Category: motivation

humor, life lessons, mindfulness, motivation

When In Doubt – Be Grateful

mimijk

“You have brains in your head.

You have feet on your shoes.

You can steer yourself in any direction you choose.

You’re on your own and you know what you know.

You are the guy who’ll decide where to go” — Dr. Seuss

Today for reasons I don’t fully understand, everything seems complicated to me.  Attribute it to lack of sleep, the relentless beating of the rain on the roof, the aches and pains that seem to accompany me uninvited with greater regularity these days.  Decisions are playing hide-and-seek in my head (so I’m choosing not to play, for I hate that game), the banal rituals that provide an outline for my day seem purposeless and silly (ok, brushing one’s teeth is always a good thing).  So, I’ve decided to write about these last three months or so and see if it can help define my day’s path – even if it’s temporary – something that produces more than my frustration with the NY Times Sunday crossword puzzle.

I started blogging because I was curious to see what would come out of this crazy head of mine, because I now had the time to pursue alternatives which had piqued my interest in the past and because I am driven by this nauseatingly neurotic need to make a difference.  Let me clarify – a positive difference.  When I was working, so many people encouraged me to write a book – I’m not sure that will happen.  Blogging seemed like a logical step towards exploring the feasibility of publishing.  I could see if a) I was entertaining enough, b) had a message worth sharing and c) had the discipline to do it.  I’m still not sure I have these answers, but I am truly enjoying this experience even though I will likely never be a candidate for ‘freshly pressed’ (not sarcastic or wry enough, don’t use enough media links in my posts and arguably may not write well enough either).  But – in less than three months, over 2600 people have checked me out (figuratively speaking of course), some incredibly smart people have commented on my entries with cogent, inspiring wisdom (family and friends exempted ’cause they’re already pretty awesome) and I am slowly beginning to find my uncensored voice about work, life, leadership etc – I can only imagine what will flow from these keys once I feel my own personal FCC beginning to fade into the distance.

I have learned that there is so much friggin’ talent out there, that I’m humbled to be part of a circle of people who truly question and opine with thought and humor.  I don’t know any of you, and yet I look feverishly for your responses every time I put up a post.  And you never disappoint.  Every time someone ‘likes’ a post, I feel like Sally Field during her ridiculous Oscar acceptance speech (“You like me!  You really like me!”).  When I see a comment, I feel the same anticipation as I did when I used to get my report card in elementary school (that’s when the comments were kinder, but for the standard reminder that I’d learn more if I socialized less).

Specifically, there are bloggers who have kept me going, totally unaware that their generosity, opinions, and ‘atta boys’ were providing me with commitment to this exercise when my spirits began to flag.  These are people you should read – for their originality, entertaining perspectives, experience and life stories.  Props to them all – and my abundant thanks for keeping me engaged in this process as I figure out where I want to go next.  Here’s my list of tremendous writers – I hope you take the time to check out their sites:  kungfuleadership; manage better now; david kanigan – lead.learn.live; misunderstood genius; greg blencoe; rlagee; business coach steve; girl on the contrary; the good greatsby; where’s my T-back and other stories; never contrary and the middlest sister.  I could go on – there’s truly some terrific talent on WordPress.  But I know what I know and I said what I meant/Your talents inspire me 100 per cent.

That you for your shout outs on Twitter, your encouragement and ability to remind me of the beauty and insanity on this little planet of ours.  I feel like I have found an invisible, yet powerful cohort group, as understanding and accepting as my friends and family.  People who understand that on days like this, sometimes all one needs to do is breathe – and be aware of all there is for which to be grateful.  Consider yourself counted.

humor, leadership, life lessons, management, motivation, work life

B-B-B-Bad To The Bone

mimijk

There’s something to be said for being bad – and there are many who have become quite successful for their complete lack of ability (presuming of course that one is represented by some tremendous PR people).  The examples come quickly to mind – any Kardashian, reality tv (I’m sorry, I know many of you love it – I just think watching people reduced to tears because of their appearance, love life, swapped spouse or horrific fashion sense is just not, well…good), shock jocks, Paris Hilton, etc.. I get it – there’s a lot to be gained by being talentless – fame, money, one’s own personal posse, Louis Vuitton doggie carriers, an interview with Dr. Phil…

