Showing posts with label Improvement. Show all posts
Showing posts with label Improvement. Show all posts

January 10, 2017

Whose Throat Do You Choke

So this was an interesting term that I heard about getting people to take responsibility for their actions.

"Whose throat do I choke for this?"

Sounds a little severe, no?

I think this is partially an adverse reaction to "analysis paralysis" and "death by committee" -- where no decisions can ever get made. 

And organizations where lack of accountability runs rampant and it's more about finger pointing at each other, rather than owning up to your responsibilities, decisions, and actions.

So with dysfunctional  organizations, the pendulum swings aimlessly being no accountability and the ultimate chopping block. 

But choking off the life blood of our human capital certainly isn't conducive to innovation, exploration, and discovery or to productivity, employee morale and retention.

So when it's simple human error with our best effort and no bad intentions, how about we say a simple "Who done it this time," do a post-action, figure out the valuable lessons learned, and resolve how we do better going forward. 

No throats or heads necessary (most of time). :-)

(Source Photo: Andy Blumenthal)
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December 22, 2016

Hope vs. Change

So we were promised hope and change, but what's the difference?

Daniel Henninger in the Wall Street Journal says, "Hope is the helium -filled ballon of politics. Governing in office is the gravity that pulls it back down to earth."

Many politicians are giving the false impression that "giving people the rhetoric of hope, lifting them with words, is more important than delivering results, which some might call change."

Despair is when we are told that there is hope and promise, but we don't get meaningful, impactful, and lasting positive change.

The hard work of leadership is not just providing a beautiful Garden of Eden vision for people to salivate over and to get their votes, but rather it is making something REAL happen that makes people's lives and the world better. 

As they say is plain english, "Words are cheap!"

We don't need any more fancy oratory skills--Hitler had those too and it led to the murderous genocidal Holocaust and disaster of World War II. 

Time for some elbow grease and some results that aren't fake like the news we've been getting. 

We've heard too many lies, too much spin, and been subjected to language control of the "media echo chamber."

Just one prominent example has been regarding terrorism and radical Islam which is not and never has been "workplace violence" and traffic accidents. 

Who is the President of the U.S. fooling when he says that theres been "no foreign-planned terror attacks in 8 years."

Gee, ISIS and their numerous terror supporters seem to violently disagree about the many terrorist attacks we indeed did have on U.S. soil in the last 8-years, including Orlando, Garland, Fort Hood, San Bernardino, MinnesotaOhio University, and many more.  

It's time that we stop being fed a bunch of false hope and political malarkey and instead we get some genuine change, improvement, and progress in our lives and the nation. ;-)

(Source Photo: Andy Blumenthal)
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September 20, 2014

Like A Rock Star

It's funny that people derive so much of their self esteem from others. 

If someone says something nice to/about them, then they feel on top of the world--full of worth, productive, successful, confident.

And when someone says something negative, then they get down in the dumps--depreciated, questioning, can't do anything right, like a failure.

Yet, it the same person inside--the same heart, the same soul.

Of course, we are impacted by our behavior (when we do good and not) and people's reactions to it--and we should be--it's a helpful feedback mechanism to let us know when we are messing up or as reinforcement to continue doing good things. 

But at the same time, people's feedback is not always correct or well-intentioned and certainly it doesn't necessarily represent holistically who we are...it's just a snapshot in time. 

So we need to take what people say and reflect back to us with a grain of salt--listen, try to understand, but also look at the bigger picture of you. 

You know yourself better than anyone else, so incorporate the feedback and use it to improve, but don't get bogged down by any person, event, or cheap talk.  

Yes, you can be a rock star, by reflecting from what others tell you, but more importantly by listening to that voice inside that guides you. ;-)

(Source Photo: Andy Blumenthal)
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January 4, 2014

10 Ways To Improve Federal Technology

While it's good to improve government services through advances in information technology, we also need to do better with what we have, which is our own valuable IT human capital. 

In the Wall Street Journal today, the "health-site woes" are spurring a push for changes to federal technology, including the possibility of a "federal unit dedicated to big tech projects." 

Whether or not we carve our a separate big tech project unit, we can do so much to improve success in all our agencies by valuing our people and motivating them to succeed.

