Here We Are. Now What?

Three Things You Like About Your Job - 2010

2010-01-06T19:42:00.005-05:00

Two years ago, I wrote a blog entry called "Three Things You Like About Your Job." In that time, it has been one of the most popular posts that folks visit on Here We Are. Now What?

Why? I can only guess. Perhaps it is because people are so dissatisfied at work that they are wondering what others like about their jobs.

Well, the other day, the Conference Board reported that American workers' job satisfaction had dropped like a rock to an all-time record low.

Why so much unhappiness? Could it be that workers are overworked? disengaged? anxious? afraid?

Interesting. Since I was downsized in October of 2008, I have been working for myself. Although, in this recession, it has been a daily struggle to survive, there are some things I like about this job:

- I am my own boss

- I get to work with a wide variety of clients

- I have time to ponder, write, be creative, connect with people, and help others through ministry at my church

So, how about you? What do you like about your job in 2010?

Posted by Terrence Seamon, Jan 6, 2010

Engagement: A New Lens on Performance Review

2010-01-04T07:56:00.006-05:00

When this blog turns up in a Google search, what terms are people looking for most often? The answer: Performance review.

I've addressed this topic before (here and here). And these entries are among the most frequently visited posts on Here We Are. Now What?

So what else can I say?

As we start 2010, perhaps a new way of looking at performance review is in order, eh? In that spirit, let's use Engagement as our lens.

If a business leader hears about employee engagement and sees the potential in it to raise his organization's productivity and profitability, how would he link it to his annual performance management process? Here are four design elements to start with:

Commitment - Essentially, employee engagement comes down to commitment: How committed is the employee to the organization? Let's cut to the quick on this and say: Employee commitment is directly related to the degree of commitment they feel from the organization. So, if you want high performance from employees, demonstrate your commitment to them. This can take a variety of forms. In the context of performance review, one thing you can do is "turn the tables" and ask the employee for feedback. Ask: How are we doing? What can we do to provide you with better support this year? What are your goals that we can help you with?

Ownership - Some employees are already highly engaged. If you could "pop the lid" on their psyches and peer inside, what would you see? One of the things you'd notice is that they have the attitude of an owner. They take ownership of the things they do. They don't need much supervision. And they don't need your feedback either in most cases. In fact, they are their own toughest critics most of the time.

So how do you spread this ownership mentality to other employees? In a nutshell, there are two things you must do:

1) Expect it. Make it one of your expectations. Communicate it to your employees. Let them know that "taking ownership" is a key to success in your organization.

2) Demonstrate it to your employees by treating them like owners. Give them a real share in the risk and the reward.

Relationships - As Michael Lee Stallard has so eloquently taught us, engagement is about connectedness. In other words, the quality of the relationship, between the person and the organization, is a critical component in the engagement equation. And where does the relationship "rubber meet the road" in organizations? The Boss. As the saying goes: "People don't leave companies. They leave bosses." Selecting bosses is one of the most critical decisions that organizations make all the time, yet they flub it almost as often. The annual performance review process is a great time to zero in on the quality and effectiveness of your managers. In particular, their coaching and interpersonal skills, as well as their EQ.

Emotional Investment - As Judith Bardwick has taught us so clearly, employee engagement is about emotions and feelings. Indeed, "feelings are facts" just as vital to an organization as its numbers. But almost always ignored.

Look: If you want more engaged employees, you've got to pay attention to feelings. Feelings drive decisions. Including the decision to take ownership and give 110 percent to the organization. In the end, whether an employee engages, and gets fully in gear the way you'd like, is up to the employee. You can create the conditions and context in which they are likely to "feel like it." In terms of performance review, don't show me an appraisal form. Show me that you care.

Posted by Terrence Seamon, Jan 4, 2010

Try A New Way

2010-01-03T22:01:00.004-05:00

Today at the 12 o'clock Mass, Fr. Nick had a good sermon.

It's Epiphany (in Greek: epi=upon + phanos=shine; in other words, "revealing"), and today we heard, in the Gospel according to Matthew, about the Magi from the East who followed a star, in search of a savior that had been born in Roman-occupied Palestine.

Nick paused to explain that the word "magi" means magician or astrologer or masters of mystery.

When these strangers reached Israel, they stopped to see King Herod, who was very interested in their reason for coming to his land. Secretly hoping to find and slay the newborn king, he told them to be sure to stop by his palace again on their way home to tell him where the infant could be found.

After they found the child, an angel visited the Magi in a dream and warned them not to go home the way they came, but to go another way.

What rich imagery and food for the creative soul:

- astrologers from the East

- following a star

- an angel in a dream

- returning home a new way

As he dismissed us at the end of Mass, Fr. Nick suggested that we go home a different way.

