Archive for Jessica
Wanted: Open Doors in Times of Crisis
Posted by: | CommentsWe hear the word at least once every day: Crisis.
“Economic Crisis”
“Budget Crisis”
“Mid-Life Crisis”
“Automotive Crisis”
“Environmental Crisis”
“CRISIS!”
The shock! The horror! Grab your children and hide! Turn on the news and you would think that the whole world is coming to the end. The news ratings race aside, the word crisis and its negative connotation are impossible to avoid. Is the world really in this dire of a state? Is there no hope for the future?
This past weekend I attended a session on Psychology and the Economic Downturn given by Dr. Michael Frese. As you would guess, the initial discussion centered on the financial banking crisis. What happened? Who failed? Is the future bleak?
The answer: NO! Just look at the idiom “When one door closes another door opens.” Look at the Chinese characters for the word – the first character signifies danger and the second character signifies opportunity. I think we all tend to forget that there can be a positive side to a crisis. A crisis is an event that can act as a game changer, an unfreezing event, or something that just says, “Hey, something here needs to change.”
When organizations reach crisis-level, the tendency is to constrict decision-making and risk taking. Organizations become more centralized, more formalized, and less flexible. Unfortunately, this can sometimes be the worst thing that an organization can do. A crisis calls for flexibility and adaptability, and error management instead of error prevention.
A look to past organizations in crisis can demonstrate how innovation and growth can occur if the crisis is handled correctly. Out of the Johnson & Johnson Tylenol crisis in 1982 came tamper-proof packaging and out of the Jack in the Box E. Coli crisis in 1993 came new standards for food safety. While it is true that these were horrible incidents that I would never wish on any organization, the point is that a crisis can be used to spawn positive implications for the future.
The future implications of the recent banking crisis have yet to be seen. Hopefully the leaders in charge of the financial institutions can get beyond the initial recoil of the crisis and turn this event into a learning opportunity and positive change.
As for me, whenever I hear the word crisis I’m going to look for the open door and repeat the old Chinese proverb “A crisis is an opportunity riding the dangerous wind.”
Are you an Arse? Take the Quiz!
Posted by: | CommentsYesterday Danielle introduced our series on The No Asshole Rule by identifying the office species of the “asshole.” This elusive species like to attack when you are feeling at your most vulnerable.
Now if you are asking yourself, “Asshole? I don’t have any assholes at my organization.” Then guess what – you’re probably the asshole. Not sure? Take the Asshole Rating Self-Exam and see for yourself. Don’t worry; we won’t ask for your score. But keep it in mind tomorrow when we talk about how to work with (or not work with) the office asshole.
Friday Feature: Would you like fries with that?
Posted by: | CommentsAs part publicity stunt and part economy booster, McDonald’s is planning on hiring 50,000 employees on April 19th. Yes, you read that right. 50,000 employees hired in one day. You can read more about this feat here but from an OD and HR perspective, can you imagine the paperwork, training, etc that will have to be accomplished in order to do this??? Bravo to McDonald’s for supplying jobs in this economy right now, but I have to say I do not envy your HR department right now.
The Rise of Women Leaders
Posted by: | CommentsThe labor landscape of the United States is on the brink of a major a shift. The information age of the economy is turning into the conceptual age. To remain competitive, companies are leveraging design, creativity, and innovation. The technical skills of the information age are no longer enough. To add to that, the early waves of the Baby Boomer generation are beginning to hit retirement age, and while many are delaying retirement due to financial reasons, the next 5-10 years will see a mass exodus from the workplace.
What does this all mean? It means that women will have an opportunity like never before to rise up in the business world.
Tuesday night, Monar facilitated an event for Northwestern’s Kellogg Executive Women’s Network (KEWN) titled The Coming Cataclysmic Workforce Shift: A unique opportunity for women professionals. Yesterday we gave you a little preview in the form of some not-very-shocking statistics. While women have come a long way in the workforce, there is still a long way to go. The economy’s shift to the “conceptual age” and the aging of the baby boomer generation may be the catalyst that paves the road – as long as women know how to leverage their unique strengths that will help them succeed.