As democracy and capitalism have taught us, we need people to be free to innovate and reward them appropriately.

While the grass may look greener in Silicon Valley, our challenge is to utilize all our resources in whatever part of the country they reside, whether they be government or private sector workers.

Ultimately, like most things, this is a human challenge, and not just a technology issue. 

Hence, I developed the above comic strip to demonstrate 10 Ways to Improve Federal Technology, so we can all succeed together. ;-)

(Source Cartoon [click here to enlarge]: Andy Blumenthal)
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August 16, 2013

The Measure Of A Person

Another candidate for picture of the week. 

This guy is wearing "tape measure" suspenders. 

Oh, how fashionable! 

While the true measure of a person is their good deeds and relationships (to man and G-d), perhaps the suspenders is a reminder that we should take the time to stop and measure ourselves both quantitatively and qualitatively in our lives.

As we approach the Jewish New Year, Rosh Hashanah, a time of introspection and judgement, it is a good opportunity to take measure. 

Performance management is not just for work--we can look at ourselves both personally and professionally and commit to do better. 

(Source Photo: Dannielle Blumenthal)
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April 4, 2013

Difficult Employees x 7

So I was learning about some management best practices in terms of there being 7 major types of difficult employees:
  1. Challengers--employees that are oppositional; they resent authority, are disrespectful and confrontational. 
  2. Clingers--people who are overly dependent; they are uncertain about what to do, fearful of making a mistake, withhold their opinions and may harbor deep resentments.
  3. Drama Queens/Kings--these folks crave attention; they can be found spreading gossip and rumors and making dramatic pronouncements both professional and personal.
  4. Loners--people who like to be left alone; they tend to hover over their computers and avoid personal interactions. 
  5. Power Grabbers--staff that tend to get into power struggles with their boss; they ignore instructions and resist direction. 
  6. Slackers--those who don't do the work they are supposed to do; they tend to linger on break, calls, or the Internet or be out of the office altogether.
  7. Space Cadets--employees whose minds and discussion always seem to be in la-la-land; they tend to be off topic and impractical. 
Obviously, each presents a unique set of management challenges, but one of the most important things a manager can do is focus on specific behaviors and the impact of those on the quality/quantity of work and on the organization, and work with the employee whether through coaching, counseling, mentoring, or training on how to improve their performance. 

It should never be about the manager and the employee, but rather about the results and the outcomes. Keep it objective, be empathetic, document the issues, and work in earnest with the person to improve (where possible). 

Difficult employees are not evil characters (or villains) like in the James Bond movies, but rather humans being that need inspiration, collaboration, guidance, feedback, and occasionally when appropriate, a change in venue--where a square peg can fit in a square hole. ;-)

(Source Photo: Andy Blumenthal)
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January 25, 2013

When Incremental Improvement Isn't Enough

One of the things that I love about the Intelligence Community (IC) is that they think future and they think big. 

Noah Schactman in Wired Magazine (12 December 12--great date!), gave a snapshot view of 2030 as provided by the National Intelligence Council (NIC). 

Some of the predictions (or aspirations) include:

Bioprinting such as creating 3-D printed organs (how's that for your orchestrating your own organ transplant?) 

Retinal implants for night vision thermal imaging, seeing the distance without binoculars, or even one-upping Google Glass by providing augmented reality in your eye instead of over it

Brain chips for superhuman thought and recall (those without remain doomed to brain farts, in comparison)

Bioweapons where DNA is used to target and take out people by genetically engineering viruses to attack them, specifically, without leaving any markers

People embedded in machines--reminiscent of when Ripley in the movie Alien enters in an exoskelton robotic suit to kick some Alien butt!

Other predictions include: megacities, climate change, big data clouds, aging populations, and more drones

While some of these advances are incremental in nature--for example genetic engineering and bioweapons are incremental steps from DNA sequencing of humans.

However, other leaps are more dramatic.

An article by Stephen Levy in Wired (17 January 2013) discusses how Larry Page (one of the Google founders) strives for inventions that are magnitudes of  "10x" (often actually 100x) better than the status quo, rather than just 10% improvements. 

