I recently got two reader e-mails. One was from a 20-something marketing professional who was frustrated by the lack of an organized chain of command at her company.
The other was from a 45-year-old who was thrilled that after more than 20 years in corporate America, he was at last working in a so-called “open environment.” No more offices, no more cubicles.
These messages really got me thinking: Are hierarchies dead? Check out the full discussion in my post over at the AMEX OPEN Forum.
Posted at 12:00 PM in Daily Life, Employment Trends, Life in the 21st Century, Office Politics | Permalink | Comments (0) | TrackBack (0)
Sherrie Haynie, a consultant with CPP, Inc., the publisher of the Myers-Briggs assessment, had this to say regarding introverts:
“Often, introverts describe how they interact with the outside world as a performance, and acting is work. Similar to professional actors, introverts may appear enthusiastic, lively and entertaining. However, many describe the experience as being ‘on stage’ – for an introvert to spend a significant amount of their day using non-preferred characteristics requires a great deal of energy.”
Wow. I couldn’t have said it better myself, and I am, in fact, one of those introverts.
Eva Rykrsmith wrote a great piece on how introverts can be more effective at work. For some other thoughts on how introverts can manage the stress of a role that requires extroverted behaviors, have a look at my post on Intuit's Quickbase blog.
Posted at 12:00 PM in Attitude & Motivation, Communication, Daily Life, People Skills, Personal Marketing | Permalink | Comments (3) | TrackBack (0)
Gamification is defined as the use of game design techniques to engage audiences. Gamification encourages players to engage in desirable behavior by dangling the carrot otherwise known as “winning.”
The reason we like online gambling so much is that apparently, human beings have a psychological predisposition to gaming. And many organizations are jumping on the gamification bandwagon in order to motivate employees and combat disengagement.
What's gamification all about? Find out what I uncovered over at the AMEX OPEN Forum.
Posted at 12:00 PM in Best Practices, Creativity & Innovation, Culture, Daily Life, Employment Trends, Games, HR Issues, Life in the 21st Century, Technology | Permalink | Comments (1) | TrackBack (0)
Nevertheless, the trend is coming at us like a full-speed train. A Google search of “virtual teams” revealed some interesting 2011 research published in Hypergrid Business, a magazine devoted to virtual teaming.
The study, “Virtual Work Environments in a Post-Recession Era,” conducted on behalf of Brandman University by Forrester Consulting, revealed strong adoption of virtual teams. Forty percent of survey respondents said that 40 percent or more of their company’s employees work in virtual teams today, and more than half expect virtual teaming to increase in the next one to three years.
Managerial concerns associated with virtual teaming are many. 57 percent cited earning trust, 49 percent cited communicating effectively, 43 percent cited managing projects and deadlines successfully and 43 percent cited creating consensus during decision making as among the top concerns.
Considering that virtual teams are so pervasive and so many managers are losing sleep over them, my Culture Beat column over at the AMEX OPEN Forum includes some virtual teaming best practices. Hope you'll check them out!
Posted at 12:00 PM in Best Practices, Communication, Culture, Current Affairs, Daily Life, Flexible Work, Life in the 21st Century, Management, Productivity, Project Management, Social Media, Technology | Permalink | Comments (0) | TrackBack (0)
1. You asked your co-worker if she was pregnant, and she's not.
2. You asked your boss of eight years if he enjoyed his Christmas, and he had to remind you that he's Jewish.
3. Your co-worker is a touchy-feely type, and you just admitted it makes you uncomfortable.
4. A colleague just remarked on an unsavory habit of yours - like the fact that you bite your nails.
5. After going on about how much you dislike a new hire, your colleague informs you he's her cousin.
Okay, so maybe these aren't THE most awkward conversations, but they are certainly good examples. In fact, I am certain there is no shortage of truly awkward moments that could occur at the office. In order to make them less excruciating, here are some suggestions.
If Someone Made an Awkward Comment to You
Rather than acting offended or taken aback, keep your cool and be as gracious as possible. Say something simple like "thanks for letting me know," or even something moderately tongue-and-cheek, like "thanks for sharing." Then, proceed to change the subject and converse as if the awkward comment never happened. Recognize that the other person is probably still uncomfortable, sol do your best to engage him or her in a discussion by asking questions and demonstrating body language that shows there are no hard feelings.