As 2010 dawns, I think I will try some new ways.

Posted by Terrence Seamon, Jan 3, 2010

What Was the Big Idea?

2010-01-01T10:28:00.004-05:00

What was the "big idea" in management over the past decade?

The esteemed editors of the Harvard Business Review came out with their top ten list. It's a smart list, but it's missing a few things. And one Big Idea in particular:

~ Employee Engagement!

Last year, I wrote a blog entry on a new era of management, Management 3.0.

Management 3.0 is about engaging and unleashing people.

As I have said before, we are witnessing a paradigm shift in organizations worldwide:

~ from focus on weaknesses to focus on strengths

~ from appraisal to appreciation

~ from “our way or the highway” to flexibility

~ from “one size fits all” to customization

~ from “command and control” to coach and engage

Management 3.0 recognizes that the aims of the earlier eras --increasing productivity and satisfying customers-- are still relevant, but are achieved by hiring the best and trusting that they will do what the organization needs to have done.

Call it the talent management movement, or the positive workplace movement, or the employee engagement movement, or the strengths-based movement, or the appreciative inquiry movement, or whatever. It is happening.

Expect to see this tectonic plate continue to move in 2010 and beyond.

Posted by Terrence Seamon, January 1, 2010

Retaining Top Talent in 2010

2009-12-31T15:58:00.005-05:00

In my prior post, "Will Talent Head for the Door?," I started to summarize some of the key themes that emerged in response to my question on LinkedIn, Will Talent Bolt?

Most of those who responded said Yes there will be some movement. But there was also agreement that the best employees will stay in those organizations that demonstrate the right way to manage and retain top performers.

Let's distill some of the chief elements of the Right Way to take care of your top talent so that they do not head for the door.

1. Leadership - Art Worster wrote: "Good leadership has to be based upon principles of honesty, openness, and personal integrity. Many bosses can create the illusion of leadership skills in good times when conversations tend to be around positive things. However, when things get difficult, they tend to become insecure in these conversations and hide behind various screens. This is the time that true leadership steps out and truly leads. I think that hard times tend to evaporate the illusions and create a group of people who, having seen the lack of depth in their leaders, are ready to look for a place where personal integrity is not based upon good times."

2. Caring and Communication - Susan Schwartz wrote: "If you have treated talent fairly and kindly, given people interesting projects, not taken advantage, and communicated with them sensibly about the company's conditions, when the recession ends (fingers crossed), if you communicate again, bring them up to date on pay and keep the interesting work flowing, many will say "well, they played fair with me; why should I jump ship to a place where they might not?" Companies that treat talent as commodities that have to be chained to their desks not only will lose them when they have other opportunities, they probably deserve to."

Patty Foster wrote: "All too often, concern and care is given to the job applicant/candidate and then once he/she is aboard, there isn't a lot of attention given to them as an employee. People want to be valued! So part of the key to retaining talent is to appreciate your employees, get interested in them, ask them for their opinions on how to make your organization better and implement their suggestions when possible. Sometimes just the smallest thing can make huge differences to employees. Also, having the ability to help employees balance work/life can go a long way to the creation of job satisfaction. Employees don't leave companies, they leave managers. Train your managers, get rid of deadwood managers, ask managers to get up and get involved with their direct reports, bring enthusiasm to meetings."

And Joseph Paris wrote: "If you treat people poorly, then you will never create a loyalty. If you treat people fairly and communicate, then they are more inclined to stay because they believe they are a part of the organization and not just a 'resource.' "

3. Challenge: What kind of environment is best suited for top talent to thrive? In a word, challenging. Lisa Mortimer wrote: "Talented people are usually in high demand. Talented people are not impressed by anything but talented leadership. I have left perfectly good-paying jobs to take a star spot in a struggling start-up, or to risk everything starting up a new product because the challenge is there. Talented people live for the challenge (that is how they become talented in the first place), fairness (workload) in the workplace and talented leadership. If they leave, it usually isn't money; it's usually one of these."

4. Real Stake - Craig West wrote: "Many employees wish to own part of the business they work in and for. Look at profit-sharing or employee incentive planning as a means to retain key staff and create a valid leadership option for them. There is nothing better than having key employees within the business beginning to think and act like business owners in the same way that you do. Give key people a stake in the performance and success of the business. Imagine if your employees were able to think and act and innovate like business owners not employees."

Finally, David Kennedy wrote this nice wrap-up: "The drivers for change by employees are if they feel the company is not behind them, have not shown they value their work and have not provided opportunity to grow professionally or recognize them for their accomplishments."

