Everyday Manager

Closed for business. Please see new site.

2011-04-26T03:33:00.000-07:00

Hey! Thanks for finding my website.

I now officially have my very own website. So I will not be posting any more content to this site.

You can find me now over here at - www.everyday-manager.com instead.

See you there!

Happy Easter everyone!

2011-04-22T02:05:00.001-07:00

Have a great Easter everyone. Everyday Manager is taking a few days off to unwind, rewind and run a few miles.

Have a great Easter and I will catch you back here again next week sometime!

How engaged are you with your job?

2011-04-20T02:56:00.001-07:00

A young man (traditional story) and a young woman meet and fall in love. They spend their days just being together and spending time discussing their hopes and dreams. They talk of the future and where they will live, what they will name their children and how many they will have. The days rush by in a blur and time is of no consequence.

Have you ever had a job like that? A job that challenges and motivates you? A job that makes you look at the wider world and think - I'm in the right place for me right now.

So how can we get those who work for us to approach their jobs in the same way?

Purpose.
When a newly engaged couple go out in public they pretty much have one thing on their mind. The best for each other. So how do we develop purpose in our people? We define the purpose for our businesses and work units. We thensell that vision to others and let them decide whether or not they want to engage with it.
Responsibility. The jobs I have always enjoyed best are ones where I have been given the opportunity to stretch my wings and make decisions. Key decisions. Not just lame decisions but real key decisions. Get your people to be part of teams and projects that will expand their view and think more of not only their job but themselves as well.
Accountability. Couples with responsibility comes accountability. Responsibility without accountability is like giving the keys for a ferrari to a learner driver. When used correctly accountability will enable the people to whom you have given responsibility to have finish times and be able to move on to further projects. In this way you create a seamless cycle. What you do need to be aware of is making sure that there are further projects for your staff to progress onto as well...

To be honest there is no secret recipe or fail proof method for getting people to engage in the workplace. The best thing you can do is allow people to grow themselves within the roles and responsibilities that you give them.

(Source: flickr.com/josummers)

The Art of Asking Questions

2011-04-19T02:31:00.001-07:00

Lazy blog update today. But still - this slideshare presentation is pretty cool.

It's all a matter of 'Perspective'

2011-04-18T03:05:00.001-07:00

Four young men sit by the bedside if their dying father. The old man, with his last breath, tells them there is a huge treasure buried in the family fields. The sons crowd around him crying, "Where? where?" but it is too late. The day after the funeral and for many days to come, the young men go out with their picks and shovels and turn the soil, digging deeply into the ground from one end of the field to the other. They find nothing and, bitterly disappointed, abandon the search.

The next season the farm has it's best harvest ever.

(Source: The Art of Possibility by Rosamund and Benjamin Zander).

Some things in life are all about how you see look at them. It's not the age of the eyes but the perspective and opportinity that the eye's view that makes the difference.

What kind of eye's are you looking through?

Giving out some love to my peeps....

2011-04-16T01:23:00.001-07:00

Friday on twitter is the day when people tell everyone else who is worth following. It's otherwise known as the #FF Friday Follow. In this blog post I will share the love for some people/tweeps/blogs that I follow and recommend to you all.

Twitter users.

@rgoodchild - this very smart lady does a fanmtastic job as a freelance writer/journalist. She spreads her time between her family, her work and twitter. Why follow? Because she's like a box of chocolates you never know whay you're gonna get!
@iceandy - the Icehouse is a business incubator set up and run by Auckland University. And the person tasked with the immense job of pulling it all together is Andy Hamilton. Andy is always posting plenty of interesting links and thought provoking stories that stretch our understanding of what it is to be entreprenurial and in business.
@rotoruanz - why are these guys good? Because it's where I'm from. Simple.

Blogs.

paulspain.com - I am biased on this one because I have known Paul for years and years. One thing Paul does right is he is always ahead of the game as far as technology changes and trends. Pauls latest project is the NZTechPodcast.
Advergirling.posterous.com - this canadian girl is all about the marketing. She has a great blog and is also a great user of twitter and keeps people up to date what's going on in the world.
SocialMediaNZ.com - these guys and gals serve up all the latest gossip and changes in the world of social media. The weekly highlight is the Social-Lite video. This is a 4 minute video that sums up all the comings and goings for the week.
http://simone-mccallum.blogspot.com/ - Simone is a marketing/media person who works for the ASB bank. Her blog is a users guide to social media/blogs/twitter and all things connected to them. A very pleasent read indeed.

Podcasts.

DFJ Entreprenurial Thought Leaders Series by Stanford University. This for me is the premiere business podcast available today. They have all the best speakers covering a multitude of topics.
Manger Tools - these guys cover every scenario under the sun when it comes to management. They are fully professional, down to earth and super sensible. Enough said.

(Source: flickr.com/photos/joathina/)

Feedback the Toastmasters method

2011-04-14T02:44:00.001-07:00

One of the key skills that we practice as Toastmasters is how to give people feedback on their performance. Feedback happens at every single meeting, every single week for every single person.

We have a three step method for giving people feedback that is tried and true and builds people up rather than pulling them down. It goes something like this -

Commend. Start with telling people what they did right. Focus on the positives of someones performance. This way you build them up and they are receptive to receive the recommendation that you have for them.
Recommend. Pick a oint or two (at very maximum three) and let the person know some tips on how they could do better next time.
Commend again. Find other postive aspects of the person and build them up. This way you leave people with a positive feeling and the person will know that the next time they will be treated the same way.

The great thing about this method is that it suits everyone no matter what level or how experienced they are. So for new people you spend a lot of time looking at the positives and for the negatives you start with the surface issues and then build them up again at the end.

For people who have been in the game a bit longer you can focus more on the finer points of their performance and hone in on specific aspects.

Another great thing is that in a Toastmasters meeting you only ever have 2 to 3 minutes to comment on someones performance. There is no time to spare and no time to waste your words. So the feedback giver needs to be succinct in their approach and wise in their approach.

Management - the truth of it

2011-04-13T02:54:00.001-07:00

(Source: blippitt.com)

This picture has two sides to it. On one side there is a negative sarcastic connotation but at exactly the same time there is a whole lot of truth in it as well. Here's my take on it -

Sarcastic take. If people don't get out of my way then I'm goting to run them over. So they better move it or else they'll be toast!
Positive take. We need to work hard to overcome the fears, rejections, negative thinking of others so that we can spread our wings and soar.

So we need to consciously look at those people around us and think about are they helping us or hindering us from achieving our goals and mission in life?

Book review - Blake: Leader

2011-04-12T02:12:00.001-07:00

Peter Blake was well and truly one of the great leaders, planners and masters of execution within sport in New Zealand. He was a gentleman and a scholar. Of that there is no doubt.

What Mark Orams has managed to do is to pull together the real and tangible aspects of Sir Peter's leadership style and has captured then within this book. There are a multitude of real life working examples that clearly illustrate the points being made.

From what I understand and have learned from this book is that Sir Peter was both a leader as well as an enabler. The challenges that he faced werent faced by him and him alone but rater the responsibility and accountability was spread around the team.

As with any book, photo or description of someone - the ability to capture the X factor is nearly impossible. There is just no simple method of bottling that essence. What this book does is it lets the reader get a feel for the magic, a sniff if you like of the chemistry. When reading this book if you open all your senses then you too may sense the spirit Sir Peter as it wafts past on the breeze.

Feek free to dive into this book at any chapter. Each chapter in it's own is a stand alone manual on excellence in people management and strategy. The chapters open wih a direct quote from Sir Peter Blake and then the lessons follow on from that point. And then each chapter finised with a recap of the general main points followed by specific lessons for leaders.

What I really liked most about this book was the can do attitude of it. It is written in a way that the average person can implement the lessons of leadership directly into their own lives with ease. This book is a how to manual. Here's how you do this followed by here's how you do that. Down to earth, easy to read, practical in every sense of the word.

The other great thing about this book is that it was written by someone who was there. Having a writer tell and recall stories from a first hand experience carries much weight and also adds a certain depth and reality that supersede's an intellectual or academic approach from someone else.

If I had to choose one word to sum up this book it would be "Spirit". Read this book and you too may begin to realise some of the spirit that flowed through Sir Peter flows through you too.

Shifting house and getting serious!

2011-04-11T17:30:00.001-07:00

Please bear with me over the next week or two because I am shifting house! Not literally physically but literally electronically.

I am moving my content from a free/simple hoster like blogspot or posterous and am taking the plunge into having my content on my own website. So why do this?

To get serious.
To be visible.
To own my own content.

I am all for using free and simple blogging services to start out with when it comes to having somewhere to place your content. However when you have a website/product that you have a vested interest in be it – financial, time, blood sweat and tears – then you take it more seriously.

So after two years (which seems like forever already) I am getting serious. LOL. So please bear with me if things are a bit erratic for a week or two. Normal transmission will continue again shortly.

Here's the moral to the story - if you are taking pride in your work and are being serious about what you are doing – then it follows that others will take you seriously as well!

What is your driving passion?

2011-04-09T00:14:00.001-07:00

There is only one true method of being able to stay in love with your work. That is you must have a passion for what you do and the reasons why you do it.

How is it that people who work for NGO's and not for profits are able to continue with their work in spite of all the criticism, disasters and problems? They have a passion for what they're doing.

Over the course of this last week I have been listening to a number of podcasts and other media that have all had a similar theme running through them.

Firstly I listened to a message delivered at the Teach for America conference. The speaker was Jeremy Beard - and he was ALL GOOD! You can view the video below. His main theme is about making change in others lives. using your skills and tools to be the difference.

Then I listened to a presentation by Colin Powell. He was asked a question by a student at NYU about how we go about changing the world. His answer was simple - one person at a time. Yes that is the best strategy. It is also the only strategy with a 100% success rate.

Following on from these two listening events I had the opportunity to visit 20 young people who are currently in residence in the local Youth Justice Facility. These kids have committed some of the worst crimes possible. Of that there is no doubt. The 'kids' are aged between 14 and 17 and are incarcerated for various lengths of time.

Why was I there? I was one of a group who were tasked with letting these kids know what work and career options there are for them in the world. These kids despite what they may have done are still human. They have real feelings, real emotional need and real hopes and dreams.

My sincere hope is that through the 2 hours I was able to spend with them that maybe, just maybe, I have planted new seeds of hope while watering seeds already planted. And that some of those kids get a vision for a life that is bigger than them. Bigger than the wire fences that they live behind. And bigger than the pasts they have to live with.

So what is my passion? What is it that keeps me moving forward and my heart ticking? People.

He aha te mea nui? He tangata. He tangata. He tangata. What is the most important thing? It is people, it is people, it is people.

I would happily do any job in the world provided I knew that I was making a direct difference in someone else's life. End of story.

I have watched these next two videos and exhort you to do the same. That way you to may just remember your passion and what it is that drives you.

No blog post today...

2011-04-07T01:55:00.001-07:00

Thursday-itis...

Cheerleaders - supporting the team.

