Hold On To Your Jobs

These statistics are dismal for manufacturing in the U.S. 

Today, public sector (government) employment is 22.2 million vs. just 12.2 million manufacturing jobs. 

In other words, there are 10 million or 80% more people employed by the government than making things in this country. 

This is the complete opposite from 1979 when government employed 16 million people and manufacturing had 19.6 million workers.

So just 37 years ago, manufacturing employment was 22% more than our public sector employment.

Manufacturing lost 37% of it jobs, while government grew 39%.

It hasn't been since 1989 that there was parity at 18 million between the two sectors. 

Lest you think that the loss in manufacturing jobs is due to automation and technology, the Economic Policy Institute states unequivocally:

"Trade, not productivity, is the culprit."

In the U.S. the annual trade deficit is over half a trillion dollars--we are hemorrhaging and no one has been even trying to stop the bleeding.  

If we send all our manufacturing prowess and capacity abroad eventually we are not only going to lose our capability to make things, our ingenuity to invent things, but our finances to pay for anything. 

Trade is a great thing when it is mutual and equal, not when it is one-sided and damaging to our economy and jobs. 

Bad political decisions mean a poorer future for our economy and our nation. ;-)

(Source Photo: Andy Blumenthal)

Hold On To Your Jobs

Standing Down

So there is a funny term used in government, which is to "Stand down."

Basically, it comes from the military where it has traditionally been used to denote relaxing (or "at ease") after a prior state of alert or readiness.

Since then it has become more broadly adopted to mean abruptly ceasing activity--and usually even all further discussion--on something. 

For example, if someone is working on a project, task, or issue, but you want them to completely halt all activities on this, you may tell them to stand down.

This happens when something, usually significant, has changed or the activity has become OBE (another military term for Overcome By Events).

Basically, something has unexpectedly transpired and the strategy and orders have now changed (maybe a complete 180). 

Often, someone up the chain has put the kabbash on whatever it was.

Either way, you go from a full-on sprint to a complete halt and you might as well stand on your head for all anyone cares, because the run to the finish line, on this matter at least, is over now. 

Standing down is very different from standing up--but you aren't sitting down either. 

Sitting would imply doing nothing at all, while standing down implies you do something else instead--like move on in the meantime to your next order of priority business. 

Still standing down, because of it's abruptness and completeness is a big deal--and when everything and everyone was prior in motion like a moving freight train--and someone now stands in front of it and yells "All stop!"--the rest of the train cars, all the way to caboose, can essentially ram right up into the butt of the engine causing a real mess of things (productivity-wise and from a morale perspective). 

So now everyone untangle yourself and "calm the h*ll down"--there's a new sheriff in town or new way ahead and you better get your standing down under control and stop doing whatever it is you were doing, okay there sonny boy? ;-)

(Source Photo: Andy Blumenthal)

Standing Down

When It Comes To Education, We're Just Playing Around

So I overhead a conversation of 2 young women in Starbucks talking about their college education. 

One of them while acknowledging that she enjoys her classes, says, "But I still don't feel that I am learning anything practical!"

He friends responds saying, "Yeah, all we learn is X+Y, but what does that do for us in real life?"

The first young women says, "They need to emphasize the practical things and teach us personal finances, fitness, healthy cooking, and so on."

The second young women starts repeating, "X+Y, X+Y, that's all they teach us!"

I couldn't help but chuckle at this point, even though it was sort of sad. 

The education system is known to be so bad in this country, especially until you get to college. 

We've gone from No Child Left Behind to Every Student Succeeds, but no matter what you call it--it's still a big C-R-I-S-I-S. 

According to Ranking America, the US ranks 14 out of 40 countries in education--behind Netherlands and Poland.

Moreover, we rank 2nd in ignorance about social statistics like teen pregnancy, unemployment rates, and voting patterns. 

Moreover, we are falling behind in our competitiveness ranking in science, technology, engineering, and math (STEM), and are now 27th in math and 20th in science out of 34 countries.

We can't innovate, improve productivity, and effectively compete if we are just playing around with our education system. 

