Help Your Employees Do More in Less Time

Because of thunder storms in Atlanta, the flight from Dallas to Atlanta had been delayed twice. On the third attempt, we were boarding and I felt hopeful of actually getting off the ground. My hopes faded fast when the tired-looking flight attendant came down the aisle quietly announcing that if we were not permitted to take off in the next 15 minutes, the crew would have exceeded their 16-hour work day and we would have to taxi back to the terminal and await another flight.

We were not given permission to take off, the crew's time expired and as we taxied back to the terminal I felt mixed emotions. I kept thinking, "But we were right there ready to take off. How could 1-1/2 more hours matter?"

Just as airlines are concerned about overworked pilots and flight attendants, employers should be concerned about overworked employees. Why? Errors, accidents, and low productivity for a start.

My mixed emotions as we taxied back to the terminal are similar to the signals our culture sends today about long work hours. In one breath we agree with employees having a pity party about how hard they work and with the other breath, we award employees a "red badge of courage" for having the guts to go the extra mile.

A study by the Families and Work Institute concludes that overworked employees should be taken seriously. Employees who are overworked are more 

likely to exhibit anxiety, make mistakes at work, harbor angry feelings about their employer for expecting them to be on the job for long hours and resent coworkers who don't pull their share of the load. The study documents that nearly half of employees who feel overworked report that their health is poor and 8 percent of employees who are not overworked experience symptoms of clinical depression compared with 21 percent of those who are highly overworked.

Helping Employees Feel Less Overwhelmed:

What can the organization do to help employees feel less overworked while still finishing their tasks in a given day? Using time efficiently at work is an individual and an organizational issue. On the organizational side, managers can help employees reduce the feeling of being overwhelmed by:

·  Training employees in time management principles

·  Discouraging the practice of eating at the desk and working through lunch

·  Insisting employees taking vacation time

·  Permitting flexible work hours when appropriate

·  Encouraging non-interrupt zones in the day when workers can focus on their tasks

·  Assigning tasks well in advance of the drop dead date

·   Helping Employees Be More Effective 

A tried and true principle states that to be efficient, you must first be effective. For instance, the maker of buggy whips might be highly efficient in manufacturing techniques, but if no one buys the buggy whips, the process is not effective.

To encourage efficiency and effectiveness, managers can:

·  Have clearly stated goals with built in deadlines

·  Insist employees make a daily "to do" list

·  Make certain equipment works properly

·  Supply the necessary materials for job completion

·  Train employees on software packages that enable more efficient work

Ensuring the above items are taken care of is essential to help employees leverage their time while in the office and be more productive. 

Realizing a Productivity Culture Change:

Managers should make a concerted effort to grease the wheels of productivity, and not be the stick that gets caught in the tire spokes, catapulting the rider from the trail. By attending to these issues, managers can help workers feel less overwhelmed and enable them do more in less time. You'll like the results. 

- By Karla Brandau

Always Follow Your Dreams

There were once two brothers who lived on the 80th level. On coming home one day, they realized to their dismay that the lifts were not working and that they have to climb the stairs home.

After struggling to the 20th level, panting and tired, they decided to abandon their bags and come back for them the next day. They left their bags then and climbed on. When they have struggled to the 40th level, the younger brother started to grumble and both of them began to quarrel. They continued to climb the flights of steps, quarreling all the way to the 60th floor.

They then realized that they have only 20 levels more to climb and decided to stop quarreling and continue climbing in peace. They silently climbed on and reached their home at long last. Each stood calmly before the door and waited for the other to open the door. And they realized that the key was in their bags which was left on the 20th floor.

This story is reflecting on our life…many of us live under the expectations of our parents, teachers and friends when young. We seldom get to do the things that we really like and love and are under so much pressure and stress so that by the age of 20, we get tired and decided to dump this load.

Being free of the stress and pressure, we work enthusiastically and dream ambitious wishes. But by the time we reach 40 years old, we start to lose our vision and dreams. 

We began to feel unsatisfied and start to complain and criticize. We live life as a misery as we are never satisfied. Reaching 60, we realize that we have little left for complaining anymore, and we began to walk the final episode in peace and calmness.

