Archive for the ‘ Business ’ Category

Top 5 Things People Don’t Know About Virtual Workers

The Leaders Guide to Mediocrity—Less Than a Million Ways to Maintain the Status Quo

“Proceed with caution in the direction of your hopes, and live safely, the life have.” —Hank Dave Locke

Mediocre is a good. Moderate quality is ok. “Average is the norm,” as Yogi Berra might say.

300x300Today’s world is complicated—every segment of society is continually changing and very little seems to be certain anymore, like it was two hundred years ago. No amount strategy, planning, or consulting can change this reality.

The great challenge for today’s leader at work, in sports, at home, or in academia, is to help everyone just hold on through the chaos and hope that things turn out for the good. We need to lower our expectations on what “greatness” really is. Our primary focus as leaders today is to maintain the status quo and not allow innovation, excellence, or a utopian idea of high-performance disrupt people from allowing people to get their job done the way they always have—for the most part.

The following are a host (who really counts how many points there are in articles like this anymore?) of ideas, or habits, or secrets, that will help leaders around the world avoid the stress caused by the quest for “higher levels” of performance and help maintain the status quo within your spheres of influence—if you have any.

Don’t Have a Vision

Visions are nothing more than “pie in the sky” dreams about the way things should be, not the way things really are. Having a vision for your organization only stresses people out and puts too high of expectations on them—expectations that are impossible to live up to in the end. And besides everybody forgets the vision after the town hall meeting anyway. So leaders need to save everyone the stress—don’t create a vision.

Don’t Set GoalsIMG_0517

Like vision, goals are a big stress in any area of life. People don’t need really need goals; it only sets you up for failure and disappointment. People come to work and know what they’re supposed to do and should be left alone to get it done—they don’t need a goal to tell them what they need to do. Without the stress of goals we don’t have to plan our week or take time every day to think about our activities we need to do. Without the burden of goals, people are free to just get straight to working—on something!

Don’t Give Feedback—And Never Ever Ask for Feedback

Feedback is just an illusion. It’s just someone else’s perception. By offering feedback you’re suggesting that something could be actually done a certain way—that’s pretty judgmental if you think about it. The reality is that everybody has their own way about going about doing things. By giving feedback to someone you’re know judging them, you’re insinuating that things could be done even better, and this is very disruptive to an organization—especially when you give feedback to someone that’s been leading people for 20 or more years. By asking for feedback you’re insinuating that someone knows how to do it better than you. That’s a no-no. You’ll look like a fool and people may begin to think that you don’t know how to do your job if you ask for feedback

Don’t Listen

There’s only so much time in a day that you can sit around and listen to people’s complaints and problems. A leader that wants to maintain the
status quo and promote mediocrity, keep things flowing, should have no part of listening to somebody else’s challenges concerns or feedback. Time is of the
essence so don’t waste time listening to people’s concerns, and they’ll figure it out on their own—probably.

Don’t Solve Problems—Today

Like listening, problem-solving is another big waste of time. Problems exist, they always will, so what’s the point of trying to solve a problem when the reality is there will be 10 more, at least, that will spring up the next day. And if you really must try to solve a problem, sometimes you do, than the best strategy is to put it off until tomorrow. An average leader instinctively knows that today is all we have, and today’s troubles will take care of themselves; tomorrow.

Don’t Measure Performance

Yardstick-500x375Our society is beginning to understand this at a youth sports level—it’s time to understand this at a corporate level. If you hand out trophies and reward people for a “excellent” performance, what does that say to the rest of the organization? Measuring performance is just another way to discourage those who want to show up and work and just collect a paycheck. It’s another way to create distrust of the executives. Remember, your mission is to help your people survive, it’s not up to you to help them thrive—making the “scoreboard” irrelevant.

Feed Them Coffee and Donuts

This is a no brainer. Pavlov proved long ago that food, and now today, coffee, is a real good way to keep people satisfied. As long as people can come to work and know that donuts and coffee will be available, they will keep showing up. Sure it didn’t really work out with the orca whales at that Entertainment Park, but then again people aren’t really whales—food defiantly will satisfy humans. It’s not that complicated.

Which brings us full circle. Today’s leaders need to provide a safe environment with moderate expectations. The primary purpose of leadership is to help people survive and get through life in one piece—and enjoy the weekend. Leaders who follow these simple guiding principles will more than likely produce a culture of mediocrity and maintain a steady balance and certainty in an otherwise uncertain world.

Jason Diamond Arnold is a leadership consultant for The Ken Blanchard Companies. He is Coauthor of Situational Self Leadership in Action a real time, real work, leaning experience that develops effective communication and collaboration skills for individuals in the workplace. He works with Fortune 500 Companies, Small Business, and Start Ups developing Performance Intelligence strategies that are linked to research based, leadership development curriculums and cutting edge application software.

Can women have it all?


When is it the right time in a woman’s career to have children? Is there a right time, and can women (dad’s too) still have a career? (I am very much counting on it).

To set the scene, I am a 30 year old woman who recently finished my MBA currently working in sales for a leadership consultancy firm. I would say I’m career driven, and really like what I do but I am only really at the start of my career journey. I am getting married next year, and the first question everyone asks is… When are you having babies? I would like to have them straight away but what does that mean for my career? Is there a right time for me to have a baby/babies, will others judge?

One of the best articles I have read recently around this subject is by Katharine Zaleski’s . In this article Katharine confesses how she used to criticize working mothers, and mentions about firing women before they ‘got pregnant’. I have also heard from friends that they have taken off their engagement rings so that companies don’t know they are engaged, as they felt companies wouldn’t employ them if they thought they were getting married soon.

Then you read about superstar women like Marissa Mayer taking 2 weeks maternity leave, is this what women need to do to ensure they stay on the career path? In reality she has a nanny who can help her out, with rising childcare fees if you have more than 2 children it often isn’t cost effective for both parents to go back to work.

When talking to working mothers (and fathers) they often feel like they can’t give 100% to their job and 100% to their child. Why not? In this day and age surely working parents can have it all? I think a large part is companies setting the environment to retain working parents and top talent.

What do companies need to do to retain mothers/fathers who want to give 100% to home and 100% to work?

  • Create a culture where people don’t feel uncomfortable about asking for flexibility or taking time off for their children.
  • Managers need to have open/honest conversations about supporting new parents.
  • Focus on results/productivity rather than the time spent. Just because some people work extra hours, it doesn’t mean they are more productive.
  • Make it easier for fathers to have time off to support their children too.
  • Be flexible – This is give and take from both sides. For example if you have a 35 hour week, make those hours count for work and for home life. We work in a global world with multiple different time zones, it would benefit the company and home life to flex the working hours throughout the day/night.
  • Allow working from home days.
  • Flexible benefits – Childcare help.
  • Social events during breakfast meetings or work lunches rather than evening events.

With a supporting partner, and a company who are willing to look at the work you do rather than when you do the hours I think women can have it all.  It would be great to hear of your experiences in the workplace, having a baby is daunting enough without the worry of your career.

Top 3 Reasons Why Being a Great Leader Isn’t Easy

A few months back, I asked a group of leaders for a show of hands on who had experienced either oversupervision or undersupervision. Almost every hand went up. But then I asked how many had themselves oversupervised or undersupervised their direct reports. Only one or two hands shyly peeked out from the crowd.

So what’s going on? Well, leaders can sometimes be unaware of what they should and should not be doing. And this lack of awareness separates good leaders from great leaders. Great leaders know that leading is a never-ending journey that can be filled with treacherous obstacles.

So what do you need to know to become a great leader?
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