Blog - Page 25 of 55 - The Third Zone

Jan 23 2019

It Doesn’t Require a Shutdown to Go Above and Beyond at Work

As I write this blog we are in the 31^st day of a government shutdown … one that immediately impacted some 800,000 people by either putting them on furlough or expecting them to work without pay in order to allow various government services to continue operating for the benefit and safety of all Americans.

shutdown sign

And whereas I believe … no, I know … that this will end somehow and sometime, it immediately brought to mind the people I have met and with whom I’ve worked who think nothing of going above and beyond what they know as their ‘job description’. Of course there is a difference in that in the government’s case, this going above and beyond has been imposed on people whereas those I recall and encounter have made a personal choice. Following my curiosity, I thought it of value to explore what this looks like in its’ simplest form that becomes a personal value to some.

There is no question that being the ‘giver’ who is always willing and available to go the extra mile can bring with it real benefits to those inclined to jump in. As perhaps you have experienced or seen others

experience this, taking on that extra work creates a positive impression that can pay off handsomely when it comes to raises and promotions. And still there is moderation wherein one can do this without incurring the wrath of others around who may see this as another just being a showoff.

Katie Douthwaite Wolf has identified four basic and straight-forward ways that a person can go above and beyond and create the related positives for that person and the organization … without going over the top. They are:

Put Feedback Into Action
Truly begin listening to feedback you get from a manager and co-workers as a means of striving to continually improve and actually use it. When suggestions are made as to how you might do something differently ‘next time’ incorporate that into your ‘next time’. It’s always impressive when your actions demonstrate some serious listening to input.

Anticipate Needs
From a manager’s standpoint nothing is nicer to hear than “I’ve actually already started on that”. It means that instead of waiting for him or her to ask you to do something, you’ve already thought of it and taken action. Certainly the longer you work your position you come to know what doing the particular job or task looks like and what is needed to do it successfully. You simply have to use past learning to allow you to apply it to future tasks without being told … again … to do something you know well.

Bring Your Ideas to the Table
One can easily think that it is someone else’s job to identify improvements to the system or taskbeing done. However, no one else may be doing the precise parts of it that you do and thus, no one else might be as qualified to determine changes to the system that could significantly improve the efficiency or functionality of that job as you The leader most often wants to know about thoughts or ideas that can improve a process or an outcome. When this person is presented with a thought-out and logical plan you show yourself to be prepared, innovative and dedicated to constant improvement.

Go Out of Your Way
There is nothing new or hi-tech about a willingness to go out of one’s way when it comes to going the extra mile. The caller needing help just moments prior to the close of the day responds very well when you take their call ready to provide what they might need only focused on that and not a concern about the extra minutes you worked. Or hearing a distressed and/or frustrated customer or co-worker is looking for help rather than a response indicating ‘it’s not my job’. Incorporating and adopting this into one’s personal operating method can readily put that person above the rank and file.

Wolf adds to her suggested actions the belief that “when you consistently incorporate these things into your daily life at work, you’ll quickly rise above the ranks. But more than being known as the employee who’s just trying to elbow his or her way to a promotion, you’ll be seen as the employee who genuinely wants to see the department and team succeed.”

I want to be very clear. Like in anything else, having a healthy balance in many things we are inclined to

life work balance scrabble

do is important. Going overboard at work, while looking good to the boss perhaps, can and will impact one’s attitude, energy and enthusiasm for their job if done to an unreasonable extent. Thus, addressing this topic it is done believing that moderation is a key to both demonstrating oneself as being a true team player and taking care of that same person’s needs … both personal and professional.

Working in an organization where the culture encourages and recognizes those who are inclined to go above and beyond clearly makes it easier to consider and do. However, regardless of the environment in which one works, all benefit by having those who naturally think ‘giver’ and they are usually rewarded in meaningful ways. We know that the organization will benefit and the question for you as a reader to consider is what opportunities you can create to go above and beyond and what will that enable you to achieve as an individual? Seems like it might be worth a few minutes of thought?
Mike Dorman

Jan 09 2019

Seeing the Equal Value of EVERY Person Involved In the Effort … or Not

One question I often ask of a coaching client is how they see the job they do? What does it contribute to the team, department or organizational success? How do they see its’ importance in terms of what it

contributes to the desired outcome and achievement of the intended goal? Finally, what is the value that they place on their contribution as well as the value that others place on it? Too often the answers I hear don’t make for a pretty picture. And they definitely don’t make for a cohesive group effort. That, in turn, can have very real and even detrimental impact on the success of an individual and an overall effort.

