Category Archives: Triple III
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.
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.
Public Administration: “What Else Mapping”
As you can guess from this week’s TRIPLE III TIME message title… my quarterly guest author American Society For Public Administration article has been published!
The article Public Administration: “What Else Mapping” stresses the importance of gathering groups of common-purposed professionals together in an effort to strategically consider “what-else” public service or product opportunities are missing? Then after identifying a few “what else” concepts… a discussion of “mapping” (who can do what) is described as part of special leadership sessions.
My Public Administration: “What Else Mapping” idea is another version of strategic planning for the public/private sector. I hope it generates innovation in YOUR professional development planning.
TRIPLE III TIME: The 3 Most Important “E-Words!”
Recently for a bunch of frustrating reasons I had to go through “historic” Inspiring Innovations, Inc. records in search of a special start-up document or two! (My recordkeeping has never been real good!?) Then as I was closing my unplanned research…I came across notes on different “speeches” I had given over my career-years. And I must admit that it was fun, memory-strong and very satisfying to re-remember some of the important topics I discussed.
So as I reminisced…I couldn’t stop my mind from asking: “If a unique/cool group recruited YOU to give a special speech today…what would you talk about?
Well it didn’t take me very long to come up with a speech game plan. First because I am a firm believer in “repeating important messages that are worth repeating” I came up with a pretty good idea. Then as always I knew I would need a catchy title for my message…and I decided I would talk about: “The 3 Most Important “E-Words!” Here they are:
#1: EMPOWERMENT
“To give someone the authority, power or confidence to act, make decisions or take control of their own lives and often enabling them to achieve their goals and realize their full potential.”
Throughout my career I have tried to empower those I worked and partnered with to be successful and grow personally and professionally everyday.
#2: ENTHUSIASM
“A strong excitement of feeling!”
I guess because of my professional style…I have set an example of showing enthusiasm in all that I do. The positive impacts of these examples are reflected back to me by family, friends and co-workers.
#3: ENTREPRENEURSHIP
“An individual or small group of partners who strikes out on an original path to create a new business or initiative.”
So there you have it…my ideas for the next Inspiring Innovations, Inc. speech: “The 3 Most Important “E-Words!”
As you can guess I would have no problem sharing my thoughts about: Empowerment…Enthusiasm…Entrepreneurship. Maybe my biggest problem would be how to keep the speech short?!
TRIPLE III TIME: Collaborative Communication Marvels
“How often do we find ourselves going in just the one direction? We have a problem, we think we know what the answer should be, and so we set off to talk to the people we think will have the answer were expecting. However, by inviting other people in, people who might not be obvious collaborators, we’re opening ourselves up to new experiences and new information.”(GREAT TED TALKS: Leadership. Harriet Minter)
I have lost count of the excellent…creative…innovative projects and services that I have been a part of as a result of collaborative communication. By this I mean that prior to…during creation of…and final outcome delivery, beneficial communication took place every step and at every organizational level along the way!!
Participating in Collaborative Communication Marvels is always a “what about this idea” opportunity. Better concepts may be offered by communicating at a greater level with those younger or older than those in charge. Likewise establishing a standard Collaborative Communication operating procedure within an organization or business will most often lead to a more complete/correct progressive decision!
Collaborative Communication Marvels are NOT difficult to construct and become part of. Most often collaborative communication experiences are created at no additional cost and/or even dedicated staff time. Rather this style of inclusive communication processes just needs to be established as an overall priority to all involved.
Finally although I am a strong supporter of in-person “get-togethers”…the rise of collaborative communication technology makes it easier than ever before to share ideas and heads off the traditional tendency of having just one owner per project. Culturally encouraging everyone to share work, not as a way to lose ownership of it but instead as a way to achieve the best possible outcome, taps into this spirit of building Collaborative Communication Marvels!
TRIPLE III TIME: Strategic Leveraging
When you hear and think about the term “Strategic Leveraging”…what are the definitional points your consider? Well if you think about strengths, resources, knowledge, experiences and of course comfort with innovation and change…you are closely describing the key factors that generate “Strategic Leveraging”! Unfortunately however, I believe the use of quality “Strategic Leveraging” has been a regular growth weakness in all sectors both public and private!
Think about it?!
Do YOU do a good job strategically leveraging all of your personal and professional resources to better serve your customers? Do you take professional advantage of the added value your network of co-workers, colleagues and partners can bring to your products and services? Do you occasionally “change-chairs” with business partners to determine their areas of strengths and resources to possibly identify a common “Strategic Leveraging” plan that could move both forward??
Keep in mind effective “Strategic Leveraging” is NOT a single person/entity activity. Instead creative, innovative entrepreneurial “Strategic Leveraging” may include multiple groups and individuals. This type of network action will ensure that:
– Everyone is clear on “what do WE want” to happen
– Everyone engages so that any leveraging does NOT create unwanted reactions.
– Everyone commits to their level of obligation comfort.
– Everyone understands that “change” is a righteous result.
– Everyone agrees to OWN the results (good or not so good).
Taking part in “Strategic Leveraging” is a calculated risk but contains many great partnership benefits.
LEARNING MOMENTS: Positioning for Innovation
As we all consider options and opportunities for moving ourselves forward both personally and professionally… does Positioning for Innovation, rank high on your strategy list?
Well this month’s Inspiring Innovations, LEARNING MOMENTS podcast first talks through the high value of building/operating a culture of innovation in every area of your daily life. Then… as always, the podcast “Discussionist” leaves you with a few ideas on how to spread the Positioning for Innovation activity and uniquely infect others with creativity concepts.
Enjoy the listen!
TRIPLE III TIME: “Co-Production”… REALLY MATTERS!
When people think and strategize about improving products and services in both the public and private sectors… how often does the term Co-Production come up? Maybe I can accept that Co-Production is not first… second… or even third on a leaders list of priorities. But lets be honest… does it even come up in the progress discussion?
Well before we get too far into this week’s TRIPLE III TIME topic: “Co-Production”… REALLY MATTERS!… here is a basic definition of what is meant by the term Co-Production.
“Co-Production refers to a way of working where service providers and users work together to reach a collective outcome. The approach is value-driven and built on the principle that those who are affected by a service are best placed to help design it.”
Think about Co-Production in any marketplace. Not only is cooperating in the building of products a very useful, economic practice… but also it makes sure every marketing option is maximized…everyday…everyway! With the ever-challenging profit-margin being “squeezed-down” in all customer-service sectors, it is just common understanding that “Co-Production”… REALLY MATTERS!
What about the public sector? Unfortunately today, funding for public service programs…no matter the customer-base… is being reduced. So what’s the best alternative strategy. I believe better partnering with other organizations is the most solid option. Because “Co-Production”…REALLY MATTERS! especially in public service programming, the practice of blending one or more opportunities often services to create an even better product for every client customer.
Bottomline: Often during my consulting times I hear from my customers that they practice Co-Production “all the time”. But when I ask the more specific questions about WITH WHO… FOR WHAT… and HOW OFTEN… the “all the time” earlier answer becomes a little questionable. Well the goal for this “Co-Production”…REALLY MATTERS! TRIPLE III TIME message is to encourage everyone to consider Co–Production opportunities in ALLaspects of your business/agency operations. Also, try and move Co-Production up on your scale of new/old business practices and hopefully have it make a major contribution in effectiveness and efficiency in everything that you do.
Inspiring Innovations, Inc. 