We think that there is nothing left to disappoint us, only to realize that we could not rest in peace because we have an unfulfilled dream …… a dream we abandoned 60 years ago.

So what is your dream? Follow your dreams, so that you will not live with regrets.

- Unknown

Changing Corporate Culture One Person at a Time

Personal Accountability is defined by Webster’s dictionary as, “the quality or state of being accountable; especially an obligation or willingness to accept responsibility or to account for one’s actions”. I’ve heard it said that personal accountability is the best way to change corporate culture for the better, one person at a time. In our rapidly changing, and increasingly complex business environment, strong talent is often hard to find. When we do find a strong candidate for our organization, the competition for that person is fierce. Often, however, a strong candidate will choose the strong corporate culture over higher pay.

Effective leaders understand the power of accepting responsibility for the results they create. When something goes wrong, or a project does not turn out as originally intended, leaders look inward to explore how they may have impacted the result. Rather than directing blame towards others or at external circumstances, effective leaders seek to understand their contribution and to learn and grow in response to challenges. When the individuals within an organization adopt the concept of personal accountability, there is less blame on others and more focus on moving forward to achieve the goals and vision of the organization.

Let’s look at this from another viewpoint. In discussing accountability, it is sometimes easier to start with what accountability is NOT, as our society has been built on the Model of Blame. If something is “wrong” then there must be someone or something to blame; someone or something is responsible.

Let’s get this out now; personal accountability is not self-blame. Too many people believe that being accountable is being responsible and being responsible has the experience of blame attached. The first and most important step in understanding and applying accountability is accepting the concept there is no blame. This idea, while it sounds simple, is really quite radical, and doesn’t fit within belief systems held by most people today.

If the concept of no blame is difficult for you, simply ask yourself this question, “What if there is no one to blame?” How would that impact your life? How could it assist you and free up your energy? Become conscious of where in your life you blame others and yourself. If possible, let go of the blame and see how it feels.

The truth is, for most people, the idea that there is no blame is exceptionally difficult to accept. We have been hard wired to blame and there must be someone or something at fault. If we begin to release this idea, we can let go of the emotional energy and weight of blame in our lives. What we are aiming for is the experience of truly accepting what is.

Assigning blame creates “victims”. Personal accountability is about eliminating blame, complaining, and procrastination. Personal accountability is about accepting responsibility – in essence, it is about leadership.

Now, by saying that we don’t assign blame, does that mean we never discipline employees? Not at all. We should hold ourselves and our teams accountable. Discipline is accountability. Accountability equates to responsibility. However, when we point fingers, when we accept the “us against them” mentality, when we look for someone or something to blame, we create a “victim” mentality. We delay progress towards our vision.

When we think of personal accountability, how many “other people” do we think about? Remember, it’s “Personal Accountability”, not “That Person’s Accountability”. We can’t think about who, other than us, needs to hear this message. We have to be concerned with our own behaviors and actions.

Here are 10 steps a leader can take help create a corporate culture of personal accountability:


1. Don’t talk about people, talk to people.

2. Communicate in a respectful manner. If you are too mad to be respectful, calm down before addressing the problem.

3. Yelling is not acceptable.

4. Do not “air our dirty laundry” in public. If you have a problem with someone, speak with them behind closed doors.

5. Be mindful of who is listening. Close doors or lower your voice (or the volume on your speaker phone) as necessary.

6. Don’t be a “bully” to others, particularly those in jobs subordinate to us. We address problems with the appropriate person in an appropriate manner.

7. Don’t preach desired behavior; rather practice desired behavior. People will form their opinions of us not just in terms of how we treat them, but how they see us treating others. Additionally, remember that our team members are our internal customers. They will treat our external customers the way that we treat them.

8. Do not perpetuate problems through gossip. Just to make sure we’re on the same page, gossip is defined as, “idle talk or rumor, especially about the personal or private affairs of others” or “a report (often malicious) about the behavior of other people”. Do not spread rumors. Address issues then move on.

9. Do not speak negatively of others, of the company, or of the company policies to those “outside the team” or to other team members.