2011-04-06T02:27:00.001-07:00

One of the biggest and best things you can do to support and encouraqge your team is to tell others about how good they are.

This is what I call Cheerleading. By cheerleading I mean that you as a manager and a leader stand on the sidelines and cheer on your team. You don't jump into the game, you don't take over when things aren't going too well. But what you do do is yell, scream, cheer and encourage on those people who are in the game.

And while you are cheering on your team you are telling everyone else just how great your team is and how much you think of them, how much you support them and the fact that you think that they are the best team in the whole wide world!

Cheer them on. Wish them the best and help them achieve their best. That is what cheerleading is all about.

(Source: flickr.com/photos/arbron)

Dilemma's - what do I do to solve this?

2011-04-04T20:02:00.001-07:00

A dilemma (Greek: δί-λημμα "double proposition") is a problem offering at least two possibilities, neither of which is practically acceptable. (Source: Wikipedia)

How often do you have dilemmas at work? You are working towards creating a solution or are trying to work out a problem but no matter what you do there are going to be ill consequences. Those consequences can either directly or more often indirectly affect you.

Dilemmas are often things we try very hard to steer away from and to avoid. But when we are faced with a dilemma I recommend you consider these things before you go forward -

Who will this decision effect. Map out the parties and persons that will ultimately be affected by your decision. Think how about who will be directly/indirectly affected and what will happen with those people?

How will this decision affect people. Some decisions will have limited impact while others will have wide riplle effects.
When will this decision take affect. You may not be able to avoid making a decisions but it is better to let key affectted people know well before the fact when you can.

Here is what I recommend. Draw a series of circles within circles and map out the two scenarios using those circles. Start with the directly affected people in the middle of the pond and then work your way outwards.

Consider such things as - financial impacts (them and you), people affected, the timeline, the strength of the affect on people, the amount of work that will be left behind and how many other people may you need to employ to offset the loss?. For example - the person at the centre of the pond will have the highest % of affectedness. Then in each ripple ring out from the centre the % of affect will decrease.

Then you can overlay the two and make a decision based on those facts. A dilemma simply put is making the best choice yu know how using the information that you have available to achieve the best outcomes for all involved.

The worst thing you can do when you face a dilemma is to be an ostrich, put your head in the sand and hope it will go away. What you really need to do is be clear, make a decision and move on.

Friday Funny - Tips for success in life

2011-04-01T01:11:00.001-07:00

Want to succeed at study? Want to go the best results you have ever achieved? Then I recommend you follow these ten tips for success -

Get up early (five o’clock)
Go to bed early (nine to ten o’clock)
Eat little and avoid sweets
Try to do everything by yourself
Have a goal for your whole life, a goal for one section of your life, a goal for a shorter period and a goal for the year; a goal for every month, a goal for every week, a goal for every day, a goal for every hour and for evry minute, and sacrifice the lesser goal to the greater
Keep away from women
Kill desire by work
Be good, but try to let no one know it
Always live less expensively than you might
Change nothing in your style of living even if you become ten times richer

(Source: Leo Tolstoy. Prolific writer and academic).

Blog posts should be approached with caution....

2011-03-31T01:25:00.001-07:00

This warning should be added to every tweet, status update and blog post.

Use your skills of critical thinking and analysis before you incorporate any way of thinking into your philosophy or approach to life.

Creating true engagement with others

2011-03-30T01:38:00.001-07:00

True engagement with others is what we achieve when both sides are actively engaging with each other in a manner that is trusting, respectful as well as positively challenging.

Today I had the privilege of speaking to a group of students who attend what is called a 'kura kaupapa maori'. A kura kaupapa is a Wananga (school) whereby the students spend their time conversing in their native tongue - in this case Maori.

I was briefed that I would talk to the students for a few minutes about Forestry and Farming. The mistake I made was in assuming that the students had an idea of what and how big the industry is. Boy - was I wrong! They had very little understanding of our industry. Then the lesson began...

What happened was the session we had together ended up being 30 minutes in length (instead of the allocated 10 minutes) and the kids were actively engaging with me while I spoke. How did I do this? I told the students that they had to ask me 3 questions before they could move on to the next stage of their tour. That was the starting point for what was to follow.

What eventuated was that as I let them ask questions we developed a conversation whereby the students were able to ask me anything they liked and I did my best to answer them. It ended up that I had to stop the questions because they had so many to ask!

So why did it work?

I engaged them through making them ask the questions. Making people think is the most crucial element when engaging with others.
I listened to them. When they ask me a question I always tried to answer it and then I would follow up with a question of my own to get them to continue their thinking which would then lead to the next question.
I showed enthusiasm and told my own story. This is the acid test - do you keep it real? I encouraged each of those kids to go on and study at University. I am fully aware that some of those kids may never get to University. But I tell my story - which is that I didn't start University until I was 30.

Getting positive engagement with people really is easy. It starts with finding common ground, building trust through communication and ultimately walking away and knowing both sides have received some good from the engagement.

Want to know what i enjoy best about my job? People. Be it mainstream school students, kura kaupapa students right through to senior citizens. I love engaging with them all.

Psychological Capital (Psycap) and it's benefits

2011-03-29T02:16:00.001-07:00

Have you ever wondered what "Psycap" stands for? Have you ever even heard of it?

Psycap stands for - psychological capital. This evening I had the great pleasure of attending a meeting cum lecture that was given by Maree Roche for the local branch of HRINZ.

Here is the basic rundown on the four key elements of psycap -

Efficacy. This is the quality of persistence mixed with confidence.
Optimism. People have a realistic handle on what is happening in the here and now but are still able to see positive outcomes. This is a permanent trait that is ongoing unlike a feeling of happiness.
Resilience. People not only bounce back from the not so good events in life but they rebound and go beyond where they were previously. They go beyond better.
Hope. This was described as being waypower. So people are able to not only recognise that a barrier is front of them but the person is able to source/seek out new ways of approaching the problem and coming to a solution.

The ideal people and the happiest employees/managers have all four of these qualities which they are able to display, said Mrs Roche.

So why be bothered with psycap? Check out this quote -

"Published research on PsyCap has found that it is related to multiple performance outcomes in the workplace, lower employee absenteeism, less employee cynicism and intentions to quit, and higher job satisfaction, commitment, and organizational citizenship behaviors. Research has also found PsyCap can be enhanced by a supportive work climate. In terms of being state-like, PsyCap has been developed by short training sessions in both classroom and field settings and electronically through the internet (Luthans, Avey & Patera,2007)." (Source: http://www.mindgarden.com/products/psycap.htm)

The question I had was - can we grow these qualities in people? And if so how?

Another thinking point I had was do the people who have these qualities actually make it to higher levels of management or do they stay stationary and just do well where they are at?

Here is the model for how it all fits together -

In short probably the best thing you can do if you want to know more (without all the deeply scientific bits) would be to read Drive by Dan Pink.

Brainstroming for profit

2011-03-28T01:13:00.001-07:00

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This little beauty of a slide show is available at Slideshare.net. I couldn't say it better - so I leave it to you to check it out.

Friday Funny - Time Wasters

2011-03-25T01:42:00.001-07:00

start small but start

2011-03-24T02:13:00.001-07:00

Starting is the best thing you can do.

Starting a business? Find one or two loyal customers.

Starting running? Run for 5 minutes.

Starting swimming? Do half a length.

Starting a new job? Go easy.

Starting is the best thing you can do.

Pick a fight or create an outcome?

2011-03-23T01:51:00.001-07:00

There are three options available with every situation -

Ignore whats happening and put your head in the sand.
Pick a fight with someone and lengthen the amount of time that it will take to create a real outcome. Maybe even land yourself in hot water with Human Resources.
Seek out positive and complimentary outcomes and reduce the amount of time needed to fix the situation.

My advice is to seek out positive outcomes and look for where bridges can be built rather than creating negative situations that only lead to more trouble.

Sisyphus - a tale of madness

2011-03-22T01:47:00.001-07:00

"As a punishment from the gods for his trickery, Sisyphus was made to roll a huge boulder up a steep hill, but before he could reach the top of the hill, the rock would always roll back down, forcing him to begin again. The maddening nature of the punishment was reserved for Sisyphus due to his hubristic belief that his cleverness surpassed that of Zeus. As a result when Sisyphus was condemned to his punishment, Zeus displayed his own cleverness by binding Sisyphus to an eternity of frustration with the boulder rolling away from Sisyphus when he neared the top of the hill."

(Source: Wikipedia)

What tasks do you do that you can never complete? How close can you get to finishing a project before you lose control of it and it rolls back on you? When is it time to call it a new day and find a new task to do?

The definition of madness - doing the same thing, over and over and over again....

Here's the challenge -

Identify area's tasks and projects that never end and never finish in your working life.
Ask for help from others to get that boulder over the hill.
Or walk away and let someone else start rolling the boulder instead...

Bringing People in to your Project

2011-03-21T02:08:00.001-07:00

There are some basic rules that govern good project management. You have a plan, sponsors, milestones and outcomes. So there should be no issues so far.

What is tricky though is bringing various people onto your project at different stages as the project is developing. We had this exact issue at work about a month ago. A project and team had been formed and was well on it's way working towards it's goal.

The issue was that a meeting was called whereby people outside of the project team were asked to share their opinion and their voice on what was happening. This was the issue - the new people weren't told where the project had gotten to at that stage.

So at the meeting of the two teams (new and old) the old team assumed the new team knew what was required of them, where the project had progressed to and would offer either constructive criticism or just totally agree with what had been done so far.

What we as the new team members did do was assume the following -

the project was new
therefore there were no boundaries
whatever we contributed would be valued and properly considered

The reality was this -

the project was already well under way
momentum had reached it's peak
therefore what we said had little to no impact on the outcomes of the project.

So - if you are running a project you need to be clear when communicating to people along the way that you get involved with your project about the following -

how long has the project been in existence
how can those people assist the project
what expectations do you have of the new members as far as their contribution.

By following these basic points of communication you too can make sure that when people are giving up their time to help you then everyone is clear of just what exactly it is that they are meant to be doing.

How are your HR hiring practices? Friday Funny.

2011-03-19T02:28:00.001-07:00

So what are your hiring practices like -

Do you look for the cheapest option/person available at the time of hire?

Do you assume that you can 'fix' someone or school them?

Do you even speak the same language? Management language? Sense of humour language?

Do you let employees know what is expected of them?

How do you correct employees if they are doing it wrong?

And if you do hire someone what options do you have to get rid of them if they don't work out?

Remember - if you pay peanuts, you'll get monkeys!

Social Media is a relationship... not a one night stand

2011-03-17T22:33:00.001-07:00

(Source: http://darmano.typepad.com/.a/6a00d8341bfa9853ef0147e348f5d2970b-pi)

As an educational facility we use social media to talk about what we are up to. We also use social media for an association I belong to and the workers union.

The problem I see is that we spend a lot of time broadcasting news headlines and not so much time engaging in conversation. There is no shortage of posts or interesting stories being put out there for people to read.