So I’m here to help in the only way I can – I can provide you with some very clear guidance on being a lousy, really bad boss (without violating any federal or state labor laws).  Please, please – no need to thank me.  If this is what you’ve been searching for all along, I share your surprise at the dearth of information than can help you be a terrible supervisor.  Perhaps some of this has been obvious to you all along, yet with all the emphasis on self-improvement, professional development, challenging one’s self to embrace excellence, I can see how the simple steps one needs to take to reach farther down can get lost in all of this positive, ‘you-can-do-it’ energy.  Sit back and relax dear friends – let me offer some basic actions that you can apply today in your quest to hit new lows in lousy leadership.  I promise – you too can make your company’s “Worst Supervisors” list and begin your descent into infamy.

– Don’t give a hoot about the people for whom you have responsibility.  This can be done in any number of ways – ratchet back your feedback to the barely relevant;  assure you’ll get back to someone asap and don’t do it; provide conflicting information about a project’s requirements.

– Say ‘no’ as often as possible.  Leave any affirmative responses for times when you are under untenable duress and see no other alternatives.

– Gossip as much as you can – ideally about people within your department.  If you can manage to engage in these conversations with others on your team, all the better.

– Complain – a lot.  Don’t feel that it is your responsibility to make the workplace a collegial, energized, collaborative environment.  Put that on someone else and then find fault in whatever efforts s/he makes.

– Own as little of your job as possible, and demand that your people take full ownership of theirs.

– Play favorites if you can, though I caution you that you may begin a slippery slide down the path of discriminatory practice.  I’m not looking to help you become a defendant here.

– Take everything personally and react as defensively as possible.  After all, isn’t it all about you?

– Keep your people in tall, separate silos – the less they know what is going on around them, the better.

– Try to understand as little as possible about what your people are doing – there’s nothing more demoralizing than having a boss who has no clue what the hell you do everyday.

– Maintain an opaque quality to your communications.  God knows what could happen if you sought the maximum amount of transparency – people may get ideas, offer their thoughts about a given objective, feel part of a bigger whole, etc.  Ix-nay on the communication, ok?

– Don’t commit to doing what you assure people you’re going to do.

– Keep your door closed, don’t walk around and whatever you do – try not to smile – even to those who may acknowledge you warmly.  The good news is that if you keep doing these things, you will quickly not have to concern yourself with anyone greeting you at all.

– And finally, I would tell people that all that matters is results, though I wouldn’t disclose what those measures are.

See?  I told you this wouldn’t be tough.  I am confident that if you follow these simple guidelines, you too can be really bad at what you do.  Of course, if you are one of those people who responds to reverse psychology, I apologize in advance.  You may end up responding in the exact opposite manner than that which is outlined above – and we all know where that gets you.  You’ll become one of those people who is driven by the challenge of making a positive difference in your day and the days of the people with whom you work – ugh!.

humor, leadership, management, motivation, work life

The Wizard And I

mimijk

“The Wizard Of Oz” – not to be confused with The Wizard Of Menlo Park of course.  After all, one was a movie musical with a series of limited but determine characters in not-so-subtle costuming, the other referenced Thomas Edison, thought by many to be one of the greatest Americans of all time.  Given that scores and scores of books have been written about Edison, I think it is my duty to address the brilliant management and leadership lessons that one can learn from following a yellow brick road.

1 – There’s something to be said for being ‘the man behind the curtain’.  The strongest leaders do not need to advertise their power, rather they advertise the talents of those around them.

2 – Mentors typically don’t make themselves known by descending from the sky in a transparent globe, holding a wand and wearing a crown.  But they’re out there.  Mentors can be people within your organization who have successfully navigated its twisty, winding paths, know where the flying monkeys lurk, who have the magnetism and talent that people gravitate towards and/or have the technical expertise from which you can learn.  They also may not be looking for you, so it would behoove you to seek them out.  And parenthetically, it’s probably better if they don’t sing soprano with an insufferable vibrato.