In preparation for the event, Monar sent out a survey to all members of KEWN. What were their opinions of the strengths/weaknesses/advantages/disadvantages of being male or female in the workplace? What will women need to do to get where they want to go? Monar believes that there is no richer data then going straight to the source and we were right. The responses that we received were insightful, thought-provoking, and at times a little bit sad. In response to a question about the advantages of being a women in the workforce, over 20 respondents said that there were absolutely no advantages to being a woman in the workplace.
However, women do have advantages and strengths that they can leverage to get those top executive positions. The women at the event discussed that women are naturally more likely to exhibit the “right-brained” skills that are valued by organizations entering the conceptual age. Women are also more likely to possess the interpersonal skills that make someone a successful manager and leader. On the flip side though, the old boys’ networks still exist and a woman has to balance her strengths as a female with the unique traits that make men so successful in the business world.
So what can women do tomorrow to start leveraging their strengths? The first thing is to be honest with themselves. Like Mike always says, Michael Jordan was a great basketball player, but no matter how hard he tried he was never going to be a great baseball player. If you are a collaborative, idea person, but in a job/organization that values structure and competitiveness, chances are you are not going to rise in the ranks of that company.
Also, look at some of the characteristics of men that help them stand out. Men are great at self-promotion and networking. Step up and don’t be afraid to let others know about your contributions, instead of attributing them to the success of the group. Otherwise, the guy in your team standing next to you will do it. When it comes to networking, look at the sphere of influence surrounding you. Who can you connect with that has influence in the company? This doesn’t mean you have to take up golf as a hobby, but even just talking over a cup of coffee can help others get to know about you and your capabilities.
In the end, the KEWN event was incredibly inspiring. As someone who is just entering my career, it was great hearing the discussions of women who are in leadership roles and are succeeding. Even though I was there to help present the topic, it helped me realize that I need to be realistic with what I can offer a company and what a company is willing to offer me. I know that to reach my goals I need to take an inventory of my strengths and the advantages of where I am in my career. What weaknesses or disadvantages will I need to overcome? Am I a basketball player or a baseball player?
What the Oscars can Teach you about Life
Posted by: | CommentsA few life lessons inspired by the Best Picture nominees of last night’s Academy Awards…
Inception “The mind can accomplish more than you ever thought possible – don’t be afraid to challenge it.”
Black Swan “Beware of disillusionment – it can be your downfall.”
Toy Story 3 “Never get too old to have a little fun. Enjoy the kid inside.”
The Fighter “Hard work and determination will pay off in the end.”
The Social Network “Money can’t buy you friends – but learn to be nice to the computer nerds.”
127 Hours “You can make it through even the darkest times – albeit a bit scathed.”
The Kids Are All Right “Sometimes the unconventional way to do things is best.”
Winter’s Bone “The road ahead is rarely pretty and easy.”
True Grit “Belief in a cause and morals can get you through the toughest battles.”
And the winner is…
The King’s Speech “True leaders inspire confidence in others, even when they are not so confident in themselves.”
Snow Day! Guess Again…
Posted by: | CommentsGrowing up in Southern California as a kid, I never knew the joys of a “snow day.” I would watch TV and movies and stare longingly at kids who were able to skip school and build snowmen, while I trudged to school in 75 degree weather… in January. Then, a couple weeks ago it happened. Chicago experienced the Snowpocolypse and I was given my very first Snow Day.
Now, you might ask me, “How tall was the snowman you built?” Sadly, I have no answer for you, because technology all but canceled out my much anticipated day off. You see, while I was not at the office, I still had access to the internet and email and phone calls. In fact, minus team collaboration and a physical working space, technology has made it so that I can never actually clock out of work. It is true that I was home spending extra time with my family, but I was also working.
So my question is, “Has technology made it easier to maintain a work/life balance or just leading to information overload?”
I can honestly see both sides of the argument. Just taking from my own experiences, technology has allowed me to take extra vacations home to California because I can easily take my work with me. But it has also diverted an already short attention span to work away from family while I am home.
I guess the moral of the story is that while technology has become the great facilitator of the virtual office, allowing for ideas such as home offices and flex time, it is very much up to the individual person to dictate whether this will positively or negatively affect the work/life balance. Here are some tips to help turn the work light off.
1) Schedule “Me Time” into your calendar. If you use a public office calendar, create an alter ego and schedule a meeting with yourself. That way no one will question whether you are busy or not.
2) Every week, schedule at least one fun activity where you absolutely cannot check in with work. Leave your smartphone at home if you have to. It will help focus your energy and you will get much more out of the experience.
