Tag: boss

Think outside the Boomer Box. How to work with Millennials.

On By Cathy NoiceIn Workplace NavigatorLeave a comment

The next generation is invading the workforce and we are all going to need to adapt.  The expectation of a recent college graduate is vastly different than those boomers who are checking their 401k balance everyday and trying to figure out their escape plan.  For those of you who haven’t been in a college classroom lately, let me bring you up to date, the twenty-somethings are texting on their smart phones, sitting behind laptops and  have never cracked the spine on an encyclopedia.  So imagine the shock and horror, when they enter the workforce and they are dumped into a joyless cubicle, only have access to company approved websites and can’t use their cell phone because it’s prohibited by company policy.  Hmmm.  I think we have a problem.  We just put the handcuffs on; we’re bridling a generation that doesn’t even know what that means.

The average Millennial, born between 1980 and 2000, is expected to work 1.7 years at any given company.  In Human Resource terms, that is a blink of the eye.  Recruiting, attracting, on-boarding, training and retaining seem hardly worth the effort for 1.7 years of tenure (unless of course you are McDonalds).

So how are you going to retain these “kids”?  We’re going to need to take a hard look at our work environments, policies and leadership skills and adapt.  Some boomers may delay retirement for a few more years but there is going to be deficit in the skilled employable talent pool.   The Bureau of Labor Statistics estimates that within 8 years, Gen Y will be the majority generation in the workforce.

Here are some ideas on how to hold on to Gen Y and Z:

1. Purpose.  GenY can easily work for the Peace Corps in Africa for 2 years as work for a for-profit company. This group is looking for a higher purpose.  Profit for shareholders isn’t likely to cut the mustard.  If you can link your company’s vision and mission to a higher purpose, Gen Y might stick around.  Is your company giving back to the community, developing green initiatives or supporting a cause?  Are you communicating that or are you writing checks and keeping your mouth shut?  Communicate it.  Often.  And in varied ways

2. Feedback. Give it to them straight.  In an article from the Harvard Business Review by Meister and Willyerd called Mentoring Millenials, what Millenials want from their boss is someone “who will give me straight feedback”.  No sugar coating.  No veiled criticism.  Cut to the chase.

3. Recognition.  This is the generation where everyone got a trophy for just participating and in some cases, they didn’t get grades or never kept score during the game.  They have been recognized just for showing up.  This doesn’t need to be a huge budget for purchasing trophies for “just showing up to work,” a specific, sincere thank you for a job well done and why it’s important to the company’s goals will suffice.  This will build loyalty.

4. Freedom. You might think about how much latitude you are giving this next generation.   Antiquated policies about dress code, cubicle decorum and a staunch 8 to 5 work schedule isn’t likely to attract these folks.  If your business permits (I’m not suggesting that a bank teller should be able to work virtually), loosen the reins a little.  If you want some contrast, check out this video about Zappos culture.

5. Social. This generation has been collaborating and socializing since grade school.  Is your company culture open to supporting collaboration below the executive team?  Are your departments throwing a BBQ once in a while?  What are you doing to get to know your younger employees?  Get social.

6. Technology.  They are going to demand that you have technology.  A 2008 LexisNexis® Technology Gap Survey found that only 14% of Boomers access social networking sites from work; 62% of Gen Y do. Does your workplace permit such things as Facebooking at work? Have you figured out how to manage it?  The workplace is changing.

7. Challenge.  Busy work isn’t going to cut it.  This group isn’t about “paying their dues” for 10 years before having an opportunity to test the waters.  My nineteen-year-old daughter had an internship this summer for a documentary company.  Within three weeks of starting, they let her edit a piece of the documentary.  Is your company willing to do that?  How are you challenging this next generation? Challenge them early and often.

8. Open. Whether you are ready or not, within the next eight years more than 50% of the workforce is going to be Millenials.  Are you open to change?  Regardless, it’s going to happen.  Work/life balance, flexible work schedules and virtual offices are here to stay.  Think outside of the boomer box and open yourself up to the next generation.

I realize that not all industries can adopt all of these measures, but we can take some steps on one or two.  This is not one-size-fits all.  The point here is to stay ahead of the talent war looming  within the next decade.

6 Ways to Squelch the Micro-Manager Within. Tyrant Repellent.

On By Cathy NoiceIn Workplace Navigator2 Comments

A micro-managing puppet master, have you ever worked for one?  It’s a nightmare.  You will never be right.  You will rarely be listened to.  The nit picking will be never ending.  You start to wonder if you should get permission to go to the bathroom.  My very first job out of college was for a catering firm run by a micro-managing control freakish Tyrant.  The angle of the bread was never quite right, the food portion incorrect, the manner in which we sent orders out was inefficient and any decision I made (did I mention I was the manager?) was misguided. All according to the Tyrant.  I left the job after 18 months.  I was new to the workforce but I was stressed out beyond repair of cigarettes and alcohol.