The issue is engaging with our clients/customers/stake holders. From where I sit the issue is in finding stories or starting conversations that get students to talk to us.

Nothing beats face to face and one on one conversations. But when we have 9,000 students spread across a huge land area. So speaking to each of those students one on one? It just isn't going to happen.

From where we sit as educators we assume it would be easy to engage students. We spend up to 30 hours a week with students in the classroom. We teach them, work with them and ultimately we hope change their lives. So why the resistance or apathy from the students when it comes to engaging with us?

Any ideas anyone?

Danger! Danger Will Robinson! Danger!

2011-03-15T22:38:00.001-07:00

A great example of interaction

2011-03-15T00:52:00.001-07:00

Sports watchers and followers can be pretty wild and open about their opinions when it comes to sport. Usually the referee is the one that cops the blame for any problems, mistakes or losses.

In 2011 the NRL has made a move to quieten the barrage of complaints by getting the referees boss - to explain the situation.

What Bill Harrigan does is explains why decisions were made in a certain way and clarifies any calls that may have been seen as being wrong. This is one of the greatest communication strategies in sports today.

This works. Why?

Open communication. fans know what decisions have been made and why.
Honesty. Being open and telling people about what decisions you made and why is integral to gaining peoples trust.
The ability to admit you are wrong. Yes, we got it wrong. Nothing speaks louder than apologising if you get it wrong.
Speed of communication. Fans want to know right now what happened. They will use social media, radio, newspapers - whatever it takes to share their opinions about the state of the game. It is vital that if there is a particular area of your business that acts as a lightning rod - then my recommendation is to be proactive.
Proactivity reduces the need for reactivity. Speed to react and communicate is vital. Shut down negativity before it begins.
Feedback. Both sides of the game/business have an opportunity to speak their mind and understand where each other is coming from. So what ultimately happens is that the game becomes seamless. Players, managers, referees and fans all get the ability to interact in one giant semaless community that is called sport.

I giving this idea by the NRL two thumbs up! And go the mighty NZ Warriors!

Podcast review - "Creating Enchantment" by Guy Kawasaki.

2011-03-14T01:18:00.001-07:00

I enjoy running. Running is a great hobby because it only requiires you (one person) some shoes and some exercise. One of the benefits of running is the time that you have available to think, reflect or listen.

The Stanford Entreprenurial Thought Leaders series is one pocast that I have been listening to for the past 12 months (ever since I finally managed to get an iPod). And for the past 12 months this series of podcasts has continued to be listened to - week in and week out.

I was blown away by the awesomeness that is the podcast by Guy Kawasaki. This is a totally well rounded speech delivered by the consumate professional that is Mr Kawasaki.

What is delivered is a 60 minute master class in both management and innovation techniques, as well as a tutorial in how to write a speech, create a presentation and how to pull it off with ease. This presentation, I think, was set up as a sales pitch for the new book "Enchantment" by said author stated above. What really happens is the presentor takes the big lessons of the book, breaks them down into a series of easy to understand points and leaves the listener with the challenge of applying all the lessons to themselves.

Here;s some background on Mr Kawasaki -

"Guy Kawasaki is the co-founder of Alltop.com, an “online magazine rack” of popular topics on the web, and a founding partner at Garage Technology Ventures. Previously, he was the chief evangelist of Apple. Kawasaki is the author of ten books including Enchantment, Reality Check, The Art of the Start, Rules for Revolutionaries, How to Drive Your Competition Crazy, Selling the Dream, and The Macintosh Way. Kawasaki has a BA from Stanford University and an MBA from UCLA as well as an honorary doctorate from Babson College."

(Source: http://www.guykawasaki.com/about/)

So if you a) enjoy running, b) enjoy great presentations or c) want management advice - then I recommend you download this podcast.

Here is the presentation - http://ecorner.stanford.edu/authorMaterialInfo.html?mid=2669

Cards anyone?

2011-03-10T22:09:00.001-08:00

Personality Poker - 5 deck set

Product description

Personality Poker by Stephen Shapiro

5 deck set includes: 5 decks + instruction manual + streaming video

If your organization is having a difficult time staying ahead of the curve, it’s probably suffering from sameness—the widespread condition in organizations where commonality is valued above individuality. Unbeknownst to most, chronic sameness destroys innovation and creative thinking.

Introducing Personality Poker, the playing card tool for driving high-performance teamwork and innovation.

http://changethis.com/product/show/4-Personality_Poker___5_deck_set

The Weightless Economy

2011-03-09T15:22:00.001-08:00

Until this morning (call me ignorant) I had not come across the concept of the 'weightless economy'. It was mentioned by an economist while talking about the recovery of the New Zealand economy.

So what is it? I honestly don't know but I have a book on reserve at the local library that I am going to get out shortly (within the next hour) and will start reading.

Here is an excerpt from an article published in The Economist -

What is the weightless economy?

"By the weightless economy, I mean that part of the economy comprising the following four categories:

1. Information and communications technology (ICT), including the Internet.

2. Intellectual property, including not only patents and copyrights but more broadly, namebrands, trademarks, advertising, financial and consulting services, health care (medical knowledge), and education.

3. Electronic libraries and databases, including new media, video entertainment, and broadcasting.

4. Biotechnology, which includes carbon-based libraries and databases, as well as pharmaceuticals.

(Source: http://econ.lse.ac.uk/~dquah/tweirl0.html)

Here's my hypothesis - a weightless economy is one that uses and embraces the knowledge economy and virtual skills of people to generate revenue and ultimately create wealth.

The idea of an economy that is not centred on bricks and mortar, buildings or manual trades strikes me as being real common sense. It also begs the question - are you lowering or increasing your weight as a part of the economy?

Am I right - let's wait and see. In the meantime here a few websites I found that focus on the aformentioned concept -

http://www.nzinstitute.org/index.php

http://www.investopedia.com/terms/w/weightless-economy.asp

http://openlearn.open.ac.uk/mod/oucontent/view.php?id=399092&section=1.3.4

Musings on Making Meetings Effective

2011-03-08T12:02:00.001-08:00

Some thoughts:

Have an agenda. To make the most of your time you and everyone else need to know what you are talking about, why you are talking about it and keep it moving.
Move quickly through items that are of no consequence. Keep the main thing as the main thing. Allow time to discuss the big items and those things that require more indepth discussion.
Set up working groups. If an item can be discussed at a different time or if the meeting group don't all need to be involved - then establish a working group. Findings and resolutions can then be fed back to the main group.
If there are follow up actions - remind people. It is good to turn up to a meeting knowing that actions required from the last meeting have been finished off. Starting a meeting empowered is the best way to finish as well.
Start the clock. Record how much time you spend on each of the agenda items and reflect on which agenda items actually add value and which ones don't. Then work on reducing or removing those items from future meetings if they aren't required.

6 Thinking Hats & Instructional Design

2011-03-08T00:02:00.001-08:00

One of the great tools that we as managers can use when analysing different situations and scenarios. This method was designed and created by Dr Edward de Bono.

If you look through the slides you will see how it worls and the general headings for the various methods of thinking.

Here's my recommendation - make small reminder cards. Take these with you in your wallet or in your briefcase and then whip them out the next time you are sitting in a meeting or working on a project and things aren't progressing.

Try it out with your team too. Try working on a project or problem area and use the six hats thinking to create new ideas and ways of moving forward.

Interestingly my daughter is also studying these different thinking strategies at the age of 9 years old. So if she is able to harness these thinking patterns at a young age she will be well equipped in later life to look at problems in a different way than others do.

(Thanks to @tabitharoder for sourcing the powerpoint too).

Consultants - Friday Funny

2011-03-06T04:59:00.001-08:00

(source: pinoytux.com)

Creating and Leveraging Networks

2011-03-04T00:16:00.001-08:00

When you have a project or an issue in front of you that you don't know how/where to start on - what's your approach?

I like to think in terms of sets of people.

People I work closely with. This is usually the first place we start. We look at the people around us, ask a question across the room or throw an idea out there for a response.
People I know in the organisation. Not in my direct team but people
People spread more widely in the organisation.
People I know outside the organisation.
People I don't know at all. This is the best bit. By belonging to groups and asociations you can gain access to people's contacts and details with ease. One great example of this is LinkedIn and another is Twitter. With LinkedIn you can look at your friends friends and try and source an answer that way. The other more informal network I use is Twitter. What you can do is tweet a question, hash-tag (#) a particular word for emphasis and see what the Twitter universe throws back at you in the way of an answer.

I love throwing out emails to random people whom I have never met and have no idea about who they are or what they do. Sometimes the results can be simply amazing.

QUIT WASTING MY TIME!

2011-03-02T18:57:00.001-08:00

Of the 60+ meetings per month attended by professionals, research indicates that over 50 percent of this meeting time is wasted.
That translates to 4 days of lost productivity per professional every month if each meeting is one hour long!
Can you afford not to invest in more effective meetings?
Do the math for yourself. How much could you save with even a 25% improvement in the productivity of your virtual and in-person meetings?
(Original post: http://myriam-musing.blogspot.com/)

What are you looking at?

2011-03-01T00:36:00.001-08:00

Do you lead forwards...

Or backwards...

Some managers enjoy having reports that quite clearly state where the company has already been. They pour themselves into how the financials are performing for the past quarter. They love seeing statistics appear in front of their eyes that tell them where they have come from and where they have been,

The rear view mirror exists to enable you to be aware of what is behind you and serves as a reminder of where you have come from.

I prefer to manage by having reports that look forwards. Have you ever noticed that the windscreen is always at least 20x bigger than the rear view mirror? When you drive where is your attention focussed?

Creating Ongoing Returns on Investment

2011-02-28T12:18:00.001-08:00

The New Zealand tertiary education system is set up in such a way that anyone and everyone can have access to higher education. Along with assisting people to enter the education system the Government also gift students with extra money for living and everyday expenses.

So given that the Government are investing so much time and money into the sector - they (quite rightly) expect a return on their investment. Legislation was introduced in 2010 that says that students can access a maximum of 7 years funding assistance and that if any student fails more than 50% of their studies in a given time period they become ineligible to recieve help in the future.

The problem is that there are plenty of students who will fail their study but ought not to be penalised for having tried. So what has happened is a shift in the thinking and approach of educators to their students. Where previously tutors may have thought "You know what? Tough. The student didn't come to class and so they failed. Not my problem".

Don't get me wrong 98% of tutors take a healthy interest in their students and will often go well beyond the call of duty to assist their learners. What is happening now is that behavior of assistance is being internalsied and reinforced by management as a central pillar of the classroom and teaching culture.

So we seek to create a culture of caring for those whom we don't see quite so often due to all sorts of circumstances. Part time students, mums, dads, people without transport, people have been told they are dumb.

At the same time we are undergoing a "brand" review to freshen up the way we project ourselves into the community about who we are and what we do. My sincere hope is that the two walk hand in hand.

Ultimately community and care of each other is what we are all about. The way we look at each other within our 'four walls' is just as important as the message that we broadcast to others outside of our organisation.

