Posts tagged ‘Career management’
Satisfaction Trumps Balance
Alex Pollock
As a New Year begins I’m sure many have added “find balance” to those New Year Resolutions…again. Many have had this dream before, but maybe this year, finally, you believe that the balance meter can be moved in a favorable direction.
Please allow me to share some personal reflections. I believe that people are really looking for satisfaction in their lives, both personal and professional. Satisfaction is different for everyone. It’s personal. We hold the key to satisfaction. We must make the effort to know what is really important to us. As leaders, we can contribute to the satisfaction of others but the responsibility for attainment is not ours.
Most people don’t have the energy they need to do the things they love and, disturbingly, don’t have the desire to do much about it. Being satisfied requires a strategy, focus, discipline and accountability. This is not a journey we should make on our own. We should have a coach or mentor alongside us.
Work is a richly rewarding part of a satisfying life. We need a workplace where we feel respected and appreciated, where our efforts make a difference, and where the challenges match our abilities.
Wishing you a year where what deeply satisfies you becomes clear and you have the courage to navigate a path to get there. Please be assured that satisfaction trumps balance!
What have been your experiences in finding satisfaction? What advice would you give those who are searching for it?
Are You a Victim of Network Inbreeding?
Pat Perry
Are you a victim of inbreeding…network inbreeding, that is?
Herminia Ibarra, a blogger for Harvard Business Review, describes an inbred network like this:
“For the past fifteen years, I have asked the executives I teach to list the people with whom they have discussed important work matters over the past few months. Then, I ask them to fill out a grid in which they identify who knows whom among the people on that list. Invariably, most of the people they talk to also know and talk to each other. This kind of network, while cozy and cohesive, is, simply put, inbred. It also tends to be internal, operational (not strategic), and historical, an artifact of the executive’s past work history and not his or her future possibilities. It turns out that this kind of network is also deadly for collaboration.”
I believe it is a common trap many, if not all, of us fall into quite unconsciously. We are comfortable with our own, we want to relate with others who share the same challenges. But what we are inadvertently doing is narrowing our perspective and the ability to gather different thoughts to forge truly new ideas. According to Ibarra, it’s especially beneficial for us to diversify our thinking by interacting with professional from all levels of experience.
“The research is clear,” she writes. “For a more innovative and profitable result over time you are better off with a mix of newcomers and old-timers.”
I particularly liked her suggestion to spend time with younger professionals because I think we often overlook the value of the emerging leaders among us. Changing our habits could do more than help us become more comfortable with social media; it might help us better prepare our companies for the leaders of tomorrow.
Think about it. What does your network look like? Do you have a well-diversified network, or not? What are some of the surprising professional insights you’ve gained from those outside your usual network?
Pat Perry is President of the NAEM Board of Directors. Follow her on Twitter at @pitterpatperry.
Success begins with building a brain trust
Pat Perry
I was doing some research the other day, pinging my usual online sources, when I decided to pick up the phone and call a colleague in my network. I was making progress, but that call changed everything and led to more calls….and that’s when I had my “ah ha” moment. Here it is: research is necessary, but tapping into your network is invaluable.
When you first started out in business, you probably were told to build a network. The concept is simple and the act of building a network has been made even simpler with the help of social media tools. Although it might seem easier to just Google whatever question you face, I think it’s worth taking the time to reach out to your network for the kind of perspective only your peers can provide.
The insight I gained from talking with colleagues that day changed the very direction of my project. It also made me stop and reflect on the collective wisdom my network provides. What do you think? Are you maximizing your network? Are you using NAEM’s online community to share information or ask questions? Are you cultivating new connections? If not, why?
What’s good for you is good for your career
Alex Pollock
A few years ago I attended a workshop designed to equip employees to perform as “corporate athletes.” It was a powerful few days that centered on the idea that human beings need four sources of energy to operate at their best: physical (sustainability), emotional (security), mental (self-expression) and spiritual (significance).
The workshop replaced the old concept of work as a “marathon,” with the image of work as a series of “short sprints.” I left this workshop with the information necessary to improve my performance and resilience on the “sprints,” and the resolve to make some lifestyle changes.
I was reminded of this workshop recently while reading, “The Way We’re Working Isn’t Working” by Tony Schwartz, who wrote that “organizations undermine high performance by forever seeking to get more out of their people” instead of implementing ways to get them “freed, fueled and inspired to bring the best of themselves to work every day.”
The research by Schwartz and his colleagues at the Energy Project affirmed and advanced the actions for sustainable high performance I had been introduced to years earlier. These actions included:
- Adequate sleep: We require 7-8 hours of sleep each night to be fully rested.
- Take regular vacations: We are healthier and more productive when we get a break.
- Regular exercise: A daily mix of aerobic and strength training is desirable.
- Eat regularly: Never skip breakfast or lunch, and eat a diet of low-fat proteins and complex carbohydrates.
- Take regular breaks: After 120 minutes of effort, take a break.
- Focus on one thing at a time: Multi-tasking is ineffective
In reviewing these recommendations, I was saddened to acknowledge that some of my good intentions have evaporated over time…but it’s not too late. Any advice for me on things you are doing to be better equipped for success on the corporate track and what makes them stick?
Giving your best to others
Alex Pollock
In June I was saddened to read of the passing of John Wooden, the famed UCLA Bruins basketball coach. As I listened to and read the tributes that were recorded in the media, I sensed that this man was revered as much for his off-court character as he was for his on-court prowess.
He left a legacy of honoring his commitments, listening to his conscience, living by the highest of standards and always giving his very best. I read that among the advice his father, Joshua, passed along to him were the phrases, “Help others” and “Make friendship a fine art.” These lessons became important dimensions of the legacy John Wooden left behind. He was a mentor to many, intentionally helping guide the development of those within his sphere of influence.
As we reflect on our careers, there are many people who have crossed our path and we may have even been fortunate enough to have a few people take the time to invest in us. Much has been written on the “rules” for finding a mentor, including experience, character, availability, open- mindedness, caring and having a positive outlook.
I was wondering if any of you have benefited from a mentoring relationship? What “rules” have worked best for you? What guidance can you give those who are at the edge of the mentoring pool but haven’t yet jumped in? Wouldn’t it be wonderful if “helped others” was included in our legacy? Thanks for sharing your thoughts.
