Recent exposure to a Carnegie Mellon University Lecture Series (Journeys) has me thinking...and asking several questions. Questions that not only affect me personally and professionally, but also questions and thoughts about the qualities of people that I'd like to have on staff. One particular lecture, “Really Achieving Your Childhood Dreams” by Randy Pausch, really hit home with me.
The lecture and subsequent book talks of celebrating the dreams we all strive to make realities. It urged me to think about my dreams (goals) and how those dreams have helped shaped me into the professional that I am today. I'd urge all of you that have the time to listen in on Randy's lecture (via the above link) to do so. It's truly a thoughtful, articulate, moving presentation. My hope is that it will challenge you to think BACK and thus in turn think FORWARD about who you are, what you are, and where you are heading. A significant point here is that your motivation is important.
Your motivation is what defines you...in every aspect of your life; personal AND professional. I believe that your dreams/goals motivate you to be who you are. My question to you would be: Are you who you want to be right now? I would also offer that whether you are...who you want to be right now is evident to those around you. Your work ethic, your initiative, and your motivation gives signals of whether or not you are who and where you want to be. Your work will reflect that.
Without getting any more philosophical than I already have....I want to leave you with two distinct thoughts/quotes from Mr Pausch that I felt really defined some things:
1) "Brick walls are there for a reason: they let us prove how badly we want things." and
2) On the topic of critique/criticism and direction: "When you are screwing up and nobody is saying anything to you anymore---it means they've given up on you." So, in essence, view input/critique as beneficial...that mere fact means that someone cares enough about you to offer that guidance. (paradigm shift...!)
Again, if you're inclined and the least bit interested, give the video a look-see...I believe it to be worth your time.
TAFN
Wednesday, July 30, 2008
Thursday, July 24, 2008
WHEW...
Wow, is this summer going by quickly or what? We are well into the month of July, knocking on the door of August already. Of course, the month of July means many things to this Agency....It's the wrapping up of loose ends from the previous fiscal year, the beginning of a new fiscal year, many vacations take place this time of year, and of course everybody's favorite---Performance Appraisal time!
I'm aware many of you have already had your review and we still have a few to go. So for those of you that have been through the process again, what did you think? Was the review process any different from previous years? Was it beneficial to you or just more of the same, putting the time in to let the boss yabber?
My thoughts and direction to the program supervisors going into this years review was to spend some extra time on the reviews. "Let's make the review more accurately reflect twelve months worth of service." I wanted us to accurately document each (or so I say some of) employees strengths AND weaknesses throughout the year. Yea...I know, "isn't that what's supposed to happen?"....but anyone who has ever filled one of those reviews out ...knows how time consuming, labor intensive they can be. So I think the typical approach is to broad brush the review just to fulfill the requirements.
But, I was hoping this year would be different...I was hoping for more depth, a more thorough critique of the abilities, accomplishments and issues we face. If we're "real" with ourselves, we have to admit that...we're not perfect....nobody is. So, I think we need to talk about those things....both the good and bad. I think it's always good to hear a few comments about the things we do right---it's good for the confidence, reinforces we're on the right track, etc....but I also believe it's equally, if not more important not to overlook the things that aren't going right or could be improved upon. Isn't that what real growth is all about?....Improvement? I'd argue that most of us can even improve on many of the things that are classified as acceptable or good in the work we do...Are you looking at your work from this perspective?
That's what I've asked your supervisor(s) to do---evaluate it from that perspective---if everyone's mark isn't in the "exceeds" category----what can they do to improve? That's not an easy thing to do....because even supervisors don't always have the right answer 100% of the time. So it takes extra work....to inquire of others, to dig deep, to ask questions.... But, I firmly believe if we are to move beyond 'good', that's what's required....a good hard honest look.
If you haven't received your review yet...you have a little time to prepare yourself for it...bring questions, ask questions, urge your boss to provide direction, guidance, support, vision, help.... They owe that to you, because I'm expecting it of everyone...so why not position yourself for success. Get out in front and be proactive in seeking that guidance, that feedback...push yourself to grow...in turn this Agency will move forward...and that I believe is a good thing for Conservation!
If you've already had your review and didn't have this type of exchange...make an appointment to get back on your Super's calendar and have a discussion like this. Find out what's wanted, needed and how you fit into it. `Cause if you don't know how you fit into the plan....then likely the plan doesn't include you...at least not very far into the future....
We have some significant challenges this year with the multitude of projects we have....BIG projects that we have. We have very short time lines for deliverable's...that's means compression...that means effort--extra effort, that means working on different projects at the same time...juggling if you will. We NEED to get more done...quicker. Communication is central to success of getting it all done. I believe creativity will play a role in helping us get some of those things done on time...don't bank of using the age old methodology to get something done. Use your heads and see if there isn't another alternative that will enable us to get the project done faster...cheaper. Those ways exist, if we're willing to be open minded and look.
