In 1500 words or less, each post will give you something you can use TODAY to build yourself, your people and your organization whether your organization is a "for-profit" or a "not-for-profit."
I am currently a Project Manager. I have been other things, a consultant, retail executive, a motivational speaker, and more besides.
As a project manager, we record “lessons learned” so we might avoid making the same mistakes in the future. Using that principle, I am sharing some of my “lessons learned,” to help you or someone you know. Some you might have read before; some might be new. Please add your own in the comments.
ndividually we cannot change the world; however, we can each help to change one person’s world. Real change happens when more of us decide to make a difference.
We need your help.
Knowledge is not universal, it is learned, not instinctive. We are all learning, we all must be patient, appreciative, and willing to teach and help each other.
I have hoped in a small humorous way to highlight some things that people can change. All of these are relatively easy to fix, and they drive, not just me, crazy, but many others.
With all the stress, anxiety, and issues we all face today, correcting some or all these small “Richard” behaviors wouldn’t be difficult, so read this post and see what you think.
We have all experienced them.
The kind of meeting where the clock, if it seems to move at all crawls at a glacial pace. Far from being productive, the attendees have long since stopped paying attention and only want to find an escape so they can get some real work done.
Ineffective meetings frustrate everyone, the people attending them and the people running them.
The first step to resolution is to recognize the warning signs and then start today rectifying the situation.
More than ever, I appreciate how an organization uses its culture to develop ideas and concepts through its people.
Systems and processes are important but how an organization collaborates with its people is what really sets it apart. It doesn’t matter whether your organization is small or large, these tools can help everyone.
Recently I started a new job. The job and people are excellent but I found myself trying too hard and doubting my skills. This anxiety is common and can easily overwhelm a new person in any organization. I recalled the lessons I had learned from my mentors, applied them to my own situation, and sought to share them as well. Please feel free to add your own suggestions and share this post.
Rigidity usually happens slowly and without most people noticing.
If we do notice it, we usually only see it in other organizations and in other people. Most people do not even realize it is happening to them, many will deny it, but those who do are only fooling themselves.
The rigidity of thinking and action can stifle growth, success, and happiness, and even threaten survival.
August/September is a good time to look for a summer job. Any time is a good time to remember the skills, attitudes, and behaviors that make any job good for workers and employers. Hiring students is good for businesses and for charities and non-profit organizations.
New people are excited and want to do a good job. Successful organizations combine good onboarding plans with detailed development plans to give their people the skills, attitudes, and behaviors necessary to achieve the goals of the organization and their team members.
A person’s final weeks are equally important. As we have mentioned successful organizations manage hiring, onboarding, and the first weeks and months to give their new hires all of the tools they need to succeed. Successful organizations set themselves apart from their competition equally as much, by the ways they plan and manage the time when a person is preparing to leave their organization.