Never Miss a Deadline Again
By Laura Vanderkam | July 21, 2011
http://www.bnet.com/blog/time-management/never-miss-a-deadline-again/548?promo=713&tag=nl.e713
Every weekend, I list my priorities for the upcoming week. I find that organizing my life in 168-hour chunks gives me a good sense of how I should be spending my hours. When work gets really busy, though, I start scheduling in priorities by the hour Monday through Thursday.
But never Friday.
Why not? Because Friday is my margin time.
Inevitably, something will come up Monday, Tuesday, Wednesday or Thursday that I haven’t planned for. It could be an exciting new opportunity that I need to seize, or it could be a long, drawn-out game of phone and fax tag required to move my medical records from one doctor’s office to another. Either way, that means that something that was supposed to happen during the first part of the week won’t get finished.
If Friday is chock-full too, then I’d run the risk of not completing a priority during that week. Rather than let that happen, I do what I can to keep at least Friday afternoon as open as possible.
Sure, building in a cushion is sometimes difficult. But the pay-off comes in peace of mind. You don’t necessarily have to work until 10PM on Wednesday, because you know there’s an open block on Friday waiting for you. And hey, if everything goes perfectly during the week, then you can spend Friday relaxing! This will never actually happen, but hey, it’s nice to dream.
When do you build in margin time?
MY THOUGHTS
Very sensible indeed! Better start trying out this margin time. I think it will work. Most definitely.
Showing posts with label career. Show all posts
Showing posts with label career. Show all posts
Thursday, July 21, 2011
Wednesday, July 13, 2011
5 Ways You Sabotage Your Own Career
5 Ways You Sabotage Your Own Career
from the article "Are You Sabotaging Your Own Career? Probably"
By Steve Tobak | July 12, 2011
5 Ways You Sabotage Your Own Career without realizing it:
Believing that someone else is the problem. I’m going to go out on a limb here and say the odds that there’s some conspiracy to hold you back, that everyone’s out to get you, that opportunity’s there for all but you, or that all your bosses and coworkers are raging a**holes and backstabbing villains, are zero. That’s right; it’s you. And thinking it isn’t, well, that’s what actually holds you back.
Putting yourself ahead of your company. I know it’s counterintuitive, but the best way to get ahead is to put the needs of your company first, and for the simple reason that doing your job well and going above and beyond the call of duty will come back to you eventually. That’s just the way it works. Nobody’s going to go out on a limb and shower you with raises and promotions until you prove yourself capable, which means getting results … for the company.
Thinking you know better instead of listening and learning. Those who act as if they know it all and have overinflated opinions of themselves are usually overcompensating for deep feelings of inferiority and insecurity. And you know what? Everyone knows it but them. So, when you act that way instead of listening and learning, it’s like holding up a giant sign that says, “I act big but I really feel small.”
Feeling entitled to something, anything. People throw the “entitlement” word around a lot these days, but there’s a simple truth in business: You’re not entitled to squat. If that’s news to you, then good, you heard it here first. Oh, except for one thing. You’re entitled to work your tail off and maybe someday make something of yourself; that’s about it. The truth is that whatever you feel entitled to you’ll never get.
Drinking the Kool-Aid, i.e. that there’s some magic secret to getting ahead. Becoming successful in the real world requires every bit of whatever brains God gave you, the wisdom you learned along the way, and pretty much all your energy and focus. By definition, every brain cycle and moment you spend thinking there’s a better way - a magic way - works against you by detracting from what it really takes to succeed: brains, hard work, and learning from experience.
MY THOUGHTS
How can I not agree? All the points presented are self-destructing-blaming others, self first before company, being a know-it-all, entitlement which is brought about by a terrible sin called pride, taking shortcuts to success. Time to ask yourself some questions. Are you or are you not?
from the article "Are You Sabotaging Your Own Career? Probably"
By Steve Tobak | July 12, 2011
5 Ways You Sabotage Your Own Career without realizing it:
Believing that someone else is the problem. I’m going to go out on a limb here and say the odds that there’s some conspiracy to hold you back, that everyone’s out to get you, that opportunity’s there for all but you, or that all your bosses and coworkers are raging a**holes and backstabbing villains, are zero. That’s right; it’s you. And thinking it isn’t, well, that’s what actually holds you back.
Putting yourself ahead of your company. I know it’s counterintuitive, but the best way to get ahead is to put the needs of your company first, and for the simple reason that doing your job well and going above and beyond the call of duty will come back to you eventually. That’s just the way it works. Nobody’s going to go out on a limb and shower you with raises and promotions until you prove yourself capable, which means getting results … for the company.
Thinking you know better instead of listening and learning. Those who act as if they know it all and have overinflated opinions of themselves are usually overcompensating for deep feelings of inferiority and insecurity. And you know what? Everyone knows it but them. So, when you act that way instead of listening and learning, it’s like holding up a giant sign that says, “I act big but I really feel small.”
Feeling entitled to something, anything. People throw the “entitlement” word around a lot these days, but there’s a simple truth in business: You’re not entitled to squat. If that’s news to you, then good, you heard it here first. Oh, except for one thing. You’re entitled to work your tail off and maybe someday make something of yourself; that’s about it. The truth is that whatever you feel entitled to you’ll never get.
Drinking the Kool-Aid, i.e. that there’s some magic secret to getting ahead. Becoming successful in the real world requires every bit of whatever brains God gave you, the wisdom you learned along the way, and pretty much all your energy and focus. By definition, every brain cycle and moment you spend thinking there’s a better way - a magic way - works against you by detracting from what it really takes to succeed: brains, hard work, and learning from experience.
