Comments on: Stepping Into the Abyss http://people-equation.com/stepping-into-the-abyss/ Musings on mastering the people equation by Jennifer V. Miller Mon, 26 Jul 2010 13:22:49 +0000 hourly 1 http://wordpress.org/?v=abc By: Lisa Parker ~ Recruiter Uncensored http://people-equation.com/stepping-into-the-abyss/comment-page-1/#comment-442 Lisa Parker ~ Recruiter Uncensored Fri, 29 Jan 2010 17:18:12 +0000 http://jennifervmiller.com/?p=436#comment-442 Bingo! Couldn't agree more. We ALL can be instruments of positive change. I tell my clients, most are unemployed, to focus on identifying ways to help the companies you want to work for become better. That's how you stand out! In the end, companies want people willing to play an active role in that company's success. This fear of exchanging ideas hurts us all. It's a shame to think of how much stays buried and never makes it to the surface. Companies pay people for their knowledge and contribution. Finding a tactful way to put your knowledge to work for a company, so it can be better in the long run, is essential. Early on in my career I had a colleague, George, tell me I needed to rein in my impulse to point out ways things could be done more efficiently in our company. I was ruffling feathers, you see. "People don't want to hear that stuff...they just want you to do your job." A few weeks later George was gone. Fired. I have no idea what the reason for his termination was, but it crossed my mind his choice to ride the waves made by others versus being a part of starting a few of his own contributed. I love making waves. That sounds negative. Not so. Waves can be enjoyed by all and are a great source of energy. Bingo! Couldn’t agree more. We ALL can be instruments of positive change. I tell my clients, most are unemployed, to focus on identifying ways to help the companies you want to work for become better. That’s how you stand out! In the end, companies want people willing to play an active role in that company’s success. This fear of exchanging ideas hurts us all. It’s a shame to think of how much stays buried and never makes it to the surface. Companies pay people for their knowledge and contribution. Finding a tactful way to put your knowledge to work for a company, so it can be better in the long run, is essential. Early on in my career I had a colleague, George, tell me I needed to rein in my impulse to point out ways things could be done more efficiently in our company. I was ruffling feathers, you see. “People don’t want to hear that stuff…they just want you to do your job.” A few weeks later George was gone. Fired. I have no idea what the reason for his termination was, but it crossed my mind his choice to ride the waves made by others versus being a part of starting a few of his own contributed. I love making waves. That sounds negative. Not so. Waves can be enjoyed by all and are a great source of energy.

]]> By: J. Michael Thurman http://people-equation.com/stepping-into-the-abyss/comment-page-1/#comment-440 J. Michael Thurman Fri, 29 Jan 2010 14:16:00 +0000 http://jennifervmiller.com/?p=436#comment-440 Thank you for approaching this topic. My wife and I just had a conversation related to this last night. She's a training consultant and coach in an organization with a great vision and mission.... I experience stress on both sides of the desk. As a member of a team/group/organization, I experience the fear of which you speak at times. If it's at work, I'm sure many people ask this question: "Can I afford a job search...now?" As a leader, I also experience frustration. I am frustrated because I ask ... actively seek out ... reflections from my family / team / group. The usual answer I've gotten over the years from staff members and board members alike is similar to that from our 13-yr-old: "IDK. Y?" My wife expressed a frustration, too: needing to give feedback to positional leaders. That is, to leaders who don't want it. Fear. Frustration. More frustration. Pity for front-line staff. Those are a few of the expressions I heard from her. (cf. Mike Henry's post: http://www.leadchangegroup.com/sources-leadership/ ) How do leaders feel about modeling this behavior? What do you experience when you think of asking your reports for an open assessment? For perspective on possible improvements? Again, thanks for a great post! Lots of ideas flowing around my head, now. Best, Michael Thank you for approaching this topic. My wife and I just had a conversation related to this last night. She’s a training consultant and coach in an organization with a great vision and mission….

I experience stress on both sides of the desk.

As a member of a team/group/organization, I experience the fear of which you speak at times. If it’s at work, I’m sure many people ask this question: “Can I afford a job search…now?”

As a leader, I also experience frustration. I am frustrated because I ask … actively seek out … reflections from my family / team / group. The usual answer I’ve gotten over the years from staff members and board members alike is similar to that from our 13-yr-old: “IDK. Y?”

My wife expressed a frustration, too: needing to give feedback to positional leaders. That is, to leaders who don’t want it. Fear. Frustration. More frustration. Pity for front-line staff. Those are a few of the expressions I heard from her.

(cf. Mike Henry’s post: http://www.leadchangegroup.com/sources-leadership/ )

How do leaders feel about modeling this behavior? What do you experience when you think of asking your reports for an open assessment? For perspective on possible improvements?

Again, thanks for a great post! Lots of ideas flowing around my head, now.

Best,
Michael

]]> By: Katy http://people-equation.com/stepping-into-the-abyss/comment-page-1/#comment-434 Katy Wed, 27 Jan 2010 14:44:15 +0000 http://jennifervmiller.com/?p=436#comment-434 Wonderful post! I do think that employees avoid giving feedback out of fear, and it is a challenge to managers to create an environment where feedback is welcomed and respected. You are on point by saying that it's a two way street - managers and team members all hold some accountability. I always suggest to my clients that if they are sharing feedback with anyone they should focus on specifics, offer suggestions for what they would like to see changed, and ask for feedback about their own performance at the same time. Wonderful post! I do think that employees avoid giving feedback out of fear, and it is a challenge to managers to create an environment where feedback is welcomed and respected. You are on point by saying that it’s a two way street – managers and team members all hold some accountability. I always suggest to my clients that if they are sharing feedback with anyone they should focus on specifics, offer suggestions for what they would like to see changed, and ask for feedback about their own performance at the same time.

]]>