If we don't change, X+Y may soon equal the bottom of the education barrel. ;-)

(Source Photo: Andy Blumenthal)

When It Comes To Education, We're Just Playing Around

Got Mic

My daughter went to a cool work seminar yesterday on emotional intelligence and she told me five important takeaways for creating EI health:

1. Self-awareness

2. Self-regulation

3. Self-motivation

4. Effective relationships

5. Empathy

Certainly, exerting self-control and working effectively with others is sort of obvious.

But it is not necessarily easy for everyone to do. 

Reflecting on this, some people seem to need no microphone or megaphone. 

They can't get off the elevating soapbox and behave instead is as if they are the whole show onto themselves. 

Enjoying to talk alone or above everyone else, maneuvering with drama and theatrics, and being cemented squarely in that center stage.

Perhaps highly intelligent about the subject matter, but often quite low on emotional intelligence. 

Seeing neither the objective nor the team, unable to recognize and respect others or to listen to alternate points of view, it may go on for quite some time before they come up for air. 

Overly extroverted, oblivious, uncaring, or perhaps needy or narcissistic.

Seeming to say, "I was created and stand in the center of the universe and all revolves around me!"

Chasing honor and dismissive as to their way or the highway--threats lurk, right or wrong. 

This is definitely a job for self-improvement and to personal advancement. 

Can EI be learned? 

Perhaps if the person can stop for a sec and just listen and be humbly part of the human race. ;-)

(Source Photo: Andy Blumenthal)

Got Mic

Agile Processes As An Enabler

So something that I've learned is that processes can be an enabler or a hinderance to progress depending on how it's used.

On one hand, without a standardized and clear process where people know what they are supposed to do and when, we are likely to end up with a lot of chaos and not much getting done for the customer or organization.  

This is especially the case where tasks are complex and numerous people are involved requiring there to be solid coordination of team members, sync of activities, and clear communications.  

On the other hand, rigid processes that are so prescriptive that no one will get out of step for any rhyme or reason can be counter-productive, since this can hinder productivity, time to resolution, and customer service. 

For example, we all understand the importance of a help desk ticketing system in IT to document issues and deploy resources for resolution and measure performance. However, when customers, especially VIPs are in a bind and need help ASAP, it may not make sense to tell them to go open up a ticket first and foremost, instead of helping them to quickly get back online, and even opening the ticket for them and in parallel or as we get to it afterwards. 

Process should be an enabler and not obstacle to progress. Process should be followed under normal circumstances, but rigidly adhering to processes without adapting to conditions on the ground risks being out of step with the needs of the organization and a customer service model. 

(Source Photo: Andy Blumenthal)

Agile Processes As An Enabler

Work Is For Work

So when I saw 2 awesome colleagues bright and early in the morning standing in the hallway on the way into the office already talking about work--I said, "You guys are already talking shop?"

Now it happens that these 2 actually carpool in together...

So I asked, "Didn't you have enough time in the car to talk about this [business]?"

To which one person replied, "Oh no, we don't talk about our work in the car!"

At first it seemed funny that you would wait an hour's drive and not say what you have to about work and hold it until you just get in the door.

And then after a split second--well of course, that's their time!

Work is for work. and free time is your personal time (for personal care, health, G-d, family, extra-curricular activities and interests, travel, etc.)

It's good to have some healthy separation--to mentally box them out and to keep each sacrosanct. 

We can live and work (not just "live to work") each in it's own rightful time and place and get the most done for our jobs, ourselves, and our families. ;-)

(Source Photo: here with attributio to AmatuerX)

Work Is For Work

Sit-Stand Computer Desk 1-2-3

This adjustable computer desk stand from Veridesk for sitting and standing is awesome. 

Someone got this in the office, and it is the talk of the town. 

It comes as one piece, no assembly required and you just place it under your computer--simple, easy!

Just push the handles on either side and the desk height adjusts variably up or down. 

I found it on Amazon for just $325-$400 depending on the size and whether you have a double monitor. 

My colleague at work said just try it and you will feel so good--this seems like a good healthy deal. ;-)

Sit-Stand Computer Desk 1-2-3

Mankind's Endless And Elusive Pursuit Of Happiness

So I took this photo yesterday of a lady on the Metro reading The Happiness Project.

The book is a multi-year bestseller about the pursuit of happiness and how the author, Grethen Rubin, took a year and made a project of getting happy.