MY THOUGHTS
How can I not agree? All the points presented are self-destructing-blaming others, self first before company, being a know-it-all, entitlement which is brought about by a terrible sin called pride, taking shortcuts to success. Time to ask yourself some questions. Are you or are you not?
Thursday, May 19, 2011
WHAT MOST SUCCESSFUL PEOPLE DO BEFORE BREAKFAST
What The Most Successful People Do Before Breakfast
By Laura Vanderkam | May 17, 2011
http://www.bnet.com/blog/time-management/what-the-most-successful-people-do-before-breakfast/439?promo=664&tag=nl.e664
Mornings are a mad-cap time in many households. Everyone’s so focused on getting out the door that you can easily lose track of just how much time is passing. I’ve had hundreds of people keep time logs for me over the past few years (you can see some of mine here and here), and I’m always amazed to see gaps of 90 minutes or more between when people wake up and when they start the commute or school car pool.
That would be fine if the time was used intentionally, but often it isn’t.
The most productive people, however, realize that 90 minutes, 120 minutes or more is a long time to lose track of on a busy weekday. If you feel like you don’t have time for personal priorities later in the day, why not try using your mornings? Streamline breakfast, personal care and kid routines. Then you can use 30-60 minutes to try one of four things:
1. Play, read, or talk with your kids. Mornings can be great quality time, especially if you have little kids who go to bed soon after you get home at night, but wake up at the crack of dawn. Set an alarm on your watch, put away the iPhone, and spend a relaxed half an hour reading stories or doing art projects. If you have older children, aim for a leisurely family breakfast. Everyone talks through their plans for the day and what’s going on in their lives. If family dinners aren’t a regular thing in your house, this is a great substitute.
2. Exercise. You shower in the morning anyway, so why not get sweaty first? Trade off mornings with your partner on who goes out and runs and who stays home with the kids. Or, if your kids are older (or you don’t have any) work out together and make it a very healthy morning date.
3. Indulge your creative side. Lots of people would like to resurrect a creative hobby like painting, photography, scrapbooking, writing, even practicing an instrument. What if you went to bed a little earlier three times a week? Skip that last TV show or those last emails and get up a little earlier the next morning to put in some time at your easel before the day gets away from you.
4. Think. Strategic thinking time is incredibly important for seizing control of our lives. Spend 30 minutes in the morning pondering what you want to do with your time. You could also use this time to pray or read religious literature, to meditate or write in a journal. All of these will help you start the day in a much better place than if everyone’s running around like chickens with their heads cut off.
Note: Are you looking for a better start to your day, or to use your time more effectively in general? I’d like to do a few time makeovers of readers over the next few weeks. Email me if you’d be interested in logging your time, trying a few strategies, and sharing what you learn. Thanks!
MY THOUGHTS
Time with the kids. Exercise. Be creative. Think. Those are some of the things most succesful do first thing in the morning. But what about happy people? What do they do the minute they wake up?
By Laura Vanderkam | May 17, 2011
http://www.bnet.com/blog/time-management/what-the-most-successful-people-do-before-breakfast/439?promo=664&tag=nl.e664
Mornings are a mad-cap time in many households. Everyone’s so focused on getting out the door that you can easily lose track of just how much time is passing. I’ve had hundreds of people keep time logs for me over the past few years (you can see some of mine here and here), and I’m always amazed to see gaps of 90 minutes or more between when people wake up and when they start the commute or school car pool.
That would be fine if the time was used intentionally, but often it isn’t.
The most productive people, however, realize that 90 minutes, 120 minutes or more is a long time to lose track of on a busy weekday. If you feel like you don’t have time for personal priorities later in the day, why not try using your mornings? Streamline breakfast, personal care and kid routines. Then you can use 30-60 minutes to try one of four things:
1. Play, read, or talk with your kids. Mornings can be great quality time, especially if you have little kids who go to bed soon after you get home at night, but wake up at the crack of dawn. Set an alarm on your watch, put away the iPhone, and spend a relaxed half an hour reading stories or doing art projects. If you have older children, aim for a leisurely family breakfast. Everyone talks through their plans for the day and what’s going on in their lives. If family dinners aren’t a regular thing in your house, this is a great substitute.
2. Exercise. You shower in the morning anyway, so why not get sweaty first? Trade off mornings with your partner on who goes out and runs and who stays home with the kids. Or, if your kids are older (or you don’t have any) work out together and make it a very healthy morning date.
3. Indulge your creative side. Lots of people would like to resurrect a creative hobby like painting, photography, scrapbooking, writing, even practicing an instrument. What if you went to bed a little earlier three times a week? Skip that last TV show or those last emails and get up a little earlier the next morning to put in some time at your easel before the day gets away from you.
4. Think. Strategic thinking time is incredibly important for seizing control of our lives. Spend 30 minutes in the morning pondering what you want to do with your time. You could also use this time to pray or read religious literature, to meditate or write in a journal. All of these will help you start the day in a much better place than if everyone’s running around like chickens with their heads cut off.
Note: Are you looking for a better start to your day, or to use your time more effectively in general? I’d like to do a few time makeovers of readers over the next few weeks. Email me if you’d be interested in logging your time, trying a few strategies, and sharing what you learn. Thanks!
MY THOUGHTS
Time with the kids. Exercise. Be creative. Think. Those are some of the things most succesful do first thing in the morning. But what about happy people? What do they do the minute they wake up?
Thursday, May 5, 2011
ARE YOU SMART OR CLEVER?
Are you Smart or Clever?
from the article 'Are You Smart, or Clever? Here’s How to Be Both'
By Jeff Haden | May 3, 2011
For the sake of argument, let’s define smart as educated, trained, experienced, seasoned. Smart people can evaluate a situation and determine the right thing to do.
