You probably never heard of someone being called a "Know-it-Sum" - you probably only have heard of know-it-alls. I prefer to surround myself with people who know it sum.
A know-it-sum is someone who knows how it all adds up, but doesn't claim to know it all. They know that a sum of parts is far greater than one whole in many cases, and knows that it takes a team to make a dream a reality.
One person who claims to know more than anyone else tends to stand out like a sore thumb, but someone who is a know-it-sum knows that they must rely on others to fill the gaps.
This whole Miami Dolphins soap opera brings back horrible memories for me.
Workplace bullying is no joke and knows little boundaries.
As a "survivor" of workplace bullying who had to leave a workplace I loved because my bosses didn't believe me until after I resigned, I know what it's like to put up with unfair treatment.
I dealt with my bully but no one believed me. I had to quit to get anyone's attention. Thankfully, I've moved on to better places but the pain creeps in from time to time, especially when I know she still works there.
We need to teach people that this kind of behavior shouldn't be tolerated, at any age and regardless of who you are.
by Jared Wyner, Braathe Enterprises Virtual Intern, Human resources
It might seem counterproductive, but teams aren't all they're
cracked up to be!
Now that I have your attention and you're positive that
I'm wrong, let me introduce to to a novel thought; teams stagnate if they
are together for too long.
Corporations like Apple, Google, and Facebook
are rising stars in the tech industry which demands innovation. There are
many approaches to how inspiration, creativity, and innovation are
encouraged. It has been shown that in markets which demand such
innovations, disbanding and reformulation of teams can not only create more
vibrant teams, but a greater wealth of experience and more positive
corporate culture throughout the organization.
When approaching the issue from alternative points of view, it is evident that some would proffer the opinion that industries which are thought to require less innovation see
less of a benefit from teams. However, it has been shown that even the
most effective innovators' abilities are enhanced when they are among like
inspired minds. The same is true for what some might consider more mundane
Whatever your opinion, studies show that collaboration breeds
more positive results, which breeds positive cash flow. Seriously, when is
the last time your organization turned away a promising new revenue stream?
Recently I taught a one week course that took people out of their workplace for 4 consecutive days. While this course was effective in delivering the material, I definitely thought the students would get more out of it if it were stretched over two weeks.
In September, I will be teaching a course using this method of having two consecutive days over two consecutive weeks rather than have one week of 4 days. While this may prohibit some from traveling from out of town, it will give students the opportunity to reflect between sessions and also bring back some of their work to work to apply between sessions.
What can you do to make your training "breathe"?
1. Give your students more time to reflect on what they are learning between sessions.
2. Utilize training time for the "exciting stuff" - class discussions, interactive activities.
3. Save the "boring stuff" (slides, long lectures) for self-paced reflection by the participants where possible.
Look at how you schedule your training, and see how you can provide your students with a better formula for success.
One of the misconceptions of the idea of a full-time employee is that they have greater commitment than those who work a semi-regular work schedule. From my own experience as a part-time employee, as well as from witnessing the work of my colleagues who work second jobs, the commitment level I have seen often is far greater by those who work less than 30 hours a week in a position.
In terms of reliability, people often associate someone who works 5 8 hour days as someone who is committed to a company. However, from working with SAHMs (stay at home moms), virtual interns, and freelance project managers, I have seen the same type of commitment (if not more) in a 5-10 hour commitment to work than from people who work a traditional workweek.
People with kids, other jobs, and other commitments have other "full-time" commitments that require complimentary "part-time" commitments. The work they do often is a mental escape or a mental boost to help them break up their week and expand their range of influence. As well, they give 100% knowing that they only have 1-3 chances a week to see you in person and want to put forward their best effort.
The next time you are considering expanding your staff, consider opening up some roles for people who can only commit to a few days a week (or a few hours a day) and train them on a specific set of roles and responsibilities. Similarly, consider giving people who have been committed to you full-time to stay on seasonally or part-time to keep them involved in your business.
Deborah Mackin, renowned team-building author, will be presenting on Building an Innovative, Multi-Generational Workplace in Tech Valley for the Saratoga Economic Development Corporation (SEDC) Breakfast Leadership series on Thursday, May 30th, 2013 at Empire State College from 7:30-9:00 am.
Building an Innovative, Multi-Generational Workplace in Tech Valley will be the second out of four presentations. The topic to be discussed: how do we get all three generations of our workforce working together effectively? What does it take to lead Baby Boomers, to groom Gen X and to build the leadership skills of Gen Y or Millennials?
Since the professional world has become a mix of generational knowledge, few have stopped to try and understand what assets they have by having all these generations in one area. Many find that the differing generations butt heads; however Mackin will be presenting on how to get these generations to work together to create more organizational leaders. Joining Mackin this time around is newcomer and fellow leadership author, Matthew Harrington, who will add a Gen Y twist to the presentation. Harrington is seen as a subject matter expert in the field of Millennial workers having presented and written on the topic extensively.
Mackin states, "Managing a diverse workplace can be difficult at times. Finding the key to using every generation's strengths can make the workplace more productive and less tense. I find that in order to keep the harmony going among those of the Baby Boomer generation, Gen-X and that of Generation Y, you need to find the skills that are divergent and develop them for the benefit of the organization."
Date: Thursday, May 30, 2013
Time: 7:30 a.m. to 9:00 a.m.
Location: Empire State College's Center for Distance Learning
113 West Avenue
In 2008, I was at a routine physical when a doctor gave me that look like you never want to see. Thankfully, it was treatable, more common than most people know, and was a great incentive to drink less, eat better and love life every minute.
Turns out eating cereal was killing me. Fortified iron had given me an iron level 6 times the normal. My doctor figured out I had hereditary hemachromotosis, or what some people call "the Irish flu". Untreated, could have had heart brain and liver issues later on in life. They don't usually catch it when you are young but thankfully OD'ing on "healthy" cereal with 100 percent daily allowance of iron brought out the diagnosis when I was 33.
I had to have a pint of blood removed every month for a year, and eat better. Each time, I noticed by energy levels and focus getting better and better than before. It was like having my body rebuilt from the inside out.
Today, I just get a pint of blood removed every three months and watch out for iron fortified foods. I have no high iron issues anymore and I feel even better than I ever did before being diagnosed (although I showed no health symptoms)
So today, be happy that you know that Tony Stark isn't the only Iron Man you know :0). Be sure to encourage your staff to get regular checkups. If that means working it into the work day, providing on site medical or wellness centers, or encouraging regular fitness routines, the health of your staff needs to be a top consideration for your HR strategies.
What will make this initiative successful is the human capital involved. With a recruiting effort internationally to find college interns passionate about business and startups, we've been able to leverage over 50 college interns to join us to gain real world experience. In concert with our mentors and professionals who are interested in being part of this effort, we look to make a huge impact on the world through some innovative planning and execution.
Projects aren't daunting if you get the right people on board. Get the people, then create the projects!
Nicknames are often used to create or show a sense of comfort in the presence of another. When you give someone a nickname (or use the name they prefer), it creates a feeling of camaraderie and a greater sense of belonging.
It's important, however, to ask the person what they prefer to be called rather than just assigning a nickname to them.
I always am amazed when people just assume that they can call me Bob or Rob when they meet me. When I lived in Boston, I was given the name Bert Sterling because I didn't want to be called Rob and I had an overly excited reaction to the Yankees getting Sterling Hitchcock in a trade.
To this day, people closest to me call me Bert or Robbie or Bobby. But don't even think about calling me Rob or Bob!