Braving Trust and Credibility

So I thought this was really good from a colleague this week. 

How to build trust and credibility in the workplace:

Credibility is about being "convincing and believable" and results from "expertise and experience."

Trust is believing strongly in the honesty, reliability, character, and effectiveness of a person."


BRAVING

Boundaries - Have good boundaries--respecting yours and having my own; show others respect in words and deeds. 

Reliability - Be someone who is both reliable (can be counted on)  and is authentic.

Accountability - Hold others and yourself accountable; we all own our mistakes, apologize and make amends. 

Vault - Keep information in confidence.

Integrity - Hold courage over comfort; choose what's right over what's fun, easy or fast; practice and not just profess values. 

Non-judgmental - Believe the best in people even when they occasionally disappoint you. 

Generosity - Offer and ask for help from others, and give generously of yourself in time and effort. 

No offense to anyone...the last thing they said was a little spicy for the workplace (but I know it was meant well):  "Good conversation with others should be like a miniskirt--short enough to retain interest and long enough to cover the topic." ;-)

(Source Photo: Dannielle Blumenthal)

Braving Trust and Credibility

Anus Protectus

So I learned this new phrase today:

"Anus Protectus"

It's what it sounds like.

It when you communicate (or do) something in order to "cover your a*s."

Sometimes we communicate as an FYI.

Other times as a FYSA.

And then there is the CYA. 

All of these are what we call "Purposeful communications."

The only real difference is their purposes. 

When you open your mouth or your email make sure you know your:

- Why (intent)
- Who (audience)
- How (persuasion techniques)

These are the secret sauce of good communication. 

More blogs to come on this important topic. ;-)

(Source Photo: Andy Blumenthal)

Anus Protectus

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)

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

Project Manager - The DIRECT(or)

So I learned this cool acronym for the roles of a project manager:

DIRECT

The project manager directs the project (similar to a director who is the project manager of a movie).

Here is how the project manager DIRECTs the project:

Define - Identify the opportunity or issue that the project will address including, the vision, scope, resources, and measures of success. (i.e. the "Charter").

Investigate - Explore options and pros/cons for each (i.e. an "Analysis of Alternatives").

Resolve - Solve and resolve (i.e. commit to) the course of action that will be pursued (i.e. "Project Plan").

Execute -Do the project and track/manage cost, schedule, scope, quality, risks, and actions items (i.e. "Scorecard").

Change - Identify process and technology techniology changes, test these, fix outstanding items, and make the cutover (i.e. "User Acceptance Testing," "Punch List," and "Go Live Plan").

Transition - Migrate people to the new solution, communicate the changes, overcome resistance, and conclude the project (i.e. "Communications Plan" and "Lessons Learned").

(Source Photo: Andy Blumenthal)

Project Manager - The DIRECT(or)

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)

When People Fear You, You're Not A Leader

1-2-3-4 Open Up The Government's Doors

1-2-3-4 Open up the government's doors

     5-6-7-8 Let our nation operate


1-2-3-4 Open up the government's doors

     5-6-7-8 Fix our broken directorate


1-2-3-4 Open up the government's Doors

    5-6-7-8 Better for us to negotiate


1-2-3-4 Open up the government's doors

    5-6-7-8 Get things done for Goodness sake


1-2-3-4 Open up the government's doors

    5-6-7-8 We have no more time to cogitate


1-2-3-4 Open up the government's doors

    5-6-7-8 Get the employees back to progress the state


1-2-3-4 Open up the government's doors

    5-6-7-8 Blaming each other only exasperate


1-2-3-4 Open up the government's doors

    5-6-7-8 Democracy means we must work it out


1-2-3-4 Open up the government's doors

    5-6-7-8 Polarized politics destroys our clout


1-2-3-4 Open up the government's doors
   
    5-6-7-8 The people are sick and tired of this useless way


1-2-3-4 Open up the government's doors

    5-6-7-8 Terms limits are needed to sway


1-2-3-4 Open up the government's doors

    5-6-7-8 Dysfunctional government can't continue unabate


1-2-3-4 Open up the government's doors

   5-6-7-8 We're sick and tired of ignoring realpolitik


1-2-3-4 Open up the government's doors

   5-6-7-8 Grow up and show some unifying leadership


1-2-3-4 Open up the government's doors

    5-6-7-8 Finally put people's needs first


1-2-3-4 Open up the government's doors

    5-6-7-8 Stop playing with our country's fate


1-2-3-4 Open up the government's doors

    5-6-7-8 National security and our economy depend on it


1-2-3-4 Open up the government's doors

    5-6-7-8 It's time to get things done and not wait


1-2-3-4 Open up the government's doors

    5-6-7-8 Serve the people and cut out the hate

(Source Photo: Andy Blumenthal)