What we are seeking to provide to the Government, to the students and to the community is an ongoing return on investment. An investment that will eventually not only raise GDP, living stndards and quality of life but also instill confidence and mana in the learners.

We do this through support, through manaakitanga and through trusting in each other.

The week in review - lessons from reflection

2011-02-26T00:57:00.001-08:00

What a week that one was! May I never have one quite the same again please.

Monday - submit CV. Then submit CV again just in case the first email didn't go through. Amazingly the first email didn't go through so sending the same email from a different address was a lifesaver.
Lesson - always have a plan b/plan c.
Tuesday - Christchurch earthquake. Members of my team had older children caught up in the drama along with project team members that I know. A day of stress, worry and ultimately disaster for Christchurch.
Lesson - you never know when or where a crisis may appear. You as a manager have to lead, understand and be flexible with your team.
Wednesday - Marketing workshop. A very interesting session whereby the group reflcted in the marketing practices of our organisation - both good and bad. Congratulations to Rob who somehow managed to hold the workshop together and had some very good ideas.
Lesson - if you don't have something constructive to say, don't say anything at all.
Thursday - head down, bum up. Thursday was intense. Trying to catch up on missed work due to the extended workshop of the day before.
Lesson - meetings chew up time. Plan ahead, delegate and avoid meetings with little reward or outcome. Don't do meetings for the sake of doing meetings.
Friday - customer service 101. Two hours spent with students arranging courses for 2011. Two more hours spent on following up students who either aren't turning up or we think will struggle in 2011. (Time well spent indeed!) Then to finish the week - two emails. One apology and two good news emails.
Lesson - time spent on people is always a valuable use of your time; and always try to end the week on a good note. If you have had issues with a co-worker then try and fix them before you leave for the weekend. Reinforce positive events that have happened and fix up any molehill issues before they blow out to be mountain sized issues.

I wonder what next week will hold?

Using technology realistically

2011-02-24T01:08:00.001-08:00

via EduGeekjournal.com

While this video is centred mainly on the development of an online course there are quite a few lessons in this video that go wider. Here is what I picked up -

Online development isn't instant. Rome wasn't built in a day.
Online anything takes, time, work and practice. Practice makes perfect.
Have a road map or development plan and stick to it. Cutting corners at the beginning will only mean that you will have to correct those mistakes again later.
If you are doing something online - ask an expert for help.
If you are going to create something - make it great!
Just because you have done well in printed media absolutely does not mean you will have what it takes to make it in an online medium.
Don't be overawed by others trying to use their postition as leverage to get you to give in.
Just because it's online doesn't mean that it is going to be engaging.
Don't mess with a female with pink or red hair!

Marketing that means something!

2011-02-23T12:30:00.001-08:00

Many, many months ago I emailed the good people at Dilmah with a query about one of their products. I never subscribed to any emails or newsletters.

What's great is this -

Dilmah added me to a mailing list but haven't abused that fact.
This email came through last night. It is honest and sincere.

Now THAT'S what I call marketing!

Thinking of you Christchurch

2011-02-22T00:23:00.001-08:00

Dust off your achievements and put them out there!

2011-02-20T23:49:00.001-08:00

It has been 18 months to 2 years since I last sat down and updated my CV/resume. In years gone by I tried to keep my CV current with each of the things I was doing along the way but I never felt like I had achieved anything really significant.

So I left the whole exercise to rest and gather dust. Then I was prompted recently to sit down and write up my CV and to make it current again. The difference between the 2009 version and the 2011 version? Immense.

Here are the key differences -

Accomplishments. Achievements take time. It's just like money - you either win the lottery all at once, or like the rest of the world, you work at it one step at a time.
Language. Describing the work you do the skills you bring and your abilities changes over time. I find myself using more jargon and verbs rather than nouns and static language. The aim is to use words that tell others that ultimately you can help them and assist them to succeed.
Self view. Confidence comes and goes but having a record of your achievements certainly helps. On those days when you are struggling to get by you can pull your CV out of the drawer and remind yourself that you are actually pretty good!

I recommend that you undertake a CV writing exercise if it is only for fun. Compare what you write and the history you have made against an old version and see what the differences are. You may or may not find yourself applying for a new job but that is not the purpose of the exercise.

The purpose of the exercise is to remind yourself that you have value and are a valuable contributor to your team and for your employer. If you do decide that your CV is pretty good and you are confident in yourself - why not hang it out where people can see it?

(Hint - try sites like LinkedIn and Seek)

Motivation anyone?

2011-02-18T00:26:00.001-08:00

Ever wondered what business school looks like?

2011-02-17T00:31:00.001-08:00

I completed my Post Graduate Diploma in Management Studies with Waikato University in 2010. People ask me what was it like and would I recommend it. Watch this short video and then I will give some ansers -

What was it like - exactly like the video. There was a very diverse and wide range of people put together in one classroom and given the task of producing quality business outcomes using their knowledge and skills.

We had doctors, accountants, lawyers, people in education all the way through to retail managers. So as you can probably tell - it was a pretty diverse group of people. Lots of opinions, points of view and heated discussion for sure!

The best bits of our course had to be the case study discussions. We would spend hours poring over the case studies looking for different angles and possibilities. Always on the hunt for the right answer or a knowledge advantage over everyone else.

Working in groups certainly had it's fair share of trials and tribulations but at the same time the value added through interaction was totally invaluable.

The other best part were the tutors. We were fortunate enough to have Jens Mueller who is a total inspiration and motivator. Jens has diverse experience and his constant mission was to stretch the students and question the boundaries they have established in their minds. And he did it!

I actually miss the cut and thrust of the discussions and the fabulous input of the teachers (although my wife doesn't miss me disappearing for study nights and classes on the weekends, not to mention the endless hours of essay writing and revision).

So - yes, I do totally recommend it. 100%.

Seriously - just keep it simple!

2011-02-16T00:28:00.001-08:00

Book review: The Management Mythbuster

2011-02-14T23:39:00.001-08:00

I read this book at one speed - FAST! The best way to describe this book is to use two words - common sense. And probably this quote as well - :“Common sense is the knack of seeing things as they are, and doing things as they ought to be done.” C. E. Stowe.

What David Axson manages to do is peel away the veneer and false front of modern management trends and actually get to the heart of the matter. What this book managed to do was to confirm both my and most likely your suspicions and thoughts on what happens in the shady world of business today.

Here is how the book plays out - each chapter is between 6 and 10 pages long. The chapters open with a mock company and the playing out of the appropriate scenario. The author then incorporates the management area he is looking at into the story line. So there are real examples of how such scenarios would play out within a company.

One thing this book does lack in is positive answers. There are plenty of examples of what not to do but few examples and explanations of what you should do. Maybe that will be released in the sequel "The Management Makeover"?

Yes I enjoyed the book and recommend it. I especially recommend it to people who are new to the corridors of power and senior management and want to be able to cut through to the true heart of the matter!

The real kicker is the very end of the book A lot like real life it is a scary proposition...

Book review: The Management Mythbuster

2011-02-14T23:38:00.001-08:00

http://davidaxson.typepad.com/american_idiot/2010/01/the-management-mythbsuter-pay-for-performance.html

The real kicker is the very end of the book A lot like real life it is a scary proposition...

Taking a stand when you have to!

2011-02-14T00:26:00.001-08:00

I'm a chicken. There you go I admit it.

Confronting someone who may pose a violent physical threat (in both the literal and metaphorical sense) is not my idea of being smart. I firmly adhere to the 'flight' option as opposed to the 'fight' option.

Don't get me wrong - in case of emergency or threat to family I'll happy foot it with the best. That is at a time when the brain has no option but to immediately react. The rest of the time (like the other 98%) I am happy to sit back consider my options and do something different.

When it comes to work though - you have to draw the line somewhere. For example we deal with a wide range of people from various backgrounds in my job. Some pleasant and some not quite so pleasant.

So earlier today when I had to 'confront' a student - my first reaction? "Hey, can you deal with this?” Chicken. Man was I wrong!

After a few minutes and some serious contemplation I decided to man up and do something about the situation. Now there was no immediate threat of physical retaliation or whatever but believe me this guy was a gorilla and is known for his serious gang connections.

So what happened?

1. I got my paperwork together. I got armed with everything I could to make an air tight case and gave the person no room to argue.

2. I got a support person. Having a second person in the room who was amicable with the person helped break down any issues that may have arisen.

3. I took the lead and did what a manager should do. It was my responsibility to deal with a possible negative situation and I did it.

In this case the situation could have resulted in becoming nasty. Fortunately it didn't. But I learnt a fair bit today about how to handle bad situations. It looks like common sense stuff and the way handled it was - but sometimes common sense has to be acted upon before we realise we did it right!

So now what situations do you find yourself in? Do you find yourself fobbing off the hard decisions onto others that you should be dealing with? Harden up, make a plan, and yes you do get the option to 'phone a friend' but I recommend you actually take a friend rather than phone them later (from the comfort of your hospital bed).

(Thats a joke too by the way...)

Friday Funny - My blackberry isn't working...

2011-02-11T00:17:00.001-08:00

I'm too tired to think today (being Friday night and all) so I offer you this amazing piece of very witty comedy.

blah blah blah "Written communication" blah blah blah

2011-02-10T00:00:00.001-08:00

blah blah blah blah blah blah blah blah blah blah blah blah blah blah blah blah blah blah blah

When it comes to written communication people read the opening line

blah blah blah blah blah blah blah blah blah blah blah blah blah blah blah blah blah blah blah

and anything that is underlined after that

blah blah blah blah blah blah blah blah blah blah blah blah blah blah blah blah blah blah blah

how good is your written communication?

blah blah blah blah blah blah blah blah blah blah blah blah blah blah blah blah blah blah blah

Beware the 'it does it all' sales pitch!

2011-02-09T01:14:00.001-08:00

Have you ever had a sales person come to you and offer you a product that is so good that it does everything you could ever want it to? It will reduce present workloads, relieve stress and makes everyone's life a lot more pleasant. I have.

This type of sales pitch is standard among the modern IT companies who come 'bringing IT solutions' that are 'guaranteed to save you time and money'.

Bollocks!

I have yet to see an IT system for standard processes that really saves a lot of money and makes life easier. So I might be a little narrow in my experience but I have yet to be convinced that real gains in productivity and time can be made.

Case in point number 1.

1. Finance systems. A good finance system should do a few things and do them well. Pay the bills, tell users about financial performance and do budgets. The amount of data that requires entering does not decrease.

What I have seen happen is an initial reduction of finance office staff with a view that there should be less work BUT this is not true! All the invoices still need to be entered, the budget figures need entering and someone has to do manual reconciliations.

Case in point number 2.

2. Student management systems (SMS). Basically a SMS is a giant database that captures and records the data relating to students in an academic institution. The program is only as good as the information that is entered into it. So there have to be operators who actually have to enter the data. Like the financial system the amount of data that has to be typed in does not decrease. Even with automated systems registrars and back office people are still required to check the data and make sure it is correct.