3) Rightsize your expectations. Does your boss really expect you to be available 24/7? Probably not. Make a rule to never answer a phone or email after 7 or 8 pm. People will start to notice and will stop expecting instant responses.
4) Carve out a specific office space in your house, whether it is a full room or just a corner of the kitchen table. When you leave your “office” the work stops. Let the rest of the house remain a work-free zone.
5) Turn off all email notifications. That flashing “New Messages” alert will continue to taunt you until you check it. Just turn it off. Out of sight, out of mind. Instead, make a rule to only check new email every couple of hours or twice a day.
The work/life balance doesn’t have to be a work/life conflict. They can peacefully coexist if you can manage your time and focus. Now as far as my Snow Day is concerned, maybe what I need instead is a “Blackout Day.” No electricity = no technology, right?
An Introvert’s Dilemma
Posted by: | CommentsThis past weekend I attended my boyfriend’s holiday work party. It is a relatively new job, so I didn’t know many of his colleagues. It was a night full of “Nice to meet you too” and then the dreaded … awkward pause… Crickets Chirping
Awkward right? Especially for me. I am a serious introvert. I learn and take in information about my environment by taking a step back and observing and reflecting. Unfortunately, there is not a lot of time for stepping back and observing when I am in a bar with 50 other people who want to strike up a conversation.
Now don’t get me wrong, I like people and I have great interpersonal skills. However, the uncomfortableness that I feel can be a disadvantage. Take for example, my job. In the business world you have to network. It is just a fact. But here is another fact. I HATE networking. It is too in the moment and in your face. To be successful in my career I know this is something I need to work on.
Question: How can an introvert learn to function in a world full of extroverts?
After a little bit of research and a few conversations with a few of my more extroverted friends, here is what I came up with.
1) Be aware of what situations make you feel most uncomfortable. Is it when you’re meeting new people? Is it when you’re with larger groups of people or smaller groups of people? By becoming aware of what makes you squirm, you can begin to focus your energy on situations that you don’t find too horrible, build your confidence and work your way up.
2) Identify your friends who are extroverts. Can they accompany you to an event and act as a buffer? Observe the way they interact with people and pick one or two things to emulate. Just don’t use your friend as a crutch and let them do all the talking.
3) Learn to ask questions. Sometimes my feelings of awkwardness come from not knowing what to say next. Have one or two questions that you know you can ask anyone. My new favorite question is “What’s your life story.” It is so broad and humorous, at first, that it makes for the perfect ice breaker. If that seems a little intimidating, ask about plans for the weekend and try to find a common activity to talk about.
4) Be prepared to share something about yourself. This may be the hardest for some people. Know that conversations are two way streets. You may be adept at taking the focus of the conversation off of you, but sharing something personal about yourself builds trust and will make you more memorable in the eyes of the other person.
Hopefully, by following my own advice I will be ready for next year’s holiday party. Bring it on new people! I’m ready for you!
A New Year’s Eve Resolution
Posted by: | CommentsAnother year has come and gone. Tomorrow night many of us will toast our glasses, dance the night away, and make awful New Year’s resolutions that we will probably never keep. According to USA.gov the most popular resolutions year after year are to:
- Drink Less Alcohol
- Quit Smoking
- Lose Weight
- Get a Better Job
- Manage Debt
Whether we stick to them or not, each of these resolutions is a noble goal for improving health and happiness in our personal lives. To add to this, I propose an alternate set of resolutions to improve your health and happiness in your everyday work life.
- Stop following the office gossip. This only creates a stronger in-group, out-group dichotomy that makes you feel like you’re back in high school. And, really, who wants to be back in high school???
- Learn something new every day. Is there something new you can learn about your boss, your colleagues, your organization, or a job you work closely with? Knowledge really is power, and those around you will appreciate your attempt to learn and grow.
- Re-evaluate your work/life balance. When you come home from work at night, do your friends and family have to struggle to remember your name? See if there are meetings that can be shortened or work that can be done at home. Technology has made it so easy to pick up and work almost anywhere. Have a discussion with your boss to see where compromises can be made.
The purpose of a resolution is to make this next year better than the last. What others can you think of? Share them with us here. We’d love to know! Personally, I think my resolution is to not make any resolutions this year, but I’ll probably end up breaking that one too!