1-2-3-4 Open Up The Government's Doors

The View From Upfront and Behind

Thought this was a smart saying from a colleague:

"If you ain't the lead dog, the view doesn't change."

What the dogs upfront and those behind them see are quite a different view. 

It's important for the lead dogs to guide the other dogs in a good direction and stay clear from obstacles. 

We may not all see the same thing, but whatever our viewpoints are, we all have to work together and pull our hardest towards progress. 

It's a race to the finish--and finish strong and together we all must. ;-)

(Source Photo: here with attribution to Natalia Kollegova)

The View From Upfront and Behind

Management Is A Privilege

So some people have this notion about management that is all wrong. 

- Management is not a right or entitlement.

- Management is a wonderful privilege!

The privilege comes with responsibility and is earned by knowing how to manage and treat your people right.

That means:

- Acting with integrity

- Treating people fairly, with dignity, and respect

- Showing you value them

- Helping to develop them

- And of course, achieving results together!

I heard it said well like this:

"If you don't treat people well 

you won't be a manager for long."

Again, it's a privilege, not a right, to manage and lead others. 

Those who abuse their privilege and people--it's like the cycle of life. ;-)

(Source Photo: Andy Blumenthal)

Management Is A Privilege

The CEO and The Janitor

Wow, I heard a powerful story from a colleague that I wanted to share.

The colleague's father was a industrial psychologist and he would go into some relatively big organizations to improve the functioning and culture. 

One of the things that he would do is get the CEO and the janitor in the same room together. 

And he would say:

"Both of you have vital jobs in the organization and you need to appreciate each other!"

At this point, the CEO and the janitor would be looking around the room super quizzically.

And the psychologist would to the janitor and say:

"The CEO's job is critical, because without the CEO, we wouldn't have the leadership and vision for the organization to be successful, and you wouldn't have a job and salary.

Then he'd turn to the CEO and  explain:

The Janitor's job is critical, because without the janitor, we wouldn't have a clean and functioning building and facilities for everyone to do their jobs and be successful, and you wouldn't be able to come to work ever day."

It's really amazing that despite all the fancy titles, corners offices, and rich compensation packages for some, really everyone in the organization is vital in their own way!

We need to remember that when we deal with others that they are human beings--in the image of G-d--and we need to treat all with the utmost dignity and respect for both who they are and what they contribute. ;-)

(Source Photo: Andy Blumenthal)

The CEO and The Janitor

Dirty Laundry Usually Doesn't Get Aired

The way to fix problems is to first identify and acknowledge them.

Only then can you focus on them, commit to them, really address them, and make things better.

The BIG problem though is fear. 

Usually dirty laundry doesn't get so easily aired. 

Generally, people don't want trouble. 

"The nail that sticks up gets hammered down."

And who wants to be the one to get hammered flat and for of all things, doing the right thing?

We don't encourage transparency.

And we certainly don't reward transparency. 

As I once overheard:

"Uh, you better keep it in the family!"

So things get kept in the family, and the big burly husband is a drunkard bum and the wife is abused and the kids are abused, and the sh*t goes on. 

Shhh...

Open door policies, hotlines, and other mechanisms are helpful, but don't go far enough. 

Bosses need to ask point blank and with full and honest assurance of confidentiality and non-attribution or retribution:

"Tell me what's really going on here."

When there is smoke, there is fire, and where there is skunk stink, there is skunk.

The only way to know the truth and make a difference is to get to the truth.

In life, is anyone willing to "do the dirty" and finally get to clean? ;-)

(Source Photo: Andy Blumenthal)

Dirty Laundry Usually Doesn't Get Aired

Killer Organizational Sharks

There are sharks out there. 