Clever takes smart a step farther, adding insight and a dash of the unexpected. Clever people evaluate a situation, determine the smart thing to do, and then go a step farther to determine a sometimes surprising way to capitalize on an opportunity.
In business terms, smart is the guy down the hall with the MBA who analyzes and optimizes your supply chain because you assigned him the project. Clever is the gal on the shop floor who comes forward to show how you can increase productivity 15% simply by sequencing jobs differently. (Another true story.)
The business world is populated by millions of smart people. Education, experience, resources — there are countless smart people. To set yourself apart it’s not enough to simply be smart. You also must be clever.
Fortunately, we can all be clever: It just takes the right frame of mind. Click to the next page to learn five ways you can proactively increase your cleverness quotient.
MY THOUGHTS
In other words, all you need to do to be smart is go to school. To be clever, you need to live a life and learn along the way.
from the article 'Are You Smart, or Clever? Here’s How to Be Both'
By Jeff Haden | May 3, 2011
For the sake of argument, let’s define smart as educated, trained, experienced, seasoned. Smart people can evaluate a situation and determine the right thing to do.
Clever takes smart a step farther, adding insight and a dash of the unexpected. Clever people evaluate a situation, determine the smart thing to do, and then go a step farther to determine a sometimes surprising way to capitalize on an opportunity.
In business terms, smart is the guy down the hall with the MBA who analyzes and optimizes your supply chain because you assigned him the project. Clever is the gal on the shop floor who comes forward to show how you can increase productivity 15% simply by sequencing jobs differently. (Another true story.)
The business world is populated by millions of smart people. Education, experience, resources — there are countless smart people. To set yourself apart it’s not enough to simply be smart. You also must be clever.
Fortunately, we can all be clever: It just takes the right frame of mind. Click to the next page to learn five ways you can proactively increase your cleverness quotient.
MY THOUGHTS
In other words, all you need to do to be smart is go to school. To be clever, you need to live a life and learn along the way.
Tuesday, April 12, 2011
DO YOU HAVE A GOOD JOB?
Do you have a good job? Take the test
Today's job market favors employees. The attitude of most workers is that they should have a job that makes them happy. So it's no surprise that at any given time 70 percent of the workforce is job hunting, according to the Wall St. Journal.
Everyone is looking for the right position. But what exactly does that mean?
Here is something it's probably not: Prestigious. People who chase fame and prestige are generally not as happy as other people. If you're after fame, you are setting goals that are dependent on other peoples' approval. Conversely, goals about self-acceptance and friendship make you happy because you have more control over them.
You might think you're different – that you have a legitimate shot at fame. Ninety percent of young workers think they are in the top 10 percent of all workers, according to Business Week. Also, 40 percent think they will become famous. The reality is 1 or 2 percent ever achieve a modicum of fame.
A good rule of thumb when choosing a job to make you happy is to pick one that is based on the following list of attributes.
To test a job to see if it's good, give the job points for each attribute it has:
1. A short, predictable commute – 1 point
The problem with a long commute is that it is long in a different way each day. Sometimes it's the rain, sometimes there's an accident. Sometimes traffic is backed up for no apparent reason. Humans can acclimate themselves to a lot of traumatic stuff – even being a paraplegic, according to Daniel Gilbert, author of Stumbling on Happiness. But you cannot acclimate yourself to something that is bad in a different way every day.
2. Workflow you can manage – 1 point
This is not about doing work. This is about managing your personal life, which you cannot do if you have no control over your workflow. You need to be able to predict when things will be difficult and when it's safe to focus more on your personal life. This is why management consultants are generally happy – they oversee their own schedule. But those who hold client-heavy jobs, such as lawyers or financial analysts, have to jump at a clients' whim.
3. Clear goals that are challenging – 1 point
Goals that are not challenging result in boredom, not happiness. But challenging work without a clear goal is a bad job waiting to happen because people want to know how they're doing. But you can't get feedback from a boss who does not set clear goals to manage your progress.
It is worth noting that the primary cause of workplace burnout is not the amount of time spent working, but whether the work you did can make a difference. For example, nurses on the pediatric burn unit have high turnover because it is exhausting to be taking care of children without being able to stop their suffering. Conversely, entrepreneurs are typically happy because they have so much control over workflow and goals.
4. Two co-workers you're close friend with – 3 points
If you have two good friends at work, you are almost guaranteed to like your job, according to Tom Rath, the author of Vital Friends. This is, in part, because you can process the bad parts of a job more productively with friends by your side to help you.
So finding a job you like or turning a bad job in to a good job might actually be totally under your control; you can decide you are going to be likable and make friends, or not.
Test results:
0-2 points, probably not a good job
3 points, probably a good job
4 – 6 points, probably a really good job
MY THOUGHTS
How did you fare? If you scored 0-2 points, don't go running off to another job. There are ways and ways to improve your lot - find a place nearer your work, manage your time and leave enough room for the unexpected, set your own challenging goals (if your boss won't do it for you), and go and forge those friendships. Two friends from a throng of people is not too much to ask. Unless you're with a bunch of freaks working in a dysfunctional organization.
Today's job market favors employees. The attitude of most workers is that they should have a job that makes them happy. So it's no surprise that at any given time 70 percent of the workforce is job hunting, according to the Wall St. Journal.
Everyone is looking for the right position. But what exactly does that mean?
Here is something it's probably not: Prestigious. People who chase fame and prestige are generally not as happy as other people. If you're after fame, you are setting goals that are dependent on other peoples' approval. Conversely, goals about self-acceptance and friendship make you happy because you have more control over them.