I’ve seen many micro-managers since leaving that job, but I’m happy to say, I’ve never worked for another Tyrant.  I think I must have radar to spot them when interviewing for a new opportunity.  I’ll speak my mind too freely during the interview and somehow I don’t get a call back.  Hmmm…“she’s too independent,” “thinks for herself too much,”  “that will never do.”

What about looking in the mirror?  Are there places and circumstances in your life where you are a bit of a Tyrant?  Been a helicopter parent?  A controlling friend?  A meddling daughter?  I think there are parts to everyone’s life where we just can’t let go.  My husband micromanages Christmas morning, deliberating who gets what present and when. But hey, it’s once a year.  He can be the elf if he wants.

If you want to control the Tyrant within? Here are some suggestions:

1. Listen.  “Most people do not listen with the intent to understand; they listen with the intent to reply” – Stephen Covey.  I might add, “They listen with the intent to be right.” This has Tyrant written all over it.  There was a Tyrant colleague of mine who “asked” for guidance and then did the complete opposite.  He wasn’t listening.  He was paying me lip service.  The first step to earning respect is listening to understand.

2. Accountability.   In Liz Wiseman’s book  Multipliers, she suggests that the manager own 49% of the decision and that the direct report own 51%.  This is a beautiful balance.  This doesn’t take the person who delegated out of the picture but the accountability rests, by the slightest margin, on the direct report.  It’s empowering.  This is your project but your manager is going to be there to fully support you.

3. Challenge. This is frequently described as a stretch goal. This is asking someone to go beyond their normal limitations, to stretch or challenge themselves.  I was just talking to a friend yesterday about a race that is coming up.  There is a half marathon, a 10k, and a 5k.  I was vacillating between the 5k and the 10k.  He challenged me.  “You can do the 10k, Cathy! You’ll be ready in four weeks.”  His confidence inspired me to sign up for the longer distance.  Challenge those around you.

4. Present. As in, be present.  Let go of past and future.  If you are thinking about all your failures (i.e. past relationships, weight gain, enemies) and how this isn’t going to work, you are not present.   If you are calculating what your spouse is going to do the minute he gets home (i.e. dump the garbage, mow the lawn), you are not present. Marching to your own agenda and maintaining your image is not going to inspire those around you.  Tyrant’s live in Paranoia-ville.  Stay clear.

5. Finger pointing. Fall on the sword.  It may not be your fault that the dog got sick on the carpet, just clean it up and move on.  Your assistant messed up the report? My instructions must have been incomplete.  I’ll do better the next time, and so will she.  Maybe the process needs to be tweaked.  This is not the time to call anyone on the carpet.  Casting blame only makes you build walls to your kingdom and breeds distrust.

6. Invest.  It takes time, money and resources to build up those around you.  There are countless avenues to empower the people in your life. A summer camp session for your kid.  Web course for your partner.  An excel class for your assistant.  Encourage and invest in those around to pursue their passion.  They will remember you for your support.  They’ll have your back as well.

So here is your Tyrant repellent.  Try out one or two and see if you don’t reap the rewards.  Be a better leader regardless of your job title.

What do you do to lead others more effectively?

More than a hammer.

On By Cathy NoiceIn Workplace NavigatorLeave a comment

Why can’t everyone accept me as I am? My dog does.  Why can’t everyone else?  It’s not that everyone can’t accept you and your foibles, it’s that you can be more effective if you adapt your approach.  While it may not be obvious if someone is meticulous versus flying on a wing and a prayer, it pays to take the time to read someone before advancing forward.  If we want to be more effective, we need to adapt.

If your assistant is an extrovert, it’s not a good idea to stick them in a windowless cubicle in a dim dark corner of cubicle-land.  If your four-year-old child is an introvert, they may not want to sing in the Christmas Concert (I know this from experience). If your boss is skewed toward Consciousness (C in the Everything DiSC Assessment style), he isn’t going to be happy if you come in with a proposal without any facts and figures.  He wants to be able to analyze the data.

If all you have is a hammer, every job requires a nail.  It’s not going to work with a plumbing issue.  You’re going to need to add some tools to your tool chest…or a kitchen utensil to your utensil drawer (a whisk won’t work with over easy eggs).  Let’s check out some possibilities.

1. Assess.  Take the time and invest in figuring out your style.  Whether it’s Myers-Briggs, Everything DiSC or Hogan (all personality assessments), we all walk around with different drives, comfort zones and styles.  Knowing yourself first will help you interact with others. The important thing to take from any of these assessments is that what you feel comfortable with may not be what your spouse, co-worker or boss is comfortable with.  It starts with you knowing.

