Showing posts with label Human Capital. Show all posts
Showing posts with label Human Capital. Show all posts

September 21, 2019

OFNR Communications Model


This is a useful 4-part communications process (developed by Dr. Marshall Rosenberg):

1. Observations:  Tell the other person the behavior you observe from them that is making you uncomfortable. 
When I Observe...

2. Feelings:  Explain how the person's behavior makes you feel (happy, sad, angry, annoyed, excited, worried, scared, hurt, embarrassed, confused)
I feel...

3. Needs: Describe what you need from the other person (physiological, safety, social, esteem, self-actualization)
Because I need...

4. Requests: Ask them specifically what you'd like them to do.
Would you be willing to... 
It's a way to make your feelings and needs known and ask nicely what you'd like from others. 

This provides a mechanism to give feedback and work with other people without being confrontational, threatening, dictatorial, or nasty. 

When I see you reading my blog, I feel happy, because I need to try to be a good person and good influence in this world. Would you be willing to share my blog with others? ;-)

(Credit Photo: Andy Blumenthal and Colleague from Work)
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August 14, 2019

Goals Vs. Tactics

I liked this saying from someone in the IDF. 

Be "flexible in tactics, but stay fixed on the goals!"

There are many ways to accomplish the same thing. 

And different people have their own approaches. 

As in the lyrics: "You take the high road and I'll take the low road."

That's absolutely okay. 

In fact, that's one of the strengths and benefits of diversity.

We bring different ways of looking at the world to the table.

Hence, we can bounce fresh ideas off each other and come to a great way forward. 

The main thing is that we focus on our goals and progress to achieve them. 

Be rigid on goals and flexible in tactics. ;-)

(Credit Photo: Andy Blumenthal)
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August 8, 2019

Who's In Charge Here?

This was a funny photo...

Sign around the ape says:
Laugh now, but one day, we'll be in charge

I guess you never know who will be in charge. 
  • Be nice to everyone. 
  • Never burn bridges.

All of life is a circle--and everything and everybody goes around and around.  ;-)

(Credit Photo: Andy Blumenthal)
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July 25, 2019

@Bagels and Business with CEO Hair Cuttery, Dennis Ratner



Hair Cuttery has 1,000 company-owned Salons in 18 states in the USA.  

Dennis Ratner, the founder and CEO is a huge success story.

- Puts people first. 

- Gives back to the community. 

- Believes in vision, planning, and execution. 

- Dennis said: "Effort = Reward" and to be "Relentless" in pursuing your passion.

- Great roles model. 

(Source Video: Andy Blumenthal)
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May 1, 2019

Contributors and Whiners


Have you ever noticed the relationship between those that contribute and those that whine. 

The bad news is there is a highly inverse relationship between contributing and whining.

- Those that contribute, don't whine--they are focused on how to make things better!

- Those that whine, don't contribute--they complain and naysay, but add no real value.

The good news is that some solid contributors can more than counterbalance the whiners.

- Unfortunately, too often the whiners outnumber the contributors.

- But fortunately the contributors outweigh the whiners.

Despite your best efforts, you may not be able to make the whiners stop whining and throwing up roadblocks. 

You're often best-off spending your time working with the other contributors who want to see things through to success. 

Be a leader, not a babysitter and help the contributors win! ;-)

(Source Graphic: Andy Blumenthal adapted from here with attribution to mediamodifier)
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April 24, 2019

Project Suicide

This was sort of a funny scene in a project meeting. 

One person describing the challenges at one point, spontaneously and dramatically motions to take a knife and slit both wrists.

This absolutely got people's attention.

Understanding the struggles the person was expressing, and trying to add a little lightheartedness to the situation, I say:

"This is a tough project, pass around the knife."

This got a good hearty laugh around the table, with one person saying that this was the quote of the day. 

Anyway, we want to make operations as effortless as possible on people, but the project work to get there is definitely making people work for it. 

Let's avoid project or people suicide--be supportive of each other, pace ourselves, team together, and problem-solve to get it successfully over the finish line.

Soon we can celebrate all the challenges we overcame together and from our determined efforts, all the wonderful results. ;-)

(Source Photo: Andy Blumenthal)
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December 20, 2018

Don't Get a Huge Hierarchy or a Big Fat Flat

So organizations are a funny thing.

