The Office Blend Blog

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Sunday Notes: Taking responsibility to make work a better place

by Marla Gottschalk1 Comment on Sunday Notes: Taking responsibility to make work a better place

MP900399109We all share responsibility to forge a better workplace. As managers. As employees. As organizations. Even as customers of those organizations. How should we come together to mold a better workplace? This goal might boil down to our personal work life basics.

Some ideas to consider:

  • Become more transparent. Honesty is a basic – and its value holds in all facets of the workplace. In a nutshell, tell the truth. If you are a recruiter, let the candidate know everything you know about a role, both good and bad. If you are giving a performance review, tell the whole story. (Don’t skim over the weaknesses that will hold someone back in the future). If you are a customer, don’t walk away upset. Diplomatically express your problem – it is worth mustering the courage to do so.
  • Sharpen your listening skills.  Make it a point to lessen the signal noise, and really listen to your employees and your customers. Separate yourself from the potential stress you feel this may bring – or worse yet, the fear of the change that may follow. Progress starts with an open mind – and an open mind develops when you truly hear the concerns of others.
  • Become hopeful. Remaining optimistic, and maintaining energy levels when things are challenging is a difficult task – but one that is worthwhile. Make every attempt not to give up on an employee, co-worker, a project or yourself. If there is an issue – trouble-shoot and attempt to devise a plan to impact the situation. Not the solution? Step back, reflect and formulate another route. Develop the frame of mind that one more try may hold the ultimate key.

Some related reading to support your quest:

What are the personal methods you utilize to improve the workplace? Ideas welcome.

Dr. Marla Gottschalk is a Workplace Psychologist. Connect with her and continue the conversation on Twitter and Linkedin.

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What you can learn from another industry

by Marla Gottschalk3 Comments on What you can learn from another industry

Have you ever heard someone say, “That simply won’t work for us, they are in an entirely different industry.” That always struck me as quite short-sighted.

We can certainly borrow bits and pieces, from the successful strategies of any business and apply to our own organizations with great success. You just have to step back and see the forest for the trees.

Whether it is an unbelievably effective idea to engage a customer or a novel way to look at a problem – good is just – good.

Today at LinkedIn, I explore what we can learn from the gaming industry. We could all take a page (or screen shot) from their arsenal. Here’s the link: What a Gamer Taught Me About Organizational Success

Career, Productivity

The Ugly Truth About Time Management

by Marla Gottschalk22 Comments on The Ugly Truth About Time Management

 

brigitte-tohm-j8C66j15nAk-unsplashLet’s talk turkey about time management.

It’s a sticky workplace problem to tackle, primarily because it requires being brutally honest with ourselves to get a real grip on the issue. Yes, we all go through periods when work feels “out of control”.

However, there are strategies that might have prevented the lion’s share of that stress.

Where time management is concerned — it seems that we can turn out to be our own worst enemies.

Here are a few (not so pleasant) points to consider.

1. It’s Your Problem
The bottom line? No one else is going to value your time if you don’t. You have to teach others (and yourself) through words and actions, that your time is valuable. That may sound as if I’m characterizing all your of coworkers and clients as disrespectful. It’s not that. They simply have their own work lives to worry about and you need to worry about yours. If you feel someone is taking advantage, be honest and let them know you’ve spent as much time as you possibly can to help them. Point them in the right direction for more guidance. Be polite but firm. You’ll find that after you go through this once or twice, the process will become easier.

2. Cut the Cord
Here’s the thing. A time-management problem is usually not a time issue — it is a task issue. Specifically, you are not sorting through your work life and deciding which tasks really matter. This is like keeping old shoes in your closet that you really don’t wear, but continue to take up valuable space. Sometimes you have to give useless tasks the old “heave-ho.” Do you compile a report that nobody utilizes? Attend a weekly meeting that isn’t beneficial or necessary? Write the eulogy and cut the cord. It’s up to you. Choose or lose.

3. Playing Favorites is a Must
You hate prioritizing. Of course you do! Everyone does. But the number one priority to respect is your own calendar. Just remember that multitasking doesn’t work. Focusing on a single task, without interruption is critical. If you need a release valve in your schedule for tasks that pop up, set up time each Friday (or any plan that works) to connect the dots and tie up loose ends that develop during the week. Tell people politely, “My schedule is tight at the moment, but I’ll have time to explore that on Friday.” During this designated “catch-up time” you can consider ad-hoc requests and communicate responses.

4. Admit It — You’re a Control Freak
I know this excuse: “I don’t like to delegate.” But if you are a manager (or aspire to be one), the fact is that if you don’t learn how to delegate confidently, you will have trouble moving forward. Why? Because you won’t have the time to become a real leader. Chances are, you don’t trust other people to do the job as you would do it. I know. I’ve heard that excuse as well. But a surefire way to build resentment is to show your staff that you don’t trust them. You have to give up a little control and “mine” some time for the bigger picture.