She did this through a "methodical" project with "measurable goals" and working to "build on them cumulatively."

Now happiness is being described not as a goal or project, but as a "movement."

Why is happiness such an elusive pursuit to so many throughout the times?

In fact, in looking for how to achieve happiness throughout the ages, we can't even agree on what it is or how to do it.

Carl Cederstrom in the New York Times provides an overview where the how-to for achieving happiness has changed more times than some people change their underwear.

Here's to the rainbow of finding happiness:

- The Greeks/Aristotle - Be a good person, live ethically, cultivate one's virtues. 

- Hedonists/Epicureans - Pursuit whatever brings you pleasure. 

- Stoics - Happiness is achievable even when experiencing hardship, suffering, and pain. 

- Christianity - Happiness is not achieved on Earth, but rather in the afterlife/in divine union.

- Renaissance/Enlightenment/Thomas Jefferson - Happiness is an unalienable right, and related to property rights.

- Today - Achieve authenticity and be narcissistic, express true inner selves, get in touch with inner feeling, worship our bodies, and productivity through work. 

I believe that the relentless pursuit of happiness is due to man's inability to truly reconcile being/feeling happy with what he experiences on an almost daily basis on a spectrum of unhappiness:

- Disappointment

- Failure

- Unacceptance

- Rejection

- Bullying

- Abuse

- Injustice

- Suffering

- Poverty

- War

- Disability

- Disease

The result of man's expectation of happiness yet its continued elusiveness to him manifests in people running around like a chicken with their heads cut off (something my mom told me about that she saw as a little girl):

- Changing, leaving, coming back, or clinging to religion.

- Disenfranchisement with government, politics, political parties, and politicians.

- Entering into and dissolving marriages and relationships.

- Migration to different parts of the country or even moving abroad and traveling here, there, and everywhere.

- Cycling your money and investments in real estate, material goods, and a host of investments (stocks, bonds, hedge funds, etc.).

- Trying out a series of different educational pursuits, careers, and hobbies--surely one will be my passion, provide some meaning, or make me happy!

- Trying to squeeze more and more "things" into and out of a 24-hour day. 

- Looking for a quick fix through partying, pornography, sex, drugs, alcohol, and rock & roll. 

What's the trend in happiness now?

A relentless pursuit of innovation and transformation through technology, robotics, everything autonomous, self-healing, self-reproducing, searching for new (and perhaps better) worlds, and even time travel. 

Oh, and let's not forget pursuing a longer life (or the holy grail of immortality), so we have more time to try and be happy. ;-)

(Source Photo: Andy Blumenthal)

Mankind's Endless And Elusive Pursuit Of Happiness

Work-Family Is A Word

This week I learned something about "work-family."

Yes, work is not family--it's your job.

But on the job we meet people that influence us, change us, and sometimes inspire us. 

Not everyone has a positive impact on us--some people we work with are bad, unbalanced, selfish, biased, and abusive--they bring their personal craziness into the office. 

But some are truly good people out there--and they leave a lasting impact. 

This week was the first time I experienced someone in my group passing away suddenly. 

She was at work Monday and Tuesday--we had talked and joked.

I remember she wore pink on Tuesday and it matched a pink stuffed animal on her desk--she looked happy or at peace. 

By early Wednesday morning, I was getting texts then calls that she had passed away (I simultaneously let my boss know). 

One day she was there in the office (and had been for some 30 years) and the next day she was gone.

But there was something special about this lady and how she interacted with the team. 

She seemed to touch people far and wide with her outreach, caring for others, joking around, and good spirit despite whatever challenges she herself may have been going through.

When she passed this week, people were in my office and the halls crying--they loved this lady, their coworker and friend.

At 9 AM, I gathered the broader team to announce her passing. "One of our own has passed." I spoke and then went around offering others to say a few words, which some surely did. 

At 10 AM, I sent a notification of the passing to the people in the entire building (and others associated).

Later in the day, there was a toast to her and more speeches from up and down the chain to remember this good lady as well as to pull together as a team to support each other.

By the next day, things had quickly moved to care for the family, packing her office things and memorializing her, as well as provisions for some grief counseling. 

[Note: I am blessed with an extraordinary high-performance team, and this passing was not only a shock but added to the intensity of the work we do and how much of it there is.]

