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.