10. Always ask these questions when a problem occurs:

• “Why did this problem occur? Why did this person make a mistake?”

• “What could I have done to prevent this problem? Was it a lack of communication on my part?”

• “Did I fully explain my expectations?”

• “How would I want to be treated in this situation?”

Our job is always going to be tough, with unexpected crises popping up, but we don’t need to make it tougher by bringing unnecessary drama and stress into the workplace. Let’s all do our part to reach the goals of the organization, and help to change corporate culture one person at a time, starting with ourselves.

- By Mark Morris

The Focused Resolution

Do you cringe when you think of making new year’s resolutions? Each year many of us plan big changes for ourselves. We finish up the year in a flurry of holiday excitement and stress, then begin to plan to start our new year off on the right foot! No more of the same old! So, we diligently set resolutions. We resolve to eat better, exercise, stop smoking, spend more time with our families or even get a new job. Whatever it may be, we have the best of intentions and we are determined to accomplish it this time. Why then, do nearly all of our resolutions fail?

If it is so impossible as it seems, should we simply give up making resolutions? Just label them as a lost cause and forget it? Absolutely not! If you are aspiring to make positive changes in your life, I am here to tell you that it is completely possible! You may be wondering how, since the mortality rate of resolutions is so high. Well, let’s find out, shall we?

First of all, everyone seems to get hung up on the thought that you have to implement changes on January first, or maybe the second. Why is that? Because it’s the start of the new year? Sure, it’s a nice neat starting point, but so is any other day of the year. Let’s look at it this way. The new year starts, you start with enthusiasm toward your resolved big changes, and you fail to meet expectations. Now you are at the end of January, the middle of February, where ever, and that’s it. The start of the year is gone, you’ve had your chance and failed. What’s wrong with starting again? Is there an unwritten rule that I am not aware of that says all big changes must be implemented at the start of a new year or not at all? You can choose to make changes at any time of the year. The first of the year is good, but so is any other day of the year.

The best time to implement any big change is when you are in a good frame of mind to do it. Notice that I said “good” and not perfect. There will never be a time when it is “perfect”. You can wait for your finances to become extraordinary, for the planets to align, or for an amazing diet pill to come out to make losing weight a sure fire thing, but chances are, it’s not going to happen. So let’s aim for “good”. If you aim for that, then you will be giving yourself a strong start, no matter what day of the year it is.

Secondly, and most importantly, and this is truly the key to success…Process, process, process! This is where the power lies! It lies in the mindfulness of each step along the way to your ultimate goal. When you focus on where you are at this moment, on that process and the process alone, you are handing yourself the keys to success! Many people spend so much time all wrapped up and tangled in their goal, that they forget about the process.

Let’s say for example that your “goal” is reaching the top of a high mountain. What is the best way to reach that mountain top? How can you be standing up there and gasping at the amazing views and scenery from that vista? Let’s first imagine that you are focused strongly on your goal. You are committed to reaching that mountain top, and you don’t take your eyes off the goal for a second, you are just so focused on it. Now, because you are so determined and so focused on the ultimate goal of reaching that wonderfully high bit it earth, what do you think will happen along the way? You can see the goal so clearly and you have every intention of getting there, but you, my friend, are going to stumble and struggle, you may even fall. How can this be? You are committed, determined and totally focused on reaching that goal. How can getting there be such a problem?

The problem lies in the focus. Not a lack of focus but on what you have focused on. When aiming for a goal, many people forget to focus on the process. Being committed to a goal and focused on the outcome is all fine and noble. However, if you truly want to reach that mountain top, your focus needs to shift. You need to let go of the goal for the moment (believe me, that mountain top isn’t going anywhere! Neither is any other goal you set your sights on), just let it be for now. Take a deep breath, and turn your focus to the process. Turn your awareness to the steps. Bring your focus back to you and where you are on the way to that goal. What do you need to be doing to reach that goal, right at this moment? That’s where you need to put your focus and energy, simple as that. Too easy., huh? Simplicity is an amazing gift.