If You Made the Awkward Comment
Instead of standing there like you were the victim of a stun gun, make light of the moment in order to put both of you at ease. My go-to phrase in this situation is, "well, that was awkward." Smile and turn the conversation in a positive direction. For example, in the case of the non-pregnant co-worker, you might say, "I guess you must be glowing for another reason. What skin care regimen do you use? I might have to try it."
Now more than ever, it's important to be mentally present for the person. Don't let yourself get distracted by technology or other people during the conversation, and genuinely listen to what she's saying. The more involved and attentive you are, the less likely you are to find yourself in the middle of another uncomfortable moment.
This post was originally published on Intuit's Quickbase blog.
Posted at 11:00 AM in Communication, Daily Life, Office Politics, People Skills | Permalink | Comments (6) | TrackBack (0)
Whenever you hear something juicy about a colleague, whether it is related to work or not, you have the immediate impulse to share it across the hall. Why?
Frank T. McAndrew is a professor at Knox College in Illinois who has devoted part of his research on evolutionary psychology to the study of gossip.
Apparently, humans have an almost irresistible desire to talk about people who are not present. McAndrew believes that in the ancient past, gossip served a useful social function in bonding group members together. At a time when humans lived in small bands and meeting strangers was a rare occurrence, gossip helped us survive and thrive. Thus, it appears that we are hardwired to be fascinated by gossip.
McAndrew’s research, as described in Scientific American, showed that we're keen to hear and pass along any bad news about our rivals or any good news about our friends. Men are more likely to share gossip with their romantic partners, while women will whisper with their lovers and their friends alike. Both men and women prefer talking about and hearing about people of their own gender.
Despite the genetic predisposition, however, it’s a good idea to censor yourself in the workplace. Dishing the dirt at work is obviously fun, especially if you’re bored. Listen all you want, but refrain from contributing to conversations that could compromise someone’s reputation. Damaging stories spread like a conflagration, and being nailed as the source can be a career killer. If someone shares a tasty tidbit, simply nod and smile.
Also, don’t swear at work. Nothing taints your professional reputation as much as foul language. There are people all over the business world who spew curse words, and maybe your boss is one of them. If you’re tempted to join in, remember where the phrase “potty mouth” came from. At work, you don’t want to look or smell like you were anywhere near the potty, so don’t sound like it either.
When it comes to work conversation topics in general, talking about whatever comes to mind may not necessarily be appreciated, and could earn you a label you don’t want. I suggest avoiding any discussion involving sex, drugs, or politics, because even if you are sure all of your co-workers are on the same page as you, you’re probably wrong about someone.
According to Anthony Balderrama’s CareerBuilder.com article, 13 Things to Keep to Yourself at Work, other conversation topics to steer clear of at work include:
Even seemingly inoffensive topics can actually get you into trouble, so before you open your mouth, think about whether the listener really needs to hear what you’re about to say, and how he will react to it.
Here’s a story that took me by surprise when I heard it. John Olson was an assistant manager at Publix Supermarkets in Florida, a workplace filled with golf-playing fanatics. John, on the other hand, preferred to spend his time off in more adventurous pursuits. Once, he took an airboat into the Everglades and spent the afternoon wrestling alligators. When John bragged about it to his manager, the boss flew into a breathless rant about how John was an irresponsible manager and was setting a poor example for his hourly employees. So, you never know.
In short, while you certainly don’t have to walk around the office bound and gagged, you should always ask yourself, “is this TMI (too much information)?” before sharing it.
This post was originally published on Intuit's Quickbase blog.
Posted at 11:00 AM in Communication, Daily Life, Office Politics, People Skills, Professionalism, Troubleshooting | Permalink | Comments (4) | TrackBack (0)
I’ve always been an admirer of Sergey Brin, a Russian Jew like myself who landed in Maryland. Just a few years older than me, Sergey co-founded one of the largest technology companies in the world: Google. But what started as a garage project is now a multi-billion dollar global organization employing nearly 20,000, and it has been interesting to see how Google’s culture has evolved.