2. Listen.  This is especially difficult for us extroverts.  Bite your tongue and just listen.  Let them tell their story, their version of events, their tale of whoa.  Ask a few clarifying questions but relax and be “all ears.” Many of you  (most likely introverts) reading this are perfectly fine with sitting back and listening.  Thank you.  We appreciate your patience.

3.Thick Skin.  You’re going to need one.  You can’t get your feelings hurt if someone wants more information, facts and figures.  If someone’s tendency is to challenge ever decision or course of action, realize that we need this type in the world and let them be the devil’s advocate.  About 25% of the population is a “D” or “Dominant” style.  They can come across as blunt.  To. The. Point.  It’s the way they operate.  Ditch the small talk and get to the point.  Don’t take it personally.

4. Curb.  Sometimes you need to curb your enthusiasm.  This hits close to home for me.  I tend to be “blue sky” on everything, including on  deciding what restaurant to eat in.  I’ll be throwing out 5 choices and three types of cuisine and my seventeen-year-old son will just turn to me and say “I don’t care, Mommy, so decide.”  This could be a buzz kill for me but I’ve learned to adapt.  Curb your enthusiasm and make a decision.

5. Speak up.  This is for those introverts out there.  Sometimes your going to need to eat your Wheaties and speak up.  If your spouse wants the two of you to go to Miami for the weekend and you’re concerned about the budget, speak up.  Next thing you know there will be a Rolls Royce and champagne at the airport and you will be stressing out over getting a second mortgage on the house.  Make sure you speak up.

6. Confront.  As in, confront the conflict.  This can be difficult for many of us.  We don’t want to rock the boat.  We want everyone to like us.  We are worried about judgment, hurting other’s feelings and losing respect.  If you confront an issue in a compassionate way, you can end up being the hero.  Avoidance causes resentment, confusion and frustration.  Be the hero and confront with compassion and grace

We are all different.  We all walk around with our own motivations, fears and modus operandi.  If we can embrace someone else’s approach to the world, similar to respecting someone’s cat allergy or vegetarianism, we’ll be much more effective.  Adapt your utensils for the situation at hand.  It might take a spatula or a whisk…or a plumbing wrench.

How do you adapt to others?

Think outside the Boomer Box.

On By Cathy NoiceIn Workplace NavigatorLeave a comment

The next generation is invading the workforce and we are all going to need to adapt.  The expectation of a recent college graduate is vastly different than those boomers who are checking their 401k balance everyday and trying to figure out their escape plan.  For those of you who haven’t been in a college classroom lately, let me bring you up to date, the twenty-somethings are texting on their smart phones, sitting behind laptops and  have never cracked the spine on an encyclopedia.  So imagine the shock and horror, when they enter the workforce and they are dumped into a joyless cubicle, only have access to company approved websites and can’t use their cell phone because it’s prohibited by company policy.  Hmmm.  I think we have a problem.  We just put the handcuffs on; we’re bridling a generation that doesn’t even know what that means.

The average Millennial, born between 1980 and 2000, is expected to work 1.7 years at any given company.  In Human Resource terms, that is a blink of the eye.  Recruiting, attracting, on-boarding, training and retaining seem hardly worth the effort for 1.7 years of tenure (unless of course you are McDonalds).

So how are you going to retain these “kids”?  We’re going to need to take a hard look at our work environments, policies and leadership skills and adapt.  Some boomers may delay retirement for a few more years but there is going to be deficit in the skilled employable talent pool.   The Bureau of Labor Statistics estimates that within 8 years, Gen Y will be the majority generation in the workforce.

Here are some ideas on how to hold on to Gen Y and Z:

1. Purpose.  GenY can easily work for the Peace Corps in Africa for 2 years as work for a for-profit company. This group is looking for a higher purpose.  Profit for shareholders isn’t likely to cut the mustard.  If you can link your company’s vision and mission to a higher purpose, Gen Y might stick around.  Is your company giving back to the community, developing green initiatives or supporting a cause?  Are you communicating that or are you writing checks and keeping your mouth shut?  Communicate it.  Often.  And in varied ways

2. Feedback. Give it to them straight.  In an article from the Harvard Business Review by Meister and Willyerd called Mentoring Millenials, what Millenials want from their boss is someone “who will give me straight feedback”.  No sugar coating.  No veiled criticism.  Cut to the chase.