Too hierarchical and you can get lost in the maze of corner offices.

Too flat, and there is no one to make a darn decision. 

Huge hierarchies can be costly and inefficient, but flat as a board organization are mob rule.

I think there has got to be a happy medium.

- One, where there is leadership, accountability, a reasonable span of control, and room for professional growth. 

- Two, where there is dignity and respect for everyone, and your tile and level doesn't make any difference in terms of having your voice heard and being able to make a difference. 

Hierarchies that reach to the pompous sky and flat organizations where all the air is let out and nothing can get done are those that need to be hailed away in a big menacing orange wheel lock.

(Source Photo: Andy Blumenthal)
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September 13, 2018

Succeed OR Fail

So I liked this saying from a colleague of mine at work:
We succeed or fail as a team.

It's not me. 

It's not you. 

It's not him.

It's not her. 
It's us!

No one can do it alone. 

- If we fail, we fail as a team. 

- If we succeed, we succeed as a team. 

So let's come together and be a team and give it our best shot! ;-)

(Source Photo: Andy Blumenthal)
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September 6, 2018

All Aboard!

So when the train is pulling out it's a loud call by the conductor of:
"All Aboard that's going abroard."

With project management, it can be the same too. 

Once an organization has decided to move out on a project and make the investment of time, resources, and reputation:

- Either you get on the train and help feed the engine of progress

OR

- You get left behind.

- You get thrown off the train.

- You get run over by the train.

There really are no other alternatives. 

My advice is get with the program. 

The train is moving out.

The organization is going to deliver on its promise. 

Get the h*ll on!  ;-)

(Source Photo: Andy Blumenthal)
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August 30, 2018

Don't Take Away The Breadcrumbs

So today it was announced that they want to cancel the meager cost of living adjustment (COLA) increase that federal workers were slated to get for 2019. 

A mere 2.1% increase in federal pay (compared with a more than 4% projected increase in private sector pay for 2018) is basically just enough to cover inflation for 2018 forecast at 1.9%.

In effect, without the cost of living adjustment, about 2 million federal employees end up with a net decrease of 2% in their standard of living because of inflation and no pay increase to offset. 

This is on top of the fiscal year 2011 and 2012 federal pay freeze that President Obama prior enacted. 

Why are we picking on the federal workforce when:

1) The U.S. economy is booming at an annual 4.1% increase
2) Of the $10 trillion tax cuts, 20% is being showered on the wealthiest 1%.

Le's just call a spade a spade--the pay freeze (i.e. cut after inflation) is really being driven to downsize government by driving employees out

Many of these are good people, hardworking people, and those that not only serve their nation but also sacrifice for it. 

With midterms around the corner and another Presidental election coming in a couple of years, why would you want to alienate 2 million workers instead of getting respect and even greater dedication?

As was written on this simple pair of blue jeans:
"Don't beat your croutons, you'll get breadcrumbs."  
In this case, don't beat up your federal workforce by taking their meager breadcrumbs, to begin with. 

Instead, let's show our appreciation for federal employees service to their country. ;-)

(Full disclosure: I am a federal employee and am proud to serve.)

(Source Photo: Andy Blumenthal)
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June 28, 2018

Chief Critic

So we all know these type of people that love to criticize and bully.  

They are the critics in chief. 

You have to wonder what their own value-add is.

While other people are doing the work, the chief critic is saying everything is terrible, horrible, tragic, almost the end of the universe as we all know it. 

Yes, there is nothing wrong with well-intentioned and constructive criticism, especially by a supervisor or people sincerely trying to help.

But then there are just those who just look to find something--anything--to fault others, almost as if they are bigger if others are smaller!

This is no good. 

That is no good. 

I would do it this way. 

You need to do it that way. 

It's almost like a hobby, but it comes with plenty of nastygrams and miserable monologues. 

If only you would do X!

How come you didn't do Y?

Next time make sure you do Z!!!

OMG, yes we are not perfect angels, but most of us try to work smart, do good, contribute, and get positive results!

Even failure is acceptable if everyone gave it their best effort and it leads to learning and growth. 

Maybe the people on the sidelines who are yelling at the players need to get off the bench and actually worry about what they need to be doing, and doing it, instead of criticizing those in the trenches. 

Teamwork means we succeed or fail together!

