Inspiring Innovations, Inc.

We have all heard and talked about the importance of Life-Long Learning.  Whether the discussion occurs in a school setting or on-the-job, there is no question that taking action to expand your knowledge, awareness of events, understanding of actions and/or just maintaining a competence of where the future may be heading, is personally and professionally critical in our fast-changing world.

But have we ever really considered our Life-Long Learning Options?

Well I believe we often overlook and maybe underestimate the variety of Life-Long Learning Options that we may experience everyday…EVERYDAY!  Here is a TOP 10 list to consider:

1. Take a class…college, exercise, cooking… “Life” and “Learning” are key words in this message.
2. Read a book…the topic is up to you…but topics that make you a better person should be the priority.
3. Volunteer to help…so you meet new people and can build on a worthy cause.
4. Subscribe to a magazine and commit to completely reading quality informative articles.
5. Keep a personal journal…because learning is also recording and “telling your story.”
6. Experiment with new-age forms of learning (ebooks, blogs, google maps, etc.)…it’s a whole new experience.
7. Mentor someone who may be confused, struggling or personally/professionally stuck…and could benefit from your life-long learning strategy.
8. Job-shadow someone who works in a position that you would like to know more about.
9. Visit different towns, libraries, college-campuses, historic buildings, businesses, elementary schools, assisted living homes…and see what you don’t regularly see.
10. ..hold REAL Life-Long Learning conversations with friends, co-workers, family and colleagues…you know what I mean.

I am sure there are more Life-Long Learning Options that you could add to this list.  However this TRIPLE III TIME message is intended to at least get you started!

Lately I have been on the road a lot and fortunately have had the opportunity to work with a wide variety of professionals from various fields.  The topics of organizational development and continuous improvement discussions ranged from customer service to personal growth to innovation in the workplace.  No two conversations are ever the same…and no pieces of creative, innovation advice I offer are duplicates.

Interestingly one of my sons recently asked: “What do you tell people when they ask you specifically to describe yourself as a professional?”  Well as you might guess I was NOT prepared for this type of question.  Deer hunting, fixing the lawn mower or playing music might be on my “expected questions” list…but not one on professional status.

Well I told him that I let people know I am a STRATEGIC DREAMER.  And before he asked just what the ____ is that?” …I went on to explain that a STRATEGIC DREAMER is someone who offers ideas, thoughts, projects, advice and/or recommendations that always keep people looking to the future.  Too often workplaces spend critical planning time discussing, debating and arguing about what happened in the past…and not near enough about the future!  I also stressed that A STRATEGIC DREAMER professionally encourages individual workers and entire organizations to direct more focus on something you can change…THE FUTURE…instead of trying to change the past.

As you can guess I’m not sure he thought his Dad was that deep a thinker.  But today for the sake of solid professional development, think about adopting a STRATEGIC DREAMER philosophy! Think about taking calculated risks, using technology to better help you, modifying cool customer service approaches, and thereby creating your own new future.

It just might put FUN back into your day job!

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.