Now, let’s revisit the mountain top again. Take a good look at it. See where you have to go. Look at the ground you have to cover to get there. Become aware of it, but don’t get attached to it. Make sure it is clear. Ok, now let it go. Turn your thoughts to what you need to do to get there. Look at where you are and watch exactly what you are doing to move forward up that mountain. Where do you have to put your feet, your hands? Choose the position carefully, and start moving up the mountain.

Now just keep your focus there, where ever on that climb you happen to be. At the bottom of the mountain, just starting off? Midway up? It’s all good. Don’t look up, and don’t look down! Just focus right where you are. Every little step you take is just as important as the goal, maybe even more important because without all those little steps, you won’t reach that goal, so pay them a lot of attention. Give them your energy and your faith. The more focused and committed to each step you are-the sooner you will reach that goal.

Now, you’ve been mindful in each little step of your climb up the mountain, you’ve stayed focused on where you were in each moment and not worried about the final outcome. Guess what? You are now at the top of the mountain!

It is truly amazing what a simple shift in focus will do. Take this new knowledge and apply it to your resolutions, or any other changes you want to make. What will you do differently this time? How will you celebrate reaching your goal?

Some people like to think that resolutions always fail. I’ll bet that you can prove them wrong this year!

Some points to remember:

1. You can make a resolution or a change at any time during the year.

Just after the holidays, most people are tired, and probably not at their peak. Don’t have unjust expectations of yourself, we can’t perform at our best all the time, so don’t rush into changes you aren’t ready to make, just because it’s the beginning of a new year, wait until you are in a good frame of mind. Remember, you don’t fail if you fall down, you only fail if you don’t get back up. Falling down and getting back up is part of the process leading to success.

2. Focus on the process.

Many people put too much emphasis on the goal and neglect to put that energy into the process. The goal cannot exist without the process. The more focus you have on each step along the way, the better the chances of reaching your goal.

3. Focus on the process.

Yes, again. It bears repeating. By staying focused on the steps you ultimately put yourself in control and remove feelings of overwhelm. When you focus only on where you are and what you are doing at that moment, you stay mindful, you empower yourself and you give yourself the power to achieve any goal.

- By Arielle Sumner Consoli CPC

Employee Motivation

How to Engage Employees & Lead from the Heart
- By Joe Hubbard


When working with successful companies, over the years I have noticed there is a common denominator: awareness. These companies encourage their employees to notice what isn't working. They empower them to take action and correct any deficiencies.

On the other hand, I've worked with many companies where employees make flying under the radar an art. Ultimately this leads to a dysfunctional environment where an organization slows or even stops achieving its stated mission or goal.

In an effort to solve the problem these companies spend thousands of dollars to engage a myriad of consultants who often have difficulty resolving the problem.

Why?

Because it's something no one wants to talk about.

Why employees are afraid to communicate organizational problems

For example, I recently worked with a large Neutraceutical Company whose products weren't being delivered on time. This greatly affected revenue and repeat business. The President was frustrated and couldn't seem to determine who or what was at fault.

Here's why...

1. Nobody was willing to speak up and courageously communicate the deficiencies they observed.
2. Employees, at all levels, closed their eyes, their ears and ultimately, their mouths.
3. They disengaged.

When I came in and began to have conversations with a number of people, I discovered there was a lot of fear that if they spoke up there would be negative repercussions. There was also a group of employees who simply became too comfortable with mediocrity and didn't want to do anything that might create more work or expose their deficiencies.

Once we were able to uncover these core issues and make them tangible for the company's president, he immediately empowered his employees and actively recruited and hired proactive and courageous managers. Within a matter of months the company began to re-align with its mission and achieve all of its stated objectives. This is not a unique example.

How silence is costing your business

A study was done at Harvard University investigating the "Cost of Silence." They looked at both Enron and 9/11 and realized that, collectively, people had the information necessary that could possibly have averted what happened. But they were unwilling to communicate it.

They discovered that many people have a fear of speaking up because they think there will be consequences. Interestingly, what the Harvard researchers also found is that the consequences of avoiding communication are much greater than those for speaking out. The cost to your bottom line is much greater.

