Month: August 2013

#446 dog days

Posted on by Leave a comment

On the last day that the city pool was open for the season, they allowed dogs to revel in the water before it was drained.  For $5/dog, your pooch could have two hours of revelry — and my two Goldens were among the 100 canines who were lucky enough to partake.  They had a blast!


Two things that came to mind during this event:
> My dogs had never been in a body of water before, yet they instantaneously began swimming like champs.  I walked out with them, and as soon as their feet couldn’t touch anymore they began to dog paddle with great agility.  Are there some things that you know how to do, and could do, if given the opportunity?  I can come up with an idea on the spot for just about anything.  Others have an intuitive knack for figuring out technology.  I know people who are natural hostesses. Try to find ways to link your instinctive talents with organizational needs.

> What a great idea to host dogs on the last day of the season.  The dogs loved it, the owners had fun and overall it was like a big party.  The entrance fee covered costs and made it a win/win for everyone.  Is there something that your organization could do once/year or on occasion that isn’t practical to offer all of the time?  Loan out your building or lawn for an annual special event.  Provide supplies to celebrate a certain holiday.  Host a neighborhood block party.  Volunteer for a service project.  Once a year might be enough to be memorable and valued.

— beth triplett
leadershipdots.blogspot.com
@leadershipdots
leadershipdots@gmail.com

#445 moving mountains

Posted on by Leave a comment

I went on a road trip Saturday in order to see the pin exhibit I wrote about yesterday, but along with that a different story was brought to life.  Madeline Albright’s pins are on display at the National Czech & Slovak Museum and Library — a new facility that was moved and renovated following a major flood.

In 2008, river waters crested over their banks and put 8 feet of water in the museum’s first floor.  Fearing similar damage in the future if they rebuilt on the same site, the museum opted instead to physically move the undamaged outer structure and place it on an 11 feet higher foundation, 480 yards away from the original.  The cost to move 1500 tons: approximately $700,000*.  www.youtube.com/watch?v=A6Zdg82U3CQ


It reminded me of my vacation last summer when I was at the Cape Hatteras Lighthouse. It too moved, about a mile inland from its original location due to a diminishing coastline.  Who would think to move a lighthouse instead of rebuilding it, but as with the museum, for economic and historical reasons it made sense.

Think about these two structures the next time you face what seems like an insurmountable obstacle.  People are moving buildings.  Surely you can find a way to get around what is challenging you.

— beth triplett
leadershipdots.blogspot.com
@leadershipdots
leadershipdots@gmail.com

Sources:  NCSML statistics from Wikipedia; Hatteras from a sign at the site

#444 pin point

Posted on by Leave a comment

Long before the founders of Pintrest were even born, Madeleine Albright was fashioning her own version of “pin it” — only with jeweled brooches to wear on her attire.  Once she became secretary of state, the wearing of a pin had become her signature.  

Albright noticed that foreign diplomats paid attention to her jewels, so she started intentionally wearing pins that symbolized something she wished to communicate. Examples:  a dove with its nose pointed down after Americans were shot down near Cuba; a dove during peace negotiations, a serpent after Saddam Hussein called her one, a giant bug to protest the “bugging” that was discovered in the State Department and a wasp when she needed to deliver a stinging message.

At the time, George Bush’s “read my lips” saying was quite popular, so Albright modified it to “read my pins” and encouraged the press corps and diplomats to do so.  Her catch phrase is now the title of her book and a traveling exhibit, extending her messages far beyond the moment she wore them.

Over the weekend, I went to see the exhibit*.  It contains a mix of costume jewelry, the finest jewels and even a homemade pin from her daughter when she was five years old.  Nearly 200 pins were accompanied by a story of when she wore them and the message she was trying to convey. It was a time capsule of U.S. history by looking at the contents of her jewelry box.  

Albright was very intentional about using her pins — something that she already had and cherished — to send a message.  What is it about you that could be used to convey subtle meanings and a deliberate symbol?  Is it what you write with — or on?  Is it something that you wear or how you wear it?  For example, are you a watch aficionado to symbolize how much you value time and promptness?  Do you write with a large signature to be seen like John Hancock?

If you are intentional, you can communicate powerful messages through subtle symbols.  Take a lesson from Madeline Albright and find a way to underscore your point without words.

