Brian Tracy - Organize Your Life

Is Your Brand Going Up in Smoke?

Lately, I have witnessed many workers from many different companies smoking right outside of the business. I thought this might slow down in the wake of more stringent non-smoking policies, but it seems to have gotten worse.

Smoking directly outside of a retail store, grocery store, bakery or restaurant is bad enough, with the smoke-filled air being a real turn-off for non-smokers (and even some smokers!), but when you add loud gossip, loud coughing and spitting, it becomes many times worse.

How can a company let these sorts of thing happen in direct public view? It's bad enough when it's in front of an electronics dealer, but in front of a grocery store, restaurant or bakery? That's just gross. It looks bad on the business, and even worse on the immediate management.

Solution - aside from adopting smoking cessation programs, smokers should be allowed to go to the rear of the building and smoke in a designated smoking area, away from the public and away from any open doors or windows. I'm not against smokers, but when an employee is wearing company colors, a logo or a name badge, they should stay out of sight. People know that people smoke, but don't let your brand look bad!!

How to Tell Someone You Don't Really Like Them

I have discovered something fascinating over the years - some people don't like me! Even if I had tried and displayed my most amicable countenance, not everyone would like me. But, that's great news!

It's great news because not everyone can like everybody, nor can every body like every one, so we struggle with difficult people on a daily basis, which sharpens our people handling skills and helps us keep our guards up.

Admitting that you don't like someone right to their face is probably one of the bravest and relieving things a person could do, especially if you work with them every day.

Pretending to like someone is dishonest. If you were to let them know about it and get it out of your system, you can then focus on your work and not feel like you are holding something in every day, shaking your head every time the person walks past you or making faces at their turned back.

Co-workers and bosses should be able to admit their dislike of someone without consequence**. Not being open about it is an emotional trap, as the book shown describes on the cover, and people should be willing to let go and just be honest about disliking one another.

(** - I once told a 'manager' that I didn't like him. I had to, because he needed to be told. A week later, I was let go. I was a freelancer, so it was easy for him to get rid of me, but I stand by my decision to this day!).

Before you tell someone you don't like them, be sure the feeling is mutual, then think about how you are going to tell them. There's no point getting too emotional and angry about it. If you actually take the time to understand why you don't like them, you'll figure out a thing or two about yourself, provided you analyze the situation honestly. In fact, you probably do some of the same things they do to annoy you.

If they haven't got a clue that you don't like them, first try to find out their side of the story and see if they simply aren't aware that they are annoying you or angering you. Perhaps they haven't been properly trained on a process you know by heart. Instead of building up anger, ask them about it before you tell them you don't like them because you may actually like them after speaking with them.

If you decide to approach the person in question, ask them a few questions to confirm what bugs you about them, then discuss it. If they are doing things just to bug you, consider calling a truce and be done with the built up negative emotions.

How to tell them you don't like them, if you must - after gathering information, if a truce cannot be agreed upon, tell them you don't like them, ask them to tell you the same thing, shake hands and get on with your day. With the burden of built up emotions out of the way, you will surely find a way to work with your new un-friend.

Note - with the proper communication methods employed, you probably won't get to telling them you don't like them as the feelings might wear off following information gathering. But, if you do, it's better to get it off your chest and it sure beats petty squabbles.

I personally think people have the right to know if they aren't liked by someone. At least the problem can be examined and most likely resolved after such a realization.

8-)  Buck Moore

Why Our 'Crappy Jobs' are Important

There are those who work in, or have worked in, a 'crappy job', and there are those who were both lucky enough and unlucky enough to skip that step. A crappy job, although a pre-defined position for most, is a really subjective concept.

What defines a crappy job? A bad boss? A dictatorial atmosphere? Crappy pay? Bad hours, cruddy co-workers or an uncreative environment? There are many definitions. But, what if you saw your job as important, just for a moment? And, what if everybody saw your job as important? Just, 'what if'? Bear with me for a sec, okay? I have a point.

What if you went into work one day and all of the people who were in front of you wished you a great day? What if they expressed their appreciation for what you do? I know...it's not all that common, is it?

