Author Archives: Inspiring Innovations, Inc.
TRIPLE III TIME: IDEA Generating Engineers
Have you ever asked GOOGLE for an Artificial Intelligence definition of an engineer? If not, here is what you will find:
“An engineer is a person who uses their knowledge of science and math to design, build, and maintain machines, structures, and systems to solve problems and improve our lives. They apply scientific principles and creativity to develop solutions for various challenges!”
So as we consider the title of this week’s TRIPLE III TIME message: IDEA Generating Engineers and our AI definition, consider WHO would you think qualifies within your network of professionals as a true IDEA Generating Engineer??
I feel every professional needs to take part in this unique exercise to better understand who is someone you look to for new concepts and/or professional growth. But also to take stock of those who may add little or no value to who you are and your potential innovative capacities.
Does that make sense?
When I consider IDEA Generating Engineers in my network… I think about impacting colleagues from various professional sectors. Education, public services, manufacturing, entertainment, personal counseling, partnership building, entrepreneurship, health care… and more. Each offers a different form of knowledge, experience and IDEAS specifically generated from their area of expertise. The initial benefit for me that evolves from this network of IDEA Generating Engineers is not only a consistent input of creativity… but also a level of confidence that every new concept has realistic potential!
So do you have your list of IDEA Generating Engineers yet??
People have heard me say: “I like being with and involved… with MY OWN KIND!” IDEA Generating Engineers… by AI definition are MY OWN KIND. Give this TRIPLE III TIME message a little extra thought and let me know what you come up with.
TRIPLE III TIME: Delegation By “Personal Touch”
The goal of this Delegation By “Personal Touch” TRIPLE III TIME message is to first encourage organizational leadership to look more closely at all personnel to possibly observe their previously unnoticed SPECIAL skill areas. Then think about the traditional methods used within most businesses and agencies to delegate new, unique and or non-traditional tasks/responsibilities. Do you think we would find that the majority of delegators make assignment decisions based on job title, history with the organization or who is the “easiest” person to give an additional undertaking?
Well as a leader… it has always been my position that there should NOT be a rule that governs how specialty assignments are made. Rather I believe the greater benefit will be achieved if one utilizes a Delegation By “Personal Touch” strategy. What do I mean by “Personal Touch?”
Again… it is my belief and experience that the Delegation By “Personal Touch” process will strengthen feelings of personnel empowerment within every organization, better recognize the very unique/specialized skills in your workforce and at the same time put out a workplace message that leadership appreciates everyone’s “Personal Touch” contributions… because they result in better products and services everyday… EVERY WAY!
For example, the Inspiring Innovations Inc. company uses the Delegation By “Personal Touch” principle by strategically empowering each company partner… to contribute based on their special “Personal Touch” skill-set. Whether it is idea generation, online presence, document drafting, product proofreading, marketing and/or growth/change input… each has been delegated priority areas. The result is a cooperatively built product!!
TRIPLE III TIME: Pulling “Positives” From Grievances
- No one likes to talk about grievances.
- No one likes to be part of a grievance situation.
- No one likes to have a question levied at them.
- No one assumes that a grievance can be remedied easily.
I am guessing that a majority of people would be in agreement with those basic statements about grievances… right? But what would be the resulting statements if this TRIPLE III TIME message tried:
Pulling “Positives” From Grievances
Make no mistake… I have avoided this professional development topic from the very beginning of my blog experience. Was I asked multiple times by colleagues to toss out a few comments and suggestions about dealing with grievances… yes… but some things have a way of returning as an uncertain “priority”! So here goes!!
I have always chosen the continuous improvement path as a leader when dealing with grievances. From my early director days I very clearly chose to encourage client/customers to file a grievance if they thought it was needed. The gang that worked with me was instructed to support the grievance process as they worked with the people we serviced. This proactive position with regard to grievances served our organization very well and almost deferred grievance filings.