Google has many examples of leaping ahead of the competition: from its transformative search engine which has become synonymous with search itself to Gmail which came out with 100x the storage of its competitors, Translations for the entire web from/to any language, Google Fiber with broadband at 100x faster than industry speeds prototyped in Kansas City, Google Books providing a scanned and searchable archive of our global collection of books and magazines, Google+ for social media (this one, I see as just a Facebook copycat--to get on Facebook's nerves!), Google Maps for getting around, Android their open platform operating system for mobile devices, and even self-driving cars--many of these are developed by Google X--their secret skunk work lab. 

I really like Google's concept of going for the "moon shot" rather than just tweaking technology to try and stay ahead of the competition, temporarily. 

And as in space, there is so much territory to explore, Google believes it is attacking just .1% of the opportunities out there, and that the tech industry as a whole is attacking maybe 1% in aggregate--that leaves 99% or plenty of opportunity for all innovators and inventors out there.

To get to 2030 and beyond--we're just at the tip of the innovation iceberg! ;-)

(Source Photo: Andy Blumenthal)

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September 16, 2012

The Shofar: We Can All Improve


The Jewish New Year (Rosh Hashanah) is tonight, and it is a time of introspection and commitment to do better in the future.


On Rosh Hashanah, we blow the Shofar (traditionally made from a ram's horn) in synagogue.

My sister-in-law, Sara Herbsman, told me a beautiful learning about the three types of blasts on the Shofar that correspond to 3 types of people that think they may be beyond repair, but who can still improve their lives:

1) Tekiah--tekiah means rooted and is one long blast--a person is never too stuck, stubborn, or set in their ways to change.

2) Shevarim--shevar means broken and the sound is 3 short broken blasts--that is a person is never to broken to fix.

3) Teruah--comes from the word Ra which means bad and is 9 rapid very short alarm blasts--that is a person is never too bad or evil to repent.

For those who have heard the Shofar blast, it is a moving experience--as if your very soul is stirred to introspection and fear of heaven.  

I remember learning in Jewish Day School that our prayers would ascend to G-d in heaven on the blast of the Shofar. 

But what I always like the best was the story of the one little boy in synagogue who did not know how to pray, but instead just cried--and his tears, full of sincerity, ascended beyond all the other prayers all the way to throne of the Almighty. 

May G-d bless us with a happy, healthy, prosperous, and peaceful New Year. 

Andy

(Source Photo: here with attribution to Elias Punch)

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June 14, 2012

Accomplishing What?

What do you want to accomplish before you die?

Four university students in Canada developed a list of 100 things a few years ago and as of the publishing of their book on this called The Buried Life, they had accomplished 53 of them--including playing basketball with President Obama at the White House!

Also on their list was to "get in a fight"--and so a couple of them beat the h*ll out of each other. Uh, now you can cross that one off your list.

Number 100 on their list is "go to space"--now are they really going to make it there?  Maybe one call to CEO Elon Musk and they'll get on the next flight of the new SpaceX Dragon capsule. 

MTV made this into a reality TV show in 2010 and aired it for two seasons, and it was nominated for a number of awards.

The book came out in March 2012 and it hit #1 on the New York Times best seller list the very first week!

The premise of the book is pretty cool--they collected ten of thousands of entries on what people wanted to do before they died, chose the ones they thought best, and had an artist creatively portray these.

Some of the items in the book are things you'd expect from people in terms of becoming rich, powerful, famous, and so on.  Others are more intimate and from the heart like reconciling with estranged family members, forgiving those that have hurt them, understanding why bad things happened to them, and even finding true love.

What I find interesting is not so much even what people want to do with their lives, but how everyone is in a way (or actually many ways) imperfect and they seek to fill the voids in their hearts, souls, and lives.

Does creating a list of 100 things and checking off the list really mean anything or is it just a gimmick to get on TV, write a book, and earn some cash?

I think to me it's not how many things we accomplish, but what we are really trying to achieve--is it bragging rights and fulfillment of our mortal desires, or is it to get a deeper understanding of ourselves, improve who we are, and give back to others.

I don't have a list of a 100 things or even 10 things...I just want to live my life where I can look myself in the mirror in the morning for who I am as a husband, father, son, as a professional, and as a Jew.

I am not sure it is the big splashy things like the authors put down, including getting into the Guinness World Records that is all it's cracked up to be--but all the power to them.

