TRIPLE III TIME: Today’s Newest “Job Learnings”
This week’s TRIPLE III TIME message is my latest American Society for Public Administration article. And as you can tell from the article’s title: Today’s Newest “Job Learnings”… I have revisited my most predominant career initiative (getting people better ready for the world-of-work) and “proclaimed” it to be a modern-day public administration upgrade responsibility!
So many advancements have occurred in today’s employment arena that I believe someone/some group needs to offer a single, short-term session on: “Today’s Newest “Job Learnings”. It may sound too simple or common sensical, but job conduct and expectations need to be better defined and understood by both employers and employees as part of a standard up-training process.
I hope you enjoy the article.
Today’s Newest “Job Learnings”
Today’s workplace, employment processes and situations are NOT the same. Technology, global markets, world politics, hybrid learning, instantaneous communication and multiple other factors have altered the traditional employer-employee relationship in so many ways. Innovation and creativity have caused the infusion of so many new non-traditional components into every workplace and thereby have caused an “unawareness-knowledge-gap” with regard to pure job responsibilities and performance.
As practitioners in the public administration field… shouldn’t we be strategically reviewing and discussing all of Today’s Newest “Job Learnings” that are impacting our overall workforce… both public and private sectors? Isn’t it becoming more critical everyday that in our high school classrooms and also in every employment location… to directly orientate and communicate the progressive changes that are occurring and involving everyone? Although we may believe that this form of evolutionary “Job Learning” is just naturally occurring… I contend it is important for both sides of the employer-employee arrangement to become “up-with-the-times” regarding our upscaled worlds of work. For better clarity on Today’s Newest “Job Learnings”, lets go over a few examples.
Let’s first consider the new age view of when and how one’s work day begins. Traditionally if someone worked at a bank or in a manufacturing setting, they positioned themselves to consider that they were “on-the-job” from 7 until 4pm or 8 until 5pm. These very standard work hour situations were the historic measuring stick for everyone’s eight (8) hour day and consequential forty (40) hour week. But hasn’t this traditional time and attendance methodology been tested…modified and maybe even eliminated as a result of our COVID… online employment expansion experiences?
Interrelated to the personal time and attendance issue is the hybrid… work-from-home situation. I can’t recall the number of times workers in multiple sector situations have informed me that “my work day begins the moment I go online and look at my emails”! Understandably, the opportunity to have your home become your regular “workplace” has tremendous financial and time saving benefits! Less costs for gas and vehicle maintenance. No time spent on-the-road driving to and back from an office. Plus “dressing-down” is allowable…daily. However, does working from home improve job performance or lessen it? Can you really document time on-the-job accurately or is there a critical trust factor involved? Each of these “Job Learning”… impact areas need to be better explained, applied, integrated, assessed and monitored in a progressive… innovative… professional way to advance today’s new (and old) workforce participants.
Another employment-evolution area that would be valuable to instruct both job seekers and current workers about would be today’s “Specific-Generalist” job expectations. What are “Specific-Generalist” job expectations? Today I have observed that unlike past employment opportunities, some employers look for workers with natural specialist college-level knowledge… but many silently recruit candidates that have multiple (generalist) skill areas. This situation is most useful when those looking for work assess and are prepared to share their transferable skills. These skills include communication, teamwork, adaptability, creative thinking and attention to detail personal strengths. So whether the challenge is time management or beginning blue-print reading, the more high-value generalist skills/credentials one retains has become much more applicable in today’s competitive job market. This issue is even more realized as different companies and organizations have to “blend” job tasks due to financial or down-sizing concerns. Therefore, is providing this form of “Job Learning” instruction a valuable new age public administration obligation/responsibility?
Job re-entry and a much more flexible approach to retirement is another evolving
“Job Learning” component. Consider all of the modern-day approaches older citizens utilize to strategically exit their employment. Think about individual phase-out planning, part-time options, on-call opportunities and/or total return-to-work situations. With the shrinkage of the total workforce, worker buy-outs, robotics impacts, self-service structures and/or remote job opportunities… full retirement has become less of a standard life-change option than in the past. Additionally and unfortunately, quality survivability of those over age 65 living on a very fixed and/or limited income has become a greater circumstance. As a result, older citizens are regularly re-entering the workforce and would benefit greatly from sessions on Today’s Newest “Job Learnings”.
So what are some of the key issues to consider if we commit to better informing citizens about job conduct and expectations? I believe it is vital that common Today’s Newest “Job Learnings” be created and provided as a standard employment preparation/continuation service. A new public administration provider would not be required, rather the nation’s workforce agencies, community colleges or small business development system-network could assume the new learning session responsibility. As discussed the topics should include but not be limited to:
- Working from home standards
- Computer skills expectations
- Part-time work protocols
- On-line employment and responsibilities
- “Specific-Generalist” skill areas
The uniqueness of Today’s Newest “Job Learnings” sessions would be the specific discussion on jobs from both the employee and employer perspectives. Old-style work stereotypes would no longer apply. This system-wide initiative is an overdue upgrade to all employment preparation services.