Google corporate headquarters, known as the Googleplex, is the center of the Google universe. It’s located on an enormous campus in Mountain View, Calif.—or Silicon Valley—to which employees from the San Francisco Bay area are bussed daily via a free, Wi-Fi enabled and environmentally-friendly shuttle.
Google Feeds Its Brains
The Googleplex takes employee benefits to a whole new level. For one thing, there’s the food. Google provides its employees with three gourmet, all-you-can-eat meals a day, in various cafes around campus. At one, Pintxo 47, employees can select from tapas-style entrees including steak tartare, rabbit confit and Porcini mushrooms. Googlers sit at whatever table has an opening and enjoy lunch as a time to meet new people and discuss their projects with members of other teams.
Work Made Easy
After lunch, going back to the office is a pleasant experience. There are very few closed doors, as Google favors shared cube areas and huddle rooms. If your laptop is acting up, there’s a Tech Stop on every floor that will fix it on the spot. Management has decreed that 20 percent of employee time can be spent on a personal project. You can bring your dog to work and ride a bicycle or scooter to a meeting in another campus building.
Recreation Abounds
When you’re not working, there’s no real reason to leave. At the Googleplex, you can work out, swim, play pool and volleyball, get a massage, go to the doctor or get your hair cut. You can drop your children at daycare or get assistance with financial planning, adoption or nonprofit initiatives. There are employee interest groups for everything, including meditation and salsa dancing, and—to peak your intellectual curiosity—Google sponsors lectures from visiting authors, professors, scientists and politicians.
A Startup Vibe?
On its website, Google says that it maintains a small company feel. Every employee is a hands-on contributor, and everyone wears several hats. No one hesitates to pose questions directly to Larry or Sergey in weekly all-hands meetings. Google claims to be aggressively inclusive in its hiring, and it publicly favors ability over experience.
As Chief Culture Officer Stacy Savides Sullivan told CNET a few years back: “Google-y is defined as somebody who is fairly flexible, adaptable and not focusing on titles and hierarchy, and just gets stuff done.”
It’s easy to see how the Google culture might be ideal for a twenty-something employee, because the environment is very similar to a college campus. So concurs an ex-Googler who now works at Microsoft: “These kids don’t have a life yet so they spend all of their time at work. Google provides everything they need, even clothes (clean tee-shirts are placed in bins for people to grab)!”
The downside of Google is its lack of career development and progression. Like a startup, the organization is very flat, and it’s not common to be promoted from an individual contributor to a manager. A good review might result in a salary increase and a higher title, but responsibilities don’t necessarily change. However, as long as you know what you’re getting into, the Googleplex perks are hard to pass up.
This post was originally published at the AMEX Open Forum. Have you checked out my Culture Beat column yet?
Posted at 12:00 PM in Best Practices, Culture, Current Affairs, Daily Life, Employment Trends, Life in the 21st Century, Productivity | Permalink | Comments (1) | TrackBack (0)
Self-discipline is the internal drive to make things happen. Some might argue that it is a trait that you either have or you don’t, but I believe that anyone can increase their self-discipline with a little effort. Here are some suggestions to implement during your work day.
One key to self-discipline is to adhere to a strict daily schedule. Set aside a block of time to accomplish each task, and when that period is up, move on. If it’s not time to check e-mail or surf the Internet, don’t do it.
Sometimes, a task can seem so big that it’s overwhelming, and because you don’t even know how or where to start, you become paralyzed. Therefore, you will need to take a complicated endeavor and break it down into short, manageable tasks. Once you’ve finished one component, you’ll gain momentum and enthusiasm. Start small.
Self-discipline comes more effortlessly when you’re genuinely enjoying what you’re doing. While there will inevitably be parts of any job that you don’t like as much, try to find a way to outsource tasks that you find very unpleasant so that they don’t wreak havoc with your motivation.
You should also realize that perfection will hinder your efforts to be more disciplined. If you decide not to take action until conditions are 100percent ideal, or one part of a project is 100percent completed, you’ll never get anywhere. Instead, it’s most important to keep moving, even if it means doing a job that’s just good enough, or returning later to a problematic issue.
No matter how pressed for time you are, don’t forget to reward yourself when you finish each task. Instead of immediately moving on to the next activity, plan to spend an hour doing something rejuvenating, like getting a massage or playing your favorite video game. Self-discipline will be easier to sustain if you can anticipate something fun at the end of long working hours.