5. Excuses Won’t Work
If you have a scheduling snafu, remember to ‘fess up as soon as you realize there is a problem. Recently I waited for a scheduled appointment with a specialist. After an hour, a nurse came out to ask if anyone was waiting for Dr “X.” After identifying myself, she let me know it would be at least another hour to see the doctor and asked if I would like to reschedule. They explained that the reason for the delay was that there were late additions to the schedule…but apparently they were on the books before I walked in the door. They didn’t bother to call or text me and give me the option not to wait.

If you are running behind or forget a commitment, take ownership as soon as you realize there is a problem. You’ll have a better chance of salvaging the relationship.

Time is a valuable commodity.

Use it wisely — and you’ll fuel your career.

Dr. Marla Gottschalk is a Workplace Psychologist. You can also find her on Twitter and Linkedin.

This post was originally published on Career Oxygen blog at Talent Zoo.

Career

Why You Should Want to Work Forever

by Marla GottschalkLeave a Comment on Why You Should Want to Work Forever

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It’s Thanksgiving morning. I’m juggling a recipe for homemade cranberry sauce (it’s not going well), the Macy’s NYC parade and a turkey that isn’t fully defrosted. (A slight mathematical error on my part). I am no Julia Child — but that is beside the point.

Between the marching bands and floats, the screen suddenly pans to a smiling older gentleman behind the scenes at NBC. Who is this? He’s 94-year-old Milton Delugg, musical director of the Macy’s parade — a role he has fulfilled in some capacity for many years.

I feel inspired seeing him there. He is a success on so many levels. (Note: Mr. Delugg remained as musical director for the parade through 2013. He recently passed away.)

One reason? He has found what he loves to do — his life’s work. While doing so, he continues to offer joy through the music he shares. Does this keep him young “at heart”? Not sure.

But he is remarkable.

I hope we all find this in our own career journey — and want to work forever. One more thing to be grateful for.

(But, I am still hoping for a cranberry sauce success.)

Happy Holidays!

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The Power of Your Employees

by Marla Gottschalk1 Comment on The Power of Your Employees
Photo by Marc Mueller on Pexels.com

Do we really need a consultant to let us know how to fix what is wrong with your business?

I doubt this is always necessary. What I do know, is that if you have a gut feeling that something is wrong, it probably is. However, you have the single best source of information right in front of you to get to the root of the problem quickly – your employees.

With all of the information swarming about the importance of employee engagement, we may be missing a prime opportunity to include our employees in the conversation. I am encouraging all of the bosses, managers and owners out there to access the single best resource of cutting-edge information – your staff!

You can read more about this, in my recent post for the LinkedIn Influencer program: The Wisdom of Your Employees.

Dr. Marla Gottschalk is a Workplace Psychologist. Connect with her and continue the conversation on Twitter and Linkedin.

Leadership

Don’t Work with People Like You

by Marla Gottschalk7 Comments on Don’t Work with People Like You

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This may seem counter intuitive — but I don’t recommend that you work with people like you. In fact, you shouldn’t work with those that make you feel entirely comfortable. (You don’t even need to like the people you work with, every minute of every day. But, liking all of your co-workers is a bonus.)  What you really need are people to challenge you and help you contribute to the limits of your potential. If you surround yourself with those of the same perspective — or temperament – or even in the same field or function — you are missing out on options for career growth and eventual success.

Most of us have a tendency to drift towards what we know — a completely normal response to an often harried world. We’ll travel the same path to work, and order the same menu item at a restaurant. This process becomes second nature and we don’t often question it. However, if we apply this to the workplace, things become problematical. You require exposure to differing opinions, experiences and work styles to excel.

Let’s imagine that you have the responsibility of forming a team to take on a problem or company initiative. You choose a team of  individuals whom you know and trust. What follows, is that you have a group of individuals that may certainly be strong in certain areas — but there is the possibly that they hold the same perspective or skill set that you possess. Consider the worst case scenario: that your team is just not robust enough to tackle the task in front of them. You now have a very serious problem. If you have indeed formed a team with similar perspective or skills as yourself, your team is now officially limited.

The same premise can hold for your career. If you have contact with only individuals who share your specific perspective, you’ll likely never be challenged. This can handicap you in so many ways.

The next opportunity you have to network or build a team, pause and consider bringing at least one completely fresh perspective to the table. Build your “team” with a wide breadth of both skills, temperaments and perspectives — being sure to represent all related functions. Add a mentor to your life from a completely unexpected background. Find out how that new co-worker, that you don’t quite “get” ticks.

You simply never know. That “odd man” may be holding the piece of the puzzle that you’ve been searching for.