Here's what I think. When a new IT system is introduced what happens is the labor (people) required to operate the system are simply shuffled around. That is the tasks are moved from one office to another and few real gains are made. More IT professionals are needed to make sure the system works and is maintained, more input staff are required at the coal face (or wherever they may sit) to actually input the data and the only real 'savings' produced are on paper for the department for whom the systems have changed.

I have no issue with no systems and room for improvement. I absolutely agree that changes must be made in order to keep up with ever changing technology.

My beef is with the way these 'do it all' systems get sold to the customers. So when I hear a new system is being implemented that is going to save time, money and reduce the workforce – please excuse me if I roll my eyes and sigh. No – I don’t believe your over-hyped sales pitch.

Bridging the social divide

2011-02-07T23:30:00.001-08:00

by David Armano

A story of educational management change

2011-02-06T23:40:00.001-08:00

Five years ago our educational facility was in the dumps. Seriously. It got so bad that the institute was facing wrack and ruin due to a lack of customers, loss of face with the community and bad internal decision making processes. And all this was topped off by a lack of leadership in the highest office.

Enter our current CEO - Dr Pim Borren. Mr Borren made a number of sweeping changes and was able to bring some really common sense approaches to old problems that the previous management couldn't see. Basically the old management was so stuck in their ways of doing business that they couldn't see any real way forward.

There were some classic management 101 changes made straight off the bat. Here are a few examples:

1. Reduce unnecessary overhead costs. Cut the number of business units (faculties).

2. Restructure the levels of management and remove as many middle managers without decision making powers as allowable.

3. Sack the previous management team (bar two) and hire new people who are both professional and capable.

4. Give the power to make decisions back to the business units.

5. Rejuvenate the marketing department with professionals who had tried and true skills and ability.

6. Decentralise.

7. Be open and accessible to the people.

8. Work with the unions - not against them.

9. Give credit to the people who deserve it.

And it worked. Since 2007 we have had significant growth and have managed to achieve fantastic results both in graduating students as well as changing the demographics.

So here we are now in 2011. Is it still working?

Yes. Graduating student numbers this year were through the roof! Building development programs are under way and last year we had our biggest ever financial surplus.

And no. Let’s be honest - we don't have it all together. There are heaps of changes that we the workers would like to have made. But we're not boss. So we get on with getting on. And to be honest we have a lot of fun along the way too.

The last five or so years of Mr Borrens term as CEO of Waiariki Institute of Technology haven't been without the odd bit of controversy. But at the same time there have been plenty of obstacles that we have had to overcome. The wins far outweigh the controversies by far.

Leadership and management can be tough. And at the same time it takes a strong person take a $27m business up to a $50m business in 5 years.

This post is my small way of acknowledging the work that Mr Borren (also known as Pim) has achieved at such a rapid pace and in such a small amount of time.

Love him or loathe him - the results speak for themselves.

Touch the sky!.....

2011-02-03T15:47:00.001-08:00

via Levithejedi.blogspot.com

Graduation day - when it really counts

2011-02-03T01:35:00.001-08:00

Graduation day is upon us. For the 400 plus students who are attending the graduation ceremony - this is a fantastic achievement. (Note - there are hundreds of students who were successful but have chosen not to attend).

Graduation day is the time when students get to say - "I did it. I didn't do it my own but I did it. And it was worth it!"

I tip my hat to the organisers and the volunteers who make days like this special and have value.

What happens now and where the students go from here is up to them. I as a staff member have completed my role with those people at this time. The file is closed the students are gone - time to move on.

But have the students really gone? Has my input really come to a close? This question resonates with me both as a philosophical question and a practical one.

What do we do when our customers have finished their transaction? Where does the relationship between the service provider and the client/customer finish?

In my view - graduation is not the final point of contact. Not at all. The relationships between people their products and the suppliers should be seamless and continual.

Encouraging engaging education

2011-02-01T20:40:00.001-08:00

Take a moment and check out this fantastic advert that was produced for the NZ Air Force.

How and why does it work? Contrasts and comparisons.

Boring teacher, boring classroom, boring lesson.

Versus

Exciting technology, exciting opportunity, exciting response.

Then there are the sub themes that really make the advert great.

The girl who gets on the helicopter was the only student trying to learn in class. This tells me self-motivation is a huge factor.
The girl stands up in anticipation of what might come well before the others. Therefore she senses opportunity before it happens.
She only has to be asked once before she runs out the door to embrace the opportunity.
No one tells her what the risks are or what the withdrawal policy is. The air force want risk takers who are prepared to jump in boots and all.

So there you go. Even if you hate what it is you are doing or learning - be aware that opportunity is never far away. You need to be open and aware that it could happen at any time.

Would you take the risk?

This year I step up

2011-01-31T23:37:00.001-08:00

(Authors note - this post is my Chinese New Year resolutions list. Chinese New Year celebrations run from February 3rd to 18th, 2011).

The big area that I am doing a lot of reading about and self reflection on at the moment is around being authentic. Authentic as a person, an employee and as a manager. (See book review of Linchpin).

This is one area that I have struggled with over the past three years. I have spent a lot of time and energy thinking that I had to be watching my back, keeping others in check and ensuring that I was doing everything possible to protect myself. That said - I was being Defensive.

Don't get me wrong I have been able to generate some fantastic results and have some life changing experiences not to mention getting to work with the best administration team any person could ever wish for. What I was doing though was struggling within myself to feel like I was achieving real results and as a result was very down on myself. This shone through the most when I went to a few job interviews - and I was really, really bad. ;)

2011 is the year that I switch up and go into Offensive. I remember an old saying that a friend of mine uses "Offense is the best form of defense".

I could and have spent a lot of energy trying to have a secure position. But I can see that my strategy was both flawed and misguided. So what am I doing different?

Creativity. I am generally pretty creative but haven't put as much emphasis on this area as I should have been doing. This year - I step up.
Spontaniety. I will relax around others, not be concerned what their motives may or may not be and have FUN. This year - I step up.
Speaking up. After you get smacked down a few times it easy to be reluctant to confront people or to have the courage to speak up. This year - I step up.

Having finished reading Linchpin by Seth Godin I feel inspired to a) be myself, b) have fun and c) bring my authentic self to work - everyday.

Book review - Linchpin by Seth Godin

2011-01-31T00:29:00.001-08:00

I have heard it said that sometime's there are books that come and find us. It's like someone wrote a book and it has been sitting there waiting for the right moment to either jump out at us or it places itself in our way so that we have no choice but to trip over it and start reading it.

Linchpin was one of those books for me. Linchpin is written by one of the most inspiring people of our time - Seth Godin.

Seth Godin is a guru. Okay - that is debateable but probably true. What he does he the best is write books, blogposts and give talks that inspire and encourage people to think differently and view the world from a different perspective.

The book Linchpin is no different. You will not find in this book the three keys to success or easy to follow formulas that will guarantee succcess. What this book is - is a series of daily, easy to follow challenges for the authentic self to come to the fore.

Linchpin takes a central theme of life being art. And based on the art theme - everyone is an artist. The question is - are you creating art? I won't give too much away but the whole art theme is both a metaphor and a literal sense of what we do with our time. Artist or cog - the choice is yours. Whether you are a cleaner or a CEO the questions and the challenges are the same. Bring your authentic self to your work, create art and let the good times roll!

The book is super easy to read and understand but at the same time it cuts straight to the heart of the matter. There are no mysteries or hidden messages. In this book what you see is what you get. Simple.

My overall rating for this book - 4 and 1/2 stars. Yes, it is that good.

2011 Edelman Trust Barometer - my thoughts

2011-01-27T18:08:00.001-08:00

The Edelman Trust Barometer is an annual questionaire that is given to people from around the world to gauge what they think the big issues are as far as business goes.

This is an interesting exercise with some valuable insights. Self-reflection is more effective when coupled with realistic and constructive feedback compared with the stories that we tell ourselves.

So my thoughts centre around the personal areas of management. That is

How do we know that people trust us?
What behaviors do we exhibit that show that we are trustworthy?
If you were someone else would you trust you? If not - why not?

Trust is a huge issue. The simple fact of being alive means that you are trusting people. Managing people, business or others wants and desires is no small matter.

Sometimes it's the little things that people remember

2011-01-26T13:53:00.001-08:00

A number of years ago (before the internet was even thought of) there was a gameshow on in New Zealand and a very famous person made a slip up while playing Wheel of Fortune. That saying and slip up has become famous and is still used to this day - which is almost 20 years later.

Thought for the day - mind what you say in public because people don't easily forget.

Go on take a risk...

2011-01-24T23:49:00.001-08:00

...what have you got to lose? Nothing ventured - nothing gained.

http://wilderdom.com/images/RiskIsRealityB4.bmp

So why this post? I have been in my present role for 3 and 1/2 years. Now I feel the time is right to shoot for the stars and try something new. My issue is though that I have been in my present role so long that I am unsure if trying for something new really is the way to go.

Then earlier today I had a great conversation with a work friend who wound me up about taking a risk. "Why not have a go?" he said. And so I argued with him becuase I my confidence and thinking was just far too narrow at that time. My arguing with him was futile because he was right. So now that I have my confidence up and some gusto in my stomach - it's time to go for it!

Sometimes we need to have someone challenge us, our thinking, and our motivations or lack of. Now to get started on getting my CV and application looking sharp. I challenge you to find someone who will challenge you!

Performance Appraisal Jargon - Demistyfied

2011-01-23T16:43:00.001-08:00

Performance evaluation translations

A keen analyst: Thoroughly confused.

Accepts new job assignments willingly: Never finishes a job.

Active socially: Drinks heavily.

Alert to company developments: An office gossip.

Approaches difficult problems with logic: Finds someone else to do the job.

Average: Not too bright.

Bridge builder: Likes to compromise.

Character above reproach: Still one step ahead of the law.

Charismatic: No interest in any opinion but his own.

Competent: Is still able to get work done if supervisor helps.

Conscientious and careful: Scared.

Consults with co-workers often: Indecisive, confused, and clueless.

Consults with supervisor often: Very annoying.

Delegates responsibility effectively: Passes the buck well.

Demonstrates qualities of leadership: Has a loud voice.

Displays excellent intuitive judgement: Knows when to disappear.

Displays great dexterity and agility: Dodges and evades superiors well.

Enjoys job: Needs more to do.

Excels in sustaining concentration but avoids confrontations: Ignores everyone.

Excels in the effective application of skills: Makes a good cup of coffee.

Exceptionally well qualified: Has committed no major blunders to date.

Expresses self well: Can string two sentences together.

Gets along extremely well with superiors and subordinates alike: A coward.

Happy: Paid too much.

Hard worker: Usually does it the hard way.

Identifies major management problems: Complains a lot.

Indifferent to instruction: Knows more than superiors.

Internationally known: Likes to go to conferences and trade shows in Las Vegas.

Is well informed: Knows all office gossip and where all the skeletons are kept.

Inspires the cooperation of others: Gets everyone else to do the work.

