February 1, 2004
A free Ezine sent to you monthly by Glen Rediehs, Ph.D.: Personal Coach, Corporate Coach, Organization Development Consultant
Web site: www.SolutionLeader.com
E-mail: Glen@SolutionLeader.comSolution Leader Ezine will give you solutions for your personal life and the people side of your business. Every issue is filled with practical strategies plus a little humor.
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IN THIS ISSUE:Take This Job and …
A Little Humor
Thought for the Day
Trust in Organizations
So, after all these months … years … you're leaving?
You've got lots of company. Career paths have become nomadic. I've seen predictions that we will be making 8 - 12 job changes in a typical work life.
Since this is something that is likely to happen often in your life, take the time to do it well. Make sure each career change is a step in the right direction and not a "shot in the foot" that you live to regret.
Before you do anything else, make sure that leaving is really the best thing for you. A hasty resignation in an emotional moment may bite you back before the day is over.
Take time to think through the things you don't like about your job. Ask yourself if it is, after all, so bad. Are there things you don't like that you could work out if you just talked to your boss or co-worker? Consider how you may have contributed to what you don't like. Is it you - and not the job, the boss, or your co-worker?
Think through what you like about the job, also. Take time to appreciate the things you value. Figure out how you might be able to do more of those things - or just decide to enjoy what you can.
If you decide that leaving is the best thing for you, do it right. How you leave may be the most important thing that you've done in that job. How you conduct yourself will create a lasting memory of your personal character and integrity for your boss, co-workers, and maybe others connected with your work.
While you are doing your job search, plan ahead! Some companies have policies that require that you clear your desk, be escorted off the premises and have your computer password changed immediately upon resignation. So, be prepared.
Here are some suggestions:
- Without creating suspicion, take most of your personal property home.
- Remove personal items (software, e-mails, etc.) from your computer.
- Collect contact information for future references, networking, client contacts,
etc.- Get references from at least four people. These should be reliable, work-related references.
- Compile a portfolio to supplement your resume. Include things you have created or accomplished that will document evidence of your skills and abilities. This might include training certificates, letters of commendation, awards, project abstracts, presentations, etc.
- Read your employee handbook. Make sure you know what compensation and other benefits you will be entitled to. Make sure you know what will happen to your retirement plan, 401-K, vacation days, etc.
Nothing you take with you should be company property, confidential or proprietary. Don't give anyone a reason to accuse you of stealing.
Prepare a written resignation letter. It should simply state that you are leaving, what your last day will be, briefly comment on positive experiences, and thank your employer for the employment opportunity. There is no need to add a lot of specifics. Complaints don't belong in this letter, either. Fair notice is 2-4 weeks.
Deliver the letter to your boss in person. Do this before you tell your co-workers about your resignation. Depersonalize your departure. Explain that you have another opportunity and that is in your best interest to accept it - or, that you are shifting career goals. You can share how the change will advantage you. Your leaving has nothing to do with your boss personally. Send copies of your letter to HR and/or Personnel. If you have some venting to do, ask someone not connected with the company to listen to you.
If you continue to work during the time of your advance notice, be professional. Contribute as long as you are there, get your work done on time, update your boss on the status of all your projects, help train your replacement if you are asked, etc. Some employers will attempt to retain valued employees with a new employment offer. Think through how you will respond if that were to happen. If there is an exit interview, be positive and fair in all your comments.
Your last day will leave a lasting memory in everyone's mind. Make it as positive and professional as you can. You never know when you will need the good will or assistance of the people you are leaving.
If you are unexpectedly laid off or fired, you won't, of course, have the chance to do the things suggested above. But, if you think this might happen, you can begin planning for it.
©2004 Glen Rediehs
What's the next step in your life? In your business?
What do you want to achieve?
What do you want to change?
Coaching will help you reach your goals!
Let's work on your future together. You can make it happen!
PLEASE CALL ME at 704-788-9184 or Email me at Glen@SolutionLeader.com
A Little Humor
Ol' Fred
Ol' Fred had been a religious man who was in the hospital, near death. The family called their preacher to stand with them. As the preacher stood next to the bed, Ol' Fred's condition appeared to deteriorate and he motioned frantically for something to write on.
The pastor lovingly handed him a pen and a piece of paper, and Ol' Fred used his last bit of energy to scribble a note, then he died. The preacher thought it best not to look at the note at that time, so he placed it in his jacket pocket.
At the funeral, as he was finishing the message, he realized that he was wearing the same jacket that he was wearing when Ol' Fred died.He said, "You know, Ol' Fred handed me a note just before he died. I haven't looked at it, but knowing Fred, I'm sure there's a word of inspiration there for us all."
He opened the note, and read out loud, "Hey, you're standing on my oxygen tube!"
_______________The Joy of Growing Old
Three sisters ages 92, 94 and 96 live in a house together. One night the 96
year old draws a bath. She puts her foot in and pauses. She yells to the
other sisters, "Was I getting in or out of the bath?" The 94 year old yells
back, "I don't know. I'll come up and see." She starts up the stairs and
pauses "Was I going up the stairs or down?" The 92 year old is sitting at
the kitchen table having tea listening to her sisters. She shakes her head
and says, "I sure hope I never get that forgetful, knock on wood."
She then yells, "I'll come up and help both of you as soon as I see who's
at the door."
