Broken glass, broke and hungry, Broken hearts and broken bones

broken

Last Saturday, my older son fell off the swing in the backyard and broke both his wrists.

I spent each day at home with him, logging in to work on my laptop just a few times when I could, in between administering doses of medicine, running him to the doctors, feeding him, dressing him, helping him go to the bathroom or even simply shift positions in his chair.

The most important lesson over the past week has been this: We should all lose ourselves in something completely and totally selfless from time to time. Parenting, as depicted above, can be one of those things. There’s great value in doing something that has little or no rationality behind it. No personal benefit, no altruistic higher purpose for which we believe we can gain good Karma points, just plain old long, dreary, difficult work for the benefit of someone else, even if they never thank us or show any outward signs of appreciation. [Read more]

Unlimited vacation, unlimited responsibility….for management

working outdoors

The true burden for making unlimited vacation work rests not on the workers for knowing what’s coming down the pipe and, therefore, which days they can take off. The burden rests on low-level managers who are aware of not just the workflow – but also have an emotional connection to the individuals placed within their area of control. The role of management in an environment that supports unlimited vacation is a crucial one. It necessitates that managers have a handle on the value stream and the ability to establish multiple workaround paths and redundancies to ensure work continues no matter who is in the office or on the shop floor. [Read more]

More on kids and the wisdom gained from teaching baseball

So, it struck me, that when we interview candidates or assign people to tasks based on what they tell us about themselves, we are really only going on that person’s interpretation – which may be very different from our own. Different professions have attempted to make the understanding of the job standardized by instituting certifications and licenses, however, there is still a great deal of variation in the ability to understand and implement those standards. There is still one universal truth – the definition of what constitutes “good” is often developed after the fact and is done so according to subjective interpretations by someone with a need to save face. [Read more]

The state of the blog (and the blogger). Or, how did I get here & what am I going to do now?!

March is the 2 year anniversary of this blog. It has had a lot of ups and downs, gone through some periods where I did very few updates and considered killing the site altogether, but I am proud to say that I’m still here. To be honest, I couldn’t image NOT writing this blog. It’s one of the most gratifying things I’ve undertaken and continues to be a terrific learning experience as well. [Read more]

Choosing between the Business Sucks or the Work sucks (and you can’t say “it depends”)

Last week on Linked In, I posed this question in the Q&A forums:

Which would you prefer – A workplace with a progressive culture and employee-centric focus to its operations that struggles due to suboptimal business performance, or a difficult command-and-control environment, but with a record of high performance? What I found interesting about this, and many of the answers, was how much they discussed the issues they supposed were behind the question, or the question’s merits, without ever really providing an answer. [Read more]

Last Week’s Top Tweets

In case you missed it, here are some tweet & re-tweets of articles & other things that caught my eye last week: MUST READ: From Dan Markovitz (@timeback): Respect for people — treating them more like machines. bit.ly/zVyKew   From Others: From Boston College Center for Work & Family (@BCCWF): Need more leadership support + manager training: Flexible [...]

Flexible workplaces – the best in respect for people?

Respect for people extends beyond the workplace and into the personal lives of employees. Certainly, there are a great many people (if not most) who argue that personal concerns have no place in the workplace. If an employer is willing to understand that employees are people, however, and believes that all people have concerns that involve family issues and other areas of fulfillment, that demonstrate a much deeper understanding of just what respect for the individual is. [Read more]

Short-term thinking: Misery is OK, as long as it’s less lousy

It’s not acceptable to say that today’s misery is acceptable as long as it’s not as bad as what the other guy is doing. Even if we do not know of a better way, we should be diligent in our minds about whether or not something is tolerable. How often do we see underperforming departments, but continue to let them limp along? How often do we see wasteful practices and ignore the problems? Worse yet, how many senior members of the management team actively thwart their subordinates’ attempts at sharing information and voicing criticism?
[Read more]

Plan for peak capacity, or get good at eliminating waste

when does anyone start to examine how we do things, to look for inefficiency? If we eliminated that inefficiency, how many hours of unnecessary processing, running around to find things or people, sitting in pointless meetings, etc. etc. could be done away with? [Read more]

If you don’t like it, no one’s going to make you eat the whole thing

Since I began blogging about ROWE a little while back, I’ve had a few emails from folks who have expressed that they have attempted to introduce ROWE in their own workplaces, only to find supervisors whose minds are closed to the concept (a situation I understand entirely).  Typically, the supervisor / manager / business owner [...]