Non-attribution is about not getting personal and blaming others, especially when they are working their butts off. 

Rather, roll up your sleeves everyone and get in the trenches and start pulling your own weight instead of putting down and making fun of the others. 

(Source Photo: Andy Blumenthal)
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June 12, 2018

Getting To Know You

So we recently took on a new function at work.

With that came a new group of employees.

Today, we had a wonderful breakfast as a meet and greet for everyone to get to know each other.

There was a tremendous spread of food laid out everything from bagels and smear, granola and yogurt, free fruit and vegetable salad, donut and muffins, and more.

There was enough food to feed a small army.

Aside from the group joining us, we had people come from other departments that support the process they are involved in--so folks from finance, legal, and even the front office.

The new lead assigned for the group that came over even gave out envelopes to thank their new team and 2 big boxes of gourmet coffee for them to share.

How nice this all was done and the investment that was made to bring the new team on board was really amazing to me.

I saw all the goodwill that was being built up from this event and the niceties put into it to recognize the people and make everyone comfortable together as a team.

I learned that an investment upfront like this in people and function can have tremendous benefits downstream in building a team and performing services that everyone can be proud of who is apart of this.

Invest not only in things, but also most importantly in people and relationships! ;-)

(Source Photo: Andy Blumenthal)
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May 4, 2018

Have a Heart: Leadership With Heart

So many of you already know my leadership mantra. 

It's all about:
Leadership With Heart

That means understanding that workers are human beings. 

Yes, they should act as professionals.

But also, they are people with imperfections and problems.

Whether they are fighting addiction, debt, illness, mental health issues, family problems, abuse, or personal loss. 

Life happens.

And it's not always pleasant. 

Unfortunately, it seems like we are tested all the time. 

Therefore, good leaders, real leaders...lead with heart. 

They focus on the mission, but also empower, develop, and have empathy for the people. 

Think of the people you know in leadership positions today. 

Are they leaders with heart or heartless sons of guns. 

Who do you want to follow into the future?  ;-)

(Source Photo: Andy Blumenthal)
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April 11, 2018

Teambuilding S-Cubed

Awesome day today with my team at work. 

We had a half-day team building. 

Started off with a Play-Doh exercise where we had to answer things like what we'd like to accomplish as a team in the new year. 

This was my representation with a S-cubed for the new program implementing process improvements and enterprise service management using:

- Strategy

- Structure

- (Customer) Service

We followed up with a great team luncheon and then a game of Monster Mini Golf.

We broke into two teams and one team came in "first place" and the other team were the "winners."

I suppose whenever we genuinely come together as a team to appreciate each other and work collaboratively as a unified whole--greater than the sum of our parts--then we truly all come out as first place winners! ;-)

(Source Photo: Andy Blumenthal)
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April 7, 2018

It Rises To The Top

So one of my friends who is dealing with some bad people in his work told me about his situation using a very interesting descriptive phrase:
"Cream may float to the top, but other things float too!"

Ah yes, in many cases the best ("the cream") climbs/rises to the top of the corporate ladder and extraordinary people are recognized with positions of leadership and influence to progress things. 

But in other cases, some really bad people (i.e. the sh*t) floats to the top based on lies and baloney promises and payback, malevolent power grabs, undermining of the competition, cronyism, or plain old corruption in the leadership suite. 

Yes, both the cream and the crap float to the top.

It is important to recognize who is who, and what is what. 

Not everyone who occupies the corner office belongs there. 

In some cases, they should never even be allowed in the building. 

In the end, you gotta believe that the stars shine, and the sh*t stinks and that's how you know who is at the top when. ;-)

(Source Photo: Andy Blumenthal)
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March 28, 2018

Technology and Human Capital--They Go Hand-In-Hand

So there are some mighty impressive places to work that really shine in terms of the technology they use and the constant desire to upgrade and improve their capabilities. 

Usually, these are also the places that value and respect their human capital because they view them as not just human pawns, but rather as strategic drivers of change. 

Then there are the places that are "so operationally focused" or just plain poorly run that they can't be bothered to think about technology much at all or the people that make up the organization and its fiber. 

In many cases, the wheel may be turning, but the hamster is dead: 

There is no real enterprise architecture to speak of. 

There are no IT strategic or operational plans. 

There are no enterprise or common solutions or platforms. 

