ‘thank you’ and ‘I am proud of you’. We extended that program to all departments and saw turnover drop throughout the company, a testament to the power of positive reinforcement and recognition. Most companies have lots of rules about what employees shouldn’t do – try listing what they should do and thank them each time they follow those rules. Let your employees know you are proud of them today.

 

Denis E. Waitley (born 1933): American motivational speaker, writer, and consultant.

Don't be afraid to try something new...

Sometimes the most fun you have at work are the times you’re out there trying something new. Whether it’s a project, giving a speech, or starting a new job, there’s always the anxiety of not knowing exactly what you’re doing. But that’s no reason to quit or not even try. The team I worked with on the Mirage really didn’t have the experience to do that project – but we were given the time to do research, talk to others who’d opened things, and learn what worked or didn’t in the past. We were scared, for sure, but not to the point of bailing out. We took that nervous feeling and turned it into working and studying harder. Or like the managers I used to ask to get up and present their employee of the month nominees – for some it was the first time they’d ever spoken in front of a crowd, and they were noticeably nervous. But we gave them time to practice and encouraged them when they finally stood up to do it; and with a little assistance they did well and learned to do better the next time. The moral of this story – don’t let the fear of something stop you from discovering the excitement and joy of succeeding at it today.

 

Robert Toru Kiyosaki (born 1947): American businessman and author, known for the Rich Dad Poor Dad series of personal finance books.

What are you passionate about...

People today tend not to want to talk about where they stand – mostly, they don’t want to get in an argument. But I think that if you have a well-thought-out belief, you should stand and be passionate about it. Here’s mine:

·      I’ve thought long and hard about the importance of helping those who’ve earned and want a second chance to be able to get it; and I’ve worked at and advocated for that for 30 years. This helps people transitioning from the judicial system to regain a productive place – in their families, in their communities, and in society.

·      Now I’ve recently been introduced to Court Appointed Special Advocates (CASA), run by District Courts in every state –organizations of volunteer advocates assisting foster kids to get what they need to make it through the challenging times in their young lives. This gives foster kids in their formative years a boost to help their potential for success and not fall into the judicial and penal systems.

·      Both are equally important. They represent attempts to help improve both ends of this extended issue. Professionals involved in each of these programs need help – they need volunteer advocates, role models, mentors, job coaches, and donors … and things (read: jobs) for the individuals they’re helping to do (because, as you mother probably told you: “idle hands make mischief”). 

Everyone who has enough of what they need should consider giving something back. Something that they’re passionate about. I’m passionate about this. Stand and be passionate about something and help move it in the right direction today.  [1]

 

Oliver Wendell Holmes Jr. (1841 – 1935): American jurist who served as an associate justice of the U.S. Supreme Court from 1902 to 1932.

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[1] If the goals of either of these programs interest you, contact me – I’d love to chat. (arte808@gmail.com)

Don't work at something you're not passionate about...

I can’t imagine working at something you’re not passionate about - because when you do what you love, success will follow. That’s why I think it’s so important to try to discern what people are passionate about during job interviews. Not that you can come right out and ask what it is they’re passionate about – most will either not know how to articulate it, or they’ll make something up. Rather, ask them what they’ve liked most about the jobs they’ve had – the answer isn’t as important as the body language and look in their faces when they’re describing it. If the passion is there, you’ll see it in their gestures and the look in their eyes – it can’t be masked. So, ask the question and then sit back and watch everything about the answer – if you don’t feel it then it isn’t there. But if you do, hire them, and then support that passion by being curious about their work, talking to them about it, listening to what they love, and being the kind of supportive boss that makes people feel good about being passionate about their work. Don’t do anything to dampen that kind of passion today.

 

Margaret “Meg” Whitman (born 1956): American business executive (eBay, Hewlitt Packard), diplomat (US Ambassador to Kenya), and politician. 

Inspire passionate work...