3 – Some days you’re the house, other days the house falls on you.  Either way, neither state is forever (unless you happen to be a wicked witch – and if you are, there’s probably better reading for you out there).

4 – The best teams are comprised of people with markedly different talents.  It’s best not to duplicate areas of expertise, rather seek those who’s abilities will be complementary.  Chances of effective project completion are highly increased, everyone emerges stronger and more well-versed than when they began and you can maintain a shared vision of the goal without introducing individual competitiveness.

5 – It’s good to carry a bottle of water around with you at all times.  At the least, you’ll stay hydrated.

6 – The easiest way to achieve insurrection is encouraging people to follow you by dicta rather than by choice.  Rest assured that your people will leave your side at the earliest opportunity if their contributions aren’t valued, their input ignored and their chances for professional exploration limited to a narrow, controlled orbit.

7 – Help your  people realize their professional goals.  Not only is it your job, it will enhance the talent stream, engender loyalty and infuse the work place with energy.

8 – Courage means different things to different people, but supporting your people as they break out of their comfort zones is an enriching experience for you and a thrilling new beginning for them.

9 – Show your heart – it only makes you appear stronger, more authentic and relatable.  It will not diminish your authority at all.

10 – Work and home are inter-connected.  They don’t exist in separate silos.  It is impossible to separate the two when there are issues or concerns involving one or the other.  It is far better to recognize this and determine the best way to reconcile the two rather than having them at war within you.

And finally, if you really feel you need to, invest in a pair of ruby slippers.  They aren’t going to help you get anywhere, but they should appreciate greatly over time.

life lessons, mindfulness, motivation

Basic Inspiration

mimijk

“Each person has inside a basic decency and goodness.  If he listens to it and acts on it, he is giving a great deal of what it is the world needs most.  It is not complicated but it takes courage.  It takes courage for a person to listen to his own goodness and act on it.” – Pablo Casals

You can probably tell by now that Machiavelli and I wouldn’t get along.  I have a very firm belief in the fundamental goodness of people.  For the most part, I don’t believe people intend to be hurtful, mean spirited or relish opportunities to display their most unpleasant qualities.  This in no way runs counter to my earlier post about the abhorrent (and aberrant) bullying behavior that is evident in schoolyards and offices.  On the contrary, I believe that such aggressiveness is more environmental than innate, more learned than inherited (with a nod to the studies that support a heritability factor associated with aggressiveness).

What I love about Casals’ quote is the implication that honoring one’s goodness takes courage.  Doing the right thing isn’t easy.  Opening one’s eyes to the wonder that passes throughout the course of a single day requires a conscious shift in focus from all that we rarely notice – or worse still – all that we see that disappoints us.  So I introduce you now to one of my constant sources of inspiration – Archie.  This picture captures him in a moment of brief repose – or exhaustion – resulting from his relentless pursuit of happiness.  Archie approaches our driveway and yard as a constant source of amazement and surprise regardless of his thousands of explorations.  Today, the cherry blossoms are falling from the trees, and Archie pursues each falling blossom with limitless unbridled excitement and delight.  Of course, the wind blows them into multiple directions and he loses them before they hit the ground.  Nonetheless, he forgets any other reasons why he’s out there – he is on a mission fueled by sheer joy  (and a sizeable absence of grey matter, but none of our dogs have ever ranked high on the intelligence scale – except for Bubba the Wonder Dog – a story for another day).  Archie makes me pause and look around – I stop and notice that the buds on the Japanese maple are beginning to slowly swell under the warmth of the sun, hear the neighbors’ kids laughing hysterically as they try and double jump on their trampoline.  I sit on the porch realizing that I’ve been touched by more good karma than one person could ever take for granted.  I sip my tea and giggle as Archie is outpaced by his older, smaller and more dignified partner-in-crime Teddy (he didn’t want his picture taken today).  And in this moment, I am inspired to find the time in each day to pause and look around me.  To consider it an honor to be able to share my ideas with an increasing number of fantastically gifted people.  To make a conscious effort to make one person’s day a little better through word or deed (I have no illusions of heroics here –  just take the time to be slightly kinder than the day before).  Now Archie, Teddy and I are going to take a walk and see how many of their friends we can track down, kibbitz, sniff and play with, see how many blooms are opening on the magnolias and pause for a moment to experience the indescribable  inspiration that begins with gratitude.