However, when a significant grievance was received, it was given immediate Director-level attention. In-person meetings were conducted and more prompt resolutions were achieved and always contained a two-sided corrective action(s) outcome. This meant that not only did our organization identify things we needed to do better…but also improvement actions to be addressed by the client-customer were included. Heightened personal responsibility…and co-corrective actions were the standard Pulling “Positives” From Grievances results.
Bottomline: Can I report that our organization was fortunate to have very, very few full grievances…yes! But did it require an always open mind to hearing every side of a problem…YES! Pulling “Positives” From Grievances almost has to be a “culture-priority” in your workplace. I found it to be worth the effort.
LEARNING MOMENTS Podcast: Homework-FOREVER
As I have mentioned a number of times… I never really know where an inspiration for a LEARNING MOMENTS podcast may come from. But this month, I hope you can tell Homework-FOREVER was driven by the students in every one of my college classes!
Hopefully when they/you listen to this fun and important life-long applicable message… everyone will understand my Homework- FOREVER “position”. And take note that I recommended a second-listen during my special podcast “DISCUSSIONIST” time. My hope is that you will take steps to truly personalize the podcast’s individual growth value.
TRIPLE III TIME: Don’t Take Sides… TAKE FACTS!
Decision-making is in all areas of life… and has become more challenging than ever before.
Think about it.
With access to an ever-growing number of information sources, “experts” offering their views on issues online and twenty-four hour news broadcasts providing details on activities worldwide everyday… deciding on where you stand on any decision-making issue is now a unique, often uncertain process. So how do we improve?
First, this TRIPLE III TIME message strongly recommends: Don’t Take Sides… TAKE FACTS! I believe trying to research and discover the most critical FACTS regarding your decision-making moment not only increases your independent vision on the issue… but also avoids someone “labeling” you as a follower of certain “sides”. Also, keep it simple so everyone stays focused and not swayed with personal options (sides)!
Second, I am not suggesting that you employ the: Don’t Take Sides…TAKE FACTS! process to the level of “fact-checking” what is being discussed or written about a certain challenge. Rather, be sure to position yourself well during any significant decision making process so as the “debate” over the most correct action is taking place… you stand strong with real facts. Finally during the debate/discussion moments be sure to listen and evaluate other’s concept contributions. Is it easy to determine if their words are based on taking sides… or facts?
Thinking independently… keeping it simple… and listening with an evaluation mindset are all strategic decision-making assets when following a: Don’t Take Sides…TAKE FACTS! professional position. Those working with you will appreciate you… and your outcome actions will always be more progressively correct.
TRIPLE III TIME: Taking A BIG Leap!
“Failure is an inevitable part of success, so we need to get comfortable with the idea that sometimes the work we produce will be below par or simply not good enough at all. We have to stop striving for perfection and instead get things wrong a few times. If we are so worried about getting things right that we never step outside our comfort zone, then we will never push ourselves. Finally, it often takes many, many tries until that magical moment when what you’re trying to build comes to life. It requires perseverance. It requires imperfection.” (Reshma Saujani: Teach Girls Bravery Not Perfection, 2016)(Harriet Minter: Great TED Talks-LEADERSHIP, 2020)
Please know that I have shared my position on perfection many times during my professional career: “Perfection Does NOT Exist”! So it was a real satisfying moment when I came a cross the statements provided in the quotes that are the beginning part of this TRIPLE III TIME message.
I believe it is critical that as you consider initiating a new innovative product or service and/or taking a more creative means of doing your job…Taking A BIG Leap! down these paths is both progressive and positive!! Too often people shy away from Taking A BIG Leap! in their worlds of work because of imperfection fears. The result is personal, professional and performance growth limitations plus regular performance hesitancy everyday…EVERYDAY!
I standardly encourage professionals into Taking A BIG Leap! as part of their continuous improvement job strategy. Does it often cause professional discomfort via co-workers and organizational supervision…YES! But if your innovative/creative concept moves everyone a little forward… Taking A BIG Leap! makes you the leader that you should be!