Once we have all the funeral arrangements, then next up is sending out an broader department-wide notice--and a large attendance for her is expected. 

What I learned is that while work itself can be productive and meaningful, through doing good to others and sincere personal interactions on the job, there can be bonds formed that can have a personal impact on people and bring tears to their eyes. ;-)

(Source Photo: Andy Blumenthal)

Work-Family Is A Word

Talent = f {Intelligence, Energy, Integrity Squared}

I really like this quote from Warren Buffet. 

Three traits to look for in recruiting the best people:

1. Intelligence
2. Energy
3. Integrity

But what good are the first two without the third one?

So Integrity first (or squared for emphasis)...then intelligence plus the energy to use it plentifully and you have yourself an organizational winner!

Related to this, I saw someone on the train today with a tee shirt (from Sweet Green...not sure why this is their slogan) that said:

Passion 

   X

Purpose

This seemed like a good motto to me define the energy (#2) in Buffet's top 3 items for recruiting. 

With a clear intent plus the compelling feeling to achieve it, you got energy to apply.

The resulting function: 

Talent = f {Intelligence, Energy (or Passion x Purpose), Integrity Squared}

Now that's a recruiting formula we can all follow--thank you Mr. Buffet. ;-)

(Source Photo: LinkedIn)

Talent = f {Intelligence, Energy, Integrity Squared}

Smart Electronic Skin

I liked this concept reported on in BBC Technology about using swarms of sensors to create a type of electronic or "smart skin."

Like nerves in our human skin, multitudes of sensors placed on anything that we want to monitor, could create a sensing/feeling and reporting mechanism for evaluating the health or condition of that thing. 

Rather than wait for something to fail or break, we could actively collect information on changes in "temperature, strain, and movement" and other environmental impacts to analyze and predict any issues and proactively address them with countermeasures, maintenance, or fixes. 

As human beings, we are architected with regular monitoring and self-healing biological systems to protect ourselves from daily dangers around us, we can develop homes, factories, transport, robots, and everything important around us with similar properties to be more durable, last longer and be more productive.  

When we emulate in our own development efforts what G-d has created for the good in the world, we are on the right track. ;-)

(Source Photo: Andy Blumenthal)

Smart Electronic Skin

Govgeddon Is Not An Option

Interesting article in the Wall Street Journal about how the Federal government is falling to attract young people. 

"Employees under the age of 30 hit an eight-year low of 7% in 2013...[while back in 1975, more than 20% of the federal workforce was under 30."

Conversely, 45% of the federal workforce is older than 50.

Moreover by September 2016, a quarter of the all federal employees will be eligible to retire--that's the retirement wave we've been hearing about for years, but never seems to really come (because of the economy). 

Without "a pipeline of young talent, the government risks falling behind in an increasingly digital world."

It's not the older people can't learn the technology, but rather they aren't digital natives as those born in the later part of the 20th century.

To see just a glimpse of the digital divide, you need to go no further than when many of these folks snicker at us for even just sending emails--something so uncouth to the younger crowd.

With years of salary freezes, no awards, benefit cuts especially for new hires, and shutdowns, the federal government which used to be "an employee of choice," is "now an employee of last resort."

Further, "the reputation for bureaucracy and hierarchy is driving away many workers." People want to be productive and get things done, not spin their wheels. 

Yet, the government offers so many exciting jobs performing critical missions in everything from national security, diplomacy, law enforcement, and so much more, it is ironic that we cannot attract young people, who are often the most idealist. 

Diversity in the federal workforce means that people under 30 are not a rarity!

Everyone--no matter what age, sex, race, religion, and so on--provides an important contribution, so that the sum of the parts is greater than whole. 

We need people to clearly feel the honor in public service, to see the importance of the missions performed, and to be treated like valued workers and not political pawns in partisan showdowns and Washington shutdowns. 

Let's actively recruit with an attractive smorgasbord of enhanced salary and benefits, especially in critical fields like cyber security, information technology, biotechnology, aerospace engineering, and more.

It's time for the federal government to become attractive for young (and older) workers again, and not apologetic for providing important jobs in service of the nation. 

The federal government needs to compete for the best and brightest and not resign itself to second-tier, ever. 

