Category Archives: Triple III

TRIPLE III TIME: Leadership Decision-Making (The Little Bit Strategy)

The task of Leadership Decision-Making for any business or organization is NOT designed to be easy.  Whether it is deciding on a financial investment, down-sizing strategy, personnel matter…whatever, every issue has different challenges and mandates appropriate time and deliberation.

Think about it.

In almost every decision area the issue of profit or loss or cost versus benefits come up for assessment.  Or maybe with regard to personnel, a certain decision may result in someone being laid-off or transferred to another town, state or even country!  SO many considerations have to be reviewed and it is challenging because there is not a PERFECTION IN DECISION-MAKING Guidebook?!

Little BitWell this TRIPLE III TIME message is intended to offer a Leadership Decision-Making idea I have benefited from over the years that I call:  The “Little-Bit” Strategy.  The basic principle of the The “Little-Bit” Strategy is simple…try and make sure your decision on anything helps EVERYONE involved to come away a little bit better and happier.  Whether it is awarding separate contracts to two different organizations and thereby sharing the income and responsibility, or assigning a job to a team instead of a single individual and thereby growing diverse project input.  The benefits far out-weigh the challenges.

The “Little-Bit” Decision-Making Strategy does not prioritize attempting to please one single individual or group.  The “Little-Bit” Strategy also doesn’t cater to the biggest whiner or loudest voice.  Its goal is leading by inclusion and shared responsibility.

It’s worked well for me.

TRIPLE III TIME: Simply Speaking or Speaking Simply

Simply Speaking

One of the most common “critiques” my III partners have regarding the preparation of these weekly messages is that “I have too many messages in one message!”  And although I can argue…99% of the time they are absolutely correct.  Because as I reread and proofread my drafts…I too can feel the multiple messages, confusion and questions regarding “what is he really trying to say!”

In these growing times of information and messaging overload, it is critical that we assess whether we are Simply Speaking or Speaking Simply.  Do we take appropriate steps to make sure our communications convey an accurate, non-wordy, straight-forward message?  Do we understand the need for political correctness, but not at the expense of promoting a greater number of issues that cloud our purpose and communication intent?  Or do we try to be efficient in our number of messages we send and thereby “say” too much in one which then causes confusion on what is most important?

Speaking Simply is a “cause” that will serve everyone well at home and at the job.  If you find yourself Simply Speaking…those reading or listening will get lost in the backlog of words and essentially quit hearing and the most direct meaning of your message is gone.

Ok D.S., J.B., and J.L. I know I’ve said enough.

TRIPLE III TIME: Sharing “Multi-Skill” Qualifications

Worker shortages are a major contributing factor to the supply chain product and service voids felt all around the world.  “HIRING NOW” signs can be seen posted everywhere in business windows large and small.  Those working in the labor exchange systems have been additionally pressed from both the employer and potential employee standpoint to help make the perfect business-personnel selection decision.

As I have witnessed this scenario unfold, an interesting “weakness” in the worker recruitment process has arisen.  With the additional usage of technology in the recruitment, screening and worker selection system, the incidence of Sharing “Multi-Skill” Qualifications has strategically declined.

What do I mean?

I believe that due to the fact that many companies and organizations have now gone to an online application process, the opportunity for candidates to offer a more in-depth description of their total skills has been reduced.  Individuals often have skills that may not directly apply to the job they are seeking…however they may be ideal for another project that is “in the hopper!”  And with interview and screening time always at a premium, the likelihood of having a segment for Sharing “Multi-Skill” Qualifications is highly unlikely.

It is my TRIPLE III TIME recommendation that improvement for Sharing “Multi-Skill” Qualifications lies equally on both sides of the desk.  Job applicants must make it a written and verbal priority to strategically share their direct and indirect employment skills. Business/organization leaders must also structure their employee recruitment systems to capture the maximum professional skills information they can on every candidate.

An additional 30 minutes in both areas could prove invaluable for everyone’s future!

TRIPLE III TIME PICTURE

TRIPLE III TIME: Recognizing/Identifying Gaps & Weaknesses

This week’s TRIPLE III TIME message is about the importance of periodically going through an evaluation process of Recognizing/Identifying Gaps & Weaknesses in you as a professional and/or the organization/business you work for.  Isn’t this possibly the greatest example of “professional discomfort” you can think of!?

So then I want everyone to think hard about this professional discomfort generating activity…and honestly determine if you can really complete this type of an evaluation thoroughly.

I can report that I go through this type of process at least once a week.  And during my self-assessment steps I think about:

  • Did I cover all topics that seemed necessary in the American Government & Politics classes I teach?
  • Were there gaps in my instruction or weaknesses in my delivery because I wasn’t prepared?
  • Did I interact or follow-up with every consultant customer on their expectations of me…and my assignments to them?
  • Did I reveal gaps or weaknesses in their organizational structure, product line, communication methods, etc.?