Our IT section has changed over the past 12 months and I guarantee more change is coming over the next 12 months...we will certainly be paying attention to "who's on the bus and what seat they're sitting in." I don't think any rational human could actually think anything else---Look at the world---gasoline is at $3.99 per gallon, grocery prices are high, ....money is tight! So we can't expect money to be thrown into the "black hole of IT"...it won't happen. We have to position ourselves to be responsive, productive, accountable and forward thinking. That's exactly what we're trying to accomplish by working through each and every one of you!
We are trying to streamline our workforce. We are trying to position our self for current and future workloads. We are trying to be fiscally responsible in all areas of IT including personnel services. I anticipate some job description changes in the future....we need to position folks to target the pain points of the Agency. Let's face it...IT has changed and we can't expect our "traditional" staffing solution to move us into the future.
I'm excited about anticipating the changes to come. I view change as a necessary requirement to be responsive and of value. I hope you too are excited about the future and the role you will play in moving this business forward from an IT perspective. Stay tuned, stay plugged in, be informed and be productive!
TAFN
I'm aware many of you have already had your review and we still have a few to go. So for those of you that have been through the process again, what did you think? Was the review process any different from previous years? Was it beneficial to you or just more of the same, putting the time in to let the boss yabber?
My thoughts and direction to the program supervisors going into this years review was to spend some extra time on the reviews. "Let's make the review more accurately reflect twelve months worth of service." I wanted us to accurately document each (or so I say some of) employees strengths AND weaknesses throughout the year. Yea...I know, "isn't that what's supposed to happen?"....but anyone who has ever filled one of those reviews out ...knows how time consuming, labor intensive they can be. So I think the typical approach is to broad brush the review just to fulfill the requirements.
But, I was hoping this year would be different...I was hoping for more depth, a more thorough critique of the abilities, accomplishments and issues we face. If we're "real" with ourselves, we have to admit that...we're not perfect....nobody is. So, I think we need to talk about those things....both the good and bad. I think it's always good to hear a few comments about the things we do right---it's good for the confidence, reinforces we're on the right track, etc....but I also believe it's equally, if not more important not to overlook the things that aren't going right or could be improved upon. Isn't that what real growth is all about?....Improvement? I'd argue that most of us can even improve on many of the things that are classified as acceptable or good in the work we do...Are you looking at your work from this perspective?
That's what I've asked your supervisor(s) to do---evaluate it from that perspective---if everyone's mark isn't in the "exceeds" category----what can they do to improve? That's not an easy thing to do....because even supervisors don't always have the right answer 100% of the time. So it takes extra work....to inquire of others, to dig deep, to ask questions.... But, I firmly believe if we are to move beyond 'good', that's what's required....a good hard honest look.
If you haven't received your review yet...you have a little time to prepare yourself for it...bring questions, ask questions, urge your boss to provide direction, guidance, support, vision, help.... They owe that to you, because I'm expecting it of everyone...so why not position yourself for success. Get out in front and be proactive in seeking that guidance, that feedback...push yourself to grow...in turn this Agency will move forward...and that I believe is a good thing for Conservation!
If you've already had your review and didn't have this type of exchange...make an appointment to get back on your Super's calendar and have a discussion like this. Find out what's wanted, needed and how you fit into it. `Cause if you don't know how you fit into the plan....then likely the plan doesn't include you...at least not very far into the future....
We have some significant challenges this year with the multitude of projects we have....BIG projects that we have. We have very short time lines for deliverable's...that's means compression...that means effort--extra effort, that means working on different projects at the same time...juggling if you will. We NEED to get more done...quicker. Communication is central to success of getting it all done. I believe creativity will play a role in helping us get some of those things done on time...don't bank of using the age old methodology to get something done. Use your heads and see if there isn't another alternative that will enable us to get the project done faster...cheaper. Those ways exist, if we're willing to be open minded and look.
Our IT section has changed over the past 12 months and I guarantee more change is coming over the next 12 months...we will certainly be paying attention to "who's on the bus and what seat they're sitting in." I don't think any rational human could actually think anything else---Look at the world---gasoline is at $3.99 per gallon, grocery prices are high, ....money is tight! So we can't expect money to be thrown into the "black hole of IT"...it won't happen. We have to position ourselves to be responsive, productive, accountable and forward thinking. That's exactly what we're trying to accomplish by working through each and every one of you!
We are trying to streamline our workforce. We are trying to position our self for current and future workloads. We are trying to be fiscally responsible in all areas of IT including personnel services. I anticipate some job description changes in the future....we need to position folks to target the pain points of the Agency. Let's face it...IT has changed and we can't expect our "traditional" staffing solution to move us into the future.
I'm excited about anticipating the changes to come. I view change as a necessary requirement to be responsive and of value. I hope you too are excited about the future and the role you will play in moving this business forward from an IT perspective. Stay tuned, stay plugged in, be informed and be productive!
TAFN
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