humor, leadership, management, motivation, Uncategorized, work life

Back To Basics – Part 2

mimijk

I feel a little vindicated.  An article in Forbes recently appeared that dealt with the overabundance of email and its impact on the development of quality professional relationships.  The author offered a solution you may have already read on this site – the idea of having a ‘no email’ day – invoking a day where people have the choice of getting up and talking with each other or at the least getting on the phone.  Please don’t burst my happy little bubble by delicately suggesting that this is hardly a new idea.  I know – but it sure felt good to see it in a more legitimate, well read format.  As my babelicious nephew would say – “True dat, Mimi”.

So I’m intrepidly going out on a limb, despite my fear of heights, and offering some other basic principles which I think could bring your employees greater professional satisfaction, enhance the quality of your leadership and perhaps, just perhaps improve your results.  At the least it may give you something to think about.  And as always, if it can provoke a smile, all the better.

1 – You can never learn anything while you’re talking.

2 –  You can have a happily-ever-after work experience – especially if you look at is day by day.

3 – Presenting yourself as one who knows it all, doesn’t inspire confidence or make you a great boss.  It makes you insufferable and impossible to work for (or live with for that matter).

4 – Try congratulating the person who owns up to making a mistake.  I’m serious – I used to do it all the time.  To me it was reflective of the individual’s willingness to take responsibility for the work under his/her jurisdiction and greatly increased the likelihood that such an error wouldn’t occur again.  What I never did was let them take the fall in public – I took the hit.  When all was said and done, I’d ask the employee what the ‘takeaway’ was and was never disappointed by the thoughtfulness of the response.

5 – If you’re going to take professional risks – and we all should – put your faith in those with whom you work.  Let them know that you’re willing to back them and show your trust in them in deed.

6 – I used to have regular meetings with my team.  Twice a year though we engaged in an exercise called “Building BHAGs (big, hairy, ambitious goals).  The rules were few – the goals had to be a little scary, strategically important for the firm, and require that they be achieved collaboratively.  Timelines were established with the knowledge that they could be somewhat fluid and each person tracked their contributions on a SharePoint site.  Eventually they asked me not to come to the first meetings because they wanted to do it themselves, showing me their final recommendations.  They were amazing.  In other words – you don’t have to put your mark on every piece of paper, idea and/or project.  If you’ve developed your people well, give them every chance to shine.

7 – “I’m sorry” are two of the most under-utilized words in the workplace.

8 – “Any new venture goes through the following stages:  enthusiasm, complication, disillusionment, search for the guilty, punishment of the innocent and decoration of those who did nothing – Anon”.  If you are in a position of responsibility, you can change this outcome with a modicum of effort and close attention to the rhythm of the work that is being done, the tenor of the conversations that are taking place and the quality of the activities that will drive the result.  Oh yeah – that’s your job too.

9 – Always, always hire people who are smarter than you and then give them the substantive work that will make them thrive.  It may seem counter-intuitive, but I promise you will not be hiring yourself out of a job – rather making room for you to take on more signficant projects of your own.

10 – Mike Ditka was right – failure isn’t fatal.  The corollary of course is that success doesn’t last forever either.  Learn to accept the ebb and flow of the realities of work.