3. Recognition.  This is the generation where everyone got a trophy for just participating and in some cases, they didn’t get grades or never kept score during the game.  They have been recognized just for showing up.  This doesn’t need to be a huge budget for purchasing trophies for “just showing up to work,” a specific, sincere thank you for a job well done and why it’s important to the company’s goals will suffice.  This will build loyalty.

4. Freedom. You might think about how much latitude you are giving this next generation.   Antiquated policies about dress code, cubicle decorum and a staunch 8 to 5 work schedule isn’t likely to attract these folks.  If your business permits (I’m not suggesting that a bank teller should be able to work virtually), loosen the reins a little.  If you want some contrast, check out this video about Zappos culture.

5. Social. This generation has been collaborating and socializing since grade school.  Is your company culture open to supporting collaboration below the executive team?  Are your departments throwing a BBQ once in a while?  What are you doing to get to know your younger employees?  Get social.

6. Technology.  They are going to demand that you have technology.  A 2008 LexisNexis® Technology Gap Survey found that only 14% of Boomers access social networking sites from work; 62% of Gen Y do. Does your workplace permit such things as Facebooking at work? Have you figured out how to manage it?  The workplace is changing.

7. Challenge.  Busy work isn’t going to cut it.  This group isn’t about “paying their dues” for 10 years before having an opportunity to test the waters.  My nineteen-year-old daughter had an internship this summer for a documentary company.  Within three weeks of starting, they let her edit a piece of the documentary.  Is your company willing to do that?  How are you challenging this next generation? Challenge them early and often.

8. Open. Whether you are ready or not, within the next eight years more than 50% of the workforce is going to be Millenials.  Are you open to change?  Regardless, it’s going to happen.  Work/life balance, flexible work schedules and virtual offices are here to stay.  Think outside of the boomer box and open yourself up to the next generation.

I realize that not all industries can adopt all of these measures, but we can take some steps on one or two.  This is not one-size-fits all.  The point here is to stay ahead of the talent war looming  within the next decade.

Tyrant Repellent

On By Cathy NoiceIn Workplace NavigatorLeave a comment

Have you ever worked for one?  It’s a nightmare.  You will never be right.  You will rarely be listened to.  The nit picking will be never ending.  You start to wonder if you should get permission to go to the bathroom.  My very first job out of college was for a catering firm run by a micromanaging control freakish Tyrant.  The angle of the bread was never quite right, the food portion incorrect, the manner in which we sent orders out was inefficient and any decision I made (did I mention I was the manager?) was misguided. All according to the Tyrant.  I left the job after 18 months.  I was new to the workforce but I was stressed out beyond repair of cigarettes and alcohol.

I’ve seen many micromanagers since leaving that job, but I’m happy to say, I’ve never worked for another Tyrant.  I think I must have radar to spot them when interviewing for a new opportunity.  I’ll speak my mind too freely during the interview and somehow I don’t get a call back.  Hmmm…“she’s too independent,” “thinks for herself too much,”  “that will never do.”

What about looking in the mirror?  Are there places and circumstances in your life where you are a bit of a Tyrant?  Been a helicopter parent?  A controlling friend?  A meddling daughter?  I think there are parts to everyone’s life where we just can’t let go.  My husband micromanages Christmas morning, deliberating who gets what present and when. But hey, it’s once a year.  He can be the elf if he wants.

If you want to control the Tyrant within? Here are some suggestions:

1. Listen.  “Most people do not listen with the intent to understand; they listen with the intent to reply” – Stephen Covey.  I might add, “They listen with the intent to be right.” This has Tyrant written all over it.  There was a Tyrant colleague of mine who “asked” for guidance and then did the complete opposite.  He wasn’t listening.  He was paying me lip service.  The first step to earning respect is listening to understand.

2. Accountability.   In Liz Wiseman’s book  Multipliers, she suggests that the manager own 49% of the decision and that the direct report own 51%.  This is a beautiful balance.  This doesn’t take the person who delegated out of the picture but the accountability rests, by the slightest margin, on the direct report.  It’s empowering.  This is your project but your manager is going to be there to fully support you.

3. Challenge. This is frequently described as a stretch goal. This is asking someone to go beyond their normal limitations, to stretch or challenge themselves.  I was just talking to a friend yesterday about a race that is coming up.  There is a half marathon, a 10k, and a 5k.  I was vacillating between the 5k and the 10k.  He challenged me.  “You can do the 10k, Cathy! You’ll be ready in four weeks.”  His confidence inspired me to sign up for the longer distance.  Challenge those around you.

4. Present. As in, be present.  Let go of past and future.  If you are thinking about all your failures (i.e. past relationships, weight gain, enemies) and how this isn’t going to work, you are not present.   If you are calculating what your spouse is going to do the minute he gets home (i.e. dump the garbage, mow the lawn), you are not present. Marching to your own agenda and maintaining your image is not going to inspire those around you.  Tyrant’s live in Paranoia-ville.  Stay clear.