This post was originally published on Intuit's Quickbase blog.
Posted at 01:00 PM in Attitude & Motivation, Best Practices, Daily Life, Goal Setting, Ownership & Initiative, Personal Development, Productivity, Time Management | Permalink | Comments (2) | TrackBack (0)
I get a lot of e-mails from people asking how they can establish better relationships with their managers. It seems that everyone – from the entry-level college graduate to the seasoned middle manager, has this issue. To start, I recommend never letting these tempting phrases pass through your lips:
When your manager asks you to do something, she wants you to accommodate her. She wants to view you as a can-do member of the team who will be willing to pitch in and help when necessary. Telling her that something is “not your job” – even if it’s true – will damage that perception.
Taking responsibility is one of the elements that sets apart successful employees from unsuccessful ones. Instead of looking to place blame, help your manager figure out what the team can do to remedy the situation.
This is an office, not a club, and your manager does not want to hear that you have a personality conflict with a co-worker. You can work with this person, and you will work with this person, so focus on what you can do to improve the relationship without your boss’ intervention.
Instead of telling your manager you can’t do something because you have too much on your plate (which will lead him to think he can’t depend on you), detail your to-dos and ask for his help in prioritizing them.
A purely negative attitude like this will turn off your manager. Even if you really believe it’s not possible, be constructive. Say something like: “That’s one approach, though here are some of the challenges we’ll face.”
You don’t actually know how everyone else feels, so speak in terms of your own experiences. In doing so, be specific about what isn’t working for you, without using strong emotion words like “hate.” And whenever possible, try to identify potential solutions so your manager doesn’t see you as the complainer.
This post was originally published on Intuit's Quickbase blog.
Posted at 01:00 PM in Attitude & Motivation, Best Practices, Communication, Daily Life, Emotional Intelligence, Entry Level, Office Politics, People Skills, Professionalism | Permalink | Comments (7) | TrackBack (0)
It’s a fact of modern work life that many of us have multiple supervisors. And even if you’re an efficient multi-tasker, you’re never going to be Superman. It’s not a good idea to sabotage your goals by taking on more work than you can do just because someone above you said so.
In general, you want to be perceived as a can-do employee by all of your supervisors. A good first step is to formalize your daily responsibilities with your official boss. Find out who on your team is authorized to delegate work to you, and note the type of assignments you can expect from each person.
Let’s say that Joe, who is outside this core group of delegators, gives you a stack of client status reports to do. How should you respond? It’s perfectly appropriate to politely reply that you would be glad to help, but that you would appreciate it if Joe would check with your official manager first. Joe may or may not pursue the matter, but, either way, you have extricated yourself from an awkward situation and have placed the ball squarely in your official boss’s court. In all likelihood, your boss will say no to Joe for you, especially if doing status reports is outside your area of responsibility.
Now imagine that Jane, a member of your core group of delegators, leaves an urgent assignment on your chair that must be done by the end of the week. Jane has known about the task for a few days, but now it’s Friday morning and the deadline is looming. As my mother used to say, don’t let another person’s lack of planning become your emergency. If your own “to do” list dictates you do something else, speak up.
Tell Jane that you wish you could do the task for her, but you are currently working on a project with Tom that requires your attention. Give her the option of resolving the issue with Tom or your official boss, and emphasize how much you enjoy working with her. Ideally, Jane will leave the interaction with the perception that you sincerely do want to help her, but that you can’t help being caught between conflicting responsibilities.
What if your official boss is the one with an urgent request that you don’t have the time to attend to? In a way, this is the least painful scenario, because all you really have to do is ask her to help you prioritize your various assignments. You can say something such as, “I’d be happy to take care of that, but today I’m researching statistics for Tom’s client presentation. Which do you think I should do first?”
If your official boss wants to snatch your time at Tom’s expense, that’s her prerogative. Again, though, you have made someone else accountable for deciding which of the competing tasks you should direct your energy toward. By always striving to present yourself as a hardworking and disciplined employee with the best interests of the organization at heart, you will be able to maintain good relationships will everyone above you without killing yourself in the process.
This post was originally published on Intuit's Quickbase blog.
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