And it's not just in the oceans. 

There are plenty in your organizations. 

They make for lots of dysfunction and conflict. 

The organizational sharks see themselves as the bigger and more important fish in the sea. 

They look for weakness in others---they smell blood and when they do, they usually follow it to the kill!

These sharks are the types of people that attack their colleagues when they should be assisting them. 

Not only do they lack respect for others, but instead see them as the enemy and eat them as prey, when instead, they need to be chewing up the outside competition.

It's an attitude of us versus them misplaced within the organization, rather than external-facing. 

These organizational sharks could be in leadership positions, in which case, their attitudes filter down infecting the rest of their staffs. 

Instead of unity, cohesion, and working together to get the mission and job down, the sharks are selfishly worrying about and working to build their own power base. 

It's a dysfunctional culture that allows these sharks to exist and swarm in their organizational waters. 

Sharks for some reason fail to see that their boats are hitched to everyone else in the organization, and that all the organizational boats rise together or fill with polluted water and sink to the bottom.

As leaders, we need to focus and agree on supporting each other to achieve the success of all. 

Even sharks should learn to be nice and play together with all the other fish in the organizational sea. ;-)

(Source Photo: Andy Blumenthal)

Killer Organizational Sharks

Folks Hating Folks

It's sad how everyone is always fighting about everything.

And hating on each other...

Someone told a funny story the other day about this:

"She don't like her.
He don't like him.
And the supervisor says, I don't like none of y'all, now get back to work!"

At the end of the day, we're all different, and we're all sort of the same. 

Maybe we have to look past the petty stuff, and learn to get along and get things done! 

At the end of the day, we're all better off loving and getting it reciprocated--and so on and so on. ;-)

(Source Photo: Andy Blumenthal)

Folks Hating Folks

The REAL Problem Is NOT Healthcare

Why can't all the really smart people in this country solve the healthcare crisis?

The democrats tried and it didn't work out to well. 

And now the republicans are trying and sort of the same thing so far.

Is it politics?

Sure, that is what it can easily look like. 

One side wants to give more to these folks and less to someone else, and the other side vice versa.

But I don't think that is the truth!

Wouldn't we all like to give health coverage to every single man, woman, and child in this country!

Seriously...doesn't everyone have a heart and soul somewhere in there.

And we all know and/or fear what it's like to be at risk, without proper coverage, and without the medical care and medicine that can be lifesaving!

So here's the real problem folks:

It's not healthcare, nor any of the other social or national security issues we face--whether the military, space exploration, environmental concerns, jobs, or anything else. 

This is what it is...

It's called the national debt, which stands art $20,000,000,000,000. 

And that doesn't even include ANOTHER 127,000,0000,000,000 of unfunded liabilities for things like social security and medicare etc. 

This is a nation that collectively doesn't save--it spends--and it spends not only it's current purse, but it's future one too!

In fact, total U.S Household wealth in aggregate of $90,000,000,000 is eclipsed by our overall national debt!

True, this doesn't include trillions of dollars of other significant business or national assets, but it does point to the overall severity of our highly-leveraged financial position.

So where does this leave us?

We can't really solve healthcare or any of our other problems--if we are BROKE, busted, and a debtor nation. 

Yes, it takes money to invest, and money to pay for solutions for now and for the future. 

But how can you possibly solve anything, if your pockets are not only empty but have a big f*ckin' hole in them. 

So folks, the lousy decisions of the past and present are coming back to haunt us. 

It's a tidal wave, a tsunami of debt--of unbelievable corruption and kicking the can down the road--of fraud, waste, and abuse--of shortsightedness and lack of real leadership--and the time is coming to pay the piper!

If you think the political infighting--liberal and conservatives--tea party and progressives--alt left and alt right--socialists and dictators--is bad now?

But unfortunately, unsolvable problems lead to accusations and recriminations--finger-pointing all around--calls for impeachment--calls to let the other party or some independent lead us out of this mess.

Do you think being in such a challenging situation could also lead us to make rash and stupid mistakes or even go to war? 

In the end, how do you lead us out of a dead-end caused by generations of recklessness with our country's finances?