5. Finger pointing. Fall on the sword.  It may not be your fault that the dog got sick on the carpet, just clean it up and move on.  Your assistant messed up the report? My instructions must have been incomplete.  I’ll do better the next time, and so will she.  Maybe the process needs to be tweaked.  This is not the time to call anyone on the carpet.  Casting blame only makes you build walls to your kingdom and breeds distrust.

6. Invest.  It takes time, money and resources to build up those around you.  There are countless avenues to empower the people in your life. A summer camp session for your kid.  Web course for your partner.  An excel class for your assistant.  Encourage and invest in those around to pursue their passion.  They will remember you for your support.  They’ll have your back as well.

So here is your Tyrant repellent.  Try out one or two and see if you don’t reap the rewards.  Be a better leader regardless of your job title.

What do you do to lead others more effectively?

Heels dug in.

On By Cathy NoiceIn Workplace NavigatorLeave a comment

Most people don’t embrace change. It can be difficult. It’s so much easier to dig our heels in and be inflexible.  It’s a great offense.  Inflexible people are left alone. They are too difficult to deal with.  Leave Joe alone, he’ll never get on board with this idea.  Pretty soon the world is dancing around Joe because they don’t want to deal with his stubbornness. He’s out of the loop.

Organizations do this as well.   It’s easy to get caught up in “doing it the way we have always done it” mentality. It’s hard to create change.  Especially in long established businesses. Unless there is a business necessity (imperative), it’s so much easier to keep it status quo.  It’s the path of least resistance.  Why do a leadership initiative? Incentive plan? Enter a new market? If it ain’t broke…don’t fix it.

I’ve been traveling this past week.  I live in Eastern North Carolina.  The land of free parking, no sidewalks and a six-mile commute with one red light.  Every time I head to New York City, I need to load up on coins, cash and the capacity to adapt (easily).  In the last six days I’ve been through twenty toll booths.  Some took $.90, others $12.30.  I needed to be flexible.  The GPS was lost half the time because of new construction or, in the case of downtown Trenton, they didn’t have roads on their map.  We needed to just go with the flow.  Or as my son, who was my copilot at the time said, “Read the signs.” What a concept. Read the signs.  If I’d had my heels dug in, I’d still be in Trenton.  Actually, I’d be on an off ramp in Baltimore in the fetal position.
So, how do you embrace change? Break out of the status quo. Here are 6 steps to dig out those heels.

1. Scan. As in scan the environment. Are those around you avoiding you? Have you been invited to be on an ad hoc committee? Are you out of the loop?  Are you still wearing bell bottoms?  Are you stuck in Trenton? Your coworkers are perfectly happy to leave you in the dust if you are not open to change.  Nobody likes to associate with “Debbie Downer”. Take the temperature of your environment and see if you are reading the signs.

2. Survey.  Take a poll.  What do your closest friends think?  Ask your boss.  Ask your husband.  Ask your mother (OK…I know I’m pushing it a little far).   “Do I seem open to new ideas?” Perception is reality.  If you are perceived as a stick in the mud, you probably are a stick in the mud.

3. Listen.  When you survey, you need to be open enough to listen.  If you ask the question, you need to be able to listen to the answer.  In fact, if you aren’t willing to listen, don’t even ask.  One of the most counter-productive exercises is for an organization to do an employee survey and then do nothing.

4. Plan.  So what can you do about the perception?  You’re going to need to take a hard look at yourself and start paying attention to the “signs.” Maybe you need to work on not interrupting or your need to be right all the time.  Maybe you’re going to need to back off from being in control all the time.  Maybe you just need to buy some new clothes.  Yeah.  Seersucker is dead and so are bell bottoms.

5. Start digging out.  One shovel at a time.  There is no magic pill.  This is going to take work and all you can do is start.  One interaction at a time.  I remember that when I first started working on showing more appreciation, I missed the boat several times.  I’d forget to thank my assistant for getting the report done so quickly or my husband for taking out the trash.  But at least I started somewhere and I can tell you that now I am much more consistent about showing appreciation.  But I had to take that first step.

6. Reflect.  You can do this in any form you like. Maybe in a journal, meditating or brushing your teeth.  How are you doing?  Do you feel like you are making strides?  Are you getting positive feedback?  Are you getting less negative feedback?  Maybe you were selected for the next ad hoc committee. Maybe you didn’t overreact when you ended up getting off at the wrong exit.  Congratulate yourself.  You are on your way.

What would you do?

