If
you’re at all like me, sometimes you’re just more comfortable being in
your own world; with familiar faces and familiar conversations. And,
that’s perfectly natural. I
think most of us prefer seeing familiar faces over those of people we
barely know, and engaging in conversations that are about topics we can
relate to. We prefer to feel at home instead of a like a foreigner or
outsider. Why - because we’re more comfortable with those familiar
faces; sharing our thoughts, ideas, and who we are with people we know and relate to.
Many of us probably walk by the same cubicles and offices
every day...and barely know anything about the person occupying them, because they have nothing to do with the position we hold or our
day-to-day work. We communicate with teammates about projects we’re
working on. We discuss task issues with co-workers. And, we engage those who have
the same type of job we have or a similar background. We naturally
gravitate to similarity; to common ground. We naturally gravitate to what's familiar; to what's comfortable. And, there’s nothing wrong with staying in your comfort zone - but consider this...
How
do we create opportunities if we never leave our comfort zone? How do
we establish new relationships; how do we learn about different
departments or business areas within our company; how do we get to know
new people; how do we gain understanding or build cooperation if we
never make efforts to engage those outside of our world. The answer very simply is, you don’t.
Managing Competing Messages
I was recently asked for some helpful advice when it comes to successfully navigating the often precarious and frustrating waters of working under multiple managers. Having more than one boss can make work, well...interesting sometimes.
People can be as different as night and day, at the office and in our personal lives. All managers don’t manage the same way. Different leaders have different leadership styles. This isn’t a bad thing. After all, different styles of leadership and management enrich the corporate culture.
Where things can get tricky, is when you receive conflicting or mixed messages from your leadership. For example, one manager may perceive a particular project, goal, or customer to be priority over another. This point of view however, may be a complete 180 from the direction you were given by another manager.
Receiving conflicting messages from multiple managers can have an adverse impact on you doing your job effectively. It’s kind of like what happens to a car when its wheels are out of alignment. Instead of traveling straight, the car may pull to the right side or the left.
So - what can you do to ensure that you’re able to do your job effectively when competing messages are being communicated by management?
People can be as different as night and day, at the office and in our personal lives. All managers don’t manage the same way. Different leaders have different leadership styles. This isn’t a bad thing. After all, different styles of leadership and management enrich the corporate culture.
Where things can get tricky, is when you receive conflicting or mixed messages from your leadership. For example, one manager may perceive a particular project, goal, or customer to be priority over another. This point of view however, may be a complete 180 from the direction you were given by another manager.
Receiving conflicting messages from multiple managers can have an adverse impact on you doing your job effectively. It’s kind of like what happens to a car when its wheels are out of alignment. Instead of traveling straight, the car may pull to the right side or the left.
So - what can you do to ensure that you’re able to do your job effectively when competing messages are being communicated by management?
Conflict Can Be An Opportunity For Growth
One
of the most overlooked opportunities for positive change is conflict.
We miss the great things about conflict because for one...it has a
pretty bad wrap. And let’s face it, there are all kinds of negative
connotations for it. Words like - “confrontation"; “clash”;
“disruption”; “struggle”; “strife”; “combat”; “fray”. None of those
words really paint the picture that you’re having a good day, right?
Countless books have been written about how to prevent conflict; about how to manage it; about what steps to take to resolve conflict when it does occur. And all of these things are very important, but there’s much more to conflict than what’s on the surface; than simply addressing what happened. Consider this..
Conflict has the potential to facilitate much needed change and fundamental growth because the very presence of conflict let’s us know that something isn’t as it should be; it let’s us know where changes and improvements need to be made...improvements that are probably long overdue. And if we’re being honest, most of us don’t pay attention to underlying issues or problems until they make their way to the surface...until they have a direct impact on something. And when issues make their way to the surface, we’re forced to do something about it.
Countless books have been written about how to prevent conflict; about how to manage it; about what steps to take to resolve conflict when it does occur. And all of these things are very important, but there’s much more to conflict than what’s on the surface; than simply addressing what happened. Consider this..
Conflict has the potential to facilitate much needed change and fundamental growth because the very presence of conflict let’s us know that something isn’t as it should be; it let’s us know where changes and improvements need to be made...improvements that are probably long overdue. And if we’re being honest, most of us don’t pay attention to underlying issues or problems until they make their way to the surface...until they have a direct impact on something. And when issues make their way to the surface, we’re forced to do something about it.
Feedback; It's Worth More Than You Think
I think it’s safe to say that when we don’t receive feedback, it can be pretty frustrating. After all, we’re striving to exceed expectations and build upon past experiences, right? We’re constantly working to increase our value and improve our performance. This would pretty be difficult to accomplish without hearing directly from the stakeholders we impact.