Our young people are an important pipeline for fresh ideas and cutting-edge skills, and we need them to prevent a govgeddon where we can't perform or compete with the skills and diversity of workforce that we must have. ;-)

(Source Photo: Andy Blumenthal)

Govgeddon Is Not An Option

Leadership Training, Where?

Rapid Learning Institute (RLI) has toilet training for leaders.

No, not toilet training, but T.O.I.L.E.T. training:

Time
Optimized
Intensive 
Learning
Experience
Technology

People are short on time for training, so this combines productive training with some downtime that "every worker engages in."

The kiosk incorporates an "eye-level WIFI-enabled tablet" which launches 6-10 minute rapid learning modules. 

This is a lot better than the Reader's Digest moment of yesteryear. 

So don't be fooled by the toilet in the video, this is rapid learning in quick chunks on important leadership topics such as employee engagement, communications, performance management, and more. 

The funny video is a neat advertising mechanism to drive the point home. ;-)

Leadership Training, Where?

The Lie Of The Open Workspace

There are so many workplace liars—the problem is many of them are experienced and good at selling you a bunch of malarkey.

Often, they tell you what they want, either to save the company money or to make themselves look innovative, but either way it’s inevitably at your cost. 

One of these lies is from chieftains that tell you’ll be better off working in an open workspace--i.e. thrown into a corporate bullpen.

Oh, by the way, vacate your office by Friday!

Sure there are a plethora of benefits to having common spaces to share ideas and open up communications—and these should be plentiful and stocked with comfy sofas, energy-inducing munchables, and ample white boards and tech gear to facilitate collaboration.

But when the pendulum swings all the way to the other side, and your personal office space become a hoteling situation, you know you are losing out to penny-pinching executives, who want to save on leasing office space, furniture, and the like in order to boost their personal bonuses at the end of the year. 

Just ask yourself:

- Do people need privacy to handle sensitive personnel, budget, contracting, and strategic planning and execution issues (as well as occasional family or personal issues—we are all human)?

- Do you need time to close the door for some quiet time to think, innovate, and catch up on work?

- Is there a genuine human need to have a place to put your work and personal things to be productive and comfortable?

The truth is that people need and deserve a balanced work environment—one where people can move healthily between closed and open spaces, individual work and teamwork, privacy and sharing, creativity and productivity, individualism and conformity, comfort and cost-savings. 

Anyone that tells you that people work better in a fully open environment where you have to book up a desk and computer is selling you on short-term organizational cost-savings at the expense of longer-term human capital satisfaction and productivity.

Next time, a “leader” tries to convince you of the merits of your not having a professional workspace, desk, computer, and so on—ask yourself whether you want to work in a Motel 6 every day or for a stable organization that values and invests in it people. 

An appropriate blended environment of open and closed work spaces, where it shows that you are empowered and valued is a career, and not just a job;-)

(Source Photo: here with attribution to epochgraphics)

The Lie Of The Open Workspace

Fair Trade Principles Are Cool

So I was up in Harpers Ferry and discovered this cool boutique store called Tenfold. 

The store carries a collection of creative "fair trade," eco-friendly products from around the world. 

They had a cool variety of clothing and accessories--that was different and special. 

We all found something there to come back with and had to choose what we liked best. 

I ended up getting a couple of handmade ties from a company called Global Mamas in Ghana and the girls got some skirts (and necklaces) made by Unique Batik in Thailand. 

I liked the quality and design of the merchandise. 

But more than that, I was truly impressed by the principles these companies adhere to under fair trade:

- Alleviate poverty and social injustice
- Support open, fair, and respectful relationships between producers and customers
- Develop producers' skills, and foster access to markets, application of best practices, and independence, 
- Promote economic justice by improving living standards, health, education, and the distribution of power
- Pay promptly and fairly
- Support safe working conditions
- Protect children's rights
- Cultivate sustainable practices
- Respect cultural diversity

Note: Fair trade is not to be confused with free trade--the later being where government does not interfere with imports or exports by applying tariffs, subsidies, or quotas.

Truly, if we give people a chance to be productive under fair trade working conditions, they can make the world a little better one product at a time. ;-)

(Source Photo: Andy Blumenthal)

Fair Trade Principles Are Cool

Technology Heals

My wife took this photo today at The Drupal for Government Conference at NIH.

