No one said working with people was/is easy.  Attitudes, personalities, age difference and family upbringing all play a huge role in effectively blending people together for a common cause.  However, doesn’t it seem that no matter the group or size, there is always at least one person that is critical of every aspect of what you are trying to accomplish.  You know what I mean:

•  “It’s going to cost too much.”
• “There will be a lot of paperwork involved.”
• “We probably won’t get permission.”
• “I think the color scheme is all wrong.”
• “It’s not big enough…or it’s too small.”
• “We might have to do it more than once.”
• “Will we have to let everyone in?”
• “Can’t we wait until we get more information?”
• “What is everyone else doing?”
• “We have never done it this way, so it probably won’t work.”

Well if you think about “Stepping Forward…Past the Critic”, my main point of advice would be to ask them” “Do you have a BETTER IDEA…and if not then let’s move forward!”  To often cool ideas get delayed or diminished due to the “it will never work” critics in a group.   Leaders…solid Leaders need to manage these growth challenges by taking the high road approach (i.e. Do you have a BETTER IDEA question).

Finally, be sure to look in the mirror and ask: “Am I a constant critic…or a constant contributor?”

It is always interesting and intriguing to witness the different occupations that evolve in our new world-of-work…and in the world of entrepreneurship! You know what I mean: Web Designer-to-Curriculum Specialist or Podcast Producer-to-Organic Foods Grower.  Well for this weeks TRIPLE III TIME message we are going to ask: What are the qualifications to be a good…no a GREAT Job Coach.

Just as a common starting spot, here is a brief Job Coach definition:

“Job coaching refers to training of an employee by an approved specialist, who uses structured intervention techniques to help the employee learn to perform tasks to the employer’s specifications and to learn the interpersonal skills necessary to be accepted as a worker at the job site and in related community.”

Next, think about who you know/remember that would be considered a GREAT Job Coach.  Well my first thought is my Dad….but he was a GREAT motivator…but not someone I would classify as a Job Coach.  Likewise, as I think about others that have influenced me as a professional over time…all seem to have more specific leadership traits…but not the combination of skills to specialize in Job Coaching.

If you spend a little extra time and analyze the role of a pure Job Coach…you realize you have to focus primarily on the person…and not the job they retain.  Actions like communication, goal-setting, and personal evaluation would be at the top of my list for effective Job Coaching.  Setting priorities, multi-tasking and example setting would also be professional development topics appropriate for discussion by a Job Coach.

BOTTOMLINE: I believe we all play the important role of Job Coach for someone everyday…EVERYDAY.  Whether it is for a child, a co-worker, a friend, a student, a colleague and/or yes even a boss…saying something that needs to be said…offering words of encouragement/advice…explaining difficult situations…or offering suggestions on future advancements…are all high quality Job Coach actions.

Finally, GREAT Job Coaching is a life-long learning skill…so keep on learning!

Recently I had the opportunity to talk with a long-time small business owner about why he thought he was successful.  It was an entertaining discussion and because he was both modest and reserved about his success status…it was challenging to try and capsulize the ideas he called his “secrets”.  Fortunately however, after we parted ways, I wrote down a few that are ideal for this week’s TRIPLE III TIME message!

1. Implement ideas fast. Don’t ponder details and try to make it perfect.  Just use your positive energy and get going.
2. Surround yourself with good idea people. You need to work and share concepts with people who look to the future and see potential.
3. Use your strengths and find resources/partners to facilitate implementation of your ideas. You can’t be everything to everyone.
4. Place a strict limit on how much time, money and energy you will give to a specific idea. You will need some in reserve for the next cool idea.
5. Be professionally generous and don’t be afraid to share information or help a colleague and ask nothing in return. People will remember you for this.

I wish I could have taped the entire conversation…so I could have remembered even more “secrets”.  But these five really say a lot for business and personal success.

I will admit that I have never adjusted well to the “momentum-slow-down” that occurs in many public and private organizations during the summer months.  Yes vacations are important and Michigan tourist opportunities are at their peak…but maybe while during this summer season, couldn’t we also consider it a progressive professional Reloading Time?

What do I mean by a Reloading Time?

Well to me a Reloading Time is when you consider the projects and actions that made you special in your profession over the last year.  Rethink about actions that you took to prepare for the projects…and those taken during implementation.  Then very specifically try to determine what made the efforts special!  And then:

• Write down special actions in simple terms
• Write down three (3) things you could have done better
• Write down restart (not repeat) actions if/when you take on a similar project
• Write down ways to avoid “hiding-spots” and not detour around areas of challenge
• Write down assumptions made during project service…that were incorrect
• Write down the importance of not getting too far ahead of your people/customers…but likewise not too far behind them during service delivery

STOP!

As you can see I did not list my traditional TOP 10 items for this Reloading Time TRIPLE III TIME message…because the 4^th of July is coming up.  My Reloading Time intention is to encourage you to peacefully, quietly, professionally think about where you have successfully been…to help you plan for where you may be creatively going.

One of the organizational development issues I have witnessed as different public and private sector groups address growth…is Age-Blending.  In so many organizations there seems to be a high incidence of older employees now blending together with very young workers.  Now don’t misunderstand…I am not indicating that there is a problem issue…I just think that leadership needs to formulate a proactive Age-Blending process to maximize the workplace contributions of both the young and old!  Think about this TOP 10 customized list of Age-Blending strategic planning moments:

1. A Products/Services then and now awareness session.
2. A discussion of organization customers and evolution of needs.
3. Contributions on work ethic priorities and todays social media impacts.
4. A review and analysis of the organizations current work culture.
5. Organizational attitudes regarding change and innovation.
6. Everyone’s thoughts about open communication and “chains-of-command”.
7. Definitions and expectations of product and service quality.
8. Discussing the teamwork structure within the organization.
9. Understanding the “hands-on/hands-off” leadership style of the organization.
10. TOGETHER…what the future of the organization looks like.