In an ideal environment from one’s very first day they learn to recognize that they and the work they do is a contributor to the overall success of project and/or the company. And although it may be related to sales, customer relations, operations, accounting, delivery, administrative or overall management … the ultimate success of whatever the goal might be cannot and will not be achieved to the max unless all aspects of whatever the goal requires are handled to the same degree of successful completion. This would logically require that every person involved in the process understand and truly value the job they

do at the same time it is valued by others. Unfortunately I don’t believe that such a business culture is the norm. Rather individuals either see themselves and their work as more or less important than another’s. And even if the individual doesn’t, the leadership often sees it as such. And when this happens it takes the wind and needed energy out of the sails of some while inflating that of others. The result? Divisiveness among the very people who are relied upon to make it happen in a successful way.

Here are some of the things that contribute to differences in the ways that one’s particular job contribution is seen as less than by others as identified by Glenn Llopis in his contribution to Forbes on writing about different ways the contribution by some is undervalued. He speaks in terms of a leader however I believe this applies to ways that others on the team devalue another’s work and present it as such to some of his points:

Unaware of Their Strengths
Because some in the effort do not see the importance of the work being done by some and see what they do as the most important they might not take the time to truly understand the abilities and strengths of what that person is capable of providing. When leaders can’t see beyond the obvious, they are doing themselves, their co-workers or employees and their organization a big disservice. They are unknowingly undervaluing their contributions and the opportunities before them.
Refuse to Seek Their Counsel
Because one does not see the true value of another’s job and the related contribution, they may be inclined to look over them when seeking input that could improve the task, method and the outcome. This contributes to someone feeling undervalued and disrespected and thus a poor sense of their work and their desire to truly care.
Make No Effort to Invest in the Relationship
When any one position on a team is seen as less important than another, it delivers the message that they are less important as a person and as an important link to the desired outcome. Thus the person feels taken for granted and down goes their interest or investment in a most successful outcome.
Provide Little if Any Feedback
If one doesn’t value the work or another the tendency is to not waste the time of providing input that could alter and perhaps improve the work that person is doing. Of course this easily can lead to that person feeling underappreciated and with that, the importance of caring and effort go south.

So this is all interesting, however, what is very important to the person feeling this lack of appreciation and love is what they can do about it. The good news? There are definitely steps you can take that will have a most positive impact on the person (is that you?) and the ultimate success that is the overall goal as follows:

Take stock of just how real and prominent this situation is
Do you believe that the feeling you have and your related sensitivity to it is wide-spread coming from many or different directions or it is primarily from a single source? Regardless, it is unpleasant and uncomfortable however one’s reaction and actions would be different given the actual situation.
Have a conversation with the person who you feel doesn’t appreciate your work
Perhaps they emit the impression they do because they really don’t understand what you are doing and the related skill and challenges that it represents. Why should they? Their focus is on what they contribute and thus to some extent they take your abilities and results for granted.
Be more visible to the others
Feeling unappreciated can make us withdraw from attention and notice and that only furthers the reactions of another and our own sense of isolation. If you are proud of what you do and the level of skill you have, let that allow you to be an active part of the group effort. After all, others don’t really understand all that is involved. Let your sense of pride allow you to have a presence to the other(s).Be open in your recognition and praise of others and their contributions
Demonstrating your willingness to acknowledge others and their part in creating the desired success provides the example of others returning the same to you. It’s a win-win.
You don’t need permission from another to feel satisfaction and pride in the work you do and what you provide to the overall, successful effort
If you are able to view what you do and the contribution it makes to the goal as being an important part of the overall effort you are and become less reliant on any other person’s view to define your real value. This enables you to move forward positively and confidently.

