Archive for the ‘coping with change’ Category

A career lesson from Thomas Robert Malthus, Malthusian Law

Sunday, January 31st, 2010

One of the few things I consciously remember from my “school days learning” is a ‘law’ pertaining to human existence.

If my memory serves me well Malthusian Law went something like this:

The world will never be overpopulated as population growth is limited by war, pestilence, famine and natural disasters.’

From a personal or individual perspective this means that if you are to survive you need to protect yourself from all these natural forces by astutely being somewhere where these occurrences are not likely to happen.

Now for many this is not possible, however if you are by chance lucky enough to have some control over your existence you should consider these factors carefully.

From a work-life point of view lets see what you can do to give yourself the best chance of surviving or even thriving.

WAR: Often times in your career you will come across a war at work. Interdepartmental rivalries, battles for limited resources, personality clashes and straightforward power struggles. It is human nature for us in conflict situations to seek allies or to be sought out as supporters for one side of an argument or another. Can I suggest if you are put in a situation where you are being recruited on a position, where others are in conflict, at all costs stay out of the fray and remain neutral. Keep away from the combatants and focus on your own job role and performance.

PESTILENCE: The major disease I have witnessed in organizations is that of “poor cultural attitudes”. Every organization has cultural norms that have grown over time based on the personalities within the company and or the legacy that others have left. Often the cultural norms of a company can limit or even destroy its competitiveness in ever changing markets. Our fear of change, reliance on how things have been done in the past, power groups with vested interests in maintaining the status quo and being blinded victims of our own past successes can all create very sick organizations. If you find yourself in a company that is maintaining traditions that are out of step with current market realities don’t hang around, go out and find a more healthy place to work.

FAMINE: Old style companies, working in ever shrinking markets, trying to survive on outmoded products or services will over time starve to death and if you stay on working for one of them you may well suffer the same fate. I have had personal experience with this when in Australia the government deregulated the banking industry and finance companies as a result were starved of funds and business opportunities. I hung on for a few years however those that updated their skill set and changed industries early did best over the years that ensued. There are virtually no ‘real’ finance companies left in Australia today. Much of America’s traditional manufacturing is of course suffering, or has already suffered, the same fate.

*Link for direct page viewers return to main career success blog to check out other posts!

By the way if any of the Malthusian issues are currently impacting on your career you may like to take a look at the free blank resume form and take the law into your own hands by using the document to move on to less dangerous places of existence!

Finally…

NATURAL DISASTERS: Perhaps one of the greatest natural disasters that can befall  most of us from a work perspective is a takeover or merger. In this type of scenario there will be all sorts of misinformation, false promises and spin floating around and you will have two choices, stay and be part of the rescue process to rebuild the new radically changed organization or head out on the first evacuation flight you can get. In the merger I was involved in I chose the former however after two years, even though I had a more senior and better paid position, I didn’t like the culture and business practices of the new organization and resigned. Some of my former colleagues from day one of the merger process resisted the change and were offered a handsome golden handshake. In retrospect I should have taken the same approach. Now you might find this to be counter intuitive however when you are part of a takeover/merger you should consider your future and your options very carefully and remember no matter how smart you are no one is indispensable. I guess if you can maneuver yourself into a position of getting enough money to live and study enough to gain new and more sought after skills in a new company, or perhaps even different career, you may well be better off over time.

Career Advice from Buffet and Gates

Wednesday, November 25th, 2009

This CNBC video of a town hall meeting at Columbia University with Bill Gates and Warren Buffet is a valuable resource for all of us and particularly those looking for some sound career and business advice.

Some of the assets we need as individuals seeking success:

Gates: ‘continuing to learn from those that live the topic’
Buffet: ‘developing our communication skills’

What Buffet admires about Gates: His charity to others and his commitment of energy, skill and money
What Gates admires about Buffet: His integrity and willingness to share his knowledge and experience


This is a must watch video for any aspiring and positive human being looking for something to form the pillars of their career.

Ric (orglearn) **Link for direct page viewers return to main career success blog to check out other posts!

While you’re here take a look at the free blank resume form then do your resume and perhaps you can ensure that it contains and communicates examples of how you represent a person of integrity, passion, charity with a willingness to be a continuous learner!

Rupert Murdoch Interview: Has he lost the plot?

Monday, November 16th, 2009

Watch this interview with Rupert Murdoch who is suggesting (stating) that News Corporation is likely to make its content ‘unfindable’ to users on Google when it launches its paid content strategy.

Couple of quotes:

“Murdoch said, “We’d rather have fewer people coming to our website, but paying.” User pays and internet… almost an oxymoron in the context he’s talking about it?

“They [users] can also, if they choose, have only a small summary of their content indexed.” Aha written ’sound bites’ and teasers… nope I’d go once and then forget their site totally… not smart Mr Murdoch!