But, what if you saw your crappy job as a stepping stone to something else? What could you take from your current job and apply to another position that would make you feel fulfilled?

All jobs are important in one way or another. The ones that lack importance are replaced by something. Similarly, the ones that no longer 'do it for you', are replaced by you. 

Let's face it, we gotta work! We can't all be on vacation all the time because the world would fall apart. My question to you is: "What part of the world are you preventing from falling apart?"

The Organic OS - Listening to the Frontline

In a news article I recently read, the following statement about Toronto Mayor Rob Ford stood out:

"If he was really interested in saving money, he'd sit down with front-line workers who know where to find waste and how to make city operations run more efficiently,..." - CUPE 416 Vice President Dave Hewitt

I couldn't agree more. When you begin to strip down the layers of white collars, blue collars, unions, freelancers, employees, managers and CEO's, it all boils down to common sense when it comes to understanding how to trim the fat in an organization.

You don't need a degree to see that front line workers are exposed directly to the business process and yet, they seem to be ignored more often than not. If we took more time with those in the front lines, we would better be able to streamline any business operation.

Perhaps those that rise in the ranks start to become out of touch with what's going on up front or a qualified manager from another area is suddenly in charge and takes a quick look around to see what's happening, without spending more time in the front lines before officially 'managing'.

Does it take a reality TV show such as Undercover Boss to awaken people? Perhaps it does. In any case, anyone who has a budget for front line services should investigate more thoroughly the goings-on up front to get a lucid picture of how to better run a business. Listen to the workers have to say about it. 8-)

Buck Moore

The Organic OS - Working Through the Ice Age of Shady, Transient Leadership

 
When a Cold Wind Blows Through 
All too often, team members are faced with the challenge and frustration of a new authority figure, whether they be a new boss, manager or other person with a varying degree of authority. Depending on their degree of authority, they may want to change things as they see fit and this sometimes results in a change of suppliers or new rules that have not been negotiated with the people they affect. It is as though a cold wind is blowing through and the top level staff aren't closing any windows.

In short, the individual team members are on their own to survive the new office ice-age.  Surviving such a scenario includes patience, logic, focus and steps to let your reputation speak for itself, in case there is nobody else to back you up (or, they've backed you up so many times that they feel it's pointless because their suggestions fall upon deaf ears for the most part). If you're on your own, fear not, the new office ice age is no guarantee that you will be completely frozen and locked into the 'new way'.

Anatomy of a Transient, Cold Wind

Very often, it is easy to see the signs of a 'cold air' transient leader heading toward the exit door;  they verbally express their disappointment with company decisions and they engage in obvious networking opportunities, among other activities, that will benefit only them.

Before they leave, though, they will often do favors for outside individuals or companies, and get them involved with the company while attempting to shut others out, simply because they have had previous business relations with them. This is, of course, at the expense of somebody's livelihood.

I'm not suggesting change is bad; on the contrary, change is good. But change is bad when, for example, one supplier is cut in favor of another with no resulting benefit. If the change results in worse service than the previous supplier, a mess has been created  where no mess had existed before. What a mess!

When the CTL (Cold-air Transient Leader) finally leaves, the mess must be cleaned up, but there is the possibility of permanent damage left by the CTL. So, in order to survive a workplace ice age, here are some things team members can do:

1) Protect your reputation, even when nobody has your back! Simply give the best possible service with a smile, no matter what mood you are in, and you will have an incredible amount of armor to protect you, even in your absence. If you are on your way out of the company, but not quite ready to leave, you must still do this and concentrate on how much better off you will be when you are gone.

2) Take note of what changes are affecting you and your team members. Keeping records will give you the advantage when push comes to shove. Do this discreetly, though.

3) Let the CTL know how their decisions are affecting you and your livelihood in a discreet and calm way. Point out the facts and see if they will listen to you and be able to work things out. 

4) Let your voice be heard. Request a meeting either by phone or by office appointment and bring your notes. Ask questions about new policies and procedures and get others on board with you.