Amy Rees Anderson is a founder and Managing Partner of REES Capital, an angel investment firm. She focuses on helping other succeed in their entrepreneurial ventures. In her article for Forbes entitled “Every Person Matters in a Company, and There is No Such Thing as an Insignificant Position” she expressed this:

“Every single person in a company is a valuable piece of the chain. If they do their part wrong, the entire chain feels the effect. That chain is in a circle that goes round and round, with no beginning and no end. Every person matters and is equally important to the overall functions done in a company. No one person is insignificant or small in the process. Everyone needs each other” for the job they do and role they play in an effort.

I think I just heard a mic drop!
Mike Dorman

Dec 19 2018

Career Related New Year’s Resolutions? Bah Humbug! Create a REAL Plan for 2019 That WILL Work

For several years, at this time of year I have addressed New Year’s resolutions. How they work …

or don’t. How to make them real. How often they fail and why. What is true is that resolutions seem to be jinxed. We often have good intentions on January 1^st. Then, as we get days or weeks into the year, life and reality comes along and our resolve to do or achieve things gets buried at the bottom of the way we are used to functioning. Maybe next year. The fact is that New Year’s Resolutions are doomed for failure more than not.

Today, as we approach the end of 2018, I personally am not falling into that trap. Perhaps we are all tired of the great thoughts and ideas that, too often, get pushed to the side or even disappear.

Rather, especially as it pertains to careers and jobs, it is important that during these last days of the year we take advantage of waning business activity to truly consider and create a realistic and workable plan for next year.

Are you with me? If so, the question is where do you start and actually it’s pretty straight-forward and even simple. Perhaps you’ve heard the expression ‘If You Don’t Know Where You’re Going, How Will

You Know When You Get There? The answer is ‘you won’t’. Therefore, you need a plan. To create that begin by asking yourself the following questions that will ultimately lead you to one that is clear and realistic.

What is the ultimate position and responsibilities you would like to achieve in your work?
What is the next intermediate step that will bring you closer to this goal andwhere you want to be at the end of next year (2019)?
What is the learning you would need to do in order to achieve your next step and where can you acquire it?
Who within the company needs to know about your desire to grow and advance so that it is a well-known intention of yours?
Who are people within the organization who can be your allies in making this happen?

Congratulations! With this done you now have a vision of where you are headed and where you would

like to be at the end of 2019. Your next step involves setting specific goals that are related to where you intend to go. And the ideal tool to create them is having them adhere to the S.M.A.R.T format as follows: Goals need to be …

Specific:
Goals need to be clearly defined. How much income will you generate? How many new accounts will you have opened? How many projects will you have completed?
Measurable:
You need to be able to know if you’ve achieved them … or not. What measurements can/will you use? Having a better year or quarter than last one is not measurable.
Achievable:
You can accomplish them because you believe them to be realistic given the degree to which you can maintain your focus on your goal plan.
Results focused:
Goals should measure outcomes, not activities. Maintaining a daily focus on what you need and want to achieve is critical. Just ‘being busy’ will not do it
Timely:
A goal without a timeline of intended achievement guarantees a moving target that can be very difficult to reach. The finish line provides the measurement that can keep you on track … something that everyone needs.

Once you have completed your plan you may find it an advantage to review it with another trusted person with your interest at heart. Perhaps a mentor in any capacity. Or it might be a boss who is also your cheerleader. Regardless of who it is, getting their input on your plan will allow you to make adjustments if needed and charge ahead with greater confidence that will enhance your enthusiasm and determination.

What progress! You have identified where you are headed and you have the defined goals as well as the way in which you can continue to measure and evaluate your progress. While this is all happening I would like to convey some things that you can do that will contribute to your progress, recognition and achievements. They have been identified by Andre DeVito in an article published in July, 2017 on ‘strategies for moving up in an organization’.