OK Business Leaders: Now you know what you must do in 2010. Will you do it?

Posted by Terrence Seamon, Dec 31, 2009

A New You in 2010

2009-12-30T13:34:00.011-05:00

A few minutes ago on Twitter, management guru Ken ("The One Minute Manager") Blanchard tweeted: "Think about redoing yourself and becoming a better "you" in the new year."

That tweet came at the right moment, the kairos moment.

For the past few days, my wife Joan and I have been enjoying the cable TV show Clean House, a home makeover show, where a team of home organizers descends on hapless couples who are drowning in clutter. A very entertaining show about "letting go" of the material things that weigh us down.

Imagine if you could apply the "clean house" makeover to your career and life?

One of the things I like most about this time of year is the many blog posts on setting New Year's resolutions. The other day, Curt Rosengren had a great one called "What Is Your Theme for the New Year?" where he says:

~ "What if, instead of a random hodge-podge of well-intended but potentially ineffective positive efforts, you created a unifying theme that ties it all together? What would your theme for 2010 be?"

Great idea! Instead of a list of resolutions, how about a theme? He adds:

~ "With a focused theme, the year becomes a space for you to take an immersion course in the theme you choose. It is a time for you to both learn everything you can about that theme and to practice putting it to work in the real world. Each year has the potential to be a learning laboratory. You can design your "course curriculum" for the year..."

Though it needs more time to crystallize into sharper focus, I'm choosing as my theme for the new year: Launching A New You (I mean, Me) in 2010!

Posted by Terrence Seamon, Dec 30, 2009

Will Talent Head for the Door?

2009-12-29T17:31:00.008-05:00

When the recession ends, will your top talent head for the door?

Some recent surveys, indicating that employees are anxious to bolt, have warned HR managers and business leaders to get ready for a talent exodus.

Wondering if this concern is well-founded, I recently asked this question on LinkedIn and got some very interesting responses.

In general, respondents said that some movement is likely. Especially in those organizations that did not do right by their workforces. Jay Foley's comment sums it up: "Organizations which were poorly led through the downturn and have lost the respect of their employees will likely suffer some appropriate backlash in the form of desertions. Those who were more careful, and did their best to maintain trust with employees during these times will reap the benefit of that effort."

But other organizations needn't be too worried about losing key talent when recovery comes. These employers have been doing the right things vis a vis their employees during the recession. What things? Here's a sampling of comments:

Frank Feather: "For companies to retain their best talent, they need to be able to reward them for staying on board and for helping the company survive and recover. "

Karl Stewart: "A key driver for high potential talent in organizations is ROI. They ask themselves, "Is staying in my current position giving me work I love that makes a difference? work/life balance that allows me to be with my loved ones? and the cash/security I deserve?" If not, they'll bolt when it's appropriate."

Harvey Hirsh: "There are several factors that can lead people to leave their current position. First of all how employers are currently treating their employees is critical. Those companies that show compassion, care about their employees and reward them, will be less likely to lose employees. However, companies that have shown little regard to their employee and have not rewarded their employee will most likely see much higher turnover rates."

If I were to try and sum up what the many respondents had to say, I'd point to the importance of genuine appreciation, open communication, and meaningful rewards.

More on this in a future blog post.

Posted by Terrence Seamon, Dec 29, 2009

Safeguard Your Future

2009-12-23T05:39:00.006-05:00

Yesterday, a financial writer interviewed me about ways to safeguard yourself and prepare for job loss. In particular, she wants to reach professionals that have been at one company for many years, who are often ill prepared for the "shock and awe" of the pink slip. What can they do today to get ready for the rollercoaster ride of being "in transition?"

Here are a few of the ideas, that I offered up for the article, for professionals who are still working but who see "the handwriting on the wall:"

- Take training now - Is your employer offering training? Sign up. Take as much as you can.

- Take charge of your own learning - What are the "hot topics" in your field right now? Green? Sustainability? Lean Six Sigma? Sign up for courses. Read books. Get courses "on tape" that you can listen to in your car or on the train while commuting.

- Read outside your field - Are you a chemist? An engineer? Then start reading articles and books from other fields. Art, history, finance, economics, business, strategy, and politics. The great management expert Peter Drucker said that you must develop expertise outside your field.

- Get active in your professional association - Activate your membership. Exploit the offerings. Consider getting more involved in the local chapter.

- Demonstrate your expertise - Offer to give a presentation on a topic you know very well. Offer to teach a class.

- Update your resume - If you do the above, add them to your resume. Be sure your resume exhibits your accomplishments. Strengthen the summary on page one so that it conveys your value proposition.

