Monday, March 11, 2019
Spirit@Work Cards Mobile App (Free)
No reason to wait.
Hard copy here. ($59.99)
Virtual (Online) Version (Free)
If you are a leader interested in bringing inspiration, soul, purpose, engagement, dare I say love?, to work, these can be a catalyst. Some heads may explode, but some heads may need to explode - let me count the reasons why.
Imagine if you walked into a regularly scheduled meeting, your meeting, so to speak. At the beginning, you pass your mobile device (with the card app open) around the table. People would be asked to slide the last card to the left, and read the word on their new card, (see Kindness above). They would be asked to say a few words about it and how the word currently applies to their own life or their life at work.
The leader could read his/hers last, the meeting would commence.
Some heads will explode. Some will believe that this is the most interesting thing that they have done at work in a long, long time. Will they ever "get" to do it again?
Will they boss-man? Boss-lady?
Monday, February 18, 2019
Monday, January 14, 2019
Monday, November 26, 2018
I'm republishing some short articles that appeared in a newsletter I once had. This is the first. I hope you will take something away. I am generally open to feedback, but don't push it. I got no more bubbles to burst.
Saturday, November 10, 2018
Wednesday, October 17, 2018
Another probing question that focuses on the current state and perpetual state of Schpleadership.
From the Harvard Business Review.
From the Harvard Business Review.
Posted by Eclecticity at 11:43 AM
Monday, October 8, 2018
Sunday, October 15, 2017
Monday, October 9, 2017
Sent to the management of my company recently:
I was in the endodontist’s chair yesterday morning for about 45 minutes. A dental assistant student from Augusta Tech assisted Dr. Jason Sayer for the entire procedure. I witnessed on-the-job training (OJT) up close and personal.
Dr. Sayer said “perfect” to that student at least 15 times. He said “excellent” to her, probably more. She would hand him instruments and he would say “thank you.” He coached her on a number of things during the procedure: how to better sit while working to preserve her back for a long career, the benefits of using the high-powered scope while working rather than the naked eye, (“once you get used to it, you’ll never go back,”) the proper way to handle instruments to avoid hurting herself, suggesting that she straighten out her instruments tray when there were a few minutes without action in my mouth…
That young woman was extremely fortunate to be working with Dr. Sayer; to receive that caliber of training and coaching. He affirmed and encouraged her countless times, he coached her with patience and positive feedback. He was extremely courteous.
What would keep any of us from training and coaching the same way he did with our new employees, or our established employees that need to perform new duties? We are the kind of company that sometimes can “hire for attitude and train for skills.”
I hope that Dr. Sayer’s example will set the standard when you train for skills. Our people are more likely to become excellent team members for our benefit if you do.
Michael Wade's recent post on Praise inspired me to post this.
Thursday, February 2, 2017
Does it trouble you like it troubles me that the country elected a president that built a TV brand, and made tremendous, tremendous, loads of money, a fantastic amount (I'm channeling him there) on his show around "firing" people in front of quite a few others, not to mention the television audience.
OK Eclecticity, "that's entertainment." Well I suppose it is, to some people.
Posted by Eclecticity at 3:56 PM
Monday, October 17, 2016
Thursday, April 7, 2016
Monday, May 11, 2015
How are we managers to respond to such a damn damning statement?
I recently developed a "Supervisor 101 Workshop" with two colleagues. The impetus was the history of chronically poor supervision at my organization. So many don't even know the basics. "101." And frankly I was tired of receiving complainants into my office either for an exit interview providing me yet more evidence of what I knew or the visit was to inform me about the misdeeds and unfair practices of their supervisor.
I've done two sessions thus far and each time, when I listen to myself, I get a uneasy, yet valid conviction, that my 101 skills are not hardwired in me as a, by now, life-long "manager."
It wouldn't hurt if ALL managers would take this Deming quote to heart, take a few heaping spoonfuls of humility, and look for the ways we make problems for our organizations and our team members.
There will be a natural reaction to Deming's indictment by most self-respecting managers: "I'm one of the 15%."
Sorry Charlie. Odds are you aren't.
Thank you Michael Wade.
Posted by Eclecticity at 6:53 PM