The man in the photo was not only participating in the conference, but also taking notes on his Apple Macbook Air. 

It is incredible how technology is helping us do our jobs and be ever more productive.

This is the vision of technology taking us beyond the natural limits we all have and face. 

I remember a few years ago when I was in the hospital for something and feeling bad about myself, and my wife brought me a laptop and said "Write!"--it was liberating and I believe helped me heal and recuperate.

I wonder if hospitals in the future will regularly provide computers and access to patients to not only keep them connected with their loved ones, but also let them have more options for entertainment, creativity, and even productivity, to the extent they can, while getting well.

Kudos to this gentleman--he is truly a role model and inspiration for us all. 

(Source Photo: Dannielle Blumenthal)

Technology Heals

Who's Afraid Of The Big Bad Cell Phone?

Some people are averse to change and to technology--and then there is Gary Sernovitz. 

This guy in the Wall Street Journal today boasts how he is one of the last 9% of American society that goes without a cell phone (let alone a smartphone). 

At 40 and as a managing director of an investment firm, he says if he needs to make a call he uses one of the 30 working remaining payphones in Manhattan or borrows his wife or a strangers phone--so much for personal independence and self-sufficiency. Does this guy (and wife) live at home with his mommy too?

He calls himself a "technology holdout" and actually goes on to says that he is scared of getting a cell phone because he is afraid of losing himself.

While admittedly, many people do go overboard with technology, social media, and gaming to the point of addiction, I am not sure that getting a cell phone is alone a major risk factor.

Sernovtiz says he adheres to Henry David Thoreau's philosophy of simplicity--and that inventions "are but improved means to an unimproved end." 

Thoreau went to live in the woods to "live deliberately" and focus on "only the essential facts of life," perhaps like many ascetics and spiritual guides before him have. And as such, this is not a bad thing when done for the right reasons. 

But Sernovitz's one-sided message is a negative one, because technology as any tool is not bad in and of itself--it's how we exert control over the tool and ourselves, balancing productive use from misuse and abuse. 

If Sernovitz is so afraid of using technology, perhaps he should question himself as an investment manager and disavow use of money--which can be used for many evils from greed, hoarding, and selfishness to financing terrorism--and instead go back to bartering forest lumber and chicken eggs?

When I asked my 16-year old daughter what she thought of Sernovitz's article, she said he can't differentiate "simpler from easier."

Don't mind me if I pass on this guy's book, "The Contrarians." ;-)

(Source Photo: Andy Blumenthal)

Who's Afraid Of The Big Bad Cell Phone?

Will You Be Missed?

There's a question everyone always ask themselves--when they are gone from an organization will they be missed?

We all tell ourselves that we are irreplaceable--when we leave everything will fall apart, that "then they will be sorry," and maybe they will finally appreciate us.

But when calmer heads prevail, we sort of know the truth that we are all indeed replaceable--there are others just waiting in the wings to swoop in for a chance to do our job and perhaps better than we ourselves did it. 

But won't we be missed? They'll be a party, cards, well wishes, maybe even gifts, and people will say how much they will miss us, but then when we are gone--24, 48, 72 hours later--does anyone really care? 

If we left things in disarray and without a succession plan--we kept it all in our head waiting for the day to show them all--then there will be a period that may not be so pretty for the others taking on the responsibilities we are leaving behind.  

However, someone who would do that to the organization and their fellow employees, you may ask what good were they really anyway? 

For the most part, when people leave, I think there is a transition period for people to adjust to change--this is normal, and then after that people go on thinking about life afterwards.

- What new opportunities are there for them? In a crude way, some may even think that there is now one less person for them to have to climb over to advance. With someone leaving, one can say even that their power flows back and is dispersed to the others in the organization to "pick up the baton," influence and lead. 

- Some may realize that the problems the person brought to the organization (and everyone brings a mixed bag--both good and bad), have now left with them. Were they entrenched in the current ways of doing things and naysayers to any sort of change? Did they have an ego and a sense of entitlement after serving for years? Had they become stale and fallen behind the times in terms of best practices, new technologies, and so on?