- Get on LinkedIn and start using it - Build a profile. Start adding contacts. Join some groups. Research companies of interest.

- Start networking now - Remember that networking does NOT mean "not working." The time to start networking is now. Start connecting with people. One simple way to start is to call up former colleagues and bosses to wish them a happy holiday. Ask how they are doing. Find out what they are up to these days. Have a conversation. Simply connect.

Final point: Challenge yourself. Get out of your comfort zone before you are pushed out.

Posted by Terrence Seamon, Dec 23, 2009

Yay! Mr. Splashy Pants

2009-12-22T12:01:00.006-05:00

Just watched a very entertaining and incredibly short (3 minutes!) TED Talk by Alexis Ohanian of reddit.com about the effort to name the whale that was ultimately christened "Mr. Splashy Pants."

Ohanian's breezy talk ends with several key lessons from the world of internet democracy:

- Level the playing field
- No cost
- Be genuine
- You don't have to be serious all the time
- It's OK to lose control
- The message does not have to come from the top down

Can organization's adopt these lessons for their corporate communications?

Posted by Terrence Seamon, Dec 22, 2009

The Gospel of Change

2009-12-18T22:57:00.004-05:00

The word "gospel" means "good news." And what is the good news that the gospels proclaim? In a word: change.

As a faith-filled Org Change Guy, I have long been attuned to the messages about change that thread through the four Gospels. For example:

- "Repent for the kingdom is near" - Repent (from the Greek metanoia) means to turn one's self around, to change one's mind

- "He said to him, 'Follow me.'" - Conversion, from fisherman or tax collector, into apostle, can be quite dramatic, even astonishing to onlookers who can't quite figure out what has happened

- "Go and sin no more" - Forgiveness is perhaps one of the most poignant forms of change in that, when we forgive, we are choosing to let go of some past pain that we have been dragging around with us

- "With that their eyes were opened" - Whether one of His miraculous sight-giving cures, or in this case, the "aha moment" of the disciples walking the road to Emmaus, the Gospels contain moments of blazing awareness that signal decisive inner changes

Indeed, the great feast of Christmas, that we are about to celebrate in just a few days, celebrates one of the most fantastic transformations ever imagined: the incarnation whereby the Creator of the Universe took the form of a creature, a baby born in a manger, in the hope of changing the world.

So one can say, without much exaggeration, that the Gospels are about change.

Posted by Terrence Seamon, Dec 18. 2009

Give the Gift of Wisdom

2009-12-15T09:28:00.005-05:00

Sybil Stershic, at her blog Quality Service Marketing, suggests that you give yourself and others the gift of a free e-book on employee engagement. It is chock-full of wisdom from a global community of 200 consultants and managers.

She writes: "This holiday, give the gift of employee engagement … and it’s free! Employee Engagement Advice Book is a new e-book written by members of the Employee Engagement Network (EEN) and compiled by network host David Zinger. EEN members (including me) share advice - limited to one sentence each - on how an organization can improve employee engagement."

Great idea.

Filled to the brim with such themes as caring, connecting, playing to strengths, communicating (especially listening), valuing employees, energizing and empowering employees, recognizing their efforts, growing and demonstrating leadership, and participative involvement.

Sybil adds: "It’s worth scrolling through to find the quotes that resonate with you. Pass it along and share it among your colleagues … to inspire them and/or reinforce their employee engagement efforts."

Happy Giving!

Posted by Terrence Seamon, Dec 15, 2009

A Christmas Gift

2009-12-14T14:03:00.004-05:00

They say that the best gift you can give is your presence. That may be truer in this economy than ever. In that spirit, I want to give you a gift that comes right from me.

It's a free e-pamphlet for job hunters called "Galvanize Into Action," that you can download from the Box.net app on my LinkedIn profile. If you have any trouble obtaining it there, feel free to send me an email (terrence dot seamon at gmail dot com) and I'll send it to you.

"Galvanize into action" is a quick guide to accelerating a job search, comprised of material published on this blog, Here We Are. Now What?, during this past year.

If you are seeking re-employment, I hope you find it helpful. If you know someone who is out of work, please feel free to forward it to him or her or them.

Best wishes to you and yours for much joy in this sacred holiday season.

Posted by Terrence Seamon, Dec 14, 2009

Leaders and Systems

2009-12-13T08:09:00.007-05:00

With the publication of Henry Mintzberg's new book on managing naturally, there has been a flurry of discussions about managing and leading. Are they the same or different? Do managers need to be leaders? Can an organization thrive without leadership?

All very interesting. All "right up my alley," so to speak.