Some say perhaps we can grow ourselves out of the debt--maybe we need to go back to school and all get our MBAs and start the whole messed up story all over again?

(Source Photo: Andy Blumenthal)

The REAL Problem Is NOT Healthcare

Uber Overconfidence

As everyone knows, Uber is essentially--for now--a high-tech taxi company.

And high-tech tends to command high price.

But they are IMHO very overconfident of their position. 

And while I generally like taking Ubers, I would go so far to say that in many respects they are potential dead cab meat!

Why?

- Not because their leadership is in disarray and their founder and CEO was just forced to resign.

- Not because they have a disastrous corporate culture.

- Not because of their uber low or not profitable margins.

- Not because of the threat of autonomous driverless vehicles.

- Not because of the (alleged) stolen documents from Google.

- Not because Uber is (potentially) overvalued at nearly $70 billion (more than GM, Ford, or Honda)!

- Not because of its numerous competitors coming up from behind, including Lyft.

But a major reason is because:

They just gave you a not-so-hidden increase in price by tacking on a new tipping mechanism that will result in many people paying as much as a 20% hike to their overall fares.

Uber is now losing a sizable portion of their price point competitive advantage!

With the risks involved here, who could be so overconfident?
Perhaps, it's time to take a cab or hovercraft somewhere else. 

(Source Photo: Andy Blumenthal)

(All represents my own opinions)

Uber Overconfidence

It Takes A Village

I wanted to share some good tidbits about effective management, collaboration, and engagement that I heard this week at a Partnership for Public Service event.

It Takes A Village - No I don't mean the book by Hillary Clinton, but rather the idea that no one person is an island and no one can do everything themselves. Rather, we need the strengths and insights that others have to offer; we need teamwork; we need each other!

2-Way Communication - Traditionally, organizations communicate from the top-down or center to the periphery (depending how you look at it).  But that doesn't build buy-in and ownership. To do that, we need to have 2-way communication, people's active participation in the process, and genuine employee engagement.

Get Out Of The Way -  We (generally) don't need to tell people how to do their jobs, but rather develop the vision for what success looks like and then get out of the way of your managers and people. "Make managers manage and let managers manage" and similarly, I would say, hold people accountable but let people work and breath!

Things Change - While it's important to have consistency, momentum, and stay the course, you also need to be agile as the facts on the ground change.  "Disregard what's not working, and embrace what is." But you must stay open to new ideas and ways of doing things.

This is our world of work--our village--and either everyone helps and gets onboard the train or they risk getting run over by it. ;-)

(Source Photo: Andy Blumenthal)

It Takes A Village

The Nature of Good and Evil

Like in the Bible...

When our forefather Itzchak was about to bless his son Jacob and he said the words (are good) like Jacob, but the hands (deeds) feel like Esau.

Words are cheap, and actions speak volumes louder!

Good deeds mean something, but words are easily manipulated.

We can all spot good deeds, and that is what must guide our judgement of people and situations--that is where the truth rests.

Like my father and grandfather always taught me--some people are good and some are not so good.  ;-)

(Source Video: Dannielle Blumenthal)

The Nature of Good and Evil

Inspector Inspects Starbucks

This was the first time that I have ever seen an inspector in Starbucks...

See the lady in the white lab coat with hair cap and gloves...

Ah, she stands out like a saw thumb in contrast to the other staff person in the traditional green Starbucks apron. 

So I would imagine that she's not a doctor moonlighting as a barista!

She was checking here, there, and everywhere. 

At this point, she was taking out the milk and looked like she had some thermometer like device to make sure it was cold enough and not spoiled. 

Honestly, I was impressed that they have this level of quality control in the stores. 

We need more of this to ensure quality standards as well as customer service -- here and everywhere in industry and government. 

There is way too much dysfunction, inefficiencies, politics, power plays, turf battles, backstabbing, bullying, lack of accountability, unprofessionalism, fraud, waste, and abuse, and mucho organizational culture issues that need to be--must be--addressed and fast!

Can the inspector that inspects do it?

Of course, that's probably not enough--it just uncovers the defects--we still have the hard work of leadership to make things right--and not just to checklist them and say we did it.