The telling thing for me was the level of communication or quality (or lack of it) of his speech. Looks like and icon is fading to me. Pity needs to hand it over to someone a bit younger perhaps and I’m a pretty old guy myself so it hurts to say that about anyone let alone Rupert Murdoch.

Ric (orglearn) **Link for direct page viewers return to main career success blog to check out other posts!

While you’re here take a look at the free blank resume form!

Why WW III is Inevitable for Our Kids and Other Management Issues

Wednesday, October 28th, 2009

In his book The Human Brain That Changes Itself Dr Norman Doidge explains how the human brain is as malleable, not only in infancy as previously understood but well into adulthood and old age.

In classical neuroscience, the adult brain was considered an immutable machine, it was all about evolution and genes, what you got you were stuck with. Additionally it was believed that every part had a specific purpose, none could be repaired, IQ was fixed and that was that. Great news IT’S NOT TRUE!

Myths of the Brain

Old theory: Different parts of the brain control different parts of our body. Wrong.

Past belief: After a serious stroke, a person was crippled for life with minimal improvement likely. Wrong.

You have been told: That mental decline in old age is inevitable and if you are predisposed to it’s just bad luck. Wrong.

The Positive Side

Today’s much more sophisticated equipment and modern experiments have proven that the brain is malleable and able to change and grow. Not only is it able to respond to injury with amazing functional reorganization, it can actually respond to changes in input by coming up with a new anatomic configuration. It’s a “use it and grow it” versus ‘use it or lose it” deal, pretty much the same rule that applies to every other organ and muscle in the body.

Knowing this we, if we are smart can come up with various methods that we can consciously apply to reshape and ‘improve our brain. Dr Doidge’s book “The Brain that Changes Itself” gives insights about learning and shaping our mind and if applied in a positive way how we can help us improve our chances for a more successful rewarding and even happier life. The book is very uplifting as we explore all the possibilities we can exploit because of the way we can improve our brains performance and even repair it through mental exercise if it is damaged. ‘Doidge is positive in his outlook presenting ideas on how our thoughts can switch on specific genes and alter our brain anatomy.  He presents a sound case for how intelligence can be improved with brain exercises, how we can improve our cognition, perception and talents even by allowing our imagination shape our minds’. I guess this is similar to the old idea of imagined performance which is all positive in outcomes and how mental practice can be a great adjunct to actual physical practice which creates varying inputs based on actual outcomes that will range from poor to excellent.

There are many therapies explained in the book however the one that stands out for me is the story of the amputee that has 10 years of excruciating “phantom” pain in his missing elbow. When he is assisted by putting his good arm into a box lined with mirrors his brain is fooled into thinking it is his missing arm and he does some stretching exercises and the within a month his brain reorganizes its misfiring brain circuits and the illusion of the arm and its pain vanishes. Pretty powerful stuff.

What it Means for Managers Insights from: Agile Advice Dot Com

Agile Brains – Agile Teams

http://www.agileadvice.com/archives/2007/07/the_brain_that.html

‘Insight: Practice and practice. The method here is to follow an exact and complete set of rules until they are perfected and only after that try variations. By perfecting the rules, we allow our brains to demonstrate that we have truly internalized (or mapped) the knowledge’ i.e. put it into long-term memory and created a habit.

‘Insight: Practice as it relates to time and frequency. Shorter iterations allow for more repetition of the basic rules and structures, which allows for more effective internalizing. Under the right conditions, brain maps change quickly (minutes), but in order to “stick”, the changes have to be reinforced over the course of months.’

‘Insight: The importance of practice when we are delivering training (rather than when we are coaching a team). Instruction will be much better if it is simply packed with a mini project that is executed over multiple extremely short iterations.’

The Learning Mind has a Downside

Doidge also explains how the plastic nature of the mind affects mental mind maps in even mundane daily activities.  Societal and cultural differences and behaviors can have as much impact on the mind as trauma and physical injury which means our attitude and abilities are constantly changing in line with our personal experiences, indoctrinations, social differences or environment.

As one reviewer of the book put it: “These implications of rewiring the mind however, are also to be cautioned.  The brain is actually so malleable it is also quite vulnerable to its surroundings and seemingly little impact input to the mind can make a drastic change to the way we perceive and handle the world around us.  The impact of media and television are showing significant impact and damage on the mind leading to disorders become more and more prevalent in today’s young people. This is something to be cautious of as people can highly influence and shape the mind as well.  Parents, peers, and leaders all make a significant contribution to the structure of our brains and while it can be changed, it is not always easy to do so.”

From this still relatively new experimental data,  “the entirety of human experience: creativity, love, addiction, obsession, anger” and particularly the all important issue of human empathy and compassion “can be seen as a series distinct electrical associations are manipulated by the brain itself and of course by the brains, thought and actions of others… for better or worse”.