Is unusually loyal: Wanted by no-one else.

Judgement is usually sound: Lucky.

Keen sense of humor: Knows lots of dirty jokes.

Keeps informed on business issues: Subscribes to Playboy and National Enquirer.

Listens well: Has no ideas of his own.

Maintains a high degree of participation: Comes to work on time.

Maintains professional attitude: A snob.

Meticulous in attention to detail: A nitpicker.

Mover and shaker: Favors steamroller tactics without regard for other opinions.

Not a desk person: Did not go to college.

Of great value to the organization: Turns in work on time.

Use all available resources: Takes office supplies home for personal use.

Quick thinking: Offers plausible excuses for errors.

Requires work-value attitudinal readjustment: Lazy and hard-headed.

Should go far: Please.

Slightly below average: Stupid.

Spends extra hours on the job: Miserable home life.

Stern disciplinarian: A real jerk.

Straightforward: Blunt and insensitive.

Strong adherence to principles: Stubborn.

Tactful in dealing with superiors: Knows when to keep mouth shut.

Takes advantage of every opportunity to progress: Buys drinks for superiors.

Takes pride in work: Conceited.

Unlimited potential: Will stick with us until retirement.

Uses resources well: Delegates everything.

Uses time effectively: Clock watcher.

Very creative: Finds 22 reasons to do anything except original work.

Visionary: Cannot handle paperwork or any project that lasts less than a week.

Well organized: Does too much busywork.

Will go far: Relative of management.

Willing to take calculated risks: Doesn’t mind spending someone else’s money.

Zealous attitude: Opinionated.

(From: BasicJokes.com via http://genuineevaluation.com/)

More thoughts and musings on life in 2011

2011-01-18T11:06:00.001-08:00

(via: A.S. Preciado)

"In 2011 listen to the music, be honest with those around you,
and please keep your arms and legs inside the ride at all times!"

Gone shopping...

2011-01-16T10:44:00.001-08:00

I am out of the office this week - shopping. I will be back again next Monday (24th January).

See you then.

Friday Night Lights - chillin out on Friday

2011-01-14T11:56:00.001-08:00

Friday night is the right time to kick back, enjoy good company and unwind from the week. Add to the mix some great music and you set yourself up nicely for a great weekend.
This week I have been grooving along to the chill and funky sounds of Mr Scruff.

Why Mr Scruff? There isn't too much bollocks or pretension in the music. And if the internet had a sound - this would be pretty close to my imagining what it would nbe like. Lots of sounds collected from all corners of the world, thrown into a big blender of imagination and then moulded together into a smooth concoction of sweet sound.

Thursday Tidbits

2011-01-12T14:53:00.001-08:00

Here are a few interesting articles, quotes and bit and pieces to help inspire and enthuse you!

30 Most Influential Under 30 CEO's of 2010.
This list of people has been compiled by readers of the Under 30 CEO.com website and is pretty exhaustive. It is a who's who of the modern online world - that's where all the money is. Interestingly the first female doesn't show up until number 11 and is a celebrity (Justine Ezarik / iJustine) - so is she really a CEO?
Authors note - One thinks she has been chosen due to her stardom rather than her actuial management style or skills. Then again - if you've got it, flaunt it!
(I will do some further research into this company to see what they do, how they do it and is this more than just a celebrity phenom? Report to be posted in the next week or two).
Quote - Seth Godin from "Linchpin".
"If you can be human at work (not a machine), you'll discover a passion for work you didn't know you had. When work becomes personal, your customers and coworkers are more connected and happier. And that creates even more value.
When you're not a cog in a machine, an easily replaceable commodity, you'll get paid what you're worth. Which is more."
Incredible - art by Gaping Void.

McKinsey Quaterly - Five Global Business Forces

2011-01-11T16:53:00.001-08:00

Seriously, if you want to know what is happening inthe world it pays to listen to the people who know. The great people over at McKinsey Quarterly are people in the know.

If they don't know - then there's something funny going on. This video below captures the thoughts on where the world is going in relation to global business.

I recommend you watch it - click on the following link and check it out.

https://www.mckinseyquarterly.com/Global_forces_shaping_the_future_of_business_and_society_2701

Dress for success

2011-01-10T18:27:00.001-08:00

One topic that I enjoy reading about and keeping a handle on is fashion and styles. Keeping with the times and trends can be a seriously hard thing to do. However it is worth the effort. And keeping up with what is happening in the wolrd today need not be so hard.

I have a few blogs and websites that I keep an eye on to watch what is coming up. Here in New Zealand we are fortunate in it that we have the polar opposite seasons to the Northern Hemisphere and we are generally 6 months behind when it comes to the average fashion trend.

Clothing styles from the US don't tend to take off too quickly here mainly due to the famboyance and OTT of some styles. What NZ does do however is a real good job of watching what England, and in particular London, fashion trends are.

So here are the pages and people that I like to keep an eye on from time to time.

http://www.theartofdressingwell.com/

gq magazine

http://thetransformedmale.tumblr.com/

http://www.realmenrealstyle.com/

http://stylesalvage.blogspot.com/

http://www.guardian.co.uk/lifeandstyle/mens-fashion

You don't need to spend a fortune to keep it. Watch what trends are upcoming, buy in advance, and buy in the off seasons. Works for me.

Highlights from the Index of Economic Freedom

2011-01-07T19:24:00.001-08:00

Every year the Index of Economic Freedom is published. in the executive summary there a few key points made which are very interesting and very debateable. I list some of the points I enjoyed in the following list.

The positive relation-ship between economic freedom and prosperity is confirmed yet again in the 2010 Index.
Gross domestic product per capita is much higher in countries that score well in the Index. The positive relationship holds true at all levels of economic freedom but becomes even more dramatic as economic freedom increases.
Economic freedom improves the overall quality of life, promotes political and social prog-ress, and supports envi-ronmental protection.
The 2010 Index provides strong evidence that economic freedom has far- reaching positive impacts on various aspects of human development. Economic freedom corre-lates with poverty reduction, a variety of desir- able social indicators, democratic governance, and environmental sustainability.
As a result of increasing government interference in economic activity in many countries, overall progress toward greater economic freedom has been interrupted.

And here is the real kicker -

Increased government spending did not improve economic crisis performance.

What do you think?

Source:http://www.heritage.org/Index/

I think, therefore I am.... Managing your self

2011-01-06T14:20:00.001-08:00

Here are two quotes from people I have spoken to in the last few days –

“I think I undervalue myself”, “I will only be happy with someone else when I am able to be happy with myself”.

While these two statements are related to different issues the base issue is still the same. That is being comfortable with yourself and accepting yourself for who you are. I struggle in this area and I am really critical of both myself and my performance. I have had to develop methods for dealing with self-negativity and I happily share them with you here.

Blog. This is my primary method of keeping sane. Oprah Winfrey for years promoted the idea of using a journal to record one’s thoughts and developments. Well this is my journal and record of development. It just happens to be completely open to the public.
Keep a record. With my training for running I keep a diary of my sessions and track my development across the days, weeks and months. I do this as well with my job. In my desk is a folder where I keep important or rewarding documents across a year. In my folder I have letters of affirmation, performance appraisal reports as well as other prompts. Such prompts include pictures of famous people who inspire me and scenes from movies that speak to me (The Godfather being one of them).
Hobbies. One reason I enjoy running is that I have a challenge before me every day of the week. On the days that I run I have a clear goal to achieve and on the days I am not running the goal is – NOT to run!

Those are the ‘hard’ systems I use. I also engage in ‘soft’ systems as well. One of those is the use of affirmations. The internal conversations that you have with yourself can either propel you forward or ensure you stay stuck. One affirmation that I highly recommend is by Zig Ziglar. Here it is here -

"I, ......................... am a person with integrity, a great attitude, and specific goals. I have a high energy level, am enthusiastic, and take pride in my appearance and what I do. I have a sense of humor, lots of faith, wisdom, and the vision and courage to use my talents effectively.

I have character, and am a smart, talented person. My beliefs are strong, and I have a healthy self-image, a passion for what is right, and a solid hope for the future. I am an honest, sincere, and hard-working. I am tough, but fair and sensitive. I am disciplined, motivated, and focused. I am a good listener and am very patient. I am an encourager, a good-finder, and a forgiving person. I am caring, unselfish, and committed to doing the right thing.

I am family oriented, open minded, and an excellent communicator. I am a student, a teacher, and a self starter. I am obedient, loyal, responsible, and dependable. I have a servant's heart, am ambitious and a team player. I am personable, optimistic and organized. I am consistent, considerate, and resourceful.

I am intelligent, competent, persistent and creative. I am health conscious, balanced and clean. I am flexible, punctual and thrifty.

I am an honorable person who is truly grateful for the opportunity life has given me. These are the qualities of the winner I WAS BORN TO BE, and I fully intend to develop these marvelous qualities with which I have been entrusted by God.

Tonight I am going to sleep wonderfully well. I will dream powerful, positive dreams. I will awaken energized and refreshed, and tomorrow's going to be magnificent.

God, my family and my true friends love me no matter what!"

Feel free to change any bits that you don’t consider to be relevant to you. You could also write your own affirmation that is more specific to you.

Recommended action steps –

1. Start a journal or blog.

2. Complete a healthy self assessment of yourself and start researching what development options are available for you to start to progress.

3. Use affirmations.

4. Read the book Linchpin by Seth Godin.

2011 New Years Resolution - graphic style

2011-01-05T12:04:00.001-08:00

I borrowed this graphic from the gaping void people. I love it!. It totally encapsulates my state of mind and philosophy for 2011.

You can see the original version by clicking here, or you can view more by heading over to gapingvoidgallery.com.

Book review: Barack, Inc.: Winning Business Lessons of the Obama Campaign

2011-01-04T15:00:00.001-08:00

This is a neat and tidy little management book that describes and explains the hows and whys of the strategies used in Barack Obama's successful presidential campaign.

Common sense approaches to management - people and campaigns. That is the easeiest way to describe this book. There is nothing to flashy or gorund breaking about this book. Rather it neatly captures the essences of what President Obama did right in his campaign. There are plenty of anecdotes and nice stories that back up what the authors have written all the way through.

Here are the three core things I got from the book -

Keep cool. Temperament is vital.
Keep in touch. Social media is where it is at for allowing people to interact with you.
Keep in front. This relates to both leadership and direction.

It is a simple book that has been well written. A good reader could complete this book in 3 to 4 hours.

My thoughts on NZ's trade agreement with Hong Kong

2011-01-02T20:05:00.001-08:00

What a great idea! Negotiate a trade agreement with the most competitive and financially sound market in Asia. No trade agreements are ever reached without a lot of hard work, a lot of schmoozing and without a doubt a lot of concession making.