You might think you're different – that you have a legitimate shot at fame. Ninety percent of young workers think they are in the top 10 percent of all workers, according to Business Week. Also, 40 percent think they will become famous. The reality is 1 or 2 percent ever achieve a modicum of fame.
A good rule of thumb when choosing a job to make you happy is to pick one that is based on the following list of attributes.
To test a job to see if it's good, give the job points for each attribute it has:
1. A short, predictable commute – 1 point
The problem with a long commute is that it is long in a different way each day. Sometimes it's the rain, sometimes there's an accident. Sometimes traffic is backed up for no apparent reason. Humans can acclimate themselves to a lot of traumatic stuff – even being a paraplegic, according to Daniel Gilbert, author of Stumbling on Happiness. But you cannot acclimate yourself to something that is bad in a different way every day.
2. Workflow you can manage – 1 point
This is not about doing work. This is about managing your personal life, which you cannot do if you have no control over your workflow. You need to be able to predict when things will be difficult and when it's safe to focus more on your personal life. This is why management consultants are generally happy – they oversee their own schedule. But those who hold client-heavy jobs, such as lawyers or financial analysts, have to jump at a clients' whim.
3. Clear goals that are challenging – 1 point
Goals that are not challenging result in boredom, not happiness. But challenging work without a clear goal is a bad job waiting to happen because people want to know how they're doing. But you can't get feedback from a boss who does not set clear goals to manage your progress.
It is worth noting that the primary cause of workplace burnout is not the amount of time spent working, but whether the work you did can make a difference. For example, nurses on the pediatric burn unit have high turnover because it is exhausting to be taking care of children without being able to stop their suffering. Conversely, entrepreneurs are typically happy because they have so much control over workflow and goals.
4. Two co-workers you're close friend with – 3 points
If you have two good friends at work, you are almost guaranteed to like your job, according to Tom Rath, the author of Vital Friends. This is, in part, because you can process the bad parts of a job more productively with friends by your side to help you.
So finding a job you like or turning a bad job in to a good job might actually be totally under your control; you can decide you are going to be likable and make friends, or not.
Test results:
0-2 points, probably not a good job
3 points, probably a good job
4 – 6 points, probably a really good job
MY THOUGHTS
How did you fare? If you scored 0-2 points, don't go running off to another job. There are ways and ways to improve your lot - find a place nearer your work, manage your time and leave enough room for the unexpected, set your own challenging goals (if your boss won't do it for you), and go and forge those friendships. Two friends from a throng of people is not too much to ask. Unless you're with a bunch of freaks working in a dysfunctional organization.
Sunday, January 23, 2011
Ways to End Up With a Career You Hate
Five Sure-fire Ways to End Up With a Career You Hate
Oct. 7 2010 - 5:28 pm | 2,860 views | 0 recommendations | 0 comments
Posted by Chrissy Scivicque
I spend a lot of time sharing information on how to love your career. I talk about making thoughtful decisions, establishing a path and actively managing your goals.
But, equally important, is avoiding those roads that will lead to inevitable career unhappiness. Sometimes, they’re hard to spot. But I’ve found five that are clear, unmistakable danger zones. Take a look below and make every effort to avoid these traps.
1. “…but I’m good at this”
So, it’s not something you want to do, it’s something you can do. I get it. Sounds good at first. Take advantage of your skills and all that. But sooner or later, it wears thin. I see this quite often with mid-career professionals. They’ve been chugging right along, doing what they do, and suddenly they realize they’ve been sucked into a void of discontent. Don’t dedicate your energy to something just because you have the ability. You deserve to be at least somewhat selective. And if you desperately want to do something that you’re not naturally good at, you always have the power to grow your skills.
2. “…but I need the money.”
It sounds like such an obviously bad idea and yet, so many people fall for this one. Money isn’t enough to keep you happy for long. Yes, we all have financial needs that must be met. But, if that’s the sole reason you’re in your career, prepare for misery my friend. There are—literally—MILLIONS of ways to make money. Find something that offers another kind of satisfaction as well. Compensation comes in many forms and your paycheck is just one.
3. “Things will get better.”
Staying the course and hoping that things improve is a sure-fire way to waste time. If you’re in a career that’s making you miserable, it’s probably safe to say that things can’t change enough to make it worthwhile staying. Maybe they can. Maybe your awful boss will retire and you’ll be promoted and the company will be purchased by Google. But I like to encourage a proactive mindset. Do what you can to improve the situation and, if things don’t change significantly and quickly, start the process of moving on. Don’t stick with it just because you feel invested. Don’t fool yourself into thinking that things will just magically get better with time.
4. “I’m afraid.”
If fear is holding you back, you’re not alone. This is the number one reason people stay in careers they don’t enjoy. The unknown path is always scary. But be honest with yourself. If you never confront your fear, you’ll never know what could have been. You don’t want to look back on your life at the age of 70 and have regrets or questions. A few calculated risks lead to a life well-lived. Maybe not always an easy or expected life, but one you can be proud of.
5. “Nothing else would be any better.”
This is the kind of thinking that takes over when you’re unhappy. You just give up. And it’s my job to remind everyone—yes, everyone—that there are ways to find happiness at work. No one is cursed with the miserable career plague. It’s a temporary state, IF you are willing to do the work. Don’t ever believe you’re stuck.
The kind of thinking described above is normal and tempting. We all fall into these thought patterns on occasion. The good news is that you can snap yourself right out of it. You CAN find career nourishment.