Neuroplasticity well may prove a curse as the brain can also as Doidge puts it “think itself into ruts”, ‘with electrical habits difficult to eradicate’.

So here’s the reason for the headline: ‘the implications for external re-engineering of the human brain are ominous, for if the brain is malleable it is also endlessly vulnerable, not only to its own mistakes but also to the ambitions and excesses of others, whether they are misguided parents, well-meaning cultural trendsetters or despotic national leaders’.

The real cruncher comes in the Appendix which is a must read where Doidge explains the indoctrination techniques of North Korea and how the brains of the North Koreans have been physically altered to such an extent that no reasonable use of logical argument will ever change their attitude to the outside world. So what you might think… then ask yourself what is happening to home schooled kids in America or Madrassa indoctrinated single view kids in Pakistan or single view of the world children of some other Middle Eastern countries.

Suddenly your optimism may dissipate.

Doidge’s book tells us that our brains are remarkably flexible, malleable… plastic and provides an enlightening and hopeful portrait of the endless adaptability of the human brain, until you think about the ramifications of the information presented in the Annexure.

This “neuroplastic revolution,” (or discovery) has dramatic implications for the future of our children in a more and more polarized and violent world. There is great potential for misuse of the brain’s plasticity – brainwashing being the assumption – Doidge leaves speculations about the future of neuroplasticity to us, the readers.

Sound Advice from Jack Welch

Wednesday, October 21st, 2009

“The Economist” Magazine once described Jack Welch, the ex-boss of General Electric as… ‘the man who has some claim to being the world’s most successful manager of the past quarter century’. A few quotes I have collected over recent years may give us some insights into the issues we as managers need to consider;

‘the best big company’s try to think like small ones’

‘you have to destroy your own company to survive’

“it is a badge of honour to learn something here (GE), no matter where it comes from”

‘GE’s values – meritocracy, dignity, simplicity, speed (and)

a hatred of bureaucracy – if bureaucracy gets in your way, scream at it’

“Face reality as it is, not as it was or as you wish it to be”

“Be candid with everyone”

“Don’t manage, lead”

“Change before you have to”

“If you don’t have a competitive advantage, don’t compete”

“Control your own destiny, or someone else will”

”The idea flow from the human spirit is absolutely unlimited”… ”All you have to do is tap into that well. I don’t like to use the word efficiency. It’s creativity. It’s a belief that every person counts.”

”This place (GE) runs by its great people…the biggest accomplishment I’ve had is to find great people … and they seem to thrive here.”

“boundaryless behaviour” (defined as business behaviour that tramples rank and bureaucracy to engage every mind in the company in pursuit of the best idea)

“We have to get everybody involved. If we do that, the best ideas rise to the top”

“…an organization’s ability to learn, share that learning, and then act on that learning is absolutely the biggest competitive advantage that an organization has…”

“The competition is out there; it isn’t in here (GE) and getting an organization to look out there and not in here is the major thing that a large company has to focus on”

…from The Economist “At GE, JACK WELCH HAS ESTABLISHED A CULTURE OF CONSTANT SELF-TRANSFORMATION THAT OTHERS SHOULD EMULATE”… (Sept 18-24 ‘99)

Of course Jack Welch has his detractors…

(from http://money.cnn.com/2006/07/10/magazines/fortune/rules.fortune/index.htm)

Anti Jack View                                 Jack’s “assumed” View

Agile is best; being big can bite you.  Big dogs own the street.

Find a niche, create something new.   Be No. 1 or 2 in your market.

The customer is king.                         Shareholders rule.

Look out, not in.                                 Be lean and mean.

Hire passionate people.                      Rank your players; go with the A’s.

Hire a courageous CEO.                      Hire a charismatic CEO.

I particularly believe in and try to live by:

“IF BUREAUCY GETS IN YOUR WAY, SCREAM AT IT”… FOR US LESSER MORTALS…  I GUESS WE NEED TO LEARN HOW TO SCREAM WITH TACT!

Ric (orglearn) **Link for direct page viewers return to main career success blog to check out other posts!

While you’re here take a look at the free blank resume form!

Time to Turn Your Business Model Upside Down Part One

Tuesday, October 20th, 2009

Historically businesses have built the management structure based on a pyramid resembling early military and bureaucratic structures where the power and decision making was with a select few at the pinnacle. Under this tradition the customer (enemy in the case of the military) only received what they were seeking at the whim of that elite group. For example, not too far in the past if you wanted a telephone connection (in most countries) it could take weeks, or even months, before the connection was made. A great example of a modern ‘power at the top’ based monopoly is the visa section of almost any embassy you wish to visit. The misuse of power, the lack of interest in the ‘customer’ and the long lines of frustrated ‘victims’ bear testimony to the shortcomings of all-powerful bureaucracies.