Here are a few basic facts about Hong Kong -

Population:7.0 million,
GDP (PPP): $306.5 billion, 2.4% growth, 5.7% 5-year compound annual growth, $43,924 per capita.
Unemployment: 3.5%
Inflation (CPI): 4.3%
FDI Inflow: $63.0 billion

(Source: http://www.heritage.org/index/country/hongkong)

Here are a few basic facts about New Zealand -

Population: 4.3 million
GDP (PPP): $115.4 billion, -1.6% growth, 2.0% 5-year compound annual growth, $27,029 per capita
Unemployment: 4.2%
Inflation (CPI): 4.0%
FDI Inflow: $2.0 billion

(Source: http://www.heritage.org/Index/Country/NewZealand)

So Hong Kong wins in all areas. Interestingly New Zealand ranks at number four in the region on the Index of Economic Freedom.

So what do these numbers tell us? Hong Kong has strong wealth, a growing economy and will provide huge possibilities for trade in the future.

What interests me about these trade agreements is what does New Zealand have to offer that Hong Kong would want to partner up with us? Seriously. New Zealand has a lot of land, a lot of primary goods e.g. dairy products, tourism and wood products. Another thing that New Zealand has is a lot of smart and analytical people.

China and Hong Kong are both friends of New Zealand and a lot of kiwi's (slang) head over to those countries to establish, grow and expand their business opportunities. I sincerely hope the economic benefits of such an agreement create waves into the future and not just ripples in the short term on a very big pond.

So we shall wait and see how this relationship develops over time. I would expect that there will be few tangible results or effects for at least 3 to 6 months.

If anyone needs any help - I'm always available.

My 2011 work and business goals

2011-01-01T11:05:00.001-08:00

My 2011 work goals aren't as well defined or laid out as my 2010 goals. That may change as the year proceeds but in the meantime here are the areas I am focussing on -

Knowledge. I need to increase my knowledge and robustness of understanding for my workplace and the various areas of knowledge therein.
Relaxation. This year I will worry less about trying to get somewhere and be someone. instead I will focus on enjoying what I and my team are challenged with.
Expansion. 2011 is a year for growing both personally and socially. In 2010 the social area was one that I did miserably in as far as my workplace. This year I aim to correct that.
Value add. This is my key work goal for 2011. I want to be able to add value to my job, my team and those around me through who I am, what I know and who I know. This is the area that I really want to nail and do well.

With some hard work and sweat mixed in with a dash good luck hopefully I will succeed. If I can straing all these areas together then I am sure I will continue to 'go places'.

The 2010 scorecard - how did I measure up?

2010-12-31T22:58:00.001-08:00

To be perfectly frank - 2010 was a fantastic year workwise. I originally set out with three work goals that were focussed on both my individual performance as well as lifting the overall performance of my team.

Thise goals were -

Compliance.
Excellence.
Teamwork.

Here are the big wins -

Pay rise. (Always nice to get)
Travel - domestic and international.
Additional team member.
Confidence and growth.

What didn't go so well?

Allowing others to take responsibilities that fall under me.
Inability to deal with poor perfornance.
Lack of forwardness.

Overall 2010 was a completely stand out year. My key goals were not only met but exceeded. I am really looking forward to 2011 and seeing what possibilities and opportunities lay ahead.

Orwell's 1984 - My challenges for 2011

2010-12-28T11:13:00.001-08:00

The novel 1984 is one of my absolute favorite books of all time. In this book the world we read about is run by a single(?) figure known as Big Brother. All the people of the world are subjected to draconian laws and are hemmed into small boxes that define who and what they ultimately are.

In this book Smith attempts to break free from the system and begin a new course of life. He indulges in the pleasures of true relationship as well as nostalgia and memorabilia only to have the system know what he is up to and then shut him down.

So this book isn't necessarily directly related to management but then again it is. Here is my motto for 2011 based on the lessons in this book - DO NOT CONFORM.

Don't get me wrong, I work for a great employer. My issue is about not allowing myself to fall into the mindless trap of simply turning up, clocking in and clocking out at the end of the day.

Here are my strategies for the New Year -

Challenge the status quo - do things different.
Go out on a limb and find things that will challenge me.
I work in a team and with real people but not for a faceless corporation.
The individual and their person is respected above all else.
Avoid and ignore faceless and factless dictates from others.

A bit harsh? I know. Stay tuned for more positive and cheery blog posts in the next few days.

3 Ways to Become a Thought Leader

2010-12-21T14:26:00.001-08:00

Everyone has a personal brand these days. But if you want to move ahead you need to be more than the "finance guy who understands the business." Distinguish yourself as someone with a truly unique perspective respected inside and outside the organization. Here are three ways to do that:

Build your online presence. The internet is a perfect place to start showcasing your knowledge. Post comments on blogs, write your own posts, and connect with other bloggers to create a network.
Win some awards. Identify awards that matter in your industry and don't be afraid to nominate yourself, or convince colleagues to do it for you.
Flaunt well thought-of affiliations. Your associations aren't always in your control but if you have a degree from a top school or testimonials from important people, display them prominently. Credibility by proxy is valuable.

via: Harvard Business Review (Management Tip of the Day - December 21st, 2010)

Christmas Break

2010-12-17T00:26:00.001-08:00

I am now officially on Christmas holidays and have a full two and a half weeks away from work. I will attempt to write some blog posts during my break but make no promises.

Thank you for taking the time to read my blog. There are billions of them out there in the blogosphere and I deeply appreciate tou taking your time to stop by and read my thoughts.

Feliz Navidad and I will see you again in the new year if I don't catch up with you before then.

Social media can be hazardous to your health

2010-12-17T00:16:00.001-08:00

With the multitude of social networking tools and systems avaialable today it has become super easy for employees to vent about those people that they work with or work for.

Social media is a two edged sword. People can connect together really quickly and remotely with ease. Therefore the sharing of information is super easy. The issue arises when the information and casual conversation becomes negative and pointed at people.

Remember every friend you have on facebook or through twitter can see the conversations that you are having. And they might, just might, tell the person who you have been talking about what has been said about them.

"Be careful out there people."

Cross organisational relationships are necessary

2010-12-14T00:15:00.001-08:00

One of the biggest areas that I have had to work hard on over the past few years has been keeping in touch with others in my organisation. While the building I work in is located on the main campus we are seperated both physically and psychologically from the rest if the campus.

Our building is the only one of three buildings that are not located in the central layout of buildings. Of the other two buildings one is used only for special occassions and the other building is serviced by and for our clients - the students./

So what strategies have I employed to keep in touch with the main campus?

Attend social times. Morning tea, lunch times and other breaks are a perfect time to catch up with what is happening around the traps. Be careful though - avoid the negativity and any rubbish talk that may take place.
Join working parties. If a project is going on somewhere then get involved. Joining into a cross organisation project is a great way to extend your influence and also your connections.
Get out of your chair. The old adage goes that if you want friends then you first need to be a friend. Nothing has changed. People enjoy personal contact and speaking to someone in real life.

Staying in touch with people is not hard but it does require hard work and discipline.

Office relationships: Management funny

2010-12-13T00:03:00.001-08:00

Honor those who deserve it!

2010-12-11T16:19:00.001-08:00

One of the best things that has been instituted within my workplace is the annual awarding of the CEO awards to those staff members that have displayed exceptional and outstanding qualities during the previous 12 months.

In the beginning a lot of staff were blase about the whole thing due to it's being so new. Staff wondered just how long the gimmick would last. I am proud to say that 2010 was the fifth time that the awards have been given out and the recipients this year were stellar.

Here is what is great about the awards -

Hard workers are rewarded and honored by both management and their peers.
There is a financial reward for continued professional development which means the business is prepared to reinvest into those people and have their success shared around.
The ongoing awarding over the years adds an element of prestige and glamour.

The awards are a bit like the Oscars in that those who have shown both longevity and stand out achievements become the winners.

One important aspect of handing out awards is that they must be relevant, timely and the recipients must be held in high regard.

Rubrics: the mechanics of effective evaluation

2010-12-10T22:59:00.001-08:00

A rubric is a tool that is used in self assessment and effective evaluation. "A rubric is an explicit set of criteria used for assessing a particular type of work or performance." (tltgroup.org)

What a rubric does is provide a multi-level framework for detailed assessment. In the same way as a graph there is a X axis and also a Y axis. Then at regular stages or intersects, a line is drawn and eventually a series of boxes beome apparent.

So a rubric uses multiple points of source data to create an overall picture of the subject. Evaluation moves from a yes/no strategy to a multi faceted approach that is far more robust.

The way we apply the rubric for evaluation is by comparing hard data against soft data. So on the X axis we apply a points scheme for quantitative data. Where a measure has been reached a value is given to the outcome. For example - if 30 sales are made within a month then that value may be 5, repeat sales equal 7 points and so on and so on. When a total is reached then a point is plotted on the rubric.

On the Y axis a self assessment exercise takes place. This is where reflective practice is carried out and the individual and their manager reflect on the qualitative data and create a value also. One factor may be the measurement of customer satisfaction for any given sale.

Interestingly - you effective evaluation requires the application and submission of evidence for both the qualitative and the quantitative.

So when we combine the X axis and the Y axis data points we have a point of reference in the rubric. Where rubrics differ from standard plot graphs is that the final outcome or result is dependant upon multiple factors and the final assessment or grade given falls into a described area rather than being a single data point.

For example - a rubric could contain quadrants. Poor, Average, Good, Excellent. Depending upon the X and Y scores the final data point will end up in one of those areas. Once the rubric has been completed - then you have a starting point from which to start making changes.

For more detail on creating a rubric I recommend you check out this video -

Honor those who deserve it!

2010-12-10T22:57:00.001-08:00

Here is what is great about the awards -

Hard workers are rewarded and honored by both management and their peers.
There is a financial reward for continued professional development which means the business is prepared to reinvest into those people and have their success shared around.
The ongoing awarding over the years adds an element of prestige and glamour.

The awards are a bit like the Oscars in that those who have shown both longevity and stand out achievements become the winners.

One important aspect of handing out awards is that they must be relevant, timely and the recipients must be held in high regard.

Describing what self assessment is

2010-12-08T01:17:00.001-08:00

"Self-assessment is a structured, objective and visible procedure or set of procedures whereby individuals, groups and management within an operating organization evaluate the effectiveness of their own operational safety against predetermined targets, goals and other performance expectations. The self-assessment process is only complete when the corrective actions have been implemented and their adequacy confirmed."

"Self-assessment is essentially a critical comparison of existing activities and results against a predetermined set of performance expectations."(Source: http://canteach.candu.org/library/20051901.pdf)

The excerpts above come directly from a document that relates to safety practise within nuclear power plants. However we can apply the same principles of self assessment and evaluation to every area of our lives.

Being self aware and reflective helps us to understand the past and what has happened, examine the present and what is happening, as well as look toward the future - what will happen.

"A battle lost or won is easily described, understood, and appreciated, but the moral growth of a great nation requires reflection, as well as observation, to appreciate it." Frederick Douglass

The language and vocabulary of effective evaluation

2010-12-07T00:38:00.003-08:00

The key to a successful evaluation depends upon the language that you invoke, and in turn the emotions that those words generate. One does not have to be a literary giant or an English professor to have the right words. Rather it is the way the words are strung together and the process used to ensure there are sharp outcomes.

