How to get ahead in your career on rainy days?

It is raining outside and you might be wondering what to do when the weather is nasty. The forecaster believe that the rain will last until at least Monday night. Whether you are a lover or hater of the rain it does give you some opportunities to get a few things done that may have been sitting on your back plate. Instead of fretting about having limited outdoor access consider a few other alternatives.

You can spend the time with your family, friends or projects but since this is a business oriented blog I think it is beneficial to think about those things that are most helpful to your career. This can be difficult for people who never really thought about what they want to accomplish. Here are a few ideas:

-Pick up a business or career book. 

-Set goals and steps for your career. 

-Search out new and future opportunities that can expand your career knowledge. 

-Shop online for new clothes, office equipment or items you need to research. 

-Spend time thinking about what you want out of your life and your career. 

-Engage in some work-life projects that help you enjoy your down time. 

-Prepare your lunch, clothing, and other times to save time for the week. 

-Organize your files, records and other items. 

-Take care of your family.

Reflection on Military and Civilian Leadership

Leadership in civilian and military organizations caries some of the very same characteristics. Even though each organization may emphasis different aspects of leadership the same traits that were successful in one arena, such as the military or civilian world, may transfer across sectors. A comparative analysis in the Journal of Military & Strategic studies offer some perspectives on leadership manifestation in multiple arenas (Horn, 2014). 

The leadership styles in the military and the civilian world may not be so different even though the definitions may change. Each has their own way of looking at leadership due to the needs of their environment. The actions that make one successful in one organization may also make the same person successful in another.

Consider how a logistic's officer in the military may require certain levels of knowledge and skill in order to reach leadership status. The same idea would apply in civilian distribution centers that rely on similar processes and technologies. The leader learns to be adaptive to these adjustments and reach success over new environments.

Even though the same skills apply between various organizations it does take time for new leaders to understand the unique cultures and definitions of leadership in each organization. When learned skills begin to apply and make improvements the overall process of leadership may be mirrored. The basic skills of leadership do not dissipate when moving from organization to organization.

Leaders have basic abilities that can apply across multiple organizational types and industry sectors. A military leader may be able to apply these basic leadership traits across various military departments in the same way that a successful executive in one company may repeat that success in another organization. The personality and learned knowledge simply doesn't disappear when moving from one company to the next.

The comparative analysis helps us to understand that each organization may have their own impression of leadership and emphasis certain leadership traits and behaviors. Developed leaders can transfer knowledge and skill across one area to the next. This may be one reason why it is beneficial for the civilian sector to consider the merits of hiring military leaders and why the military may consider civilian leaders. After a learning curve there is a higher likelihood of success. 

Horn, Colonel B. (2014). A reflection on leadership: a comparative analysis of military and civilian approaches. Journal of Military & Strategic Studies, 15 (3). 

A Reflection On Leadership: A Comparative Analysis Of Military And Civilian Approaches.

Academic Journal

By: Horn, Colonel Bernd. Journal of Military & Strategic Studies. 2014, Vol. 15 Issue 3, p229-249. 21p. Abstract: The article provides a comparative analysis of the military and civilian approaches onleadership. The author suggests that leadership is not a one size fits all activity and depends on the personality and approach of the leader and respective situation and circumstance. Also examined are the strengths of military and civilian leaders and as well as their common weaknesses. (AN: 96718054), Database: International Security & Counter Terrorism Reference Center

John Berger's Ways of Seeing

"The way we see things is affected by what we know or what we believe"- John Berger. The book is one of the greats for understanding art and how perception makes all the difference in our lives. In any painting there are the perceptions of the painter and the perceptions of the audience. Each person sees something a little different from the painting based upon how they perceive the world around them. The concepts in his book have broader implications.

We know this through this experience but his book helps highlight this for the artistic crowd. Most of us have experienced two people seeing the same thing but interpreting what they are seeing differently. This can lead to all types of arguments and discussions on whose interpretation of the version is real.

To us our perceptions are real. What we see is real and what we feel is real. Despite this belief it is not necessarily true. Most of us have a single way of seeing the world and simply can't comprehend the ways others view the world. Entire cultures are in the delusion of their perception which leads to conflict.

In the book he looks at a number of different paintings and shows how the artists perception is built within the painting. Each painting has a hint to the nature of the author much like each of our actions gives a hint to us. Paying close attention to the objects, styles and colors in the painting will help you see a glimpse of who the author really is and how he/she views the world.

This is why we must sometimes close our eyes and see the world beyond the obvious. Take a look at the pieces, parts, and manners of a people and you will start to see how they view the world. Berger's specifically uses the concept that "men act-women appear". Men seek to gain and possess and women simply exist in relation to themselves. One is projecting outward and the other projecting inward.