As you can see there are multiple approaches and useful results that may come out when Recognizing/Identifying Gaps & Weaknesses.  Often you may find trends, situations that can lead to creativity and innovative alternatives.  And if you extend your assessments to include your team of co-workers, Agency or company, who knows what progress concepts could be suggested.

Finally the Recognizing/Identifying Gaps & Weaknesses activity may help you realize that you may be too close to an issue to see it clearly and/or discover that the problems may not at all be what you thought.

Bottomline:  Do NOT just conduct the Recognizing/Identifying Gaps & Weaknesses activity on a random basis.  It’s value arises from assessment consistency.

gaps

TRIPLE III TIME: Slowing The Rush To Help

Growing up in a caring family and eventually spending my entire career centered in assisting people/businesses/organizations to “be better”…has caused me to realize that recent times have pushed everyone to try and help even more quickly/completely than ever before.

Think about it.

Our governments are sending millions of dollars to all areas of our economy to help and improve our country.  Technology experts are designing and sharing faster, more efficient computer programs every day.  Local schools and colleges are blending and modifying learning/training opportunities that quicken the process of education progress.

So how are we doing?

This week’s TRIPLE III TIME message is a simple answer and recommendation that we all try Slowing The Rush To Help responsibility.  What do I mean in everyday practical terms?  I mean we need to give the same amount of time to LISTEN to those needing help…as we do prescribing a help solution.  Next as we consider an opportunity to help we need to offer assistance based on the TRUE NEEDS of a customer and not help in a way that “fits” our own professional convenience.  Finally by Slowing The Rush To Help we may realize that more money or specialty services may not be the best help option.  Instead applying PATIENCE, maximizing non-routine OPPORTUNITIES, recruiting additional RESOURCE PARTNERS, and CUSTOMIZING helpful action steps may prove more beneficial.

If we begin Slowing The Rush To Help…time and timing will be on our side.

Slow the rush to help

 

 

TRIPLE III TIME: Finding the “I Can Help Sweet Spot”

I am not sure why…but more recently the everyday consultant challenge of Finding The “I Can Help Sweet Spot” for individuals and groups has become way more difficult.  I know…everyone who knows me…knows I always have ideas.  Whether the issue is dealing with performance, developing new service delivery concepts, customer recruitment, staff training…whatever I have ideas.  However sometimes even the best ideas don’t seem to be the right ones.

Picture1But then as I thought more about Finding The “I Can Help Sweet Spot” situation, I began to realize that this is NOT just a consultant challenge…it is an everyone who works with people challenge!

Today more than ever before it is critical to consider the “place” someone or an organization is before drafting and recommending alternative ways forward for them.  The problems and issues people/groups face today are not traditional or historic.  They are different and unique.

Next there is the question of “best fit”.  Based on YOUR experiences and knowledge YOU are confident that YOU can identify the best “I Can Help Sweet Spot.”  WRONG!  The most important consideration is THEIR experiences and knowledge and then how together find a best fit option to move them forward.

Finally, people who work with people need to be prepared to recognize that the Sweet Spot may move forward, backward or even side-to-side during the I Can Help process…and this is something no one can control.  It is just important to realize and accommodate.

So please keep these realizations in mind when Finding The “I Can Help Sweet Spot”! in your work/life.  Don’t think you are failing when your initial ideas and recommendations aren’t a winner.  Your authenticity and caring will be your most valuable asset.

LEARNING MOMENTS: Getting & Giving Professional Coaching

learning-moments-podcast-logo

I think we have all thought about having someone you trust, admire, appreciate provide you with some professional coaching when dealing with a personal or work-related challenge. Today society would probably label that as having a “Life Coach.”

But this month our Inspiring Innovations LEARNING MOMENTS podcast takes an inclusive view of this advising responsibly by discussing both Getting & Giving Professional Coaching. Specifically, the LEARNING MOMENTS shared calls on everyone to realize that Coaching is infused into everyone’s personal and professional lives. As a result, whether top-down / side-to-side / or bottom-up Coaching is high value. Even to the point of making it a part of your organizational personnel policies.

Enjoy the listen.

TRIPLE III TIME: Recognizing The Little Things As BIG!

Recently I was involved in the planning for an entrepreneurial event with a small Committee.  The Committee was made up of both public and private sector representatives and fortunately a rather wide range of professionals from different age groups.  All of course were/are very passionate about helping people start their own business and create unique products and services.  And as we discussed what kinds of “mini-sessions” we should have…the oldest gentlemen in the room suggested “how about a workshop on how we need to begin Recognizing The Little Things As BIG!”