So the words are not providing an answer but rather provide prompts and pricks that stimulate the mind to more deeply consider and reflect upon the matter or subject at hand.

Words that are used include - robust, well defined, appropriate, genuine,implement, critical, credible, accurate, valid, evidence, outcomes, analysis, authentic, confidence, thinking, reflection, relevant, practical, foundations.

"The self assessment is not an exercise in good writing. Rather, it is an opportunity for an employee to describe major contributions and how the work meets or exceeds the supervisor’s performance expectations." (Source: http://www.cpms.osd.mil/nsps/docs/selfassessmentfactsheet.pdf)

As far as we in education go the language focuses on the outcomes and successes of the learners. The great thing about evaluation in education is that it allows educators to be assessed against hard data but also against the intangible outcomes and rewards that learners gain,

I certainly do not profess to be any sort of expert in this field of thinking as I have only just discovered the beauty of it. I do however want to share my reflections on what I have learnt so far and so share my musings with you here.

For more information about evaluations I recommend you check out Jara Dean Coffey's website and blog.

The language and vocabulary of effective evaluation

2010-12-07T00:38:00.001-08:00

So the words are not providing an answer but rather provide prompts and pricks that stimulate the mind to more deeply consider and reflect upon the matter or subject at hand.

For more information about evaluations I recommend you check out Jara Dean Coffey's website and blog.

Self assessment and evaluation

2010-12-05T23:47:00.001-08:00

The NZ education system has undergone a sea change and has moved from a system of auditting to self assessment and evaluation. Under the old system educfators were treated like accountants in that the entire method of teaching was reduced down to a series of numbers and basic measurements. So if an organisation was good at writing reports then they could massage the numbers in order to meet their own purposes.

Under self assessment and evaluation the organisations are given the power to get their business right from the outset. Self assessment and appraisal is something that most people do intuitively and generally pretty well.

There are three basic questions that underpin the self assessment method -

Whats up? (Where are we at? Whats going on?)
So what? (What does this mean?)
Now what? (Where to from here? What and how can we improve?)

Self assessment changes everything. Why does everything change? Because all the questions, and ultimately all the answers, are all forward facing and future focussed.

It is geared towards ensuring that students achieve their desired outcomes and goals while returning value to the major investor - the government.

I thoroughly recommend that you find out more on evaluations with a click here.

I am out to lunch

2010-12-01T06:54:00.001-08:00

I am away at an educational conference for a couple of days and can't promise that I will write some blog posts. So this post is to let you know that I am -

What this organisation desperately needs is...

2010-11-30T06:03:00.001-08:00

Book review: Showing Up For Life

2010-11-29T10:48:00.001-08:00

Bill Gates' father (William Gates Sr) has taken the time to collect his thoughts and collate them into a handy little book of wisdom. There are lots of stories and anecdotes that span an entire century and reach from the early 1900's all the way through to 2009.

This is a book deeply set in reality. There are reflections on surviving the depression, hard work, starting out in life and integrity. After being married for 42 years Mrs Gates passed away and there are some very nice reflective yet instructful stories from the life of Mary Gates as well.

What I really enjoyed about this book is it's honesty and it's sincerity. This is not a book about Microsoft or Bill Gates but a book about life. How to live, make the most of everyday and ultimately leave a lasting legacy through the words you say, the acts you complete and the influence you leave behind.

This is not a management book (in the purest sense). This book is a common sense guide to life packed full of wisdom and insight. The evidence that Mr Gates' experiences and philosophies work is best shown through the results of his family and legacy.

You can also check out Mr Gates own thoughts here as well.

Keeping up with management trends

2010-11-27T23:36:00.000-08:00

One thing I work hard on is trying to keep up with new ideas that deal with management, human resources and how to be a better everyday manager.
So my eye's really lit up when I saw a tweet from @teenarose with the line "No-cost white papers, mags, and guides for management and executive professionals http://adjix.com/zwrx".
So now I have shared that link with you here are a few more -

And on iTunes I listen to -

Entreprenurial Thought Leaders (Stanford)
Manager Tools
The Knowledge Interchange (Cranfield)
McKinsey Quarterly
Inspiring Words of Encouragement

And then for new trendy new stories I go to -

Twitter.

One essential part of being a great leader is to be fresh, keep thinking and always look ahead.

Reflections on performance appraisals

2010-11-26T00:45:00.001-08:00

The end of the financial year is quickly coming up in us and now is the time to look at employees performance over the past 12 months. Here are a few thoughts and musings that I have had on the subject -

Performance appraisals appraise performance. It can be easy to confuse the two if you have an employee with whom you don't get along with or who may have ticked you off recently. Ignore that and stick to tangible results.
Setting KPI's is better done in the following year than in the current. So much can change in the workplace over Christmas and New Years. This is especially true in countries where it is the summer season at this time. many workplaces close down and go on vacation at this time. So it is a good idea to set performance targets after people have returned to work and you have a better idea of the landscape and upcoming expectations.
There are no limits on how many people exceed expectations. If people are exceeding the performance targets set for them and are consistently doing well then tell them. Don't place limits on how many people can be the star of the month. Some people are driven by competition while many others are turned off by it.
Appraise people on the tasks and goals you agreed on at the last meeting. When reports understand what targets they are being judged on and against then that empowers them better to try and achieve. Hidden goals or targets demotivate and reduce trust between the manager and the employee.
People are individuals. Set individual goals and performance targets. There can be team goals and strategies set in place but you still need to remember that people are individuals. Individuals respond better than teams but teams are better at achieving bigger goals.
Reward, praise and motivate. Great employees deserve to be told what a great job they are doing. And more than that they need to be rewarded appropriately for the work they have done.

There is no greater motivator than pure praise and reward.

Toastmasters teaches you stuff

2010-11-25T06:54:00.001-08:00

I joined Toastmasters in April of this year (2010). I have had a lot of experience with public speaking and have no issues when talking to groups of people. But even with my love of public speaking have learnt so much it's almost unreal.

Toastmasters is great because it is a slow process of coaching and improvement. You get to watch others, listen to the commendations and recommendations and even have a turn yourself.

The safe environment of a club is great. Others in your club know how it feels and can mirror back to you both your good and not so good speaking habits and traits. Speeches are generally 5 to 7 minutes so the time is very manageable.

The first lesson I learned was the professionalism of a meeting. Every speech is timed, every member has a role or a speaking part and once the clock starts ticking everyone (should) act professionally.

Competitions are very interesting. There is a huge difference between speaking to give a speech and speaking in a competitive way. Even for the pro's the butterflies come out at competition time so Toastmasters is a great way to conquer your fears.

In our club we have one lady who has developed from not speaking to anyone at all - all the way through to being somewhat confident and able to stand in front of a group of people. I totally recommend Toastmasters as a professional development tool. For both the confident and the not confident alike.

Condolences to the families of those involved in the Pike River mine tragedy.

2010-11-24T06:30:00.001-08:00

http://www.nzherald.co.nz/pike-river-miners/news/article.cfm?c_id=1503001&objectid=10689824

Be, Know, Do - Army Leadership

2010-11-23T10:38:00.001-08:00

The November issue of the HBR focuses on what we can learn from the army as far as leadership and management lessons. This is the opening quote - "Competent leaders of character are necessary for the Army to meet the challenges in the dangerous and complex security environment we face."

What I discovered years ago was the US army's manual and guidebook for leadership. The leadership mantra and philosophy is defined as follows -

Be - who a person is. The essence of the person.
Know - understanding the tactics, strategy and management of any given situation.
Do - putting into practice and combining who we are with what needs to be done.

"The Army uses the shorthand expression of BE-KNOW-DO to concentrate on key factors of leadership. What leaders DO emerges from who they are (BE) and what they KNOW. Leaders are prepared throughout their lifetimes with respect to BE-KNOW-DO so they will be able to act at a moment’s notice and provide leadership for whatever challenge they may face."

This is where it is at. Knowing what to do, knowing when to do it and then doing with full confidence - thats leadership.

For more detailed information I recommend you start here - http://www.fas.org/irp/doddir/army/fm6-22.pdf

Ssshhhhh - HR is coming!

2010-11-22T19:10:00.001-08:00

Have you ever been in the situation where there was something going down but no one would talk about it? Managers have secret meetings behind closed doors and the whispers and rumours run rampant around the office. Ever had one of those days?

And then to top it all off - Human Resources want to talk to everyone! Aahhhhh!

Here's my view - Human Resources shouldn't be the big ogre. If you only see your Human Resources Department went things are going badly - then things really are going badly.

Human Resources and the work they do is vital to the overall health of an organisation. The development and continual improvement of employees gives an organisation more value than the management of restructures, redundancies and dismissals.

So what would I do if I was in Human Resources?

Take the initiative and start working with people to identify the deficits in peoples knowledge and work skills in the organisation - and get their learning to improve.
Be more visible. Walk around the organisation and talk to people about their jobs. Like most central functions it is easy for those in the middle to have no understanding of what is taking place at the coal face.
Start working (I mean really working) with the talent in the organisation. A lot of HR departments assume they are nurturing talent but I have yet to see it happen. Maybe I am just missing out?

How to answer your critics - Rob Fyfe

2010-11-19T17:12:00.001-08:00

When one setion of the New Zealand media decided that they disagreed with the strategic directiion that the CEO wanted to head in - they published ab article that equated to a roast.

Here was his response -

So what can we learn from this?

7 tips for a great work wardrobe

2010-11-18T10:48:00.001-08:00

First impressions last. Lasting impressions aren't always the first impressions that you make.

The most obvious way to impress or not impress as the case may be is the way you dress. Dressing well need not break the bank nor be that hard to accomplish.

Here are my recommendations for keeping in step with fashion and how not to break the bank while you are at it -

Watch what is happening as far as clothing trends go. I recommend http://www.gq-magazine.co.uk/style/dresser/galleries as the best place to start. Knowing what trends are happening now and are coming shortly is important to know.
Start with black. This is the easiest colour to wear clothes with. Simple. Don't get stuck with black or wear it too often. Vary the colours that you wear with black and begin to expand your choice of colours.
Buy a great coat or jacket. A great jacket can cover a multitude of shirts and tops. In fact it may be a better idea to invest in two jackets. that way you can easily alternate them.
Get shoes that are simple and go with everything. One great pair of shoes looked after well can last a long time.
Shop online at auction sites. Often times business people (especially real estate people) turn over the clothes in their wardrobe quite often. So you can pick up clothes that aren't that old and still have plenty of life in them - cheap as chips!
Spend good money on buying a suit. Nothing looks quite as good as a man in a suit!
Accessories make a big difference. An interesting cheat that some managers use is they have a base shirt or top and then they simply vary the accessory such as the tie. So you could invest in a swag of white shirts (e.g. 5) and then have 15 or 20 ties and you will appear to have a different look every day of the working week.

Pair up the latest style trends with what's going cheap on your favourite auction site and you can leave an impression on people that will last longer than your wardrobe does.