We look up to people who face challenges. We admire those who go through darkness and still come out smiling. We respect those who are face adversity but are still capable of compassion. We revere those who rise above their problems and even thrive. Those problems are what made them stronger and wiser. Problems are not only what inspire us, but also what makes us inspiring. To identify a problem and tackle it, with a head held high, speaks to grit and growth. A life without problems is empty. There would be no growth.
It is normal to wish for a problem-free existence. No one wants to deal with challenges, especially those that are depleting and destructive at work. We think life would be better without trials and problems. But that is just not true. While it is both easy and natural to hate problems and troubles, such challenges are just misunderstood. Problems and troubles force us to be creative, determined and courageous. Problems force us to be strong and influence who we become. Struggles are stepping stones to innovations and lead to the creation of better things and better people. In fact, that is what life is… a series of trials that must be faced and problems that must be solved. If we look at problems this way, they cease being burdens that we don’t want to deal with and become exciting opportunities. By embracing problems as gifts, business becomes a lot less taxing and a lot more exciting. And we if find the best way to tackle problems, then we become really effective and efficient. Isn’t that really the ultimate goal for 2018? Here are the steps to becoming a skilled problem-solver for the year ahead. Continue reading
From the earliest age, we are taught to avoid trouble. Our parents teach us to sidestep difficulties and dodge danger. As we grow up, we learn in school to circumvent trials and elude strife. The savviest entrepreneurs are experts at evading challenges and finding the easiest and fastest ways to get things done. Let’s face it, we all try to avoid problems like the plague. And when faced with a problem, most people will wring their hands and lament in frustration. Problems are just hindrances that obstruct our path and keep us from getting where we’re going. Or are they?
Here’s the thing about problems. Because problems irritate, they eventually push us toward efforts to solve the problem. Thanks to our creative, sentient brains, humans are prone to search for solutions. The goal of solving an existing problem is the same for all types of challenges even if the solutions come in a variety of different shapes, sizes, and levels of complexity. When faced with a problem, people have used problem-solving strategies to create something new or innovate an existing idea in order to tackle these challenges. In this way, problems have led to inventions that have changed the world. Thus, problems are the pesky matches that spark creativity and spur innovation. In which case, shouldn’t every company be looking for problems within the business? And shouldn’t every aspiring entrepreneur be searching for problems that are just begging for a solution? That’s right, to change the world, we all need to be looking for problems. Continue reading
In today’s PR-driven, social-media crazed, self-promoting world, humility is a quality that has perhaps lost its appeal. While everyone is busy yelling “Look at me! Listen to me!” with their selfies, posts, videos and TED talks, the humble are not boastful. They adopt a modest posture that refuses to draw attention for themselves. Humility is self-effacing, and unpretentious. The humble person will not think or act as if he is better than anyone else, and won’t try to impress others by appearing or seeming to have greater importance, talent or culture than he actually has. The humble person may even come across as shy, even if he is actually outgoing and confident. According to Meriam-Webster dictionary, humility is “a freedom from pride or arrogance.”
In the workplace, humble people often go unnoticed because of the very fact that they are not boastful. They don’t draw attention to themselves for their own benefit. When they share or contribute, it is because they have something to offer that adds value or helps others. Those who don’t brag are often seen as having minor value and contributing little to the team. Their modesty is attributed to their work rather than their personality. And yet humility is quite possibly the most valuable quality to have in employees and employers alike. Here’s why. Continue reading
In the business world, there is a constant tug-of-war between doing something ‘right’ and doing it fast. The pressure of profitability is forever pushing companies to get things done fast, and then faster still. Managers submit requests and the due date is “yesterday.” The more quickly a job is performed or a task is completed, the more it is praised by management and investors. Employees are urged to pick up the pace. An entire engineering discipline – ergonomics – was developed to focus on improving efficiency by saving time through small adjustments in motion. Sayings abound about not wasting time. Time waits for no man. Wasted time is a wasted life. Don’t waste time or time will waste you.