You can’t force anyone to do anything – if you try, their efforts might be mediocre at best. The key to effectively managing people and an organization is to inspire people to want to do great work. With the proper motivation, people become passionate about their work and about the company they work for. It starts with a clear organizational set up, where everyone knows how their work fits into the overall effort. That’s followed by clear job descriptions that contain the results that are expected. Add to that training that shows what to do and why. With that three-legged foundation, employees have what’s needed to be competent and confident. After that, it’s about effective communication and recognition – when they know what’s going on and that someone sees and cares, they’re ready to be inspired – by the stories of their colleagues’ efforts, by the dreams and visions of their leaders, by the feedback from their customers, and by the overall results that they’ve helped produce. Inspiration is more than a speech – it’s the result of a culture of excellence. People like to be part of something great – with that there is self-direction, self-motivation, and passion in everything they do. Make a plan to make that happen today.

 

Sheryl Kara Sandberg (born 1969): American technology executive (Google, Facebook, Meta), philanthropist (Leanin.org), and writer (Lean In).

Continuous learning is a great way to keep old age at bay…

I was born in 1950 and from the time I learned to read and tell time I was always fixed on the fact that I’d be 50 at the turn of the century. In those early and formative years, that was my north star: to be 50 but that was a long time. But that came quickly: it was my Y2K moment, learning about personal preparedness and excellence. I never really thought about 2025 – that was a longer time into the future, and I would then be an age I never thought possible. But here it comes, and I now realize that as long as you’re learning, you’re not old – the excitement of learning separates youth from old age. Truth is, I’m learning more now about the science of behavior, the wonders of AI, the impact of micro-learning, and the importance of continuous learning. And the more I learn, the more alive I feel. If you’re just getting started on your career, commit to continuous learning – it’s a habit that pays continuous dividends throughout your life. If you’re older and wiser, use what you’ve learned (and keep learning) to be a mentor and coach. And at any age, keep using what you keep learning to keep growing – and let the excitement of learning keep old age at bay today.

 

Rosalyn Sussman Yalow (1921 –2011): American medical physicist, and a co-winner of the 1977 Nobel Prize in Physiology or Medicine (the first American-born woman in this category).

Find the courage to follow your passions...

cour·age

/ˈkərij/

noun

1.     the ability to do something that frightens one.

2.     strength in the face of pain or grief.

 

 

 

 

fear

/fir/noun

1.     an unpleasant emotion caused by the belief that someone or something is dangerous, likely to cause pain, or a threat.

verb

1.     be afraid of (someone or something) as likely to be dangerous, painful, or threatening.

 

I believe that people are born with the concept of fear embedded in them; courage, however, is a learned behavior. I’ll have to check this notion with my consulting partner – he’s a clinical psychologist who studies these things. Either way, courage and fear in the workplace are generated and controlled by supervisory behaviors:

·      If your boss comes down hard on you for taking risks, you most likely won’t be courageous or passionate about taking chances. 

·      While he or she may or may not have policies that guide this type of behavior or training programs to prepare you for handling all kinds of situations, it can be a Catch 22 when dealing with customers. 

·      If your boss is uncomfortable with you using your own judgment in those situations, then he or she should engage in more training and coaching because, no matter what, they won’t be between you and the customer at that moment of service.

·      And it’s in those situations that you shouldn’t be afraid to act (as trained) nor do so with confidence (which is a lot like courage).

Best case scenario: have clear policies and even clearer communications, provide training and coaching guidelines within which your peeps can act, support them when they do a good job, and don’t micromanage or second-guess them. Without fear of trite reactions, your peeps will have the courage and passion to try and do great work today.

 

Orrin Woodward: American systems engineer and multiple patent holder turned author (Launching a Leadership Revolution, and RESOLVED: 13 Resolutions for LIFE)

What's in your heart...