Lately, in working with some client organizations, I'm sensing that the current leadership model in practice is quite different from the one we may sometimes espouse (i.e. leaders as visionary, wise, virtuous, courageous, role models etc).

The folks I've been working with lately (managers and professionals in the health care sector) describe their workplaces as fierce and stressful environments that are not for the feint of heart. Places characterized as:

~ lean, driven, and aggressive
~ production-focused, numbers-oriented, short-term
~ having high sense of urgency; valuing speed
~ where everyone is being asked to do more with less
~ where employees are expected to sacrifice for the sake of the business

Workplaces that are going in over-drive, filled with exhausted and fearful members, hanging on to what they've got because they don't want to end up on the unemployment lines.

What sort of leaders are heading up such workplaces?

Years ago, I once shared a plane ride with the CEO of a rapidly growing telecom company where I was a member of the Training and Organization Development team. I asked him what keeps him up at night. His answer: "People and systems."

As the years have rolled on, I've come to the conclusion that People and Systems are two of the most critical things that smart managers keep their eye on if they want to stay in business and thrive. Within each domain, there are key skills, including leadership skills. So yes, effective managers acquire and use leadership skills. These are very helpful with the People aspect, as well as in managing the business itself and its many stakeholders.

What is not as well understood is the Systems side of management. What are the Systems skills that an effective manager acquires and uses? Perhaps an analogy will help.

In the human body, there are many interacting systems; for example, the digestive system, the circulatory system, the neurological system, and the respiratory system. Each is integrally related to the other. A fault in one system affects the others, as well as the whole organism.

A smart person keeps close tabs on their own inner systems (i.e. their health) by paying attention to the indicators that are constantly monitoring the systems. In other words, by listening to the body.

Coming back to organizations, today's managers are motivated to have high performing systems, systems that produce repeatedly, reliably, on time, and on budget. Systems that, as Stephen Covey reminded us, deliver the golden eggs.

Where does "health" come in? To paraphrase Covey, it's in taking care of the goose.

Posted by Terrence Seamon, Dec 13, 2009

Spiritual Change Management 2009

2009-12-06T09:07:00.005-05:00

In Isaiah, we read: "Prepare the way of the LORD! Make straight a highway for our God!"

John the Baptist proclaimed: "Prepare ye the way of the Lord."

This is Advent, the time of year when Christians get ready for the great feast of Christmas. The time to prepare the way of the Lord. Time to repent.

Repent. A word that is seldom used in the 21st century. What does it mean to repent?

Literally, to repent is to turn away from, to change one's self (the Greek term metanoia means "to change your mind").

To convert.

Spiritually speaking, whether Christian or not, the Advent season is sorely needed in this violence-filled world of ours. If we don't begin the disarmament of our hearts, we are headed for destruction.

The world (all of us) needs to repent, to convert, to turn away from violence.

Repentance means changing the mind, waking up, seeing things as they really are, and recognizing the error of our ways, leading to change of behavior, change in action.

To repent means realizing what gods have defined you and shaking off the chains of intolerance, addictions, and idols.

But most important, to repent means to forgive and to seek peace.

In Psalm 34, we read: "Turn from evil and do good; seek peace and pursue it."

What will you do, this Advent season, to repent?

Posted by Terrence Seamon, Dec 6, 2009

Hanging In There

2009-11-30T11:36:00.004-05:00

On our walk in the park this morning, my wife and I noticed that most of the trees were bare, except for a few here and there. Pointing to one small tree still full of thin orange-colored leaves, she said: "Look at that, Terry. Despite very strong winds the other day, some leaves are still hanging on the trees."

Still hanging in there.

How often have I uttered those very words to fellow job hunters: "Hang in there."

We job hunters, especially the veterans like me, understand the soft side of a long job hunt. The feelings you keep to yourself. The desperation you sometimes feel in the pit of your stomach when you stop and count the months that have gone by.

Knowing that these feelings will dog you along the way to re-employment, we also know how important it is to support and encourage one another. With little taglines like "Hang in there."

Or another one that a friend of mine uses:

"Keep the faith, baby."

As a person of faith, I like that one. But whatever your faith tradition --and even if you are an atheist-- that saying has a special meaning for job hunters:

~ faith in yourself

As I've said before, you have to believe in yourself if you are going to run this race and reach the goal.

Posted by Terrence Seamon, Nov 30, 2009

In Praise of Dirt

2009-11-29T09:00:00.005-05:00

My wife Joan is an avid gardener. Someday I hope to see her earn the Master Gardener certification because she is certainly a good candidate. For one thing, she is not afraid of getting dirty. In fact, if she is having a good day outside, you'll find her covered from head to toe in dirt. And loving it!

