David Rock’s SCARF model of influencing others reveals 5 domains of human social experience. They include: status, certainty, autonomy, relatedness and fairness. To find out more, go to
Who isn’t? Given we spend so much time at work and expend enormous amounts of energy doing what we do in our workplace, it should be the source of happiness and fulfilment. Yet often times, it isn’t. Dr Srikumar Rao’s presentation on this topic is timely, hugely interesting and educational. Take an hour out of your day to hear his lecture and tips:
Rudman (1999:52) in Human Resources Management in New Zealand says the top 10 factors in job satisfaction include: respect of the people you work with; learning something new; seeing your suggestions acted upon; being asked for advice; being well trained; personal freedom; a challenge; helping other people; respect of other people in your field; and being liked by the people you work with.
How many of these factors can you tick? What factors aren’t on Rudman’s list that you’d like to see there?
It’s interesting to see that financial rewards aren’t on the list at all…
Teresa Amabile, in a TedTalks session at http://www.youtube.com/watch?v=XD6N8bsjOEE discusses the Progress Principle and the catalysts and inhibitors to employee engagement. She notes the importance of small wins and how to make progress in the workplace while caring about the people who work within it. It’s well worth watching.
Great news in The Press, 09/09/2013 – the Ministry of Business, Innovation and Employment will soon issue new guidelines that define bullying and alert bosses to what they need to do to counteract any bullying in their workplaces. The statistics are staggering: bullying costs companies millions of dollars in lost productivity; and in the rehiring and retraining costs to replace staff who leave unsafe workplaces. In my experience, few workplaces have documented policies and processes to deal with bullying behaviour so the behaviours are enabled and good staff eventually leave for safer workplaces.
The process for shutting down digital assets for accounts such as Twitter, Facebook, LinkedIn, YouTube, PayPal and email accounts, is not simple. For example, amongst other things, Facebook requires a copy of a deceased person’s death certificate; LinkedIn requires verification of death, such as a death notice; Twitter requires the names and contact information of people closing the account, plus a link to a public obituary and YouTube requires a death certificate, a power of attorney document and details of the person closing the account. So, when you next have some free time, list your digital assets and their passwords and user names and nominate someone you trust to close your accounts, in the event of your premature demise.
Researchers from Stanford University and the Miles Group have found a number of surprising findings in their recent research concerning what CEO’s really want from coaching. You may be surprised…see
I’ve read several articles of late that mentioned what was needed to climb the ladder of success. What struck me at the time was how often success was seen and measured by a vertical marker and rarely a horizontal one. Success is about achieving something you wish to attain or experience and it will mean different things to different people. Perhaps it’s time to ditch the traditional ladder notion of success and encourage and support individuals to define success in their own terms.
The other day I saw a sign on the back of a large van that simply said: hurry slowly. It was apt, given the truck was on a busy, clogged street in Christchurch (NZ), one rich with road works, safety cones, one lane and many drivers wanting to be let into the traffic. Despite how keen all the drivers were to get somewhere in a hurry, they couldn’t. the situation was simply, as it was. The only way the drivers could get somewhere, was slowly.
It’s a perfect cameo of what happens in businesses or in our own personal world. On some issues, we may want to hurry them along yet known and unknown constraints may slow us down. All we can do is keep the end goal in sight and hurry slowly towards it, one step at a time.
Every day, in every way, we’re bombarded with information. While some of it comes in bite-size portions via tweets or texts, a fair amount comes from within the workplace, in moderate sized-morsels. And like any snack or meal, too much may not be a good thing. Information overload is fed by meeting minutes, reports or other documents loaded with corporate speak and padding – the going forward, push back, socialising the issues, back stories and other such gems – and calling a spade anything but a spade. Make it easy for people to easily comprehend and digest information by using plain English and a generous helping of exactitude, on the side.