MY THOUGHTS
a job that makes you miserable? of course it sucks. and the power to make it better is in your hands. moving on may not necessarily mean moving to a new job. what's the guarantee that it's going to be better? moving on does not also mean moving now. unless your job will bring you to your grave this very minute. i'm talking of real threats to you and your family. otherwise, move with caution. take heed of the points presented in this article. but check and double check if you are the reason you have a miserable job.
Oct. 7 2010 - 5:28 pm | 2,860 views | 0 recommendations | 0 comments
Posted by Chrissy Scivicque
I spend a lot of time sharing information on how to love your career. I talk about making thoughtful decisions, establishing a path and actively managing your goals.
But, equally important, is avoiding those roads that will lead to inevitable career unhappiness. Sometimes, they’re hard to spot. But I’ve found five that are clear, unmistakable danger zones. Take a look below and make every effort to avoid these traps.
1. “…but I’m good at this”
So, it’s not something you want to do, it’s something you can do. I get it. Sounds good at first. Take advantage of your skills and all that. But sooner or later, it wears thin. I see this quite often with mid-career professionals. They’ve been chugging right along, doing what they do, and suddenly they realize they’ve been sucked into a void of discontent. Don’t dedicate your energy to something just because you have the ability. You deserve to be at least somewhat selective. And if you desperately want to do something that you’re not naturally good at, you always have the power to grow your skills.
2. “…but I need the money.”
It sounds like such an obviously bad idea and yet, so many people fall for this one. Money isn’t enough to keep you happy for long. Yes, we all have financial needs that must be met. But, if that’s the sole reason you’re in your career, prepare for misery my friend. There are—literally—MILLIONS of ways to make money. Find something that offers another kind of satisfaction as well. Compensation comes in many forms and your paycheck is just one.
3. “Things will get better.”
Staying the course and hoping that things improve is a sure-fire way to waste time. If you’re in a career that’s making you miserable, it’s probably safe to say that things can’t change enough to make it worthwhile staying. Maybe they can. Maybe your awful boss will retire and you’ll be promoted and the company will be purchased by Google. But I like to encourage a proactive mindset. Do what you can to improve the situation and, if things don’t change significantly and quickly, start the process of moving on. Don’t stick with it just because you feel invested. Don’t fool yourself into thinking that things will just magically get better with time.
4. “I’m afraid.”
If fear is holding you back, you’re not alone. This is the number one reason people stay in careers they don’t enjoy. The unknown path is always scary. But be honest with yourself. If you never confront your fear, you’ll never know what could have been. You don’t want to look back on your life at the age of 70 and have regrets or questions. A few calculated risks lead to a life well-lived. Maybe not always an easy or expected life, but one you can be proud of.
5. “Nothing else would be any better.”
This is the kind of thinking that takes over when you’re unhappy. You just give up. And it’s my job to remind everyone—yes, everyone—that there are ways to find happiness at work. No one is cursed with the miserable career plague. It’s a temporary state, IF you are willing to do the work. Don’t ever believe you’re stuck.
The kind of thinking described above is normal and tempting. We all fall into these thought patterns on occasion. The good news is that you can snap yourself right out of it. You CAN find career nourishment.
MY THOUGHTS
a job that makes you miserable? of course it sucks. and the power to make it better is in your hands. moving on may not necessarily mean moving to a new job. what's the guarantee that it's going to be better? moving on does not also mean moving now. unless your job will bring you to your grave this very minute. i'm talking of real threats to you and your family. otherwise, move with caution. take heed of the points presented in this article. but check and double check if you are the reason you have a miserable job.
Wednesday, December 8, 2010
How to Manage Your Manager
How To Manage Your Manager
By Geoffrey James | December 6, 2010
If you’re like most people, you probably assume that the success of your career rests upon your basic competence at doing your job. And like most people, you’re dead wrong. While job competence is important, the simple truth is that raises, promotions, career advancement and other perks depend directly on how well you can manage your boss.
If your boss doesn’t warm up to you—or worse, doesn’t remember that you exist—you’ll never land the plum assignments you need to get ahead. Therefore, in addition to performing well, you must make sure your boss (gasp!) actually likes you and knows all the things you’re doing right.
Here’s a simple five step process to make sure that your boss sees you as both a top performer and pleasure to work with… without becoming a brown-noser.
STEP #1: Keep Your Boss in the Loop
If you’re going to get ahead, you’ve got to constantly reassure your boss that you know what you’re doing. More importantly, you’ve got establish the groundwork on which to build a strong working relationship. Here’s how.
The secret fear of every boss is that employees are screwing up and either not telling anyone or (even worse) aren’t aware there’s a problem. To reassure themselves, bosses may sometimes pick an aspect of an employee’s job and begin randomly asking penetrating questions about the details. If you answer these queries with grace and aplomb, the boss assumes you’re competent. Hesitate or evade, and the boss may assume all your work is slipshod.
Since you don’t know in advance which questions your boss might ask, be prepared for every contingency. “One of the dumbest moves you can make is to walk into the boss’s office unprepared,” says Jack Cooper, the former CIO of Bristol-Myers Squibb. “For every hour that you’ll spend meeting with your boss, you should spend 10 hours making sure you can answer any questions that the boss might ask.”
Ten hours of prep? For a one-hour meeting? Okay, that’s probably overkill for a typical employee who interacts with his boss on a daily basis. But for senior managers at big companies where meeting with the CEO is an event on par with a presidential visit, Cooper’s 10-to-1 formula makes sense.
Since you’re probably not going to spend THAT much time, here’s a shortcut — a quick list of exactly what your boss expects of you:
* Credibility. Follow through on assignments and do what you say you’re going to. If you want your boss to trust you, your word has to carry weight.
