Category Archives: Triple III
Over the years our TRIPLE III TIME messages have mentioned and discussed the importance and long term value of mentors and life advisors. I believe we should all have at least a couple individuals that are regularly available and professionally comfortable to reach out to…no matter the issue.
Mr. L & Dr. B have been my 40 year (plus) mentors and life advisors. They always provide common idea-sharing support and wisdom…but at any given moment have the capacities to specialize in a professional or personal area of concern. As a result they both have contributed in different ways to my innovative style and professional approach with useful information and “furture-ish” guidance.
But there’s the III question: When do YOU fill that special mentor/advisor role for someone? Let me offer an example.
Recently a friend and colleague called just to share concerns about a tough education related issue. We talked for some time but unfortunately I was not able to offer him a real solid solution for his problem. However, the conversation ended with this statement: “I know we didn’t find a good answer to my issue but just hearing your quiet, listening voice has helped me a lot.”
The moral of this TRIPLE III TIME message is to always…ALWAYS give someone the best information, help and support you can. The example I mentioned caused me to reflect on others who have looked to me for mentoring and life advice…and I found it happens much more often that I realized. Maybe its my age and graying hair…but it is a special honor just to be consulted. So because you will not instantly recognize your “mentoring-moments”…be genuine and positively thoughtful every time.
Thanks again Mr. L & Dr. B.
One of the most critical responsibilities in running a business, organization, school and/or governmental entity is going through the process of implementing a new program, project or service. Helpfully in most cases there are pre-determined administrative planning guidelines and tasks to complete that will hopefully move you toward successful implementation. But what about assembling the right people? Who should be at the implementation table to ensure the strongest new initiative is prepped and ready?
This week’s TRIPLE III TIME message is dedicated to describing the 5-M’s of Implementation Essentials with regard to personnel necessary for GREAT new initiative start-up and operation. The 5-M’s stand for: Movement (Innovation)-Money (Finances)-Marketing (Customers)-Management (Staff)-Maintenance (Accountability). I believe it is vital to have strong leaders from within your group that specialized in each of these areas to help design and facilitate the best implementation plan possible!
During my career I was very lucky to have representatives from the 5-M’s of Implementation Essentials involved and committed to “across the board” effectiveness, efficiency, unity and performance everyday…EVERYDAY. Did we always agree on everything…NO! But the ever present drive to find and deliver a product that was better than anything currently available…was always a solid motivator.
Bottomline: When it is time to build the right implementation plan and process for ANY new endeavor, be sure to gather dedicated personnel from the areas of Movement (Innovation)-Money (Finances)-Marketing (Customers)-Management (Staff)-Maintenance (Accountability)…and I know you will be very pleased with the future you build together.
Whether you are seated at a formal meeting, a motivational workshop, a team building session or just with a small number of co-workers are you ready for the “Pick Me!” moment? Everyone knows what I am talking about. That moment when the meeting leader calls on you to speak on an issue being discussed! Some people don’t look up, some go for long bathroom breaks or even try to convince everyone that they have an urgent call to take in an effort to avoid being picked to share their thoughts.
Prepping For The “Pick Me!” Moment is one of the most important skill sets to attain during your professional career. It is just common sense to understand that people appreciate and respect those that are not only prepared to respond solidly to a question/issue but also display a working knowledge on the proposed topic.
What does this mean in real life?
I believe that because Prepping For The “Pick Me!” Moment is a critical professional priority…everyone should give appropriate attention to the following TRIPLE III TIME suggestions:
- Be “armed and dangerous” with high quality information to share on the topic.
- Offer thoughts and suggestions by volunteering to participate instead of having to be picked for comment.
- Allow for questions at any point during your “Pick Me!” Moments.
- Appropriately add substance to the input of other attendees.
- Be an example of professional compromise on any challenging issue.
- Avoid “Pick Me!” Moment rambling.
