Thank You - You get more Bees!

I love getting thank you notes and other odes of appreciation.  I send quick notes regularly as well it serves a two way purpose.  

#1 - It helps me remember the person and what they did, or why I contacted them.  

#2 - It's just down right polite.  (I know for some that's a strange concept, but being polite is still OK in my book.)

So today, if you remember send a quick note of thanks to someone.  As a very candid former manager used to say "you get more bees with sugar than sh*t". 

Employee Engagement = Growth + Profit

If you have not yet noticed I am a little obsessed with Employee Engagement and Work Life Balance; trailed by my passion for Project Management -- but what project can be managed without people? Organizations need to treat their employees more like assets by creating a vested strategy for employee engagement. 

Kruse, K. (Jan.7, 2014) Retrieved from Forbes.com

Organizations that see their employees as assets generally treat their people well.  In turn those people project a positive company image.  Think about where you work for a moment, is the overall consensus of your colleagues that they are just there for a paycheck?  If so, I hate to tell you but your organization is not engaging it's employees.  And your coworkers are more likely to seek employment elsewhere; so there is a possibility for high turnover and job instability.

Or are you engaged in activities like team building, wellness, taking part in the delivery, development or strategic roll out of products/services?  Does your employer allow you a flexible schedule and realize you are a person outside of the organization?  Can you telecommute to take advantage of needed time away from the office?  If you answer yes to any of these questions congratulations, you work within an organization that recognizes the advantages of their people.  You my friend, are an engaged employee.  

I am becoming more and more convinced that for an organization to reach its maximum potential it must treat it's people like capital, or in HR lingo Human Capital.  Capital goes a long way when you start talking strategies for growth, talent retention, expansion, and succession.  In dollars and cents we think capital to keep it we reinvest it.  In human capital, the same principle applies.

Written by Blair Gaines 04/17/2014

T-Minus 6 Days Until Greatness Continues

Ok, so I am not like most adult working students, I embrace the work life balance and I love all that comes with it; the good and the bad.  So right now my not so average self proclaims:  I am super excited about the Spring Semester!  Again I shall claim my throne on the #DeansList!

Singing in OUTLOUD!

Sometimes you want to go 

Where everybody knows your name, 
and they're always glad you came. 
You wanna be where you can see, 
our troubles are all the same 
You wanna be where everybody knows 
Your name. 

#DeansList or #Bust!!!

Our Project Has Lost It's Funding and I Need To Motivate My Staff!

I am generally cheerful, upbeat, and straight up no chaser.  So when it was announced that our Project in our Market (and some other Markets) had lost it's funding, my first concern was my team.  

As a Manager, I asked other Managers (more seasoned than myself) how do they best motivate their teams in such an environment.  I have yet to get a good answer that was not involving some sort of corporate motto, or just ramblings about what people need to do while sitting at their computers.  While this advice was well rehearsed in strategies for corporate success, there were no hit home techniques that would actually motivate and improve moral overall. 

Then I found this article....#Great Tips!

 http://workreimagined.aarp.org/manage-your-career/my-companys-downsizing-how-can-i-keep-my-staff-motivated-and-keep-my-head-above-water-too/

Career coach Kathy Caprino ticks off 7 things to do right away.

AT WORK by Kathy Caprino on 9/19/12

Q. My company is undergoing downsizing. How can I weather the storm, keep my staff (and myself) motivated, even when I know I could be next? I’m worried about finding new employment at my age as well. What’s the best way to behave?

A. This is a very tough situation – to be under scrutiny yourself while attempting to be a motivating and inspiring leader and manager during times of change. I applaud your efforts. The best advice I can give involves two aspects of the situation – managing yourself well in times of unknowing, and inspiring others to do the same.
First, in tumultuous times, it’s most important to bring your highest and best self forward, to be the kind of leader, manager, and colleague that you’ll be proud of, no matter what happens. This means staying as far away from negative behaviors like gossip, back-stabbing, and catastrophizing, and doing your work to the best of your ability. The key is to avoid actions and words that you’ll regret in the future. (For a powerful read on behaviors that support us in tough times, check out The Four Agreements). Find new ways to be of service, and pour yourself into work in a constructive manner so that you will be remembered for your strength, your resilience, and your positive attitude.  If you are being evaluated for downsizing, it’s usually because your role is redundant, or there are efficiencies that can be achieved by deleting your position, or you personally have not been deemed essential or beneficial to the team at this juncture. Your behavior now won’t alter how you fare with the first two criteria, but it could shape the third – how others view you and the importance of your contribution going forward.

In terms of motivating others, be open and honest as far as you can, but manage your emotions, and neutralize your negativity, fear or anxiety. Clear yourself of what you’re afraid of – by taking action to understand the situation and by doing your best regardless of the situation. Have regular meetings with your staff, to share feedback, concerns and create a strategic plan that your team can buy into. I’d err on the side of openness – let people share their concerns but also set strong boundaries around how you will hear, and address, these concerns.

If being downsized is a strong possibility for you, engage now in the key steps of planning for your next chapter and/or looking for a new job or role, including: 1) upgrading your resume and LinkedIn profile, 2) building your support network, 3) reaching out to colleagues and peers to get reconnected, 4) requesting testimonials and endorsements for your digital profile, 5) attending organizational and professional events, and 6) determining the top 30 companies you want to work for, and what type of role you want next, and 7) interviewing successfully to achieve that. Share with your support community exactly what you’re looking for, and ask your friends and colleagues if they know anyone with whom you could speak who might be of help.

Over the long arch of your career, it’s vitally important to be realistic – understand with eyes wide open the challenges you face – but also remain positive and upbeat (yes, being positive absolutely affects your career).  Engage yourself in co-creating what you desire to happen and do everything in your power to shape the next chapter of your life and work as you truly want it. 

Career coach Kathy Caprino is the founder of Ellia Communications and the author of Breakdown, Breakthrough.  Her new program, the Amazing Career Project, designed to help women navigate a successful career transformation launches in mid-September.