An analogy used by Stephen Covey, author of Highly Habits of Effective People, goes like this:

Suppose you were to come upon someone in the woods working feverishly to saw down a tree.
“What are you doing?” you ask.
“Can’t you see?” comes the impatient reply. “I’m sawing down this tree.”
“You look exhausted!” you exclaim. “How long have you been at it?”
“Over five hours,” he returns, “and I’m beat! This is hard work.”
“Well why don’t you take a break for a few minutes and sharpen that saw?” you inquire. “I’m sure it would go a lot faster.”
“I don’t have time to sharpen the saw,” the man says emphatically. “I’m too busy sawing!”

It’s a common refrain – I’m just too busy.  And yet, if we don’t take time to refresh and look for new beginnings, who else will?  It makes sense for each of us to take the time to reflect on how we can ‘sharpen our saw’ at work and in other parts of our lives.

I’m off to Dallas next week for a Thiagi training conference (Interactive Techniques for Instructor-Led Training Workshops) to sharpen my own workplace saw.  I’ll have a report for you about the conference in a couple of weeks.  How about you?  What are you doing to refresh, tune-up, and/or improve yourself?

I facilitated Power Hour sessions once a month for a client throughout 2010. This month, we held a debrief of the sessions – participants came prepared to answer the following questions for each session:

• What did you learn?
• What did you use? Success? Misses?
• What are you going to implement moving forward in 2011?

Responses were posted on flipchart paper around the meeting room. The group shared the responses and more discussion ensued. It was awesome to see outlined how much had been covered, discussed, thought about, and implemented throughout the year.

At the conclusion of the debrief, I asked for overall conclusions and observations. There were several themes of actions running throughout the flipchart summaries: communicating, setting goals and objectives, mentoring employees, and keeping employees engaged. The group commented on the increased level of trust and teamwork that had developed among them as they shared personal experiences and thoughts throughout the year. One person commented the sessions were enlightening: most of the topics were known to him, but generally not discussed around the meeting table and he was surprised at the ideas – in some cases, he knew more than he thought! The manager said he appreciated how the group members all took part and contributed, and learned to do so in an open, honest way with consideration for each other. He also said, “I found out that I don’t always know what’s happening – and I’m so glad for this opportunity.”

It was a great day!!

Is one of your New Year’s resolutions to be more productive with your time this year? 

I heard a lot of that sentiment when I conducted a Time Management workshop this month!  One of the activities we do in the workshop allows participants to share tips or ‘pearls of wisdom’ regarding time management practices. 

Here’s a sampling:
Email
• Don’t send a ‘thank you’ email for everything someone does for you
• Keep inbox cleaned out, minimize the number of messages stored there
• Sometimes a call will do (and/or be more effective)
• Use ‘reply all’ judiciously!
Clutter/Personal Organization/Paperwork
• File or throw away (recycle)
• Store as much as possible electronically – enables faster search
• Create project binders
• Reorganize desk once a week (approx. 20 minutes)
Interruptions/Distractions
• Block out time for yourself – reserve meeting room
• Turn off Instant Messaging and set to ‘do not disturb’
• Set aside time for telephone calls
• Share your schedule with your staff, suggest times when you’re available.

Hope there’s a tip here that works for you in 2011!  (If not, contact me for a workshop…)

I was shocked to see Santa Claus in a recent leadership workshop I facilitated!  With the big day almost here, Santa asked me to send a follow up reminder of ways he could be the North Pole’s most effective leader:

• Clear expectations and directions – no mind reading or guessing what needs to be done.
• Evaluation of each staff member – followed by training on needed skills.
• Feedback and coaching – elves and reindeer need to know how they are doing, have behavior corrected when necessary, and be coached on to success.
• Delegation of assignments – get results and provide learning opportunities.
• Give praise - for example, ”Great job leading the way and helping to keep us on schedule, Rudolph!”  (And, bring a carrot for four legged helpers.)
• Communicate, communicate, communicate – so much to be done and everyone needs to be on the same page.
• Celebrate together after the season – relax and debrief what went well and what to change for next year.
• Start thinking about goals for next year.

Happy Holidays everyone – may 2011 bring you wondrous surprises and success!

I have a client who was excited about the concept of discussion-based, one hour training for his managers and supervisors (see Power Hours on website).  He elected to do one Power Hour per month from 9 to 10 am through 2010, and next week we’re scheduled to do our last one for this year. 

It’s been a great opportunity to offer training to help his managers and supervisors learn and grow in their jobs.  Topics discussed supplement traditional training, and allow participants to think further about how to be effective their positions and sometimes expand ‘out of the box.’  Each month participants comment to me that “I’ve just never thought about it that way before,” or “I’m anxious to have a meeting with my staff about this.”

In January, we’re planning a final wrap up session for a couple of hours to see what’s been learned, implemented, and how the training translates to results.  Power Hours are an effective way to offer learning opportunities that fit into busy schedules for managers and supervisors, and also fit into tight training budgets.

Did you know that the feeling of ‘knowing’ is separate from knowledge?  It’s a primary feeling like anger and fear; it’s universal. 

Last Saturday I attended a meeting of the Capital City Chapter of the Association of Psychological Type (CCC-APT).  One of the speakers was Carl Spetzler, Ph.D., who talked about the impact of ‘knowing’ on decision making.  He presented a model for making quality decisions and explained what parts of the brain are involved.  He then connected how different personality types (Myers-Briggs Type Indicator) prefer to make decisions.  (Carl is CEO of Strategic Decisions Group, a global consulting firm based in Menlo Park, and Chairman of the Decision Education Foundation, a non-profit that brings decision skills to low income youth.)