I wonder if the Starbucks inspector will also address the annoying long lines on the other side of the counter as well? ;-)

(Source Photo: Andy Blumenthal)

Inspector Inspects Starbucks

Time For The Cruise Missiles

It is high time to stop being bystanders while our military is forced to stand mostly idle in the face of the heinous crimes against humanity occurring in Syria over the last 6 years and half a million dead! 

Today, at least 70 people, including 10 children were killed in a chemical weapons attack on Syrian civilians.

In 2013, Syria killed at least 1,500 in what was the unbelievable fiasco of Obama's disappearing red line on the use of such weapons of mass destruction. 

Unfortunately, we can ill afford to tolerate the irresponsible use of these dangerous weapons--chemical, biological, radiological, or nuclear.

President Trump needs to show strength where Obama showed only weakness. 

It is high time to light up the cruise missiles into the heart of Damascus--goodbye Presidential Palace and then some. 

Aside from redrawing the solid red line against WMD and punish the Assad regime's criminal activity, we will also put Iran and North Korea on notice not to underestimate or mess with us. 

We must act, before the nuclear ICBMs and suitcases rain into American cities. 

Now is the time to correct the mistakes of the past and reset our national security for the future by restoring the peace through strength. ;-)

(Source Photo: Andy Blumenthal)

Time For The Cruise Missiles

Under The Feet Of Haters

So there is a saying in Washington, D.C....

"You know you've made it when you have your haters."

This is a very political town!

But more than that, a leader has to take a position. 

You have to stand for something. 

There are oodles of constituencies and no matter how hard you try, you will never satisfy everyone. 

Yes ideally, we always want to create a win-win situation. 

However, every give, usually has a take, since the pie isn't infinite. 

Compromise where possible, but hold your ground where necessary. 

The key is to choose a direction from your conscience and follow your moral compass and do the most good for the most people and what's right in the eyes of G-d. 

Unfortunately, some people will declare themselves your mortal enemy and try to stamp you out of existence just for being and following who you are. 

Many of us who have experienced racism, discrimination, slavery, and even genocide know this senseless hate all too well. 

Be strong of of good courage and do righteousness. 

G-d is our rock and shield. 

Psalm 27: "The L-rd is my light and salvation--whom shall I fear?  The L-rd is the stronghold of my life--of whom shall I be afraid." 

So as your enemies advance to step on and try and crush you, remember that G-d will decide where their feet actually land and how they will fall. :-)

(Source Photo: Andy Blumenthal)

Under The Feet Of Haters

The Greatest Failure of Leadership

So perhaps the most damaging trait of failed leadership is hubris.


When a leaders exhibits arrogance--bullies and degrades others, especially underlings--then that absolutely destroys the moral fiber of and the employee engagement in the organization.


No, it's not the salary and benefits, or recognition, or position title, or even the grandness of the mission of the organization itself--although they are all important--but rather, the key ingredient to employee satisfaction is the common sense fundamental of how we treat our people.


People rising or elevated in the organization frequently forget the humble beginnings from whence they and their families likely began.


They see their honor and fat pay check and power--and they start to perhaps think of themselves as (close to) G-d Almighty, Him/Herself.


But it is not their position that makes them in the image of G-d, but how they care for and treat others.


If they shepherd their flocks meekly and with empathy and kindness to all then they emulate G-d, the creator and sustainer.


But when it goes to their heads and they become fat and haughty with themselves and are above everyone and care not for the basic dignity and respect of each individual in their steward then G-d sees and G-d hears the cry of the oppressed, and the mighty will surely fall and hard.


As it says in Isaiah 13:11:

I will punish the world for its evil, the wicked for their sins. I will put an end to the arrogance of the haughty and will humble the pride of the ruthless.

Those who are blessed by G-d with position, money, and power--their challenge is to be gracious and giving with it. 


When they "laud it" over others and when they think that they are truly "all that"--rest assured that G-d does not let any tree grow or tower (of Babel) build into the Heavens themselves. 


Empathy, kindness, graciousness, and generosity--that is true leadership--and that is when employee engagement, satisfaction, and productivity will bear the mark of the meek and the truly great person and leader. ;-)


(Source Photo: Andy Blumenthal)

The Greatest Failure of Leadership