I’ve often said that I was born to be in human resources… meaning, I guess, that it was work for which I was best suited. My work was sometimes tedious, but the variety each day kept it interesting. And the thing I learned early on was that I could come up with interesting projects that were both challenging and exciting. People used to joke that I could have that job for life since very few others wanted it, but I was never without a protégé who wanted to do more. And in that lies, to me, the great challenge about work – the best job is the one you have… the challenge is making it the one you want. I’ve known lots of people who’ve made more of their jobs than what was in the formal job description – taking on projects internally or volunteering for worthwhile causes outside the company that related to their work. Don’t just accept the scope of a job – ask to do more, learn more, and be more – no boss will ever say no to that. And with all the jobs available today, search in earnest for ones that both attract you and for which you may be best suited – and if you aren’t sure, ask – there are mentors and job coaches who will be more than happy to assist. Make it your purpose to find your best job today.

 

Oliver Napoleon Hill (1883 – 1970): American journalist, salesman, lecturer, and self-help author (Think and Grow Rich); he believed that fervid (meaning: intensely enthusiastic or passionate, especially to an excessive degree) expectations are essential to improving one's life.

Inspire your peeps to love their work...

My first jobs were with people who clearly believed you left your problems at the door when you showed up for work… you walked off sprains, bandaged cuts, took aspirin for what ailed you, and kept on working. But as I said in an earlier message, the advent of Employee Assistance Programs began to recognize the connection between employee well-being and productivity – those nascent efforts were the first steps towards a caring workplace. And some of that became bound up in the concept that people at work shouldn’t have to leave their hearts at home. The recent pandemic created an opening for the practice of emotional intelligence in the workplace, one that is still reverberating today. I believe that companies that excelled at that practice found sufficient employees wanting to return when businesses re-opened; those that didn’t still find it difficult to find and retain employees. That’s a stark example of the power of caring and compassionate leaders, one that all companies should understand. Employees who perceive that their managers care about them are more apt to care about their company and its customers. That alone should be the basis for creating a culture of caring.  Welcome your employees and their hearts today.

 

Betty Bender (born ????): Once again (for only the 4^th time in 15 years), I’ve found a quote I love by an author I can’t identify – tell me if you know who Betty Bender is.

Treat your employees the way you liked to be treated...

I am always surprised when people tell me they can’t find or keep good employees. It’s less about marketing your company effectively in recruitment advertising and interviews as much as it’s having the right stuff to market. This is closely associated with the complaint that employees aren’t engaged – again, do those complaining companies offer opportunities and role models for engagement. The answer to both lies in today’s quote: 

·      Employees need (and are thirsty for) interesting work – do you seek to make it meaningful; do you discuss how important it is; do you seek their input on how best to organize the job?

·      Employees need recognition for doing a good job – do you manage by walking around and seeing the work your employees are doing; do you catch them doing things right; do you coach them to find ways to make their work more fulfilling?

·      Employees need to be let in on things that are going on in the company – do you have formal employee communications programming; do you seek their feedback; do you provide them with all they need to do their jobs effectively?

These are the kinds of things that employees are looking for at work – if you don’t provide it, they will try to find it somewhere else. And these are the kinds of things that make employees want to get more engaged in making your business successful. It’s not rocket science – do for your employees what you wanted and appreciated when you were on the front line. Stop fretting and implement these kinds of common-sense practices today.

 

Hilary Hinton "Zig" Ziglar (1926 – 2012): American author, salesman, and motivational speaker.

Provide effective management skills training...