On the other hand, the more quickly a job is performed, the higher the chance of an error or mistake. Software updates are released too soon, full of bugs and glitches. New phones are rushed to market, often with serious defects such as combustive batteries. Haste is often the enemy of quality. That is why there are also sayings about the problem of rushing. Haste makes waste. And haste does not produce breakthrough ideas. Tham Khai Mend, Worldwide Chief Creative Officer at Ogilvy, one of the world’s leading advertising agencies, once said “Miners shift five tons of rocks to extract one ounce of gold. Just like you have to shift a ton of rubbish to get a good idea.” Detailed or creative work requires a great deal of thought, research, concentration, reflection and mulling over to produce the truly valuable nuggets. It is a process that cannot be rushed. And, work that requires precision and accuracy — such as surgery, architectural design, accounting, proofreading, and dispensing medicine – also cannot be rushed. In such work, quality is arguably more important than speed. So how does an employer balance the need for speed and efficiency against the often painstakingly slow nature of achieving quality? The answer is not to balance them. Improve quality and speed is sure to follow. Continue reading
A study of high-tech firms found that 32-42% of their software engineers rated their skills as being in the top 5% of their companies. This is mathematically impossible. A study at the University of Nebraska found that 68% of the faculty rated themselves in the top 25% for teaching ability, and over 90% rated themselves as above average, which is another mathematical impossibility. A study of medical technicians found that they consistently overestimate their knowledge of real-world lab procedures. This problem is not restricted to just employees. Studies also found this phenomenon in college students. Students in the bottom quartile of a number of tests on grammar, logic and humor grossly overestimated their ability. Those who tested in the bottom 10% for grammar actually thought they were in the top 33%. That’s a huge gap between perception and reality. And given that a study of over 30,000 employees found that fewer than half said they didn’t know if they were doing a good job while most managers believed their own performance was above par, then this phenomenon seems to also apply to those in management and leadership whose job it is to assess and communicate employee performance.
According to countless studies, many people have an inflated sense of their own skills and abilities. A large percentage of people are less skilled than they need to be in their work while their own perception of their skills is significantly higher than their actual skills. It is a common phenomenon. And, for employers, it is also a significant problem. Not only do most companies have many employees whose skills are subpar and thus aren’t doing their jobs well, but these marginally-skilled employees have no idea that they aren’t performing well. In fact, they usually think that their work quality is above average. This problem is not only widespread, but it is one that seriously hurts productivity and service delivery. This is known as the Dunning-Kruger Effect. But what is an employer to do when an employee’s opinion of his skills and performance don’t align with what is needed and expected for the job? Is there a way to help underperforming but unwitting employees improve their skills? Continue reading
While it might seem impossible to prepare for the “unexpected”, business owners must think about and prepare for crisis situations. Some of those might be man-made, such as a cyber attack by hackers. More commonly, though, those unexpected events are those of nature, such as the massive flooding of the last few weeks experienced in Houston due to Hurricane Harvey and the rampant forest fires that are sweeping through California right now. Blizzards. Tornadoes. Earthquakes. There is no limit to the kinds of crises that businesses can experience, and they can happen anywhere, any time. Whether natural or man-made, these events are a cautionary admonition that the unexpected can and does happen.
It is up to business leaders to prepare for all types of emergencies in order to offset the impact of those situations on the bottom line. So how does a business owner prepare for the unexpected? Regardless of the location or type of business, every company should have an Emergency Preparedness Plan to deal with crisis situations. It is just good sense for every company to have and share its plan of action with staff. And some measures should be thought through and taken long before an emergency occurs. If no plan exists, it’s time to create one. Here are some things to consider in developing a corporate Emergency Preparedness Plan.
Everyone needs a vacation every so often. According to countless studies, people need time to disconnect from work and allow time for “play.” For some, play might mean just relaxing at home, reading a book and doing some gardening. For others, play may constitute high-adrenaline sports such as snowboarding, skydiving or bungee jumping. For the vast majority, play is all about changing scenery and exploring a new place and all that entails. Culture; architecture; cuisine; language; history; the arts. Whether it’s an adventurous vacation or a calm staycation, the one thing all vacations have in common – if done right — is a complete disconnect from daily grind of work. It’s a mental break… as in breaking away from the day-to-day routine. Even people who love what they do for a living and thoroughly enjoy their jobs need an occasional vacation.
But, from a global perspective, Americans are among the worst at taking vacation time. They are notorious for not taking all (or sometimes even any) of their vacation time each year and for often working during vacations. Americans vacation less than workers from most other industrialized nations of the world. Consequently, by the time Americans do take a vacation, it is often desperately needed and long overdue. The tough part is that once a person finally gets relaxed enough to be really enjoying their time off, it’s time to return to work. At that point, it is hard to shift back into high gear after letting go of it all. Some find it hard to bring their A Game after a week or two break. But there are ways to shift back into high gear quickly and easily after returning from holiday. Here are some tips to make the transition smoother. Continue reading