_______________
Tech Support
Bubba called the customer service center of his pager company to complain that he kept being paged by "Lucille."
He was instructed that he would have to call her and tell her to stop paging him.
"She don't never leave no number, so I can't call her back," he said.
After three such calls, someone thought to ask how he knew it was Lucille if she didn't leave a number.
"She leaves her name," was the reply.
After establishing that the customer had a numeric-only pager, the light bulb came on.
"How does she spell her name?" the service rep asked.
"L-O-W C-E-L-L"
Another technical problem solved.
Thought for the DayThe Cricket!
A Native American and his friend were in downtown New York City, walking near Times Square in Manhattan. It was during the noon lunch hour and the streets were filled with people. Cars were honking their horns, taxicabs were squealing around corners, sirens were wailing, and the sounds of the city were almost deafening. Suddenly, the Native American said, "I hear a cricket."
His friend said, "What? You must be crazy. You couldn't possibly hear a cricket in all of this noise!"
"No, I'm sure of it," the Native American said, "I heard a cricket."
"That's crazy," said the friend.
The Native American listened carefully for a moment, and then walked across the street to a big cement planter where some shrubs were growing. He looked into the bushes, beneath the branches, and sure enough, he located a small cricket. His friend was utterly amazed.
"That's incredible," said his friend. "You must have super-human ears!"
"No," said the Native American. "My ears are no different from yours. It all depends on what you're listening for."
"But that can't be!" said the friend. "I could never hear a cricket in this noise."
"Yes, it's true," came the reply. "It depends on what is really important to you. Here, let me show you."
He reached into his pocket, pulled out a few coins, and discreetly dropped them on the sidewalk. And then, with the noise of the crowded street still blaring in their ears, they noticed every head within twenty feet turn and look to see if the money that tinkled on the pavement was theirs.
"See what I mean?" asked the Native American. "It all depends on what's important to you."
(Author Unknown)
Do your managers and employees trust you? Do they trust each other? Do you trust them? Does the trust level in your organization matter?
In one research study, 7,000 employees at 76 hotels in a major chain completed a questionnaire that rated the trustworthiness of their managers' behavior on a five-point scale. Results: the level of trust drove guest satisfaction, employee retention and profit. Just one-eighth of a point increase in the managers' rating boosted profits 2.5%. For an average hotel in this chain, that meant a $250,000 annual increase.
How much is 2.5% of your organization's annual profit?
Other research suggests that employees are more willing to share information with each other, more effective at solving problems and making decisions, more committed, and more flexible and strategically focused when there is a high level of trust in their organization.
In a business world of constant change, a marketplace that requires continual rethinking of products, processes and organizational structure, trust is essential. There may be no more important factor in your organization than trust. Trust makes a difference in performance and profit.
What is Trust?
Trust in an organization has two components: competence and character.
Competence is your managers' and employees' perception that you are good at what you do, that you will deliver. Working in a successful company with effective leaders who know what they are doing inspires trust.
Character is the perception of your managers and employees that your decisions and actions are motivated by mutually-serving, rather than self-serving, intentions. They see you as a person of honesty, integrity and consistent action.
Of course, it works the other way around, too. You will trust your managers and employees to the degree that you recognize competence and character in them. They will trust each other as they see those qualities in one another.
How Can I Know?
Investigate the trust level in your organization. Ask someone you trust how your management team or other work groups feel about you and each other. Walk around, make conversation, and listen. If you notice chronic complaining, hesitation to share information, turf battles, lack of new ideas, "us vs. them" talk, and other negative signs, you can be sure that mistrust is hurting your organization's performance and profits.
What Can I Do?
Developing an organizational culture of trust begins with you, the leader, and with your leadership group. Trust will grow as it is modeled by you and experienced by your people.
Trust cannot be mandated in a memo. It will be earned and maintained by many small actions over time.
Want to further develop trust in your organization? Consider the following suggestions:
- Know what you are talking about. If you don't know, be honest about it.
- Tell the truth - even when it's difficult.
- Keep everyone informed on the thinking behind your decisions.
- Act with integrity and keep your commitments.
- Align your workforce around a clear mission and vision. Trusting others is
easier if they are all working toward the same thing and not on separate agendas.- Listen respectfully and attentively to others. Feeling valued and heard builds
trust.- Expect everyone, especially leaders, to act in a trusting and trustworthy manner. Confront people who violate norms of trust.
- Hire and promote people who are capable of forming trusting relationships with
others in the organization.- Provide opportunity for everyone in your organization to build the skills that
will increase their competence and character, the ingredients of trust.
Trust is essential for teamwork and synergy, open communication and sharing, innovation and risk-taking, flexibility in the face of change, employee commitment and retention, collaboration across the organization - and so much more. Trust is crucial to achieving everything you want your organization to be - and everything you want to be as a leader. Nurture it in your life and in the lives of your people.
©2004 Glen Rediehs
Who do you know that has inspired a high level of trust in an organization? How did they do it? Send your stories, quotes, thoughts. As space permits, I will try to publish them. Send them to Glen@SolutionLeader.com.
What's the next step in your life? In your business?What do you want to achieve?
What do you want to change?
Coaching will help you reach your goals!
Let's work on your future together. You can make it happen!
PLEASE CALL ME at 704-788-9184 or Email me at Glen@SolutionLeader.com.
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