OLD DAYS – MONOPOLIES / LESS COMPETITION / LESS EXPECTANT CUSTOMERS / (STILL ‘NOW’ FOR SOME)


Boss Responsibility/Decisions are made at the top


Middle Management


Staff Staff Staff Staff Responsiveness/Support stay at the ‘bottom’


Customer Customer Customer Customer Customer

If, as it is now more than ever, a reality that a vast array of alternative choices are available, the power over the organization rapidly shifts to the receiver of products or services and away from the providers. Two great examples of this “reality” are the telecommunications and banking industries. As these industries have been deregulated, providing the customer with the power to choose, the management and staff of these industries have had to find new technologies, systems and of course methods of structuring themselves to maintain their market share. The ‘new’ reality therefore looks more like this:

TODAY – TOUGHER COMPETITION / GLOBALIZATION / MORE CHOICE / EDUCATED & EXPECTANT…


Customer Customer Customer Customer Customer


Staff Staff Staff Staff Responsibility and Decisions are made at the top


Middle Management


Boss Responsiveness and Support stay at the ‘bottom’


So the burning question becomes:

ARE YOUR STAFF SERVING THE CUSTOMER OR THE BUREAUCRACY?

As you can see in this model (as Ken Blanchard’s staff explained to me some years ago) it is important to note that the responsibility to manage, particularly the customer relations remains at the top. In part two I will discuss what this means for both staff and management.

Change Management Video 30 Seconds of the Nuts and Bolts

Friday, September 11th, 2009

Well here is a good video to give a quick overview of change management:

A well known gurus thoughts on the subject – Ken Blanchard

Remember the question everyone is really thinking about is… “whats going to happen to ME”?

Ric (orglearn) While you’re here take a look at the free blank resume form!

* Link for direct page viewers return to main career success blog to check out other posts!

The Last Lecture Randy Pausch Lessons for Life

Tuesday, September 8th, 2009

The “Last Lecture,” Randy Pausch “The idea of the last lecture is a hypothetical question, “if you knew were going to die, and you had one last lecture, what would you say to your students?”  For Professor Pausch, it wasn’t hypothetical.  He was fighting pancreatic cancer.  This talk is not morbid or about death though ,it’s an uplifting and inspirational experience about life and how to live it.

A truly inspiring video and I hope some of you will  ‘hand it as torch to many who can carry it forward’. There is so much here that touches me and that I see as important life lessons for all thinking individuals. Maybe we need not view of life as a process of finding answers, rather as a time to be, with wisdom and with enjoyment, spent to find more interesting questions. Now I know why the Tigger ‘toy’ spent so much time on my desk. If only the world had more Randys.

postscript…

HOW TO DEAL WITH CHANGE PART THREE – ADAPT AND DEVELOP

Friday, July 24th, 2009

A final six keys to winning during change.

Adapt… even in nature (Galapagos Finches) demonstrate that those that have the greatest capability to survive are those that are most adaptable.

Develop a broader range of competence. The days of just being the best ‘technician’ (engineer) are long gone.

Think… during a restructure would you choose the accountant with problem solving and team building skills or the ‘best’ at accounting?

Seek new experiences, new skills, and continuous education; broadly based knowledge and experience is always in demand.

Understand that the responsibility for me is mine alone; take the lead in your own life.

The more we involve our self in the change process and succeed the better we understand that we can survive change. The payoff… increased confidence

TO SOME PEOPLE LIFE IS ABOUT FINDING ANSWERS, IN TIMES OF CHANGE PERHAPS LIFE NEEDS TO BE MORE ABOUT FINDING MORE INTERESTING QUESTIONS.

HOW TO DEAL WITH CHANGE PART TWO – OUR CHOICES

Thursday, July 23rd, 2009

ONE OF OUR MOST IMPORTANT CAREER SUCCESS ATTRIBUTES KNOWING HOW TO DEAL WITH CHANGE

Six more keys to winning during change.

Do not become part of the “but we’ve always done it this way” group or you will become just another victim… which you must refuse to be.

Realize that becoming a ‘victim of circumstances’ is vastly overrated, as there is always a positive alternative. We all choose the variables that make up our life.

Remember that the most important choice we have is whether we develop a positive (or negative) attitude toward life’s realities.

If we don’t like or can’t support the changes at our workplace we can leave.

Believe that all and any companies or our position in a company is constantly changing and that it is a natural state of affairs.

Accept that you always have other possibilities and you will truly be empowered. If you can’t accept empowerment best find a way to leave the planet.

YOU MAY NOT HAVE A CHOICE ABOUT WORKPLACE CHANGES HOWEVER YOU DO HAVE A CHOICE ON HOW YOU RESPOND!