- Take short but specific notes as a “standard operating procedure” during “Pick Me!” Moment discussions.
- Don’t limit your prep based only on YOUR views…but from others too.
- Prep for conflicting opinions…always.
- Finally always set a high level “Pick Me!” communication example.
OK…yes I used my TOP 10 TRIPLE III TIME message delivery format. Give them all some thought. You never know when the next “Pick Me!” Moment will arrive!
How many times at work or at home do you “assume” that you are getting accurate information on an issue or believe that a person acts a certain way because that’s the way you have heard he or she has always been? Do you always assume the worst in most cases? Do you believe a story about someone because it fits your assuming belief patterns? Or are you afraid to question or check the reality of a story or information…because maybe you will find that you are wrong in your assumptions?
Unfortunately, I believe that too often everyone, everyday experiences a number of unprofessional or personally hurtful incidences which cause them to fall into assuming potholes! And although the pothole may not be maliciously intended or just the result of unplanned negative words…the result is an assuming pothole for someone just the same.
So this week my TRIPLE III TIME message is to AVOID ASSUMING POTHOLES. By this I mean to not only try to become a “non-assumer”…but to also avoid being the initiator of assuming potholes! I understand that in life and in the world-of-work, assumptions sometimes have to be made. But before you take action with regard to an assumption, keep these points in mind:
- Opportunities are often lost due to poor assumptions
- People recognize and appreciate non-assumers
- Don’t assume but instead give people the “benefit of a doubt”
- Understand that you learn more when you approach a person or situation assumption free
- Trust suffers with poor assuming… both with others and trusting yourself
- Appreciate the questions that come from genuine non-assumers
- Remember that smart people are smarter because they don’t assume
There are a lot of thoughts involved in this AVOID ASSUMING POTHOLES message. Be sure to give it appropriate and adequate attention.
This year my Dad would have been 91. And I will openly admit that there are many times each week that I think about what he might say or believe about “the state of everything”. I contend that his comments would be brief and to the point…but in the most unique way…each statement would qualify as: “Subtle Leadership”.
So in my fun TRIPLE III TIME way…here are my DAD’s TOP 10 “Subtle Leadership” 2021 reflections:
- Mask or no mask…there’s work to do so get out there and do it.
- Only take stuff with you that you know you will need…the rest will get too heavy to carry.
- Make a note about what you need to get done…otherwise you will forget.
- If you say you already know everything…why am I telling you something you need to know.
- People get scared sometimes…and that’s ok.
- Do you listen or sing a few of the songs we used to play…and then smile.
- If people tell you they have not tried farming a certain way before…try it and be the first.
- Make time for feeding young and older calves and cows…you need them all.
- It’s OK to go out and work a field later at night…it gives you special time to think.
- Remembering only negative stuff can take up a lot of space in your brain.
Yes I can almost hear him say each of these TOP 10 “Subtle Leadership” points. Read them a couple times and think about how they may help you too.
Psychologist and author Deborah Rozman at one time made this important point: “If you don’t manage your emotions, your emotions will manage you.” And I have to be honest I really don’t remember where or when I read Ms. Rozman’s statement, but it wasn’t until recently as I strategized with a colleague consultant did the term Emotional Intelligence become a priority professional development issue for me.
Emotional Intelligence is defined as: “the ability to understand, manage and express one’s emotions in healthy ways.” Think about that definition and then apply it to yourself. When you feel good about yourself and where you are going in life, your emotions help with appropriate energy and enthusiasm. On the flip side when we are down-in-the-dumps and seem to be going nowhere, fear, anger, frustration, sadness and worry take a tremendous toll on our health both physical and mentally. I believe Learning About Emotional Intelligence is something everyone should undertake. What do I mean? I mean allow personal and professional time to better understand your emotions and the emotions of those you live and work with. Consider ways to…I will use the term harness…your emotions to possibly reduce stress, anger and move more quickly to positiveness. No one enjoys being caught in life’s ups and downs roller coaster ride. I believe these are the most critical times when understanding the impacts of Emotional Intelligence can lead to a quicker, positive life or work situation.