— beth triplett
leadershipdots.blogspot.com
@leadershipdots
leadershipdots@gmail.com


*at the National Czech & Slovak Museum and Library in Cedar Rapids

#443 neighbors

Posted on by Leave a comment

For several blocks in one area of town, all of the houses have large cement planters in their front yard.  It is a historical district, so I suspect that these containers have held flowers for generations.  They live on today, filled with blossoms in every house that has one.  The arrangements are all different, but still are unified by the planters themselves.

It is a simple step, but I believe one that distinguishes it as a neighborhood instead of a collection of houses next to each other.

What can you do to unify your work unit, organization or block?  How can you insert an element of cooperation into something you do so that it gives you an identity and point of pride?  I have said it before: cooperating on something universal and simple makes it easier to work together on the hard stuff.

— beth triplett
leadershipdots.blogspot.com
@leadershipdots
leadershipdots@gmail.com






#442 defense

Posted on by Leave a comment

When I took driver’s ed many moons ago, I still remember our teacher’s adage to watch out for cars that were banged up or appeared to have been in an accident.  He believed that more often than not it was a sign that the owner was not driving with a defensive posture.  “Many accidents can be avoided if the driver is alert enough to play defense,” he said.

Undoubtedly the parent who posted the sign in the picture above was trying to help the other drivers be a little bit more careful when driving around this vehicle.  

Being proactive is important, but another component of the work we all must do is more reactive.  Part of driving — and part of working in an organization — is playing defense.  We need to take the wheel and be alert for what others are doing in the area.

Part of your role in offense is helping others to play better defense around you. Utility trucks put cones out when they are parked.  Companies use “caution” signs when the floor may be wet.  Cups come with warnings about the temperature of beverages.  What can you do to help those around you be aware of a situation and prevent problems before they occur? 

— beth triplett
leadershipdots.blogspot.com
@leadershipdots
leadershipdots@gmail.com

#441 weekend to do list

Posted on by Leave a comment

At work, I am structured and disciplined.  I have a to-do list, a calendar full of appointments, goals and priorities, and I accomplish a good mix of short-term urgent items mixed with some longer-term strategic planning.

But often when I think about the weekend, I look at my calendar and if there are no engagements listed, I feel like I have nothing to do.  As a result, I am tempted to spend my 48 hours engaging in leisure activities and short-term tasks instead of maximizing the use of my time. 

To be sure, rest and relaxation are vitally important, but overall I would be better off if I applied some of that work-related discipline to a bit more of my time off.  Beyond the to-do list full of the “stuff of life” errands that are required to run a household, the weekend hours are prime to be used for what Stephen Covey calls Quadrant 2 activities — important but not urgent.  Examples: weekends are a great time for exercise, walking the dogs and general health improvements.  Personal development could be enhanced by reading or writing more than I sometimes do.  It could be a time for financial strategizing, relationship building, technology experimentation or personal branding.  On the weekend, I should spend a bit more time thinking about my future the way I think about my organization’s during the week.

For me, it starts with what I put on the list.  If it only says “buy shampoo and clean bathrooms”, I know I will accomplish that much and cross everything off, but it will give me a false sense of accomplishment.  

This weekend, try to make an hour or two productive in the long term sense vs. just busy with short term needs or desires.  It may not be as much fun to review your retirement portfolio as it is to take a nap, but in the end, it probably is a good use of that hour.  Weekends don’t really need to be the end of your best thinking.

— beth triplett
leadershipdots.blogspot.com
@leadershipdots
leadershipdots@gmail.com

#440 fissures

Posted on by Leave a comment

Recently hydraulic fracturing — commonly called fracking — has been in the news.  In simplest terms, fracking involves injecting water and sand at very high pressure into minor faults in the earth, which in turn creates fissures underground that provide space for natural gas to flow (and be captured for use).  

It struck me that organizations have parallels to the fracking process.  Often things are done that create pressure which lead to fissures in the organizational culture.  Comments are allowed to fester and disputes go unresolved until they explode.  Decisions to leave someone(s) out of the discussion due to expediency can be done with the best of intentions, but can have ripple effects that create cracks in the climate and trust.  Stressful situations such as mergers, layoffs or rapid growth can create pressurized environments that cause the culture to crack. Once the cracks are made and fissures are created, the negative energy and rumors have space to flow.  

