Your Legacy

Behavioral modeling is the most elementary way that humans learn. This means that people observe what others do and then do the same thing. If you’re not sure about that, just let a bad word slip in front of a four year-old and see what happens. It is why mentoring programs are so popular and so effective.

As a manager, this puts a pretty heavy burden on what you do all the time. Because your people watch your actions and do what they see. Then they become managers and manage as they observed. Your example and influence continues. If you have ever wondered why a crappy manager is the way they are, just ask them about managers in their past.

In today’s organizations, managers are asked to do more than is humanly possible. So being harried and impatient and taking short-cuts may seem like the only way. But the view from 10,000 feet shows that what a manager does every day is part of a very powerful legacy that stretches years into the future.

Ask yourself, “Is this the way I want my (manager) descendents to do it?”.

Some lessons:

  • Everything you do as a manager matters.
  • Work for great managers and just soak it up.
  • If that’s not possible, make a conscious effort to not pick up the bad habits of bad managers.

For those with a history of working for bad managers, consider coaching.

 

What do you think?

HR Savvy

What I thought must be tricky has proven to be obvious to HR practitioners, consultants, biz owners and academics. I’m referring to the HR Brain Twister I presented three weeks ago about using compromised data in performance records.

The experts I heard from expressed concern about damage to employee morale, loss of meaning for the PA system and possible legal challenges.

Thanks to all of you who responded to my question.

My reaction to the situation was that using the bad data was wrong. However, a couple of leaders in the organization, generally regarded as authorities on HRM and measurement methods, insisted it was an acceptable move.

Two good lessons here: 1) Do not allow garbage into your performance evaluation process and 2) if you know your stuff, go with your gut, even when others have a different opinion.

 

Your thoughts?

Time to Think About Pruning

One of the reasons I loved our house when we first looked at it is because of the mature and magnificent flowering shrubs including sasanquas and camellias that surround it. The house was built in 1927 so the vegetation is probably about 80 years old. Although officially classified as shrubs, they stand taller than the roofline, at least 15 or 20 feet high. The sasanquas bloom starting in October. The white one is the first camellia to bloom and is always in time for Thanksgiving. The others open throughout December and January.

A key to healthy and beautiful growth is to cut these plants back as soon as they stop blooming. That will be very soon for the sasanquas and over the next few months for the camellias. Pruning is a must and if you do it too late, next year’s blooms are compromised. Pruning is as key to cultivating growth as food, water and sunshine.

Have you had a beautiful and productive year? Are you thinking about what you want to accomplish next year? Consider what you need to prune from your world. Is there something that served its purpose but is no longer necessary? Trim it from your life. Don’t wait too late. Removing the deadwood will allow you to focus your energy on healthy new growth and produce lovely new blooms in 2012.

Be the Lighthouse & Be the Forklift

Here are two simple but powerful metaphors for managers.

Be the Lighthouse:

  • enable those around you to safely reach their destination
  • light the path to the ultimate goal
  • keep employees from crashing into obstacles along the way
  • guide and encourage others
  • be a beacon of safety and security during dark and stormy periods

Be the Forklift:

  • lift up your employees as needed
  • be a source of strength when there is too much for one person to handle
  • help others move forward with their heavy load

This management wisdom comes from Kundalini yoga, Yogi Bhajan and gifted yoga teacher Amy Pickholtz.

This One’s for You, NASA

http://www.youtube.com/watch?v=tqrDWa7Eabk&feature=related

 

Did not catch today’s shuttle lift off live but have watched the video several times and it gives me chills and I feel awe, greatness, and such a thrill.  I am a big fan of the space program; maybe because I was born in 1962 and clearly remember how someone’s parent would haul a big, heavy tv into our first and second grade classrooms so we could watch Apollo missions.  And, of course the memory from July 1969 of family gathered in our den watching Neil Armstrong walk on the moon is pretty cool. I know youth is coveted in the world today, but I kind of feel sorry for those so young they were not alive during the amazing and exciting early years of space travel.   I daily use (and love) my microwave oven, memory foam mattress, scratch resistant eyeglass lenses and regularly use dozens of other consumer products made possible by space program research.

But, because I am an organizational psychologist, I am also tuned into some other things we’ve gotten from NASA – a lot of great knowledge about organization behavior including awesome examples of leadership, teamwork, problem solving, creativity, expertise as well as some very tough lessons on decision making and group think.  I taught a college-level course in Organization Behavior for many years and often pulled from NASA examples to explain sometimes difficult concepts.

My husband and I recently had brunch with friends at Luke (our current favorite John Besh restaurant in New Orleans) and movies came up.  We all agreed Apollo 13 is worth watching yearly.  I know it’s a movie about what happened on that mission but regardless, some of the scenes stay with me.  In one of those, a box of seemingly random parts is dumped on a table in a conference room full of engineers. They are told that in a limited amount of time, using only those parts, to figure out a way to connect a square piece to circular one and that “failure is not an option”.  And they do.   Another scene near the end, when someone says to Gene Kranz, NASA Flight Director, “This could be the worst disaster NASA’s ever faced” and he replies, “With all due respect, sir, I believe this is gonna be our finest hour” really chokes me up. Finally, at the end of the movie, when the Odyssey splashes down in the Pacific and the astronauts fall out into the rescue raft, surrounded by the greatness of the US military, I ALWAYS feel overwhelmed with pride that I am an American.  It’s not terribly different from what I felt today when I watched the video of the final shuttle launch.

So, to all NASA employees, past and present, and to those in the US military that have supported NASA efforts and to the NASA contractors out there including neighbors in New Orleans who worked at the Michoud facility all those years:  Thanks for a lifetime of great lessons and memories.