Triskaidephobia

On By Cathy NoiceIn Workplace Navigator2 Comments

This is my 13th blog post and I have the fear of the number 13; hence the title. Ironically, it’s my daughter’s favorite number. There is a hyper-delicate balance between rational and irrational fear.  This is easily explained by example:  there is the well-founded fear of standing-in-the-middle-of-a-field-with-an-umbrella-in-a-thunderstorm fear.  On the flip side there is the fear that the cockroach skittering on the floor will somehow approach and harm you.  I suffer from both.  I am the biggest wuss in my house.  Ask my kids. They will be happy to back this up.

In Galvin de Becker’s book, The Gift of Fear, the case is made that some fear is innate.  Fear can save your life as he shows in an example in the book.  The simple act of an attacker closing a window as he leaves his victim behind in the room and, intuitively, the victim realizes that if she doesn’t get out of there, she will be a murder victim.  She does and lives to tell about it.

There is the completely neurotic fear that my dog, Baci, suffers from.  She won’t step on a different surface.  New hardwood, tile, slate or plywood.  She will not step over it, onto it or around it.  She is paralyzed.  It seems so irrational but there must be something to this paralysis.  Did she step onto some surface in her puppydom that caused this irrational fear?

So now what? How do you conquer fear?

1.  Check First.  Is this rational? What are you basing this on?  Is the cockroach really going to attack you? When did you last read the headline – “Mother Killed By Palmetto Bug.”  Think about this in relation to YOU – Would applying for that new position mean you would lose your current job? Nah.  Face it, most decisions you make are not catastrophic.  But investigating what your fear is based on is important; especially when it comes to your future in the workplace.

2. Research.  I find that researching all available scenarios helps.  If you are looking for a new job, maybe this means looking down avenues you would typically not consider.  Maybe you would be willing to move or adding an extra 30 minutes to your commute. Maybe look at a different industry.  Baci is constantly testing the waters;  especially if there is a desirable tennis ball in the middle of the piece of plywood. Doing the research makes it easier for her to take the next step.

3. Test. Take a step. Go grab your slipper from the other room. At least you’ll be prepared to smack that cockroach. Call a friend you know in the industry you might want to move to and ask what opportunities are available.  Baci starts by putting out a paw and then retreating.  She’s testing her hypothesis.  You are going to have to test the waters.  Start writing the blog even if you don’t finish it in the first pass.

4.  Scared. Sometimes you just have to do it scared.  Actually, you frequently have to do it scared. My husband and I were watching the gymnastic trails last week.  There was Danell Leyva on the high bar, flying high above the bar in some kind of back flip. I turned to Kevin and said, “So how do you try that the first time?” We laughed. But you have to.  I can promise you Levya, was at least a little bit scared the first time he let go of that bar to launch himself 25 feet above the ground. You really don’t want to fail at that the first time out –  watch it here. Do it scared.

5. Pathways. You are going to need to lay some new neural pathways.  Charles Duhigg compares them to ruts in the mud. It’s really difficult to change ruts. The only way is to start working on it.  This is extremely hard for me. Take a breath, regroup and lay down a new rut.

My dog Baci is amazing at this. First, she is paralyzed by the new hardwood floor in the dining room. She won’t set a paw on the floor. But her favorite window for squirrel hunting is only three feet away…across the new surface. She runs around to all the entrances to check that the new surface is everywhere. She looks at my husband to be assured that the new surface is safe.  Sniffs.  Tests it with her paw.  Retreats.  It may take an hour or three days, but eventually she is trotting up to her favorite spot staring out the window, standing proudly on the new hardwood floor.  She’s laying new neural pathways.

How about you?

The Big Lie

On By Cathy NoiceIn Workplace Navigator2 Comments

In addition to being a recovering interrupter, I am also a recovering multitasker.  There was a time, about 15 years ago, when I was a commuter in Northern California, in which I would apply makeup, drink a Venti Mocha, talk on my cell phone AND drive my car between Windsor and Petaluma.   Not too good.  I was under the delusion that I was getting so much accomplished – that I was Super Woman.

As technology exploded in the 90s, there was the imperative to keep 10 balls in the air at one time, and it hasn’t stopped. Dr. David Rock has busted the multitasking myth with his book “Your Brain at Work.” In the book he compares your frontal cortex which is the size of a postage stamp and where you make all your decisions, to a stage in a theater.  And this stage is not the size of Madison Square Garden or even Carnegie Hall.  It’s more like a puppet theater with room for about three hand puppets max.  In Dr. Rock’s analogy, your frontal cortex is being bombarded with actors trying to get on stage.  And the more actors you have on stage, the more your decision-making diminishes.  For each additional task (actor) on stage, the more your performance drops.