My parents used to have a little sign hanging over the kitchen that said "It's nice to be important, but it's more important to be nice"---yes, a little corny and cliche, but the point is well taken about setting priorities for ourselves that we can truly be proud of--and those things don't necessarily make a list, a record, or get you an ovation.

Today, I read in the news about how Lance Armstrong, champion cyclist, may end up losing all 7 of his Tour de France titles for doping--just another example of what people are willing to do or give up of themselves to get what they want in life.

I say dream big, try your hardest, but don't get lost in lists of accomplishments and stardom--stay true to who you really are and want to be.

And like the picture shows, it's good not to take yourself too seriously.  ;-)

(Source Photo: Dannielle Blumenthal)

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May 28, 2011

Perfect Is The Enemy of Good

Perfection is a destructive force.

And the French philosopher, Voltaire recognized this when he said "Perfect is the enemy of good."

I never really fully understood this saying, until recently reading a Harvard Business Review article (June 2011) called "The Paradox of Excellence."

The article states: "High achievers often undermine their leadership by being afraid to show their limitations."

At the heart of it...high achievers can let anxiety impede their progress through stress, alienating others, and failure to seize real opportunities.

Here from the article are some of the "classic high achiever" behaviors that can get in the way of success unless artfully managed and balanced (my views):

1) Results-driven: High-achievers can be so work-oriented that they forget the people the make it all it happen. This is why they need to remember to delegate, empower, share, and CARE about others. The work is a team effort!

2) Highly-motivated: They can be so serious about all aspects of their jobs that they "fail to distinguish between the urgent and the merely important." Instead, they should take a bigger-picture PERSPECTIVE on the tasks and prioritize these accordingly. Not everything is life and death, thank G-d, and we need to keep a sense of humor and take the time to enjoy what we are doing.

3) Competitive: They "obsessively compare themselves with others," which can cause them to feel insufficient or make false calibrations. You have to remember to INTERNALIZE that the competition is not with others but with yourself--be the best you can be!

4) Risk-managed: "They may shy away from the unknown" and avoid risky endeavors. As they say in Wall Street, without risk, there is no reward. To INNOVATE and transform, you need to take calculated risks (without betting the farm!) after doing due diligence on an investment or opportunity.

5) Passion: This can lead to powerful, productive highs, but can also result in "crippling lows." Recognize that there are natural ups and downs in the course of one's work. You can STEADY yourself through these by seeing it as incremental growth and improvement, rather than as either pure success or failure.

6) Guilt: "No matter how much they accomplish, they feel like they aren't doing enough." This is an endless trap of it's never enough and never good enough. Hey, we're all mortal. Do what you can and balance the many demands that you have on you in your life, but FOCUS on what's most important, since you can't do it all and you can never get it all done.

7) Feedback: High-achievers "care intensely about how others view their work" and they require a steady stream of positive feedback. Don't get hung up by what other people say or think--it's not personal and they have their own problems. Stay focused on delivering excellence in products and services to the customer, and use whatever feedback you can get--positive or negative--as valuable information to IMPROVE your offering.

If you are a high-achiever and demand much (if not the impossible from yourself), take a step back and a breath in and out--you can accomplish a lot more of what's important to you if stop trying to be perfect, admit your vulnerabilities and limitations, and just try to do your best--that's all that anyone can ask.

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April 5, 2011

Beyond The Blame Game


Blame-game



It's funny, when things go well everyone seemingly wants to step up and take the credit, but when things go badly, therein starts the blame game.


Harvard Business Review (April 2011) presents three categories of people that react dysfunctionally to failure (to which it attributes the responses of 70% of the U.S. population!)


- Blame Others: look for someone to scapegoat, so they don't have to take responsibility themselves.


- Blame Yourself: judge yourself overly harshly or imagine failure where none exist.


- Deny Blame: "deny that failure has occurred or deny their own role in it."


A fourth category, I believe is when people:


- Blame G-d: they ask "why me?" somehow implying an unfairness, injustice, or randomness in the failure.


In all these reactions to failure, there are in my opinion a number of mistakes being made and ways to improve upon them:


- Focus - Instead of concentration on mission success, people may erroneously overemphasize attribution. However, rather than worry about who to blame, think about how to "right the ship;" there are people in the field depending on you!