As a child, I was really into dirt --digging in the backyard, exploring gullies that fed into the Raritan River, or tunneling in sand at the beach-- much of it in search of rocks, old coins, fossils, and shells for my collection.

Recently I saw a science news story that said how important dirt is for our health. Dermatologist Professor Richard Gallo, of University of California at San Diego, said: “These germs (present in dirt) are actually good for us” in reducing inflammation after injury, when they are present on the skin's surface.

Even in the most humble and lowly there is great value, apparently.

Coincidentally, I've been musing on the word "humble" this past week. It derives from the ancient root humus meaning ground, earth, or dirt.

In organizations, we don't hear very much about being humble. Quite the contrary. The predominant paradigm we encounter is being proud, e.g. "pride of workmanship," "pride of ownership." We hear about being assertive, even aggressive. We hear about being competitive, playing hardball, and beating the other guys. It seems that arrogance (from arrogare = to claim for oneself) is more prized than humility.

But there are other schools of thought. For instance, servant leadership. I like this approach, personally. And have always practiced it, even before there was a name for it. Probably due to my catholic school education with the good sisters of charity who taught "the first shall be last" and "do not let your left hand know what your right is doing."

Two scripture passages come to mind. This mysterious and tantalizing one, from the Gospel according to John, shows Jesus using dirt as part of a healing act:

~ "Having said this, he spit on the ground, made some mud with the saliva, and put it on the man's eyes. "Go," he told him, "wash in the Pool of Siloam" (this word means Sent). So the man went and washed, and came home seeing."

And this one, from Micah:

"He has showed you, O man, what is good. And what does the LORD require of you? To act justly and to love mercy and to walk humbly with your God."

To heal with mud and to walk humbly. What mysterious beauty.

Posted by Terrence Seamon, Nov 29, 2009

Thanks and Giving

2009-11-26T10:47:00.004-05:00

One way to appreciate a word that you've seen and used all your life is to view it in a new way.

My pastor Fr. Doug recently did that for me when he took the word Thanksgiving and broke it into pieces: Thanks and Giving.

When I saw that at church a few weeks ago, "the scales fell from my eyes," and I was able to re-appreciate the actions embedded in the idea of thanksgiving, namely:

~ that we should be thankful, and express thanks to those who have done something for us, and

~ that we should give abundantly, like there's no tomorrow, give of our time, our treasure, and most importantly our talents

On this day of Thanks and Giving, I'm sending a message of gratitude and appreciation for all the angels (you know who you are!) who have been so supportive this year!

Posted by Terrence Seamon, Nov 26, 2009

From That Original Breath

2009-11-24T08:29:00.004-05:00

Today November 24, we mark the 150th anniversary of the publication of Charles Darwin's book On the Origin of Species.

The New Scientist website is sponsoring a contest in Darwin's honor, to take the last sentence from his book and turn it into a work of art. Here is that line:

"There is grandeur in this view of life, with its several powers, having been originally breathed into a few forms or into one; and that, whilst this planet has gone cycling on according to the fixed law of gravity, from so simple a beginning endless forms most beautiful and most wonderful have been, and are being, evolved."

Do I detect in the phrase "having been originally breathed into a few forms or into one," a nod to the Creator?

Breath is the motivating force that gets life going. It's a deeply ingrained metaphor that we take for granted in our everyday speech; for example:

~ "Major League Baseball needs Mark Cuban to breathe life into the game."

When we breathe life into something we bring it back, we resusitate it, we reanimate it.

Though Darwin became agnostic (Who knows?) later in life, he never lost his abiding belief in a creator that breathed out an original life-breath that started the whole process.

Posted by Terrence Seamon, Nov 24, 2009

Powerful Words

2009-11-23T12:11:00.004-05:00

Feeling defeated? Powerless? In this economy, I wouldn't be surprised to hear "Yes" in response to such questions.

The good news, however, is that you have at your disposal a "secret weapon," a strength that you may not fully appreciate: the power of words.

Words can uplift, encourage, and inspire. Words can invite, welcome, and heal. The key, however, is to remember this bit of wisdom: "There's a great power in words, if you don't hitch too many of them together."

So keep your words simple, and down to earth.

Here are a few of the powerful words you already know and can start to use right away.

~ Thank you.

~ I'm sorry.

~ How can I help you?

~ What are the possibilities?

What are some other powerful words that you would add?

Remember: "Words have the power to both destroy and heal. When words are both true and kind, they can change our world." Attributed to Buddha.

Posted by Terrence Seamon, Nov 23, 2009

Finding Your Way

2009-11-19T12:53:00.012-05:00

Some of the clients I've been working with these past couple weeks are feeling like their jobs (and their lives) are out of control. They have been through downsizings, and are now "doing more with less."