Be Dependable/Reliable
this is at the top of the list in terms of judging someone and especially important to you as you are working to advance yourself in your career. Failure to be seen in this way can and will undermine all of the other good things you are doing in your march to achieving the goals you have set for ’19.
Your opportunity will come from someone believing in you and championing your development
identifying your champion in the organization potentially plays a large role in giving you the very opportunity you strive to have. Identifying who can best play the role of your cheerleader(s) and treating them as such will provide a big boost as they champion your development.
Step up, when others run
too often when a situation arises that requires people to take on some added responsibility or stepin to a unique situation unrelated to their job … they disappear in some fashion. The very person that you want to notice you WILL notice when you demonstrate that you can be counted on to do what is needed and asked of you.
Take time to better yourself
given that you have your plan to move up in your career this often means learning new skills. As such making the time to do this learning is a necessary step and shouldn’t be viewed as anything but.
Never turn down an opportunity for growth
a willingness to ‘put yourself out there’ is one way to demonstrate your intent and desire to grow. Although it might take you into a place that is initially uncomfortable, others will notice and see this as a positive attribute that can justify future advancement.
Network, Network, Network
While well focused on your plan and achieving your goals for the year, make certain that you include the importance and value of getting to know others working around you and elsewhere in the organization. Advancement opportunities can come to you because of these efforts to network.

DeVito cautions “that moving up and succeeding takes the ability to keep moving forward when nothing seems to make sense or working right. It means putting your head down, getting your hands dirty, and doing what it takes to overcome. Don’t be afraid to take chances and go after what you want because if you don’t succeed the first time, adapt your approach and try again!”

Jan start sign

Achieving your year-end plan only requires that you make this your focus as the way to end this year. Rather than an inordinate amount of time, it only takes that you see the value of doing this. It’s an exercise that, unlike setting New Year’s resolutions, will create a definitive plan and will serve as your personal blue print for building your path to achieving the very success that you foresee and strive to have in the coming year. thank you post it

As this is the final blog for this year, I want to wish all the happiest celebrations of Christmas and New Year’s. I appreciate that you continue to stay with me and the various topics I address month after month. May 2019 bring all of the success that you want and for which you create the plan to achieve it in all aspects of your life!!!
Mike Dorman

Dec 05 2018

Finding Ways to Have Difficult Conversations at Work and the Payoff!

In order for someone move from where they are in their job or career to where they want to be, it often

requires that they have serious conversation with another person in that organization be it a boss or co-worker. The serious part is the easiest part for one knows what concerns and bothers them and what they need and would like to do to make the needed change.

It is having the actual conversation itself that is often the real challenge. In fact, to some it is so difficult that it’s simply not held. And … that means that if we can’t find a way to address things that we see as important, critical or necessary to ourselves, our careers or the organization, we are stuck. Stuck is not a place of any value and underlies much of the unhappiness and frustration that is experienced by many.

Here’s what I know. Help is on the way. And the good news is that one doesn’t need to look fa change note r to find it as it resides within us. I know that there are things we can do that both prepare and enable us to address the issues that have thus far held us back in an unproductive way. Consider these steps:

Become clear in your own mind as to the issue that needs to change
Knowing what needs to happen in clear terms enables us to convey it to another/others.

Become clear as to the reasons the change is needed and the benefits to the organization, department or team
In order to sell your reasoning to others they will need to see and understand the advantages this will provide in terms of reaching your intended goal.

Outline the points of your presentation in a clear and concise manner in preparation for your conversation.
This enhances the ability to stay on topic which is important so that you don’t lose your listener. Staying on message is critical!

Anticipate that your audience may have responses you didn’t anticipate and be prepared to actively listen to them.
This will not be a one-sided conversation. Your listener(s) will also want to be heard You are wise to expect this and know that they may well respond with their own frustrations and this is often a step toward needed dialogue.

Respect your listener’s right to respond as they see fit
Being open-minded is going to have a big part in your success in achieving your intended goal.Expecting a certain response to your input potentially dooms desired progress.

As a means of understanding ‘their’ position, ask the other person(s) questions
It will be important that you and they know you have understood their issues and any points of concern. Such information might lead to some modification of your intended goal which can do much to bring about the success you desire.

Recognize that change often isn’t accomplished in one attempt.
Your initial attempt can serve as an ice-breaker leading to further conversation and consideration after all have had the chance to digest and think about what they have heard.

What is important is that we don’t allow ourselves to fall into a trap that can ultimately take us or have us remain in a negative place. Tackling any issues that you see as critical to your own career and advancement is a skill to be developed and utilized. Going over the edge into a zone of discomfort is often uncomfortable when initially done. By taking the challenge head-on we soon master a method that will serve us well for the duration of our career specifically and life in general. The results you want to achieve are yours for the taking! Really!
Mike Dorman

Nov 14 2018

The Goal Changed and You Weren’t Told? Oops! Suddenly You’re On the Wrong Bus!