- Balance - Blaming implies that you are focused on the failure, but usually there are some things that were done right and some things that were done wrong. There is usually more of a balance to every situation that blame does not lend itself to.

- Ownership - When we blame others, G-d, or even ourselves, we basically are throwing up our hands and abrogating control of the situation, when instead we need to take appropriate levels of responsibility and accountability for what we did and did not do (or as they say "sins of commission" and "sins of omission").

-
Learning - Blame is a dead-end--it leads to hard feelings and possibly even despair. The way out is to acknowledge mistakes usually to degrees by all involved and LEARN FROM THEM. A failure can be turned into opportunities for future success, but learning valuable lessons on how to do things better the next time around.

To be honest, we all make mistakes.

In fact, I would worry about someone who seems so perfect on the outside--because I would imagine that they are likely or probably a powder keg, ready to blow on the inside (ever hear of someone "going postal" or the star who seems to have it all--looks, fame and fortune--and then they overdose or drive off a cliff or something?)

No one has it all. No one is perfect. We are all human.

It's not about blame. It is about accountability and responsibility--making things right where we can.

Every day we learn and grow--that is our test and our trust.


(Cartoon Credit: Tandberg)

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October 6, 2009

Constructive Truth Hurts, But Helps

It is pretty hard to give and to get honest feedback.

It is often acknowledged that performance reviews are one of the most difficult task for managers to perform. Managers don’t like to “get into it” with the employees, and employees often can’t deal with a straightforward evaluation from their supervisors. Plenty of sugarcoating seems to go on to make the process more digestible for all.

Similarly, people tend not to say what they “really think” in many situations at work. Either, they feel that saying what they mean would be “politically incorrect” or would be frowned upon, ignored, or may even get them in trouble. So people generally “toe the line” and “try not to rock the boat,” because the “nail that stands up, gets hammered down hard.”

An article in the Wall Street Journal, 5 October 2009, reports a similar pattern of behavior with ratings on the Internet. “One of the Web’s little secrets is that when consumers write online reviews, they tend to be positive ratings: The average grade for things online is about 4.3 stars out of five.” On Youtube, the average review for videos is even higher at 4.6.

Ed Keller, the chief executive of Bazaarvoice, says that on average he finds that 65% of the word-of-mouth reviews are positive and only 8% are negative. Likewise, Andy Chen, the chief executive of Power Reviews, says “It’s like gambling. Most people remember the times they win and don’t realize that in aggregate they’ve lost money.”

Some people say that ratings are inflated because negative reviews are deleted, negative reviewers are given flak for their “brutal honesty,” or the reviews are tainted with overly positive self-aggrandizing reviews done on themselves.

With product reviews or performance reviews, “it’s kind of meaningless if every one is great.”

I remember when I was in the private sector, as managers we had to do a “forced rankings” of our employees regardless of their performance rating, in an effort to “get to truth” across the organization.

Generally speaking, performance systems have been lambasted for years for not recognizing and rewarding high performers or for dealing with performance problems.

Whether it products, people, or workplace issues, if we are not honest in measuring and reporting on what’s working and what's not—fairly and constructively—then we will continue to delude ourselves and each other and hurt future performance. We cannot improve the status quo, if we don’t face up to real problems. We cannot take concrete, constructive action to learn and grow and apply innovate solutions, if we don’t know or can’t acknowledge our fundamental weaknesses.

“Being nice” with reviews may avert a confrontation in the short-term, but it causes more problems in the long-term.

Being honest, empathetic, and offering constructive suggestions for improvement with a genuine desire to see the person succeed or product/service improve—and not because the manager is "going after" someone—can be a thousand times more helpful than giving the nod, wink, and look-away to another opportunity for learning, growth, and personal and professional success.
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January 2, 2009

