Disqus - Latest Comments for Sarah

Re: Change Management Starts with Changing Minds

Sarah — Thu, 31 Aug 2006 12:19:57 -0000

This looks like a fascinating book. Change is a topic we will never be able to avoid; it will never change. The best ideas are the ones where you say duh, I knew that. C.K. Prahalad got famous for telling us to do what we are good at. Michael Porter had the insight to analyze the competition. Howard Gardner points out we that we need to:
1) Segment and target our audiences; and
2) Anticipate objections.

Got it.

Re: KnowHR Quotes: #1

Sarah — Fri, 01 Sep 2006 15:07:33 -0000

Similarly...

"Let us make a special effort to stop communicating with each other, so we can have some conversation."

‚Äì Judith Martin (Miss Manners)

Re: Top Ten Internal Website Goofs

Sarah — Sun, 17 Sep 2006 15:44:08 -0000

Organic growth is beautiful in a forest or a home garden. But, if you want 1,000 acres of trees and you want to find the fir trees instead of the oaks, then organization matters.

Not that long ago, the internet was the wild west. I recall a time within the last 20 years, when one of our colleagues knew of nearly every bit of content that was accesible on the web. Only programmers, the military, and academia used it. These days that is impossible (except MAYBE if you are Google). And some of it was a horrible mess.

Then, a beautifiul thing happened. People started cooperating. Standards evolved for navigation and use. Now, for the most part, even novice users can use almost any site. But, being the rule-breaker that I am, I can imagine reasons not to conform with every convention. But, if you are going to ignore convention, know what you are giving up. If you trade usability, what are you trading it for? Sometimes it is control. Sometimes, it is art. Sometimes it is motion.

This is a super list of checks that should be followed most of the time. And, if you find your site violates many of them, maybe it is time to revamp. And even though I'm a rebel, I highly encourage you to have a good reason if you choose to violate the good standards of usability.

Re: Job Candidate, Know Thy Company

Sarah — Sun, 17 Sep 2006 16:12:17 -0000

Most of us spend many more of our waking hours working than not. The rest we spend with family, friends, or pursuing hobbies. Some spend the vast majority of their time doing something they really don't like. This could all have been avoided by a little two way effort.

Would you marry someone you didn't know well? Would you hang out with people who had different interests or values? Would you enroll in groups that met at times that did not fit your schedule? No.

Taking a job with a company you know nothing about is akin to marrying someone whose name you've only heard. Or, maybe you met that person once. Scholars may disagree of the exact cost of bringing a new employee up to speed, but there is consensus on one thing, it's high. Too high. And, bringing in the wrong candidates can actually cause other problems.

The thing applicant's may fail to realize is that it can also cost them. Not just because the cost of recruiting makes it's way through the product cycle and raises the cost of say‚Ä¶ a candy bar. But, more immediately, it can cost them their reputations (if they constantly change jobs), their time if they select a company and are quickly dismissed for lack of performance. And, it will certainly cost lost wages for times spent unemployed. Those costs all seem rather large too, compared to the price of doing a little research.

More and more companies are internally branding their employment experience and making information available externally so prospects can self-select in or out before they ever reach the candidate stage. Companies made the first move. It's time for prospective employees to follow suit. Regardless of whether a candidate has a computer (which has greatly simplified research). Libraries do have computers. And, they are free to use.

Re: You Have to Do What’s Write

Sarah — Thu, 05 Oct 2006 08:20:00 -0000

Stop the madness We seem to think that because we get older, more senior in our careers, or (worst of all) we become attorneys that we need to speak in incomprehensible English. Big words don't make you sound smarter. They simply obfuscate your message. They are more likely to make you come across as arrogant or condescending.

The alternative? Just say it. Or, even better, take a page from Nike's book and "Jut do it." People remember and believe in your actions more than your words. To maximize your credibility, "do" then "say" (if saying is still necessary).

Re: New Recruiting Tool: Poker Tournaments

Sarah — Thu, 26 Oct 2006 18:50:49 -0000

Poker tournaments are a fantastic way to assess how individuals naturally/instinctively make decisions. It may even help you predict how employees might react under pressure.
‚Äì Are the risk-loving or risk-averse?
‚Äì Do the evaluate all the information they have, or just do what their "gut" says.
‚Äì Do they tend to be influenced by the way others around them are playing?
‚Äì Do they change their behaviors when the stakes get higher?
‚Äì How do they react under pressure? Does the quality of their decisions change?
‚Äì¬†Do their ethics line up with those of the company? How far will they go to win?
‚Äì How good are they at bluffing and maintaining their cool when they do? Does the company or their role require them to be?

With the meteoric rise in popularity of Poker it is a great way to get employee attention and participation in an evalutation that they aren't even aware of. And, organizations today are investing a lot of time, energy and money in disaster planning. Identifying key employees who could help in a situation that called for quick thinking and leadership (regardless of their actual role in the organization) is more important than ever.