Some said they are overbooked and overwhelmed, feeling like they are drowning. Some have just about given up on planning because every day is filled with unplanned surprises. For others, stress is high, nerves are on edge, and tempers are rising. Some even said that their personal and family life is starting to suffer.

The flash that came to me was that they are trying to find their pathways through chaos.

Two of my favorite bloggers, Dick Richards and Curt Rosengren, have recently offered some wisdom about finding your pathway.

At his blog Riding on Dragons, Dick Richards has an entry called "Another Pathway" (a followup to an earlier entry called "The Mythic Pull of Pathways"). In these pieces about paths, roads and trails (that he has photographed so beautifully), he muses about the "pull" of pathways:

~ "The question–why am I attracted to images of pathways?–is yet another pathway that leads to an uncertain destination and so attracts me in the same way that I am attracted to the pathways in these photos. It seems that certain phenomena, be they photographic images or unanswered questions, draw me in because I cannot see where they lead–they invite me to seek and so allow expression for the mythic energy of the Seeker."

I know what he means. I have always been a seeker too. One who is drawn to the "pull of the road," wondering what discovery is around the next bend.

At his blog The Map Maker, Curt Rosengren has an entry called "The Power of the Crossroads of Possibility." In it, he asks: "What would happen if you really and truly looked at each moment, not as simply a continuation of an inevitable single-track path, but as a crossroads jam packed with potential directions?"

To start exploring the possibilities, he recommends that we stop and ask, "What are the possibilities here? Where am I going? Where do I want to go? What choices or steps can I find right here and now that would lead me - even incrementally - towards that goal?"

Coming back to my clients in chaos, I believe that exploring possible pathways is what they need to find their way through chaos. But how can they do that when everything is raging around them?

Here are a few thoughts that might help.

~ F for Focus: In the midst of chaos, it's like you are in a storm. Distractions are flying all around you. How do you find a calm center in the storm, a place you can go where the din is not so loud?

~ A for Attention: Chaos can scatter your attention, shattering it across too many "to do's" and priorities. Multi-tasking does not work. How do you pay attention to the things that matters most? Things like your own goals? Your family? Your health?

~ S for Slow: A few years ago, journalist Carl Honore published a book about the Slow Movement. In his TED Talk on the positives of slowness, he recommends "getting in touch with your inner tortoise." How do you get out of the fast lane for awhile?

~ T for Think: In the storm of organizational chaos, the winds are strong. How can you think? You need to raise the unanswered questions, weigh the knowns, and consider your choices.

Although the organizational chaos may feel like you are driving the Indy speedway, a period of focused, attentive, slow-paced thought, centering on the One Thing of most value to You and to the organization, may be just the thing for discerning the pathway forward.

Posted by Terrence Seamon, Nov 19, 2009

Show Up. Give Back. Go Forth!

2009-11-17T10:27:00.005-05:00

I'm pleased to feature my wife, Joan Best Seamon, the Director of Music at St. Matthias, as today's guest blogger! Recently, at our parish in Somerset, NJ, Joan wrote the following essay for our church bulletin. It was inspired by our parish engagement initiative.

Show Up, Give Back, Go Forth

Recently, our pastoral staff and pastoral council met to discern new directions for our parish over the next few years. As we shared ideas and concerns, our discussion centered on how we might express more clearly our expectations of the members of our parish.

So if you are a member of the Catholic Community of St. Matthias, what do we , or, even more important, what does God expect of you?

1. Show up! That sounds like a major oversimplification, but it’s true. We need you to come to Mass every week. Your presence as the Body of Christ receiving the Body of Christ is vital to the energy and spirit of our parish. Our weekly worship is our chance to see each other, pray with each other and be nourished by the Word and Sacrament. When our church is full of young people, old people and everyone in between, it becomes a real sign of Christ’s living presence. It feels good and important.

I know- you are thinking that you are only one person- what difference does it make if you show up or not. I’m telling you-it does! You might smile at someone, greet someone, or simply be a model for someone of a faith filled life. You have no idea how powerful your presence can be. But if you are not here, and especially if your children are not here, nothing can happen. What’s the point ?

2. Give back! Give back to God gratefully a portion of what God has given to you. That’s what stewardship is all about, but sometimes the real meaning of the word eludes us. St. Matthias certainly needs and
depends upon your financial support to continue our many and varied ministries to the poor and less fortunate – ministries that you may not have needed yet but you might someday. Equally important is the giving back of your time and your talent.