Finally, think about your professional legacy.  Do you want to be known for something other than showing up?  I’m convinced most of you do. Identify the values and leadership style for which you will want to be associated even when you have moved on to new adventures.  Try one thing differently every week – big or small – and see if there is more you can do to ensure you will be remembered in a way that will satisfy and please you.  And Happy St. Patrick’s Day everyone – may each day hold at least one four leaf clover for you.

humor, leadership, life lessons, management, mindfulness, motivation, work life

Goal Setting – A Creative Approach

mimijk

After majoring in partying during my first two years of college, I got serious and then decided to double major.  Psychology and Education.  Did I envision being a Chief HR Officer?  Absolutely not.  My path to this profession was remarkably serendipitous (at least in my mind) and as it unfolded seemed to occur with what I perceived as very little input on my part.  Stuff just seemed to happen.  I realize now that this perception was inaccurate and skewed.  It allowed me to react with predictable self-deprecating dismissiveness at my successes, and passionate self-flagellation when absorbing my failures (in case you haven’t noticed, I’ve always had a flair for high drama – I’m particularly good at self-flagellation).  The truth of the matter is that I’ve always had goals.  Yes they were fluid, without question the path to their achievement was often more circuitous than direct and at times these goals were downright misguided.  But as my hopes for the future crystallized, the navigation of my ‘goal map’ became easier to read  – even when I was heading directly off course (have I also mentioned that geography was never my strong suit).

Just as advertisers use story boards when constructing a client pitch, I am a strong believer in using story boards to help determine what our goals are and how they may be achieved.  Think of the success of PinInterest.  Basically, you are ‘pinning’ and ‘repinning’ pictures that resonate with you on a visceral level – be they of places, nature, humor, etc..  Not only does it feel good to look at the compendium of your personal favorites, it’s self-reinforcing.  So…you pin some more – and if you look at your collection closely, you will see certain patterns.  In effect, it becomes a story board about you.  I used to encourage people to build story boards at work when training on the topic of goal setting (Creativity in a law firm?  A bit oxymoronic I suppose).

Try it – cut out pictures that inspire you, print off quotes or thoughts that excite you and tape them onto a piece of oak tag (if that sounds too dated, just stick ’em up on a bulletin board).  See what messages you glean from what may seem like a random display.  Don’t be discomfited by the pieces that don’t seem to fit – if it was all perfect, it wouldn’t be self-reflective.  What you will find though is that there is a pattern in that collage of yours.  And it can help define what it is you want  – in your professional and/or personal life (depending on what your story board is focused on of course).  One quote that appears on my current board, first appeared on the board I created when I left the firm.  Kofi Annan once said, “To live is to choose.  But to choose well, you must know who you are and what you stand for, where you want to go and why you want to go there.”  It fuels my pictorial narrative.

Once you get a sense of what it is you want and need to do – take a deep breath, have a glass of wine, revel for a moment in the clarity you have found.  Then communicate your thoughts – write them down, tell a colleague, share them with your team.  And this is where it gets a little tricky – remember that a goal is only as achievable as the objectives that support its completion.  Objectives are the discreet, actionable steps that are taken to make a goal attainable.  For big picture people this is definitely the harder of the two steps, for it’s where you break it all down into timelines, responsibilities and commitments.  When you write objectives, use verbs that imply movement – there is no room for the passive voice in the world of achieving goals!  I realize that this is no easy challenge I’m throwing out into cyberspace, but I believe that you can take your dreams, your unspoken hopes and turn them into concrete goals with clear, defined steps.  Perhaps the dreaming part is more romantic; the realization of a dream is more fulfilling and enriching.  And one of the gazillion wonders of life is that we can dream many dreams, understand where our values and life choices intersect and create as many story boards as we want to help chart our path.  And that, is pretty damn terrific

leadership, management, mindfulness, motivation, music, work life

The Rhythm Of Leadership (even if you’re tone deaf)

mimijk

“Where you lead/I will follow/Anywhere that you tell me to…”  Ah, Carole…I was a rabid follower – Carole, James, Laura, CSN&Y.  I followed them (and others) because I loved their music, their words, the way I felt when I sang along (some of my fondest memories include sitting in my friend Allie’s house eating Cadbury wafers and singing..she had a pure, clear soprano; I had a rich and sincere baritone, sorta).

I followed a speaker at a peace rally in NY after the Kent State shootings. He spoke Spanish (I didn’t), but the passion and conviction of his words crossed the barrier of my linguistic ignorance (ok, he was cute too).  Following him to the subway to head home, we both got pipe-whipped by some indignant construction workers – the commitment I had to him almost justified the consequences.  I will admit it was embarrassing to have to stop at my pediatrician’s office for some salve before heading to a production of ‘Damn Yankees’ at school that night (the closest I will ever come to being a baseball player).

