Instead of quitting your work in a burst of emotion, why not try to gradually depend on it less? Start to look at other options for work that you would enjoy doing or that you had always daydreamed about doing. Don't feel like you are stuck in a rut, because that's just a mental barrier; plan your way out over time. If you currently work for a good company, help them out by quitting in the right way and don't leave them stranded. Explain to them what you need to do for yourself and then proceed.
How to do it
1) To change a full-time career - get some part-time training in your free time, even if it's only a few hours worth. You could even consider taking an online course, but research the credibility of whoever is offering it and, once you decide on it, ignore those who tell you correspondence schools are a waste of time - the goal is to educate yourself first.
You may need to get a degree that you haven't already got and working at one over time is a viable option; it may take longer, but you are in it for the long haul, anyway. Consider working part-time in your desired industry and you'll get first-hand knowledge of what it would be like. Then, if you decide it isn't for you, all you have to do is quit the part time work and start again.
2) To change from a full-time career - I do a lot of asking, listening and reading about different people's careers because that is my main passion - livelihoods. In my experiences, I have heard the terms 'options' and 'fusion', which I realized I had been using for years.
'Options' simply means that, instead of relying on one full-time position, try two or three part-time positions. Time management is the main challenge here, but that can be learned over time and if one option falls through, the others will help you sustain your livelihood. I should mention, however, that you can't get too comfortable because everything could dry up at once, depending on the industries you are in. You've got to stay a few steps ahead of the unknown.
'Fusion' is a way of combining a few things that you do and blending them in a harmonious way. The saying 'jack of all trades, master of none' is dead! Times are changing and useful skills in more than one area are essential in today's fast-paced world. Of course, if things do not all combine effectively, you must drop something that will not 'fuse' with the rest..
One of my options involves digital video and film making, which I love to write, shoot and edit. Of course, I am not interested in working on film sets because I have done that enough times and decided that it wasn't for me - unless I am directing. So, I have fused my talents and desires to form an AV services business on the side (but, I keep it part-time so I don't get sick of it!). With those same skills, I am able to work for others AND create my own informational products or short films without having to shell out big bucks for production and post production services. I have fused together my writing skills, video skills, directing skills and editing skills.
Creating options and fusing them together has kept me going for over ten years now and I wouldn't change it for anything because it's worth too much to me. The only thing I am wary of is too much comfort, which could make everything fall apart - so, I sit in an uncomfortable writing chair.
Phasing things out and starting new things came out of necessity for me a few times, but eventually I began phasing things out that I simply grew disinterested in. My main goal in 1996 was to be a sound mixer for live music and by 1998 I was doing it full time, but that had evolved into working at live events and eventually corporate and other special events (and it is still evolving).
There was a time, after mixing thousands of musical acts, that I needed to phase that out and begin something new, but related, because I still loved being a part of live events. I started poking my nose around in the corporate event industry and gradually got work, made contacts and developed huge opportunities. Time went by and the first thing I did was phase out working on weekends as I had not had free weekends for several years. Again, it took two years to do that, but the change was so gradual, it was virtually painless.
I look back at all these ideas now and realize how many naysayers had told me that something wasn't worth doing or that I could spend my time doing something else or that I could probably 'ask for a raise' at a place I didn't want to be part of anymore. As I sit in my uncomfortable chair, I realize that it is once again time to complete another task - my chair reminds me of that - and keep in mind that any work I have done in the past or will do in the future will be part of my legacy and not simply a moment in time I regret.
Have a prosperous day!
- B. Moore
Tuesday, June 23, 2009
The New Boss at Work
I've seen it happen over and over again - a new boss is hired to manage a team. At first, this situation can make people nervous because they fear they may have to put up with drastic changes or the new boss may not be as nice as the old boss and some may feel like they will be targeted for the chopping block. Uneasy feelings and secret conversations may prevail and that's not a sign of a healthy workplace.
To make matters worse, new bosses may not formally introduce themselves right away and perhaps there will be no official meeting set up to introduce them. This can further make staff members feel uneasy as there can be so many questions left unanswered as the new boss lurks around keeping tabs on the workplace and how it runs. The 'business as usual' concept simply does not work in such situations.
Further complicating things, there may be new directives put in place through impersonal emails or staff members may be subject to hearsay from others who are 'in the know'. I know of one particular situation where a new manager walked around a workplace making changes and questioning everything during the first few days of her new position, which tended to interrupt processes.
So, what can a humble employee do in such situations?
1) Just keep doing what you are doing and be confident that you are doing your best work possible.
2) If you aren't, it would be time to turn that around.
Sometimes, a new regime calls for staff members to remind themselves not to slip and to keep on track, possibly going above and beyond, because staff should aim to be seen as assets, not liabilities (this is not 'sucking up', in fact, if you are already very efficient and people like you, there would be no need to change in the first place).
What can a new boss do?
1) They should get to know people before too long to show that the lines of communication are open from the start.