So, how do I know all of this? What makes me an expert in dealing with CTL's? Quite simply, I have dealt with this situation in many different industries over the years and have developed a way of a) protecting my reputation when absent and b) have recognized the patterns and used the above solutions to correct the situation. 

The tell-tale signs of CTL's are there, and if a team member recognizes them, they can prepare themselves for the ice age and survive it.

- Buck Moore


   

The Organic OS - A Mood-Boosting Half-Life (for a Better Workplace)

A Mood-Boosting Half-Life
“You can’t change your boss, and you can’t change the culture in your organization,” explains Barbara Glanz, author of 180 Ways to Spread Contagious Enthusiasm. “All you can change are your interactions in your own sphere." That said, a few mere minutes of personable chitchat between colleagues, she says, can leave a mood-boosting half-life that lasts all day.

Above is an excerpt from an article I read at Toronto's Metro News website (metronews.ca), entitled 'Bringing Joy to Your Job' (link below). I think the idea of flashing a few more smiles and avoiding gossip on a regular basis is fantastic and is sorely needed in today's busy, fearful and over-stressed workplace. Starting the day with good news will also make it easier to smile and the effect you will have on others will help create a more positive workplace atmosphere.

I gave myself a challenge a while back to consciously wear a smile all day long, no matter what. Much of my work happens at live events where the constant pressure of producing excellent results is second only to the massive egos I have to deal with on a regular basis. Fortunately, the egos deflate somewhat when they are not challenged by jaded, veteran technicians.

The results of that day were proof positive that donning a pleasant demeanor has a direct effect on everybody around you which inevitably results in a less stressful experience with more efficient productivity; why waste time on criticism and blame when you can focus on excellence and harmony? No matter how you choose to operate, the same amount of time and energy are spent.

The only thing I would challenge from the stated article is the idea that you can't change the boss or the culture or your organization, all you can change are your interactions in your own sphere. But, if you do change the way you interact in your own sphere and encourage others to follow suit, both your boss and workplace culture very likely could change for the better.

Either way, articles such as these are great reminders of the importance of maintaining positive workplace attitudes.

http://www.metronews.ca/toronto/work/article/747135--bringing-joy-to-your-job

The Organic OS - Critical Updates for a New OS

When I use new operating systems, I often wonder why they weren't finished to begin with. I mean, updates and service packs seem never ending; why couldn't they just foresee all of the problems instead of just rushing things to market?

As much as I feel that the end user should be offered a better experience with new operating systems, I must also accept that not everything could have been predicted accurately with their  introduction (Windows Vista excluded!). So, when a new business begins planning and implementing systems, they soon find out what is working and what is failing miserably because the planning has been transformed into the human side of things.


That being said, part of the planning should include alternate avenues when problems arise, because not everything that looks good on paper actually works when human emotions get involved. 

On several occasions, I had been informed that the 'new system' that was being planned was going to be solid when implemented because the people who were in the front lines could 'take it or leave it' with an attitude of 'my way or the highway'. They even went as far as saying that the workers would have to work around the plan no matter what and not the reverse. One problem with that kind of attitude is that the planner in charge of the operation didn't want to hear the human side of things because everything was so neatly illustrated on paper and there was no way the plan could fail, but if the people doing the legwork aren't consulted, there is the risk of losing great people.

Getting to know the team members is essential in order for the plan to be more realistic. The team members will, no doubt, offer keen insights that will help iron out the potential wrinkles of a new plan. It would seem very egocentric of a planner not to do thorough team research and big egos have been known to cause system failure.


Bosses, Consultants & Planners:

1) Check with your team members about possible hiccups of a new system. The front line workers see all of the deficiencies that will cause any new system to be less effective than it should be.

2) Update attitudes by communicating every detail of a new system to make each team member feel as though they are a part of a brilliant plan rather than just a pawn.


3) Update your own attitude after you've investigated thoroughly. This will happen once you've heard from the front line workers.


4) Update the plan to reflect newly discovered problems and ask the workers for possible solutions rather than try to figure it out all by yourself.


5) Most importantly - update your methods before you start a any new plan.