In spite of all this, some employees may disagree with, and therefore be distracted by, the gambling aspect of Poker. They may even be unwilling or unable to participate for religious or cultural reasons. If your company is largely open-minded, there may be very practical ways to have tournaments without even letting on to employees that you might be gathering information. But it will require you consider how to gather similar information from those who cannot participate. For example, you may support other sorts of tournaments (maybe there are some that would be culturally acceptable to most groups) in the event that poker is not appealing to some. Much of the same information can be gathered through games in general.

Other ways game theory might apply to evaluating individuals...
In business, tournament theory (a type of game theory) applies to the idea that an individual's direct reports all wait for that job to become open and they vie for that one spot. This scenario forces employees to behave in the manner that they think makes it most likely that they will get that job. they may work extra hard, they may attempt to become socially close to influential people, they may sabotage the work of others, or any number of other political strategies. It often shows their true colors.

Other elements of employee ethics and values can also be studied through examining behaviors in the context of game theory. The prisoners dilemma, for example. In the prisoner's dilemma two prisoners are in separate rooms. If one tells the truth, he goes free and the other is punished. If neither one tells the truth, then they both go free. The second scenario (which might be viewed as teamwork) is obviously better for both prisoners. However, to ensure that one is better off, he may decide to tell the truth, thereby diminishing the total well-being of the group.

The idea of using game theory as a way to assess prospects, possible high potential employees, and high-level employees is very creative and in practice could be done relatively easily. Winning the poker tournament would be irrelevant in the end (though it may motivate employees and create commitment if they believe they company will give them a prize for winning or would even allow them to play on company time). I believe the knowledge that could be gained about individual's decision-making drivers would be well worth the lost work lost work time (if any time was in fact lost).

It is a creative idea. It would require a company to take a chance. Do something different. And fend off potential criticism from those who disagree with gambling. However, if you are with a company that is looking to be one of the 100 Best, this might be one of those creative ideas that differentiates you from the pack. But better than M&Ms; or other perks, this could also substantially strengthen hiring, retention and succession planning.

Re: KnowHR Notes: Don’t Put Confidential Information on the Internet

Sarah — Sun, 29 Oct 2006 08:08:16 -0000

I repeated the search for "confidential do not distribute" on the morning of October 29, 2006 and it looks like more than 50,000 internet-users took action ‚Äì at least to eliminate those words from confidential documents. I found only 9,590 results this morning. I also searched a number of variations: secret, top secret, do not distribute, for internal use only, confidential, embargoed, embargoed until, and several others. While trusty Google found many results, I did not find any documents that led to anything juicy that should remain private. It looks companies, the government, organizations and individuals all got the message that documents need to be protected through technical solutions.

While I agree with what Naarita says above, that these footers and labels have not been effective at protecting documents on the internet, they do communicate the intent for the use of the document. With appropriate techology solutions, organizatoins can continue to make it clear to employees which documents should not be released to the public.

Re: Praise, Performance Reviews and Risk-Taking

Sarah — Tue, 20 Feb 2007 11:49:06 -0000

Real life observations about complimenting kids

While it is not scientifically perfect, my kids, boy/girl twins demonstrate interesting behavior that does not wholly support this research.

One child, the girl, is more advanced academically at the moment. She is also more able to interact with adults, pay attention longer, and maintain "good" behavior longer through boredom.

The other child, the boy, is more focused on others. He is very caring, he gets more pleasure from making people laugh than anything else and he is less likely to resist instructions just to test adults (when there is no audience).

I try very hard to treat them the same in many ways. Obviously they are different, but I try to identify areas where they need to learn more and try to boost their confidence there. As a parent I can't help but also tell them when they do something well.

As much as I try to treat them the same, I find that the girl, who is more academically advanced, does opt to do things she is good at more often (and is much more likely to try new things when she can do it WITH her brother and deflect the attention if she is not successful).

My son, on the other hand, is a joiner. He will try almost anything... except things he feels like he should already know how to do (like swimming). If he is not an expert, he will turn it into an opportunity to be funny while he learns. He knows there are things he is naturally good at (like geography – something they don't even teach in first grade). That doesn't stop him from wanting to learn more.

My daughter is a fantastic reader and she is great at math. Two things they do teach. I haven't noticed any slowdown in her desire to be ahead... maybe competitiveness also factors in here.

Maybe competitiveness, or even other things, are wildcards that change everything?

Re: Great Film Speeches

Sarah — Thu, 15 Mar 2007 23:40:24 -0000

One of the best communicators I know is not a communicator by trade. He knows who he is and he reads this blog. He was a leader in the last organization I worked in. A leader both in name and in practice. He sent several amazing email messages, I wish I had cataloged them. But one sticks clearly in my mind.

He once sent a note to everyone in the entire office. That note had one of the best (if not the single best) subject lines I've ever read or heard of. It said "I love the smell of data in the morning." How many people do you think skipped over that email message? Um, none.

I've gotten thousands of emails since. Still, I remember that one best. I suspect I always will. A little twist on a familiar phrase. Very powerful.

It reminds me of something another leader I admire very much often says... good poets borrow, great poets steal.

Catch them both soon... co-starring at a conference near you.

Re: Twitter and HR

Sarah — Mon, 26 Mar 2007 15:57:22 -0000

Twittering could be either a useful tool or a major distraction. If an employee could look on his/her screen and always knew where colleagues are, it would save time on calls, emails, and blackberrying.