The book has implications beyond art and sexual relations. The gazes he talks about can also be seen as the way we engage in selective attention. We see what we want to see in the world around us. We have been programmed in our lives to pay attention to certain cues from our environment and we are blind to the other cues and interpretations of the world. The scariest part of human nature is that we often misinterpret and try and force that misinterpretation on others.

Ideas for the Development of Qualcomm Stadium

Qualcomm stadium is a big part of San Diego's identity but may soon be underutilized and difficult to sell. If a new stadium is approved this will leave a very large stadium facility in the prime location of Mission Valley with only a few feasible options. Most of these options are likely to include destroying the stadium and finding a new use for the prime estate. A few ideas have been floating around.

The movement downtown is anything but certain.  MTS’ chief executive, Paul Jablonski, in a letter to the Mayor Kevin Faulkner's task force outlines that building a new stadium is impractical at best and would be nearly 10 years out before completion (2). The proposal is to include an expansion on the convention center and obtain parts of the MTS bus yard. 

In the scenario where a new site for the Chargers is settled upon this would leave the old Qualcomm stadium up for grabs. The problem is that there are not a whole lot of entities around San Diego that would have a use for such a stadium making it more likely to be razed to the ground. This would leave a prime development spot right in the mix of upscale Mission Valley. 

According to a Fox 5 article Senator Marty Bloc would like to see the stadium redeveloped into a housing community for San Diego State University. Easy access to the trolley would be beneficial for student access to the university (1). The funds for that project have not yet been worked out and university leaders may not bit. The ideas are still in toss up phase. 

Traffic has been cited as one of the major concerns. The stadium has received tens of thousands of visitors and has at least two egress points with one leading to the highway and the other leading up a large hill. There is the potential to create new egress points as access restriction is no longer needed when a new use has been found. 

A couple of ideas could include:

-Residential: Whether it is student housing or a new residential district reducing the pressure on housing right on a trolley line and near highways is solid use of infrastructure. The blank slate allows for the creation of multi-unit dwellings that maximizes space and neighborhood quality for students or families.

-Refurbishing for Chargers: There is always the possibility of saving some money and refurbishing the stadium for the Chargers by improving on its layout. This would mean there isn't a new stadium downtown and the taxpayers would need to flip less of the construction bill. 

-Multi-Use Site: If no one wants to develop such a large site it is possible to sell off sections for different types of buyers. You may end up with a residential area, a business district, and a couple of other uses on the old site.

-Maintain the Stadium for Other Users : The site could be turned into a new race track, a recreation facility or other use. It may be too much upkeep costs for this type of use and its profit potential would be difficult to maximize. 

-Manufacturing: The building could be razed and the site sold to a manufacturing facility that would bring new jobs to San Diego. The site would have easy access to highways. A manufacturing site could include autos, prefab housing, recreational crafts, robotics, or other industrial projects. 



 

Egomaniac Bosses Damage The Companies that Employ Them

Poor managers thwart organizational growth and alienate employees. If you have ever worked for a manager with an attitude you might become acutely aware of the damaging impact a personality can have on a department. According to a study in the Academy of Management Journal such mangers are protecting their fragile egos by silencing the suggestions of their employees (Fast, Burris & Bartel, 2014).

Managers with low self-efficacy don't feel that they have the ability to meet new management expectations. They are overwhelmed and concerned about being successful. In order to thwart any criticism of their management style and performance they resort to bullying their employees and tearing them down when possible.

Most people have experienced this at some point in our lives. We expect that out of the thousands of people we meet in a month that a few will be rude, condescending, and aggressive. It is easy to simply ignore them and walk away. Poor managers are much more difficult to deal with as they influence your livelihood.

The workplace creates a captive audience that develops a culture of fear. The inner temper-tantrum throwing child with low emotional intelligence didn't grow up and they are now in charge of assets and people. Organizations that allow such management styles to continue on unchecked will find themselves less competitive.

Not only might employees be miserable, but they may also be bullied into silence and may not be able to contribute to the organization. The manager has effectively choked off new ideas that could have improved the organization. The more this behavior continues the more the organization stands to lose.

They found that this low self-efficacy led to a lack of soliciting input on processes, negative evaluations of employees who did contribute, and a climate of voice aversion. The managers encouraged a culture that lacked a level of innovative spirit and alienated employees. These borders and lack of willing participation in the organizational development process potentially could impact the success of the organization.

Fast, N., Burris, E. & Bartel, C. (2014). Managing to stay in the dark: managerial self-efficacy, ego defensiveness, and the aversion to employee voice. Academy of Management Journal, 57 (4).