If that sounds interesting (and it was!), the next CCC-APT meeting will be on November 20th which will keep the momentum going.  Susan Nash, British-born owner of EM-Power, based in the US and UK, and a MBTI® Master Practitioner will present two half-day programs:
1. Let’s Split the Difference: Sorting Out Types that Look Alike
2. Contextual Coaching: Improving Performance Through Developing Strengths

Susan Nash is a delightful, dynamic presenter!  She has extensive business experience in Europe and the US, has been a coach and training provider for over 18 years, and is author of several books.

Please see the website for CCC-APT for more information: www.ccc-apt.org
Hope to see you there!

This week I was honored by the University of California, Davis Extension with an award for ‘excellence in teaching and outstanding service in continuing education.’   Not only is it a thrill to be recognized this way, it was extra special because my daughter (a 5th year student at UCD – yeah!) was able to attend the reception with me.

The mission of the Extension is ‘to provide lifelong learning opportunities that can transform people’s lives.’  A lofty goal and one I’m proud to be affiliated with.  I hope after each workshop that participants leave with new or revisited information, tools, and/or skills to immediately put into action.  In other words, I hope to make a difference. 

Although I was the one who received this recognition, ‘it takes a village’ of professional collaboration to accomplish the mission.  I’m privileged to work with great folks at the Extension that meet with clients, schedule classes, reproduce materials, set up classrooms among a myriad of other things to help me be successful.  A sincere thank you for your hard work and professionalism – I couldn’t do it without you.

I’ve taken the plunge – I’m learning to play golf (yikes!)  I’ve shared a few private lessons with a girl friend, and also occasionally participate in group lessons on Saturdays (anywhere from 3 to 8 ladies in the group).  I so enjoy learning from Susan, the golf pro, and have been reflecting on why:
• She focuses on the positive, things we do well (and there aren’t many things with beginners!), and then calmly corrects.  “We’re going to fix that!”
• She gives us only a little information at a time, and sticks to the basics at this point. “You’ve got to get the basic form down first.”
• Susan tells it straight but nicely, “We really can’t go any further until you can step up to the ball consistently, and be at the same skill level where you just ended this lesson.” 
• She acknowledges our effort.  “I know you’re trying hard.”
• Susan injects humor and encourages us to laugh at ourselves – and her.
• She uses both visual and auditory learning experiences.  We watch her or group members demonstrate, then she “quizzes” us or has us repeat back what we’ve seen and absorbed.
• Finally, in the group lessons, Susan is quick to share success stories and point out to the group when someone has “fixed” something.

This is a really good experience for someone who’s also a trainer – I just do my training in a building rather than a gorgeous golf course.

By the way, if you’re looking for lessons in the Marysville area, contact:
Susan Briske, LPGA Class A Member
Director of Instruction, Peach Tree Golf & Country Club
susan@peachtreecc.net
(530) 743-2039
Or check out the website for her own company, Pros2Go
www.pros2gogolf.com

I attended a new product release held by my colleague, Helen Scully.  When Helen founded Scully Career Associates in 1990, she developed her own career exploration product, Elevations, to help individual clients.  Now she’s created a version of this successful tool for organizations.  Employees take an online assessment in which they assess their values, skills and career interests and then see how they can best be used or developed within their organization.  This practical tool provides a way for organizations to say to employees, “you are valued, and we want you to help us take the organization into the future.”

And this tool comes just in time!  A news story on National Public Radio said that companies are close to the point where they need to starting adding staff.  Don’t let your best folks go to the competition – consider Elevations to take you and your employees to new heights together.  I would be happy to introduce you to Helen, or you can contact her directly at www.ElevateYourCareer.com and say I sent you.

In a meeting this week a colleague and I were discussing employee motivation.  We agreed that since you “can lead a horse to water but you can’t make it drink,” successful supervisors and managers provide a motivating environment (so the horse wants to take a drink). 

Here are four ways to provide a motivating workplace which encourages employees to want to contribute and produce results:

1. Communicate, communicate, communicate!

• Hold regular one-on-one meetings with employees – don’t limit this to the annual performance review.  Let employees know how they are doing, and how you value their work.
• Keep employees informed about the organization.  It adds to their feeling of ‘being in on things’ – being ‘in the dark’ is scary and encourages rumors.
• Celebrate successes in team or department meetings.
• Work with employees to set and accomplish goals.  Help employees learn how to contribute and why the work they do is meaningful toward organization goals.
• Listen and get feedback.  Ask what’s going on, what employees like/dislike most about their jobs; what ideas they have for improving the department or organization.

2. Be patient and positive

• Set the tone, be a good example.
• Be flexible with change; help staff to understand they may not be able to control change, however, they can control their reaction to it.
• Focus on the good work your organization does for its customers.

3. Create opportunities

• Talk to employees about what they want; create individualized motivation plans; work with them to make the plans happen
• Make employees part of the solution to issues or problems.  Solicit their ideas – after all, who knows the job best?
• Give employees a chance to develop and use new skills – this shows you’re serious and care, and not just giving lip service.

4. Recognize employees

• Appreciation for a job well done is a primary motivator.  Praise should be: sincere, specific to the person and task, and timely. 
• Let employees know you appreciate the things they do as well as who they are and the efforts they make.

Create a positive working atmosphere using these tips, and employees will want to take big drinks of success.