Three ideas for Friday

22 09 2006

1. You might be frustrated, angry or bored with the way things are done at work. There are three easy solutions.

  • Create a new method or solution and actively work to implement it. It does no good to have great ideas and keep them silent. There are millions of great ideas in the world. Very few ever get implemented. Work for the changes you want to happen.
  • Change your attitude. If you have no solution, accept the present circumstances. You are working to achieve a goal, and the current procedures and problems are part of that process. Don’t lose sight of the goal. Smile and be positive once in a while I promise it won’t kill you.
  • Find a new environment (leave your position). If it can’t be changed, and you can’t accept it, the best alternative is to remove yourself from the situation.

2. Reward yourself

  • Are you enjoying the fruits of your labor? Are you using the money, power or prestige to make yourself and your family happy?
  • Despite what some people think or strive for, work is not a world of giggles and frolic filled moments. Work is work. It can be fun, and it can be very rewarding an pleasant, but it is never better than a vacation or your free-time.
  • They say that some people live to work, and that others work to live. What camp are you in?

3. Identify what gets you excited and enthusiastic.

  • Finding and identifying the events, circumstances or ideas that get you excited is the first step in motivating yourself and others.
  • Excitement and enthusiasm are contagious. Spread it around

Related Links

Things you should do on Friday afternoon 

10 Things you should NEVER do on Friday afternoon

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Re-inventing the job interview

6 09 2006

I’ve been monitoring with great interest the idea and reactions to Seth Godin’s post The end of the job interview. He questions our current job interview process and proposes an interesting alternative.

Perhaps it’s time to take a hard look at our hiring and interview processes. Are they serving our needs and requirements or creating future problems?

Reinventing the job interview and hiring process makes perfect sense when we reflect that it was developed for a 20th century workforce that consisted primarily of manufacturing laborers.

The 21st century, brings an abundance of knowledge workers and forces us to ask what is the best method to determine if they are right for our organization. The interview and process required in order to understand the potential employees abilities are very different for knowledge workers.

The top leadership and management jobs in our companies have always been filled by candidates that have come with recommendations from other companies or executive networks. This provides a certain level of security that they had the skills in the old job, but no guarantee they will succeed in your organization and corporate culture in the future.

We are already seeing a shift in how we hire and select candidates. The use of networking and on-line social networks are allowing job seekers and employers access to individuals (at all levels of the company) who come with a certain degree of “recommendation”.

Dr. Ellen Weber has added her opinion to Seth’s ideas at Brain Based Business. Her piece Seth wants to bury job interviews for his own alternatives adds scientific and psychological perspectives as to why or why the concepts might just work.

David Maister lends his voice to the discussion with a resounding “I’m of the belief that the overwhelming majority of recruiting interviewing is a complete waste of time. In Screening for Character he argues that we should be hiring attitude and character, and our goal in the hiring process is to identify these traits. But there is a catch. We are not trained to do this. He suggests that candidate recommendations from others that we respect and trust are our current best method to assure “success” in the hiring process.

It’s a profound, extensive and obviously well known dilemma in our society and organizations. We know exactly what’s broke and not working well.

Now, who knows how to fix it?





Putting change into perspective

25 08 2006

We all understand that change is a part of our life. We’re physically changing, our environment is changing, our relationships are changing, the whole universe in changing.

How can we successfully survive and prosper in an environment that is constantly evolving, moving and changing?

How do we reduce and eliminate stress and indecision from our lives?

Change does not have to take us by surprise. It does not, and should not be thought of as a negative force. We can plan, prepare, adjust and create strategies that allow us to feel comfortable, reduce stress and look forward to change.

Change Options

  • Predict the change before it happens
  • Control the changes, limit the velocity or magnitud, guide and channel the change to fit your objectives
  • Create and provoke the changes
  • Embrace the changes, go with the flow, adapt and enjoy
  • Ignore change, the “head in the sand” treatment, pretend it doesn’t exist or isn’t happening.
  • Observe and analyze change, identify the factors that caused the change and study the effects.

Life is all about change. Growth is optional. It all depends on you.