I could tell by the combined looks on everyone’s face that they were not sure how to respond or what questions to ask about his suggestion.  So just being me I blurted out:  “Ok…just what would we talk/train about in our Recognizing The Little Things As BIG mini-session?”  Well without hesitation he cleared his throat and began “How about stressing these things:

First tell everyone to treat EVERY customer like they were brand new.
Second be sure to show or tell customers about one new thing you are doing or selling.
Third don’t assume customers know your best product or service…tell them.
Fourth enthusiastically ask them why they stopped by today.
Fifth make sure your total customer service area is neat, clean and has a confident business feel.
Sixth send out one (1) hand written Thank You note to a customer each week.
Seventh co-promote partner companies as best you can because it’s the right thing.
Eighth give the 10th customer each day 20% of their total purchase or a complementary product/service.
Ninth explain to all that work for/with you that if they can’t smile and laugh on the job they will only help in the back.
Tenth set aside a small but prominent spot in your place of business to display why Recognizing The Little Things As BIG is your company motto.”

As you can guess there was a quick unanimous vote to incorporate a Recognizing The Little Things As BIG session in our entrepreneur event…because we already had THE instructor!

(P.S. He also reminded us that all 10 discussion ideas could work in a business/organization online or in person…with a wink.)

thank-you-note

TRIPLE III TIME: Collaborative Innovation

In the September/October 2021 edition of the Public Administration Review (a special journal publication), at long last I discovered an article about Collaborative Innovation!

And although the article was prepared by a group of educators and researchers from the United Kingdom, the fact that it focused exclusively on employment development and the “wicked problems” facing today’s labor market was/is totally professionally encouraging!!  So as I considered how to adapt the article’s highlights within this week’s TRIPLE III TIME message, I decided to share critical direct passages so that all committed to quality innovation practices may benefit.

CORE PRINCIPLES
“The core principles of collaborative innovation are that innovation can be supported most effectively through:  the creation of spaces for mutual learning among stakeholders and from service users; joint ownership of program design, development, and implementation; and empowered participation among stakeholders, through the sharing of risks, resources, and decision-making”.

JOINT OWNERSHIP
“Joint ownership through participation and dialogue can improve the implementation of new and bold solutions when different resources are mobilized, exchanged, and coordinated. Real innovation advocates support forms of collaborative decision-making and street-level teamworking that enable:  the integration of ideas and consensus-based approach to the selection of most promising solutions; and joint ownership of risks and benefits and a shared commitment to the implementation of new solutions”.

EMPOWERED PARTICIPATION
During Collaborative Innovation “empowered participation is facilitated through processes that manage power and resource inequalities among stakeholders…which are defined as policy makers, funders and other “meta-governors” (public, private, and nonprofit organizations involved in the governance and management of services), and user groups and communities.  While some forms of power inequalities remain inevitable, governance and management arrangements can empower relevant communities and stakeholders by endowing them with relevant knowledge, rights, and resources to participate in driving innovation”.

INNOVATION IMAGEThere are a number of GREAT concepts and learnings contained in these article excerpts.  I hope everyone reads them more than once and realizes that Collaborative Innovation is always a progressive way forward in both the public and private employment sectors.

TRIPLE III TIME: Let It Come To You

Patience and waiting for the right moment are NOT strong personality traits among those considered INNOVATORS.  In most instances there is a drive…a need to get the new concept out there for trial and error to determine if the creative idea/project/service is as useful and implementation-worthy as dreamed by the INNOVATOR!

However, in the world of real time one must accept the reality that most co-workers and colleagues can NOT read the INNOVATORS mind…and most have NOT gone through the same development thought processes to motivate the creation of the new idea/concept.  Hence the result is a collaborative “air” of reluctance to move everyone/everything forward and at the same time a sense of professional deflation within the INNOVATOR.

This week’s TRIPLE III TIME advice:  Step back and “Let It Come To You”.  If it sounds like I have personal and professional experience in this area…I HAVE!  As an INNOVATOR and having had the opportunity to interact with other INNOVATORS…the “Let It Come To You” strategy has many appropriate alternate progress benefits as you still maintain your new idea energy!  Think about these options:

  1. Use your INNOVATOR moments to “touch” and build on other existing project/service areas with a continuous improvement mindset.
  2. Continue to “feed” pieces of your new idea/concept with others in your organization…but not your whole innovation.
  3. Openly discuss the need for project/service improvement in your innovation target area on a regular basis.
  4. Do not stop researching for comparable unique concepts that could improve your innovation even before introduction.
  5. Finally, keep in mind that most often the harder you push an idea/concept that may be way ahead of its time…the more distance you might create among those who can make (or break) your innovation.

Be an INNOVATOR!  But understand that sometimes you have to “Let It Come To You”.

Let It Come To You

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