A Managers Dilemma---When Are You Racing to Nowhere?

Are you really racing or treading water?

Managers who have a direction and purpose in their work find they have a long-term goal and know a path of getting there. Their work represents purposefulness and they spend time on aligning their goals to that of the organization. Unfortunately, there are also other managers who are running a race to get somewhere but have no idea where they are going.

Consider the well intentioned manager that has lots of busy work and continues to focus on expanding their projects and work until they put themselves and everyone else under stress. Most of what they do doesn't have much of a direction and likely won't help them or their organizations.

Purposefulness means that they maximize their efforts on those projects that are likely to improve on their career goals and minimize efforts on those projects that have little additive value. Being busy to be busy is a waste of time and stressful. It is better to figure out what projects have the greatest impact and spend your time making that one, or two, great.

We also come across a problem where managers don't have an idea where their career paths are leading. They must ask themselves are they doing the right things, are they seeking greater opportunities, does their organization provide a stepping stone, and are they learning the right skills. If they can't definitively say yes then they need some more work.

Taking ownership over your career can be helpful and empowering. It will allow you to start working in a purposeful manner and get more things done. It is helpful to think about your five and ten your plan and then focus on the steps you need to get there. The more busy work you throw on your plate that isnt helpful, the more you are holding yourself back.

The Need for Shared Visions in Organizations

There are millions of small actions that occur within an organization every year and these are not always aligned to the core objectives of the organization. Sometimes this is because the organization has not defined who and what they are while at other times the employees have added work that isn't necessary. Having a shared vision and ensuring people know what that vision is can be helpful.

Consider a department with multiple supervisors. In their desire to show their importance and move up the ranks they add work and align work based on what their personal preferences are. This means that there are many people who are doing work that has almost nothing to do with the actual vision of the organization.

In order to reign in the wasted effort, which in some cases can be 40 to 60% of all work that is being completed, it is necessary to share that vision and ask that people truly review what they are doing and its value to the organization. Work is just work unless it has a positive outcome and does something to contribute to the organization.

Sometimes companies use time and motion studies while at other times they simple look at the required deliverables and activities. They remove those that are related to control and encourage those that foster the organizations goals. If done well a department can become more efficient and able to complete its mission.

Steps to Alignment:

1.) Define your mission.
2.) Share your mission.
3.) Align to the mission.
4.) Reward to the mission.
5.) Reevaluate work to the mission.

Coaching vs. Mentoring for Business Performance

People have often wondered about the difference between mentoring and coaching and how it impacts the environment. The difference lies in the level of understanding and the nature of the knowledge transference process. When used appropriately it can have an impact on employee development and their ability to take on new roles in the company.

 A mentor builds a  stronger cognitive model while a coach builds better skills. In other words, a mentor seeks to develop higher awareness of issues thereby allowing the mentee to apply that knowledge to similar situations. A coach is teaching a narrower set of skills such as playing a sport or learning how to complete a task.

Sometimes mentors must coach and coaches must mentor. It just depends on the deficiency the employee has and the best way to help them. There are times when it is not possible to achieve personal goals unless you learned a specific skill and at other times one must develop greater awareness to achieve their goals.

Both coaching and mentoring can make a difference in how employees perform. As employees become more aware of their environment and how to make appropriate decisions through mentoring they will function better. At the same time, as specific skills are developed to enhance their abilities the employee's effectiveness rises.

Investment in coaching and mentoring programs can range from informal pairing of employees with managers to include formal mentorship programs and training with specific outcomes. Small businesses might do better with the former while larger businesses might look at the later. Knowing how to invest in and utilize your labor force appropriately influence the bigger organizational system.

With 2Q Economic Job Bounce Back Will There be a Future Labor Shortage?

U.S. jobless claims declined to 43 year low, manufacturing data rises, and an overall increasing trend in single family home purchases. Good news, good news, and more good news! With an unemployment rate of 4.7% and an unemployment drop of 18,000 to 259,000 could we soon find ourselves with a qualified labor shortage.