Dr. Marla Gottschalk is a Workplace Psychologist. Connect with her and continue the conversation on Twitter and Linkedin.

Idea management

Friday Catalyst: A new way to look at great ideas – The slow hunch

by Marla GottschalkLeave a Comment on Friday Catalyst: A new way to look at great ideas – The slow hunch

You might think that all ideas come from quick moments of inspiration. Here is another way to look at the birth of great ideas:

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Have a Talk with Yourself About Social Media

by Marla Gottschalk8 Comments on Have a Talk with Yourself About Social Media

With all of the banter about whether CEOs should be active on Twitter — I’ve realized that I might need to have a “sit down” with myself about social media. C-Suite executives must carefully consider how they invest and utilize their time on social platforms. So should the rest of us. Not that I fail to see the tremendous value of social networks, obviously I do. I simply would like to pause and reflect on how I am spending my time with social. Is the time spent valuable and productive? I would like to ensure that it absolutely is.

With every innovation — whether a product or process — we search for ways to effectively integrate that change into our lives. It can take a bit of time to assess best fit, as the pendulum usually swings with great momentum toward the innovation, (often with a significant investment in time to master it) and then ultimately swings back in adjustment.

In some cases, with any new piece of technology or system, there is a moment when you might suddenly discover that you’ve had too much of a good thing. (Not unlike the moment when you realized that you’ve had too much coffee or spent too much money.) At that moment, choices need to be made. Your investment needs to be reconsidered. In fact, you might need to become — for lack of a better descriptor —”picky”.

How do we make those difficult choices, to ensure that the time you are devoting is well spent? A set of criteria will help. Of course, that set will vary from person to person. But, here is the start of one:

  • What are the opportunity costs? This is an obvious, yet needed question. What would you be doing with your time, if you were not spending that hour with social media? This trade-off should work for you, not against you.
  • Is your time with social meaningful? When you consider your personal goals, is social media helping you attain them? Are you able to reach the right contacts or customers? Does social help you raise awareness for a cause close to your heart?
  • Does it solve a problem? Is the social platform addressing an issue or need that cannot otherwise be addressed? For example, if you have team members in the field, does a social platform improve communication or work flow?
  • Are we adding value? Ultimately, what we add to the landscape should have value. Are we opening the door to a much needed conversation? Clarifying an issue? Bringing forward an entirely new perspective?
  • Will it help to develop your role or organization? Can the perspective you gain through social, somehow be applied to the betterment of your job, career or current organization? For example, how a crowd sourcing platform, might bring ideas from customers into your organization’s purview.

What are your criteria for making decisions about spending time with social? How will you make these tough choices going forward? I’d love to know.

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Monday, Monday: Why Doing What You Love Can Make Tomorrow Better

by Marla Gottschalk6 Comments on Monday, Monday: Why Doing What You Love Can Make Tomorrow Better

Monday Blues

Do you spend Sundays ruminating about how you’d like to avoid Mondays? According to Gallup, that transition won’t be nearly as traumatic if you report feeling engaged with your work. We are all recognizing the power of employee engagement in organizations today – and it seems this construct is likely related to a host of other relevant variables, including your mood.

Gallup measured the progression of specific emotions during the course of  our work week – with survey participants reporting their attitudes on a variety of topics including feelings of happiness, anger and stress. Not surprisingly, those who identified as “not engaged” or “actively disengaged” reported more negative responses, which subtly evolved during the course of a work week.  The data held some fascinating findings.

Some examples:

  • Happiness. There is an obvious difference in experiences of reported “happiness” – where those with lower levels of engagement, were less likely to report it. (For some reason this discrepancy peaked on Tuesdays for those identified as “actively disengaged”.)
  • Smiling and laughing. You guessed it! Those that reported feeling engaged at work, also reported smiling and laughing more. Just over 65% of “actively disengaged” respondents reported smiling and laughing “a lot” (on Tuesday), as compared to 90.7% of those reporting themselves as “engaged”.
  • Stress. Although all respondents were more likely to report higher levels of stress on Monday, as compared to Sunday, those reporting lower levels of engagement seem to be more susceptible. (Reported stress dipped a bit on Fridays, for all respondents.)
  • Anger. Those who reported feeling disengaged, were more likely to report feelings of anger. On Tuesdays, for example, more than one-quarter of those defined as “actively disengaged” reported experiences of anger the previous day, in comparison to 9.2% of those identified as “engaged”.

Engagement is continuing to emerge as a key workplace challenge in the evolution of work  – and more focus on this area will certainly follow. What helps you feel engaged at work? Tell us your story.

Dr. Marla Gottschalk is a Workplace Psychologist and coach. Connect with her and continue the conversation on Twitter and Linkedin.

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