The first few days, weeks and months in a new role are hugely important for new appointee and those around them. A mistake often made by some new appointees is in their rush to make an immediate impact, they fail to take the time to get to know and understand the people around them; fail to determine the extend and scope of what people do, and to fully understand the context they work within. The colleagues working with or around a new appointee tend watch them carefully over the first few weeks to see how they’re going to fit in and they quickly develop an overall impression about them – and vice versa. All the parties need to be mindful of the impression they’re giving, both verbally and non-verbally.
So, new appointees need to be mindful of their approach and the impression and impact their behaviour or attitudes have on others; and established staff need to help new appointees induct into the organisation, by highlighting the spoken and unspoken organisational norms and explaining how and why some things are done the way they are. It will help avoid misunderstandings and confusion, later on.
If you are contemplating financial commitments with other people or organisations, first check the Personal Property Securities Register (PPSR). You could also check the Societies and Trusts Register, LINZ and the Register of Ships. For more information, see http://www.ppsr.govt.nz/cms
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.