HR: The Monster in the Office
Posted by: | CommentsHuman. Resources. Two words that strike fear into the hearts and souls of employees everywhere. Take a random survey of the people around you. What does HR mean to them? Bureaucracy. Policy. Procedure. Paperwork. It doesn’t have to be that way!
HR departments around the country have garnered a bad rap. Executives feel as though HR doesn’t understand the business side of things. Employees feel as though HR is there for the sole purpose of horrifying performance reviews and citations. One of my favorite sayings is “Perception is reality.” If that is what is thought, that is what is.
But, what then SHOULD HR be? Look at the two words: Human Resources. HR is supposed to be for the benefit of the employees. What do the employees need to make their jobs and work environment better? What trainings and development opportunities can be delivered? What reward and recognition programs can be implemented? HR should be loved by employees, not hated. What happened?
This might be an unanswerable question, but I have a couple of probable solutions.
1) Separate HR from compensation and benefits. People will never feel as though they are being fairly compensated and those negative feelings will spill over into everything else HR does.
2) Make HR departments larger and give them more resources. This might seem counter-intuitive – larger departments just mean more bureaucracy, right? Not always. Look closely. Is your HR department so busy handling insurance and employee issues that they can’t focus on how to make things better? After doing a little research, it seems an accepted ratio is 1 HR professional for every 100 employees. I once worked for a company that had 3 HR professionals for 4,000 employees. How could they ever be expected to do more than the minimum?
3) Change the HR culture. Do they see themselves as being tyrants of standard operating procedure or as partners in strategic planning and decision-making? Allow HR to take a day for team building and innovation. Bring them in on important organizational decisions. These people know more about your employees than maybe anyone. Leverage that information to increase your bottom line.
Don’t turn HR into your organization’s version of a monster hiding in the closet. Help them do what they are supposed to do: Invest in your organization’s people.
Follow the tree! A Lesson on Leadership
Posted by: | CommentsThis past weekend my mom came into town to help me decorate my house for the holidays. The visit has turned into a yearly ritual, full of “Chevy Chase-esque” bloopers. Saturday afternoon we made our way over to the Christmas tree lot. Not long after, we found the perfect tree. Not too tall and not too wide – perfect for my little apartment. During checkout, we asked about tree delivery. Tuesday was the earliest they could promise and, as my mom was leaving later Sunday evening, that would just not do. Our only other option? Tugging on our bootstraps and carrying it home ourselves. Luckily, I only live about four blocks away from the tree lot (although my mom still thinks I’m lying about that).
We started out on our journey home; my mom leading with the top of the tree and me following behind with the base of the tree in one hand and the tree stand in the other. Unfortunately, I made a poor wardrobe choice that morning. I was wearing an ear-warmer headband, and as we inched home the headband slipped lower and lower over my eyes. With about two more blocks to go, I couldn’t see anything and didn’t have a free hand to help myself. Since this was the first time my mom had visited me at my new place, it was the blind leading the blinder. I continued to whine about not being able to see and between all the laughter, my mom shouted, “Just follow the tree!” I’m sure we were quite the spectacle for passers-by, but we did eventually make it home.
Question: What makes for a good leader when we feel we are blindly walking into the future of these troubled economic times?
As humorous as my weekend excursion was, I feel it accurately represents the anxiety many employees are feeling within the current unstable economy. Most of us have to trust that our leaders will show us the way and get us through successfully. So what makes for a good leader when the future seems so unsure? Clear and consistent communication. Throughout our trek home, my mom was continually communicating where we were and how much farther we had to go. Organizational leaders need to do the same.
The tendency sometimes is to only disseminate the good news or to hide when there is no news at all, but that is one of the worst things a leader can do. It creates employee anxiety, which hinders productivity and performance. Frequent and realistic communication builds trust within employees and might even soften the blow if downsizing becomes the only option available. If employees feel they have a realistic picture of the state of the organization, they will feel less betrayed and more prepared if bad news arrives.
On a more positive note, clear and frequent communication steers the path of the organization. If the leader’s vision is clear and communicated throughout the entire organization, employees are more likely to feel engaged by it and espouse it into their own visions. It was with my mom’s guidance and clear vision (both literally and figuratively) that we made our way home.
Moral of the story here: Don’t go searching for a Christmas tree without a car, but if you do, make sure you have a good leader and no headbands.