There is no IT governance or project/portfolio management. 

Even where there are some IT projects, they go nowhere--they are notions or discussion pieces, but nothing ever rolls off the IT "assembly line."

How about buying an $800 software package to improve specific operations--that gets the thumbs down too. 

Many of these executives can't even spell t-e-c-h-n-o-l-o-g-y!

It's scary when technology is such an incredible enabler that some can't see it for what it is. 

Rather to them, technology is a distraction, a threat, a burdensome cost, or something we don't have time for.

Are they scared of technology?

Do they just not understand its criticality or capability?

Are they just plain stupid? 

Anyway, organizations need to look at their leadership and ask what are they doing not only operationally, but also in terms of technology improvement to advance the organization and its mission. 

Look to the organizations that lead technologically, as well as that treat their people well, and those are ones to ogle at and model after.  ;-)

(Source Photo: Andy Blumenthal)
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February 19, 2018

When People Fear You, You're Not A Leader

As the fortune cookie I came across yesterday says:

"Leadership is action, not position."

And actions demonstrate a good or evil heart.

When everyone hates a leader is that a "leader?"

- Fear is not leadership.

- Bullying is not leadership. 

- Corruption is not leadership. 

Leadership is:

- Showing others what is right and being a good influence. 

- Rolling up your sleeves and doing the hard work alongside everyone else. 

- Helping others to achieve their potential. 

- When others see you as a leader based on your integrity of purpose and actions. 

How we treat others is as true a test of leadership as of where we want to go and how we want to get there. 

G-d sees everything man (leader or not) does, and only He in Heaven is the Leader of Leaders and the King of Kings.  ;-)

(Source Photo: Andy Blumenthal)
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February 12, 2018

The Culture Key To Organizational Success

As I continue to learn more about organizational success strategies, I am coming to understand that the underlying culture of the organization is so very fundamental to its success.

I believe this is especially the case in terms of three critical competency areas:

- Communication - needs to be timely, constructive, multi-directional, and with emotional intelligence.

- Trust - must be be based on honesty and integrity including consistently supporting the success of everyone professionally and as a organization. 

- Collaboration - must be be anchored in respecting, valuing, empowering, and rewarding each and every person for their views and the contributions, both individually and as team members, and in treating diversity and collaboration, as a true force-multiplier. 

If any of these elements are missing or broken then it does not seem to me that the organization will be able to be successful for the long term.

Organizational success is built on ingredients that strengthen the ties of leadership and individuals and that foster contribution as individuals and as team members. 

No amount of smart, innovative, and even hard work, in my mind, will make up for shortfalls in these critical organizational success factors. 

So when planning for organizational success, make sure to build these in from the get-go. 

(Source Photo: Andy Blumenthal)
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February 6, 2018

Sexual Harassment No, No, No

So I took this training about sexual harassment etc. 

There were some good general tips for managers confronting these challenging situations:

1) Address it quickly
2) Discuss it privately
3) Specify the problem behaviors
4) Get commitment that it won't happen again
5) Document what occurred

It's not rocket science, but thought this was useful guidance. 

Unfortunately, people don't always behave appropriately, but hopefully, individuals and society as a whole can learn to do much better.  ;-)

(Source Photo: Andy Blumenthal)
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January 17, 2018

Nothing Personal

There's this funny line that some managers use with their employees.

It's when they harshly criticize, pick on, or even bully their hard working and good people.  

What do they say when they do it:
"It's nothing personal."

Ha, that's sort of funny, but really it's sad. 

I asked an executive colleague about this and this is what they profoundly said:
"It's my favorite line when the boss says it's nothing personal. Of course it's personal. Is there anyone else in the room!"

When people misuse/abuse their power to hurt others whether at work or even in other situations like with small children or anyone else in a subordinate position:

- That's not business.

- That's not professional.

- That's not being a good human being.

People are not punching bags because someone else is having a bad day. 

We need to rise above the occasion and be better than that. 

It's better to be humane, compassionate, and emotionally intelligent. 

And not just because someday, we are all in that position where someone bigger is facing off against us.

But rather we need to behave kindly to others, because they too are G-d's children and our brothers and sisters, and it is the absolutely the right way to behave--whether it's business or personal. ;-)

(Source Photo: Andy Blumenthal)
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