I followed one of my professors from grad school as avidly as one might a guru.  He was so incredibly smart, funny, intuitive (a good quality for a psychologist) and persistently coaxed me to figure out how I was going to best care for my two splendilicious babies and myself in the face of some very real personal challenges.  He encouraged me to figure out how to re-take control of my life.  How do you thank someone for that?  Live your life well and pay it forward, I guess.

And I followed my boss for 22 years.  I was inspired by his confidence in me, relentless teasing, incredible work ethic, integrity and generous heart.  He wanted results and accountability and expected more of himself than anyone else, which somehow drove me to try and keep pace.  Lucky for me, he is now a dear friend who has also retired from the firm.

There is a nexus between the leadership qualities I learned from those whom I have followed and the music that plays in my mind all the time.  There is a rhythm to the dynamics between and among people, a way that we try to maximize the strengths and talents of our people so that together, the orchestration is full and rich.

If you supervise people and as such are responsible for leading others, do you ever think about those who you once followed?  Why did you follow them?  What were the qualities that you most admired in the people who shaped your professional success and enhanced your development?  What were the deal breakers?  If you strove to emulate any one of them, what elements would be of greatest importance to you?  Imagine holding the conductor’s baton gently and assuredly in your hand as the orchestra warms up.  Your job is to make the music of your work days reflective of the talents of those waiting for your guidance, watching for your timing and interpretation of the notes.  I was once compared to Mr. Holland, the character from “Mr. Holland’s Opus” – a higher compliment could never have been bestowed upon me in the world of work.  At least not for me.  The sections of the orchestra parallel the unique talents of those with whom you work.  Lead them with the qualities and dedication evidenced in those you once followed.  The magic of that music will always remain in your head – and theirs.

life lessons, management, mindfulness, motivation, work life

Groundhog Day – Again

mimijk

Some may think I get cranky because I’m out of estrogen – oh no my friends, no.  I got cranky long before my hormones became an acceptable excuse.  In fact, it’s entirely possible that my crankiness was the catalyst for my body’s ensuing wackiness.  It got tired of me railing at some of the more inexplicable, passive choices we make on a daily basis in the name of ‘doing our best’.

“Mediocrity is climbing mole hills without sweating” – Icelandic proverb

How much do we do just to get by?  How often do we attach the Velcro to the back of our hand, affix it to our forehead and sigh “I just can’t do one more thing?” (insert a consumptive cough here if you feel it will add to the drama).  How frequently do we invoke the words of some enthusiastic coach (“You can do it!  There’s no ‘I’ in ‘TEAM’!”) and act like an over-burdened pack mule?  And how quickly do we accept the status quo just because it’s easier.

Avidly pursuing LinkedIn chats, lobbing an occasional question on Twitter, reading the articles in journals written by and for business professionals – I see the same thing.  We are challenging ourselves to climb mole hills.  Do we keep re-hashing the same topics because we can’t take one more thing and feel that at the least we’re sharing ‘execu-speak’?  To take a line from Joan Rivers – “can we talk?”

Let’s go with some assumptions already – it’s time.  Everyone, on three – get out of your comfort zone and let’s start feeling a little itchy together.

Assumption 1 – If you don’t know how to effectively listen, engage and collaborate with other people, hear disparate views and opinions and encourage that kind of communication, then go back to square 1, don’t collect $200 and consider yourself very lucky that you’ve gotten this far without developing a critical foundation upon which to grow your career and your relationships.

Assumption 2 – If you are truly of the view that as the leader of your department, company, silo, etc your perspective is the only perspective with any merit – see number 1.  Bill Welch was a bastard and prided himself on being a bully, but when someone had the mettle to challenge him, he gave them a shot.

Assumption 3 – If you’re doing the same thing you did last year, let me remind you that Groundhog Day was a movie, not a lifestyle.  If your people are doing what they did last year, then they are doing less than they did last year – and that’s on you.