Feedback is one of the most vital pieces of input that we receive, because it facilitates improvement. Nevertheless - as much as we desire feedback from others because we recognize the value it contains, it’s also true that many of us don’t take the time to provide it ourselves.
Does Your Messaging Set Your Business Apart?
According
to data from the U.S. Census Bureau and trends from the U.S. Dept of
Labor, there were 27.5 million firms operating within the United States
in 2009. Of those firms, about 99% are small businesses (firms having
fewer than 500 employees and nonemployers).
The recession has created an unprecedented number of startups and small business owners. Millions of people who were kicked out of the shelter and safety of an established entity, were forced to figure out how to make it on their own. Fortunately, many of those who were laid off or downsized have been finding ways to make lemonade out of the lemons they’ve been given. How? Entrepreneurship.
With the recent explosion of small businesses; many that likely offer similar products or services, how does one business compete against another? One word - differentiation.
The recession has created an unprecedented number of startups and small business owners. Millions of people who were kicked out of the shelter and safety of an established entity, were forced to figure out how to make it on their own. Fortunately, many of those who were laid off or downsized have been finding ways to make lemonade out of the lemons they’ve been given. How? Entrepreneurship.
With the recent explosion of small businesses; many that likely offer similar products or services, how does one business compete against another? One word - differentiation.
When Management Get's Mad...
A
few weeks ago I received an email from someone discussing an instance
in which they were yelled at by their manager, in front of coworkers.
The highly embarrassing wrath unleashed by their boss included a few
four-letter words and a couple of things being slammed on their desk.
Apparently, the entire episode was caused by a miscommunication.
The person further explained that while it was common knowledge throughout the office that this manager wouldn’t necessarily be characterized as mild-tempered, this particular verbal lashing seemed especially harsh.
We’re human so naturally when someone or something makes us mad, we’re probably going to react. And holding a leadership position at work doesn’t mean we stop being human. It does mean however, that we should consider how our reactions might impact others...specifically those we’re leading.
The person further explained that while it was common knowledge throughout the office that this manager wouldn’t necessarily be characterized as mild-tempered, this particular verbal lashing seemed especially harsh.
We’re human so naturally when someone or something makes us mad, we’re probably going to react. And holding a leadership position at work doesn’t mean we stop being human. It does mean however, that we should consider how our reactions might impact others...specifically those we’re leading.
Is Your Team Hustling Backwards? - Part 2
My previous post outlined 5 key signs that indicate when project teams are moving backward rather than forward. This post outlines some specific steps that can be taken to remedy counter-productivity among teams.
1. Establish a proactive team mentality - Proactive team members equal a proactive team. Sometimes we can fall into the “I’m sure someone else is on top of things” mindset when we’re working on a team. Multiple people being responsible for a project makes it easy to defer responsibility when issues arise. But, it’s important that each team member see themselves as being accountable for resolving issues and creating solutions.
2. Increase direct communication - Email is a great tool for efficiently communicating information to your team. However, it should not be relied upon for eliminating confusion among team members, resolving issues, communicating changes, or maintaining alignment across the team.
3. Create fundamental solutions rather than ad hoc solutions - Fundamental problems often go unresolved because they lay beneath the surface. We tend to get distracted by specific instances versus addressing the fundamental problem they stem from. A solution that solves the immediate issue is good, but a solution that solves the overall problem is better.
4. Measure progress consistently - It’s easy to get caught up in our work or specific day-to-day tasks. Nevertheless, regularly assessing productivity is critical. This step more than any other will provide your team with the best perspective on actual progress; which which areas are strong, versus those that may need increased productivity and attention.
1. Establish a proactive team mentality - Proactive team members equal a proactive team. Sometimes we can fall into the “I’m sure someone else is on top of things” mindset when we’re working on a team. Multiple people being responsible for a project makes it easy to defer responsibility when issues arise. But, it’s important that each team member see themselves as being accountable for resolving issues and creating solutions.
2. Increase direct communication - Email is a great tool for efficiently communicating information to your team. However, it should not be relied upon for eliminating confusion among team members, resolving issues, communicating changes, or maintaining alignment across the team.
3. Create fundamental solutions rather than ad hoc solutions - Fundamental problems often go unresolved because they lay beneath the surface. We tend to get distracted by specific instances versus addressing the fundamental problem they stem from. A solution that solves the immediate issue is good, but a solution that solves the overall problem is better.