TRIPLE III TIME: Creating A Motivational “Can’t-Do” List
As I sometimes do my “homework” regarding finding the best… and most timely TRIPLE III TIME topic, shared below is a unique quote taken from a presentation by Julie Burnstein entitled: “4 Lessons in Creativity” (2012)… that really helped this week!
“Artists (often) speak about how pushing the limits of what they can do, sometimes pushing into what they can’t do, helps them focus on finding their own voice.”
So here’s the TRIPLE III TIME question: What are YOUR thoughts regarding creating a “Can’t Do” list for yourself?? I believe if you are truly correctly driven… Creating A Motivational “Can’t Do” List may be a fun, non-traditional method of extending your own entrepreneurial spirit.
Think about it?!
First, having a VISUAL of what you feel a need to try, work on and accomplish…would be a very appropriate beginning of utilizing a “Can’t Do” List. Somehow seeing the “Can’t Do” List in writing may show that the challenge is not as big as you believed and/or possibly convince you that you may be over-thinking specifically what can’t be done!
Next, possibly sharing parts of your “Can’t Do” List with others may result in a unique new working arrangement or mentoring situation that offers everyone a creative progressive opportunity. Many times just as attendees in a training situation are hesitant to ask questions that everyone may be concerned about… so too could others also be facing a similar “Can’t Do” situation and resist even talking about it.
Bottomline: Creating A Motivational “Can’t Do” List could serve as a GREAT problem-solving activity both personally and professionally. However, I also realize that some may look at a “Can’t Do” List as self-defeating. Historically it has been my approach to instantly think: “Bring-it-on!…or I know how to get around this problem…or this isn’t as big or confusing as I thought”!
Therefore I “vote” that MOTIVATIONAL is the better position to take!
TRIPLE III TIME: “Stereotyping” Mistakes
First let me state that I am sure that the wise readers of the TRIPLE III TIME blog messages… NEVER make “Stereotyping” Mistakes! None of us look at the way someone dresses… talks…and/or where they live and places a certain stereotype assumption on them…RIGHT!
In my long-term public sector employment history… I have observed… and yes unfortunately applied various forms of stereotypes to different people at different times. Is it a form of “human-nature”… yes probably… but does it most often cause multiple forms of “Stereotyping” Mistakes… YES! This stereotyping trap that I am describing also occurs when we believe people will behave in a certain manner depending on their age, gender, social or economic background. For example, if someone drives a brand new Porsche versus a rusting 1963 Ford pickup… do certain stereotypes show up? Or if someone shows up at an event with children all dressed in dirty clothes versus a family in modern-stylish dress-ware… do we start stereotyping?
Many times when I have my consultant “uniform” on and am addressing the needs for all organization staff to be authentic…the issue of stereotyping people is discussed. I remind them that they all will play a leadership role sometime during their employment years… and it is a LEADERS responsibility to stress the problems caused by “Stereotyping” Mistakes. Is it sometimes difficult… non-intentional… professionally confusing… yes!? However, does it most often lead to a lack of understanding, miss-communication and a tremendous loss of authenticity on both sides… also YES!
I guess my most memorable example of being told that its best to be just authentic and not make “Stereotyping” Mistakes came directly from my Ma when she said a long time ago: “I don’t care what job you have or how smart a degree says you are… you just be Marv.”
(P.S. It’s her birthday this week!)
LEARNING MOMENTS Podcast: Retaining a “SPIRIT” of Innovation
This month my Inspiring Innovations LEARNING MOMENTS are totally… completely and happily all devoted to INNOVATION. It is a professional development area I have prioritized my entire career.
Specifically, the podcast discusses the importance of actions required when Retaining a “SPIRIT” of Innovation in your everyday lifestyle. The suggested actions are not totally new or unique… however they require regular attention to make INNOVATION a true “way-of-life”!
Enjoy the listen.
TRIPLE III TIME: Going to “Where They Are”!
Sometimes we get lucky and observe excellent progress actions that just maybe you have been suggesting to different leaders for quite some time. This past week I read a news piece that announced the appointment of a high school junior to a newly created city council seat! Not only is this a great action to structurally gain input from our younger generation… but also a wonderful two-way COMMUNICATION IMPROVEMENT for both groups by: Going To “Where They Are”!
What does this TRIPLE III TIME message title specifically drive everyone to consider? Well it may be the ideal time to toss out a TOP 10 Going To “Where They Are”! questions to think about.
- Do you really invite others outside your organization for ideas?
- Are you too traditional… too different?
- Do people know your product/service or just think they do?
- Do you have a good strategic blend of communication options?
- Are you getting “out-of-the-office”… or always expect clients/customers to only come to you?
- In the last year have you visited with different age groups…males/females…ethnic segments?
- Are you afraid of what you might see… learn?
- Does a change in your communication processes cause money concerns?
- Does your business/organization have a meaningful, quality, progressive reputation…or??
- Does professional discomfort cause your group to shrink-back… get angry… freeze-up?
Going To “Where They Are”! has become the most important strategic planning activity when addressing progressive COMMUNICATION processes. So think honestly about the TOP 10 questions and then move creatively forward.
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.
Inspiring Innovations, Inc. 