Assumption 4 – Not everything is confidential, even though it may be very exciting (and sometimes necessary) to create an ‘inner circle’.  The values of your department need to be shared.  The future career strategies for your people need to be discussed and developed with your people, not in a soliloquy you engage in on your way to work.   If you dig the whole bureaucratic, layer-upon-layer thing – fine.  I’m just saying that the plans need to be disseminated to everyone who has a modicum of responsibility for their disposition.

Assumption 5 – Just because people nod their heads and agree with you, doesn’t mean they agree with you, trust you or even have confidence in the direction you’re heading.  Their B.S. meter may just be registering at the high end, and they don’t trust you enough to respond differently.

Golda Meir said, “Don’t be so humble….you’re not that great”.  The only thing worse than inflated, insincere humility is sincere hubris.  At this point we have a long way to go before we can afford either affectation.  I want us to push past these tired conversations which find us opining in tired clichés and commentary that is becoming trite in its content.  Aren’t you a little itchy for more?  Wouldn’t you like to challenge the endless loop that plays and replays providing us with little more than one more stimulus to ignore as we do elevator music?  When are we going to look in the mirror, greet the image with a rousing ‘how the hell are you?’ and get excited about what we really can become?

Daniel Pink, management, motivation, work life

A Dirty Little Secret – Sort Of

mimijk

“There is an enormous number of managers who have retired on the job” – Peter Drucker.  Ah Pete, you’re killin’ me.  I’m not sure if anyone who falls into this category – or anyone supervising people in this category – really wants to be outed.  However, this dirty little secret is becoming more and more apparent.  The good news (if you want to call it that) is that there’s no need to worry – I’m not sure anyone’s going to get called on it.  It requires too much effort.  If you were expecting something more salacious – I’m sorry – but I also wanted to get your attention.

There is an interesting article in The Washington Post today about Daniel Pink, his reincarnation from political speechwriter to successful author and his perspective on the effectiveness of merit pay as an incentive for teachers.  Many jurisdictions are adopting this methodology, despite the data that underscores its ineffectiveness.  The research indicates that extrinsic rewards are successful when the objectives are simple and routinized.  “But for complicated jobs that require judgment and creativity, the evidence shows that it just doesn’t work well”.  Clearly those are expectations that the best educators embrace, and we as parents seek them out  as the teachers-of-choice for our kids.  I am not suggesting that we pay teachers less; I don’t think they’re paid enough.  Presuming equitable compensation though, is this an effective motivator?  Apparently not.

For the sake of this post, can we extrapolate these findings into the world of professional services, C-suites, management, for-profit organizations? As the need for creativity, energy, sound problem-solving and dynamism in management increases, it seems counter-intuitive to me that our tendency is to focus on process-oriented results,  limited provocative dialogue and increased structural layering that renders many positions narrower and more circumspect.  If you are involved in a different organization and structure, no need to read further.  You are in a marvelously unique situation that is not replicated with enough frequency.  Enjoy it and keep thriving.

Let’s get a little risky in our dialogues about what factors will distinguish the adequate-from-the-great companies in the years to come.  It’s just insufficient to nod to those who talk about their commitment to their people and reflect it by offering limited collective opportunities,  provide superficial exercises that are packaged as training and proudly aver that they’re ‘upcycling’ the strong performers when in fact their challenges and objectives have remained the same year over year (or worse, have been marginalized to the point where their talents gradually fade into the background).  What if the tenor of the conversation changed and our responsibility was to engage in and develop substantive strategies with our folks?  What if we didn’t take the easy out and refused to create any more versions of ‘Groundhog Day’ because of its expediency in the face of our other responsibilities?  What’s stopping us?   Have we lost our motivation and/or forgotten one of the most critical components of great leadership?  When was the last time you turned around to see if anyone was following you? I imagine it would be a serious bummer to realize that there may be no ‘there there’.

If you’re out in front then this is your primary objective.  If the goal is to increase employee satisfaction,  realize a greater ROI, build an environment where people are jazzed and engaged, then let’s at least begin the hard work.  Turn around.