This conflict avoidance principle that is prevalent in Government and Corporate America right now is drastically impacting our effectiveness and our relevance. It has disabled so many of our corporations that people walk away from taking the courageous stance.

Now that I have empowered you with this information, I have a question for you…

Are you willing to put your heart on the line and take strategic, intuitive and educated actions that are in alignment with your company and for the greatest good for all concerned?

I ask this because the heart is the barometer by which one determines what their next best move is. When I use the term "heart" in this way it is not meant as a romantic idea. It is courage personified.

If You Have a Dream !!!

Don't wait for some distant day to come,
it may be too late before you've even begun.
Not everyone will agree with all you decide.

Be true to yourself first and foremost.
The only important thing in life is what
you do with the time you spend here on earth.

Don't cloud today with things that can't
be undone. You have no more control over
yesterday or tomorrow, than you do the raging
of your passions.

Do not quiet these dreams
nor quench your desires. For if you do,
your journey is ended.

You have only today to begin anew and
follow your dreams. For in the end all
we have are our memories.

When the twilight comes to us, let there
be, no excuses, no explanations,
no regrets!

- Unknown

Empowering Story - Make a Difference

A teacher in New York decided to honor each of her seniors in high school by telling them the difference they each made. She called each student to the front of the class, one at a time. First she told each of them how they had made a difference to her and the class. Then she presented each of them with a blue ribbon imprinted with gold letters which read, "Who I Am Makes a Difference." Afterwards the teacher decided to do a class project to see what kind of impact recognition would have on a community.

She gave each of the students three more ribbons and instructed them to go out and spread this acknowledgment ceremony. Then they were to follow up on the results, see who honored whom and report back to the class in about a week.

One of the boys in the class went to a junior executive in a nearby company and honored him for helping him with his career planning. He gave him a blue ribbon and put it on his shirt. Then he gave him two extra ribbons and said, "We're doing a class project on recognition, and we'd like you to go out, find somebody to honor, give them a blue ribbon, then give them the extra blue ribbon so they can acknowledge a third person to keep this acknowledgment ceremony going. Then please report back to me and tell me what happened.

Later that day the junior executive went in to see his boss, who had been noted, by the way, as being kind of a grouchy fellow. He sat his boss down and he told him that he deeply admired him for being a creative genius. The boss seemed very surprised. The junior executive asked him if he would accept the gift of the blue ribbon and would he give him permission to put it on him. His surprised boss said, "Well, sure." The junior executive took the blue ribbon and placed it right on his boss's jacket above his heart. As he gave him the last extra ribbon, he said, "Would you do me a favor? Would you take this extra ribbon and pass it on by honoring somebody else? The young boy who first gave me the ribbons is doing a project in school and we want to keep this recognition ceremony going and find out how it affects people.

That night the boss came home to his 14-year-old son and sat him down. He said, "The most incredible thing happened to me today. I was in my office and one of the junior executives came in and told me he admired me and gave me a blue ribbon for being a creative genius. Imagine. He thinks I'm a creative genius. Then he put this blue ribbon that says 'Who I Am Makes A Difference' on my jacket above my heart. He gave me an extra ribbon and asked me to find somebody else to honor. As I was driving home tonight, I started thinking about whom I would honor with this ribbon and I thought about you. I want to honor you. My days are really hectic and when I come home I don't pay a lot of attention to you. Sometimes I scream at you for not getting good enough grades in school and for your bedroom being a mess, but somehow tonight, I just wanted to sit here and, well, just let you know that you do make a difference to me. Besides your mother, you are the most important person in my life. You're a great kid and I love you!"

The startled boy started to sob and sob, and he couldn't stop crying. His whole body shook. He looked up at his father and said through his tears, "I was planning on committing suicide tomorrow, Dad, because I didn't think you loved me. Now I know you care. This is the happiest day I've known."

The boss went back to work a changed man. He was no longer a grouch but made sure to let all his employees know that they made a difference. The junior executive helped several other young people with career planning and never forgot to let them know that they made a difference it his life...one being the bosses son. And the young boy and his classmates learned a valuable lesson.

Who you are DOES make a difference.

Remember that!

I give you a blue ribbon.

-- Author Unknown