The pros and cons to hydraulic fracking can be debated, but having an active organizational underground is rarely a good thing.  How can you take steps to release the pressures before they cause cracks in your values and customs?

— beth triplett
leadershipdots.blogspot.com
@leadershipdots
leadershipdots@gmail.com

#439 language

Posted on by Leave a comment

The Lumina Foundation — a major non-profit whose mission is to increase the number of Americans with college degrees — recently offered a challenge to anyone who can “fix” the College Scorecard.  The Scorecard is a database intended to allow prospective students the opportunity to compare schools in an equitable manner, but unfortunately the tool has more critics than fans.

So instead of joining the chorus of complainers, Lumina issued a crowdsourcing call saying “solvers wanted” to “reinvent the user experience of the College Scorecard.”  Isn’t that much more positive than asking for volunteers for a task force or soliciting suggestions?  There is even an incentive of $10,000 to “become a solver”.

It reminded me of an ad that IBM ran when they were recruiting employees for their new service center here:  “Now Hiring: Forward Thinking World Changers.”  I was ready to quit my job and sign up.

How can you employ similar language and symbolism in your organization?  The next time you convene a group, instead of calling people “members” or “appointees”, could you refer to them as “solvers”?  Could you ask for volunteers of people who want to be a “solver” — which sounds much more positive and action oriented than many other names?  Is there a way you can reward “forward thinking world changers” who come up with solutions and innovations outside a formal committee?

Language does matter.  Try to choose words that set the tone and sentiment of your message from the onset.

— beth triplett
leadershipdots.blogspot.com
@leadershipdots
leadershipdots@gmail.com

#438 innocent or guilty

Posted on by Leave a comment

I was surprised to learn how much information is easily accessible on-line regarding arrest records.  The jail roster is also a click away — listing all those who spent the night incarcerated during the past three months.  On a free website, I can see the last 50 arrests made in our city — a scanned version of the whole arrest report including height, weight, etc.; driver’s license number, thumbprint, birth date, address and charges.  Even if knowing who is arrested is in the public interest, knowing all these details seems like TMI or identity theft waiting to happen.  Does the casual web surfer really need to have access to all this — and before the arrestee has a hearing in court?

There is a disclaimer on both saying that this is “a list of arrests, not convictions, and all arrestees are presumed innocent unless or until proven guilty in a court of law,” but having all that information available on a public arrest record website doesn’t really seem to foster guiltlessness.

Even if innocence is proven in court, the arrest record and mugshot tend to live online forever.  Now the FBI is involved in cases regarding extortion — from people who are charging extravagant fees to remove the mugshots of those whose cases were dismissed or expunged*.  The court has proven them innocent, but guilt on the Internet lives on.

While the arrest records and mugshots are public records, they are only the first chapter of a story.  If you’re involved in any of this as an employer, sometimes it’s helpful to learn of the arrest, but also learn how the “book” ends rather than just how it begins.  Innocent until proven guilty is one of the tenets of our country; don’t let easy access dictate otherwise. 

— beth triplett
leadershipdots.blogspot.com
@leadershipdots
leadershipdots@gmail.com

*Source:  Mugshot sites attempt to extort, Editorial in the Telegraph Herald, August 7, 2013

#437 holy grail

Posted on by Leave a comment

After a week of college fairs and hosting prospective students, it got me thinking about what I would be looking for if I had a child heading off to a university.  My answer:  watch how students interact with faculty and staff.

If students are engaged with individual members of the faculty or staff and it is evident that they are truly known as a person, I’d say it’s fairly likely that the same will be true of your child.  If students are kept in the background and spoken about instead of included in the conversation, I’d say that is a sign that the climate is more hierarchical and students aren’t at the top of it.

Going to college is really the first step into the “real world.”  There students will learn not only knowledge in the classroom, but how to work as part of a team, how to be a professional, how to take risks and how to fail.  Doing so in an environment where they can be supported and challenged by full-time faculty or staff mentors is — for me — the most valuable aspect of an in-person collegiate experience.  

To be sure, you’ll want a place that has your field of study, “feels right” and is affordable, but you’ll maximize your investment if you attend a place where the employees — from president, to endowed chair, to office assistant to dining services workers — are actively involved in contributing to your success.

— beth triplett
leadershipdots.blogspot.com
@leadershipdots
leadershipdots@gmail.com