Christine Rosen, who wrote the article “The Myth of Multitasking,” agrees with Dr. Rock and says that the result of multitasking is a 10-point drop in IQ or twice the drop as for marijuana users. And we all know that multitasking while driving (you know, like applying make up and talking on your cell phone) is worse than drunk driving.  Tsk, Tsk.

So here are a few steps to bring us back on the road to monotasking:

1. Clear. As in clear all the clutter. I have been letting my magazine subscriptions lapse.  I don’t get the local newspaper anymore.  Set the timer and take 10 minutes to clean out your kitchen junk drawer, your closet or your car.  De-cluttered means less distractions.

2. List.  Close your office door and make a list.  Do a brain dump of everything you want or might want to get done takes a lot of actors out the mix and off your “stage.” If I’m in class and just remembered I need shampoo from the store, that bottle of shampoo is going to sit on my stage (maybe) and trip up my other actors.  Do a brain dump to get it off the stage.  Or better yet, get Wunderlist (a wonderful free app for making and organizing task lists) and put it on your grocery list.

3. Focus. This is the hard part.  Pay attention to the task at hand.  If you are on a conference call and start going through your email; you are not listening.  You are reading email.  If reading email is more important, then hang up the phone.  If the conference call is more important, then shut down the email.  You are going to have to start making choices.  So choose.

4. No.  You’re going to have to do it.  Turn off the TV.  Send it to voice mail.  Don’t go to the conference.  Get off the committee.  I can see you rolling your eyes but it’s true.  Just because you can check email 24/7 doesn’t mean you have to.  The world will still be there tomorrow.  Just say NO.

5. Imperfection.  Do it imperfectly at first.  It’s OK.  It’s fine if you back slide a little.  Small messy steps are more important than no steps.  There is going to be that phone call you were waiting for as you’re driving north on 101.  Maybe you can pull over and take it.  Maybe you can explain and call them back later.  Don’t beat yourself up.

The fact that you’re aware and trying will help you make more effective and smarter decisions.  Sometimes a shampoo bottle will come rolling onto the stage.  It’s OK.

Are you putting your best cast on the stage or is it full of shampoo bottles?

Interrupters Anonymous.

On By Cathy NoiceIn Workplace Navigator2 Comments

This is really hard to write about.  I’m Cathy Graham.  I’m an interrupter.  It’s been 3 hours since my last interruption.  So you other interrupter’s out there are saying, so what?  I’m sure you have something important to say.  What’s the big deal?

It is a big deal.  It shuts the door.  It says that my idea or thought or rebuttal is more important than your idea or thought.  I am not saying that I am the only guilty party.  We are a society of interrupters.  Every good political debate, decent reality show and “60 Minutes” investigation usually involves someone interrupting someone else.  Shame on all of us.

Some of you aren’t interrupters.  Thank you. Thank you for your patience and forgiveness.  For the rest of us those who will admit we have a problem let me give you a few pointers on how to get over to the other side.

1. Listen.  I know I’ve written about this before but it cannot be over stated.  Actively listen and quit letting your mind wander into the war zone of rebuttals and/or watching the clock so that you can pretend that you are really listening.  Hmmm.  I’ve let my co-worker talk for at least 2 minutes, so now is my time to jump in.  Stop.  Turn on all receptors.

2. Digest.  Take in the conversation or discussion.  If this is a team meeting, take it all in.  Try and get the whole picture of the other participants’ viewpoint. Is your teammate telling you he can’t get the project done; or just not done in the parameters that the team wanted?  Or by the deadline he initially agreed to?  Take in every detail.  Knowing all the details will help you in the end and the rest of the team will be impressed with your knowledge of the facts and details (pretty cool, huh?).

3. Suspend.  Stay far away from making assumptions.  This is dangerous territory.  If you are assuming then you are not digesting.  There is no way possible for you to read someone else’s mind.  You might have a good guess as to someone else’s motivation but you can’t know for sure.  Your boss might have shot this idea down ten times before but assuming she is shooting you down now puts you on the defensive and lights the match for interrupting.  Suspend all your beliefs and assumptions.  Really.

4. Pause.  As in, wait a cotton pickin’ minute.  OK, maybe not a minute, but wait 5 seconds.  Let there be a little air in the room.  Let everyone take a breath.  Don’t be waiting at the ready to rebut and/or shoot down whatever idea has just been floated.  Pause and take a breath.  And if someone else jumps in, this is your opportunity to learn patience (not my strong suit…this is where I struggle).  Engage in listening mode and bite your tongue.

