Mike sent me an email that went like this:
I employed a 22 year old new graduate for a position in my organisation. She presented well at interview and I was very impressed with her attitude. I wanted someone with more experience but here (in the regional centre where he is based) it is very difficult to get people with the experience I want. So as everybody says: “Hire for attitude and train for skills”, I hired her.
Her 3 month probation period is almost due and I can’t see how I can keep her on. I fear I have to dismiss her. I’m quite anxious about it and the impact it will have on her. I feel responsible because I hired her knowing that she didn’t have the skills I wanted. I thought that with her enthusiasm and my support she would develop them. Now I realise that the job is way above her and it’s not just about developing skills, but having experience.
What did Mike do that was a win/win outcome?
With everything changing so rapidly and with so much new information, ideas and opinions being available on a daily basis, there’s not a lot I want to read twice. There’s even less that I want to watch more than once. But Simon Sinek’s original TED talk from 2009 on “How Great Leaders Inspire Action” is a video I have watched at least twice a year ever since. In fact in the first few years after he presented, I would have watched it three to four times each year.
It was his book Start With Why that captured people’s imagination and saw us all begin to see the importance of knowing what our WHY was. He called on leaders who wanted to become great to find your Why because that was what would inspire their action.
I now notice that 34,288,830 people have watched it on video. Yes, more than 34 million! Pretty incredible isn’t it? He had a message that has stood the test of time. You can watch his 18 minute video here.
Managing our time is one of our greatest challenges whether at work or outside of work. How do we find the time to do the things that are important to us? Why do we feel so often that we spend our days doing things that really do not make a difference to our lives?
Stop and think for a minute because if you are like many people the main reason you spend your time on trivialities is because you procrastinate about doing the things of value that really make a difference. Why would you do that? Why would you not do what is in your own best interests to do? Because they are usually the hardest things to do. They demand much of you. They require self-discipline. They call on you to dig deep and to get out of your comfort zone. So instead of doing them you procrastinate. You put them off. Have you noticed how very stressful procrastinating is?
Brian Tracy’s classic book “Eat That Frog! 21 Great Ways to Stop Procrastinating and Get More Done in Less Time” has plenty of ways you can beat that thief that steals your time – procrastination.
How much significance do you give to the recruitment and training of your receptionist? Of course, you pay great attention to the appointment of your professional service staff. Their importance to the organisation is obvious because they are providing the service to your clients and customers that will determine whether you gain their business and more importantly maintain it. However your receptionist is the face of your organisation, your director of first impressions. That person is the first person your clients and customers speak to or meet when they make contact with your organisation. The way she or he speaks and acts, dresses, is groomed, will either enhance their impressions of your organisation or have them not wanting to come back and looking for an alternative.Read More
How many of you who are not able to afford to buy a house today wish you had saved more money along the way? How many of you wished you’d known how to save money? You might be on the back foot at the moment, but you can make the decision not to let…Read More
Make it a priority to focus on strengths with all the people you interact with.
Acknowledge their strengths. Draw their attention to them.
Challenge them to use their strengths to achieve their goals, to be successful.
Follow them up next week, and next month. Continue to encourage and support them.
It’s their strengths that help them to manage, overcome or counterbalance their weaknesses, what challenges them.
If the focus is always on their inadequacies, what is wrong with them, what they need to change and improve, many give up. They do not know how to do it. They do not recognise they have the resources within – strengths – to do it. So focus on strengths, not weaknesses.
Be the catalyst to help them recognise their untapped talents and potential.
Be the person to change their life.
How often have you waited for the time to be right and in retrospect missed out on a great opportunity?
How many years have you actually been waiting for the time to be right to do what you really want to do, knowing it will change your life, that action changes things?
As Napoleon Hill has said: Don’t wait! The time will never be right.
You want to go back to do your MBA but you wonder if you should wait until the children are older.
You’re a professional woman who wants to start a family and you wonder if you should do it now you are 29 years old or wait another 6 or 7 years until your career is more established.
You want to leave corporate life and start your own business but you wonder whether the economy will support you at this time.
You’ve been heading your department now for 12 months and believe you need to restructure if you are going to achieve the goals you have set, but you are concerned whether this is the right time
You want to talk with your CEO about your future in the organisation and what she can offer you for your career development. You’ve been delaying doing it for 6 months now, waiting for the right time.
You’ve been thinking and pondering for some time now, but you keep your foot on the brake.
How do you decide the right time?
So many leaders and managers bring to their leadership and management an underlying assumption about their employees that the only way to motivate them to perform at a high level is to use a reward and punishment model of motivation, the old carrot and stick approach. They do, however, use a much more sophisticated management language to describe it. The underlying message is: “If you do what we want you to do you will get a carrot and if you don’t do what we want you to do you will get the stick.” This is extrinsic motivation. There is considerable evidence that employees whose work is solely extrinsically motivated don’t end up being the kind of employees who are engaged in your organisation and want to give 150%. Their only motivation often is what they can get from your organisation, not what they can give. Daniel Pink tweeted that carrots and sticks are so last century and that in his book on motivation – DRIVE – he says that for 21st century work, we need to upgrade to autonomy, mastery and purpose.Read More
Every year Gihan Perera invites a group of empowered and empowering professionals in the personal and professional development field to contribute some inspirational ideas to a book on how they can expect more from the following year. It has been my privilege to be invited to contribute for many years now. This year my article is on 5 Steps to Motivate High Performance in Your People in 2017.
My gift to you at the end of this year is a copy of this book. I hope is that some of the ideas in this book will help you have a very successful year in 2017, one that sees you jump over obstacles, and achieve the goals you set for yourself.Read More
Do you feel stuck on the career ladder? Do you feel you are going nowhere fast?
You are ambitious. You want your career to move on and up. You want fulfilment and challenge in your work. You also want to enhance and expand your skills by being given new opportunities and promotions. Yet it is not happening.
So what do you do? Do you go back to university and get some more qualifications? Do you move to another organisation? Do you change careers?
Sometimes none of those are possible and you have to stay where you are, so how do you do that and stay engaged, empowered, productive and grow your career in such an environment? Here are 14 key actions for doing just that and moving your career on and up.