It Time to Stop the Negativity and Move towards Constructive Change

Recently, there was an article in Nextgov (http://techinsider.nextgov.com/2008/12/the_industry_advisory_council.php) about the Industry Advisory Council (IAC), a well respected industry-government consortium under the Auspices of the American Council for Technology, that recommended to the incoming Obama Administration the standup of an innovation agency under the auspices of the new Chief Technology Officer.
The Government Innovation Agency “would serve as an incubator for new ideas, serve as a central repository for best practices and incorporate an innovation review in every project. As we envision it, the Government Innovation Agency would house Centers of Excellence that would focus on ways to achieve performance breakthroughs and leverage technology to improve decision making, institute good business practices and improve problem solving by government employees.:”
While I am a big proponent for innovation and leveraging best practices, what was interesting to me was not so much the proposal from IAC (which I am not advocating for by the way), so much as one of the blistering comments posted anonymously from one of the readers, under the pseudonym “concerned retiree,” which I am posting in its entirety as follows:
“Hmmmmm...."innovation"..."central repository of new ideas"......can this be just empty news release jargon? Just more slow-news day, free-range clichés scampering into the daily news hole?.. .or perhaps this item is simply a small sized news item without the required room to wisely explicate on the real life banalities of the government sponsored “innovation” world...such as: 1)patent problems - is the US going to be soaking up, or handing out patent worthy goodies via the "innovation" czar or czarina? Attention patent attorneys, gravy train a comin’ 2)"leverage technology to improve decision making" – wow! a phrase foretelling a boon-doggle bonanza, especially since it’s wonderfully undefined and thereby, prompting generous seed money to explore it’s vast potential (less just fund it at say, $20-30 million?); 3) the "Government Innovation Agency" - -well now, just how can we integrate this new member to the current herd of government “innovation” cows, including: A) a the Dod labs, like say the Naval Research Lab, or the Dept of Commerce lab that produced the Nobel prize winner (oh, I see now, the proposal would be for “computer” type innovation pursuits – oh, how wise, like the health research lobbyists, we’re now about slicing “innovation” and/or research to match our vendor supplier concerns, how scientific!, how MBAishly wise); B) existing labs in private industry (e.g. former Bell Labs. GM-Detroit area "labs"/innovation groups), C) university labs – currently watered by all manner of Uncle Sam dollars via the great roiling ocean of research grants. Finally - given the current Wall Street melt-down and general skepticism for American business nimbleness (this too will pass, of course) -- what's the deal with all the Harvard Grad School-type hyper-ventilation on the bubbling creativity (destructive or otherwise) of American capitalism - -surely the GAO/Commerce/SEC could pop out some stats on the progressive deterioration of expenditures -- capital and otherwise--on "innovation". Or perhaps the sponsors of the "Government Innovation Agency" - will be happy to explain at the authorization hearing - how all the dough to date spent to date on development of the green automobile has yet to put a consumer friendly one on the road from a US corp -- a fact that argues either for a vast expansion of the GIA, or, the merciful euthenasiaing of this dotty idea. See you all at the authorizing hearing?”
What’s so disheartening about this retiree’s comments?
It’s not that there is not some truth intermixed with the blistering comments, but it is the sheer magnitude of the cynicism, bitterness, negativity, resistance to ”new” (or at times reformulated) ideas, and “been-there-done-that” attitude that unfairly provides a bad name to other government workers who are smart, innovative, positive, and hard-charging and want to continuously improve effectiveness and efficiency of government for the benefit of the nation and to serve our citizens.
Sure, we need to listen and learn from those that preceded us--those with age, experience, expertise, and certainly vast amounts of wisdom. And yes, those of us who do not learn from the mistakes of the past are doomed to repeat it. So we must be mindful to be respectful, collaborative, inclusive, and careful to vet new ideas and changes.
However, those that have served before or have been serving a long time now should also give hope, innovation, change (not for change’s sake, but based on genuine learning and growth) and continuous improvement a chance.
It is always easier to be a naysayer, a doomsday prognosticator, and to tear down and destroy. It is much, much harder to be positive, hopeful, and constructive—to seek to build a brighter future rather than rest on the laurels of the past.
Unfortunately, many people have been hurt by past mistakes, false leaders, broken promises, and dashed hopes, so they become resistant to change, in addition to, of course, fearing change.
Those of us in information technology and other fields (like science, engineering, product design and development, and so many others—in fact all of us can make a difference) need to be stay strong amidst the harsh rhetoric of negativity and pessimism, and instead continue to strive for a better tomorrow.

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