I believe dedicating one or two hours of strategic planning discussion on each of these topics would be an excellent Age-Blending organizational development action.

One of the challenges and benefits of being a guest columnist for the American Society For Public Administration PA TIMES newspiece, is that the recommended quarterly topics require you to “stretch” your insight, innovation concepts and options for positive change.  The Quest For Gender Balance: In the Workplace is an article that offers an additional idea for improving gender balance in tomorrows world-of-work.  Please give the elements of the article extra thought and consideration.  I hope you enjoy it.

The issue/question of when to ask for help in a professional setting…isn’t always as clear-cut as one would think.  All of the standard question elements quickly become part of the challenge:

• Who do I ask?
• When is a good time?
• How do I phrase the request?
• What specifically do I need help with?
• Why can’t I do it myself?

And all of these questions are appropriate and relevant…but shouldn’t there be guidelines when you are considering Asking For Help? Well although I am guilty of often taking the “I will do it myself!” approach…here is a fun TOP 10 list of thoughts that may help:

1. Don’t worry because there is never a perfect answer or solution…and asking for help is always knowledge building.
2. Don’t worry if the process/answer takes longer…a better solution is worth the wait.
3. Don’t worry that someone may view it as a sign of weakness…professionally asking for help is a sign of strength.
4. Don’t fall into the “Never mind I will do it myself!” syndrome…because no on goes it progressively alone.
5. Don’t worry that the issue/challenge might be delegated to someone else…sometimes there is more to the decision than you know.
6. Don’t be afraid that someone might know more than you about the topic…that is reality.
7. Don’t worry when you might be bothering someone with your request…true professionals understand the value of asking for help.
8. Don’t worry when the answer/solution is not what you wanted …flexibility/adaptability builds character.
9. Don’t underestimate the idea generating power of asking for help…two or three brains are better than one.
10. Finally, don’t forget how great you feel when someone asks for YOUR help!

Yes I know we just talked about LEADERSHIP 101 recently but remember leadership is a topic, interest, priority and area of consultant service for me everyday…EVERYDAY.  And yes it is true again that in most TRIPLE III TIME messages we have discussed the many, many views and traits that have been studied about what makes a leader special.

In Charles Garfield’s book: “Second to None…The Productive Power of Putting People First”, he describes what it means to be a service leader.

“Service leadership means more than just meeting the current needs to your client competently and efficiently. It also means stepping beyond the traditional client/provider boundaries to inspire change and fulfill the promise and the potential for the client.

Service leadership also means more than knowing your client.  It requires the mastery of topics, issues, and insights related to your client’s experiences, goals, thinking, motivations, and needs.  A service leader creates a vivid picture of what will make the client prosper not only today but tomorrow. With that picture firmly in mind, the service leader then commits himself or herself to making it happen.”

This definition simply says…a leader puts people first.  Whether it is their client/customers (or staff), a service leader is responsible for making them the BEST!

It is very important to re-read Mr. Garfield’s quote a few times.  There are so many valuable professional development thoughts and actions contained in those two paragraphs.  And maybe you will arrive at the same conclusion that I did: That if you want to be recognized as a great leader…you must guide and serve those that work with you…those that you work for…and those you work to help.

When you hear the term “RE-DO” …what do you think about? Do you think about:

• RE-DOing your living room to make it modern?
• RE-DO a test in class because you did poorly?
• RE-DO your website because it needs to add features?
• RE-DO your sales approach at work to make it more customer friendly?

Well today this TRIPLE III TIME message will focus on the: “You never get the opportunity to make a good first impression!” …side of The Value of RE-DO’s.

Some of my greatest personal and professional learning moments came when I messed up…and was not able to arrange a RE-DO.  Whether it was not turning in a special report on time…or not following up with a business colleague in a timely fashion regarding future work…the inability to be allowed a RE-DO…provided a true life lesson.

Many times, I have shared thoughts with others about the value in realizing failure…no matter the occasion.  Likewise, I have witnessed the involvement of a “third-party” in a RE-DO situation and how the true learning moment is somehow diminished when someone “runs interference” and mistakes made are minimized.  Allowing the difficult learning to happen is just real life.

Babe Ruth didn’t get a RE-DO when he struck out.  He just practiced more and got better.  Neil Armstrong didn’t get a RE-DO when he didn’t pass all his NASA training the first time.  He just studied harder and started new in his quest to qualify as an astronaut and walk the moon!

What do YOU think about RE-DO’s?

This past year I have had the privilege of spending time with a variety of both public and private organizational leaders. And even though you try to not “talk shop” in your off hours…different topics always circled back to the most important traits, actions, attitudes and timing issues that would make a good LEADERSHIP 101 Training course GREAT!

Well as you can guess…there was no complete consensus on “the making of a leader” …but several terms steadily rose out of our discussions.  The main points were vision, accountability, communication, responsibility, approachable, influence and consistent.  My main LEADERSHIP 101 term contribution was: Purpose (like developing a culture around) or in other words: THE CAUSE!

As part of my contribution to the discussion, I would comment that if I was teaching a LEADERSHIP 101 course, I would try very hard to get each student to understand the high value of instilling a common feeling of THE CAUSE in all connected to your organization.  Staff, Board members, customers, partners…yes even the general public would appreciate what your organization “stands-for” …THE CAUSE.  It would be reflected in everyone’s sense of purpose, urgency, unity, confidence, performance, work ethic and pride in working to set the trends…rather than follow old trends.

Bottomline: We are all leaders in our own world-of-work.  Do those around you understand THE CAUSE that you stand for?