It is important to distinguish qualified labor shortage from labor shortage. The former is more likely while the later is more of a remote possibility. Qualified labor means people who are able to take on skilled jobs in a growing market. They will need to be educated and trained.

The other side of the economic information is that manufacturing data is rising which means more hiring is a good possibility in the near future. We may actually see a situation where qualified labor will become more expensive and wages will rise naturally based on market forces. 

It is also possible that more expenditures in training will be seen in companies that must fill the skills gap. They will hire people with some of the experience and skills they need and then focus on creating general skills that will help them fulfill their needs. 

As a nation this may be a good time to consider our higher education approaches and the need to get qualified labor out into the market. Offering alternative sources of education with schools that provide focused educational training on key skills that will be well received in the market and capitalize on changing trends in job openings.

Senge's Five Disciplines For Training and Development

Peter Senge offers five principles of training in his book The Fifth Discipline Fieldbook. He discusses how coaching and learning can build better organizations. We often focus on the output of our products without improving on the organizational structure that allows people to adapt to higher models and created even greater functioning that leads to long-term outputs. In our process we forget that all business starts with people and improving the capacity of those people to engage in meaningful work.

 Learning is a process of development and improvement. It takes time and it takes the right kind of environment to do well. Companies that can create learning environments can better improve upon their organizational capacities. In the long run training and developing, whether formal or informal, has a large impact on organizational success.

The Five Disciplines.....

Shared Vision: Let people see the vision you have created.

Challenge Models: Poor and outdated models must be updated for greater learning.

Systems Thinking: Help people connect how things in their environment fit with a larger system.

Understand Self and Opportunities for Growth: Help people understand their strengths, weaknesses and where they can grow.

Open Communications: Create an environment where people can grow and develop.

Senge, Peter M., et al. (1994). The fifth discipline fieldbook: strategies and tools for building a learning organization. New York: Doubleday.

Hiking for Healthy Work-Life Balance

Hiking is an enjoyable practice that helps balance out one's life in a way that encourages greater care over our environment and our health. In many cases you can turn these hikes into events for friends or personal reflection time. The beauty of such activities is that they cost you nothing, improve your health, and can be adjusted for your very own skill levels.

 Recently, I went up Torrey Pines near La Jolla California with a friend. It is a relatively easy hike that affords well worn pathways and breathtaking views. At the very top is a museum you can go into to learn about the park and the animals that live there. The hike is easy and situated right on the ocean so you can spend a lot of time surfing, hiking, or just lounging.

 I personally like something a little more challenging but going up the hill does get your heart rate moving and does offer a good workout. An hour of hiking burns between 300 and 600 calories depending on the rigorous nature of the hike. It is one of the more popular methods of getting in shape and offers practical fun.

 You will want to make sure you have good hiking shoes with a little bit of a grip. In some places your standard hiking tennis type shoe will work while other places require a harder bottom with leather tops in order to get into crevices to climb. Drink some water before you go and bring a bottle. Stretch your muscles and take your time if you feel tired.

Quality Hiring Starts with Quality Recruiting Processes

Quality hiring starts with a quality recruiting process. It is first beneficial to develop a solid recruiting process to maximize the opportunities to hire the "right" kind of employee. A "bad hire" can cost an organization thousands, if not millions, in unwanted legal, employee, and production problems. The process below is a good start but can be adjusted based on the needs of the individual employer. 1.) Evaluate your open position and the specific skills that position needs. 2.) Conduct an analysis of the salary and benefit requirements of that position. 3.) Determine where you are going to market the open position and the type of people who will read it. 4.) Make first cuts on resumes by matching them to the skills, experience, and education requirements of the position. 5.) Order your top candidates by interest and then call for interviews. 6.) As cognitive and personality based questions in the interview process. 7.) Check on references and backgrounds 8.) Follow up questions on leading candidates. 9.) Ensure personality meets and matches the needs of the organization. 10.) Make a hire.