Face it. We all want to feel like we are making a difference in this world to give our lives purpose and meaning. The many ministries at St. Matthias exist to give our members an organized way to do just that. Just think about what you are good at or what you like to do, and offer your help to someone or some group. Some are obvious. If you like to make music, join one of our music groups. If you like coming to Mass and are a friendly person, become one of our Ministers of Hospitality. If you have expertise in a particular area – law enforcement, interior design, …and have an idea for how you might like to share that knowledge, let us know. If you can carry bags of food to your car, help out with our Food Bank collection. If you are free to come to funerals during the week, join our Lazarus Group. It’s not that hard to find just one way to connect and to give back. If you are waiting for a personal invitation, this is it!

3. Go forth! Don’t just be holy in church on Sunday or at an HSA meeting or a GIFT night. Be holy all week long. Be kinder to clerks, co-workers and coaches, not to mention your spouses, parents and children. Make better and more compassionate decisions. You are baptized and a child of God! Act like it! I know life’s not easy, but that’s why we come together so often to help each other figure it out, with God’s help, the guidance of Jesus and the energy of the Holy Spirit.

So, show up, give back and go forth. And let’s do it soon. The church year is ending and another one is just around the corner. The world needs you, your parish needs you. There is no time like right now!

Copyright 2009 by Joan B. Seamon

Posted by Terrence Seamon, Nov 17, 2009

Put Yourself Out There

2009-11-15T14:18:00.006-05:00

In getting ready to teach job hunters how to make the most of LinkedIn as a tool in their job search, I came across the article about Charles Pixley. He's the investment banker who, after losing his job in the recession, decided to market himself by wearing a sandwich board and standing at the corner of Broadway and Wall Street until he got an offer.

Pixley said: "Believe in yourself, improve yourself, put yourself out there. Have yourself seen. You resume will go into a pile. It's just another resume, just more words. There's no color. These posters provided my soul. It says everything in one lump page."

Take a close look at his poster. It says in part:

Investment Banker. 30+ years. Enlightened Leadership. Mission Driven.

Wow. What a great elevator pitch in visual form. Tenacious Pixley shows us how to put yourself out there and be seen.

The folks at the LinkedIn presentation were wowed by his example. And I showed them how LinkedIn can help them become more visible to employers and business partners.

Posted by Terrence Seamon, Nov 15, 2009

Giving All You Got

2009-11-08T09:23:00.003-05:00

Watching my son Dave and the rest of the Livingston College Theater Company cast of Rent these past few days at Crossroads Theater in New Brunswick, NJ, I am impressed by how totally committed these young people are to this show. My wife and I have gone to hundreds of high school, college and local theater productions over the years and the best ones always have that high level of commitment by the actors. The other production values, like sets and costumes and lighting and music, might leave something to be desired, but if the cast is "giving all they've got," you feel it. It grabs you. And the experience works.

As an organization development consultant, I wonder if my son and the other performers will have that same "fire" after they graduate and go into the world of work. Will their passion for performance, so much in evidence on stage, go on? Or will it be diminished by the organizations they will join?

One of the lessons of the Employee Engagement movement is that the organizations that "get it," that recognize and nourish the connection between commitment and performance, will not only be highly productive and profitable, they will be the best places to work.

Posted by Terrence Seamon, Nov 8, 2009

Emotional Engagement

2009-11-04T17:08:00.002-05:00

Consultant Judith Bardwick, PhD, author of the best-selling book One Foot Out the Door (from AMACOM, 2008), has said very forcefully, that employee engagement is critical to organizational success. But she has voiced frustration:

~ "I’ve been shocked over the last three to four years by the near universal ignorance of executives and managers about the compelling financial relationship between levels of employee commitment and engagement and success. In plainer words, the great majority of organizational decision makers do not know they will only succeed if they have their employee’s hearts, minds and guts."

They just don't get it.

But what is it that they don't get? Executives and managers are trained and developed to focus on numbers and facts. Other things, like emotions, relationships, commitment, trust, culture, and feelings, don't enter into the decision making.

But that's just it!

That's what the Employee Engagement movement, as exemplified by Judy Bardwick and others, is trying to say: The Soft Stuff Matters!

I got a tweet earlier today from Denver-based consultant Chuck Blakeman who wrote:

~ (There are) "7 Emotional Needs of Customers. To be loved/valued, accepted, cared for, appreciated, understood, trusted, respected."

I tweeted back that these seven needs also apply to employees!

He then responded:

~ "Great point! Treat your employees this way and we wouldn't have to worry about how they treat our customers."

That's it, in a nutshell.

When you build, nourish, and care for your employees, they will build and sustain your business.

Posted by Terrence Seamon, November 4, 2009