- Others can look forward to new people and "fresh blood" coming in--reinvigorating the organization, bringing in new perspectives, fresh ideas, or as they say, "mix it up a little," shake the limbs, ask questions of the status quo--of course, you never really know about a new person, until the marriage equivalent of "you wake up with them in the morning"--you see how they actually perform on the job, in the culture, with the people. 

Sure, there are some special people that are practically irreplaceable, because they are such visionaries, innovators, and leaders of people--that they are truly one in ten million. Steve Jobs is one of those that come to mind. These are the exceptions, not the rule. 

For most people, we give to the organization and provide value--some people thrive for years or decades. It is individualistic and depends on many factors but especially the person to job fit and the person to organization fit. Factors that are in some ways quantifiable based on knowledge, skills, and abilities, but also depends on personality, culture, style, adaptability, motives, and many more things. 

When a person is a good or great fit--there is almost nothing better for them and the organization then a long and productive marriage of the two!

But when the fit is bad--then it is bad for the person and the organization--there can be poor productivity, negative interrelationships, and bitter feelings. 

Depending on the situation and fit...Often we wished people stayed longer and could keep giving their gift. Sometimes people know when the tea leaves are telling them to move on and the fit is no longer right. And still other times, some people overstay their visit and thereby do more harm then good. 

How will people see you when it your time to leave? You want to be missed for all the right reasons. ;-)

(Source Photo: here with attribution to Bernt Rostad)

Will You Be Missed?

Less With Less

This was a funny picture of a "Complaint Jar".

"All complaints must be written on $1.00 bills or larger. Thank you."

Hey, if you're going to complain, put your money where you mouth is. 

The person on the receiving end isn't looking for more negativity and insults about the job they are doing--they want compliments and tips!

This is similar to a story I heard today about an executive where he and his team where stretched thin and stressed out.

So at one point, when he was once again asked to do more with less, he slams his fist on the table and says, "No, we are going to do less with less!"

It is interesting that nationally and in our organizations, we are constantly asked to increase productivity, but at the same tighten our belts. 

And in the short to intermediate term, we are able to shed "dead weight" and become more efficient.

However, over the longer-term, there does come a breaking point, where trying to do more with less results not in cutting fat, but in cutting bone--and the stress ends up in a fracture. 

Before you know it, fists are slamming on desks, absenteeism is going up, people are getting sick, fights--verbal and otherwise--are breaking out at work, poor decisions are being made, fighting for scarce resources become fierce, and collaboration becomes overt warfare, and perhaps, even someone commits suicide or "goes postal."

Cutting for efficiency can work up to a point, after that all bets are off and you cut at your own and your organization's risk--then even the complaint jar or suggestion box will be nothing but a broken marquee. ;-)

(Source Photo: Andy Blumenthal)

Less With Less

Teamwork or Telework?

Clive Thompson makes an interesting point in Wired (15 May 2013) on productivity versus creativity.

He says that people seem more creative when interacting with other people in a group, and more productive when left alone to get their work done. 

Hence, he advocates for telework to improve individual productivity, but basically only after the team first gets together to figure out what creative things they should be doing. 

While I agree that group interchange can be good for bouncing ideas around and sparking innovation, and that with some quiet time, people can plow through a lot of work on their own--this is only a very narrow perspective.

Really, very often, the exact opposite is true....think about it. 

When alone, and with some quiet time to think, you may come up with some of your best and most creative ideas. That is because the pressure is off to strut your stuff with the others, the groupthink is gone, and you can concentrate and free associate.  Inventors, writers, painters, and other creative types come up with some of the best innovations, when they are left alone to do their thing. 

Similarly, when people are in a group, they can often be much more productive than when working alone. Whether in mass producing good as a team in a factory, as team mates in sports passing and scoring, as warfighters waging battle side by side, and even as the construction crew in the picture above putting up a brand new high-rise building--people, when working together, can do amazingly great and productive things.

So yes, while at times groups can spark creativity among each other and quiet time can be good for getting (some paper) work done, often the exact opposite is true--and the group can produce in quantity and quality and the individual can think, experiment, and truly innovate.

Group and individual work is not correlated one for one with creativity and productivity--it all depends on what you are trying to get done. 

But either way, you need both telework and teamwork to think and produce. ;-)

(Source Photo: Andy Blumenthal)

Teamwork or Telework?