TRIPLE III TIME: Exit Interview
Bottomline: The “Exit” Interview IS a very good appropriate continuous improvement action…for both parties! Professional discomfort is as important as gratitude and praise. Therefore be sure to prepare Exit interview question/discussion points around: Reasons for Leaving/Change/Compensation/Workplace Environment/Professional Development/Leadership/Teaming and QUESTIONS NEVER ASKED!TRIPLE III TIME: The Absence of LEADERSHIP
One topic area we have not ever addressed in our special blog format, is finding progress during The Absence of LEADERSHIP.
Think real hard about what is being stated in the TRIPLE III TIME opening sentence… The Absence of LEADERSHIP.
I am NOT referring to times when certain people are on vacation…dealing with an extended illness or having to address a special personal issue that requires a longer time away from work than planned. No…I am thinking about the fact that we are all leaders in some way-shape-or form in our workplaces (no matter the position we hold)…and how do WE respond to The Absence of LEADERSHIP situations.
And just for the record-books…I will admit that I have had my own The Absence of LEADERSHIP moments. Are they frustrating…kind of numbing…and sometimes even anger-generating when you are unsure of who to look to for guidance. However regardless of the feelings…finding the best way forward is totally on YOU! But in case you need a little help…consider and appreciate these unique TOP 10 factors:
- Admitting you need LEADERSHIP help is progress.
- Realizing even the greatest leaders you admire have needed LEADERSHIP help on occasion.
- Appreciating that people in your circle really do rely on you for LEADERSHIP growth.
- Understanding extended LEADERSHIP stagnation can become a bad habit quickly.
- Trying even baby LEADERSHIP steps…is better than zero steps.
- Reaching back into your network for reliable LEADERSHIP help is always a good strategy.
- Not ignoring that you are often someone’s special LEADERSHIP example-setter.
- Prolonging LEADERSHIP absence results in unrecoverable development-time shrinkage.
- Delegating to a colleague for inspiration is an acceptable LEADERSHIP absence recovery option.
- Accepting new LEADERSHIP priorities is a critical part of your professional responsibility.
I hope this TOP 10 helps reverse The Absence of LEADERSHIP for you.
TRIPLE III TIME: Are YOU a “NO” Person? (Or Just A “What About” Person?
During these change-critical times… everyone… yes EVERYONE in any type of leadership role needs a special “NO/WHAT ABOUT?” personality check! Specifically I am recommending that you honestly assess your typical first response to a co-worker when they pose a new idea, alternate action, personnel change and/or service redesign.
Is your immediate response: “NO… not at this time.” Or something like: “WHAT ABOUT cost or that thing failed in the past.” Do these words sound even remotely accurate?
This week’s TRIPLE III TIME message is all about creating and maintaining a culture of new idea generation. Good ideas are hard to come by! Even if the concept is way too difficult to initiate… or too costly to the organization/business… a single “stifling-word” can eliminate a truckload of high-value unique thoughts and possible innovations!
As you complete your initial response assessment…ask these kind of questions:
- Is NO an answer of convenience and no extra leadership effort is needed?
- Are finances a true concern or is lack of money an easy hiding place for having to try something new?
- Is it really a fact that no one has tried a suggested new idea or is innovation a personal fear factor?
- Has there really been similar innovations that have failed badly?
I am going to use some of my previous words to offer my position on today’s topic:
“During these change-critical times… good ideas are hard to come by!”
Change waits for no one… so be the leader that sparks the cool change… rather than the leader who is always dreading the need to change.
LEARNING MOMENTS: Unhealthy Professional Competition
This month’s Inspiring Innovations LEARNING MOMENTS podcast is all about progressively dealing with Unhealthy Professional Competition. As the title suggests, motivation and encouragement brought on by competition in the workplace may bring about good results… however, there are often “unhealthy” outcomes too.
Decline in creativity, reduction in production, and less project collaboration are all examples of Unhealthy Professional Competition outcomes. They may occur in a subtle fashion or be hidden behind/within other regular organizational functions.
I tried to do my best to cover this topic in a concise way… but addressing Unhealthy Professional Competition requires more than a few minutes.
Enjoy the listen!
Inspiring Innovations, Inc. 