My last blog pertained to being thrown under the bus and how to deal with that. (You Got Thrown Under The Bus?) This time I want to address another issue that continues to rear its’ head in business organizations. What happens when you are diligently doing your job as related to an announced goal for the company, department or team and suddenly the goal has been changed without you being told? As buses go, you find yourself on a bus … however it is suddenly the wrong bus headed in the wrong direction. Have you ever experienced or witnessed this? Chances are you have and it’s a complaint that I have heard often coaching in various organizations.

There are 3 key sources of the changed goals.

The ones sitting at the helm of the company … often referred to as those in the ivory tower. Too often they appear to make decisions based on their perception of
things at any given moment. Although their intentions are for the good of the organization, they tend to alter the plan without consulting with those involved in more of a front-line role. If they did do so … and listened … their ultimate decision would reflect the reality of a situation and avoid what otherwise seems to be an arbitrary change.
A manager who just wants to keep you on your toes. As self-centered and wasteful as this may sound, it is real. This manager considers it to be a way to keep reports alert and flexible. It is also a way of wasting money and resources.
A person who just didn’t see a big difference. As such, they don’t communicate any changes to the plan or goal because in the big picture sense, it hasn’t changed that much. However, because they aren’t dealing with the detailed elements related to the goal they’ve made an assumption that undoubtedly causes frustration and wasted time/money.
A person who is constantly changing his/her mind. This person just can’t seem to make up their mind as to how or when to do something. As one trying to carry out their contribution to the project it is simply infuriating. This is not necessarily the intent of the mind changer … rather just the way they operate having to do with their own inabilities.

Altering the direction and goal of any effort brings with it reactions that are anything but positive. Here are some of them:

Extreme frustration – All of us ideally want to leave a day’s work feeling that we have accomplished what was expected as well as what we intended to do. To find out that we are suddenly traveling on the bus headed in a wrong or altered direction is exasperating for most people caught in this situation
A desire to leave the job – This is especially the case when this has happened previously and is just the way that the one in charge operates. People are less inclined to excuse this happening especially when there is a pattern of this being some sort of ‘norm.
Developing an ‘I don’t care’ attitude. And of course, this loss of positive energy and effort is a virus that can bring about the undoing of most any effort.

Before you would give into any of the above reactions I believe there are some things we can do that just might alter the situations you encounter and return calm, enthusiasm and productivity to your work. They are …

Get detailed clarity about the announced goal. Rather than think you understand, verify your understanding by asking detailed questions. Truly aim to understand the big picture of where you are headed, the long-term goal and your specific role in achieving that. Do NOT presume that you understand and avoid questioning.
Put your understanding of the goal in writing. Reiterate where you believe it is headed and your role in achieving it. Ask for definitions of terms used to describe the goal (what does ‘step it up’ mean?) and make sure you understand how this fits into the overall aim of the company, team or department
Help the one in charge understand how you intend to work to do your part. Often times onebelieves that if I can see you I know you’re working. If I can’t I get concerned that you are wasting time. However, if the nature of your part in achieving the goal requires that you move around in some form, the boss needs to understand that and the reasoning behind it. In that he/she has not done your specific job, it is safe that they don’t really understand how it is best achieved.
Let the ‘leader’ in on how you intend to approach your job as related to the goal. Frustrating to many overseers is not understanding the details of how you will accomplish your goal related tasks. Don’t presume that they don’t want to know. Ask them to listen to your approach and invite their questions and comments if they exist. In doing so you are getting their buy-in to how you intend to do the job. This tends to raise their sensitivity to making arbitrary changes that could throw you off base.

The message here is that we do NOT have to tolerate or accept the lack of clarity and understanding that can having us riding on a bus going somewhere other than where we should be headed. If we expect our leader to make changes that suit us we may have a very long wait when left up to them. However, by refusing to settle for situations that create frustration and dampen our enthusiasm and energy toward the job, we may have found the way to create a winning situation for all. Now that’s leadership!
Mike Dorman

Contact

Subscribe to our newsletter