5. Unselfish. It’s all about them.  Unless this is your wedding day, Eagle Scout induction or your retirement lunch, this is always about them.  Them, as in, everyone else in the room; your teenage daughter, your boss, your coworker, the soccer team or the class.  If you keep them as your focus, you slowly eliminate the amount of interrupting you are doing.  If you can keep your focus on them, on their ideas; you will break your habit.

6. Rinse and Repeat.  Just like your shampoo bottle recommends.  Just keep on keeping on.  There will be times when this is irresistible.  Like when someone tries to instruct me that Napa Valley has the best Zinfandels.  I need to just smile and listen patiently and choke the words back that want to spew forth.  Let them have their peace.  Let them impart their knowledge.  When a manager tries to explain a labor law that I know intimately as well as the latest regulations I  smile and let them have their due.  I’m not going to say that I won’t say anything.  But if they ask?  Sonoma Valley Old Vine is the best, in my humble opinion.  But what do you gain by interrupting to bestow that fact. Unless you’re tasting wines or buying a winery, let them have their way.

I find this to be especially effective with hot button issues like politics, religion and most sporting events (my college Alma Mater is worth interrupting for).  I will say that when I listen patiently, smile and acknowledge others in a heated debate or team discussion, it really improves your reputation.  People gravitate to the person who listens rather than tries to interrupt.  So if you have the habit, acknowledge it and start working on it.  You will be on your way to being a social magnate.

Optimism. The game changer.

On By Cathy NoiceIn Workplace NavigatorLeave a comment

Having a positive outlook can change everything.  If you think you can succeed, finish the race, or complete the project, you will.  If there are a few hiccups along the way, well, that may be what the universe intended.

You probably think that I am being a Pollyanna (for those under 40 and don’t know who Pollyanna is click here) Which is exactly what I’m suggesting you do—be optimistic.  It makes a difference in how you face life; in how you recover from setbacks; in how you lead. In Srinivasan Pillay‘s book Your Brain and Business, he shows why leaders need to be drinking the optimism Kool-Aid.  Dr. Pillay writes, “When you have hope and optimism, you have an automatic way of replacing fear in the line of emotions asking for attention from the amygdala.” Basically, if you dwell on the fear and negativity of the situation, your amygdala goes nuts and shuts down rational and reasonable thoughts.  So if you don’t want to fire up your amygdala (your lizard brain), look on the bright side.  Don’t worry about the “how” and all the obstacles in your way, just have belief that you can succeed and you can lead everyone else (and their lizard brains) out of the fire. See what I mean?  It’s a game changer.

At my Rotary club every week we have a 50/50 raffle.  There is one guy who wins it on a regular basis.  He knows he’s lucky.  He’s optimistic.  He wins. There are times when he doesn’t win, but he wins a lot more often than anyone else.  Certainly more than anyone who thinks they are unlucky.  They aren’t even putting a dollar in.  They don’t think they have a chance.

OK.  So here is how you can drink the optimism Kool Aid:

1. Suspend. As in, suspend your negative thoughts.  Don’t go listing all the ways why this won’t work.  That is a self-fulfilling prophecy.  You will be correct.  There is absolutely no possibility of succeeding if you think you can’t.  You do not pass “Go” and collect $200.  You will be stuck.

2. Pause.  When adversity comes along (and it will), take a breath and disconnect from your present situation.  Unplug and regroup.  Your reaction under pressure is only feeding your lizard brain.  Don’t let the amygdala go nuts and set off all the firecrackers.  Have a Zen moment and disconnect.  The last thing you need to feed when you are under pressure is your lizard brain.  Chill out.

3. Discerning.  Now is the time to pick the thoughts that go reeling through your head.  Something negative comes along like, “This will NEVER work,” or “Here we go again.” Or worst of all, “You dummy…you always fail at this stuff.”  Stay off the merry-go-round of negative thoughts and pick the right time to select your thought.  Is there something good that could possibly happen?  That is the thought you want.  Wait for it.  It’ll show up, especially if you’ve already done #2.

4. Explore.  There must be something good about the current situation.  The sun is out.  It’s finally raining.  It’s finally summer.  It’s finally winter.  There is a bright side to everything.  Just find the right context.  There is a roof over your head.  Your car started this morning.  You finished high school.  You woke up this morning and still have a pulse.  There is good out there—just go do some exploring.

5. Digest.  Dwell and remunerate on those positive thoughts and outcomes.  Make it real and believe in it.  The board will accept the idea.  Your car can be fixed for less than $100.  The next big client is going to call tomorrow.  The sun will come up tomorrow.  Digest the positive and dwell on it.

I’ve said this in other posts but I’m still working on this and many other positive habits. Practice makes perfect.  Start working on your optimist. It doesn’t come naturally to a lot of us and if it does come naturally to you, share the optimism Kool-Aid with others.