It seems that winning anything, anywhere, starts in the workplace. In college I was a teaching assistant for a professor who pioneered research about the effects of alcoholism in the workplace – that led to the design and implementation of Employee Assistance Programs (EAPs). Alcoholism had been a huge societal problem and it suddenly became the responsibility of America’s employers to try to get it under control. Same with drug abuse – why is it that drug testing is primarily related to employment. Not that companies can completely fix these larger problems, but their leverage over workers intent on getting and keeping their jobs helps in mitigating negative/antisocial behaviors. Employers are hugely motivated to work with their employees to assure they can deal with issues big and small relating to customers – from product quality to productivity to critical thinking to service excellence to customer satisfaction, it’s in their best interest. That’s why employee assistance programs, emotional intelligence training, and management soft skills are so critical – how else can restaurants employ people in their kitchens who on the outside are members of rival gangs but who on the inside must bury those feuds and work together. And I suspect topical issues relating to political polarization and bullying may present similar challenges going forward. For a company to win at anything they must first win the battle of preparing their workers for anything in the workplace. Meaning they must prepare their managers and supervisors to deal with these challenges. If you’re a leader, implement effective management skills training today.

Cooperate and collaborate to find the best harmonies...

Being an old musician, I saw most of my professional life in terms of singing and playing harmonies – if two heads are better than one, multiple voices are even more so.  To achieve those harmonies, musicians must know themselves, be curious about and work well with others, and be willing to collaborate. Let’s look at this through Doug Floyd’s words:

·      “I thrive on collaboration and interplay.” 

o   My take: In life, like at work, collaboration is the key to unlocking everyone’s potential – figuring things out together, making things happen together, teaching and learning from each other, and sharing each accomplishment.

·      “I also make it a point to not be the best musician or smartest person in the group.” 

o   My take: Anyone who believes they’re the smartest person in any room is a fool – if you surround yourself with the best people, listen to them, and let them lead with their expertise, everyone benefits, and you’ll look like a star.

·      “I like every interaction to be a learning moment and chance to hone my craft.”

o   My take: Everything in life is a learning experience – never think you know it all and you’ll end each day smarter than when you woke up.

Life and work are complex, and nobody should attempt either alone. Take advantage of the experience and expertise of those around you, listen to them carefully, and experience the thrill of the harmonies you create. Make sure everyone sings a different note today. 

 

Doug Floyd: Multi-award-winning guitarist, bassist, and mandolin player. Live performer and session man.

Make it your purpose to find consensus and support...

Goal setting usually needs a broad perspective and consensus – without those you might miss what’s best. Don’t try coming up with them entirely on your own – this is another example where two heads are better that one. I like to develop them within a framework that analyses them against driving forces (the things that currently exist to support them) and restraining forces (the things that will work against achievement unless addressed). When you understand those, you can begin to devise initiatives to develop and implement your goals successfully. The key being a broad consensus of support – without that you won’t win hearts and drive engagement; with them life takes on meaning and you become motivated and charge after them in an unstoppable manner. You don’t want too many people that are ambivalent or opposed to your goals – that’s not fair to you or them. Just because you think your goals are right doesn’t make them so – you need a plurality (usually more than 60%) to create the momentum you want and need. 51%/49% isn’t good enough. Getting to 60%+ takes work, lots of listening, honest discussions, and the give and take of consensus. You're responsible for coming up with goals that excite most everyone today.

 

Leslie Calvin Brown (born 1945): American politician and motivational speaker. He was a member of the Ohio House of Representatives from 1977 to 1981.

Make every day a day of Thanksgiving...

I know I have much to be thankful for. Sometimes I don’t feel that way but then I just stop and look around and remind myself. And when I see others who may not be so fortunate, I tell myself to find ways to share my good fortune. On this day of Thanksgiving, don’t just count your blessings, but find ways to make your blessings count. 

·      Smile and say hi to everyone you meet. 

·      Say thank you to anyone and everyone.

·      Wish everyone well as they go on their way.

·      Give a little extra in everything you do. 

·      Tell those you love how you feel about them.

Make every day a day of Thanksgiving. Starting today.

 

Neal Ash Maxwell (1926 – 2004): American scholar, educator, and religious leader who served as a member of the Quorum of the Twelve Apostles of the Church of Jesus Christ of Latter-day Saints (LDS Church).