On the other hand, constantly writing new tweats... with the added pressure of being clever... might make twittering a full-time job.

Re: Grammar Girl’s Tips for Better Writing

Sarah — Mon, 02 Apr 2007 07:07:43 -0000

This is the only pod cast I listen to. Call me a geek. I am a total fashion freak. I confess I read some gossip blogs. But I also listen to people talk about grammar? Sampling. Part of the beauty of the internet, but not real focus of this comment. his to this comment.

I think the reason I don't listen to more podcasts or to podcasts more regularly is that I prefer to control the pace that information comes at me (hence, I don't tend to watch TV or listen to constructed content on the radio. I almost never see movies in the theater). I listen to iTunes... my songs, paused when I want. Use TIVO (switching over to Apple TV) if I do watch TV.

For some reason I break many of what are some pretty ingrained habits to listen to her. I recommend taking a break from Brit, Lindsay, and Paris and listening to a girl who has something to say. It may not be water cooler conversation, but I really like this podcast. It is pleasant to listen to. The content lends itself well to the spoken word. She has a point. I know what it is. I go there to get valuable information – and, I am never disappointed.

Re: Business Slang: Incentivize

Sarah — Mon, 21 Jan 2008 22:13:05 -0000

Rick,

I always thought you were more accepting than I was. You made me think though. I have to admit that after thinking, the main difference I see between motivating and the word I swore not to use again is that motivating is a word I am willing to write... Thanks for making me think more. I always appreciate that... and, I urge you to click on the link in Paul Herbert's comment where a reader suggests a different nuance for the i-word...

Paul,

We do agree. And I also found the comment on your post interesting. The idea that incent (forgive me) can be used neutrally without connoting something positive (and the implication that motivate is always positive) is thought-provoking. After some consideration, however, I don't really buy it. I consider coercion and punishment negative forms of motivation.

Thanks for the thoughtful comments.

Sarah

Re: Business Slang: Incentivize

Sarah — Mon, 21 Jan 2008 22:15:50 -0000

Frank,

It's fun... and it's sad at the same time. There are so many great words to choose from, why do we have to make up bad ones to replace them? Lot's of fuel for the fire.

Sarah

Re: Business Slang: Socialize

Sarah — Tue, 29 Jan 2008 10:06:27 -0000

Scott,

Funny. I think most people are so accustomed to hearing socialize at work that they don't even blink. But... faced with the watching nearly any movie 3 forever maybe they'll think twice. At least I your colleagues will.

Re: Business Slang: Socialize

Sarah — Tue, 29 Jan 2008 11:01:16 -0000

Steve,

Thanks for the thoughtful response. It makes me hopeful to see that there are still people who actually mean it when they say they want input. I admit to being a bit cynical. But, socializing to me often means convincing a group – frequently by leading the members of that group to believe they helped to develop the idea.

You actually do let the team contribute... you should definitely use any word you like!

Re: Business Slang: Socialize

Sarah — Wed, 30 Jan 2008 07:09:10 -0000

Frank,

Anti-socialize is the shorter version of what "because I'm your mother" conjures for me... "because I'm the boss" or even maybe "because your performance review is coming."

Re: Business Slang: Concepting

Sarah — Tue, 05 Feb 2008 11:09:43 -0000

Rick, Friday night, after a groovy sort of interactive show – Fuerza Bruta – someone walking by me said "concepting" a little too loudly. It was the second time I'd heard someone say it in as many days... and in public! Admittedly, I was in NYC. But, I've seen it in magazines too. I fear it will make it's way into general business usage. Already people sometimes use it outside of marketing to mean generating ideas to solve problems. In the land of the creatives it's a much more common term. It's sort of like branding, only with concepts.

Re: Business Slang: Top 10 Spoiled Sports Sayings

Sarah — Mon, 11 Feb 2008 12:20:58 -0000

Steve, very fun. And, I rest my case.

Re: Business Slang: Top 10 Worst “-ize” Words

Sarah — Mon, 18 Feb 2008 18:22:39 -0000

Laura, That's funny. I'm sure that is exactly where many of these other words came from. If I don't write about "they killed Kenny" next week, I'll probably be writing about it next year and tracing it back to you.

Re: Business Slang: Top 10 Worst “-ize” Words

Sarah — Tue, 19 Feb 2008 07:05:42 -0000

Robert, Thanks for the comment. I agree about utilize. It's a crazy replacement for use. I think it may be one of those words that people think adds emphasis. There don't seem to be enough superlatives to go around.

Jen, Supersize may still have some cultural cache. I fear what will happen when memories fade and it's just one more office oddity. Operationalize is already there. I agree, like many business slang words, people probably say it for a reason. Folks sometimes use slang to appear knowledgeable, hip, or part of a company's "in crowd." Thanks for commenting.

Re: Business Slang: TLA – Three Letter Acronym

Sarah — Fri, 29 Feb 2008 14:41:32 -0000

Rick, I agree – most LAs are bad characters. But I may have to pardon FMLA and LAX. They're pretty useful.