2) They should get to know the 'real' processes and systems that are in place before they attempt to make drastic changes - and not simply rely on the directives from above.
3) They should avoid making people feel unnecessarily uncomfortable by communicating better with staff.
There are a few other key points new bosses should know about, but those are three of the most important that cannot be overlooked.
As mentioned, I have seen this happen way too many times: a new boss comes in and limits discussions with staff while making drastic changes without fully understanding their new situation. I know that all bosses are not the same and how can they be? But, they should invest in themselves for the betterment of the company by learning how to be a better boss, through training or coaching.
One of my favorite things to do when leading new team members is to smile at them with a warm introduction to put them at ease and find out, first hand, how they do things so I can make intelligent changes if there really needs to be any.
- Buck Moore
To make matters worse, new bosses may not formally introduce themselves right away and perhaps there will be no official meeting set up to introduce them. This can further make staff members feel uneasy as there can be so many questions left unanswered as the new boss lurks around keeping tabs on the workplace and how it runs. The 'business as usual' concept simply does not work in such situations.
Further complicating things, there may be new directives put in place through impersonal emails or staff members may be subject to hearsay from others who are 'in the know'. I know of one particular situation where a new manager walked around a workplace making changes and questioning everything during the first few days of her new position, which tended to interrupt processes.
So, what can a humble employee do in such situations?
1) Just keep doing what you are doing and be confident that you are doing your best work possible.
2) If you aren't, it would be time to turn that around.
Sometimes, a new regime calls for staff members to remind themselves not to slip and to keep on track, possibly going above and beyond, because staff should aim to be seen as assets, not liabilities (this is not 'sucking up', in fact, if you are already very efficient and people like you, there would be no need to change in the first place).
What can a new boss do?
1) They should get to know people before too long to show that the lines of communication are open from the start.
2) They should get to know the 'real' processes and systems that are in place before they attempt to make drastic changes - and not simply rely on the directives from above.
3) They should avoid making people feel unnecessarily uncomfortable by communicating better with staff.
There are a few other key points new bosses should know about, but those are three of the most important that cannot be overlooked.
As mentioned, I have seen this happen way too many times: a new boss comes in and limits discussions with staff while making drastic changes without fully understanding their new situation. I know that all bosses are not the same and how can they be? But, they should invest in themselves for the betterment of the company by learning how to be a better boss, through training or coaching.
One of my favorite things to do when leading new team members is to smile at them with a warm introduction to put them at ease and find out, first hand, how they do things so I can make intelligent changes if there really needs to be any.
- Buck Moore
Monday, June 22, 2009
New Favourite Quotes
I am currently reading; "The Ape in the Corner Office - How to Make Friends, Win Fights and Work Smarter by Understanding Human Nature", by Richard Conniff and one section that got my attention, about dominance contests on the job, mentions how the 'winner effect' may spread from effective leaders to subordinates.
The paragraph ends with this: "Leaders who blame and belittle their subordinates or otherwise make their social dominance too explicit, may thus risk producing an organization of trained losers."
I came across another good leadership quote that reads: “The best leader is the one who has the sense to surround himself with outstanding people and self-restraint not to meddle with how they do their jobs.” - Author Unknown
And finally, one that serves as a fundamental guiding principle throughout the whole scope of thinkWORKnotJOB: “I start with the premise that the function of leadership is to produce more leaders, not more followers.” - Ralph Nader
So, why do we have to be exposed to quotes like these? Isn't the core idea obvious enough? Well, to answer the latter, 'no!' We need constant reminders in the workplace and dealing with people in general, so that we can keep ourselves in check and have the advantage over our human nature. If we can think ahead and rationalize, is it not safe to say we have the capability to mostly avoid treating people like dirt and be more efficient at what we do for a living?
When a person find themselves in charge of a situation, they have the power to do what is most efficient and what is the best use of time, while extinguishing the fires of animosity and clearing the air of any lingering resentment.
- Buck Moore
The paragraph ends with this: "Leaders who blame and belittle their subordinates or otherwise make their social dominance too explicit, may thus risk producing an organization of trained losers."
I came across another good leadership quote that reads: “The best leader is the one who has the sense to surround himself with outstanding people and self-restraint not to meddle with how they do their jobs.” - Author Unknown
And finally, one that serves as a fundamental guiding principle throughout the whole scope of thinkWORKnotJOB: “I start with the premise that the function of leadership is to produce more leaders, not more followers.” - Ralph Nader
So, why do we have to be exposed to quotes like these? Isn't the core idea obvious enough? Well, to answer the latter, 'no!' We need constant reminders in the workplace and dealing with people in general, so that we can keep ourselves in check and have the advantage over our human nature. If we can think ahead and rationalize, is it not safe to say we have the capability to mostly avoid treating people like dirt and be more efficient at what we do for a living?
When a person find themselves in charge of a situation, they have the power to do what is most efficient and what is the best use of time, while extinguishing the fires of animosity and clearing the air of any lingering resentment.
- Buck Moore
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