* Professionalism. Bosses appreciate individuals who are serious about what they do and willing to take the time to achieve a deep understanding of their craft.
* Integrity. The test of integrity is whether you’ll take a stand, even when it’s unpopular with your boss. The boss has the final decision, but it’s your job to make sure it’s the right one.
* Caring. Bosses value relationships with direct reports who care about them. Show that you’re truly concerned about what the boss has to say by responding with solutions rather than complaints.
* Knowledge. Bosses need people who have unique expertise. You don’t have to be a pro at everything, but you do need a specific area of knowledge that your boss values.
Make sure that your work life embodies those five things and you will absolutely be well on the way to becoming a star performer in your boss’s eyes.
STEP #2: Create a Core Message
Sad to say, bosses are often forgetful. They’ve usually got plenty on their mind, and may not always be noticing what a great job your doing. The purpose of this step is to make sure that your boss knows exactly how valuable you are.
It’s irritating, of course. When you’re working your butt off, you naturally expect your boss to know exactly what you’re doing. But even though she may have assigned your work to you, in the crush of daily pressures and changing priorities, your contribution can get lost in the shuffle.
In fact, your boss might easily get so overwhelmed that she thinks that she told you to do something different, but actually forgot. Worse case, you could end up pursuing goals that no are longer important priorities — and then find out that your hard work isn’t valued. It’s unfair, sure. But it happens all the time.
According to Spencer Clark, a former general manager at General Electric, the cure for this creeping invisibility is to become a one-person marketing group, constantly positioning your contribution. “Your most important task is to market your services to your immediate boss,” Clark says.
To do this, create a “core message” — a brief summary of exactly what you’re doing and why it’s vital to the boss’s success.
A core message might be, “My team is designing the follow-on products to our most successful product line,” or “I’m recruiting the hard-to-find technical personnel required for the new R&D facility.” Then, Clark suggests, find a way to work that message into every conversation that you have with your boss-even hallway chats.
The trick is to do this without getting all smarmy about it. Think about ways you can casually talk things up without overselling — and without driving your core message into the ground.
Each interaction should add new information, and when you can, fold the message into the day’s news. Examples:
* “I just got off the phone with a candidate for the R&D job. We’re getting resumes from some really impressive people. It looks like my recruiting program is really working.”
* “We just ran my module through the entire suite of stress tests. It looks like the power control system you told me to build is going to do the job nicely.”
* “The agreement with Acme Corp that you asked me to negotiate might come in a little late, but I think we’re going to get the terms that you asked for.”
STEP #3: Cultivate The Boss’s Influencers
It’s not enough to simply inform your boss of what you’re doing. If you want to advance your career and your personal agenda, you need to make sure that the other “powers-that-be” spread the word about your importance to the company.
Here’s some political wisdom for you. You may think you have a one-on-one relationship with your boss, but you’re actually part of a crowd of people — from your peers to your boss’s peers to your boss’s bosses — who influence the boss’s decision-making.
Like it or not, their comments and gossip will inevitably affect your boss’s opinion of you and your work, so you want to be certain that, if they’re not actively singing your praises, at least they’re reading from the same hymnal.
So here’s what you do. Create a list of everyone who carries weight with your boss. Include their job title and whatever you know about their background and role inside your firm. Now craft a variation of your core message that positions what you’re doing as helpful to each person.
Then use that to frame any conversations you have with them. “You want a consistent message coming from the entire organization, not crossed wires that might confuse the boss about your importance to the organization,” says Ken Evans, former North American VP of sales and marketing at Waste Management.
For example, suppose you’re working in a marketing group, developing new sales channels. Here’s how you keep your manager’s peers updated:
* For Your Boss (VP of Marketing): “I’m developing a channel sales program that will increase revenue and profit.” (This is your core message.)
* For the VP of Engineering: “This new channels sales program I’m developing will get the products you’re designing out to an entirely new class of customer.”
* For the VP of Manufacturing: “With the channel sales program I’m developing, we’ll be able to better predict demand, which will cut down on job overruns.”
* For the VP of Human Resources: “The sales channel program I’m developing will let us expand the business without exceeding headcount limitations.”
* For the CFO: “With the channel sales program that I’m developing, we’ll be able to sell products at a 20 percent higher gross margin than with direct sales.”
* For the CEO: “My boss [name] has got me working on a channel program that’s could improve net profitability by several percent. You ought to ask him about it.”
Take especial notice of that last message. Ultimately, every employee has, as their highest priority, trying to make their own boss look good.
STEP #4: Learn About Your Boss’s Career
Now that you’ve convinced the boss that you’re competent, it’s time to make yourself invaluable.
To do this, you’ll need deliver what the boss wants-even before he knows he wants it. Over time, of course, you can observe and learn, but fast-track the process by researching the boss’s career and asking questions that will help you understand his way of thinking.
This activity has a side-benefit your boss will be flattered that you’re interested — as long as your interest is honest and not purely self-serving. But, then, people are interesting, right? Even your boss.
So here’s what you do. Use the Internet, the grapevine, and the boss’s admin to learn about the boss’s work history. Then, when appropriate, find opportunities (such as during lunch or offsite meetings) to express a healthy curiosity about your boss’s experience.
Apart from the fact that most everyone enjoys talking about themselves, bosses find this kind of inquiry valuable because it provides an opportunity to explain the logic of their decision-making processes. To help you out, here are some sample questions:
* “I was on the web learning more about our industry and I noticed that you presented at the [name] conference. What kind of response did you get?”
* “Your admin mentioned you used to work for [name of firm]. What was the most valuable thing you learned from that experience?”
* “I hear you used to work in the [name] industry. What are the main differences between the way that industry runs and the way this one runs?”