4. Measure progress consistently - It’s easy to get caught up in our work or specific day-to-day tasks. Nevertheless, regularly assessing productivity is critical. This step more than any other will provide your team with the best perspective on actual progress; which which areas are strong, versus those that may need increased productivity and attention.
Is Your Team Hustling Backwards? - Part 1
Have you ever been on a team at work and thought to yourself, "Is it just me, or are we not making progress here?" If you answered 'yes', odds are you probably weren't the only person on your team who felt that way.
Sometimes it's easy to confuse activity with progress. That is until a crucial deadline is around the corner; and the reality sets in that all of the hustle and bustle hasn't exactly equated to forward movement.
These 5 indicators will help you determine if your team is moving in the wrong direction:
1. The entire team is not on the same page: One of the greatest and most common challenges across project teams, regardless of the project itself, is keeping everyone on the same page. Deadlines; project goals; productivity...these are just pretty words if there is an absence of cohesion among your team. (Hint: If you think you're team isn't on the same page, they probably aren't.)
2. Recurrence of similar issues/problems: No team is immune to problems. They are bound to occur. Even the most proactive and experienced managers/team leaders can’t anticipate everything. However, if your team is running into the same issues or the same types of issues, there is a fundamental problem that could be impeding the overall progress of your team.
3. Too much time spent being reactive: I’m no physics expert. But, I’m pretty sure it’s impossible to move forward and backward simultaneously. If a significant amount of resources (i.e. time, budget, employees) have to be allocated toward correcting mistakes/fixing errors, those resources aren't available to help move your project forward.
Sometimes it's easy to confuse activity with progress. That is until a crucial deadline is around the corner; and the reality sets in that all of the hustle and bustle hasn't exactly equated to forward movement.
These 5 indicators will help you determine if your team is moving in the wrong direction:
1. The entire team is not on the same page: One of the greatest and most common challenges across project teams, regardless of the project itself, is keeping everyone on the same page. Deadlines; project goals; productivity...these are just pretty words if there is an absence of cohesion among your team. (Hint: If you think you're team isn't on the same page, they probably aren't.)
2. Recurrence of similar issues/problems: No team is immune to problems. They are bound to occur. Even the most proactive and experienced managers/team leaders can’t anticipate everything. However, if your team is running into the same issues or the same types of issues, there is a fundamental problem that could be impeding the overall progress of your team.
3. Too much time spent being reactive: I’m no physics expert. But, I’m pretty sure it’s impossible to move forward and backward simultaneously. If a significant amount of resources (i.e. time, budget, employees) have to be allocated toward correcting mistakes/fixing errors, those resources aren't available to help move your project forward.
How To Ask For Help At Work
When it comes to our jobs, none of us enjoy feeling like we don’t know what we’re doing. But, we enjoy asking for help even less. Let’s be honest. Asking for help at work is easier said than done. Even within the most question-friendly work environments, people may still feel a certain level of apprehension or concern about revealing that they don’t understand something.
So...here are three tips that will hopefully make you more comfortable with asking a boss or co-worker for help:
1) Be pointed with your questions and thoughts.
Many people think that asking for help will create the perception that they’re clueless about how to do their job. And while it is important to ask for help, it is also important to be pointed with your questions. Even if you are completely confused about something, focused questions help to disguise it. And finally, asking pointed questions keeps the focus on task issues and away from you.
2) Begin the conversation discussing things that you do know/understand, relative to the help you’re seeking.
Another reason people often find it difficult to ask for help at work, is a fear of losing credibility. That’s perfectly natural. The key is to have an offensive. Being proactive about showing credibility prevents losing credibility. You can ask a boss or co-worker for help; express that you don’t understand something, and show credibility at the same time. How? Begin the discussion talking about specific things that you do understand relative to the questions that you have. Asking for help can also be an opportunity to showcase areas where you are strong and confident.
So...here are three tips that will hopefully make you more comfortable with asking a boss or co-worker for help:
1) Be pointed with your questions and thoughts.
Many people think that asking for help will create the perception that they’re clueless about how to do their job. And while it is important to ask for help, it is also important to be pointed with your questions. Even if you are completely confused about something, focused questions help to disguise it. And finally, asking pointed questions keeps the focus on task issues and away from you.
2) Begin the conversation discussing things that you do know/understand, relative to the help you’re seeking.
Another reason people often find it difficult to ask for help at work, is a fear of losing credibility. That’s perfectly natural. The key is to have an offensive. Being proactive about showing credibility prevents losing credibility. You can ask a boss or co-worker for help; express that you don’t understand something, and show credibility at the same time. How? Begin the discussion talking about specific things that you do understand relative to the questions that you have. Asking for help can also be an opportunity to showcase areas where you are strong and confident.
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