The goal of this TRIPLE III TIME message: Learning about “Emotional Intelligence” is just to create a greater awareness and understanding of this topic as a professional development tool. Thanks to JK for sharing it’s basics with me and I encourage all III readers to do a little research and reading about it.
More and more in all sectors of employment, “specialists” are talking about the importance of a solid workplace culture? What is it? How do you develop it? And what/who is responsible for maintaining it? This months Inspiring Innovations LEARNING MOMENTS Podcast, “What Do You Mean: CULTURE?”, attempts to answer some of these questions. And yes, five minutes does not seem like enough time to respond to even one. But listen closely and let me know what you think?
Many times those in leadership positions make statements or write notes and assume everyone hearing or reading them “gets” exactly what is being requested or explained. Assuming people can “read a leader’s mind” is often an operational weakness that if not addressed can have a huge spread of inaccurate information and directives throughout a business or organization. This challenge of achieving solid UNDERSTANDABILITY is even more pronounced if a leader has that “innovation-spirit” blended into their mode of operation. So how do we achieve a communication balance with regard to Leadership & Understandability?
I believe the majority of the responsibility in addressing this issue falls with leadership. First they must establish a culture of innovation understandability within the overall group. This means ENHANCED COMMUNICATION…openness for asking questions and freedoms for anyone to question the viability of proposed actions. Next in an effort to combat the inability for people to read the leader’s mind phenomenon, additional detailed WRITTEN-DOWN IDEAS must be a standard leadership practice.
Finally effective leaders must retain a high level of PERSONAL ACCESSIBILITY. This means that those in charge need to employ a schedule which allows co-workers and colleagues adequate time to share and converse. There is no way to totally measure the value of ensuring regular accessibility as a leader. However, operating in an always distant manner will undoubtedly create production and quality voids.
Leadership & Understandability are inevitably linked as important personnel management skill sets. Emphasize understandability. This action will enhance your leadership experience on all levels.
Innovation Tracking has unofficially been one of my career life hobbies. It started years ago when I thought the world should have/create a National Center for Public Sector Innovation (NCPSI). I appreciated the great group of co-workers and work colleagues that joined my hobby from a distance. Interestingly NCPSI development activities went much further than anyone but me expected! However it was one of those concepts that was a little ahead of its time…so it faded.
But today think about how people make it a practice…even a service to follow/track trends. There are society, fiscal, political, medical trends…and the list goes on. Often they reveal interesting economic growth patterns or changes in how people act, vote, etc. So how about we apply this style of activity and begin a special “creativity movement” and have “followers” participate in Innovation Tracking!
We would begin by simply applying Innovation Tracking to individuals. Could they report that they have tried an innovative new practice in their world of work…weekly? How about observing innovative change…large or small in the product/service they offer? Next, how about if people tracked innovation in their community? A new walking path…a new voting process…a new/alternative downtown…or just an alternative cooperative music/performance get together.
Because of what I do and who I am personally…I do Innovation Tracking all the time. I review innovation organizations online, belong to innovation “groups”, and try to initiate some form of innovative practice with those I work with and even in my personal life…everyday…yes EVERYDAY!
Try it. Don’t make Innovation Tracking harder than it is. Do it in an effort to see more positivity and commit to a belief that there is ALWAYS A BETTER WAY!
This weeks TRIPLE III TIME message is my quarterly American Society for Public Administration PA Times article entitled: Public Sector Continuous Improvement… Now or Later? As you can guess, in the article I try to encourage a greater focus on employing a standard of continuous improvement processes to develop quality and efficiency in the public/private non-profit service sectors.
Hopefully everyone reading this article will agree that NOW is the best time to move into a “zone” of public sector product/service continuous improvement. What a great common theme to rally around!