STEP #5: Cultivate Compatible Personal Interests
The ideal situation is to have a boss who looks out for your interests during difficult times. This protectiveness is nurtured when the boss thinks of you not just as a competent contributor but as a kindred spirit.
Therefore, if you want a more expansive and resilient relationship with the boss, you’re going to have to cultivate an interest in something that also interests the boss. Ideally, this should be an interest or activity that segues nicely into the work experience.
For example, if your boss likes to talk business while playing golf, learning to play-and enjoy the game-will inevitably bring you closer.
“To really understand your boss, you need to see him or her as a person, not just as a business contact,” explains Dilip Phadke, Hewlett Packard’s director of business development strategic initiatives. “My current manager is a big soccer fan, and although I was never particularly interested in soccer, I keep up on the topic because it gives us something to talk about that’s not directly work-related but can be used to illustrate the value of teamwork, planning, and so forth.”
While this may seem like “selling out”, it’s really just the same sort of thing that you in other relationships, with friends and with family.
Here’s the simple truth. Likeability is a matter of intention and behavior rather than of personality and chance, so to become more likeable, you find similarities and then raise them to the surface, according to Robert Cialdini, author of the bestseller Influence: the Psychology of Persuasion. “If you can find something that you truly like and respect about a person, then that person will naturally like and respect you,” he says. “While this may seem manipulative, it’s not, because if you truly like somebody, you will be committed to help making that person more successful.”
MY THOUGHTS
last night i had the opportunity to spend some time with some of the greatest bosses i've had the chance to work with. i guess i've been lucky when it comes to bosses. i can only think of 1 or 2 who didn't deserve their title. the rest are true leaders, not just managers. but this article is right. no matter what kind of boss you end up with, there is a way of managing them.
By Geoffrey James | December 6, 2010
If you’re like most people, you probably assume that the success of your career rests upon your basic competence at doing your job. And like most people, you’re dead wrong. While job competence is important, the simple truth is that raises, promotions, career advancement and other perks depend directly on how well you can manage your boss.
If your boss doesn’t warm up to you—or worse, doesn’t remember that you exist—you’ll never land the plum assignments you need to get ahead. Therefore, in addition to performing well, you must make sure your boss (gasp!) actually likes you and knows all the things you’re doing right.
Here’s a simple five step process to make sure that your boss sees you as both a top performer and pleasure to work with… without becoming a brown-noser.
STEP #1: Keep Your Boss in the Loop
If you’re going to get ahead, you’ve got to constantly reassure your boss that you know what you’re doing. More importantly, you’ve got establish the groundwork on which to build a strong working relationship. Here’s how.
The secret fear of every boss is that employees are screwing up and either not telling anyone or (even worse) aren’t aware there’s a problem. To reassure themselves, bosses may sometimes pick an aspect of an employee’s job and begin randomly asking penetrating questions about the details. If you answer these queries with grace and aplomb, the boss assumes you’re competent. Hesitate or evade, and the boss may assume all your work is slipshod.
Since you don’t know in advance which questions your boss might ask, be prepared for every contingency. “One of the dumbest moves you can make is to walk into the boss’s office unprepared,” says Jack Cooper, the former CIO of Bristol-Myers Squibb. “For every hour that you’ll spend meeting with your boss, you should spend 10 hours making sure you can answer any questions that the boss might ask.”
Ten hours of prep? For a one-hour meeting? Okay, that’s probably overkill for a typical employee who interacts with his boss on a daily basis. But for senior managers at big companies where meeting with the CEO is an event on par with a presidential visit, Cooper’s 10-to-1 formula makes sense.
Since you’re probably not going to spend THAT much time, here’s a shortcut — a quick list of exactly what your boss expects of you:
* Credibility. Follow through on assignments and do what you say you’re going to. If you want your boss to trust you, your word has to carry weight.
* Professionalism. Bosses appreciate individuals who are serious about what they do and willing to take the time to achieve a deep understanding of their craft.
* Integrity. The test of integrity is whether you’ll take a stand, even when it’s unpopular with your boss. The boss has the final decision, but it’s your job to make sure it’s the right one.
* Caring. Bosses value relationships with direct reports who care about them. Show that you’re truly concerned about what the boss has to say by responding with solutions rather than complaints.
* Knowledge. Bosses need people who have unique expertise. You don’t have to be a pro at everything, but you do need a specific area of knowledge that your boss values.
Make sure that your work life embodies those five things and you will absolutely be well on the way to becoming a star performer in your boss’s eyes.
STEP #2: Create a Core Message
Sad to say, bosses are often forgetful. They’ve usually got plenty on their mind, and may not always be noticing what a great job your doing. The purpose of this step is to make sure that your boss knows exactly how valuable you are.
It’s irritating, of course. When you’re working your butt off, you naturally expect your boss to know exactly what you’re doing. But even though she may have assigned your work to you, in the crush of daily pressures and changing priorities, your contribution can get lost in the shuffle.
In fact, your boss might easily get so overwhelmed that she thinks that she told you to do something different, but actually forgot. Worse case, you could end up pursuing goals that no are longer important priorities — and then find out that your hard work isn’t valued. It’s unfair, sure. But it happens all the time.
According to Spencer Clark, a former general manager at General Electric, the cure for this creeping invisibility is to become a one-person marketing group, constantly positioning your contribution. “Your most important task is to market your services to your immediate boss,” Clark says.
To do this, create a “core message” — a brief summary of exactly what you’re doing and why it’s vital to the boss’s success.
A core message might be, “My team is designing the follow-on products to our most successful product line,” or “I’m recruiting the hard-to-find technical personnel required for the new R&D facility.” Then, Clark suggests, find a way to work that message into every conversation that you have with your boss-even hallway chats.
The trick is to do this without getting all smarmy about it. Think about ways you can casually talk things up without overselling — and without driving your core message into the ground.
Each interaction should add new information, and when you can, fold the message into the day’s news. Examples:
* “I just got off the phone with a candidate for the R&D job. We’re getting resumes from some really impressive people. It looks like my recruiting program is really working.”
* “We just ran my module through the entire suite of stress tests. It looks like the power control system you told me to build is going to do the job nicely.”
* “The agreement with Acme Corp that you asked me to negotiate might come in a little late, but I think we’re going to get the terms that you asked for.”
STEP #3: Cultivate The Boss’s Influencers
It’s not enough to simply inform your boss of what you’re doing. If you want to advance your career and your personal agenda, you need to make sure that the other “powers-that-be” spread the word about your importance to the company.
Here’s some political wisdom for you. You may think you have a one-on-one relationship with your boss, but you’re actually part of a crowd of people — from your peers to your boss’s peers to your boss’s bosses — who influence the boss’s decision-making.
Like it or not, their comments and gossip will inevitably affect your boss’s opinion of you and your work, so you want to be certain that, if they’re not actively singing your praises, at least they’re reading from the same hymnal.
So here’s what you do. Create a list of everyone who carries weight with your boss. Include their job title and whatever you know about their background and role inside your firm. Now craft a variation of your core message that positions what you’re doing as helpful to each person.
Then use that to frame any conversations you have with them. “You want a consistent message coming from the entire organization, not crossed wires that might confuse the boss about your importance to the organization,” says Ken Evans, former North American VP of sales and marketing at Waste Management.
For example, suppose you’re working in a marketing group, developing new sales channels. Here’s how you keep your manager’s peers updated:
* For Your Boss (VP of Marketing): “I’m developing a channel sales program that will increase revenue and profit.” (This is your core message.)
* For the VP of Engineering: “This new channels sales program I’m developing will get the products you’re designing out to an entirely new class of customer.”
* For the VP of Manufacturing: “With the channel sales program I’m developing, we’ll be able to better predict demand, which will cut down on job overruns.”
* For the VP of Human Resources: “The sales channel program I’m developing will let us expand the business without exceeding headcount limitations.”
* For the CFO: “With the channel sales program that I’m developing, we’ll be able to sell products at a 20 percent higher gross margin than with direct sales.”
* For the CEO: “My boss [name] has got me working on a channel program that’s could improve net profitability by several percent. You ought to ask him about it.”
Take especial notice of that last message. Ultimately, every employee has, as their highest priority, trying to make their own boss look good.
STEP #4: Learn About Your Boss’s Career
Now that you’ve convinced the boss that you’re competent, it’s time to make yourself invaluable.
To do this, you’ll need deliver what the boss wants-even before he knows he wants it. Over time, of course, you can observe and learn, but fast-track the process by researching the boss’s career and asking questions that will help you understand his way of thinking.
This activity has a side-benefit your boss will be flattered that you’re interested — as long as your interest is honest and not purely self-serving. But, then, people are interesting, right? Even your boss.
So here’s what you do. Use the Internet, the grapevine, and the boss’s admin to learn about the boss’s work history. Then, when appropriate, find opportunities (such as during lunch or offsite meetings) to express a healthy curiosity about your boss’s experience.
Apart from the fact that most everyone enjoys talking about themselves, bosses find this kind of inquiry valuable because it provides an opportunity to explain the logic of their decision-making processes. To help you out, here are some sample questions:
* “I was on the web learning more about our industry and I noticed that you presented at the [name] conference. What kind of response did you get?”
* “Your admin mentioned you used to work for [name of firm]. What was the most valuable thing you learned from that experience?”
* “I hear you used to work in the [name] industry. What are the main differences between the way that industry runs and the way this one runs?”
STEP #5: Cultivate Compatible Personal Interests
The ideal situation is to have a boss who looks out for your interests during difficult times. This protectiveness is nurtured when the boss thinks of you not just as a competent contributor but as a kindred spirit.
Therefore, if you want a more expansive and resilient relationship with the boss, you’re going to have to cultivate an interest in something that also interests the boss. Ideally, this should be an interest or activity that segues nicely into the work experience.
For example, if your boss likes to talk business while playing golf, learning to play-and enjoy the game-will inevitably bring you closer.
“To really understand your boss, you need to see him or her as a person, not just as a business contact,” explains Dilip Phadke, Hewlett Packard’s director of business development strategic initiatives. “My current manager is a big soccer fan, and although I was never particularly interested in soccer, I keep up on the topic because it gives us something to talk about that’s not directly work-related but can be used to illustrate the value of teamwork, planning, and so forth.”
While this may seem like “selling out”, it’s really just the same sort of thing that you in other relationships, with friends and with family.
Here’s the simple truth. Likeability is a matter of intention and behavior rather than of personality and chance, so to become more likeable, you find similarities and then raise them to the surface, according to Robert Cialdini, author of the bestseller Influence: the Psychology of Persuasion. “If you can find something that you truly like and respect about a person, then that person will naturally like and respect you,” he says. “While this may seem manipulative, it’s not, because if you truly like somebody, you will be committed to help making that person more successful.”
MY THOUGHTS
last night i had the opportunity to spend some time with some of the greatest bosses i've had the chance to work with. i guess i've been lucky when it comes to bosses. i can only think of 1 or 2 who didn't deserve their title. the rest are true leaders, not just managers. but this article is right. no matter what kind of boss you end up with, there is a way of managing them.
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